ORD-2000-141 Personnel Ordinance Amendment - Equity/Retention Salary Adjustment

Browse Search

4 Attachment ✓ The position's required knowledge, skills, and abilities are acknowledged and documented as being difficult to recruit or having a critical labor market shortage according to market salary data and recruitment data. ❑ Retention To retain a critical employee who has received a job offer with a similar level of responsibility and a higher level of compensation outside the County. 20.3 Eligible Employees A full-time permanent or part-time permanent employee with proficient or higher work performance. 20.4 Equity/Retention Increase Amount The salary adjustment amount may not exceed a two step increase (about 10 percent) inerease within the fiscal year and is 'subject to the availability of funding. No employee may receive an adjustment that results in the employee's salary being above the maximum of the current salary range. Special Circumstance: . When necessitated by retention needs as defined in the "Retention Needs" section of this Ordinance and when a Retention Salary Adjustment would cause the employee's salary to exceed the salary range maximum, the Manager may approve a temporary amendment to the classification and pay plan to change the salary grade for the assigned classification. In this case the employee's salary is set as provided in this Ordinance for a reclassification. Any such amendment is temporary pending a future classification and pay study of the position that will assign a permanent classification and salary grade. 20.5 Review and Approval Process Any Equity/Retention Adjustment requires the Manager's advance written approval. The department head submits a recommendation for any equity/retention adjustment including documentation of the specific circumstances warranting the request and supporting data to the Personnel Director. The Personnel Department organizes and administers the process for department submission of any equity/retention adjustment recommendation, including