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Performance Based Pay Sample Clauses

Performance Based Pay. 1. In compliance with Florida Statutes, the parties have agreed to implement a performance based pay program for instructional personnel. This program shall allow instructional personnel who demonstrate outstanding performance as defined by statute to earn a monetary supplement in addition to their individual, negotiated salary. 2. In order to be eligible for this supplement, employees must have earned satisfactory performance ratings for their most recent three years, as well as the current year. In addition to employment in the District, the parties shall recognize employment experience from outside the District for which it has granted employee experience credit. It shall be the employee’s responsibility to provide documentation verifying satisfactory performance ratings not earned within the District. 3. Employees desiring to participate in this process shall be assigned to one of two tracks. Assignment shall be based on the employee’s work assignment and/or eligibility to participate in the National Board Certification process. Employees eligible and assigned to a position where it is feasible to participate in the National Board process shall be required to do so. The IPAS Committee shall make final determination of track assignment. 4. Upon attainment of National Board Certification successful candidates shall receive the negotiated supplement (see Appendix F) for as long as they hold their certification and continue to earn satisfactory annual assessment ratings. Employees forfeiting said supplement due to unsatisfactory annual assessment shall regain eligibility upon receiving a satisfactory rating. Payment of the supplement shall resume at the beginning of the following year providing the employee meets eligibility requirements.
Performance Based Pay. A. Segment 1 - Perfect Attendance Bonus The perfect attendance bonus will be suspended form the 2020-2021 school year.
Performance Based Pay. Pricing of work done on performance-based pay shall be based on the job-specific wage and performance norms for the work. The pricing wage corresponding to normal job performance in incentive pay work shall be 15 per cent higher than the job- specific wage for the work. Contract work shall be priced so that the wage when working at a normal pace of contract work is 20 per cent higher than the job-specific wage for the work. This shall also apply to incentive pay work in which the volume of work corresponding to the employee’s normal pace for contract work may be determined, for example by time and motion studies. The employee shall be paid at least the basic wage for work on performance-based pay. Before beginning performance-based pay work and agreeing on the unit price, the employee shall be entitled to information on the wage criteria for the work and on the manner of determining the wage. A written work specification submitted to the employee or to a group of employees shall specify both the volume of work on performance-based pay and the unit price. The employer shall agree the unit price of performance-based work with the employee(s) to whom it is offered before the work begins. If no agreement can be reached on the unit price of the work to be done, then it shall be priced in accordance with the collective agreement. The unit price shall remain unchanged when there is no change in the factors affecting pricing. The unit price and any underlying time value of work, i.e. the work value, shall correspond to actual circumstances and methods. An employee shall be paid at the personal time rate during any interruption in incentive rate work unless the work that has caused the interruption can be arranged at the incentive rate. If, at the employer’s behest and without advance notification, an employee has to interrupt an agreed direct contract that the employee has already begun performing on account of other work, and the work that has caused the interruption cannot be arranged at the incentive rate, then the employee shall be paid for the said work at the employee’s average hourly wage rate for up to no longer than six working days.
Performance Based Pay. 1. In compliance with Florida Statutes, the parties have agreed to implement a performance based pay program for instructional personnel. This program shall allow instructional personnel who demonstrate outstanding performance as defined by statute to earn a monetary supplement in addition to their individual, negotiated salary. 2. In order to be eligible for this supplement, employees must have earned satisfactory performance ratings for their most recent three years, as well as the current year. In addition to employment in the District, the parties shall recognize employment experience from outside the District for which it has granted employee experience credit. It shall be the employee’s responsibility to provide documentation verifying satisfactory performance ratings not earned within the District. 3. Employees desiring to participate in this process shall be assigned to one of two tracks. Assignment shall be based on the employee’s work assignment and/or eligibility to participate in the National Board Certification process. Employees eligible and assigned to a position where it is feasible to participate in the National Board process shall be required to do so. The IPAS Committee shall make final determination of track assignment. 4. Upon attainment of National Board Certification successful candidates shall receive the negotiated supplement (see Appendix F) for as long as they hold their certification and continue to earn satisfactory annual assessment ratings. Employees forfeiting said supplement due to unsatisfactory annual assessment shall regain eligibility upon receiving a satisfactory rating. Payment of the supplement shall resume at the beginning of the following year providing the employee meets eligibility requirements. 5. Employees currently holding National Board Certification shall receive the supplement, prorated equally over each pay period. Employees earning certification for the first time during the 2002-2003 school year and thereafter shall receive said supplement prorated equally over each remaining pay period as well as a single payment retroactive to the start of the employeeswork calendar covering all prior pay periods. 6. Employees not eligible to participate in the National Board Certification Process (currently including but not limited to school social workers, psychologists, occupational and physical therapists, speech language pathologists, adult education teachers, guidance and family counselors, and health teachers...
Performance Based Pay. A Segment 1 Perfect Attendance Bonus
Performance Based Pay. A. Teachers receiving a satisfactory evaluation shall be eligible for an experience step increase in the year following his/her satisfactory evaluation subject to negotiations between the School District of Marion County and the Xxxxxx Education Association. B. A teacher receiving an unsatisfactory evaluation shall not receive his/her experience step for the succeeding school year and shall not be eligible for placement on his/her experience step until such time as s/he receives a satisfactory evaluation. Said teacher, however, will be eligible to receive any increase negotiated beyond the step. C. A teacher demonstrating outstanding performance as determined by qualification for the state and district sponsored Excellent Teaching Program and certification by the National Board of Professional Teaching Standards (NBPTS) shall be eligible for the financial award specified in state law for each year of valid certification. D. A teacher receiving the NBPTS certification will be disqualified from this award if, at any time, s/he receives an unsatisfactory evaluation. E. The School District of Marion County and the Xxxxxx Education Association agree to explore additional methods and provisions for recognizing outstanding teaching performance and to recommend specific monetary awards for this purpose. F. The parties agree that criteria, rating guidelines and modifications to the performance appraisal system will be jointly developed by the parties and presented to the bargaining teams as a recommendation.
Performance Based PayIn accordance with A.R.S. Section 15-341(39), the parties agree that during the term of this contract, the Board may choose to award up to Twelve Thousand Five Hundred Dollars ($12,500) as “performance based pay”. This performance based pay may be awarded by the Board in its sole discretion and without any renegotiation based upon satisfactory completion of goals that are mutually developed by the Governing Board and Superintendent. The performance based pay award may be paid on a full or fractional basis depending on the level of achievement attained in meeting the established goals. Such performance based pay shall not become a part of the Superintendent’s base salary.
Performance Based PayThe District participates in two distinct pay for performance programs for teachers; Career Ladder and Pay for Performance (301). 1. Career Ladder guidelines and eligibility can be reviewed on the Career Ladder web page. 2. Pay for performance – (Prop. 301) School Improvement Plan (SIP) Redesign The SIP redesign meets a variety of interests represented by various stakeholders. The intent of the SIP redesign is to place equitable parameters around professional responsibilities for teachers, to meet the needs of parents and students, and to keep teachers financially whole in spite of the significant decline in 301 revenues, which would have equated to a 4% reduction in base teacher salaries spread over a two year period. The proposed contractual day is aligned with the new teacher evaluation instrument, which removes professional responsibilities as a rating in the instrument. This Bridge began in the 2011-2012 contract year and will continue for the 2012-2013 school year. Any commitment to go beyond would be brought back to Meet and Confer. A mid-year review will be conducted to determine any modifications for the remainder of the year and to begin designing recommendations for 2012-2013. The District and Governing Board acknowledge the commitment of our teachers, with an understanding that most teachers already are performing their duties before and after school. Teachers are expected to be available 15 minutes before the first regularly scheduled class for students begins and 15 minutes after the last regularly scheduled class for students ends. Teachers may be assigned duties during the work day. Duties must be assigned in a fair and equitable manner. Teachers are expected to log a total of 36 hours of time for PLC activities. Up to 30 of these hours may be used for professional development credit and recertification. Early release days may count toward this end. Teachers will have flexibility in how these hours can be accrued. Principals may use up to fifteen hours total during the contract year for the purpose of staff meetings or additional professional development activities. Eliminate 27/40 hours in the TEA (p. 81) for meetings, professional development and duty. To ensure duties are fulfilled in a fair and equitable manner, this time would now be part of the proposed contractual day (i.e., before/after school) and early release days. Planning periods are designated for teacher use and may only be interrupted for emergency. Teachers are encouraged t...
Performance Based PayThe team performance targets set for bitumen operators are regarded as a fundamental objective of the Self's Point Bitumen Plant in terms of improving site efficiency under this agreement. The Performance Based Pay (PBP) reinforces the Company 's overall Health Safety and Environment Policy directed at " No accidents, no harm to people and no damage to the environment". Team performance payments will be paid on a lump-sum basis twice per annum for the six months to the end of June and six months to the end of December. Performance targets will be agreed locally and will be based on the performance criteria set out in Schedule 1. Performance payments will be calculated on base-rates of pay and will be pensionable. Based on the achievement of the performance targets as agreed locally the maximum payment will be 4.5.% of base rate earnings as prescribed in clause 6.2 in the period being measured.
Performance Based Pay. For “Effective” Educators (based on the growth plan and year-end evaluation) a year-end bonus shall be paid in the last pay in June. For those who receive an end-of-the-year rating of “Developing”, the following performance based pays shall be 50% or one half of the following: • $500 for effective educators who have completed 1-5 years of service • $750 for effective educators who have completed 6-10 years of service • $1,000 for effective educators who have completed more than 10 years of service • An additional bonus will be paid based on attendance, such that: o $250 for those educators who did not use a sick day o $125 for those educators who only used 1-2 sick day(s) For food service educators to be considered “Effective,” there are four categories in which educators must meet or exceed expectations, including some examples: 1. Growth Plans will be written or updated each year in such a way that helps each employee to grow professionally and become a better at how they serve each and every day. Educators who are deemed less than “Effective” shall have clear expectations from the supervisor throughout the school year. 2. Observations of their daily performance to meet or exceeds expectations, that includes, but not limited to: a. Demonstrating knowledge and taking the initiative in duties and responsibilities b. A positive attitude towards adults and students that supports a positive culture and climate. c. A collaborative approach to team members that shows unity rather than division d. Seek to help individual students, including those with unique needs 3. Professional practice and following District Policies, such as a. Takes the initiative to step up and regularly finds ways to help b. District Policies and Practices such as: i. Appropriate dress and hygiene ii. Being on time every day when scheduled to work iii. Exceptional attendance, including staff meeting and professional learning