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performance rating twice for the previous year will <br />not be given any line adjustment. They will however <br />receive not less than a one step drop for the <br />following year. <br />STEP MOVEMENTS <br />On the anniversary date (benefits benchmark date) the supervisor <br />will review with the employee including any appropriate goal <br />setting and make the determination as to whether they have <br />achieved the expected performance or not. As noted above those <br />who achieve the expected performance will move through the steps <br />to the next higher. Those that have not, will not. <br />POSITION EMPLOYMENT <br />It is generally expected that a person without any experience <br />would be hired at the beginning step for the classification for <br />which they are hired. The Administrator in conjunction with the <br />department head will make a recommendation to Council the <br />appropriate level for offering employment. Once that level has <br />been established together with any other review steps, the person <br />will be subject to annual review, unless other considerations are <br />made at the time of employment. <br />TEMPORARY/SEASONAL <br />Persons who are temporary or seasonal employees will have their <br />pay established at the time of hire. <br />r, <br />