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<br />CASS COUNTY COMMISSION POLICY MANUAL 13.90 ______________________________________________________________________ <br />SUBJECT: COUNTY COMMISSIONERS <br />ADOPTED DATE: MAY 18, 2015 PAGE 2 OF 2 ______________________________________________________________________ <br /> <br /> PAY PHILOSOPHY (cont.) <br />Each DBM rating shall be assigned a salary range consisting of a minimum, a market value and a maximum. The maximum of the Cass County pay ranges shall be created <br />by allowing compensation for above average performers to be 5% higher than the pay range market values. In addition, the county will consider, on an annual basis, the <br />adjustment of the pay range market values so that the Cass County pay scale remains <br />competitive throughout the pay plan year. The employee compensation package shall continue to allow existing step progression increases, factoring in performance <br />considerations, however, the plan is not intended to reward longevity. <br />Management shall continue to refine the performance appraisal system and Cass County <br />Government will provide supervisor and management training in an effort to carry out a merit-based system. <br /> Although, from time to time, the Board of Commissioners must make difficult decisions <br />associated with the budget process, every effort will be made to address employee <br />compensation issues early in the budget process. The Board must also carefully balance the perception of pay equity of both the taxpayers and the employees to insure universal <br />acceptance of the pay and benefits package. <br />Finally, it is expected that in return for a fair and equitable compensation plan, employees will, in return, provide to the citizens of Cass County honest and diligent efforts in <br />completing the assigned job or task in a manner expected of a competent and capable <br />employee. <br /> <br /> <br /> <br /> <br /> <br /> <br />HISTORICAL REFERENCE DATE: JULY 18, 1994