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<br /><l JI -:2. <br /> <br />July 24, 2000 <br /> <br />Division Heads whom are also in the Executive Management Group will <br />continue to utilize the existing compensation program; however, after some <br />experience with the recommended program we would like to include Division <br />Heads in the new compensation program. <br /> <br />Finally, we recommend a bonus program for all Executive Management <br />classifications that offers a one time 5% of base salary for exceptional <br />performance (not average, above average or expected perfonnance). Any <br />bonus granted under this program is at the discretion of the City Manager and <br />awarded only when deemed appropriate. Any bonus awarded under this <br />program is not considered part of base salary nor will any bonus serve as a <br />basis for future compensation. <br /> <br />Annually as part of the budget process, the City Manager will recommend to the <br />Council an amount to be appropriated for this program for the ensuing fiscal <br />year. The Personnel Committee recommends that an initial $35,000 be <br />established for FY 00101. <br /> <br />CONCLUSION <br /> <br />The Personnel Committee is excited about this new program and believes that <br />the organization will benefit by having an Executive Management compensation <br />program that focuses on individual, departmental, and organizational <br />performance and contributions for setting salaries. Recruitment and retention <br />of these key management positions is also enhanced with this highly <br />competitive compensation model. <br /> <br />2 <br />