Meritorious Performance Adjustment Clause Samples
Meritorious Performance Adjustment. When an individual's performance is beyond a satisfactory level in the discharge of responsibilities in her/his position and the achievement of departmental objectives at a high level of quality in terms of results, the individual will be considered for an annual merit increase in addition to the cost-of-living adjustment. Such an increase would be between one (1) and seven (7) percent, the exact percentage being determined by the City Manager or the Department Director making the evaluation and on the evaluation of the degree of meritorious service. In no case shall this merit increase result in a salary that is above the top of the salary range for an employee’s classification. An employee shall be eligible to receive one merit increase per twelve-month period, and once granted an employee shall not be eligible to receive another merit increase during the succeeding twelve-month period. Once awarded, the increase for meritorious service will normally be continued in future years and not be revoked at the end of the year in which awarded. The Management Pay Plan shall be subject to the following limitations:
a. Any award or adjustment under this plan shall not be effective until approved by the City Manager.
b. When salary ranges are adjusted, no incumbent salaries will be adjusted solely due to such changes unless the salary then in effect does not fall within the then established minimum and maximum amounts. Salary ranges for classes included in the Management Pay Plan shall provide an approximate 40% spread between the minimum and maximum amounts established. There shall be no specified or predetermined "steps" within the range, each range being left clear between the minimum and maximum rate, thus allowing the flexibility of adjustment required in order to recognize varying levels of performance. Salary range and cost-of-living adjustments shall be considered annually. In determining range and cost-of-living adjustments, such matters as changes in the cost of living, other salary changes such as those arrived at through negotiations with recognized employee groups, compression between management and subordinate class ranges and salaries of comparable classes in competitive agencies will be considered. The Management Pay Plan shall be administered by the City Manager who normally will delegate to Department Directors the responsibility for recommending awards for employees within their departments who are covered by the Plan. The City Manager shall est...
Meritorious Performance Adjustment. An employee shall be eligible to receive one merit increase per twelve-month period if the employee’s performance is beyond a satisfactory level. A meritorious performance adjustment would be in addition to any adjustment based on range movement. For each fiscal year during the term of this MOU, such an increase shall be up to two percent (2%), the exact percentage being determined by the City Manager based on an evaluation of the degree of meritorious service and overall contribution to management of the City. Salary adjustments more frequently than once each twelve month period, but not more than once each six months may be approved by the City Manager for the following reasons:
1. An employee’s salary is below the midpoint of the range and the employee has experienced substantial growth in his/her position representing an increased value to the City.
2. An employee has demonstrated outstanding performance or made an exceptional contribution to the City. Whenever an employee receives a six-month meritorious performance adjustment, the employee’s anniversary date will change pursuant to the Personnel Rules and Regulations.
Meritorious Performance Adjustment. When an individual's performance is beyond a satisfactory level in the discharge of responsibilities in her/his position and the achievement of departmental objectives at a high level of quality in terms of results, the individual will be considered for an annual merit increase in addition to the cost-of-living adjustment. Such an increase would be between one (1) and seven (7) percent, the exact percentage being determined by the City Manager or the Department Director making the evaluation and on the evaluation of the degree of meritorious service. In no case shall this merit increase result in a salary that is above the top of the salary range for an employee’s classification. An employee shall be eligible to receive one merit increase per twelve-month period, and once granted an employee shall not be eligible to receive another merit increase during the succeeding twelve-month period. Once awarded, the increase for meritorious service will normally be continued in future years and not be revoked at the end of the year in which awarded. The Management Pay Plan shall be subject to the following limitations:
a. Merit increases for all officials and employees included in the Management Pay Plan shall not exceed in a given year, an amount equal to 4½ % of the total of their salaries plus the cost-of- living increment without approval of the City Manager.
b. The limit so set is a maximum only and all meritorious awards must first be related to and justified by performances beyond a normal satisfactory level.
c. Any award or adjustment under this plan shall not be effective until approved by the City Manager.