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<br />ATTY/RESO.0062/CC RESO AMENDING SALARY PLAN & EXECUTIVE SUMMARY OF BENEFITS – EXHIBIT C <br />REV: 06-16-17 MI <br />Page 4 of 18 <br />market comparison and the City’s financial condition the City Council may approve <br />implementation of new salary ranges for the Executive Management Group. <br /> <br />Individual Executive Management salaries for Department Heads are reviewed by the City <br />Manager on an annual basis and are set anywhere within the established range based on <br />performance. Individual Executive Management salaries for Division Managers are <br />reviewed by the Department Head and recommended to the City Manager on an annual <br />basis and are set anywhere within the established range based on performance. <br /> <br />INTERNAL ALIGNMENT <br /> <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 be <br />included in the comparison if such pay is received on a regular and continuous basis, and <br />the supervising classification is not similarly eligible for such pay. Adjustments in salary <br />ranges to maintain the differential will be effective the same date the subordinate class <br />received the adjustment. <br /> <br />Due to the Police Department reorganization and two-tier salary plan effective September <br />10, 2012, the classifications of Police Captain, Deputy Police Chief, and Police Chief shall <br />be exempt from the internal alignment standard through June 30, 2018. Salary <br />adjustments for these classifications shall be granted annually, with the intent of <br />achieving the ten percent (10%) internal alignment standard over time. <br /> <br />Adjustments to salary ranges due to compaction may be approved by the City Manager <br />for immediate effect, and such changes shall be submitted for Council approval as soon <br />as practical. <br /> <br />EXCEPTIONAL PERFORMANCE BONUS <br /> <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. It <br />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 program <br />is not considered part of base salary nor is there any intention that any bonus serve as <br />the basis for any future compensation. <br />8.C. - Page 31