Career Paths Clause Samples
The Career Paths clause outlines the framework for employee advancement and progression within an organization. It typically details the criteria, milestones, or achievements required for promotion or movement to different roles, and may reference training programs, performance reviews, or skill development opportunities. By establishing clear expectations and processes for career growth, this clause helps ensure transparency and motivates employees by providing a structured pathway for professional development.
Career Paths. IPSA holders will have access to career opportunities within UNDP as well as to the career development resources available to UNDP personnel. As such, they will be able to apply to UNDP staff positions and job offers under other contractual modalities, in line with UNDP recruitment and selection framework, and the requirements of the respective positions and offers. IPSA holders who have served a minimum of three years with UNDP and have demonstrated successful performance, as recorded in the formal performance reviews, will be eligible to participate in the corporate talent pool assessments and similar initiatives as internal candidates. All IPSA holders will be able to participate in such initiatives, when open to external candidates.
Career Paths. Design a career path that will create and define requirements, job functions, performance, training and education to provide employee’s the opportunity to advance through the Administrative Specialist I, II & III series.
Career Paths. The parties are committed to providing reasonable career opportunities to TAFE Queensland employees. The parties are committed to provide consistent and transparent classifications across TAFE Queensland.
Career Paths. It is agreed that employees have access to up/multi skilling and career path progression and actively participate in such.
Career Paths. When the Council identifies positions or work units where gaps in career paths may inhibit career progress for employees, the Agency will consider the Council’s submission and respond within 60 calendar days.
Career Paths. The parties affirm their intent to continue to explore mutually beneficial opportunities for the enhancement of career paths of staff in the Preparatory and Secondary Schools.
Career Paths. The employer will continue to establish Assistant Nurse Level 3 positions at relevant sites, which reflect the criteria set out in the Agreement's generic level statements. A comprehensive position description will be implemented by the employer and appointments will be made on merit. The employer will establish a Registered Nurse Level 2 position at relevant sites, which reflect the criteria set out in the Agreement's generic level statements. A comprehensive position description will be implemented by the employer and appointments will be made on merit. The Full-Time Equivalent numbers of AN3 and RN2 positions are set out in the following table: RN 2 AN 3 Minimum Minimum Brookfield 3 4 ▇▇▇▇▇▇▇▇ 1.5 2 Colthup 1.5 2 Hilltop 1.5 2 Karinya 1 2 Shalom 1 ▇▇ ▇▇▇▇▇▇▇ 2 3 The employer further agrees to support, assist and where possible provide continuity of employment by appointment to Enrolled Nurse positions for Assistant Nurses who wish to train as Enrolled Nurses. Where an appointment to Assistant Nurse Level 3 or Registered Nurse Level 2 position is necessary, expressions of interest will be sought from all eligible employees and the subsequent appointment made on merit.
Career Paths. 3.9.1 Employees will be considered for other positions which become available in the Company.
3.9.2 Appropriate training will be provided to successful applicants.
3.9.3 All future vacant positions will be advertised internally and externally through the normal channels.
Career Paths. Kent utilises a "Career and Grading level structure" program for Operational Personnel that rewards individuals for Multi-skilling and for high quality Customer Service. See Annex marked "B" for a comprehensive description of the structure. A committee comprising the State Manager, the Operations Manager, a TWU delegate and a company Trainer will discuss and decide the merits of movement by employees through the path. These reviews will be held bi annually in March and September. The final decision as to which employees receive an increase will be made by the State Manager and will be binding on all parties.
Career Paths. Where career paths applicable to definitions in the Administrative, Technical, Professional and Managerial, and the Production streams have already been agreed,the Career Paths are to be used in conjunction with the Classification definitions to resolve any dispute regarding an employee's classification. Career paths will be developed through the appropriate consultative mechanism involving representatives of the employer and the relevant employee representatives. Career paths relate to a nominated stream and will outline how the Classification Structure and Definitions are to be implemented.