Laserfiche WebLink
<br />Attachment B <br /> <br />There are two types of merit pay. An employee may receive both types of merit pay within the same year; <br />however the employee may never exceed the gross income for the merit pay cap of their pay grade. Each type <br />of merit pay is described below: <br /> <br />1. One-time / Lump Sum Merit Payment <br />2. Standard Hourly Wage Merit <br /> <br />I. ONE-TIME / LUMP SUM MERIT PAYMENT: <br /> <br />A one-time merit payment may be awarded to an employee for projects or situations where the employee <br />significantly rises above and beyond their nonnal duty requirements in order to accomplish a work assigmnent <br />or serve the public. This may include a one-time outstanding effort, or an effOli that results in significant cost <br />savings to the City. One-time/lump sum merit payments are not added to the employee's base wage to be <br />considered for future increases, but will be included in gross annual wages and taxed as such. <br /> <br />The one-time merit may consist of up to a cap of 1 % of the employee's current annual pay. At no time may an <br />employee receive this component more than once annually. <br /> <br />II. STANDARD HOURLY WAGE MERIT: <br /> <br />Employees may be recOllli11ended for an hourly wage merit pay increase anywhere within the current merit <br />pay wage portion for their position. Hourly merit pay may not exceed 15% above the top step pay for each <br />position and is added to the employee's base wage. An employee's base salary cannot be increased more than <br />the merit pay range in the City's Compensation Plan for that position. <br /> <br />Eligible employees who meet the criteria below pmiicipate in two tier levels (Depmimental & Individual) of <br />standard hourly wage merit pay program as described below. <br /> <br />Eligibilitv Criteria - Standard Hourlv Merit: <br /> <br />* At least one year at the top step for the CUlTent pay grade <br />* At least two years total experience with the City of Roseville, and <br />* A overall rating of "exceeds expectations" on the most recent performance review, and <br />* A copy ofthe approved, agreed upon, departmental and individual goals & objectives with <br />the merit pay of percentage of the merit amount for achievement of each goal attached. <br /> <br />Indiv. Goal 50%: <br /> <br />Total Merit Pay = 6% <br />Develop Annual Sewer Jetting Program with time <br />standards/include the details for achievement <br />increase data entry recorded accuracy from 98% to 99%/include <br />the details for achievement <br /> <br />Example: <br />Dept. Goal = 50%: <br /> <br />Departmental Tier Component <br /> <br />Dona Bacon <br /> <br />Page 2 <br /> <br />10/20/2005 <br />