Performance Evaluations and Merit Increases Sample Clauses

Performance Evaluations and Merit Increases. A . ALPA shall continue to administer an evaluation system which shall measure employee job performance as set forth in Appendix F, except as modified herein . Employee performance shall be evaluated in a fair and reasonable manner utilizing the following categories: quality of work; job knowledge; quantity of work; dependability/reliability in performing work assignments; and attitude and cooperation . Each employee shall be requested to submit to his/her supervisor a self-evaluation of his/her performance for consideration in connection with any performance review . B . Consistent with the performance review given each employee on his/her respective salary review date, the employee shall receive a merit increase as specified below . Score Performance Rating Effective 5/1/11 thru 4/30/12 Effective 5/1/12 thru 4/30/13 Effective 5/1/13 thru 4/30/14 Effective 5/1/14 thru 4/30/15 Effective 5/1/15 thru 9/30/15 0–45 Marginal 0.0% 0.0% 0.0% 0.0% 0.0% 46–70 Satisfactory 0.0% 0.0% 0.0% 0.0% 0.0% 71–80 Excellent 0.0% 0.5% 0.5% 0.5% 0.5% 81–90 Outstanding 0.0% 1.0% 1.0% 1.0% 1.0% C . In determining the appropriate increase, the Salary Review Committee shall afford to the employee an increase commensurate with the rating afforded to the employee subject only to upward or downward adjustment based upon objective and independently verifiable criteria or circumstances previously made known to the Union and all affected employees . D . Any employee dissatisfied with the merit increase so afforded shall be entitled to appeal the matter to the Salary Review Committee and thereafter, to seek review under the grievance/arbitration procedure . Such determination shall not be set aside, however, unless it is shown to constitute an unreasonable, arbitrary or discriminatory action . E . Throughout the term of this Agreement, merit reviews shall be conducted annually on the employee’s anniversary date . Employees entitled to receive merit increases shall receive the entire increase on the date applicable, provided that such increase does not cause his/her salary to exceed the maximum for the job classification which he/she holds . F . An employee whose salary has already reached the maximum of his/her classification shall receive a merit lump sum payment as specified below . Score Performance Rating Effective 5/1/11 thru 4/30/12 Effective 5/1/12 thru 4/30/13 Effective 5/1/13 thru 4/30/14 Effective 5/1/14 thru 4/30/15 Effective 5/1/15 thru 9/30/15 0–45 Marginal 0.0% 0.0% 0.0% 0.0%...
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Performance Evaluations and Merit Increases. The basic goal of the performance evaluation process is to help each employee perform his/her job duties more effectively to the mutual benefit of the individual and the Authority. Objectives of this evaluation process include but are not limited to:
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Performance Evaluations and Merit Increases. A . ALPA shall continue to administer an evaluation system which shall measure employee job performance as set forth in Appendix C, except as modified herein. Employee performance shall be evaluated in a fair and reasonable manner utilizing the following categories: quality of work; job knowledge; quantity of work; dependability/reliability in performing work assignments; and attitude and cooperation. Each employee shall be requested to submit to his/her supervisor a self-evaluation of his/her performance for consideration in connection with any performance review . B . Consistent with the performance review given each employee on his/her respective salary review date, the employee shall receive a merit increase as specified below. Score Performance Rating Effective 5/1/14 thru 5/31/15 Effective 6/1/15 thru 4/30/19 0–45 Marginal 0.0% 0.0% 46–70 Satisfactory 0.0% 0.0% 71–80 Excellent 0.5% 1.5% 81–90 Outstanding 1.0% 1.5% C . In determining the appropriate increase, the Salary Review Committee shall afford to the employee an increase commensurate with the rating afforded to the employee subject only to upward or downward adjustment based upon objective and independently verifiable criteria or circumstances previously made known to the Union and all affected employees .
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Related to Performance Evaluations and Merit Increases

  • 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 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.

  • 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.

  • 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.