SALARY STEPS AND EVALUATIONS Sample Clauses

SALARY STEPS AND EVALUATIONS. 1. Step movement on the Wage and Classification Plan shall be as follows:
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SALARY STEPS AND EVALUATIONS. 1. Effective the first full pay period occurring on or after January 1, 2019, step one (1) of the 2018 pay scale will be eliminated. All subsequent steps will not be renumbered, such that the first step of the Corrections Sergeants’ Salary Schedule will be Step two (2).
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SALARY STEPS AND EVALUATIONS. 1. Employees shall advance from Steps one (1) through four (4) in twelve (12) months following their date of promotion of hire into a bargaining unit position, or after their last advancement; provided, the employee receives an overall satisfactory performance evaluation, as determined by the Sheriff or designee. Effective January 1, 2017, Step five (5) shall be created and set at two and one- half percent (2.5%) above Step four (4). Employees shall advance into Step five
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SALARY STEPS AND EVALUATIONS. 1. Employees shall advance from Steps two (2) through four (4) every twelve (12) months following their date of promotion into a bargaining unit position, or after their last advancement.
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SALARY STEPS AND EVALUATIONS. 1. Step movement on the Wage and Classification Plan shall be as follows: Employees placed at a pay step below Step 7 will receive a two-step increase (5%) following their last advancement or anniversary date in current position until Step 7 is reached. Employees at Step 7 or above will receive a one-step (2.5%) increase following their last advancement or anniversary date in current position. Step increases will be received annually until the top step is reached; provided, an employee must achieve the following minimum overall performance scores on their evaluation that entitles them to the step increase pursuant to the County evaluation system:: Step Required Score 6 - 9 3.5 10 - 14 4.0
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Related to SALARY STEPS AND EVALUATIONS

  • Annual Evaluations The purpose of the annual evaluation is to assess and communicate the nature and extent of an employee's performance of assigned duties consistent with the criteria specified below in this Policy. Except for those employees who have received notice of non-reappointment pursuant to the BOT- UFF Policy on Non- reappointment, every employee shall be evaluated at least once annually. Personnel decisions shall take such annual evaluations into account, provided that such decisions need not be based solely on written faculty performance evaluations.

  • EMPLOYEE EVALUATIONS 3. Any matter for which there is recourse under State or Federal statutes.

  • Formal Evaluations The employer shall undertake formal evaluations of an employee’s performance of the various duties and responsibilities of a position only if one or more of the following conditions is present: • employee request • mutual agreement of hiring unit and employee • recommendation arising from informal evaluation • decision of Chair, Xxxx, Director or designate resulting from the processing of a complaint in accordance with Article 8.

  • JOC EVALUATION If any materials being utilized for a project cannot be found in the RS Means Price Book, this question is what is the markup percentage on those materials? When answering this question please insert the number that represents your percentage of proposed markup. Example: if you are proposing a 30 percent markup, please insert the number "30". Remember that this is a ceiling markup. You may markup a lesser percentage to the TIPS Member customer when pricing the project, but not a greater percentage. EXAMPLE: You need special materials that are not in the RS Means Unit Price Book for a project. You would buy the materials and xxxx them up to the TIPS Member customer by the percentage you propose in this question. If the materials cost you, the contractor, $100 and you proposed a markup on this question for the material of 30 percent, then you would charge the TIPS Member customer $130 for the materials. No response TIPS/ESC Region 8 is required by Texas Government Code § 791 to be compensated for its work and thus, failure to agree shall render your response void and it will not be considered. Yes - No Vendor agrees to remit to TIPS the required administration fee or, if resellers are named, guarantee the fee remittance by or for the reseller named by the vendor?

  • Frequency of Evaluations 36.2.1 Employee work performance will be evaluated during probationary and trial service periods and annually thereafter. If the supervisor identifies a performance concern during the evaluation period, the supervisor may provide feedback. The supervisor will provide written documentation to the employee with a copy kept in the supervisor’s working file.

  • TEACHER EVALUATIONS A. Each teacher shall have the right, upon request, to review the contents of his/her personal file folder.

  • Annual Evaluation The Partnership will be evaluated on an annual basis through the use of the Strategic Partnership Annual Evaluation Format as specified in Appendix C of OSHA Instruction CSP 00-00-000, OSHA Strategic Partnership Program for Worker Safety and Health. The Choate Team will be responsible for gathering required participant data to evaluate and track the overall results and success of the Partnership. This data will be shared with OSHA. OSHA will be responsible for writing and submitting the annual evaluation.

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