Impact of Evaluation on Salary Sample Clauses

Impact of Evaluation on Salary. 17.9.1 If the evaluation results move the position into a higher job grade than the existing grade, appropriate salary adjustments shall be made, retroactive to the following date: 17.9.1.1 For new positions, retroactivity shall go back to the date the incumbent started in the position, provided the start date is no more than one (1) year prior to the submission date. If the start date is more than one (1) year prior to the submission date, retroactivity shall go back one (1) year. 17.9.1.2 For existing positions that were evaluated as per Article 17.5.1, retroactivity shall go back to the effective date indicated in the job evaluation questionnaire, provided the effective date is no more than three (3) months prior to the submission date. If the effective date is more than three (3) months prior to the submission date, retroactivity shall go back three (3) months. 17.9.1.3 For existing positions that were evaluated as per Article 17.5.2, retroactivity shall go back to the submission date. 17.9.1.4 The submission date will be the earlier of the following: 17.9.1.4.1 The date the completed evaluation is submitted to the Human Resources department; or 17.9.1.4.2 Four (4) weeks after the completed evaluation is submitted to the incumbent’s manager. 17.9.1.5 Notwithstanding 17.9.1.1, 17.9.1.2, and 17.9.1.3, extensions or changes to the length of retroactivity may be considered based on specific extenuating circumstances. In such cases, approval from the Association and the University is required. 17.9.2 If the evaluation results move the position into a lower job grade than the existing grade, the following shall occur: 17.9.2.1 For new positions, the incumbent(s) will continue to be paid at the higher salary level. Progression through the salary grid will be based on the provisional level as long as the incumbent remains in the position. 17.9.2.2 For existing positions, the incumbent(s) shall maintain their current hourly rate of pay until their next anniversary date, when they will advance to the first Step at the new grade level which would result in an increase in salary. If their hourly rate is above the maximum at the new grade level, they will be red-circled and paid as per Article 28.
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Related to Impact of Evaluation on Salary

  • Cooperation on Safety The Employer and Union will cooperate in continuing and perfecting regulations which will afford adequate protection to employees engaged in hazardous areas.

  • MANAGEMENT OF EVALUATION OUTCOMES 12.1 Where the Employer is, any time during the Employee’s employment, not satisfied with the Employee’s performance with respect to any matter dealt with in this Agreement, the Employer will give notice to the Employee to attend a meeting; 12.2 The Employee will have the opportunity at the meeting to satisfy the Employer of the measures being taken to ensure that his performance becomes satisfactory and any programme, including any dates, for implementing these measures; 12.3 Where there is a dispute or difference as to the performance of the Employee under this Agreement, the Parties will confer with a view to resolving the dispute or difference; and 12.4 In the case of unacceptable performance, the Employer shall – 12.4.1 Provide systematic remedial or developmental support to assist the Employee to improve his performance; and 12.4.2 After appropriate performance counselling and having provided the necessary guidance and/or support as well as reasonable time for improvement in performance, the Employer may consider steps to terminate the contract of employment of the Employee on grounds of unfitness or incapacity to carry out his or her duties.

  • Annual Evaluation The Partnership will be evaluated on an annual basis through the use of the Strategic Partnership Annual Evaluation Format as specified in Appendix C of OSHA Instruction CSP ▇▇-▇▇-▇▇▇, OSHA Strategic Partnership Program for Worker Safety and Health. The Choate Team will be responsible for gathering required participant data to evaluate and track the overall results and success of the Partnership. This data will be shared with OSHA. OSHA will be responsible for writing and submitting the annual evaluation.

  • Annual Evaluations The purpose of the annual evaluation is to assess and communicate the nature and extent of an employee's performance of assigned duties consistent with the criteria specified below in this Policy. Except for those employees who have received notice of non-reappointment pursuant to the BOT- UFF Policy on Non- reappointment, every employee shall be evaluated at least once annually. Personnel decisions shall take such annual evaluations into account, provided that such decisions need not be based solely on written faculty performance evaluations.

  • No Impact on Other Benefits The value of the Participant’s Option is not part of his or her normal or expected compensation for purposes of calculating any severance, retirement, welfare, insurance or similar employee benefit.