Competency Standards Sample Clauses

Competency Standards. A. Establishing FSA Seniority Rights in Nonassigned FSA’s: The District has defined competency standards to be met by those who wish to exercise seniority rights in an FSA other than the one of their teaching assignment. In order to be recognized as being competent to teach or offer a service within an FSA, the following District-wide competency standards must be met.

Competency Standards. All Third Parties shall meet minimum professional competency standards. The Parties shall establish these standards as necessary.

Competency Standards. The parties to this Agreement reserve the right to review progress in the area of agreed competency standards to develop agreed processes regarding Competency Standards which are consistent with the Company's business, during the life of this Agreement.

Competency Standards. The classifications, the work units, and the areas of competency for layoff purposes are listed in Appendix B. The County shall establish written competency standards for each area of competency. These standards shall not be greater than the hiring standards.

Competency Standards. The parties agree to continue to apply and review the principles and guidelines of the National Metal and Engineering Competency Standards.

Competency Standards. The Council of Reciprocating Surveyors Boards of Australia and New Zealand (CRSBANZ) has published ‘Attributes of Surveying Degrees recognised by CRSBANZ’ in November 2013. These update similar guidelines to be found in the “National Competency Standards for Professional Surveyors” published by the the Institution of Surveyors Australia Incorporated (ISA) in conjunction with the CRSBANZ in July 1996. While the latter document does not specifically deal with cadastral surveys, these guidelines are based on those general standards. In particular, pages 51 through 66 of those National Competency Standards detail the necessary “Key Competencies” for stage 2 (equivalent to the period of a professional training agreement). Supervisors are to ensure that candidates achieve the level of competency and professional development required by the Board as outlined herein and in the competency based standards for surveyors. Candidates should be exposed to a variety of surveys and challenged by difficult and complex situations. Supervisors are to ensure that any deficiencies in the candidate’s skills are rectified. The training should be broadly based, not specialised. The training subjects that should be covered are detailed in guideline 5. Some require full competence while others only require an awareness. Two topics deserve special mention as they are vital to the ultimate professionalism of every surveyor-  Professional ethics should be impressed on the candidate both by example and by instruction throughout the period of the PTA; and  Leadership is a quality necessary to all surveyors.

Competency Standards. TRAINING / SKILL DEVELOPMENT Assessment: 1. The employee assess themselves against the tasks listed in the assessment documentation. This is known as “Self-Assessment”. When the employee is ready, they indicated to an accredited workplace assessor. 2. An accredited workplace assessor confers with the employee’s coordinator or team leader and they evaluate the employee’s self-assessment. If there is agreement with the self-assessment, an assessment is arranged. If there is not agreement with the self-assessment, the assessor will discuss this with the employee with the aim of identifying further training, or, if the employee requests, proceeding to assessment. 3. Assessment will be carried out by an accredited workplace assessor from the relevant stream in conjunction with an accredited workplace assessor from another stream. A process facilitator (being an experienced accredited assessor) may assist with the process. The assessment will be carried out against performance criteria for evidence of competency. If an employee is found “Not Yet Competent” a skills gap-training plan will be developed to assist the employee to gain competence. 4. if there is disagreement with the results of the assessment, a second assessment will be arranged. This will be carried out by an agreed external accredited assessor. 5. if there is continued disagreement then the disputes resolution procedure will be used. During the period of the dispute resolution process, the employee will be paid at their current level of classification and will only be required to fulfil the duties of that classification. The parties understand that the implementation of the Standards will assist in creating a learning environment together with career path opportunities as identified by current and future business needs. Movement along the career path will result in increased pay. 22.1 TRADE UNION TRAINING

Competency Standards. IMPLEMENTATION 9.2.1 The parties of the agreement are committed to the ongoing implementation of the competency standards because of the gains to be made in work reorganisation, skills enhancement and labour flexibility and the opportunities for employees who will gain access to career paths, skills portability and work classification based on competency. 9.2.2 Assessment is to be undertaken by appropriately trained management representatives, and appropriately trained Workshop Elected Consultative Committee representative from the relevant sections and at times any person who can verify an assessment of the applicant’s skill level. 9.2.3 The reviews are to be conducted every second month to assess applications. Review dates for meetings are to be advertised on noticeboards. 9.2.4 Review forms to be available from the Section Supervisors. 9.2.5 Review forms are to be submitted to Section Supervisor not later than 7 days prior to the day of the meeting (supervisors to pass any forms to Manufacturing Manager). 9.2.6 Competency Manuals are to be made available to employees from Section Supervisors. 9.2.7 In the event of the review being postponed, any employee having submitted a review form prior to schedule meeting (Clause 1.5), and subsequently has their claim approved, will have any point allocation and any resulting pay increase backdated to the date of the first scheduled reclassification meeting after the claim date. 9.2.8 Any employee not agreeing with the committee’s decision may request a special appeal meeting to state their case. The employee request will be in writing on an "appeal form" stating reasons for appeal. If the claim is then approved, any point allocation and any pay increase shall be backdated to the date of the first scheduled reclassification meeting after the claim date. 9.2.9 All new permanent employees will be eligible for review after completion of one (1) month of the probationary period. 9.2.10 The committee shall facilitate and review existing job models and skill audits for positions within the plant for consistency with any revisions to the National Metal and Engineering Competency Standards on an ongoing basis. 9.2.11 An initial detailed review of existing job models will be completed, followed by a skills audit relating to any changed criteria.

Competency Standards. The employer and the employees agree that employees have access to reclassification and career path progression. The current grading level system will be altered to commence at Level 1, with higher levels reflecting higher levels of competence. An employee at Grade1 prior to this agreement will become Level 5 when the agreement comes into force. Pay scales will be adjusted to reflect this change. Apart from demonstrated performance of competence, other factors to consider when determining level include a) individuals’ length of service, and b) their performance, based on the monthly Servicemen’s Analysis results, personal and vehicle appearance, standard of paperwork, and general job responsibility. The new grading structure is outlined in the following table: Road T1 Field Trainer 6 Road Grade 1 5 Road Grade 2 4 Road Grade 3 3 Road Grade 4 2 Road Grade 5 1 The company will continue to provide quality training and development for its employees. Training, where possible, will be conducted during normal working hours and at the company’s expense, in addition to a voluntary training program conducted outside normal working hours. Training programs will be developed to meet the organisations goals and the development of employees will compliment those objectives. The progress of the company training agenda will be closely monitored and reviewed, together with the issue of tools and equipment, at Consultative Committee meetings.