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Last modified by Ryan Larkin on 2022/08/23 16:40
From version 4.1
edited by Ryan Larkin
on 2022/06/30 16:14
Change comment: Changes based on HR input
To version 5.1
edited by Ryan Larkin
on 2022/07/05 17:48
Change comment: Revisions based on attorney input

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... ... @@ -24,7 +24,7 @@
24 24  
25 25  Review Date:
26 26  
27 -06/30/2022
27 +07/05/2022
28 28  
29 29  
30 30  Sheriff Nate Brooksby
... ... @@ -34,15 +34,17 @@
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 +
46 46  **AB 09_101 __DEFINITIONS__**
47 47  
48 48  1. WCSO: Washington County Sheriff's Office
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57 57  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 59  11. Staff leaving assignments or collaterals or assignments will no longer be eligible for the associated collateral pay.
60 -11. Collateral assignments may be discontinued for cause. Continuation of a collateral or assignment is dependent upon, but not limited to, adequate job performance and maintenance of necessary certifications and/or training.
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.
61 61  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.
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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.
78 +
79 +
80 +**AB 09_105  __COLLATERAL SELECTION CRITERIA__**
81 +
82 +1. (((
83 +Policy:1. (((
84 +When a position in an eligible collateral is to be filled the process will be as follows: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.
85 +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.
86 +1. (((
87 +(% 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.
88 +)))
89 +1. (((
90 +(% 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.
91 +)))
92 +)))
93 +)))
94 +1. Rationale:
95 +11. Decisions related to the selection of staff for collateral positions need to be made in a consistent fashion.