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. 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 lis t 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 up skilling 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...
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. 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. 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 a. Discussions regarding the implementation of a skills matrix will commence no later than 12 months from the commencement of this agreement. For the purposes of implementation, the skills matrix will be designed and agreed to by both parties.
Skills Matrix. (a) The company also gives a commitment to maintain the skills and qualifications system for the main business to reflect those skills required and possessed on the site.
Skills Matrix. 5.1.1.1 Employees covered by this Agreement shall be classified under one of the classifications set out in the Matrices attached hereto as Appendix B, being respectively the Career Development Matrix - Production, and Career Development Matrix - Leading Hands/Supervisors. This Career Development Matrix may be reviewed by the parties and updated on an as needs basis during the life of this Agreement.
5.1.1.2 In classifying an employee, Cochlear shall have regard to the level of skill which has been demonstrated by the employee in performing work, and the relevant level of product and Cochlear knowledge demonstrated by the employee, as well as a demonstration that the employee can accept responsibility in respect to the particular job classification.
5.1.1.3 In addition, the classification of employees shall have regard to the work performed by the employee and demonstrated under the Functional Stream section of the Matrix.
5.1.1.4 Once classified as provided in Clause 5.1.1 hereof, employees covered by this Agreement shall be entitled to receive the wage commensurate with their respective classification as set out under the Wage Schedule. (Appendix "A").
5.1.1.5 An employee shall be entitled to receive no less than the minimum rate prescribed for their respective classification, but may be paid within such classification at a level according to relevant factors relating to the employee’s skills, knowledge and acceptance of responsibility.
5.1.1.6 Once classified, an employee shall be assessed with respect to an appropriate level within the classification, having regard to the following factors:
(i) The relative skills level of the employee within the classification and with respect to the performance of the employee’s tasks as shown in the Functional Stream Section of the Matrix.
(ii) The relative productivity and output of the employee as a demonstration of the level of the employee’s work performance.
(iii) The quality of the employee’s work and, in particular, having regard to the level of re-works necessary in relation to the employee’s work.
(iv) The relative level of responsibility that the employee exercises in relation to his own work performance, including initiatives shown by the employee and the willingness and capacity of the employee to work within the prescriptors of this Agreement.
(v) Any other relative factor which, in the opinion of management, impact upon the relative level of classification.
5.1.1.7 The pay level for an employee will be...
Skills Matrix. Refer Appendix 1
