(A) Hiring wage rate.
(1) Appointment to any position can be made from the minimum to the midpoint of the wage range based on the applicant’s experience and ability over and above the qualification requirements specified for the class, prior creditable city service, or on a critical shortage of applicants.
(2) Appointment above the midpoint of the wage range is allowed at the Department Director level. Below the Department Director level, appointment above the midpoint of the wage range is at the sole discretion of the City Manager, with justification provided in writing.
(3) Written approval of the hiring wage rate shall be made by the City Manager before appointment.
(4) Advancement to the maximum wage rate within a pay range shall be by successive merit increases.
(Am. Ord. 99-01, passed 3-9-99)
(B) Promotion.
(1) Promotion which recognizes exceptional skill and qualifications. Promotion is defined as the movement of an employee from one class and wage range, to a different class at a higher wage range, as the result of being selected for a position through the job posting process. Unless otherwise provided in this subsection, for an employee who is promoted, the employee’s wage rate in the new range can be made from the minimum to the midpoint of the wage range, considering the employee’s qualifications, previous performance in their current job, and those factors outlined in subsection (A). In no instance shall an appointment be made above midpoint of the wage range, except to executive positions or if the current wage of a non-executive employee who accepts a promotion is above the midpoint of the new wage range. If the current wage of an employee who accepts a promotion is above the midpoint of the new wage range, and the employee is being promoted into a non-executive position, the employee may receive up to a 3% increase from their current rate of pay. Advancement to the maximum wage rate by subsequent promotion will be on the same basis as described in § 3.40.060.
(2) Promotion following demotion in lieu of layoff.
(a) If an employee is promoted back to the employee’s former pay range within one year following a demotion in lieu of layoff, the employee shall be placed at that wage rate in the higher pay range which equates with the employee’s pay rate prior to the demotion in lieu of layoff.
(b) If an employee is promoted within one year to a pay range lower than that which applied before a demotion in lieu of layoff, the employee shall be placed either at that wage rate in the new pay range which equates with the pay rate prior to the demotion in lieu of layoff or to the maximum pay rate in that new pay range, whichever is lower.
(C) Transfer.
(1) When an employee is assigned to a new position in the same class and wage range and department, the employee shall be transferred at the same pay rate received at the time of the transfer.
(2) When an employee is assigned to a new position in a different class or department, but at the same wage range, the employee’s pay rate in the range of the new position shall be the same pay rate received at the time of transfer.
(D) Demotion. When an employee is demoted, the employee’s pay rate in the range for the lower class shall be that pay rate which is determined by the Department Director and the Personnel Officer, and approved by the City Manager.
(E) Reclassification.
(1) An employee occupying a position which has been reclassified to a class which carries a higher pay range shall be paid at a pay rate equal to or greater than the employee’s pay rate prior to reclassification.
(2) When a position is reclassified to another class at the same level, the employee shall have no change in status.
(3) An employee occupying a position which has been reclassified to a class which carries a lower pay range shall be treated as follows:
(a) If the employee’s present pay rate is the same as that of any pay rate in the lower range, he/she shall enter the lower range at that rate;
(b) If the present pay exceeds the maximum pay rate for the lower class, the employee’s pay rate shall remain the same until the employee is eligible for advancement within the pay range pursuant to § 3.40.050(B).
(Am. Ord. 2019-10, passed 9-10-19; Am. Ord. 2022-19, passed 12-27-22)