Salary development Sample Clauses

The 'Salary development' clause outlines the terms and conditions under which an employee's salary may increase over time. Typically, this clause specifies the criteria for salary adjustments, such as performance reviews, length of service, or company-wide pay scales, and may set out the frequency and process for salary reviews. Its core practical function is to provide transparency and predictability regarding future compensation, helping both employer and employee understand how and when salary changes may occur.
Salary development. The following general structural salary increases will be given: • 2.5% as of 1 January 2022 • 2.5% as of 1 January 2023
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Salary development. Salaries have been structurally increased by 1.6% as of 1 January 2017. Training and career development‌ The training and development budget will be increased by 0.8%, from 1.2% to 2% of the annual wage sum. Employees are increasingly required to work longer, and also under (possibly) changing circumstances. Therefore, parties aim to further reinforce work orientation and professional development, versatile employability and career orientation for employees in all phases of their lives and careers.
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Salary development. As of 1 January 2024, a general structural salary increase of 5% will be given and a fixed sum of € 150.
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Salary development. Starting from 1 July 2023, the amounts in scales 1 up to and including 10 structurally rise by 150 euros gross. The amounts in scales 11 and 12 structurally rise by 100 euros gross. The maximums of job grades 11 and 12 then additionally rise by one extra step. Employees who have already been assigned to the maximum of these two job grades, receive the new maximum as from 1 July. For scale 11 parties have added an extra start-up step at the bottom. The increased amounts in scales 1 up to and including 12 consequently rise as well, starting by 6.36% from 1 July. Scales 13 and up receive a pay rise of 6.36%. Depending on the scale to which an employee is assigned, the employee will thus receive a pay rise between 13.8% and 6.36%. These measures will result in pay rises amounting to 11.33% and 10.45% respectively for employees who are assigned at the maximum amounts of scales 11 and 12. The pay rises are paid, at the latest and with retroactive effect, together with the salary due for September 2023. Together with the salary for September, all employees who are employed by a university of applied sciences at that moment receive a nonrecurring pensionable benefit amounting to € 833 gross pro rata their employment. The new salary table is attached in appendix 1.
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Salary development. Within the framework of the Collective Labour Agreement for Dutch Universities for the period from 1 April 2023 until 30 June 2024, the following has been agreed with regard to salary development: On 1 August 2023, the salaries of university employees who are employed by a Dutch university will receive a general increase of 9.0%. This salary increase will be paid no later than September 2023. In addition, university employees1 who are employed by a Dutch university on 1 August 2023 will receive a one-off lump sum payment in September 2023. For employees on a full-time contract, the amount of this lump-sum payment will be €1,200 gross for employees on the minimum hourly wage for the university sector, €1,000 gross for employees in salary scales up to and including scale 9 and €800 gross for employees in salary scales from scale 10. The salary increase will also be affected by the release of pre-pension and life-course savings (vroegpensioen en levensloop, VPL). The parties to the collective labour agreement currently assume a VPL release of 1.5% of the salary increase. If the actual VPL release is higher than 1.5%, the part for 2023 that is over 1.5% will be paid out as a one-off lump sum under the next collective labour agreement and consistently included in the margin for salary increases from 2024 onwards. If the Pensions Board and/or ABP decides to use part of the VPL release to fund the new pension contract, this part of the VPL release will be offset against the margin for salary increases in the next collective labour agreement.
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Related to Salary development

  • Career Development The City and the Union agree that employee career growth can be beneficial to both the City and the affected employee. As such, consistent with training needs identified by the City and the financial resources appropriated therefore by the City, the City shall provide educational and training opportunities for employee career growth. Each employee shall be responsible for utilizing those training and educational opportunities made available by the City or other institutions for the self- development effort needed to achieve personal career goals.

  • Employee Development The Employer may provide employees the opportunity to participate in appropriate seminars, workshops or short courses. When possible and appropriate the Employer will provide to all staff information on seminars, workshops or short courses by posting a notice on the Employer’s internal web site.

  • Job Development ‌ a. Does the district conduct or access job development services to expand job opportunities for TA and SNAP participants? Yes No If Yes, select how the district participates in job development activities. District staff contacts employers to solicit jobs for TA and SNAP Participants. Describe below how this is done, including number of staff, frequency of contacts, etc. Self Sufficiency Supervisory Staff members promote the hiring of Temporary Assistance clients through the use of the Transitional Employment Advancement Program (TEAP). MCDSS offers periodic job interviews with 60 - 75 TA recipients (concentrating on the Safety Net Singles) to fill vacant positions with companies who may participate with TEAP or OJT. Daily, job openings are received from area employers and reviewed by the Self Sufficiency staff for possible applicant matching. All jobs are posted in our waiting rooms, handed out at our front windows, given during recertification interviews or employment assessments for clients and applicants to review and submit applications to. To find additional employers, intranet searches of employment web sites, phone calls, cold calls, and mailings are made to employers in the area to explain the TEAP and OJT contracts along with information about Tax Incentives. Self Sufficiency staff also attend Job Fairs, as they arise to speak with employers and discuss the benefits of hiring a client currently on Public Assistance. Individuals that are eligible for TEAP or OJT are also given a TEAP brochure and OJT literature to use to advise potential employers that they are eligible for TEAP or OJT if they are hired. The Employment Coordinator receives notifications of job postings from various Monroe County vendors, we then try to match clients with these positions. MCDSS screens recipients for job skills matching current openings at an employer. MCDSS then schedules recipients to come to office and have a job interview here in the building. We assist with online application filing and interview preparation before the interview is conducted with the employer. MCDSS receives notifications of community job fairs and advises employable individuals to attend. MCDSS is able to have a sign in table at these events and are able to mentor individuals and offer support during the fair. District contracts or has an agreement with another agency to contact employers and solicit jobs for TA and/or SNAP participants. Describe below how this is done, including number of staff, frequency of contacts, etc. RochesterWorks, Inc. - There are 3 full-time staff dedicated to employer outreach on the RochesterWorks Business Services team. Outreach is done on a daily basis in a variety of ways such as through daily job posts on behalf of business, presentations to business/industry associations and groups like the local ▇▇▇▇▇▇▇▇ of Commerce, Pro-ROC (Professional Recruiters of Rochester) and other networks; one-on-one meetings at employers’ worksites, virtually, over the phone or via email; virtual and in-person recruitment events; and monthly business newsletters. RochesterWorks also engages employers referred by our local county Economic Development Department as well as the Department of Labor, to promote and connect job seekers with hiring companies. In addition to free job posting, recruitment events, and promotion, RochesterWorks offers work-based training grants in the form of On-the-Job Training (partial wage subsidy) and Transitional Jobs (fully subsidized). Career Systems currently refers Job Seekers from a number of programs to area job fairs. They will continue this and consider a referral to a job fair to be equivalent to a referral to potential employment; it will be a condition of continued eligibility for the program. They will facilitate, monitor and report this attendance and participation. Career Systems will also develop relationships with hiring agencies that will allow groups of participants to be interviews at the job site. Career Systems staff will facilitate, monitor and report attendance at these functions.

  • Curriculum Development This includes the analysis and coordination of textual materials; constant review of current literature in the field, some of which are selected for the college library collection, the preparation of selective, descriptive materials such as outlines and syllabi; conferring with other faculty and administration on curricular problems; and, the attendance and participation in inter and intra-college conferences and advisory committees.

  • Supplier Development lf the Buyer identifies problems in supplier performance based on supplier monitoring, he shall initiate improvement measures at the Supplier. The Buyer shall pursue the possibilities of continuous improvement of the Supplier. The supplier audit is a form of supplier development; the exchange of information and experience between the Buyer and the Supplier also serves this purpose.