Common use of PERFORMANCE INCENTIVE PROGRAM Clause in Contracts

PERFORMANCE INCENTIVE PROGRAM. Regular employees who were hired on or before January 1, 1981 who are entitled to longevity pay will not be eligible for the PIP. Regular employees who were hired on or after January 1, 1981 but before December 2, 2008 may be eligible to receive Service Recognition pay. If employees receiving service recognition pay choose to participate in the PIP, their pay shall be adjusted to reflect the difference between the SRP and the PIP once the PIP criteria has been obtained. For employees participating in the PIP program, participation in the SRP is terminated but earned SRP pay remains in effect until PIP pay increases are obtained. Employees will enter the appropriate performance step that provides them an increase in pay upon successful completion of the required number of quarters. Regular employees hired before January 1, 2014 are eligible to participate in the PIP pursuant to the following requirements: 1. Participation eligibility begins only after an employee has reached step 6 on the pay schedule. If an employee enrolled in the PIP program is reclassified and is no longer at step 6 of their pay schedule, they will continue in the PIP program. If an employee is promoted, the employee will bank quarters already earned, but will not be able to earn additional quarters in PIP until such time that the employee is again at step 6 of their pay schedule. 2. Employees must complete eight (8) cumulative quarters successfully for each step in the PIP program. 3. Eligible employee may begin the program at the start of the next quarter after meeting eligibility requirements. 4. Employees shall notify their supervisor of their intention to begin the program prior to the start of the first eligible quarter. 5. Each quarter shall be signed off by the supervisor and the employee to reflect satisfactory or unsatisfactory completion of the quarter. Within ten (10) business days after the end of a calendar quarter, or as extended by mutual agreement, the supervisor and the employee will complete a checklist to verify whether the performance criteria has been met. If not completed within the ten

PERFORMANCE INCENTIVE PROGRAM. ‌ Regular employees who were hired on or before January 1, 1981 who are entitled to longevity pay will not be eligible for the PIP. Regular employees who were hired on or after January 1, 1981 but before December 2, 2008 may be eligible to receive Service Recognition pay. If employees receiving service recognition pay choose to participate in the PIP, their pay shall be adjusted to reflect the difference between the SRP and the PIP once the PIP criteria has been obtained. For employees participating in the PIP program, participation in the SRP is terminated but earned SRP pay remains in effect until PIP pay increases are obtained. Employees will enter the appropriate performance step that provides them an increase in pay upon successful completion of the required number of quarters. Regular employees hired before January 1, 2014 are eligible to participate in the PIP pursuant to the following requirements: 1. Participation eligibility begins only after an employee has reached step 6 on the pay schedule. If an employee enrolled in the PIP program is reclassified and is no longer at step 6 of their pay schedule, they will continue in the PIP program. If an employee is promoted, the employee will bank quarters already earned, but will not be able to earn additional quarters in PIP until such time that the employee is again at step 6 of their pay schedule. 2. Employees must complete eight (8) cumulative quarters successfully for each step in the PIP program. 3. Eligible employee may begin the program at the start of the next quarter after meeting eligibility requirements. 4. Employees shall notify their supervisor of their intention to begin the program prior to the start of the first eligible quarter. 5. Each quarter shall be signed off by the supervisor and the employee to reflect satisfactory or unsatisfactory completion of the quarter. Within ten (10) business days after the end of a calendar quarter, or as extended by mutual agreement, the supervisor and the employee will complete a checklist to verify whether the performance criteria has been met. If not completed within the tenten (10) business days, that calendar quarter shall be considered a successful quarter. The question as to whether or not a calendar quarter is "successful" is not grievable, but is appealable in accordance with the procedure outlined below. Successful completion of the following shall be deemed as having met the criteria to reflect satisfactory completion of the quarter:

PERFORMANCE INCENTIVE PROGRAM. ‌ Regular employees who were hired on or before January 1, 1981 1981, who are entitled to longevity pay will not be eligible for the PIP. Regular employees who were hired on or after January 1, 1981 1981, but before December 2, 2008 may be eligible to receive Service Recognition pay. If employees receiving service recognition pay choose to participate in the PIP, their pay shall be adjusted to reflect the difference between the SRP and the PIP once the PIP criteria has been obtained. For employees participating in the PIP program, participation in the SRP is terminated but earned SRP pay remains in effect until PIP pay increases are obtained. Employees will enter the appropriate performance step that provides them an increase in pay upon successful completion of the required number of quarters. Regular employees hired before January 1, 2014 2014, are eligible to participate in the PIP pursuant to the following requirements: 1. Participation eligibility begins only after an employee has reached step 6 on the pay schedule. If an employee enrolled in the PIP program is reclassified and is no longer at step 6 of their pay schedule, they will continue in the PIP program. If an employee is promoted, the employee will bank quarters already earned, but will not be able to earn additional quarters in PIP until such time that the employee is again at step 6 of their pay schedule. 2. Employees must complete eight (8) cumulative quarters successfully for each step in the PIP program. 3. Eligible employee may begin the program at the start of the next quarter after meeting eligibility requirements. 4. Employees shall notify their supervisor of their intention to begin the program prior to the start of the first eligible quarter. 5. Each quarter shall be signed off by the supervisor and the employee to reflect satisfactory or unsatisfactory completion of the quarter. Within ten (10) business days after the end of a calendar quarter, or as extended by mutual agreement, the supervisor and the employee will complete a checklist to verify whether the performance criteria has been met. If not completed within the tenten (10) business days, that calendar quarter shall be considered a successful quarter. The question as to whether or not a calendar quarter is "successful" is not grievable, but is appealable in accordance with the procedure outlined below. Successful completion of the following shall be deemed as having met the criteria to reflect satisfactory completion of the quarter: