BC 1994 07 05 - Laserfiche WebLink

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161 of all factors affecting the level of salary ranges and shall recommend to the Board of Commissioners such changes in salary ranges as appear to be warranted. The pay plan of Cabarrus County shall be administered in 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. 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 3.60 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 and Merit Increase Administration Guide (Appendix H). If the employee does not receive at least a 3.60 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 3.60 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. (d) Progression Above Job Rate. Salary increases above job rate are reserved for special recognitions: (1) An employee at or above job rate shall be considered for a merit increase each year on the anniversary of his or her date in position. A merit increase (pay for performance) will or will not be awarded depending upon the score received on the performance evaluation done at that time. If an employee qualifies, the department head recommends a merit increase based upon the standards listed in the Development and Merit Pay Administration Guide (Appendix H). When approved by the County Manager, the increase is added to the employee's salary base. (e) Salary Adjustments. Increases may be made to an employee's salary base if justified by an unusual or inequitable situation and approved by the County Manager.