Salary Steps and Progression Sample Clauses

Salary Steps and Progression. 1. All wage increases set forth above shall be applied to the first step of each wage scale. Each wage step thereafter shall be adjusted to provide a two and one-half percent (2.5%) increase over the previous wage step. The pay scales for the bargaining unit are available online: xxxxx://xxx.xxxxxxxxx.xxx/hr/Pages/payscales.aspx. 2. Except as provided in sub-section 2.a below, employees placed at a pay step below Step 7 will receive a two-step increase (5%) following their last advancement or hire date in current position until Step 7 is reached. Employees at Step 7 or above will receive a one-step (2.5%) increase following their last advancement or hire date in current position. Step increases will be received annually until the top step is reached; provided, the employee receives an overall satisfactory performance evaluation. a. All employees hired on or after January 1, 2020, will advance within a pay grade as follows, provided the minimum performance score requirement is met in accordance with Section 1 above: Step Required Service Time
Sample 1
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Salary Steps and Progression. 1. Employees placed at a pay step below Step 7 will receive a two-step increase (5%) following their last advancement or hire date in current position until Step 7 is reached. Employees at Step 7 or above will receive a one-step (2.5%) increase following their last advancement or hire date in current position. Step increases will be received annually until the top step is reached; provided, an employee must achieve the following minimum overall performance scores on their evaluation that entitles them to the step increase as follows: On a scale of 1.0 - 5.0: 9 – 11 3.5 12 – 14 4.0 2. Supervisors will discuss performance expectations and areas of improvement with an employee whose performance is below the required standard level necessary for step advancement as early as possible to allow time for the employee to improve before the date of advancement. 3. Employees are encouraged to be active participants in the evaluation process. The employee may include comments in response to their evaluation and the comments shall become a permanent part of the employee's personnel file. 4. At the discretion of the Employing Official, if an employee does not meet the score requirement to be eligible for a step increase, then the employee will not receive a step increase; provided, however, the employee will be re-evaluated in 60-180 days to determine if the required score has been reached. If the employee receives an evaluation score that meets the score requirements at a later date, the employee shall be granted the step increase effective on that date and their evaluation date shall be adjusted to the new date.
Sample 1
Salary Steps and Progression. 1. Except as provided in sub-section 1.a below, employees placed at a pay step below Step 7 will receive a two-step increase (5%) following their last advancement or hire date in current position until Step 7 is reached. Employees at Step 7 or above will receive a one-step (2.5%) increase following their last advancement or hire date in current position. Step increases will be received annually until the top step is reached; provided, an employee must achieve the following minimum overall performance scores on their evaluation that entitles them to the step increase as follows: a. All employees hired on or after January 1, 2020, shall advance within a pay grade as follows, provided the minimum performance score requirement is met in accordance with Section 1 above: Step Required Service Time
Sample 1
Salary Steps and Progression. 19.4.1. Employees placed at a pay step below Step 7 will receive a two-step increase (5%) following their last advancement or hire date in current position until Step 7 is reached. Employees at Step 7 or above will receive a one-step (2.5%) increase following their last advancement or hire date in current position. Step increases will be received annually until the top step is reached; provided, an employee must achieve the following minimum overall performance scores on their evaluation that entitles them to the step increase as follows: On a scale of 1.0 - 5.0: 2 - 8 3.0 9 - 11 3.5 12 - 14 4.0 19.4.2. Supervisors will discuss performance expectations and areas of improvement with an employee whose performance is below the required standard level necessary for step advancement as early as possible to allow time for the employee to improve before the date of advancement. 19.4.3. Employees are encouraged to be active participants in the evaluation process. The employee may include comments in response to their evaluation and the comments shall become a permanent part of the employee's personnel file. 19.4.4. At the discretion of the Employing Official, if an employee does not meet the score requirement to be eligible for a step increase, then the employee will not receive a step increase; provided, however, the employee will be re-evaluated in 60-180 days to determine if the required score has been reached. If the employee receives an evaluation score that meets the score requirements at a later date, the employee shall be granted the step increase effective on that date and their evaluation date shall be adjusted to the new date. 19.4.5. Length of employment required for step advancement shall be compensable hours only. 19.4.6. Step progression for Maintenance & Operations Workers in Road Shops: A Road Shop employee hired under this classification must obtain a Class A CDL from the State of Washington within twelve (12) months of hire. Failure to obtain the certification may, at the Employer’s option, result in termination of employment. Once the certification is obtained, the employee will automatically progress to the M & O Technician classification. 19.4.7. Step progression for M & O Technicians and Specialists in the Traffic Maintenance Shop: 19.4.7.1. (Formerly Traffic Tech 1) Traffic Maintenance Shop employees hired under the M & O Technician classification shall obtain a Class B CDL and IMSA Sign and Markings Level 1 certification within two (2) yea...
Sample 1
Salary Steps and Progression. [Subsections 19.4.1-19.4.5 and 19.4.7-19.4.9 are omitted] 19.4.6. Step progression for Maintenance & Operations Workers in Road Shops: A Road Shop employee hired under this classification must obtain the following certifications within twelve (12) months of hire or transfer:
Sample 1

Related to Salary Steps and Progression

  • Salary Steps 1. Employees hired into trainee-level positions (Targeted Local Hire) shall be hired at Step 1 and shall remain on Step 1 for the duration of a twelve (12) month probationary period. 2. Employees hired into non-trainee positions shall be hired at Step 2 (or appropriate higher step in accordance with applicable MOU provisions or LAAC Section 4.90). 3. Employees shall remain on Steps 2 and 3 for nine (9) months each. 4. Steps 4 through 8 are separated by two (2) premium levels (Step 4 is one [1] premium level above Step 3). Employees shall advance to each subsequent step after twelve (12) months. 5. Steps 9 through 12 are separated by one (1) premium level (Step 9 is one [1] premium level above Step 8). Employees shall advance to each subsequent step after twelve (12) months.

  • Salary Progression 1. For the purposes of determining annual progression from one step to the next, each teacher’s performance will be assessed annually against the appropriate professional standards. 2. When setting performance expectations and development objective(s) with individual teachers for the coming year, the appropriate professional standards against which the teacher is to be assessed should be confirmed between the teacher and the employer. 3. For each teacher to progress annually to their next salary step they will need to demonstrate that they meet the appropriate professional standards.

  • Salary Scale The salary scale applicable to Employees shall be set out hereinafter in the Wage Schedule.

  • Work Plans Tenant shall prepare and submit to Landlord for approval schematics covering the Tenant Improvements prepared in conformity with the applicable provisions of this Work Letter (the “Draft Schematic Plans”). The Draft Schematic Plans shall contain sufficient information and detail to accurately describe the proposed design to Landlord and such other information as Landlord may reasonably request. Landlord shall notify Tenant in writing within ten (10) business days after receipt of the Draft Schematic Plans whether Landlord approves or objects to the Draft Schematic Plans and of the manner, if any, in which the Draft Schematic Plans are unacceptable. Landlord’s failure to respond within such ten (10) business day period shall be deemed approval by Landlord. If Landlord reasonably objects to the Draft Schematic Plans, then Tenant shall revise the Draft Schematic Plans and cause Landlord’s objections to be remedied in the revised Draft Schematic Plans. Tenant shall then resubmit the revised Draft Schematic Plans to Landlord for approval, such approval not to be unreasonably withheld, conditioned or delayed. Landlord’s approval of or objection to revised Draft Schematic Plans and Tenant’s correction of the same shall be in accordance with this Section until Landlord has approved the Draft Schematic Plans in writing or been deemed to have approved them. The iteration of the Draft Schematic Plans that is approved or deemed approved by Landlord without objection shall be referred to herein as the “Approved Schematic Plans.”

  • Power Factor Design Criteria (Reactive Power A wind generating plant shall maintain a power factor within the range of 0.95 leading to 0.95 lagging, measured at the Point of Interconnection as defined in this LGIA, if the ISO’s System Reliability Impact Study shows that such a requirement is necessary to ensure safety or reliability. The power factor range standards can be met using, for example without limitation, power electronics designed to supply this level of reactive capability (taking into account any limitations due to voltage level, real power output, etc.) or fixed and switched capacitors if agreed to by the Connecting Transmission Owner for the Transmission District to which the wind generating plant will be interconnected, or a combination of the two. The Developer shall not disable power factor equipment while the wind plant is in operation. Wind plants shall also be able to provide sufficient dynamic voltage support in lieu of the power system stabilizer and automatic voltage regulation at the generator excitation system if the System Reliability Impact Study shows this to be required for system safety or reliability.

  • Salary Scales ‌ 2.5.1 Effective from 1 January 2024, and subject to the Remuneration provisions in the Terms of Settlement, a 4% increase will apply to all paid and printed rates. The following Allied Divisions shall refer to the applicable schedules for their scales: MIT, UCOL and Otago. 2.5.2 Effective from 1 January 2025, kaimahi will be translated into the following salary scale, which includes the 4% salary increase: Band Step (N/A for UCOL and TOPNZ) Scale Scale 2025 (4%) 40 hours Band Step(N/A for UCOL and TOPNZ Scale 2025 (4%) Scale 2025 (4%)

  • Progression For progression for all classifications under this agreement, refer to Schedules A to D.

  • Target Population TREATMENT FOR ADULT (TRA) Target Population

  • Longevity Steps STEP 19 = 11 years of, full-time service in the Murrieta Valley Unified School District with the exception of broken service caused by an allowable necessity in accordance with the definition of “Allowable Necessity” contained in Appendix F “Definition of Terms.” STEP 22 = 14 years of, full-time service in the Murrieta Valley Unified School District with the exception of broken service caused by an allowable necessity in accordance with the definition of “Allowable Necessity” contained in Appendix F “Definition of Terms.” STEP 25 = 17 years of, full-time service in the Murrieta Valley Unified School District with the exception of broken service caused by an allowable necessity in accordance with the definition of “Allowable Necessity” contained in Appendix F “Definition of Terms.” STEP 28 = 20 years of, full-time service in the Murrieta Valley Unified School District with the exception of broken service caused by an allowable necessity in accordance with the definition of “Allowable Necessity” contained in Appendix F “Definition of Terms.”

  • Power Factor Design Criteria Developer shall design the Large Generating Facility to maintain an effective power delivery at demonstrated maximum net capability at the Point of Interconnection at a power factor within the range established by the Connecting Transmission Owner on a comparable basis, until NYISO has established different requirements that apply to all generators in the New York Control Area on a comparable basis. The Developer shall design and maintain the plant auxiliary systems to operate safely throughout the entire real and reactive power design range. The Connecting Transmission Owner shall not unreasonably restrict or condition the reactive power production or absorption of the Large Generating Facility in accordance with Good Utility Practice.

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