B7000 COMP PLAN DRAFT TO MANAGEMENT 09102015 B SOLAR REDLINE.DOCX

Maricopa County — Formal (2015-10-21)

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Maricopa County Internal Policy Number: B7000
Policy Title: Compensation Plan Issue Date: 06/1997
Policy Category: Employee Initiating Department: Revision Date: 12/2010
Compensation Management and Budget
Reviewed by: Brian Hushek Revision: 6
Approved by: Don
MARICOPA COUNTY INTERNAL POLICY
Policy Number: B7000
Policy Title:
COMPENSATION POLICY Current Adoption Date:
Current Implementation Date:
Board Agenda Number:
Approved by:
BOARD OF SUPERVISORS
Original Adoption Date: 06-09-1997
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
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Maricopa County Internal Policy Number: B7000
Policy Title: Compensation Plan Issue Date: 06/1997
Policy Category: Employee Initiating Department: Revision Date: 12/2010
Compensation Management and Budget
Policy Title: Policy Number: B7000
COMPENSATION POLICY
Current Adoption Date:
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 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.
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Maricopa County Internal Policy Number: B7000
Policy Title: Compensation Plan Issue Date: 06/1997
Policy Category: Employee Initiating Department: Revision Date: 12/2010
Compensation Management and Budget
Policy Title: Policy Number: B7000
COMPENSATION POLICY
Current Adoption Date:
I. 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.
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 customized package of compensation,
benefits, and leave options established for unclassified (excluding temporary and
contract), top management positions that are equivalent to department deputy
director or above. Some examples are chief deputy of an elected official, county
manager, deputy county manager, assistant county manager, department director,
and department deputy director.
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 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.
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Maricopa County Internal Policy Number: B7000
Policy Title: Compensation Plan Issue Date: 06/1997
Policy Category: Employee Initiating Department: Revision Date: 12/2010
Compensation Management and Budget
Policy Title: Policy Number: B7000
COMPENSATION POLICY
Current Adoption Date:
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 or
reemployment of an employee into a classified position. Until an employee
successfully completes probation, the employee is considered unclassified and not
subject to any of the protections set forth in any of the merit rules.
V.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.
W.X. Management/Professional Assignment Pay: A temporary amount of additional
pay that an employee receives while on a Board approved
management/professional assignment.
Page 4 of 17

Maricopa County Internal Policy Number: B7000
Policy Title: Compensation Plan Issue Date: 06/1997
Policy Category: Employee Initiating Department: Revision Date: 12/2010
Compensation Management and Budget
Policy Title: Policy Number: B7000
COMPENSATION POLICY
Current Adoption Date:
X.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.
Y.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.
Z.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.)
AA.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.)
BB.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.
CC.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.)
DD.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.
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Maricopa County Internal Policy Number: B7000
Policy Title: Compensation Plan Issue Date: 06/1997
Policy Category: Employee Initiating Department: Revision Date: 12/2010
Compensation Management and Budget
Policy Title: Policy Number: B7000
COMPENSATION POLICY
Current Adoption Date:
EE.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.)
FF.GG. Position Control Number: A number used to identify a specific position. Each
position has a unique position control number.
GG.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.)
HH.II. 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 rules.
II.JJ. Regular Employee: As defined in the Maricopa County Employee Merit System
Rules, an employee occupying a classified position who has successfully completed
an initial probationary period.
JJ.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.
KK.LL. Regular Status: The status a classified employee achieves under the applicable
Merit System Rules after successful completion of the initial probation period.
LL.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.)
Page 6 of 17

Maricopa County Internal Policy Number: B7000
Policy Title: Compensation Plan Issue Date: 06/1997
Policy Category: Employee Initiating Department: Revision Date: 12/2010
Compensation Management and Budget
Policy Title: Policy Number: B7000
COMPENSATION POLICY
Current Adoption Date:
MM.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.)
NN.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.)
OO.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.
PP.QQ. Unclassified: A position and/or employee not covered by any set of Merit System
Rules.
QQ.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.
RR.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.
SS.TT. Working Title: An informal title given to a position by a department, and approved by
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.
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Maricopa County Internal Policy Number: B7000
Policy Title: Compensation Plan Issue Date: 06/1997
Policy Category: Employee Initiating Department: Revision Date: 12/2010
Compensation Management and Budget
Policy Title: Policy Number: B7000
COMPENSATION POLICY
Current Adoption Date:
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).
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Maricopa County Internal Policy Number: B7000
Policy Title: Compensation Plan Issue Date: 06/1997
Policy Category: Employee Initiating Department: Revision Date: 12/2010
Compensation Management and Budget
Policy Title: Policy Number: B7000
COMPENSATION POLICY
Current Adoption Date:
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 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,
and appointed employees as defined above. 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
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Maricopa County Internal Policy Number: B7000
Policy Title: Compensation Plan Issue Date: 06/1997
Policy Category: Employee Initiating Department: Revision Date: 12/2010
Compensation Management and Budget
Policy Title: Policy Number: B7000
COMPENSATION POLICY
Current Adoption Date:
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 reaches
18 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.)
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,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
Page 10 of 17

Maricopa County Internal Policy Number: B7000
Policy Title: Compensation Plan Issue Date: 06/1997
Policy Category: Employee Initiating Department: Revision Date: 12/2010
Compensation Management and Budget
Policy Title: Policy Number: B7000
COMPENSATION POLICY
Current Adoption Date:
The base pay rate for classified, unclassified, contract,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 indentifiedidentified as appropriate to the specific
situation.
1. Unsatisfactory Promotional Probation Period: Promotional probation will only
occur following an announced recruitment for a classified position. An employee
who fails to satisfactorily complete a promotional probationary period and who is
returned to his/her previous position shall receive the same base pay rate
received prior to the promotion plus any market or general rate increases which
occurred subsequent to the promotion that would have been applicable to the
employee. If the employee is demoted to another position, his/her base pay rate
shall be reduced to an amount within the established market range of that
Page 11 of 17

Maricopa County Internal Policy Number: B7000
Policy Title: Compensation Plan Issue Date: 06/1997
Policy Category: Employee Initiating Department: Revision Date: 12/2010
Compensation Management and Budget
Policy Title: Policy Number: B7000
COMPENSATION POLICY
Current Adoption Date:
position, approved by Employee Compensation, and at or below the budgeted
rate of pay of the position the employee will occupy.
2. Involuntary Demotion: The base pay rate of an employee who has been demoted
following formal disciplinary action 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.
3. 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, 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 8.03.)
XI. Executive Compensation Packages
The Board may establish executive compensation packages (ECPs) for certain identified
unclassified (excluding contract and temporary) top management positions at a level
equivalent to department deputy director or above (i.e., chief deputy of an elected official,
county manager, deputy county manager, assistant county manager, department
director, department deputy director, or an equivalent level position).
The County Manager or designee may approve ECPs that adjusts classified,
unclassified, and contract employees’ leave bank(s) and/or classified and unclassified
Page 12 of 17

Maricopa County Internal Policy Number: B7000
Policy Title: Compensation Plan Issue Date: 06/1997
Policy Category: Employee Initiating Department: Revision Date: 12/2010
Compensation Management and Budget
Policy Title: Policy Number: B7000
COMPENSATION POLICY
Current Adoption Date:
employees’ accrual rates as part of a total rewards package for top management
positions that are equivalent to department deputy director or above. Executive
compensation packagesECPs granting additional paid leave shall not exceed 80
hours of vacation time, and/or 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 unless supported by the Elected Official or County Manager and approved
by the Board.
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’’s leave bank(s) 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.
XII.XIII. Permanent Salary Adjustments
Salary increases must be budgeted in the current fiscal year,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
Page 13 of 17

Maricopa County Internal Policy Number: B7000
Policy Title: Compensation Plan Issue Date: 06/1997
Policy Category: Employee Initiating Department: Revision Date: 12/2010
Compensation Management and Budget
Policy Title: Policy Number: B7000
COMPENSATION POLICY
Current Adoption Date:
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.
XIII.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
Page 14 of 17

Maricopa County Internal Policy Number: B7000
Policy Title: Compensation Plan Issue Date: 06/1997
Policy Category: Employee Initiating Department: Revision Date: 12/2010
Compensation Management and Budget
Policy Title: Policy Number: B7000
COMPENSATION POLICY
Current Adoption Date:
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 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.)
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Maricopa County Internal Policy Number: B7000
Policy Title: Compensation Plan Issue Date: 06/1997
Policy Category: Employee Initiating Department: Revision Date: 12/2010
Compensation Management and Budget
Policy Title: Policy Number: B7000
COMPENSATION POLICY
Current Adoption Date:
F. Callback Pay: (See B7006 Hours Worked and Overtime Policy.)
XIV.XV. Management Incentive Pay: (See B7007 Management Incentive Pay Policy.)
XV.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.
XVI.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.)
XVII.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.
XVIII.XIX. Employee Gainsharing Program: (See B7008 Employee Gainsharing Policy.)
XIX.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
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