Policy

The Performance Development Policy ensures that the Metropolitan Library System employees develop and maintain a high level of job performance.

Regulations

1. The performance of each employee is annually evaluated in writing via the performance development system.
2. Managers/Supervisors meet regularly with each direct report to discuss performance development one-on-one.
3. Each employee will be eligible for a performance-based merit increase based on their annual overall performance rating if funds have been budgeted for that purpose for the fiscal year.

An employee may be awarded a merit increase based on their performance development rating and the current fiscal year budget amount. The Merit Increase Guide will be updated annually to reflect the performance rating and percentage increase scales. 

If the award of a determined merit increase would cause an employee’s salary to exceed the maximum for their pay grade, the portion of the increase amount in excess of their pay grade cap shall be awarded to the employee as a lump sum bonus equal to 100% of the value of this excess award amount.

Employees who receive a Does Not Meet Expectations (DNME) score in one or more competencies are not eligible for a performance-based merit increase regardless of their overall review score.

Employees who receive a score of Needs Improvement (NI) or DNME in any competency (regardless of their overall review score) are not eligible to apply for open positions until the next annual review period.

Employees demonstrating sustained improvement in the competency area(s) rated NI or DNME may submit a written request to apply for open positions six months after the annual review. The employee will submit the written request and a justification statement to their manager/supervisor and Advisory Council representative for consideration. The Advisory Council representative will make a recommendation to the Chief People Officer for a final decision. The Chief People Officer will notify all parties of the final decision in writing.

Employees hired or promoted June 1 and later are not eligible for a performance-based merit increase until the following fiscal year.

The performance-based merit increase percentages shown below are strictly an example and are in no way binding for any particular fiscal year. 

Overall Performance Ratings

• Any rating of 3.50 or greater indicates that overall the performance exceeds expectations
• Any rating of a 3.21 - 3.49 indicates that overall performance meets expectations and exceeds in some areas.
• Any rating of a 3.00 – 3.20 indicates that overall the performance meets expectations
• Any rating of a 2.85 – 2.99 indicates that overall performance meets expectations in most areas and needs improvement in a few areas.
• Any rating of a 2.84 or less indicates that overall the performance does not meet expectations and performance in one or more areas needs to improve.