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.

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.

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.

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.

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.

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.

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.

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.

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.

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.

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.

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.

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.

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.

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.

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.

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.