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<br />1. Purpose. The basic purpose of the performance-based evaluation <br />and salary adjustment system is to help attract, retain and motivate <br />highly competent managers and to provide them with a strong <br />incentive to excel. <br />2. Specific Compensation Determination. <br />a. The Appointing Authority is hereby authorized to make <br />appointments to salary rates within authorized salary rate <br />ranges, as governed by the provisions of Subsection 5.6(A) <br />supra, and to make adjustments to the individual <br />compensation for Middle Management personnel as described <br />in the further provisions of this Article. <br />b. The City Manager shall establish performance criteria and <br />appraisal guidelines to be utilized by the Executive Directors in <br />setting individual compensation for Middle Management <br />personnel. <br />c. After the salary of an employee appointed to a Middle <br />Management classification has been first established and fixed <br />under this plan, salary advancement through the remaining <br />steps of the fifteen (15) step salary rate range shall be based <br />on the results of an annual performance evaluation. <br />3. Performance Evaluation Svstem Components. The evaluation <br />system shall be comprised of the following components: <br /> <br />-16- <br />