Salary Advancement. Assigned salary ranges normally contain 5 steps. Employees move through these steps on the basis of performance in the position hired/promoted into. Regular, full-time employees shall be eligible for salary step advancement consideration, as follows:
1. To the "B" step of the salary schedule after 6 months of successful performance at the "A" step. The date of this increase shall become the employee's pay review date for purposes of eligibility for future merit increases.
2. To the "C" step after 1 year of successful performance at the "B" step.
3. To the "D" step after 1 year of successful performance at the "C" step.
4. To the "E" step after 1 year of successful performance at the "D" step. When an employee is hired at a step other than Step "A" of the salary range assigned to the position, the employee shall be eligible for a step increase 6 months from the date of employment, and this date shall become the employee's pay review date for purposes of eligibility for future merit increases. Thereafter, the above merit pay procedure shall be followed, with the exceptions noted below:
1. In cases where an employee demonstrates exceptional ability and proficiency in performance as specified in separate operational rules and procedures, the employee may be given more than a 1-step salary increase at the review date, subject to the approval of the City Manager and the Personnel Committee.
2. If, for whatever reason, an employee not on probation is unable to perform his/her assigned duties because of absence from work for a period in excess of 45 consecutive calendar days, the evaluation period shall be automatically extended for a similar period of time; provided, however, the department head/City Manager may evaluate the employee's past performance and submit to the City Personnel Committee a separate, written recommendation justifying/granting a merit increase and not extending the evaluation period for a period of time equal to the period of absence. If the period of absence exceeds 90 consecutive calendar days, the employee's performance evaluation and anniversary date will be extended for a similar period of time (also see Article 25: Performance Appraisal).
3. If, for whatever reason, an employee on probation is unable to perform his/her assigned duties because of absence from work for any period of time, his/her probation period, merit increase, and anniversary date shall be extended for the same length of the absence (also see Article 23: Probation and...
Salary Advancement. If, for whatever reason, an employee on probation is unable to perform his/her assigned duties because of absence from work for any period of time, his/her probation period, merit increase, and anniversary date shall be extended for the same length of the absence (also see Section 6.
Salary Advancement. 6.3.1 Salary placement for the school year shall be made by the Human Resources Office upon documentary evidence that has been received on or before September 15. It is the responsibility of each bargaining unit member to ensure that verification of prior employment or transcripts of training have been received prior to September 15 in the Human Resources Office. In the event official transcripts are not available prior to September 15, a grade card or a written signed statement from the course instructor will be accepted; however, official transcripts of course work must be in the Human Resources Office no later than November 1.
1. No lower division course will count towards advancement on the salary schedule unless it is one necessary to meet requirements for a credential in an area of district need or, unless the course provides knowledge and skill in a language other than English that can be used in carrying out assigned duties and responsibilities.
2. Audit courses do not count towards advancement on the salary schedule.
3. Coursework must be in a subject directly and specifically related to education. A maximum of one (1) column advancement per school year will be recognized for this type of coursework completed.
4. Coursework taken specifically related to an Advanced Degree or an approved certificate program will be applied without the one (1) column per year restriction.
5. Work to be taken at a foreign university or college must be approved in advance.
6. No credit will be allowed for work taken in the armed services except for that work taken as regular university or college work at an accredited institution.
7. Bargaining unit members with approval in 6.3.1 must provide the District with official transcripts that show a grade “C” or better, or “Pass” in a Pass/Fail system, or “Credit” in a Credit/No Credit system earned in these courses. Prior approval by the Superintendent or designee shall be required for all training taken by bargaining unit members for the purpose of column advancement on the District Salary Schedule. (Please see Appendix F.)
6.3.2 An additional year shall be defined as having taught under contract full-time for a minimum of 75% of the specified duty days. However, no employee can earn more than one (1) year of service credit in any school year beginning with the 1990-91 school year.
Salary Advancement. (a) Each full-time nurse will be advanced from the nurse’s present level to the next level set out in the Salary Schedule, 12 months after the nurse was last advanced on the nurse’s service review date. If a nurse’s absence without pay from the Employer exceeds 30 continuous calendar days during each 12 month period, the nurse’s service review date will be extended by the length of such absence in excess of 30 continuous calendar days.
(b) Each part-time nurse will be advanced from the nurse’s present level to the next level set out in the salary schedule after 1500 hours worked at the present level, in accordance with the provisions of Article 12.03.
Salary Advancement. (1) This clause does not apply to AGS employees. Information regarding salary advancement for AGS employees is provided in Schedule 3.
(2) Subject to clause 3.16 and subclause 3.17
Salary Advancement. 12.1 This clause applies to employees who are at a salary other than the top pay point for their classification except: a) substantive EL2 employees; or b) employees whose pay is set under provisions relating to junior employees or trainees.
12.2 Subject to this clause, an eligible employee is entitled to salary advancement to the next pay point after 12 months of eligible service at their existing pay point.
12.3 Prior periods of ongoing or non-ongoing employment with the ATO that are continuous with the current period of employment will count towards the 12 months of eligible service.
12.4 The 12 month period will be extended by a corresponding number of calendar days if more than 30 calendar days of leave is taken and that leave does not count as service. Paid leave and leave without pay to count as service will not extend the 12 month period. Where an employee meets the requirements of this clause prior to a period of paid leave they will be taken to have met the requirements while on that leave. Conditions for advancement
12.5 Annual salary advancement is subject to the employee’s overall performance being assessed as satisfactory. The delegate will refer to the ATO performance framework in making this assessment.
12.6 Where an employee’s performance in subclause 12.5 does not meet the required standard: a) salary advancement can be deferred for a specified period, up to 12 months; b) a statement of reasons is to be provided to the employee and c) salary advancement will occur from the end of the deferred period if the employee has met the standard required in subclause 12.5.
12.7 If the period of deferral does not exceed six months, approval may be given for the employee’s annual salary advancement entitlement date to remain unchanged. Annual salary advancement while on higher duties
12.8 Annual salary advancement will be due: a) if paid higher duties for a continuous period of 12 months; or b) if paid for higher duties for 12 months in a 24 month period. Retention of salary advancement level
12.9 A salary advancement rate will be retained for future duties at that classification. However, an employee who does not perform duties at that classification or higher for two consecutive years, will revert to the minimum pay point of the classification for any subsequent duty at that level.
Salary Advancement. Upon return from such leave and upon furnishing satisfactory evidence of successful completion of the work for which the leave was granted, advancement in level on the salary schedule for such leave time shall be granted.
Salary Advancement. An employee occupying a regular full-time or part-time position will advance to the next higher step on the appropriate salary range following satisfactory completion of six (6) months of service in the class. The employee's salary increment date will be established for future step adjustments at this time. Such salary increment date will be established on the first day of the month if the first increment due date falls during the first to the fifteenth day of the month; or, the first day of the following month if the first increment due date falls during the sixteenth to the end of the month. Following the initial step advancement, succeeding adjustments will be granted annually on the employee's established salary increment date. Employees shall not skip steps in a given salary range after initial appointment.
Salary Advancement. A. Teachers may advance horizontally and vertically on the schedule as follows:
Salary Advancement. If, for whatever reason, an employee on probation is unable to perform his/her assigned duties because of absence from work for any period of time, his/her probation period,
