S E C T I O N 3 0 0 : C O M P E N S A T I O N
Orig
Date:
Last Rev:
Subsection
.000: Classification & Compensation
300.010 Classification and Compensation Plan
1. POLICY STATEMENT: It is the policy of the District to attempt to maintain an Employee Classification and Salary (Compensation) Plan designed to pay salaries that are equitable internally; that is, salaries which are in a proper relationship of worth to all other positions within the District. It is also the policy of the District to attempt to pay fair salaries which take into account comparisons with similar libraries, salaries in the local area for comparable positions, and the District’s budget.
The necessity of changing an individual position’s assigned classification, or of modifying the content of a position description or other elements of the plan may arise due to the assumption of new library services, the expansion or contraction of existing service, or changes in organization or operating methods.
Consequently, the plan and its application may be reviewed to verify the adequacy of position descriptions and to help assure that employees are properly classified.
2. COVERAGE: The plan consists of two compensation structures; a NONEXEMPT and an EXEMPT salary structure. Coverage under the plan includes all position classifications established by the District.
3. Provision of the plan relating to exempt and non-exempt positions, minimum wages paid, hours worked, and overtime compensation shall comply with the Federal Fair Labor Standards Act and related Department of Labor regulations.
300.020 Classification & Compensation Plan - Administration
1. Administrative Provisions: The administration of this plan is the responsibility of the Library Director as established and authorized by action of the District Board of Trustees and will be administered in accordance with the spirit and intent of the Employee Classification and Salary Plan.
Supervisors have the authority to recommend to the Library Director the actual salary to be paid an employee within the procedures, guidelines and plans set forth in this policy provided such recommendation is based on the actual job responsibilities being performed by the employee and on the individual’s performance, ability, experience and other relevant qualifications.
2. Employee Reclassifications: It is the Director's responsibility to assure that each employee is properly classified and receiving the proper salary. When an employee is reassigned to and working a majority of the time in a higher, lower, or otherwise different classification than that in which presently classified, a request for reconsideration of classification will be initiated by the employee and supervisor, and decided upon by the Director.
3. When a position is reclassified, the salary shall be at the first stop on the new range which represents a five percent salary increase for the employee. If, in the judgment of the Director, duties and responsibilities of the reclassified position warrant, reclassification at a higher step within the new salary range may be recommended.
3. Position Description Changes: When the duties and responsibilities in any position change significantly, the position description will be revised accordingly and the position considered for reclassification into the appropriate salary range—up or down.
It is the responsibility of the supervisor to contact the Director to request the position classification be reconsidered.
The Director will have final approval for all position description changes involving a reclassification of the position to a new salary range.