The table of salary ranges for classifications and positions
and the salary schedule shall be established by resolution. This table
or salary schedule is available and can be obtained from the city's
department of human resources.
(Ord. 1072, 2004)
New employees of the city start and are paid the entry level
rate allocated to the class of employment for which the employee has
been hired and as stated in the job offer. However, upon recommendation
of the department director or manager and with the approval of the
city manager, such new employee may be offered the job at a higher
salary within the salary range for that classification.
(Ord. 1072, 2004)
All employees are paid every two weeks. A pay period is for
fourteen consecutive calendar days, beginning on a Saturday and ending
on a Friday.
(Ord. 1072, 2004)
A.
Hire
Date. An employee's hire date shall be the first day of employment
with the city.
B.
Review
Date. An employee's review or evaluation date shall be the date of
the next regularly scheduled written performance evaluation, or another
date as requested by supervisor for purpose of conducting a written
performance evaluation.
C.
Merit
Step Increase Eligibility Date. The merit step increase eligibility
date for individual employees shall be the date of the next scheduled
review for advancement within the salary schedule.
The city's compensation system is a merit system. Advancements
within the salary schedule are subject to the employee satisfactorily
completing the minimum length of service within the current step and
receiving a satisfactory performance review. An employee shall be
denied a merit step increase by the evaluating supervisor for unsatisfactory
performance.
If step advancement is denied, the evaluating supervisor shall
coordinate with their assistant city manager and the director of human
resources to design an action plan of limited duration, specifically
designed to address the performance deficiencies of the subject employee.
Additionally, the action plan shall include a strategy that provides
support and training designed to equip the subject employee to overcome
their performance deficiencies.
Following the presentation of the performance evaluation, and
the required action plan, the employee may exercise one or both of
the following options:
1.
Write
a rebuttal to the performance evaluation, which must be included in
his or her personnel file;
2.
Request
that the evaluation and the action plan be reviewed by an assistant
city manager that is not in their direct line of supervision.
This option involves a review of the requirements set by policy,
and the documents only, which include the performance evaluation,
the action plan, and the employee's rebuttal. It does not constitute
a hearing before the independent assistant city manager.
If the employee chooses to exercise this option, the human resources
director shall assign one of the assistant city managers to independently
review the performance evaluation and the action plan. The selected
assistant city manager shall determine if the recommended action shall
be sustained, modified or revoked. The independent assistant city
manager's determination shall be final.
During the life of the action plan the employee shall receive
monthly performance evaluations until such time as the employee either
improves his or her performance sufficient to justify advancement
within the salary schedule, or until such time as the action plan
expires without the employee achieving the required job proficiencies
in which case the employee would be subject to discipline up to and
including discharge. If the subject employee qualifies for a merit
step increase, the next merit step increase eligibility date shall
be based on the date of the last satisfactory performance evaluation.
(Ord. 1072, 2004)
Employees may be advanced within their respective salary schedules
in accordance with the following schedule of minimum length of service:
Step 2: five percent increase after twelve months of satisfactory
service in Step 1;
Step 3: five percent increase after twelve months of satisfactory
service in Step 2;
Step 4: five percent increase after twelve months of satisfactory
service in Step 3;
Step 5: five percent increase after twelve months of satisfactory
service in Step 4;
Step 6: five percent increase after twelve months of satisfactory
service in Step 5;
Step 7: three and one-half percent increase after twelve months
of satisfactory service in Step 6;
Step 8: three and nine-tenths percent increase after twelve
months of satisfactory service in Step 7.
(Ord. 1072, 2004; Ord. 1112 § 1, 2006; Ord. 1274 § 1, 2014)
All advancements require the approval of the city manager in
order to become effective.
Advancement to the higher steps shall be granted only as a result
of a written evaluation of continued satisfactory performance of the
duties of the position held.
Promotional Advancement. When an employee is promoted to a position
with a higher salary range, such employee shall be assigned to Step
1 of the higher classification; provided, however, that if such employee
is already being paid at a rate equal to or higher than Step 1, he
or she shall be placed in the step of the higher classification as
will grant such employee a salary increase of not less than five percent.
If the percentage difference between the ranges will not grant
the promoted employee a minimum of five percent salary increase, the
promoted employee shall be granted the next highest step in the new
salary range.
When the effective date of a promotion is within sixty days
before an employee's merit step increase eligibility date, any merit
step increase which would have been granted to become effective on
that merit step increase date, shall become effective on the effective
date of promotion and shall be in addition to the promotional increase.
(Ord. 1072, 2004; Ord. 1112 § 2, 2006)
The salary of an employee in a position which is reclassified,
shall be determined as follows:
A.
Same
Range. If the position is reclassified to a class that is allocated
to the same salary range, the salary shall not change.
B.
Higher
Range. If the position is reclassified to a class which is allocated
to a higher salary range, such employee shall be assigned to Step
1 of the higher classification; provided, however, that if such employee
is already being paid at a rate equal to or higher than Step 1, he
or she shall be placed in the step of the higher classification that
will grant such employee a salary increase of not less than five percent.
When the effective date of a reclassification is within sixty
days before an employee's merit step increase eligibility date, any
merit step increase which would have been granted on that merit step
increase eligibility date shall become effective on the effective
date of the reclassification and shall be in addition to the reclassification
increase.
C.
Lower
Range Y-rating. If a position is reclassified to a class that is allocated
to a lower salary range, the position shall be Y-rated.
The salary of a Y-rated position will remain at the rate of
pay received immediately before the reclassification until a step
in the new (lower) salary range assigned to the reclassified position
equals or exceeds the employee's rate of pay. Step advancements in
the new (lower) range may be made without increases to the employee's
rate of pay.
COLA (cost-of-living adjustment) increase will not be given
to Y-rated employees until the employee's step in the new (lower)
salary range equals or exceeds the employee's rate of pay.
(Ord. 1072, 2004; Ord. 1112 § 3, 2006)
In the event the city determines it necessary to reduce salaries
because of budgetary limitations or business necessity and through
no fault of the employee, the salaries of one and/or all employees
may be reduced.
If this process is undertaken, the city manager shall notify
all employees in writing and will hold employee meetings to explain
the business necessity of this action. The city will also notify the
employee representative group pursuant to existing memorandums of
understanding and collective bargaining procedures.
The city may restore employee's salaries to the prior levels
if and when budgetary or business conditions sufficiently improve.
(Ord. 1072, 2004)
The city manager may lay off an employee or employees because
of lack of work, for reasons of economy and efficiency, or budgetary
reasons.
If this process is undertaken, the city manager shall notify
the employee or affected employees in writing of the intended action,
with reasons, at least thirty calendar days, before the effective
date of layoff. A copy of such notice shall be given to the employee
organization that is affected, so the city and the employee organization
can fulfill their obligation under MMB to meet and confer over the
effects of the layoffs.
Seniority within the classification shall determine the order
of layoff. The employee will be given priority based upon tenure with
the city, for a period not to exceed twelve months, for re-employment,
provided there is a vacancy and the employee is qualified and otherwise
suited for the position.
The city will also notify the employee representative group
pursuant to existing memorandums of understanding and collective bargaining
procedures.
(Ord. 1072, 2004)
A.
Unsatisfactory
Performance. When an employee is demoted for reasons of unsatisfactory
performance or disciplinary action or has his or her job duties and/or
responsibilities reduced, the employee's salary shall be reduced to
fit within a lower salary range.
The employee's merit step increase eligibility date shall be
one year from the effective date of demotion, unless this date is
changed by the city manager at the supervisor's request.
B.
Other
Type of Demotion. When an employee is demoted to a position with a
lower salary range of pay for reasons other than unsatisfactory performance
or disciplinary action, the employee shall remain at the rate of pay
received immediately before the demotion until the employee is eligible
for a merit step increase and a satisfactory written evaluation is
received.
(Ord. 1072, 2004)
The merit step increase eligibility date shall be the date an employee is next eligible for advancement within the salary schedule in accordance with Section 2.52.420 of this article.
An employee shall be denied a merit step increase by the evaluating
supervisor for unsatisfactory performance.
Advancements within the salary schedule are subject to the employee
satisfactorily completing the minimum length of active service within
the current step, except those employees advanced due to reclassification.
The merit step increase eligibility date and review date will
conform to this section. For purposes of merit step increases within
the salary range, the merit step increase eligibility date and performance
review date shall be the date of:
A.
Promotional
Advancement. The merit step increase eligibility date shall be changed
to the anniversary date of the promotion.
B.
Range Change and Reclassification. The merit step increase eligibility date shall change to the anniversary of the employee's reclassification date and conform to Section 2.52.420 of this article.
C.
Retroactivity.
If the employee's review is late, any merit step increase he or she
is entitled to and eligible for shall be made retroactive to the step
eligibility date.
(Ord. 1072, 2004)
Any change in the status of an assistant city manager, department
director or manager, including consideration for advancement, reduction
in salary, demotion or reassignment must be approved by the city manager.
(Ord. 1072, 2004)
The city council sets the salary of the city manager.
(Ord. 1072, 2004; Ord. 1317 § 3, 2017)
