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➢ Productivity. Employee made a substantial contribution to the continued operation and growth of the department. Performance consistently exceeded job requirements. The employee's work effort produced a positive, significant outcome for the City by improving the effectiveness and efficiency of the department. � Consistency. Employee consistently went above and beyond what was required in nearly all aspects of the job. Exceptional service was consistently applied to Roseville citizens and employees. �- Quality. Quality of work was consistently high. Employee demonstrated accuracy, thoroughness, and effectiveness in perfonning work assignments. City operations were measurably enhanced by the employee's work. ➢ Quantity. Quantity of work was consistently high. The amount of work produced clearly exceeded performance expectations. Employee performed at a high energy level. �' Initiative. Employee demonstrated a high level of initiative and/or leadership. Employee took the initiative to solve problems or to find new, creative, and better ways of performing j ob functions. The person was eager to take on new assignments and took action without detailed instructions. ➢ Cost Management. Employee demonstrated good judgment in making financial decisions or decisions affecting City finances. Employee recognized the financial implication of all their decisions. Employee was very cost conscious and displayed sound judgment in managing and controlling expenses. Employee ensured that all expenditures were in the best interests of the City. Costs were reduced by anticipating and preventing potential problems. ➢ Time Management. Employee was efficient in use of time and resources. Employee demonstrated the ability to successfully prioritize when faced with requests, demands, and deadlines. Employee consistently meets deadlines and accomplishes more in less time and displayed energy and enthusiasm in performing daily responsibilities. Approval Process: All merit pay requests are submitted by memo with the attached criteria documents through the supervisor and/or department head to Human Resources. This memo outlines the reasoning for the merit recommendation and indicates whether it is to be a one time lump sum payment or a standard hourly wage payment. All supporting documentation as to the completion of goals, accomplishments, reasons why merit pay is warranted, and the percentage or dollar amount of inerit pay which is being recommended should be included. Human Resources will review for over-all City consistency and policy abidance. The written recommendations will then be forwarded for final approved or recommended for denial with written reasons for denial or recommendations for modification. Merit payments are effective upon final approval. Dona Bacon Page 6 =?t� :�•}1`_-{