The Wilmington morning star., 1945-04-30
ROMEO OUTLINES
new MERIT PLAN
Continued from Page one)

studied by any other member OF
the City Council; therefore, l am
unable to predict if it will be
adapted. I firmly believe. however
| it should be adopted because, in
my opinion, length of service and
class of service rendered should
be compensated.
1T is my plan to present this
to the City Council at its next
meeting, May g., and I will at that
time urge its adoption. Meanwhile,
if any OF the City employees feel
that they are dissatisfied with any
of the features, they are most
cordially invited to be present at
the next Council meeting, and I
will be delighted at that time to
hear any complaints in ,connec-
ton there with,'' the councilman
said.
AFTER. careful study of the
present method for rating Of City
employees it is my opinion that a
change in method is most de-
sirable.
THE following changes are SUBJ
mitted herewith for considera
ton.
Avery employe shall be rated
at least twice each year in ac-
cordance with the following pro-
cedure.
BY whom made:
l. Police Department; all rer-
geants and privates shall be rated
by two lieutenants. All other men,
bers are to be rated by the chief.
| 2. Fire Department.; all priv
ates shall be rated by the two
officers assigned at the station,
each station shall be treated as a
unit. All captains and lieutenants
shall be rated by two to assistant
chiefs. Assistant chiefs to be ra-
ted by the chief.
8. All other departments: All
other employees will be rated by
the department head and his as
sistant.
4. All department heads will be
rated by the City Manager.
Glow made:
l. Each officer or department
head, or assistant department
head shall make a separate ra-
ing report for every member I'M
der his supervision independent of
the other Officer or department
head or assistant.
2. When all reports have been
completed they are then to be re-
viewed by the two making the re-
port. Where both reports agree
within five points, they may be
accepted as being substantially
correct. Should there be a differ
ence of more than five points be-
tween the two reports, the ra-
ting officers will discuss the diff
ferences with view Of reaching
more accurate report on the in
dividual, obviously, each rating Of
ficer will have some reason to
justify his report whether it be
high or low. After the reports have
been adjusted they are to be
turned over to the chief of the
police and fire department, re-
spectively, for those two depart
ments, and to the City Manager
for all other departments. In the
case OF the police and fire de-
partment, reports are to be later
turned over to the City Manager
after they have been reviewed by
the chief. The City Manager will
review all reports for information
only.
D. Where any employee receives
a final efficiency rating of less
than 80, ne must be interviewed
by his immediate superior and his
rating discussed with him for the
purpose of assisting the employee
to overcome any and all reasons
for the lowered rating.
E. Credit for service: All en-
ployees shall receive a credit of
one-half point for each completed
year of service or major fraction.
This credit is apart from and is
to be added to the total adjusted
efficiency grade.
F. Every employee shall have
the right to see and examine his
own grade report and discuss any
portion thereof with his superior.
G.. Numerical ratings are to be
revised in accordance with the
attached schedule.
Incentive compensation:
All City employees should be
divided in three salary classes as
follows:
First class; All City employees
who maintain merit rating above
IS shall receive an additional $40
per month so long as the rating
is maintained.
Second class; ALI City employees
who maintain merit rating from
rs to IS shall receive an additional
S. per month so long as the rating
is maintained.
Third class; All City employees
who maintain a rating of less
than rs shall receive base pay as
set up in the budget.
All employees shall be rated
every six months and shall be paid
base pay plus any additional
amount they may be entitled to in
accordance with merit rating
standards as above set forth. This
rate of pay shall continue until
the next rating period.
Provided however, that no City
employe with less than two years
of service shall be entitled to any
merit increase.