SKAGIT POWERHOUSE AND DAM RULES Sample Clauses

SKAGIT POWERHOUSE AND DAM RULES. Management reserves the right to assign work described in the Generation Supervisor class specification. Management further reserves the right to set reporting relationships and organizational structure. In the interest of providing stability in the workforce, management will make every effort to assign the generation supervisor to one of the functional roles for a minimum of 2 years prior to rotating them to a new assignment. In any case, 30 days notice will be provided prior to rotating assignments. APPENDIX D 2012 Performance Discretionary Base Pay Adjustment and Performance Pay Award Guidelines Overview  Eligible employees – Regularly appointed City Light Directors, Executives and non‐represented Strategic Advisors and Managers that are active employees as of the date of the award.  Performance Pay Awards (PPA) ‐ Employees are eligible to receive a lump sum of up to 8% of annual base pay for performance in 2011. The employee must have been regularly appointed to the eligible position by June 30, 2011.  Discretionary Base Pay Adjustments – Employees are eligible to receive base pay salary adjustments for performance up to the top of the pay band. However, City Light must not exceed 2.5% in overall base pay adjustments in 2012 for all discretionary pay programs.  Funding o Each Business Unit will be allocated a pool of 2.5% of eligible employees’ base pay to fund base pay adjustments. o Each Business Unit will be allocated a pool of 5% of eligible employees’ base pay to fund lump sum performance pay awards.  Total Compensation for individual employees may be awarded in the following ways: PPA (lump sum award) plus a base pay adjustment PPA award and no base pay adjustment Base pay adjustment and no PPA award No base pay adjustment and no PPA award  Human Resources with appropriate management will determine which combination of compensation to award based on 2011 performance, relevant salary information for each eligible employee and historical base pay adjustments.  Human Resources will host a workshop and facilitate a discussion on process.  Performance pay will be awarded based on meeting common performance goals i.e. budget management, compliance, completion of performance evaluations and the executive competencies from the Officer and Director Annual Performance Evaluation Form. These competencies also apply to non‐represented strategic advisor and managers. Performance Competencies Job Knowledge and Quality Decision making and problem solvin...

SKAGIT POWERHOUSE AND DAM RULES. Management reserves the right to assign work described in the Generation Supervisor class specification. Management further reserves the right to set reporting relationships and organizational structure. In the interest of providing stability in the workforce, management will make every effort to assign the generation supervisor to one of the functional roles for a minimum of 2 years prior to rotating them to a new assignment. In any case, 30 days notice will be provided prior to rotating assignments.

SKAGIT POWERHOUSE AND DAM RULES. Management reserves the right to assign work described in the Generation Supervisor class specification. Management further reserves the right to set reporting relationships and organizational structure. In the interest of providing stability in the workforce, management will make every effort to assign the generation supervisor to one of the functional roles for a minimum of 2 years prior to rotating them to a new assignment. In any case, 30 days’ notice will be provided prior to rotating assignments. APPENDIX E‌ APPENDIX F‌ The following MOU attached hereto as Appendix C and signed by the City of Seattle and Local 21C (“Parties”), is adopted and incorporated as an Appendix to this Agreement to address certain matters with respect to membership and payroll deductions after the U.S. Supreme Court’s decision in Janus v. AFSCME. The Agreement is specific and limited to the content contained within it. Nothing in the MOU is intended, nor do the Parties intend, for the MOU to change the ability to file a grievance on any matter of dispute which may arise over the interpretation or application of the collective bargaining agreement itself. Specifically, nothing in the MOU is it intended to prevent the filing of a grievance to enforce any provision of Article 3, Union Membership and Dues. Any limitations on filing a grievance that are set forth in the MOU are limited to actions that may be taken with respect to the enforcement of the MOU itself, and limited specifically to Section B of the MOU.