Page | 46 Promotions – A promotion is defined as a job change that involves movement into a different position that is in a higher pay range. Provided it has been a minimum of six (6) months since the last formal performance appraisal, the employee will receive a mid-year performance appraisal rating at the time of the promotion. This performance appraisal rating will be used to determine the pro-rated merit increase which will be applied to the employee’s pre-promotion pay rate. The promoted employee will also typically receive the greater of either (a) a promotional increase to the minimum of the new pay range; or (b) 5% increase (not to exceed the range maximum of the new position). Other factors to be considered in determining the appropriate promotional increase include: whether the employee is being promoted from a nonexempt to an exempt position; whether the pay range of the promoted position is more than one range higher than the previous position; whether the employee is highly experienced for their new role and is expected to fully perform all the duties and responsibilities of their new position with very little or no training; and internal equity considerations. Demotions – A demotion is defined as a job change resulting in movement into a different position that is in a lower pay range and may be due to non-disciplinary or disciplinary reasons. An employee that has been demoted will not be eligible for a merit base pay or lump-sum bonus until they have completed a full 12 months in the lower job classification. Temporary Acting Pay – When critical vacancies occur, the City Manager may grant a temporary acting pay adjustment to an employee by who is assigned to perform part or all of the duties of a position in a higher pay grade on an extended basis. A temporary pay adjustment will be no less than the minimum of the pay range for the higher-level position. The employee’s pay will be returned to their regular rate at the end of the assignment and performance appraisal dates and merit increase dates will not be affected. JOB DESCRIPTIONS 503 The City’s Human Resources department maintains job descriptions for all regular positions. Though not intended to be all-inclusive, job descriptions document each job’s essential functions, minimum required and preferred qualifications, and mental and physical demands necessary to successfully perform the job. Job descriptions are used for job classification, recruitment and selection, compensation administration, training and development, and performance planning and feedback. As such, supervisors should review job descriptions for accuracy on a regular basis (such as during the annual performance planning/feedback process) and work in conjunction with HR when revisions are needed. Job descriptions should not be construed as an expressed or implied contract between the City and the employee, and the City reserves the right to change and/or assign other duties at its discretion. JOB RECLASSIFICATION 504 Reclassification of vacant or occupied positions is appropriate when management desires to change the objectives and nature of the work to be performed by a job. Such changes should be permanent, materially significant and based on operational need. The Director of Human Resources is responsible for conducting the job evaluation/analysis necessary to place the new position within the City’s compensation structure. The City Manager will review and approve all reclassifications prior to final implementation. An employee must meet the minimum qualifications of the new job classification in order to be placed into any reclassified job. LENGTH OF SERVICE AND ANNIVERSARY DATES 505 The dates defined below are frequently used in the administration of the City’s compensation and benefits programs: Length of Service Date – Reflects the employee’s total length of continuous employment with the City and is used primarily for tenure-based benefit programs. It is the City’s policy not to recognize prior service in the event an employee has a break in service and is subsequently rehired.
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