Salary on Commencement advancement or promotion
35.1 When you commence employment, or advance to a higher work level or are promoted to a higher classification, salary will normally be payable at the minimum pay point applicable to the classification.
35.2 The secretary may approve a salary at a higher pay point, if:
(a) your skills, knowledge and experience exceed the standard that would normally be expected on commencement at the classification; and/or
(b) the contribution that you are able to make immediately exceeds the contribution that would normally be expected on commencement at the classification; and/or
(c) you propose and the secretary agrees that a higher salary is justified.
35.3 When you commence employment from another APS agency and your salary exceeds the top pay point of the relevant classification under this Agreement, the secretary may approve the maintenance of the higher salary until such time as it is absorbed by any remuneration increases provided for in this Agreement. In these circumstances the provisions of clause 36.2 do not apply to you.
Salary on Commencement. 25.1 On commencement, salary will generally be paid at the minimum point of the salary scale applicable to the classification of the job. However, ASIC may authorise payment of salary above the minimum point based on factors including the experience, qualifications and skills of the new employee.
25.2 At the discretion of ASIC, a person moving to ASIC whose nominal salary in their previous agency exceeds the current maximum of the relevant classification level in this Agreement, will be maintained on their current salary until such time as their salary is absorbed by ASIC pay increases.
Salary on Commencement. B3.1 The salary on commencement provisions in this Attachment override clause 16 (Salary on Engagement, Promotion or Transfer) of this Agreement to the extent of any inconsistency.
B3.2 Examiners of Patents will commence on the minimum salary paypoint.
B3.3 The Director General may approve a commencement salary above the minimum salary paypoint where the employee's experience, qualifications and skills warrant (e.g. in recognition of current competency).
Salary on Commencement. 128. Where an employee commences in FSANZ (other than on movement or promotion from another APS employer), salary will be payable at the minimum point of the salary range applicable to the classification of the employee’s job, unless the Chief Executive Officer authorises payment of salary above the minimum point in the range, having regard to the experience, qualifications and skills of the employee, and his or her ability to make a substantial contribution to FSANZ from the date of commencement.
Salary on Commencement. Employees of the APVMA will, upon engagement, be paid a salary at the minimum of the pay scale applicable to their classification. The CEO or delegate may authorise payment of salary on engagement at a higher pay point applicable to the classification where the new employee’s experience, qualifications and skills warrant such payment.
Salary on Commencement. Except as determined elsewhere in this Agreement, an employee who commences in AHL will be paid salary at the minimum of the pay range for the employee’s classification, as depicted in Appendix 2.
Salary on Commencement. Level of seniority (years) Salary on commencement (full-time) (2005/06)
Salary on Commencement. Advancement or Promotion
11.1 Where an employee commences employment, is advanced to a higher work level or is promoted to a higher classification, salary will normally be payable at the minimum pay point applicable to the work level. In limited cases the Secretary may approve a salary at a higher pay point, if the following circumstances apply:
(a) the person’s skills, knowledge and experience exceed the standard that would be normally expected on commencement at the work level;
(b) the contribution the person is able to make immediately exceeds the contribution that would normally be expected on commencement at the work level; and
(c) the person proposes that a higher salary is justified.
11.2 Where an employee is transferring to the department from another Commonwealth agency/department and their salary in their previous agency/department (current salary) exceeds the current maximum of the relevant classification level in this Agreement, the Secretary may agree to maintain the employee’s current salary until such time as that salary is absorbed by the department’s remuneration increases. The provisions of Clause 6.3 do not apply for these employees.
11.3 Where, at the time of engagement, an employee’s salary is set at an incorrect salary point within the applicable salary scale, the Secretary may determine (in writing) the payment of the employee’s salary at the correct salary point.
Salary on Commencement. 9.1 When an employee is engaged to work in ONA or is promoted within ONA, base salary will be paid at the minimum point of the salary range applicable to the employee’s classification, unless the Director-General authorises payment above the minimum, having considered the experience, qualifications and skills of the employee.
9.2 An ongoing employee moving to ONA whose base salary in their current agency falls within the ONA salary range for that classification but does not match an ONA pay point will be paid at the pay point closest to, but not lower than, their current salary.
9.3 The Director-General may maintain the current salary of an ongoing employee moving to ONA whose base salary in their current agency exceeds the rate they would otherwise be entitled to under this Agreement until their base salary is matched or exceeded by ONA salary increases.
Salary on Commencement. The commencement salary when an employee is engaged, promoted or transferred (including higher duties) to or within the MDBA will normally be the lowest salary point of the classification applicable to the position they are Xxxxxx‒Xxxxxxx Basin Authority (MDBA) assigned. The Chief Executive may approve the payment of a higher salary after considering: the employee’s skills, knowledge and experience (including any significant periods of higher duties); the relevant employment market for the employee’s skills and experience; and other relevant factors. Where an employee is reassigned (as an ongoing employee or for an agreed period) to the MDBA from another agency, the Chief Executive may approve the employee’s salary being maintained until an MDBA pay point within the employee’s classification exceeds their existing amount when they will transition to that point within the salary range.
