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 16, an amount of money equal to 1.375% of the total salary dollars payable as of February 15, 2015 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 1.375% will be allocated to each school or college proportionate to its share of the 2/15/15 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, 2015 and only for those who were employed on February 1, 2015 and still employed in the bargaining unit on July 1, 2015. 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 15, there will be no performance increases.
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. 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.
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. 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. (a) In determining the Performance Increase, if any, to which an employee is entitled, the Company shall use the following factors: Break-Fix Service Technicians: Measure Detail Weighting Team Resolve SLA *** Meeting or exceeding Branch Resolve SLA Performance Target. The resolve targets are: Year 1 - 75%, Year 2 - 80%, Year 3 - 82%. The branch must meet or exceed the applicable yearly target to achieve the 10% weighting. 10% Revisit(s) Revisit - All Service call types are included. Serial number based, on second call generated on that serial number within three days (72 hours), upon closing of the first call. 30% Parts Management Defective Parts over 7 days (% of weeks over target). Surplus Parts (% of weeks over target). 30% Compliance Report/Process Work Order Compliance, including without limitation real-time updating of comments and appropriate work order call code closure Daily Key Audits Quarterly Key Audits Work Order when Completed 30% *** From January 1, 2019 to August 31, 2019, the existing Pay for Performance model will apply. The SLA component will apply effective September 1, 2019 and thereafter. Install Technicians: Measure Detail Weighting Quality No P1 work orders within 72 hours of the install completion. 40% Parts Management Daily management of install parts to ensure accurate record keeping of parts usage and status 30% Compliance Report/Process Work Order Compliance, including without limitation real-time updating of comments and appropriate work order call code closure WP Time vs. XXX Install procedure compliance and preparedness (install guide, tools and safety equipment) 30%
Performance Increases. Salaries shall fall within the ranges as shown in the Salary Schedule. An annual performance increase of four percent (4%) shall be granted to an employee on his/her anniversary/promotion date, if the “Overall” rating on the employee’s overall performance evaluation under Supervisor’s Performance Rating is “Fully Competent” or better, provided however, that in no event shall any employee’s pay exceed the top of the appropriate pay range.
