Health Employees' Administrative Staff (State)
Award 2019
INDUSTRIAL RELATIONS
COMMISSION OF NEW SOUTH WALES
Application by NSW Ministry of Health.
(Case No. 205712 of 2019)
Before Chief Commissioner Kite
|
11 July 2019
|
AWARD
PART A
Arrangement
Clause No. Subject
Matter
1 Definitions
and Work Level Statements
2 Salaries
and Wages
3 Higher
Skills
4 Conditions
of Service
5 Dispute
Resolution
6 Anti-Discrimination
7 No Extra
Claims
8 Area,
Incidence and Duration
PART B - MONETARY RATES
Table 1 - Rates of Pay
Table 2 - Allowances
PART A
1. Definitions and
Work Level Statements
"Employer" means the Secretary of the Ministry of
Health exercising employer functions on behalf of the Government of New South
Wales.
"Health Service" means a Local Health District
constituted under section 8 of the Health
Services Act 1997, a Statutory Health Corporation constituted under section
11 of that Act, and an Affiliated Health Organisation constituted under section
13 of that Act.
"Hospital" means a public hospital as defined in
section 15 of the Health Services Act
1997.
"Telephonist - Level 1" means a person whose major
function (i.e. 80 per cent or more) is spent in operating a switchboard or
similar equipment.
An in-charge shift allowance will apply to Telephonist
- Level 1 in charge of staff. The Allowances payable are as set out in Item 1
of Table 2 - Allowances, of Part B, Monetary Rates.
"Telephonist - Level 2" means a person whose major
function (i.e. 60 per cent or more) is spent operating a switchboard or similar
equipment and who is required to perform routine clerical duties and/or handle
monies.
"Telephonist - Level 3" means a person who is
required to perform clerical duties in respect of admissions and/or accounts
(other than telephone) in addition to switchboard duties.
"Union" means the Health Services Union NSW.
"Work Level Statements" - Employees will not be
required to meet all conditions of the work level statements but will generally
be expected to be carrying out the responsibilities contained within the
descriptions.
Administration Officer -
Level 1 -
These positions are established for undertaking routine clerical work, an
employee at this level may be a trainee with no previous experience.
Work is performed under close supervision requiring the
application of basic skills and routines such as providing receptionist
services, straight forward collating, collecting and distributing, carrying out
routine checks by simple comparisons, maintaining basic records, mail
procedures, obtaining or providing information about straight forward matters
and routine user maintenance of office equipment.
Work performed is within established routines, methods
and procedures.
The work which it is envisaged would come within this
level would require the exercise of any one or more of the skills set out
below:
Operate personal computers, printing devices attached
to personal computers, paging system, calculator.
Level 2 -
Training of other employees may be required.
Undertaking a range of operational
and administrative tasks under general instruction and close supervision but
with discretion in selecting the most appropriate method and sequence.
Requires knowledge of specific procedures
and regulations.
The exercising of basic judgment is required, although
problems encountered are of a simple nature with solutions found by reference
to established methods and procedures.
The work which it is envisaged would come within this level
would involve a range of activities requiring the use of numeric, written and
verbal communication, and other work skills appropriate to the tasks and
responsibilities.
In addition to other pay office duties performs the
actual calculation of salaries.
Level 2A -
This level of Administrative officer is required to provide a secretarial
service to a Department, etc., of a hospital or to an individual officer or
officers, including arranging travel bookings and itineraries, make
appointments, screen telephone calls, follow visitor protocol procedures,
establish telephone contact on behalf of Officer/s. The Administrative officer
may be required to take shorthand notes at 100 w.p.m. and transcribe accurately
from those notes and/or transcribe accurately from a Dictaphone.
Level 3 -
Decision making in day to day operational matters is a normal part of the
duties.
Assist more senior officers in complex tasks or
projects.
Work performed under broad supervision but requires
some independent action.
Scope exists for exercising initiative in the
application of established work practices and procedures.
Employees may be graded at this level where the
principal functions of their employment require a sound knowledge of the
activities usually performed within the work area and their impact upon the
activities of others.
Required to carry out routine pay
office duties involving the calculation of employee pays and entitlements
together with provision of direct advice on pay and conditions to employees.
Level 4 -
Working under limited direction and guidance with regard to work priorities.
Possess organisational skills required to set
priorities and monitor work flow in the area of responsibility.
Ability to write reports, documents
and correspondence, including drafting complex correspondence for senior
officers, accurately and clearly.
Carry out a variety of functions which may be complex
in nature and require judgment in selecting and applying established
principles, techniques and methods.
Ability to investigate or evaluate
legislation, regulations, instructions or procedural guidelines relevant to the
tasks and responsibilities.
Ability to delegate work to subordinates where
appropriate.
Carry out inspection and monitoring functions to ensure
outputs are of a high quality.
Required to carry out routine pay
office duties involving the calculation of employee pays and entitlements
together with provision of direct advice on pay and conditions to employees and
having had a minimum of 2 years’ service carrying out these duties.
Level 5 -
Ability to manage physical and financial resources to ensure the delivery of
services or the successful completion of a project.
Decision making across a number of
areas and review of operational systems.
Ability to manage conflict of
resources or priorities.
Independent action may be exercised within constraints
set by senior management.
Work with little formal guidelines, usually under
limited direction as to work priorities and the detailed conduct of the task.
Required to exercise advanced skills and knowledge in
respect of pay office functions and whose duties include responsibilities for
the checking of subordinates work and the exercise of an interpretive role in
respect of pay enquiries.
Level 6 - Possess
well developed communication skills and the ability to bring a creative
approach to problem solving and conflict resolution.
Formulate policies that reflect current and future
organisational requirements.
Ability to develop policy and advice
for senior and line management.
Guidelines, rules, instructions or procedures for use
by other staff may be developed at this level relevant to the area of
responsibility.
Evaluate new methods and technology and disseminate
information to appropriate areas.
Required to exercise advanced skills and knowledge in
respect of pay office functions and whose duties include responsibilities for
the checking of subordinates work and the exercise of an interpretative role in
respect of pay enquiries and having had a minimum of 2 years’ service carrying
out these duties.
2. Salaries and Wages
Full time Administrative Staff employees shall be paid the
salaries as set out in Table 1 of Part B - Monetary Rates of this Award.
3. Higher Skills
Employees appointed as Administration Officer Level 1 who
are required by the employer to type at 60 w.p.m. and/or use medical
terminology verbatim, will be paid an allowance as set out in item 2 of Table 2
- Allowances, of Part B, Monetary Rates. Employees appointed as Administration
Officer Level 2 or 2A who are required by the employer to use medical
terminology verbatim, will be paid an allowance as set out in the said Item 2.
4. Conditions of
Service
The Health Employees Conditions of Employment (State) Award
2018, as varied or replaced from time to time, shall apply to all persons
covered by this Award.
In addition, the Health Industry Status of Employment
(State) Award 2018, as varied or replaced from time to time, shall also apply
to relevant employees.
5. Dispute Resolution
The dispute resolution procedures contained in the said
Health Employees Conditions of Employment (State) Award 2018, as varied or
replaced from time to time, shall apply.
6. Anti-Discrimination
(i) It
is 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.
(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.
NOTES -
(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 this 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."
7. No Extra Claims
Other than as provided for in the Industrial Relations Act 1996 and the Industrial Relations (Public
Sector Conditions of Employment) Regulation 2014, there shall be no further
claims/demands or proceedings instituted before the Industrial Relations
Commission of New South Wales for extra or reduced wages, salaries, rates of
pay, allowances or conditions of employment with respect to the employees
covered by the Award that take effect prior to 30 June 2020 by a party to this
Award.
8. Area, Incidence and
Duration
(i) This
Award takes effect from 1 July 2019 and shall remain in force for a period of
one year. The rates and allowances in the second column of the tables in Part B
- Monetary Rates will apply from the first full pay period on or after (ffppoa) 1 July 2019.
(ii) This Award
rescinds and replaces the Health Employees Administrative Staff (State) Award
2018 published 31 May 2019 (384 I.G. 417) and all variations thereof.
(iii) This Award
shall apply to persons employed in classifications contained herein employed in
the New South Wales Health Service under s115(1) of the Health Services Act 1997, or their successors, assignees or transmittees, excluding the County of Yancowinna.
PART B - MONETARY RATES
Table 1 - Rates of Pay
Classification
|
Rate from
|
Rate from
|
|
01/07/2019
|
ffppoa
|
|
$ per week
|
01/07/2019
|
|
|
$ per week
|
Telephonist
|
Level 1
|
1st Year
|
916.87
|
939.79
|
2nd Year
|
934.90
|
958.27
|
3rd Year
|
975.07
|
999.45
|
4th Year
|
999.06
|
1,024.05
|
5th Year
|
1,042.72
|
1,068.80
|
Level 2
|
1st Year
|
1,065.80
|
1,092.44
|
2nd Year
|
1,089.25
|
1,116.49
|
3rd Year
|
1,111.72
|
1,139.51
|
Level 3
|
1st Year
|
1,135.50
|
1,163.89
|
2nd Year
|
1,159.47
|
1,188.47
|
Administration Officer
|
Level 1
|
1st Year
|
883.23
|
905.32
|
2nd Year
|
920.45
|
943.46
|
3rd Year
|
956.42
|
980.34
|
4th Year
|
980.09
|
1,004.60
|
5th Year
|
1,004.60
|
1,029.73
|
Level 2
|
1st Year
|
1,040.17
|
1,066.18
|
2nd Year
|
1,076.76
|
1,103.68
|
Level 2A
|
1st Year
|
1,097.46
|
1,124.90
|
2nd Year
|
1,114.07
|
1,141.93
|
Level 3
|
1st Year
|
1,114.07
|
1,141.93
|
2nd Year
|
1,150.75
|
1,179.53
|
Level 4
|
1st Year
|
1,182.03
|
1,211.59
|
2nd Year
|
1,210.51
|
1,240.78
|
Level 5
|
1st Year
|
1,248.13
|
1,279.34
|
2nd Year
|
1,277.86
|
1,309.81
|
Level 6
|
1st Year
|
1,320.71
|
1,353.73
|
2nd Year
|
1,353.41
|
1,387.25
|
|
|
|
|
|
Table 2 - Allowances
Clause
No.
|
Allowance
Description
|
Rate from
|
Rate from
|
|
|
01/07/2019
|
ffppoa
|
|
|
$ per shift
|
01/07/2019
|
|
|
|
$ per shift
|
|
Telephonist - Level 1 - In-Charge
|
1
|
Telephonist In Charge - 3-5
|
8.51
|
8.72
|
1
|
Telephonist In Charge - 6-10
|
10.56
|
10.82
|
1
|
Telephonist In Charge - >10
|
18.24
|
18.70
|
|
Higher Skills
|
3
|
Higher Skills Allowance
|
16.81
|
17.23
|
P. M. KITE, Chief Commissioner
____________________
Printed by the authority of the Industrial Registrar.