HomeMy WebLinkAboutResolutions 1996 (32) RESOLUTION RATIFYING LAW UNION CONTRACT
AND APPROVING IMPLEMENTATION OF COMPENSATION
PACKAGE FOR LAW UNION EMPLOYEES AND NON -UNION EMPLOYEES
Resolution No. 23e. (9 6)
St. Croix County, Wisconsin
WHEREAS, the County and the Law Enforcement Union have reached a
tentative contract agreement for the period January 1, 1997 through
December 31, 1999; and
WHEREAS, the Personnel Committee has put forth a compensation
package for the law enforcement union employees and the non -union
employees for the period from January 1, 1997 through December 31,
1999; and
WHEREAS, the Personnel Committee recommends approval of the
agreement and implementation of the compensation packages for the
law enforcement union employees and the non -union employees;
THEREFORE, be it resolved by the St. Croix County Board of
Supervisors that the terms and conditions of the agreement and the
implementation of the compensation package for law enforcement
union employees and the non -union employees are hereby approved as
set forth in the attached memorandum.
Dated this 17th day of December, 1996.
Offered by: Personnel Committee
Negative Affirmative
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SETTLEMENT AGREEMENTS
BETWEEN
ST. CROIX COUNTY
AND
LABOR ASSOCIATION OF WISCONSIN,
ST. CROIX COUNTY LAW ENFORCEMENT
12/09/96
SHIFT PICKS, ALL FILLER SHIFTS
Article 6, Section 1 A.
..."Shift selection will take place in February and August with the
newly selected shifts to commence with the naturally - sequenced
shift schedule in March and September.
ON -CALL COMPENSATION
Article 6, Section 1, B.
... "on -call hours from 5:00 PM Saturday through Midnight Sunday (31
hours total) shall be compensated at $1.50 per hour as of 1/1/97;
1.65 per hour as of 1/1/98; $1.80 per hour as of 1/1/99; and $2.00
per hour as of 12/31/99, in addition to all other compensation.
The Employer, at its discretion, may increase the number of on -call
hours, provided they are compensated at the aforementioned rate of
pay."
SHIFT PICK ROTATIONS
Article 6, Section 1, F. ...Shifts shall be selected by the
employees on a seniority basis, provided the senior selecting
employee meets the required established qualifications for
positions with distinct functions. The County shall list all
available shifts for the classification and the employees shall
list their preference in rank order. During the shift picks, a
Corrections Officer who picks his /her same shift (shift means days,
afternoons, or midnights) must stay with the same rotation as well.
Day -off rotations can only be changed if the shift start time is
changed. Failure to list order of preference...
FILLER SHIFTS LANGUAGE
Article 6, G. Filler Shifts Shift fillers are used within
several classifications to fill vacant shifts that occur due to
vacations, compensatory time, schooling, sick leave, leaves of
absence, and other related times. Filler shifts are part of the
usual shift pick rotations and are chosen in the usual manner, by
seniority.
Employees who are shift fillers shall be notified of the
different shifts they will be filling when the schedule is
completed. However, the schedule only covers previously- arranged
times off. Occasionally, there are times when shifts open up on
short notice due to illness, injury, last - minute vacation requests,
or unforeseen circumstances. When this happens, shift fillers will
be required to change their shifts accordingly. These changes will
be done with a minimum eight (8) hour notice, except as noted
below.
For example, sick leave is not usually pre- scheduled, so a
shift filler would have his /her schedule re- arranged to fill that
shift opening, when available. In cases of sick leave, the shift
filler would be called to change his /her shift at a minimum of two
(2) hours before the start of the scheduled shift time. If someone
calls in sick for a shift and it is within the two hours previous
to a shift filler's start time, the shift filler will come in at
his /her regular time, with other extensions being made to cover the
time.
If there are no shift fillers available, the shift will be
filled by extending the hours of those already working or calling
in an off -duty employee, at the Employers discretion.
Nothing in this section abrogates the Employer's right to
decide to fill or not fill, part or all of a shift.
OPEN SHIFT NOTIFICATION
Article 6, Section 4
...This shall be done on a rotating seniority basis for employees
who are available. The County shall make a good faith effort to
reach employees to offer the assignment; this shall constitute a
telephone call to the residence of the employee. The County will
document all "attempts to contact" employees and make that
information available to employees upon request. If the County
cannot find an employee...
HOLIDAYS
Article 9, Section A and B
A. "All employees except Process Servers, Security Officers
assigned to the Government Center, and Court Officers covered by
this Agreement shall receive ten (10) full days as Holiday Pay on
or before December 1st of each year. Holiday Pay is in addition to
the regular pay received by an employee in the event that s /he is
scheduled to work on any of the following holidays: New Year's
Day, Friday afternoon before Easter, Easter, Memorial Day, July
Fourth, Labor Day, Thanksgiving Day, Friday after Thanksgiving,
Christmas Eve Day, Christmas Day, and New Year's Eve afternoon.
B. Process Servers, Security Officers assigned to the Government
Center, and Court Officers will not be scheduled to work on a
holiday or day designated as a holiday. Holiday Pay of eight (8)
straight time hours shall be paid to the Process Servers, Security
Officers assigned to the Government Center, and Court Officers who
do not work on the holiday or day designated as a holiday. The
number of holiday hours shall be the same as those outlined in
Paragraph A above. Any Process Server, Security Officer assigned
to the Government Center, or Court Officer required to work on a
holiday shall be paid at the employee's straight time hourly rate
for the hours worked on the holiday, plus eight (8) straight time
hours of employee's regular hourly rate of pay, for the holiday or
designated holiday. In order to be eligible for holiday pay,
regular full -time Process Servers, Security Officers assigned to
the Government Center, and Court Officers must be in an in -pay
status the workday immediately preceding and the workday
immediately following the holiday."
VACATION
Article 10 Vacation
Delete in it's entirety. Replace with Personal Time Off language.
MEDICAL INSURANCE
Article 11, Section 1
"The County shall provide a contribution of up to $566.50 per
month towards each employee's health insurance program. The County
agrees to assume ninety percent (90 %) of any health insurance
premium increase in the years 1997, 1998, and 1999. As of the end
of the open enrollment period, November 1, 1997, the County's
standard health insurance plan will be phased -out and the remaining
managed -care plan will continue in operation. As a buy -out for the
standard plan, the County will increase the 1998 wage grid by one -
half of one percent (0.5 %) and the 1999 wage grid by one -half of
one percent (0.5 %). At the termination of the contract, the cost
of any health insurance increases will be equally split between the
parties until a successor agreement is reached.
The successor agreement may include terms...
SICK LEAVE
Article 12 -Sick Leave
Delete in its entirety. Replace with Personal Time Off
FUNERAL LEAVE
Article 13, Section 3
Schedule for Funeral Leave:
Relative of Employee
Spouse up to 3 days
Child up to 3 days
Sister up to 3 days
Brother up to 3 days
Father up to 3 days
Mother up to 3 days
Father of current spouse up to 3 days
Mother of current spouse up to 3 days
Grandchild up to 3 days
Sister of current spouse up to 1 day
Brother of current spouse up to 1 day
Grandparent up to 1 day
CONTAMINATED FOOTWEAR
Article 14
...the joint desire of the parties to maintain the highest
standards of professionalism. Requests for replacement of footwear
contaminated by blood or bloodborne pathogens will be reviewed on
a case -by -case basis.
DATES OF CONTRACT
Article 27, Section 1
"THIS AGREEMENT shall be in full force and effect from January
1, 1997 TO AND INCLUDING December 31, 1999 and shall continue..."
LONGEVITY
Exhibit "A"
A. Longevity -- delete in its entirety; covered under provisions of
Personal Time Off
Under Exhibit "A ", subsections B and C move up to A and B.
PROMOTION FOR VACANT POSITIONS...
Appendix
If more than one vacancy exists (delete - -at the same time),
the Sheriff makes the final appointment from the list with an
additional name being added so that the Sheriff always has three
candidates from which to make his selection (assuming there are
that many applicants). The eligibility list is valid for twelve
(12) months from the date it was established. Delete last
paragraph.
TEMPORARY EMPLOYEES
Letter of Understanding
Use of Temporary Employees
Delete in its entirety as it is no longer in effect; the temporary
employees received permanent positions within the Jail operation.
•
Sideletter Agreement Between St. Croix County and LAW
for the Contract Period 1997, 1998, 1999
For those employees who are not scheduled to work on holidays in
1999, the recognized holidays for Christmas Eve afternoon and
Christmas Day will be Thursday afternoon and Friday, December 23
and 24 and the recognized holidays for New Year's Eve afternoon and
New Year's Day will be Thursday afternoon and Friday, December 30
and 31.
For the County For the Union
Sideletter Agreement Between St. Croix County and LAW
for the Contract Period 1997, 1998, 1999
One of the filler shifts shall be designated as the "Huber
Officer" shift. This is a special assignment which shall be
included for bidding purposes during shift picks for Corrections
Officers. The shift is between the hours of 6 a.m. and 10 p.m.,
scheduled according to the needs of the Huber inmates, and working
a modified rotation including Monday through Friday work (see
Process Server schedule). Though primary responsibility for this
shift is the Huber population, it would also function as a shift
filler for the scheduled hours.
This position is considered experimental and will be re-
evaluated at the end of the contract period to determine if it
should continue. This agreement regarding the Huber Officer
position will sunset at the conclusion of this contract period.
For the County For the Union
Letter of Understanding
Between St. Croix County and LAW
Re: Filling of Primary Services Deputy, Court Officer, Recreation
Officer, or Process Server position(s)
Whenever the County determines that a vacancy or new position
is to be filled, said vacancy or new position shall be posted for
seven (7) calendar days in overlapping weeks on the bulletin board
provided by the County for Association use. The posting shall set
forth the job duties and responsibilities, required qualifications,
and rate of pay. Interested bargaining unit employees shall make
application to the Personnel Office.
Oualifications Necessary to Apply:
Applicant must be a Certified Law Enforcement Officer in the
State of Wisconsin, must be currently employed in a qualifying
position in St. Croix County, and must have three (3)
continuous years of service as an officer in the St. Croix
County's Sheriff's Department. Qualifying positions include:
Corrections Officer II, Security Officer II, Primary Services
Deputy, Court Officer, Investigator, Process Server, and
Recreation Officer. Time spent in the positions of
Corrections Officer I and /or Security Officer I will be
counted toward the three (3) years of continuous service
provided that the applicant currently meets the other two
requirements, i.e. certified officer and qualifying position.
Continuous years of service does not include time spent in the
reserves or auxiliary services, or time spent in a temporary
(non - benefit) position.
The Selection Process:
The selection process will consist of a three -phase procedure
to develop a composite score.
Phase 1 -- Written Test
The test is not a pass -fail test; rather it is used as an
indicator of success in the chosen field.
The test counts as one -third (1/3) of the total score.
Applicants can test only once every twelve (12) months.
If additional vacancies are posted within the 12 -month
period of time, the applicant must use his /her original
test.
Phase 2 - -Oral Interview
The oral interview consists of a series of questions
relating to the applicant's experience, technical
knowledge, education, and skills. All applicants will be
asked essentially the same questions. The Interview
Panel will consist of five (5) members as follow:
1 representative from the Personnel Department
1 representative from the Public Protection
Committee
1 representative from management in the
Sheriff's Department
2 representatives from surrounding Sheriff's
Departments
The interview counts as one -third (1/3) of the total
score.
Phase 3-- Departmental Evaluation
The departmental evaluation is completed by management in
the Sheriff's Department, with input from Sheriff's
Department staff and other related managers. This will
vary depending upon the position to be filled.
The evaluation will consider such items as:
*work history
*self- motivation
*report- writing ability
The departmental evaluation counts as one -third (1/3) of the
total score.
Composite scores are developed by the Personnel Department
using the three -phase procedure. When candidates are determined to
be substantially equal, seniority shall be the determining factor.
The Personnel Department provides the Sheriff with a list of top
three candidates. If more than one vacancy exists, the Sheriff
makes the final appointment from the list with an additional name
being added so that the Sheriff always has three candidates from
which to make his /her selection (assuming there are that many
applicants). The eligibility list is valid for twelve (12) months
from the date it was established.
Letter of Understanding
Between St. Croix County and LAW
Re: Filling of Investigator position(s)
Applicants may apply through the present posting procedure.
Qualifications necessary to apply:
1. Applicant must presently be employed as a Patrol Deputy
or Recreation Officer with St. Croix County
2. Applicant must have five (5) years continuous service as
a Patrol Deputy or Recreation Officer for St. Croix
County.
Selection Process will consist of a three -phase procedure to
develop a composite score.
Phase 1 Written test developed by an outside firm (such as
Personnel Decisions, Inc. of Minneapolis)
Test will not be pass -fail
Test will count as 1/3 of the total score
Phase 2 Oral Interview consisting of a series of questions
relating to experience, technical knowledge, and
skills
All applicants will be asked the same questions
Interview panel will consist of five (5) members
- -1 representative from the Personnel Department
- -1 representative from the Public Protection
Committee
- -2 representatives from surrounding Sheriff's
Departments
- -1 representative from the Sheriff's management
team
Oral Interview will count as 1/3 of the total score
Phase 3 Departmental Evaluation to be completed by
Sheriff's Department management with input from
Sheriff's Department Investigators, D. A.'s Office,
and Judges
Evaluation would consider such items as:
*work history as related. to
investigations
*report - writing ability
*court credibility
*self- motivation
•
Departmental Evaluation will count as 1/3 of the
total score
Composite scores will be developed from this three -phase procedure.
When candidates are determined to be substantially equal, seniority
shall be the determining factor in position on the list.
The Sheriff is given a list of the top three (3) candidates from
which to appoint an Investigator.
This eligibility list is valid for twelve (12) months from the date
it was established.
ARTICLE 10 - PERSONAL TIME OFF (PTO)
Section 10.01 Definition. Personal Time Off (PTO) is a benefit
which combines traditional sick leave and vacation time into a
singular package known as PTO. The employee can use hours from
his /her PTO bank at his /her discretion, provided that the
Supervisor or Department Head has approved the request. A
Supervisor or Department Head may ask for a physician's
documentation when PTO is taken due to illness and there has not
been prior approval of the time off.
Section 10.02 Multiplier. Each employee earns PTO for every pay
period based upon the number of regular hours (not overtime hours)
that an employee is paid during the pay period. The payroll hours
are tied to a multiplier, based upon years of service, and a new
accrual amount is added each pay period. For employees working a
forty (40) hour /week schedule, the number of hours paid each pay
period would be eighty (80). For an employee working a twenty (20)
hour /week schedule, the number of hours paid each pay period would
be forty (40). The PTO is determined by taking the number of hours
paid each pay period, excluding overtime, multiplied by a pre-
determined multiplier. This results in the amount of PTO time
earned. The multiplier varies with years of service, as noted
below:
Years of Service Multiplier Used
0 -4 .0885
5 -14 .1077
15 -19 .1269
20+ .1384
Section 10.03 Personal Sick Leave Bank. Prior to entering a PTO
program, an employee who has accrued sick leave time places that
time in his /her Personal Sick Leave Bank. An employee who is sick
uses the PTO account for the missed time. However, an employee can
tap into his /her Personal Sick Leave Bank anytime that a single
occurrence illness /injury results in the loss of more than three
days time. When that option is selected, the deduction reverts
back to the first day, so that the first three days are deducted
from the Personal Sick Leave Bank, plus the additional sick days
used. To utilize the Personal Sick Leave Bank, the employee may be
asked to submit documentation from a physician to verify illness or
injury.
Section 10.04 PTO Accumulation. The PTO accumulation of.hours
cannot exceed 320 hours for a full -time employee and 240 hours for
a part -time employee. Full -time employment is defined as working
1
an average of 35 or more hours per week; part -time is defined as
working an average of 20 to 34.9 hours per week.
Anytime the total number of accrued PTO hours is in excess of
what is permitted, the excess hours are automatically subtracted
from the total and the employee remains at 320 hours (full -time) or
240 hours (part- time).
Section 10.05 Personal Sick Leave Bank Accumulation. An employee
can add to his /her Personal Sick Leave Bank annually, as defined in
13.06. There is no cap on the accrual of hours into the employee's
Personal Sick Leave Bank.
Section 10.06 Annual PTO Options. The Personal Sick Leave Bank
can be replenished annually. At the end of each calendar year, the
employee has the option of taking up to 96 hours (full -time) or 48
hours (part -time) out of his /her PTO account and placing the hours
into his /her Personal Sick Leave Bank.
Also at this time the employee can take up to 48 hours (full -
time) or 24 hours (part -time) out of his /her PTO account and
convert it into cash, based upon his /her hourly rate of pay on
December 31.
The employee also has the option of carrying over all of
his /her PTO hours into the new year. If the employee does not
choose either of the other two options, the PTO hours will
automatically be carried forward into the new year.
Section 10.07 Termination in Good Standing. When an employee
leaves St. Croix County in good standing s /he is paid for all PTO
hours that remain in his /her account. There is no pay -out for the
Personal Sick Leave Bank unless the termination is a retirement.
Retirement is defined as any employee who, upon retirement
from St. Croix County, will immediately receive a pension from the
Wisconsin Retirement System. When an employee retires from St.
Croix County, s /he has the option of receiving a pay -out of one-
half (1/2) of his /her accumulated Personal Sick Leave Bank, to a
maximum of 360 hours pay for full -time or 180 hours for part -time
OR the employee may elect to convert all of his /her Personal Sick
Leave Bank accrued time into a cash - equivalent to be used to pay
monthly premiums of health insurance. To be eligible for this, an
employee must have been participating in the County's health
insurance program for a minimum of twelve (12) full months prior to
the retirement date. If an employee elects this option s /he may
incur an annual tax liability if IRS deems this health insurance
payment to be taxable income.
If health insurance funds remain at the time of death of the
former employee, the spouse may continue coverage under the same
regulations until the fund is depleted. However, if there is no
2
spouse at the time of the former employee's death, or if the spouse
also dies while funds remain, those funds revert to the County.
Once the health insurance funds have been depleted, the former
employee can continue health insurance coverage providing that s /he
pays the appropriate premium to the County in a timely manner.
An employee who chooses the cash pay -out at the time of
retirement can also elect to continue the County's health insurance
plan provided that s /he begins making the monthly premium payments
immediately.
Section 10.08 Restrictions. PTO hours and the Personal Sick Leave
Bank are for the personal use of the employee only. PTO hours
cannot be "borrowed" or "given away ".
Should the PTO balance fall below "0 ", the employee will
immediately receive deductions in his /her pay to compensate for any
PTO time taken in excess of the accrued hours. Should this happen,
the employee must take action immediately or be subject to the
disciplinary procedure.
An employee cannot be paid for time at work and receive PTO
pay at the same time.
PTO is designed to provide for effective planning of work
hours and time away from work. Although the PTO plan encourages
employees to maximize time spent on the job, it should not be
construed as serving to limit vacation time or sick leave time.
Employees who are ill should not report to work. Department Heads
or Supervisors have the right to judiciously assess the health of
an employee and, if the employee is deemed to be "too sick" to
work, the Department Head or Supervisor can send the employee home.
If the departmental workload makes it necessary to limit the
number of employees using PTO at the same time, the employee with
the greatest seniority shall be given his /her PTO choice; this is
provided that no employee may use seniority to displace another
employee from scheduled PTO less than eight (8) weeks before the
PTO is scheduled.
An employee asking for Unpaid Leave must use all of the hours
s /he has accumulated in his /her PTO account before the request will
be considered. An employee asking for Unpaid Leave because of a
lengthy illness is required to use the hours in his /her Personal
Sick Leave Bank before the request will be considered. Employees
are encouraged to utilize PTO hours prior to requesting time off
under the Family and Medical Leave Law.
Employees can use PTO in increments of not less than one (1)
hour.
Section 10.09 Advance Notice. Employees shall be allowed to use
3
PTO as requested, provided that supervisory approval is received.
When an employee is requesting PTO time for a personal illness or
injury, the employee must report the need for same at least two (2)
hour before the start of the work day /shift, except in case of
emergency or development of illness during working hours.
As a condition of granting PTO time for a request that was not
pre- approved, the Employer reserves the right to require the
employee to submit a physician's statement of illness or injury.
In the event that an employee is aware in advance that an
illness or injury will result in time away from work, it shall be
the duty of the employee to notify his /her supervisor, in writing,
as far in advance as possible of the anticipated time and duration
of the time away from work. An employee on extended medical leave
(i.e. using Personal Sick Leave Bank), may be required to present
a physician's statement to return to work.
The Employer may, at its discretion, require a medical
examination by a physician of its choice to substantiate the need
for leave or the fitness to return to work.
Section 10.10 Duty - related Death. If a law enforcement officer is
killed in the line of duty, the spouse is permitted to remain on
the health insurance plan, using the officer's accumulated sick
leave to pay for monthly insurance premiums. The health insurance
options would be the same as for retirement, as noted in Section
10.07.
4
PTO HIGHLIGHTS FOR REVIEW PURPOSES ONLY
1.) PTO multiplier as noted in the Exhibits -- includes "career
step" at 20 -year level
2.) Payroll is moved to every -other Thursday with 11 -day lag
3.) Overtime payments are included on each paycheck
4.) Annual longevity payments are eliminated
5.) Holidays are defined as follows: New Year's Day, Friday
afternoon before Easter, Easter, Memorial Day, July Fourth, Labor
Day, Thanksgiving Day, Friday after Thanksgiving, Christmas Eve
Day, Christmas Day, and New Year's Eve afternoon.
6.) Funeral Leave schedule as follows:
Spouse up to 3 days
Child
Sister
Brother
up to 3 days
up to 3 days
up to 3 days
Father up to 3 days
Mother up to 3 days
Father of current spouse up to 3 days
Mother of current spouse up to 3 days
Grandchild up to 3 days
Sister of current spouse up to 1 day
Brother of current spouse up to 1 day
Grandparent up to 1 day
ST. CROIX COUNTY LAW ENFORCEMENT UNION WAGE GRID, 1997 -1999
-- including health insurance buy -out
Corrections Officer I
Security Officer I
Start 6 mon 1 yr 2 yr 3 yr 4 yr 5 yr 6 yr
1997 12.04 12.36 12.63 12.86 13.21 13.70 14.27 14.91
1998 12.46 12.79 13.08 13.32 13.68 14.18 14.77 15.44
1999 12.90 13.24 13.53 13.78 14.16 14.68 15.29 15.98
Corrections Officer II
Security Officer II
Start 6 mon 1 yr 2 yr 3 yr 4 yr 5 yr 6 yr
1997 13.76 14.08 14.41 14.56 14.66 14.78 14.89 15.57
1998 14.25 14.57 14.91 15.08 15.18 15.30 15.42 16.12
1999 14.75 15.08 15.44 15.60 15.71 15.83 15.96 16.69
Primary Services Deputy
Process Server
Recreation Officer
Start 6 mon 1 yr 2 yr 3 yr 4 yr 5 yr 6 yr
1997 14.70 15.01 15.32 15.62 15.97 16.24 16.61 17.80
1998 15.22 15.54 15.86 16.17 16.53 16.81 17.20 18.42
1999 15.75 16.08 16.42 16.74 17.11 17.40 17.80 19.07
Court Officer
Investigator
Start 6 mon 1 yr 2 yr 3 yr 4 yr 5 yr 6 yr
1997 15.57 15.90 16.20 16.50 16.83 17.11 17.49 18.37
1998 16.12 16.46 16.77 17.09 17.42 17.71 18.10 19.01
1999 16.69 17.04 17.36 17.69 18.03 18.33 18.74 19.68
NOTE: C.O.I's and S.O.I's move to the II'a level upon presentation of proof to the Sheriff and the Personnel Department that the individual
has successfully completed and been awarded Certified Officer status; at the beginning of the neat pay period, the employee will move to the
C.O.II or S.O.1I pay level. The employee will go to the pay level within the appropriate classification which affords the employee a pay
increase. Thereafter s/he shall progress through the pay level system, if any, beginning the time progression on the first day in the new position.
As a C.O.I, s/he was making $11.00/hr. Upon moving to C.O.11, s/he goes to the pay grid which will give him/her an increase in pay, and
then would move normally through the wage classification.
Rev. 11/27/96
ST. CROIX COUNTY NON - REPRESENTED EMPLOYEES' WAGE GRID, 1997 -1999
-- including health insurance buy -out
Pay Grade 1
A B C D E F G H
1997 7.66 8.02 8.43 8.78 9.06 9.28 9.59 10.30
1998 7.95 8.32 8.75 9.11 9.40 9.63 9.95 10.69
1999 8.25 8.63 9.08 9.45 9.75 9.99 10.32 11.09
Account Clerk I Clerk /Typist
Books -by -Mail Clerk Van Driver /Outreach Worker
Office Aide Personal Care Worker
Community Trainer (CIP program)
Pay Grade 2
A B C D E F G H
1997 8.14 8.56 8.99 9.37 9.63 9.90 10.20 10.92
1998 8.45 8.88 9.33 9.72 9.99 10.27 10.58 11.33
1999 8.77 9.21 9.68 10.08 10.36 10.66 10.98 11.75
Account Clerk II Receptionist /Telephone Operator
Bookkeeper Custodian
WIC Clerk Data Entry Operator
Secretary -- Conservation Secretary -- Office on Aging
Reproductive Health Clerk /Recep.
Pay Grade 3
A B C D E F G H
1997 8.85 9.27 9.73 10.15 10.43 10.69 11.03 11.79
1998 9.18 9.62 10.09 10.53 10.82 11.09 11.44 12.23
1999 9.52 9.98 10.47 10.92 11.23 11.51 11.87 12.69
Home Health Aide Child Support Assistant
Computer Operator -- Highway Public Health Aide
Pay Grade 4
A B C D E F G H
1997 9.63 10.10 10.62 11.01 11.37 11.65 12.08 13.04
1998 9.99 10.48 11.02 11.42 11.80 12.09 12.53 13.53
1999 10.36 10.87 11.43 11.85 12.24 12.54 13.00 14.04
Child Support Specialist I Parks Foreman
Mapping Technician Confid. Secretary /Clerical Spr.
Accounts Receiveable Supervisor
1•
Pay Grade 5
A B C D E F G H
1997 9.93 10.39 10.94 11.70 12.26 12.74 13.16 14.61
1998 10.30 10.78 11.35 12.14 12.72 13.22 13.65 15.16
1999 10.68 11.18 11.78 12.60 13.20 13.72 14.16 15.73
Accredited Medical Rec. Tech. Admin. Ass't. -- Admin. Coord.
Med. Rec. Tech. /Healthcheck Coor. V/W Program Specialist
Pay Grade 6
A B C D E F G H
1997 10.87 11.39 11.98 12.64 13.23 13.71 14.19 15.98
1998 11.28 11.82 12.43 13.11 13.73 14.22 14.72 16.58
1999 11.70 12.26 12.90 13.60 14.24 14.75 15.27 17.20
Ass't. Director -- Office on Aging Assistant Zoning Administrator
Land Conservation Technician Assistant Parks Director
Child Support Specialist II Victim /Witness Program Coor.
Project Mgr. -- Watershed Prior. Surveyor Technician
Administrative Ass't. - -Law Enfor. Project Technician
Pay Grade 7
A B C D E F G H
1997 11.79 12.37 12.98 13.69 14.32 15.48 16.38 18.29
1998 12.23 12.83 13.47 14.20 14.86 16.06 16.99 18.98
1999 12.69 13.31 13.98 14.73 15.42 16.66 17.63 19.69
Office Manager - -D. A.'s Office Assistant Personnel Director
Occupational Therapist Public Health Nurse
Home Care Registered Nurse Staff Nurse /RN - -NH
County Conservationist Public Health Nutritionist
Emergency Government Director Support Services Specialist
Social Worker - -HHS Job Placement Counselor
QMR Professional Dietary Manager
Work Counselor Shift Supervisor- -Law Enforc.
CSP Social Worker Employment Specialist
PHN /Family Planning County Planner
Social Worker /Case Manager CB Day Program Supervisor
Surveyor Engineering Technician
Design Technician Zoning Specialist
Early Childhood Teacher
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Pay Grade 8
A B C D E F G H
1997 12.80 13.47 14.13 14.92 15.63 16.84 18.01 20.27
1998 13.28 13.98 14.66 15.48 16.22 17.47 18.69 21.03
1999 13.78 14.50 15.21 16.06 16.83 18.13 19.39 21.82
Activity Therapy Director Rehab Coordinator /SC Indust.
Office on Aging Director CSP Assistant Coordinator
Contract Specialist /Prod. Spvr. County Parks Director
Child Support Administrator Highway Engineer
Communications Center Director Nursing Supervisor - -NH
Maintenance Supervisor -- Highway Lead Public Health Nurse
PH Nutrition Coordinator Director of Early Intervention
Veterans Service Officer Mental Health Nurse Clinician
Director of Social Services - -NH Developmental Specialist
OB /GYN Nurse Practitioner Economic Support /W2 Supervisor
Inservice Coordinator /RN Service Technician
Pay Grade 9
A B C D E F G H
1997 14.02 14.69 15.42 16.24 16.78 18.37 19.87 22.98
1998 14.55 15.24 16.00 16.85 17.41 19.06 20.62 23.84
1999 15.10 15.81 16.60 17.48 18.06 19.77 21.39 24.73
Captain - -Law Enfor. and Jail School Psychologist
Director of SC Industries Accountant /Acc't. Supervisor /HHS
Social Work Supervisor Facilities Manager
Master's Degree Social Worker Clinical Social Worker
Mental Health Therapist AODA Coordinator
Home Care Supervisor Public Health Supervisor
Marriage and Family Therapist Accountant /Office Mgr. - -Hwy.
CSP Coordinator Dir. of Dietary Services /RD
Family and Youth Therapist
Pay Grade 10
A B C D E F G H
1997 16.57 17.37 18.25 19.20 20.12 21.71 23.58 26.33
1998 17.19 18.02 18.93 19.92 20.87 22.52 24.46 27.32
1999 17.83 18.70 19.64 20.67 21.65 23.36 25.38 28.34
Patrol Superintendent Assistant Corp. Counsel
Dir. of Planning /Land Rec. Off. Computer Services Director
Clinical Services Supervisor Clinical Psychologist
Director of Nursing - -NH Zoning Administrator
Chief Deputy - -Law Enforcement Long -Term Support Coordinator
P ay Grade E -1
A B C D E F
1997 20.37 21.39 22.45 23.62 26.76 28.01
1998 21.13 22.19 23.29 24.51 27.76 29.06
1999 21.92 23.02 24.16 25.43 28.80 30.15 te ?'`
Corporation Counsel Nursing Home Administrator
Deputy Director of HHS Personnel Director
Chief Accountant /Auditor
Pay Grade E -2
A B C D E F
1997 22.28 23.40 24.56 25.82 29.21 30.62
1998 23.12 24.28 25.48 26.79 30.31 31.77
1999 23.99 25.19 26.43 27.79 31.45 32.96
Highway Commissioner
Pay Grade E -3
A B C D E F
1997 25.60 26.89 28.25 29.68 33.87 35.85
1998 26.56 27.90 29.31 30.79 35.14 37.19
1999 27.56 28.95 30.41 31.94 36.46 38.58
Human Services Director
Pay Grade E -4
A B C D E F
1997 26.10 27.16 28.58 30.16 34.80 38.09
1998 27.08 28.18 29.65 31.29 36.11 39.52
1999 28.10 29.24 30.76 32.46 37.46 41.00
Administrative Coordinator
Elected Officials
1997 1998 1999
County Clerk 34,697 35,917
County Treasurer 34,697 35,917
Register of Deeds 34,697 35,917
Clerk of Court 36,008 37,273
Sheriff 50,146 51,908