Res15 15460 - Laserfiche WebLink

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Upon Council direction the City Manager shall request external labor market comparisons for all classifications in the Executive Management Group. Upon review of the labor market comparison and the City's financial condition the City Council may approve implementation of new salary ranges for the Executive Management Group. Individual Executive Management salaries for Department Heads are reviewed by the City Manager on an annual basis and are set anywhere within the established range based on performance. Individual Executive Management salaries for Division Managers are reviewed by the Department Head and recommended to the City Manager on an annual basis and are set anywhere within the established range based on performance. Additionally, all Executive Management classifications shall maintain a minimum differential of 10% above the top step of subordinate classifications. Adjustments in salary ranges to maintain the differential will be effective the same date the subordinate class received the adjustment. Council approval for adjustments to salary ranges due to compaction shall not be required. EXCEPTIONAL PERFORMANCE BONUS The City Council shall establish a bonus program for the Executive Management Group that will offer incentives and commensurate rewards for exceptional service or contributions. Any bonus granted under this program is at the discretion of the City Manager and is awarded when previously established stretch goals have been met or when the City Manager deems it appropriate. Employees in the Executive Management Group are eligible to receive up to 5% of their base salary one time each fiscal year. It is not expected that all positions will receive bonuses each year since this program is intended to recognize only exceptional performance. This program is not a method of recognizing expected or above average performance. Again, the Bonus program is only for exceptional service to the city or community. Any bonus awarded under this program is not considered part of base salary nor is there any intention that any bonus serve as the basis for any future compensation. Annually as part of the budget process, the City Manager recommends to council an amount to be appropriated for this program for the ensuing fiscal year. This amount may be based upon experience and may be expanded or reduced in accordance with the City's financial prospects and the City Manager's/City Council's satisfaction with the program. CITY PAID DEFERRED COMPENSATION CONTRIBUTION Effective October 1, 2001, the City shall contribute 2% of compensation to a deferred compensation program for all Executive Management classifications. RETIREMENT ENHANCEMENT PLAN (401-A) ATT�Y/RE50.3159/CC RESO AMENDING EXECUTIVE MANAGEMENT SUMMARY REV:11-24-15 RS Page 5 of 19