Progression Steps and Amounts. (a) Within each Value Range of Grades 1 to 4 there are progression steps (expressed salary points) as detailed in the table at Schedule B.
(b) Within Grades 5 to the Senior Technical Specialist Grade there are standard progression amounts as detailed in the table at Schedule B. The progression amounts are expressed in terms of dollars and are common to all Employees within a given Grade/Value Range.
(c) Progression steps or amounts within Value Ranges are not points of defined work value. Progression within the salary structure will not be automatic, consistent with wage fixing principles.
(d) Progression between progression steps or amounts will occur when an Employee is assessed at his or her annual performance review as meeting the “progression criteria” outlined in the Employee’s performance plan.
Progression Steps and Amounts. 24.1.1 Within each Value Range of Grades 1 to 4 there are progression steps (expressed as salary points) as detailed in Schedule A.
Progression Steps and Amounts. Within each Value Range of Grades 1 to 4 there are progression steps (expressed salary points) as detailed in the table at Schedule B. Within Grades 5 to the Senior Technical Specialist Grade there are standard progression amounts as detailed in the table at Schedule B. The progression amounts are expressed in terms of dollars and are common to all Employees within a given Grade/Value Range. Progression steps or amounts within Value Ranges are not points of defined work value. Progression within the salary structure will not be automatic, consistent with wage fixing principles. Progression between progression steps or amounts will occur when an Employee is assessed at his or her annual performance review as meeting the “progression criteria” outlined in the Employee’s performance plan. An Employee at the top of their Grade or Value Range will receive a top of Grade or Value Range payment where the Employee is assessed at their annual performance review as meeting the “progression criteria” outlined in the Employee’s performance plan. The top of Grade or Value Range payment will be equal to one per cent of the Employee’s salary as at 30 June of the relevant performance cycle. Top of Grade or Value Range payments will commence from the 2016/17 performance cycle. The performance cycle is twelve months (1 July to 30 June). All Employees must participate in the performance development and review process, including in the development of performance plans and conduct of performance discussions and reviews. The “progression criteria” are to be agreed with each Employee at the start of the performance cycle or upon the Employee’s commencement in a role. The “progression criteria” may be adjusted by agreement during the performance cycle. The “progression criteria” for an individual Employee are to be developed using the performance standards outlined in clause 24.4 (Performance Standards). All Employees can expect informal and formal feedback about their performance throughout the performance cycle with their supervisor or manager. A performance review is undertaken at the end of each performance cycle. The Employee’s performance against the “progression criteria” is assessed by their supervisor or manager at that time. Employees must meet all of the elements of their individual performance plan to be eligible for progression or a top of Grade or Value Range payment. An Employee will be eligible to access progression or a top of Grade or Value Range payment, if the...
Progression Steps and Amounts. 20.1.1 Within each Value Range of Grades 1 - 4 there are progression steps (expressed as salary points) as detailed in clause 19.4.
20.1.2 Within Grades 5 to the Senior Technical Specialist Grade there are standard progression amounts as detailed in clause 19.4.
20.1.3 The progression amounts are expressed in terms of dollars and are common to all employees within a given Grade/Value Range.
20.1.4 Progression steps or amounts within Value Ranges are not points of defined work value.
20.1.5 Progression within the salary structure will not be automatic, consistent with wage fixing principles. Progression between progression steps or amounts will occur when an employee is assessed at his or her annual performance review as “meeting the progression criteria”.
Progression Steps and Amounts. 21.1.1 Within each Value Range of Grades 2 to 4 there are progression steps (expressed as salary points) as detailed in the table at clause 20.1.4.
Progression Steps and Amounts. Within each Value Range of Grades 1 to 4 there are progression steps (expressed as salary points). Within Grades 5 to the Senior Technical Specialist Grade there are standard progression amounts. The progression amounts are expressed in terms of dollars and are common to all Employees within a given Grade/Value Range. Progression steps or amounts within Value Ranges are not points of defined work value. Progression within the new salary structure will not be automatic, consistent with wage fixing principles. Progression between progression steps or amounts will occur when an employee is assessed at their annual performance review as “meeting the progression criteria”. Progression within the salary structure is not automatic, consistent with wage fixing principles. The progression cycle is 12 months (1 July to 30 June). The “progression criteria” are to be agreed with each employee at the start of the performance cycle or upon commencement in a role and can be adjusted by agreement during the progression cycle. The progression criteria for an individual employee are to be developed using the performance standards outlined herein. All employees can expect informal and formal feedback about their performance throughout the performance cycle with their supervisor or manager. A performance review is undertaken at the end of each performance cycle. Performance against the progression criteria is assessed at that time. Employees must meet all elements of their individual performance plans to be eligible for progression. An employee will be eligible to access progression if an employee has been in his or her role for 3 months or more, except in the following circumstances: • Has been appointed on probation and has been in his or her role for less than 6 months at the time the performance review is undertaken. • Has completed a formal underperformance process or is subject to one under Clause 28 Management of Unsatisfactory Work Performance at 30 June; or • Subject to proven misconduct as per Clause 29 Management of Misconduct, during the course of the performance cycle.
