Contents
1. Policy Intent
2. Definitions
3. General
4. Review Process
1. POLICY INTENT
1.1 Introduction
Competency Based Progression groups levels 1 and 2, levels 3 and 4 and levels 6 and 7. Its purpose is:
- to offer staff the opportunity to be recognised and rewarded for the demonstration and consistent performance of skills at a higher level as required of the position;
- to complement the Performance Planner by building a link between what a person does and the Divisional/Faculty business objectives; and
- to simplify the transitional process within the broadbanded levels.
The University has established employee review practices which include the Annual Performance Planner Interview. These practices will continue to support staff progression. However, not all broadbanded positions will necessarily warrant progression beyond the competency bar, because they do not require the consistent performance of competencies at the next step for that position.
1.2 Does Competency-Based Progression apply to Recruitment and Transfer of staff?
This policy has been developed specifically for the process of assessing progression and will have regard to, but not be intended to guide Recruitment and transfer of staff within the University.
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2. DEFINITIONS
2.1 What are Competency Standards?
Competency Standards are statements that describe the knowledge and skills that enable staff to do a particular job.
2.2 How will the University use Competency Standards?
The University will use the standards to ensure that the skills and knowledge being performed in a position reflect the needs of the position. Competency standards will be used to support a structured approach that is appropriate and fair to promote progression within the Broadbanded levels.
2.3 What is the structure of the Competency Standards?
The format and use of Competency Standards adopted by the University is as follows:
University Wide Competencies
These are competencies, which are applicable to all personnel at the specified levels across the University.
Specific Competencies
These competencies are required of personnel in a specific area of operation eg Trades, Library, Technical and Administration. However, to accurately capture the broad range of duties required in workplace positions there may be a need to acknowledge the use of competencies from a selection of specific areas eg combine a number of specific competencies from a range of areas.
Each competency standard includes:
- A brief statement expressing an outcome; and
- A more detailed description about the skills and knowledge required of an employee working in a particular role. These are skills and knowledge that can be demonstrated and assessed on the job. (the Elements - refer Competency Application).
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3. GENERAL
3.1 Who will it involve?
The process will involve staff at levels 1/2, 3/4 and 6/7 at the top step below the Competency Bar, wishing to progress to the next step.
3.2 When would an application for Competency Based Progression occur?
There are two (2) points when this will occur. These are:
(1) where the competencies for progression in the broadbanded position are identified as necessary to that position; and (2) where an employee consistently demonstrates and applies the identified competencies.
3.3 Does an employee need to be employed in their current position for any length of time?
An employee would normally have spent a minimum of twelve (12) months at the step immediately below the competency bar.
3.4 How many competencies are required for progression?
A total of eight (8) competencies are required for progression.
In addition to the two (2) pre-ticked University Wide Competencies:
- two (2) other University Wide Competencies;
- two (2) from the Specific Competencies; and
- two (2) from either the University Wide or Specific Competencies.
In some positions there will be a convergence of streams and it may be necessary to identify and select competencies from outside the recognised professional area of the position.
3.5 Are there any other requirements?
The employee must have a completed Performance Planner document, that is not more than 15 months old.
3.6 Who approves the application for Competency Based Progression?
The application is completed by both the employee and the supervisor and forwarded to the Dean/Director for final approval.
3.7 When will the pay increase take effect?
The employee's pay will be adjusted accordingly from the following working day after approval by the Dean/Director.
Further increments will be subject to the normal annual progression requirements.
3.8 Will the employee's superannuation contribution obligations change?
Employees progressing beyond the competency bar at level 3/4 will have a choice of contributing 3.5% or 7%. If they choose 7% this is fixed and they will not be able to change to the lower rate. The contribution rate for employees progressing beyond the competency bar at level 6/7 remains at 7%. For employees progressing beyond the competency bar at level 1/2 there will be no change.
3.9 When can applications for Competency Based Progression be made?
They can be made at any time consistent with the timetable agreed upon in the employee's Performance Planner Interview.
3.10 Can an employee make further application for progression if previously unsuccessful?
The employee may reapply at a time that is consistent with the strategies and timetable agreed upon in the employee's Performance Planner Interview.
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4. REVIEW PROCESS
4.1 Employees should seek to resolve any difference of opinion with their supervisor and/or Dean/Director in the first instance.
4.2 If an employee is dissatisfied with the outcome of the application they can make a request for review. This request should be made in writing and outline the grounds for review and forwarded to the Director, Personnel Services.
4.3 A reply to the request for review will be made within 21 days of its receipt.
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This policy is subject to the University's 'Privacy Policy', 'Close Personal Relationships' and 'EEO & Freedom of Information' policies.
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