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7.2 Specific Compensation Determination. <br /> <br /> A. The City Manager is hereby given the authority to set the <br />individual compensation, to make adjustments thereto and to make <br />appointments at any salary within the established range for all <br />executive posit/one except the City Manager, the City Attorney, and the <br />Clerk of the Council, which shall be made by the City Council. <br /> <br /> B. Executive Managers subject to the authority of the City <br />Manager shall be governed by the provisions of Section 5 supra and <br />those set forth hereinbelow in making appointments to salary rates <br />within authorized salary rate ranges and in making adjustments to the <br />individual compensation for middle-managers subject to their authority, <br /> <br /> C. The City Manager shall establish performance criteria and <br />appraisal guidelines to be utilized by appropriate appointing <br />authorities in setting individual compensation for management <br />personnel. The terms "appropriate appointing authorities", as used in <br />this Section. shall mean the City Manager regarding Executive Managers <br />subject to his or her authority, and each Executive Manager regarding <br />Middle-Managers subject to his or her authority. <br /> <br /> Do After the salary of an officer or employee has been first <br />established and fixed under this plan, salary advancement through the <br />remaining steps of the 15-step salary rate range shall be based on the <br />results of an annual performance evaluation. <br /> <br /> 7.3 Evaluation System Components. The evaluation system shall be <br />comprised of the following components: <br /> <br /> A. Annual Objectives. The system shall include a list of <br />outcome-based, measurable objectives to be achieved which have been <br />mutually agreed upon between the appropriate appointing authority and <br />each individual manager subject to his or her authority. A relative <br />weight will be assigned to each objective listed with a minimum weight <br />of 10% and all must total 100%. <br /> <br /> B. Managerial Behaviors. In addition to his or her <br />performance in achieving agreed-upon objectives, each manager shall <br />also be evaluated for his or her managerial behavior performance, <br />including such behaviors as communication (oral or written), analysis <br />and problem solving, decision-making and Judgment, planning and <br />organization, management control, leadership, interpersonal relations, <br />time-management, technical knowledge, handling of stress, etc. <br /> <br />7.4 Performance EValuation Guidelines. <br /> <br /> A. It shall be the duty and responsibility of each <br />appropriate appointing authority to annually evaluate the performance <br />of each of his or her subordinate managers to determine their <br />individual eligibility for a performance increase and how much such <br />increase, if any, will be. Such annual performance evaluation shall <br /> <br /> <br />