Common use of Career Plan Clause in Contracts

Career Plan. Employees shall participate in a step plan which shall be known as the "Career Plan." Effective as provided herein, all employees shall be compensated in accordance with the pay plan attached as Appendix A. All employees shall progress, when eligible, on the pay plan. A. Salary increase shall occur as follows: (1) A 5.00% increase for all employees at each step of Appendix A effective October 1, 2021; (2) A 4.75% increase for all employees at each step of Appendix A effective October 1, 2022; (3) A 4.50% increase for all employees at each step of Appendix A effective October 1, 2023. (a) The City appreciates the extraordinary public safety efforts the men and women of the FOP performed and continue to perform during the COVID-19 pandemic. The City further acknowledges the dangers and personal risks these employees are exposed to daily. In recognition of this, (4) Employees in the classification of Corrections Recruit shall be hired and compensated at 95% of the Step 1 of Appendix A for the duration of being classified as a Corrections Recruit. Upon successful completion of the field training program, a Corrections Recruit shall advance to Corrections Officer, with a twelve (12) month probationary status and shall be compensated thereafter pursuant to their continuous service time as of their Corrections Recruit date of hire pursuant to Appendix A. B. Advancement Within the Career Plan: (1) The employee can perform the essential functions of his/her Corrections Classification: (a) Step advancement shall not be delayed for an employee who cannot pass the physical ability test due to an injury in the line of duty, so long as the employee has not yet reached Maximum Medical Improvement (MMI). Once the employee has reached MMI, he/she shall be required to take and pass the physical ability test on the same basis as other employees in order to return to full duty.

Career Plan. Employees shall participate in a step plan which shall be known as the "Career Plan." Effective as provided herein, all employees shall be compensated in accordance with the pay plan attached as Appendix A. All employees shall progress, when eligible, on the pay plan. A. Salary increase shall occur as follows: (1) A 5.006.5% increase for all employees at each step of Appendix A effective October 1, 20212017; (2) A 4.759% increase for all employees at each step of Appendix A effective October 1, 20222018; (3) A 4.509.5% increase for all employees at each step of Appendix A effective October 1, 20232019. (a) The City appreciates the extraordinary public safety efforts the men and women of the FOP performed and continue to perform during the COVID-19 pandemic. The City further acknowledges the dangers and personal risks these employees are exposed to daily. In recognition of this, (4) Employees in the classification of Corrections Recruit shall be hired and compensated at 95% of the Step 1 of Appendix A for the duration of being classified as a Corrections Recruit. Upon successful completion of the field training program, a Corrections Recruit shall advance to Corrections Officer, with a twelve (12) month probationary status and shall be compensated thereafter pursuant to their continuous service time as of their Corrections Recruit date of hire pursuant to Appendix A. B. Advancement Within the Career Plan: (1) The employee can perform the essential functions of his/her Corrections Classification: (a) Step advancement shall not be delayed for an employee who cannot pass the physical ability test due to an injury in the line of duty, so long as the employee has not yet reached Maximum Medical Improvement (MMI). Once the employee has reached MMI, he/she shall be required to take and pass the physical ability test on the same basis as other employees in order to return to full duty. (b) Employees who do not successfully pass the physical ability test after one (1) year and who have had reasonable opportunity to pass the test, who are (2) The employee’s performance has been satisfactory for the preceding year. If the employee's performance has not been satisfactory, step advancement may be delayed for a period of six (6) months after which the employee's performance will be re-evaluated. If the employee's performance has not improved to an acceptable level, the step increase can be delayed six (6) additional months for re-evaluation. (3) When an employee’s step advancement is delayed, he/she will be given written notice of the reason for the delay. An employee who does not agree may appeal the delay through the grievance procedure beginning at Step II. Alternatively, they may file a grievance with the Civil Service Board. (4) When the Employer determines that an employee whose step advancement was delayed pursuant to these provisions, is now eligible to receive that advancement, he/she will be placed on the salary step appropriate for his/her years of service, even if this would result in skipping one or more steps in the Career Plan. (5) All recommendations for salary advancement within grade shall bear the approval and recommendation of the employee's activity supervisor and commanding officer. (6) For purposes of determining step eligibility and progression through the pay plan, employees eligible to participate in the Career Plan shall have their time service calculated as set forth in 12.1(a) through (c). This time service calculation does not affect eligibility for promotion or seniority credits for ranking on eligibility lists. (a) Employees who were hired before August 15, 1989, shall have their time of service calculated from the time they became employed with the City of Jacksonville/Xxxxx County. (b) Employees hired between August 15, 1989 and June 3, 2002, shall have their time of service calculated from the time they entered service as a Corrections Officer with the Office of the Sheriff. (c) Employees hired on or after June 4, 2002 shall have their time of service calculated from the time they (7) Advancement within the Career Plan as specified in the above procedures shall require continuous, satisfactory service with the Office of the Sheriff.

Career Plan. Employees shall participate in a step plan which shall be known as the "Career Plan." Effective as provided herein, all employees shall be compensated in accordance with the pay plan attached as Appendix A. All employees shall progress, when eligible, on the pay plan. A. Salary increase decrease shall occur as follows: (1) A 5.003% increase for salary decrease of all employees at each step of Appendix A effective October on January 1, 20212012; (2) A 4.750% increase for all employees salary change at each step of Appendix A effective on October 1, 20222012; (3) A 4.500% increase for all employees salary change at each step of Appendix A effective on October 1, 20232013. (a) The City appreciates the extraordinary public safety efforts the men and women of the FOP performed and continue to perform during the COVID-19 pandemic. The City further acknowledges the dangers and personal risks these employees are exposed to daily. In recognition of this, (4) Employees in the classification of Corrections Recruit Recruits shall be hired and compensated at 95% of the rate established for Corrections Officer at Step 1 of Appendix A for the duration of being classified as a Corrections RecruitOne. Upon successful completion of the field training program, a Corrections Recruit shall advance to Corrections Officer, with a twelve (12) month probationary status and shall be compensated thereafter pursuant to their continuous service time as of their Corrections Recruit date of hire pursuant to Appendix A.status. B. Advancement Within the Career Plan: (1) The employee can perform the essential functions of his/her Corrections Classification: (a) Step advancement shall not be delayed for an employee who cannot pass the physical ability test due to an injury in the line of duty, so long as the employee has not yet reached Maximum Medical Improvement (MMI). Once the employee has reached MMI, he/she shall be required to take and pass the physical ability test on the same basis as other employees in order to return to full duty. (b) Employees who do not successfully pass the physical ability test after one (1) year and who have had reasonable opportunity to pass the test, who are otherwise determined to be unfit for duty, may be removed from corrections positions. (2) The employee’s performance has been satisfactory for the preceding year. If the employee's performance has not been satisfactory, step advancement may be delayed for a period of six (6) months after which the employee's performance will be re-evaluated. If the employee's performance has not improved to an acceptable level, the step increase can be delayed six (6) additional months for re-evaluation. (3) When an employee’s step advancement is delayed, he/she will be given written notice of the reason for the delay. An employee who does not agree may appeal the delay through the grievance procedure beginning at Step II. Alternatively, they may file a grievance with the Civil Service Board. (4) When the Employer determines that an employee whose step advancement was delayed pursuant to these provisions, is now eligible to receive that advancement, he/she will be placed on the salary step appropriate for his/her years of service, even if this would result in skipping one or more steps in the Career Plan. (5) All recommendations for salary advancement within grade shall bear the approval and recommendation of the employee's activity supervisor and commanding officer. (6) For purposes of determining step eligibility and progression through the pay plan, employees eligible to participate in the Career Plan shall have their time service calculated as set forth in 12.1(a) through (c). This time service calculation does not affect eligibility for promotion or seniority credits for ranking on eligibility lists. (a) Employees who were hired before August 15, 1989, shall have their time of service calculated from the time they became employed with the City of Jacksonville/Xxxxx County. (b) Employees hired between August 15, 1989 and June 3, 2002, shall have their time of service calculated from the time they entered service as a Corrections Officer with the Office of the Sheriff. (c) Employees hired on or after June 4, 2002 shall have their time of service calculated from the time they entered service as a Corrections Recruit with the Office of the Sheriff. Each current employee in this situation will move to the appropriate step based on date of service as a Corrections Recruit on the date of his/her next regularly-scheduled step advancement following Council approval of this Agreement. The timing of all subsequent step movement will be based on service as a Corrections Recruit. There shall be no retroactive payments to employees as a result of this provision. (7) Advancement within the Career Plan as specified in the above procedures shall require continuous, satisfactory service with the Office of the Sheriff.

Career Plan. Employees shall participate in a step plan which shall be known as the "Career Plan." Effective as provided herein, all employees shall be compensated in accordance with the pay plan attached as Appendix A. A, which includes a seventeen and one half percent (17.5%) differential between the pay ranks for officers and sergeants, sergeants and lieutenants, and between lieutenants and captains. All employees shall progress, when eligible, on the pay plan. A. Salary increase decrease shall occur as follows: (1) A 5.003% increase for salary decrease of all employees at each step of Appendix A effective October on January 1, 20212012; (2) A 4.750% increase for all employees salary change at each step of Appendix A effective on October 1, 20222012; (3) A 4.500% increase for all employees salary change at each step of Appendix A effective on October 1, 20232013. (a) The City appreciates the extraordinary public safety efforts the men and women of the FOP performed and continue to perform during the COVID-19 pandemic. The City further acknowledges the dangers and personal risks these employees are exposed to daily. In recognition of this, (4) Employees in the classification of Corrections Recruit shall be hired and compensated at 95% of the Step 1 of Appendix A for the duration of being classified as a Corrections Recruit. Upon successful completion of the field training program, a Corrections Recruit shall advance to Corrections Officer, with a twelve (12) month probationary status and shall be compensated thereafter pursuant to their continuous service time as of their Corrections Recruit date of hire pursuant to Appendix A. B. Advancement Within the Career Plan: (1) The employee can perform the essential functions of his/her Corrections Classification: (a) Step advancement shall not be delayed for an employee who cannot pass the physical ability test due to an injury in the line of duty, so long as the employee has not yet reached Maximum Medical Improvement (MMI). Once the employee has reached MMI, he/she shall be required to take and pass the physical ability test on the same basis as other employees in order to return to full duty. (b) Employees who do not successfully pass the physical ability test after one (1) year and who have had reasonable opportunity to pass the test, or who are otherwise determined to be unfit for duty, may be removed from corrections positions. (2) The employee’s performance has been satisfactory for the preceding year. If the employee's performance has not been satisfactory, step advancement may be delayed for a period of six (6) months after which the employee's performance will be re-evaluated. If the employee's performance has not improved to an acceptable level, the step increase can be delayed six (6) additional months for re-evaluation. (3) When an employee’s step advancement is delayed, he/she will be given written notice of the reason for the delay. An employee who does not agree may appeal the delay through the grievance procedure beginning at Step II. Alternatively, the employee may file a grievance with the Civil Service Board. (4) When the Employer determines that an employee whose step advancement was delayed pursuant to these provisions, is now eligible to receive that advancement, he/she will be placed on the salary step appropriate for his/her years of service, even if this would result in skipping one or more steps in the Career Plan. (5) All recommendations for salary advancement within grade shall bear the approval and recommendation of the employee's activity supervisor and commanding officer. (6) For purposes of determining step eligibility and progression through the pay plan, employees eligible to participate in the Career Plan shall have their time service calculated as set forth in 12.1(a) through (c). This time service calculation does not affect eligibility for promotion or seniority credits for ranking on eligibility lists. (a) Employees who were hired before August 15, 1989 shall have their time of service calculated from the time they became employed with the City of Jacksonville/Xxxxx County. (b) Employees hired between August 15, 1989 and June 3, 2002, shall have their time of service calculated from the time they entered service as a Corrections Officer with the Office of the Sheriff. (c) Employees hired on or after June 4, 2002 shall have their time of service calculated from the time they entered service as a Corrections Recruit with the Office of the Sheriff. Each current employee in this situation will move to the appropriate step based on date of service as a Corrections Recruit on the date of his/her next regularly scheduled step advancement following Council approval of this Agreement. The timing of all subsequent step movement will be based on service as a Corrections Recruit. There shall be no retroactive payments to employees as a result of this provision. (7) Advancement within the Career Plan as specified in the above procedures shall require continuous, satisfactory service with the Office of the Sheriff.