Management of Expectations. The parties agree that there are limits to the extent to which employees may progress using the merit processes and criteria in the relevant schedule. The employer will determine the extent of merit progression available to each position. Progression is dependent on the scope, responsibilities, service needs and opportunities available in the DHB or service in which the employee works. These limitations should become apparent during the discussion required for objective setting under the merit processes.
Management of Expectations. The parties agree that there are limits to the extent to which employees may progress using the merit processes and criteria in the relevant schedule. The employer will determine the extent of merit progression available to each position. Progression is dependent on the scope, responsibilities, service needs and opportunities available in Canterbury DHB or service in which the employee works. These limitations should become apparent during the discussion required for objective setting under the merit processes.
Management of Expectations. The parties agree that there are limits to the extent to which employees may progress using the merit processes and criteria outlined in Appendix 1 Merit Progression. The parties agree that a Sterile Supply Technician can progress to a maximum of Step 6 on the Sterile Services Technicians salary scale using the merit processes and criteria outlined in Appendix 1 Merit Progression, and that a Designated Position can progress to a maximum of Step 8 on the Designated Positions salary scale using the merit processes and criteria outlined in Appendix 1 Merit Progression. Progression is dependent on the scope, responsibilities, service needs and opportunities available in the DHB or service in which the employee works.
Management of Expectations. 2 This research was funded by a Department for Employment and Learning Strategic Award awarded by Queen’s University Belfast.
Management of Expectations. CASP and Merit Progression The parties agree that there are limits to the extent to which employees may progress using the merit processes and criteria in the relevant schedule. The employer will determine the extent of merit progression available to each position. Progression is dependent on the scope, responsibilities, service needs and opportunities available in the DHB or service in which the employee works. These limitations should become apparent during the discussion required for objective setting under the merit processes.
Management of Expectations. Merit progression
Management of Expectations. The parties agree that there are limits to the extent to which employees may progress using the APEX Salary/Merit progression processes and criteria in the relevant schedule. The employer will determine the extent of merit progression available to each position. Progression is dependent on the scope, responsibilities, service needs and opportunities available in the DHB or service in which the employee works. These limitations should become apparent during the discussion required for objective setting under the APEX Salary/Merit processes.
Management of Expectations. The parties agree that there are limits to the extent to which employees may progress using the merit processes and criteria agreed in 5.
2.1.1. The employer will determine the extent of merit progression available to each position. Progression is dependent on the scope, responsibilities, service needs and opportunities available in the service in which the employee works or the more widely within Te Whatu Ora- Te Tai Tokerau. These limitations should become apparent during the discussion required for objective setting under the merit processes.
Management of Expectations. The parties agree that there are limits to the extent to which employees may progress using the merit processes and criteria in the relevant schedule. The employer will determine the extent of merit progression available to each position. Progression is dependent on the scope, responsibilities, service needs and opportunities available in Canterbury DHB or service in which the employee works. These limitations should become apparent during the discussion required for objective setting under the merit processes. 3 6 $73,133 Step 15 1-Jul-19 $104,175 2-Sep-19 $107,300 M M M M M M M M M Step 16 1-Jun-20 $107,300 7-Sep-20 $110,519 M M M M M M M M M Step 7-Jun-21 17 $113,282 14 $100,761 $103,784 15 $103,784 $106,898 16 $109,570 13 $98,496 $101,451 14 $101,451 $104,495 15 $107,107 12 $94,496 $97,331 13 $97,331 $100,251 14 $102,757 11 $90,497 $93,212 12 $93,212 $96,008 13 $98,408 10 $86,185 $88,771 11 $88,771 $91,434 12 $93,720 9 $81,446 $83,889 10 $83,889 $86,406 11 $88,566 8 $78,014 $80,354 9 $80,354 $82,765 10 $84,834 7 $75,683 $77,953 8 $77,953 $80,292 9 $82,299 8 $80,292 APS 7 (APS) $75,078 $77,330 APS 7 $77,330 A A A A A A A 6 $70,768 $72,891 APS 6 $72,891 $75,078 A A A A A A 6 $75,078 5 $67,872 $69,908 A A A A A 5 $69,908 $72,005 5 $72,005 4 $63,472 $65,376 4 $65,376 $67,337 4 $67,337 3 $59,074 $60,846 3 $60,846 $62,671 3 $62,671 2 $54,673 $56,313 2 $56,313 $58,002 2 $58,002 1 $50,274 $51,782 1 $51,782 $53,335 1 $53,335 2 5 $69,048 1 4 $66,222 3 $59,602 2 $56,411 1 $53,100
a) Progression through the scale from step 1 to step 5 shall be by way of automatic annual increment. From 1 June 2020, progression through the scale from step 1 to step 6 shall be by way of automatic annual increment. From 7 June 2021, progression through the scale from step 1 to step 7 shall be by way of automatic annual increment
i) On 1 June 2020, employees who have been on step 5 for 12 months or more shall move to step 6. This translation shall reset their anniversary for future salary progression purposes.
ii) On 7 June 2021, employees who have been on step 6 for 12 months shall move to step 7. This translation shall reset their anniversary for future salary progression purposes.
iii) Progression from step 5 to step 6 is as per the Additional Progression Step process outlined below: The parties acknowledge that it is the individual employee’s decision and responsibility to initiate the processes associated with the additional progression step. To commence the process the employee ...
Management of Expectations. The parties agree that there are limits to the extent to which employees may progress using the merit processes and criteria in the relevant schedule. The employer will determine the extent of merit progression available to each position. Progression is dependent on the scope, responsibilities, service needs and opportunities available in the service in which the employee works. These limitations should become apparent during the discussion required for objective setting under the merit processes. D11 Allied & Public Health (Physiotherapy, Occupational Therapy & Activities staff) Access to this scale is for positions that currently require a minimum relevant three year University degree or equivalent to enter the profession but not otherwise provided for in other scales in this document and will include: Physiotherapists, Occupational Therapists, (positions that currently require a Minimum three year University degree or equivalent to enter the profession but not otherwise provided for in other scales in this document). The parties recognise that historically, allied health professions have not always required a university degree as an entry point to the profession. This clause is not Intended to exclude employees who:
a) do not hold a university degree but who have achieved registration with their regulatory authority; or
b) hold a position for which the current requirement is to have a university degree and/or registration but who does not hold that university degree. This does not act to exclude any employee who was paid on the Allied & Public Health Salary Scale in the applicable NMDHB MECA that preceded this Agreement nor does it act to include any employee who was paid on a salary scale other than the Allied & Public Health Salary Scale in a regional MECA that preceded this Agreement.
