Item 23 - Resolution Amending the Classification and Compensation Plan for Classifications

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2. The lump sum incentive pay bonus defined for overall Extremely Meritorious Performance listed above in Section C.3. (a) is not intended to meet the definition of Special Compensation under Government Code Section 20636 (c) (1-7). 3. The City Manager will be responsible for the development and administration of detailed administrative procedures and guidelines for the consistent and effective application of the Unrepresented Executive Management (EM) performance- based evaluation system. Such procedures and guidelines will define how performance objectives, measures and standards are developed; when and how performance reviews are to be carried out; how performance component ratings and composite ratings will be scored; and how performance incentive pay bonuses are to be exercised. Section 12. Miscellaneous Provisions A. Catastrophic Leave Donation. Executive Management (EM) employees will be eligible to donate and receive catastrophic leave donations as provided to all other represented employees. B. Technology Device Stipend. Executive Management (EM) employees who use their own personal electronic devices for City business in lieu of receiving a City owned device will be eligible to receive a stipend at a level matching that provided to all other represented employees. D. At-Will Employment Relationship. With the exception of the Police Chief, classifications listed in Section 1. A. are defined as not excepted by the Civil Service System as defined in Section 1002 of the City of Santa Ana Code of Ordinance, Charter Article X – Civil Service and are considered to be employed “at-will” as defined by the California Labor Code section 2922. Employees appointed by, and serves the pleasure of, the City Manager. Nothing in this Resolution Exhibit shall prevent, limit, or otherwise interfere with the right of the City Manager to terminate employment of an employee at any time, with or without cause.