Common use of WAGES AND PAY PRACTICES Clause in Contracts

WAGES AND PAY PRACTICES. A. The salary ranges are set by the Board of Directors. All salary ranges for the Mid-Management Unit have nine steps with 5% between the first seven steps and 3.5% between the seventh and the eighth step and 2.0% between the eighth and ninth step. B. Entry level is normally the first step. Upon completion of probation (six months), the employee progresses to the next higher step in the range. Based upon satisfactory progress as documented in a written evaluation, an employee will receive the next step after one full year on paid status from date of completion of the probationary period and an additional step after each full year on paid status thereafter through the eighth step. An employee is eligible for the ninth step after two full years on paid status at the prior step. C. A merit increase may be denied by the department manager when an employee’s job performance falls below acceptable work standards for the duties assigned. The department manager may, in such a case, recommend a special evaluation. The special evaluation shall describe perceived performance problems and actions to be taken by the employee to correct these deficiencies. The employee’s work performance will be reviewed again before the next review date on a date that is mutually agreeable to the department manager and the employee that would allow the employee sufficient time to correct the deficiencies. If a merit increase is granted at that time, the employee’s original review date shall not change and s/he shall be eligible for the next merit increase after one year on paid status from the original review date. If a merit increase is denied a second time, the employee will receive monthly evaluations for a period not to exceed ninety (90) days outlining specific goals needed to achieve satisfactory performance. The General Manager shall be notified in all cases where an employee is placed on a special evaluation. Evaluations are not to be used as discipline; however, this section does not limit the District's right to discipline when appropriate.

WAGES AND PAY PRACTICES. A. Wages and Pay Practices The salary ranges are set by the Board of Directors. All salary ranges for the Mid-Management Office and Field Unit have nine steps with 5% between the first seven steps and 3.5% between the seventh and the eighth step and 2.0% between the eighth eight and ninth step. B. . Entry level is normally the first step. Upon completion of probation (six months), the employee progresses to the next higher step in the range. Based upon satisfactory progress as documented in a written evaluation, an employee will receive the next step after one full year on paid status from date of completion of the probationary period and an additional step after each full year on paid status thereafter through the eighth step. An employee is eligible for the ninth step after two full years on paid status at the prior step. C. . A merit increase may be denied by the department manager when an employee’s job performance falls below acceptable work standards for the duties assigned. The department manager may, in such a case, recommend a special evaluation. The special evaluation shall describe perceived performance problems and actions to be taken by the employee to correct these deficiencies. The employee’s work performance will be reviewed again before the next review date on a date that is mutually agreeable to the department manager and the employee that would allow the employee sufficient time to correct the deficiencies. If a merit increase is granted at that time, the employee’s original review date shall not change and s/he shall be eligible for the next merit increase after one year on paid status from the original review date. If a merit increase is denied a second time, the employee will receive monthly evaluations for a period not to exceed ninety (90) days outlining specific goals needed to achieve satisfactory performance. The General Manager shall be notified in all cases where an employee is placed on a special evaluation. Evaluations are not to be used as discipline; however, this section does not limit the District's right to discipline when appropriate.