Position Classification and Compensation
Total compensation is a combination of salary and benefits.
Compensation Philosophy - Benton County’s Total Compensation Philosophy is to attract, motivate, and retain quality employees who support the County’s mission of providing high-quality, cost-effective public services. We believe in a fair, transparent, performance-based approach to compensation. Our goal is to compete in comparable markets for high performing employees and recognize that public service has rewards beyond a base salary. We strive to provide employees with competitive compensation, benefits, and retirement programs that are fiscally responsible, sustainable, and reflect current market practices. Our employees enjoy a superior work culture, career development, growth opportunities, and the satisfaction of serving the public.
Below are the salary schedules for Benton County positions providing the salary information for represented and non-represented.
Minimum Salary: Represents the lowest amount a new employee would earn while learning the job.
Midpoint Salary: Represents the targeted level of pay for a competent, seasoned performer.
Maximum Salary: Represents the highest amount a highly experienced employee who consistently exceeds job requirements would earn.
The purpose of the classification system is to provide a structure that groups related position into a common classification and establishes a consistent and uniform system for classifying positions. The focus of the county's classification system is decision based and evaluates jobs according to job duties, decision-making requirements, responsibilities, impacts, working conditions, etc. of each position.
The classification system is intended to provide consistent entry qualifications and a structure for equitable compensation of similar work.
The county has divided jobs in to 8 major occupational groups.
- Management & Executive
- Clerical & Administrative
- Maintenance & Operations
- Clinical Health
- Information Technology
- Business & Financial
Classification Series and Classifications
The 8 major occupational groups are broken down to 20 classification series and 65 individual classifications.
- Administrative Assistant 1-3
- Administrative Specialist 1-3
- Business Specialist 1-3
- Business Analyst 1-3
- Health Care Technician 1-4
- Health Care Professional 1-6
- Information Technology Specialist 1-3
- Information Technology Analyst 1-3
- Paralegal 1-2
- Deputy District Attorney 1-3
- Maintenance & Operations Assistant 1-2
- Maintenance & Operations Specialist 1-5
- Program Specialist 1-3
- Program Coordinator 1-3
- Technical Specialist 1-5
- Technical Analyst 1-3
- Supervisor (management) 1-2
- Program Manager (management) 1-5
- Director (management) 1-5
- Administrator (management) 1-3
Classification, Working Title, Representation, Pay Grade for Sheriff's Office Deputies below.
|Job Family||Working Title||Representation||Pay Grade|
|Animal Control Deputy||Animal Control Program Manager||BCDSA||120d|
|Deputy A (DPSST Basic Certification)||Corrections Deputy||BCDSA||160d|
|Parole & Probation Officer||BCDSA||160d|
|Deputy B (DPSST Intermidate Certification)||Corrections Deputy||BCDSA||165d|
|Parole & Probation Officer||BCDSA||165d|
|Deputy C (DPSST Advanced Certification)||Corrections Deputy||BCDSA||170d|
|Law Enforcement Deputy||BCDSA||170d|
|Parole & Probation Officer||BCDSA||170d|
|Corporal C||Deputy Corporal||BCDSA||190d|
|Sergeant||Training & Recruitment Sergeant||Non-represented||C45|
|Law Enforcement Sergeant||Non-represented||C45|
|Parole & Probation Sergeant||Non-represented||C45|
|Captain||Law Enforcement Captain||Non-represented||D71|
|Parole & Probation Captain||Non-represented||D71|