A. Promotions. Promotions occur when an employee is appointed to a vacant job in a higher salary range. Increases will be granted in recognition of the degree of increased responsibility and will take into account the employee’s current salary range step. Human resources will review all promotion processes and will recommend increased amounts to maintain internal equity and consistency within the organization.

B. Demotions. An employee who requests a voluntary demotion will receive the same salary as long as it does not exceed the top step of the new range to which he or she is assigned. If the demotion was the result of a downgrade or reorganization, the employee’s salary may be redlined for up to two years if it exceeds the top step of the new range. If the demotion is due to performance deficiencies or misconduct, the employee’s salary can be placed anywhere in the new range, as determined by the mayor or designee.

C. Transfers. A transfer to another job within the same classification or salary range is considered a lateral move. Salary will be reviewed at the employee’s regular performance appraisal date.

D. New Employee’s Pay. An employee’s initial rate of pay is based upon the position’s assigned salary range and the new employee’s relevant training, education and experience. New employees should receive a salary beginning at step one of the range for their position when they possess the minimum education and experience requirements. If the new employee has considerable experience and/or training and education above the minimum requirements, a starting salary of up to step five of the salary range may be assigned. Any starting salary above step five of the range must be requested and justified by the department director, reviewed by the human resources manager and the labor relations/human resources director. Such requests will be forwarded to the compensation committee for approval.

E. Redlined Employees. As a result of the benchmark salary survey, the salaries of some employees may be frozen until the annual adjustments made to the range raise the amount of the top step of the range to a point where the redlined employees’ salaries are below the maximum salary for the range. Depending on their performance, employees who are redlined may receive a cost-of-living adjustment each year; however, a portion or all of this adjustment will not be added to their base salary but will be separately and equally apportioned in the twenty-six pay periods.

F. External Market Valuation. Extraordinary trends in the external labor market and problems with recruitment and retention may necessitate the adjustment of the salaries for certain positions. On a limited and exceptional basis, and as recommended by the mayor and approved by the compensation committee, salary increases may be attributed to certain positions independent of the steps in the grades to which these positions are assigned. The amounts of these increases must be justified by current salary survey data, and they will be separately and equally apportioned in the twenty-six pay periods. (Ord. 2494-00 § 1.12, 2000.)