Pay for Performance. A. The purpose of the Pay for Performance program is to establish and maintain a compensation program that is externally competitive and internally equitable and that rewards professional employees based on their performance.
Pay for Performance. Subject to available funding, the Board of Trustees provides for a pay for performance plan. The plan defines an amount of additional pay or a bonus based upon employees’ performance evaluations. The parties acknowledge that members of the bargaining unit shall be eligible for this benefit to the same extent and in the same manner as other University Work Force employees.
Pay for Performance. Our compensation program is intended to motivate our key contributors, including named executive officers (NEOs), to drive our business and financial results, and is designed to reward both annual financial and operating performance, as well as improved performance over a longer period of time. A considerable portion of each executive's total potential compensation consists of at-risk pay that is expressly conditioned upon the achievement of pre-established financial objectives and performance criteria.
Pay for Performance. During the contract period the County and Association will jointly work toward development of a mutually agreed upon pay for performance program, which may include salary and non-salary issues.
Pay for Performance. The City may reward Bargaining Unit employees for exceptional performance through a Pay-for-Performance program. The Pay-for-Performance program shall be administered by the City’s Human Resources Department subject to funding availability, a competitive selection process for nominees, and other considerations. Employees can nominate themselves or co-workers for a Pay-for-Performance award. All employees nominated for Pay-for-Performance awards shall be eligible for cash awards up to the full value of a salary step level for the employee. Multiple awards can be earned in a single fiscal year, but the aggregate value of all such awards shall not exceed the total value of a step increase for the employee. The performance recognized will have generally occurred or concluded within the past twelve (12) months. A selection panel shall meet periodically to review Pay-for-Performance nominations and make recommendations for awards. The awards shall be granted only by the City Manager based on an employee demonstrating and outstanding level of performance based on one or more of the following:
Pay for Performance. 66. The Pay for Performance Plan (PFP) is a salary incentive program linked to annual performance evaluations. Each year employees achieving a rating of "Exceeds Standards," "Superior" or "Outstanding" for the previous rating period shall receive a lump-sum incentive payment The incentive payments shall be paid by the first pay period on or after October 1 of each year of this agreement.
Pay for Performance. As set forth in Appendix D, SCDHHS will implement a Pay for Performance program in 2011. Any potential payments to the Contractor will occur in 2012 based on 2011 HEDIS data. Failure to report HEDIS measures to SCDHHS will result in liquidated damages as set forth in §13.3 of this Contract.
Pay for Performance. (a) Pay for performance is merit-based compensation designed to encourage and recognize peak individual performance through performance-based compensation. It is intended to afford employees a greater role in the growth and success of the Company by encouraging and rewarding improved productivity, quality, and competitiveness. Each employee is eligible to receive a wage rate increase based on the employee’s individual performance, measured as described in the next section.
Pay for Performance. The County and ONA agree to and implement Performance Pay Program effective April 1, 2017, under the same terms and conditions as non-represented employees. Apply retroactively: Any nurse above the midpoint who didn’t receive a salary increase may be eligible depending on evaluations score. ONA members will develop guidelines and processes aligned with the County GOAL Performance Program standards for obtaining relevant feedback from peers for purposes of evaluation input. It will be the responsibility of members to provide relevant feedback and the responsibility of the supervisor to consider in providing performance feedback and evaluation rating.
Pay for Performance. 33.1 Pay for performance is merit-based compensation designed to encourage and recognize peak individual performance through performance-based compensation. It is intended to afford employees a greater role in the growth and success of the Company by encouraging and rewarding improved productivity, quality, and competitiveness. Each employee who has reached sixty (60) months of service is eligible to receive a wage rate increase based on the employee’s individual performance, measured as described in the next section.
