[Adopted 6-22-2004 (P-80B);
amended 2-18-2020 (P19-03)]
This Policy establishes a rating system for the award of pay
increases to eligible employees for achieving an advanced educational
degree or job-related professional certification under the provisions
contained in the Kent County Code.
A. In order to be eligible for the award of a pay increase under this
Policy, an employee must request and receive approval in writing from
his/her department head and the Personnel Director or the County Administrator
before embarking on a course of study or training.
B. County employees earning a Master's Degree or Doctorate Degree or
the following professional licenses in a state-regulated profession,
Certified Public Accountant, Professional Engineer, or Physician's
Assistant, shall be eligible for a five-percent base salary increase;
provided, however, the degree or license must be in the employee's
current field of employment.
C. County employees earning a Bachelor's Degree in their current field
of employment shall be eligible for a four-percent base salary increase.
D. County employees earning an Associate's Degree in their field of
employment or a Master's or Bachelor's Degree in a related field of
employment, or a professional certification as a Certified Building
Official (CBO), Associate of Risk Management (ARM), ICMA-Certified
Professional, IPMA-HR Certified Professional, Certified Government
Benefits Administrator (CGBA), Emergency Medical Technician (EMT),
Certified Arborist, Fundamentals of Engineering (FE/EIT), American
Institute of Certified Planners (AICP), or specific professional certification
as determined and approved in advance by the Personnel Director and
County Administrator based upon overall benefit to/needs of the County
and the employee, in consultation with the Department Head, shall
be eligible for a two-percent base salary increase. The Associate's
Degree or certification must be in the employee's current field of
employment.
E. County employees earning 15 training credits within a three-year
period (may be combination of in-house and outside programs, but available
to hourly classified employees only) shall be eligible for a one-percent
base salary increase as determined and approved in advance by the
Personnel Director and County Administrator, in consultation with
the Department Head. Any pay increase under this section shall be
limited to one per twenty-four-month period (rolling-year basis) from
the date of award. Excess training credits earned during the twenty-four-month
period do not carry over.
F. Documentation sufficient to prove achievement of a degree, certification,
training credits or designation shall be submitted to the Personnel
Director for consideration.
G. For the purposes of this Policy, "current field of employment" shall
directly relate to the employee's current position (i.e., paramedic
and nursing degree, personnel technician and human resources degree,
etc.); "related field of employment" shall closely relate to the employee's
current position (i.e., paramedic and degree in public administration,
etc.); educational "degree(s)" must be awarded by an accredited college
or university verified through the Delaware Department of Education;
"training credits" shall mean the assigned Continuing Education Units
(CEU's) or one hour of actual contact training time equals one-tenth
CEU, unless given a different value by the Personnel Director.
H. Any nonretroactive pay increase permitted under the rating system
shall be effective upon approval of the Personnel Director, based
on the submission date, but shall not include the following: any degrees
or certifications earned before January 1, 2017, or hire date; certification
required in the position description or specific training for the
employee's current position, including new procedures; or any National,
State, County, professional, or similar accreditation required license,
certification, or training; or credits earned as part of a continuing
education requirement for any previously earned or awarded certification/designation.
Such pay increases may exceed the pay plan maximum for salaries, but
no employee shall be compensated for earning more than one educational
degree per level (i.e., Associate's, Bachelor's, or Master's) or a
lower degree awarded without significant additional coursework.
I. Any employee receiving a pay increase for achieving a certification/designation
with continuing education requirements shall annually confirm that
said certification/designation remains valid. Any employee failing
to report such status or failing to retain/maintain any certification
for which a pay increase was previously awarded shall have his or
her current salary reduced by the same percentage pay increase previously
awarded retroactive to the date of loss of certification or standing.
J. The Personnel Director shall develop appropriate forms and guidelines
and shall be responsible for the administration of this program. The
Personnel Director shall make an annual report to Levy Court regarding
participants, degrees/certifications earned, and program costs. Any
disagreement between the Personnel Director and department head on
an employee's eligibility or percentage raise to be awarded shall
be resolved with finality by the County Administrator.
[Adopted 11-14-2000 (P-82)]
This Policy establishes a procedure for the review and approval
of courses, seminars, classes, workshops, or conferences utilized
for staff development and training purposes.
A. County staff members are encouraged to participate in staff development/training
opportunities or courses, such as seminars, workshops, conferences,
and related activities, in order to enhance their knowledge and improve
performance to better serve the citizens of Kent County.
B. Whenever a staff member determines that a particular staff development/training
opportunity will be beneficial to the employee and County, a request
shall be submitted to the department head for review and consideration
for approval, department head, legal staff, and appointed advisory
board, committee or commission member requests must be reviewed for
approval by the County Administrator, and, in his or her absence,
the Personnel Director, for participation in any training conference/opportunity.
C. Department heads or the County Administrator may approve participation
in staff development programs if the training course(s) will improve
the employee's knowledge or ability to perform his or her duties and
if adequate funds have been budgeted for the proposed course(s).
D. Department heads or the County Administrator may require any or all
employees to participate in specified staff development/training programs
whenever the employee's performance will be enhanced, to achieve certification
or mandated training, for continuing education purposes, or to meet
risk management obligations.
E. Upon return from an approved training course(s), the staff member
shall submit a report to the approving authority outlining the name
of the course(s), date(s) attended, and personal/professional knowledge
gained from attendance.
[Adopted 9-16-2003 (P-91)]
This Policy provides for the partial reimbursement of higher
education tuition and lab fees to eligible employees seeking an advanced
educational degree from an accredited college or university.
A. Full-time, nonprobationary County employees are eligible for reimbursement
of up to 75% of tuition costs, including individual course, lab, and
registration fees, within a specified maximum upon application and
satisfactory completion (passing grade of 2.0/C or better) of course
work leading to an Associate's, Bachelor's or Master's Degree from
an accredited college or university as determined by the Delaware
Department of Education. All other costs, including books, insurances,
etc., shall be the financial responsibility of the employee.
B. The Levy Court shall establish a maximum reimbursement rate(s) per
fiscal year, but the full 75% of eligible costs shall be reimbursed
over time as long as the employee continues to be employed by Kent
County and maintains satisfactory work performance and attendance
standards.
C. Eligibility for reimbursement is limited to those employees without
other financial assistance, such as scholarships or military-service-connected
educational benefits. In addition, the academic course work must lead
to a degree in a field applicable to Kent County government work.
D. The Personnel Director shall develop appropriate application forms
and guidelines and shall be responsible for the administration of
the program within annual budget constraints. The Personnel Director
shall make an annual report to Levy Court regarding participation,
retention, and completion rates.
E. Eligible employees participating in the program and terminating employment
within one year of completing any approved course(s) shall reimburse
the County the full amount paid by the County for the course(s), lab
fees, and/or registration fees. This amount shall be deducted from
the terminating employee's final paycheck. If the amount of the final
paycheck is not sufficient to cover the costs, the employee will be
required to reimburse the County for the amount due at the time of
termination.
[Adopted 2-8-2005]
This Policy establishes guidelines for the payment or reimbursement
of professional license or certification fees and expenses for employees
in positions requiring such designation.
A. Full-time, nonprobationary County employees are eligible for payment
or reimbursement of professional license(s) or certification(s) renewal
fees up to a maximum of $500 per employee per fiscal year, provided
the employee's position description requires such license or certification.
B. Employees embarking on a course of study to achieve a job-related
professional license or certification shall be eligible for payment
or reimbursement of the examination expense, initial license or certification
application fee, subsequent renewal fees, related preparation costs,
and required continuing education or training courses. Said payment
or reimbursement must be within annual budget constraints, and the
course of study shall have been approved in advance by the department
head and Personnel Director. Examination expenses for a specific license
or certification may be paid or reimbursed for the first and second
attempts and the final passing exam only. Any costs for additional
examination attempts shall be borne by the employee.
C. Eligibility for payment or reimbursement is limited to those existing
employees without other financial assistance, such as scholarships
or military-service-connected educational benefits. If an employee
receives payment or reimbursement under this Policy, he/she may not
use the license or certification to perform related work or services
for personal gain or profit.
D. The Personnel Director shall develop appropriate forms and procedures
and shall be responsible for the administration of these provisions.
The Personnel Director shall make an annual report to Levy Court regarding
professional licenses and certifications held by employees, renewal
requirements, and any costs paid by the County.
E. Eligible employees participating in the program and terminating employment
within one year of payment(s) or reimbursement(s) shall reimburse
the County the full amount paid by the County for the examination(s),
license, certification, renewal fee, or associated training/continuing
education costs. This amount shall be deducted from the terminating
employee's final paycheck. If the amount of the final paycheck is
not sufficient to cover the costs, the employee will be required to
reimburse the County for the amount due at the time of termination.