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11.2 Specific Compensation Determination. <br />A. The City Manager is hereby given the authority to set the individual <br />compensation, to make adjustments thereto and to make appointments at any salary <br />within the established range for all executive positions except the City Manager, the City <br />Attorney, and the Clerk of the Council, which will be made by the City Council. <br />B. The City Manager will establish performance criteria and appraisal <br />guidelines to be utilized in setting individual compensation for Executive Management <br />(EM) employees. <br />C. After the salary of an employee has been first established and fixed under <br />this plan, salary advancement through the remaining steps of the 15 -step salary rate <br />range will be based on the results of an annual performance evaluation. <br />11.3 Evaluation System Components. The evaluation system will be comprised <br />of the following components: <br />A. Annual Obiectives. The system will include a list of outcome - based, <br />measurable objectives to be achieved which have been mutually agreed upon between <br />the appropriate appointing authority and each individual manager subject to his or her <br />authority. A relative weight will be assigned to each objective listed with a minimum <br />weight of 10% and all must total 100 %. <br />B. Managerial Behaviors. In addition to his or her performance in achieving <br />agreed upon objectives, each Executive Manager will also be evaluated for his or her <br />managerial behavior performance, including such behavior as communication (oral or <br />written), analysis and problem solving, decision - making and judgment, planning and <br />organization, management control, leadership, interpersonal relations, time - <br />management, technical knowledge, handling of stress, etc. <br />11.4 Performance Evaluation Guidelines. <br />A. The City Manager will annually evaluate the performance of each of his or <br />her Executive Management (EM) employees annually to determine their individual <br />eligibility for a performance increase and how much, if any, increase will be given. Such <br />annual performance evaluation will occur once a year and will cover the twelve month <br />period preceding that date. Additionally, at least one informal mid -year progress review <br />will be held between the City Manager and each of his or her Executive Management <br />(EM) employees. <br />B. Performance Ratings. Each manager's performance in relation to his or <br />her agreed upon annual objectives and managerial behaviors will be evaluated <br />according to the following performance rating scale: <br />Point Rating Performance Levels <br />3 Significantly Exceeds Expectations: <br />Resolution No. 2015 -001 <br />Page 12 of 15 <br />