Performance Increases. For FY 19, an amount of money equal to 1.0% of the total salary dollars payable as of February 15, 2018 to bargaining unit excluding Research Faculty, and excluding those who are not returning to the University for the next academic year, will be distributed as performance-based awards to selected faculty, excluding Research Faculty. The 1.0% will be allocated to each school or college proportionate to its share of the 2/15/18 bargaining unit salary line. The Xxxx of each school or college, after consideration of the recommendations of the Department Chair, shall decide whether or not a unit member shall receive a performance-based award and if so how much. Performance-based awards shall be made according to the following procedure: In consultation with the Department Chair, the Xxxx of the school or college shall determine the performance-based distributions to individuals in each department. The methodology that will be used by the college/school for allocation of performance-based distributions in the following academic year will be determined and announced to the faculty prior to preparation of workload plans in the Spring. The Chair’s recommendation shall be forwarded to the Xxxx by the Department Chair in a timely fashion. The performance-based awards shall be based on performance evaluated against the workload expectations and assignments of the individual for the preceding academic year but also taking into account the preceding two years, if employed in the bargaining unit. Performance based awards are not grievable.
Performance Increases. For FY 12, there will be no performance increases.
Performance Increases. For FY 16, an amount of money equal to 1.375% of the total salary dollars payable as of February 15, 2015 to bargaining unit members supported by the General Fund and to those unit members in Extension, excluding those who are not returning to the University for the next academic year, will be distributed as performance-based awards to selected faculty members who are supported by the General Fund and to those unit members in Extension. The 1.375% will be allocated to each school or college proportionate to its share of the 2/15/15 bargaining unit salary line. The Xxxx of each school or college, after consideration of the recommendations of the Department Chair, shall decide whether or not a unit member shall receive a performance-based award and if so how much. Performance-based increases will be made effective July 1, 2015 and only for those who were employed on February 1, 2015 and still employed in the bargaining unit on July 1, 2015. Performance-based awards shall be made according to the following procedure: In consultation with the Department Chair, the Xxxx of the school or college shall determine the performance-based distributions to individuals in each department. The methodology that will be used by the college/school for allocation of performance-based distributions in the following academic year will be determined and announced to the faculty prior to preparation of workload plans in the Spring. The Chair’s recommendation shall be forwarded to the Xxxx by the Department Chair in a timely fashion. The performance-based awards shall be based on performance evaluated against the workload expectations and assignments of the individual for the preceding academic year but also taking into account the preceding two years, if employed in the bargaining unit. Performance based awards are not grievable.
Performance Increases. Employees shall progress from level to level within the employee's classification in Appendix "A" to the maximum level of the classification. Progression to a higher level shall occur automatically on April 1 of each year.
Performance Increases. An employee who holds a position for is a minimum and a maximum rate of pay, shall be granted a salary increment each year until the employee reaches the maximum step in the range for that position. Such salary increments are subject to the employee receiving a satisfactory performance appraisal. The performance appraisal of the employee shall be reviewed annually. Salary increments granted to an employee each year shall be effective on the employee's anniversary date of their current appointment, until the maximum in the range of rates has been reached. When the Employer elects to withhold a salary increment, it shall advise the employee in writing prior to the due date of implementation and the employee shall have the right to grieve the withholding of the salary increment. When an employee is on a leave of absence without pay, the employee is not entitled to any pay, allowances or benefits.
Performance Increases. The Board may grant Superintendent annual performance increases after all other employee bargaining groups in the District have settled their contracts.
(a) Increase Based on Previous Fiscal Year's Base Salary. Any such performance increase shall be calculated as an increase to Superintendent's base salary in effect on the last day of the previous fiscal year.
Performance Increases. All salary step increases will become effective on the first day of the pay period in which the employee’s anniversary date occurs, unless there is a postponement. In the event of a postponement, the effective date of the step increase will be the first day of the pay period in which the increase is authorized. Step increases will be based on performance as set forth below:
1. Step Advancement Subject to satisfactory performance, an employee will receive step increases based on the following schedule: Step 1 to Step 2 Step 2 to Step 3 Step 3 to Step 4 Step 4 to Step 5 Step 5 to Step 6 Step 6 to Step 7 6-months equivalent paid hours 6-months equivalent paid hours 6-months equivalent paid hours 1-year equivalent paid hours 1-year equivalent paid hours 1-year equivalent paid hours
2. Performance System As set forth in A.1. above, an employee will advance to the next step of the salary schedule if they receive an overall Meets Job Requirements rating on the Employee Performance Appraisal form developed and administered by the Civil Service Department. The rating will be based on the most recently completed Employee Performance Appraisal form. Employee appraisals are not arbitrary or capricious. All parties desire consistency in the appraisal process throughout the City. Performance that may result in ratings below “meets job requirements” should be discussed with the employee as needed throughout the rating period and should also be shared with the employee in a timely manner. In the event the employee does not receive an overall Meets Job Requirements rating, the employee will not advance to the next successive step. No later than six-months after the original date the step increase was due, the employee will be re-evaluated. If the employee receives an overall Meets Job Requirements rating, they shall be advanced to the next successive step. They will receive their next step increase in accordance with the provisions of item A.1 above, i.e., either six-months or one year. In the event the employee does not receive an overall Meets Job Requirements rating, they will remain on their current step until such time they receive a new evaluation and a Meets Job Requirements rating. If an employee’s Performance Appraisal form is not completed within thirty
Performance Increases. Prior to September 2007, Principals, Assistant Principals, School Based Intermediate Supervisors and Education Administrators shall be eligible for performance increases. Eligibility for the increase shall be based upon performance-based evaluations and a set of objective criteria to be developed by the Chancellor after consultation with the CSA and shall include a requirement for dissemination of effective practices. Up to twenty-five percent (25%) of the top performing employees in each title shall receive the incentive in the following increments. Performance Assistant Principals and School Based Intermediate Education Percentile Principals Supervisors Administrators 75%-84% $5,500 $2,750 $2,750 85%-94% $10,000 $5,000 $5,000 95%-100% $15,000 $7,500 $7,500 Beginning with the 2007-08 school year, Principals, Assistant Principals, school-based intermediate Supervisors and Education Administrators shall be eligible for performance increases. Eligibility for the performance increase shall be based on outstanding growth in student achievement measured according to value-added criteria, and such other objective criteria as the Chancellor may determine and communicate to Supervisors. Performance criteria and the amount of the increases will be set by the Chancellor in his/her discretion after consultation with CSA, and shall include a requirement for dissemination of effective practices. Said criteria and the amount of the increase shall be communicated to Principals and other Supervisors by June 30th of the prior school year. Supervisors eligible for the performance increase will be notified no later than April 1st of the school year following the year for which the performance increase is being awarded. Principals who meet the criteria shall receive increases up to $25,000. The Assistant Principal and other supervisory staff who have been rated satisfactory in a school where the principal qualifies for the performance increase shall each receive an amount equal to one half the amount for the principal. Up to 25% of the top performing Principals shall receive the performance increase. The parties agree to a labor-management committee to develop a performance increase system for Education Administrators and other non-school based titles represented by CSA.
Performance Increases. (a) In determining the Performance Increase, if any, to which an employee is entitled, the Company shall use the following factors:
Performance Increases. Effective October 1, 2001, step increases will be based on performance as set forth below:
