APA Know Your Contract – Compensation

by Melanie Waltz, MEA Uniserv Director

Compensation increases can happen multiple times during the year.  We are currently in-between two of the most common wage increase opportunities.

In October, you received a 1% increase in your wage – provided you had a satisfactory rating on your latest Performance Evaluation.

Article 17, Section II, of the current APA Collective Bargaining Agreement outlines the wage increase.

-122 Effective October 1, 2016, one percent (1%) general salary increase monies will be calculated from the September 30, 2016 total salary base. The general salary increase percentage will be made available for all eligible Employees.
The salary increase will be made to all Employees who received a satisfactory rating on the latest Employee evaluation. For purposes of this provision, an Employee shall not be considered unsatisfactory until the Employee’s performance “Does Not Meet” expectations in two consecutive evaluations.

1. If the general salary increase is one percent (1%) or less, it will be allocated across-the-board and calculated on the September 30, 2016 Employee’s base wage.
2. If the percent general salary increase is above one percent (1%), monies will be allocated as follows: sixty percent (60%) of which will be allocated on the basis of merit consideration and forty percent (40%) of which will be allocated across-the-board.

APA has already announced that the wage increase for October 2017 will be 1.9%; therefore, 60% of the increase will be allocated based on merit.

In addition to the October wage increase, many APA members will also be receiving an additional wage increase in January 2017.  All members who have completed at least one year of service with a satisfactory Performance Evaluation – and who fall within the Salary Progression for their level – will see an additional wage increase up to 3%.

Article 17, Section II, of the current APA Collective Bargaining Agreement outlines the wage increase for those members within the Salary Progression.

-127 Salary Progression increase consideration will be given to Employees who have completed at least one (1) year of service on the effective date of the increase, whose most recent Performance Development Plan is “Meets Expectations” or higher; and whose salary is less than one hundred twenty-five (125%) percent of the minimum hiring level.

-128 Employees shall receive a progression increase upon completion of one year, for the first year only.

-130 Effective January 1, 2017, eligible Employees will receive progression increases in the amount of three (3%) percent up to the 125% level. Employees will not receive progression increases if they received a “Does Not Meet” rating on their most recent Performance Development Plan.

The following chart shows the minimum and maximum progression for each grade level, effective October 1, 2016:

Therefore, if your wage is between the minimum level and the maximum progression level, you will be eligible for up to a 3% increase January 1, 2017.  You will receive the entire 3% unless the difference between your current wage and the top progression is less than 3% – in that case, you will receive the maximum amount allowed to bring you to the top of the progression level.

However, remember that the top progression wage for each grade level is only the point at which you cease to receive the automatic 3% increases.  The APA contract does not limit the maximum wage for any grade level.  The APA offers a “More You Know” lunch training to members with strategies to increase you compensation.  Look for the email invitation for this training, as well as other APA lunch training sessions.

To review your APA contractual provisions, go to:

http://lay.wyz.mybluehost.me/wp-content/uploads/2016/02/2015-2019-Contract.pdf

If you have further questions, don’t hesitate to ask for assistance by contacting the MSU APA office at (517) 999-4004 or by email at [email protected].