Progression in Ranges Sample Clauses

Progression in Ranges. The following classifications shall be considered as progressive positions within the Bargaining Unit and shall be exempt from the promotional provisions of Article 16 entitled "Promotions, Assignments and Transfers". It is the intent of the parties to this Agreement that employees in the lower ranges listed below shall be eligible for promotion to the next higher range listed upon meeting all requirements for the higher position and upon recommendation of the Department Head and approval of the City Manager. Parks and Recreation Worker I Parks and Recreation Worker II Parks and Recreation Worker III Automotive Mechanic Helper Automotive Mechanic Water System Technician I Water System Technician II Apprentice Water Treatment Plant Operator Water Treatment Plant Operator I Water Treatment Plant Operator II Water Treatment Plant Operator III Apprentice Waste Water Treatment Plant Operator Wastewater Treatment Plant Operator I Wastewater Treatment Plant Operator II Wastewater Treatment Plant Operator III Apprentice Lineman Lineman Second Class Lineman First Class Lead Lineman Municipal Service Worker I (within the Operations Department only) Municipal Service Worker II (within the Operations Department only) Municipal Service Worker III (within the Operations Department only) Collection System Technician I Collection System Technician II
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Related to Progression in Ranges

  • Progression For progression for all classifications under this agreement, refer to Schedules A to D.

  • Evaluation Factors The walkthrough(s), observation(s), and other components required by Ohio Rev. Code to be used in the teacher evaluation procedure

  • Staffing Levels To the extent legislative appropriations and PIN authorizations allow, safe staffing levels will be maintained in all institutions where employees have patient, client, inmate or student care responsibilities. In July of each year, the Secretary or Deputy Secretary of each agency will, upon request, meet with the Union, to hear the employees’ views regarding staffing levels. In August of each year, the Secretary or Deputy Secretary of Budget and Management will, upon request, meet with the Union to hear the employees’ views regarding the Governor’s budget request.

  • Mileage Measurement Where required, the mileage measurement for LIS rate elements is determined in the same manner as the mileage measurement for V&H methodology as outlined in NECA Tariff No. 4.

  • Evaluation Cycle Goal Setting and Development of the Educator Plan

  • Evaluation Cycle: Annual Orientation A) At the start of each school year, the superintendent, principal or designee shall conduct a meeting for Educators and Evaluators focused substantially on educator evaluation. The superintendent, principal or designee shall:

  • Formal Levels Level 1: If a grievant is not satisfied with the resolution proposed at the informal level, the grievant may, within ten (10) working days of such receipt of such answer, file a formal written grievance with his/her supervisor containing a statement describing the grievance, the section of this Agreement allegedly violated, and remedy requested. The supervisor shall, within ten (10) working days, have a meeting with the grievant regarding the information provided.

  • CLASS SIZE/STAFFING LEVELS The board will make every effort to limit FDK/Grade 1 split grades where feasible. APPENDIX A – RETIREMENT GRATUITIES

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