IN-RANGE SALARY PROGRESSION. 4.1 Merit/Progression Increases 6 5. PROMOTIONS PROCESS 6 5.1 Promotions To CSE 2, 3, & 4 7 5.2 Promotions To CSE 5 & 6 7 FIGURE 1: CSE 5 & 6 Promotion Process 9 APPENDIX A: Level Descriptors 10 APPENDIX B: Criteria For Promotion To CSE 5 & 6 16 APPENDIX C: Sample Promotion Case (CSE 5 & 6 Only) 17 CSE Compensation System Page 2
IN-RANGE SALARY PROGRESSION. 4.1 Merit/Progression Increases M erit pay results in an employee's salary progressing through a given salary range. When an employee's contribution and performance is consistent with the relevant level descriptor, their salary can advance through a merit increase up to the top of their salary range. The size of the increase is determined using a Performance Pay Grid which provides guideline increases for each performance level and salary grade. The Performance Pay Grid is available in the XXX as well as in the collective agreement. In the unusual situation where an employees performance is more consistent with a lower level descriptor, no merit or progressional increase would be awarded. The budget for each salary review is based on the statistical distribution of performance for the general population as specified in the Collective Agreement and on the rate of progression through the ranges necessary to maintain competitive salaries.
IN-RANGE SALARY PROGRESSION. 4.1 Merit/Progression Increases 7 5. PROMOTIONS PROCESS 7 5.1 Promotions To CSE 2, 3, & 4 8 5.2 Promotions To CSE 5 & 6 8 FIGURE 1: CSE 5 & 6 Promotion Process 10 APPENDIX A: Level Descriptors 11 APPENDIX B: Criteria For Promotion To CSE 5 & 6 17 APPENDIX C: Sample Promotion Case (CSE 5 & 6 Only) 18 CSE Compensation System Page 1 1. INTRODUCTION I n the interests of good communication, this document was prepared by an AECL-CRPEG1 team to provide specific information to both management and employees with regard to the career progression compensation system. The salary administration guidelines contained herein apply to employees on the CSE2 salary scale. This document describes the salary administration process in clear and simple terms so that it can be understood and seen as a fair, open, and equitable process. For employees covered under the AECL-CRPEG Collective Agreement, the collective agreement takes precedence over this document where and to the extent that they may conflict.
IN-RANGE SALARY PROGRESSION. 4.1 Merit/Progression Increases 6 5. PROMOTIONS PROCESS 6 5.1 Promotions To CSE 2, 3, & 4 7 5.2 Promotions To CSE 5 & 6 7 FIGURE 1: CSE 5 & 6 Promotion Process 9 APPENDIX A: Level Descriptors 10 APPENDIX B: Criteria For Promotion To CSE 5 & 6 16 APPENDIX C: Sample Promotion Case (CSE 5 & 6 Only) 17 CSE Compensation System Page 2 1. INTRODUCTION I n the interests of good communication, this document was prepared by an CNL-CRPEG3 team to provide specific information to both management and employees with regard to the career progression compensation system. The salary administration guidelines contained herein apply to employees on the CSE4 salary scale. This document describes the salary administration process in clear and simple terms so that it can be understood and seen as a fair, open, and equitable process. For employees covered under the CNL-CRPEG Collective Agreement, the collective agreement takes precedence over this document where and to the extent that they may conflict.
IN-RANGE SALARY PROGRESSION. Increases M pay results in an employee's salary progressing through a given salary range. When an employee's contribution and performance is consistent with the relevant level descriptor, their salary can advance through a merit increase up to the top of their salary range. The size of the increase is determined using a Performance Pay Grid which provides guideline increases for each performance level and salary grade. The Performance Pay Grid is available in the XXX as well as in the collective agreement. In the unusual situation where an employees performance is more consistent with a lower level descriptor, no merit or progressional increase would be awarded. The budget for each salary review is based on the statistical distribution of performance for the general population as specified in the Collective Agreement and on the rate of progression through the ranges necessary to maintain competitive salaries. PROMOTION PROCESS P move an employee from one salary range to a higher one. Although the merit and promotion processes are separate concepts, they are applied coincidentally and both result from the annual performance review process. Consistent with the level descriptors, it is expected that employees who become scientific or engineering specialists or section heads will achieve the range. However, for some individuals, the performance of recent years may not justify promotion to this level or, in some cases, the employee may reach the limits of their career advancement at a lower level. As the salary grades increase, standards become higher and, consequently, promotions are subject to increased scrutiny. For this reason, the promotion process is divided into two streams depending on the level to which the promotion is being made. Promotions can occur from any point in the salary range. The employee's salary does not have to be at or near the top of the salary range. When an employee is promoted, the employee shall receive, as a minimum, the appropriate promotional increase as specified in company guidelines or the collective agreement. Promotions To Progression through the ranges is considered normal progression for a scientist or engineer. Subject to performance and typical career development, scientists and engineers should expect to progress at varying rates through the first three ranges. Promotion to while also an expectation, is subject to more scrutiny to ensure that the employee is contributing at the level described in the level descriptor. ...
