Applicable to House Leaders employed in Auckland Sample Clauses

Applicable to House Leaders employed in Auckland. The Employer recognises the mutual benefit that may be achieved from supporting and recognizing House Leaders’ practice to develop the capability to contribute at a regional level, including at the level of a Service Coordinator. Accordingly, the Employer commits to appoint to the merit step of the House Leader scale at any one time, at a minimum, an average of three people per region provided that those individuals have completed one or more years at step four of the House leader scale. In determining appointment to the merit step, the Employer will select those individuals who possess suitable skills, experience and/or qualifications for practice at a regional level and have demonstrated a commitment for the organisations’ objectives. An employee appointed to the merit step will be expected to make him or herself available to contribute to regional and / or organizational coordination activities such as House Leader and Service Coordinator relief and actively participate in groups and projects, including health & safety, Network, Awhi or the Pacific Group and union/employer working parties. The Employer will ensure that appropriate support is provided to assist the House Leader in undertaking these projects and responsibilities. Eligibility for the merit step 5 will be regarded as re-earnable. In order to maintain eligibility for merit pay the employee must continue to demonstrate high levels of performance and on-going participation consistent with practice at a regional level, provided that a lack of opportunities for participation shall not be grounds for removing eligibility. In circumstances where there is a tangible decline in performance, Spectrum Care reserves the right to remove eligibility and return the employee’s remuneration to step 4 of the House Leader salary scale, provided that:  the employee is advised in writing a minimum of three months prior to any removal of merit pay; and  prior to such action being taken, is given the opportunity to improve their performance with the support of clear goals and directives  where an employee has been advised of an impending removal of merit pay, the employee may seek a review of the decision according to the procedures outlined in the Employee Recourse Policy The parties to this agreement acknowledge that while the merit step is intended to support and recognize practice at a regional level, including service coordination, appointment to this step does not oblige either the Employer or the employ...