Common use of Pay Plan Clause in Contracts

Pay Plan. 15.01 Advancement shall not be automatic but shall depend upon increased service value of an employee to the City as exemplified by the recommendations of the supervising official, length of service, performance record, special training undertaken or other pertinent evidence. No salary advancement shall be made so as to exceed the maximum rate established in the pay plan for the class to which the advanced employee’s position is allocated. The following is the basis of compensation for Employees on a five-step range. 15.01.1 Step “A” is the minimum rate for a position and shall be the hiring rate for said position. Initial appointment at a rate higher than step “A” may be made in the case of an unusually well qualified person or where other special conditions warrant, but only with the approval of the City Manager. 15.01.2 Step “B” represents an incentive adjustment. An employee shall be eligible for step “B” only after completion of one year from the date of employment on recommendation from the Department Head and approval of the City Manager. 15.01.3 Step “C” represents the rate at which a qualified and experienced employee should be paid after a reasonable period of service. An employee shall become eligible for step “C” only after he/she has proven himself/herself satisfactory in the given classification for a period of at least one year after completion of his/her probationary period, upon recommendation of the Department Head and approval of the City Manager. 15.01.4 Step “D” represents an incentive adjustment for satisfactory performance and increased effectiveness. An employee shall become eligible for step “D” after completion of one year at step “C” upon recommendation of the Department Head and approval of the City Manager. 15.01.5 Step “E” represents an incentive adjustment for increasingly satisfactory performance. An employee shall be eligible for step “E” after completion of one year at step “D” upon recommendation of the Department Head and approval of the City Manager. 15.01.6 A merit increase prior to the normal anniversary date may be granted to a Permanent Employee for outstanding performance or unusual employment conditions at any time, on the recommendation of the Department Head and the approval of the Human Resources Director or City Manager. 15.02 Performance Appraisal Review - Performance appraisals are an important personnel tool, and the City should endeavor to conduct them in a timely manner. 15.03 The City shall evaluate employees annually, (1) from their date of hire, or (2) the date they entered their class (when promoted or demoted the classification date shall supersede the hire date). In any case, an employee shall be evaluated at the completion of probation, be it initial, or as a result of promotion. If an employee does not receive a performance appraisal on the date it is due and is not at top step of the salary range for his/her classification, the Human Resources Department shall process the forms necessary to advance the employee to the next step in the pay range effective with the nearest full pay period to eligibility. The nearest full pay period is defined in Section 15.06. Supervisors must complete a Performance Appraisal Review (PAR) on a timely basis if they intend to withhold a step advancement for the employee. If a supervisor subsequently finds that the employee would have been entitled to a step increase (under this Section) as of that due date, the step increase shall become effective retroactively as of the due date of the performance appraisal. If an employee does not receive a performance appraisal within at least 30 working days after it is due, the employee shall have the right to file a grievance under Section 10 of this Understanding.

Pay Plan. 15.01 Advancement shall not be automatic automatic, but shall depend upon increased service value of an employee to the City as exemplified by the recommendations of the supervising official, length of service, performance record, special training undertaken or other pertinent evidence. No salary advancement shall be made so as to exceed the maximum rate established in the pay plan for the class to which the advanced employee’s position is allocated. The following is the basis of compensation for Employees on a five-step range. 15.01.1 Step “A” is the minimum rate for a position and shall be the hiring rate for said position. Initial appointment at a rate higher than step “A” may be made in the case of an unusually well qualified person or where other special conditions warrant, but only with the approval of the City Manager. 15.01.2 Step “B” represents an incentive adjustment. An employee shall be eligible for step “B” only after completion of one year from the date of employment on recommendation from the Department Head and approval of the City Manager. 15.01.3 Step “C” represents the rate at which a qualified and experienced employee should be paid after a reasonable period of service. An employee shall become eligible for step “C” only after he/she has proven himself/herself satisfactory in the given classification for a period of at least one year after completion of his/her probationary period, upon recommendation of the Department Head and approval of the City Manager. 15.01.4 Step “D” represents an incentive adjustment for satisfactory performance and increased effectiveness. An employee shall become eligible for step “D” after completion of one year at step “C” upon recommendation of the Department Head and approval of the City Manager. 15.01.5 Step “E” represents an incentive adjustment for increasingly satisfactory performance. An employee shall be eligible for step “E” after completion of one year at step “D” upon recommendation of the Department Head and approval of the City Manager. 15.01.6 A merit increase prior to the normal anniversary date may be granted to a Permanent Employee for outstanding performance or unusual employment conditions at any time, on the recommendation of the Department Head and the approval of the Human Resources Director or City Manager. 15.02 Performance Appraisal Review - Performance appraisals are an important personnel tool, and the City should endeavor to conduct them in a timely manner. 15.03 The City shall evaluate employees annually, (1) from their date of hire, or (2) the date they entered their class (when promoted or demoted the classification date shall supersede the hire date). In any case, an employee shall be evaluated at the completion of probation, be it initial, or as a result of promotion. If Effective January 1, 2007, if an employee does not receive a performance appraisal on the date it is due and is not at top step of the salary range for his/her classification, the Human Resources Department shall process the forms necessary to advance the employee to the next step in the pay range effective with the nearest full pay period to eligibility. The nearest full pay period is are defined in Section 15.06. Supervisors must complete a Performance Appraisal Review (PAR) on a timely basis if they intend to withhold a step advancement for the employee. If a supervisor subsequently finds that the employee would have been entitled to a step increase increased, (under this Section) as of that due date, the step increase shall become effective retroactively as of the due date of the performance appraisal. If an employee does not receive a performance appraisal within at least 30 working days after it is due, the employee shall have the right to file a grievance under Section 10 of this Understanding.

Pay Plan. 15.01 Advancement shall not be automatic automatic, but shall depend upon increased service value of an employee to the City as exemplified by the recommendations of the supervising official, length of service, performance record, special training undertaken or other pertinent evidence. No salary advancement shall be made so as to exceed the maximum rate established in the pay plan for the class to which the advanced employee’s position is allocated. The following is the basis of compensation for Employees on a five-step range. 15.01.1 Step “A” is the minimum rate for a position and shall be the hiring rate for said position. Initial appointment at a rate higher than step “A” may be made in the case of an unusually well qualified person or where other special conditions warrant, but only with the approval of the City Manager. 15.01.2 Step “B” represents an incentive adjustment. An employee shall be eligible for step “B” only after completion of one year from the date of employment on recommendation from the Department Head and approval of the City Manager. 15.01.3 Step “C” represents the rate at which a qualified and experienced employee should be paid after a reasonable period of service. An employee shall become eligible for step “C” only after he/she has proven himself/herself satisfactory in the given classification for a period of at least one year after completion of his/her probationary period, upon recommendation of the Department Head and approval of the City Manager. 15.01.4 Step “D” represents an incentive adjustment for satisfactory performance and increased effectiveness. An employee shall become eligible for step “D” after completion of one year at step “C” upon recommendation of the Department Head and approval of the City Manager. 15.01.5 Step “E” represents an incentive adjustment for increasingly satisfactory performance. An employee shall be eligible for step “E” after completion of one year at step “D” upon recommendation of the Department Head and approval of the City Manager. 15.01.6 A merit increase prior to the normal anniversary date may be granted to a Permanent Employee for outstanding performance or unusual employment conditions at any time, on the recommendation of the Department Head and the approval of the Human Resources Director or City Manager. 15.02 Performance Appraisal Review - Performance appraisals are an important personnel tool, and the City should endeavor to conduct them in a timely manner. 15.03 The City shall evaluate employees annually, (1) from their date of hire, or (2) the date they entered their class (when promoted or demoted the classification date shall supersede the hire date). In any case, an employee shall be evaluated at the completion of probation, be it initial, or as a result of promotion. If an employee does not receive a performance appraisal on the date it is due and is not at top step of the salary range for his/her classification, the Human Resources Department shall process the forms necessary to advance the employee to the next step in the pay range effective with the nearest full pay period to eligibility. The nearest full pay period is are defined in Section 15.06. Supervisors must complete a Performance Appraisal Review (PAR) on a timely basis if they intend to withhold a step advancement for the employee. If a supervisor subsequently finds that the employee would have been entitled to a step increase (under this Section) as of that due date, the step increase shall become effective retroactively as of the due date of the performance appraisal. If an employee does not receive a performance appraisal within at least 30 working days after it is due, the employee shall have the right to file a grievance under Section 10 of this Understanding.

Pay Plan. 15.01 Advancement 20.1 TI1e salary schedule shall not be automatic but adjusted as follows: January 1, 2016 - 2% general adjustment B) January 1, 2017 - 2.25% general adjustment C) January 1, 2018 - 2.5% general adjustment Step increases will occur on the anniversary date ofthe employee. The County agrees that should there be another union settlement in which the general adjustment is higher than for this union, that employees ofthis union will also receive the same. 20.2 Any employee promoted shall depend upon increased service value of an employee be moved to the City as exemplified lowest step on the new range that is at least 6% above the range from which promoted. Movement on the new ranges shall be annual from the date ofpromotion. A promotion will be considered to have occurred when an individual moves from one grade classification to a higher classification. 20.3 Any employee who either elects to be demoted or is demoted for disciplinary reasons will revert to the top step ofthe demoted range provided that the individual has been employed Jong enough to have reached that step. Ifthey have not, the individual will be paid at the step ofthe demoted range appropriate to their years ofservice. 20.4 Step increases may be denied by the recommendations of employer for cause. Ifdenied, the supervising official, length of service, performance record, special training undertaken or other pertinent evidence. No salary advancement shall be made so as to exceed the maximum rate established in the pay plan for the class to which the advanced employee’s position is allocated. The following is the basis of compensation for Employees on a five-step range. 15.01.1 Step “A” is the minimum rate for a position and shall be the hiring rate for said position. Initial appointment at a rate higher than step “A” may be made in the case of an unusually well qualified person or where other special conditions warrant, but only with the approval of the City Manager. 15.01.2 Step “B” represents an incentive adjustment. An affected employee shall be eligible for step “B” only after completion of one year from the date of employment on recommendation from the Department Head and approval of the City Manager. 15.01.3 Step “C” represents the rate at which a qualified and experienced employee should be paid after a reasonable period of service. An employee shall become eligible for step “C” only after he/she has proven himself/herself satisfactory in the given classification for a period of at notified ofthe reasons thereofat least one year after completion of his/her probationary period, upon recommendation of the Department Head and approval of the City Manager. 15.01.4 Step “D” represents an incentive adjustment for satisfactory performance and increased effectiveness. An employee shall become eligible for step “D” after completion of one year at step “C” upon recommendation of the Department Head and approval of the City Manager. 15.01.5 Step “E” represents an incentive adjustment for increasingly satisfactory performance. An employee shall be eligible for step “E” after completion of one year at step “D” upon recommendation of the Department Head and approval of the City Manager. 15.01.6 A merit increase ten (10) days prior to the normal appropriate anniversary date may be granted date, and grievance procedures shall apply ifhe/she contends that the reasons for denial are insufficient. 20.5 Should any bargaining unit negotiate higher general adjustment and insurance benefits, "me too" Jangnage would apply. 20.6 The Employer and Union have discovered that from time to time, payroll disbursements have been in error and that correcting payroll errors is important. The Employer and Union have established a uniform payroll correction procedure to promptly correct any inaccurate payroll distributions. Each employee will repay the County for any excess payroll disbursement issued to them. The Employee and Employer will mutually agree to a Permanent Employee for outstanding performance or unusual employment conditions at any timepayment plan within sixty (60) calendar days ofdiscovery ofsuch error. Ifthere is not mutual agreement to a payment plan within sixty (60) calendar days, the amount will be payroll deducted on the recommendation of the Department Head and the approval of the Human Resources Director next payroll. The County will pay each employee any deficient payroll disbursements withheld or City Manager. 15.02 Performance Appraisal Review - Performance appraisals are an important personnel tool, and the City should endeavor due to conduct them in a timely manner. 15.03 The City shall evaluate employees annually, (1) from their date of hire, or (2) the date they entered their class (when promoted or demoted the classification date shall supersede the hire date). In any case, an that employee shall be evaluated at the completion of probation, be it initial, or as a result of promotion. If an employee does not receive a performance appraisal part ofthe payroll disbursements on the date it is due and is not at top step of next scheduled payroll based on the salary range for his/her classification, the Human Resources Department shall process the forms necessary to advance the employee to the next step in the pay range effective with the nearest full pay period to eligibility. The nearest full pay period is defined in Section 15.06. Supervisors must complete a Performance Appraisal Review (PAR) on a timely basis if they intend to withhold a step advancement for the employee. If a supervisor subsequently finds that the employee would have been entitled to a step increase (under this Section) as of that due date, the step increase shall become effective retroactively as of the due date of the performance appraisal. If an employee does not receive a performance appraisal within at least 30 working days after it is due, the employee shall have the right to file a grievance under Section 10 of this Understandingposted payroll schedule.

Pay Plan. 15.01 Advancement shall not be automatic but shall depend upon increased service value of an employee to A. Placement in the City as exemplified by the recommendations of the supervising official, length of service, performance record, special training undertaken or other pertinent evidencePay Plan 1. No salary advancement New Firefighter/Paramedics and new Firefighter/EMTs shall be made so as to exceed the maximum rate established placed in the pay plan for at step 1 and in the class to classification in which the advanced employee’s position is allocated. The following is the basis of compensation for Employees on a five-step rangethey were hired. 15.01.1 Step “A” is the minimum rate for a position and shall be the hiring rate for said position2. Initial appointment at a rate higher than step “A” may be made in the case of an unusually well qualified person or where other special conditions warrant, but only with the approval of the City Manager. 15.01.2 Step “B” represents an incentive adjustment. An employee shall be eligible for step “B” only after completion of one year from the date of employment on recommendation from the Department Head and approval of the City Manager. 15.01.3 Step “C” represents the rate at which a qualified and experienced employee should be paid after a reasonable period of service. An employee shall become eligible for step “C” only after he/she has proven himself/herself satisfactory in the given classification for a period of at least one year after completion of his/her probationary period, upon recommendation of the Department Head and approval of the City Manager. 15.01.4 Step “D” represents an incentive adjustment for satisfactory performance and increased effectiveness. An employee shall become eligible for step “D” after completion of one year at step “C” upon recommendation of the Department Head and approval of the City Manager. 15.01.5 Step “E” represents an incentive adjustment for increasingly satisfactory performance. An employee shall be eligible for step “E” after completion of one year at step “D” upon recommendation of the Department Head and approval of the City Manager. 15.01.6 A merit increase prior to the normal anniversary date may be granted to a Permanent Employee for outstanding performance or unusual employment conditions at any time, on the recommendation of the Department Head and the approval of the Human Resources Director or City Manager. 15.02 Performance Appraisal Review - Performance appraisals are an important personnel tool, and the City should endeavor to conduct them in a timely manner. 15.03 The City shall evaluate All employees annually, (1) from their date of hire, or (2) the date they entered their class (when promoted or demoted the classification date shall supersede the hire date). In any case, an employee shall be evaluated at the completion of probation, be it initial, or as a result of promotion. If an employee does not receive a performance appraisal on promotion shall be placed in the date it is due and is not at top step of the salary range for his/her classification, the Human Resources Department shall process the forms necessary to advance the employee to the next same step in the pay range effective with new classification as the nearest full pay period to eligibilitystep he or she is in, in their current position. The nearest full pay period They shall maintain their current anniversary date for step advancement. B. Acting Time 1. When an employee is defined assigned in Section 15.06. Supervisors must complete a Performance Appraisal Review (PAR) on a timely basis if they intend to withhold a step advancement for the employee. If a supervisor subsequently finds that the employee would have been entitled an Acting capacity to a step increase (under this Section) as of that due date, the step increase shall become effective retroactively as of the due date of the performance appraisal. If an employee does not receive a performance appraisal within at least 30 working days after it is duehigher position, the employee shall be paid an additional pay above the employee’s regular shift rate of pay for all hours actually worked in that position. Acting pay shall be paid as wages during the pay period they are actually earned. a. A Firefighter Paramedic/EMT acting as a Driver Engineer Paramedic/EMT will be paid 7.5% above their regular shift rate of pay. b. A Firefighter PM/EMT or Driver Engineer PM/EMT acting as a Lieutenant Xxxxxxxxx/EMT shall be paid 7.5% above their regular shift rate of pay. c. A Lieutenant Xxxxxxxxx/EMT acting as a District Chief Paramedic/EMT shall be paid 10.0% above their regular shift rate of pay. 2. Employees shall be selected for Acting time based on qualifications unless paragraph 3 below applies. The employee with the greatest seniority in the station in which the Acting time exists shall be given preference. The least senior qualified employee shall fill the position if declined by senior qualified employees. Should more than one employee have the right same department seniority, time in grade shall prevail. The Employer may move employees from one station to file another (on the shift in which the Acting time exists) to maintain staffing levels or when a grievance under Section 10 of qualified employee is unavailable in the station needing the Acting position. Changes may be made by the Division Chief as needed. 3. Any acting position that is anticipated to extend for 30 calendar days or more (excluding regularly scheduled vacations) shall be offered to the highest rated employee on the applicable promotional list. Should that employee decline the position then it shall be offered to the second highest rated and so on. If there is no current promotional list it shall be offered to the most senior qualified employee, then the next senior and so on. Should no employee agree to accept the position then the least senior qualified employee shall be assigned to the acting position. "Qualified Employee" is defined for this Understandingarticle as meeting acting qualifications for the position as defined in department SOP. Such assignments shall not cause any previously scheduled vacation time for the employee filling an acting position to be altered.

Pay Plan. 15.01 Advancement shall not be automatic but shall depend upon increased service value Section A. The Pay Plan provided for in this Agreement is contained on Appendix C attached hereto and hereby made a part of an this Agreement. Section B. Except for employees at or above the top of their range, each employee to the City as exemplified by the recommendations of the supervising official, length of service, performance record, special training undertaken or other pertinent evidence. No salary advancement shall be made so as to exceed the maximum rate established in the pay plan considered for the class to which the advanced employee’s position is allocated. The following is the basis of compensation for Employees on a fiveone-step range. 15.01.1 Step “A” is the minimum rate for a position merit increase on his or her anniversary date of employment and shall be granted such merit increase, unless he or she should be denied his or her merit increase for good and sufficient reasons for which the hiring rate employee has been given specific written notice of at least thirty (30) days prior to his or her anniversary date. The Employer will also discuss reason for said positiondenial verbally with the employee. Initial appointment at a rate higher than step “A” may be made in The Employer shall notify the case Union of an unusually well qualified person or where other special conditions warrantthe fact that the employee is being denied the merit increase, but only with need not outline to the approval Union specific reasons for this denial. The employee shall have right of appeal through the City Managernormal Grievance Procedure, based on any specific reasons for the denial as outlined to him or her by the Employer. 15.01.2 Step “B” represents an incentive adjustment. An employee Section C. During the term of this Agreement, new employees shall be eligible for step “B” only increase consideration twelve (12) months after completion of one year from the date of employment on recommendation from the Department Head and approval of the City Manager. 15.01.3 Step “C” represents the rate at which employment. A regular employee who is promoted to a qualified and experienced employee should be paid after a reasonable period of service. An employee shall become eligible for step “C” only after he/she has proven himself/herself satisfactory in the given higher classification for a period of at least one year after completion of his/her probationary period, upon recommendation of the Department Head and approval of the City Manager. 15.01.4 Step “D” represents an incentive adjustment for satisfactory performance and increased effectiveness. An employee shall become eligible for step “D” after completion of one year at step “C” upon recommendation of the Department Head and approval of the City Manager. 15.01.5 Step “E” represents an incentive adjustment for increasingly satisfactory performance. An employee shall be eligible for placed at the next higher dollar step “E” after completion of one year at step “D” upon recommendation of the Department Head and approval of the City Manager. 15.01.6 A merit increase prior to the normal anniversary date may be granted to a Permanent Employee for outstanding performance or unusual employment conditions at any time2.75% above their current salary, whichever is higher, on the recommendation of range to which promoted, subject to the Department Head and the approval of the Human Resources Director or City Manager. 15.02 Performance Appraisal Review - Performance appraisals are an important personnel tool, and the City should endeavor to conduct them in a timely manner. 15.03 The City shall evaluate employees annually, (1) from their date of hire, or (2) the date they entered their class (when promoted or demoted the classification date shall supersede the hire date). In any case, an employee shall be evaluated at the completion of probation, be it initial, or as a result of promotion. If an employee does not receive a performance appraisal on the date it is due and is not at top step of the salary range for his/her classificationrange. In the event the new pay rate associated with the promotion places the employee between steps, the Human Resources Department shall process the forms necessary to advance the employee will receive a pay increase up to the next step in on their Section D. A regular employee who is re-evaluated to a higher classification shall be placed at the next higher dollar step on the range to which re-evaluated, or 2.75% above their current salary, whichever is higher, subject to the top step of the range. In the event the new pay range effective rate associated with the nearest full pay period to eligibility. The nearest full pay period is defined in Section 15.06. Supervisors must complete a Performance Appraisal Review (PAR) on a timely basis if they intend to withhold a step advancement for the employee. If a supervisor subsequently finds that re-evaluation places the employee would have been entitled to a step increase (under this Section) as of that due date, the step increase shall become effective retroactively as of the due date of the performance appraisal. If an employee does not receive a performance appraisal within at least 30 working days after it is duebetween steps, the employee shall have will receive a pay increase up to the right to file a grievance under Section 10 next step on their next anniversary date. For purposes of this Understandingsection the employee’s anniversary date will not change and will be maintained as the anniversary date prior to the re-evaluation. The effective date shall be the date a fully completed re-evaluation request is accepted by the Human Resource Director. Section E. In the event of voluntary or involuntary demotions, the following pay agreements shall apply: