Common use of Regional Review Clause in Contracts

Regional Review. Regional review of process involving DHB/Blood service employer representatives, union representative and delegates undertaken. 1. Select venue and date. 2. Gather all relevant data required for the meeting. This will include staff submissions, past progression documentation, Contract details, and Staff anniversaries. The Team leaders must have prepared a detailed list of the staff and which staff he or she has identified should be considered for a progression step. 3. An alphabetical list of these staff members is progressed through with the appropriate Section Head supporting either their considered claim for progression or the claim of the staff member is presented or both. Each staff member that is considered is benchmarked against others in a similar role both within their department and in other departments. 4. Once discussion has taken place a decision is made whether the staff member is to go up and by how much. In some cases if the decision is not that clear and perhaps early on in the proceeding then a note may be made to revisit this person at the completion of the scientists. During this process any anomalies or modifications required to the progression documentation are noted so that they can be implemented in the next version of the criteria. 5. Each staff member is discussed as above until the list is complete. 6. Any staff member that the committee was unsure about how to progress will now be reviewed. 7. The Human Resource representative retains a detailed master list of proposed changes. 8. Following completion of the meeting a full list of eligible staff and proposed step changes is prepared and passed on to the appropriate manager for final checking and sign off and then for HR/Payroll to action as appropriate A. Supervision of a Section/Management or a Department

Regional Review. Regional review of process involving DHB/Blood service employer representatives, union representative and delegates undertaken. 1. Select venue and date. 2. Gather all relevant data required for the meeting. This will include staff submissions, past progression documentation, Contract contract details, and Staff staff anniversaries. The Team team leaders must have prepared a detailed list of the staff and which staff he or she has identified should be considered for a progression step. 3. An alphabetical list of these staff members is progressed through with the appropriate Section Head supporting either their considered claim for progression or the claim of the staff member is presented or both. Each staff member that is considered is benchmarked against others in a similar role both within their department and in other departments. 4. Once discussion has taken place a decision is made whether the staff member is to go up and by how much. In some cases if the decision is not that clear and perhaps early on in the proceeding then a note may be made to revisit this person at the completion of the scientists. During this process any anomalies or modifications required to the progression documentation are noted so that they can be implemented in the next version of the criteria. 5. Each staff member is discussed as above until the list is complete. 6. Any staff member that the committee was unsure about how to progress will now be reviewed. 7. The Human Resource representative retains a detailed master list of proposed changes. 8. Following completion of the meeting a full list of eligible staff and proposed step changes is prepared and passed on to the appropriate manager for final checking and sign off and then for HR/Payroll to action as appropriate A. Supervision of a Section/Management or a Department.