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Appendix C <br /> Management and Confidential Base Salary Plan <br /> Introduction: The following is a description of the basic tenets of the City's performance pay <br /> plan for management personnel. <br /> II. Salary Grades: Salary grades with a 50% dollar range from the minimum of the grade to the <br /> maximum of the grade shall be established. Each management position shall be assigned to a <br /> salary grade. <br /> III. Control Point: For each salary grade a control point shall be established. The control point <br /> shall be the midpoin: of the salary grade. The midpoint represents the value of each position <br /> assigned to the salary grade at the fully competent level. <br /> IV. Performance Zones: Each salary grade shall be divided into four performance zones as <br /> follows: <br /> Zone One ( €0% through 95% of control point): This portion of the grade is typically <br /> considered to be that into which a new employee is hired. However, where <br /> circumstances warrant, employees may be hired up to the control point. <br /> Zone Two (96% through 104% of the control point): This is the portion of the salary <br /> grade to which an employee may normally expect to progress. Most employees will <br /> achieve and maintain a salary within this portion of the range. <br /> Zone Three (105% through 111% of the control point): Only those employees whose <br /> performance, over time, exceeds expectations will achieve and maintain a salary that <br /> falls within this portion of the range. <br /> Zone Four (112% through 120% of the control point): Only those employees whose <br /> performance:, over time, far exceeds expectations will achieve and maintain a salary that <br /> falls within this portion of the range. <br /> 9/1/99 Page21 of26 <br />