Step Placement. Employees occupying a position in the competitive service shall be paid a salary or wage within the range established for that position's class as set forth in Exhibit “B”. The minimum rate for the class shall apply to employees upon original appointment to the position except as may be determined by the City Manager within the negotiated wage ranges. Employees who have been laid-off and are rehired to the same classification shall be placed on the same wage step they were in when laid-off. Transfers shall not affect an employee's salary rate. Employees appointed to any of the positions set forth in Exhibit “B” and employed or working on a part-time basis shall be paid in proportion to the time worked and described in their appointment.
Step Placement. When a reclassification action occurs, the justification for the action taken shall be provided in writing to the affected employee or employees. When an employee is reclassified to a position having a higher maximum regular base hourly rate, the employee’s pay shall be increased to the pay step amount which is at least, and closest to, 3 percent higher than the pay they received prior to the reclassification. When an employee is reclassified to a position having the same maximum regular base hourly rate, the employee’s pay step amount shall remain the same. When an employee is reclassified to a position having a lower maximum regular base hourly rate, the employee’s pay shall be decreased to the pay step amount closest to their present regular base hourly rate. However, when the employee’s regular base hourly rate of pay, prior to the reclassification, is greater than step 9 of the newly assigned pay grade, the employee’s regular base hourly rate of pay shall be frozen as of the date of the reclassification. The employee’s regular base hourly rate shall remain frozen until such time as step 9 of the pay grade assigned to the employee’s classification is equal to or greater than the employee’s frozen rate of pay. When that occurs, the employee shall be placed into step 9 of the new pay grade assigned to the employee’s classification. When a reclassification occurs in a multi-incumbent classification and incumbents compete for the classification, the salary placement shall be administered in the same manner as a promotion in Article 13, Section 3.
Step Placement. When an employee is promoted to fill a position, the employee shall be placed into the pay step of the new position which is at least, and closest to, 5 percent higher than the pay step received prior to the promotion. However, if pay step 9 of the new position is less than 5 percent higher than the pay step received prior to the promotion, the employee will be placed at step 9 with the lower percentage increase. The employee will not be eligible for a step increase upon completion of probation, but will be eligible for step progression in the normal prescribed intervals and procedures as defined in Article 7, Wages.
Step Placement. A teacher shall be granted a step placement credit for each year of prior teaching or related experience up to the sixth step. Additionally, a career technical teacher shall be granted a step placement credit for every two (2) years of related work experience up to the sixth step. Additional step placement credit may be granted at the discretion of the Appointing Authority. Notwithstanding the above, the Appointing Authority may initially hire teachers into the classification Arts Education Teacher on any step within any lane in the salary grid. Thereafter, step movement shall be governed by the provisions of Article 25. Initial hiring rates assigned are not arbitrable.
Step Placement. An employee shall be granted a step placement credit for each year of prior teaching or related experience up to the sixth step. Additionally, a vocational teacher shall be granted a step placement credit for every two (2) years of related work experience up to the sixth step.
Step Placement. A. Employees will be compensated on a salary range consisting of seven (7) steps. The salary percentage differential for the seven steps is as follows:
1. Between steps 1 and 2, the salary assigned to Step 2 is 5% greater than the salary assigned to Step 1.
2. Between steps 2 and 3, the salary assigned to Step 3 is 5% greater than the salary assigned to Step 2.
3. Between steps 3 and 4, the salary assigned to Step 4 is 5% greater than the salary assigned to Step 3.
4. Between steps 4 and 5, the salary assigned to Step 5 is 5% greater than the salary assigned to Step 4.
5. Between steps 5 and 6, the salary assigned to Step 6 is 2.5% greater than the salary assigned to Step 5.
6. Between steps 6 and 7, the salary assigned to Step 7 is 2.5% greater than the salary assigned to Step 6.
B. The first step is the minimum rate and shall be the usual hiring rate for all classes. In cases where it is difficult to secure qualified personnel, or a person of unusual qualifications is employed, the District may authorize appointment at a rate other than the first step. An overall mid–year or annual review rating of “Needs Improvement” or “Unsatisfactory” will result in the denial of a step increase until the employee’s overall performance is rated at least “Meets” in a future evaluation period.
C. An employee shall be eligible for advancement to:
1. The second step after completion of six (6) months of competent service in the first step and approval of the District, except that a new employee shall advance to the second step after completion of his/her first twelve (12) months of competent service and approval by the District.
2. The third, fourth, or fifth steps after completion of twelve (12) months of competent service in the preceding step and approval of the District.
3. The sixth and seventh steps after completion of thirty (30) months of competent service in the preceding step and approval of the District.
D. Approved salary adjustments will be made retroactive to the first pay period of eligibility, unless the adjustment is withheld due to less than satisfactory performance.
Step Placement. A. Employees will be compensated on a salary range consisting of seven (7) steps. The salary percentage differential for the seven (7) steps is as follows:
1. Between Steps 1 and 2, the salary assigned to Step 2 is approximately 5% greater than the salary assigned to Step 1.
2. Between Steps 2 and 3, the salary assigned to Step 3 is approximately 5% greater than the salary assigned to Step 2.
3. Between Steps 3 and 4, the salary assigned to Step 4 is approximately 5% greater than the salary assigned to Step 3.
4. Between Steps 4 and 5, the salary assigned to Step 5 is approximately 5% greater than the salary assigned to Step 4.
5. Between Steps 5 and 6, the salary assigned to Step 6 is approximately 2.5% greater than the salary assigned to Step 5.
6. Between Steps 6 and 7, the salary assigned to Step 7 is approximately 2.5% greater than the salary assigned to Step 6.
B. The first step is the minimum rate and shall be the usual hiring rate for all classes. In cases where it is difficult to secure qualified personnel, or a person of unusual qualifications is employed, the District may authorize appointment at a rate other than the first step. An overall annual review rating of “Needs Improvement” or
Step Placement. A. Initial Hire
Step Placement. A. When an employee transfers from one department to another department without a change in job classification, the salary step shall remain the same. The employee will not be eligible for a step increase upon completion of probation, but will progress in steps in the normal prescribed intervals based on the effective date of their last increase.
B. When an employee transfers from one job classification to another job classification with the same or lower maximum regular base hourly rate of pay, the employee must have completed a minimum of one year of experience in the same field at the same level of difficulty for each step granted above step 1 in the new pay scale. The salary step placement will be made at the discretion of the appropriate department head. After successful completion of a six-month probation period, the transferred employee may be eligible to advance to the next step. An employee shall only be eligible for such step increase in the event that their regular base hourly rate of pay was reduced at the time of transfer.
Step Placement. 12 Employees shall be placed on the new pay scale at a step that 13 matches their pay on June 30th unless an employee’s anniversary date falls on July 15 employees will be eligible for a step increase on their anniversary date. Health 16 Department employees shall not be maintained on a step that is lower than where 17 they would be placed as an incoming New Hire under the Health Department Criteria 18 for Hiring. In no event will employees be paid less than step 1. 19 Employees who are at the top step of the salary range and have not received 20 a step increase for at least twelve (12) months shall have a reset anniversary date for 21 purposes of wage adjustments of July 1st.
