New Hire Progression Clause Samples

The New Hire Progression clause outlines the process and criteria by which newly hired employees advance within an organization. Typically, this clause details the stages of progression, such as probationary periods, performance evaluations, and eligibility for promotions or salary increases, often specifying timelines and benchmarks that must be met. Its core function is to provide transparency and structure to career development for new hires, ensuring both the employer and employee have clear expectations and reducing ambiguity around advancement opportunities.
New Hire Progression. The new hire wage progression for regular, full-time CDL-qualified employees and shop mechanics hired after ratification shall be as follows: Effective First Day of Employment: 90% of the Applicable Wage Rate Effective First Day plus One (1) Year: 95% of the Applicable Wage Rate Effective First Day plus Two (2) Years: 100% of the Applicable Wage Rate Regular, full-time employees in these two categories who currently are in progression also shall be moved to one hundred percent (100%) of the applicable wage rate effective April 1, 2019. Effective April 1, 2019, CDL-qualified employees hired into driving positions who are not currently on the seniority list at a carrier covered by this Agreement, but who for two (2) or more years regularly performed CDL-required driving work for a carrier covered by this Agreement, shall be compensated at one hundred percent (100%) of the full contract rate provided they have not had a break in service in excess of three (3) years. With the approval of TNFINC, the Employer shall have the ability to increase the applicable wage rate at individual locations if the Employer determines in its discretion that doing so is necessary to attract and retain qualified employees. In the event the Employer decides to exercise this option, it shall provide advance notice to TNFINC in writing.
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New Hire Progression. All operators upon successful completion of training shall be paid: 1st 12 months… 70% of top rate 2nd 12 months… 75% of top rate 3rd 12 months… 80% of top rate 4th 12 months… 90% of top rate 5th 12 months… 100% of top rate
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New Hire Progression. All operators upon successful completion of training shall be paid: 1st 12 months 55% of top rate 2nd 12 months 60% of top rate 3rd 12 months 65% of top rate 4th 12 months 70% of top rate 5th 12 months 75% of top rate 6th 12 months 80% of top rate 7th 12 months 85% of top rate 8th 12 months 90% of top rate Next 6 months 95% of top rate Changes to this Section are effective the first full pay period in January 2015: 1st 12 months 55% of top rate 2nd 12 months 60% of top rate 3rd 12 months 65% of top rate 4th 12 months 70% of top rate 5th 12 months 80% of top rate 6th 12 months 90% of top rate 7th 12 months 100% of top rate 4th 12 months 70% of top rate 5th 12 months 75% of top rate 6th 12 months 80% of top rate 7th 12 months 85% of top rate 8th 12 months 90% of top rate Next 6 months 95% of top rate Thereafter 100% of top rate Changes to this Section are effective the first full pay period in January 2015: 1st 12 months 55% of top rate 2nd 12 months 60% of top rate 3rd 12 months 65% of top rate 4th 12 months 70% of top rate 5th 12 months 80% of top rate 6th 12 months 90% of top rate 7th 12 months 100% of top rate
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New Hire Progression. Employees hired or employees rehired without seniority shall be hired at a rate equal to eighty-live of the Pure Base Maximum of their Job Such shall receive an automatic increase to: ninety percent of Pure Base Rate Maximum of the Job Classification after completing weeks work, ninety-five percent of the Pure Base Rate Maximum of the Job Classification after completing weeks of active work, and the Pure Base Maximum of the Job Classification after completing weeks of active work. An employee will receive credit toward acquiring Thereafter. such . , receive credit for one week for each week during which the employee works. will not be given for any week during which. for any reason the employee does not work, except: in the case of the pay period in which a full of the Christmas fall, provided the employee would have been scheduled to work, and in the case of absence due to occupational disability under Workers’ Compensation. An employee is laid off prior to having attained the Pure Base Rate Maximum of the Job Classification and who is reemployed within seventy-eight from the last day worked prior to lay-off, shall receive a Pure Base Rate upon which has the same relative relationship to the Pure Base Rate Maximum of the Job as had been attained prior to lay-off. The new hire progression will not be applicable to Skilled Trades as defined in
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Related to New Hire Progression

  • Wage Progression (a) Employees within their position classification will progress from the "start rate" to the "one year rate" and so on, on the basis of eighteen hundred (1800) hours paid by the Employer at the "start rate" to the "one year rate" and so on. Hours for which the employee receives WSIB as a result of a work related injury while in the employ of the Employer shall be considered hours paid for the purposes of computing eligibility to progress to the next higher rate within their position classification. (b) Hours paid by the Employer during an employee’s probationary period will be included for purposes of wage progression.

  • Progression For progression for all classifications under this agreement, refer to Schedules A to D.

  • Incremental Progression Three (3) Year Trained Teacher - Professional Development (a) Notwithstanding the provisions of paragraph 7.1.4 (f), a 3 year trained teacher may apply for progression by annual increments from Proficient 4 to 8 subject to the following conditions: (i) completion of at least twelve (12) months service on Proficient 4; (ii) participation in one hundred and fifty (150) hours of accredited professional development activities to be achieved at an annual average rate of not less than thirty (30) hours (five (5) days) and to be undertaken outside the hours engaged in teaching; and (iii) provision of a statement outlining the knowledge and skills acquired through participation in professional development. (b) Applications for progression identified in paragraph 7.1.6 (a) shall be made through the principal of the school and be subject to assessment and recommendation to the school authority by a panel consisting of: (i) a representative of the school authority; (ii) a representative of the teacher seeking progression; (iii) a representative jointly agreed to. (c) Applications for progression identified in paragraph 7.1.6 (a) shall include: (i) certification of participation in accredited professional development activities by activity providers; and (ii) a brief statement on a standard agreed, outlining the additional knowledge and skills acquired and their application in the teacher's work. (d) No teacher shall be required to undergo classroom or other inspection for the purposes of certification. (e) The review panel identified in paragraph 7.1.6 (b) shall make a recommendation to the employing authority as to whether in its opinion the teacher has satisfied the eligibility criteria in clause 7.1.6 (a). (f) A teacher who is assessed by the review panel as having satisfied the requirements contained in clause 7.1.6 (a) shall be entitled to progress to the next incremental pay step (Proficient 4 to 8 as appropriate) effective from their date of application or on the completion of twelve (12) months' service on their current incremental step (whichever is the later).

  • Salary Progression 1. For the purposes of determining annual progression from one step to the next, each teacher’s performance will be assessed annually against the appropriate professional standards. 2. When setting performance expectations and development objective(s) with individual teachers for the coming year, the appropriate professional standards against which the teacher is to be assessed should be confirmed between the teacher and the employer. 3. For each teacher to progress annually to their next salary step they will need to demonstrate that they meet the appropriate professional standards.

  • Performance Indicators The HSP’s delivery of the Services will be measured by the following Indicators, Targets and where applicable Performance Standards. In the following table: INDICATOR CATEGORY INDICATOR P=Performance Indicator E=Explanatory Indicator M=Monitoring Indicator 2022/23 Organizational Health and Financial Indicators Debt Service Coverage Ratio (P) 1 ≥1 Total Margin (P) 0 ≥0 Coordination and Access Indicators Percent Resident Days – Long Stay (E) n/a n/a Wait Time from Home and Community Care Support Services (HCCSS) Determination of Eligibility to LTC Home Response (M) n/a n/a Long-Term Care Home Refusal Rate (E) n/a n/a Quality and Resident Safety Indicators Percentage of Residents Who Fell in the Last 30 days (M) n/a n/a Percentage of Residents Whose Pressure Ulcer Worsened (M) n/a n/a Percentage of Residents on Antipsychotics Without a Diagnosis of Psychosis (M) n/a n/a Percentage of Residents in Daily Physical Restraints (M) n/a n/a