Pay Structure. Standards for pay progression
Pay Structure. The new pay structure will take effect on 1 April 2004 and will consist of the national (APT & C) salary spine and local spinal column points, consisting of 12 grades. The salary scale begins at national spinal column point 4 and ends at spinal column point 58. Points 4-49 consist of the national joint council pay spine. Points 50-58 are local spinal column points. All Fleet Operations Craft Workers will be placed on a grade within this pay spine. The pay structure is set out at Appendix 1.
Pay Structure a. The pay structure consists of one (1) base rate for cadets, and a pay range consisting of a base rate minimum and maximum for officers. Total pay for an officer consists of the base rate, and experience/performance premium pay. There are two (2) classifications: Cadet and Police Officer. A Police Xxxxx is a sworn officer who has not completed basic training. A Police Officer is a law enforcement professional who successfully completed basic OPOTC training.
Pay Structure. The pay structure for full-time employees is as follows: Minimum Midpoint Maximum College Security Guard $26,050 $30,648 $38,310 Campus Safety Officer Sr. Campus Safety Officer $29,950 $35,236 $44,045 The minimum hourly pay rates for part-time employees are as follows: College Security Guard $12.00 Campus Safety Officer Sr. Campus Safety Officer $13.90
Pay Structure. The new pay structure will take effect on 1 April 2004. There will be an annual increment increase on the 1st April of each year, subject to the grade not being exceeded and the provisions of para 1.6 (c) in addition to the cost of living increase. Only staff with five years continuous service with EFDC will receive this annual increase to the maximum salary of the salary range. The pay structure is set out at Appendix 1.
Pay Structure. Pay Spines
Pay Structure. When accepting the offer of employment, RAs and PMs shall have the option to elect the opt out compensation package. All RAs and PMs will receive the Default package unless an RA/PM informs Residential Life no later than Monday, January 4, 2021 at 5:00 pm. RAs and PMs may use the acceptance form to indicate their desire to opt out of the default package or email the following information: Last Name, First Name, Student ID and UMass email address, to xxxxxxxxxxxx@xxxx.xxxxx.xxx AND xxxxx@xxx0000.xxx. Individuals will not be permitted to change their election after Monday, January 4, 2021 at 5:00 pm. All RAs and PMs performing onsite work who did not work in the Fall 2020 semester shall receive $225.00 in the form of dining dollars for the Spring 2021 semester.
Pay Structure. (i) Pay Structure of fire supervisor shall be Watch and Xxxx (with arms) and that of fire guards shall be Watch and Xxxx (without arms) as per the latest recommendation of Central Minimum Wages for Watch and Xxxx (without arms) for armed/unarmed personnel.
Pay Structure. The Council’s new pay structure is set out in Appendix A. The implications of the new pay structure in relation to annual leave entitlement, overtime, promotions and career grade pay progression are set out in Appendix B. Salary on Appointment In the interests of fairness and consistency, appointments will be made on the first salary point of a grade unless there is a substantial reason for doing otherwise. Progression within the Grade Employees shall be entitled to increments within their grade, subject to satisfying criteria to be established in the Council’s Learning and Development Framework. Whilst this framework is being developed in consultation with recognised trade unions, employees shall continue to be entitled to an increment within their grade on 1 April each year. Employees with less than six months’ service shall receive their first increment (subject to satisfactory performance of their duties and responsibilities) six months after their appointment, promotion or regrading. An increment may be withheld only as a sanction under the Council’s Disciplinary and Capability Procedure and for the relevant period of that sanction. The right to appeal against any refusal of increment will be in accordance with the Council’s Disciplinary and Capability Procedure. Increments may be accelerated within an employee’s grade on the grounds of special merit or ability at a Chief Officer’s / Head teacher’s discretion. Linked Grades Grades may be linked only where a career grade is in operation. Guidelines regarding the development and operation of career grades are set out in Appendix C.
Pay Structure. Adopt a twenty-paygrade structure (attached in Appendix A) with each paygrade having twenty (20) steps in intervals of two percent (2%), effective July 3, 2023. Effective July 1, 2024, increase the pay structure by three percent (3%).
