Employee Handbook
Section 5 — Job Classification/Compensation
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Section Number: |
5.2 |
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Section Title: |
Pay Adjustments |
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Adoption Date: |
October 1, 2004 |
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Most Recent Update: |
October 2018 |
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Applicability: |
Regular Full-time, Regular Part-time, Seasonal/Temporary, Intermittent |
To keep salary structures equitable and competitive, the Pay Plan is reviewed annually.
Regular full-time and part-time non-union hourly employees are eligible for an annual Merit Increase, up to the maximum of their Pay Grades, upon successful completion of the annual review.
Overall, all Pay Plans are subject to budgetary, City Manager, and City Council approval.
Pay increases for employees receiving an unsatisfactory review will be delayed at three-month intervals until satisfactory performance has been reached, up to a maximum extension of six months. A delay in the performance review will not change the annual review date previously established.
Pay increases for seasonal/temporary/intermittent employees are at the discretion of the department director.
Full-time salaried employees are eligible for an annual Merit Increase, up to the maximum of their Pay Grades, upon successful completion of the annual review.
Overall, Pay Plans are subject to budgetary, City Manager, and City Council approval.
Pay increases for employees receiving an unsatisfactory review will be delayed at three-month intervals until satisfactory performance has been reached, up to a maximum extension of six months. A delay in the performance review will not change the annual review date previously established.
A Promotion is the movement of an employee to a new position with a higher Pay Grade. In no case will an employee earn less than the minimum of the new Pay Grade. The new rate of pay must be approved by the department director, the Human Resources Director, and the City Manager.
The employee will receive an Introductory Period review and an annual performance review.
Promoted non-union employees may be eligible for the first Merit Increase at the next July 1st performance review period following the Promotion date. (Going forward the employee's annual Review Date will be July 1st.)
Promoted union employees may be eligible for the first Merit Increase 12 months from the Promotion date, thus changing the employee's annual Review Date from that point forward.
Pay increases will be evaluated and determined by union contracts, past practice, or department policy.
A Demotion is the movement of an employee (voluntarily or involuntarily) to a new position with a lower Pay Grade. The new rate of pay must be approved by the department director, the Human Resources Director, and the City Manager.
Although the employee will receive a performance review at six months and 12 months, the demoted employee will not be eligible for the first Merit Increase until 12 months from the Demotion date (thus changing the employee’s annual Review Date from that point forward).
Temporary pay increases may be granted for employees who assume additional responsibilities of a higher level position, on an interim basis for a specified period of time, or until a vacant position is filled. Prior approval must be obtained by the department director, the Human Resources Director and the City Manager.
A Transfer is a move to another position in the same pay range. Typically, there is not a change in pay as a result of a Transfer.
If the Transfer is to a new position, the employee will receive a six-month performance review; however, the annual Review Date will not change and may be based on the performance in the old and new positions.