Merge branch 'evn-fix-cola-language' into 'master'

Fix to language around why we don't use cost of living adjustment

See merge request !5741

source/handbook/people-operations/global-compensation/index.html.md.erb

@@ -55,7 +55,7 @@ through TriNet, and they can access their pay slips through the [TriNet portal](
 {: #performance-based-increase-plan}
-Cost of living adjustments (COLA) encourage participation, generate mediocrity and lead to the disengagement of high performers, while performance-based (merit) increases reward results and motivate continued development and higher achievements.
+Cost of living adjustments (COLA) emphasize participation over accountability, generate mediocrity, and lead to the disengagement of high performers, while performance-based (merit) increases reward results and motivate continued development and higher achievements.
 The following performance-based increase guidelines are intended to ensure a fair distribution of the merit budget based on each individual’s 2016 overall performance.
@@ -77,7 +77,7 @@ Increases will be effective with global pay cycles in May for all eligible team
 - Individuals who received an adjustment (increase to bring them into experience range) based on the compensation calculator are eligible.
 - Individuals in a temporary role are **not** eligible.
-- Individuals who received a promotion or transfer to a new position with an increase on or after July 1, 2016 are **not** eligible.
+- Individuals who received a promotion or transfer to a new position with an increase on or after October 1, 2016 are **not** eligible.
 - Individuals who are not eligible for the 2017 merit increase plan will be eligible for the 2018 merit increase plan.
 ### Proration
@@ -138,18 +138,17 @@ Increases will be effective with global pay cycles in May for all eligible team
  - Will be reviewed by the division Executive together with the CFO, CEO and Sr. Director of People Ops for final approval.
-### Key Deadlines
-- MRs to handbook and explanation on Team call - Tuesday, April 11th
-- Topic included in Functional Group Update - Wednesday, April 12th
-- 2016 [performance reviews](/handbook/people-operations/performance-reviews/) completed for anyone who is eligible for a merit increase - Wednesday, April 19th
-- Merit increase worksheets distributed to managers on or before - Friday, April 21st
-- Managers complete merit increase recommendations by end of their day - Wednesday, April 27th
-- Managers review worksheets with their manager - Wednesday, April 27th
-- People Ops audit manager worksheets - Monday, May 1st
-- Executive review and approve/edit manager worksheets - Wednesday, May 3rd
-- Increase details shared with Finance - Thursday, May 4th
+### Key Deliverables and Deadlines Ahead
+- 2016 Self and Manager [performance reviews](/handbook/people-operations/performance-reviews/) completed for anyone who is eligible for a merit increase 
+- People Ops downloads Overall Performance Ratings from Lattice and uploads to Manager worksheets
+- Merit increase worksheets distributed to managers  
+- Managers review merit increase guidelines and merit pool distribution 
+- Managers review performance ratings and merit distribution with their manager 
+- People Ops audit manager worksheets
+- Executive review and approve/edit manager worksheets
+- Increase details shared with Finance
 - Increase details uploaded to TriNet - Friday, May 5th
 - Increase details passed to all international payroll providers - Friday, May 5th
 - Final pre payroll processing audit (People Ops and Finance) - Monday, May 8th

source/handbook/people-operations/performance-reviews/index.html.md

@@ -97,7 +97,7 @@ In cases where below average performance is identified, you should plan to deliv
 **Q: Why link performance to the increase process?**
-**A:** Cost of living adjustments (COLA) encourage participation, generate mediocrity and lead to the disengagement of high performers, while performance-based (merit) increases reward results and motivate continued development and higher achievements.
+**A:** Cost of living adjustments (COLA) do not encourage participation, generate mediocrity, and lead to the disengagement of high performers, while performance-based (merit) increases reward results and motivate continued development and higher achievements.
 **Q: When will we hear about 2017 [merit increases](/handbook/people-operations/global-compensation/#performance-based-increase-plan)?**