07-01-09,
CITY OF
From:
http://www.ci.glendale.ca.us/hr/pdf/GMA_MOU_2007-20012.pdf
City of
Memorandum of Understanding
JULY 1,
2009 - JUNE 30, 2010 - GENERAL MANAGERS
JULY 1,
2006 - JUNE 30, 2012 - SWORN FIRE MANAGERS
JULY 1,
2007 - JUNE 30, 2011 - SWORN POLICE MANAGERS
A. Definition
Merit Bonus Pay (MBP) is defined as
a management tool to encourage and
reward excellence among Management
and Mid-Management unit employees.
This program is specifically
designed to recognize outstanding performance
without employee expectation of
continual receipt of an award. This bonus pay is
not intended to be a compensation
benefit, nor an automatic right.
B. Compensation
The amount of MBP awarded to a
Manager shall be a range of 1-5% of his/her
base annual salary less appropriate
taxes.
C. Procedure
The division head, with the approval
of the City Manager, grants merit Bonus Pay
to eligible unit employees,
utilizing form CM-29.
D. Limitations
1. Merit Bonus Pay awards are
one-time payments which may be awarded at
any time during the fiscal year.
2. The number of eligible Managers
receiving Merit Bonus Pay may not exceed
20 % of the total number of eligible
Managers Citywide.
3. As a general rule, MBP may not be
awarded to an individual or a team within
two consecutive years. However,
consecutive year awards may be made in
exceptional circumstances to an individual
whose efforts have resulted in
exceptional achievement of
significant importance to the City while at the
same time maintaining an overall
outstanding performance level, or in the
case of a team award, to a team that
achieves outstanding results on a new
project separate and apart from the
project for which it received the previous
year’s award. Such candidates for
consecutive year awards shall be
evaluated on a case by case basis.
4. Because of its desired impact as
a management tool, it is essential that the
awarding of MBP be kept confidential
between the City Manager, the Division
head, the MBP recipient(s) and any
other appropriate individuals involved in
the
process.