Policy Text
\n\n--- Page 1 ---\n\nSEMINOLE COUNTY SHERIFF'S OFFICE NUMBER:
G - 41
GENERAL ORDER
RESCINDS:
SUBJECT: Compensation Plan
EFFECTIVE: April 14, 1995
REVISED: February 15, 2018
ACCREDITATION STANDARDS:
Table of Contents:
I. Purpose
II. Scope
III. Establishment of the Compensation Plan
IV. Starting Rates of Pay
V. Compensation Management
VI. Demotion Actions
VII. Salary Schedule (Pay Ranges) Availability
VIII. Part-Time Employees
I. PURPOSE:
This General Order describes the Sheriff’s Office compensation plan and provides for an annual review.
II. SCOPE:
A compensation plan is designed to provide a uniform, objective and equitable system for compensating
employees, ensure that comparable rates of pay are made for comparable positions, reward employees for
superior work performance in accordance with established pay principles, and provide for procedures for
ensuring a uniform system of administration.
III. ESTABLISHMENT OF THE COMPENSATION PLAN:
A. Section 30.53, Florida Statutes, provides that the Sheriff, as a Constitutional Officer, has the
authority to establish salaries for his employees.
B. The Compensation Plan consists of pay ranges, grouping positions with the same rates of pay and
establishing minimum and maximum salaries.
C. The Compensation Plan gives consideration to job responsibilities, duties, relative difficulty,
prevailing wages scales for similar types of work found in comparable public and private
jurisdictions, availability of qualified candidates, local economic conditions, and fiscal constraints.
D. Actions concerning the payment of salaries and compensation to employees are subject to
budgetary limitations and available funding.
GENERAL ORDER
Compensation Plan
GO # 41 PAGE 1 OF 3\n\n--- Page 2 ---\n\nE. The Sheriff retains final authority for the approval of the Compensation Plan and adjustments
thereto.
F. The plan is administered by the Chief of Administrative Services and the Director of the Human
Resources Division.
G. All employees are covered under the provisions of this plan.
IV. STARTING RATES OF PAY:
The starting rate of pay for a position is considered the minimum rate of pay for the job classification’s
assigned pay grade. Appointments above the minimum of the pay grade for positions may be made if the
candidate’s related training, experience, and other qualifications in relation to the job classification’s
minimum requirements or market conditions of the job classification dictate a higher starting rate of pay.
V. COMPENSATION MANAGEMENT:
A. Each job classification in the Compensation Plan is assigned a minimum and maximum rate of
pay.
B. Employees may receive pay rate increases through the following mechanisms:
1. Annual pay adjustments;
2. Promotions;
3. Reclassification;
4. Appointments;
5. Compensation plan adjustments;
6. Adjustments based on market conditions;
7. Cost of Living Allowance (COLA) increases; or
8. Bonuses in accordance with the provisions of Florida Statute 215.425(3) and/or other
applicable federal and state regulations.
C. Pay rate increases may be awarded until an employee reaches the established maximum pay rate
of their job classification’s assigned pay grade.
D. Pay rate increases are not automatic and are based upon the availability of funds and specific
requirements established by the Sheriff for award of increases. Annual salary adjustments are
determined as part of the budgetary process and are typically awarded at the beginning of the
fiscal year in October.
E. To be eligible for an annual salary adjustment, an employee must be in an established full-time
position for at least 12 continuous months prior to the end of the fiscal year (September 30).
Salary increases for employees with less than 12 months of continuous employment may be
prorated depending upon their length of service.
GENERAL ORDER
Compensation Plan
GO # 41 PAGE 2 OF 3\n\n--- Page 3 ---\n\nVI. DEMOTION ACTIONS:
A. Employees who are demoted are generally subjected to a reduction in pay. Reduction in pay is at
the Sheriff’s discretion. Consideration will be given to the circumstances leading to the demotion
action and the employee’s work history with the agency.
B. Demoted employees may not be paid more than the established maximum of the employee’s new
position.
VII. SALARY SCHEDULE (PAY RANGES) AVAILABILITY:
The compensation plan schedule (pay ranges) is available for review in the Human Resources Division and
shall be updated as needed.
VIII. PART-TIME EMPLOYEES:
Part-time employees may be eligible for salary adjustments at the discretion of the Sheriff.
GENERAL ORDER
Compensation Plan
GO # 41 PAGE 3 OF 3