Common use of CAREER PATH PROGRESSION Clause in Contracts

CAREER PATH PROGRESSION. If an employee has not worked in a paid capacity in hospitality before, has undertaken no training recognised by the Club and has no previous experience directly relevant to their position within the Club, then that employee will take up employment at the introductory level. They will remain at that level for up to six months (if casual) and up to three months (if permanent) or until deemed competent. During this time they can gain an understanding of the industry through the Club, undertake structured training, gain practical experience and then move to a higher level. An employee at any level who wishes to progress to a higher level must be performing more complex tasks and functions and have larger responsibilities than those of the lower level, and where appropriate, have completed a non-compulsory minimum of two hours professional development in a year which may provide proof of further training required for higher skill levels. Professional development is not compulsory and will be undertaken in the employee’s time. This is to promote a culture of learning in line with the Club’s commitment to training. Specific in- house training programmes that are compulsory, for example, Induction Training, Food Hygiene and Handling for Kitchenhands and Supervisors, and training for Supervisors would be undertaken in the employer’s time. To progress to a higher classification level, an employee must also have demonstrated a competent level of work performance as highlighted in the performance management programme outlined in the Staff Induction Manual. Implicit in career path progression is the existence of a suitable vacancy within the Club to which the employee can be appointed or successfully apply for promotion and that progression is based on work performance rather than tenure. As a matter of principle, Shaw Sportz Ltd., is committed to promotion on the basis of merit which is consistent with equal employment opportunity and affirmative action requirements.

CAREER PATH PROGRESSION. If an employee has not worked in a paid capacity in hospitality before, has undertaken no training recognised by the Club and has no previous experience directly relevant to their position within the Club, then that employee will take up employment at the introductory level. They will remain at that level for up to six months (if casual) and up to three months (if permanent) or until deemed competent. During this time they can gain an understanding of the industry through the Club, undertake structured training, gain practical experience and then move to a higher level. An employee at any level who wishes to progress to a higher level must be performing more complex tasks and functions and have larger responsibilities than those of the lower level, and where appropriate, have completed a non-compulsory minimum of two hours professional development in a year which may provide proof of further training required for higher skill levels. Professional development is not compulsory and will be undertaken in the employee’s time. This is to promote a culture of learning in line with the Club’s commitment to training. Specific in- house training programmes that are compulsory, for example, Induction Training, Food Hygiene and Handling for Kitchenhands and Supervisorsteam leaders, and training for Supervisors team leaders would be undertaken in the employer’s time. To progress to a higher classification level, an employee must also have demonstrated a competent level of work performance as highlighted in the performance management programme outlined in the Staff Induction Manual. Implicit in career path progression is the existence of a suitable vacancy within the Club to which the employee can be appointed or successfully apply for promotion and that progression is based on work performance rather than tenure. As a matter of principle, Shaw Sportz Ltd., Kedron-Wavell Services Club Inc. is committed to promotion on the basis of merit which is consistent with equal employment opportunity and affirmative action requirements.