HomeMy WebLinkAbout11-21-2017 Item 6, Ironss+
Council Memorandum
DATE: November 21, 2017
TO: Mayor and Council
FROM: Monica Irons, Dir ctor of Human Resources
VIA: Derek Johnson;! y Manager
COUNCIL MEETING: k l -7
ITEM NO.: (o
NOV 21 2017
i
SUBJECT: November 21" Council Meeting Agenda Correspondence Item #6: Supplemental
Employee Policy
See attached for minor revisions to the Supplemental Employee Policy that clarifies eligibility for
step increases.
Supplemental Employee Policy
BARGAINING UNIT
Supplemental staff are not covered by nor represented by any bargaining unit.
COMPENSATION
Salary
All supplemental employees shall be paid in accordance with the SSuppi menta I
Employee Salwy Ranges. The starting step of pay can be assigned at the discretion of
the Department Head. Rationale for placing an employee above Step 1 will be
specified on the Personnel Action Form. If an employee is performing two different jobs
within the City, they will code their timecard with the appropriate account number for
each different job and submit a Personnel Action Form.
Overtime
Overtime is defined as all hours preauthorized by management and worked by the
supplemental employee more than forty (40) hours worked in a work period. All
overtime shall be authorized in writing by the department head or designee prior to
being worked. Overtime shall be compensated in cash at one and one half (1 1/2)
times the employee's regular rate of pay.
Criteria for Step Increase
Step increases shall not be automatic or simply a function of time in position.
Consideration for a step increase shaW—should be based on both the employee's
satisfactory performance and the accumulation of working 1,040 hours at a current
step. 1,040 hours is considered half-time, as a full-time employee works 2,080 hours
per year. A discretionary increase w41 -maybe considered UPOR pr or to completion of
1,040 hours of City employment to retain key skills. Any step increase recommended
by the Department Head must be in alignment with the City's Supplemental Employee
Salary Ranges and approved By Human Resources. Increases are not applied
retroactively. Increases are not intended to imply long-term continuation of employment,
but to recognize performance and address retention of critical skills and certifications to
avoid unnecessary turnover costs. Increases larger than one step must be
accompanied by appropriate written justification and are allowed one time within a
salary range.
Salary Range Adjustments
Per the City's Compensation Philosophy, supplemental employee salary ranges will be
evaluated periodically for market competitiveness, effectiveness, and compliance with
State law.
Revised 9steber-November 2017 Page 5 of 11