[Ord. No. 11-0218 §§ 1
— 2, 6-28-2011; Ord. No. 13-0364 § 1, 9-9-2013; Ord. No. 18-0339, 7-27-2018; Ord. No. 18-0507, 12-10-2018]
As used in this Part 3, 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.
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.
An identifying number assigned to a specified pay range and
the class of positions that are assigned to the grade.
The County's codified pay policies.
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.
[Ord. No. 11-0218 §§ 1
— 2, 6-28-2011; Ord. No. 13-0364 § 1, 9-9-2013; Ord. No. 18-0339, 7-27-2018; Ord. No. 18-0507, 12-10-2018]
The Merit System position classifications established by the Merit System Commission in the Position Classification Plan are hereby assigned to pay grades as reflected in Section 120.850.
[Ord. No. 11-0218 §§ 1
— 2, 6-28-2011; Ord. No. 13-0364 § 1, 9-9-2013; Ord. No. 18-0339, 7-27-2018; Ord. No. 18-0507, 12-10-2018]
[Ord. No. 11-0218 §§ 1
— 2, 6-28-2011; Ord. No. 13-0364 § 1, 9-9-2013; Ord. No. 18-0339, 7-27-2018; Ord. No. 18-0507, 12-10-2018]
A.
Upon completion of the conversion to the pay grades established in Section 120.850, 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 may be approved by the Director of Administration
upon recommendation of the Elected or Appointed County Officer after
consultation with the Human Resources Manager based upon exemplary
qualifications or lack of available similarly qualified candidates
willing to accept the position at, or closer to, the normal hiring
rate.
[Ord. No. 11-0218 §§ 1
— 2, 6-28-2011; Ord. No. 13-0364 § 1, 9-9-2013; Ord. No. 18-0339, 7-27-2018; Ord. No. 18-0507, 12-10-2018]
A.
The rate for intermittent employees shall be the hourly equivalent
of the minimum of the pay range or at a higher rate recommended by
the Human Resources Manager, 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.
B.
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.
[Ord. No. 11-0218 §§ 1
— 2, 6-28-2011; Ord. No. 13-0364 § 1, 9-9-2013; Ord. No. 18-0339, 7-27-2018; Ord. No. 18-0507, 12-10-2018]
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 Plan.
1.
If the promotion is to a position assigned to a pay grade one
(1) grade higher, the employee's pay shall be increased seven percent
(7%) or to the minimum of the new pay range, whichever is greater.
2.
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 ten
percent (10%) or to the minimum of the new pay range, whichever is
greater.
3.
A pay rate upon promotion may be established at a rate higher than that called for by Subsections (A)(1) and (2) of this Section when recommended by the Human Resources Manager after consultation with the elected or appointed County Officer 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.
[Ord. No. 11-0218 §§ 1
— 2, 6-18-2011; Ord. No. 18-0339, 7-27-2018; Ord. No. 18-0507, 12-10-2018]
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, he/she 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 elected or appointed
County Officer, Human Resources Manager and the Director of Administration,
may be placed within the range at a rate approved by the Director
of Administration upon recommendation of the elected or appointed
County Officer and the Human Resources Manager.
B.
The demoted employee may not be paid above the maximum of the range
for the new position.
[Ord. No. 11-0218 §§ 1
— 2, 6-28-2011; Ord. No. 13-0364 § 1, 9-9-2013; Ord. No. 18-0339, 7-27-2018; Ord. No. 18-0507, 12-10-2018]
A.
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 positions in the budget:
1.
If the employee's position is reallocated after January 1, 2011, to a classification that is assigned to a higher pay grade in the Pay Plan, the employee's rate of pay shall be adjusted in accordance with Section 120.780 or to the minimum of the pay range for the new classification, whichever is greater.
2.
If the employee's position is reallocated to a classification
that 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
that is assigned to the same pay grade by the Pay Plan, the employee's
rate of pay shall not be adjusted.
[Ord. No. 11-0218 §§ 1
— 2, 6-28-2011; Ord. No. 13-0364 § 1, 9-9-2013; Ord. No. 18-0339, 7-27-2018; Ord. No. 18-0507, 12-10-2018]
The rate of pay for an employee who transfers from one position
to another position that is in the same classification or in the same
pay grade shall not be changed by reason of the transfer.
[Ord. No. 11-0218 §§ 1
— 2, 6-28-2011; Ord. No. 13-0364 § 1, 9-9-2013; Ord. No. 18-0339, 7-27-2018; Ord. No. 18-0507, 12-10-2018]
If the 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 120.800, except that all pay adjustments must be within the appropriation of funds in the approved County budget. 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. 11-0218 §§ 1
— 2, 6-28-2011; Ord. No. 13-0364 § 1, 9-9-2013; Ord. No. 18-0339, 7-27-2018; Ord. No. 18-0507, 12-10-2018]
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 Human Resources Manager with
approval of the Director of Administration.
[Ord. No. 11-0218 §§ 1
— 2, 6-28-2011; Ord. No. 13-0364 § 1, 9-9-2013; Ord. No. 18-0339, 7-27-2018; Ord. No. 18-0507, 12-10-2018]
The salaries to be granted to Jefferson County employees shall
be governed by converting to a new pay structure as contained in this
document. The method of transition to this Pay Plan shall be determined
by the members of the County Council through the budget appropriation
process.
[Ord. No. 11-0218 §§ 1
— 2, 6-28-2011; Ord. No. 13-0191 § 2, 3-25-2013; Ord. No. 13-0364 § 1, 9-9-2013; Ord. No. 15-0302 §§ 1 — 3, 6-23-2015; Ord. No. 15-0584 §§ 1 —
3, 11-24-2015; Ord. No.
18-0339, 7-27-2018; Ord. No. 18-0507, 12-10-2018; Ord. No. 20-0553, 1-5-2021; Ord.
No. 22-0184, 3-16-2022; Ord. No. 22-0334, 6-27-2022; Ord. No. 22-0445, 9-28-2022; Ord. No. 23-0484, 11-27-2023[1]]
|
Class Title
|
Grade
|
Min
|
Mid
|
Max
|
|---|---|---|---|---|
|
Accounts Payable Coordinator
|
208
|
$40,852.35
|
$48,586.54
|
$56,320.72
|
|
Administrative Assistant
|
207
|
$38,645.68
|
$45,962.10
|
$53.278.51
|
|
Administrative Specialist I
|
203
|
$32,136.00
|
$38,220.00
|
$44,304.00
|
|
Administrative Specialist II
|
204
|
$33,570.34
|
$39,925.89
|
$46,281.44
|
|
Administrative Specialist III
|
205
|
$35,225.34
|
$41,894.22
|
$48,563.09
|
|
Administrative Specialist IV
|
206
|
$36,880.34
|
$43,862.55
|
$50,844.75
|
|
Administrative Supervisor
|
207
|
$38,645.68
|
$45,962.10
|
$53,278.51
|
|
Animal Control Manager
|
214
|
$58,854.43
|
$71,572.60
|
$84,290.76
|
|
Animal Control Officer
|
208
|
$40,852.35
|
$48,586.54
|
$56,320.72
|
|
Assistant Maintenance Manager
|
212
|
$51,334.05
|
$61,052.63
|
$70,771.21
|
|
Assistant Manager
|
213
|
$55,480.15
|
$66,380.68
|
$77,281.21
|
|
Athletic Coordinator
|
211
|
$48,465.37
|
$57,640.86
|
$66,816.34
|
|
Attorney I
|
213
|
$55,480.15
|
$66,380.68
|
$77,281.21
|
|
Attorney II
|
214
|
$58,854.43
|
$71,572.60
|
$84,290.76
|
|
Attorney III
|
215
|
$63,016.04
|
$76,633.51
|
$90,250.98
|
|
Benefits Specialist
|
209
|
$43,169.36
|
$51,342.20
|
$59,515.04
|
|
Bookkeeper
|
206
|
$36,880.34
|
$43,862.55
|
$50,844.75
|
|
Building Inspector
|
211
|
$48,465.37
|
$57,640.86
|
$66,816.34
|
|
Certified Commercial Appraiser
|
211
|
$48,465.37
|
$57,640.86
|
$66,816.34
|
|
Certified Mapping Technician
|
211
|
$48,465.37
|
$57,640.86
|
$66,816.34
|
|
Certified Residential Appraiser
|
211
|
$48,465.37
|
$57,640.86
|
$66,816.34
|
|
Chief Deputy Auditor
|
211
|
$48,465.37
|
$57,640.86
|
$66,816.34
|
|
Chief Deputy Recorder
|
209
|
$43,169.36
|
$51,342.20
|
$59,515.04
|
|
Chief Deputy Treasurer
|
209
|
$43,169.36
|
$51,342.20
|
$59,515.04
|
|
Chief of Staff
|
211
|
$48,465.37
|
$57,640.86
|
$66,816.34
|
|
Civil Engineer
|
216
|
$67,515.08
|
$82,104.77
|
$96,694.46
|
|
Civil Engineer Technician
|
210
|
$45,707.03
|
$54,360.31
|
$63,013.58
|
|
Civil Project Manager I
|
214
|
$58,854.43
|
$71,572.60
|
$84,290.76
|
|
Civil Project Manager II
|
215
|
$63,016.04
|
$76,633.51
|
$90,250.98
|
|
Code Enforcement Manager
|
215
|
$63,016.04
|
$76,633.51
|
$90,250.98
|
|
Construction Inspector
|
211
|
$48,465.37
|
$57,640.86
|
$66,816.34
|
|
Contracts Coordinator
|
211
|
$48,465.37
|
$57,640.86
|
$66,816.34
|
|
Custodian
|
203
|
$32,136.00
|
$38,220.00
|
$44,304.00
|
|
Deputy Auditor
|
208
|
$40,852.35
|
$48,586.54
|
$56,320.72
|
|
Deputy Collector
|
211
|
$48,465.37
|
$57,640.86
|
$66,816.34
|
|
Deputy County Counselor
|
218
|
$77,525.45
|
$94,278.33
|
$111,031.21
|
|
Deputy Director of Administration
|
218
|
$77,525.45
|
$94,278.33
|
$111,031.21
|
|
Deputy Director of County Services
|
218
|
$77,525.45
|
$94,278.33
|
$111,031.21
|
|
Deputy Director of Emergency Management
|
214
|
$58,854.43
|
$71,572.60
|
$84,290.76
|
|
Deputy Director of Public Works
|
218
|
$77,525.45
|
$94,278.33
|
$111,031.21
|
|
Deputy Public Administrator
|
211
|
$48,465.37
|
$57,640.86
|
$66,816.34
|
|
Deputy Treasurer
|
208
|
$40,852.35
|
$48,586.54
|
$56,320.72
|
|
Election Clerk
|
204
|
$33,570.34
|
$39,925.89
|
$46,281.44
|
|
Electrical Inspector
|
211
|
$48,465.37
|
$57,640.86
|
$66,816.34
|
|
Executive Assistant
|
209
|
$43,169.36
|
$51,342.20
|
$59,515.04
|
|
Facility Maintenance Manager
|
215
|
$63,016.04
|
$76,633.51
|
$90,250.98
|
|
Fleet Services Manager
|
214
|
$58,854.43
|
$71,572.60
|
$84,290.76
|
|
GIS Coordinator
|
213
|
$55,480.15
|
$66,380.68
|
$77,281.21
|
|
Highway Superintendent
|
216
|
$67,515.08
|
$82,104.77
|
$96,694.46
|
|
Highway Supervisor
|
213
|
$55,480.15
|
$66,380.68
|
$77,281.21
|
|
Housekeeping Supervisor
|
210
|
$45,707.03
|
$54,360.31
|
$63,013.58
|
|
HR Manager
|
216
|
$67,515.08
|
$82,104.77
|
$96,694.46
|
|
HR Specialist
|
209
|
$43,169.36
|
$51,342.20
|
$59,515.04
|
|
Inspection Supervisor
|
212
|
$51,334.05
|
$61,052.63
|
$70,771.21
|
|
Investigator I
|
210
|
$45,707.03
|
$54,360.31
|
$63,013.58
|
|
Investigator II
|
211
|
$48,465.37
|
$57,640.86
|
$66,816.34
|
|
Lead Animal Control Officer
|
209
|
$43,169.36
|
$51,342.20
|
$59,515.04
|
|
Lead Mechanic
|
211
|
$48,465.37
|
$57,640.86
|
$66,816.34
|
|
Legal Assistant
|
209
|
$43,169.36
|
$51,342.20
|
$59,515.04
|
|
Lien Search Clerk
|
206
|
$36,880.34
|
$43,862.55
|
$50,844.75
|
|
Maintenance Division Manager
|
214
|
$58,854.43
|
$71,572.60
|
$84,290.76
|
|
Maintenance Worker
|
207
|
$38,645.68
|
$45,962.10
|
$53,278.51
|
|
Mapping Division Supervisor
|
213
|
$55,480.15
|
$66,380.68
|
$77,281.21
|
|
Mapping Technician
|
210
|
$45,707.03
|
$54,360.31
|
$63,013.58
|
|
Mechanic
|
209
|
$43,169.36
|
$51,342.20
|
$59,515.04
|
|
Municipal Court Administrator
|
213
|
$55,480.15
|
$66,380.68
|
$77,281.21
|
|
Municipal Court Prosecutor
|
216
|
$67,515.08
|
$82,104.77
|
$96,694.46
|
|
Office Administrator
|
211
|
$48,465.37
|
$57,640.86
|
$66,816.34
|
|
Office Coordinator
|
206
|
$36,880.34
|
$43,862.55
|
$50,844.75
|
|
Payroll Specialist
|
209
|
$43,169.36
|
$51,342.20
|
$59,515.04
|
|
Personal Property Division Supervisor
|
213
|
$55,480.15
|
$66,380.68
|
$77,281.21
|
|
Plan Reviewer
|
210
|
$45,707.03
|
$54,360.31
|
$63,013.58
|
|
Planner I
|
210
|
$45,707.03
|
$54,360.31
|
$63,013.58
|
|
Planner I/GIS Technician
|
211
|
$48,465.37
|
$57,640.86
|
$66,816.34
|
|
Planner II
|
212
|
$51,334.05
|
$61,052.63
|
$70,771.21
|
|
Planning Inspector
|
209
|
$43,169.36
|
$51,342.20
|
$59,515.04
|
|
Planning Manager
|
214
|
$58,854.43
|
$71,572.60
|
$84,290.76
|
|
Planning Technician
|
205
|
$35,225.34
|
$41,894.22
|
$48,563.09
|
|
Plumbing Inspector
|
211
|
$48,465.37
|
$57,640.86
|
$66,816.34
|
|
Program Manager - CSEO
|
215
|
$63,016.04
|
$76,633.51
|
$90,250.98
|
|
Project Manager
|
213
|
$55,480.15
|
$66,380.68
|
$77,281.21
|
|
Property Valuation Specialist
|
206
|
$36,880.34
|
$43,862.55
|
$50,844.75
|
|
Public Works Inspection Supervisor
|
212
|
$51,334.05
|
$61,052.63
|
$70,771.21
|
|
Purchasing Specialist
|
208
|
$40,852.35
|
$48,586.54
|
$56,320.72
|
|
Purchasing/Contracts & Grants Manager
|
215
|
$63,016.04
|
$76,633.51
|
$90,250.98
|
|
Real Estate Division Supervisor
|
213
|
$55,480.15
|
$66,380.68
|
$77,281.21
|
|
Recreation Aide
|
203
|
$32,136.00
|
$38,220.00
|
$44,304.00
|
|
Recreation Division Manager
|
214
|
$58,854.43
|
$71,572.60
|
$84,290.76
|
|
Recycling Coordinator/Solid Waste Inspector I
|
208
|
$40,852.35
|
$48,586.54
|
$56,320.72
|
|
Rescue Coordinator
|
205
|
$35,225.34
|
$41,894.22
|
$48,563.09
|
|
Residential Appraiser
|
208
|
$40,852.35
|
$48,586.54
|
$56,320.72
|
|
Risk and Safety Coordinator
|
210
|
$45,707.03
|
$54,360.31
|
$63,013.58
|
|
Senior Maintenance Worker
|
208
|
$40,852.35
|
$48,586.54
|
$56,320.72
|
|
Shelter Attendant
|
203
|
$32,136.00
|
$38,220.00
|
$44,304.00
|
|
Solid Waste Inspector I
|
208
|
$40,852.35
|
$48,586.54
|
$56,320.72
|
|
Solid Waste Inspector II
|
209
|
$43,169.36
|
$51,342.20
|
$59,515.04
|
|
Solid Waste Manager
|
214
|
$58,854.43
|
$71,572.60
|
$84,290.76
|
|
Stormwater Analyst
|
209
|
$43,169.36
|
$51,342.20
|
$59,515.04
|
|
Stormwater Manager
|
214
|
$58,854.43
|
$71,572.60
|
$84,290.76
|
|
Technical Division Manager
|
217
|
$72,351.55
|
$87,986.38
|
$103,621.20
|
|
Technician
|
207
|
$38,645.68
|
$45,962.10
|
$53,278.51
|
|
Transportation Planner
|
208
|
$40,852.35
|
$48,586.54
|
$56,320.72
|
|
Veterinary Technician
|
208
|
$40,852.35
|
$48,586.54
|
$56,320.72
|
|
Victim Advocate
|
207
|
$38,645.68
|
$45,962.10
|
$53,278.51
|
|
Zoning & Compliance Officer
|
218
|
$77,525.45
|
$94,278.33
|
$111,031.21
|
[1]
Editor's Note: Section 3 of Ord. No. 23-0484 set an effective
date of November 23, 2023.
