InMay 24 email to all New York City Housing Authority managers, Chairman John Rhea said, “Today, I am pleased to announce, that we will move forward with managerial salary increases. Specifically, managers will receive a two percent increase effective March 1, 2008, calculated on their February 29, 2008 salary; and a two percent increase effective March 1, 2009, calculated on their February 28, 2009 salary. It is anticipated that the increase will be implemented on June 17, 2010. These actions are in recognition of your high performance and hard work at a time of diminished resources. It is also a reflection of the current financial realities of the authority and the economy.”
“ New York City Managerial Employees Association welcomes Chairman Rhea’s announcement,” said NYC MEA President Stuart Eber. “Last year, NYCHA was the only agency to not provide any manager with the 4% and 4% raises authorized by Mayor Bloomberg. All the non-managers in NYCHA received their 4% and 4% in 2009. When Executive Director Linda Barnes and I met with Mr. Rhea on February 25 to press for raises, he informed us he was in the midst of developing a comprehensive strategic plan in collaboration with NYCHA’s senior management team .”
“Our members believe that during these tough economic times it was reasonable for the Chairman to get a clearer picture of the Authority’s financial standings and to try and stabilize the Authority’s fiscal structure before committing to raises for the managers,” said President Eber. “We are pleased he was able to provide some relief, but we will continue to advocate for equity and fairness for all managers.”
“We are also introducing a managerial performance evaluation tool, which will be critical in facilitating an objective and substantive discussion on individual performance and, going forward, will impact future salary adjustments,” said Chairman Rhea in his email. “While we support merit pay and other means of alleviating salary compression, our highest priority is that all managers receive the same percentage increases as non-managers,”
President Eber replied. “Yes, outstanding managers deserve to be rewarded based on objective criteria, but not at the expense of not providing all satisfactory or better managers with the same increases as non-managers.
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