Merit Process. An employee who wishes to be considered for a merit classification, in accordance with this Article, will put their request in writing to their Manager. Upon receiving the request the Manager will convene a meeting with the employee and the Manager, Human Resources, for the purpose of discussing expectations and timelines for completing the process. Within the next thirty (30) days the employee will submit a document supporting the merit promotion with conclusions for each of the criteria to their Manager and Manager, Human Resources. The Manager and Manager, Human Resources will have thirty days to review the employee’s document and may discuss with the employee the conclusions submitted. If the employee’s request is successful the merit increase will be applied retroactive to the date of the initial request. If the employee’s request is denied the Manager and Manager, Human Resources, will meet with the employee to provide an explanation of how the employee fell short of criteria expectations. An employee who has been unsuccessful in their application may reapply a year after their initial application. The thirty (30) day timeline may only be extended by mutual consent. Failure of an employee to comply with the timeline will cause the timeline to be reset requiring the employee to resubmit their request.
Merit Process. The Xxxx or Administrative Head is accountable for developing the unit’s merit process, in conjunction with the ASPA collective agreement, and determining the decision making process for merit for ASPA members within their College or Unit. The Xxxx or Administrative Head is to forward all merit documentation to People and Resources by 15 June. The Merit Audit Committee may request the Xxxx or Administrative Head to report on the College/Unit merit process in order to fulfill the audit process.
Merit Process. An employee who wishes to be considered for one of the above listed “Senior” classifications, in accordance with this Article, shall be eligible to apply no earlier than the completion of one (1) year at the top of the respective classification schedule. The eligible employee shall submit a written application for the desired “Senior” position with details supporting arguments for each of the above criteria to their Manager with a copy to Human Resources. The Company will have thirty (30) days to assess the employee’s candidacy and determine if there is the means to increase the number of senior employees in this classification. Within this thirty (30) day period, the Manager and Human Resources representative shall conduct a meeting with the employee to discuss the merits of the case submitted.
Merit Process. An employee who wishes to be considered for a merit classification must put his/her request in writing to their Manager. A brief initial meeting will be held with the employee, the Manager and Manager – Human Resources to discuss expectations and timelines. The employee will have thirty (30) calendar days from the time of the initial meeting to submit his/her application with required examples of conclusions to the Manager and the Manager – Human Resources, failing which the application is considered to be void. The Manager and CTV Ottawa/ONG Manager – Human Resources will have thirty (30) calendar days to review the application in consultation with the Vice-President and General Manager. If the employee’s application is successful, the merit increase will be paid retroactive to the date of the employee’s initial written request. Should the employee fail to meet the thirty (30) calendar day requirement to submit their application and his/her application it thereby considered to be void, the employee may subsequently reapply and new timelines will commence. If an employee is denied a merit increase, the Manager and Manager – Human Resources will meet with the employee to provide an explanation of his/her shortfall and the employee may reapply one year after such meeting takes place. It is understood that the merit classification is not a longevity award and that a minimum of 8 out of 10 must be achieved on all of the stated criteria. Further, once an employee has successfully achieved a merit level, it is agreed that the employee will commit to achieve above standard performance on an on-going basis.
Merit Process. The University will provide to the College Xxxx or Administrative Head the eligibility of ASPA members and the number of total merit allocations available for both salary increase and lump sum bonus awards that can be issued in the College or Unit. The Xxxx or Administrative Head is accountable for developing the unit’s merit process, in conjunction with the ASPA collective agreement, and determining the decision making process for merit awards for ASPA members within their College or Unit. A merit recommendation form must be completed with a full written rationale. The Xxxx or Administrative Head is to forward all merit documentation to Human Resources by 15 June. The Merit Audit Committee may request the Xxxx or Administrative Head to report on the College/Unit merit process in order to fulfill the audit process.
Merit Process. To be considered for the merit category, employees must include such a request among their performance objectives in the annual employee review process, which is open to all Bell Media employees. Their progress will be considered and discussed in regular meetings with their manager throughout the calendar year. The criteria set forth in Article 16.4.2 may provide a framework for these discussions and specific objectives may be selected from among these criteria. However, as set forth in Article 15.1.1, the final determination will be at the sole discretion of Company Management and may involve factors unrelated to individual performance. Success in these listed criteria alone does not guarantee Merit level.
Merit Process. An employee who wishes to be considered for a merit classification must put his/her request in writing to their Manager. A brief initial meeting will be held with the employee, the Manager and Manager B Human Resources to discuss expectations and timelines. The employee will have thirty (30) calendar days from the time of the initial meeting to submit his/her application with required examples of conclusions to the Manager and the Manager B Human Resources, failing which the application is considered to be void. The Manager and Manager B Human Resources will have thirty (30) calendar days to review the application in consultation with the Vice-President and General Manager. If the employee=s application is successful, the merit increase will be paid retroactive to the date of the employee=s initial written request. Should the employee fail to meet the thirty (30) calendar day requirement to submit their application and his/her application it thereby considered to be void, the employee may subsequently reapply and new timelines will commence. If an employee is denied a merit increase, the Manager and Manager B Human Resources will meet with the employee to provide an explanation of his/her shortfall and the employee may reapply one year after such meeting takes place. It is understood that the merit classification is not a longevity award and that a minimum of 8 out of 10 must be achieved on all of the stated criteria. Further, once an employee has successfully achieved a merit level, it is agreed that the employee will commit to achieve above standard performance on an on-going basis.
Merit Process. An employee who wishes to be considered for a merit classification in accordance with the article, will put their request in writing, including a document supporting the merit application with qualifications for each of the criteria. This request must be submitted to their manager in the month of January. Upon receiving the request, the manager will convene a meeting with the employee for the purpose of discussing expectations and timelines for completing the process. By March 1st, the Manager will review the employee's application and may discuss with the employee their qualifications. If the employee's request is successful the employee shall receive a senior designation and a merit increase commensurate with the operational requirements of the Employer and the role performed by the employee for the Employer. The minimum merit increase shall be the equivalent of two-‐percent (2%) on base salary. If the employee’s request is denied, the manager will meet with the employee to provide an explanation of how the employee fell short of criteria expectation. An employee who has been unsuccessful in their application may reapply a year after their initial application. It is agreed that the failure to qualify for Senior designation will not be the subject of a grievance; however, the failure to follow the process may be a subject to a grievance. The timelines may be extended by mutual consent.
