Management Performance Evaluation and Compensation Sample Clauses

The Management Performance Evaluation and Compensation clause establishes the framework for assessing the performance of company management and determining their remuneration. Typically, this clause outlines the criteria, metrics, and processes used to evaluate management effectiveness, such as meeting financial targets or achieving strategic objectives, and links these evaluations to salary adjustments, bonuses, or other incentives. Its core practical function is to align management interests with company goals, incentivize strong performance, and provide transparency and fairness in compensation decisions.
Management Performance Evaluation and Compensation. A. Salary increases shall not be automatic. They shall be based upon performance and granted only upon the affirmative recommendation of the Agency/Department Head.
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Management Performance Evaluation and Compensation. A. Salary increases shall not be automatic. They shall be based upon performance and granted only upon the affirmative recommendation of the Department Head. B. The County and OCMA will begin discussions regarding a merit increase structure no later than October 31, 2023. The County will present OCMA with a merit increase structure no later than December 31, 2023, with an anticipated implementation date of July 1, 2024.
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Management Performance Evaluation and Compensation. Salary increases shall not be automatic. They shall be based upon performance and granted only upon the affirmative recommendation of the Agency/Department Head. Compensation Committee Development of New Compensation System 1. Within 60 days of the adoption of this MOU the parties will begin meeting to develop a new compensation system (to replace the Pay for Performance (P4P) Program). Funding for the new compensation system is set forth in Section 2.A, above. Each party may designate up to seven (7) representatives to serve on the committee. The Assistant Director of Human Resource Services and the President of OCMA will serve as co-chairs of the committee. The purpose of the committee will be to review the current compensation and evaluation systems and recommend modifications to these systems as circumstances merit. 2. Other provisions of the MOU that affect compensation and evaluation, such as Article I, Section 2, may be changed as a result of the committee’s recommendations. 3. The committee will meet on an as-needed basis, and have as its goal to complete its work no later than May 31, 2016. Evaluation Committee 1. The parties agree to meet following adoption of this MOU to develop a new classification system. Each party may designate up to seven (7) representatives to serve on this committee. The Assistant Director of Human Resource Services and the President of OCMA will serve as co-chairs of the committee. The purpose of the committee will be to review the current classifications in the bargaining unit and recommend modifications to those classifications, as circumstances merit. The County anticipates using an outside consultant to conduct the classification study. 2. Other provisions of the MOU that involve classifications, such as Appendix A, may be changed as a result of the committee’s recommendations. 3. The committee will meet on an as-needed basis. The need for continued use of equity funding (see Section 3 below) will be a subject of review as part of the classification study. Once the study is completed and implemented, equity funding will cease unless the parties agree otherwise. Managers shall receive performance evaluations in accordance with the Management Pay for Performance (P4P) Program adopted by the Board of Supervisors on April 22, 2008. Except as set forth below funding of the Pay for Performance (P4P) pool will be suspended during the term of the Agreement. There will be no P4P payments made during the term of this Agreement...
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Management Performance Evaluation and Compensation. A. Salary increases shall not be automatic. They shall be based upon performance and granted only upon the affirmative recommendation of the Agency/Department Head. B. Compensation Committee Development of New Compensation System The County and OCMA will begin discussions regarding a merit increase structure no later than October 31, 2023. The County will present OCMA with a merit increase structure no later than December 31, 2023, with an anticipated implementation date of July 1, 2024. 1. The parties will continue meeting to develop a new compensation system (to replace the Pay for Performance (P4P) Program). Each party may designate up to seven (7) representatives to serve on the committee. The Assistant Director of Human Resource Services and the President of OCMA will serve as co-chairs of the committee. The purpose of the committee will be to review the current compensation and evaluation systems and recommend modifications to these systems as circumstances merit. 2. Other provisions of the MOU that affect compensation and evaluation, such as Article I, Section 2, may be changed as a result of the committee’s recommendations. 3. The committee will meet on an as-needed basis, and have as its goal to complete its work no later than May 31, 2020.
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Related to Management Performance Evaluation and Compensation

  • Annual Performance Evaluation On either a fiscal year or calendar year basis, (consistently applied from year to year), the Bank shall conduct an annual evaluation of Executive’s performance. The annual performance evaluation proceedings shall be included in the minutes of the Board meeting that next follows such annual performance review.

  • Performance Evaluations Employee performance shall be evaluated and communicated on a yearly basis as required under County policy. Performance evaluations are used to demonstrate to employees that they are valued; record how an employee’s performance meet the requirements of the job; create a job history record; identify employee strengths and areas for enhancement; assist the employee and supervisor in an effort to attain the highest level of performance; and reinforce performance standards. Every effort will be made to include substantiated information within an employee’s performance evaluation. Non-recurring discipline history which is more than two (2) years old will not be referenced in performance evaluations. The County shall ensure employee performance evaluations are conducted in accordance with County and departmental policy. Performance evaluations and disciplinary matters shall only be conducted by County employees. When an employee who does not agree with the overall rating he/she receives on his/her written performance evaluation, he/she shall discuss and attempt to resolve the differences with his/her immediate supervisor. If discussion with his/her immediate supervisor does not result in resolution of the differences, the employee may file a written request to meet with the next level of management. Said request shall state the unresolved issues and the specific changes in the written performance evaluation the employee is seeking. The appropriate manager shall meet with the employee to discuss the unresolved issues. If the issues are not resolved to the employee’s satisfaction following discussion with the appropriate manager, the employee may within thirty (30) working days file a written request for a meeting with the department head. Within fourteen (14) working days of receipt of a written request stating the unresolved issues and the desired changes in the written performance evaluation, the department head shall meet with the employee to discuss the issues. Within ten (10) working days of said meeting, the department head shall respond in writing to the employee. The decision of the Department Head shall be final and not subject to the grievance procedure. An employee may submit a written response to his/her evaluation that shall be placed in his/her personnel file.

  • Performance Evaluation The Department may conduct a performance evaluation of Contractor’s Services, including Contractor’s Subcontractors. Results of any evaluation may be made available to Contractor upon request.

  • Annual Performance Bonus During the Employment Term, the Executive shall be entitled to participate in the STIP, with such opportunities as may be determined by the Chief Executive Officer in his sole discretion (“Target Bonuses”), and as may be increased (but not decreased, except for across-the-board reductions generally applicable to the Company’s senior executives) from time to time, and the Executive shall be entitled to receive full payment of any award under the STIP, determined pursuant to the STIP (a “Bonus Award”).

  • Annual Performance Review The Employee’s performance of his duties under this Agreement shall be reviewed by the Board of Directors or a committee of the Board of Directors at least annually and finalized within thirty (30) days of the receipt of the annual audited financial statements. The Board of Directors or a committee of the Board of Directors shall additionally review the base salary, bonus and benefits provided to the Employee under this Agreement and may, in their discretion, adjust the same, as outlined in Addendum B of this Agreement, provided, however, that Employee’s annual base salary shall not be less than the base salary set forth in Section 4(A) hereof.