[Ord. No. 08-157 §1, 12-17-2008; Ord. No. 09-149 §1, 12-23-2009]
As used in this Chapter, the following terms shall have these
prescribed meanings:
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.
The County's codified pay policies.
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.
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 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."
[Ord. No. 22-088, 12-19-2022]
An identifying number assigned to a specified pay range and
the class of positions that are assigned to the grade.
Designation of the proper pay range to a position classification.
When the designation of the pay range to a position classification
is adjusted within eighteen (18) months of the last pay grade assignment
without significant change in the essential duties and responsibilities.
A chart of all pay grades and the specified pay range for
each pay grade.
General term to describe the inter-relationship of applying
pay policies, utilizing pay grades and pay schedules to establish
pay rates and a compensation strategy for the organization.
A salary increase provided based on a percentage of base
pay. The increase may be of any percentage.
A measure of location in a distribution of numbers. For example,
fifty percent (50%) is the midpoint of possible numbers that fall
between the beginning and ending number in a distribution. Twenty-five
percent (25%) or seventy-five percent (75%) of the range are additional
reference points in an open pay range that provides some measure of
location within the pay range as compared to the minimum, midpoint
or maximum.
[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]
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.
[Ord. No. 17-110 § 3, 12-18-2017; Ord.
No. 23-105, 12-18-2023]
[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.
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.
D.
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. A classification of a job description
subject to a recruitment rate shall be studied by the Human Resources
Director for reclassification.
[Ord. No. 23-105, 12-18-2023]
[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]
The salaries to be granted to St. Charles County Government employees effective December 24, 2023, shall be governed by conversion to the charts effective December 24, 2023, 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 24, 2023, and processed in accordance with Section 115.620, Rate of Pay — Reallocation to a Different Classification, and then will be converted.
B.
Effective December 24, 2023, all classification titles are to be assigned to the pay grades as revised in Section 115.710, Pay Grade Assignments.
C.
Effective December 24, 2023, the pay chart as adopted in Section 115.720 Pay Schedule, will be utilized in converting salaries for all County employees. All full-time, percentage-time, and intermittent employees at or below the calendar year 2024 maximum of the range will receive the pay chart adjustment of two percent (2.0%) up to the maximum of their range as established by the 2024 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 2023 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 2023 will receive
the merit increase effective December 24, 2023.
2.
Employees who were appointed to an eligible position (other than
by promotion or demotion) in calendar year 2023 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 2023 will be eligible
for the merit increase December 24, 2023, 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 2023, will be eligible for the merit increase on December
24, 2023.
5.
Employees who were demoted as a result of disciplinary action during
calendar year 2023, will be eligible to receive the merit increase
December 24, 2023, 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, Sheriff's Department,
Department of Corrections, and Prosecuting Attorney's office 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 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.
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. Conversion of employees
formerly receiving a percentage increase shall be effective the first
pay period after January 1, 2024.
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 or a pay increase pursuant to educational attainment.
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.
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.
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.
|
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:
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:
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.
[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]
Class Code
|
Class Title
|
Pay Grade
|
---|---|---|
2383
|
911 GIS Coordinator
|
C6
|
1053
|
Account Clerk II
|
C1
|
1055
|
Account Clerk III
|
C2
|
1028
|
Address Coordinator
|
C2
|
1061
|
Administrative Assistant — Associate
|
C1
|
1062
|
Administrative Assistant — Intermediate
|
C3
|
1063
|
Administrative Assistant — Senior
|
C5
|
6300
|
Maintenance Specialist
|
C3
|
3901
|
Animal Care Attendant
|
B1
|
3922
|
Animal Control Officer
|
C2
|
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
|
2516
|
Assessment Process Specialist
|
C2
|
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
|
2089
|
Assistant Director — Public Health
|
D3
|
2097
|
Assistant Director — Custody and Security
|
D3
|
2386
|
Assistant Director — Division of Emergency Management
|
D1
|
2098
|
Assistant Director — Operations and Support Services
|
D3
|
2043
|
Assistant Director — Elections — Voting Operations
|
C7
|
2042
|
Assistant Director — Elections — Voter Management
|
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
|
2100
|
Assistant Director — Parks and Recreation
|
D2
|
8190
|
Assistant Director — Workforce and Business Development
|
C9
|
6015
|
Assistant District Supervisor
|
C7
|
4136
|
Health Services Coordinator
|
C9
|
2179
|
Assistant Facility Manager
|
C3
|
2032
|
Assistant Managing Director of Communications
|
D1
|
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
|
C6
|
4143
|
Assistant Supervisor — Food Services
|
C1
|
2266
|
Associate County Counselor
|
D5
|
2243
|
Benefits Coordinator
|
C4
|
4102
|
Booking Officer
|
C6
|
6016
|
Bridge Foreman
|
C5
|
3102
|
Building Inspector I
|
C3
|
3105
|
Building Inspector II
|
C5
|
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
|
4126
|
Classification and Inmate Specialist
|
C9
|
1071
|
Clerical Supervisor I
|
C3
|
1072
|
Clerical Supervisor II
|
C4
|
3203
|
Code Enforcement Inspector
|
C4
|
2519
|
Commercial Appraisal Analyst
|
C6
|
2373
|
Communications and Warning Officer
|
C7
|
2389
|
Communications Manager
|
C9
|
2339
|
Community Services Grant Administrator
|
C7
|
4580
|
Computer Forensics Investigator
|
C6
|
2224
|
Computer Services Technician
|
C1
|
2151
|
Construction and Restoration Specialist
|
C7
|
2351
|
Construction Inspector I
|
C3
|
2352
|
Construction Inspector II
|
C5
|
1075
|
Coordinator — Collections
|
C4
|
2548
|
Coordinator — Personal Property Assessment
|
C3
|
2342
|
Coordinator — Recycling Center
|
C3
|
4209
|
Corporal — Bailiff
|
C5
|
4106
|
Corporal — Corrections
|
C7
|
4208
|
Corporal — Field Services
|
C7
|
4101
|
Correctional Officer
|
C4
|
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
|
B3
|
4572
|
Crime Scene Investigator
|
C4
|
4577
|
Criminalistics Laboratory Director
|
D2
|
5103
|
Custodian
|
B1
|
5101
|
Custodian — Corrections
|
B2
|
2118
|
Data Analytics Manager
|
D2
|
2119
|
Data Engineer
|
D1
|
4610
|
Death Investigator
|
C6
|
4203
|
Deputy — Bailiff
|
C5
|
4204
|
Deputy — Field Services
|
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
|
2048
|
Division Director — Building and Code Enforcement
|
D3
|
2329
|
Division Director — Development Review
|
D3
|
2079
|
Division Director — Emergency Management
|
D2
|
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
|
3011
|
Environmental Compliance Inspector
|
C6
|
3018
|
Environmental Public Health Plan Reviewer
|
C6
|
3013
|
Environmental Public Health Specialist
|
C6
|
3014
|
Environmental Public Health Supervisor
|
C9
|
2935
|
Epidemiologist
|
D1
|
6053
|
Equipment Mechanic I
|
C3
|
6054
|
Equipment Mechanic II
|
C4
|
2347
|
Erosion Control Inspector
|
C5
|
2180
|
Facility Manager
|
C5
|
2512
|
Field Appraiser
|
C2
|
2535
|
Field Auditor/Investigator
|
C6
|
6405
|
Grounds Maintenance I
|
B1
|
6407
|
Grounds Maintenance II
|
C1
|
2200
|
Financial Analyst
|
C9
|
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
|
1042
|
Government Services Representative I
|
B1
|
1043
|
Government Services Representative II
|
B3
|
1044
|
Government Services Representative III
|
C1
|
1045
|
Government Services Representative IV
|
C2
|
2201
|
Grant Administrator
|
C9
|
1059
|
Grant Specialist
|
C8
|
2412
|
Graphic Design Specialist
|
C5
|
1097
|
Financial Program Administrator
|
C8
|
6006
|
Heavy Equipment Operator
|
C4
|
2364
|
Highway Construction Engineer
|
C9
|
2366
|
Highway Construction Manager
|
D2
|
2062
|
Highway Operations Manager
|
C9
|
2331
|
Highway Project Manager
|
D3
|
2330
|
Highway Projects Engineer
|
C9
|
2061
|
Highway Superintendent
|
D3
|
2365
|
Highway Traffic Engineer
|
C9
|
2190
|
Horticulture Supervisor
|
C6
|
2241
|
Human Resources Coordinator
|
C2
|
2244
|
Human Resources Generalist I
|
C6
|
2245
|
Human Resources Generalist II
|
C9
|
2246
|
Human Resources Investigator
|
D1
|
2242
|
Human Resources Training Coordinator
|
C6
|
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
|
3903
|
Kennel Supervisor
|
C3
|
2091
|
Land Use Manager
|
C9
|
2518
|
Lead Agricultural Appraisal
|
C6
|
5104
|
Lead Custodian
|
B2
|
5108
|
Lead Custodian — Corrections
|
B3
|
2558
|
Lead GIS Technician
|
C7
|
2195
|
Lead Interpreter
|
C3
|
6007
|
Leadperson/Operator
|
C5
|
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
|
2392
|
Mail Services Specialist
|
B1
|
2396
|
Mail/Print Services Manager
|
C7
|
2205
|
Management Analyst
|
D1
|
2150
|
Manager of Business Operations
|
C8
|
4320
|
Manager of Cyber Intelligence
|
D3
|
2388
|
Media and Community Relations Coordinator
|
C7
|
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 II
|
C7
|
2904
|
Nursing Program Assistant
|
C1
|
2914
|
Nutritionist
|
C5
|
1065
|
Office Manager
|
C8
|
2562
|
Occupancy/Market Research Technician
|
C2
|
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 II
|
C6
|
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
|
2545
|
Personal Property Administrator
|
C4
|
2539
|
Personal Property Manager
|
C9
|
2319
|
Plans Examiner I
|
C5
|
2320
|
Plans Examiner II
|
C7
|
2321
|
Plans Examiner III
|
C9
|
2322
|
Plan Review Engineer I
|
C5
|
2324
|
Plan Review Engineer II
|
C7
|
2326
|
Plan Review Engineer III
|
C9
|
4329
|
Police Captain
|
D4
|
4310
|
Police Corporal
|
C8
|
4309
|
Police Corporal (shift hours 8)
|
C8
|
4308
|
Police Lieutenant
|
D3
|
4319
|
Police Lieutenant (shift hours 8)
|
D3
|
4302
|
Police Officer
|
C8
|
4307
|
Police Officer (shift hours 8)
|
C8
|
4573
|
Police Officer — Crime Scene Investigator
|
C8
|
4304
|
Police Sergeant
|
D2
|
4317
|
Police Sergeant (shift hours 8)
|
D2
|
4131
|
PREA and Training Administrator
|
C9
|
2393
|
Printer
|
C2
|
2111
|
Program Analyst
|
C8
|
8125
|
Program Coordinator
|
C8
|
2000
|
Program Specialist I
|
C1
|
2003
|
Program Specialist I — Partisan
|
C1
|
2001
|
Program Specialist II
|
C2
|
2002
|
Program Specialist III
|
C5
|
2108
|
Project Manager
|
D2
|
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
|
2181
|
Recreation Superintendent
|
C9
|
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
|
1056
|
Senior Account Clerk
|
C5
|
2338
|
Senior Planner
|
C8
|
4107
|
Sergeant — Corrections
|
C8
|
4215
|
Sergeant — Sheriff
|
C9
|
2538
|
Special Assessments Manager
|
C8
|
2208
|
Staff Auditor I
|
C6
|
2209
|
Staff Auditor II
|
C8
|
6002
|
Street Maintenance Worker I
|
C1
|
6003
|
Street Maintenance Worker II
|
C3
|
6008
|
Street Maintenance Worker III
|
C4
|
4124
|
Substance Abuse Program Manager
|
C4
|
4122
|
Suicide Prevention and Compliance Administrator
|
C9
|
2154
|
Superintendent of Parks
|
D1
|
5025
|
Supervisor — Facilities Support
|
C4
|
4147
|
Supervisor — Food Services
|
C5
|
5008
|
Supervisor — General Maintenance
|
C8
|
5018
|
Supervisor — HVAC
|
D1
|
2522
|
Supervisor — Residential Appraisal
|
C7
|
2114
|
Systems Analyst I
|
C9
|
2113
|
Systems Analyst II
|
D1
|
2117
|
Systems Analyst III
|
D2
|
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
|
2105
|
Technical Services Manager
|
D3
|
2361
|
Title Processor
|
C2
|
2248
|
Total Compensation Manager
|
D2
|
2300
|
Traffic Signal Technician I
|
C3
|
2301
|
Traffic Signal Technician II
|
C4
|
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
|
2290
|
Victim Advocate
|
C2
|
2293
|
Victim Advocate Coordinator
|
C6
|
2291
|
Victim Assistance Counselor
|
C5
|
2411
|
Video Production Assistant
|
C5
|
2408
|
Video Production Coordinator
|
C6
|
2410
|
Video Production Manager
|
C8
|
6308
|
Voting Systems Supervisor — Partisan
|
C6
|
4100
|
Warrant Clerk
|
B1
|
4103
|
Warrant Supervisor
|
C3
|
3107
|
Wastewater System Inspector
|
C5
|
2915
|
WIC/Nutrition Manager
|
C7
|
2367
|
Wireless Communications/Network Spec I
|
C3
|
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
|
7012
|
DJO — Court Services — Senior
|
C6
|
7014
|
DJO — Court Services — Senior (shift hours 7.5)
|
C6
|
7013
|
DJO — Detention
|
C3
|
7003
|
Family Court Legal Counsel I
|
D1
|
7024
|
Family Court Legal Counsel II
|
D2
|
7022
|
Family Court Coordinator
|
C5
|
7001
|
Juvenile Officer/Family Court Administrator
|
D2
|
7021
|
Psychologist
|
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
|
2370
|
Communication Systems Manager
|
D3
|
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
|
D6
|
2013
|
Director — Facilities Management
|
D6
|
2020
|
Director — Finance*
|
D7
|
2016
|
Director — Human Resources
|
D7
|
2017
|
Director — Information Systems
|
D8
|
2025
|
Director — Parks and Recreation
|
D4
|
2022
|
Director — Public Health
|
D6
|
8195
|
Director — Workforce and Business Development
|
D4
|
900
|
Election Judge
|
NA
|
2210
|
Executive Assistant
|
C4
|
2212
|
Executive Assistant — Council at Large
|
C6
|
2211
|
Executive Assistant — County Executive
|
C7
|
8219
|
FA — Box Office Manager
|
C4
|
8231
|
FA — Executive Chef
|
D1
|
8214
|
FA — Executive Chef Assistant
|
C3
|
8234
|
FA — Food and Beverage Manager
|
C7
|
8236
|
FA — Concession/Warehouse Manager
|
C5
|
8226
|
FA — Event Services and Production Manager
|
C6
|
8267
|
FA — Managing Director of Family Arena
|
D4
|
8222
|
FA — Guest Services Manager
|
C9
|
8215
|
FA — Operations Manager
|
D1
|
8250
|
FA — Finance Manager
|
D1
|
8220
|
FA — General Maintenance Technician
|
C2
|
8216
|
FA — Arena Assistant
|
B3
|
8221
|
FA — HVAC Specialist
|
C6
|
8200
|
FA — Intermittent Arena Attendant
|
101
|
8205
|
FA — Maintenance and Conversion Technician
|
C5
|
8245
|
FA — Advertising and Booking Manager
|
D1
|
8201
|
FA — Union Employee
|
101
|
2259
|
First Assistant Prosecuting Attorney
|
D6
|
4311
|
Intelligence Analyst (Grant-Funded)
|
203
|
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
|
2187
|
NEC — Food Service Manager
|
C1
|
2191
|
NEC — Catering Coordinator
|
C1
|
2186
|
NEC — Event Coordinator
|
C5
|
2173
|
NEC — General Manager
|
D1
|
2174
|
NEC — Maintenance Supervisor
|
C5
|
2194
|
NEC — Maintenance Technician
|
C1
|
2184
|
NEC — Event Manager
|
C5
|
2193
|
NEC — Venue Attendant I
|
B1
|
2192
|
NEC — Venue Attendant II
|
C1
|
2196
|
NEC — Event Assistant
|
B3
|
2111
|
Program Analyst (Grant-Funded)
|
C8
|
9125
|
System Engineer and Architecture Professional
|
D5
|
2290
|
Victim Advocate (Grant-Funded)
|
C2
|
2291
|
Victim Assistance Counselor (Grant-Funded)
|
C5
|
*
|
Removal governed by the Merit System pursuant to Sections 130.020
and 130.040 OSCCMo.
|
[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]
A.
The pay schedule for permanent employees for the calendar year 2024
is as follows:
Grade
|
Minimum
|
Midpoint
|
Maximum
|
Education Attainment
| |
---|---|---|---|---|---|
Pay Band B = Pay Grades
B1 through B3
| |||||
B1
|
Annual
Bi-weekly
Hourly
|
$32,970.41
$1,268.09
$15.85
|
$39,795.30
$1,530.59
$19.13
|
$46,620.19
$1,793.08
$22.41
|
up to $51,620.19
$1,985.39
$24.82
|
B2
|
Annual
Bi-weekly
Hourly
|
$34,618.93
$1,331.50
$16.64
|
$47,785.07
$1,575.61
$19.70
|
$49,951.20
$1,882.74
$23.53
|
up to $53,951.20
$2,075.05
$25.94
|
B3
|
Annual
Bi-weekly
Hourly
|
$36,349.87
$1,398.07
$17.48
|
$43,874.32
$1,687.47
$21.09
|
$51,398.76
$1,976.88
$24.71
|
up to $56,398.76
$2,169.18
$27.11
|
Pay Band C = Pay Grades
C1 through C9
| |||||
C1
|
Annual
Bi-weekly
Hourly
|
$37,967.74
$1,460.30
$18.25
|
$47,164.89
$1,814.03
$22.68
|
$56,362.05
$2,167.77
$27.10
|
up to $61,362.05
$2,360.08
$29.50
|
C2
|
Annual
Bi-weekly
Hourly
|
$40,815.32
$1,569.82
$19.62
|
$50,702.26
$1,950.09
$24.38
|
$60,589.20
$2,330.35
$29.13
|
up to $65,589.20
$2,522.66
$31.53
|
C3
|
Annual
Bi-weekly
Hourly
|
$43,876.47
$1,687.56
$21.09
|
$54,504.93
$2,096.34
$26.20
|
$65,133.39
$2,505.13
$31.31
|
up to $70,133.39
$2,697.44
$33.72
|
C4
|
Annual
Bi-weekly
Hourly
|
$47,167.20
$1,814.12
$22.68
|
$58,592.80
$2,253.57
$28.17
|
$70,018.39
$2,693.02
$33.66
|
up to $75,018.39
$2,885.32
$36.07
|
C5
|
Annual
Bi-weekly
Hourly
|
$50,704.74
$1,950.18
$24.38
|
$62,987.26
$2,422.59
$30.28
|
$75,269.77
$2,894.99
$36.19
|
up to $80,269.77
$3,087.30
$38.50
|
C6
|
Annual
Bi-weekly
Hourly
|
$54,507.60
$2,096.45
$26.21
|
$67,711.30
$2,604.28
$32.55
|
$80,915.01
$3,112.12
$38.90
|
up to $85,915.01
$3,304.42
$41.31
|
C7
|
Annual
Bi-weekly
Hourly
|
$58,595.67
$2,253.68
$28.17
|
$72,789.65
$2,799.60
$35.00
|
$86,983.63
$3,345.52
$41.82
|
up to $91,983.63
$3,537.83
$44.22
|
C8
|
Annual
Bi-weekly
Hourly
|
$62,990.34
$2,422.71
$30.28
|
$78,248.87
$3,009.57
$37.62
|
$93,507.40
$3,596.44
$44.96
|
up to $98,507.40
$3,788.75
$47.36
|
C9
|
Annual
Bi-weekly
Hourly
|
$67,714.62
$2,604.41
$32.56
|
$84,117.54
$3,235.29
$40.44
|
$100,520.46
$3,866.17
$48.33
|
up to $105,520.46
$4,058.48
$50.73
|
Pay Band D = Pay Grades
D1 through D8
| |||||
D1
|
Annual
Bi-weekly
Hourly
|
$71,895.26
$2,765.20
$34.57
|
$92,529.29
$3,558.82
$44.49
|
$113,163.33
$4,352.44
$54.41
|
up to $118,163.33
$4,544.74
$56.81
|
D2
|
Annual
Bi-weekly
Hourly
|
$79,084.79
$3,041.72
$38.02
|
$101,782.22
$3,914.70
$48.93
|
$124,479.66
$4,787.68
$59.85
|
up to $129,479.66
$4,979.99
$62.25
|
D3
|
Annual
Bi-weekly
Hourly
|
$86,933.27
$3,345.89
$41.82
|
$111,960.44
$4,306.17
$53.83
|
$136,927.62
$5,266.45
$65.83
|
up to $141,927.62
$5,458.75
$68.23
|
D4
|
Annual
Bi-weekly
Hourly
|
$95,692.59
$3,680.45
$46.01
|
$123,156.49
$4,736.79
$59.21
|
$150,620.39
$5,793.09
$72.41
|
up to $155,620.39
$5,985.40
$74.82
|
D5
|
Annual
Bi-weekly
Hourly
|
$105,261.85
$4,048.53
$50.61
|
$135,472.14
$5,210.47
$65.13
|
$165,682.42
$6,372.40
$79.66
|
up to $170,682.42
$6,564.71
$82.06
|
D6
|
Annual
Bi-weekly
Hourly
|
$115,788.04
$4,453.39
$55.67
|
$149,019.35
$5,731.51
$71.64
|
$182,250.67
$7,009.64
$87.62
|
up to $187,250.67
$7,201.95
$90.02
|
D7
|
Annual
Bi-weekly
Hourly
|
$129,682.60
$4,987.79
$62.35
|
$166,901.67
$6,419.30
$80.24
|
$204,120.75
$7,850.80
$98.13
|
up to $209,120.75
$8,043.11
$100.54
|
D8
|
Annual
Bi-weekly
Hourly
|
$145,244.51
$5,586.33
$69.83
|
$186,929.88
$7,189.61
$89.87
|
$228,615.24
$8,792.89
$109.91
|
up to $233,615.24
$8,985.20
$112.32
|
B.
The pay schedule for all intermittent employees for the calendar
year 2024 is as follows:
Pay Grade
|
Minimum
(per hour)
|
Maximum
(per hour)
|
---|---|---|
101
|
$12.24
|
$89.00
|
102
|
$12.29
|
$16.00
|
103
|
$13.11
|
$17.10
|
104
|
$16.31
|
$22.49
|
105
|
$17.88
|
$25.53
|
106
|
$25.10
|
$36.00
|
107
|
$36.44
|
$56.76
|
[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[2]; 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]
A.
As set forth in Ordinance Nos. 19-112 and 21-099, the salary for
the four-year term of office of County officers elected at the November
2020 and November 2022 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
|
$18,803.06
|
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, 2021, through
December 31, 2024.
|
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 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%
|
[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.
[2]
Editor’s Note: Section 10 of Ord. No. 16-105 also changed
the title of this Section from “Pay – Elected Officials
– Salary for Four-Year Term of Office of County Officers Elected
at November 2014 Election” to “Pay – Elected Officials
– Salary for Four-Year Term of Office of County Officers Elected
at November 2014 and November 2016 Elections.”
[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[2]; 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]
A.
County Council.
1.
Salary.
Department
|
Class Code
|
Title
|
Pay Grade
|
2027-2030 Salary
|
---|---|---|---|---|
Council1
|
1915
|
Council Members
|
E
|
$24,664.05
|
2025-2028 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, 2025, through December 31, 2028.
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
|
$141,284.90
|
Election
|
1950
|
Director of Elections
|
E
|
$141,284.90
|
Recorder
|
1970
|
Recorder of Deeds
|
E
|
$141,284.90
|
Assessor2
|
1920
|
County Assessor
|
E
|
$145,460.88
|
Prosecuting Attorney
|
1960
|
Prosecuting Attorney
|
E
|
$202,438.49
|
Executive
|
1900
|
County Executive
|
E
|
$216,146.16
|
Sheriff
|
1980
|
County Sheriff
|
E
|
$141,284.90
|
NOTES:
|
1 The next term of office for the
Collector shall be March 1, 2027, through February 28, 2031.
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2 The next term of office for the
Assessor shall be September 1, 2027, through August 31, 2031.
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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 = $141,284.90.
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.
[2]
Editor’s Note: Section 11 of Ord. No. 16-105 also changed
the title of this Section from “Elected Officials – Salary
for Four-Year Term of Office of County Officers Elected at November
2016 Election and November 2018 Election” to “Elected
Officials – Salary for Four-Year Term of Office of County Officers
Elected at November 2018 Election.”
[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.