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(a) Council shall consider, in the assignment of pay ranges, such factors as duties to be performed solely on one shift, special skills in short supply in the labor market, recruitment problems, separation rates, comparative salary rates, the amount of training required and other pertinent conditions affecting employment.
(b) Each pay range shall be divided into five steps. A new employee, as a probational employee, shall be paid at the Step I rate of the classification. An exception may be made for new employees who possess outstanding qualifications with experience. Upon recommendation of the department head or the appointing authority, and with the approval of City Council, such employee may be placed at a pay not higher than Step III. The initial pay step shall apply for the probationary period, which period shall have a maximum length of twelve months, unless extended by Council. After the probationary period for a new employee, the employee shall either be advanced to the next step or shall not be retained. Employees may advance to a higher pay step by attaining proficiency in job skills, including knowledge, productivity, efficiency and initiative. The proficiency level of such factors shall be determined by a job performance evaluation as provided in Section 258.06.
(c) A minimum of one year shall be required at each step, unless otherwise recommended by the employee's department head or the Board of Municipal Utilities and approved by Council. A new employee shall be eligible to receive an increase on the first anniversary of employment, unless otherwise stated in the employing ordinance, or unless his or her probationary period is extended under subsection (b) hereof.
(d) Employees eligible for a pay step increase and receiving an average job performance may be recommended by the department head or appointing authority for consideration of a pay increase. An employee receiving an above average job performance shall be recommended for a step increase. All supporting documentation shall be sent with the recommendation.
An employee, eligible for a pay step increase, receiving a job performance evaluation rating below average shall not be recommended for a pay step increase. Such employee shall receive written suggestions and confer with the evaluator to help improve his or her job performance. If the employee does not improve within six months, the appointing authority and the employee shall be so advised by the employee's department head for further action. All supporting documentation shall be sent with the recommendation.
If an employee receives an average job performance evaluation and is not recommended for a step increase, the evaluator shall confer with the employee and offer suggestions to improve his or her job performance.
(e) Any recommendation for a pay step increase shall be submitted by the department head to the Human Resources Committee and the Mayor or the Board of Municipal Utilities, whichever is applicable, by December 1 of each year for consideration.
(f) If a department head or the Board of Municipal Utilities, whichever is applicable, recommends no pay step increase during a calendar year for any employee, such employee may appeal such recommendation, in writing, to the Human Resources Committee within fourteen calendar days after the date such employee received written notice of such recommendation from his or her department head. Upon receipt of the written notice of appeal, the Committee shall set a hearing date within ten calendar days to receive pertinent oral and/or written information on the issue and shall render a written decision on the question within fourteen calendar days after the hearing, which decision shall be final. A copy of such decision shall be delivered to the department head and/or the Chairperson of the Board, who shall hand deliver a copy to the employee.
(g) The Committee shall submit its recommendations on proposed increases for Council's consideration by March 1 of each year.
(h) Except as provided in subsection (c) hereof, any pay step increase so recommended and approved shall be effective the first pay period in April of each calendar year.
(Ord. 113-88. Passed 6-27-88.)
(i) Department heads are eligible to receive merit salary increases as recommended by the appointing authority and approved by Council. As provided in Section 258.06(e), the Mayor and designated Council committee shall meet with the department head to evaluate his or her job performance. The criteria for determining such merit salary increase shall be based upon job performance evaluations as provided in this chapter. Such recommendations shall be forwarded to the Human Resources Committee for consideration by July 1. If the Mayor and the designated committee of Council differ on the job performance evaluation of the department head as it relates to a recommended merit salary increase, the Mayor and the designated Council committee shall meet to resolve the difference. Once the job performance evaluation of a department head has been finalized, a copy of the job performance evaluation shall be filed by the appointing authority in a confidential employee record, and a copy of the same shall be forwarded to such department head.
(Ord. 84-90. Passed 4-23-90.)
(j) Department heads in probationary status shall have job performance evaluations six months after their appointment. A second job performance evaluation shall be conducted at least thirty days prior to the expiration of the probationary period.
(k) The Human Resources Committee shall develop an evaluation form for evaluating department heads.
(Ord. 113-88. Passed 6-27-88.)