Common use of Salary on Reassignment Clause in Contracts

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) 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 Agency/Department Head, the Chief Human Resources Officer and the CEO. E. 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 5.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. F. Movement of an employee within the same management class should include development of new performance goals for the new assignment.

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-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) 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 Agency/Department Head, the Chief Human Resources Officer and the CEO. E. 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 5.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. F. Movement of an employee within the same management class should include development of new performance goals for the new assignment.

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 rangerangeor 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 and andor another management class with the same pay grade salary range shall include salary movement when the incumbent’s new, full 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) 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 Agency/Department Head, the Chief Human Resources Officer and the CEO. E. 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 5.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. F. Movement of an employee within the same management class should include development of new performance goals for the new assignment.

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 awardsrewards, including lump sum payments, may not be considered as a factor in equity or reassignment adjustmentsdetermining the amount of increase to maintain this salary differential. 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) 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 Agency/Department Head, the Chief Human Resources Officer and the CEO. E. 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 5.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. F. D. Movement of an employee within the same management class should include development of new performance goals for the new assignment.

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 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 D. An Administrative Manager may only be granted one (1) salary increase (as outlined in Section 5.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 Agency/Department Head, the Chief Human Resources Officer Officer, and the CEO. E. 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 5.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. F. Movement of an employee within the same management class should include development of new performance goals for the new assignment.

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 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 andfill 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) 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 Agency/Department Head, the Chief Human Resources Officer Officer, and the CEO. E. 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 5.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. F. Movement of an employee within the same management class should include development of new performance goals for the new assignment.