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Medic Employees –

In an effort to improve performance alignment with Agency strategic objectives and goals, we are implementing a change in strategy on how performance reviews are processed.  This change has already been completed for individuals that receive an Administrative Performance Review Tool and is now being applied to all employees receiving an Operations Performance Review (CMED and Field).  These changes will be implemented by September 2017.

The Agency is moving from an anniversary date to a common review date for all performance review administration.  This means that all employees will receive their performance reviews during the same specified time period each year.  This transition will begin as of September 1, 2017 for Operations.

All employees will continue to receive their regular, anniversary performance reviews – October 2016 through August 31st, 2017 and receive their normal pay increase based on their review, if eligible.   As of September 1, 2017, most employees will receive another performance review and another increase effective the first pay period of November.  This will continue to be the performance review process going forward.  The common review period is detailed below for your reference:

  • Supervisors/Managers will receive their department’s performance reviews by September 1st each year
  • Reviews must be completed and returned to HR by October 15th each year
  • Pay changes will be implemented on the first pay period of November each year

There is a transitional plan to make sure all impacted employees are aligned with this new process and the time period.   This information will be shared during the administrative portion of the June in-service(s).

If you should have any questions about the change or transition plan, please discuss with your immediate supervisor.

FAQs:

1.Why are we changing from anniversary to common review?

  1. Moving to a common review facilitates strategic objective planning leading to departmental and individual goal alignment with the Agency purpose, better performance planning and better budgetary planning.

2.What is a transition merit/increase?

  1. Effective the first pay period of November 2017, the majority of Operations employees will receive a pro-rated increase in order to accommodate the transition from traditional anniversary date reviews to one common review for all impacted Agency employees.  This increase will cover the time frame since an employee’s last review until the new review administered in September.

3.My review is in July, August or September.  What will be the process for my transition?

  1. You will receive your normal review in July, August or September and will not receive an additional review with the roll-out of common review period in September and October.  We will use your most recent review increase information to pro-rate your pay increase effective the first pay period of November.

4.I foresee that I won’t receive my anniversary date review for July, August or September in time for the November pro-rated pay.  How will this be handled?

  1. Managers and Supervisors will be held accountable for completing your review in a timely matter in order to comply with the transition plan.  Please make sure to discuss with your immediate Supervisor/Manager if you do not receive your review on time as soon as possible.

5.When will I see a change in my pay?

  1. With the new common review, employees will have their pay increase or cash merit payout implemented in the first pay period of November.

6.How is the pro-rated increase/merit calculated?

  1. The pro-rated increase/payout is calculated based on the number of months since your last anniversary date.  Please review the chart which allows you to look at your anniversary date and the corresponding calculation.

7.How does this impact my earnings?

  1. There is no negative impact on your earnings during this transition period.  In fact, the majority of employees are receiving two increases in one year – an increase/merit for your normal anniversary date review and then a pro-rated increase/merit at the time of transition.

8.What’s the new process for my performance review?

  1. All employees’ reviews will now be sent out September 1st each year to your corresponding Supervisor/Manager to process.  Your Supervisor/Manager must have your review completely processed and returned to Human Resources by October 15th each year.  Your pay increase will be effective for the first pay period of November each year.

9.How will my Supervisor complete all department reviews when they are traditionally late on one or two?

  1. The Agency focus during this time period will be focused on performance review administration so Supervisors and Managers will be expected to complete theirs on time.

10.If my Supervisor has to complete all at one time, what prevents him/her from evaluating us all the same?

  1. Again, Agency focus will be on performance review administration during this time frame so that the proper dedication is made to each employee’s review.  Supervisors are expected to make quarterly check-ins (and more frequently if time permits) so that your evaluation is predominantly what you expect it to be.

11.What happens if I am at the top of my pay scale during this time?

  1. You will receive your regular review with your cash merit payout if eligible and when you receive your second review in September, you will receive a prorated cash merit payout as well in November.

12.What happens with Corporate Compliance?

  1. This process will remain unchanged.  Compliance training will still be done on your anniversary date because of the requirement for all employees to complete the training every 12 months.

13.How are uniforms going to be distributed since they are currently ordered on anniversary date?

  1. This process will remain unchanged and fall in line with your anniversary date still.

14.Will I get a second increase every year with this change?

  1. No, this is only implemented for the transitional period to get everyone into the same performance tracking period going forward.
  1. What about my shift bid ranking?
    1. For 2017, your shift bid performance review score will be based on performance reviews from September 2016 through August 2017 and NOT common review.
    2. For 2018, your common review will be used for shift bid ranking.

*Reminder – shift bid will use your point value to assign your score and discipline will no longer be a factor in this scoring assignment for shift bid purposes only.