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Each salary range shall be divided into four performance zones as follows: <br /> Zone One (80% through 95% of control point): New employees are typically <br /> hired within this zone. However, where circumstances warrant, employees may <br /> be hired up to or above the control point. <br /> Zone Two (96% through 104% of the control point): An employee may <br /> normally expect to progress within this portion of the salary range. Most <br /> employees will achieve and maintain a salary within this portion of the range. <br /> Zone Three (105% through 111% of the control point): Only those <br /> employees whose performance, over time, exceeds expectations will achieve <br /> and maintain a salary that falls within this portion of the range. <br /> Zone Four (112% through 120% of the control point): Only those <br /> employees whose performance, over time, far exceeds expectations will <br /> achieve and maintain a salary that falls within this portion of the range. <br /> D. Merit Increase Guide <br /> Merit salary increases may be considered on an annual basis, generally in the month <br /> of September, based upon the recommendation of the supervisor and Department <br /> Head, and the following general guidelines: <br /> • Increase amounts may differ as performance levels increase. <br /> • Merit increases shall be based solely upon performance and no salary increase shall <br /> be made unless a performance appraisal has been completed for the employee. <br /> • No salary increase shall be awarded in instances where overall performance falls <br /> below an acceptable standard. <br /> E. Merit Increase Pool <br /> Each year, as appropriate, based upon the recommendation of the City Manager and <br /> as approved by the City Council, there shall be established a merit increase pool. The <br /> merit increase pool is a percentage of total base management and confidential <br /> employees' salaries. This pool funds the management and confidential employee <br /> Page 4 of 44 <br />