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 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. 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. Current Step Re- numbered Steps 4-Sep-17 11 14 $100,665 10 13 $97,368 9 12 $95,178 8 11 $91,312 7 10 $87,449 6 9 $83,281 5 8 $78,702 4 7 $75,385 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 11.4 Pharmacists 2 5 $69,048 1 4 $66,222 3 $59,602 2 $56,411 1 $53,100 Progression -
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:
