[Added 6-19-1962 by Ord. No. 1857]
An annual merit evaluation or appraisal will
be made of borough employees in order to measure the progress made
by the individual during the past year and to help him to self-improvement.
This evaluation also serves as one factor in determining the present
and potential future value to the borough of the employee. It is a
major factor in considering him for promotion as well as for higher
pay.
A.
Each department head will evaluate the employee under
his direction and submit merit evaluations to the Mayor and Council.
In departments where there are subordinate supervisors or foremen
under the department head, the initial rating of nonsupervisory employees
will be made by the subordinate supervisor and recommended to the
department head.
B.
Merit evaluation forms will be submitted by department
heads to the governing body on or before November 15 each year (also
May 31 in 1962 only). They may also be requested for submission at
such other times as the Mayor and Council may direct. At the same
time that evaluation forms are submitted, department heads are also
to submit to the governing body a list of employees recommended for
merit step increases. This list will comprise those eligible employees
who have been evaluated among the higher group of personnel in the
department.
C.
All merit evaluation forms will be reviewed by the
Borough Council before being turned over to the Personnel Officer
to become a part of the employee's personal history file. The Mayor
and Council will review the evaluation forms and the recommendations
for merit step increases. Based upon these written documents it will
make a final decision as to which employees will receive merit step
raises on January l each year (July 1 in 1962 only). All such merit
step increases shall be made pursuant to the rules and regulations
of the Department Civil Service.
D.
Department heads, together with the appropriate subordinate
supervisor (or foreman sitting in if the department head wishes),
are required to review merit evaluations and progress with each employee
individually during January each year. This personal interview with
the employee is to be done in a friendly, constructive manner aimed
at helping the employee to better performance in the year ahead.
The annual merit evaluation plan will prove
of value to the employee for the following reasons.
A.
It recognizes in a fair and impartial way those who
have performed well in the past year and also recognizes additional
duties performed, how well handled and any instruction received and
understood.
B.
It gives credit for additional skills learned which
are of value to the borough.
C.
It provides a friendly constructive review of each
employee's work habits and attitudes, with special emphasis on improvements
made during the year, and thus provides an incentive to continue them.
D.
It enables the employee to know where he stands, to
discuss any weak points with the supervisor and to strengthen them,
thus bettering himself and his chances for merit step increases and/or
promotion.
The evaluation is of value to the supervisor
or department head for the following reasons.
A.
It provides a uniform method of impartially rating
his subordinates and recording their achievements and progress.
B.
It serves as a guide for him to plan on-the-job instruction
programs and otherwise train each employee.
C.
It makes him more conscious of his responsibilities
both to the borough and to his subordinates.
D.
It enables him to follow up on any weaker points of
each subordinate and to help in strengthening them.
The evaluation is also of value to the governing
body for the following reasons.
A.
It provides an annual, formal review of each employee,
using the same basis for each, so that the progress and development
of each individual is recorded and can be compared from year to year.
B.
It fixes the responsibility of the supervisor to evaluate
his subordinates fairly, impartially and constructively.
C.
It indicates the competency of the supervisor and
is a measure of his value to the borough.
D.
It provides a sound, uniform basis for considering
each employee for salary increases or promotions.
E.
It provides a permanent, written, just and factual
record on which to base action, instead of on verbal, unsupported
statements which are easily forgotten or subsequently repudiated.
For the borough and its taxpayers, it puts local
government on a more businesslike basis, with employees insured of
fair treatment and fair pay for a job well done.
A.
Effective July 1, 1962, one step (to be called merit
step No. 1) is added over and above the top of each present salary
rate or range set in the Salary Ordinance amendment adopted December
19, 1961.[1] This merit step No. 1 is not to be confused with what
have customarily been called "normal increments." A merit step increase
is to be awarded only on the basis of meritorious performance as determined
by evaluation of each employee's work by his supervisors and after
review by the Mayor and Council.
B.
Merit step No. 1 is added on July l, 1962, to all
current ranges in the borough with the exception of the following
positions:
(1)
Department heads and deputy department heads whose
merit increases are considered individually by the entire Mayor and
Council at the start of each year.
(2)
Positions with no present incumbents.
(3)
Positions staffed with part-time employees.
(4)
Positions within any board or commission where the
responsibility for the determination of individual salaries lies within
that board or commission.
(5)
Employees not at the top of their present range (i.e.,
those who have already received normal increments this year).
C.
The general intent of the governing body for the future
is that once a merit increase is earned, it will not be taken away.
However, if an employee's performance deteriorates in the future,
increases that become available through additional merit steps that
might be authorized in the years ahead can always be withheld.
D.
The general intent for the future is to add additional merit steps in the future on January 1, when deemed desirable. Increases would depend on each employee's individual performance on his job. "Across the board" general salary increases would not be given except for significant increases in the cost of living. Exclusions as outlined in § 70-55B(2) through § 70-55B(5) above would continue to apply. Department heads and deputy department heads would continue to be considered individually by the Mayor and Council.
