Appointment and Advancement. This agreement shall be for the period commencing July 1, 2020 through and including June 30, 2021. Reappointment to succeeding years of training will depend on the house officer’s satisfactory academic and professional performance, the availability of funding, and continuation of the training program. If the appropriate department decides that the house officer’s agreement shall not be renewed prior to the house officer’s completion of the training program, written notice of nonrenewal specifying the reason for nonrenewal shall be given to the house officer. The house officer shall have the right to file an appeal under the house officer appeal procedure. The house officer must pass USMLE Step 3 or COMLEX Exams or Part II of the Medical Council of Canada Qualifying Exam to advance to the HO III level. For a house officer who does not meet this requirement, the house officer’s program director may apply to the GMEC for a one-time extension of the requirement for a period of 6 months or less. Until the requirement is met, the house officer will not advance to the HO III level. At the end of the extension, if the requirement is not met, the house officer will be dismissed.
Appointment and Advancement. The HSP accepts enrollment in the Program from <<startdate>>to <<enddate>> (the “Term”) and agrees to fulfill the educational requirements of the Program during the entire Term. Enrollment in the Program shall qualify the HSP as a trainee at Xxxxxxxxx University. The Parties anticipate that this Agreement or a renewal Agreement shall be entered into each year for the duration of the Program unless terminated or not renewed by the University. (For provisions regarding advancement and termination of Agreement see institutional and program policies. Institutional policies can be found at xxxxx://xxxxxxxxx.xxxxxxxxx.xxx/residencies-fellowships/graduate-medical-education-office/policies . A HSP’s Agreement may be terminated for the reasons set out in the Corrective Action Policy. A HSP’s Agreement may be non-renewed as set forth in the Institutional Policy for Resident Eligibility, Selection, Evaluation, and Advancement Policy. A HSP in jeopardy of non-promotion should refer to the Institutional Policy for Resident Eligibility, Selection, Evaluation, and Advancement Policy and Grievance Policy. Notice By HSP of Intent to Non-Renew; Liquidated Damages. A HSP who decides he or she will not continue in the Program following the end of any Term must notify the Program Director four months prior to the end of the Term of their intention to leave the Program after completing the Term (the “Notice”). A HSP’s failure to give proper notice will cause the Program to suffer damages that will be difficult to ascertain with certainty. For that reason, the parties agree as follows: if the HSP fails to give proper Notice, the HSP will owe the Program, as liquidated damages, and not as a penalty, a sum of money equal to $10,000 (the “Liquidated Damages”). The parties agree that the Liquidated Damages represent a reasonable estimate of the damages the Program will suffer as a result of the HSP’s failure to give proper Notice. The HSP agrees that the Program will withhold the final paycheck which would otherwise be payable to the HSP if the HSP fails to give the proper Notice. In addition, the HSP will pay any remaining owed Liquidated Damages no later than the last day of the Term, if the Program does not withhold the entire amount owed from the HSP’s final paycheck for whatever reason. In the event there are extenuating circumstances which result in the HSP’s failure to give proper notice, the HSP will have the right to take the matter before a subcommittee of the Graduate Med...
Appointment and Advancement. A NTT faculty member may be appointed initially at any title, appropriate to his/her qualifications, experience and responsibilities as determined by the relevant department(s). Each NTT faculty member will be assigned a home department. The home department will make the decision regarding advancement using the criteria and standards of the department. However, service in other departments will be credited to the candidate’s total FTE in regard to eligibility for advancement.
Appointment and Advancement. Appointing Officers may appoint employees to any step, at any time, in the salary grade which does not exceed the maximum of the salary grade. If there are no steps within the salary grade, the Appointing Officer may appoint employees to any place within the grade at any time, providing that the placement does not exceed the salary grade maximum.
Appointment and Advancement. A. Probationary Period, Step Placement, and Advancement
Appointment and Advancement. Step 1 is the normal starting rate of pay. An employee shall serve twelve months in this class before becoming eligible for advancement to Step 2. Thereafter, the employee shall serve one year in a step prior to eligibility for advancement to the next step. At the discretion of the Chief of Police, a new employee may be appointed at a higher step, in which case the employee must serve one year before becoming eligible for a step advancement. Step advancements shall be granted upon a Meets Standards employment evaluation. When a normal step advance is denied, it may be reconsidered at any time, and if advancement occurs, the employee shall serve one year in the new step before becoming eligible for advancement to the next step.
Appointment and Advancement. This agreement shall be for the period commencing July 1, 2015 through and including June 30, 2016. Reappointment to succeeding years of training will depend on the house officer’s satisfactory academic and professional performance, the availability of funding, and continuation of the training program. If the appropriate department decides that the house officer’s agreement shall not be renewed prior to the house officer’s completion of the training program, written notice of nonrenewal specifying the reason for nonrenewal shall be given to the house officer. The house officer shall have the right to file an appeal under the house officer appeal procedure. The house officer must pass USMLE Step 2 or COMLEX Exams to advance to the HO II level and must pass USMLE Step 3 or COMLEX Exams or Part II of the Medical Council of Canada Qualifying Exam to advance to the HO III level. House officers who do not meet these requirements will be placed on unpaid leave for a maximum of 6 months in order to prepare for and pass the exam. Failure to pass the required examination by the end of this leave period will result in dismissal from the program. The house officer’s program director may apply to the GMEC for a one-time extension of the requirement for a period of 6 months or less. The letter must present compelling reasons for the extension and must be co-signed by the house officer. At the end of the extension, if the requirements are not met, the house officer will go on unpaid leave and must pass the test within 6 months as above. Until the requirements are met, the house officer will not advance in pay level. Some programs may have additional requirements for advancement.
Appointment and Advancement. This agreement shall be for the period commencing July 1, 2017 through and including June 30, 2018. Reappointment to succeeding years of training will depend on the house officer’s satisfactory academic and professional performance, the availability of funding, and continuation of the training program. If the appropriate department decides that the house officer’s agreement shall not be renewed prior to the house officer’s completion of the training program, written notice of nonrenewal specifying the reason for nonrenewal shall be given to the house officer. The house officer shall have the right to file an appeal under the house officer appeal procedure. The house officer must pass USMLE Step 2 or COMLEX Exams to advance to the HO II level. The house officer must pass USMLE Step 3 or COMLEX Exams or Part II of the Medical Council of Canada Qualifying Exam to advance to the HO III level. For a house officer who does not meet this requirement, the house officer’s program director may apply to the GMEC for a one-time extension of the requirement for a period of 6 months or less. Until the requirement is met, the house officer will not advance to the HO III level. At the end of the extension, if the requirement is not met, the house officer will be dismissed.
Appointment and Advancement. A. Probationary Period for Police Personnel The probationary period for sworn positions (Police Officer and Police Sergeant, including laterals)newly hired police officers, excluding laterally transferred personnel or promoted personnel, shall be twelveeighteen (1218) months. The probationary period shall not include any time served in a non-sworn capacity (e.g., as a Pre-Service Police Officer). The City has the right to extend an employee’s probation as follows:
Appointment and Advancement
