Police departments that recognize employees for receiving advanced certificates have a lower turnover and improved morale, in addition to a better-trained and prepared police force. Recognition for certifications for police and other classes of employees, such as child development staff, could tie in with a merit system. Staff would receive an additional step increase for obtaining certifications. Under a merit system, the employee would receive no guaranteed increase but could earn two or three times the amount of a typical guaranteed increase. This system would require an annual set of college goals and objectives with targets for overall college improvement that can be then translated to individual staff performance targets.
Rewards can range from zero to a double-digit increase based upon performance.
Develop a clear, consistent merit and incentive pay system to reward outstanding employees and those achieving certifications in their field. The college should provide merit increases within its existing or anticipated salary budget. The college could establish priorities for distributing dedicated salary funds into a pool that could be used for merit pay increases, and phase in the system over several years beginning with classified staff, then administrative staff, professional support, and faculty. The Personnel Services director and deans annually establish the necessary performance requirements and certification requirements to determine eligibility for merit and incentive pay increases. January 2000 2.