Pay and Progression Framework Sample Clauses

Pay and Progression Framework. (Former OIL only) 6.1 As from 1 July 2011 KiwiRail Infrastructure and Engineering (formerly ONTRACK Infrastructure Ltd) will introduce a pay and career progression framework with the purpose of: • developing a higher skilled workforce able to use new and changing technologies and having alternative career paths and access to higher gains in terms of earning opportunities • paying market rates of pay to better compete for and retain skilled employees and • applying higher skills and widening the employee skill base to increase their productivity 6.2 Standard skills-based progression structures and career progression plans have been developed for KRN Infrastructure‟s job families.
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Pay and Progression Framework. (Former OIL only) 6.1 As from 1 July 2011 KiwiRail Infrastructure and Asset Management (formerly ONTRACK Infrastructure Ltd) will introduce a pay and career progression framework with the purpose of:  developing a higher skilled workforce able to use new and changing technologies and having alternative career paths and access to higher gains in terms of earning opportunities  paying market rates of pay to better compete for and retain skilled employees and  applying higher skills and widening the employee skill base to increase their productivity 6.2 Standard skills-based progression structures and career progression plans have been developed for KRN Infrastructure’s job families. 6.3 The chart below demonstrates a standard pay and progression structure: Trainee (Entry – Industry induction) Demonstrated achievement of standards Trainee/Worker Demonstrated achievement of standards Worker Demonstrated achievement of standards Fully Competent Demonstrated achievement of standards 6.4 Leading Hands, Gangers, Team Leaders, Supervisors and Technical Inspector roles are outside of the progression structure and gaining access to these positions is by appointment only. 6.5 KiwiRail and the RMTU are agreed that improving productivity is vital to ensuring rail is able to compete successfully in the NZ transport network and together will commit to initiatives to improve productivity.
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Pay and Progression Framework. (Former OIL only) 6.1 As from 1 July 2011 KiwiRail Infrastructure and Asset Management Engineering (formerly ONTRACK Infrastructure Ltd) will introduce a pay and career progression framework with the purpose of: • developing a higher skilled workforce able to use new and changing technologies and having alternative career paths and access to higher gains in terms of earning opportunities • paying market rates of pay to better compete for and retain skilled employees and • applying higher skills and widening the employee skill base to increase their productivity + Start at: 1 + Alignment: Left + Aligned at: 0 cm + Indent at: 0.63 cm, No widow/orphan control, Tab stops: Not at 1.27 cm + 5.39 cm + Start at: 1 + Alignment: Left + Aligned at: 0 cm + Indent at: 0.63 cm, No widow/orphan control, Tab stops: Not at 0 cm 6.2 Standard skills-based progression structures and career progression plans have been developed for KRN Infrastructure’s job families.
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Related to Pay and Progression Framework

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

  • 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.

  • Start-Up and Synchronization Consistent with the mutually acceptable procedures of the Developer and Connecting Transmission Owner, the Developer is responsible for the proper synchronization of the Large Generating Facility to the New York State Transmission System in accordance with NYISO and Connecting Transmission Owner procedures and requirements.

  • Legal Framework 1. This programme agreement shall be read in conjunction with the following documents which, together with this programme agreement, constitute the legal framework of the EEA Financial Mechanism 2014-2021: (a) Protocol 38c to the EEA Agreement on the EEA Financial Mechanism 2014-2021; (b) the Regulation on the implementation of the EEA Financial Mechanism 2014-2021 (hereinafter referred to as the “Regulation”) issued by the Donor States in accordance with Article 10(5) of Protocol 38c; (c) the Memorandum of Understanding on the Implementation of the EEA Financial Mechanism 2014-2021 (hereinafter referred to as the “MoU”), entered into between the Donor States and the Beneficiary State; and (d) any guidelines adopted by the FMC in accordance with the Regulation. 2. In case of an inconsistency between this programme agreement and the Regulation, the Regulation shall prevail. 3. The legal framework is binding for the Parties. An act or omission by a Party to this programme agreement that is incompatible with the legal framework constitutes a breach of this programme agreement by that Party.

  • Performance Framework Service Agreements are a central component of the NSW Health Performance Framework which documents how the Ministry of Health monitors and assesses the performance of public sector health services to achieve expected service levels, financial performance, governance and other requirements.