Starting Pay. Upon award of bid and subsequent placement in the position, the employee’s starting pay will be the lowest Step in the new Pay Grade that is not less than the current wage. If the employee is awarded a position that is classified in a lower Pay Grade, the employee will be placed in the Step that is closest to his/her current pay, but shall not be guaranteed his current pay (i.e., the Employer shall not redline). If the employee is awarded a position that is classified in the same Pay Grade as his/her current position, the employee shall remain at the same Step until such time as the normal step increase is due (Reference Article XIV, Wages).
Starting Pay. Newly hired Police Officers will be placed on Step 1 of the Police Officer salary range. Lateral Police Officers with at least two years’ experience as a law enforcement officer and who hold DPSST Basic Certification upon hire will be placed on the appropriate step of the salary schedule based on an evaluation of education, certification, and experience per the city’s compensation administration policy. Non-sworn employees in the association will be placed on the appropriate step of the salary schedule based on an evaluation of education and experience per the city’s compensation administration policy. Police Officers who promote to Police Sergeant will be placed on the lowest step of the Police Sergeant salary schedule which is no less than 10% above the employee’s current base rate, not to exceed the top step of Police Sergeant.
Starting Pay. With the exception of clerical employees, all employees shall be paid at a pay rate of ten percent (10.00%) below the base rate for their classification for a period of twelve (12) months. At the end of twelve (12) months, employees shall be paid the negotiated base rate for their classification.
Starting Pay. The starting salary for all newly hired employees shall be established by the Board but shall not be greater than Step 1.
Starting Pay. Recognizing the College’s need to attract the best candidates, both parties agree that equal consideration must always be given for internal equity issues. Therefore, external candidates will not be offered a starting salary any higher than six (6) percent above the minimum of the grade’s range for positions, unless the position is determined to be hard-to-fill, as defined below. For technical and hard-to-fill positions, external candidates will not be offered a starting salary any higher than five (5) percent below the midpoint of the grade’s range, which needs to be mutually agreed upon by the Union and the College. Starting salary will be based upon factors such as the candidate’s match to the required and preferred qualifications for the position. Any exceptions to the above must be mutually agreed upon by the College and the Union. Hard to fill positions are designated as those that: • Special or unique competencies required for the position • The availability and quality of candidates possessing the competencies required for the position • The success of recent searches to recruit candidates for this position using indicators such as: • Offer acceptance rates • The proportion of positions filled • The length of time required to fill the position • The salaries in the market for the role typically falls outside the College’s compensation model for this position • Employment trends and labor-market factors using indicators such as geographic factors
Starting Pay. The Union understands the College’s need to make positions appealing to outside candidates. However, equal consideration must always be given for internal equity issues. Therefore, outside candidates will not be offered a starting salary any higher than six (6) percent above the minimum of the grade’s range for non-technical positions. For technical and hard-to-fill positions, outside candidates will not be offered a starting salary any higher than ten (10) percent below the midpoint of the grade’s range. Starting salary will be based upon factors such as the candidate’s match to the required and preferred qualifications for the position. Any exceptions to the above must be mutually agreed upon by the College and the Union.
Starting Pay. New employees hired on or after January 1 of each year will start at the minimum salary for their grade classification. Previous law enforcement experience may be considered in determining the starting salary of a Patrol Officer. Starting pay above Step 1 is allowed per guidelines below: Step 2 or 2% above starting wage SD State Certified Officer not working in law enforcement yet (I.E. LATI graduate) Step 3 or 4% above starting wage SD State Certified Officer working with an agency for up to two (2) years Step 4 or 6% above starting wage SD State Certified Officer working with an agency from two (2) to five (5) years Maximum 8% SD State Certified Officer for (5) plus years as an Officer
