Performance Increases. For FY 18, effective January 1, 2018, an amount of money equal to 1.0% of the total salary dollars payable as of February 15, 2017 to bargaining unit members excluding Research Faculty and excluding those who are not returning to the University for the next academic year, will be distributed as performance-based awards to selected faculty members excluding Research Faculty. The 1.0% will be allocated to each school or college proportionate to its share of the 2/15/17 bargaining unit salary line. The Xxxx of each school or college, after consideration of the recommendations of the Department Chair, shall decide whether or not a unit member shall receive a performance-based award and if so how much. Performance-based awards shall be made according to the following procedure: In consultation with the Department Chair, the Xxxx of the school or college shall determine the performance-based distributions to individuals in each department. The methodology that will be used by the college/school for allocation of performance-based distributions in the following academic year will be determined and announced to the faculty prior to preparation of workload plans in the Spring. The Chair’s recommendation shall be forwarded to the Xxxx by the Department Chair in a timely fashion. The performance-based awards shall be based on performance evaluated against the workload expectations and assignments of the individual for the preceding academic year but also taking into account the preceding two years, if employed in the bargaining unit. Performance based awards are not grievable.
Performance Increases. For FY 12, there will be no performance increases.
Performance Increases. For FY 17, an amount of money equal to 2.0% of the total salary dollars payable as of February 15, 2016 to bargaining unit members supported by the General Fund and to those unit members in Extension, excluding those who are not returning to the University for the next academic year, will be distributed as performance-based awards to selected faculty members who are supported by the General Fund and to those unit members in Extension. The 2.0% will be allocated to each school or college proportionate to its share of the 2/15/16 bargaining unit salary line. The Xxxx of each school or college, after consideration of the recommendations of the Department Chair, shall decide whether or not a unit member shall receive a performance-based award and if so how much. Performance-based increases will be made effective July 1, 2016 and only for those who were employed on February 1, 2016 and still employed in the bargaining unit on July 1, 2016. Performance-based awards shall be made according to the following procedure: In consultation with the Department Chair, the Xxxx of the school or college shall determine the performance-based distributions to individuals in each department. The methodology that will be used by the college/school for allocation of performance-based distributions in the following academic year will be determined and announced to the faculty prior to preparation of workload plans in the Spring. The Chair’s recommendation shall be forwarded to the Xxxx by the Department Chair in a timely fashion. The performance-based awards shall be based on performance evaluated against the workload expectations and assignments of the individual for the preceding academic year but also taking into account the preceding two years, if employed in the bargaining unit. Performance based awards are not grievable.
Performance Increases. (a) An employee who holds a position for is a minimum and a maximum rate of pay, shall be granted a salary increment each year until the employee reaches the maximum step in the range for that position. Such salary increments are subject to the employee receiving a satisfactory performance appraisal. The performance appraisal of the employee shall be reviewed annually. Salary increments granted to an employee each year shall be effective on the employee's anniversary date of their current appointment, until the maximum in the range of rates has been reached. When the Employer elects to withhold a salary increment, it shall advise the employee in writing prior to the due date of implementation and the employee shall have the right to grieve the withholding of the salary increment. When an employee is on a leave of absence without pay, the employee is not entitled to any pay, allowances or benefits.
Performance Increases. Effective July 11, 2006, and effective on each of April 1, 2007 and 2008, performance increases will be calculated in accordance with the procedure set out in Article 42.1 hereof provided only that the resulting percentage increase in the total SPATEA payroll will be as set out below in Articles 41.2.1, 41.2.2 and 41.2.3. In calculating the total SPATEA payroll,
Performance Increases. (a) In determining the Performance Increase, if any, to which an employee is entitled, the Company shall use the following factors:
Performance Increases. All bargaining unit employees who have completed the probationary period on or before the 1st of April preceding the effective date of the increase will be eligible for merit based performance increases. Only employees who are actively employed on the effective date with an overall rating of at least “meets standards” will be eligible for performance increases. Any eligible employee who receives an overall performance rating of at least “meets standards” will receive a minimum of .5% increase to their base pay. The University will determine the amount of additional performance based merit during each year of the contract, but such increase will be a minimum of .5% of the annualized payroll for the overall bargaining unit, based on the last payroll for the month of April of each year. The determination and/or allocation of performance increases is not subject to the Grievance and Arbitration procedure of the contract. However, an employee is entitled to grieve an overall rating of less than meets standards up to the third step of the grievance process, but the matter cannot be grieved beyond the third step. The University will provide a list of employees that do not receive a performance increase within one month of the distribution of the performance increases. The increases will be added to the base hourly rates on the effective dates listed in Section A. above. All increases are based on 35 hours per week, 12 months per year work schedules. For all other schedules, the increases will be pro-rated.
Performance Increases. Effective on the first day of the pay period immediately following January 1, 2021 (January 9, 2021), employees at Step 9 to the Range Maximum (the “Performance Range”) will be eligible for a performance increase. To receive a performance increase, the employee must have received a performance rating of “achieves expectations” or better on their 2020 performance appraisal. The amount of funds available for performance increases for those employees in the Performance Range will be equal to one and one-half percent (1.5%) of the annual salaries of all employees in the bargaining unit in the Performance Range. The Metropolitan Council is committed to awarding performance increases in the total amount of the funds available for such increases. The performance increase shall be applied to the employee’s base salary provided that if the increase places the employee at the Range Maximum, any amount over the Range Maximum will be paid in a lump sum payment.
Performance Increases. 25.18 Employees shall progress from level to level within the employee's classification in Appendix "A" to the maximum level of the classification. Progression to a higher level shall occur automatically on April 1 of each year.
Performance Increases. Prior to September 2007, Principals, Assistant Principals, School Based Intermediate Supervisors and Education Administrators shall be eligible for performance increases. Eligibility for the increase shall be based upon performance-based evaluations and a set of objective criteria to be developed by the Chancellor after consultation with the CSA and shall include a requirement for dissemination of effective practices. Up to twenty-five percent (25%) of the top performing employees in each title shall receive the incentive in the following increments. Performance Assistant Principals and School Based Intermediate Education Percentile Principals Supervisors Administrators 75%-84% $5,500 $2,750 $2,750 85%-94% $10,000 $5,000 $5,000 95%-100% $15,000 $7,500 $7,500 Beginning with the 2007-08 school year, Principals, Assistant Principals, school-based intermediate Supervisors and Education Administrators shall be eligible for performance increases. Eligibility for the performance increase shall be based on outstanding growth in student achievement measured according to value-added criteria, and such other objective criteria as the Chancellor may determine and communicate to Supervisors. Performance criteria and the amount of the increases will be set by the Chancellor in his/her discretion after consultation with CSA, and shall include a requirement for dissemination of effective practices. Said criteria and the amount of the increase shall be communicated to Principals and other Supervisors by June 30th of the prior school year. Supervisors eligible for the performance increase will be notified no later than April 1st of the school year following the year for which the performance increase is being awarded. Principals who meet the criteria shall receive increases up to $25,000. The Assistant Principal and other supervisory staff who have been rated satisfactory in a school where the principal qualifies for the performance increase shall each receive an amount equal to one half the amount for the principal. Up to 25% of the top performing Principals shall receive the performance increase. The parties agree to a labor-management committee to develop a performance increase system for Education Administrators and other non-school based titles represented by CSA.
