Personal Factors Sample Clauses
The 'Personal Factors' clause defines how individual circumstances or characteristics of a party, such as health, employment status, or personal obligations, may impact the terms or performance of an agreement. This clause typically outlines which personal factors are relevant, how they should be disclosed, and the procedures for addressing changes in these factors during the contract term. Its core function is to ensure that both parties are aware of and can accommodate significant personal circumstances that might affect contractual obligations, thereby reducing misunderstandings and managing potential risks.
Personal Factors. Employee:
Personal Factors. Employee: ❑ complies with work instructions, accepts and uses constructive criticism. ❑ complies with work hours. ❑ has regular attendance. ❑ presents positive personal image. ❑ wears clothing appropriate to job responsibility. ❑ is flexible and adaptive. ❑ is dependable and able to work independently. ❑ demonstrates ability to perform the physical requirements of the job. ❑ other: Employee is able to work cooperatively and effectively: ❑ with coworkers. ❑ with students. ❑ with supervisors. ❑ with the public.
Personal Factors. Employee: q complies with work instructions, accepts and uses constructive criticism. q complies with work hours. q has regular attendance. q presents positive personal image. q wears clothing appropriate to job responsibility. q is flexible and adaptive. q is dependable and able to work independently. q demonstrates ability to perform the physical requirements of the job. q other: Employee is able to work cooperatively and effectively: q with coworkers. q with students. q with supervisors. q with the public.
Personal Factors. Pay for personal factors is assigned permanently as it rewards, for instance, the particular employee’s skill or experience. Examples of personal factors: Special knowledge or competence that is of use on the job, including special professional experience that makes the employee a more valuable worker. Market pressure or demand pressure. Independent working methods, initiative, or successful job performance. Increased employee qualifications, for example formal education or the employee’s initiative in acquiring lifelong learning and knowledge of use on the job, for example through job-related courses. Formal education completed with a recognised degree shall in particular be taken into account. Length of service with the institution (rewarding loyalty to the institution) or comparable institutions (rewarding the transfer of knowledge or working methods).
Personal Factors. Increment steps for personal factors are permanent as they reward, for instance, the particular employee’s skill or experience. Examples of personal factors: • Special knowledge or competence that is of use on the job, including special professional experience that makes the employee a more valuable worker. • Market pressure or demand pressure. • Length of service with the institution (rewarding loyalty to the institution) or comparable institutions (rewarding the transfer of knowledge or working methods). Formal further education completed with a recognised degree shall in particular be taken into account if not already taken into account in the basic ranking of the job. The education must be of use on the job, and is therefore normally expected to be within the person’s professional area. As a guideline, a diploma (60 units) should lead to an increase by 2 increment steps, a master’s degree by 4 increment steps, and a doctorate or a comparable degree by 6 increment steps. Shorter formal education shall be similarly taken into account.