Common use of Merit Salary Increases Clause in Contracts

Merit Salary Increases. Each academic unit shall develop a Performance Rubric and a Merit Application Form for the purposes of assigning annual performance scores on a whole number scale from 1 (low) to 5 (high). The Performance Rubric, which is subject to approval of Oakland, shall be developed and reviewed by the academic unit in consultation with the appropriate xxxx or director. The Performance Rubric shall be consistent with the academic unit’s approved Review Statement and Workload Policy. Proposed Performance Rubrics and Merit Application forms shall be submitted to the applicable xxxx by December 15. By January 31, Oakland shall either approve the documents as submitted, or return them with suggested revisions to the academic unit for reconsideration. If necessary, the academic unit shall submit revised documents by February 28. If Oakland does not approve the revised documents by March 15, Oakland shall meet with the chair, or designated faculty member in units without chairs, to resolve the differences. If an agreement cannot be reached by April 1, the final documents shall be as last provided by Oakland. Revision and re-approval of an academic unit’s Performance Rubric and Merit Application Form may be initiated by either Oakland or the academic unit, and shall follow the procedures and schedule described above. Absent a request for revision or reapproval, the previous year’s Performance Rubric and Merit Application Form shall remain applicable. The Association shall receive copies of all approved Performance Rubrics within thirty (30) working days of Oakland approval. a. By May 15 of each year, each faculty member shall submit to their department chair (or other unit-designated faculty member in units without chairs) and Oakland an annual activity report, using the approved Merit Application Form and consistent with the approved Performance Rubric. The activities reported shall be limited to those from the previous May 1 through April 30. b. By June 1 of each year, each academic unit shall provide Oakland with a proposed performance score for each faculty member in the academic unit by applying the unit’s Performance Rubric to the contents of the faculty member’s activity report. Oakland shall consolidate the scores into the appropriate merit pay groups of paragraph 79. c. The performance scores shall be used by Oakland to distribute merit salary increases. Oakland, in consultation with the department chairs (or other unit- designated faculty member in units without chairs) within each merit pay group may modify the performance score assigned to any faculty member by one whole number. Any score modification must be communicated by Oakland before June 20 to the affected faculty member in writing with justification based on the faculty member's approved Performance Rubric and submitted activity report. Any faculty member whose score is modified downward may appeal the modification to the appropriate xxxx or director in writing within 5 business days of receiving notice. d. In the event that Oakland wishes to adjust more than 20% of the proposed performance scores from an academic unit, Oakland shall give the academic unit a single opportunity to reconsider the proposed performance scores. The request for reconsideration shall be made before June 20 and be accompanied by Oakland’s suggested adjustments. A revised set of proposed performance scores, if any, shall be submitted to Oakland before July 5. In the event that Oakland wishes to adjust more than 20% of the set of revised performance scores, Oakland may modify any performance scores in that set without restriction; otherwise Oakland may modify performance scores in that set subject to the restriction in subparagraph c above. e. Once all appeals have been reviewed and acted upon, Oakland shall distribute the entire merit pool defined in paragraph 81 within the merit pay group such that 1) the maximum percentage merit salary increase received by any faculty member in the merit pay group is at most twice the merit pay increase shown in paragraph 81, 2) the minimum percentage merit salary increase received by any faculty member in the merit pay group shall be 0.5% in 2021-2022 and 0.75% in 2022-2023, and 0.75% in 2023-2024; 3) if the faculty member did not participate in that process, then the faculty member shall have a merit score of zero and not be entitled to any merit salary increase; 4) faculty members with the same final performance score in the same merit pay group shall receive the same percentage merit salary increase, and 5) faculty with higher final performance scores in a merit pay group shall receive larger percentage merit salary increases than those with lower performance scores in the same merit pay group. f. Assignments of merit salary increases under this Agreement shall be made on or before July 31 preceding the academic year to which they apply. The performance scores and merit salary decisions made pursuant to this paragraph 80 are not grievable.

Merit Salary Increases. Each academic unit shall develop a Performance Rubric and a Merit Application Form for the purposes of assigning annual performance scores on a whole number scale from 1 (low) to 5 (high). The Performance Rubric, which is subject to approval of Oakland, shall be developed and reviewed by the academic unit in consultation with the appropriate xxxx or director. The Performance Rubric shall be consistent with the academic unit’s approved Review Statement and Workload Policy. Proposed Performance Rubrics and Merit Application forms shall be submitted to the applicable xxxx by December 15. By January 31, Oakland shall either approve the documents as submitted, or return them with suggested revisions to the academic unit for reconsideration. If necessary, the academic unit shall submit revised documents by February 28. If Oakland does not approve the revised documents by March 15, Oakland shall meet with the chair, or designated faculty member in units without chairs, to resolve the differences. If an agreement cannot be reached by April 1, the final documents shall be as last provided by Oakland. Revision Initial Performance Rubrics and Merit Application Forms shall be approved by April 1, 2016 following the procedure and schedule described above, and shall be revised and reapproved using the same procedure and schedule during the 2016-2017 academic year. Thereafter, revision and re-approval of an academic unit’s Performance Rubric and Merit Application Form may be initiated by either Oakland or the academic unit, and shall follow the procedures and schedule described above. Absent a request for revision or reapproval, the previous year’s Performance Rubric and Merit Application Form shall remain applicable. The Association shall receive copies of all approved Performance Rubrics within thirty (30) working days of Oakland approval. a. By May 15 of each year, each faculty member shall submit to their department chair (or other unit-designated faculty member in units without chairs) and Oakland an annual activity report, using the approved Merit Application Form and consistent with the approved Performance Rubric. The activities reported shall be limited to those from the previous May 1 through April 30. b. By June 1 of each year, each academic unit shall provide Oakland with a proposed performance score for each faculty member in the academic unit by applying the unit’s Performance Rubric to the contents of the faculty member’s activity report. Oakland shall consolidate the scores into the appropriate merit pay groups of paragraph 79. c. The performance scores shall be used by Oakland to distribute merit salary increases. Oakland, in consultation with the department chairs (or other unit- designated faculty member in units without chairs) within each merit pay group may modify the performance score assigned to any faculty member by one whole number. Any score modification must be communicated by Oakland before June 20 to the affected faculty member in writing with justification based on the faculty member's approved Performance Rubric and submitted activity report. Any faculty member whose score is modified downward may appeal the modification to the appropriate his or her xxxx or director in writing within 5 business days of receiving notice. d. In the event that Oakland wishes to adjust more than 20% of the proposed performance scores from an academic unit, Oakland shall give the academic unit a single opportunity to reconsider the proposed performance scores. The request for reconsideration shall be made before June 20 and be accompanied by Oakland’s suggested adjustments. A revised set of proposed performance scores, if any, shall be submitted to Oakland before July 5. In the event that Oakland wishes to adjust more than 20% of the set of revised performance scores, Oakland may modify any performance scores in that set without restriction; otherwise Oakland may modify performance scores in that set subject to the restriction in subparagraph c above. e. Once all appeals have been reviewed and acted upon, Oakland shall distribute the entire merit pool defined in paragraph 81 within the merit pay group such that 1) the maximum percentage merit salary increase received by any faculty member in the merit pay group is at most twice the merit pay increase shown in paragraph 81, 2) the minimum percentage merit salary increase received by any faculty member in the merit pay group shall be 0.5% in 2021-2022 and 0.75% in 2022-2023, and 0.75% in 2023-2024;%. 3) if the faculty member did not participate in that process, then the faculty member shall have a merit score of zero and not be entitled to any merit salary increase; 4) faculty members with the same final performance score in the same merit pay group shall receive the same percentage merit salary increase, and, 54) faculty with higher final performance scores in a merit pay group shall receive larger percentage merit salary increases than those with lower performance scores in the same merit pay group. f. Assignments of merit salary increases under this Agreement shall be made on or before July 31 preceding the academic year to which they apply. The performance scores and merit salary decisions made pursuant to this paragraph 80 are not grievable.

Merit Salary Increases. Each academic unit a. Following successful completion of a probationary period, as defined in Section 6.5 of this Agreement, each employee in each UNION represented job classification may be eligible on each anniversary date of his or her employment, for a merit salary increase in an amount up to five percent (5%) annually until the employee has reached the top range of the job classification. Merit salary increases shall develop not be automatic merely upon completion of a Performance Rubric and specific period of service. All merit salary increases shall be based upon merit as established by a Merit Application Form current, written satisfactory employee performance evaluation, which shall cover the twelve (12) month period immediately prior to the employee's last anniversary date. Additionally, an employee's prior record of performance for the purposes previous twenty-four (24) months may be considered to a lesser extent than the current evaluation in determining an employee's eligibility for a merit salary increase. Increases must be recommended by the employee's immediate supervisor and approved by the Executive Director, or his/her designee. b. Standards of assigning annual performance scores on a whole number scale from 1 (low) to 5 (high). The shall become progressively higher as the employee proceeds through the salary range. c. Performance Rubric, which is subject to approval of Oakland, evaluations shall be developed and reviewed by the academic unit in consultation with the appropriate xxxx or director. The Performance Rubric shall be consistent with the academic unit’s approved Review Statement and Workload Policy. Proposed Performance Rubrics and Merit Application forms shall be submitted to the applicable xxxx by December 15. By January 31, Oakland shall either approve the documents as submitted, or return them with suggested revisions to the academic unit for reconsideration. If necessary, the academic unit shall submit revised documents by February 28. If Oakland does not approve the revised documents by March 15, Oakland shall meet with the chair, or designated faculty member in units without chairs, to resolve the differences. If an agreement cannot be reached by April 1, the final documents shall be as last provided by Oakland. Revision and re-approval of an academic unit’s Performance Rubric and Merit Application Form may be initiated by either Oakland or the academic unit, and shall follow the procedures and schedule described above. Absent a request for revision or reapproval, the previous year’s Performance Rubric and Merit Application Form shall remain applicable. The Association shall receive copies of all approved Performance Rubrics due within thirty (30) working calendar days of Oakland approval. a. By May 15 of each year, each faculty member shall submit to their department chair (or other unit-designated faculty member in units without chairs) and Oakland an annual activity report, using the approved Merit Application Form and consistent with the approved Performance Rubricemployee’s anniversary date. The activities reported AUTHORITY shall provide a list of evaluations(s) to the Executive Director which have become overdue including due date, and the name of the immediate Supervisor. Said notice shall also be sent to the UNION Xxxxxxx for the unit in which the represented employee is a member, and to the Executive Director monthly. A merit salary increase recommended following a delayed evaluation shall be limited to those from the previous May 1 through April 30. b. By June 1 of each year, each academic unit shall provide Oakland with a proposed performance score for each faculty member in the academic unit by applying the unit’s Performance Rubric retroactive to the contents of the faculty member’s activity report. Oakland shall consolidate the scores into the appropriate merit pay groups of paragraph 79. c. The performance scores shall be used by Oakland to distribute merit salary increases. Oakland, in consultation with the department chairs (or other unit- designated faculty member in units without chairs) within each merit pay group may modify the performance score assigned to any faculty member by one whole number. Any score modification must be communicated by Oakland before June 20 to the affected faculty member in writing with justification based on the faculty memberemployee's approved Performance Rubric and submitted activity report. Any faculty member whose score is modified downward may appeal the modification to the appropriate xxxx or director in writing within 5 business days of receiving noticeanniversary date. d. In cases where inferior work, lack of application or indifference have resulted in a less than a satisfactory performance evaluation, the event immediate supervisor may recommend and the Executive Director may approve that Oakland wishes to adjust more than 20% of the proposed performance scores from an academic unit, Oakland shall give the academic unit a single opportunity to reconsider the proposed performance scoresmerit salary increase be withheld. The request for reconsideration Merit salary increases shall be made before June 20 re-reviewed within six (6) months following denial by a follow-up written performance evaluation. e. The withholding of a merit salary increase is not considered a disciplinary action and be accompanied by Oakland’s suggested adjustments. A revised set of proposed performance scores, if any, shall be submitted to Oakland before July 5. In the event that Oakland wishes to adjust more than 20% of the set of revised performance scores, Oakland may modify any performance scores in that set without restriction; otherwise Oakland may modify performance scores in that set is not subject to the restriction in subparagraph c above. e. Once all appeals have been reviewed grievance procedure. Employees may submit written rebuttals to any performance evaluation and acted upon, Oakland shall distribute the entire merit pool defined in paragraph 81 within the merit pay group such that 1) the maximum percentage merit salary increase received by any faculty member in the merit pay group is at most twice the merit pay increase shown in paragraph 81, 2) the minimum percentage merit salary increase received by any faculty member in the merit pay group said rebuttal shall be 0.5% in 2021-2022 and 0.75% in 2022-2023, and 0.75% in 2023-2024; 3) if attached to the faculty member did not participate in that process, then the faculty member shall have a merit score of zero and not be entitled to any merit salary increase; 4) faculty members with the same final performance score in the same merit pay group shall receive the same percentage merit salary increase, and 5) faculty with higher final performance scores in a merit pay group shall receive larger percentage merit salary increases than those with lower performance scores in the same merit pay groupevaluation. f. Assignments It is understood that during the course of merit salary increases under this Agreement shall be made on or before July 31 preceding any evaluation period the academic year employee's immediate supervisor will advise employees as to which they apply. The performance scores any work- related deficiencies, and merit salary decisions made pursuant will advise employees of remedies to this paragraph 80 are not grievableovercome such deficiencies.