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Management Practices Self-Assessment <br /> 2.24 Relationship of Performance and Compensation <br /> ' The relationship between employee performance evaluations and compensation is <br /> documented. <br /> A raisal s stems used for merit a , ste a , or a for erformance ur oses should include <br /> pp Y PY PPY PY P p p <br /> levels or standards that will characterize the quality and quantity of an employee's performance. <br /> The level or amount of pay increase awarded should be documented. <br /> <br /> I <br /> Assigned to: Tammy Donahue Initial Review Date: 11/29/2002 <br /> Completed by: Tammy Donahue Compliance Date: <br /> Amount Complete: Full Compliance <br /> Documentation/Directives: <br /> APPM Polic Manual <br /> v <br /> Salaries for New Employees and Merit Increase Policy: Chapter 6.3.1 <br /> AFSCME Contract: , <br /> Article 15 -Salaries <br /> Article 15.5 (a) & (b) -Merit Increases <br /> Agency Compliance: <br /> The City has asix-step compensation plan for each classification. New employees are placed on a specific <br /> step, depending on their experience and qualifications. Based on a satisfactorily performance evaluation, <br /> employees receive an annual step increase to the next step of the range, up to step 6. Occasionally, <br /> extraordinary increases are granted, when extraordinary performance warrants such an action. <br /> Currently, the level of performance is not directly tied to the amount of a pay increase. Poor performance <br /> occasionally results in a denied or delayed increase. The AFSCME Contract outlines the necessary <br /> notification.requirements when a merit increase is being.denied. <br /> While the evaluation form and process may vary from division to division the evaluation content remains <br /> common. Public Works employees evaluation consist of these common areas: Job Knowledge, Quality of <br /> Work, Quantity of Work, Interpersonal and/or Communication Skills, Leadership and Initiative Skills, <br /> Judgment and Analytical Skills, Dependability, Policy Compliance, Training (required and other), <br /> Workplace Diversity, Diversity Training, Safety Practices, Accomplishments, Goals, Areas for <br /> Improvement. Each employee is given the opportunity for employee comments and can attach written <br /> comments to their evaluation. <br /> Supervisors meet with employees to discuss their evaluation. Evaluations are signed by the supervisor, the <br /> employee, the section manager, and the Division Manager. They are then routed to Public Works <br /> Administration with a Personnel Action Form (PAF) so a merit can be processed if applicable. A copy of <br /> the PAF and evaluation are place in the employee's official personnel file located in our Human Resource <br /> Division. <br /> ©2004 American Public Works Association Version 5.0 <br /> 52 <br /> <br />