Skip to Content

Wiki source code of AB 09 Differential Pay

Version 6.1 by Ryan Larkin on 2022/08/11 17:57
Hide last authors
Ryan Larkin 1.1 1 **Washington County Sheriff's Office**
2
3 **ADMINISTRATIVE DIVISION**
4
5 Policy Manual
6
7
8 Volume: AB
9
10 Staff Management
11
12 Chapter: 09
13
14 Differential Pay
15
16
17 Replaces and/or Supersedes:
18
19 None
20
21 Published:
22
23 06/28/2022
24
25 Review Date:
26
Ryan Larkin 5.1 27 07/05/2022
Ryan Larkin 1.1 28
29
30 Sheriff Nate Brooksby
31
32 Undersheriff Barry Golding
33
34
35 __**TABLE OF CONTENTS**__
36
Ryan Larkin 5.1 37 AB 09_101 Definitions
Ryan Larkin 1.1 38
Ryan Larkin 5.1 39 AB 09_102 References
Ryan Larkin 1.1 40
Ryan Larkin 5.1 41 AB 09_103 General
Ryan Larkin 1.1 42
Ryan Larkin 5.1 43 AB 09_104 Assessment of Duties
Ryan Larkin 1.1 44
Ryan Larkin 5.1 45 AB 09_105  Collateral Selection Criteria
Ryan Larkin 1.1 46
Ryan Larkin 5.1 47
Ryan Larkin 1.1 48 **AB 09_101 __DEFINITIONS__**
49
50 1. WCSO: Washington County Sheriff's Office
51
52 **AB 09_102 __REFERENCES__**
53
54 NONE
55
56 **AB 09_103 __GENERAL__**
57
58 1. Policy:
Ryan Larkin 4.1 59 11. The WCSO offers differential pay for select assignments and collateral duties.
Ryan Larkin 1.1 60 11. Differential pay is offered only while a staff member is assigned to areas that have been assigned a differential value.
Ryan Larkin 4.1 61 11. Staff leaving assignments or collaterals or assignments will no longer be eligible for the associated collateral pay.
Ryan Larkin 5.1 62 11. Collateral assignments may be discontinued for cause or for the needs of the Sheriff's Office. Continuation of a collateral or assignment is dependent upon, but not limited to, adequate job performance and maintenance of necessary certifications and/or training.
Ryan Larkin 4.1 63 11. Collateral pay is not cumulative. Staff eligible for more than one collateral differential shall receive only the highest assessed value.
Ryan Larkin 1.1 64 1. Rationale:
65 11. Certain assignments and collateral duties require an increased allocation of time and resources from WCSO staff. Compensation for such activities is one method of recognizing and rewarding this effort.
66
67 **AB 09_104  __ASSESSMENT OF DUTIES__**
68
69 1. Policy:
70 11. Differential pay will be based on the assessed value of the collateral or assignment. Some of the factors used in this evaluation are:
71 111. Additional training required;
72 111. Amount of additional time required;
73 111. Ongoing training requirements; and
74 111. Value to the WCSO organization.
75 11. The decision regarding the assessed value will be made by the Sheriff in cooperation with Washington County Human Resources.
76 1. Rationale:
77 11. Decisions regarding compensation must be made in a consistent and equitable fashion.
Ryan Larkin 5.1 78
79 **AB 09_105  __COLLATERAL SELECTION CRITERIA__**
80
81 1. (((
Ryan Larkin 6.1 82 Policy:1.
83
84 (((
85 When a position in an eligible collateral is to be filled the process will be as follows:
86
87 1. An email will be sent to all eligible staff informing them of the vacancy, where to submit interest, and the date by which application must be made.
Ryan Larkin 5.1 88 1. The Sheriff or designee will appoint a selection committee to evaluate applicants. Applicants will be assessed on their previous job performance as well as skills relevant to the position applied for.
89 1. (((
90 (% style="line-height:108%" %)The selection committee will select candidates for interviews and/or other relevant skill assessments, and conduct the relevant interviews and/or assessments.
91 )))
92 1. (((
93 (% style="line-height:108%" %)The relevant scores as determined by the selection committee will be compiled and the ranked list will be presented to the (%%)Sheriff or designee for final approval.
94 )))
95 )))
96 )))
97 1. Rationale:
98 11. Decisions related to the selection of staff for collateral positions need to be made in a consistent fashion.