BC 1992 06 01 - Laserfiche WebLink

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558 education and training for the class, a shortage of qualified applicants available at the hiring rate, and/or the refusal of qualified applicants to accept employment at the minimum rate. Initial appointments above the job rate of a salary range must be approved by the Board of Commissioners. (b) Job Rate. Step 4, Level 1 is the job rate for each salary range and designates the minimum rate of pay each fully trained employee should receive for satisfactory performance. A person employed at the hiring rate and performing work at an "Expected" level should reach job rate in approximately three to four years. (c) Progression To Job Rate. Employees below the job rate for their positions are considered to be in a development stage of their careers. Each year, on the employee's anniversary date, the employee will be evaluated to determine if satisfactory progress is being made in learning job responsibilities and duties. If the employee receives at least a 3.6 rating on their performance evaluation, the employee shall receive, upon recommendation of the department head with the approval of the County Manager, a development increase in pay under the Development Increase/Merit Pay Administration Guide in Appendix H. If the employee does not receive at least a 3.6 rating on their performance evaluation, the department head will recommend to the County Manager retention at the employeels current rate of pay for an additional six months. At the end of the six month extension, the department head will review the employee's progress in correcting work deficiencies, and if the employee's work has been brought up to at least the 3.6 rating level, the department head will recommend to the County Manager a development increase in pay. If the employee's work is still deficient, the department head will recommend no increase in pay and will begin disciplinary measures in accordance with Article VII of the Ordinance. (d) Progression Above Job Rate. Salary increases above job rate are reserved for special recognitions: (1) Pay for performance above the job rate will generally be awarded in lump sum payments and shall not be added to an employee's salary base. But when an employee earns Merit Pay for three consecutive years, his or her salary base will be increased effective his or her anniversary date to the pay level closest to the percentage of the third year award. This will be in lieu of a lump sum payment and can not occur more than one time in a three year period. Each employee whose evaluation indicates that a prescribed level of performance has been achieved during the past year shall receive, upon recommendation of the department head with the approval of the County Manager, a merit payment under the Development Increase/Merit Pay Administration Guide in Appendix H. Those employees with a salary below job rate may not receive merit pay. Lump sum merit payments will be awarded on the following schedule: For those employees receiving performance evaluations during June through November - the paydate for the bi-weekly period which includes the last day of November. For those employees receiving performance evaluations during December through May the