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2. The second step is an incentive adjustment to encourage an employee to <br /> improve his woriz, Employees should be made eligible for this adjustment after the <br /> completion of a probationary period of six months. The adjustment should be made <br /> only if recommended by the department head and if approved by the City Manager. <br /> 3. The third step represents the middle value of the salary range and is the <br /> rate at which a fully qualified, experienced, and ordinarily conscientious employee <br /> should be paid after a reasonable period of service. An employee who has prome.d <br /> himself fully satisfactory in a given classification for a period of one year or longer <br /> after completion of his probationary period should be eligible for this step upon the <br /> recommendation of the department head and the approval by the City Manager. <br /> 4. The fourth step of the range is to be awarded for work which is above the <br /> average for the classification. An employee should be granted this step only if he <br /> has served one year at Step C and if his service has demonstrated that the quality <br /> of his work is above average. The step should be granted upon the recommendation <br /> of the department head and approval by the City Manager. <br /> 5. The fifth step is intended as a reward for excellent performance. An <br /> employee should be adjusted to this step only upon completion of one year at Step D <br /> in the same class. It should be granted upon recommendation by his department <br /> head and approval 'ny the City Manager. <br /> An employee should be held at a given rate until he clearly deserves advance- <br /> ment to the next rate. The argument that an employee has served for the period of <br /> time indicated in the foregoing paragraph should never be taken alone as an adequate <br /> explanation for the recommendation or approval of a salary adjustment. <br /> -5- <br />