Reward good job performance
To the Editor:
I’m a senior transportation analyst at the state Transportation Department’s
Long Island City regional office.
Last October, I attended a three-day seminar themed “Improvement Skills for
Supervisors.” That was a time when people in the Wall Street financial markets
were receiving hefty bonuses, and our instructor said employees in public
service are also entitled to receive performance rewards at the end of the year,
although not as big as those on Wall Street.
He didn’t mean bonuses just for those who are non-unionized and holding
managerial titles, but rank-and-file folks. Unfortunately, he didn’t elaborate
on how one may qualify to get rewarded.
At our group staff meeting, I raised this issue with our regional manager. He
replied that he had never heard of such an incentive and asked me to explore it
further. However, my attempts with the state Department of Civil Service failed
and I would appreciate it if The Communicator could shed some light on this
question.
Can you imagine what a powerful tool this would be in increasing work
productivity and efficiency?
ARKADIY SHERMAN
Brooklyn
Editor’s note: By state law, all compensation for public employees must be
negotiated by their union.
Some years back, the state paid employees awards or bonuses that were supposed
to be based on strong job performance and merit, but were sometimes handed out
more on the basis of personal favoritism, political activity or other
inappropriate considerations.
In response to members’ complaints, the union successfully negotiated to replace
those bonuses or awards with “performance advances” and “performance awards”
which are specified in Article 7 of the PS&T contract. Employees who receive a
summary job performance rating better than “below minimum” are eligible to
receive these annual payments, which also reward longevity in state service.
The performance advances equal one-seventh of the dollar difference between the
hiring rate and the job rate for a specific job and its salary grade. They are
added to your base pay and are sometimes referred to as salary steps.
Performance awards of $1,250 are paid as non-recurring “lump sums” to employees
who meet the same performance rating requirement when they have been at or above
the job rate for their position for five years. A second award is given for 10
years of service at or above the job rate.
Sees eye plan as diminished
To the Editor:
It’s time to get eyeglasses, so I began comparison-shopping under our new
“improved” vision plan seeking the best deal for my family. What I learned is
appalling.
Clearly, Luxottica is giving us much higher fees, nickeling-and-diming things,
and providing a significantly smaller selection of frames within the plan limits
than did Davis Vision.
Our new plan is now so bad that one participating provider actually suggested
using advertised discounts, AAA or AARP member discounts, instead of our PS&T
vision plan benefits, to achieve a better deal.
Can the union do anything to challenge the legitimacy of the Luxottica contract
in court and try to get Davis Vision back?
JOSEPH ANDRETTA
Seaford
Editor’s note: In response to complaints from PS&T members, PEF has filed a
grievance, charging the state with unilaterally diminishing the vision care
benefit provided under the PS&T Contract when it contracted with EyeMed (owned
by Luxottica) to administer the vision plan. The state has denied the grievance
and the matter.
The Communicator
Letters policy
We welcome letters to the editor about union issues and events relevant
to PEF's diverse membership.
All letters are subject to editing for space, fairness and good taste.
Please keep them brief (up to one page, double-spaced or a maximum of 250
words), and please include your name and phone number for verification.
Send letters to thecommunicator@pef.org:
The Communicator
Public Employees Federation
P.O. Box 12414
Albany, N.Y. 12212-2414
Email to Sherry Halbrook,
Editor or Darcy Wells, Editor-In Chief
The Communicator
July/August 07
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