RES 98116 - Laserfiche WebLink

Appendix C Management and Confidential Base Salary Plan I. Introduction: The following is a description of the basic tenets of the City's performance pay plan for management personnel. II. Salary Grades: Salary grades with a 50% dollar range from the minimum of the grade to the maximum of the grade shall be established. Each management position shall be assigned to a salary grade. III. Control Point: For each salary grade a control point shall be established. The control point shall be the midpoint of the salary grade. The midpoint represents the value of each position assigned to the salary grade at the fully competent level. IV. Performance Zones: Each salary grade shall be divided into four performance zones as follows: Zone One (80% through 95% of control point): This portion of the grade is typically considered to be that into which a new employee is hired. However, where circumstances warrant, employees may be hired up to the control point. · Zone Two (96% through 104% of the control point): This is the portion of the salary grade to which an employee may normally expect to progress. Most employees will achieve and maintain a salary. within this portion of the range. Zone Three (105% through 111% of the control point): Only those employees whose performance, over time, exceeds expectations will achieve and maintain a salary that falls within this portion of the range. Zone Four (112% through 120% of the control point): Only those employees whose performance, over time, far exceeds expectations will achieve and maintain a salary that falls within this portion of the range. V. Compa Ratio: As part of the administration of the pay plan a compa ratio shall be computed for each management employee. The compa ratio represents the relationship of each manager's and confidential employee's current salary to the control point of his/her salary grade. The compa ratio is calculated by dividing the employee's current salary by the control point of his/her salary grade. 19