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CITY OF REDWOOD CITY <br /> EXECUTIVE SERVICE COMPENSATION PLAN <br /> SECTION 1 - EXECUTIVE SERVICE COMPENSATION PLAN <br /> This Executive Service Compensation Plan applies to all exempt at will and <br /> confidential classifications in the City's salary plan. These <br /> classifications constitute the Executive Service of the City of Redwood <br /> City. <br /> The City Manager or his designee shall be the chief decision maker under <br /> this plan pursuant to the authority of the Redwood City Charter, Personnel <br /> Ordinance, and Personnel Rules and Regulations. <br /> Refer to Attachment A to this Executive Service Compensation Plan for a <br /> complete listing of the classifications in the City' s Executive Service <br /> Category. <br /> SECTION 2 - NO DISCRIMINATION <br /> There shall be no discrimination because of race, religious creed, color, <br /> national origin, ancestry, disability (except where a disability is a bona <br /> fide occupational disqualification) , medical condition, marital status, <br /> gender, sexual orientation, or political preference against any member of <br /> the Executive Service group by the City or anyone employed by the City; and <br /> to the extent prohibited by applicable state and federal law there shall be <br /> no discrimination because of age. <br /> SECTION 3 - EXECUTIVE SERVICE COMPENSATION POLICY <br /> It is the policy of the City of Redwood City to establish and maintain an <br /> Executive Service Compensation System that will recruit and retain the best <br /> available talent for classifications in the executive service while at the <br /> same time providing incentives for exceptional performance of incumbents. <br /> Executive Service salary ranges shall be reviewed annually in relationship <br /> to other comparable cities with which Redwood City is competing for <br /> executive personnel . Adjustments to salary ranges shall be based on <br /> marketplace survey data, internal relationships, and City financial <br /> conditions. <br /> Individual salary adjustments within established salary ranges shall be <br /> considered by the City Manager and/or his designees based on the following <br /> factors: <br /> * Performance - including the ability to meet or exceed <br /> organizational and individual goals and objectives; <br /> * Internal and/or External Labor Market Adjustments; <br /> * City Financial Conditions. <br /> 1 <br />