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6 after completion of twelve (12) months of full-time satisfactory service, and thereafter shall be advanced to the next higher step after completion of one (1) year of full-time satisfactory service, in each of the salary steps for the classification until the top of the range is reached. No salary advancement shall be made so as to exceed any maximum rate established in the pay plan for the class to which the advanced employee's position is allocated. Advancements shall not be automatic but shall depend upon increased service value of an employee to the City as exemplified by recommendations of his/her supervising official, length of service, performance record, special training undertaken, or other pertinent evidence, within the advancement policy established by the pay plan. Any employee shall not normally be eligible for advancement in pay until he/she has successfully completed his/her probationary period, or any extension thereof, as provided in Section 19. Changes in an employee's salary because of promotion or demotion establish a new salary anniversary date for that employee. Salary range adjustments for a classification will not establish a new salary anniversary date for employees serving in that classification. 7.11 Salary Step When Salary Range is Increased Whenever the monthly schedule of compensation for a class is revised, each incumbent in a position to which the revised schedule applies shall be entitled to the step in the revised range which corresponds to the step held by him/her in the previous range. 7.12 Salary Step After Promotion or Demotion When an employee is promoted from a position in one class to a position in a higher class, he/she shall receive the minimum rate for the higher class; provided, however, that such step is at least five percent (5%) above his/her current wage rate. When an employee is demoted, whether such demotion is voluntary or otherwise, that employee's compensation shall be adjusted to the salary prescribed for the class to which he/she is demoted. The specific rate of pay within the range shall be determined by the City Manager, whose decision shall be final; provided, however, that the employee's rate of pay shall not be set at a lower rate than he/she would have received had he/she remained in the lower class. 7.13 Career Incentive Program Effective December 1, 2025, the City will establish a Master Officer/Sergeant Program for employees that satisfy the criteria herein. The City shall provide Master Officer/Sergeant pay equal to two percent (2%) of base pay to eligible employees as a career development incentive. The Master Officer/Sergeant Program is designed to recognize employees who develop in the profession through education, training, departmental involvement, and community engagement. Eligible criteria are based upon specified requirements, including years of service with the Pleasanton Police Department and other law enforcement agencies, performance standards, education, POST certification(s), and performing specialty assignment(s). The Master Officer/Sergeant Program is a career development program that benefits the employees, the Pleasanton Police Department, and the residents of the City of Pleasanton.