Classification and Progression Clause Samples
Classification and Progression. Wellbeing Services Employees
(i) Wellbeing Services Employees classified as Wellbeing Services Employee Level 1 or 2 in accordance with clauses 1(j)(iv) of Schedule 2 – Classifications shall progress to the next pay point within the classification Level after each 12 month period providing their performance is considered to be satisfactory, and subject to clause 12.3(b)(iii).
(ii) Wellbeing Services Employees classified as Wellbeing Services Employee - Psychologist in accordance with clauses 1(j)(iv) of Schedule 2 – Classifications shall be appointed to the appropriate pay point, on the basis of the Employee’s total full-time equivalent years of service as a Psychologist, whether or not such service was performed in schools, and subject to clause 12.3(b)(iii).
(iii) Where an Employer considers that service of an Employee is not satisfactory and competent, and for that reason considers progression to the next step is not warranted, a formal review of these matters shall be undertaken by the Employer in accordance with clause 8 Dispute Resolution, before the date on which progression would otherwise occur.
Classification and Progression. Preschool/Childcare Services Employees Allowances, on the basis of the Employee’s total full-time equivalent years of service as a Preschool/Childcare Services Employee, including service in an early childhood or childcare service prior to appointment. Progression to the next pay point within the classification level, will occur on the completion of a year of employment.
Classification and Progression. Nursing Services Employees
Classification and Progression of Teachers employed by a NSW Employer (Steps
2.1 to 2.5 set out in Table 1, Salary Scales for NSW Teachers of Schedule 1 Salary Scales and Allowances)
(a) A Teacher’s full-time equivalent service as determined under clause 7.9 will determine the appropriate commencing salary step within Steps 2.1 to 2.5 provided that a Teacher's full-time equivalent service is to be calculated from the:
(i) the date on which the Teacher achieved Proficient Teacher accreditation; or
(ii) the date on which the Teacher completed two years’ full-time equivalent service whichever is later (NSW Progression Date).
(b) A Proficient Teacher employed on or after 1 January 2025 who has:
(i) completed less than one year's full-time equivalent service since the NSW Progression Date will be classified as Step 2.1;
(ii) completed one year's full-time equivalent service and less than two years since the NSW Progression Date will be classified as Step 2.2;
(iii) completed two years' full-time equivalent service and less than three years since the NSW Progression Date will be classified as Step 2.3;
(iv) completed three years' full-time equivalent service and less than four years since the NSW Progression Date will be classified as Step 2.4;
(v) completed four or more years' full-time equivalent service since the NSW Progression Date will be classified as Step 2.5.
(c) A Teacher will progress to the next salary step within Steps 2.1 to 2.5 upon completion of one year’s full-time equivalent service as determined under clause
Classification and Progression. (a) Each Employee will be appointed by the Employer to a classification level based on their qualifications, skills and experience, and in consideration of the substantive duties required to be carried out at the time.
(b) Employees will be required to carry out such duties as are within the limits of the Employee’s skill, competence and training, including work that is incidental or peripheral to the Employee’s main function.
(c) Progression to each level can only occur where the Employer requires a vacant or additional position to be filled. Any appointment will require the completion of all required training and demonstration of the required competencies to progress to the next higher classification.
(d) Where an Employee has completed all necessary training and believes that they possess the necessary competency and qualifications to progress to the next level, they may apply to undertake an assessment as agreed in their Individual Performance Plan, in consultation with the Employee’s immediate supervisor and the Employer’s Human Resources representative. For the avoidance of doubt, an employee can only progress to a higher level where they are appointed to such to fill a vacancy or an additional resource requirement as determined by the Employer.
(e) In the event that an Employee does not successfully complete all assessment requirements, no progression will take place and the Employer will advise the Employee of the timing for any subsequent assessment.
(f) The Employee may request a review of the process (if unsuccessful), having regard to their Individual Performance Plan, and in consultation with the Employee’s next immediate level of supervision and the Employer’s Human Resources representative.
(g) Individual Performance Plans will be developed for Employees who have completed a competency assessment and will be established within three (3) months of an Employee being assessed.
(h) The plan will outline aspects such as performance expectations, career goals, key performance indicators, the training and development required to progress within the classification structure, in line with a shared responsibility for meeting the expectations set out in the plan.
Classification and Progression. 10.1 All regular full time employees within the operation will be classified within one of the four (4) classifications. ▇▇▇▇▇ ▇ ▇▇▇▇▇▇▇ ▇▇▇▇▇ 4 Technical Support Specialist Level 5 Associate Level 5 Associate - Specialist There will be a support position of Team Coordinator. There is no ownership of work functions. Work within the unit may be assigned at any time to any bargaining unit member without regard to that employee’s current assignment or classification.
10.2 Employees will be required to keep current with the changing requirements of the business and their jobs. Entry into a classification/position and continued assignment within a classification/position will be determined by management. The Company will identify and support learning activities for competency acquisition and retention by employees.
10.3 All open Level 5 positions will be filled using selection by qualifications through an interview process. For Level 3 and Level 4 positions, the applicant with the most bargaining unit seniority of those determined as qualified for the vacancy shall be selected.
10.4 The Level 5 Associate-Specialist classification is limited to higher level direct materials and technical documentation positions. When a new position is created, it shall be categorized into one of the pay levels by use of a position evaluation tool administered by the Compensation and Benefits group or plant Human Resources.
Classification and Progression. (a) An apprenticeship consists of four stages. Employees will be classified and paid under this Agreement according to the applicable stage of their apprenticeship and in accordance with the wage schedules in subclause 13.3(d) of this Agreement.
(b) Competency based training arrangements will apply to Employees in accordance with this Agreement, subject to applicable legislation and training contracts. Progression through each stage of apprenticeship will be based on the successful achievement of industry endorsed competencies and the associated minimum training requirements where assessment of competence is against associated workplace tasks relevant to the minimum training requirements, as specified within the Training Record.