Merit Pool. Effective January 1, 2020 (for 12-month appointments) and February 1, 2020 (for 9-month appointments), the Employer will implement a salary increase program equivalent to 3.0% of the total salary pool of bargaining unit employees. Eligible bargaining unit members, as described in Section 1, will receive a merit increase of at least 1.8%. No merit increase may exceed 6.0%.
Merit Pool. (July 2003 – June 2005) Specifically excluding Academic Administrators’ faculty salaries, the merit pool for faculty will be set at 1.75% of the eligible faculty salary base as of July 1st of the year of awarding. However, in no event shall the calculation of the pool be less than $350,000 or greater than $400,000. Eligibility toward base calculation shall be defined as all tenure-track or tenured faculty holding a salary range and step, with at least one (1) year of service (as defined above) as of July 1st of the year of awarding (July 1, 2003 and July 1, 2004). (July 2005 – June 2007) Specifically excluding Academic Administrators’ faculty salaries, the merit pool for faculty will be set at 1.75% of the eligible faculty salary base as of the last full pay of the academic year preceding awarding. For pooling purposes, faculty salary base shall include all tenure-track or tenure faculty hired prior to January 1st of the pooling year but exclude: (a) those with employment agreements which precludes their eligibility to be placed on range and step by July 1st of the calendar year of award; and (b) those who are no longer employed as tenure or tenure track faculty as of the second full pay in September. The Association shall be provided a draft spreadsheet of the Faculty salary base no later than June 15th. No later than October 1st, Academic Departments and the Association shall each be provided with a final list in order to rank performance as set forth herein. Payment of awards will be made on or before the first full pay of December of the year of the award. A faculty member is not eligible for merit consideration unless he/she contributed to the merit pool.
Merit Pool. The parties agree that money withheld as the result of unsatisfactory performance shall be added to the merit pool. To meet the requirements and responsibilities of their work, many staff in the Research and Information Services Department of the University Library, who are regularly assigned to work on evening and weekends, find it impossible to take compensatory time and repeatedly work extraordinary hours during the fall and spring semesters. In order to respond to this, UCPEA and the University agree that permanent RISD staff, who meet the above criteria, shall be eligible to accrue up to 4 days compensatory time each year. Use of such compensatory time shall be arranged as a mutually agreeable time, when service demands are slower, within two years of the staff member having worked the extraordinary hours.
Merit Pool. The College shall establish an annual merit bonus pool of sixty thousand dollars ($60,000). Merit bonus lump sum payments will be paid within 60 days after the completion of the annual Performance Evaluation process. Employees who have been in the bargaining unit for at least one year as of their performance evaluation date will be eligible to receive an annual merit bonus unless disqualified due to one or more of the following: o Being placed on a Performance Improvement Plan at any time during the evaluation period. o Being subject to disciplinary action at the Written Reprimand level or above. o Receiving an overall performance evaluation rating below 3.00. The annual merit bonus pool will be distributed among eligible employees based on annual performance evaluation ratings in two tiers, ensuring that employees who earn higher overall performance ratings will receive greater merit bonus payments. The lower tier shall consist of employees earning an overall performance rating 3.00 and 3.99; the higher tier shall consist of employees earning an overall performance rating of 4.00 or above. Merit bonus calculations will be developed by the College with input from the Association on or before February 28, 2023.
Merit Pool. (July 2003 – June 2004) The merit pool for Professional Staff shall be set at 1.75% of the eligible Professional Staff as of July 1st of the year of awarding. However, in no event shall the calculation of the pool be less than $225,000 or greater that $255,000. Eligibility toward base calculation shall be defined as all Professional Staff holding a salary range and step, with at least one year of service (as defined above) as of July 1st , of the year of awarding (July 1, 2003). (July 2004 - June 2007) The merit pool for Professional Staff shall be set at 1.75% of the eligible Professional Staff salary base as of July 1st, prior to application of the across-the-board increases, for that fiscal year and excluding the base salary of any employee who leaves employment on or before June 30th of the calendar year of the award. This base shall include the salaries of continuing ten-month Professional Staff employees who are otherwise eligible to pool. Eligibility toward final base calculation shall be defined as all Professional Staff holding a salary range and step, with at least one year of service (as defined above) as of July 1st of the year preceding awarding. A Professional Staff member is not eligible for merit consideration unless he/she contributed to the merit pool. The Association shall be provided a draft spreadsheet of the Professional Staff salary base no later than July 15th to review and comment. Thereafter and no later than August 1st, Senior Administration and the Association shall each be provided with a final list.
