Common use of COMPETENCY BASED CLASSIFICATION STRUCTURES Clause in Contracts

COMPETENCY BASED CLASSIFICATION STRUCTURES. 25.1 Classification structures may be developed and agreed. All classification structures shall include the relevant annual or weekly and hourly rates of pay for each level or position in the structure. 25.2 Where developed, classification structures shall support flexible work arrangements to meet the needs of the Employer, maximising Employees’ skills, knowledge and the capacity for career progression and the recognition of competencies and qualifications. Work design will be flexible to meet business needs. 25.3 Where appropriate, any assessment of individuals for the purposes of translation will provide for the Recognition of Current Competencies (RCC). RCC gives formal recognition of an Employee’s relevant qualifications, knowledge, skills and on the job performance. 25.4 No artificial barriers within and across career streams shall exist. 25.5 New and modified classification structures will: (a) Document the competencies and other key skills relevant to the work requirements and career progression in the classification structure. (b) Require Employees to acquire any new or extra competencies for translation to a new or modified classification structure, within a 12 month period. The Employer will provide any training and assessment required within a 12 month period. (c) Provide for career options that enable progression for Employees based on recognition of competencies, flexible work design and business requirements. This may be achieved through either broad-banding existing structures or the creation of new levels as necessitated by business requirements. (d) Include the identification of relevant whole units of competency derived from endorsed training packages and endorsed by the relevant authority and relevant to the full scope of work required. (e) Provide for Employees currently performing work substantially the same as work required in any new or modified classification structure to continue to perform that work and to be paid appropriately, until recognised as competent in any new or modified structure. (f) Provide that Employees whose wages have been affected by the introduction of a new or modified classification structure whereby their translation level is less than their substantive pay level, will retain their pay level. (g) All training required for the performance of work under this agreement shall be undertaken in work time, and all allowances, penalties and incidental expenses arising from the undertaking of training shall be payable as if the training were the normal performance of rostered work. (h) Pay Employees for the competencies required to be acquired, where acquisition of these result in the Employee moving to a higher pay level. Employees can be directed to carry out the full range of any work for which they are competent. 25.6 Classification structures may provide for annualised incremental progression patterns within grades. 25.7 NSW Trains will identify the ongoing training and assessment requirements to maintain the appropriate level of skills within the functional areas that support business needs and promote opportunities for Employee career progression. 25.8 Training, in relation to competencies aligned to the national competency framework, will be delivered by registered training organisations (RTOs) registered to deliver training in accordance with State or Federal Vocational Education & Training (VET) arrangements for the purposes of the implementation of the Australian Qualification Framework or its successor.

COMPETENCY BASED CLASSIFICATION STRUCTURES. 25.1 29.1. Classification structures may be developed and agreed. All classification structures shall include the relevant annual or weekly and hourly rates of pay for each level or position in the structure. 25.2 29.2. Where developed, classification structures shall support flexible work arrangements to meet the needs of the Employer, maximising Employees’ skills, knowledge and the capacity for career progression and the recognition of competencies and qualifications. Work design will be flexible to meet business needs. 25.3 29.3. Where appropriate, any assessment of individuals for the purposes of translation will provide for the Recognition of Current Competencies (RCC). RCC gives formal recognition of an Employee’s relevant qualifications, knowledge, skills and on the job performance. 25.4 29.4. No artificial barriers within and across career streams shall exist. 25.5 29.5. New classification structures shall be developed for trade and non-trade Employees on the basis of the following principles, however, nothing in these principles precludes the parties from agreeing to modify existing classification arrangements in Section 5. 29.6. New and modified classification structures will: (a) Document the competencies and other key skills relevant to the work requirements and career progression in the classification structure. (b) Require Employees to acquire any new or extra competencies for translation to a new or modified classification structure, within a 12 month period. The Employer will provide any training and assessment required within a 12 month period. (c) Provide for career options that enable progression for Employees based on recognition of competencies, flexible work design and business requirements. This may be achieved through either broad-banding existing structures or the creation of new levels as necessitated by business requirements. (d) Include the identification of relevant whole units of competency derived from endorsed training packages and endorsed by the relevant authority and relevant to the full scope of work required. (e) Provide for Employees currently performing work substantially the same as work required in any new or modified classification structure to continue to perform that work and to be paid appropriately, until recognised as competent in any new or modified structure. (f) Provide that Employees whose wages have been affected by the introduction of a new or modified classification structure whereby their translation level is less than their substantive pay level, will retain their pay level. (g) All training required for the performance of work under this agreement Agreement shall be undertaken in work time, and all allowances, penalties and incidental expenses arising from the undertaking of training shall be payable as if the training were the normal performance of rostered work. (h) Pay Employees for the competencies required to be acquired, where acquisition of these result in the Employee moving to a higher pay level. Employees can be directed to carry out the full range of any work for which they are competent. 25.6 Classification structures may provide for annualised incremental progression patterns within grades. 25.7 NSW Trains will identify the ongoing training and assessment requirements to maintain the appropriate level of skills within the functional areas that support business needs and promote opportunities for Employee career progression. 25.8 Training, in relation to competencies aligned to the national competency framework, will be delivered by registered training organisations (RTOs) registered to deliver training in accordance with State or Federal Vocational Education & Training (VET) arrangements for the purposes of the implementation of the Australian Qualification Framework or its successor.

COMPETENCY BASED CLASSIFICATION STRUCTURES. 25.1 26.1. Classification structures may be developed and agreed. All classification structures shall include the relevant annual or weekly and hourly rates of pay for each level or position in the structure. 25.2 26.2. Where developed, classification structures shall support flexible work arrangements to meet the needs of the Employer, maximising Employees’ skills, knowledge and the capacity for career progression and the recognition of competencies and qualifications. Work design will be flexible to meet business needs. 25.3 26.3. Where appropriate, any assessment of individuals for the purposes of translation will provide for the Recognition of Current Competencies (RCC). RCC gives formal recognition of an Employee’s relevant qualifications, knowledge, skills and on the job performance. 25.4 26.4. No artificial barriers within and across career streams shall exist. 25.5 26.5. New classification structures shall be developed for trade and non-trade Employees on the basis of the following principles, however, nothing in these principles precludes the parties from agreeing to modify existing classification arrangements in Section 5. 26.6. New and modified classification structures will: (a) Document the competencies and other key skills relevant to the work requirements and career progression in the classification structure. (b) Require Employees to acquire any new or extra competencies for translation to a new or modified classification structure, within a 12 month period. The Employer will provide any training and assessment required within a 12 month period. (c) Provide for career options that enable progression for Employees based on recognition of competencies, flexible work design and business requirements. This may be achieved through either broad-banding existing structures or the creation of new levels as necessitated by business requirements. (d) Include the identification of relevant whole units of competency derived from endorsed training packages and endorsed by the relevant authority and relevant to the full scope of work required. (e) Provide for Employees currently performing work substantially the same as work required in any new or modified classification structure to continue to perform that work and to be paid appropriately, until recognised as competent in any new or modified structure. (f) Provide that Employees whose wages have been affected by the introduction of a new or modified classification structure whereby their translation level is less than their substantive pay level, will retain their pay level. (g) All training required for the performance of work under this agreement Agreement shall be undertaken in work time, and all allowances, penalties and incidental expenses arising from the undertaking of training shall be payable as if the training were the normal performance of rostered work. (h) Pay Employees for the competencies required to be acquired, where acquisition of these result in the Employee moving to a higher pay level. Employees can be directed to carry out the full range of any work for which they are competent. 25.6 26.7. Classification structures may provide for annualised incremental progression patterns within grades. 25.7 NSW Trains 26.8. The Employer will identify the ongoing training and assessment requirements to maintain the appropriate level of skills within the functional areas that support business needs and promote opportunities for Employee career progression. 25.8 26.9. Training, in relation to competencies aligned to the national competency framework, will be delivered by registered training organisations (RTOs) registered to deliver training in accordance with State or Federal Vocational Education & Training ASQA (VETAustralian Skills Quality Authority) arrangements for the purposes of the implementation of the Australian Qualification Framework or its successor.

COMPETENCY BASED CLASSIFICATION STRUCTURES. 25.1 25.1. Classification structures may be developed and agreed. All classification structures shall include the relevant annual or weekly and hourly rates of pay for each level or position in the structure. 25.2 25.2. Where developed, classification structures shall support flexible work arrangements to meet the needs of the Employer, maximising Employees’ skills, knowledge and the capacity for career progression and the recognition of competencies and qualifications. Work design will be flexible to meet business needs. 25.3 25.3. Where appropriate, any assessment of individuals for the purposes of translation will provide for the Recognition of Current Competencies (RCC). RCC gives formal recognition of an Employee’s relevant qualifications, knowledge, skills and on the job performance. 25.4 25.4. No artificial barriers within and across career streams shall exist. 25.5 25.5. New and modified classification structures will: (a) Document the competencies and other key skills relevant to the work requirements and career progression in the classification structure. (b) Require Employees to acquire any new or extra competencies for translation to a new or modified classification structure, within a 12 month period. The Employer will provide any training and assessment required within a 12 month period. (c) Provide for career options that enable progression for Employees based on recognition of competencies, flexible work design and business requirements. This may be achieved through either broad-banding existing structures or the creation of new levels as necessitated by business requirements. (d) Include the identification of relevant whole units of competency derived from endorsed training packages and endorsed by the relevant authority and relevant to the full scope of work required. (e) Provide for Employees currently performing work substantially the same as work required in any new or modified classification structure to continue to perform that work and to be paid appropriately, until recognised as competent in any new or modified structure. (f) Provide that Employees whose wages have been affected by the introduction of a new or modified classification structure whereby their translation level is less than their substantive pay level, will retain their pay level. (g) All training required for the performance of work under this agreement Agreement shall be undertaken in work time, and all allowances, penalties and incidental expenses arising from the undertaking of training shall be payable as if the training were the normal performance of rostered work. (h) Pay Employees for the competencies required to be acquired, where acquisition of these result in the Employee moving to a higher pay level. Employees can be directed to carry out the full range of any work for which they are competent. 25.6 Classification structures may provide for annualised incremental progression patterns within grades. 25.7 NSW Trains will identify the ongoing training and assessment requirements to maintain the appropriate level of skills within the functional areas that support business needs and promote opportunities for Employee career progression. 25.8 Training, in relation to competencies aligned to the national competency framework, will be delivered by registered training organisations (RTOs) registered to deliver training in accordance with State or Federal Vocational Education & Training (VET) arrangements for the purposes of the implementation of the Australian Qualification Framework or its successor.