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L I I <br /> <br /> Effective October 1, 1996, each employee in Executive Management shall be ehgible to <br /> receive a one percent (1%) salary plan adjustment. <br /> <br /> H. PAY FOR PERFORMANCE/MERIT INCREASES <br /> <br /> Pay for performance/merit increases shall be granted solely on the basis of satisfactory <br /> performance and or merit. Pay for performance is designed to provide pay incentives for <br /> Executive Management personnel to achieve peak performance to meet and exceed <br /> organizational and individual goals and objectives. <br /> <br /> Performance evaluations shall be conducted for all Executive Management annually. <br /> <br /> Following the establishment of City-wide goals and objectives by the City Council, the <br /> City Manager, through the Department Heads, is responsible for developing the <br /> individual goals and objectives of Executive Management personnel. These goals and <br /> objectives in turn shall be the basis of all Executive Management performance evaluations <br /> and the basis of the pay for performance system. The prior years goals and objectives of <br /> Executive Management, shall be evaluated by the City Manager and/or by the <br /> Department Heads for recommending pay for performance salary adjustments based on <br /> accomplishments or lack thereof of the prior years goals and objectives. <br /> <br /> When an individual's performance is judged at a satisfactory level, a merit increase may <br /> be given in addition to any other salary adjustment granted by the City Council. Such an <br /> increase may be between three and seven percent (3% and 7%). This increase is based on <br /> the City's evaluation of the degree to which the employee me~ his/her objectives. In <br /> making this determination, the relative merit of an individual employee among other <br /> Executive Management personnel shall be considered. The Pay for Performance/Merit <br /> pay scale is as follows: <br /> <br /> Unsatisfactory 0% <br /> Satisfactory +3% <br /> Exceeds Standards +4% - 5% <br /> Outstanding +6% - 7% <br /> <br /> Recommendations for merit increases will be made by the City Manager and/or <br /> Department Head and forwarded with detailed justifications to the City Manager and/or <br /> Personnel Officer, who may make adjustments prior to approval. <br /> <br /> 2 <br /> <br /> <br />