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COLA/Market <br />Em to er Ad'ustments Performance-Related Additional Notes <br />Person 3 % for all No performance .evaluation system, na <br />County employees merit increases or lump Burn awards. <br /> 7-1-99 <br />Raleigh 5 °7o for all In addition to 5 % : Awards of $250 given to all <br /> employees If in lower range: employees in Feb. 2000. <br /> 7-3-99 Standard 2.5%, Above Standard, <br /> 3.75 %; Outstanding 5 <br /> If in upper range: <br /> Standard 0%, Above Standard, 1.25%, <br /> Outstanding 2.5 <br />State of Effective 7/1/99: <br />NC <br /> 1) State employees - 3 % across the <br /> board increase (2 % career growth, 1 % <br /> COLA) and .5 % bonus. <br /> 2) State Paid School Teachers - <br /> Average of 7.5 % increase. <br />Wake 2.8 % adjustment Option A -Dept may set performance County budgets at average of <br />County to band structure ratings and associated increase 4% for each employee. Funds <br /> effective 3/16/00 amounts with funds available. are allocated among depts. <br /> 20 % of dept's allocation is for <br /> Option B -Dept may opt not to use top performers with "exceeds" <br /> performance ratings, but rank expectation rating; <br /> employees in order of top performers. 75 % of dept's allocation is for <br /> Top 25 % of employees are considered performers with "meets" <br /> top performers. Dept has discretion on expectation rating. <br /> whether to award the bottom 5 % of 5 % of department's allocation <br /> employees. based on 4% is not budgeted <br /> with the assumption that 5 % of <br /> employees will receive "below" <br /> expectation rating. <br />Orange 2.0 % far all 2.5 % In-Range Increase if Meritorious Service Award <br />County employees performance is "Proficient" or higher If superior, $750 and if <br /> effective 7-1-99 ~ exceptional, $1500 as lump <br /> sum., Began $15 per pay period <br /> 401(k) contribution <br />k:\comp\paysv-99.doc <br />4!26!00 <br />