COMPENSATION ANALYSIS Sample Clauses

COMPENSATION ANALYSIS. After the expiration of the second (2nd) Renewal Term of this Agreement, if any, a Compensation Analysis may be performed. At such time, based on the reported Total Gross Revenue, performance of the Concession, and/or Department’s existing rates for similarly- performing operations, Department may choose to increase the Concession Payment for the following Renewal Term(s), if any.
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COMPENSATION ANALYSIS. After expiration of the first (1st) Renewal Term of this Agreement, if any, a Compensation Analysis may be performed by Department. At such time, based on the reported Total Gross Revenue, performance of the License Operation, and/or Department’s existing rates for similarly-performing operations, Department may choose to increase the License Payment for the following Renewal Term(s), if any.
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COMPENSATION ANALYSIS. After the expiration of the fourth (4th) Renewal Term of this Agreement, if any, a Compensation Analysis may be performed. At such time, based on the reported Total Gross Revenue, performance of the Concession, and/or Department’s existing rates for similarly- performing operations, Department may choose to increase the Term Fee and/or Variable Fees for the following Renewal Term(s), if any.
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COMPENSATION ANALYSIS. After expiration of the Initial Term of this Agreement, a Compensation Analysis may be performed. At such time, based on the reported Total Gross Revenue, performance of the Vessel Operation, and/or Department’s existing rates for similarly-performing operations, Department may choose to increase the Annual Fee for the following years of the Renewal Term, if any.
Sample 1
COMPENSATION ANALYSIS. ‌ A market survey is developed specific to the City’s positions. We believe that collecting fresh market data establishes a more accurate look of the current market. We do not utilize third-party market surveys unless requested or discussed with the client in advance. A Compensation analysis determines the organization’s relative position in the comparable labor market. This analysis allows City leaders to understand the organization’s compensation as a whole and by position, allowing them to make sound compensation decisions. Compensation Analysis will consist of the following: ❖ The City and consulting team will identify Comparable Organizations as the labor market. The goal is to establish a comprehensive list of public/private organizations that are similar in scope and/or in job responsibilities with whom the organization is competing to attract and retain employees. The City will have input into the list and must approve the list of comparable areas prior to starting the external market survey. ❖ XxXxxxx consultants will prepare and conduct a tailored compensation and special pay survey specific to the City’s positions to collect external market data. The following is a sample section of a market survey that has been modified in format to fit the proposal. Job Title Dept. Description # of Emp. in Job Title Minimum Salary Midpoint Salary Max. Salary Avg Salary of Incumbe nts Your position title if different Questions or to leave a Comment Assistant City Manager Administration Second in com City Manager Administration Chief Adminis City Secretary/City Clerk Administration Maintains off Assistant City Secretary/Assistant City Clerk Administration Assists the Ci Receptionist Administration Entry level cu Executive Assistant to the City Manager Administration Confidential S City Attorney Administration Servces as Cit XXX/Communications Specialist Administration Chief commun ❖ The consultants will analyze salary data. The market survey collects minimum, midpoint, maximum, and incumbent salary information for each benchmark position; and other data points as needed. A statistical analysis is conducted on each dataset to ensure consistent and objective analysis. The outcome is then calculated into a ratio between the market and the City to measure the City’s alignment against the market. The following shows a slightly modified data format to fit the proposal. Position Title Minimum Midpoint Maximum Mkt Ave Min Comp Ratio Mkt Ave Mid Comp Ratio Mkt Ave Max Co...
Sample 1
COMPENSATION ANALYSIS. Upon 30 days notice from the Association to the City, beginning no earlier than 120 days prior to the expiration of this Agreement, the parties will meet and consult in order to attempt to reach agreement about the position of Police Captain and Police Lieutenant compensation within the labor market and within the organization for purposes of discussion during labor negotiations only in regards to a successor agreement and not for a change in compensation during the course of this agreement. This shall include examining: Compaction Data: Internal compensation relationships between the City’s management and non-management classifications. Labor Market Data: The relative position of City of Santa Barbara’s police management compensation within the applicable public sector labor market, and The compensation differentials between comparable management and non-management classifications within the same labor market.
Sample 1
COMPENSATION ANALYSIS 
Sample 1
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Related to COMPENSATION ANALYSIS

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  • Data Analysis In the meeting, the analysis that has led the College President to conclude that a reduction- in-force in the FSA at that College may be necessary will be shared. The analysis will include but is not limited to the following: ● Relationship of the FSA to the mission, vision, values, and strategic plan of the College and district ● External requirement for the services provided by the FSA such as accreditation or intergovernmental agreements ● Annual instructional load (as applicable) ● Percentage of annual instructional load taught by Residential Faculty (as applicable) ● Fall 45th-day FTSE inclusive of dual enrollment ● Number of Residential Faculty teaching/working in the FSA ● Number of Residential Faculty whose primary FSA is the FSA being analyzed ● Revenue trends over five years for the FSA including but not limited to tuition and fees ● Expenditure trends over five years for the FSA including but not limited to personnel and capital ● Account balances for any fees accounts within the FSA ● Cost/benefit analysis of reducing all non-Residential Faculty plus one Residential Faculty within the FSA ● An explanation of the problem that reducing the number of faculty in the FSA would solve ● The list of potential Residential Faculty that are at risk of layoff as determined by the Vice Chancellor of Human Resources ● Other relevant information, as requested

  • Compensation to Engineer A. City agrees to pay to Engineer for all services outlined in Section III and detailed in Attachment A, a base design fee in an amount not to exceed $55,316.00. The following services are not included in this base fee:

  • Compensation Complaints All complaints involving or concerning the payment of compensation shall be initially filed in writing with the Human Resources Director. Only complaints which allege that employees are not being compensated in accordance with the provisions of this MOU shall be considered as grievances. Any other matters of compensation are to be resolved in the meeting and conferring process, if not detailed in the MOU which results from such meeting and conferring process shall be deemed withdrawn until the meeting and conferring process is next opened for such discussion. No adjustment shall be retroactive for more than two (2) years from the date upon which the complaint was filed.

  • Compensation Table Attachment C of each Approved Service Order is a compensation table setting forth the manner in which the City will pay the Maximum Service Order Compensation (“Compensation Table”). Each Compensation Table is subject to the terms and conditions set forth below in Subsections 10.4 through 10.7.

  • Developer Compensation for Emergency Services If, during an Emergency State, the Developer provides services at the request or direction of the NYISO or Connecting Transmission Owner, the Developer will be compensated for such services in accordance with the NYISO Services Tariff.

  • Statistical Analysis 31 F-tests and t-tests will be used to analyze OV and Quality Acceptance data. The F-test is a 32 comparison of variances to determine if the OV and Quality Acceptance population variances 33 are equal. The t-test is a comparison of means to determine if the OV and Quality Acceptance 34 population means are equal. In addition to these two types of analyses, independent verification 35 and observation verification will also be used to validate the Quality Acceptance test results.

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