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375 L - Performance Management
City of Greensboro Personnel Policy Manuał
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4.6 Performance Appraisal - A supervisor’s evaluation of how well the employee has
performed in relation to objectives established on the annual work plan or on the work
standards.
4.7 Merit Increase - An increase in an employee’s base salary awarded on the basis of
individual performance. Merit increases are calculated as a percentage of the control point of
the position the employee occupies. Eligibility requirements for merit increases are defined
annually in the fiscal year’s Salary Increase Guidelines.
4.8 Salary Control Point - The job value the City is willing and able to pay. The salary
control point is based on the market value of jobs and internal value to the organization. The
salary control point is the basis for most salary administration calculations.
4.9 Extended Rating - An extension of the evaluation period used only in those cases
where a supervisor feels more time is necessary to determine with accuracy the appropriate
performance level. An extension should be given only in those cases where a supervisor feels
it would be unfair to either the employee or the City to evaluate the employee at the present
time. This extension is not to be used to avoid giving a poor evaluation but rather in cases
such as where the employee’s duties have changed or he has been absent for a long period.
5.0 ORGANIZATIONAL RULES
5.1 The performance of all employees will be based on an objective, measurable set of criteria,
either an individual work plan, or a position or work unit based set of work standards.
5.2 With the approval of the Human Resources Director, an alternate, but comparable, system of
performance based work standards may be developed within a department for those employees
who are not using the individual work plan.
5.3 Department heads are responsible for ensuring that all employees are provided a work plan or
set of work standards on which their performance will be evaluated.
5.4 Every employee will receive, at least annually, a performance evaluation conference
accompanied by a written evaluation documenting the employee’s performance. The employee will
be given a copy of the written evaluation.
5.5 An evaluation may be extended for a period up to three months; increases, if any, given at the
end of the extension will not be retroactive. Extensions beyond three months require the approval
of the Human Resources Director and must be for extraordinary circumstances.
6.0 PROCEDURES
6.1 Development of the Work Plan
A. The supervisor and employee each review the employee’s job description as well as the
previous year’s work plan in preparation for establishing the current year work plan. A review