Salary ranges are intended to furnish administrative flexibility in recognizing individual
performance and seniority differences among employees holding positions in the same
class, by rewarding employees for meritorious service. The following general provisions
will govern the granting of within-the-range increments:
(a)
The minimum rate established for the class is the normal hiring rate, except in those
cases where unusual circumstances appear to warrant appointment at a higher rate.
Appointment above the minimum step may be made when the department head, with the
county manager's approval determines that it is necessary and in the best interest
of the county. Above-the-minimum appointments will be based on such factors as the
qualifications of the applicant being higher than the desirable education and training
for the class, a shortage of qualified applicants available to accept employment at
the minimum step.
(b)
Each year, the county manager may require department heads to consider the eligibility
of employees to receive increments and to recommend such advancement or retention
at the same rate. Department heads are to consider all factors affecting employee
performance and will submit the recommendation in writing, giving the reasons whether
to award a merit increment or retain employees at the same rate. Final authority for
granting increments rests with the county manager.
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