FY 2018 Staff Compensation Program SCP is a URA only salary program Yearly Performance evaluation should be done every year Merit pool for salary increases All must be split among URA All must be spent ID: 659802
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Slide1
UNDERSTANDING SCP
Performance Evaluation/ Merit pay FY 2018Slide2
Staff Compensation Program (SCP) is a URA- only salary program.
Yearly Performance evaluation – should be done every yearMerit pool for salary increases
– All $$ must be split among URA. All $$ must be spent. Slide3
Merit pool for FY 18:
2.25% of total URA salaries as of 3/1/17 Average
2.125% Minimum is 1.25% Maximum is 3%. All who get an overall “Meets Standards” must get at least
1.25%, the minimum.
Anyone who is NOT evaluated
by April 30 must
get the
aggregate of 2.25%.
(99% meet standards)Slide4
Exception: Minimum and maximum of salary grade stays the same. If
you are at the top of your grade, you will receive your merit pay as a one-time bonus; does not go to salary base. If you are near the top, may
be part raise and part as a bonus.
Grade
4 Max:
$68,265
Old salary
3%
raise
New
salary
Bonus
Mitch
$67,500$2,025.00$68,265$1,260Slide5
Outside of the maximum and minimum, no requirement to match the raise to the evaluations.Supervisors are not given guidelines to compare employees, but still must divide up the pie.Slide6
Why Self-Appraisals are Important Remind your manager of your accomplishments, development and challenges
Some managers simply cut and paste them helps your manager understand what you see as your strengths and weaknesses
Self-appraisals are a crucial component to providing a “complete picture” of performance Slide7
Evaluation serves as the job description. Focus on the verbs, not the adjectives
Accounts
Acquires
Adapts
Adjusts
Administers
Adopts
Advises
Advocates
Allocates
Allots
Computes
Condenses
ConfersConfirmsConsolidatesConstructsConsultsControlsConvertsConveysDrivesDumpsDuplicatesEditsElaboratesElectsEliminatesEmploysEncouragesEndorses PlansPostsPredictsPrescribesPresentsPreservesPrevents
ProcuresProducesProgramsSlide8
Think about the percentages of your time. Did they change
?? Remember, you were already at 100% Note new
tasks, additional responsibilities INCREASED workload. Your performance evaluation may be the only place it will be noted.Slide9
Play smart defense: if something went wrong, were there mitigating factors?
What is within your control and what is not? Did you notice the problem? Bring it to management’s attention? Suggest remedies? Take corrective action?
Did your department “pivot” from one priority to another? And then back? Did your technology change?? Do you have a plan to correct your own shortcomings? Even better, have you started it already?Slide10
Don’t say FUBAR: Say “Challenge”Framing problems as system problems can help supervisors explain things up the chainSlide11
Preparing for EvaluationDon’t forget to bring a copy of your self-appraisal with you to your performance review meeting with your supervisor to use as a reference! Slide12
Evaluation SHOULD provide goals and update job
description and expectations for next year (box should be checked
for new items). Try to have the discussion. RECORD the results.If all goes well, you will refer to this next year: “achieved the goals we set “.If things go sideways, you will also refer:
“we
were going to do this, but X Y and
Z “.
If
your boss doesn’t know what they want, you will say
“things change a lot; I’ve
had to fly by the seat of my
pants”.Slide13
Signing
the evaluation formSometimes becomes an informal negotiation between the employee and the supervisor
If you don’t concur sign: “Receipt only”.Attach self-appraisal or commentsSlide14
Only an overall “DOES NOT MEET STANDARDS” on Section 2 means no raise. A “Does Not” rating in one of the subcategories still gets a raise as long as you receive an overall “MEETS STANDARDS”
Not grounds for termination. (Most “Meet Standards” the next year). Requires a re-evaluation after 6 months, but no raise.Slide15
Performance Evaluation
Must be Concluded & Employee Notified of Results (Not $) by April 30, 2017
Employee can Comment in Writing About Review by June 1, 2017Supervisors are to Provide a Copy of Evaluation to Employee IF Requested by EmployeeSlide16
“Results may vary.”Merit pool division is based on the
reporting division.First level supervisor makes the Meet/Does not Meet decision, not amount of raise.
There is ALWAYS money for more than the average raise but your direct supervisor does not have it. URA analyzes the results; does not publish individual’s raises.Slide17
Appeal
Process if:
SCP procedures were not followed;Demonstrable factual inconsistency in the
evaluation
Not
evaluated according to the performance standards for their job
within
30 days of receipt of salary notification
No money involved; strictly for setting record straight
.
Slide18
Next year:Make your own
Performance JournalCalendarMeeting notes
Keep emails Ask for clarification as you goSlide19
Presenter: Darlene Smith, URA-AFT Executive Vice President
URA-AFT, Local 176657 Paterson
Street, 2nd Fl.New Brunswick, NJ 08901P: 732-745-0300 | F: 732-745-0400union@ura-aft.org |
www.ura-aft.org
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