Item T10 BOARD OF COUNTY COMMISSIONERS
AGENDA ITEM SUMMARY
Meeting Date: October 16. 20I3 Division: County Administrator
Bulk Item: Yes No X Department: Administration
Staff Contact Person/Phone#: Kevin Madok x 4480
AGENDA ITEM WORDING: Approval of a method for awarding salary increases based upon a
Merit Pay Increase Program.
ITEM BACKGROUND: At the final budget hearing, BOCC budgeted for a 3% salary increase with
direction to the County Administrator to propose a method for awarding salary increases based upon
merit.
PREVIOUS RELEVANT BOCC ACTION: Adoption of budget which includes provisions for a 3%
increase in salaries. Final budget hearing on September 12, 2013.
CONTRACT/AGREEMENT CHANGES:
STAFF RECOMMENDATIONS: Approval
TOTAL COST: NIA INDIRECT COST: N/A BUDGETED: Yes X No
COST TO COUNTY: SOURCE OF FUNDS:
REVENUE PRODUCING: Yes No X AMOUNT PER MONTH Year
APPROVED BY: County Atty_ OMB/Purchasing Risk Management
DOCUMENTATION: Included X Not Required......,,,, _
DISPOSITION: AGENDA ITEM#
Revised 1/09
Merit Pay Increase Program
Measurement Scale
Employees will be graded on a 5 point scale
• Outstanding—Exceptional performance. Well above standard. 5 points. Written justification required.
• Above Average—Performs above expectations.4 points.
• Satisfactory—Meets performance standards. 3 points.
• Marginal—Performs to minimal standards. Needs improvement. 2 points. Informal written
improvement program. Requires extra monitoring.
• Unsatisfactory—Below expectations. Does not meet performance standard. Improvement required. 1
point. Form "C"required.
Pay Raise System
Raises will range from 0%to 5%.
Those receiving an average rating of 1.99 or less will receive no raise.
Raise percentage will loosely follow average rating score. Division Directors will have to mathematically curve
each department to reach an average of 3%to meet budget objectives. Division Directors will have the ability to
shift funds between cost centers as they see fit.
Employees at top of pay scale receive performance raise in a lump sum.
Division Directors and Directors shall review and approve employee reviews prior to reviews being given to
employees to assure average scores work within the overall budget and to indicate general agreement with
general review scores.
Calendar
• October BOCC approves Performance Pay Plan—10/16
• Train Division Directors—First week of November
• Train the supervisors--Third week of November
• Dec 1-30,work on reviews. Rating period Oct 1,2012 to Sep 30,2013
• Jan 1-15, reviews given to employees
• Raises retroactive to 10/1/13 for employees hired prior to 10/01/12
• Employees still on first year probation as of 9/30/13 will receive raise on their 1 year anniversary date
• All evaluations of employees must be completed by the end of January, 2014
• January 2014 all employees are given their Employee Performance Action Plan form to sign
• June 2014 Property Appraiser gives preliminary assessment projections
• July 2014 BOCC budget workshops—first indication of budget allocations for raises
• July 2014 Directors start reviews. Rating period for key job requirements is from 10/1/13 to 6/30/14.
Rating period for Strategic Plan actions is from 2/1/14 to 6/30/14(due to the late assigning of goals)