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8. Optional Lock-in Provision <br /> This section, if enacted by separate signature of the County, effects an optional "lock-in" <br /> agreement between the County and NCSU/NCA&T for Extension personnel. The "lock-in" <br /> provision establishes constants to be maintained over the course of the agreement for cost-share <br /> percentages. <br /> 8.1 Salary Adjustments for SPA Employees under the Lock-in Provision <br /> County and NCSU/NCA&T will fund salary adjustments and increases so that the funding <br /> percentages agreed upon in the lock-in section below are maintained.The full compensation <br /> plan for state employees as approved by the General Assembly will serve as the basis for <br /> compensation adjustments and both the County and NCSU/NCA&T will adhere to the lock- <br /> in plan's effective dates and implementation instructions. Extension personnel receiving <br /> salary from grant funds will be governed by the terms and conditions of the applicable grant <br /> within the scope and applicability of NCSU/NCA&T personnel policies governing grants. <br /> These compensation components include,but are not limited to: <br /> 8.1.1. Across-the-board adjustments, <br /> 8.1.2. Cost-of-living adjustments (COLA), <br /> 8.1.3. Merit adjustments, <br /> 8.1.4. Bonuses (in any form conveyed), and <br /> 8.1.5. Promotion, classification, market, or equity adjustments. <br /> 8.2. Salary Adjustments for EPA Employees under the Lock-In Provision <br /> County and NCSU/NCA&T will fund salary adjustments and increases so that the funding <br /> percentages agreed upon in the lock-in section below are maintained. The full compensation <br /> plan for University employees as approved by the General Assembly and implemented by <br /> the Office of the President, University of North Carolina System, will serve as the basis for <br /> all compensation adjustments and both the County and NCSU/NCA&T will adhere to the <br /> plan's effective dates and implementation instructions. Extension personnel receiving salary <br /> from grant funds will be governed by the terms and conditions of the applicable grant within <br /> the scope and applicability of NCSU/NCA&T personnel policies governing grants. These <br /> compensation components include,but are not limited to: <br /> 8.2.1. Across-the-board adjustments, <br /> 8.2.2. Cost-of-living adjustments (COLA), <br /> 8.2.3. Merit adjustments, <br /> 8.2.4. Bonuses (in any form conveyed), and <br /> 8.2.5. Promotion, classification, market, or equity adjustments. <br /> 8.3. Enacting the Lock-in Provision <br /> By signing at this section separately, the County and NCSU/NCA&T shall adhere to the <br /> following provisions, guidelines, and procedures. <br /> Salary and Benefits <br /> Salaries and benefits, as delineated above in 7.3, may be split on the basis of either(Option <br /> A) type of employee (EPA and/or SPA), or(Option B) individual position. <br /> The County and NCSU/NCA&T agree on the following proportional salary and benefits <br /> funding percentages, applicable throughout the duration of this Memorandum of <br /> Understanding: <br /> _TREAT AS ORIGINAL <br />