Pay Progression. Except for an employee to whom Sub-Clauses 18.11.3, 18.11.4 or Clause 44.23 apply, an employee shall be granted pay progressions until such time as he reaches the maximum of his classification level.
Pay Progression. Relief Instructors will progress on the pay scale on the basis of 2080 compensated regular hours of work as a Relief Instructor.
Pay Progression. 45.1 Automatic annual pay point progressions do not apply to PWC.
Pay Progression. (a) Teachers shall progress to the appropriate base scale maximum shown on the scale subject to the employer attesting that the teacher has met the appropriate level of the Professional Standards for Secondary Teachers – Criteria for Quality Teaching appended as Supplement 1 to this agreement.
Pay Progression. Employees shall move to the rates of pay specified in Schedule A on the effective dates and move to the next level in the rates of pay based on completion of two thousand and eighty (2080) hours of work or paid leave. The computation of hours in this section shall not include overtime.
Pay Progression. 4.1 A new NHS Staff Council progression framework will be put in place by 1 April 2019, so that within each pay band staff will be supported to make the best use of their skills. The new progression framework is set out in Annex B.
Pay Progression. A. Pay Progression Program Effective July 1, 2013, employees will move to the thirty percent (30%) pay band model, with pay bands as provided below. Future adjustments to the pay bands will be in accordance with 47.1. Employees are brought into a pay band at the time they are assigned to a position within a classification in that pay band – whether from the outside or as a result of a promotion, in accordance with the provisions of Section 47, Compensation, including Sections 47.1(D) and 47.2(A). Effective July 1, 2013, and after the first general rate increase provided in B, below, existing employees whose pay is less than the minimum for his/her assigned pay band will be moved to the minimum of the assigned pay band and, if the increase to reach the minimum is below one and two-tenths percent (1.2%), such employees will also receive an increase of seventy-five one hundredths of one percent (0.75%). AFSCME 2013 -2017 PAY BAND 1st Quartile 2nd Quartile 3rd Quartile 4th Quartile Minimum Midpoint Maximum A $59,219 $63,660 $63,661 $68,101 $68,102 $72,542 $72,543 $76,985 B $64,444 $69,277 $69,278 $74,110 $74,111 $78,943 $78,944 $83,778 C $70,505 $75,792 $75,793 $81,080 $81,081 $86,368 $86,369 $91,657 D $77,836 $83,673 $83,674 $89,510 $89,511 $95,348 $95,349 $101,187 E $83,721 $89,999 $90,000 $96,278 $96,279 $102,557 $102,558 $108,837 F $88,760 $95,416 $95,417 $102,073 $102,074 $108,731 $108,732 $115,389 G $95,270 $102,414 $102,415 $109,560 $109,561 $116,705 $116,706 $123,851 H $101,167 $108,753 $108,754 $116,341 $116,342 $123,928 $123,929 $131,517 I $107,934 $116,028 $116,029 $124,124 $124,124 $132,218 $132,219 $140,314 Effective July 1, 2013, and after the first general rate increase provided in B, below, other employees whose base pay is within his/her assigned pay band will receive a percentage increase based upon the quartile in which their base pay (inclusive of the general rate increase in B) falls in their assigned pay band, as provided below.
Pay Progression. The clause is amended to provide for the review of progression for eligible employees through the ELC Teacher/Xxxxxx steps to be effective from 1 January each year.
Pay Progression. Teachers shall progress to the appropriate base scale maximum shown on the scale subject to the employer attesting that the teacher has met the appropriate level of the Professional Standards for Secondary Teachers – Criteria for Quality Teaching appended as Supplement 1 to this agreement. Assessment against Professional Standards A beginning teacher may have up to two assessments against the beginning teacher standards or three if registration is delayed, before assessment against the classroom teacher standards. However, beginning teachers may be assessed against the classroom teacher standards from an earlier date if progress warrants it and the teacher and appraiser agree. Teachers will be assessed against the classroom teacher criteria once fully registered or after two years in the case of teachers holding Limited Authority to Teach (LAT) status. Classroom teachers may have three assessments against the classroom teacher standards but all teachers (including LATs) will be assessed against the experienced teacher standards once they have reached their appropriate base scale maxima. The only exception is teachers who have reached their base scale maxima before having up to two assessments against the beginning teacher standards (or three if registration is delayed) and up to three assessments against the classroom teacher standards. These teachers may have up to three beginning teacher standards assessments and up to three classroom teacher standards assessments before being assessed against the experienced teacher standards. Teachers who hold units and who have assumed a specified leadership, pastoral, administrative or task-specific responsibility in respect of their unit or units will be assessed against the relevant criteria for teachers holding units together with the standards applicable to their level of experience in respect of their classroom teaching duties. When setting performance expectations and development objectives with individual teachers for the coming year, appraisers and the individual teachers shall have regard for: The number of years taught and the appropriate level of the professional standards to be applied; The subject(s), the class level(s) and the nature of classes taught; The degree to which achievement and development are expected within each criterion; Any other agreed factors. Subject to 4.2.3 (a), (b) and (c) above, pay progression applies in the following ways: All full-time and permanent part-time teachers whose sala...
Pay Progression. Up until the end of day on 31 December 2021, ELC teachers/kaiako will continue to progress as per the progression clause in the 2020 Barnardos Collective Agreement. From 1 January 2022 an employee in the position of ELC Teacher/Xxxxxx will progress through the steps on the relevant pay scale on an annual basis on 1 January, subject to competent performance. Progression can only be deferred in cases of unresolved competency or performance issues (after the process in clause 6.3.2 has been initiated.) Casual employees will be considered eligible for progression on the pay scale provided they have completed a minimum of 1440 hours provided that progression on the scale shall not occur prior to 12 calendar months service. In the instance of a Teacher/Xxxxxx taking leave without pay (other than parental leave) or sick leave without pay of over 20 days may have this taken into consideration in regard to the date of movement to the next step. Parental leave will be counted as continuous service for the purposes of progression.
