Initial Offers, Annual Raises, and Wage Scale. Section A. Initial Offer At the time of initial offer, employees in the unit will be placed into one of the four (4) categories described in Section B of this Article by People and Culture in consultation with the hiring supervisor.
Section B. Categories
1. Categories are defined as follows:
a. Category 1:
i. Years of relevant work experience: Assumed starting point for employees with less than five (5) years relevant work experience, unless CPD determines that demonstrated work performance and requirements of the role justify placement at Category 2.
ii. Definition:
1. Most work responsibilities are designed/delegated by others.
2. Generally operationalizes processes or strategies decided upon or reviewed and approved by their supervisor or other lead staff.
3. Often will be developing some specialized or role specific skills in key procedures or activities.
b. Category 2:
i. Years of relevant work experience: Generally six plus (6+) years relevant work experience
ii. Definition:
1. Portions of work responsibilities are designed and delegated by others; some are self-designed in line with team and organizational strategy.
2. Generally responds to and plugs into strategic work plans, budgetary decisions, and public-facing communications decided on by others, but also may contribute to the design of them with signoff from their supervisor or other lead staff.
Initial Offers, Annual Raises, and Wage Scale. Section 1. Initial Offer At the time of initial offer, employees in the unit will be placed into one of the four (4) categories described in Section 2 of this Article by the Director of HR in consultation with the hiring supervisor. All categories have a baseline salary and upper limits which set the allowed salary range at the time of offer. On a case by case basis, CPD and the Union may agree to waive the upper salary limit. The upper limit does not act as a salary cap during the course of employment (e.g. someone can receive raises throughout the course of employment which exceed the upper limit of the salary range). When someone transfers into a higher category, they do not need to start at the lowest salary band. The nature of the job should be considered. Within the initial offer salary range, CPD has discretion to grant increases as follows:
A. Standard Increases within a Category for Initial Offer:
i. Relevant Work Experience: $1,000 per year of relevant work experience over the base years expected for the category, up to $10,000.
ii. Geographic pay differential: A geographic pay differential to account for variations in the cost of living across work locations. Employees who live in cities which fall in the bottom third of metropolitan costs of living will receive no increase. Employees living in the middle third will receive $3,500 and those living in the top third will receive $7,000.
a. City listings are based on the Cost of Living Index listed on Xxxxxx.xxx or an alternative agreed upon by CPD and the Guild.
b. In the event that an employee moves from the city in which they received their offer to a less expensive one, they are entitled to keep the pay differential provided they have worked at CPD for at least twelve (12) months.
c. In the event that CPD requires an employee to move to a more expensive city for work-related purposes, or CPD has a strong interest (expressed officially through HR prior to the move) for the position to be based in the more expensive city such that CPD decides to apply the differential, the employee will receive the pay differential upon moving. Employee-initiated moves are not subject to the geographic differential.
