Crown Employees (NSW Department of Premier and
Cabinet) Exhibition Project Managers and Project Officers) Australian Museum Award
INDUSTRIAL RELATIONS
COMMISSION OF NEW SOUTH WALES
Review of Award pursuant to Section 19 of the Industrial
Relations Act 1996.
(Case No. 134013 of 2019)
Before Chief Commissioner Kite
|
22 August 2019
|
REVIEWED
AWARD
PART A
1. Arrangement
PART A
Clause No. Subject
Matter
1. Arrangement
2. Definitions
3. Salaries
4. Progression
from level 5 to 6: Assessment Procedures
5. Hours of
work
6. Overtime
7. Anti-Discrimination
8. Grievance
and Dispute Resolution Procedures
9. Consultative
Committee
10. Conditions
of Employment
11. Required
Skills
12. Training
Commitment
13. Work
Arrangements
14. Area,
Incidence and Duration
PART B
MONETARY RATES
Table 1 - Rates of Pay
Attachment 1 - Nominated Organisational Skills
Attachment 2 - Nominated Exhibition Skills
Attachment 3 - General Fundamental Exhibition Skills
Attachment 4 - Specific Fundamental Exhibition Skills
Attachment 5 - Skills Listing - Exhibition Project
Officer Level 2 - 5
Attachment 6 - Skills Listing - Exhibition Project
Officer Level 6 - 8
Attachment 7 - Training Arrangements
2. Definitions
"Act" means the Government Sector Employment Act 2013.
"Agency Head" means the Director and Chief
Executive Officer of the Australian Museum.
"Association" means the Public Service Association
and Professional Officers’ Association Amalgamated Union of New South Wales.
"Department" means the NSW Department of Premier
and Cabinet.
"Department Head" means the Secretary of the NSW
Department of Premier and Cabinet.
“Director” means a divisional Director of the Australian
Museum.
"Industrial Relations Secretary "means the
Secretary of the NSW Department of Premier and Cabinet as defined in s49 of the
Act.
"Exhibition Project Officer Level 1" means an
employee appointed as such and engaged in routine exhibition projects under
general supervision of a more senior Project Officer; and who possesses a trade
certificate in areas of Carpentry/Joinery, Cabinet Making, Electronics, Radio
Technology or equivalent plus a minimum of five years’ experience in a relevant
field of exhibition production; or who possesses a recognised degree, diploma
in Art/Communication, Architecture, Applied Arts, Design (Industrial, Interior,
Graphic), Engineering or qualifications deemed equivalent; or who has relevant
work experience of not less than nine years.
"Exhibition Project Officer Level 2 - 5" means an
employee appointed as such and engaged in both routine and complex exhibition
projects and who gains skills in NOS; NES and both General FES (GFES) and
Specific FES (SFES) as outlined in Attachment 5 and who possesses at least
minimum qualifications required for Project Officer Level 1.
"Exhibition Project Officer Level 6 - 8" means an
employee appointed as such and engaged in both routine and complex exhibition
projects and who gains skills in NOS; NES and both General FES (GFES) and
Specific FES (SFES) as outlined in Attachment 6 and who possesses at least minimum
qualifications required for Project Officer Level 1 and has undergone skills
training required for Project Officer Level 2 - 5.
"Exhibition Project Manager" means an employee
responsible for the control and direction of defined exhibition projects, including
management of production teams and who possesses at minimum qualifications
required for Exhibition Project Officer, or relevant experience in Project
Management; plus a demonstrated ability in management of exhibition projects.
"Nominated Organisation Skills" (NOS) means those
skills required within the Museum to enhance the general abilities of staff as
outlined in Attachment 1.
"Nominated Exhibition Skills" (NES) means those
skills required within the Museum exhibition field acquired by all Exhibition
Project Officers, as outlined in Attachment 2.
"General Fundamental Exhibition Skills" (GFE)
means those skills which cover the major areas of specialisation within the
Exhibition Division requiring a general working knowledge gained through work
experience, exchange of ideas within/between project teams and/or short-term
placement in the relevant area, as well as external course work. GFES are
outlined in Attachment 3 - General Fundamental Exhibition Skills.
"Service" means continuous service. Future
appointees shall be deemed to have the years of service indicated by the
service level to which they are appointed.
"Specific Fundamental Exhibition Skills" (SFES)
means those more specialised skills which require specialist knowledge gained
through tertiary and trade courses or relevant experience. Specific FES skills
are required in one of the four components of the Division under separate
categories of Design; Electronics and Media; Fabrication and Construction; and
Preparation. SFES are outlined in Attachment 4.
“Employee” means a person engaged in an ongoing, temporary,
or casual employment, under the Act.
3. Salaries
The salaries payable are prescribed in Part B, Monetary
Rates, of this Award.
This award is listed in Schedule A of the Crown Employees (Public Sector –
Salaries 2019) Award and salaries payable to employees shall be
in accordance with that award or any award replacing it. The rates set out at
Part B of this Award are subject to the rates as set by the Crown Employees (Public Sector – Salaries
2019) Award or any award replacing it.
Employees appointed to the roles specified shall be paid the
following salaries subject to the provisions of the Government Sector Employment Act 2013 and the Government Sector
Employment Regulation 2014.
Progression from Level 1 to Level 2 shall be subject to
satisfactory conduct and performance and demonstrated willingness by the
employee to undergo a skills training program as defined and certified by the
supervisor..
Progression from Level 2 to Level 5 shall be subject to
satisfactory conduct and service plus demonstrated ability and competence in
the skills required at each level, as certified by both the supervisor and the
Manager, Human Resources and approved by the Agency Head. This review shall be
undertaken annually based on the anniversary of service of the employee.
Appointment above the minimum rate to an advertised vacancy
shall be determined by the Agency Head (or delegated employee) on
recommendation of an established selection committee as long as the employee
can demonstrate possession of the required qualifications, experience and skills,
including any overseas qualifications/ experience and any relevant voluntary
experience.
An employee who has served for twelve months on the rate
prescribed for Exhibition Project Officer Level 5 may be advanced to Level 6
provided that the review panel has certified to the Agency Head that
(a) the employee concerned has completed the necessary training
and skills development and is able to demonstrate their ability to undertake
such work; and
(b) the employee has indicated a willingness to participate in
further skills training and development.
Progression from Level 6 to Level 8 shall be subject to
satisfactory conduct and service plus demonstrated ability and competence in
the skills required at each level, as certified by the supervisor, Manager Human
Resources and Agency Head. This review
shall be undertaken annually.
Progression shall be by way of increments paid at 12
month intervals, subject to satisfactory conduct and services as certified by
the Agency Head.
4. Progression from
Level 5 to Level 6: Assessment Procedures
(a) A review panel
consisting of the supervisor, Director (or their nominated delegate) and a
representative from the Association and/or a Union representative from the
Museum elected for this purpose by Exhibition Project Officers for the term of
this Award, shall be constituted to consider and recommend to the Agency Head
the progression of an employee from Exhibition Project Officer Level 5 to
Exhibition Project Officer Level 6. Panel membership may be expanded to ensure
representation of relevant equal employment opportunity (EEO) target groups.
(b) The members of
the panel shall examine a written statement prepared by the employee in support
of their progression, as well as any other Museum papers or completed projects
illustrating either the type of work performed by the employee or are otherwise
relevant to the question of progression of the employee.
(c) In the event
that the committee members disagree on a recommendation, a written report shall
be furnished to the Agency Head from each individual committee member stating
the reasons why progression is considered appropriate, or not as the case may
be. The Agency Head shall make a determination, which is binding on all
parties.
(d) The employee
shall have right of appeal to the Agency Head, who shall be empowered to
appoint an independent senior staff member to review the panel's
decision-making process and make further recommendations to the Agency Head
regarding the employee’s appeal.
5. Hours of Work
The ordinary hours of work shall be thirty-five hours per
week. Flexible working hours are
provided in accordance with provisions of the Crown Employees (Public Service
Conditions of Employment) Reviewed Award 2009 or any variation or replacement
award.
6. Overtime
Overtime will be paid in accordance with the Crown Employees
(Public Service Conditions of Employment) Reviewed Award 2009 or any variation
or replacement award and the Personnel Handbook of New South Wales or any
variation or replacement document.
7. 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
of 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 pursing 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 the legislation referred to in this clause.
(i) Employers
and employees may also be subject to Commonwealth anti-discrimination
legislation.
(ii) 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."
8. Grievance and
Dispute Resolution Procedures
(a) 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 department, if
required.
(b) An employee 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.
(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 employee to advise their
immediate manager the notification may occur to the next appropriate level of
management, including where required, to the Agency Head or delegate.
(d) The immediate
manager, or other appropriate employee, 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 the matter
remains unresolved with the immediate manager, the employee 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 employee may pursue the sequence of
reference to successive levels of management until the matter is referred to
the Agency Head.
(f) The Agency Head
may refer the matter to the Industrial Relations Secretary for consideration.
(g) If the matter remains
unresolved, the Agency Head shall provide a written response to the employee
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.
(h) An employee, at
any stage, may request to be represented by the Association.
(i) The
employee or the Association on their behalf, or the Agency
Head may refer the matter to the New South Wales Industrial Relations
Commission if the matter is unresolved following the use of these procedures.
(j) The employee,
Association, Department and Industrial Relations Secretary shall agree to be
bound by any order or determination by the New South Wales Industrial Relations
Commission in relation to the dispute.
(k) Whilst the
procedures outlined in subclauses (a) to (j) 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
work health and safety, if practicable, normal work shall proceed in a manner
which avoids any risk to the health and safety of any employee or member of the
public.
9. Consultative
Committee
The Australian Museum's Joint Consultative Committee will be
responsible for the implementation of this Award.
Changes to this Award that are considered appropriate during
the term of this Award will be recommended by the Joint Consultative Committee
to the Agency Head for consideration.
10. Conditions of
Employment
All conditions of employment for Exhibition Project
Officers will be in accordance with the Crown Employees (Public Service
Conditions of Employment) Reviewed Award 2009 or any variation or replacement
award and the Personnel Handbook of New South Wales or any variation or
replacement document.
11. Required Skills
The Museum is required to annually review the NOS, NES, GFES
and SFES skills listing to ensure continuing applicability and to add or delete
skills where necessary. This will be carried out by a committee of the Director
or their delegate, an Exhibition Project Officer who is a union member and a
representative of the Association at their discretion and the Manager, Human
Resources.
12. Training
Commitment
Upon entering this Award the Museum has undertaken a
commitment to provide resources and opportunities for the training of
Exhibition Project Officers as far as reasonable within the Museum's overall
Training and Staff Development budget and requirements.
Training shall be undertaken as outlined in Attachment 7.
13. Work Arrangements
It is agreed that the focus of day-to-day work arrangements
for employees covered by this Award will be on a project team basis, led by the
Director or their delegate.
There will be flexibility in the composition of project team
members, depending on the core skill requirements of particular projects, but
emphasis shall be given to encouraging the multi-skilling of employees and
broadening of work experience.
14. Area, Incidence
and Duration
(a) This Award
shall apply to all staff of the Australian Museum employed under the
classification of Exhibition Project Manager or Exhibit Project Officer as
defined in Clause 2, Definitions.
(b) This award is
made following a review under section 19 of the Industrial Relations Act 1996 and rescinds and replaces the Crown Employees (NSW Department of Premier and
Cabinet) Exhibition Project Managers and Project Officers) Australian Museum
Award published 21 October 2016 (380 I.G. 1101),
as varied.
(c) 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 and from 22 August 2019.
(d) 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 - Rates of Pay
Effective from the first pay period commencing on or after:
1 July 2019
|
Exhibition Project Managers
and Project Officers - Australian Museum
|
Classification
and Grades
|
Existing
rates of pay as at
|
Common
Salary Point
|
Rates
of pay as at the first full pay period
|
|
1.7.18
|
|
on
or after 1.7.19
|
|
|
|
Per
annum
|
|
|
|
2.5%
|
|
$
|
|
$
|
Exhibition Project Officer
|
|
|
|
Skill Level 1
|
63,199
|
46
|
64,779
|
Skill Level 2
|
66,871
|
52
|
68,543
|
Skill Level 3
|
70,652
|
58
|
72,418
|
Skill Level 4
|
75,055
|
64
|
76,931
|
Skill Level 5
|
77,363
|
67
|
79,297
|
Skill Level 6
|
86,033
|
78
|
88,184
|
Skill Level 7
|
90,278
|
83
|
92,535
|
Skill Level 8
|
94,782
|
88
|
97,152
|
Exhibition Project Manager
|
|
|
|
Year 1
|
101,684
|
95
|
104,226
|
Year 2
|
104,918
|
98
|
107,541
|
Year 3
|
109,078
|
102
|
111,805
|
Attachment 1
NOMINATED
ORGANISATIONAL SKILLS
Nominated Organisational Skills (NOS) are those skills
required within the Museum to enhance the general abilities of staff include:
Literacy Skills - ability to read and comprehend
written material.
Numeracy Skills - ability to use basic principles of
mathematics.
Manual Skills - skills in "hands-on"
tasks.
Motor Skills - ability to use necessary tools,
equipment, etc. required to complete tasks.
Oral Communication Skills - ability to articulate
thoughts or ideas into words.
Written Communication Skills -
ability to express thoughts or ideas in written form (including report writing,
submissions, correspondence, text and other material).
Team Work Skills - ability to work as part of a group,
to take directions and give input to the group process.
Work Health and Safety Knowledge & Application -
understanding relevant legislation and safe work practices, including
identification and removal of hazards and using this knowledge on the job.
Computing Skills - basic office
computer skills.
On-the-Job Training Skills - ability to impart
knowledge and skills applicable on-the-job to another person, including ability
to teach and gauge when knowledge and skills have been acquired.
Train the Trainer Skills - ability to prepare and
present a structured training program, setting measurable objectives, preparing
visual and written training material and undertaking evaluation of the
training.
Management & Supervision Skills:
Understanding of EEO Principles
Selection Techniques
Staff Appraisal
Planning/Organisational Skills
Time Management
Presentation Skills
Negotiating/Influencing Skills
Stress & Change Management
Decision Making/Problem Solving
Leadership & Team Building Skills
Project Management
Attachment 2
NOMINATED
EXHIBITION SKILLS
Nominated Exhibition Skills (NES) are those skills required
within the Museum exhibition field and acquired by all Exhibition Project
Officers. Parts of certain NES skills will be acquired at different levels
whilst a Project Officer is progressing through each level, with the end result
that the total NES skill will be gained by the time the employee has reached
the required incremental level referred to in the agreement. These skills will need to be reviewed and
updated with changes in technology development.
This area also includes use and maintenance of audio visual equipment
and methods. NES skills include:
Artefact Handling & Mounting -
Placing objects within an exhibition, taking into account physical constraints
and limitations for rare, fragile or otherwise precious artefacts. This includes object handling, other objects
or materials that it may come into contact with, lighting levels, chemical
sensitivity, etc. as well as taking into account the aesthetics of the
exhibition as a whole. Artefact handling
skills need to be gained before mounting skills can be acquired.
Lighting Techniques - Balancing both the function of
the exhibition and the object itself in terms of lighting levels within a
particular exhibition, as well as the levels the object can take and having
regard for the aesthetic presentation of the object.
Maintenance Operations & Management - Foreseeing
problems over time and building in solutions into the physical construction of
displays, e.g. in the maintenance of an object considering the ease of access
to it, environmental conditions, pest control, etc. during production of the
exhibition. Maintenance operations refers to the actual hands-on activities
involved in maintenance (e.g. signage, lighting, general repairs, etc.) and
these skills would be gained prior to maintenance management skills.
Estimating & Costing - Planning for amount of
material (foam, resin, etc.), equipment, staffing requirements for exhibition
projects, including costing and estimating for any field trips and
sub-contracting that needs to be undertaken.
Network Planning - Analysing and planning the
multifaceted activities required to put together an exhibition from planning to
construction to future maintenance and linking these activities together in the
correct sequence.
Packing & Transport-Planning and undertaking
packing and moving either parts or whole exhibitions to other institutions,
taking into account conservation issues.
Electronics Operations & Applications - The use and
application of electronics technology to exhibitions development, including
computing (advanced software applications); laser disc; videodisc; general
programming.
Attachment 3
GENERAL
FUNDAMENTAL EXHIBITION SKILLS
General Fundamental Exhibition Skills (GFES) are those
skills which cover the major areas of specialisation within the Exhibition
division requiring a general working knowledge gained through work experience,
exchange of ideas within/between project teams and/or short-term placement in
the relevant area, as well as external course work. General FES skills are acquired
by all Project Officers and include:
Painting, Finishing and Woodworking -
Knowledge of methods and issues relating to selection and processes.
Drafting & Detailing - Plan and document reading
and ability to convey technical instruction.
Presentation Mock-ups/Models - Design/build preliminary
models and components used at visualisation stage of gallery projects.
Plastics Fabrication - Knowledge of methods and issues
relating to selection and processes.
Metal Fabrication - Knowledge of methods and issues
relating to selection and processes.
Exhibition Component Design - Knowledge of methods and
issues relating to graphics; showcase and furniture design; models and interactives.
Attachment 4
SPECIFIC FUNDAMENTAL EXHIBITION SKILLS
Specific Fundamental Exhibition Skills (SFES) are those
more specialised skills which require specialised knowledge gained through
tertiary and trade courses or equivalent experience. Specific FES skills are
required in one of the four components of the Division under separate
categories of Fabrication and Construction; Electronics and Media; Preparation;
and Design.
The skills required are:
Fabrication and Construction
Cabinet Making - includes furniture/showcase design; -
K.D. techniques; security locks and fittings; glazing; laminating; lighting;
linings, mounts and props; jib and cutters; special detailing doors, panels,
etc.
General Construction - includes set out major sites;
framing in timber and steel; floor setting timber and sheeting; wall sheeting gyprock, customwood, hardboard.
Painting and Finishing - includes spray enamel,
lacquers, epoxy; antique wood colouring and finishings;
wall painting; paper hanging and special effects.
Metal Fabrication - includes welding, bending, cutting,
forming; finishing: sheet metal.
Partitions and Office Fitting - includes fabrication
walls and ceiling panels; door fitting/sliding/suspended; concertina moveable
partitioning; glazing and sound proofing.
Floor Coverings - includes carpet laying; vinyl
flooring; underlay installation.
Restorations - includes investigating styles and
materials; repairing antique furniture and fittings; undertaking upholstery,
caning, etc.
Electronics and Media
Systems Design - includes audio systems; video systems;
multi-vision photo transparency systems; cinematic systems; integrated control
systems; electronic signage/displays; interactive exhibits.
Systems Manufacture & Installation - includes
electronic switching and control systems; microprocessor controls; installation
and commissioning documentation.
Program Development - includes sound recording; video
recording; post production; titling; special effects.
Software Management - includes mastering and archival
transcription; copyright and licensing; storage systems; transmission duplications.
Event Services - includes conference design and
co-ordination; theatrette screenings; media launch co-ordination; social
functions; seminar services; transcriptions.
Electronic Servicing includes preventative maintenance;
breakdown repairs: modification and upgrading existing hardware; back-up
system.
Preparation
Preservation Techniques - includes invertebrate; plant
preservation; tanning and finishing; maceration; freezer drying; study skin
preparation.
Fabrication Techniques - includes thermoplastic
fabrication; metal fabrication; timber fabrication; glass and ceramic.
Mechanical & Animated Effects - includes moving
exhibits; prototypes; timed sequences; interactive exhibits, etc.
Moulding and Casting - includes polyesters; epoxies; urethanes;
silicones; fillers plasticisers and colorants.
Diorama and Foregrounding
Construction & Presentation - design and construction of environments.
Taxidermy - includes mounting of skins on modelled form
and various other forms of presenting mammals, birds and fish skins.
Biological Model Making - includes models of cells,
organs and biological systems (animals, plants or parts thereof).
Topographical Model Making - includes scale models of
buildings and galleries Sculpture - includes modelling and carving.
Painting & Scenic Art - includes murals, rock art,
surfaces of rock castings, caves, etc.
Fieldwork - includes flora, fauna, geological
collecting, firearm handling, trapping, driving.
Photography - includes environments and landscapes,
etc.; specimens - for reference.
Replication - includes creative substitutes in a wide
variety of materials of man-made artefacts and objects from nature.
Research - includes new materials, techniques and
approaches and exhibit specific research such as is used for the interpretation
of scientific presentations.
Chemical Handling - includes safety and proper storage,
shelf life, contaminants, etc.
Adhesives - includes the full range of specialised
bonding applications for all materials used in exhibition construction.
Paints, Lacquers & Coatings - includes knowledge of
surface finish applications and equipment.
Animal Husbandry - includes fauna maintenance as
required by live exhibits.
Biological Presentation - includes wetbox
presentation, osteological presentation, skeletal articulation. etc.
Design
Reprographic Camera Skills - line and screen work,
program setting and manipulations (3-dimension work, time over-ride etc.).
Layout Skills - placement of text, photos and graphics
and/or 3-dimensional objects to meet a design concept; as well as production of
mock-ups or visuals to give a good representation of final product and for
presentation to management, etc.
Paste-up/Finished Art Skills - accurate placement of
copy including registration, cut, crop and fold marking; accurate photo scaling
and cropping; accurate technical pen work; colour separation and overlays; and
specifications for printers.
Drafting & Detailing Skills - preparing
specifications for contractors, etc.; and documentation for exhibition projects
and publications.
Desktop Publishing Skills - the production of documents
using computer for layout of text, photos and graphics.
Computer Graphics - the production of graphics using
specific computer graphic programs.
Typography Skills - understanding the use of faces
point size, kerning, leading, spacing, column widths and type styles and copyfitting.
Print Media Skills - understanding of the printing
processes; knowledge of paper types, weights and surfaces for ink hold;
knowledge of colours and how to achieve them using screens, pms
colours and colour separation; knowledge of Publication printing including
pagination, photo placement, colour page placement and binding; knowledge of
photo printing techniques (screens, mezotints, duotints); knowledge of special effects such as deep
etching, dye cutting, folding, embossing and gloss varnishing; knowledge of
instructions for printers in all of the above; checking of printer proofs.
Colour Theory Skills - the use of harmonies, contrasts,
hues and discords to meet a concept.
Illustration Skills - undertaking scientific
illustrations, maps, posters and publication illustrations, mock-ups drafting
and perspective illustration; and knowledge of illustration equipment (pencil,
technical pen, air brush. etc.).
Three Dimensional Display Skills - knowledge of
screen-printing, light box displays, exhibition lighting, large scale bromides,
photo mural and mounding, directional signage in metal plastics, etc.
Editing - undertaking proof reading, label writing and
text concepts.
Picture Research - undertake research for graphic and
photo requirements for exhibitions; undertake research to gain a working
knowledge of exhibition or graphic design subject matter; undertake research
into new exhibition techniques.
Attachment 5
SKILLS LISTING - EXHIBITION PROJECT OFFICER LEVEL 2-5
NOS Skills Required:
Literacy
Numeracy
Manual Skills
Motor Skills
Oral Communication
Written Communication
Team Work
Work Health and Safety [Knowledge and Application]
Computing
On-the-Job Training
NES Skills Required:
Artefact Handling
Artefact Mounting
Lighting Techniques
Maintenance Operations
Packing and Transport
Electronics Operations
Electronics Applications
GFES Skills:
Painting and Finishing
Drafting and Detailing
Presentation Mock-ups/Models
Plastics Fabrication
Metal Fabrication
Exhibition Component Design
SFES Skills Required:
Exhibition Project Officers are required to gain skills
in one of the four components of the Division under separate categories of
Fabrication and Construction; Electronics and Media; Preparation; and Design,
as outlined in Attachment 4.
Attachment 6
SKILLS LISTING
EXHIBITION PROJECT OFFICER LEVEL 6-8
NOS Skills Required:
All skills as listed Attachment 5, as well as:
Train the Trainer
Management & Supervision Skills:
Understanding of EEO Principles
Staff Appraisal
Planning/Organising Skills
Presentation skills
Negotiating/Influencing Skills
Stress & Change Management
Decision Making/Problem Solving
Leadership & Team Building Skills
Selection Techniques
Time Management
Project Management
NES Skills Required:
All skills as listed in Attachment 5 as well as:
Maintenance Management
Estimating & Costing
Network Planning
GFES Skills Required:
All skills as listed in Attachment 3
SFES Skills Required:
Exhibition Project Officers are required to have a very
high level of skills in one of the four components of the Division (Fabrication
and Construction; Electronics and Media; Preparation; and Design), as outlined
in Attachment 4.
Attachment 7
TRAINING
ARRANGEMENTS
As per the Training Commitment in this Award (Clause 12),
training shall be undertaken as follows:
Internal Courses - Courses will be designed as modules,
particularly for NES skills. There will
be a theoretical component developed by exhibitions staff with the expertise in
the area and this material will be presented by the Museum's Training
Officer. There will also be a practical
component which will consist of project assignments, under supervision of the
relevant exhibition employee. Each
course will have a set of instructional objectives and staff will be required
to meet set performance standards.
It is also envisaged that the senior Exhibitions staff
who may be called on to present courses will undertake a modified 'Train the
Trainer" program to increase their skills in training.
All NOS skills required in the Award will be covered by
internal courses, which are planned for in the Museum's Staff Development
Program prepared every six months by the Human Resource Manager and Director.
There will be cases where external experts will be
brought in to conduct specific training, for example in new equipment and
technology, where this cannot be accommodated by Museum staff.
External Courses - There are several courses that may
be undertaken externally. The Museum
already has contacts with the relevant institutions, including TAFE and we will
be liaising further with these bodies where the need arises for a specific
course that cannot be dealt with in-house.
On-the-Job Training - This is an integral part of the
Award. Many skills, particularly NES and GFES can best be learnt by direct work
experience, rotation between Project Teams, participating in different kinds of
projects (e.g. both small temporary and large semi-permanent exhibitions) and
short-term placement with other staff specialists. At times, work activity and the exhibitions
program may not be able to provide the range of skills needed through direct
work experience. Therefore, the training
will be undertaken through other means and be included in the Museum's Staff
Development Program.
The Museum's Staff Appraisal Scheme will be used as a
means of planning the training that needs to be undertaken by each employee and
an individual development and training program prepared on an annual basis by
the employee and supervisor, that will encompass the three different training
options.
P. M. KITE, Chief Commissioner
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Printed by the authority of the Industrial Registrar.