PLACEMENT ON SALARY GRID Sample Clauses

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).
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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.
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PLACEMENT ON SALARY GRID. Category Placement
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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.
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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 Letter of Understanding Between McMaster University and McMaster University Staff Association REGARDING INFO-TECH STIPEND 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 th...
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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. JES Grade Boundaries Min (& Including) Max Grade 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 Note: Grade 12, with 755 points or more will have 10% added to their Grade 12 step rate SCHEDULE C Factor Weightings Factor Subfactor Weight Degree Levels % 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 Total Points 1000 SCHEDULE C (cont’d) 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 13...
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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. APPENDIX V 16-Jun-06 ATB 3.75% Grade Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Step 9 Step 10 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% Grade Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Step 9 Step 10 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 ...
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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:
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Related to PLACEMENT ON SALARY GRID

  • Placement on Salary Schedule The following rules shall be applicable in determining placement of a teacher on the appropriate salary schedule:

  • Advancement on Salary Schedule A worker will advance to the next step of the salary schedule on the first of the calendar month following the completion of the first six months of service, provided that he/she has received from the supervising manager a “good solid performance” rating. If the worker's supervising manager has not completed the evaluation and given a copy to the worker by the date when the worker is scheduled to receive the step increase, the increase shall be granted automatically. A classified hourly employee will advance to the second step of the salary schedule on the first of the calendar month following the completion of one year of service provided that he/she has received from the supervising manager a “good solid performance” rating. If the employee’s supervising manager has not completed the evaluation and given a copy to the employee by the date when the employee is scheduled to receive the step increase, the increase shall be granted automatically. A worker's first month of service will be the month during which he/she begins work providing he/she renders service before the 11th of the month. In all other cases, the worker's first month of service will be the calendar month following the date on which he/she begins work. A worker will advance to subsequent steps as he/she completes an additional year of service with a satisfactory rating on the annual evaluation. A classified hourly employee will advance to subsequent steps as he/she completes an additional two years of service with a satisfactory rating on the bi-annual evaluation. A year for 12-month workers is 12 months; for 11-month workers, 11 months; for 10-month workers, 10 months; for academic- day workers, the academic year. However, if the worker's supervising manager does not complete the annual evaluation and give a copy to the worker by the date the worker is scheduled to receive the step increase, the increase shall be granted automatically. A worker's anniversary date for salary increments shall be the anniversary of his/her first month of service after completing six months in a class. The anniversary date for a classified hourly employee shall be the date of hire in the classified hourly position. Any month during the worker's work year during which he/she is not in paid status will not count toward the anniversary date and will advance it by one month. A worker who demonstrates exceptional ability and diligence as a worker of the District may be given double advancement on recommendation of the supervising manager and with approval of the Director of Human Resources, the President, or the Chancellor.

  • Placement on the Salary Schedule All teachers shall be placed on the appropriate step in the salary schedule taking into consideration the following:

  • Advancement on the Salary Schedule 5.8.1 When a regular or term employee obtains an academic, professional, trades or technical credential, or equivalent, appropriate to their subject area, and the degree, credential or equivalent has not been credited for initial step placement pursuant to Article 5.6 Initial Placement, the employee may apply to Human Resources to have their step placement reviewed.

  • Accrual Rate of Sick Leave With Pay Credits Full-time employees shall accrue eight (8) hours of sick leave with pay credits for each full month worked. Employees who work less than the full month but at least thirty-two (32) hours during the month shall accrue sick leave with pay on a pro rata basis for the month.

  • Vacation Payment on Termination An employee whose service is terminated by the Company or by resignation shall be entitled to a cash payment in lieu of an outstanding vacation allowance, calculated proportionately from July 1 marking the beginning of the 12-month period in which the vacation entitlement applies. Upon the death of an employee, his or her estate shall be entitled to the same payment. The payment will be based on:

  • Basic Salary (a) During the Employment the Company shall pay the Executive a Basic Salary of not less than £415,000 per annum. The Basic Salary shall accrue from day to day and be payable by credit transfer in equal monthly instalments in arrears on or around the 25th day of each calendar month or otherwise as arranged from time to time.

  • Increment Date for Salary Grid Placement Upon achieving one (1) year of experience, an increment shall be awarded on the first of the month following the month in which the experience accumulation is earned.

  • Current Salary Level An employee who accepts another position with his or her current salary range will retain his or her current salary.

  • Payment on Termination If an employee is terminated after the end of a year of employment, the employee is deemed to have been given any untaken leave from the date of termination and shall be paid for that leave accordingly. The employee shall also be paid for any public holidays falling within the period of leave in addition to payment for the leave. If an employee is terminated before the end of a full year of employment, the employee shall be paid pro-rata annual leave based on the period of service.

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