I. PURPOSE
COMPENSATION AND CLASSIFICATION POLICY Date: 07/01/25
Supersedes: 07/01/24
A. To provide a guiding policy for employee compensation.
II. POLICY
A. The City of Suffolk maintains an employee Compensation Plan consistent with Title VII of the Civil Rights Act, the Equal Pay Act, the Fair Labor Standards Act and other Federal, State and City regulations.
1. The compensation plan shall be based upon the budget adopted by City Council and constitute the City's pay grades for positions and job titles for the ensuing fiscal year and thereafter until a new plan shall be adopted.
2. The Director of Human Resources shall be responsible for maintaining an official copy of the Compensation 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, terms and phrases, when used in this procedures section, shall have the meanings ascribed to them in this section, except where the context clearly indicates a different meaning. The terms are frequently used in the context of the personnel management system and are defined for clarity and uniformity of understanding.
1. Career Progression means advancement of an employee to a higher pay grade within a defined classification series.
2. Demotion means a type of action that lowers the pay grade of a City employee.
3. Department means a major functional City unit.
4. Department Head means an individual appointed by the City Manager to direct a
major functional City unit.
COMPENSATION AND CLASSIFICATION POLICY Date: 07/01/25
Supersedes: 07/01/24
5. Director of Human Resources means the individual appointed by the City Manager who is the head of the department of Human Resources.
6. Employee means a person working in the service of the City in one of the following capacities:
a. Probationary employee means a new employee or an employee that is promoted who is required to successfully serve a probationary period.
b. Regular employee means an employee who has satisfactorily completed any required probationary period.
c. Full-time employee means an employee who normally works a 40-hour work week.
d. Part-time employee means an employee who normally works less than a 30-hour work week.
e. Seasonal employee means an employee whose employment is limited to a specific period of time less than 5 months.
f. Temporary employee means an employee who is employed for a limited period of time not to exceed one year, to fill a temporary need for manpower.
g. Exempt employee means an employee who is exempt as defined by applicable law from the minimum wage and overtime requirements 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: 07/01/25
Supersedes: 07/01/24
7. Grade means one of the classes, levels or groups into which jobs of the same or similar value are grouped for compensation purposes. Usually, all jobs in a grade have the same pay range: minimum, midpoint, and maximum.
8. Class Specification means a summary of the most important features of a job, including the general nature of the work performed (duties and responsibilities) and level (e.g., skill, effort, responsibility and working conditions) of the work performed. The class specification includes job specifications that detail the characteristics required for competent performance of the job itself and not on any specific individual who might fill the job.
9. Job title means the descriptive name for the total collection of tasks, duties, and responsibilities assigned to one or more individuals whose positions have the same nature of work performed at the same level.
10. Position means all duties and responsibilities established by a job title requiring the employment of a single individual. The total number of positions in the City equals the number of employees plus any vacancies.
11. Promotion means the act of being raised to another position or another job title with a higher pay grade.
12. Range means a set boundary for compensation which identifies the minimum and maximum amount of a specific pay grade.
13. “Red Circle” Condition means an employee’s salary is at or above the maximum of the salary range of the job.
14. Step means the step of the pay plan under which an employee is paid.
IV. PROCEDURES
A. To ensure employees are classified accurately and equitably paid in accordance with the complexities of their job duties, the following procedures apply:
COMPENSATION AND CLASSIFICATION POLICY Date: 07/01/25
Supersedes: 07/01/24
1. New Employees. New employees will be paid at least the minimum of the pay grade in which the job is classified. New employees may be hired at more than the minimum. Those whose qualifications substantially exceed the minimum qualifications in either education, experience or both, may 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 of Human Resources to ensure internal equity and fair market placement.
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 within the budgeted funds for their department.
d. Factors to be considered in determining salary include:
Market Rate - A review of what the market, on average, pays for an employee with similar education and/or experience in the position to which the employee is being hired.
Increased Value to the Organization - A review of the unique combination of knowledge, skills, ability, and competencies, which would allow the newly hired employee to enhance work unit performance through broadening the scope of responsibility, increasing productivity and/or increasing customer service.
Internal Equity - A review of the salaries of similarly situated employees and/or subordinates as it relates to length of service, educational background, experience.
2. Promotions. All promotions must be competitively recruited for, unless specifically exempted by the City Manager or his/her designee:
a. A regular or non-sworn employee who is promoted to a position which is one pay grade above the employee’s current position is eligible for a pay increase of 5%,
COMPENSATION AND CLASSIFICATION POLICY Date: 07/01/25
Supersedes: 07/01/24
or the minimum salary of the new position, whichever is greater, not to exceed the maximum 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 employee who is promoted to a class which is two or more pay grades above the employee’s present class is eligible for a pay increase of 10%, or the minimum salary of the new position, whichever is greater, not to exceed the maximum 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 Human Resources may 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 City 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 Human Resources.
f. Factors to be considered in determining salary increases above 5% or 10% include:
Market Rate - A review of what the market, on average, pays for an
COMPENSATION AND CLASSIFICATION POLICY Date: 07/01/25
Supersedes: 07/01/24
employee with similar education and/or experience in the position to which the employee is being promoted.
Increased Value to the Organization - A review of the unique combination of knowledge, skills, ability, and competencies, as well as a history of excellent performance, which would allow the promoted employee to enhance work unit performance through broadening the scope of responsibility, increasing productivity and/or increasing customer service.
Internal Equity - A review of the salaries of similarly situated employees and/or subordinates as it relates to factors, including, but not limited to length of service, educational background, experience, certifications.
3. Demotions.
a. Involuntary demotions or any movement which causes an employee to go from a position in a higher pay grade to one that has a lower pay grade level, without competition, 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 grade or 10% for two or more pay grades below the employee’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 demotions or movement which causes an employee to go from a position in a higher pay grade to one that has a lower pay grade, as a result of a competitive process, may result in a salary decrease. The following factors will be considered for determination of the new salary:
Market Rate - A review of what the market, on average, pays for an employee with similar education and/or experience in the position to which the employee is being demoted.
Increased Value to the Organization - A review of the unique combination of knowledge, skills, ability, and competencies, which would allow the employee to enhance work unit performance through broadening the scope of responsibility, increasing productivity and/or increasing customer service.
COMPENSATION AND CLASSIFICATION POLICY Date: 07/01/25
Supersedes: 07/01/24
Internal Equity - A review of the salaries of similarly situated employees 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 employee to a position having the same pay grade if the employee meets the minimum qualifications for the position and the City Manager determines that such a transfer is in the best interest of the City. 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 same pay grade, will result in no increase, unless deemed necessary and approved by the Director of Human Resources. Pay increases beyond Step 9 will require City Manager approval. Other transfers will be handled in accordance with the previous sections on promotions 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
• Engineer I/II/III
• Communications Operator/Senior Communications Operator
• Construction Inspector I/II/Senior Construction Inspector
• Crime Analyst/Senior Crime Analyst
COMPENSATION AND CLASSIFICATION POLICY Date: 07/01/25
Supersedes: 07/01/24
• 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
• 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, responsibility and other elements of job content. A position reclassification is the assignment of a new job title and/or pay grade to an existing position, either filled or vacant.
a. A position’s duties and responsibilities may evolve over time due to changes including, but not limited to technology, process improvements, or changes in business strategy. These are situations in which a reclassification review is warranted.
b. All reclassifications pursuant to organizational structures and functions must be submitted as part of the annual budget process. When a Department Head requests a reclassification, it needs to be submitted through the Director of Human Resources:
1) A memo stating the reasons for the request and other relevant information regarding the position;
2) A completed Position Classification Recommendation form as specified by Human Resources; and
COMPENSATION AND CLASSIFICATION POLICY Date: 07/01/25
Supersedes: 07/01/24
3) An organizational chart.
Positions will be evaluated by the Human Resources Department and recommendations for support or denial will be provided to the City Manager for consideration. Based on the Human Resources Department’s recommendation, Department Heads may request further analysis of any reclassification request from the City’s Compensation Manager.. If approved in the annual operating budget for the upcoming 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 may submit through the Department of Human Resources a request for review of a position(s) in their department, including a completed Position Classification Recommendation form for the position as specified by Human Resources, as a result of extenuating circumstances outside of the annual budget process. The Director of Human Resources or his/her designee will review such request(s) and provide recommendations of support or denial to the City Manager. Based on the Human Resources Department’s recommendation, Department Heads may request further analysis of any reclassification request from the City’s Compensation Manager. If a reclassification of a position to a different title is approved by the City Manager, the Director of Human Resources will direct appropriate actions to be taken based on the full review of all related factors, including budgetary funding. Positions that are not represented in the City’s Compensation and Classification Plan will need the approval of City Council
d. All positions that are submitted for reclassification may be subject to a comprehensive desk/position audit.
e. Any reclassification (reassignment) of a job title to a higher or lower pay grade or range in the City’s Compensation and Classification Plan, or significant changes in job duties must be approved by City Council prior to becoming effective.
f. Pay changes will be in accordance with the promotion or demotion guidelines outlined in this policy.
g. Positions that are moved as a result of a compensation study are exempt from pay provisions outlined in this policy.
COMPENSATION AND CLASSIFICATION POLICY Date: 07/01/25
Supersedes: 07/01/24
8. Pay Grade Range Adjustments. As relevant labor market rates fluctuate in response to supply and demand of labor and other economic factors, pay ranges may be adjusted as part of the annual budget process. Employees below the minimum of their range are adjusted to the new minimum.
9. “Red Circled” Salaries Over the Maximum. Employees shall not be compensated in their annual/hourly salary at a rate higher than the maximum of their pay range set forth in the current year’s Compensation and Classification Plan. In the event an employee’s salary is higher than the maximum of their pay range, their salary will be “red circled,” meaning the employee will not receive any step movement beyond the maximum step in their assigned range until their salary falls within the pay 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 Increases. Cost of living salary increases may be given at any time during the fiscal year as determined and approved by City Council. When a cost of living adjustment is approved by City Council, each step plan will be updated accordingly, and all full time step-eligible employees 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 time employees not currently at or above the maximum of the pay range will receive the appropriate percentage of salary increase on their current salary. All employees shall be paid at least at the minimum of their pay grade. Therefore, employees will receive either the approved percentage cost of living adjustment or the new minimum of their pay grade, whichever is greater.
11. Pay Increases for Grant Employees. Grant employees may receive performance increases, cost of living increases, or bonuses when allowable by the funding of their grant.
12. Return to City Employment. Employees who resigned in good standing and who return to City employment in the same position from which they left within 90 calendar days will be reinstated and shall have their employment prior to their separation count as service. This applies, as appropriate, to the vacation accrual rate, and for seniority purposes. In addition, sick leave forfeited at the time of separation shall be restored.
COMPENSATION AND CLASSIFICATION POLICY Date: 07/01/25
Supersedes: 07/01/24
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 employee is approved to be placed in a higher level position for a temporary period, the Department Head shall complete a Personnel Action Request (PAR) indicating the reason for the temporary assignment, the position, the salary (which should follow the promotional salary guidelines provided in Section IV, A2), and the length of the temporary assignment. 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.
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
COMPENSATION AND CLASSIFICATION POLICY Date: 07/01/25
Supersedes: 07/01/24
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.
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 – When loss of an employee’s
COMPENSATION AND CLASSIFICATION POLICY Date: 07/01/25
Supersedes: 07/01/24
service would be considered detrimental to the City, a salary adjustment may be considered to counter an outside job offer. An employee must furnish a copy of the external job offer on the prospective employer’s stationery/letterhead, with a written letter of resignation from their current position; or
2. Internal equity – A review of relevant circumstances surrounding the request should be submitted (for example, the same facts for other job classes affected, such as length of service, hiring date, pay grade, educational background, experience, scarcity of the hiring pool at the time of employment, and similar factors) to the Director of Human Resources; internal equity step adjustments will also require job market evaluation and may require a comprehensive desk audit to be completed. Adjustments must not exceed job market rate and must fall within the pay range of that job classification; or
3. Value added to the organization – It is recognized that situations change over time and the value of an individual may be enhanced by various dynamic circumstances, such that an individual should be rewarded for demonstrated value to the department/organization.
15. Supplemental Pays. Supplemental pays may be granted to employees who, in addition to their regular job functions and responsibilities, have additional responsibilities requiring specific and additional skills, certifications or unique hours of assignment. 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
COMPENSATION AND CLASSIFICATION POLICY Date: 07/01/25
Supersedes: 07/01/24
Fire‐ Certified as EMT‐Intermediate (ALS)
$209 – Monthly Stipend
Fire Recruit (when assigned to
Operations as a released EMT‐Intermediate or EMT‐Paramedic)
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.
Fire‐ Certified as EMT‐Paramedic
$417 – Monthly Stipend
Battalion Chief Fire Captain
Fire Lieutenant
Deputy Fire Chief
Assistant Fire Chief
Fire Chief
Public Utilities‐ Technical Trainer
$1.50/per hour
Non‐Exempt Field Positions
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 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.
Supplements
Police Ancillary Unit Pay
COMPENSATION AND CLASSIFICATION POLICY Date: 07/01/25
Supersedes: 07/01/24
Police‐ Court Pay
Police‐ Field Training Officer
Tier 1 Assignments:
$117 monthly stipend
Tier 2 Assignments: $292 monthly stipend
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.
1.5 x regular rate of pay (guaranteed minimum of 2 hours)
$1.50/per hour
Police‐ Shift Differential
Evening Shift
hour
Midnight Shift
hour
Police‐ Clothing Up to $750/per year reimbursement
Police‐Communications Training Officer $1.50/per hour
Sworn Police Employees
Sworn Police Employees
Animal Control Officers
Sworn Police Employees
Communications Operators (including Senior and Lead)
Police Records Technicians
Forensic Technicians
Animal Control Officers
Sworn Police Employees
Forensic Technicians
Communication Operators
See police SOP for specific qualifying details.
See police SOP for specific qualifying details.
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.
See police SOP for specific qualifying details.
See police SOP for specific qualifying details.
Supplements
Public Works‐ Fleet Management
Police‐Central Records Trainer
Shelter Duty Pay
COMPENSATION AND CLASSIFICATION POLICY Date: 07/01/25
Supersedes: 07/01/24
Other Information
$42 – Monthly Stipend
$1.50/per hour
$1.50/per hour
Mechanic I, II, III and Lead Mechanics
Police Records Technicians
Social Service Employees both Exempt and Non‐Exempt
Tools Allowance for employees that are required to maintain a complete set of hand tools in safe working order.
See police SOP for specific qualifying details.
See Social Services SOP
Certified Floodplain Manager (CFM)
$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.
Supplements
Crisis Intervention (CIT) Pay
COMPENSATION AND CLASSIFICATION POLICY Date: 07/01/25
Supersedes: 07/01/24
Other Information
1.0 x regular rate of pay
Crisis Intervention Team (CIT) Pay
$1.50/per hour
Commercial Driver License Instructor
$250 – Monthly Stipend
Exempt Police employees
Exempt Sheriff employees
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
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 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
Executive Tier 1
Department Order
Information Technology
Public Works
Public Safety Non-Sworn Step Plan - Alternate View
Public Safety Non-Sworn Step Plan - Alternate View
Public Safety Non-Sworn Step Plan - Alternate View
General Employee Step Plan - Alternate View
General Employee Step Plan - Alternate View
General Employee Step Plan - Alternate View
Fire Step Plan - Alternate View
Grade Step Amount
F310 1 $99,879
F310 2 $102,376
F310 3 $104,934
F310 4 $107,558
F310 5 $111,323
F310 6 $115,219
F310 7 $119,251
F310 8 $123,426
F310 9 $127,746
F310 10 $132,217
F310 11 $136,182
F310 12 $140,270
F310 13 $144,477
F310 14 $148,811
F310 15 $153,276
Grade Step Amount
F311 1 $112,862
F311 2 $115,684
F311 3 $118,577
F311 4 $121,540
F311 5 $125,794
F311 6 $130,198
F311 7 $134,754
F311 8 $139,471
F311 9 $144,352
F311 10 $149,405
F311 11 $153,886
F311 12 $158,504
F311 13 $163,259
F311 14 $168,156
F311 15 $173,201
Fire Step Plan - Alternate View
Police Sworn Step Plan - Alternate View
Sheriff Step Plan - Alternate View
