Salary development Sample Clauses

Salary development. The following general structural salary increases will be given: • 2.5% as of 1 January 2022 • 2.5% as of 1 January 2023
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Salary development. Within the framework of the Collective Labour Agreement for Dutch Universities for the period from 1 April 2023 until 30 June 2024, the following has been agreed with regard to salary development: On 1 August 2023, the salaries of university employees who are employed by a Dutch university will receive a general increase of 9.0%. This salary increase will be paid no later than September 2023. In addition, university employees1 who are employed by a Dutch university on 1 August 2023 will receive a one-off lump sum payment in September 2023. For employees on a full-time contract, the amount of this lump-sum payment will be €1,200 gross for employees on the minimum hourly wage for the university sector, €1,000 gross for employees in salary scales up to and including scale 9 and €800 gross for employees in salary scales from scale 10. The salary increase will also be affected by the release of pre-pension and life-course savings (vroegpensioen en levensloop, VPL). The parties to the collective labour agreement currently assume a VPL release of 1.5% of the salary increase. If the actual VPL release is higher than 1.5%, the part for 2023 that is over 1.5% will be paid out as a one-off lump sum under the next collective labour agreement and consistently included in the margin for salary increases from 2024 onwards. If the Pensions Board and/or ABP decides to use part of the VPL release to fund the new pension contract, this part of the VPL release will be offset against the margin for salary increases in the next collective labour agreement.
Salary development. Salaries have been structurally increased by 1.6% as of 1 January 2017. Training and career development‌ The training and development budget will be increased by 0.8%, from 1.2% to 2% of the annual wage sum. Employees are increasingly required to work longer, and also under (possibly) changing circumstances. Therefore, parties aim to further reinforce work orientation and professional development, versatile employability and career orientation for employees in all phases of their lives and careers.
Salary development. Starting from 1 July 2023, the amounts in scales 1 up to and including 10 structurally rise by 150 euros gross. The amounts in scales 11 and 12 structurally rise by 100 euros gross. The maximums of job grades 11 and 12 then additionally rise by one extra step. Employees who have already been assigned to the maximum of these two job grades, receive the new maximum as from 1 July. For scale 11 parties have added an extra start-up step at the bottom. The increased amounts in scales 1 up to and including 12 consequently rise as well, starting by 6.36% from 1 July. Scales 13 and up receive a pay rise of 6.36%. Depending on the scale to which an employee is assigned, the employee will thus receive a pay rise between 13.8% and 6.36%. These measures will result in pay rises amounting to 11.33% and 10.45% respectively for employees who are assigned at the maximum amounts of scales 11 and 12. The pay rises are paid, at the latest and with retroactive effect, together with the salary due for September 2023. Together with the salary for September, all employees who are employed by a university of applied sciences at that moment receive a nonrecurring pensionable benefit amounting to € 833 gross pro rata their employment. The new salary table is attached in appendix 1.

Related to Salary development

  • Career Development The City and the Union agree that employee career growth can be beneficial to both the City and the affected employee. As such, consistent with training needs identified by the City and the financial resources appropriated therefore by the City, the City shall provide educational and training opportunities for employee career growth. Each employee shall be responsible for utilizing those training and educational opportunities made available by the City or other institutions for the self- development effort needed to achieve personal career goals.

  • Faculty Development Faculty who develop and/or teach Distance Education courses shall be provided with reasonable technical support and opportunities for Faculty development, consistent with the needs of the Faculty and availability of Board resources and services for that purpose. In the event that a Faculty member develops and/or teaches a Distance Education course for the first time, the Faculty member shall receive reasonable and appropriate professional development and technical support assistance, consistent with the needs of the Faculty and availability of Board resources and services for that purpose. In instances of succeeding assignments to teach Distance Education courses, the Faculty member is expected to demonstrate a level of technical competence sufficient to teach the course. Ongoing technical support assistance may be available to Faculty who teach succeeding offerings of the same course.

  • Employee Development The Employer may provide employees the opportunity to participate in appropriate seminars, workshops or short courses. When possible and appropriate the Employer will provide to all staff information on seminars, workshops or short courses by posting a notice on the Employer’s internal web site.

  • Policy Development 2.2.1 LIDDA shall develop and implement policies to address the needs of the LSA in accordance with state and federal laws. The policies shall include consideration of public input, best value, and individual care issues.

  • Career Development Leave (a) Career development refers to an activity which, in the opinion of the Employer, is likely to be of assistance to the individual in furthering his or her career development and to the organization in achieving its goals. The following activities shall be deemed to be part of career development:

  • Job Development Job development/placement is individualized and shall include weekly person-to-person job search assistance, assistance with identifying job leads, interview coaching and support, and maintaining a log of job search activities for the purposes of obtaining competitive integrated employment. By mutual consent of the consumer and the KARINA ASSOCIATION, INC. , these services may be provided in-person or by Skype, FaceTime, or other online communication tools. Job development/placement may also include arranging job trials/job shadowing for individuals with a DORS Trial Work Experience Plan, assistance with completing applications, assistance with employer follow-up after interviews, use of personal employment networks in job search, and resume update. It would include time spent calling employers, visiting and educating employers and similar activities. Job development/placement shall not be paid for using supported employment funding and shall not include the Discovery process, which is pre-vocational in nature and may be completed prior to job development. Up to 60 hours for job search assistance, authorized in 20-hour increments, may be used for job development. Additional hours of job development may be requested and require written justification by KARINA ASSOCIATION, INC. and approval of the DORS regional/program director. Authorizations for Job Development. DORS only pays for job development services which have been previously authorized by a DORS official. Job Development Reporting. The Employment Service Progress Form is expected to be submitted to DORS on a monthly basis per consumer. This form is available on the DORS website (xxx.xxxx.xxxxxxxx.xxx).

  • Curriculum Development This includes the analysis and coordination of textual materials; constant review of current literature in the field, some of which are selected for the college library collection, the preparation of selective, descriptive materials such as outlines and syllabi; conferring with other faculty and administration on curricular problems; and, the attendance and participation in inter and intra-college conferences and advisory committees.

  • Workforce Development MPC’s technical training program is having a major impact in the region. Online modules, short courses, webinars, and on site/videoconferencing events are reaching state and local transportation department employees and tribal transportation planners. By harnessing the capabilities of the four LTAP centers located at the MPC universities and the multimedia capabilities of the Transportation Learning Network (which was founded and is partly funded by MPC) more than 76 technical training events were offered in the second half of 2015. These training modules and short courses are critical to transportation agencies that need to improve or renew the skills of engineering technicians and other frontline workers. Many MPC courses or training events result in the certification of workers. Even when certification is not required, TLN’s online learning management systems allow employees and employers to set learning goals and monitor progress towards these goals. MPC is making another major impact in workforce development. Altogether, 57 graduate students are working on MPC research projects under the tutelage of faculty researchers. These graduate students represent the researchers and technical analysts of tomorrow. Without the MPC program and the stipend funds that it provides, these students may not be specializing in transportation; but, instead would be seeking career opportunities in other fields. The MPC research program allows faculty to mentor graduate students while allowing the students to work on projects for federal and state transportation agencies—thereby, gaining valuable practical experience.

  • Staff Development Leave (a) An employee shall be granted leave without loss of pay, at her basic rate of pay, to take courses (including related examinations), conferences, conventions, seminars, workshops, symposiums or similar out-of-service programs, at the request of the Employer. The amount of pay received by an employee shall not exceed the full-time daily hours of work as outlined in Article 14.2. When such leave is granted, the Employer shall bear the full cost, including tuition fees, entrance or registration fees, laboratory fees, and course-related books. The Employer shall also reimburse the employee for approved travelling, subsistence, and other legitimate, applicable expenses.

  • TRAINING AND EMPLOYEE DEVELOPMENT 9.1 The Employer and the Union recognize the value and benefit of education and training designed to enhance an employee’s ability to perform their job duties. Training and employee development opportunities will be provided to employees in accordance with college/district policies and available resources.

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