PROGRESSION THROUGH PAY POINTS Sample Clauses

PROGRESSION THROUGH PAY POINTS. (a) Progression for all classifications where there is more than one (1) pay point will be in accordance with a year of experience as defined.
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PROGRESSION THROUGH PAY POINTS. 21.1 Progression for all classifications for which there is more than one pay point will be by annual movement to the next pay point, or in the case of a part-time or casual employee 1824 hours of experience, having regard to the acquisition and use of skill described in the definitions contained in Schedule B - Classification Definitions and knowledge gained through experience in the practice settings over such a period. 21.2 The Employer will recognise experience with another Employer upon proof of such documentary evidence of other previous relevant experience acceptable by the Employer. This evidence, in the absence of other reasonable obtainable evidence, may take the form of a statutory declaration. The Employer will notify the Employee of this requirement upon commencement and pay at the relevant pay point from the date such proof is provided.
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PROGRESSION THROUGH PAY POINTS. 5.2.1 Progression for all classifications for which there is more than one pay point will be by annual movement to the next pay point, or in the case of a part-time or casual employee 1558 hours of experience, having regard to the acquisition and use of skill described in the definitions contained in clause Schedule 2— Classification Definitions and knowledge gained through experience in the practice settings over such a period.
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PROGRESSION THROUGH PAY POINTS. (a) Employees (other than Registered Nurses (Level 5 Employees)) will be able to make an application to progress through the pay points of their level based upon the competency assessment process. Employees will be able to make one application per year for progression through Pay Points. (b) Employees will be deemed competent for progression based upon achieving a satisfactory result in all areas of the checklist. This will be confirmed by the Chair of the Competency Assessment Committee. (c) Employees will be provided with the competencies appropriate for their level and the details of the training and development and demonstrated competencies required to progress to higher pay points or higher levels. Xxxxxxxxxx will take reasonable steps to assist employees to realise their goals of achieving a higher pay point or level. (d) Employees who are appointed to a new level in the structure will commence at Pay Point 1 within that level. In order to progress from Pay Point 1 to Pay Point 2, employees will need to have completed at least 12 months in the role and successfully complete the full Competency Assessment for that level. (e) During the period prior to the employee being eligible to complete a Competency Assessment to progress to the next pay point, management will provide the employee with feedback on their progress to enable the employee to develop the necessary knowledge, skill and ability to successfully complete the assessment. (f) Employees who have made an unsuccessful application and were deemed not yet competent, may reapply for assessment after at least three (3) months from the date of the unsuccessful assessment. (g) Employees who are deemed not yet competent will be provided with feedback on areas for improvement and additional training where required. (h) Where an employee does not agree with the outcome of a competency assessment, they may appeal the decision in accordance with Clause 44 – Grievance and Dispute Resolution Procedures.
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PROGRESSION THROUGH PAY POINTS. 5.2.1 Progression for all classifications for which there is more than one pay point will be by annual increment to the next pay point, or in the case of a part-time or casual employee, upon achieving 1610 hours of experience. 5.2.2 Progression to the next Level of Classification will be by way of promotion or reclassification.
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PROGRESSION THROUGH PAY POINTS. 45.1. All Employees will progress by annual increments to the next pay point, of the relevant level, within the classification schedule outlined at Schedules B and D. 45.2. If an Employee takes a period of approved leave without pay of one week or more, that period of unpaid leave will not be counted for the purpose of clause 45.1.
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PROGRESSION THROUGH PAY POINTS. 9.1 Progression for all classifications for which there is more than one pay point will be by annual movement to the next pay point, or in the case of a part-time or casual employee 1786 hours of experience, having regard to the acquisition and use of skill described in the definitions contained in Appendix A - Classifications, Wages and Allowances. 10.1 Employees required by MHPH to wear uniforms will be supplied with an adequate number of uniforms appropriate to the occupation free of cost to employees. These clothing items will remain the property of MHPH and be laundered and maintained by MHPH free of cost to the Employee. 10.2 Instead of the provision of such uniforms, MHPH may pay such employee a Uniform Allowance as per 10.3 Where the Employee's uniforms are not laundered by or at the expense of MHPH, the Employee will be paid a Laundry Allowance in accordance with Appendix A. 10.4 Uniform Allowance, but not Laundry Allowance, will be paid during all absences on paid leave, except absences on Long Service Leave, Infectious Diseases Leave and absence on Personal/Carer's Leave beyond 21 days. Where, prior to taking leave, an Employee was paid a Uniform Allowance other than at the weekly rate, the rate to be paid during absence on leave will be the average of the allowance paid during the four weeks immediately preceding the leave. 10.5 Nothing in clause 10 shall be construed to entitle casual employees to paid personal/carer’s leave or infectious diseases leave.
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PROGRESSION THROUGH PAY POINTS. 29.1 Where there is more than one wage point progression shall be by annual increments on the anniversary of employment, having regard to the acquisition and utilisation of skills and knowledge through experience in an employee’s practice setting(s) over such period.
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Related to PROGRESSION THROUGH PAY POINTS

  • COSTS DISTRIBUTED THROUGH COUNTYWIDE COST ALLOCATIONS The indirect overhead and support service costs listed in the Summary Schedule (attached) are formally approved as actual costs for fiscal year 2022-23, and as estimated costs for fiscal year 2024-25 on a “fixed with carry-forward” basis. These costs may be included as part of the county departments’ costs indicated effective July 1, 2024, for further allocation to federal grants and contracts performed by the respective county departments.

  • Incremental Progression Three (3) Year Trained Teacher - Professional Development (a) Notwithstanding the provisions of paragraph 7.1.4 (f), a 3 year trained teacher may apply for progression by annual increments from Proficient 4 to 8 subject to the following conditions: (i) completion of at least twelve (12) months service on Proficient 4; (ii) participation in one hundred and fifty (150) hours of accredited professional development activities to be achieved at an annual average rate of not less than thirty (30) hours (five (5) days) and to be undertaken outside the hours engaged in teaching; and (iii) provision of a statement outlining the knowledge and skills acquired through participation in professional development. (b) Applications for progression identified in paragraph 7.1.6 (a) shall be made through the principal of the school and be subject to assessment and recommendation to the school authority by a panel consisting of: (i) a representative of the school authority; (ii) a representative of the teacher seeking progression; (iii) a representative jointly agreed to. (c) Applications for progression identified in paragraph 7.1.6 (a) shall include: (i) certification of participation in accredited professional development activities by activity providers; and (ii) a brief statement on a standard agreed, outlining the additional knowledge and skills acquired and their application in the teacher's work. (d) No teacher shall be required to undergo classroom or other inspection for the purposes of certification. (e) The review panel identified in paragraph 7.1.6 (b) shall make a recommendation to the employing authority as to whether in its opinion the teacher has satisfied the eligibility criteria in clause 7.1.6 (a). (f) A teacher who is assessed by the review panel as having satisfied the requirements contained in clause 7.1.6 (a) shall be entitled to progress to the next incremental pay step (Proficient 4 to 8 as appropriate) effective from their date of application or on the completion of twelve (12) months' service on their current incremental step (whichever is the later).

  • Step III 21.5.1 If the employee desires to appeal the grievance to Step III, the employee shall indicate in writing the reason for the appeal and present it along with the original written grievance to the Municipal Employee Relations Officer or designee within ten (10) working days following receipt of the written decision at Step II. 21.5.2 Within ten (10) working days after receipt of the appeal to Step III, the Municipal Employee Relations Officer or designee shall schedule a meeting with the employee, the appropriate Union representative, and the Department Director or designee to discuss the matter. A written decision shall be given to the employee or the appropriate Employee Organization representative within ten (10) working days following the meeting. 21.5.3 If the decision of the Municipal Employee Relations Officer or designee is unsatisfactory, the appropriate Employee Organization representative may appeal the grievance to Step IV - Arbitration.

  • STEP II If the grievance is not resolved at Step I, the Association may refer the grievance to the superintendent or the superintendent's official designee within fifteen (15) days after receipt of the Step I answer. The superintendent shall arrange with the Association representative for a meeting to take place within fifteen (15) days of the superintendent's receipt of the appeal. Within ten (10) days of the meeting, the Association shall be provided with the superintendent's written response, including the reasons for the decision.

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

  • Step IV If the grievant is not satisfied with the disposition of the grievance or if no disposition has been made within the above stated time limits, the grievant and/or the Association shall complete Grievance Report Form, Step IV, within ten (10) school days after notification of Step III disposition and submit the grievance to final and binding arbitration according to the voluntary rules and regulations of the American Arbitration Association. The Arbitrator's decision will be final and binding on all parties. The cost of arbitration shall be the responsibility of the party losing arbitration.

  • Bilingual Differential When formally assigned in the employee’s position description, an employee assigned to interpret to or from another language to English will receive a differential of five percent (5%) of base pay.

  • Step 2 (a) If the grievance is not resolved at Step 1, the grievant or designated representative may submit the grievance in writing on a grievance form as contained in Appendix B of this Agreement, to the Agency Head or designated representative within 15 days following receipt of the decision at Step 1. The grievance form must contain the same information as the grievance filed at Step 1. The grievance shall include a copy of the grievance form submitted at Step 1, together with the written response and documents in support of the grievance. (b) The Agency Head or designated representative shall communicate a decision in writing to the grievant and the PBA Grievance Representative, if any, within 15 days following receipt of the written grievance. If the Agency Head fails to respond within the time limit, it shall be deemed a denial. (c) If a grievance, alleging that a disciplinary action (reduction in base pay, demotion, involuntary transfer of more than 50 miles by highway, suspension, or dismissal) was taken without cause, is not resolved at Step 2, the PBA representative, or the grievant or grievant’s representative, if not represented by PBA, may appeal the grievance to arbitration as provided in Article 6, Section 3(G)(4), below, within 15 days after receipt of the Step 2 decision.

  • Salary Progression 1. For the purposes of determining annual progression from one step to the next, each teacher’s performance will be assessed annually against the appropriate professional standards. 2. When setting performance expectations and development objective(s) with individual teachers for the coming year, the appropriate professional standards against which the teacher is to be assessed should be confirmed between the teacher and the employer. 3. For each teacher to progress annually to their next salary step they will need to demonstrate that they meet the appropriate professional standards.

  • Contract Distribution The Employer will provide all current and new employees with a link to the new Agreement. Each department or unit will maintain a paper copy of the contract accessible to all employees.

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