|Pay - 4 - Performance|
PR-304 PAY FOR PERFORMANCE PAY SYSTEM (SEE ALSO PR-503)
1. The pay for performance pay system is designed to show the importance of linking employee work performance to the strategic plan and mission of the County.
2. This pay for performance pay system applies to all employees whose pay is not subject to some other analogous pay plan or agreement.
3. Each agency is responsible for establishing performance standards for each of its work units or employees.
B. Funding. Each fiscal year the Board of Supervisors shall determine the amount of funds to be made available for pay for performance pay increases. There will not be a guaranteed minimum amount of funding each year and any funding will be subject to the County’s overall financial state as determined by the Board of Supervisors. Agencies or programs funded by special revenue sources (e.g., grants, HURF funds, special district property or sales taxes, etc.) will allocate funds for performance increase awards solely from those special revenue sources consistent with their legal authority to do so. The amount each such agency allocates for performance pay increases to its employees on the pay for performance pay plan, to the extent possible, will be proportional to the amount made available for pay for performance pay increases by the Board of Supervisors to general fund agencies.
C. Pay for performance pay system funding allocations to individual general fund agencies. The funds made available for pay for performance pay increases in general fund agencies will be computed as each agency’s percent of the gross County payroll. Each agency’s allocation is the same percent of payroll, excluding ineligible employees. Pay for performance allocation of funds is based on the number of positions existing within an agency. Funds from vacant positions may not be used to increase the performance awards to employees.
D. Eligibility for pay for performance pay increases.
1. Those employees on the pay for performance pay plan who are in a non-probationary status and that have been employed in their current classification for a minimum of one (1) year on or before August 31st of each fiscal year shall be eligible to be considered for a pay for performance pay increase effective the first full pay period in September of the same fiscal year.
2. Employees who are either in a probationary status (original or promotional) or have been employed in their current classification for less than one (1) year on or before August 31st of each fiscal year, are not eligible to be considered for a pay for performance pay increase until their in-classification anniversary date.
3. No employee will be eligible to be considered for a pay for performance pay increase more than once in each fiscal year.
4. Employees at the maximum of their pay grade are not eligible to be considered for a pay for performance pay increase.
E. Performance evaluation ratings and pay for performance. The Human Resources Director shall review the effectiveness of the County’s performance evaluation system, upon which pay for performance is based, and in concert 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.
F. Pay for performance pay adjustments. The amount of pay for performance pay adjustments will be limited by the funding allocated to each agency for the purpose of providing pay for performance pay increases to employees, per Section C. above.
Each agency will be responsible for determining the amount of pay for performance pay increase to each employee in accordance with the standards set and evaluated by department management and documented on the County’s performance evaluation forms.
1. Eligible employees receiving overall ratings of “Meets” are eligible for a pay for performance pay increase of not to exceed five percent (5%).
2. An eligible employee in the same department receiving a rating of “Exceeds” will receive an increase of not to exceed seven and one-half percent (7.5%). A “Meets” employee will receive a percentage increase greater than that received by a “Needs Improvement” employee. A “needs improvement” employee will receive no increase.
3. Employees at the maximum of their pay grade are not eligible for a pay for performance pay increase.
Adopted Eff. 3/21/05
Yuma County Human Resources Department
Phone: (928) 373-1013
Fax: (928) 373-1153
Office Hours: Monday - Friday, 8:00 a.m. to 5:00 p.m.
Location: 198 S. Main Street, Yuma AZ 85364
Website: Phone (928) 373-1113 with questions and comments or e-mail: Debra.Hancock@yumacountyaz.gov