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Appendix S <br /> Management Same Salary Plan <br /> I. Introduction: The following is a description of the <br /> basic tenets of the city's performance pay plan for <br /> management personnel. <br /> 11. palars grades: Salary grades with a 50% dollar range <br /> from the minimum of the grade to the maximum of the grade <br /> shall be established. Each management position shall be <br /> assigned to a salary grade. <br /> III. Control Point: For each salary grade a control point <br /> shall be established. The control point shall be the <br /> midpoint of the salary grade. The midpoint represents <br /> the value of each position assigned to the salary grade <br /> at the fully competent level. <br /> IV. performance zones: Each salary grade shall be divided <br /> into four performance zones as follows: <br /> - - Lone One (80% through 95% of control point): This <br /> portion of the grade is typically considered to be <br /> that into which a new employee is hired. However, <br /> where circumstances Warrant, employees may be hired <br /> up to the control point. <br /> - - Zone Two (96% through 104% of the control point): <br /> This is the portion of the salary grade to which an <br /> employee may normally expect to progress. . Most <br /> employees will achieve and maintain a salary within <br /> this portion of the range. <br /> - - Zone Three (105% through 111% of the control <br /> point): Only those employees whose performance, <br /> over time, exceeds expectations will achieve and <br /> maintain a salary that falls within this portion of <br /> the range. <br /> -- Zone Four (112% through 120% of the control point): <br /> Only those employees whose performance, over time, <br /> far exceeds expectations will achieve and maintain <br /> a salary that . falls within this portion of the <br /> range. <br /> • <br /> - 19 - <br />