AgdaPkt 2018-11-05 Joint SA PFA - Laserfiche WebLink

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6.13. - Page 20 of 366 TENTATIVE AGREEMENT BETWEEN REDWOOD CITY AND REDWOOD CITY MANAGEMENT EMPLOYEES ASSOCIATION RE: 2018 SUCCESSOR MOU all classifications represented by RCMEA for a total October 2020 salary increase of three and one half ercent 3.5% . 16.2.2 Internal Ali nment:— All RCMEA classifications shall maintain a minimum differential of at leas* ten percent (10%) above the top step of subordinate classifications. The comparative analysis shall include the top of the range of the supervising classification and the top step or top of the range of the subordinate classification. In the event one or more positions in the subordinate classification receives premium pay (certification pay, shift differential, or specialty assignment pay) on a continuous full-time basis, and the supervising classification is not similarly eligible for such pay, such premium pay received by the subordinate classification shall be included for the purpose of calculating compaction. The following classifications shall be internally aligned and shall maintain their minimum top step differentials to subordinate and/or benchmark classifications as indicated throughout the term of the agreement. ♦ Public Works Field Supervisor and Utilities Field Supervisor —15% above highest paid subordinate ♦ Senior Transportation Coordinator — set same as Senior Civil Engineer 16.2.3 Initial appointments shall normally be made at the lowest rate of pay within thea licable Sala scale, Upon approval of the City Manager, such appointments may be made above the bottom of the range when justified upon consideration of the difficulty of locating qualified personnel and an appointee's experience, education, knowledge of particular duties required and such other criteria as may be reasonably related to such preferential consideration on the basis of merit. 16.2.4 Effective the first full pay period on or after October 1 2018 contingent on Association ,ratification by October 1 2018 in addition to the cost of living salary increase provided in section 16.2.1 there will be an equity ad'ustment of 7,46% for the classification of Parks Recreation and Community Services Manager, 16.3 Meritorious Achievement Adjustment 00059814-1 16.3.1 When an individual's performance is judged to meet or exceed a satisfactory level, a merit increase may be given in addition to the cost -of -living adjustment. Such an increase may be between four and seven percent (4% and 7%). This increase is based on the City's evaluation of the degree to which the employee met his or her objectives. In making this determination, the relative merit of an individual employee among other management unit employees shall be considered. The meritorious achievement awards scale will be: Unsatisfactory No increase Satisfactory 4% Exceeds Standards 5%-6% Outstanding 7% 16.3.2 Recommendations for merit increases will be made by the department head and forwarded with detailed justifications to the City Manager and Personnel Officer, who may make adjustments prior to approval. Merit increases may only be granted upon completion of six (6) months of probationary employment and yearly thereafter from the date of the last merit increase. [5 39