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The purpose of the LEA program is to reward employees with a one-time payment. The LEA may be used to reward employees for:

1. Significant contribution above and beyond assigned daily work and outside of the job description, for which there was not sufficient advance notice to consider a stipend



2. Exceptional performance under temporary difficult conditions, where the temporary nature of the circumstances does not warrant that the performance be rewarded entirely in a permanent base increase through the merit process



3. One component of an overall compensation strategy which depends in part on availability of temporary vs. permanent funds; this is most useful for highly-compensated individuals who have some overall responsibility for departmental or unit performance



4. A team award, when a work group has accomplished a goal in addition to their regular work. Examples include moving to a new location while continuing to provide unbroken service to customers or major re-organization of a process or workflow which increases efficiency.

Both represented and non-represented employees may be eligible for a Local Incentive Award. Awards for represented employees must be consistent with applicable labor contracts and reviewed by Labor Relations.

Staff must have received a minimum "meets expectations" on the performance review within the last 12 months in order to be eligible.



Departments must fund these awards themselves, within their allocated budgets. The maximum amount of the award is $1000 annually, and employees whose annual salary exceeds $100,000 are not eligible.

1. All LEA payments which result in a cumulative payment of $500 and over to a single employee within a fiscal year should first be approved by the Director of Staff Human Resources, in consultation with your Assistant Dean or Associate Vice Provost. Submit a request in writing via e-mail or memo, from the Department Manager and Chair, with the justification.
2. The request for an individual award should include a description of the circumstances which have generated the request, and why only this individual is being considered at this time
3. The request for annual departmental awards, or team awards, should contain the criteria used in determining whether or not an award is granted, and if granted, what criteria was used to determine the amount(s).

Departments may continue to distribute LEAs in amounts less than $500 per employee, per year, if they adhere to PPSM 34C and applicable labor contracts.

As with all policies and procedures, it is important that LEAs be administered consistently and fairly across the College. The primary control is the joint review of the Director of Staff Human Resources and the Divisional Senior Operations Manager, i.e. Assistant Dean, Associate Vice Chancellor, or equivalent.

It is recommended that if you wish to have an SAAP-type program in your department or unit, refer to the guidelines which you can find in PPSM 34C. Note that any such program must be submitted to CHR for prior approval. Your Assistant Dean or equivalent Divisional Manager may also wish to approve LEAs in amounts less than $500; if so, they will let you know directly. Any award program which includes represented employees must be consistent with the applicable contracts and reflect consultation with Labor Relations.