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00E <br /> (3) Requirement. Job related minimum requirements for <br /> entrance to a class will be established wherever <br /> practical, and will be met by all candidates examined, <br /> appointed or promoted. <br /> (4) Requirement. Prior to receiving a permanent appointment, <br /> — — <br /> each employee will satisfactorily complete a reasonable, <br /> time limited probationary period. <br /> (C) CAREER ADVANCEMENT <br /> ReqUirement. Policies and programs affecting and effecting <br /> promotions will consider all eligible employees within <br /> the jurisdiction and adequately assure that all persons <br /> promoted are qualified. <br /> Merit Principle II: Classification/Compensation <br /> General Requirement. A current, equitable, and adequate position <br /> classification and compensation plan will be provided. <br /> (A) POSITION CLASSIFICATION <br /> (1) Requirement. Job Evaluation (syn classification) plans <br /> will be based upon a soundly applied, professionally <br /> accepted job evaluation methodology which establishes <br /> the relative strength of related positions through <br /> consideration of the difficulty, responsibility, and <br /> other requirements of the work. System components <br /> and all relationships determined along with accompanying <br /> rationale will be fully documented. <br /> (B) COMPENSATION <br /> (1) Requirement. The compensation plan will, within labor <br /> market constraints, have as its principal basis the class <br /> relationships (syn. skill level relationships, job <br /> relationships, work level relationship, etc.) discerned <br /> by the classification process. <br /> (2) ReRuirement. Within the limits of -.local financial ability <br /> and fiscal policy, the level of compensation assigned to <br /> each class of the plan will, in conjunction with (1) above, <br /> adequately consider the competitive labor market within <br /> the geographical area of recruitment. <br /> (3) Revirement. Logical and equitable practices will be est- <br /> ablished which guide salary administration in positions <br /> and employee actions within the jurisdiction. <br />