Common use of Exceptional Achievement Incentive Program Clause in Contracts

Exceptional Achievement Incentive Program. The purpose of this program is to provide ASF Members with an incentive to attain high achievement in a number of areas. It will provide recognition to the career ASF Member who consistently demonstrates exceptional achievement as defined in Subds. 2 and 3 of this Section. The Exceptional Achievement Incentive Program shall be based on the principles of demonstrated consistent high performance and achievement. For each year of the agreement, no more than ten percent (10%) of the eligible ASF Members at each university may have plans approved under this program. Subd. 1. To be eligible for this program an ASF Member must have been employed for a minimum of five (5) consecutive years with a Minnesota State University. Of these five years, the two (2) most recent years must be in the ASF Member's current externally funded, probationary or permanent position. The remaining three (3) years must be either: a) in any position (excluding undergraduate and graduate student employment) within the university in which the individual is currently employed, or b) in any ASF position at any Minnesota State University. Subd. 2. An eligible ASF Member is expected to demonstrate exceptional achievement under Subd. 3(a) of this Section, as well as in a minimum of two (2) additional areas identified in Subd. 3. The ASF Member and his/her supervisor will develop a mutually agreed upon plan. This plan may be initiated by either the ASF Member or the Employer. Once the plan has been mutually agreed to by the ASF Member and his/her supervisor it shall be submitted to the appropriate Vice President. If the Vice President recommends approval of the plan, he/she shall convene a meeting of all the Vice Presidents on his/her campus within a reasonable period of time. If the Vice Presidents recommend approval of the plan it shall be submitted to the President whose decision shall be final. If the ASF Member's Vice President, the group of campus Vice Presidents or the President rejects a plan he/she/they shall provide a written statement of the reasons for the rejection to the ASF Member within two (2) weeks of their decision. The decision to approve or not approve a plan shall not be grievable. Subd. 3. Criteria. The criteria to be used shall be: (a) Demonstrated ability to effectively perform job responsibilities. High achievement in performing one's current responsibilities is a necessary condition of an exceptional achievement incentive plan. A pattern of consistent high achievement on performance evaluations may be considered appropriate documentation. (b) Scholarly activity, creative achievement or research. Evidence of an ASF Member’s continuing contribution to his/her profession is necessary for the completion of this criteria. The fundamental principle is high achievement as demonstrated by professional recognition by peers at a state, regional or national level. This involves appropriate dissemination of new knowledge, scholarly and artistic work as well as applied research. (c) Evidence of continuing preparation, study. ASF Members can demonstrate continuing professional growth in a number of ways such as: completion of a degree or certificate program; evidence of active participation as a presenter in state, regional or national professional meetings; post graduate seminars; participation in workshops and training sessions; and additional graduate coursework. Such continuing preparation and study should be relevant to the individual's position responsibilities or continued professional growth. (d) Contribution to student growth and development. ASF Members can demonstrate high achievement in this area through evidence of advising excellence, unusual success in recruitment, retention or placement of students; counseling excellence; residential life programming excellence; facilitation of student groups and student leadership, student research projects or internships; comments from alumni; or involvement in department, center or extra-departmental student activities. (e) Service to the university or community. Service to the university can be demonstrated through service on departmental, division, or university committees; service on search committees, service for professional organizations, or with specific projects on the university's behalf; unusual success in fundraising, conducting workshops, developing and maintaining effective working relationships with teaching faculty; teaching courses not part of position responsibilities; and assisting with cultural diversity. Normally service to the external community is understood to be service consistent with, or growing out of, one's professional expertise yet beyond the expectations of one's position responsibilities. This can include administrative leadership. Effective communication to the public through various media is an important form of community service.

Exceptional Achievement Incentive Program. The purpose of this program is to provide ASF Members with an incentive to attain high achievement in a number of areas. It will provide recognition to the career ASF Member who consistently demonstrates exceptional achievement as defined in Subds. 2 and 3 of this Section. The Exceptional Achievement Incentive Program shall be based on the principles of demonstrated consistent high performance and achievement. For each Each year of the agreement, agreement no more than ten percent (10%) of the eligible ASF Members at each university may have plans approved under this program. Subd. 1. To be eligible for this program an ASF Member must have been employed for a minimum of five (5) consecutive years with in a Minnesota State University. Of these five years, the two (2) most recent years must be in the ASF Member's ’s current externally funded, probationary or permanent position. The remaining three (3) years must be either: a) in any position (excluding undergraduate and graduate student employment) within the university in which the individual is currently employed, or b) in any ASF position at any Minnesota State University. Subd. 2. An eligible ASF Member is expected to demonstrate exceptional achievement under Subd. 3(a) of this Section, as well as in a minimum of two (2) additional areas identified in Subd. 3. The ASF Member and his/her supervisor will develop a mutually agreed upon plan. This plan may be initiated by either the ASF Member or the Employer. Once the plan has been mutually agreed to by the ASF Member and his/her supervisor it shall be submitted to the appropriate Vice President. If the Vice President recommends approval of the plan, he/she shall convene a meeting of all the Vice Presidents on his/her campus within a reasonable period of time. If the Vice Presidents recommend approval of the plan it shall be submitted to the President whose decision shall be final. If the ASF Member's Vice President, the group of campus Vice Presidents or the President rejects a plan he/she/they shall provide a written statement of the reasons for the rejection to the ASF Member within two (2) weeks of their decision. The decision to approve or not approve a plan shall not be grievable. Subd. 3. Criteria. The criteria to be used shall be: (a) Demonstrated ability to effectively perform job responsibilities. High achievement in performing one's current responsibilities is a necessary condition of an exceptional achievement incentive plan. A pattern of consistent high achievement on performance evaluations may be considered appropriate documentation. (b) Scholarly activity, creative achievement or research. Evidence of an ASF Member’s Members continuing contribution to his/her profession is necessary for the completion of this criteria. The fundamental principle is high achievement as demonstrated by professional recognition by peers at a state, regional or national level. This involves appropriate dissemination of new knowledge, scholarly and artistic work as well as applied research. (c) Evidence of continuing preparation, study. ASF Members can demonstrate continuing professional growth in a number of ways such as: completion of a degree or certificate program; evidence of active participation as a presenter in state, regional or national professional meetings; post graduate seminars; participation in workshops and training sessions; and additional graduate coursework. Such continuing preparation and study should be relevant to the individual's position responsibilities or continued professional growth. (d) Contribution to student growth and development. ASF Members can demonstrate high achievement in this area through evidence of advising excellence, unusual success in recruitment, retention or placement of students; counseling excellence; residential life programming excellence; facilitation of student groups and student leadership, student research projects or internships; comments from alumni; or involvement in department, center or extra-departmental student activities. (e) Service to the university or community. Service to the university can be demonstrated through service on departmental, division, or university committees; service on search committees, service for professional organizations, or with specific projects on the university's behalf; unusual success in fundraising, conducting workshops, developing and maintaining effective working relationships with teaching faculty; teaching courses not part of position responsibilities; and assisting with cultural diversity. Normally service to the external community is understood to be service consistent with, or growing out of, one's professional expertise yet beyond the expectations of one's position responsibilities. This can include administrative leadership. Effective communication to the public through various media is an important form of community service.

Exceptional Achievement Incentive Program. The purpose of this program is to provide ASF Members with an incentive to attain high achievement in a number of areas. It will provide recognition to the career ASF Member who consistently demonstrates exceptional achievement as defined in Subds. 2 and 3 of this Section. The Exceptional Achievement Incentive Program shall be based on the principles of demonstrated consistent high performance and achievement. For each Each year of the agreement, agreement no more than ten percent (10%) of the eligible ASF Members at each university may have plans approved under this program. Subd. 1. To be eligible for this program an ASF Member must have been employed for a minimum of five (5) consecutive years with in a Minnesota State University. Of these five years, the two (2) most recent years must be in the ASF Member's current externally funded, probationary or permanent position. The remaining three (3) years must be either: a) in any position (excluding undergraduate and graduate student employment) within the university in which the individual is currently employed, or b) in any ASF position at any Minnesota State University. Subd. 2. An eligible ASF Member is expected to demonstrate exceptional achievement under Subd. 3(a) of this Section, as well as in a minimum of two (2) additional areas identified in Subd. 3. The ASF Member and his/her supervisor will develop a mutually agreed upon plan. This plan may be initiated by either the ASF Member or the Employer. Once the plan has been mutually agreed to by the ASF Member and his/her supervisor it shall be submitted to the appropriate Vice President. If the Vice President recommends approval of the plan, he/she shall convene a meeting of all the Vice Presidents on his/her campus within a reasonable period of time. If the Vice Presidents recommend approval of the plan it shall be submitted to the President whose decision shall be final. If the ASF Member's Vice President, the group of campus Vice Presidents or the President rejects a plan he/she/they shall provide a written statement of the reasons for the rejection to the ASF Member within two (2) weeks of their decision. The decision to approve or not approve a plan shall not be grievable. Subd. 3. Criteria. The criteria to be used shall be: (a) Demonstrated ability to effectively perform job responsibilities. High achievement in performing one's current responsibilities is a necessary condition of an exceptional achievement incentive plan. A pattern of consistent high achievement on performance evaluations may be considered appropriate documentation. (b) Scholarly activity, creative achievement or research. Evidence of an ASF Member’s Members continuing contribution to his/her profession is necessary for the completion of this criteria. The fundamental principle is high achievement as demonstrated by professional recognition by peers at a state, regional or national level. This involves appropriate dissemination of new knowledge, scholarly and artistic work as well as applied research. (c) Evidence of continuing preparation, study. ASF Members can demonstrate continuing professional growth in a number of ways such as: completion of a degree or certificate program; evidence of active participation as a presenter in state, regional or national professional meetings; post graduate seminars; participation in workshops and training sessions; and additional graduate coursework. Such continuing preparation and study should be relevant to the individual's position responsibilities or continued professional growth. (d) Contribution to student growth and development. ASF Members can demonstrate high achievement in this area through evidence of advising excellence, unusual success in recruitment, retention or placement of students; counseling excellence; residential life programming excellence; facilitation of student groups and student leadership, student research projects or internships; comments from alumni; or involvement in department, center or extra-departmental student activities. (e) Service to the university or community. Service to the university can be demonstrated through service on departmental, division, or university committees; service on search committees, service for professional organizations, or with specific projects on the university's behalf; unusual success in fundraising, conducting workshops, developing and maintaining effective working relationships with teaching faculty; teaching courses not part of position responsibilities; and assisting with cultural diversity. Normally service to the external community is understood to be service consistent with, or growing out of, one's professional expertise yet beyond the expectations of one's position responsibilities. This can include administrative leadership. Effective communication to the public through various media is an important form of community service.