The final step in the new Pay-For-Performance compensation system is now ready to go. Individual employee pay raise notifications for 2014 will be delivered before the end of this year and compensation changes generally will become effective for all current employees on January 1, 2015, and will be reflected in the first payroll scheduled to be issued January 15, 2015.
I thank everyone for participating in the implementation of the new Pay-For-Performance compensation system. PCCLD began working on the new process following recommendations in 2013 by The Singer Group, a consulting firm engaged to review PCCLD’s compensation system. The Singer Group’s efforts were coordinated by Sara Rose, Director of Human Resources, and the work included a study of PCCLD compensation practices, comparisons with peer institutions, a market study to ensure PCCLD salaries are appropriate, a number information meetings with employees, supervisors and administrators, and the Board of Trustees; and final recommendations and action steps.
2014 marked the last steps in changing from the old system to the new. Most employees received two performance appraisals during the course of this transition year. The results of these appraisals formed the basis for allocating individual changes to compensation to be awarded now. Individual employee performance scores were normalized to adjust for possible differences among supervisor assessments and to ensure all scores align with district-wide standards.
The new process will result in most employees receiving a 2.5 percent increase to salary effective January 1, 2015. There are a few important exceptions to this:
*Employees whose 2014 performance scores are in the top fifty percent will receive a special one-time merit award equal to one percent of annual salary. This award is in addition to the 2.5 percent increase outlined above.
*Employees who received promotions during the year are not eligible for the special merit award, but will receive the 2.5 percent increase to pay based upon their newer higher pay rate.
*New employees who worked for PCCLD fewer than nine months in 2014 are not eligible for the special merit award, and the 2.5 percent pay increase will be prorated for all new employees based upon the number of months of service with PCCLD this past year.
*Employees who are at the top of their respective job pay ranges will receive a one-time bonus equal to 2.5 percent of base pay. This bonus will be paid out over the course of the year, but will not be added to base pay. These employees are eligible for the additional one percent merit award, if they received a qualifying score.
*Employees with below standard performance will receive a lesser increase and in some cases no increase.
Look for a personalized letter being sent to you before the end of this month outlining your salary for the coming year.
If you have questions about the Pay-For-Performance system, contact Sara Rose.
I thank everyone for participating in the implementation of the new Pay-For-Performance compensation system. PCCLD began working on the new process following recommendations in 2013 by The Singer Group, a consulting firm engaged to review PCCLD’s compensation system. The Singer Group’s efforts were coordinated by Sara Rose, Director of Human Resources, and the work included a study of PCCLD compensation practices, comparisons with peer institutions, a market study to ensure PCCLD salaries are appropriate, a number information meetings with employees, supervisors and administrators, and the Board of Trustees; and final recommendations and action steps.
2014 marked the last steps in changing from the old system to the new. Most employees received two performance appraisals during the course of this transition year. The results of these appraisals formed the basis for allocating individual changes to compensation to be awarded now. Individual employee performance scores were normalized to adjust for possible differences among supervisor assessments and to ensure all scores align with district-wide standards.
The new process will result in most employees receiving a 2.5 percent increase to salary effective January 1, 2015. There are a few important exceptions to this:
*Employees whose 2014 performance scores are in the top fifty percent will receive a special one-time merit award equal to one percent of annual salary. This award is in addition to the 2.5 percent increase outlined above.
*Employees who received promotions during the year are not eligible for the special merit award, but will receive the 2.5 percent increase to pay based upon their newer higher pay rate.
*New employees who worked for PCCLD fewer than nine months in 2014 are not eligible for the special merit award, and the 2.5 percent pay increase will be prorated for all new employees based upon the number of months of service with PCCLD this past year.
*Employees who are at the top of their respective job pay ranges will receive a one-time bonus equal to 2.5 percent of base pay. This bonus will be paid out over the course of the year, but will not be added to base pay. These employees are eligible for the additional one percent merit award, if they received a qualifying score.
*Employees with below standard performance will receive a lesser increase and in some cases no increase.
Look for a personalized letter being sent to you before the end of this month outlining your salary for the coming year.
If you have questions about the Pay-For-Performance system, contact Sara Rose.