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(a) Structure and Entrance Salary.
(1) The Compensation Plan is organized into nine (9) pay grades for non-executive personnel and two (2) pay grades for executive personnel. In the non-executive pay grades, each grade is composed of one (1) probationary and twenty (20) steps. The use of steps provides opportunity for personnel to move through the step system within grade for growth and development. The differentials between steps vary from step to step. Increments are higher in the early steps, recognizing that learning occurs more rapidly in the early stages of an employee’s tenure as the employee develops mastery of the skills, knowledge and abilities required for effective performance of a job. The executive personnel pay grade uses a minimum-maximum pay range system. For non- executive pay grades, the initial employment salary will be set at the appropriate step as determined by the City Administrator, based on demonstrated skills, knowledge or ability developed in prior employment or education.
(2) Where an employee is promoted to a higher pay grade, the new rate shall be set at the appropriate step as determined by the City Administrator (Ord. C25-13. Passed 5-6-13.)
(3) Any employee who leaves or has left the City service to enter the active service of the armed forces of the United States and who seeks reinstatement shall be addressed pursuant to City policy and procedure as well as the Ohio Revised Code and the Uniformed Services Employment and Reemployment Rights Act of 1994.
(b) Probation and Advancement within the Compensation Plan.
(1) After initial appointment or promotion to a new grade, the first one (1) year of service in the position to which appointed or promoted shall be considered a period of probation. In the event that the employee does not satisfactorily complete his or her probationary period, he or she shall be separated from the service except that, in the case of promotion from a lower grade he or she shall revert to such position, if such position remains available. Probationary employees, both classified and unclassified, may be removed or demoted at any time after completion of a written evaluation and notice to the employee by the City Administrator indicating that the employee's performance is not satisfactory. Such removals or demotions shall not be subject to appeal.
(2) As indicated in (a)(1) above, for non-executive personnel, a new hire shall be placed at the appropriate step as determined by the City Administrator within the pay grade, depending on the demonstrated skills, knowledge and ability developed in prior employment or education. Movement through steps within the pay grade is based on performance assessment results. A review will be conducted no sooner than four (4) months but at least after twelve (12) months of service. Recommendation to the City Administrator from the department head for advancement is required. Advancement through steps within the pay grade is undertaken in annual increases based on performance assessment and longevity. An employee moves to the next higher step within the pay grade after twelve (12) months served in the immediate prior step unless a performance assessment identifies areas needing improvement. The performance assessment results together with a plan for improvement will be submitted to the City Administrator by the department head. A review of performance and progress will be conducted after four (4) months. If improvements have been made, the incumbent moves to the next higher step at that time with the next consideration for a step increase being twelve (12) months thereafter. If at the four (4) month review the performance problem persists, appropriate disciplinary action may be considered. The employee shall be advanced to higher steps until the employee has reached the maximum rate of the pay grade. All step increases shall be effective on the next regular pay period date after having been approved by the City Administrator. For executive personnel, advancement through the pay grade system shall be based upon performance assessment results conducted annually by the City Administrator, his or her designee or the appropriate appointing authority. Executive personnel may be subject to a development plan to assess shortcomings in performance. The amount of the annual advances in pay shall be made on a discretionary basis by the City Administrator or appropriate appointing authority consistent with this and other applicable Chapters. (C127-05. Passed 12-19-05; Ord. C25-13. Passed 5-6-13.)
(c) Recommendations for Award. If, based on the performance assessment, an employee has achieved levels of performance well above those necessary for adequate fulfillment of job duties, the City Administrator, upon documented recommendation from the employee's department head or designated individual, may issue a one (1) time performance award in the sole discretion of the City Administrator. This award, which does not change the employee's basic pay grade or step within the pay grade, would be a one (1) time payment of up to two percent (2%) of the employee's base wage at the time of the award. This award should be used only for the most exceptional situations and may only be used once per employee within a twelve (12) month period.
(d) Requirements as to Continuity of Service. Service requirements for advancement within the compensation schedule, Longevity Bonus and for other purposes as specified in this Chapter shall require continuous service defined as employment in the City service without break or interruption. Leaves of absence of less than thirty (30) days shall not be construed to mean interruption of continuous service. Approved absence with or without pay, in excess of thirty (30) days, except for service with the armed forces of the United States and approved FMLA leave, shall be deducted in computing total service but shall not serve to interrupt continuous service.
(Ord. C10-87. Passed 3-16-87; Ord. C10-09. Passed 2-17-09.)
(e) Eligibility Requirements for Employee Benefits. All full-time classified and unclassified employees, excluding members of Council, the Mayor, the Director of Law, and employees whose benefits are established by an employment contract or collective bargaining agreement, may be eligible to receive the benefits described in this chapter - except that the members of Council and Mayor shall be eligible for insurance benefits described in this chapter. (Ord. C114-90. Passed 1-7-91; Ord. C04-14. Passed 4-21-14.)
(f) Performance Measures and Personnel Forms.
(1) Performance Assessment. In cooperation with department directors, the City Administrator shall establish a performance evaluation system to determine employee performance as indicated throughout this Chapter. Employee performance measures shall include quality and quantity of work, attendance and attainment of departmental or divisional objectives and any other evaluations and/or measures as the City Administrator or Director so determines.
The performance evaluation ratings shall be considered in determining salary increases and decreases within the limits fixed by the compensation plan and as a factor in determining the demotion or dismissal or an employee. Performance evaluation forms shall be reviewed with the employee being evaluated.
(2) Forms. The City Administrator shall prescribe the necessary procedure for personnel reports, leave authorizations, employee status and pay and performance evaluation. All departments shall utilize the procedure prescribed, unless approved by the City Administrator.
(Ord. C10-87. Passed 3-16-87; Ord. C47-01. Passed 8-6-01; Ord. C10-09. Passed 2-17-09; Ord. C23-15. Passed 4-20-15; Ord. C10-21. Passed 3-1-21.)