Placement on appointment Sample Clauses
The 'Placement on appointment' clause defines how and where an individual will be assigned within an organization upon being hired or promoted. Typically, this clause specifies the department, role, or location to which the appointee will report, and may outline any conditions or flexibility regarding the initial placement. Its core function is to ensure both parties have a clear understanding of the appointee's starting position, reducing ambiguity and potential disputes about job assignments at the outset of employment.
Placement on appointment. 3B.5.1 The employer will determine job descriptions and / or other written requirements and the applicable Work Matrix Grade for all positions as part of the recruitment process.
3B.5.2 Upon appointment to an administration position, the employee’s role must be placed in a Work Matrix Grade using the Administration Support Staff Work Matrix Table set out in 3B.2.1.
3B.5.3 The Work Matrix Grade of each role will be determined by identifying one or more of the highest level skills / demands / responsibilities, as set out in the Administration Support Staff Work Matrix Table in 3B.2.1, required for the competent performance of the role. The skills / demands / responsibilities must be a routine and ongoing part of the role; isolated or one-off demands must not be included. The employer should do this using the joint NZSTA / NZEI Te Riu Roa / Ministry of Education guidance provided for this purpose.
3B.5.4 An administrator employed for two or more distinct positions, must be placed in the appropriate Work Matrix Grade for each position.
3B.5.5 The pay rate can be at any step within the minimum and maximum rates of the applicable Work Matrix Grade. In determining the applicable pay rate, the employer should also consider any particular skills and qualifications held by the administrator as well as any previous relevant paid or unpaid work experience.
3B.5.6 Where an employee has previously been employed in an administration role covered by the Administration Support Staff Pay Equity Claim Settlement, and the break in employment (including between employers) has been less than 12 months then the following applies: Based on information about their previous employment provided by the employee, placement on appointment must take into account their previous service as follows: • Where the skills / demands / responsibilities of the new role is within the same Work Matrix Grade as the previous role, the starting step should be at least the step they last held. • The employer should also consider any particular skills and qualifications held, as well as any previous relevant paid or unpaid work experience undertaken by the employee since they were last employed.
Placement on appointment. 5.2.1 An employee shall on appointment be placed at any point of steps 1 to 4 on the wage scale taking into account the minimum starting point, and:
a) previous relevant paid or unpaid work experience;
b) relevant academic or other professional qualifications;
c) the ability to recruit either within the location or generally, the specific skills and/or experience for the position.
5.2.2 Relevant experience will include service in the education sector as a teacher, therapist or school support staff.
Placement on appointment. 3C.5.1 The employer will determine job descriptions and / or other written requirements and the applicable Work Matrix Grade for all positions as part of the recruitment process.
3C.5.2 Upon appointment to a librarian or library assistant position, the employee’s role must be placed in a Work Matrix Grade using the Librarian and Library Assistants’ Work Matrix Table set out in clause 3C.2.
3C.5.3 A librarian or library assistant employed for two or more distinct positions, must be placed in the appropriate Work Matrix Grade for each position.
3C.5.4 The pay rate can be at any step within the minimum and maximum rates of the applicable Work Matrix Grade. In determining the applicable step, the employer should also consider any particular skills and qualifications held by the librarian or library assistant as well as any previous relevant paid or unpaid work experience.
3C.5.5 Where an employee has previously been employed in a librarian or library assistant role covered by the Librarians and Library Assistants’ Pay Equity Claim Settlement, and the break in employment (including between employers) has been less than 12 months then the following applies: Based on information about their previous employment provided by the employee, placement on appointment must take into account their previous service as follows: • Where the skills / demands / responsibilities of the new role is within the same Work Matrix Grade as the previous role, the starting step should be at least the step they last held. • The employer should also consider any particular skills and qualifications held, as well as any previous relevant paid or unpaid work experience undertaken by the employee since they were last employed.
Placement on appointment. 3.1.5.1 The employer will determine job descriptions and / or other written requirements and the applicable Work Matrix Grade for all positions as part of the recruitment process.
3.1.5.2 Upon appointment as a Kaiārahi i te Reo, the employee’s role must be placed in a Work Matrix Grade using the Kaiārahi i te Reo Work Matrix Table set out in clause 3.1.2.2.
3.1.5.3 The Work Matrix Grade of each role will be determined by identifying one or more of the highest level skills / demands / responsibilities, as set out in the Kaiārahi i te Reo Work Matrix Table in clause 3.1.2.2, required for the competent performance of the role. The skills / demands / responsibilities must be a routine and ongoing part of the role; isolated or one-off demands must not be included. The employer should do this using the joint NZSTA / NZEI Te Riu Roa / Ministry of Education guidance provided for this purpose.
3.1.5.4 A Kaiārahi i te Reo employed for two or more distinct positions, must be placed in the appropriate Work Matrix Grade for each position.
3.1.5.5 The pay rate can be at any step within the minimum and maximum rates of the applicable Work Matrix Grade. In determining the applicable pay rate, the employer should also consider any particular skills and qualifications held by the Kaiārahi i te Reo as well as any previous relevant paid or unpaid work experience, the level of responsibility required for the position, the level of te reo Māori and understanding of ngā tikanga Māori required for the position, and the ease or difficulty in recruiting and / or retaining the specific skills and / or experience required for the position.
3.1.5.6 Where an employee has previously been employed as a Kaiārahi i te Reo, and the break in employment (including between employers) has been less than 12 months then the following applies: Based on information about their previous employment provided by the employee, placement on appointment must take into account their previous service as follows: ▪ Where the skills / demands / responsibilities of the new role is within the same Work Matrix Grade as the previous role, the starting step should be at least the step they last held.
Placement on appointment. 3D.5.1 The employer will determine job descriptions and / or other written requirements and the applicable Work Matrix Grade for all positions as part of the recruitment process.
3D.5.2 Upon appointment to a science technician position, the employee’s role must be placed in a Work Matrix Grade using the Science Technicians’ Work Matrix Table set out in clause 3D.2.
Placement on appointment. An employee shall on appointment be placed at any point of steps 1 to 4 on the wage scale taking into account the minimum starting point, and:
Placement on appointment. 3D.5.1 The employer will determine job descriptions and / or other written requirements and the applicable Work Matrix Grade for all positions as part of the recruitment process.
3D.5.2 Upon appointment to a science technician position, the employee’s role must be placed in a Work Matrix Grade using the Science Technicians’ Work Matrix Table set out in clause 3D.2.
3D.5.3 A science technician employed for two or more distinct positions, must be placed in the appropriate Work Matrix Grade for each position.
3D.5.4 The pay rate can be at any step within the minimum and maximum rates of the applicable Work Matrix Grade. In determining the applicable step, the employer should also consider any particular skills and qualifications held by the science technician as well as any previous relevant paid or unpaid work experience.
3D.5.5 Where an employee has previously been employed in a science technician role covered by the Science Technicians’ Pay Equity Claim Settlement, and the break in employment (including between employers) has been less than 12 months then the following applies: Based on information about their previous employment provided by the employee, placement on appointment must take into account their previous service as follows: • Where the skills / demands / responsibilities of the new role is within the same Work Matrix Grade as the previous role, the starting step should be at least the step they last held. • The employer should also consider any particular skills and qualifications held, as well as any previous relevant paid or unpaid work experience undertaken by the employee since they were last employed.
Placement on appointment. 4.1 The employer will determine job descriptions and / or other written requirements and the applicable Work Matrix Grade for all positions as part of the recruitment process.
Placement on appointment. 4B.4.1 The employer will determine job descriptions and / or other written requirements and the applicable Work Matrix Grade for all positions as part of the recruitment process.
4B.4.2 Upon appointment to a librarian or library assistant position, the employee’s role must be placed in a Work Matrix Grade using the Librarian and Library Assistants’ Work Matrix Table set out in clause 4B.2.
4B.4.3 A librarian or library assistant employed for two or more distinct positions, must be placed in the appropriate Work Matrix Grade for each position.
4B.4.4 The pay rate can be at any step within the minimum and maximum rates of the applicable Work Matrix Grade. In determining the applicable step, the employer should also consider any particular skills and qualifications held by the librarian or library assistant as well as any previous relevant paid or unpaid work experience.
4B.4.5 Where an employee has previously been employed in a librarian or library assistant role covered by the Librarians and Library Assistants’ Pay Equity Claim Settlement, and the break in employment (including between employers) has been less than 12 months then the following applies: Based on information about their previous employment provided by the employee, placement on appointment must take into account their previous service as follows: