| Employment
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PROBATIONARY
PERIOD
The first six (6) months of your employment with the City of
Sarasota is considered a probationary period. This is sometimes
referred to as a working test period. This simply means that
the City of Sarasota wants to make sure you can do your work
satisfactorily and that your abilities are being properly applied
before you become a permanent employee.
All City employees go through a probationary period, and upon
successful completion of this test period, they become permanent
employees of the City of Sarasota. Civil Service (Police Officer)
employees are required to work an additional six months in the
working test period as a permanent trainee.
Employees who are separated during the probationary period do
not have the right to appeal to the Civil Service Board or General
Personnel Board or to grieve under the provisions of a collective
bargaining agreement.
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REGULAR
STATUS
Employees who satisfactorily complete their probationary period
are appointed to career service positions.
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SALARY
DETAILS
The Director of Human Resources periodically reviews the job
classification plan. In the event of a permanent change of major
significance, or a change in the duties and responsibilities
of a job classification, the Department Head will ask for a
review or re-evaluation of the job description.
After an evaluation of the changes has been made, the Director
of Human Resources will classify the position in an appropriate
classification or notify the Department Head in writing if a
reclassification is not needed.
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ASSIGNMENT
OF A POSITION TO A PAY GRADE
Each job classification is evaluated based on eight (8) criteria
to determine the degree to which each factor is present in each
job. These eight factors are:
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| 1. |
Specialized
or technical skills required to perform a job;
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| 2. |
Managerial
know how;
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| 3. |
Human
relations skills required to perform the position;
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| 4. |
Thinking
environment;
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| 5. |
Thinking
challenge;
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| 6. |
Freedom
to act;
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Position
questionnaires and job descriptions are used to evaluate
job
classifications. This process can result in confirming a pay
grade or in reassigning a position to a different classification.
A permanent employee who is occupying a position reclassified
to a different classification will continue in the position
only if he or she is eligible and qualified. An employee must
be appointed to the reclassified position in accordance with
the City's Rules and Regulations.
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PROMOTION
An employee who is promoted to a job classification in a higher
grade will usually be given an increase in pay. If he or she
is already being paid at or above that minimum rate of the new
job classification, an additional pay increase may be awarded.
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DEMOTION
When an employee is demoted, his or her pay may be adjusted
so that it is within the pay range of the new job classification.
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TRANSFERS
Transfers of personnel resulting in lower compensation may be
made with the agreement of the transferee or to avoid layoff
that might result otherwise.
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LAYOFF
Where there is a shortage of funds or work or there is a material
change in the duties or organization of the department, it may
be necessary to lay off employees.
No permanent employee will be laid off while another person
in a position is employed on a probationary or temporary basis
in the same classification in that department. Within the classification,
temporary employees will be laid off before probationary employees.
The lay off of permanent employees will be made primarily on
the basis of Employee Performance Evaluation ratings and the
need for the services performed.
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LONGEVITY
PAY
Additional pay on the basis of length of service is awarded
to permanent, full-time employees, and is applied to base rates
of pay. Longevity pay provides an incentive and reward for continuous
service.
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