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HomeMy WebLinkAboutResolution 2012 (18) Resolution No. 18(2012) ST C R Ql lJ: VTY RESOLUTION ADOPTING ST. CROIX COUNTY PAY FOR WZSHc PERFORMANCE POLICY 1 WHEREAS, on March 6, 2012 the St. Croix County Board of Supervisors approved a 2 county-wide Strategic Plan including a mission statement and key priorities; and 3 4 WHEREAS, County departments have developed departmental goals and operational 5 work plans which are aligned with the County Board's Strategic Plan; and 6 7 WHEREAS, St. Croix County has developed a Pay For Performance (P4P) compensation 8 system designed to link employee work performance to the strategic plan and mission of the 9 County, as well as, motivate employees to develop and contribute to their maximum ability by 10 compensating those employees based on job performance; and 11 12 WHEREAS, the Committee of the Whole met on July 17, 2012 and approved the St. 13 Croix County Pay For Performance Policy as presented by the County Administrator. 14 15 NOW, THEREFORE, BE IT RESOLVED that the St. Croix County Board of 16 Supervisors adopts the attached Pay For Performance Policy as presented by the County 17 Administrator and directs the County Administrator to integrate this policy into daily operations. Sponsored By. Committee of the Whole on July 17, 2012 Legal - Fiscal- Administrative Approvals: Legal Note: None Fiscal Impact: The 2012 Budget includes $200,000 for Pay for Performance for non-represented employees as well as $16,000 within some department budgets based on a 2011 assumption of the potential for step advancement based on performance on or about July 1, 2012. Future financial impact will be included in the approval of the annual budget. Don Gillen, Corporation C s 7/ /2012 Ta e i ce Direc r 7/12/2012 St. Croix County Board of Supervisors Action: Page 1 Roll Call - Vote Requirement - Majority of Supervisors Present RESULT: ADOPTED [1'5 TO 3] -`MOVER: Buck Malick, Supervisor SECONDER: David Peterson, Supervisor AYES: Agnes Ring, Tim Hood, Daryl Standafer, Fred Yoerg, Buck Malick, Chris Kiiber, Richard Ottino, Roger Larson, Ron Kiesler, Andy Brinkman, David Peterson, Joe Hurtgen, Brian Hurtgen, Duane Russett, William Peavey NAYS: Travis Schachtner, Dave Ostness, Fred Horne ABSENT: Tom Hawksford This Resolution was ADOPTED by the St. Croix County Board of Supervisors on August 7, 2012 Cindy Campbell, County Clerk 18 Page 2 PAY FOR PERFORMANCE (P4P) POLICY 1. PURPOSE The St. Croix County P4P compensation system is designed to link employee work performance to the strategic plan and mission of the County, as well as, motivate employees to develop and contribute to their maximum ability by compensating those employees based on job performance. 2. OUTCOMES The County's P4P compensation system will produce the following primary outcomes: 1. Aligns pay and performance with the County's mission, Strategic Plan, core values, structure, leadership, and culture. 2. Differentiates employee performance and recognizes varying levels of performance through varying levels of compensation. 3. Directs the focus on outcomes and results that benefit the public, and strengthens public confidence that the County will listen, adapt, and produce results. 4. Maintains the County's competitive position in the labor market in order to attract and retain the highest talent possible. 5. Provides incentives for continuous performance improvement and high achievement. 3. STANDARDS The County's P4P compensation system has the following standards: 1. P4P compensation policy will be understood and accepted by employees. 2. All departments are responsible for establishing operational goals for each of its units and employees that are specific, measureable, attainable, realistic and timely. 3. All employees will be evaluated in an appropriate category for his/her position outlined by a standard set of core competencies. 4. All departments will be expected to engage in continuous measurement, assessment, coaching, and feedback. 5. All departments shall use the official evaluation form provided by the Human Resources Department for all types of evaluations including mid-probation, end of probation, and annual reviews. 6. All employee's final annual performance evaluation shall be reviewed by the Department Head before submission to the Human Resources Director. 7. The Human Resources Director shall review the effectiveness of the County's performance evaluation system, upon which P4P is based, and in consultation with the County Administrator, make revisions to the program and/or forms as necessary to encourage employee performance that strives to attain the mission and core values of the County. 4. FUNDING Each fiscal year the County Administrator shall recommend an appropriate funding level to be available for P4P increases through the budget process. The County Administrator will take into account the County's overall financial state in establishing a budget for P4P which is part of the overall budget submitted to the Board of Supervisors. 5. SCOPE 5.1 The P4P compensation system applies to all employees whose pay is not subject to some other parallel pay plan or agreement and who are in non-probationary status. 5.2 Employees will be eligible to be considered for P4P only once each fiscal year. 5.3 Employees at the maximum of their pay grade are not eligible to be considered for base accumulating pay increase. 6. ELIGIBILITY Within established parameters, each department will be responsible for determining the P4P for each employee, with standards set and evaluated by department management and documented on the County's performance evaluation form. Overall P4P At or Above At or Above Employee Rating Recommendations Below Midpoint Midpoint Maximum 4.71-5.00 Base + % X X % only 4.01-4.70 Base (step) X X % only 3.01-4.00 Merit X X X 0.00-3.00 No increase X X X 7. PERFORMANCE RATINGS Exceeded Expectations (5.00) Employee consistently demonstrates superior performance. Initiative and outputs are over and above the stated requirements. Employee is an extraordinarily competent and knowledgeable individual who consistently exceeds requirements identified goals/objectives. Performance at this level occurs throughout the year and across all aspects of the job. Performance at this level is so distinguished that other individuals actively seek this individual out for counsel and assistance. Employee is widely recognized as a role model. Achieved Expectations (3.00) Employee is fully successful and reliably demonstrates good, solid performance. Initiative and outputs are dependable and of high quality. Employee is a competent, knowledgeable, and valuable individual who consistently meets all core requirements of the position and identified goals/objectives. Partially Achieved Expectations (1.00) Employee does not consistently meet expectations and/or employee has failed to achieve identified goals/objectives in their entirety. Employee may be generally competent and knowledgeable about most aspects of work, but needs marked improvement in critical areas of the job. Performance Improvement Plan is highly recommended to address any core competency or organizational objective that is rated in this category. Did Not Achieve Expectations (0.00) Employee consistently performs below expectations and/or employee has failed to make reasonable progress toward identified goals. Employee lacks competence and knowledge of critical aspects of the position and consistently fails to meet requirements of the job. Level of performance is unacceptable and significant improvement is needed promptly in most aspects of the position. Performance Improvement Plan is required to address any core competency or organizational objective that is rated in this category.