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Authorizing Changes to the Compensation and Position Management Policy Within the Kane County Personnel Policy Handbook
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WHEREAS, on December 12, 2023, the Kane County Board approved resolution 23-541 creating the Compensation and Position Management Policy for all regular, full-time and part-time employees under the jurisdiction of the County Board not covered by a collective bargaining agreement, statute, ordinance, or employment contract; and
WHEREAS, the Compensation and Position Management Policy, Section J requires Committee and Board approval for reclassifications and reorganizations of positions covered by the policy; and
WHEREAS, in order to promote and expedite reorganizations that reduce the overall cost of doing business, it is in the best interests of the County that the policy be modified to permit reorganizations that reduce the overall personnel costs without a reduction of services upon the agreement of the Department Head and the Executive Director of Human Resources.
NOW, THEREFORE, BE IT RESOLVED by the Kane County Board that the Compensation and Position Management Policy, Section J within the Kane County Personnel Policy Handbook be revised as follows (underline indicates insertion of text and strikethrough indicates deletion of text):
J. Reclassification and Reorganization: Reclassification occurs when an existing, occupied position is re-evaluated based on a change of internal or external circumstances. Reorganization occurs when multiple positions, occupied or vacant, are reevaluated in response to a shifting of duties or change in the organizational structure. A reclassification may occur as a part of a reorganization or independently.
1. A position that is reevaluated (following the job evaluation protocol as established in Section A) and moves into a higher salary grade will be considered a promotion and normally results in a salary increase not to exceed 6% of the employee’s current salary. If the minimum of the new salary range is higher than the proposed promotional increase, the employee shall be moved to the new minimum of the salary range.
2. A position that is reevaluated (following the job evaluation protocol as established in Section A) and moved into a lower salary grade will not be considered a demotion, but the incumbent employee’s salary will be limited by the salary range of that grade.
3. In accordance with established practice, all requests for position reclassifications and reorganizations (following the job evaluation protocol as established in Section A) should be planned for and submitted to the Executive Director of Human Resources Management and the Executive Director of the Finance Department during the budget process. Mid-year requests for reclassifications must follow the following the job evaluation protocol as established in Section A and reorganization will be evaluated on a case-by-case basis. and any resulting reclassifications must be approved by the Human Services Committee, The Finance and Budget Committee, Executive Committee, and the County Board. Priority will be given to requests that respond to a change in mandated services and/or reduce the overall cost of doing business.
4. Reclassification or reorganization that ensures continued service at the same level but results in an overall reduction in personnel expenses can be made with the agreement of the department head that manages the positions and the Executive Director of Human Resources.
5. Reclassification or reorganization that reduces services and/or increases the overall personnel expenses must be approved by the standing committee to which the department reports, the Human Services Committee, the Finance and Budget Committee, Executive Committee, and the County Board.
Passed by the Kane County Board on June 10, 2025.
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John A. Cunningham, MBA, JD, JD Corinne M. Pierog MA, MBA
Clerk, County Board Chairman, County Board
Kane County, Illinois Kane County, Illinois
Vote: