Salary on Reassignment. A. When a regular, limited-term or probationary employee is reassigned to a class with the same recruiting step, such employee's salary and merit increase eligibility date shall not change. Such employee shall have the same probation status which would have been achieved if the employee had been in the new class throughout the period of such service in the old class.
B. When a regular, limited-term or probationary employee is reassigned to a class with a higher recruiting step, such employee's salary shall be advanced the number of steps difference between recruiting steps and the employee shall retain his or her former merit increase eligibility date, except as provided in E., below. Such employee shall have the same probation status which would have been achieved if the employee had been in the new class throughout the period of such service in the old class.
C. When a regular or limited-term employee is reassigned to a class with a lower recruiting step, such employee's salary and merit increase eligibility date shall not change. Such employee shall have the same probation status which would have been achieved if the employee had been in the new class throughout the period of such service in the old class.
D. When a probationary or probationary limited-term employee is reassigned to a class with a lower recruiting step, such employee shall have the same salary, step status, probation status and merit increase eligibility date as would have been achieved if the employee had been in the new class throughout the period of such service in the old class.
E. When a regular, limited-term or probationary employee is involved in a series of reassignments among classes with the same salary range but different recruiting steps or a series of reassignments among classes on different salary ranges, his or her salary and merit increase eligibility date shall be determined by the Chief Human Resources Officer.
Salary on Reassignment. A. When a regular, limited-term, or probationary employee is reassigned from one assignment to another comparable assignment within the same management class and salary range, the employee’s salary shall not change. Such employee shall have the same probation status.
B. Temporary or permanent movement from one assignment to another within the same management class and salary range shall include salary movement when the incumbent’s new, full time temporary or permanent assignment changes as follows:
1. Incumbent assumes full supervisory responsibility of management or supervision of high-level non-management staff. As determined by the Agency/Department Head, the amount of salary movement is that which maintains at least a 5.5% to 7.5% differential between the highest paid subordinate and supervisor not to exceed the maximum advertised rate of the salary range. Salary increases of 15% or greater require pre-approval from the Chief Human Resources Officer, the Deputy CEO (for non-elected department heads) and the CEO. Performance awards, including lump sum payments, may not be considered as a factor in equity or reassignment adjustments.
2. Incumbent assumes substantial additional responsibility for an assignment that the Agency/Department Head can document is difficult to fill and/or critical to the Department’s operations. The amount of salary movement shall be 5.5% and shall not exceed the maximum advertised rate for the class.
3. Incumbent assumes substantial responsibility for an assignment that the Department Head determines that the incumbent is the recognized technical expert for a complex, clearly identifiable area. The amount of salary movement shall be 5.5% and shall not exceed the maximum advertised rate for the class.
C. A regular, limited-term, or probationary employee moving from one assignment to another assignment while remaining in his or her current classification may receive an increase that exceeds the 5.5% maximum if: • The new assignment's responsibilities are significantly greater than the prior assignment. • The manager has been selected for the new assignment through a competitive process. • The request for an increase above the 5.5% maximum has been justified in writing and received approval by the Chief Human Resources Officer prior to the appointment. Increases shall not exceed the maximum advertised rate for the class.
X. Xx Administrative Manager may only be granted one (1) salary increase (as outlined in Section 5.B. above) wi...
Salary on Reassignment. If the position is reclassified to a class with a higher salary range, the salary of the employee shall be governed by Article I, Section 4., above, Salary on Promotion, or at the discretion of the Chief Human Resources Officer, the salary of the employee shall not be changed.
Salary on Reassignment.
A. When a regular, limited-term or probationary employee is reassigned to a class with the same recruiting step, such employee's salary and merit increase eligibility date shall not change.
B. When a regular, limited-term or probationary employee is reassigned to a class with a higher recruiting step, such employee's salary shall be advanced the number of steps difference between recruiting steps and the employee shall retain his or her former merit increase eligibility date, except as provided in E., below.
C. When a regular or limited-term employee is reassigned to a class with a lower recruiting step, such employee's salary and merit increase eligibility date shall not change.
D. When a probationary or probationary limited-term employee is reassigned to a class with a lower recruiting step, such employee shall have the same salary, step status, and merit increase eligibility date as would have been achieved if the employee had been in the new class throughout the period of such service in the old class.
E. When a regular, limited-term or probationary employee is involved in a series of reassignments among classes with the same salary range but different recruiting steps or a series of reassignments among classes on different salary ranges, his or her salary and merit increase eligibility date shall be determined by the Superior Court.
Salary on Reassignment. A. When a regular, limited-term, or probationary employee is reassigned to a class with the same recruiting step, such employee's salary and merit increase eligibility date shall not change. Such employee shall have the same probation status they would have achieved if the employee had been in the new class throughout the period of such service in the old class.
B. When a regular, limited-term, or probationary employee is reassigned to a class with a higher recruiting step, such employee's salary shall be advanced the number of steps difference between recruiting steps, and the employee shall retain their former merit increase eligibility date, except as provided in Section
Salary on Reassignment. When a regular, limited-term, or probationary employee is reassigned from one assignment to another comparable assignment within the same management class and salary range, the employee’s salary shall not change. Such employee shall have the same probation status. Temporary or permanent movement from one assignment to another within the same management class and salary range shall include salary movement when the incumbent’s new, full time temporary or permanent assignment changes as follows: Incumbent assumes full supervisory responsibility of management or supervision of high-level non-management staff. As determined by the Agency/Department Head, the amount of salary movement is that which maintains at least a 5.5% to 7.5% differential between the highest paid subordinate and supervisor not to exceed the maximum advertised rate of the salary range. Salary increases of 15% or greater require pre-approval from the Chief Human Resources Officer, the Deputy CEO (for non-elected department heads) and the CEO. Performance awards, including lump sum payments, may not be considered as a factor in equity or reassignment adjustments. Incumbent assumes substantial additional responsibility for an assignment that the Agency/Department Head can document is difficult to fill and/or critical to the Department’s operations. The amount of salary movement shall be 5.5% and shall not exceed the maximum advertised rate for the class. Incumbent assumes substantial responsibility for an assignment that the Department Head determines that the incumbent is the recognized technical expert for a complex, clearly identifiable area. The amount of salary movement shall be 5.5% and shall not exceed the maximum advertised rate for the class.
Salary on Reassignment. A. When a regular, limited-term or probationary employee is reassigned to a class with the same salary, such employee shall have the same probation status which would have been achieved if the employee had been in the new class throughout the period of such service in the old class.
B. When a regular, limited-term or probationary employee is reassigned to a class with a higher salary, such employee's salary shall be advanced to that higher salary. Such employee shall have the same probation status that would have been achieved if the employee had been in the new class throughout the period of such service in the old class.
C. When a regular or limited-term regular employee is reassigned to a class with a lower salary, such employee shall have the same probation status that would have been achieved if the employee had been in the new class throughout the period of such service in the old class.
D. When a probationary or probationary limited-term employee is reassigned to a class with a lower salary, such employee shall have the same salary and probation status as would have been achieved if the employee had been in the new class throughout the period of such service in the old class.
Salary on Reassignment. A. When a regular, limited-term, or probationary employee is reassigned from one assignment to another comparable assignment within the same management class or to another management class with the same pay grade, the employee’s salary shall not change. Such employee shall have the same probation status.
B. Temporary or permanent movement from one assignment to another within the same management class or another management class with the same pay grade shall include salary movement when the incumbent’s new, full-time temporary or permanent assignment changes as follows:
1. Incumbent assumes full supervisory responsibility of management or supervision of high-level non-management staff. As determined by the Department Head, the amount of salary movement is that which maintains at least a 5.5% to 7.5% differential between the highest paid subordinate and supervisor not to exceed the maximum advertised rate of the salary range. Salary increases of 15% or greater require pre-approval from the Chief Human Resources Officer, the Deputy CEO (for non-elected department heads), and the CEO. Performance awards, including lump sum payments, may not be considered as a factor in equity or reassignment adjustments.
C. An Administrative Manager may only be granted one (1) salary increase (as outlined in Section 6.B. above) within a twelve (12) month period while serving in the same job assignment. However, a second salary increase may be granted within the twelve (12) month period if the additional assignment and pay are approved in writing by the applicable Department Head, the Chief Human Resources Officer, and the CEO.
D. When an employee whose salary was adjusted as a result of temporary or permanent movement from one assignment to another assignment as outlined in Section 6.B. above and the assignment ends or the employee does not perform satisfactorily in the new assignment, the incumbent’s salary shall return to that which he/she would have achieved in his/her prior assignment.
