Merit Plan. 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 prerogatives of the EMPLOYER, are not considered a part of this Agreement but shall have full force and effect and shall be observed by Employees.
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.
Merit Plan. Librarians 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.
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:
Merit Plan. Section 1 A pay increase within a Salary Grade/Classification for Step 3 and 4 shall be in recognition of normal growth and satisfactory performance within established ranges and shall be awarded on the anniversary date of one year following the date that the current salary step was granted. These increases are identified as “step increments.” Employees shall be granted the step increments unless the Department Head certifies that the employee has not demonstrated the growth and performance normally expected. A step increment may be withheld if the Department Head’s performance appraisal identifies 25% of the specific characteristics which “Needs Improvement” on the Employee Service Report annexed hereto as Appendix I. Any employee with four or more years in his/her existing position shall be deemed to have satisfied the requirements of the Performance Appraisal.
Merit Plan. All General employees shall be assigned to a salary range consisting of five steps. The first step is the normal hiring rate, although General 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:
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 performed annually. 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 Associate Director and Director. The Committee’s decis...
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. The following specific standards and conditions apply:
