Stanislaus County Municipal Code Ch. 3.24 Salary Plan

Prior History: Prior code §2-219; Ord. CS 373, 1990; Ord. CS 557, 1994; repealed by Ord. CS 1390, 4/1/2025.

The salary plan shall be administered in accordance with the policies and procedures set forth in the personnel manual and as adopted by the board.

(Ord. CS 1390, 4/1/2025)

A. Purpose. The purpose of the salary plan is to establish a comprehensive, equitable, and transparent compensation structure for all county employees that may be amended from time to time to address changing economic conditions, budgetary priorities, and workforce needs. The county salary plan is designed to:

1. Provide fair and competitive compensation that attracts and retains qualified personnel.

2. Ensure internal equity by aligning pay with job responsibilities, qualifications, and performance.

3. Promote fiscal responsibility by maintaining compensation structures that align with county budgetary constraints and priorities.

4. Foster consistency in pay practices across all county departments, agencies, and boards.

5. Support compliance with applicable state and federal laws governing employment and compensation.

B. Structure. The county salary plan is a structured system of compensation that includes:

1. Job Classifications. A classification system that generally defines roles, responsibilities, and qualifications for each position in the county position classification plan.

2. Salary Steps, Bands, and Ranges. Designated salary steps, bands, and ranges for each job classification to ensure competitive and equitable compensation.

3. Pay Policies. Established policies for salary adjustments and administration including, but not limited to, promotion, demotion, transfer, range change, reclassification, cost-of-living, and merit increases.

4. Review Procedures. Periodically review and evaluate salary structures to maintain competitiveness and alignment with the county's operational needs.

(Ord. CS 1390, 4/1/2025)