2014 Performance Review & Merit Increase Information

Performance Reviews
Supervisors and managers have until February 7, 2014 to complete the 2014 performance review (PEPR) in e-Performance. The 2014 PEPR should cover the time period of January 1, 2013 to December 31, 2013. 

Merit Increases
The City's approved, budgeted merit allocation for 2014 is 3.66%. An eligible Career Service employee will receive a merit increase based on the employee's 2014 performance rating and location in the pay range (e.g. quartile). The 2014 Flexible Merit Increase Table is currently unavailable. The table will be posted after approval by the Career Service Board in January 2014. The effective date of 2014 merit increases is January 5, 2014. 

Merit increases for eligible employees will be delivered in the March 28, 2014 paycheck.  Any retro pay that is due will be delivered in the April 11, 2014 paycheck.


The PeopleSoft e-Performance module is the tool used in the City to create and complete performance evaluations (PEP/PEPRs). e-Performance contains a template for each classification, which must then be customized base don individual performance expectations.  Supervisors and managers can attend training on e-Performance as part of the SS5 PEP Workshop.  In addition to get general information on Performance Management, the training covers how to automate the Outcomes and Measures using e-Performance.  

To register for the full-day PEP Workshop, log into City University (www.denvergov.org/cityu) and self enroll.  To self enroll, click on the Instructor Led Training button on the left side of the page.  Then click on "Session Schedule" and locate the class you would like to attend.  Finally, click on the "Enroll" link located to the right of the course information.   

e-Performance Review

Refresher Open/Drop-In Lab:  In this open lab supervisors and managers will receive support while they work on their actual PEP and PEPR documents in the live ePerformance environment. Attendees should possess at least a basic knowledge of the City's performance management system and ePerformance software. To make the most of this lab, verify that you have access to ePerformance before attending, and that your employees appear in the staff list. 
Attendees need not enroll beforehand. Simply drop in.
NOTE: This lab does not serve as an equivalent for the required, full-day PEP Workshop. To register for the full-day PEP Workshop self-enroll at www.denvergov.org/cityu or write to cityu@denvergov.org.

For questions about e-Performance, managers and supervisors can email eperformance@denvergov.org for additional help. The Frequently Asked Questions section at the bottom of this web page is available to help answer the most common questions about e-Performance and performance reviews. Supervisors and managers are also welcome to call their HR representative directly with questions. For assistance contacting agency HR representatives, call the HR Service Team main line at 720-913-0770.

For questions about Classification and Compensation, please email compensation@denvergov.org

 **The e-Performance Open Labs are now available. Click Here for the schedule.

The City uses a 5-tier rating system to evaluate employee performance on a common performance review date. The 5-tier rating system is incorporated in the Performance Enhancement Plan (PEP) and the Performance Enhancement Plan Report (PEPR). The five ratings and definitions appear below:
  1. Failing: Work does not meet expectations in most, if not all, areas. 
  2. Below Expectations: Meets many, but not all job requirements. Outcomes are generally less than expected, with improvement required in one or more specific areas
  3. Successful: Consistently achieves performance standards.
  4. Exceeds expectations: Consistently performs well above expected job requirements. Outcomes frequently surpass expectations.
  5. Outstanding: Consistently delivers outcomes not often achieved by others; always exceeds standards.

With a Common Performance Review Date, all employees are evaluated for the same time period, January 1 through December 31. In addition, all performance reviews are conducted at the same time, January 1 through February 7 of the following year; any potential merit increases are provided to all employees on the same day.

By using a Common Performance Review Date, the City has the ability to forecast, manage, and budget merit increases. The City has also improved the timeliness of completing performance reviews and providing feedback to employees. The advantages, for employees, of using a Common Performance Review Date include the following:

  • Employee performance goals are tied to the organization's annual goals;
  • Employees are evaluated based on a common performance period, allowing performance to be compared among peers; and
  • No more late PEP/PEPRs 
  • No more forced merit increases (when available) 

The following is a list of key performance evaluation dates for 2014:

January 1 to February 7, 2014

Performance evaluations completed for all employees for the period of January 1, 2013 through December 31, 2013.

February 7, 2014

Deadline for all performance evaluations to be completed in E-performance (please note that your department/agency may have an earlier deadline).

February 21, 2014

Deadline for Appointing Authority to approve (and sign) merit worksheet containing performance rating and merit increase recommendations for all eligible employees. Approved merit worksheets to be delivered to OHR Compensation. Recommendations may be delivered earlier than February 21, 2014, if completed.

February 24 to March 12, 2014

Supervisors meet one-on-one with employees to deliver performance evaluation, rating and merit increase percentage.

March 12, 2014

Deadline for Appointing Authority to approve any corrections to performance rating and/or merit increases. Approved corrections to performance ratings and merit increases to be delivered to OHR Compensation. Approved corrections may be delivered earlier than March 12, 2014 if completed.

March 28, 2014 Merit increase delivered to employees in paychecks.
April 11, 2014 Merit Payment and Retro due delivered to employees in paychecks.

When available, merit increases result from the annual performance evaluation process. The increase that an employee receives is determined by the employee's annual performance rating and the employee's location in the pay range. The Flexible Merit Increase Table was designed to provide supervisors and managers with flexibility and a small amount of discretion in determining merit increases, based on the approved budget for the year.

As defined in Ordinance and Charter, the Career Service Board has directed the OHR staff to create a Flexible Merit Increase Table that is anchored to the external market. As a result, the increases that appear in the Flexible Merit Increase Table will change from year-to-year, based on variations in the market. City Council is responsible for approving the merit budget every year. The Career Service Board is responsible for approving the Flexible Merit Increase Table annually, based on amount City Council allocates.

Finally, the Flexible Merit Increase Table maintains the City's business practices around movement of employees through the pay range. More specifically, employees progress faster through the first half of the pay range towards the range midpoint, which is the market rate. Employees will then progress slower towards the end of the pay range. The City uses the Flexible Merit Increase Table for all City employees in the Career Service personnel system.

The 2014 Flexible Merit Increase Table 

Rating 1st Quartile 2nd Quartile 3rd Quartile 4th Quartile Range Maximum
5.  Outstanding 4.9 - 5.3% 4.4 - 4.8% 2.8 - 3.2% plus 1% merit payment 2.3 - 2.7%  plus 1% merit payment 1% merit payment
4.  Exceeds Expectations 4.4 - 4.8% 3.8 - 4.2% 2.3 - 2.7% plus 1% merit payment 1.7 - 2.1% plus 1% merit payment 1% merit payment
3.  Successful 3.8 - 4.2% 3.3 - 3.7% 1.7 - 2.1% plus 1% merit payment 1.2 - 1.6% plus 1% merit payment 0.0%
2.  Below Expectations 0 - 0.9% 0 - 0.6% 0.0% 0.0% 0.0%
1.  Failing 0.0% 0.0% 0.0% 0.0% 0.0%
* A Merit Payment is a lump sum payment of a percentage of an employee’s current annual base salary. A merit payment will not increase an employee’s base rate of pay.


For questions about Classification and Compensation, please email compensation@denvergov.org

For questions about e-Performance, managers and supervisors can email eperformance@denvergov.org for additional help. They are also welcome to call their HR representative directly with questions. For assistance contacting agency HR representatives, call the HR Service Team main line at 720-913-0770.