Merit Progression. 5.2.1.1 The salary scale provides movement to salary steps above the automatic steps that provide employees with a pathway for career development within their professional role. Employees on these steps will be required to function at an advanced level. The process providing for movement through these steps is set out in progression criteria for Social Workers agreed between the parties.
Merit Progression. Waitemata District Health Board (WDHB), Auckland District Health Board (ADHB), and Counties Manukau Health (CMH) supports the development and implementation of criteria which provides clerical and administrative staff with an opportunity to progress through the merit salary scales in a structured, supported, flexible and achievable way. Progression from the top automatic step in the salary scale to the first merit step, and to subsequent merit steps, is dependent on the achievement of mutually agreed Merit Objectives. The procedure outlined in the “CMDHB/ADHB/WDHB/PSA Clerical and Administration Employees Merit Progression Guidelines” and the “NDHB/PSA Merit Progression Guidelines” will be followed. These Guidelines are available on each DHB’s intranet. Managers and employees should familiarise themselves with the guidelines prior to undertaking the process. If at any point of the Merit application process the guidelines are not followed either the manager or employee can escalate the application to the one up manager and/or relevant Human Resources representative, and/or PSA representative.
Merit Progression a) There are salary steps above the automatic steps that provide employees with a pathway for career development within their professional role. Employees on these steps will be required to function at an advanced level. The process providing for movement through these steps is known as Career and Salary Progression (CASP) and is available on the DHB intranet.
Merit Progression. The work stream will address the and a written report produced for the parties’ consideration no later than December 2014. The parties shall meet to discuss the report and progress matters on February 10, 2015 (unless otherwise agreed between the parties).
Merit Progression. (a) The minimum salary increase shall be $1,300.
Merit Progression. 2.2.1 Progression to the Merit step may occur when Employees have completed one year’s service on step three (3), are performing competently in all aspects of their jobs and are contributing one or more of the following:
Merit Progression. 11.3.1 Progression above step 5 shall be according to the TDHB Dietitian Progression Criteria. During the term of the document the parties will meet to discuss and agree a new Career Progression Criteria that will form part of the SECA. This work will be completed by the end of May 2019 so that employees have an agreed process to apply for merit progression.
Merit Progression. 13.1 Employees may apply for progression to a higher salary step at any time, but not more frequently than once a year unless otherwise agreed by both parties.
Merit Progression. Progression to merit is not automatic. It may occur when an Employee has completed one year’s service on step three (3), is performing competently in all aspects of the job and is contributing in one or more of the following:-
Merit Progression. The merit progression process will be based on the principles of Transparency, Consistency and Fairness. Merit steps are linked to the number of top salary steps as outlined in the DHB specific schedules. Employees will be eligible for progression to the appropriate merit step either; • one year after reaching the top ‘automatic’ salary or • one year after reaching any merit step below the top step in their salary band The Merit step acknowledges an employee who is continually performing above the expectations of the job and who consistently demonstrates good behavioural standards and role models the values of the DHB.
