Common use of Progression Rules Clause in Contracts

Progression Rules. 8.3.1 For Steps 1 – 7 inclusive above, progression will occur by annual increment at anniversary date. 8.3.2 The Additional Progression Step process is distinct from the Recognition Step process. 8.3.3 Progression from the Step 7 to the additional progression step is dependent on the achievement of agreed objectives, which are set prospectively when the employee reaches Step 7. These objectives should align with the qualities of an experienced practitioner, with the appropriate level of the Guidelines of Expectation of Professional Practice (GEPP) document which provides guidance on these and reflects the expected professional/technical skills and personal attributes. 8.3.4 The parties acknowledge that it is the individual employee’s decision and responsibility to initiate the processes associated with the additional progression step. To commence the process the employee will write to the team leader/ manager requesting a meeting to set objectives. 8.3.5 The discussion and setting of objectives for additional progression would normally occur in conjunction with the employee’s annual performance review. 8.3.6 In the event that the manager and the employee cannot agree on the objectives the employee may consult with the relevant union. If there is still no agreement the manager will set the objectives. This objective setting process is to be completed in three months of the employee requesting the meeting. 8.3.7 The assessment against these objectives shall commence 12 months after the objectives have been set. Any movement arising from this assessment shall be effective from 12 months after the date the employee wrote to their team leader/manager under clause 4 above, provided that: i. Progression shall not occur earlier than the anniversary date of the employee’s movement to the top automatic step. ii. Progression will not be denied where the employer has failed to engage in the objective setting process and/ or the assessment of whether or not the objectives have been achieved. iii. Progression to the additional progression step is not available to employees who are below Step 7. 8.3.8 The two recognition progression steps (steps 9 and 10) provide those practitioners in a non-designated role with a pathway for career progression and salary review appropriate to their individual, profession and service requirements. 8.3.9 The parties note that there is a wide variety of merit progression processes currently in place. The Merit Processes contained in various collective agreements covered by this settlement will generally be subsumed by Recognition Progression Steps. 8.3.10 The process for access to and progression through the Recognition Steps is set out in Appendix 1 of this agreement. 8.3.11 An employee who has had their salary rate maintained following the translation to the new clinical/degree-qualified core scale shall move onto Recognition Step 10 from 4 December 2023, where that rate is at or above their maintained salary. They shall also receive a one-off lump sum payment of $4,000 less the difference between the maintained salary and the Recognition Step 10 rate, pro-rated for contracted FTE. 8.3.12 Where an employee’s maintained salary remains above the rate for Recognition Step 10 at 4 December 2023, they shall receive a one-off lump sum payment of $4,000, pro- rated to their contracted FTE. 8.3.13 Should an individual in receipt of a lump sum under 8.3.11 or 8.3.12 be subsequently deemed to have been in a designated position and is translated to the Designated Positions scale in accordance with the agreed review process then this lump sum shall be offset against any salary payment owing.

Progression Rules. 8.3.1 5.3.1 For Steps 1 – 7 inclusive above, progression will occur by annual increment at anniversary date. 8.3.2 5.3.2 The Additional Progression Step process is distinct from the Recognition Step process. 8.3.3 5.3.3 Progression from the Step 7 to the additional progression step is dependent on the achievement of agreed objectives, which are set prospectively when the employee reaches Step 7. These objectives should align with the qualities of an experienced practitioner, with the appropriate level of the Guidelines of Expectation of Professional Practice (GEPP) document which provides guidance on these and reflects the expected professional/technical skills and personal attributes. 8.3.4 5.3.4 The parties acknowledge that it is the individual employee’s decision and responsibility to initiate the processes associated with the additional progression step. To commence the process the employee will write to the team leader/ manager requesting a meeting to set objectives. 8.3.5 5.3.5 The discussion and setting of objectives for additional progression would normally occur in conjunction with the employee’s annual performance review. 8.3.6 5.3.6 In the event that the manager and the employee cannot agree on the objectives the employee may consult with the relevant union. If there is still no agreement the manager will set the objectives. This objective setting process is to be completed in three months of the employee requesting the meeting. 8.3.7 5.3.7 The assessment against these objectives shall commence 12 months after the objectives have been set. Any movement arising from this assessment shall be effective from 12 months after the date the employee wrote to their team leader/manager under clause 4 above, provided that: i. Progression shall not occur earlier than the anniversary date of the employee’s movement to the top automatic step. ii. Progression will not be denied where the employer has failed to engage in the objective setting process and/ or the assessment of whether or not the objectives have been achieved. iii. Progression to the additional progression step is not available to employees who are below Step 7.. Recognition Progression Steps 8.3.8 5.3.8 The two recognition progression steps (steps 9 and 10) provide those practitioners in a non-designated role with a pathway for career progression and salary review appropriate to their individual, profession and service requirements. 8.3.9 5.3.9 The parties note that there is a wide variety of merit progression processes currently in place. The Merit Processes contained in various collective agreements covered by this settlement will generally be subsumed by Recognition Progression Steps. 8.3.10 5.3.10 The process for access to and progression through the Recognition Steps is set out in Appendix 1 2 of this agreement.. Employees with Protected Salaries Post-Pay Equity Settlement 8.3.11 5.3.11 An employee who has had their salary rate maintained following the translation to the new clinical/degree-qualified core scale shall move onto Recognition Step 10 from 4 December 2023, where that rate is at or above their maintained salary. They shall also receive a one-off lump sum payment of $4,000 less the difference between the maintained salary and the Recognition Step 10 rate, pro-pro- rated for contracted FTE. 8.3.12 5.3.12 Where an employee’s maintained salary remains above the rate for Recognition Step 10 at 4 December 2023, they shall receive a one-off lump sum payment of $4,000, pro- pro-rated to their contracted FTE. 8.3.13 Should an individual in receipt of a lump sum under 8.3.11 or 8.3.12 be subsequently deemed to have been in a designated position and is translated to the Designated Positions scale in accordance with the agreed review process then this lump sum shall be offset against any salary payment owing.