CC_Minutes_2006_1218 - Laserfiche WebLink

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Upon leaving the City's employ, for whatever reason, the Manager shall be entitled to payment for all accrued and unused PTO at the Manager's then current rate of compensation rate. D) Holidays. Manager shall also have the same paid holidays off from work as the City's fulltime non-union employees. E) Pension Plan. Employer shall contribute to PERA as required by State law for the Manager or an alternate pension plan, if selected by Employee, as authorized by State law. F) All Other Benefits. Except as otherwise specified within this Agreement, the Manager shall receive or be eligible to participate in any other benefits as provided to all fulltime non-union employees. Section 5. Compensation. A) Initial Salary. The Manager's initial salary at the commencement of this contract shall be $52.88 per hour/ Annual salary of $110,000 in 2006 Exempt pay plan grade 21 terms as adopted. This position is Full time, Executive, FLSA exempt position. In addition the Manager, upon initial employment, will receive the same cost-of-living increase the Council approves for all City employees who were employed in 2006, currently budgeted at 3% beginning January 1,2007. B) Evaluation and Salary Increases. The City Council shall evaluate the performance of the Manager after six months, one year, and annually thereafter and will measure the Manager's perfornlance against jointly determined goals and expected outcomes, which will be reduced to writing within the Manager's first two months of tenure with the City. The City shall provide the Manager with a written summary of findings and provide an opportunity for the Manager to discuss his evaluation with the City Council. The Manager's salary shall be increased in accordance with City policy if performance is deemed to be satisfactory. In addition, the Employer shall consider Manager for Merit Pay in accordance with City policy. Annually, the City and Manager shall define the goals and objectives, which they determine are necessary for the proper operation of the City; and in the attaimnent of the City's policy goals, shall fmther establish a priority among these goals, considering time and budgetary limitations. These goals and objectives shall be in writing. C) ProCessional Development. City will pay for membership and acl1vltles related to participation in the International City/COUl1ty Management Association (ICMA); the Milmesota City/County Management Association (MCMA) and League of Minnesota Cities (LMC), and subscriptions to professional journals and publications. The City will also pay the travel expenses of the Manager for professional and official travel, conferences, meetings and occasions in accordance with the City's adopted policies. D) Participation in ProCessional TraininglDevelopment. The City will pay for professional training in accordance with the existing City policies. E) Moving and Relocation Expenses. The City shall reimburse the Manager an amount not to exceed $20,000 to be used for reimbursable moving expenses in accordance with the City's accountable plan, all as defined by the IRS Code and further detailed in IRS publication 521. Payment shall be made upon receipt by the City of documentation that the expenses have been incurred. -2-