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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, (6.25 to 6.99)


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 Years of Service Lump Sum Longevity 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.
6.273 -   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), CERTIFIED NOVELL ENGINEER (CNE) OR A CERTIFIED NOVELL ADMINISTRATOR (CNA).  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.
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.
Employees will be eligible to receive only one differential authorized by this regulation during any year.
Certification Initial Bonus Bonus - Subsequent Years
Microsoft Certified Systems Engineer (MCSE) $2,000 $1,000
Certified Novell Engineer NetWare 5 (CNE) $2,000 $1,000
Certified Novell Administrator NetWare 5 (CNA) $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 OR IN THE DEPARTMENT OF PUBLIC PROPERTY 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 or in the Department of Public Property 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
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)
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 - Non-Represented Employees of the Office of Human Resources in the 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 a 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.
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.
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
Chief Engineer and Surveyor December 1, 2012 $1500 $1500
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.


END OF REGULATION 6.

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