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Concord rolls out new performance evaluations and merit-pay pilot for FY25
Summary
The Town of Concord presented new evaluation and goal-setting forms tied to a merit-pay pilot for Jan.1–June30, 2025. Staff proposed two employee tiers and a December training; board members and a public commenter pressed for clearer measurement and training to reduce subjectivity.
Concord staff presented new performance-evaluation forms on Nov. 13 that the town plans to use in a six‑month merit-pay pilot beginning Jan. 1, 2025.
Kimberly, who introduced the forms, told the Personnel Board the packet contains two evaluation templates — one for grades 1–14 and another for grades 15–18 — and a new Town of Concord value statement embedded in the forms. "This is the the new Town of Concord value statement that directs, the behavior and the actions of our employees," she said, and described a three‑part quality‑performance scale used for succession planning. She said merit pay for the pilot will be delivered as a cash payout rather than added to base salary, with two merit levels for this first half‑year: a consistent‑performance payout and a stretch‑performance payout.
Board members asked how the program applies to part‑time and limited‑hours employees, and whether merit amounts are pre‑allocated. Staff said employees on the miscellaneous comp schedule who work very limited hours are not eligible; the town will use existing vacant budget lines and the annual budget to determine the size of the merit pool. Kimberly said supervisor training is planned for early December and that Aaron and she will lead classroom sessions to prepare evaluators.
A member of the public with long service in town personnel work raised concerns about subjectivity and the proposed flat‑dollar payout. "It effectively is a bonus not a merit because it's not going into your retirement and it's not going into your flat rate," the commenter said, and urged clearer behavioral objectives and evaluator training. Board members echoed the need for measurable, tangible goals and for supervisors and staff to have ongoing conversations so reviews are not a surprise.
Staff emphasized the compressed timeline for the first, six‑month cycle and invited the board to recommend behaviorally measurable criteria for future revisions; the Personnel Board agreed to serve as a sounding board as the rollout proceeds.
The town intends to complete listening sessions with employees prior to training so adjustments can be made before January. The immediate next steps are supervisor training in December and formally launching goals and evaluations on Jan. 1, 2025.
