Common use of Designated Positions Clause in Contracts

Designated Positions. a) Some salary scales provide 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/technical 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. b) 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 (refer to 5.1.5 and 5.2.7). c) Where an employee in a designated position considers that the duties and responsibilities of their position have increased significantly since their position was last reviewed, they may request in writing that their employer re-evaluate their position. This review shall be undertaken through the following process: i. The employer and employee agree on current job description or update the job description as necessary. ii. The employer compares the employee position with similar positions that have already been job sized/ scoped, looking at factors such as education, experience, complexity, scope of work, problem solving, scope for decision making, impact of decision making, breadth and function of activities, authority exercised, supervisory and managerial responsibility. iii. Within six weeks of receipt of the review request, the employer makes a decision regarding the salary level and placement comparable with other positions assessed as being of a similar size/ scope and advises the employee in writing of the decision including a summary of the assessment of comparable positions. iv. A two week period will be available for the employee to consider the outcome. Once agreed any changes to pay will be processed. v. An employee who remains dissatisfied will make a submission to the DHB panel, outlining in writing the reasons for disagreement. This shall occur within two weeks of receipt of the information under iv. above. The information submitted under v. above will be assessed by a panel appointed by the CEO of the DHB plus one person appointed by the PSA. The CEO will consider the panel’s recommendation before conveying his/her decision to the employee in writing.

Designated Positions. a) Some salary scales provide 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/technical 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. b) 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 (refer to 5.1.5 and 5.2.7clause 5.2.6). c) Where an employee in a designated position considers that the duties and responsibilities of their position have increased significantly since their position was last reviewed, they may request in writing that their employer re-evaluate their position. This review shall be undertaken through the following process: i. The employer and employee agree on current job description or update the job description as necessary. ii. The employer compares the employee position with similar positions that have already been job sized/ scoped, looking at factors such as education, experience, complexity, scope of work, problem solving, scope for decision making, impact of decision making, breadth and function of activities, authority exercised, supervisory and managerial responsibility. iii. Within six weeks of receipt of the review request, the employer makes a decision regarding the salary level and placement comparable with other positions assessed as being of a similar size/ scope and advises the employee in writing of the decision including a summary of the assessment of comparable positions. iv. A two week period will be available for the employee to consider the outcome. Once agreed any changes to pay will be processed. v. An employee who remains dissatisfied will make a submission to the DHB panel, outlining in writing the reasons for disagreement. This shall occur within two weeks of receipt of the information under iv. above. The information submitted under v. above will be assessed by a panel appointed by the CEO of the DHB plus one person appointed by the PSA. The CEO will consider the panel’s recommendation before conveying his/her decision to the employee in writing.

Designated Positions. a) Some salary scales provide 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/technical 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. b) 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 (refer to 5.1.5 and 5.2.7). c) Where an employee in a designated position considers that the duties and responsibilities of their position have increased significantly since their position was last reviewed, they may request in writing that their employer re-evaluate their position. This review shall be undertaken through the following process: i. The employer and employee agree on current job description or update the job description as necessary. ii. The employer compares the employee position with similar positions that have already been job sized/ scoped, looking at factors such as education, experience, complexity, scope of work, problem solving, scope for decision making, impact of decision making, breadth and function of activities, authority exercised, supervisory and managerial responsibility. iii. Within six weeks of receipt of the review request, the employer makes a decision regarding the salary level and placement comparable with other positions assessed as being of a similar size/ scope and advises the employee in writing of the decision including a summary of the assessment of comparable positions. iv. A two week period will be available for the employee to consider the outcome. Once agreed any changes to pay will be processed. v. An employee who remains dissatisfied will make a submission to the DHB panel, outlining in writing the reasons for disagreement. This shall occur within two weeks of receipt of the information under iv. above. The information submitted under v. (v) above will be assessed by a panel appointed by the CEO of the DHB plus one person appointed by the PSA. The CEO will consider the panel’s recommendation before conveying his/her decision to the employee in writing.

Designated Positions. a) Some salary scales provide 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/technical 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. b) 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 (refer to 5.1.5 and 5.2.7clause 5.2.6). c) Where an employee in a designated position Designated Position considers that the duties and responsibilities of their position have increased significantly since their position was last reviewed, they may request in writing that their employer re-evaluate their position. This review shall be undertaken through the following process: i. The employer and employee agree on current job description or update the job description as necessary. ii. The employer compares the employee position with similar positions that have already been job sized/ scoped, looking at factors such as education, experience, complexity, scope of work, problem solving, scope for decision making, impact of decision making, breadth and function of activities, authority exercised, supervisory and managerial responsibility. iii. Within six weeks of receipt of the review request, the employer makes a decision regarding the salary level and placement comparable with other positions assessed as being of a similar size/ scope and advises the employee in writing of the decision including a summary of the assessment of comparable positions. iv. A two week period will be available for the employee to consider the outcome. Once agreed any changes to pay will be processed. v. An employee who remains dissatisfied will make a submission to the DHB panel, outlining in writing the reasons for disagreement. This shall occur within two weeks of receipt of the information under iv. above. The information submitted under v. above will be assessed by a panel appointed by the CEO of the DHB plus one person appointed by the PSA. The CEO will consider the panel’s recommendation before conveying his/her decision to the employee in writing.