Common use of SALARY STEP PLAN AND SALARY ADJUSTMENTS Clause in Contracts

SALARY STEP PLAN AND SALARY ADJUSTMENTS. 181. 1. Subject to the Controller’s certification of availab le funds and procedures established by the Human Resources Director, the Appointing Officer shall have the discretion to make entrance or promotive appointments at any step in the compensation grade. The step placement determination by the Appointing Officer may be based on such factors as: a. The reappointment of a former permanent City employee, following resignation with service satisfactory, to a permanent position in his/her former classification. b. The determination of the Appointing Officer that there would be a resulting loss of compensation should the appointee accept s the position at a lower step. c. A recruiting and retention problem exists, such that all City appointments in the particular class should be above the normal step. d. A determination by the Appointing Officer that the appointee possesses special expertise, qualifications and/or skills that warrant an appointment at an advanced step. 186. e. When it is determined by the Appointing Officer that appointments of all new hires need to be in a classification at a step above the entrance rate, the Human Resources Director may advance to that step incumbents in the same classification who are below that step.

SALARY STEP PLAN AND SALARY ADJUSTMENTS. 181192. 1. Subject to the Controller’s certification of availab le available funds and procedures established by the Human Resources Director, the Appointing Officer shall have the discretion to make entrance or promotive appointments at any step in the compensation grade. The step placement determination by the Appointing Officer may be based on such factors as: a. The reappointment of a former permanent City employee, following resignation with service satisfactory, to a permanent position in his/her former classification. b. The determination of the Appointing Officer that there would be a resulting loss of compensation should the appointee accept s the position at a lower step. c. A recruiting and retention problem exists, such that all City appointments in the particular class should be above the normal step. d. A determination by the Appointing Officer that the appointee possesses special expertise, qualifications and/or skills that warrant an appointment at an advanced step. 186. . e. When it is determined by the Appointing Officer that appointments of all new hires need to be in a classification at a step above the entrance rate, the Human Resources Director may advance to that step incumbents in the same classification who are below that step.

SALARY STEP PLAN AND SALARY ADJUSTMENTS. 181. 1. Subject to the Controller’s certification of availab le funds and procedures established by the Human Resources Director, the Appointing Officer shall have the discretion to make entrance or promotive appointments at any step in the compensation grade. The step placement determination by the Appointing Officer may be based on such factors as: a. The reappointment of a former permanent City employee, following resignation with service satisfactory, to a permanent position in his/her former classification. b. The determination of the Appointing Officer that there would be a resulting loss of compensation should the appointee accept s accepts the position at a lower step. c. A recruiting and retention problem exists, such that all City appointments in the particular class should be above the normal step. d. A determination by the Appointing Officer that the appointee possesses special expertise, qualifications and/or skills that warrant an appointment at an advanced step. 186. e. When it is determined by the Appointing Officer that appointments of all new hires need to be in a classification at a step above the entrance rate, the Human Resources Director may advance to that step incumbents in the same classification who are below that step.

SALARY STEP PLAN AND SALARY ADJUSTMENTS. 181190. 1. Subject to the Controller’s certification of availab le available funds and procedures established by the Human Resources Director, the Appointing Officer shall have the discretion to make entrance or promotive appointments at any step in the compensation grade. The step placement determination by the Appointing Officer may be based on such factors as: a. The reappointment of a former permanent City employee, following resignation with service satisfactory, to a permanent position in his/her former classification. b. The determination of the Appointing Officer that there would be a resulting loss of compensation should the appointee accept s accepts the position at a lower step. c. A recruiting and retention problem exists, such that all City appointments in the particular class should be above the normal step. d. A determination by the Appointing Officer that the appointee possesses special expertise, qualifications and/or skills that warrant an appointment at an advanced step. 186. . e. When it is determined by the Appointing Officer that appointments of all new hires need to be in a classification at a step above the entrance rate, the Human Resources Director may advance to that step incumbents in the same classification who are below that step.

SALARY STEP PLAN AND SALARY ADJUSTMENTS. 181188. 1. Subject to the Controller’s certification of availab le available funds and procedures established by the Human Resources Director, the Appointing Officer shall have the discretion to make entrance or promotive appointments at any step in the compensation grade. The step placement determination by the Appointing Officer may be based on such factors as: a. The reappointment of a former permanent City employee, following resignation with service satisfactory, to a permanent position in his/her the former employee’s former classification. b. The determination of the Appointing Officer that there would be a resulting loss of compensation should the appointee accept s the position at a lower step. c. A recruiting and retention problem exists, such that all City appointments in the particular class should be above the normal step. d. A determination by the Appointing Officer that the appointee possesses special expertise, qualifications and/or skills that warrant an appointment at an advanced step. 186. . e. When it is determined by the Appointing Officer that appointments of all new hires need to be in a classification at a step above the entrance rate, the Human Resources Director may advance to that step incumbents in the same classification who are below that step.