Admin order 44-11-05 - Laserfiche WebLink

Home Browse Search

Compensation If you are a represented employee, you will need to refer to the appropriate contract provisions in addition to the information below; specific contract provisions may differ from these policies. General Information of Salaries & Benefits New employees appointed to regular positions normally are hired at the first step of the range for their classification. If you are hired for an exempt (non - represented) full -time or part -time position or a confidential (non - represented) full -time position, your salary is based on your regularly scheduled work hours. Vacation and sick leave is earned based on the actual hours worked in a pay period. If you are hired for a confidential (non- represented) part -time position, you will be paid and earn vacation and sick leave benefits based on the actual hours you work in that position. The cost of health insurance varies depending on the coverage you select. Position Classification APPM Section 6.1 (Revised 06107199) The City's classification manual and salary schedules are available on -line in each department. The classification manual contains a general description of the job duties and corresponding knowledge, skills, and abilities required by each job classification. Employees should be familiar with their classification description. The City maintains a pay range for each job classification. These ranges and the classes assigned to them are reviewed and adjusted periodically. Merit Increases APPM Section 6.3.1 (Revised 09116102 You will be considered for a merit increase when you successfully complete your probationary period and each year thereafter. These increases are not automatic and depend on your level of performance. Employees at the maximum salary for their classification cannot receive merit increases. Exceptional Merit Increases APPM Section 6.3.2 (Revised 09116102) Supervisors, who find an employee's progress or performance to be outstanding, may recommend a one -step exceptional increase to their Executive Manager. Supervisors must get prior approval from the Executive Manager before notifying the employee. Such increases do not affect the next salary review date. Both a performance evaluation which demonstrates exceptional performance and a memo in support of the exceptional merit increase that is signed by the Executive Manager shall be attached to the PAF and sent to Human Resources. Limited duration employees are not eligible for exceptional merit increases. Position Reclassification APPM Section 7.3 (Revised 09113102) Positions that require similar levels of responsibility, knowledge, skill, and ability are placed in the same job classification. If you think that your classification is not appropriate, you should talk with your supervisor. If the duties of your position change sufficiently and your current classification is no longer appropriate, your supervisor may initiate a reclassification request to your Executive Manager and submit a review request to HR. If the request is approved, you will be reclassified (upward or downward) to a more appropriate classification for your position. Salary Range Adjustments for Position Reclassification APPM Sections 7.3.4 If the reclassification is to a higher salary range, the employee moves to the nearest step that provides at least a 3.75% increase; the employee cannot be lower than the first step or above the top step of the new range. The merit review date is moved forward twelve (12) months from the effective date of the reclassification. If the reclassification is to a lower salary range, there is either no impact on the employee's salary or the employee is red - circled (APPM Section 6.6). The next merit review is not changed. "Red circle" is the freezing of an employee's salary for a period not to exceed twelve (12) months due to reclassification to a lower pay range, a reduction in pay range due to market data or a voluntary job change to avoid lay -off. Benefits are not red circled. If the reclassification is to a classification at the same salary range, there is no impact on either the employee's salary or next merit review date. 12