Merit. The time since the documentation was prepared for the last granted merit or promotion, or the most recent seven (7) sequential years, whichever is less.
Merit. At such times as nine-month salaries for the mean of faculty at Eastern Oregon University achieve or exceed the mean of salaries of comparator universities as established by OUS and referenced in Appendix D, merit awards shall be awarded as a step increase into base pay.
Merit. The total salary increase (scale plus merit) shall be rounded to the nearest one hundred dollars ($100).
Merit. Merit is intended to reward excellence in the performance of NTT faculty in the fulfillment of their contractual responsibilities.
Merit. Pursuant to Article XV, Section 10 of the Constitution of the State of Ohio and the Charter of the City, merit employment will prevail in all cases. Seniority is one factor in the determination of merit, but in no case will any provision of this Article or any other Articles of the Contract be deemed to supersede the application of merit employment. Any abuse of discretion in the application of merit in layoffs, callbacks or promotions will be appealable to the Civil Service Commission.
Merit a) In each year, an employee’s merit pay is based on their performance review and shall be awarded to all employees who achieve a "Meets Expectations” performance rating or above in their performance review. Merit pay increase shall be based on the table below. PG1 0.00% 0.00% 4.50% 6.75% 11.25% PG2 0.00% 0.00% 3.00% 4.50% 7.50% PG3 0.00% 0.00% 2.00% 3.00% 5.00% PG4 0.00% 0.00% 1.00% 1.50% 2.00% PG5 0.00% 0.00% 0.80% 1.20% 2.00% PG6 0.00% 0.00% 0.60% 0.90% 1.50% This table is intended to provide an overall expenditure on merit increases for the Bargaining Unit as a whole of one and one-half percent (1.5%). In the event that the demographics of the Bargaining Unit, combined with the actual distribution of performance ratings, results in an expenditure that is less than one point three percent (1.3%) or more than one point seven percent (1.7%), then the table shall be renormalized such that the overall expenditure falls within this range. The Company and SPEA have agreed to a joint committee to review and revise the merit grid. The above table will apply to 2017 merit increases but may be revised thereafter with agreement between SPEA and the Company, provided that the overall expenditure of merit increases for the Bargaining Unit remain cost-neutral.
b) The Company shall provide to SPEA a detailed (per employee) breakdown of performance appraisal results immediately upon their completion. The list shall include employee overall assessment ratings, merit pay amounts, PG grade and current salary. SPEA recognizes its legal obligation to maintain the confidentiality of information related to individuals’ performance ratings/salaries and as such no identifying information shall be publicized in any way. Furthermore, such information shall only be accessible to SPEA’s Officers and staff. Access to such personal information to others shall only be granted with permission of the Company, which shall not be unreasonably withheld.
c) At its discretion, the Company may reward individual employees with increases and/or bonuses over and above those established under the merit provisions. Where said increase is restricted by the top of a range and promotion is not warranted, the employee’s salary shall be increased to the top of the range and the balance paid as a lump sum to the individual. The Company will provide advance notification to SPEA of any exceptional merit increases and/or discretionary bonuses.
d) The assumed distribution of merit is based on the following ...
Merit. III.12.1 Thirty-five (35) merit awards shall be available in each academic year. These shall be allocated annually among tenured/permanent bargaining unit members on the basis of the provisions of this section. Probationary members will also be eligible commencing in the second year of their appointment. The procedure for determining who is to be awarded merit in any academic year (i.e., July 1 to June 30) shall be undertaken in the same academic year. For those selected, the payment will be made retroactive to the beginning of the academic year concerned. In those years when the Collective Agreement is being negotiated, COAP will proceed on the assumption that the number of merit awards will not be reduced. In any year in which the number of merit awards awarded is less than the number available, remaining funds shall be allocated to the Xxxx'x contingency fund.
III.12.2 All merit awards shall be single career development increments. Members will be permitted to exceed a stated salary ceiling, at any rank and by way of merit only, to a maximum indicated by the bracketed salary steps indicated in Schedule A.
III.12.3 Merit awards shall be allocated as follows: - In the case of faculty members, exceptional performance in at least one of teaching, research, or university service, and satisfactory performance in the other specified areas. - In the case of librarians, exceptional performance of library duties. In this case, one of the following is required in addition: contribution to the profession at large, scholarship, university teaching, university service, or professionally related community service. (Note: the number of merit awards allocated annually for librarians - see Appendix A.)
(a) In the case of members other than departmental/program Chairs, recommendations concerning such merit awards shall be made to the Chair by the Departmental/ Program Personnel Committee acting on its own initiative or on the suggestion of the Chair. Such recommendations shall be transmitted together with the Chair's own recommendation in each case to the Xxxx who, after consultation with COAP, shall make a recommendation to the Xxxxxxx and Vice President Academic. The Xxxxxxx and Vice President Academic, in turn, shall make a recommendation to the President, who, in turn, shall make a recommendation to the Board.
Merit. A merit pay bonus beyond the ATB (not to base salary), starting 2/01/04, may be provided to employees regarded by management as warranting the bonus. For those rated excellent or above (with no discipline received during the review period), the bonus will be 0.5% of gross wages (note: the amount may be increased at the University’s discretion). Discipline is defined as a Written Reprimand or greater. The parties will convene a 3 by 3 study committee to jointly establish criteria for determining merit. The process shall be subject to an annual joint-committee review, for each year that the merit option is in effect. After distribution of a merit bonus, if any, after 2/01/04, the Union may opt out of having its members eligible for such bonus. To do so, it must notify the Labor Relations office in writing within 30 days of the bonus award. Thereafter, the parties may meet to discuss the Union’s concerns. If no mutually satisfactory resolution is reached, bonus eligibility remains discontinued for the duration of the agreement.
Merit. Merit increases during the year following any leave shall be evaluated in accordance with relevant college and department/school policies.
Merit. Merit is for the recognition of noteworthy contributions to one's department, school, campus or college, the University and or professional discipline through the traditional avenues of teaching, research and service. It is also the most consistent means for moving beyond the cost-of-living increase traditionally recognized through the satisfactory performance increase provision. It is recognized that conditions vary within and among departments in terms of individual expectations, and it is agreed that awards at the various levels are designed to recognize individual achievement.
25.1 This article does NOT refer to Research Assistants or Research Associates paid from grant funds or contracts.
25.2 The merit pool shall be distributed according to the procedures outlined below:
A. The Xxxxxxx shall establish a contingency fund and shall distribute the remainder of the merit pool at his/her discretion among the Deans of the schools and colleges. If a merit award is recommended, it shall be no less than $500.
B. The Xxxx of a school or college shall establish a contingency fund from the merit pool allotted to his/her school or college by the Xxxxxxx. The remainder of the merit pool, excluding an amount for department heads' merit, shall be distributed at the discretion of the Xxxx among the departments. Prior to the beginning of the academic year, the Xxxx will publish his/her merit criteria to faculty and for Department Heads within his/her school.
C. The total amount of the contingency funds of both the Xxxxxxx and the Deans shall not exceed 30% of the merit pool.
D. By means of a procedure approved by a majority of the faculty, departments may establish advisory committees for making recommendations for merit awards to the Department Head. Such committees may also present merit evaluations without mention of a dollar amount to the Xxxx for his/her consideration in determining the Department Head's merit award. In departmentalized schools each department may establish, by a majority vote, the criteria and also may establish priorities or the appropriate weighting of such criteria, that will be used to determine the departmental merit recommendations. In the event a department decides to permit the Department Head to establish the criteria and the appropriate weighting for merit recommendations, the Department Head shall inform all faculty members in writing of such criteria no later than two months prior to the commencement of the academic year for which me...
