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IX. <br /> <br />IX. <br /> <br />Managers entering positions at the minimum of the salary <br />ranges and with sustained performance at the various levels, <br />should approach their respective performance ceilings after <br />approximately the same interval; i.e., a "Far Exceeds <br />Expectations" performer would reach close to the range maximum <br />at about the same time that a "Meets Expectations" performer <br />would reach 104% of the midpoint if each started at the same <br />time at range minimum. <br /> <br />No salary increase shall be awarded in instances where a <br />performance rating is "does not meet expectations". <br /> <br />Individual Merit Increase September 1, 1991, managers will be <br />eligible for individual salary adjustments. Said increases <br />shall be made based solely upon performance and in accordance <br />with the merit increase guide. No salary increase shall be <br />made unless a performance appraisal has been made of the <br />employee. <br /> <br />Performance Management Plan The performance pay plan shall be <br />incorporated into the management performance pay plan as <br />follows: <br /> <br />Timing <br /> <br />Activities <br /> <br />August <br /> <br />Performance Planning <br /> <br />- discuss, identify and document <br /> objectives for Key Result Areas <br /> <br />- discussion of expectations for <br /> the Job Related Behaviors <br /> <br />December/January <br /> <br />Midyear Reviews <br /> <br />- modify objectives where necessary <br /> <br />- manager/incumbent discussion of <br /> job expectations <br /> <br />July <br /> <br />Salary Structure Adjustment <br /> <br />- salary structure adjusted to <br /> reflect market <br /> <br />- merit increase pool approved <br /> <br />August <br /> <br />Performance Evaluation <br /> <br />- rate incumbent <br /> <br /> <br />