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IX. <br /> <br />Merit Increase Guide: Merit salary increases may be considered on an annual basis <br />and distdbutad by the City Manager based upon the recommendation of the supervisor <br />and the following general guidelines. The aggregate of all medt increases distributed <br />will generally equal the medt increase pool percentage. <br /> <br />Increase amounts should differ significantly as performance levels increase. <br /> <br />Managers and confidential employees in the lower performance zones of the <br />salary grade (below the contrel point) may receive larger percentage increases <br />than those in higher performance zones (above the centrcl point). <br /> <br />No salary incraase shall be awarded in instances where a performanse rating is <br />"Does Not Meet Expectations". <br /> <br />Individual Merit Increase: In the month of September each year, managers will be <br />eligible for individual salary adjustments. Said increases shall be made based solely <br />upon performance and in accordance with the merit increase guide. No salary <br />increase shall be made unless a performance appraisal has been made of the <br />employee. <br /> <br />XI. <br /> <br />Performance ManaGement Plan: The performance pay plan is intended to follow the <br />following time schedule: <br /> <br />Timin~ Activities <br />August Performance Planning <br /> <br /> > discuss, identify and document objectives for <br /> Key Result Areas <br /> > discussion of expectstions for the Job Related <br /> Behaviors <br /> <br />January/February Midyear Reviews <br /> <br /> ~' modify objectives where necessary <br /> <br /> > manager/incumbentdiscussionofjobexpectations <br /> <br />P~e25~30 <br /> <br /> <br />