Management Performance Evaluation and Compensation Sample Clauses
The Management Performance Evaluation and Compensation clause establishes the framework for assessing the performance of company management and determining their remuneration. Typically, this clause outlines the criteria, metrics, and processes used to evaluate management effectiveness, such as meeting financial targets or achieving strategic objectives, and links these evaluations to salary adjustments, bonuses, or other incentives. Its core practical function is to align management interests with company goals, incentivize strong performance, and provide transparency and fairness in compensation decisions.
Management Performance Evaluation and Compensation. A. Salary increases shall not be automatic. They shall be based upon performance and granted only upon the affirmative recommendation of the Agency/Department Head.
Management Performance Evaluation and Compensation. A. Salary increases shall not be automatic. They shall be based upon performance and granted only upon the affirmative recommendation of the Department Head.
B. The County and OCMA will begin discussions regarding a merit increase structure no later than October 31, 2023. The County will present OCMA with a merit increase structure no later than December 31, 2023, with an anticipated implementation date of July 1, 2024.
Management Performance Evaluation and Compensation. Salary increases shall not be automatic. They shall be based upon performance and granted only upon the affirmative recommendation of the Agency/Department Head. Compensation Committee Development of New Compensation System
1. Within 60 days of the adoption of this MOU the parties will begin meeting to develop a new compensation system (to replace the Pay for Performance (P4P) Program). Funding for the new compensation system is set forth in Section 2.A, above. Each party may designate up to seven (7) representatives to serve on the committee. The Assistant Director of Human Resource Services and the President of OCMA will serve as co-chairs of the committee. The purpose of the committee will be to review the current compensation and evaluation systems and recommend modifications to these systems as circumstances merit.
2. Other provisions of the MOU that affect compensation and evaluation, such as Article I, Section 2, may be changed as a result of the committee’s recommendations.
3. The committee will meet on an as-needed basis, and have as its goal to complete its work no later than May 31, 2016. Evaluation Committee
1. The parties agree to meet following adoption of this MOU to develop a new classification system. Each party may designate up to seven (7) representatives to serve on this committee. The Assistant Director of Human Resource Services and the President of OCMA will serve as co-chairs of the committee. The purpose of the committee will be to review the current classifications in the bargaining unit and recommend modifications to those classifications, as circumstances merit. The County anticipates using an outside consultant to conduct the classification study.
2. Other provisions of the MOU that involve classifications, such as Appendix A, may be changed as a result of the committee’s recommendations.
3. The committee will meet on an as-needed basis. The need for continued use of equity funding (see Section 3 below) will be a subject of review as part of the classification study. Once the study is completed and implemented, equity funding will cease unless the parties agree otherwise. Managers shall receive performance evaluations in accordance with the Management Pay for Performance (P4P) Program adopted by the Board of Supervisors on April 22, 2008. Except as set forth below funding of the Pay for Performance (P4P) pool will be suspended during the term of the Agreement. There will be no P4P payments made during the term of this Agreement...
Management Performance Evaluation and Compensation. A. Salary increases shall not be automatic. They shall be based upon performance and granted only upon the affirmative recommendation of the Agency/Department Head.
B. Compensation Committee Development of New Compensation System The County and OCMA will begin discussions regarding a merit increase structure no later than October 31, 2023. The County will present OCMA with a merit increase structure no later than December 31, 2023, with an anticipated implementation date of July 1, 2024.
1. The parties will continue meeting to develop a new compensation system (to replace the Pay for Performance (P4P) Program). Each party may designate up to seven (7) representatives to serve on the committee. The Assistant Director of Human Resource Services and the President of OCMA will serve as co-chairs of the committee. The purpose of the committee will be to review the current compensation and evaluation systems and recommend modifications to these systems as circumstances merit.
2. Other provisions of the MOU that affect compensation and evaluation, such as Article I, Section 2, may be changed as a result of the committee’s recommendations.
3. The committee will meet on an as-needed basis, and have as its goal to complete its work no later than May 31, 2020.