Progression. All increases authorized by this Section shall be effective at the start of the pay period nearest to the supervisor’s anniversary date. Appointing Authorities may withhold step increases because of unsatisfactory service, with written notice to the supervisor. Increases so withheld may subsequently be granted upon certification by the Appointing Authority that the supervisor has achieved a satisfactory level. If an Appointing Authority fails to give the supervisor written notice prior to the supervisor’s anniversary date that a step increase is to be withheld because of less than satisfactory performance, the increase shall be granted. The substantive judgment of the supervisor’s superior regarding his/her performance is not grievable/arbitrable; however, the withholding of a step increase is grievable/arbitrable.
Progression. Progression step increases may be granted for employees with progression dates if they are eligible for progression steps according to the provisions of this section. All step increases authorized by this Section shall be granted on a semi-annual or annual basis based on satisfactory performance. Step increases shall be effective at the beginning of the pay period nearest to the employee’s progression date, as defined below. Individual progression dates for those employed prior to July 1, 2007 shall be as determined on July 1, 2007 pursuant to the provisions of the 2007-2009 Collective Bargaining Agreement. The progression date for employees hired or promoted on or after July 1, 2007 shall be the last date of hire or promotion. Appointing Authorities may withhold step increases because of unsatisfactory performance with written notice to the employee. Increases so withheld may subsequently be granted upon certification by the Appointing Authority that the employee has achieved a satisfactory level of performance. Granting an employee a delayed performance increase shall not change the employee’s progression date. If an Appointing Authority fails to give the employee written notice that a step increase is to be withheld prior to the employee’s progression date, the increase shall be granted.
Progression. All increases authorized by this section shall be effective at the start of the pay period nearest to the anniversary date of required service. Employees may receive a one-step salary increase annually on their anniversary date, provided their performance is satisfactory, up to and including the maximum salary rate for their class. Authorized increases shall be recommended in the context of performance measured against specific performance standards or objectives. Increases will not be recommended for employees in this schedule who have not met, or only marginally attained, performance standards or objectives. In such cases, the employee shall be notified in writing, before the employee’s annual anniversary date, of the reason(s) for not recommending the increases. Increases withheld may subsequently be granted upon certification by the Agency that the employee is achieving performance standards or objectives. The substantive judgment of the employee's superior regarding his/her performance is not a grievable or arbitrable matter; however, the withholding of a step increase is grievable and arbitrable. The anniversary date for all persons employed on or before May 30, 1973, shall be May 30. For those reinstated from a leave of absence during the period May 30, 1973, through June 30, 1975, the anniversary date shall be the month and date of such reinstatement. After June 30, 1975, reinstatement from a leave of absence shall not change an employee's anniversary date. For all employees employed, promoted, reinstated after resignation or retirement, or re-employed after May 30, 1973, the anniversary date shall be the month and date of such action.
Progression. For progression for all classifications under the Agreement, refer to Schedules A to D. 20. Recognition of Service and Experience (Nursing Classifications only) 20.1 From the time of commencement of employment an Employee has two months in which to provide documentary evidence to the Employer detailing any other relevant service or experience not disclosed at the time of commencement. This evidence, in the absence of other documentary evidence, may take the form of a statutory declaration.
Progression. Progression through the salary range for nurses shall be one step at a time and shall be automatic on an annual basis, and the step increase shall be effective at the beginning of the pay period following the later of the nurse’s anniversary or adjusted anniversary date of employment as a nurse.
Progression. This target takes a broad strategic approach by considering FET Provision in terms of the programmes that are primarily focused on facilitating progression to other further education and training and higher education courses. The D-PER spending review identified programmes which had a predominantly progression focus and to ensure consistency with this review, the measuring of progression outcomes under Target 2 was related only to programmes within this category. It is also acknowledged that PLC provision has an important role in facilitating progression, particularly to higher education, yet the categorisation approach to ensure consistency with the spending review within the targets, where a programme can only be either predominantly labour market focused OR predominantly progression focused, meant that it was only included in the former when setting proposed ETB contributions in the formal target template. However, each ETB has been asked to articulate the current level of progression from PLC provision, and state any ambition for change in the progression rate over the lifetime of the agreement. Given the focus on this area and wider national work of FET to HE transitions, it is expected that the current rate of progression to HE from PLC across all ETBS will be at least maintained between 2018 and 2020. Full-Time Justice Workshops Bridging & Foundation Training Specialist Training Programmes Youthreach Community Training Centres
Progression. To the grade of Director of Finance subject to the following: • Availability of vacancy in the grade of Director of Finance; • Satisfactory staff performance assessment report; • A minimum of five (5) years in the grade of Chief Accountant ; • Success at competitive selection interview conducted by the Ghana Education Service Council in consultation with Public Services Commission.
Progression. An employee primarily engaged in responsibilities which are prescribed by B.1.2(g) will, if full-time, progress to pay point 2 on completion of 12 months’ industry experience, or if part-time, on completion of 1976 hours of industry experience. Industry experience means 12 months of relevant experience gained over the previous 3 years.