Salaries and Pay for Performance. 1. A summary of the Douglas County pay ranges is attached as Appendix “A” to this Agreement.
2. The purpose of the Pay for Performance plan is to recognize and reward employees who demonstrate motivation, performance above the standard scope of work, and efficiency, skill and initiative in their work, while also appropriately ranking employees who perform at or below the established level of performance for a particular position.
3. Employees will receive annual performance reviews on their Evaluation Due Date. The range for merit increases will be on a 0-6% scale and any merit increase will be applied to the employee’s base pay on the first day of the pay period in which the anniversary of the date the employee was hired or received a promotion, whichever is later, occurs.
4. The maximum merit increase an employee may receive during the term of this Agreement is 4% (i.e., a merit score equivalent to a 4%, 5% or 6% increase will result in a 4% increase to the employee’s wage).
5. Employees who receive a performance rating of 5% or 6%, and who are at the top of their pay range or would exceed the top of their pay range after receiving the Pay for Performance (merit) increase, will be eligible for a lump sum payment of 0.5% or 1%, respectively, of their base pay (“Top Out Pay”). The lump sum payment and salary (merit) increase must not exceed the amount the Pay for Performance increase would have provided if the employee were not at the top of the range.
6. No merit increases or Top Out Pay will be awarded or paid after June 30, 2016.
7. Effective the first full pay period in July 2016, all employees covered by this Agreement will receive an increase of 1.5% on their Evaluation Due Date.
8. Any wage adjustments, wage increases, or the award of merit increases will not change the minimum or maximum amount of a job classification’s salary range as adopted by the parties and detailed in Appendix “A.” Wage adjustments, wage increases, and the award of merit increases may not exceed the top of the employee’s salary range.
Salaries and Pay for Performance. 1. The County established and proposed new pay ranges for all County employees effective July 1, 2015. The Association agreed to the full implementation of the new pay ranges for all of the employees covered by this Agreement effective July 1, 2015. A current summary of the new pay ranges is attached as Appendix “A” to this Agreement.
2. The purpose of the Pay for Performance plan is to recognize and reward employees who demonstrate motivation, performance above the standard scope of work, and efficiency, skill and initiative in their work, while also appropriately ranking employees who perform at or below the established level of performance for a particular position.
3. Employees will receive annual performance reviews on their Evaluation Due Date. The range for merit increases will be on a 0-6% scale and any merit increase will be applied to the employee’s base pay on the first day of the pay period in which the anniversary of the date the employee was hired or received a promotion, whichever is later, occurs.
4. The maximum merit increase an employee may receive during the term of this Agreement is 4% (i.e., a merit score equivalent to a 4%, 5% or 6% increase will result in a 4% increase to the employee’s wage).
5. Before any merit increase is applied to an employee’s wage, the amount of any wage increase the employee received due to the implementation of the new pay ranges indicated in Appendix “A” will be deducted from the merit increase. For example, if an employee’s hourly wage is $20.00 per hour and the employee’s wage is increased to $20.20 due to the implementation of the new pay range, a subsequent merit increase of 4% would result in a net wage increase of $0.81 and a new wage of $20.81 ($20.20 x 4% merit increase = $21.01 - $0.20 prior pay range adjustment = $20.81 new hourly wage).
6. Employees who receive a performance rating of 5% or 6%, and who are at the top of their pay range or would exceed the top of their pay range after receiving the Pay for Performance (merit) increase, will be eligible for a lump sum payment of 0.5% or 1%, respectively, of their base pay (“Top Out Pay”). The lump sum payment and salary (merit) increase must not exceed the amount the Pay for Performance increase would have provided if the employee were not at the top of the range.
7. No merit increases or Top Out Pay will be awarded or paid after June 30, 2016.
8. Effective the first full pay period in July 2016, all employees covered by this Agreement will receive...
Salaries and Pay for Performance. Effective the first full pay period in July 2016, all employees covered by this Agreement will receive an increase of 1.5% on their Evaluation Due Date. If an employee is at the top of the employee’s salary range or, with the 1.5% increase will exceed the salary range, then the employee will receive a wage increase up to the top of the salary range and any remaining wage increase will be paid as a one-time, lump sum payment.
