Employee Request Salary Increment

							                                         SALARY DETERMINATION AT APS

Each union has guidelines as to what experience, and in some cases education, applies in salary determination. In
addition there are guidelines for the non-union administrative salary schedule. Each schedule has a minimum start rate.
To receive additional compensation the following guidelines are applied.

Experience: In all cases where previous experience is allowed it is the responsibility of the employee to send out
verification forms, which are provided, to the former employers. The forms must come directly back to the Employee
Data Center in an envelope with the former employer’s logo. Hand delivered forms are not accepted. The information on
the forms must be complete, including dates of employment, days per year, and hours per day. For the Administrative
non-union schedule the description of the duties at the former position are required. Only directly applicable (DAP)
experience is applied. To be directly applicable the duties must have been at the same or higher level than the new
position. Lower level duties are not directly applicable. The duties on the job description are compared to the duties
described on the verification form to determine if the experience is directly applicable. On the administrative salary
schedule, the experience verifications are first applied to the minimum of years experience required.

Education: The certified employees’ pay schedules allow for education credit. In all cases where education credit is
allowed it is the responsibility of the employee to request that their educational institution send official transcripts
to the APS Employee Data Center. The employee can bring in the official transcripts, but in these cases it is preferred
that the transcripts are in a sealed envelope. For increment credit for existing employees, a Salary Increment Request
form must be submitted by September 15th of the given year to the Employee Data Center.

Albuquerque Teachers Federation: Up to 10 years of verified outside district experience is allowed. Counseling and
teaching experience can be inter-changed, but otherwise the experience must be in the same discipline. A Bachelor’s
degree is required as a minimum. With official transcripts, additional increments are: BA+15, BA+45, MA, MA+15,
MA+45, and Ph.D.

Albuquerque Educational Assistants Association: Up to 3 years of verified outside district experience is allowed. The
minimum education level is a high school degree up to 7 credit hours. With official transcripts, additional credit hour
increments are: 8-24, 25-42, 43-60, 61-90, 91 or more.

Albuquerque Secretarial/Clerical Association: No outside bargaining unit experience is allowed. There are no educational
increments. There is a Career Ladder for existing employees in the unit.

CWA Food Services Unit: No outside experience is allowed. There are no educational increments.

CWA Maintenance and Operations Unit: No outside experience is allowed. There are no educational increments.

Educational Police Officers Association: Dispatchers and Officers receive a one time 2% for anywhere between 5 and 10
years of verifiable experience in a law enforcement agency. An additional 2% for over 10 years of verifiable experience
in a law enforcement agency. (Total 4%). There are no educational increments.

Administrative Non-Union Salary Schedule: Up to 10 years over the minimum required levels of verified experience are
allowed. Verified experience first applies to the minimum of years required for that level position. The minimum
required varies from 1 to 7 years dependent upon the level. For each year of verified experience above the minimum
years required, up to a maximum of 10 additional years, a 1.5% increment above the starting rate is allowed. The
maximum is 15% above the minimum start rate.

Principal Schedule: Up to 10 years of verified experience is allowed. For each year of verified experience at the same
level up to a maximum of 10 additional years, a 1.5% increment above the starting rate is allowed. The maximum is 15%
above the minimum start rate. Verified experience at other levels may be applied on a 2-for-1 basis.

Additional information is available from the Compensation and the Employee Data Center



2/26/07