Performance Review/Merit Increase. Merit increases shall be based upon satisfactory performance. Employees shall be evaluated on an Employee Performance Report (EPR) on each employee’s anniversary date until an employee reaches the maximum salary step for such employee’s salary range. Each employee shall, upon receipt of a satisfactory EPR and the approval of the Board of Directors, will receive a merit increase in salary and shall be advanced to the next higher step of such employee’s salary range. If the salary increase is withheld because of a below-standard or unsatisfactory evaluation, and the employee remains employed, second consideration must be given within six (6) months of the anniversary date and at least every six (6) month period thereafter or until the employee receives the merit increase or is terminated. If the employee disagrees with the EPR, he/she shall have the right to discuss such grievance with his/her immediate supervisor as the first step. If not satisfied at the first step, he/she may discuss such grievance with the General Manager. If not satisfied at that point, he/she shall have the right to discuss the EPR with the Board of Directors as part of a closed session evaluation of the employee. At any level of this procedure, the employee may request Union representation. The scoring within the EPR reflects the direct observations of the supervising employee(s) preparing the EPR and is a tool to improve employee performance. Therefore, the EPR and the scores shall not be considered an action subject to the Grievance Procedure. An employee who is denied a Step increase shall, however, have the right to grieve such denial to his/her immediate supervisor, and if not satisfied with the supervisor’s decision on review, that decision may be reviewed by the General Manager, whose decision shall be final. At either level of this review the employee may request Union representation.
Performance Review/Merit Increase. (a) Merit increases shall be based upon satisfactory performance. Employees shall be evaluated on an Employee Performance Report (EPR) on each employee’s anniversary date until an employee reaches the maximum salary step for such employee’s salary range.
