Operation of Salary Scales. (a) The salary scales above shall be applied to the respective groups of employees.
(b) On appointment, the employer shall place employees on any step of the relevant scale, taking into account the following factors:
(i) previous nursing/midwifery experience or other relevant work and life experience - the employer may credit this service;
(ii) degree of difficulty in recruiting for specific skills and/or experience required for the position
(c) An employee who transfers between DHBs and has continuous service pursuant to the service definition in clause 5.0 and who has been appointed to the same salary step and salary grade shall:
(i) retain the same salary increment date, as with the previous employer, if the break in service is less than three months; or
(ii) where the break is between three and twelve months their salary scale annual increment anniversary date will be adjusted to such later date as calculated by the equivalent number of days comprising the break provided the employee remains actively engaged on nursing or midwifery related work or study during the break.
(d) For new appointees to designated senior nurse or midwife positions, placement on the scale will be based on job size, job content, responsibility, experience and qualifications.
(e) A nurse or midwife previously employed on the top Enrolled Nurse step shall be appointed no lower than the second step of the registered Nurse or Midwife scale when they qualify as a Registered Nurse or Midwife.
(f) Movement through the salary scales shall be by automatic annual increment, except for senior nurses or midwives whose advancement through the steps in their salary grade shall be annual, subject to satisfactory performance which will be assumed to be the case unless the employee is otherwise advised. Movement across senior salary grades shall only occur with a change in position.
(g) Employees on fulltime study leave or parental leave, with or without pay, shall continue to receive annual increments to which they would otherwise be entitled.
Operation of Salary Scales. 9.3.1 The salary scales above shall be applied to the respective groups of employees.
9.3.2 On appointment, the employer shall place employees on the appropriate step of the relevant scale, recognising the following factors:
(i) previous relevant nursing/midwifery post registration experience;
(ii) other relevant work and life experience;
(iii) the degree of difficulty in recruiting for specific skills and/or experience required for the position.
Operation of Salary Scales. The salary scales above shall be applied to the respective groups of employees.
Operation of Salary Scales. On appointment, the employer may place employees on any step of the relevant scale, taking into account the following factors:
Operation of Salary Scales. The salary scales above shall be applied to the respective groups of employees. On appointment, the employer shall place employees on the appropriate step of the relevant scale, recognising the following factors:
i. previous relevant nursing/midwifery post registration experience
ii. other relevant work and life experience
iii. the degree of difficulty in recruiting for specific skills and/or experience required for the position.
iv. new employees’ progression through the salary scales shall be by annual increment on the employee’s anniversary date
Operation of Salary Scales. 5.2.1 Trainee Perfusionists will be placed on Trainee Step 1, and shall receive automatic annual progression, on the anniversary date of their appointment as a trainee, to Trainee Step 2.
5.2.2 Once a trainee Perfusionist is qualified, they shall progress to clinical perfusionist step 3 on the 1st of the month following the successful completion of the training programme and accreditation by ANZCP.
5.2.3 Perfusionists shall receive automatic annual progression, on the anniversary date of their appointment to the clinical perfusionist scale, to clinical perfusionist step 11. (Except if the employee’s progression anniversary date is detailed in 5.3 below.)
5.2.4 For Perfusionists who achieve paediatric credentialing, a one-off increase will apply as set out at Appendix A and salary progression thereafter will be via automatic increment according to the applicable process for placement on the scale.
5.2.5 Designated/Lead Perfusionists will be appointed to Designated Step 1 and shall receive automatic annual progression, on the anniversary date of their appointment to the position, to Designated Step 2.
5.2.6 Chief Perfusionist/Perfusion Unit Manager in the Waikato and Capital & Coast and Hutt Valley Districts will be appointed to Designated Chief Step 1 and shall receive automatic annual progression, on the anniversary date of their appointment to the position, to Designated Chief Step 2.
5.2.7 Chief Perfusionist/Perfusion Unit Manager in the Auckland Districts will be appointed to Designated Chief Step 1 and shall receive automatic annual progression, on the anniversary date of their appointment to the position, to Designated Chief Step 3.
Operation of Salary Scales. (a) On appointment, the employer may place employees on any step of the relevant scale, taking into account the following factors:
(i) previous anaesthetic technician experience or other relevant work and life experience - the employer may credit this service;
(ii) degree of difficulty in recruiting for specific skills and/or experience required for the position.
(b) Progression through steps 1 to 7 of the salary scales shall be by automatic annual increment. Progression through Steps 8 to 10 shall be by merit as defined below. In order to progress to the merit grade, an anaesthetic technician shall have a minimum of 5 years post graduate relevant experience.
(c) Employees on fulltime study leave or parental leave, with or without pay, shall continue to receive annual increments to which they would otherwise be entitled.
Operation of Salary Scales. Delete current wording and replace with: (e) A nurse or midwife previously employed on the Enrolled Nurse scale shall be appointed to a salary step no lower than their Enrolled Nurse salary of the registered Nurse or Midwife scale when they qualify as a Registered Nurse or Midwife.
Operation of Salary Scales. 9.3.1 The salary scales above shall be applied to the respective groups of employees.
9.3.2 On appointment, the employer shall place employees on the appropriate step of the relevant scale, recognising the following factors:
(i) previous relevant nursing/midwifery post registration experience
(ii) other relevant work and life experience
(iii) the degree of difficulty in recruiting for specific skills and/or experience required for the position.
(i) new employees progression through the salary scales shall be by annual increment on the employee’s anniversary date
(ii) progression will be subject to satisfactory performance which will be assumed to be the case unless the employee is otherwise advised.
Operation of Salary Scales. (a) The salary scales above shall be applied to the respective groups of employees.
(b) When determining the appropriate placement of new employees on the automatic steps of any scale the employer will take into account the employee’s years of experience in the occupation.
(c) The Employer may place a new employee on a higher step than determined by their previous experience in the occupation where they consider justified by the degree of difficulty recruiting for specific skills and /or experience required for the position. Movement through the salary scales shall be by automatic annual increment, except for the merit steps where progression is as identified below. Where an Anaesthetic Technician has been on the top automatic step (step 7) for 12 months or more they may progress to step 8 (APS) on successful completion of mutually agreed objective(s), which are prospectively set.
i. These objectives should align with the individual’s experience and service needs. The objectives should be achievable for all anaesthetic technicians and will not have the same higher-level requirements or expectations of merit steps (steps 9+) as outlined in the merit progression document.
ii. The employee is responsible for initiating the process by writing to their team leader/manager to arrange a meeting to set objectives.
iii. Progression will not be denied where the employer has failed to engage in the objective setting process and/or the assessment of whether or not the objectives have been achieved.
iv. The assessment shall commence 12 months after the objectives have been set with any movement arising from this assessment being backdated to the 12 months from the date the employee wrote to his/her team leader/manager.
(d) Placement of new employees will be subject to the specified minimum and maximum steps for the specific occupation, and take into account the placement of current employees employed in the same role.
(e) Movement through the salary scales shall be by automatic annual increment, except for the merit steps where progression is as identified below. Where an Anaesthetic Technician has been on the top automatic step (step 7) for 12 months or more they may progress to step 8 (APS) on successful completion of mutually agreed objectives, which are prospectively set.
