§ 3.30.125. Advancements within pay range.  


Latest version.
  • A.

    Advancement on completion of probation. Upon satisfactory completion of an employee's probationary period after initial appointment or promotion, his entrance salary may be advanced one increment to the next higher step in the salary range for the class assigned; except:

    1.

    Where this chapter specifies elsewhere that no probationary increase shall result even though a probationary period must be served; or

    2.

    Where employees are promoted, appointed or reappointed at the maximum step.

    B.

    Deferral of probationary increase. In accordance with rule 7, the probationary period may be extended with prior approval of the director. The probationary increase will be withheld until satisfactory completion of the probationary period. The effective date of a deferred probationary increase will be the date following successful completion of extended probation.

    C.

    Annual merit increase. After satisfactory completion of probation, employees shall have their performance reviewed annually on their merit anniversary date, and their salaries may be advanced one increment to the next higher step in their salary range as recommended by the agency head and approved by the director. Such advancement may be made annually until employees have reached the maximum step of the salary range for their position.

    D.

    Deferral or denial of merit increase. When an employee's overall evaluation report rating is below average during the past merit anniversary year, the agency head may deny the merit increase or defer the merit increase for a stipulated period of time, during which the employee must make certain specific improvements, or the merit increase will be denied. Written notice of the denial or deferral, and the reasons therefor, shall be given to the employee on the performance evaluation report prior to the merit anniversary date. The deferred merit increase may be approved at any time during the deferral period if the agency head determines that the employee has demonstrated satisfactory improvement. The deferred merit increase shall be effective the day following such approval. The merit anniversary date shall not be changed because of merit increase deferral or denial.

    E.

    Supervisory compensation adjustment.

    1.

    In reviewing the salaries of supervisory employees the mayor may make such individual adjustments as he deems necessary, consistent with sound budgetary practice, to ensure that supervisors are fairly compensated in comparison to those persons they supervise.

    2.

    The mayor shall review each approved individual adjustment annually to ensure it continues to be appropriate. Adjustments may be discontinued at any time, if the mayor determines that the adjustment is no longer warranted.

    3.

    Authorized adjustments include:

    a.

    Adjustment to base salary.

    b.

    Allowances or incentives available to persons they supervise under a labor agreement.

    4.

    Adjustments which are inconsistent with the overtime, leave, holiday and other pay provisions of this Code may not be granted. The authorized step placement of subordinate employees and the entitlement of subordinate employees to longevity pay differential shall not be the sole basis for granting a supervisory compensation adjustment.

    F.

    Special compensation adjustment. The director may, upon request of an agency head, authorize placement at a higher step in the range than is presently earned by the employee through merit step advancement. The agency head must provide evidence that such step placement is essential to retain an employee with unique qualifications and/or demonstrate that there is a specific and special need to retain the employee's services or where recruitment difficulties and market conditions necessitate such an action. The employee's merit anniversary date shall not be changed because of a special compensation adjustment.

    G.

    Market based compensation adjustment. In the event the director determines that market conditions require certain essential job classifications to be compensated above the existing range to enable the municipality to attract and/or retain qualified personnel, the director may designate certain job classifications as critical to the municipality. Individual incumbents occupying such job classifications may be compensated at a rate or amount not to exceed 125 percent of the maximum step of the range. Market based compensation adjustments may be paid as additional pay in monthly, quarterly or semi-annual amounts as determined by the director. Market based compensation adjustments are temporary in nature and may cease at any time as determined by the director.

(AO No. 79-195; AO No. 91-93; AO No. 94-117, § 23, 7-26-94; AO No. 97-102, § 8, 8-19-97; AO No. 98-130, § 1, 8-18-98; AO No. 2002-96, § 1, 6-25-02; AO No. 2014-32(S), § 6, 2-25-14; AO No. 2016-53, § 2, 1-1-17 )