New Benchmarks Sample Clauses

New Benchmarks. A benchmark classification system with an underlying point factor plan is utilized to classify jobs. The Employer is responsible for developing new benchmarks. When a new benchmark is developed, the Employer will evaluate the benchmark using the point factor plan, and will assign a pay grade. The Employer will provide new benchmarks to the Union for the purpose of reviewing the job evaluation points and pay grade. The Union has thirty (30) days to object to the job evaluation points and/or pay grade. In the case of objection, the parties will engage in discussions and attempt to resolve the matter. Where the Employer and Union can’t resolve the dispute over job evaluation points and/or pay grade, the matter may be referred to an arbitrator for expedited arbitration, in accordance with Article 31.04.
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New Benchmarks. The Parties agree to include revised benchmark (attached) for BM 366 Investigative Officer (MEIA) and to revise reference job DS–09 Deputy Sheriff as part of the Public Service Job Evaluation Plan. Signed on behalf of the BCGEU: Signed on behalf of the BCPSA: Date: Date: The Parties agree that a Grid Range 33 will be added to the Public Service Job Evaluation Plan effective April 1, 2007. Grid 33 will encompass all positions with a cumulative point rating of greater than 1044 points. All positions currently rated at 1045 points and greater will be reclassified to Grid 33 effective April 1, 2007. The salary range for Grid 33, prior to the adjustments scheduled for 14th Master Agreement, shall be: 33 1 67,257.43 2,577.97 36.8281 Signed on behalf of the BCGEU: Signed on behalf of the BCPSA: Date: Date: The Parties agree that Correctional Officers R15 & Child and Youth Mental Health Social Worker (R 24) will receive an adjustment equating to Grid 16 and 25 respectively. For all purposes of the Collective Agreement, the two referenced classifications will be considered to be Grid 16 and 25 respectively. *This Memorandum applies solely to those positions where a recognized Master’s degree is a requirement of the position. This memorandum pertains to the application of the Memorandum of Agreement dated March 11, 2003 respecting “Transfer of Compliance Operations and Motor Carrier Department Programs from the Insurance Corporation of BC (ICBC) to the Province”. Under the terms of that agreement, employees receiving a salary in excess of the maximum salary for the position with the Province are subject to further downward salary adjustments on October 1, 2006 and October 1, 2007. It is hereby agreed that the MoA of March 11, 2003 is amended to the extent that further downward salary adjustments scheduled for October 1, 2006 and October 1, 2007 are cancelled and instead, affected employees shall be afforded salary protection provided by Clause 27.7 based on salary in place on March 31, 2006. There shall be a moratorium on classification appeals concerning the application of the CTI classification series for one year following the date of signing. Further, all current classification appeals are hereby withdrawn (▇▇▇▇▇ et al) Delete
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Related to New Benchmarks

  • Benchmarks 2.1 Benchmarks set forth the overall scope and level of responsibility and the typical duties by which jobs or positions are distinguished and classified under the Classification System. 2.2 Benchmarks also set forth the range or level of qualifications appropriate for a position classified to the level of the benchmark(s). 2.3 Benchmarks do not describe jobs or positions. They are used to classify a wide diversity of jobs by identifying the scope and level of responsibilities.

  • Performance Indicators The HSP’s delivery of the Services will be measured by the following Indicators, Targets and where applicable Performance Standards. In the following table: INDICATOR CATEGORY INDICATOR P=Performance Indicator E=Explanatory Indicator M=Monitoring Indicator 2022/23 Organizational Health and Financial Indicators Debt Service Coverage Ratio (P) 1 ≥1 Total Margin (P) 0 ≥0 Coordination and Access Indicators Percent Resident Days – Long Stay (E) n/a n/a Wait Time from Home and Community Care Support Services (HCCSS) Determination of Eligibility to LTC Home Response (M) n/a n/a Long-Term Care Home Refusal Rate (E) n/a n/a Quality and Resident Safety Indicators Percentage of Residents Who Fell in the Last 30 days (M) n/a n/a Percentage of Residents Whose Pressure Ulcer Worsened (M) n/a n/a Percentage of Residents on Antipsychotics Without a Diagnosis of Psychosis (M) n/a n/a Percentage of Residents in Daily Physical Restraints (M) n/a n/a

  • Performance Expectations The Charter School’s performance in relation to the indicators, measures, metrics and targets set forth in the CPF shall provide the basis upon which the SCSC will decide whether to renew the Charter School’s Charter Contract at the end of the charter term. This section shall not preclude the SCSC from considering other relevant factors in making renewal decisions.

  • Performance Framework Service Agreements are a central component of the NSW Health Performance Framework which documents how the Ministry of Health monitors and assesses the performance of public sector health services to achieve expected service levels, financial performance, governance and other requirements.

  • Service Objectives D4.1 The Services will: a. be relevant to the health, support and care needs of each Resident, recognising their cultural and/or spiritual values, individual preferences and chosen lifestyles; b. provide a homelike and safe environment for each Resident; c. facilitate and assist the meeting of each Resident’s social, spiritual, cultural and recreational needs; d. provide the opportunity for each Resident wherever possible, or the Resident’s family/whānau or nominated representative (if any), to be involved in decisions affecting the Resident’s life; and e. acknowledge the significance of each Resident’s family/whānau and chosen support networks.