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c. The current salary, if higher than the range for the position to which the employee is
demoted, will be maintained until a higher level position becomes available. However, if
a higher level position does not become available within the remainder of that budget
year, then at the beginning of the new budget year that employee's salary will be reduced
to a level within the range of the new grade.
3.17 Change in Pay Group or from Full-time to Part-Time Status: Employees may be demoted
if a review of the compensable factors of their job determines that the position should be at a lower
level pay group within the county pay structure. Also, when, with the approval of the Commissioners
Court, an employee's status is changed to part-time because of a diminished workload or other
extenuating circumstances, the salary will be reduced proportionately. All such requests must be
submitted on a NCF-1.
RECLASSIFICATION OF POSITIONS
3.18 Salary Factors
a. Position Salary Evaluation: The Commissioners Court is the approving authority for all
position salary evaluations. All evaluations will be completed by reviewing the
"compensable factors" of the position being evaluated. These compensable factors
include but are not limited to the following:
1. The level of supervisory responsibility of the job.
2. The level of fiscal responsibility of the job.
3. The local job market survey value of the type of work being evaluated.
4. The required training, skills, test scores, or education necessary to perform the
functions of the position.
5. The difficulty of the work to be performed.
6. The hazardous components of the job.
7. The stress factors of the work (both mental and physical).
8. Any other compensable factor that may be found essential to the acquisition and
maintenance of qualified personnel for a particular position, at the time that position
is being evaluated.
b. The Commissioners Court may order a salary evaluation for a single position or an entire
job classification. Any elected official or department head may request a "Position Salary
Evaluation" of any position in their department prior to the adoption of the annual budget
or otherwise not more often than once per budget year. Appointing authorities request
such evaluations on an appropriate form an NCF-1 submitted to the Director of Human
Resources. There must be a demonstration that market conditions, duties, or other
compensable factors for the job have changed materially to justify such a study. The
Commissioners Court has the authority of final approval for salary evaluations and
reclassifications.
Nueces County Personnel Policy Manual Page -20-
Approved by Commissioners Court on January _____, 2013