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Last modified by Ryan Larkin on 2022/08/23 16:40
From version 2.1
edited by Ryan Larkin
on 2022/06/28 17:29
Change comment: There is no comment for this version
To version 8.1
edited by Ryan Larkin
on 2022/08/23 16:40
Change comment: There is no comment for this version

Summary

Details

Page properties
Title
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1 -AB09 Differential Pay
1 +AB 09 Differential Pay and Bonuses
Content
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24 24  
25 25  Review Date:
26 26  
27 -06/28/2022
27 +08/23/2022
28 28  
29 29  
30 30  Sheriff Nate Brooksby
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34 34  
35 35  __**TABLE OF CONTENTS**__
36 36  
37 -AB 10_101 Definitions
37 +AB 09_101 Definitions
38 38  
39 -AB 10_102 References
39 +AB 09_102 References
40 40  
41 -AB 10_103 General
41 +AB 09_103 General
42 42  
43 -AB 10_104 Accountability
43 +AB 09_104 Assessment of Duties
44 44  
45 +AB 09_105  Collateral Selection Criteria
45 45  
47 +AB 09_106  Bonuses
48 +
49 +
46 46  **AB 09_101 __DEFINITIONS__**
47 47  
48 48  1. WCSO: Washington County Sheriff's Office
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54 54  **AB 09_103 __GENERAL__**
55 55  
56 56  1. Policy:
57 -11. The WCSO offers differential pay for select special assignments and collateral duties.
61 +11. The WCSO offers differential pay for select assignments and collateral duties.
58 58  11. Differential pay is offered only while a staff member is assigned to areas that have been assigned a differential value.
59 -11. Staff leaving assignments or collaterals will no longer be eligible for the associated collateral pay.
60 -11. The maintenance of a collateral assignment eligible for differential pay is based on adequate job performance. Failure to maintain adequate performance may result in the removal from eligible collaterals.
61 -11. Collateral pay is not cumulative. Staff eligible for more than one collateral differential shall receive only the highest assessed value.
63 +11. Staff leaving assignments or collaterals or assignments will no longer be eligible for the associated collateral pay.
64 +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.
65 +11. Collateral pay is not cumulative. Staff eligible for more than one collateral differential shall receive only the highest assessed value.
62 62  1. Rationale:
63 63  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.
64 64  
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73 73  11. The decision regarding the assessed value will be made by the Sheriff in cooperation with Washington County Human Resources.
74 74  1. Rationale:
75 75  11. Decisions regarding compensation must be made in a consistent and equitable fashion.
80 +
81 +**AB 09_105  __COLLATERAL SELECTION CRITERIA__**
82 +
83 +1. (((
84 +Policy:1.
85 +
86 +(((
87 +When a position in an eligible collateral is to be filled the process will be as follows:
88 +
89 +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.
90 +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.
91 +1. (((
92 +(% 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.
93 +)))
94 +1. (((
95 +(% 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.
96 +)))
97 +)))
98 +)))
99 +1. Rationale:
100 +11. Decisions related to the selection of staff for collateral positions need to be made in a consistent fashion.
101 +
102 +**AB 09_106  __BONUSES__**
103 +
104 +1. (((
105 +Policy:
106 +
107 +1. The WCSO may offer bonuses for desired outcomes (recruitment, retention, hiring, etc.).
108 +1. The need for, rates, eligibility, and payment details of bonuses will be determined by the Sheriff in conjunction with the County Commission and County Human Resources.
109 +1. When available, the nature and eligibility requirements of bonuses will be relayed to staff via email.
110 +1. If a bonus program is discontinued:
111 +11. The termination of the program will be relayed to staff via email; and
112 +11. All employees currently in the process of receiving bonuses shall be allowed to complete the process.
113 +1. If a bonus program is modified no retroactive decrease or increase shall be made to employees who have received bonuses.
114 +1. The past use of a bonus program shall not be construed as a requirement by the WCSO to continue such a program.
115 +)))
116 +1. Rationale:
117 +11. In order to promote desired activity, a financial incentive may be offered to employees.
118 +11. Financial incentives must be relevant to, and in line with, the needs of the WCSO.