Common use of Classification Definitions Clause in Contracts

Classification Definitions. 1.1 Classification criteria (a) Classification criteria" are guidelines to determine the appropriate classification level under this Agreement and consist of characteristics and typical duties/skills. (b) The characteristics are the principal or primary guide to classification as they are designed to indicate the level of basic knowledge, a comprehension of issues, problems and procedures required and the level of responsibility/accountability of the position. The totality of the characteristics must be read as a whole to obtain a clear understanding of the essential features of any particular Level and the competency required. (c) The typical duties/skills are a non-exhaustive list of duties/skills that may be comprehended within the particular Level. They are an indicative guide only and at any particular Level employees may be expected to undertake duties of any Level lower than their own. Employees at any particular Level may perform/utilise one such duty/skill, or many of them, depending on the particular work allocated. (d) The key issue to be looked at in properly classifying an employee is the level of initiative, responsibility/accountability, competency and skill that the employee is required to exercise in the work they perform within the parameters of the characteristics and not the duties they perform per se. It will be noted that some typical indicative duties/skills appear at only one Level, whereas others appear in more than one Level with little apparent differentiation. However, when assigning a classification to an employee, or when reclassifying an employee, this needs to be done by reference to the specific characteristics of the Level. For example, whilst shorthand is first specifically mentioned in Level 2 (100wpm) in terms of typical duties/skills, it does not mean that as soon as an employee performs any shorthand that they automatically become Level 2. They would achieve a level 2 classification when they have achieved the level of initiative, responsibility/accountability, skill and competency envisaged by the characteristics. (e) Level 1 in this structure is to be viewed as the level at which employees learn and gain competency in the basic clerical skills required by the employer, which in many cases, would lead to progress through the classification structure as their competency and skills are increased and utilised.

Classification Definitions. 1.1 5.1.1 Classification criteria (a) Classification criteriaCriteria" are guidelines to determine the appropriate classification level Level under this Union Collective Agreement and consist of characteristics and typical duties/skills. (b) The characteristics are the principal or primary guide to classification as they are designed to indicate the level Level of basic knowledge, a comprehension of issues, problems and procedures required and the level Level of responsibility/accountability of the position. The totality of the characteristics must be read as a whole to obtain a clear understanding of the essential features of any particular Level and the competency required. (c) The typical duties/skills are a non-exhaustive list of duties/skills that may be comprehended within the particular Level. They are an indicative guide only and at any particular Level employees may be expected to undertake duties of any Level lower than their own. Employees at any particular Level may perform/utilise one such duty/skill, or many of them, depending on the particular work allocated. (d) The key issue to be looked at in properly classifying an employee is the level Level of initiative, responsibility/accountability, competency and skill that the employee is required to exercise in the work they perform within the parameters of the characteristics and not the duties they perform per se. It will be noted that some typical indicative duties/skills appear at only one Level, whereas others appear in more than one Level with little apparent differentiation. However, when assigning a classification to an employee, or when reclassifying an employee, this needs to be done by reference to the specific characteristics of the Level. For example, whilst shorthand is first specifically mentioned in Level 2 (100wpm) in terms of typical duties/skills, it does not mean that as soon as an employee performs any shorthand that they automatically become Level 2. They would achieve a level Level 2 classification when they have achieved the level Level of initiative, responsibility/accountability, skill and competency envisaged by the characteristics. (e) Level 1 in this structure is to be viewed as the level Level at which employees learn and gain competency in the basic clerical skills required by the employer, which in many cases, would lead to progress through the classification structure as their competency and skills are increased and utilised.

Classification Definitions. 1.1 5.1.1 Classification criteria (a) Classification criteriaCriteria" are guidelines to determine the appropriate classification level Level under this Agreement Award and consist of characteristics and typical duties/skills. (b) The characteristics are the principal or primary guide to classification as they are designed to indicate the level Level of basic knowledge, a comprehension of issues, problems and procedures required and the level Level of responsibility/accountability of the position. The totality of the characteristics must be read as a whole to obtain a clear understanding of the essential features of any particular Level and the competency required. (c) The typical duties/skills are a non-exhaustive list of duties/skills that may be comprehended within the particular Level. They are an indicative guide only and at any particular Level employees may be expected to undertake duties of any Level lower than their own. Employees at any particular Level may perform/utilise one such duty/skill, or many of them, depending on the particular work allocated. (d) The key issue to be looked at in properly classifying an employee is the level Level of initiative, responsibility/accountability, competency and skill that the employee is required to exercise in the work they perform within the parameters of the characteristics and not the duties they perform per se. It will be noted that some typical indicative duties/skills appear at only one Level, whereas others appear in more than one Level with little apparent differentiation. However, when assigning a classification to an employee, or when reclassifying an employee, this needs to be done by reference to the specific characteristics of the Level. For example, whilst shorthand is first specifically mentioned in Level 2 (100wpm) in terms of typical duties/skills, it does not mean that as soon as an employee performs any shorthand that they automatically become Level 2. They would achieve a level Level 2 classification when they have achieved the level Level of initiative, responsibility/accountability, skill and competency envisaged by the characteristics. (e) Level 1 in this structure is to be viewed as the level Level at which employees learn and gain competency in the basic clerical skills required by the employer, which in many cases, would lead to progress through the classification structure as their competency and skills are increased and utilised.

Classification Definitions. 1.1 4.1.1 Classification criteria (a) Classification criteriaCriteria" are guidelines to determine the appropriate classification level Level under this Agreement and consist of characteristics and typical duties/skills. (b) Classification criteria for employees bound by this Agreement are prescribed in Attachment 2. (c) The characteristics are the principal or primary guide to classification as they are designed to indicate the level Level of basic knowledge, a comprehension of issues, problems and procedures required and the level Level of responsibility/accountability of the position. The totality of the characteristics must be read as a whole to obtain a clear understanding of the essential features of any particular Level and the competency required. (cd) The typical duties/skills are a non-exhaustive list of duties/skills that may be comprehended within the particular Level. They are an indicative guide only and at any particular Level employees may be expected to undertake duties of any Level lower than their own. Employees at any particular Level may perform/utilise one such duty/skill, or many of them, depending on the particular work allocated. (de) The key issue to be looked at in properly classifying an employee is the level Level of initiative, responsibility/accountability, competency and skill that the employee is required to exercise in the work they perform within the parameters of the characteristics and not the duties they perform per se. It will be noted that some typical indicative duties/skills appear at only one Level, whereas others appear in more than one Level with little apparent differentiation. However, when assigning a classification to an employee, or when reclassifying an employee, this needs to be done by reference to the specific characteristics of the Level. For example, in the Clerical classification criteria (as prescribed in Attachment 3) whilst shorthand is first specifically mentioned in Level 2 (100wpm) in terms of typical duties/skills, it does not mean that as soon as an employee performs any shorthand that they automatically become Level 2. They would achieve a level Level 2 classification when they have achieved the level Level of initiative, responsibility/accountability, skill and competency envisaged by the characteristics. (e) Level 1 in this structure is to be viewed as the level at which employees learn and gain competency in the basic clerical skills required by the employer, which in many cases, would lead to progress through the classification structure as their competency and skills are increased and utilised.4.1.2 Reclassification criteria

Classification Definitions. 1.1 3.1.1 Classification criteria (a) Classification criteriaCriteria" are guidelines to determine the appropriate classification level under this Agreement Award and consist of characteristics and typical duties/skills. (b) The characteristics are the principal or primary guide to classification as they are designed to indicate the level of basic knowledge, a comprehension of issues, problems and procedures required and the level of responsibility/accountability of the position. The totality of the characteristics must be read as a whole to obtain a clear understanding of the essential features of any particular Level level and the competency required. (c) The typical duties/skills are a non-exhaustive list of duties/skills that may be comprehended within the particular Levellevel. They are an indicative guide only and at any particular Level level employees may be expected to undertake duties of any Level level lower than their own. Employees at any particular Level level may perform/utilise one such duty/skill, or many of them, depending on the particular work allocated. (d) The key issue to be looked at in properly classifying an employee is the level of initiative, responsibility/accountability, competency and skill that the employee is required to exercise in the work they perform performed within the parameters of the characteristics and not the duties they perform performed per se. It will be noted that some typical indicative duties/skills appear at only one Levellevel, whereas others appear in more than one Level level with little apparent differentiation. However, when assigning a classification to an employee, or when reclassifying an employee, this needs to be done by reference to the specific characteristics of the Levellevel. For example, whilst shorthand is first specifically mentioned in Level 2 (100wpm100 wpm) in terms of typical duties/skills, it does not mean that as soon as an employee performs any shorthand that they automatically become Level 2. They would achieve a level Level 2 classification when they have achieved the level of initiative, responsibility/accountability, skill and competency envisaged by the characteristics. (e) Level 1 in this structure is to be viewed as the level at which employees learn and gain competency in the basic clerical skills required by the employer, which in many cases, would lead to progress through the classification structure as their competency and skills are increased and utilised. 3.1.2 Reclassification criteria (a) In the event that there is a claim for reclassification by an employee to a higher level under this structure on the ground that the employee's duties and responsibilities are reflected within the classification criteria for that level, the dispute resolution in clause 6.1 shall be followed.