Common use of Skills Assessment Clause in Contracts

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 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 -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 4.1.9 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.