Merit Plan Sample Clauses

Merit Plan. To the extent that the Partnership recognizes income or gain or is entitled to deduction, expense or loss with respect to transfers of interests pursuant to the Merit Plan, all such items shall be allocated among the Limited Partners in accordance with the Merit Plan.

Merit Plan. Section 1. Except as otherwise specifically amended by this Agreement, all other provisions of the City's merit plan as provided by Charter, governing the classification, compensation, selection, training, promotion, discipline, leave, and any other matters within the management prerogative of the EMPLOYER, are not considered a part of this Agreement, but shall remain in full force and effect and shall be observed by EMPLOYEES.

Merit Plan. Staff Associates shall be entitled to participate in the Employer’s merit plan, subject to the provisions hereinafter provided and such other terms, conditions, and limitations as the Employer may, from time to time and in its sole and exclusive discretion, establish for participation in said plan. Individual merit plan awards under the plan in effect as of April 16, 2008, are determined as follows: Employees who are in the developing range of the salary schedule are not eligible for merit pay. These employees are moved up to the next step automatically with a satisfactory evaluation. The employee moves into the merit pay system when they reach the competitive minimum in their pay grade. 1.) the merit pool percentage, 2.) the employee’s current salary, and 3.) the employee’s evaluation score. The merit pool percentage is established each year by the Library Board. This percentage is then multiplied by the total base salaries of the eligible group. This is the total pool of dollars available for merit pay for the year (T1). The employee’s current salary is divided by the total salary for those who are eligible to receive a merit payment resulting in T2. The employee’s evaluation score is divided by the total evaluation scores for those who are eligible to receive a merit payment resulting in T3. T2 is then multiplied by T3 resulting in T4. The T4 for that employee is then divided by the total of T4 for all employees resulting in T5. T5 is then multiplied by T1 to determine each employee’s merit payment. The merit payment is then added to the employee’s base salary. This figure (N1) is then compared to the maximum salary in the respective pay grade. If N1 is less than the maximum salary this becomes the employee’s new salary. If N1 is greater than the maximum salary, the maximum salary becomes the employee’s new salary and the difference is paid to the employee in a lump sum payment (not added to the base). The Employer agrees to establish a process that will permit employees to appeal their final rating and merit determination if they believe an error has occurred. Such appeal shall be made in writing within thirty (30) days of the Employer’s merit determination. The employee’s appeal shall be heard within thirty (30) days of filing by a committee comprised of the employee’s Department Manager, the Associate Director and Director. The Committee’s decision shall be final and binding and shall not be subject to further appeal. If desired, employees will be pe...

Merit Plan. All Field Services employees shall be assigned to a salary range consisting of five steps. The first step is the normal hiring rate, although Field Services employees may be hired at a higher step within the range subject to approval of the City Manager. The fifth step is the maximum base salary rate for the classification. Progression from one step to another within the approved salary range shall be as follows: A. At the time of employment, the Field Services employee shall have a salary anniversary date established, which will be the first day the employee worked. For example, if the employee’s first day of work is April 6, the employee’s anniversary date shall be April 6 (365th day of employment with the City). B. Effective the first day of the pay period closest to one year from the date of employment, the Field Services employee's Department Director shall certify in writing to the City Manager, or his/her designated representative, whether or not the Field Services employee's performance has been satisfactory. If the Director certifies that the Field Services employee’s performance is satisfactory, then the employee shall receive a one-step increase, unless the Field Services employee is already at the fifth step. The one-step increase will be effective as of the employee’s one year salary anniversary date. C. Field Services employees shall be eligible for a subsequent merit (step) until they reach the fifth step. D. Field Services employees shall receive merit increases based on their overall score on the employee's annual performance evaluation. Based on the 16 rating areas listed below, an employee must receive at least 53 points to receive a one-step merit increase. Points shall be awarded as follows: "Unsatisfactory," one point; "Below Average," two points; "Competent," three points; "Above Average," four points; and "Superior," five points. Field Services employees who receive a total score of 67 points shall be eligible for a "special" merit increase, as described below, in addition to the regular merit increase to which they are otherwise entitled. The 16 rating areas and total possible points in each area are as follows: Observance of hours 3 Appearance 3 Compliance with Rules and Regulations 3 Safety Practices 3 Attendance 3 Job Skill Level 5 Public Contacts 5 Cooperation/Attitude 5 Rate of Learning 5 Job Performance 5 Effectiveness Under Stress 5 Dependability 5 Proposes Constructive Suggestions 5 Self-Improvement 5 Initiative 5 Other 5 I...

Merit Plan. Effective August 30, 2009, the City implemented a merit plan under which an employee may receive a special merit pay for exemplary job performance. The Department Head must submit the name of an eligible employee to the City Manager for approval. The submittal must contain justification for the special merit pay by including detailed examples of the employee’s outstanding job performance and a copy of the employee’s current year’s annual performance evaluation. 9.5.1. The employee must have attained a performance rating of 4 (Exceeds Job Standards) or 5 (Outstanding) in all applicable rating categories during his or her current year’s annual performance evaluation. 9.5.2. The employee must have worked a minimum of 1760 work hours during the annual performance evaluation period. 9.5.3. The employee must have attained the annual goals and objectives set for him or her by the Department Head 9.5.4. A special merit pay will not be paid to an employee who receives a performance rating of less than 4 or 5 in any rating category, or if a disciplinary action has been sustained against the employee. 9.5.5. An eligible employee must have at least two (2) years of full-time continuous service with the City. 9.5.6. A special merit pay will be five percent (5%) of the employee’s base hourly rate, multiplied by the number of regular hours worked during the year immediately prior to his or her current year’s annual evaluation due date. 9.5.7. A special merit pay will be paid once, in a lump sum, as an annual premium, to an eligible employee based on the date the employee’s special merit pay is approved by the City Manager. 9.5.8. An employee must meet the above standards and conditions each year during his or her annual performance evaluation in order to qualify for any successive special merit pay. The association recognizes that any special merit pay received by an employee prior to the effective date of this plan that does not comply with these provisions will not be reportable to PERS as special compensation.

Merit Plan. Full Time Employees shall be entitled to participate in the Employer’s merit plan, subject to the provisions hereinafter provided and such other terms, conditions, and limitations as the Employer may, from time to time and in its sole and exclusive discretion, establish for participation in said plan. Individual merit plan awards under the plan in effect as of April 16, 2008, are determined as follows: Employees who are in the developing range of the salary schedule are not eligible for merit pay. These Employees are moved up to the next step automatically with a satisfactory evaluation. The Employee moves into the merit pay system when they reach the competitive minimum in their pay grade. There are three elements that determine an Employee’s merit pay each year. They are: 1.) the merit pool percentage, 2.) the Employee’s current salary, and 3.) the Employee’s evaluation score. The merit pool percentage is established each year by the Library Board. This percentage is then multiplied by the total base salaries of the eligible group. This is the total pool of dollars available for merit pay for the year (T1). The Employee’s current salary is divided by the total salary for those who are eligible to receive a merit payment resulting in T2. The Employee’s evaluation score is divided by the total evaluation scores for those who are eligible to receive a merit payment resulting in T3. T2 is then multiplied by T3 resulting in T4. The T4 for that Employee is then divided by the total of T4 for all Employees resulting in T5. T5 is then multiplied by T1 to determine each Employee’s merit payment. The merit payment is then added to the Employee’s base salary. This figure (N1) is then compared to the maximum salary in the respective pay grade. If N1 is less than the maximum salary this becomes the Employee’s new salary. If N1 is greater than the maximum salary, the maximum salary becomes the Employee’s new salary and the difference is paid to the Employee in a lump sum payment (not added to the base). The Employer agrees to establish a process that will permit Employees to appeal their final rating and merit determination if they believe an error has occurred. Such appeal shall be made in writing within thirty (30) days of the Employer’s merit determination. The Employee’s appeal shall be heard within thirty (30) days of filing by a committee comprised of the Employee’s Department Manager, the Deputy Director/ Associate Director and Director. The Committee’s decisio...

Merit Plan. Section 1 Section 2 Performance appraisal shall be done by the Department Head annually and shall be submitted to the employee on or before December 31st of each calendar year. The performance appraisal shall be subject to the grievance procedure. In completing and using the Performance Appraisal Form (Appendix I), the Department Head shall follow the guidelines set forth in a pamphlet entitled “Supervisory Performance Appraisal”.