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<br />7 <br /> <br />7.2.2 For recruiting and career incentive purposes, the City shall maintain the current <br />minimum of twenty percent (20%) difference in base salary between a top step <br />Police Officer (Payroll Code P700) and a top step Police Sergeant (Payroll Code <br />P601), not including incentive pay. Accordingly, if at any point during the term of <br />this MOU, Step 5 of the Police Sergeant salary schedule is less than twenty percent <br />(20%) above Step 5 of the Police Officer salary schedule, Step 5 of the Police <br />Sergeant salary schedule shall be increased to twenty percent (20%) above Step 5 <br />of the Police Officer salary schedule. <br /> <br /> For recruiting and career incentive purposes, the City shall maintain the current <br />minimum of twenty percent (20%) difference in base salary between a top step <br />Police Sergeant (Payroll Code P601) and a top step Police Lieutenant (Payroll <br />Code C315), not including incentive pay. Accordingly, if at any point during the <br />term of this MOU, Step 5 of the Police Lieutenant salary schedule is less than <br />twenty percent (20%) above Step 5 of the Police Sergeant salary schedule, Step 5 <br />of the Police Lieutenant salary schedule shall be increased to twenty percent (20%) <br />above Step 5 of the Police Sergeant salary schedule. <br /> <br />7.2.3 An employee may be eligible for a salary adjustment to the next higher step above <br />the initial step or rate to which appointment was made upon the satisfactory <br />completion of six (6) consecutive months' employment. An adjustment shall be <br />made only upon the recommendation of the department head and upon approval of <br />the City Manager. <br /> <br />7.2.3 Progression of employees from the second step to the third step of the salary plan <br />may be made upon completion of a minimum period of one (1) year at the second <br />step and upon consideration of such employee's performance of duties, experience, <br />education, personal fitness for the position, and other criteria reasonably related to <br />awarding increased compensation on the basis of merit. An adjustment shall be <br />made only upon the recommendation of the department head and upon approval of <br />the City Manager. <br /> <br />7.2.4 Progression of an employee from the third step to the fourth step and the fourth <br />step to the fifth step of the salary plan will be based upon the completion of the <br />period of one (1) years’ service at the respective lower step. <br /> <br />7.2.5 Effective the first full pay period following City Council approval of a successor <br />MOU in 2025, Aa Police Sergeant (P601) shall be placed into the Police Sergeant- <br />Advanced (Ten Year) classification (P602)salary range, and a Police Lieutenant <br />(C315) shall be placed into the Police Lieutenant-Advanced (Ten Year) <br />classification (C314) salary range, when the following criteria are met: <br /> <br />x The employee maintains a current performance evaluation of meets or exceeds <br />standards; <br />x The employee possesses a valid Advanced Certification awarded by the <br />California Commission on Peace Officer Standards and Training; <br />x The employee has completed sixty (60) college semester credits of which <br />twenty-four must be in the Administration of Justice, or in the alternative, an <br />employee who possesses an A.A. or higher degree from an accredited <br />institution of higher learning; and <br />6.H. - Page 15 of 72 <br />357