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Point Rating Performance Levels <br />3 Significantly Exceeds Expectations: <br />Consistently exceeds all objectives requirements and <br />expectations by a wide margin. <br />2 Exceeds Expectations: <br />Consistently meets all objectives and requirements <br />and exceeds several. <br />1 Meets Expectations: <br />Meets objectives and requirements. <br />3. Performance -Based Incentive Pay Bonus. At the discretion of the City <br />Manager, each Executive Management (EM) employee who has achieved and <br />maintained the maximum salary of their classification salary range for one (1) full year, <br />may be eligible to receive a lump sum performance -based incentive pay bonus for <br />extremely meritorious performance outside their regular job responsibilities. The <br />calculation of the incentive pay bonus will be based on a percentage of current annual <br />rate of base salary for the identified period in which the compensation was earned, in <br />accordance with the following: <br />a. For overall performance rated as "Extremely Meritorious Performance," an <br />incentive pay bonus up to, but not to exceed seven and one-half percent (7.5%) in toto. <br />D. Application of Guidelines. <br />1. The incentive pay bonus granted under this plan is not an increase <br />in base salary and no salary range applicable to any Executive Management employee <br />covered by this Resolution will be changed or deemed to have been changed by reason <br />of such incentive pay. <br />2. The lump sum incentive pay bonus defined for overall Extremely <br />Meritorious Performance listed above in Section C.3. (a) is not intended to meet the <br />definition of Special Compensation under Government Code Section 20636 (c) (1-7). <br />3. The City Manager will be responsible for the development and <br />administration of detailed administrative procedures and guidelines for the consistent <br />and effective application of the Unrepresented Executive Management (EM) <br />performance -based evaluation system. Such procedures and guidelines will define how <br />performance objectives, measures and standards are developed; when and how <br />performance reviews are to be carried out; how performance component ratings and <br />composite ratings will be scored; and how performance incentive pay bonuses are to be <br />exercised. <br />