In 1994, a Position Adjustment Request was approved by the Board of Supervisors that reallocated the salary of various management level classifications to include performance pay steps for advancement beyond the initial appointment. The procedures and the criteria for granting and rescinding the performance pay steps were adopted in individual resolutions by job class. Outstanding performance was extended to management classes while addressing concerns that were raised by the 1993/1994 Grand Jury regarding the evaluation of an employees' performance in relation to achieving specific identified objectives. Additional Performance Pay resolutions were added for a variety of job classes, including non-management classes, and discontinued for others through the early 2000's era. Since that time, performance pay has evolved into a common practice of approving all available steps once the merit steps have been achieved. Employees are often advanced to the top of their salary range for both merit and performance pay steps. Staff retention is an ongoing challenge with the increased pressure of a national workforce shortage and the Great Resignation. Conversion of the performance steps to be included in the merit step range allows departments more flexibility to provide appropriate pay levels for their employees without the limitations of the performance pay criteria.

If this action is not approved outstanding performance pay steps will not be converted to merit steps impacting the ability of departments to provide appropriate pay for their employees.