Performance Increases Clause Samples

Performance Increases. For FY 14 effective July 1, 2013, an amount of money equal to 1.45% of the total salary dollars payable as of February 15, 2013 to bargaining unit members supported by the General Fund and to those unit members in Extension, excluding those who are not return- ing to the University for the next academic year, will be distributed as performance-based awards to selected faculty members who are supported by the General Fund and to those unit members in Extension. The 1.45% will be allocated to each school or college proportionate to its share of the 2/15/13 bargaining unit salary line. The ▇▇▇▇ of each school or college, after consideration of the recommendations of the Department Chair, shall decide whether or not a unit member shall receive a performance-based award and if so how much. Performance-based increases will be made effective July 1, 2013 and only for those who were employed on February 1, 2013 and still employed in the bargaining unit on July 1, 2013. Performance-based awards shall be made according to the following procedure: In consultation with the department Chair, the ▇▇▇▇ of the school or college shall determine the performance- based distributions to individuals in each department. The methodology that will be used by the college/school for allocation of performance-based distributions in the following academic year will be determined and announced to the faculty prior to preparation of workload plans in the Spring. The Chair’s recommendation shall be forwarded to the ▇▇▇▇ by the Department Chair in a timely fashion. The performance-based awards shall be based on performance evaluated against the workload expectations and assignments of the individual for the preceding academic year but also taking into account the preceding two years, if employed in the bargaining unit. Performance- based awards are not grievable.

Performance Increases. For FY 15, there will be no performance increases.

Performance Increases. All salary step increases will become effective on the first day of the pay period in which the employee’s anniversary date occurs, unless there is a postponement. In the event of a postponement, the effective date of the step increase will be the first day of the pay period in which the increase is authorized. Step increases will be based on performance as set forth below: 1. Step Advancement Subject to satisfactory performance, an employee will receive step increases based on the following schedule: Step 1 to Step 2 Step 2 to Step 3 Step 3 to Step 4 Step 4 to Step 5 Step 5 to Step 6 Step 6 to Step 7 6-months equivalent paid hours 6-months equivalent paid hours 6-months equivalent paid hours 1-year equivalent paid hours 1-year equivalent paid hours 1-year equivalent paid hours 2. Performance System As set forth in A.1. above, an employee will advance to the next step of the salary schedule if they receive an overall Meets Job Requirements rating on the Employee Performance Appraisal form developed and administered by the Civil Service Department. The rating will be based on the most recently completed Employee Performance Appraisal form. Employee appraisals are not arbitrary or capricious. All parties desire consistency in the appraisal process throughout the City. Performance that may result in ratings below “meets job requirements” should be discussed with the employee as needed throughout the rating period and should also be shared with the employee in a timely manner. In the event the employee does not receive an overall Meets Job Requirements rating, the employee will not advance to the next successive step. No later than six-months after the original date the step increase was due, the employee will be re-evaluated. If the employee receives an overall Meets Job Requirements rating, they shall be advanced to the next successive step. They will receive their next step increase in accordance with the provisions of item A.1 above, i.e., either six-months or one year. In the event the employee does not receive an overall Meets Job Requirements rating, they will remain on their current step until such time they receive a new evaluation and a Meets Job Requirements rating. If an employee’s Performance Appraisal form is not completed within thirty

Performance Increases. Employees shall progress from level to level within the employee’s classification in Appendix “A” to the maximum level of the classification. Progression to a higher level shall occur automatically on April 1 of each year.

Performance Increases. (a) In determining the Performance Increase, if any, to which an employee is entitled, the Company shall use the following factors: Team Resolve SLA *** Meeting or exceeding Branch Resolve SLA Performance Target. The resolve targets are: Year 1 - 75%, Year 2 - 80%, Year 3 - 82%. The branch must meet or exceed the applicable yearly target to achieve the 10% weighting. 10% Revisit(s) Revisit - All Service call types are included. Serial number based, on second call generated on that serial number within three days (72 hours), upon closing of the first call. 30% Parts Management Defective Parts over 7 days (% of weeks over target). Surplus Parts (% of weeks over target). 30% Compliance Report/Process Work Order Compliance, including without limitation real-time updating of comments and appropriate work order call code closure Daily Key Audits Quarterly Key Audits Work Order when Completed 30% Quality No P1 work orders within 72 hours of the install completion. 40% Parts Management Daily management of install parts to ensure accurate record keeping of parts usage and status 30% Compliance Report/Process Work Order Compliance, including without limitation real-time updating of comments and appropriate work order call code closure WP Time vs. ▇▇▇ Install procedure compliance and preparedness (install guide, tools and safety equipment) 30% (b) On a monthly basis employees shall be provided with a spreadsheet setting out their performance in respect of the above factors. Employees shall be allowed time to discuss the results on the spreadsheet upon request.

Performance Increases. An employee who holds a position for which there is a minimum and a maximum rate of pay, shall be granted a salary increment each year until the employee reaches the maximum step in the range for that position. Such salary increments are subject to the employee receiving a satisfactory performance appraisal. The performance appraisal of the employee shall be reviewed annually. Salary increments granted to an employee each year shall be effective on the employee's anniversary date of their current appointment, until the maximum in the range of rates has been reached. When the Employer elects to withhold a salary increment, it shall advise the employee in writing prior to the due date of implementation and the employee shall have the right to the withholding of the salary increment. When an employee is on a leave of absence without pay, the employee is not entitled to any pay, allowances or benefits.

Performance Increases. The current Performance Increases provision (Section 10) will be replaced by the following: beginning with the school year 2007-08, Principals, Assistant Principals, school-based intermediate Supervisors and Education Administrators shall be eligible for performance increases. Eligibility for the performance increase shall be based on outstanding growth in student achievement measured according to value-added criteria, and such other objective criteria as the Chancellor may determine and communicate to supervisors. Performance criteria and the amount of the increases will be set by the Chancellor in his/her discretion after consultation with CSA, and shall include a requirement for dissemination of effective practices. Said criteria and the amount of the increase shall be communicated to Principals and other Supervisors by June 30th of the prior school year. Supervisors eligible for the performance increase will be notified no later than April 1st of the school year following the year for which the performance increase is being awarded. Principals who meet the criteria shall receive increases up to $25,000. The Assistant Principal and other supervisory staff who have been rated satisfactory in a school where the principal qualifies for the performance increase shall each receive an amount equal to one half the amount for the principal. Up to 25% of the top performing Principals shall receive the performance increase. The parties agree to a labor- management committee to develop a performance increase system for Education Administrators and other non-school based titles represented by CSA. [For side letter: CSA shall not grieve should the Chancellor decide to award the performance increase to more than 25% of the Principals.]

Performance Increases. In addition to the annual increases described in §7.2 hereof, the Superintendent shall be eligible each year beginning July 1, 2024, for a performance increase of up to three percent (3%) of Base Salary. Such increases under this §7.3 shall be based upon the Superintendent meeting her objective performance standards set forth in Exhibit “B” hereto that are mutually agreed upon for the 2023-2024 school year and that are agreed upon by August 30 each year of this Agreement thereafter. The School Board hereby retains the right to increase the annual salary of the Superintendent and/or award other merit-based bonuses, as determined in its sole discretion, during the Term of this Agreement but shall not reduce the Superintendent’s salary at any time without the prior written agreement of the Superintendent.

Performance Increases. In addition to clause C3.2 and C4.1, employees who have not reached their salary cap may be eligible to receive a performance increase on their ordinary rate of pay. The performance percentage increase will be based on the employee’s base rate of pay as at the start of the appraisal period (ie: 01 April) and will be added to each employee’s salary on 01 July. Notwithstanding this clause, no employee will be entitled to a performance increase during the 2020/2021 and 2021/2022 financial years.