Performance Achievement. 45.1 The PWC performance achievement system is designed to:
(a) encourage high work performance aligned with strategic objectives; and
(b) ensure individuals within the organisation are all working in a manner consistent with PWC’s values and behaviours.
45.2 Employees will be eligible for an annual bonus or pay point progression as outlined in clause 45.14, based on performance over the previous 12 months up until 30 June of each year.
45.3 Employees who qualify for a pay progression or an annual bonus, under clause 45.14 will receive the pay progression effective from the first pay period commencing on or after 1 August of the year of assessment.
45.4 Salary adjustments and bonus payments should be made as soon as practicable after the assessment has been completed.
45.5 For the avoidance of doubt, the first eligible payments under the PWC performance system, as set out in clause 45.14, will be payable as soon as practicable from the first pay period commencing on or after 1 August of the year of assessment.
45.6 To be eligible for pay progression/bonus under this clause an employee must be assessed on the following elements of the performance achievement system (MyPlan):
(a) what corporate and individual objectives have been delivered (which could include team objectives); and
(b) how those objectives were delivered (demonstration of corporate values and behaviours).
Performance Achievement. 43.1 The ‘MyPlan’ performance achievement system that operates in accordance with clause 46 of the 2015-2018 Territory Generation Enterprise Agreement, shall apply to employees for the 2018/2019 performance achievement cycle.
43.2 Effective from 1 July 2019, the performance achievement system (under which the ‘Our Performance Plan’ and ‘Our Training and Development Plan’ (OurPlan) operates) applies to all employees and consists of two parts as detailed in clauses 43.4 and 43.5.
43.3 The following process should be utilised to facilitate pay progressions:
(a) the employee’s ‘Our Performance Plan’ and ‘Our Training and Development Plan’ will be developed for a 12 month period each financial year;
(b) the ‘Our Performance Plan and Our Training and Development Plan should be developed in line with the Performance Planning cycle and will be reviewed every quarter to encourage regular communication and feedback opportunities for employees and their supervisor;
(c) changes to an employee’s ‘Our Performance Plan’ and ‘Our Training and Development Plan’ will be agreed between the employee and the supervisor;
(d) and
(e) on meeting the progression requirements defined within ‘Our Performance Plan’, the employee will be entitled to a pay progression.
(f) Pay progressions will apply from the first pay period commencing on or after 1 August of the year of assessment.
43.4 ‘Our Performance Plan’ is mandatory and includes the following elements:
(a) individual operational outcomes (or team operational outcomes in the case of Trade Technical and Operator employees);
(b) individual behavioural outcomes;
(c) priority outcomes (focusing on extra achievement by an individual, in addition to the general requirements of the role); and
(d) individual Safety Bonus eligibility requirements.
43.5 ‘Our Training and Development Plan’ is optional and includes:
(a) job Model learning and application outcomes for OMT’s, Trade Technical and Operator employees (other than those who have completed all relevant Job Models and to whom 43.5(c) therefore applies);
(b) corporate training awareness requirements; and
(c) a competency based training framework or capability framework that has been developed in consultation with the employees to whom that framework applies (other than those who have completed all the relevant competency based training framework or capability framework and to whom 43.5(a) therefore applies).
(d) ‘Our Training and Development Plan’ requests are to be entered directly ...
Performance Achievement. When seller is design responsible, seller is required to meet all cost, delivery, quality and technology requirements, and documentation thereof, as specified in this Agreement. Buyer’s plants, Parts Distribution Centers or Supply Manager will communicate non-conformances directly to Seller with requests for corrective actions. These corrective actions must be performed in a timely manner and the issues corrected to the reporting location’s satisfaction. All non-conformance will be subject to the minimum charges as detailed in Appendix C — NON-CONFORMANCE CHARGE SCHEDULE. Charges are negotiable between buyer and seller. The provisions of this paragraph are not intended to limit in any way any other rights and remedies Buyer may have against Seller pursuant to this Agreement, under law or equity or otherwise. Xxxxxx maintains the right to dispute occurrences and buyer agrees that negotiations will take place in good faith.
Performance Achievement. 46.1 The PWC performance achievement system (the MyPlan) is designed to:
(a) encourage high work performance aligned with strategic objectives; and
(b) ensure individuals within the organisation are all working in a manner consistent with PWC’s values and behaviours.
46.2 Employees are required to participate in the MyPlan process and will be eligible for an annual bonus or pay point progression as outlined in clause 46.16, based on performance over the previous 12 months up until 30 June of each year.
Performance Achievement. This is clause 43 in the current Agreement. The improvements clarify the introduction of the new ‘OurPlan’ performance achievement system and clarifies that this system will be effective from 1 July 2024. The clause provides other minor amendments to clarify the interpretation of the clause and amendments to reflect the new naming convention. This clause has also been improved to provide employees on parental leave, who have completed at least 6 months of service, will be eligible to undertake a performance review to attain a pay point progression. A sub-clause clarifying that the ACS bonus will cease with effect from the 2023-2024 OurPlan cycle has been included as the bonus will be rolled into salary in 2024. With the roll in of ISSA and ACS, the bonus table has been updated to clarify which classifications receive what top of band bonus.
Performance Achievement. This is clause 46 in the current Agreement. Removal of the transitional provisions form the current agreement with respect to the MyPlan rating for the initial 2018-2019 cycles in favour of clarifying that an overall three rating is required. Changes clarifies the current practice with respect to Top of Band Bonus to Operators and minor position title updates. This clause has also been improved to provide that employees on parental leave, who have completed at least 6 months of service, will be eligible to undertake a performance review to attain a pay point progression. References to pay progression entitlement have been removed as these are provided for in clause 44 (Pay Progression). A sub-clause clarifying that the ACS bonus will cease with effect from the 2023-2024 MyPlan cycle has been included as the bonus will be rolled into salary in 2024. With the roll in of ISSA and ACS, the bonus table has been updated to clarify the top of band bonus applicable to each.
Performance Achievement. This is clause 46 in the current Agreement. Removal of the transitional provisions form the current agreement with respect to the MyPlan rating for the initial 2018-2019 cycles in favour of clarifying that an overall three rating is required. Changes clarifies the current practice with respect to Top of Band Bonus to Operators and minor position title updates. References to pay progression entitlement have been removed as these are provided for in clause 44 (Pay Progression).
Performance Achievement. If, upon conclusion of the Performance Period, achievement of a performance goal falls below the “Threshold” level for such performance goal, as set forth in the Performance Matrix, a payout percentage of 0% in respect of such performance goal shall be achieved. If, upon conclusion of the Performance Period, achievement of a performance goal equals a specified level for such performance goal, as set forth in the Performance Matrix, the payout percentage specified for such level in the Performance Matrix shall be achieved. If, upon conclusion of the Performance Period, achievement of a performance goal exceeds a specified level for such performance goal, as set forth in the Performance Matrix, but is below the next specified level, the payout percentage shall be linearly interpolated based on (i) where the actual achievement of such performance goal falls between the two nearest specified levels as set forth in the Performance Matrix and (ii) the corresponding payout percentages specified in the Performance Matrix. If, upon conclusion of the Performance Period, achievement of a performance goal equals or exceeds the “Maximum” level for such performance goal, as set forth in the Performance Matrix, the payout percentage indicated on the Performance Matrix for “Maximum” performance in respect of such performance goal shall be achieved.
Performance Achievement. Seller is required to meet all cost, performance, delivery, reliability, quality and technology requirements, and documentation thereof, as specified in this Agreement. Buyer’s plants, Parts Distribution Centers or Supply Manager will communicate non-conformances directly to Seller with requests for corrective actions. These corrective actions must be performed in a timely manner and the issues corrected to the reporting location’s satisfaction. All non-conformances will be subject to the minimum charges as detailed in Appendix B – NON-CONFORMANCE CHARGE SCHEDULE. Navistar, Inc Enova Systems Supply Agreement
Performance Achievement. There have been significant amendments to this clause and for the most part was a brand new clause with the inclusion of some existing elements from the current clause. The clause reflects changes to the PWC performance achievement system (the MyPlan). The Myplan no longer has a Part A or Part B but rather has been replaced with the ‘what’ and the ‘how.’ The new MyPlan provides for a 1 to 5 rating system instead of a ‘met/not met’ system. Employees will be required to successfully complete their MyPlan to a minimum 3 rating to be eligible for pay progression and/or all other bonus payments as opposed to the current system of: Part A only for safety and ACS bonus payments; and Part A and B for pay progression and top of band bonus. The former pay progression competency based framework for Trade Technical and Operator classifications no longer apply and employees in those classifications will be required to attain a minimum 3 rating on their MyPlan for pay progression. With regard to Pay Progression, the Administrative and Corporate Services (ACS), Safety and Top of Band bonuses, the minimum 3 rating will not apply until the 2019-2020 and subsequent MyPlan cycles. The new clause also provides for a review mechanism in circumstances where an employee’s disagrees with the proposed requirements or outcome of their relevant Myplan.
