PERFORMANCE REWARD GRANT Sample Clauses

PERFORMANCE REWARD GRANT. The potential Performance Reward Grant is allocated according to performance on each indicator as follows:
Sample 1
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PERFORMANCE REWARD GRANT. The provisions of this Schedule are subject to any additional provisions on the performance reward grant elsewhere in the Agreement. The total potential grant The total potential grant is equivalent to 2.5% of the authority’s net budget requirement for 2002/03. It is divided equally among the targets. Where a target has sub-targets, the amount for the target is sub-divided equally among the sub-targets. The relevant net budget requirement was £237,627,655. The reward for achievement on a target The proportion of the potential grant attributed to a target or sub-target that is payable is the same as the proportion of the ‘enhancement in performance with the Local PSA’ specified in Schedule 1 that the authority achieves, subject to a maximum proportion of 100% and a minimum of 60%. If the authority achieves less than 60% of that enhancement in performance, nothing is included in the grant in relation to that target or sub-target. Payment of the grant Main grant The grant will be paid in two equal instalments in the financial year following that in which the end date of the Local PSA falls, and the next financial year, subject to the qualification below relating to interim payments on account. Interim payment on account Where the authority and the Government have agreed an interim level of performance in relation to a target (or sub-target), as specified in Schedule 1, and the authority achieves it, the Government intends to pay one-fifth of the grant attributed to that target (or sub-target) in the financial year before the first year in which payment of the main grant would be due. This is treated as a ‘payment on account’. The definitive calculation of the grant will be made as described above. The balance of the grant entitlement will be paid in equal instalments in the two subsequent financial years. If the definitive calculation yields a smaller grant entitlement than the ‘payment on account’, the excess payment will be recovered.
Sample 1
PERFORMANCE REWARD GRANT. Performance Reward Grant is the money paid on the achievement of the stretched targets. Harrow expects to receive approx £6,337,575 on the successful achievement of the stretched indicators in the agreement by 2008/09. The HSP Board at its December meeting discussed 50% of the Performance Reward Grant being pooled to the HSP for distribution across future partnership initiatives and 50% being spread evenly to the partners involved in the successful delivery of the stretched indicators. This is an internal issue that does not need to be signed off by GOL, but has been indicated within the agreement. The HSP Executive at its January meeting agreed the Performance Reward Grant will be spread across the 13 stretched indicators.
Sample 1
PERFORMANCE REWARD GRANT. The provisions of this Schedule are subject to any additional provisions on the performance reward grant elsewhere in the Agreement. The total potential grant The total potential grant is equivalent to 2.5% of the authority’s net budget requirement for 2004/2005. It is divided equally among the targets unless the description of a target in this agreement specifies otherwise. Where a target has sub-targets, the amount for the target is sub-divided equally among the sub- targets unless otherwise specified. The relevant net budget requirement was £146,841,000. The reward for achievement on a target The proportion of the potential grant attributed to a target or sub-target that is payable is the same as the proportion of the ‘enhancement in performance with the Local PSA’ specified in Schedule 1 that the authority achieves, subject to a maximum proportion of 100% and a minimum of 60%. If the authority achieves less than 60% of that enhancement in performance, nothing is included in the grant in relation to that target or sub-target. Payment of the grant The grant will be paid in two equal instalments in the financial year following that in which the end date of the Local PSA falls, and the next financial year.
Sample 1
PERFORMANCE REWARD GRANT. Total potential grant If the Council meets or exceeds all of its performance targets in Schedule 1 to the Local PSA, the total grant will be equivalent to 2.5 per cent of the Council's net budget requirement for 2001/02. The net budget requirement for Leicester City Council in that financial year was
Sample 1
PERFORMANCE REWARD GRANT. The provisions of this Schedule are subject to any additional provisions on the performance reward grant elsewhere in the Agreement. The Total Potential Grant The total potential grant is equivalent to 2.5% of the authority's net budget requirement for financial year 2005/06. It is divided equally among the targets. Where a target has sub-targets, the amount for each part of the target is set out in the schedule below. The relevant net budget requirement was £********. This will generate a possible total Performance Reward Grant of £********.
Sample 1
PERFORMANCE REWARD GRANT. The potential Performance Reward Grant is allocated according to performance on each indicator as follows: (i) Percentage of 5-16 year olds in all of Xxxxxx Keynes schools who participate in an average of 2 hours high-quality PE and school sport a week within and beyond the National Curriculum during one complete school year. 30% (i) Aggregate net change in Disability Adjusted Life Years (DALYs) expected from changes in Adult (>18yrs) Body Mass Index (BMI) over a period of not less than 12 months4 of specified people during the specified period. 45% (ii) Number of the population of 1000 who report that they do at least 30 minutes of moderate intensity exercise on at least 5 days of the week and report that they have sustained this level of exercise for one year. To be measured by telephone IPAQ questionnaire before and after the LPSA. Indicator to be based on 1000 people who are sedentary at the start of the LPSA. 25% Lead Officers: Indicator i: xxxxxxx.xxxxx@xxxxxx-xxxxxx.xxx.xx xxxx.xxxxxxx@xxxxxx-xxxxxx.xxx.xx Indicators I & ii: xxxxxxx.xxxxxxx@xxxxx.xxx.xx Contacts: Indicator i: xxx.xxxxxxxx@xxxx.xxx.xxx.xx Indicators i & ii: xxxx.xxxxxxx@xx.xxx.xxx.xx 4 The interval of 12 months relates to the measurements for any individual specified person. So long as all measurements take place within the specified period, they do not need to take place at the same time, or over the same period, for every individual. Target agreed Target 8: To reduce the transmissions of STIs and HIV/AIDS by building capacity in local services to increase the diagnosis and treatment of cases and partners. Indicator(s) by which performance will be measured:
Sample 1
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PERFORMANCE REWARD GRANT. The potential Performance Reward Grant is allocated according to performance on each indicator as follows: (i) The conception rate among females aged 15-17yrs as measured by ONS statistics and reported on a calendar year. [Final year target: 31 December 2008] 95% (ii)The percentage of teenage mothers (aged 15-19) in education, training or employment either part or full time. (This is to exclude any teenage mothers at Oakhill Secure training centre). [Based on a total of about 137 teenage mothers] 5% Lead officers: xxx.xxxxxx@xxxxxx-xxxxxx.xxx.xx‌ xxxxx.xxxxxxx@xxxxxx-xxxxxx.xxx.xx Contacts: Indicator i: xxx.xxxxxxxx@xxxx.xxx.xxx.xx xxxxx.Xxxxxxxx@xxxx.xxx.xxx.xx‌ Indicator ii: xxxxxx.xxxxxxxxxx@xxx.xxx.xxx.xx xxx.xxxxxxxx@xxxx.xxx.xxx.xx Under negotiation with DH Target 10: To improve the health of very young children with particular improvement in socially deprived wards and reduce dental decay in 5 yr olds in Xxxxxx Keynes. Indicator(s) by which performance will be measured:
Sample 1
PERFORMANCE REWARD GRANT. The Total Potential Grant The total potential grant is equivalent to 2.5% of the authority's net budget requirement for financial year 2006/07. It is divided equally among the targets. Where a target has sub-targets, the amount for each part of the target is set out in the schedule below. The relevant net budget requirement was £358,604,000. This will generate a possible total Performance Reward Grant of £8,965,100. An additional amount of £538,496 carried forward from LPSA1 is added to this amount, resulting in a possible total of £9,503,596.
Sample 1

Related to PERFORMANCE REWARD GRANT

  • Performance Incentive 4.9.1 If the Seller delivers Coal to the Purchaser in excess of ninety percent (90%) of the ACQ in a particular Year, the Purchaser shall pay the Seller an incentive (“Performance Incentive”/ “PI”), to be determined as follows: PI = P x Additional Deliveries x Multiplier Where: PI = The Performance Incentive payable by the Purchaser to the Seller P = The Base Price of Highest Grade, as shown in Schedule II Additional Deliveries = Quantity [in tonnes] of Coal delivered by the Seller in the relevant Year in excess of 90% of the ACQ. Multiplier shall be 0.15 for Additional Deliveries between 90%-95% of ACQ and 0.30 for Additional Deliveries in excess of 95% of ACQ.

  • Performance Review Where a performance review of an employee’s performance is carried out, the employee shall be given sufficient opportunity after the interview to read and review the performance review. Provision shall be made on the performance review form for an employee to sign it. The form shall provide for the employee’s signature in two (2) places, one (1) indicating that the employee has read and accepts the performance review, and the other indicating that the employee disagrees with the performance review. The employee shall sign in only one (1) of the places provided. No employee may initiate a grievance regarding the contents of a performance review unless the signature indicates disagreement. An employee shall, upon request, receive a copy of this performance review at the time of signing. An employee’s performance review shall not be changed after an employee has signed it, without the knowledge of the employee, and any such changes shall be subject to the grievance procedure of this Agreement. The employee may respond, in writing, to the performance review. Such response will be attached to the performance review.

  • Performance Incentives Provided that sufficient funds are available from athletics revenue or gifts for the unrestricted use of the Department of Athletics, Athletics Director shall be entitled to receive additional non-salary compensation from the University in the form of the following stated bonuses for increased responsibilities, provided that all varsity sports are in compliance with all Governing Athletics Rules and University Rules, and there are no pending or active NCAA or __________ Conference investigations or major violations of which Athletics Director knew or should have known. [Insert Incentives – See examples below

  • Performance Pay In accordance with Section 8 of the General Appropriations Act for Fiscal Year 2020-2021, contingent upon the availability of funds and at the Agency Head’s discretion, each agency is authorized to grant merit pay increases based on the employee’s exemplary performance, as evidenced by a performance evaluation conducted pursuant to Rule 60L-35, Florida Administrative Code.

  • Performance Reviews The Employee will be provided with a written performance appraisal at least once per year and said appraisal will be reviewed at which time all aspects of the assessment can be fully discussed.

  • Annual Performance Review The Employee’s performance of his duties under this Agreement shall be reviewed by the Board of Directors or a committee of the Board of Directors at least annually and finalized within thirty (30) days of the receipt of the annual audited financial statements. The Board of Directors or a committee of the Board of Directors shall additionally review the base salary, bonus and benefits provided to the Employee under this Agreement and may, in their discretion, adjust the same, as outlined in Addendum B of this Agreement, provided, however, that Employee’s annual base salary shall not be less than the base salary set forth in Section 4(A) hereof.

  • Performance Monitoring A. Performance Monitoring of Subrecipient by County, State of California and/or HUD shall consist of requested and/or required written reporting, as well as onsite monitoring by County, State of California or HUD representatives.

  • Performance Management 17.1 The Contractor will appoint a suitable Account Manager to liaise with the Authority’s Strategic Contract Manager. Any/all changes to the terms and conditions of the Agreement will be agreed in writing between the Authority’s Strategic Contract Manager and the Contractor’s appointed representative.

  • PERFORMANCE ISSUES The County will hold the Contractor responsible for meeting all of the Contractor’s contractual obligations. If performance issues arise that cannot be resolved between the Contractor and the County's Representative, the matter will be referred to the Procurement Division for appropriate action.

  • Performance Frameworks ‌ The School's academic, organizational, and financial performance under this Charter Contract shall be evaluated using the Academic, Organizational, and Financial Performance Frameworks, respectively, attached as Exhibit B to this Charter Contract. The specific terms, forms, and requirements of the Performance Frameworks, including any required indicators, measures, metrics, and targets, are maintained and disseminated by the Commission and shall be binding on the School. Material changes to the Performance Frameworks shall require approval by the Commission.

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