It shall be the policy of the Board of County Commissioners
to administer a pay plan on the basis of job classification and years
of service. Employees shall, as a general rule, begin employment with
the County at the base rate of the grade in which the position is
classified. Employees may be employed at higher rates within the respective
grades, based on previous experience and/or qualifications.
The Board of County Commissioners annually determines whether
to make an adjustment to the pay scales. In the event of an increase
in the approved pay scale, the increased pay rates shall apply to
all merit employees, including those in the probationary period, part-time,
and grant employees, subject to the availability of funds, and any
other class of employees designated by the Board of County Commissioners.
[Amended 3-12-2013 by Ord. No. 07-13; 4-4-2017 by Ord. No. 11-17]
Subject to the availability of funds and the terms of the pay
scale, the Board of County Commissioners grants step increases once
per fiscal year as described below.
A. The following employees shall be eligible for step increases:
(1)
Merit employees that have received a satisfactory or better
performance evaluation shall be granted a step increase at the beginning
of the fiscal year.
(2)
Merit employees serving a new probationary period upon status
change.
(3)
Full-time grant-funded employees that have received a satisfactory
or better performance evaluation shall be granted a step increase
at the beginning of the fiscal year.
(4)
Full-time grant-funded employees serving a new probationary
upon status change.
(5)
Part-time and part-time grant-funded employees that have: (a)
received a satisfactory recommendation from the department head; and
(b) completed six months of service shall be granted a step increase
at the beginning of the fiscal year.
(6)
Hourly employees that have received a satisfactory recommendation
from the department head shall be granted a step increase at the beginning
of the fiscal year, provided they have completed one year of continuous
service as an hourly employee.
(7)
Returning seasonal employees shall be granted a step increase
at the beginning of the fiscal year, provided they are returning to
the same position held previously as a seasonal employee.
B. If a part-time or part-time grant-funded employee moves to a job
with a different title, the employee must complete six months of service
in the new title prior to receiving the increase.
C. Employees serving their initial probationary period are not eligible
to receive step increases. If an employee is on initial probation
and ineligible for the step increase at the time it is granted, that
employee shall be eligible for a step increase upon completion of
the initial probationary period if the employee has received a satisfactory
performance evaluation and a favorable recommendation from the department
head and if the employee began his/her probation prior to the first
day of the pay period that the increase was granted.
D. If the County Sheriff has established a probationary period in excess
of one year, deputy sheriffs shall be eligible for a step increase
upon completion of one year of service, and each July thereafter if
they have received a satisfactory performance evaluation and a favorable
recommendation from the Sheriff and if their probationary period began
prior to the first day of the pay period that the increase was granted.
The granting of such a step increase shall not be construed as successful
completion of the probation.
E. All step increases shall be effective at the beginning of the pay
period that is closest to July 1. If July 1 falls exactly in the middle
of a pay period, the step increase shall be effective at the beginning
of that pay period.
The regularly scheduled workweek for County service shall consist
of five workdays of not fewer than 35 hours nor more than 40 hours
per week, at the direction of the Board of County Commissioners. The
normal workweek commences on Monday at 12:00 midnight and terminates
on the following Sunday at 12:00 midnight. Special provisions apply
to shift work. The Board of County Commissioners may adopt a variety
of shift work schedules. The Board of County Commissioners may also
adopt a variety of nonshift, nontraditional work schedules for groups
of employees as prescribed by County government needs. These work
schedules shall relate to a specific class of County employees whose
nature of work is best suited to a nontraditional workweek. The adoption
of nontraditional work schedules shall be to accommodate the needs
of the County and the public, not the desires of individual employees.
[Amended 3-12-2013 by Ord. No. 07-13; 10-8-2013 by Ord. No. 44-13]
Shift differential is paid to those eligible employees working
qualifying shifts as set forth below:
A. Eligible employees are employees that receive and dispatch emergency
and nonemergency calls from the public regarding public safety and
law enforcement issues and sworn members of the Sheriff's Office and
the Detention Center.
B. Qualifying shifts are shifts that begin before 6:00 a.m. or after
9:00 a.m.
C. Shift differential will be paid for hours worked between 4:00 p.m.
and 8:00 a.m. by an eligible employee working a qualifying shift.
D. Shift differential is not paid for hours on paid or unpaid leave.
E. The shift differential rate is established in each approved annual
budget for the County.
F. The Director of Personnel and the Director of Finance and Budget
or their designee must review all requested shifts to ensure compliance
with policy.
[Added 1-13-2015 by Ord. No. 02-15; amended 1-23-2018 by Ord. No. 02-18]
A. Qualified
Deputy Sheriffs, Correctional Officers, and nonsupervisory Public
Safety Call-Takers, Dispatcher Trainees, and Dispatcher Is are entitled
to receive an additional $1 for each hour they directly instruct and
supervise a probationary deputy or employee during the initial field
training period for a probationary deputy or employee. The $1 per
hour shall not be paid for hours when the Field Training Officer (FTO)
or probationary deputy or employee is on leave or not working the
same schedule.
B. In order
to qualify, an FTO must be formally trained and designated by the
Sheriff or department head as a FTO and assigned a probationary deputy
or employee within the guidelines of the Sheriff’s Office’s
or Department’s FTO program. No FTO shall receive FTO pay after
the assigned probationary deputy or employee is released to perform
independent duties. Only one FTO shall receive the FTO pay per trainee
per hour.
[Added 4-18-2023 by Ord. No. 11-23]
A. K-9 Handler pay is that amount set forth in the budget approved by
the Board of County Commissioners, if any, paid to sworn law enforcement
who kennel and care for their Calvert County Sheriff's Office
canine that is in service.
B. Only a handler that has successfully completed training as a K-9
Handler in accordance with the Calvert County Sheriff's Office
Administrative and Operational Manual, and is designated by the Sheriff
as a K-9 Handler.
C. A K-9 Handler is eligible for K-9 Handler pay, subject to budget,
for:
(1)
Each regular hour worked; and
(2)
Each hour of approved paid leave used.
D. A K-9 Handler is not eligible for K-9 Handler pay for:
(1)
Hours on unpaid leave; or