Admin order 44-11-05 - Laserfiche WebLink

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Training and Educational Aid (Contd) Educational Aid may pay up to the full cost of tuition for courses approved by your department, excluding book costs. The amount of payment depends on the availability of funds, the value of the course to the organization, and the probability the course will improve yourjob performance. Talk to your supervisor for more information. Career Development Program is designed to help all regular City employees develop a plan used for professional career growth and advancement. Contact HR for additional program information. Promotions APPM Section 3.3.3, 3.3.4 & Section 8 (Revised 09116102) All recruitment and selection procedures apply to promotions. A promotion occurs when an employee applies and is selected for a vacant position at a higher pay range than their current position. Employees who are promoted are placed at the step in the new salary range which is an increase of at least 3.75% to the nearest step on the new range. The employee cannot be lower than the first step or above the top step of the new range. If a merit increase is due at time of promotion or within two (2) months of the promotion, the supervisor may grant an additional step increase. In instances where a one- or two -step increase is not sufficient to reach the first step of the new range, the employee moves to the first step of the new range. The next merit review date for all promotions is twelve (12) months later. Transfers APPM Section 8.2 (Revised 09116102) A transfer is the movement of an employee from one position to another within the same classification or to another classification with the same salary range. Limited duration and temporary employees are not eligible for transfers. Transfer opportunities are periodically posted by Human Resources. Departments may initiate or allow a transfer within the department if it is determined that such transfer will benefit operations. In order to be transferred, you must meet the minimum qualifications for the new position. Supervisors may fill a vacant position with a transfer. This can occur in one of the following ways: a. The supervisor notifies Human Resources that they are interested in considering all employees who qualify for the transfer. Limited duration and temporary employees are not eligible for transfers. Human Resources will then announce the transfer opportunity City -wide. This is generally done via E -Mail. After considering the employees who applied, the supervisor will decide whether to fill the vacancy with a transfer or to post the vacancy. If the vacancy is posted, all employees who applied for the transfer will be so notified. b. Supervisors/managers may elect to transfer employees for business reasons. Transfers of this type which cross departments must be approved by the Executive Managers of the departments involved. Transfers into the same classification result in no change in salary or merit review date. In addition, there will be no new probationary period. Transfers into a different classification at the same salary range result in no change in salary or merit review date. A new probationary period is required. For more information about transfer, contact Human Resources. Bargaining contracts may vary from this policy. The contract language prevails. Reductions in Force (Layoffs) APPM Section 12.4.1 — 12.4.3 The City reserves the right to layoff employees; transition assistance will be provided to all employees who have been identified for layoff. If you are laid -off as a non - represented employee, HR will work with your supervisor to actively seek an alternative job within the City or outside the City. Employees may be subject to layoff due to a reduction in force in the event of circumstances such as organizational changes, lack of funds, or curtailment of work. Bargaining Unit Employees Employees covered by collective bargaining agreements have reduction in force procedures outlined in the applicable contracts. 10