ORDER NO. 278@' RPFROVE RECLASSIFICRTION OF JAIL ADMINISTRATOR On this the 1.°,th day of October-, 2@02, upon motion made by Commissioner Williams, seconded by Commissioner- Lets, the Co~ar-t unanimously appr-oved by a vote 3-@-@, the hiring of a Jail Rdministrator• at a 21/8 as opposed to a 21/1. COMMISSIONERS' COURT AGENDA REQUEST PLEASE FURNISH ONE ORIGINAL AND NINE COPIES OF THIS REQUEST AND DOCUMENTS TO BE REVIEWED BY THE COURT. MADE BY: W.R. Hierholzer MEETING DATE: October 15.2002 OFFICE: Kerr Counri Sheriff s Office T[ME PREFERRED:. SUBJECT: (PLEASE BE SPECIFIC) Consider and discuss reclassification of Jail Administrator position from 21.1 ($28,700) to 21.8 ($34,115). EXECUTIVE SESSION REQUESTED: (PLEASE STATE REASON) NAME OF PERSON ADDRESSING THE COURT: Sheriff Hierholzer ESTIMATED LENGTH OF PRESENTATION: IF PERSONNEL MATTER NAME OF EMPLOYEE: Time for submitting this request for Court to assure that the matter is posted in accordance with Title 5, Chapter 551 and 552, Government Code, is as follows: Meeting scheduled for Mondays: THIS REQUEST RECEIVED BY 5:00 P.M. previous Tuesday. THIS REQUEST RECEIVED ON: October 15, 2002 TO: Kerr County Judge Fred Henneke and Kerr County Commissioners' Court FROM: Sheriff W.R. Hierholzer RE: Reclassification of Jail Administrator Position Consider and discuss reclassification ofJail Administrator position from 21.1 ($28,700) to 21.8 ($34,115). Currently the nurse's salary ($33,283) is higher than the Jail Administrator's salary, which is not acceptable. Gillespie County's Jail Administrator makes approximately $31,000; jail population 7 inmates. Kendall County's Jail Administrator makes approximately $35,000; jail population about 40 inmates. I do not anticipate any bottom line change in salazies due to there being openings in jail positions throughout the year. MEMORANDUM TO: Commissioners All Elected Offic' and Department Heads FROM: Fred He DATE: July 27, 2000 SUBJECT: Nash Compensation Study Enclosed for your review is a copy of the Nash Compensation Study, including his recommendation for adjustments in the current pay grades. Basically, Mr. Nash compared our current pay grades with the pay grades in 20 comparable jurisdictions, including Bexar County and the City of Kerrville, and has recommended adjustments in the pay grades for the indicated job classifications. The majority of the adjustments, as we all anticipated, are in the Sheriffs Department, the Jail, and the Road and Bridge Department. _ I personally feel that we collectively, as the Commissioners Court, have an obligation to the Kerr County employees to insure that they are adequatety and fairly compensated for their hard work and excellent service to the citizens of Kerr County. By my calculations, the cost to implement these recommendations is $127,187 (including FICA and retirement). It is my recommendation that these adjustments be implemented beginning next fiscal year along with the Longevity and Educational Pay Increase Policy. This will be on the Agenda for the Special Commissioners Court meeting set for Wednesday, August 2, 2000, beginning at 1:30 pm Encl. g/12l2000 Cover 8:23 AM Kerr County Salary Plan Grades and Progression Prepared by; Michael Nash Ph.D. Nash and Company, tnc 12 June 2000 6/i2/2000 KeirSalPlan 8:23 AM Topic Cover Table of Contents Comments on Cunent Practlce Current Step !n Grade by Dept Benchmark Results Pay Grades Policy Recommendations Progression through Range- Page 1 2 3 I b 6 8 9 2 KerrSalPlan In some cases the same title is paid according to two different pay grades. For example, some Accounting Clerks are in pay grade 16 while others are in pay grade 13 depending on their departments. in Road and Bridge there are Heavy Equipment Operators are paid in both pay grade 16 and 17. Z. In some cases, the same pay grade is assigned to jobs that are clearly not the same in their requirements. For example pay grade iZ is used in the Sheriffs Department for both the Receptionist and the Secretary-CID. The majority of employees have expressed indifference or even cynicism about the study. They say they lack confidence that fhe Court of Commissioners will implement the consultanYS recommendations. Salary increases are recommended by the Departrnent Head. There is no formal appraisal process. Increases are not automatic or based on time in grade. The CCOC approves all recommendations. ti. Not alt promotions involve salary increases. Some involve pay cuts. 6. While it is improving, morale is still a problem in the Sheriffs department 7. You needed this study. 8:23 AM 6/12/2000 Current Step in Grade by Dept pepartrnent Average Step in Grade Road 8 Bridge 4.6 Distrid Clerk 4.3 Tax 3.5 County Clerk 2.5 Maintenance 2.1 OK Jail 1.8 ~_ Sheriff 1.7 Needs correctlon Comments 1. Your pay grades have 12 steps from the entry level (step 1) to the maximum (step 12) No department has the majority of its employees in the middle of the salary range. Some departrnents have the majority of its employees near ifie bottom of the range. This is a practice you should correct 4 KerrSalPlan w gp S tt+ ~!~ I~~ij~~( ~~ ~~~~ ~~ a ~ 1~ ~ ~~ g~ ~"$ ~9 A~ ~~ ~~~~ ~~~~ ~m ~!! ~ ~~ ~~ ~~ _ ._ ~~ ~ ~ ~ }}g~ ~t~~~K~iF~ g XK~~~ ~~~~~~~~~~ ~~~ X ~ s ~ ~ N yy ~A V~9A~N01 NN C/ AJWOIpty ,~ ~ NVOlNJN DANA ^~ A!O~ N a ~ C O ~ O N f J V N A V V I O I f 0~ 0~ l~ VV N V O ~ N J N J A N A A~ t J ~ ~ CC CC CC CC CC CC CC C C C C SS }} ~~~ O~ O ~ V 9 II a V 9 9 9 9 9 9 z a N~ W 6/12!2000 Pay Grades 823 AM EEO Current Category Title Current Rec Rationale Grade Grade O6 Chief Deputy 17 17 survey benchmark 08 AdmininstrativeAssistant 17 17 survey benchmark 08 Admininstrative Clerk 15 17 3 grades (15°k) above cleric 08 Sr. Accouting Clerk 15 15 3 grades (15°,6) above clerk 06 Legal Secretary 14 15 survey benchmark 06 Sr. Clerk 13 13 1 grade (5%) above clerk 08 Clerk 12 12 sruveybenchmark 06 Secretary 12 14 survey benchmark OS Court Reporter 24 24 survey benchmark 02 Assistant AUomey 22 2d survey benchmark OS Court Coordinator 19 19 survey benchmark 02 Juvenile Probation Officer 14 20 survey benchmark 04 Animal Control Officer 15 15 survey benchmark OS 4-H Coordinator 15 17 3 grades (15%) below probation 02 Assistant Auditor 17 17 2 grades (10°~) above legal secretary 08 Sr. Maintenance Custodian 08 Custodian 08 Intermediate Maintenance Custodian 15 15 8 grades (30°k) above custodian 15 ~ 9 survey benchmark 12 12 4 grades (20°,G) above custodian 04 Jailer Nurse -225 . ~ 20s 2 grades (10°k) below Jail Administrator 04 Jail Administrator 20s 21s surveybenchmaAc 04 Jail Adm. Corrections Supervisor 16s 19s 2 grades (10°~) below Jail Administrator 04 Jall Shift Supervisor 15s 17s 3 grades (15%) above Jailer 04 Jailer 14s 14s survey benchmark 04 Booking Officer 145 16s 1 grade (5%) above jailer 04 Dispatch Supervisor 145 1t1s 2 grades (10°~) above Dispatcher 04 Dispatcher 14s 14s survey benchmark 04 Jailer Cook 14s 14s parity with Jailer 04 Jailer Commissary 145 14s parity with Jailer 8H2/2000 Pay Grades 04 ChiefCRminallnvestigator 21s 2iSs survey benchmark 04 Ueutenant 21s 2iSs survey benchmark 04 Patrol Sergeant 20s ~,- 23s survey benchmark 04 Corporal 185 ~20soi32 grades (10%) above patrol deputy 04 CRminal Investigator 17s ~ 21s~sruveybenchmark 04 Deputy Patrol ` 17s 18s survey benchmark 04 ~ Deputy Warrants '~ 17s 18s panty with patrol 04 Deputy TranspoR \ 17s 185 parity with patrol 04 Deputy Civil ~ ~ 17s 18s parity with patrol 04 Deputy Baliff 17s 18s parity with patrol 04 ~ Deputy CouR Security 17s 18s parity with patrol 08 Crew Chief f 18 20 survey benchmark OS Equipment Mechanic II 18 20 3 grades (15°,6) above Mechanic I 08 Heavy Equipment Operator II 18 19 sruveybenchmark 08 Heavy Equlpment Operator I 18 17 2 grades (10%) below HEO II 08 Equipment Mechanic I 14 17 survey benchmark 08 Road Maintenance II 14 14 survey benchmark 08 Road Maintenance I 12 12 surveybenchmark 8:23 AM 6/122000 Policy Recommendations g:23 qM Kerr County compares itself to the actual~av and oav oatwrtunity of ~ surveyed jurisdictions k considers to be like employeers. Kerr County compares its pay grade range maximums (Rs opportunities) y to the median of the actuals and range maximums of its survey. Kerr County has no pay grade maximums that are in the bottom quartile (underpaying) g nor in the top quartile (overpaying). Kerr County policy is to place the maximum of i4s salary pay grade ranges at 4 the median of the survey data. M Is the policy of Kerr County to offer pay opportunities that are competitive with the acua! pay and pay range opportunities of public sector employers In its market. Employees with the same job duties and titles will be paid within the same salary grade. 6 No employee shall be paid less than the minimum nor more than the maximum of their salary grade. h Is the policy of Kerr County to pay Its employees based on a combination of seniority 7 and performance. K is the policy of Kerr County that all competent seasoned employees may expect 8 with time to advance beyond the second step of the range. ft is the policy of Kerr County that some but not the majority of its competent 9 seasoned employees may with time expel to advance beyond the middle step of the salary range. The County Court of Commissioners shaft approve all job descriptions and titles, salary grades, and pay policy recommendations. 0 Department heads shall recommend job descriptions, and movement through the ranges. The County Treasurer shall recommend to the Court of Commissioners that they accept or decline the recommendations of the Department heads. KerrSalPlan 6/12/2000 Progression thru range 8:23 AM I Recommeadatioas- Progression through Range for Sworn A. Training 8 Education Level (Steps based on TCLEOSE Certification Levels) Intermediate Certificate Advanced Certificate Master Note:max step awards is three B. Seniority witfi Kerr County two years four years Note: maximum step awards is two Pay Grade Steps one two three one step two steps C. Seniority in Law enforcement other than Ken• County 3 years one step 5 years two steps Note: maximum step awards is two it Recommeadstioas for Progressioa through sage- others Seniority Option A Seniority Step Awazd 1 year move to second step 2years move to third step 3 years move to fourth step Option B t year move to second step 3 years move to third step 5 years movo to fourth step police and jail police and jail police only 9 KerrSalPlan 6/12/2000 EEO Catagories 8:23 AM N E 01 02 03 04 05 O6 07 OS 88 Non-Exempt Exempt Officials and Administrators Professionals Technicans Protedive Service Workers Paraprofessionals Office snd Clerical Skilled Service/Mairttenance Eleded and Appointed 10 KerrSalPlan -, Kerr County Texas Job Description Job Title: Department: Reports To: FLSA Status: Prepazed By: Prepared Date: Approved By: Approved Date Jail Administrator Sheriffs Department Sheriff Exempt Nash & Co. June 2000 SUMMARY Duects all jail personnel and inmates, oversees receipt and management of various accounts (budget, Inmate Trust Fund). Maintains statutory facility standards estahlished by the Texas Commission on Jail Standazds by performing the following duties. ESSENTIAL DUTIES AND RESPONSIBILITIES include the following. This list is intended to be illustrative and does not represent an exhaustive list of duties and responsibilities. Incumbents may not perform all duties and responsibilities listed. Other duties may be assigned. Acts as in chazge sworn Corrections Officer in the Jail. Organizes, plans, schedules, assigns and supervises the work of jail personnel, especially other managers, supervisors and deputies assigned to the jail division. Makes employment recommendations and trains all new personnel. Because of increased training standazds, training is much more intense and requires a training program similaz to the FTO program required for deputies. Monitors overall jail and inmate activities to prevent disruptive incidents. Maintains adequate food and supplies for all jail operational functions and activities and orders additional items as necessazy. Verifies accounting records of inmates' and commissary accounts and ensures proper accounting for all funds received. Monitors booking records to ensure that all information about each prisoner is properly recorded. Plans work schedules and back up schedules to ensure that adequate personnel aze on duty at all times. Jail staff has grown to 41 from 34. --- Jail Administrator (continued) Monitors operational adequacy of facilities and equipment and ensures prompt repairs as needed. Assures county facility is in compliance with local, state and federal guidelines. Coordinates intake and release of prisoners with other law enforcement agencies. Oversees boazd billing and social security reports. Prepares various reports regularly. Prepares reports for disciplinary heazings. Creates, files, monitors, and maintains facility records. Performs related duties as required. SUPERVISORY RESPONSIBILITIES Manages subordinate supervisors who supervise numerous employees including Corrections Sergeants, Corrections commissary Officer, Corrections Nursing Officers, ~.. Corrections Food Service Officers, Corrections Booking Officers and Corrections Officers. Must deal with increased liability concerns. Is responsible for the overall direction, coordination and evaluation of these units. Carries out supervisory responsibilities in accordance with the organization's policies and applicable laws. Responsibilities include interviewing, hiring, and training employees; planning, assigning, and directing work; appraising performance; rewarding and disciplining employees; addressing complaints and resolving problems. QUALIFICATIONS To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below aze representative of the knowledge, skill, and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. Knowledge of: Principles of management Administration and operation of a detention facility Statutes, rules and regulations which affect operation of facility Criminal and civil law, and inmate civil rights Security procedures and techniques Jail standazds Fire and health codes -- Preparation of various reports Operation of personal computer and related softwaze and communication equipment .- Jail Administrator (continued) Business English, spelling and arithmetic Department policies, procedures, rules and regulations Ability to: Train, duect and evaluate staff performance and reprimand employees as needed Maintain up-to-date knowledge of regulations relevant to the Jail facility Explain and enforce policies and regulations Establish and maintain effective working relationships with numerous law enforcement agencies and officials, attorneys and other representatives ofthe courts and the general public Utilize radio and electronic communication equipment Write and submit monthly reports to meet jail standards Maintain jail security Communicate effectively orally and in writing Organize and handle multiple tasks simultaneously Interact and communicate well with co-workers and vazious departments Organize time, materials, personnel effectively Operate a personal computer and related softwaze EDUCATION and/or EXPERIENCE High school diploma or general education degree (GED) required; Associate's degree (A.A.) or equivalent from two-yeaz college preferred. Plus five yeazs progressively responsible experience as a law enforcement officer including two yeazs supervisory experience; or any equivalent combination of experience and training which provides the required knowledge, skills and abilities, and satisfies state statutes. MATHEMATICAL SKILLS Ability to calculate figures and amounts such as discounts; interest, commissions, proportions, percentages, and volume. Ability to apply concepts of basic algebra. REASONI NG ABILITY Ability to solve practical problems and deal with a variety of concrete vaziables in situations where only limited standazdization exists. Ability to interpret a vaziety of instructions furnished in written, oral, diagram, or schedule form. CERTIFICATES, LICENSES, REGISTRATIONS Certification as a Jailer by the Texas Commission on Law Enforcement Officer Standazds and Education. Valid driver's license PHYSICAL DEMANDS The physical demands described here aze representative of those that must be met by an employee to successfully perform the essential functions of ~_ this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. Jail Administrator (continued) While performing the duties of this job, the employee is regularly required to stand, walls, and talk or heaz. The employee frequently is required to sit and reach with hands and azms. The employee must occasionally lift and/or move up to 25 pounds. Specific vision abilities required by this job include close vision, distance vision, peripheral vision, depth perception, and ability to adjust focus. WORK ENVIRONMENT The work environment characteristics described here aze representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. While performing the duties of this job, the employee is regulazly exposed to inside environmental conditions. The employee is frequently required to interact with dissatisfied, verbally or physically abusive or violent inmates. The noise level in the work environment is usually moderate. Hazards Hazards are high, unpredictable, and protected against