EXECUTIVE SALARY POLICY 09-26-2012.PDF

Maricopa County Title: Executive Salary Number: B7010
Internal Policy
Issue Date: 12/15/2010
Policy Category: Employee Approved By: Revision No: 2
Compensation Board of Supervisors
Initiating Department:
Human Resources Revision Date: 09/26/2012
I. PURPOSE
The purpose of this policy is to provide a procedure to determine an individual
executive’s salary within an approved market range pursuant to the Maricopa County
Employee Compensation Plan.
II. APPLICATION
This policy applies to all Maricopa County elected offices and appointed departments as
well as Special Districts that follow Maricopa County’s compensation plan, policies, and
procedures. This includes only full and part-time, unclassified executive assistants who
support an elected official and unclassified employees designated as executives as
defined in this policy, except for individual elected officials. Volunteers and independent
contractors are not County employees and are not subject to the provisions of this policy.
III. AUTHORITY
Employee Compensation is responsible for administering this policy. Departments are
required to follow this policy and to direct any questions to Employee Compensation.
IV. DEFINITIONS
A. Board: The Maricopa County Board of Supervisors, the Maricopa County Flood
Control District Board of Directors, the Maricopa County Library District Board of
Directors, and the Maricopa County Stadium District Board of Directors.
B. Executive (s): Chief Deputies of Elected Officials, Board of Supervisors’ Chiefs of
Staff, County Attorney’s Special Assistants, Sheriff’s Office Executive and Deputy
Chiefs, Chief Appraiser, County Manager, County Manager’s Chief of Staff; Deputy
County Managers, Assistant County Managers, Clerk of the Board, County Auditor,
Department Directors, Chief Technology Officer, Chief Medical Examiner, Deputy
Directors, Medical Directors, Mental Health Directors, and Chief Veterinarian.
C. Placement in Range: The strategy developed and monitored by Employee
Compensation and approved by the Board of Supervisors, which is used to
determine an individual employee’s salary within an approved market range.
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Maricopa County Title: Executive Salary Number: B7010
Internal Policy Issue Date: 12/15/2010
Policy Category: Employee Initiating Department: Revision No: 2
Compensation Human Resources Revision Date: 09/26/2012
V. GENERAL PROVISIONS
A. The County’s Executive Placement in Range strategy is designed to coincide with
its pay for performance strategy. After initial placement, movement through a
market range is primarily based on meritorious performance.
B. Any rate exceeding the maximum of the market range requires the express approval
of the Board as an exception.
VI. POLICY
A. Hiring Range
The hiring range for Executive recruitments is the minimum of the market range to
the maximum of the market range regardless of whether it is an internal or external
recruitment.
B. Executive Placement in Range
1. Salary offers for Chief Deputies of Elected Officials will be agreed upon
between the Board and the Officer appointing the Deputy. Salary offers for the
County Manager, the Clerk of the Board, and the County Auditor are reviewed
by Employee Compensation and approved by the Board.
2. Salary offers for the Board of Supervisors’ Chiefs of Staff, County Attorney’s
Special Assistants, Sheriff’s Office Executive and Deputy Chiefs, Chief
Appraiser, Elected Official’s Executive Assistants, Deputy County Managers,
Assistant County Managers, County Manager’s Chief of Staff, Department
Directors, Chief Technology Officer, Chief Medical Examiner, Deputy Directors,
Medical Directors, Mental Health Directors, and Chief Veterinarian are reviewed
by Employee Compensation and approved by the County Manager or his/her
designee.
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