Common use of Salary Advancement Clause in Contracts

Salary Advancement. Assigned salary ranges normally contain 5 steps. Employees move through these steps on the basis of performance in the position hired/promoted into. Regular, full-time employees shall be eligible for salary step advancement consideration, as follows: 1. To the "B" step of the salary schedule after 6 months of successful performance at the "A" step. The date of this increase shall become the employee's pay review date for purposes of eligibility for future merit increases. 2. To the "C" step after 1 year of successful performance at the "B" step. 3. To the "D" step after 1 year of successful performance at the "C" step. 4. To the "E" step after 1 year of successful performance at the "D" step. When an employee is hired at a step other than Step "A" of the salary range assigned to the position, the employee shall be eligible for a step increase 6 months from the date of employment, and this date shall become the employee's pay review date for purposes of eligibility for future merit increases. Thereafter, the above merit pay procedure shall be followed, with the exceptions noted below: 1. In cases where an employee demonstrates exceptional ability and proficiency in performance as specified in separate operational rules and procedures, the employee may be given more than a 1-step salary increase at the review date, subject to the approval of the City Manager and the Personnel Committee. 2. If, for whatever reason, an employee not on probation is unable to perform his/her assigned duties because of absence from work for a period in excess of 45 consecutive calendar days, the evaluation period shall be automatically extended for a similar period of time; provided, however, the department head/City Manager may evaluate the employee's past performance and submit to the City Personnel Committee a separate, written recommendation justifying/granting a merit increase and not extending the evaluation period for a period of time equal to the period of absence. If the period of absence exceeds 90 consecutive calendar days, the employee's performance evaluation and anniversary date will be extended for a similar period of time (also see Article 25: Performance Appraisal). 3. If, for whatever reason, an employee on probation is unable to perform his/her assigned duties because of absence from work for any period of time, his/her probation period, merit increase, and anniversary date shall be extended for the same length of the absence (also see Article 23: Probation and Article 25: Performance Appraisal). Salary step advancements are granted for continued meritorious and efficient service in the position hired/promoted into, and after continued improvement in assigned tasks, in conjunction with performance appraisal procedures. Recommendations are initiated by immediate supervisors and are then forwarded to the concerned department head for approval. These, in turn, shall be transmitted to the City Manager. When an employee is denied a merit increase, the employee shall be informed of such and the reasons why. The employee may be reconsidered for advancement at any subsequent time recommended by management of the concerned department. Denial or postponement of a merit increase shall not change an employee's anniversary date or future pay review date. Employees who have received internal promotions, if assigned to the lowest step of the new range offering a minimum 2 1/2 percent salary increase, shall be eligible for a step increase upon successful completion of 6 months in the new position. If employees are placed on a higher step that results in a salary adjustment greater than 2 1/2 percent (based upon the recommendation of the concerned department head and approval of the City Manager), they shall be eligible to advance to the next step of the range 1 year from the date of their promotion, and this date shall also become the employee's pay review date for purposes of eligibility for future merit increases. (For additional information on pay increases and probationary requirements after promotion, also refer to Article 22: Appointments and Promotions and Article 23: Probation.)

Salary Advancement. Assigned salary ranges normally contain 5 steps. Employees move through these steps H. The City Manager may approve the appointment of an employee who is to be laid off to an existing vacancy in a lower class for which the employee is qualified without requiring an examination, provided the concerned department head so recommends. I. The names of regular employees who have been laid off or bumped down due to reduction in force shall be placed on the basis of performance in the position hired/promoted into. Regular, full-time employees an appropriate layoff reemployment list according to date separated or bumped down and shall be eligible for salary step advancement considerationreemployment. The last employee laid off or bumped down shall be the first employee on the list, with other employees listed in sequential order thereafter. Each employee on the layoff reemployment list shall remain on that list for 1 year, at which time the list expires unless extended by the City Manager. Names of employees not responding to written notification of an opening within 10 working days shall be removed from the reemployment list. The City Manager can extend the active period of the reemployment list or individual employee's eligibility on such list for a 6-month period as followsdetermined to be in the best interests of the City. J. Notice of recall from layoff shall be by return-receipt-requested mail and shall specify the date for reporting to work, which shall not be more than 21 calendar days from the date the notice is received. Notice shall be deemed to have been received when sent to the last known address on file with the City and attempted delivery or delivery is certified by the Postal Service. Upon receiving notice, the person on layoff shall have 5 calendar days to accept or decline the recall opportunity. An employee who fails to respond within the 5 calendar days, refuses recall, or fails to report on the prescribed date within the 21-calendar-day maximum thereby waives all further right to recall and reinstatement as an employee. Where recall is declined, the City will proceed to the next name on the reemployment list and follow the same notice and response procedure. This process will continue through the list until recall needs are met on the list or the list is exhausted. K. A person appointed from a reemployment list must serve a new probationary period if recall from such list occurs more than 90 calendar days after the effective date of layoff. The new probationary period in such circumstances shall be 6 months. L. Reemployed employees shall receive the following: 1. To the "B" step Retention of the salary schedule after 6 months of successful performance full-time service seniority accrued at the "A" step. The date of this increase shall become the employee's pay review date for purposes of eligibility for future merit increaseslayoff. 2. To The salary for the "C" step after 1 year classification in effect as of successful performance the date of return, at the "B" stepsame step as the date of layoff. 3. To The accrual rate of vacation and sick leave in effect for the "D" step after 1 year of successful performance employee's seniority level and class at the "C" steptime of rehire. 4. To All the "E" step after 1 year of successful performance benefits or programs in effect at the "D" step. When an employee is hired at a step other than Step "A" time of layoff shall be forfeited unless they are still applied to the classification or salary range assigned to the position, the employee shall be eligible for a step increase 6 months from the date of employment, and this date shall become the employee's pay review date for purposes of eligibility for future merit increases. Thereafter, the above merit pay procedure shall be followed, with the exceptions noted below: 1. In cases where an employee demonstrates exceptional ability and proficiency in performance as specified in separate operational rules and procedures, the employee may be given more than a 1-step salary increase at the review time of rehire or provided to new hires as of that date, subject to the approval of the City Manager and the Personnel Committee. 2. IfM. An employee who elects to resign in lieu of layoff, for whatever reason, an employee not on probation is unable to perform his/her assigned duties because of absence from work for a period in excess of 45 consecutive calendar days, the evaluation period shall be automatically extended for a similar period of time; provided, however, the department head/City Manager may evaluate the employee's past performance and submit to the City Personnel Committee a separate, written recommendation justifying/granting a merit increase and not extending the evaluation period for a period of time equal to the period of absence. If the period of absence exceeds 90 consecutive calendar days, the employee's performance evaluation and anniversary date will be extended for a similar period of time (also see Article 25: Performance Appraisal). 3. If, for whatever reason, an employee on probation is unable to perform his/her assigned duties because of absence from work for any period of time, his/her probation period, merit increase, and anniversary date shall be extended for the same length of the absence (also see Article 23: Probation and Article 25: Performance Appraisal). Salary step advancements are granted for continued meritorious and efficient service in the position hired/promoted into, and after continued improvement in assigned tasks, in conjunction with performance appraisal procedures. Recommendations are initiated by immediate supervisors and are then forwarded to the concerned department head for approval. These, in turnor while laid off, shall be transmitted forfeit all rights to the reemployment and is entitled only to those rights related to severance from City Manager. When an employee is denied a merit increase, the employee shall be informed of such and the reasons why. The employee may be reconsidered for advancement at any subsequent time recommended by management of the concerned department. Denial or postponement of a merit increase shall not change an employee's anniversary date or future pay review date. Employees who have received internal promotions, if assigned to the lowest step of the new range offering a minimum 2 1/2 percent salary increase, shall be eligible for a step increase upon successful completion of 6 months in the new position. If employees are placed on a higher step that results in a salary adjustment greater than 2 1/2 percent (based upon the recommendation of the concerned department head and approval of the City Manager), they shall be eligible to advance to the next step of the range 1 year from the date of their promotion, and this date shall also become the employee's pay review date for purposes of eligibility for future merit increases. (For additional information on pay increases and probationary requirements after promotion, also refer to Article 22: Appointments and Promotions and Article 23: Probationemployment.)

Salary Advancement. Assigned salary ranges normally contain Salary adjustments are granted to the City Manager in compliance with the individual employee agreement/contract entered into between the City and City Manager. Salary adjustments of up to 5 stepspercent per year are granted to department heads for continued meritorious and efficient service, and after continued improvement in assigned tasks, in conjunction with performance appraisal procedures. Employees move through these steps on Recommendations are initiated by the basis of performance in the position hired/promoted into. Regular, full-time employees shall be eligible for salary step advancement consideration, as follows: 1. To the "B" step of the salary schedule after 6 months of successful performance at the "A" step. The date of this increase shall become the employee's pay review date for purposes of eligibility for future merit increases. 2. To the "C" step after 1 year of successful performance at the "B" step. 3. To the "D" step after 1 year of successful performance at the "C" step. 4. To the "E" step after 1 year of successful performance at the "D" stepCity Manager. When an employee is hired at denied a step other than Step "A" of the salary range assigned to the positionmerit increase, the employee shall be eligible for a step increase 6 months from informed of such and the date of employment, and this date shall become the employee's pay review date for purposes of eligibility for future merit increasesreasons therefor. Thereafter, the above merit pay procedure shall be followed, with the exceptions noted below: 1. In cases where an employee demonstrates exceptional ability and proficiency in performance as specified in separate operational rules and procedures, the The employee may be given more than reconsidered for adjustment at any subsequent time recommended by the City Manager. Denial or postponement of a 1-step salary merit increase at the shall not change an employee's anniversary date or future pay review date, subject to the approval of the City Manager and the Personnel Committee. 2. If, for whatever reason, an employee not on probation is unable to perform his/her assigned duties because of absence from work for a period in excess of 45 consecutive calendar days, the evaluation period shall be automatically extended for a similar period of time; provided, however, the department head/City Manager may evaluate the employee's past performance and submit to the City Personnel Committee a separate, written recommendation justifying/granting a merit increase and not extending the evaluation period for a period of time equal to the period of absence. If the period of absence exceeds 90 consecutive calendar days, the employee's performance evaluation and anniversary date will be extended for a similar period of time (also see Article 2522: Performance Appraisal). 3. If, for whatever reason, an employee on probation is unable to perform his/her assigned duties because of absence from work for any period of time, his/her probation period, merit increase, and anniversary date shall be extended for the same length of the absence (also see Article 2321: Probation and Article 2522: Performance Appraisal). Salary step advancements are granted for continued meritorious and efficient service in the position hired/promoted into, and after continued improvement in assigned tasks, in conjunction with performance appraisal procedures. Recommendations are initiated by immediate supervisors and are then forwarded to the concerned department head for approval. These, in turn, shall be transmitted to the City Manager. When an employee is denied a merit increase, the employee shall be informed of such and the reasons why. The employee may be reconsidered for advancement at any subsequent time recommended by management of the concerned department. Denial or postponement of a merit increase shall not change an employee's anniversary date or future pay review date. Employees who have received internal promotions, if assigned to the lowest step of the new range offering a minimum 2 1/2 percent salary increase, shall be eligible for a step increase upon successful completion of 6 months in the new position. If employees are placed on a higher step that results in a salary adjustment greater than 2 1/2 percent (based upon the recommendation of the concerned department head and approval of the City Manager), they shall be eligible to advance to the next step of the range 1 year from the date of their promotion, and this date shall also become the employee's pay review date for purposes of eligibility for future merit increases. (For additional information on pay increases and probationary requirements after promotion, also refer to Article 22: Appointments and Promotions and Article 23: Probation.)

Salary Advancement. Assigned salary ranges normally contain 5 steps. Employees move through these steps on the basis of performance in the position hired/promoted into. Regular, full-time employees shall be eligible for salary step advancement consideration, as follows: 1. To the "B" step of the salary schedule after 6 months 1 year of successful performance at the "A" step. The date of this increase shall become the employee's pay pay-review date for purposes of eligibility for future merit increases. 2. To the "C" step after 1 year of successful performance at the "B" step. 3. To the "D" step after 1 year of successful performance at the "C" step. 4. To the "E" step after 1 year of successful performance at the "D" step. For the purpose of this MOU, successful performance requires employees to have all performance appraisal ratings of "meets standards" and above. Employees who receive one or more ratings of "does not meet standards" are not eligible for salary step advancement. When an employee is hired at a step other than Step "A" of the salary range assigned to the position, the employee shall be eligible for a step increase 6 months 1 year from the date of employment, and this date shall become the employee's pay pay-review date for purposes of eligibility for future merit increases. Thereafter, the above merit pay procedure shall be followed, with the exceptions noted below: 1. In cases where an employee demonstrates exceptional ability and proficiency in performance as specified in separate operational rules and procedures, the employee may be given more than a 1-step salary increase at the review date, subject to the approval of the City Manager and the Personnel Committee. 2. If, for whatever reason, an employee not on probation is unable to perform his/her assigned duties because of absence from work for a period in excess of 45 consecutive calendar days, the evaluation period shall be automatically extended for a similar period of time; provided, however, the department head/City Manager may evaluate the employee's past performance and submit to the City Personnel Committee a separate, written recommendation justifying/granting a merit increase and not extending the evaluation period for a period of time equal to the period of absence. If the period of absence exceeds 90 consecutive calendar days, the employee's performance evaluation and anniversary date will be extended for a similar period of time (also see Article 2527: Performance Appraisal). 3. If, for whatever reason, an employee on probation is unable to perform his/her assigned duties because of absence from work for any period of time, his/her probation period, merit increase, and anniversary date shall be extended for the same length of the absence (also see Article 2324: Probation and Article 2527: Performance Appraisal). Salary step advancements are granted for continued meritorious and efficient service in the position hired/promoted into, and after continued improvement in assigned tasks, in conjunction with performance appraisal procedures. Recommendations are initiated by immediate supervisors and are then forwarded to the concerned department head for approval. These, in turn, shall be transmitted to the City Manager. When an employee is denied a merit increase, the employee shall be informed of such and the reasons why. The employee may be reconsidered for advancement at any subsequent time recommended by management of the concerned department. Denial or postponement of a merit increase shall not change an employee's anniversary date or future pay pay-review date. Employees who have received internal promotions, if assigned to the lowest next higher step of the new range offering a minimum 2 1/2 percent salary increase, shall be eligible for a step increase upon successful completion of 6 months in the new position. If employees are placed on a higher step that results in a salary adjustment greater than 2 1/2 percent (based upon the recommendation of the concerned department head and approval of the City Manager), they shall be eligible to advance to the next step of the range 1 year from the date of their promotion, and this date shall also become the employee's pay pay-review date for purposes of eligibility for future merit increases. (For additional information on pay increases and probationary requirements after promotion, also refer to Article 2223: Appointments and Promotions and Article 2324: Probation.)

Salary Advancement. Assigned salary ranges normally contain 5 steps. Employees move through these steps on the basis of performance in the position hired/promoted into. Regular, full-time employees shall be eligible for salary step advancement consideration, as follows: 1. To the "B" step of the salary schedule after 6 months of successful performance at the "A" step. The date of this increase shall become the employee's pay review date for purposes of eligibility for future merit increases. 2. To the "C" step after 1 year of successful performance at the "B" step. 3. To the "D" step after 1 year of successful performance at the "C" step. 4. To the "E" step after 1 year of successful performance at the "D" step. When an employee is hired at a step other than Step "A" of the salary range assigned to the position, the employee shall be eligible for a step increase 6 months from the date of employment, and this date shall become the employee's pay review date for purposes of eligibility for future merit increases. Thereafter, the above merit pay procedure shall be followed, with the exceptions noted below: 1. In cases where an employee demonstrates exceptional ability and proficiency in performance as specified in separate operational rules and procedures, the employee may be given more than a 1-step salary increase at the review date, subject to the approval of the City Manager and the Personnel Committee. 2. If, for whatever reason, an employee not on probation is unable to perform his/her assigned duties because of absence from work for a period in excess of 45 consecutive calendar days, the evaluation period shall be automatically extended for a similar period of time; provided, however, the department head/City Manager may evaluate the employee's past performance and submit to the City Personnel Committee a separate, written recommendation justifying/granting a merit increase and not extending the evaluation period for a period of time equal to the period of absence. If the period of absence exceeds 90 consecutive calendar days, the employee's performance evaluation and anniversary date will be extended for a similar period of time (also see Article 2526: Performance Appraisal). 3. If, for whatever reason, an employee on probation is unable to perform his/her assigned duties because of absence from work for any period of time, his/her probation period, merit increase, and anniversary date shall be extended for the same length of the absence (also see Article 2324: Probation and Article 2526: Performance Appraisal). Salary step advancements are granted for continued meritorious and efficient service in the position hired/promoted into, and after continued improvement in assigned tasks, in conjunction with performance appraisal procedures. Recommendations are initiated by immediate supervisors and are then forwarded to the concerned department head for approval. These, in turn, shall be transmitted to the City Manager. When an employee is denied a merit increase, the employee shall be informed of such and the reasons why. The employee may be reconsidered for advancement at any subsequent time recommended by management of the concerned department. Denial or postponement of a merit increase shall not change an employee's anniversary date or future pay review date. Employees who have received internal promotions, if assigned to the lowest step of the new range offering a minimum 2 1/2 percent salary increase, shall be eligible for a step increase upon successful completion of 6 months in the new position. If employees are placed on a higher step that results in a salary adjustment greater than 2 1/2 percent (based upon the recommendation of the concerned department head and approval of the City Manager), they shall be eligible to advance to the next step of the range 1 year from the date of their promotion, and this date shall also become the employee's pay review date for purposes of eligibility for future merit increases. (For additional information on pay increases and probationary requirements after promotion, also refer to Article 2223: Appointments and Promotions and Article 2324: Probation.)

Salary Advancement. Assigned salary ranges normally contain 5 steps4.1 Advancement shall mean a pay rate increase given to a Unit member contingent upon merit and performance, within the pay range established for the Unit member’s classification. Employees move through these steps on A Unit member's pay rate increase shall be effective the basis first day of performance the payroll period in which the appropriate length of service is achieved. 4.2 In addition to those conditions provided for in the position hired/promoted into. RegularCity’s Standard Management Procedures (“SMPs”), full-time employees Unit members shall be eligible for salary step advancement considerationwhen their length of satisfactory service in their classification satisfies at a minimum the following requirements: Monthly Salary Step A Monthly Salary Step B Monthly Salary Step C Monthly Salary Step D Monthly Salary Step E Monthly Salary Step F Date of appointment 6 mos. after appt. 12 mos. after appt. After at least 12 months in Step C After at least 12 months in Step D After at least 12 month in Step E 4.3 If a Unit member’s performance evaluation has not been completed, discussed with the Unit member and received by Human Resources by the merit date, the merit increase will be processed as follows: 1. To the "B" step of the salary schedule after 6 months of successful performance at the "A" step. The date of this increase shall become the employee's pay review date for purposes of eligibility for future merit increasesscheduled. 2. To the "C" step after 1 year of successful performance 4.4 The City Manager, at the "B" step. 3. To the "D" step after 1 year of successful performance at the "C" step. 4. To the "E" step after 1 year of successful performance at the "D" step. When an employee is hired at a step other than Step "A" of the salary range assigned to the position, the employee shall be eligible for a step increase 6 months from the date of employment, and this date shall become the employee's pay review date for purposes of eligibility for future merit increases. Thereafter, the above merit pay procedure shall be followed, with the exceptions noted below: 1. In cases where an employee demonstrates exceptional ability and proficiency in performance as specified in separate operational rules and procedures, the employee may be given more than a 1-step salary increase at the review date, subject to the approval of the City Manager and the Personnel Committee. 2. If, for whatever reason, an employee not on probation is unable to perform his/her assigned duties because of absence from work for a period in excess of 45 consecutive calendar dayssole discretion, the evaluation period shall be automatically extended for a similar period of time; provided, however, the department head/City Manager may evaluate the employee's past performance and submit to the City Personnel Committee a separate, written recommendation justifying/granting a merit increase and not extending the evaluation period for a period of time equal to the period of absence. If the period of absence exceeds 90 consecutive calendar days, the employee's performance evaluation and anniversary date will be extended for a similar period of time (also see Article 25: Performance Appraisal). 3. If, for whatever reason, an employee on probation is unable to perform his/her assigned duties because of absence from work for any period of time, his/her probation period, merit increase, and anniversary date shall be extended for the same length of the absence (also see Article 23: Probation and Article 25: Performance Appraisal). Salary step advancements are granted for continued meritorious and efficient service in the position hired/promoted into, and after continued improvement in assigned tasks, in conjunction with performance appraisal procedures. Recommendations are initiated by immediate supervisors and are then forwarded to the concerned department head for approval. These, in turn, shall be transmitted to the City Manager. When an employee is denied a merit increase, the employee shall be informed of such and the reasons why. The employee may be reconsidered for advancement at any subsequent time recommended by management of the concerned department. Denial or postponement of a merit increase shall not change an employee's anniversary date or future pay review date. Employees who have received internal promotions, if assigned to the lowest step of the new range offering a minimum 2 1/2 percent salary increase, shall be eligible for a step increase upon successful completion of 6 months in the new position. If employees are placed on a higher step that results in a salary adjustment greater than 2 1/2 percent (based upon the recommendation of a Director, xxx xxxxx an accelerated merit pay increase for exceptional job performance. Such merit pay increase shall not be governed by the concerned department head and approval of the City Manager), they shall be eligible to advance to the next step of the range 1 year from the date of their promotion, and this date shall also become the employee's pay review date for purposes of eligibility for future required service time differential required by subsection 5.2 above. Exceptional job performance merit increases. (For additional information on pay increases and probationary requirements after promotionshall not exceed ten percent (10%) in any twelve (12) month period. As used herein, also refer the phrase “outstanding job performance” shall mean receiving an “outstanding” rating on his/her most recent performance evaluation, such performance evaluation which is current. 4.5 The City shall retain its flexibility to Article 22: Appointments and Promotions and Article 23: Probation.)hire employees with exceptional skills or qualifications at a pay rate above Step A.

Salary Advancement. Assigned salary ranges normally contain 5 steps. Employees move through these steps shall be advanced by step on the basis Salary Schedule in accordance with the following provisions: A. Employees placed on Step 1 of a range will advance to Step 2 on the first (1st) of the month following completion of the probationary period. B. Advancement beyond Step 2 of a range will be at one (1) year intervals. C. An employee who is hired at a rate above the first step will receive his/her first increment advancement after one (1) year of service. D. Advancement in step in a salary range shall be based upon the employee receiving a level of performance in the position hiredabove "unsatisfactory" on his/promoted into. Regular, full-time employees shall be eligible for salary step advancement consideration, as follows:her last performance evaluation. 1. To An employee returning from a leave of absence on unpaid status will resume his/her step placement and advancement on the "B" range as if the leave had not been taken, but such leave time will not be counted for step advancement purposes. E. An employee who receives a promotion to a class allocated to a higher salary range shall be placed on the step of the salary schedule after 6 months range which is 5% or more above the rate the employee received in the previous class. Longevity pay is not included in the determination of successful performance at the "A" this step. The date of Once this increase shall become promotional step placement is determined, all longevity pay will then be applied to calculate the employee's pay review date for purposes of eligibility for future merit increases. 2’s monthly compensation. To In the "C" step after 1 year of successful performance at the "B" step. 3. To the "D" step after 1 year of successful performance at the "C" step. 4. To the "E" step after 1 year of successful performance at the "D" step. When event an employee is hired appointed to a class with a salary range equal to or below his/her current range, as a result of a voluntary or involuntary lateral change of class, voluntary or involuntary demotion, disciplinary action or layoff, such appointment shall not be considered a promotion and shall not warrant a salary increase; in such cases, placement will be at a step other than Step "A" the same rate formerly earned by the employee, not to exceed the maximum of the salary range assigned of the class to the position, the employee shall be eligible for a step increase 6 months from the date of employment, and this date shall become the employee's pay review date for purposes of eligibility for future merit increases. Thereafter, the above merit pay procedure shall be followed, with the exceptions noted below:which he/she is appointed. 1. In cases where an employee demonstrates exceptional ability and proficiency A class is any group of positions sufficiently similar in performance as specified in separate operational rules and proceduresduties, the employee may be given more than a 1-step salary increase at the review date, subject to the approval of the City Manager and the Personnel Committee. 2. If, for whatever reason, an employee not on probation is unable to perform his/her assigned duties because of absence from work for a period in excess of 45 consecutive calendar days, the evaluation period shall be automatically extended for a similar period of time; provided, however, the department head/City Manager may evaluate the employee's past performance and submit to the City Personnel Committee a separate, written recommendation justifying/granting a merit increase and not extending the evaluation period for a period of time equal to the period of absence. If the period of absence exceeds 90 consecutive calendar days, the employee's performance evaluation and anniversary date will be extended for a similar period of time (also see Article 25: Performance Appraisal). 3. If, for whatever reason, an employee on probation is unable to perform his/her assigned duties because of absence from work for any period of time, his/her probation period, merit increaseresponsibilities, and anniversary date shall be extended for authority that the same length of the absence (also see Article 23: Probation and Article 25: Performance Appraisal). Salary step advancements are granted for continued meritorious and efficient service in the position hired/promoted intojob title, minimum qualifications, and after continued improvement in assigned tasks, in conjunction with performance appraisal procedures. Recommendations salary range are initiated by immediate supervisors and are then forwarded to the concerned department head appropriate for approval. These, in turn, shall be transmitted to the City Manager. When an employee is denied a merit increase, the employee shall be informed of such and the reasons why. The employee may be reconsidered for advancement at any subsequent time recommended by management of the concerned department. Denial or postponement of a merit increase shall not change an employee's anniversary date or future pay review date. Employees who have received internal promotions, if assigned to the lowest step of the new range offering a minimum 2 1/2 percent salary increase, shall be eligible for a step increase upon successful completion of 6 months in the new position. If employees are placed on a higher step that results all positions in a salary adjustment greater than 2 1/2 percent (based upon the recommendation of the concerned department head and approval of the City Manager), they shall be eligible to advance to the next step of the range 1 year from the date of their promotion, and this date shall also become the employee's pay review date for purposes of eligibility for future merit increases. (For additional information on pay increases and probationary requirements after promotion, also refer to Article 22: Appointments and Promotions and Article 23: Probationclass.)

Salary Advancement. Assigned salary ranges normally contain 5 steps. Employees move through these Application of the five steps on the basis of performance within a range shall in general be administered in the position hired/promoted into. Regular, full-time employees shall be eligible following sequence for salary step advancement consideration, as follows: 1. To the "B" step classified employees: ‐ Upon approval of the salary schedule after 6 months of successful performance at the "A" step. The date of this increase shall become the employee's pay review date for purposes of eligibility for future merit increases. 2. To the "C" step after 1 year of successful performance at the "B" step. 3. To the "D" step after 1 year of successful performance at the "C" step. 4. To the "E" step after 1 year of successful performance at the "D" step. When Personnel Officer, an employee is may be hired at a step other than Step "A" of 1 ‐ 5 in the salary range assigned applicable to the position, classification. ‐ The Personnel Officer shall have the employee authority to adjust an employee's salary step forward within the salary range when the purpose is to correct an existing inequity or give recognition to exceptional performance. ‐ The advancement in steps from Steps 2 to 5 shall be eligible for a as follows: ‐ Each additional step increase 6 months from the date of employment, and this date shall become the employee's pay review date for purposes of eligibility for future merit increases. Thereafter, the above merit pay procedure shall will be followed, with the exceptions noted below: 1. In cases where awarded to an employee demonstrates exceptional ability and proficiency in upon completion of an annual performance as specified in separate operational rules and procedures, the employee may be given more than a 1-step salary appraisal with an overall rating of “meets or exceeds standards” or above. Each increase at the review date, is subject to the approval of the City Manager and the Personnel Committee. 2. If, for whatever reason, an employee not on probation is unable to perform his/her assigned duties because of absence from work for a period in excess of 45 consecutive calendar days, the evaluation period shall be automatically extended for a similar period of time; provided, however, the department head/City Manager may evaluate the employee's past performance and submit to the City Personnel Committee a separate, written recommendation justifying/granting a merit increase and not extending the evaluation period for a period of time equal to the period of absence. If the period of absence exceeds 90 consecutive calendar days, the employee's performance evaluation and anniversary date will be extended for a similar period of time (also see Article 25: Performance Appraisal). 3. If, for whatever reason, an employee on probation is unable to perform his/her assigned duties because of absence from work for any period of time, his/her probation period, merit increase, and anniversary date shall be extended for the same length of the absence (also see Article 23: Probation and Article 25: Performance Appraisal). Salary step advancements are granted for continued meritorious and efficient service in the position hired/promoted into, and after continued improvement in assigned tasks, in conjunction with performance appraisal procedures. Recommendations are initiated by immediate supervisors and are then forwarded to the concerned department head for approval. These, in turn, shall be transmitted to the City Manager. When an employee is denied a merit increase, the employee shall be informed of such and the reasons why. The employee may be reconsidered for advancement at any subsequent time recommended by management of the concerned department. Denial or postponement of a merit increase shall not change an employee's anniversary date or future pay review date. Employees who have received internal promotions, if assigned to the lowest step of the new range offering a minimum 2 1/2 percent salary increase, shall be eligible for a step increase upon successful completion of 6 months in the new position. If employees are placed on a higher step that results in a salary adjustment greater than 2 1/2 percent (based upon the recommendation of the concerned department head and approval of the City Manager), they . ‐ No step advancement shall be eligible to advance to made until it is clearly evidenced by a "meets or exceeds standards" or better performance appraisal. Length of service alone will not be considered as an adequate explanation for recommendation for approval of a salary adjustment. All salary increases shall be effective at the beginning of the pay period following approval by the City Manager. Salary advancement for each employee shall not be withheld unless the employee falls below a “meets or exceeds standards” level of service as established by performance evaluation. Service shall require a minimum of at least one year at each step after step 1. If an employee is not rated “meets or exceeds standards” or better, that employee shall not receive the next step advancement until said employee's performance reaches “meets or exceeds standards” or better. Those employees not rated “meets or exceeds standards” or better shall be reevaluated every 90 days. Upon approval of the range 1 year from City Manager, a step increase may be approved before the date annual performance appraisal is submitted, if the employee will receive an overall rating of their promotion, and “meets or exceeds standards” when the evaluation is completed. If an employee is denied a step increase he/she may appeal said denial through the grievance procedure contained in this date shall also become the employee's pay review date for purposes of eligibility for future merit increases. (For additional information on pay increases and probationary requirements after promotion, also refer to Article 22: Appointments and Promotions and Article 23: ProbationAgreement.)

Salary Advancement. Assigned salary ranges normally contain 5 five (5) steps. Employees move through these steps on the basis of performance in the position hired/promoted intoperformance. Regular, full-time employees Employees shall be eligible for salary step advancement consideration, consideration as follows: 1. A. To the "B" step of the salary schedule after 6 successful completion of twelve (12) months of successful performance (2080 hours) at the "A" step. The date of this increase shall become the employee's pay review date for purposes of eligibility for future merit step increases. 2. B. To the "C" step after 1 successful completion of one (1) year of successful performance (2080 hours) at the "B" step. 3. C. To the "D" step after 1 successful completion of one (1) year of successful performance (2080 hours) at the "C" step. 4. D. To the "E" step after 1 successful completion of one (1) year of successful performance (2080 hours) at the "D" step. When an employee is hired at a step other than Step "A" of the salary range assigned to the position, the employee shall be eligible for a step increase 6 months one (1) year (2080 hours) from the date of employment, and this date shall become the employee's pay review date for purposes of eligibility for future merit increases. Thereafter, the above merit pay procedure shall be followed, with the exceptions noted below: 1. In cases where an employee demonstrates exceptional ability and proficiency in performance as specified in separate operational rules and procedures, the employee may be given more than a 1-step salary increase at the review date, subject to the approval of the City Manager and the Personnel Committee. 2. If, for whatever reason, an employee not on probation is unable to perform his/her assigned duties because of absence from work for a period in excess of 45 consecutive calendar days, the evaluation period shall be automatically extended for a similar period of time; provided, however, the department head/City Manager may evaluate the employee's past performance and submit to the City Personnel Committee a separate, written recommendation justifying/granting a merit increase and not extending the evaluation period for a period of time equal to the period of absence. If the period of absence exceeds 90 consecutive calendar days, the employee's performance evaluation and anniversary date will be extended for a similar period of time (also see Article 25: Performance Appraisal). 3. If, for whatever reason, an employee on probation is unable to perform his/her assigned duties because of absence from work for any period of time, his/her probation period, merit increase, and anniversary date shall be extended for the same length of the absence (also see Article 23: Probation and Article 25: Performance Appraisal). Salary step advancements are granted for continued meritorious and efficient service in the position hired/promoted into, and after continued improvement in assigned tasks, tasks in conjunction with performance appraisal procedures. Recommendations are initiated by immediate supervisors and are then forwarded to the concerned department head for approval. These, in turn, shall be transmitted to the City ManagerAdministrative Services Department. Salary step advancements are not guaranteed. When an employee is denied a merit increase, the employee shall be informed of such and the reasons whytherefore in writing. The employee shall be reconsidered for advancement within three (3) months and, if still denied, may be reconsidered for advancement at any subsequent time recommended by management of the concerned department. Denial or postponement of a merit increase shall not change an employee's anniversary date or future pay review date. Employees who have received internal promotions, if assigned to the lowest a salary step of in the new classifications salary range offering a minimum 2 1/2 5 percent salary increase, shall be eligible for a step increase upon successful completion of 6 months 1 year (2080 hours) in the new position. If employees are placed on a higher step that results in a salary adjustment greater than 2 1/2 percent (this, based upon the recommendation of the concerned department head and approval of the City Manager), they shall be eligible to advance to the next step of the new classifications salary range 1 one (1) year (2080 hours) from the date of their promotion, and this date shall also become the employee's pay review date for purposes of eligibility for future merit step increases. (For additional information on pay increases and probationary requirements after promotion, also refer to Article 22: Appointments and Promotions and Article 23: Probation.)

Salary Advancement. Assigned salary ranges normally contain 5 five (5) steps. Employees move through these steps on the basis of performance in the position hired/promoted intoperformance. Regular, full-time employees Employees shall be eligible for salary step advancement consideration, as follows: 1. A. To the "B" step of the salary schedule after 6 successful completion of twelve (12) months of successful performance (2080 hours) at the "A" step. The date of this increase shall become the employee's pay review date for purposes of eligibility for future merit step increases. 2. B. To the "C" step after 1 successful completion of one (1) year of successful performance (2080 hours) at the "B" step. 3. C. To the "D" step after 1 successful completion of one (1) year of successful performance (2080 hours) at the "C" step. 4. D. To the "E" step after 1 year successful completion of successful performance one (l)year (2080 hours) at the "D" step. When an employee is hired at a step other than Step "A" A of the salary range assigned to the position, the employee shall be eligible for a step increase 6 months one (1) year (2080 hours) from the date of employment, and this date shall become the employee's pay review date for purposes of eligibility for future merit increases. Thereafter, the above merit pay procedure shall be followed, with the exceptions noted below: 1. In cases where an employee demonstrates exceptional ability and proficiency in performance as specified in separate operational rules and procedures, the employee may be given more than a 1-step salary increase at the review date, subject to the approval of the City Manager and the Personnel Committee. 2. If, for whatever reason, an employee not on probation is unable to perform his/her assigned duties because of absence from work for a period in excess of 45 consecutive calendar days, the evaluation period shall be automatically extended for a similar period of time; provided, however, the department head/City Manager may evaluate the employee's past performance and submit to the City Personnel Committee a separate, written recommendation justifying/granting a merit increase and not extending the evaluation period for a period of time equal to the period of absence. If the period of absence exceeds 90 consecutive calendar days, the employee's performance evaluation and anniversary date will be extended for a similar period of time (also see Article 25: Performance Appraisal). 3. If, for whatever reason, an employee on probation is unable to perform his/her assigned duties because of absence from work for any period of time, his/her probation period, merit increase, and anniversary date shall be extended for the same length of the absence (also see Article 23: Probation and Article 25: Performance Appraisal). Salary step advancements are granted for continued meritorious and efficient service in the position hired/promoted intoservice, and after continued improvement in assigned tasks, in conjunction with performance appraisal procedures. Recommendations are initiated by immediate supervisors and are then forwarded to the concerned department head for approval. These, in turn, shall be transmitted to the City ManagerAdministrative Services Department. Salary step advancements are not guaranteed. When an employee is denied a merit increase, the employee shall be informed of such and the reasons whytherefore in writing. The employee shall be reconsidered for advancement within three (3) months and, if still denied, may be reconsidered for advancement at any subsequent time recommended by management of the concerned department. Denial or postponement of a merit increase shall not change an employee's anniversary date or future pay review date. Employees who have received internal promotions, if assigned to the lowest next higher step of the new range offering a minimum 2 1/2 two and one-half (2-1/2) percent salary increase, shall be eligible for a step increase upon successful completion of 6 months one (1) year (2080 hours) in the new position. If employees are placed on a higher step that results in a salary adjustment greater than 2 1/2 percent (this, based upon the recommendation of the concerned department head and approval of the City Manager), they shall be eligible to advance to the next step of the range 1 one (1) year (2080 hours) from the date of their promotion, and this date shall also become the employee's pay review date for purposes of eligibility for future merit increases. (For additional information on pay increases and probationary requirements after promotion, also refer to Article 22: Appointments and Promotions and Article 23: Probation.)

Salary Advancement. Assigned salary ranges normally contain 5 steps. Employees move through these steps on the basis of performance in the position hired/promoted into. Regular, full-time employees shall be eligible for salary step advancement consideration, as follows: 1. To the "B" step of the salary schedule after 6 months 1 year of successful performance at the "A" step. The date of this increase shall become the employee's pay pay-review date for purposes of eligibility for future merit increases. 2. To the "C" step after 1 year of successful performance at the "B" step. 3. To the "D" step after 1 year of successful performance at the "C" step. 4. To the "E" step after 1 year of successful performance at the "D" step. For the purpose of this MOU, successful performance requires employees to have all performance appraisal ratings of "meets standards" and above. Employees who receive one or more ratings of "does not meet standards" are not eligible for salary step advancement. When an employee is hired at a step other than Step "A" of the salary range assigned to the position, the employee shall be eligible for a step increase 6 months 1 year from the date of employment, and this date shall become the employee's pay pay-review date for purposes of eligibility for future merit increases. Thereafter, the above merit pay procedure shall be followed, with the exceptions noted below: 1. In cases where an employee demonstrates exceptional ability and proficiency in performance as specified in separate operational rules and procedures, the employee may be given more than a 1-step salary increase at the review date, subject to the approval of the City Manager and the Personnel Committee. 2. If, for whatever reason, an employee not on probation is unable to perform his/her assigned duties because of absence from work for a period in excess of 45 consecutive calendar days, the evaluation period shall be automatically extended for a similar period of time; provided, however, the department head/City Manager may evaluate the employee's past performance and submit to the City Personnel Committee a separate, written recommendation justifying/granting a merit increase and not extending the evaluation period for a period of time equal to the period of absence. If the period of absence exceeds 90 consecutive calendar days, the employee's performance evaluation and anniversary date will be extended for a similar period of time (also see Article 2527: Performance Appraisal). 3. If, for whatever reason, an employee on probation is unable to perform his/her assigned duties because of absence from work for any period of time, his/her probation period, merit increase, and anniversary date shall be extended for the same length of the absence (also see Article 2324: Probation and Article 2527: Performance Appraisal). Salary step advancements are granted for continued meritorious and efficient service in the position hired/promoted into, and after continued improvement in assigned tasks, in conjunction with performance appraisal procedures. Recommendations are initiated by immediate supervisors and are then forwarded to the concerned department head for approval. These, in turn, shall be transmitted to the City Manager. When an employee is denied a merit increase, the employee shall be informed of such and the reasons why. The employee may be reconsidered for advancement at any subsequent time recommended by management of the concerned department. Denial or postponement of a merit increase shall not change an employee's anniversary date or future pay pay-review date. Employees who have received internal promotions, if assigned to the lowest next higher step of the new range offering a minimum 2 1/2 percent salary increase, shall be eligible for a step increase upon successful completion of 6 months in the new position. If employees are placed on a higher step that results in a salary adjustment greater than 2 1/2 percent (based upon the recommendation of the concerned department head and approval of the City Manager), they shall be eligible to advance to the next step of the range 1 year from the date of their promotion, and this date shall also become the employee's pay pay- review date for purposes of eligibility for future merit increases. (For additional information on pay increases and probationary requirements after promotion, also refer to Article 2223: Appointments and Promotions and Article 2324: Probation.)

Salary Advancement. Assigned salary ranges normally contain 5 five (5) steps. Employees move through these steps on the basis of performance in the position hired/promoted intoperformance. Regular, full-time employees Employees shall be eligible for salary step advancement consideration, as follows: 1. A. To the "B" step of the salary schedule after 6 successful completion of twelve (12) months of successful performance (2080 hours) at the "A" step. The date of this increase shall become the employee's pay review date for purposes of eligibility for future merit step increases. 2. B. To the "C" step after 1 successful completion of one (1) year of successful performance (2080 hours) at the "B" step. 3. C. To the "D" step after 1 year successful completion of successful performance one (1)year (2080 hours) at the "C" step. 4. D. To the "E" step after 1 year successful completion of successful performance one (l)year (2080 hours) at the "D" step. When an employee is hired at a step other than Step "A" A of the salary range assigned to the position, the employee shall be eligible for a step increase 6 months one (1) year (2080 hours) from the date of employment, and this date shall become the employee's pay review date for purposes of eligibility for future merit increases. Thereafter, the above merit pay procedure shall be followed, with the exceptions noted below: 1. In cases where an employee demonstrates exceptional ability and proficiency in performance as specified in separate operational rules and procedures, the employee may be given more than a 1-step salary increase at the review date, subject to the approval of the City Manager and the Personnel Committee. 2. If, for whatever reason, an employee not on probation is unable to perform his/her assigned duties because of absence from work for a period in excess of 45 consecutive calendar days, the evaluation period shall be automatically extended for a similar period of time; provided, however, the department head/City Manager may evaluate the employee's past performance and submit to the City Personnel Committee a separate, written recommendation justifying/granting a merit increase and not extending the evaluation period for a period of time equal to the period of absence. If the period of absence exceeds 90 consecutive calendar days, the employee's performance evaluation and anniversary date will be extended for a similar period of time (also see Article 25: Performance Appraisal). 3. If, for whatever reason, an employee on probation is unable to perform his/her assigned duties because of absence from work for any period of time, his/her probation period, merit increase, and anniversary date shall be extended for the same length of the absence (also see Article 23: Probation and Article 25: Performance Appraisal). Salary step advancements are granted for continued meritorious and efficient service in the position hired/promoted intoservice, and after continued improvement in assigned tasks, in conjunction with performance appraisal procedures. Recommendations are initiated by immediate supervisors and are then forwarded to the concerned department head for approval. These, in turn, shall be transmitted to the City ManagerAdministrative Services Department. Salary step advancements are not guaranteed. When an employee is denied a merit increase, the employee shall be informed of such and the reasons whytherefore in writing. The employee shall be reconsidered for advancement within three (3) months and, if still denied, may be reconsidered for advancement at any subsequent time recommended by management of the concerned department. Denial or postponement of a merit increase shall not change an employee's anniversary date or future pay review date. Employees who have received internal promotions, if assigned to the lowest next higher step of the new range offering a minimum 2 1/2 two and one-half (2-1/2) percent salary increase, shall be eligible for a step increase upon successful completion of 6 months one ( 1)year (2080 hours) in the new position. If employees are placed on a higher step that results in a salary adjustment greater than 2 1/2 percent (this, based upon the recommendation of the concerned department head and approval of the City Manager), they shall be eligible to advance to the next step of the range 1 one (1) year (2080 hours) from the date of their promotion, and this date shall also become the employee's pay review date for purposes of eligibility for future merit increases. (For additional information on pay increases and probationary requirements after promotion, also refer to Article 22: Appointments and Promotions and Article 23: Probation.)

Salary Advancement. Assigned salary ranges normally contain 5 steps. Employees move through these steps X. The City Manager may approve the appointment of an employee who is to be laid off to an existing vacancy in a lower class for which the employee is qualified without requiring an examination, provided the concerned department head so recommends. I. The names of regular employees who have been laid off or bumped down due to reduction in force shall be placed on the basis of performance in the position hired/promoted into. Regular, full-time employees an appropriate layoff reemployment list according to date separated or bumped down and shall be eligible for salary step advancement considerationreemployment. The last employee laid off or bumped down shall be the first employee on the list, with other employees listed in sequential order thereafter. Each employee on the layoff reemployment list shall remain on that list for 1 year, at which time the list expires unless extended by the City Manager. Names of employees not responding to written notification of an opening within 10 working days shall be removed from the reemployment list. The City Manager can extend the active period of the reemployment list or individual employee's eligibility on such list for a 6-month period as followsdetermined to be in the best interests of the City. J. Notice of recall from layoff shall be by return-receipt-requested mail and shall specify the date for reporting to work, which shall not be more than 21 calendar days from the date the notice is received. Notice shall be deemed to have been received when sent to the last known address on file with the City and attempted delivery or delivery is certified by the Postal Service. Upon receiving notice, the person on layoff shall have 5 calendar days to accept or decline the recall opportunity. An employee who fails to respond within the 5 calendar days, refuses recall, or fails to report on the prescribed date within the 21-calendar-day maximum thereby waives all further right to recall and reinstatement as an employee. Where recall is declined, the City will proceed to the next name on the reemployment list and follow the same notice and response procedure. This process will continue through the list until recall needs are met on the list or the list is exhausted. X. A person appointed from a reemployment list must serve a new probationary period if recall from such list occurs more than 90 calendar days after the effective date of layoff. The new probationary period in such circumstances shall be 6 months. L. Reemployed employees shall receive the following: 1. To the "B" step Retention of the salary schedule after 6 months of successful performance full-time service seniority accrued at the "A" step. The date of this increase shall become the employee's pay review date for purposes of eligibility for future merit increaseslayoff. 2. To The salary for the "C" step after 1 year classification in effect as of successful performance the date of return, at the "B" stepsame step as the date of layoff. 3. To The accrual rate of vacation and sick leave in effect for the "D" step after 1 year of successful performance employee's seniority level and class at the "C" steptime of rehire. 4. To All the "E" step after 1 year of successful performance benefits or programs in effect at the "D" step. When an employee is hired at a step other than Step "A" time of layoff shall be forfeited unless they are still applied to the classification or salary range assigned to the position, the employee shall be eligible for a step increase 6 months from the date of employment, and this date shall become the employee's pay review date for purposes of eligibility for future merit increases. Thereafter, the above merit pay procedure shall be followed, with the exceptions noted below: 1. In cases where an employee demonstrates exceptional ability and proficiency in performance as specified in separate operational rules and procedures, the employee may be given more than a 1-step salary increase at the review time of rehire or provided to new hires as of that date, subject to the approval of the City Manager and the Personnel Committee. 2. IfM. An employee who elects to resign in lieu of layoff, for whatever reason, an employee not on probation is unable to perform his/her assigned duties because of absence from work for a period in excess of 45 consecutive calendar days, the evaluation period shall be automatically extended for a similar period of time; provided, however, the department head/City Manager may evaluate the employee's past performance and submit to the City Personnel Committee a separate, written recommendation justifying/granting a merit increase and not extending the evaluation period for a period of time equal to the period of absence. If the period of absence exceeds 90 consecutive calendar days, the employee's performance evaluation and anniversary date will be extended for a similar period of time (also see Article 25: Performance Appraisal). 3. If, for whatever reason, an employee on probation is unable to perform his/her assigned duties because of absence from work for any period of time, his/her probation period, merit increase, and anniversary date shall be extended for the same length of the absence (also see Article 23: Probation and Article 25: Performance Appraisal). Salary step advancements are granted for continued meritorious and efficient service in the position hired/promoted into, and after continued improvement in assigned tasks, in conjunction with performance appraisal procedures. Recommendations are initiated by immediate supervisors and are then forwarded to the concerned department head for approval. These, in turnor while laid off, shall be transmitted forfeit all rights to the reemployment and is entitled only to those rights related to severance from City Manager. When an employee is denied a merit increase, the employee shall be informed of such and the reasons why. The employee may be reconsidered for advancement at any subsequent time recommended by management of the concerned department. Denial or postponement of a merit increase shall not change an employee's anniversary date or future pay review date. Employees who have received internal promotions, if assigned to the lowest step of the new range offering a minimum 2 1/2 percent salary increase, shall be eligible for a step increase upon successful completion of 6 months in the new position. If employees are placed on a higher step that results in a salary adjustment greater than 2 1/2 percent (based upon the recommendation of the concerned department head and approval of the City Manager), they shall be eligible to advance to the next step of the range 1 year from the date of their promotion, and this date shall also become the employee's pay review date for purposes of eligibility for future merit increases. (For additional information on pay increases and probationary requirements after promotion, also refer to Article 22: Appointments and Promotions and Article 23: Probationemployment.)

Salary Advancement. Assigned salary ranges normally contain 5 five (5) steps. Employees move through these steps on the basis of performance in the position hired/promoted intoperformance. Regular, full-time employees Employees shall be eligible for salary step advancement consideration, consideration as follows: 1. A. To the "B" step of the salary schedule after 6 successful completion of twelve (12) months of successful performance (2080 hours) at the "A" step. The date of this increase shall become the employee's pay review date for purposes of eligibility for future merit step increases. 2. B. To the "C" step after 1 successful completion of one (1) year of successful performance (2080 hours) at the "B" step. 3. C. To the "D" step after 1 successful completion of one (1) year of successful performance (2080 hours) at the "C" step. 4. D. To the "E" step after 1 successful completion of one (1) year of successful performance (2080 hours) at the "D" step. When an employee is hired at a step other than Step "A" of the salary range assigned to the position, the employee shall be eligible for a step increase 6 months one (1) year (2080 hours) from the date of employment, and this date shall become the employee's pay review date for purposes of eligibility for future merit increases. Thereafter, the above merit pay procedure shall be followed, with the exceptions noted below: 1. In cases where an employee demonstrates exceptional ability and proficiency in performance as specified in separate operational rules and procedures, the employee may be given more than a 1-step salary increase at the review date, subject to the approval of the City Manager and the Personnel Committee. 2. If, for whatever reason, an employee not on probation is unable to perform his/her assigned duties because of absence from work for a period in excess of 45 consecutive calendar days, the evaluation period shall be automatically extended for a similar period of time; provided, however, the department head/City Manager may evaluate the employee's past performance and submit to the City Personnel Committee a separate, written recommendation justifying/granting a merit increase and not extending the evaluation period for a period of time equal to the period of absence. If the period of absence exceeds 90 consecutive calendar days, the employee's performance evaluation and anniversary date will be extended for a similar period of time (also see Article 25: Performance Appraisal). 3. If, for whatever reason, an employee on probation is unable to perform his/her assigned duties because of absence from work for any period of time, his/her probation period, merit increase, and anniversary date shall be extended for the same length of the absence (also see Article 23: Probation and Article 25: Performance Appraisal). Salary step advancements are granted for continued meritorious and efficient service in the position hired/promoted into, and after continued improvement in assigned tasks, tasks in conjunction with performance appraisal procedures. Recommendations are initiated by immediate supervisors and are then forwarded to the concerned department head for approval. These, in turn, shall be transmitted to the City ManagerAdministrative Services Department. Salary step advancements are not guaranteed. When an employee is denied a merit increase, the employee shall be informed of such and the reasons whytherefore in writing. The employee shall be reconsidered for advancement within three (3) months and, if still denied, may be reconsidered for advancement at any subsequent time recommended by management of the concerned department. Denial or postponement of a merit increase shall not change an employee's anniversary date or future pay review date. Employees who have received internal promotions, if assigned to the lowest a salary step of in the new classifications salary range offering a minimum 2 1/2 five percent (5%) salary increase, shall be eligible for a step increase upon successful completion of 6 months one (1) year (2080 hours) in the new position. If employees are placed on a higher step that results in a salary adjustment greater than 2 1/2 percent (this, based upon the recommendation of the concerned department head and approval of the City Manager), they shall be eligible to advance to the next step of the new classifications salary range 1 one (1) year (2080 hours) from the date of their promotion, and this date shall also become the employee's pay review date for purposes of eligibility for future merit step increases. (For additional information on pay increases and probationary requirements after promotion, also refer to Article 22: Appointments and Promotions and Article 23: Probation.)