Salary Setting. 1. An Educator’s salary will be set based on years of service and where they fall on the Master Educator lanes, consistent with the attached Salary Table A.
2. An Educator with a Bachelors will be placed in Lane 1.
3. An Educator with a Masters will be placed in Lane 2.
4. An Educator with a PhD will be placed in Lane 3.
5. Educators receive credit for an additional Lane or additional Lanes based on the following:
i. If they hold an active license issued by the National Board for Professional Teaching Standards.
ii. If they have an approved Advanced Certification.
Salary Setting. Under this salary setting clause, where an employee is engaged, moves to or is promoted in the Department, the employee’s salary will be paid: for AGS employees – at the minimum rate for the classification; or for other employees – at the minimum pay point for the classification, unless the Secretary determines a higher salary rate for AGS employees, or higher pay point for other employees, within the classification under this clause. If an employee is promoted within the Department to duties within AGS, the employee’s salary must not be lower than the salary the employee was in receipt of at the lower classification. If an employee at the Executive 1.4 pay point is promoted to duties within the Department, other than in AGS, the salary on promotion is to be at least at the Executive 2.2 pay point. The Secretary may determine the payment of salary at a higher salary rate for AGS employees, or higher pay point for other employees, of the relevant classification, and the date of effect, at any time. In determining a salary under this clause, the Secretary will have regard to a range of relevant factors including the employee’s experience, qualifications and skills. Where an employee commences ongoing employment in the Department immediately following a period of non-ongoing employment in the Department for a specified term or task, the Secretary will determine the payment of the employee’s salary within the relevant salary range of the relevant classification which recognises the employee’s prior service as a non-ongoing employee in the Department. Where an employee commences ongoing employment in the Department immediately following a period of casual employment in the Department, the Secretary will determine the payment of salary within the relevant salary range of the relevant classification which recognises the employee’s prior service as a casual employee in the Department. Where an APS employee moves to the Department at level from another APS agency, and their salary is above the maximum of the salary range for their classification, the Secretary will maintain the employee’s salary at that level, until it is absorbed into the salary range for that classification. Where the Secretary determines that an employee’s salary has been incorrectly set, the Secretary may determine the correct salary and the date of effect.
2.05 Temporary performance at lower classification If an employee asks in writing to perform work at a lower classification level temporari...
Salary Setting. Where an employee is engaged, moves to, or is promoted within AMSA, the employee’s salary will be paid at the minimum of the salary range of the relevant classification, unless AMSA determines a higher salary within the relevant salary range under these salary setting clauses.
Salary Setting. Base salary will be based on years of service (“steps”) as well as education level, longevity, and advanced license/national board (“lanes”), consistent with the following Salary Schedule, which shall increase consistent with the parties’ Financial Agreement: Step/Xxxx XX BA+18 BA+36/MA MA+18 MA+36 MA+54 Doctorate 1 45,800 47,824 50,343 53,091 55,839 58,587 61,335 2 46,869 49,499 52,018 54,831 57,579 60,327 63,344 3 48,434 51,175 53,694 56,572 59,320 62,068 65,353 4 49,998 52,850 55,369 58,312 61,060 63,808 67,362 5 51,563 54,525 57,044 60,053 62,801 65,549 69,371 6 53,127 56,201 58,720 61,793 64,541 67,289 71,380 7 54,692 57,876 60,395 63,534 66,282 69,030 73,389 8 56,256 59,551 62,070 65,274 68,022 70,770 75,398 9 57,820 61,227 63,746 67,014 69,762 72,510 77,407 10 59,385 62,902 65,421 68,755 71,503 74,251 79,416 11 60,949 64,577 67,096 70,495 73,243 75,991 81,424 12 62,514 66,252 68,771 72,236 74,984 77,732 83,433 13 64,078 67,928 70,447 73,976 76,724 79,472 85,442 14 65,642 69,603 72,122 75,716 78,464 81,212 87,451 15 67,207 71,278 73,797 77,457 80,205 82,953 89,460 16 68,771 72,954 75,473 79,197 81,945 84,693 91,469 17 70,336 74,629 77,148 80,938 83,686 86,434 93,478 18 71,900 76,304 78,823 82,678 85,426 88,174 95,487 19 73,465 77,980 80,499 84,419 87,167 89,915 97,496 20 75,029 79,655 82,174 86,159 88,907 91,655 100,000 30-1-1 For new employees, a maximum of ten years of experience will be credited.
Salary Setting i) The minimum salary in any job range for all Employees other than casuals, trainees/apprentices, supported wage Employees or Employees under 21 years of age, will be between 85% and 90% of the range for the position at commencement and subject to satisfactory performance, will be 90% of the range for the position within six (6) months of the person commencing in the position.
ii) Salaries take into account all entitlements including but not limited to annual leave loading, overtime and allowances unless otherwise prescribed in this Agreement.
iii) Junior rates for Employees under 18 years of age will be paid at or will commence on the 18 years of age rate.
iv) Salaries for Employees under 21 years of age are fixed percentages of salary rates prescribed for each of the jobs in which these age rates are appointed. These percentages are a minimum of: • 18 years 70% of 90% of the mid point; • 19 years 80% of 90% of the mid point; and • 20 years 90% of 90% of the mid point.
v) Trainees Employed directly by WFI rather than sponsored by WFI through a traineeship agreement, whose employment is the direct result of offering a traineeship position, and who are not attached to an established position, will be paid in accordance with the National Training Wage Award 2000.
vi) Employees who, because of the effects of a disability, are eligible for a supported wage will be paid in accordance with Appendix 1 of this Agreement.
Salary Setting. New hires will be placed on the salary scale according to the below criteria and shall be placed at the Step that corresponds to the year in which they are gaining experience (i.e. 1 year+ 1 month = Step 2). An Employee hired for a non-Attorney (Outreach Team, Advocates, and Admin/Support Staff) position shall earn one (1) year experience credit for: • Each year of work related to the work of the organization; each year of service working on SSI/SSDI applications and • Every three (3) years of directly relevant experience gained prior to being employed by HAC and not otherwise included above. This includes employees who are hired for an Advocate position who hold a JD degree but are not admitted into the Bar association (upon admission to the Bar Associations the employee will be reclassified as an Attorney). All applicable stipends and education differentials will be applied. An Employee hired for an Attorney position must be currently admitted in a US Bar Association. An Employee hired for an Attorney position shall earn one (1) year experience credits for: • Each year of law practice, including time spent in preparation for one bar examination, following graduation from law school in a United States jurisdiction; • Each year of service as a clerk to a state or federal judge prior to admission to a United States jurisdiction bar; each year of service working on SSI/SSDI applications prior to the admission to a United States jurisdiction bar and/or law school graduation; • Every one (1) years of international legal practice; and • Every three (3) years of directly relevant experience gained prior to admission to a United States jurisdiction bar and/or law school graduation and not otherwise included above. Employees advance to the next step on the pay scale at the start of the new fiscal year (July 1st). Anyone capped at the top of the corresponding wage scale will receive an annual 1% increase thereafter. At completion of (3) years at HAC all employees will automatically move to Level II Status and receive an additional one-time 3% on top of their 2% step increase. Once on the Level II Status Scale for their classification, employees will receive a yearly 2% increase. At completion of (5) years at HAC all employees become eligible for Senior Status. Once an employee is granted Senior Status (see Article 36 Senior Staff Attorney for more information regarding eligibility) employees will receive an additional one-time 3% on top of their 2% step increase. O...
Salary Setting. 24.1 Where an employee is engaged, moves to or is promoted in ASIC, the employee’s salary will be paid at the minimum of the salary range of the relevant classification, unless ASIC determines a higher salary within the relevant salary range under these salary setting clauses.
24.2 The CEO may determine the payment of salary at a higher value within the relevant salary range of the relevant classification and the date of the effect at any time.
24.3 In determining a salary under these salary setting clauses, the CEO will have regard to relevant factors including the employee’s experience, qualifications and skills.
24.4 Where an employee commences permanent employment in ASIC immediately following a period of temporary employment at ASIC for a specified term or task, the CEO will determine the payment of the employee’s salary within the relevant salary range of the relevant classification which recognises the employee’s prior service as a temporary employee in the agency.
24.5 Where an employee commences permanent employment in ASIC immediately following a period of casual employment at ASIC, the CEO will determine the payment of salary within the relevant salary range of the relevant classification which recognises the employee’s prior service as a casual employee at ASIC.
24.6 Where an employee moves to ASIC at level from another Commonwealth agency, and their salary is above the maximum of the salary range for their classification the CEO will maintain the employee’s salary at that level until it is absorbed into the salary range for that classification.
24.7 Where ASIC determines that an employee’s salary has been incorrectly set, the CEO may determine the correct salary and the date of effect.
Salary Setting. 58 An employee who is promoted or engaged their salary will be at the minimum pay point for the classification, unless the Secretary determines a higher point. This clause states that the Secretary may determine payment of salary at a higher increment in line with the relevant classification and the date of effect at any time. Salary maintenance 59 This clause provides for an employee transferring from another Parliamentary Service or APS agency with a salary higher than the maximum in the DPS classification structure, to have their salary maintained until the DPS salary catches up. If an employee transfers into DPS from another Parliamentary Service or APS agency and their salary is not aligned to a DPS pay point, the employee will be moved to the next higher pay point. Salary Advancement 60 This clause provides that where an employee is rated effective or higher as part of the performance management scheme their salary will to move to the next higher pay point for their classification (Appendix A or B). Incremental Advancement Principles 61 This clause provides that employees will be eligible for incremental advancement through the classification increments if the employee is satisfactory or higher in the performance cycle and has 6 months of aggregate eligible service with the department, including acting arrangements. For those employees with less then 6 months service, the Secretary may determine a higher salary. Reduction in Salary 62 The circumstances in which an employee’s salary can be reduced.
