PROGRESSION WITHIN GRADES. Replace the current wording of clause 4.7.1 with the following:
PROGRESSION WITHIN GRADES. 4.7.1 From 1 November 2021, progression through steps within the minimum and maximum rates that apply to each Grade will occur on the employee’s anniversary date each year, unless the employer considers that the employee has failed to meet standards of performance as assessed by the employer against the job description or written requirements for the position, and has informed the employee of this no later than two months prior to the progression becoming due.
PROGRESSION WITHIN GRADES. 24.1 Tutors
PROGRESSION WITHIN GRADES. 4.7.1 Unless otherwise specified, progression within each grade shall be by annual increment, subject to satisfactory performance as measured in the latest performance appraisal.
4.7.2 For staff appointed prior to the coming into force of the SRSCA 2015-18, progression pursuant to clause 4.7.1 is restricted to the maximum remuneration level specified in clause 4.2.2, Note (ii).
PROGRESSION WITHIN GRADES. Note: For the purposes of the following clauses, “12 months on the previous step” shall mean continuous service and any break in service between periods of employment that is not greater than four months will be recognised as continuous service. However, where previous service is recognised in the appointment process and results in appointment at a higher step, advancement to the next step in the grade shall occur after 12 months from the latest appointment date.
PROGRESSION WITHIN GRADES. 3.1 Advancement across the steps shall be the decision of the Employer in accordance with the Promotion Procedures.
PROGRESSION WITHIN GRADES. 3.8.1 Progression through steps within grades will be on an annual basis provided that the employee has met or exceeded standards of performance as assessed by the employer against the job description and/or written requirements for the position.
3.8.2 Where the employee is paid on the Grade D range of rates, the employer will review the employee’s salary annually. This review, which is not required if the employee has reached the top of the range (i.e. the highest rate in the Grade), will be carried out aEer discussion with the employee. The employer will take into account whether the employee has met or exceeded standards of performance as assessed by the employer against the job description and/or written requirements of the position in reviewing the salary. Other factors which the employer will take into account are:
(i) particular skills, qualifications, on the job experience and level of responsibility;
(ii) the ease or difficulty in recruiting and/or retaining the specific skills and/or experience required for the position;
(iii) whether the current salary level is commensurate with the duties required;
(iv) salary rates shall not be reduced by reason of the operation of the ranges of rates.
3.8.3 Where an employee wishes to have their salary review reconsidered they shall refer the matter to the Board of Trustees. The employee shall have the right to representation at any stage.
3.9 MOVEMENT BETWEEN GRADES
3.9.1 Movement between grades shall occur by appointment to an established position, or by re-grading of a position where the requirements of the position have altered substantially. An employer shall consider the factors in clause 3.6 as the criteria for movement between grades. Where movement between grades occurs the employee shall be paid on a step at a rate not less than that which the employee was previously paid.
3.10 RECOGNISED QUALIFICATIONS
3.10.1 Employees holding qualifications on the New Zealand Qualifications Framework that the employer, in discussion with the employee, agrees that the qualification is relevant to the employee’s job description and current position shall be paid an allowance as follows:
(a) Group One: level 4-5 qualifications and level 3 teacher aide qualifications – $0.29 per hour, to a maximum of $500 per annum.
(b) Group Two: level 6 qualifications – $0.44 per hour, to a maximum of $750 per annum.
(c) Group Three: level 7-8 qualifications – $0.58 per hour, to a maximum of $1,000 per annum. Notes:
(i) This includes those qua...
PROGRESSION WITHIN GRADES. 3.8.1 Progression through steps within grades will be on an annual basis provided that the employee has met or exceeded standards of performance as assessed by the employer against the job description and/or written requirements for the position.
3.8.2 Where the employee is paid on the Grade D range of rates, the employer will review the employee’s salary annually. This review, which is not required if the employee has reached the top of the range (i.e. the highest rate in the Grade), will be carried out after discussion with the employee. The employer will take into account whether the employee has met or exceeded standards of performance as assessed by the employer against the job description and/or written requirements of the position in reviewing the salary. Other factors which the employer will take into account are:
(i) particular skills, qualifications, on the job experience and level of responsibility;
(ii) the ease or difficulty in recruiting and/or retaining the specific skills and/or experience required for the position;
(iii) whether the current salary level is commensurate with the duties required;
(iv) salary rates shall not be reduced by reason of the operation of the ranges of rates.
3.8.3 Where an employee wishes to have their salary review reconsidered they shall refer the matter to the Board of Trustees. The employee shall have the right to representation at any stage.
PROGRESSION WITHIN GRADES. Replace the current wording of clause 4.7.1 with the following:
4.7.1 From 1 November 2021, progression through steps within the minimum and maximum rates that apply to each Grade will occur on the employee’s anniversary date each year, unless the employer considers that the employee has failed to meet standards of performance as assessed by the employer against the job description or written requirements for the position, and has informed the employee of this no later than two months prior to the progression becoming due. A consequential amendment to clause 4.4.3 as follows (deleted words in italics):
PROGRESSION WITHIN GRADES. This Agreement applies the principles and arrangements set out in Appendix D of the NFA for pay progression within grades. The NFA provides that (quote) ‘all staff … will have pay progression opportunities within the pay range for their grade’. The NFA also states that progression within grade will depend on the employee’s length of service in the grade in combination with an assessment of their contribution, and that there will be (quote) ‘a normal expectation of annual progression up to the contribution threshold for their grade’. This Agreement provides for pay progression for each employee within their designated pay grade on the basis of annual length of service anniversaries in the grade and individual participation in the Employee Appraisal Scheme. Pay progression will comprise the award of one additional spine point for each completed year of service in the grade to the maximum upper spine point limit of the designated pay grade. Note: this Agreement recognises that extended length pay grade structures can operate in ways that distort the maintenance of equal pay for work of equal value. The University’s grade structure at Appendix A takes account of current (2007) guidance on this issue and the University NFA Panel will take due account of any updated guidance as appropriate. The NFA provides for accelerated incremental progression in circumstances (quote) ‘reflecting substantially greater than normal application of skill and experience by the job holder’. This Agreement recognises that the operation of accelerated incremental progression could operate in ways that could distort the maintenance of equal pay for work of equal value. Particular risks are associated with accelerated incremental progression linked to schemes of recognition of individual employee performance. For these reasons this Agreement does not provide for accelerated incremental progression associated with individual employee performance. Appendix D of the NFA provides for discretionary progression beyond the contribution threshold for each grade. This Agreement provides that this form of pay progression will not operate as part of the NFA at Southampton Solent University. In lieu of the discretionary pay progression provisions within the NFA this Agreement provides that: There will be no pay progression thresholds within any of the designated grades; The upper spine point limit of each grade will be extended by one spine point (using Appendix C for illustrative purposes); The o...
