MERIT ADVANCEMENTS Sample Clauses

MERIT ADVANCEMENTS. Work Performance Evaluation for a regular status employee shall be completed by the employee’s immediate supervisor within a period of thirty (30) workdays prior to the employee’s step advance benefit date or annual evaluation date. To receive the step advancement, the employee must be evaluated overall on the Work Performance Evaluation as “Meets Job Standards” or better.
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MERIT ADVANCEMENTS. It is agreed that a work performance evaluation shall be completed by the employee's immediate supervisor within sixty (60) calendar days prior to the employee's step advance benefit date for all employees in this unit who are below the top step of their salary range. If such employee is evaluated as "Meets Expectations" or better, the employee will be granted the step advancement effective on the employee's salary benefit date. The employee's immediate supervisor shall notify the employee of inadequate work performance no less than thirty (30) calendar days prior to denial of any step advancement and shall develop a work improvement plan. If no work performance evaluation is filed, or if an employee received an overall “Below Standards” evaluation, the employee's step advance may not be granted on the date due. In cases where no work performance evaluation is filed, an employee should contact the supervisor who must then complete and file the work performance evaluation within fourteen (14) calendar days. If the employee is rated as "Meets Expectations" or better, the employee will be granted the step advancement retroactive to the employee's salary benefit date provided the delayed rating is the responsibility of the supervisor. Appeals of the evaluation content may be made in accordance with the Personnel Rules. A denied step advancement can be granted following any sequence of a twenty-eight (28) calendar day review period of the employee's performance.
MERIT ADVANCEMENTS. It is agreed that a work performance evaluation shall be completed by the employee’s immediate supervisor within ninety (90) calendar days prior to the employee’s step advance eligibility date for all employees in this Unit who are below top step of their salary range. If such employee is evaluated as “Meets Job Standards” or better, the employee will be granted the step advancement effective on the employee’s step advance eligibility date.
MERIT ADVANCEMENTS. ‌ (A) It is agreed that a work performance evaluation shall be completed by the employee’s immediate supervisor within sixty (60) calendar days prior to the employee’s step advance benefit date for all employees covered by this MOU who are below the top step of their salary range. If such employee is evaluated as “Meets Expectations” or better, the employee will be granted the step advancement effective on the employee’s salary benefit date. The employee’s immediate supervisor shall notify the employee of inadequate work performance no less than thirty (30) calendar days prior to denial of any step advancement and shall develop a work improvement plan. (B) If no work performance evaluation is filed, or if an employee receives an overall “Below Standard” evaluation, the employee’s step advance may not be granted on the date due. (C) In cases where no work performance evaluation is filed, an employee should contact the supervisor, who must complete and file the work performance evaluation within fourteen (14) calendar days. If the employee is rated as “Meets Expectations” or better, the employee will be granted the step advancement retroactive to the employee’s salary benefit date. (D) A denied step advancement can be granted following any sequence of a twenty-eight (28)-calendar day review period of the employee’s performance.
MERIT ADVANCEMENTS. It is agreed that a work performance evaluation shall be completed by the employee's immediate supervisor within sixty (60) working days prior to the employee's step advance benefit date for all employees in this Unit who are below the top step of their salary range. If such employee is evaluated as "Meets Job Standards" or better, the employee will be granted the step advancement effective on the employee's salary benefit date. The employee's immediate supervisor shall notify the employee in writing of inadequate work performance no less than thirty (30) workdays prior to the employee's receipt of the work performance evaluation. If no work performance evaluation is filed, or if an employee receives an overall "Unsatisfactory" or "Improvement Needed" evaluation, the employees step advance may not be granted on the date due. In cases where no work performance evaluation is filed an employee should contact the supervisor, who must complete and file the work performance evaluation within five (5) working days. If the employee is rated as "Meets Job Standards" or better, the employee will be granted the step advancement retroactive to the employee's salary benefit date.
MERIT ADVANCEMENTS. The purpose of a performance evaluation is to provide a systematic method of measuring, recording, and improving the work effectiveness and development of all district employees with regular status in their current classification. Work performance evaluations are intended to be supportive and corrective and may reveal work insufficiencies that require corrective or disciplinary action including, but not limited to, letters of counseling, letters of reprimand, etc.

Related to MERIT ADVANCEMENTS

  • Step Advancement Each faculty member will be granted one (1) increment on the salary schedule each year up to the maximum allowed. To qualify for advancement one (1) step on the salary schedule, employees must have been employed in a paid status or on any form of medical leave (FMLA, CFRA, etc.), or on military leave seventy-five percent (75%) or more of the school days in a school year.

  • Career Advancement In order to attain Professional Teacher Status, the Educator should achieve ratings of proficient or exemplary on each Performance Standard and overall. A principal considering making an employment decision that would lead to PTS for any Educator who has not been rated proficient or exemplary on each performance standard and overall on the most recent evaluation shall confer with the superintendent by May 1. The principal’s decision is subject to review and approval by the superintendent.

  • Salary Advancement Assigned salary ranges normally contain 5 steps. Employees move through these steps on the basis of performance in the position hired/promoted into. Regular, full-time employees shall be eligible for salary step advancement consideration, as follows: 1. To the "B" step of the salary schedule after 6 months of successful performance at the "A" step. The date of this increase shall become the employee's pay review date for purposes of eligibility for future merit increases. 2. To the "C" step after 1 year of successful performance at the "B" step. 3. To the "D" step after 1 year of successful performance at the "C" step. 4. To the "E" step after 1 year of successful performance at the "D" step. When an employee is hired at a step other than Step "A" of the salary range assigned to the position, the employee shall be eligible for a step increase 6 months from the date of employment, and this date shall become the employee's pay review date for purposes of eligibility for future merit increases. Thereafter, the above merit pay procedure shall be followed, with the exceptions noted below: 1. In cases where an employee demonstrates exceptional ability and proficiency in performance as specified in separate operational rules and procedures, the employee may be given more than a 1-step salary increase at the review date, subject to the approval of the City Manager and the Personnel Committee. 2. If, for whatever reason, an employee not on probation is unable to perform his/her assigned duties because of absence from work for a period in excess of 45 consecutive calendar days, the evaluation period shall be automatically extended for a similar period of time; provided, however, the department head/City Manager may evaluate the employee's past performance and submit to the City Personnel Committee a separate, written recommendation justifying/granting a merit increase and not extending the evaluation period for a period of time equal to the period of absence. If the period of absence exceeds 90 consecutive calendar days, the employee's performance evaluation and anniversary date will be extended for a similar period of time (also see Article 25: Performance Appraisal). 3. If, for whatever reason, an employee on probation is unable to perform his/her assigned duties because of absence from work for any period of time, his/her probation period, merit increase, and anniversary date shall be extended for the same length of the absence (also see Article 23: Probation and Article 25: Performance Appraisal). Salary step advancements are granted for continued meritorious and efficient service in the position hired/promoted into, and after continued improvement in assigned tasks, in conjunction with performance appraisal procedures. Recommendations are initiated by immediate supervisors and are then forwarded to the concerned department head for approval. These, in turn, shall be transmitted to the City Manager. When an employee is denied a merit increase, the employee shall be informed of such and the reasons why. The employee may be reconsidered for advancement at any subsequent time recommended by management of the concerned department. Denial or postponement of a merit increase shall not change an employee's anniversary date or future pay review date. Employees who have received internal promotions, if assigned to the lowest step of the new range offering a minimum 2 1/2 percent salary increase, shall be eligible for a step increase upon successful completion of 6 months in the new position. If employees are placed on a higher step that results in a salary adjustment greater than 2 1/2 percent (based upon the recommendation of the concerned department head and approval of the City Manager), they shall be eligible to advance to the next step of the range 1 year from the date of their promotion, and this date shall also become the employee's pay review date for purposes of eligibility for future merit increases. (For additional information on pay increases and probationary requirements after promotion, also refer to Article 22: Appointments and Promotions and Article 23: Probation.)

  • Advancement In accordance with the pre-existing requirements of the Bylaws, and notwithstanding any provision of this Agreement to the contrary, the Corporation shall advance, to the extent not prohibited by applicable law, the Expenses reasonably incurred by Indemnitee in connection with any Proceeding, and such advancement shall be made within thirty (30) days after the receipt by the Corporation of a statement or statements requesting such advances from time to time, whether prior to or after final disposition of any Proceeding. Advances shall be unsecured and interest free. Advances shall be made without regard to Indemnitee’s ability to repay the Expenses and without regard to Indemnitee’s ultimate entitlement to indemnification under the other provisions of this Agreement. Advances shall include any and all Expenses reasonably incurred pursuing an action to enforce this right of advancement, including Expenses incurred preparing and forwarding statements to the Corporation to support the advances claimed. Indemnitee shall qualify for advances upon the execution and delivery to the Corporation of this Agreement, which shall constitute an undertaking providing that Indemnitee undertakes to repay the amounts advanced to the extent that it is ultimately determined that Indemnitee is not entitled to be indemnified by the Corporation. This Section 8 shall not apply to any claim made by Indemnitee for which indemnity is excluded pursuant to Section 7 hereof.

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