Merit Awards. 9.1.2.4.1 Merit awards may be distributed by the PVPAA. These awards will be made according to the criteria published by the PVPAA. Nominations for the awards can be made by an individual faculty member, the departmental faculty, or the department head to the xxxx of the faculty member’s college. The Association will be notified in writing of merit awards. The Board’s decisions in making these individual merit awards shall not be grievable.
Merit Awards. In addition to the above minimum standard base increment, an additional salary pool equal to two percent (2%) of the base annual contract salaries for academic year 2017-2018 of continuing members of the bargaining unit shall be established at the Kent Campus and for the Regional Campuses for the purpose of recognizing documented, meritorious Faculty performance in accord with the principles set forth in Section 4 above. The period for which Faculty performance is to be assessed is from August 18, 2014 through December 31, 2017, or for Faculty who entered the bargaining unit after August 18, 2014, from the effective date of appointment to a position in the bargaining unit of Kent State University through December 31, 2017. Awards will be made by May 1, 2018 and will be added to the faculty member’s salary at the beginning of the employment contract for academic year 2018-2019 after all other salary increments, including any necessary adjustments to meet minimum salary levels (floors), have been entered.
Merit Awards. Merit awards will be implemented at each campus up to the amount and number listed in the below section, utilizing the following criteria: Successful merit applicants must: • Demonstrate a consistent record of teaching excellence in the last three(3) years, • Deliver significant professional service to the College in the last three (3) years, • Display a solid record of scholarly activity that demonstrates a positive impact on his/her discipline/industry in the last three (3) years. A faculty member must have served three years at the College in an instructional tenure / tenure-track assignment. With approval from the Union Management Committee, a faculty member may count up to one year in an approved credit release / reassignment in an interim administrative role. The impact, if any, of the release / reassignment on the merit application will be campus specific. A faculty member will apply for merit using a campus specific application format and timeline included below in this section. Application will be reviewed by a faculty committee who will make recommendation to the Chief Academic Officer (XXX). The CAO will make the final decision based on the application and the committee recommendation. If the CAO disagrees with the committee recommendation, it is the CAO’s responsibility to meet with the committee to explain the reason for denial and provide the committee with an opportunity to discuss. No faculty member with a letter of reprimand during the three (3) year period under review shall be eligible for a merit award. Maximum Number of Merit Awards Allowed Per Year – Great Falls College - Up to four (4) base building merits of $2,500 per year City College (Xxxxxxxx) - Up to four (4) base building merits of $2,500 per year Highlands College (Butte) - Up to two (2) base building merits of $2,500 per year Gallatin College (Bozeman) - Up to two (2) base building merits of $2,500 per year Members can only receive one (1) merit increase within any three (3) year period. Merit award application dates are as follows: • Faculty members submit applications by the first Friday in October. • XXX makes final decision by the first Friday in November. • Awards are effective in the next payroll period following the CAO final decision.
Merit Awards. A sum equal to 0.75% of the salaries of continuing members of the bargaining unit (the total CPI pool) shall, effective on July 1 of each year, be allocated in accordance with the following provisions:
Merit Awards. There shall be a Merit Award Fund of an amount set out in Article 36B.03. This sum shall be distributed to Employees on the basis of merit by the University of New Brunswick. Each award shall be paid as a lump sum and shall not become part of the recipient's salary. At the request of the recipient, an equivalent sum may be paid on a T4A basis as a research grant for personal professional development. The disposition of the awards shall be published in University Perspectives following their approval by the Board of Governors. There shall be no grievances arising from the disposition of the merit awards insofar as the disposition is not in conflict with this Collective Agreement. Prior to making their nominations for merit awards, the Deans shall ask for suggestions from the academic departments and the libraries for which they are responsible.
Merit Awards. 9.1.3 Effective Dates of Salary Increases
Merit Awards. 13.1. The Committee may from time to time make an Award of Stock under the Plan to selected Employees for such reasons and in such amounts as the Committee, in its sole discretion, may determine. The consideration to be paid by an Employee for any such Merit Award, if any, shall be fixed by the Committee from time to time, but, if required by the General Corporation Law of the State of Delaware, it shall not be less than the aggregate par value of the shares of Stock awarded to him or her.
Merit Awards. Merit increases may be awarded when proficiency, growth and levels of performance are considerably better than what is viewed as “normal” and recognizes exceptional contributions. Merit increases may be provided in one of two ways – base salary increases or lump sum bonuses. Base salary merit increases will be added to a member’s base salary providing such an increase does not exceed the maximum of the salary range. If the salary increase would cause the member’s salary to exceed the maximum of the salary range, a salary increase up to the maximum of the salary range will be added to the base-salary and the remainder will be paid as a lump sum bonus. Lump sum bonuses will not be added to a member’s base salary. Effective May 1, 2012, 1.33% of the total annual membership salary from the previous fiscal year is allocated for base salary merit increases. The percentage merit increase for each year is calculated based on the total base salary allocation divided by the total actual salaries of the members awarded base salary merit increases. Effective May 1, 2012, 0.67% of the total annual membership salary from the previous fiscal year is allocated for lump sum bonuses. The lump sum percentage award for each year is calculated based on the total base salary allocation divided by the total actual salaries of the members awarded lump sum bonuses. It is intended that up to 60% of eligible members will be awarded a merit award in any given year with approximately two thirds receiving base salary merit increases and the other one third receiving lump sum bonuses. All available funds will be dispersed to the meritorious recipients. Merit decisions are not subject to the grievance procedure.
Merit Awards. Merit awards mayor may not be implemented at each campus during AY 2007- 2008 and AY 2008-2009 at the discretion of the Employer.
Merit Awards. Merit increases may be awarded when proficiency, growth and levels of performance are considerably better than what is viewed as “normal” and recognizes exceptional contributions. Merit increases may be provided in one of two ways – base salary increases or lump sum bonuses. Base salary merit increases will be added to a member’s base salary providing such an increase does not exceed the maximum of the salary range. If the salary increase would cause the member’s salary to exceed the maximum of the salary range, a salary increase up to the maximum of the salary range will be added to the base salary and the remainder will be paid as a lump sum bonus. Lump sum bonuses will not be added to a member’s base salary.
