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access your personnel record to review and verify past and present performance as authorized by
the execution of an internal application.

From this group of internal and external applicants, the employing supervisor will make
a recommendation for promotion or employment.

Promotion is characterized by movement from a classification with a lower market
reference point and/or pay band to a classification with a higher market reference point and/or
pay band. Employees who are promoted and whose pay prior to promotion is below the
minimum of the new Market Reference Point (MRP) will receive a sufficient percentage increase
to place the salary at 90% of the MRP. If the salary, prior to promotion, is above 90% of the new
position’s MRP, a five (5) percent increase in pay will be granted provided the increase will not
exceed the maximum of the new pay band. Promotional increases recommended by the
department that exceed five percent (other than to reach the new minimum) shall be evaluated by
the Human Resources Director and submitted to the City Manager for approval.

The evaluation date, in the case of a promotion, will not change.

S. Promotion – No Harm, No Foul

A “No Harm, No Foul” reassignment may occur within 18 months of promotion with
justifiable cause (due to inability to perform successfully in a new job).

When reinstated to the former job or class, the employee will be returned to the
compensation prior to promotion.

When reassigned to a different class at the same Market Reference Point within the same
band as the former class, the employee will be returned to the compensation prior to promotion.

When reassigned to a different class at a lower Market Reference Point (MRP) within the
same band or to a lower band than the former class, then the employee will be returned to the
compensation prior to promotion but not less than the new 90% MRP and not to exceed the
maximum of the new band.

T. Demotion

Demotion is characterized by movement from one classification to another classification
in a lower band or to another classification with a lower Market Reference Point within the same
band for disciplinary reasons. The procedure for demotions used by the City is as follows:

 Pay for employees on the General Pay Plan will be reduced 15% but in no case shall the
salary be less than the 90% of MRP for the lower classification nor exceed the maximum
of the newly assigned pay band.
 Pay for employees on the Police and Fire Pay Plans will be reduced five (5) percent for
each pay range/pay level demoted.

City of Winston-Salem Employee Handbook November 2014 Revision 21