Merit and Pay for Performance.
1. The purpose of the Pay for Performance plan is to recognize and reward employees who demonstrate motivation, performance above the standard scope of work, and efficiency, skill and initiative in their work, while also appropriately ranking employees who perform at or below the established level of performance for a particular position.
2. Employees will receive annual performance reviews on their Evaluation Due Date. The range for merit increases will be on a 0-3% scale and any merit increase will be applied to the employee’s base pay on the first day of the pay period in which the anniversary of the date the employee was hired or received a promotion, whichever is later, occurs.
3. The range for merit increases will be applied as follows: Evaluation Score Merit Increase 87%-100% 3% 66%-86.9% 2% 50%-65.9% 1% 49.9% or below 0%
4. Employees who are at the top of their pay range or would exceed the top of their pay range after receiving the Pay for Performance (merit) increase, will be eligible for a lump sum payment equal to the remainder of the merit increase they would have received if they were not at the top of their pay range. The lump sum payment and salary (merit) increase must not exceed the amount the Pay for Performance increase would have provided if the employee were not at the top of the range. The award of a merit increase will not change the minimum or maximum amount of a grade’s pay range as adopted by the parties and detailed in Appendix “A,” as modified annually by the COLA. Merit increases may not exceed the top of the employee’s salary range.
5. An employee who receives a score between 50% and 65.9% on their performance evaluation may receive a 90-day performance improvement plan (“PIP”) if the employee’s supervisor agrees the employee did not have sufficient notice of shortcomings in advance of the evaluation. The PIP must identify deficiencies and establish a plan of corrective action for the employee to demonstrate improvement. An employee who successfully completes this PIP within 90 days will receive an additional merit increase of 1%, which will be effective the first day of the pay period following successful completion of the PIP.
Merit and Pay for Performance. 1. The purpose of the Pay for Performance plan is to recognize and reward employees who demonstrate motivation, performance above the standard scope of work, and efficiency, skill, and initiative in their work, while also appropriately ranking employees who perform at or below the established level of performance for a particular position.
2. All employees covered by this agreement will receive annual performance evaluations.
3. The range for merit increases will be on a 0-6% scale and any merit increase will be applied to the employee’s base pay on the first day of the pay period in which the employee’s annual performance evaluation occurs.
4. The maximum merit increase an employee may receive during FY2015-16 is 5% (i.e., a merit score equivalent to a 5% or 6% increase will result in a 5% increase to the employee’s wage).
5. Employees who receive a performance rating of 5% or 6% and who are at the top of their pay range or would exceed the top of their pay range after receiving the pay for performance increase, will be eligible for a lump sum payment of .5% or 1%, respectively, of their base pay (“Top-Out Pay”). The lump sum payment and salary increase must not exceed the amount of the pay for performance increase would have provided if the employee was not at the top of the range. Any portion of a salary adjustment above the top of an employee’s pay range will be paid to the individual in a lump sum payment.
6. Any employee who receives Top-Out Pay between July 1, 2015, and June 30, 2016, will receive, in addition to the Top-Out Pay, a supplemental payment of $2,000 payable during the pay period which the employee’s annual performance evaluation occurs.
7. An employee who has received a Pay for Performance evaluation that has a decrease of two or more levels from the previous Pay for Performance evaluation and contends that the evaluation does not contain adequate written information to support the decrease, or that the employee did not receive notice during the evaluation period that the employee was not performing at an expected level, may request a review of the evaluation. The employee must submit a request for review to the Human Resources Manager within fourteen
