Common use of Progression Criteria Clause in Contracts

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 Union or other representative, or refer to Part 10 of the Employment Relations Act 2000. Dated this 12th day of May 2025 Minimum standards of behaviour and performance are necessary so that a harmonious and safe environment may exist in the workplace. It is expected that all parties will act in a responsible manner towards each other. The Employer has the right to summarily dismiss an employee for serious misconduct where it is determined that the behaviour is extreme. Less serious misconduct should be corrected before disciplinary action is invoked and the Employer agrees to, if necessary, assist employees whose conduct in relation to behaviour or performance is not acceptable. Any employee is entitled to know the likely consequences of their actions while employed by the Employer and to be offered the benefit of representation when their employment may be affected in dealings with the Employer.

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 exsisting PDRP criteria crietia 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 Union or other representative, or refer to Part 10 of the Employment Relations Act 2000. Dated this 12th 11th day of May 2025 April 2024 Minimum standards of behaviour and performance are necessary so that a harmonious and safe environment may exist in the workplace. It is expected that all parties will act in a responsible manner towards each other. The Employer has the right to summarily dismiss an employee for serious misconduct where it is determined that the behaviour is extreme. Less serious misconduct should be corrected before disciplinary action is invoked and the Employer agrees to, if necessary, assist employees whose conduct in relation to behaviour or performance is not acceptable. Any employee is entitled to know the likely consequences of their actions while employed by the Employer and to be offered the benefit of representation when their employment may be affected in dealings with the Employer.