(A) Procedure.
(1) HR shall notify all supervisors of procedures and deadlines for information necessary for processing classification of positions.
(2) On an annual basis HR shall review relevant and reliable data sources to monitor the salary movement of the market. A more in-depth market review to re-evaluate its overall market position and compensation plan shall be conducted every four years.
(3) HR may evaluate positions when the description has changed and no longer accurately describes the current job duties. Review requests must be in writing to HR by the supervisor and with Director/Administrator approval.
(4) HR reviews all position descriptions whenever a department, bureau, office or division is organized or reorganized, or other changes occur. HR shall require departments to review position descriptions periodically to assure accuracy.
(5) Any pay changes resulting from the review of position descriptions shall take effect on a date determined by HR and the Director of the Department of Management and Budget, or its successor agency.
(6) The analysis regarding the placement of positions in appropriate pay grades shall be based, among other things, on the relative difficulty and responsibility of the work; the prevailing pay rate for a comparable position in the public and private sectors in the vicinity; the relationships among positions within the county; the recruitment and retention experience of the county, and the county's financial position.(2004 Code, § 48-16) (Ord. 2017-01, passed 2-16-2017; Ord. 2022-08, passed 7-28-2022)