Res92 11855 - Laserfiche WebLink

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SECTION 4 - SALARY ADJUSTMENTS There are three types of salary adjustments in the Executive Service Compensation Plan. They are Pay For Performance/Merit, City Council Salary Plan Adjustments, and Internal/External Labor Market Alignments. These salary increases apply to all classifications in the Executive Service except for Council appointed officers and the Director of Human Resources whose salaries shall be determined annually by the City Council and the City Manager. Pay for Performance/Merit - Pay for performance/merit increases shall be granted solely on the basis of satisfactory performance and or merit. Pay for performance is designed to provide pay incentives for executive service personnel to achieve peak performance to meet and exceed organizational and individual goals and objectives. Performance evaluations shall be conducted for all executive service personnel upon completion of the probationary period of employment, upon certification to regular status. Performance evaluations shall then be conducted annually thereafter on the anniversary date of their regular status appointment. Executive Service personnel on an October 1st evaluation schedule shall have October 1st as their anniversary date for performance evaluation purposes. Following the establishment of City-wide goals and objectives by the City Council , the City Manager, through the Department Heads, is responsible for developing the individual goals and objectives of executive service personnel . These goals and objectives in turn shall be the basis of all executive service performance evaluations and the basis of the pay for performance system. The prior years goals and objectives of each individual executive service manager, shall be evaluated by the City Manager and by the Department Heads for recommending pay for performance salary adjustments based on accomplishments or lack thereof of the prior years goals and objectives. When an individual 's performance is judged at a satisfactory level , a merit increase may be given in addition to any other salary adjustment granted by the City Council . Such an increase may be between four and seven percent (4% and 7%). This increase is based on the City' s evaluation of the degree to which the employee met his/her objectives. In making this determination, the relative merit of an individual employee among other executive service personnel shall be considered. The Pay for Performance/Merit pay scale is as follows: Unsatisfactory No increase Satisfactory +4% Exceeds Standards +5% - 6% Outstanding +7% Recommendations for merit increases will be made by the department head and forwarded with detailed justifications to the City Manager and 2