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3. When an employee in a Middle Management classification has not been <br /> approved for advancement to the next higher salary step, they may be <br /> reconsidered for such advancement after the completion of three(3)months <br /> of additional continued service in the classification and shall be <br /> reconsidered for advancement to the next higher step above their then <br /> current step after the completion of six (6) months of additional continued <br /> service in the classification. <br /> 4. An employee in a Middle Management classification who is being paid at <br /> any salary step above Step "1"may be reduced to the next lower step in the <br /> appropriate salary rate range upon the recommendation of the Appointing <br /> Authority and the approval of the City Manager or their designee. <br /> Procedure for such reduction shall follow the same procedure for merit <br /> advancement in Subsection 5.8(A)(2), and such employee may be <br /> considered for readvancement under the same provisions as contained in <br /> Subsection 5.8 (A)(3). <br /> B. Administrative Management Classifications: The following conditions shall <br /> govern salary advancement within five(5)step rate ranges for employees employed <br /> in Administrative Management classifications: <br /> 1. For an employee in an Administrative Management classification covered <br /> by this MOU who has been initially appointed to a step lower than Step"E," <br /> advancement to the next higher step (Step "B" from Step "A" or Step "C" <br /> from Step "B," etc.) may be granted only for continued meritorious and <br /> efficient service by said employee in the effective performance of the duties <br /> of their position. The effective date of such merit step increase, if granted, <br /> shall be the first(1 st) day of the pay period following completion of twenty- <br /> six (26) full pay periods the step from which said employee is being <br /> advanced. <br /> Such merit advancement shall require the following: <br /> a. There shall be on file in the Office of the Executive Director of <br /> Human Resources a copy of each periodic performance appraisal <br /> required to be made on the employee by the Civil Service Rules and <br /> Regulations and/or the City Manager during the period of service <br /> time of such employee subsequent to their last salary advancement. <br />