Performance Recognition. Salary movement beyond the automatic increments in Grades 1-4 and within Grades 5-7 will be as provided in Schedule D.
Performance Recognition a. The primary intent of performance awards is to recognize high levels of employee performance.
(1) In completing an employee’s annual appraisal, the supervisor will briefly indicate in the AF Form 860A, Part C, which elements were exceeded.
(2) An employee whose performance exceeds all critical performance elements shall be given a cash performance award and/or time-off award provided award funds are available.
(3) An employee with an overall acceptable performance rating and whose performance exceeds one half or more of the critical performance elements should receive a cash performance award and/or time-off award provided award funds are available. Any award at this level must be less than the lowest percentage cash award presented at the higher level in the same organization.
(4) An employee who meets all critical performance elements may be given a cash performance award and/or time-off award provided award funds are available. Any award at this level must be less than the lowest percentage cash award presented at the next higher level described above in the same organization.
(5) Funding permitting, employees in the same organization who exceed all; or exceed one-half or more of their critical performance elements will be given a cash performance award and/or time-off prior to those employees in the same organization who meet all critical performance elements.
(6) When supervisors review employee performance for possible recognition under this program, they will consider employee participation in various Federal, DoD, or Air Force productivity related programs which emphasize increased productivity, reduced costs, or simplified procedures or operations.
b. The employer agrees that, if an employee is detailed or loaned or is a Union Representative during the rating cycle, it will not affect consideration of that employee to receive an award, if otherwise eligible.
c. Supervisors will award employees commensurate with performance, and to the extent award funds are available.
d. All cash awards approved in accordance with governing regulations will be paid to the employee.
e. Upon request the employer shall provide to the Council 214 President summary reports concerning award programs to the extent such reports are available.
Performance Recognition. If annual testing results and other data for the district meet or exceed results for the established qualifying criteria in the areas below, teachers will receive an increase on their base salary in the year following testing results and other data collection as follows: 4 out of 5 areas = 1.5%; 3 out of 5 areas = 1.0%. The indicators and minimum qualifying criteria will be reviewed based on current data with each contract renewal.
1. Percentage of students taking at least one Advanced Placement class annually.
Performance Recognition. The Performance Recognition Program shall be provided as outlined in Administrative Performance Recognition Policy #30-19.
Performance Recognition. (a) An allocation of 1% of the annual Custodial salary budget will be prescribed by the Collective Agreement for performance recognition. All other salary movement will be accounted for from routine budgeting.
(b) The Performance Range will recognise sustained excellent performance and achievements. There are no predetermined amounts payable within this range. A minimum of $500.00 will be available as either an addition to base salary or a one-off payment to the Employee.
(c) One year on the merit step must be completed before an Employee becomes eligible to apply for performance recognition.
(d) The criteria and process for performance recognition will be outlined in guidelines developed by Ara in consultation with E tū.
Performance Recognition. 20.01 This will confirm the continuation of a performance recognition program for bargaining unit employees. It is understood that the Company will establish the standards and goals of this program on an annual basis to ensure that they are consistent and in line with the overall objectives of Kingston Works and will provide employees with periodic plant performance updates. Any changes in these standards and goals will be communicated to employees. The pay out will be calculated as a percentage of the operations bargaining unit weighted average rate at the end of the measurement period, but no longer than annually. The expected percentage pay out will be in the range of 0% to 6% dependent on plant performance. Performance recognition payment will be made to all active employees, who have successfully completed their probationary period, based on their pro-rated service for the year in question. Probationary employees, as of December 31, who subsequently complete their probationary period in the following year, shall be paid the performance recognition payment based on their pro-rated service for the year in question. If salaried staff at Kingston Works meet their Key Performance Indicators and a decision is made by the Company that notwithstanding this accomplishment, no performance recognition payment will be made to the salaried staff, then this program shall not be paid out to the bargaining unit members notwithstanding the fact that the bargaining unit members had achieved their Key Performance Indicators.
Performance Recognition. 21.1 Purpose Performance Recognition acknowledges and rewards exemplary employees who exhibit meritorious performance and go above and beyond to contribute to the College’s effectiveness through engagement in the vision, values, mission and goals. There is no entitlement to the award. Without sustained exceptional performance, an employee is not eligible to submit a packet for consideration. Xxxxxxxxxxx performance starts with exemplary behavior and excellence on the job. The incumbent will also demonstrate evidence of significant contributions within and beyond job responsibilities for the betterment of the College and its students. Continuous professional development that leads to greater effectiveness and that enhances the employee’s value to the College is an additional part of meritorious performance. Related educational pursuits may also add to performance effectiveness. Although all components of the application packet are valued and considered, candidates should understand the weighted importance of each part: Pre-requisite: The intended purpose of this program is to provide recognition of employees who are top staff contributors to the College. It provides a link between performance and monetary rewards and is an affirmation of the importance of sustained excellence in performance, continual professional development and contributions to the College. Neither the Performance Recognition criteria nor the decisions of the committees and management are subject to grievance, negotiation, or arbitration.
Performance Recognition. In accordance with MPR 8715.1, “Xxxxxxxx Safety, Health, and Environmental (SHE) Program”, Contractor performance that is validated and recognized to have achieved a world-class program within the term of the contract will be recognized with the following: Superior Safety Performance level- Annual rating score of > 36 and a Lost Time Case Rate (LTC) < 50% of the LTC National average for the applicable North American Industry Classification System (NAICS) average. Plaque Presentation by the Center Director at the Xxxxxxxx Team Meeting. Appropriate contractor past performance referrals may be provided. Exception: Contractors with less than 100 employees located onsite at MSFC and/or MAF. To be rated at Superior Safety Performance level, the Contractor shall have no lost time injuries during the past year. The following will result in cases where a Contractor’s performance is rated as being below the accepted safety performance level: Below Accepted Safety Performance level - Annual rating score of < 16 or a LTC that is <10% of the LTC National average for the applicable NAICS average. Formal letter from S&MA Director and the Director of the Office of Procurement expressing concern. Corrective Action Plan requested. Data may be placed in contractor past performance database. Exception: Contractors with less than 100 employees located onsite at MSFC and/or MAF. A Below Accepted Safety Performance level will be given to a contractor having more than one lost time injuries during the past year. If Contractor’s Safety and Health Performance evaluation rating falls within the range (>16, but <34) and the Contractor achieves a LTC between +/- 10% of the LTC National average for the applicable NAICS, the Contractor’s performance is recognized as acceptable. No recognition
Performance Recognition. The City of Claremont recognizes that employees, at times, perform above and beyond the call of duty and/or consistently maintain a level of performance that distinguishes them from their co-workers. The Performance Recognition Program is designed to acknowledge full-time and part-time classified employees who have made special effort in a project, program or service rendered and/or have consistently maintained an above average or excellent level of performance. Employee performance shall be acknowledged in accordance with the Policy provisions, guidelines, and process. The City shall administer the Policy in accordance with City Administrative Policy No. 30-19 – Performance Recognition Policy.
Performance Recognition. The Companies shall be the judge of employee performance and reserve the right to formalize a performance assessment system. The Company may grant a cash, honorary, or informal recognition award to an employee individually or as a member of a group, in accordance with the company policy. Such program will not be subject to the grievance procedure.
