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Salary Administration Policy #I8 J. Temporary Salary Adjustments for Additional Duties If the employee is assuming significantly higher level of work for a minimum of three months, but with less than the full duties, responsibilities and accountabilities of the higher- level position, the employee is not formally placed in acting status but may be granted a temporary salary adjustment for the period of assigned duties, usually limited to no more than 10% upon approval by the Director of Human Resource Management and the City Manager. K. Effective Date of Pay Adjustments All pay changes or adjustments shall become effective on the first day of the pay period that follows the approval of the City Manager or designee, unless otherwise specified. If the approval date and the first day of the respective pay period coincide, the adjustment shall become effective on that date. L. Market Driven Increases When the City Manager determines that market conditions are such that recruitment and retention is severely hampered in a job classification or series of classifications, the City Manager may authorize salary increases to employees in those classifications. These payments may be either lump sum payments or increases to base pay. However, an employee's base salary shall not exceed the employee's pay range. M. Salary Adjustment — External Factors In the event that the federal or state minimum wage rate is higher than the minimum of the pay grade, all employees will be paid at least the federal or state minimum wage rate, whichever is greater. N. Corrections When reported errors or mistakes in the application of the compensation plan are verified by the Director of Human Resource Management, the City Manager or designee will determine the appropriate corrective action. Pending the City Manager's approval, the Director of Human Resource Management will take immediate action to prevent continued overpayment or underpayment of any salary. O. Career Progression Employees in identified classification series are eligible for advancement without competition upon satisfying established criteria which is indicated in the next level of the series job description and/or established career progression criteria. Employee advancement within the classification series can occur throughout the year based on certification by the Department Head that all criteria have been met by the employee, departmental funding is available to support the position, and final approval by the Director of Human Resource Management. Career Progression advancements will follow the same rules as promotions in respect to pay increases. A list of eligible positions/job series are below: • 911 Call Taker to 911 Dispatcher • 911 Dispatcher to 911 Dispatcher, Senior • Animal Control Officer I to Animal Control Officer II • Assistant City Attorney I to Assistant City Attorney II to Assistant City Attorney Ili 0 Benefit Programs Specialist I to Benefit Programs Specialist II • Code Enforcement Specialist to Code Enforcement Inspector I to Code Enforcement Inspector 11 4