Sec. 40-216. - Executive and management salary program—Applicability.

The city hereby is authorized to maintain an executive and management salary program (hereinafter "E/M program") for positions in the appointed and classified services that have been designated as executive/management positions for purposes of classification, evaluation and compensation.

(Ord. No. 04-010(sub 1), § 1, 4-15-04)

Sec. 40-217. - E/M program—Authorization and scope.

(a)

All E/M positions shall be designated in the attachment to each annual operating budget ordinance and position allocation list. Upon the recommendation of the director of personnel, the administrative board shall promulgate and adopt such rules, regulations and procedures as it deems necessary for the efficient administration of the E/M program.

(b)

In each fiscal year, employees serving in designated E/M program positions shall be eligible for salary increases based on the employee's annual performance appraisal rating. Such salary increases shall be determined by application of the salary review matrix for the applicable fiscal year, as provided by the city council in the annual operating budget ordinance for each fiscal year.

(Ord. No. 04-010(sub 1), § 1, 4-15-04)

Sec. 40-218. - Same—Compensation policy and procedures.

(a)

It is the policy of the city to compensate E/M positions in accordance with market conditions and to recognize such employees' demonstrated performance and contributions to the successful operation of the city government. This policy shall be accomplished through a pay-for-performance salary program.

(b)

The salary ranges set forth in the E/M pay structure are the product of the (internal) order of relative position worth and the (external) comparison of representative salaries for equivalent positions in the region. The establishment of such ranges provides those responsible for salary decisions with a means of exercising uniform management of the complex process of recognizing and rewarding performance.

(Ord. No. 04-010(sub 1), § 1, 4-15-04)

Sec. 40-219. - Same—Salary range structure.

(a)

Salary range. The salary ranges applicable to E/M program positions shall be divided into thirds for purposes of reference at the time of hiring.

(b)

Salary structure review. The director of personnel shall periodically review the E/M program and modify the salary structure as necessary to assure competitiveness with local and regional salaries and to maintain equitable salary practices.

(c)

Change in salary structure. A change in salary structure ordinarily will not result in a salary increase for E/M personnel apart from those occasioned by the annual performance appraisal and merit increase process. However, at the discretion of management and with the approval of the director of personnel, non-routine adjustments may be made if, due to a change in salary structure, an employee's salary falls below the new minimum of the salary range for the position. In such case, the employee's salary may be adjusted to the minimum of the new range as of the effective date of the change in the salary structure.

(Ord. No. 04-010(sub 1), § 1, 4-15-04)

Sec. 40-220. - Same—Classification procedure; job classification appeal.

(a)

The procedures for classifying or reclassifying E/M program positions shall be in accordance with section 40-85 of this chapter.

(b)

The appeal procedures set forth in section 40-86 of this chapter shall apply to E/M program employees, provided, however, that commissioners, department heads, and deputy department heads shall have no such appeal rights.

(Ord. No. 04-010(sub 1), § 1, 4-15-04)

Sec. 40-221. - Same—Salary administration.

(a)

New hires. Generally, starting salaries for new E/M program employees shall be between the minimum and midpoint of the applicable salary range. The mayor or his/her designee must approve all starting salaries for E/M program employees. If a candidate's qualifications and experience exceed those usually required of new hires, a starting salary above the midpoint for the applicable range may be approved by the mayor or designee.

(b)

Extraordinary salary action. Economic, labor market, and other external and internal factors have produced and presumably will continue to produce conditions requiring exceptions to the rule or extraordinary actions relative to salary administration policy and practice. General salary structure increases, increases for employees at the maximum of the salary range, and critical position differentials or incentives are examples of possible extraordinary salary administration actions. Actions of this nature require the approval of the department head, the director of personnel, final approval by the mayor or designee.

(c)

Promotion. It shall be the policy of the city to encourage the general practice of promotion from within the city service, giving consideration to the applicant's qualifications, performance record, seniority, conduct and, where practicable, to the results of competitive examination. Vacancies shall be filled by promotion whenever practicable and in the best interest of the classified service. Employees are urged to obtain the necessary skills, training and education in order to be eligible candidates for promotion. Promoted employees are eligible for a discretionary promotional increase of at least four percent in recognition of the increased level of responsibility of the new position. The salary increase will be effective the date of promotion. Promoted employees will be eligible to receive their next scheduled performance and merit increase review 12 months after the effective date of the promotion.

(d)

Demotion.

(1)

The salary of an E/M program employee who is demoted to a lower salary level and who se pre-demotion salary was outside the new (lower) salary range will be adjusted downward to the maximum of the new salary range.

(2)

The salary of a demoted employee whose pre-demotion salary was within the new salary range generally will not be adjusted. However, adjustments may be made as deemed appropriate by the department head if approved by the director of personnel and the mayor or designee.

(3)

The employee will be scheduled to receive his/her next performance appraisal 12 months after the date of demotion.

(e)

Transfer.

(1)

With the approval of the director of personnel, the commissioner or department head may transfer an employee from one position to another position in the same salary level at the same salary. If such transfer involves a change in department assignment, both commissioners or department heads must consent thereto before the action shall be considered effective.

(2)

Upon transfer, E/M program employees shall receive a performance appraisal, 12 months after the date of transfer.

(f)

Salaries above maximum. When an E/M program employee's salary is outside the normally applicable range, any further adjustment requires careful attention to the conditions that contributed to the salary discrepancy, the position and individual involved, and the responsibility for consistent, equitable administration of the salary program. Employees at or above the range maximum shall be "red circled." "Red circled" means the employee will receive no further merit increases, until and unless the salary range is adjusted beyond the employee's current salary level or an increase in compensation is authorized for the employee or position by city council.

(g)

Reclassification. E/M program employees whose positions are reclassified to a higher pay grade shall be considered for salary adjustments in accordance with the procedures established for E/M program promotions. E/M program employees whose positions are assigned a lower pay grade shall have their salaries adjusted in accordance with the procedures established for E/M program demotions.

(Ord. No. 04-010(sub 1), § 1, 4-15-04)

Secs. 40-222—40-235. - Reserved.