HomeMy WebLinkAboutN-224 - Wage Plan Non-ManagementCITY OF PASCO
ADMINISTRATIVE ORDERS
Administrative Order No. 224
Personnel Policies & Procedures
Subject: Wage Plan, Non - Management
Initial Effective Date:
May 29, 2001
Revised
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7
Approved
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This Administrative Order is effective January 27, 2014, and supersedes Administrative Order
No. 71, dated 5/29/01.
I. PURPOSE:
This Administrative Order is intended to assure consistent understanding and application
of wages for non - management employees.
II. DEPARTMENTS AFFECTED:
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III. REFERENCES:
Administrative Order No. 205 — Employee Performance and Development Review.
IV. POLICY:
A. This Administrative Order applies to all regular full -time and part-time non-
management classifications, including those employees in a bargaining unit where
this Administrative Order is referenced as part of the collective bargaining
agreement. It does not apply to those employees covered by a collective
bargaining agreement that does not reference this Administrative Order.
B. Wage Plan
1. Initial Placement: Upon hiring, an employee shall be placed at the Entry
Level. The City Manager may approve initial placement at a step higher than
Entry Level if specific experience and qualifications of the individual warrant
such placement.
2. Advancement: Once placed in the wage plan for a specific position, the
individual may advance as provided hereafter:
a. Probation: Upon satisfactory completion of the probationary period
(usually six months) and award of "regular employee" status, the
employee shall advance one step in his/her grade. Those employees hired
With a wage above the entry step will not receive a probationary step
increase unless specifically provided for in their employment offer letter.
b. Annual — Satisfactory Performance: An employee who receives a
satisfactory annual performance evaluation may advance to the next step
in his/her grade.
c. Annual — Meritorious Performance: A regular employee who receives a
meritorious performance evaluation may advance two steps in his/her
grade. Recommendation by separate memo from the Department Director
and approval of the City Manager is required. Such recommendation shall
note the specific achievements and/or performance characteristics, above
and beyond the duties of the position noted in the employee's job
description, which warrant the additional wage advancement.
d. Annual — Unsatisfactory Performance: An employee who receives an
unsatisfactory performance evaluation (a raring below "meets standards"
for Quality or Quantity of work) shall not advance to the next step in
his/her grade. (See Administrative Order No. 205, Section V. A. 4.) A
work plan will be developed by the supervisor to assist the employee to
correct his/her work performancelbehaviors.
C. Performance Definitions
The performance evaluations of employees subject to this Administrative Order
shall be conducted in accord with Administrative Order No. 205 — Employee
Performance and Development Review. Upon completion of the evaluation, the
Department Director shall determine if the employee's performance is
unsatisfactory, satisfactory or meritorious, in accord with the following standards.
1. Meritorious: Employee performance reflects all of the following:
• Exceeds Standards in one of the two Level A factors
• Meets Standards in the other Level A factor
• Exceeds Standards in a minimum of six of the Level B factors
• No Does Not Meet Standards factor designations
2. Satisfactory: Employee performance reflects all of the following:
• Minimum of Meets Standards ratings in both factors of Level A
• No more than four Does Not Meet Standards ratings in Levels B and C
combined.
3. Unsatisfactory: Employee performance reflects any one of the following:
• Improvement Does Not Meet Standards in any or all of Level A
• Does Not Meet Standards rating in five of more areas of Level B and C
combined.
Administrative Order No. 224 — Wage Plan Non - Management
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