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.
Appears in 1 contract
Sources: Collective Bargaining Agreement
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 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. actuaI performa dist bution Effective July the Company will distribute as merit an amount not less than of the aggregate base salaries of members as of June 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 July of Effective July not less than as of February 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 SE 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. 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 25; the SE classification of the employee; the current position of the employee’s salary within the grade with respect to the grade Control Point; 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. The decision to award an employee a merit increase less than the merit grid as per Article and is at the discretion of the Company but will be subject to the following: merit will not be withheld because the employees have been assigned work normally done by employees at a lower SE level unless the employees assigned such work have demonstrated inability to perform at the grade level in which they are classified; employees on approved job-related leave without pay, or recalled after lay-off, will normally be credited with salary equal to the grade adjustment. Employees will not have their normal merit allocation pro-rated due to maternity childcare leave.
Appears in 1 contract
Sources: Collective Agreement