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Policy Title: Merit and Exceptional Merit Pay Increases Purpose: To provide guidelines for merit and exceptional rperit pay increases Scope: All City of Eugene non- represented employees; r' l nted employees should refer to the appropriate labor agreement 11111 �'illlll��llo,. Policy Statement: The policy of the City of E is to rew�d th'6I1'' A, i' Ill h � performance of employees. Merit pay increases s etco on nt of pity of Eugene compensation program. Every non - represented empJoyee� e. ity is eligible for consideration of a merit pay increase. Merit pay increases sho Ie based on the satisfactory work performance of an e pJoyee. Policy Procedure: New non resented = employees mays considered for a merit increase after 12 months of emplo,yymment a d then every year thereafter. Limited duration employees are not eligible�for frte t increases. Merit pay increases should be based oril factory work performance by the employee and should be considered during the annu I i " ° ormance evaluation process. A performance re31 41�bg „or statement of satisfactory performance is forwarded to the Human Resources' ivis9'tfWN "' with the merit request, with a copy included in the department's secon �� y p 0,11F119. Typically, a 1 step increase is given to the employee for a merit pay increase. Supervisors may award g ioyees with exceptional or outstanding work performance an additional 1 step meri .increase as recognition for their performance. Supporting documentation should accompany an exceptional merit increase. Exceptional merits must be approved by the department executive director. Supervisors not awarding a merit pay increase should notify the employee in writing prior to their merit review date. Related Links: For Merit or Exceptional Merit related to Represented Employees, see Appropriate Collective Bargaining Agreement Links: AFSCME: Article 15.5 APM No: 7.4 City of Eugene Administrative Policy Manual Date Updated: August 1, 2011 Policy Title: Merit and Exceptional Merit Pay Increases Purpose: To provide guidelines for merit and exceptional rperit pay increases Scope: All City of Eugene non- represented employees; r' l nted employees should refer to the appropriate labor agreement 11111 �'illlll��llo,. Policy Statement: The policy of the City of E is to rew�d th'6I1'' A, i' Ill h � performance of employees. Merit pay increases s etco on nt of pity of Eugene compensation program. Every non - represented empJoyee� e. ity is eligible for consideration of a merit pay increase. Merit pay increases sho Ie based on the satisfactory work performance of an e pJoyee. Policy Procedure: New non resented = employees mays considered for a merit increase after 12 months of emplo,yymment a d then every year thereafter. Limited duration employees are not eligible�for frte t increases. Merit pay increases should be based oril factory work performance by the employee and should be considered during the annu I i " ° ormance evaluation process. A performance re31 41�bg „or statement of satisfactory performance is forwarded to the Human Resources' ivis9'tfWN "' with the merit request, with a copy included in the department's secon �� y p 0,11F119. Typically, a 1 step increase is given to the employee for a merit pay increase. Supervisors may award g ioyees with exceptional or outstanding work performance an additional 1 step meri .increase as recognition for their performance. Supporting documentation should accompany an exceptional merit increase. Exceptional merits must be approved by the department executive director. Supervisors not awarding a merit pay increase should notify the employee in writing prior to their merit review date. Related Links: For Merit or Exceptional Merit related to Represented Employees, see Appropriate Collective Bargaining Agreement Links: AFSCME: Article 15.5