Common use of Application of Salary Scale Clause in Contracts

Application of Salary Scale. Full Time Salary Rates The following salaries are expressed in full time forty hour per week rates. Where an employee’s normal hours of work is less than forty per week the appropriate salary for those hours shall be calculated as a proportion of the forty hour rate. Designated Positions The salary scale provides for the appointment of staff to Designated Positions. These are positions that have been formally established as Designated Positions by the employer. Designated Positions are positions commonly involving both advanced clinical practise /leadership and/or management responsibilities. Holders of Designated Positions usually have job titles, for example, Team Leader, Section Head, or Professional Advisor and appointment normally occurs after advertising of the position. The employer will determine the appropriate salary for appointment to a Designated Position having regard to the duties, responsibilities and scope of the position relative to other positions in the DHB with similar duties, responsibilities and scope. Movement on the scale will be by way of the appropriate scheduled merit provisions. Placement of New Employees on the Salary Scale When determining the appropriate placement of new employees on the automatic steps of the scale the employer will take into account the employee’s years of experience in the occupation. Additional Progression Step Progression from the top automatic salary step to the additional progression step is dependent on the achievement of mutually agreed objectives, which are set prospectively when the employee reaches the top automatic salary step. The employee will write to the team leader/ manager requesting a meeting to set objectives. The discussion and setting of objectives for additional progression would normally occur in conjunction with the employee’s annual performance review. 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. 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 his/her team leader/ manager under clause 5.1.4.2 above. Progression shall not occur earlier than the anniversary date of the employee’s movement to the top automatic step. 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. Progression to the additional progression step is not available to employees who are below the top automatic salary step. Merit Progression The salary scale provides movement to salary steps above the automatic steps that provide employees with a pathway for career development within their professional role. Employees on these steps will be required to function at an advanced level. The process providing for movement through these steps is set out in the Appendix to this Agreement. Management of Expectations. The parties agree that there are limits to the extent to which employees may progress using the merit processes and criteria in the schedule. The employer will determine the extent of merit progression available to each position. Progression is dependent on the scope, responsibilities, service needs and opportunities available in NDHB or service in which the employee works. These limitations should become apparent during the discussion required for objective setting under the merit processes.