ORDER N0.29075
REVISED PERSONNEL POLICY
Came to be heard this the 14~' day of March 2005 with a motion made by Commissioner
Letz, seconded by Commissioner Baldwin. The Court approved by vote of 3-1-0 the
policy relating to 7.08 PAY SCALE (c) as presented to read as follows AND all
employees that have had increases up to this date, this budget year, will receive both a
merit and longevity grade increase.
(c) When an employee leaves a position no new hire may be employed at a higher
classification than Step 1 of the Group to which the position belongs, without prior
approval of the Commissioners' Court. An employee who transfers to another position
within the county shall keep all longevity step/grade increases earned. An employee who
transfers to another position within the county shall not be allowed to transfer any prior
merit increases they have earned in their current position.
COMMISSIONERS' COURT AGENDA REQUEST
PLEASE FURNISH ONE ORIGINAL AND NINE COPIES OF THIS
REQUEST AND DOCUMENTS TO BE REVIEWED HY THE COURT
MADE BY: Jonathan Letz OFFICE: Commissioner, Pct. 3
MEETING DATE: March 14, 2005 TIME PREFERRED:
SUBJECT: Consider and dixuss policy related to transfer of Kert County anployees
from onejob position to another.
EXECUTIVE SESSION REQUESTED: (PLEASE STATE REASON
NAME OF PERSON ADDRESSING THE COURT: Commissioner, Pct. 3
ESTIMATED LENGTH OF PRESENTATION:
IF PERSONNEL MATTER -NAME OF EMPLOYEE:
lime for submitring this request for Court to assure Nat Ne matter is posted in
accordance wiN Titk 5, Chapter 551 and 552, Government Cade, is az follows:
Meeting scheduled far Mondays: 5:00 P.M. previous Tuesday.
THIS REQUEST RECENED BY:
THIS REQUEST RECENED ON: @
All Agenda Requests will be screened by Ne Couvry Judge's l7ffiu [o determine if adequate
information has been prepared for Ne Court's formal consideration end action et time of Court
Mxtings. Your cooperation will be appreciated and contribute towards you request being
addmssed et Ne earliest opportunity. See Agenda Request Rules Adopted by Commissioners'
Court.
7.08 TM County lalntaine • alaralflaation plan or •olwry wah-
9AY BCALiC; rdule• bj rhlah each also o3 poritien fe awignrd to • pay
proup,_b~erd on the winLUr. qualiflaalSona nroeewrry to do
' ~ "'this p~Ytlavlar fob. TM olartrw of out in Lhr Mary
`a~ ", ~ anhrduFr"'°arr dbigned to oowpenealr an opleyee vhe rorke
an avrragr at 40 hours prr »rk.
(D) Step Sngraraw are granted duo !o qualifleatio'u apd
rxprrirnae in excwr of the winiwuw srqul»d for the fob
and xy alto 6r g»nted for euebined about avr»gr
perfarwanor. os other e1w11ar faatorr. Inereawrd
»eponw1b111ty or olhrr ehangrr in winiruw qualifiaationw
of the partioular lob uy net Zorw tM buie fer rbp
Snorruer. TheN ehanpea wwt 6r addrerard through
reolarelflaaLlon of thr positfop.
<e> YMn an ewploywe lours a position ne nw hl» way Dr
rapleyed aL • highrr situ itlaatlon that Step 1 of tha
Group to rhiah thr porltion 6rlenge, rlthauL or1°r wpprovwl
of tM Cowwiuiona»' Court. Tranatrrr, evm 1f vithln thr
uw dspartrent, a» •nrr hf»r• for purpoow of thlw
rrqui»rnt. Thr fast !Mt thr» uy Dr wurplue fundw 1n
thst aabry lint ito is no! an authorization to h1» a! w
highrr 3trp than autherized 6y thL pa»0»ph.
7.09 /a) The CowwLaione»' Court, perlodleally, »viera thr
RNGLASS- elueiflcation rahrdule to drlerwlnr Mrther rwlaulfiw-
IFIEA710NS tione a» nrvrbrY. Elected Ottiolalr way apply to tha
court for realasaifloationr at poritlone.
l61 Realwalficatione rill be granted gnly upon • sherinp
of Snarea~rd dutlp, reepona1bi11tio, or rrquired
education, training, dprrre of difficulty of thr deb, or
other valid nen-rrit faetrrr luatlfying rwlauifieation.
All »queata for reolueli laatlon wuat be aaaoapanied by
thr fob deraiiptlon for the net posit ion.
lot ReaLuifioatien L not Lo 6e uwrd w • scone to obtain
pay raises for individual wwployere.
7. 10 BaeK eeplhjH ie~ »quised to cork the nuabrr of hours per
PAY REDUCTIONS day tMt tN position Sa budgeted for.
POIF, SNSUPFICICM4
NOURS Rrpular full tlwr rwployeee are paid on tbs basic of an
ave»gr of 40 hourw prr vrek. If m ewploya Sails rorklnp
the full nuwber of hourw for rhleh the position is
6udpeted, after deducting coaprnaatory ti w, rick leave, or
vacation (if the ewployee Sr rntitled !o rush) the pay of
that Perron shall be »duced to eowpmwb the individual
for actuQ hou» vorkrd. FAILURN TO YORK THE KINIMUN NOURS
FOR YNICN THE POSITION I9 FUNDED MAY RESULT IN REDUCTIONS
IN FUTURE PAY, DEDUCTIONS IN LEAVN TINE, TERMINATIN Op
ENPLOYNENT AND/OR IN EXTREME CASE9 LEGAL ACTION TO RECOVER
OVERPAYMENT.
1B^
PAOPOSB REVISED LONGEVITY AND
-.- EDUCATIONAL PAY INCTtEASE POLICY
ADOPTED AUGU97' 25, 2403
1.) All new stryaloyeq rhatl continue to beiN u Step 1 of dr appropriate pay grade
uNar the Catmdatioewa Court appecm an exceptlw N advance m u provided
below faLw Eoforcunent Pcr•ntutd.
L) All Xur Cwnty mgloyaa fiatl rtceive a one (!) rtW ifaeue, or the equivdwl
daoreoS upon wmplNion of om grab eatirhROry mploympn w1W the Couay,
arorhar om (1) aN icasae, or the e{uivdmt throw( tills aD additicad three
yrrt cf aaraia, and ntdNuNi Oe4 (I) rtep ioasa agar ac6 wuesdvs tNw
yea of rertdm-i.e. 1, 4, 7, 10, uc. AY neh Grn.w rhW beeeme eaeerWe
on We Wyr•tl fadbwhai thr nnhvna7 data
1) law Baloruaan 9t>aato•l rtrpin•d to IrW .pace oMwa' or ldtar' liuea
ahatl rxdve a oa (1) KaP (nrrarq n the e0njvdwt thaeot upon raript of
thdr hatatmadlra cmdttcela aotlther oM (I) deP Naar. a the sgWvdwe
tbarot, upon lecdpt otthelr advmced nati&ntb end • two (1) wP uaaaw, or
the rgdvdaM thaooS upon reedpt a[thdr aWa nMBcate. All nil aara.aa
ahdl berose effectlm w the Pgrdl [otlowiai thea•alvenap date.
<.) Near i,aav Eafoxnont perwrmd rpuhed a hob a pan offrm' or )ailed'
ti Enna rha4 Ypo• hniag, l» ptNtled \o, a on (1I trap u\craen o+the equivdeM
thm•oY whh an WwvKdlata ter\i&Ya, an addtdond one (I) atop ficrearA a We
equ'rvaka 1laatw( with ae dwoe ceruScria YM n additionl two (1) nep
inawr4 M the eGtdae]®t lhgeo[ wiW a reWgr Yan~tlut0.
S) PNplehea rYtl aedve ^ oar ()) say aweaa. er W egnhalat [Mass[,
•P•• tsalpt d thek 6terwdlae nrlMutq awWv era (A) rtry iwsaaq
a the agwhWOt Wueo[. •po• t•al-r a[ WdradvanW oeAMuta Atl tut6
Inuwtra ahaY hasasa Ilfeedve o• the pa7rei foiowhi the acerveaaey
drtp
6.y Now ANpaabaa obeli, np• h44i, M wtlt/ed M a rra (O dap Ntraw, ar
W egdvalent Wrrfe4 with n i•waaedaa eMNnta u adNderd oaa (1)
rtep aerta4 er the agrWa4rt Wow[, wh1 an advaaN aMlfeah
7J ]toad and Brhlp pananad >egnlrod u YoW a rpaW tleeme ahatl receive a
one (1) step trerwre, w the sq•iraknt thereof, •po• raetpf a[ their
rvtll(ate, atather one (i) rap Yerarn, ar W egnlvaknt ttaerwf, thee
radpt of any addidoad artli6cata.
!.) Ibb acd Brldp perwnwl required to 6d1 a rpaW lieene and t[ thh
Ikene N aq•ired u part of thdr job 6uedpdon, ehatl not 6e entitled co aoy
addifMnal inereare la aa4rt.
7.08 PAY SCALE
® When an employee leaves a position no new hire may be employed at a higher
classification than Step 1 of the Group [o which the position belongs, without prior
approval of the Commissioners' Caurl. An employee who hensfers to azwther position
within the county shall keep nll longevity increases earned. An employee who transfers to
another position within the county shall trot be allowed to transfer any prior merit
increases they have earned in their current position.
7.06 The County waintainw a olaweff leation plan or 'celery roh-
PAY SCALE edule• by rhiah eachalws of position is ueigned to s pay
group hawed on the winiww qualificat SOne nroeoary to do
tMt particular job. The wlartee w! oui in the Mary
scheduL acs designed to aowpensate an aployee rho rorb
an avsrape of 40 hours Der reek.
(61 Step lnareues err granted due to quallilcations and
experience in excess of tM winiww required for !M jab
and way aLO 6a granted for tuetained shove avwragw
periorwanee, or otMr eiwllar factors. Inoreased
reeponsi-il ity or other ehangea in winiwuw gvalifioatione
of the particular job way not forty the heals for step
inorewa. These changes wuat 6e adtlrewsd through
reelusiflaatlon of the position.
(cl Yhen w oployw lwvee a position no nw hire way bs
ewDloyed at a higher olawiflaallon that Step 1 of the
Group to rhiah the position belongs, rithout prior approval
of the Cowissionere' Court.-
wk
7.09 la> The Loawiwionerw' Laurt, perlodiaally, revises the
REGLA68- elwsifieation schedule to tlebrwine rhether rrolwelfiear
IPIEAIIOMS lions ate nroewary. 6lwted Dffiaialw way apply !o tM
oourt for reclase lfieatloM of doeltfons.
lb/ Rrolweifioatiroa rill 6e grantrdon lv upon a sharilq
of Snorawed duties, rw ponaibilltiw, or rpuirad
education, training, dprsea of difficulty of the jeb, or
other valid non-want irotors justifying reo lawifiealion.
All request far rrolawiS Saation roet be rooowproied by
the job doer iptlon far the nee poHtien.
lc/ Rrolusifioatlen is no! to be used w • wanes to oDlaln
pay raises for Individual ewployww.
7.10 Eaeh oployw Sr required to cork the nuwber of hours per
PAY REDUCTIONS tlay that the posllien is 6udp~led for.
POR INSUFPICIENT
NOURB Regular full ties oploYewe era paid on the basis of an
average of 40 hours per reek. If an ewployes fails corking
the full nuwber of hours far rhiah the position !s
budgeted, after deducting. nowpewatory..tiw, sick leave,-or
vacation lif the ewployw is entitled to such) the pay of
that parson shall De reduced to cowproote the Individual
for actual hours racked. FAILURE TO YOHK THE MINIMUM NOURB
FOR MNICN THE POSITION IS FUNDED KAY RESULT IN REDUCTIONS
IX FUTURE PAY, DEDUCTIONS IN LEAVE TIME, TERMINATIM OF
EMPLOYMENT AND/OR IN E%TREME LASES LEOAL ACTION TO RECOVER
OVERPAYNEMT.
SB