Crown
Employees (Home Care Service of New South Wales - Administrative Staff -
Training Wage) Award 2007
INDUSTRIAL RELATIONS
COMMISSION OF NEW SOUTH WALES
Review of Award pursuant to Section 19 of the Industrial
Relations Act 1996.
(No. IRC 1703 of 2007)
|
Before Commissioner
Ritchie
|
3 March 2008
|
REVIEWED
AWARD
Arrangement
PART A
Clause No. Subject Matter
1. Title
2. Application
3. Objective
4. Definitions
5. Training
Conditions
6. Employment
Conditions
7. Wages
8. Part-time
Traineeships
9. School-Based
Traineeships
10. Wage Rates
for Part-Time and School-Based Traineeships
11. Grievance
and Dispute Settling Procedures
12. Anti-Discrimination
13. Area,
Incidence and Duration
PART B
MONETARY RATES
Table 1 - Full-time weekly wage rates
Table 2 - Hourly wage rates
Appendix A - Skill Levels
PART A
1. Title
This award shall be known as the Crown Employees (Home Care
Service of New South Wales - Administrative Staff - Training Wage) Award 2007.
2. Application
(a) This award
applies to persons who are undertaking an approved traineeship and is to be
read in conjunction with the Home Care Service Act 1988 and the Crown
Employees (Home Care Service of New South Wales - Administrative Staff) Award
2007 and the Crown Employees (Public Service Training Wage) Award 2005.
(b) The terms and
conditions of any relevant industrial instrument apply, except where
inconsistent with this award.
(c) This award
does not apply to employees who were employed under any industrial instrument
prior to the date of approval of a traineeship relevant to the Home Care
Service of NSW, except where agreed upon between the Executive Director and the
Public Service Association and Professional Officers’ Association Amalgamated
Union of NSW.
(d) This award
does not apply to the apprenticeship system.
3. Objective
The objective of this award is to assist with the
establishment of a system of approved traineeships which provide nationally
recognised training in conjunction with employment in order to enhance the
skill levels and future employment prospects of trainees, particularly young
people, and the long-term unemployed.
The system is neither designed nor intended for those who
are already trained and job ready. It is not intended that existing employees
will be displaced from employment by trainees.
This award does not replace the prescription of training
requirements in any relevant industrial instrument.
4. Definitions
"Approved Traineeship" means a traineeship
arrangement applicable to a group or class of employees or to an industry or
sector of an industry or enterprise by agreement between the parties under the
terms of this award. Approved traineeships include fulltime, part-time and
school-based traineeships and are defined by the provisions of the Apprenticeship
and Traineeship Act 2001.
"Approved Training Course or Training Program"
means the training course or training program identified in the vocational
training order of a recognised traineeship vocation.
"Appropriate State Legislation" means the Apprenticeship
and Traineeship Act 2001 or any successor legislation.
"Employee" means a person employed pursuant to
this award.
"Employer" means the Home Care Service of NSW as
constituted by the Home Care Service Act 1988.
"Parties to an Approved Traineeship" means the
Home Care Service of NSW and the Public Service Association and Professional
Officers’ Association Amalgamated Union of NSW.
"Recognised Traineeship Vocation" means a vocation
that is the subject of an order in force under section 5 of the Apprenticeship
and Traineeship Act 2001.
"School-Based Trainee" is a student enrolled in
the Higher School Certificate, or equivalent qualification, who is undertaking
a traineeship which forms a recognised component of their Higher School
Certificate or, where permitted, their School Certificate curriculum, and is
endorsed by the State Training Authority and the NSW Board of Studies.
"State Training Authority" is the NSW Department
of Education and Training.
"Trainee" means an employee who is signatory to
the training contract registered with the State Training Authority. The trainee
is bound by a training contract and employed in terms of the Home Care
Service Act 1988. The trainee is involved in paid work and structured
training which may be on or off the job.
"Training" for the purposes of this award means
training directed at the achievement of key competencies required for
successful participation in the workplace (e.g. literacy, numeracy, problem
solving, team work, using technology) and an Australian Qualification Framework
Certificate Level I and/or an Australian Qualification Framework Certificate
Level II or above.
"Training Contract" means a contract made subject
to the terms of this award between the Executive Director Home Care Service of
NSW and the trainee for a traineeship which is registered with the State
Training Authority, under the provisions of the Apprenticeship and
Traineeship Act 2001. A training contract is made in accordance with the
relevant Vocational Training Order and does not operate unless this condition
is met.
"Training plan" means a plan prepared in
accordance with the relevant Vocational Training Order indicating the
arrangements for the provision of training agreed to by the Executive Director
Home Care Service of NSW and the registered training organisation, and
qualification to be awarded to the trainee. The training plan is lodged with
the training contract and the application to establish the traineeship with the
State Training Authority.
"Union" means the Public Service Association and
Professional Officers’ Association Amalgamated Union of NSW.
"Vocational Training Order" means an order in
force under section 6 of the Apprenticeship and Traineeship Act 2001
that sets out the terms and conditions of a recognised traineeship vocation.
The Vocational Training Order includes details of the term, probationary
period, qualifications and other training as appropriate. The State Training
Authority must consult with the Public Service Association and Professional
Officers’ Association Amalgamated Union of NSW before making a Vocational
Training Order.
5. Training
Conditions
(a) The trainee
must undertake an approved training course or training program prescribed in
the training contract and training plan and outlined in the Vocational Training
Order or as notified to the trainee by the State Training Authority.
(b) Prior to the
commencement of the trainee, the relevant training contract, made in accordance
with the relevant Vocational Training Order, must be signed by the Executive
Director Home Care Service of NSW and the trainee and lodged, with the training
plan, for registration with the State Training Authority, prior to the
commencement of the trainee. If the training contract is not in a standard
format, the trainee cannot commence until the training contract has been
registered with the State Training Authority.
(c) The Executive
Director must ensure that the trainee is permitted to attend the approved
training course or training program provided for in the training contract and
training plan and must ensure that the trainee receives the appropriate
on-the-job training.
(d) The Executive
Director must provide a level of supervision in accordance with the training
contract and training plan during the traineeship period.
(e) The Executive
Director agrees that officers of the State Training Authority will monitor the
training contract and training plan and that training records or workbooks may be
utilised as part of this monitoring process.
(f) Training is
directed at the achievement of competencies as specified in the relevant
vocational training order.
6. Employment
Conditions
(a)
(i) A trainee is
engaged as a full-time employee for a maximum of two years duration, subject to
a satisfactory probation period of up to one month which may be reduced at the
discretion of the Executive Director
Home Care Service of NSW.
(ii) A
trainee/cadet undertaking a traineeship at Diploma Level is engaged as a
full-time employee for a nominal period of 12 months, or until achievement of
the relevant competencies that will qualify the trainee/cadet for specialist
qualifications established at Diploma Level by the relevant training package.
(iii) By agreement
in writing, and with the consent of the State Training Authority, the Executive
Director and the trainee may vary the duration of the traineeship and the
extent of approved training, provided that any agreement to vary is in
accordance with the Vocational Training Order.
(iv) If the trainee
completes the approved training course or training program earlier than the
time specified in the training contract, then the traineeship may be concluded
by mutual agreement by application to the State Training Authority under the
provisions of the Apprenticeship and Traineeship Act 2001.
(v) Unless the
State Training Authority otherwise directs, the maximum duration for a
part-time traineeship is 36 months.
(b) The training
contract can only be terminated by application to the State Training Authority
under the provisions of the Apprenticeship and Traineeship Act 2001.
(c) The trainee
will be permitted to be absent from work without loss of continuity of
employment or wages to attend the training in accordance with the training
contract and training plan.
(d) If the
employment of a trainee by the Executive Director is continued after the
completion of the period, such period is counted as service for the purposes of
any relevant industrial instrument or any other legislative entitlements.
(e)
(i) The training
contract may restrict the circumstances under which the trainee may work
overtime and shift work in order to ensure that the training program is
successfully completed.
(ii) A trainee is not
to work overtime or shift work on their own unless consistent with the
provisions of the relevant industrial instrument.
(iii) A trainee is
not to work shift work unless the parties to an approved traineeship are
satisfied that shift work makes satisfactory provision for approved
training. Such training may be applied
over a cycle in excess of a week, but must average over the relevant period no
less than the amount of training required for non-shift work trainees.
(iv) The trainee
wage is the basis for the calculation of overtime or shift penalty rates
prescribed by the relevant industrial instrument, unless otherwise agreed by
the parties to an approved traineeship.
If the relevant industrial instrument makes specific provision for a
trainee to be paid at a higher rate, then the higher rate applies.
(f) All other
terms and conditions of the relevant industrial instruments apply unless
specifically varied by this award.
(g) A trainee who
fails to either complete the traineeship or who cannot for any reason be placed
in full-time employment with the Home Care Service NSW on successful completion
of the traineeship is not entitled to any severance payments.
7. Wages
(a)
(i) The weekly
wages payable to trainees are as provided in Table 1 - Full time weekly wage
rates, of Part B, Monetary Rates.
(ii) These wage
rates will only apply to trainees while they are undertaking an approved
traineeship which includes an approved training course or training program as
defined in this award.
(iii) The wage rates
prescribed by this clause do not apply to complete trade level training covered
by the apprenticeship system.
(iv) The rates of
pay in this award include the adjustments payable under the State Wage Case
2007. These adjustments may be offset
against any equivalent overaward payments and/or award wage increases since 29
May 1991 other than safety net, State Wage Case, and minimum rates adjustments.
(b) Appendix A of
Part B sets out the general skill levels for traineeships. The determination of
the appropriate skill level for each approved traineeship is based on the
following criteria:
(i) any agreement
of the parties;
(ii) the nature of
the industry;
(iii) the total
training plan;
(iv) recognition
that training can be undertaken in stages; and
(v) the exit skill
level in the relevant industrial instrument contemplated by the training
contract.
If the parties disagree with such determination, any
party to the award may seek to have the matters in dispute determined by the
Industrial Relations Commission of New South Wales.
(c) For the
purposes of this award, "out of school" refers only to periods out of
school beyond Year 10, and is deemed to:
(i) include any
period of schooling beyond Year 10 which was not part of nor contributed to a
completed year of schooling;
(ii) include any
period during which a trainee repeats in whole or part a year of schooling
beyond Year 10; and
(iii) not include
any period during a calendar year in which a year of schooling is completed
(iv) have effect on
an anniversary date, being 1 January in every year.
(d) For the
purposes of this award, any person leaving school before completing Year 10 is
deemed to have completed Year 10.
(e) At the
conclusion of the traineeship, this award ceases to apply to the employment of
the trainee and the Crown Employees (Home Care Service of NSW - Administrative
Staff) Award 2007 applies to the former trainee.
8. Part-Time
Traineeships
(a) Trainees who
undertake traineeships on a part-time basis work less than full-time ordinary
hours and undertake the approved training course or training program at the
same or lesser training time than a full-time trainee.
(b) A part-time
trainee receives, on a pro rata basis, all employment conditions applicable to
a full-time trainee. All the provisions
of this award apply to part-time trainees except as specified in this clause.
(c) A part-time
trainee may, by agreement, transfer to a full-time traineeship position if one
becomes available.
(d) The minimum daily
engagement periods specified in the Crown Employees (Home Care Service of New
South Wales - Administrative Staff) Award 2007 are also applicable to part-time
trainees.
If there is no provision for a minimum daily engagement
period in the relevant industrial instrument applying to part-time employees,
then the minimum start is three continuous hours. By agreement, a part-time
trainee may work a minimum start of two continuous hours, on two or more days
per week, provided that:
(i) a two hour
start is sought by the trainee to accommodate the trainee's personal
circumstances, or
(ii) the place of
work is within a distance of 5 km from the trainee's place of residence.
9. School-Based
Traineeships
(a) School-based
trainees undertake traineeships on a part-time basis in accordance with the
requirement to balance their school and work commitments. The Executive Director must set hours of work consistent with the
trainee's obligation to attend school.
(b) School-based
trainees are not required to attend work during the interval starting four
weeks prior to the commencement of the final year Higher School Certificate
Examination period and ending upon the completion of the trainee's last HSC
examination paper.
(c) School-based
trainees must not work on their own.
(d) For the
purposes of this award, a school‑based trainee becomes either a full-time
or part-time trainee as at 1 January of the year following the year in which
they ceased to be a school student.
10. Wage Rates for
Part-Time and School-Based Trainees
Weekly wage rates:
(a) The wage rate
calculation is based on the full-time wage rate varied by the amount of
training and/or the amount of work over the period of the training
contract. The formula is:
|
Weekly Wage
|
=
|
Full-time wage rate
x (trainee hours - average weekly training time)
|
|
|
|
28
|
NOTE: 28 in the
above average formula represents 35 ordinary full time hours minus the average
training time for full-time trainees (i.e. 20 per cent).
(b) "Full-time
wage rate" means the appropriate rate as set out in Table 1 - Full-time
weekly wage rates, of Part B, Monetary Rates.
(c) "Trainee
hours" are the hours worked per week including the time spent in the approved
training course or training program. For the purposes of this definition the
time spent in the approved training course or training program may be taken as
an average for that particular year of the traineeship.
(d) "Average
weekly training time" is based upon the length of the traineeship
specified in the training contract. The
formula is:
|
Average weekly
training time
|
=
|
7 x 12
|
|
|
|
Length of the
traineeship in months
|
NOTE 1: 7 in the above
formula represents the average weekly training time for a full-time trainee
whose ordinary hours are 35 per week.
NOTE 2: The parties
note that the training contract will require a trainee to be employed for
sufficient hours to complete all requirements of the recognised traineeship
vocation, including the on-the-job work component and demonstration of
competencies. The parties also note
that this would normally result in the equivalent of a full day's on-the-job
work per week.
EXAMPLE of the calculation for the wage rate for a part-time
traineeship:
A school student commences a traineeship in Year 11. The ordinary hours of work in the relevant
industrial instrument are 35. The
training contract specifies two years (24 months) as the length of the
traineeship.
|
"Average weekly training time" is therefore
|
7 x 12
|
=
|
3.5 hours
|
|
|
24
|
|
|
"Trainee hours" total 15 hours, made up of 11
hours work over two days of the week plus 1½ hours on-the-job training plus 2½ hours
off-the-job approved training at school and at TAFE.
So the wage rate in Year 11 is:
|
$237
|
x
|
(15 - 3.5)
|
=
|
$97.34
|
plus any applicable penalty rates under the relevant
industrial
|
|
|
28
|
|
|
|
|
The wage rate varies when the student completes Year 11 and
passes the anniversary date of 1 January the following year to begin Year 12
and/or if "trainee hours" changes.
Hourly wage rates:
Due to the variation in hours worked each week for some
part-time trainees, especially school‑based trainees, it may be
appropriate to pay an hourly wage rate as provided in Table 2 - Hourly wage
rates, of Part B, Monetary Rates. The
hourly rates as set out in Table 2 are based on a 35 hour week.
The hours for which payment is made are determined as
follows:
(a) Where the
approved training for a traineeship (including a school-based traineeship) is
provided off-the-job by a registered training organisation, for example at
school or at TAFE, these rates only apply to the total hours worked by the
part-time trainee on-the-job.
(b) Where the
approved training is undertaken on-the-job or in a combination of on-the-job
and off-the-job, and the average proportion of time to be spent in approved training
is 20% (i.e. the same as for the equivalent full time traineeship):
(i) if the
training is solely on-the-job, then the total hours on-the-job are multiplied
by the applicable hourly rate, and then 20% is deducted.
(ii) if the
training is partly on-the-job and partly off-the-job, then the total of all
hours spent in work and training are multiplied by the applicable hourly rate,
and then 20% is deducted.
Note: 20% is the average proportion of time spent in
approved training which has been taken into account in setting the wage rates
for most full-time traineeships.
11. Grievance and
Dispute Settling Procedures
(a) In general,
matters relating to trainees are dealt with under the provisions of the Apprenticeship
and Traineeship Act 2001.
(b) In accordance
with the grievance and dispute settling procedures, the trainee notifies the
supervisor of the substance of any grievance or dispute and requests a meeting
with the supervisor to discuss the matter and, if possible, states the remedy
sought.
(c) 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 staff member to
advise their immediate manager the notification may occur to the next
appropriate level of management, including where required, to the Executive
Director Home Care Service of NSW or delegate.
(d) 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.
(e) If no remedy
is found, the trainee seeks further discussions and attempts to resolve the
grievance or dispute at a higher level of authority, where appropriate.
(f) Reasonable
time limits must be allowed for discussion at each level of authority, having
regard to the nature of the grievance or dispute.
(g) At the
conclusion of the discussion, the trainee must be provided with a response to
their grievance or dispute if the matter has not been resolved, including
reasons for not implementing any proposed remedy.
(h) Any party to
the traineeship can refer the matter to the NSW Vocational Training Tribunal
under the provisions of the Apprenticeship and Traineeship Act 2001.
(i) If no
resolution can be found, any party to the grievance or dispute or their
representatives may refer the matter to the Industrial Relations Commission of
NSW.
(j) The trainee may
involve a representative, including the Union, and the employer may be
represented by more senior management or other appropriate person or body for
the purposes of each procedure.
(k) While the
dispute procedure is being followed, normal work continues.
12.
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 identify, age and
responsibilities as a carer.
(b) It follows
that in fulfilling their obligations under clause 11, Grievance and Dispute
Settling Procedures of 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:
Any conduct or act which is specifically exempted from
anti-discrimination legislation;
Offering or providing junior rates of pay to persons
under 21 years of age.
Any act or practice of a body established to propagate
religion which is exempted under section 56(d) of the Anti-Discrimination
Act 1977;
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.
13. Area, Incidence
and Duration
(i) This award is
made following a review under section 19 of the Industrial Relations Act
1996 and rescinds and replaces the Crown Employees (Home Care Service of New South Wales - Administration Staff -
Training Wage) Award 2004 published 25 February 2005 (348 I.G 695) and all
variations thereof.
(ii) 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 IG 359) take effect on and from 3 March 2008.
(iii) The award
remains in force until varied or rescinded, the period for which it was made
having already expired.
PART B
MONETARY RATES
Effective from the first full pay period to commence on or
after 8 September 2007.
Table 1 -
Full-Time Weekly Wage Rates
Diploma
Where the accredited training courses and work performance
are for the purposes of generating skills that have been defined for work at
Diploma level.
|
Classification
|
|
Trainee
|
$
|
|
Diploma level
|
537.00
|
Skill Level A
Where the accredited training course and work performance are
for the purpose of generating skills which have been defined for work at Skill
level A:
|
|
Highest Year of
Schooling Completed
|
|
|
Year 10
|
Year 11
|
Year 12
|
|
|
$
|
$
|
$
|
|
School Leaver
|
185.00 (50%)*
|
232.00 (33%)
|
|
|
|
216.00 (33%)
|
261.00 (25%)
|
313.00
|
|
Plus 1 year out of School
|
261.00
|
313.00
|
364.00
|
|
Plus 2 years out of school
|
313.00
|
364.00
|
424.00
|
|
Plus 3 years out of school
|
364.00
|
424.00
|
485.00
|
|
Plus 4 years out of school
|
424.00
|
485.00
|
485.00
|
|
Plus 5 years or more
|
485.00
|
485.00
|
485.00
|
Skill Level B
Where the accredited training course and work performed are
for the purpose of generating skills which have been defined for work at Skill
level B
|
|
Highest Year of Schooling
Completed
|
|
|
Year 10
|
Year 11
|
Year 12
|
|
|
$
|
$
|
$
|
|
School Leaver
|
185.00 (50%)*
|
232.00 (33%)
|
|
|
|
216.00 (33%)
|
261.00 (25%)
|
303.00
|
|
Plus 1 year out of School
|
261.00
|
303.00
|
349.00
|
|
Plus 2 years out of school
|
303.00
|
349.00
|
410.00
|
|
Plus 3 years out of school
|
349.00
|
410.00
|
467.00
|
|
Plus 4 years out of school
|
410.00
|
467.00
|
467.00
|
|
Plus 5 years or more
|
467.00
|
467.00
|
467.00
|
Skill Level C
Where the accredited training course and work performed are
for the purpose of generating skills which have been defined for work at Skill
level C:
|
|
Highest Year of
Schooling Completed
|
|
|
Year 10
|
Year 11
|
Year 12
|
|
|
$
|
$
|
$
|
|
School Leaver
|
185.00 (50%)*
|
232.00 (33%)
|
|
|
|
216.00 (33%)
|
261.00 (25%)
|
300.00
|
|
Plus 1 year out of School
|
261.00
|
300.00
|
338.00
|
|
Plus 2 years out of school
|
300.00
|
338.00
|
377.00
|
|
Plus 3 years out of school
|
338.00
|
377.00
|
422.00
|
|
Plus 4 years out of school
|
377.00
|
422.00
|
422.00
|
|
Plus 5 years or more
|
422.00
|
422.00
|
422.00
|
Figures in bracket indicate the average proportion of time spent
in approved training to which the associated wage rate is applicable. Where not
specifically indicated, the average proportion of time spent in structured
training that has been taken into account in setting the rate is 20%.
School Based Traineeships
|
|
Year 11
|
Year 12
|
|
|
$
|
$
|
|
School based traineeships
|
|
|
|
Skill levels A, B and C
|
237.00*
|
261.00*
|
* Assumes that the average proportion of time spent in
structured training is 20%.
Table 2 - Hourly
Wage Rates
Set out below are the hourly rates of pay for part-time or
school-based trainees where the training is either fully off-the-job or where
20% of time is spent in approved training.
These rates are derived from a 35 hour week.
Trainees who have left school:
Diploma
Where the accredited training courses and work performance
are for the purposes of generating skills that have been defined for work at
Diploma level.
|
Classification
|
|
Trainee
|
$
|
|
Diploma level -
part-time
|
19.18
|
Skill Level A
Where the accredited training course and work performance
are for the purpose of generating skills which have been defined for work at
Skill level A:
|
|
Highest Year of
Schooling Completed
|
|
|
Year 10
|
Year 11
|
Year 12
|
|
|
$
|
$
|
$
|
|
School Leaver
|
8.46
|
9.31
|
11.19
|
|
Plus 1 year out of School
|
9.31
|
11.19
|
13.00
|
|
Plus 2 years out of school
|
11.19
|
13.00
|
15.15
|
|
Plus 3 years out of school
|
13.00
|
15.15
|
17.32
|
|
Plus 4 years out of school
|
15.15
|
17.32
|
17.32
|
|
Plus 5 years or more
|
17.32
|
17.32
|
17.32
|
Skill Level B
Where the accredited training course and work performance
are for the purpose of generating skills which have been defined for work at
Skill level B:
|
|
Highest Year of Schooling
Completed
|
|
|
Year 10
|
Year 11
|
Year 12
|
|
|
$
|
$
|
$
|
|
School Leaver
|
8.46
|
9.31
|
10.84
|
|
Plus 1 year out of School
|
9.31
|
10.84
|
12.46
|
|
Plus 2 years out of school
|
10.84
|
12.46
|
14.64
|
|
Plus 3 years out of school
|
12.46
|
14.64
|
16.68
|
|
Plus 4 years out of school
|
14.65
|
16.68
|
16.68
|
|
Plus 5 years or more
|
16.68
|
16.68
|
16.68
|
Skill Level C
Where the accredited training course and work performance are
for the purpose of generating skills which have been defined for work at Skill
level C:
|
|
Highest Year of
Schooling Completed
|
|
|
|
Year 10
|
Year 11
|
Year 12
|
|
|
$
|
$
|
$
|
|
School Leaver
|
8.46
|
9.31
|
10.73
|
|
Plus 1 year out of School
|
9.31
|
10.73
|
12.06
|
|
Plus 2 years out of school
|
10.73
|
12.06
|
13.48
|
|
Plus 3 years out of school
|
12.06
|
13.48
|
15.07
|
|
Plus 4 years out of school
|
13.48
|
15.07
|
15.07
|
|
Plus 5 years or more
|
15.07
|
15.07
|
15.07
|
|
|
|
|
|
School-Based Trainees
|
|
Year 11
|
Year 12
|
|
|
$
|
$
|
|
School based traineeships
|
|
|
|
Skill levels A, B and C
|
8.46
|
9.31
|
Appendix A
SKILL LEVELS
Skill Level A
Arts Administration
Business (Office Administration)
Clerical Administrative Skills
Communications (Call Centres)
Financial Services
Information Technology
Public Administration
Sport and Recreation
Skill Level B
Laboratory Operations
Horticulture
Tourism Operations
Retail Operations
Hospitality Operations
Skill Level C
Rural Skills
D. W. RITCHIE, Commissioner.
____________________
Printed by
the authority of the Industrial Registrar.