ATTORNEY CAREER PATH - COUNTY ATTORNEY (STRIKE-ADD) 08-21-2013.PDF

County Attorney’s Office
Attorney Management and Professional Career Path
Initiating Department: Office of Management and BudgetHuman Resources
Affected Department: All dDivisions within the County Attorney’s Office
Board of Supervisors Approval Date: September 14, 2011August 721, 2013
Effective Date: July 8, 2013
This management and professional career path is for attorneys within the Maricopa County Attorney’s Office who,
in the opinion of the Maricopa County Attorney, are most suited to direct and supervise others or to serve as
attorneys in capital cases. This management and professional career path replaces all previous attorney career
paths applicable to the Maricopa County Attorney’s Office.
The assignments described below shall be designated as Management or Professional Assignments pursuant to
the Maricopa County Employee Compensation Plan if they extend beyond 30 consecutive calendar days.
Classified employees placed on these assignments shall retain their classified status under the Maricopa County
Employee Merit System Rules and Resolutions during the assignment. This management and professional career
path replaces all previous attorney career paths applicable to the Maricopa County Attorney’s Office.
Attorney Mentor Professional Assignments
Subject to Board of Supervisor’s approval, the Maricopa County Attorney’s Office may designate 2 attorneys to
serve as attorney mentors who may receive up to a biweekly stipend of $38.46 (approximately $1,000 annually) in
addition to the employee’s base pay. These assignments will be used for attorneys who mentor and assist in
training new prosecutors.
Attorney Assistant Supervisor Management Assignments
Subject to Board of Supervisor’s approval, the Maricopa County Attorney’s Office may designate 19 attorneys to
serve as assistant attorney supervisors who may receive up to a biweekly stipend of $96.0015 (approximately
$2,500 annually) in addition to the employee’s base pay. These assignments will be used for attorneys who assist
supervisors with workflow and attorney accountability.
Attorney Supervisor Management Assignments
Subject to Board of Supervisor’s approval, the Maricopa County Attorney’s Office may designate 32 27 attorneys
to serve as attorney supervisors who may receive up to a biweekly stipend of $384576.8092 (approximately
$1015,000 annually) in addition to the employee’s base pay.
Attorney Manager Management Assignments
Subject to Board of Supervisor’s approval, the Maricopa County Attorney’s Office may designate 7 6 attorneys to
serve as attorney managers who may receive up to a biweekly stipend of $769961.6054 (approximately
$2025,000 annually) in addition to the employee’s base pay.
Capital Attorney Professional Assignments
Subject to Board of Supervisor’s approval, the Maricopa County Attorney’s Office may designate 43 attorneys to
serve as capital attorneys who may receive a stipend in addition to the employee’s base pay.
1. An attorney who is eligible for appointment in a capital case under Rule 6.8(a) and qualified as lead
counsel under Rule 6.8(b)(1) or approved by the Supreme Court as lead counsel under Rule 6.8(d) of
the Rules of Criminal Procedure, may receive a biweekly stipend of $672.80 (approximately $17,500
annually) in addition to the employee’s base pay.
2. An attorney who is eligible for appointment in a capital case under Rule 6.8(a) and qualified as co-
counsel under Rule 6.8(b)(2) or approved by the Supreme Court as co-counsel under Rule 6.8(d) of the
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County Attorney’s Office
Attorney Management and Professional Career Path
Board of Supervisors Approval Date: December 15, 2010August 7, 2013
Rules of Criminal Procedure, may receive a biweekly stipend of $384.80 (approximately $10,000
annually) in addition to the employee’s base pay.
Any attorney supervisor, or attorney manager, or capital attorney who, at the time this plan was approved, was
receiving a stipend higher than he/she would receive with the management or professional assignment pay
identified above, may, at the appointing authority’s discretion, retain his/her rate of pay until such time that the
addition of management or professional assignment pay would be greater than the individual’s current stipend.
For an employee whose FTE is less than 1.0, the biweekly stipends described above will be prorated based on
the employee’s FTE.
Page 2 of 2 Date: 05/12/2010