PERFORMANCE SHARING. Performance sharing is intended to recognize that, through the Labor Management Partnership, employees and their unions have a greater opportunity to impact organizational performance, and employees, therefore, should have a greater opportunity to share in performance gains. The parties support the Labor Management Partnership Performance Sharing Program (LMP PSP) as a way to continue the transformation of the organization, through Partnership, to a high- performing organization and to share the success of the organization with employees covered by this Agreement. The Strategy Group will be accountable for the LMP PSP. The Strategy Group may, but is not required to, establish national factors each year that will be included in all regional and local programs, together with regional and local factors. The PSP goals will be aligned with national, regional, facility and unit goals. The PSP goals will be based on the principle of “line of sight” as much as possible. As in the 2008 Reopener Settlement, the regions may continue to pilot PSP demonstration projects during the life of this agreement with the emphasis on achieving simplicity, ease of administration and alignment with organizational and Partnership goals. Relevant sections of the 2008 Reopener Settlement are found in Exhibit 2.A.2. The Strategy Group appointed a PSP Design Team charged with reviewing the 2005 Performance- Based Pay BTG recommendations and making improvements to the LMP PSP. The PSP National Design Team produced and submitted recommendations to the LMP Strategy Group in April 2010. The document informed the 2010 national bargaining Common Issues Committee (CIC) PSP Subgroup and resulted in new language. The PSP National Design Team recommendations are retained and available through the national office of the LMP. This will provide employees a “line of sight” between their performance and the success of Xxxxxx Permanente through development of local programs under the LMP PSP. Performance sharing is over and above base wage rates and will be based on mutually agreed-to performance factors and targets. The LMP PSP is self-funded through operating margin. Performance targets will be set by region or national function and may be based on quality, service, financial performance or other mutually acceptable factors. If targets are met, performance sharing opportunities will be as shown below for each year the Agreement is in effect. All amounts will be based on total payroll for employees c...
PERFORMANCE SHARING. Performance sharing is intended to recognize that, through the Labor Management Partnership, employees and their unions have a greater opportunity to impact organizational performance, and employees, therefore, should have a greater opportunity to share in
PERFORMANCE SHARING. Performance Sharing is intended to recognize that, through the Labor Management Partnership, employees and their unions have a greater opportunity to impact organizational performance and employees, therefore should have a greater opportunity to share in perform- ance gains. The parties support the Labor Management Partnership Performance Sharing Program (LMP PSP) as a way to continue the transformation of the organiza- tion, through Partnership, to a high performing organiza- tion and to share the success of the organization with employees covered by this Agreement. The Strategy Group will be accountable for the LMP PSP. The Strategy Group may, but is not required to, establish national factors each year that will be included in all regional and local programs, together with regional and local factors. The Strategy Group will appoint a PSP Design Team to review the 2005 Performance-Based Pay BTG recommendations and make improvements to the LMP PSP by December 31, 2005, for the 2006 plan year. The emphasis will be on achieving simplicity, ease of administration and alignment with organizational and Partnership goals. This will provide employees a “line of sight” between their performance and the success of Xxxxxx Permanente through development of local pro- grams under the LMP PSP. Performance Sharing is over and above base wage rates and will be based on mutually-agreed-to perform- ance factors and targets. The LMP PSP is self-funded through operating margin. Performance targets will be set by region or national function and may be based on quality, service, financial performance, or other mutually acceptable factors. If targets are met, Performance Sharing opportunities will be as shown below for each year the Agreement is in effect. All amounts will be based on total payroll for employees covered by the Partnership in each region or national function. Year 1- 3% payout at target to be paid out in First Quarter 2007, based on 2006 performance; Year 2- 3% payout at target to be paid out in First Quarter 2008, based on 2007 performance; Year 3- 3% payout at target to be paid out in First Quarter 2009, based on 2008 performance; Year 4- 3% payout at target to be paid out in First Quarter 2010, based on 2009 performance; and Year 5- 3% payout at target to be paid out in First Quarter 2011, based on 2010 performance. The LMP PSP depends on Partnership structures and processes that empower employees to have an impact on the program’s targeted factors. To affor...
PERFORMANCE SHARING. Performance Sharing is intended to recognize that, through the Labor Management Partnership, employees and their unions have a greater opportunity to impact organizational performance, and employees, therefore, should have a greater opportunity to share in performance gains. The parties support the Labor Management Partnership Performance Sharing Program (LMP PSP) as a way to continue the transformation of the organization, through Partnership, to a high-performing organization and to share the success of the organization with employees covered by this Agreement. The Strategy Group will be accountable for the LMP PSP. The Strategy Group may, but is not required to, establish national factors each year that will be included in all regional and local programs, together with regional and local factors. The PSP goals will be aligned with national, regional, facility and unit goals. The PSP goals will be based on the principle of “Line of Sight” as much as possible. As in the 2008 Reopener Settlement, the regions may continue to pilot PSP demonstration projects during the life of this agreement with the emphasis on achieving simplicity, ease of administration and alignment with organizational and Partnership goals. Relevant sections of the 2008 Reopener Settlement are found in Exhibit
PERFORMANCE SHARING. Performance sharing is intended to recognize that, through the Labor Management Partnership, employees and their unions have a greater opportunity to impact organizational performance, and employees, therefore, should have a greater opportunity to share in performance gains. (See Exhibit 2.A.2) The parties support the Labor Management Partnership Performance Sharing Program (LMP PSP) as a way to continue the transformation of the organization, through Partnership, to a high- performing organization and to share the success of the organization with employees covered by this Agreement. The Strategy Group will be accountable for the LMP PSP. The Strategy Group may, but is not required to, establish national factors each year that will be included in all regional and local programs, together with regional and local factors. The PSP goals will be aligned with national, regional, facility and unit goals. The PSP goals will be based on the principle of “line of sight” as much as possible. Regional PSP goals must include Quality, Affordability, Service, Workplace Safety, and Attendance. It is recommended that the Attendance goal be measured at the individual level. Performance sharing is over and above base wage rates and will be based on mutually agreed-to performance factors and targets. The LMP PSP is self-funded through operating margin. Performance targets will be set by region or national function. Regional PSP goals must include quality, affordability, service, workplace safety, and attendance. If targets are met, performance sharing opportunities will be as shown below for each year the Agreement is in effect. All amounts will be based on total payroll for employees covered by the Partnership in each region or national function. The 3 percent payout is a calculation based on total represented payroll by region or national function. A full explanation is contained later in this section. o Year 1—3 percent payout at target to be paid out in First Quarter 2019, based on 2018 performance. o Year 2—3 percent payout at target to be paid out in First Quarter 2020, based on 2019 performance. o Year 3—3 percent payout at target to be paid out in First Quarter 2021, based on 2020 performance. The LMP PSP depends on Partnership structures and processes that empower employees to have an impact on the program’s targeted factors. To afford employees a reasonable opportunity to earn the annual payouts, Partnership structures and processes must achieve critical thresholds...
PERFORMANCE SHARING. On such date as any employee of the Company first receives payment under the Performance Sharing Plan for the February 1 through July 31, 2001 Performance Period, Company will pay to you the amount equal to your performance sharing payment.
PERFORMANCE SHARING. As specified in the National Agreement, a Performance Sharing Plan will be developed and instituted with potential payouts in 2007, 2008, 2009, 2010, and 2011. The parties have agreed that calculations for payouts will be based upon actual compensated hours during the previous year.
