Pay Scale. The City and the PBA recognize that effective recruitment and retention of qualified individuals to perform bargaining unit work requires that bargaining unit members be compensated in a competitive manner. Both parties agree that the City Commission, after consideration of recommendations made by the City Manager, shall have final authority on all budget proposals as part of the budget approval process. There shall be a minimum and maximum pay rate for each position within the bargaining unit. The pay rate schedule shall be maintained by the Human Resources Director.
Pay Scale. The pay scale for Teacher classifications shall be the three (3) level, thirteen
Pay Scale. A. The pay scale for Teacher classifications shall be the three (3) levels, thirteen (13) steps per level scale attached hereto:
1. Level 1 shall apply to those teachers who do not hold a Masters degree.
2. Level 2 shall apply to those teachers who hold a Masters degree but do not hold an additional thirty (30) transcripted credit hours awarded by accredited colleges or universities.
3. Level 3 shall apply to those teachers who hold a Masters degree plus thirty (30) transcripted credit hours awarded by accredited colleges or universities.
B. Each level shall include steps 1 through 13, as described on current teacher pay scales, as follows:
1. Each employee shall be eligible for an annual step increase to steps 2 through 10 in accordance with existing salary schedule progression procedures and practices on the employee’s anniversary date.
2. Each employee on step 10, step 11 or step 12 shall be eligible for a step increase in accordance with existing salary schedule progression procedures and practices on the employee’s second anniversary date after reaching step 10, step 11, or step 12.
Pay Scale. Employees hired through the lateral transfer process will be assigned their pay step based upon the amount of service credit they have been awarded. Once hired, new employees will progress through pay steps in accordance with this agreement.
Pay Scale. There shall be three pay scales. The first is a 3-Step Pay Scale for Deputy Prosecutor 1. The second shall be a 14-Step Pay Scale for Deputy Prosecutor 2. The third shall be a 15-Step Pay Scale for Deputy Prosecutor 3.
Pay Scale. The City and the PBA recognize that effective recruitment and retention of qualified individuals to perform bargaining unit work requires that bargaining unit employees be compensated in a competitive manner. Both parties agree that the City Commission, after consideration of recommendations made by the City Manager, shall have final authority on all budget proposals as part of the budget approval process. There shall be a minimum and maximum base pay rate for each position within the bargaining unit, as follows:
A. Fiscal Year 2013-2014: $104,665.60 - $118,289.60 annualized B. Fiscal Year 2014-2015 $106,766.40 - $118,289.60 annualized C. Fiscal Year 2015-2016: $108,908.80 - $118,289.60 annualized
Pay Scale. The following pay scales represent base pay only and do not include additional shift or assignment pay for which employees may be eligible.
Pay Scale a. The pay scale for Employee shall include four (4) new steps to the Salary Range (A, B, C, D), as reflected in Exhibit A. Employee will be placed at Step C in the new Salary Range effective May 16, 2020. The Fire Chief, with Employee’s input, shall develop a performance work plan to include performance objectives, educational accomplishments, and relative certification achievements that will relate to advancement in the adopted Salary Range for the position.
Pay Scale. As per Appendix 2 Education & Specialized Knowledge: Experience: Typical Duties: Equipment List (MO7): Provisos:
Pay Scale. Effective July 1, 2017, employees shall receive an annual Cost of Living Allowance (“COLA”) increase based on the San Francisco-Oakland-San Xxxx Consumer Price Index for all Urban Consumers (“CPI”) using the CPI annual average for the calendar year immediately preceding the commencement of the District’s fiscal year. The minimum COLA increase shall be 2.5% and the maximum COLA increase shall be 3.5
