Progression Through Pay Bands Sample Clauses

Progression Through Pay Bands. It is understood that the “broad salary bands” shall be used to determine the progression of individuals in their career development through performance and achievement of competency levels. The initial placement of jobs into any new “salary bands” shall be performed through agreement of the parties according to the accountabilities, size and complexity of the positions. Employees shall be placed into these salary bands at their current base salary level. It is understood that the initial placement shall include a “grandparenting” principle for anyone who may be subject to any reductions as a result of the movement onto the bands. The progression of individual employees through the established “salary bands” shall be governed by the assessment of individual capability relative to the requirements of the job defined in the form of the agreed upon competencies. Each salary band shall be divided into salary zones that correspond to the three (3) levels of individual development: • Developmental • Mature • Expert An annual assessment of competency level will be conducted for each Society represented employee by their manager, using the established and agreed upon competency reference points. It is understood that the reviews shall also be conducted to provide coaching and feedback throughout the year. It is understood that the quarterly reviews shall include precise information and constructive feedback to the employee with regard to any areas wherein the employee requires development and improvement. 32 temporary employeeS Intent: Temporary employees are employees hired for short-term work assignments which are not ongoing and/or where there are no available qualified regular employees to perform the work. The impact on employment continuity should be an important consideration in the decision to hire temporary employees.
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Related to Progression Through Pay Bands

  • Incremental Progression Three (3) Year Trained Teacher - Professional Development

  • Step III 12.5.1 If the employee desires to appeal the grievance to Step III, the employee shall complete the appropriate appeal section of the grievance form, sign the appeal, and present the grievance to the Municipal Employee Relations Officer or designee within five (5) working days following receipt of the written decision at Step II.

  • STEP II 18.3.2.1 If the employee desires to appeal the grievance to Step II, the grievance shall be reduced to writing and presented to the Department Director or his/her designated representative, within five (5) working days following the receipt of the immediate supervisor's oral reply.

  • Progression For progression for all classifications under this agreement, refer to Schedules A to D.

  • COSTS DISTRIBUTED THROUGH COUNTYWIDE COST ALLOCATIONS The indirect overhead and support service costs listed in Schedule A (attached) are formally approved as actual costs for the 2012-13 fiscal year and as estimated costs for the 2014-15 fiscal year on a "fixed with carry-forward" basis. These costs may be included as part of the costs of the county departments indicated effective July 1, 2014, for further allocation to federal grants and contracts performed by the respective county departments.

  • Step 2 (a) If the grievance is not resolved at Step 1, the grievant or designated representative may submit the grievance in writing on a grievance form as contained in Appendix B of this Agreement, to the Agency Head or designated representative within 10 days following receipt of the decision at Step 1. The grievance form must contain the same information as the grievance filed at Step 1. The grievance shall include a copy of the grievance form submitted at Step 1, together with the written response and documents in support of the grievance.

  • STEP IV If the Association and/or grievant is not satisfied with the disposition of the grievance at Step III, it may, within ten (10) working days after the decision of the Board, refer the matter for arbitration to the American Arbitration Association in writing and request the appointment of an arbitrator to hear the grievance. If the parties cannot agree upon an arbitrator, he/she shall be selected in accordance with the rules of the American Arbitration Association, except each party shall have the right to peremptorily strike not more than three (3) from the list of arbitrators. Neither party may raise a new defense or ground at Step IV not previously raised or disclosed at other written steps.

  • Step 3 i. The employer shall review the particulars of the complaint as provided by the complainant pursuant to Article E.2.3.b.i. The employer may request further particulars from the complainant. Upon the conclusion of such a review, the employer shall:

  • Bilingual Differential When formally assigned in the employee’s position description, an employee assigned to interpret to or from another language to English will receive a differential of five percent (5%) of base pay.

  • Step I 18.3.1.1 An employee may present the grievance orally either directly or through the Union representative to the immediate supervisor. The grievance must be presented within ten (10) working days following the event or events on which the grievance is based. The immediate supervisor shall make whatever investigation is necessary to obtain the facts pertaining to the grievance. Within ten (10) working days after receiving the oral grievance, the immediate supervisor shall give the employee an oral reply.

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