Career Progression. 3.3.1 Progression from level 1 through to level 6 requires formal application by the employee and is subject to:
(a) The employee achieving the level of competency required for progression to that higher level; and
(b) Approval of the General Manager; and
(c) The availability of a position at that higher level.
Career Progression. By progression to the grade of Director General subject to the following: • Availability of vacancy in the grade of Director General; • A minimum of five (5) years in the grade of Deputy Director General; • Satisfactory work and conduct; • Success at an interview conducted by Public Services Commission in consultation with Ghana Education Service Council.
Career Progression. The Company is committed to addressing Employees’ career aspirations and will give preference to Employees by:
(a) Inviting expressions of interest for current roles or future opportunities (via a designated noticeboard in each Functional Work Area) from Employees at the Mine who have acquired a majority of the necessary skills for a position prior to the Company advertising the position externally.
(b) Assessing any expressions of interest and where there is a single candidate assessed by the Company as being suitable for the role, appointing that candidate directly to the role. Where there are multiple candidates assessed by the Company as being suitable for the role, they will be shortlisted, invited to submit a formal application and interviewed in accordance with clause 8.3.
(c) Advising all successful internal candidates that their application for the position has been successful. Once successful candidates have been advised, the Company may advertise the position externally while the formal appointment process is being conducted.
(d) Offering unsuccessful candidates with feedback to assist them in pursuing future opportunities. Where there are no internal candidates assessed as suitable for a role, the Company may advertise the position externally. However, nothing in this clause prevents any Employee from applying for any role that is advertised externally.
(e) Providing preference to Employees to move into the roles of OCEs, ERZ Controllers and Dragline Operators or other positions where shortages have occurred or are likely to occur where they have undertaken the necessary training and meet the criteria for the position, in accordance with clause 8.1(f).
Career Progression. The following describes the progression model and the competencies, education and training necessary to advance to successive levels. "
Career Progression. The Company will attempt to give each employee the opportunity for career progression. Where appropriate, it will give preference and training to existing employees when filling vacancies. However the Company reserves the right to select the most appropriate applicant for a job.
8.1 Job Enhancement Wherever possible, the Company will create a number of performance/skill levels for each type of employment position and will define the prerequisites for each level (see Schedule 2 attached).
Career Progression. On or before July 1, 2018, the University, in consultation with the UCPEA, will develop a process by which managers can nominate employees for within-level progression, due to increased job proficiency and/or relevant professional development. The progression will include three (3) ranks: proficient, advanced and mastery. Employees are hired at the proficient rank. The salary increase for progression from proficient to advanced is $1,000. The salary increase for progression from advanced to mastery is $1,500. These salary increases are independent of any merit awards that may be made through Article 32, Salary. Salary increases for progression will be subject to fiscal constraints, and resulting salaries will not exceed the pay-band maximum. Any denial of a request for a progression in rank shall be accompanied by a written reason for the denial. Denials shall not be arbitrary or capricious. Decisions about progression shall be final and not subject to appeal.
Career Progression. To provide staff with the opportunity to progress their career within the company all vacancies will be advertised internally to apply for roles within the branch. Selection criteria will be based on the skills and competencies required for the role.
Career Progression. 2.3.1 An Employee’s progression between Levels 2 and 3 shall require the availability of a position and the achievement of a successful Performance Appraisal result.
2.3.2 For the purposes of advancement to a higher classification, an Employee shall not be prevented from bringing the matter to the attention of the Employer.
Career Progression. 8.16.1 All available positions covered by this Agreement shall be advertised by the Company internally for at least a concurrent or longer period, than externally advertised. The Company will utilise various mediums to advertise in accordance with current industry practices, such as Internet and noticeboards, or other mediums from time to time.
8.16.2 The Company will provide a facility for employees to express their interest in potential positions, whether currently available or not.
Career Progression. During the 2015 Local Negotiations, the parties discussed the ability of employees in the Fabrication Engineering and Trim Departments to have adequate opportunities for career progression and corresponding promotion to a new organizational level. It is understood that such career progression will be recognized and rewarded through the normal compensation planning process where such promotional opportunities exist. To this end, a position at the 6B level will be made available to employees in the Trim Department, and a position at the 7B level will be made available to employees in Fabrication Engineering. Movement into these levels will be at the recommendation of Management. Grievance number 959914 will be considered settled upon this Memorandum of Understanding. March 7, 2022 In response to concerns raised by the Union, Management states that it maintains an Emergency Response Plan and has identified Emergency Workgroup Coordinators (EWC) to identify response procedures and ensure an organized and effective response to an emergency. EWCs are not EMTs, Medical First Responders, nor are they trained Fire Brigade Members. In the event of an emergency requiring a response from an outside party, employees should contact XX Xxxxxx Technical Center Security to ensure the quickest response from local fire, police, or EMTs. EWCs are responsible to train members of their workgroup on the provisions of the emergency response plan, update and post information aids to help inform workgroups and visitors of important emergency- related information, verify people with special needs are notified and assisted in an emergency, assist the workgroup to take shelter or evacuate the building, direct people to designated mustering areas, account for personnel, and issue further instructions as necessary. The Emergency Response Plan is reviewed regularly and notices are updated and posted annually throughout the facility to advise employees of procedures to be taken in the event of an emergency. Management continues to assure the Union that full consideration will be given the SPE, Fabrication Engineering, and Trim Department work areas when updating the Emergency Response Plan and listing of EWCs. March 7, 2022 Flextime During the course of the 2011 local negotiations, the parties held extensive discussions regarding the applicability of flextime to SPE, Fabrication Engineering, and Trim Department employees. It is understood employee participation in flextime is voluntary. F...
