Res 1992-130 - Laserfiche WebLink

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9b¡? Secûon 3.15 - Performance Appraisal: The work performance of each regular employee will be evaluated every six months. The purposes of the performance appraisal (evaluation) program are to: 1 ) coach and counsel the employee regarding job performance, 2) serve as input for merit increases, and 3) identify development needs and employee/employer goals. The Performance Appraisal Program is administered by the Human Resources Department. The compensation section (See Page 9- Section 3.10 - Merit Pay Increases) provides details regarding salary increase guidelines. Section 3.20 - Promotion of (Non-Civil Service) Employee: A promoted non-civil service employee shall earn the minimum starting salary of the new position or an increase of five (5) percent of their current salary, whichever is greater. With written justification to the Director of Human Resources, the department director may authorize a starting salary of up to five (5) percent above the minimum. A starting salary in excess of five (5) percent above minimum requires that the department director submit written justification through the Director of Human Resources to the City Manager for approval. Following successful completion of the introductory period, an employee will be eligible to I receive a merit increase in pay. Section 3.25 - lateral Transfer of Employee: A non-civil service employee who transfers laterally from one position to another position in the same pay range will continue to receive the same salary and will retain the same eligibility date for merit evaluations. Lateral transfers are subject to an introductory period (See Section 2.50 - Introductory Period). October 1992 Employee Handbook - City of San Marcos Page 3 - 2