HomeMy WebLinkAboutAgenda Statement 1981/12/22 Item 15
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COUNCIL AGENDA STATEMENT
Item 15
Meeting Date 12-22-81
ITEM T TLE: Resolution ~p '~ ~1 Recognizing City Employees Selected to Receive Bonus
/ Inc nti Program Awards for P~dovember, 1981
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SUBMIT ED BY• Director of Perso '~. (4/5ths Vote: Yes No )
The Ci y Council approved a Bonus Inc ve Program on 7-14-81 to be used in identifying
and re ognizing exceptional City employees. In adopting the program, the City Council
establ shed regulations regarding the formation of a Bonus Incentive Plan Selection
Commit ee and criteria to be used by the committee in selecting "BIP" recipients.
All em loyees are eligible to participate in the program except sworn personnel in the
Police Department (Police Officers Association), uniformed fire personnel (International
Associ tion of Firefighters) and engineering personnel in UJestern Council of Engineers.
These roups decided not to participate when the subject was discussed during negotiations
for 19 1-32.
Betwee the time Council approved the program and November 10, nominations were accepted
from C ty employees. During that same period, a selection committee was established
by ele tion within each of the departments. The committee has reviewed all nominations
and se ected the individuals who are to receive "BIP" awards in the first half of 1981-82.
Theref re, it is my
RECOMM NDATIOPJ: That Council further recognize these exceptional employees by public
acknowledgment of their selection by their peers to receive the special
Bonus Incentive Plan Award.
DISCUS ION: The employee committee, made up of 14 individuals representing all depart-
ments nd many levels of employees, reviewed the 29 nominations. From these 29, seven
were s lected to receive the bonus incentive for the first half of 1931-82. Seven was
the ma imum number that could have been chosen in this time frame by the committee.
Selection of the truly outstanding employees was not easy and required a review of each
nomina on and an evaluation of how the individual nominee met the four criteria of
exceptional job competency, reliability, initiative and attitude. The committee's
select'ons are as follows: o
DATE OF POSITION
AME TITLE DEPARTPIENT HIRE DATE
Margar t Bergan Account Clerk Finance 5-15-72 2-26-74
Bridge Carney Park Warden Parks & Rec. 7-21-80 7-21-80
Joann vangelist Clerk II Planning 1.2-5-78 12-5=78
Julia ing Clerk II Police. 6-8-64 3-1-68
Lorraine Kraker City Atty. Secy. City Attorney 8-29-69
Helen Mapes Secretary II
Linda (Sevier Seasonal Asst.
Planning 3-1-68
Library 3-4-80
1-20-72
9-4-70
3-4-80
Form A~113 (Rev. 11/79)
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Page 2
Item 15
12/22/81
reading the nominations for the seven individuals selected impressed one with
:he quality of employees working for the City. In addition to exceptional job
:ompetency, each of these individuals has impressed one or more nominators with
:heir attitude and exceptional dedication to getting a job done well. Many times
t was mentioned that these individuals used very little sick leave and came
.o work even when they legitimately could have used sick leave. Many of these
ndividuals do work that would otherwise not be done in a department; work
bove and beyond that required in their job specification. Nominators felt
.hat most of these individuals are performing more work than would ordinarily
~e expected of an employee. The individuals selected for the award have been
le scribed as uncommonly fair in their treatment of all individuals, including
ether employees and the public.
ven with the exceptional attributes of the seven individuals who were chosen,
here were many more who were perceived as exceptional in their own right. It
s unfortunate that the number of bonus incentives must be limited, but this
xclusivity does tend to force the "best of the best" to the top for recognition.
here awards are the result of the first "BIP" nomination period. The program
ill be further advertised in future nomination periods to encourage all employees
o nominate those they feel should be considered for a "BIP" award. It is too
arly to predict the impact these awards will have on productivity, but we are
opeful that the program will recognize outstanding employees and encourage
mproved performance throughout the work force.
ISCAL IMPACT: $1,750 ($250 for each employee)
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