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<br />1. There shall be on file in the office of the Executive Director of Personnel <br />Services a copy of each periodic performance appraisal report required to <br />be made on the employee by the Civil Service Rules and Regulations <br />and/or the City Manager during the period of service time of such <br />employee subsequent to his or her last salary advancement. <br /> <br />2. The Department Head, at least twenty (20) calendar days prior to the <br />anticipated completion of such employee's required length of service, <br />shall file with the City Manager a statement recommending the granting or <br />denial of the merit increase and supporting such a recommendation with <br />specific reasons therefore. The employee shall be notified by the <br />Department Head as to such recommendations and of the reasons <br />therefore. <br /> <br />3. No advancement in salary above Step "D" shall become effective until <br />approved by the City Manager, except when placement on a salary step <br />above Step "D" results from promotion under the provisions of Section <br />4.10 of this Article. <br /> <br />C. Length of Service Required When Advancement Denied. When an employee has <br />not been approved for advancement to merit Step "E," he or she may be <br />reconsidered for such advancement after the completion of 520 hours of <br />additional service and shall be reconsidered for such advancement after the <br />completion of 1 040 hours of additional service. This reconsideration shall follow <br />the same steps and shall be subject to the same actions as provided in <br />subparagraph B of this section. <br /> <br />4.9 Reduction in Salarv Steps. Any employee who is being paid at merit Step "E" may be <br />reduced to Step "D" of the appropriate salary range, upon the recommendation of the <br />Department Head, and the approval of the City Manager. Procedure for such reduction <br />shall follow the same procedure as outlined for merit advancements in Section 4.8 above, <br />and such employee may be considered for readvancement under the same provisions as <br />contained in Subsection C of Section 4.8 above. <br /> <br />4.10 Promotional Salarv Advancement. When an employee is promoted to a position in a <br />higher classification from a position in a lower classification in the same occupational <br />career ladder, he or she shall be reassigned to Step "AA" in the appropriate salary rate <br />range for the higher classification; provided, however, that if the base salary step <br />currently being paid such employee is already equal to or higher than said Step "AA," he <br />or she will be placed in the lowest step in the appropriate salary rate range as will grant <br />that employee a minimum increase of one (1) salary step (approximately 5%) over his or <br />her current base salary step, inclusive of lead pay, and exclusive of any other assignment <br />or special pay additive or additives such as bilingual pay, shift differential, special skill <br />payor the like, except when placement at "E" step will not be sufficient to provide a one <br />(1) salary step (approximately 5%) increase. <br /> <br />4.11 Demotion. When an employee is demoted to a position in a lower classification, his or <br />her salary rate shall be fixed in the appropriate salary rate range for the lower <br />classification in accordance with the following provisions: <br /> <br />7 <br />