Merit Criteria Clause Samples
The Merit Criteria clause defines the standards or benchmarks that must be met for a proposal, application, or candidate to be considered for selection or advancement. Typically, this clause outlines specific qualifications, experience, skills, or performance indicators that are required, and may include scoring systems or weighted factors to assess compliance. By clearly establishing the basis for evaluation, the clause ensures a transparent and objective selection process, reducing ambiguity and potential disputes over eligibility or fairness.
Merit Criteria. In order for an employee to be considered for a merit classification it is understood that a candidate would have to score well on all of the following criteria. Conclusions should be supported with examples. Areas where the employee falls short of expectations should be discussed and suggestions for improvement should be made. It is expected that the employee will continue to strive to maintain all stated criteria.
Merit Criteria. It is agreed and understood that in order to be successful, the employee requesting a merit promotion in accordance with this Article, will need to be successful in meeting each of the eleven (11) criteria by achieving all of the stated objectives. It is expected that the employee will continue to strive to maintain all stated criteria.
Merit Criteria. In order for an employee to be considered for a merit classification it is understood that a candidate would have to score well on all of the following criteria. Conclusions should be supported with examples. Areas where the employee falls short of expectations should be discussed and suggestions for improvement should be made.
1. Core Competency and Technical Knowledge - The employee demonstrates an in-depth knowledge of their job. Keeps up-to-date of new or changing technologies or methods of work.
2. Work Performance - The employee excels on their job. Work performance is consistently above standard. The employee is relied on by others to perform work which is error free with minimal guidance or instruction.
Merit Criteria. Merit Criteria for the progression of physiotherapists and physiotherapy assistants (per clause 5.2 below) are attached as Appendix 3 to the Agreement. The employer reserves the right to amend such criteria. Prior to proceeding with any such proposal to make such an amendment, the employer will give a minimum of three months’ notice of such proposal to APEX and the staff who may be affected by such a proposal. During this period the employer will provide APEX and the relevant staff an opportunity to meet with the employer and endeavour to reach an agreement in regard to any proposal to amend the necessary criteria. Both parties will take account of the partnerships principles referred to within Appendix 1. By agreement, APEX and the employer may choose to waive such notice period. Individual criteria that have already been set and agreed to, shall not be changed without the agreement of the affected employee.
Merit Criteria. Merit Criteria for the progression of Perfusionists will be developed between the employer and the union during the term of the Agreement. Individual criteria that have already been set and agreed to, shall not be changed without the agreement of the affected employee.
Merit Criteria. Some objectives for individual
1. Core Competency and Technical Knowledge
2. Work Performance
3. Problem Solving Skills
4. Good Role Model
5. Ability to Evolve and Grow
6. Leadership
7. Ability and Willingness to train 8. Interpersonal Skills 9. Accountability, Commitment, Punctuality, and Attendance 10. Positive Attitude
Merit Criteria. In order for an employee to be considered for a merit classification it is understood that a candidate would have to score well on all of the following criteria. Conclusions should be supported with examples. Areas where the employee falls short of expectations should be discussed and suggestions for improvement should be made. It is expected that the employee will continue to strive to maintain all stated criteria.
1. Core Competency and Technical Knowledge - The employee demonstrates an in-depth knowledge of their job. Keeps up-to-date of new or changing technologies or methods of work.
2. Work Performance - The employee excels on their job. Work performance is consistently above standard. The employee is relied on by others to perform work which is error free with minimal guidance or instruction.