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Policy Title: Acting -in- Capacity (AIC) for Non - Represented Employees Purpose: To clarify how Acting -in- Capacity pay is Scope: All City of Eugene non - represented employees; should refer to the appropriate labor agreement Policy Statement: The City of Eugene provid in a higher classification. Acting -in- Capacity { a represented employees when they assume duties higher classification for a temporary period of time. Policy Procedure: Acting in capacity pay is given n?J responsibilities of a higher classificat must meet the minimum qualification: pto employees ented employees p "' IIIIIIIII �pyees work )I wh I� ,P be ward non - 6sibtlities1ssictned to a 9 when they assume the duties and a temporary period of time. The employee ie assigned classification and must perform the full scope of work in the assigned Non-representedA loyees who are actingdln the capacity of a higher classification receive aone -ste 4 or are paid at least the first pay step of the AIC range. If ll the acting- in -capac d I ignificantly higher than the regularly assigned duties, non - represented em oy �� (' 06�ive a larger adjustment, not exceeding the top step of the acting-in - cacity range. This situation should be discussed in advance with Human Resources. The pay increase is effective after fifteen (15) consecutive days of assignment in the higher classification. If the AIC assignment is for more than fifteen (15) consecutive calendar days, AIC pay starts on the first day of the assignment. Non- represented employees on a long -term AIC assignment, who are at the top step of their regular pay, may be considered for a one -step merit increase after one year AIC assignment. This increase should be based on a performance review and must be within the AIC range (e.g., the employee cannot go above the top step of the AIC range). Acting -in- capacity which lasts for more than one pay period must be processed with a Personnel Action Form (PAF). City of Eugene APM No: 7.5 Administrative Policy Manual Date Updated: August 1, 2011 Policy Title: Acting -in- Capacity (AIC) for Non - Represented Employees Purpose: To clarify how Acting -in- Capacity pay is Scope: All City of Eugene non - represented employees; should refer to the appropriate labor agreement Policy Statement: The City of Eugene provid in a higher classification. Acting -in- Capacity { a represented employees when they assume duties higher classification for a temporary period of time. Policy Procedure: Acting in capacity pay is given n?J responsibilities of a higher classificat must meet the minimum qualification: pto employees ented employees p "' IIIIIIIII �pyees work )I wh I� ,P be ward non - 6sibtlities1ssictned to a 9 when they assume the duties and a temporary period of time. The employee ie assigned classification and must perform the full scope of work in the assigned Non-representedA loyees who are actingdln the capacity of a higher classification receive aone -ste 4 or are paid at least the first pay step of the AIC range. If ll the acting- in -capac d I ignificantly higher than the regularly assigned duties, non - represented em oy �� (' 06�ive a larger adjustment, not exceeding the top step of the acting-in - cacity range. This situation should be discussed in advance with Human Resources. The pay increase is effective after fifteen (15) consecutive days of assignment in the higher classification. If the AIC assignment is for more than fifteen (15) consecutive calendar days, AIC pay starts on the first day of the assignment. Non- represented employees on a long -term AIC assignment, who are at the top step of their regular pay, may be considered for a one -step merit increase after one year AIC assignment. This increase should be based on a performance review and must be within the AIC range (e.g., the employee cannot go above the top step of the AIC range). Acting -in- capacity which lasts for more than one pay period must be processed with a Personnel Action Form (PAF).