Pay Progression. (a) Teachers shall progress to the appropriate base scale maximum shown on the scale subject to the employer attesting that the teacher has met the appropriate level of the Professional Standards for Secondary Teachers – Criteria for Quality Teaching appended as Supplement 1 to this agreement.
(b) Assessment against Professional Standards
(i) A beginning teacher may have up to two assessments against the beginning teacher standards or three if registration is delayed, before assessment against the classroom teacher standards. However, beginning teachers may be assessed against the classroom teacher standards from an earlier date if progress warrants it and the teacher and appraiser agree.
(ii) Teachers will be assessed against the classroom teacher criteria once fully registered or after two years in the case of teachers holding Limited Authority to Teach (LAT) status.
(iii) Classroom teachers may have three assessments against the classroom teacher standards but all teachers (including LATs) will be assessed against the experienced teacher standards once they have reached their appropriate base scale maxima. The only exception is teachers who have reached their base scale maxima before having up to two assessments against the beginning teacher standards (or three if registration is delayed) and up to three assessments against the classroom teacher standards. These teachers may have up to three beginning teacher standards assessments and up to three classroom teacher standards assessments before being assessed against the experienced teacher standards.
(iv) Teachers who hold units and who have assumed a specified leadership, pastoral, administrative or task-specific responsibility in respect of their unit or units will be assessed against the relevant criteria for teachers holding units together with the standards applicable to their level of experience in respect of their classroom teaching duties.
(c) When setting performance expectations and development objectives with individual teachers for the coming year, appraisers and the individual teachers shall have regard for:
(i) The number of years taught and the appropriate level of the professional standards to be applied;
(ii) The subject(s), the class level(s) and the nature of classes taught;
(iii) The degree to which achievement and development are expected within each criterion;
(iv) Any other agreed factors.
(d) Subject to 4.2.3 (a), (b) and (c) above, pay progression applies in the following ways:
(...
Pay Progression. Employees shall move to the rates of pay specified in Schedule A on the effective dates and move to the next level in the rates of pay based on completion of two thousand and eighty (2080) hours of work or paid leave. The computation of hours in this section shall not include overtime.
Pay Progression. Relief Instructors will progress on the pay scale on the basis of 2080 compensated regular hours of work as a Relief Instructor.
Pay Progression. Except for an employee to whom Sub-Clauses 18.11.3, 18.11.4 or Clause 44.23 apply, an employee shall be granted pay progressions until such time as he reaches the maximum of his classification level.
18.11.1 The pay progression shall be a two percent (2%) increase in his rate of pay.
18.11.2 The pay progression date for all employees is the first (1st) day of the first pay period in July of each year, except for those employees who are initially appointed or promoted between April 1 and June 30 inclusive, of each year. The pay progression date for those employees will be the first (1st) day of the first (1st) pay period in July of the following year.
18.11.3 Subject to Sub-Clause 18.11.4 below, the Corporation may withhold a pay progression from an employee if, in its opinion, the employee is not performing the duties of his position in a commendable manner.
18.11.4 The Corporation shall, at least two (2) months prior to the due date of the pay progression to the employee, give the employee notice in writing of its intention to withhold a pay progression from him.
18.11.5 The Corporation shall, at its discretion, grant a pay progression amount in excess of the normal amount, if in its opinion, the employee is performing the duties of the position in a more than commendable manner.
18.11.6 If an employee’s pay progression date coincides with a salary revision date, the pay progression shall be applied first, and the revision shall be based on that new rate.
Pay Progression. 12.01.01 A Pilot’s pay progression date will be the earlier of:
12.01.01.01 the day following the successful completion of his initial line check: or 12.01.01.02 90 days from the start of his Pilot Indoctrination Training course; or
Pay Progression. 45.1 Automatic annual pay point progressions do not apply to PWC.
45.2 An employee will be eligible for pay point progression within the relevant classification, subject to attainment of a minimum overall score rating of three in accordance with clauses 46.7 and 46.8.
45.3 Subject to clause 45.2, where an employee’s temporary placement in a higher classification level, that constitutes a promotion, spans two MyPlan cycles (ie crosses over 1 July), the employee may elect to receive:
(a) pay point progression for the temporary promotion; or
(b) the Top of Band Bonus provided for in clause 46.16 based on the employee’s nominal classification level.
45.4 In addition to meeting the requirements for a pay progression under PWC’s performance achievement system, a pay progression for Trainees and Undergraduates is conditional on satisfactory completion of the requirements of their course of study.
45.5 With exception of employees employed in the Operator classification, progression to a higher classification level within the stream or in a new stream is based on an employee’s successful application for a vacant position, as assessed through the merit selection recruitment process.
45.6 For employees employed in the Operator classification, progression to a higher classification level within the stream is subject to the relevant Job Model Guidelines.
Pay Progression. 4.1 A new NHS Staff Council progression framework will be put in place by 1 April 2019, so that within each pay band staff will be supported to make the best use of their skills. The new progression framework is set out in Annex B.
4.2 The new pay progression system will help ensure that all staff have the appropriate knowledge and skills they need to carry out their roles, and so make the greatest possible contribution to patient care. It will be underpinned by a commitment from employers to strengthen and improve the appraisal process.
4.3 The new pay progression system will:
a. enable staff in Bands 2-7 to reach the top of their pay band more quickly
b. describe minimum periods of time before progression to the next pay-step point c. not be automatic
Pay Progression. 23.1 one pay point to the next within a level unless the Employee has been assessed by the Employer as having failed to demonstrate competency and satisfactory performance over a minimum period of 12 months at each point within the level, or the Employee has been subject to an adverse performance review in the preceding 12 months .
23.2 Employees on extended unpaid parental leave may request on their return to be progressed to the next pay point within a level at the rate of one year for each three years of absence, pro rata for an absence which is greater than one year but less than three years.
23.3 For the avoidance of doubt:
(a) if any level requires a qualification or certification, an Employee may not progress to that level unless they have acquired and maintain such qualification or certification; and
(b) movement to a higher classification will only occur by way of promotion or re-classification.
Pay Progression. 4.1 A new NHS Staff Council progression framework will be put in place by 1 April 2019, so that within each pay band staff will be supported to make the best use of their skills. The new progression framework is set out in Annex B. A partnership approach will be developed to implement the framework consistently in Wales building on the existing Pay Progression Policy.
4.2 The new pay progression system will help ensure that all staff have the appropriate knowledge and skills they need to carry out their roles, and so make the greatest possible contribution to patient care. It will be underpinned by a commitment from employers to strengthen and improve the appraisal process.
4.3 The new pay progression system will:
a. enable staff in Bands 2-7 to reach the top of their pay band more quickly
b. describe minimum periods of time before progression to the next pay-step point c. not be automatic
Pay Progression. 45.1 Automatic annual pay point progressions do not apply to PWC.
45.2 Eligibility for pay point progression within the relevant classification is conditional on attainment of a minimum overall score rating of three in accordance with clauses 46.6 and 46.7.
45.3 In addition to meeting the requirements for a pay progression under PWC’s performance achievement system, a pay progression for Trainees and Undergraduates is conditional on satisfactory completion of the requirements of their course of study.
45.4 Progression to a higher classification level within the stream or in a new stream is based on an employee’s successful application for a vacant position, as assessed through the merit selection recruitment process.
