CBAT
Competency Based Assessment Training (CBAT) is a structured way of assessing and training NTPS Administrative Officer Level 1 (AO1) employees to ensure that they develop and apply a range of appropriate knowledge, skills and attitudes in the workplace. These competencies are categorised as "core" and "job specific".
CBAT was introduced in 1993 as a part of Award Restructuring and is a part of the Award under which AO1 staff are employed in the NT Public Sector. NTPS employees, including managers, supervisors and base grade staff, as well as
unions, were involved in its design.
It aims to ensure that employees have the opportunity to develop a broad range of skills and knowledge which will be of benefit to both the individual and the organisation.
Advantages for the AO1
- an AO1 will gain a wider range of skills that are required across the NT Public Sector;
- training requirements can be identified and provided;
- competencies will be recognised;
- employees can 'fast track' through the incremental salary steps; and
- employees can progress through the ‘competency barrier’ to the top two levels of the AO1 salary scale. Those who choose not to participate in CBAT will progress, according to years of service, only to the competency barrier - level 3.
Advantages for the organisation
- base level staff in the organisation become multi-skilled; and
- training needs and deficiencies within the organisation are identified and addressed.
Assessment of core competencies
The knowledge and skills considered to be 'core' to the workplace. There are 59 competencies identified. These are divided into:
- communication skills (written and verbal);
- interpersonal skills;
- workplace technology; and
- knowledge of the organisation.
Job specific competencies
These are the competencies identified by the Supervisor and the AO1 as being specific to the particular job over and above the ‘core’ or generic competencies. Assessment andTraining (CBAT) System for AO1 5 Current as at 5/1/2000
Assessments
A total of 5 assessments take place over a minimum of a two year period. The supervisor and the AO1 identify the areas to be assessed and the training requirements prior to the assessment period.
Throughout the period leading up to the formal assessment, the supervisor provides ongoing feedback and ‘on the job’ training. At the time of the formal assessment, the period is reviewed and the next assessment period is planned. It should be a forward looking and positive process!
Minimium time frame for assessments
Assessment 1: 6 months
Assessment 2: 12 months
Assessment 3: 16 months
Assessment 4: 20 months
Assessment 5: 24 months
These are minimum timeframes. The AO1 should not be disadvantaged by administrative delays.
Supervisor assessment training
Supervisors need to attend a Planning, Conducting and Reviewing Assessment course to become accredited assessors or to have previously attended a Workplace
Assessor or CBAT for Supervisors course.
Training for staff
Training is largely on the job and agreed to by the Supervisor and the AO1s. Other forms of training could include attendance at training courses or short term informal workplace exchanges within or outside the office in order to gain extra skills. These of course require managerial approval.
All AO1s must be given the opportunity to develop a full range of skills so their career opportunities will not be limited. It is the supervisor’s responsibility to provide training opportunities.
Participation
Participation in the program is not compulsory. All AO1 staff must however, be o ffered the opportunity to participate. An offer to participate in CBAT should be given to an employee as part of the induction/recruitment package of information (see example memorandum). The response to this notifies Salaries to update their classification on the Personnel Integrated Payroll System (PIPS) database from AO1 to AO1B. The decision not to participate can be reversed by the AO1 at a later date.
Disciplinary measure
CBAT is an entirely separate scheme from performance management or managing poor performance and cannot be used as a disciplinary measure for these or any other purpose.
Assessment disagreements
Conflict should be resolved initially at the supervisor/AO1 level within the workplace. The Branch Manager or HR practitioners may become involved. If this cannot resolve the problem, then the normal appeals and grievance channels are open to the individual.
Recognition of prior learning
Recognition of prior learning (RPL) may be applied to AO1 employees electing to participate in CBAT at any time within the 24 month period. When deciding to appoint at a salary level, Chief Executive Officers may elect to do so on the basis of a CBAT assessment. AO1s are to be placed on the entry level scale pending this assessment and the assessment carried out within three months of commencement.
General principles
CBAT does not replace or relate to any other form of appraisal or inability procedure within the NTPS. When assessing an employee due consideration must be given to Equal Employment Opportunities. For example, ‘disability’ may require work place adjustment.