Common use of Operation of Salary Scales Clause in Contracts

Operation of Salary Scales. a. The salary scales above shall be applied to the respective groups of midwives. b. On appointment, the employer may place midwives on any step of the relevant scale, taking into account the following factors: − previous midwifery experience or other relevant work and life experience - the employer may credit this service; − degree of difficulty in recruiting for specific skills and/or experience required for the position. c. For new appointees to designated senior midwife positions, placement on the scale will be based on job size, job content, responsibility, experience and qualifications. d. Movement through the salary scales shall be by automatic annual increment, except for senior 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 midwife is otherwise advised. Movement across senior salary grades shall only occur with a change in position. e. 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. f Employees previously employed on the top Enrolled Nurse salary step under the DHBs/NZNO MECA shall be appointed to no lower than Step 2 of the salary scale when they qualify and are appointed as a Registered Midwife. g Employees who transfer between DHBs and who have continuous service pursuant to the service definition in clause 4.0 and who have been appointed to the same salary step and salary grade shall: (i) retain the same salary increment date, as the with the previous employer, if the break in service is less than three months; or (ii) where the break is between three months and twelve months their salary scale annual increment anniversary date shall 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.

Operation of Salary Scales. a. (a) The salary scales above shall be applied to the respective groups of midwivesemployees. b. (b) On appointment, the employer may shall place midwives 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. c. (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. d. (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 midwife employee is otherwise advised. Movement across senior salary grades shall only occur with a change in position. e. (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. f Employees previously employed on the top Enrolled Nurse salary step under the DHBs/NZNO MECA shall be appointed to no lower than Step 2 of the salary scale when they qualify and are appointed as a Registered Midwife. g Employees who transfer between DHBs and who have continuous service pursuant to the service definition in clause 4.0 and who have been appointed to the same salary step and salary grade shall: (i) retain the same salary increment date, as the with the previous employer, if the break in service is less than three months; or (ii) where the break is between three months and twelve months their salary scale annual increment anniversary date shall 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.

Operation of Salary Scales. a. (a) The salary scales above shall be applied to the respective groups of midwivesemployees. b. (b) On appointment, the employer may shall place midwives employees on any step of the relevant scale, scale (including steps 6 & 7 of the Registered Nurses and Registered Midwives salary scales – see sub-clause 8.0.1 and 8.0.3) 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. c. (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. d. (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 midwife employee is otherwise advised. Movement across senior salary grades shall only occur with a change in position. e. (g) Where a casual employee has obtained and continues to maintain their competency as per Nursing/Midwifery Council requirements, they will be able to move through the pay scale in this agreement on the anniversary date of commencement of employment, subject to maintenance of continuous service as defined in clause 5. Such progression is subject to satisfactory performance, which will be assumed to be the case unless the employee is otherwise advised. Casual employees shall have access to the provision of PDRP/QLP/Merit allowances. (h) 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. f Employees previously employed on the top Enrolled Nurse salary step under the DHBs/NZNO MECA shall be appointed to no lower than Step 2 of the salary scale when they qualify and are appointed as a Registered Midwife. g Employees who transfer between DHBs and who have continuous service pursuant to the service definition in clause 4.0 and who have been appointed to the same salary step and salary grade shall: (i) retain the same salary increment date, as the with the previous employer, if the break in service is less than three months; or (ii) where the break is between three months and twelve months their salary scale annual increment anniversary date shall 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.

Operation of Salary Scales. a. ‌ (a) The salary scales above shall be applied to the respective groups of midwivesemployees. b. (b) On appointment, the employer may shall place midwives employees on any step of the relevant scale, scale (including steps 6 & 7 of the Registered Nurses and Registered Midwives salary scales – see sub-clause 8.0.1 and 8.0.3) 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 District 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, , if the break in service is less than three months; or (ii) where the break in service 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. c. (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. d. (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. (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 midwife employee is otherwise advised. Movement across senior salary grades shall only occur with a change in position. e. (g) Where a casual employee has obtained and continues to maintain their competency as per Nursing/Midwifery Council requirements, they will be able to move through the pay scale in this agreement on the anniversary date of commencement of employment, subject to maintenance of continuous service as defined in clause 5. Such progression is subject to satisfactory performance, which will be assumed to be the case unless the employee is otherwise advised. Casual employees shall have access to the provision of PDRP/QLP/Merit allowances. 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. f Employees previously employed on the top Enrolled Nurse salary step under the DHBs/NZNO MECA shall be appointed to no lower than Step 2 of the salary scale when they qualify and are appointed as a Registered Midwife. g Employees who transfer between DHBs and who have continuous service pursuant to the service definition in clause 4.0 and who have been appointed to the same salary step and salary grade shall: (i) retain the same salary increment date, as the with the previous employer, if the break in service is less than three months; or (ii) where the break is between three months and twelve months their salary scale annual increment anniversary date shall 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.

Operation of Salary Scales. a. (a) The salary scales above shall be applied to the respective groups of midwivesemployees. b. (b) On appointment, the employer may shall place midwives employees on any step of the relevant scale, scale (including steps 6 & 7 of the Registered Nurses and Registered Midwives salary scales – see sub-clause 8.0.1 and 8.0.3) 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 District 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, , if the break in service is less than three months; or (ii) where the break in service 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. c. (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. d. (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. (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 midwife employee is otherwise advised. Movement across senior salary grades shall only occur with a change in position. e. (g) Where a casual employee has obtained and continues to maintain their competency as per Nursing/Midwifery Council requirements, they will be able to move through the pay scale in this agreement on the anniversary date of commencement of employment, subject to maintenance of continuous service as defined in clause 5. Such progression is subject to satisfactory performance, which will be assumed to be the case unless the employee is otherwise advised. Casual employees shall have access to the provision of PDRP/QLP/Merit allowances. 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. f Employees previously employed on the top Enrolled Nurse salary step under the DHBs/NZNO MECA shall be appointed to no lower than Step 2 of the salary scale when they qualify and are appointed as a Registered Midwife. g Employees who transfer between DHBs and who have continuous service pursuant to the service definition in clause 4.0 and who have been appointed to the same salary step and salary grade shall: (i) retain the same salary increment date, as the with the previous employer, if the break in service is less than three months; or (ii) where the break is between three months and twelve months their salary scale annual increment anniversary date shall 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.

Operation of Salary Scales. a. (a) The salary scales above shall be applied to the respective groups of midwivesemployees. b. On appointment, (b) When determining the appropriate placement of new employees on the automatic steps of any scale the employer may place midwives on any step of the relevant scale, taking will take into account the following factors: − 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 midwifery experience or other relevant work and life experience - in the employer may credit this service; − occupation where they consider justified by the degree of difficulty in recruiting for specific skills and/or and /or experience required for the position. c. For new appointees to designated senior midwife positions, placement on the scale will be based on job size, job content, responsibility, experience and qualifications. d. . Movement through the salary scales shall be by automatic annual increment, except for senior midwives whose advancement through the merit steps in their salary grade shall be annual, subject to satisfactory performance which will be assumed to be the case unless the midwife where progression is otherwise advisedas identified below. Movement across senior salary grades shall only occur with a change in position. e. 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. f Employees previously employed Where an Anaesthetic Technician has been on the top Enrolled Nurse 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 step under the DHBs/NZNO MECA scales shall be appointed 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 no lower than Step 2 step 8 (APS) on successful completion of the salary scale when they qualify and mutually agreed objectives, which are appointed as a Registered Midwife. g Employees who transfer between DHBs and who have continuous service pursuant to the service definition in clause 4.0 and who have been appointed to the same salary step and salary grade shall: (i) retain the same salary increment date, as the with the previous employer, if the break in service is less than three months; or (ii) where the break is between three months and twelve months their salary scale annual increment anniversary date shall 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 breakprospectively set.

Operation of Salary Scales. a. (a) The salary scales above shall be applied to the respective groups of midwivesemployees. b. (b) On appointment, the employer may shall place midwives employees on any step of the relevant scalescale (including steps 6 & 7 of the Registered Nurses and Registered Midwives salary scales – see sub-clause 8.0.1 and 8.0.3), 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. (c) 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. d. (d) 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. (e) 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 midwife employee is otherwise advised. Movement across senior salary grades shall only occur with a change in position. e. (f) Where a casual employee has obtained and continues to maintain their competency as per Nursing/Midwifery Council requirements, they will be able to move through the pay scale in this agreement on the anniversary date of commencement of employment, subject to maintenance of continuous service as defined in clause 5. Such progression is subject to satisfactory performance, which will be assumed to be the case unless the employee is otherwise advised. Casual employees shall have access to the provision of PDRP/QLP/Merit allowances. (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. f Employees previously employed on the top Enrolled Nurse salary step under the DHBs/NZNO MECA shall be appointed to no lower than Step 2 of the salary scale when they qualify and are appointed as a Registered Midwife. g Employees who transfer between DHBs and who have continuous service pursuant to the service definition in clause 4.0 and who have been appointed to the same salary step and salary grade shall: (i) retain the same salary increment date, as the with the previous employer, if the break in service is less than three months; or (ii) where the break is between three months and twelve months their salary scale annual increment anniversary date shall 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.

Operation of Salary Scales. a. (a) The salary scales above shall be applied to the respective groups of midwivesemployees. b. (b) On appointment, the employer may shall place midwives employees on any step of the relevant scalescale (including steps 6 & 7 of the Registered Nurses and Registered Midwives salary scales – see sub-clause 8.0.1 and 8.0.3), 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. c. (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. d. (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 midwife employee is otherwise advised. Movement across senior salary grades shall only occur with a change in position. e. (g) Where a casual employee has obtained and continues to maintain their competency as per Nursing/Midwifery Council requirements, they will be able to move through the pay scale in this agreement on the anniversary date of commencement of employment, subject to maintenance of continuous service as defined in clause 5. Such progression is subject to satisfactory performance, which will be assumed to be the case unless the employee is otherwise advised. Casual employees shall have access to the provision of PDRP/QLP/Merit allowances. 2021 053 2931 Revised MECA – Track Changes Version (g)(h) 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. f Employees previously employed on the top Enrolled Nurse salary step under the DHBs/NZNO MECA shall be appointed to no lower than Step 2 of the salary scale when they qualify and are appointed as a Registered Midwife. g Employees who transfer between DHBs and who have continuous service pursuant to the service definition in clause 4.0 and who have been appointed to the same salary step and salary grade shall: (i) retain the same salary increment date, as the with the previous employer, if the break in service is less than three months; or (ii) where the break is between three months and twelve months their salary scale annual increment anniversary date shall 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.