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AB 09 Differential Pay

Version 7.1 by Ryan Larkin on 2022/08/23 16:39

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:

08/23/2022

Sheriff Nate Brooksby

Undersheriff Barry Golding

TABLE OF CONTENTS

AB 09_101  Definitions

AB 09_102  References

AB 09_103  General

AB 09_104  Assessment of Duties

AB 09_105  Collateral Selection Criteria

AB 09_106  Bonuses

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 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 or assignments will no longer be eligible for the associated collateral pay.
    4. 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.
    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.

AB 09_105  COLLATERAL SELECTION CRITERIA

  1. Policy:1.

    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.
    2. 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.

    3. The selection committee will select candidates for interviews and/or other relevant skill assessments, and conduct the relevant interviews and/or assessments.

    4. 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.

  2. Rationale:
    1. Decisions related to the selection of staff for collateral positions need to be made in a consistent fashion.

AB 09_106  BONUSES

  1. Policy:

    1. The WCSO may offer bonuses for desired outcomes (recruitment, retention, hiring, etc.).
    2. 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.
    3. When available, the nature and eligibility requirements of bonuses will be relayed to staff via email.
    4. If a bonus program is discontinued:
      1. The termination of the program will be relayed to staff via email; and
      2. All employees currently in the process of receiving bonuses shall be allowed to complete the process.
    5. If a bonus program is modified no retroactive decrease or increase shall be made to employees who have received bonuses.
    6. The past use of a bonus program shall not be construed as a requirement by the WCSO to continue such a program.
  2. Rationale:
    1. In order to promote desired activity, a financial incentive may be offered to employees.
    2. Financial incentives must be relevant to, and in line with, the needs of the WCSO.