Title
Human Resources Policies C-2, Performance-Based Merit Awards and E-2, Nepotism (B)
Explanation
Policy C-2:
This policy allows for Special Merit Awards to be made so long as they are within the annual City Commission-approved budget. For Charter Officers with fewer than 25 employees, the awards are limited to 2% of the budgeted Managerial Administrative and Professional (MAP) personal services dollars. For Charter Officers with 25 or more employees, the awards are limited to 1% of the budgeted MAP personal services dollars.
These awards may only be awarded to high performing employees who score above average on their most recent performance evaluation (e.g., a score of 3.5 or higher on a 5-point scale). Such awards are not an entitlement and are intended for employees who consistently exceed expectations and demonstrate extraordinary performance. As outlined in the Performance Management Policy (C-5), the City of Gainesville has adopted a market mid-point pay structure for non-represented employees. A market mid-point pay structure sets the market rate at the middle of the pay range and builds the range around that number. Employees shall be normally distributed around the mid-point; the top performers fall above the mid-point and new employees and less effective employees below the mid-point. Those scoring in the top 15-20% would be considered for a special merit award.
Policy E-2:
This policy clarifies familial relationships as they relate to nepotism and amends the restrictions on employment of relatives within the chain of command.
Fiscal Note
The potential fiscal impact of the special merit awards would be less than $70,000. All awards would be paid from unused budget dollars in the fiscal year awarded.
Recommendation
The City Commission approve Human Resources Policies C-2, Performance-Based Merit Awards and E-2, Nepotism.