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<br />222 <br /> <br />RESOLUTION NO. 91-066 <br />page 14 of 17 <br /> <br />within the established range for all executive positions except <br />the city Manager, the City Attorney, and the Clerk of the <br />Council, which shall be made by the city council. <br /> <br />-, <br /> <br />B. Executive Managers subject to the authority <br />of the City Manager shall be governed by the provisions of <br />section 5 supra and those set forth hereinbelow in making <br />appointments to salary rates within authorized salary rate <br />ranges and in making adjustments to the individual compensation <br />for Middle-Managers subject to their authority. <br /> <br />C. The City Manager shall establish performance <br />criteria and appraisal guidelines to be utilized by appropriate <br />appointing authorities in setting individual compensation for <br />management personnel. The term "appropriate appointing <br />authorities," as used in this Section, shall mean the city <br />Manager regarding Executive Managers subject to his or her <br />authori ty, and each Executive Manager regarding Middle-Managers <br />subject to his or her authority. <br /> <br />D. After the salary of an officer or employee <br />has been first established and fixed under this plan, salary <br />advancement through the remaining steps of the 15-step salary <br />rate range shall be based on the results of an annual <br />performance evaluation. <br /> <br />7.3 Evaluation Svstem Components. The evaluation <br />system shall be comprised of the following components: <br /> <br />A. Annual Obiectives. The system shall include <br />a list of outcome-based, measurable objectives to be achieved <br />which have been mutually agreed upon between the appropriate <br />appointing authority and each individual manager subject to his <br />or her authority. A relative weight will be assigned to each <br />objective listed with a minimum weight of 10% and all must <br />total 100%. <br /> <br />B. Manaqerial Behaviors. In addition to his or <br />her performance in achieving agreed-upon objectives, each <br />manager shall also be evaluated for his or her managerial <br />behavior performance, including such behaviors as communication <br />(oral or written), analysis and problem solving, decision- <br />making and judgment, planning and organization, management <br />control, leadership, interpersonal relations, time-management, <br />technical knowledge, handling of stress, etc. <br /> <br />7.4 Performance Evaluation Guidelines. <br /> <br />A. It shall be the duty and responsibility of <br />each appropriate appointing authority to annually evaluate the <br />performance of each of his or her subordinate managers to <br />