Pay & Performance:
Class/Comp Forms - Link to the Class/Comp section of the Forms page for easy access.
Frequently Used Terms - Definitions used throughout Human Resources and through Class/Comp pages.
Policies and Procedures - HR and Johnson County policies and procedures.
Compensation Philosophy - Total compensation includes both direct compensation (i.e., wages) and indirect compensation (i.e., benefits). The purpose of having a compensation philosophy is to document an organizational vision with regard to the factors that will be considered in determining how employees will be compensated (i.e., paid). Find out how these factors are determined and taken into consideration.
Class/Comp System Overview - The County has a position classification system and a compensation plan. Positions are classified (i.e., graded). Each classification/grade has its own pay range. Employees must be paid no less than the pay range minimum of the pay range associated with their classification/grade.
Class/Comp System Administrative Procedures - Find out what it involved in determining how county positions will be classified and compensated through the classification and compensation system.
Fair
Labor Standards Act (FLSA) Information - The FLSA is legislation created
in 1938 to establish minimum wage, overtime pay, recordkeeping, and child
labor standards affecting full-time and part-time workers in the private
sector and in federal, state, and local governments. The primary component
of the FLSA was the creation of "overtime," which requires employers to
pay covered employees time and one half (1½) their regular rate of
pay for actual hours worked over 40 in a workweek. Get this latest
updates by visiting this page.
Pay Table (FY
2008) - Effective December 16, 2007. This is the first day of
the payroll processing year (2008). It was approved by the Board of
County Commissioners (BOCC) on August 16, 2007.
Civil Service Pay Table (FY 2008)
Position Review/Reclassification Procedure - This procedure is effective May 27, 2002. Anytime a position changes, the position duties should be documented using the Position Description Form and be re-evaluated to determine if a grade changer or exempt status change is necessary. The following procedural information is applicable to all County departments/agencies.
Personnel Review Committee - The Personnel Review Committee (PRC) was formed on November 9, 1999 by County Administrator Michael B. Press to review requests for additional personnel. On March 1, 2000, the County Administrator clarified the role of the PRC by stating that it would be involved in variety of personnel decisions.
Executive Performance Appraisals - Johnson County Government’s performance management system is designed to align individual performance expectations with County goals and objectives, evaluate performance against those expectations, and provide constructive feedback regarding achievements and deficiencies. An overview of this process can be found when you visit this page.
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This page last updated: February 7, 2007