Laserfiche WebLink
<br />annually by the City Council. <br /> <br />Pay for Performance/Merit - Pay for performance/merit increases shall <br />be granted solely on the basis of satisfactory performance and or <br />merit. Pay for performance is designed to provide pay incentives for <br />executive service personnel to achieve peak performance to meet and <br />exceed organizational and individual goals and objectives. <br /> <br />Performance evaluations shall be conducted for all executive service <br />personnel upon completion of the first six months of employment, upon <br />certification to regular status and annually thereafter on the <br />anniversary date of their regular status appointment. <br /> <br />Executive Service personnel on an October 1st evaluation schedule shall <br />have October 1st as their anniversary date for performance evaluation <br />purposes. <br /> <br />Following the establishment of City-wide goals and objectives by the <br />City Council, the City Manager, through the Department Heads, is <br />responsible for developing the individual goals and objectives of <br />executive service personnel. These goals and objectives in turn shall <br />be the basis of all executive service performance evaluations and the <br />basis of the pay for performance system. The prior years goals and <br />objectives of each individual executive service manager, shall be <br />evaluated by the City Manager and by the Department Heads for <br />recommending pay for performance salary adjustments based on <br />accomplishments or lack thereof of the prior years goals and <br />objectives. <br /> <br />When an individual1s performance is judged at a satisfactory'level, a <br />merit increase may be given in addition to any other salary adjustment <br />granted by the City Council. Such an increase may be between one and <br />seven percent (4% and 7%). This increase is based on the City's <br />evaluation of the degree to which the employee met his/her objectives. <br />In making this determination, the relative merit of an individual <br />employee among other executive service personnel shall be considered. <br />The Pay for Performance/Merit pay scale is as follows: <br /> <br />Unsatisfactory <br />Satisfactory <br />Exceeds Standards <br />Outstanding <br /> <br />No increase <br />+4% <br />+5% - 6% <br />+7% <br /> <br />Recommendations for merit increases will be made by the department head <br />and forwarded with detailed justifications to the City Manager and <br />Personnel Officer, who may make adjustments prior to approval. <br /> <br />All pay for performance salary adjustments shall become effective upon <br />completion of the probationary period or on the employees anniversary <br />date after any other salary adjustments have been applied. <br /> <br />CITY COUNCIL SALARY PLAN ADJUSTMENTS - The City Council may adjust the <br />salary ranges annually for executive service classifications based on <br /> <br />2 <br />