Salary Increase Guidelines Sample Clauses

Salary Increase Guidelines. For multi-year grants, please use the following salary increase guidelines: 3% for faculty 3% for professional staff and postdocs 2.5% for graduate students 2% per year for undergraduate students **These figures are used for budget planning only and are subject to change. College policy ultimately determines actual salary increases. You should also be aware of any salary limits set by the sponsoring agency to which you are applying.

Salary Increase Guidelines. The pay decision of reach individual will be in line with Exelon’s Salary Increase Guidelines shown on the following chart and will be in the form of a: • Base salary increase • Lump sum payment • Combination (base salary increase and lump sum payment) • No increase (zero percent) Salary increase guidelines are as follows: A / 3 Exceptional Performer 0% - 7% High in MRR – Combination or Lump Sum Medium in MRR – Combination or Base Salary Increase Low in MRR – Base Salary Increase • Consider a lump sum award as an alternative or in addition to a base salary increase when an employee is: ➢ Over or near the high end of the market reference / salary range. ➢ High in the salary grade as compared to peers (when market data is not available). • Consider no increase (zero percent) or a lump sum award when: ➢ A base salary increase would place the employee over the high end of the market reference range or, when market data is not available, too high in the salary range as compared to peers. ➢ An employee is near the salary grade maximum. ➢ Until MRR’s are implemented, the salary grade maximum represents the absolute maximum pay for a position within the salary grade. Therefore, a base salary increase that would place the employee over the salary grade maximum is not permitted. ➢ No salary increase (base pay or lump sum) is allowed for “C / 1” performers. ➢ In the case of an employee transfer during the salary planning period, the previous manager and new manager should confer on the salary increase decision, if applicable. ➢ Salary adjustments will be effective March 1. The classifications of employees listed below are NOT eligible for a salary increase (base lump nor lump sum award): • Received a Year-End Performance Rating of “C / 1” for the preceding year. • Hired after December 1 of the preceding year. • Notified of severance-related termination, with a separation date after December 31 of the preceding year. • Received a salary adjustment after December 1 of the preceding year. Factor the merit consideration into the salary increase. It is recognized by both the Company and Union that from time-to-time, due to extreme weather or other emergencies, large-scale damage to the PECO electric or gas delivery system may occur causing outages to our customers. These outages may be so extensive that Company personnel are insufficient to restore service to our customers in a timely fashion. In such cases the Company has in the past, and will continue in the future, to ...

Salary Increase Guidelines. For multi-year grants, please use the following salary increase guidelines: 3% for faculty 3% for professional staff and postdocs 2.5% for graduate students 2% per year for undergraduate students **These figures are used for budget planning only and are subject to change. College policy ultimately determines actual salary increases. You should also be aware of any salary limits set by the sponsoring agency to which you are applying. • Each calendar year (January 1 – December 31) ▇▇▇▇▇ faculty may request up to 2/9ths supplemental salary from externally sponsored support, to be taken during the summer months. Salary requests during the academic year may only be sought if a course release(s) or other leave is approved by their department and the Office of the ▇▇▇▇▇▇▇/▇▇▇▇ of the Faculty. Course releases are calculated on a pro rata basis; each course release should normally be included in a grant budget as 1/5 of annual salary (plus benefits) for those at full-time status, unless otherwise approved by the Associate ▇▇▇▇▇▇▇. • School for Social Work faculty may request up to 20% supplemental salary from externally sponsored support.