CAREER PATH PROGRESSION Clause Samples
The Career Path Progression clause outlines the framework for employee advancement within an organization. It typically details the criteria, milestones, or performance benchmarks required for promotion to higher roles, and may specify timelines, required training, or assessment processes. By establishing clear expectations and procedures for career growth, this clause helps ensure transparency and fairness in promotions, motivating employees and reducing ambiguity about advancement opportunities.
CAREER PATH PROGRESSION. An employee at any level who wishes to progress to a higher level must be performing more complex tasks and functions than those of the lower level and, where appropriate, must complete the further training required for higher skill levels. Implicit in career path progression is the existence of a suitable vacancy within the enterprise to which the employee can be appointed or successfully apply for promotion. As a matter of principle, the employer is committed to promotion on the basis of merit, which is consistent with equal employment opportunity and affirmative action requirements.
CAREER PATH PROGRESSION. If an employee has not worked in a paid capacity in hospitality before, has undertaken no training recognised by the Club and has no previous experience directly relevant to their position within the Club, then that employee will take up employment at the introductory level. They will remain at that level for up to six months (if casual) and up to three months (if permanent) or until deemed competent. During this time they can gain an understanding of the industry through the Club, undertake structured training, gain practical experience and then move to a higher level. An employee at any level who wishes to progress to a higher level must be performing more complex tasks and functions and have larger responsibilities than those of the lower level, and where appropriate, have completed a non-compulsory minimum of two hours professional development in a year which may provide proof of further training required for higher skill levels. Professional development is not compulsory and will be undertaken in the employee’s time. This is to promote a culture of learning in line with the Club’s commitment to training. Specific in- house training programmes that are compulsory, for example, Induction Training, Food Hygiene and Handling for Kitchenhands and Supervisors, and training for Supervisors would be undertaken in the employer’s time. To progress to a higher classification level, an employee must also have demonstrated a competent level of work performance as highlighted in the performance management programme outlined in the Staff Induction Manual. Implicit in career path progression is the existence of a suitable vacancy within the Club to which the employee can be appointed or successfully apply for promotion and that progression is based on work performance rather than tenure. As a matter of principle, Shaw Sportz Ltd., is committed to promotion on the basis of merit which is consistent with equal employment opportunity and affirmative action requirements.
CAREER PATH PROGRESSION. The salary ranges for each position are underpinned by a single salary structure, comprised of 24 pay points. Each salary point within the structure represents a 2% increase over the prior point. Progression within the salary range for each position will generally occur through the demonstrated acquisition of skills and experience, and salary will be reviewed annually as part of the OM Employee’s performance review. Increases in salary as a result of the acquisition of additional qualifications will be at the Company’s discretion and will be assessed in the context of overall performance and the relevance to the business needs. In general, OM Employees who are performing to the expected standard, and are progressing satisfactorily in the acquisition of skills and experience, will move one pay point per annum. Where an OM Employee acquires additional qualifications or authorisations which would allow the OM Employee to move to another position, the Company will determine the appropriate salary point commensurate with the skills and qualifications, however there will be at least one salary point movement associated with the move. It is expected that all OM Employees will share their skills, knowledge and experience with other employees, through both formal training sessions and informal ‘on-the-job’ training, in order to meet the Company’s objectives and the purpose of this Agreement. Where an OM Employee ceases to hold qualifications and/or authorisations relevant to their position, the Company will determine the appropriate salary within the classification levels. The Company will take into account the circumstances and the likelihood of the OM Employee regaining the qualification or authorisation. OM Employees will generally enter at the Operator Maintainer level 1, with a trade qualification and/or extensive experience in process plants (power, oil and gas, chemical or similar). Progress through this level will occur through a combination of: • completion and assessment of assigned operations projects; or • authorisation as a Designated Person under the Safety Rules. An OM Employee may be classified as on Operator Maintainer Level 2 through either of the following progression paths:
1. Through the acquisition of a Licence to Perform High Risk Work (or equivalent) with endorsement in at least the Advanced Boiler (BI) and Turbine Operation (TO) classes, and satisfactory completion of relevant projects; or
2. Through acquisition of high-level maintenance sk...
CAREER PATH PROGRESSION. 28.1.1 In the event that a job role becomes vacant because of the departure of an employee for reasons other than the job role becoming redundant, progression within a career path will occur under the expectation that workplace training programs will be maintained. The objective is to fill Mill vacancies with the most suitable person for each role covered by this Agreement so as to provide every opportunity for the on-site achievement of high productivity outcomes and to achieve the highest level of expertise in each role
28.1.2 Career path progression will be based on the following steps:
28.1.2.1 Step One – from within the career path, based on:
a) the training and assessment as competent of an employee, consistent with national competency standards and operating criteria for the role, and
b) Length of service, provided employees eligible for consideration meet the objective criteria equally when assessed against applicable pre- established criteria for the role or career path level as drawn from the following:
(i) Personally applicable, current, documented and generally available information on work performance, demonstrated initiative and application of knowledge;
(ii) Performance while training or relieving in a job role;
(iii) Demonstrated decision making/leadership skills;
(iv) The inherent requirements of the job role, including genuine physical requirements.
28.1.2.2 Step Two – from among those who have applied for a transfer from a different career path, consistent with the principles at subclause 28.1.2.1 a) and b) above.
28.1.2.3 Step Three – from external applicants where that is necessary because there are no internal applicants or because of an immediate skills need.
CAREER PATH PROGRESSION. An employee at any level who wishes to progress to a higher level must be performing more complex tasks and functions than those of the lower level and, where appropriate, must complete the further training required for higher skill levels.