Compensation Policy for New Hires and Promotions

Promotion for the purpose of this policy is defined as an appointment to a classified or unclassified position with a higher maximum rate of pay, including provisional and out of class assignments.

Description:

1. Civil Service Rule 28.B.3 states “Appointment may be made to a graded position at any of the current steps prescribed by the Council.” Appointment at any step higher than the current starting salary (for external hires) or at more than the 5% rate prescribed in Civil Service Rule

   28.B.5 (for internal hires) requires approval of the of the Human Resources Director.

2. Civil Service Rule 28.B.3 cannot be used to reduce the compensation of a current employee to a lower step than that prescribed by Civil Service Rule 28.B.5.

Any job offer with a starting salary in excess of the lowest step in a position’s grade requires a review of the candidate’s qualifications by Human Resources. Such requests shall be directed to designated member(s) of the Human Resources staff.

With approval from Human Resources, an individual may be appointed or promoted to any step in the grade for the position, including those traditionally described as longevity steps. Placement is based on the assessment by Human Resources of a candidate’s related education and experience which has not already been used in meeting the minimum qualifications for the position. Meaning, experience used to meet the minimum requirements for the position cannot be used in determining salary above the minimum. Candidates that meet minimum requirements are placed at step 1. Credit beyond what is assessed is considered unearned experience, is subject to the conditions of Civil Service Rule 28.B.3.

Relevant or related experience is experience that include the knowledge, skills, and abilities that are substantially similar to those required for the associated position.

Service credit shall be based on full time work (40 hours per week). For example, 12 months of relevant work experience at 20 hours per week counts as 6 months. 12 months of relevant work experience at 10 hours per week counts as 3 months.

Departments may also grant year-for-year service credit for relevant education, which includes 2 years for Associate’s Degree; 4 years for Bachelor’s Degree, 2 years for Master’s Degree, and 3 years for a Juris Doctor degree.

4-year relevant bachelor’s degree + 5 years irrelevant work experience + 8 years relevant work experience + 2 years part-time relevant work experience at 20 hours per week = 13 years of credit – minimum requirements of Bachelor’s degree and 4 years experience = 5 years credit.

(Note: Work irrelevant to the current field or position does not count for credit. 2 years of part- time work equals 1 year of credit.)

Civil Service Rule 28.B.3 states that if appointment is made at a salary step requiring more experience than the appointee has acquired in employment outside the City service in positions equivalent to the position to which they are being appointed, then all other City employees holding the same title shall also be given credit for the same length of unearned experience in determining salary increases.

Furthermore, credit for unearned experience is generally not aligned with citywide goals for equitable compensation, as it tends to only be a viable consideration in highly-graded titles with few or no other incumbents. Any department requesting unearned experience will be required to submit documentation of other employees who would be affected, an analysis of the financial impact to other positions, and establish why the request should take precedence over any equity considerations that may apply.