Incentive Pay Program. This program enables teachers who make exceptional contributions to student performance, professional growth applied to teaching, curriculum development or professional development to earn $1,089 in addition to their regularly scheduled salary. The plan's key features include:
Incentive Pay Program. The purpose of an Incentive Pay Program is to develop a system that rewards employees for obtaining certified skills above and beyond minimal requirements of the job. These enhanced skills make the employee more productive which benefits the City workforce and the safety of its citizens. State licenses and certifications: Employees shall maintain professional licenses in the course of their respective trade and shall be responsible for maintaining current valid licensure. In addition to the wage rates listed herein, employees have the opportunity to participate in an Incentive Pay Program as outlined below. The City of Missoula will not exclude any MEA-MFT union member, regardless of job classification, from applying and testing for any approved certification, except as outlined in the Incentive Pay Program. The City agrees to make one set of training materials for each certification available for study purposes, provided such materials are purchasable.
Incentive Pay Program. Employees who successfully complete the following coursework and certification items will receive the bonuses on the table below. In courses that are assigned grades, a grade of "C" or better, or credit in a credit/no credit class, is to be attained on adult education or undergraduate work and "B" or better on graduate work. For the purposes of calculation of incentive items based on percentages of salary, the base salary figure of the most recently completed fiscal year will be used. All incentive pay items will be paid in December of the year of completion. Prior to enrollment in any program that may make an employee eligible for the incentive pay program, the employee shall notify the Town Manager of the coursework and anticipated completion date. Upon successful completion of incentive pay program coursework, the employee must provide appropriate documentation to the Town Manager. PROGRAM AMOUNT ELIGIBILITY Associates Degree $1500 One time only Bachelors Degree $3000 One time only EMT-I 2% of salary Annually EMT-P 6% of salary Annually Fire Officer Program $500 One time only Hazardous Materials Technician $500 One time only Fire Inspector/Fire Investigator $500 One time only Firefighter III – Specialization (up to 3) $500 One time only per specialization Road Scholar II $250 One time only Road Scholar IV $250 One time only
Incentive Pay Program. Employees in a hard‐to‐fill positions as defined by the state Department of Education, and who are eligible to participate in the Incentive Pay Program under the provisions of AB 1, and who are not participating in the 1/5th retirement credit program, may take part in the DCSD Incentive Pay Program under the provisions of AB 1, and who are not participating in the 1/5th retirement credit program, may take part in the DCSD Incentive Pay Program. Contingent upon IFC approval and sufficient funding from the Department of Education to meet the actual costs of the program, employees that qualify for incentive pay under AB 1 will be paid an amount not less than the pro‐rata distribution from the state incentive grant fund. In order to be eligible for this grant fund, employees must have had a satisfactory performance evaluation for the previous school year, or if new to the District, the principal affirms that the employee is currently performing satisfactorily by February 15, for each year the program is funded by the State.
Incentive Pay Program. Employees in hard-to-fill positions as defined by the state Department of Education, and who are eligible to participate in the Incentive Pay Program under the provisions of AB 1, and who are not participating in the 1/5th retirement credit program, may take part in the DCSD Incentive Pay Program. Contingent upon IFC approval and sufficient funding from the Department of Education to meet the actual costs of the program, employees that qualify for incentive pay under AB 1 will be paid an amount not less than the pro-rata distribution from the state incentive grant fund. In order to be eligible for this grant fund, employees must have had a satisfactory performance evaluation for the previous school year, or if new to the District, the principal affirms that the employee is currently performing satisfactorily by February 15, for each year the program is funded by the State. MOU: Stipends (07/08/2014) DCPEA shall form its own committee to review and revise the Stipend Schedule. The revision must have the same total cost as the current schedule. Any revisions are subject to Board approval. DCPEA is welcome to invite current site administrators to assist with the process if the site administrators agree to take part Any changes will go to ratification with the Board with the tentatively agreed to agreement after this one. MOU: NSEA President Leave (07/08/2014)
Incentive Pay Program. 31.1 The City has established a program to motivate members of the specified departments to seek higher education and certificates in their field. As a result of this implementation, employees will create an individual plan with their supervisor and work towards higher pay as they work through their plan as follows. Licensing Incentive Program for Water/Sewer Department Water Sewer Min. — D Min. — D $0.20—C $0.20—C $0.40—B $0.40—B $0.60—A $0.60—A
Incentive Pay Program. Employees in a hard-to-fill positions as defined by the state Department of Education, and who are eligible to participate in the Incentive Pay Program under the provisions of AB 1, and who are not participating in the 1/5th retirement credit program, may take part in the DCSD Incentive Pay Program under the provisions of AB 1, and who are not participating in the 1/5th retirement credit program, may take part in the DCSD Incentive Pay Program. Contingent upon IFC approval and sufficient funding from the Department of Education to meet the actual costs of the program, employees that qualify for incentive pay under AB 1 will be paid an amount not less than the pro- rata distribution from the state incentive grant fund. In order to be eligible for this grant fund, employees must have had a satisfactory performance evaluation for the previous school year, or if new to the District, the principal affirms that the employee is currently performing satisfactorily by February 15, for each year the program is funded by the State. Stipends (07/08/2014) DCPEA shall form its own committee to review and revise the Stipend Schedule. The revision must have the same total cost as the current schedule. Any revisions are subject to Board approval. DCPEA is welcome to invite current site administrators to assist with the process if the site administrators agree to take part. Any changes will go to ratification with the Board with the tentatively agreed to agreement after this one.
Incentive Pay Program. Advancement to each of the incentive salary steps shall be on a point system as follows: Increase Above Incentive Step Basic Salary Points Required 8th 22% Graduate Degree 7th 18% B.A. or B.S. 6th 16% 150 Points 5th 15% 96 College Credits or 130 Points 4th 12% 85 Points 3rd 9% 45 Points 2nd 6% 25 Points 1st 3% 15 Points It should be noted that unless a person has a college degree, the 6th step, or 16%, is the limitation of his or her advancement under this program. Points shall be awarded on the following basis:
Incentive Pay Program. The parties signatory hereto recognize that the wall and ceiling industry is very competitive and that quality production is the competitive edge that Contractors subject to this Agreement enjoy over non- union contractors. Consistent with the provisions of Article V, Section B, which allows Contractors to implement production enhancing procedures, the parties signatory hereby adopt an Incentive Pay Program to further their common goal of increasing quality production and thereby enhancing the continued work opportunities for both parties. By design, this Incentive Pay Program rewards employees covered by this Agreement for their success in achieving production levels that exceed pre-established targets as to a designated scope of work (hereinafter “incentive pay project”). The amount of incentive pay paid to employees for an incentive pay project will be determined by comparing the targeted hours for the incentive pay project to the actual hours worked on the incentive pay project. A calculation will then be made by deducting the actual labor hours worked from the targeted hours for the incentive pay project and if the actual hours worked are less than the targeted hours for the incentive pay project then incentive pay will be paid by the Contractor for the incentive pay project. Incentive pay is not, and in no way shall be construed as allowing for piece work, a substitute for the payment of wages and fringe benefit contributions for all hours worked by employees covered by this Agreement, or a way to circumvent the work jurisdiction covered by this Agreement. Employers may provide incentive pay to their employees covered this Agreement pursuant to the following provisions:
Incentive Pay Program. A. Employees Covered
