Layton City   search site  
Home Do Business Live & Work Play Departments Services & Payments Contact Us Follow Layton City Twitter Like Us on Facebook
   
  Skip Navigation Links Home Departments Management Services Human Resources City Policy
  Management Services
 

Layton City Policy

Personnel Policy Manual

Back To Title List | Chapter List | Section List

3401 - Transfers and Promotions

Transfers
An employee may be transferred temporarily or permanently to another position for reason of training, shortage of funds or department re-organization or when it is in the best interest of the City, the departments involved or the employee. All transfers must be approved by the City Manager.
  1. Lateral Transfers: A lateral transfer is defined as an employee moving to a position with an entry level pay rate of less than 5% lower or higher than the entry level pay rate of the employee's current position. Lateral transfers may be within or between departments.

    When a Layton City employee fills a position which would be a lateral transfer for that employee, the employee's pay rate will be the same as the pay rate of the employee prior to the transfer.


  2. Voluntary Downward Transfers: A voluntary downward transfer is defined as an employee moving to a position with an entry level pay rate that is equal to or greater than 5% less than the entry level pay rate assigned to the employee's present position. Voluntary downward transfers may be within or between departments.

    When a Layton City employee voluntarily elects to fill a position which would be a voluntary downward transfer for that employee, the employee's pay will remain the same if the employee's current pay rate is within the pay range of the new position.

    If the employee's current pay rate is above the top of the pay range for the new position, the employee's pay rate will be adjusted to be no more than the pay rate at the top of the pay range of the new position, except the City Manager may, at his/her discretion, freeze or redline the employee's pay rate until the top of the range for the new position is greater than the employee's pay rate.

Upon transfer, an employee should receive a formal performance evaluation based on performance in the former position. In addition, the employee will be in probationary status according to policy #3107.

Transfers should be scheduled to take effect on the first day of a pay period to eliminate the need for the payroll clerk to manually calculate the first pay check.

This policy and these procedures regarding transfers shall apply to all employees and positions in Layton City except Department Director level positions.

Promotions

For purposes of determining pay rates, a promotion is defined as an employee moving to a position with an entry level pay rate of 5% or more greater than the entry level pay rate assigned to the employee's present position. Promotions may be within or between departments.

When a Layton City employee is promoted to fill a nonsupervisory position in the City, the employee may receive a pay increase as follows:

  1. If the employee's current pay rate falls within the pay range of the new position, the employee may receive a maximum pay increase of 5%, so long as that pay increase does not move the employee's pay rate outside the pay range for the position.
  2. If the employee's current pay is less than 5% below the minimum pay rate for the new position, the employee may receive a maximum pay increase of 5%.
  3. If the employee's current pay rate is 5% or more below the minimum pay rate for the new position, the employee will receive a pay increase which results in the employee's pay rate being the minimum pay rate for the new position.

When a Layton City employee is promoted to fill a supervisory position in the City, the employee may receive a pay increase as follows:

  1. If the employee's current pay rate falls within the pay range of the new position, the employee may receive a maximum pay increase of 10%, so long as that pay increase does not move the employee's pay rate outside the pay range for the position.
  2. If the employee's current pay is less than 10% below the minimum pay rate for the new position, the employee may receive a maximum pay increase of 10%.
  3. If the employee's current pay rate is 10% or more below the minimum pay rate for the new position, the employee will receive a pay increase which results in the employee's pay rate being the minimum pay rate for the new position.

For purposes of this policy, a supervisory position is one where the employee is responsible to do performance evaluations on subordinates.

Promotions should be scheduled to take effect on the first day of a pay period to eliminate the need for the payroll clerk to manually calculate the first pay check.

Upon promotion, an employee should receive a formal performance evaluation based on performance in the former position. In addition, the employee will be in probationary status according to policy #3107.

This policy and these procedures regarding promotions shall apply to all employees and positions in Layton City except Department Director level positions.

Enacted, 7/22/1993
Amended, 4/5/1995
Amended, 1/1/1996
Amended, 12/9/1993, Previous Policy,
Amended, 2/12/1996, Previous Policy,
Amended, 3/28/2001, Previous Policy,
Minor EditAmended, 3/2/2009, Previous Policy 3401
Amended, 12/4/2012, Previous Policy 3401
 




 
 
Index Contact Us Site Credits Privacy and Security Statement
Top