2016 Spencer Handbook

Table of Contents

1/22/2019

2016 Spencer Handbook - Google Docs

actually worked and shall be considered in computing overtime pay. Shift differentials shall be included in the compensation of paid leave.

SALARY MATRIX The Salary Matrix excludes longevity pay, overtime and call back pay.

After studying Department Head recommendations, the City Manager will recommend to the City Council the proper placement of new and existing employees within the position classification structure and compensation system. Each employee will receive a step increase in the following manner: Step I one year duration Step II one year duration Step III two years duration Step IV three years duration Step V four year duration Step VI (if applicable) The City Manager may authorize the placement of any new or existing employee on any step in the Salary Matrix upon recommendation of the Department Head, provided appropriate budgetary considerations have been made. When an individual moves up the Matrix because of bidding into a higher job classification, he/she will be classified in the appropriate step. An employee whose last performance evaluation was unsatisfactory and who is otherwise eligible for a step increase under the salary matrix shall not be eligible for the step increase until a satisfactory evaluation has occurred. When there has been an interval of at least six months between the unsatisfactory evaluation and the scheduled step increase, then another evaluation shall be completed to determine whether the step increase can be granted at that time. If an unsatisfactory evaluation again occurs, the step increase is denied for a period of 90 days at which time the employee will be re-evaluated. If the evaluation is again unsatisfactory and the step increase again denied, the denial of the step increase shall be grievable. If the evaluations required by the City are not accomplished, it shall be presumed that the employee’s performance is satisfactory, and step increases shall occur as scheduled. The definition of an unsatisfactory evaluation is if one or more categories of job performance are marked “unsatisfactory”. All step increases and longevity increases will be handled through the Finance Department. Each Department Head is responsible for advancing employees in the step process and reporting this action to the Finance Department. This includes termination, etc. Step increases must be budgeted for in the year they will occur. Step increases should not occur without an evaluation which should accompany the recommendation. The Council shall annually determine any overall cost of living adjustment to be made to the 42

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