Schedule Movement. If an employee moves from one schedule to another, the employee’s rate shall not be reduced.
Schedule Movement. Merit step increases shall depend upon one (1) year of service and a satisfactory rating for all steps. Employees shall be eligible for step increases on the anniversary of their last date of hire, last reclassification date when such reclassification results in a higher salary, or last promotion date, whichever is most recent. Part-time employees shall be evaluated at time periods equivalent to those worked by full-time employees.
Schedule Movement. A. Faculty Members can neither advance horizontally more than one salary column nor vertically more than one step in one fiscal year. A Faculty Member who changes degree level can move to that degree level.
Schedule Movement. Movement on the salary schedule shall only occur for those who render satisfactory service. Such movement will occur on the employee's anniversary date of hire or promotion. The County may determine the initial step placement on Appendix A for newly hired employees based on the County's determination of qualification. Effective and retroactive to July 1, 2017, deputies are no longer required to have an advanced Oregon DPSST certificate to move beyond Step 8.
Schedule Movement. A new employee or promoted employee is eligible for consideration for advancement to the next step of the salary range for their classification following completion of the equivalent of six (6) months of service. At six (6) months of service, the City shall have the discretion to advance an employee more than one (1) step, if the City deems it appropriate based on the employee’s prior experience. Advancement of employees to higher pay steps shall not be automatic, but may be made to the next pay step in the employee’s classification following the completion of each 12 months of satisfactory work performance. Such advancement shall be subject to a written employee evaluation by the department head to the City Manager certifying that the employee had been making normal improvement in the ability to carry out their job assignment. Advancement may be withheld or postponed in the event the employee is not performing their job assignment satisfactorily.
Schedule Movement. Upon satisfactory completion of the probationary period, employees who are hired at Step A are eligible to receive a step increase (not subject to the grievance procedure). Employees will generally be eligible for step increases on their position anniversary date, until reaching the top step. Step increases will be granted based on satisfactory performance. In the event a step increase is denied, the employee may protest the action through the grievance procedure. Step increases as determined by evaluations by the Department Head and approved by the City Manager may supersede typical schedule movement as set forth above.
Schedule Movement. Movement on the salary schedule shall only occur for those who render satisfactory service. Such movement will occur on the employee's anniversary date of hire or promotion. The County may determine the initial step placement on Appendix A for newly hired employees based on the County's determination of qualification.
Schedule Movement. A new employee or promoted employee is eligible for consideration for advancement to the next step of the salary range for his/her classification at the beginning of the next pay period following completion of the equivalent of six (6) months of service. At six (6) months of service, the City shall have the discretion to advance an employee more than one (1) step, if the City deems it appropriate based on the employee’s prior experience. Advancement of employees to higher pay steps shall not be automatic, but may be made to the next pay step in the employee’s classification, effective on the first day of the next pay period following the completion of each 12 months of satisfactory work performance. Such advancement shall be subject to a written employee evaluation by the department head to the City Manager certifying that the employee had been making normal improvement in the ability to carry out his/her job assignment. Advancement may be withheld or postponed in the event the employee is not performing his or her job assignment satisfactorily.
Schedule Movement. > Annual progression through salary ranges shall be based on employees meeting job-related performance standards. Employee movement through the schedule will be four percent (4%), until the employee reaches the top of the range.
