CROWN EMPLOYEES NURSES' (State)
Award
INDUSTRIAL RELATIONS
COMMISSION OF NEW SOUTH WALES
Review of Award pursuant to Section 19 of the Industrial
Relations Act 1996.
(No. IRC 732 of 2007)
|
Before Commissioner
Macdonald
|
29 August 2007
|
REVIEWED
AWARD
1. Arrangement
PART A
Clause No. Subject Matter
1. Arrangement
2. Definitions
3. General
Conditions of Employment
4. Salary
Rates
5. Overtime
6. Penalty
Payments for Shift Work and Weekend Work
7. Public
Holidays
8. Annual
Leave
9. Grading
of Positions of Nurse Manager
10. Dispute
Resolution Procedures
11. Anti-Discrimination
12. Personal
Carer’s Leave
13. Area,
Incidence and Duration
14. No Extra
Claims
15. Savings
Clause
16. Career
Break Scheme
PART B
Monetary Rates
Table 1 - Salaries
Schedule 1 - Core Knowledge And Skills
PART A
2. Definitions
Unless the context otherwise indicates or requires, the
several expressions hereunder defined shall have the respective meanings
assigned to them:
The "Association" means the New South Wales
Nurses’ Association of 43 Australia Street, Camperdown, New South Wales.
“Career Break Scheme” means a scheme where employees
may apply for an option to defer twenty percent of their salary for four years,
and be paid this deferred salary in the fifth year.
"Clinical Nurse Educator" means a registered nurse
with relevant post registration certificate qualifications, who is required to
implement and evaluate educational programs at the ward/unit level.
The Clinical Nurse Educator shall cater for the delivery of
clinical nurse education in the ward/unit level only.
A nurse will achieve Clinical Nurse Educator status on a
personal basis by being required by the employer to provide the educational
programs detailed above. Nothing in this clause shall affect the role carried
out by the Clinical Nurse Specialist as a specialist resource and the Clinical
Nurse Consultant in the primary role of clinical consulting, researching etc.
"Clinical Nurse Specialist" means:
A registered nurse with relevant post-basic qualifications
and 12 months’ experience working in the clinical area of his/her specified
post-basic qualification or; a minimum of four years’ post-basic registration
experience including three years’ experience in the relevant specialist field
and; who satisfies the local criteria.
"Clinical Nurse Consultant" means a registered
nurse appointed as such to a position approved by the employer and who has had
at least five years’ post basic registration experience and who has in addition
approved post-basic nursing qualifications relevant to the field in which
she/he is appointed, or such other qualifications or experience deemed
appropriate by the employer.
"Consultation" means that the employer must notify
the Association of the proposal or issue in question, give the Association
adequate time to consider the matter and respond to the employer, and the
Association’s views (where expressed) must be taken into account by the
employer in arriving at a decision.
"Day Worker" means a worker who works her/his
ordinary hours from Monday to Friday inclusive and who commences work on such
days at or after 6.00a.m. and before 10.00a.m. otherwise than as part of the
shift system.
"Employee" means, for the purpose of this award, a
person who holds a position for which a nursing qualification is an essential
requirement and is employed as a public servant within the NSW Department of
Health.
"Employer" for the purposes of this award, in
respect of nurses employed pursuant to the Public Sector Employment and
Management Act 2002, is a reference to the NSW Department of Health and, in
respect of public servants, is a reference to the Director of Public
Employment. - and any person authorised to exercise the functions of the
employer on behalf of the Director of Public Employment.
"Nurse Educator" means a registered nurse with a
post-registration certificate, who has relevant experience or other appropriate
qualifications and who is appointed to a position of Nurse Educator.
A Nurse Educator shall be responsible for the development,
implementation and delivery of nursing education programs within an area, group
or hospital. Nurse education programs shall mean courses conducted such as post
registration certificates, continuing nurse education, new graduate
orientation, post registration enrolled nurses’ courses and where applicable,
general staff development courses.
A person appointed to a position of Nurse Educator who holds
relevant tertiary qualifications in education or tertiary post graduate specialist
clinical nursing qualifications shall commence on the 3rd year rate of the
salary scale.
A person appointed as a sole nurse educator in a hospital,
district or region shall be paid at the 3rd year rate of the salary scale.
Incremental progression for Nurse Educators shall be on
completion of 12 months’ satisfactory service subject that progression shall
not be beyond the 3rd year rate unless that person possesses the qualifications
detailed in the two previous paragraphs.
Persons appointed to the 3rd year rate by virtue of this
definition shall progress to the 4th year rate after completion of 12 months’
satisfactory full-time service.
"Nurse Manager" means any registered nurse who is
allocated to a nurse manager position in accordance with clause 9, Grading of
Positions of Nurse Manager.
"Nursing Unit Manager" means a registered nurse in
charge of a ward or unit or group of wards or units in a hospital or health
service and shall include:
"Nursing Unit Manager Level 1" whose
responsibilities include:
(a) Co-ordination
of patient services - liaison with all health care disciplines for the
provision of services to meet patient needs:
the orchestration of services to meet patient needs
after discharge; and monitoring catering and transport services.
(b) Unit
management - implementation of hospital/health service policy:
dissemination of information to all personnel;
ensuring environmental safety;
monitoring the use and maintenance of equipment;
monitoring the supply and use of stock and supplies;
and
monitoring cleaning services.
(c) Nursing staff
management - direction, co-ordination and supervision of nursing activities;
training, appraisal and counselling of nursing staff;
rostering and/or allocation of nursing staff; and
development and/or implementation of new nursing
practise according to patient need.
Provided that the classification of Nursing Unit Manager
Level 1 shall include those registered nurses who as at 27 June 1986 were
appointed as Charge Nurses or Supervisors of 20 but less than 50 beds, or who
were appointed at a rate of pay equal to the latter.
"Nursing Unit Manager Level 2" whose
responsibilities in relation to patient services, ward or unit management and
staff management are in excess of those of a Nursing Unit Manager Level 1.
Provided that the classification of Nursing Unit Manager
Level 2 shall include those registered nurses who as at 27 June 1986 were
appointed as Supervisors 50-75 beds or at a rate of pay equal thereto.
"Nursing Unit Manager Level 3" whose
responsibilities in relation to patient services ward or unit management and
staff management are in excess of those of a Nursing Unit Manager Level 2.
Provided that the classification of Nursing Unit Manager
Level 3 shall include those registered nurses who as at 27 June 1986 were
appointed as Supervisors 75-100 beds or at a rate of pay equal thereto.
Provided further in relation to those nurses classified in
accordance with this definition as Nursing Unit Managers on the basis of their
former appointment as Charge Nurses or Supervisors as the case may be, that
nothing in this definition shall prevent them from being considered for
regrading at any time after 27 June 1986.
"Registered Nurse" means a person registered by
the Nurses’ Registration Board as such.
"Shift Worker" means a worker who is not a day
worker as defined.
3. General Conditions
of Employment
Except as otherwise provided in this award:
(a) Employees
shall be entitled to, and shall observe, the conditions of employment
applicable to public servants, i.e. the conditions of employment covering
officers employed in organisations listed in Schedule 1 and Schedule 2 of the Public
Sector Employment and Management Act 2002 and the Regulations as contained
from time to time in the Public Service Handbook and/or the Crown Employees
(Public Service Conditions of Employment) Reviewed Award 2006 as varied from
time to time.
4. Salary Rates
The minimum salaries per week to be paid to employees shall
be as set out in Table 1 - Salaries of Part B, Monetary Rates.
5. Overtime
(a) Subject to
subclause (b) an employer may require an employee to work reasonable overtime.
(b) An employee
may refuse to work overtime in circumstances where the working of such overtime
would result in the employee working hours which are unreasonable.
(c) For the
purpose of subclause (b) what is unreasonable or otherwise will be determined
having regard to:
(i) the risk to
the employee’s health and safety;
(ii) the
employee’s personal circumstances including any family and carer
responsibilities;
(iii) the needs of
the facility;
(iv) the notice (if
any) given by the employer of the overtime and by the employee of his or her
intention to refuse it; and
(v) any other
relevant matter.
(d) This clause
shall not apply to Nurse Managers classified at Grade 4 or above.
(e) Overtime shall
be paid for time worked in excess of 152 hours over each four weekly period
provided that the performance of such overtime is authorised by the employer.
(f) In assessing
payment for authorised time worked in excess of 152 hours over each four weekly
period, time should stand alone in excess of each normal shift and be
calculated in accordance with subclause (g) of this clause.
(g) Authorised
overtime shall be paid at the rate of time and one half for the first two hours
and double time thereafter. Provided
that all authorised overtime worked on Sundays shall be paid at the rate of double
time and on public holidays at the rate of double time and one half.
6. Penalty Payments
for Shift Work and Weekend Work
(a) This clause
shall not apply to Nurse Managers classified at Grade 4 or above.
(b) In addition to
the rates prescribed by this award, officers authorised by the employer to
perform work on a shift basis and/or weekends and public holidays shall be paid
for all time other than overtime worked at the following prescribed penalty:
(i)
(1) On afternoon
shift, commencing at or after10.00a.m. and before 1.00p.m. at the rate of ten
per cent extra.
(2) On afternoon
shift, commencing at or after 1.00p.m. and before 4.00p.m. at the rate of 12 ½
per cent extra.
(3) On night
shift, commencing at or after 4.00p.m. and before 4.00a.m. at the rate of 15
per cent extra.
(4) On night
shift, commencing at or after 4.00a.m. and before 6.00a.m. at the rate of ten
per cent extra.
(ii)
(1) Between
midnight Friday and midnight Saturday at the rate of half-time extra.
(2) Between
midnight Saturday and midnight Sunday at the rate of three-quarter time extra.
(3) Provided that
these weekend rates in this subclause shall be in substitution for and not
cumulative upon the shift penalties prescribed in subclause (i) of this clause.
(iii) Between
midnight to the following midnight on a public holiday at the rate of half time
extra in substitution for and not cumulative upon the shift premiums prescribed
in subclause (i) and (ii) of this clause.
7. Public Holidays
(a) Public
holidays shall be allowed to employees on full pay. An employee who is required
to and does work on a public holiday shall be paid for the time actually worked
at the rate of time and one half in addition to his/her ordinary weekly rate. Such payment shall be in lieu of any
additional rate for shift work or weekend work which would otherwise be payable
had the day not been a public holiday. Provided that, if an employee so elects,
he/she may have one day or one half day, as appropriate, added to his/her
period of annual leave and be paid at the rate of one half time extra for the
time actually worked.
(b) Where a public
holiday occurs on a shift worker’s rostered day off, he or she shall be paid
one day’s pay in addition to the weekly rate or, if the employee so elects,
have one day added to his or her period of annual leave.
8. Annual Leave
Nurse Managers classified at Grade 4 or above are entitled
to annual leave as set out in subclause (a) to (d) of this clause. All other
employees are entitled to annual leave in accordance with the provisions of the
Crown Employees (Public Service Conditions of Employment) Reviewed Award 2006,
as varied from time to time.
(a) Twenty
ordinary working days’ annual leave per annum; and,
(b) If they work
on a public holiday as defined in the Crown Employees (Public Service
Conditions of Employment) Reviewed Award 2006, as varied from time to time:
(i) the
provisions of clause 7, Public Holidays; or
(ii) by agreement
between the employee and the employer, time in lieu of each public holiday or
half public holiday so worked, to be taken at a time agreed between the
employee and the employer.
(c) The benefits
of the Crown Employees (Public Service Conditions of Employment) Reviewed Award
2006, as varied from time to time, shall not apply to Nurse Managers classified
at Grade 4 or above.
(d) The employer
must pay to all employees annual leave loading in accordance with the
provisions of the Crown Employees (Public Service Conditions of Employment)
Reviewed Award 2006, as varied from time to time.
9. Grading of Nurse
Manager
(a) All positions
of Nurse Manager, as defined in clause 2, Definitions shall be graded by the
employer.
(b) The employer
may determine a higher grading including a multi-grade, eg. Grade 4-5, Grade 6-7,
etc., where the requirements of the position involve a higher level of
complexity and/or an extended role to that generally comprehended by the
otherwise applicable grading.
(c) Progression to
the second salary point in each grade will occur after 12 months’ satisfactory
service in that grade. Provided that
accelerated progression within the 12 months’ period, or on commencement of
employment, may occur where the employer is satisfied that such progression is warranted
in an individual case.
(d) If dissatisfied
with the grade as determined in any individual case, the Association may
discuss the matter with the local management and, if still dissatisfied, may
apply for a review of the grading by the employer and the Association at a
central level.
(e) No employee is
to suffer a reduction in salary as a result of the implementation of the new
structure. Where an employee would ordinarily be classified at a grade which
carries a salary less than his or her current salary he or she shall retain his
or her current salary, including all future increases thereto, on a strictly
personal basis, while ever he or she remains in the current position.
(f) Employees
seeking appointment to positions of Nurse Manager are generally expected to
possess the core knowledge and skills appropriate to the respective grades as
set out in Schedule 1 - Core Knowledge and Skills.
10. Dispute
Resolution Procedures
(a) All parties
must use their best endeavours to cooperate in order to avoid any grievances
and/or disputes.
(b) Where a
dispute arises, regardless of whether it relates to an individual employee or
to a group of employees, the matter must be discussed in the first instance by
the employee(s) or the Association on behalf of the employee(s) if the
employee(s) so requests and the immediate supervisor of that employee(s).
(c) If the matter
is not resolved within a reasonable time it must be referred by the employees
immediate supervisor to the Chief Executive Officer of the employer (or his or
her nominee) and may be referred by the employee(s) to the Association’s head
office. Discussions at this level must
take place and be concluded within two working days of referral or such
extended periods as may be agreed.
(d) If the matter
remains unresolved, the Association must then confer with the appropriate level
of management, depending on the nature and extent of the matter. Discussions at
this level must take place and be concluded within two working days of referral
or such extended period as may be agreed.
(e) If these
procedures are exhausted without the matter being resolved, or if any of the
time limits as set out in this clause are not met, either the Association or
the employer may seek to have the matter mediated by an agreed third party, or
the matter may be referred in accordance with the provisions of the Industrial
Relations Act 1996, to the Industrial Relations Commission of New South
Wales for its assistance in resolving the issue.
(f) During these
procedures normal work must continue and there must be no stoppages of work,
lockouts, or any other bans or limitations on the performance of work.
(g) The status quo
before the emergence of the issue must continue whilst these procedures are
being followed. For this purpose
"status quo" means the work procedures and practices in place:
(i) immediately
before the issue arose; or
(ii) immediately
before any change to those procedures or practices, which caused the issue to
arise, was made.
The employer must ensure that all practices applied during
the operation of these procedures are in accordance with safe working
practices.
(h) Throughout all
stages of these procedures, adequate records must be kept of all discussions.
(i) These
procedures will be facilitated by the earliest possible advice by one party to
the other of any issue or problem which may give rise to a grievance or
dispute.
11.
Anti-Discrimination
(a) 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.
(b) 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.
(c) 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.
(d) 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.
(e) This clause
does not create legal rights or obligations in addition to those imposed upon
the parties by 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".
12. Personal Carer’s
Leave
The provisions of Clause 82, Sick Leave to Care for a Family
member, of the Crown Employees (Public Service Conditions of Employment)
Reviewed Award 2006, shall apply.
13. Area, Incidence
and Duration
(a) This award
applies to all employees as defined in clause 2, Definitions, employed as a
public servant within the NSW Department of Health.
(b) Insofar as the
employees covered by this award are concerned, this award replaces the rates of
pay and conditions of employment set out in the Public Health Nurses,
Department of Health and Others Public Service Board Agreement No. 2503 of
1986, the Department of Health - Private Health Care Branch - Nurse Supervisor
Agreement No. 2543 of 1995 and the determination entitled Health Administration
Corporation Nurse Employees Providing Services to the Nurses’ Registration
Board, dated 25 August 1995.
(c) This award is
made following a review under section 19 of the Industrial Relations Act
1996 and rescinds and replaces the Health Administration Corporation and
Department of Health, Nurses (State) Award published 4 March 2005 (348 I.G.
954) which took effect from the beginning of the first pay period to commence
on or after 4 November 1997 and all variations thereof.
(d) The changes
made to the Award pursuant to the Award Review under section 19 (6) of the Industrial
Relations Act 1996 and Principles of Review of Awards made by the
Industrial Relations Commission of New South Wales on 18 December 1998 (308 IG
307) take effect on and from 29 August 2007. This award remains in force until
varied or rescinded, the period for which it was made having already expired.
14. No Extra Claims
The Association undertakes not to pursue any new salaries or
conditions arising from negotiation of productivity and efficiency improvements
covered by the Memorandum of Understanding between the NSW Government and the
Association dated 2 March 2000.
15. Savings Clause
It is the intention of the parties that this award be a consolidation
of the industrial instruments applicable immediately prior to the making of
this Award. Unless otherwise agreed, it
is not the intention of the parties that any existing conditions of employment
be removed. This does not preclude any
regrading of positions that may arise from job evaluation exercises.
16. Career Break Scheme
(i) The career
break scheme allows employees to defer twenty percent of their salary for four
years, and be paid this deferred salary in the fifth year.
(ii) Employees who
apply and are approved to participate in the career break scheme will receive
100% of their normal salary for the first four years with a deduction
equivalent to 20% of net salary (gross less tax). The 20% of net salary is deposited into an account in the
employee’s name each pay period for payment in the fifth year (the deferred
salary leave year) and subject to applicable taxation as required by law. The
employer and employee will agree in writing prior to the commencement of the
career break on the specific method and conditions under which the deferred
salary will be withheld.
(iii) All full time
and permanent part time employees are eligible to participate in the career
break scheme. Casual and temporary
employees are excluded from participation in career break scheme. If a permanent employee is placed into
another position by way of temporary engagement or secondment during the four
years when salary is being deferred, this will not of itself affect their
continued participation in the career break scheme.
(iv) The NSW
Department of Health will call for expressions of interest from employees
seeking to participate in the career break scheme once each calendar year. The
timing of the invitation of applications is to be determined by the public
health organisation but in any event will not be later than 31 December 2007
for the initial commencement year.
(v) The NSW
Department of Health will determine the number of employees that may
participate in the career break scheme having regard to service delivery and
staffing levels and reserves the right to approve or not approve requests after
considering workforce needs. This will
be done in consultation with employees.
The NSW Department of Health will not unreasonably refuse any
application by an employee to participate in the career break scheme.
(vi) For members of
the State Superannuation Scheme (SSS) the NSW Department of Health will
maintain the participant’s employer contributions for the full five year period
at the rate applicable to a person earning full salary for each of the five
years. Any required personal
superannuation contributions of participants are payable at the rate applicable
to 100% of salary for each of the five years.
(vii) For members of
the State Authorities Superannuation Scheme (SASS) the NSW Department of Health
will maintain the participant’s employer contributions for the full five year
period at the rate applicable to a person earning full salary for each of the
five years. Any required personal
superannuation contributions of participants are payable at the rate applicable
to their full salary for each of the five years.
(viii) For members of
other complying funds (eg First State Superannuation, HESTA, HIP) the NSW
Department of Health will cease making employer contributions during the
deferred salary leave year. The
superable salary is deemed to be 100% of the participant’s normal salary (both
deferred and the remaining 80% paid) for each of the first four years, and superannuation
employer contributions are calculated on this basis. In the deferred salary leave year no employer contributions to
superannuation are payable for members of these funds.
(ix) Employees will
continue to pay all personal employee superannuation contributions whilst
participating in the career break scheme. The amount of such employee
contributions is determined by the superannuation scheme/fund to which the
employee is contributing and personal contributions during the deferred salary
leave year are payable at the rate applicable to the employee’s full salary.
(x) In the
deferred salary leave year, salary packaging and payroll deductions will not be
available.
(xi) The five years
of the career break scheme will count as service for the accrual of long
service leave, sick leave, annual leave, salary increments and other statutory
entitlements. Any leave without pay
taken by an employee whilst participating in the career break scheme will not
count for the purpose of accrual of any leave.
For the purpose of determining the leave accrued in the fifth year of
the career break scheme (i.e. the deferred salary leave year) for permanent
part-time employees, the average of all hours worked (excluding overtime) in
the first four years of the career break scheme and including paid leave taken
will be used for the basis of making this calculation.
(xii) If any leave
without pay is taken by an employee during the first four years of the career
break scheme, the commencement of the deferred salary leave year will be postponed
by the time the employee was absent from duty i.e. by the number of days leave
without pay taken by the employee.
(xiii) Employees are
entitled to take paid leave during the first four years of the career break
scheme, subject to normal approval processes at the public health
organisation. Whilst on any paid leave
the employee will be paid in accordance with subclause (ii) of this clause.
(xiv) Employees are
not entitled to take any form of leave during the deferred salary leave year,
with the exception of Maternity and Adoption leave. In respect to Maternity or Adoption leave, if the deferred salary
year has not yet commenced, the employee may elect to postpone the deferred
salary leave year until after the completion of such leave (up to 52 weeks). If the employee elects not to postpone the
deferred salary leave year, they are entitled to a lump sum payment of their
normal salary for the period of paid maternity/adoption leave. The paid
maternity/adoption leave does not extend the deferred salary leave year.
(xv) There will be
no access to the deferred salary until the fifth year unless the employee
chooses to withdraw from the career break scheme.
(xvi) An employee may
elect to withdraw from the career break scheme at any time by giving reasonable
notice to the employer, and will be paid all monies in the account.
It is the responsibility of the employee participating
in the career break scheme to declare the interest earned on the deferred
salary to the Taxation Office. Normal
government statutory charges attributed to an individual’s deferred salary
account will be paid by the employee.
(xvii) Subject
to approval by the NSW Department of Health an employee may undertake outside
employment in the deferred salary leave year. During the deferred salary leave
year employees are not permitted to undertake work in the NSW Department of
Health in positions covered by the Award.
However, this does not prevent work in the NSW Department of Health in
another position not covered by the Award.
(xviii) Upon
return to work after the deferred salary leave year an employee will resume
employment in their substantive NSW Department of Health position at the
conclusion of their participation in the career break scheme, being the
anniversary date of commencing the deferred salary leave year.
(xix)
Employees are advised to seek independent financial advice
about participating in the career break scheme and the effect on
superannuation. Comprehensive details
regarding the operation of the career break will be recorded in a written
agreement between the employee and the employer, to be signed prior to the
commencement of the five year period.
(xx)
A review of the operation of this clause will occur by 30th
June 2008 or a later date if agreed between the parties. That review will be undertaken by the
Department of Health and the Nurses’ Association and will consider any
recommendations to vary the Scheme.
PART B
MONETARY RATES
Table 1 – Salaries
|
Classification
|
From
beginning of first pay
|
|
|
period
on or after 1 July 2007 per
|
|
|
week
|
|
Nurse/Midwifery Manager
|
|
|
Grade 1
|
$1,541.90
|
|
Grade 1
|
$1,573.40
|
|
Grade 2
|
$1,604.60
|
|
Grade 2
|
$1,636.40
|
|
Grade 3
|
$1,699.20
|
|
Grade 3
|
$1,730.90
|
|
Grade 4
|
$1,793.70
|
|
Grade 4
|
$1,825.10
|
|
Grade 5
|
$1,887.80
|
|
Grade 5
|
$1,919.70
|
|
Grade 6
|
$1,982.60
|
|
Grade 6
|
$2,014.20
|
|
Grade 7
|
$2,139.70
|
|
Grade 7
|
$2,171.50
|
|
Grade 8
|
$2,297.30
|
|
Grade 8
|
$2,328.60
|
|
Grade 9
|
$2,454.40
|
|
Grade 9
|
$2,486.00
|
|
Registered Nurse/Midwife
|
|
|
1st Year
|
$877.70
|
|
2nd Year
|
$925.50
|
|
3rd Year
|
$973.20
|
|
4th Year
|
$1,024.50
|
|
5th Year
|
$1,075.30
|
|
6th Year
|
$1,126.00
|
|
7th Year
|
$1,183.90
|
|
8th Year
|
$1,232.60
|
|
Clinical Nurse/Midwifery Specialist
|
|
1st Year and Thereafter
|
$1,282.70
|
|
Clinical Nurse/Midwifery Consultant
|
|
1st Year and Thereafter <31.12.99
|
$1,577.30
|
|
Grade 1 - 1st Year >31.12.99
|
$1,541.90
|
|
Grade 1 - 2nd Year >31.12.99
|
$1,573.40
|
|
Grade 2 - 1st Year >31.12.99
|
$1,604.60
|
|
Grade 2 - 2nd Year >31.12.99
|
$1,636.40
|
|
Grade 3 - 1st Year >31.12.99
|
$1,699.20
|
|
Grade 3 - 2nd Year >31.12.99
|
$1,730.90
|
|
Nursing/Midwifery Unit Manager
|
|
Level 1
|
$1,546.20
|
|
Level 2
|
$1,619.60
|
|
Level 3
|
$1,663.20
|
|
Clinical Nurse/Midwifery Educator
|
|
1st Year and Thereafter
|
$1,282.70
|
|
Nurse/Midwifery Educator
|
|
|
1st Year
|
$1,423.00
|
|
2nd Year
|
$1,463.20
|
|
3rd Year
|
$1,499.10
|
|
4th Year
|
$1,577.30
|
|
Nurse/Midwifery Practitioner
|
|
1st Year
|
$1,699.20
|
|
2nd Year
|
$1,730.90
|
|
3rd Year
|
$1,775.10
|
|
Thereafter
|
$1,819.50
|