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NTEU Staff remuneration policy This policy will ensure that the union is able to recruit, retain and motivate staff to the level required to achieve and sustain market objectives and the objectives of the union. Application The following factors can be used to ensure external competitiveness with relative market Rates for equivalent jobs:
Job grade and the basis of the salary range A job description needs to be drawn up for each post and must be approved by the Council of Chairpersons (CoC). The Peromnes job grading system will be used to evaluate each post. Key performance areas need to identified for each job and must be approved by CoC. CoC can from time to time decide to re-evaluate the position on the Peromnes grading system should there be reason to believe that the post is not on the correct salary grade and/or if the job description has changed or additional responsibilities were allocated to the post that justifies a re-evaluation. Once the post has been evaluated and the appropriate grade level has been established NEC determines the starting salary of the individual and recommends to CoC for approval. Annual salary increases The following factors will impact on the annual salary increases for all employees of the union:
Performance based increases Key performance areas must be identified for each post and must be approved by CoC. Notch increases will be based on the individual’s performance and whether the key performance areas as approved by CoC for each post were met by the individual during the year of assessment. Notch increases will only by affected after the completion of a full 12 (twelve) months service starting of the first day of the month after completion of a probation period as a decided on by CoC. |
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