Progression Criteria Sample Clauses
The Progression Criteria clause defines the specific benchmarks or conditions that must be met for a project or agreement to advance to its next phase. Typically, this clause outlines measurable deliverables, milestones, or performance standards that parties must achieve, such as completing a prototype or obtaining regulatory approval, before additional resources are committed or subsequent stages begin. Its core practical function is to ensure that progress is objectively assessed and that both parties have clear expectations, thereby reducing the risk of misunderstandings or premature advancement in the project.
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Progression Criteria. In order to achieve progression to the next point on an incremental scale a member of the academic staff is expected to have shown satisfactory performance in the following criterion areas in accordance with sub-clause 21.3:
22.4.1. Undertaken such teaching duties as may have been allocated by the supervisor in consultation with the member of staff;
22.4.2. Contributed, through research, scholarly writing, publication, creative works in the arts, professional practice or in other ways to the advancement of and application of knowledge;
22.4.3. Participated in the administration of the University and/or provided leadership and undertaken such administrative duties in the organisational unit as might have been assigned by the supervisor;
22.4.4. Participated in the academic performance enhancement and career development scheme and undertaken such professional or personal development activities as might have been agreed during that process; and,
22.4.5. Contributed service to the relevant discipline through professional activity, continuing education, consultancy, conference organisation or other similar activity relevant to the work of the institution.
Progression Criteria. The Council intends the basis for progression within the grade to remain unchanged i.e. based on length of service.
Progression Criteria. The Council intends to revise the basis for progression and introduce contribution related progression criteria. Until such time as a contribution-based scheme is implemented, progression within the grade will be based on length of service.
Progression Criteria. Progression between the steps 1 - 3 for Enrolled Nurses and 1 – 5 for Registered Nurses/Health Advisors will be automatic, subject to the following criteria: • 12 months service on each step • Successful completion of mandatory training • Demonstrated satisfactory performance • Has completed a performance review (failure on the part of management to undertake a review will not prevent movement to the next step, if all criteria are met.) From 1 November 2022 an employee can access step 6 of the Registered Nurse wage scale on confirmation to the employer of a post graduate certificate relevant to nursing practice. It shall remain the employees responsibility to notify the employer of this confirmation and provided the employee has spent no less than 12 months on the previous wage step they shall transition to step 6 from the date the employer was informed and confirmed certification. This is an alternative to accessing Step 6 via the existing PDRP criteria set out above. Employees are encouraged to raise any issues that they may have regarding their employment with their Manager. Please note that an employee may choose to be represented at any stage in the process. Raise the problem with your manager and discuss it informally with him or her. You could ask a support person, NZNO or other representative to approach your manager or Employer if you do not feel comfortable doing so. Alternatively, you can be accompanied by a support person, your Union or other representative when you make the approach. If your informal discussions with your Manager do not resolve your problem, you could write to your Manager setting out: • Your perception of what the problem is, and • Your suggested solutions You may want to seek help from a support person, your Union or other representative when writing this letter. Alternatively, a support person, your Union or other representative can write the letter for you. Your manager will then respond to your letter within 14 days advising: • His or her views on the problem, and • Any suggested solutions Arrange to meet with your Manager to discuss the problem and attempt to resolve it. This meeting should take place as soon as practicable after the exchange of letters. You can choose to have your Union or other representative or support person present at this meeting. If you do not resolve your problem informally with your Manager, the Employment Mediation Services are available to assist you. You should also seek advice from your Unio...
Progression Criteria. The progression criteria for all positions will be based on the Individual Departmental Criteria and the Competency Matrix. Both will be openly available to Employees, so that they are aware of the specific requirements for progression. Individual Departmental Criteria will be developed and maintained within departments by the departmental leadership team in agreement with Subject Matter Experts. Criteria will consist of competence descriptors and common compulsory performance- based criteria that will apply to all positions. The Competency Matrix will be available on the NPA intranet and maintained as a live document, outside of this agreement to ensure that progression requirements remain current. Note: A Department Manager or ELT member may provide approval where an employee does not wish to participate in the progression assessment process.
Progression Criteria. All employees will be encouraged and assisted to progress to the highest level personally attainable consistent with the needs of the workplace and subject at least to the companies operational requirements, the availability of training, and the availability of promotional opportunities
Progression Criteria. Progression between steps one (1) to three (3) will be confirmed after completion of one year, provided the job-holder has a thorough grounding in all aspects of the position as outlined in the job description, is performing competently and has maintained standards.
Progression Criteria. 8 An employee who has successfully passed probation in a classification that provides for 9 progression to the next higher classification can progress from any pay step upon recommendation of
Progression Criteria. LSU will establish the criteria for progression through, and successful completion of, the IAP and subsequent admission into the University (“Progression Criteria”). In no event will the Progression Criteria be more stringent than the criteria for students seeking direct admission to LSU. Potential changes to the Progression Criteria will be determined no later than May 1 of the year preceding the start of the academic year during which such changes would take effect. Upon successful completion of the Progression Criteria: (i) undergraduate Conditional IAP Students who earned sufficient academic credits in the IAP to qualify as a sophomore at the University (currently 30 qualifying credit hours) will be admitted with Advanced Standing; (ii) undergraduate Non-Conditional IAP Students will simply continue into their sophomore year, or graduate program, as applicable; and (iii) graduate Conditional IAP Students will be admitted to a relevant graduate program.