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one-half percent (2.5%) of current annual rate of base salary or advancement of one step (2.5%) within the salary rate range. D, For overall performance rated as "Below Expectations"~ no performance salary increase or monetary incentive payment. E. For overall performance rated as "Unacceptable", no performance salary increase or monetary incentive payment. Additionally, any officer or employee who has received such a rating and who is being paid at a step higher than the minimum rate of the salary rate range, may be reduced by one or more steps upon the reco~uendation of the department head and the approval of the City Manager. F. Application of Guidelines. i. If an officer or employee who is recommended for a performance increase is at the maximum of his or her salary rate range, then the entire performance increase must be awarded the equivalent amount in a one-time monetary incentive payment. ii. Any one-time monetary incentive payment granted under this plan is not an in~rease in base salary and no salary rate range applicable to any management employee covered by this Resolution shall be changed or deemed to have been changed by reason of such payment, iii. Performance increase and/or monetary payment amounts for Middle-Management personnel in City Manager-controlled departments require the approval of the City Manager, iv. The City Manager shall be responsible for the development and administration of detailed administrative procedures and guidelines for the consistent and effective application of the management performance-based evaluation system. Such procedures and guidelines shall 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 salary increase and monetary incentive payment options are to be exercised, 13 of 14