Merit Pay Increases. Employees are eligible for merit pay increases on their pay anniversary date. Merit pay is based on the individual employee’s job performance. A performance appraisal is required to support a merit pay increase. During the performance appraisal, the employee will be evaluated on a four-point scale utilizing the City’s Employee Performance Appraisal Form. Point splitting is not permitted. That is, the supervisor may not issue scores such as, for example, a 2 ½ or a 2.8. Instead, for each performance criterion, the supervisor must give the employee one of the following scores: 1 – Does not meet standards; 2 – Meets standards; 3 – Exceeds standards; or 4 – Distinguished After all performance criteria have been scored, the scores are totaled and then divided by the total number of performance criteria to determine the average overall score. The average overall score will be used to determine the employee’s merit pay increase as set forth below: Merit pay increases will be retroactive to the employee’s pay anniversary date. In the event the employee’s current base rate of pay is lower than the top of the pay range, any merit pay increase will be added to the employee’s base rate of pay. If the employee’s merit pay increase is larger than the difference between the employee’s current base rate of pay and the top of the pay range, the employee’s base rate of pay will be increased to the top of the pay range and the balance of the merit pay award will be issued by the City as a lump sum. Finally, if the employee’s current base rate of pay is already at the top of the pay range, the amount of the merit pay award will be issued by the City as a lump sum payment. In the event an employee receives an average overall score between 1.0 – 1.99 and, therefore, receives no merit pay increase, the employee’s supervisor is required to develop a written performance improvement plan in consultation with the Human Resources Department. Thereafter, the supervisor shall provide the written plan to the employee, and, after the employee signs, the supervisor shall forward a copy of the signed performance improvement plan to the Human Resources Department.
Merit Pay Increases a. The members covered under this agreement are separated into six (6) job classifications; i. Police Sergeant
Merit Pay Increases. All bargaining unit employees shall be subject to job performance evaluations in accordance with the Town’s Personnel Policies which shall be used to determine (a) whether or not a probationary period has been completed satisfactorily; and if so how much of a pay increase has been earned; (b) the extent to which an employee is meeting his/her job expectations and goals as established by his/her supervisor on an annual basis; and if so how much of a pay increase has been earned; and (c) the extent to which employee conduct or behavior has been modified upon identification by a supervisor of a need for improvement. A copy of this policy and the evaluation form to be used is attached hereto as Appendix D.
Merit Pay Increases. Employees shall be granted a one (1) step advance in pay in the same salary range under the following conditions:
A. From Step 1. Upon completion of the established period in Step 1 with an overall performance evaluation rating of satisfactory or higher.
B. From Steps Above Step 1. Upon completion of the required length of service in respective steps as shown in the pay plan with an overall performance evaluation rating of satisfactory or higher.
Merit Pay Increases. Employees will be eligible to receive merit pay increases as described below. Employees are eligible for merit pay increases on their pay anniversary date. Merit pay is A performance appraisal is required to support a merit pay increase. During the performance appraisal, the employee will be evaluated on a four-point scale utilizing the Employee Performance Appraisal Form. Point splitting is not permitted. That is, the supervisor may not issue scores such as, for example, a 2 ½ or a 2.8. Instead, for each performance criteria, the supervisor must give the employee one of the following scores.
1 Does not meet standards, 2 Meets standards, 3 Exceeds standards, or 4 Distinguished After all performance criteria have been scored, the scores are totaled and then divided by the total number of performance criteria to determine the average overall score. The average overall score will be used to determine the merit pay increase as set forth below:
Merit Pay Increases. Employees will be eligible to receive merit pay increases as described below. Employees are eligible for merit pay increases on their pay anniversary date. Merit pay is based on the individual employee’s job performance. A performance appraisal is required to support a merit pay increase. During the performance appraisal, the employee will be evaluated on a four point scale utilizing the City’s Employee Performance Appraisal Form. Point splitting is not permitted. That is, the supervisor may not issue scores such as, for example, a 2 ½ or a 2.8. Instead, for each performance criteria, the supervisor must give the employee one of the following scores. • 1 – Does not meet standards, • 2 – Meets standards, • 3 – Exceeds standards, or • 4 – Distinguished After all performance criteria have been scored, the scores are totaled and then divided by the total number of performance criteria to determine the average overall score. The average overall score will be used to determine the employee’s merit pay increase as set forth below: Average overall score Amount of increase 1.0-1.99 No increase 2.0-2.59 2% increase 2.6-3.19 3% increase 3.2-3.69 4% increase 3.7-4.0 5% increase Merit pay increases will be retroactive to the employee’s pay anniversary date. The performance appraisal is to help an employee be successful in performance and to understand the standards and goals of their position and their department. The evaluation process shall not, by itself, constitute disciplinary action, but may be referred to in disciplinary situations. Employees will be given a copy of the evaluation. Employees will be required to sign the evaluation within ten working days, acknowledging its receipt. Evaluations are not grievable, however, employees may elect to provide a written response to the evaluation. In the event the employee’s base rate of pay is lower than the top of the pay range, any merit pay increase will be added to the employee’s base rate of pay. If the employee’s merit pay increase is larger than the difference between the employee’s current base rate of pay and the top of the pay range, the employee’s base rate of pay will be increased to the top of the pay range and the balance of the merit pay award will be issued by the City as a lump sum. Finally, if the employee’s current base rate of pay is already at the top of the pay range, the amount of the merit pay award will be issued by the City as a lump sum payment. In the event an employee receives an average ove...
Merit Pay Increases. The Employer shall have the right to grant individual Employees merit pay increases above the contract pay rates without evaluation and not subject to objection or grievance by the Union.
