Common use of Advancement Within Salary Range Clause in Contracts

Advancement Within Salary Range. A. In order to properly compensate an employee, advancement in salary shall be based on merit. B. Advancements in salary shall not be automatic, but shall depend upon the results of an employee’s performance evaluation completed by the immediate supervisor. C. The Chief of Police and/or the employee's immediate supervisor shall be responsible to evaluate employees fairly in an unbiased fashion for the determination of job performance. Advancement shall be made only upon recommendation of the Chief of Police with approval of the Personnel Officer or his designee. D. An employee’s job performance must be evaluated at least once every twelve (12) months from the effective date of his last merit increase, special performance advancement, or promotion. Nothing contained herein shall restrict the Chief of Police from denying the increase after evaluation, nor shall it prevent him from recommending a special performance advancement in salary at any time when unusual or outstanding achievement has been demonstrated. E. It shall be the responsibility of each supervisor to establish realistic achievement levels to merit an increase within a salary range. Achievement levels may be formal or informal and shall be reviewed by the Chief of Police for the purpose of maintaining uniformity of standards throughout the department.

Advancement Within Salary Range. A. In order to properly compensate an employee, advancement in salary shall be based on merit. B. Advancements in salary shall not be automatic, but shall depend upon the results of an employee’s performance evaluation completed by the immediate supervisor. C. The Chief of Police and/or the employee's immediate supervisor shall be responsible to evaluate employees fairly in an unbiased fashion for the determination of job performance. Advancement shall be made only upon recommendation of the Chief of Police with approval of the Personnel Officer or his designee. D. An employee’s job performance must be evaluated at least once every twelve (12) months from the effective date of his last merit increase, special performance advancement, or promotion. Nothing contained herein shall restrict the Chief of Police from denying the increase after evaluation, nor shall it prevent him from recommending a special performance advancement in salary at any time when unusual or outstanding achievement has been demonstrated. E. It shall be the responsibility of each supervisor to establish realistic achievement levels to merit an for increase within a salary range. Achievement levels may be formal or informal and shall be reviewed by the Chief of Police for the purpose of maintaining uniformity of standards throughout the department.