HomeMy WebLinkAbout071 - Non-Management Wage Plan ADMINISTRATIVE ORDER NO. 71
May 29, 2001
TO: All Departmen s
FROM: Gary Crutchfi tanager
RE : Non-Management Wage Plan
I. PURPOSE .
This Administrative Order is intended to assure consistent understanding and application of
the Non-Management Wage Plan.
II. SCOPE :
This Administrative Order applies to all regular fiill-time and regular part-time non-
management classifications not included within a Collective Bargaining Agreement and
those employees in a bargaining unit that has referenced this Administrative Order as part
of their Collective Bargaining Agreement.
III. REFERENCE :
Administrative Order 61 -A.
IV. WAGE PLAN:
• Initial Placement: Upon hiring, an employee shall be placed at the Entry Level,
unless specific approval is received from the City Manager to place the individual at
a higher step. The City Manager may approve initial placement at a step higher
than Entry Level if specific experience and qualifications of the individual warrant
such a deviation.
• Advancement: Once initially placed in the wage plan for a specific position and
grade, the individual may advance as provided hereunder:
• Probationary: Upon satisfactory completion of the probationary period
(normally six months) and award of "regular employee" status, the
employee shall advance one step in grade; however, those employees hired
• with a wage above the entry step will not receive a probationary step
increase, unless specifically provided otherwise in their offer letter.
• Satisfactory Performance: An employee who receives a satisfactory
performance evaluation shall advance to the next step in grade.
o Meritorious Performance: A regular employee who receives a meritorious
performance evaluation may advance two steps in grade upon
recommendation by separate memo from the Department Head and approval
of the City Manager (such recommendation shall recite the specific
achievements and/or performance characteristics which warrant the
additional wage advancement).
o Unsatisfactory Performance: An employee who receives an unsatisfactory
performance evaluation shall not advance to the next step in grade; the
Department Head may authorize advancement to the next step for
satisfactory performance identified through conduct of a special evaluation
prior to the employee's next annual evaluation.
V. PERFORMANCE DEFINITIONS :
The performance evaluation of employees subject to the Administrative and Professional
Employee Wage Plan and bargaining units that have referenced this Administrative Order
shall be conducted in accordance with Administrative Order No. 61 -A. Upon completion
of the evaluation, the Department Head shall determine whether the individual' s
performance is "unsatisfactory," "satisfactory," or "meritorious," in accordance with the
• following standards:
• Meritorious: Employee performance reflects all of following conditions :
• "exceeds standard" in either of the Level A factors
• at least "meets standard" in the other Level A factor
• "exceeds standards" in at least six of the Level B factors
• has no "needs improvement" or "unsatisfactory" factors
• Satisfactory: Employee performance reflects all of following conditions:
o at least "meets standards" in both factors in Level A
o has no "unacceptable" ratings in Level B or C
• Unsatisfactory: Employee performance reflects any one of the following conditions:
• is "unacceptable" in one or more factors in any level
• "needs improvement" in one of the Level A factors
• needs improvement in five or more factors in Levels B and C combined
VI. EFFECTIVE DATE :
Immediately.
ADMINISTRATIVE ORDER NO. 71 - PAGE 2