4.10.040 Pay ranges and merit increases.
The pay ranges provided for the several classes shall be applied as follows:
A. The minimum rate for each range shall be the normal entering rate. However, the city manager may authorize initial appointment above the minimum rate:
1. In recognition of recruiting difficulties at the minimum rate; or
2. In the case of a candidate who possesses exceptional skills or superior training or whose experience or special achievements are such that his or her addition to the city staff at a higher rate is deemed warranted.
B. Regular Full-Time Employees.
1. Upon satisfactory completion of the probationary period (as established in PMC 4.15.060) after initial appointment, the salary of the employee is limited to two steps in accordance with the current city of Palmer pay plan.
2. If the probationary period has not been completed satisfactorily, the department director, with the approval of the city manager, may extend the probationary period as indicated in PMC 4.15.050, or the employee shall be terminated. The employee, if retained, following satisfactory probation, may be advanced not more than two step increments in the salary level in which the employee was hired and then shall be eligible for the next advancement within the salary range on the employee’s merit anniversary date.
3. Uncertified police officers are subject to the mandated 13 Alaska Administrative Code (AAC) requirements.
C. Regular Part-Time Employees.
1. Upon satisfactory completion of the probationary period (as established in PMC 4.15.050) after initial appointment, the salary of the employee is limited to two steps in accordance with the current city of Palmer pay plan.
2. If the probationary period has not been completed satisfactorily, the department director, with the approval of the city manager, may extend the probationary period as indicated in PMC 4.15.050, or the employee shall be terminated. The employee, if retained, following satisfactory probation, may not be advanced more than two steps in the salary level in which the employee was hired and then shall be eligible for the next advancement after an additional 2,080 hours worked.
D. Employee Performance. The performance of each employee (including temporary and continuous part-time employees) shall be reviewed as outlined in PMC 4.10.050.
1. A department director shall submit to the personnel officer a performance appraisal to determine eligibility for an increase in salary to the next higher step within the established level.
2. A step increase shall not be automatic merely upon completion of a specific period of service.
3. An increase shall be based upon performance and shall require the affirmative written recommendation of the department director supported by an attached employee performance report form and the approval of the city manager.
4. The employee may not be advanced more than two steps.
E. By resolution the council may direct the city manager to suspend all merit increases recommended after the date of the resolution. (Ord. 12-001 § 3, 2013)