Implementing provisions on job evaluation and remuneration - Evaluation Criteria

1. The positions are evaluated according to the criteria catalog listed in Appendix A.

1. The function value of a position is derived from the sum of the individual evaluations.

2. The function values of the positions, as well as their assignment to the function levels, are summarized in Appendix E and recorded by the Personnel Office in a list.

1. The positions are assigned to twelve functional levels based on the functional value according to Appendix B.

1. The Personnel Office informs the Council of Ministers about the results of the periodic, systematic wage comparisons in the job market. They are presented anonymously and can be reviewed by supervisors, employees, and staff associations.

1. The minimum of a performance salary band corresponds to the functional salary, meaning the base income of employees at a functional level, regardless of performance and experience.

2. The maximum of a salary band corresponds to an additional 60 percent of the functional salary.

3. The performance salary band between the minimum and maximum provides the framework for individual performance-based salary development.

4. Within the performance salary bands, the salary guidelines are established according to Appendix B.

1. Within the framework of the minimum and maximum wages of the performance wage band associated with the position, the employees' wages are determined based on the following criteria

a. Individual criteria

1. Position within the wage band,

2. Age,

3. Performance and behavior (is replaced by "relevant professional experience for the position" when initially setting the wage);

b. System management criteria

1. Wage guidelines,

2. Cross-comparisons,

3. Available wage sum.

1. The Performance Appraisal Interview is to be conducted in a timely manner prior to the annual calculation of salary proposals, which takes place after the approval of the state budget by the Cantonal Council, for the following year.

1. The Overall Assessment by Supervisors is Summarized as Follows

a. Rating "C": Tasks are well performed according to specifications, and teamwork is constructive and supportive. This overall assessment meets the EXPECTED criteria.

b. Rating "B" or "A": If the overall performance exceeds the EXPECTED "C" standard, it can be expressed with a "B" or "A" rating. "A" represents the highest rating.

c. Rating "D": The overall assessment is adequate; however, the overall evaluations do not yet or no longer meet the EXPECTED criteria according to the overall assessment "C": Overall performance must be improved.

d. Rating "E": The overall assessment is insufficient. In a personnel discussion, specific measures to resolve the problem must be agreed upon. Measures such as pay reductions or the assignment of other tasks may be determined by the authority responsible for employment.

2. Direct supervisors discuss their overall assessment regarding wage fairness in a cross-comparison with indirect supervisors before the personnel discussion.

1. The wage system is based on a salary development within a salary band range, which relies on the following three criteria and is used to calculate increase proposals within the budget framework

a. * Position in the salary band (in % of the salary guideline): The current salary is compared to the salary on the salary guideline of the salary band at the corresponding age (trend salary). This results in the individual salary level. The lower the percentage salary level, the higher the salary increase (promotion of internal wage equity);

b. * Experience/age increment (professional experience gain): In the earlier years, along the degressive salary guideline of the salary band, the increase steps are larger than for older and generally more experienced employees;

c. * Performance: Result of the performance evaluation in the context of the employee discussion by the respective supervisors; with otherwise equal conditions, the salary increase is higher with a better overall assessment than with a less favorable one.

2. The government council determines the weighting of the three criteria for calculating the salary increase proposals.

3. The personnel office calculates the individual salary proposals for each employee. Monthly salaries are rounded to the nearest ten francs.

1. The salary proposals calculated by the Personnel Office pursuant to Art. 10 of these implementing provisions are communicated to the supervisors in writing. They may adjust these salary proposals, but are bound by the salary budget available to their department.

2. The payroll or the handover protocol is signed by the direct and indirect supervisors. They serve as proof of salary disbursement.

3. The supervisors personally inform the employees of their individual salary increases.

1. Premiums are awarded as a percentage of the salary or as individual amounts. The amount is determined by the significance of the services rendered.

2. Premiums are not part of the relevant salary for calculating salary proposals for the following year and for calculating the 13th month's salary.

1. **Personal Performance Bonuses** are intended for unique and extraordinary achievements and are granted based on the overall evaluation. Supervisors particularly consider successful completion of important project tasks or excellent performance in specific areas to achieve significant goals when awarding performance bonuses.

2. Supervisors, or for cross-functional project tasks, the persons responsible for project management, may apply for personal performance bonuses. The head of the department decides on the amount and the granting of the bonus.

1. When the overall performance of a work group is paramount in the case of unique and extraordinary tasks, their achievements should be collectively recognized with a group performance bonus upon the successful completion of significant project tasks or for exemplary performance in specific areas.

2. Supervisors or, in the case of overarching project tasks, the persons responsible for project management may apply for a group performance bonus. The decision regarding the amount and granting of the bonus is made by the head of the department.

1. Recognition bonuses for individual personal achievements are granted by the direct supervisor when exceptional performances are delivered on short notice and extraordinary work efforts are made.

2. Recognition bonuses can be obtained through the personnel office.

1. The supervisory personnel responsible for management request the staffing needs based on the services to be provided under the official mandate and annual goals, i.e., the staffing levels to be approved in the staffing plan with the budget estimate.

2. The total personnel expenditure for the following year is calculated based on the adjusted staffing plan.

1. The personnel law pursuant to Articles 45 to 49 of the State Administration Act shall enter into force on July 1, 1998.

2. The Personnel Ordinance, insofar as it has not already been enacted on April 1, 1998 (Articles 6 and 22), and these implementing provisions shall enter into force on January 1, 1999.