B7003 - MARKET RANGE TITLE REVIEW AND ADJUSTMENT - TRACK CHANGES VERSION 12092015 BOS AGENDA.PDF

Maricopa County Internal Policy Number: B7003
Policy Title: Market Range Title Issue Date: 12/2010
Review and Adjustment
Policy Category: Employee Initiating Department: Revision Date: n/a
Compensation Management and Budget
Reviewed by: Brian Hushek Approved by: Don Stapley Revision: n/a
I. Purpose
The purpose of this policy is to provide a procedure under which a review of a
position’s assignment to a Market Range Title (MRT) may be requested pursuant to
the Maricopa County Employee Compensation Plan.
II. Authority and Responsibilities
Employee Compensation is responsible for administering this policy. Departments are
required to follow this policy and to direct any questions to Employee Compensation.
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. Any full and part-time classified, unclassified, contract, and temporary
position may be eligible for an MRT review. This policy does not apply to
constitutionally or statutorily created positions (elected officials). Volunteers and
independent contractors are not County employees and are not subject to this policy.
IV. Definitions
A. Appointing Authority: An elected official, the single administrative or executive
head of a department, or the designated representative authorized to act in this
capacity.
B. Appointment: Assignment of an employee into an unclassified position.
C. Classified: Positions and/or employees covered by one of the established sets of
Merit System Rules. Excluded are those positions and/or employees identified as
temporary, contract, or unclassified.
D. Demotion: A change in the assignment of a classified employee to a lower base
pay rate.
E. Market Range Title (MRT): A title assigned to a group of positions performing similar
or related duties and responsibilities. Employee Compensation establishes and
maintains Market Range Titles.
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Maricopa County Internal Policy Number: B7003
Policy Title: Market Range Title Issue Date: 12/2010
Review and Adjustment
Policy Category: Employee Initiating Department: Revision Date: n/a
Compensation Management and Budget
F. Market Range Title (MRT) Adjustment: The assignment of a position to another
MRT 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.
G. Market Range Title (MRT) Review: An analysis undertaken by Employee
Compensation to determine the correct MRT for a specific position.
H. Initial Probation (initial and promotional): A specified period of time following
the employment, reemployment, or promotion, of an classified employee in a
budgeted position in the classified service, during which the work performance of
the employee is evaluated. An initial probationary employee serves in an
unclassified status, and 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.
I. Promotion: The movement of an employee to a classified position with a different
position control number at a higher base pay rate through a recruitment process that
complies with the applicable Merit System Rules.
J. Special Work Assignment (SWA): An employee’s temporary assignment to
perform the duties of another position assigned to a higher level market range title
that is vacant or when the functions of a position are not being performed due to the
temporary absence of the incumbent; or an employee’s assignment to a major
project or higher level responsibilities for a defined time period.
K. Unclassified Position: A position and/or employee not covered by any set of Merit
System Rules.
V. General Provisions
A. MRT review requests may be initiated by either the department Appointing Authority
or Employee Compensation and require the approval of the Office of Management
and Budget’s (OMB) Employee Compensation and Budget divisions. No change to a
position’s assignment to an MRT will be made until approved by OMB’s Employee
Compensation and Budget divisions.
B. An Appointing Authority may request a review of a position’s assignment to an MRT
(1) at any point during the year as long as the position has not been reviewed by
Employee Compensation within the past 12 months, or (2) during a market study in
which the position is included. Requests for MRT reviews submitted by non-
appointing authorities will not be considered.
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Maricopa County Internal Policy Number: B7003
Policy Title: Market Range Title Issue Date: 12/2010
Review and Adjustment
Policy Category: Employee Initiating Department: Revision Date: n/a
Compensation Management and Budget
C. Requests to review a position’s assignment to an MRT are analyzed on an individual
basis by Employee Compensation who shall review each request for accuracy and
legitimacy. Employee Compensation will conduct a thorough job analysis which may
include, but is not limited to, job observation, work diaries, and interviews with the
employee, co-workers, supervisor(s), and/or manager(s).
D. If Employee Compensation determines that a position belongs in an MRT other than
the one to which it is currently assigned, the position will be assigned to the
appropriate MRT through (1) an MRT Adjustment or (2) the creation of a new
position.
E. Requests approved as an MRT Adjustment where an increase to the incumbent’s
base pay rate is warranted, must be fully funded on an annual basis within the
department’s existing budget and follow the County’s Salary Advancement Policy.
(See B7002 Salary Advancement Policy.) A Salary Advancement Form should not
be completed prior to receipt of Employee Compensation’s decision regarding the
MRT review. The incumbent’s base pay rate will be determined using the County’s
Placement in Range Policy while considering internal equity within the department
and across the County. (See B7009 Placement in Range Policy.) No employee shall
receive a base pay rate increase until the MRT Adjustment has been approved by
OMB’s Employee Compensation and Budget divisions. An MRT Adjustment will not
automatically result in a base pay rate change.
F. Departments are encouraged to listen, discuss, and evaluate the validity of an
employee’s concerns expressed about his/her position’s assignment to an MRT.
When the department concurs with the employee’s concerns and the position has
not been evaluated within the past 12 months, the department may follow the steps
outlined below to request that Employee Compensation evaluate the
appropriateness of the position’s assignment to its current MRT.
VI. Review and Adjustment not Resulting from a Market Study
A. Appointing Authorities that have not requested a review of a position’s assignment to
an MRT within the past 12 months may request one by submitting the following to
Employee Compensation:
1. Market Range Title Review and Adjustment Form.
2. Position’s original job description.
3. Revised job description that indicates the position’s current duties.
4. Former and current organizational chart.
5. Performance management plan and/or evaluation which accurately reflects the
current responsibilities and expectations of the incumbent/position.
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Maricopa County Internal Policy Number: B7003
Policy Title: Market Range Title Issue Date: 12/2010
Review and Adjustment
Policy Category: Employee Initiating Department: Revision Date: n/a
Compensation Management and Budget
6. Position Description Questionnaire (PDQ) completed by the supervisor.
7. Position Description Questionnaire (PDQ) completed by the employee.
B. Employee Compensation will issue a decision in writing to the department Appointing
Authority.
VII. Review and Adjustment Resulting from a Market Study
A. During a market study, Appointing Authorities may request via an email or memo an
additional review of a position’s assignment to an MRT after they receive Employee
Compensation’s initial report detailing a position’s assignment to an MRT. The
request must be within the timeline established by Employee Compensation and
detail the reason for the request, the specific concerns with the position’s assignment
to an MRT, and any other pertinent information.
B. Employee Compensation will issue a decision in writing to the department Appointing
Authority.
VIII. MRT Adjustment
A. An MRT Adjustment may be warranted (1) when the County’s compensation
structure is modified or (2) when a significant change in a position’s job duties and
responsibilities occurs over time.
B. The change in assigned job duties may be the result of changes in work procedures,
technological advances, work requirements, organizational changes, shift in strategic
goals, and/or legislative changes.
C. Requests resulting from the following will generally not be considered for an MRT
Adjustment:
1. Change in assignment of job duties that are within the same scope of
responsibility. A larger workload or additional work does not necessarily
warrant an MRT Adjustment.
2. A position occupied by an employee on initial or promotional probation.
3. Modifications to job duties that are anticipated or that are expected to be
temporary in nature.
4. Assignment of significantly different job duties that are not the result of changes
over time, rather the immediate addition of job duties that should be handled as
a Promotion.
5. Change in assignment of job duties that would result in a Reduction in Force.
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Maricopa County Internal Policy Number: B7003
Policy Title: Market Range Title Issue Date: 12/2010
Review and Adjustment
Policy Category: Employee Initiating Department: Revision Date: n/a
Compensation Management and Budget
6. Permanent assignment of job duties for which the employee was receiving an
SWA.
7. Movement from a Fair Labor Standards Act non-exempt position to an exempt
position.
8. Movement from a non-supervisory position to a supervisory position.
9. Movement from an unclassified status to a classified status.
10. Movement to an MRT in which the incumbent does not meet the minimum
qualifications.
D. A position’s MRT Adjustment shall not be considered a Demotion or Promotion nor
shall it be used as a disciplinary action, incentive, or as a substitute for any such
action(s).
E. Unless otherwise specified, the effective date of an MRT Adjustment is the first day of
the next pay period following approval by OMB.
IX. Creation of a New Position
A. The creation of a new position may be warranted when:
1. The assignment of significantly different job duties are not the result of changes
over time, rather the immediate addition of job duties that should be handled as
a Promotion.
2. Changes to the position require movement from a non-supervisory position to a
supervisory position or from a supervisory position to a non-supervisory
position.
B. Requests resulting in the creation of a new position will generally not be considered
when staffing levels do not support the creation of the new position or the
department cannot fund the position on an annual basis within its existing budget.
C. The creation of a new position must follow the County’s position management
process and will be prospective; no resulting promotion, appointment, or lateral
moves will be retroactive. A recruitment or appointment resulting from a new position
must comply with the County’s recruitment and selection policies and procedures.
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