Common use of Progression Steps and Amounts Clause in Contracts

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. Top of Grade or Value Range payment 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. Performance Cycle and Review 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 Employee has been in his or her role for 3 months or more, except in the following circumstances: the Employee has been appointed on probation under clause 15.4 and has been in his or her role for less than 6 months at the time the performance review is undertaken; the Employee has been appointed to a role with a new Employer and has been in his or her role for less than 6 months at the time the performance review is undertaken; the Employee has completed a formal underperformance process or subject to one under clause 20 at 30 June; the Employee is subject to proven misconduct as per clause 21 during the course of the performance cycle; or subject to the terms of clause 77.9 of Schedule C for Community Corrections Practitioners. Higher duties - Progression payments Where an Employee has been acting in a higher position for a period of twelve months, the Employee will be eligible for consideration of progression or a top of Grade or Value Range payment for continued performance of the higher duties beyond 12 months. In the event an eligible Employee acting in a higher position is progressed to the next progression step/ amount in that higher position, on returning to their substantive position they will be deemed to have progressed to the next progression step/ amount within their substantive Grade (if applicable). Performance Standards The performance standards detailed below may be weighted and combined, appropriate to the role, to make up an individual Employee’s “progression criteria”. Performance standards for all Grades are as follows: achieving the performance targets; demonstrating public sector values and behaviours; and applying learning and development. Management should facilitate an individual Employee’s ability to undertake appropriate learning and development. An individual Employee must actively pursue appropriate learning and development to meet their performance standard. An Employee will not be disadvantaged where learning and development opportunities are not available. It is acknowledged that within Grades 1 to 4 the progression criteria will not be as onerous as those which will be required for Grades 5 to Senior Technical Specialist. Whilst Grades 3 and 4 are clearly seen as transition points to higher levels of management within the structure and carry additional responsibility, this does not mean work at all lower levels will not be important and demanding. However, it is expected that in setting agreed progression criteria the overwhelming majority of persons within Grades 1 to 4 will achieve the objectives and should move through the salary points. This is to be contrasted with persons in Grades 5 to Senior Technical Specialist. In these Grades agreed objectives will include measures of excellence and skill acquisition commensurate with the high level of responsibility. It is expected that progression at these levels will be both more challenging and difficult to achieve. Central to progression is the need for supervisors and managers, in consultation with Employees, to determine what should, and can, be delivered to warrant progression through a combination of increasing capability, productivity, performance and professionalism. This interaction between managers and Employees gives authority and integrity to the structure and its sustainability in the long term.

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. Top of Grade or Value Range payment 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. Performance Cycle and Review 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 Employee has been in his or her role for 3 months or more, except in the following circumstances: the Employee has been appointed on probation under clause 15.4 and has been in his or her role for less than 6 months at the time the performance review is undertaken; the Employee has been appointed to a role with a new Employer and has been in his or her role for less than 6 months at the time the performance review is undertaken; the Employee has completed a formal underperformance process or subject to one under clause 20 at 30 June; the Employee is subject to proven misconduct as per clause 21 during the course of the performance cycle; or subject to the terms of clause 77.9 8.9 of Schedule C for Community Corrections Practitioners. Higher duties - Progression payments Where an Employee has been acting in a higher position for a period of twelve months, the Employee will be eligible for consideration of progression or a top of Grade or Value Range payment for continued performance of the higher duties beyond 12 months. In the event an eligible Employee acting in a higher position is progressed to the next progression step/ amount in that higher position, on returning to their substantive position they will be deemed to have progressed to the next progression step/ amount within their substantive Grade (if applicable). Performance Standards The performance standards detailed below may be weighted and combined, appropriate to the role, to make up an individual Employee’s “progression criteria”. Performance standards for all Grades are as follows: achieving the performance targets; demonstrating public sector values and behaviours; and applying learning and development. Management should facilitate an individual Employee’s ability to undertake appropriate learning and development. An individual Employee must actively pursue appropriate learning and development to meet their performance standard. An Employee will not be disadvantaged where learning and development opportunities are not available. It is acknowledged that within Grades 1 to 4 the progression criteria will not be as onerous as those which will be required for Grades 5 to Senior Technical Specialist. Whilst Grades 3 and 4 are clearly seen as transition points to higher levels of management within the structure and carry additional responsibility, this does not mean work at all lower levels will not be important and demanding. However, it is expected that in setting agreed progression criteria the overwhelming majority of persons within Grades 1 to 4 will achieve the objectives and should move through the salary points. This is to be contrasted with persons in Grades 5 to Senior Technical Specialist. In these Grades agreed objectives will include measures of excellence and skill acquisition commensurate with the high level of responsibility. It is expected that progression at these levels will be both more challenging and difficult to achieve. Central to progression is the need for supervisors and managers, in consultation with Employees, to determine what should, and can, be delivered to warrant progression through a combination of increasing capability, productivity, performance and professionalism. This interaction between managers and Employees gives authority and integrity to the structure and its sustainability in the long term.

Progression Steps and Amounts. Within each Value Range of Grades 1 to 4 there are progression steps (expressed as 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. 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 his or her annual performance review as meeting the “progression criteria” outlined in the Employee’s performance plan. Top of Grade or Value Range payment An Employee at the top of their Grade or Value Range will receive a top of Grade or Value Range payment where the Employee employee is assessed at their annual performance review as “meeting the “progression criteria” outlined in ”. Progression within 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 cyclestructure is not automatic, consistent with wage fixing principles. Performance Cycle cycle and Review review The performance progression cycle is twelve 12 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 employee at the start of the performance cycle or upon the Employee’s commencement in a role. The “progression criteria” may role and can be adjusted by agreement during the performance progression cycle. The “progression criteria” criteria for an individual Employee employee are to be developed using the performance standards outlined in clause 24.4 (Performance Standards)herein. All Employees 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 Performance against the “progression criteria” criteria is assessed by their supervisor or manager at that time. Employees must meet all of the elements of their individual performance plan plans to be eligible for progression or a top of Grade or Value Range paymentprogression. An Employee employee will be eligible to access progression or a top of Grade or Value Range payment, if the Employee an employee has been in his or her role for 3 months or more, except in the following circumstances: the Employee has • Has been appointed on probation under clause 15.4 and has been in his or her role for less than 6 months at the time the performance review is undertaken; the Employee has been appointed to a role with a new Employer and has been in his or her role for less than 6 months at the time the performance review is undertaken; the Employee has . • Has completed a formal underperformance process or is subject to one under clause 20 Clause 28 Management of Unsatisfactory Work Performance at 30 June; the Employee is subject or • Subject to proven misconduct as per clause 21 Clause 29 Management of Misconduct, during the course of the performance cycle; or subject to the terms of clause 77.9 of Schedule C for Community Corrections Practitioners. Higher duties - Progression payments Where an Employee has been acting in a higher position for a period of twelve months, the Employee will be eligible for consideration of progression or a top of Grade or Value Range payment for continued performance of the higher duties beyond 12 months. In the event an eligible Employee acting in a higher position is progressed to the next progression step/ amount in that higher position, on returning to their substantive position they will be deemed to have progressed to the next progression step/ amount within their substantive Grade (if applicable). Performance Standards The performance standards detailed below may be weighted and combined, appropriate to the role, to make up an individual Employee’s “progression criteria”. Performance standards for all Grades are as follows: achieving the performance targets; demonstrating public sector values and behaviours; and applying learning and development. Management should facilitate an individual Employee’s ability to undertake appropriate learning and development. An individual Employee must actively pursue appropriate learning and development to meet their performance standard. An Employee will not be disadvantaged where learning and development opportunities are not available. It is acknowledged that within Grades 1 to 4 the progression criteria will not be as onerous as those which will be required for Grades 5 to Senior Technical Specialist. Whilst Grades 3 and 4 are clearly seen as transition points to higher levels of management within the structure and carry additional responsibility, this does not mean work at all lower levels will not be important and demanding. However, it is expected that in setting agreed progression criteria the overwhelming majority of persons within Grades 1 to 4 will achieve the objectives and should move through the salary points. This is to be contrasted with persons in Grades 5 to Senior Technical Specialist. In these Grades agreed objectives will include measures of excellence and skill acquisition commensurate with the high level of responsibility. It is expected that progression at these levels will be both more challenging and difficult to achieve. Central to progression is the need for supervisors and managers, in consultation with Employees, to determine what should, and can, be delivered to warrant progression through a combination of increasing capability, productivity, performance and professionalism. This interaction between managers and Employees gives authority and integrity to the structure and its sustainability in the long term.