Official pay schedule for classification grades.
St. Louis Revised Code § 4.10.020
in effect4.10.020 - Official pay schedule for classification grades.
The Civil Service Commission, in accordance with Section 7(b)(1) of Article XVIII of the City Charter, recommended pay schedules for all pay grades denoted in Section 4.10.010(a) of the classification plan prepared and adopted by the Department of Personnel. The official pay schedules and their corresponding salary ranges as hereby adopted in this Section 4.10.020 are as follows: (a) - General and Management Schedule, (b) - Trades Schedule, (c) - Fire Division Schedule, (d) - Police Division Schedule and (e) - Elected Official Schedule.
The official pay schedules hereby adopted have been determined to constitute fair and equitable rates of pay. Due consideration has been given to both the employees and the taxpayers in adopting the official pay schedules. In setting these official pay schedules, the principle of like pay for like work, and suitable differences in pay for differences in work, has been duly observed.
(a) General and Management Pay Schedule:
(1) The following bi-weekly pay schedule is for all pay grades denoted with the suffix "G" or "M".
BI-WEEKLY RANGE OF PAY IN WHOLE DOLLARS
Grade Step | 5 | 6 | 7 | 8 | 9 | 10 | 11 | 12 | 13
1 | 1388 | 1531
2 | 1410 | 1554
3 | 1374 | 1432 | 1578
4 | 1396 | 1453 | 1602
5 | 1417 | 1476 | 1626
6 | 1439 | 1499 | 1651
7 | 1461 | 1521 | 1677
8 | 1483 | 1545 | 1703
9 | 1364 | 1506 | 1569 | 1728
10 | 1384 | 1529 | 1592 | 1755
11 | 1406 | 1552 | 1617 | 1782
12 | 1428 | 1576 | 1642 | 1809
13 | 1449 | 1600 | 1667 | 1836
14 | 1353 | 1472 | 1624 | 1692 | 1864
15 | 1374 | 1495 | 1649 | 1718 | 1893
16 | 1396 | 1517 | 1675 | 1745 | 1922
17 | 1417 | 1541 | 1701 | 1772 | 1951
18 | 1439 | 1565 | 1726 | 1798 | 1981
19 | 1461 | 1588 | 1753 | 1826 | 2011
20 | 1343 | 1483 | 1613 | 1780 | 1854 | 2041
21 | 1364 | 1506 | 1638 | 1807 | 1882 | 2072
22 | 1384 | 1529 | 1662 | 1834 | 1911 | 2104
23 | 1406 | 1552 | 1688 | 1862 | 1939 | 2136
24 | 1428 | 1576 | 1714 | 1891 | 1969 | 2169
25 | 1333 | 1449 | 1600 | 1740 | 1920 | 1999 | 2202
26 | 1353 | 1472 | 1624 | 1766 | 1949 | 2030 | 2236
27 | 1374 | 1495 | 1649 | 1793 | 1979 | 2061 | 2270
28 | 1396 | 1517 | 1675 | 1821 | 2009 | 2093 | 2305
29 | 1417 | 1541 | 1701 | 1849 | 2039 | 2125 | 2340
30 | 1312 | 1323 | 1439 | 1565 | 1726 | 1877 | 2070 | 2170 | 2392
Grade Step | 14 | 15 | 16 | 17 | 18 | 19 | 20 | 21 | 22 | 23
1 | 1754 | 2010 | 2306 | 2646 | 3034 | 3486 | 4003 | 4319 | 4659 | 5028
2 | 1781 | 2040 | 2341 | 2686 | 3082 | 3538 | 4063 | 4384 | 4729 | 5105
3 | 1809 | 2071 | 2377 | 2727 | 3128 | 3592 | 4125 | 4450 | 4800 | 5182
4 | 1836 | 2103 | 2413 | 2769 | 3175 | 3646 | 4188 | 4517 | 4872 | 5260
5 | 1864 | 2135 | 2450 | 2811 | 3224 | 3702 | 4251 | 4585 | 4945 | 5340
6 | 1893 | 2168 | 2487 | 2853 | 3272 | 3757 | 4315 | 4654 | 5020 | 5420
7 | 1922 | 2201 | 2526 | 2896 | 3322 | 3814 | 4380 | 4724 | 5096 | 5501
8 | 1951 | 2235 | 2564 | 2941 | 3372 | 3872 | 4445 | 4795 | 5174 | 5585
9 | 1981 | 2269 | 2603 | 2985 | 3424 | 3930 | 4512 | 4867 | 5252 | 5669
10 | 2011 | 2304 | 2642 | 3030 | 3475 | 3990 | 4580 | 4940 | 5331 | 5755
11 | 2041 | 2339 | 2682 | 3077 | 3528 | 4051 | 4649 | 5014 | 5412 | 5841
12 | 2072 | 2375 | 2723 | 3123 | 3581 | 4112 | 4719 | 5090 | 5493 | 5930
13 | 2104 | 2411 | 2765 | 3170 | 3636 | 4174 | 4791 | 5168 | 5575 | 6019
14 | 2136 | 2448 | 2807 | 3219 | 3690 | 4236 | 4863 | 5246 | 5660 | 6110
15 | 2169 | 2485 | 2849 | 3267 | 3746 | 4300 | 4936 | 5325 | 5745 | 6202
16 | 2202 | 2524 | 2892 | 3317 | 3803 | 4365 | 5010 | 5405 | 5832 | 6295
17 | 2236 | 2562 | 2937 | 3367 | 3860 | 4431 | 5085 | 5487 | 5919 | 6390
18 | 2270 | 2601 | 2981 | 3419 | 3919 | 4498 | 5162 | 5569 | 6009 | 6487
19 | 2305 | 2640 | 3026 | 3470 | 3979 | 4566 | 5241 | 5654 | 6100 | 6585
20 | 2340 | 2680 | 3072 | 3523 | 4039 | 4635 | 5320 | 5739 | 6191 | 6684
21 | 2376 | 2721 | 3119 | 3576 | 4099 | 4705 | 5400 | 5826 | 6285 | 6785
22 | 2412 | 2762 | 3166 | 3631 | 4161 | 4776 | 5482 | 5913 | 6380 | 6887
23 | 2449 | 2805 | 3215 | 3685 | 4224 | 4848 | 5564 | 6003 | 6476 | 6991
24 | 2486 | 2847 | 3263 | 3741 | 4288 | 4921 | 5649 | 6093 | 6573 | 7096
25 | 2525 | 2890 | 3312 | 3798 | 4353 | 4996 | 5734 | 6185 | 6672 | 7203
26 | 2563 | 2934 | 3363 | 3855 | 4419 | 5071 | 5821 | 6279 | 6773 | 7311
27 | 2602 | 2979 | 3413 | 3914 | 4486 | 5147 | 5908 | 6374 | 6875 | 7421
28 | 2641 | 3024 | 3465 | 3973 | 4554 | 5224 | 5998 | 6469 | 6979 | 7533
29 | 2681 | 3070 | 3517 | 4032 | 4623 | 5303 | 6088 | 6567 | 7084 | 7647
30 | 2742 | 3149 | 3611 | 4148 | 4762 | 5469 | 6282 | 6782 | 7320 | 7904
(b) Trades Pay Schedule:
(1) The following bi-weekly pay schedule is for all pay grades denoted with the suffix "T".
BI-WEEKLY RANGE OF PAY IN WHOLE DOLLARS
Grade Step | 31 | 32 | 33 | 34 | 35 | 36 | 37 | 38 | 39 | 40
1 | 1337 | 1400 | 1465 | 1534 | 1607 | 1679 | 1758 | 1843
2 | 1358 | 1421 | 1487 | 1557 | 1632 | 1705 | 1785 | 1870
3 | 1318 | 1378 | 1443 | 1510 | 1581 | 1656 | 1730 | 1813 | 1899
4 | 1339 | 1400 | 1466 | 1533 | 1606 | 1682 | 1757 | 1841 | 1928
5 | 1360 | 1421 | 1488 | 1556 | 1630 | 1708 | 1784 | 1868 | 1958
6 | 1317 | 1380 | 1443 | 1511 | 1580 | 1655 | 1733 | 1811 | 1897 | 1988
7 | 1338 | 1402 | 1466 | 1535 | 1605 | 1681 | 1760 | 1839 | 1926 | 2018
8 | 1359 | 1423 | 1488 | 1558 | 1629 | 1707 | 1787 | 1866 | 1956 | 2049
9 | 1379 | 1445 | 1511 | 1582 | 1654 | 1732 | 1815 | 1895 | 1986 | 2080
10 | 1401 | 1468 | 1535 | 1607 | 1680 | 1759 | 1843 | 1924 | 2016 | 2112
11 | 1422 | 1490 | 1558 | 1632 | 1706 | 1786 | 1870 | 1954 | 2047 | 2143
12 | 1444 | 1513 | 1582 | 1656 | 1731 | 1814 | 1899 | 1984 | 2078 | 2176
13 | 1467 | 1537 | 1607 | 1682 | 1758 | 1842 | 1928 | 2014 | 2109 | 2209
14 | 1489 | 1560 | 1632 | 1708 | 1785 | 1869 | 1958 | 2045 | 2141 | 2243
15 | 1512 | 1584 | 1656 | 1733 | 1812 | 1898 | 1988 | 2075 | 2174 | 2277
16 | 1536 | 1609 | 1682 | 1760 | 1840 | 1927 | 2018 | 2107 | 2207 | 2312
17 | 1559 | 1634 | 1708 | 1787 | 1867 | 1957 | 2049 | 2139 | 2241 | 2347
18 | 1583 | 1658 | 1733 | 1815 | 1896 | 1987 | 2080 | 2172 | 2275 | 2383
19 | 1608 | 1684 | 1760 | 1843 | 1925 | 2017 | 2112 | 2205 | 2310 | 2419
20 | 1633 | 1710 | 1787 | 1870 | 1955 | 2048 | 2143 | 2239 | 2345 | 2457
21 | 1657 | 1736 | 1815 | 1899 | 1985 | 2079 | 2176 | 2273 | 2381 | 2494
22 | 1683 | 1762 | 1843 | 1928 | 2015 | 2110 | 2209 | 2308 | 2417 | 2532
23 | 1709 | 1789 | 1870 | 1958 | 2046 | 2142 | 2243 | 2343 | 2454 | 2570
24 | 1735 | 1817 | 1899 | 1988 | 2076 | 2175 | 2277 | 2379 | 2492 | 2609
25 | 1761 | 1845 | 1928 | 2018 | 2108 | 2208 | 2312 | 2415 | 2530 | 2648
26 | 1788 | 1873 | 1958 | 2049 | 2140 | 2242 | 2347 | 2452 | 2568 | 2688
27 | 1816 | 1901 | 1988 | 2080 | 2173 | 2276 | 2383 | 2490 | 2607 | 2730
28 | 1844 | 1930 | 2018 | 2112 | 2206 | 2311 | 2419 | 2528 | 2646 | 2771
29 | 1872 | 1960 | 2049 | 2143 | 2240 | 2346 | 2457 | 2566 | 2686 | 2813
30 | 2036 | 2129 | 2230 | 2336 | 2437 | 2559 | 2678 | 2797 | 2937 | 3067
(c) Fire Division Pay Schedule: The bi-weekly pay schedule for all pay grades denoted by the suffix "F" will be adopted in accordance with Section 31 of Article XVIII of the City Charter. The Director of Personnel shall establish such regulations and procedures as are necessary to place the Fire Division Pay Schedule in effect. The following bi-weekly pay schedule is for all pay grades denoted with the suffix "F".
FIRE BI-WEEKLY RANGE OF PAY
Current Years of Service | Class Codes
2211 2221 | 2212 2222 | 2215 2226 | 2216 | 2227 | 2231 | 2235 | 2239
69F | 69F | 72F | 74F | 77F | 78F | 81F | 83F
0 | 2189
1 | 2249
2 | 2306
3 | 2410
4 | 2462
5 | 2528
6 | 2596
7 | 2724 | 3397
8 | 2816 | 3516
9 | 2911 | 3638 | 3952
10 | 2920 | 3647 | 3960
11 | 3001 | 3723 | 4041 | 4368
12 | 3011 | 3731 | 4050 | 4376 | 4478 | 4683 | 5452
13 | 3020 | 3740 | 4059 | 4385 | 4612 | 4816 | 5469
14 | 3028 | 3748 | 4067 | 4394 | 4620 | 4826 | 5487
15 | 3037 | 3758 | 4076 | 4403 | 4629 | 4834 | 5504
16 | 3045 | 3766 | 4084 | 4412 | 4637 | 4843 | 5521
17 | 3054 | 3775 | 4094 | 4420 | 4647 | 4851 | 5539
18 | 3062 | 3784 | 4106 | 4429 | 4656 | 4860 | 5557
19 | 3071 | 3792 | 4111 | 4438 | 4664 | 4869 | 5574
20 | 3079 | 3801 | 4120 | 4447 | 4673 | 4878 | 5592
(d) Police Division Pay Schedule: The following bi-weekly pay schedule is for all pay grades denoted with the suffix "D".
POLICE BI-WEEKLY RANGE OF PAY
Current Years of Service | Class Codes
2513 | 2514 | 2522 | 2524 | 2526 | 2532 | 2534 | 2536 | 2538
69D | 69D | 71D | 72D | 74D | 77D | 78D | 81D | 83D
0 | 2189
1 | 2249
2 | 2306
3 | 2410
4 | 2462
5 | 2528 | 2980
6 | 2596 | 2987
7 | 2724 | 3138 | 3397
8 | 2816 | 3246 | 3516
9 | 2911 | 3359 | 3638 | 3952
10 | 2920 | 3367 | 3647 | 3960
11 | 3001 | 3438 | 3723 | 4041 | 4368
12 | 3011 | 3446 | 3731 | 4050 | 4376 | 4478 | 4683 | 5452
13 | 3020 | 3455 | 3740 | 4059 | 4385 | 4612 | 4816 | 5469
14 | 3028 | 3464 | 3748 | 4067 | 4394 | 4620 | 4826 | 5487
15 | 3037 | 3472 | 3758 | 4076 | 4403 | 4629 | 4834 | 5504
16 | 3045 | 3482 | 3766 | 4084 | 4412 | 4637 | 4843 | 5521
17 | 3054 | 3490 | 3775 | 4094 | 4420 | 4647 | 4851 | 5539
18 | 3062 | 3499 | 3784 | 4106 | 4429 | 4656 | 4860 | 5557
19 | 3071 | 3507 | 3792 | 4111 | 4438 | 4664 | 4869 | 5574
20 | 3079 | 3516 | 3801 | 4120 | 4447 | 4673 | 4878 | 5592
(e) Elected Official Pay Schedule:
(1) The following bi-weekly pay schedule for each Executive pay grade, denoted by the suffix "E," is currently in effect and extends through the term of office for each elected official:
Grade | Bi-Weekly Rate
1E | $3596
2E | $4315
3E | $5070
(2) The following bi-weekly pay schedule for each executive pay grade, denoted by the suffix "E," shall become effective beginning with any term of office starting after the effective date of this chapter:
Grade | Bi-Weekly Rate
1E | $3815
2E | $4714
3E | $5540
(f) Shift Differential: Shift differential shall be paid for certain work assignments. The Director of Personnel shall determine the work assignments for which shift differential will be paid. The assignment or removal of an employee from a work assignment having a shift differential shall be determined by the appointing authority and will not constitute a promotion, demotion, advancement or reduction in pay. The shift differential shall be added to the employee's regular bi-weekly rate.
(1) In order for an employee in Sections 4.10.020(a) or 4.10.020(b) to be eligible for shift differential compensation, the employee must work a shift that requires the completion of four (4) hours of work between the hours of 4:00 p.m. and 8:00 a.m. the following morning. Employees whose pay grade is denoted with the suffix "M" are only eligible to receive shift differential if they are regularly scheduled to work at least four (4) hours between 4:00 p.m. and 8:00 a.m. the following morning. Employees shall be entitled to receive shift differential compensation for no more than one (1) shift worked between the hours of 4:00 p.m. and 8:00 a.m. Employees who are assigned to work schedules that require them to rotate among three (3) shifts (day, evening, night) on a bi-monthly or more frequent basis shall be eligible for shift differential compensation for all three (3) shifts worked.
For employees whose pay range is established in Section 4.10.020(a) or 4.10.020(b) the shift differential premium shall be one (1) percent of the employee's base bi-weekly rate for each eligible shift worked in a bi-weekly pay period. An employee whose pay range is established in Section 4.10.020(a) or 4.10.020(b) shall receive shift differential for working a portion of an eligible shift, provided the portion of the shift not worked is charged to paid leave. Shift differential shall only be paid for whole hours worked; a fraction of an hour shall not be counted toward the payment of the differential.
(2) For those employees whose pay range is established in Section 4.10.020(c), the shift differential premium shall be two dollars ($2.00) per hour for each hour worked between 11:00 p.m. and 7:00 a.m. during an eligible shift. Employees must work at least twelve (12) hours of a regularly assigned 24-hour shift to be eligible for any shift differential for the shift. Such employees shall not receive shift differential for overtime worked, which is not part of their regular schedule. This provision will not go into effect until shift differential is agreed upon by the Director of Personnel and the Union (Local 73) in writing.
Except shift differential premium shall be two dollars ($2.00) per hour for each hour worked between 11:00 p.m. and 7:00 a.m. during an eligible shift to be paid to Overtime Code 3 Fire Equipment Dispatcher classifications whose pay range is established in Section 4.10.020(c).
(3) For Police Officer Trainees and employees whose pay grade is denoted with the suffix D, the night shift differential shall be ten (10) percent of the hourly rate for all full hours worked between the hours of 11:00 p.m. and 7:00 a.m. and all eight-hour shifts beginning between 10:30 p.m. and 11:30 p.m.
(4) Except as otherwise provided in this chapter, shift differential shall not be paid to employees compensated on an hourly or per performance basis, or bi-weekly paid employees who work part-time. Neither shall shift differential be paid to full-time regular employees docked for any portion of an eligible shift.
(g) Weekend Differential: When employees whose pay range is established in Section 4.10.020(a) or 4.10.020(b) work on a Saturday and/or a Sunday they shall be eligible for weekend differential. Employees whose pay grade is denoted with the suffix "M" are only eligible to receive weekend differential when it is part of their regularly scheduled work hours. This differential shall be one (1) percent of an employee's base bi-weekly rate. An employee shall receive weekend differential for working any portion of an eligible day. This differential shall only be paid for full hours worked. Weekend differential shall not be paid to employees compensated on an hourly or per performance basis or bi-weekly paid employees who work part-time. Neither will the weekend differential be paid to full-time regular employees docked for any portion of a day on which the differential would otherwise be paid.
(h) Commuting Allowance: Employees residing within the corporate limits of the City of St. Louis who are regularly assigned to a position located in a City institution, agency, or facility located outside the corporate limits of the City of St. Louis, and who are regularly assigned to a five-day, forty-hour weekly work schedule, shall be entitled to a commuting allowance in the amount of one hundred eighty dollars ($180.00) bi-weekly on the effective date of this chapter. Eligible full-time employees who are assigned to an alternate form of work schedule which reduces the frequency of commuting to work shall be entitled to a commuting allowance which is reduced in proportion to the reduced frequency of commuting. City employees who are temporarily assigned duty to a facility located outside the corporate limits of the City of St. Louis shall be entitled to a per diem rate for the duration of the assignment. No employee living outside of the corporate limits of the City of St. Louis shall receive a commuting allowance.
A period of absence of ten (10) working days or more shall result in suspension of eligibility for the commuting allowance. Suspension of the commuting allowance shall begin during the pay period in which the tenth day of absence occurs and shall continue for any subsequent full or partial pay periods during the period of absence. Upon return to duty from such absence, an employee shall immediately be eligible to resume receiving commuting allowance, reduced in proportion to the time the employee did not work due to absence.
Employees for whom any form of free transportation (car, truck, bus, etc.) is provided by the City from a place within the corporate limits of the City of St. Louis to the work site and back shall not be entitled to the commuting allowance.
(i) Board and Commission Stipends:
Title | Code | Stipend
Member, Building Energy Improvement Board | 1979-00-B | $50 per meeting
Member, Airport Commission | 1980-00-B | $53 per meeting, up to 24 meetings a year
Member, Board of Adjustment | 1981-00-B | $75 per meeting
Member, Board of Air Pollution Appeals | 1982-00-B | $60 per meeting and Variance Review
Member, Board of Equalization | 1983-00-B | $150 per day
Member, Board of Engineers | 1984-00-B | $45 per meeting, up to 2 meetings a week
Member, Board of Examiners of Plumbers | 1985-00-B | $60 per month
Member, Board of Examiners of Fumigators | 1986-00-B | $45 per meeting, up to 3 meetings a month
Member, Board of Examiners of Sign Erectors | 1987-00-B | $45 per meeting, up to 3 meetings a month
Member, Board of Tax Appeals | 1988-00-B | $60 per meeting
Member, Civil Service Commission | 1989-00-B | $55 per meeting up to 30 meetings a year
Member, Board of Building Appeals | 1990-00-B | $60 per meeting, up to 50 meetings a year
Member, Board of Building Code Review | 1991-00-B | $60 per meeting, up to 1 meeting a week
Member, Boiler Rules Committee | 1992-00-B | $45 per meeting
Member, Committee of Electrical Examiners | 1993-00-B | $45 per meeting, up to 15 meetings a year
Member, Committee on Plumbing Review | 1994-00-B | $45 per meeting, up to 15 meetings a year
Member, Demolition Contractors' Certification Board | 1995-00-B | $45 per meeting, up to 15 meetings a year
Member, Board of Merchants' and Manufacturers' Tax Equalization | 1996-00-B | $83 per day in session, up to 60 meetings during regular 12 week session, but not to exceed 105 meetings a year
Member, Board of Examiners of Sprinkler System Contractors | 1997-00-B | $83 per meeting, up to 15 meetings a year
Member, Board of Examiners for Mechanical Contractors | 1998-00-B | $45 per meeting
Member, Board of Noise Control Appeals | 1999-00-B | $53 per meeting
A person occupying a position as a member of a Board, Commission or Committee shall be paid at the per day, per meeting or per month rate established above.
(j) The Director of Personnel may establish per performance rates of pay, hourly rates of pay, or rates of pay for units of work and the conditions for making of any such payments. Such per performance, hourly, or unit-of-work rates may be computed from the bi-weekly scales established in this chapter. Per performance, hourly, or unit-of-work rates shall be established considering the nature of employment, community practices in compensating similar employment, and the purpose of the program for which the rate is established. Employees paid per performance, hourly, or unit-of-work rates of pay shall not be entitled to vacation, medical leave or holiday leave with pay or other benefits accorded employees paid a bi-weekly rate except that an appointing authority, with the prior approval of the Director of Personnel, and when sufficient funds have been appropriated for the fiscal year, may establish a modified level or type of benefit program when the provision of such benefit is needed in order to attract and retain sufficiently qualified employees to work in specific per performance, hourly, or unit-of-work assignments.
Appointing authorities are not permitted to utilize per performance and hourly employees as a method of replacing bi-weekly rate employees who would be entitled to employee benefits.
(k) The Director of Personnel may establish trainee rates of pay. Such trainee rates may be established on an hourly, per performance or bi-weekly basis and shall be less than the rate paid to a regular employee.
(l) The Director of Personnel, with the assistance of appointing authorities concerned, may establish rates and conditions under which compensation may be granted for periods of time during which an employee is away from the job site but restricted in his/her activities because of an assignment by the appointing authority to be available for a call to return to the work site to perform emergency duties. Pay rates and conditions established under the provisions of this Section 4.10.020(l) may include reasonable minimum pay guarantees for employees required to return to the work site to perform emergency duties. The provisions of this Section 4.10.020(l) shall not be construed to restrict the right of an appointing authority to establish call back procedures for employees as an established condition of employment.
(m) The Director of Personnel may authorize payment of special recruitment incentives, travel, moving and related expenses to recruit employees for positions when funds for this purpose are appropriated.
(n) The Director of Personnel may approve the payment of hiring incentives to current employees to recruit qualified personnel for positions that are difficult to fill. Hiring incentives shall be in any amount up to twenty-five (25) percent of the annual salary of the position for which the recruitment is made.
(o) (1)
An appointing authority, with the prior approval of the Director of Personnel, may establish cash awards or other incentives for an employee or group of employees to recognize and reward increased productivity or effectiveness. The incentives offered may include cash, paid time off and such other reasonable incentives as the Director of Personnel may determine. Cash awards shall be made from the personal services appropriation of the unit, the account from which the employee's salary is paid or from a general appropriation for this purpose.
(2) The Director of Personnel, upon the request of the appropriate appointing authority, may establish a program of cash awards or other incentives, not to exceed ten (10) percent of annual salary, paid as an addition to pay, for the purpose of providing additional compensation for employees who are fluent in a foreign language and who use this skill in the necessary and regular recurring performance of the duties of their position. Cash awards shall be made from the personal services appropriation of the unit, the account from which the employee's salary is paid or from a general appropriation for this purpose. Cash awards and incentives under this program shall be made in accordance with guidelines established by the Director of Personnel.
(3) Notwithstanding any other provision in this chapter, the Director of Personnel is authorized to extend the maximum of the pay ranges by up to forty (40) percent for the purpose of compensating positions which are extremely hard to fill.
(4) The Director of Personnel may provide an employee suggestion program which grants cash and other awards to recognize employee suggestions which improve City services, operations or facilities. Cash awards to employees for suggestions resulting in tangible savings to the City shall not exceed ten (10) percent of the annual tangible net savings. Cash awards and payments for other awards shall be made from an appropriation for a suggestion program or other appropriate account. Additionally, cash awards for suggestions shall be granted as an addition to pay, which does not change an employee's bi-weekly rate. The employee suggestion program shall be administered in accordance with regulations established by the Director of Personnel. The Director of Personnel may establish an authority to evaluate suggestions and determine awards; the decisions of this authority shall be final.
(p) An employee who is appointed to a position requiring advanced technical skills or professional qualifications may be paid at a higher rate than prescribed for the class in Section 4.10.020 of this chapter on recommendation of the appointing authority with the prior approval of the Director of Personnel. Such advancement shall be made solely on the basis that the employee possesses exceptional academic qualifications, registrations or certifications related to the duties of the position and when such academic qualifications, registrations, or certifications are not deemed necessary qualifications for the class of position.
The Director of Personnel may also establish other incentive or reimbursement programs to encourage current employees to attain registration, licensure, certification, or proof of professional mastery when it is deemed to be in the best interest of the Classified Service, or when such credentials are clearly recognized as adding to the capability of individuals in that area. Incentives or reimbursements awarded under such programs do not result in an employee being ruled ineligible for incentives or salary increases permitted under other sections of this chapter.
(q) In skilled trades classes, defined as those that have bona fide apprenticeship programs registered with the Department of Labor or documented attainment of equivalent apprenticeship programs, employees who have completed such apprenticeship programs and attained journeyman status shall be granted the special skills recruitment rate for the class if a special skills recruitment rate exists for the class. Employees in classes in the Trades Pay Schedule who have completed alternative training programs established and approved by the Director of Personnel, and attained journeyman status shall also be eligible for a salary at the special skills recruitment rate if such a rate exists for the class.
(r) An appointing authority may, with the prior approval of the Director of Personnel, establish a program to reimburse, in whole or in part, expenses incurred by employees for the purchase of uniform apparel required in the performance of the duties of their positions, when funds have been budgeted, therefore.
An appointing authority may exercise the option to furnish such uniform as may be required in the employee's performance of his/her duties.
The Director of Personnel may establish regulations relating to employees' eligibility for reimbursement for uniforms.
Further, when funds have been budgeted therefore, an appointing authority may authorize reimbursement to uniformed security or correctional employees of up to fifty dollars ($50.00) per incident for damage to personal property sustained while the employee was directly engaged in quelling a disturbance while performing assigned and/or authorized duties during a shift. Employees whose pay is established under Section 4.10.020(d) of the ordinance may be reimbursed for damages to personal property sustained while in the course and scope of employment in accordance with Police Division policies.
(s) An appointing authority that requires employees to provide and maintain their own tools shall provide a tool replacement program and/or annual maintenance allowance, with the prior approval of the Director of Personnel.
(t) (1)
Contingency assignment differential may be paid for certain assignments when immediate position coverage is needed for any unexpected reason (e.g. death, forced leave, emergency illness, etc.) in a higher pay grade, and shall be granted at the onset of the assignment, not to extend more than one (1) pay period. The Director of Personnel will determine the assignments for which contingency assignment differential will be paid. The assignment of an employee to said assignment having a contingency assignment differential will be determined by the appointing authority from an existing eligible list and will not constitute a promotion or advancement in pay. In addition, the removal of an employee from said assignment shall not constitute a demotion or reduction in pay. If an eligible list is not available, an appointing authority may submit to the Director of Personnel the name of the employee being considered for the assignment to determine if they meet the necessary minimum qualifications for the position being considered.
For an employee whose pay range is established in Section 4.10.020(a), 4.10.020(b), 4.10.020(c) or 4.10.020(d), with the prior approval of the Director of Personnel, the contingency assignment differential will be ten (10) percent of the employee's regular base bi-weekly rate added as an addition to pay for each bi-weekly period worked or one (1) percent of the employee's regular base bi-weekly rate for each shift assignment covered, not to exceed one (1) pay period.
(2) Temporary assignment differential will be paid for certain assignments when a vacancy exists for any reason (e.g. separations, terminal vacation, leave of absence, military leave, etc.) in a position with a higher pay grade, and shall be granted for at least one (1) pay period but not more than thirteen (13) pay periods, and offset by any days that the employee by reason of absence is not fulfilling the assignment. The Director of Personnel will determine the assignments for which the temporary assignment differential will be paid. The assignment or removal of an employee from said assignment having a temporary assignment differential will be determined by the appointing authority and will not constitute a promotion, demotion, advancement, or reduction in pay. The intended employee must meet the minimum qualifications for the position to be assigned. The temporary assignment differential shall be computed as an addition to pay and not affect the employee's regular bi-weekly rate.
For an employee whose pay range is established in Section 4.10.020(a), 4.10.020(b), 4.10.020(c) or 4.10.020(d), with the prior approval of the Director of Personnel, the temporary assignment differential will be ten (10) percent of the employee's regular base bi-weekly rate added as an addition to pay for each bi-weekly period worked, not to exceed thirteen (13) pay periods. The Director of Personnel may require the establishment of a department policy on temporary assignment differential pay and must sign off on the policy prior to authorizing temporary assignment differential.
(u) City employees who are required by their appointing authority to routinely use their personal vehicle in the performance of their duties shall be compensated by receiving a vehicle maintenance and use allowance of two hundred ninety-seven dollars ($297.00) per month. Eligible employees who use their personal vehicle with reduced frequency shall be entitled to a vehicle maintenance and use allowance which is reduced in proportion to the reduced frequency of use, subject to the approval of the Director of Personnel.
(v) An appointing authority may, with the prior approval of the Director of Personnel, establish a program to reimburse, in whole or in part, parking expenses incurred by employees, when funds have been budgeted, therefore.
(Ord. No. 71963, § 2, 2-11-2025; Ord. No. 71766, §§ 1, 2, 12-18-2023; Ord. No. 71686, § 2, 6-28-2023; Ord. No. 71512, § 2, 6-16-2022; Ord. No. 71099, § 2, 2-27-2020.)
Source: City of St. Louis, Missouri, Revised Code of the City of Saint Louis, 2020, Annotated, and City Charter (Municode Library, library.municode.com)URL: https://library.municode.com/mo/st._louis/codes/code_of_ordinances?nodeId=TIT4PE_CH4.10CLSEPL_4.10.020OFPASCCLGRFetched: 11/1/2026