Progression Rules. 11.3.1 For Steps 1 – 7 inclusive above, progression will occur by annual increment at anniversary date.
11.3.2 The Additional Progression Step process is distinct from the Recognition Step process.
11.3.3 Progression from the Step 7 to the additional progression step is dependent on the achievement of agreed objectives, which are set prospectively when the employee reaches Step 7. These objectives should align with the qualities of an experienced practitioner, with the appropriate level of the Guidelines of Expectation of Professional Practice (GEPP) document which provides guidance on these and reflects the expected professional/technical skills and personal attributes.
Progression Rules. 11.5.1 The employer will place staff appointed to Designated Positions into a specific grade based on:
i. The relevant career framework and
ii. Taking into account relativity with the grading of existing designated positions within the service, District and across the employer. The parties have committed to undertake work to develop a common job-sizing methodology to underpin the operation of Designated Positions Scale.
11.5.2 Progression through the steps included within each grade will be on an annual basis, on the employee’s anniversary date, subject to satisfactory performance which will be assumed to be the case unless the employee is advised otherwise. Progression does not occur beyond the top step of each grade.
11.5.3 Movement between designated salary scale grades shall only be on the basis of appointment to a higher graded position.
Progression Rules. 8.3.1 For Steps 1 – 7 inclusive above, progression will occur by annual increment at anniversary date.
8.3.2 The Additional Progression Step process is distinct from the Recognition Step process.
8.3.3 Progression from the Step 7 to the additional progression step is dependent on the achievement of agreed objectives, which are set prospectively when the employee reaches Step 7. These objectives should align with the qualities of an experienced practitioner, with the appropriate level of the Guidelines of Expectation of Professional Practice (GEPP) document which provides guidance on these and reflects the expected professional/technical skills and personal attributes.
8.3.4 The parties acknowledge that it is the individual employee’s decision and responsibility to initiate the processes associated with the additional progression step. To commence the process the employee will write to the team leader/ manager requesting a meeting to set objectives.
8.3.5 The discussion and setting of objectives for additional progression would normally occur in conjunction with the employee’s annual performance review.
8.3.6 In the event that the manager and the employee cannot agree on the objectives the employee may consult with the relevant union. If there is still no agreement the manager will set the objectives. This objective setting process is to be completed in three months of the employee requesting the meeting.
8.3.7 The assessment against these objectives shall commence 12 months after the objectives have been set. Any movement arising from this assessment shall be effective from 12 months after the date the employee wrote to their team leader/manager under clause 4 above, provided that:
i. Progression shall not occur earlier than the anniversary date of the employee’s movement to the top automatic step.
ii. Progression will not be denied where the employer has failed to engage in the objective setting process and/ or the assessment of whether or not the objectives have been achieved.
iii. Progression to the additional progression step is not available to employees who are below Step 7.
8.3.8 The two recognition progression steps (steps 9 and 10) provide those practitioners in a non-designated role with a pathway for career progression and salary review appropriate to their individual, profession and service requirements.
8.3.9 The parties note that there is a wide variety of merit progression processes currently in place. The Merit Processes contained in variou...
Progression Rules. The employer will place staff appointed to Designated Positions into a specific grade based on:
Progression Rules. The Examinations Office will update and distribute a progression rules document that outlines the threshold progression rules as published within the Assessment Handbook and programme-specific progression rules as published in the relevant programme specification. This will be distributed by the date specified within the annual dates document. Main point of contact: Exams Manager (Systems) Dependencies and mutual responsibilities: School Exams Officers are expected to check the progression rules document for their programmes and notify the Examinations Office if they believe there to be any errors. The Examinations Office will then conduct further checks, update the progression rules document, and redistribute as necessary.
