This article outlines the provisions for organization, manpower
and the County's system of comparing and classifying positions
according to their relative equivalence for the purpose of establishing
fair and equitable promotion and pay compensation for employees. However,
all wages and salaries are approved by the County Commission. Wage
and salary increases, when authorized, shall be dependent upon the
financial condition of the County.
The provisions of this section shall apply to all employees
except for the following:
A.
Contract employees. All contract employees are subject to wage increases
as negotiated and approved by the County Commission.
B.
Elected officials. Elected officials, which include County Commissioners,
County Clerk, Treasurer, Assessor, Sheriff, and Probate Judge are
subject only to the statutory provisions of law. Chief Deputies -
Chief Deputies shall receive 95% of the elected official's salary
as their fixed salary.
C.
Appointed employees. Appointed employees serve at the pleasure of
the County Manager and shall receive wage increases as recommended
by the County Manager and approved by the County Commission.
All new employees are normally hired at the entry-level position,
Step 1 of the Wage Schedule for the level of position, which has been
vacated or otherwise approved for hire by the County Commission. At
the discretion of the County Manager, after consulting with the appropriate
elected official, a vacant position may be filled at a higher rate
within the pay scale for that job description where there exists sufficient
information to support such action.
Transfers are lateral movements on the chart. Employees transferring
from one position to another do not receive an increase in pay. Refer
to § 4.3B, Transfers.
A demotion is any downward movement on the chart whether voluntary
or involuntary. Employees may receive a demotion along the current
band for that job specification, at the discretion of the County Manager,
after consulting with the appropriate elected official.
Employees may receive an increase along the current band for
that job specification at the discretion of the County Manager, after
consulting with the appropriate elected official.
The County Manager, after consulting with the appropriate elected
official may, at their discretion, place an employee on probation
for review and evaluation purposes not to exceed six months prior
to promoting an employee permanently to an authorized position.
Each position within the General Wage and Position Classification
Chart has a written job description which includes specifications
for minimum qualifications, education, experience, abilities, skills,
license, or certification requirements, and a description of duties
and responsibilities required of the position. Job descriptions for
each position are included as part of this policy by reference and
are maintained in a separate document entitled Otero County Job Descriptions.
Specifications for positions within each specific level of the
General Wage and Position Classification Scale (Chart B) must have
similar duties, responsibilities and qualifications.
Any employee whose job description is revised is not subject
to the experience, education, or certification requirements of the
new job description.
Please see § 58-8.9 in this chapter.
