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RESOLT7TION OF TtIE PITIQN COUNTY .
BOARD OF COIIN2'Y C01�Il�IISSIONERS
AMENDING CHAPTER IV AND CHAPTER V OF TfIE �:;;,.
PITRIN COUNTY PERSONNEL POLICIE5 AND PROCEDUI2ES MANUAL
_ i:i:;:,
RESOLUTION NO. 88-/G +.��'
�'
Wf�RE2S.S, the County Personne2 Director has recommended that s ,
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the County adopt the amendments to Chapter Iti and Chapter V of .
'`-1 the Pitkin County Personnel Policies and Procedures Manual, as
�
`.'� indicated in attached Exhibit A, in order to enable the Soard of `
{[ County Commissioners to formally consider for adoption the �� `
Y�.}
t
,(.� proposed Position Classifiaation and Compensation Plans which
have been developed using the Decision-Band job classification ry
:.�
.'� method; and
„;,� WHF.RF.AR� a County employee has claimed that the Decision- '
;:; Sattd job classification method may violate the Home Rule Charter,
Affirmative Action Plan, and Personnel Manual because it is ,�
,� discriminatory; and
�'� WHEREAS, the Decision-Band job c2assification method appears
i;�
',;~:� to provide an objective, non-discriminatory basis for determining
appropriate salary grade assignments for positions in the service
'^ of the County; and
a
WHEREAS, the Pitkin County Persoruiel Review Boazd concurs e ?
with the recommendation of the Personnel Director; ,;
NOW, THEREFORE BE IT RESOLVED, by the Pitkin County Board of �j�::
County Commissioners that the Decision-Band job classification kS�, .��:.-3
.�.,
method is not discriminatory and does not violate the Charter, 1���` �
l':���'.:"�i i2;:'...a
Affirmative Action Plan, or Personnel Manual, that the Pitkin ";:�i'y'�.;'
County Personnel Policies and Procedures Manual, Chapter IV and
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Chapter V, are hereby amended to read as in attached Exhibit A
effective January 31, 1988, and that this resolution shall be
�
published by title and short outline only. i ' <:�.
� '�<�,,:.:
INTRODIICED AND APPROVED AT FIRST READING ON Tfi7� IST DAX 08 � 'F'.?'''`
! �'.'��Y�.'•r:,�:,
FEERUARX, 1988. ,:ll.;:;:?:
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APPROVED UPON SECOND READIRG ON TF� 15TH DAY OF FE$RUARY, 1988. `
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' ATTEST: BOARD OF CODNTX COMMISSIONERS i$�
� PITKIN COUNTY, COIARADO tp � -
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; $Y• � , ^e � ;'
1 anette Jon �Fred Crowley -
" � eputy Count Clerk Chairman
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- _i RECOt�B4ENDED FOR APPROVAL:
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Bil X pp • t;.a
- Personnel Director i
.
APPROVED AS TO FORM:
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Thomas Fen on Smith
County Attorney
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EXHIBTT A �i;.«;::
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; Proposed amendments to Chapter IV and Chapter V of the Pitkin
� County Personnel Policies and Procedures Manual
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CHAPTSR IV - POSITION CLA5STFICATION PLAN '
� The County's Position C2assification Plen is a doeametit procedure �� •- '
and document separate from the Personnel Manual and was developed i;:`„
rrt�k-�he--asareteaee-o€-�ke-B.-B.--8iv4�-6erviee-8ommissioa efter a I:•.
; comprehensive upds.te and review of the County's job c�asssfzea- �
� t-iona descriptions to establish proper e�naa compensation
, t relationahips between and among the various c}aas-apeeiFicatiora �, ,'
� positiona by comparing e3aaaifieation decision-making factora �
' ; descr3bed in fi�etiot�-#--�ereof the Deciaion-Band job claseifica- �
=�`� ; tion method. Properly maintaiaed, the clessification system
,�,
serves sa the foundation for continued effective and efficient
persannel management end assures an equitable and uniform system '
`' of compensation.
;-�
� . '.
`;'.'� The purpose of the Position Classification Plan is to assess and ��
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relete County positions in an orderly manner, and to ssaure that: �
;
:,�}:� A. The Plan developed is understandable to both manegement F
;:.r� and employees.
_ ;�t'i B. The plan is designed ia e menner which makes it a
' `'; useful management tool in describiag, planning. and "
�;�;,� acheduling work.
+:�:";j C. The plea sccurately reflects the duties and respon- �
sibilities of the positions in the County.
'i;_;;t!
-�<ii , D. The c�ess--apec'tf'reet'rona job deacriptions contain only
;�::�' job-related informatioa, particularly with respect to
r;�=; mia;mae�--qna�ifiontionn--reqa#remenbs dutiea, reapoa-
� , sibilities, and 2evels of decision-making required.
,,.5`'a S. The plan is reasonably similar in style to claesifica-
;;`.�:� tion plans used by othez� conparable jurisdictioas. ,
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�,;;;;� F. The plan provides for career progression, improved
:,�� organizational structure, and expanding County needs.
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'��i G. The plan can be tied into future development of other ��
?? aspects of the County's peraonnel management pcogram
_ such as compensation, recruitment, selection, and
_� performance appraisal. � �
� ; I. 6i�t466�F�9k��eN--Fk6�8RS THE DECISION-SAND CLA5SIFTCATION
' MSTHOD ` ?
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,� e�assifiea�ioa-faetors,--common-to-a��-e}essea,--represeat-Cke ,;,.:.
frnmeriork-e�poa--�+hreh-e--c}esaif ien�'ron-eyatem-is-bai�t.---�� ::��;;•
4s-ia-4erma-of-tkcse-factor�-tkal-poa4b4one-are-eve�neted-�o �;:F'r';
determ=ae--tkerr--re�atronships--�o--other--o}esses.---�zs�ed `��; J
� be�o�►--are-the-sevea--c�nsarfseetion-factora--Mkich-eaeompnaa <..;
aad--edeqnabe�p--deacrz6c--bke--d4ffereat-versab�ea-tha�-are '• '`"�
',_;,� eonaidered-akca-eve�ueling-poaib'sonsr
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�4.- Bxttea,--Reapoaasbi�£tres-ead-Nete�rc-of-Work
8.- �adepeedettee-vf-!let4ea �.�;;..
H.- Persenae�-Meeegemcnt-Respeasibi�£ty �"�''
�.- Work4ng-Re}at'ronsk4pa '''
�.- Workiag-8oad4�zoas .g.,�
�F.- Neceaaary-Werker-4�reiba
8.- Qne�4fzen6'ree-Reqe�iremeats
The premise of the Aecision-Band Clasaification Method is
,_� thet the value of a job depends on its decision-making
requirements. Decision-making is s logical and equitable
i basis for comparing jobs beceuse al2 jobe require employees
.`,-� ta make decisions of some king in performing their duties '_
and responsibilities. This method considers only the crork t' ''
3: ':
content of each job, not the attributea brought to the
r� workplace by the employee in it, and contains ao dis- �
`.�� criminatory elements or factors. ''
,�•� ,
g.� The Decision-Band Method distinguishes six levels of
decision-making, or "decision bands", which cover the entire
' .�.��� spectrum of decisinn thet can be made in any organization.
The decieions in the upper three banda (D,S,F) are "adap-
,,,:;j tive" decisions aince they pertain to edapting the organiza- .
"� tion to aew circumstances, and may also be regarded as
'�;;� "planning" decisions. In the lower three bands (A,B,C) the
''µ::;� decisioas are "instrumental" decisioea, dealing with the
:,� actual carrying out of decisions made at Band D and above.
�-{i� Hach of the Decision Bands {except the lawest, Band A) is '
';` divided into two Grades, the higher being reserved for the
�_"1 coordiaation of substantive tssks performed by emp2oyees
:,:�Y� Hhose jobs have been banded at the same level. Further
differentiatioa within the two Grades is made by a Subgrad-
:;�;,� ing process Nhich atill usea factocs related to decision-
::,�:a making.
:.,�y :
':-`'`� The processes of Banding, Grading and Subgrading are uaed to .
;_� recommend the assignment of each Job to an appropriate
` salary grede.
�`;i{ � »
��
;:,�� ; II. THS JOB GRADING COMMITTfifi AND MANAGHMENT COMMITTSE
A. The Joh Gradinft Committee: The Job Grading Committee
is a standing committee which meets periodically to . ,
review new or revised job descriptions, and to apply ?,`:
� the Decision-Band Method in recommending the assignment } ".�
+:-'� of jobs to appropriate sa2ary grades. + '. _,
•;� '� :
The committee will be structured as follaws:
i�'� :
- •f'n "
1. One Section Head, appointed by the County Manager. "J'`�':�,
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� 2. One Slected Official (either SherifY, Clerk & ' '':
_ , Recorder. or Assessor) appointed by the County {�
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sn��-._,:.-. ..,�.,� _ ...�_ � ....r:l�'.k._.:ts�rCwr�. �'3..... .. . .. .,
Manager. "
3. Two llepertment Heada (one from Public Safety, to "'��'���- '
be appointed by the County Manager) ?�-"':`
� '�.�j�_-..�.
4. One employee, other than n Sectioa or Department
i Head to represenE each o:P the four following �.''"
jclusters: �`.."
i� s. Public Safety {one representation): �
Sheriff's Office �'
Civil Procesa f"
Detention �
� + Communications #�
:6 �
�' b. Administrative Services\Suilding Inspection i+ '
.`
:,� (one representation) ; '
^ Asaessor's Office �
�=�? Clerk & Recocder's Office `
" Treasurer's Office �
�h County Manager's Office/BOCC staff
� . ! Administrative Services Office staff
�;:,� Finence Office F `
`s Personnel Office
'=�� Building Inepection Department
:�:,
;.,:� c. Human Services/Library (one representaCive): '
._� Library '
Human 5ervices Office
�;s�, Seniors Program Office
��i
CSU Extension Office
`td. ,
' d. Property Menagement (one representative)
'7 Airport
±';Y� , Solid Waste Center
Road and Hridge Dept.
Fleet Management Dept.
- Communiaations Dept. �
Facilities Maintenance Dept. � .
Housing Authority employees �
Land Use Planning and Management
� ewployees � ,
`'j_� 1 �'
NOTB: If more than one person volunteers from one of the ��•
above four cluaters, an election wzll be held amoag the �
� employees of that cluster to determine that clueter's `�' '•,
_;� representative. � �° a
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B. The Manaaement Committee: Recammendations made by the :.;�W:y'�;
- Job Grading Committee, as well as salary survey data '%�
� and ather pertinent information, are reviewed by the *!'' ''�
Management Committee including the County Manager, ' f'-
�' ..
Assistsnt County Manager, Administrative Services �`''�_
�'`r , Director, Personnel Director, and the Sheriff. This #
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,v..� .._...r... . .. .. . ��� t _:.at�..�.�.. .��y::..�-�i��-�#r�- --.- �.. ��-e..:�._.-+L_.�......,�`....:.��.,r��::..�s,.�. �h��...i:S�.xw,.,:� . .
Manegement Committee makes final decisions in assigning �
sll positions to the most appropriate salary gredes by
delegetion of tttis authority from the Board of County
' Commiseioners. The Manaqement Committee wil2 determine i �,
; appropriate action to be taken to resolve any dispute i�'''
regarding proper classifications and salary grade 1�,-
, assignments for all County positions. �' ,. '
(
j III. CLASSTFICATION OF NSW POSITION �
{ , A-poattsoa-descrzptioa-ont�=ae-of--n--aeN--pos'rt'roa--rrs��-be
attbmftted-to-�he-Personne�-Affzee-by-the-8e�t4oa-Head-nadfor r: :
' BG[fQltIDEIIt—BfFYCYR�.----PZTSS--OUt'�'i1SC--11Y��--�C^—tGtlYCMC�—AR� (((t't" , :_
; neFd4ttone�-=eformetroa-eo3��eeted-aa-reqn=red.---'Pke-Personea� I
:j 8ff4ce-wi}}-�}}oeat�e-the--pos�t#on-to--tke-proper°o�asa-nad `��
� Mr$te-a--e�eas-spee4f4oe�$oe--to-be--aceeplctt-by-the-6eelion `
} '�•
`a Head-eadtor-9eparbmeet-9ffze'ta�.- !
: A position description outline for all new positions will be 4
;,� dca4ted by the appropriate Section Head and/oc Department p
Official and submitted to the Personnel Aireotor. This draft
`' will be reviewed and additional inYormation collected as `
' ; necessary, aad the Personnel Director wi11 prepare a final �
.;;� ,job description foc acceptance by the Section Head/Depart- `
,.i ment Official. The Job tirading Committee will review the
,:y� fiaal job description, appZy the Decision-Band Method, and
recommend assignment of the job to an appropriate salary �
grade. This recommendation, as aell as selary survey and
;i other pertiaent information, will be reviewed by the
Maaagement Committee and a final decision will be made to
assign the new position to the most appropriate salary
- grade.
``� IY,R%CLASSIFICATION OF AN SXISTING POSITION
�,
;;•�� , A position xi}� may be reclassified wnen ealary survey
-- informetion indicates the position is improperly classified,
or when there are significant changes of duties, respon-
aibilities and required qe�a�tfzeat=ons--for decision-making �.
+,-� , in the position. An employee may request a position reclas- .
i sificetion if he or she feels that changes in duties or '�
,;� responsibilitiea warrant a re-cleseificetion. To request a
reclassification of an existing position the employee, '
� � Section Head and/or Bepartment Official must submit 6 ;�} . .
_'� written request to the Pereonnei DirecLor along Nith . .
aupportin$ information to justify the change. Upon receipt ��
' of a reclassificatian request, the Personnei Director will j
collect and enal ze appropriate data concernin the posi- }�' '^'
Y g �::` .,,_,..
tion. This may include job audits, supervisory audits, � ;�:,:
review of baekground information and enalysis of e�ess#f'r- ,�
= zation decision-making factors and other relevant dats. The "s:;.r"":
.;{;,..
•�; Personnel Director will prepare an updated job description r;,ts�`;,
„ � for acceptence by the Section Head/Bepertmeat Official. � -
._,1 ::�T ..
_'°! � �`{��
The Job Grading committee will review the updated job
,` -..�
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• Ti�'C�p,.����'�"l`�����p�i`y,�.,���'��� 7t �'4'�"{�., � '�� y+^. � J f�.i�-r�y4��� ' uV � .
�..9�.s_.. �?'�l�t�:r.'}. �:_. �I'd:i���.,�'L:k..�t��'� ��.5.'�_i.�..2=:_�... 5n��r4y��R'A�'��..�:� � �-.:.�?Wt7 .+ r,Ly :�,_ ,.
.I.yu�+�.y.
description, apply the Decision-Hand method, and recommend
assignment of the job to a appropriate salary grade. This �
recommendation, as well as salary survey and other pertinent • :,:'`
� t_..•.t.
information, will be reviewed by the Management Committee ',.y..y, .
and a final decision will be made to assign the position to ,���
, the most appropriate salary grade.
�fter-approprint�-co3�eet-ien-and--reviex-oF--�nformatios�-tite '.�'-': `' �
Pers�onae3-8ffiee--xi��-raeomm�ad-t�e-apptopriete-e�s�y��fica- '�'' `
�ior�-�or--i4e-position--a�ong-Nith--yastiftcetioa-nad-�ubmit p�`
kf►e--informst#on--bo--ti�e--approprin4e--fie�t3en-�{ead-for-np- 4z•,
'r proros�.-
l,;
f Y. MAINTBNANCB OF THE CLASSIFZCATION PLAN �
!, , County positions and the Decision-Band Classification Method '' �
�i:i 1
are reviewed oa an ongoing basis to maintain en accurate and � ''
fair clasaification aystem, and ell positiona �+ill be
raviewed at least every three (3) yeers. Specific positions
; may be reviewed at the request of a Section Aead or Depar-
tment Official, primarily in the event of departmeutal
reorganization which significantly alters the respon-
� -� eibilities of one or more positions in the department. •
4
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CHAPTER V - COMPHNSATION •
The County's Compensation Plan is structured to compensate
employees based upon the duties perf'ormed, job requirements and `";
quality level of job performance. The overall level of pay for �`'` `
the salery schedule shall be established in consideration of
� prev�iling rates of pay for com arable +j,
P poeitions in nearby
t appropriate and comparable public end private agenciea. It is � ' '
� : the policy of the County to c�nanify determine pay midpoints for `-
.,1 � County positions using the everage midpoint of salaries reported
i
� annually by participating agencies.
``� I. COMPENSATION PLAN 1:'. - a
.�� Salaries for all County employees shall be based upon a �I �
Y compensation and classification plan recommended by the
Personnel Reviea--Soerd Director and Co�nty Manager after : '
� consultation with the Personnel Review Board, and adopted by
the Board of County Commisaionera. Salary grades ahall f
relate to specific positions in the Position Classification `
:� Plan end in no instance ahall an employee be paid outside i
tbe salary grade for his/her classification, except in �
instances where current employee salaries exceeded the new
salary gradea implemented Jenuary 31, 1988. In these
�y, instances, the employeea involved will not receive salary
increases until such time as his/her salary is withia the � .
salary grade for his/her classification.
�<,�� II. STARTING SALARIBS
�a
±�M A. New hires: All new employees shall he hired on a
'�� probationary basis at Step 1 of the selary grade
''� appropriate to the position classification with the ,
,�� following exceptions:
�::�i
- 1. Recruitment Difficulties: If hiring difficulties
exist for a given position, the hiring authority
_ may hire up to Step 7 of the Position Classifica-
- tion with th� prior approval of the County Manager '�
and Section Head. �� *'
� ,�� 2. Excentional Qualifications: If qualifications of
an applicant lessen the department's normal `
�=1 training time required for new employees, the i'1j'
' hiring authority may hire up to Step 7 of the ` �,
{ Position Classification with the prior approval of ` � '
i , �
the County Manager and Section Head.
: � � ',
3. Reinstated Bmvlovees: A former employee may be y,^
j:•_y.�,..; :
% rehired at the same salary step held prior to �:�;5�;,�'�
';r leaving County service, provided that it does not �'"�'
' Y_�'-:i `I..
exceed Step 7 of the Position Classification. �_;;F
� :•`t��
B. Promotians: Smployees who are promoted to a new
` �:;
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r: t t ;[� ��!� �� j�v�l�r > r:. 7'E,�?'� �'s� .�t ,x�� x 4 F�Y�.d" � :.
.?'�! ak �l .�� R•���3 C1t.� L+ ti�x wp�"t��+T �2.� � 1�a:..�jr�k ,.a`�� F�'11 rd'k .
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position classification shall enter the new position at '
Step 1 of the Position Classification on e probationary '
basis; provided that this rate ia equal to or greater '-'? ° '
than the employee's salary prior to promotion. �`�'�
Otherwise, the employee ahell enter the new poaition at `����•.
the 5tep ±hat ie closest to and not less than the ��'.
i;<:; .
employee's salery prior to promotion. Smployees hired
at or promoted to Step 5 of the pay grade will not be
eligible for an automai.ic off-probation increase. �
�i
� • III.SA7,ARY INCREASSS
! ,
��, A. Off-vrobation Increase: Awarded for satisfactory �
completioa of an employee's probationary period, not to ' �``'
':.� exceed 5X. =�
r:Y �
�i�� B. Coat of Livint� Ad,iustment (COLA): Wage adjustment `
based upon market surveys which may be awarded at the
� option of the Board of County Commissioners on January �
'Y'-"{ lst of each year.
i
�'�`�? C. Reclassification Increase: Wage adjustment based upon
_>::� prevailing rates of pay for comparable poaitione in the "
:^.� public end private sector.
y�:'� '.
D. Merit Increase: An advancement in pey in a particular
pay grade based upon the quality of the employee's
`,.i performance as determined by a performance evaluation.
A level of job performance which is considered to be
atandard or below by the Section Head or Department
Official should not be awarded a merit increase. An
�;,'�� employee may be eligible for a merit increase after six
;.� (6) manths of employment with the County or after
;:,r._� aerving six (6) months in a particular position. A
- Section Head and/or Department Official may give any
- number of inerit increases to an employee not exceeding
7-1/2X in a calendar year with the approval of the
- County Manager and/or Section Heeda provided that the C
_` ` Section Head and/or Department Official eteys within "° a
budgeted allocations.
';=� It is expected that the Section Head and/or Department }
� Official will award merit increasea in e fair and ��
equitable manner which rewards quality service end y
, ,� motivates lesser achievers to higher levels of perfor- �
mance. � �
IV. OVHRTIMS/COMPBNSATORY TIM6 ,.t,,.:.;:
:.;,�.�„-;.
Overtime hours are hours worked which are paid at the rate °
= of one and one-half times the regular rete of pay. Compen- �;r��`y;'
satory (Comp) time is a balance of hours accumuleted at the �„ ±��.:
rate of ona and one-half hours for one hour worked. "-�� �"�
Overtime and compensetory time must be authorized by the
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f:.;'�::. .
Department Official.
An employee has the option of chooaing either overtime pay
or compensatory time aith the approval of the department
official. Compensatory time may not be accumulated in `"`•' •
excess of 160 hours. Hours in excess of the maximum accrual ��.��`
E;r.,� '
will be paid out until the balance is reduced. �'✓' ;;
�,�,'.
� A. Bli�ibilitv: A list of eligible and non-eligible �;:
3 classes of positions ie provided in Sxhibit A.
Non-eligible employees are in officiel, professional
' and administrative positiona as defined by the EEOC and
� are not eligible for overtime pay or compensatory time. 4t _.; :.
,, Bligible employees are those eaployees filling posi- i(,:,:;;-
�� tioas in all other occupational categories and are �`'.,
eligible for overtime pay and/or compensatory time. �
B. Criteria for Overtime/Comvensatorv Time: Overtime/com- � �
pensatory time is earned by all eligible full-time, �
temporary and part-time employees for work in excess of �
forty (40) houra per week (Sunday through Saturday).
.+' C. Use of Accrued Como Time: Approvel end timing of �
;_� compensatory time use shall be determined by the �
-�.� Department Official taking into account seasonal
•�`7 demande and the employee's wishes. All compeneatory
� overtime worked and compensatory time used shall be �:�
reported on the tine sheets end approved by the
= department official.
±��� V. NON-COMPENSATORY TIMB
i:::�
;� Non-compensatory time is an administrative tool and is
:.:� accumulated at the rate of one hour for eech hour worked.
,.`I� Accumulated non-comp hours have no monetary value and the
balance of non-comp houra ie adjusted to "0" at year-end or
upoa termination, with the exception of:
::":j 1. Certain depertments who adjuat balances by �
_ addition to or subtracting from comp and vacation ,
_ _ belancea at year-end or upon termination.
��:� �
;' A. Criteria for Non-Comnensatorv Time: Non-comp time is jl
•,=� accumulated in the following circumstancea: %�_
;j 1. Shift Emnlovees (Salaried). When their shift is � �
such that the employee works hours over the number _� x�
of houra in a pay period, the extra hours are
,J--I recorded as non-comp hours. This may also apply �
to employees working a schedule of four 10-hour �,'•
�yil:+Y•�,s.�
days and Library personnel. ;�r•"•�•�
•� � `
^,I B. Use of Accumuleted Non-Comvensatorv Time: Y� :
,\ {.
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. ,, .bQt j. rHr C'14 � � Fjryr�r���!'a �� ��'a,�an �,:,pi.t a„' �'�t�' �C;: I
� -a' � ., }. '��:-�'�t^ a�l �/;d1,,�P��74'S�p'r -�;�j) . F.: � �ic`�� �"�`l;i-.K�' `�-�°w�.T_� , x�x�37.d�Ys'���g 4
{'�> y,q�`("�"'�� r ���� 'S' .�..�� 7 *r.iL.� +�i z r��,. s �j,�' �,J/s�Ix i��sl
�..._� _ . ;�.r...��...r. .. !_S.Z����tF.K�:.�'�':.r..'�'�'�ne'�.w���,�'.x.::s�.tw.. -:.... �5..�9:;..'.,.�.$!'hK:"--.:,.�.. ��..Swfa��?l:�.�es.+!.�gun;i.�Y�._:�.� .1..
,:,`::(i: .
1. Shift Smoloyeea (Salaried). When houra required •
by their shift are less than the houra required in
the pay period, nan-comp houra are used to fill
in. Thia msy also apply to employees working a -
schedule of four 10-hour deys and Librery person- � `" '' '`
;.'�=.'.7:_.. .
nel. In thie instence, non-comp hours should not �'Y,',;
' develop a balance of more than 20 hours. �'{{ `
. j�;:
E:::::''.
VI. BONUS AWARDS
A performance bonus may be ewarded for exceptional work that
is documented as being above and beyond reasonable standards
1 eatablished for the particular job performed to any employee .i.
; including an employee in a joint depertment. Thia may in- '-�.`..
� clude, but not be limited to, the following: :;�•
�: i
{ 1. Completion of a apecial project beyond the acope � ��'
;� of the job description;
I2. An acknowledgement of continued outstandiag
I performance;
•� 3. An act, suggestion or improveaent that results in
' coat savings to the County;
'i
�i 4. Meritorious performance in an emergency situation; �� .
� 5. Performance of additional duties during times of i
+i staff shortages;
,
� 6. Consiatent demonstration of excellence in provid-
� ing service to County residenta.
,
;i A. Access: Preparation and presenting bonus requests will
be the responsibility of the employee's Section
Head/Depertment Officiel. 5ection Heads will be •
responsible for reviewing ell bonus requests from their
aection and will subsequently schedule bonua requests
at Section Head Meetings. Hither the Department ',a
! Officiel or the Section Head may make the request in �
i person at the weekly meetings of the County Maneger and
f Section Heads. The rale of the Manager and Section �
� Heads is to insure equity between departments while .
granting a wide range of managerial discretion to �:
Department Officiels and Section fteads on the use of �j � i
+ their respective bonus pools. i
i �� :,�
� S. Amount: A performance bonus nay be in any amount at a ,
�
'� any time during the year provided that the totel amount ''
of bonus received ehall not exceed $1,500 net per ,f�,
calendar year per employee. � {t�r.•;
.�.l:y L�.',j '
�t` J.
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C. Justification: Res oasibilit for '�Y�
p y preparing the :'t�
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justificetion £or a bonus increase lies with the
Section Head/Department Official. There is ao uniform
format for the justificetion but ahould at e minimum
provide adequate reasons for requesting the increase, .'
including e clear deacription of the activity that is ,
considered worthy of inerit, and e rationale for the ��''-;: . -
amount requested. The employee ahall not be informed {. '. '
af the requeat for bonus award until auch time as the �"
� eward is actually mede and a check request is prepared
t end executed by the Department Head. -
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j VII.OTHSR COMPBNSATION p
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,;y A. MileaKe Allowance: If an employee is required to ti�
operete a personal vehicle in the course of County
.`� business, a mileage allowance for such travel et the '` '��
;� rate of twenty {$.20) cents per aile ehall be paid for t
:;;; e standard vehicle, or twenty-four ($.24) cents per E
;;� mile for a four-wheel drive vehicle, when required, f
.i1 B. Per Diem: A County employee, in the course of conduct- y
i ing County buaiaeas or while attending a busineas
;i� meeting, will be allowed the following per diem meal
_,y, expense allowances:
���� Breakfast $6.00 �
_`
: Lunch 7.00 - °
��;j Dinner 17.00
�� Receipts will not be required. If the employee departs
. Aspen prior to 8:00 a.m., he is allowed $6.U0 far break-
".+ fast; if the employee returns after 8:00 p.m.� he is
��i allowed 517.00 for dinner. When a meal is included in s
:=� registration fee or transportation costs, or provided at
,.;•a an official function, the above amounta will be deducted
;`�! from the per diem allowance.
.,.� ;
If a Section Head or Department Official, acting with �`�;,,
"' diacretion and in the interests of County business, �`. `'
purchases e meal for any member of the public, a receipt
is then required. Adequete documentation listing the
purpose and participants of the setting of the expense 3,'`
! should be aubmitted with the receipt.
' The above amounts are permitted regardless of the amounts � ti -�
;) actuelly spent for each meal and tipping. Anr exceptione s .� -'� >
-fi should be in the best interests of the Countv: must be �
�`I approved bv a Saction Head or Departnent Official; and "
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must be accomvanied bv a receivt. �°;
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C. Clothin¢ Allowence: The departmept ahall provide safety ��-' �.
� clothing where required, such as hard hats and bright �;�y+; �=,`.
colored vests. They ahall be worn by all personnel at
all times when their duties require such protective �y �
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apparel. Sadgea, uniforms, and required equipment for � '
law enforcement officers will be provided by and be the ; � '
property of the County. I•>.;�;�i::.
D. Vacation PeY: When an employee has accrued vacation time (t
and wishes to be paid in advance of teking the vacation ` �� `
time, provided the pay day falls within the period of his '���'�'��''
-i scheduled vacation, such wages will be advanced. In no f`,`^`'±':
other instence will waAes be advanced.
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