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Academic and General Staff 2005 Contact
 

Part I - Performance/Employment Management

68. Classification Linking

Levels 1 to 2

Staff members appointed to Level 1 will have access to progression to Level 2 without promotion to a higher position in the following circumstances:

  • they have the skill, achieved either through training or experience, or a combination of both, to warrant such progression; and
  • they perform duties which require the skill levels at Level 2.

Levels 3 to 4

Staff members appointed to Level 3 will have access to progression to Level 4 without promotion to a higher position where they can show:

  • A requirement to perform, or demonstration of having performed in the current position, a range of duties which require skill levels at the higher level (e.g. multi-skilling); and
  • Attainment of the appropriate skill level, achieved through training or a combination of both, to warrant such progression; and
  • Effective performance as per the relevant position descriptor level for at least one year.

Further Linking

68.3 An extended linking system for general staff classifications will be introduced by 1 March 2007. Consideration will be given to extending the linking process up to HEW level 7. The parties bound by this Agreement will consult and agree on the levels that are to be available for linking. Included in the discussion will be consideration of allowing a staff member or supervisor to initiate a request for a position to be linked.

68.4 The parties bound by this Agreement will meet by 1 March 2006 to discuss progress on the introduction of an extended linking system.

68.5 Linking, where agreed, will provide an avenue for progression to a higher level based on objective criteria established in advance in accordance with the following linking objectives:

  • to allow work units to design jobs where staff can use a wider range of skills and exercise a greater level of responsibility than is currently possible within the existing classification structure;
  • to provide an avenue for access to a higher classification level, based on staff members developing and using their skills on the job, without having to necessarily leave their present job or work unit;
  • to encourage general staff career development to the benefit of both staff and University;

68.6 In order to access the higher classification level the following criteria will need to be met:

  1. the competency requirements for progression established for the occupational group and/or work unit are satisfied by the staff member;
  2. the quality of work performed by the staff member is consistent with work required of the higher level and the position description; and
  3. there is work consistently available at the higher level.

68.7 Consideration will be given to determining the quantum of work done at the higher level, which the individual is required to carry out prior to moving to the higher level.

68.8 Work units must make reasonable efforts to consider jobs for linking. This may require an expansion or restructure of a job and may include:

  • similar but more complex work;
  • more responsibility in terms of resources;
  • more complex work through addition of new duties; and
  • working with a reduced level of supervision.

68.9 A process for the implementation of this clause as it applies to individual positions is to be agreed, between whom it needs to be agreed. Such a process will also make provision for dispute resolution and would allow staff members to choose to be assisted by a Representative.