Administration of Merit Increases Sample Clauses

Administration of Merit Increases. Merit progresses employees' salaries within the salary range based on performance. All employees who have completed their probationary period are eligible for a merit increase. The salaries of all employees will be administered on a performance basis in addition to any increases provided under clause 30.01. Merit increases will be allotted according to the Performance Pay Grid in Article 30.03 (g) and the associated Note. Salaries will be reviewed effective July 01, 2003, July 01, 2004 and July 01, 2005 and employees will be advised in writing of their resulting salary.
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Administration of Merit Increases. (a) In each year, an employee’s merit pay is based on their performance review. (i) The Company will distribute merit as per the performance pay grid below, which is based on reviews which have been conducted under the pre-existing merit administration system: (b) Merit pay increase will be based on the Multiplier Table below. CSE 1 - 0.40 1.00 1.25 1.50 CSE 2 - 0.30 1.00 1.25 1.50 CSE 3 - 0.20 1.00 1.25 1.50 CSE 4<CP - 0.20 1.00 1.25 1.50 CSE 4≥CP - 0.00 0.50 1.00 1.50 CSE 5<CP - 0.20 1.00 1.25 1.50 CSE 5≥CP - 0.00 0.50 1.00 1.50 CSE 6<CP - 0.20 1.00 1.25 1.50 CSE 6≥CP - 0.00 0.50 1.00 1.50 Merit pay will be calculated annually based on the Step Multiplier Table above, rounded to the nearest $100, for those eligible for merit. At its discretion, the Employer may reward employees whose performance significantly exceeds expectations with increases over and above those established under the merit provisions. The assumed distribution of merit for years 2011 to 2013 is based on the following distribution guideline: Unsatisfactory 2% Meets Most Requirements 6% Fully Meets Requirements 67% Exceeds Requirements 20% Outstanding 5% The above guideline is an estimate only and does not presuppose a predetermined performance distribution. The percentage of bargaining unit members in the “Unsatisfactory” and “Meets Most Requirements” categories are maximum percentages for each specific year for the duration of this Agreement.
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Administration of Merit Increases. (a) In each year, an employee’s merit pay is based on their performance review. (i) The Company will distribute merit as per the performance pay grid below, which is based on reviews which have been conducted under the merit administration system: CSE 1 3 4000 4000 4100 CSE 2 5 4000 4100 4200 CSE 3 5 3200 3200 3300 CSE 4 12* 2200* 2200* 2300* CSE 5 2200* 2200* 2300* CSE 6 2200* 2200* 2300* * merit increases for CSE5 & CSE6 for 2018, 2019 and 2020 shall be no less than the corresponding merit increase for CSE4. (ii) The Step Value is calculated using the salary ranges in effect on June 30 each year for each CSE level. The formula for calculating the Step Value is as follows: CSE Level Range maximum −CSE Level Range minimum Number of Steps , (Rounded to the nearest (b) Merit pay increase will be based on the Multiplier Table below. Level U MMR FMR ER O CSE 1 - 0.40 1.00 1.25 1.50 CSE 2 - 0.30 1.00 1.25 1.50 CSE 3 - 0.20 1.00 1.25 1.50 CSE 4 - 0.20 1.00 1.25 1.50 CSE 5 - 0.20 1.00 1.25 1.50 CSE 6 - 0.20 1.00 1.25 1.50 Merit pay will be calculated annually based on the Step Multiplier Table above, rounded to the nearest $100, for those eligible for merit. At its discretion, the Employer may reward employees whose performance significantly exceeds expectations with increases over and above those established under the merit provisions. The assumed distribution of merit for years 2016 to 2017 is based on the following distribution guideline: Unsatisfactory 2% Meets Most Requirements 6% Fully Meets Requirements 67% Exceeds Requirements 20% Outstanding 5% The above guideline is an estimate only and does not presuppose a predetermined performance distribution. The percentage of bargaining unit members in the “Unsatisfactory” and “Meets Most Requirements” categories are maximum percentages for each specific year for the duration of this Agreement. (c) Where the merit payment would move the employee’s salary beyond the range maximum and promotion is not warranted, the employee’s salary will be increased to the maximum and the balance will be paid as performance bonus in the form of a pensionable lump sum. (d) Salaries will be administered within each grade on a merit basis with the Maximum in each CSE grade representing the salary to be paid for fully accomplished performance (standard or normal for the grade) over time. All employees who have completed their probationary period are eligible for a merit increase. (e) Merit increases for employees will be determined by...
Sample 1
Administration of Merit Increases. In each year, an employee’s merit pay is based on their performance review. Merit pay will be awarded to all employees who achieve a “Mostly Meets Expectations” performance rating or above in their performance review. Merit pay increase will be based on the Multiplier Table below. Merit pay will be calculated annually based on the Merit Multiplier Table above, rounded to the nearest the merit budget specified below, actual demographics of the bargaining unit members who are eligible for merit and the actuaI performa dist bution Effective July the Company will distribute as merit an amount not less than of the aggregate base salaries of members as of June Effective July the Company will distribute as merit an amount not less than of the aggregate base salaries of members as of February Effective July the Company will distribute as merit an amount not less than of the aggregate base salaries of members as of February Effective July the Company will distribute as merit an amount not less than of the aggregate base salaries of members as of February July of Effective not less than as of February the Company will distribute as merit an amount the aggregate base salaries of members Merit pay may be withheld for employees whose performance is “Unsatisfactory” to a maximum of of the bargaining unit members in any review year. The bargaining unit members whose performance is “Meets Most Requirements” shall not exceed (in total) in any year. At its discretion, the Employer may reward employees whose performance significantly exceeds expectations with increases over and above those established under the merit provisions. The assumed distribution of merit for years to is based on the following distribution guideline: The above guideline is an estimation only and does not presuppose a predetermined performance distribution. The percentage of bargaining unit members in the “Unsatisfactory” and “Meets Most Requirements” categories are maximum percentages for each specific year for the duration of this Agreement. Salaries will be administered within each grade on a merit basis with the Control Point in each SE grade representing the salary to be paid for fully accomplished performance (standard or normal for the grade) over time. All employees who have completed their probationary period are eligible for a merit increase. Merit increases for employees will be determined by their position on the merit grid. An employee’s position on the grid will be determined by the follo...
Sample 1
Administration of Merit Increases. Merit progresses employees' salaries within the salary range based on performance. All employeeswho have completed their probationaryperiod are eligible for a merit increase. The salariesof all employees will be administered on a performancebasis in addition to any increasesprovided under clause Merit increaseswill be accordingto the Performance Pay Grids in Article unless restricted by the top of the range. Salaries will be reviewed effective July July and July and employees will be advised in writing resulting salary; New employees who are on probation will be eligible for any merit review that in the six months prior to completingtheir probationaryperiod, to effectiveat the beginning ofthe first pay period following completionof their probationary period;
Sample 1
Administration of Merit Increases. ‌ (a) In each year, an employee’s merit pay is based on their performance review. (b) Merit pay will be awarded to all employees who achieve a "Mostly Meets Expectations” performance rating or above in their performance review. Merit pay increase will be based on the Step Value table. 2017 July 1 2018 July 1 2019 July 1 2020 July 1 2021 July 1 Level # Steps Value Value Value Value Value SE 1 3 3900 4000 4000 4100 4100 SE 2 5 3900 4000 4100 4100 4200
Sample 1
Administration of Merit Increases. (a) In each year, an employee’s merit pay is based on their performance review. (i) Effective the date of ratification, the Company will distribute merit as per the performance pay grid below, which is based on reviews which have been conducted under the pre-existing merit administration system: (b) For the balance of the Agreement, merit pay will be awarded to all employees who achieve a "Mostly Meets Expectations” performance rating or above in their performance review. Merit pay increase will be based on the Multiplier Table below. CSE 1 - 0.65 1.05 1.25 1.50 CSE 2 - 0.65 1.05 1.25 1.50 CSE 3 - 0.50 0.90 1.05 1.20 CSE 4<=CP - 0.30 0.60 0.80 1.00 CSE 4>CP - 0.20 0.45 0.60 0.80 CSE 5<=CP - 0.20 0.45 0.60 0.85 CSE 5>CP - 0.20 0.40 0.55 0.75 CSE 6<=CP - 0.15 0.35 0.50 0.65 CSE 6>CP - 0.15 0.35 0.50 0.65 Merit pay will be calculated annually based on the Merit Multiplier Table above, rounded to the nearest $100, the merit budget specified below, actual demographics of the bargaining unit members who are eligible for merit and the actual performance distribution. (i) Effective 2007 July 01, the Company will distribute as merit an amount not less than 2% of the aggregate base salaries of CRPEG members as of 2007 February 28. (ii) Effective 2008 July 01, the Company will distribute as merit an amount not less than 2% of the aggregate base salaries of CRPEG members as of 2008 February 28. (iii) Effective 2009 July 01, the Company will distribute as merit an amount not less than 2.25% of the aggregate base salaries of CRPEG members as of 2009 February 28. (iv) Effective 2010 July 01, the Company will distribute as merit an amount not less than 2.25% of the aggregate base salaries of CRPEG members as of 2010 February 28. (c) Merit pay may be withheld for employees whose performance is “Unsatisfactory” to a maximum of 2% of the bargaining unit members in any review year. The bargaining unit members whose performance is “Meets Most Requirements” shall not exceed 3% (in total) in any year. At its discretion, the Employer may reward employees whose performance significantly exceeds expectations with increases over and above those established under the merit provisions. The assumed distribution of merit for years 2007 to 2010 is based on the following distribution guideline: The above guideline is an estimation only and does not presuppose a predetermined performance distribution. The percentage of bargaining unit members in the “Unsatisfactory” and “Meets Most Require...
Sample 1
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Related to Administration of Merit Increases

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