Page 20 - Employee Handbook 1-2015 rev9

The City values its employees and recognizes that it is important to compensate them for
their performance and contributions. As a result, performance evaluations are conducted on an
annual basis so that the efforts of employees can be acknowledged and rewarded appropriately.
When an employee is rated as a “solid performer” or above during a performance review, the
employee is eligible to receive a performance increase consistent with established performance
levels. An explanation of the current performance levels utilized by the City can be acquired
from your supervisor or from the Human Resources Department. It is important to note that
merit percentages awarded for performance are established annually by the City Manager, within
the parameters set by City Council, and may vary from year to year.

Employees with salaries currently near or at the maximum of their assigned bands will
receive a lump-sum payment for that portion of the salary merit increase which exceeds the band
maximum.

To ensure competitive wages and salaries, the Human Resources Department conducts
wage and salary surveys. Based on the survey results, adjustments to the Market Reference
Points and Pay Bands may be approved by City Council.

C. Shift Differential Pay
(Non-Sworn and Non-Fire Certified Employees Only)

The City of Winston-Salem provides additional compensation for non-sworn and non-fire
certified employees regularly scheduled to work either an evening or night shift. The rate of
additional pay per hour is as follows:

$0.65 per eligible hour

The payment of shift differential is governed by the following:

1. Employees are eligible for shift pay if they are full-time and regularly scheduled
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to work 2 or 3 shift. The shifts may be permanent or rotating; and at least 50%
of the hours worked should be between 2:00 p.m. and 8:00 a.m.
2. Eligible employees regularly scheduled on a rotating shift will have their pay pro-
rated based on their rotating shift schedule.
3. Permanent assignment onto day shift will result in discontinuing the shift pay.
4. Employees receiving shift payments who are temporarily reassigned to a day shift
will continue to receive shift payments for a period normally not to exceed one
pay period.
5. Full-time employees on a day shift will receive temporary shift pay when they are
temporarily reassigned to a shift which makes them eligible to receive shift pay,
for a period of time which exceeds two (2) weeks.
6. Shift differential is not part of the base salary.
7. Shift differential pay is not included in the calculation for performance based
“merit increases”. This additional compensation does not apply to sworn police or
fire-certified employees.

City of Winston-Salem Employee Handbook November 2014 Revision 11