I. PURPOSE
COMPENSATION AND CLASSIFICATION POLICY Date: 07/01/26
Supersedes: 07/01/25
A. To provide a guiding policy for em ployee com pensation.
II. POLICY
A. The City of Suff olk m aintains an employee Com pensation Plan consist ent with Title VII of the Civil Rights Act, the Equal Pa y Act, the Fair Labor Standards Act and ot her F ederal, State and Cit y regulations.
1. The com pensation plan shall be based upon the budget adopted b y Cit y Council and constitute the Cit y's pa y grades for positions and job tit les for the ensuing fiscal ye ar and thereafter until a new plan shall be adopted.
2. The Director of Hum an Resources shall be responsible for m aintaining an official copy of the Com pensation Plan A copy of the official plan shall be available for inspection by the public under reasonable conditions during business hours
III. DEFINITIONS
A. The following words, term s and phrases, when used in this procedures section, shall have the m eanings ascribed to them in this section, except where the context clearly indicates a different m eaning The term s are frequently used in the context of the per sonnel m anagement system and are defined for clarity and uniform ity of understanding
1. Career Progression means advancement of an employee to a higher pay grade within a defined classification series.
2. Demotion m eans a type of action that lowers the pay grade of a City em ployee.
3. Department m eans a m ajor functional City unit
4. Department Head m eans an individual appointed by the City M anager to direct a
m ajor functional Cit y unit
COMPENSATION AND CLASSIFICATION POLICY Date: 07/01/26
Supersedes: 07/01/25
5. Director of Human Resou rces m eans the individual appointed by the City M anager who is the head of the departm ent of Hum an Resources
6. Employee m eans a person work ing in the service of the Cit y in one of the following capacities:
a. Probationary employee means a new em ployee or an em ployee that is prom oted who is required to successf ully serve a probationary period
b. Regular emplo yee m eans an emplo yee who has satisf actorily com pleted any required probationary period
c. Full-time employee m eans an employee who norm ally works a 40-hour work week
d. Part-time employee m eans an em ployee who norm ally works less than a 30 -hour work week
e. Seasonal employee m eans an em ployee whose em plo ym ent is lim ited to a specific period of tim e less than 5 m onths
f. Temporary employee m eans an em ployee who is em ployed for a lim ited period of tim e not to exceed one year, to fill a tem porary need for m anpower
g. Exempt employee m eans an employee who is exem pt as defined b y applicable law from the m inim um wage and overtime requirem ents of the Fair Labor Standards Act.
h. Sworn employee means a public safety employee who qualifies for the Virginia Retirement System hazardous duty supplement.
i. Non-sworn employee means a public safety employee who does not qualify for the Virginia Retirement System hazardous duty supplement.
COMPENSATION AND CLASSIFICATION POLICY Date: 07/01/26
Supersedes: 07/01/25
7. Grade m eans one of the classes, levels or groups into which jobs of the sam e or sim ilar value are grouped for com pensation purposes. Usually, all jobs in a grade have the sam e pay range: m inim um , m idpoint, and m axim um .
8. Class Specification m eans a summ ary of the most im portant features of a job, including the gener al nature of the work perform ed (duties and responsibilities) and level (e g., skill, e ffort, responsibilit y and working conditions) of the work perform ed The class specification includes job specifications that detail the characteristics required for com petent perform ance of the job itself and not on any specific individual who m ight fill the job
9. Job title means the descriptive nam e for the total collection of tasks, duties, and responsibilities assigned to one or m ore individuals whose positions have the same nature of work perform ed at the same level
10. Pay Range Adjustment: An adjustment approved by City Council to one or more salary ranges to maintain a competitive and equitable compensation structure. Adjustments may be based on market conditions, compensation studies, or organizational needs.
11. Position m eans all duties and responsibilities established by a job title requiring the em ploym ent of a single individual. The total num ber of positions in the Cit y equals the num ber of em ployees plus any vacancies
12. Promotion m eans the act of being raised to another position or another job tit le w ith a higher pay grade
13. Range means a set boundary for compensation which identifies the minimum and maximum amount of a specific pay grade
14. “Red Circle” Condition m eans an emplo yee’s salary is at or above the m axim um of the salary range of the job
15. Step means the step of the pay plan under which an employee is paid.
COMPENSATION AND CLASSIFICATION POLICY Date: 07/01/26
Supersedes: 07/01/25
A. To ensure em ployees are classified accurately and equitably paid in accordance wit h the com plexities of their job duties, the following procedure s apply:
1. New Employees. New em plo yees will be paid at least the minim um of the pay grade in which the job is classified. New em ployees m ay be hired at m ore than the minim um . Those whose qualifications substantially exce ed the m inim um qualif ications in either education, experience or both, m ay be appointed at an appropriate level within the pay grade range with the approval of the Department Head in consultation with Human Resources. New employee salary determinations must be equivalent to a defined step amount in their assigned pay range.
a. All hiring requires the approval of the Director o f Hum an Resources to ensure internal equit y and fair m ark et placem ent.
b. Salaries above Step 9 will require City Manager approval; such appointments will be based on exceptional qualifications and experience.
c. Department Heads are responsible for ensuring that all total salaries fall wit hin the budgeted funds for their departm ent.
d. Factors to be considered in determ ining salary include:
• Market Rate - A review of what t he m arket, on average, pa ys for an em plo yee with sim ilar education and/or experience in the position to which the em ployee is being hired
• Increased Value to the Organization - A review of the unique com bination of knowledge, skills, abilit y, and com petencies, which would allow the newly hired em ployee to enhance work unit perform ance through broadening the scope of responsibilit y, increasing productivity and/or increasing customer service.
• Internal Equit y - A review of the salaries of sim ilarly sit ua ted em ployees and/or subordinat es as it relates to length of service, educational background, experience.
2. Promotions. All prom otions m ust be com petitively recruited for, unless specifically
COMPENSATION AND CLASSIFICATION POLICY Date: 07/01/26
Supersedes: 07/01/25
exem pted by the Cit y Manager or his/ her designee:
a. A regular or non-sworn em plo yee who is prom oted to a position which is one pay grade above the em ployee’s current position is eligible for a pay increase of 5%, or the m inim um salary of the new position, whichever is greater, not to exceed the maxim um of the new pay grade. The employee’s promotion rate will be calculated with this methodology and will then be placed on either the step that matches the calculated rate, or next highest step in the assigned range of the promoted position, not to exceed Step 16. Time counted towards step duration will begin as of the effective date of the promotion.
b. A regular em plo yee who is prom oted to a class which is two or m ore pay grades above the em ployee’s present class is eligible for a pa y increase of 10%, or the m inim um salary of the new position, whichever is greater, not to exceed the m axim um of the new pay grade. The employee’s promotion rate will be calculated with this methodology and will then be placed on either the step that matches the calculated rate, or next highest step in the assigned range of the promoted position, not to exceed Step 16. Time counted towards step duration will begin as of the effective date of the promotion.
c. A sworn public safety employee promoted to a position in a higher grade is eligible to basic pay at the lowest rate of the higher grade that exceeds his or her existing rate of basic pay by not less than two step increases of the grade from which promoted. The minimum increase for a sworn public safety employee promoting one grade will be 5%. The minimum increase for promotions of two or more grades will be 10%. Time counted towards step duration will begin as of the effective date of the promotion.
• Methodology - Increase the employee’s current step by two within-grade increases for that grade. The employee’s new step will be the lowest step in the new range that equals or exceeds the two-step increase of the employee’s range prior to promotion.
d. The Director of Hum an Resources m ay approve an increase up to Step 9, with appropriate justification submitted via the Salary Adjustment Form This approval must be received prior to extending any job offer, conditional or otherwise.
e. An increase above Step 9 requires the prior approval of the Cit y Manager, with appropriate justification submitted via the Salary Adjustment Form The Salary Adjustment Form shall be routed from the Department Head to the City Manager via the Director of Hum an Resources
COMPENSATION AND CLASSIFICATION POLICY Date: 07/01/26
Supersedes: 07/01/25
f. Factors to be considered in determ ining salary increases above 5% or 10% include:
• Market Rate - A review of what the m arket, on average, pa ys for an em plo yee with sim ilar education and/or experience in the position to which the em ployee is being prom oted.
• Increased Value to the Organization - A review of the unique com bination of k nowledge, skills, abilit y, and com petencies, as well as a histor y of excellent perform ance, which would allow the prom oted em ployee to enhance work unit perform ance through broadening the scope of responsibilit y, increasing productivit y and/or increasing customer service.
• Internal Equit y - A review of the salaries of sim ilarly sit uated em ployees and/or subordinat es as it relates to factors, including, but not limited to length of service, educational back ground, experience, certifications.
3. Demotions.
a. Involuntary dem otions or any m ovem ent which causes an emplo yee to go from a position in a higher pay grade to one that has a lower pay grade level, without com petition, will be paid in accordance with the lower pay grade level and will have a decrease in salary of no less than 5% for one grad e or 10% for t wo or m ore pay grades below the em plo yee’s present job class providing the new salary falls within the salary range of the new pay grade. The employee’s new rate will be calculated with this methodology and will then be placed on either the step that matches the calculated rate, or next highest step in the assigned range of the promoted position, not to exceed the highest step in the new range
b. Voluntary dem otions or movem ent which causes an em ployee to go from a position in a higher pay grade to one that has a lower pay grad e, as a resu lt of a com petitive process, may result in a salar y decrease. The following factors will be considered for determination of the new salary:
• Market Rate - A review of what the m arket, on average, pa ys for an em ployee with sim ilar education and/or experience in the position to which the emplo yee is being demoted
• Increased Value to the Organization - A review of the unique com bination of
COMPENSATION AND CLASSIFICATION POLICY Date: 07/01/26
Supersedes: 07/01/25
knowledge, skills, abilit y, and com petencies, which would allow the em ployee to enhance work unit perform ance through broadening the scope of responsibility, increasing productivit y and/or increasin g customer service.
• Internal Equit y - A review of the salaries of sim ilarly situated em ployees and/or subordinates as it relates factors, including, but not limited to length of service, educational background, experience, and/or certifications
4. Transfers. The City Manager may approve interdepartmental and intradepartmental transfers of an emplo yee to a position having the sam e pa y grade if the em ployee meets the m inim um qualifications for t he position and the Cit y Manager determ ines that such a transfer is in the best interest of the Cit y. Employees transferring between two compensation plans will be placed at the equivalent step on the closest equivalent range in the new plan.
5. Lateral transfers. Transfers occurring within the sam e pa y grade, will result in no increase, unless deem ed necessary and approved b y the Director of H um an Resources. Pay increases beyond Step 9 will require City Manager approval. Oth er transfers will be handled in accorda nce with the previous sections on pr om otions or demotions as applicable and the City Recruitment and Selection Policy.
Employees transferring to a position, which is in the same pay grade at the same rate of pay will retain their time in that step and next step date. The time in a step will be restarted for employees transferring to a position in the same pay grade, but with a change in step/pay rate.
6. Career Progression. Employees in identified classification series are eligible for advancement without competition upon satisfying established criteria which is indicated in the next level of the series job description. Employee advancement within the classification series can occur throughout the year based on certification by the Department Director that all criteria have been met by the employee and final approval by the Director of Human Resources. Career Progression advancements will follow the same rules as promotions in respect to range and step placement. A list of eligible positions/job series are below:
• Animal Control Officer/Senior Animal Control Officer
• Appraiser I/II/III
• Benefits Consultant/Senior Benefits Consultant
• Building Inspector I/II/III
• Civil Engineer I/II/III
• Communications Operator/Senior Communications Operator
COMPENSATION AND CLASSIFICATION POLICY Date: 07/01/26
Supersedes: 07/01/25
• Construction Inspector I/II/Senior Construction Inspector
• Crime Analyst/Senior Crime Analyst
• Firefighter Recruit/Firefighter AEMT/Senior Firefighter AEMT/Firefighter EMT Intermediate/Firefighter Paramedic/Master Firefighter AEMT/Master Firefighter Paramedic
• Forensic Technician/Senior Forensic Technician
• Heavy Equipment Operator/Senior Heavy Equipment Operator
• Housing/Property Maintenance Inspector I/II
• Mechanic I/II/III
• Permit Technician/Senior Permit Technician
• Police Records Technician/Senior Records Technician
• Police Recruit/Police Officer/Senior Police Officer/Master Police Officer
• Refuse Equipment Operator/Senior Refuse Equipment Operator
• Street Maintenance Worker I/II
• Talent Acquisition Consultant/Senior Talent Acquisition Consultant
• Water Treatment Plant Operator I/II/Senior Water Treatment Plant Operator
• Zoning Inspector I/II
7. Reclassifications. Each position is classified based on its function, responsibilit y and other elem ents of job content. A position r eclassification is the assignm ent of a new job title and/or pay grade to an existing position, either filled or vacant.
a. A position’s duties and responsibilities m ay evolve over tim e due to changes including, but not limited to technolog y, process im provem ents, or changes in business strateg y. These are situat ions in which a reclassification review is warranted.
b. All reclassifications pursuant to organizational structures and functions m ust be subm itted as part of the annual budget process W hen a Department Head requests a reclassification, it needs to be subm itted through the Director of Hum an Resources:
COMPENSATION AND CLASSIFICATION POLICY Date: 07/01/26
Supersedes: 07/01/25
1) A m em o stating the reasons for the r equest and other relevant inform ation regarding the position;
2) A com pleted Position Classification Recommendation form as specified by Hum an Resources; and
3) An organizational chart
Positions will be evaluated by the Hum an Resources Departm ent and recomm endations for support or denial will be provided to the City Manager for consideration Based on the Hum an Resources Departm ent’s recommendation, Department Heads m ay request further analysis of any reclassification request from the City’s Co m pensation Manager If approved in the annual operating budget for the upcom ing fiscal year, any positions being reclassified will undergo revisions to job descriptions, and any additional analysis necessary to finalize the reclassification to be effective July 1 st or as approved by City Council Job description revisions should be submitted through NEOGOV.
c. Throughout the year, Department Heads m ay subm it through the D epartm ent of Hum an Resources a request for review of a position(s) in their departm ent, including a com pleted Position Classification Recommendation form for the position as specified by Human Resources, as a result of extenuating circum stances outside of the annual budget process The Direct or of Hum an Resources or his/her desig nee will review such request(s) and provide recomm endations of support or denial to the Cit y Manager. Based on the Hum an Resources Departm ent’s recommendation, Department Heads m ay request further analysis of any reclassification request from the City’s Com pensation Manager If a reclassification of a position to a different title is approved b y the City Manager, the Director of H um an Resources will direct appropriate actions to be taken based on the full review of all related factors, including budgetar y funding Positions that are not represented in the Cit y’s Compensation and Classification Plan will need the approval of City Council
d. All positions that are subm itted for reclassification m ay be subject to a com prehensive desk/position audit.
e. An y reclassification (reassignm ent) of a job title to a higher or lower pay grade or range in the Cit y’s Com pensation and Classification Plan, or significant changes in job dut ies m ust be approved by Cit y Council prior to becom ing effective.
f. Pa y changes will be in accordance wit h the prom otion or dem otion guidelines
outlined in this policy
COMPENSATION AND CLASSIFICATION POLICY Date: 07/01/26
Supersedes: 07/01/25
g. Positions that are m oved as a result of a com pensation study are exem pt from pay provisions outlined in this polic y
h. When an occupied position is reclassified in the budget at the start of a fiscal year, the incumbent employee’s new compensation will be calculated as follows:
1. The employee’s new compensation rate will be calculated using the compensation rates in place prior to the new fiscal year effective date
2. If the new fiscal year year includes the implementation of a pay grade range adjustment, this adjustment would be applied to the employee rate determined after the calculation.
8. Pay Grade Range Adjustments. As relevant labor m arket rates fluctuate in response to supply and dem and of labor and other econom ic factors, pay r anges m ay be adjusted as part of the annual budget process Em plo yees below t he m inim um of their range are adjusted to the new m inim um
9. “Red Circled” Salaries Over the Maximum. Em ployees shall not be com pensated in their annual/hour ly salar y at a rate higher than the maxim um of their pay range set forth in the current year’s Com pensation and Classification Plan. In t he event an em ployee’s salary is higher than the m axim um of their pay r ange, their salar y will be “red circled,” m eaning the em ployee will not receive an y step movement beyond the maximum step in their assigned range until their salary falls within the pa y range of their position. Employees at the maximum of their pay range will be eligible to receive increases only when the pay plan structure increases as approved by City Council
If an employee in a “red circled” status is selected for a promotional opportunity and the resulting salary is greater than the maximum of the new salary range, the employee may receive the amount of the salary increase in the form of a one-time bonus.
10. Cost of Living Salary Inc reases. Cost of living salar y increases m ay be given at any tim e during the fiscal year as determ ined and approved b y Cit y Council. When a cost of living adjustment is approved by City Council, each step plan will be updated accordingly, and all full tim e step-eligible em ployees not currently at or above the maximum of the pay range will receive the appropriate percentage of salary increase on their current salary All part tim e em ployees not currently at or above the maximum of the pay range will receive the appropriate percentage of salary increase on their current salary All
COMPENSATION AND CLASSIFICATION POLICY Date: 07/01/26
Supersedes: 07/01/25
em ployees shall be paid at least at the m inim um of their pay grade. Therefore, emplo yees will receive either the approved percentage cost of living adjustm ent or the new m inim um of their pay grade, whichever is greater.
11. Pay Increases for Grant Employees. Grant em ployees m ay receive perform ance increases , cost of living increases, or bonuses when allowable by the funding of their grant.
12. Return to Cit y Employm ent. Em ployees who resigned in good standing and who return to Cit y employm ent in the same position from which they left within 90 calendar days will be reinstated and shall have their employm ent prior to their separation count as service This applies, as appropriat e, to the vac ation accrual rate, and for seniority purposes. In addit ion, sick leave forfeited at t he tim e of separation shall be restored.
13. Temporary Assignment Pay (Acting). Before assigning an employee to a higher level position for a temporary period, a vacant or temporarily vacant, a full-time equivalent position must be available. The Department Head shall submit a request for approval by the Director of Human Resources for a supplemental salary adjustment for the temporary assignment. If approved by the City Manager or his/her designee, the Department Head shall assign the employee to the higher level position for the temporary period.
a. To be eligible the employee must temporarily work in a position that has a higher grade than the employee’s regular job title for a minimum of 14 consecutive work days.
b. Once an em ployee is approved to be placed in a higher level position for a tem porary period, the Department Head shall co m plete a Personnel Action Request (PAR) indicating the reason for the tem porary assignm ent, the position, the salary (which should follow the prom otional salary guidelines provided in Section IV, A2), and the length of the tem porary assignm ent. The employee will continue to accrue time in step credit for their non-acting position step placement for the length of the temporary assignment.
c. Temporary (acting) assignments are anticipated to last more than fifteen (15) consecutive work days, but less than 12 months. In no case may the assignment last more than twelve (12) months without the written approval of the Director of Human Resources and the City Manager. This written approval will be granted for a specified amount of time not to exceed an additional 6 months.
COMPENSATION AND CLASSIFICATION POLICY Date: 07/01/26
Supersedes: 07/01/25
d. On the date the employee is no longer performing such temporary assignments, his or her compensation shall return to the amount of his/her formerly assigned position and step The Department Head will complete a PAR to end the acting assignment and acting supplemental pay.
14. Step Movement Except as otherwise noted, the starting salary of any full-time step-plan eligible position shall be the Step 1 rate. Advancement to the next step shall be made based on meeting the minimum duration (months) provided for each step as specified in the Step Plan schedules.
a. Step Duration – All step plan-eligible employees will begin accruing step service credit beginning with the employee’s initial date of hire or new step placement through other employment actions (promotions, demotions, etc.). Human Resources will track service credit for all eligible employees on an ongoing basis.
b. Step Advancement – Regular step plan movements will occur on the anniversary month of step entry date. Eligible employees who have worked at least the minimum of the duration requirement of their step will be automatically moved to the next step in their range. The date of placement in the new step will serve as the employee’s new start date for duration accruals.
c. Step Movement Methodology - When an employee reaches their employment anniversary month, they will receive the step increase on the 22nd of that month. The employee will begin receiving the increased rate on the first paycheck of the following month.
d. Simultaneous Employee Actions – When an employee is scheduled to receive a promotion or career progression on the same date as a step increase, the rate of the new step should be used as the basis for calculating the promotion rate. Lateral transfers occurring on the same date as a step increase should receive the amount of the step increase at the time of the effective date. The application of step movements for demotions and other employment changes occurring on a step movement date will be determined on a case-by-case basis by the Director of Human Resources.
COMPENSATION AND CLASSIFICATION POLICY Date: 07/01/26
Supersedes: 07/01/25
e. Step Considerations – Step duration figures will not be rounded when determining step placements. Once an employee is placed in the highest step of their range, they will no longer be eligible for step movement and associated salary increases until their salary is less than the highest step in their range.
f. Step Adjustments and Initiatives – Step Adjustments may be made in special circumstances with the Department Head, Director of Human Resources and the City Manager’s approval via the Salary Adjustment Form All adjustments must meet one of the following categories:
1. Bona fide external job offers – W hen loss of an employee’s service would be considered detrim ental to the City, a salary adjustm ent m ay be considered to counter an outside job offer. An em ploye e m ust f urnish a cop y of the extern al job offer on the prospective em ployer’s stationery/letterhead, with a written letter of resignation from their current posit ion; or
2. Internal equity – A review of relevant circum stances surrounding the request should be subm itted (for exam ple, the sam e facts for other job classes affected, such as length of service, hiring date, pa y grade, educational background, experience, scarcity of the hiring pool at the tim e of em ploym ent, and sim ilar factors) to the Director of Hum an Resourc es; internal equit y step adjustm ents will also require job m arket evaluation and may require a com prehensive desk audit to be com pleted. Adjustm ents m ust not exceed job m arket rate and must fall within the pay range of that job classification; or
3. Value added to the organi zation – It is recognized that situations change over tim e and the value of an individual may be enhanced by various dynam ic circum stances, such that an individual should be rewarded for dem onstrated value to the departm ent/organization
15. Supplemental Pays Supplemental pays m ay be gra nted to em ployees who, in addition
COMPENSATION AND CLASSIFICATION POLICY Date: 07/01/26
Supersedes: 07/01/25
to their r egular job functions and responsibilities, have additional responsibilities requiring specific and additional skills, certifications or unique hours of assignm ent. Supplemental pays are not guaranteed and can be ended at any time by the Department Head or the City Manager. Supplemental pay will not be considered as a part of base salary for the computation of any general increases, merit increases, incentive pay, promotional increases or any other salary or benefit actions which are based on or affect base pay, with the exception of overtime. Supplemental pay will be awarded each pay period, provided the employee has maintained requirements and has been performing or has been available for the assigned function. Any condition or circumstance which makes the employee unavailable to perform the function will render the employee ineligible for supplemental pay during that time period.
Supplemental pays are as follows:
Supplements
Fire- Certified as EMTIntermediate (ALS)
$209 – Monthly Stipend
Fire Recruit (when assigned to Operations as a released EMTIntermediate or EMTParamedic)
Battalion Chief
Fire Captain
Fire Lieutenant
Deputy Fire Chief
Assistant Fire Chief
Fire Chief
Fire- Certified as EMTParamedic
$417 – Monthly Stipend
Battalion Chief
Fire Captain
Fire Lieutenant
Deputy Fire Chief
Assistant Fire Chief
Fire Chief
Employees must be authorized to practice as an ALS provider by Suffolk Fire & Rescue’s Medical Director. Employees must be in work environment where they are able to provide hands-on medical care to patients or provide direction, training, or classroom instruction on patient medical care during each workday.
Employees must be authorized to practice as an ALS provider by Suffolk Fire & Rescue’s Medical Director. Employees must be in work environment where they are able to provide hands-on medical care to patients or provide direction, training, or classroom instruction on patient medical care during each workday.
COMPENSATION AND CLASSIFICATION POLICY Date: 07/01/26
Supersedes: 07/01/25 Supplements
Public UtilitiesTechnical Trainer
Police Ancillary Unit Pay
$1.50/per hour
Police- Court Pay
Tier 1 Assignments: $117 monthly stipend
Tier 2 Assignments: $292 monthly stipend
Non-Exempt Field Positions
Employees in Field positions with a high level of technical expertise and system knowledge may be assigned by the Department Director to mentor and train field staff. Assignment to the position is as needed and may begin and end at any time.
Employees assigned to one or more Police Ancillary Units are eligible to receive monthly stipend. Employees may only receive 1 stipend regardless of the number of ancillary units they are assigned The stipend amount will be paid based on the highest Tier of the Unit to which the employee has been assigned.
See police SOP for specific qualifying details.
Police- Field Training Officer
1.5 x regular rate of pay (guaranteed minimum of 2 hours)
$1.50/per hour
Sworn Police Employees
See police SOP for specific qualifying details.
Sworn Police Employees Animal Control Officers
See police SOP for specific qualifying details.
Supplements
COMPENSATION AND CLASSIFICATION POLICY Date: 07/01/26
Supersedes: 07/01/25
Eligibility
Sworn Police Employees
Police- Shift Differential
Evening Shift -
$1.00/per hour
Midnight Shift$1.50/per hour
Police- Clothing Up to $750/per year reimbursement
Communications Operators (including Senior and Lead)
Police Records Technicians
Forensic Technicians
Animal Control Officers
Sworn Police Employees
Forensic Technicians
Other Information
See police SOP for specific qualifying details.
Evening = between the hours of 3pm and 11pm Midnight = between the hours of 11pm and 7am
Shift must be worked for two consecutive hours to receive differential pay.
PoliceCommunications Training Officer
$1.50/per hour
Communication Operators
Public Works- Fleet Management
$166.66 – Monthly Stipend
Mechanic I, II, III and Lead Mechanics
See police SOP for specific qualifying details.
See police SOP for specific qualifying details.
Tools Allowance for employees that are required to maintain a complete set of hand tools in safe working order.
Police-Central Records Trainer
$1.50/per hour
Police Records Technicians
See police SOP for specific qualifying details.
Shelter Duty Pay
$1.50/per hour
Social Service Employees both Exempt and NonExempt
See Social Services SOP
Certified Floodplain Manager (CFM)
COMPENSATION AND CLASSIFICATION POLICY Date: 07/01/26
Supersedes: 07/01/25
Crisis Intervention Pay
$100 – Monthly Stipend Environmental Specialist, Civil Engineer (Environmental)
Employees must be certified as a Certified Floodplain Manager by the Association of State Floodplain Managers (ASFPM). Certification must be maintained annually as required by ASFPM. Employees must annually submit applications for Community Flood Preparedness Fund (CFPF) to the Virginia Department of Conservation and Recreation (DCR). Should the requirement for this certification for the City to apply for grant funds or to administer the program expire, so does the stipend.
Employees will be assigned this stipend with prior approval of the Department Director
1.0 x regular rate of pay
Exempt Police employees
Exempt Sheriff employees
Crisis Intervention Team (CIT) Pay
$1.50/per hour
Non-exempt Full Time Sworn Police Employees
This supplement will be paid for occurrences when a civilian is required to be escorted to a medical facility or in emergency custody.
See police SOP for specific qualifying details
Supplements
Commercial Driver License Instructor
COMPENSATION AND CLASSIFICATION POLICY Date: 07/01/26
Supersedes: 07/01/25
Other Information
Employees and Program must meet all Virginia Department of Motor Vehicles as well as Federal Motor Carrier Safety Administration requirements
Must possess a Class A CDL issued by the Commonwealth of Virginia
Up to 5 staff/instructors total
$250 – Monthly Stipend
Must meet supplemental requirements
Must have been an employee of the city a minimum of 5 years
Must be actively serving in the CDL Training program in one of the following roles for at least 1 year;
2-3 Instructors, 1 clerical support, 1-2 instructors in training, maximum 5 employees
Eligibility is only in months when the CDL program is actively teaching classes (2 classes per month minimum)
Public Safety Non-Sworn
Fire Sworn
Police Sworn
Sheriff Sworn
Information Technology
Public Works
Assistant Victim Witness Director
Chief Judicial Staff Attorney
Civil Court Administrator
