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ORANGE COUNTY SHERIFF'S OFFICE GENERAL ORDER This order consists of the following: 1. Purpose 2. Policy 3. Definitions 4. Procedures 1. Purpose The purpose of this policy is to financially reward personnel for work performed at a professional standard. 2. Policy It is the policy of the agency to verify the efficient and equitable treatment of new and current employees by maintaining a structured classification and pay plan administered by the Human Resources Division (HRD) . 3. Definitions A. Career Path Positions – non-sworn positions with Career Levels, each containing steps. When established criteria are met, employees advance to the next level. B. Criminal Justice Standards and Training Commission - State agency that sets the standards for law enforcement personnel. C. Field Training Leave (FTL) and Certified Training Leave (CTL) – an administrative day off for providing training to agency employees in certified agency training programs. D. Job Task Analysis – process of identifying job duties and the knowledge, skills, abilities, education, and other characteristics required to perform a job in order to properly classify it. E. Salary - fixed compensation for services, paid to a person on a regular basis. F. Salary Augmen tation - compensation above the base salary. G. Salary Incentive Benefits - an additional amount of money awarded when specific criteria is met. Effective Date: February 20, 2024  Amends - GO 4.6.3 (January 8, 2019) Number: 4.6.3 Distribution: All Personnel Review Month: February Reviewing Authority: HRD / Employee and Labor Relations Subject: Classification And Pay System 4.6.3, Page 2 of 11 4. Procedures A. The agency's classification and pay plan will be reviewed periodically to determine fairness and competitiveness. B. The agency pay plan is a Grade /Step system for sworn employees and a Grade/Rang e system for civilian employees (minimum to maximum ) and consists of four classification and pay tables each describing pay grades and ranges / steps. Non - Sworn/Non -exempt, Sworn/Non -exempt , Exempt Non-Management and Exempt Management are included in these four tables. The plan specifies each class title/rank, classification number, and pay for all positions within the agency. The class specificat ions and requirements are defined within job task analysis and job descriptions. The plan is designed utilizing the minimum to maximum pay range for each job title/classification. Subject to available funding, performance and behavior as documented in the performance evaluation allows the employee to progress each year until the employee reaches maximum pay. C. Classifications are determined by job task analyses conducted by trained specialists within HRD . If a job title cur rently exists with similar duties and requirements, this job title and pay will be assigned to the new position. If the position is not similar to existing positions, a new job title will be created and pay established based on market surveys which are con ducted by HRD comparing positions with employers of similar size and characteristics. The pay is then recommended and with the approval of the Sheriff or designee is implemented. Job titles that are no longer conducive to the agency's need will be eliminated. D. Modifications to the plan result from market surveys and position analysis questionnaires. Modifications to the sworn Collective Bargaining Agreement (CBA) pay grades are base d on the CBA negotiations and contract. E. The Compensation Analyst (s) shall conduct a market analysis on all job titles on a regular basis. Adjustments to the pay plan may occur resulting from cost of living increases and results/recommendations from market surveys from agencies of similar size and characteristics. F. Job salaries are determined by the job duties, knowledge, skills, abilities, and education required to perform the position. To assist in determining job salaries , market surveys are also conducted by HRD comparing positions with employers of similar size and characteristics. In addition the criticality of the position is taken into consideration. Positions requiring more critical job duties and/or other necessary requirements will be compe nsated more than positions requiring less critical job duties and/or other necessary requirements. G. New employees will be compensated based on the classification they are hired to fill. 1. Non-Sworn Positions The minimum rate for a position is the market value of the position based on the minimum qualifications needed to perform the work. If a candidate’s education and experience are just at or slightly above the minimum 4.6.3, Page 3 of 11 qualification s, the candidate may be placed up to 3% above the minimum. If the candidate’s education and experience justifies a higher salary, approval levels have been set based on quad levels within the pay plan. Quad level approval is set to the top of:  Quad 1 - HRD Division Commander  Quad 2 - Chief Deputy  Quad 3 - Undersheriff  Quad 4 - Sheriff 2. Sworn Positions At the discretion of the HRD Division Commander : a. New employees with less than four (4) years full time law enforcement experience will start in Step one (