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IX. Merit Increase Guide: Merit salary increases may be considered on an annual basis <br /> and distributed by the City Manager based upon the recommendation of the supervisor <br /> and the following general guidelines. The aggregate of all merit increases distributed <br /> will generally equal the merit increase pool percentage. <br /> Increase amounts should differ significantly as performance levels increase. <br /> Managers and confidential employees in the lower performance zones of the <br /> salary grade (below the control point) may receive larger percentage increases <br /> than those in higher performance zones (above the control point). <br /> No salary increase shall be awarded in instances where a performance rating is <br /> "Does Not Meet Expectations ". <br /> X. 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 /> XI. Performance Management Plan: The performance pay plan is intended to follow the <br /> following time schedule: <br /> Timing Activities <br /> August Performance Planning <br /> ➢ discuss, identify and document objectives for <br /> Key Result Areas <br /> ➢ discussion of expectations for the Job Related <br /> Behaviors <br /> January/February Midyear Reviews <br /> ➢ modify objectives where necessary <br /> ➢ manager /incumbent discussion of job expectations <br /> Page 25 of 31 <br />