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RES 00109
City of Pleasanton
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RES 00109
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9/8/2011 3:32:15 PM
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11/20/2000 5:11:52 PM
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CITY CLERK
CITY CLERK - TYPE
RESOLUTIONS
DOCUMENT DATE
8/15/2000
DOCUMENT NO
RES 00109
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Appendix C <br /> <br />Management and Confidential Base Salary Plan <br /> <br />Introduction: The following is a description of the basic tenets of the City's <br />performance pay plan for management personnel. <br /> <br />II. <br /> <br />Salary Grades: Salary grades with a 50% dollar range from the minimum of the grade <br />to the maximum ofthe grade shall be established. Each management position shall <br />be assigned to a salary grade. <br /> <br />III. <br /> <br />Control Point: For each salary grade a control point shall be established. The control <br />point shall be the midpoint of the salary grade. The midpoint represents the value of <br />each position assigned to the salary grade at the fully competent level. <br /> <br />IV. <br /> <br />Performance Zones: Each salary grade shall be divided into four performance zones <br />as follows: <br /> <br /> Zone One (80% through 95% of control point): This portion ofthe grade is <br /> typically considered to be that into which a new employee is hired. However, <br /> where circumstances warrant, employees may be hired up to the control point. <br /> <br />Zone Two (96% through 104% of the control point): This is the portion of the <br />salary grade to which an employee may normally expect to progress. Most <br />employees will achieve and maintain a salary within this portion of the range. <br /> <br />Zone Three (105% through 111% of the control point): Only those employees <br />whose performance, over time, exceeds expectations will achieve and maintain <br />a salary that falls within this portion of the range. <br /> <br />Zone Four (112% through 120% of the control point): Only those employees <br />whose performance, over time, far exceeds expectations will achieve and <br />maintain a salary that falls within this portion of the range. <br /> <br />Page 23 of 30 <br /> <br /> <br />
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