RES 98043 - Laserfiche WebLink

increases granted the parmer city's represented employees, internal relationships between supervisory positions and across departments, etc. The salary grade adjustment will not usually result in any adjustment to individual managers or confidential employee's salaries unless a reclassi~cation or job change results. VII. Merit Increase Pool: Each year based upon the recommendation of the City Managers and as approved by the City Council's, there shall be established a merit increase pool. The merit increase pool is a percentage of total base management salaries from which management and confidential employee salary increases are distributed. VIII. Merit Increase Guide: Annually merit salary increases may be considered and distributed by the City Managers based upon the recommendation of the supervisor and the following general guidelines. The aggregate of all merit increases distributed will generally equal the merit increase pool percentage. Increase amounts should differ significantly as performance levels increase. Managers and confidential employees in the lower performance zones of the salary grade (below the control point) may receive larger percentage increases than those in higher performance zones (above the control point). No salary increase shall be awarded in instances where a performance rating is "Does Not Meet Expectations". IX. Individual Merit Increase: In the month of September each year, managers will be eligible for individual salary adjustments. Said increases shall be made based solely upon performance and in accordance with the merit increase guide. No salary increase shall be made unless a performance appraisal has been made of the employee. IX. Performance Management Plan: The performance pay plan is intended to follow the time schedule described on the following page: -17-