St. Charles County, MO PERSONNEL ADMINISTRATION PROGRAM: PAY PLAN

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."

[Ord. No. 22-088, 12-19-2022]

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 GRADE CORRECTION

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.

PAY SCHEDULE

A chart of all pay grades and the specified pay range for each pay grade.

PAY STRUCTURE

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.

PERCENTAGE INCREASE

A salary increase provided based on a percentage of base pay. The increase may be of any percentage.

PERCENTILE

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.

Section 115.560 Pay Grades.

[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.

Section 115.570 Pay Ranges.

[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.

Section 115.580 Starting Rate of Pay.

[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]

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.

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.

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.

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]

Section 115.590 Rate of Pay — Generally.

[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]

The rate of pay for percentage time positions shall be prorated.

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]

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.

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.

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.

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.

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.

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.

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.

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.

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.

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.

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.

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.

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.

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.

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.

Section 115.600 Rate of Pay — Promotion.

[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]

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]

Promotions to a position assigned within Pay Band "B" will be processed in the following manner:

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.

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.

Promotions involving a position assigned within Pay Band "B" to one assigned to Pay Band "C" will be processed in the following manner:

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.

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.

Promotions to a position assigned to Pay Band "C" or "D" will be processed in the following manner:

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.

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.

Promotions involving a position assigned within Pay Band “C” to one assigned to Pay Band “D” will be processed in the following manner:

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.

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.

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]

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

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.

Section 115.610 Rate of Pay — Demotion.

[Ord. No. 97-10 §6, 1-29-1997; Ord. No. 97-220 §7, 12-31-1997; Ord. No. 08-157 §2, 12-17-2008]

The rate of pay for an employee who is demoted shall be adjusted to the same relative point in the new pay range, except:

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.

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.

The demoted employee may not be paid above the maximum of the range for the new position.

Section 115.620 Rate of Pay — Reallocation To A Different Classification; Market Increases.

[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]]

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:

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]

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.

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.

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.”

Section 115.630 Rate of Pay — Transfer.

[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.

Section 115.640 Basic Pay Plan — Amended.

[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]

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:

All pay adjustments must be within the appropriation of funds in the approved County budget.

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.

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.

Section 115.650 Re-Appointment of Former Employee.

[Ord. No. 97-10 §10, 1-29-1997; Ord. No. 97-220 §11, 12-31-1997; Ord. No. 08-157 §2, 12-17-2008]

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.

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.

Section 115.660 Maximum Range of Pay — Exceeding.

[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]

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.

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.

Section 115.670 Basic Pay Plan — Salary Conversion.

[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:

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.

Effective December 24, 2023, all classification titles are to be assigned to the pay grades as revised in Section 115.710, Pay Grade Assignments.

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.

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.

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:

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.

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.

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.

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.

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.

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.

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.

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.

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.

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.

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.

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.

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.

Section 115.680 Basic Pay Plan — Provisions.

[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.

Section 115.690 Chief Deputy Position — Reclassified.

[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.

Section 115.700 (Reserved) [1]

[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.

Section 115.701 Mandatory Furloughs.

[Ord. No. 23-105, 12-18-2023]

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.

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.

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.]

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.

If an employee has previously taken and/or elected to take voluntary furlough hours, that time will count toward the mandatory furlough time.

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.

Section 115.702 Voluntary Furloughs.

[Ord. No. 23-105, 12-18-2023]

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.

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.

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.

The VFP is subject to the following requirements:

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.

Eligibility.

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.

Intermittent employees are not eligible to enroll in this program.

Participation Scheduling.

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.

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.

Furloughs shall be scheduled to minimize disruption to the efficient operation of the department.

In that furloughs are unpaid, a furlough should not result in the need for the furloughed employee or any other employee to work overtime.

Once furlough time is agreed upon and approved, the final scheduling of specific furlough hours is at the sole discretion of the appointing authority.

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.

An employee cannot request more than five (5) consecutive days off at a time without prior approval, preferably thirty (30) days in advance.

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.

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.

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:

Participating employees must be in a paid status at the time of enrollment.

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.

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.

Two (2) methods of participation in the voluntary time off option are hereby authorized:

The employee's scheduled workday or workweek is reduced on a biweekly basis.

A block of time off is scheduled as unpaid leave.

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:

LAGERS.

Medical/dental/vision/life insurance eligibility and coverage.

Retirement eligibility and benefit level [unless retirement is within thirty-six (36) months].

Paid time off and extended medical leave accruals.

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.

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.

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.

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.

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.)

An employee whose participation in VFP has been approved may not reduce or cancel the agreed schedule/amount except if:

He/she transfers to another department;

He/she terminates employment with the County;

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.

Section 115.705 Policy On Overtime. [1]

[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]

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.

St. Charles County will fully comply with all provisions of the Fair Labor Standards Act (FLSA).

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.)

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.

An appointing authority may change an employee's work schedule during the workweek or work period for the good of the service.

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.

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:

Non-exempt employees—Eligible for 1.5X pay or compensatory time. (Code N-1.5)

Exempt employees—Eligible for 1.0X County compensatory time. (Code E-1.0)

Exempt employees—Not eligible for any overtime compensation. (Code E-0)

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

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.

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:

The employee is specifically assigned to perform essential and critical work by the appointing authority or designee;

The critical work is required to preserve the public safety or continue essential community services;

The critical work must be completed to conform to local ordinances, State and/or federal regulations within a specified period;

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:

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.

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):

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;

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.

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.

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.

Section 115.706 Compensatory Time.

[Ord. No. 22-088, 12-19-2022]

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.

When an employee's compensatory time balance reaches the maximum allowed under FLSA, any additional overtime worked must be compensated by pay.

Maximum accrual for compensatory time is as follows:

Maximum of eighty (80) hours of employees engaged in law enforcement, emergency response, and seasonal activities as defined by the Department of Labor.

Maximum of forty (40) hours for employees not engaged in law enforcement, emergency response, or seasonal activities as defined by the Department of Labor.

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.

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.

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.

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.

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.

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.

Section 115.707 On-Call.

[Ord. No. 22-088, 12-19-2022]

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]

On-call procedures may be of two (2) types:

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.

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.

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.

All other departments or divisions of County Government may establish on-call procedures as set out in Subsection (B)(1)(a) or (b) below.

On-call procedures may be of two (2) types:

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.

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.

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.

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.

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.

Section 115.708 Specialty Pay.

[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.

Article II Pay Grades and Pay Ranges

Section 115.710 Pay Grade Assignments.

[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.

Section 115.720 Pay Schedule.

[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]

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

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

Section 115.721 Pay — Elected Officials — Salary for Four-Year Term of Office of County Officers Elected at November 2020 and November 2022 Elections. [1]

[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]

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.

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.”

Section 115.722 Pay — Elected Officials — Projected Salary for Four-Year Term of Office of County Officers Elected at November 2024 and 2026 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]

County Council.

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.

The next term of office for Council Members from odd-numbered districts shall be January 1, 2027, through December 31, 2030.

The next term of office for Council Members from even-numbered districts shall be January 1, 2025, through December 31, 2028.

Elected Officials Other Than County Council.

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.

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.

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.

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.”

Section 115.724 (Reserved) [1]

[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.

Section 115.725 (Reserved) [1]

[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.