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Home My WebLink AboutCity of Tamarac Resolution R-98-131Temp. Reso #8253 Page 1 May 4, 1998 Revision #3 May 6, 1998 CITY OF TAMARAC, FLORIDA RESOLUTION NO. R-98- / 3/ A RESOLUTION OF THE CITY COMMISSION OF THE CITY OF TAMARAC, FLORIDA; AUTHORIZING THE IMPLEMENTATION OF A PERFORMANCE -BASED PAY SYSTEM, FOR EXECUTIVE, MANAGERIAUPROFESSIONAL AND ADMINISTRATIVE NON -BARGAINING EMPLOYEES; AUTHORIZING BUDGETARY TRANSFERS OF FUNDS; PROVIDING FOR CONFLICTS; PROVIDING FOR SEVERABILITY; AND PROVIDING FOR AN EFFECTIVE DATE. WHEREAS, on March 27, 1996, the City Commission approved the implementation of the City's Classification and Pay Plan, which included up-to-date descriptions and a pay plan in which compensation is based upon a specific ranking system; and WHEREAS, the City implemented a performance evaluation system to guide, direct, and provide feedback to employees effective October 1, 1997; and WHEREAS, during the strategic planning process in the spring of 1997, the City Commission identified improvements to the City's Management Practices and specifically improvements to the City's Compensation Plan as one of its priorities; and WHEREAS, the City Manager and the Director of Personnel recommend the implementation of a performance -based pay system for Executive, Managerial/Professional and Administrative non -bargaining employees designed to attract and retain a competent well -trained workforce to provide excellent services to the citizens of Tamarac; and Temp. Reso #8253 Page 2 May 4, 1998 Revision #3 May 6, 1998 WHEREAS, the performance -based pay system would provide for pay increases based on a comprehensive performance evaluation, in accordance with the policy outlined as Exhibit A attached; and WHEREAS, this performance -based pay system replaces the City's practice of providing an across-the-board salary increase for non -bargaining employees in October of each year, and provides for a pay adjustment based on the employee's performance in meeting the requirements of his or her position; and WHEREAS, the City Manager shall be responsible for the implementation of the performance -based pay system; and WHEREAS, budgetary transfers of funds are necessary for implementation of the performance -based pay system; and WHEREAS, funds to implement the performance -based pay system for FY 1998 are available in the Fiscal Year 1998 adopted budget; and WHEREAS, the City Commission deems it to be in the best interests of the citizens and residents of the City of Tamarac, Florida to implement the attached performance - based pay system for Executive, Managerial/Professional and Administrative non - bargaining employees. 1 Temp. Reso #8253 Page 3 May 4, 1998 Revision #3 May 6, 1998 NOW, THEREFORE, BE IT RESOLVED BY THE CITY COMMISSION OF THE CITY OF TAMARAC, FLORIDA: SECTION 1: That the foregoing "WHEREAS" clauses are hereby ratified and confirmed as being true and correct and are hereby made a specific part of this Resolution. SECTION 2: The City Manager is hereby authorized to implement and maintain the performance -based pay system outlined on the attached Exhibit A for Executive, Managerial/Professional and Administrative non -bargaining employees. SECTION 3: The appropriate budgetary transfers of funds necessary for correct budgeting and accounting purposes related to the implementation of the performance - based pay system is hereby approved. SECTION 4: All resolutions or parts of resolution in conflict herewith are hereby repealed to the extent of such conflict. SECTION 5: If any clause, section, other part or application of this Resolution is held by any court of competent jurisdiction to be unconstitutional or invalid, in part or application, it shall not affect the validity of the remaining portions or applications of this Resolution. SECTION 6: This Resolution shall become effective immediately upon its passage and adoption. 11 Temp. Reso #8253 Page 4 May 4, 1998 Revision #3 May 6, 1998 PASSED, ADOPTED AND APPROVED this /3 day of 1414 1 , 1998. ATTEST / U_ CAROL GOLUMC/AAE City Clerk I HEREBY CERTIFY that I have wm(o ed this RESOLUTION as to form. MlTe-ELL S. KRAFT City Attorney J SCHREIBER Mayor RECORD OF COMMISSI N VOTE MAYOR SCHREIBER DIST 1: COMM. McKAYE DIST 2: WM MISHKIN DIST 3: COMM. SULTANOF DIST 4: COMM. ROBERTS EXHIBIT A Temp. Reso. #8263 CITY OF TAMARAC PERFORMANCE -BASED PAY SYSTEM FOR NON -BARGAINING EMPLOYEES May 13, 1998 PURPOSE: To establish a performance -based pay system to attract and retain a competent and well -trained workforce to provide excellent services to the citizens of Tamarac. POLICY: This pay system provides for regular pay adjustments linked to the comprehensive performance evaluation, subject to the review -and approval of the City Manager. Any related performance -based pay increases will be provided for non - bargaining (including executive, managerial/professional and administrative) regular full- time or part-time employees with at least one year of service. This performance -based pay system replaces the current practice of providing across-the-board increases for all non -bargaining employees, regardless of the employee's performance. In the first fiscal year (October 1, 1997-September 30, 1998), pay adjustments effective April 1, 1998 will be provided for eligible employees whose annual evaluations were due in the first 6 months of the fiscal year based on their performance. Pay adjustments for employees whose evaluations are due in the second 6 months of FY 1998 (April 1998- September 1998) will be effective on their anniversary date, and will be based on their annual performance evaluation. Additionally, in this first year only, if a review of actual pay indicates that the employee's pay is not competitive in the local market, a market adjustment of up to 5% may be provided as determined by the City Manager upon notification to the City Commission effective January 1, 1998. In Fiscal Year 1999 (October 1, 1998-September 30, 1999) and thereafter, each employee's annual evaluation date will become the effective date of any future performance -based increases. (Evaluation dates are generally set from hire, promotion, reclassification or demotion, whichever is later, as specifically defined in the performance evaluation program implemented in October 1997.) Performance evaluations and any pay adjustments for non -bargaining employees whose one-year anniversary is after October 1998 will be effective on their annual evaluation date. Performance -based increases to base pay are recommended to range from 0% to 5%. Effective October 1, 1998, an optional additional lump sum performance reward of up to an additional 2.5% of pay may also be approved for significant and extraordinary contributions. The performance -based pay system is based on the employee's annual performance evaluation. The performance evaluation document (currently the Archer Performance Appraisal System, or as modified, improved or replaced) will be the foundation of the performance -based pay system, and may be supplemented by additional information describing the employee's performance and accomplishments. The department director may recommend a pay adjustment based on the performance evaluation, supplemented by any additional documentation as noted above, within the adjustment range shown below: Level General Definition Ad'ustment Range Performance Exceeds Superior performance; most work is _ 5% Requirements characterized by unusual accom- (3.6 or above) plishments; significantly and consistently performs at a level above that expected. Performance Meets Meets major requirements; is consistently 3% - 4% Requirements effective and competent; achieves results (Between 2.75 - 3.59) expected. Performance Below Needs improvement to meet major require- 0% - 2% Requirements (Needs ments; work is fairly acceptable in some 0 Improvement) respects but does not meet expectations. (Below 2.75) Effective October 1, 1998, non -bargaining employees whose performance not only exceeds requirements, but who have made significant and extraordinary contributions in the prior year may receive, upon recommendation by their department director and approval by the City Manager, a lump sum performance reward of up to 2.5% of their pay and a certificate or letter of commendation to recognize and reward their significant and extraordinary achievements. The department director must provide detailed documentation specifically describing the employee's extraordinary and outstanding achievements, and award of the lump sum performance reward must be approved in advance by the City Manager. The lump sum performance reward provides an additional incentive that is not added to base pay. Therefore, in order to get a lump sum performance reward again, the employee must make significant and extraordinary contributions in addition to exceeding requirements and expectations in their annual performance evaluation in future years. This evaluation and pay system allows the City to compensate its top performers with a pay increase that is greater than the equivalent of a cost -of -living adjustment, and provides the equivalent of an across -the board adjustment to employees whose performance meets expectations and requirements. Employees whose performance exceeds requirements may receive a higher pay increase of 5%, with the opportunity to also receive a lump sum to reward superior performance. This performance -based pay 2 system provides an incentive for employees to improve and maintain a high level of performance in order to receive pay increases. The performance based pay system also serves as an incentive system for employees whose performance is below expectations since only nominal pay increases, if any, are Provided if the employee's performance needs improvement. Employees whose performance is below expectations shall be re-evaluated after three months to determine if their performance has improved, and could be eligible for an adjustment to their pay if their performance meets expectations upon re-evaluation. Any incremental pay increase resulting from a performance re-evaluation would be effective on the date of the re-evaluation in which the employee achieved satisfactory performance, with no change in the employee's original anniversary date. In summary, the three components of this performance -based pay system for non - bargaining employees, which replaces the current practice of providing annual across- the-board pay increases, regardless of performance, are as follows: a.) Performance -based pay of 0 to 5% in lieu of an annual across-the-board increase based on an annual performance evaluation. b.) In the first year only, if a review of actual pay indicates that an employee's pay is not competitive in the local market, a one-time market adjustment of up to 5% may be provided as determined by the City Manager upon notification to the City Commission. c.) Effective October 1, 1998, up to 2.5% lump sum performance reward for an employee's whose performance not only exceeded requirements, but who also made significant and extraordinary contributions in the annual review period, as recommended by the department director and approved by the City Manager. L]