The new system eliminates across-the-board and automatic step increases. Each position continues to have a salary range determined in the collective bargaining process and approved by the city commission. A seven-member committee determined the levels of performance that would result in either no pay raise or one of four levels of performance raises. The three major areas considered were overall job knowledge, the quantity of work produced, and the quality of work produced. Officers take a comprehensive examination each year to assess overall job knowledge. Productivity is assessed by comparing performance to that of other employees performing similar work under similar conditions. Traits, characteristics, and actions consistent with high quality performance are also identified. The program aims to provide realistic incentives for employees to increase the quantity and quality of their work.