Merit Level Clause Samples

The Merit Level clause defines the standard or threshold of quality, performance, or achievement that must be met under the agreement. In practice, this clause may specify criteria such as minimum acceptable grades, performance metrics, or other benchmarks that parties must attain to fulfill their obligations. By clearly establishing these standards, the clause ensures that expectations are transparent and measurable, reducing ambiguity and potential disputes over whether contractual requirements have been satisfied.
Merit Level. The Senior ENG Editor, Senior ENG Camera and Senior ENG Technician are positions considered as “merit”. It is understood by the parities that these positions are not vacant and are not posted pursuant to Article 8. An employee who wishes to be promoted to a “Senior” position will be required to fulfill the requirements of Article 16.4.1, 16.4.2, 16.4.3.
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Merit Level. Once an employee has attained top of scale in their respective classification and completed one (1) full year at that level they can apply for a merit increase. The “merit level” shall be five percent (5%) above the top level within their wage classification. The employee must score well on all of the merit criteria.
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Merit Level. 1 for Medical Receptionist / Administration Staff/Health Promotion/Kaiāwhina 1. Exemplary performance of routine medical receptionist /administration duties. 2. Financial Management including at least four of the bulleted items below: ▪ Electronic transfer of GMS/ACC/Immunisation/Maternity Claims ▪ PHO funding – import/export of data ▪ Participate in wage processing ▪ Management of debt collection ▪ Payment of creditors ▪ Cashbook ▪ GMS/ACC/Insurance reconciliation ▪ Locum payments 3. Responsibility for rostering and staff cover 4. Utilising relevant second language skills 5. Supervision and/or mentoring of staff 6. Advanced technical medical typing where it is a significant part of the employee’s role 7. Relevant second language e.g.: Te Reo, Sign Language 8. NZQA level 4 Qualification, Relevant Qualification or higher 9. Clinical assistant skills An employee will be eligible for Merit Level 1 where the employee meets three or more of the responsibilities listed above.
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Merit Level. 2 for Medical Receptionist / Administration Staff/ Health Promotion/Kaiāwhina 1. Consistently high involvement in administration roles such as: procurement/purchasing, IT management, staff/office management. 2. Consistently high involvement over and above JD for to improve outcomes for population serving. 3. Relief of Practice Manager or Team Leader 4. Undertaking the responsibilities of the Health and Safety Officer, Infection control, Union delegate for the practice An employee will be eligible for Merit Level 2 where the employee meets two or more of the responsibilities listed above.
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Merit Level. ­‐ A Senior designation may be earned by any employee by reaching the stated criteria through the process provided herein. A senior designation shall be considered as “merit”. It is understood by the parties that these positions are not vacant and are not posted. The company reserves the right to determine the number of senior designations that are awarded each year.
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Related to Merit Level

  • Benefit Level The primary care clinics available through each plan administrator are assigned a Benefit Level. The Benefit Levels are outlined in the benefit chart below. Primary care clinics may be in different Benefit Levels for different plan administrators. Family members may be enrolled in clinics that are in different Benefits Levels. Employees and their dependents may change to clinics in different Benefit Levels during the annual open enrollment. Employees and their dependents may also elect to move to a clinic in a different Benefit Level within the same plan administrator up to two (2) additional times during the plan year. Unless the individual has a referral from his/her primary care clinic, there are no benefits for services received from providers in Benefit Levels that are different from that of the primary care clinic in which the individual has enrolled.

  • Formal Level (1) Level I - within fifteen (15) days after the occurrence of the alleged violation, misinterpretation, or misapplication of a provision of this Agreement, the grievant must present the grievance in writing on the approved form or lose the right to grieve. The form shall contain a clear, concise statement of the grievance, including the provision or provisions of this Agreement alleged to have been violated, misinterpreted, or misapplied; the circumstances involved, the decision rendered at the informal level, and the specific remedy sought. The immediate supervisor shall hold a hearing with the grievant, and shall communicate the decision in writing to the grievant within seven (7) days after receiving the grievance. In the event the immediate supervisor fails to conduct a hearing and render a decision in writing within seven days, the grievant shall notify the Superintendent, who shall convene a hearing with the immediate supervisor and the grievant within seven (7) days after notification, and direct the immediate supervisor to render a decision in writing. Such a directed decision shall be made within three (3) days. (2) Level II - In the event the grievant is not satisfied with the decision at Level I, the grievant may appeal the decision on the approved form to the Superintendent or his/her designee within seven (7) days of the receipt of the Level I decision. The form shall include a copy of the original grievance, the decision at Level I, and a clear and concise statement of the reason for the appeal. The Superintendent or his designee shall hold a hearing with the parties and render a written decision within ten (10) days of the receipt of the appeal. (3) Level III - In the event the grievant is not satisfied with the decision at Level II, the Association may advise the District within seven (7) days of receipt of the Level II decision of its intent to request a mediator from the California State Conciliation Mediation Service.

  • Staffing Levels To the extent legislative appropriations and PIN authorizations allow, safe staffing levels will be maintained in all institutions where employees have patient, client, inmate or student care responsibilities. In July of each year, the Secretary or Deputy Secretary of each agency will, upon request, meet with the Union, to hear the employees’ views regarding staffing levels. In August of each year, the Secretary or Deputy Secretary of Budget and Management will, upon request, meet with the Union to hear the employees’ views regarding the Governor’s budget request.

  • Peer Review Dental Group, after consultation with the Joint ----------- Operations Committee, shall implement, regularly review, modify as necessary or appropriate and obtain the commitment of Providers to actively participate in peer review procedures for Providers. Dental Group shall assist Manager in the production of periodic reports describing the results of such procedures. Dental Group shall provide Manager with prompt notice of any information that raises a reasonable risk to the health and safety of Group Patients or Beneficiaries. In any event, after consultation with the Joint Operations Committee, Dental Group shall take such action as may be reasonably warranted under the facts and circumstances.

  • STATEWIDE ACHIEVEMENT TESTING When CONTRACTOR is a NPS, per implementation of Senate Bill 484, CONTRACTOR shall administer all Statewide assessments within the California Assessment of Student Performance and Progress (“CAASPP”), Desired Results Developmental Profile (“DRDP”), California Alternative Assessment (“CAA”), achievement and abilities tests (using LEA-authorized assessment instruments), the Fitness Gram, , the English Language Proficiency Assessments for California (“ELPAC”), and as appropriate to the student, and mandated by LEA pursuant to LEA and state and federal guidelines. CONTRACTOR is subject to the alternative accountability system developed pursuant to Education Code section 52052, in the same manner as public schools. Each LEA student placed with CONTRACTOR by the LEA shall be tested by qualified staff of CONTRACTOR in accordance with that accountability program. ▇▇▇ shall provide test administration training to CONTRACTOR’S qualified staff. CONTRACTOR shall attend LEA test training and comply with completion of all coding requirements as required by ▇▇▇.