Common use of Merit Promotion Clause in Contracts

Merit Promotion. 39.1 Merit promotion to a higher CSOF level shall be approved where, through the Rewards Assessment Procedures (see clause 38), CSIRO determines that:  An officer has a sustained record of achievement that clearly demonstrates the requirements defined for the next CSOF level in the relevant Functional Area Work Classification Standards; and  CSIRO requires the role to be performed at the higher level for the foreseeable future. 39.2 Since officers will develop their roles and competencies at different rates, depending on their personal potential and the opportunities that arise in the workplace, the period over which sustained performance can be demonstrated will vary but would normally be at least two and will not be less than one full (12 month) performance cycle. Where the performance is over a period less than two full cycles, the case must clearly address the candidate’s capacity to sustain that level of performance beyond the period being assessed. 39.3 An officer need not be on the maximum performance and development step of their existing CSOF level to be promoted. 39.4 Where a promotion is denied on the grounds that the role is not “required to be performed at the higher level for the foreseeable future”, the officer will be advised in writing of the functions or activities that are no longer required to be performed and the work objectives set through the APA process will reflect this advice. 39.5 Merit Promotion to, and advancement within CSOF Level 7 and CSOF Level 8 a) Merit Promotion to CSOF Level 7 or CSOF Level 8 requires a reclassification case in accordance with clauses 38 and 39. b) Advancement through performance and development steps within CSOF Level 7 is dependent on the officer satisfactorily meeting the work objectives agreed in the officer’s Annual Performance Agreement (see clause 36).

Merit Promotion. 39.1 Merit promotion to a higher CSOF level shall be approved where, through the Rewards Reward Assessment Procedures (see clause 38), CSIRO determines that:  • An officer has a sustained record of achievement that clearly demonstrates the requirements defined for the next CSOF level in the relevant Functional Area Work Classification Standards; and  • CSIRO requires the role to be performed at the higher level for the foreseeable future. 39.2 Since officers will develop their roles and competencies at different rates, depending on their personal potential and the opportunities that arise in the workplace, the period over which sustained performance can be demonstrated will vary but would normally be at least two and will not be less than one full (12 month) performance cycle. Where the performance is over a period less than two full cycles, the case must clearly address the candidate’s capacity to sustain that level of performance beyond the period being assessed. 39.3 An officer need not be on the maximum performance and development step of their existing CSOF level to be promoted. 39.4 Where a promotion is denied on the grounds that the role is not “required to be performed at the higher level for the foreseeable future”, the officer will be advised in writing of the functions or activities that are no longer required to be performed and the work objectives set through the APA process will reflect this advice. 39.5 Merit Promotion to, and advancement within CSOF Level 7 and CSOF Level 8 (a) Merit Promotion to CSOF Level 7 or CSOF Level 8 requires a reclassification case in accordance with clauses 38 and 39. . (b) Advancement through performance and development steps within CSOF Level 7 is dependent on the officer satisfactorily meeting the work objectives agreed in the officer’s Annual Performance Agreement (see clause 36). (c) Advancement to CSOF Level 8.2 is only available from CSOF Level 8.1 and requires a reasoned case justifying advancement. (d) Advancement beyond CSOF Level 8.2 requires a reclassification case satisfying the senior promotion guidelines. 39.6 Reclassification Appeal Process An officer seeking promotion up to CSOF Level 6 in any functional area or to CSOF Level 7 or 8 in the Research Science/Engineering/Projects or Research Consulting functional areas, may lodge a Formal Reclassification Appeal where: • The delegate declines to approve a reclassification; • The officer’s immediate Line Manager declines to submit the case for consideration in the reward review process. An officer must lodge their appeal within 28 days of formal notification that the case has been unsuccessful or advice that it will not be submitted to the Reward Review Committee.

Merit Promotion. 39.1 Merit promotion to a higher CSOF level shall be approved where, through the Rewards Assessment Procedures (see clause 38), CSIRO determines that:  • An officer has a sustained record of achievement that clearly demonstrates the requirements defined for the next CSOF level in the relevant Functional Area Work Classification Standards; and  • CSIRO requires the role to be performed at the higher level for the foreseeable future. 39.2 Since officers will develop their roles and competencies at different rates, depending on their personal potential and the opportunities that arise in the workplace, the period over which sustained performance can be demonstrated will vary but would normally be at least two and will not be less than one full (12 month) performance cycle. Where the performance is over a period less than two full cycles, the case must clearly address the candidate’s capacity to sustain that level of performance beyond the period being assessed. 39.3 An officer need not be on the maximum performance and development step of their existing CSOF level to be promoted. 39.4 Where a promotion is denied on the grounds that the role is not “required to be performed at the higher level for the foreseeable future”, the officer will be advised in writing of the functions or activities that are no longer required to be performed and the work objectives set through the APA process will reflect this advice. 39.5 Merit Promotion to, and advancement within CSOF Level 7 and CSOF Level 8 a) Merit Promotion Reclassification Appeal Process An officer seeking promotion up to CSOF Level 7 XXXX Xxxxx 0 in any functional area or CSOF Level to XXXX Xxxxx 0 or 8 requires a reclassification case in accordance with clauses 38 and 39. b) Advancement through performance and development steps within CSOF Level 7 is dependent on the officer satisfactorily meeting the work objectives agreed in the Research Science/Engineering or Research Consulting functional areas, may lodge a Formal Reclassification Appeal where: • The delegate declines to approve a reclassification; CSIRO Enterprise Agreement 2017 - 2020 28 • The officer’s Annual Performance Agreement (see clause 36)immediate line manager declines to submit the case for consideration in the reward review process. An officer must lodge their appeal within 28 days of formal notification that the case has been unsuccessful or advice that it will not be submitted to the Reward Review Committee.

Merit Promotion. 39.1 Merit promotion to a higher CSOF level shall be approved where, through the Rewards Reward Assessment Procedures (see clause 38), CSIRO determines that:  • An officer has a sustained record of achievement that clearly demonstrates the requirements defined for the next CSOF level in the relevant Functional Area Work Classification Standards; and  • CSIRO requires the role to be performed at the higher level for the foreseeable future. 39.2 Since officers will develop their roles and competencies at different rates, depending on their personal potential and the opportunities that arise in the workplace, the period over which sustained performance can be demonstrated will vary but would normally be at least two and will not be less than one full (12 month) performance cycle. Where the performance is over a period less than two full cycles, the case must clearly address the candidate’s capacity to sustain that level of performance beyond the period being assessed. 39.3 An officer need not be on the maximum performance and development step of their existing CSOF level to be promoted. 39.4 Where a promotion is denied on the grounds that the role is not “required to be performed at the higher level for the foreseeable future”, the officer will be advised in writing of the functions or activities that are no longer required to be performed and the work objectives set through the APA process will reflect this advice. 39.5 Merit Promotion to, and advancement within CSOF Level 7 and CSOF Level 88 CSIRO Enterprise Agreement 2020 - 2023 28 (a) Merit Promotion to CSOF Level 7 or CSOF Level 8 requires a reclassification case in accordance with clauses 38 and 39. . (b) Advancement through performance and development steps within CSOF Level 7 is dependent on the officer satisfactorily meeting the work objectives agreed in the officer’s Annual Performance Agreement (see clause 36). (c) Advancement to CSOF Level 8.2 is only available from CSOF Level 8.1 and requires a reasoned case justifying advancement. (d) Advancement beyond CSOF Level 8.2 requires a reclassification case satisfying the senior promotion guidelines. 39.6 Reclassification Appeal Process An officer seeking promotion up to CSOF Level 6 in any functional area or to CSOF Level 7 or 8 in the Research Science/Engineering/Projects or Research Consulting functional areas, may lodge a Formal Reclassification Appeal where: • The delegate declines to approve a reclassification; • The officer’s immediate Line Manager declines to submit the case for consideration in the reward review process. An officer must lodge their appeal within 28 days of formal notification that the case has been unsuccessful or advice that it will not be submitted to the Reward Review Committee.

Merit Promotion. 39.1 40.1 Merit promotion to a higher CSOF level shall be approved where, through the Rewards Reward Assessment Procedures (see clause 3839), CSIRO determines that:  • An officer has a sustained record of achievement that clearly demonstrates the requirements defined for the next CSOF level in the relevant Functional Area Work Classification Standards; and  • CSIRO requires the role to be performed at the higher level for the foreseeable future. 39.2 40.2 Since officers will develop their roles and competencies at different rates, depending on their personal potential and the opportunities that arise in the workplace, the period over which sustained performance can be demonstrated will vary but would normally be at least two and will not be less than one full (12 month) performance cycle. Where the performance is over a period less than two full cycles, the case must clearly address the candidate’s capacity to sustain that level of performance beyond the period being assessed. 39.3 40.3 An officer need not be on the maximum performance and development step of their existing CSOF level to be promoted. 39.4 40.4 Where a promotion is denied on the grounds that the role is not “required to be performed at the higher level for the foreseeable future”, the officer will be advised in writing of the functions or activities that are no longer required to be performed and the work objectives set through the APA process will reflect this advice. 39.5 40.5 Merit Promotion to, and advancement within CSOF Level 7 and CSOF Level 8 (a) Merit Promotion to CSOF Level 7 or CSOF Level 8 requires a reclassification case in accordance with clauses 38 39 and 39. 40. (b) Advancement through performance and development steps within CSOF Level 7 is dependent on the officer satisfactorily meeting the work objectives agreed in the officer’s Annual Performance Agreement (see clause 3637). (c) Advancement to CSOF Level 8.2 is only available from CSOF Level 8.1 and requires a reasoned case justifying advancement. (d) Advancement beyond CSOF Level 8.2 requires a reclassification case satisfying the senior promotion guidelines. 40.6 Reclassification Appeal Process An officer seeking promotion up to CSOF Level 6 in any functional area or to CSOF Level 7 or 8 in the Research Science/Engineering/Projects or Research Consulting functional areas, may lodge a Formal Reclassification Appeal where: • The delegate declines to approve a reclassification; • The officer’s immediate Line Manager declines to submit the case for consideration in the reward review process. An officer must lodge their appeal within 28 days of formal notification that the case has been unsuccessful or advice that it will not be submitted to the Reward Review Committee.