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Ve <br /> <br />VI. <br /> <br />VII. <br /> <br />VIII. <br /> <br />ComDa Ratio: As part of the administration of the pay <br />plan a compa ratio shall be computed for each management <br />employee. The compa ratio represents the relationship of <br />each manager's current salary to the control point of <br />his/her salary grade. The compa ratio is calculated by <br />dividing the employee's current salary by the control <br />point of his/her salary grade. <br /> <br />~-~ual Salar~ Grade Adjustment: Salary grades will be <br />normally adjusted annually, taking into consideration <br />market and other influences such as increases granted <br />managers among agencies within the city's survey area, <br />increases granted the city's represented employees, <br />internal relationships between supervisory positions <br />across departments, etc. The salary grade adjustment <br />will not usually result in any adjustment to individual <br />managers salaries. <br /> <br />Merit Inarease Poo%: Each year based upon the <br />recommendation of the city manager and as approved by the <br />city council, there shall be established a merit increase <br />pool. The merit increase pool is a percentage of total <br />base management salaries from which management salary <br />increases are distributed. <br /> <br />Merit Inarease Guider Annually merit salary increases <br />may be considered and distributed by the City Manager <br />based upon the recommendation of the supervisor and the <br />following general guidelines. The aggregate of all merit <br />increases distributed will generally equal the merit <br />increase pool percentage. <br /> <br />IX. <br /> <br />O <br /> <br />Increase amounts should differ significantly as <br />performance levels increase. <br /> <br />Managers in the lower performance zones of the <br />salary grade (below the control point) may receive <br />larger percentage increases than those in higher <br />performance zones (above the control point). <br /> <br />No salary increase shall be awarded in instances <br />where a performance rating is "Does Not Meet <br />Expectations". <br /> <br />Individual Merit Inorease: September 1, 1992, managers <br />will be eligible for individual salary adjustments. Said <br />increases shall be made based solely upon performance and <br />in accordance with the merit increase guide. No salary <br />increase shall be made unless a performance appraisal has <br />been made of the employee. <br /> <br />- 24 - <br /> <br /> <br />