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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.
(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, and 11/1/94, 9/13/05)
(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 City Manager. (Added 7/31/07)
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. Annual increases will be available to all regular full and part-time employees earning an overall rating of competent or higher on his/her annual performance evaluation in accordance with the budget resolution adopted for the fiscal year in which the increase is awarded. (Amended 9/13/05 and 7/31/07)
Advancement shall be made on the first day of the pay period following the pay period in which the employee’s Annual Anniversary Date as defined in paragraph “f” below falls, upon recommendation of the Department Head, or City Manager, as applicable, and approval of the Human Resources Director, if funds for increases have been budgeted by City Council for the fiscal year in which they are to be received. (Amended 9/15/92, 2/1/94, 8/31/04, 9/13/05 and 7/31/07)
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. (Amended 9/15/92 and 2/1/94, 9/13/05)
g. A merit increase shall be based on meritorious service in accordance with regularly scheduled performance evaluations as set forth herein. 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 “exceeds performance standards” or “exceptional” performance 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. (Amended 9/15/92, 9/21/93, 2/1/94, 9/13/05, 7/31/07 and 7/31/07)
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. (Added 7/5/94, Amended 9/13/05).
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.
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 competent rating on their last two performance evaluations and have not been disciplined in the last 12 months. The Employee shall retain his grade and pay rate, provided: (Amended 7/31/07)
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 shall include, assistant directors of all departments and all other positions as determined by City Council by ordinance. (Amended 7/31/07)
b. The salary schedules of the Plan shall consist of salary levels, with a minimum and maximum range for each level, such salary schedules to be adopted by City Council by ordinance. (Amended 7/31/07)
c. The starting salary for any person covered under the Plan shall be determined by City Manager but shall normally be no greater than the midpoint of the range for the position; however, an applicant or employee may be hired up to the third quartile of the range upon recommendation of the City Manager subject to procedures approved by the Commission and subject to the current pay scale adopted by the City Council for the fiscal year. (Amended 6/5/90, 3/17/92, 8/31/04 and 7/31/07)
d. 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 “exceeds performance standards” or “exceptional” performance 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. (Amended 2/1/94, 8/31/04, 9/13/05 and 7/31/07)
e. Any provisions of these Rules relating to compensation which conflict with these provisions shall not apply to those persons covered in the Executive Compensation Plan. (Section 4 passed 12/18/84, Amended 7/31/07)
Section 5. Professional/Managerial Compensation
a. The Professional/Managerial Plan shall include classes within professional and managerial functions as determined by City Council by ordinance.
b. The salary schedules of the Plan shall consist of salary levels, with minimum and maximum pay rates for each level, such salary schedules to be adopted by City Council by ordinance. (Amended 2/1/94 and 7/31/07)
c. The starting salary for any person covered under the Plan shall normally be at the entry rate; however, in cases where the person is already a regular employee in the service of the City, or in cases where an applicant with exceptional qualifications, or where recruiting efforts have failed to fill a position at the minimum, the applicant or employee may be started at a higher rate, not to exceed the top of the third quartile of the range. A starting salary above the entry rate must be approved by the Human Resources Director and City Manager. (Amended 3/17/92, 2/1/94, 11/1/94, 8/31/04, 9/13/05 and 7/31/07)
d. 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)
e. Any provisions of these Rules relating to compensation which conflict with these provisions shall not apply to those persons covered in the Professional/Managerial Compensation Plan. (Passed 9/6/88 and 2/1/94)
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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