Compensation and Classification Plan Effective Starting 7/1/2017

For policies on determining compensation for Promotions, Demotions, Reinstatements, and Transfers, refer to Section 2.8 and subsections of NKY Health's Guide to Personnel Policies.

For the total pay and compensation policies refer to Section 4 and subsections of NKY Health's Guide to Personnel Policies.

In accordance with KRS 212.792, NKY Health is responsible for establishing a compensation plan for all of its employees.

NKY Health's current Compensation and Classification Plan, adopted on 7/1/2017, consists of class specifications, job descriptions, performance evaluations, a fringe benefits package, and a pay plan.

Similar to State and Federal practices:

• Like jobs are grouped into a classification, general characteristics of each classification described in a class specification, and class specification assigned to a pay band.

• Job descriptions elaborate on the essential functions, specific duties, standards for performance and other specifics.

• Pay bands determine the minimum and maximum pay ranges for each classification based on how the position compares to similar jobs in the market and on NKY Health's budget.

• A market survey is conducted every 3-5 years and as needed to re-evaluate the pay band ranges and assignments based on changes in market values.  Adjustments are made accordingly.

The plan has the following characteristics:

• A budget for pay increases is approved annually by the District Board of Health.

• The budget for performance-based pay increases is allocated to eligible employees based on their individual performance.

• Pay for personnel actions (i.e. hiring, promotions, demotions, etc.) is determined based on formulas related to anticipated ability to perform (i.e. prior work experience in similar positions)

• The plan is as flexible as it can be while maintaining consistency and avoiding compression issues.

• Classifications are grouped into series that suggest possible career progression.

The current plan replaced a plan that was seniority-driven more than market-driven and was based on a point-factor system and had been in place since 1994.

6/8/2023

• Added Revision Log.