Salary Plan Administration. The salaries or rates of compensation prescribed are fixed on the basis of full-time service in full-time positions, unless otherwise designated.
Salary Plan Administration a Each classification shall have an associated salary range, which shall include ten
Salary Plan Administration. 1. Employees shall be compensated on a bi-weekly basis providing for 26 pay periods in a calendar year.
2. An employee will not receive any compensation of any type while on leave of absence without pay or while absent from duty without official leave.
3. If the salary scale for a particular job classification is either increased or decreased, then all employees within that classification shall be notified of the change and maintain the same salary step level in the adjusted salary scale.
4. In accordance with accepted Merit System principles, the City may at its discretion accelerate salary step advancement for individual employees.
5. Employees shall strive to maintain established levels of performance required for the job. To achieve or maintain any given salary step level, an employee must continue to successfully provide the required level of performance, that is, fully satisfactory. All employees shall receive at least one (1) annual written department evaluation. Additionally, the City may, for just cause, at any time, assess an employee's performance by conducting an evaluation. If any such written departmental performance evaluation does not demonstrate an employee's continued successful performance, that employee may for just cause be reduced in salary step level, or demoted in job classification, subject to appeal through the grievance procedure. Any such reduction may be re-evaluated at the City's discretion, in any multiple of thirty (30) calendar days.
a. The employee shall be evaluated by his/her immediate supervisor and the appropriate Division Manager/Department Director. The evaluation shall be in writing and discussed with the employee. After the evaluation has been signed, the employee shall receive a copy and no changes will be subsequently made to the form.
b. Prior to denial/withdrawal of a merit increase or issuance of a less than satisfactory work performance evaluation, the immediate supervisor and/or appropriate Division Manager/Department Director shall make every effort to positively counsel and work with the deficient employee so that he/she will have an opportunity to improve his/her performance.
Salary Plan Administration. Each classification shall have an associated salary range with identified steps. On an employee’s anniversary date, employees shall automatically advance one step (2%).
Salary Plan Administration. Salary Range:
Salary Plan Administration. 1. Employees shall normally receive salary compensation on a bi-weekly basis with paychecks/paystubs being distributed on Friday. All Association members are strongly encouraged to utilize direct-deposit or pay distributions. Each bi-weekly pay period shall normally extend from 12:01 a.m. on the Sunday before a normal payday through 12:00 a.m. on the Saturday following a normal payday. For employees scheduled to work a 9/80 work schedule, each bi-weekly pay period shall normally extend from 12:01 p.m. on the Friday before a normal payday through 12:00 (noon) on the Friday following a normal payday.
2. An employee will not receive any compensation of any type while on leave of absence without pay or while absent from duty without official leave.
3. If the salary range for a particular job classification is either increased or decreased, the City agrees to meet with the WCE to determine appropriate placement on the salary range.
4. The City may accelerate salary step advancement for individual employees at its discretion.
5. To maintain any given salary step level, an employee must continue to maintain a fully satisfactory level of performance. All employees shall receive at least one (1) annual written department evaluation. Additionally, the City may, at any time, assess an employee's performance by conducting an evaluation. If any such written departmental performance evaluation does not demonstrate an employee's continued successful performance, that employee may be reduced in salary step level or demoted in job classification. Any such reduction will be re-evaluated, at the City's discretion, after a specified period of time not exceeding one (1) year.
Salary Plan Administration. Employees occupying a position in a classification covered by this Memorandum of Understanding shall be paid the base salary range, specified for their classification, as contained in Exhibit "A“ entitled "Salary Ranges Effective”, attached hereto and incorporated herein, sets forth the salary ranges which reflect the increases described in Section 3.7.
Salary Plan Administration. 1. Employees shall be compensated on a biweekly basis.
2. No employee shall receive compensation of any type while on leave of absence without pay or while absent from duty without official leave.
3. If the salary scale for a particular job classification is either increased or decreased, then all employees within that classification may maintain the same salary step level in the adjusted salary scale.
4. At the discretion of the Police Chief, the City may accelerate salary step advancement for individual employees.
5. The Police Chief, or designee, may do a special performance evaluation on an employee, and grant a one (1) step increase at a date other than the employee’s step anniversary date.
Salary Plan Administration. 1. Employees shall be compensated on a bi-weekly basis providing for 26 pay periods in a calendar year.
2. An employee will not receive any compensation of any type while on leave of absence without pay or while absent from duty without official leave.
3. If the salary range for a particular job classification is either increased or decreased, then the City Manager shall determine how salary rates shall be impacted for individual employees.
4. The performance of the employee shall be evaluated periodically. Such evaluation will generally be conducted annually and may be used as a basis to adjust the salary rate.
5. The Evaluation Date shall be the date on which an employee will typically receive an annual performance evaluation. This date shall be the date of hire, unless otherwise modified by the Department Director. Any change in an employee's job classification shall be considered as an appointment which establishes a new Evaluation Date. The Department Director may choose to conduct a performance evaluation more or less frequently, but the evaluation date shall not change unless specifically requested by the Department Director with the approval of the Human Resources/Risk Management Director.
Salary Plan Administration. 1. Employees shall be compensated on a biweekly basis.
2. No employee shall receive compensation of any type while on leave of absence without pay or while absent from duty without official leave.
3. If the salary scale for a particular job classification is either increased or decreased, then all employees within that classification shall maintain the same salary step level in the adjusted salary scale.
4. To maintain any given salary step level, an employee must continue to successfully maintain the required level of performance -- that is, “Meets Standards or better”. All employees shall receive at least one (1) annual written departmental performance evaluation. Additionally, the City may, at any time, assess an employee's performance by conducting a performance evaluation. If any such written departmental performance evaluation does not demonstrate an employee's continued successful performance, that employee may be reduced in salary step level or demoted in job classification. Any such reduction will be re-evaluated, at the City's discretion, after a specified period of time, not exceeding one (1) year.
5. At the discretion of the Police Chief, the City may accelerate salary step advancement for individual employees.
