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II. <br /> <br />III. <br /> <br />IV. <br /> <br />~hibit B <br /> <br />Management Base Salary Plan <br /> <br />Intro~uction= The following is a description of the <br />basic tenets of the city's performance pay plan for <br />management personnel. <br /> <br />S&larF Grades= Salary grades with a 50% dollar range <br />from the minimum of the grade to the maximum of the grade <br />shall be established. Each management position shall be <br />assigned to a salary grade. <br /> <br />Control Point: 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 />Performance zones: Each salary grade shall be divided <br />into four performance zones as follows: <br /> <br />Zone One (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 />~ (96% through 103% 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 salary within <br />this portion of the range. <br /> <br />~Q~I~__TJI~_~ (104% 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 />~ (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 />- 23 - <br /> <br /> <br />