Common use of Incremental Progression Clause in Contracts

Incremental Progression. 14.1 From the date of approval of this Enterprise Agreement by SAET, weekly paid employees will be entitled to progress to the next increment in their classification level higher than their previous increment, as follows: (a) A permanent employee (either full-time or part-time) will progress to the next increment higher than their previous increment within their classification level at the completion of 12 months continuous service. (b) Provided there has not been a period of more than 3 months (other than for parenting purposes) between periods of paid employment, a casual employee will progress to the next increment higher than their previous increment within their classification level in accordance with the applicable Award or more beneficial arrangement applicable within an agency as at the commencement of this clause (i.e. an ‘existing arrangement’). (c) In the event an applicable Award provision does not exist, the current agency practice will continue to apply. PERFORMANCE MANAGEMENT AND/OR DEVELOPMENT 14.2 An employee will progress to the next increment as currently occurs (‘their expected increment date’) unless, the employee is/or has been the subject of an agency’s formal performance management and/or development system (however described) and as a result of that formal process, the employee is/has been assessed either as not performing at a satisfactory level (i.e. the work being performed or produced is not commensurate with the level, quality and timeliness required from the duties (or position)); or as not meeting performance standards. For the purposes of this clause, this assessment is referred to as ‘the initial assessment’. 14.3 An employee will be entitled to at least three calendar months prior notice (written or email) of the initial assessment as per clause 14.2 and may, within one month, request either a reassessment or a review of the assessment, which is to be concluded by not later than one month prior to their expected increment date. 14.4 If upon a reassessment or review the employee is assessed either as performing at a satisfactory level or as meeting performance standards, the employee will not be impeded from progressing to the next increment level. 14.5 If pursuant to this clause an employee does not progress to the next increment level, the employee will work with the agency with the object of improving their performance to at least a satisfactory level during the ensuing six months after the initial assessment (and thereafter as may be applicable). 14.6 During the six months after the initial assessment, an employee may, at not less than three monthly intervals, request to be reassessed. 14.7 If, during six months after the initial assessment, an employee is assessed as: (a) Performing at a satisfactory level or as meeting performance standards, the employee will progress to the next incremental level at the six-calendar month anniversary after what would otherwise have been their expected incremental date; or (b) Not performing at a satisfactory level or as not meeting performance standards, the employee will not progress to the next incremental level. 14.8 If, more than six months after the initial assessment, an employee is assessed as: (a) Performing at a satisfactory level or as meeting performance standards, the employee will progress to the next incremental level at the twelve-month anniversary after what would otherwise have been their expected incremental date; or (b) Not performing at a satisfactory level or as not meeting performance standards, the employee will not progress to the next increment level. 14.9 An employee who does not progress to the next increment level consequent on an assessment during the first twelve months after what would otherwise have been their expected incremental date, may request a reassessment at not less than six monthly intervals. If assessed as performing at a satisfactory level or as meeting performance standards, the employee will progress to the next incremental level at the subsequent applicable anniversary of what would otherwise have been their incremental date in that year, otherwise the employee will not progress. 14.10 In this clause “performance standards” means achieving performance targets or work output applicable to the employee; behaviour in accordance with the public sector code of conduct; actively participating in an agency’s performance management and/or development system (however described); and applying learning and development.

Incremental Progression. ‌ 14.1 From the date of approval of this Enterprise Agreement by SAETthe IRCSA, weekly paid employees will be entitled to progress to the next increment in their classification level higher than their previous increment, as follows: (a) A permanent employee (either full-time or part-time) will progress to the next increment higher than their previous increment within their classification level at the completion of 12 months continuous service. (b) Provided there has not been a period of more than 3 months (other than for parenting purposes) between periods of paid employment, a casual employee will progress to the next increment higher than their previous increment within their classification level in accordance with the applicable Award or more beneficial arrangement applicable within an agency as at the commencement of this clause (i.e. an ‘existing arrangement’). (c) In the event an applicable Award provision does not exist, the current agency practice will continue to apply. PERFORMANCE MANAGEMENT AND/OR DEVELOPMENT. 14.2 An employee will progress to the next increment as currently occurs (‘their expected increment date’) unless, the employee is/or has been the subject of an agency’s formal performance management and/or development system (however described) and as a result of that formal process, the employee is/has been assessed either as not performing at a satisfactory level (i.e. the work being performed or produced is not commensurate with the level, quality and timeliness required from the duties (or position)); or as not meeting performance standards. For the purposes of this clause, this assessment is referred to as ‘the initial assessment’. 14.3 An employee will be entitled to at least three calendar months prior notice (written or email) of the initial assessment as per clause 14.2 and may, within one month, request either a reassessment or a review of the assessment, which is to be concluded by not later than one month prior to their expected increment date. 14.4 i. If upon a reassessment or review the employee is assessed either as performing at a satisfactory level or as meeting performance standards, the employee will not be impeded from progressing to the next increment level. 14.5 14.4 If pursuant to this clause an employee does not progress to the next increment level, the employee will work with the agency with the object of improving their performance to at least a satisfactory level during the ensuing six months after the initial assessment (and thereafter as may be applicable). 14.6 14.5 During the six months after the initial assessment, an employee may, at not less than three monthly intervals, request to be reassessed. 14.7 14.6 If, during six months after the initial assessment, an employee is assessed as: (a) Performing at a satisfactory level or as meeting performance standards, the employee will progress to the next incremental level at the six-six calendar month anniversary after what would otherwise have been their expected incremental date; or (b) Not performing at a satisfactory level or as not meeting performance standards, the employee will not progress to the next incremental level. 14.8 14.7 If, more than six months after the initial assessment, an employee is assessed as: (a) Performing at a satisfactory level or as meeting performance standards, the employee will progress to the next incremental level at the twelve-twelve month anniversary after what would otherwise have been their expected incremental date; or (b) Not performing at a satisfactory level or as not meeting performance standards, the employee will not progress to the next increment level. 14.9 14.8 An employee who does not progress to the next increment level consequent on an assessment during the first twelve months after what would otherwise have been their expected incremental date, may request a reassessment at not less than six monthly intervals. If assessed as performing at a satisfactory level or as meeting performance standards, the employee will progress to the next incremental level at the subsequent applicable anniversary of what would otherwise have been their incremental date in that year, otherwise the employee will not progress. 14.10 14.9 In this clause “performance standards” means achieving performance targets or work output applicable to the employee; behaviour in accordance with the public sector code of conduct; actively participating in an agency’s performance management and/or development system (however described); and applying learning and development.

Incremental Progression. 14.1 From the date of approval of this Enterprise Agreement by SAETthe IRCSA, weekly paid employees will be entitled to progress to the next increment in their classification level higher than their previous increment, as follows: (a) A permanent employee (either full-time or part-time) will progress to the next increment higher than their previous increment within their classification level at the completion of 12 months continuous service. (b) Provided there has not been a period of more than 3 months (other than for parenting purposes) between periods of paid employment, a casual employee will progress to the next increment higher than their previous increment within their classification level in accordance with the applicable Award or more beneficial arrangement applicable within an agency as at the commencement of this clause (i.e. an ‘existing arrangement’). (c) In the event an applicable Award provision does not exist, the current agency practice will continue to apply. PERFORMANCE MANAGEMENT AND/OR DEVELOPMENT 14.2 An employee will progress to the next increment as currently occurs (‘their expected increment date’) unless, the employee is/or has been the subject of an agency’s formal performance management and/or development system (however described) and as a result of that formal process, the employee is/has been assessed either as not performing at a satisfactory level (i.e. the work being performed or produced is not commensurate with the level, quality and timeliness required from the duties (or position)); or as not meeting performance standards. For the purposes of this clause, this assessment is referred to as ‘the initial assessment’. 14.3 An employee will be entitled to at least three calendar months prior notice (written or email) of the initial assessment as per clause 14.2 and may, within one month, request either a reassessment or a review of the assessment, which is to be concluded by not later than one month prior to their expected increment date. 14.4 i. If upon a reassessment or review the employee is assessed either as performing at a satisfactory level or as meeting performance standards, the employee will not be impeded from progressing to the next increment level. 14.5 14.4 If pursuant to this clause an employee does not progress to the next increment level, the employee will work with the agency with the object of improving their performance to at least a satisfactory level during the ensuing six months after the initial assessment (and thereafter as may be applicable). 14.6 14.5 During the six months after the initial assessment, an employee may, at not less than three monthly intervals, request to be reassessed. 14.7 14.6 If, during six months after the initial assessment, an employee is assessed as: (a) Performing at a satisfactory level or as meeting performance standards, the employee will progress to the next incremental level at the six-six calendar month anniversary after what would otherwise have been their expected incremental date; or (b) Not performing at a satisfactory level or as not meeting performance standards, the employee will not progress to the next incremental level. 14.8 14.7 If, more than six months after the initial assessment, an employee is assessed as: (a) Performing at a satisfactory level or as meeting performance standards, the employee will progress to the next incremental level at the twelve-twelve month anniversary after what would otherwise have been their expected incremental date; or (b) Not performing at a satisfactory level or as not meeting performance standards, the employee will not progress to the next increment level. 14.9 14.8 An employee who does not progress to the next increment level consequent on an assessment during the first twelve months after what would otherwise have been their expected incremental date, may request a reassessment at not less than six monthly intervals. If assessed as performing at a satisfactory level or as meeting performance standards, the employee will progress to the next incremental level at the subsequent applicable anniversary of what would otherwise have been their incremental date in that year, otherwise the employee will not progress. 14.10 14.9 In this clause “performance standards” means achieving performance targets or work output applicable to the employee; behaviour in accordance with the public sector code of conduct; actively participating in an agency’s performance management and/or development system (however described); and applying learning and development.

Incremental Progression. 14.1 From the date of approval of this Enterprise Agreement by SAET, weekly paid employees will be entitled to progress to the next increment in their classification level higher than their previous increment, as follows: (a) A permanent employee (either full-time or part-time) will progress to the next increment higher than their previous increment within their classification level at the completion of 12 months continuous service. (b) Provided there has not been a period of more than 3 months (other than for parenting purposes) between periods of paid employment, a casual employee will progress to the next increment higher than their previous increment within their classification level in accordance with the applicable Award or more beneficial arrangement applicable within an agency as at the commencement of this clause (i.e. an ‘existing arrangement’). (c) In the event an applicable Award provision does not exist, the current agency practice will continue to apply. PERFORMANCE MANAGEMENT AND/OR DEVELOPMENT 14.2 3.3.6.1 An employee will progress to the next increment as on the anniversary of their commencement, as currently occurs (‘their expected increment date’) unless, in the employee is/or has been the subject course of an agencyimplementing AFCT’s formal performance management and/or development system (however described) and as a result of that formal Performance Development Review process, the employee is/has been is assessed either as not performing at a satisfactory level (i.e. ie the work being performed or produced is not commensurate with the level, quality and timeliness required from the duties (or position)); or as not meeting performance standards. For the purposes of this clause, this assessment is referred to as ‘the initial assessment’. 14.3 3.3.6.2 An employee will be entitled to at least three calendar months prior notice (written or email) of the initial assessment as per clause 14.2 3. 3.6.1 and may, within one month, request either a reassessment or a review of the assessment, which is to be concluded by not later than one month prior to their expected increment date. 14.4 a) If upon a reassessment or review the employee is assessed either as performing at a satisfactory level or as meeting performance standards, the employee will not be impeded from progressing to the next increment level. 14.5 3.3.6.3 If pursuant to this clause an employee does not progress to the next increment level, the employee will work with the agency relevant department manager with the object of improving their performance to at least a satisfactory level during the ensuing six months after the initial assessment (and thereafter as may be applicable). 14.6 3.3.6.4 During the six months after the initial assessment, an employee may, at not less than three monthly intervals, request to be reassessed. 14.7 3.3.6.5 If, during six months after the initial assessment, an employee is assessed as: (a) Performing at a satisfactory level or as meeting performance standards, the employee will progress to the next incremental level at the six-six calendar month anniversary after what would otherwise have been their expected incremental date; or (b) Not performing at a satisfactory level or as not meeting performance standards, the employee will not progress to the next incremental level. 14.8 If, more than six months after the initial assessment, an employee is assessed as: (a) Performing at a satisfactory level or as meeting performance standards, the employee will progress to the next incremental level at the twelve-month anniversary after what would otherwise have been their expected incremental date; or (b) Not performing at a satisfactory level or as not meeting performance standards, the employee will not progress to the next increment level. 14.9 3.3.6.6 If, more than six months after the initial assessment, an employee is assessed as: a) Performing at a satisfactory level or as meeting performance standards, the employee will progress to the next incremental level at the twelve month anniversary after what would otherwise have been their expected incremental date; or b) Not performing at a satisfactory level or as not meeting performance standards, the employee will not progress to the next increment level. 3.3.6.7 An employee who does not progress to the next increment level consequent on an assessment during the first twelve months after what would otherwise have been their expected incremental date, may request a reassessment at not less than six monthly intervals. If assessed as performing at a satisfactory level or as meeting performance standards, the employee will progress to the next incremental level at the subsequent applicable anniversary of what would otherwise have been their incremental date in that year, otherwise the employee will not progress. 14.10 3.3.6.8 In this clause “‘performance standards” ’ means achieving performance targets or work output applicable to the employee; behaviour in accordance with the public sector code Public Sector Code of conductEthics; actively participating in an agencyAFCT’s performance management and/or development system (however described); Performance Development Review process and applying learning and development.. xxxx://xxxxxxxxxx.xxxx.xxx.xxx/xxxxxxxx/xxxxxxxxxxx/00000000/XxxxXxXxxxxx.xxx?xxxxxxx=0&xxxxxxxxxxxxXxxx=0000000000000&xxx=x0

Incremental Progression. 14.1 From the date of approval of this Enterprise Agreement by SAETthe IRCSA, weekly paid employees will be entitled to progress to the next increment in their classification level higher than their previous increment, as follows: (a) A permanent employee (either full-time or part-time) will progress to the next increment higher than their previous increment within their classification level at the completion of 12 months continuous service. (b) Provided there has not been a period of more than 3 months (other than for parenting purposes) between periods of paid employment, a casual employee will progress to the next increment higher than their previous increment within their classification level in accordance with the applicable Award or more beneficial arrangement applicable within an agency as at the commencement of this clause (i.e. an ‘existing arrangement’). (c) In the event an applicable Award provision does not exist, the current agency practice will continue to apply. PERFORMANCE MANAGEMENT AND/OR DEVELOPMENT. 14.2 An employee will progress to the next increment as currently occurs (‘their expected increment date’) unless, the employee is/or has been the subject of an agency’s formal performance management and/or development system (however described) and as a result of that formal process, the employee is/has been assessed either as not performing at a satisfactory level (i.e. the work being performed or produced is not commensurate with the level, quality and timeliness required from the duties (or position)); or as not meeting performance standards. For the purposes of this clause, this assessment is referred to as ‘the initial assessment’. 14.3 An employee will be entitled to at least three calendar months prior notice (written or email) of the initial assessment as per clause 14.2 and may, within one month, request either a reassessment or a review of the assessment, which is to be concluded by not later than one month prior to their expected increment date. 14.4 (a) If upon a reassessment or review the employee is assessed either as performing at a satisfactory level or as meeting performance standards, the employee will not be impeded from progressing to the next increment level. 14.5 14.4 If pursuant to this clause an employee does not progress to the next increment level, the employee will work with the agency with the object of improving their performance to at least a satisfactory level during the ensuing six months after the initial assessment (and thereafter as may be applicable). 14.6 14.5 During the six months after the initial assessment, an employee may, at not less than three monthly intervals, request to be reassessed. 14.7 14.6 If, during six months after the initial assessment, an employee is assessed as: (a) Performing at a satisfactory level or as meeting performance standards, the employee will progress to the next incremental level at the six-six calendar month anniversary after what would otherwise have been their expected incremental date; or (b) Not performing at a satisfactory level or as not meeting performance standards, the employee will not progress to the next incremental level. 14.8 14.7 If, more than six months after the initial assessment, an employee is assessed as: (a) Performing at a satisfactory level or as meeting performance standards, the employee will progress to the next incremental level at the twelve-twelve month anniversary after what would otherwise have been their expected incremental date; or (b) Not performing at a satisfactory level or as not meeting performance standards, the employee will not progress to the next increment level. 14.9 14.8 An employee who does not progress to the next increment level consequent on an assessment during the first twelve months after what would otherwise have been their expected incremental date, may request a reassessment at not less than six monthly intervals. If assessed as performing at a satisfactory level or as meeting performance standards, the employee will progress to the next incremental level at the subsequent applicable anniversary of what would otherwise have been their incremental date in that year, otherwise the employee will not progress. 14.10 14.9 In this clause “performance standards” means achieving performance targets or work output applicable to the employee; behaviour in accordance with the public sector code of conduct; actively participating in an agency’s performance management and/or development system (however described); and applying learning and development.

Incremental Progression. 14.1 From the date of approval of this Enterprise Agreement by SAETthe IRCSA, weekly paid employees will be entitled to progress to the next increment in their classification level higher than their previous increment, as follows: (a) A permanent employee (either full-time or part-time) will progress to the next increment higher than their previous increment within their classification level at the completion of 12 months continuous service. (b) Provided there has not been a period of more than 3 months (other than for parenting purposes) between periods of paid employment, a casual employee will progress to the next increment higher than their previous increment within their classification level in accordance with the applicable Award or more beneficial arrangement applicable within an agency as at the commencement of this clause (i.e. an ‘existing arrangement’). (c) In the event an applicable Award provision does not exist, the current agency practice will continue to apply. PERFORMANCE MANAGEMENT AND/OR DEVELOPMENT DEVELOPMENT 14.2 An employee will progress to the next increment as currently occurs (‘their expected increment date’) unless, the employee is/or has been the subject of an agency’s formal performance management and/or development system (however described) and as a result of that formal process, the employee is/has been assessed either as not performing at a satisfactory level (i.e. the work being performed or produced is not commensurate with the level, quality and timeliness required from the duties (or position)); or as not meeting performance standards. For the purposes of this clause, this assessment is referred to as ‘the initial assessment’. 14.3 An employee will be entitled to at least three calendar months prior notice (written or email) of the initial assessment as per clause 14.2 and may, within one month, request either a reassessment or a review of the assessment, which is to be concluded by not later than one month prior to their expected increment date. 14.4 If upon a reassessment or review the employee is assessed either as performing at a satisfactory level or as meeting performance standards, the employee will not be impeded from progressing to the next increment level. 14.5 If pursuant to this clause an employee does not progress to the next increment level, the employee will work with the agency with the object of improving their performance to at least a satisfactory level during the ensuing six months after the initial assessment (and thereafter as may be applicable). 14.6 During the six months after the initial assessment, an employee may, at not less than three monthly intervals, request to be reassessed. 14.7 If, during six months after the initial assessment, an employee is assessed as: (a) Performing at a satisfactory level or as meeting performance standards, the employee will progress to the next incremental level at the six-calendar month anniversary after what would otherwise have been their expected incremental date; or (b) Not performing at a satisfactory level or as not meeting performance standards, the employee will not progress to the next incremental level. 14.8 If, more than six months after the initial assessment, an employee is assessed as: (a) Performing at a satisfactory level or as meeting performance standards, the employee will progress to the next incremental level at the twelve-month anniversary after what would otherwise have been their expected incremental date; or (b) Not performing at a satisfactory level or as not meeting performance standards, the employee will not progress to the next increment level. 14.9 An employee who does not progress to the next increment level consequent on an assessment during the first twelve months after what would otherwise have been their expected incremental date, may request a reassessment at not less than six monthly intervals. If assessed as performing at a satisfactory level or as meeting performance standards, the employee will progress to the next incremental level at the subsequent applicable anniversary of what would otherwise have been their incremental date in that year, otherwise the employee will not progress. 14.10 In this clause “performance standards” means achieving performance targets or work output applicable to the employee; behaviour in accordance with the public sector code of conduct; actively participating in an agency’s performance management and/or development system (however described); and applying learning and development.