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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

(continued, 6.20 to 6.999999)


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:

  Number of Years   Total Amount
of Service of Longevity
Completed: Increase:

1 - 2 NONE
3 - 4 $ 1,100.00
5 - 9 $ 1,350.00
10 - 14 $ 1,700.00
15 - 19 $ 2,050.00
20 - 24 $ 2,300.00
25 - 29 $ 2,550.00
30 $ 2,800.00

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.

   NO. OF       AMOUNT OF
YEARS LONGEVITY

1 - 2 NONE
3 - 4 $ 600.00
5 - 9 $ 850.00
10 - 14 $ 1,200.00
15 - 19 $ 1,550.00
20 - 24 $ 1,800.00
25 - 29 $ 2,050.00
30 $ 2,300.00

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 1025
    After 20 years 1225
    After 25 years 1425
    After 30 years 1625
    After 35 years 1825
    After 40 years 2025
    After 45 years 2225

    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:

                  Amount paid
      to an employee
      who is in pay
      status the
      normal work
      schedule for
      Years of the entire
      Service 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 - EXECUTIVE AND PROFESSIONAL CATEGORY CLASSES.
    An employee in a class of position in the Executive and Professional category 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 1025
    After 20 years 1225
    After 25 years 1425
    After 30 years 1625
    After 35 years 1825
    After 40 years 2025
    After 45 years 2225

    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 1025
    After 20 years 1225
    After 25 years 1425
    After 30 years 1625
    After 35 years 1825
    After 40 years 2025
    After 45 years 2225

    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:

                      Total
    Number of Amount
    Years Service Longevity
    Completed Increase

    1 - 2 NONE
    3 - 4 $ 600.00
    5 - 9 $ 850.00
    10 - 14 $ 1,200.00
    15 - 19 $ 1,550.00
    20 - 24 $ 1,800.00
    25 - 29 $ 2,050.00
    30 $ 2,300.00

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.

6.26 - LUMP SUM LONGEVITY PAYMENT - DISTRICT COUNCIL #33 LOCAL 159B.
Effective July 1, 1987, employees in the following classes shall be eligible to receive lump sum longevity payments:

  • Correctional Officer Trainee
  • Correctional Officer
  • Correctional Sergeant
  • Correctional Lieutenant
  • Youth Detention Counselor I
  • Youth Detention Counselor II
  • Prison Baker
  • Prison Cook
  • Prison Maintenance Mechanic
  • Prison Trades Worker

Such longevity payment shall be made in accordance with the following schedule:

  Completed    Lump Sum
Years of Longevity
Service Payment

3 $ 150
6 $ 200

For purposes of the lump sum longevity payment only service in the above classes will be credited.

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.

  • 6.271 - Employees who take and pass the examination for Certified Public Accountant while in the class of Auditor Trainee, Auditor 1, and Auditor 2 in the City Controller's Office on or after October 1, 2000 -
    A lump-sum payment of Two Thousand Dollars ($2,000).
  • 6.272 - Employees who take and pass the examination for Certified Public Accountant while in the class of Revenue Examiner Trainee, Revenue Examiner 1, Revenue Examiner 2, Revenue Examiner 3, Revenue Examiner 4, Chief Revenue Examiner, Tax and Revenue Conferee 1 and Tax and Revenue Conferee 2 in the Revenue Department on or after October 1, 2000 -
    a lump-sum payment of Two Thousand Dollars ($2,000).
  • 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).

6.30 - ALTERNATIVE REWARD SYSTEMS

  • 6.31A - CREDENTIAL BASED PAY. An employee in the class of Sanitation Engineering and Environmental Planning Director, who is certified by the American Academy of Environmental Engineers as a Board Certified Diplomate Environmental Engineer in Solid Waste Management, shall be compensated at the same pay step of the pay range one range higher than the pay range assigned to that class. This additional compensation shall continue as long as the employee maintains the certification.
  • 6.31 B - CREDENTIAL BASED PAY Employees In The Engineering (3B, 3C) Or Architect (3D) 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 must meet all currency requirements established by the state agency issuing the registration.  Employees who have, or who obtain a Master's Degree or Ph.D. in Engineering or Architecture shall be eligible for an annual lump sum salary differential of $1,000.  Employees must have a current overall performance rating of no less than superior to receive 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.  Employees must be actively working in one of the specified classes 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 initial differential shall be paid in a lump sum in the first pay period of December 1999 for those employees who secured the registration prior to, or during 1999, and then 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 registration and for each following year as long as the employee and the department satisfy all of the criteria listed in this regulation. The initial differential for employees who have, or who obtain a Master's Degree or Ph.D. in Engineering or Architecture shall be paid in a lump sum in the first pay period of December 2000 and then shall be paid in a lump sum in the first pay period of December beginning with the same year that the employee is awarded the degree and for each following year as long as the employee and the department satisfy all of the criteria listed in this regulation.

    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.

  • 6.32 A - HIRING BONUS - Employees In Designated Entry Level Classes That Require Completion Of A Specified College Degree.  Employees in designated entry level classes that require completion of a specified college degree who are hired on or after October 1, 2000 will receive a lump sum hiring bonus as specified in the table below. The employees must meet all requirements and be appointed to one of the entry-level classes that are listed in the table below. The bonus will be paid in two parts: after the employee has completed six months of satisfactory full-time probationary employment with the City and after the employee has completed twelve months of satisfactory full-time employment with the City. Employees must be actively working in the designated class 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 desginated class
    • Terminate employment for any reason in the designated classes prior to accruing the required amount of experience
    • Have a less than satisfactory performance rating

    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 Personnel Department in writing thirty (30) calendar days of the payment. The Personnel Department 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 Personnel Director. All bonus programs will terminate one year after the effective date unless the Civil Service Commission approves an extension of the program.

    Eligible Class After Successful Completion of Probationary Period After Twelve Months of Satisfactory Employment
    Auditor Trainee,
    Accountant Trainee
    $1000 $1500
    Graduate Civil Engineer,
    Graduate Environmental Engineer,
    Graduate Sanitary Engineer
    $1000 $ 500
    Graduate Electrical Engineer,
    Graduate Mechanical Engineer
    $1500 $1000


END OF REGULATION 6
Philadelphia Civil Service Regulations
Transmittal no.279 (Apr-10-2001)