Agenda Packets - 2001/07/16 - Laserfiche WebLink

Home Browse Search

spend performing duties of the higher classification position prior to the assumption of the duties. 4. An employee’s performance will be evaluated by her/his department head every two months. Recommendations by department heads to the City Administrator for merit pay for the previous two months will be based on the City’s current performance evaluation form and the following criteria: • Quality performance and high productivity • Demonstration of exceptional creativity • Overcoming significant obstacles • Increasing City or department effectiveness and/or cost savings • Demonstration of exceptional customer service skills 5. An employee’s performance will determine whether an employee qualifies for merit pay and, if so, whether merit pay will be 5% or 10% above the employee’s base wage for the performance of duties of the higher classification position. 6. Recommendations for merit pay under this policy must be approved by the City Administrator and City Council. If awarded, merit pay will apply to the percentage of time spent performing the duties of the higher classification position. 7. When the vacancy is filled or when the employee returns to their regular position, whichever occurs first, the employee’s salary will be readjusted to its previous level. 8. Benefit accrual rates (sick and vacation leave) will be adjusted when a higher classification position requires regular part time employees to work at least three quarters time. Benefit accrual rates will be readjusted to normal levels once the vacancy is filled or when the employee returns to her/his regular hours, whichever occurs first. 9. Overtime accrued while performing duties of the higher classification position will be paid retroactively at the applicable rate. Considerations Please note that this policy does not address situations where an employee in a higher classification position might take on additional responsibilities due to a vacancy in a lower classification position. Also, this draft policy is distinctly different from a merit policy for which all employees might qualify with exceptional performance. I am particularly looking for input regarding how overtime will be paid if merit pay is essentially applied retroactively. Perhaps employees will code their time sheets or use separate time sheets for their normal duties and for the higher classification position duties. Recommendation Review the proposed policy and direct staff to make changes as deemed necessary. City of Mounds View Performance Evaluation