Merit Wage Increase. During the life of this Agreement, the Company will provide a merit floor in at least four (4) of the five (5) years of this agreement (2021-2025), to all eligible employees in each classification as specified in the table below. If during the life of this Agreement, the Company does not offer a merit pool to all San Diego employees, the Company may elect to not provide a merit floor for one (1), but only one (1), of the five (5) years of this agreement (2021-2025). Merit increases, in the years provided, will not be less than the floor percentage as follows: * YEAR CLASSIFICATION/ Labor Grade Master Machinist, Machinist, T&D, PMTM, GT Mech, SM Exp. Mechanic, GC Mechanic, QTT, HVAC, Xxxxx, XX Insp, Pattern Maker 1, 2, 3, Eng. Mech, GMM, Prec Insp, Gen Insp, Mech Test Insp, SPM, Tool Cutter Grind, Metal Form Oper, Plasma Spray Oper, SMM, Turb Gen Mech, Veh. Oper. 5,6,7,8,9,10 *2021 2.5% 2.5% 2.5% *2022 2.5% 2.5% 2.5% *2023 2.5% 2.5% 2.5% *2024 2.5% 2.5% 2.5% *2025 2.5% 2.5% 2.5% Each employee’s merit floor will be calculated by multiplying the maximum rate of his or her classification by the applicable percentage shown in the table above. Individual employee merit pay increases shall be administered consistent with Article 13.09 and 13.10 of the current Agreement and established merit program guidelines. Employees with active written notice of disciplinary action for attendance, quality, productivity, insubordination, safety, or misuse of time are not eligible for merit increases. Employees with below average/did not meet expectations performance ratings are also not eligible for merit increases. Employees receiving no increase as a result of a below average/did not meet expectations performance rating may request a formal re-evaluation of the merit during the mid-cycle review. *Per Article 13.10, the Company at its sole discretion may further increase the merit pay rate for any given job classification in an amount greater than that specified. This *Section, 13.13, is subject to the grievance procedure up to and including Step Three, but is not subject to arbitration.
Merit Wage Increase. Each employee will be subject to a performance review for consideration of a merit wage increase on October 1st of each year. Any person who has been employed less than one (1) year, as of October 1st of each year, is eligible for a merit increase. Any employee at the maximum of their respective Salary Range will not be eligible for a merit increase. Employees who receive a “meets expectations” will not receive a merit increase. Employees who receive an “exceeds expectations” on their performance evaluation, and are not at the maximum of their Salary Range, will receive a merit increase of 1%. Employees who receive an “outstanding” review, and are not at the maximum of their Salary Range, will receive a two percent (2.0%) merit increase. Any employee receiving a “fails to meet expectations” review will be given ninety (90) additional calendar days to improve their performance to a minimum of “meets expectations”. If the employee achieves “exceeds expectations”, or above, after their ninety (90) day reassessment evaluation, they will receive a merit wage increase as described above. If an employee, at the end of the additional ninety (90) days, still “fails to meet expectations”, this will be grounds for disciplinary action, up to and including termination.
Merit Wage Increase. All employees in this bargaining unit shall be evaluated using the employee performance evaluation form. After successful completion of a minimum of a 3.0 average, all employees in this bargaining unit shall be placed in his/her appropriate classification in accordance with the provisions of Appendix A or B, as applicable, and shall receive the corresponding rate as follows: WAGES: Based upon 2,080 yearly hours of work Effective Date: 10/01/04 10/01/05 10/01/06 Dispatchers: Probationary $26,936 $28,013 $29,134 Dispatcher I $29,786 $30,975 $32,214 Dispatcher II $32,847 $34,158 $35,534 Dispatcher III $35,360 $36,774 $38,245 Police Officers:Probationary $33,634 $34,977 $36,165 Patrol Officer I $37,170 $38,655 $40,201 Patrol Officer II $38,189 $39,716 $41,305 Patrol Officer III $39,062 $40,622 $42,247 Patrol Officer IV $40,955 $42,590 $44,294 Patrol Officer V $43,056 $44,778 $46,569 Patrol Officer VI $46,218 $48,065 $49,988 Master Patrolman I $47,237 $49,125 $51,090 Master Patrolman II $48,235 $50,162 $52,168 Corporal $ 49,837 $51,829 $53,902 Sergeant $53,706 $55,852 $58,086 Negotiated wages for all members of the bargaining unit for FY 2006-2007 shall be equal to four percent (4.5%) general wage increase over FY 2007-2008 rates and shall be retroactive to October 1, 2007. Also the pay scales shall be adjusted to reflect the 4.5% increase.
