For years Michigan communities have received funding from the state in a program called Revenue Sharing. In 2011, Governor Snyder eliminated statutory revenue sharing and created a new program called the Economic Vitality Incentive Program (EVIP).
Each city, village or township that received a FY 2010 statutory payment greater than $4,500 and fulfills the specific requirements for all of the three categories of EVIP will be eligible to receive a maximum of 67.837363% of its FY 2010 total statutory payment (rounded to the nearest dollar).
Three Criteria for Qualifying for EVIP Payments:
Criteria 1 (Oct. 1, 2011) - Communities must have a citizens guide and dashboard for citizens. The dashboard must include unfunded liabilities.
>>> View the City of East Lansing's Guide to Fiscal Status and Performance
Criteria 2 (Jan. 1, 2012) - Communities must produce a plan with one or more proposals to increase existing levels of cooperation, collaboration and consolidation within their jurisdiction or with other jurisdictions. The plan must list previous efforts of cooperation, collaboration and consolidation and with any cost savings and estimates of any potential savings of future efforts.
>>> View the City of East Lansing's collaborations
Criteria 3 (May 1, 2012) - Communities must certify they intend to implement the following employee compensation criteria for any new, modified or extended contract or employment agreements for employees not covered under contract or employment contract
>>> View the City of East Lansing Employee Compensation Plan
a. New hires eligible for retirement plans will be placed on retirement plans that cap annual employer contributions:
i. 10% of base salary if they are eligible for social security
ii. 16.2% of base salary if they are not eligible for social security.
b. For defined benefit plans:
i. A maximum 1.5% multiplier if employee is eligible for social security. If there is no retiree health care, a maximum 2.25% multiplier.
ii. A maximum 2.25% multiplier if employee is not eligible for social security. If there is no retiree health care, a maximum 3.0% multiplier.
c. Also for defined benefit plans the final average compensation shall be computed using at a minimum 3 years compensation and can’t include more than 240 hours of paid leave. It also cannot include over time.
d. Health care premium costs for new hires shall include a minimum employee share of 20%, OR the employer’s share shall be cost competitive with the new state preferred provider organization health plan on a per-employee basis.
For years Michigan communities have received funding from the state in a program called Revenue Sharing. In 2011, Governor Snyder eliminated statutory revenue sharing and created a new program called the Economic Vitality Incentive Program (EVIP).
Each city, village or township that received a FY 2010 statutory payment greater than $4,500 and fulfills the specific requirements for all of the three categories of EVIP will be eligible to receive a maximum of 67.837363% of its FY 2010 total statutory payment (rounded to the nearest dollar).
Three Criteria for Qualifying for EVIP Payments:
Criteria 1 (Oct. 1, 2011) - Communities must have a citizens guide and dashboard for citizens. The dashboard must include unfunded liabilities.
>>> View the City of East Lansing's Guide to Fiscal Status and Performance
Criteria 2 (Jan. 1, 2012) - Communities must produce a plan with one or more proposals to increase existing levels of cooperation, collaboration and consolidation within their jurisdiction or with other jurisdictions. The plan must list previous efforts of cooperation, collaboration and consolidation and with any cost savings and estimates of any potential savings of future efforts.
>>> View the City of East Lansing's collaborations
Criteria 3 (May 1, 2012) - Communities must certify they intend to implement the following employee compensation criteria for any new, modified or extended contract or employment agreements for employees not covered under contract or employment contract
>>> View the City of East Lansing Employee Compensation Plan
a. New hires eligible for retirement plans will be placed on retirement plans that cap annual employer contributions:
i. 10% of base salary if they are eligible for social security
ii. 16.2% of base salary if they are not eligible for social security.
b. For defined benefit plans:
i. A maximum 1.5% multiplier if employee is eligible for social security. If there is no retiree health care, a maximum 2.25% multiplier.
ii. A maximum 2.25% multiplier if employee is not eligible for social security. If there is no retiree health care, a maximum 3.0% multiplier.
c. Also for defined benefit plans the final average compensation shall be computed using at a minimum 3 years compensation and can’t include more than 240 hours of paid leave. It also cannot include over time.
d. Health care premium costs for new hires shall include a minimum employee share of 20%, OR the employer’s share shall be cost competitive with the new state preferred provider organization health plan on a per-employee basis.