§ 2-78. Use of salary ranges.

Salary ranges are intended to furnish administrative flexibility in recognizing individual performance among employees holding positions in the same class by rewarding employees for meritorious service. The following general provisions will govern the granting of within-the-range pay increments:

(1)

The minimum rate established for the class is the normal hiring rate, except in those cases where unusual circumstances appear to warrant appointment at a higher rate. Appointment above the minimum may be made on the recommendation of the department director with the approval of the human resources director and county manager. When deemed necessary in the best interest of the county, the human resources director and the county manager may approve a recommendation up to the midpoint of the range. Above-the-minimum appointments will be based on such factors as the qualifications of the applicant being higher than the desirable education and training for the class, a shortage of qualified applicants available at the minimum, and the refusal of qualified applicants to accept employment at the minimum. With the recommendation of the human resources director, the county manager in conjunction with the personnel board may review and approve an appointment to a position above the midpoint of the range. In all cases, the department director must justify their request in writing before approval and commitments to employment can be made.

(2)

Salary ranges are used to reward employees for meritorious service. Each year, the county manager may require department directors to consider the eligibility of employees to receive increments and to recommend such advancement or retention at the same rate. Advancements and retentions must be approved by the county manager.

(Ord. of 8-3-87, § 1.3.3; Ord. of 6-2-03; Amend. of 2-1-10; Amend. of 05-16-2016(1))