There is hereby established a formal pay plan
to be approved by City Council upon recommendation of the City Manager.
The official pay plan for the City service shall consist of a schedule
showing established annual pay ranges and the titles of classes of
all positions in the classified service. The City Council shall determine
the salary plan in the form of a salary ordinance and amend the plan
by ordinance from time to time. The ordinary procedure for securing
needed amendments to the official salary plan shall involve an investigation
of suggested amendments by the City Manager and approval by City Council.
The rates of pay of City employees shall be
in accordance with the scheduled salary ranges as adopted and amended
by appropriate action of the City Council. This schedule shall be
effective in all cases except as otherwise provided for in this article.
[Amended 6-10-1997 by Ord. No. 97-4]
Generally, a new employee shall be paid the
minimum rate of pay for his class. Exceptions may be granted upon
the written prior approval of the City Manager in the following cases:
A.
The minimum rate for each class is based upon the
assumption that a new employee meets the minimum qualifications stated
in the class specifications.
B.
If a new employee more than meets the minimum qualifications
and will not accept appointment at the minimum rate of the class,
he may be appointed at a higher rate. Cases should be thoroughly analyzed
and measured against objective standards. (In addition, every effort
should be made to recruit a qualified employee who will accept appointment
at the minimum rate of the class.) Consideration should be given to
a review of the salaries of employees in the class whose present salaries
are below the recruiting rate.
A.
Merit increases.
(1)
All salary increases shall be on merit basis only,
following the philosophy of "pay for performance" as documented by
the employee's performance report. An employee may be advanced after
one year of continuous satisfactory employment, including the successful
completion of a probationary period as provided in this chapter. The
employee should be terminated during or upon completion of the probationary
period if performance is less than satisfactory. Employees are eligible
each year, on their anniversary date, to be considered for an increase
if the annual employee's performance report shows satisfactory performance
of an improved nature and not because an employee has been on the
job or with the City a certain period of time.
(2)
Merit, including ability, increased skill, additional
training and constructively applied and beneficial experience, shall
be the primary factors in decisions of advancing an employee. Each
request for an increase must be accompanied by the appropriate employee
evaluation form signed by the department head and employee.
(3)
Employees within the salary range are eligible for
a merit increase up to a designated percent of their salary as set
forth in the approved budget.
(4)
If a merit increase causes the salary to exceed the
maximum of the salary range, the employee will be compensated at the
maximum salary, and the difference shall be awarded as a lump sum
bonus not added to the base salary.
(5)
Merit increases for employees over the maximum salary
will be awarded as a lump sum bonus and not added to the base salary.
All salary-based benefits will not exceed the maximum salary for the
applicable grade.
B.
Administrative increases. The City Manager may, upon
exceptionally meritorious service performed by any City employee,
authorize an additional salary increase within the range of the employee's
class during the year when recommended by the department or division
head.
[1]
Editor's Note: This ordinance also provided
an effective date of 7-1-1995.
[Added 8-8-1995 by Ord. No. 95-16]
A.
There is hereby established a supervisory substitution
policy, to be administered by the City Manager, which provides for
a fair, equitable and uniform method to compensate those full-time
employees of the City who may be appointed to serve temporarily in
a higher-level position requiring supervisory responsibility.
B.
This policy would apply only to those persons required
to serve in a supervisory capacity where one or more subordinate employees
are managed. Supervision of an operational function shall not be a
qualifying situation under this policy.
C.
In implementing this policy, the City Manager may
from time to time promulgate and amend such regulations, consistent
with federal and state law, the City Charter, this chapter or any
other ordinance or resolution of the City Council, as may be deemed
appropriate. Such regulations shall be in full force and effect when
approved by resolution of the City Council and true copies thereof
have been placed on file in the offices of the City Manager and City
Clerk for inspection and use during regular business hours.
[Amended 6-10-1997 by Ord. No. 97-4]
When an employee is promoted to a position in
a higher class, his salary shall be increased to the minimum rate
for the higher class. In the case of overlapping ranges where the
employee to be promoted is at or above the minimum step of the class
to be promoted, the salary shall be increased 5%.
[Amended 6-10-1997 by Ord. No. 97-4]
When an employee is demoted to a lower class
position, he shall be paid at a rate which is within the approved
range for the lower class position.
A.
When an employee's position is reclassified to a lower
pay grade and his salary is above the maximum for the lower grade,
the employee shall be permitted to continue at his present rate of
pay during period of incumbency (except in event of general service-wide
reductions) but shall not be entitled to a salary increase.
A.
The salary of each employee shall be reviewed annually
by his immediate supervisor and appointing authority for the purpose
of making recommendations for the following fiscal year. All of the
personnel records, performance and length of service shall be considered
in making the salary recommendations, with major emphasis placed on
the objective evaluation of services rendered.
B.
The first payroll period following the anniversary
date of permanent employment shall be the effective date of any salary
adjustment for all employees.
C.
In all cases where salary increases are recommended,
a performance rating from the immediate supervisor, with the approval
of the head of the department, stating the reason for the recommendations,
shall be submitted to the City Manager.
The pay plan in effect on the date of the adoption
of these regulations shall remain in effect until modified in accordance
with these provisions. When the current pay plan is modified and adopted,
it shall be considered a part of this Part 1 and have the same force
and effect as these regulations.
A.
On an annual basis and coinciding with the budget
process, the pay plan shall be reviewed by the City Manager for the
purpose of determining the effect thereon of the cost of living. Based
upon the Manager's findings and the general financial condition of
the City, increases, reductions or other changes will be recommended
in the salary structures of the pay plan to the City Council. Adoption
of the annual budget shall constitute approval of the amendments to
the plan.
B.
The City Manager is responsible for administering
the pay plan for all classified positions, for making arrangements
to ensure the equitable administration of the plan and resolving issues
which are not specifically covered herein by using the principles
expressed herein as guides.
When approved by City Council, such plan shall
constitute the City's pay schedule for classes of positions in the
classified service for the ensuing fiscal year and thereafter until
a new pay plan shall be adopted in the same manner.
