Personal salary component Sample Clauses
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Personal salary component. In salary groups 001 and 002, office employees are paid a pay component based on the assessment of competence and personal work performance. The personal salary component may be, at most, 30% of the table-specified salary. More specific grounds for determining the personal salary component shall be agreed upon lo- cally at the company level in conformance with section 47 of the collective labour agree- ment. Personal work performance shall primarily be determined in performance assessment discussions carried out once a year between each office employee and his or her super- visor. The main points of the assessment discussion shall be recorded as feedback. Any changes in the personal salary component shall enter into force as of 1 May. On the basis of work performance assessment, the personal salary component may be reduced by, at maximum, 50% of the previous level. If the personal salary component is reduced as a result of the assessment, the employer shall, in connection with the as- sessment, give feedback to the employee on how to improve his or her performance. When the personal salary component is reduced, work performance shall be reassessed after six months. The assessment of work performance shall be carried out when an employee perma- nently moves from one salary group to another or, for a new person, within four months of the change in duties or the start of the employment relationship.
Personal salary component. For tasks specified in the salary appendix, the employee may be paid a personally agreed salary component. The amount of the salary components agreed at the com- pany level must exceed that of the salaries stated in the table by 2.27%. If the com- pany uses a company-specific productivity-based salary component in accordance with Section 4 of the salary appendix, its variable salary components shall be taken into account in the calculation of the excess insofar as they exceed 1.5%. The devel- opment of the agreed salary component is assessed company-specifically at the end of each calendar year. Any increases in personal salaries are implemented as a level increase for everyone as of the beginning of the next April.
Personal salary component. In salary groups 001 and 002, office employees are paid a pay component based on the assessment of competence and personal work performance. The personal salary component may be, at most, 30% of the table-specified salary. More specific grounds for determining the personal salary component shall be agreed upon locally at the company level in conformance with section 47 of the collective labour agreement. Personal work performance shall primarily be determined in performance assessment discussions carried out once a year between each office employee and his or her supervisor. The main points of the assessment discussion shall be recorded as feedback. Any changes in the personal salary component shall enter into force as of 1 May. On the basis of work performance assessment, the personal salary component may be reduced by, at maximum, 50% of the previous level. If the personal salary component is reduced as a result of the assessment, the employer shall, in connection with the assessment, give feedback to the employee on how to improve his or her performance. When the personal salary component is reduced, work performance shall be reassessed after six months. The assessment of work performance shall be carried out when an employee permanently moves from one salary group to another or, for a new person, within four months of the change in duties or the start of the employment relationship.