Capital and Coast DHB Sample Clauses

Capital and Coast DHB. All items of uniform clothing supplied by the employer shall be laundered by the employee.
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Capital and Coast DHB. Orderlies and Security Orderlies Collective Agreement Effective 1 August 2004 to 31 July 2006
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Capital and Coast DHB. 1 This clause shall only apply to those employees who have had not less than ten year’s service recognised as at 10 August 1994.
Sample 1
Capital and Coast DHB. Salary Band Group 3 Positions Description of Duties Word Processor, Senior Word Processor/Typist/WP operator, Medical Word Processor - Expectation of being multi-skilled and undertaking medical typing/word processing combined with administrative and reception duties. Typist - Substantially engaged in typing/word processing. Receptionist, Customer Service Officer, Multi-skilled Relieving Team MH Administrators - Performs reception duties, data entry, word-processing and general administrative work; involved in the administration of the MH Act documentation. Salary Band Group 3 Steps Salary Scale Effective Salary Scale Effective Salary Scale Effective Salary Scale Effective 1-May-17 4-Mar-19 3-Jun-19 1-Jun-20 Merit 15 46,653 48,653 50,653 52,653 Merit 14 45,738 47,738 49,738 51,738 Merit 13 44,840 46,840 48,840 50,840 Merit 12 43,961 45,961 47,961 49,961 Merit 11 43,100 45,100 47,100 49,100 10 42,255 44,255 46,255 48,255 9 41,427 43,427 45,427 47,427 8 40,614 42,614 44,614 46,614 7 39,817 41,817 43,817 45,817 6 39,037 41,720 43,720 45,720 5 38,271 Progression through the scale from step 5 to step 10 shall be by way of automatic annual increment subject to satisfactory performance. Progression from step 10 to step 15 shall be by way of the Merit Progression process.
Sample 1
Capital and Coast DHB. Salary Band Group 4 Positions Description of Duties Departmental/Unit Secretary, Medical Typist, Medical Secretary, Senior MH Administrator Departmental Secretary - performs secretarial duties for one or more people, usually at middle or senior departmental management level. Undertakes word processing duties, may compose and type letters on routine matters for manager's approval, act as receptionist for manager, screen telephone calls, letters and visitors. Undertake general administration duties for the unit/department. Medical Typist/Medical Secretary - Substantially engaged in the typing of medical terminology. To be appointed into this position needs proficiency in medical terminology. Senior MH Administrator - employee has reached an expert level of group 3. Salary Band Group 4 Steps Salary Scale Effective Salary Scale Effective Salary Scale Effective Salary Scale Effective 1-May-17 4-Mar-19 3-Jun-19 1-Jun-20 Merit 20 51,507 53,507 55,507 57,507 Merit 19 50,497 52,497 54,497 56,497 Merit 18 49,507 51,507 53,507 55,507 Merit 17 48,537 50,537 52,537 54,537 Merit 16 47,586 49,586 51,586 53,586 15 46,653 48,653 50,653 52,653 14 45,738 47,738 49,738 51,738 13 44,840 46,840 48,840 50,840 12 43,961 45,961 47,961 49,961 11 43,100 45,100 47,100 49,100 10 42,255 44,255 46,255 48,255 Progression through the scale from step 10 to step 15 shall be by way of automatic annual increment subject to satisfactory performance. Progression from step 15 to step 20 shall be by way of the Merit Progression process.
Sample 1
Capital and Coast DHB. Salary Band Group 5 Positions Description of Duties Administration Supervisor Co- ordinator (including Medical Records Co-ordinator and Mental Health Co-ordinator) Positions at this level co-ordinate the work of a section or unit and supervise staff. Salary Band Group 5 Steps Salary Scale Effective Salary Scale Effective Salary Scale Effective Salary Scale Effective 1-May-17 4-Mar-19 3-Jun-19 1-Jun-20 Merit 27 59,167 61,167 63,167 65,167 Merit 26 58,005 60,005 62,005 64,005 Merit 25 56,868 58,868 60,868 62,868 Merit 24 55,754 57,754 59,754 61,754 Merit 23 54,659 56,659 58,659 60,659 22 53,588 55,588 57,588 59,588 21 52,537 54,537 56,537 58,537 20 51,507 53,507 55,507 57,507 19 50,497 52,497 54,497 56,497 18 49,507 51,507 53,507 55,507 17 48,537 50,537 52,537 54,537 16 47,586 49,586 51,586 53,586 Progression through the scale from step 16 to step 22 shall be by way of automatic annual increment subject to satisfactory performance. Progression from step 22 to step 27 shall be by way of the Merit Progression process.
Sample 1

Related to Capital and Coast DHB

  • Certified and Minority Business Enterprises Reports Upon Customer request, the Contractor shall report to the requesting Customer the Contractor’s spend with certified and other minority business enterprises in the provision of commodities or services related to the Customer’s orders. These reports shall include the period covered, the name, minority code, and Federal Employer Identification Number of each minority business utilized during the period; commodities and services provided by the minority business enterprise, and the amount paid to each minority business enterprise on behalf of the Customer.

  • Adaptive Management ‌ This CCAA is based on the principles of Adaptive Management set out in 65 Fed. Reg. at 35,242. The adaptive management process is a structured approach for dealing with uncertainty. The adaptive management process develops hypotheses regarding uncertainty and research to test those hypotheses in an iterative process to develop effective strategies for minimizing the uncertainty. The signatories to this CCAA agree and recognize that implementation of the Conservation Strategy objectives and criteria, Conservation Measures and Actions, and the Covered Area may change as new science emerges. The effectiveness of the Conservation Strategy objectives and criteria, Conservation Measures, Conservation Actions, monitoring methods, and new technologies will be reviewed by the Administrator on an annual basis, with input from the Adaptive Management Committee. The Adaptive Management Committee will be responsible for reviewing and evaluating the effectiveness of Conservation Program under the 2020 DSL CCAA as described in Sections 2.0 and 16.1, including the effectiveness and implementation of the Conservation Strategy, Conservation Measures and Conservation Actions; setting priorities for DSL Habitat conservation and monitoring habitat loss; and recommending changes to any aspect of the Conservation Program based on new science. As a result, appropriate modifications to the Conservation Measures and Actions may be incorporated to further refine the goals and objectives of this 2020 DSL CCAA. Such modifications are incorporated into existing CIs, if they were identified in changed circumstances in the 2020 DSL CCAA. Modifications not related to changed circumstances identified in the 2020 DSL CCAA and instead related to unforeseen circumstances may be incorporated into new CIs that take effect after the modifications have been made and to existing CIs only with written consent from the Participants and Service. Additionally, research projects that are designed to determine the effectiveness of management practices will be encouraged and utilized to determine what Adaptive Management is necessary. Changes resulting from Adaptive Management will flow through the Governance structure as described in Section 2.0 of this CCAA.

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