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4. Employees must complete a full year of service to be eligible for the annual <br />performance bonus. An employee that is off on IOD or other leave of absence <br />(excluding vacation or management time off) for ten (10) consecutive work <br />days or more will have their annual bonus payment delayed by the total <br />length of time of such absences. The employee will not be eligible for the <br />incentive bonus payment until completing the required time in their regular <br />position necessary to complete a full year of service. Subsequent <br />performance based bonus pays will be dependent upon completing a full year <br />of service from the effective date of the prior bonus. <br />5. Performance based monetary incentive payment amounts for employees shall <br />be recommended by the employee's supervisor and requires the approval of <br />both the Police Chief and City Manager. <br />6. The Police Chief shall be responsible for the development and administration <br />of detailed administrative procedures and guidelines for the consistent and <br />effective application of the Association performance appraisal evaluation <br />criteria. Such procedures and guidelines shall define how performance <br />objectives, measure and standards are developed; when and how performance <br />reviews are to be carried out; how overall performance ratings will be <br />determined; and how performance based monetary incentive payment options <br />are to be exercised. <br />7. If it is determined by Ca1PERS that the "Bonus" is not eligible to be included <br />as "PERSable" compensation, the City shall convert the bonus to two (2) <br />additional merit based steps at increments of two and one-halfpercent (2.5%) <br />for the last year that the employee earned the Bonus. The Association <br />understands and agrees that these steps would be merit based and employees <br />must maintain a Significantly Exceeds rating to receive or maintain the five <br />percent (5%) or Exceeds Expectations rating to receive or maintain the two <br />and one-half percent (2.5%). Employees who do not receive Significantly <br />Exceeds rating or Exceeds Expectations rating will be returned to Step D of <br />the Association salary schedule. <br />4.10 Promotional Salary Advancement. When an employee is promoted to a position in a higher <br />classification from a position in a lower classification in the bargaining unit, they shall be <br />reassigned to the lowest step in the appropriate salary rate range for the higher classification <br />that gives the employee a minimum increase of one (1) salary step (approximately five <br />percent (5%) over their current base salary step (plus any pay for performance bonus if said <br />employee was at top step in their current classification) and exclusive of any pay additive or <br />additives such as shift differential, assignment pay, special skill pay, or the like. <br />11 <br />