[Ord. No. 08-157 §1, 12-17-2008; Ord. No. 09-149 §1, 12-23-2009; Ord. No. 22-088, 12-19-2022; Ord. No. 25-083, 12-15-2025]
As used in this Chapter, the following terms shall have these prescribed meanings:
BASE PAY
The fixed compensation paid to an employee that excludes other forms of pay or compensation such as, but not limited to, bonuses, commissions, overtime, shift differentials, benefits, etc.
BASIC PAY PLAN
The County's codified pay policies.
MIDPOINT
A reference point in a pay range that is halfway between the minimum and maximum of the range, or fifty percent (50%) of the range.
OPEN PAY RANGE
A specified range of pay rates with a defined minimum salary and maximum salary, but without defined steps. Individual salaries can be any amount within the specified range.
PAY BAND
Pay ranges that have been grouped together. The pay bands divide the pay schedule. Pay bands have been identified by the letters "B," "C" and "D."
PAY GRADE
An identifying number assigned to a specified pay range and the class of positions that are assigned to the grade.
PAY GRADE ASSIGNMENT
Designation of the proper pay range to a position classification.
PAY SCHEDULE
A chart of all pay grades and the specified pay range for each pay grade.
PERCENTAGE INCREASE
A salary increase provided based on a percentage of base pay. The increase may be of any percentage.
[Ord. No. 97-10 §1, 1-29-1997; Ord. No. 97-220 §2, 12-31-1997; Ord. No. 08-157 §2, 12-17-2008]
The Merit System position classifications established by the Merit System Commission in the Position Classification Plan and the non-merit positions authorized by Charter or ordinance are hereby assigned to pay grades as reflected in Section 115.710.
[Ord. No. 97-10 §2, 1-29-1997; Ord. No. 97-220 §3, 12-31-1997; Ord. No. 98-48 §1, 4-1-1998; Ord. No. 08-157 §2, 12-17-2008]
The pay ranges as set out in Section 115.720 shall be utilized for the pay grades established in Section 115.560 for all positions whether covered by the Merit System or not, except elected officials, effective January 1, 1998. The rates for percentage time, intermittent, trainee and session rates shall be derived from and based upon the full-time rates as provided in Section 115.590.
[Ord. No. 97-10 §3, 1-29-1997; Ord. No. 97-220 §4, 12-31-1997; Ord. No. 08-157 §2, 12-17-2008; Ord. No. 09-149 §1, 12-23-2009; Ord. No. 12-100 §9, 12-18-2012; Ord. No. 17-110 § 3, 12-18-2017; Ord. No. 23-105, 12-18-2023; Ord. No. 25-083, 12-15-2025]
A. 
The normal rate of pay for new employees, except as otherwise specified by this Section, shall be at the minimum of the pay range established for the class of that position.
B. 
An advanced starting rate, including an advanced accrual rate of paid time off, may be approved by the Director of Administration upon recommendation of the appointing authority after consultation with the Director of Human Resources based upon exemplary qualifications or lack of available similarly qualified candidates willing to accept the position at, or closer to the normal hiring rate.[1] Upon five (5) years of service, the accrual rate shall advance as if the employee had ten (10) years of service.
[1]
Editor's Note—To recognize the more currently accepted terminology, the working title of Director of Human Resources has been used for the Director of Human Resources as identified in Article Seven, Personnel and Merit System, of the St. Charles County Home Rule Charter.
C. 
Lateral entry is established at a 1:2 rate for qualifying positions determined by the Director of Administration after consultation with the Director of Human Resources.
1. 
Lateral Entry For New Employees Hired Into Positions With Lateral Entry Benefits. A new employee hired into a position covered by the lateral entry benefit shall be hired in at the established lateral entry rate.
2. 
Lateral Entry For Existing Employees At The Time Lateral Entry Is Adopted For A Position. The initial increase shall be factored into the employee's salary after any percentage increases due to promotion, reclassification, cost of living, and merit increase.
3. 
Once the increase is established, it shall be absorbed into the employee's base pay and is subject to any and all pay increases.
D. 
The Director of Human Resources with the approval of the Director of Administration, subject to the availability of budgeted funds, may establish recruitment rates for entire classifications.
E. 
Whenever the County is unable to successfully recruit qualified candidates for a class of positions, the Director of Human Resources with the approval of the Director of Administration may establish a defined rate in the pay range as the minimum hiring rate, subject to the availability of budgeted funds. When a recruitment rate is established in this manner, a conversion procedure shall be developed to assure equity and fairness to employees occupying positions in the classification, subject to the availability of budgeted funds. Should an approved recruitment rate for job classifications be granted, the employee granted the recruitment rate shall retain that recruitment rate during their employment with the County in that position. The recruitment rate for new hires shall remain in effect until ninety percent (90%) of positions in that classification have been hired and passed their probationary period. An additional recruitment rate on a classification shall not be granted while the position remains under which it was granted a recruitment rate.
F. 
A classification of a job description subject to a recruitment rate shall be studied for reclassification annually by the Director of Human Resources. After a period of time, to be established by the Director of Administration, if the Director of Human Resources has not determined that a job classification qualifies for reclassification, and ninety percent (90%) of the positions in that classification have not passed their probationary period, the Director of Administration shall conclude that the previously established recruitment rate must be made permanent by reclassifying all job classifications under the recruitment rate. Any incumbents affected by the recruitment rate will not qualify for an additional increase as set out in Section 115.600.
[Ord. No. 97-10 §4, 1-29-1997; Ord. No. 97-220 §5, 12-31-1997; Ord. No. 04-045 §1, 3-31-2004; Ord. No. 06-073 §1, 5-31-2006; Ord. No. 08-157 §2, 12-17-2008; Ord. No. 11-025 §4, 5-2-2011]
A. 
The rate of pay for percentage time positions shall be prorated.
B. 
In accordance with Section 115.720(B), the rate for intermittent employees shall be the minimum of the pay range or the recruitment rate (if one (1) has been established) or at a higher rate recommended by the Director of Human Resources, after consultation with the appointing authority, for approval by the Director of Administration. The rate shall not be more than the equivalent of the maximum of the range. However, the appointing authority or elected official may establish a policy for pay increases for intermittent employees at a rate recommended by the Director of Human Resources as approved by the Director of Administration.
[Ord. No. 16-105 § 3, 12-19-2016]
C. 
The rate of pay for work study, interns, co-ops, and other employees where the employment relationships include a combination of work for the County and academic credit through a recognized educational institution shall be recommended by the Director of Human Resources, after consultation with the appointing authority, for approval by the Director of Administration.
D. 
The rate of pay for employees appointed to trainee positions shall be recommended by the Director of Human Resources after consultation with the appointing authority for approval by the Director of Administration. Such rates may be used whenever it is in the best interest of the County to fill a position or positions with applicants who do not yet possess the required minimum experience and training for the position(s). Such trainee rates shall take into consideration the relationship of the duties and responsibilities which the trainee will be expected to perform to the full duties of the position, and in the case of the promotion of an existing employee, the employee's current pay rate.
E. 
Session rates may be recommended by the Director of Human Resources after consultation with the appointing authority for approval by the Director of Administration. Session rates shall be established in such a manner that the total compensation paid does not exceed the maximum nor fall below the minimum or the recruitment rate for the pay range.
F. 
In establishing percentage time (for less than sixty percent (60%) time), intermittent, trainee and session rates, consideration may be given to the fact that the County's normal fringe benefit package is not provided.
G. 
Programs to provide within-range pay increases may be established to compensate for such things as exceptional performance, attainment of education or credentials, schedule or task premiums, or other incentive pay programs approved by the Director of Administration. Within-range pay programs provide a written description, rules for eligibility, administration and schedule of pay increase(s) which may be a lump sum or a temporary or permanent increase to base pay and specify the pay program which must be within the annual appropriation of funds in the approved County budget.
H. 
The Director of Administration is authorized to establish a base pay plus commission compensation agreement with employees at the Family Arena who have primary responsibility for generating sales revenue at the Arena.
1. 
The agreement shall contain the condition that the employee is an at-will employee of the County, not covered by the provisions of the merit system and setting forth the requirement that the base pay plus commission compensation does not change the employee's status as an at-will employee.
2. 
Such agreements shall be in writing and shall set forth the base pay that the employee receives pursuant to the pay plan and the manner in which the employee is able to earn commissions.
3. 
The base payment shall be made in equal payments on the normal County pay days. Commissions shall be certified as additions to pay in accordance with the commission agreement.
4. 
The base pay may be established at less than the rate that the employee would be earning for the grade occupied. Employee benefits that are determined by the employee's pay level shall be granted at a level no less than those available if the employee were being compensated at the full-time rate for his or her pay grade.
5. 
Agreements setting forth the commission to be paid based upon contracted business shall specify the percentage to be paid at the time of receipt of payment under contract, and may allow for a draw against commission to be earned as well as recoupment of unearned draw if employment terminates.
6. 
The commission arrangement may take into consideration, not only the dollar volume of the contract, but also the margin of revenue over costs and may specify a higher commission rate for new or increased repeat business than for repeat business.
7. 
The commission agreement shall not create an expectation of continued employment and shall clearly state that the employee continues to be an at-will employee and that the commission agreement shall be in effect for only so long as the employee remains in their at-will employment position.
8. 
The commission agreement shall contain provisions maintaining the County's authority to accept or reject any business submitted by the employee, to determine the relative commission to be paid when two (2) or more employees are jointly responsible for revenue enhancements and to make all other decisions required for the operation of the Family Arena and the functioning of the commission agreement program.
9. 
Should disagreement occur regarding the payment of commissions or any other aspect of the agreement, the issues shall be presented to the Director of Administration. If the disagreement is with an action taken by the Director of Administration, the matter may be presented to the County Executive for review.
10. 
The agreement may contain provisions which suspend the terms of the agreement when following the terms of the agreement would result in an unwarranted windfall commission resulting from some unforeseen circumstance rather than the superior performance of the employee.
[Ord. No. 97-10 §5, 1-29-1997; Ord. No. 97-220 §6, 12-31-1997; Ord. No. 98-48 §2, 4-1-1998; Ord. No. 02-117 §4, 7-31-2002; Ord. No. 07-114 §1, 8-28-2007; Ord. No. 08-157 §2, 12-17-2008]
A. 
The rate of pay for an employee who is promoted to a position in a higher pay grade shall be determined according to the Pay Band. Pay Band "B" includes pay grades "B1" through "B3"; Pay Band "C" includes pay grades "C1" through "C9"; and Pay Band “D” includes pay grades "D1" through "D8."
[Ord. No. 16-105 § 4, 12-19-2016; Ord. No. 21-099, 12-20-2021; Ord. No. 22-088, 12-19-2022]
1. 
Promotions to a position assigned within Pay Band "B" will be processed in the following manner:
a. 
If the promotion is to a position assigned to a pay grade one (1) grade higher in Pay Band "B," the employee's pay shall be increased seven percent (7%) or to the minimum of the new pay range, whichever is greater.
b. 
If the promotion is to a position assigned to a pay grade two (2) or more grades higher in Pay Band "B," the employee's pay shall be increased ten percent (10%) or to the minimum of the new pay range, whichever is greater.
2. 
Promotions involving a position assigned within Pay Band "B" to one assigned to Pay Band "C" will be processed in the following manner:
a. 
If the promotion is to a position assigned to a pay grade one (1) grade higher, the employee’s pay shall be increased ten percent (10%) or to the minimum of the new pay range, whichever is greater.
b. 
If the promotion is to a position assigned to a pay grade two (2) or more grades higher, the employee’s pay shall be increased fourteen percent (14%) or to the minimum of the new pay range, whichever is greater.
3. 
Promotions to a position assigned to Pay Band "C" or "D" will be processed in the following manner:
a. 
If the promotion is to a position assigned to a pay grade one (1) grade higher, the employee's pay shall be increased ten percent (10%) or to the minimum of the new pay range, whichever is greater.
b. 
If the promotion is to a position assigned to a pay grade two (2) or more grades higher, the employee's pay shall be increased fourteen percent (14%) or to the minimum of the new pay range, whichever is greater.
4. 
Promotions involving a position assigned within Pay Band “C” to one assigned to Pay Band “D” will be processed in the following manner:
a. 
If the promotion is to a position assigned to a pay grade one (1) grade higher, the employee's pay shall be increased ten percent (10%) or to the minimum of the new pay range, whichever is greater.
b. 
If the promotion is to a position assigned to a pay grade two (2) or more grades higher, the employee's pay shall be increased fourteen percent (14%) or to the minimum of the new pay range, whichever is greater.
B. 
A pay rate upon promotion may be established at a rate higher than that called for by Subsections (1) and (2) of this Section when recommended by the Director of Human Resources after consultation with the appointing authority for approval by the Director of Administration. This provision is only applicable when the amount of increase provided would not sufficiently compensate the employee for the additional duties and responsibilities to be assumed upon promotion.
C. 
An existing employee appointed by the County Executive (in accordance with Section 3.603 of the Charter) as an acting officer in any appointive or elective office, or temporarily transferred pursuant to Section 3.606 of the County Charter, or who receives a temporary promotional appointment (in accordance with Section 115.410 of the St. Charles County Code) may have their rate of pay raised as follows:
[Ord. No. 21-099, 12-20-2021; Ord. No. 22-088, 12-19-2022; Ord. No. 23-105, 12-18-2023]
1. 
If the temporary promotion is to a position assigned to a pay grade one (1) grade higher, for the duration of the temporary position, the employee's pay shall be at the minimum of the range for the new grade, or a ten percent (10%) increase (if in Pay Band "B," a seven percent (7%) increase), whichever is greater; or
2. 
If the temporary promotion is to a position assigned to a pay grade two (2) or more grades higher, for the duration of the temporary promotion, the employee's pay shall be at the minimum of the range for the new grade, or a fourteen percent (14%) increase, [if in Pay Band "B," a ten percent (10%) increase], whichever is greater.
An employee, whose rate of pay has been advanced in accordance with this provision, shall return to his or her former rate of pay (or the rate he or she would be earning had not the temporary assignment been made) when the acting status or temporary appointment is ended.
[Ord. No. 97-10 §6, 1-29-1997; Ord. No. 97-220 §7, 12-31-1997; Ord. No. 08-157 §2, 12-17-2008]
A. 
The rate of pay for an employee who is demoted shall be adjusted to the same relative point in the new pay range, except:
1. 
If the employee has previously occupied, within the last two (2) years, the same class of position, they will be returned to the same relative point within the range as previously occupied.
2. 
The rate of pay for employees who demote to a position in a lower pay grade in lieu of layoff resulting from a lack of funds or a lack of work or for the good of the service to the County as determined on a case-by-case situation, in consultation by the appointing authority, Director of Human Resources and the Director of Administration, may be placed within the range at a rate approved by the Director of Administration upon recommendation of the appointing authority and the Director of Human Resources.
B. 
The demoted employee may not be paid above the maximum of the range for the new position.
[Ord. No. 97-10 §7, 1-29-1997; Ord. No. 97-220 §8, 12-31-1997; Ord. No. 98-48 §3, 4-1-1998; Ord. No. 00-022 §1, 2-29-2000; Ord. No. 08-157 §2, 12-17-2008; Ord. No. 16-105 §5, 12-19-2016[1]]
A. 
Reallocation To A Different Classification. The rate of pay for an employee whose position is reallocated to a different classification, as a result of a gradual change in duties and responsibilities, shall be adjusted in accordance with the following provisions, subject to appropriation of adequate funds and adequate Full Time Equivalent [FTE] positions in the budget:
1. 
If the employee's position is reallocated after December 26, 2021, to a classification which is assigned to a higher pay grade in the Basic Pay Plan, the employee's rate of pay shall be adjusted in accordance with Section 115.600 or to the minimum of the pay range for the new classification, whichever is greater.
[Ord. No. 21-099, 12-20-2021]
2. 
If the employee's position is reallocated to a classification which is assigned to a lower pay grade by the Basic Pay Plan, the employee's rate of pay shall remain unchanged. If the employee's salary is above the maximum of the range, it shall remain unchanged, but will be subject to any provisions for future pay increases for salaries above the maximum of the range.
3. 
If the employee's position is reallocated to a classification which is assigned to the same pay grade by the Basic Pay Plan, the employee's rate of pay shall not be adjusted.
B. 
Market Increases. Where market data indicates that the rate of pay for a classification should be increased, the rate of pay for employees in such classification shall be adjusted to the new pay grade at the same relative position in range as the employee's current pay grade ratio in accordance with the market increase, subject to appropriation of adequate funds.
[1]
Editor’s Note: Section 5 of Ord. No. 16-105 also changed the title of this Section from “Rate of Pay — Reallocation To A Different Classification” to “Rate of Pay — Reallocation To A Different Classification; Market Increases.”
[Ord. No. 97-10 §8, 1-29-1997; Ord. No. 97-220 §9, 12-31-1997; Ord. No. 08-157 §2, 12-17-2008]
The rate of pay for an employee who transfers from one position to another position, which is in the same classification or in the same pay grade, shall not be changed by reason of the transfer.
[Ord. No. 97-10 §9, 1-29-1997; Ord. No. 97-220 §10, 12-31-1997; Ord. No. 98-48 §4, 4-1-1998; Ord. No. 08-157 §2, 12-17-2008; Ord. No. 09-149 §1, 12-23-2009]
A. 
If the Basic Pay Plan is amended and the pay grade for a position classification is adjusted, those employees occupying positions in the classification shall have their rate of pay adjusted in accordance with the procedures outlined in Section 115.620 except:
1. 
All pay adjustments must be within the appropriation of funds in the approved County budget.
2. 
Pay grade corrections made within eighteen (18) months of the last pay grade assignment will be made without consideration of pay adjustments outlined in Section 115.620(1) unless the placement within the new salary range is below the minimum, then salary will be adjusted to the minimum of the new pay range.
B. 
The County may develop a transitional pay plan which takes into consideration factors to both balance the budget and provide equity if the appropriation of funds in the approved County budget does not adequately allow the recommended rate of pay for all classifications to be adjusted to a different pay range.
[Ord. No. 97-10 §10, 1-29-1997; Ord. No. 97-220 §11, 12-31-1997; Ord. No. 08-157 §2, 12-17-2008]
A. 
If a former non-probationary employee who has resigned in good standing, or been laid off, from the County service is re-appointed (within twenty-four (24) months) to the same or a similar class in the same pay grade, his or her rate of pay shall be placed within the range at a rate to be recommended by the Director of Human Resources with approval of the Director of Administration.
B. 
If a former non-probationary employee who has been laid off is re-appointed to a position in the same classification and in the same department, his or her rate of pay shall be placed at the same relative point within the pay range as the former point within the pay range.
[Ord. No. 97-10 §11, 1-29-1997; Ord. No. 97-220 §12, 12-31-1997; Ord. No. 01-036 §1, 3-28-2001; Ord. No. 08-157 §2, 12-17-2008; Ord. No. 13-103 § 7, 12-19-2013; Ord. No. 19-112, 12-17-2019]
A. 
No employee's rate of pay shall be established above the maximum of the range except at the time of conversion or amendment to the Basic Pay Plan.
B. 
Whenever an employee's rate of pay exceeds the maximum of the pay range for the pay grade, the employee shall not receive further pay increases affecting their base rate of pay until their base rate of pay no longer exceeds the maximum of the pay range.
[Ord. No. 97-10 §12, 1-29-1997; Ord. No. 97-220 §15, 12-31-1997; Ord. No. 98-247 §1, 12-29-1998; Ord. No. 99-164 §1, 12-29-1999; Ord. No. 00-156 §1, 12-27-2000; Ord. No. 01-184 §1, 12-27-2001; Ord. No. 02-207 §1, 12-23-2002; Ord. No. 03-208 §1, 12-31-2003; Ord. No. 04-208 §1, 12-22-2004; Ord. No. 05-197 §1, 12-20-2005; Ord. No. 06-176 §1, 12-19-2006; Ord. No. 07-191 §1, 12-27-2007; Ord. No. 08-157 §2, 12-17-2008; Ord. No. 09-149 §1, 12-23-2009; Ord. No. 10-121 §2, 12-28-2010; Ord. No. 11-119 §3, 12-29-2011; Ord. No. 12-100 §10, 12-18-2012; Ord. No. 13-103 §8, 12-19-2013; Ord. No. 14-128 §10, 12-15-2014; Ord. No. 15-121 §3, 12-21-2015; Ord. No. 16-105 § 6, 12-19-2016; Ord. No. 17-110 § 4, 12-18-2017; Ord. No. 18-121, 12-17-2018; Ord. No. 19-112, 12-17-2019; Ord. No. 20-095, 12-21-2020; Ord. No. 21-099, 12-20-2021; Ord. No. 22-088, 12-19-2022; Ord. No. 23-105, 12-18-2023; Ord. No. 24-107, 12-16-2024; Ord. No. 25-083, 12-15-2025]
The salaries to be granted to St. Charles County Government employees effective December 21, 2025, shall be governed by conversion to the charts effective December 21, 2025, contained herein Section 115.710, Pay Grade Assignments, and Section 115.720, Pay Schedule. Pursuant to the Charter's requirements that salaries of elected officials be fixed by ordinance, such salaries shall be calculated annually as follows: the Human Resources Director shall calculate annual salary increases since the last time elected officials' salaries were increased, reflecting the average annual raise for all employees that elected officials would have received but for the prohibition against increasing such officials' salaries during their term of office. As set forth in the Charter and State law, no elected official's salary shall be increased during that elected official's term of office but rather the salary that shall be effective for each elected official at the start of a new term of office as provided in Section 115.722, OSCCMo. The rate of pay for County Government employees shall be determined in accordance with the following procedures:
A. 
Employees reclassified and/or upgraded during the budget process will have their change in rate of pay be effective December 21, 2025, and processed in accordance with Section 115.620, Rate of Pay — Reallocation to a Different Classification, and then will be converted.
B. 
Effective December 21, 2025, all classification titles are to be assigned to the pay grades as revised in Section 115.710, Pay Grade Assignments.
C. 
Effective December 21, 2025, the pay chart as adopted in Section 115.720 Pay Schedule, will be utilized in converting salaries for all County employees. All full-time, and percentage-time employees at or below the calendar year 2026 maximum of the range will receive the pay chart adjustment of three percent (3.0%) up to the maximum of their range as established by the 2026 pay schedule for the ranges as set forth in Section 115.720.
D. 
Employees appointed to a term position for a specified term of years and/or appointed under a session rate are not covered under these provisions as their salaries are set by the County Executive.
E. 
Following the calculation to provide the pay chart adjustment in accordance with Subsection (C), regular full-time and percentage-time employees will receive a merit increase of three percent (3.0%) provided they received a three (3.0) or above total score on their 2025 performance evaluation in accordance with the following procedures:
1. 
Employees who occupied their position (or similar position in the same pay grade) for the entire calendar year of 2025 will receive the merit increase effective December 21, 2025.
2. 
Employees who were appointed to an eligible position (other than by promotion or demotion) in calendar year 2025 will be eligible to receive the merit increase following twelve (12) months of service in an eligible position.
3. 
Employees who were promoted during calendar year 2025 will be eligible for the merit increase December 21, 2025, or at the end of their promotional probationary period, whichever is later.
4. 
Employees who voluntarily transferred or demoted to a position in a lower pay grade; or were returned to their former position for failing to satisfactorily complete a promotional probationary period during calendar year 2025, will be eligible for the merit increase on December 21, 2025 or at the end of their probationary period, whichever is later.
5. 
Employees who were demoted as a result of disciplinary action during calendar year 2025, will be eligible to receive the merit increase December 21, 2025, or upon completion of six (6) months of service in the position, whichever is later.
6. 
Employees with a temporary reduction in pay as a result of disciplinary action will receive the increase based on their normal base salary, and the temporary reduction in pay specified in the disciplinary action will be subtracted for the balance of the temporary reduction.
7. 
Employees with a temporary increase in pay for additional duties and responsibilities will receive the percentage increase based on the classification and pay grade of the temporary duties and responsibilities for the duration of the temporary duties. When the employee returns to his or her former position, the base pay and salary increase will be recalculated for the remainder of the year as through the temporary assignment had not occurred.
8. 
Intermittent employees are not eligible for the three percent (3.0%) merit increase, nor will time spent in an intermittent position be counted toward eligible service if appointed to a regular full-time or percentage-time position.
9. 
Employees who exceed the maximum of the revised pay range are not eligible for the merit increase.
10. 
When an employee near the maximum of the pay range may reach the maximum when only a portion of the merit raise is applied, then the employee’s merit raise is capped by the maximum of the pay range.
F. 
Commissioned Peace Officers in the Police Department, and the Prosecuting Attorney's Office, as well as Commissioned Peace Officers and Correctional Officers within the Department of Corrections, may also receive an additional pay increase when authorized by the Director of Administration following recognition under the Educational Attainment Program for each of the following: two thousand dollars ($2,000.00) for attainment of an Associate's Degree or equivalent hours, two thousand dollars ($2,000.00) for attainment of a Bachelor's Degree, and one thousand dollars ($1,000.00) for attainment of a Master's Degree. Increases are cumulative (e.g., while in County employment, employee earns a Master’s Degree. The increase in pay for that employee will be five thousand dollars ($5,000.00) ($2,000 for an Associate’s Degree + $2,000 for a Bachelor’s Degree + $1,000 for a Master’s Degree). The change from a percentage increase to a flat rate increase will not negatively impact employees as any employee earning above these amounts at the time of the revision, will remain unchanged. Such programs shall be accredited by accrediting agencies or State approval agencies recognized by the U.S. Secretary of Education. Commissioned Peace Officers in the Police Department, Sheriff's Department, Department of Corrections, and Prosecuting Attorney's office may also receive additional percentage increases for completion of degrees or certificates from accredited programs as approved by the Director of Administration following consultation with the appointing authority and the Director of Human Resources. Recognition under education attainment may exceed the maximum of the range, when necessary to receive the authorized increase. Employees in highly technical engineering or information technology fields may also receive additional monetary increases as described above for completion of degrees and monetary increases for specified certifications from accredited programs as approved by the Director of Administration following consultation with the appointing authority and the Director of Human Resources. It is the responsibility of the employee to provide their Appointing Authority documentation as authorized herein so that the Appointing Authority may process the pay enhancement. The pay increase is effective upon approval of the presented documentation.
G. 
The rank of Corporal may be awarded by the Chief of Police and Sheriff to any Police Officer, Deputy-Bailiff or Deputy-Field Services based upon a change in job duties and as limited by the County budget. Employees with such rank shall be awarded a four thousand five hundred dollar ($4,500.00) increase in pay and shall remain in their current pay grade assignment, even if such increase exceeds the maximum salary in the pay grade. The increase shall be factored into the employee’s salary after any percentage increase due to cost-of-living increase, merit increase, and reclassification. The rank of Corporal and the four thousand five hundred dollar ($4,500.00) pay increase is not subject to the protections of the merit system and may be removed at any time. Corporal pay will be removed in the event the employee leaves their Corporal status for voluntary or involuntary reasons. Employees holding the rank of Corporal at the time they are promoted shall have their promotional increase calculated using their pay as a Corporal as the base pay, not to exceed the maximum of the promotional pay range.
H. 
The Director of Administration may authorize reward and recognition program(s) for outstanding employees. The award may include additional paid time off that the recipient must use within one (1) calendar year from the date of the award, and/or other rewards of nominal value.
I. 
The Director of Administration may authorize additional percentage increases, when reclassification or promotion is not utilized to sufficiently compensate employees for extenuating circumstances that affect pay equity following consultation with the appointing authority and the Director of Human Resources.
[Ord. No. 97-10 §13, 1-29-1997; Ord. No. 97-220 §13, 12-31-1997; Ord. No. 08-157 §2, 12-17-2008]
The provisions of this Basic Pay Plan shall supersede applicable provisions of the Interim Employee Handbook.
[Ord. No. 97-10 §14, 1-29-1997; Ord. No. 97-220 §14, 12-31-1997; Ord. No. 08-157 §2, 12-17-2008]
The positions of Chief Deputy contained in the 1996 Budget Ordinance which were reclassified as assistant director positions in the 1997 Budget Ordinance shall be Merit System employees and shall be allocated appropriate classifications as listed in the County's Position and Classification Plan. Such employees shall be considered to have completed their probationary period assuming that they have been employed in their positions for a period of longer than six (6) months.
[1]
Editor's Note—Ord. no. 08-157 §2, adopted December 17, 2008, repealed section 115.700 "interim provisions" in its entirety. Former section 115.700 derived from ord. no. 97-23 §1, 2-26-1997.
[Ord. No. 23-105, 12-18-2023]
A. 
Mandatory furloughs may be ordered by the County Executive due to a projected or current lack of funds or lack of work. Lack of funds shall refer to significant revenue shortfall or reduction in funds which threaten the orderly operation of County Government. Lack of work shall refer to significant changes in workload, projected to be temporary, which have resulted in insufficient workload for certain positions. All departments, including those that do not affect the general fund, may be required to participate.
B. 
The amount of mandatory furlough days will be based on budgetary need. All employees, regardless of status, position, or level of employment, may be furloughed. The Director of Administration will analyze the workload of departments and/or divisions and will consider which department(s) to furlough first in order to achieve the savings necessary.
C. 
For percentage time employees, the furlough day will be prorated based on the percentage of time the employee is scheduled to work. [For example, if an employee is scheduled to work eighty percent (80%), then the employee would be charged eighty percent (80%) of their workday.]
D. 
The County may elect a mandatory furlough, however employees have the option to select which days they would like to use as a furlough unless a specific day or dates have been determined by the Director of Administration. If a holiday is selected as a furlough day or as part of a block, then the employee will not receive holiday pay.
E. 
If an employee has previously taken and/or elected to take voluntary furlough hours, that time will count toward the mandatory furlough time.
F. 
Unless a specific day or dates for furlough have been determined by the Director of Administration, the employee shall complete the furlough election form. Failure of the employee to complete the furlough election form by the announced deadline will authorize the County to establish the days for that employee's furlough dates.
[Ord. No. 23-105, 12-18-2023]
A. 
In the event that the County Executive determines that cost saving measures must be taken, including, but not limited to, the reduction of personnel costs, the County Executive may declare a voluntary furlough plan.
B. 
Department directors and elected officials are encouraged to promote the voluntary furlough plan described herein in order to reduce agency/departmental expenditures. Appointing authorities receiving requests from employees wishing to take voluntary furloughs shall determine which option (i.e., block of time or reduced schedule) to allow based on the operational needs of the department.
C. 
During a voluntary furlough exempt and non-exempt employees are strictly prohibited from performing any work during the furlough period, except that Department and Division directors may check their work-related e-mail and voice mail should they determine it is necessary for the proper functioning of essential governmental services.
D. 
The VFP is subject to the following requirements:
1. 
The VFP is only available when authorized by the County Executive and may only be terminated by the County Executive. VFP may be authorized for any single division or department, grouping of departments or across all County departments or may be authorized by the revenue fund. All eligible employees will be made aware of the VFP described herein. Employees taking a voluntary furlough shall do so prospectively and shall have their work schedule reduced in a manner which reflects their furlough period.
2. 
Eligibility.
a. 
The VFP is available to all full-time and percentage-time employees, irrespective of the funding sources for their positions, who request to participate, subject to approval by their appointing authority.
b. 
Intermittent employees are not eligible to enroll in this program.
3. 
Participation Scheduling.
a. 
Department directors and elected officials shall schedule participation based on the operational needs of their department, but shall not refuse an employee's requested participation without consulting the Director of Administration.
b. 
The employee and supervisor shall mutually determine the amount of time reduced and the scheduling required (i.e., the reduced workday, workweek or schedule block of time off), however a supervisor shall not suggest nor shall the supervisor require the employee take furlough for more time than the employee proposes.
c. 
Furloughs shall be scheduled to minimize disruption to the efficient operation of the department.
d. 
In that furloughs are unpaid, a furlough should not result in the need for the furloughed employee or any other employee to work overtime.
e. 
Once furlough time is agreed upon and approved, the final scheduling of specific furlough hours is at the sole discretion of the appointing authority.
f. 
A determination to grant or deny voluntary furlough status and the determination of when furlough may be scheduled or taken is not subject to the grievance procedure.
g. 
An employee cannot request more than five (5) consecutive days off at a time without prior approval, preferably thirty (30) days in advance.
h. 
Exempt employees may not request voluntary furloughs that would reduce the employee's compensation in a pay period below the FLSA threshold amount for employees of exempt status.
i. 
The employee must submit a completed furlough election form signed by their immediate supervisor and appointing authority to the Department of Human Resources for processing.
4. 
Conditions Of Participation. Upon receiving approval of the appointing authority to participate, the Department of Human Resources shall determine if each of the following conditions of participation are met:
a. 
Participating employees must be in a paid status at the time of enrollment.
b. 
Participating employees must ensure that they have adequate wages to cover their voluntary payroll deductions and their portion of contributions to benefits amounts, if applicable.
c. 
Employees electing a block of time off greater than one (1) pay period must arrange payment of the normal required employee contributions for benefit plans.
If any of the above conditions of participation are not met, the Department of Human Resources shall notify the Director of Administration and the appointing authority that the employee is not eligible.
E. 
Two (2) methods of participation in the voluntary time off option are hereby authorized:
1. 
The employee's scheduled workday or workweek is reduced on a biweekly basis.
2. 
A block of time off is scheduled as unpaid leave.
F. 
Employees on voluntary furlough shall receive the same level of County contributions for LAGERS, as well as continuation of their other employee plans. They will retain their work status for benefit purposes. Voluntary furlough hours will have no effect on the following benefits:
1. 
LAGERS.
2. 
Medical/dental/vision/life insurance eligibility and coverage.
3. 
Retirement eligibility and benefit level [unless retirement is within thirty-six (36) months].
4. 
Paid time off and extended medical leave accruals.
G. 
The Department of Finance shall develop a special time entry code to capture all voluntary furlough hours taken under this program and to facilitate continuation of health and retirement benefit accruals, leave, contributions and payments. Employer taxes and withholdings will be calculated based on actual hours worked.
H. 
Notwithstanding anything to the contrary in Section 115.705, OSCCMo., furlough hours shall not count when calculating hours worked for overtime purposes nor shall furlough hours count toward the hours required before certain retention premiums are paid.
I. 
Time off must be taken in increments of full hours per pay period. For a block of time, it must be taken in increments of full days. There is no maximum to the block of time requested.
J. 
No form of salary compensation may be taken (i.e., paid time off, extended medical leave, paid sick leave bank, compensatory time) during furlough leave. Participation in the VFP will reduce the employee's immediate take home pay.
K. 
For percentage time employees, the furlough day will be prorated based on the percentage of time the employee is scheduled to work. (For example, if an employee is scheduled to work eighty percent (80%), then the employee would be charged eighty percent (80%) of their workday.)
L. 
An employee whose participation in VFP has been approved may not reduce or cancel the agreed schedule/amount except if:
1. 
He/she transfers to another department;
2. 
He/she terminates employment with the County;
3. 
He/she demonstrates a personal hardship.
An employee may request to increase the agreed schedule/amount at any time. Any changes to the agreement will require a completed furlough election form, which must be submitted to Human Resources for processing.
[Ord. No. 98-17 §2, 1-28-1998; Ord. No. 98-246 §§1—4, 12-29-1998; Ord. No. 99-32 §1, 4-16-1999; Ord. No. 99-97 §1, 7-1-1999; Ord. No. 00-022 §1, 2-29-2000; Ord. No. 00-046 §§1—2, 5-1-2000; Ord. No. 01-083 §1, 6-27-2001; Ord. No. 01-108 §1, 8-29-2001; Ord. No. 08-157 §2, 12-17-2008; Ord. No. 09-003 §2, 1-27-2009; Ord. No. 09-149 §1, 12-23-2009; Ord. No. 12-083 §11, 11-5-2012; Ord. No. 13-083 §8, 10-28-2013; Ord. No. 13-103 §9, 12-19-2013; Ord. No. 14-103 §2, 10-27-2014; Ord. No. 16-105 § 7, 12-19-2016; Ord. No. 17-012 § 1, 1-30-2017; ; Ord. No. 20-095, 12-21-2020; Ord. No. 21-099, 12-20-2021; Ord. No. 22-088, 12-19-2022]
A. 
County employees may be authorized or directed to work hours in addition to their normal work schedule and shall receive consideration for such hours in accordance with this Section which sets forth the County's Overtime Policy.
1. 
St. Charles County will fully comply with all provisions of the Fair Labor Standards Act (FLSA).
2. 
The official workweek for FLSA purposes will normally begin at 12:01 A.M. on Sunday morning and proceed for seven (7) full continuous days until Midnight the following Saturday night. County departments may establish a different official workweek with prior authorization of the Director of Administration after consultation with the Director of Human Resources. The Police, Sheriff's and Corrections Departments, with prior approval of the Director of Administration after consultation with the Director of Human Resources, shall establish the work period for law enforcement employees assigned to the twenty-eight (28) day cycles. ("Law enforcement employees" as used herein shall mean those employees who meet the definition contained in the Fair Labor Standards Act which generally includes certified Peace Officers and correctional officers.)
3. 
When calculating hours worked for overtime purposes, all hours worked and holidays are counted for qualifying exempt and non-exempt employees, but all other paid leave hours shall not be counted.
4. 
An appointing authority may change an employee's work schedule during the workweek or work period for the good of the service.
5. 
An appointing authority may assign overtime to specific employees whenever necessary. Failure of the employee to work the overtime will be considered an act of insubordination. It is the County's policy, however, whenever reasonably possible, to give employees advance notice of the need for overtime and to distribute available overtime among those employees who normally perform the work and who voluntarily agree to work the overtime.
6. 
The FLSA establishes two (2) categories of employees: (1) exempt, and (2) non-exempt. The County has chosen to divide employees into three (3) groups—one (1) group for non-exempt and two (2) groups for exempt employees:
a. 
Non-exempt employees—Eligible for 1.5X pay or compensatory time. (Code N-1.5)
b. 
Exempt employees—Eligible for 1.0X County compensatory time. (Code E-1.0)
c. 
Exempt employees—Not eligible for any overtime compensation. (Code E-0)
7. 
Eligibility for, and the form of, overtime compensation shall be determined in accordance with the following chart. The overtime code category and exempt/non-exempt designation applicable to all employees shall be published by the Director of Human Resources with approval of the Director of Administration.
Category Of Employee
Compensation for hours in excess of schedule but less than 40 in work week or 165 and 168 in a 28-day cycle for law enforcement personnel assigned to 28-day cycles
Compensation for hours in excess of 40 in work week or FLSA max in work period or 165 and 168 in a 28-day cycle for law enforcement personnel assigned to 28-day cycles
FLSA non-exempt
Code N — 1.5
Compensated by straight time pay or FLSA compensatory time
Compensated by time and one-half pay or FLSA compensatory time
FLSA exempt
Code E — 1.0
Compensated by straight time County compensatory time
Compensated by straight time County compensatory time or with approval of Director of Administration for 1.0X pay when budgeted funds available or 1.5X pay for extenuating circumstances
FLSA exempt
Code E — 0
Not eligible for any compensation
Not eligible for any compensation
8. 
Because of FLSA regulations, non-exempt employees are not to commence work prior to the scheduled starting time, work during their meal break, nor work past the scheduled end of their shift without prior approval of their immediate supervisor. Non-exempt employees who work unauthorized overtime hours shall be counseled and if the practice continues, may become subject to disciplinary action. Law Enforcement employees who are compensated for their meal period shall be responsible for responding to work related calls during those meal periods.
9. 
Compensation in the form of pay may be used, in lieu of compensatory time, at the discretion of the appointing authority, for non-exempt employees when funds have been budgeted and are available.
10. 
County compensatory time will be the normal method of compensation for overtime Code E-1.0 employees. However, compensation in the form of pay at 1.0X may be used when authorized by the Director of Administration when funds have been budgeted and are available. Compensation in the form of additional pay at a rate of 1.5X may be approved by the Director of Administration for extenuating circumstances. The Director of Administration will take into consideration extenuating circumstances such as, but not limited to the following:
a. 
The employee is specifically assigned to perform essential and critical work by the appointing authority or designee;
b. 
The critical work is required to preserve the public safety or continue essential community services;
c. 
The critical work must be completed to conform to local ordinances, State and/or federal regulations within a specified period;
d. 
The staffing level available and/or required to complete the critical work is limited.
Under no circumstances will employees with an overtime Code of E-1.0 receive additional pay for hours that have been "self-assigned"; they must have been specifically assigned by the immediate supervisor.
11. 
Whenever an employee (not covered by the Personnel Policy Part 4 on the Work Week, Section 115.740) with an overtime Code of N-1.5 or E-1.0 is required to work on a County holiday, the following consideration will be given:
a. 
If they were regularly scheduled, in advance, to work the day, they shall receive straight time pay or compensatory time for the holiday, plus their normal pay for the day.
b. 
If they were scheduled to be off but are required to report to work, they shall receive their normal day's pay or a day's compensatory time for the holiday, plus pay or compensatory time for the hours worked. The compensation for the hours worked shall be in accordance with the provisions contained herein for compensating employees for hours worked in addition to their normal schedule.
12. 
Notwithstanding the provisions of Section 115.705(A), exempt and non-exempt employees working on projects approved by the Director of Administration and resulting from the contracts or grants from the State of Missouri, the Federal Bureau of Investigation, the Drug Enforcement Administration, the Department of Housing and Urban Development, the United States Army Corps of Engineers and other similar agencies may count hours of paid leave in calculating hours worked for overtime purposes so long as the contract from the overtime agency covers the salary expense for such overtime as is related in the project in full.
13. 
Notwithstanding the other provisions of Section 115.705(A)(3):
a. 
Part-time employees in the classifications of DJO — Aide and DJO — Detention shall receive premium (1.5X) overtime compensation in the form of pay or compensatory time when required to work hours in addition to their schedule and notice of such required overtime is given less than twenty-four (24) hours prior to the start of the overtime;
b. 
Compensation in the form of additional pay at a rate of 1.5X is authorized, but not limited to, the following extenuating circumstances:
(1) 
The Department has a policy approved by the Executive or his or her designee for N-1.5 employees to receive 1.5X premium pay for time worked as defined below, in excess of forty (40) hours in an official workweek (or one hundred sixty-five (165) hours for eight and one-quarter (8.25) hour shifts or one hundred sixty-eight (168) hours for twelve (12) hour shifts in a twenty-eight (28) day cycle) when an employee is specifically assigned to perform essential and critical work by the appointing authority or designee; and
(2) 
The critical work is required to preserve or ensure the public safety or continue essential community services; and
(3) 
The staffing level available and/or required to complete the critical work is limited or inadequate.
(4) 
Such 1.5X premium pay shall be available under a policy approved as set forth above for employees specifically assigned to perform essential and critical work in addition to time worked, County holidays as defined by ordinance, PTO and compensatory time totaling thirty-seven and five tenths (37.5) or forty (40) hours per week (as applicable to full time FTE) or totaling more than one hundred sixty-five (165) hours for eight and one-quarter (8.25) hour shifts or one hundred sixty-eight (168) hours for twelve (12) hour shifts in a twenty-eight (28) day cycle for duly authorized law enforcement personnel of the County.
c. 
Employees working pre-scheduled overtime hours as part of a twelve (12) hour shift which rotates the employee through four (4) twelve (12) hour shifts one (1) week and three (3) twelve (12) hour shifts the alternate week shall receive one and five tenths (1.5) pay for the eight (8) hours of overtime built into the preplanned schedule.
d. 
The Director of Administration may take into consideration additional extenuating circumstances justifying 1.5X pay when such funds have been budgeted and are available.
[1]
Editor's Note—Reference to "Emergency Management Agency" was changed to "Division of Emergency Management" per ord. no. 02-205, adopted 12-23-2002, set out in full at §134.060 of this code.
[Ord. No. 22-088, 12-19-2022]
A. 
The County reserves the right to use compensatory time as compensation to employees for time worked in excess of their regular schedule up to the limits set out in the FLSA.
B. 
When an employee's compensatory time balance reaches the maximum allowed under FLSA, any additional overtime worked must be compensated by pay.
C. 
Maximum accrual for compensatory time is as follows:
1. 
Maximum of eighty (80) hours of employees engaged in law enforcement, emergency response, and seasonal activities as defined by the Department of Labor.
2. 
Maximum of forty (40) hours for employees not engaged in law enforcement, emergency response, or seasonal activities as defined by the Department of Labor.
D. 
The accumulation of compensatory time balances is discouraged. The maximum accruals set forth in Subsection (C), above, cannot be exceeded without prior written approval of the Director of Administration.
E. 
Whenever an employee's compensatory balance reaches maximum accrual, the appointing authority shall not request the employee to perform additional overtime unless such overtime is in accordance with a policy authorized by the Director of Administration. In addition, the appointing authority shall encourage the employee to utilize accumulated compensatory time, may deny further overtime assignment, or may deny use of accumulated paid time off until the compensatory time balance is below maximum accrual limits.
F. 
Compensatory time may be used when requested by the employees and approved by the immediate supervisor. Supervisors shall not refuse approval unless there is a showing that there will be undue disruption of operations as a result of the absence of the employee.
G. 
Compensatory time which has been earned but has not been used will be paid to the employees whenever an employee is working in a position not eligible for compensatory time or at time of separation from County employment.
H. 
The County Director of Finance, with the approval of the Director of Administration, will establish a schedule for the pay out of all employees' compensatory time balances, regardless of the amount accrued by the employee. An appointing authority may opt out of this payout, for good cause, if approved by the Director of Administration.
I. 
If an employee gives Human Resources at least eight (8) weeks' written notice of the employee's planned date of retirement, that employee may elect to receive a payout of some or all earned but not yet used compensatory time accumulated as of the date of notice in equal or near equal amounts as determined by the Department of Finance over the employee's last four (4) pay periods. Such notices and election shall be on a form provided by the Department of Human Resources or the Department of Finance. Such election shall be final and may not be modified. However, once such an election has been made, any utilization of compensatory time that was to be paid out to the employee will be proportionally reduced from the remaining payout amount over the employee's remaining pay periods.
[Ord. No. 22-088, 12-19-2022]
A. 
The public safety departments or divisions of the County, including the Police Department, the Sheriff's Department, the Corrections Department, Division of Emergency Management, the Department of Dispatch and Alarm, the Division of Humane Services in the Department of Public Health and any other public safety position in County Government may establish on-call procedures as set out in Subparagraph (A)(1)(a) below.
[Ord. No. 23-105, 12-18-2023]
1. 
On-call procedures may be of two (2) types:
a. 
General notice that during extreme weather circumstances or its aftermath or given the nature of their responsibilities and the need to respond to an emergency situation, specific employees or groups of employees are expected to make themselves available for call back as a general condition of employment. In these situations, the employees affected shall be notified of their responsibilities. No on-call compensation shall be granted for this type of assignment, although those called in to work or required to work from home shall be compensated as authorized in Subsection (C), below.
b. 
On call procedures for specific on-call schedules setting forth a particular non-exempt employee or an exempt employee with an overtime Code of E-1, or a group of such employees, as being in a state of readiness to report to work should they be needed, shall be established in writing, and approved in advance by the Director of Administration. When such on-call plans have been duly approved, law enforcement employees and Emergency Communications positions approved as set out in this Section, designated as being on-call shall receive compensation in the form of one thousand two hundred dollars ($1,200.00) annually, payable in equal installments on one (1) paycheck per month.
2. 
The on-call procedures submitted and approved as set forth in Subsection (A)(1), above, prior to implementation shall establish the conditions which those designated as being on-call must satisfy. Failure of an on-call employee to satisfy those conditions will result in the employee forfeiting any on-call pay for that pay period and may result in disciplinary action being taken.
B. 
All other departments or divisions of County Government may establish on-call procedures as set out in Subsection (B)(1)(a) or (b) below.
1. 
On-call procedures may be of two (2) types:
a. 
General notice that during extreme circumstances or given the nature of their responsibilities, specific employees or groups of employees are expected to make themselves available for call back as a general condition of employment. In these situations, the employees affected shall be notified of their responsibilities. No on-call compensation shall be granted for this type of assignment, although those called in to work or required to work from home shall be compensated as authorized in Subsection (C), below.
b. 
Specific on-call schedules setting forth a particular non-exempt employee or an exempt employee with an overtime Code of E-1, or a group of such employees, as being in a state of readiness to report back to work should they be needed. When such on-call procedures have been established in writing and approved in advance by the Director of Administration, the employee designated as being on-call shall receive compensation in an amount equal to .030 times their hourly rate of pay times the number of on-call hours. In determining the number of hours of on-call compensation, the employee's normal schedule plus any meal period is not to be counted. Travel time will not be compensated.
2. 
The on-call procedures submitted and approved prior to implementation shall establish the conditions which those designated as being on-call must satisfy. Failure of an on-call employee to satisfy those conditions will result in the employee forfeiting any on-call pay for that workweek and may result in disciplinary action being taken.
C. 
Whenever a non-exempt employee or an exempt employee with an overtime Code of E-1, whether in a designated on-call status or not, is authorized and directed to report back to work, the employee shall be compensated to perform the work that is assigned. The actual time shall be rounded to the nearest quarter hour. No travel time will be paid, unless authorized by the Director of Administration. Compensation may be in the form of compensatory time or additional pay.
D. 
Non-exempt employees and exempt employees with an overtime Code of E-1 who, whether designated as on-call or not, are contacted while off duty and who respond to the situation and perform work on behalf of the County without actually reporting back to the work site shall maintain a log of such activity and shall be credited for hours worked with the total of such hours each workweek being added and then rounded to the closest one-fourth (1/4) hour.
[Ord. No. 22-088, 12-19-2022; Ord. No. 23-105, 12-18-2023]
American Rescue Plan Act (ARPA) Premium Pay Provision. Essential detention personnel of the Department of Corrections in non-exempt positions of Correctional Officer, Correctional Peace Officer, Suicide Prevention Officer, Corporal, and Sergeant shall be eligible for additional compensation of beyond their 1.5X overtime compensation rate, payable from ARPA funds, for an additional ten dollars ($10.00) per hour for each hour of overtime worked. Other law enforcement departments may be approved for ARPA premium pay in extraordinary circumstances. This additional pay shall be subject to all current and future requirements, rules and regulations applicable to use of the ARPA funds. No employee eligible to receive ARPA funds appropriated for the premium pay program provided for herein shall receive payments from ARPA funds totaling more than twenty-five thousand dollars ($25,000.00) as specified in the Federal Act. This provision expires on December 31, 2023.
[Ord. No. 97-10 App. 1, 1-29-1997; Ord. No. 97-126 §7, 8-27-1997; Ord. No. 97-220, 12-31-1997; Ord. No. 98-28 §§1—2, 2-25-1998; Ord. No. 98-103 §1, 5-27-1998; Ord. No. 98-170 §1, 8-25-1998; Ord. No. 98-247 §2, 12-29-1998; Ord. No. 99-48 §2, 4-28-1999; Ord. No. 99-65 §2, 5-26-1999; Ord. No. 99-95 §2, 7-1-1999; Ord. No. 99-100 §10, 7-12-1999; Ord. No. 99-121 §4, 9-1-1999; Ord. No. 99-131 §3, 9-28-1999; Ord. No. 99-164 §2, 12-29-1999; Ord. No. 00-062 §§4—5, 5-31-2000; Ord. No. 00-071 §§1—2, 6-28-2000; Ord. No. 00-156 §2, 12-27-2000; Ord. No. 01-184 §2, 12-27-2001; Ord. No. 02-010 §1, 1-30-2002; Ord. No. 02-037 §1, 3-28-2002; Ord. No. 02-083 §§1—2, 6-11-2002; Ord. No. 02-115 §2, 7-31-2002; Ord. No. 02-133 §3, 8-28-2002; Ord. No. 02-134 §§3—4, 8-28-2002; Ord. No. 02-144 §2, 9-25-2002; Ord. No. 02-207 §2, 12-23-2002; Ord. No. 03-008 §4, 1-29-2003; Ord. No. 03-033 §1, 3-25-2003; Ord. No. 03-063 §1, 5-28-2003; Ord. No. 03-106 §2, 7-30-2003; Ord. No. 03-107 §2, 8-15-2003; Ord. No. 03-195, 12-31-2003; Ord. No. 03-208 §2, 12-31-2003; Ord. No. 04-105 §§1—2, 7-13-2004; Ord. No. 04-139 §§1—2, 9-14-2004; Ord. No. 04-208 §2, 12-22-2004; Ord. No. 05-014 §1, 2-1-2005; Ord. No. 05-049 §2, 4-27-2005; Ord. No. 05-050 §1, 4-27-2005; Ord. No. 05-063 §2, 6-1-2005; Ord. No. 05-197 §2, 12-20-2005; Ord. No. 06-026 §1, 3-2-2006; Ord. No. 06-042 §4, 3-28-2006; Ord. No. 06-068 §§1—2, 5-31-2006; Ord. No. 06-155 §3, 11-1-2006; Ord. No. 06-176 §2, 12-19-2006; Ord. No. 07-018 §§1—2, 1-30-2007; Ord. No. 07-046 §4, 3-27-2007; Ord. No. 07-068 §6, 5-1-2007; Ord. No. 07-094 §5, 6-25-2007; Ord. No. 07-191 §2, 12-27-2007; Ord. No. 08-014 §2, 2-26-2008; Ord. No. 08-157 §2, 12-17-2008; Ord. No. 09-149 §1, 12-23-2009; Ord. No. 10-086 §2, 10-1-2010; Ord. No. 10-121 §3, 12-28-2010; Ord. No. 11-052 §13, 7-1-2011; Ord. No. 11-119 §4, 12-29-2011; Ord. No. 12-023 §16, 3-27-2012; Ord. No. 12-100 §11, 12-18-2012; Ord. No. 13-033 §§1—2, 5-29-2013; Ord. No. 13-056 §17, 7-9-2013; Ord. No. 13-063 §5, 8-26-2013; Ord. No. 13-083 §7, 10-28-2013; Ord. No. 13-103 §10, 12-19-2013; Ord. No. 14-017 §19, 2-24-2014; Ord. No. 14-068 §1, 6-30-2014; Ord. No. 14-087 §1, 8-25-2014; Ord. No. 14-128 §11, 12-15-2014; Ord. No. 15-024 §5,3-30-2015; Ord. No. 15-031 §1, 3-30-0215; Ord. No. 15-060 §2, 6-29-2015; Ord. No. 15-082 §2, 9-8-2015; Ord. No. 15-121 §4, 12-21-2015; Ord. No. 16-025 §1, 3-28-2016; Ord. No. 16-054 §10, 7-25-2016; Ord. No. 16-062 §1, 8-8-2016; Ord. No. 16-105 § 6, 12-19-2016; Ord. No. 17-018 § 1, 2-13-2017; Ord. No. 17-086 § 1, 9-29-2017; Ord. No. 17-098 § 3, 11-13-2017; Ord. No. 17-110 § 5, 12-18-2017; Ord. No. 18-002 § 1, 1-8-2018; Ord. No. 18-019, 3-26-2018; Ord. No. 18-025, 3-26-2018; Ord. No. 18-076, 8-27-2018; Ord. No. 18-096, 10-9-2018; Ord. No. 18-121, 12-17-2018; Ord. No. 19-045, 6-10-2019; Ord. No. 19-112, 12-17-2019; Ord. No. 20-042, 5-11-2020; Ord. No. 20-095, 12-21-2020; Ord. No. 21-010, 2-8-2021; Ord. No. 21-092, 11-29-2021; Ord. No. 21-099, 12-20-2021; Ord. No. 22-071, 10-31-2022; Ord. No. 22-088, 12-19-2022; Ord. No. 23-055, 5-30-2023; Ord. No. 23-060, 6-26-2023; Ord. No. 23-067, 7-31-2023; Ord. No. 23-105, 12-18-2023; Ord. No. 24-042, 4-29-2024; Ord. No. 24-042, 4-29-2024; Ord. No. 24-080, 9-30-2024; Ord. No. 24-107, 12-16-2024; Ord. No. 25-014, 3-31-2025; Ord. No. 25-019, 4-15-2025; Ord. No. 25-044, 8-11-2025; Ord. No. 25-053, 9-8-2025; Ord. No. 25-066, 10-14-2025; Ord. No. 25-083, 12-15-2025]
Class Code
Class Title
Pay Grade
2383
911 GIS Coordinator
C6
6307
Absentee Voting Coordinator
C1
1052
Account Clerk I
B3
1053
Account Clerk II
C1
1055
Account Clerk III
C2
1056
Account Clerk IV
C5
1061
Administrative Assistant — Associate
C1
1062
Administrative Assistant — Intermediate
C3
1063
Administrative Assistant — Senior
C5
4588
Administrative Support Specialist
C2
3901
Animal Care Attendant
B1
3922
Animal Control Officer
C2
3906
Animal Trainer and Behaviorist
B2
2120
Applications Analyst I
C9
2121
Applications Analyst II
D1
2125
Applications Engineer
D1
2524
Appraisal Manager
C9
2515
Assessment Data Specialist
C7
2559
Assessment GIS Manager
C9
2549
Assessment GIS Mapping I
C3
2550
Assessment GIS Mapping II
C4
2551
Assessment GIS Mapping III
C5
2516
Assessment Process Specialist
C2
2578
Assessment Services Clerk
B3
2576
Assessment Services Coordinator
C2
2577
Assessment Services Representative
C1
2047
Assistant Assessor — Real Estate
D1
2082
Assistant Auditor
D1
2044
Assistant County Collector
D1
2268
Assistant County Counselor
D1
2041
Assistant County Engineer
D3
1087
Assistant Court Clerk
C1
2097
Assistant Director — Custody and Security
D3
2386
Assistant Director — Division of Emergency Management
D1
2042
Assistant Director — Elections — Voter Management
C7
2043
Assistant Director — Elections — Voting Operations
C7
9120
Assistant Director — Emergency Communications
D3
2099
Assistant Director — Facilities Management
D4
2095
Assistant Director — Finance
D4
2094
Assistant Director — Human Resources
D4
2107
Assistant Director — Information Systems
D5
2098
Assistant Director — Operations and Support Services
D3
2100
Assistant Director — Parks and Recreation
D2
2089
Assistant Director — Public Health
D3
8190
Assistant Director — Workforce and Business Development
C9
6015
Assistant District Supervisor
C7
2179
Assistant Facility Manager
C3
2032
Assistant Managing Director of Communications
D1
1089
Assistant Municipal Court Administrator
C7
2106
Assistant Project Manager
C9
2251
Assistant Prosecuting Attorney I
C8
2254
Assistant Prosecuting Attorney II
D1
2258
Assistant Prosecuting Attorney III
D3
2261
Assistant Prosecuting Attorney IV
D5
2566
Assistant Real Estate Research Coordinator
C3
2045
Assistant Recorder of Deeds
C9
2172
Assistant Superintendent of Parks
C7
4143
Assistant Supervisor — Food Services
C1
2266
Associate County Counselor
D5
2243
Benefits Coordinator
C4
4102
Booking Officer
C6
6016
Bridge Foreman
C6
3102
Building Inspector I
C4
3105
Building Inspector II
C6
2112
Business Analyst I
C7
2115
Business Analyst II
C9
2104
Business Applications Manager
D3
4915
CALEA Manager
D1
8150
Career Counselor
C3
5000
Carpenter I
C1
5001
Carpenter II
C3
5002
Carpenter III
C6
4123
Certified Peer Recovery Specialist
C1
3928
Chief Animal Control Officer
C6
5028
Chief Death Investigator
C8
2356
Chief Inspector
C8
2287
Chief Investigator
C8
6057
Chief Mechanic
C6
2328
Chief Plan Review Engineer
D1
2295
Child Support Legal Assistant
C3
4230
Civil Process Clerk
B3
4126
Classification and Inmate Specialist
C9
1071
Clerical Supervisor
C3
1072
Clerical Supervisor — Senior
C4
3203
Code Enforcement Inspector
C4
2519
Commercial Appraisal Analyst
C6
2370
Communication Systems Manager
D3
2373
Communications and Warning Officer
C7
2389
Communications Manager
C9
2413
Communications Services Representative
B1
2339
Community Services Grant Manager
C9
2341
Community Services Representative
B3
4580
Computer Forensics Investigator
C6
2224
Computer Services Technician
C1
2151
Construction and Restoration Specialist
C7
2351
Construction Inspector I
C4
2352
Construction Inspector II
C6
1075
Coordinator — Collections
C4
2548
Coordinator — Personal Property Assessment
C3
2342
Coordinator — Recycling Center
C3
4209
Corporal — Court Services
C6
4106
Corporal — Corrections
C7
4208
Corporal — Field Services
C7
4101
Correctional Officer (12 hours)
C5
4115
Correctional Officer (8 hours)
C5
4105
Correctional Peace Officer
C6
4120
Corrections Caseworker
C5
2332
County Planner I
C4
2334
County Planner II
C6
2336
County Planner III
C7
2027
County Registrar
C4
4202
Court Security Officer
B3
4572
Crime Scene Investigator I
C4
4568
Crime Scene Investigator II
C5
4577
Criminalistics Laboratory Director
D2
5015
Custodial Supervisor
C2
5103
Custodian
B1
5101
Custodian — Corrections
B2
2118
Data Analytics Manager
D2
2119
Data Engineer
D1
4610
Death Investigator
C6
4203
Deputy — Court Services
C6
4204
Deputy — Field Services (8 hours)
C7
4207
Deputy — Field Services (12 hours)
C7
2029
Deputy County Counselor
D7
2083
Deputy Public Administrator
C1
2084
Deputy Public Administrator — Case Management
C4
4312
Detective
C8
1961
Digital Evidence Manager
C6
2220
Digital Media Specialist
C6
4911
Dispatch Operations Manager
D2
6018
District Supervisor
C9
3930
Division Assistant Director — Humane Services
C9
2048
Division Director — Building and Code Enforcement
D3
2329
Division Director — Development Review
D3
2090
Division Director — Environmental Health and Protection
D2
2088
Division Director — Humane Services
D2
4600
Division Director — Medical Examiner
D4
2019
Division Director — Planning
D3
2385
Election Assistant
C3
4901
Emergency Dispatch Call Taker
C4
4904
Emergency Dispatch Supervisor I
C7
4905
Emergency Dispatch Supervisor II
C8
4902
Emergency Dispatcher I
C5
4903
Emergency Dispatcher II
C6
2374
Emergency Management Officer
C3
2375
Emergency Management Planner
C8
4589
Emergency Management Specialist
C2
3011
Environmental Compliance Inspector
C7
3018
Environmental Public Health Plan Reviewer
C6
3013
Environmental Public Health Specialist
C6
3014
Environmental Public Health Supervisor
C9
3019
Environmental Records Coordinator
C2
3020
Environmental Services Clerk
B1
2935
Epidemiologist
D1
6053
Equipment Mechanic I
C4
6054
Equipment Mechanic II
C5
2347
Erosion Control Inspector
C6
4582
Evidence Clerk
B1
4571
Evidence Manager
C5
4570
Evidence Technician
B3
5012
Facilities Management Assistant
C3
5013
Facilities Management Coordinator
C1
2180
Facility Manager
C6
2512
Field Appraiser
C2
2535
Field Auditor/Investigator
C6
2200
Financial Analyst
C9
1097
Financial Program Administrator
C8
2218
Financial Reporting Manager
D1
1060
Financial Services Administrator
C4
8249
Financial System Administrator
D2
2202
Fiscal Manager
C8
4502
Fleet Coordinator
C4
4141
Food Service Worker
B1
4575
Forensic Scientist I
C4
4576
Forensic Scientist II
C6
6042
Forensic Scientist III
C7
5003
General Maintenance Technician I
C2
6203
General Maintenance Technician II
C4
5004
General Maintenance Technician III
C5
5006
General Maintenance Technician IV
C6
2557
GIS Analyst
C7
2575
GIS Specialist
C9
2555
GIS Technician I
C3
2556
GIS Technician II
C4
2563
GIS Technician III
C5
1044
Government Services Representative
C1
2201
Grant Administrator
C9
1059
Grant Specialist
C8
2412
Graphic Design Specialist
C5
6405
Grounds Maintenance I
B1
6407
Grounds Maintenance II
C1
5020
Grounds Supervisor
C2
4136
Health Services Coordinator
C9
6006
Heavy Equipment Operator
C4
2364
Highway Construction Engineer
D1
2366
Highway Construction Manager
D3
2062
Highway Operations Manager
C9
2331
Highway Project Manager
D3
2330
Highway Projects Engineer
D1
2362
Highway Services Representative
B1
2061
Highway Superintendent
D3
2365
Highway Traffic Engineer
D1
2190
Horticulture Supervisor
C6
2241
Human Resources Coordinator
C2
2244
Human Resources Generalist
C6
2245
Human Resources Generalist — Senior
C9
2246
Human Resources Investigator
D1
2242
Human Resources Training Coordinator
C6
3912
Humane Services Clerk
B1
3911
Humane Services Representative
B3
5009
HVAC Technician I
C2
5010
HVAC Technician II
C5
5007
HVAC Technician III
C7
2238
Information Systems Coordinator
C4
2239
Information Systems Financial Specialist
C7
2096
Inspection Manager
C9
4311
Intelligence Analyst
C6
2110
Investigation Manager
D1
2285
Investigator
C7
4231
Jury Services Coordinator
C1
3903
Kennel Supervisor
C3
2091
Land Use Manager
C9
2518
Lead Agricultural Appraisal
C6
5104
Lead Custodian
B2
5108
Lead Custodian — Corrections
B3
4581
Lead Forensic Scientist
C9
2558
Lead Assessment GIS Mapping
C7
2195
Lead Interpreter
C3
6007
Leadperson/Operator
C6
2265
Legal Clerk
B3
1082
Legal Secretary I
C2
1083
Legal Secretary II
C4
4133
Licensed Practical Nurse
C5
4408
Lieutenant — Corrections
D1
4220
Lieutenant — Sheriff
D1
2283
Litigation Assistant
C6
4569
Logistics Support Specialist
C3
2392
Mail Services Specialist
B1
2396
Mail/Print Services Manager
C7
5014
Maintenance Manager
D1
6300
Maintenance Specialist
C3
2205
Management Analyst
D1
2150
Manager of Business Operations
C8
4320
Manager of Cyber Intelligence
D3
2388
Media and Community Relations Coordinator
C7
4620
Medical Examiner Assistant
C1
4621
Medical Examiner Representative
B3
3952
Mosquito Control Program Coordinator
C4
1085
Municipal Court Administrator
D3
1088
Municipal Court Clerk
C3
2275
Municipal Prosecution Paralegal
C6
2183
Natural Resources Specialist
C2
2185
Natural Resources Supervisor
C6
2234
Network Engineer
C7
2904
Nursing Program Assistant
C1
2914
Nutritionist
C5
2562
Occupancy/Market Research Technician
C2
1065
Office Manager
C8
2005
Office Program Coordinator
C6
2109
Operations Manager
D3
3902
Outreach Coordinator
B3
2281
Paralegal
C4
2169
Park Maintenance Worker I
B1
2170
Park Maintenance Worker II
C1
2157
Park Planner
C7
2156
Park Project Manager
D2
2162
Park Ranger — Non-Commissioned
C4
2164
Park Ranger Supervisor
C6
2177
Park Recreation Specialist
C5
2163
Park Services Manager
C5
2175
Park Supervisor
C5
2168
Parks Construction Technician
C3
2176
Parks Curator
C7
2159
Parks Historian
C7
2153
Parks Marketing Coordinator
C6
2152
Parks Program Coordinator
C5
1095
Payroll Administrator
C7
1093
Payroll Coordinator
C5
3204
Permit Specialist
C2
3206
Permit Technician I
B3
3205
Permit Technician II
C1
2545
Personal Property Administrator
C4
2539
Personal Property Manager
C9
2322
Plan Review Engineer I
C6
2324
Plan Review Engineer II
C7
2326
Plan Review Engineer III
C9
2340
Planning and Development Representative
C1
2319
Plans Examiner I
C6
2320
Plans Examiner II
C7
2321
Plans Examiner III
C9
4329
Police Captain
D4
4310
Police Corporal (12 Hours)
C8
4309
Police Corporal (8 Hours)
C8
4319
Police Lieutenant (12 Hours)
D3
4308
Police Lieutenant (8 Hours)
D3
4573
Police Officer — Crime Scene Investigator
C8
4300
Police Recruit
C3
4302
Police Officer (12 Hours)
C8
4307
Police Officer (8 Hours)
C8
4587
Police Records Clerk
B3
4586
Police Records Coordinator
C2
4585
Police Registry Services Representative
C1
4304
Police Sergeant (12 Hours)
D2
4317
Police Sergeant (8 Hours)
D2
4131
PREA and Training Administrator
C9
4127
Pre-Trial Bond Coordinator
C1
2393
Printer
C2
2111
Program Analyst
C8
8125
Program Coordinator
C8
2108
Project Manager
D2
2298
Prosecution Services Clerk
B3
2911
Public Health Educator
C6
2802
Public Health Nurse I
C5
2803
Public Health Nurse II
C7
2805
Public Health Nursing Supervisor
C9
2006
Public Health Program Coordinator
C4
2387
Public Information Officer
C6
1091
Purchasing Coordinator
C4
1094
Purchasing Manager
C9
2568
Real Estate Research Coordinator
C7
2601
Records GIS Clerk
C1
1037
Records Services Clerk
B3
1036
Records Services Representative
C1
2181
Recreation Superintendent
C9
4128
Re-Entry Coordinator
C5
2945
Regional Response Planner
C9
4134
Registered Nurse — Corrections
C9
2514
Review Appraiser
C3
2363
Right-of-Way Specialist
C8
2213
Risk Manager
D3
2178
Security Analyst
D1
2209
Senior Staff Auditor
C8
2338
Senior Planner
C8
4107
Sergeant — Corrections
C8
4215
Sergeant — Sheriff
C9
2538
Special Assessments Manager
C8
2208
Staff Auditor
C7
6002
Street Maintenance Worker I
C2
6003
Street Maintenance Worker II
C4
6008
Street Maintenance Worker III
C5
4124
Substance Abuse Program Manager
C4
4122
Suicide Prevention and Compliance Administrator
C9
2154
Superintendent of Parks
D1
4147
Supervisor — Food Services
C5
5008
Supervisor — General Maintenance
C8
5018
Supervisor — HVAC
D2
2522
Supervisor — Residential Appraisal
C7
2038
Swing Court Reporter
C6
2228
System Architect
D3
2231
System Engineer I
C9
2232
System Engineer II
D1
2103
System Engineering Manager
D5
2225
System Technician I
C3
2226
System Technician II
C5
2227
System Technician III
C8
2114
Systems Analyst I
C9
2113
Systems Analyst II
D1
2117
Systems Analyst III
D2
2105
Technical Services Manager
D3
2361
Title Processor
C2
2248
Total Compensation Manager
D2
2300
Traffic Signal Technician I
C4
2301
Traffic Signal Technician II
C5
6046
Traffic Systems Supervisor
C9
4908
Training/Quality Assurance Officer
C8
6004
Truck Driver/Laborer I
C1
6005
Truck Driver/Laborer II
C3
2570
Validation Specialist
C3
3910
Veterinary Technician
B3
2293
Victim Advocate Coordinator
C6
2411
Video Production Assistant
C5
2408
Video Production Coordinator
C6
2410
Video Production Manager
C8
2951
Vital Records Coordinator
C2
6306
Voter Registration Clerk
B3
6308
Voting Systems Supervisor — Partisan
C6
4100
Warrant Clerk
B1
4132
Warrant Coordinator
C2
4103
Warrant Supervisor
C3
3107
Wastewater System Inspector
C5
2915
WIC/Nutrition Manager
C7
2367
Wireless Communications/Network Spec I
C3
2368
Wireless Communications/Network Spec II
C5
2369
Wireless Communications/Network Spec III
C9
8185
Workforce Program Manager
C9
2390
Writer - Public Relations Specialist
C5
Classifications in Family Court and Juvenile (Exempt from Merit System)
7002
Assistant Superintendent — Juvenile Justice Center
C7
7019
Casa Coordinator
C6
7011
DJO — Court Services
C5
7014
DJO — Court Services — Senior (7.5 Hours)
C6
7012
DJO — Court Services — Senior (8 Hours)
C6
7013
DJO — Detention
C3
7022
Family Court Coordinator
C5
7003
Family Court Legal Counsel I
D1
7024
Family Court Legal Counsel II
D3
7023
Family Court Services Clerk
B3
7001
Juvenile Officer/Family Court Administrator
D2
7021
Mental Health Clinician
D1
7006
Superintendent — Juvenile Justice Center
D1
7004
Supervisor — Child Welfare
C9
7005
Supervisor — Court Services
C9
7007
Supervisor — Intake
C9
7008
Teacher
C3
7009
Youth Specialist
C1
County Classifications Exempt From the Merit System
2011
Airport Manager
C9
2040
Assistant Director of Administration
D7
4910
Chief of Police
D7
2037
Circuit Clerk
D2
2036
County Auditor
D4
2026
County Counselor
D8
2023
County Engineer
D6
2035
County Public Administrator
D1
2030
Director — Administration
D8
2080
Director — Community Development
D6
2024
Director — Corrections
D6
9115
Director — Emergency Communications
D7
2013
Director — Facilities Management
D6
2020
Director — Finance*
D7
2016
Director — Human Resources*
D7
2017
Director — Information Systems
D8
2025
Director — Parks and Recreation
D6
2022
Director — Public Health
D6
8195
Director — Workforce and Business Development
D4
2079
Director Division Emergency Management
D2
900
Election Judge
NA
2210
Executive Assistant
C4
2212
Executive Assistant — Council at Large
C6
2211
Executive Assistant — County Executive
C7
8245
FA — Advertising and Booking Manager
D1
8216
FA — Arena Assistant
B3
8219
FA — Box Office Manager
C4
8236
FA — Concession/Warehouse Manager
C5
8226
FA — Event Services and Production Manager
C6
8231
FA — Executive Chef
D1
8250
FA — Finance Manager
D1
8214
FA — Food and Beverage Executive Chef Assistant
C3
8234
FA — Food and Beverage Manager
C7
8220
FA — General Maintenance Technician
C2
8222
FA — Guest Services Manager
C9
8221
FA — HVAC Specialist
C6
8200
FA — Intermittent Arena Attendant
101 (FA)
8205
FA — Maintenance and Conversion Technician
C5
8267
FA — Managing Director of Family Arena
D4
8215
FA — Operations Manager
D1
8201
FA — Union Employee
101 (FA)
2259
First Assistant Prosecuting Attorney
D6
500
Intermittent Professional I
106
501
Intermittent Professional II
107
200
Intermittent Skilled Support
103
310
Intermittent Specialist
105
100
Intermittent Support
102
300
Intermittent Technical
104
2031
Managing Director — Communications
D5
2021
Managing Director of Roads and Traffic
D4
2034
Municipal Judge
NA
2189
NEC — Assistant Facility Manager
C3
2199
NEC — Business Operations Strategist
C9
2191
NEC — Catering Coordinator
C1
2196
NEC — Event Assistant
B3
2186
NEC — Event Coordinator
C5
2182
NEC — Facility Manager
C6
2187
NEC — Food Service Manager
C1
2184
NEC — Food Services and Event Specialist
C5
2174
NEC — Maintenance Supervisor
C5
2194
NEC — Maintenance Technician
C1
2197
NEC — Park Maintenance Worker II
C1
2193
NEC — Venue Attendant I
B1
2192
NEC — Venue Attendant II
C1
9125
System Engineer and Architecture Professional
D5
2290
Victim Advocate
C2
2291
Victim Assistance Counselor
C5
*
Removal governed by the Merit System pursuant to Sections 130.020 and 130.040 OSCCMo.
[Ord. No. 24-107, 12-16-2024; Ord. No. 25-083, 12-15-2025[1]]
A. 
The pay schedule for permanent employees for the calendar year 2026 is as follows:
Grade
Minimum
Midpoint
Maximum
Pay Band B = Pay Grades
B1 through B3
B1
Annual
Bi-weekly
Hourly
$34,638.71
$1,332.26
$16.65
$41,808.94
$1,608.04
$20.10
$48,979.18
$1,883.81
$23.55
B2
Annual
Bi-weekly
Hourly
$36,370.64
$1,398.87
$17.49
$43,899.39
$1,688.44
$21.11
$51,428.13
$1,978.01
$24.73
B3
Annual
Bi-weekly
Hourly
$38,189.18
$1,468.81
$18.36
$46,094.36
$1,772.86
$22.16
$53,999.54
$2,076.91
$25.96
Pay Band C = Pay Grades
C1 through C9
C1
Annual
Bi-weekly
Hourly
$39,888.91
$1,534.19
$19.18
$49,551.44
$1,905.82
$23.82
$59,213.97
$2,277.46
$28.41
C2
Annual
Bi-weekly
Hourly
$42,880.57
$1,649.25
$20.62
$53,267.79
$2,048.76
$25.61
$63,655.01
$2,448.27
$30.60
C3
Annual
Bi-weekly
Hourly
$46,096.62
$1,772.95
$22.16
$57,262.88
$2,202.42
$27.53
$68,429.14
$2,631.89
$32.90
C4
Annual
Bi-weekly
Hourly
$49,553.86
$1,905.92
$23.82
$61,557.59
$2,367.60
$29.59
$73,561.32
$2,829.28
$35.37
C5
Annual
Bi-weekly
Hourly
$53,270.40
$2,048.86
$25.61
$66,174.41
$2,545.17
$31.81
$79,078.42
$3,041.48
$38.02
C6
Annual
Bi-weekly
Hourly
$57,265.68
$2,202.53
$27.53
$71,137.49
$2,736.06
$34.20
$85,009.31
$3,269.59
$40.87
C7
Annual
Bi-weekly
Hourly
$61,560.61
$2,367.72
$29.60
$76,472.81
$2,941.26
$36.77
$91,385.00
$3,514.81
$43.94
C8
Annual
Bi-weekly
Hourly
$66,177.65
$2,545.29
$31.82
$82,208.27
$3,161.86
$39.52
$98,238.88
$3,778.42
$47.23
C9
Annual
Bi-weekly
Hourly
$71,140.98
$2,736.19
$34.20
$88,373.89
$3,399.00
$42.49
$105,606.79
$4,061.80
$50.77
Pay Band D = Pay Grades
D1 through D8
D1
Annual
Bi-weekly
Hourly
$75,533.16
$2,905.12
$36.31
$97,211.28
$3,738.90
$46.74
$118,889.39
$4,572.67
$57.16
D2
Annual
Bi-weekly
Hourly
$83,086.48
$3,195.63
$39.95
$106,932.40
$4,112.78
$51.41
$130,778.33
$5,029.94
$62.87
D3
Annual
Bi-weekly
Hourly
$91,395.12
$3,515.20
$43.94
$117,625.64
$4,524.06
$56.55
$143,856.16
$5,532.93
$69.16
D4
Annual
Bi-weekly
Hourly
$100,534.64
$3,866.72
$48.33
$129,388.21
$4,976.47
$62.21
$158,241.78
$6,086.22
$76.08
D5
Annual
Bi-weekly
Hourly
$110,588.10
$4,253.39
$53.17
$142,327.03
$5,474.12
$68.43
$174,065.96
$6,694.84
$83.69
D6
Annual
Bi-weekly
Hourly
$121,646.91
$4,678.73
$58.48
$156,559.73
$6,021.53
$75.27
$191,472.55
$7,364.33
$92.05
D7
Annual
Bi-weekly
Hourly
$136,244.54
$5,240.17
$65.50
$175,346.90
$6,744.11
$84.30
$214,449.26
$8,248.05
$103.10
D8
Annual
Bi-weekly
Hourly
$152,593.89
$5,869.00
$73.36
$196,388.53
$7,553.40
$94.42
$240,183.17
$9,237.81
$115.47
B. 
The pay schedule for all intermittent employees for the calendar year 2026 is as follows:
Pay Grade
Minimum
(per hour)
Midpoint (per hour)
Maximum
(per hour)
Title
101
$15.00
$40.49
$90.45
Union/Election Judge
102
$15.50
$17.35
$19.20
Intermittent Support
103
$16.50
$18.49
$20.49
Intermittent Skilled Support
104
$17.76
$20.85
$23.94
Intermittent Technical
105
$19.33
$23.16
$26.98
Intermittent Specialist
106
$26.55
$32.00
$37.45
Intermittent Professional I
107
$37.89
$48.05
$58.21
Intermittent Professional II
[1]
Editor's Note: This ordinance also repealed Section 115.720, Pay Schedule, consisting of Ord. No. 97-10 App. 2, 1-29-1997; Ord. No. 97-220, 12-31-1997; Ord. No. 98-247 §3, 12-29-1998; Ord. No. 99-164 §3, 12-29-1999; Ord. No. 00-156 §1, 12-27-2000; Ord. No. 01-184 §3, 12-27-2001; Ord. No. 02-207 §3, 12-23-2002; Ord. No. 03-208 §3, 12-31-2003; Ord. No. 04-208 §3, 12-22-2004; Ord. No. 05-127 §1, 9-13-2005; Ord. No. 05-197 §3, 12-20-2005; Ord. No. 06-176 §3, 12-19-2006; Ord. No. 07-191 §3, 12-27-2007; Ord. No. 08-157 §2, 12-17-2008; Ord. No. 09-149 §1, 12-23-2009; Ord. No. 10-121 §4, 12-28-2010; Ord. No. 11-025 §5, 5-2-2011; Ord. No. 11-119 §5, 12-29-2011; Ord. No. 12-100 §12, 12-18-2012; Ord. No. 13-103 §11, 12-19-2013; Ord. No. 14-128 §12, 12-15-2014; Ord. No. 15-031 §2, 3-30-2015; Ord. No. 15-121 §5, 12-21-2015; Ord. No. 16-105 § 9, 12-19-2016; Ord. No. 17-110 § 6, 12-18-2017; Ord. No. 18-121, 12-17-2018; Ord. No. 19-112, 12-17-2019; Ord. No. 20-095, 12-21-2020; Ord. No. 21-099, 12-20-2021; Ord. No. 22-088, 12-19-2022; Ord. No. 23-060, 6-26-2023; Ord. No. 23-105, 12-18-2023.
[Ord. No. 12-100 §13, 12-18-2012; Ord. No. 14-128 §13, 12-15-2014; Ord. No. 15-121 §6, 12-21-2015; Ord. No. 16-105 §10 12-19-2016; Ord. No. 17-110 § 7, 12-18-2017; Ord. No. 18-121, 12-17-2018; Ord. No. 19-112, 12-17-2019; Ord. No. 20-095, 12-21-2020; Ord. No. 21-099, 12-20-2021; Ord. No. 22-088, 12-19-2022; Ord. No. 23-105, 12-18-2023; Ord. No. 24-107, 12-16-2024; Ord. No. 25-083, 12-15-2025]
A. 
As set forth in Ordinance Nos. 21-099 and 23-105, the salary for the four-year term of office of County officers elected at the November 2022 and November 2024 elections shall be:
Department
Class Code
Title
Pay Grade
2023-2026 Salary
Collector1
1940
Collector of Revenue
E
$120,007.32
Election
1950
Director of Elections
E
$120,007.32
Recorder
1970
Recorder of Deeds
E
$120,007.32
Assessor2
1920
County Assessor
E
$123,554.39
Prosecuting Attorney
1960
Prosecuting Attorney
E
$171,951.14
Executive
1900
County Executive
E
$183,594.43
Council3
1915
Council Members
E
$20,949.64
Council4
1910
Council Members
E
$24,664.05
Sheriff
1980
County Sheriff
E
$120,007.32
NOTES:
1 The term of office for the Collector shall be March 1, 2023, through February 28, 2027.
2 The term of office for the Assessor shall be September 1, 2023, through August 31, 2027.
3 The term of office for Council Members from odd-numbered districts shall be January 1, 2023, through December 31, 2026.
4 The term of office for Council Members from even-numbered districts shall be January 1, 2025, through December 31, 2028.
All other terms of office for elected officials shall be January 1, 2023, through December 31, 2026.
B. 
No elected official may receive an increase in salary during a term of office. Pursuant to the Constitution of the State and the County Charter, salaries of elected officials are set every four (4) years in a manner to apprise those considering filing for office of the salary to be paid to the individual elected to the office. Further, it is the public policy of this County that in setting the salary of the County's elected officials, a primary determination is the average raise (COLA and Merit) provided to County employees over the four (4) years between the setting of elected officials' salaries.
Year
Average Raise to Employees
2018
3.00%
2019
3.02%
2020
0.00%
2021
4.03%
2022
7.10%
2023
12.06%
2024
5.06%
2025
6.09%
2026
4.04%
[1]
Editor's Note: Former Section 115.721, Conversion Pay Ranges — Schedule, was superseded 12-19-2006 by Ord. No. 06-176. Former Section 115.721 derived from Ord. No. 05-197, 12-20-2005. Subsequently, Ord. No. 12-100 § 13, adopted 12-18-2012, enacted the new provisions set out herein.
[Ord. No. 14-128[1] §14, 12-15-2014; Ord. No. 15-121 §7, 12-21-2015; Ord. No. 16-105 §11, 12-19-2016; Ord. No. 17-110 § 8, 12-18-2017; Ord. No. 18-121, 12-17-2018; Ord. No. 19-112, 12-17-2019; Ord. No. 20-095, 12-21-2020; Ord. No. 21-099, 12-20-2021; Ord. No. 22-088, 12-19-2022; Ord. No. 23-105, 12-18-2023; Ord. No. 24-107, 12-16-2024; Ord. No. 25-083, 12-15-2025]
This Section shall fulfill the requirement of the Charter of St. Charles County to fix the salaries of elected officials by certain deadlines to ensure candidates are aware of the salary for an upcoming term of office.
A. 
County Council.
1. 
Salary.
Department
Class Code
Title
Pay Grade
2027-2030 Salary
Council1
1915
Council Members
E
$25,660.48
2029-2032 Salary
Council2
1910
Council Members
E
$24,664.05
NOTES:
1 This class code notes the Council Members from odd-numbered districts.
2 This class code notes the Council Members from even-numbered districts.
2. 
The next term of office for Council Members from odd-numbered districts shall be January 1, 2027, through December 31, 2030.
3. 
The next term of office for Council Members from even-numbered districts shall be January 1, 2029, through December 31, 2032.
B. 
Elected Officials Other Than County Council.
1. 
Salaries; Terms Of Office.
Department
Class Code
Title
Pay Grade
2027-2030 Salary
Collector1
1940
Collector of Revenue
E
$155,944.67
Election
1950
Director of Elections
E
$155,944.67
Recorder
1970
Recorder of Deeds
E
$155,944.67
Assessor2
1920
County Assessor
E
$160,553.95
Prosecuting Attorney
1960
Prosecuting Attorney
E
$223,433.58
Executive
1900
County Executive
E
$238,573.56
Sheriff
1980
County Sheriff
E
$155,944.67
NOTES:
1 The next term of office for the Collector shall be March 1, 2027, through February 28, 2031.
2 The next term of office for the Assessor shall be September 1, 2027, through August 31, 2031.
All other terms of office for the elected officials set forth in Subsection (B) shall be January 1, 2027, through December 31, 2030.
2. 
For informational purposes, the following is an example of how Section 115.721 is applied to determine the 2027 — 2030 salaries in this Section 115.722:
e.g., Sheriff: $134,480.20 (2023 — 2026 salary established by Ordinance No. 22-088) x 5.06% adding the average 2024 raise to County employees receiving COLA and Merit increases = $141,284.90 x 6.09% 2025 average raise to County employees receiving COLA and Merit increases = $149,889.15 x 4.04% 2026 average raise to County employees receiving COLA and Merit increases = 2027 — 2030 salary as $155,944.67.
C. 
No elected official may receive an increase in salary during a term of office.
[1]
Editor's Note: This ordinance also repealed former Section 115.722, Pay — Sheriff elected in the November 2014 General Election, adopted 12-19-2013 by §12 of Ord. No. 13-103.
[1]
Editor's Note: Former Section 115.724, Pay –– Other Elected Officials Elected to Four-Year Terms in the November 2014 General Election, adopted 12-19-2013 by §13 of Ord. No. 13-103, was repealed 12-15-2014 by §15 of Ord. No. 14-128.
[1]
Editor's Note: Former Section 115.725, Overtime/Compensatory Time, was repealed 12-19-2022 by Ord. No. 22-088. Prior history includes Ord. No. 98-17, Ord. No. 09-149 and Ord. No. 20-095. See now Section 115.705.