Merit Review. The department chair shall conduct an annual evaluation of every bargaining unit faculty member in accordance with the department's bargaining unit faculty member evaluation criteria established pursuant to Subsection (A).
Merit Review. In any review of merit selection procedures, Station Managers will be involved in the process of selecting station staff to act in higher grade.
Merit Review. A. Annual Merit Review for NTT Faculty. In addition to review for renewal, NTT faculty, like all instructional staff including tenure-track faculty, must be evaluated annually according to Article VIII: Merit Evaluation. These evaluations of performance will take the form of standard faculty review procedures. The chair of the department is responsible for annual evaluation of the NTT faculty member for teaching, service and scholarship according to department criteria. Departmental/unit criteria for merit must be developed by departmental/unit faculty and be approved by them, and the departmental/unit chair, xxxx, and xxxxxxx. The official department criteria must include the date of faculty approval. Since NTT faculty have responsibility primarily for teaching, peer review by senior faculty should be utilized by the department chair. Evaluations will be kept on file as one basis for decisions regarding reappointment. The general criteria for annual review for merit (salary) raises of NTT faculty are shown below, but the specific criteria will be developed by departmental/unit faculty and be approved by them, and the departmental/unit chair, respective xxxx, and xxxxxxx and may vary depending on department and college needs. Teaching and teaching-related activities and professional development 70% Service to the faculty member’s profession, FHSU and the community 20% Scholarship 10%
Merit Review. If a unit member disagrees with their performance evaluation and fails to get a merit increase, s/he may submit a grievance as per Article XXXI up to Stage 2, the Superintendent level.
Merit Review. See Section E, Part 2. All items listed in initial review will be given a merit review.
Merit Review. Merit payments will continue while the employee continues to demonstrate meeting the criteria. The employee will be required to demonstrate their continuing eligibility for merit payment at annual appraisal. If following the appraisal, it appears the employee no longer meets the criteria, the employer will notify the employee with the intent to consult before making a final decision. As always, the employee is entitled to seek advice from NZNO and to be represented if the employee so wishes. If the employee is not meeting the criteria, the merit payment shall cease to be paid. Medical Receptionist/Clerical/Administrative Employee Merit Criteria The merit level shall be achieved for those medical receptionist/clerical/administration staff that meet the required criteria.
Merit Review. The Employee shall be eligible for an annual merit review based on performance and profitability of the Company.
Merit Review. At least 15 days prior to employee's merit increase anniversary date, the appointing authority shall notify the Human Resources Director and the employee in writing of his decisions regarding approval, denial or deferment of a merit increase. In all cases, the recommendation of the appointing authority shall be based on the employee's performance. Sec. 517 Sec. 518 Sec. 519 DENIAL OF MERIT INCREASE: If, in the appointing authority's judgment, the employee's performance does not warrant a merit salary increase on his anniversary date, the Department Head may deny the increase and must complete the County performance evaluation rating form. Within 26 pay periods of that employee's anniversary date, the employee may request a review of his merit increase by the appointing authority or the appointing authority, by his own initiative, may review the matter. If the appointing authority concurs with the requested review or if the appointing authority independently initiates his own review, then the appointing authority shall reopen the matter by submitting another performance rating and recommendation. If an employee's merit increase is deferred and granted within the year, that employee's next merit increase shall not be due until 26 pay periods have elapsed from the first day of the pay period on which the increase was actually granted. If the merit increase was approved on or before the fifth working day of the pay period, his anniversary date shall be deemed to be the first day of that pay period during which the increase was granted. If the merit increase was approved and effective on or after the sixth working day of the pay period, then his anniversary date shall be deemed to be the first day of the pay period following the effective date of the merit increase. An employee's anniversary date will be adjusted accordingly. CORRECTING ERROR IN OVERLOOKING MERIT INCREASE: Upon discovery that an employee who would otherwise have been recommended for an anniversary merit increase failed to receive such increase as the result of an oversight of his anniversary date, the Auditor-Controller shall compensate the employee for the additional salary he should have received dating from his anniversary date by adding said additional salary to the employee's next biweekly paycheck. In such cases, there shall be no adjustment of an employee's anniversary date.
