Salary Administration

The salary administration program at WVEMS was created to achieve consistent pay practices, comply with federal and state laws, mirror our commitment to Equal Employment Opportunity, and offer competitive salaries within our labor market. Because recruiting and retaining talented employees is critical to our success, WVEMS is committed to paying its employees equitable wages that reflect the requirements and responsibilities of their positions and are comparable to the pay received by similarly situated employees in other similar organizations.

Each year, the pay plan may be adjusted to reflect changes in the cost of living. The Council may also offer merit increases. Merit-based pay increases may be awarded in for superior employee performance documented by the performance evaluation process. Merit increases are based on a percentage of the midpoint of the pay grade to which your position is assigned.

Salary adjustments (both merit and COLA) are usually implemented as of the first payday after July 1 of each year. However, adjustments may be implemented at other times. Each new employee's anniversary date is adjusted to the beginning of the first pay period of the month in which the employee began his employment with the Council.

Compensation for every position is determined by several factors, including the essential duties and responsibilities of the job, and salary survey data on pay practices of other comparable employers. WVEMS periodically reviews its salary administration program and restructures it as necessary.

Employees should bring their pay-related questions or concerns to the attention of their immediate supervisors, who are responsible for the fair administration of departmental pay practices. The Executive Director is also available to answer specific questions about the salary administration program.

Policy No.  2.12  Issued  1/1/2019  Applicable  12/13/2018