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Table Of Contents

 1. Purpose

 2. Definitions

 3. Preparation, Adoption and Revision of Regulations

 4. Exemptions from Civil Service

 5. Classification Plan

 6. Pay Plan:

 7. General Requirements for Applicants

 8. Applications

 9. Examinations

10. Eligible Lists

11. Requisitions, Certification and Appointment

12. Limited-Term Appointments

13. Assignments and Transfers

14. Probationary Period

15. Resignation, Reinstatement, Restoration and Retirement

16. Layoffs

17. Dismissals, Demotions, Suspensions and Appeals

18. Hours of Work and City Service

19. Holidays

20. Vacation Leave

21. Sick Leave

22. Leaves of Absence

23. Performance Reports

24. Working Conditions

25. Records and Reports

26. Training of Employees

27. Safety, Health, Welfare and Recreation

28. Labor Relations

29. Political Activity

30. Residence Requirement

31. Interim Regulations

32. Injury and Disability

33. Miscellaneous Regulations


Alphabetical Index

A  B  C  D  E  F  G  H  I  J  K  L  M  N  O  P  Q  R  S  T  U  V  W  X  Y  Z




6. PAY PLAN

(6.01 to 6.10)


6.01 -   THE PAY PLAN.  The Pay Plan, including (1) the schedule of pay ranges, and (2) the schedule of salary ranges, consisting of minimum and maximum rates of pay and intermediate steps, for all classes of positions included in the Classification Plan, approved by the Commission and the Administrative Board and as from time to time supplemented, amended or revised, shall constitute the official Pay Plan for all positions in the Civil Service of the City of Philadelphia.
6.02 -   STANDARDS FOR DETERMINATION OF PAY RANGES.  Pay ranges shall be linked directly to the Classification Plan and shall be determined with due regard to ranges of pay for other classes, the relative difficulty and responsibility of work in the several classes, the recruiting experience of the City, and the availability of employees in particular occupational categories, prevailing rates of pay for similar employment in private businesses in the City and in other governmental jurisdictions, cost of living factors, the financial policies of the City, and other economic considerations.  The minimum and maximum rates of the pay ranges assigned the several classes shall be those which most nearly reflect these factors.
6.03 -   REVISION OF THE PAY PLAN.  In advance of the preparation of the annual operating budget as well as at other times, the Director shall make or cause to be made such comparative studies as he deems appropriate of factors affecting the levels of pay in the Civil Service.  On the basis of information derived from such studies and after consultation with appointing authorities, the Director of Finance and others, the Director shall recommend to the Commission and to the Administrative Board any appropriate changes in the Pay Plan.  Amendments to the Pay Plan shall be effective only after a public meeting of the Commission has been held and upon approval by the Commission and the Administrative Board as set forth in sub-section 6.046.  The Director shall give advance notice of such public meetings of the Commission.  The advance notices shall indicate the nature of the proposed changes and shall be sent to all department heads and representatives of employees affected by the proposed changes.
6.04 -   AMENDMENT OF THE PAY PLAN.  Any person who believes that the Pay Plan requires amendment may appeal to the Director.  The procedure for such appeals shall be as follows:
6.041 -   A written appeal shall be prepared in duplicate on forms provided by the Director.
6.042 -   The appeal shall set forth the changes requested in the Pay Plan together with specific reasons in support thereof.
6.043 -   The appellant shall file the original of the appeal with the Director and, if an employee, the copy with the head of the department, office, board or commission in which he is employed.
6.044 -   The Director shall review all such appeals and shall schedule such appeals for hearing before the Commission.  Appointing authorities and the appellants affected by the appeal will be notified of such hearings by the Director.
6.045 -   The Director shall make recommendations for or against the proposed changes in the Pay Plan.  The Director shall notify in writing the appellant and the departments concerned of the final disposition of the appeal.
6.046 -   If the Commission approves an amendment to the Pay Plan, the Director shall submit the amendment to the Managing Director and the Director of Finance.  If the Managing Director and the Director of Finance approve the amendment, the amendment shall be deemed approved as of the date of the last of these approvals.  If the Managing Director or Director of Finance do not approve the amendment by the date of the Administrative Board meeting following the submission of the amendment, the amendment shall be considered by the Administrative Board at such meeting and approved or disapproved by the Board.
6.05 -   TOTAL COMPENSATION.  Each employee shall be paid at one of the established steps in the pay range for his class.  Any pay paid to an employee in the Civil Service shall represent the total compensation for the employee for services rendered to the City.  Except as otherwise provided in these Regulations, no employee shall receive pay from the City in addition to the salary authorized under the schedules provided in the Pay Plan for services rendered by him either in the discharge of his duties or any additional duties which may be imposed upon him or which he may undertake to perform.
6.051 -   SUBSISTENCE AND MAINTENANCE ALLOWANCE.  Subsistence or maintenance allowances received in lieu of cash shall be considered as part of the total salary.  Whenever subsistence or maintenance is allowed in lieu of cash, a schedule of such maintenance together with a statement of the policy and rules to be followed in making charges therefor shall be submitted by the appointing authority for the approval of the Director, the Commission, and the Administrative Board.
6.052 -   PAYMENTS TO EMPLOYEES FOR HEALTH, WELFARE, SAFETY, RECREATION AND SUGGESTION SYSTEM AWARDS.  Cash payments made either directly to employees or resulting in immediate financial benefits to employees for Health, Welfare, Safety, Recreation or Suggestion System award purposes shall not be included within the meaning of this section in computing total compensation paid employees.
6.06 -   DUPLICATE COMPENSATION PROHIBITED.  When an employee, for work done during his regular working hours, is paid from a source other than that from which his compensation is regularly paid, his regular compensation shall not include any payment for the time spent in such other work.  No deductions shall be made from the pay of an employee while a witness as to any matter involving the performance of his official duty in any proceeding or inquiry or while on jury duty if he has remitted to the City his fee or compensation as such witness or has waived or remitted to the City his fee for jury duty.  If he has not so remitted to the City his compensation as a witness or waived or remitted the jury fee, he shall be paid only for the time actually worked in his City position. (Refer to Section 13.04)
6.07 -   COMPUTATION OF PAY. 
6.071 -   PAYMENT FOR TIME WORKED.  No employee shall receive compensation for time not worked in City employment, except for holidays, vacation, and sick or emergency leaves, earned as provided in these Regulations.  Deductions from the earnings of employees shall be made on the basis of the number of work days lost computed at their normal rate of pay for compensable work days as determined in accordance with these Regulations.
6.072 -   CONVERSION OF ANNUAL SALARIES TO DAILY AND HOURLY RATES.  To convert the annual salary of an employee to a daily or hourly rate, in order to compute the bi-weekly pay rate, the first pay of a new employee, the last pay of an employee leaving City service, the deduction for time off where sick or annual leave is not available, and the pay of an employee working in different classifications at different pay rates during a pay period, or working on a part-time basis, the following method shall be used.
6.0721 -   Number of Compensable Days in a Fiscal Year.  The number of compensable days per fiscal year from July 1 through June 30 shall be determined in accordance with the following formula:
6.07211 -   Holidays Allowed. Holidays with pay will be included in the calculation to determine the number of compensable days per fiscal year.
6.07212 -   Five-Day Week Employee.  For five-day week employees the number of compensable days per fiscal year equals the actual number of calendar days in a given fiscal year less the sum of all Saturdays and Sundays therein.
6.07213 -   Five and One-Quarter-Day Week Employee.  For five and one-quarter-day week employees the number of compensable days per fiscal year equals the actual number of calendar days in a year less the sum of all Sundays and three-quarters of all Saturdays therein.
6.0722 -   Conversion of Annual Salary to Daily Rate.  To convert annual salary to daily rate:
6.07221 -   Five-day Week.  In case of five-day week, divide annual salary by the number of compensable days as determined under Subsection 6.07212.
6.07222 -   Five-and-one-quarter-day Week.  In case of five-and-one-quarter-day week, divide annual salary by the number of compensable days as determined under Subsection 6.07213.
6.0723 -   Conversion of Daily Rate to Hourly Rate.  To convert daily rate to hourly rate:
6.07231 -   Eight-hour Day.  Divide the daily rate for the class of work involved by eight (8), it being considered that eight (8) hours is the normal working day.
6.07232 -   Fraction of Hours.  Fractions of hours during each day's employment shall be computed to the nearest half-hour.  Fifteen minutes shall be considered to be the majority of time of a half-hour and portions of hours of lesser amount shall not be cumulative.
6.07233 -   Time Reporting.  For reporting attendance for payroll purposes, time worked shall be reported in terms of days or portions of a day.  Portions of a day shall be reported to the nearest half-hour and reported as sixteenths of a day.
6.0724 -   Computing Pay.
6.07241 -   Bi-weekly Pay.  The bi-weekly rate of pay for an employee working a five-day week shall be ten (10) times his daily rate; the bi-weekly rate of pay for an employee working a five and one-quarter day week shall be ten and one-half (10_1/2) times his daily rate.
6.07242 -   First and Last Payroll Period.  Any employee entering or leaving the City service shall for his first or last payroll period be paid the sum obtained by multiplying his daily rate by the actual number of days worked in the period, plus such additional amounts as may be required by other Regulations dealing with compensation.
6.07243 -   Deductions.  A regular employee who is absent one or more days during a pay period and who has no vacation, sick or other authorized compensable leave to cover such absence shall have deductions made for such absence by paying him only for the actual number of days worked in the pay period multiplied by the daily rate, plus such additional amounts as may be required by other Regulations dealing with compensation.
6.0725 -   Regular Rate of Pay
  1. Non-Uniformed Employees.  The regular rate of pay for overtime computation purposes shall consist of the sum of base salary, longevity pay as provided by Section 6.22, shift differential as provided by Section 6.17, and incentive payments as provided by Section 6.13.  This sum shall also include payments for stand-by time for employees covered by the provisions of Section 6.1212.

  2. Uniformed Police Employees.  The regular rate of pay for overtime computation purposes shall consist of the sum of base salary, longevity pay as provided by Section 6.20, and shift differential as provided by Section 6.172.  This sum shall also include payments for stand-by time for Prosecution Detectives as provided by Section 6.11472.

  3. Uniformed Fire Employees.  The regular rate of pay for overtime computation purposes shall consist of the sum of the base salary and longevity pay as provided by Section 6.21.  However, if a uniformed Fire employee below the rank of Battalion Chief works in excess of two hundred and twelve (212) hours within a twenty-eight (28) day work period, the regular rate of pay for computing overtime for such excess hours shall consist of the sum of base salary, longevity pay, and special pay rate payments as provided by Section 6.11421.
6.08 -   ENTRANCE SALARY.
6.081 -   MINIMUM RATE.  The minimum rate of pay for a class shall be paid upon appointment to the class, except as otherwise provided in these Regulations.
6.082 -   APPOINTMENT RATE FOLLOWING PROVISIONAL SERVICE.  If a provisional employee, upon certification from an eligible list, receives an appointment to a position in the same or comparable class without interruption in his service to the City, he shall be eligible to continue in his regular appointment at the same rate of pay he was receiving as a provisional employee.
6.083 -   APPOINTMENT RATE FOR THE CLASSIFICATIONS OF POLICE OFFICER AND FIREFIGHTER.  All appointments to Police Officer and Firefighter shall be at the minimum rate of pay, except as noted in these regulations.
6.0831 -   Appointment Rate for Fire Service Paramedics Granted Additional Credits for Firefighter Examination.  Any Fire Service Paramedic who has been granted an additional ten (10) points to his or her examination score for an open competitive examination for the class of Firefighter in accordance with the provisions of Regulation 9.066-1, and who is appointed to the class of Firefighter from that open competitive eligible list shall be appointed to pay step 6 in the pay range for the class of Firefighter.  The provisions of this regulation shall be retroactive to July 1, 2005.
6.084 -   APPOINTMENT RATE FOLLOWING EXEMPT SERVICE.  If a position occupied by an exempt employee subsequently becomes a Civil Service position, and if such employee, without any break in service, is appointed to said position in accordance with the provisions of these Regulations, he shall receive on the date of his appointment to said Civil Service position, the pay rate in the pay range for such position to which he would have been entitled had the position been a Civil Service position during his entire tenure therein while it was exempt, and had he received, at all times during such tenure, overall performance ratings of Satisfactory or better.
6.085 -   APPOINTMENT RATE FOR REHIRED DISTRICT COUNCIL 47 REPRESENTED CLASS EMPLOYEE.  An employee in a District Council 47 represented class with five years of full-time continuous service, who has resigned in good standing and is rehired from an open competitive list to a position in the same occupational series of classes within two years of termination, shall be treated, for the purposes of pay step determination only, as a promoted, demoted or reinstated employee.
6.086 -   APPOINTMENT RATE FOR EMPLOYEES HIRED FROM OPEN COMPETITIVE ELIGIBLE LISTS FOR THE FOLLOWING DEPARTMENTS AND CLASSES:
Series Classes Departments
1E - Data Processing Programming and Analysis All Classes All Departments
2A - Accounting and Fiscal Auditor Trainee City Controller's Office
2A - Accounting and Fiscal Accountant/Revenue Examiner Trainee (2A05) All Departments
2A - Accounting and Fiscal Accounting Section Assistant Supervisor (2A10); Accounting Section Supervisor 1 (2A11); Accounting Section Supervisor 2 (2A12); Accounting Manager (2A13) Finance
2D - Property Management Real Property Evaluator 1 (2D16); Real Property Evaluator 2 (2D17) Office of Property Assessment
2F - Analysis Classes Above the Trainee Level All Departments
2H - Personnel Classes Above the Trainee Level All Departments
2J - Publicity Legislative and Regulatory Affairs Manager (2J52) All Departments
2L - General Administration Public Administration Analyst All Departments
2P - Airport Administration All Classes Airport
3B - Engineering;
3C - Engineering Management
All Classes All Departments
3D - Architecture and Landscape Architecture All Classes All Departments
3E - City Planning and Environmental Sciences All Classes All Departments
3F - Surveying All Classes All Departments
3H - Sciences All Classes Health Department, Police Department, Water Department
4A - Health Technical and Medical Related;
4C - Nursing;
4D Medical;
4F - Dental
All Classes Health Department
4E - Dental Tech Public Health Dental Hygiene Practitioner (4E17) Health Department
4J - Environmental Health Industrial Hygienist (4J60) All Departments
5A - Social Work Classes Above the Trainee Level All Departments
5C - Housing and Neighborhoods Human Relations Deputy Director - Compliance (5C35); Human Relations Deputy Director - Community Relations (5C34) Commission on Human Relations
5F - Health Program Development and Monitoring Behavioral Health/Intellectual Disability Services Program Director (Behavioral Health) (Intellectual Disability Services) (5F30); Behavioral Health Administrator (5F31); Chronic Disease Epidemiologist (5F61); Food Policy Coordinator (5F62) Health Department; Office of Behavioral Health
5H - Correctional Deputy Sheriff Officer (5H41) Sheriff's Office
6A - Police Police Officer 1 (6A02) Police Department
6C - Police and Fire Technical Firearms Examiner Trainee (6C02); Firearms Examiner (6C04); Firearms Examination Specialist (6C06); Fingerprint Identification Lead Expert (6C30) Police Department
6J - Communications 3-1-1 Contact Center Agent (6J56); 3-1-1 Contact Center Agent Supervisor (6J57) Managing Director's Office
6H - Code Adm/Tech L&I Codes Compliance Specialist (6H33) Licenses and Inspections
7F - Automotive Maintenance and Trades Automotive Maintenance Technician (7F02); Heavy Duty Vehicle Maintenance Technician (7F03) Office of Fleet Management
7H - Building Maintenance and Trades
7J - Mechanical Maintenance and Trades;
7K - Electrical and Electronic Maintenance and Trades
Plumbing and Heating Maintenance Worker (7H22); HVAC Mechanic 2 (7J02); Machinery and Equipment Mechanic (7J15); Electrician 2 (7K02); Industrial Electrician 1 (7K15); Electronic Technician 2 (7K64) All Departments
9B - Librarian Classes Above the Trainee Level Free Library
9E - Museum Museum Collections and Exhibitions Curator Parks and Recreation
The appointing authority or his/her designee will be authorized to determine which step in the pay range for a class will be used as the appointment rate for employees hired from open competitive eligible lists for the departments and classes listed in the above table.  The appointment rate must be set at one of the pay steps in the pay range for the class.
This regulation will facilitate recruitment by allowing the specified departments to offer competitive starting salaries to candidates hired from open competitive eligible lists.  The regulation recognizes the fluctuating salaries in the labor market for these occupations, and the necessity to offer competitive salaries to candidates without extended delays.
The appointing authority of the specified departments or his/her designee must submit an annual written report to the Director of Human Resources listing all appointments made under the provision of this regulation.  The Human Resources Director will present an annual report on the effectiveness of the regulation to the Civil Service Commission.
The Director of Human Resources or the Civil Service Commission may suspend the regulation if the departments do not comply with any requirement of this regulation.
6.087 -   APPOINTMENT RATE - CAREER PROGRESSION CLASSES.  Employees may be appointed from an eligible list at the pay step in the career progression class that is consistent with the qualifications possessed by the employee and the following standard for appointment rates.
Assignment Level Equivalent EP Pay Range, step Initial Appointment Rate - CP step Entry Level For:
Full Performance EP19, 2 4 Master's degree or Certification + 2 years experience or Bachelor's + 3 years experience
Full Performance EP19, 1 3 Master's degree or Certification + 1 year experience or Bachelor's + 2 years experience
Intermediate EP13, 1 2 Master's degree or Certification or Bachelor's +1 year experience
Entry EP10, 1 1 Bachelor's degree
6.09 -   PAY RATE ADJUSTMENTS.  The following personnel actions shall affect the pay status of an employee in the manner provided:
6.091 -   TRANSFERS.  When an employee is transferred between classes with the same pay ranges, the employee will continue to receive the same pay rate.
6.0911 -   Equivalent Position Change.  When an employee is voluntarily reassigned from a position in one class to a position in a comparable class having substantially the same minimum qualification requirements, skills, aptitudes or abilities with:
  • the same pay range, the employee will continue to receive the same pay rate received prior to the equivalent position change;

  • a comparable pay range from a different pay schedule, the employee will receive the pay step with the salary closest to but lower than the salary he/she received prior to the equivalent position change.

6.0912 -   Transfer of Employees From Part-Time and Hourly Positions to Full Time Positions in the Medical (4D) Series of Classes.  Other provisions of the regulations notwithstanding, employees of the Health Department with permanent status in part-time or hourly Civil Service positions in the Medical (4D) series of classes who are re-assigned to a full-time position in the same class or a lower level class in the Medical (4D) series of classes may be appointed at any pay step in the pay range for the class as determined by appointing authority.
The appointing authority must submit an annual written report to the Human Resources Director listing all appointments made under the provision of this regulation.  The Human Resources Director will present an annual report on the regulation to the Civil Service Commission.
This regulation shall be retroactive to June 15, 2009.
6.092 -   PROMOTIONS.  When an employee is promoted from a position in one class to a position in another class having a higher pay range, the employee will be paid at the pay step in the higher range which will provide an increase not less than would be provided by an upward adjustment of one pay step in the lower pay range or, if none would so provide, at the highest pay step in the higher range.  If the employee is paid at the top step in the pay range of the class with the lower pay range, the increase will be an amount not less than the difference between the top two steps in the lower pay range.
6.0921 -   Promotion During Probationary Period.  An employee, who is promoted before completing the probationary period of a prior promotion, shall receive as the starting pay rate for the higher class, that pay rate which would have been received had the prior promotion not occurred, provided however, that if this results in a decrease in salary to the employee, the rate of pay shall be that step in the higher class which provides an increase over the salary rate in the earlier probationary class.
6.0922 -   Promotion of Personnel in the Sanitarian Series of Classes.  Employees in the Sanitarian I class who are promoted to the Sanitarian II class shall have their rate of pay determined as if they reached this level as a result of a prior promotion to the Staff Sanitarian class, provided however, that provisions of Section 6.0921 shall be applied.
6.0923 -   Promotion of Personnel to the Recreation Leader Trainee Class.  Other provisions of the regulations notwithstanding, employees with permanent status in part-time or full-time Civil Service positions who are promoted to the class of Recreation Leader Trainee shall be appointed at a pay rate no higher than Step 2 of the rate assigned to that class.
6.093 -   DEMOTIONS
  1. INVOLUNTARY.  When an employee is involuntarily demoted, either permanently or temporarily, for disciplinary reasons, from a position in one class to a position in a class having a lower pay range, his or her rate of pay shall be the highest pay step in the lower class which provides a decrease of an amount equal to no less than one standard increment in the higher class.  If there is no step in the lower pay range providing such a decrease, the employee's rate of pay shall be the minimum of the lower pay range.

  2. VOLUNTARY.  When an employee is voluntarily demoted for other than disciplinary reasons from a position in one class to a position in a class having a lower pay range, his or her rate of pay shall be the pay step in the class to which demoted which provides the pay rate closest to but lower than the rate received in the higher level class.  Nothing in this regulation shall be presumed to supersede the provisions of Section 6.083 of the Regulations.

6.095 -   PAY RANGE REDETERMINATIONS AND ADJUSTMENTS.
6.0951 -   Pay Range Redeterminations.  When a class is assigned to a different pay range and thereby the rates of pay applicable to the class are:
6.09511 -   increased, an employee shall be compensated at the step in the new range bearing the same number as the step in the old range at which he or she was compensated;
6.09512 -   decreased, an employee shall continue to be compensated at the same rate, unless such rate is higher than the maximum of the new range, in which event the rate shall be reduced to such maximum.
6.0952 -   Pay Range Adjustments.  When a pay range is adjusted, employees whose positions are allocated to classes within such pay range shall continue to be compensated at the same step of the adjusted pay range, but in no event at rates lower than the minimum of the pay range as adjusted.
6.0954 -   Reassignment to Career Progression Class.  An employee in a class that has been consolidated into a career progression class shall continue to receive the same salary that he or she received prior to the consolidation.  If there is no pay step in the career progression pay range that is equivalent, the employee will remain assigned to his or her current pay range and step.  When the employee is eligible for his or her next earned pay step increase, the employee will be assigned to the career progression pay step with the salary closest to but higher than the salary he/she received prior to the consolidation.  If there is no pay step in the career progression pay range with a salary as high as the salary that the employee received prior to the consolidation, the employee's salary shall be frozen at the previous amount until the employee vacates the career progression class, or until the salaries in the career progression pay range increase and the employee is assigned to the pay step with the salary equivalent to or closest to but higher than the salary he/she received prior to the consolidation.
6.096 -   REINSTATEMENTS AND RESTORATIONS.
6.0961 -   Reinstatement Following Resignation.  If a person is reinstated to a position in:
  • The same class or a comparable class with the same pay range as that from which he or she resigned, he or she shall receive the same pay step as at the time of resignation;

  • A class with a lower pay range than that from which he or she resigned, he or she shall receive the same pay step as at the time of resignation;

  • A comparable class with a comparable pay range from a different pay schedule, he or she shall receive the pay step with the salary closest to but lower than the salary received at the time of resignation.
Provided however, if the person had been receiving pay at a rate higher than the maximum pay rate for the lower class, his or her pay rate shall be no higher than the maximum pay rate for such class.
6.0962 -   Reinstatement From Service-Connected Injury or Disability Pension.  Employees on service-connected injury or disability pension who have been medically reevaluated under Section 208.1 of the City Pension and Retirement Ordinance and are found capable of returning to a position of like seniority, salary and status after appointment to an appropriate position, shall receive the current pay of the pay step and pay range for the job classification held by the employee during which the injury or disability occurred, and on which the injury or disability pension was based.  The employee shall thereafter receive increments and increases appropriate to such classification in which he/she was injured or disabled.
6.0963 -   Restorations.  When an employee is restored to a position which he or she has vacated, his or her rate of pay shall be that which would have been received if the employee had continued to be employed in such position instead of the one to which he or she was appointed as a probationary or provisional employee.
6.0964 -   Re-employment Following Layoff.  When an employee, following layoff, is re-employed in the class from which he or she was laid off, his or her rate of pay shall be the same pay step that he or she was paid at the time of lay-off.  When the employee is re-employed in a class having a lower pay range than the class from which he or she was laid off, his or her rate of pay shall be the pay step in the lower pay range closest to but lower than the pay step he or she would receive if he or she were re-employed in the class from which he or she was laid off.
6.099 -   EARNED PAY STEP INCREASES.  Pay step increases, within an established pay range, are granted to employees based on a combination of at least satisfactory work performance and length of service in a class.  Not more than one earned pay step increase of any type may be granted to an employee during a twelve (12) month period.  No such increase shall be given to an employee who is being paid at a rate at or above the maximum pay step of the pay range for the class of his position.
An employee, to be eligible for an earned pay step increase, must meet the following requirements as to length and type of service and work performance:
6.0991 -   Length of Service.  Except as otherwise provided in these Regulations, an employee must have completed one (1) year of continuous employment in his or her class in the City Civil Service following date of appointment either as a new or promotional employee.
6.09911 -   Furlough.  Time spent on an unpaid furlough shall be considered continuous employment for the purpose of meeting length of service required for an earned pay step increase.
6.0992 -   Types of Service.
  1. Transferred and Demoted Employees.  Time worked by transferred and demoted employees in their previous positions shall be included in computing length of service.

  2. Seasonal Employees.  Seasonal employees must work the equivalent of one (1) year's full time employment.

  3. Dual Class and Relief Employees.  Regular employees having status in two (2) or more classes of positions shall include total time worked in both or several classes as time worked in each class.

  4. Combination of Permanent and Other Types of Appointment.  Time worked under provisional, emergency, temporary, or seasonal appointment, when followed immediately by permanent appointment shall, upon the recommendation of the appointing authority, be included in computing length of service.

  5. Employees Serving in Exempt Positions.  The period during which an employee with permanent Civil Service status is on leave of absence without pay to serve the City in an exempt position shall be included in computing such employee's length of service in the position in which such employee has permanent status, anything elsewhere in these Regulations to the contrary notwithstanding.

  6. Police Officer Recruit to Police Officer I.  Employees who have completed one (1) year of satisfactory, continuous employment in the Police Officer Recruit and/or the Police Officer I classes, shall receive an earned pay step increase to the second step of the range for the Police Officer I class.

  7. Service in a Career Progression Class.  Employees permanently allocated to a career progression class may receive an accelerated earned pay increase of two pay steps in the career progression pay range when the employee secures professional certification or a graduate degree related to the work of the class and defined in the career progression class specification.  An employee is eligible for only one earned pay increase during any twelve month period.

    An accelerated pay step increase must be authorized in writing by the appointing authority, who must file written justification for the pay increase with the Director.  The accelerated pay step increase will not become effective until such justification is received by the Director.

6.0993 -   Work Performance.  The overall performance rating to be considered shall be the last report on file with the Office of Human Resources.
  1. Performance Required for an Earned Pay Step Increase.  An employee must have an overall annual performance rating of at least Satisfactory.

  2. Performance Not Counted Toward Earned Pay Step Increase.  When an employee receives Improvement Needed, Unacceptable, or Unsatisfactory as an overall rating on his or her last annual performance report, the next earned pay step increase shall be postponed until the effective date of the next overall performance rating of Satisfactory or better.

    When an employee receives Improvement Needed, or Unacceptable, or Unsatisfactory as the overall rating on a special performance report, his or her next earned pay step increase may, at the discretion of the appointing authority, be postponed the number of full pay periods between the effective date of such rating and the effective date of the next overall performance rating of Satisfactory or better.  When the earned pay step increase is postponed under the terms of this Section, the effective date of the postponed increase shall be the new salary adjustment anniversary date for the employee.

6.0994 -   Effective Date of Increases.
  1. Standard Earned Pay Step Increases.  Earned pay step increases shall become effective on the date on which the employee is eligible for an earned pay step increase.

  2. Accelerated Pay Step Increase.  An accelerated pay step increase will be effective on the date that the Director receives the justification for the increase as required by Regulation 6.0992(G).

6.0995 -   Effects of Breaks in City Service.
6.09951Separations Not Counted as Service.  Periods of absence from the City service for the following reasons shall not be counted in computing length of service for earned pay step increases:
6.099511 - Resignation.
6.099512 - Suspension exceeding in the aggregate ten (10) days.
6.099513 - Retirement.
6.099514 - Layoff.
6.099515 - Leaves of absence without pay in excess of fifteen (15) working days.
6.09952Separations Counted as Service.  Periods of absence from the City service for the reasons listed below shall be counted in computing length of service for earned pay step increases.
  1. Authorized leaves of absence with pay, including leaves of absence granted under Section 22.10 of the Regulations, and Military leave of absence.

  2. Leaves of absence without pay for which the approval of the Director is not required, not exceeding in the aggregate fifteen (15) working days, plus such additional periods not exceeding fifteen (15) working days in the aggregate, as may be approved by the Director upon recommendation of the appointing authority.

  3. Time during which employee is receiving compensation under these Regulations for a service-connected disability, except as otherwise provided in these Regulations.
6.09953 -  In determining the employee's eligibility for earned pay step increase, periods of qualifying service which immediately precede and follow a layoff or leave of absence other than a furlough shall be added together.  Periods of service which immediately precede and follow other absences from City service may be added together for this purpose upon the recommendation of the appointing authority and approval of the Director.
6.09954Year of Employment.  One year's employment shall be considered to equal the total number of working days in a calendar year.
6.0996 -   Effect of Pay Range Redeterminations or Adjustments, Transfers, Promotions and Demotions Upon Employee's Salary Adjustment Anniversary Date.
6.09961 -   An employee whose pay is left unchanged following a pay range redetermination, pay range adjustment, transfer or demotion shall retain his existing salary adjustment anniversary date.
6.09962 -   An employee who because of promotion, pay range redetermination or adjustment receives an increase in an amount less than two standard increments in the pay range to which the class of his position was allocated before the action shall retain his existing salary adjustment anniversary date.  But if the increase results from the elimination of one or more lower steps in the pay range, the salary adjustment anniversary date shall be changed to the date of the pay rate adjustment.
6.09963 -   When an employee, by reason of a promotion, pay range redetermination or adjustment receives an increase of two standard increments or more in the pay range to which his class of position was allocated before the promotion, pay range redetermination or adjustment, the effective date of such increase shall become the employee's new salary adjustment anniversary date.
6.09964 -   Any pay range redetermination or adjustment resulting in an increase in the pay rate of an employee by more than one pay step effective on an employee's salary anniversary adjustment date shall be in lieu of any earned pay step increase for which he otherwise would have become eligible on that date.


continue to Regulation 6.11

Philadelphia Civil Service Regulations
Transmittal no.341 (July-11-2014)