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490 RESOLUTION ~0. 87-95 Page 10 6.15 O~tion to Redesignate Certain Contributions. Affected ~ployees 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 e~ployees shall continue to receive any and all e~ployee benefits which they were entitled to receive on December 31, 1987, by reason of prior action of the City Council. Section 7. Management Performance - Based Evaluation S~;stem. There is hereby established a performance-based evaluation system for officers and e~ployees employed in classes herein designated as unrepresented Executive Management (EM) or Middle-Management (M~i), 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. 7.2 Specific Ccmpensation Determination. A. Tne City Manager is hereby given the authority to set the individual compensation, to make adjustments thereto and to make appointments at any salary within the established range for all executive positions except the City Manager, the City Attorney, and the Clerk of the Council, which shall be made by the City Council. B. Executive Managers subject to the authority of the City Manager shall be governed by the provisions of Section 5 supra and those set forth hereinbelow in making appointments to salary rates within authorized salary rate ranges and in making adjustments to the individual compensation for middle-managers subject to their authority. C. The City Manager shall establish performance criteria and appraisal guidelines to be utilized by appropriate appointing authorities in setting individual cempensation for management personnel. The term "appropriate appointing authorities," as used in this Section, shall mean the City Manager regarding Executive Managers subject to his or her authority, and each Executive Manager regarding Middle-Managers subject to his or her authority. D. After the salary of an officer or employee has been first established and fixed under this plan, salary advancement through the remaining steps of the 15-step salary rate range shall be based on the results of an annual performance evaluation. 7.3 Evaluation S~ste~ Cc~3nents. Tne evaluation system shall be cc~prised of the following cemponents: A. Annual Objectives. The system shall include a list of outceme-based, measurable objectives to be achieved which have been mutually agreed upon between the appropriate appointing authority and each individual manager subject to his or her authority. A relative weight will be assigned to each objective listed with a minim~ weight of 10% and all must total 100%.