Okaloosa County BOCC — August 18, 2015 — Human Resources Policy Manual Proposed Changes 8-18-15

CHAPTER VI – COMPENSATION PLAN Section B – Market Adjustment (Optional) The market adjustment is the component that is used to ensure that the salary structure is adjusted equally across-the-board to reflect changes in the wage index. Two (2) considerations dictate whether or not a wage adjustment will be administered: changes in the wage index based upon references such as the Bureau of Labor Statistics (BLS), and the budgetary constraints of the County. Each year, the Board shall vote on the applicability and ability of Okaloosa County to apply a wage adjustment(s) to the salary structure. When applicable and when funds are available, an percentage increase will be applied equally to all ranges, and may be applied equally to all employee salaries. Section D – Starting Rates for New Employees 1) In most cases, a new employee shall be paid the minimum rate of pay for the position. Exceptions may be granted upon the written prior approval of the department director and the Human Resources Director. 2) The minimum rate for each position is based upon the assumption that a new employee meets the minimum qualifications stated in the class specifications. In the event that qualified applicants cannot be located for a given position, consideration should be given to establishing a new position at a lower grade that will reflect lower level duties and corresponding lower entrance requirements. 3) If a selected candidate exceeds the minimum qualifications stated in the class specification and will not accept appointment at the minimum rate for the position, the candidate may be appointed at a higher rate up to ten percent (10%) above the minimum of the salary range upon the written approval of the department director and the Human Resources Director. Appointments up to the mid-point 75th percentile of the salary range may be authorized by the County Administrator. These cases should be thoroughly analyzed and measured against objective qualification standards including, but not limited to, related job experience, educational background, comparable market data, internal salary equity, available resources, and Federal Wage and Hour laws. Consideration should be given to review and compare the salaries of employees in similar positions. In addition, every effort should first be made to recruit a qualified employee who will accept appointment at the minimum rate for the position. Section F – Promotional Increases 1) Policy When an employee is promoted to a position in a higher grade, the employee’s salary will increase at least to the minimum or hiring salary of the new grade. If an employee is at or above the minimum salary, a maximum of a ten percent (10%) increase may be authorized by the department director and the Human Resource Director. Promotions up to the mid- point 75th percentile of the salary range may be authorized by the County Administrator. 2) Procedures for Determining Promotional Increase  a) After a thorough analysis of internal equity and measurement against objective qualification standards, the department director will recommend the amount of the promotional increase within the standards stated in this policy. b) Final approval for all promotional increases must be made by the Human Resources Director or the County Administrator, with recommendations from the department director. c) The decision regarding a promotional increase shall reflect the promoted employee’s experience and qualifications in comparison with other employees’ backgrounds in the same job. CHAPTER VII – EMPLOYMENT, VACANCIES AND PROMOTIONS/TRANSFERS Section A – Announcing of Vacant Positions 2) External Job Vacancy Bulletins a) If the position is not filled with a qualified county employee, the department director will advise the Human Resources Department and the Human Resources Department will post and dis