MANAGEMENT PAY FOR PERFORMANCE

1
MANAGEMENT PAY FOR PERFORMANCE
2
P4P BACKGROUND

• Board indicated desire for P4P program
• Included in OCMA 2007/10 MOU
• Working Group Committee has spent last 10 months
  thoroughly researching and developing the program
• CEO and Department Head subgroups have
  participated in program reviews and guided each
  phase of development

3
PROGRAM HIGHLIGHTS

• Begins with 2008 evaluation year
• First increases effective January 2009
• 2.5 of managers salaries distributed to each
  Agency/Department
• Department Head determines award amount
• Specific criteria and performance ratings
  established

4
PROGRAM HIGHLIGHTS

• Definition of Competencies and Ratings
• Differentiation provided for three different
  levels
• Performance evaluated in two areas day-to-day
  core competencies and goals
• Consistency assurance conducted by Calibration
  Committee
• Two training segments
• Program Overview
• Behavioral Evaluation Goal Setting

5
CORE COMPETENCIES

• Results
• Judgment/Decision Making/Problem Solving
• Effective Communication
• Planning/Organization
• Supervision/Leadership
• Functional Expertise (new)
• Collaboration/Team Building (new)
• 75 weighting Day-to-Day Job Performance
• Measured by rating 4, 3, 2, 1 (4 is
  best)

6
PERFORMANCE GOALS

• Two Goals per Manager
• Program Goal related to County Strategic
  Initiatives or core business objectives
• Professional Development or an additional program
  goal
• 25 weighting Goal Achievement
• Measured by rating 0, 2, 4 (4 is
  completed)

7
EVALUATION PROCESS

• Step 1 Performance Planning and Goal Setting
• Step 2 Mid Year Review
• Step 3 Annual Year-End Appraisal

8
REWARD STRUCTUREEligibility and Amount

• Managers rated Above Standard are eligible for
  increase
• Specific award ranges
• Exceeds Expectations 2.0 to 2.9
• Exceptional 3.0 to 5.0
• Award options for manager to select
• 100 base building monetary increase
• 40 hrs Annual Leave any remainder is base
  building pay
• 40 hrs Annual Leave any remainder is one-time
  bonus pay
• 100 one-time bonus pay