Item 6 - Wage and Salary Administration

6.1 Salary Increases

Effective December 1, 2004, provide for a general wage adjustment of 3%.

Effective the pay period that includes December 1, 2005, provide for a general wage adjustment of 3%.

Effective the pay period that includes December 1, 2006, provide for a general wage adjustment of 3.25%.

Effective the pay period that includes December 1, 2007, provide for a general wage adjustment equal to 3.75%.

6.2 Payday/Pay Periods

The District pays on a bi-weekly pay day basis with paydays every other Friday. If a payday occurs on a weekend or a holiday, the scheduled payday will be on the preceding regular workday.

6.3 Application of Wage Ranges

1. A new employee normally will be hired at the minimum of the rate range established for his/her job unless, as determined by the District:
   
   - He/she possesses unusual qualifications or experience above the minimum required for the job.
   
   - A temporary condition has placed a special premium on individuals with particular skills.
   
   - He/she is hired on a temporary basis, and such extra compensation is necessary to induce him/her to take the position for a limited time. A temporary employee paid according to this provision who becomes regular will normally be paid at the minimum of the rate range established for that classification.
   
2. No employee will receive compensation in excess of the maximum of his/her rate range unless he/she was being paid more than the maximum when the range was established.

6.4 Merit Increases

1. A merit increase is defined as the payment of a higher rate, not exceeding the maximum, to a deserving employee (as determined by the District) whose classification remains unchanged. Merit increases are granted primarily in recognition of improvement in performance or continued acceptable performance. Only one-step increases will be granted unless unusual circumstances as deemed by the District management exists, in which case the General Manager may authorize additional increases. Marginal performance will not qualify personnel for a merit increase regardless of the time period specified below.
2. The normal time interval for a merit increase, following a favorable performance evaluation, will be one (1) year from the date of the last increase, and with subsequent favorable performance evaluations, shall continue yearly until the employee reaches the top rate of pay for his/her current classification. New employees will be considered for a merit increase following six (6) months of employment provided the employee's current pay is below the maximum rate for the position. Newly promoted employees will be considered for a merit increase following six (6) months in the new position provided the newly promoted employee's current pay is below the maximum rate for the position. Performance evaluations will be completed at the end of each merit review period. The District will advise employees as to any deficiencies, advise employees of remedies, and provide assistance to employees to overcome such deficiencies.
3. In the case of particularly outstanding work, an increase may be granted by the General Manager in less than the specified time period provided sufficient justification is submitted by the requesting department, correspondingly, it is expected that in some instances the time interval will exceed that listed above.
4. In calendar year 2005, the General Manager will review the application of the “1989 Pay for Performance” program with the Board of Directors for classifications currently paid according to the Management pay table (minimum, control point, merit maximum range). If approved by the Board, Management classifications in this pay table will be reviewed in calendar year 2006, based on 2005 performance, for pay above or below the control point for that classification.