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492 RESOLUTION NO. 87-95 Page 12 A. For overall performance rated as "Significantly Exceeds Expectations," either step increases or one-timemonetarypayment or a ccmbination of step increases and one-time monetary payment not to exceed seven and one-half percent (7.5%) in toto. B. For overall performance rated as "Exceeds Expectations," either step increases or one-time monetary payment or a cc~bination of a step increase and one-time monetary payment not to exceed five percent (5%) in toto. C. For overall performance rated as "Meets Expectations," a one-timemonetarypayment in an amount up to but not to exceed two and 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 ormore steps upon the rec~,~endation of the department head and the approval of the City Manager. F. Application of Guidelines. i. If an officer or e~nployee who is recc~m~ended for a performance increase is at the maximt~nof 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 increase in base salary and no salary rate range applicable to any management employee covered by this Rmsolution shall be changed or dee~aed to have been changed by reason of such payment. iii. Performance increase and/ormonetarypayment 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 cc~penent ratings and cc~posite ratings will be scored; and how performance salary increase and monetary incentive payment options are to be exercised.