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o Managers entering positions at the minimums 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 <br /> maximum at about the same time that a "Meets Expectations" <br /> performer would reach 104% of the midpoint if each started <br /> at the same time at range minimum. <br /> <br />o No salary increase shall be awarded in instances where a <br /> performance rating is "does not-meet expectations". <br /> <br />IX. Individual Merit Increases October 1, 1989, managers will be <br />eligible for individual salary adjustments. Said increases shall <br />be made based solely upon performance and in accordance with the <br />merit increase guide. No salary increase shall be made unless a <br />performance appraisal has been made of the employee. <br /> <br />X. Performance Manaqement Plan The performance pay plan shall <br />be incorporated into the performance management plan as <br />follows: <br /> <br /> Timing Activities <br /> August 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 Midyear Reviews <br /> <br /> - modify objectives where neces- <br /> sary <br /> <br /> - manager/incumbent discussion of <br /> job expectations <br /> <br /> July Salary Structure Adjustment <br /> <br /> - salary structure adjusted to <br /> reflect market <br /> <br /> - merit increase pool approved <br /> <br /> <br />