2. » Pay for Performance is a compensation or incentive program that links pay and performance. Employee’s are rewarded for how well they perform their duties and improve.

3. » Reviewed other agency rating scales » Developed our own Behaviorally Anchored Ratings Scale (BARS) Guidelines ˃Guidelines +Change & Adaptation +Communication +Customer Service & Composure +Drive for Results +Fiscal Accountability +Role & Initiative +Organizational Commitment & Planning

4. » Discussed changes to Job Descriptions » Reviewed and edited all Job Descriptions » Developed one format for all Job Descriptions » Added Key Performance Measures for each job. ˃Examples of key performance measures: +Ensure compliance with all departmental policies and procedures. +Ensure all reports are compiled and reported in a timely manner. +Ensure proper deposit of money. +Ensure planning, permitting and/or GIS questions are answered accurately and in a timely manner. +Performs all duties and responsibilities in compliance with IDEM, EPA, OSHA and IOSHA and MS-4 standards.

7. » The review process will offer Managers a way to ˃Set employee expectations ˃Develop measurements for performance ˃Give feedback in key performance areas to improve employee performance ˃Rating employee performance in a summary fashion ˃Reward employees for good performance

8. Knowledgeable of all job functions and works to improve efficiency. 4

9. Highly organized and meets or exceeds deadlines. 4 5

10. Knowledgeable of all job functions and works to improve efficiency. Highly organized and meets or exceeds deadlines. Takes ownership of work. 4 5 3

11. Knowledgeable of all job functions and works to improve efficiency. Highly organized and meets or exceeds deadlines. Takes ownership of work. High quality production of reports. 4 5 3 4

12. Knowledgeable of all job functions and works to improve efficiency. Highly organized and meets or exceeds deadlines. Takes ownership of work. High quality production of reports. Knowledgeable of applicable ordinances. 4 5 3 4

13. Knowledgeable of all job functions and works to improve efficiency. Highly organized and meets or exceeds deadlines. Takes ownership of work. High quality production of reports. Knowledgeable of applicable ordinances. AVG SCORE 4

14. » Employees Will Exceed Expectations By ˃Meets Set Goals ˃Serving as a Role Model ˃Displays Successful Behaviors ˃Willingly Accepts Increasing Responsibility ˃Excels in Performance Competencies

15. Employee struggles to utilize software to assist customers. 2

16. Struggles to organize and prioritize work. 2

17. Employee struggles to utilize software to assist customers. Struggles to organize and prioritize work. Takes ownership of work. 2 3

18. Employee struggles to utilize software to assist customers. Struggles to organize and prioritize work. Takes ownership of work. Output is high in quality. 2 3 4

19. Employee struggles to utilize software to assist customers. Struggles to organize and prioritize work. Takes ownership of work. Output is high in quality. Does not follow sewer ordinance. 2 3 4 1

20. Employee struggles to utilize software to assist customers. Struggles to organize and prioritize work. Takes ownership of work. Output is high in quality. Does not follow sewer ordinance. AVG SCORE 2

21. Learn Software Online Training 07/2012Certificate Obtained4 Invoice BillingFolder Stuffer07/2012 Implemented 4 4 Update FormsNone07/2012 Completed 4

22. Learn Software Online Training 07/2012Certificate Obtained4 Invoice BillingFolder Stuffer07/2012 Implemented 4 4 Update FormsNone07/2012 Completed 4 AVG SCORE 4

23. 3 4 2

24. 3 4 2 Overall Rating 3

25. 3 4 2 Met Expectations Performance was satisfactory and met all expected goals. Most employees will achieve this level of performance.

26. » Agreed upon the Purpose of Performance Management » Reviewed and Modified Job Descriptions » Developed and Defined BARS Guidelines » Reviewed and Developed Performance Ratings Criteria

27. » Thank you