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d. In all instances, requests for new law enforcement positions must demonstrate a
utilization level of 2223 hours per year. New "regular employee" positions must be
requested on a Nueces County Personnel Action form (NCF-1).
e. Pay Authorization for Regular Exempt Employees: Compensation for regular exempt
employees is based on salaries adopted by the Commissioners Court. Any new exempt
positions should be requested on a Nueces County Personnel Action Form (NCF-1).
3.03 Pay Authorization for Temporary Employees: Authority for the compensation of any
temporary employee is based upon the Commissioners Court approval of the department's request for
that position. In all cases, the duration of pay authority for any temporary position will not exceed
ninety (90) days. Departments wishing to extend authority for any temporary position beyond ninety
(90) days must request same on a "case-by-case" basis. Extension of temporary authority beyond a
total of 270 days is limited to cases of replacing a regular employee on workers comp or leave
without pay or other reasons approved by Commissioners Court. Temporary employees will be
compensated only at base pay rates in grade and step as authorized by the Commissioners Court for
each specific case, and will not receive nor be entitled to any benefits beyond the statutory
requirements. Department authority for temporary positions must be requested on a Nueces County
Personnel Action form (NCF-1). In addition, all contract temporaries must be hired through the
agency currently contracting with the County for such services.
3.04 Pay Groups and Steps: Compensation rates for all employees of Nueces County are
authorized and published annually by the Commissioners Court. The county format for compensation
is arranged in a county pay chart that is composed of the following:
a. "NUMBERED PAY GROUPS" which identify a range of compensation on the county
pay chart which is allocated for each specific job classification.
b. "STEPS" within the range of each pay group, which identify the specific allowance for
any position that is assigned that step in a respective pay group.
Each year the Commissioners Court approves a budget that provides for implementation of the
county pay chart. Annually, or whenever fiscal urgency requires, the Commissioners Court may
adjust all or part of the county compensation chart.
3.05 County Pay Schedule: The present compensation schedule provides for payments on the 15th
and the last day of each month. The Commissioners Court has approved going to a bi-weekly (26
times per year) payroll effective on or about January 1, 1995. Upon implementation of the bi-weekly
payroll system, several amendments to rules in chapter 3 will be necessary.
3.06 Base Pay Computation for Non-Exempt, Non-Law Enforcement Positions: Beginning
with a demand for a specified number of hours of service as justification for each position, the
ANNUAL ALLOCATION of base pay for any non-law enforcement position is based upon the
hourly rate authorized by Commissioners Court times the specified number of hours. To compute
base pay per month, the annual allocation is divided by 12 monthly increments. With exception to
absences authorized by the Commissioners Court, base pay for non-law enforcement positions will
be computed on "HOURS ACTUALLY WORKED". However, in order to standardize the amount of
each bi-monthly pay check, the Commissioners Court may authorize standard amounts of pay
allocations from month to month although hours actually worked will fluctuate with the variable
number of work days in each month. The yearly total of the twelve monthly allocations for pay will
Nueces County Personnel Policy Manual Page -17-
Approved by Commissioners Court on January _____, 2013