Common use of Skills Progression Pathway Levels Clause in Contracts

Skills Progression Pathway Levels. Employees will be able to apply for SPP Level 1 as detailed in Appendix D of this Agreement. This is an interim model while the parties develop and agree a new remuneration model. The Skills Progression Pathway (SPP) is intended to provide a broad skills development framework which meets the needs of both the Ministry and its employees by providing opportunities for employees to develop and practice advanced skills in their work, engage in complex work and increasingly take on and be recognised for leadership of practice within the Ministry. Employees that have achieved SPP level will be expected to demonstrate a standard of performance consistent with attainment of this level in future performance reviews. Objectives for level one will be those that: • have a regional impact; • develop and improve complex skills for themselves or others; • are aligned with the relevant goals of their region; and/or • require the employee to take on local responsibility or leadership in relation to aspects of work within their field. Objectives for level two will be those that: • have an impact across more than 1 regions and/or some national impact; • develop and improve advanced and specialist skills for themselves or others; • are aligned with cross region or regional goals or work programmes; and/or • require the employee to take on regional responsibility or leadership in relation to complex areas of work within their field, including work across functions of the Ministry within a region Objectives for level three will be those that: • have a national impact; • consolidate expert skills for themselves or others demonstrating a mastery of their profession; • influence organisational direction; and/or • require the employee to contribute towards National Ministry practice within their field. SPP can be accessed by employees who have met the following criteria: • Employees currently on the top step (step 12 for all occupational groups, except for psychologists, which is step 15) will be able to access SPP until 31 Decembers 2019; • From 1 January 2020 after the implementation of a new top step 16, employees on the new top step (step 13 for all occupational groups, except for psychologists, which will be from step 16) will be able to access SPP; • Have met their registration and continued professional competency requirements (where required to work in designated roles in the Ministry); and • Have met their performance review requirements. 1. An employee wishing to enter SPP must develop a progression plan and have it signed off by their Service Manager and Practice Implementation Advisor. Most employees will begin at Level 1. Employees who have shown through their appraisal process they are already working at level one standard can begin at Level 2. Those employees should seek approval from their Service Manager, Practice Implementation Advisor and Manager Learning Support before drafting their Level 2 progression plan. 2. SPP plans at Level 1 and 2 will comprise at least 4 objectives (including the two compulsory domains) from within the practice areas to be completed over a 12 month time period. A progression plan at Level 3 will comprise at least 2 objectives and must include one compulsory domain. Kaitakawaenga will have a compulsory objective in the Advanced Maori responsiveness domain. A part-time employee’s SPP plan will usually take longer to complete than a full-time employee’s plan. Extensions of time periods may be granted with the manager and/or practice leader’s approval. 3. Upon successful completion of the SPP plan approval for salary progression will be the Manager, Learning Support for Levels 1 and 2. The National Director, Learning Support will approve salary progression for Level 3 SPP plan 4. Where a salary progression is approved, the salary increase will be backdated to the day it was submitted. 5. Where salary progression is declined, the employee will be advised promptly of the reasons for this, and allowed the opportunity to resubmit. The employee will have the opportunity to have the decision reviewed by someone senior to the original decision maker. 6. The Ministry will provide a progress report showing SPP levels for the start to the end of the financial year to NZEI Te Riu Xxx Xx Riu Xxx and APEX. The parties will work together to review the skills progress pathway 12 months after implementation of agreed changes.

Skills Progression Pathway Levels. Employees will be able to apply for SPP Level 1 as detailed in Appendix D of this Agreement. This is an interim model while the parties develop Principles and agree a new remuneration model. entry criteria The Skills Progression Pathway (SPP) is intended to provide a broad skills development framework which meets the needs of both the Ministry and its employees by providing opportunities for employees to develop and practice advanced skills in their work, engage in complex work and increasingly take on and be recognised for leadership of practice within the Ministry. Employees that have achieved SPP level will be expected to demonstrate a standard of performance consistent with attainment of this level in future performance reviews. Objectives for level one will be those that: • have a regional impact; • develop and improve complex skills for themselves or others; • are aligned with the relevant goals of their region; and/or • require the employee to take on local responsibility or leadership in relation to aspects of work within their field. Objectives for level two will be those that: • have an impact across more than 1 regions and/or some national impact; • develop and improve advanced and specialist skills for themselves or others; • are aligned with cross region or regional goals or work programmes; and/or • require the employee to take on regional responsibility or leadership in relation to complex areas of work within their field, including work across functions of the Ministry within a region Objectives for level three will be those that: • have a national impact; • consolidate expert skills for themselves or others demonstrating a mastery of their profession; • influence organisational direction; and/or • require the employee to contribute towards National Ministry practice within their field. SPP can be accessed by employees who have met the following criteria: • Employees currently on the top step (step 12 for all occupational groups, except for psychologists, which is step 15) will be able to access SPP until 31 Decembers 2019; • From 1 January 2020 after the implementation of a new top step 16, employees on the new top step (step 13 for all occupational groups, except for psychologists, which will be from step 16) will be able to access SPP; • Have met their registration and continued professional competency requirements (where required to work in designated roles in the Ministry); and • Have met their performance review requirements.. Process 1. An employee wishing to enter SPP must develop a progression plan and have it signed off by their Service Manager and Practice Implementation Advisor. Most employees will begin at Level Level 1. Employees who have shown through their appraisal process they are already working at level one standard can begin at Level 2. Those employees should seek approval from their Service Manager, Practice Implementation Advisor and Manager Learning Support before drafting their Level 2 progression plan. 2. SPP plans at Level 1 and 2 will comprise at least 4 objectives (including the two compulsory domains) from within the practice areas to be completed over a 12 month time period. A progression plan at Level 3 will comprise at least 2 objectives and must include one compulsory domain. Kaitakawaenga will have a compulsory objective in the Advanced Maori responsiveness domain. A part-time employee’s SPP plan will usually take longer to complete than a full-time employee’s plan. Extensions of time periods may be granted with the manager and/or practice leader’s approval. 3. Upon successful completion of the SPP plan approval for salary progression will be the Manager, Learning Support for Levels 1 and 2. The National Director, Learning Support will approve salary progression for Level 3 SPP plan 4. Where a salary progression is approved, the salary increase will be backdated to the day it was submitted. 5. Where salary progression is declined, the employee will be advised promptly of the reasons for this, and allowed the opportunity to resubmit. The employee will have the opportunity to have the decision reviewed by someone senior to the original decision maker. 6. The Ministry will provide a progress report showing SPP levels for the start to the end of the financial year to NZEI Te Riu Xxx Xx Riu Xxx and APEX. The parties will work together to review the skills progress pathway 12 months after implementation of agreed changes.