PERFORMANCE APPRAISAL SYSTEM WITH MERIT PAY Sample Clauses

PERFORMANCE APPRAISAL SYSTEM WITH MERIT PAY. Each employee in the Skilled Craftsmen bargaining unit will receive his annual salary as per Article XXVIII, Wages – Annual Salary, of this Collective Bargaining Agreement. In addition, an employee who receives an annual performance appraisal in “The Annual Review” at a level of 4 – Exceeds Requirements or 5 – Outstanding, as those categories are defined in the Performance Appraisal System, will receive, as merit pay, an additional salary of ¼% for level 4 or ¾% for level 5. Conversely, a deduction to salary of ¼% for level 1 and ½% for level 0. This additional salary will be paid in a lump sum, less deductions, before the end of the fiscal year. The deduction will be made in a lump sum before the end of the fiscal year. It is intended that merit pay will qualify as salary for retirement benefits. If there is a lack of concurrence between the Evaluator of Record and the person conducting the Second Level Review, the Superintendent or his designee and a designee chosen by the Association will meet with the evaluators to reach a concurrence. It is the understanding between the parties that all rating decisions by the Evaluator of Record, the Director of Facilities, will be based only upon the criteria of the Performance Appraisal System. Evaluations will not be based upon budgetary restraints. The only provisions of the Performance Appraisal System which are subject to the Grievance and Arbitration provisions of the Collective Bargaining Agreement are the procedures for conducting the Performance Appraisals that are contained in the section entitled, “INSTRUCTIONS”. None of the mid-year Ratings or Comments, or Annual Ratings or Comments, or Second Level Review decisions, may be grieved.