Common use of WITHIN GRADE INCREASES Clause in Contracts

WITHIN GRADE INCREASES. ‌ Section 24.01 The Employer shall administer within-grade increases (WGI) in accordance with applicable law, Office of Personnel Management regulations, and Department personnel policies, including pertinent policies on performance appraisals. Section 24.02 Employees who occupy permanent positions are eligible to earn a WGI. A permanent position means a position filled by an employee whose appointment is not designated as temporary, and does not have a definite time limitation of one (1) year or less. Permanent position includes a position to which an employee is promoted on a temporary or term basis for at least one (1) year. Section 24.03 Denial of a WGI is not to be used as a punitive measure or for an act of misconduct in lieu of appropriate disciplinary actions. A notice of a proposed adverse/disciplinary action that is not based on performance is not a bar against a favorable determination of acceptable level of competence for purposes of a WGI. Section 24.04 Normally a WGI will be effective on the first day of the first pay period following the end of the required waiting period. If a within-grade increase is withheld because of administrative error, oversight, or Management's failure to carry out a ministerial act, and a favorable determination is subsequently given, the increase shall be retroactive to the date the increase would otherwise have been effective and shall be processed immediately. Section 24.05 The supervisor shall give an employee with known performance deficiencies that do not meet an acceptable level of competence a progress review(s) at least one hundred and twenty (120) days prior to the end of the waiting period. This will help facilitate an improvement period, to achieve a Successful, or equivalent rating. A. The employee's rating of record for the most recently completed appraisal period is used to determine acceptable level of competence. The Employer also will consider the employee's performance in the interim between the issuance of the performance appraisal and the end of the waiting period. B. Both Parties agree that the notice of negative determination, or dispute of the negative determination, will not include incidents, deficiencies, or other work performance that occurred outside of the waiting period. Section 24.07 If, at the end of the waiting period, the supervisor determines that the employee's performance is not at an acceptable level of competence for the purpose of approving the WGI, the supervisor will provide a written explanation to the employee within ten (10) workdays of the last day of the waiting period, in addition to providing the employee with their rights for reconsideration as described in Section 24.08

WITHIN GRADE INCREASES. ‌ Section 24.01 The Employer shall administer within-grade increases (WGI) in accordance with applicable law, Office of Personnel Management regulations, and Department departmental personnel policies, including pertinent policies on performance appraisals. Section 24.02 Employees who occupy permanent positions are eligible to earn a WGIWGI insofar as a statutory or contractual authority provides for such increases. A permanent position means a position filled by an employee whose appointment is not designated as temporary, temporary and does not have a definite time limitation of one (1) year or less. Permanent position includes a position to which an employee is promoted on a temporary or term basis for at least one (1) year. Section 24.03 Denial of a WGI is not to be used as a punitive measure or for an act of misconduct in lieu of appropriate disciplinary actions. A notice of a proposed adverse/disciplinary action that is not based on performance is not a bar against a favorable determination of acceptable level of competence for purposes of a WGI. Section 24.04 Normally a WGI will be effective on the first day of the first pay period following the end of the required waiting period. The waiting period will be credited for employees who are promoted on a temporary or term basis. WGIs will not be unreasonably delayed. If a within-grade increase WGI is withheld not processed because of administrative error, oversighta reorganization, or Management's failure to carry out a ministerial actother Management failure, and a favorable determination is subsequently given, the increase increase, including backpay, and interest, if each are found to be required under the statute, shall be retroactive to the date the increase would otherwise have been effective and shall be processed immediatelywithin two (2) pay periods of when the Department became aware of the issue. The Department will provide a detailed description of how the backpay and interest were calculated, if applicable and requested. Section 24.05 The supervisor shall give an employee with known performance deficiencies that do not meet an acceptable level of competence a progress review(s) ). The supervisor shall endeavor to conduct that progress review at least one hundred and twenty (120) days prior to the end of the waiting period. This will help facilitate an improvement period, period to achieve performance at a SuccessfulResults Achieved, or equivalent ratingrating level. A. The employee's rating of record for the most recently completed appraisal period is used to determine acceptable level of competence. The Employer also will consider the employee's performance in the interim between the issuance of the performance appraisal and the end of the waiting period. B. Both Parties agree that the notice of negative determination, or dispute of the negative determination, will not include incidents, deficiencies, or other work performance that occurred outside of the waiting performance period. Section 24.07 If, at the end of the waiting period, the supervisor determines that the employee's performance is not at an acceptable level of competence for the purpose of approving the WGI, the supervisor will provide a written explanation explanation, with reason(s) for the determination and area(s) for performance improvement, to the employee within ten (10) workdays of the last day of the waiting period, in addition to providing the employee with their rights for reconsideration as described in Section 24.08

WITHIN GRADE INCREASES. ‌ Section 24.01 The Employer shall administer within-grade increases (WGI) in accordance with applicable law, Office of Personnel Management regulations, and Department personnel policies, including pertinent policies on performance appraisals. Section 24.02 Employees who occupy permanent positions are eligible to earn a WGI. A permanent position means a position filled by an employee whose appointment is not designated as temporary, and does not have a definite time limitation of one (1) year or less. Permanent position includes a position to which an employee is promoted on a temporary or term basis for at least one (1) year. Section 24.03 Denial of a WGI is not to be used as a punitive measure or for an act of misconduct in lieu of appropriate disciplinary actions. A notice of a proposed adverse/disciplinary action that is not based on performance is not a bar against a favorable determination of acceptable level of competence for purposes of a WGI. Section 24.04 Normally a WGI will be effective on the first day of the first pay period following the end of the required waiting period. If a within-grade increase is withheld because of administrative error, oversight, or Management's failure to carry out a ministerial act, and a favorable determination is subsequently given, the increase shall be retroactive to the date the increase would otherwise have been effective and shall be processed immediately. Section 24.05 The supervisor shall give an employee with known performance deficiencies that do not meet an acceptable level of competence a progress review(s) at least one hundred and twenty (120) days prior to the end of the waiting period. This will help facilitate an improvement period, to achieve a Successful, or equivalent rating. A. The employee's rating of record for the most recently completed appraisal period is used to determine acceptable level of competence. The Employer also will consider the employee's performance in the interim between the issuance of the performance appraisal and the end of the waiting period. B. Both Parties agree that the notice of negative determination, or dispute of the negative determination, will not include incidents, deficiencies, or other work performance that occurred outside of the waiting period. Section 24.07 If, at the end of the waiting period, the supervisor determines that the employee's performance is not at an acceptable level of competence for the purpose of approving the WGI, the supervisor will provide a written explanation to the employee within ten (10) workdays of the last day of the waiting period, in addition to providing the employee with their rights for reconsideration as described in Section 24.08as