PROTEC17 has had a requirement in the CBA for annual performance evaluations for many, many years and this has been a recurring discussion at the bargaining table, mostly because the City has failed to consistently conduct evaluations. This has been problematic for members who are in their probationary period, or want support for professional development, or are facing discipline for not meeting expectations. During the 2017 bargaining cycle your bargaining team expanded the language around evaluations during the probationary period to address the issue of members being let go without any notice that they weren’t meeting expectations. For the most part this was successfully implemented, but regular evaluations for non-probationary members remained inconsistent.
This time around, there was robust discussion at the bargaining table on how to best ensure that managers are having performance and professional development conversations with members. The PROTEC17 bargaining team pushed to move the City onto a single, trackable performance evaluation system due to years of managers failing to conduct timely evaluations and then denying training and/or promotional opportunities. Because the City was already using SAP Success Factors for non-representatives, it was logical to extend this tool to our members. The goal is to ensure managers are having regular conversations with members. A fact-finding investigation should never be the first time a member learns of a performance concern.
The bargaining team has received lots of questions, concerns, and rumors due to the bumpy and inconsistent rollout of Success Factors. Due to these concerns, I’m going to take a moment to clearly state: This is NOT a ploy by the City or HR to get our members onto merit. In fact, you should be aware that all of our classifications on merit were specifically removed from that system because of documented concerns that it supported favoritism, racism, sexism and bigotry.
I firmly believe a performance evaluation should be focused on an employee’s career goals and opportunities for professional development. The Success Factors platform allows for those conversations to be documented and tracked and in the end we will know exactly which managers are supporting professional development and which are not.
Your leadership team is continuing to work with Labor Relations and City managers to provide clearer, more consistent information regarding Success Factors. However, please keep in mind that the Success Factors rollout will NOT impact your annual step increases or cost of living adjustments.