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bargaining team members will meet to review the proposed pay scales <br />revisions and ensure that same are accurate. Once agreed upon, the new <br />rates will take effect on October 1St of each year, i.e. October 1, 2014, for <br />the life of this Agreement subject to the approval of City Council and the <br />Association. <br />4) Employees shall receive step increases on the anniversary of their <br />appointment to their current rank. If an employee receives a less than <br />satisfactory performance evaluation (anything below a 3), the employee <br />will not receive a pay increase of any type (including lump sum payments <br />referenced in Article III Subsection (4) and the current step increase will be <br />held until the employee earns a satisfactory evaluation (3 or above). Once <br />the employee's performance evaluation has been improved to a <br />satisfactory rating, the employee shall be placed at the then -current step <br />for his/her time in grade. If an employee receives an "exceptional" <br />evaluation (above a 4), the employee will be moved up two steps on <br />his/her anniversary date. Upon receiving the next evaluation, that <br />employee shall be placed at the then -current step for his/her time in grade. <br />This Section will not apply to any cost of living raises or pay scale <br />adjustments. <br />5) If an employee receives a less than satisfactory performance evaluation, as <br />outlined in this Article, the employee may appeal the performance <br />evaluation according to the following process: <br />A) All performance evaluation appeals shall be submitted by the affected <br />employee to the Chief of Police in writing within seven (7) calendar <br />days from the date that the employee receives the evaluation. <br />B) The Chief of Police shall render a written decision to the affected <br />employee within seven (7) calendar days of the date the appeal was <br />received by the Chief of Police. <br />