§ 3-1-16. Compensation plan  


Latest version.
  • (a) There shall be a Compensation Plan consisting of two parts. The first part shall assign a pay grade to each class in the Position Classification Plan. The second part shall assign a pay range to each such grade. Pay ranges for non-public safety classes shall provide for a minimum, mid-point and maximum rate of pay and shall provide for annual percentage increases not to exceed seven (7) percent, following an employee's annual performance review, depending on how the employee failed to meet, met or exceeded the performance standards established for such increases. Pay ranges for public safety classes shall provide for a minimum and a maximum rate of pay and shall provide for regular increments within such range to be earned by length of service and performance exceeding minimum standards for satisfactory work performance. Each such pay grade and range shall be determined with due regard to the pay practices which are competitive with public and private organizations in the Washington, D.C. metropolitan area with whom the County competes for talent; pay ranges for other classes the duties of which are similar or of equal difficulty or responsibility; minimum qualifications required; and any other factors that may properly be considered to have a bearing upon the fairness or adequacy of the pay range. The Compensation Plan shall also provide for the payment of bonuses not to exceed five percent of an employee's salary on an annual basis to those nonpublic safety employees who are at the maximum rate of pay in their pay grade and who, following their annual performance review, met or exceeded the performance standards set for the award of such bonuses.

    (b) The Compensation Plan adopted by the Board of Supervisors in effect May 18, 1987 shall continue in effect until amended in accordance with the provisions of this Article.

    (c) At least once each fiscal year, the Human Resources Director shall review the Compensation Plan and forward such recommendation for change as he or she may have to the County Executive. Except as otherwise provided in subsection (d) of this Section, the County Executive's recommendations for amendment or revision shall be forwarded to the Board of Supervisors. The Board of Supervisors may seek the advice of the Civil Service Commission on compensation matters where it considers the public interest sufficiently involved. The Board of Supervisors shall not increase or decrease any individual salaries but shall act solely with respect to the Position Classification and Compensation Plans. Any action affecting a class or pay grade and salary shall affect all employees in that class or grade and salary; provided however, that this sub-section does not preclude an employee and the County from entering into a salary reduction agreement pursuant to a duly enacted employee benefit "cafeteria plan" under U.S. Internal Revenue Code § 125. If an employee benefit "Cafeteria Plan" pursuant to I.R.C § 125 is adopted by the Board of Supervisors, the Compensation Plan shall include a table detailing the salary reduction amount required for each benefit option offered. Such table may be amended from time to time in accordance with the provisions of this Article.

    (d) The County Executive may assign any new class established by him or her pursuant to Section 3-1-15(c) to the appropriate pay grade on an existing pay schedule and may reassign any single position class to a different grade on any existing pay schedule. In making such assignments or re-assignments of pay grades to such classes, the County Executive shall give due regard to the pay practices which are competitive with public and private organizations in the Washington, D.C. metropolitan area with whom the County competes for talent; pay ranges for other classes the duties of which are similar or of equal difficult or responsibility; minimum qualifications required; and any other factors that may properly be considered to have a bearing upon the fairness or adequacy of the pay range.

    (e) The above provisions shall not be taken to preclude the adoption of more than one pay schedule within the Compensation Plan, provided that each pay schedule as adopted conforms to the requirements and standards of this Article. (7-87-3; 26-98-3; 24-99-3; 14-00-3; 17-01-3; 35-05-3.)