Personnel and Office Policies and Procedures
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SECTION 2

PAY

Section 2.1 Pay Policy: It is the policy of the Executive Committee of the North Central Regional Planning Commission that like pay shall be given for like work and that the scales of pay in the pay plan shall be comparable with those for comparable work in private employment in the area and in other similar public jurisdictions.

Section 2.2 Pay Plan: A compensation plan, showing the salary range for each class and the intermediate steps within each range, shall be a part of and attached to this policy statement. (See Appendix 3) The Executive Director shall recommend revisions of this plan to the Executive Committee from time to time to reflect changes in responsibility, economic conditions, or other valid influencing factors.

Section 2.3 Monthly Rate and Pay Period: As determined by the Executive Director, employees in temporary or part-time positions may be paid a monthly or hourly rate, using the monthly rate established in the pay plan for the class to which they are appointed as a guide, on a once a month basis unless deemed otherwise by the Executive Director.

Section 2.5 Entrance Rates of Pay: Initial appointments shall generally be made at the minimum rate of a class salary range, except that the Executive Director may make initial appointments above the minimum rate when justified because of experience or outstanding qualifications of the appointee or the inability to recruit qualified candidates at the minimum rates. Appointments may be made below the minimum rate for trainees only.

Section 2.6 Authority to Effect Personnel Actions: Authority to appoint, promote, transfer, demote and separate personnel shall be vested in the Executive Director.

Section 2.7 Employee Evaluations: Decisions affecting actions concerning individual personnel matters shall be, in part, based upon employee evaluations whose form is found in Appendix 1. All employees shall undergo a minimum of one evaluation each year, generally on their anniversary. New employees shall undergo a minimum of two (2) evaluations, one at the end of the first six (6) months and a second at the end of their first year.

Section 2.8 Eligibility for Pay Increase: Employees shall be eligible for pay increases as follows:

a. Pay increases based on merit shall be granted only to an employee who:

1. Holds a position in a class for which there is a range of pay;
2. Holds a regular appointment;
3. Is not at or above the maximum pay rate for the class.

b. Once an employee reaches the maximum pay rate for a class, he/she shall be frozen at that rate for twenty-four (24) consecutive months. At the end of that time, the employee shall be eligible for two (2) additional pay increases before being permanently frozen at a set rate of pay.

c. Pay increases based on the rise in cost of living shall be submitted by the Executive Director to the Executive Committee for its approval on an annual basis.

Section 2.9 Rate of Pay Increases: The date on which an employee becomes eligible for a one-step proficiency pay increase shall be determined as follows:

An employee shall complete six (6) consecutive months at his present rate in order to be eligible for the next higher step EXCEPT for special situations as determined by the Executive Director and confirmed by the Executive Committee.

Section 2.10 Budgetary Provisions: Provisions will be made for pay increases in the budget of the Executive Committee according to its need.

Section 2.11 Pay Adjustment When Pay Plan is Amended: When the pay plan is amended, rates of pay for employees in the classes affected shall be changed as outlined below. Such changes shall be called "pay adjustments" and shall not affect eligibility for merit pay increases.

a. Change of Grade: When a class is changed from one pay grade to another, pay rates of employees holding positions in that class shall be changed as follows:

i. Increase: When a class is advanced from one pay grade to another, the pay of each employee in that class shall be advanced to an equal or higher paying step of the new grade at the discretion of the Executive Director.

b. Decrease: The Executive Director may recommend and the Executive Committee may adopt lower pay scales for any grade.

c. Change of Step: When the step of a pay grade is changed, pay rates of employees holding positions in that class shall be changed as follows:

i. Increase: When a pay step of range is increased, the pay of each employee at that step shall be advanced to the new rate specified.

ii. Decrease: The Executive Director may recommend and the Executive Committee may adopt lower pay scales for any step.

Section 2.11 Fiscal Year-End Bonuses: The Executive Committee may award fiscal year-end bonuses in conjunction with other pay increases if the NCRPC exceeds budgetary expectations. The amounts or percentages shall be suggested by the Executive Director with final approval vested solely with the Executive Committee.

This practice is discretionary and is not to be construed by any employee as being mandatory by the Executive Committee.