Common use of Limited Reopeners for FY2014 and FY2015 Clause in Contracts

Limited Reopeners for FY2014 and FY2015. Notwithstanding the provisions of Section 1 above (Duration), either party may reopen this MOU during the month of June in each year (2014 and 2015) for the sole and limited purpose of negotiating over the subjects of what cost of living adjustment, if any, what merit pay adjustment for “Effective”, if any, and what funding conditions and requirements, if any, for both items shall be included in the USM budget request submitted to the Governor for the next fiscal year. All other terms and conditions of this MOU shall remain in full force and effect during any such re-opener and throughout the duration of this MOU. APPENDIX A PMP FORM 10M0O2U100112202013EXT UMBC AN HONORS UNIVERSITY IN MARYLAN SETTING EXPECTATIONS, FEEDBACK & APPRAISAL Name: Period Covered: Job Title: Department: Division: Supervisor: EXPECTATION SETTING MEETING HELD AND JOB PRIORITIES DISCUSSED (DATE): Supervisor’s Signature: Employee’s Signature: FEEDBACK SESSION HELD (DATE): Supervisor’s Signature: Employee’s Signature: FINAL APPRAISAL MEETING HELD (DATE): Supervisor’s Signature: Employee’s Signature: Reviewer’s Name (PLEASE TYPE OR PRINT): Reviewer’s Signature: Employee’s Signature: OVERALL RATING RATING SCALE DESCRIPTION Exceptional Contributions and excellent work are widely recognized. Performance consistently exceeds all defined expectations, producing important and impactful results through superior planning, executing, and creativity. Highly Effective Most performance objectives exceed expectations. Projects and objectives are completed in a manner that expands the scope and impact of the assignment. The employee is viewed as having made notable contributions to the department. Effective Performance is competent and effective along established expectations; initiative, resourcefulness, and good judgment are consistently exercised. Employee makes a solid, reliable, and meaningful contribution to the department. Improvement Required Performance falls below expectations in one or two job requirements and responsibilities. A performance improvement plan should be in effect, or will be as a result of this review. Unsatisfactory Performance falls below expectations on several critical job requirements and responsibilities. Without significant improvement, reassignment or separation is indicated. A performance improvement plan must be in place.

Limited Reopeners for FY2014 and FY2015. Notwithstanding the provisions of Section 1 above (Duration), either party may reopen this MOU during the month of June in each year (2014 and 2015) for the sole and limited purpose of negotiating over the subjects of what cost of living adjustment, if any, what merit pay adjustment for “Effective”, if any, and what funding conditions and requirements, if any, for both items shall be included in the USM budget request submitted to the Governor for the next fiscal year. All other terms and conditions of this MOU shall remain in full force and effect during any such re-opener and throughout the duration of this MOU. APPENDIX A PMP FORM 10M0O2U100112202013EXT UMBC AN HONORS UNIVERSITY IN MARYLAN MARYLAND SETTING EXPECTATIONS, FEEDBACK & APPRAISAL Name: Period Covered: Job Title: Department: Division: Supervisor: EXPECTATION SETTING MEETING HELD AND JOB PRIORITIES DISCUSSED (DATE): Supervisor’s Signature: Employee’s Signature: FEEDBACK SESSION HELD (DATE): Supervisor’s Signature: Employee’s Signature: FINAL APPRAISAL MEETING HELD (DATE): Supervisor’s Signature: Employee’s Signature: Reviewer’s Name (PLEASE TYPE OR PRINT): Reviewer’s Signature: Employee’s Signature: OVERALL RATING RATING SCALE DESCRIPTION Exceptional Contributions and excellent work are widely recognized. Performance consistently exceeds all defined expectations, producing important and impactful results through superior planning, executing, and creativity. Highly Effective Most performance objectives exceed expectations. Projects and objectives are completed in a manner that expands the scope and impact of the assignment. The employee is viewed as having made notable contributions to the department. Effective Performance is competent and effective along established expectations; initiative, resourcefulness, and good judgment are consistently exercised. Employee makes a solid, reliable, and meaningful contribution to the department. Improvement Required Performance falls below expectations in one or two job requirements and responsibilities. A performance improvement plan should be in effect, or will be as a result of this review. Unsatisfactory Performance falls below expectations on several critical job requirements and responsibilities. Without significant improvement, reassignment or separation is indicated. A performance improvement plan must be in place.

Limited Reopeners for FY2014 and FY2015. Notwithstanding the provisions of Section 1 above (Duration), either party may reopen this MOU during the month of June in each year (2014 and 2015) for the sole and limited purpose of negotiating over the subjects of what cost of living adjustment, if any, what merit pay adjustment for “Effective”, if any, and what funding conditions and requirements, if any, for both items shall be included in the USM budget request submitted to the Governor for the next fiscal year. All other terms and conditions of this MOU shall remain in full force and effect during any such re-opener and throughout the duration of this MOU. ‌ APPENDIX A PMP FORM 10M0O2U100112202013EXT FORM‌ UMBC AN HONORS UNIVERSITY IN MARYLAN MARYLAND SETTING EXPECTATIONS, FEEDBACK & APPRAISAL Name: Period Covered: Job Title: Department: Division: Supervisor: EXPECTATION SETTING MEETING HELD AND JOB PRIORITIES DISCUSSED (DATE): Supervisor’s Signature: Employee’s Signature: FEEDBACK SESSION HELD (DATE): Supervisor’s Signature: Employee’s Signature: FINAL APPRAISAL MEETING HELD (DATE): Supervisor’s Signature: Employee’s Signature: Reviewer’s Name (PLEASE TYPE OR PRINT): Reviewer’s Signature: Employee’s Signature: OVERALL RATING RATING SCALE DESCRIPTION Exceptional Contributions and excellent work are widely recognized. Performance consistently exceeds all defined expectations, producing important and impactful results through superior planning, executing, and creativity. Highly Effective Most performance objectives exceed expectations. Projects and objectives are completed in a manner that expands the scope and impact of the assignment. The employee is viewed as having made notable contributions to the department. Effective Performance is competent and effective along established expectations; initiative, resourcefulness, and good judgment are consistently exercised. Employee makes a solid, reliable, and meaningful contribution to the department. Improvement Required Performance falls below expectations in one or two job requirements and responsibilities. A performance improvement plan should be in effect, or will be as a result of this review. Unsatisfactory Performance falls below expectations on several critical job requirements and responsibilities. Without significant improvement, reassignment or separation is indicated. A performance improvement plan must be in place.