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Exhibit B Management Base Salary Plan I. Introduction: The following is a description of the basic tenets of the city's performance pay plan for management personnel II. Salary Grades: Salary grades with a 50% dollar range from the minimum of the grade to the maximum of the grade shall be established. Each management position shall be assigned to a salary grade. III. Control Point For each salary grade a control point shall be established. The control point shall be the midpoint of the salary grade. The midpoint represents the value of each position assigned to the salary grade at the fully competent level. IV. Performance Zones Each salary change shall be divided into three performance zones as follows: -- Lower Third (80% to 93% of control point): This portion of the grade is typically considered to be that into which a new employee is hired. However, where circumstances warrant, employees may be hired up to the control point. -- Middle Third (94% to 107% of the control point): This is the portion of the salary grade to which an employee may normally expect to progress. Most employees will achieve and maintain a salary within this portion of the range. -- Upper Third (108% to 120% of control point): Only those employees whose performance, over time, exceeds expecta- tions will achieve and maintain a salary that falls within this portion of the range. V. Compa Ratio As part of the administration of the pay plan a compa ratio shall be computed for each management employee. The compa ratio represents the relationship of each manager's current salary to the control point of his /her salary grade. The compa ratio is calculated by dividing the employee's current salary by the control point of his /her salary grade. VI. Annual Salary Grade Adiustment Salary grades will be normally adjusted annually, taking into consideration market and other influences such as increases granted managers among agencies within the city's survey area, increases granted the city's represented employees, etc. The salary grade adjustment will not usually result in any adjustment to individual managers salaries. VII. Merit Increase Pool: Each year based upon the recommenda- tion of the city manager and as approved by the city council, there shall be established a merit increase pool. The merit increase pool is a percentage of total base management salaries from which management salaries increases are distributed.