Salary system Sample Clauses
The Salary System clause defines the framework for how employee compensation is structured and managed within an organization. It typically outlines the methods for determining salary levels, pay grades, and the frequency of salary payments, and may specify criteria for salary adjustments such as performance reviews or promotions. By establishing clear rules and procedures for salary administration, this clause ensures transparency, consistency, and fairness in employee compensation, helping to prevent disputes and misunderstandings regarding pay.
Salary system. 11.1 A salary system determines how employees are paid. An employee shall be paid the salary system rate of pay as described in Table 1 Salary System. The salary system rate of pay recognises the skills and/or performance the employee may be required to apply on the job.
11.2 Except where otherwise provided, employees shall be assessed for progression through the salary range for their position at least annually.
11.3 Progression through the salary system for Job Grade 1 staff will be based on age (junior employees) and/or satisfactory progression against associated training requirements (e.g. apprentices and trainees)
11.4 Progression through the salary system for Job Grade 2 to Job Grade 7 employees shall be based on:
a) attainment of satisfactory performance ratings across all performance indicators in the bi-annual performance appraisal process; followed by
b) satisfactory demonstration of the required competencies for the salary point in question as documented in the applicable position based Occupational Progression Table.
11.5 Progression through the salary system for Job Grade 8 and 9 employees will be in accordance with Council’s Salary Progression’s Job Grades 8 & 9 Protocol. That is, Progression to Point 2 is achieved by demonstrating competence across all requirements of the position as detailed in the position description’s responsibilities and associated tasks. Progression beyond point 2 is performance based.
11.6 At time of assessment, the employer shall advise the employee of the skills and/or the performance objectives required for the employee to progress to the next salary point/step and shall review the employee's training needs.
11.7 Where an employee is deemed not yet competent to progress clear feedback as to the competencies not yet attained is to be provided to the employee.
11.8 Employees shall have access to information regarding the grade, salary range and progression steps of the position.
Salary system. Depending on its size, the bank may operate a salary system which provides the framework for function-based market salaries and is the basis for the ▇▇▇- ary of employees subject to this agreement. The employee associations will be consulted in the internal studies for equal- ity of remuneration.
Salary system. Each employer must have a salary system. In this, your employer can choose between maintaining a company system or the model salary system in accordance with this CLA (see Article 6.
Salary system. (i) Council agrees that eighteen (18) months from the effective date of the Agreement, a new salary system will be finalised. Upon completion of this eighteen (18) month period, the new salary system will be ready for implementation.
(ii) As part of this process, the current salary system will be reviewed and recommendations for potential new systems will be considered. A new system will be selected and approved by the Executive. An implementation plan will be completed with work ready to commence on implementing the new system.
(iii) If the new salary system is not ready for implementation by this time, the unions will be entitled to hold a combined paid meeting of members to explain to members why this target has not been met.
Salary system. The bank, depending on its size, may draw up a salary system which provides the framework for function-based market salaries and is the basis for the salary of each employee subject to the Agreement on Conditions.
Salary system. The Salary System (Clause 7) provisions of the Local Government (State) Award 2017 and its successors apply.
Salary system. The parties acknowledge Council’s intent to review its salary system during the term of this Agreement.
Salary system. 7.1.1 Staff shall be paid in accordance with the salary range for the Grade into which the Society’s Job Evaluation System places their position.
7.1.2 Progression through the Salary range established for the Grade shall be based on the performance of the employee exceeding the requirements of the position and is supported by specific achievements. This preliminary rating of superior performance is to be established at the performance review between the employee and the supervisor/manager. The review process will ensure that there is consistency across the organisation in evaluating the performance of staff. Steps of progression within the salary range for the Grade shall be equivalent to 25% of the range for the Grade.
7.1.3 Promotion to a higher grade, regardless of the placement of the employee in the salary range, shall be without loss of pay.
7.1.4 Where an employee decides to take a position placed at a lower grade in the salary structure the employee shall have their salary reduced consistent with the salary range for the grade of the position to which they have moved.
7.1.5 The implementation of the salary system and other features of this Agreement shall not affect the operation of policy and its application to staff of the Society.
Salary system. The salary system will be reviewed regularly during the life of this Agreement to ensure that it continues to be effective in terms of market competitiveness, internal fairness and its motivational ability to drive performance.