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RULE 5
Compensation
Section 1. Compensation.
a. Where graded scales of compensation have been established for positions in the City Service, appointment to such positions from either original or promotional eligible lists will normally be made at the lowest compensation rate, except as follows:
(1) Persons already in the service of the City shall have their salary set in accordance with paragraph (b) below. (Amended 8/25/09)
(2) Persons hired under the Professional Managerial or Executive Compensation Plan shall additionally be compensated in accordance with Sections 4 and 5 of this Rule. Subsections (g) and (h) of this section shall not apply to persons hired under the Executive Compensation Plan. (Amended 12/18/84, 2/1/94, 11/1/94, 9/13/05, 8/25/09)
(3) Persons hired to general services positions with certificates, licenses or exceptional qualifications that the Human Resources Director has determined are hard to recruit for, may be hired at other than the entry rate upon authorization of the Human Resources Director, City Manager or designee. (Added 7/31/07) (Amended 8/25/09)
b. The salary of a person already in a regular position in the classified service of the City will not be reduced upon entry or promotion to another position in a higher graded class. If the minimum salary for the new classification is less than the employee's current rate of pay, salary advancement shall be five percent (5%) higher than the pay rate prior to entry or promotion. (Amended 3/22/88, 12/19/89, 9/17/91, 2/1/94, 11/1/94 and 7/31/07)
c. A transfer from one position to another position in the same class will not deprive the person transferred of his credit for length of service in the former position.
d. Advancement in salary through a pay range will be made on the basis of meritorious service, efficiency, and length of service. (Amended 3/22/88, 9/15/92 and 2/1/94)
e.An annual competency increase may be added to employee’s current pay rate provided that it does not result in a salary which exceeds the maximum of the applicable pay range and the funds for such increases have been budgeted by City Council. Annual competency increases will be available to all regular full and part-time employees earning an overall rating of “meets performance standards” or higher on his annual performance evaluation, upon recommendation of the Department Head or City Manager, as applicable, and approval of the Human Resources Director, in accordance with and at such time and in such manner as specified in the budget resolution adopted for the fiscal year in which the increase is awarded. If no time or manner for competency increases is specified in the budget resolution, then any such increases will be given on the first day of the pay period following the pay period in which the employee’s Annual Anniversary Date below falls. (Amended 9/13/05, 7/31/07, 8/25/09)
f. Annual Anniversary Date is defined as the month and day that the employee entered their current class and grade adjusted for periods of leave without pay in accordance with Ordinance 8064, as amended. (Amended 9/15/92, 2/1/94, 9/13/05, 8/25/09)
g. A merit increase for employees in the General Services and Professional/Managerial Plans shall be based on meritorious service in accordance with regularly scheduled performance evaluations as set forth herein. Meritorious service increases shall also include any increase based on acquisition of additional qualifications or certifications as set for in Ordinance 8064. Merit increases will not exceed the percentage of a department’s regular workforce excluding employees in the Executive Compensation Plan, in each fiscal year, as set forth in the annual budget resolution. An employee shall become eligible for a merit increase after completion of 12 months of “Meets Performance Standards” or higher rating in the same class and grade, including probationary period, if applicable. The amount of the merit increase will be set in the budget resolution adopted for the fiscal year in which the increase is awarded. Advancement shall be made upon recommendation of the Department Head and approved on a quarterly basis in the manner designated by the City Manager, if funds for merit increases have been budgeted by the City Council for the fiscal year in which they are to be received. The award of merit increases may be delayed by the City Manager, when the City Manager determines that such action is appropriate for purposes of maintaining a balanced budget or as otherwise provided in the annual budget resolution. (Amended 9/15/92, 9/21/93, 2/1/94, 9/13/05, 7/31/07, 8/25/09)
h. An employee’s eligibility for a merit or competency increase will be based on the employee’s evaluations for the prior twelve months of service prior to the Annual Anniversary Date of the employee, or the acquisition by the employee of additional qualifications or certifications as set forth in Ordinance 8064. (Added 7/5/94) (Amended 9/13/05, 8/25/09).
Section 2. Compensation Changes.
a. The wages and salaries of all persons in the Civil Service will be reduced by the same percentage whenever the budget set by the Council for all wages and salaries is less than that normally required by the classification and compensation plans. Reductions in wages and salaries, that are required due to economic conditions, will be made as determined by the City Manager, in accordance with Section 6.4-3 of the Charter. (Amended 8/25/09)
b. Except for reclassification or similar study, or merit increases, general increase in wages and salaries will be applied uniformly to all persons in the Civil Service.
Section 3. Transfer to Same Class and Grade.
Whenever an employee in any department of the City wishes to transfer to a position in another department, the employee must have received a “meets performance standards” or higher rating on their most recent scheduled performance evaluation and must have not been disciplined in the last 12 months. Persons on a transfer list will be eligible for certification for a period of 24 months provided they have not waived certification or have been non-selected a combination of three (3) times. The names of persons who waive certification or have been non-selected a combination of three (3) times shall be removed from eligible list. The Employee shall retain his grade and pay rate, provided: (Amended 7/31/07, 8/25/09)
a. The position is in the same class and grade as the one from which transfer is made; or
b. The employee has been performing services substantially similar in nature and having similar requirements as to education and experience to those of the new position, as determined by the Human Resources Director. Seniority credit where applicable will be given to the employee for the number of years he has been performing similar work in the former department. (Amended 2/1/94 and 7/31/07)
Section 4. Executive Compensation Plan.
a. The Executive Compensation Plan and the salary schedules for the plan including the starting salary shall be as set forth in Ordinance 8064, as amended. (Amended 7/31/07, 8/25/09)
b. Merit increases for employees in the Executive Compensation Plan shall be based on meritorious service in accordance with regularly scheduled performance evaluations. An employee shall become eligible for a merit increase after completion of 12 months of “meets performance standards” or higher rating in the same class and grade, including probationary period, if applicable. The amount of the merit increase for employees in the Executive Plan shall be set in the budget resolution adopted for the fiscal year in which the increase is awarded. Merit increases for employees covered by this plan will be made upon recommendation of the Department Head and approved on a quarterly basis in the manner designated by the City Manager. The award of merit increases may be delayed by the City Manager, when the City Manager determines that such action is appropriate for purposes of maintaining a balanced budget or as otherwise provided in the annual budget resolution. (Amended 2/1/94, 8/31/04, 9/13/05, 7/31/07, 8/25/09)
c. Any provisions of these Rules relating to compensation which conflict with the provisions in this section shall not apply to those persons covered in the Executive Compensation Plan. (Section 4 passed 12/18/84) (Amended 7/31/07, 8/25/09)
Section 5. Professional/Managerial Compensation
a. The Professional/Managerial Plan and the salary schedules for the plan including the starting salary shall be as set forth in Ordinance 8064, as amended. (Amended 8/25/09)
b. At any time that any position in the Professional/Managerial Compensation Plan needs to be re-evaluated, re-evaluation will be investigated by the Human Resources Department, and reassigned to the proper level in the Professional/Managerial Compensation Plan in accordance with the standards established in the Charter and Rules as to reclassification of positions, as recommended by Civil Service Commission and approved by City Council. (Amended 7/31/07)
c. Any provisions of these Rules relating to compensation which conflict with the provisions in this section shall not apply to those persons covered in the Professional/Managerial Compensation Plan. (Passed 9/6/88 and 2/1/94) (Amended 8/25/09)
Section 6. Transfer During Probationary Period.
a. In order to have a request for a transfer approved, a person must have completed a probationary period in the class to which transfer is being requested, except as provided in paragraph b.
b. In cases where a position is abolished, a transfer request may be made by either the employee or the City. In such cases, a transfer may be approved while the employee is still serving in a probationary period for the class to which transfer is requested, provided that the balance of the employee’s probationary period not yet served be retained by the employee in the new department, and that the rules regarding transfer and the order of certification and all provisions regarding transfers are met. (Passed 1/2/85) (Amended 9/13/05)
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