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6.B. - Page 350 of 366 <br />based on total compensation, including such factors as salary, benefits, and other <br />employer payments typically considered when determining total compensation. <br />Upon Council direction the City Manager shall request external labor market comparisons <br />for all classifications in the Executive Management Group. Upon review of the labor <br />market comparison and the City's financial condition the City Council may approve <br />implementation of new salary ranges for the Executive Management Group. <br />Individual Executive Management salaries for Department Heads are reviewed by the City <br />Manager on an annual basis and are set anywhere within the established range based on <br />performance. Individual Executive Management salaries for Division Managers are <br />reviewed by the Department Head and recommended to the City Manager on an annual <br />basis and are set anywhere within the established range based on performance. <br />INTERNAL ALIGNMENT <br />All Executive Management classifications shall maintain a minimum differential of 10% <br />above subordinate classifications. The comparative analysis shall include the top of the <br />range of the executive classification and the top of the range (or top step) of the <br />subordinate classification. Premium pay received by the subordinate classification will be <br />included in the comparison if such pay is received on a regular and continuous basis, and <br />the supervising classification is not similarly eligible for such pay. Adjustments in salary <br />ranges to maintain the differential will be effective the same date the subordinate class <br />received the adjustment. <br />The classifications of Police Captain, Deputy Police Chief, and Police Chief shall be exempt <br />from the internal alignment standard through June 30, 2021. Salary adjustments for <br />these classifications shall be granted annually, with the intent of achieving the ten percent <br />(10%) internal alignment standard over time. <br />Adjustments to salary ranges due to compaction may be approved by the City Manager <br />for immediate effect, and such changes shall be submitted for Council approval as soon <br />as practical. <br />EXCEPTIONAL PERFORMANCE BONUS <br />The City Council shall continue to provide a bonus program for the Executive Management <br />Group that will offer incentives and commensurate rewards for exceptional service or <br />contributions. Any bonus granted under this program is at the discretion of the City <br />Manager and is awarded when previously established stretch goals have been met or <br />when the City Manager deems it appropriate. Employees in the Executive Management <br />Group are eligible to receive up to a 5% of their base salary one time each fiscal year. It <br />is not expected that all positions will receive bonuses each year since this program is <br />2 <br />369 <br />