Ordinance 805-81 - Laserfiche WebLink

• • Section 8 - Performance Appraisal: The personnel department shall provide a performance appraisal system that shall take into consideration the job element or characteristics required to perform the job and to differentiate superior performance from satisfactory performance. This performance appraisal system shall be approved by the Mayor for its adoption within the City. Although the performance appraisal may be used as one of the evaluation tools for merit, its primary purpose is to initiate communication about the employee's performance and the supervisor's expectations. The performance appraisal is to be done at least once each calendar year and more frequently if necessary. Section 9 - Merit Pay: Merit pay will be an incentive for performance on the job and may be from zero to seven-and-one-half percent (0-7Y2%) added to the base pay. These pay increases must be within the grade and must be based on a job performance evaluation and a comparison of job performance evaluations from positions within its merit group. To be awarded a merit step above the mid-point of the range, the employee must be found to be in the upper half of their merit group on the performance appraisal except for one position classes which will be evaluated by the department head and the personnel director. To receive more than five percent (5%) and up to seven-and-one- half percent (73/2%) merit raise, the employee or minor department head must be in the upper one-fourth of the merit group of performance appraisals except merit groups having less than four individuals in which case they shall be reviewed by the department head and the personnel director. In the case of the senior and minor department heads, merit steps in excess of the mid-point may be made at the discretion of the Mayor. The personnel director and his staff shall serve as the monitor for this process. A merit group shall be a grouping of similar classifications and levels within a department. The merit group should be agreed to by both the department and personnel. A Mayor's exceptional merit award may be allowed above the normal salary increase of up to five percent (5%) of the annual salary and paid out over up to twelve months. This Mayor's award is not to be added to salary base pay. Section 10 - Who Awards Merit or Incentive Pay: The merit pay awards will be awarded by those appointive officials who act as department heads within the City government. In cases where a minor department head reports to a senior department head, the minor department head will set all subordinate staff increases but an employee may grieve the action to the senior department head. In all other cases, the subordinate appointive official salaries will be set by the senior department head recommendation of subordinate supervisors and/or the managers. Minor department head salaries will be set by the senior department head with right of appeal to the Mayor or his assistant. Senior department head salaries will be set by the Mayor or his assistant.