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Merit Award Guidelines 6-25-14

Merit Award Guidelines 6-25-14

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Published by masslive
Mayor Domenic Sarno, in recently granting merit raises of up to 5 percent to numerous non-bargaining employees, based decisions on factors including supervisor recommendations, attendance and disciplinary issues, according to guidelines.
Mayor Domenic Sarno, in recently granting merit raises of up to 5 percent to numerous non-bargaining employees, based decisions on factors including supervisor recommendations, attendance and disciplinary issues, according to guidelines.

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Published by: masslive on Aug 06, 2014
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08/14/2014

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CITY OF SPRINGFIELD, MA DEPARTMENT OF HUMAN RESOURCES MERIT PAY PLAN GUIDELINES July 16, 2014 As was discussed at a recent meeting with the Mayor and CAFO on June 17, 2014 Department Heads have a cost pool allocation included within their FY 15 budget for non-union employees. This cost pool allocation is separate from the 2% cola being granted to non-union employees in FY 15. This cost pool allocation is designed to be a merit based award to your most outstanding employees in FY 14. The Human Resources Department issues the following guidelines for this merit based award. 1.
 
Department Heads are limited to the amoun
t of money in their “cost pool”, other
considerations may be made depending on justifications. 2.
 
Employees who have had meritorious service are eligible for these awards. These are your most outstanding employees. The award is not designed to be simply divided up amongst all non-union staff. 3.
 
Employee attendance should be reviewed for FY 14. If an employee has more than four occasions of sick leave use they should not be included in the cost pool award, unless there are exigent circumstances. 4.
 
If an employee was subject to disciplinary action in FY 14 they are not eligible for this cost pool award. 5.
 
If an employee has less than one year of experience in their current title they are not eligible for this benefit. 6.
 
If an employee has had a compensation change approved in FY 13 or FY 14 for their current position they may not be eligible for this benefit. 7.
 
An e
mployee’s award cannot put
 them over the maximum amount for their pay grade. In the case of an employee who is recommended for an award who is at maximum the award will be a bonus and will not be added to base salary. If an employee is near maximum, the award can be used to reach the maximum pay for the grade and any surplus award can be a bonus. 8.
 
Funding for merit raises for grant employees will be reviewed first by looking at the grant if the grant can sustain the increase and second, the possible use of general fund monies. The department must demonstrate why the grant cannot cover the cost and why they cannot seek an amendment to the grant. 9.
 
Department Heads should forward their recommendation for a merit award to the Director of HR/LR. The recommendation will be reviewed by a Committee which consists of the CAFO,
Mayor’s Chief of Staff and the HR/LR Director.
 

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