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10 <br />evaluation period and provide that document to the employee. The employee’s <br />evaluation will be held in abeyance for a period no longer than ninety (90) days, <br />allowing the employee time to attempt to achieve the objectives. During this time <br />any Performance Based Salary Adjustment for an “Exceeds Expectations,” if <br />awarded, shall not be processed. If the employee fails to achieve a rating of <br />"Significantly Exceeds Expectations" within the ninety (90) day period, they will <br />not be eligible for the “Significantly Exceeds Expectations” bonus for that rating <br />period. <br />C. Application of Guidelines <br />1. Any one-time incentive payment granted under this plan is not an increase <br />in base salary and no salary rate range applicable to an employee shall be <br />changed or deemed to have been changed by reason of such payment. <br />However, such incentive payment for Classic CalPERS members as <br />allowable under CCR Section 571a will be reported to CalPERS as special <br />compensation for calculation towards retirement. <br />2. In the event that CalPERS determines that such payments do not meet the <br />definitions listed in CCR Section 571a as special compensation to be <br />reported to CalPERS, the City will convert the incentive payment for <br />eligible employees to a meritorious step on the salary range as set forth in <br />section 4.8(C)(7). <br />3. An employee that is deemed to be a “New CalPERS Member” is not <br />eligible to have the incentive payment reported to CalPERS as special <br />compensation. See Government Code section 7522.34(c) and PERS <br />circular 200-064-17 dated December 6, 2017, a bonus is not “PERSable” <br />compensation for new members. <br />4. An employee that is off on IOD or other leave of absence whose <br />Performance Appraisal date occurs while off work will have their <br />appraisal date adjusted when returning to work for the time not worked. <br />The employee will not be eligible for the incentive bonus payment until <br />completing the required time in their regular position necessary to be <br />evaluated per current departmental policy. <br />5. Performance based monetary incentive payment amounts for employees <br />shall be recommended by the employee’s supervisor and requires the <br />approval of both the Police Chief and City Manager. <br />6. The Police Chief shall be responsible for the development and <br />administration of detailed administrative procedures and guidelines for the