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Compensation (Basic and Supplemental)
Basic Compensation
- Basic compensation should also consider and be "benchmarked" to other jobs in the private sector that require similar skill, ability, responsibility, authority, training and certification.
- Compensation of 9-1-1/PSCC personnel must be adequate to recruit and retain qualified, long-term, career oriented personnel.
**Note - Basic compensation should not just be "benchmarked" with positions in other 9-1-1/PSCC. This historically has been the only type of "benchmark" utilized and because of its inadequacy has caused the 9-1-1/PSCC's to experience the same type of recruitment/retention problem, to the degree that inadequate compensation is one of the causes of the problem.
Supplemental Compensation
- Consider having higher rates of basic pay and overtime pay apply when working with less than pre-established staffing levels.
- Consider having additional rates of pay for employees who have volunteered to work on their days off.
- Consider additional compensation for employees who provide management directed training to other personnel.
- Consider additional compensation for personnel who achieve additional education credits.
- Consider additional compensation for employees who achieve certain professional public safety communications certifications, i.e. NCIC Teletype Operation, State level NCIC equivalent, EMD, Instructor, etc.
- Consider additional compensation for employees who possess or achieve additional language proficiencies.
- Consider additional compensation for personnel who work during non-traditional work hours, i.e. Evenings, Nights, Saturdays, Sundays, Holidays.
Job/Position Classification
Hiring Process (Recruitment, Testing and Selection)
Staffing / Recognition
Working Conditions / Retirement |
