PLACEMENT ON SALARY GRID. 21.1. A teacher's salary shall be determined by placement on the salary grid adjusted to accord with the percentage of teaching assignment stipulated in the terms of employment. Placement on the salary grid shall be determined by Article B.22 (Educational Qualifications) and Article B.23 (Teaching Experience).
21.2. At the time of appointment, Human Resources shall advise the teacher, in writing, of the documentation required to establish initial salary grid placement, the requirement to advise Human Resources if any delay is expected in meeting the deadlines and the procedures for re- designation and appeal of any decision with respect to salary grid placement.
21.3. Each teacher shall submit all documentation required by Human Resources to establish salary grid placement. The teacher shall be responsible for advising Human Resources, in writing, if delays occur in obtaining the documentation.
21.4. Human Resources shall not refuse a reasonable written request for extension of the time limits. Human Resources shall advise the teacher in writing when any required documentation has not been received.
21.5. Human Resources shall notify the teacher, in writing, of the category and experience placement that has been assigned.
21.6. In the event that a teacher wishes to appeal their placement on the salary grid, for category and/or experience, the teacher must apply in writing to Human Resources for adjustment. In the event that the matter is not satisfactorily resolved, the teacher may refer the matter in writing to the Grid Placement Committee for final disposition. The Grid Placement Committee shall be comprised of the RTA President and a representative of Human Resources or their designates.
PLACEMENT ON SALARY GRID. Category Placement
10.01 The placement of OSSTF (District 25) teachers in their respective categories (groups) shall be determined in accordance with the current certification charts published by OSSTF. The certification rating statements provided by OSSTF to individual members are the only statements acceptable for verification of category placement.
10.02 A teacher who submits a copy of his/her OSSTF Certification Rating Statement and the accompanying letter from OSSTF, which confirms the certification plan used to evaluate and issue the rating statement, to the Human Resources Officer (Academic) for a change in category placement shall receive the adjustment, as follows:
(a) if the statement and letter are received between 1 September and 31 December, inclusive, the teacher's salary shall be adjusted retroactive to 1 September.
(b) if the statement and letter are received between 1 January and 31 March, inclusive, the teacher's salary shall be adjusted retroactive to 1 January.
(c) if the statement and letter are received between 1 April and 31 August, inclusive, the teacher's salary shall be adjusted effective 1 September.
10.03 All newly hired teachers shall have their prior teaching experience credited in accordance with this article.
PLACEMENT ON SALARY GRID. L11.01 An allowance for experience may be granted at time of employment, (for initial Term or Permanent positions), provided such request and required documentation specified by the Board is received within 5 months of the date of hire. Such allowance shall be at the discretion of the Senior Manager, Human Resource Services or designate.
PLACEMENT ON SALARY GRID. An Employee's current job evaluation points as effective at December 16, 2001 will determine their pay grade in accordance with the above chart. Within this pay grade, an Employee will be placed in the closest step which is equal to or greater than their current hourly salary. For full-time staff, the hourly salary can be calculated by dividing the monthly salary by: 151.67 for Employees working 35 hours per week; 162.50 for Employees working 37.5 hours per week; 173.33 for Employees working 40 hours per week. When an Employee's salary is above the highest step in their pay grade, their salary will be administered as "Over Maximum". Their salary will be maintained at their current rate.
PLACEMENT ON SALARY GRID. An Employee’s current job evaluation points as effective at June 16, 2003 will determine her pay grade in accordance with the above chart. Within this pay grade, an Employee will be placed in the closest step which is equal to or greater than her current hourly salary. For full-time staff, the hourly salary can be calculated by dividing the monthly salary by: 151.67 for Employees working 35 hours per week; 162.50 for Employees working 37.5 hours per week; 173.33 for Employees working 40 hours per week. When an Employee’s salary is above the highest step in her pay grade, her salary will be administered as “Over Maximum”. Her salary will be maintained at her current rate. 1 $14.41 $15.14 $15.75 $16.36 $16.95 $17.45 $17.90 $18.26 $18.62 $19.00 2 $15.14 $15.89 $16.54 $17.19 $17.80 $18.33 $18.79 $19.17 $19.55 $19.95 3 $15.97 $16.76 $17.43 $18.14 $18.76 $19.34 $19.82 $20.21 $20.62 $21.04 4 $16.96 $17.80 $18.52 $19.28 $19.92 $20.52 $21.05 $21.45 $21.87 $22.31 5 $18.07 $18.98 $19.74 $20.51 $21.23 $21.86 $22.44 $22.89 $23.32 $23.79 6 $19.52 $20.50 $21.32 $22.18 $22.96 $23.64 $24.24 $24.72 $25.24 $25.73 7 $21.18 $22.23 $23.13 $24.06 $24.91 $25.67 $26.29 $26.83 $27.36 $27.89 8 $23.08 $24.24 $25.22 $26.22 $27.12 $27.93 $28.65 $29.22 $29.79 $30.41 9 $25.32 $26.58 $27.64 $28.73 $29.75 $30.63 $31.41 $32.03 $32.67 $33.32 10 $27.82 $29.22 $30.40 $31.59 $32.69 $33.68 $34.53 $35.22 $35.93 $36.62 11 $30.40 $31.89 $33.19 $34.52 $35.72 $36.80 $37.71 $38.46 $39.24 $40.02 12 $33.29 $34.96 $36.37 $37.81 $39.14 $40.32 $41.31 $42.14 $42.98 $43.84 16-Jun-07 ATB 3.75% 1 $15.70 $16.34 $16.97 $17.59 $18.11 $18.57 $18.94 $19.32 $19.71 2 $16.49 $17.16 $17.84 $18.47 $19.02 $19.49 $19.89 $20.28 $20.70 3 $17.38 $18.08 $18.82 $19.46 $20.06 $20.56 $20.97 $21.39 $21.83 4 $18.47 $19.21 $20.00 $20.67 $21.29 $21.84 $22.25 $22.69 $23.14 5 $19.69 $20.48 $21.28 $22.02 $22.68 $23.28 $23.75 $24.20 $24.68 6 $21.27 $22.12 $23.01 $23.82 $24.53 $25.14 $25.65 $26.19 $26.69 7 $23.07 $23.99 $24.96 $25.84 $26.63 $27.28 $27.84 $28.38 $28.93 8 $25.14 $26.17 $27.20 $28.14 $28.98 $29.72 $30.31 $30.90 $31.55 9 $27.58 $28.68 $29.81 $30.86 $31.78 $32.58 $33.23 $33.90 $34.57 10 $30.31 $31.54 $32.78 $33.92 $34.94 $35.82 $36.54 $37.28 $38.00 11 $33.09 $34.43 $35.81 $37.06 $38.18 $39.13 $39.90 $40.71 $41.52 12 $36.27 $37.74 $39.22 $40.61 $41.83 $42.86 $43.72 $44.60 $45.49 1 $16.75 $17.40 $18.03 $18.56 $19.03 $19.42 $19.80 $20.20 2 $17.59 $18.28 $18.93 $19.50 $19.98 $20.39 $20.79 $21.22 3 $18.54 $19.29 $19.95 $20.57 $21....
PLACEMENT ON SALARY GRID. An Employee’s current job evaluation points as effective at June 16, 2003 will determine her pay grade in accordance with the above chart. Within this pay grade, an Employee will be placed in the closest step which is equal to or greater than her current hourly salary. For full-time staff, the hourly salary can be calculated by dividing the monthly salary by: 151.67 for Employees working 35 hours per week; 162.50 for Employes working 37.5 hours per week; 173.33 for Employees working 40 hours per week. When an Employee’s salary is above the highest step in her pay grade, her salary will be administered as "Over Maximum". Her salary will be maintained at her current rate. USA GRIDS SEPARATE FILE. H:DRIVE The InfoTech program has been designed to provide a trained group of employees with the skills and knowledge to provide support to staff and faculty in basic and moderately difficult computing problems. Access to InfoTech training is open to all employees through the Tuition Assistance program. Where a department designates an Employee to take the Info Tech program so as to be appointed to the role of either Coach, Advisor or Leader, the department will pay the costs as covered in Article 28.01. A limited number of appointments are made to InfoTech roles as Coach, Advisor or Leader, generally from amongst those employees who have successfully completed the appropriate course requirements. A stipend is paid to those filling these assigned InfoTech spaces. Assignment of Employees to InfoTech duties for which a stipend is paid is at the discretion of departmental management, and the InfoTech role and stipend may be re-assigned at management discretion. Employees in receipt of a stipend will respond to InfoTech assistance requests in as timely a manner as feasible without neglecting the regular duties of their positions. The InfoTech role is not part of an Employee’s regular job duties and is relinquished when an Employee moves to another department. The performance of InfoTech duties is addressed by the stipend and is to be managed in such a way that it does not result in overtime payments. However, a supervisor may authorize overtime for such duties if there is no other way for the work to be completed. While the InfoTech program does not have a set end date, the University specifically reserves the right to review the program and change the delivery of these functions as it may from time to time see fit. The Employer has a Storm Emergency Policy and Procedure...
PLACEMENT ON SALARY GRID. An Employee’s job evaluation points as derived from her job description will determine her pay grade in accordance with the chart below. 0 204.9 1 205 254.9 2 255 304.9 3 305 354.9 4 355 404.9 5 405 454.9 6 455 504.9 7 505 554.9 8 555 604.9 9 605 654.9 10 655 704.9 11 705 1000 12 % 1 1.5 2 2.5 3 3.5 4 4.5 5 5.5 6 6.5 7 Total Points Skill 1. Applied Reasoning and Analytical Skills 15% 15 26 38 49 60 71 83 94 105 116 128 139 150 150 2. Breadth of 2% 5 13 20 20 3. Adaptation to 3% 3 8 12 17 21 26 30 30 4. Interpersonal Skill 7% 7 15 23 31 39 46 54 62 70 70 5. Education and 15.5% See Attached Chart 155 6. Dexterity and 3% 3 12 21 30 30 Effort 7. Physical Effort 2.5% 3 7 11 15 18 22 25 25 8. Mental Effort 10% 10 21 33 44 55 66 78 89 100 100 Responsibility 9. Planning and Coordination 10% 10 19 28 37 46 55 64 73 82 91 100 100 10. Responsibility for 10% 10 33 55 78 100 100 11. Accountability for 12% 12 26 39 53 66 80 93 107 120 120 Working Conditions 12. Physical Environment 2.5% 3 6 10 14 18 21 25 25 13. Psychological 2.5% 3 6 10 14 18 21 25 25 14. Health and Safety 5% 5 11 16 22 28 33 39 44 50 50 Education and Experience (Level Rating and Points Chart) Minimum Experience Minimum Formal Education Total Pre-Job and On-the-Job Experience 6 months or less* More than 6 months up to 2 years More than 2 years up to 4 years More than 4 years up to 6 years More than 6 years Partial secondary school A1 4 A2 8 A3 12 A4 16 A5 20 Secondary school diploma B1 24 B2 28 B3 32 B4 36 B5 40 Secondary school diploma plus completion of up to 1 year post- secondary training program (eg. vocational, office administration, technical, athletic) C1 44 C2 48 C3 52 C4 56 C5 60 Completion of a 2 year formal post-secondary program at a community college (or formal apprenticeship) D1 52 D2 56 D3 60 D4 64 D5 68 Completion of a 3 year formal post-secondary program at a community college (or formal apprenticeship) D6 64 D7 68 D8 72 D9 76 D10 80 Completion of a 4 year formal post-secondary program at a community college (or formal apprenticeship) D11 74 D12 78 D13 82 D14 86 D15 90 Bachelor’s degree E1 92 E2 96 E3 100 E4 104 E5 108 Master’s degree or equivalent professional designation (eg. MSW, MSc, CMA) F1 115 F2 119 F3 123 F4 127 F5 131 Doctoral level G1 139 G2 143 G3 147 G4 151 G5 155 University policies (and procedures included therein) affecting terms and conditions of employment which are not specifically mentioned in this document will continue in force unless they are changed by the Unive...
PLACEMENT ON SALARY GRID. An allowance for experience may be granted at time of employment. Such allowance shall be at the discretion of the Superintendent of Human and Educational Resources or designate. that may be paid to all Employees on an annual basis, as per the grid in Article A "Salary Level" is the rate at which an is paid, as per Article The Salary Level of an Employee is determined by placement on the grid as set out in the Memorandum of Understanding. for which the Employee was hired. A "Step" is the number of increments in any Level. salary and allowances to which an is entitled are determined by the position of the Employee on the Salary Grid, as set out in Article An Employee's increment date for all Employees employed by the Employer prior to August will be September 1st. All Employees employed by the Employer after September will have an increment date of the first day as an Employee of the Employer. An Employee appointed on or before September 15th in that school year will have a September increment date. All Employees will receive their increment each year until maximum salary for their level is reached, as per Article Employees descending through the levels will maintain current on the grid, and move through grid at their time to the maximum of the level. Upon appointment to a more senior position, the Employee will be placed on the salary grid at a salary level that is an amount of money that is equal to a minimum of one full increment more than current salary level. The date of the increment will be adjusted to the date of appointment to the position.
PLACEMENT ON SALARY GRID. An allowance for experience may be granted at time of employment. Such allowance shall be at the discretion of the Superintendentof Human and Educational Resources or designate. A "Salary Level" is the rate at which an Employee is paid, as per Article The Salary Level of an Employee is determined by placement on the grid as set out in the Memorandum of Understanding, for which the Employee was hired. A "Step" is the number of increments in any Level. The salary and allowances to which an Employee is entitled are determined by the position of the Employee on the Salary Grid, as set out in Article
PLACEMENT ON SALARY GRID. The parties agree that the initial placement on the salary grid and any subsequent placement shall be according to the following rules:
