Common use of Application of All Salary Scales Clause in Contracts

Application of All Salary Scales. Employees at Bay of Plenty and Taranaki DHBs will translate onto the salary scales set out below in accordance with Schedule 7. 5.1 Clinical Physiologists – Cardiac, Respiratory & Sleep (formerly known as Cardiac/Pulmonary/Respiratory Technologists and Sleep Technologists/Scientists) - 5.1.1 Progression through the scale from step 1 to step 5 shall be by way of automatic annual increment. Attention is drawn to the annual review provisions (clause 5.9 below). 5.1.1 The salary steps above the automatic steps provide employees with a pathway for career development. Progression from step 5 shall be through operation of the merit progression process set out in schedule 4 to a maximum of step 8, except as provided below. 5.1.2 Where an employee is required to undertake; advanced clinical/technical practice, leadership and / or management responsibilities, they shall be able to progress beyond step 8. The employer will determine the appropriate salary and range within the scale for such employees, based on the duties, responsibilities and scope of their role having regard to the above. Progression Progression from Step 1 to Step 2 shall be on the achievement of the minimum practical competencies required to operate within the discipline autonomously. The employee shall progress to Step 3 after 12 months on Step 2. Progression from Step 3 of the Provisional Clinical Physiologist Salary Scale to the Clinical Physiology Salary Scale occurs when the employee has met the requirements for registration. 5.2 Renal/Dialysis Physiologists (aka Renal/Dialysis Technicians) Progression 5.2.1 Progression through the scale from step 1 to step 5 shall be by way of automatic annual increment. 5.2.2 Progression from step 5 to step 6 is dependent on the achievement of mutually agreed objectives, which are set prospectively when the employee reaches the top automatic salary step. This would normally occur in conjunction with the employee’s annual performance review. 5.2.3 The employee will write to the team leader/ manager requesting a meeting to set objectives. In the event that the manager and the employee cannot agree on the objectives the employee may consult with APEX. 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. 5.2.4 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. The assessment shall commence 12 months after the objectives have been set with any movement arising from this assessment being back dated to 12 months from the date the employee wrote to his/her team leader/ manager under 5.2.3 above. 5.2.5 Progression occurs not earlier than the anniversary date of the employee’s movement to step 5. 5.2.6 The salary steps above step 6 provide employees with a pathway for career development. Progression from Step 8 shall be through operation of the merit progression process set out in schedule 4 to a maximum of step 10, except as provided below. 5.2.7 Where an employee is required to undertake; advanced clinical/technical practice, leadership and / or management responsibilities, they shall be able to progress beyond step 8. The employer will determine the appropriate salary and range within the scale for such employees, based on the duties, responsibilities and scope of their role having regard to the above. 5.3 Clinical Physiology Technicians (formerly known as Cardiac Respiratory Technicians)

Application of All Salary Scales. Employees at Bay of Plenty and Taranaki DHBs will translate onto the salary scales set out below in accordance with Schedule 7. 5.1 Clinical Physiologists – Cardiac, Respiratory & Sleep (formerly known as Cardiac/Pulmonary/Respiratory Technologists and Sleep Technologists/Scientists) - 5.1.1 Progression through the scale from step 1 to step 5 7 shall be by way of automatic annual increment. Attention is drawn to the annual review provisions (clause 5.9 below). 5.1.1 5.1.2 The salary steps above the automatic steps provide employees with a pathway for career development. Progression from step 5 Step 8 shall be through operation of the merit progression process set out in schedule 4 to a maximum of step 810, except as provided below. 5.1.2 5.1.3 Where an employee is required to undertake; advanced clinical/technical practice, leadership and / or management responsibilities, they shall be able to progress beyond step 810. The employer will determine the appropriate salary and range within the scale for such employees, based on the duties, responsibilities and scope of their role having regard to the above. . a) Provisional Clinical Physiologists Progression Progression from Step 1 to Step 2 shall be on the achievement of the minimum practical competencies required to operate within the discipline autonomously. The employee shall progress to Step 3 after 12 months on Step 2. Progression from Step 3 of the Provisional Clinical Physiologist Salary Scale to the Clinical Physiology Salary Scale occurs when the employee has met the requirements for registration. 5.2 Renal/Dialysis Physiologists (aka Renal/Dialysis Technicians) Progression 5.2.1 Progression through the scale from step 1 to step 5 7 shall be by way of automatic annual increment. 5.2.2 Progression from step 5 7 to step 6 8 is dependent dependant on the achievement of mutually agreed objectives, which are set prospectively when the employee reaches the top automatic salary step. This would normally occur in conjunction with the employee’s annual performance review. 5.2.3 The employee will write to the team leader/ manager requesting a meeting to set objectives. In the event that the manager and the employee cannot agree on the objectives the employee may consult with APEX. 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. 5.2.4 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. The assessment shall commence 12 months after the objectives have been set with any movement arising from this assessment being back dated to 12 months from the date the employee wrote to his/her team leader/ manager under 5.2.3 above. 5.2.5 Progression occurs not earlier than the anniversary date of the employee’s movement to step 57. 5.2.6 The salary steps above step 6 8 provide employees with a pathway for career development. Progression from Step 8 shall be through operation of the merit progression process set out in schedule 4 to a maximum of step 10, except as provided below. 5.2.7 Where an employee is required to undertake; advanced clinical/technical practice, leadership and / or management responsibilities, they shall be able to progress beyond step 810. The employer will determine the appropriate salary and range within the scale for such employees, based on the duties, responsibilities and scope of their role having regard to the above. 5.3 Clinical Physiology Technicians (formerly known as Cardiac Respiratory Technicians)