Merit System Clause Samples

Merit System. In keeping with sound public personnel practice, employment in the City shall be based on merit and fitness, taking into account such factors as individual performance, ability, aptitude, experience, training, education, character, personality, and physical fitness as the basis for selection and promotion. Original appointments are normally based on the results of open competitive examinations, which may be written, oral, physical, practical, or a combination thereof. (Merit systems principles—such as competitive examinations, grievance procedures, etc.—may be waived at the sole discretion of the City Manager in the case of part-time or contractual employees.) The City hereby reaffirms its commitment to fair employment practices related to factors affecting ability to perform and the employment and advancement of persons in protected classes.

Merit System. Section 1. Chapter XIV of the Charter of the City of Norwich and the Merit System Rules promulgated in accordance with said Chapter, adopted by the Personnel and Pension Board of the City of Norwich on April 22, 1953, as amended, shall control all matters of dealing with the employee relationships between members of the Union and the City, except as the terms of this Agreement shall conflict with the terms of said Chapter XIV of the Charter or said Merit System Rules, in which case the terms of this Agreement shall be binding. Section 2. Notwithstanding Section 1 of this Article, any change in the Merit System Rules which may be adopted after the date of the execution of this Agreement, which change increases the benefits of all employees of the City covered by the Merit System Rules and which change provides greater benefits than the terms of this Agreement, shall supersede the terms of this Agreement with regard to such benefits. This paragraph shall not be construed to provide for the members of the Union those specific benefits not covered by the Merit System Rules which may be included in the terms of any other Agreement between the said City and any other of its employee bargaining groups.

Merit System. 21.1 The General Manager, at his/her discretion, may initiate a merit increase to deserving employees. Employee representatives may also recommend to the General Manager employees whom they consider deserving of a merit increase due to, but not limited to, an increase in job responsibilities, additional education to improve performance, or significant improvement to the Agency's operations beyond their job classification. If, based on an employee’s annual performance appraisal, a merit increase is warranted, the General Manager shall have the prerogative to increase an individual’s compensation rate within their respective wage range. Based on the ten-point performance scoring system prescribed on the employee performance appraisal form (Exhibit D) where a score of “5” or “6” is within the “satisfactory” range, an employee whose average score for all the performance categories in Section A of Exhibit D is at least 6.0 will be guaranteed a minimum annual merit increase of 2%. Employees who, no more than two months prior to their annual employment anniversary date (or that date that has historically triggered their annual performance evaluation) have received an appointment (promotion) that affects the minimum 5% wage rate increase prescribed in Article 7.1, will not also be entitled to the merit increase described above.

Merit System. The Members agree that the UPD will operate with a Merit System for sworn law enforcement officer employees and any policies duly adopted to be consistent therewith and general merit principles. Civilian employees will also be part of a civil service system to be approved by the UPD Board. All existing rank and seniority shall be continued in the Merit System. The Merit System is established pursuant to Exhibit A.

Merit System. If an employee, after being reviewed at the end of one (1) year or nine (9) months, whichever is appropriate, is denied the merit step, said employee will receive a written statement from the Department Head stating why the merit step has been denied.

Merit System. All members of the bargaining unit shall be subject to the Brevard County Merit System Ordinance and all the policies and procedures adopted under such Ordinance unless an article of this Agreement is in express and direct conflict with such Ordinance, policy or procedure. In the event of an express and direct conflict the provisions of this Agreement shall prevail. The Union Business Agent may represent a Bargaining Unit member in the Merit System grievance procedure.

Merit System. The PARTIES are committed to ensuring equal employment opportunities for all new applicants for employment, as well as for present Employees. CTS shall recruit, select, and promote Employees and/or external candidates on the basis of their relative knowledge, skills, and abilities, and in accordance with CTS's equal employment opportunity and affirmative action policies. After the recruitment process is completed, CTS will offer to meet with the Employee applicants to review the process and provide feedback.

Merit System. Merit System Rules and Regulations, during the term of this Memorandum of Agreement, Management may propose certain changes in the City Merit System Rules and Regulations. With regard to such changes which pertain to the representation unit, the parties agree to review, and upon request, meet and confer regarding the changes.

Merit System. The Chief of the fire department shall maintain a uniform system of evaluating employees' performance. These evaluations will have an impact on promotions of employees during promotional examination processes.