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 their position on the merit grid. An employee’s position on the grid will be determined by the following criteria: performance rating as determined by their annual performance review as per Article 29; the CSE classification of the employee; (f) Employees who have not had their performance review communicated to them verbally or in writing prior to the salary review will not receive less than the minimum for Fully Meets Requirements. (g) The decision to award an employee a merit increase less than the merit grid as per Article 34.03(a) and (b) is at the discretion of the Company but will be subject to the following: (i) Merit will not be withheld because the employees have been assigned work normally done by employees at a lower CSE level unless the employees assigned such work have demonstrated inability to perform at the grade level in which they are classified; (ii) Employees on approved job-related leave without pay, or recalled after lay-off, will normally be credited with salary adjustment(s) equal to the grade adjustment. Employees will not have their normal merit allocation pro-rated due to maternity and/or childcare leave.
Appears in 1 contract
Sources: Collective Agreement
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: CSE Step Value Table 2014 July 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 CSE4.2015 July 1
(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 for the grades CSE 1, CSE 2 and CSE 3, the calculation is as follows: , (Rounded to the nearest $100) The formula for calculating the Step Value for the grades with a control point (CSE 4, CSE 5, CSE 6), the calculation is as follows: CSE Level Range maximum −CSE Level Range minimum Number of Steps Salary < CP: , (Rounded to the nearestnearest $100) CSE Salary => CP: , (Rounded to the nearest $100)
(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 4<CP - 0.20 1.00 1.25 1.50 CSE 5 4≥CP - 0.00 0.50 1.00 1.50 CSE 5<CP - 0.20 1.00 1.25 1.50 CSE 6 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 2016 2014 to 2017 2015 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 Control Point 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 their position on the merit grid. An employee’s position on the grid will be determined by the following criteria: • performance rating as determined by their annual performance review as per Article 2928; • the CSE classification of the employee; • the current position of the employee’s salary within the grade with respect to the grade Control Point;
(f) Employees who have not had their performance review communicated to them verbally or in writing prior to the salary review will not receive less than the minimum for Fully Meets Requirements.
(g) The decision to award an employee a merit increase less than the merit grid as per Article 34.03(a33.03(a) and (b) is at the discretion of the Company but will be subject to the following:
(i) Merit will not be withheld because the employees have been assigned work normally done by employees at a lower CSE level unless the employees assigned such work have demonstrated inability to perform at the grade level in which they are classified;
(ii) Employees on approved job-related leave without pay, or recalled after lay-lay- off, will normally be credited with salary adjustment(s) equal to the grade adjustment. .
(iii) Employees will not have their normal merit allocation pro-rated due to maternity and/or childcare leave.
Appears in 1 contract
Sources: Collective Bargaining Agreement