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HomeMy WebLinkAbout894ORDINANCE NO. 89/4 AN ORDINANCE OF THE CITY OF SANFORD, FLORIDA ADOPTING A POSITION CLASSIFI- CATION PLAN AND PAY SCHEDULE FOR THE EMPLOYEES OF SAID CITY AND ESTABLISHING REGULATIONS APPLICABLE THERETO. BE IT ENACTED BY THE PEOPLE OF THE CITY OF SANFORD, FLORIDA: SECTION 1. That there is hereby adopted a position classifi- cation plan for employees of the City of Sanford, which said plan es- tablishes a pay schedule for all employees of said city within said various classifications, dated October 1, 1966, attached hereto and hereby made a part of this Ordinance as fully and completely as if set forth in this Section. SECTION 2. That there is hereby adopted regulations pertaining to said position classification and pay schedule dated October 1, 1966, attached hereto and made a part of this Ordinance as fully and completely as if set forth in this Section. SECTION 3. All ordinances or parts of ordinances in conflict herewith be and the same are hereby repealed. SECTION 4. This Ordinance shall become effective October 1, 1966. PASSED AND ADOPTED this 26~ day of September, A.D. 1966. City ~lerl4' ' - ' Ma~or ~ ~ksVthe- City Co/nfh¥ision of the City of Sanford, Florida CERTIFICATE I, H. L. Whelchel, City Clerk of the City of Sanford, Florida, do hereby certify that a true and correct copy of the foregoing Ordinance No. 894, PASSED and ADOPTED by the City Commission of the City of Sanford, Florida, on the 26th day of September, 1966, was POSTED at the front door of the City Hall in the City of Sanford, Florida, on the 27th day of September, 1966. City Clerk 2 CITY OF SANFORD PAY SCHEDULE October 1, 1966 Section I Installation of the Pay Schedule ,~ule 1. EFFECTIVE DATE OF THE PAY SCHEDULE The Pay Schedule shall be effective 1966. Rule 2. IMMEDIATE SALARY ADJUSTMENTS a. the first day of October, Employees now below the minimum grade shall be increased to the new minimum. Employees who are now between appropriate grades shall be increased to the next higher grade. Rule 3. USE OF Ti~ PAY SCHEDULE FOR THE MINIMUM, MAXIMUM, AND INTERMEDIATE GRADES OF EACH SALARY RANGE These rules shall be interpreted so as to place each employee in the service of the City of Sanford on an appropriate grade of the salary range for the grade to which his position has been allocated; provided, however, that an employee whose salary on the above effective date of the adoption of the Pay Schedule is above the appropriate salary of his grade shall remain at his present salary so long as he remains in his present grade. Rule 4. APPLICATION OF THE PAY SCHEDULE The City Manager is hereby authorized and directed to put the Pay Schedule into effect. -1- Section II - Administration of the Pay Schedule Rule 5. ANNIVERSARY DATE OF EMPLOYMENT IN A GRADE The date that an employee is assigned to the grade shall be the anniversary date in the grade and shall govern salary advances while the employee remains in that grade. Rule 6. NEW APPOINTMENTS New appointments shall normally be made at the minimum step of the appropriate pay grade or salary range. However, ap- pointments, under special conditions and on the recommendation of the City Manager, may be made above the minimum step when such action is determined to be in the best interest of the City of Sanford by the City Commission. Rule 7. PERIODIC ADVANCES a. Increases within each appropriate salary range shall normally be made from the minimum (A) step: The (A) or lowest pay step shall be the probationary or hiring rate. After twelve months, an employee is eligible for advancement to the next pay step. Should an employee not be considered qualified and advanced to the second or (B) step after one year with the City of Sanford, he shall not be retained in the city employment beyond a thirty day period after the one year anniversary date of his employ- ment. Exceptional cases may be considered as eligible for advancement after six months service. (2) be The (B) or second step is considered the in-service train- ing class. An employee shall remain in this step for a period of one year. Exceptional cases may be considered eligible for advancement to the third step only after com- pleting six months in the (B) step. (C) or third step is not an automatic advancement from The the (B) step. The (C) step pay rate is considered the normal pay rate for a satisfactory employee. An employee not making the progress he should~ shall not be advanced to the (C) or third step. The (D) or fourth step is reserved for recognition of outstanding performance as evidenced by positive evalu- ation of ability, attitude, initiative, and longevity. Advancement to the fourth or (D) step shall only be made after twelve months continuous service period with the City of Sanford in the (C) step. The (E) or fifth step is reserved for evidence of con- tinued excellent service with the City of Sanford. An employee is only eligible for this step after twelve months of continuous service with the City of Sanford in the (D) or fourth step. The advancement to the fifth step of the salary range is not automatic and must be evidenced by positive evaluation of ability, attitude, initiative, and longevity. (3) Factors for evaluating an employee for the fourth and the fifth pay steps must be uniformly understood by the department heads. Ability: The measure of the demonstrated proficiency of an employee. The knowledge and the skill of the job. It includes the output and the accuracy of the em- ployee. Ability alone does not justify an advance- ment in the pay schedule. Attitude: Includes such factors as alertness, regularity, drive~ habits, interest, co-operativeness, and the ability to get along with other people. Initiative: The measure of an employee's ability to go ahead with a program or work without close supervision~ and to do the extra work not necessarily required. Longevity: Is a measure of the loyalty of an employee to the City of Sanford and recognizes that years of service provide for continuity. Rule 8. ADVANCEMENT PROCEDURE Advancements within the pay schedule shall only be authorized within the appropriations provided by the City Commission. Ail changes of the pay steps shall be made by a written request of the respective department head and must be approved by the City Manager before becoming final for steps A through C. Ail ad- vancements from C through E shall require final approval of the City Commission on the City Manager's recommendation only. There shall be no deviation from the time in grade of each respective step. (4) Rule 9. TEMPORARY, PART-TIME, AND OTHER CATEGORIES a. Part-time employees shall normally be paid at a rate pro- portional to their hours of work, consistent with the Pay Schedule. b. Under special conditions in the interest of the City of Sanford, temporary, part-time, and other categories of employees may be paid at a special rate to be determined by the City Cormmission. Rule 10. INTERPRETATION OF THE PAY SCHEDULE The City Manager is authorized to make necessary administrative interpretations concerning the Pay Schedule including personnel actions involving re-employment, leave of absence, suspension, and demotion. Rule 11. COPIES AVAILABLE Copies of the approved Pay Schedule shall be available to all employees for reference purposes only. 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