Common use of Merit Agreement Clause in Contracts

Merit Agreement. A. The time period being evaluated for merit increase will be the one year PMP performance evaluation period that ends closest to the merit increase dates. Any employee hired at least 9 months prior to the effective date of the Merit shall be considered for Merit as per 31.2.2. B. Supervisors are not to recommend dollar amounts of merit awards. C. A copy of the Agreement or summary guidelines will be given to all supervisors to assist them in making recommendations. At a minimum, this summation must include the following points: 1. Merit is intended to recognize and reward meritorious performance and not to be awarded for general salary increases which are provided separately for satisfactory performance. 2. In addition to the activities cited in Article 10. 2, all of the following may be considered in the official job description: a. Performance of duties established in making merit awards; b. Contributions beyond the scope of the official job description which are related to and demonstrably benefit the operational unit; c. Activities outside of the operational unit which may or may not have a direct bearing on the operational unit but which demonstrably benefit the campus and/or the University. 3. Merit awards are not to be used to compensate for non-performance factors (e.g. current salary, recent promotions or equity increases). 4. If an employee is absent for any portion of the time being evaluated, he/she shall be evaluated on his/her contribution over the entire evaluation period. 5. Following distribution of this Agreement or summative guidelines, employees shall have one week to provide input concerning their contributions during the evaluation period. The immediate supervisor shall solicit input concerning the employee’s contributions and overall rating from the intermediate supervisor and any supervisors the employee had during the time period being evaluated. D. On each campus, there will be a merit pool established for those unit members for whom annual PMP reviews have been completed prior to the effective date of the salary increases. The makeup of this pool shall be determined by the University and provided to the Union for review and comment. E. There shall be a pool administrator for each pool who shall review the distribution of merit awards within the pool. This review can include reviewing supervisors’ ratings, gathering justifications, looking for patterns, and insuring supervisors use the Performance Management Program and other criteria appropriately. F. The merit distribution at each campus shall be done as follows: Merit 1 X dollars plus Y% Merit 2 X dollars plus 3Y% Merit 3 X dollars plus 6Y% X will be calculated separately for each campus and separately for each year’s merit increase. X will be calculated by the following formula: The average FTE salary as of the day before the Merit effective date, multiplied by the Merit Pool Percent, divided by two. Y will be calculated such that all money in the pool is given out to unit employees. Note “Y%” represents a percentage of each employee’s salary. G. On the Amherst campus, each Vice Chancellor may hold back up to 5% of his/her pool. These hold-back funds may be given out only in response to requests from pool administrators. Funds may be awarded from this hold-back pool for either of the following purposes: 1. Augmenting a pool for purposes such as addressing lower average salaries within units. 2. Inter rater error that has not been fully considered. H. Any unused money from the held back pool shall be returned to the subpools. In this case, “X” will be recalculated for the subpools. I. The maximum allowable award shall not exceed $2400 for each merit award in this contract. The Chancellor for each campus may, with notice to the Union, exceed this maximum and supplement an award from funds which are not part of the merit pool. J. Employees will be notified of their rating and award and provided an accompanying justification. Employees whose awards include an allocation through Section 31. 2 4. G or I shall have that referenced in their justification. Employees who do not receive a merit award will be notified by a standard form letter. A supervisor who is not recommending merit for an eligible unit member shall, at the request of the employee, meet with the employee to discuss the reasons for not recommending merit. K. This article is subject to the grievance and arbitration process; however, where management discretion is allowed, that discretion is not subject to the grievance and arbitration process. L. When all funds in the merit pools outlined in the collective bargaining agreement are distributed, the University shall have fulfilled its obligation to the Union and its membership. The University is responsible for ensuring that a merit award determination is made for each eligible bargaining unit member. M. The Union shall receive a list showing all final awards within 30 days of the awards appearing in employees’ paychecks, including employee name, employee id number, department, Vice Chancellery, annual salary as of the date of the constitution of the merit pool, PMP rating, merit rating, merit award, any allocation from either the Vice Chancellor’s hold back pool or the Chancellor’s supplement, new annual salary, the X, the Y, the total campus pool, and in Amherst the pool for each Vice Chancellery.

Merit Agreement. A. The time period being evaluated for merit increase will be the one year PMP performance evaluation period that ends closest to the merit increase dates. Any employee hired at least 9 months prior to the effective date of the Merit shall be considered for Merit as per 31.2.2. B. Supervisors are not to recommend dollar amounts of merit awards. C. A copy of the Agreement or summary guidelines will be given to all supervisors to assist them in making recommendations. At a minimum, this summation must include the following points: 1. Merit is intended to recognize and reward meritorious performance and not to be awarded for general salary increases which are provided separately for satisfactory performance. 2. In addition to the activities cited in Article 10. 2, all of the following may be considered in the official job description: a. Performance of duties established in making merit awards; b. Contributions beyond the scope of the official job description which are related to and demonstrably benefit the operational unit; c. Activities outside of the operational unit which may or may not have a direct bearing on the operational unit but which demonstrably benefit the campus and/or the University. 3. Merit awards are not to be used to compensate for non-performance nonMperformance factors (e.g. current salary, recent promotions or equity increases). 4. If an employee is absent for any portion of the time being evaluated, he/she shall be evaluated on his/her contribution over the entire evaluation period. 5. Following distribution of this Agreement or summative guidelines, employees shall have one week to provide input concerning their contributions during the evaluation period. The immediate supervisor shall solicit input concerning the employee’s contributions and overall rating from the intermediate supervisor and any supervisors the employee had during the time period being evaluated. D. On each campus, there will be a merit pool established for those unit members for whom annual PMP reviews have been completed prior to the effective date of the salary increases. The makeup of this pool shall be determined by the University and provided to the Union for review and comment. E. There shall be a pool administrator for each pool who shall review the distribution of merit awards within the pool. This review can include reviewing supervisors’ ratings, gathering justifications, looking for patterns, and insuring supervisors use the Performance Management Program and other criteria appropriately. F. The merit distribution at each campus shall be done as follows: Merit 1 X dollars plus Y% Merit 2 X dollars plus 3Y% Merit 3 X dollars plus 6Y% X will be calculated separately for each campus and separately for each year’s merit increase. X will be calculated by the following formula: The average FTE salary as of the day before the Merit effective date, multiplied by the Merit Pool Percent, divided by two. Y will be calculated such that all money in the pool is given out to unit employees. Note “Y%” represents a percentage of each employee’s salary. G. On the Amherst campus, each Vice Chancellor may hold back up to 5% of his/her pool. These hold-back holdMback funds may be given out only in response to requests from pool administrators. Funds may be awarded from this hold-back holdMback pool for either of the following purposes: 1. Augmenting a pool for purposes such as addressing lower average salaries within units. 2. Inter rater error that has not been fully considered. H. Any unused money from the held back pool shall be returned to the subpools. In this case, “X” will be recalculated for the subpools. I. The maximum allowable award shall not exceed $2400 for each merit award in this contract. The Chancellor for each campus may, with notice to the Union, exceed this maximum and supplement an award from funds which are not part of the merit pool. J. Employees will be notified of their rating and award and provided an accompanying justification. Employees whose awards include an allocation through Section 31. 2 4. G or I shall have that referenced in their justification. Employees who do not receive a merit award will be notified by a standard form letter. A supervisor who is not recommending merit for an eligible unit member shall, at the request of the employee, meet with the employee to discuss the reasons for not recommending merit. K. This article is subject to the grievance and arbitration process; however, where management discretion is allowed, that discretion is not subject to the grievance and arbitration process. L. When all funds in the merit pools outlined in the collective bargaining agreement are distributed, the University shall have fulfilled its obligation to the Union and its membership. The University is responsible for ensuring that a merit award determination is made for each eligible bargaining unit member. M. The Union shall receive a list showing all final awards within 30 days of the awards appearing in employees’ paychecks, including employee name, employee id number, department, Vice Chancellery, annual salary as of the date of the constitution of the merit pool, PMP rating, merit rating, merit award, any allocation from either the Vice Chancellor’s hold back pool or the Chancellor’s supplement, new annual salary, the X, the Y, the total campus pool, and in Amherst the pool for each Vice Chancellery.

Merit Agreement. A. The time period being evaluated for merit increase will be the one year PMP performance evaluation period that ends closest to the merit increase dates. Any employee hired at least 9 months prior to the effective date of the Merit shall be considered for Merit as per 31.2.2. B. Supervisors are not to recommend dollar amounts of merit awards. C. A copy of the Agreement or summary guidelines will be given to all supervisors to assist them in making recommendations. At a minimum, this summation must include the following points: 1. Merit Xxxxx is intended to recognize and reward meritorious performance and not to be awarded for general salary increases which are provided separately for satisfactory performance. 2. In addition to the activities cited in Article 10. 2, all of the following may be considered in the official job description: a. Performance of duties established in making merit awards; b. Contributions beyond the scope of the official job description which are related to and demonstrably benefit the operational unit; c. Activities outside of the operational unit which may or may not have a direct bearing on the operational unit but which demonstrably benefit the campus and/or the University. 3. Merit awards are not to be used to compensate for non-performance non-­‐performance factors (e.g. current salary, recent promotions or equity increases). 4. If an employee is absent for any portion of the time being evaluated, he/she shall be evaluated on his/her contribution over the entire evaluation period. 5. Following distribution of this Agreement or summative guidelines, employees shall have one week to provide input concerning their contributions during the evaluation period. The immediate supervisor shall solicit input concerning the employee’s contributions and overall rating from the intermediate supervisor and any supervisors the employee had during the time period being evaluated. D. On each campus, there will be a merit pool established for those unit members for whom annual PMP reviews have been completed prior to the effective date of the salary increases. The makeup of this pool shall be determined by the University and provided to the Union for review and comment. E. There shall be a pool administrator for each pool who shall review the distribution of merit awards within the pool. This review can include reviewing supervisors’ ratings, gathering justifications, looking for patterns, and insuring supervisors use the Performance Management Program and other criteria appropriately. F. The merit distribution at each campus shall be done as follows: Merit 1 X dollars plus Y% Merit 2 X dollars plus 3Y% Merit 3 X dollars plus 6Y% X will be calculated separately for each campus and separately for each year’s merit increase. X will be calculated by the following formula: The average FTE salary as of the day before the Merit effective date, multiplied by the Merit Pool Percent, divided by two. Y will be calculated such that all money in the pool is given out to unit employees. Note “Y%” represents a percentage of each employee’s salary. G. On the Amherst campus, each Vice Chancellor may hold back up to 5% of his/her pool. These hold-back hold-­‐back funds may be given out only in response to requests from pool administrators. Funds may be awarded from this hold-back hold-­‐back pool for either of the following purposes: 1. Augmenting a pool for purposes such as addressing lower average salaries within units. 2. Inter rater error that has not been fully considered. H. Any unused money from the held back pool shall be returned to the subpools. In this case, “X” will be recalculated for the subpools. I. The maximum allowable award shall not exceed $2400 for each merit award in this contract. The Chancellor for each campus may, with notice to the Union, exceed this maximum and supplement an award from funds which are not part of the merit pool. J. Employees will be notified of their rating and award and provided an accompanying justification. Employees whose awards include an allocation through Section 31. 2 4. G or I shall have that referenced in their justification. Employees who do not receive a merit award will be notified by a standard form letter. A supervisor who is not recommending merit for an eligible unit member shall, at the request of the employee, meet with the employee to discuss the reasons for not recommending merit. K. This article is subject to the grievance and arbitration process; however, where management discretion is allowed, that discretion is not subject to the grievance and arbitration process. L. When all funds in the merit pools outlined in the collective bargaining agreement are distributed, the University shall have fulfilled its obligation to the Union and its membership. The University is responsible for ensuring that a merit award determination is made for each eligible bargaining unit member. M. The Union shall receive a list showing all final awards within 30 days of the awards appearing in employees’ paychecks, including employee name, employee id number, department, Vice Chancellery, annual salary as of the date of the constitution of the merit pool, PMP rating, merit rating, merit award, any allocation from either the Vice Chancellor’s hold back pool or the Chancellor’s supplement, new annual salary, the X, the Y, the total campus pool, and in Amherst the pool for each Vice Chancellery.

Merit Agreement. A. The time period being evaluated for merit increase will be the one year PMP performance evaluation period that ends closest to the merit increase dates. Any employee hired at least 9 months prior to the effective date of the Merit shall be considered for Merit as per 31.2.2. B. Supervisors are not to recommend dollar amounts of merit awards. C. A copy of the Agreement or summary guidelines will be given to all supervisors to assist them in making recommendations. At a minimum, this summation must include the following points: 1. Merit is intended to recognize and reward meritorious performance and not to be awarded for general salary increases which are provided separately for satisfactory performance. 2. In addition to the activities cited in Article 10. 2, all of the following may be considered in the official job description: a. Performance of duties established in making merit awards; b. Contributions beyond the scope of the official job description which are related to and demonstrably benefit the operational unit; c. Activities outside of the operational unit which may or may not have a direct bearing on the operational unit but which demonstrably benefit the campus and/or the University. 3. Merit awards are not to be used to compensate for non-performance non-­‐performance factors (e.g. current salary, recent promotions or equity increases). 4. If an employee is absent for any portion of the time being evaluated, he/she shall be evaluated on his/her contribution over the entire evaluation period. 5. Following distribution of this Agreement or summative guidelines, employees shall have one week to provide input concerning their contributions during the evaluation period. The immediate supervisor shall solicit input concerning the employee’s contributions and overall rating from the intermediate supervisor and any supervisors the employee had during the time period being evaluated. D. On each campus, there will be a merit pool established for those unit members for whom annual PMP reviews have been completed prior to the effective date of the salary increases. The makeup of this pool shall be determined by the University and provided to the Union for review and comment. E. There shall be a pool administrator for each pool who shall review the distribution of merit awards within the pool. This review can include reviewing supervisors’ ratings, gathering justifications, looking for patterns, and insuring supervisors use the Performance Management Program and other criteria appropriately. F. The merit distribution at each campus shall be done as follows: Merit 1 X dollars plus Y% Merit 2 X dollars plus 3Y% Merit 3 X dollars plus 6Y% X will be calculated separately for each campus and separately for each year’s merit increase. X will be calculated by the following formula: The average FTE salary as of the day before the Merit effective date, multiplied by the Merit Pool Percent, divided by two. Y will be calculated such that all money in the pool is given out to unit employees. Note “Y%” represents a percentage of each employee’s salary. G. On the Amherst campus, each Vice Chancellor may hold back up to 5% of his/her pool. These hold-back hold-­‐back funds may be given out only in response to requests from pool administrators. Funds may be awarded from this hold-back hold-­‐back pool for either of the following purposes: 1. Augmenting a pool for purposes such as addressing lower average salaries within units. 2. Inter rater error that has not been fully considered. H. Any unused money from the held back pool shall be returned to the subpools. In this case, “X” will be recalculated for the subpools. I. The maximum allowable award shall not exceed $2400 for each merit award in this contract. The Chancellor for each campus may, with notice to the Union, exceed this maximum and supplement an award from funds which are not part of the merit pool. J. Employees will be notified of their rating and award and provided an accompanying justification. Employees whose awards include an allocation through Section 31. 2 4. G or I shall have that referenced in their justification. Employees who do not receive a merit award will be notified by a standard form letter. A supervisor who is not recommending merit for an eligible unit member shall, at the request of the employee, meet with the employee to discuss the reasons for not recommending merit. K. This article is subject to the grievance and arbitration process; however, where management discretion is allowed, that discretion is not subject to the grievance and arbitration process. L. When all funds in the merit pools outlined in the collective bargaining agreement are distributed, the University shall have fulfilled its obligation to the Union and its membership. The University is responsible for ensuring that a merit award determination is made for each eligible bargaining unit member. M. The Union shall receive a list showing all final awards within 30 days of the awards appearing in employees’ paychecks, including employee name, employee id number, department, Vice Chancellery, annual salary as of the date of the constitution of the merit pool, PMP rating, merit rating, merit award, any allocation from either the Vice Chancellor’s hold back pool or the Chancellor’s supplement, new annual salary, the X, the Y, the total campus pool, and in Amherst the pool for each Vice Chancellery.

Merit Agreement. A. The time period being evaluated for merit increase will be the one year PMP performance evaluation period that ends closest to the merit increase dates. Any employee hired at least 9 months prior to the effective date of the Merit shall be considered for Merit as per 31.2.2. B. Supervisors are not to recommend dollar amounts of merit awards. C. A copy of the Agreement or summary guidelines will be given to all supervisors to assist them in making recommendations. At a minimum, this summation must include the following points: 1. Merit Xxxxx is intended to recognize and reward meritorious performance and not to be awarded for general salary increases which are provided separately for satisfactory performance. 2. In addition to the activities cited in Article 10. 2, all of the following may be considered in the official job description: a. Performance of duties established in making merit awards; b. Contributions beyond the scope of the official job description which are related to and demonstrably benefit the operational unit; c. Activities outside of the operational unit which may or may not have a direct bearing on the operational unit but which demonstrably benefit the campus and/or the University. 3. Merit awards are not to be used to compensate for non-performance factors (e.g. current salary, recent promotions or equity increases). 4. If an employee is absent for any portion of the time being evaluated, he/she shall be evaluated on his/her contribution over the entire evaluation period. 5. Following distribution of this Agreement or summative guidelines, employees shall have one week to provide input concerning their contributions during the evaluation period. The immediate supervisor shall solicit input concerning the employee’s contributions and overall rating from the intermediate supervisor and any supervisors the employee had during the time period being evaluated. D. On each campus, there will be a merit pool established for those unit members for whom annual PMP reviews have been completed prior to the effective date of the salary increases. The makeup of this pool shall be determined by the University and provided to the Union for review and comment. E. There shall be a pool administrator for each pool who shall review the distribution of merit awards within the pool. This review can include reviewing supervisors’ ratings, gathering justifications, looking for patterns, and insuring supervisors use the Performance Management Program and other criteria appropriately. F. The merit distribution at each campus shall be done as follows: Merit 1 X dollars plus Y% Merit 2 X dollars plus 3Y% Merit 3 X dollars plus 6Y% X will be calculated separately for each campus and separately for each year’s merit increase. X will be calculated by the following formula: The average FTE salary as of the day before the Merit effective date, multiplied by the Merit Pool Percent, divided by two. Y will be calculated such that all money in the pool is given out to unit employees. Note “Y%” represents a percentage of each employee’s salary. G. On the Amherst campus, each Vice Chancellor may hold back up to 5% of his/her pool. These hold-back funds may be given out only in response to requests from pool administrators. Funds may be awarded from this hold-back pool for either of the following purposes: 1. Augmenting a pool for purposes such as addressing lower average salaries within units. 2. Inter rater error that has not been fully considered. H. Any unused money from the held back pool shall be returned to the subpools. In this case, “X” will be recalculated for the subpools. I. The maximum allowable award shall not exceed $2400 for each merit award in this contract. The Chancellor for each campus may, with notice to the Union, exceed this maximum and supplement an award from funds which are not part of the merit pool. J. Employees will be notified of their rating and award and provided an accompanying justification. Employees whose awards include an allocation through Section 31. 2 4. G or I shall have that referenced in their justification. Employees who do not receive a merit award will be notified by a standard form letter. A supervisor who is not recommending merit for an eligible unit member shall, at the request of the employee, meet with the employee to discuss the reasons for not recommending merit. K. This article is subject to the grievance and arbitration process; however, where management discretion is allowed, that discretion is not subject to the grievance and arbitration process. L. When all funds in the merit pools outlined in the collective bargaining agreement are distributed, the University shall have fulfilled its obligation to the Union and its membership. The University is responsible for ensuring that a merit award determination is made for each eligible bargaining unit member. M. The Union shall receive a list showing all final awards within 30 days of the awards appearing in employees’ paychecks, including employee name, employee id number, department, Vice Chancellery, annual salary as of the date of the constitution of the merit pool, PMP rating, merit rating, merit award, any allocation from either the Vice Chancellor’s hold back pool or the Chancellor’s supplement, new annual salary, the X, the Y, the total campus pool, and in Amherst the pool for each Vice Chancellery.

Merit Agreement. A. The time period being evaluated for merit increase will be the one year PMP performance evaluation period that ends closest to the merit increase dates. Any employee hired at least 9 months prior to the effective date of the Merit shall be considered for Merit as per 31.2.2. B. Supervisors are not to recommend dollar amounts of merit awards. C. A copy of the Agreement or summary guidelines will be given to all supervisors to assist them in making recommendations. At a minimum, this summation must include the following points: 1. Merit Xxxxx is intended to recognize and reward meritorious performance and not to be awarded for general salary increases which are provided separately for satisfactory performance. 2. In addition to the activities cited in Article 10. 2, all of the following may be considered in the official job description: a. Performance of duties established in making merit awards; b. Contributions beyond the scope of the official job description which are related to and demonstrably benefit the operational unit; c. Activities outside of the operational unit which may or may not have a direct DocuSign Envelope ID: AEE5CD1D-7681-4F1A-9937-C0D4107B31DD DocuSign Envelope ID: 7D2F41D7-6349-4FE3-A65E-5FE0671CF261 bearing on the operational unit but which demonstrably benefit the campus and/or the University. 3. Merit awards are not to be used to compensate for non-performance factors (e.g. current salary, recent promotions or equity increases). 4. If an employee is absent for any portion of the time being evaluated, he/she shall be evaluated on his/her contribution over the entire evaluation period. 5. Following distribution of this Agreement or summative guidelines, employees shall have one week to provide input concerning their contributions during the evaluation period. The immediate supervisor shall solicit input concerning the employee’s contributions and overall rating from the intermediate supervisor and any supervisors the employee had during the time period being evaluated. D. On each campus, there will be a merit pool established for those unit members for whom annual PMP reviews have been completed prior to the effective date of the salary increases. The makeup of this pool shall be determined by the University and provided to the Union for review and comment. E. There shall be a pool administrator for each pool who shall review the distribution of merit awards within the pool. This review can include reviewing supervisors’ ratings, gathering justifications, looking for patterns, and insuring supervisors use the Performance Management Program and other criteria appropriately. F. The merit distribution at each campus shall be done as follows: Merit 1 X dollars plus Y% Merit 2 X dollars plus 3Y% Merit 3 X dollars plus 6Y% X will be calculated separately for each campus and separately for each year’s merit increase. X will be calculated by the following formula: The average FTE salary as of the day before the Merit effective date, multiplied by the Merit Pool Percent, divided by two. Y will be calculated such that all money in the pool is given out to unit employees. Note “Y%” represents a percentage of each employee’s salary. G. On the Amherst campus, each Vice Chancellor may hold back up to 5% of his/her pool. These hold-back funds may be given out only in response to requests from pool administrators. Funds may be awarded from this hold-back pool for either of the following purposes: 1. Augmenting a pool for purposes such as addressing lower average salaries within units. 2. Inter rater error that has not been fully considered. H. Any unused money from the held back pool shall be returned to the subpools. In this case, “X” will be recalculated for the subpools. I. The maximum allowable award shall not exceed $2400 for each merit award in this contract. The Chancellor for each campus may, with notice to the Union, exceed this maximum and supplement an award from funds which are not part of the merit pool. J. Employees will be notified of their rating and award and provided an accompanying justification. Employees whose awards include an allocation through Section 31. 2 4. G or I shall have that referenced in their justification. Employees who do not receive a merit award will be notified by a standard form letter. A supervisor who is not recommending merit for an eligible unit member shall, at the request of the employee, meet with the employee to discuss the reasons for not recommending merit. K. This article is subject to the grievance and arbitration process; however, where management discretion is allowed, that discretion is not subject to the grievance and arbitration process. L. When all funds in the merit pools outlined in the collective bargaining agreement are distributed, the University shall have fulfilled its obligation to the Union and its membership. The University is responsible for ensuring that a merit award determination is made for each eligible bargaining unit member. M. The Union shall receive a list showing all final awards within 30 days of the awards appearing in employees’ paychecks, including employee name, employee id number, department, Vice Chancellery, annual salary as of the date of the constitution of the merit pool, PMP rating, merit rating, merit award, any allocation from either the Vice Chancellor’s hold back pool or the Chancellor’s supplement, new annual salary, the X, the Y, the total campus pool, and in Amherst the pool for each Vice Chancellery.