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Salary Adminislraiion - Policy #18 B. Promotional Increases - General Employees An employee selected and approved for promotion to a higher-level position through a competitive process will be eligible for a corresponding salary increase. Standard promotional salary increases are generally authorized at 10% above the employee's current salary or the minimum salary of the new grade, whichever is higher; however, salary increases may be authorized up to 15% above the employee's current salary with all relevant factors considered and balanced in determining the appropriate amount of the promotional increase. These factors do not constitute a set formula for determining the amount of adjustment, but may include without being limited to the following: • The employee's qualifications related to the new position • The increase in scope of supervision and management associated with the new position • Whether the employee will transition from an overtime non-exempt position where they regularly worked significant overtime to an overtime exempt position Internal equity considerations Employees who were disciplined (Group II offense or above) within twelve months of the promotional opportunity are not eligible for consideration for promotional advancement. Full-time employees who are considered probationary are not eligible for promotions. Part-time employees who have been in there position for a period of six months may apply to vacant full-time positions. C. Promotional Increases - Public Safety Sworn Employees Sworn employees selected and approved for promotion to a higher rank through the sworn promotional process will be eligible for a corresponding salary increase of 10% or the minimum salary of the new grade, whichever is higher. D. Lateral Position Transfer An employee who transfers to another closely related position in the same grade, and same or equivalent salary range may transfer at the employee's same salary. Transfers may occur within or between departments, by selection from the employment process, and approval from designated Department Heads. At the discretion of the City Manager, transfers in and of themselves may not result in an increase in the employee's compensation. E. Demotions Any employee involuntarily or voluntarily demoted to a lower grade shall receive compensation according to the grade into which the employee is placed. The Director of Human Resource Management will designate the salary with final approval of the City Manager or designee. An employee will not be compensated at a rate less than the minimum salary for the grade to which demoted, nor may the maximum compensation for the position exceed the grade maximum. F. Position Reclassificatlons A reclassification is a change to the established job title, or the grade assigned to the position due to significant changes in the essential functions of a position. Reclassifications will be reviewed on an individual basis to determine the appropriate grade for the positions. Typically, reclassifications are conducted during the annual budget process, however, Department Heads may make requests for classifications outside of the budget process based on the needs of their department. When an employee's position is reclassified, the employee's salary shall generally remain at the same rate of pay within 2