AG 1992 05 18 - Laserfiche WebLink

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Amend Pay Plan - Proposed May 11, 1992 Section 3. Use of Salary Ranges The following provisions shall govern the hiring rate, as well as the granting of within-the-range pay increments: (a) Hiring Rate. The hiring rate (Step 1, Level 1 of each salary grade range) is the minimum rate normally paid an employee when hired into Cabarrus County employment. Appointment above the hiring rate may be made on the recommendation of the department head with the approval of the County Manager when deemed necessary in the best interest of the County. Above the minimum appointments shall be based on factors such as the qualifications of the applicant being higher than desirable education and training for the class, a shortage of qualified applicants available at the hiring rate, and/or the refusal of qualified applicants to accept employment at the minimum rate. Initial appointments above the job rate of a salary range must be approved by the Board of Commissioners. (b) Job Rate. Step 4, Level 1 is the job rate for each salary range and designates the minimum rate of pay each fully trained employee should receive for satisfactory performance. A person employed at the hiring rate and performing work at an ~Expected' level should reach job rate in approximately three to four years. (c) Progression To Job Rate. Employees below the job rate for their positions are considered to be in a development stage of their careers. Each year, on the employee's anniversary date, the employee will be evaluated to determine if satisfactory progress is being made in learning job responsibilities and duties. If the employee receives at least a 3.6 rating on their performance evaluation, the employee shall receive, upon recommendation of the department head with the approval of the County Manager, a development increase in pay under the Development Increase/Merit Pay Administration Guide in Appendix H. If the employee does not receive at least a 3.6 rating on their performance evaluation, the department head will recommend to the County Manager retention at the employee's current rate of pay for an additional six months. At the end of the six month extension, the department head will review the employee's progress in correcting work deficiencies, and if the employee's work has been brought up to at least the 3.6 rating level, the department head will recommend to the County Manager a development increase in pay. If the employee's work is still deficient, the department head will recommend no increase in pay and will begin disciplinary measures in accordance with Article VII of the Ordinance.