A classification is used to determine the minimum wages and conditions to which an employee is entitled.
Most Awards and Enterprise Agreements contain classification definitions that are used to determine the classification of an employee. These definitions usually include:
The Steps
The usual steps used to determine classifications:
Step 1 – Ensure the correct Award.
Step 2 – Identify the criteria within the classification definition.
Step 3 – Match the job to the classification definition.
Step 4 – Match the employee to the job.
Step 5 – Ensure the employee is doing the job.
The following Awards are appropriate for this service:
Process
Stage 1: Briefing session to provide key personnel with an overview of the process and the key points.
Stage 2: Identify all tasks and skills required. This is done with the assistance of key personnel. The skills identified will be matched to the National Competency Standards and qualifications, as appropriate.
Stage 3: The competencies identified in stage 2 will be developed into skills profiles and self-assessment tools.
Stage 4: Facilitation of the self-assessment and the validation of the results. The purpose of the self-assessment and the validation is to determine the competencies actually held and used by employees in an industrial context and the determination of a classification level.
Identify employee and workforce development opportunities.
The above process is consistent with the Manufacturing and Associated Industries and Occupations Award 2010 and The Implementation Guide
Contact Us
David Tiller
National Manager, Training Services
david.tiller@aigroup.com.au
Phone: 0499 195 307
The Workplace Advice Line is Ai Group’s national telephone advisory service for all your on the spot workplace related questions.
Call the Workplace Advice Line
1300 55 66 77 and press option 1
(Overseas: +61 3 9867 0100). Email: workplaceadvice@aigroup.com.au
Weekdays from 8.30am to 5.30pm
(Australian Eastern Daylight/Standard Time)
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