(1) The salary schedule for nonmanagement position employees, except as modified by a collective bargaining unit agreement, shall be known as the “modified open-range pay plan.” New employees shall begin at the first level for their position or job classification to be known as the entrance level, except in cases where the new employee’s capabilities are such that he/she is fully prepared to take over a particular position without further experience. The City Manager shall have the authority to decide when such exceptions will be permitted. The next level shall be known as the competent level and a new employee shall be placed at that level following a probationary period after his/her initial employment. This probationary period will generally be for a minimum of six months, depending upon the learning cycle required for the incumbent to become fully acquainted with the full range of job responsibilities and duties. The City Manager shall have the authority to reduce or lengthen the probationary period. The maximum probationary period shall be for one year. The highest rate of pay for an employee shall be the maximum level as set forth for his/her position or job classification by ordinance. The City Manager shall have the authority to place an incumbent at a higher rate of pay than the competent level during the term of his/her employment up to the maximum rate of pay as set forth for the position or job classification by ordinance.

(2) In addition to salaries, all regular nonrepresented full-time and regular nonrepresented part-time employees shall be entitled to the insurance benefits listed below: