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VIII. Merit Increase Guide Annually a merit increase guide shall <br /> be developed for the purpose of distributing merit salary in- <br /> creases. The guide will be constructed in such a fashion that it <br /> will result in the distribution of merit increases equal to the <br /> aggregate of the merit increase pool percentage. <br /> The following is an example of a merit increase guide. <br /> Illustrative Salary Merit Increase Guide <br /> Position in Grade <br /> Performance <br /> *sting Lower Middle Upper <br /> Far Exceeds 12 -14% 10 -12% 8 -10 <br /> Exceeds 9 -11% 7 -9% 5 -7% <br /> Meets Expectations 5 -8% 4 -6% 2 -4% <br /> Does Not Meet <br /> Expectations -0- -0- -0- <br /> This Merit Increase Guide is illustrative only. It assumes a <br /> normal or typical distribution of performance ratings. <br /> Assumptions: <br /> - Merit Increase Pool 6.0% <br /> - Distribution of incumbent's current salaries within <br /> assigned grade: <br /> - Lower third: 10% <br /> - Middle third: 80% <br /> - Upper third: 10% <br /> - Distribution of performance ratings: <br /> - Far exceeds: 58 <br /> - Exceeds: 20% <br /> - Meets: 75% <br /> In construction of the merit increase guide the following assump- <br /> tions shall be incorporated. <br /> o Increase amounts should differ significantly as performance <br /> levels increase. Increase amounts should not overlap; <br /> that is, minimum treatment for the "Far Exceeds <br /> Expectations" manager should be higher than maximum <br /> treatment for the "Exceeds Expectations" performer. <br />