Setting Objectives Clause Samples

Setting Objectives. Note: eligibility includes:  on a non-automatic salary step  Current acceptable performance review. Practitioner checks for eligibility with their manager Note: it is important to have a full understanding, however access should not be denied if training is not available locally. Practitioner attends a CASP training session Note: depending on skill of practitioner, they may not need professional input at this stage. Practitioner meets with professional leader/ advisor or other professional representative and their line manager to prepare their plan (draft objectives & required evidence). Note: you may want to consider local moderation at this stage, i.e. discuss with a professional leader/ advisor from another discipline. Practitioner completes their salary progression document (objectives, evidence & timeframes) within 3 months of the performance review & commencement of their draft document (you are able to provisionally plan prior to your review to decrease time delay. Note: the one-up principle applies here. Your manager’s manager MUST sign the plan off before you start the work. Plan is signed off by one-up manager following agreement by line manager and professional leader (or representative). Note: as per local DHB performance review processes. Objectives will be reviewed regularly within the agreed timeframe and may be amended by mutual agreement between the practitioner & line manager, one-up manager and professional leader/ advisor, representative.

Setting Objectives. Practitioner checks for eligibility with their manager Note: eligibility includes: − on a non-automatic salary step − Current acceptable performance review Practitioner attends a CASP training session Note: it is important to have a full understanding, however access should not b denied if training is not available locally. Practitioner meets with professional leader/ advisor or other professional representative and their line manager to prepare their plan (draft objectives & required evidence). Note: depending on skill of practitioner, the may not need professional input at this stage. Practitioner completes their salary progression document (objectives, evidence & timeframes) within 3 months of the performance review & commencement of their draft document (you are able to provisionally plan prior to your review to decrease time delay. Note: you may want to consider local moderation at this stage, i.e. discuss with a professional leader/ advisor from another discipline. Plan is signed off by one-up manager following agreement by line manager and professional leader (or representative).

Setting Objectives. The Supervisor(s) will establish educational objectives with the Trainee within six months of beginning TEAP, with review taking place during each Annual Performance Review, or more frequently, as requested by the ACPSEM.

Setting Objectives. Note: eligibility includes:  on a non-automatic salary step  Current acceptable performance review. Practitioner checks for eligibility with their manager, including that scope exists for further progression Note: it is important to have a full understanding, however access should not be denied if training is not available locally. Practitioner attends a CASP training session Note: depending on skill of practitioner, they may not need professional input at this stage. Practitioner meets with professional leader/ advisor or other professional representative and their line manager to prepare their plan (draft objectives & required evidence). Note: you may want to consider local moderation at this stage, i.e. discuss with a professional leader/ advisor from another discipline. Practitioner completes their salary progression document (objectives, evidence & timeframes) within 3 months of the performance review & commencement of their draft document (you are able to provisionally plan prior to your review to decrease time delay. Note: the one-up principle applies here. Your manager’s manager MUST sign the plan off before you start the work. Plan is signed off by one-up manager following agreement by line manager and professional leader (or representative). Note: as per local DHB performance review processes. Objectives will be reviewed regularly within the agreed timeframe and may be amended by mutual agreement between the practitioner & line manager, one-up manager and professional leader/ advisor, representative.

Setting Objectives. Note: eligibility includes:

Setting Objectives. Practitioner checks for eligibility with their manager Note: eligibility includes:  on a non-automatic salary st  Current acceptable performa Practitioner attends a CASP training session Note: it is important to have a ful understanding, however access s denied if training is not available Practitioner meets with professional leader/ advisor or other professional representative and their line manager to prepare their plan (draft objectives & required evidence). Note: depending on skill of practi may not need professional input stage. Practitioner completes their salary progression document (objectives, evidence & timeframes) within 3 months of the performance review & commencement of their draft document (you are able to provisionally plan prior to your review to decrease time delay. Note: you may want to consider l moderation at this stage, i.e. disc professional leader/ advisor from discipline. Plan is signed off by one-up manager following agreement by line manager and professional leader (or representative). Note: the one-up principle applies manager’s manager MUST sign th before you start the work. Objectives will be reviewed regularly within the agreed timeframe and may be amended by mutual agreement between the practitioner & line manager, one-up manager and professional leader/ advisor, representative. Note: as per local DHB performan processes. Principles The principles of fairness, transparency and consistency in the application of the merit process will be achieved by:

Setting Objectives. The employee should agree with their Line Manager the objectives for merit progression no later than three months after their salary anniversary date. If the objectives are not agreed within three months any merit increase would apply 12 months after the date the objectives are agreed. Either the Employee (in writing) or their Line Manager can initiate the application for a merit step. Applications for merit step increases will only be considered if submitted within three months from the review date. If unsuccessful in achieving a merit step, the next application for a merit increase can not be initiated until the next salary anniversary date. The employee must meet the following criteria: • The employee consistently meets the requirements of both the job description and any previously set performance objectives as agreed between the employee and their manager (as part of the performance appraisal process). The employee applies the necessary skills in the appropriate way to achieve job goals and is meeting their obligations as an employee of the DHB. • Performance appraisal must occur for all employees on an annual basis. An employee’s merit process shall not be prejudiced where the process has not occurred for them through no fault of their own. In addition to meeting the requirements of the performance appraisal the employee must meet number 1 and at least two of the other criteria below: