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Progression Criteria Sample Clauses

Progression Criteria. The Council intends the basis for progression within the grade to remain unchanged i.e. based on length of service.
Sample 1Sample 2Sample 3
Progression Criteria. The Council intends to revise the basis for progression and introduce contribution related progression criteria. Until such time as a contribution-based scheme is implemented, progression within the grade will be based on length of service.
Sample 1Sample 2
Progression Criteria. In order to achieve progression to the next point on an incremental scale a member of the academic staff is expected to have shown satisfactory performance in the following criterion areas in accordance with sub-clause 21.3: 22.4.1. Undertaken such teaching duties as may have been allocated by the supervisor in consultation with the member of staff; 22.4.2. Contributed, through research, scholarly writing, publication, creative works in the arts, professional practice or in other ways to the advancement of and application of knowledge; 22.4.3. Participated in the administration of the University and/or provided leadership and undertaken such administrative duties in the organisational unit as might have been assigned by the supervisor; 22.4.4. Participated in the academic performance enhancement and career development scheme and undertaken such professional or personal development activities as might have been agreed during that process; and, 22.4.5. Contributed service to the relevant discipline through professional activity, continuing education, consultancy, conference organisation or other similar activity relevant to the work of the institution.
Sample 1
Progression Criteria. Progression between the steps 1 - 3 for Enrolled Nurses and 1 – 5 for Registered Nurses/Health Advisors will be automatic, subject to the following criteria: • 12 months service on each step • Successful completion of mandatory training • Demonstrated satisfactory performance • Has completed a performance review (failure on the part of management to undertake a review will not prevent movement to the next step, if all criteria are met.) From 1 November 2022 an employee can access step 6 of the Registered Nurse wage scale on confirmation to the employer of a post graduate certificate relevant to nursing practice. It shall remain the employees responsibility to notify the employer of this confirmation and provided the employee has spent no less than 12 months on the previous wage step they shall transition to step 6 from the date the employer was informed and confirmed certification. This is an alternative to accessing Step 6 via the exsisting PDRP crietia set out above. Employees are encouraged to raise any issues that they may have regarding their employment with their Manager. Please note that an employee may choose to be represented at any stage in the process. Raise the problem with your manager and discuss it informally with him or her. You could ask a support person, NZNO or other representative to approach your manager or Employer if you do not feel comfortable doing so. Alternatively, you can be accompanied by a support person, your Union or other representative when you make the approach. If your informal discussions with your Manager do not resolve your problem, you could write to your Manager setting out: • Your perception of what the problem is, and • Your suggested solutions You may want to seek help from a support person, your Union or other representative when writing this letter. Alternatively, a support person, your Union or other representative can write the letter for you. Your manager will then respond to your letter within 14 days advising: • His or her views on the problem, and • Any suggested solutions Arrange to meet with your Manager to discuss the problem and attempt to resolve it. This meeting should take place as soon as practicable after the exchange of letters. You can choose to have your Union or other representative or support person present at this meeting. If you do not resolve your problem informally with your Manager, the Employment Mediation Services are available to assist you. You should also seek advice from your Unio...
Sample 1
Progression Criteria. All employees will be encouraged and assisted to progress to the highest level personally attainable consistent with the needs of the workplace and subject at least to the companies operational requirements, the availability of training, and the availability of promotional opportunities
Sample 1
Progression Criteria. 8 An employee who has successfully passed probation in a classification that provides for 9 progression to the next higher classification can progress from any pay step upon recommendation of
Sample 1
Progression Criteria. LSU will establish the criteria for progression through, and successful completion of, the IAP and subsequent admission into the University (“Progression Criteria”). In no event will the Progression Criteria be more stringent than the criteria for students seeking direct admission to LSU. Potential changes to the Progression Criteria will be determined no later than May 1 of the year preceding the start of the academic year during which such changes would take effect. Upon successful completion of the Progression Criteria: (i) undergraduate Conditional IAP Students who earned sufficient academic credits in the IAP to qualify as a sophomore at the University (currently 30 qualifying credit hours) will be admitted with Advanced Standing; (ii) undergraduate Non-Conditional IAP Students will simply continue into their sophomore year, or graduate program, as applicable; and (iii) graduate Conditional IAP Students will be admitted to a relevant graduate program.
Sample 1
Progression Criteria. The progression criteria for all positions will be based on the Individual Departmental Criteria and the Competency Matrix. Both will be openly available to Employees, so that they are aware of the specific requirements for progression. Individual Departmental Criteria will be developed and maintained within departments by the departmental leadership team in agreement with Subject Matter Experts. Criteria will consist of competence descriptors and common compulsory performance- based criteria that will apply to all positions. The Competency Matrix will be available on the NPA intranet and maintained as a live document, outside of this agreement to ensure that progression requirements remain current. Note: A Department Manager or ELT member may provide approval where an employee does not wish to participate in the progression assessment process.
Sample 1
Progression Criteria. Progression between steps one (1) to three (3) will be confirmed after completion of one year, provided the job-holder has a thorough grounding in all aspects of the position as outlined in the job description, is performing competently and has maintained standards.
Sample 1

Related to Progression Criteria

  • Evaluation Criteria 5.2.1. The responses will be evaluated based on the following: (edit evaluation criteria below as appropriate for your project)

  • Selection Criteria Each Contract is secured by a new or used Motorcycle. No Contract has a Contract Rate less than 1.00%. Each Contract amortizes the amount financed over an original term no greater than 84 months (excluding periods of deferral of first payment). Each Contract has a Principal Balance of at least $500.00 as of the Cutoff Date.

  • Project Goals The schedule, budget, physical, technical and other objectives for the Project shall be defined.

  • Power Factor Design Criteria Developer shall design the Large Generating Facility to maintain an effective power delivery at demonstrated maximum net capability at the Point of Interconnection at a power factor within the range established by the Connecting Transmission Owner on a comparable basis, until NYISO has established different requirements that apply to all generators in the New York Control Area on a comparable basis. The Developer shall design and maintain the plant auxiliary systems to operate safely throughout the entire real and reactive power design range. The Connecting Transmission Owner shall not unreasonably restrict or condition the reactive power production or absorption of the Large Generating Facility in accordance with Good Utility Practice.

  • Project/Milestones Taxpayer is a food producer and full line grocery store chain, proposing to expand its in- house food manufacturing. In consideration for the Credit, Taxpayer agrees to maintain at least 44 full-time employees, determined on an annual full-time equivalent basis, at its Merced food manufacturing facility; and, to hire full-time employees and invest in a research and development equipment, manufacturing equipment, tenant improvements, and a facility as part of its expansion in Merced and/or Riverside, California (collectively, the “Project”). Taxpayer agrees that for the purposes of satisfying the milestones in Exhibit A (“Milestones”), Taxpayer will only count jobs and investment at its Merced food manufacturing facility and/or a new food manufacturing facility in Riverside, and that no other jobs or investment at any retail or other facility can be counted. For the purposes of calculating the number of full-time employees, no employee transferred from another affiliate, facility, or entity owned, related to, or controlled by the Taxpayer shall be included in the calculation. Taxpayer shall not be entitled to any portion of the Credit if it fails to maintain at least 44 full-time employees, determined on an annual full-time equivalent basis, at its Merced facility for the entire duration of the agreement. Further, Taxpayer agrees to satisfy the Milestones and must maintain Milestones for a minimum of three (3) taxable years thereafter. In the event Taxpayer employs more than the number of full- time employees, determined on an annual full-time equivalent basis, than required in Exhibit A, for purposes of satisfying the “Minimum Annual Wage of California Full-time Employees Hired” and the “Cumulative Average Annual Wage of California Full-time Employees Hired,” Taxpayer may use the wages of any of the full-time employees hired within the required time period. For purposes of calculating the “Minimum Annual Wage of California Full-time Employees Hired” and the “Cumulative Average Annual Wage of California Full-time

  • Design Criteria A/E shall prepare all work in accordance with the latest version of applicable County’s procedures, specifications, manuals, guidelines, standard drawings, and standard specifications. A/E shall prepare each Plans, Specifications, and Estimates (PS&E) package in a form suitable for letting through County’s construction contract bidding and awarding process.

  • Development Milestones In addition to its obligations under Paragraph 7.1, LICENSEE specifically commits to achieving (either itself or through the acts of a SUBLICENSEE) the following development milestones in its diligence activities under this AGREEMENT: (a) (b).

  • Contract Goals A. For purposes of this procurement, OGS conducted a comprehensive search and determined that the Contract does not offer sufficient opportunities to set goals for participation by MWBEs as subcontractors, service providers, or suppliers to Contractor. Contractor is, however, encouraged to make every good faith effort to promote and assist the participation of MWBEs on this Contract for the provision of services and materials. The directory of New York State Certified MWBEs can be viewed at: xxxxx://xx.xxxxxxxxxxxxxx.xxx/FrontEnd/VendorSearchPublic.asp?TN=ny&XID=2528. Additionally, following Contract execution, Contractor is encouraged to contact the Division of Minority and Women’s Business Development ((000) 000-0000; (000) 000-0000; or (000) 000-0000) to discuss additional methods of maximizing participation by MWBEs on the Contract. B. Good Faith Efforts Pursuant to 5 NYCRR § 142.8, evidence of good faith efforts shall include, but not be limited to, the following: 1. A list of the general circulation, trade, and MWBE-oriented publications and dates of publications in which the Contractor solicited the participation of certified MWBEs as subcontractors/suppliers, copies of such solicitations, and any responses thereto. 2. A list of the certified MWBEs appearing in the Empire State Development (“ESD”) MWBE directory that were solicited for this Contract. Provide proof of dates or copies of the solicitations and copies of the responses made by the certified MWBEs. Describe specific reasons that responding certified MWBEs were not selected. 3. Descriptions of the Contract documents/plans/specifications made available to certified MWBEs by the Contractor when soliciting their participation and steps taken to structure the scope of work for the purpose of subcontracting with, or obtaining supplies from, certified MWBEs. 4. A description of the negotiations between the Contractor and certified MWBEs for the purposes of complying with the MWBE goals of this Contract. 5. Dates of any pre-bid, pre-award, or other meetings attended by Contractor, if any, scheduled by OGS with certified MWBEs whom OGS determined were capable of fulfilling the MWBE goals set in the Contract. 6. Other information deemed relevant to the request.

  • Target Population TREATMENT FOR ADULT (TRA) Target Population

  • Project Specific Milestones In addition to the milestones stated in Section 212.5 of the Tariff, as applicable, during the term of this ISA, Interconnection Customer shall ensure that it meets each of the following development milestones: 6.1 Substantial Site work completed. On or before October 1, 2020, Interconnection Customer must demonstrate completion of at least 20% of project site construction. At this time, Interconnection Customer must submit to Interconnected Transmission Owner and Transmission Provider initial drawings, certified by a professional engineer, of the Customer Interconnection Facilities. 6.2 Delivery of major electrical equipment. On or before October 1, 2020, Interconnection Customer must demonstrate that all generating units have been delivered to Interconnection Customer’s project site.

Most Referenced Clauses

Most Referenced Definitions