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278 <br /> <br /> Commissioner Simmons presented the following recommendation to amend the <br />proposed Personnel Ordinance. <br /> <br />Article III Section three <br /> <br />(a) <br /> <br />(c) <br /> <br />(d) <br /> <br />(as written ok) <br />(add this sentence to the beginning of the paragraph) <br />This section will cease to be in effect as of January-l, 1991 <br />subject to paragraph (e) of this section. <br />(add this sentence to the beginning of the paragraph) <br />This section will cease to be in effect as of January 1, 1991 <br />subject to paragraph (e) of this section. <br />(add this sentence to the beginning of the paragraph) <br />This section will cease to be in effect as of January 1, 1991 <br />subject to paragraph (e) of this section. <br />On January 1, 1991, it is the intent of Cabarrus County to <br />move from a stepped based pay system and its supplemental pay <br />systems of longevity, educational incentive and cost of living <br />to a pay plan based on performance appraisal. At that time <br />paragraphs (a), (b), (c) and (d) of this section will cease <br />to have effect. The longevity pay plan, educational incentive <br />and step system will be abolished. Those employees who are <br />already receiving pay under one of these plans will have that <br />pay added to their base pay under the new system. <br /> <br />The purpose of this change is to reward good performance and <br />productivity. The county under a performance appraisal system <br />will award the 5-10% of county employees who are superior <br />performers an above average salary increase; the county will <br />give the 80-90% of good employees that are satisfactorily <br />completing their duties an average increase; and the county <br />will give a below average increase to the 5-10% of employees <br />whose performance is below average. The proposed guidelines <br />for budgeting funds for such a program would be the current <br />rate of inflation plus 2-3% of the total county payroll as set <br />by the board of commissioners. <br /> <br />Job descriptions and standards of performance will be <br />developed for each position. A system of performance <br />appraisal will be developed that includes setting goals for <br />each employee for the coming year on his anniversary date. <br />One year later on the employee's anniversary date the employee <br />will be evaluated against those goals and given a performance <br />rating by their supervisor. The department head will review <br />and approve the rating and forward it to the county manager <br />with a salary recommendation. The county manager will review <br />salary recommendations for fairness and equity, with special <br />attention paid to the justifications for above average and <br />below average increases. The county manager will be <br />responsible for keeping the payroll for each department within <br />the salary budget increase approved by the Board of <br />Commissioners. <br /> <br />The county manager will follow these guidelines in <br />implementing the new system. (1) A performance appraisal <br />system will be developed by June 30, 1990 and presented to the <br />Board of Commissioners for review. (2) A training program <br />will be developed and supervisory personnel trained on how to <br />use the system by September 15, 1990. (3) In October of 1990 <br />all supervisory personnel will set goals with their <br />subordinates for the coming year in preparation for the new <br />system. (4) A salary administration policy will be developed <br />to guide department heads on salary recommendation procedures <br />by December, 1990, and presented to the Board of Commissioners <br />for review. (5) The new system will be implemented on <br />January 1, 1991. <br /> <br /> <br />