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Table Of Contents

 1.  Purpose
 2.  Definitions
 6.  Pay Plan
 8.  Applications
 9.  Examinations
13. ( abolished )
16. Layoffs

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 -   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; Accounting Information Systems Supervisor (2A15); City Treasurer Accounting Manager (2A18) Finance/City Treasurer's Office
2A - Accounting and Fiscal Utility Financial Services Manager (2A50) Water Department
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.
6.11 -   OVERTIME PAY AND COMPENSATORY TIME.  The following provisions shall apply with respect to overtime pay and compensatory time.  Unless specific provisions are made in other regulations, premium rate overtime will be paid at one and one-half or two times the regular rate of pay.
6.111 -   GENERAL. 
 
Daily Overtime - For all employees for whom other specific provision has not been made, and except those employees covered by Regulation 6.111-6 A or B, time worked in excess of eight (8) hours in any work day shall be paid at the rate of one and one-half (1_1/2) times the regular rate of pay. 
 
Sixth and Seventh Day Overtime - For all full-time employees, except those employees covered by Regulation 6.111-6 A, B or C, all hours worked on the sixth day in the employee's work week shall be paid for at the rate of one and one-half (1_1/2) times the regular rate of pay, and all hours worked on the seventh day in the employee's work week shall be paid for at the rate of two (2) times the regular rate of pay.  Employees covered by Regulation 6.111-6 B shall be paid in accordance with Regulation 6.1134.  Employees covered by Regulation 6.111-6 C shall be paid at the premium overtime rate only after having worked the hours required by that regulation
6.111-1 -   Clerical and Office Employees Not Covered by Regulation 6.111-6.  For clerical and office employees not covered by Regulation 6.111-6 A, B or C whose regular or normal work week is thirty-seven and one-half (37_1/2) to forty (40) hours performed during five working days, the above provisions as to payment of overtime rates shall apply. 
 
For those clerical and office employees not covered by Regulation 6.111-6 who are regularly or normally scheduled to work less than thirty-seven and one-half (37_1/2) hours during the first five days of the work week, a total of forty (40) hours of work must be completed before the overtime rate for the sixth day worked shall apply, provided however, that such forty (40) hours shall not include time worked for which daily overtime has been earned.  All hours worked on the seventh day in the employee's work week shall be paid for at the rate of two (2) times the regular rate of pay.
6.111-2 -   Overtime for Shift Employees.  Employees working in shift operations are defined as being any employee or group of employees engaged in an operation for which there is regularly scheduled employment on Saturdays or Sundays, in which employees participate on a fixed or rotating basis.  For shift employees, the work week shall consist of forty (40) hours, five (5) days, eight (8) hours each, Monday to Sunday inclusive, except that for clerical and office employees the work week may be not less than thirty-seven and one-half (37_1/2) hours nor more than forty (40) hours.  Overtime is to be compensated for on the following bases except as qualified by subsection 6.111-6 below:
6.111-2-1Overtime After Eight (8) Hours.  Any work performed by an employee not covered by Regulation 6.111-6 A or B after completing eight (8) hours of work in any work shift at his or her regular rate of pay shall be considered overtime.  The employee shall be paid one and one-half (1_1/2) times his or her regular rate of pay for such overtime.
6.111-2-2First Regularly Scheduled Day Off.  Any work performed by an employee not covered by Regulation 6.111-6 A, B or C on his or her first regularly scheduled day off shall be overtime.  The employee shall be paid one and one-half (1_1/2) times his or her regular rate of pay for such overtime.
6.111-2-3Second Regularly Scheduled Day Off.  Any work performed by an employee not covered by Regulation 6.111-6 A, B or C on his or her second regularly scheduled day off, shall be considered overtime.  The employee shall be paid two (2) times his or her regular rate of pay for such overtime.
6.111-2-4First or Second Regularly Scheduled Day Off For Employees covered by Regulation 6.111-6 A, B or C.  Employees covered by Regulation 6.111-6 A, B or C shall be paid at the premium overtime rate only after having worked or used the specified type of leave equivalent to their standard weekly schedule of hours in the work week.
6.111-3 -   Overtime Not Mandatory Nor to be Duplicated.  Overtime shall not be mandatory except in case of situations affecting public health or safety and for employees represented by District Council 33 or District Council 47, as provided in their respective collective bargaining agreements.  Employees in the non-represented category shall be required to work overtime on the same basis as employees represented by District Council 33 or District Council 47.  Premium pay shall not be pyramided.
6.111-4 -   Holidays.  Work on any of the recognized holidays shall be paid for in accordance with Section 19.011.  Holiday compensatory time to which an employee may be entitled and which he or she has not utilized, or been permitted to utilize, shall be granted during the fourteen (14) days prior to separation from service.  (Refer to Sections 6.11183, 6.117, 6.118.)
6.111-6 -   Absence From Work Affecting Overtime.
  1. For the categories of employees listed in the table below, no paid leave, other than vacation and education and training leave, will be considered hours of work for the purpose of determining when overtime is due as defined in Regulation 6.111 and its subsections.  Sick time, compensatory time, annual administrative leave, paid holidays, paid leaves of absence, funeral leave and all other types of paid leave, other than vacation and education and training leave, will not be included in determining hours or days worked in a work day or a work week for determining when overtime is due.

    Employees must work or use vacation or education and training leave for a total of eight hours in a work day before an employee is eligible for overtime.  If an employee uses any type of leave other than vacation leave or education and training leave during a work day, the employee will be paid at their normal straight time rate of pay until the employee works or uses vacation or education and training leave for a total of eight hours in the work day.  After the employee works or uses vacation or education and training leave for a total of eight hours in a work day, the employee will be eligible for overtime pay.

    Categories of Employees Covered by 6.111-6 A
    Employees in the Civil Service Job Classifications with the Payroll Union Code:
    "I", Correctional classes who are eligible for interest arbitration in accordance with the Order of the Pennsylvania Labor Relations Board in case number PERA-C-04-446 E.


  2. For the categories of employees listed in the table below, sick leave will not be included in determining hours or days worked in a work day or a work week for determining when premium rate overtime or holiday overtime is due.

    Employees must work or use leave other than sick leave for a total of forty hours in a work week before an employee is eligible for premium rate overtime or holiday overtime.  If an employee uses sick leave during a work week, the employee will be paid at the rates defined in Regulation 6.1134 until the employee works or uses leave other than sick leave for a total of forty hours in the work week.  After the employee works or uses leave other than sick leave for a total of forty hours in a work week, the employee will be eligible for premium rate overtime or holiday overtime as defined in Regulation 6.1134.

    Categories of Employees Covered by 6.111-6 B
    Employees in the Civil Service Job Classifications with the Payroll Union Code:
    "N", Non-Represented classes


  1. For the categories of employees listed in the table below, sick leave will not be included in determining overtime compensation on the sixth and seventh day of the work week for determining when premium overtime is due as defined in Regulation 6.11 and its subsections.

    Forty Hour Work Week Non-Shift Employees – Employees must work or use leave other than sick leave for a total of forty hours in a work week before an employee is eligible for premium overtime on the sixth and seventh day.  If an employee uses sick leave during a work week, the employee will be paid at the normal straight time rate of pay until the employee works or uses leave other than sick leave for a total of forty hours in the work week.  After the employee works or uses leave other than sick leave for a total of forty hours in the work week, the employee will be eligible for premium overtime pay on the sixth and seventh day.

    Clerical and Office Employees – Employees who work a thirty-seven and one-half (37-1/2) hour work week as provided by Section 18.012 must work or use leave other than sick leave for a minimum of thirty-seven and one-half (37-1/2) hours during the first five days of the work week to be eligible for premium overtime.  The sixth and seventh day will be paid at the normal straight time rate of pay until the employee works or uses leave other than sick leave for a total of thirty-seven and one-half (37-1/2) hours in the work week.  After the employee works or uses leave other than sick leave for a total of thirty-seven and one-half (37-1/2) hours, the employee will be eligible for premium overtime pay on the sixth and seventh day.

    Shift Employees – Employees working in shift operations are defined as being any employee or group of employees engaged in an operation for which there is regularly scheduled employment on Saturdays or Sundays, in which employees participate on a fixed or rotating basis.  For shift employees, the work week shall consist of forty (40) hours, five (5) days, eight (8) hours each, Monday to Sunday inclusive, except that for clerical and office employees the work week may be not less than thirty-seven and one-half (37-1/2) hours nor more than forty (40) hours.  Overtime is to be compensated for on the following basis:
    • First Regularly Scheduled Day Off.  An employee must work or use leave other than sick leave equivalent to their standard weekly schedule of hours during the first five days of his or her regular work shift in the work week to be eligible for premium overtime.  If an employee uses sick leave during the first five days of his or her regular work shift, the employee will be paid at the normal straight time rate of pay until the employee works or uses leave other than sick leave equivalent to their standard weekly schedule of hours for the first five days of the work week.  After the employee works or uses leave other than sick leave for a total equivalent to their standard weekly schedule of hours in the work week, the employee shall be paid one and one-half (1-1/2) times his or her regular rate of pay for such overtime.
    • Second Regularly Scheduled Day Off.  An employee must work or use leave other than sick leave equivalent to their standard weekly schedule of hours during his or her regular work shift in the work week to be eligible for premium overtime.  If an employee uses sick leave during the first five days of his or her regular work shift, the employee will be paid at the normal straight time rate of pay until the employee works or uses leave other than sick leave for a total equivalent to their standard weekly schedule of hours in the work week.  After the employee works or uses leave other than sick leave for a total equivalent to their standard weekly schedule of hours in the work week, the employee shall be paid two (2) times his or her regular rate of pay for such overtime.
    Categories of Employees Covered by 6.111-6 C
    Effective January 1, 2015
    Employees in Civil Service Job Classifications with the Payroll Union Code:
    "H", District Council 47, Local 2186 represented classes
    "J", District Council 47, Local 2187 represented classes
    "A", District Council 33 represented classes
    "M", District Council 33 represented classes
  1. All Other Employees

    To be eligible for overtime compensation on the sixth day of the work week, an employee must have completed a minimum of forty (40) hours of work at regular rates in that week, unless the employee's absence from work on any day of the week arises under the following circumstances:

    1. a paid holiday, paid vacation or sick leave or compensatory time comes within the week and on which no work is done;

    2. a leave of absence granted because of a death in the employee's family;

    3. a legitimate illness or an accident suffered while at work preventing the employee from working before the completion of forty (40) hours in that particular week and of which timely proof must be submitted to the satisfaction of such employee's superior.

    Employees who work a thirty-seven and one-half (37-1/2) hour work week as provided by Section 18.012 must have completed a minimum of thirty-seven and one-half (37_1/2) hours to be eligible for overtime compensation except for the circumstances above.  The sixth day is at regular time if the required minimum hours have not been worked.  The seventh day is always double time.

6.111-7 -   Recording Partial Hours.  For overtime worked, compensatory time, or night work premium pay, in accordance with the provisions of the Regulations, units of less than a full hour shall be reported as follows: less than fifteen minutes no time to be reported; fifteen minutes or more, but less than forty-five minutes, one-half hour to be reported; forty-five minutes or more, but less than one hour, one hour to be reported.
6.111-8 -   Accumulated Compensatory Time.  Accumulated compensatory time off may be used in accordance with the following provisions:
6.111-8-1 -   The granting of any such compensatory time off shall be at the sole discretion of the appointing authority.
6.111-8-2 -   No employee may accumulate or have to his credit at any time eligibility under this section for compensatory time in excess of one hundred and twenty (120) hours, in addition to the compensatory time to which an employee may be entitled for work on a holiday and compensatory time granted in lieu of a holiday(s).
6.111-8-3 -   Any employee's accumulated eligibility for compensatory time for which he has not been granted compensatory time off prior to fourteen (14) days before the date of his separation from service shall be granted him during the fourteen (14) days immediately prior to his separation from service.
6.111-8-4 -   Employees of the First Judicial District of Pennsylvania who are Appointed to a Civil Service Position Immediately After Termination of Employment with the First Judicial District.  An employee holding a regular, full time position with the First Judicial District of Pennsylvania who terminates employment with the First Judicial District and who is immediately appointed to a Civil Service position shall be entitled to transfer accrued compensatory time that was accumulated with the First Judicial District.  Transfer of compensatory time is subject to the maximum accumulation limits as defined by Regulation 6.11182.
An employee shall not be entitled to any terminal leave payment from the First Judicial District for any leave transferred to the City of Philadelphia.  An employee who receives a terminal leave payment from the First Judicial District is not entitled to transfer the same leave to the City.
All other relevant provisions of Regulation 6.11 shall apply to employees who are appointed to a Civil Service position immediately after termination of employment with the First Judicial District.
6.112 -   OVERTIME PAY AND COMPENSATORY TIME FOR EMPLOYEES IN THE MANDATORY PAY PLAN.
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6.112-1 -   Employees in positions in classes in the Mandatory Pay Plan whose annual pay does not exceed the maximum rate of pay of Pay Range 17 or who are paid at any range in the Mandatory Pay Plan and who are designated as Covered by the overtime payment provisions of the Fair Labor Standards Act shall be compensated in accordance with Section 6.111 and its subsections.
6.112-2 -   Employees in positions in classes in the Mandatory Pay Plan which are designated as Exempt from the overtime payment provisions of the Fair Labor Standards Act and whose annual pay rate is higher than the maximum pay rate of Pay Range 17 but no higher than the maximum pay rate of Pay Range 24 shall be compensated for overtime work in accordance with the provisions of Section 6.111 and its subsections, except that for the computation of overtime compensation, their rate of pay shall be deemed to be the maximum pay rate of Pay Range 17.
6.112-3 -   Employees in positions in classes in the Pay Plan for Mandatory Classes whose annual pay rate is higher than the maximum pay rate of Pay Range 24 are not eligible for extra cash pay for overtime and holiday work.
6.112-4 -   Employees in positions in classes in the Mandatory Pay Plan may, in lieu of cash pay for overtime, request to be granted compensatory time off.  Employees whose annual pay rate is higher than the maximum pay rate of 24'>Pay Range 24 are eligible for compensatory time off at the same rate as other employees in the Mandatory Pay Plan.  An employee's request to receive compensatory time in lieu of cash overtime must be made in the time and manner set by the Department for doing so.  The Department has the sole discretion to grant the employee's request for compensatory time on a case-by-case basis or to pay the employee cash overtime at the appropriate rate.  Departments will make reasonable attempts to accommodate such requests consistent with the Department's operational needs.  When granted, compensatory time shall be earned at the same rate as cash overtime under the terms stated in section 6.111 and its subsections. (Accumulation and utilization of compensatory time shall be subject to the limitations and restrictions set forth in subsections 6.11181, 6.11182 and 6.11183 of this Regulation.)
6.112-5 -  Premium Rate Overtime.  Daily Overtime – One and a half times the regular pay rate after eight hours worked in any work day
Sixth Day/First Scheduled Day Off Overtime – One and a half times the regular pay rate after the total hours of work or leave other than sick leave are equivalent to the standard weekly schedule of hours during a work week
Seventh Day/Second Scheduled Day Off Overtime – Two times the regular pay rate after the total hours of work or leave other than sick leave are equivalent to the standard weekly schedule of hours during a work week
6.113 -   OVERTIME PAY FOR EMPLOYEES IN THE EXECUTIVE AND PROFESSIONAL PAY PLAN AND THE N PAY PLAN.
6.1131 -   Employees in Classes Represented by District Council 47, Locals 2186 and 2187.
  1. Employees in classes represented by District Council 47, Local 2187 whose annual pay does not exceed the maximum rate of pay of Pay Range EP21 and employees in classes represented by District Council 47, Local 2186 whose annual pay does not exceed the maximum rate of Pay Range N21 shall be compensated in accordance with Section 6.111 and its subsections.  Any such employee may in lieu of cash pay for such overtime, elect to be credited with compensatory time off at the premium rates specified in Section 6.111 and its subsections for each such overtime hour worked.  Such election must be made at or before the end of each payroll period during which the overtime was worked and prior to the submission of the payroll time records to the Office of the Director of Finance.  (Accumulation and utilization of compensatory time shall be subject to the limitations and restrictions set forth in Subsections 6.111-8-2 and 6.111-8-3 of these Regulations.)

  2. Employees in classes represented by District Council 47, Local 2187 whose annual pay rate is higher than the maximum pay rate of Pay Range EP21 and employees in classes represented by District Council 47, Local 2186 whose annual pay rate is higher than the maximum pay rate of Pay Range N21 are not eligible for extra pay for overtime and holiday work.  However, if such employee works in excess of eight (8) hours in any one calendar day or works or works or uses leave other than sick leave for a total number of hours of work or leave other than sick leave equivalent to the standard weekly schedule of hours during a work week, or works on a recognized holiday (see 19.01), he or she shall be credited with compensatory time off at the premium rates specified in Section 6.111 and its subsections for each such hour worked.  (Accumulation and utilization of compensatory time shall be subject to the limitations and restrictions set forth in Subsections 6.111-8-2 and 6.111-8-3 of these Regulations.)
  1. Premium Rate Overtime

    Daily Overtime – One and a half times the regular pay rate after eight hours worked in any work day

    Sixth Day/First Scheduled Day Off Overtime – One and a half times the regular pay rate after the total hours of work or leave other than sick leave are equivalent to the standard weekly schedule of hours during a work week

    Seventh Day/Second Scheduled Day Off Overtime – Two times the regular pay rate after the total hours of work or leave other than sick leave are equivalent to the standard weekly schedule of hours during a work week.
6.1134 -   Overtime and Holiday Pay for Employees in Non-Represented Classes. 
  1. Premium Rate Overtime.
    Full-time employees in Non-Represented classes who either (1) work or use leave other than sick leave more than forty (40) hours in any one work week or (2) perform work on a sixth or seventh day of a work week in which the employee has worked or used leave other than sick leave for at least their regularly-scheduled work hours will be compensated at the premium rate overtime pay or compensatory time for overtime hours worked as follows:

    Employees in Non-Represented classes whose annual pay rate is:
    1. less than or equal to the maximum rate of pay of Pay Range N21 shall be compensated at the rate of one and one-half (1.5) times the regular rate of pay
    1. higher than the maximum pay rate of Pay Range N21 are not eligible for extra pay for overtime.
    2. Employees in all Non-Represented classes may elect to be credited with one and one-half hours of compensatory time off for every hour of premium rate overtime worked.

    If employees, whose regular weekly work schedule is 37.5 hours, do not use sick leave during a work week in which the employees work on the sixth or seventh day, it will be assumed that the employees have worked forty (40) hours during the first five days of the work week for the purpose of determining when the employees are eligible for premium rate overtime on the sixth or seventh day of the work week.

  2. Standard Rate Overtime.
    Full-time employees in Non-Represented classes who use sick leave during a work week in which the employee works overtime will not be eligible for premium rate overtime pay or compensatory time until the employee has either (1) worked or used leave other than sick leave in excess of forty (40) hours in the work week or (2) performed work on a sixth or seventh day of a work week in which the employee worked or used leave other than sick leave for at least the hours required by the employee's normal full-time weekly work schedule.  Until that time, the employees will be compensated as follows for hours worked outside of their regular work schedule, except that employees who are regularly scheduled to work 37.5 hours per week will continue to be paid for working forty (40) hours per week and are not entitled to any additional compensation for work performed during their regularly-scheduled work days unless the employees actually work or take leave other than sick leave in excess of forty (40) hours in the work week:

    Employees in Non-Represented classes whose annual pay rate is:
    1. less than or equal to the maximum rate of pay of Pay Range N21 shall be compensated at their regular rate of pay
    1. higher than the maximum pay rate of Pay Range N21 are not eligible for extra pay for overtime and holiday work.
    2. Employees in all Non-Represented classes may elect to be credited with compensatory time on an hour for hour basis for every hour overtime worked.

  3. Holiday Pay.
    Employees shall receive eight hour's pay at the employee's regular pay rate in compensation for each recognized holiday (see 19.01).

  4. Premium Rate Holiday Overtime for Hours Worked on a Holiday.
    Employees in Non-Represented classes who work on a recognized holiday (see 19.01) during a work week in which the employee works or uses leave other than sick leave in excess of forty (40) hours will be compensated for hours worked on the holiday at the premium rate for overtime as defined above in Regulation 6.1134 A.

    If employees, whose regular weekly work schedule is 37.5 hours, do not use sick leave during a work week in which the employees work on a holiday, it will be assumed that the employees have worked forty (40) hours during the work week for the purpose of determining when the employees are eligible for premium rate overtime on the holiday.

  5. Standard Rate Holiday Overtime for Hours Worked on a Holiday.
    Employees in Non-Represented classes who work on a recognized holiday (see 19.01) during a work week in which the employee uses sick leave will not be eligible for premium rate overtime or compensatory time until the employee has either (1) worked or used leave other than sick leave in excess of forty (40) hours or (2) performed work on a holiday during a work week in which the employee worked or used leave other than sick leave for at least the hours required by the employee's normal full-time weekly work schedule.  Until that time, such employees will be compensated for holiday overtime or compensatory time at the standard rate for overtime as defined above in Regulation 6.1134 B.

    (Accumulation and utilization of compensatory time shall be subject to the limitations and restrictions set forth in Subsections 6.11182 and 6.11183 of these Regulations.)

6.114 -   OVERTIME PAY FOR UNIFORMED AND INVESTIGATORY PERSONNEL
6.114-1Uniformed and Investigatory Personnel in the Police Department and the District Attorney's Office.  All hours of overtime worked by an employee, below the rank of Captain, in excess of eight (8) hours per day, or in excess of forty (40) hours per week, shall be paid at the rate of one and one-half (1-1/2) times the regular rate of pay.  Present practices in determining what constitutes an overtime hour of work are not intended to be changed by the above change in the rate for overtime hours.
6.114-1-1 - Special Pay Rate for Uniformed and Investigatory Employees of the Police Department and District Attorney's Office at the Rank of Captain or above.  Employees holding the rank of Police Captain or Prosecution Detective Captain, or above may cash in three (3) weeks of accumulated, unused compensatory time per year provided that all cashed-in compensatory time shall be deducted from an employee's balance of unused compensatory time.  Said payment shall be made the last week of June each year.
6.114-2Uniformed Fire Personnel.  Uniformed Fire personnel, other than supervisory personnel at or above the rank of Battalion Chief will be paid at the rate of time and one-half (1-1/2) computed on an hourly rate equal to 1/40th of the annual weekly salary.
  1. Special Pay Rate for Uniformed Employees of the Fire Department.  Effective July 1, 2013, there shall be an additional three and one-half (3-1/2) hours pay for the two hours in the average work week of uniformed Fire Employees above forty hours.  Said compensation shall be based upon the hourly rate for a forty-hour work week.  This pay is not to be considered base pay for overtime pay purposes unless such an employee has exceeded maximum hours as provided in Section 6.0725.  Said compensation shall not apply to employees whose work schedule does not result in an average work week of forty-two hours.

  2. Special Pay Rate for Employees at the Rank of Fire Battalion Chief and Fire Deputy Chief in the Fire Department.  Effective January 1, 2015, employees holding the rank of Fire Battalion Chief and Fire Deputy Chief in the Fire Department may cash in one hundred and twenty (120) hours of accumulated, unused compensatory time per year provided that all cashed-in compensatory time shall be deducted from an employee's balance of unused compensatory time.  Said payment shall be made the last week of June each year.

  3. Effect of Uncertified Sick Leave on Overtime.  Effective January 1, 2015, uniformed employees who use uncertified sick leave will not be permitted to work voluntary overtime for the two weeks following their return to work.

6.114-3Overtime After Tour of Duty.  For work required to be performed in excess of, and immediately following a tour of duty, subject to interruption for meals.
6.114-4Call-In Time on Scheduled Day Off.  For work required to be performed on any day which is not a regularly scheduled work day for the employee.  Overtime pay for work performed on such call-in tour of duty shall be for no less than a period of eight (8) hours.
6.114-5Call-Back Time.  For work performed by an employee when called back to work on any day after he has completed a full tour of duty shall be as follows.  Overtime pay for work performed on call-back shall be for no less than a period of two hours for uniformed and investigatory personnel in the Police Department and the District Attorney's Office, and four hours for uniformed employees of the Fire Department.  (The provisions of this subsection shall not apply to the situation in which an employee continues with his work immediately after the close of the scheduled day's work, subject to interruption for meals.)
6.114-6Appearance Before Civil or Judicial Bodies.  (As defined in Section 6.1146-5) An employee who, in the performance of his enforcement or official duties, is required by the City to appear before designated civil or judicial bodies shall be eligible for overtime pay as follows:
6.114-6-1 - Uniformed and Investigatory Employees of the Police Department and District Attorney's Office required to appear on a scheduled working day other than during his/her regular assigned tour of duty shall receive a minimum of two (2) hours overtime pay, or, where such required appearance extends over periods aggregating more than two hours in duration on that day, shall receive overtime pay for the duration of that appearance, and in addition, if such appearance is before a Court of Record or Grand Jury and the employee's normal tour of duty is from 12:00 midnight to 8:00 a.m., 4:00 p.m. to 12 midnight or 8:00 p.m. to 4:00 a.m., the employee shall be required to report to work as scheduled and the employee shall have two (2) additional hours added to his/her earned but unused vacation time.  An employee who has earned but unused vacation leave balance of 70 days (560 hours) or more shall, in lieu of additional vacation leave, have two (2) additional hours added to his/her holiday compensatory time.
6.114-6-2 - An employee, other than a uniformed and investigatory employee of the Police Department and District Attorney's Office, required to appear on a scheduled working day other than during his/her regular assigned tour of duty shall receive a minimum of two (2) hours overtime pay, or, where such required appearance extends over periods aggregating more than two hours in duration on that day, shall receive overtime pay for the duration of that appearance, and in addition, if such appearance is before a Court of Record or Grand Jury and the employee's normal tour of duty, in general, is:
  1. from 12:00 midnight to 8:00 a.m., the employee's tour of duty for that day shall terminate two hours before his normal quitting time.

  2. from 4:00 p.m. to 12 midnight, the employee's tour for that day shall commence at the normal starting time and the employee shall have two (2) additional hours added to his/her earned but unused vacation time.  An employee who has earned but unused vacation leave balance of 70 days (560 hours) or more shall, in lieu of additional vacation leave, have two (2) additional hours added to his/her holiday compensatory time.
6.114-6-3 - An employee, other than an employee in the Fire Department, required to appear on a scheduled day off may request to work a full tour of duty on that day (normally from 8:00 a.m. to 4:00 p.m.) by (1) reporting for work and performing his work assignment, (2) appearing before civil or judicial bodies, and (3) after such appearance returning to work and performing his work assignment for the balance of the tour of duty.  Such employee shall be granted, in lieu of the day off, eight hours of overtime pay.
6.114-6-4 - An employee required to appear on a scheduled day off shall be paid a minimum of four (4) hours of overtime pay.  When the duration of his appearance(s) on a single day extends in the aggregate for more than four (4) hours, such employee shall be paid overtime pay for the exact amount of time spent before such body.
6.114-6-5 - Civil or judicial bodies, as referred to in this section of the Regulations, shall include only,
  • Bureau of Highway Safety
  • Civil Service Commission
  • Court of Record
  • Departmental Board of Inquiry
  • Grand Jury
  • Magistrate's Court
  • Medical Examiner's Board
  • Police Advisory Board
  • Traffic Court
  • State Liquor Control Board
  • Workmen's Compensation Hearings
  • A person authorized to take depositions for use before a civil or judicial body.
  • Any other civil or judicial officers or body who shall, from time to time, be or have been designated by the Director for inclusion herein.
6.114-7On-Call and Stand-By Time for Prosecution Detective Employee Classes.  The following provisions shall apply to employees whose positions are in the Prosecution Detective series of classes:
6.114-7-1 - On-Call Time.  Employees in positions below the rank of Prosecution Detective Sergeant, who are required to be available by remaining at work or by remaining at home subject to call for work at times other than during normal working hours, in accordance with a pre-arranged authorized schedule, shall be in an on-call capacity.  All hours served in such a capacity will be compensated as regular hours of work.
Employees serving in an on-call capacity shall be compensated at one and one-half (1-1/2) times the regular rate of pay for all hours served in excess of the regular forty (40) hour work week.
6.114-7-2 - Stand-By Time.  Employees whose positions are in the Prosecution Detective series of classes who are required to be available, at times other than during normal working hours, by wearing a beeper or by leaving word with the appointing authority specifying where they may be reached, and who are provided a reasonable amount of time to report to work after being contacted, shall be in stand-by capacity.  Employees serving in a stand-by capacity in accordance with a pre-arranged authorized schedule shall be entitled for such weekly stand-by duty to eight (8) hours of compensatory time, such time to be used at the sole discretion of the appointing authority.  Accumulation and use of compensatory time shall be subject to the limitations and restrictions set forth in Subsections 6.11182 and 6.11183 of the Regulations.
6.114-8Employee Appearing to Answer Charges Against Self.  An employee appearing to answer charges preferred against himself is not eligible for overtime pay therefor, except when such appearance is before the Police Advisory Board.
6.114-10 - Uniformed and Investigatory Supervisory Personnel.  Overtime pay shall not apply to uniformed and investigatory personnel in the Police Department and the District Attorney's Office at the rank of Captain or above and supervisory personnel in the Fire Department at the rank of Battalion Chief and above, but such personnel shall be entitled to time off from work with pay (compensatory time), on an hour for hour basis for all hours of overtime work in accordance with Subsections 6.114-3 to 6.114-5 inclusive and 6.114-6 and 31.06 of the Regulations, such time to be used at the sole discretion of the appointing authority.
  1. Employees at the rank of Captain or above in the Police Department and District Attorney's Office shall be granted compensatory time in lieu of overtime for all hours worked in excess of eight (8) hours per day or forty (40) hours per week.  Compensatory time shall be computed on an hour for hour basis, and may be accrued up to a one thousand three hundred (1,300) hours maximum.

  2. Employees at the rank of Fire Battalion Chief and Fire Deputy Chief in the Fire Department shall be granted compensatory time in lieu of overtime in accordance with these regulations.  Compensatory time shall be computed on an hour for hour basis or at the rate of one and one-half (1-1/2) hours for each hour of overtime worked when assigned to fill in for another officer of the same rank.  Compensatory time may be accrued up to a one thousand two hundred (1,200) hour maximum.

  3. Upon the retirement of an employee holding the rank of Captain and above in the Police Department and District Attorney's Office, or Fire Battalion Chief and Fire Deputy Chief in the Fire Department the City shall purchase up to five hundred fifty (550) hours of the accumulated compensatory time under Sections 1 and 2 above.

  4. An employee holding the rank of Captain and above in the Police Department and District Attorney's Office shall have the right to take annually five (5) days of compensatory time consecutively, to be scheduled with the approval of the appointing authority.

  5. The lump sum purchase of the five hundred fifty (550) hours of accumulated unused compensatory time shall be in addition to the compensatory time that employees at the rank of Captain and above in the Police Department and District Attorney's Office or Fire Battalion Chief and Fire Deputy Chief in the Fire Department may presently take off prior to the effective date of their retirement, which is not to exceed one hundred twenty (120) hours.  In no event, however, shall the run off and purchase of compensatory time exceed six hundred seventy (670) hours.

6.114-11 - Overtime Pay For Employees in the Deputy Sheriff Pay Plan.
Employees in classes in the Deputy Sheriff Pay Plan shall be compensated for overtime work in accordance with Section 6.111 and its subsections.
6.115 -   SPECIAL COMPENSATORY OR OVERTIME PAY CATEGORIES.
6.115-2Compensatory Time or Overtime Pay After Forty Hours.  Employees whose positions are allocated to the following classes of position shall not receive overtime pay or compensatory time off for time worked in excess of eight (8) hours in any work day, but such employees shall receive overtime pay or, at the option of the employee, compensatory time off for time worked in excess of forty (40) hours in the employee's work week:
  • Human Relations Representative
  • Human Relations Trainee
6.115-3Overtime Rate for Pharmacists in the Health Department.  Other provisions of the Regulations notwithstanding, employees of the Health Department working in the class of Pharmacist may elect to be compensated in cash for overtime hours worked in excess of eight (8) hours in any one calendar day or forty (40) hours in any one calendar week, or for work on a recognized holiday.  Overtime hours shall be paid for at the rate of one and one half (1-1/2) times the maximum pay rate of Pay Range EP 14.  Employees of the Health Department working in the classes of Pharmacy Manager or Pharmaceutical Services Director may elect to be compensated in cash for overtime hours worked in excess of forty (40) hours in any one work week or for work on a recognized holiday in accordance with Regulation 6.1116 B.  Overtime hours shall be paid for at the rate of one and one half (1-1/2) times the maximum pay rate of Pay Range N 14.  Overtime hours shall be paid in accordance with Regulation 6.1134.
6.1155 -   Cash Overtime for Employees Exempted From the Overtime Provisions of the Fair Labor Standards Act.  Other provisions of the Regulations notwithstanding, employees in the following departments, classes and assignments, who are otherwise ineligible to earn cash compensation for overtime hours worked, may be compensated as follows for the duration of the designated assignment in cash at their regular rate of pay:
  1. Employees in Classes Assigned to Pay Plans Other Than Pay Plan N - for all hours worked in excess of eight (8) hours in any one calendar day or forty (40) hours in any one calendar week, or for work on a recognized holiday, subject to the restrictions described below.
  2. Employees in Classes Assigned to Pay Plan N - for all hours worked in excess of forty (40) hours in any work week, subject to the restrictions described below and contained in Regulation 6.1134.
Non-represented employees may not elect to be credited with compensatory time off in lieu of cash for overtime worked in the designated assignment.
  1. Streets Department, Airport, Department of Public Property, Department of Parks and Recreation, Office of Innovation and Technology, and Water Department - Snow Removal and Other Weather Emergency Operations

  2. Police Department - Effective July 1, 2008, officers at the rank of Police Captain and above shall receive straight time pay for all hours worked on the following four occasions: Mummer's Parade, Fourth of July, Greek Picnic and Bike Race.

  3. Police Department - Effective October 1, 2014 - Forensic Scientist 4
6.1156 -   Compensatory Time Earned during Leave of Absence in Exempt Positions.  Employees appointed to exempt positions while on leave of absence from a Civil Service position shall, upon reinstatement to Civil Service, be credited with all accumulated compensatory time which has been earned but unused up to the maximum allowed in these regulations.
6.1157 -   Overtime Rate for Designated Classes and Assignments in the Department of Licenses and Inspections.  Other provisions of the Regulations notwithstanding, employees in the following classes and assignments who are otherwise ineligible to earn cash compensation for overtime hours worked may elect to be compensated in cash for all hours worked in excess of eighty (80) hours in a pay period or for all hours in excess of the daily flexitime band:
  • Building Plans Examination Engineer 1 and 2 (3B85, 3B86) performing accelerated plans review;

  • L & I Construction Compliance Supervisor (6H45) performing accelerated plans review or providing emergency services.

Employees will be compensated as follows at one and one-half (1_1/2) times the maximum rate of pay range:
  • Building Plans Examination Engineer 1 -- EP17
  • Building Plans Examination Engineer 2 -- EP19
  • L & I Construction Compliance Supervisor -- EP14
Employees in the subject classes may elect to be credited with compensatory time off in lieu of cash for overtime worked under the above provisions.  Compensatory time will be granted at the rate of one and one-half (1_1/2) hours of compensatory time for each hour of overtime worked.
6.1158 -   Overtime Eligibility for Flextime Participants in the Department of Licenses and Inspections  Employees in District Council 33 represented classes in the Department of Licenses and Inspections who are assigned to a unit where a flextime work schedule has been adopted and who voluntarily elect to participate in the flextime work schedule commencing on or after May 9, 1994 shall not be eligible to receive overtime pay for time worked in excess of eight (8) hours in any scheduled flex-work day between the hours of 7 AM through 6:30 PM while assigned on that schedule.  Said employees shall be eligible to earn overtime compensation for work performed in excess of forty (40) hours in any week, for work performed on a scheduled day off or for work performed before 7 AM and after 6:30 PM on a scheduled flex-work day.
6.116 -   EXCEPTIONS.  Upon recommendation of the appointing authority, the Director may exclude employees from the provisions of this Regulation where the conditions of employment and the nature of services rendered by the employee are such as to make it impractical to adhere to a standard work week and where the regular rate of pay has been established with due regard to the possibility of overtime work.
6.116B -   Employees whose positions are allocated to the following classes shall be compensated at one pay range above their regular rate of pay, but shall not be further compensated for any overtime work, either in cash pay or time off from work with pay (compensatory time) in accordance with the overtime pay provisions of these Regulations:
  • Airport Public Relations Manager
  • Assistant Fleet Manager for Operations
  • Fleet Materials Management Director
  • City Planner 5 (Area Design)
6.117 -   PAYMENT FOR COMPENSATORY TIME FOR RETIRING EMPLOYEES.  An employee who leaves the City service in order to retire under the Municipal Retirement System shall be continued on the payroll after his/her last day of work unless, at or before that time he/she has elected to the contrary, for the period representing the balance of the compensatory time (overtime and holiday) to the employee's credit at the time of his/her retirement.  Payment for such compensatory time shall not be made, however, for the same period that an employee is receiving any pension payment under the Municipal Retirement System.  An employee who is not covered by the overtime provisions of the Fair Labor Standards Act and elects to retire without being continued on the payroll for the period representing the balance of his/her accrued compensatory time shall thereby forfeit such balance of accrued compensatory time. (Refer to Section 20.085.)  Any employee who is covered by the overtime provisions of the Fair Labor Standards Act and elects to retire without being continued on the payroll for the period representing the balance of his/her accrued compensatory time shall upon termination of employment, be paid for unused compensatory time at a rate of compensation not less than:
  1. the average regular rate received by such employee during the last 3 years of the employee's employment, or

  2. the final regular rate received by such employee, whichever is higher.

6.1171 -   Uniformed and Investigatory Employees in the Police Department and District Attorney's Office at or above the rank of Captain who leave the City service in order to retire under the Municipal Retirement System shall receive a lump sum cash payment for the balance of unused compensatory time in accordance with Regulation 6.11410.
6.118 -   PAYMENT FOR COMPENSATORY TIME FOR OTHER THAN RETIRING EMPLOYEES.  An employee who is not covered by the overtime provisions of the Fair Labor Standards Act and leaves the City service for any reason other than to retire shall not receive payment for any compensatory time which may be credited to him/her at the time of separation, but such shall be treated in accordance with the provisions of Subsection 6.11183 of the Regulations.  An employee who becomes entitled to Regulation 32 benefits shall, at the time of authorization for such benefits, be paid by the department in which he/she was last employed for all hours of compensatory time (overtime and holiday) to the employee's credit at his/her then regular rate of pay.  Any employee who is covered by the overtime provisions of the Fair Labor Standards Act and leaves the City service for any reason shall be paid for unused compensatory time at a rate of compensation not less than:
  1. the average regular rate received by such employee during the last 3 years of the employee's employment, or

  2. the final regular rate received by such employee, whichever is higher. (Refer to Section 20.086)

6.1181 -   Uniformed and Investigatory Employees in the Police Department and the Fire Department Who Die During City Service.  The beneficiary(s) of a uniformed or investigatory employee dying while in the City service shall be paid by the department in which he was employed for all hours of compensatory time (overtime and holiday) to his credit at the regular rate of pay the employee was being paid at the time of his death, provided however, that with regard to supervisory personnel at, or above, the rank of Lieutenant in the Fire Department, or at the rank of Lieutenant in the Police Department or District Attorney's Office, payment for accrued compensatory time shall not exceed the limitation of one hundred and twenty (120) hours as provided in the Regulations.  For the purpose of this Section, a beneficiary shall be deemed to be the following person or persons in the order listed in the following classes:
  1. The spouse living with the employee at the time of his death or entitled to be supported by him;

  2. The natural and adopted child or children of the employee;

  3. Any person dependent on the employee for support who was a stepchild or foster child of the employee or child to whom the employee stood in loco parentis;

  4. Parent or parents of the employee;

  5. Any stepchild, foster child and child to whom the employee stood in loco parentis;

  6. Any person whom the employee is legally obligated to support;

  7. The estate of the employee

No person or persons shall be deemed a beneficiary whose relationship to the employee is not among those set forth or where there is a person or persons whose relationship to the employee is in a higher class.  Where there is more than one person in a class eligible to receive such payment, it shall be divided equally among all persons in the class.  Where the said payment is payable to any minor it may, within the discretion of the Personnel Director, be paid to the minor, to his legal or natural guardian, or the person or organization having custody of or assuming responsibility for the maintenance of the minor.
6.1182 -   Uniformed and Investigatory Employees of the Police Department and District Attorney's Office at or above the rank of Captain.  The beneficiary(s) of a uniformed or investigatory employee of the Police Department or District Attorney's Office at or above the rank of Captain dying while in the City service shall be paid for all hours of compensatory time (overtime and holiday) to his credit to a limit of three hundred (300) hours, at the regular rate of pay the employee was being paid at time of death.  For the purpose of this Section determination of the beneficiary shall be in accordance with Section 6.1181.
6.119 -   ROLL CALL ADJUSTMENT FOR YOUTH DETENTION COUNSELORS WORKING AT THE YOUTH STUDY CENTER.  Employees in positions in the following classes working at the Youth Study Center will receive an additional one and one-half (1_1/2) hour of pay per week when required to report for roll call on each day of their regular work week:
  • 5B22 - Youth Detention Counselor I
  • 5B23 - Youth Detention Counselor II
The purpose of this regulation is to compensate employees in the above classes at a premium rate for reporting for roll call each day during the work week, in accordance with the provisions of the Fair Labor Standards Act.  Employees in the above classes, where required by the appointing authority, will report for roll call ten (10) minutes before their regularly scheduled reporting time on each day of their work week.  Employees in these classes reporting for roll call four or five times during one week shall receive the full adjustment under this regulation.  Employees reporting for roll call only two or three times in one week shall be paid only one additional half hour at time and a half.  Employees reporting for roll call only once in one week and those not reporting for roll call at all shall receive no additional pay.
6.12 -   STAND-BY, ON-CALL, CALL-IN AND CALL-BACK TIME.  The following provisions shall apply to employees on stand-by and on-call time, to full-time employees called in for less than a full day of work, and to full-time employees called back following completion of a full day's work:
6.121 -   ON-CALL AND STAND-BY TIME.
6.1211 -   ON-CALL TIME.  Employees in classes subject to the overtime payment provisions of the Fair Labor Standards Act who are required to be available by remaining at work or remaining at home subject to call for work at times other than during normal working hours, in accordance with a pre-arranged or emergency authorized schedule, shall be in an on-call capacity.  All hours served in such a capacity will be compensated as regular hours of work.  Employees serving in an on-call capacity shall be compensated at one and one-half (1_1/2) times the regular rate of pay for all hours served in excess of the regular forty (40) hour work week.
6.1212 -   STAND-BY TIME FOR EMPLOYEES IN CLASSES SUBJECT TO OVERTIME PAYMENT PROVISIONS OF FAIR LABOR STANDARDS ACT.  Employees in classes subject to the overtime payment provisions of the Fair Labor Standards Act in the departments and organizational units specified in Regulation 6.1215 who, in accordance with a pre-arranged or emergency authorized schedule, are required to remain on call by wearing a beeper or by leaving word with the appointing authority specifying where they may be reached, and who are provided a reasonable amount of time to report to work after being contacted, shall be in stand-by capacity.  All employees in stand-by capacity shall be paid for such stand-by work at one-half of their regular straight-time rate of pay for each hour of such duty.
6.1213 -   STAND-BY TIME FOR EMPLOYEES IN CLASSES REPRESENTED BY DISTRICT COUNCIL 33 AND DISTRICT COUNCIL 47 EXEMPTED FROM THE OVERTIME PAYMENT PROVISIONS OF THE FAIR LABOR STANDARDS ACT.  Employees in classes represented by District Council 33 or District Council 47 in the departments and organizational units specified in Regulation 6.1215 who are exempted from the overtime payment provisions of the Fair Labor Standards Act and who, in accordance with a pre-arranged or emergency authorized schedule, are serving in a stand-by capacity by being available, or subject to call, for work following regular working hours or on Saturdays, Sundays or holidays when such employees are not normally expected to work, shall be paid for such stand-by work at one-half of their regular straight-time rate of pay for each hour of such duty except that employees in classes represented by District Council 47 may elect to be credited with compensatory time off in lieu of cash compensation at the rate of one-half hour compensatory time for each hour of such stand-by time.  Hours compensated for as stand-by shall not be counted in determining the total hours worked in a given week for overtime purposes.
6.1214 -   STAND-BY TIME FOR NON-REPRESENTED EMPLOYEES IN CLASSES EXEMPTED FROM THE OVERTIME PAYMENT PROVISIONS OF THE FAIR LABOR STANDARDS ACT.  Employees in Non-Represented classes in the departments and organizational units specified in Regulation 6.1215 who are exempted from the overtime payment provisions of the Fair Labor Standards Act and who, in accordance with a pre-arranged or emergency authorized schedule, are required to be available to report to work following regular working hours or on days when such employees are not normally expected to work and who are required to wear a beeper or pager, carry a cellular phone, or leave word with the appointing authority specifying where they may be reached, may be compensated for such standby time at the discretion of the appointing authority.
Employees paid below the maximum rate of Pay Range N21 may be compensated either at one-half of their regular straight-time rate of pay for each hour of such duty or in compensatory time off in lieu of cash compensation at the rate of one-half hour of compensatory time for each hour of such stand-by time, with the determination as to whether such employees will be compensated in cash or compensatory time at the discretion of the appointing authority.
Employees paid above the maximum rate of Pay Range N21, with the exception of those listed in 6.12141, shall not be eligible for cash compensation for standby duty but may be compensated for each such hour of standby duty in compensatory time at the rate of one-half hour compensatory time for each hour of standby duty.  Hours compensated for as stand-by shall not be counted in determining the total hours worked in a given week for overtime purposes.
6.12141 -  Employees whose positions are allocated to the following departments, classes and assignments may be compensated either at one-half of their regular straight-time rate of pay for each hour of stand-by duty or in compensatory time off in lieu of cash compensation at the rate of one-half hour of compensatory time for each hour of such stand-by time, with the determinations as to whether such employees will be compensated in cash or compensatory time at the discretion of the appointing authority.
Water Department
  • Water Operations Administration Manager (2M79)
  • Water Transport Engineer 2 (3B48)
  • Environmental Engineer 3 - Bureau of Laboratory Services and Assistant Plant Managers (3B63)
  • Sanitary Engineer 4 - Bureau of Laboratory Services and Plant Managers (3B64)
  • Water Engineering Assistant Manager (3C08)
  • Chief Water Transport Operations Engineer (3C27)
  • Water Plant Manager (3C28)
  • Laboratory Director (Water) - Bureau of Laboratory Services (3H38)
  • Administrative Scientist - Bureau of Laboratory Services (3H79)
  • Water Conveyance System Superintendent (7B07)
6.1215 -   Departments, Units, Assignments and Classes Eligible for Stand-By Time.  Sections 6.1212, 6.1213, and 6.1214 shall apply only to employees in the following units and assignments of City Departments:
Department of Commerce:
  • Aviation Division.
Department of Public Health:
  • Forensic Investigation Unit;
  • Compliance and Enforcement Unit;
  • Hazardous Air Pollutants Unit.
  • Ambulatory Health Services Division Hotline - employees in the following 4C (Nursing) series of classes:
    • 4C02 - Community Health Registered Nurse
    • 4C03 - Community Health Nursing Supervisor
    • 4C19 - Health Care Coordinator.
Department of Water:
  • Operations Division;
  • Planning and Environmental Services.
Commission on Human Relations:
  • Community Relations Division.
Department of Human Services:
  • Child Abuse Hotline;
  • Emergency Intake Services;
  • Youth Study Center - Resident Services.
District Attorney's Office:
  • Charging Unit.
Office of Fleet Management:
  • Public Health and Safety Facility - Emergency Repair of Fire Department Apparatus.
Police Department:
  • Chemistry Unit, Criminalistics Unit - all employees in the 3H (Sciences) series of classes.
Employees in departments or organizational units other than those listed above shall not be eligible for standby duty compensation.
6.122 -   CALL-IN TIME.  Full-time employees (other than those covered by Section 6.1144 of the Regulations) who are not on stand-by time and who are requested to work and actually report for work on any day which is not a regularly scheduled work day for them, shall be permitted to work at least four (4) hours on that day, at their respective appropriate hourly rates for that day, or shall be paid at such rates for not less than four hours' work.
6.123 -   CALL-BACK TIME.  Full-time employees (other than those covered by Section 6.1145 of the Regulations) who are not on stand-by time and who are called back to work on any day after they have completed a full scheduled day's work and who actually report for work on such call-back shall be permitted to work at least four (4) hours at their respective appropriate hourly rates for such work, or shall be paid at such rates for not less than four (4) hours' work.  (The provisions of this Subsection shall not apply to the situation in which an employee continues with his work immediately after the close of the scheduled day's work subject to interruption for meals.)
6.124 -   CALL-IN TIME FOR SCHOOL CROSSING GUARDS.  School Crossing Guards who actually report for work on any day which is a regularly scheduled work day for them and are subsequently sent home before completing the normal day's assignment shall, if they work less than two (2) hours, be paid for two (2) hours, and if they have worked more than two (2) hours and fifteen (15) minutes they shall be paid four (4) hours.
6.14 -   PAY DIFFERENTIAL CATEGORIES.  Other provisions of the Regulations notwithstanding, employees assigned to any of the following special duty assignments shall receive additional compensation as provided.  Where such extra compensation requires the use of additional steps in the pay range, computation of steps beyond the last step shall be made by adding pay steps equal to the difference between the top two steps in the pay range.
6.14-3WORKING IN UNDERWATER DIVING OPERATIONS.  Employees who in addition to their regular duties are assigned, on a continuing basis, to underwater diving operations, shall be compensated by adding three pay steps to their current rate.
6.14-4SNOW PLOWING OPERATIONS.  Employees in the class of Equipment Operator I who by order of the appointing authority, or the designated representative, operate a truck with a snow plow attachment during emergency snow plowing operations, shall, for time actually worked in such operations and with such attachment, be compensated by adding one pay step to their current rate.
6.14-5TREE MAINTENANCE WORKERS DRIVING AND OPERATING TREE MAINTENANCE EQUIPMENT.  Employees in the class of Tree Maintenance Worker who, by order of the appointing authority or the designated representative, drive and operate a hydraulic lift-equipped tree maintenance truck towing a chipper on a trailer shall for time assigned such duties, be compensated at the rate of pay of the corresponding pay step in the next higher range than that of their regular rate of pay.
6.14-8WINDOW WASHERS AND CUSTODIAL WORK CREW CHIEFS WORKING FROM RIGS OR LIFTS.  Employees in the classes of Window Washer and Custodial Work Crew Chief (Window Washing) who, by order of the appointing authority or his/her designated representative, work from rigs or from self-driving lifts in washing windows, shall for time actually worked in such activities be compensated by adding two steps to their current rate of pay.
6.14-12 - EMPLOYEES DRIVING VEHICLES CONTAINING HAZARDOUS SUBSTANCES.  Employees in the following classes, departments and assignments who, by order of the appointing authority or the designated representative, are assigned to operate vehicles containing hazardous substances shall, for the time actually worked in such activities, be compensated at the same pay step of the pay range two ranges higher than the pay range to which their position is allocated.
  • Equipment Operator
  • Field Inspector
  • Philadelphia International Airport - Equipment Operator 2 and Heavy Equipment Operator 1 and
  • the Office of Fleet Management - Heavy Duty Vehicle Maintenance Technician, Fleet Maintenance Team Leader, Fleet Maintenance Supervisor, Automotive Body Repair Technician, and Fleet Quality Assurance Specialist with a tanker endorsement (class B or A CDL, along with an X (Tank/Hazmat) endorsement) to operate a Tanker Truck
However, notwithstanding any regulation to the contrary, employees who are assigned to operate vehicles containing hazardous substances on a full-time basis, shall be paid at the higher rate continuously.
6.14-14 - PAINTERS USING HIGH PRESSURE SPRAY PAINTING EQUIPMENT.  Employees in the classes of Painter I and II who, by order of the appointing authority or the designated representative, apply paint and related fluids to surfaces, using electric-powered high-pressure spray painting equipment shall, for time actually worked with such equipment, be compensated by adding one pay step to their current rate of pay.
6.14-15 - INSTRUCTORS ASSIGNED TO THE CONSTRUCTION ENGINEERING TECHNOLOGY PROGRAM AT COMMUNITY COLLEGE.  Employees working as instructors after regular working hours in the Construction Engineering Technology Program at Community College shall be entitled to receive cash payment for this service.  The instructors shall be paid Two Hundred Forty Dollars ($240) for each three (3) hour classroom session or a total of Three Thousand Six Hundred Dollars ($3,600) for a three (3) credit course.  The additional compensation for this work will be added to the employee's regular rate of pay at the end of each pay period.  This rate of compensation shall be effective September 1, 2008.
6.14-16 - EMPLOYEES IN THE CLEAN AND SEAL UNIT WORKING IN UNSANITARY CONDITIONS.  Employees in the Abatement Worker class and Labor Crew Sub-Chief class working in the Clean and Seal Unit of the Department of Licenses and Inspections who, by order of appointing authority, are assigned to work in unsanitary conditions (as determined by the Clean and Seal Operations Chief) shall, for the time spent performing such work, be compensated at the same pay step of the pay range two ranges higher than the pay range to which their class is allocated.
6.14-19 - Salary Differential For Water Department Employees Designated To Serve As Mentors In An Approved Apprenticeship Program.  Employees of the Water Department permanently allocated to one of the classes in the Labor and Trades series of classes (classes with a class code beginning with 7) who have been designated by the appointing authority to serve as a mentor to an apprentice shall be compensated at the same pay step of the pay range one range higher than the standard pay range for the employee's permanent class.  The apprenticeship program must be approved, in advance, by the Director.
Employees working as mentors must have at least four years experience in their occupation.  Employees must have a current overall performance rating of no less than satisfactory 30 days prior to beginning and for the duration of the assignment as a mentor.
The differential received will be considered full compensation for any additional duties and responsibilities performed as a result of this assignment.  The differential will only be paid for the duration of the assignment and will cease immediately if the employee is relieved of his or her responsibility for performing as a mentor, or if the apprentice leaves the apprenticeship program for any reason.
6.14-21 - POLICE OFFICERS WORKING AS GRAPHIC ARTISTS.  Employees in the class of Police Officer who are assigned to graphic artist duties within the Police Department shall be compensated at the rate of pay of the corresponding pay step of the pay range two ranges higher than the pay range to which their class is allocated so long as they are performing graphic artist duties.
6.14-24 - TANDEM AXLE HIGH DENSITY COMPACTORS/ HEAVY DUTY COMPACTOR OPERATOR.  Employees in the Streets Department in the class of Heavy Duty Compactor Operator who operate a tandem axle high density compactor that meets or exceeds a capacity of twenty (20) cubic yards, who consistently complete assigned routes and who were permanently assigned to operate such equipment on or before January 31, 1994 shall, during the term of the assignment, be compensated at their same pay step but at pay range 14.  Employees assigned to operator duties after January 31, 1994 shall, during the term of the assignment, be paid according to the appropriate pay range for their class.  This pay rate differential is in recognition of the increased productivity provided by this equipment.  The City will make assignments to such equipment at its discretion.
6.14-25 - TANDEM AXLE HIGH DENSITY COMPACTORS/ LABORERS.  Employees in the Streets Department in the class of Laborer who work on tandem axle high density compactors that meet or exceed a capacity of twenty (20) cubic yards, who are assigned to load refuse material on such vehicles and who consistently complete assigned routes shall, during the term of the assignment, be compensated at their same pay step but at pay range 8.  This pay differential is in recognition of the increased productivity provided by this equipment.  The City will make assignments to such equipment at its discretion.
6.14-26 - EMERGENCY DUTY PAY.  Employees in the following classes, and assignments, working in the departments listed below, who, in accordance with a pre-arranged emergency schedule, established by the appointing authority, are required to respond to emergency situations during periods other than normal working hours, may be compensated for such duty by adding one pay step to their current rate of pay.  Employees shall not be eligible to earn stand-by pay, compensatory time, shift differential or any other cash or non-cash compensation, for hours compensated for under the terms of this Regulation.
OIT
  • Data Center Manager
  • Computing Systems Operations Manager
  • Information Systems Group Manager
Water Department
  • Administrative Scientist - Bureau of Laboratory Services
  • Environmental Engineer 3 - Bureau of Laboratory Services and Assistant Plant Managers
  • Environmental Engineer 4 - Bureau of Laboratory Services and Plant Managers
  • Water Transport Engineer 2
  • Water Conveyance System Superintendent
6.14-27 - STREETS DEPARTMENT EMPLOYEE PERFORMING SUPERVISORY AND HAZARDOUS DUTIES AT NORTHWEST TRANSFER STATION.  The Street Crew Chief 2 assigned to assist the Northwest Transfer Plant Superintendent with compliance with various Pennsylvania Department of Environmental Protection (PADEP) permit requirements for the facility and compliance with regulations governing the processing of municipal and residual waste will be compensated one pay range above the annual rate of pay for the employee's permanent class for the duration of the assignment.  The differential is also based on environmental conditions, including the presence of waste, dust and hydraulic oil, working in confined spaces above or near the refuse pit areas, and serving as a first responder to measure radiation levels and to contain unpredictable hazards such as pit fires, fuel spills, and hydraulic oil spills.  The differential will only be paid for the duration of the assignment and will cease immediately if the employee is relieved of this responsibility.  The differential received will be considered full compensation for any additional duties and responsibilities performed as a result of this assignment.
6.14-28 - EMPLOYEES PERFORMING INSPECTION ACTIVITIES IN ASBESTOS CONTROL PROGRAM OF DEPARTMENT OF PUBLIC HEALTH.  Employees of the Department of Public Health in the following classes who perform on-site inspection, reinspection, and/or on-site review of renovation or demolition projects to enforce the provisions of Chapter 6-600 of the Philadelphia Code and related State and Federal codes, and who, as a condition of employment, must pass an annual physical examination which includes a pulmonary function test and who must complete annual recertification training, shall be paid at the rate of $2.00 per hour higher than their regular rate of pay for each hour of such work:
  • Air Pollution Control Inspector I
  • Air Pollution Control Inspector II
  • Air Pollution Control Inspection Supervisor
Employees receiving additional compensation under the provisions of this Regulation shall not be eligible for any additional compensation under the provisions of Regulation 6.1422.
6.14-29 - EQUIPMENT OPERATION DIFFERENTIALS.
  1. Equipment Operators Certified to Operate Multiple Pieces of Equipment at the Philadelphia Airports and the Water Department.  Employees in the Equipment Operator series of classes at the Philadelphia Airports and the Water Department who, by the determination of the appointing authority or designated representative, become certified and licensed (with the proper endorsements) in the operation of all existing automotive equipment appropriate to the department and the employee's classification, shall be compensated at the same pay step of the pay range one range higher than the standard pay range of the class to which their position is allocated.

  2. Airport Employees Performing Snow Operations with Multi-Function Snow Removal Equipment.  Airport employees operating multi-function snow removal equipment during snow removal operations will be compensated at the same pay step in pay range 18 as their current pay step for the time that the employees operate the multi-function equipment during a snow event.  Employees must possess and maintain a valid Class A Commercial Driver's License for the duration of the assignment and must have successfully completed training in the use of the equipment prior to operation.

    The appointing authority will determine which employees are eligible for training and operation of the multi-function snow equipment and will select employees to work according to funding availability and the operational needs of the Airport.

    All employees who operate the multi-function snow equipment are required to attend all scheduled training and operate the multi-function equipment as assigned.  The differential will only be paid for the duration of the assignment and will cease immediately if the employee is relieved of this responsibility.  The differential received will be considered full compensation for any additional duties and responsibilities performed as a result of this assignment.
6.14-30 - AIRPORT COMMUNICATIONS CENTER OPERATORS AND AIRPORT COMMUNICATIONS CENTER SUPERVISORS.  Employees in the classes of Airport Communications Center Operator and Airport Communications Center Supervisor who regularly are assigned to work extended shifts shall be compensated at the same pay step of the pay range one range higher than the standard pay range for the class during the term of the assignment.
6.14-33 - RIVERVIEW EMPLOYEES ASSIGNED TO SUPERVISE INMATES.  Employees in the following classes located at the Riverview facility in the Department of Human Services who have been assigned the supervision of prison inmates shall for the duration of such assignment be compensated at the rate of pay of the corresponding pay step of the pay range one range higher than that of the class to which their position is allocated.
  • Food Service Manager
  • Custodial Work Crew Chief
  • Custodial Worker I
  • Custodial Worker II
  • General Departmental Worker
  • Stores Worker
6.14-34 - RECREATION LEADERS IN THE RECREATION DEPARTMENT.  Consistent with the terms of the Agreement between the City and District Council 47 signed May 8, 1997, Recreation Department employees in the classes of Recreation Leader I, Recreation Leader II, and Recreation Leader III, as designated by the appointing authority, shall be compensated at the rate of pay of the corresponding pay step in the next higher pay range than their regular rate of pay for a minimum of six months, commencing July 1, 1997.  Consistent with the terms and conditions of the Agreement, the additional compensation may be extended beyond six months by mutual agreement of the City and District Council 47, however, such additional compensation may cease upon sixty days written notice to District Council 47.
6.14-36 - RECREATION LEADERS ASSIGNED TO SERVE AS YOUTH ACCESS CENTER SUPERVISORS.  Recreation Department employees in the class of Recreation Leader III who have been assigned the supervision of the Youth Access Program at his/her recreation center shall, for the duration of such assignment, be compensated at the corresponding pay step of the pay range one range higher than the range currently paid to other Recreation Leaders III.
6.14-37 - FLEET MAINTENANCE SUPERVISORS ASSIGNED TO THE PUBLIC HEALTH AND SAFETY FACILITY OR ASSIGNED TO MAINTAIN AND MONITOR THE ASSET MANAGEMENT WORK ORDER SYSTEM.  Employees in the class of Fleet Maintenance Supervisor who have been assigned by the appointing authority to work at the Office of Fleet Management Public Health and Safety Facility or to maintain and monitor the Asset Management Work Order System of citywide vehicle and equipment repair activities shall be compensated at the rate of pay of the same pay step of the pay range two ranges higher than the standard pay range for their class.  The differential will be paid to the employees for the duration of their assignment.  This differential is in recognition of the complexity and responsibility of each assignment.  Assignments will be made at the discretion of the appointing authority.
6.14-38 - POLICE CAPTAINS WORKING AS DISTRICT COMMANDERS OR OTHER DESIGNATED ASSIGNMENT.  Employees in the class of Police Captain who are assigned as District Commanders, Detective Division Captain, Captain of Homicide and/or Captain of the Special Victims Unit will earn an additional 8% of his/her base pay.  In the event of a transfer to an assignment other than one of those specified in this regulation, the pay increase will cease.
6.14-39 - Lifeguard I Working As Lifeguard II.  Employees in the class of Lifeguard I, who, by the order of the appointing authority, or his or her designated representative, are temporarily assigned the duties of the class of Lifeguard II, shall be compensated at the first pay step of the pay range for the class of Lifeguard II for all hours worked in the higher level class.  The provisions of this regulation shall be effective as of July 1, 2001.
6.14-41 - Employees Working On Emergency Response Program Team With Responsibility For Preventing And Minimizing The Consequences Of Chemicals That Pose A Significant Hazard To The Community In The Event Of An Accidental Release.
Employees working in departments that are subject to the Risk Management Program Rule of the Clean Air Act section 112, and that regularly utilize, as part of their work process, regulated substances listed by the Environmental Protection Agency that are known to cause or may reasonably be anticipated to cause death, injury, or serious adverse effects to human health or the environment if accidentally released, and who are assigned to an emergency response program team with responsibility for preventing and minimizing the consequences of chemicals that pose a significant hazard to the community in the event of an accidental release shall receive 3% additional compensation added to their base salary.  The salary differential authorized by this regulation should be considered full compensation for the duties and responsibilities and employees will be eligible for no additional compensation for the performance of any duties that have served as the basis for the salary differential authorized by this regulation.  The salary differential will be paid only as long as an employee serves as a member of an emergency response team mandated by the Clean Air Act.  Only employees working in the departments, work units, classes and assignments specified by this regulation and responsible for handling the types and quantities of hazardous chemicals defined by the Clean Air Act are eligible to receive this additional compensation.
Departments: Water Department
Units: Baxter Water Treatment Plant, Belmont Water Treatment Plant, Northeast Water Pollution Control Plant, Southeast Water Pollution Control Plant, Queen Lane Treatment Plant (upon introduction to the treatment process of the type and quantity of sulfuric acid regulated by the Clean Air Act's Risk Management Plan Rule).
Classes: Water Treatment Plant Operator (7E45), Water Treatment Plant Crew Chief (7E46), Machinery and Equipment Mechanic (7J15), Industrial Process Machinery Mechanic (7J34), Industrial Process Mechanic Group Leader (7J35), Water Pollution Control Plant Operations Supervisor (7E49), Water Pollution Control Plant Maintenance Supervisor (7J33), Water Maintenance Superintendent (7J32)
Assignment Chemicals: Emergency Response Team - Chlorine, and all Clean Air Act Risk Management Plan regulated substances.
The provisions of this regulation shall be effective retroactive to January 1, 2002.
6.14-42 - DIRECTION AND COORDINATION OF RESIDENTIAL SNOW REMOVAL OPERATIONS.  The Streets Department non-represented employee who has been assigned responsibility for overall direction and coordination of Residential Snow Removal Operations by the Streets Commissioner will be compensated one pay range above the annual rate of pay for the employee's permanent class for the duration of the assignment.  The differential will only be paid for the duration of the assignment and will cease immediately if the employee is relieved of this responsibility.  The differential received will be considered full compensation for any additional duties and responsibilities performed as a result of this assignment.  The provisions of the regulation will be retroactive to July 1, 2002.
6.14-44 - STREETS DEPARTMENT HIGHWAY DISTRICT ENGINEERS ASSIGNED RESPONSIBILITY FOR TWO OR MORE HIGHWAY DISTRICTS.  Streets Department employees permanently allocated to the class of Highway District Engineer (3B03) who have been assigned responsibility for directing all street construction, maintenance programs, snow operations, and other related activities for two or more highway districts will be compensated one pay range above the annual rate of pay for the class for the duration of the assignment.  The differential will only be paid for the duration of the assignment and will cease immediately if the employee is relieved of this responsibility.  The differential received will be considered full compensation for any additional duties and responsibilities performed as a result of this assignment.
6.14-45 - OFFICE OF HUMAN RESOURCES MANAGERS.  Office of Human Resources employees permanently allocated to the class of Hiring Services Manager who have been assigned responsibility for managing all hiring teams, or more than one hiring team and another Office of Human Resources function that affects all classes and departments shall be compensated at the rate of pay of the corresponding pay step in the pay range two ranges higher than their regular rate of pay.  The additional compensation may be discontinued or suspended at the discretion of the Director if the duties and responsibilities performed by the class no longer justify the additional compensation, or if employees do not meet performance standards.  Employees must have a current overall performance rating of no less than superior to receive the differential, except that employees with a current overall performance rating of satisfactory for a second or fifth month probationary performance report will be eligible to receive the differential for the year in which the probationary report is issued.  Employees are eligible for this exception only during the year in which the probationary performance report is issued and recorded by the Office of Human Resources and must subsequently receive an overall performance rating no less than superior to be eligible for subsequent differentials.  If there is no performance report on file for the employee, it will be assumed that the overall rating qualifies the employee for the differential.  Employees who have been the subject of any disciplinary action leading to suspension during a calendar year will not be eligible to receive the differential during that calendar year.  The additional compensation is in recognition of the expanded range of duties and responsibilities assumed by the employees.  The salary differential authorized by this regulation should be considered full compensation for the expanded range of duties and responsibilities and employees will be eligible for no additional compensation for the performance of any duties that have served as the basis for the salary differential authorized by this regulation.
6.14-46 - OFFICE OF FLEET MANAGEMENT AUTOMOTIVE BODY REPAIR TEAM LEADER ACTIVELY PERFORMING APPRAISALS AND POSSESSING A CURRENT PENNSYLVANIA MOTOR VEHICLE PHYSICAL DAMAGE APPRAISER LICENSE.  The Office of Fleet Management employee permanently allocated to the class of Automotive Body Repair Team Leader (7F18) who is actively performing physical damage appraisals for the City of Philadelphia and holds and maintains a Pennsylvania Motor Vehicle Physical Damage Appraiser License shall be compensated two pay ranges above the annual rate of pay for the class.  The differential will be paid for the duration of the assignment.  The differential will cease immediately if the employee is relieved of physical damage appraisal responsibilities or if the employee fails to maintain the required licensure.  The differential received will be considered full compensation for any additional duties and responsibilities performed as a result of this assignment.
6.14-47 - OFFICE OF HUMAN RESOURCES SHARED SERVICES PILOT PROGRAM.  Office of Human Resources employees who have been assigned responsibility, as part of the Human Resources Shared Services pilot program, for functioning as Departmental Human Resources Manager with shared responsibility for all eight departments in the pilot, or as the manager of human resources administration for all departments in a cluster of departments will be compensated at pay range NP25 at the same pay step as the step in the range at which he or she was compensated in his or her permanent class for the duration of the assignment.  Employees functioning as Departmental Human Resources Manager for departments in a cluster must have a dual reporting relationship to the appointing authorities of the clustered departments and to the Director.  Employees serving as Departmental Human Resources Manager must have responsibility for provision of the full range of human resources functions for the departments in their segment of the cluster, including, but not limited to labor relations, discipline, training, safety, recruitment, and workforce planning.  The differential will only be paid for the duration of the assignment and will cease immediately if the employee is relieved of this responsibility.  The differential will cease immediately if the pilot program is terminated.  Employees must have a current overall performance rating of no less than superior to receive the differential, except that employees with a current overall performance rating of satisfactory for a second or fifth month probationary performance report will be eligible to receive the differential for the year in which the probationary report is issued.  Employees are eligible for this exception only during the year in which the probationary performance report is issued and recorded by the Office of Human Resources and must subsequently receive an overall performance rating no less than superior to be eligible for subsequent differentials.  If there is no performance report on file for the employee, it will be assumed that the overall rating qualifies the employee for the differential.  Employees who have been the subject of any disciplinary action leading to suspension during a calendar year will not be eligible to receive the differential during that calendar year.  The additional compensation is in recognition of the expanded range of duties and responsibilities assumed by the employees.  The salary differential authorized by this regulation should be considered full compensation for the expanded range of duties and responsibilities and employees will be eligible for no additional compensation for the performance of any duties that have served as the basis for the salary differential authorized by this regulation.
6.14-48 - OFFICE OF FLEET MANAGEMENT HEAVY DUTY VEHICLE MAINTENANCE TECHNICIAN WORKING IN A FULL-TIME CAPACITY IN THE MARINE ENGINE ASSIGNMENT.  The Office of Fleet Management employee permanently allocated to the class of Heavy Duty Vehicle Maintenance Technician (7F03) who is currently working in a full-time capacity in the repair, maintenance and installation of marine engines and other specialized maritime equipment for the City of Philadelphia shall be compensated two pay ranges above the annual rate of pay for the class.  The differential will be paid for the duration of the assignment.  The differential will cease immediately if the employee is relieved of marine engine repair, maintenance and installation responsibilities.  The differential received will be considered full compensation for any additional duties and responsibilities performed as a result of this assignment.
6.14-49 - POLICE SERGEANT WORKING AS GRAPHIC ARTS SUPERVISOR.  The employee in the class of Police Sergeant who is assigned to graphic arts supervisor duties within the Police Department shall be compensated at the rate of pay of the corresponding pay step of the pay range one range higher than the pay range to which their class is allocated so long as they are performing graphic arts supervisor duties.
6.14-50 - HEALTH SERVICES ADMINISTRATOR 3 COORDINATING THE CONSTRUCTION OF A HEALTH CENTER.  The Department of Public Health employee permanently allocated to the class of Health Services Administrator 3 (5F22) who has been assigned the responsibility, as part of a collaborative effort between the City and the Children's Hospital of Philadelphia, for coordinating the activities of several City departments to build a new medical facility shall be compensated at the rate of pay of the corresponding pay step of the pay range one range higher than that of the class to which his or her position is allocated.  The employee serving in this capacity must have responsibility for the full range of coordinating activities related to the Health Center to include meeting with City departments to discuss and disseminate information regarding plans and progress, monitoring and processing budgets, preparing reports and performing ancillary responsibilities related to the project.  The employee must report directly to the Deputy Mayor for Health and Opportunities for all duties related to the planned construction.  The differential will only be paid for the duration of the assignment and will cease immediately if the employee is relieved of this responsibility.  The differential received will be considered full compensation for any additional duties and responsibilities performed as a result of this assignment.
6.14-51 - COLLECTION CUSTOMER REPRESENTATIVES, REVENUE COLLECTION REPRESENTATIVES AND TAX ASSESSORS WITH RESPONSIBILITY FOR BILLING AND COLLECTIONS OF MULTIPLE TAXES.  The Revenue Department full-time employees permanently allocated to the classes of Collection Customer Representative (2B02), Revenue Collection Representative (Multiple Tax Specialty only) (2B18), and Tax Assessor (2B28) who have been assigned the responsibility for explaining and applying multiple tax ordinances and regulations, calculating taxes owed and establishing payment agreements related to all taxes shall be compensated at the rate of pay of the corresponding pay step in the next higher pay range than their regular rate of pay.  The employees must perform the work in the following units of the following divisions: Intake Unit, Telephone Unit and Correspondence & Research Unit of the Taxpayer Services Division; Compliance Unit (Tax Assessors only) or Investigations/Tax Clearance Unit of the Discovery & Administration Division; Accounting Unit of the Revenue Collections Division; and the Legal Services Division.  The employees must have responsibility for assisting customers with payments for multiple tax receivables related to business, earnings, school income tax, real estate tax and other ordinances, and providing a single source for explanation and resolution of a variety of tax billing issues.  The differential will only be paid for the duration of the assignment and will cease immediately if the employee is relieved of this responsibility.  Only hours worked with the assigned responsibility will be determined compensable at the rate of the differential.  The differential received will be considered full compensation for any additional duties and responsibilities performed as a result of this assignment.  Employees must have a performance rating of Satisfactory or higher and not have been subject to disciplinary action within one year to receive the differential.
6.15 -   SPECIAL PAY RATE CATEGORIES.
6.151 -   TEMPORARY, SEASONAL AND EMERGENCY EMPLOYEES.  Except in the case of employees temporarily promoted under the provisions of Section 13.01 of the Regulations, or as otherwise may be provided in the Regulations, temporary, seasonal and emergency employees shall be paid at the regular rate of pay for their respective positions for all hours worked, to a maximum of forty hours in a work week.  Temporary, seasonal and emergency employees shall be compensated at one and one-half (1_1/2) times the regular rate of pay for all hours worked in excess of forty hours in a work week.  Temporary, seasonal and emergency employees shall not be entitled to earn night shift differential compensation, sick or vacation leave or benefits under Regulation 27.  Such employees, with the exception of School Crossing Guards may however, at the discretion of the appointing authority, be granted leave with pay for a period not to exceed forty (40) working hours because of a service-incurred injury.
6.152 -   CASUAL SKILLED WORKER RATES.  Emergency appointments may be made without regard to the provisions of the Classification and Pay Plans with the prior approval of the appointing authority and the Director.
6.153 -   PART-TIME POSITIONS EXCLUDED FROM RECEIVING THE FOLLOWING COMPENSATION.  Night shift differential compensation, vacation with pay, sick leave with pay, holidays with pay, funeral leave, group life insurance, health welfare benefits shall not be granted to employees in the following positions:
  • Assistant Recreation Leader (part-time)
  • Institutional Registered Nurse (part-time)
  • Recreation Leader I (part-time)
  • Laborer - Recreation (part-time)
  • Water Safety Instructor I (part-time)
  • Water Safety Instructor II (part-time)
  • Payment Processing Clerk I (part-time)
  • Suicide and Crisis Intervention Counselor (part-time)
6.154 -   MEDICAL, NURSING AND DENTAL POSITIONS. 
6.1541 -   Part-Time Employment of Physicians and Dentists.  Rates of pay for regularly employed part-time physicians and dentists shall be in accordance with the schedule as established in the Pay Plan.  Such employees who are paid on an hourly basis shall not be entitled to receive vacation leave, sick leave or holiday benefits, provided however, that such employees who were previously employed on a full or half-time salary basis and are subsequently employed on an hourly basis without a break in service, shall be eligible to utilize previously accrued vacation leave.
6.15411 -   Establishment of Half-time and Hourly Rates for Physicians and Dentists.  Half-time and hourly rates for Physicians and Dentists are established on the "Schedule of Half-time and Hourly Rates for Pay Ranges involving Medical Classes," approved by the Civil Service Commission on December 9, 1965.  Medical and dental classes requiring half-time and/or hourly rates shall be assigned to the pay range in this Schedule to which the class is assigned on a full-time basis, using the same number of steps for the half-time rate that are assigned to the full-time rate.  On such occasions as it is necessary to use a half-time rate with a number of steps different from the number used for the full-time rate, a separate half-time rate must be submitted to the Civil Service Commission for approval.
6.15412 -   Use of Administrative Class Codes For Medical and Dental Series of Classes With Part-Time Or Hourly Employees.  Employees assigned to classes in the 4D - Medical and 4F - Dental series of classes who are employed on a part-time or hourly basis in accordance with the provisions of Regulation 6.154 shall be assigned separate administrative class codes.  Employees in the 4D - Medical series of classes who work on a part-time basis shall be assigned an administrative class code beginning with the characters 4M.  Employees in the 4D - Medical series of classes who work on an hourly basis shall be assigned an administrative class code beginning with the characters 4N.  The administrative class code for the classes assigned to the 4M or 4N series will end with the same two numbers associated with the corresponding class code in the 4D - Medical series of classes.
Employees in the 4F - Dental series of classes who work on a part-time basis shall be assigned an administrative class code beginning with the characters 4P.  Employees in the 4F - Dental series of classes who work on an hourly basis shall be assigned an administrative class code beginning with the characters 4Q.  The administrative class code for the classes assigned to the 4P or 4Q series will end with the same two numbers associated with the corresponding class code in the 4F - Dental series of classes.
The administrative class codes will have no effect on the class specifications, job duties, pay ranges, salaries or terms and conditions of employment.
6.1542 -   Special Pay Rate for Physicians Providing Telephone Coverage.  Employees in physician classes in the Department of Public Health who, in addition to their regular duties and work schedules, are assigned to provide medical direction, prescribe medications, and determine the need for emergency treatment of patients by telephone during evening and weekend hours shall be compensated for each hour of such duty at the rate of fifteen dollars ($15.00) per hour.
6.155 -   DEPARTMENT OF BEHAVIORAL HEALTH AND INTELLECTUAL DISABILITY SERVICES COUNSELING RATE.  Notwithstanding any contrary provisions in these Regulations, employees of the Department of Behavioral Health and Intellectual Disability Services who, in addition to their regular duties and work schedules, are assigned on a regularly scheduled basis, during periods other than normal working hours, to provide telephone counseling services at their homes for the Suicide and Crisis Intervention Program or for the emergency commitment of persons who appear to be mentally disabled, shall be paid at the rate of the last step of Pay Range EP10 for each hour of such duty.  Hours so compensated for shall not be counted in determining the total hours worked in a given week for overtime purposes nor shall shift differential pay apply.
6.1551 -   Suicide and Crisis Intervention Counselor (part-time).  Notwithstanding any contrary provisions in these Regulations, part-time employees in this class who are assigned to provide telephone counseling services at their homes for the Suicide and Crisis Intervention Program shall be paid at the rate of the last step of Pay Range EP 10 for each hour of such duty.
6.17 -   NIGHT SHIFT DIFFERENTIAL
6.171 -   CIVILIAN EMPLOYEES (NON-UNIFORMED AND NON-INVESTIGATORY EMPLOYEES) AND DEPUTY SHERIFF PAY PLAN EMPLOYEES.  Night work premium pay shall be paid, except as provided in Subsection 6.1713, to each civilian employee, in addition to his or her other compensation for each hour worked by the employee:
6.171-1 -  between the hours of 4:00 p.m.and 12:00 midnight, at the rate of twenty-five (25) cents per hour for employees in the Deputy Sheriff pay plan and at the rate of thirty (30) cents per hour for employees in the District Council 33, Correctional, N or EP pay plans.
6.171-2 -  for each hour worked between 12:00 midnight and 8:00 a.m. at the rate of thirty-five (35) cents per hour for employees in the Deputy Sheriff pay plan and at the rate of forty (40) cents per hour for employees in the District Council 33, Correctional, N or EP pay plans.
6.171-3 -  Night work premium pay shall not be paid
6.171-3-1 - for work between 4:00 p.m. and 6:00 p.m. by an employee whose regularly scheduled tour of duty commences at or after 8:00 a.m. and terminates at or before 6:00 p.m.
6.171-3-2 - during leaves for illness, vacation or for any other time not worked, whether paid or not.
6.171-3-3 - during unpaid lunch periods.  In the interest of uniformity in computing night work premium pay, unpaid lunch periods shall be presumed to commence four (4) hours after the employee's regular scheduled tour of duty begins.
6.171-3-4 - to uniformed and investigatory employees of the Fire Department and those covered by or compensated under Sections 6.114, 6.151, and 6.153.
6.171-3-5 - to part time employees.
6.172 -   UNIFORMED AND INVESTIGATORY EMPLOYEES OF THE POLICE DEPARTMENT AND DISTRICT ATTORNEY'S OFFICE.  Uniformed and investigatory employees of the Police Department and District Attorney's Office who are regularly assigned to rotating shift work shall be paid shift work premium pay of four percent (4%) of their regular straight time rate.  Such premium pay shall apply to all authorized paid leave.
6.173 -   FIRE SERVICE PARAMEDICS.  Effective January 1, 2015, Fire Service Paramedics permanently assigned to steady night shift work shall be paid a differential of One Dollar and Fifty Cents ($1.50) for each hour worked on the night shift.  The differential will not be paid to other employees working overtime on the night shift or when Fire Service Paramedics permanently assigned to the night shift work overtime or work a detail on any other schedule.
6.18 -   RELIEF EMPLOYEES.  An employee who also has status as a relief employee shall receive his regular rate of pay for all hours worked in his regular class of work, and shall be compensated for all hours worked in the higher or relief class of work in accordance with Sections 6.092 - Promotions, 6.099 and 6.099115 - Dual Class and Relief Employees.
6.19 -   DUAL CLASS EMPLOYEES.  A dual class employee shall receive the appropriate rate of pay for all hours worked in each position in accordance with Sections 6.099 and 6.099115 - Dual Class and Relief Employees.
6.20 -   LONGEVITY PAY FOR UNIFORMED AND INVESTIGATORY EMPLOYEES OF THE POLICE DEPARTMENT AND DISTRICT ATTORNEY'S OFFICE.  After the completion of the appropriate years of service, the following schedule of longevity increases shall be added to all employees in the ranks of uniformed and investigatory personnel of the Police Department and the District Attorney's Office.  Effective January 1, 2009, the longevity increase will be computed on base salary plus stress differential for the respective rank.
Number of Years of Service Completed Percentage of Salary As Longevity Increase:
Effective 1/1/09
1 - 2 0
3 - 4 3.3%
5 - 9 3.8%
10 - 14 4.5%
15 - 19 5.2%
20 - 24 5.7%
25 - 29 6.3%
30 6.8%
6.21 -   LONGEVITY PAY FOR UNIFORMED PERSONNEL OF THE FIRE DEPARTMENT.  After completion of the appropriate years of service, the following schedule of longevity increases shall be added to all employees in all ranks of uniformed personnel in the Fire Department.
Number of Years of Service Completed Percentage of Salary as Longevity Increase Effective January 1, 2009
1 - 2 0
3 - 4 3.3%
5 - 9 3.8%
10 - 14 4.5%
15 - 19 5.2%
20 - 24 5.7%
25 - 29 6.3%
30 6.8%
6.22 -   LONGEVITY PAY FOR NON-UNIFORMED PERSONNEL
6.221 -   DISTRICT COUNCIL 33 REPRESENTATION CLASSES.  An employee in a class of position represented by District Council 33 shall, after completion of the appropriate years of service, receive the following schedule of longevity increments
Years of Service Longevity
After 5 years $ 625
After 10 years $ 825
After 15 years $ 1,025
After 20 years $ 1,225
After 25 years $ 1,425
After 30 years $ 1,625
After 35 years $ 1,825
After 40 years $ 2,025
After 45 years $ 2,225
Employees with a longevity date prior to October 6, 1989 shall earn the first longevity increase after three (3) years of service.
6.2211 -   SCHOOL CROSSING GUARDS.  A School Crossing Guard who is regularly employed and whose normal work week averages or exceeds twenty (20) hours, shall earn longevity pay as follows:
Years of Service Amount paid to an employee who is in pay status the normal work schedule for the entire fiscal year
After 5 $ 217.12
After 10 $ 264.24
After 15 $ 311.36
After 20 $ 358.48
After 25 $ 405.60
After 30 $ 452.72
6.222 -   NON-REPRESENTED CLASSES.  An employee in a non-represented class shall, after completion of the appropriate years of service, receive the following schedule of longevity increments:
Years of Service Longevity
After 5 years $ 625
After 10 years $ 825
After 15 years $ 1,025
After 20 years $ 1,225
After 25 years $ 1,425
After 30 years $ 1,625
After 35 years $ 1,825
After 40 years $ 2,025
After 45 years $ 2,225
Employees with a longevity date prior to October 6, 1989 shall earn the first longevity increase after three (3) years of service.
6.223 -   DISTRICT COUNCIL 47 REPRESENTED CLASSES.  An employee in a class of position represented by District Council 47 shall, after completion of the appropriate years of service, receive the following schedule of longevity increments:
Years of Service Longevity
After 5 years $ 625
After 10 years $ 825
After 15 years $ 1,025
After 20 years $ 1,225
After 25 years $ 1,425
After 30 years $ 1,625
After 35 years $ 1,825
After 40 years $ 2,025
After 45 years $ 2,225
Employees with a longevity date prior to October 6, 1989 shall earn the first longevity increase after three (3) years of service.
6.224 -   LONGEVITY FOR DEPUTY SHERIFFS.  After the completion of the appropriate years of service, the following schedule of longevity increases shall be added to all employees in the classes in the Deputy Sheriff Pay Plan:
Number of Years Service Completed Longevity Increase
Percentage of Base Pay
Effective July 1, 2013
1 - 2NONE
3 - 42.25%
5 - 93.75%
10 - 143.5%
15 - 194.25%
20 - 244.75%
25 - 295.25%
30 - 355.5%
6.23 -   BREAKS IN SERVICE IN COMPUTING LONGEVITY.  For the purpose of computing longevity credit, all periods of City employment, both civil service and exempt, shall be counted, provided however, that service prior to a separation due to dismissal or resignation with prejudice, shall not be included.
6.24 -   PAY FOR SCHOOL CROSSING GUARDS PREVENTED FROM WORKING DUE TO INCLEMENT WEATHER.  A School Crossing Guard who is prevented from working because inclement weather has caused school closings shall, because of such closings, be entitled to be paid for not more than three (3) such days at their regular daily rate of pay during any calendar year.
6.25 -   PERFORMANCE-BASED INCENTIVE COMPENSATION SYSTEM.  Other provisions of the regulations notwithstanding, the Civil Service Commission may, upon recommendation of the Director, approve a performance-based pay system for employees in non-bargaining unit classes.  Such a system may include a cash bonus award provision.  A system must meet the following requirements:
6.252 -   A budget control mechanism subject to Finance Department review and approval must be included to set the total amount of compensation and achievement bonus awards allocated to employees in the system.  The Departments must specify the source of funding in advance.
6.253 -   Formal guidelines utilized by supervisors in administering the system and allocating performance-based pay increases must be included in the system prior to the beginning of the rating period.
6.2531 -   Any such system, including standards for measuring performance, plans for administration, evaluation mechanisms, and rating periods, shall be reviewed and approved by the Personnel Director prior to their implementation.
6.2532 -   A plan for the training and counseling of supervisors in the use of the system must be provided.
6.254 -   Performance standards and bonus awards will be determined by the departments and must be consistent with the work performed, the mission and financial condition of the department.
6.255 -   All cash bonus awards earned under an incentive system are earned and awarded for a single rating period only.  No award shall become a part of the base pay, or be used to compute overtime, or be used to compute pensions.
6.256 -   Incentive systems will take the following forms:
6.2561 -   GOAL ACHIEVEMENT/ FORMULA BASED SYSTEM.  Performance will be evaluated using a pre-approved formula.  The formula will measure the basic output required of a position which has been determined as significant job outcomes by department managers.  The formula will specify cash bonus amounts for various levels of performance.  The formula must be completed and approved by the Director prior to the beginning of the rating period.
6.2562 -   INCIDENT SPECIFIC SYSTEM.  Successful performance and completion of specific activities, designated by a department, and approved by the Director, in advance of a rating period, will be rewarded by issuance of a cash bonus.
6.2563 -   EXCEPTIONAL PERFORMANCE/ DISTRIBUTED SYSTEM.  Participating departments will allocate a specific amount of funds to be used as incentive bonuses.  The maximum bonus figure will be established in advance and each department will be restricted to awarding bonuses to no more than fifteen percent (15%) of the department's participating employees.  Participating departments must submit a plan for administering this type of system to the Director for review and approval prior to the rating period.  Each bonus must be authorized, in writing, by the Department head.
6.257 -   A plan for the evaluation of the effectiveness of the system must be provided.  This plan must be reviewed and approved by the Director prior to implementation of any system.
6.258 -   Performance-based pay systems shall terminate after a one year period unless, prior to the expiration date, the system is specifically reconfirmed by the Civil Service Commission, upon the recommendation of the Personnel Director, or is superseded by another system.
6.2581 -   The Director shall have authority to terminate any system not considered to be effective at any time during the use of the system.
6.27 -   ONE-TIME LUMP-SUM EDUCATION AND CERTIFICATION AWARDS.  Employees who meet the terms and conditions specified in this Regulation shall receive a one-time lump sum payment in the amount specified below.  Payment will be made at the end of one year of service following submission of the official notification of test results and/or certification and/or awarding of advanced degree to the appointing authority.  The lump sum payment will not be added to the employee's base salary rate.  Pension contributions shall not be made on the lump sum payment and the lump sum payments shall not affect pension benefits.
6.273 -   Employees in the classes of Social Worker II or Librarian II who receive an advanced degree in a field related to the employee's job duties on or after May 13, 1994 -  a lump-sum payment of One Thousand Dollars ($1,000).
6.274 -   Employees of the Department of Records who take and pass the examination for Certified Records Manager, as administered by the Institute of Certified Records Managers or Certified Archivist, as administered by the Academy of Certified Archivists on or after July 1, 1995 -  a lump-sum payment of One Thousand Dollars ($1,000).
6.28 -   LUMP-SUM EDUCATION AND CERTIFICATION BONUS.  Employees who meet the terms and conditions specified in this regulation shall receive lump sum payments in the amounts specified below.  Payment will be made at the end of one year of service following submission to the appointing authority of the official notification of test results and/or certification and/or awarding of advanced degree.  Employees must be actively working in the specified classes and departments at the time that the bonus is paid to be eligible to receive the bonus.  Employees must have a current overall performance rating of no less than satisfactory to receive the bonus.  If there is no performance report on file for the employee, it will be assumed that the employee qualifies for the bonus.  The operating departments must specify the source of funding for the bonus and report the source of funding to the Finance Department for review and approval in advance.
The lump sum payments will not be added to the employee's base salary rate.  Pension contributions shall not be made on the lump sum payments and the lump sum payments shall not affect pension benefits.
A. Employees of the Procurement Department in the classes listed below who take and pass examinations administered by the Universal Public Purchasing Certification Council (UPPCC) for the certifications listed below shall receive a one-time lump sum payment of One Thousand Dollars ($1,000).  Employees are not eligible to receive this bonus payment more than once.
Employees of the Procurement Department in the classes listed below who are re-certified by the Universal Public Purchasing Certification Council (UPPCC) shall receive a lump sum payment of Five Hundred Dollars ($500).  Employees are eligible to receive the re-certification bonus no sooner than five years after the initial certification or receipt of the most recent re-certification bonus.
Classes Eligible For Bonus Certification and Re-certification
  • Procurement Technician 1 (2E02)
  • Procurement Technician 2 (2E03)
Certified Professional Public Buyer (CPPB)
  • Procurement Technician Supervisor (2E14)
  • Materials and Supply Manager (2E18)
  • Purchasing Manager (2E19)
Certified Public Purchasing Officer (CPPO)
6.30 -   ALTERNATIVE REWARD SYSTEMS
6.31 -   CREDENTIAL BASED PAY - EMPLOYEES WHO SECURE AND MAINTAIN PROFESSIONAL CREDENTIALS  Employees permanently allocated to one of the classes listed in the subsections of this regulation who secure and maintain the credentials listed in the subsections and who comply with the requirements of the regulation and its subsections shall be eligible for a salary differential.  Employees must meet all currency requirements established by the agency issuing the credentials.  The purpose of the regulation is to encourage employees to continue working for the City, and to acquire and maintain designated job related credentials that will increase their contribution to the City and to its departments.
Employees in classes represented by District Council 33 must have a current overall performance rating of no less than satisfactory to receive the differential.  Employees in non-represented classes or in classes represented by District Council 47 must have a current overall performance rating of no less than superior to receive the differential, except that employees with a current overall performance rating of satisfactory for a second or fifth month probationary performance report will be eligible to receive the differential for the year in which the probationary report is issued.  Employees are eligible for this exception only during the year in which the probationary performance report is issued and recorded by the Office of Human Resources and must subsequently receive an overall performance rating no less than superior to be eligible for subsequent differentials.  If there is no performance report on file for the employee, it will be assumed that the overall rating qualifies the employee for the differential.  Employees who have been the subject of any disciplinary action described in the subsections of the regulation will not be eligible to receive the differential during that calendar year.  Employees must be actively working in one of the specified classes and departments at the time that the differential is paid to be eligible.  The operating departments must specify the source of funding for the differential and report the source of funding to the Finance Department for review and approval in advance.
The differential received will be considered full compensation for any additional duties consistent with the job duties for the employee's class that are assigned to the employee to utilize the additional knowledge acquired by the employee.
The initial differential for employees who have or who secure the credentials shall be paid in a lump sum in the first pay period of December for the year listed in the subsection of this regulation.  All subsequent differentials shall be paid in a lump sum in the first pay period of December beginning with the same year that the employee is issued the credential and for each following year as long as the employee and the department satisfy all of the criteria listed in this regulation.
Any department that pays a bonus to any employee under the provisions of this regulation must notify the Office of Human Resources in writing prior to payment.  The Office of Human Resources will evaluate the bonus program on an annual basis.  All components of the program may be continued, adjusted or discontinued by the Civil Service Commission upon the recommendation of the Director of Human Resources.  All bonus programs will terminate one year after the effective date unless the Civil Service Commission approves an extension of the program.  The Civil Service Commission may permit the bonus program for any class to cease, while granting an extension for the bonus program for the remaining classes covered under this Regulation.
6.31-ACREDENTIAL BASED PAY - EMPLOYEES IN THE CLASSES AND DEPARTMENTS LISTED BELOW WHO SECURE AND MAINTAIN LICENSURE AS A CERTIFIED PUBLIC ACCOUNTANT (CPA) ISSUED BY THE PENNSYLVANIA STATE BOARD OF ACCOUNTANCY.  Employees of the classes and departments listed below who secure and maintain licensure as a Certified Public Accountant (CPA) issued by the Pennsylvania State Board of Accountancy shall be eligible for a one-time lump sum salary differential of $3,000 (effective January 1, 2008) during the year that the employee first receives the CPA license, and an annual lump sum salary differential of $1,000 for each subsequent year that the employee maintains the CPA license.
Employees must meet all currency requirements established by the organization issuing the licensure to remain eligible to receive the differential in subsequent years and must submit proof of current licensure each year.
Employees who have been the subject of any disciplinary action leading to suspension during a calendar year will not be eligible to receive the differential during that calendar year.
Department Classes Initial Payment
City Controller's Office Auditor series of classes (2A40-2A46), Information Systems Auditor (2A47), or Information Systems Auditing Supervisor (2A68) December 2005
Revenue Department Accountant/Revenue Examiner Trainee (2A05), Revenue Examiner (2B31-2B35) and Tax and Revenue Conferee (2B40-2B41) series of classes December 2005
Any City Department Contract Auditor series of classes (2A65-2A67, 2A69) December 2006
6.31-BCREDENTIAL BASED PAY - EMPLOYEES IN THE ENGINEERING (3B, 3C), ARCHITECT (3D) OR SURVEYOR (3F) SERIES OF CLASSES WHO SECURE AND MAINTAIN PROFESSIONAL REGISTRATION OR COMPLETE ADVANCED DEGREES.  Employees permanently allocated to one of the classes in the Engineering (3B, 3C) or Architect (3D) series of classes who secure and maintain registration as a professional engineer as issued by the Pennsylvania State Registration Board for Professional Engineers or registration as a professional architect as issued by the Pennsylvania State Professional State Board of Examiners of Architects shall be eligible for an annual lump sum salary differential of $2,000.  Employees in the Architect (3D) series of classes who secure and maintain registration as a professional landscape architect as issued by the Pennsylvania State Registration Board for Professional Landscape Architects shall be eligible for an annual lump sum salary differential of $2,000.  Employees in the Engineering (3B, 3C), or Architect (3D) series of classes who have, or who obtain a Master's Degree or Ph.D. in Engineering, Architecture, or Sustainable Design shall be eligible for an annual lump sum salary differential of $1,000.  Employees permanently allocated to one of the classes in the Surveyor (3F) series of classes who secure and maintain registration as a Professional Land Surveyor as issued by the Pennsylvania State Registration Board shall be eligible for an annual lump sum salary differential of $2,000.  Employees permanently allocated to one of the classes in the Surveyor (3F) series of classes will also be eligible to receive a one-time lump sum bonus of $1,000 for passing the Surveyor in Training examination on or after October 1, 2001.
Employees who have been the subject of any disciplinary action leading to suspension during a calendar year will not be eligible to receive the differential during that calendar year.
Employees will be eligible to receive only one differential based on a registration and one differential based on an advanced degree authorized by this regulation during any year.
Series Of Classes Credential Bonus Amount Initial Payment
Engineering (3B, 3C) Professional Engineer Annual lump sum $2,000. December 1999
Architect (3D) Professional Architect Annual lump sum $2,000. December 1999
Architect (3D) Professional Landscape Architect Annual lump sum $2,000. December 2000
Engineering (3B, 3C), Architect (3D) Master's Degree or Ph.D. in Engineering, Architecture, or Sustainable Design Annual lump sum $1,000. December 2000
Surveyor (3F) Professional Land Surveyor Annual lump sum $2,000. December 2002
Surveyor (3F) Passing the Surveyor in Training examination One-time lump sum $1,000. December 2002
6.31-CCREDENTIAL BASED PAY - EMPLOYEES IN THE CLASSES LISTED BELOW WHO SECURE AND MAINTAIN PROFESSIONAL REGISTRATION AS A MICROSOFT CERTIFIED SYSTEMS ENGINEER (MCSE-2002), MICROSOFT CERTIFIED SOLUTIONS ASSOCIATE (MCSA), MICROSOFT CERTIFIED SOLUTIONS EXPERT (MCSE-2014), OR A CERTIFIED NOVELL ENGINEER (CNE).  Employees permanently allocated to the Network Support Associate (1D54), Network Support Specialist (1D55), Network Administrator (1E06), Local Area Network Administrator (1E07) and Human Resources Information Systems Manager (1E57) classes who secure and maintain one of the registrations listed below shall be eligible for a lump sum salary differential as specified in the table below.
Employees who have been the subject of any disciplinary action leading to suspension during a calendar year will not be eligible to receive the differential during that calendar year.  Employees must meet all currency requirements established by the organization issuing the registration to remain eligible to receive the differential in subsequent years and must submit proof of current registration each year.
Employees will be eligible to receive only one differential authorized by this regulation during any year.
The initial differential shall be paid in a lump sum in the first pay period of December 2002 for those employees who secure the registration prior to December 1, 2002.  Beginning in December 2014, only employees who already received the initial bonus for the legacy certifications will continue to receive the subsequent bonus for those certifications.
Legacy Certification Initial Bonus Bonus - Subsequent Years
Microsoft Certified Systems Engineer (MCSE-2002) N/A $1,000
Certified Novell Engineer NetWare 5 (CNE) N/A $1,000
The initial differential shall be paid in a lump sum in the first pay period of December 2014 for those employees who secure the following certifications prior to December 1, 2014.
Certification Initial Bonus Bonus - Subsequent Years
Microsoft Certified Solutions Expert (MCSE-2014) $2,000 $1,000
Microsoft Certified Solutions Associate (MCSA) $1,000 None
6.31-DCREDENTIAL BASED PAY - EMPLOYEES OF THE HEALTH DEPARTMENT AND THE OFFICE OF BEHAVIORAL HEALTH IN THE RESEARCH AND INFORMATION ANALYST SERIES OF CLASSES (5F56-5F59) WHO COMPLETE AND RECEIVE A SECOND ADVANCED DEGREE IN A SPECIFIED CURRICULUM DETERMINED TO BE RELATED TO THE PERFORMANCE OF JOB DUTIES.  Employees of the Health Department and the Office of Behavioral Health permanently allocated to one of the classes (and designated specialties when appropriate) in the Research and Information Analyst series of classes (5F56-5F59) who complete and receive a second advanced degree at an accredited college or university in a specified curriculum determined to be related to the performance of job duties shall be eligible for an annual lump sum salary differential as specified by this regulation.  The knowledge acquired in completion of the second advanced degree will allow the employee to perform a wider range of duties.
Employees who have been the subject of any disciplinary action leading to suspension during a calendar year will not be eligible to receive the differential during that calendar year.
The initial differential shall be paid in a lump sum in the first pay period of December 2002 for those employees who completed the degree program prior to, or during 2002.
Employees will be eligible to receive only one differential authorized by this regulation during any year.  Employees will not receive the bonus for any degree that was required for promotion and that qualified the employee for promotion to a higher level class in the series.
  Bonus/Degree
Job Classes $2000 $1000
5F59 - Behavioral Health Research and Information Director Completion of a second doctorate degree program at an accredited college or university with major course work in information technology, computer science, geography, or a closely related field. Completion of a second master's degree at an accredited college or university with major coursework in information technology, computer science, geography, or a closely related field.
2F23 - Research and Information Analyst Supervisor Completion of a doctorate degree program at an accredited college or university with major course work in psychology, sociology, anthropology, human development, demography, public health, information technology, computer science, geography, or a closely related field.
2F22 - Research and Information Analyst 2
2F21 - Research and Information Analyst 1
6.31-ECREDENTIAL BASED PAY - EMPLOYEES IN THE CLASSES AND DEPARTMENTS LISTED BELOW WHO SECURE CERTIFICATION AS A PROFESSIONAL PLANNER BY THE AMERICAN INSTITUTE OF CERTIFIED PLANNERS OF THE AMERICAN PLANNING ASSOCIATION OR REGISTRATION AS A PROFESSIONAL ARCHITECT AS ISSUED BY THE PENNSYLVANIA STATE PROFESSIONAL STATE BOARD OF EXAMINERS OF ARCHITECTS OR A GEOGRAPHIC INFORMATION SYSTEMS PROFESSIONAL BY THE CIS CERTIFICATION INSTITUTE.  Employees of the classes and departments listed below who secure the professional credentials listed below shall be eligible for an annual lump sum salary differential of $1,000.
The initial differential shall be paid in a lump sum in the first pay period of December 2003 for those employees who have secured the AICP certification prior to, or during 2003.  The initial differential shall be paid in a lump sum in the first pay period of December 2007 for those employees who secure the Registration as a Professional Architect prior to December 1, 2007.
The initial differential shall be paid in a lump sum in the first pay period of December 2013 for those employees who have secured the GIS Professional credential prior to December 1, 2013.
Employees will be eligible to receive only one differential for the Professional Planner or the Professional Architect credential authorized by this regulation during any year.
Employees who have been the subject of any disciplinary action leading to suspension during a calendar year will not be eligible to receive the differential during that calendar year.  Employees must meet all currency requirements established by the organization issuing the credential to remain eligible to receive the differential in subsequent years and must submit proof of current certification each year.
Employees will be eligible to receive only two differentials authorized by this regulation during any year.  No employee is eligible to receive more than $2,000 in any calendar year.
Classes Departments Credential
3E - City Planning and Environmental Sciences Series of Classes

City Planner 2, 3, Supervisor and City Planner Manager (3E03-3E06)

Airport Planner (3D16)
City Planning Commission

All Departments

Airport
Certification as a Professional Planner by The American Institute of Certified Planners of The American Planning Association
3E - City Planning and Environmental Sciences Series of Classes City Planning Commission Registration as a Professional Architect as issued by The Pennsylvania State Professional State Board of Examiners of Architects
City Planner 2, 3, City Planner Supervisor, City Planner Manager and Deputy Planning Director (3E03-3E06, 3E17)

Geographic Information Systems Specialist 1, 2, 3 and Geographic Information Systems Manager (3E20-3E23)

Airport Planner (3D16)
All Departments Certification as a Geographic Information System Professional by the Geographic Information Systems Certification Institute
6.31-FCREDENTIAL BASED PAY - EMPLOYEES IN THE OFFICE OF FLEET MANAGEMENT WHO SECURE AND MAINTAIN DESIGNATED AUTOMOTIVE SERVICE EXCELLENCE (ASE) CERTIFICATIONS ISSUED BY THE NATIONAL INSTITUTE FOR AUTOMOTIVE SERVICE EXCELLENCE OR EMERGENCY VEHICLE TECHNICIAN (EVT) CERTIFICATIONS ISSUED BY THE EMERGENCY VEHICLE TECHNICIAN CERTIFICATION COMMISSION.  Employees in the Office of Fleet Management, who are permanently allocated to the Heavy Duty Vehicle Maintenance Technician (7F03), Automotive Maintenance Team Leader (7F06) or Fleet Maintenance Supervisor (7F30) classes and who are working in the Fire Section of the Public Health and Safety Facility, who secure and maintain master-level Emergency Vehicle Technician (EVT) Certifications as a Fire Apparatus Technician or as an Ambulance Technician and master-level Automotive Service Excellence (ASE) Certifications as a Master Truck Technician (MT) or as a Master Automobile Technician (MA) shall be eligible for a lump sum salary differential of $2,000 per year in accordance with the conditions of this regulation.  Employees in these classes working in the Fire Section of the Public Health and Safety Facility who secure and maintain all four of the above listed certifications shall be eligible for a lump sum salary differential of $2,500 per year in accordance with the conditions of this regulation.
Employees in the Office of Fleet Management, who are permanently allocated to the class of Automotive Maintenance Technician (7F02) and who are working in the Fire Section of the Public Health and Safety Facility, who secure and maintain master-level Emergency Vehicle Technician (EVT) Certification as an Ambulance Technician and master-level Automotive Service Excellence (ASE) Certification as a Master Automobile Technician (MA) shall be eligible for a lump sum salary differential of $2,000 per year in accordance with the conditions of this regulation.
Employees in the Office of Fleet Management, who are permanently allocated to the Automotive Maintenance Technician (7F02), Heavy Duty Vehicle Maintenance Technician (7F03), Automotive Maintenance Team Leader (7F06), Fleet Maintenance Supervisor (7F30), Assistant Fleet Manager for Operations (7F31), or Fleet Management Quality Assurance Director (7F45) classes who secure and maintain master-level certification for Automotive Service Excellence as a Master Automobile Technician (MA) and Master Truck Technician (MT) shall be eligible for a lump sum salary differential of $1,500 per year in accordance with the conditions of this regulation.
Employees in the Office of Fleet Management who are permanently allocated to one of the classes in the Automotive Maintenance and Trades (7F) series of classes or the class of Trades Helper - Automotive (7H01) who secure and maintain master-level certification for Automotive Service Excellence as a Master Automobile Technician (MA), Master Truck Technician (MT) or Master Collision Repair/Refinish Technician (MBP) shall be eligible for a lump sum salary differential of $1,000 per year in accordance with the conditions of this regulation.
Employees in the Office of Fleet Management who secure any Automotive Service Excellence (ASE) Individual Certification shall be eligible for a one-time only lump sum salary differential of $200.  Employees who are re-certified shall be eligible for a lump sum salary differential of $100 every five years in accordance with the conditions of this regulation.
Employees are eligible for only one differential during any calendar year.  No employee is eligible to receive more than $2,500 in any calendar year.
Employees who have been the subject of any disciplinary action, including a formal written reprimand or any more serious action during a calendar year, or who are on the excessive use of sick-leave list, will not be eligible to receive the differential during that calendar year.
The initial differential shall be paid in a lump sum in the first pay period of December 2002 for those employees who secured the certification prior to, or during 2002.
Classes Assignment Certification Bonus Amount
Heavy Duty Vehicle Maintenance Technician (7F03), Automotive Maintenance Team Leader (7F06) or Fleet Maintenance Supervisor (7F30) Fire Section of the Public Health and Safety Facility
  • EVT - Fire Apparatus Technician
  • EVT - Ambulance Technician
  • ASE - Master Truck (MT)
  • ASE - Master Auto (MA)
  • $2,500 after both EVT and both ASE certifications

  • $2,000 after one of the EVT and one of the ASE certifications

Annual
Automotive Maintenance Technician (7F02) Fire Section of the Public Health and Safety Facility
  • EVT - Ambulance Technician
  • ASE - Master Auto (MA)
$2,000

Annual
Automotive Maintenance Technician (7F02), Heavy Duty Vehicle Maintenance Technician (7F03), Automotive Maintenance Team Leader (7F06), Fleet Maintenance Supervisor (7F30), Assistant Fleet Manager for Operations (7F31), or Fleet Management Quality Assurance Director (7F45) Any
  • ASE - MT
  • ASE - MA
$1,500 for both ASE certifications

Annual
Any Class in the Automotive Maintenance and Trades (7F) series, or
Trades Helper -Automotive (7H01)
Any
  • ASE - MT
  • ASE - MA
  • ASE - MBP
$1,000 for any one of three

Annual
All Employees in the Office of Fleet Management Any
  • ASE - Any Individual Certification
$200 for any One-time

$100 for re-certification, Once every five years
6.31-GCREDENTIAL BASED PAY - EMPLOYEES IN SCIENCES (3H) SERIES OF CLASSES IN THE DEPARTMENTS LISTED BELOW WHO COMPLETE AND RECEIVE A GRADUATE LEVEL DEGREE IN A SPECIFIED CURRICULUM DETERMINED TO BE RELATED TO THE PERFORMANCE OF JOB DUTIES.  Employees of the departments listed below who are permanently allocated to one of the classes in the Sciences (3H) series of classes who complete and receive a graduate level degree at an accredited college or university in a specified curriculum determined to be related to the performance of job duties shall be eligible for an annual lump sum salary differential of $1,000.  The knowledge acquired in completion of the advanced degree will allow the employee to perform a wider range of duties.
The initial differential shall be paid in a lump sum in the first pay period of December 2007 for those employees who completed the degree program prior to, or during 2007.
Employees who have been the subject of any disciplinary action leading to suspension during a calendar year will not be eligible to receive the differential during that calendar year.
Department Master Degree or PhD in:
Health, Police, Water Chemistry, Chemical Engineering, Biology, Microbiology, or a Closely Related Chemical or Biological Science
Health Medical Technology, Immunology, Serology, or a Closely Related Medical Science
Police Biochemistry, Criminalistics, or a Closely Related Forensic Science
Water Aquatic Biology, Agronomy, Environmental Science, or a Closely Related Environmental Science
6.31-HCREDENTIAL BASED PAY – EMPLOYEES LOCATED IN SPECIFIC UNITS OF THE AIRPORT, THE DEPARTMENT OF PUBLIC PROPERTY OR IN THE WATER DEPARTMENT WHO COMPLETE AND RECEIVE A SPECIFIED CREDENTIAL DETERMINED TO BE RELATED TO THE PERFORMANCE OF JOB DUTIES.  Employees permanently allocated to one of the Engineering (3B, 3C), Architectural and Landscaping (3D), or the Airport Administrative (2P) series of classes in the Airport's Engineering and Planning unit, the Department of Public Property or in the Water Department, or employees permanently allocated to the Planning (3E) series of classes listed below in the City Planning Commission or the Streets Department who secure and maintain one of the LEED AP (Leadership in Energy and Environmental Design) Professional Credentials listed below as issued by the Green Building Certification Institute (GBCI) shall be eligible for an annual lump sum salary differential of $2,000.
Employees will be eligible to receive only one differential based on possession of any one of the LEED AP Professional certifications authorized by this regulation during any year.
Employees permanently allocated to one of the of the Engineering (3B, 3C), Architectural and Landscaping (3D), or the Airport Administrative (2P) series of classes in the Maintenance, Engineering and Planning, Operations, Security or Properties unit who secure and maintain an A.A.E. (Accredited Airport Executive) credential as issued by the American Association of Airport Executives (AAAE) shall be eligible for an annual lump sum salary differential of $2,000.
Employees who have been the subject of any disciplinary action leading to suspension during a calendar year will not be eligible to receive the differential during that calendar year.  Employees must meet all currency requirements established by the organization issuing the credential to remain eligible to receive the differential in subsequent years and must submit proof of current registration each year.
The initial differential shall be paid in a lump sum in the first pay period of December 2013 for those employees who secure the credential prior to December 1, 2013.
Series of Classes Department/Unit(s) Credential
Airport Administrative (2P)

Engineering (3B, 3C)

Architectural and Landscaping (3D)
Airport
  • Engineering and Planning unit
Department of Public Property

Water Department
Leadership in Energy and Environmental Design (LEED AP) Professional by the Green Building Certification Institute (GBCI)
  • LEED AP Building Design + Construction (LEED AP BD+C)
  • LEED AP Operations + Maintenance (LEED AP O+M)
  • LEED AP Interior Design + Construction (LEED AP ID+C)
  • LEED AP Neighborhood Development (LEED AP ND)
  • LEED AP Homes
City Planner 2, 3, Supervisor and City Planner Manager (3E03-3E06)
Deputy Planning Director (3E17)
City Planning Commission
Streets Department
Airport Administrative (2P)

Engineering (3B, 3C)

Architectural and Landscaping (3D)
Airport Units:
  • Maintenance
  • Engineering and Planning
  • Operations
  • Security
  • Properties
Accredited Airport Executive (A.A.E.) as issued by the American Association of Airport Executives
6.31-ICredential Based Pay - Employees in the Human Resources Classes Listed Below Who Secure and Maintain a Professional Certification or Complete an Advanced Degree in a Specified Curriculum Determined to Be Related to the Performance of Job Duties.  Non-represented employees of the Office of Human Resources permanently allocated to a class in the (2H) series of classes who secure and maintain certification as a Certified Compensation Professional (CCP) or a Certified Benefits Professional (CBP) issued by World At Work, or Certified Employee Benefits Specialist (CEBS) issued by the International Foundation of Employee Benefit Plans, or Project Management Professional issued by the Project Management Institute shall be eligible for an annual lump sum salary differential of $1,000.  Non-represented employees of the Office of Human Resources permanently allocated to a class in the (2H) series of classes who secure certification as a Certified Associate in Project Management issued by the Project Management Institute shall be eligible for a one-time lump sum salary differential of $1,000.
Non-represented employees of the Office of Human Resources permanently allocated to a class in the (2H) series of classes who have or obtain a Masters Degree in Human Resources, Business Administration, Public Administration, Labor Relations, Industrial or Organizational Psychology, Tests and Measurement, Quantitative Psychology or a closely related area or a J.D Degree shall be eligible for aa annual lump sum salary differential of $1,000.
Non-represented and District Council 47 employees permanently allocated to a class in the (2H) series of classes in the departments listed in the chart at the end of this section who secure and maintain certification as a Senior Professional in Human Resources (SPHR) by the Human Resources Certification Institute (HRCI) shall be eligible for an annual lump sum salary differential of $1,000.  Non-represented and District Council 47 employees permanently allocated to a class in the (2H) series of classes in the departments listed in the chart at the end of this section who secure and maintain certification as a Professional in Human Resources (PHR) by the Human Resources Certification Institute (HRCI) shall be eligible for a one-time lump sum salary differential of $1,000.
Non-represented and District Council 47 employees permanently allocated to a class in the (2H) series of classes in the departments listed in the chart at the end of this section who have or obtain a Masters Degree in Human Resources, Business Administration, Public Administration, Management, Labor Relations, Organizational Development, Occupational Safety, Industrial Hygiene, or a closely related area shall be eligible for an annual lump sum salary differential of $1,000.
The initial differential shall be paid in a lump sum in the first pay period of December 2014 for those employees who have completed the degree program or secured the required certification prior to, or during 2014.
Employees will be eligible to receive only one differential based on a certification and one differential based on an advanced degree during any year.
Classes Department(s) Credentials Bonus Amount
2H-Personnel series of classes Office of Human Resources Certified Compensation Professional (CCP) or a Certified Benefits Professional (CBP) issued by World At Work, or Certified Employee Benefits Specialist (CEBS) issued by the International Foundation of Employee Benefit Plans or Project Management Professional issued by the Project Management Institute $1,000 annual lump sum
Certified Associate in Project Management issued by the Project Management Institute $1,000 one-time lump sum
Masters Degree in Human Resources, Business Administration, Public Administration, Labor Relations, Industrial or Organizational Psychology, Tests and Measurement, Quantitative Psychology or a closely related area or a J.D. Degree $1,000 annual lump sum
       
2H-Personnel series of classes Airport, Behavioral Health, Controller's Office, District Attorney's Office, Health, Human Services, Finance, Fire, Free Library, Licenses & Inspections, Police, Prisons, Office of Human Resources-Shared Services and Strategic Services Divisions, Office of Property Assessment, Revenue, Office of Supportive Housing, Streets, Water Senior Professional in Human Resources (SPHR) by the Human Resources Certification Institute (HRCI) $1,000 annual lump sum
Professional in Human Resources (PHR) by the Human Resources Certification Institute (HRCI) $1,000 one-time lump sum
Masters Degree in Human Resources, Business Administration, Public Administration, Management, Labor Relations, Organizational Development, Occupational Safety, Industrial Hygiene or closely related area $1,000 annual lump sum
6.31-JCREDENTIAL BASED PAY - EMPLOYEES IN THE WATER DEPARTMENT WHO SECURE AND MAINTAIN A CLASS A OR CLASS E WATER OR WASTEWATER OPERATOR CERTIFICATION IN ACCORDANCE WITH PENNSYLVANIA ACT 11, ISSUED BY THE COMMONWEALTH OF PENNSYLVANIA, DEPARTMENT OF ENVIRONMENTAL PROTECTION.  Employees in the Water Department in the classes and assignments listed below who are responsible for process control decisions and who secure and maintain a Class A or E Water or Wastewater Operator Certification shall be eligible for an annual lump sum salary differential in accordance with the conditions of this regulation.
Employees must submit proof of current certification.  Employees must meet all currency requirements established by the Pennsylvania Department of Environmental Protection to remain eligible to receive the differential in subsequent years and must submit proof of current registration each year.
Employees who have been the subject of any disciplinary action leading to suspension during a calendar year will not be eligible to receive the differential during that calendar year.
The initial differential shall be paid in a lump sum in the first pay period of December 2014 for those employees who secure the registration prior to December 1, 2014.
Employees will be eligible to receive only one differential authorized by this regulation during any year.
Classes Assignment Bonus Amount
  • Water Plant Manager
  • Water Plant Assistant Manager
  • Environmental Engineer 3 & 4
  • Water Transport Engineer 1 & 2
  • Water Conveyance Systems Superintendent
  • Water Engineering Assistant Manager
  • Chief Water Transport Operations Engineer
  • Water Plant Manager
  • Water Pollution Control Plant Operations Supervisor
  • Water Maintenance Superintendent (Water Treatment)

Operations Division

$1000
  • Water Treatment Plant Operator
  • Water Treatment Plant Operations Crew Chief
  • Water Maintenance Superintendent (Wastewater Treatment)
  • Water Pollution Control Plant Maintenance Supervisor
  • Water Maintenance Supervisor
  • Water Conveyance Systems Assistant Superintendent
  • Water Transport Systems Operator
  • Science Technician (Water)
  • Chemical Technician Supervisor
  • Industrial Waste Control Technician 2
  • Industrial Waste Control Supervisor
  • Engineering Specialist (Civil) (Environmental (Mechanical)
  • Environmental Engineer 2
  • Civil Engineer 2
  • Mechanical Engineer 2

Operations Division

Bureau of Laboratory Services

$500
6.311Employees Continued On The Payroll Are Not Eligible To Receive A Bonus.  An employee who, in accordance with Regulation 20.085, leaves City service in order to retire under the Municipal Retirement System and is continued on the payroll for the period representing unused leave after the last day that the employee actively works, and who returns to active duty, will not be eligible to receive a bonus authorized by Regulation 6.31 during the calendar year in which the employee was continued on the payroll, unless the employee works for a minimum of six consecutive months after returning to active duty status.  This section of the Regulation will be effective as of September 1, 2003.
6.32 -   HIRING BONUS - EMPLOYEES IN DESIGNATED CLASSES THAT REQUIRE COMPLETION OF A SPECIFIED COLLEGE DEGREE OR PROFESSIONAL CREDENTIALS  Employees in designated classes that require completion of a specified college degree or professional credentials who are appointed on or after the effective date for the class as defined in the table below will receive a lump sum hiring bonus as specified in the table.  The employees must meet all requirements and be appointed to one of the classes that are listed in the table below from an open competitive eligible list.  Starting on or after July 1, 2014, current employees who have permanent Civil Service status and who previously have not received a hiring bonus in any class will be eligible if they are being appointed to a class which is in a different series of classes than their current class.  (For example, a Graduate Chemist in the 3H series being appointed as a Graduate Civil Engineer in the 3B series.)  Current employees with permanent Civil Service status are not eligible for the bonus if they have received tuition reimbursement from the City of Philadelphia for the degree required by the designated class. 
 
The bonus will be paid in two parts: after the employee has completed three months of satisfactory full-time probationary employment with the City (for employees hired on or after September 1, 2001) and after the employee has completed twelve months of satisfactory full-time employment with the City in one of the designated classes or a higher level class in the same occupational series.  Employees must be actively working in the designated class or a higher level class in the same occupational series to receive the bonus.
Employees will not be eligible for any pro-rated portion of the bonus who:
  • do not complete the probationary period - six months of satisfactory full-time employment in the designated class or a higher level class in the same occupational series
  • terminate employment for any reason in the designated classes or a higher level class in the same occupational series prior to accruing the required amount of experience
  • have a less than satisfactory performance rating
Employees hired as Real Property Evaluators 1 who have not established residence in Philadelphia are not eligible for either installment.  The employees are eligible for both installments at any time before the expiration of the residence waiver for their position when the employees satisfy all residency requirements.
Employees who do not satisfy all residency requirements will not be eligible for the second installment of the bonus.
Employees hired as Management Trainees must be assigned to the Office of Human Resources and must possess a Masters degree at the time of appointment in Human Resources Administration, Industrial Relations, Personnel Administration, Industrial Psychology, Management, Business Administration, Public Administration or a related field to be eligible for the hiring bonus.  This bonus will be effective for examinations announced after January 1, 2015.
An employee is eligible to receive the bonus for only one class during his/her career with the City.
Employees will be required to enter into an agreement to return all or part of the bonus if they do not complete one year of satisfactory employment with the City in one of the designated classes or a higher level class in the same occupational series.
The bonus is based on recruitment experience for the classes and on the academic credentials that prepare the employees for successful performance of the duties of their class.  The bonus will not be added to the calculation of pensions and will not be considered as part of salary when determining pay rate adjustments in accordance with regulation 6.092.
Any department that pays a hiring bonus to any employee under the provisions of this regulation must notify the Office of Human Resources in writing upon the employee's completion of all requirements and prior to paying the bonus.  The Office of Human Resources will then notify the Finance Department of the employee's eligibility to receive the bonus.  The Office of Human Resources will evaluate the bonus program on an annual basis and submit a report to the Civil Service Commission.  All components of the program may be continued, adjusted or discontinued by the Civil Service Commission upon the recommendation of the Director of Human Resources.
Eligible Classes Effective Date After Three Months of Satisfactory Employment After Twelve Months of Satisfactory Employment
Auditor Trainee,
Revenue/Accountant Trainee
October 1, 2000 $1000 $1500
Real Property Evaluator 1 January 1, 2014 $1000 $1500
Airport Operations Trainee March 1, 2008 $1000 $1500
Graduate Civil Engineer,
Graduate Environmental Engineer
October 1, 2000 $1000 $ 500
Graduate Electrical Engineer,
Graduate Mechanical Engineer
October 1, 2000 $1500 $1000
Assistant Surveyor and Regulator April 1, 2015 $1500 $1000
Chief Engineer and Surveyor December 1, 2012 $1500 $1500
Management Trainee (subject to the above restrictions) April 1, 2015 $1000 $1000
Airport Engineering Manager April 1, 2013 $1500 $1500
Airport Enterprise Asset Manager October 1, 2013 $1500 $1500
Medical Technologist 1,
Community Health Registered Nurse
September 1, 2008 $1000 $1000
Medical Technologist 2 April 1, 2011 $1000 $1000
Dentist,
Certified Registered Nurse Practitioner
September 1, 2008 $1500 $1500
Industrial Hygienist June 1, 2011 $1500 $1500
Librarian 1,
Librarian 2
June 1, 2001 $1000 $1000

Eligible Classes Effective Date Education Experience
No Experience At Least One Year Experience As A Licensed Pharmacist
  • Pharmacist
  • Pharmacy Manager
  • Pharmaceutical Services Director
January 1, 2003 Doctor of Pharmacy (Pharm.D.) $2000 $3000
January 1, 2003 BS $1000 $2000
The bonus will be paid in two equal installments as described above for all Pharmacists hired on or after January 1, 2003.
6.321Temporary Suspension Of Hiring Bonus Authorized By Regulation 6.32.  Any department authorized to pay a hiring bonus to an employee under the provisions of Regulation 6.32 may also suspend payment of the bonus when recruitment experience demonstrates that the bonus is unnecessary.  To suspend payment of hiring bonuses, the department must notify the Personnel Department in writing.  The temporary suspension will become effective on the first day of the month following receipt of the written notification by the Personnel Department.  No employee hired by that department for a class listed in Civil Service Regulation 6.32 will be eligible for a hiring bonus on or after the effective date of the temporary suspension.  The department can resume payment of hiring bonuses by submitting written notification to the Personnel Department of its intent to resume paying hiring bonuses to aid in recruitment efforts.  The department will be authorized to resume payment of hiring bonuses thirty (30) days after the date that the written notification of intent to resume the hiring bonus is received by the Personnel Department.
No employee eligible to receive a hiring bonus as authorized by Regulation 6.32 who was hired prior to the effective date of the temporary suspension of the hiring bonus will be affected by the temporary suspension.  The employee will remain eligible to receive the entire hiring bonus that was in effect at the time of hiring.
6.40 -   METHOD OF PAYMENT
6.401MANDATORY DIRECT DEPOSIT/ELECTRONIC PAYMENTS FOR NON-REPRESENTED EMPLOYEES.  All non-represented employees will be paid their regular biweekly salary through the City's direct deposit program or other electronic payment mechanism.  The Finance Director may authorize payment of other compensation through the City's direct deposit program or other electronic payment mechanism.  The employee's entire regular bi-weekly net pay will be deposited electronically on the employee's regularly scheduled pay day.  Other forms of compensation may be deposited electronically on any day.
Each such employee shall provide to the appointing authority a written authorization for payment by direct deposit.  The authorization shall include the designation of the employee's financial institution equipped to accept direct deposits, the routing number of the financial institution and the number of the account into which the funds are to be deposited.  The authorization shall remain in effect until revised in writing by the employee or until dishonored by the financial institution.
Direct Deposit may be made to financial institution capable of receiving direct deposits as designated by the employee.  Requests for direct deposits to financial institutions not capable of receiving direct deposits will be rejected.
As an alternative to direct deposit and in the interest of employees, the Finance Director may establish other options of electronic payment that do not involve paper checks.  Such options may include the use of prepaid debit accounts issued by a financial institution selected by the City Treasurer through the City's Procurement process.
Paper payroll advices will be made available to employees enrolled in either the City's direct deposit program or alternative options to a paper check.  At such time when the City develops the capability, payroll advices will be made available electronically.
  1. Reason for Direct Deposit/Electronic Payments Policy.
    Direct Deposit is an electronic system of placing an employee's earnings and other compensation directly into a checking or savings account at a United States financial institution of the employee’s choice.
    Electronic payment allows for a secure and reliable paperless transmittal of payment to an employee between the City and the employee's financial institution.  Electronic payment also provides for a safer and more secure alternative method of receiving funds than issuing paper checks and eliminates the possibility of checks being lost, misplaced, stolen, or subject to other fraudulent activities.  Use of electronic payments is more efficient and cost-effective and provides assurance to employees that their pay will be deposited to their bank accounts on each scheduled payday even if severe weather or other circumstances prevent them from reporting to work or going to a financial institution to cash or deposit their paper check.  Additionally, the elimination of paper checks supports the City's sustainability efforts.
  2. Changes to Banking Information for Direct Deposit.
    It is the employee's responsibility to notify the appointing authority when there is any change to their financial institution and/or bank account that affects their direct deposit or alternative electronic payment.  Changes to banking information must be made at least 30 days before the effective date of the change.
  3. Alternative to Direct Deposit
    An employee may be exempted from participating in Direct Deposit only if he or she enrolls in another alternative electronic payment mechanism made available by the Finance Director.
  4. Mandatory Requirement
    All employees allocated, hired or promoted to permanent positions in a non-represented class on or after January 1, 2015 will be required to enroll in direct deposit or an alternative electronic payment mechanism.


END OF REGULATION 6.

Philadelphia Civil Service Regulations
Transmittal no.347 (Apr-20-2015)