Designated Positions. The salary scale provides for the appointment of staff to Designated Positions. These are positions that have been formally established as Designated Positions by the employer. Designated Positions are positions commonly involving advanced clinical practise /leadership and/or management responsibilities. Holders of Designated Positions usually have job titles, for example, Team Leader, Section Head, or Professional Advisor and appointment normally occurs after advertising of the position. The employer will determine the appropriate salary for appointment to a Designated Position having regard to the duties, responsibilities and scope of the position relative to other positions in the DHB with similar duties, responsibilities and scope. Movement on the scale will be by way of the appropriate merit provisions.
Designated Positions. Some salary scales provide for the appointment of staff to Designated Positions. These are positions that have been formally established as Designated Positions by the employer. Designated Positions are positions commonly involving both advanced clinical/technical practise /leadership and/or management responsibilities. Holders of Designated Positions usually have job titles, for example, Team Leader, Section Head, or Professional Advisor and appointment normally occurs after advertising of the position. The employer will determine the appropriate salary for appointment to a Designated Position having regard to the duties, responsibilities and scope of the position relative to other positions in the DHB with similar duties, responsibilities and scope. Movement on the scale will be by way of the appropriate scheduled merit provisions.
Designated Positions a) Some salary scales provide for the appointment of staff to Designated Positions. These are positions that have been formally established as Designated Positions by the employer. Designated Positions are positions commonly involving both advanced clinical/technical practise /leadership and/or management responsibilities. Holders of Designated Positions usually have job titles, for example, Team Leader, Section Head, or Professional Advisor and appointment normally occurs after advertising of the position.
b) The employer will determine the appropriate salary for appointment to a Designated Position having regard to the duties, responsibilities and scope of the position relative to other positions in the DHB with similar duties, responsibilities and scope. Movement on the scale will be by way of the appropriate scheduled merit provisions (refer to 5.1.5 and 5.2.7).
c) Where an employee in a designated position considers that the duties and responsibilities of their position have increased significantly since their position was last reviewed, they may request in writing that their employer re-evaluate their position. This review shall be undertaken through the following process:
i. The employer and employee agree on current job description or update the job description as necessary.
ii. The employer compares the employee position with similar positions that have already been job sized/ scoped, looking at factors such as education, experience, complexity, scope of work, problem solving, scope for decision making, impact of decision making, breadth and function of activities, authority exercised, supervisory and managerial responsibility.
iii. Within six weeks of receipt of the review request, the employer makes a decision regarding the salary level and placement comparable with other positions assessed as being of a similar size/ scope and advises the employee in writing of the decision including a summary of the assessment of comparable positions.
iv. A two week period will be available for the employee to consider the outcome. Once agreed any changes to pay will be processed.
v. An employee who remains dissatisfied will make a submission to the DHB panel, outlining in writing the reasons for disagreement. This shall occur within two weeks of receipt of the information under iv. above. The information submitted under v. above will be assessed by a panel appointed by the CEO of the DHB plus one person appointed by the PSA. The CEO will consider the panel’s ...
Designated Positions. The District has designated positions eligible to receive the Interpreting/Translating premium.
Designated Positions. Certain positions may be designated by the Director of Human Resources as flexibly staffed positions. Positions are generally allocated at the first level of the job series when vacated. When the position is next filled and an incumbent of one of these positions meets the minimum qualifications for the next higher level and has met appropriate competitive requirements he/she may then be promoted to the next higher classification within the job series without need of a classification study. The following job classifications are flexibly staffed: Social Casework Specialist I to Social Casework Specialist II Eligibility Worker I to Eligibility Worker II Eligibility Worker II to Eligibility Work Specialist Open examinations at either level in the above-mentioned classifications shall be administered upon the request of the Department Head and approval of the Director of Human Resources.
Designated Positions. The salary scale provides for the appointment of staff to Designated Positions. These are positions that have been formally established as Designated Positions by the employer. Designated Positions are positions commonly involving advanced clinical practise /leadership and/or management responsibilities. Holders of Designated Positions usually have job titles, for example, Team Leader, Section Head, or Professional Advisor and appointment normally occurs after advertising of the position. The employer will determine the appropriate salary for appointment to a Designated Position having regard to the duties, responsibilities and scope of the position relative to other positions within Te Whatu Ora - Te Tai Tokerau with similar duties, responsibilities and scope.
Designated Positions. AMEC NSS will designate positions that require French language capability, to the extent required by the Act. AMEC NSS shall determine the actual number of positions to be designated and which positions will be designated. Changes to the designated positions require joint agreement between the local Contact Supervisor/Human Resources Manager and the Unit Director. Whenever a change is made to the designated positions list, the Contact Supervisor/Human Resources Manager will provide written notification of the addition to The Society office and Labour Relations, AMEC NSS Human Resources. Labour Relations, AMEC NSS Human Resources will issue an up-to-date version of the designated positions list annually to The Society. A position can only be removed or modified when it is vacant.
Designated Positions. Job Security . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Training . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
Designated Positions. The Chief Executive will designate 140 positions in PCL to undertake fire management tasks and duties. The employees in those positions will be required to undertake fire management tasks and duties and to undertake required training and meet minimum fitness standards. Employee career opportunities will not be disadvantaged as a result of fire related tasks 153.3 In addition to the positions identified in 153.2, employees from other TaMS business units may be nominated and approved by the relevant Executive Director for the provision of fire management tasks. 153.4 The designation of positions for existing employees will be agreed between the parties, with consideration given to incident management requirements and the ability of the occupants to undertake training and meet fitness standards.
Designated Positions. The District has designated positions (indicated in Appendix A with a plus (+) sign) eligible to receive the Language Services premium.
