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M <br />The cost of this increase during fiscal 1990 is $80,332 and has been <br />budgeted. <br />2. Pay Progression Policy <br />I recommend establishment of a pay progression policy effective October <br />1, 1990 consisting of the following elements: <br />a. Employment Probation - Continue this pay increase system as it <br />currently exists, providing for 3-5o increases at the end of <br />satisfactory employment probation ( usually 6 months) . <br />b. Promotion Probation - Re-establish this pay increase system <br />providing for 3-5o increases at the end of satisfactory <br />promotion probation ( usually 6 months) . <br />C. Pay Progression Increase - Establish this pay increase system <br />for all permanent employees not already at grade maximum. <br />Use annual eligibility with pay progression date set one year <br />from the date of the last increase due to employment probation <br />or promotion probation or pay progression increase. The <br />increase shall be 5% (or less if grade top is encountered). <br />Satisfactory performance as evidenced by Performance <br />Appraisal is required. Unsatisfactory performance results in <br />rescheduling for 1 year later. <br />IMPLEMENTATION <br />New employees - Effective October 1, 1990 establish a pay increase schedule <br />for each new employee which provides for increases as described in a, b, and <br />c above. Use hire date as basis for initial eligibility. <br />Existing employees - Same as for new employees except use the hire date plus <br />six months (employment probation) for initial eligibility. This ignores past <br />events (such as promotions) which, if they reoccur, will shift the eligibility <br />dates in the future. <br />The estimated annualized all fund cost is $320,000. <br />Administrator Chandler stressed that since 1987, there has <br />been no method for a new employee to progress through the ranges <br />which has resulted in compression of employees within the ranges <br />and also caused a high rate of turn -over. Right now our turnover <br />rate on an annual basis is in a range of 25.60, which is an <br />extremely high rate, and two-thirds of our employees are not even <br />at mid point in their range. The program being recommended in <br />in two phases - initially an interim program is to be implemented <br />at this point in time to break up some of the compression that <br />exists, and this <br />is to be based strictly <br />on longevity. <br />WAY 2 a 1990 <br />23 <br />BOOK <br />