BC 1994 07 05 - Laserfiche WebLink

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164 a two year degree at an accredited college or university as this credit is earned. The program pays $12.00 per month for every completed unit of ten (10) semester hours of credit up to 120 hours toward a four year degree at an accredited college or university as this credit is earned. The program also pays $20.00 per month for every completed.unit of ten (10) semester hours of credit up to fifty (50) hours toward a Master's degree at an accredited college or university as this credit is earned. Employees who are eligible for the educational incentive program as listed in Appendix G, shall be exempt from educational leave with pay as contained in Article VI, Section 28. APPENDIX H DEVELOPMENT AND MERIT INCREASE ADMINISTRATION GUIDE SECTION I, DEVELOPMENT INCREASES An employee whose salary is located in the range from the hiring rate (Step 1, Level 1) through the pay level preceding the job rate (Step 3, Level 10) is eligible for development increase in accordance with the following guidelines. PERFORMANCE Amount of Increase for which an EVALUATION SCORE Employee is Eligible Not qualified to receive any salary increase, 0.00 - 3.59 including Cost of Living Allowance. 3.60 - 4.59 3 pay levels (1.5%) to 5 pay levels (2.5%) 4.60 - 6.59 6 pay levels (3%) to 10 pay levels (5%) 6.60 - 8.09 11 pay levels (5.5%) to 14 pay levels (7%) 8.10 - 9.00 15 pay levels (7 1/2%) to 17 pay levels (8 1/2%) 1. Job rate is Step 4, Level 1 of each pay grade range. 2. Development Increases will be made only to salary levels as listed on the salary scale. 3. Exception to the above listed Development Increase percentages: An employee qualifying to receive an increase which would exceed the job rate, shall have such increase limited to an amount no more than four pay levels (approximately 2%) above the job rate. SECTION II. MERIT INCREASES An employee whose salary is located at job rate (Step 4, Level 1) through the next to last level in a pay grade range (Step 9, Level 9) is eligible for a merit increase in accordance with the following guidelines. PERFORMANCE INCREASE FOR WHICH AN EMPLOYEE IS ELIGIBLE EVALUATION (BASED UPON WHAT STEP AND LEVEL HE OR SHE IS NOW BEING PAID) SCORES 4.01 4.02 4.03 4.04 4.05 thru 9.0? 9.08 9.09 9.1 O. O0 - 3.59 O* O* O* O* O* O* O* O* 3.60 - 5.09 0 0 0 0 0 0 0 0 5.10 - 7.09 5 pay LeveLs 4 pay LeveLs 3 pay levels 2 pay LeveLs 2 pay levels 2 pay LeveLs 1 pay Level (2.5%) (2%) (1.5%) (1%) (1%) (1%) (0.5%) 0 7'.10 - 8.09 6 pay LeveLs 5 pay LeveLs 4 pay LeveLs 3 pay LeveLs 3 pay LeveLs 2 pay LeveLs 1 pay Level 0 (3%) (2.5%) (2%) (1.5%) (1.5%) (1%) (0.5%) 8.10 - 9.00 7 pay LeveLs 6 pay LeveLs 5 pay LeveLs 4 pay LeveLs 4 pay LeveLs 2 pay LeveLs 1 pay Level 0 (3.5%) (3%) (2.5%) (2%) (2%) (1%) (0.5%) *ALSO NOT ELIGIBLE FOR A COST OF LIVING ALLOgANCE Appointments Regional Advisory Committees for the Centralina Council of Governments (A) Region F Aging Advisory Committee (2) Commissioner Casper nominated Ms. Betty Babb, current alternate member, for appointment as a regular member to the Region F Aging Advisory Committee. The nomination was seconded by Commissioner Fennel. UPON MOTION of Chairman Barnhart, seconded by Commissioner Carpenter and unanimously carried, the Board moved that nominations be closed and Ms. Betty Babb be appointed by acclamation as a regular member to the Region F Aging Advisory Committee for a term of two years ending June 30, 1996. Ms. Babb will fill the position previously held by Mr. James Graeber who had served six years and was ineligible for reappointment. The Board deferred the appointment of an alternate member to the Committee until the next meeting.