FY 2022 PERFORMANCE-BASED RETENTION PAY PLAN.PDF

FY 2022 Performance-based Retention Pay Plan
Initiating Department: Human Resources
Board of Supervisor’s Approval Date: 6/23/2021
I. PURPOSE
This discretionary plan enhances retention and incentivizes employees’ performance so that they are
engaged and continue to provide quality services to County residents.
II. APPLICABILITY
This plan applies to the County’s elected offices, appointed departments, the Flood Control District, the
Library District, and the Judicial Branch of Maricopa County who receives performance-based funding
from Maricopa County (collectively referred to as “Departments”). This plan does not apply to the County’s
Elected Officials or their statutory Chief Deputies.
III. PLAN
A. Departments have two tools to address their recruitment and retention issues:
1. Performance-based Retention Increases: Where higher performers earn more than
employees who are successfully performing their job.
2. Critical Recruitment and Retention Increases: Addresses pay issues that impact
retention of high performers or the recruitment of difficult-to-fill vacancies.
B. Performance-based Retention Increase Eligibility Criteria
1. Full or part-time classified, contract, or unclassified employees as of 6/30/21.
2. Continuously employed by one or more departments for at least one year as of 6/30/2022.
3. Must currently be successfully performing their job and have a performance appraisal
completed within FY 2021 or FY 2022 with a rating of “successful” (or equivalent) or higher.
• Departments with employees on leave who do not have current performance
appraisals should contact Employee Compensation.
4. Employees who were promoted, transferred, or voluntarily demoted are eligible as long as
they meet the other criteria.
5. Ineligible: Employees involuntarily demoted for disciplinary reasons on or after 7/1/2020 or
employees who terminate before 7/30/2021. As this is a retention increase, departments
may choose to withhold the increase from employees who have given their notice and
whose last day will be after 7/30/2021.
C. Critical Recruitment and Retention Increase Eligibility Criteria
1. Full or part-time classified, contract, or unclassified employees.
2. May be given to employees who have not been continuously employed by one or more
departments for at least one year as long as they are successfully performing their job.
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FY 2022 Performance-based Retention Pay Plan
3. Employees who under this plan receive a critical recruitment and retention increase prior to
their year of continuous employment may not be eligible to receive an additional increase
when they reach one year of employment as they received their increase early.
D. Funding
1. Up to $27,415,055 General Fund, $11,654,531 Detention Fund, and $9,402,911 Special
Revenue.
2. The Budget Office will analyze the funding requirements of departmental plans and submit
an agenda to the Board of Supervisors to adjust appropriations as necessary. Special
revenue funds are expected to pay for their awards where allowed. One-time funding will be
appropriated for lump-sum payments. Funding for midyear increases is based on their
effective date and departments’ budget capacity. FY 2023 budget baselines will incorporate
adjustments necessary to annualize midyear increases and will remove funding for one-time
lump-sum payments.
E. Effective Date
1. Performance-based Retention Increases:
a) 7/12/2021: Employees employed continuously for at least one year as of 7/12/2021.
b) Beginning of the Next Pay Period after Eligibility Date: Employees who become
eligible between 7/13/2021 and 6/26/2022.
c) 6/27/2022: Employees eligible between 6/27/2022 and 6/30/2022.
2. Critical Recruitment and Retention Increases: For employees receiving critical recruitment
and retention increases under this plan, effective dates will be at the beginning of the next
pay period after concurrence of their plan from County Human Resources.
IV. IMPLEMENTATION
A. Departments will receive spreadsheets for use in calculating increases and should verify that all
eligible employees are included and that employee-level information is correct.
B. Increases can be given as a percentage of base pay or an hourly dollar amount.
C. One-time lump sums may be offered to employees who are at or above their range maximum.
D. Departments that vary increases for similarly situated employees with the same performance
rating need to explain their strategy and how fair and legally defensible practices were followed.
E. Departments may not take performance-based pay from employees who may or have received a
recent market adjustment implemented within the last year to increase the pay of those
employees not involved in the market adjustment.
F. County Manager may approve variations to the plan that are within the plan’s allocated funding.
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