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unreasonable response time to the employee's place of employment. Should the department head refuse any such request, the employee shall have the right of appeal of said determination to the City Manager for reconsideration. 6.13 Wellness and Physical Fitness Incentive. Effective January 1, 1986, affected employees shall be eligible to receive cash payment to defray a portion of the membership cost of a City-approyed but privately operated health and physical fitness program in accordance with the following cost-sharing schedule: A. For each Executive Management participant, 80% of the annual membership cost up to a maximum City contribution of $500 per year. B. For each Middle-Management participant, 40% of the annual membership cost up to a maximum City contribution of $300 per year. 6.14 Tuition Reimbursement. Affected employees shall continue to be eligible to participate in the existing Training and Education Assistance Program provided for all regular, full-time employees of the City; except, however, affected employees shall be eligible to receive one hundred percent (100%) reimbursement for tuition and registra~ion costs up to a maximum of three hundred dollars ($300.00) per semester in accordance with the provisions of that Program. 6.15 Option to Redesi~nate Certain Contributions. Affected employees shall have the option of waiving coverage under any City-sponsored group insurance plan, such as medical, dental, long-term disability and life coverages, and applying the above specified amount of City contribution toward each such coverage waived to deferred compensation and/or earned income. 6.16 Carry Over Benefits. In addition to the benefits specified in Section 6.1 through 6.15 above, said officers and employees shall continue to receive any and all employee benefits which they were entitled to receive on December 31, 1985, by reason of prior action of the City Council. Section 7. Management Performance - Based Evaluation System. There is hereby established a performance-based evaluation system for officers and employees employed in classes herein designated as unrepresented Executive Management (EM) or Middle-Management (MM), the provisions of which are hereinbelow set forth. 7.1 Purpose. The basic purpose of the performance-based evaluation system is to help attract, retain and motivate highly competent managers and to provide them with a strong incentive to excel. 10 of 14