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period. This 1.25% increase in base is in -lieu of the Annual City Contribution of 1.75% <br />paid to the Medical Retirement Subsidy fund in October each year, <br />3. If said RHS Plan is established after the annual payment of 1,75% into the <br />existing Medical Retirement Subsidy plan has been made, the salary adjustment and <br />deposit into the RHS of the 1.25% described in paragraph 8.C.2. above will be effective <br />July 1, 2016, <br />4. Upon approval to participate in the RHS, Executive Management (EM) <br />employees will determine how the existing Medical Retirement Subsidy Plan funds will <br />be distributed among its membership and, if applicable, its retired members. Executive <br />Management (EM) employees will dissolve the existing Medical Retirement Subsidy <br />plan by June 30, 2016, unless said deadline has been extended by mutual agreement <br />of Executive Management (EM) employees and the City. <br />Section 9, Auto Allowance. With the exception of the Police Chief who receives a City <br />vehicle, the City will contribute five hundred dollars ($500) per month to each Executive <br />Management (EM) employee to offset reasonable and necessary expenses for the <br />operation, maintenance and insuring of an automobile. In lieu of receiving five hundred <br />dollars ($500) per month, the employee may request and be provided with an optional <br />vehicle. This provision is in accordance with and as specified in Section 2-300, Division <br />1, Article IV, Santa Ana Municipal Code. <br />Section 10. Deferred Compensation. The City has established and maintains a <br />deferred compensation plan pursuant to the provisions of Section 457(b) of the Internal <br />Revenue Code. Executive Management (EM) employees covered under this resolution, <br />at his or her sole discretion, may defer to have deposited into the City's 457(b) plan a <br />portion of his or her compensation up to the maximum amount permitted by law. <br />The City is desirous of establishing a 401(a) deferred compensation plan. As <br />permissible by law the City will establish a 401(a) deferred compensation plan at a <br />future date. Executive Management (EM) employees covered under this resolution, at <br />his or her sole discretion, may defer to have deposited into said 401(a) plan upon its <br />establishment a portion of his or her compensation up to the maximum amount <br />permitted by law. <br />All contributions into the 457(b) and 401(a) plan are voluntary employee contributions <br />and will meet the requirements of the Internal Revenue Code. <br />Section 11. Unrepresented Executive Management (EM) Performance -Based <br />Evaluation System. The provision of the unrepresented Executive Management (EM) <br />performance -based evaluation system are as follows: <br />11.1 Purpose. The basic purpose of the performance -based evaluation system <br />is to help attract, retain and motivate highly competent Executive Managers and to <br />provide them with a strong incentive to excel. <br />Resolution No. 2015-001 <br />Page 11 of 16 <br />