b. Amend Personnel Policy section 406 Wage and Salary

TIMKEEPING/PAYROLL Cass County Employee Handbook Page 3 of 6 1. Market conditions that create recruitment difficulties for certain skill sets. 2. Availability of a candidate whose qualifications significantly exceed the position’s minimum qualifications if it is determined that it is in the County’s best interest to hire the exceptionally qualified candidate over other candidates that meet the minimum qualifications. 3. Consideration should be given to maintaining internal equity within the department. 4. Department heads may hire new employees at step two (2) through five (5) three (3) with the approval of both the County Administrator and Portfolio Commissioner. In the event that either or both the County Administrator and Portfolio Commissioner are not in agreement with the department head request, the department head may request that the matter be placed on the Commission agenda for consideration by the entire board. Hiring above step five (5) three (3) must be approved by the full County Commission. Requests to hire above step five (5) three (3) will be submitted by the department head to the Human Resources Office with written justification. The County Administrator will forward the request to the County Commission with a disposition recommendation. All requests for hiring a new employee above a step one (1) must be done at the time of hire and will not be considered retroactively. Starting step for appointed Department Heads will be determined by the County Commission. The starting salary for newly elected officials will generally be the minimum of the County pay scale for that position. Salaries for County Commissioners shall be established at the rate allowed by state law. In recognition of increased duties and responsibility, if you have been promoted, you will be granted a salary increase to the first even step that is at least 5% over the current salary, assuming that this promotional adjustment does not adversely impact any other employees by creating an internal inequity. If an inequity among employees within a DBM rating will be created by a 5% adjustment, the Department Head and the Human Resources Department will recommend a fair salary adjustment using the criteria established in the starting salary policy. Lateral Transfers If you are transferred or you transfer to a class of comparable value or worth as determined by the DBM rating method, you will not receive an adjustment in pay, and your status date will not change. Salary Increases