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Project Review <br /> Category; Human Resource Management <br /> Number: 2.23 <br /> Title: Relationship of Performance and Compensation <br /> Statement: The relationship between employee performance evaluations and compensation is <br /> documented. <br /> Description: Appraisal systems used for merit pay, step pay, or pay for performance purposes <br /> <br /> ~ should include levels or standards that will characterize the quality and quantity of <br /> an employee's pertormance. The level or amount of pay increase awarded should <br /> <br /> i <br /> be documented. <br /> <br /> i Assigned To: Tammy Donahue <br /> <br /> II Date of Initial Review: 11 /29/2002 <br /> Applicable to Agency: Yes <br /> Self Assessment <br /> Compliance Status: Full Compliance <br /> Dafe of Compliance: 11 /29/2002 <br /> Completed By: Tammy Donahue <br /> Directive/Documentation: APPM 3-421 -Salaries for New Employees and Merit Increase Policy <br /> http://ceonline/appm/3-42X.wpd <br /> AFSCME Contract -Article 16 -Salaries <br /> \\cesrv500\online\AFSCM E1AfscmeColAfscmeCon--1.wpd <br /> AFSCME Contract -Article 16.5 (a) & (b) -Merit Increases <br /> \\cesrv500\online\AFSCM E\AfscmeColAfscmeCon-1.wpd <br /> Interview/Observation: 04/06/2004 -Karin Smith, Compensation & Classification Manager, HRRS <br /> reviewed and provided input <br /> Agency Compliance: The City has asix-step compensation plan for each classification. New employees <br /> are placed on a specific step, depending on their experience and qualifications. <br /> Based on a satisfactorily performance evaluation, employees receive an annual <br /> step increase to the next step of the range, up to step 6. Occasionally, <br /> extraordinary increases are granted, when extraordinary performance warrants <br /> such an action. <br /> Currently, the level of performance is not directly tied to the amount of a pay <br /> increase. Poor pertormance occasionally results in a denied or delayed increase. <br /> The AFSCME Contract outlines the necessary notification requirements when a <br /> merit increase is being denied. <br /> While the evaluation form and process may vary from division to division the <br /> evaluation content remains common. Public Works employee's evaluation consist <br /> of these common areas: Job Knowledge, Quality of Work, Quantity of Work, <br /> Interpersonal and/or Communication Skills, Leadership and Initiative Skills, <br /> Judgment and Analytical Skills, Dependability, Policy Compliance, Training <br /> (required and other), Workplace Diversity, Diversity Training, Safety Practices, <br /> Accomplishments, Goals, Areas for Improvement. Each employee is given the <br /> opportunity for employee comments and can attach written comments to their <br /> evaluation. <br /> APWA Self Assessmenf - 4th Edition # 2.23 Page 1 of 2 <br /> <br />