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<br />cg n -\ <br /> <br />Memorandum <br /> <br />To: <br />CC: <br /> <br />City Council Members <br />Ed Everett, City Manager, David Schricker, City Attorney <br /> <br />From: Personnel Committee Members <br /> <br />Date: July 24, 2000 <br /> <br />Re: <br /> <br />Executive Management Compensation Program <br /> <br />The Personnel Committee is excited to recommend to you a major overhaul of <br />the Executive Management Compensation Program. We worked with staff to <br />identify a compensation program that is innovative, focused on performance <br />and flexible. <br /> <br />BACKGROUND <br /> <br />The existing Executive Management Compensation Program is a formula <br />driven program wherein individual performance is not a consideration. <br />Basically, salary adjustments are based on the median salary of ten cities. <br /> <br />The Personnel Committee was interested in updating the formula driven pay <br />program to one that considered performance a priority in determining salaries <br />and utilized a more realistic list of comparable cities. The Personnel Committee <br />was interested in looking at cities that provide full-service, are in the Bay Area <br />job pool, are recognized as excellent cities, and have comparable service <br />outputs. (See Attachment A) <br /> <br />The Personnel Committee was also interested in developing a bonus program <br />for exceptional performance. <br /> <br />RECOMMENDED COMPENSATION PROGRAM <br /> <br />The proposed new compensation program is as follows: <br /> <br />The salary range for each Department Head classification will be established by <br />using the salaries of the lowest and highest new comparable cities. Department <br />Heads will be evaluated annually by the City Manager and their salaries set <br />accordingly within the established low/high range based on performance. <br /> <br />1 <br /> <br />. ---. '~""'T <br />