Salary Structure. 1. The College has developed a salary structure for staff positions consisting of eleven
Salary Structure. The new wage structure will consist of two bands, one for Business Support Services and the other for Technical Operations. Each band contains three zones comprised of a minimum rate, a series of progression steps and a terminal rate. Progression through steps up to the top progression rate is time based and is subject to satisfactory performance and or successful completion of training.
Salary Structure. The wage structure will consist of three (3) bands comprised of a series of progression steps within each band. Progression through steps will be time based subject to satisfactory performance and successful completion of training.
Salary Structure. Base pay, defined as the salary of a teacher with no prior teaching experience and a Bachelor's degree with fewer than 12 semester (12) hours of graduate credit, shall be established annually by the School Board. The base pay for the 2019-20 contract year shall be $40,575.00. For the 2019-20 school year, returning teachers will receive a 2.5% increase in salary minus applicable deduction(s) based on full-time equivalency. Staff members, who are less than 1.0 FTE, will receive a prorated increase. Base pay, defined as the salary of a teacher with no prior teaching experience and a Bachelor's degree with fewer than 12 semester (12) hours of graduate credit, shall be established annually by the School Board. For teachers with no previous teaching experience, the salary will be base pay plus the appropriate cumulative differential for the number of graduate semester hours successfully completed. A teacher entering the school district with previous teaching may bring eighteen (18) years of teaching experience into the district. The superintendent will use a salary/hiring schedule which includes the salaries, years of experience and educational levels of all existing district employees. Teachers entering the district will be paid in alignment with current employees with similar experience and education levels. If it is in the best interest of the district, the superintendent has the discretion in placing a new teacher within the hiring structure using criteria other than years of experience and educational differentials. Any vacancy that remains unfilled after July 1st, or any position that is vacated after July 1st, the Board may offer a one-time signing bonus, not to exceed $2,000, to the successful candidate as an incentive to accept the contract offer. (Note: The signing bonus is a one-time payment and would not be repeated for the same employee in extension of this contract if a new contract is not ratified.)
Salary Structure.
14.1 The 5-level broad-banded salary structure described in Schedule A is designed to maintain skill levels across the full range of jobs, i.e. whether administrative, technical, general or professional; to ensure a remuneration base for positions requiring the same skill levels; and to create a simplified classification structure.
Salary Structure. The parties hereto agree that the schedule below shall constitute the base annual salary schedule for 2080 hours per year. April 1, 2013 $100,268 April 1, 2016 $102,790 April 1, 2014 $100,268 April 1, 2017 $104,332 April 1, 2015 $101,271 The pay rates shown above shall be applied throughout the term of the contract. The base rate of a Captain shall not fall below 110% of the base rate of a fully tenured Lieutenant. All members of the bargaining unit shall participate in Direct Deposit for all Township pays.
Salary Structure. With effect from 1st January 2015 the salary structure for:-
(a) Non-Clerical;
(b) General Xxxxxxxx; and
Salary Structure. Definitions
1. Contrary to article 1.4 of the collective labour agreement, the following terms are used for the application of this chapter:
a. Hourly wage: the hourly wage is the wage based on classification in one of the job scales applicable to this chapter.
Salary Structure. The salary program for Okemos Administrators is based on a plan whereby:
Salary Structure. Effective July 1, 2013 the following Salary Structure A (UMBC UPO I – IV Salary Structure) will be used to place current sworn police officers in the bargaining unit on a new salary structure. Based on current job title and annual salary as of June 30, 2013, officers will move to the next available step in Structure A. Any officer below the minimum of the new range will be placed at the new minimum. After initial step placement, Salary Structure B (UPO I - UPO IV Salary Structure) will be used to hire new sworn police officers, and to adjust the salary(ies) of any sworn police officer in the bargaining unit upon subsequent job reclassification, acting capacity pay, merit and any Cost of Living Adjustment (COLA). Provided that merit pay increases are approved by the General Assembly and implemented by the University System of Maryland Board of Regents, officers shall receive the appropriate merit pay increases in salary within his/her rank and pay range pending a rating of “effective” or higher on the annual performance evaluation and the availability of budgeted funds.
