B7000 - COMPENSATION POLICY - FINAL VERSION 12092015 BOS AGENDA.PDF

MARICOPA COUNTY INTERNAL POLICY
Policy Number: B7000
Policy Title:
COMPENSATION POLICY Current Adoption
12-09-2015
Date:
Approved by: Board Agenda C-31-16-016-6-00
Number:
BOARD OF SUPERVISORS Original Adoption
06-09-1997
Date:
I. Purpose
The purpose of the Maricopa County Employee Compensation Plan is to ensure that County
employees are paid consistently, equitably, and in a manner that is competitive with the
marketplace, so they are motivated to provide excellent service to the residents of Maricopa County.
It is the policy of Maricopa County not to unlawfully discriminate against any person for any
reason. Maricopa County does not use age, disability, race, color, sex, national origin, or other non-
work related criteria as a basis for any decisions regarding an employee’s pay. Employees,
supervisors, and/or managers who unlawfully discriminate against a person for any reason are
subject to disciplinary action up to and including termination. This policy must be read in conjunction
with other County policies.
II. Authority and Responsibilities
This policy has been adopted pursuant to A.R.S.§ 11-251(38) which gives the Board of Supervisors
the authority to establish salary and wage plans that incorporate classifications (merit status) and
conditions prescribed by the Federal Fair Labor Standards Act. All pay rates recommended by the
County Manager or an Elected Official are subject to approval by the Board. Any form of
compensation not authorized by this plan is subject to review by Employee Compensation and then
approval by the Board.
III. Applicability
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 all full or part-time employees that are probationary, contract, classified, unclassified, or
temporary. This policy does not apply to individual elected officials and their appointed chief deputy.
Volunteers and independent contractors are not employees and therefore are not subject to the
provisions of this plan.
IV. Definitions
A. Alternative Work Schedule: Any schedule that differs from the traditional schedule of 8
hours per day, 5 days per week. (See HR2427 Alternative Work Schedules Policy and

Policy Number: B7000
Policy Title:
COMPENSATION POLICY Current Adoption
12-09-2015
Date:
B7006 Hours Worked and Overtime Policy.)
B. Appointed Employee: The statutory chief deputies of the Assessor, Clerk of
Superior Court, County Attorney, Recorder, Sheriff, Superintendent of Schools, and
Treasurer, and any other employee so designated by the Board. Appointed Employees
are unclassified.
C. Appointing Authority: An elected official, the single administrative or executive head
of a department, or the designated representative authorized to act in this capacity.
D. Appointment: Assignment of an employee into an unclassified position.
E. Base Pay Rate: An employee’s established rate of pay, exclusive of any differentials,
incentives, or other premium pay.
F. 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.
G. Budgeted Rate of Pay: The amount allocated to a position in the budget. An employee's
base pay rate cannot exceed the budgeted rate of pay for the employee's position.
H. Career Path Plan: A formal plan adopted by an Appointing Authority and approved by
Employee Compensation and the Board that establishes a career enhancement and
advancement strategy for specifically identified Market Range Titles.
I. Classified: Positions and/or employees addressed by one of the established sets of
Merit System Rules. Excluded are those positions and/or employees identified as
temporary, contract, or unclassified.
J. Contract Employee: An unclassified, at will employee whose terms and conditions of
employment are subject to a written agreement.
K. Demotion: A change in the assignment of a classified employee to a lower base pay rate.
L. Department: A governmental unit within Maricopa County that has an approved annual
budget. This also includes special districts where the Board of Supervisor acts as the
Board of Directors.
M. Executive Compensation Package: A package of compensation, benefits, and leave
options established for top management positions that are equivalent to department deputy
director or above.
N. Executive Staff: The County Manager and his/her direct reports, statutory chief deputies of
elected officials, department directors, and executive staff of the Board.
O. Fair Labor Standards Act (FLSA): A federal act that establishes minimum requirements

Policy Number: B7000
Policy Title:
COMPENSATION POLICY Current Adoption
12-09-2015
Date:
for tracking of employees’ hours worked for purposes of calculating overtime and other pay
for full and part-time workers. (See B7006 Hours Worked and Overtime Policy.)
P. FLSA Exempt Employee: An employee who meets the definition of an executive,
administrative, professional or computer professional employee as defined in the FLSA.
Employees who are designated as exempt are not eligible for overtime pay. (NOTE: This
exemption has no effect on an employee's classified or unclassified status in relation to
merit system rules.)
Q. FLSA Non-exempt Employee: An employee who is covered by the provisions of the FLSA and
must be compensated for overtime hours worked.
R. Hiring Range: Ordinarily the minimum of the market range to the maximum of the range
for internal recruitments and the minimum of the market range to the midpoint of the range
for external recruitments. The use of a different hiring range must be approved by
Employee Compensation prior to recruitment. Departments should use a hiring
range that is within their funding capabilities and are required to comply with the
County's Funded Position Policy (see B3001 Funded Positions Policy) ensuring that
applicants are extended a rate that is supported by the department's budget.
S. Hourly Rate: The hourly rate is determined by dividing the employee’s annual salary by
2080 (40 hours x 52 weeks).
T. Hours Worked: All time during which an employee is required or permitted to work, which
does not include paid or unpaid leave time as defined in the County’s Employee Leave
Plan (vacation, sick leave, bereavement leave, civic duty leave, witness leave, crime
victim leave, military leave, administrative leave, holiday, floating personal day, and
leaves without pay). Hours worked do not include personal waiting time prior to or after
work hours as long as the employee is not required or permitted to work. (See B7006
Hours Worked and Overtime Policy.)
U. Independent Contractor: An individual who performs services pursuant to a public bid for
services.
V. Initial Probation: A specified period of time following the employment of an employee
into a budgeted position in the classified service, during which the work performance
of the employee is evaluated. An employee may be released from initial probation for or
without cause. An employee serves an initial probation period upon their most recent
employment, to include hire, promotion, demotion or transfer into any classified position.
W. Leave Adjustment Incentive: Increased vacation and sick leave accrual rates and/or
hours added to an employee’s leave bank when their position is identified as critical,
difficult to fill or retain.
X. Management/Professional Assignment Pay: A temporary amount of additional pay
that an employee receives while on a Board approved management/professional
assignment.

Policy Number: B7000
Policy Title:
COMPENSATION POLICY Current Adoption
12-09-2015
Date:
Y. Market Range: A range of pay based on an analysis of the competitive market associated
with a specific Market Range Title, established by Employee Compensation, and approved
by the Board. Any rate exceeding the maximum of the market range requires the express
approval of the Board as an exception to this Plan.
Z. Market Range Title (MRT): A title assigned to a group of positions performing similar or
related duties and responsibilities. Market Range Titles and their associated market
ranges shall be established by Employee Compensation and approved by the Board.
AA. Market Range Title Adjustment: The assignment of a position to another Market
Range Title that is at an equivalent level, lower level or higher level Market Range Title than
currently assigned, which may or may not result in a base pay rate increase for the
incumbent. (See B7003 Market Range Title Review and Adjustment Policy.)
BB. Market Study: Employee Compensation’s formal review of a market range
associated with a Market Range Title. (See B7003 Market Range Title Review and
Adjustment Policy.)
CC. Merit System Rules: The established sets of rules that provide a uniform and equitable
system of personnel administration. The three merit systems are: Maricopa County
Employee Merit System Rules, the Maricopa County Law Enforcement Officers Merit
System Rules, and the Judicial Merit System Rules.
DD. Overtime: Hours worked over the maximum number of hours permitted by the FLSA
in a non-exempt employee's established workweek, excluding hours of paid and unpaid
leave and personal waiting time (for most non-exempt employees, the maximum is 40
hours). (See B7006 Hours Worked and Overtime Policy.)
EE. Performance or Merit Increase: An adjustment to an employee’s base pay rate in
recognition of meritorious performance. Such an increase is based on established
performance criteria, and is justified through an evaluation of the employee’s
performance as demonstrated through the achievement of mutually agreed upon results
under the provisions of the Maricopa County performance management process.
FF. Placement in Range: The strategy developed 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. (See B7009 Placement in Range Policy.)
GG. Position Control Number: A number used to identify a specific position. Each position
has a unique position control number.
HH. Premium Pay: An additional payment that must be included in the calculation of an
employee’s pay. Examples of premium pay are special work assignment pay,
management/professional assignment pay, differential pay, multilingual pay, standby pay,
and call back pay. (See Policies B7001 Special Work Assignments Policy, B7004 Pay
Differentials Policy, and B7005 Multilingual Pay Policy.)
II. Promotion: The movement of an employee to a classified position with a different

Policy Number: B7000
Policy Title:
COMPENSATION POLICY Current Adoption
12-09-2015
Date:
position control number at a higher base pay rate through a recruitment process that
complies with the applicable merit rules.
JJ. Regular Employee: As defined in the Maricopa County Employee Merit System Rules, an
employee occupying a classified position who has successfully completed the initial
probationary period.
KK. Regular Rate of Pay: The base pay rate plus all pay for employment (i.e., pay differentials
and other pay that is paid for hours worked or available to work) except certain payments
excluded by the FLSA. This rate is in full compliance with the FLSA.
LL. Regular Status: The status a classified employee achieves under the applicable Merit
System Rules after successful completion of the initial probation period.
MM. Salary Advancement: An increase in an employee’s base pay rate to a higher base pay
rate as the result of any process other than a recruitment process or appointment to an
unclassified position with a different position control number. (See B7002 Salary
Advancement Policy.)
NN. Severance Pay: A discretionary payment to a classified or unclassified employee in
exchange for a release of all claims which this employee may have against the County.
Severance pay must be approved by the Board and is available in very specific and
limited circumstances as identified by the Board. (See HR2423 Severance pay for
Release of Claims Policy.)
OO. Special Work Assignment (SWA) Pay: A temporary amount of additional pay that an
employee receives while on a special work assignment. (See B7001 Special Work
Assignments Policy.)
PP. Temporary Employee: An at-will employee who works on an as-needed basis, does
not accrue or receive paid leave, and is not eligible for benefits.
QQ. Unclassified: A position and/or employee not covered by any set of Merit System Rules.
RR. Volunteer: A person who performs hours of service for civic, charitable, or humanitarian
reasons, without promise, expectation, or receipt of compensation for services rendered.
An employee may not volunteer to perform the same, similar, or related duties for Maricopa
County that he/she is normally paid to perform.
SS. Workweek: A fixed period of 7 consecutive 24 hour days (total of 168 hours) that is used
to determine whether overtime has been worked by a non-exempt employee. Each
workweek stands alone in determining whether overtime has been worked. For most
Maricopa County employees, the workweek begins on Monday at 12:01 am and ends
on Sunday at midnight. Certain alternative work schedules may require the establishment of
an alternative workweek for non-exempt employees.
TT. Working Title: An informal title given to a position by a department, and approved by

Policy Number: B7000
Policy Title:
COMPENSATION POLICY Current Adoption
12-09-2015
Date:
Employee Compensation, to more clearly identify its individual function. For many
positions, the Working Title is the same as the Market Range Title.
V. Requirements for Certain Employees
A. Classified Employee: Covered by one of the established sets of Merit System Rules.
B. Contract Employee: An at-will employee whose terms and conditions of employment are
subject to a written agreement. The written agreement must be in a form approved by
Employee Compensation and the Director of Human Resources, and shall expressly
provide that the contract employee is unclassified (i.e., not covered by the provisions of an
otherwise applicable set of Merit System Rules and may be released from employment for
or without cause). Each contract employee shall at the beginning of each fiscal year
execute a form acknowledging their continued contract employment as herein defined.
A contract employee may be offered benefits at the option of the Appointing Authority as
long as the employee meets the same eligibility requirements of classified and unclassified
employees. Contract employees/positions are subject to the provisions of the Maricopa
County Employee Leave Plan and the same fully funded budgetary requirements as regular
positions.
C. Employee who Retires from the Arizona State Retirement System (ASRS): An
employee who retires from the Arizona State Retirement System is statutorily limited to the
number of hours he/she may work for the first year following his/her retirement date. If one
of these employees returns to work within that time period, he/she may be offered only part-
time benefits, regardless of the number of hours he/she is scheduled to work, at the
option of the Appointing Authority, while the employee waits for the one year limitation
on hours worked to expire. When the employee meets the ASRS limitation on hours
worked, he/she shall revert to meeting the requirements of all other contract employees as
stated above.
D. Temporary Employee: Must meet one of the following conditions:
1. Work 20 or more hours per week for up to 19 weeks and less than 20 hours per week
for the remainder of the fiscal year;
2. Work 20 or more hours per week for less than 20 weeks in a fiscal year;
3. Work less than 20 hours per week for the entire fiscal year; or
4. Is not subject to Social Security coverage under Section 218 of the Social
Security Act (e.g., some student employees).
If a temporary employee exceeds any of these work hour standards, the employee will be
required to participate in the Arizona State Retirement System.
Temporary employees are not eligible for holiday pay; however, all hours worked by
temporary employees on a Maricopa County observed legal holiday will be paid. Temporary

Policy Number: B7000
Policy Title:
COMPENSATION POLICY Current Adoption
12-09-2015
Date:
employees may be eligible for pay increases through the salary advancement process.
Temporary employees are not covered by any provisions of any Merit System Rules.
E. Unclassified Employee: Generally occupies an executive or policy making position at the
highest level in the organization, including the County Manager, Deputy County Manager,
assistant county managers, department directors, top level policy advisors, appointed
employees, and certain FLSA exempt level administrative positions. Employees who are
categorized as temporary or contract are also unclassified. Employee Compensation determines
the appropriate classified or unclassified status.
VI. Elected Officials
The annual salaries of Elected Officials are flat rates that are established by state statute.
VII. FLSA Compliance
All Maricopa County employees are covered by the FLSA except for elected officials and their personal
staff, policy making appointees, legal advisors, volunteers, independent contractors and prisoners.
Those employees who are not covered by the FLSA are not subject to any provisions of the Act
including minimum wage and overtime requirements. Some employees who are covered by the FLSA
may still be exempt from its requirements (see definition of FLSA Exempt Employee).
A. Minimum Wage: The Fair Labor Standards Act (FLSA) and Arizona’s Minimum Wage Act
(A.R.S. § 23-364 (A)) establish the minimum rate of pay an employee must receive. If the
federal minimum wage differs from Arizona’s minimum wage, departments must comply
with both minimum wage laws by paying at least the higher of the two wages to all
employees. When either the federal minimum wage or Arizona’s minimum wage increases,
Employee Compensation will contact affected departments to ensure they are in
compliance with the new minimum wage. Departments who feel the minimum wage does
not apply to a specific situation (i.e., youth minimum wage) should consult with Employee
Compensation prior to making an offer of employment.
B. Overtime: (See B7006 Hours Worked and Overtime Policy.)
C. Youth Employment: The FLSA and Arizona’s youth employment laws (A.R.S. § 23-230
et seq.) establish the hours youth can work and prohibit certain occupations in
which they can be employed. With limited exemptions, these rules apply to minors under
the age of 18. Prior to hiring any minors under the age of 18, departments must obtain
approval from Employee Compensation. Employee Compensation will ensure that the
hire is consistent with federal and state youth employment laws.
Should approval of hiring a minor be granted, the department must monitor the work of
a minor to ensure compliance with the FLSA’s federal youth employment provisions and
Arizona’s youth employment laws. Departments should address any concerns they
might have to Employee Compensation. Once a minor reaches18 years of age, his/her
employment is no longer subject to the federal and state youth employment provisions.
VIII. Placement in Range: (See B7009 Placement in Range Policy.)

Policy Number: B7000
Policy Title:
COMPENSATION POLICY Current Adoption
12-09-2015
Date:
IX. New Employee Entrance Salary
Upon initial employment or reemployment in a classified, unclassified, contract, or temporary position,
each employee shall be assigned to a position with an established Market Range Title. The entrance
salary for classified, unclassified, contract and temporary employees must follow the County’s
placement in range policy, be within the advertised hiring range, not exceed the budgeted rate of pay
for the position, and cannot create inequities with current staff. Employee Compensation must
approve all salaries above the minimum of the range before job offers can be extended by Appointing
Authorities. (See B7009 Placement in Range Policy.)
X. Salary When Changing Positions and/or Market Range Titles
The base pay rate for classified, unclassified, contract and temporary employees who change
positions and/or Market Range Titles must follow the County’s placement in range policy, be within the
advertised hiring range, not exceed the budgeted rate of pay for the position, and cannot create
inequities with current staff. Employee Compensation must approve all salaries above the minimum of
the range before job offers can be extended by Appointing Authorities. (See B7009 Placement in
Range Policy.)
A. Promotions and Appointments: The salary offered through a promotional process or
appointment to an unclassified position must follow the guidelines outlined above. At the
discretion of the Appointing Authority, an offer may be extended below the current salary of
the employee who applied for the position but cannot be less than the minimum of the
market range for the position’s Market Range Title.
B. Lateral Appointments and Transfers: Unless otherwise approved by Employee
Compensation, the pay rate of a classified, unclassified, contract, and temporary employee
who is competitively or non-competitively assigned or transferred to another position within
the same Market Range Title, or another Market Range Title with an equivalent market
range, shall not exceed the employee’s same pay rate received prior to this action.
C. Reduction in Pay (Demotion): An employee’s new base pay rate as the result of a
demotion will be determined by Employee Compensation based on each individual
situation/circumstance considering, but not limited to, the following factors: employee’s direct
experience, base pay rate prior to promotion, internal equity, scope of responsibilities of
demoted job in relation to current job, budgeted rate of pay for new position, and any other
criteria identified as appropriate to the specific situation.
1. Involuntary Demotion: The base pay rate of an employee who has been demoted
following formal disciplinary action or unsuccessful completion of initial probation may
be reduced. The new base pay rate must be within the approved market range,
approved by Employee Compensation, and at or below the budgeted rate of pay for the
position.
2. Voluntary Demotion: Any pay reduction as a result of a voluntary demotion must be
agreed to in writing between the Appointing Authority and the employee. The base pay
rate must be within the approved market range, approved by Employee Compensation,

Policy Number: B7000
Policy Title:
COMPENSATION POLICY Current Adoption
12-09-2015
Date:
and at or below the budgeted rate of pay for the position. If the voluntary demotion is
the result of an announced recruitment process, the salary offered must follow the
County’s placement in range policy, be within the advertised hiring range, not exceed
the budgeted rate of pay for the position, and cannot create inequities with current staff.
Employee Compensation must approve all salaries above the minimum of the range
before job offers can be extended by Appointing Authorities.
D. Market Study Review and Adjustment: (See B7003 Market Range Title Review and
Adjustment Policy.)
E. Pay for Reassignments: The base pay rate of a classified employee who is reassigned
per the Maricopa County Employee Merit Rules shall be at the same pay rate received
prior to the reassignment. (See Maricopa County Employee Merit Rule 8.02.)
XI. Executive Compensation Packages
The Board may establish executive compensation packages (ECPs) for top management
positions at a level equivalent to department deputy director or above.
The County Manager or designee may approve ECPs that adjusts classified, unclassified, and contract
employees’ leave bank(s) and/or classified and unclassified employees’ accrual rates as part of a total
rewards package for top management positions that are equivalent to department deputy director or
above. ECPs granting additional paid leave shall not exceed 80 hours of vacation time, 80 hours of
sick leave, and/or a leave accrual rate of 6.90 hours per pay period of vacation time and
2.3 hours of sick leave per pay period for classified employees; 4.6 hours of sick leave per pay period
for unclassified employees.
Unclassified and classified recipients of additional vacation leave and/or accrual rates via an ECP will
only be paid out for unused vacation time after completing at least twelve (12) months of continuous
employment at the County. Contract employees are not eligible for any vacation payout upon
termination of the contract.
XII. Leave Adjustment Incentive
The County Manager or designee may approve adjustments to classified, unclassified, and contract
employees’ leave banks and/or classified and unclassified employees’ accrual rates as part of a total
rewards package when necessary to retain or fill critical and difficult to fill positions. Departments must
show how the position is critical and difficult to fill. Additional paid leave shall not exceed 80 hours of
vacation time, 80 hours of sick leave, and/or a leave accrual rate of 6.90 hours per pay period of
vacation time and 2.3 hours of sick leave per pay period for classified employees; 4.6 hours of sick
leave per pay period for unclassified employees.
Unclassified and classified recipients of additional vacation leave and/or accrual rates via a Leave
Adjustment Incentive will only be paid out for unused vacation time after completing at least twelve (12)
months of continuous employment at the County. Contract employees are not eligible for any vacation
payout upon termination of the contract.
XIII. Permanent Salary Adjustments

Policy Number: B7000
Policy Title:
COMPENSATION POLICY Current Adoption
12-09-2015
Date:
Salary increases must be budgeted in the current fiscal year shall be subject to the department’s ability
to demonstrate the availability of sufficient funds for the next fiscal year’s budget, and be consistent
with Maricopa County’s long-range financial plans. The salary adjustment may not exceed either the
maximum of the established market range or the budgeted rate of pay for the specific position and
cannot create inequities with current staff.
A. Salary Advancement: A salary advancement is the only mechanism to increase an
employee’s base pay rate other than through a recruitment process or appointment to an
unclassified position with a different position control number. All salary advancements must
be analyzed and approved by Employee Compensation. (See B7002 Salary Advancement
Policy.)
B. Pay Reduction (Non-Merit Systems Employee): The base pay rate of a temporary,
contract, or other unclassified employee may, subject to Board approval, be reduced.
C. Career Path: An Appointing Authority, with the approval of Employee Compensation and the
Board, may adopt a formal plan that establishes a career enhancement and advancement
strategy for specifically identified functional areas and/or Market Range Titles. Each plan shall
establish specific criteria for salary advancement and movement along and within the career
path, and may provide separate, clearly defined paths for professional growth and for
management functions, and may utilize peer or client/customer review committees. All
salary adjustments made in accordance with a career path must follow the County’s salary
advancement policy.
A career path may also include a provision for a separate management career path. A
management career path for certain identified professional work groups may utilize
management/professional assignments and management/professional assignment pay in lieu
of permanent positions. Professional work groups that could be considered for
management/professional assignment pay typically fall within the definition of “professional”
employment under the FLSA. Examples of professions which may be considered for career
path plans are attorneys, engineers, information technology, and nurses. All career paths
which call for the use of management/professional assignment pay must be approved by the
Board.
XIV. Premium Pay
The Board, upon the recommendation of Employee Compensation, may authorize the payment of
different types of premium pay (i.e., management/professional assignment pay, special work
assignment pay, differential pay, multilingual pay, standby pay and call back pay). Premium pay is not
required and is non-permanent pay. Application of premium pay shall be made at the discretion of the
Appointing Authority, with the concurrence of Employee Compensation, to all similarly-situated
employees. A reduction in, or rescission of, premium pay does not constitute a demotion and is not
subject to appeal to the Merit Commission. For non-exempt employees, premium pay must be
included in the calculation of overtime.
When market or industry standards warrant it, the Board, upon the recommendation of Employee
Compensation, may authorize a schedule of premium pay for certain employees. Employee

Policy Number: B7000
Policy Title:
COMPENSATION POLICY Current Adoption
12-09-2015
Date:
Compensation shall monitor all premium pay rates, conduct reviews as needed, and make
recommendations to the Board when adjustments are needed.
A. Management/Professional Assignment: With the approval of the Board, a career path
may provide for non-permanent assignments to a management/professional role, which may
be accompanied by a temporary amount of additional pay (“management/professional
assignment pay”). Upon the conclusion of the management/professional assignment, the
additional pay will end. A reduction in, or rescission of, management/professional
assignment pay does not constitute a demotion and is not subject to appeal to the Merit
Commission.
A management/professional assignment differs from a special work assignment in that a
management/professional assignment is limited to career path plans approved by the Board,
can be for an indefinite period of time, and does not require renewal at the beginning of each
fiscal year. Employees may not receive a management/professional assignment at the same
time they are receiving a special work assignment and may not receive more than one
management/professional assignment at any given time.
B. Special Work Assignment: (See B7001 Special Work Assignment Policy.)
C. Differential Pay: (See B7004 Pay Differentials Policy.)
D. Multilingual Pay: (See B7005 Multilingual Pay Policy.)
E. Standby Pay: (See B7006 Hours Worked and Overtime Policy.)
F. Callback Pay: (See B7006 Hours Worked and Overtime Policy.)
XV. Management Incentive Pay: (See B7007 Management Incentive Pay Policy.)
XVI. Alternative Compensation
The Board, upon the recommendation of Employee Compensation, may approve a plan for an
alternative method of compensation, such as piece rate or production pay, when the specific
circumstances indicate that there will be an ultimate benefit to Maricopa County to have such a plan in
place. Such plans must be clearly defined and well documented.
XVII. Tuition Reimbursement
Subject to the availability of appropriated funds for such purposes, the County Manager may adopt a
tuition reimbursement program. (See HR2430 Education Assistance Policy.)
XVIII. Recognition Rewards
The Board may approve a recognition rewards program. In addition, Appointing Authorities may
provide employees with plaques, certificates of achievement, pins, and similar nominally priced, non-
monetary items as recognition for exemplary performance, attendance, and/or other types of job-
related achievements.

Policy Number: B7000
Policy Title:
COMPENSATION POLICY Current Adoption
12-09-2015
Date:
XIX. Employee Gainsharing Program: (See B7008 Employee Gainsharing Policy.)
XX. Separations
A. In addition to any wages due at the time the employee (not including contract or temporary
employees) is separated from Maricopa County service, the employee shall be paid at the
employee’s regular base pay rate (premium pay and other similar pay shall not be used to
calculate the base pay) for all accrued vacation time hours if the employee has completed at
least 6 months of continuous eligible employment.
B. An employee who is officially retiring from Maricopa County, as verified by the applicable
retirement system and will receive a pension under one of the state retirement systems, and
who has accumulated a minimum of 1,000 hours or more of sick leave is eligible to receive a
$10,000 tax free contribution to fund an investment account for the payment of post-
employment qualified medical expenses.
C. An employee who is involuntarily separated may be eligible to receive severance pay,
contingent upon Board approval. (See HR2423 Severance Pay for Release of Claims.)
D. No other payments are allowed absent express Board approval.
E. Wages and vacation time hours may be paid to the heir, beneficiary or estate of a
deceased employee upon the receipt and approval of appropriate authorizing documentation.
F. Employees who turn in their resignation from County employment, shall not be allowed
to “burn off” their vacation time by extending their last day of employment through the use of
vacation time or sick leave.
Revision History
Version Revision Date Description of Revision
1 09 June 1997 (C-31-97-013-8-01) Initial version
2 30 Nov 1998 (C-31-99-027-6-00) Established 228 pay grades
3 16 Dec 1998 (C-31-99-028-6-00) Made technical corrections
4 03 Feb 1999 (C-31-99-034-6-00) Modified premium pay section and promotion timing
5 26 Jul 2000 (C-31-01-003-6-00) Exempted Chief Deputies of Elected Officials
Defined “Appointed Employee” and established
6 09 Aug 2000 (C-31-01-007-6-00) Compensation Review Committee for salary advancements
over 10% in a 12 month period
7 20 Dec 2006 (C-35-07-011-6-00) Changed Post Employment Health Plan from $3,000 to
$10,000
8 15 Dec 2010 (C-49-11-036-6-00) Major revision to entire policy
9 21 Oct 2015 (C-49-11-036-6-01) Revised ECP language and added Leave Adjustment
Incentive
10 09 Dec 2015 (C-31-16-016-6-00) Minor revisions to align with changes to the Employee Merit
System Rules