§ 4.20.380 — Accountability Pay for Executives Program—base pay and incentives

4.20.380 - Accountability Pay for Executives Program—base pay and incentives

A. There is established an Accountability Pay for Executives Program (hereinafter referred to as the APEX Program) having a base salary structure consisting of one "executive pay band" with four pay zones. The Seattle Human Resources Director or his or her designated management representative shall determine positions to be in the APEX Program. Each position included in the APEX Program shall be exempt from the classified service pursuant to Article XVI, Section 3 of the Charter of The City of Seattle and Chapter 4.13. Positions will be designated by the Seattle Human Resources Director to Executive titles. The appointing authority shall have the discretion to set and/or modify an executive's base salary anywhere within the pay zone for any such position under his or her direction within formal budget and spending limits established by the Mayor and the City Council. The appointing authority may also petition the Mayor or Seattle Human Resources Director as his/her designated representative for authorization to pay any APEX Program employee under his or her direction in a pay zone other than that determined by the Seattle Human Resources Director, and the Mayor or designee may accept, modify or decline such a request. The Seattle Human Resources Director is authorized to administer the APEX Compensation Program and to develop and maintain a plan document that describes the program's elements. Any revisions to the program elements must be approved by the Mayor and the City Council. The Seattle Human Resources Director shall recommend to the City Council for approval adjustments to the salary structure based on a biennial labor market analysis of selected benchmark titles. The appointing authority may award to each APEX employee under his or her direction a base salary increase up to the maximum approved market adjustment; provided, no APEX incumbent shall be eligible for such an adjustment if his or her performance in the most recent evaluation cycle failed to be described as "satisfactory" or better. Other adjustments to base salaries must be made in accordance with program guidelines and within budget and spending guidelines. B. The Seattle Human Resources Director will recommend measures of performance and establish performance recognition guidelines for the APEX Program. Using these guidelines, the appointing authority may award to an APEX Program executive a lump sum payment of up to eight percent of base salary, in addition to base salary, for recognition of the accomplishment of goals and work outcomes at the completion of an annual evaluation period. Any lump sum payment made pursuant to this subsection 4.20.380.B shall be considered a part of regular compensation, prorated annually, for purposes of withholding retirement contributions and determining retirement benefits for affected employees who are members of the City Employees Retirement System. C. The Seattle Human Resources Director shall recommend subsequent allocations of positions into or out of the APEX Program in accordance with established rules and procedures.

(Ord. 124567, § 44, 2014 [department head name change and style update]; Ord. 120819, § 5, 2002; Ord. 119706, § 1, 1999; Ord. 118782, § 1, 1997.)