The City of Mesa recognizes the importance of having bilingual employees to communicate with the citizens of Mesa in order to meet their needs. Further, the City believes it is appropriate to compensate employees who have demonstrated their knowledge, skill and ability in speaking Spanish or using sign language to the extent that they meet the requirements provided in this policy. This policy may accommodate compensation for additional languages should the need arise in the future.
Basic Level Certification - Basic level certification requires proficient communication skills which prove the employee has the ability to obtain and communicate basic information with citizens and includes such skills as using and understanding simple greetings, introductions, numbers, addresses, money, days of the week, months of the year, members of the family, interrogative words, pronouncing and using names correctly, and giving and following general directions in the second language. Full-time employees certified at the basic level receive a $25 biweekly payment. Part-time/seasonal employees certified at the basic level receive a $12.50 biweekly payment.
Intermediate Level Certification - In addition to the requirements of the basic level, the intermediate level requires an individual to be able to communicate with a higher level of proficiency, which may include communication of technical language and instructions. Employees certified at the intermediate level should be able to read and write in the second language, or communicate with hearing impaired persons at a more detailed and complex level with little or no difficulty. Full-time employees certified at the intermediate level receive a $50 biweekly payment. Part-time/seasonal employees certified at the intermediate level receive a $25 biweekly payment.
The City of Mesa has a 100% subsidized bus pass program available to its employees. Ride a bus to work....it helps reduce pollution, it's easy and it's a great way to meet new people. Check out Valley Metro's site for a bus route near you.
Call-Out & Stand-By Pay
Stand-by pay is payment received by an employee to compensate the employee for being required to be available to provide emergency services during a specified period.
Call-out pay is pay received by an employee for actually working during a time the employee is not normally scheduled to work, in response to an emergency. Employees who are called out to work after their regular shift ends will receive a call-out premium of one and one-half (1-1/2) times the hourly rate for each hour of overtime worked.
The City's objective is to provide the highest level of service to its citizens at all times. Accordingly, there are occasions when employees are required to work beyond a normal, scheduled workday. To provide quality service and control costs, the City provides a compensatory time program for overtime worked by non-exempt full-time employees.
Compensatory time for non-exempt employees is accrued at the same rate as overtime; that is, for each hour of overtime worked, one and one-half hours of the compensatory time is granted. Full-Time employees may accumulate a maximum of 100 hours compensatory time (66.6 hours of overtime worked, 100 hours of compensatory time). Part-Time employees may accumulate a maximum of 50 hours compensatory time (33.3 hours of overtime worked, 50 hours of compensatory time).
Mileage will be reimbursed when using a personal vehicle for City business at the rate allowed by the federal government. Temporary agency workers are not eligible for mileage reimbursement as they are not allowed to drive personal vehicles for City business.
All classified non-exempt employees, unless otherwise identified, shall be eligible to receive overtime compensation for hours worked in excess of forty (40) hours during any work week, or two hundred four (204) hours in a twenty-seven (27) day work period fire personnel working a twenty-four (24)-hour shift.
For purposes of calculating overtime for fire personnel working a twenty-four (24)-hour shift, the following paid time off categories will be considered time worked: vacation, sick, discretionary time (i.e., personal time), voting, jury duty/witness, bereavement, military leave, administrative leave, and donated leave. The following paid time off category will not be considered time worked: compensatory time and observance of a holiday.
Fire personnel working a twenty-four (24)-hour shift are eligible to receive overtime compensation for hours worked in excess of two hundred four (204) hours during the twenty-seven (27) day work period.
Eligible employees, when authorized to work overtime, shall be compensated at one and one-half (1-1/2) times the hourly rate for each hour of overtime worked.
Shift differential is paid to eligible employees on a night shift. A night shift is a shift of eight (8) or more hours which starts after 2:00 pm Eligible employees will receive shift differential for all work performed from 3:30 pm to 8:00 am. Part-time employees (benefited or non-benefited) in eligible classifications will receive shift differential if working an eight (8) hour shift for all work performed from 3:30 pm to 8:00 am.
Specifically identified positions at the City of Mesa participate in a uniform allowance or uniform provision program. Sworn employees (Police and Fire) have an allowance for their uniform purchases; the City will provide uniforms to employees in non-sworn position classifications when it is required that the employee wear a uniform on the job.
Arizona Federal Credit Union membership is open to anyone who lives, works, worships or attends school within Maricopa County Pinal County. They offer savings accounts, loan, no-fee checking account with a Visa check card or for a Visa credit card, direct deposit, and numerous other services.
All employee parking is free.
Donated Leave Program
The City of Mesa has established a program for the donation of accrued vacation leave to employees who, due to a serious illness or injury to self or immediate family, have used all their accrued sick and vacation leave and are placed in a position of extreme financial hardship.
Employees who have depleted their accrued sick and vacation leave as a result of their serious illness or injury may request through their Department Manager access to the Donated Leave Program using the following guidelines:
Employees who have used the allowable thirty sick days and depleted accrued vacation leave as a result of caring for an immediate family member with a serious illness or injury may request through their Department Manager access to the Donated Leave Program. Immediate family means spouse, child, stepchild, parent, stepparent or grandparent. Employees who are approved for the Donated Leave Program will then be allowed to receive donations of vacation leave from fellow City employees in order that they may receive income during their period of serious illness or injury.
The donor employee may only donate vacation leave. At the time of donation, the full-time donor employee must have at least 40 hours accrued vacation and the benefited part-time employee must have at least 20 hours accrued vacation. A donor employee will have to donate a minimum of four hours vacation to the Donated Leave Program.
The donor employee will use a Leave of Absence Request form to designate the donation in the name of the employee to receive the donation.
All donated leave becomes the permanent property of the receiving employee. All unused leave will be retained by that employee and will not be returned or reimbursed to the donor employee.
Hours of leave will be donated, not the actual wage of the donor employee.
Donations will not be allowed to be made to the employee's immediate supervisor.
When the employee returns to work, whether full-time or part-time, they are not eligible to receive additional donations for that illness. Donations received after the employee's return to work will be credited back to the donating employee's vacation accrual.
This service includes career advisement, education evaluation and information. It also includes career exploration for those who are interested in making a career change. Employees make an appointment with a Training and Development Specialist for individual consultation. The consultation includes conversation about the employee's current career situation and desired changes or outcomes. The employee may be given career self-assessment to begin the exploration process. Employees continue to meet as needed until the goal has been met. This is a highly personalized process in which the employee is not limited to a certain number of visits. This service is free for all employees.
- Application Assistance
- Resume Writing Assistance
- Oral Board Mock Interviews
- Performance Counseling
- Education Referrals
- Reference Materials (books, tapes & videos)
Community Spirit Program
The Community Spirit Program was created in 1997 to offer employees more choices and to better coordinate our charitable efforts. Community Spirit combines the Mesa United Way Fund Drive and our volunteer efforts, such as the blood and food drives and adopt-a-school activities, all under one umbrella. By giving employees more choices in which to donate their money, and provide volunteer opportunities, the Community Spirit Program hopes to encourage more employees to participate in making their community a better place to live.
Flexible Work Environments
(With Supervisor's Approval)
Many City departments offer a flexible work schedule.
Certain positions in the City are eligible to job share. These positions work part-time and share the job responsibilities and benefits.
Promotional examinations are open to all City of Mesa employees who meet the minimum qualifications in the City service. An employee who has been demoted at their own request or for cause may not compete in a promotional examination for ninety (90) days after the effective date of the demotion. These limitations may be waived by the Department Manager with approval of the Human Resources Director and the City Manager.
If two (2) or more qualified employees apply for a promotional opening, the Human Resources Director may require a competitive examination to determine the best qualified candidate.
The City's Training and development Office has created the Employee development Guide to provide training information and establish important training standards for all full-time and benefited part-time City of Mesa employees. (Benefited part-time employees are eligible to participate in training opportunities at the discretion of their department.)
It defines and establishes required and recommended training courses for employees and supervisors. These training courses promote employee knowledge, skills, and abilities and fulfill certain competencies as recommended. Revisions to this guide will occur periodically as new courses and competencies are identified and developed, or as training mandates change.
The City supports the training and development process of all employees and encourages management and employees to embrace and pursue job related training opportunities whenever possible. Through the continuous learning process, employees and supervisors develop skills that help enhance job performance and increase the overall effectiveness of City operations.
Tuition reimbursement costs are paid by each individual department. Employees must verify with their Department that tuition reimbursement funds are available prior to utilizing this benefit.
To qualify for tuition reimbursement, an eligible employee:
- Must be on regular full-time or benefited part-time status prior to the first day of the course.
- Full-time employees must have successfully completed initial regular employment probation prior to the first day of the course.
- Benefited part-time employees must have completed one-year of continuous service prior to the first day of the course.
- Must be attending a regionally accredited college or university.