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C. For overall performance rated as "Meets Expectations," a one -time <br />monetary payment in an amount up to but not to exceed two and one -half percent <br />(2.5 %) of current annual rate of base salary or advancement of one step (2,5 %) within <br />the salary rate range, <br />D, For overall performance rated as 'Below Expectations," no performance <br />salary increase or monetary incentive payment, <br />E, For overall performance rated as "Unacceptable," no performance salary <br />Increase or monetary incentive payment. Additionally, any Executive Management <br />(EM) employee who has received such a rating and who Is being paid at a stop higher <br />than the minimum rate of the salary rate range, may be reduced by one or more steps <br />at the discretion of the City Manager, <br />F. Ap ilc t� Ion of Guldelings. <br />1, If an Executive Manager who Is recommended for a performance <br />increase is at the maximum of his or her salary rate range, then the entire performance <br />increase must be awarded the equivalent amount in a one -time monetary incentive <br />payment. <br />2, Any one -time monetary incentive payment granted under this plan <br />Is not an Increase in base salary and no salary rate range applicable to any <br />management employee covered by this Resolution will be changed or deemed to have <br />been changed by reason of such payment. <br />3. The City Manager will be responsible for the development and <br />administration of detailed administrative procedures and guidelines for the consistent <br />and effective application of the unrepresented Executive Management (EM) <br />performance -based evaluation system, Such procedures and guidelines will define how <br />performance objectives, measures and standards are developed; when and how <br />performance reviews are to be carried out; how performance component ratings and <br />composite ratings will be scored; and how performance salary Increase and monetary <br />Incentive payment options are to be exercised. <br />Suction 12, Miscellaneous provisions <br />A. Catastrophic Leave Donation. Executive Management (EM) employees will be <br />eligible to donate and receive catastrophic leave donations as provided to all other <br />represented employees. <br />B. Electronic Device Stipend. Executive Management (EM) employees who use <br />their own personal electronic devices for City business in Ileu of receiving a City owned <br />device will be eligible to receive a stipend at a level matching that received by SAMA <br />employees, <br />C. QtYtar ,Ut�re wont xacutive Mananorr7rn EMZ Ern yyee RigLija and <br />Privllgges, Each employee in a classification of employment designated in Sub- sectlon <br />1.A. of this Resolution as unroprosonted Executive Management (EM) will continue to <br />55A -29 <br />