FY 2023 PERFORMANCE-BASED RETENTION PAY PLAN.PDF
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FY 2023 Performance-based Retention Pay Plan Initiating Department: Human Resources Board of Supervisor’s Approval Date: 6/22/2022 Page 1 of 2 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, which 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 6/30/22. 2. Continuously employed by one or more departments for at least one year as of 6/30/2023. 3. Must currently be successfully performing their job and have a performance appraisal completed within FY 2022 or FY 2023 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 7/1/2021 or employees who terminate before 7/30/2022. As this is a retention increase, departments may withhold the increase from employees who have given their notice and whose last day will be after 7/30/2022. 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. FY 2023 Performance-based Retention Pay Plan Page 2 of 2 3. Employees who under this plan receive a critical recruitment and retention increase prior to their year of continuous employment are not eligible for another increase when they reach one year of employment as they received their increase early. D. Funding 1. Up to $57,091,540 General Fund, $23,930,211 Detention Fund, and $19,909,162 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 2024 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) 7/11/2022: Employees employed continuously for at least one year as of 7/11/2022. b) Beginning of the Next Pay Period after Eligibility Date: Employees who become eligible between 7/12/2022 and 6/25/2023. c) 6/26/2023: Employees eligible between 6/26/2023 and 6/30/2023. 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 or as authorized by the Appointing Authority. 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.