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The City is desirous of establishing a 401(a) deferred compensation plan. As <br />permissible by law the City will establish a 401(x) 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 />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 />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 Objectives. 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 />