Classifications and Career Paths Sample Clauses

Classifications and Career Paths. The Parties are committed to review the existing classification and career path structure with the aim of jointly developing a classification and career path structure appropriate to the operations of Derwent Valley Council and which in turn will provide employees with rewarding career paths and opportunities to acquire, develop, and utilise additional skills and competencies.

Classifications and Career Paths. 18.1 The employment classifications of the Agreement are divided into 2 career paths, which are: (a) Production Career Path (b) Maintenance - Trade Career Path 18.2 Each employee shall be appointed to the appropriate classification within the relevant career path. 18.3 The selection of the appropriate classification for an employee within the career path will be based on the employee's successful completion of the prescribed skill modules for that level as set out in the skills matrix. Successful completion of a skill module means the employee is able to demonstrate through the assessment process the practical application of the skills and knowledge covered by the module’s curriculum. 18.4 Employees’ continued ability to perform at or above the levels required by the assessment instruments will be monitored on an ongoing basis. For a number of possible reasons there may be an unacceptable reduction in an employee’s performance which could show up, for example, as an inability to consistently meet production targets, a trend of plant or equipment damage, or simply low or poor quality output. 18.5 If these changes are found to be due to an employee’s personal circumstances or health, then the Company will deal with this in a compassionate and constructive manner, assuming the employee’s co-operation, to achieve a satisfactory outcome for both parties. 18.6 If, however, the change in performance is considered to be for other reasons, for example, a deteriorating attitude to work or an inability to adapt to modified work practices, then a different process will be applied. 18.7 This process will be as follows: (a) An interview with the employee’s Supervisor will be conducted where the employee will be given the opportunity to discuss and explain the reduction in performance. (b) Assuming a constructive response from the employee, the employee’s performance will be monitored over a period agreed with his/her Supervisor. (c) Should unsatisfactory or no improvement in performance be observed over this period, then the employee will be subject to a re-assessment of his/her skills, where this is appropriate. (d) Where this re-assessment recommends additional targeted training this will be supplied. (e) If at the end of the process there is still no improvement, then the Supervisor will downgrade the employee to his/her assessed level of skill. Where there is disagreement between the employee and the assessor team, the employee will have the right to pursue the outc...