AB09 Differential Pay

Washington County Sheriff's Office

ADMINISTRATIVE DIVISION

Policy Manual

Volume: AB

Staff Management

Chapter: 09

Differential Pay

Replaces and/or Supersedes:

None

Published:

06/28/2022

Review Date:

06/28/2022

Sheriff Nate Brooksby

Undersheriff Barry Golding

TABLE OF CONTENTS

AB 10_101  Definitions

AB 10_102  References

AB 10_103  General

AB 10_104  Accountability

AB 09_101  DEFINITIONS

1. WCSO:  Washington County Sheriff's Office

AB 09_102  REFERENCES

NONE

AB 09_103  GENERAL

1. Policy:
   1. The WCSO offers differential pay for select special assignments and collateral duties.
   2. Differential pay is offered only while a staff member is assigned to areas that have been assigned a differential value.
   3. Staff leaving assignments or collaterals will no longer be eligible for the associated collateral pay.
   4. 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.
   5. Collateral pay is not cumulative. Staff eligible for more than one collateral differential shall receive only the highest assessed value.
2. Rationale:
   1. 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.

AB 09_104  ASSESSMENT OF DUTIES

1. Policy:
   1. Differential pay will be based on the assessed value of the collateral or assignment. Some of the factors used in this evaluation are:
      1. Additional training required;
      2. Amount of additional time required;
      3. Ongoing training requirements; and
      4. Value to the WCSO organization.
   2. The decision regarding the assessed value will be made by the Sheriff in cooperation with Washington County Human Resources.
2. Rationale:
   1. Decisions regarding compensation must be made in a consistent and equitable fashion.