Crown
Employees (Department of Environment and Climate Change - Parks and Wildlife
Group) Field Officers and Skilled Trades Salaries and Conditions 2009 Award
INDUSTRIAL RELATIONS
COMMISSION OF NEW SOUTH WALES
Application by Department
of Environment and Climate Change NSW.
(No. IRC 819 of 2009)
Before Commissioner
Bishop
|
12 June 2009
|
AWARD
1. Arrangement
PART A
Clause No. Subject Matter
1. Arrangement
2. Title
3. Definitions
4. Parties
5. Salaries
6. Salary Packaging
Arrangements, Including Salary Sacrifice to Superannuation
7. Allowances
8. Standby
Arrangements - Including Standby associated with Declared Incident
9. Higher
Duties
10. Appointment
11. Progression
12. Project
Teams
13. Hours of
Work
14. Variation
of Hours
15. Overtime -
General
16. Meal Breaks
17. Rest Breaks
18. Temporary,
Casual and School Based Apprentices Work Arrangements
19. Part-Time
Work Arrangements
20. Job Sharing
21. Public
Holidays
22. Leave
23. Recreation
Leave and Annual Leave Loading
24. Family And
Community Service Leave
25. Excess
Travel Time
26. Contact
with Officers on Parental and Maternity Leave
27. Incident
Conditions
28. Working
From Home
29. Dependent
Care
30. Families
And Field Work
31. Training
And Development
32. Study
Assistance
33. Training
Competency
34. Engagement
of Contractors
35. Anti-Discrimination
36. Redundancy
Entitlements
37. Workplace
Environment
38. Housing
39. Industrial
Grievance Procedure
40. Deduction
Of Union Membership Fees
41. Saving of
Rights
42. No Extra
Claims
43. Area,
Incidence and Duration
PART B
MONETARY RATES AND
CLASSIFICATIONS
Table 1 - Salary Schedule for Skilled Trades
Classification
Table 2 - Salary Schedule for Field Officer
Classification
2. Title
This award shall be known as Crown Employees (Department of
Environment and Climate Change - Parks and Wildlife Group) Field Officers and
Skilled Trades Salaries and Conditions 2009 Award.
3. Definitions
"Accommodation" means - Home, place of abode or residential
address, Commercial: hotel/motel/guest house, or an Established/Non Established
camps.
"Act" means the Public Sector Employment and
Management Act, 2002.
"Allocated Days Off" means the day/s that the
officer who works set patterns of hours as detailed in this award has off each
settlement period as a result of that officer accruing the necessary hours.
"Area Manager", means the officer who manages the
parks, resources and officers of an Area and reports to a Regional Manager.
"Award" means an award as defined in the Industrial
Relations Act 1996.
"Campaign" means those incidents where shift work
is introduced by the Incident Controller.
"Casual Employee" means any employee engaged in
terms of Chapter 2, Part 2.6 Casual Employees, of the Public Sector
Employment and Management Act 2002 and any guidelines issued thereof or as
amended from time to time.
"Contract hours" for the day for a full time
officer, means one fifth of the full time 35
hours, as defined in this award.
For a part time officer, contract hours for the day means the hours
usually worked on the day.
"Crew" means a group of up to five officers
assigned under the control of a Crew Leader to undertake incident management
duties.
"Crew Leader" means an officer responsible for leading
a crew to implement a strategy. The
Crew leader ensures the work is undertaken efficiently and safely, and is
responsible for managing and recording the crew’s operations.
"Crew Member" means an officer diverted from their
day-to-day activities to undertake work associated with the management of an
incident.
"Department" means the Department of Environment
and Climate Change.
"Dependent" means a partner, including same sex
partner, husband, wife, child, elderly parent or family member with a disability.
"Director General" means the Director General of
the Department of Environment and Climate Change.
"DPE" means the Director, Public Employment, as
established under the Public Sector Employment and Management Act, 2002.
"Dispute" is a disagreement between officers and
the Department concerning employment matters.
"Division Commander" means an officer who is under
the direction of an Operations Officer and who is responsible for a number of
sectors to which specific work tasks are allocated under incident conditions.
"Duty Officer" means an officer either rostered
for duty, or appointed on standby to serve as a divisional, branch or regional
after hours contact, and to monitor and coordinate both departmental responses
and other responses to a variety of situations including, but not limited to,
escalating fire weather conditions, wildfires, search and rescue, marine mammal
strandings, security alarms, asset damage, risks to visitor safety. The
responsibilities of a duty officer are outlined in the Fire Management Manual
and NPWS State Incident Plan.
"Employer for Industrial Purposes" means the
Director, Public Employment.
"Employer for all purposes other than Industrial"
means the Director General of the Department of Environment and Climate Change.
"Family" means a group of persons of common
ancestry, or all persons living together in one household or a primary social
group consisting of parents and their offspring.
"Fieldwork" refers to work undertaken in the field
in an area away from an officer’s normal work location, and which precludes the
officer from returning to his normal place of abode at the conclusion of each
shift.
"Grievance" is any workplace problem that is a
concern, complaint or allegation raised internally by an officer against
another officer and requires resolution.
"Incident" means an unscheduled activity such as
wildfire suppression, wildlife rescue, flood and storm relief, search and
rescue, cetacean stranding, accident and substance spill attendance, or as
otherwise approved by the Director General or delegate. (N.B. Does not include hazard reductions)
"Incident duties" means all work involved in
emergency incidents effort in which there is Departmental participation from
when an event is declared an incident until it is declared over by the Incident
Controller. Duties may include: the
initial reporting, reconnaissance, organisation of resources, control, mop-up,
patrol to completion of incident duties, and may involve office duties in the
organisation and direction of the emergency response as well as work at the
scene.
"Memorandum of Understanding" means the document
signed between the NSW Government, the Department of Environment and Climate
Change and the Unions on 19 May 2009.
"Monday to Friday Workers" are PWG officers whose
ordinary hours of work are from Monday to Friday inclusive within the bandwidth
hours of 6.00 a.m. to 8.00 p.m.
"Nominated working place" means the location where
an officer normally commences work.
"Officer" means an employee in the Parks and
Wildlife Group of the Department including those employed on a temporary basis
but does not include those employed under individual contracts through
employment agencies, officers employed pursuant to the provisions of the Crown
Employees (Senior Officer Salaries 2004)Award or those employed in the Senior
Executive or Chief Executive Services, or those persons employed and paid as
casuals.
"Ordinary working hours" means the average number
of hours the officer is required to work each week.
"PWG" means the Parks and Wildlife Group of the
Department of Environment and Climate Change.
"Regional Manager" means the officer who manages
the parks, resources and officers of a Region and reports to a Branch Director
of PWG.
"Rostered Day Off" means a day off in a four week
roster period, taken at a time which is operationally convenient to the
Department, except those days that are taken as approved leave including time
in lieu or as an allocated day off..
"School Based Apprentice" means an officer who is
undertaking an apprenticeship under a training contract while also enrolled in
the Higher School Certificate.
"Settlement Period" is the 4 week roster period.
"Seven Day Roster Workers" are officers whose
ordinary hours of work may be worked on any day, Monday to Sunday (inclusive)
within the bandwidth of 6.00 a.m.- 8.00 p.m.
"Standby" means an approved period of time outside
normal working hours, when officers, including Duty Officers, have been
directed by the Director General, or delegate, to be readily contactable and to
immediately respond as required.
"Supervisor" means the officer’s immediate
supervisor or manager or any other officer authorised by the Department Head to
fulfil the role of a supervisor or manager, other than a person engaged as a
consultant or contractor.
"Temporary Officer" means any officer engaged in
terms of Chapter 2, Part 2.4 Temporary Employees, of the Public Sector
Employment and Management Act 2002 and any guidelines issued thereof or as
amended from time to time.
"Unions" mean the Australian Workers’ Union -
Greater NSW Branch and the Electrical
Trades Union.
4. Parties
4.1 The
"Parties" to this Award are:
(i) Director, Public
Employment for the Department of Environment and Climate Change (DECC);
(ii) The Australian
Workers Union - Greater NSW Branch;
(iii) The Electrical
Trades Union
5. Salaries
5.1 The salary rates
paid to officers covered by this award are specified in Annexures 1 - 3 in this
Award.
5.2 The salaries
prescribed in Part B Monetary Rates, Table 1, reflect increases to the salaries
of Skilled Trades Officers and Apprentices and provide for:
(a) 4% increase in
wages from the first full pay period on or after 1 July 2008
(b) 4% increase in
wages from the first full pay period on or after 1 July 2009
(c) 4% increase in
wages from the first full pay period on or after 1 July 2010
The increases referred to above, insofar as they apply
from the first full pay period on or after 1 July 2008, shall be paid to those
employees who are employed as at the date of the making of the award and to
those employees who retired between 30 June 2008 and the making of the Award.
Any wage related allowances will be adjusted in line
with the increases to the rates of pay.
5.3 The salaries
prescribed in Part B Monetary Rates, Table 2
reflect increases to the salaries of Field Officer classifications and
provide for:
(a) 4% increase in
wages from the first full pay period on or after 1 July 2008
(b) 4% increase in
wages from the first full pay period on or after 1 July 2009
(c) 4% increase in
wages from the first full pay period on or after 1 July 2010
The increases referred to above, insofar as they apply from
the first full pay period on or after 1 July 2008, shall be paid to those
employees who are employed as at the date of the making of the award and to
those employees who retired between 30 June 2008 and the making of the Award.
Any wage related allowances will be adjusted in line
with the increases to the rates of pay.
5.4 The salary rates
are all inclusive of the following allowances:
(a) Diving
(b) Kosciusko
(c) Dry Cleaning
(d) Flying
All allowances cited in Schedule A of the Crown
Employees Wages Staff (Rates of Pay) Award 2008 as applying to the Crown Employees (Skilled Trades) Award have
been included in salary rates for trades staff under this award, with the
exception of:
(i) Asbestos
allowance
(ii) Tool allowance
(electrician)
6. Salary Packaging
Arrangements, Including Salary Sacrifice to Superannuation
6.1 The entitlement
to salary package in accordance with this clause is available to
(i) permanent
full-time and part-time officers;
(ii) temporary officers,
subject to Departmental convenience; and
(iii) casual
employees, subject to the Departmental convenience, and limited to salary
sacrifice to superannuation in accordance with subclauses 6.7-6.9.
6.2 For the purposes
of this clause:
"salary" means the salary or rate of pay
prescribed for the officer’s classification shown in Part B - Monetary Rates,
of this Award, and any other payment that can be salary packaged in accordance
with Australian taxation law.
"post compulsory deduction salary" means the
amount of salary available to be packaged after payroll deductions required by
legislation or order have been taken into account. Such payroll deductions may
include, but are not limited to, taxes, compulsory superannuation payments,
HECS payments, child support payments, and judgement debtor/garnishee orders.
6.3 By mutual
agreement with the Director General, an officer may elect to package a part or
all of their post compulsory deduction salary in order to obtain:
6.3.1 a benefit or
benefits selected from those approved by the DPE; and
6.3.2 an amount equal
to the difference between the officer’s salary, and the amount specified by the
DPE for the benefit provided to or in respect of the officer in accordance with
such agreement.
6.4 An election to
salary package must be made prior to the commencement of the period of service
to which the earnings relate.
6.5 The agreement
shall be known as a Salary Packaging Agreement.
6.6 Except in
accordance with subclause 6.7, a Salary Packaging Agreement shall be recorded
in writing and shall be for a period of time as mutually agreed between the
officer and the Director General at the time of signing the Salary Packaging
Agreement.
6.7 Where an officer
makes an election to sacrifice a part or all of their post compulsory deduction
salary as additional employer superannuation contributions, the officer may
elect to have the amount sacrificed:
6.7.1 paid into the
superannuation fund established under the First State Superannuation Act 1992;
or
6.7.2 where the
Department is making compulsory employer superannuation contributions to
another complying superannuation fund, paid into the same complying fund; or
6.7.3 subject to the
Department’s agreement, paid into another complying superannuation fund.
6.8 Where the
officer makes an election to salary sacrifice, the Department shall pay the
amount of post compulsory deduction salary, the subject of election, to the
relevant superannuation fund.
6.9 Where the
officer makes an election to salary package and where the officer is a member
of a superannuation scheme established under the:
6.9.1 Police
Regulation (Superannuation) Act 1906;
6.9.2 Superannuation
Act 1916;
6.9.3 State
Authorities Superannuation Act 1987; or
6.9.4 State
Authorities Non-contributory Superannuation Act 1987,
the Department must ensure that the officer’s superable
salary for the purposes of the above Acts, as notified to the SAS Trustee
Corporation, is calculated as if the Salary Packaging Agreement had not been
entered into.
6.10 Where the officer
makes an election to salary package, and where the officer is a member of a
superannuation fund other than a fund established under legislation listed in
subclause 6.9 of this clause, the Department must continue to base
contributions to that fund on the salary payable as if the Salary Packaging
Agreement had not been entered into. This clause applies even though the
superannuation contributions made by the Department may be in excess of
superannuation guarantee requirements after the salary packaging is
implemented.
6.11 Where the officer
makes an election to salary package:
6.11.1 subject to
Australian Taxation law, the amount of salary packaged will reduce the salary
subject to appropriate PAYG taxation deductions by the amount packaged; and
6.11.2 any allowance,
penalty rate, payment for unused leave entitlements, weekly worker’s
compensation or other payment, other than any payments for leave taken in
service, to which an officer is entitled under this Award or any applicable
Award, Act or statute which is expressed to be determined by reference to the
officer’s rate of pay, shall be calculated by reference to the rate of pay
which would have applied to the officer under Part B Monetary Rates this Award
if the Salary Packaging Agreement had not been entered into.
6.12 The DPE may vary
the range and type of benefits available from time to time following discussion
with the Unions. Such variations shall
apply to any existing or future Salary Packaging Agreement from date of such variation.
6.13 The DPE will
determine from time to time the value of the benefits provided following
discussion with the Unions. Such variations shall apply to any existing or
future Salary Packaging Agreement from the date of such variation. In this circumstance, the officer may elect
to terminate the Salary Packaging Agreement.
7. Allowances
7.1 Allowances
payable in terms of clauses 7.2, 7.3 and 7.4 listed in this paragraph shall be
adjusted on 1 July each year in line with the increases in the Consumer Price
Index for Sydney during the preceding year (March quarter figures).
7.2 Boot Allowance
A boot allowance is payable to any officer who works in
the field where suitable boots are not provided by the Department. The allowance is to be a maximum of $142 per
pair of boots, on condemnation of the previous pair, endorsed by the Area
Manager, Regional Manager or Branch Director of PWG.
7.3 Field Allowance
7.3.1 This allowance
replaces camping allowance contained in the Crown Employees (Public Service
Conditions of Employment) Reviewed Award 2006 or any successor instrument to
that Award.
7.3.2 This allowance is
payable when an officer is required to stay overnight at a place other than
their place of abode or commercial accommodation.
7.3.3 The amounts
payable per day of 24 hours, or part thereof (which must involve an overnight
stay), are:
(i) where meals are
provided by the Department, $62.20 or $2.59 per hour
(ii) where meals
are not provided by the Department, $99.52 or $4.14 per hour
7.3.4 The Department
will provide the necessary equipment.
7.3.5 In the
exceptional circumstances where equipment is not supplied, no additional
allowance is payable.
7.4 Remote Area
Allowance
7.4.1 The remote area allowance
seeks to compensate officers for increased costs of living, the climatic
conditions of areas designated "remote" and the level of disturbance
to partners and family.
7.4.2 Remote area means
the area of the State of N.S.W. situated on or to the west of a line starting
from the right bank of the Murray River opposite Swan Hill and then passing
through the following towns or localities in the following order, namely,
Conargo, Coleambally, Hay, Rankins Springs, Marsden, Condobolin, Peak Hill,
Nevertire, Gulargambone, Coonabarabran, Wee Waa, Moree, Warialda, Ashford and
Bonshaw, and includes a place situated in any such town. It also includes
Nadgee, Montague Island and Lord Howe Island.
7.4.3 The allowances
specified in subclause 7.4.5 Table 1 of this clause, will be paid to those
officers who meet the criteria set out in the Personnel Handbook and who live
in a remote area as defined in subclause 7.4.5 Table 2 of this clause.
7.4.4 The allowance
replaces the Commonwealth allowance paid to officers on Lord Howe Island.
7.4.5 The rates of the
allowances will be:
Table 1
Grade
|
With Dependents
|
Without Dependents
|
A
|
$3,732
|
$2,612
|
B
|
$4,976
|
$3,483
|
C
|
$6,220
|
$4,354
|
To be paid from the first full pay period to commence on
or after 1 July 2008.
Table 2
Grade "A"
|
All locations in remote areas, as defined, except those
specified as Grade B or C and
|
|
including Nadgee.
|
For the purpose of this Award the following locations
will be included in Grades "B" and "C".
Grade "B"
|
is payable to officers living in the following locations:
|
|
Angledook, Barrigun, Bourke, Brewarrina, Clare, Engonia,
Goodooga,
|
|
Ivanhoe, Lake Mungo, Lightening Ridge, Louth, Mungindi,
Pooncarie,
|
|
Redbank, Walgett, Wanaaring, Weilmoringle, White Cliffs,
Wilcannia,
|
|
Willandra, and including Menindee, Kinchega, Macquarie
Marshes and
|
|
Gunderbooka
|
|
|
Grade "C"
|
is payable to officers living in the following locations:
|
|
Fort Grey, Mutawintji, Mount Wood, Nocoleche, Olive Downs,
|
|
Tibooburra, Yathong and including Witta Brinna, Tarawi,
Irymple,
|
|
Lord Howe Island and Montague Island
|
7.4.6 Should officers be
located in other remote locations not specified in this Award, the grading for
payment will be determined in consultation with the Unions.
7.5 On Call
Allowance for Skilled Tradespersons in Kosciusko National Park Municipal
Services Managed by Resorts Group
7.5.1 A weekly
allowance of $185 per week (of 7 days) shall be paid to skilled tradespersons
who are directed to be on call.
7.5.2 The payment shall
cover all time outside the normal working hours that the skilled tradesperson
is required to be available for contact and immediate response to a call.
7.5.3 Only in
exceptional circumstances would the Department require a skilled tradesperson
to be on call for a period of less than 7 days. Where a period of on call is
for less than 7 days, a pro-rata to a minimum of one day will apply for each
day the officer is required to be on call. The daily allowance will equate to
$26.43 per day.
7.5.4 Where the call
results in the skilled tradesperson returning to work or performing more than minor
follow-up work (i.e. where two or more further calls are required and this
takes more than 15 minutes), the skilled tradesperson shall be entitled to
overtime for the actual time spent responding to the call or a minimum of 3
hours overtime, whichever is the greatest.
7.5.5 The allowance
shall compensate the skilled tradesperson for minor follow up work that may
result from the call.
7.5.6 Where a skilled
tradesperson is required to return to work again after the initial call out,
the skilled tradesperson shall be paid for the actual time spent attending the
second and subsequent call outs.
8. Standby
Arrangements - Including Standby Associated With Declared Incidents
8.1 Standby roles -
officers may be directed to be on standby as a:
(i) Duty Officer -
either for general standby or associated with a declared incident (refer to
definitions clause); or
(ii) General standby
- an officer appointed on standby to respond to after hours duty as required.
8.2 Standby duties -
officers directed to be on standby must be readily contactable by telephone,
radio or pager where one has been issued, during the standby period and be
prepared to respond immediately to duty as required. Officers who are not
readily contactable and available for immediate response to duty as required
will not be entitled to standby payments.
8.3 Duty Officer
support - a Duty Officer may have
access to departmental after hours contact lists, a department vehicle (with
radio), mobile phone and pager (if necessary) dependent on the requirements of
the duty to be performed;
8.4 Standby hours -
the time an officer, can be directed to be on standby is:
(i) 24 hours on a
rostered day off; or
(ii) all hours
between the finishing time and starting time of the next day on rostered days
on; or
(iii) for an
approved period of time to meet operational requirements with the minimum
period being 3 hours.
8.5 Standby rates
8.5.1 An officer
required to be on standby will be paid at the rate of one third their standard hourly
rate (not including any loading) or maximum rate for Clerk Grade 8 as varied
from time to time plus $1.00, whichever is the lesser, for the time they are
required to be on standby outside their normal rostered working hours.
8.5.2 Payment of the standby
rates for a Duty Officer directed to be on standby for a declared incident,
will be charged to the respective declared incident and the overtime barrier
will not apply (except for SES officers) for the duration of the declared
incident.
9. Higher Duties
9.1 Officers who
relieve in a higher position for a period of at least 5 consecutive work days
will be paid a proportion (from 50-100%) of the difference between the
substantive salary rate of the occupant of the higher position and the
officer’s salary. The proportions shall
depend on the range and level of duties performed in the position. Where the position is vacant, an officer
relieving in the position shall be paid a proportion (from 50%-100%) of the
difference between step one of the grading of the vacant position and the
officer’s substantive salary rate. The proportions shall depend on the range of
the level of duties performed in the positions.
9.2 The terms and
conditions of the higher duties apply for the duration of the relieving period.
9.3 The duties and
the proportion of the higher duties allowance shall be mutually agreed to prior
to the relieving period.
10. Appointment
10.1 Appointment to a
vacant position will be by way of competitive selection based on the merit
principle and in accordance with the provisions of the Public Sector Employment
and Management Act 2002.
10.2 Appointment to a
higher starting salary point within the grade will be determined by way of
competency progression or incremental progression arrangements as set out in
Annexures 1 and 4.
11. Progression
11.1 General
11.1.1 Progression within
levels, grades or classes shall be by annual increment unless otherwise
specified in Part B.
11.1.2 Increments shall
be processed by supervisors within one (1) month of receipt
11.1.3 If increments are
not processed within two (2) months of the due date, the increments will be
processed automatically, and payment backdated to the due date.
11.1.4 Progression to a higher
level, grade or class shall be by competitive selection for an advertised
vacancy, unless the position is banded across a number of levels, grades or
classes.
11.2 Progression and
competency applications for Field Officer classification
11.2.1 Progression and
competency applications shall be processed by supervisors within three (3)
months of receipt.
12. Project Teams
12.1 The Director
General or nominee may request officers to perform work in a designated project
team.
12.2 An officer may
decline an offer to work in a designated project team.
12.3 When undertaking
work in a designated project team, the officer shall be paid:
12.3.1 the rate for the
job as determined by job evaluation; or
12.3.2 at least one
salary level higher than their substantive rate.
12.4 An officer
working in a designated project team on a full-time basis will not be required
to carry out the duties of their substantive position in addition to the
project duties.
12.5 Project team jobs
may be either full-time or part-time.
13. Hours of Work
13.1 The organisation
of work and ordinary hours will optimise work effectiveness and the fulfilment
of the reasonable needs of officers.
13.2 The standard
hours of work will be those necessary for the completion of routine work and
this clause sets out the ordinary hours and conditions attached (other than
declared incidents).
13.3 General
13.3.1 Except
as otherwise provided, ordinary hours of work will be an average of 35 per week,
over a settlement period, to be worked between 6 a.m. and 8 p.m.
13.3.2 Officers,
except those in positions under the Field Officer classification, may only be
rostered to work ordinary hours between 6 p.m. and 8 p.m., when the officer
agrees.
13.3.3 The
standard coretime shall be between the hours of 9.30a.m. and 3.30p.m. excluding
the lunch break, unless other arrangements have been negotiated under a local
arrangement in terms of clause 10, Local Arrangements of Crown Conditions Award
13.3.4 The
Guarantee of Service is the specified period during the day between the hours
of 8.30a.m. and 4.30p.m. on a weekday when an appropriate level of service is
maintained in PWG work locations.
13.3.5 Pattern
of hours is the way hours are worked each settlement period; e.g., start/finish
times and days of the week for 7 day roster workers.
13.3.6 The
pattern of hours will be agreed to between the officers and management of the
area with regard to the needs of the Department, the needs of officers and the
provision of services to the Department’s customers.
13.3.7 A
roster of hours and days must be set and agreed to in writing 2 weeks before
the settlement period starts.
13.3.8 Hours
of work for positions and/or classifications will be as set out in cl.13.4.
13.3.9 No
officer will be able, or be required (other than in incidents) to work more
than 10 ordinary hours per shift (exclusive of travelling time).
13.3.10 Permanent
changes to the pattern of hours for an officer are subject to consultation with
the officer and/or the Union.
13.4 Ordinary hours of
work may be organised as follows:
13.4.1 Monday to Friday
Workers
(i) Ordinary hours
to be worked from Monday to Friday (inclusive).
(ii) Except as otherwise
provided, all approved work performed outside the bandwidth, on weekends or
public holidays is to be paid as overtime in accordance with the provisions of
cl. 15, Overtime - General of this Award.
13.4.2 Seven Day Roster
Workers
(i) This provision
shall apply to officers where the working of a seven day operation is necessary
for the efficient and effective operation of the position.
(ii) Ordinary hours
for officers are to be worked from Monday to Sunday (inclusive) within the
bandwidth of 6 a.m. to 8 p.m., unless otherwise agreed to between the
Department and the officer concerned.
(iii) Officers shall
not be rostered to work more than two consecutive weekends (i.e. Saturday and
Sunday), unless the officer agrees to do so.
(iv) Officers working
this pattern of hours are to have at least two consecutive rostered full days
off per week, unless otherwise agreed to between the Department and the officer
concerned.
(v) A loading of 17%
of annual base salary is payable to Field Officers, Senior Field Officers and
tradespersons required to work up to a maximum of 45 combined weekend days
(i.e. Saturdays or Sundays) and 5 Public Holidays and is paid in lieu of all
other penalty rates.
(vi) A loading of
8.5% of annual base salary is payable to Field Supervisors and Senior Field
Supervisors for working up to a maximum of 22 combined weekend days (i.e.
Saturdays or Sundays), and 3 Public Holidays and is in lieu of all other
penalty rates.
(vii) If an officer
agrees to work more than the maximum specified in subclauses (v) or (vi) of
this clause, no additional payments or day in lieu shall be made.
(viii) Officers
referred to in (v) or (vi) of this clause who are directed to work more weekend
days and public holidays than those prescribed for their position, will be paid
penalty rates as follows:
Table 3
(a)
|
Saturdays
|
-
|
a 50% loading for each additional day worked
|
|
|
|
|
(b)
|
Sundays
|
-
|
a 75% loading for each additional day worked
|
|
|
|
|
(c)
|
Public Holidays
|
-
|
a 150% loading for each additional day worked
|
|
|
|
|
(ix) The loading
specified in (v) and (vi) of this clause will be paid for the purposes of
superannuation and all paid leave, other than where such leave is for a period
of over 3 months.
13.4.3 Set Pattern of
Hours
(i) These
provisions apply to officers who work a set pattern of hours within each 4 week
roster period.
(ii) The set
pattern of hours will be decided and agreed to by the officer and their supervisor
at the time each 4 week roster is determined.
(iii) The starting
and finishing times set for the roster period will be within the bandwidth of
6.00 a.m. and 8.00 p.m. (Monday to Sunday) inclusive.
(iv) The set pattern
of ordinary hours of work, exclusive of meal breaks, can be worked as:
(a) five 7 hour 22
minute days with 22 minutes per day accruing towards one allocated day off each
4 week roster period; or up to
(b) Four 9 hour 20
minute days with 35 minutes accruing towards 5 allocated days off each 4 week
roster period.
(v) The working of
four 9 hour 20 minute days per week can only occur with the Area Manager’s
approval and must be by mutual agreement. Two (2) weeks notice prior to the
commencement of this arrangement shall be given to the Regional Manager where
possible, and 2 weeks notice of its cessation,
(vi) Any paid leave,
e.g. recreation leave, sick leave or Family and Community Service leave
occurring during the settlement period, shall be a day worked for accrual of an
allocated day off.
(vii) Days taken as
leave without pay do not accrue any time towards an allocated day off.
14. Variation of
Hours
14.1 Where the
Department directs that the set starting and finishing times and/or days to be
worked be changed, officers shall be given at least 2 weeks notice (This
requirement does not apply in incidents).
14.2 Where the hours
and/or days are varied by mutual agreement between the Department and the
officers within the bandwidth, no penalty is paid.
14.3 Where the
Department provides 2 weeks notice that the hours and/or days are to be varied,
and the variation is within the bandwidth, no penalty shall apply.
14.4 Where the
Department does not provide 2 weeks notice that the hours and/or days are to be
varied, and the variation is within the bandwidth, a 25% loading on base
salary, based on a 7 hour shift, shall apply either until the elapse of the 2
week notice period or the variation to days/hours ceases, whichever comes
first.
14.5 Where the officer
requests a variation to hours and/or days and this is agreed by the Department,
no loading shall be paid.
15. Overtime -
General
15.1 General
15.1.1 General overtime
conditions of officers under this Award shall be regulated in accordance with
the provisions contained within the Crown Employees (Public Service Conditions
of Employment) Reviewed Award 2006 or any successor instrument to that Award.
15.1.2 Overtime is
payable for all approved time worked:
(i) in excess of 7
hours per day or the daily contract hours, whichever is appropriate, where such
work is at the direction of the Department; or
(ii) outside the
bandwidth, except where such work is associated with incidents as defined.
15.1.3 If overtime is
taken as time in lieu, it must be taken within six months of accruing.
15.2 Overtime at Home
15.2.1 Officers covered
by this Award may work overtime from home where the nature of work allows for
it.
15.2.2 No meal allowance
is paid when working overtime at home.
16. Meal Breaks
16.1 Unpaid meal break
16.1.1 An unpaid meal
break of at least 30 minutes shall be taken no later than 5 hours after the
commencement of work.
16.1.2 In some cases, due
to the nature of the work, the meal break shall be for a set period of
time. In these cases, officers shall be
allowed at least 30 minutes.
16.2 Paid meal break
16.2.1 Meal breaks taken
whilst working overtime shall be paid at single time rates
16.2.2 A meal break of 30
minutes shall be taken no later than two (2) hours after the commencement of
overtime.
16.2.3 If overtime
continues, an additional meal break of 30 minutes shall be taken after the
completion of each 5 hours worked
17. Rest Breaks
17.1 There must be a
break of at least ten (10) consecutive hours between an officer’s normal
finishing time and normal start time.
17.2 Officers required
to continue work after their normal finishing time, except where the hours have
been varied, are required to have a rest break of at least 10 consecutive hours
before again commencing work, and be paid for any time lost.
17.3 Where an officer
is directed to commence work without having had their required rest break, they
will be paid overtime rates until they are released from duty.
17.4 Where an officer
is recalled to work after their finishing time, and works for a total of less
than 4 hours, they are entitled to a rest break of at least 7 consecutive hours
before their next start time, and are entitled to be paid for any time
lost. If they are directed to return to
work and have not had their rest break, they are to be paid at overtime rates
until they are released from duty.
17.5 Where an officer
is recalled to work after their finishing time, and works for a total of more
than 4 hours, they are entitled to a 10 hour rest break and shall be paid for
any time lost. Where the officer is
directed to commence work without having had their required rest break, they
will be paid overtime rates until they are released from duty.
18. Temporary, Casual
and School Based Apprentices Work Arrangements
18.1 Temporary
officers and casual employees will be employed by the Department in accordance
with the provisions of the Public Sector Employment and Management Act 2002.
18.2 Temporary
Officers
18.2.1 Temporary officers
may be employed by the Department on either a full time or part time basis in
any PWG classification contained in this Award for a fixed term for a maximum
period of up to three years. Continuation of employment beyond 3 years may only
be offered on a permanent basis.
18.2.2 Temporary officers
shall be entitled to uniforms (if the position requires such use), Annual PWG
Entry Permits (if employed in excess of twelve months), training and staff
development opportunities.
18.2.3 In accordance with
the Superannuation Guarantee legislation, temporary officers are entitled to 9%
employer based contributions to First State Superannuation.
18.2.4 Temporary officers
employed for a period in excess of three months are entitled to the accrual of
leave. In the case of temporary
officers employed for less than three months, no leave accrual is available,
however, payment of 4/48ths in lieu of recreation leave will be made on
termination of employment.
18.3 Casual Employees
18.3.1 Casual employees
shall be engaged by the Department on an irregular and intermittent basis and
shall be paid fortnightly or at the termination of engagement, whichever is the
earlier, for the number of hours worked.
18.3.2 The casual hourly
rate is determined by the following formulae:
(i) Annual salary
of the Position divided by 260.8929 divided by 7 = Base hourly rate
(ii) Rate for
Monday to Friday = base hourly rate plus 25%
(iii) Rate for
Saturday = base hourly rate plus 58%
(iv) Rate for Sunday
= base hourly rate plus 83%
(v) Rate for Public
Holidays = base rate plus 158%
The rate of pay of casuals shall be set in recognition
of the skills and experience of the employee which is relevant to the work to
be performed.
18.3.3 The casual hourly
rates of pay are inclusive of all forms of leave, including recreation
leave, except for long service leave
entitlements which accrue according to the provisions of the Long Service
Leave Act 1955.
18.3.4 Casuals are entitled
to be paid overtime for time worked in excess of their normal daily contract
hours to the next quarter hour.
18.3.5 Overtime payments
for casuals are calculated on the ordinary base hourly rate (the 25% loading is
not included).
18.3.6 Except as
otherwise provided for in this clause, Casuals shall also receive the benefit
of leave entitlements in accordance with Clause 12 (iv); (v); and (vi) of the
Crown Employees (Public Service Conditions of Employment) Reviewed Award 2006
or any successor instrument to that Award.
18.3.7 Casuals shall be
engaged and paid for a minimum of three consecutive hours for each day worked.
18.4 School Based
Apprentices
18.4.1 Wages
(i) The hourly
rates for full time apprentices as set out in this Award shall apply to school
based apprentices for total hours worked including time deemed to be spent in
off-the-job training.
(ii) For the
purposes of subclause 18.4.2 (i) of this clause, where a school based
apprentice is a full time school student, the time spent in off the job
training for which the school based apprentice is paid is deemed to be 25 per
cent of the actual hours worked on the job each week.
(iii) The wages paid
for training time may be averaged over the school term or year.
(iv) Where this
Award specifies a weekly rate for full time apprentices, the hourly rate shall
be calculated by dividing the applicable weekly rate by 38.
18.4.2 Progression
through the Wage Structure
(i) School based
apprentices progress through the wage scale at the rate of 12 months’
progression for each two years of employment as an apprentice.
(ii) The rates of
pay are based on a standard apprenticeship of four years. The rate of
progression reflects the average rate of skill acquisition expected from the
typical combination of work and training for a school based apprentice
undertaking the applicable apprenticeship.
18.4.3 Conversion from a
school based apprentice to a full time apprenticeship
(i) Where an apprentice
converts from a school based to a full-time apprenticeship, all time spent as a
full-time apprentice counts for the purpose of progression through the wage
scale set out in this Award. This progression applies in addition to the
progression achieved as a school based apprentice.
18.4.4 Conditions of
Employment
(i) Except as
provided by this clause, school based apprentices are entitled to pro rata
entitlements of all other conditions of employment contained in this Award.
19. Part-Time Work Arrangements
19.1 Part-time work
may be available to:
19.1.1 permanent and
temporary officers who wish to work part-time in an existing position;
19.1.2 existing full-time
or part-time officers applying for promotion or transfer if they are willing to
work the approved hours of the position;
19.1.3 Officers recruited
and appointed to a position where the approved hours are less than fulltime.
19.2 The decision to
work part-time is voluntary. No officer
shall be directed or placed under any duress to move from full-time to
part-time employment or vice versa.
19.3 Officers employed
on a part-time basis may elect to work full-time at any time, subject to the
appropriate work being available for the classification and level, grade or
class of the position.
19.4 Return to
full-time employment before the expiry of an agreed period of part-time work is
subject to availability of work and adequate period of notice.
19.5 Officers employed
on a part time basis shall not be expected to carry out all of the responsibilities
of a full-time job in part-time hours.
19.6 Officers employed
on a part time basis shall not be subjected to pressure to be available for
work outside their usual part-time hours.
Where the nature of work may from time to time require them to work
outside of agreed part-time hours any arrangements to alter the existing part
time work arrangement need to be negotiated and agreed to at the outset.
20. Job Sharing
20.1 The parties to this
Award confirm a commitment to providing flexible work conditions through job
sharing.
20.2 The Department
will support officers sharing a position provided that the:
20.2.1 arrangement is
fair and equitable to the officers involved;
20.2.2 officers involved
in the job sharing arrangement agree to the arrangement;
20.2.3 arrangement can be
on a permanent or temporary basis;
20.2.4 arrangement is in
the best interests of the smooth functioning of the Department, ensuring that
customer/client Department relationship is maintained.
20.3 The days each
officer shall work should be consecutive, and negotiated and agreed to by all
parties involved before commencement of employment.
20.4 Some examples
are: 2 days one week and 3 days the next week; Thursday to Wednesday worked on
alternate weeks; Monday, Tuesday, alternate Wednesday and alternate Wednesday,
Thursday, Friday.
20.5 The officers
involved in the job share arrangement should maintain close contact to ensure
continuity of work completed by them.
21. Public Holidays
and Public Service Holiday
21.1 General
21.1.1 Unless directed to
attend for duty by the Director General or delegate, an officer is entitled to
be absent from duty on any day which is:
(i) a declared
public holiday throughout the State;
(ii) a declared
local holiday in the part of the State at or from which the officer performs
duty; and
(iii) a Public
Service Holiday in accordance with any directives issued by the DPE (this
replaces the Union Picnic Day).
21.1.2 If a declared
local holiday falls during an officer’s absence on leave, the officer is not to
be credited with the holiday.
21.2 Monday to Friday
Workers
21.2.1 Those officers
required to work on a declared public holiday shall be paid overtime in accordance
with cl.15, Overtime
21.2.2 Officers who are
required to work on a Public Service Holiday will be able to take a day off in
lieu within 12 months at a time agreed between the officer and their
supervisor.
21.3 Seven Day
Roster Workers
21.3.1 Officers covered
by this Award may be required to perform their ordinary hours on a declared
public holiday, a declared local holiday, or a public service holiday as per
cl.0, Hours of Work.
21.3.2 Payment for time
worked on a declared public holiday will be in accordance with the provisions
of cl.0, Hours of Work or cl.15, Overtime, as is appropriate.
21.3.3 Provisions of cl.
21.3.2 do not apply to an officer who is required to work on a Public Service
Holiday and this day is in addition to the specified number of public holidays
for which the loading is paid as per cl.14 of this award. The officer will be entitled to take a day
off in lieu within 12 months at a time agreed between the officer and their
supervisor.
22. Leave
22.1 General
22.1.1 General leave
conditions of officers under this Award shall be regulated in accordance with
the provisions contained within:
the Act and Regulation, and
Crown Employees (Public Service Conditions of
Employment) Reviewed Award 2006 or any successor instrument to that Award, and
The Department’s policies as agreed and reviewed from
time to time.
22.2 Officers employed
on a part time basis will accrue any leave on a pro-rata basis, which will be determined
on the number of approved contract hours worked in a pay period.
23. Recreation Leave
and Annual Leave Loading
23.1 Recreation Leave
23.1.1 For Monday to
Friday workers paid recreation leave accrues at the rate of 20 working days per
year,
23.1.2 For Seven Day Roster Workers paid recreation leave
accrues at the rate of 30 days per year
23.2 Annual Leave
Loading
23.2.1 Annual Leave
loading for Skilled Trades Officers who are Monday to Friday Workers is 17.5%
on the monetary value of up to 4 weeks
of recreation leave accrued in a leave year.
23.2.2 Annual Leave
loading for Skilled Trades Officers who are 7 Day Roster Workers is 17.5% on
the monetary value of up to 5 weeks of recreation leave accrued in a leave
year.
23.3 The annual salary
paid to Field Officer classifications is inclusive of annual leave loading.
24. Family and
Community Service Leave
24.1 The application
of Family and Community Service Leave for officers covered by this award shall
be in accordance with clause 74 of the Crown Employees (Public Service
Conditions of Employment) Reviewed Award 2006 or any successor instrument to
that Award.
25. Excess Travel
Time
25.1 Excess Travel
Time shall be regulated in accordance with the provisions of Clause 27 of the
Crown Employees (Public Service Conditions of Employment) Reviewed Award 2006
or any successor instrument to that Award.
26. Contact With
Officers on Parental and Maternity Leave
26.1 All parties agree
to implement the PWG’s Parental/Maternity Leave Contact Policy which aims to
maintain contact with officers specifically in the context of workplace change,
restructuring and office relocations and attendance at relevant training
courses.
26.2 It is recognised
that some officers may not wish to keep in contact with the Department while
they are on leave.
27. Incident
Conditions
27.1 General
27.1.1 The following
conditions apply in circumstances where an incident is declared and approved by
the Regional Manager until such time as the declaration of the incident is
lifted.
27.1.2 Set Patterns of
Hours and bandwidths will be suspended at the time of the incident being
declared for those officers involved in the incident.
27.1.3 Adjustments to
hours will be carried forward to the next settlement period.
27.1.4 On successful
completion of basic fire fighting training all officers will be issued with
appropriate personal protective and other equipment in accordance with the
Department’s Fire Management Manual as varied from time to time.
27.1.5 Officers directed
to return from annual leave to attend an Incident will be compensated for pre
paid accommodation, and return travel from their leave destination to home at
either First Class Rail Travel or economy air travel for themselves and any
dependents or at Official Business Rate if a Private Vehicle is used. Officers will be further compensated by
single hourly rate for all hours travelled.
Such officers will have the same option as officers called from an
Allocated Day Off as in subclause 27.2.5.
27.1.6 ‘Incident
Controller’ within this clause means an officer responsible for incident
activities including the development and implementation of strategic decisions
and for approving the ordering and releasing of resources.
27.2 Conditions
27.2.1 For the purpose of
calculating payment for incident duty, the salary rate shall be the officer’s
substantive salary or as prescribed in subclause 27.5 Incident Responsibility
Rates, whichever is the greater.
27.2.2 Call out to attend
an Incident will be paid at a minimum of three (3) hours overtime, or by mutual
agreement, time in lieu at overtime rates.
27.2.3 All travel to and
from an incident will be paid as if part of the Incident.
27.2.4 If an officer is away
from their own Area for the purposes of attending an Incident, and are not
required to work and it is not possible to return to their home, seven hours
normal pay will be paid per day until they return home or their usual place of
work, whichever is the sooner.
27.2.5 Officers required
to work on their Allocated Day Off/Rostered Day Off will receive either:
(i) overtime for
the whole shift in addition to the normal pay for the day; or
(ii) overtime for
the whole shift (minus the normal days pay) plus a day off in lieu of the
rostered day off to be taken at a mutually agreed time.
This must be marked clearly on time sheets or the
assumption will be that the rostered day off has been deferred.
27.3 Start and Finish
Times:
27.3.1 On a normal
rostered day on, start will be from normal workplace and finish will be on
return to normal workplace plus 30 minutes.
27.3.2 On a Rostered Day
Off, start will be on leaving place of abode and finish will be on return to
place of abode plus 30 minutes.
27.3.3 Where it is not
possible to return to place of abode or normal workplace, start will be on
leaving accommodation and finish will be on return to accommodation plus 30
minutes.
27.3.4 Where an officer
is called to an Incident from their place of abode after the completion of a
normal shift, starting time will be at the time of the call, and finishing time
will be on return to accommodation or place of abode plus 30 minutes.
27.4 Shift
Arrangements During Incidents:
27.4.1 A normal shift is
seven hours, however, officers may only be required to work a maximum of twelve
hours on site. However, the initial
shift following the declaration of an Incident may extend to a maximum of
sixteen hours on site. (The intention
of this Award is to allow flexibility in exceptional circumstances; e.g., new
crews arriving late, unforeseeable worsening of the Incident).
27.4.2 A minimum eight
hour break, not including travelling time, must be taken between shifts, and
where possible a ten hour break is recommended.
27.4.3 After completion
of three consecutive shifts on incident duties or five consecutive shifts
carrying out support functions in connection with incidents (such as catering
teams and Administrative Assistance) a twenty-four hours break with payment at
single time rates, shall be provided before continuing with incident duties or
support functions or to return to normal duties. Where officers are required to
take rest break days additional to those referred to above, such days shall
also be paid at the single time rate. Officers shall not be required to take
Allocated Days Off or use any other leave entitlement in order to have the
required rest breaks after performance of incident duties or support functions
in connection with incidents.
27.4.4 It is the responsibility
of the Incident Controller or Delegate to ensure that reasonable shift and rest
periods are adhered to.
27.5 Incident
Responsibility Rates
27.5.1 The level and
grading of Incident Positions, prescribed by the Australian Inter-Service
Incident Management System shall be determined in line with the Department’s
job evaluation process. Only those persons assigned to positions identified as
Incident Positions shall be paid incident responsibility rates from the date of
the making of this Award.
Table 4
|
1/07/2008
|
1/7/2009
|
1/7/2010
|
|
Crew Member
|
$48,928
|
$50,885
|
$52,920
|
Crew Leader
|
$54,972
|
$57,171
|
$59,458
|
Sector Commander
|
$61,025
|
$63,466
|
$66,005
|
Divisional Commander
|
$69,112
|
$71,876
|
$74,751
|
Operations Officer
|
$74,205
|
$77,173
|
$80,260
|
Planning Officer
|
$74,205
|
$77,173
|
$80,260
|
Logistics Officer
|
$91,898
|
$95,574
|
$99,397
|
Incident Controller
|
$101,849
|
$105,923
|
$110,160
|
Deputy Incident Controller
|
|
|
|
Safety Officer
|
|
|
|
Situation Officer
|
|
|
|
Situation Unit Leader
|
|
|
|
Resource Officer
|
|
|
|
Resource Unit Leader
|
|
|
|
Air Attack Supervisor
|
|
|
|
Air Operations Manager
|
|
|
|
Air Observer
|
|
|
|
Airbase Manager
|
|
|
|
27.5.2 Officers with
specific skills assigned to work in any of the identified incident positions
listed in Table 4 will be paid at their substantive hourly rate or at incident responsibility
rate, whichever is the greater. For officers on higher duties the substantive
hourly rate will be the hourly rate they were paid when the incident was
declared for the duration of their relieving period.
27.5.3 Where the level
and grading of any new or additional incident positions has not been determined
officers will be paid their substantive hourly rate or for officers on higher duties the hourly
rate that they were paid when the incident was declared for the duration of
their relieving period.
27.5.4 The overtime
barrier rate does not apply to incident situations, except for officers of the
SES.
27.5.5 Officers must be
appointed to or exercise the responsibilities of an incident responsibility
position for a minimum of three hours to receive incident responsibility
rates. Those required to undertake
responsibility for less than three hours have the opportunity to develop
experience.
27.5.6 When new incident
positions are created they will be evaluated to determine the appropriate salary
and existing incident positions may be reviewed at the same time.
27.5.7 Incident
responsibility rates will move in line with the Crown Employees (Public Sector
- Salaries 2008) Award or any successor instrument to that award.
27.6 Payment
associated with Incidents
27.6.1 This replaces the
provisions of Clause 15, Overtime, in relation to overtime worked in respect of
incidents.
27.6.2 Payment will be
calculated as follows:
(i) Double time for
all hours from start of incident regardless of day, night, Saturday, Sunday or
Public Holidays.
27.6.3 No officer shall
have time deducted from pay for meal breaks unless they are actually relieved
of Incident Duties for the period of the break and clean up time; e.g., 30-45
minutes. Where meals are provided to an
officer on the ground and eaten in conjunction with incident duties, no
deduction will be made from pay.
27.7 Family and
Dependent Care During Incident Conditions
27.7.1 The Department
will compensate officers for additional dependent care expenses (receipts must
be provided) relating to time worked during the incident. This must be arranged with the Incident
Controller as soon as practical and each case will be assessed by the Incident
Controller.
27.7.2 The Department
will notify a nominated family member or friend as to the whereabouts of
officers when extended shifts are required.
27.8 Provision of
meals and accommodation whilst working on Incident
27.8.1 The Department
will generally provide meals including breakfast, lunch, and dinner, and provide
supper for officers working night shift.
27.8.2 Officers
commencing at their normal workplace will provide their first meal where the
meal break falls within their normal seven hour shift.
27.8.3 If no meal is
supplied, a payment of $15.00 per meal is made.
27.8.4 Wherever possible
officers will be allowed to return home or the Department will provide
accommodation in a hotel or motel.
27.8.5 Where returning
home or to other accommodation is not possible or practical and the officers
are required to camp, they will be paid the Field Allowance set out in Clause
7, Allowances, of this Award.
27.9 Standby
Associated with Incidents
27.9.1 When an incident
is declared appropriately trained and qualified officers may be required to be
on standby outside normal rostered working hours.
28. Working from Home
28.1 Supervisors may
allow officers to work from home: however, working from home is not to be a
routine arrangement.
28.2 Officers covered
by this Award may be given approval to work from home from time to time.
28.3 Greater access to
working from home is to be given to officers where:
28.3.1 family members are
sick; or
28.3.2 a project/report
requires urgent completion and for productivity reasons working from home will
achieve this;
28.3.3 for weekend and
night emergency incident management; and
28.3.4 the nature of the
work allows for it.
28.4 In some cases
where family members are sick, officers may work from home and combine this
with their entitlement to family and community service leave (where available
and appropriate).
28.5 When working at
home, officers must ensure that they are contactable by their office.
28.6 Officers are
covered by workers’ compensation where prior approval has been given to the
officer to work from home.
29. Dependent Care
29.1 Where dependents
of the officer are sick and require care, the Department will continue to
support the officer in the following ways:
29.1.1 In accordance with
Clause 74 of the Crown Employees (Public Service Conditions of Employment)
Reviewed Award 2006 or any successor instrument to that award; or
29.1.2 Where
circumstances allow, an officer may negotiate with their supervisor to work at
home.
29.2 In circumstances
where an officer with a sick dependent is required to attend to work that can
not be completed from home (e.g. an urgent meeting) assistance will be
available to pay for additional costs associated with in home care for the
dependent, subject to the provision of receipts.
29.3 The Department
will meet the additional costs involved in before or after school care, where
an officer is required to work beyond their regular hours, resulting in
additional cost to the officer for child care, in an accredited child care
program, subject to the provision of receipts.
Each application will be determined on its merits.
29.4 The parties
reaffirm their commitment to providing dependent care assistance:
29.4.1 To enable officers
to attend residential training and development activities.
29.4.2 To officers required
to work during emergency situations.
29.4.3 To ensure that
officers are able to perform their duties in relation to incidents knowing
their dependents are safe and cared for in a similar manner to that which they
would provide themselves.
29.5 The Department
will compensate the officer for additional dependent care expenses relating to
hours worked during the incident.
30. Families and
Field Work
30.1 Officers covered
by this Award from time to time will be required to undertake either field work
or to work away from their normal headquarters.
30.2 Officers who wish
to be accompanied by a family member on single day trips, must obtain approval
from their supervisor or reporting officer prior to the trip for the purpose of
insurance coverage.
30.3 Officers who wish
to be accompanied by a family member on working trips of more than one day must
obtain approval from their Area Manager or Regional Manager.
31. Training and
Development
31.1 The parties to
this Award confirm a commitment to skill development for officers of the
Department.
31.2 The training and
development of officers covered by this Award will be linked to the Performance
Management and Development System or any replacement Performance Management
System agreed to by the parties. Staff Development Plans will be established
through the system and be relevant to the officer’s current position and their
future career path.
31.3 All Training and
development will be managed and conducted in accordance with the Department’s
Learning and Development Framework as varied from time to time.
31.4 Dependent care
assistance (by way of payment for dependent care) may be provided to enable
officers with dependent responsibilities to pursue residential training and
development opportunities.
32. Study Assistance
32.1 The DECC will
support officers gaining additional skills through formal study and who are
progressing through their course in a consistent way based on the timeframe
indicated by the providing institution.
Where a subject is failed an intention to catch-up must be demonstrated.
32.2 Officers are
entitled to apply for study time and study leave in accordance with the
provision of the Personnel Handbook 1999 or subsequent revision.
32.2.1 The following costs
associated with courses -
(i) Higher
Education Contribution Help scheme Fee;
or
(ii) TAFE
compulsory fees: or
(iii) Compulsory
post-graduate fees; or
(iv) Compulsory full
fee paying course fees
will be reimbursed by the Department in accordance with
the guidelines following.
32.3 The proportion of
fees to be reimbursed where the officer’s application for study assistance has
been approved under these guidelines, and:
(i) is their first
qualification as an officer of the DECC: 100% to a maximum of $4,000 per annum
refunded where the resultant qualification is directly relevant to DECC
operations or needs and is approved as such by the Director General; or
(ii) is their second
or successive qualification as an officer of the DECC: 50% refunded to a
maximum of $2,000 per annum where the resultant qualification is directly
relevant to DECC operations or needs and is approved as such by the Director
General.
32.4 Approval for
assistance will be considered annually and refunds will be paid for a maximum
of six annual approvals up to a total amount of $24,000 in respect of subclause
32.3 (i) or $12,000 in respect of sub-clause 32.3 (ii) of this clause, where
other requirements have been met as in cl.32.6 below.
32.5 At the discretion
of the Director General and where the Director General determines that it is in
the interests of the Department, approval may be given for a maximum of eight
annual approvals as set out in 32.4 above.
32.6 To be eligible to
receive a refund, an officer must:
(i) have been
employed in the Department prior to the final examination in the academic
period under consideration and also be in employment on the date reimbursement
is requested;
(ii) produce evidence
of having successfully completed a full stage of an approved course (or the
subjects enrolled in at the start of a semester/year); and
(iii) produce
receipts substantiating payments made for compulsory fees or HECS fee incurred.
32.7 Officers who
receive prior approval for study assistance for a particular course, or
qualification under the PWG policies that existed prior to the implementation
of this award, shall continue to receive their financial assistance in
accordance with those policies and their current approval for that specific
course or qualification. Any new course of study and new application to study
will be dealt with under 32.3 (ii).
32.8 Where there is no
break in the continuity of study and given successful completion of approved
study under cl.32.3 (i) any subsequent application for study assistance will be
treated as a second application under subclause 32.3 (ii) of this clause.
32.9 The costs
associated with courses as outlined in sub-clause 32.2.1 above are based on
current 2006 costs. The parties to this
Award agree, where there is a significant increase in costs the parties shall
seek to resolve any increase in the listed amounts in subclauses 32.3 (i) and
(ii) above. Where no agreement is
reached leave is reserved to seek the assistance of the Industrial Relations
Commission.
33. Training
Competency
33.1 The parties agree
to an ongoing commitment to the development and implementation of appropriate
competencies based on the relevant skill and qualification requirements at each
level. Such competencies shall be
developed having regard to National Training Competency standards.
34. Engagement of
Contractors
34.1 The Department is
committed to establishing a consultative process regarding the use, including
supervision, of contractors by the Department.
The parties agree that the engagement of contractors will occur in
limited circumstances and in accordance with all applicable policies of the
Public Employment Office, as varied from time to time.
34.2 Supervisors should,
where appropriate, be from the same vocational group as the work being
contracted, or be an appropriately qualified person. The parties will consult on the level of supervision required.
35.
Anti-Discrimination
35.1 It is the
intention of the parties bound by this award to seek to achieve the object in
section 3(f) of the Industrial Relations Act 1996 to prevent and
eliminate discrimination in the workplace.
This includes discrimination on the grounds of race, sex, marital
status, disability, homosexuality, transgender identity, age, and
responsibilities as a carer.
35.2 It follows that
in fulfilling their obligations under the dispute resolution procedure
prescribed by this award the parties have obligations to take all reasonable
steps to ensure that the operation of the provisions of this award are not
directly or indirectly discriminatory in their effects. It will be consistent with the fulfilment of
these obligations for the parties to make application to vary any provision of
the award which, by its terms or operation, has a direct or indirect
discriminatory effect.
35.3 Under the Anti-Discrimination
Act 1977, it is unlawful to victimise an officer because the officer has
made or may make or has been involved in a complaint of unlawful discrimination
or harassment.
35.4 Nothing in this
clause is to be taken to affect:
(i) any conduct or
act which is specifically exempted from anti-discrimination legislation;
(ii) offering or
providing junior rates of pay to persons under 21 years of age;
(iii) any act or
practice of a body established to propagate religion which is exempted under
section 56(d) of the Anti-Discrimination Act 1977;
(iv) a party to this
award from pursuing matters of unlawful discrimination in any State or federal
jurisdiction.
35.5 This clause does
not create legal rights or obligations in addition to those imposed upon the
parties by the legislation referred to in this clause.
35.6 NOTES
35.6.1 Employers and
officers may also be subject to Commonwealth anti-discrimination legislation.
35.6.2 Section 56(d) of
the Anti-Discrimination Act 1977 provides:
"Nothing in the Act affects any other act or
practice of a body established to propagate religion that conforms to the
doctrines of that religion or is necessary to avoid injury to the religious
susceptibilities of the adherents of that religion."
36. Redundancy
Entitlements
36.1 Redundancy
provision payments will be made in accordance with the NSW Government’s
Managing Excess Employees Policy in the NSW Public Sector, as varied from time
to time.
37. Workplace
Environment
37.1 The Department
will ensure that all officers are provided with a work environment that at
least meets minimum acceptable standards.
All workshops will meet the requirements of the Occupational Health
and Safety Act 2000.
37.2 While there are
no requirements for office workplaces, the Department agrees to provide
officers covered by this Award with reasonable conditions and space.
37.3 Smoking is prohibited
at all indoor PWG workplaces and in Department vehicles.
38. Housing
38.1 The parties agree
to consult on future issues related to Department-owned housing including the
preparation of briefs for valuers.
38.2 All officers
occupying a Department house will be required to sign a tenancy agreement.
39. Industrial
Grievance Procedure
39.1 General
39.1.1 The aim of this
procedure is to ensure that, during the life of this Award, industrial
grievances, (including grievances within the meaning of the Anti-Discrimination
Act 1977) or disputes are prevented or resolved as quickly as possible at
the level they occur in the workplace.
39.1.2 The parties agree
that whilst the procedures contained in this Clause are being followed, there
is an expectation that normal work will continue.
39.1.3 In seeking a
resolution to any industrial dispute or industrial grievance, the Department
may be represented by an industrial organisation of employers, and the officers
of the Department may be represented by an industrial organisation of officers.
39.1.4 Where the
grievance or dispute involves confidential or other sensitive material
(including issues of harassment or discrimination under the Anti
Discrimination Act, 1977) that makes it impractical for the officer to
advise their immediate manager the notification may occur to the next
appropriate level of management, including where required, to the
Director-General or delegate.
39.2 Steps to Resolve
Industrial Grievances or Disputes
39.2.1 When a dispute or
grievance arises, or is considered likely to occur, the following steps are to
be followed:-
Step 1
|
The matter is discussed
between the officer(s) and the Reporting Officer or other appropriate officer
concerned and addressed within one week.
|
The officer(s) concerned may discuss the matter with
the Union delegate, if so desired.
Step 2
|
If, after a week since the matter was discussed with the Union
delegate and the Reporting Officer the matter remains unresolved, the officer(s)
concerned may discuss the matter with the Union delegate and the Branch
Director. If the matter remains unresolved follow Step 3.
|
|
|
Step 3
|
If, after a week since the matter was discussed with the
Union delegate and the Branch Director, the matter is still unresolved, the
officer(s) concerned may discuss the matter with the Branch Director, a
representative of the Human Resources Branch and a Union delegate and/or
official.
|
Where it is agreed by the parties, and the matter is of
an urgent nature, the officer may go to Step 3 immediately. In the event that
the parties agree to go to Step 3 immediately, no more than a week should
elapse since the matter was first raised until Step 4 is followed.
Step 4
|
The matter is
discussed between senior representatives of the Department and the relevant
Union. The parties agree to exhaust the process of conciliation before
considering Step 5 below.
|
It is agreed that the parties will not deliberately frustrate
or delay these procedures. All efforts are to be made to resolve the matter
promptly. The conciliation process should take no longer than one month, unless
the parties agree to a longer period.
Step 5
|
If no resolution is
found, the matter may be referred to the Industrial Registrar in order for
the Industrial Relations Commission or Industrial Court to exercise their
functions under the Industrial Relations Act, 1996.
|
40. Deduction of
Union Membership Fees
40.1 Each Union shall provide
the Department with a schedule setting out the Union’s fortnightly membership
fees payable by members of the Union in accordance with its rules of
membership.
40.2 The Union(s)
shall advise the Department of any change to the amount of fortnightly
membership fees made under its rules. Any variation to the schedule of Union
fortnightly membership fees payable shall be provided to the Department at
least one month in advance of the variation taking effect.
40.3 Subject to 40.1
and 40.2 above, the Department shall deduct Union fortnightly membership fees
from the pay of any officer who is a member of the Union in accordance with its
rules of membership, provided that the officer has authorised the Department to
make such deductions.
40.4 Monies so deducted
from the officer’s pay shall be forwarded regularly to the Union (s) together
with all necessary information to enable the Union (s) to reconcile and credit
subscriptions to officers’ Union membership accounts.
40.5 Unless other
arrangements are agreed by the Department and the Union (s), all Union
membership fees shall be deducted on a fortnightly basis.
40.6 Where an officer
has already authorised the deduction of Union membership fees from his or her
pay prior to this clause taking effect, nothing in this clause shall be read as
requiring the officer to make a fresh authorisation in order for such
deductions to continue.
41. Saving of Rights
41.1 Other than to
effect the implementation of the Memorandum of Understanding including the
implementation of initiatives under clause 7 of the Memorandum of
Understanding; at the time of making this Award, no officer covered by this
Award will suffer a reduction in his or her rate of pay or any loss or
diminution in his or her conditions of employment as a consequence of making
this Award.
42. No Extra Claims
42.1 It is a term of
this Award that, to the extent that the clause is applicable to the provisions
of this Award, the Unions will abide by the agreement under clause 8. No Extra Claims, of the Memorandum of
Understanding ((MoU 2009)) signed and witnessed on 19 May 2009 between the
NSW Government, Department of
Environment and Climate Change and the Unions.
42.2 The Department
reserves the right to pursue agency level initiatives in accordance with clause
7. of the MoU 2009.
43. Area, Incidence
and Duration
43.1 This Award will
apply to officers and casual employees in classifications covered by the
Australian Workers Union and to Skilled Tradespersons employed within the Parks
and Wildlife Group of the Department of Environment and Climate Change.
43.2 This Award will
not apply to officers:
(i) that
transferred to the Department where these officers occupied positions which are
the subject of any other awards under Administrative Order of 2 April 2007 and
subsequent Orders which established the Department of Environment and Climate
Change effective 27 April 2007; or
(ii) that are
employed in the Senior Executive Service (SES); or
(iii) that are
employed in the Botanic Gardens Trust; or
(iv) whose conditions
of employment are determined by the Crown Employees (National Parks and
Wildlife Service) Conditions of Employment 2000 Award or any successor
instrument to that Award including officers who are occupying Field Officer
classifications where the position description specifies the position’s
location as a facility that principally services the employer’s operations at
Kosciuszko National Park which bounds are prescribed by the Government Gazette
of NSW (or any successors thereto); or
(v) whose conditions
and entitlements are determined by the Flight Officers Enterprise Agreement
2006 or any successor instrument to that Agreement.
43.3 Where this Award
is silent provisions contained in the Crown Employees (Public Service
Conditions of Employment) Reviewed Award 2006, or any successor instrument to
that Award apply to officers covered by this Award.
43.4 The award shall
take effect on and from 1 July 2008 and shall remain in force thereafter until
30 June 2011, unless varied or rescinded earlier in accordance with the
provisions of the Industrial Relations Act 1996.
43.5 This award
rescinds and replaces the Crown Employees (Department of Environment and Climate
Change - Parks and Wildlife Group) Field Officers and Skilled Trades Salaries
and Conditions 2007 Award published 12 October 2007 (363 I.G. 1404) and all
other variations made to this Award.
PART B
MONETARY RATES AND
CLASSIFICATIONS
Table 1 - Salary
Schedule for Skilled Trades Classification
|
RATES EFFECTIVE
FIRST PAY PERIOD
|
|
FOLLOWING ANNUAL
SALARY $ ROUNDED
|
CLASSIFICATION/GRADE/YEAR
|
1 July 2008
|
1 July 2009
|
1 July 2010
|
TRADESPERSON
|
|
|
|
Tradesperson Level 1
|
$49,475
|
$51,454
|
$53,512
|
Tradesperson Level 2
|
$51,025
|
$53,066
|
$55,189
|
Tradesperson Level 3
|
$52,814
|
$54,927
|
$57,124
|
Tradesperson Level 4
|
$55,573
|
$57,796
|
$60,108
|
Tradesperson Level 5 yr 1
|
$56,285
|
$58,536
|
$60,877
|
Tradesperson Level 5 yr 2
|
$59,357
|
$61,731
|
$64,200
|
Electronics Tradesperson
|
$62,324
|
$64,817
|
$67,410
|
|
TRADES APPRENTICE YEAR (PERCENTAGE)
|
1st Year (50%)
|
$24,738
|
$25,728
|
$26,757
|
2nd Year (60%)
|
$29,685
|
$30,873
|
$32,107
|
3rd Year (75%)
|
$37,107
|
$38,591
|
$40,135
|
4th Year (85%)
|
$42,054
|
$43,736
|
$45,485
|
|
Competency Criteria for Skilled Trades
|
Level 1
|
Base trade.
Appointees to this level must have appropriate trade qualifications.
|
|
|
Level 2
|
Base trade plus the ability to perform general park
maintenance duties, when
|
|
required.
|
|
|
Level 3
|
A tradesperson who is able to:
|
|
|
|
work with the minimum amount of supervision
|
|
work with the minimal amount of technical direction
|
|
solve technical problems
|
|
meet deadlines
|
|
ensure quality control of work; and
|
|
perform general park maintenance duties when required.
|
|
|
Level 4
|
Senior Tradesperson
|
|
|
|
is a tradesperson who possesses the skills, knowledge,
qualifications and
|
|
competencies that are so superior to those required by a
tradesperson Level 3; or
|
|
|
|
supervises the work of other tradespersons, including setting
work priorities
|
|
and allocating tasks.
|
|
|
Level 5
|
Appointment to this level is by competitive selection to
advertised vacancies.
|
|
|
|
This level includes the Maintenance Supervisor position,
which is responsible
|
|
for the field officers of a district.
|
|
|
|
A trade position which is evaluated at this level will be
filled by competitive
|
|
selection.
Payment at this level recognises all skills, knowledge, competencies,
|
|
licences, registrations and experience necessary for a
position at this level.
|
Progression
Tradespersons may progress from Level 1 to Level 4 based on
the attainment of skills and competencies.
Progression to the next level will be upon completion of 3
additional training modules.
The schedule of appropriate training modules will be
developed with agreement of the unions and form part of this agreement.
De-Skilling
The classification structure for tradespersons is not
designed to promote deskilling of tradespersons.
As such, tradespersons will generally only be asked to
perform general park maintenance duties when there is no trade work available.
Table 2 - Salary Schedule
For Field Officer Classification
|
RATES EFFECTIVE
FIRST PAY PERIOD FOLLOWING
|
|
ANNUAL SALARY $
ROUNDED
|
CLASSIFICATION/GRADE/YEAR
|
1 July 2008
|
1 July 2009
|
1 July 2010
|
AWU classification - Officers employed from 4/8/05
|
|
Field Officer Base Grade 1/2 - AWU
|
|
|
|
Field Officer Base Grade 1 yr1- AWU
|
$37,084
|
$38,567
|
$40,110
|
Field Officer Base Grade 1 yr2- AWU
|
$38,020
|
$39,541
|
$41,123
|
Field Officer Base Grade 2 yr1- AWU
|
$38,898
|
$40,454
|
$42,072
|
Field Officer Base Grade 2 yr2- AWU
|
$40,712
|
$42,340
|
$44,034
|
|
Field Officer Grade 1/4
|
Field Officer Grade 1 yr1
|
$37,084
|
$38,567
|
$40,110
|
Field Officer Grade 1 yr2
|
$38,020
|
$39,541
|
$41,123
|
Field Officer Grade 2 yr1
|
$38,898
|
$40,454
|
$42,072
|
Field Officer Grade 2 yr2
|
$40,712
|
$42,340
|
$44,034
|
Field Officer Grade 3A yr1
|
$46,455
|
$48,313
|
$50,246
|
Field Officer Grade 3A yr2
|
$47,274
|
$49,165
|
$51,132
|
Field Officer Grade 4A yr1
|
$48,597
|
$50,541
|
$52,563
|
Field Officer Grade 4A yr2
|
$49,475
|
$51,454
|
$53,512
|
AWU classification - Existing officers employed prior to
4/8/05
|
|
Field Officer Grade 1/4
|
Field Officer Grade 1 yr1
|
$42,876
|
$44,591
|
$46,375
|
Field Officer Grade 1 yr2
|
$43,677
|
$45,424
|
$47,241
|
Field Officer Grade 2 yr1
|
$44,333
|
$46,106
|
$47,950
|
Field Officer Grade 2 yr2
|
$45,182
|
$46,989
|
$48,869
|
Field Officer Grade 3A yr1
|
$46,455
|
$48,313
|
$50,246
|
Field Officer Grade 3A yr2
|
$47,274
|
$49,165
|
$51,132
|
Field Officer Grade 4A yr1
|
$48,597
|
$50,541
|
$52,563
|
Field Officer Grade 4A yr2
|
$49,475
|
$51,454
|
$53,512
|
|
Field Officer Grade B3/B4
|
Field Officer Grade 3B yr1
|
$46,455
|
$48,313
|
$50,246
|
Field Officer Grade 3B yr2
|
$47,274
|
$49,165
|
$51,132
|
Field Officer Grade 4B yr1
|
$48,597
|
$50,541
|
$52,563
|
Field Officer Grade 4B yr2
|
$49,475
|
$51,454
|
$53,512
|
Senior Field Officer/Senior Field Officer Plant Grade 1/2
|
Snr Field Off/SFO Plant Gr1 yr1
|
$50,573
|
$52,596
|
$54,700
|
|
Snr Field Off/SFO Plant Gr1 yr2
|
$51,433
|
$53,490
|
$55,630
|
|
Snr Field Off/SFO Plant Gr2 yr1
|
$52,474
|
$54,573
|
$56,756
|
|
Snr Field Off/SFO Plant Gr2 yr2
|
$53,571
|
$55,714
|
$57,943
|
|
|
Field Supervisor Grade 1/2
|
Field Supervisor Gr 1 yr1
|
$55,410
|
$57,626
|
$59,931
|
|
Field Supervisor Gr 1 yr2
|
$56,680
|
$58,947
|
$61,305
|
|
Field Supervisor Gr 2 yr1
|
$57,949
|
$60,267
|
$62,678
|
|
Field Supervisor Gr 2 yr2
|
$59,220
|
$61,589
|
$64,053
|
|
|
Senior Field Supervisor Grade 1/2
|
Snr Field Supervisor Gr 1 yr1
|
$64,249
|
$66,819
|
$69,492
|
|
Snr Field Supervisor Gr 1 yr 2
|
$65,828
|
$68,461
|
$71,199
|
|
Snr Field Supervisor Gr 2 yr1
|
$67,408
|
$70,104
|
$72,908
|
|
Snr Field Supervisor Gr 2 yr 2
|
$68,986
|
$71,745
|
$74,615
|
|
Progression
Criteria For Field Officer Classification
Progression Criteria
Field Officers
All Field Officer positions shall be at the level of
Field Officer Grade 1-4. Field Officers
shall progress by annual increment subject to meeting the required progression
criteria and competency levels as specified in this Annexure.
Where a Field Officer fails to progress, it shall be the
responsibility of the Area Manager to discuss the reasons for the decision with
the officer concerned. The discussion
should also identify areas of where additional competencies or necessary
training, where appropriate.
Field Officer Grade 1
Appointment to this grade shall be subject to competitive
selection for advertised vacancies.
Appointment to this grade shall also be subject to:
(a) possession of a
current drivers licence; and
(b) the officer
having demonstrated the essential competencies from the Field Officer’s
competency schedule for Field Officer Grade 1.
Field Officer Grade 2
Progression to the level of Field Officer Grade 2 shall be
subject to:
(a) 12 months
satisfactory service at Field Officer Grade 1;
(b) possession of a
current drivers licence; and
(c) the officer
having demonstrated the essential competencies from the Field Officer
competencies schedule for Field Officer Grade 2, as certified by the direct
supervisor and the Regional Manager.
Field Officer Grade 3
Progression to the level of Field Officer Grade 3 shall be
subject to:
(a) 12 months
satisfactory service at Field Officer Grade 2;
(b) drivers licence;
and
(c) the officer
having demonstrated the essential competencies from the Field Officers Competency
Schedule for Field Officer Grade 3 as certified by the direct supervisor and
Regional Manager.
In addition, joint assessment and certification by the
Regional Manager and the direct supervisor that the officer is competent at
performing the range of work required of a Field Officer Grade 3 and is also
able to demonstrate the efficient application of the skills/qualifications
attained.
Field Officer (Plant) Grade 3
This is an established position for a full time plant
operator.
Appointment to this position shall be subject to:
(a) the officer
having demonstrated the essential competency from the Field Officer Competency
schedule and these competencies being certified by the direct supervisor and
Regional Manager; and
(b) the officer
possessing the relevant certificates of competency from the Work Cover
Authority.
Provided further that appointment to Field Officer Plant
shall be subject to competitive selection for advertised vacancies or by way of
transfer.
Field Officer Grade 4
Progression to Field Officer Grade 4 shall be subject to:
(a) 12 months
satisfactory service of Field Officer Grade 3; and
(b) all the
essential and 10 desirable competency requirements for a Field Officer Grade 3
from the Field Officer competencies schedule as certified by direct supervisor
and Regional Manager.
Field Officer (Plant) Grade 4
Progression to this classification has ceased.
Senior Field Officer Grade 1
Appointment to the position of Senior Field Officer Grade 1
shall be subject to:
(a) competency
requirements for appointment to Field Officer Grade 4.
The Senior Field Officer Grade 1 is the minimum
classification for officers responsible for direct supervision of National
Parks and Wildlife Service officers, volunteers and contractors.
Senior Field Officer (Plant) Grade 1
Appointment to the position of Senior Field Officer (Plant)
Grade 1 shall be subject to:
(a) competency
requirements for appointment to Field Officer (Plant) Grade 4; and
(b) the officer
having demonstrated all the essential competencies as certified by direct
supervisor and Regional Manager.
Provided further that appointment to Senior Field Officer
Grade 1 and Senior Field Officer (Plant) Grade 1, shall be subject to
competitive selection for advertised vacancies.
Senior Field Officer Grade 2
Progression to the position of Senior Field Officer Grade 2
shall be subject to:
(a) 12 months
satisfactory service at Senior Field Officer Grade 1
(b) the officer
meeting the competency requirements for appointment to Senior Field Officer
Grade 1; and
(c) the officer
having demonstrated all essential and 5 desirables for Senior Field Officer
Grade 2, as certified by the direct supervisor and the Regional Manager.
Senior Field Officer (Plant) Grade 2
Progression to the position of Senior Field Officer (Plant)
Grade 2 shall be subject to:
(a) 12 months
satisfactory service at Senior Field Officer (Plant) Grade 1;
(b) competency
requirements for appointment to Senior Field Officer Grade 1 (Plant); and
(c) the officer
having demonstrated all essential and 5 desirable competencies for Senior Field
Officer Grade 2 (Plant), as certified by direct supervisor and Regional
Manager.
Senior Field Officer Grade 3
This is a geographic position which will apply to smaller
Areas where by virtue of their size, a Field Supervisor is not justified, but
where as a consequence of the range of duties undertaken, the Senior Field
Officer would do the work of a Field Supervisor.
Progression to the positions of Senior Field Officer Grade 3
is subject to:
(a) the officer
having demonstrated the appropriate level of skill and competency for the level
of Senior Field Officer Grade 3.
Field Supervisor Grade 1
Appointment to the position of Field Supervisor Grade 1
shall be subject to:
(a) competency
requirements for appointment to Field Supervisor Grade 1. Senior Field Officer (Plant) are also
eligible for appointment but must demonstrate the wider skills required for
general Senior Field Officer classification; and
(b) the officer
having demonstrated the appropriate level of competency for Field Supervisor
Grade 1, as certified by direct supervisor and Regional Manager.
Field Supervisor Grade 2
Progression to the position of Field Supervisor Grade 2
shall be subject to:
(a) 12 months
satisfactory service at Field Supervisor Grade 1; and
(b) competency
requirements for appointment to Field Supervisor Grade 2 as certified by direct
supervisor and Regional Manager. Senior
Field Officers (Plant) are also eligible for appointment but must demonstrate
the wider skills required for general Senior Field Officers competencies.
Senior Field Supervisor
Appointment to the level of Senior Field Supervisor shall be
subject to:
(a) the officer
demonstrating all essential competency requirements for appointment to Field
Supervisor Grade 2, as certified by direct supervisor and Regional Manager.
Appointment to this classification shall be subject to
competitive selection for advertised vacancies.
E.
A. R. BISHOP, Commissioner
____________________
Printed by
the authority of the Industrial Registrar.