Performance Evaluation Pay Adjustment Sample Clauses

The Performance Evaluation Pay Adjustment clause establishes a system where employee compensation is directly linked to the results of their performance evaluations. Typically, this means that after a formal review process, an employee’s salary or bonus may be increased, decreased, or left unchanged based on how well they have met predefined goals or standards. For example, an employee who exceeds expectations might receive a pay raise, while one who underperforms may not receive any adjustment. This clause serves to incentivize high performance and align employee objectives with organizational goals, while also providing a transparent and structured method for adjusting pay based on merit.
Performance Evaluation Pay Adjustment. Merit pay adjustments for employees with an annual rating of "Meets Standards" or above shall be governed by provisions of Article 9-Wages. Employees who receive ratings of "Below Standards" or "Unsatisfactory" are not eligible for merit increases, and may be subject to other corrective measures.
View SourceView Similar (11)
Performance Evaluation Pay Adjustment. Employees who achieve an annual rating of “Meets Standards” or above will receive a merit increase in accordance with Article 7. Employees who receive ratings of
View SourceView Similar (4)
Performance Evaluation Pay Adjustment. 1 Eligible nurses will receive a pay adjustment, up to the maximum in the pay 2 range, according to the following performance increase schedule.
View Source
Performance Evaluation Pay Adjustment. Eligible nurses will receive a pay adjustment, up to the maximum in the pay range, according to the following performance increase schedule. % increase for all others 0% 1.0% 2.25% 3.0% Top of the scale * 0% 1.0% 2.25% 3.0% *Eligible nurses whose pay adjustment following the performance review would result in compensation in excess of the pay range will receive the amount of the excess in a lump sum to be paid at the time the increase is processed and will be paid according to these guidelines: 1. All amounts will be subject to required statutory withholding. 2. Nurses whose pay adjustment following the performance review would result in compensation in excess of the top of the range will have their hourly rate moved to the maximum of the range and the balance, if appropriate, will be paid as a lump sum. 3. Nurses at the top of the range prior to the performance review eligible for a lump sum payment as indicated by the performance review schedule will be paid the lump sum amount indicated in above table. 4. Lump sum calculations are based on the paid hours from the 12 months prior to the adjustment date. These include regular, overtime, call back, education, PTO and low census hours to a maximum of 2080 hours per year.
View Source
Performance Evaluation Pay Adjustment 
View SourceView Similar (2)
Performance Evaluation Pay Adjustment 
View SourceView Similar (2)

Related to Performance Evaluation Pay Adjustment

  • 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.

  • Performance Adjustment One-twelfth of the annual Performance Adjustment Rate will be applied to the average of the net assets of the Portfolio (computed in the manner set forth in the Fund's Declaration of Trust or other organizational document) determined as of the close of business on each business day throughout the month and the performance period.

  • 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.

  • Payment and Year-End Adjustment Amounts accrued pursuant to this Agreement shall be payable to the Adviser as of the last day of each month. If necessary, on or before the last day of the first month of each fiscal year, an adjustment payment shall be made by the appropriate party in order that the actual Fund Operating Expenses of a Fund for the prior fiscal year (including any reimbursement payments hereunder with respect to such fiscal year) do not exceed the Maximum Annual Operating Expense Limit.