BC 2009 09 21 Regular Meeting - Laserfiche WebLink

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September 21, 2009 (Regular Meeting) Page 1573 duties performed by employees in the classes to which their positions are allocated. Department heads shall be responsible for bringing to the attention of the Human Resources Director the need for new positions and material changes in the nature of duties, responsibilities, working conditions, or other factors affecting the classification of any existing position. New positions shall be established only with the approval of the Board of Commissioners after which the County Manager shall allocate the new position to the appropriate class within the existing classification plan or amend the classification plan to establish a new class to which the new position may be allocated. The County Manager may establish temporary positions for extended absences or military deployment of employees in regular positions. When the County Manager finds that a substantial change has occurred in the nature or level of required duties, responsibilities, and/or qualifications of an existing position, the County Manager shall: (a)Direct that the existing class specification be revised; (b)Reallocate the position to the appropriate class within the existing classification plan; or (c)Amend the classification plan to establish a new class or classification group to which the position may be allocated. Section 4. Amendment of the Classification Plan Classes of positions shall be added to and deleted from the classification plan with approval of the County Manager. Article III. The Pay Plan Section 1. Adoption The salary schedule, reflecting salary grade and class titles, as set forth in the Job Classification Schedule, Appendix A, is hereby adopted as the pay plan for Cabarrus County. Section 2. Administration of the Pay Plan The County Manager shall be responsible maintenance of the pay plan. The pay plan is compensation for all positions reflecting responsibilities, and qualifications; the positions in private and public employment condition of the County; and other factors. for the administration and intended to provide equitable the differences in duties, ;omparable rates of pay for in the area; the financial The pay plan of Cabarrus County shall be administered in a fair and systematic manner in accordance with work performed. The pay plan shall be externally competitive, shall maintain proper internal relationships among positions, and shall recognize performance as the basis for pay increases within the established salary range. Salary or market comparison studies shall be conducted every two years during the first half of the fiscal year by an outside consultant to maintain a pay scale consistent with like jobs in the surrounding area and in similar governmental entities, with the recommended and approved changes being effective the first full pay period in January. Additionally, the County Manager shall, when necessary, make comparative studies of all factors affecting the level of salary ranges and shall recommend to the Board of Commissioners changes in salary ranges as warranted. Section 3. Use of Salary Ranges The following provisions shall govern the hiring rate of pay, as well as the granting of within-the-range pay increases: (a)Hirinq Range. The hiring range for a vacant position is the entry or minimum rate through the job rate (levels 1 - 31) of the salary grade assigned to the job class for the position. Appointment within the hiring range is based on factors such as applicant qualifications being higher than the desired/required education, abilities and experience for the class; a shortage of available qualified applicants; and/or the refusal of