SANTA ANA POLICE MANAGEMENT ASSOCIATION (PMA) (2)

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4. Employees must complete a full year of service to be eligible for the annual performance bonus.An employee that is off on IOD or other leave of absence (excluding vacation or management time off)for ten(10)consecutive work days or more will have their annual bonus payment delayed by the total length of time of such absences. The employee will not be eligible for the incentive bonus payment until completing the required time in their regular position necessary to complete a full year of service. Subsequent performance based bonus pays will be dependent upon completing a full year of service from the effective date of the prior bonus. 5. Performance based monetary incentive payment amounts for employees shall be recommended by the employee's supervisor and requires the approval of both the Police Chief and City Manager. 6. The Police Chief shall be responsible for the development and administration of detailed administrative procedures and guidelines for the consistent and effective application of the Association performance appraisal evaluation criteria. Such procedures and guidelines shall define how performance objectives,measure and standards are developed;when and how performance reviews are to be carried out; how overall performance ratings will be determined;and how performance based monetary incentive payment options are to be exercised. 7. If it is determined by CatPERS that the"Bonus"is not eligible to be included as "PERSable" compensation, the City shall convert the bonus to two (2) additional merit based steps at increments of two and one-half percent(2.5%) for the last year that the employee earned the Bonus. The Association understands and agrees that these steps would be merit based and employees must maintain a Significantly Exceeds rating to receive or maintain the five percent(5%) or Exceeds Expectations rating to receive or maintain the two and one-half percent (2.5%). Employees who do not receive Significantly Exceeds rating or Exceeds Expectations rating will be returned to Step D of the Association salary schedule. 4.10 Promotional Salary Advancement. When an employee is promoted to a position in a higher classification from a position in a lower classification in the bargaining unit, they shall be reassigned to the lowest step in the appropriate salary rate range for the higher classification that gives the employee a minimum increase of one (1) salary step (approximately five percent(5%)over their current base salary step (plus any pay for performance bonus if said employee was at top step in their current classification)and exclusive of any pay additive or additives such as shift differential, assignment pay, special skill pay, or the like. II