Full Text
Page 1 of 23 Approved: July 1, 2025 Pay Plan Policy Dallas County, Iowa The County’s compensation plan is based on an internal value system reflected in the classification of positions and on an external salary survey of comparable organizations to assure an equitable and competitive pay system. Dallas County adopted this classification system and pay plan ranges on January 1, 2021 and updated on July 1, 2024 upon completion of a salary survey and reclassification study completed by Condrey & Associates. The overall compensation system is enforced by the HR department by authority of the Board of Supervisors in order to achieve the County’s goals of internal equity, budgetary compliance, and fair market value compensation for County employees on the Pay Plan. Position Classification System Dallas County uses an adapted version of the Factor Evaluation System (FES) to classify positions in the pay plan. The FES is a point-factor-comparison evaluation system that uses ten factors for the evaluation of jobs: Knowledge Required by the Position, Autonomy, Guidelines, Complexity, Scope and Effect, Personal Contacts, Purpose of Contacts, Physical Demands, Work Environment and Supervisory Responsibility. The factors are weighted (i.e. Knowledge Required by the Position counts more than Physical Demands). Each factor has several levels, and each level is assigned a specified number of points. The combined score on all the factors determines the total number of points for each position and its classification to a grade in the pay plan. New position classifications and existing position reclassifications shall be completed by the Director of Human Resources and/or Condrey & Associates. To initiate the process, the Department Head or their designee shall complete a Request for Position Classification form found in Appendix C. The employee(s) in the position, or the Department Head if the position is vacant, shall complete a Position Analysis Questionnaire, found in Appendix D. If the Department Head is unsatisfied with the classification made by the HR Department, they may request an appeal by completing Part III of the original Position Classification form and submitting it to the Chair of the Board of Supervisors. The Chair will meet with the Department Head and HR to determine if the appeal should be taken to the Board of Supervisors for further discussion or action. Position classification changes that result in a budgetary impact shall be approved in advance by the Board of Supervisors. A list of position classifications by grade can be found in Appendix A. Salary Ranges The pay plan consists of twenty-six grades with eighteen salary steps for positions within each grade. The salary ranges will be adjusted annually on the first day of the fiscal year by the cost-of-living adjustment approved by the Board of Supervisors. External Market Comparison When possible, Dallas County recognizes the following entities when conducting a fair market value salary comparison: Polk, Johnson, Dubuque, Story, Pottawattamie, Jasper, and Linn Counties; along with the City of Ames, City of Des Moines, City of Waukee, City of West Des Moines and The State of Iowa. When too few comparables exist from that list, the HR department will identify a reasonable alternative group for the purpose of salary comparison. Every four- or five-years Dallas County will conduct an external market analysis of comparable organizations and make pay plan adjustment recommendations to the Board of Supervisors in order to maintain the fair market value of the pay plan. Salary ranges within the pay plan can be found in Appendix B of this policy. ---PAGE BREAK--- Page 2 of 23 Approved: July 1, 2025 Determining Initial Compensation New employees may be hired up to salary step and Department Heads may be hired up to salary step Transfers and/or promotions may be hired at the next highest step in the appropriate salary grade of the new position. For example: an employee who is in paygrade one on step E ($16.37/hour) accepts a job at paygrade three they will be moved to step A in paygrade three and given a one-step increase to step B ($16.78/hour). Exceptions to this policy can be made by the Department Head completing the Request for Salary Exception form in Appendix E and returning it to the HR Department for submittal to the Board of Supervisors. Sheriff’s Office Employee Compensation New and/or promoted employees in the following positions: Sheriff Sergeant, Jail Sergeant, Jail Lieutenant, and Certified Lieutenant will be hired at pay rate that is no more than four steps below the majority of the current employees in that position’s pay grade and step. New and/or promoted employees will be eligible for a step increase every six months if they are meeting or exceeding the expectations of his/her job duties. The Sheriff reserves the right to hire/promote employees at any step not to exceed the current employees in the position. Employee salaries may be adjusted annually based on the cost-of-living adjustment and/or an annual merit increase. Employee salaries should be no less than 10% higher than the highest paid employee he/she manages. Salaries may be adjusted annually in an effort to maintain the 10% difference (see the two sections below). Secondary Roads Employee Compensation All current employees in the following positions: Secondary Roads Operator, Operator III, and Mechanics, , will be placed on the same salary step, with the exception of an employee who receives an exceeding expectation rating on his/her annual performance review, who may be eligible for an additional step increase; or an employee who receives a needs improvement rating on his/her annual performance review, who is not eligible for a merit increase. New and/or promoted employees in the above positions will be hired at pay rate that is no more than four steps below the current employees in that position’s pay grade and step. New and/or promoted employees will be eligible for a step increase every six months if they are meeting or exceeding the expectations of his/her job duties. The County Engineer reserves the right to hire/promote employees at any step not to exceed the current employees in the position. Employee salaries may be adjusted annually based on the cost-of-living adjustment and/or an annual merit increase (see the two sections below). EMS Employee Compensation All non-exempt full-time and part-time employees’ hourly rate will be calculated using 2904 annual hours (2080 straight time hours and 824 mandatory overtime hours). Annual Cost of Living Adjustment Annually the Board of Supervisors may adjust the salary ranges according to the cost-of-living adjustment (COLA) published by the Bureau of Labor Statistics. All employees on the pay plan are eligible for the COLA adjustment effective the first day of the fiscal year. COLA may be up to 100% of the previous calendar years’ 4th quarter Employment Cost Index (ECI) for State and Local Governments as stated by the Bureau of Labor Statistics. The COLA adjustment may be capped at a 6% increase. Annual Merit Increases Each year employees on the Pay Plan may be eligible for a performance-based merit increase. Merit increases will be determined by the Employees’ Annual Performance Review and shall take effect on the first day of the fiscal year. Employees who are exceeding expectations (as reflected on his/her annual performance review) may be eligible for a two-step increase. Employees meeting expectations will be eligible for a one-step increase. Employees with a substandard performance review will not be eligible to receive a merit increase and may meet with the Department Head in conjunction with the HR department to develop a thirty (30) day plan for correction action. ---PAGE BREAK--- Page 3 of 23 Approved: July 1, 2025 New employees with less than one year of service are eligible for a merit increase if they have completed the first ninety (90) days of employment on or before July 1st. New employees that have not completed their first ninety (90) days by July 1st must wait until the following fiscal year to receive a merit increase. The Department Head/Elected Official shall be responsible for submitting accurate and signed performance reviews to the HR department via the online NEOGOV system no later than November 15th of each year. Unless pre-approved by the Director of Human Resources, if no performance review is received for an employee within 60 days of the due date, he/she may not be eligible for a merit increase. The HR department shall be responsible for calculating salary increases and preparing the payroll change form for the Department Head’s signature. Employee job descriptions will be reviewed, updated, signed by the employee and returned to Human Resources no later than November 15th every year. No cost of living or merit increase may be given without prior authorization from the Board of Supervisors. Exceptions to this policy can be requested by completing the Request for Salary Exception form in Appendix E and returning it to the HR department. The Board of Supervisors shall be responsible for reviewing and approving all such requests. This policy and its appendixes are working documents and therefore subject to change at any time with or without notice, and its attachments may be modified without amending this agreement. Board of Supervisors Approval: December 1, 2020, May 24, 2022, May 30, 2023, May 7, 2024, July 1, 2025 ---PAGE BREAK--- Page 4 of 23 Approved: July 1, 2025 Appendix A 2025-2026 Pay Plan - Position Classifications (by Department) Dallas County, Iowa Job Code Position Title GRADE ASSR/9 Appraiser III - Commercial 20 ASSR/10 Appraiser III - Residential 20 ASSR/1 Appraiser II 19 ASSR/2 Appraiser I 17 ASSR/3 Assessment Administrator 16 ASSR/4 Assessment Technician II 14 ASSR/5 Assessment Technician I 13 ATTY/3 Assistant County Attorney I 20 ATTY/9 Assistant County Attorney II 22 ATTY/13 Assistant County Attorney III 23 ATTY/4 Legal Secretary II 14 ATTY/5 Legal Secretary I 12 ATTY/6 Administrative Manager/Paralegal 20 ATTY/10 Victim Witness Coordinator 16 ATTY/11 Paralegal 16 ATTY/12 Investigator 18 AUD/1 Elections Administrator 20 AUD/2 Accounting Administrator 20 AUD/3 Real Estate / GIS Supervisor 17 AUD/4 Senior Real Estate Clerk 12 AUD/5 Senior Elections Clerk 12 AUD/6 Accounts Payable Technician 12 AUD/7 Accounting and Elections Clerk 10 AUD/8 Real Estate and Elections Clerk 10 AUD/10 Assistant Auditor 22 AUD/15 Property Tax Administrator 20 AUD/16 Administrative Coordinator 14 BS/1 Administrative Coordinator 14 CON/1 Director of Conservation 25 CON/2 Deputy Director/Biologist 20 CON/3 Environmental Education Program Coordinator 19 CON/4 Museum Curator 19 CON/5 Natural Resources Manager 16 CON/6 Naturalist 16 CON/7 Administrative Coordinator 14 CON/8 Outreach Coordinator 12 ---PAGE BREAK--- Page 5 of 23 Approved: July 1, 2025 Job Code Position Title GRADE CON/9 Natural Resources Technician I 13(1) CON/14 Naturalist/Natural Resources Manager 16 CON/15 Maintenance Supervisor 16 CON/16 Maintenance Technician 11 CR/1 Recorder Administrator 17 CR/3 Senior Recording Clerk 12 CR/4 Recording Clerk 10 EM/1 Director of Emergency Management 22 EM/2 Emergency Management Specialist 17 EMS/1 Director of EMS 24 EMS/2 Paramedic Crew Chief 20 EMS/3 Paramedic 17 EMS/4 EMT - Basic 14(2) FAC/1 Facilities Supervisor 16 FAC/2 Facilities Technician II 14 FAC/3 Facilities Technician I 12 FAC/4 Custodian 8 FO/1 Director of Finance and Operations 25 FO/2 Assistant Director Finance/Operations 23 FO/3 Accounting/Purchasing Specialist 15 HR/1 Director of Human Resources 25 HR/2 Assistant Director of Human Resources 22 HR/3 Human Resources Generalist 17 BS/3 Receptionist 10 IS/1 Director of Information Services 25 IS/2 Assistant Director of Information Services 23 IS/3 GIS Administrator 21 IS/4 Information Services Project Coordinator 21 IS/5 Information Services Technician 17(3) PH/1 Director of Health 24 PH/2 Community Health Administrator 21 PH/4 Public Health Program Coordinator 17 PH/6 Health Navigator 14 PH/8 Community Health Educator 16 EH/1 Environmental Health Administrator 21 EH/2 Environmental Health Specialist 17 GA/1 General Assistance Coordinator 14 ---PAGE BREAK--- Page 6 of 23 Approved: July 1, 2025 Job Code Position Title GRADE PL/1 Director of Planning and Development 24 PL/2 Senior Planner 19(4) PL/3 Planner 16 PL/4 Building Inspector 17(5) RD/1 County Engineer 26 RD/2 Assistant County Engineer 24 RD/20 Assistant to the County Engineer 21 RD/3 Road Superintendent 21 RD/4 Engineering Technician 18 RD/5 Roadside Biologist 18 RD/6 Shop Supervisor 17 RD/7 Crew Supervisor 16 RD/8 Assistant Roadside Biologist 16 RD/9 Mechanic 15 RD/10 Administrative Coordinator 14 RD/11 Roads Accounting Technician 12 RD/12 Sign Technician 14 RD/13 Operator II/Roadside Technician 13 RD/15 Operator II/Safety & Building Maintenance 13 RD/14 Secondary Roads Operator 12(6) RD/19 Operator III 14 SO/2 Sheriff Communications Specialist 21 SO/3 Sheriff Lieutenant - Communications 23 SO/18 Sheriff Lieutenant - Court Service & Transportation 23 SO/4 Sheriff Sergeant 22 SO/5 Lieutenant - Jail 21 SO/6 Sheriff Administrative Manager 21 SO/7 Sergeant - Jail 20 SO/15 Dispatch Supervisor 18 SO/20 Civil Clerk 12 SO/21 Evidence Technician 12 SO/22 Administrative/Jail Coordinator 14 SO/12 Administrative Clerk 10 SO/23 Jail Alternatives Coordinator 16 ---PAGE BREAK--- Page 7 of 23 Approved: July 1, 2025 Job Code Position Title GRADE TREAS/1 Motor Vehicle Administrator 19 TREAS/2 Tax Administrator 20 TREAS/3 Motor Vehicle Supervisor 16 TREAS/4 Tax Supervisor 16 TREAS/5 Senior Motor Vehicle Clerk 12 TREAS/6 Property Tax Specialist 10 TREAS/7 Motor Vehicle Clerk 10(7) TREAS/10 Motor Vehicle Clerk Assistant 9 TREAS/11 Motor Vehicle Specialist – Team Lead 11 VA/1 Director of Veterans Affairs 22 VA/2 PT Nurse Practitioner 22 VA/3 Veterans Affairs Representative 16 VA/4 Assistant Director of Veterans Affairs 19 1 May be designated Natural Resources Technician II and placed at grade 14 2 May be placed at grade 15 if EMT – Advance Certified 3 May be designated Senior Information Services Technician and placed at grade 19 4 May be designated Principal Planner and placed at grade 21. 5 May be designated Senior Building Inspector and placed at grade 19 if in possession of multiple certifications 6 May be designated Operator II or Motor Grader Operator and placed at grade 13 6 Employees assigned CDL trainer/equipment hauler duties or safety/building maintenance duties will be given a one-step increase. 7 If assigned ERT Duties will be given a one-step increase ---PAGE BREAK--- Page 8 of 23 Approved: July 1, 2025 Appendix B 2025-2026 Pay Plan - Hourly Ranges Dallas County, Iowa Grade A B C D E F G H I J K L M N O P Q R Grade 1 15.18 15.57 15.96 16.36 16.76 17.18 17.61 18.05 18.50 18.97 19.44 19.92 20.42 20.94 21.46 21.99 22.54 23.11 1 2 15.95 16.35 16.76 17.18 17.61 18.05 18.50 18.96 19.44 19.92 20.42 20.94 21.46 21.99 22.54 23.11 23.68 24.27 2 3 16.76 17.18 17.61 18.05 18.50 18.97 19.44 19.92 20.42 20.94 21.46 21.99 22.54 23.11 23.69 24.27 24.89 25.50 3 4 17.61 18.05 18.51 18.97 19.44 19.93 20.42 20.94 21.46 22.00 22.54 23.11 23.69 24.28 24.89 25.51 26.15 26.80 4 5 18.50 18.97 19.44 19.92 20.42 20.94 21.46 21.99 22.54 23.11 23.69 24.27 24.89 25.50 26.15 26.80 27.47 28.15 5 6 19.43 19.92 20.42 20.93 21.46 21.99 22.54 23.11 23.68 24.27 24.88 25.50 26.13 26.79 27.46 28.14 28.85 29.57 6 7 20.41 20.93 21.45 21.99 22.54 23.11 23.68 24.27 24.88 25.50 26.13 26.79 27.46 28.14 28.85 29.56 30.31 31.07 7 8 21.45 21.99 22.54 23.11 23.68 24.27 24.88 25.50 26.13 26.79 27.46 28.14 28.85 29.56 30.31 31.07 31.85 32.63 8 9 22.53 23.11 23.68 24.27 24.88 25.50 26.13 26.79 27.46 28.14 28.85 29.56 30.31 31.07 31.84 32.63 33.45 34.29 9 10 23.68 24.27 24.89 25.50 26.15 26.79 27.47 28.15 28.86 29.57 30.31 31.07 31.85 32.64 33.46 34.29 35.15 36.03 10 11 24.88 25.50 26.15 26.79 27.47 28.15 28.86 29.57 30.31 31.07 31.85 32.64 33.46 34.29 35.15 36.03 36.93 37.85 11 12 26.13 26.79 27.47 28.15 28.86 29.57 30.31 31.07 31.85 32.64 33.46 34.29 35.15 36.03 36.93 37.85 38.80 39.77 12 13 27.46 28.15 28.85 29.57 30.31 31.07 31.85 32.64 33.45 34.29 35.15 36.03 36.92 37.85 38.80 39.77 40.76 41.77 13 14 28.84 29.56 30.30 31.06 31.84 32.63 33.44 34.28 35.14 36.02 36.91 37.84 38.79 39.76 40.75 41.76 42.81 43.88 14 ---PAGE BREAK--- Page 9 of 23 Approved: July 1, 2025 Grade A B C D E F G H I J K L M N O P Q R Grade 15 30.30 31.06 31.84 32.63 33.45 34.28 35.14 36.02 36.92 37.84 38.80 39.76 40.75 41.77 42.82 43.88 44.99 46.10 15 16 31.84 32.63 33.45 34.29 35.14 36.02 36.92 37.84 38.80 39.76 40.76 41.77 42.82 43.89 44.99 46.11 47.26 48.45 16 17 33.44 34.28 35.14 36.02 36.92 37.84 38.79 39.76 40.75 41.77 42.82 43.88 44.98 46.10 47.26 48.44 49.64 50.89 17 18 35.14 36.02 36.92 37.84 38.80 39.77 40.76 41.77 42.82 43.89 44.99 46.11 47.27 48.45 49.65 50.90 52.17 53.47 18 19 36.91 37.84 38.79 39.76 40.75 41.76 42.81 43.88 44.98 46.10 47.25 48.44 49.64 50.88 52.16 53.46 54.80 56.16 19 20 38.79 39.76 40.75 41.77 42.82 43.88 44.99 46.10 47.26 48.44 49.65 50.89 52.16 53.47 54.80 56.17 57.58 59.02 20 21 42.81 43.88 44.98 46.10 47.26 48.44 49.64 50.89 52.16 53.46 54.80 56.17 57.58 59.01 60.49 62.00 63.55 65.14 21 22 47.25 48.44 49.64 50.88 52.16 53.46 54.80 56.16 57.58 59.01 60.48 62.00 63.55 65.14 66.77 68.44 70.15 71.90 22 23 52.16 53.47 54.80 56.17 57.59 59.02 60.49 62.01 63.55 65.15 66.78 68.45 70.16 71.91 73.71 75.55 77.44 79.38 23 24 57.58 59.02 60.49 62.01 63.55 65.15 66.78 68.45 70.16 71.91 73.71 75.55 77.43 79.38 81.35 83.39 85.48 87.62 24 25 63.54 65.14 66.77 68.44 70.15 71.90 73.70 75.54 77.42 79.36 81.34 83.38 85.47 87.60 89.79 92.04 94.33 96.70 25 26 70.15 71.91 73.70 75.54 77.43 79.37 81.35 83.39 85.47 87.61 89.80 92.04 94.34 96.70 99.12 101.60 104.14 106.74 26 ---PAGE BREAK--- Page 10 of 23 Approved: July 1, 2025 2025-2026 EMS Pay Plan - Hourly Ranges Dallas County, Iowa Grade A B C D E F G H I J K L M N O P Q R Grade 14 18.09 18.54 19.01 19.48 19.97 20.47 20.98 21.50 22.04 22.59 23.15 23.74 24.33 24.94 25.56 26.19 26.85 27.52 14 15 19.01 19.48 19.97 20.47 20.98 21.50 22.04 22.59 23.16 23.74 24.34 24.94 25.56 26.20 26.86 27.52 28.22 28.92 15 17 20.98 21.50 22.04 22.59 23.16 23.74 24.33 24.94 25.56 26.20 26.86 27.52 28.21 28.92 29.64 30.38 31.14 31.92 17 20 24.33 24.94 25.56 26.20 26.86 27.52 28.22 28.92 29.64 30.38 31.14 31.92 32.72 33.54 34.37 35.23 36.12 37.02 20