Article 16
Performance Awards

Section 1. General

The Department will adhere to all applicable Government-wide and Departmental rules and regulations and the provisions in this Article in the administration of performance awards.

a. The current rating of record will be used as a basis for decisions to grant performance-based awards under the Department's Performance Management System. In addition to performance bonuses based on a rating of record, managers and supervisors are encouraged to utilize all award categories to reward deserving employee performance in a timely manner throughout the rating cycle. Examples of other award categories are special act or service, instant good job, time off, honorary, and non-monetary.
b. Absent budget constraints, Management will fully utilize the awards budget to reward deserving employee performance.

Section 2. Effect of Summary Ratings

a. An employee who receives a rating of record of Exemplary must receive a performance award and/or a Quality Step Increase.
b. An employee who receives a rating of record of Highly Effective should normally receive a performance award.
c. An employee who receives a rating of record of Effective should be considered for and may receive a performance award
d. If an employee has been promoted within the appraisal year, the appropriate manager or supervisor may take this into account in determining the amount of the employee’s performance award, and/or whether to grant a Quality Step Increase for an “Exemplary” rating for that year.
e. Within each performance award unit, awards granted to employees in the same grade with a particular rating should normally be more in terms of dollars (including any Quality Step Increase) than awards received by employees in the same grade with a lower rating.
f. If an employee does not have a rating of record when performance awards are granted, the employee may be granted an award when he/she is assigned a rating of record.
g. Management will consider retroactive awards for employees whose ratings change after the distribution of payouts.
h. It is Management’s intention normally to pay out performance awards by the end of the calendar year.
i. Performance awards shall be as follows:

Rating	Percent of Employees’ Rate of Base Pay
Exemplary	Up to 10% but not less than $600
Highly Effective	Up to 7% but not less than $500
Effective	Up to 4% but not less than $400