Merit Pay. It is the parties’ intent to not simultaneously provide employees with both: a) the wage premiums referenced in Subsection A of this Agreement, and b) an above-top-step merit premium program. Therefore, existing bargaining units with employees which have eligibility for above-top-step merit pay as provided under KCC 3.15.020(C)(3) and as administered under the King County Performance Appraisal and Merit Pay System under their appendix, that have elected as a group to be covered by the Merit Pay System, are not eligible for longevity-merit pay under Subsection A of this Agreement; however, such bargaining units have elected to forgo above-top-step merit for their members who are part of the Coalition in order for those members to be eligible for the longevity-merit pay under Subsection A of this Agreement. This provision would give employees who are covered by these administrative support coalition negotiations the option of: a) continuing to receive above-top-step merit pay they have access to under their respective bargaining unit’s existing collective bargaining agreement, or b) receiving the wage premium under Subsection A of this Agreement.
Merit Pay. In order to comply with Section 164(1)(d) of PA 108 of 2017, the Board shall adopt policies to comply with this provision and communicate the details of those policies no later than October 1 of each year. Such policy shall not, in any way, alter the provisions contained in this Collective Bargaining Agreement.
Merit Pay. Consistent with the requirements of applicable legislation, the Administrator shall be eligible for a merit lump-sum payment based upon his performance of $5000, which shall be paid in June. The Administrator shall receive the full amount of such payment if he is rated Highly Effective on his final year-end evaluation; one half of this amount if he is rated Effective on his final year end evaluation, and shall not receive any payment if he is rated Minimally Effective or Ineffective on his final year-end evaluation.
Merit Pay. For the life of this Agreement, the Board agrees not to institute a merit pay plan without first negotiating same with the MHEA.
Merit Pay. 13.2.1. Step Increase Pay – Bargaining unit employees will be eligible for Step Increase Pay based upon receipt of year-end performance appraisal ratings issued by the assigned supervisor. Step Increase Pay will be paid according to the following:
Merit Pay. 24.7 A Performance-based Salary Increase (PSI) may be granted in accordance with the procedure provided in this Article as recognition for employees’ contributions at work.
Merit Pay. An employee will be eligible for merit pay based on job performance if they are being paid at the maximum of their salary range. Merit payments will be paid in a lump-sum payment on/near the employee’s classification date in conjunction with the employee’s performance evaluation. An employee, who is currently not being paid at maximum and is eligible for range movement, and whose salary would otherwise exceed the maximum of the salary range when the agreed upon range movement amount is added to their base salary, is also eligible for merit pay. In this case, the merit pay increase will first be applied to the employee’s base salary to bring it to the maximum of the salary range and the remainder of the merit pay increase will be paid in a lump-sum payment. For years 2019 and 2020, the merit pay amount is an amount up to five (5) percent of the employee’s salary range maximum. Decisions on merit pay are not grievable.
Merit Pay. If no personal leave (paid or unpaid) is taken during the school year, then the classified employee shall receive merit pay equal to one and one-half (1-1/2) per diem. If no sick leave is taken during the school year, then the classified employee shall receive merit pay equal to one and one-half (1-1/2) per diem. To qualify for payment: if a 12-month employee, an employee shall have worked the nine (9) months prior, if an 11- month or less employee, they shall have worked the seven (7) months prior.
Merit Pay. 1. In accordance with Section 1250 of the revised School Code, the district must implement a method of compensation for its teachers that includes a job performance and accomplishments as a significant factor in determining compensation and additional compensation
Merit Pay. Any merit pay shall be equal to that of tenured teachers.
