MERIT PAY PROCEDURE
I. To provide rewards for performance that significantly, consistently exceeds expectations.
I. Merit Pay
a. Increases in pay above the target level for sustained superior performance that the employee
is expected to continue.
b. The merit pay plan is an extension of, and builds on the performance appraisal, position
classification, and pay plans.
c. The maximum number of awards possible will be governed by the availability of funding.
II. Merit Pay Award Qualifications
a. Have at least 12 months of service in the position.
b. Have a good work record including attendance1, conduct, and customer service.
c. Accepts the Urbana Park District’s Mission, Goals and Objectives as their own and openly
promotes them among co-workers and the public.
d. Fully meets2 the performance standards established for the position as documented in a
recent performance appraisal.
e. The employee has not been at fault for a workplace accident.
f. Recommendations reviewed by each appropriate supervisor prior to submitting.
III. Merit Pay Award Evaluation Criteria
a. Fully meets all performance standards as documented in a recent performance appraisal.
b. Demonstrates initiative, e.g., undertakes new assignments willingly, makes suggestions to
improve operations, responds appropriately to work needs without prompting, identifies
ways to work more efficiently, etc.
Increases in pay above the target level may be granted for sustained superior performance.
The performance is expected to continue.
Because the “target” level is a competitive wage that increases over time, employees at that
level are expected to be doing a good job and meeting all the requirements of a position.
Merit pay is reserved for performance above this level.
As an employee approaches the maximum of the range, additional emphasis will be placed
on substantial contributions to the betterment of the district.
Merit increases should only be approved when the employee is expected to continue to meet
all the criteria above.
All non-supervisory employees who receive fully satisfactory or above appraisals for three
straight years and have not received a merit award in those years, will be considered for merit
as budget permits.3
IV. Nomination Process
a. Nominations for merit awards will be submitted on the district’s official form as a part of the
budget planning process and after the annual performance appraisal has been completed.
b. Nominations will be reviewed and authorized at each supervisory level.
c. The Director and department heads will review merit recommendations and consider merit
d. Recommendations will be kept confidential by the recommending supervisor and
department heads. Employees will not be advised of a merit increase recommendation until
the Director has approved the increase.
e. The department head and area manager shall notify and review the merit award with the
employee when annual employee update forms are completed.
f. The Director will review the performance and determine merit pay awards for those
positions that report to the Director.
V. Over an employee’s career, when a merit increase is granted the employee will usually continue
to be paid above the target rate as long as she or he remains at that position level. When an
employee fails to maintain sustained superior performance commensurate with their rate of pay,
consideration should be given to moving the employee’s salary to an appropriate place in the
range commensurate with their performance. The salary may be reduced or frozen or the
employee may be given lower annual increases.
1 Approved FMLA absences and absences due to a workplace injury will not be considered poor attendance.
2 If an employee meets all but one standard and demonstrates exceptional performance in other areas, the
employee may be considered for a Merit Pay Award.
3 Employees in non-supervisory positions do not always have the ability to exercise as much initiative in their