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Appendix B <br /> Nanagement Base 8alar~ Plan <br /> <br />I. Introductions The following is a description of the <br /> basic tenets of the city's performance pay plan for <br /> management personnel. <br /> <br />II. Salary Grades~ Salary'grades with a 50% dollar range <br /> fromthe minimum ofthegrade tothe maximum of the grade <br /> shall be established. Each management position shall be <br /> assigned to a salary grade. <br /> <br />III. Control Points For each salary grade a control point <br /> shall be established. The control point shall be the <br /> midpoint of the salary grade. The midpoint represents <br /> the value of each position assigned to the salary grade <br /> at the fully competent level. <br /> <br />IV. Performance ~o~es~ Each salary grade shall be divided <br /> into four performance zones as follows: <br /> <br /> -- ~ (80% through 95% of control point): This <br /> portion of the grade is typically considered to be <br /> that into which a new employee is hired. However, <br /> where circumstances warrant, employees may be hired <br /> up to the control point. <br /> <br /> -- Zone Two (96% through 104% of the control point): <br /> This is the portion of the salary grade to which an <br /> employee may normally expect to progress. Most <br /> employees will achieve and maintain a salarywithin <br /> this portion of the range. <br /> <br /> -- ~aXL~__=]lr~= (105% through 111% of the control <br /> point): Only those employees whose performance, <br /> over time, exceeds expectations will achieve and <br /> maintain a salary that falls within this portion of <br /> the range. <br /> <br /> -- Zone Fou; (112% through 120% of the control point): <br /> Only those employees whose performance, over time, <br /> far exceeds expectations will achieve and maintain <br /> a salary that falls within this portion of the <br /> range. <br /> <br /> - 18 - <br /> <br /> <br />