Common use of Rules for Use of Salary Schedule Clause in Contracts

Rules for Use of Salary Schedule. 1. In the general schedule of pay ranges established by the City Council each classification within a department has an applicable range consisting of five steps. 2. All appointments from a listing of eligible candidates will enter the probationary periods at the base salary of the range applicable to the job. The Fire Chief may recommend elevation above the entry level step to compensate for education, experience or as a recruitment incentive. 3. All employees shall be eligible for a merit step increase to the next step in pay range every twelve months until the end of his or her pay range. No advance in pay shall be automatic upon completion of the periods of service outlined hereinabove. All increases shall be made on the basis of merit as established by the employee’s service, and after the recommendation of the department head and approval by the City Manager. Increase in pay shall be withheld in cases of inferior work, lack of application, or indifferent attitude. Employees denied a merit increase will be eligible for reconsideration 6 months following their initial review date. 4. Upon recommendation of the Fire Chief and approval of the City Manager, any employee may be given an administrative raise to the next step in range, but not more than one in eighteen (18) months. The administrative raise is not a right, but may be given for outstanding services. A 2- 1/2% administrative raise may be given above the five-step range schedule. 5. An employee promoted from a Fire Department promotional list shall move to the closest salary step in the new class that gives a minimum of a 5% increase over base pay, not to exceed the top of the pay range, as recommended by the Fire Chief to the City Manager. The date of the promotion will establish a new anniversary date for the employee’s future performance evaluations. Should a promotion occur concurrently with the employee’s evaluation, and the employee is eligible for a merit increase, the merit increase is to be included in the base salary before promotion. 6. Employees transferred from one department to another in the same classification will continue to receive the same salary and will have no change in their anniversary date and would not be subject to a probationary period. 7. Allocation to a class with Lower Salary Range (Voluntary Demotion or Reclassification): If the salary range of the new class to which an employee’s position is allocated has a maximum lower than that of his/her current class, but not lower than his/her actual salary, he/she should continue to receive his/her present salary until his/her next anniversary date, which remains unchanged, at which time he/she would be eligible to move by a merit increase in the proposed range. If the top of the new range is lower than the current salary, then the salary will be reduced to an amount not to exceed the top of the new range effective the next full pay period one year from the re-allocation date. 8. An employee reassigned by management to a position in a lower classification (demotion) will move to the closest salary step in the new class that provides a minimum 5% decrease in base pay. The anniversary date for future evaluations will be the date of the demotion. 9. A reclassification may result if the job, responsibilities, duties, requirements, skills change to a degree that the position needs to be placed in a new classification. If the reclassification impacts only the incumbent employee and the employee is qualified for the position, they will be placed in the position. If more than one employee is impacted and each is qualified, an internal review of the employees will be completed to select the best qualified person for the position. A reclassification will result in the elimination of the old position if it is a single person position and be replaced with the new position, as by the very process the position has fundamentally changed. If the position is used by other departments the position being reclassified will be eliminated from the department impacted. A reclassification is not a promotion and does not carry with it an automatic pay increase. If the employee’s salary is currently below the minimum of the new range, the employee’s salary will be increased to meet the minimum rate of the new range. A reclassification will not change the employee’s annual evaluation date. The employee will be able to move through the new pay range based on the normal evaluation and merit process.

Rules for Use of Salary Schedule. 1. In the general schedule of pay ranges established by the City Council each classification within a department has an applicable range consisting of five steps. 2. All appointments from a listing of eligible candidates an eligibility list will enter the probationary periods at the base salary of the range applicable to the job. The Fire City Manager and Chief of Police may recommend elevation above the entry level step to compensate for education, experience or as a recruitment incentiveeducation and experience. 3. All employees shall be eligible for a merit step increase to the next step in pay range every twelve (12) months until the end of his or her pay range. No advance in pay shall be automatic upon completion of the periods of service outlined hereinabove. All increases shall be made on the basis of merit as established , if recommended by the employee’s service, Chief of Police and after the recommendation of the department head and approval approved by the City Manager. Increase in pay shall be withheld in cases of inferior work, lack of application, or indifferent attitudeManager that such employee's job performance satisfies the City and department standards relating to such employees. Employees denied a merit increase will be eligible for reconsideration 6 no later than three (3) months following their initial review date. 4. Upon recommendation of the Fire Chief and approval of the City Manager, any employee may be given an administrative raise to the next step in range, but not more than one in eighteen (18) months. The administrative raise is not a right, but may be given for outstanding services. A 2- 1/2% administrative raise may be given above the five-step range schedule. 5. An employee promoted from a Fire Department promotional eligibility list shall move to a position in a higher pay range will be placed at the closest salary step minimum of the new range, or at a level in the new class that gives range to provide a minimum of a 5% increase over base in the regular rate of pay, . Any new pay rate upon promotion may not to exceed the top of the pay range, as recommended by the Fire Chief to the City Manager. The date of the promotion will establish a new anniversary date for the employee’s future performance evaluationsmerit increases. Should a promotion occur concurrently with the employee’s evaluation, and the employee is eligible for a merit increase, the merit increase is to be included in the base salary before the promotion. 65. Employees transferred from one department Upon reduction in force, permanent employees may be appointed to another a classification with a lower pay range. An employee assigned by management to a position in a lower classification shall be placed at the step in the same classification will continue new range to receive the same salary and will have no change provide an approximate 5% decrease in their regular pay. The anniversary date and would not for future merit increases will be subject the date of the appointment to a probationary periodthe lower classification. 76. Allocation to a class with Lower Salary Range (Voluntary Demotion or Reclassification): Range: If the salary range of the new class to which an employee’s 's position is allocated has a maximum step lower than that of his/her current class, but not lower than his/her actual salary, he/she should continue to receive his/her present salary until his/her next anniversary date, which remains unchanged, at which time he/she would be eligible to move by for a merit increase in the proposed new range. If the top of the new range is lower than the current salary, then the salary will be reduced to an amount not to exceed the top of the new range effective the next full pay period one year from the re-allocation date. 8. An employee reassigned by management to a position in a lower classification (demotion) will move to the closest salary step in the new class that provides a minimum 5% decrease in base pay. The anniversary date for future evaluations will be the date of the demotion. 97. A reclassification may result if the job, responsibilities, duties, requirements, skills change to a degree that the position needs to be placed in a new classification. If the reclassification impacts only the incumbent employee and the employee is qualified for the position, they will be placed in the position. If more than one employee is impacted and each is qualified, an internal review of the employees will be completed to select the best qualified person for the position. A reclassification will result in the elimination of the old position if it is a single person position and be replaced with by the new position, as by the very process the position has fundamentally changed. If the position is used by other departments the position being reclassified will be eliminated from the department impacted. A reclassification is not a promotion and does not carry with it an automatic pay increase. If the employee’s salary is currently below the minimum of the new range, the employee’s salary will be increased to meet the minimum rate of the new range. A reclassification will not change the employee’s annual evaluation date. The employee will be able to move through the new pay range based on the normal evaluation and merit process.