(A)   Purpose. The objective of the pay plan is to provide equal pay for equal work and to provide a pay range for each class or position in the county that will allow it to retain employees and to compete in the job market with other private and public employers in the area.
   (B)   Relationship to the classification plan. In order to assure equal pay for equal work, it is necessary to know what the duties and responsibilities of each position are and what training, experience and skills are needed to carry out these duties. This requires a large body of job knowledge, which can best be obtained from a classification plan. The classification plan does not set the pay rate. It merely provides that all those positions in the same class shall have the same pay range. The pay plan provides for ranges of pay to which positions are assigned. The integrity of the classification plan may be maintained in the pay plan if the relative levels of worth among the classes are maintained in allocating classes to the salary schedule.
   (C)   Factors in determining pay allocations. Many factors go into determining the relative worth of a group of positions. These include:
      (1)   The required skills, knowledge and ability;
      (2)   The kind and level of work required;
      (3)   The nature and extent of supervision given and received;
      (4)   Responsibility for public contracts;
      (5)   Special working conditions;
      (6)   Training and experience requirements; and
      (7)   Execution of orders and policies.
   (D)   Application of pay plan.
      (1)   Ranges of pay are intended to be base pay for a standard workweek in various classes of work as defined by county policy.
      (2)   Pay rates are not intended to include special assignment differentials, reimbursement for travel expenses or other authorized expenses incurred in connection with official business.
      (3)   The minimum rate of each class should be the normal entering rates. Departures from this should be made only if necessary to fill a vacancy despite vigorous recruitment efforts or as recognition of exceptional qualifications.
      (4)   Progression through the pay range will depend on funding availability. However, under normal circumstances, the employee may receive a pay increase when:
         (a)   An across-the-board or percentage increase is budgeted by the County Fiscal Court;
         (b)   Merit increases are awarded due to outstanding performance; or
         (c)   A higher degree of certification in the class of employment is attained.
      (5)   A promotion may require an adjustment in pay to reach the minimum pay rate of the new classification. Further progression through the pay range is governed by the same criteria as set forth in this division (D) above, as well as elsewhere in these policies and procedures. If the employee has already reached the minimum pay rate of the new classification plan, the Fiscal Court shall determine an appropriate increase in compensation.
      (6)   The pay plan set forth on the following pages uses the federal minimum wage as the base point for all classes. The compensation plan schedule will increase annually by the CPI authorized by the Fiscal Court.
(Ord. 4-2014, passed 7-31-2014, § 3.65)