Administration of Merit Increases Sample Clauses

Administration of Merit Increases. Merit progresses employees' salaries within the salary range based on performance. All employees who have completed their probationary period are eligible for a merit increase. The salaries of all employees will be administered on a performance basis in addition to any increases provided under clause 30.01. Merit increases will be allotted according to the Performance Pay Grid in Article 30.03 (g) and the associated Note. Salaries will be reviewed effective July 01, 2003, July 01, 2004 and July 01, 2005 and employees will be advised in writing of their resulting salary.
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Administration of Merit Increases. (a) In each year, an employee’s merit pay is based on their performance review. (i) The Company will distribute merit as per the performance pay grid below, which is based on reviews which have been conducted under the pre-existing merit administration system: (b) Merit pay increase will be based on the Multiplier Table below. CSE 1 - 0.40 1.00 1.25 1.50 CSE 2 - 0.30 1.00 1.25 1.50 CSE 3 - 0.20 1.00 1.25 1.50 CSE 4<CP - 0.20 1.00 1.25 1.50 CSE 4≥CP - 0.00 0.50 1.00 1.50 CSE 5<CP - 0.20 1.00 1.25 1.50 CSE 5≥CP - 0.00 0.50 1.00 1.50 CSE 6<CP - 0.20 1.00 1.25 1.50 CSE 6≥CP - 0.00 0.50 1.00 1.50 Merit pay will be calculated annually based on the Step Multiplier Table above, rounded to the nearest $100, for those eligible for merit. At its discretion, the Employer may reward employees whose performance significantly exceeds expectations with increases over and above those established under the merit provisions. The assumed distribution of merit for years 2011 to 2013 is based on the following distribution guideline: Unsatisfactory 2% Meets Most Requirements 6% Fully Meets Requirements 67% Exceeds Requirements 20% Outstanding 5% The above guideline is an estimate only and does not presuppose a predetermined performance distribution. The percentage of bargaining unit members in the “Unsatisfactory” and “Meets Most Requirements” categories are maximum percentages for each specific year for the duration of this Agreement.
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Administration of Merit Increases. (a) In each year, an employee’s merit pay is based on their performance review. (i) The Company will distribute merit as per the performance pay grid below, which is based on reviews which have been conducted under the merit administration system: CSE 1 3 4000 4000 4100 CSE 2 5 4000 4100 4200 CSE 3 5 3200 3200 3300 CSE 4 12* 2200* 2200* 2300* CSE 5 2200* 2200* 2300* CSE 6 2200* 2200* 2300* * merit increases for CSE5 & CSE6 for 2018, 2019 and 2020 shall be no less than the corresponding merit increase for CSE4. (ii) The Step Value is calculated using the salary ranges in effect on June 30 each year for each CSE level. The formula for calculating the Step Value is as follows: CSE Level Range maximum −CSE Level Range minimum Number of Steps , (Rounded to the nearest (b) Merit pay increase will be based on the Multiplier Table below. Level U MMR FMR ER O CSE 1 - 0.40 1.00 1.25 1.50 CSE 2 - 0.30 1.00 1.25 1.50 CSE 3 - 0.20 1.00 1.25 1.50 CSE 4 - 0.20 1.00 1.25 1.50 CSE 5 - 0.20 1.00 1.25 1.50 CSE 6 - 0.20 1.00 1.25 1.50 Merit pay will be calculated annually based on the Step Multiplier Table above, rounded to the nearest $100, for those eligible for merit. At its discretion, the Employer may reward employees whose performance significantly exceeds expectations with increases over and above those established under the merit provisions. The assumed distribution of merit for years 2016 to 2017 is based on the following distribution guideline: Unsatisfactory 2% Meets Most Requirements 6% Fully Meets Requirements 67% Exceeds Requirements 20% Outstanding 5% The above guideline is an estimate only and does not presuppose a predetermined performance distribution. The percentage of bargaining unit members in the “Unsatisfactory” and “Meets Most Requirements” categories are maximum percentages for each specific year for the duration of this Agreement. (c) Where the merit payment would move the employee’s salary beyond the range maximum and promotion is not warranted, the employee’s salary will be increased to the maximum and the balance will be paid as performance bonus in the form of a pensionable lump sum. (d) Salaries will be administered within each grade on a merit basis with the Maximum in each CSE grade representing the salary to be paid for fully accomplished performance (standard or normal for the grade) over time. All employees who have completed their probationary period are eligible for a merit increase. (e) Merit increases for employees will be determined by...
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Administration of Merit Increases. In each year, an employee’s merit pay is based on their performance review. Effective the date of ratification, the Company will distribute merit as per the performance pay grid below, which is based on reviews which have been conducted under the merit administration system: Assumed Distribution: For the balance of the Agreement, merit pay will be awarded to all employees who achieve a "Mostly Meets Expectations" performance rating or above in their performance review. Merit pay increase will be based on the Multiplier Table below. Merit pay will be calculated annually based on the Merit Multiplier Table above, rounded to the nearest the merit budget specified below, actual demographics of the bargaining unit members who are eligible for merit and the actual performance distribution. Effective July the Company will distribute as merit an amount not less than of the aggregate base salaries of members as of February Effective July the Company will distribute as merit an amount not less than of the aggregate base salaries of members as of February Effective July the Company will distribute as merit an amount not less than of the aggregate base salaries of members as of February Effective July the Company will distribute as merit an amount not less than of the aggregate base salaries of members as of February Merit pay may be withheld for employees whose performance is “Unsatisfactory” to a maximum of of the bargaining unit members in any review year. The bargaining unit members whose performance is “Meets Most Requirements” shall not exceed (in total) in any year. At its discretion, the Employer may reward employees whose performance significantly exceeds expectations with increases over and above those established under the merit provisions. The assumed distribution of merit for years to is based on the following distribution guideline: The above guideline is an estimation only and does not presuppose a predetermined performance distribution. The percentage of bargaining unit members in the “Unsatisfactory” and “Meets Most Requirements” categories are maximum percentages for each specific year for the duration of this Agreement. Salaries will be administered within each grade on a merit basis with the Control Point in each grade representing the salary to be paid for fully accomplished performance (standard or normal for the grade) over time. All employees who have completed their probationary period are eligible for a merit increase.
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Administration of Merit Increases. (a) In each year, an employee’s merit pay is based on their performance review. (i) Effective the date of ratification, the Company will distribute merit as per the performance pay grid below, which is based on reviews which have been conducted under the pre-existing merit administration system: (b) For the balance of the Agreement, merit pay will be awarded to all employees who achieve a "Mostly Meets Expectations” performance rating or above in their performance review. Merit pay increase will be based on the Multiplier Table below. CSE 1 - 0.65 1.05 1.25 1.50 CSE 2 - 0.65 1.05 1.25 1.50 CSE 3 - 0.50 0.90 1.05 1.20 CSE 4<=CP - 0.30 0.60 0.80 1.00 CSE 4>CP - 0.20 0.45 0.60 0.80 CSE 5<=CP - 0.20 0.45 0.60 0.85 CSE 5>CP - 0.20 0.40 0.55 0.75 CSE 6<=CP - 0.15 0.35 0.50 0.65 CSE 6>CP - 0.15 0.35 0.50 0.65 Merit pay will be calculated annually based on the Merit Multiplier Table above, rounded to the nearest $100, the merit budget specified below, actual demographics of the bargaining unit members who are eligible for merit and the actual performance distribution. (i) Effective 2007 July 01, the Company will distribute as merit an amount not less than 2% of the aggregate base salaries of CRPEG members as of 2007 February 28. (ii) Effective 2008 July 01, the Company will distribute as merit an amount not less than 2% of the aggregate base salaries of CRPEG members as of 2008 February 28. (iii) Effective 2009 July 01, the Company will distribute as merit an amount not less than 2.25% of the aggregate base salaries of CRPEG members as of 2009 February 28. (iv) Effective 2010 July 01, the Company will distribute as merit an amount not less than 2.25% of the aggregate base salaries of CRPEG members as of 2010 February 28. (c) Merit pay may be withheld for employees whose performance is “Unsatisfactory” to a maximum of 2% of the bargaining unit members in any review year. The bargaining unit members whose performance is “Meets Most Requirements” shall not exceed 3% (in total) in any year. At its discretion, the Employer may reward employees whose performance significantly exceeds expectations with increases over and above those established under the merit provisions. The assumed distribution of merit for years 2007 to 2010 is based on the following distribution guideline: The above guideline is an estimation only and does not presuppose a predetermined performance distribution. The percentage of bargaining unit members in the “Unsatisfactory” and “Meets Most Require...
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Administration of Merit Increases. ‌ (a) In each year, an employee’s merit pay is based on their performance review. (b) Merit pay will be awarded to all employees who achieve a "Mostly Meets Expectations” performance rating or above in their performance review. Merit pay increase will be based on the Step Value table. 2017 July 1 2018 July 1 2019 July 1 2020 July 1 2021 July 1 Level # Steps Value Value Value Value Value SE 1 3 3900 4000 4000 4100 4100 SE 2 5 3900 4000 4100 4100 4200
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Administration of Merit Increases. Merit progresses employees' salaries within the salary range based on performance. All employeeswho have completed their probationaryperiod are eligible for a merit increase. The salariesof all employees will be administered on a performancebasis in addition to any increasesprovided under clause Merit increaseswill be accordingto the Performance Pay Grids in Article unless restricted by the top of the range. Salaries will be reviewed effective July July and July and employees will be advised in writing resulting salary; New employees who are on probation will be eligible for any merit review that in the six months prior to completingtheir probationaryperiod, to effectiveat the beginning ofthe first pay period following completionof their probationary period;
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Related to Administration of Merit Increases

  • Integration; Amendments This Agreement constitutes the entire Agreement among the parties hereto pertaining to the subject matter hereof and supersedes all prior agreements and understandings pertaining thereto. This Agreement may be amended or restated only by a written instrument executed by both parties.

  • VACANCIES, PROMOTIONS AND TRANSFERS A. Whenever a teacher is interested in being considered for assignment to any professional position in the district, he/she shall file written notice of his/her interest to the Assistant Superintendent of Human Resources. The Board declares its intention to give full consideration to present staff members in all vacancies in which they have expressed an interest. 1. It is agreed that any vacancy occurring during the current school year shall only be filled on a temporary basis for the remainder of that school year. By May 1 of each year, a list of all vacancies shall be posted in a designated area in each administrative unit. Any teacher with proper qualifications may, within seven (7) calendar days of May 1 and all subsequent postings until August 1 of each year, apply for and shall be granted an interview before such vacancy is filled, with the exception of when reductions in grade levels/subject areas occur in a building allowing first right of refusal to displaced staff for any open positions in his/her individual building. Vacant positions will be posted for three (3) work days after August 1 and prior to the first reported student instructional day of each year. 2. Any teacher requesting transfer between administrative units shall notify the Assistant Superintendent of Human Resources by April 30 for transfer in the subsequent year. Involuntary transfers within a building will occur prior to extending consideration to voluntary transfer requests. Before vacancies are filled, the qualifications of each teacher who has requested transfer shall be reviewed. 3. It is agreed that any teacher making written request to be assigned a position whose FTE is less than their current assignment has no guarantee of a future increase in FTE except as provided by the process defined elsewhere in this Article. 4. A vacancy shall be defined for purposes of this contract as a position presently unfilled, one to be open in the future or a new position, and which has no teacher on leave of absence or layoff status with the claim to the position. B. Since the frequent transfer of teachers from one school and/or grade level to another is disruptive to the educational process and interferes with optimum teacher performance, the parties agree that unrequested transfers of teachers are to be minimized.

  • Integration; Amendment This Agreement constitutes the entire agreement of the Parties relating to the subject matter hereof. There are no promises, terms, conditions, obligations, or warranties other than those contained herein. This Agreement supersedes all prior communications, representations, or agreements, verbal or written, among the Parties relating to the subject matter hereof. This Agreement may not be amended except in writing.

  • General Wage Increases The Employer and the Union agree that the new Collective Agreement shall reflect wage adjustments as follows: (a) Effective 2020 January 01, all hourly rates of pay that were in effect on 2019 December 31st shall be increased by two percent (2.00%). The new hourly rates shall be rounded to the nearest whole cent. (b) Effective 2021 January 01, all hourly rates of pay that were in effect on 2020 December 31st shall be increased by two percent (2.00%). The new hourly rates shall be rounded to the nearest whole cent. (c) Retroactive payments arising from (a) and (b) will be made as soon as possible following the date of ratification of this Memorandum of Agreement.

  • Approval by Limited Partners of Merger or Consolidation (a) Except as provided in Section 14.3(d), the General Partner, upon its approval of the Merger Agreement, shall direct that the Merger Agreement be submitted to a vote of Limited Partners, whether at a special meeting or by written consent, in either case in accordance with the requirements of Article XIII. A copy or a summary of the Merger Agreement shall be included in or enclosed with the notice of a special meeting or the written consent. (b) Except as provided in Section 14.3(d), the Merger Agreement shall be approved upon receiving the affirmative vote or consent of the holders of a Unit Majority unless the Merger Agreement contains any provision that, if contained in an amendment to this Agreement, the provisions of this Agreement or the Delaware Act would require for its approval the vote or consent of a greater percentage of the Outstanding Units or of any class of Limited Partners, in which case such greater percentage vote or consent shall be required for approval of the Merger Agreement. (c) Except as provided in Section 14.3(d), after such approval by vote or consent of the Limited Partners, and at any time prior to the filing of the certificate of merger pursuant to Section 14.4, the merger or consolidation may be abandoned pursuant to provisions therefor, if any, set forth in the Merger Agreement. (d) Notwithstanding anything else contained in this Article XIV or in this Agreement, the General Partner is permitted, in its discretion, without Limited Partner approval, to merge the Partnership or any Group Member into, or convey all of the Partnership’s assets to, another limited liability entity which shall be newly formed and shall have no assets, liabilities or operations at the time of such Merger other than those it receives from the Partnership or other Group Member if (i) the General Partner has received an Opinion of Counsel that the merger or conveyance, as the case may be, would not result in the loss of the limited liability of any Limited Partner or any Group Member or cause the Partnership or any Group Member to be treated as an association taxable as a corporation or otherwise to be taxed as an entity for federal income tax purposes (to the extent not previously treated as such), (ii) the sole purpose of such merger or conveyance is to effect a mere change in the legal form of the Partnership into another limited liability entity and (iii) the governing instruments of the new entity provide the Limited Partners and the General Partner with the same rights and obligations as are herein contained.