Crown
Employees (NSW Department of Trade and Investment, Regional Infrastructure and
Services) Land Information Officers Award
INDUSTRIAL RELATIONS
COMMISSION OF NEW SOUTH WALES
Review of Award pursuant to Section 19 of the Industrial
Relations Act 1996.
(No. IRC 235 of 2012)
|
Before The Honourable
Mr Justice Staff
|
30 March 2012
|
REVIEWED
AWARD
Arrangement
PART A
Clause No. Subject Matter
1. Title
2. Definitions
3. Parties to
the Award
4. Salaries
5. Scope of
Employment
6. Appointment,
Progression and Training
7. Grading
and Evaluation of Positions
8. Grievance
and Dispute Settling Procedures
9. Anti-Discrimination
10. Area,
Incidence and Duration
PART B
MONETARY RATES
Table 1 - Salaries
Schedule 1 - Appropriate Qualifications
Schedule 2 - Progression Requirements
Schedule 3 - Job Criteria
PART A
1. Title
This award shall be known as the Crown Employees (NSW
Department of Trade and Investment, Regional Infrastructure and Services) Land
Information Officers Award.
2. Definitions
(i) "Act"
means the Public Sector Employment and Management Act 2002.
(ii) "Appropriate
University or TAFE Qualifications" are those qualifications relevant to
the Land Information Officer classification that are from time to time
identified, and agreed as appropriate by the parties to the award. The qualifications deemed appropriate under
the Award are set out in Schedule 1 - Appropriate Qualifications.
(iii) "Association"
means the Public Service Association and the Professional Officers' Association
Amalgamated Union of New South Wales.
(iv) "Department"
means the NSW Department of Trade and Investment, Regional Infrastructure and
Services , as specified in Schedule 1 of the Public Sector Employment and
Management Act 2002.
(v) "Department
Head" means the Director-General of the NSW Department of Trade and
Investment, Regional Infrastructure and Services .
(vi) "Director
General" means the Director General, Department of Premier and Cabinet, as
established under the Public Sector Employment and Management Act 2002.
(vii) "Job
Evaluation" means the accredited system agreed to between the parties to
this award, used to grade all positions within the Department.
(viii) "Land
Information Officer" means and includes all persons permanently or temporarily
employed under the provisions of the Public Sector Employment and Management
Act 2002 who, at the date of the first Crown Employees (Land Information
Officers - Department of Mineral Resources) Award published 29 March 1996 (291
IG 813), were occupying a position of, and classified as, Cartographer, Survey
Drafting Officer or Tracer with the then Department of Mineral Resources, or
after that date were appointed to a Land Information Officer position and are
employed in the former NSW Department of Primary Industries.
(ix) "Normal
Work" referred to in clause 8,
Grievance and Dispute Settling Procedures, means the responsibilities relevant
to the Statement of Duties, or Position Description, of an Officer or Officers
at the time of the grievance, dispute or difficulty.
(x) "Officer"
means a Land Information Officer.
(xi) "Position"
means a position as dealt with in section 9 of the Public Sector Employment
and Management Act 2002.
(xii) "Public
Service" means the Public Service of New South Wales as defined in the Public
Sector Employment and Management Act 2002.
(xiii) "Regulation"
means the Public Sector Employment and Management Regulation, 2009.
(xiv) "Salary
Rates" means the ordinary-time rate of pay for the Officer's grading
excluding shift allowances, weekend penalties and all other allowances not
regarded as salary.
(xv) "Service"
means continuous service for salary purposes.
(xvi) "Training
Modules" are internal training programs developed by the Department for
the development of specific skills and knowledge relevant to the duties and
responsibilities of a Land Information Officer, on behalf of those Officers who
do not possess formal qualifications, and for the purpose of cross-training.
3. Parties to the
Award
The Parties to this Award are the Director General and
the Association.
4. Salaries
The rates of salary shall be paid to officers appointed
to the positions specified as set out in Table 1 - Salaries, of Part B,
Monetary Rates.
5. Scope of
Employment
(i) Employment will
be either on a full-time or permanent part-time basis. Applications for working part-time or
job-sharing will be considered based on the employees’ requests and
Departmental needs. Temporary staff may
be employed as Land Information Officers should the need arise.
(ii) Officers may
be required to participate in the full range of related work activities within
the classification and grading.
6. Appointment,
Progression and Training
(1) There are seven
progressive levels relating to the Land Information Officer
classification. Criteria outlining the
nature of work expected at the different levels will be in accordance with
Schedule 3 - Job Criteria.
Land Information Officer Levels 1 to 3 will be broad
banded, and appointment details are as follows:
(i) A person must
be undertaking, or successfully completed an appropriate university or TAFE
qualification, including those listed in Schedule 1 - Appropriate
Qualifications, to be eligible for appointment as a Land Information Officer
Level 1.
(ii) A person who
has successfully completed an appropriate qualification shall be eligible for
appointment as a Land Information Officer Level 1 Year 3.
(iii) A person who
has successfully completed an appropriate university or TAFE qualification, and
has completed four years satisfactory service as a Land Information Officer
shall be appointed to Level 2 Year 3 on the Land Information Officers' salary
scale.
(iv) A person who has
completed a two year full time course of approved study, and a period of two
years satisfactory service as a Land Information Officer shall be deemed to
have completed the equivalent of four years satisfactory service as a Land
Information Officer.
Land Information Officer Levels 4, 5, 6 and 7 are
discrete levels and appointment will be based upon merit selection.
(2) Following
initial appointment, progression of all Officers will be determined according
to the agreed arrangements outlined in Schedule 2 - Progression Requirements.
(3) The Department will
assume overall training responsibility for all Officers employed under this
award and shall be responsible for all Officers having equal access to training
in accordance with established Departmental Equal Employment Opportunity (EEO)
Guidelines.
(4) Appeals
mechanism:
(i) An Officer
shall have the right to appeal any decision made by the Department not to
progress the Officer from salary point to salary point.
(ii) Officers shall
submit a written submission outlining their case to the Director Industrial
Relations, within 28 days of the decision being appealed.
(iii) The Director
Industrial Relations, shall constitute an appeals committee made up of one
Management representative, one relevant Association representative and one peer
who is acceptable to both Management and the Association.
(iv) The appeal shall
be heard within 28 days of it being lodged and the recommendation of the
committee shall be forwarded to the Department Head or nominee for approval.
(v) The decision of
the Department Head or nominee shall be forwarded to the Officer concerned
within 7 working days of the appeal being heard.
(vi) This appeals
mechanism shall not cover matters that are referred to the Industrial Relations
Commission of New South Wales.
7. Grading and Evaluation
of Positions
(i) Positions
classified as Land Information Officers under this award will be graded in
accordance with the accredited Job Evaluation system agreed to by the
Department, the Director General and the Association, or other methodology which
may be agreed between the parties to grade Land Information Officer positions
during the operation of this award.
(ii) The grading of
Land Information Officer positions will be carried out in consultation with the
Department’s Job Evaluation Classification
and Review Committee, which is a forum for consultation and negotiation between
the Department and the Association on the operation of the Department’s
accredited Job Evaluation system.
(iii) Positions will
otherwise be evaluated and graded from time to time in the following
circumstances:
(a) where the nature
of a position is significantly changed or where a new position is created;
(b) where a position
falls vacant, the Department can determine whether it is necessary to evaluate
the position prior to advertising the vacancy;
(c) at the request
of any party to this award, or an Officer classified as a Land Information
Officer under this award, provided that the position(s) have not been reviewed for
grading for at least 12 months prior to the request.
(iv) Where the Land
Information Officer position is evaluated as falling within a lower or higher
grading than that to which the Officer is presently appointed, then the
Department shall act in accordance with the Department's Job Evaluation Policy,
as agreed by the parties to this award.
8. Grievance and
Dispute Settling Procedures
(i) All grievances
and disputes relating to the provisions of this award shall initially be dealt
with as close to the source as possible, with graduated steps for further
attempts at resolution at higher levels of authority within the appropriate
Department, if required.
(ii) An officer is
required to notify in writing their immediate manager, as to the substance of the
grievance, dispute or difficulty, request a meeting to discuss the matter, and
if possible, state the remedy sought.
(iii) 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 Department
Head or delegate.
(iv) The immediate
manager, or other appropriate officer, shall convene a meeting in order to
resolve the grievance, dispute or difficulty within two (2) working days, or as
soon as practicable, of the matter being brought to attention.
(v) If the matter remains
unresolved with the immediate manager, the officer may request to meet the
appropriate person at the next level of management in order to resolve the
matter. This manager shall respond within two (2) working days, or as soon as
practicable. The officer may pursue the sequence of reference to successive
levels of management until the matter is referred to the Department Head.
(vi) The Department
Head may refer the matter to the Director General for consideration.
(vii) If the matter
remains unresolved, the Department Head shall provide a written response to the
officer and any other party involved in the grievance, dispute or difficulty,
concerning action to be taken, or the reason for not taking action, in relation
to the matter.
(viii) An officer, at
any stage, may request to be represented by the Association.
(ix) The officer or
the Association on their behalf, or the Department Head may refer the matter to
the New South Wales Industrial Relations Commission if the matter is unresolved
following the use of these procedures.
(x) The officer,
Association, Department and Director General shall agree to be bound by any
order or determination by the New South Wales Industrial Relations Commission
in relation to the dispute.
(xi) Whilst the
procedures outlined in subclauses (i) to (x) of this clause are being followed,
normal work undertaken prior to notification of the dispute or difficulty shall
continue unless otherwise agreed between the parties, or, in the case involving
occupational health and safety, if practicable, normal work shall proceed in a
manner which avoids any risk to the health and safety of any officer or member
of the public.
9.
Anti-Discrimination
(i) 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 and age and responsibilities as
a carer.
(ii) 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.
(iii) Under the Anti-Discrimination
Act 1977, it is unlawful to victimise an employee because the employee has
made or may make or has been involved in a complaint of unlawful discrimination
or harassment.
(iv) Nothing in this
clause is to be taken to affect:
(a) any conduct or
act which is specifically exempted from anti-discrimination legislation;
(b) offering or
providing junior rates of pay to persons under 21 years of age;
(c) any act or
practice of a body established to propagate religion which is exempted under
section 56(d) of the Anti-Discrimination Act 1977;
(d) a party to this
award from pursuing matters of unlawful discrimination in any State or federal
jurisdiction.
(v) 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.
(a) Employers and
employees may also be subject to Commonwealth anti-discrimination legislation.
(b) 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."
10. Area, Incidence
and Duration
(i) This award
shall apply to all the classifications as defined herein.
(ii) The Officers regulated
by this award shall be entitled to the conditions of employment as set out in
this award and, except where specifically varied by this award, existing
conditions are provided for under the Public Sector Employment and
Management Act 2002, the Public Sector Employment and Management Regulation
2009 the Crown Employees (Public Service Conditions of Employment) Award 2009
and the Crown Employees (Public Sector - Salaries 2008) Award or any awards replacing these awards.
(iii) The changes
made to the award pursuant to the Award Review pursuant to section 19(6) of the
Industrial Relations Act 1996 and Principle 26 of the Principles for
Review of Awards made by the Industrial Relations Commission of New South Wales
on 28 April 1999 (310 I.G. 359) take effect on 30 March 2012.
Changes made to this award subsequent to it first being
published on 9 November 2007 (364 I.G. 261) have been incorporated into this
award as part of the review.
(iv) This award
remains in force until varied or rescinded, the period for which it was made
having already expired.
PART B
MONETARY RATES
Table 1 - Salaries
The salaries set out below shall apply on the first pay
period on or after 1 July 2011 in accordance with the provisions of the Crown
Employees (Public Sector - Salaries 2008) Award and be paid to Officers
appointed to the positions specified.
|
Classification
|
Annual Salary
|
Salary Point
|
|
Land Information Officer Level 1
|
|
|
|
Year 1
|
$41,771
|
20
|
|
Year 2
|
$45,048
|
27
|
|
Year 3
|
$48,816
|
36
|
|
Year 4
|
$53,407
|
46
|
|
Land Information Officer Level 2
|
|
|
|
Year 1
|
$56,509
|
52
|
|
Year 2
|
$59,121
|
57
|
|
Year 3
|
$62,085
|
62
|
|
Land Information Officer Level 3
|
|
|
|
Year 1
|
$65,376
|
67
|
|
Year 2
|
$67,939
|
71
|
|
Year 3
|
$70,480
|
75
|
|
Year 4
|
$72,702
|
78
|
|
Land Information Officer Level 4
|
|
|
|
Year 1
|
$75,552
|
82
|
|
Year 2
|
$77,767
|
85
|
|
Year 3
|
$80,096
|
88
|
|
Land Information Officer Level 5
|
|
|
|
Year 1
|
$82,491
|
91
|
|
Year 2
|
$85,033
|
94
|
|
Year 3
|
$88,660
|
98
|
|
Land Information Officer Level 6
|
|
|
|
Year 1
|
$91,303
|
101
|
|
Year 2
|
$94,826
|
105
|
|
Year 3
|
$97,702
|
108
|
|
Year 4
|
$100,613
|
111
|
|
Land Information Officer Level 7
|
|
|
|
Year 1
|
$105,602
|
116
|
|
Year 2
|
$110,079
|
120
|
|
Year 3
|
$116,974
|
126
|
|
Year 4
|
$122,128
|
130
|
Schedule 1
Appropriate
Qualifications
The following qualifications are currently deemed
appropriate in terms of this award:
Degree in Information Technology (Spatial Information)
Graduate Diploma in Geographic Information Systems
(GIS) and Remote Sensing (or equivalent)
Degree in Geography (majoring in GIS)
Associate Diploma in Land Information Systems
Associate Diploma in Cartography
Associate Diploma in Surveying
Cartography Certificate
Land and Engineering Survey Drafting Diploma
Surveying Certificate IV
Administrative Survey Drafting Certificate
Associate Diploma in Survey Drafting
Spatial Information Services (Surveying) Diploma
Other relevant or equivalent tertiary qualifications as
deemed appropriate to the classification
Schedule 2
Progression
Requirements
Land Information Officer Level 1 - Officers will
progress through the incremental steps within the salary range for Level 1,
subject to satisfactory service.
Land Information Officer Level 2 - In order to progress
to a Land Information Officer Level 2, an Officer must possess an appropriate
university or TAFE qualification, and demonstrate a capacity to undertake the
duties and responsibilities of the position to that level as determined by the
agreed criteria in Schedule 3.
An Officer is free to raise objection to any decision through
the appropriate appeals mechanism, outlined in Clause 6, Appointment,
Progression and Training.
An Officer need not be at the maximum salary of the
Land Information Officer Level 2 range in order to apply for assessment.
Officers who are within the Land Information Officer
Level 2 salary scale will progress through the incremental range, subject to
continuing satisfactory service.
Land Information Officer Level 3 - In order to progress
to Land Information Officer Level 3, an Officer must possess an appropriate
university or TAFE qualification and demonstrate a capacity to undertake the
duties and responsibilities of the position to the level as determined by the
agreed criteria in Schedule 3.
An Officer is free to raise objection to any decision
through the appropriate appeals mechanism, outlined in the said clause 6.
Officers who are within the Land Information Officer
Level 3 salary scale will commence the cross-training modules designed to
facilitate the multi-skilling process.
Officers will progress through the incremental range, subject to
continuing satisfactory performance and service.
Land Information Officer Levels 4, 5, 6 and 7 -
Officers who are appointed to Land Information Officer Levels 4, 5, 6 and 7
will possess an appropriate university or TAFE qualification. Officers who are appointed to any of these
positions must be committed to the completion of the cross-training modules
designed to facilitate the multi-skilling process.
Officers who are appointed to positions of Land Information
Officer Levels 4, 5, 6 and 7 will progress through the incremental range which
is appropriate to their appointed level, subject to continuing satisfactory
performance and service.
Schedule 3
Job Criteria
Land Information Officer Level 1 -
|
1. Qualifications:
|
HSC or equivalent
|
|
|
|
|
2. Complexity of Work:
|
competent to undertake work/projects of limited
complexity, i.e.,
|
|
|
routine work activities commensurate with person's
experience and
|
|
|
training, e.g., map/database/ stations/entries,
preparation of plans and
|
|
|
diagrams for unpublished reports
|
|
|
|
|
3. Freedom to Act:
|
very limited degree of freedom to perform tasks, i.e., act
with an
|
|
|
extensive degree of guidance
|
|
|
|
|
4. Human Resource
|
not required to carry out such duties
|
|
Management:
|
|
|
|
|
|
5. Computing:
|
undertake data capture/retrieval of limited complexity
relating to
|
|
|
MRLIS (incl. geological, mining title data)
|
|
|
|
|
|
proficiency in functions of CAD system relating to
generation of
|
|
|
maps,plans of limited complexity
|
|
|
|
|
|
proficiency in functions of limited complexity relating to
the Office
|
|
|
Automation Network, e.g., word processing
|
|
|
|
|
6. Map Design and
|
understanding and exercising of limited levels of
design/compilation
|
|
Compilation:
|
aspects of maps/plans/diagrams in manual, digital form in
relation to
|
|
|
unpublished reports; to titles/administrative cadastral
series
|
|
|
maps/plans/diagrams (incl. survey
investigation/calculation)
|
|
|
|
|
|
understanding and exercising of limited levels of
reprographic
|
|
|
techniques for both monochrome and colour reproduction
(incl. use of
|
|
|
darkroom facilities)
|
|
|
|
|
|
|
|
|
|
|
7. Map Interpretation:
|
competent to interpret to a limited degree attributes of
cadastral, top
|
|
|
cadastral, geological and metallogenic maps/plans/diagrams
in relation
|
|
|
to:
|
|
|
mining and land use proposals, conveyance matters, coal mine
|
|
|
workings;
|
|
|
|
|
|
map and plan production;
|
|
|
|
|
|
providing information/advice to industry, public, other
Govt. agencies.
|
|
|
|
|
8. Work Organisation:
|
ability to plan, organise own work in line with
Departmental priorities
|
|
|
and deadlines
|
|
|
|
|
9. Decision Making:
|
ability to display independent technical judgement and
initiative on
|
|
|
matters of very limited complexity
|
|
|
|
|
10. Provision of Advice:
|
competent in providing independent and timely advice/information
of
|
|
|
a very limited degree of complexity
|
|
|
|
|
11. Training:
|
not required to provide on-the-job or formal training
|
|
|
|
|
12. Interpersonal:
|
ability to gain co-operation and acceptance of co-workers
and, as
|
|
|
required, clients
|
|
|
|
|
13. Communication:
|
ability to display at least a limited degree of
oral/written liaison
|
|
|
skills, e.g., form replies, liaison with authors
|
|
|
|
|
14. Financial Management:
|
not required to exercise any control over finances
|
|
|
|
|
15. Legislative
|
competent to interpret, under guidance, limited aspects of
Interpretation:
|
|
|
Mining Acts/Regs. and other related and relevant
legislation;
|
|
|
of legal documents relating to land/mining title deeds
|
|
|
|
|
16. Occupational
|
knowledge of accountability/responsibility for aspects of
Health and
|
|
|
Safety: staff/client health, safety and welfare
|
|
|
|
|
17. EEO:
|
understanding of EEO principles
|
|
|
|
|
18. Corporate Plan:
|
ability to comply with Corporate Plan objectives
|
|
|
|
|
19. Policy:
|
ability to understand and implement, under guidance,
Dept./Govt.
|
|
|
policies, procedures, legal advisings relative to section
functions
|
Land Information Officer Level 2 -
|
1. Qualifications:
|
appropriate university or TAFE course
|
|
|
|
|
2. Complexity of Work:
|
competent to undertake work/projects of moderate
complexity, e.g.,
|
|
|
identification of moderately complex mining title
information from
|
|
|
manual and digital databases, assist in the cartographic
compilation
|
|
|
of geological/metallogenic maps and plans for publication
|
|
|
|
|
|
ability to exam work of limited complexity for accuracy
and
|
|
|
completeness, as required
|
|
|
|
|
3. Freedom to Act:
|
limited degree of freedom to perform tasks, i.e., act with
a
|
|
|
substantial degree of guidance
|
|
|
|
|
4. Human Resource
|
ability to assist in very limited aspects of supervision,
e.g.,
|
|
|
Management: guide junior staff, co-workers undertake data
|
|
|
|
|
5. Computing:
|
capture/retrieval of moderate complexity relating to MRLIS
|
|
|
(incl. geological, mining title data)
|
|
|
|
|
|
proficiency in function of CAD system relating to
generation of
|
|
|
maps, plans of moderate complexity proficiency in
functions of
|
|
|
limited complexity relating to the Office Automation
Network,
|
|
|
e.g. word processing
|
|
|
|
|
6. Map Design and Compilation:
|
understanding and exercising of general levels of
|
|
|
design/compilation/ fair drawing aspects of
maps/plans/diagrams
|
|
|
in manual and digital form in relation to
geological/metallogenic
|
|
|
series mapping and publications,
|
|
|
e.g., Minfo (incl. CAD); to titles/administrative
cadastral
|
|
|
series maps/plans/diagrams(incl. survey
investigation/calculation)
|
|
|
|
|
|
understanding and exercising of general levels of
reprographic
|
|
|
techniques for both monochrome and colour reproduction
(incl. use
|
|
|
of darkroom facilities)
|
|
|
|
|
7. Map Interpretation:
|
competent to interpret to a moderate degree attributes of
cadastral,
|
|
|
top cadastral, geological and metallogenic
maps/plans/diagrams in
|
|
|
relation to:
|
|
|
|
|
|
mining and land use proposals, conveyance matters, coal
mine
|
|
|
workings
|
|
|
|
|
|
map and plan production
|
|
|
|
|
|
providing information/advice to industry, public, other
Govt.
|
|
|
agencies
|
|
|
|
|
8. Work Organisation:
|
ability to plan, organise own work in line with
Departmental
|
|
|
priorities and deadlines
|
|
|
|
|
9. Decision Making:
|
ability to display independent technical judgement and
initiative on
|
|
|
matters of limited complexity
|
|
|
|
|
10. Provision of Advice:
|
competent in providing independent and timely
advice/information
|
|
|
of a limited degree of complexity
|
|
|
|
|
11. Training:
|
ability to provide a very limited degree of on-the-job
training of
|
|
|
junior technical staff and co-workers
|
|
|
|
|
12. Interpersonal:
|
ability to gain co-operation and acceptance of co-workers
and, as
|
|
|
required, clients
|
|
|
|
|
13. Communication:
|
ability to display at least a limited level of
oral/written liaison skills,
|
|
|
e.g., form replies, liaison with authors
|
|
|
|
|
14. Financial Management:
|
not required to exercise any control over finances
|
|
|
|
|
15. Legislative
|
competent to interpret, under guidance limited aspects of
|
|
|
Interpretation:
Mining Acts/Regs. and other related and relevant
|
|
|
legislation; of legal documents relating to land/mining
title deeds
|
|
|
|
|
16. Occupational Health and
|
knowledge of accountability/responsibility for aspects of
staff/client
|
|
Safety:
|
health, safety and welfare
|
|
|
|
|
17. EEO:
|
understanding of EEO principles
|
|
|
|
|
18. Corporate Plan:
|
ability to comply with Corporate Plan objectives
|
|
|
|
|
19. Policy:
|
ability to understand, implement, under guidance,
Dept./Govt.
|
|
|
policies, procedures, legal advisings relative to section
functions
|
Land Information Officer Level 3 -
|
1. Qualifications:
|
appropriate university or TAFE course
|
|
|
|
|
2. Complexity of Work:
|
competent to undertake work/projects of substantial
complexity,
|
|
|
e.g., cartographic production of geological, metallogenic
and
|
|
|
cadastral maps/plans
|
|
|
|
|
|
ability to examine work of moderate complexity for
accuracy and
|
|
|
completeness, as required
|
|
|
|
|
3. Freedom to Act:
|
moderate degree of freedom to perform tasks, i.e., act
with a
|
|
|
moderate degree of guidance
|
|
|
|
|
4. Human Resource Management:
|
ability to assist in limited aspects of supervision, e.g.,
guide,
|
|
|
motivate staff
|
|
|
|
|
|
|
|
5. Computing:
|
undertake data capture/editing/retrieval of substantial
complexity
|
|
|
relating to MRLIS, incl. geological, mining title data
|
|
|
|
|
|
proficiency in functions of CAD system relating to generation
of
|
|
|
maps, plans of substantial complexity
|
|
|
|
|
|
ability to undertake limited research and development of
graphic
|
|
|
applications
|
|
|
|
|
|
proficiency in functions of moderate complexity relating
to the
|
|
|
Office Automation Network, e.g., spreadsheets
|
|
|
|
|
6. Map Design and Compilation
|
understanding, exercising of superior levels of
|
|
|
design/compilation/fair
|
|
|
drawing aspects of maps/plans/diagrams in manual and
digital
|
|
|
form in relation to geological/metallogenic series mapping
and
|
|
|
publications, e.g., Minfo (incl. CAD); to
titles/administrative
|
|
|
cadastral series maps/
|
|
|
plans/diagrams (incl. survey investigation/calculation)
|
|
|
|
|
|
understanding, exercising of superior levels of
reprographic
|
|
|
techniques for both monochrome and colour reproduction
(incl.
|
|
|
use of darkroom facilities)
|
|
|
|
|
7. Map Interpretation:
|
competent to interpret to a substantial degree attributes
of
|
|
|
cadastral, top cadastral, geological and metallogenic
|
|
|
maps/plans/diagrams in relation to:
|
|
|
|
|
|
mining and land use proposals, conveyance matters, coal
mine
|
|
|
workings map and plan production
|
|
|
|
|
|
providing information/advice to industry, public, other
agencies
|
|
|
|
|
8. Work Organisation:
|
ability to plan, organise own work and assist in limited
aspects of
|
|
|
planning, organising work of junior staff in line with
Departmental
|
|
|
priorities, deadlines
|
|
|
|
|
9. Decision Making:
|
ability to display independent technical judgement and
initiative
|
|
|
on matters of general complexity
|
|
|
|
|
10. Provision of Advice
|
competent in providing independent and timely advice/information
|
|
|
of a moderate degree of complexity
|
|
|
|
|
11. Training:
|
ability to provide a limited degree of on-the-job training
of junior
|
|
|
technical staff, co-workers
|
|
|
|
|
12. Interpersonal
|
ability to gain co-operation of co-workers and clients;
assist
|
|
|
development of skills of junior staff, co-workers
|
|
|
|
|
13. Communication:
|
ability to display a moderate degree of oral/written
liaison skills,
|
|
|
e.g., submissions/correspondence/reports
|
|
|
|
|
14. Financial Management:
|
ability to exercise a limited degree of control over
finances, e.g.,
|
|
|
stores
|
|
|
|
|
15. Legislative:
|
competent to interpret, under guidance, general aspects of
|
|
|
Interpretation:
Mining Acts/Regs. and other related and relevant
|
|
|
legislation; of legal documents relating to land/mining
title deeds
|
|
|
|
|
16. Occupational Health and Safety
|
knowledge of accountability/responsibility for aspects
of:
|
|
|
staff/client health, safety and welfare
|
|
|
|
|
17. EEO:
|
understanding of EEO principles
|
|
|
|
|
18. Corporate Plan:
|
ability to comply with Corporate Plan objectives and
contribute
|
|
|
generally to the formulation of budget estimates
|
|
|
|
|
19. Policy:
|
ability to understand and implement, under guidance,
|
Land Information Officer Level 4 -
|
1. Qualifications:
|
Appropriate university or TAFE course
|
|
|
|
|
2. Complexity of Work:
|
competent to undertake work/projects of high complexity,
e.g.,
|
|
|
complex Ministerial submissions/correspondence, specific
computer
|
|
|
research and development of graphic applications for MRLIS
|
|
|
|
|
|
ability to examine work of substantial complexity for
accuracy,
|
|
|
completeness
|
|
|
|
|
3. Freedom to Act:
|
substantial degree of freedom to perform tasks, i.e., act
with a
|
|
|
limited degree of guidance
|
|
|
|
|
4. Human Resource Management:
|
ability to supervise and allocate staff resources, provide
sound
|
|
|
leadership, motivate staff (as first level of direct,
sustained
|
|
|
supervision)
|
|
|
|
|
5. Computing:
|
undertake data capture/editing/retrieval of high
complexity
|
|
|
relating to MRLIS (incl. geological, mining title data)
|
|
|
|
|
|
ability to undertake substantial research and development
of graphic
|
|
|
applications
|
|
|
|
|
|
proficiency in functions of CAD system relating to
generation of
|
|
|
maps, plans of high complexity
|
|
|
|
|
|
proficiency in functions of substantial complexity
relating to the
|
|
|
Office Automation Network, e.g., data basing
|
|
|
|
|
6. Map Design and Compilation:
|
understanding and exercising of high levels of
|
|
|
design/compilation/fair drawing aspects of
maps/plans/diagrams
|
|
|
in manual and digital form in relation to
geological/metallogenic
|
|
|
series mapping and publications, e.g., Minfo (incl. CAD);
|
|
|
to titles/administrative cadastral series maps/plans/diagrams
|
|
|
(incl. survey investigation/calculation)
|
|
|
|
|
|
understanding and exercising of high levels of
reprographic
|
|
|
techniques for both monochrome and colour reproduction
(incl.
|
|
|
use of darkroom facilities)
|
|
|
|
|
7. Map Interpretation:
|
competent to interpret to a high degree attributes of
cadastral, top
|
|
|
cadastral, geological and metallogenic maps/plans/diagrams
in
|
|
|
relation to:
|
|
|
|
|
|
mining and land use proposals, conveyance matters, coal
mine
|
|
|
workings map and plan production
|
|
|
|
|
|
providing information/advice to industry, public, other
Govt.
|
|
|
agencies
|
|
|
|
|
8. Work Organisation:
|
ability to plan, organise work of section staff in line
with
|
|
|
Departmental priorities, deadlines; to monitor and
evaluate
|
|
|
performance
|
|
|
|
|
9. Decision Making:
|
ability to display independent technical judgement and
initiative on
|
|
|
matters of substantial complexity
|
|
|
|
|
10. Provision of Advice:
|
competent in providing independent and timely
advice/information
|
|
|
of a substantial degree of complexity
|
|
|
|
|
11. Training:
|
ability to provide a substantial degree of on-the-job
training of
|
|
|
section staff and co-workers
|
|
|
|
|
12. Interpersonal:
|
ability to develop staff and make accurate assessment of
abilities
|
|
|
and performance
|
|
|
|
|
13. Communication:
|
ability to display a superior level of oral/written
liaison skills, e.g.,
|
|
|
provide staff with clear and constructive direction and
advice
|
|
|
|
|
14. Financial Management:
|
ability to exercise a limited degree of control over
finances, e.g.,
|
|
|
provide advice on equipment purchases
|
|
|
|
|
15. Legislative
|
competent to interpret substantial aspects of Mining Acts/
|
|
|
Interpretation: Regs. and other related and relevant
legislation; of
|
|
|
legal documents relating to land/mining title deeds
|
|
|
|
|
16. Occupational Health and Safety:
|
accountable/responsible for aspects of staff/client
health, safety and
|
|
|
welfare
|
|
|
|
|
17. EEO:
|
understanding of and capacity to implement EEO principles
|
|
|
|
|
18. Corporate Plan:
|
ability to comply with Corporate Plan objectives and contribute
|
|
|
generally to the formulation of objectives, estimates
|
|
|
|
|
19. Policy:
|
ability to understand, implement Dept./Govt. policies,
procedures,
|
|
|
legal advisings relative to section function; to provide
moderate
|
|
|
degree of input into development/review of
policies/procedures
|
Land Information Officer Level 5 -
|
1. Qualifications:
|
appropriate university or TAFE course
|
|
|
|
|
2. Complexity of Work:
|
competent to undertake work/projects of high complexity,
e.g.,
|
|
|
special projects, formal training, computer graphics
research and
|
|
|
development
|
|
|
|
|
|
ability to exam work of high complexity for accuracy, completeness
|
|
|
as required
|
|
|
|
|
3. Freedom to Act:
|
substantial degree of freedom to perform tasks, i.e., act
with a
|
|
|
limited degree of guidance
|
|
|
|
|
4. Human Resource Management:
|
ability to supervise training of technical staff
|
|
|
|
|
5. Computing:
|
undertake data capture/editing/retrieval of high
complexity relating
|
|
|
to MRLIS (incl. geological, mining title data)
|
|
|
|
|
|
ability to undertake extensive research and development of
graphic
|
|
|
applications
|
|
|
|
|
|
understanding of general aspects of computer technology
|
|
|
applications in relation to Departmental objectives
|
|
|
|
|
|
proficiency in functions of CAD system relating to
generation of
|
|
|
maps, plans of high complexity
|
|
|
|
|
|
proficiency in functions of substantial complexity in
relation to the
|
|
|
Office Automation Network
|
|
|
|
|
6. Map Design and Compilation:
|
understanding and exercising of high levels of
|
|
|
design/compilation/fair drawing aspects of maps/plans/
|
|
|
diagrams in manual and digital form in relation to
|
|
|
geological/metallogenic series mapping and publications,
|
|
|
e.g., Minfo (incl. CAD); to titles/administrative
cadastral series
|
|
|
maps/plans/diagrams (incl. survey investigation/calculation)
|
|
|
|
|
|
understanding and exercising of high levels of
reprographic
|
|
|
techniques for both monochrome and colour reproduction
(incl. use
|
|
|
of darkroom facilities)
|
|
|
|
|
7. Map Interpretation:
|
competent to interpret to a high degree attributes of
cadastral, top
|
|
|
cadastral, geological and metallogenic maps/plans/diagrams
in
|
|
|
relation to:
|
|
|
|
|
|
mining and land use proposals, conveyance matters, coal
mine
|
|
|
workings
|
|
|
|
|
|
map and plan production
|
|
|
|
|
|
providing information/advice to industry, public, other
Govt.
|
|
|
agencies
|
|
|
|
|
8. Work Organisation:
|
ability to plan, organise work (incl. training programmes)
in line
|
|
|
with Departmental priorities, deadlines; to monitor and
|
|
|
evaluate performance
|
|
|
|
|
9. Decision Making:
|
ability to display independent technical judgement on
matters of
|
|
|
high complexity; to display pro activity
|
|
|
|
|
10. Provision of Advice:
|
competent in providing independent and timely
advice/information
|
|
|
of a high degree of complexity, e.g., training in
technical and
|
|
|
administrative functions
|
|
|
|
|
11. Training:
|
ability to plan, develop and implement formal training
programs of
|
|
|
high degree and to provide on-the-job training of Branch
staff,
|
|
|
as required
|
|
|
|
|
12. Interpersonal:
|
ability to develop staff and make accurate assessment of
abilities
|
|
|
and performance
|
|
|
|
|
13. Communication:
|
ability to display a high level of oral/written liaison
skills, e.g.,
|
|
|
present information and ideas to groups
|
|
|
|
|
14. Financial Management:
|
ability to exercise a moderate degree of control over
finances
|
|
|
|
|
15. Legislative Interpretation
|
competent to interpret extensive aspects of Mining:
Acts/Regs. and
|
|
|
other related and relevant legislation; of legal documents
relating to
|
|
|
land/mining title deeds
|
|
|
|
|
16. Occupational Health and Safety:
|
substantial degree of accountability/responsibility
for aspects of
|
|
|
staff/client health, safety and welfare
|
|
|
|
|
17. EEO:
|
understanding of and capacity to implement EEO principles
|
|
|
|
|
18. Corporate Plan:
|
ability to implement Corporate Plan objectives, contribute
generally
|
|
|
to the formulation of objectives, estimates
|
|
|
|
|
19. Policy:
|
ability to understand, implement Dept./Govt. policies,
procedures,
|
|
|
|
|
|
legal advisings relative to Branch/Dept. functions; to
provide a
|
|
|
moderate degree of input into review/development of
policies/
|
|
|
procedures
|
Land Information Officer Level 6 -
|
1. Qualifications:
|
appropriate university or TAFE course
|
|
|
|
|
2. Complexity of Work:
|
competent to undertake work/projects of high complexity,
e.g.,
|
|
|
management/supervision of unit and its functions
|
|
|
|
|
|
ability to critically analyse work
|
|
|
|
|
3. Freedom to Act:
|
extensive degree of freedom to perform tasks, i.e., act with
a very
|
|
|
limited degree of guidance
|
|
|
|
|
4. Human Resource Management:
|
ability to supervise/manage group(s) of technical staff,
co- ordinate
|
|
|
resources; to lead, motivate staff; to demonstrate
management skills
|
|
|
|
|
5. Computing:
|
ability to provide a high degree of input into
review/development of
|
|
|
policy and procedures relating to research and development
of
|
|
|
graphics applications
|
|
|
|
|
|
understanding of extensive aspects of computer technology
|
|
|
applications in relation to Departmental objectives
|
|
|
|
|
|
ability to undertake a superior degree of research and
development
|
|
|
of graphic applications, as required
|
|
|
|
|
6. Map Design and Compilation:
|
ability to provide a high degree of input into
review/development of
|
|
|
policy and procedures relating to design/compilation/fair
drawing
|
|
|
aspects of maps/plans/diagrams in manual and digital form
|
|
|
|
|
|
understanding of high levels of such design/compilation
aspects
|
|
|
|
|
|
|
|
7. Map Interpretation:
|
competent to interpret to a high degree attributes of
cadastral, top
|
|
|
cadastral, geological and metallogenic maps/plans/diagrams
in
|
|
|
relation to:
|
|
|
|
|
|
mining, land use proposals, conveyance matters, coal mine
|
|
|
workings
|
|
|
|
|
|
map and plan production
|
|
|
|
|
8. Work Organisation:
|
providing information/advice to industry, public, other
Govt.
|
|
|
agencies ability to co-ordinate unit activities in line
with
|
|
|
Departmental priorities, deadlines; to review performance
|
|
|
|
|
9. Decision Making:
|
ability to display independent technical and
administrative
|
|
|
judgement and initiative on matters of high complexity; to
display
|
|
|
pro activity
|
|
|
|
|
10. Provision of Advice:
|
competent in providing independent and timely
advice/information
|
|
|
of a high degree of complexity
|
|
|
|
|
11. Training:
|
ability to oversee the implementation of formal and
on-the-job
|
|
|
training in the unit
|
|
|
|
|
12. Interpersonal:
|
ability to represent and negotiate with clients and others
on behalf
|
|
|
of the Branch or Department
|
|
|
|
|
13. Communication:
|
ability to display a high level of oral/written liaison
skills, e.g.,
|
|
|
present ideas, information, proposals clearly and
effectively
|
|
|
|
|
14. Financial Management:
|
ability to exercise a superior degree of control over
finances, i.e., of
|
|
|
the unit's budget
|
|
|
|
|
15. Legislative Interpretation:
|
competent to interpret extensive aspects of Mining
Acts/Regulations
|
|
|
and other related and relevant legislation; of legal
documents
|
|
|
relating to land/mining title deeds
|
|
|
|
|
16. Occupational: Health and
|
high degree of accountability/responsibility for aspects
of
|
|
Safety:
|
staff/client health, safety and welfare
|
|
|
|
|
17. EEO:
|
understanding of and capacity to implement/oversight
|
|
|
implementation of EEO principles
|
|
|
|
|
18. Corporate Plan:
|
ability to implement Corporate Plan objectives, contribute
|
|
|
substantially to the formulation of objectives, estimates,
|
|
|
performance indicators
|
|
|
|
|
19. Policy:
|
ability to understand, implement Dept./Govt. policies,
procedures,
|
|
|
legal advisings relative to Branch/Dept. functions; to
provide
|
|
|
substantial
|
|
|
degree of input into review/development of relevant
|
|
|
policies/procedures
|
Land Information Officer Level 7 -
|
1. Qualifications:
|
appropriate university or TAFE course
|
|
|
|
|
2. Complexity of Work:
|
competent to undertake work/projects of high complexity,
e.g.,
|
|
|
management of Branch and its functions
|
|
|
|
|
|
ability to ensure work meets quality control standards
|
|
|
|
|
|
ability to exercise delegated authority duties, functions
|
|
3. Freedom to Act:
|
extensive degree of freedom to manage Branch
|
|
|
|
|
4. Human Resource Management:
|
ability to manage/supervise Branch technical staff,
allocate/co-
|
|
|
ordinate Branch staff resources, provide dynamic
leadership; to
|
|
|
demonstrate management skills
|
|
|
|
|
5. Computing:
|
ability to provide a high degree of input into
review/development of
|
|
|
policy and procedures relating to research and development
of
|
|
|
graphics applications
|
|
|
|
|
|
understanding of extensive aspects of computer technology
|
|
|
applications in relation to Departmental objectives
|
|
|
|
|
6. Map Design and Compilation:
|
ability to provide a high degree of input into
review/development of
|
|
|
policy and procedures relating to design/compilation/fair
drawing
|
|
|
aspects of maps/plans/diagrams in manual and digital form
|
|
|
|
|
|
understanding of moderate levels of such
design/compilation
|
|
|
aspects
|
|
|
|
|
7. Map Interpretation:
|
competent to interpret to a high degree attributes of
cadastral, top
|
|
|
cadastral, geological and metallogenic maps/plans/diagrams
in
|
|
|
relation to:
|
|
|
|
|
|
mining, land use proposals, conveyance matters, coal mine
|
|
|
workings
|
|
|
|
|
|
map and plan production
|
|
|
|
|
|
providing information/advice to industry, public, other
Govt.
|
|
|
agencies
|
|
|
|
|
8. Work Organisation:
|
ability to coordinate Branch activities in line with
Departmental
|
|
|
priorities, deadlines; to delegate work, review/measure
|
|
|
performance, adjust to change
|
|
|
|
|
9. Decision Making:
|
ability to display independent technical and
administrative
|
|
|
judgement and initiative on matters of high complexity; to
display
|
|
|
pro activity
|
|
|
|
|
10. Provision of Advice:
|
competent in providing independent and timely
advice/information
|
|
|
of a high degree of complexity
|
|
|
|
|
11. Training:
|
ability to ensure a high degree of formal and on-the-job
training is
|
|
|
implemented for all Branch staff
|
|
|
|
|
12. Interpersonal:
|
ability to represent and negotiate with clients and others
on behalf
|
|
|
of the Branch or Department; to encourage development of
staff
|
|
|
skills
|
|
|
|
|
13. Communication:
|
ability to display a high level of oral/written liaison
skills, e.g.,
|
|
|
present ideas, information, proposals clearly and
effectively
|
|
|
|
|
14. Financial Management:
|
ability to exercise a high degree of control and
accountability over
|
|
|
finances, i.e., of Branch's budget
|
|
|
|
|
15. Legislative Interpretation:
|
competent to interpret extensive aspects of Mining
Acts/Regulations
|
|
|
and other related and relevant legislation; of legal
documents
|
|
|
relating to land/mining title deeds
|
|
|
|
|
16. Occupational Health and
|
high degree of accountability/responsibility for aspects
of
|
|
|
staff/client
|
|
|
|
|
Safety:
|
health, safety and welfare
|
|
|
|
|
|
|
|
17. EEO:
|
understanding of and a high degree of accountability and
|
|
|
responsibility for the implementation of EEO principles
|
|
|
|
|
18. Corporate Plan:
|
understanding of and a high degree of accountability/responsibility
|
|
|
for the implementation of the Corporate Plan
|
|
|
|
|
|
ability to contribute extensively to the formulation of
objectives,
|
|
|
estimates and performance indicators
|
|
|
|
|
19. Policy:
|
ability to understand, implement Dept/Govt. policies,
procedures,
|
|
|
legal advisings relative to Branch/Dept. functions; to
provide
|
|
|
a high degree of input into development/review of relevant
|
|
|
policies/procedures.
|
C.
G. STAFF J.
____________________
Printed by
the authority of the Industrial Registrar.