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fully successful level. The City of Winston-Salem recognizes that lifelong learning for each
employee is critical if its vision of being seen as “a municipal government deserving of public
confidence that provides excellent and innovative services, and is an active and cooperative
partner in creating a vital community” is to be realized.

Employees and their supervisors need to carefully consider skills and improvements
needed in order for each employee to become fully successful and view training as one way to
achieve this goal. Specific needs should be communicated to Employee Development, and both
employees and supervisors should regularly check the Employee Development e-learning
platform http://cityofws.mrooms.net for current development opportunities.

A lending library of books and videos is maintained for use by employees and
departments. The lending library is located on the first floor of the Bryce A. Stuart Municipal
Building. Inquiries about resources should be directed to Employee Development.

BB. Retention Incentive

Because the achievement of the City’s strategic objectives is dependent upon the City’s
ability to attract and retain a trained, skilled and committed workforce, employee retention is
vital. This is particularly important for positions in the organization that require specialized
skills and are difficult to recruit, and positions for which the City commits substantial training
and skill building resources. The purpose of the Retention Incentive Policy is to express the
intent of the City of Winston-Salem to retain employees who have received job offers for
comparable positions from outside employers and to outline the circumstances under which the
city of Winston-Salem will offer financial incentives for retention.

Employees presenting a valid job offer from an external organization for a comparable
position to the employee’s current position may be eligible for a one-time base salary increase of
5%. In order to be eligible for this incentive, the employee must have received a rating of
“strong performer” or higher on their most recent annual performance appraisal and must be
recommended by their department head based on one of the following criteria:

 The employee must be difficult to replace and possess a specialized skill, certification or
knowledge base that is necessary for the operation of the department to which the
employee is currently assigned.
 The employee must have received significant City-provided training in a specialized field
necessary for the performance of his/her current position.
 The employee must hold the sole position within the organization that performs a specific
function.

Employees requesting the one time retention incentive must submit the Retention
Incentive Request Form found on the Employee Center to their department head for completion
and submission to the Human Resources Director.

CC. Longevity Pay

City of Winston-Salem Employee Handbook November 2014 Revision 55