Career Plan. INTRODUCTION The Pink Zebra Compensation Plan introduces an exciting, trendsetting method of compensating our Independent Consultants. It is surprisingly simple, financially rewarding and equitable, in terms of giving everyone involved an equal opportunity for success. The Plan combines the best of retail sales methods and traditional wholesale distribution with an aggressive and duplicable method for geometrically growing your business. The Pink Zebra sponsoring formula will make building your business fun and profitable! Our goals are simple, but the rewards are great.
Career Plan. You have received, carefully read and agree to comply with the Company’s Career Plan and any future modifications thereto. You understand that you must be in good standing, and not in violation of this Agreement or the Policies and Procedures to be eligible for participation in the Career Plan.
Career Plan. Employees shall participate in a step plan which shall be known as the "Career Plan." Effective as provided herein, all employees shall be compensated in accordance with the pay plan attached as Appendix A, which includes a seventeen and one half percent (17.5%) differential between the pay ranks for officers and sergeants, sergeants and lieutenants, and between lieutenants and captains. All employees shall progress, when eligible, on the pay plan.
A. Salary decrease shall occur as follows:
(1) A 3% salary decrease of all employees at each step of Appendix A effective on January 1, 2012;
(2) A 0% salary change at each step of Appendix A effective on October 1, 2012;
(3) A 0% salary change at each step of Appendix A effective on October 1, 2013.
B. Advancement Within the Career Plan:
(1) The employee can perform the essential functions of his/her Corrections Classification:
(a) Step advancement shall not be delayed for an employee who cannot pass the physical ability test due to an injury in the line of duty, so long as the employee has not yet reached Maximum Medical Improvement (MMI). Once the employee has reached MMI, he/she shall be required to take and pass the physical ability test on the same basis as other employees in order to return to full duty.
(b) Employees who do not successfully pass the physical ability test after one (1) year and who have had reasonable opportunity to pass the test, or who are otherwise determined to be unfit for duty, may be removed from corrections positions.
(2) The employee’s performance has been satisfactory for the preceding year. If the employee's performance has not been satisfactory, step advancement may be delayed for a period of six (6) months after which the employee's performance will be re-evaluated. If the employee's performance has not improved to an acceptable level, the step increase can be delayed six (6) additional months for re-evaluation.
(3) When an employee’s step advancement is delayed, he/she will be given written notice of the reason for the delay. An employee who does not agree may appeal the delay through the grievance procedure beginning at Step II. Alternatively, the employee may file a grievance with the Civil Service Board.
(4) When the Employer determines that an employee whose step advancement was delayed pursuant to these provisions, is now eligible to receive that advancement, he/she will be placed on the salary step appropriate for his/her years of service, even if this would result in ...
Career Plan. The opportunity shall be offered to all permanent classified employees to identify their career goal at Xxxxxx Valley College. The employee, in cooperation with his/her supervisor, the Office of Human Resources representative, and/or counselors, will formulate a plan for reaching his/her career goal at Xxxxxx Valley College. The plan is to specifically define coursework, degrees, job shadowing opportunities and mentoring opportunities, which will prepare the employee for his/her career goal. The career plan provides opportunities and prepares classified employees to the extent possible toward reaching their career goals. Completion of a career plan does not guarantee a promotion or new position at Xxxxxx Valley College but the skills, training and education gained through the completion of the plan may provide classified employees an opportunity for advancement. PROCEDURE Each Career Plan must contain:
1. Personal/Career goal(s)
2. Education Plan
3. Approximate timelines for completion
4. How training leave fits into employee’s overall career plan (only required when applying for Training Leave under Article 7.1.3)
Career Plan. Employees shall participate in a step plan which shall be known as the "Career Plan." Effective as provided herein, all employees shall be compensated in accordance with the pay plan attached as Appendix A, which includes a seventeen and one half percent (17.5%) differential between the pay ranks for officers and sergeants, sergeants and lieutenants, and between lieutenants and captains. All employees shall progress, when eligible, on the pay plan.
A. Salary increase shall occur as follows:
1) A 6.5 % increase for all employees at each step of Appendix A effective October 1, 2017;
Career Plan. The opportunity shall be offered to all permanent classified employees to identify their career goals at Xxxxxx Valley College. The employee, in cooperation with his/her supervisor, the Office of Human Resources representatives, and/or counselors, will formulate a plan for reaching his/her career goal at Xxxxxx Valley College. The plan is to specifically define course work, degrees, job shadowing opportunities, and mentoring opportunities, which will prepare the employee for his/her career goal. The career plan provides opportunities and prepares classified employees to the extent possible towards reaching their career goals. Completion of a career plan does not guarantee a promotion or new position at Xxxxxx Valley College, but the skills, training and education gained through the completion of the plan may provide classified employees an opportunity for advancement When necessary, the plan is to be updated or revised to reflect career goal changes. The official career goal plan is to be retained in the Office of Human Resources. See Appendix B, Ba, Bb.
Career Plan. Employees shall participate in a step plan which shall be known as the "Career Plan." Effective as provided herein, all employees shall be compensated in accordance with the pay plan attached as Appendix A, which includes a twenty percent (20%) differential between the pay ranks for officers and sergeants, sergeants and lieutenants, and between lieutenants and captains. All employees shall progress, when eligible, on the pay plan.
A. Salary increase shall occur as follows:
1) A 15.00% increase for all employees at each step of Appendix A effective October 1, 2024;*
2) An 8.5% increase for all employees at each step of Appendix A effective October 1, 2025;*
3) A 7.00% increase for all employees at each step of Appendix A effective October 1, 2026.* *All salary increases will be effective the first day of the new pay period.
Career Plan. ID has carefully read and agrees to comply with the O2 ID commission plan (the “Career Plan”) and any future modifications thereto, with the Career Plan incorporated by this reference as if fully set forth herein. ID understands that she or he must be in good standing, and not in violation of these Terms & Conditions, to be eligible for participation in the Career Plan. ID understands that the Career Plan may be amended at the sole discretion of O2 and ID agrees that any such amendment will apply to ID. Notification of amendments to the Career Plan shall be published on the official O2 website and Back Office and become effective thirty (30) days following the date of publication. The continuation of ID’s business or ID’s acceptance of commissions shall each constitute ID’s acceptance of all amendments. ID understands that no attorney general or other regulatory authority ever reviews, endorses or approves any product, commission program or company, and ID will make no such claims regarding O2.
Career Plan. Employees shall participate in a step plan which shall be known as the "Career Plan." Effective as provided herein, all employees shall be compensated in accordance with the pay plan attached as Appendix A. All employees shall progress, when eligible, on the pay plan.
A. Salary increase shall occur as follows:
(1) A new step plan outlined in Appendix A effective October 1, 2024*;
(2) A 8.5 % increase for all employees at each step of Appendix A effective October 1, 2025*;
(3) A 7.0% increase for all employees at each step of Appendix A effective October 1, 2026*
(4) Upon successful completion of the field training program, employees in the classification of Corrections Officer Recruit at Step 1 of Appendix A shall advance to Corrections Officer, with a twelve (12) month probationary status and shall be compensated thereafter pursuant to their continuous service time as of their Corrections Officer Recruit date of hire pursuant to Appendix A.
(5) As of October 1, 2024, new employees in the classification of Corrections Officer Recruit who 1) have completed a minimum of three years of service as a full-time correctional officer at a sheriff’s office or corrections department in the State of Florida and hold an active Florida correctional certificate, or 2) have completed a minimum of three years of service as a full-time correctional officer in another state or at a federal agency and have completed the FDLE Equivalency of Training process for out-of-state officers and federal officers, shall be hired at Step 3 of the current pay plan. The employee will advance to the next step after one year based on the normal step progression. However, for promotional purposes, years of continuous service with the Jacksonville Sheriff’s Office will be based on rules outlined in the Civil Service and Personnel Rules and Regulations.
Career Plan. Personal Mission Statement To continue with my studies and finish MPA then thereafter study further and do MTech in Transportation Engineering. Area of interest/ Desired position title Competencies/ Skills/ Knowledge needed (areas I will need to develop) Managerial Position in Infrastructure Development Engineering Qualification Area of interest/ Desired position title Competencies/ Skills/ Knowledge needed (areas I will need to develop) Managerial Position in Provincial Roads Infrastructure MTech in Civil Engineering and Public Administration Bl: Strength to leverage — select at least 1 strength to AREA OF FOCUS: continue to build upon Critical behaviour/ Goal Developmental Activities/ Manager/ Superior's Role Target Dates/ Milestones Results/ Outcomes (What specific behaviour do I need to model or exhibit in this competency or skill) Action steps (what is the involvement of your superior or others if applicable) (how have I succeeded in adapting my behaviour or learning new skills?) Give examples (assignments, coaching, formal training) Remember to apply the SMART principle Strategic Management Ongoing skills development on public administration Mentoring Ongoing Positive attitude B2: Area to develop — focus on areas to develop that are select 1 or 2 areas to work on AREA OF FOCUS: People Management, critical for your performance, at a time Critical behaviour/ Goal Developmental Activities/ Manager/ Superior's Role Target Dates/ Milestones Results/ Outcomes (What specific behaviour do I need to model or exhibit in this competency or skill) Action steps (what is the involvement of your superior or others if applicable) (how have I succeeded in adapting my behaviour or learning new skills?) Give examples (assignments, coaching, formal training) Remember to apply the SMART principle Infrastructure Development and Maintenance >Roads > Community Facilities Professional Registration Providing mentoring and budget Ongoing Positive attitude , Personal_Development_Plan/ Mbhashe Local Municipality
