Skills Matrix. 1. New employees shall be offered a position based on an assessment of their skills in relation to our Skills matrix (Appendix ‘B’) and the needs of the Company.
2. A list of existing employees and their grades will be posted on the notice board and updated as employees change grade.
3. Where an employee is requested by the employer to carry out the work of an another employee in a higher grade, then the employee shall be paid the higher rate for the duration of the agreed period.
4. Advancement through the skills matrix will depend on an employee meeting the required criteria for that higher grade and a position being available within that grade.
5. The parties agree to the consultative committee reviewing the training requirements and skills for each grade and the required number of employees in each grade. Part of this review will include the development of a Company Training Plan that will be based on the following principles: The skills matrix and relevant training requirements will be designed and structured to meet the operating needs of Lidco. Structured on the job training program External training packages Relevant nationally endorsed competency standards from the following areas Metal Trade Building Trade Warehousing and Distribution
6. The Company Training Plan will be the basis upon which a structured upskilling of the workforce will occur to meet company requirements.
7. The Company Training Plan will be developed through the Consultative Committee who will be responsible for implementing the Plan. Where required training is agreed the following principles will apply: Where required training is to be undertaken during ordinary hours of work it shall be without loss of pay. Where required training is to be undertaken outside of ordinary hours of work that time shall be paid at ordinary hours rate (excludes clause 9 personal development/external training).
8. The Company Training Plan will also include an assessment of skills held by existing employees to identify skill-gaps which exist at present levels and how they can be addressed.
9. The parties recognise that training may be by way of: Formal on the job, external courses, industry conducted courses.
10. Where required training is to be done by outside organisations, the Company will pay for all course fees and materials (excludes clause 9 personal development/external training).
11. Assessment will be done by a team to be nominated by the consultative committee.
12. Appeals on assessment s...
Skills Matrix. 5.1 The Company currently has in place a Skills Matrix aligning skills, competencies, duties to each level as per the classification structure. As this is a working document sitting outside of the Agreement the parties to this Agreement have agreed that a working party consisting of the Contract Manager and Employee Representative/s will examine all aspects of the matrix with the intent of making it contemporary and fair in its application across the workforce and classification structure.
Skills Matrix. (a) The Skills Matrix below defines each level of skill and competence within the Rydalmere Warehouse and provides a structured framework for training. 1 Casual/Skilled Casual/Team Member in training Includes but is not limited to: • General labouring and cleaning • Receiving, checking, dispatching and sorting of products • Able to work from instructions and procedures • Able to co-ordinate work in an environment under general supervision • Responsible for ensuring the quality of their own work • Possess sound communication and interpersonal skills • Awareness of CI tools and ‘entry level’ utilisation of processes • “Entry level’ knowledge of Xxxxx’x products and AIB requirements. You will be assessed as fully competent to manage all aspects of work in the following functional areas, utilising your knowledge, skills and experience and awareness/understanding of performance requirements and KPI targets: • Satisfying internal customer needs • Receiving Loop • Re-pack • Use of hand trolleys and pallet jacks • Assembly of Pre- packaged Units • All aspects of order assembly including picking stock • Palletised goods • Picking and staging orders • Use of electronic equipment e.g. RF unit, to carry out work • Pallet movements • Routine maintenance of warehouse equipment as per the sanitation schedule • Carry our inventory bin counts • Completion of basic warehouse documentation including the sign off of consignment notes 2 Team Member Includes but is not limited to: • • Loading and unloading of trucks • Licensed to operate appropriate materials handling equipment e.g. forklift to carry out any and all related duties within the warehouse • VDU operation using basic to intermediate keyboard skills to carry out work • All tasks as per level 1 • Understands and is responsible for their own quality control • Possesses a sound level of interpersonal and communication skills • Sound working knowledge of all warehouse tasks, exercises discretion within the scope of this skill level and has a sound knowledge of Xxxxx’x products and AIB requirements • Sound understanding of requirements of handling, storage and unloading/loading of specific products e.g. confectionary, point of sale etc. You will be assessed as fully competent to manage all aspects of work as per Level 1 and to also manage more specialised areas of the operation in the following functional areas, utilising your knowledge, skills and experience and awareness/understanding of performance requirements and KPI...
Skills Matrix. The Joint Committee will maintain a Skills Matrix. This Skills Matrix will be used for placing employees to cover absenteeism/vacation relief, temporary jobs less than 55 days, and lay-offs. All cross-training candidates will be evaluated for competency upon completion of the training. If a cross-trained individual has not performed the job after a period of two years, they will be re-evaluated for competency. X. XXXXXX X. XXXXXXXX As discussed during the 1993 set of negotiations, the Company may approach the Union from time to time to share information on new opportunities for new work to be brought into the plant. The Union agrees that it will meet with the Company as quickly as possible to explore the possibility of establishing a lower work rate for such work if such a lower rate is necessary to allow the company to make a competitive bid. It is understood that if such a new rate is agreed upon and new work secured only employees who volunteer for such work will work at such new rate and that if there is a surplus of volunteers the work will be assigned to the senior qualified volunteers. X. XXXXXX X. XXXXXXXX Vacation entitlement is based upon the current Collective Agreement. Vacation scheduling will be based upon the following:
Skills Matrix. The Xxxxx Xxxx Production facility consists of six (6) areas: Clay Preparation, Crushing, Xxxxxxx 0, Xxxxxxx 0, Xxxx xxx Xxxx. Each of the five areas is broken down into specific work sections. These areas and sections are described in the skills matrix below. Clay Preparation Xxxxxxx 0 Xxxxxxx 0 Xxxx Xxxx Raw Materials FEL Dump truck Water truck F1 Extruder F1 Setter F2 Extruder F2 Setter F1 Unloading F1 Loading F2 Unloading F2 Loading Kiln 1 Kiln 2 Kiln 3 Crushing Production FEL F1 Wet Pan F2 Crusher Each of the sections within an area require operators to be trained in all aspects of operation, safety and quality which can be demonstrated by a site specific competency test. The aim is that each production shift has at least two operators skilled B+ or better. Production employees will be classified as follows: A General Hand An employee who cannot operate a work section without support.
Skills Matrix. Production and warehouse personnel are encouraged to upgrade their skills and pay level in line with the company’s requirements. An assessment of skills will be carried out once per year in September and pay levels will be aligned to improved skills. The skills matrix is the one constructed by Champion Compressors Pty. Ltd. and is currently the ACE Skills Matrix. The company reserves the right to amend the format or matrix as the business changes. Statistical data will be communicated to employees by Management.
Skills Matrix. Refer Appendix 1
Skills Matrix. The general provisions of the Collective Agreement provide that opportunities for employees to acquire the various levels of will be provided in a fair and equitable manner recognizing the needs of the Company and the employees, and respecting the rights and wishes of employees in order of the individual’s seniority. The following is a list of individual skills proposed for each of the current manufacturing Cells. These skills are not listed in order of priority or difficulty and each skill is intended to be of equal importance to the success of the Company. It is intended to recognize the difficulties associated with achieving a level of proficiency in each particular skill. For the union Date: November To: United Steelworkers, Local From: Casino Plant Manager Subject: LETTER OF UNDERSTANDING
Skills Matrix. It is expected that new Employees will commence as a Bench Assistant where they bring limited prior skills and experience to the role and will progressively move through the skills matrix in line with availability of vacant positions, training programs, business needs and individual capability. The Employee will progress to the next skill level through assessment of skills based on successfully completing training or through recognition of prior learning. It is through obtaining additional skills to the Employee’s current level that they will have the opportunity to apply for positions as they become available. The skills matrix and requirements for progression through roles are summarised in the below table. Classification Skill Attained Progression Bench Assistant New or existing employee or previously contingent or labour hire worker not yet assessed as competent as an MMU operator. A bench hand will have or be actively gaining competencies in ancillary equipment or taskssuch as heavy rigid licence. Requires a vacancyRequires supervisor approval Displays effective SHES attributes. Punctuality and attendance at work. Commitment to the team and to Orica’s Values. Level 1 Operator Demonstrated competence as an MMU operator. Operator who has been assessed as competent in:Stem Truck Loaders Dewatering Demonstrated competence as an MMU operator.Operator who has been assessed as competent in:Stem Truck Loaders Dewatering Displays effective SHES attributes. Punctuality and attendance at work. Commitment to the team and to Orica’s Values. Supervisor Assessed Level 2 Operator Operator who has demonstrated proficiency in MMU operations Demonstrated competence in previous classificationsRequires a vacancyRequire supervisor approval Shotfirer Shotfirer with NSW licence and appointed by MME onsite. Displays effective SHES attributes. Punctuality and attendance at work.Commitment to the team and to Orica’s Values. Where an Employee accepts an offer of a promotion and they have not achieved some of the skills in accordance with the skills matrix, the Employees’ Site Supervisor will develop a training plan to be achieved in their first six (6) months. Where an Employee has had the opportunity and does not achieve the required skills in the training plan, the Employee may be transferred back to their previous position on the terms and conditions applicable for that position. This will be clearly explained in the Employees terms and conditions outlined in their letter of ...
Skills Matrix. The Contractor shall provide a Skills Matrix based on employee qualification for all direct personnel employed under each Task Order within 30 calendar days of Task order start date. The Skills Matrix shall be updated upon any personnel changes to the initial matrix. (CDRL A00D).
