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8.3.B. - Page 30 <br /> Upon Council direction the City Manager shall request external labor market <br /> comparisons for all classifications in the Executive Management Group. Upon review of <br /> the labor market comparison and the City's financial condition the City Council may <br /> approve implementation of new salary ranges for the Executive Management Group. <br /> Individual Executive Management salaries for Department Heads are reviewed by the <br /> City Manager on an annual basis and are set anywhere within the established range <br /> based on performance. Individual Executive Management salaries for Division Managers <br /> are reviewed by the Department Head and recommended to the City Manager on an <br /> annual basis and are set anywhere within the established range based on performance. <br /> INTERNAL ALIGNMENT <br /> All Executive Management classifications shall maintain a minimum differential of 10% <br /> above subordinate classifications. The comparative analysis shall include the top of the <br /> range of the executive classification and the top of the range (or top step) of the <br /> subordinate classification. Premium pay received by the subordinate classification will <br /> be included in the comparison if such pay is received on a regular and continuous basis, <br /> and the supervising classification is not similarly eligible for such pay. Adjustments in <br /> salary ranges to maintain the differential will be effective the same date the subordinate <br /> class received the adjustment. <br /> Due to the Police Department reorganization and two-tier salary plan effective <br /> September 10, 2012, the classifications of Police Captain, Deputy Police Chief, and <br /> Police Chief shall be exempt from the internal alignment standard through June 30, <br /> 2018. Salary adjustments for these classifications shall be granted annually, with the <br /> intent of achieving the ten percent (10%) internal alignment standard over time. <br /> Adjustments to salary ranges shall be submitted for Council approval as soon as <br /> practical. <br /> EXCEPTIONAL PERFORMANCE BONUS <br /> The City Council shall establish a bonus program for the Executive Management Group <br /> that will offer incentives and commensurate rewards for exceptional service or <br /> contributions. Any bonus granted under this program is at the discretion of the City <br /> Manager and is awarded when previously established stretch goals have been met or <br /> when the City Manager deems it appropriate. Employees in the Executive Management <br /> Group are eligible to receive up to a 5% of their base salary one time each fiscal year. <br /> It is not expected that all positions will receive bonuses each year since this program is <br /> intended to recognize only exceptional performance. This program is not a method of <br /> recognizing expected or above average performance. Again, the Bonus program is only <br /> for exceptional service to the city or community. Any bonus awarded under this <br /> Page 2 of 18 <br />