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Wiki source code of AB 09 Differential Pay

Version 6.1 by Ryan Larkin on 2022/08/11 17:57
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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
27 07/05/2022
28
29
30 Sheriff Nate Brooksby
31
32 Undersheriff Barry Golding
33
34
35 __**TABLE OF CONTENTS**__
36
37 AB 09_101 Definitions
38
39 AB 09_102 References
40
41 AB 09_103 General
42
43 AB 09_104 Assessment of Duties
44
45 AB 09_105  Collateral Selection Criteria
46
47
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:
59 11. The WCSO offers differential pay for select assignments and collateral duties.
60 11. Differential pay is offered only while a staff member is assigned to areas that have been assigned a differential value.
61 11. Staff leaving assignments or collaterals or assignments will no longer be eligible for the associated collateral pay.
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.
63 11. Collateral pay is not cumulative. Staff eligible for more than one collateral differential shall receive only the highest assessed value.
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.
78
79 **AB 09_105  __COLLATERAL SELECTION CRITERIA__**
80
81 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.
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.