The City Manager shall recommend pay plan adjustments to City
Council for approval.
All employees shall be paid in accordance with the approved
pay and classification plans. The City Manager shall have final authority
with respect to the assignment or change in assignment of employees
to rates within the approved pay and classification plans.
Upon original appointment within the step schedule, all persons
shall be paid at the minimum rate for their classification. However,
the City Manager may authorize original appointments at higher than
minimum rate within the designated pay range if the person possesses
exceptional experience and training. If hired at a higher than minimum
rate, such person shall not be eligible for pay step increases in
accordance with the approved pay plan. Individual appointments to
the open range schedule are dependent on individual qualifications,
budgetary constraints and the approval of the City Manager.
Authorization of a performance pay increase may be granted by
the City Manager based on the employee's performance evaluation and
the availability of funds. The performance review shall occur each
calendar year on the employee's anniversary date.
A.
The City Manager shall conduct annual performance reviews of all
positions classified within the executive management occupational
group. The City Manager may grant performance pay increases for those
employees receiving exceptional performance ratings. The City Manager
shall determine the amount of pay increase.
B.
The department director shall perform annual performance evaluation
of positions in their respective departments, classified under the
following; professional and supervisory occupational group; protective
service occupational group; labor trades and crafts occupational groups;
clerical technical occupational group.
(1)
The department director may recommend to the City Manager a performance
pay increase based on percentage for those employees that received
an exceptional annual performance rating, based on the availability
of funds. The City Manager shall have final review of all employee
performance evaluations and act on the recommendations. The performance
pay increase, if any, shall not exceed the maximum step for that salary
range.
C.
A department director or designee thereof may, on the basis of exceptional
performance by the employee, recommend more than one step pay increase
at the time of the employee's annual review. Such requests are subject
to the approval of the City Manager.
The City Manager may appoint a regular status employee to a
vacated position for the good of the service of the City. Said appointment
shall entitle the employee to the salary associated with that particular
job classification for the duration of the appointment, provided such
salary is equal to or higher than the employee's pay rate. The City
Manager shall not assign an employee to interim status for a period
of less than one calendar month of duty nor more than six calendar
months. The City Manager may extend the appointment on a month-to-month
basis, as necessary.
An employee shall, upon promotion, receive an increase in pay
consistent with the approved pay plan.
An employee shall, upon demotion, be paid at a pay step within
the grade for the classification at a lower rate of pay.
When an employee transfers within the same classification, the
rate of pay and performance review shall remain unchanged. An employee
transferring to a different supervisor shall be evaluated by the existing
supervisor prior to transfer.
When position is reclassified, the incumbent shall be paid within
the pay grade of the new classification and shall retain the same
performance review date. If the position is down graded and the individual's
pay is above the grade, the employee's pay will be red circled, which
means that the employee will not receive an increase until the pay
grade catches up with the individual pay.
A.
An employee may be entitled to a salary increase upon certification
in a specialized field and reclassification to a new position. The
City Manager may approve the salary increase only if the salary increase
is authorized by the department's approved budget. Compensation shall
only apply to certification achieved by the employee. Pay increase
shall be paid at the pay step within the range of the new classification.
B.
If a position requires certification, it shall be the responsibility
of the employee hired for the position to attain such certification
within a time frame designated by the department director. In no such
case shall the time frame extend beyond 18 months.
C.
Any fees associated with renewals of certification or licenses shall
be addressed by the City.
D.
Any certification not required in the job description does not qualify
the employee for a pay increase.
E.
Failure to obtain or maintain the required certification shall result
in change of classification through demotion or termination.
A.
An employee who resigns shall receive his/her final pay check on
the following full pay period. An employee who is dismissed shall
receive his/her final pay check within five days of termination.
B.
The employee's final paycheck shall be released after the Human Resource
Director receives the appropriate separation report form completely
filled out and signed by the director, the employee and the City Manager.
Separation report forms must be forwarded to the Human Resource Director
by the department director within three working days from the date
of the employee's separation from City employment.
The City shall pay service increment pay to recognize longevity
of service without regard to performance. All regular employees, shall
receive $5 per month for each full year of employment, commencing
on the first regular status employment anniversary date, with adjustments
occurring on each anniversary date thereafter. For the purpose of
this section, "first employment anniversary date" shall mean the first
date of the employee's most recent employment with the City.
