Skills Assessment Sample Clauses

Skills Assessment. The purpose of the skills assessment is to form a process of implementing structural change and efficiency measures by means of a classification structure which rewards employees for the acquisition of accredited skills and work competencies which are relevant to the Employer. The aim of the skills assessment is to accurately assess the extent to which employees fulfil the requirements of the skills that make up the classification structure. This information is converted into skill points, (Appendix 1 - Skills Point System) which determine the skill level at which the employee should be classified. Having attained skills points, workers must be prepared to work in these positions as directed by their supervisors or lose skill points. The tables contained in clause 4.1.0 set out four skill classification levels, namely Probationary Employee, Process Worker/General Factory Hand Level 3 Employee (0 to 10 skill points), Level 2 Employee (11 to 40 skill points) and Level 1 Employee (over 40 skill points) (See: definitions of classification structure in clauses 4.1.8 to 4.1.11). To be classified in a particular skill level the employee must attain the relevant number of skill points by being able to perform the jobs indicated and also be willing to perform these jobs when requested provided that the Employer may consider exempting an employee from these requirements if the employee has medical or worker’s compensation restrictions on the work that he/she can perform. A skills assessment review will be conducted every three months to determine, (a) How many skill points an employee has; and (b) What classification level the employee is in. Past training will also be reviewed and new training targets set for the future. Once an employee has been assessed as having a prescribed skill, he/she will not lose the points or the corresponding rate of pay attributed to that skill for the life of this Agreement if the Employer is no longer able to utilise the skill because of technological change or any production process change. The following method will be used to ensure an unbiased and equitable appraisal of skills.

Skills Assessment. The Provider may conduct a Skills Assessment for a Participant while they are receiving Employment Assistance or Extended Employment Assistance, as the Provider thinks necessary. The Skills Assessment should identify: the Participant’s pathway towards employment, including appropriate Interventions, Training, Education and work experience activities; and Vocational Barriers, including gaps in his or her skills, where relevant. A Skills Assessment may include: the Participant’s job readiness, current employment skills and experience, including an assessment of his or her existing skill-set and aptitude for various types of work; the future skill needs of the Participant; the Participant’s current educational achievements, skills and experience in direct relation to the local labour market, including areas of skill shortage; the Participant’s job search experience, résumé and any written applications; and Training or other Interventions needed to help the Participant obtain sustainable employment. The Provider must: where relevant, amend each Participant’s Job Plan to specify the outcomes of his or her Skills Assessment; and

Skills Assessment. The Provider may conduct a Skills Assessment for a Participant while they are receiving Employment Assistance, as the Provider thinks necessary. The Skills Assessment should identify: the Participant’s pathway towards employment, including appropriate Interventions, Training, Education and work experience activities; and Vocational Barriers, including gaps in his or her skills, where relevant. A Skills Assessment may include: the Participant’s job readiness, current employment skills and experience, including an assessment of his or her existing skill-set and aptitude for various types of work; the future skill needs of the Participant; the Participant’s current educational achievements, skills and experience in direct relation to the local labour market, including areas of skill shortage; the Participant’s job search experience, résumé and any written applications; and Training or other Interventions needed to help the Participant obtain sustainable employment. The Provider must: where relevant, amend each Participant’s Job Plan to specify the outcomes of his or her Skills Assessment; and

Skills Assessment. 94.1 The Provider may conduct a Skills Assessment for a Participant while they are receiving Employment Assistance or Extended Employment Assistance, as the Provider thinks necessary. 94.2 The Skills Assessment should identify: the Participant’s pathway towards employment, including appropriate Interventions, Training, Education and work experience activities; and Vocational Barriers, including gaps in his or her skills, where relevant.

Skills Assessment. 94.1 The Provider may conduct a Skills Assessment for a Participant while they are receiving Employment Assistance, as the Provider thinks necessary. 94.2 The Skills Assessment should identify: the Participant’s pathway towards employment, including appropriate Interventions, Training, Education and work experience activities; and Vocational Barriers, including gaps in his or her skills, where relevant. 94.3 A Skills Assessment may include: the Participant’s job readiness, current employment skills and experience, including an assessment of his or her existing skill-set and aptitude for various types of work; the future skill needs of the Participant; the Participant’s current educational achievements, skills and experience in direct relation to the local labour market, including areas of skill shortage; the Participant’s job search experience, résumé and any written applications; and Training or other Interventions needed to help the Participant obtain sustainable employment. 94.4 The Provider must: where relevant, amend each Participant’s Job Plan to specify the outcomes of his or her Skills Assessment; and

Skills Assessment. Sun will assist Customer annually in evaluating the skills of up to ten (10) of Customer’s technical personnel with responsibility for systems administration.

Skills Assessment. To progress, a Technician must satisfy the Skills requirement in the new grade that they are progressing toward. The team will carry out the assessment of these skills. If the progression is to a Coordinator position the Ammonia Plant Manager is to be a part of the team when the assessment is being carried out. The skill assessment criteria are subject to review as the business requirement change. The required form is to be submitted after being deemed competent by the team to the, new grade that the Technician is progressing toward.

Skills Assessment. Qualifications are to be assessed by the relevant Skills Assessing Authority (as specified in the Labour Agreement) as being at least equivalent to the relevant Australian Qualifications Framework (AQF) qualification detailed for the relevant tables below, in order to assist the Minister’s decision as to whether the visa applicant has the necessary qualifications for the position. The Minister may require a person to demonstrate that he or she has the skills that are necessary to perform the tasks of the nominated occupation by undertaking a skills assessment conducted by an independent Skills Assessing Authority (as specified in the Labour Agreement). Any skills assessment must be certified as being in accordance with the arrangements agreed to in writing with the Commonwealth prior to the first Labour Agreement being entered into. A skills assessment is required for applications lodged for the occupations listed in Tables 2 to 3. For the occupations in Table 2 below, which are on the eligible lists of skilled occupations (the Short-term Skilled Occupation List (STSOL), Medium and Long-term Strategic Skills List (MLTSSL) or Regional Occupation List (ROL)), any nomination for these occupations or any application for a TSS, SESR or ENS visa connected with these occupations must satisfy the skills, qualifications, experience and employment background required under the standard TSS, SESR or ENS visa programs except: • Where the relevant AQF qualification was obtained in Australia, only one (1) year of relevant full time work experience is required for the TSS visa program. 421111 Child Care Group Leader 2 233211 Civil Engineer 1 253111 General Practitioner 1 431411 Hotel Service Manager 3 233513 Production or Plant Engineer 1 251214 Sonographer 1 233215 Transport Engineer 1 For the Occupations in Table 3 below, which are on the eligible lists of skilled occupations, any nomination for these Occupations or any application for a TSS, SESR visa or ENS visa connected with these Occupations must satisfy the following skills, qualifications, experience and employment background requirements. The visa applicant must: • Meet the skill level as defined in ANZSCO including where relevant experience can substitute the formal qualification • Have at least one (1) year of relevant full time work experience for the TSS visa program, where the relevant AQF qualification was undertaken in Australia; OR • Have at least two (2) years of relevant full time work experience for ...

Skills Assessment. Ask IT has well-defined process for skill assessment. Ask IT uses following methods to evaluate the skills of candidates.  Document Check: Candidates’ self-submitted documents are analyzed and checked for authenticity.  Resume Checks: After thorough evaluation by our dedicated experts, only resumes matching 90% or more of the skills required for the position move forward to the account Manager.