Incentive Pay Program. This program enables teachers who make exceptional contributions to student performance, professional growth applied to teaching, curriculum development or professional development to earn $1,089 in addition to their regularly scheduled salary. The plan's key features include:
A. Teachers who apply for incentive payments shall be on tenure and shall have received an overall acceptable evaluation in the most recent year evaluated.
B. Applicants for incentive pay are to present evidence of one or more of the following accomplishments:
1. Significant pupil performance growth in one or more instructional areas for students taught.
2. Substantial growth in personal professional competence during the year, including evidence of applying such growth to the instructional program.
3. Substantial contributions to the improvement of the curriculum of the schools or the professional competence of Southington teachers.
C. A letter of interest in applying for incentive pay shall be submitted to the Superintendent by October 1. (See the attached Incentive Pay Proposal Form, which must be submitted with teacher's letter of interest, and which will produce the responses outlined in D. below). This letter of interest does not commit a teacher to submitting a final application the following May.
D. An Incentive Pay Review Committee shall consist of two teachers each from the high school, middle schools, and elementary schools (selected by the SEA President), and six administrators designated by the Superintendent. This committee will review all proposals, comment on each, and state whether each proposal meets the incentive pay program requirements. Proposals that the Committee feels do not meet Incentive Pay requirements may be revised and resubmitted by November 15.
E. The Incentive Pay Review Committee shall be available to teachers during the year for consultation and advice. Any teacher wishing such consultation purposes will then be set up.
F. Teachers shall gather evidence of successful accomplishment of their proposal and prepare a Final Incentive Pay Report.
G. Final Incentive Pay Reports shall be received by the Superintendent no later than May 1 each year. These reports shall be reviewed by the Incentive Pay Review Committee. Incentive pay shall be awarded in June to those recommended by the committee.
H. An Incentive Pay Application Rating Sheet shall be completed by the committee for each application received. This Rating Sheet shall be returned to the teacher.
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Incentive Pay Program. The purpose of an Incentive Pay Program is to develop a system that rewards employees for obtaining certified skills above and beyond minimal requirements of the job. These enhanced skills make the employee more productive which benefits the City workforce and the safety of its citizens. State licenses and certifications: Employees shall maintain professional licenses in the course of their respective trade and shall be responsible for maintaining current valid licensure. In addition to the wage rates listed herein, employees have the opportunity to participate in an Incentive Pay Program as outlined below. The City of Missoula will not exclude any MEA-MFT union member, regardless of job classification, from applying and testing for any approved certification, except as outlined in the Incentive Pay Program. The City agrees to make one set of training materials for each certification available for study purposes, provided such materials are purchasable.
1) Current Senior Level Inspectors can only submit licenses or certifications that are listed below. Current Senior Level Inspectors can only submit their ICC commercial building, commercial electrical, commercial mechanical and commercial plumbing certifications, ADA Building Compliance Inspector, Residential Energy Conservation Code Compliance Inspector, Commercial Energy Conservation Code Compliance Inspector, American Concrete Institute Certification for Flatwork Technician, NITC Medical Gas certification/license, Plumbing Plans Examiner, Electrical Plans Examiner, Residential Building Plans Examiner, Commercial Building Plans Examiner, Mechanical Plans Examiner, trade specific.
1) Each Inspector can only receive certification pay for certifications outside of their inspection area. Combo/Dwelling Inspectors will not receive certification pay for their ICC Residential certification; the Electrical Inspector will not receive certification pay for their ICC Residential Electrical certification; Mechanical Inspector will not receive certification for ICC for Residential Mechanical certification; the Plumbing Inspector will not receive certification pay for their ICC Residential Plumbing certification.
2) Each Building Inspector will receive twenty-five cents ($.25) per hour increase for each authorized certification presented to the City of Missoula Building Official. Certifications may be submitted anytime during the fiscal year so that each member may potentially increase his/her pay up to one dollar ($1...
Incentive Pay Program. Employees in a hard‐to‐fill positions as defined by the state Department of Education, and who are eligible to participate in the Incentive Pay Program under the provisions of AB 1, and who are not participating in the 1/5th retirement credit program, may take part in the DCSD Incentive Pay Program under the provisions of AB 1, and who are not participating in the 1/5th retirement credit program, may take part in the DCSD Incentive Pay Program. Contingent upon IFC approval and sufficient funding from the Department of Education to meet the actual costs of the program, employees that qualify for incentive pay under AB 1 will be paid an amount not less than the pro‐rata distribution from the state incentive grant fund. In order to be eligible for this grant fund, employees must have had a satisfactory performance evaluation for the previous school year, or if new to the District, the principal affirms that the employee is currently performing satisfactorily by February 15, for each year the program is funded by the State.
Incentive Pay Program. Employees in a hard-to-fill positions as defined by the state Department of Education, and who are eligible to participate in the Incentive Pay Program under the provisions of AB 1, and who are not participating in the 1/5th retirement credit program, may take part in the DCSD Incentive Pay Program under the provisions of AB 1, and who are not participating in the 1/5th retirement credit program, may take part in the DCSD Incentive Pay Program. Contingent upon IFC approval and sufficient funding from the Department of Education to meet the actual costs of the program, employees that qualify for incentive pay under AB 1 will be paid an amount not less than the pro- rata distribution from the state incentive grant fund. In order to be eligible for this grant fund, employees must have had a satisfactory performance evaluation for the previous school year, or if new to the District, the principal affirms that the employee is currently performing satisfactorily by February 15, for each year the program is funded by the State. DCPEA shall form its own committee to review and revise the Stipend Schedule. The revision must have the same total cost as the current schedule. Any revisions are subject to Board approval. DCPEA is welcome to invite current site administrators to assist with the process if the site administrators agree to take part. Any changes will go to ratification with the Board with the tentatively agreed to agreement after this one.
Incentive Pay Program. 1. An incentive pay pool equal to 2-3% of the total base pay of all MSTEA and Confidential Unit members shall be established by the Board for each contract year.
2. Incentive pay shall be based upon meeting the Board’s adopted annual performance goals and award percentages.
1) The annual performance goals shall be established by MST in consultation with MSTEA and are subject to adoption by the Board. Performance goals must be quantifiable and easily measurable.
2) The amount distributed depends on achievement of the Board’s goal s and percentages: • If all goals are met, 100% of the incentive pool is distributed; • If no goals are met, no funds are distributed; • If some goals are met, then the pool monies are based on the award percentages for those goals. • Funds not distributed shall be re-allocated into MST’s Operating Funds.
3. The incentive payment shall be a one-time payment to the employee and shall not increase the employee’s base pay.
4. To be eligible, an employee must be receiving pay from MST for work performed and be on the payroll as of the payout date.
5. A formal employee performance evaluation will be completed annually for those individuals who did not meet the expectations of their position. All employees deemed to have met performance expectations will be eligible to participate in the incentive pay program. Those employees shall meet with their supervisor or manager to discuss their performance and set goals for the upcoming performance evaluation period.
6. The CEO has the discretion to designate, approve and recommend individual incentive award payouts. The incentive pay shall be paid to each eligible employee in the first full pay period in October.
7. The incentive pay pool will use the total base pay of all MSTEA and Confidential Unit members as of June 30 of that year.
Incentive Pay Program. A. Employees Covered
1. All employees hired prior to January 1, 2014 shall be entitled to receive an additional 3% of' salary per month if they have obtained an Intermediate Certificate issued by the California Commission on Peace Officer Standards and Training (POST), and shall be entitled to receive an additional 5% of salary per month if they have obtained a POST Advanced Certificate. These amounts shall not be compounded and a bargaining unit member may receive Educational Incentive Pay for only the highest certificate awarded.
2. Effective January 1, 2000, employees shall be eligible for payments under this subsection upon completion of the probationary period.
B. Incentive Program
1. Effective January 1, 2000, the First Award for all Classifications shall be three percent (3%) per month, and the Second Award shall be five percent (5%) per month.
2. The Educational Incentive Benefit shall be included in the computation of overtime.
3. Upon meeting the requirements, educational incentive pay shall be retroactive to the first pay period following application by the employee.
Incentive Pay Program. Advancement to each of the incentive salary steps shall be on a point system as follows: 7th 18% B.A. or B.S. It should be noted that unless a person has a college degree, the 6th step, or 16%, is the limitation of his or her advancement under this program. Points shall be awarded on the following basis:
Incentive Pay Program. 31.1 The City has established a program to motivate members of the specified departments to seek higher education and certificates in their field. As a result of this implementation, employees will create an individual plan with their supervisor and work towards higher pay as they work through their plan as follows. Licensing Incentive Program for Water/Sewer Department Water Sewer Min. — D Min. — D $0.20—C $0.20—C $0.40—B $0.40—B $0.60—A $0.60—A
31.2 Existing Water & Sewer employees who obtain the license above would be entitled incentive pay as associated with each license. If a license is lost or forfeited, the employee would lose incentive pay associated with the license. If a future employee were to lose or forfeit their water & sewer license that individual may be subject to demotion or reclassification. A.1 related to department = $ .20 A.2 related to Public Works = $ .20 B.1 related to department = $ .40 B.2 related to Public Works = $ .40 C.1 related to department = $ .60 C.2 related to Public Works = $ .60
31.3 Public Works employees must obtain the designated number of certifications per category as noted and keep all certifications current to be eligible for incentives. In order to receive incentive pay employees will need to have related certificates in their primary department as well as other certifications in different areas of Public Works. Employees will need 3 general certifications per box in order to move up, unless the certifications have a different value put on them. Mechanics, will need 5 ASE certifications to move up from level to level. • State certified tree inspector = C • Toro certifications • Extra turf certifications • Playground inspector certification • Pesticide applicators license = C • Low voltage labors certification • Fertilizer certification • Aquatic pesticide applicators license = B • Power limited electric certification = A • Minn Dot Blacktop certification • Minn Dot concrete certification • MPCA level one certification • Bucket truck certification • Digger Xxxxx truck certification • Storm water compliance certification = C • Certified Storm water manager = B • Ability to DOT trucks and trailers = B • ASE certifications • Toro certifications • Certified Public fleet professional = B
Incentive Pay Program. The parties signatory hereto recognize that the wall and ceiling industry is very competitive and that quality production is the competitive edge that Contractors subject to this Agreement enjoy over non- union contractors. Consistent with the provisions of Article V, Section B, which allows Contractors to implement production enhancing procedures, the parties signatory hereby adopt an Incentive Pay Program to further their common goal of increasing quality production and thereby enhancing the continued work opportunities for both parties. By design, this Incentive Pay Program rewards employees covered by this Agreement for their success in achieving production levels that exceed pre-established targets as to a designated scope of work (hereinafter “incentive pay project”). The amount of incentive pay paid to employees for an incentive pay project will be determined by comparing the targeted hours for the incentive pay project to the actual hours worked on the incentive pay project. A calculation will then be made by deducting the actual labor hours worked from the targeted hours for the incentive pay project and if the actual hours worked are less than the targeted hours for the incentive pay project then incentive pay will be paid by the Contractor for the incentive pay project. Incentive pay is not, and in no way shall be construed as allowing for piece work, a substitute for the payment of wages and fringe benefit contributions for all hours worked by employees covered by this Agreement, or a way to circumvent the work jurisdiction covered by this Agreement. Employers may provide incentive pay to their employees covered this Agreement pursuant to the following provisions:
1. A Contractor offering incentive pay for a particular project shall notify the Union in writing, within 2 weeks of the start of an incentive pay project. The notification will describe the project to be covered by the Incentive Pay Program and will include project name, project number and complete address of the project. The notification will identify the scope of work on the project that is subject to incentive pay and will provide, in numerical form, the targeted labor hours for the scope of work subject to incentive pay.
2. The Contractor shall maintain labor records for the scope of work identified in its notification to the Union that are sufficient to show actual labor hours worked to accomplish the identified scope of work.
3. Incentive pay shall be calculated by deducting th...
Incentive Pay Program. Employees who successfully complete the following coursework and certification items will receive the bonuses on the table below. In courses that are assigned grades, a grade of "C" or better, or credit in a credit/no credit class, is to be attained on adult education or undergraduate work and "B" or better on graduate work. For the purposes of calculation of incentive items based on percentages of salary, the base salary figure of the most recently completed fiscal year will be used. All incentive pay items will be paid in December of the year of completion. Prior to enrollment in any program that may make an employee eligible for the incentive pay program, the employee shall notify the Town Manager of the coursework and anticipated completion date. Upon successful completion of incentive pay program coursework, the employee must provide appropriate documentation to the Town Manager. Associates Degree $1500 One time only Bachelors Degree $3000 One time only EMT-I 2% of salary Annually EMT-P 6% of salary Annually Fire Officer Program $500 One time only Hazardous Materials Technician $500 One time only Fire Inspector/Fire Investigator $500 One time only Firefighter III – Specialization (up to 3) $500 One time only per specialization Road Scholar II $250 One time only Road Scholar IV $250 One time only
