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not to exceed five percent (50) in toto. <br />c. For overall performance rated as "Meets <br />Expectations," a one-time monetary payment <br />in an amount up to but not to exceed two and <br />one-half percent (2.5 0 of current annual <br />rate of base salary or advancement of one <br />step (2.50) within the salary rate range. <br />d. For overall performance rated as "Below <br />Expectations," no performance salary <br />increase or monetary incentive payment. <br />e. For overall performance rated as <br />"Unacceptable," no performance salary <br />increase or monetary incentive payment. <br />Additionally, any Fare Management Group A <br />employee who has received such a rating and <br />who is being paid at a step higher than the <br />minimum rate of the salary rate range, may <br />be reduced by one or more steps upon the <br />recommendation of the Fire Chief and the <br />approval of the City Manager. <br />f. Application of Guidelines. <br />i. If a Fire Management Group A employee <br />who is recommended for a performance <br />increase is at the maximum of his or. <br />her salary rate range, then the entire <br />performance increase must be awardedthe <br />equivalent amount in a one-time <br />monetary incentive payment. <br />ii. Any one-time monetary incentive payment <br />granted under this plan is not an <br />increase in base salary and no salary <br />rate range applicable to any Fire <br />Management Group A employee covered by <br />this Agreement shall be changed or <br />deemed to have been changed by reason <br />of such payment. However, such <br />incentive payment is PERSable. <br />iii. Performance increase and/or monetary <br />payment amounts for Fire Management <br />Group A personnel require the approval <br />of the City Manager. <br />iv. The City Manager shall be responsible <br />for the development and administration <br />of detailed administrative procedures <br />I3 <br />