Merit Increase Within Range Clause Samples
The 'Merit Increase Within Range' clause defines the process by which an employee's salary may be increased based on performance, but only within the established pay range for their position. Typically, this means that after a performance review, an employee who meets or exceeds expectations may receive a salary adjustment, provided the new salary does not exceed the maximum or fall below the minimum of the designated pay band. This clause ensures that merit-based raises are administered fairly and consistently, while maintaining internal equity and adherence to organizational compensation structures.
Merit Increase Within Range.
A. Extra help employees shall not be eligible for merit increases within range.
B. Salary increases within a range shall not be automatic. They shall be based upon merit and granted only upon the affirmative recommendation of the agency/department head.
C. A new or reemployed employee in a regular or limited-term position shall have a merit increase eligibility date which shall be the first day of the pay period following the completion of the first twenty-six (26) weeks of service within that class. The granting of an Official Leave of Absence (other than a Military Leave) or the imposition of a suspension shall cause the merit increase eligibility date to be extended a number of calendar days equal to the Official Leave or suspension. The extended merit increase eligibility date will be effective the first day of the pay period after said date. Subsequent merit increase eligibility dates shall be the first day of the pay period following the completion of fifty-two (52) week intervals subject to the same postponement for Official Leaves of Absence or suspensions.
D. An employee in a part-time regular or limited-term position who has not completed one thousand forty (1040) paid hours exclusive of overtime by his or her first merit increase date shall have the merit increase eligibility date postponed until the first day of the pay period following completion of one thousand forty (1040) paid hours exclusive of overtime. Likewise, an employee in a part-time regular or limited-term position who has not completed two thousand eighty (2080) paid hours exclusive of overtime between subsequent merit increase eligibility dates shall have his or her merit increase eligibility date postponed until the first day of the pay period following completion of two thousand eighty (2080) paid hours exclusive of overtime. Where an employee's record consists of a combination of full-time and part- time service, both periods of service shall apply towards merit increase eligibility with the part-time service being applied proportionately to the appropriate full-time interval.
E. 1. Merit increases may be granted for one (1), two (2), three (3) or four (4) steps within the salary range based upon the employee's performance. A performance rating of “meets performance objectives” shall earn a two
Merit Increase Within Range. Annual Reviews for all employees will be completed each October, with applicable merit increases effective for those employees receiving a merit increase, during the pay period that includes November 1st. Employees on probation during the review period, due to being a new hire or due to recently being promoted, will receive their review at the end of the probationary period, and will receive any applicable merit increase effective the pay period following completion of their probationary period and each November thereafter1. Effective October 2021, October 2022, and October 2023, employees who are at Steps 1 – 13 and obtain an “Above Standards” rating will receive a one-step (2.5%) merit increase. Employees who are at Step 14 and receive an “Above Standards” rating will receive a one-time lump sum payment of 1% of salary. Employees who are at Steps 1 – 13 and obtain an “Exceptional” rating will receive a one-step (2.5%) merit increase and a one-time lump sum payment of 2% of salary. Employees who are at Step 14 and receive an “Exceptional” rating will receive a one-time lump sum payment of 2% of salary. The District and SMWDEA agree that at the conclusion of each performance evaluation process in 2021, 2022, and 2023, if the number of employees who receive either an Above Standards or Exceptional rating on their performance evaluation is less than 68% of the number of evaluations completed, each employee who receives a “Meet Standards” rating will receive a deferred compensation contribution of $725. If that number falls below 50%, the District and SMWDEA agree to reopen the MOU to evaluate
1 New employees and newly promoted employees who began the probationary period prior to October 1st and are on probation at the time of the review process (September/October) will receive a probationary performance evaluation and any merit increase effective the pay period following successful completion of the probationary period and each November thereafter. New employees and newly promoted employees who began the probationary period on or after October 1st, will receive a probationary performance evaluation upon successful completion of the probationary period and are eligible for a merit increase the following November.
Merit Increase Within Range. A. Salary increases within a range shall not be automatic. They shall be based upon merit and granted only upon the affirmative recommendation of the employee’s supervisor with the approval of the next level supervisor.
B. A new or reemployed employee hired in a regular or limited-term position shall have a merit increase eligibility date, which shall be the first day of the pay period following the completion of the first fifty-two (52) weeks of service within that class. The granting of an Official or a Military Leave of Absence the imposition of a suspension, or the granting of a light duty assignment as a result of a non-occupational injury shall cause the merit increase eligibility date to be extended a number of calendar days equal to the Official Leave, Military Leave in excess of fifteen (15) calendar days, suspension, or light duty assignment as a result of a non-occupational injury. The extended merit increase eligibility date will be effective the first day of the pay period after said date. Subsequent merit increase eligibility dates shall be the first day of the pay period following the completion of fifty-two (52) week intervals subject to the same postponement for Official Leaves of Absence, suspensions, or light duty assignments as a result of a non-occupational injury.
C. An employee on light duty assignment due to an occupational injury, or an employee on leave pursuant to California Labor Code Section 4850 will have their merit review extended by the same number of calendar days that the employee is on light duty assignment or 4850 leave except that the first fifteen
Merit Increase Within Range. A. Extra help employees shall not be eligible for merit increases within range.
B. Salary increases within a range shall not be automatic. They shall be based upon merit and granted only upon the affirmative recommendation or decision of the Director.
C. A new employee in a regular position shall have a merit increase eligibility date, which shall be the first day of the pay period following the completion of the first twenty-six (26) weeks of service within that class. Subsequent merit increase eligibility dates shall be the first day of the pay period following the completion of the fifty-two (52) week intervals.
D. An employee in a part time regular position who has not completed one thousand forty (1040) regularly scheduled hours by the first merit increase eligibility date shall have the merit increase eligibility date postponed until the first day of the pay period following completion of one thousand forty (1040) regularly scheduled hours. Likewise, an employee in a part-time regular position who has not completed two thousand eighty (2080) regularly scheduled hours between subsequent merit increase eligibility dates shall have his or her merit increase eligibility date postponed until the first day of the pay period following completion of two thousand eighty (2080) regularly scheduled hours. When an employee's record consists of a co bination of full-time regular and part-time regular service, both periods of service shall apply toward merit increase eligibility with the part-time service being applied proportionately to the appropriate full-time interval.
E. Merit increases may be granted for one (1), two (2), three (3), or four (4) steps within the salary range based upon the employee's performance. Standard performance shall earn a one (1) step increase.
F. If, in the Director's judgment, the employee's performance does not merit a salary increase on the merit increase eligibility date, and a deferment of a decision accompanied by an intensive effort at improved performance might be productive, the Director may defer a decision regarding the merit increase any number of pay periods but not to exceed thirteen (13) pay periods. The employee may be reevaluated at any time, but in any event shall be reevaluated on the structured merit rating prior to the end of the thirteenth (13th) pay period. The employee's merit increase eligibility date shall not be changed by such deferment.
G. The Director shall notify the Auditor-Controller in writing of all...
Merit Increase Within Range. A. Extra help employees shall not be eligible for merit increases within range.
B. A. Salary increases within a range shall not be automatic. They shall be based upon merit and granted only upon the affirmative recommendation of the agency/departmentdepartment head.
Merit Increase Within Range. Annual Reviews for all employees will be completed each October, with applicable merit increases effective for those employees receiving a merit increase, during the pay period that includes November 1st. Employees on probation during the review period, due to being a new hire or due to recently being promoted, will receive their review at the end of the probationary period, and will receive any applicable merit increase effective the pay period following completion of their probationary period and each November thereafter1. Effective October 2021, October 2022, and October 2023, employees who are at Steps 1 – 13 and obtain an “Above Standards” rating will receive a one-step (2.5%) merit increase. Employees who are at Step 14 and receive an “Above Standards” rating will receive a one-time lump sum payment of 1% of salary. Employees who are at Steps 1 – 13 and obtain an “Exceptional” rating will receive a one-step (2.5%) merit increase and a one-time lump sum payment of 2% of salary. Employees who are at Step 14 and receive an “Exceptional” rating will receive a one-time lump sum payment of 2% of salary. The District and SMWDEA agree that at the conclusion of each performance evaluation process in 2021, 2022, and 2023, if the number of employees who receive either an Above Standards or Exceptional rating on their performance evaluation is less than 68% of the number of evaluations completed, each employee who receives a “Meet Standards” rating will receive a deferred compensation contribution of $725. If that number falls below 50%, the District and SMWDEA agree to reopen the MOU to evaluate
Merit Increase Within Range. A. Extra help employees shall not be eligible for merit increases within range.
Merit Increase Within Range. A. Extra help employees shall not be eligible for merit increases within range.
B. A. Salary increases within a range shall not be automatic. They shall be based upon merit and granted only upon the affirmative recommendation of the agency/departmentdepartment head.
C. B. A new or reemployed employee in a regular or limited-term position shall have a merit increase eligibility date which shall be the first day of the pay period following the completion of the first twenty-six (26) weeks of service within that class. The granting of an Official Leave of Absence (other than a Military Leave), or the imposition of a suspension shall cause the merit increase eligibility date to be extended a number of calendar days equal to the Official Leave or suspension. The extended merit increase eligibility date will be effective the first day of the pay period after said date. Subsequent merit increase eligibility dates shall be the first day of the pay period following the completion of fifty-two (52) week intervals subject to the same postponement for Official Leaves of Absence or suspensions.