[Adopted 3-27-1999, effective 7-1-1999 (P-67B)]
This Policy establishes the annual pay plan for Kent County
employees, except those covered by a collective bargaining agreement.
A.
The
base salary for each Kent County pay range shall be adjusted by the
increased cost of living (COLA) as determined by the Levy Court. The
minimum and maximum salary for each Kent County pay range shall be
increased by the established COLA.
B.
The
annual base salary or rate of pay for each Kent County employee, except
temporary employees, and statutorily established salaries, shall be
adjusted to reflect the increased cost of living (COLA) as determined
by the Levy Court. Retired employees receiving a Kent County pension
as well as employees hired any time during the previous fiscal year
shall receive a full cost of living adjustment, unless otherwise determined
as part of the annual budget process.
C.
The
Personnel Director shall annually calculate the adjusted salary of
each applicable employee within 45 days of adoption of the annual
budget, but no later than July 1 of each year. Each department head
shall be advised of the annual salary figures for the employees within
his or her respective department, and he/she or a designee shall individually
advise each employee of his or her new fiscal year salary.
D.
As
the final arbiter, any disputes regarding salary increases, cost of
living adjustments or other payroll-related errors shall be resolved
by the Personnel Director in consultation with the County Administrator
and the applicable department head.
E.
The
Personnel Director and/or County Administrator shall ensure that the
full costs and specific rates approved for the annual pay plan by
Levy Court are incorporated into the annual budget document before
it is presented for public hearing.
[Adopted 4-27-1999, effective 7-1-1999 (P-77)]
This Policy establishes an employee compensation program with
pay grades, pay ranges, pay step increases, and pay administration.
A.
All
classified and unclassified positions shall be assigned a job class
or pay grade on the basis of the kind and level of duties and responsibilities.
Those positions exercising similar duties and responsibilities shall
be placed in the same pay grade.
B.
Each
pay grade shall be assigned a pay range with pay rates that reflect
fairly the compensation for comparable positions in other places of
public and private employment as determined by an independent analysis
conducted from time to time as directed by Levy Court.
C.
New
employees meeting the minimum requirements of a position shall be
compensated the minimum rate for the position's pay range. If it is
necessary to appoint a new employee of lesser qualifications, the
person may be hired as an intern for a period of six months at a pay
rate 5% less than the minimum. Upon the recommendation of the department
head, a new employee exceeding the minimum qualifications may be compensated
up to 5% above the minimum with approval of the Personnel Director.
The County Administrator may approve a salary in excess of 5% upon
recommendation of the Personnel Director.
D.
In
order to advance within the individual pay ranges, each full-time
and part-time employee in the classified or unclassified service shall
receive a base pay rate step increase equal to 2% each year, effective
with the start of the fiscal year and upon receipt of an effective
performance appraisal. Those employees hired within the previous year
shall receive a prorated increase as follows: employees with nine
months or more of County service on June 30 shall advance one full
2% step; employees with not more than one day less than nine months,
but less than three months, of County service on June 30 shall advance
one-half 1% step; employees with not more than one day less than three
months of County service on June 30 shall not advance to the next
step; and employees with a pay rate between steps on June 30 shall
advance to the next higher step and then one full step, if available.
E.
Employees
with an annual salary at or above the maximum pay range figure shall
not be eligible for an annual step increase, but shall be eligible
for any cost of living adjustment approved by Levy Court.
F.
All
nonexempt employees shall be compensated at an hourly rate, with the
annual salary figure based on the normal hours in the workweek (35
or 40) multiplied by the hourly rate and by 52 weeks. All exempt employees
shall be compensated by an annual salary with the biweekly rate based
on the salary figure divided by the number of pay periods during the
year.
G.
All
employees shall be compensated every other Friday one week in arrears,
except when it falls on a holiday, for hours worked the previous two
workweeks. Deductions for insurances shall be made from payroll in
equal amounts over two pay periods each month.
H.
The
Personnel Director and/or County Administrator shall submit any proposed
amendments to the employee compensation program to Levy Court at the
same time the annual budget is presented for public hearing.
[Adopted 9-30-2003, effective 7-1-2003 (P-21E, Subsection 9)]
A.
Deputies and chief deputies deemed to meet the minimum qualifications
of a Levy Court approved position description, as determined by the
Personnel Director, may be slotted into the County's Personnel Classification
System and Pay Plan and receive compensation and benefits equal to
that provided to other exempt employees in the "unclassified" service.
Deputies approved for slotting are required to meet all standards
established for similarly categorized employees, including but not
limited to annual performance appraisal, attendance, conduct, etc.
B.
Slotted deputies failing to meet standards established for similarly
categorized employees or failure on the part of the appointing official
to hold a deputy accountable through appropriate discipline, as determined
by the Personnel Director, shall lose all slotting benefits, including
the higher compensation rate, and return to nonslotted status at the
beginning pay rate in the range established by this Policy.
C.
Each slotted deputy and chief deputy in position on the date of this
policy's adoption shall be credited with 10 days of vacation leave,
five personal days, and 80 hours of sick leave and shall henceforth
accrue leave time at the rate established for years of service. Any
existing deputy or chief deputy opting not to be slotted under this
section cannot opt in at a later date, except at the beginning of
a fiscal year, and shall be ineligible for these initially accrued
benefits. Any slotted deputy or chief deputy opting out of the provisions
of this section or terminating employment within one year of slotting
shall receive no compensation for accrued vacation. New deputies or
chief deputies eligible for slotting shall accrue vacation and other
benefits like similarly classified employees.
D.
Slotted deputies and chief deputies continue to serve at the pleasure
of the appointing official and are ineligible for appeal rights reserved
for classified or unclassified employees.