Common use of Exceptional Qualifications Clause in Contracts

Exceptional Qualifications. At the request of the appointing authority and subsequent to a recommendation by the Director of Personnel Services, the County Executive may approve a salary above the established entry step for the class in order to recruit an individual who has demonstrated superior knowledge and ability and whose combined education and experience represent substantially better preparation for the duties of the class than required by the minimum employment standards. In the application of this provision, consideration also shall be given to current employees in the same class who possess comparable qualifications and, if determined equivalent, adjustments shall be made by the County Executive. a. Effective June 19, 2022, salaries shall be increased by four percent (4.0%). b. Effective June 18, 2023, salaries shall be increased by four percent (4.0%). c. Effective June 30, 2024, salaries shall be increased based on the average percent of year to year change in the Consumer Price Index (CPI) U.S. City Average, Urban Wage Earners and Clerical Workers reported to the nearest one-tenth of one percent (1/10%) however, such increase shall not be less than two percent (2.0%) nor more than four percent (4.0%). d. The County endeavors to establish and maintain a ten percent (10%) spread between Step 9 of the management/supervisory class and Step 9 of the highest paid subordinate class. a. Effective June 18, 2023, Supervising Probation Officers will receive a one percent (1.0%) equity adjustment. b. Effective June 30, 2024, Supervising Probation Officers will receive a two percent (2.0%) equity adjustment. The transit subsidy shall be $75 per month. At the discretion of the appointing authority, an employee may opt to receive the monthly minimum mileage claim of $48 per month in lieu of submitting a claim of $48. This option is not intended to compensate individuals who do not use a private vehicle for work, nor is it intended to increase the amount the employee would receive if actual miles were claimed. The County provides education reimbursement for education costs incurred by regular employees who apply for such reimbursement in accordance with the policies and procedures governing the education reimbursement program. The maximum reimbursement shall be $1,500 per year. Sacramento County Code, Deferred Compensation Plans, Sections 2.83.061, and 2.83.200 through 2.83.360 will continue to be available to employees. a. Employees assigned to work in a higher classification shall be paid a differential only if the following conditions are met: (1) Requests for approval of out-of-class assignment must be approved in writing by the “appointing authority.” For the purpose of this application, the “appointing authority” is the Department Head or designee. Such written authorization shall identify the anticipated period of the temporary assignment. (2) The position to which the employee is temporarily assigned must be vacant or the incumbent must be absent from duty. (3) The higher class to which the employee is assigned must have a salary range at least five percent (5.0%) higher than the salary range of the employee's class who is being temporarily assigned. (4) Out-of-class pay will be five percent (5.0%). (5) The minimum duration for an out-of-class assignment is one full work shift. (6) Out-of-class pay will be applied to all hours within the duration of the assignment. The out-of-class pay shall continue until either the absent employee returns to duty, the vacant position is filled, or the assignment is terminated by the appointing authority, whichever occurs first. (7) Out-of-class pay shall not continue (nor is any compensation authorized) in excess of five (5) months and twenty-nine (29) days in a rolling calendar period, which begins on the first (1st) day of the out-of-class assignment. (8) In rare circumstances, extension of an out-of-class assignment may be approved based on specific operational needs and must be consistent with the application of this agreement. Extension of an out-of-class assignment beyond five (5) months and twenty-nine (29) days requires the approval of the Appointing Authority and the Director of Personnel Services. Upon retirement, employees may cash-in one-half (1/2) of their accrued sick leave. The remaining balance of sick leave is credited as service towards retirement. In the event of an active employee's death prior to retirement from the County, the beneficiary will be paid the monetary value of all accrued sick leave at the time of death. Employees who have 240 hours or more accumulated vacation and the equivalent of ten