Job Levels Sample Clauses

Job Levels. Job Levels Sept. 2 Sept.5, Sept 4, Sept. 3, Sept. 1, Sept.7, 2008 2009 2010 2011 2012 2013 Increase $0.30/hr. 1.00% 1.25% 1.75% 2.25% 2.25% 1 $20.90 $21.11 $21.37 $21.75 $22.24 $22.74 2 $22.86 $23.09 $23.38 $23.79 $24.32 $24.87 3 $23.03 $23.26 $23.55 $23.96 $24.50 $25.05 4 $23.81 $24.05 $24.35 $24.77 $25.33 $25.90 5 $24.10 $24.34 $24.65 $25.08 $25.64 $26.22 6 $24.83 $25.08 $25.39 $25.84 $26.42 $27.01 7 $25.72 $25.98 $26.30 $26.76 $27.36 $27.98 8 $26.06 $26.32 $26.65 $27.12 $27.73 $28.35 9 $26.83 $27.10 $27.44 $27.92 $28.55 $29.19 10 $27.61 $27.89 $28.23 $28.73 $29.38 $30.04 11 $28.08 $28.36 $28.72 $29.22 $29.88 $30.55 12 $29.19 $29.48 $29.85 $30.37 $31.06 $31.75 Applier, Brazing Alloys 006 0625 07 Assembler, Engine ‘A’ 040 0408 08 Assembler, Engine ‘B’ 040 0409 06 Assembler, Engine & Electrical 040 0668 09 Xxxxxx Operator 1 012 0679 11 Xxxxxx Operator 2 012 0678 10 Attendant, Fuel Distribution System 043 0518 04 Electrician, Maintenance 017 0136 12 Electro Plater ‘A’ 004 0139 08 Electro Plater ‘B’ 004 0140 05 Engine Assembler & Balancing Operator 040 0674 10 Expediter, 1 003 0141 07 Expediter, 2 003 0335 06 Facilities Maintenance Mechanic 046 0675 12 Fitter, Engine, General 040 0149 11 Fitter, Tester, Commercial 040 0659 10 Fitter, Tester, Engine ‘A’ 040 0404 09 Fitter, Tester, Engine ‘B’ 040 0405 06 Grinder, General 008 0157 09 Grinder, Precision - General 008 0155 10 Hand Finisher, Machined Parts & 006 0159 07 Fabricated Components Heat Treater, Steel 009 0161 10 Inspector, Assembler, Cutting Tools 032 0171 09 Inspector, Engine ‘A’ 033 0501 11 Inspector, Engine ‘B’ 033 0502 09 Inspector, Engine ‘C’ 033 0503 05 Inspector, Fabrication 036 0197 09 Inspector, Laboratory 034 0638 09 Inspector, Machined Parts ‘A’ 036 0187 11 Inspector, Machined Parts ‘B’ 036 0188 09 Inspector, Non-Destructive Testing - Senior 010 0653 12 Inspector, Non-Destructive Testing Specialist 010 0667 11 Inspector, Non-Destructive Testing ‘A’ 010 0504 10 Inspector, Non-Destructive Testing ‘B’ 010 0505 08 JOB TITLE OCCUP. GROUP CODE NO. JOB LEVEL Inspector, Pressure Testing 006 0357 03 Inspector, Repair 038 0672 11 Inspector, Sheet Metal - Experimental 038 0462 10 Inspector, Standards ‘A’ 039 0470 11 Inspector, Standards ‘B’ 039 0471 09 Inspector, Test House 033 0205 09 Inspector, Tooling 039 0468 11 Labourer, General 031 0650 02 Machine Tool Overhaul & Repair 018 0464 12 Machine Tool Repair 018 0463 10 Machinist, General 011 0226 11 Machinist, 1 011 0664 10 Machinist, 2 011 0630 09 Mech...
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Job Levels. The following classification structure will apply to the work performed under this Agreement: Glassie Kitchen Hand Waiter Bar Attendant Cellar or Retail Attendant Security Officer Cook Administration Clerk Gaming Attendant Supervisor Grill Cook Duty Manager means the level to which an Employee is appointed as such and who performs work in accordance with their position description. Job titles will include: Duty Manager Chef
Job Levels. The following classification structure will apply to the work performed under this Agreement. A pre-requisite of each level is the completion of and certification on the relevant Dome Training Modules. (a) INTRODUCTORY LEVEL applies to Employees who are a new hire and/or have no previous experience in the Employer’s operations. You will remain at this level for a period of 3 months or until you have completed the modules necessary to move to the appropriate level. (b) CAST MEMBER (LEVEL 1) means an Employee appointed as such and that performs work in accordance with their position description. (c) CAST MEMBER (LEVEL 2) means an Employee appointed as such and that performs work in accordance with their position description. (d) CAST MEMBER (LEVEL 3 - ADVANCED) means an Employee appointed as such and that performs work in accordance with their position description. (e) SUPERVISOR/CHEF means an Employee appointed as such and that performs work in accordance with their position description. (f) ASSISTANT MANAGER means an Employee appointed as such and that performs work in accordance with their position description. (g) MANAGERIAL LEVEL means an Employee appointed as such and that performs work in accordance with their position description.
Job Levels. 3.1.1 What are the Job Levels under this Agreement? (a) INTRODUCTORY means a Employee appointed as such and who performs work in accordance with their position description and who will remain at this level for a period of 6 months. (b) PROFICIENT means a Employee appointed and performs work in accordance with their position description. Job titles at this grade include:
Job Levels. Job levels for ESEs are described in Table 5. ESEs who move to a higher- level position in the same job classification will receive an increase of at least five percent (5%). ESEs may be appointed to a higher job level and pay at the discretion of the Department or Hiring Unit. In making promotion decisions, Departments and Hiring Units are encouraged to take an ESE’s job experience, performance, and time worked into account.
Job Levels 
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Related to Job Levels

  • 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.

  • Performance Levels (a) The Performance Levels which apply to the performance by the respective Parties of their obligations under this Agreement are set out in Part 1 of Schedule 5. A failure by either Party to achieve the relevant Performance Level will not constitute a breach of this Agreement and the only consequences of such failure as between the Parties shall be the consequences set out in this Clause 5.6. (b) If the Operator does not comply with the Operator Performance Level then the Access Holder must pay to QR Network the amount determined in accordance with Schedule 5 as part of the invoice issued by QR Network for Access Charges and other charges for the Billing Period immediately following QR Network becoming entitled to that amount. Where there is no next Billing Period, the Operator must pay such amount to QR Network within fourteen (14) days after receipt of a Tax Invoice from QR Network. (c) If QR Network does not comply with the QR Network Performance Level then QR Network will credit to the Access Holder the amount determined in accordance with Schedule 5 by way of a deduction from the invoice issued by QR Network for Access Charges and other charges for the Billing Period immediately following the Access Holder becoming entitled to that amount. Where there is no next Billing Period, QR Network must pay such amount to the Access Holder within fourteen (14) days after receipt of a Tax Invoice from the Access Holder. (d) The Parties must, if requested by either Party, meet to review the Performance Levels subject to such review not occurring within six (6) Months after the Commitment Date or any previous review of the Performance Levels. If either Party notifies the other that it considers that the Performance Levels are no longer appropriate, the Parties may agree on varied Performance Levels and any associated variations to the Agreement including the Base Access Charges and the Train Service Description. If the Parties are unable to agree to such variations, then the existing Performance Levels shall continue to apply unless varied by QR Network in accordance with the provisions of Clause 5.6(e). (e) In the event that the Access Holder and/or the Operator (i) does not comply in any material respect with the Train Service Description; and (ii) the Access Holder fails to demonstrate to the reasonable satisfaction of QR Network when requested to do so, that the Access Holder will consistently comply with the Train Service Description for the remainder of the Term then, following consultation with the Access Holder, QR Network will be entitled to: (iii) vary the Train Service Description to a level it reasonably expects to be achievable by the Access Holder for the remainder of the Term having regard to the extent of previous compliance with the Train Service Description (ignoring, for the purpose of assessing previous compliance, any non-compliance to the extent that the non-compliance was attributable to a Railway Operator (other than the Access Holder) or to QR Network); and (iv) vary the Agreement (including, without limitation, the Operator Performance Level and the Base Access Charges) to reflect the impact of the change in the Train Service Description. (f) The Access Holder shall be entitled to dispute any variation proposed by QR Network pursuant to Clause 5.6(e) and such dispute will be referred to an expert for resolution in accordance with Clause 17.3.

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  • Service Levels All service level requirements will be set forth in Exhibit A (“XXXX.xxx Referral Service Level Requirements”). Recipient Xxxxxx agrees to adhere, and encourage Recipient Agent’s adherence, with the version of the XXXX.xxx Referral Service Level Requirements in effect at the time XXXX.xxx identifies the Referral to Recipient Broker/Agent.

  • Service Level Expectations Without limiting any other requirements of the Agreement, the Service Provider shall meet or exceed the following standards, policies, and guidelines:

  • Formal Level (1) Level I - within fifteen (15) days after the occurrence of the alleged violation, misinterpretation, or misapplication of a provision of this Agreement, the grievant must present the grievance in writing on the approved form or lose the right to grieve. The form shall contain a clear, concise statement of the grievance, including the provision or provisions of this Agreement alleged to have been violated, misinterpreted, or misapplied; the circumstances involved, the decision rendered at the informal level, and the specific remedy sought. The immediate supervisor shall hold a hearing with the grievant, and shall communicate the decision in writing to the grievant within seven (7) days after receiving the grievance. In the event the immediate supervisor fails to conduct a hearing and render a decision in writing within seven days, the grievant shall notify the Superintendent, who shall convene a hearing with the immediate supervisor and the grievant within seven (7) days after notification, and direct the immediate supervisor to render a decision in writing. Such a directed decision shall be made within three (3) days. (2) Level II - In the event the grievant is not satisfied with the decision at Level I, the grievant may appeal the decision on the approved form to the Superintendent or his/her designee within seven (7) days of the receipt of the Level I decision. The form shall include a copy of the original grievance, the decision at Level I, and a clear and concise statement of the reason for the appeal. The Superintendent or his designee shall hold a hearing with the parties and render a written decision within ten (10) days of the receipt of the appeal. (3) Level III - In the event the grievant is not satisfied with the decision at Level II, the Association may advise the District within seven (7) days of receipt of the Level II decision of its intent to request a mediator from the California State Conciliation Mediation Service.

  • Service Level In the event that League InfoSight discovers or is notified by you of the existence of Non-Scheduled Downtime, we will use commercially reasonable efforts to determine the source of the problem and attempt to resolve it as quickly as possible.

  • Level Three Director of Elementary or Secondary Education or the Administrator responsible under the superintendent’s level or his/her designee. In the event a grievance has not been satisfactorily resolved at the second level, the aggrieved employee shall file, within five (5) working days of the principal’s or immediate supervisor’s written decision at the second level, a copy of the grievance with the Director of Elementary or Secondary Education or the Administrator responsible under the superintendent’s level or his/her designee. Within ten (10) working days after such written grievance is filed the aggrieved and the Director of Elementary or Secondary Education or the Administrator responsible under the superintendent’s level or his/her designee shall meet to resolve the grievance. The Director of Elementary or Secondary Education or the Administrator responsible under the Administrator responsible under the superintendent’s level or his/her designee shall file an answer within ten (10) working days of the third level grievance and communicate it in writing to the employee and the principal or immediate supervisor.

  • Metrics Institutional Metrics System-Wide Metrics

  • Performance Metrics The “Performance Metrics” for the Performance Period are: (i) the JD Power Residential National Large Segment Survey for investor-owned utilities; (ii) the System Average Interruption Frequency Index (Major Events Excluded) (“XXXXX”); (iii) Arizona Public Service Company’s customer to employee improvement ratio; (iv) the OSHA rate (All Incident Injury Rate); (v) nuclear capacity factor; and (vi) coal capacity factor. (1) With respect to the Performance Metric described in clause (i) of this Subsection 6(a), the JD Power Residential National Large Segment Survey will provide data on an annual basis reflecting the Company’s percentile ranking, relative to other participating companies. (2) With respect to the Performance Metric described in clause (ii) of this Subsection 6(a), the Edison Electric Institute (“EEI”) will provide data on an annual basis regarding the XXXXX result of the participating companies; the Company will calculate its XXXXX result for the year in question and determine its percentile ranking based on the information provided by EEI. (3) With respect to the Performance Metric described in clause (iii) of this Subsection 6(a), SNL, an independent third party data system, will provide data on an annual basis regarding the customer and employee counts; the Company will use its customer and employee counts for the year in question and determine its percentile ranking based on the information provided by SNL. Only those companies whose customers and employees were included in the data provided by SNL in each of the years of the Performance Period will be considered. (4) With respect to the Performance Metric described in clause (iv) of this Subsection 6(a), EEI will provide data on an annual basis regarding the OSHA rate of the participating companies; the Company will calculate its OSHA rate for the year in question and determine its percentile ranking based on the information provided by EEI. (5) With respect to the Performance Metric described in clause (v) of this Subsection 6(a), SNL will provide data on an annual basis regarding the nuclear capacity factors of the participating nuclear plants; the Company will calculate its nuclear capacity factor for the year in question and determine its percentile ranking based on the information provided by SNL. Only those plants that were included in the data provided by SNL in each of the years of the Performance Period will be considered. (6) With respect to the Performance Metric described in clause (vi) of this Subsection 6(a), SNL will provide data on an annual basis regarding the coal capacity factors of the participating coal plants; the Company will calculate its coal capacity factor for the year in question and determine its percentile ranking based on the information provided by SNL. Only those plants that were included in the data provided by SNL in each of the years of the Performance Period will be considered. (7) The Company’s percentile ranking during the Performance Period for each Performance Metric will be the average of the Company’s percentile ranking for each Performance Metric during each of the three years of the Performance Period (each, an “Average Performance Metric”); provided, however, that if the third year of a Performance Metric is not calculable by December 15 of the following year, the Performance Metric shall consist of the three most recent years for which such Performance Metric is calculable. The Company’s “Average Performance,” for purposes of determining any Base Grant adjustments pursuant to Subsection 5(b) above will be the average of the Average Performance Metrics. If only quartile, rather than percentile, rankings are available for a particular Performance Metric, the Average Performance Metric for any such Performance Metric shall be expressed as a percentile. For example, if the Performance Metric was in the top quartile for two Performance Periods and in the lowest quartile in the other Performance Period, the average of these quartiles would be 3 (the average of 4, 4, and 1) and the Average Performance Metric would be the 75th percentile (3 /4). The calculations in this Subsection 6(a)(7) will be verified by the Company’s internal auditors. (8) If either EEI or SNL discontinues providing the data specified above, the Committee shall select a data source that, in the Committee’s judgment, will provide data most comparable to the data provided by EEI or SNL, as the case may be. If the JD Power Residential National Large Segment Survey for investor-owned utilities (or a successor JD Power survey) is not available during each of the years of the Performance Period, the Performance Metric associated with the JD Power Residential Survey (Subsection 6(a)(1)) will be disregarded and not included in the Company’s Average Performance for purposes of determining any Base Grant adjustments pursuant to Subsection 5(b).

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