ANNUAL REVIEW PROVISIONS. Any Employee party to this Agreement shall be entitled to a review of his/her salary no less frequently than 12 monthly. Any increase in salary arising from this review shall be effective from the review date.
ANNUAL REVIEW PROVISIONS. Any Employee party to this Agreement shall be entitled to a review of his/her salary no less frequently than 12 monthly except that an employee on Step 1 of the Clinical Physiology Scale shall have a review six months after appointment to the scale. Any increase in salary arising from this review shall be effective from the review date, noting that for employees on Step 1 of the Clinical Physiology Scale, a salary increase will reset their salary anniversary date (i.e. movement to Step 3 will occur after 12 months on Step 2).
ANNUAL REVIEW PROVISIONS as per existing DHB policy
1.6.1 Any employee party to this Agreement shall be entitled to a review of his/her salary no less frequently than 12 monthly. Any increase in salary arising from this review shall be effective from the review date or some other date by mutual agreement.
1.6.2 This annual salary review shall be carried out in accordance with the appropriate progression criteria set out in this section. The outcome of this review shall be conveyed to the employee in writing.
1.6.3 Should the employee or his/her Manager consider that the job content of any position has substantially changed, the position would be reviewed and any salary adjustment required would be made accordingly.
1.6.4 Should any employee be dissatisfied with the outcome of any review of salary carried out in terms of this clause, the employee may request that this decision be reviewed;
(a) If the dissatisfaction is in respect to the employee’s salary relating to their individual performance the employee can request that the Managers’ Manager review the decision. In presenting his/her request for review the employee shall be entitled to be accompanied by a support person/employee representative;
ANNUAL REVIEW PROVISIONS.
1. General Provisions Each year the unit tenure committee for faculty and the unit tenure/promotion committee for academic staff (see XXII.D and XXIII.B) shall prepare a written review for any bargaining-unit member holding a term appointment. In a unit without the appropriate committee, the unit administrator (chair, xxxx, director, or vice president) shall possess the authority and functions of the committee. In such units the unit administrator shall consult with the tenured faculty, or the tenured and employment-security-status-academic staff, as appropriate. The bargaining-unit member shall receive at least two (2) weeks’ notice prior to the annual review. The appropriate unit administrator may concur and/or may add their comments to the committee’s written review. The appropriate unit administrator shall discuss the review with the bargaining-unit member. The written review shall have been given to the bargaining-unit member at least five (5) days prior to the discussion. At the option of the appropriate unit administrator or the bargaining- unit member, the designated spokesperson of the committee will also be present at the discussion. If the unit contains more than fifteen (15) persons requiring annual written reviews, the appropriate unit administrator may select a designee to conduct some of these discussions. In cases where the bargaining-unit member is not satisfied with the review performed by a designee, they may request review by the appropriate unit administrator. The written reviews shall be placed in the bargaining- unit member’s personnel file along with supporting or dissenting material provided by the bargaining-unit member and the unit committee. The failure to conduct an annual written review is grievable at Step One only. Neither the written review nor the discussion nor the failure to complete any annual written review shall imply any commitment to recommend reappointment, promotion, employment security status or tenure. For bargaining-unit members with joint appointments, the annual review is to be carried out by the unit in which the major activity is carried out following the above procedures. The director/chair of the other unit(s) must contribute to the review conducted by the primary unit. The bargaining-unit member being evaluated shall receive the evaluative materials generated by the home unit and the statement(s) submitted by the chair(s) of the non-home unit(s).
2. Faculty Provisions For faculty on the tenure track,...
ANNUAL REVIEW PROVISIONS
