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1 <br />2 <br />3 <br />4 <br />5 <br />6 <br />7 <br />8 <br />9 <br />10 <br />11 <br />12 <br />13 <br />14 <br />15 <br />16 <br />17 <br />18 <br />19 <br />20 <br />21 <br />22 <br />23 <br />24 <br />25 <br />26 <br />27' <br />28 <br />Section 2. Administrative Analysts & Executive Assistants. The Administrative <br />Analysts and Executive Assistants in the Confidential Group will be benchmarked to the <br />Administrative Analysts and Executive Assistants, respectively, in the Mid Management Unit. <br />When the Administrative Analysts and Executive Assistants in the Mid Management Unit <br />receive salary increases, the same increases shall be applied to the Administrative Analysts and <br />Executive Assistants in the Confidential Group. In addition, the Executive Assistant to the <br />City Council will be paid at minimum of ten percent (10%) above the other Executive <br />Assistants in the Confidential Group. <br />Section 3. Acting Pay. Any Confidential Group employee assigned to work in a <br />higher classification for a period of thirty-nine (39) consecutive work hours or more, shall <br />receive compensation from the first hour until the assignment is completed. The acting pay <br />compensation shall be equal to the same step of the acting position's pay range or five <br />percent (5%) of their base salary, whichever is higher. Regularly scheduled holidays shall <br />be counted as "work hours" for the purpose of qualifying for acting pay only. All other <br />leave hours shall not count as "work hours" for the purpose of qualifying for acting pay. <br />Administrative Policy 4.05.170 shall be followed with only the proscribed pay increase, and <br />no increase in benefits provided to an Confidential Group employee in acting pay status. <br />Acting appointments shall be made based on the needs of the City. Appointees <br />shall meet the minimum qualifications for the position whenever possible. If they do not, it <br />will be clearly noted on their Personnel Action Form (PAR) that their acting appointment <br />does not automatically qualify them for any future recruitment to fill such position on a <br />regular basis. Eligible Employees' experience and job knowledge shall be given major <br />consideration before an appointment is made. <br />Section 4. Special Assignment Compensation. Confidential Group employees <br />who have been given a temporary assignment involving the performance of more difficult <br />duties and requiring a greater level of skills(s) or duties outside of their classification, may be <br />granted additional compensation. <br />The duration of such assignments is not intended to exceed one (1) year. This provision shall <br />not be used to circumvent the merit system of promotion or the provisions for reclassification. <br />The specific, temporary assignment duties must be identified in writing prior to the start of the <br />assignment. <br />Special Assignment Compensation shall be awarded in pay period increments and in the form <br />of a specified percentage of the employee's base pay. The Human Resources Manager will <br />determine the amount in increments of one percent (1%) from a minimum of two percent (2%) <br />up to a maximum of five percent (5%). <br />The additional compensation will be computed at the specified percentage of the current base <br />pay of the employee for each pay period. Such increases in pay shall not affect an employee's <br />step advancement in the base range. <br />Resolution No. R-26-14 <br />Page 3 of 14 <br />