Thanks for the continued commitment to the kids and families we serve. Your hard work does not go unnoticed.

We have reached the time of year to conduct our annual performance reviews:

• Employee Self Appraisals were distributed on May 1 and were completed by Monday, May 15.
• Annual Reviews were distributed to supervisors on May 10 with a completion date of May 31.
• Supervisors will have the opportunity to meet with their employees to discuss the annual review with a completion date of May 31.
  Compensation adjustments will not be discussed at this time.
• The executive team, directors, and assistant directors will review the performance ratings of all employees to ensure consistency.
• Budget adjustments will be approved by the CHS board in May.
• Cost-of-living adjustments will be given to all employees (2%).
• Merit-based wage adjustments will be based upon performance.
• The executive team, directors, and assistant directors will review the compensation adjustments of all employees to ensure consistency.
• All compensation adjustments will be completed by June 15. 
• Compensation adjustment conversations between the employee and supervisor must be completed by June 30.
• Compensation adjustments will appear on the second paycheck in July 2023.

FAQs about Performance Management and Pay Increases

Does everyone receive a raise?
Yes. All employees will receive a cost-of-living raise of 2%.

What does variable performance or merit mean?
A merit increase means that an individual may be entitled to additional changes in compensation based upon their performance. Merit increases are determined by performance and placement within current wage bands.

Why did my relief employees and Interns not receive a merit increase?
Current and active relief and intern employees will receive a cost-of-living increase. They will not receive a merit increase because they are not a part of the formalized review and merit cycle with associated goals.

What if all my employees are high performers?
If all your employees are high performers, they can all receive the highest raise possible within their personal wage band and within the pool of money that is available.

What are the rankings?
3= Exceeds Expectations, 2= Meets Expectations, 1= Needs Improvement

What are the elements used to judge my performance?
Role accountabilities, values and goals.

What if I have an employee who is in Need of Improvement or on a Performance Improvement Plan (PIP)?
Any employee in Needs Improvement or on a Performance Improvement Plan within the final quarter of the current fiscal year will receive a cost-of-living increase but will not be eligible for a merit increase.

Shouldn’t all employees who are meeting expectations receive the same increase?
In a merit system employee increases are multifaceted. An employee's placement within the wage band combined with their performance will aid in determining the percent increase they receive.

Can an employee at the bottom of their wage band receive a higher increase than an employee in the middle of the wage band even if they have the same rating?
Yes, employees at the lower end of the wage band may receive a higher increase because we are working, over time, to move high performing employees to the 80th percentile of their respective wage bands. Performance and placement of an individual within a respective wage band will determine the potential for an increase.

My employees are upset because they did not all get the same increase.
Change is often hard. Compensation is very personal and private. We want to ensure that our employees who are doing an exceptional job are being compensated according to their wage band and performance.

What if my supervisor does not like me or rates me more harshly than another supervisor would who has the same role in my division?
Your review rolls up from your supervisor to their supervisor, to the director and finally to the executive team. These levels of review and oversight ensure proper determination of an employee’s performance.

What if I have someone who is outside the top of their wage band?
Any employee outside their wage band will receive the standard, minimum cost-of-living increase.

How were wage bands determined? What were the methodologies and sources of information used?
CHS is committed to reviewing wage bands and titles every two years. The wage bands have been reviewed twice in the last three years with the most recent review completed in April of 2023. In 2021 a wage and benefit review was conducted with the CHS association with the Alliance for Strong Families and Communities (now Social Current). In 2023 a combination of resources were used: Gallagher, National Children’s Alliance, Indeed. Salary.com, Glassdoor and other websites that self-report information.

How did CHS compare with its competition in the market?
With the adjustments that CHS has made in the last two years to base wages and benefits, it is now extremely competitive in the market and in most (not all) cases above market.

Where can I find my wage band?
We are currently testing multiple options within Paylocity, where pay ranges will be visible. More information will come on this topic in the future.