(a) The base annual salaries for groups E-1 through E-4 shall become effective January 1, 2013:
Salary Group | Minimum | 1st Quartile | Midpoint | 3rd Quartile | Maximum
|
E-1 | $48,500 | $57,625
| $66,750
| $75,875
| $85,000
|
E-2 | $52,000 | $63,688
| $75,375
| $87,063
| $98,750
|
E-3 | $54,000 | $65,500
| $77,000
| $88,500
| $100,000
|
E-4 | $60,500 | $74,000
| $87,500
| $101,000
| $114,500 |
The mid-points of the salary ranges shall be reviewed periodically to determine the market average for like level positions based upon an executive salary survey. Recommendations to adjust the mid-points may be presented to City Council. The spread between the minimum and maximum of each range shall be maintained at fifty to fifty-five percent (50%-55%). A consistent spread between mid-points shall also be maintained.
(b) The salary for employees within the Executive Salary Group shall be determined by a majority of the Toledo Municipal Court Judges and shall fall within the specific range established by paragraph (a) above.
(c) Adjustments in base annual salaries beyond the minimum for the range shall be in accordance with the following principles and guidelines:
1. An employee who is new to a particular classification generally should be at the first quartile level within 1 to 3 years if the employee is performing satisfactorily. The goal should be to move employees who are performing satisfactorily to the mid-point on the band within 4 to 6 years. Employees should move beyond the mid-point in the band based upon outstanding performance. When employees are in the third quartile of the band, consideration should be given to smaller percentage increases coupled with a lump sum payment. Except for employees evaluated as "outstanding", employees in the fourth quartile generally should receive only lump sum raises, which shall not be counted toward the employees' base annual salary in applying range limits.
2. In placing employees on the band, consideration should be given to any significant market disparity for different positions.
3. Annual individual increases should be merit-based in accordance with the following Performance Increase Guidelines:
Performance Rating | Min. to 1st Quartile | 1st Quartile to 3rd Quartile | 3rd Quartile to Maximum |
Outstanding | 5.5% - 7.5% | 4.5% - 6.5% | 4.0% - 6.0% |
Very Good | 3.9% - 6.0% | 3.0% - 5.0% | 2.0% - 4.0% |
Good | 0 - 3.9% | 0 - 3.4% | 0 - 2.4% |
Needs Improvement | 0 | 0 | 0 |
These guidelines shall be reviewed annually and adjustments may be recommended to City Council for consideration. Adjustments for 1993 shall be retroactive to January 1, 1993.
4. Special circumstances may justify deviating from these guidelines in specific cases.
(d) Executive group employees shall be compensated through an annual salary and shall not be paid overtime compensation.
(e) Executive group employees shall be entitled to fringe benefits immediately upon hire.