IN-RANGE SALARY PROGRESSION. Merit/Progression Increases 6 5.1 Promotions To CSE 2, 3, & 4 7 5.2 Promotions To CSE 5 & 6 7 CSE Compensation System Page 2
IN-RANGE SALARY PROGRESSION. 4.1 Merit/Progression Increases
IN-RANGE SALARY PROGRESSION. 4.1 Merit/Progression Increases 7 5.1 Promotions To CSE 2, 3, & 4 8 5.2 Promotions To CSE 5 & 6 8 CSE Compensation System Page 1 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. Increases PROMOTION PROCESS Promotions To Promotions To
IN-RANGE SALARY PROGRESSION. Increases
IN-RANGE SALARY PROGRESSION. 4.1 Merit/Progression Increases 6 5.1 Promotions To CSE 2, 3, & 4 7 5.2 Promotions To CSE 5 & 6 7 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 66 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
5. PROMOTION PROCESS
5.1 Promotions To CSE 2, 3 & 4
5.2 Promotions To CSE 5 & 6
i) Specific promotion criteria has been developed that define AECL’s expectations for CSE 5 & 6 promotions. These promotion criteria expand on the level descriptors, and are available to all employees. The promotion criteria are provided in Appendix B.
ii) All cases are to be prepared in a defined format. This feature aids scrutiny of individual cases, as well as assists a manager or an employee to prepare the promotion case. A sample of a promotion case is provided in Appendix C. While specifically designed for CSE 5 & 6, this may also aid managers and employees in recognizing those attributes that should be rewarded for lower level promotions. CSE Compensation System Page 8
iii) Constructive feedback will be provided to the employee, should a promotion case be rejected. This feature provides the employee with specific constructive criticism as to why his/her case was rejected. Such feedback must come directly to the employee from the manager or committee that made the rejection, thereby ensuring an accurate representation of the facts. This constructive criticism affords the employee the opportunity to improve his/her attributes for a future promotion case. CSE Compensation System Page 10 FIGURE 1: CSE 5 & 6 PROMOTION PROCESS STEP 1 STEP 3 EMPLOYEE STEP 2 SUPERVISOR By YES END EVALUATING BODY (DIVISION) (GENERAL MANAGER) (PROMOTION COMMITTEE) Promotion Committee ? YES NO YES Division Decision NO FORMAL NOTIFICATION YES PROMOTION CRITERIA Verbal Briefing of Candidate (If Requested) END CSE Compensation System Page 11 Summary An entrance level to develop knowledge and skill in the various phases of office, plant or R&D engineering work by performing a variety of low complexity tasks, normally assisting other engineers. A continuing training and development level, performs varied tasks and studies of moderate scope and complexity, usually minor phases of broader assignments, which require application of prescribed engineering methods and techniques. Complexity of assignments increases as experience is gained. Typical Duties Prepares simple plans, designs, calculations, costs and bills of material, in accordance with established codes, standards, drawings or other specifications. Conducts experiments as part of a research and development program following standard research techniques. Records observations, carries out routine technical surveys or i...
IN-RANGE SALARY PROGRESSION. 4.1 Merit/Progression Increases 6 5.1 Promotions To CSE 2, 3, & 4 7 5.2 Promotions To CSE 5 & 6 7 CSE Compensation System Page 2 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 PROMOTION PROCESS Promotions To Promotions To W APPENDIX A: LEVEL DESCRIPTORS
IN-RANGE SALARY PROGRESSION. 4.1 Merit/Progression Increases M
5. PROMOTION PROCESS P
