PAY FOR PERFORMANCE PROGRAM. The Contractor may earn performance-based payments by meeting quality measures as established by the Department in the following areas:
PAY FOR PERFORMANCE PROGRAM. The City of Xxxxxxx Hills strives to be a high performance organization, to recognize employees as our most important resource, and to value them for their adaptability, dedication, initiative and contributions to meaningful results. The Management and Professional employees are expected to be among the top performing employees in the City. It is through their leadership and performance that the City can achieve its goal of being a high performance organization. To achieve the goal of high performance, the parties have established this pay for performance plan. Under the plan any member of the unit shall be eligible to receive an annual lump sum payment effective at the beginning of the payroll period following which the employee’s eligibility is established. For the purposes of the Pay for Performance (PFP) program, the City agrees that members of the unit shall be evaluated annually upon his/her annual evaluation date (usually the anniversary of the date the employee was hired or promoted into his/her position). Employees who do not receive their annual performance evaluation within 45 days of its due date, may file a request with the Human Resources Department for issuance of the evaluation, including an assessment of their pay for performance pay. The Human Resources Department will contact the City Manager’s office to help ensure the evaluation is issued within 30 days. The determination as to whether an employee is eligible for pay for performance is based on whether he/she receives a performance evaluation which satisfies the following criteria: 1) the employee receives a total of at least eight points for the ratings of performance categories, valued as follows: two points for each rating of “Exceeds Often” (EP) and one point for each rating of “exceeds sometimes” (ES); and 2) the employee does not receive any performance rating of “Unsatisfactory.” Employees are eligible to receive up to five percent (5%) of their base salary for pay for performance in a lump sum payment. If the employee is eligible for pay for performance, the department head of the employee will determine the pay for performance award. During the 2015/16 Fiscal Year (for evaluation periods with end dates of July 1, 2015 through June 30, 2016), employees will be eligible to receive a PFP award based upon the employee’s evaluation for that fiscal year. For Fiscal Year 2016/17 (for evaluation periods with end dates of July 1, 2016 through June 30, 2017) and thereafter, eEvaluations...
PAY FOR PERFORMANCE PROGRAM. The Pay For Performance Program is renewed each October 1st, with agreement by the employee, Fire Chief and City Manager on special performance goals to be completed by the following September 30th. Upon successful completion, approved by the Fire Chief and City Manager, the employee will be paid an additional five percent (5%) of base salary each month beginning October 1st, for each month employed during the following twelve (12) month period, or a four and one quarter percent (4.25%) lump sum payment after the contract has been completed and is approved for payment. Employees must serve their initial twelve (12) month probationary period before becoming eligible to participate in this program. Contract guidelines are incorporated herein as Attachment “C” of this MOU.
PAY FOR PERFORMANCE PROGRAM. 11.2.1. The Contractor may earn performance-based payments by meeting quality measures as established by the Department in the following areas:
11.2.1.1. Key performance indicators. 11.2.1.2. Additional performance target(s).
11.2.2. For SFY2018 (July 01, 2017 through June 30, 2018) the pay for performance program will be focused on one or more of the following measures or activities:
11.2.2.1. Emergency room visits.
11.2.2.2. Postpartum care.
11.2.2.3. Well child checks (ages 3 to 9).
11.2.2.4. Adolescent and adult depression screening (billed FFS).
11.2.2.5. Adolescent well care (ages 13 to 20).
11.2.2.6. Evaluation and management claim within thirty (30) days of hospitalization.
11.2.2.7. Cost of care.
11.2.2.8. Member satisfaction.
11.2.2.9. Increased practice transformation efforts that include, but are not limited to: 11.
2.2.9.1. Alignment with the intent of the State Innovation Model (SIM).
PAY FOR PERFORMANCE PROGRAM. Whereas it is recognized that the Pay for Performance Program is offered by the Employer to Employees based on established criteria and the attainment of cor- porate or team based goals and objectives; And whereas, HSAA recognizes that the members of the Bargaining Unit are in support of participating in the Pay for Performance Program, provided that an opportunity to fully discuss and understand said criteria is determined. The parties agree as follows:
PAY FOR PERFORMANCE PROGRAM
