Skills Assessment. The Provider may conduct a Skills Assessment for a Participant while they are receiving Employment Assistance or Extended Employment Assistance, as the Provider thinks necessary. The Skills Assessment should identify: the Participant’s pathway towards employment, including appropriate Interventions, Training, Education and work experience activities; and Vocational Barriers, including gaps in his or her skills, where relevant. A Skills Assessment may include: the Participant’s job readiness, current employment skills and experience, including an assessment of his or her existing skill-set and aptitude for various types of work; the future skill needs of the Participant; the Participant’s current educational achievements, skills and experience in direct relation to the local labour market, including areas of skill shortage; the Participant’s job search experience, résumé and any written applications; and Training or other Interventions needed to help the Participant obtain sustainable employment. The Provider must: where relevant, amend each Participant’s Job Plan to specify the outcomes of his or her Skills Assessment; and
Skills Assessment. 94.1 The Provider may conduct a Skills Assessment for a Participant while they are receiving Employment Assistance or Extended Employment Assistance, as the Provider thinks necessary.
94.2 The Skills Assessment should identify: the Participant’s pathway towards employment, including appropriate Interventions, Training, Education and work experience activities; and Vocational Barriers, including gaps in his or her skills, where relevant.
94.3 A Skills Assessment may include: the Participant’s job readiness, current employment skills and experience, including an assessment of his or her existing skill-set and aptitude for various types of work; the future skill needs of the Participant; the Participant’s current educational achievements, skills and experience in direct relation to the local labour market, including areas of skill shortage; the Participant’s job search experience, résumé and any written applications; and Training or other Interventions needed to help the Participant obtain sustainable employment.
94.4 The Provider must: where relevant, amend each Participant’s Job Plan to specify the outcomes of his or her Skills Assessment; and
Skills Assessment. 94.1 The Provider may conduct a Skills Assessment for a Participant while they are receiving Employment Assistance or Extended Employment Assistance, as the Provider thinks necessary.
94.2 The Skills Assessment should identify: the Participant’s pathway towards employment, including appropriate Interventions, Training, Education and work experience activities; and Vocational Barriers, including gaps in his or her skills, where relevant.
Skills Assessment. 94.1 The Provider may conduct a Skills Assessment for a Participant while they are receiving Employment Assistance, as the Provider thinks necessary.
94.2 The Skills Assessment should identify: the Participant’s pathway towards employment, including appropriate Interventions, Training, Education and work experience activities; and Vocational Barriers, including gaps in his or her skills, where relevant.
94.3 A Skills Assessment may include: the Participant’s job readiness, current employment skills and experience, including an assessment of his or her existing skill-set and aptitude for various types of work; the future skill needs of the Participant; the Participant’s current educational achievements, skills and experience in direct relation to the local labour market, including areas of skill shortage; the Participant’s job search experience, résumé and any written applications; and Training or other Interventions needed to help the Participant obtain sustainable employment.
94.4 The Provider must: where relevant, amend each Participant’s Job Plan to specify the outcomes of his or her Skills Assessment; and
Skills Assessment. The Provider may conduct a Skills Assessment for a Participant while they are receiving Employment Assistance, as the Provider thinks necessary. The Skills Assessment should identify: the Participant’s pathway towards employment, including appropriate Interventions, Training, Education and work experience activities; and Vocational Barriers, including gaps in his or her skills, where relevant. A Skills Assessment may include: the Participant’s job readiness, current employment skills and experience, including an assessment of his or her existing skill-set and aptitude for various types of work; the future skill needs of the Participant; the Participant’s current educational achievements, skills and experience in direct relation to the local labour market, including areas of skill shortage; the Participant’s job search experience, résumé and any written applications; and Training or other Interventions needed to help the Participant obtain sustainable employment. The Provider must: where relevant, amend each Participant’s Job Plan to specify the outcomes of his or her Skills Assessment; and
Skills Assessment. Sun will assist Customer annually in evaluating the skills of up to ten (10) of Customer’s technical personnel with responsibility for systems administration.
Skills Assessment. The purpose of the skills assessment is to form a process of implementing structural change and efficiency measures by means of a classification structure which rewards employees for the acquisition of accredited skills and work competencies which are relevant to the Employer. The aim of the skills assessment is to accurately assess the extent to which employees fulfil the requirements of the skills that make up the classification structure. This information is converted into skill points, (Appendix 1 - Skills Point System) which determine the skill level at which the employee should be classified. Having attained skills points, workers must be prepared to work in these positions as directed by their supervisors or lose skill points. The tables contained in clause 4.1.0 set out four skill classification levels, namely Probationary Employee, Process Worker/General Factory Hand Level 3 Employee (0 to 10 skill points), Level 2 Employee (11 to 40 skill points) and Level 1 Employee (over 40 skill points) (See: definitions of classification structure in clauses 4.1.8 to 4.1.11). To be classified in a particular skill level the employee must attain the relevant number of skill points by being able to perform the jobs indicated and also be willing to perform these jobs when requested provided that the Employer may consider exempting an employee from these requirements if the employee has medical or worker’s compensation restrictions on the work that he/she can perform. A skills assessment review will be conducted every three months to determine,
(a) How many skill points an employee has; and
(b) What classification level the employee is in. Past training will also be reviewed and new training targets set for the future. Once an employee has been assessed as having a prescribed skill, he/she will not lose the points or the corresponding rate of pay attributed to that skill for the life of this Agreement if the Employer is no longer able to utilise the skill because of technological change or any production process change. The following method will be used to ensure an unbiased and equitable appraisal of skills.
Skills Assessment. To progress, a Technician must satisfy the Skills requirement in the new grade that they are progressing toward. The team will carry out the assessment of these skills. If the progression is to a Coordinator position the Ammonia Plant Manager is to be a part of the team when the assessment is being carried out. The skill assessment criteria are subject to review as the business requirement change. The required form is to be submitted after being deemed competent by the team to the new grade that the Technician is progressing toward.
Skills Assessment. 16.4.1 New employees will commence as a Level 1 trainee and hey will be required to have completed the training and passed a skills assessment test within the first three months of employment otherwise employment will be terminated.
16.4.2 A competency-based assessment will be conducted to verify the skills at each level. Once deemed competent, the Level 1 Trainee will be reclassified as a Level 2 Storeperson and paid at that rate within 2 weeks of the assessment.
16.4.3 The employee may have the opportunity to be trained up to higher levels according to the needs of the company.
Skills Assessment. A skills assessment will be utilized for all applicants.
