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Table Of Contents

 1. Purpose

 2. Definitions

 3. Preparation, Adoption and Revision of Regulations

 4. Exemptions from Civil Service

 5. Classification Plan

 6. Pay Plan:

 7. General Requirements for Applicants

 8. Applications

 9. Examinations

10. Eligible Lists

11. Requisitions, Certification and Appointment

12. Limited-Term Appointments

13. Assignments and Transfers

14. Probationary Period

15. Resignation, Reinstatement, Restoration and Retirement

16. Layoffs

17. Dismissals, Demotions, Suspensions and Appeals

18. Hours of Work and City Service

19. Holidays

20. Vacation Leave

21. Sick Leave

22. Leaves of Absence

23. Performance Reports

24. Working Conditions

25. Records and Reports

26. Training of Employees

27. Safety, Health, Welfare and Recreation

28. Labor Relations

29. Political Activity

30. Residence Requirement

31. Interim Regulations

32. Injury and Disability

33. Miscellaneous Regulations


Alphabetical Index

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




6. PAY PLAN

continued, (6.14 to 6.24)


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.
6.143 -   WORKING 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.
6.144 -   SNOW 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.
6.145 -   TREE 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.
6.148 -   WINDOW 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.
6.1412 - 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
  • L & I Enforcement Officer
  • Weights and Measures Enforcement Supervisor
  • Large Capacity Scale Enforcement Officer
  • 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.
6.1414 - 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.
6.1415 - 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.
6.1416 - 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.
6.1418 - INSPECTIONS WHICH MAY INVOLVE EXPOSURE TO TOXIC SUBSTANCES, C & I FIRE INSPECTORS.  Employees in the Commercial and Industrial Fire Inspector I and II classes who by order of the appointing authority are assigned to work in, at or near toxic substances as defined in the Philadelphia Fire Code, Chapter 5-500(1)(d), Toxic Substances (q.v.) shall, for the time spent performing the inspection on site be compensated at the same pay step of the pay range three ranges higher than the pay range to which their class is allocated.
6.1421 - 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.
6.1422 - EMPLOYEES REQUIRED TO WEAR PROTECTIVE CLOTHING AND RESPIRATORS.  Employees in departments designated by the Personnel Director who, having volunteered for such duty, with the consent of the appointing authority or his/her designated representative, are assigned to perform maintenance and/or repair work and/or minor asbestos containment work and/or asbestos inspection work in an asbestos-contaminated area, and who therefore are required to wear coveralls approved for asbestos work by the EPA or OSHA, disposable gloves, boots and respirators shall be compensated for time actually worked on such assignments at the rate of $2.00 per hour higher than their regular rate of pay.  The additional compensation is in recognition of the increase in adverse working conditions resulting from the wearing of protective clothing and use of a respirator.
6.1424 - 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.
6.1425 - 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.
6.1426 - 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.
Division of Technology
  • Data Center Manager
  • Data Base Administrator
  • Computing Systems Operations Manager
  • Telecommunications Systems Network Manager
  • Information Systems Group Manager
Water Department
  • Administrative Scientist - Bureau of Laboratory Services
  • Environmental Engineer 3 - Bureau of Laboratory Services and Assistant Plant Managers
  • Sanitary Engineer 4 - Bureau of Laboratory Services and Plant Managers
  • Water Transport Engineer 2
  • Water Pollution Control Plant Maintenance Manager
  • Water Conveyance System Superintendent
Department of Human Services - Youth Study Center
  • Juvenile Justice Operations Director
  • Juvenile Justice Operations Assistant Director
6.1427 - 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.
6.1428 - 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
  • Asbestos Project Review Technician
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.
6.1429 - 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.
6.1430 - 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.
6.1433 - 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
  • Laundry Worker
  • Stores Worker
6.1434 - 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.
6.1436 - 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.
6.1437 - FLEET MAINTENANCE SUPERVISORS ASSIGNED TO THE PUBLIC HEALTH AND SAFETY FACILITY.  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 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 vehicle repair work performed at this facility.  Assignment to work at the Public Health and Safety Facility will be made at the discretion of the appointing authority.
6.1438 - POLICE CAPTAINS WORKING AS DISTRICT COMMANDERS.  Employees in the class of Police Captain who are assigned as District Commanders shall receive a pay increase in accordance with the designation of the district to which they are assigned.  A District Commander assigned to an "A" district will earn an additional 8% of his/her base pay.  A District Commander in a "B" district will earn an additional 4% of his/her base pay.  In the event of a transfer from an "A" district to a "B" district or from a "B" district to an "A" district the pay increase will be adjusted accordingly.  In the event of a transfer to an assignment other than District Commander, the pay increase will cease.
6.1439 - 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.
6.1441 - 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.
6.1442 - 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.
6.1444 - 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.
6.1445 - 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.
6.1446 - 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.
6.1447 - 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.
6.1448 - 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.
6.1449 - 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.
6.1450 - 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.
6.15 -   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:
6.1711 -   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.
6.1712 -   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.
6.1713 -   Night work premium pay shall not be paid
6.17131 -   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.
6.17132 -   during leaves for illness, vacation or for any other time not worked, whether paid or not.
6.17133 -   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.
6.17134 -   to uniformed and investigatory employees of the Fire Department and those covered by or compensated under Sections 6.114, 6.151, and 6.153.
6.17135 -   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.
6.18 -   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.


continue to Regulation 6.25

Philadelphia Civil Service Regulations
Transmittal no.342 (Sept-15-2014)