HWS Level Sample Clauses

HWS Level. 3 Employees in positions classified as HWS Level 3 will undertake most of the following: - will work under limited direction from senior employees and undertake a range of functions requiring the application of a high level of knowledge and skills to achieve results in line with the organisation’s goals; - adhere to established work practices but may be required to exercise initiative and judgment where practices and direction are not clearly defined; - will develop and maintain a sound knowledge of internal and external stakeholders relevant to the services provided; - may be responsible for a range of functions requiring a high level of skills and knowledge; - will need to have and maintain knowledge of organisational services and programs; - will apply specialised knowledge and skills that are gained through qualifications and previous experience relevant to the role; - may utilise specialised knowledge, skills and qualifications to provide expert advice and guidance to others in the management of complex clients; - will be required to plan and organise their own work and meet operational goals/KPIs; - may have responsibility for a moderately complex project, including planning, coordination, implementation and administration; - are responsible for monitoring and keeping up to date with changing requirements in role/discipline requirements; and - are responsible for researching and designing innovative solutions for clients aimed at improving their wellbeing.
Sample 1
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HWS Level. 4 Employees in positions classified as HWS Level 4 will undertake most of the following: - will operate under limited direction from senior employees or management and will undertake a range of functions for which operational policies, practices and guidelines may need to be developed; - have scope to influence the operational activities of the Company and would be involved with establishing operational procedures which impact on the Company and the community served by it; - will make decisions in relation to their particular work area within delegated responsibility; - may exercise managerial responsibility, work independently as a senior specialist or may be a senior member of a single discipline, project team or provide specialist support to a range of programs or activities; - may be responsible for setting and monitoring performance expectations for a team and for providing performance feedback and development; - coach and guide employees in area of responsibility; - may control and coordinate a work area within budgetary constraints; - exercise a high degree of autonomy in establishing the operation of the work area/team; - monitor the external environment for opportunities and challenges related to the services in area of responsibility and act on them.
Sample 1

Related to HWS Level

  • Staffing Levels To the extent legislative appropriations and PIN authorizations allow, safe staffing levels will be maintained in all institutions where employees have patient, client, inmate or student care responsibilities. In July of each year, the Secretary or Deputy Secretary of each agency will, upon request, meet with the Union, to hear the employees’ views regarding staffing levels. In August of each year, the Secretary or Deputy Secretary of Budget and Management will, upon request, meet with the Union to hear the employees’ views regarding the Governor’s budget request.

  • Formal Level A. Level I:

  • Formal Levels 14.3.1 Step 1.

  • Current Salary Level An employee who accepts another position with his or her current salary range will retain his or her current salary.

  • Position Level Select whether the employee's position level is one of the following: 6a. Non supervisory - Anyone who does not have supervisory/team leader responsibilities.

  • Lower Salary Level An employee who accepts another position with a lower salary range will be paid an amount equal to their current salary, provided it is within the salary range of the new position. In those cases where the employee’s current salary exceeds the maximum amount of the salary range for the new position, the employee will be compensated at the maximum salary of the new salary range.

  • CLASS SIZE/STAFFING LEVELS The board will make every effort to limit FDK/Grade 1 split grades where feasible. APPENDIX A – RETIREMENT GRATUITIES

  • Multiplier For Work assigned under this Agreement, a maximum multiplier of 2.9 for home office and 2.4 for field office shall apply to Consultant’s hourly Wage Rates in calculating compensation payable by the City. Said multiplier is intended to cover the Consultant employee benefits and the Consultant’s profit and overhead, including, without limitation, office rent, local telephone and utility charges, office and drafting supplies, depreciation of equipment, professional dues, subscriptions, stenographic, administrative and clerical support, other employee time or travel and subsistence not directly related to a project.

  • Level III In the event the grievance is not resolved in Level II, the decision rendered may be appealed to the School Board, provided such an appeal is made in writing within ten (10) days after receipt of the decision in Level II. If a grievance is properly appealed to the School Board, the School District shall hear the grievance within twenty (20) days after the receipt of the appeal. Within twenty (20) days after the meeting the School Board shall issue its decision in writing to the parties involved. At the option of the School Board, a committee or representative(s) of the School District may be designated by the School Board to hear the appeal at this level, and report its findings and recommendations to the School District. The School District shall then render its decision.

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