Merit. The time since the documentation was prepared for the last granted merit or promotion, or the most recent seven (7) sequential years, whichever is less.
Merit. At such times as nine-month salaries for the mean of faculty at Eastern Oregon University achieve or exceed the mean of salaries of comparator universities as established by OUS and referenced in Appendix D, merit awards shall be awarded as a step increase into base pay.
Merit. The total salary increase (scale plus merit) shall be rounded to the nearest one hundred dollars ($100).
Merit. Merit is intended to reward excellence in the performance of NTT faculty in the fulfillment of their contractual responsibilities.
Merit. Pursuant to Article XV, Section 10 of the Constitution of the State of Ohio and the Charter of the City, merit employment will prevail in all cases. Seniority is one factor in the determination of merit, but in no case will any provision of this Article or any other Articles of the Contract be deemed to supersede the application of merit employment. Any abuse of discretion in the application of merit in layoffs, callbacks or promotions will be appealable to the Civil Service Commission.
Merit. Merit is for the recognition of noteworthy contributions to one's department, school, campus or college, the University and or professional discipline through the traditional avenues of teaching, research and service. It is also the most consistent means for moving beyond the cost-of-living increase traditionally recognized through the satisfactory performance increase provision. It is recognized that conditions vary within and among departments in terms of individual expectations, and it is agreed that awards at the various levels are designed to recognize individual achievement.
Merit. (a) In each year, an employee’s merit pay is based on their performance review and shall be awarded to all employees who achieve a "Meets Expectations” performance rating or above in their performance review. Merit pay increase shall be based on the table below: Salary Grade Performance Rating SK 0.00% 0.00% 4.000% 4.800% 6.000% L1 0.00% 0.00% 4.500% 6.75% 11.25% L2 0.00% 0.00% 3.00% 4.50% 7.50% L3 0.00% 0.00% 2.00% 3.00% 5.0% L4 0.00% 0.00% 1.00% 1.50% 2.00% L5 0.00% 0.00% 0.80% 1.20% 2.00% L6 0.00% 0.00% 0.60% 0.90% 1.50% This table is intended to provide an overall expenditure on merit increases for the Bargaining Unit as a whole of one and one-half percent (1.5%). In the event that the demographics of the Bargaining Unit, combined with the actual distribution of performance ratings, results in an expenditure that is less than one point three percent (1.3%) or more than one point seven percent (1.7%), then the table shall be renormalized such that the overall expenditure falls within this range. The Company and SPEA have agreed to a Joint Committee to review and revise the merit grid. The above table will apply to 2017 merit increases but may be revised thereafter with agreement between SPEA and the Company, provided the overall expenditure of merit increases for the Bargaining Unit remain cost-neutral.
Merit. A merit pay bonus beyond the ATB (not to base salary), starting 2/01/04, may be provided to employees regarded by management as warranting the bonus. For those rated excellent or above (with no discipline received during the review period), the bonus will be 0.5% of gross wages (note: the amount may be increased at the University’s discretion). Discipline is defined as a Written Reprimand or greater. The parties will convene a 3 by 3 study committee to jointly establish criteria for determining merit. The process shall be subject to an annual joint-committee review, for each year that the merit option is in effect. After distribution of a merit bonus, if any, after 2/01/04, the Union may opt out of having its members eligible for such bonus. To do so, it must notify the Labor Relations office in writing within 30 days of the bonus award. Thereafter, the parties may meet to discuss the Union’s concerns. If no mutually satisfactory resolution is reached, bonus eligibility remains discontinued for the duration of the agreement.
Merit. Merit increases during the year following any leave shall be evaluated in accordance with relevant college and department/school policies.
Merit. Merit may be awarded when proficiency, growth and levels of performance are considerably better than what is viewed as “normal” and recognizes exceptional contributions. Effective May 1, 1.0% of the total annual membership salary from the previous fiscal year is allocated for merit and will be provided as a lump sum. All members meeting the criteria in Article 9.6.2 are eligible for merit. Lump sum bonuses will not be added to a member’s base salary. All available funds will be dispersed to the meritorious recipients. The amount of merit each member receives will be at the discretion of the employer however, no merit award shall exceed eight percent (8%) of the member’s current salary per merit year. Merit decisions are not subject to the grievance procedure.
