CODAC Management Manual

o R ealistic: Are you willing and able, do you have the resources needed? o T ime bound: Schedule and/or deadline?

CATALYTIC COACHING EXPECTATIONS • New Hire Catalytic Coaching Process must be completed within 90 days of date of hire (yellow, blue and green Sheets). • Annual Catalytic Coaching Process must be completed in April of every year (yellow, blue and green Sheets). • Quarterly Check-ins – employees are to document their progress towards the development plan (green sheet) and meet with supervisor to ensure progression towards agreed upon goals. Policy Reference: • HR-Perfmgt-550 – Catalytic Coaching Annual Coaching Guide • HR-Perfmgt-556 – Catalytic Coaching New Hire CODAC strives to retain employees’ long term. As part of our strategic initiative related to workforce, CODAC has developed professional development opportunities and structure to provide the progression and/or development path for employees within the department and/or organization. The professional opportunities may occur based on a variety of factors such as: • Role and/or length of service within a CODAC department. • Attainment of licensure or additional education • Application for promotional opportunities In an effort to provide transparency, career ladder graphics are being included with job descriptions (example) COMPENSATION MODEL CODAC strives to have fair and competitive compensation for all staff. As such, CODAC contracts with an independent compensation company that assesses regular wages are based on comprehensive third-party compensation surveys. All position pay grades are evaluated at least every three years and more frequently as needed due to shifts in the marketplace. It should be noted that a market study does not guarantee a rate/salary increases , as the market may indicate a decrease for a position. Organizationally, the following criteria is considered for the establishment of pay ranges: • CODAC is a not-for-profit agency • Comparable in size to CODAC (approx. 350 employees) • CODAC’s overall Annual Gross Revenue Each position at CODAC has an established pay grade that is determined by a variety of factors and vary by position and can include job duties, level of education, certifications, level of experience and more. An independent compensation consultant sources this information. Each staff’s initial pay is determined based on these pay grades. To ensure that staff pay continues to be completive beyond their hire date, CODAC provides market rate adjustments, as applicable, which are also based on updated compensation surveys, • State minimum requirements • Firms with CODAC competes SUCCESSION PLANNING/CAREER LADDERS

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