Progression through the Levels Clause Samples
The "Progression through the Levels" clause defines the criteria and process by which a party advances from one stage or level to the next within a structured program, agreement, or system. Typically, this clause outlines the specific achievements, milestones, or performance standards that must be met to qualify for advancement, and may detail the evaluation process or required documentation. Its core function is to ensure transparency and fairness in advancement, providing clear expectations and reducing disputes about eligibility or timing for progression.
Progression through the Levels. An Employee will progress through Levels where the Employer deems and the Employee will receive the higher rate of pay for that Level. The Manager has the responsibility for monitoring and assessing the Employees training and performance. Whilst the reclassification of an employee is at the discretion of the Employer general guidelines for Level allocation will include but are not limited to:
a. regularly utilised extra skills such licences (i.e. heavy ridge licence, medium ridge licence, high reach forklift licence and the like).
b. significant period of service.
c. An Employee who performs well, communicates well and has no current disciplinary matters.
Progression through the Levels. 3.1. At the conclusion of each 12-month period following appointment to a classification a full time officer shall be eligible for incremental progression within each salary level subject to the following:
Progression through the Levels. A2.3.1. At the conclusion of each 12-month period following appointment to a classification a full time officer shall be eligible for incremental progression within each salary level subject to the following:
A2.3.2. Progression from the first salary increment to the top increment within a classification level, shall be by annual incremental advancement subject to the officer having given "satisfactory service" for the prior twelve months employment.
A2.3.3. The mechanism for determining “satisfactory service” will be the Employer’s Performance and Development Review System as adopted and implemented through policy.
A2.3.4. Any determination of “unsatisfactory performance” will follow a decision arising from documented performance management processes. ACTIVITIES/ FUNCTIONS Perform a range of clearly defined routine activities of a support nature. Perform a range of clearly defined routine activities or functions where routines, methods, standards and procedures are clearly defined. Perform a range of activities/ functions of a less clearly defined and routine nature, and could include:--operating within a specialised area.-operating as a member of a professional team.
Progression through the Levels.
13.2.1. At the conclusion of each 12-month period following appointment to a classification a full time officer shall be eligible for incremental progression within each salary level on annual basis upon completing full- time equivalent hours.
13.2.2. A part time employee shall qualify for incremental progression within the classification level after completing 988 hours of work. A minimum period of 12 months will be required before an employee will progress to the next incremental step. ACTIVITIES/ FUNCTIONS Perform a range of clearly defined routine activities of a support nature. Perform a range of clearly defined routine activities or functions where routines, methods, standards and procedures are clearly defined. Perform a range of activities/ functions of a less clearly defined and routine nature, and could include:--operating within a specialised area. -operating as a member of a professional team. COMPLEXITY OF TASK LEVEL OF AUTONOMY Practical application of basic skills and techniques. Work outcomes are closely monitored, clearly defined and readily attainable. Works under close direction with instruction and assistance being readily available. Works under direct supervision. Application of acquired skills, knowledge and an under- standing of work procedures relevant to the work area.Officers at this level could assist in establishing procedures for a minor function or works project. Work outcomes are monitored, clearly defined. Works under regular direction with assistance being readily available. Works under regular supervision. Graduates receive instruction Community Services Graduates initially appointed to the top of this level work under direct supervision. Application of procedures, methods and guidelines that are well established. May set outcome/ objectives for specific projects. Works under general direction with assistance available from senior officers Works under general supervision. Graduates initially appointed at this level work under direct supervision and may be given instruction on the technical or broader aspects of work.
Progression through the Levels. 8.3.1 At the conclusion of each twelve month period following appointment to a classification an officer shall be eligible for incremental progression within each salary level subject to the following:
(a) Where the adopts and implements a formal, structured performance appraisal scheme progression from the first salary increment to the top increment within a classification level shall be by annual incremental advancement subject to the officer having given ‘satisfactory service’ for the prior 12 months employment.
(b) The appraisal scheme for the purpose of determining “satisfactory service” for progression should contain the following features:
Progression through the Levels. 3.1 At the conclusion of each 12 month period following appointment to a classification an officer shall be eligible for incremental progression within each salary level (being a full continuation of the arrangement and process under the previous enterprise agreement) subject to the following:
3.1.1 Where the Council adopts and implements a formal, structured performance appraisal scheme, progression from the first salary increment to the top increment within a classification level shall be by annual incremental advancement subject to the officer having given “satisfactory service” for the period 12 months employment.
3.1.2 The appraisal scheme for the purpose of determining “satisfactory service” for progression should contain the following features:
(a) the scheme is underpinned by principles which ensure equity and procedural fairness to employees;
(b) foundation in a current and accurate job description; (c) individual training plans where through the application of the appraisal scheme the need for additional training becomes apparent; (d) appraisal will take place in sufficient time (at least six (6) months prior) to allow improved performance to qualify for an annual increment; and
Progression through the Levels. 3.1 At the conclusion of each 12 month period following appointment to a classification an officer shall be eligible for incremental progression within each salary level (being a full continuation of the arrangement and process under the previous enterprise agreement) subject to the following:
3.1.1 Where the Council adopts and implements a formal, structured performance appraisal scheme, progression from the first salary increment to the top increment within a classification level shall be by annual incremental advancement subject to the officer having given “satisfactory service” for the period 12 months employment.
3.1.2 The appraisal scheme for the purpose of determining “satisfactory service” for progression should contain the following features:
(a) the scheme is underpinned by principles which ensure equity and procedural fairness to employees;
(b) foundation in a current and accurate job description;
(c) individual training plans where through the application of the appraisal scheme the need for additional training becomes apparent;
(d) appraisal will take place in sufficient time (at least six (6) months prior) to allow improved performance to qualify for an annual increment; and
(e) any dispute over the appraisal and/or progression shall be dealt with in accordance with the dispute settlement procedure.
3.1.3 If the Council does not have a formal structured staff appraisal scheme, increments will occur automatically on an annual basis.
3.1.4 The implementation by Council of a formal, structured performance appraisal scheme shall be in full consultation with all employees of the Council.
3.1.5 Notwithstanding 3.1.1 and 3.1.2 above, progression to a higher classification shall not be unreasonably withheld by Council.