Agmt14 Redwood City Management Employees Association MOU 2013-2016

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ARTICLE 16 PAY 16.1 Pay Period Management unit employees shall be paid bi-weekly on Fridays. All RCMEA members are required to participate in a mandatory direct deposit program. 16.2 Salary Increases 16.2.1 Effective the first full pay period on or after bargaining unit ratification and Council adoption of this agreement, there will be a three percent(3%) cost of living salary increase for all classifications represented by RCMEA. Effective the first full pay period on or after October 1, 2014, there will be a two and one-half percent (2.5%) cost of living salary increase for all classifications represented by RCMEA. Effective the first full pay period on or after October 1, 2015, there will be a two and one-half(2.5%)salary increase for all classifications represented by RCMEA. 16.2.2 Internal Alignment — All RCMEA classifications shall maintain a minimum differential of +10% above the top step of subordinate classifications. The following classifications shall be internally aligned and shall maintain their minimum top step differentials to subordinate and/or benchmark classifications as indicated throughout the term of the agreement. ♦Public Works Supervisors—15%above highest paid subordinate ♦CDGB/Home Administrator—set same as Redevelopment Project Manager ♦Senior Transportation Coordinator—set same as Senior Civil Engineer 16.2.3 Initial appointments shall normally be made at the lowest rate of pay. Upon approval of the City Manager, such appointments may be made above the bottom of the range when justified upon consideration of the difficulty of locating qualified personnel and an appointee's experience, education, knowledge of particular duties required and such other criteria as may be reasonably related to such preferential consideration on the basis of merit. 16.3 Meritorious Achievement Adjustment 16.3.1 When an individual's performance is judged to exceed a satisfactory level, a merit increase may be given in addition to the cost-of-living adjustment. Such an increase may be between four and seven percent (4% and 7%). This increase is based on the City's evaluation of the degree to which the employee met his or her objectives. In making this determination, the relative merit of an individual employee among other management unit employees shall be considered. The meritorious achievement awards scale will be: Unsatisfactory No increase Satisfactory 4% Exceeds Standards 5%-6% Outstanding 7% 12