Orange County NC Website
Browse       Search
Attachment 6 <br /> Merit Directions <br /> Points from Department Head and <br /> Employee Relations Consortium Meetings <br /> 1. The County needs a performance evaluation system for the <br /> reasons noted on the "Objectives and Merits of a <br /> Performance Evaluation System" handout (Attachment 1 ) . <br /> 2 . WPPR is the preferred performance evaluation system. <br /> Employees and department heads like the communications <br /> process about objectives and performance structured in <br /> WPPR. <br /> 3. It is recognized that further development is needed with <br /> WPPR to support greater uniformity across departmental <br /> lines. Suggested steps include: <br /> -Department Heads assuring each performance <br /> review is completed within 30 days of the <br /> review date. <br /> -Focusing additional effort on definition of <br /> performance standards. <br /> -Comparison of sample performance appraisals for highly <br /> effective focusing on what is provided as <br /> documentation for highly effective. <br /> 4 . There should be a relationship between performance <br /> evaluation and pay for the reasons noted on the "Merit <br /> Pay Objectives" handout (Attachment 5 ) . This needs to <br /> be a stable relationship that is consistent from year to <br /> year. <br /> 5. As to the merit pay component of the pay plan, <br /> department heads and employees concluded there are two <br /> major elements to be recognized: <br /> -The career development/progression in the salary range <br /> in relation to new hires component and <br /> -The reward for specific and major accomplishments <br /> component. <br /> 6 . Beyond merit pay, employees and department heads <br /> expressed considerable support for and interest in the <br /> ideas of team or group rewards and incentives. <br /> ( 10-28-93 ) <br />