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Philadelphia Civil Service Regulations

Table Of Contents
. . .
  1. Purpose

  2. Definitions

  3. Preparation, Adoption and Revision of Regulations

  4. Exemptions from Civil Service

  5. Classification Plan

  6. Pay Plan:
    6.01, 6.09, 6.11, 6.114, 6.115, 6.12, 6.14, 6.15, 6.20+

  7. General Requirements for Applicants

  8. Applications

  9. Examinations

  10. Eligible Lists

  11. Requisitions, Certification and Appointment

  12. Limited-Term Appointments

  13. Assignments and Transfers

  14. Probationary Period

  15. Resignation, Reinstatement, Restoration and Retirement

  16. Layoffs

  17. Dismissals, Demotions, Suspensions and Appeals

  18. Hours of Work

  19. Holidays

  20. Vacation Leave

  21. Sick Leave

  22. Leaves of Absence

  23. Performance Reports

  24. Working Conditions

  25. Records and Reports

  26. Training of Employees

  27. Safety, Health, Welfare and Recreation

  28. Labor Relations

  29. Political Activity

  30. Residence Requirement

  31. Interim Regulations

  32. Injury and Disability

  33. Miscellaneous Regulations



Alphabetical Index
. . .


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


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6. PAY PLAN

(6.01 to 6.08999)


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 therefor.
  • 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.


CONTINUE TO REGULATION 6.09
Philadelphia Civil Service Regulations
Transmittal no.278 (Jan-22-2001)