Common use of Merit Plan Clause in Contracts

Merit Plan. Staff Associates shall be entitled to participate in the Employer’s merit plan, subject to the provisions hereinafter provided and such other terms, conditions, and limitations as the Employer may, from time to time and in its sole and exclusive discretion, establish for participation in said plan. Individual merit plan awards under the plan in effect as of April 16, 2008, are determined as follows: Employees who are in the developing range of the salary schedule are not eligible for merit pay. These employees are moved up to the next step automatically with a satisfactory evaluation. The employee moves into the merit pay system when they reach the competitive minimum in their pay grade. 1.) the merit pool percentage, 2.) the employee’s current salary, and 3.) the employee’s evaluation score. The merit pool percentage is established each year by the Library Board. This percentage is then multiplied by the total base salaries of the eligible group. This is the total pool of dollars available for merit pay for the year (T1). The employee’s current salary is divided by the total salary for those who are eligible to receive a merit payment resulting in T2. The employee’s evaluation score is divided by the total evaluation scores for those who are eligible to receive a merit payment resulting in T3. T2 is then multiplied by T3 resulting in T4. The T4 for that employee is then divided by the total of T4 for all employees resulting in T5. T5 is then multiplied by T1 to determine each employee’s merit payment. The merit payment is then added to the employee’s base salary. This figure (N1) is then compared to the maximum salary in the respective pay grade. If N1 is less than the maximum salary this becomes the employee’s new salary. If N1 is greater than the maximum salary, the maximum salary becomes the employee’s new salary and the difference is paid to the employee in a lump sum payment (not added to the base). The Employer agrees to establish a process that will permit employees to appeal their final rating and merit determination if they believe an error has occurred. Such appeal shall be made in writing within thirty (30) days of the Employer’s merit determination. The employee’s appeal shall be heard within thirty (30) days of filing by a committee comprised of the employee’s Department Manager, the Associate Director and Director. The Committee’s decision shall be final and binding and shall not be subject to further appeal. If desired, employees will be permitted to have a representative accompany them in meetings with the Committee.

Merit Plan. Staff Associates Librarians shall be entitled to participate in the Employer’s merit plan, subject to the provisions hereinafter provided and such other terms, conditions, and limitations as the Employer may, from time to time and in its sole and exclusive discretion, establish for participation in said plan. Individual merit plan awards under the plan in effect as of April 16, 2008, are determined as follows: Employees who are in the developing range of the salary schedule are not eligible for merit pay. These employees are moved up to the next step automatically with a satisfactory evaluation. The employee moves into the merit pay system when they reach the competitive minimum in their pay grade. 1.) the merit pool percentage, 2.) the employee’s current salary, and 3.) the employee’s evaluation score. The merit pool percentage is established each year by the Library Board. This percentage is then multiplied by the total base salaries of the eligible group. This is the total pool of dollars available for merit pay for the year (T1). The employee’s current salary is divided by the total salary for those who are eligible to receive a merit payment resulting in T2. The employee’s evaluation score is divided by the total evaluation scores for those who are eligible to receive a merit payment resulting in T3. T2 is then multiplied by T3 resulting in T4. The T4 for that employee is then divided by the total of T4 for all employees resulting in T5. T5 is then multiplied by T1 to determine each employee’s merit payment. The merit payment is then added to the employee’s base salary. This figure (N1) is then compared to the maximum salary in the respective pay grade. If N1 is less than the maximum salary this becomes the employee’s new salary. If N1 is greater than the maximum salary, the maximum salary becomes the employee’s new salary and the difference is paid to the employee in a lump sum payment (not added to the base). The Employer agrees to establish a process that will permit employees librarians to appeal their final rating and merit determination if they believe an error has occurred. Such appeal shall be made in writing within thirty (30) days of the Employer’s merit determination. The employeelibrarian’s appeal shall be heard within thirty (30) days of filing by a committee comprised of the employeeLibrarian’s Department Manager, the Associate Director and Director. The Committee’s decision shall be final and binding and shall not be subject to further appeal. If desired, employees librarians will be permitted to have a representative accompany them in meetings with the Committee.

Merit Plan. Staff Associates Librarians shall be entitled to participate in the Employer’s merit plan, subject to the provisions hereinafter provided and such other terms, conditions, and limitations as the Employer may, from time to time and in its sole and exclusive discretion, establish for participation in said plan. Individual merit plan awards under the plan in effect as of April 16, 2008, are determined as follows: Employees who are in the developing range of the salary schedule are not eligible for merit pay. These employees are moved up to the next step automatically with a satisfactory evaluation. The employee moves into the merit pay system when they reach the competitive minimum in their pay grade. 1.) the merit pool percentage, 2.) the employee’s current salary, and 3.) the employee’s evaluation score. The merit pool percentage is established each year by the Library Board. This percentage is then multiplied by the total base salaries of the eligible group. This is the total pool of dollars available for merit pay for the year (T1). The employee’s current salary is divided by the total salary for those who are eligible to receive a merit payment resulting in T2. The employee’s evaluation score is divided by the total evaluation scores for those who are eligible to receive a merit payment resulting in T3. T2 is then multiplied by T3 resulting in T4. The T4 for that employee is then divided by the total of T4 for all employees resulting in T5. T5 is then multiplied by T1 to determine each employee’s merit payment. The merit payment is then added to the employee’s base salary. This figure (N1) is then compared to the maximum salary in the respective pay grade. If N1 is less than the maximum salary this becomes the employee’s new salary. If N1 is greater than the maximum salary, the maximum salary becomes the employee’s new salary and the difference is paid to the employee in a lump sum payment (not added to the base). The Employer agrees to establish a process that will permit employees librarians to appeal their final rating and merit determination if they believe an error has occurred. Such appeal shall be made in writing within thirty (30) days of the Employer’s merit determination. The employeelibrarian’s appeal shall be heard within thirty (30) days of filing by a committee comprised of the employeeLibrarian’s Department Manager, the Associate Deputy Director and Director. The Committee’s decision shall be final and binding and shall not be subject to further appeal. If desired, employees librarians will be permitted to have a representative accompany them in meetings with the Committee.