City Auditor - City Recorder - Council Ordinance - 176679 Nonrepresented classifications Study Implementation Plan Exh C

EXHIBIT C

NONREPRESENTED EMPLOYEE STUDY IMPLEMENTATION PLAN

For purposes of implementing the new classification and compensation plan for nonrepresented employees, effective July 1, 2002, there are three scenarios that may result from a reclassification action: lateral, upward, and downward. In these scenarios, the following rules shall apply:

a) A “lateral” reclassification occurs when the position is being assigned to a new classification equivalent to the former classification, as determined by the HR Director.

1) In the event of a lateral reclassification, the employee’s seniority will transfer to the “new” class. For example, a Bureau Administrative Manager with a seniority date of 7/01/00, who is reclassified to a Business Operations Manager, will continue to have a seniority date of 7/01/00.

2) In the event of a lateral reclassification, the employee’s pay rate in the pay range of the new classification shall equal the base pay rate he or she was paid in their former classification on 07/01/02, unless their previous base pay rate is below the minimum of the new range, in which case they shall be placed at the entry rate of the new class.

3) Additionally, annual performance appraisal pay increases after the approval of this ordinance, shall be supported by written performance appraisal documentation and comply with the provisions of the HR Administrative Rules and Compensation Plan Pay Practices.

4) An employee’s anniversary date for pay purposes, does not change as a result of a lateral classification.

5) The lateral reclassification provisions, concerning placement on the range, also apply to employees who are not changing classifications, but the pay range assigned to their classification has been increased as a result of the implementation of the new classification and compensation plan.

b) An “upward” reclassification occurs when the position is being reclassified to a higher classification than the employee’s previous classification in the former classification structure on 7/01/02, as determined by the HR Director. For example, a reclassification from Financial Analyst to Senior Financial Analyst is an “upward” reclassification.

1) In the event of an upward reclassification, the employee will be assigned a new seniority and anniversary date of 07/01/02. The employee will also retain seniority in the former lower class equivalent as determined by the HR Director, to the extent that seniority is retained under the HR Administrative Rules. For example, a Financial Analyst with a seniority date of 07/01/99, who is reclassified to a Senior Financial Analyst, will have a new seniority date of 07/01/02 as a Senior Financial Analyst and will continue to have seniority, as provided in the HR Administrative Rules, if the lower class, or its equivalent continues to exist.

2) In the event of an upward reclassification, the employee will be placed at a rate within the higher classification range which represents at least a 4.1% increase over the employee’s 7/01/02 regular base pay rate in his or her former classification, provided that in no event shall the rate of pay exceed the maximum rate for the higher classification.

3) Additionally, pay increases after the approval of the classification and compensation plan contained in this ordinance, shall be supported by written performance appraisal documentation and comply with the City’s HR Administrative Rules.

c) A “downward” reclassification occurs when the position is being reclassified to a lower classification than the employee’s previous classification in the former classification structure on 7/01/02, as determined by the HR Director. In the event of a downward reclassification, the following rules shall apply:

1) The employee’s seniority and anniversary dates remain unchanged.

2) The employee has no bumping rights under the HR Administrative Rules affecting this movement to a different classification.

3) If the employee’s 7/01/02 base pay rate, in the employee’s former classification, is higher than the top of the pay range of the lower classification, their 7/01/02 base pay rate shall be red-circled (i.e., frozen) until the pay range maximum exceeds the employee’s 7/01/02 base pay rate. Such employees’ red circled pay rates shall not be subject to pay increases based on performance appraisals or general cost of living increases.

4) If however the employee’s 7/01/02 base pay rate is not higher than the top of the pay range of the lower classification, they shall be placed on the lower pay range at their 7/01/02 base pay rate, effective 7/01/02.

5) The downward reclassification provisions, concerning placement on the range also apply to employees who are not changing classifications, but the pay range assigned to their classification has been lowered as a result of the implementation of the new classification and compensation plan.

6) Additionally, pay increases after the approval of this ordinance, shall be supported by written performance appraisal documentation and comply with the provisions of HR Administrative Rules and Compensation Plan Pay Practices.

7) During a period ending December 31, 2003, the employee may be reinstated to a declared vacancy in their former classification, or a lateral classification as determined by the HR Director, at the discretion of the Bureau Director and upon approval of the HR Director.

d) For purposes of placement on the range under this implementation plan, references to the 7/01/02 base pay rate includes any cost of living adjustment effective on that date, if applicable to the affected classification and position.

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