Withholding Step Advancements. Department Directors or designees have the authority and responsibility to recommend withholding step advancements by the City Manager or designee if they are not merited. Department Directors or designees shall keep employees informed about their job performance, giving good work its proper recognition and any deficient work all possible guidance and assistance toward improvement. Department Directors or designees shall notify the employee as to the reason for withholding step advancements prior to submitting such recommendation to the City Manager.
Withholding Step Advancements. The department head has the authority and responsibility to recommend withholding step advancements by the City Manager if they are not merited. The department head shall keep employees informed about their job performance, giving good work its proper recognition and any deficient work all possible guidance and assistance toward improvement. The department head shall notify the employee as to the reasons for withholding step advancements. Should an employee’s step advancement be withheld in accordance with this section, such employee’s time-in-step for the purpose of review shall be modified in order that the next review and all subsequent reviews of performance occur at the time they would have occurred had such step advancement not been withheld. Nothing in this section shall be construed to guarantee an employee a step advancement at the time of such review.
Withholding Step Advancements. Department Directors or their designees shall keep their employees informed about their job performance, giving good work its proper recognition and deficient work guidance and assistance toward improvement. An employee’s supervisor or manager shall notify the employee in writing at least sixty (60) days prior to the employee’s time-in-step eligibility for a merit step advancement that the employee has thus far not earned the increase based on some or all of the factors listed in Section 8.04, Attaining Advancement. The notice shall objectively identify the employee’s deficiencies and further identify the specific improvement(s) that the employee must achieve to earn a merit step increase. The supervisor or manager shall provide a copy of this sixty (60) day notice to the Human Resources Director. The notice shall be placed in the employee’s personnel file along with any written response from the employee. The notice is not subject to appeal. The employee shall receive the merit step increase if the supervisor or manager does not provide the written notice to the employee at least sixty
Withholding Step Advancements. Department Directors or their designees shall keep their employees informed about their job performance, giving good work its proper recognition and deficient work guidance and assistance toward improvement. An employee’s supervisor or manager shall notify the employee in writing at least sixty (60)days prior to the employee’s time- in-step eligibility for a merit step advancement that the employee has thus far not earned the increase based on some or all of the factors listed in Section 8.04. The notice shall objectively identify the employee’s deficiencies and further identify the specific improvement(s) that the employee must achieve to earn a merit step increase. The supervisor or manager shall provide a copy of this sixty (60) day notice to the Human Resources Director. The notice shall be placed in the employee’s personnel file along with any written response from the employee. The notice is not subject to appeal. The employee shall receive the merit step increase if the supervisor or manager does not provide the written notice to the employee at least sixty (60)days prior to the merit step increase due date. If an employee does not meet the objectives described in the sixty (60)day notice, the employee’s Department Director or designee shall have the authority and responsibility to recommend to the City Manager that the City withhold the merit step advancement from the employee. Denial of a merit step increase is not grievable under Section 15.00. However, an employee denied a merit step advancement may request a meeting with the Human Resources Director or designee. The request must be made in writing (email is preferred) by the employee and submitted to the Human Resources Director within five (5) working days of the denial of the merit step increase. The meeting shall occur within thirty (30) days of the denial of the merit step increase. During the meeting, the employee may have a Union representative of his or her choice. The employee and/or Human Resources Director or designee may require the presence of the supervisor or manager who denied the merit step increase. The Human Resources Director or designee may conduct whatever additional review of the matter that he or she deems necessary to assess the employee’s denial of the merit step increase.
Withholding Step Advancements. The Department Head has the authority and responsibility to recommend withholding step advancements by the City Manager if they are not merited. The Department Head shall keep employees informed about their job performance, giving good work its proper recognition and any deficient work all possible guidance and assistance toward improvement. The Department Head shall notify employees as to the reasons for withholding step advancements. The City and the Association agree that in this Section and in Sections 7.04, Attaining Advancement, and 7.05, Use of Performance Ratings in Determining Whether Step Advancement is Merited, "merited" shall mean being worthy of or deserving of a step increase by exhibiting competent performance.
