Crown Employees (Librarians, Library Assistants, Library Technicians and Archivists) Award

 

INDUSTRIAL RELATIONS COMMISSION OF NEW SOUTH WALES

 

Review of Award pursuant to Section 19 of the Industrial Relations Act 1996.

 

(Case No. 133745 of 2019)

 

 

REVIEWED AWARD

 

Arrangement

 

PART A

 

Clause No.       Subject Matter

 

1.         Title

2.         Parties

3.         Salaries

4.         Definitions

5.         Descriptors

6.         Commencing Rates of Pay

7.         Conditions of Employment

8.         Anti-Discrimination

9.         Grievance and Dispute Resolution Procedures

10.      Area, Incidence and Duration

 

PART B

 

MONETARY RATES

 

Schedule 1 - Salaries

 

PART A

 

1.  Title

 

This award shall be known as the Crown Employees (Librarians, Library Assistants, Library Technicians and Archivists) Award.

 

2.  Parties

 

The parties to this Award are:

 

Industrial Relations Secretary

 

Public Service Association and Professional Officers’ Association Amalgamated Union of New South Wales

 

3.  Salaries

 

3.1      The salaries payable to employees covered by this award are as set out in Schedule 1 - Salaries, of Part B, Monetary Rates, of this award.

 

3.2      The salaries set out in Schedule 1 - Salaries of the said Part B are shall be in accordance with the Crown Employees (Public Sector - Salaries 2019) Award.

 

4.  Definitions

 

"Agency" means a Public Service agency, as listed in Schedule 1 of the Government Sector Employment Act 2013.

 

"Agency head" means a person who is the Secretary of a Department or the head of another Public Service agency listed in Schedule 1 of the Government Sector Employment Act 2013.

 

"Archivist" means an employee appointed as such who possesses archivist qualifications acceptable for professional membership of the Australian Society of Archivists (ASA) or other combination of qualifications and experience deemed by the agency head or the Public Service Commission to be equivalent, that meets the minimum standard of skill and knowledge inherent in the ASA standard.

 

"Employee" means a person employed in ongoing, term, temporary, casual or other employment, or on secondment, in a Public Service agency under the provisions of the Government Sector Employment Act 2013, who is assigned to a role classified under this award.

 

"Librarian" means an employee appointed as such who possesses qualifications acceptable for professional membership of the Australian Library and Information Association (ALIA) or other combination of qualifications and experience deemed by the agency head or the Public Service Commission to be equivalent that meets the minimum standard of skill and knowledge inherent in the ALIA standard.

 

"Library Assistant" means an employee appointed as such who is eligible for enrolment in a course of study that leads to a qualification acceptable for either professional or library technician membership of the Australian Library and Information Association (ALIA).

 

"Library Technician" means an employee appointed as such who possesses qualifications acceptable for library technician membership of the Australian Library and Information Association (ALIA) or other combination of qualifications and experience deemed by the agency head or the Public Service Commission to be equivalent, that meets the minimum standard of skill and knowledge inherent in the ALIA standard.

 

"Union" means the Public Service Association and Professional Officers' Association Amalgamated Union of New South Wales.

 

5.  Descriptors

 

Archivist Grade 1

 

A professional practitioner at this level:

 

(a)       Undertakes professional archives work of an operational nature. May manage discrete archival projects or archival operations and systems in a multi-disciplinary unit or team.

 

(b)       Requires sound knowledge of archival/record keeping concepts, principles and theory, and a sound understanding of archival/record keeping systems, practices and procedures.  May also require an understanding of specific archival/record keeping systems, collections, services or functions.

 

(c)       Exercises judgment in dealing with a range of operational and/or conceptual tasks and problems with reference to established standards, practices and procedures.  Is able to adapt systems, standards and priorities and deviate to a limited extent from precedent.  With experience, may solve non-routine problems by applying principle and theory with reference to precedent.

 

(d)       Works under general supervision of a senior professional or manager.  Works either individually or co-operatively as a member of a team or as the leader of a small non-hierarchical team.

 

(e)       The outcome of work is usually direct or short-term to intermediate, but may be long-term and may affect clients, collections, co-workers or other agencies.  Work may assist in the formulation of procedures or policies and contribute to the body of professional knowledge.

 

Archivist Grade 2

 

An experienced professional practitioner or developing specialist at this level:

 

(a)       Undertakes professional archives work of an operational nature at a more complex/in depth or demanding level.  May manage discrete archival projects, or archival operations and systems in a multi-disciplinary unit or team.  May provide advice and assistance to Archivists Grade 1.

 

(b)       Requires a well-developed knowledge of archival/record keeping concepts, principles and theory, and well-developed skills in the application of archival/record keeping systems, practices and procedures, which may include specialised systems, collections, services or functions.

 

(c)       Exercises judgement and initiative in dealing with a range of complex tasks and problems with reference to established standards, practices and procedures.  Is able to adapt systems, standards or priorities and deviate from precedent.

 

(d)       Works under general direction of a senior professional or manager.  Works either individually or cooperatively as a member of a non-hierarchical team or as a leader or supervisor of a team or discrete project.

 

(e)       The outcome of work, including decisions, is direct but may be long-term in its effects on clients, collections, co-workers or other agencies.  May assist in the formulation of policy and advice to senior management.  Work often contributes to the body of professional knowledge.

 

Archivist Grade 3

 

A senior professional practitioner, manager, or specialist at this level:

 

(a)       Undertakes projects and other professional work of a policy or specialist nature, or manages a substantial service, project or team, or a range of smaller projects/ services/teams.  May manage an archives/records unit in an agency and/or provide specialised advice to senior agency management or staff.

 

(b)       Requires substantial knowledge of archival/record keeping concepts, principles and theory.  Has a high level of proficiency and expertise in specific system/s, collection/s, service/s, function/s or policy area/s.  Requires either management expertise or standing as a recognised internal authority in an area of the discipline of significance to the organisation or the sector.

 

(c)       Exercises judgement and initiative in dealing with a range of complex and detailed operational, conceptual or policy-related problems and tasks that may extend beyond the immediate work area.  May develop or introduce enhancements to practices, systems, procedures and services with limited reference to suitable precedent.  Demonstrates a sound understanding and ability to interpret professional standards, practices and theory.

 

(d)       Works under guidance of a senior specialist or professional manager.  Work may be reviewed periodically or at key stages for soundness of judgement and adherence to organisational or sector-wide objectives and policies.

 

(e)       The outcome of work, including decisions, is usually intermediate to long-term and may have considerable effect and impact on the objectives and performance of service delivery for clients, collections or co-workers, or on sector-wide policy or performance/compliance.  Work may contribute to the body of professional, subject or policy area knowledge.

 

Archivist Grade 4

 

A professional manager or senior specialist at this level:

 

(a)       Leads and manages significant organisational service/s, project/s or program/s, and/or provides authoritative highly specialised advice to senior management, the organisation as a whole or external parties.  May initiate and implement a major archives/records project or program, or oversee the operations and systems of a substantial archives/records program in an agency.

 

(b)       Requires significant knowledge of archival/record keeping concepts, principles and theory extending across multiple aspects of the discipline. Also requires either significant management expertise or standing as a recognised internal or external authority on system/s, collection/s, service/s or policy area/s of significance to the organisation, industry or profession.

 

(c)       Exercises independent or interpretive judgement and initiative in dealing with a range of highly complex and detailed operational or conceptual problems and tasks. Is able to create new systems, standards or approaches and interpret information where there is little or no precedent.  Demonstrates an extensive understanding of professional standards and multiple aspects of archives/record keeping that require new and unique solutions.

 

(d)       Works with occasional managerial or professional review or independently as a recognised specialist. Work is primarily reviewed for effectiveness and progress towards agreed objectives.

 

(e)       The outcome of work, including decisions, has significant long-term effect, and usually contributes substantially to organisational performance and/or to the body of professional, subject or policy area knowledge. Work has significant legal, policy or service delivery implications at an organisational or sector-wide level.

 

Archivist Grade 5

 

A senior professional manager or principal specialist at this level:

 

(a)       Leads and directs a branch or program of strategic significance to the organisation, and/or provides authoritative advice of the highest order on an area of specialist or policy expertise or significance to the organisation, industry, profession or sector.

 

(b)       Requires extensive knowledge of archives/record keeping concepts, principles and theory extending across multiple aspects of the discipline. Requires extensive management expertise and detailed knowledge of policy and/or service delivery and development issues, and/or standing as a recognised authority of the highest level on system/s, collection/s, service/s or policy area/s, or an area of the discipline of significance to the organisation, industry, profession or sector.

 

(c)       Exercises critical or managerial judgement and initiative of the highest order to anticipate, conceptualise and resolve sophisticated problems that have strategic organisational impact.  Is able to independently conceive of and implement program objectives and strategies, or new systems or approaches in the absence of precedent.

 

(d)       Work is primarily guided by organisational policies and administrative controls.

 

(e)       The impact of decisions and actions is strategic.  Work contributes substantially to organisational performance and/or the body or professional, subject or policy area knowledge and has significant legal, policy or service delivery implications at an organisational or sector-wide level.

 

Library Assistant

 

A practitioner at this level:

 

(a)       Performs routine activities to gain practical experience required for the operation of information systems and services to clients.

 

(b)       Requires ability to develop skills in, and knowledge of library and information standards, procedures, practices and operations, and specific library collections obtained from formal course work and/or workplace training.

 

(c)       Exercises judgment, where a choice of action is available within the application of clearly established standards, practices and procedures.

 

(d)       Works under direct supervision of a senior paraprofessional or a professional, but exercises increasing autonomy in prioritising and completing tasks.  This may involve working co-operatively in the organisation of work.

 

(e)       The outcome of work undertaken is usually of direct, but short-term effect on clients, collections and co-workers.

 

Library Technician Grade 1

 

A paraprofessional practitioner at this level:

 

(a)       Performs and/or assists in co-ordinating activities required for the operation and maintenance of library and information services and systems.

 

(b)       Requires sound knowledge and skill and the ability to develop expertise in library and information management concepts necessary to undertake a varied range of tasks in library procedures and operations.

 

(c)       Exercises judgment in dealing with a range of general or specialist tasks and problems, with reference to established standards, practices and procedures. Some adaptation of systems, standards or practices may be undertaken.

 

(d)       Works under general supervision of a senior paraprofessional or a professional or manager.  Works either individually or co-operatively as a member of a team, or as the leader of a small non-hierarchical team.

 

(e)       The outcome of work is usually direct or short-term to intermediate, but may be long term in its effect on clients, collections and co-workers.  Work may assist in the formulation of procedures or policies.

 

Library Technician Grade 2

 

An experienced paraprofessional practitioner or specialist at this level:

 

(a)       Performs and co-ordinates activities required for the operation and maintenance of information services and systems at a comprehensive level.  May manage discrete library and information management projects or coordinate the operations and systems of a unit or team.

 

(b)       Requires substantial knowledge and skill, as well as a high level of proficiency and expertise in library and information principles and theory necessary to undertake a wide range of tasks in library procedures and operations.

 

(c)       Exercises judgment in dealing with a range of complex or specialist tasks and problems, and in the application of principles and theory.  Is able to adapt systems, standards or priorities, and deviate substantially from precedent.

 

(d)       Works under minimal direction of a senior professional or manager, and is reviewed occasionally or at key stages.  Work may be undertaken individually as a specialist or co-operatively as a member of a non-hierarchical team, or as a leader or supervisor of a team.

 

(e)       The outcome of work may have a long-term effect on clients, collections, co-workers or other agencies.  Develops or applies work practices, procedures or policies in their area of responsibility.  Work may contribute to the body of knowledge in library and information services, or area of specialisation.

 

Librarian Grade 1

 

A professional practitioner at this level:

 

(a)       Provides professional library and information services and/or assists in the development of library and information services and systems. May co-ordinate discrete library and information management projects or assist in the operations and systems of a unit, team or library service.

 

(b)       Requires sound knowledge of library and information service concepts, principles and theory, and a sound understanding of library systems, practices and procedures.

 

(c)       Exercises judgment in dealing with a range of operational and/or conceptual tasks and problems with reference to established standards, practices and procedures.  Is able to adapt systems, standards or priorities and deviate to a limited extent from precedent.  With experience may solve non-routine problems by applying principle and theory with reference to precedent.

 

(d)       Works under general supervision of a senior professional or manager.  Works either individually or co-operatively as a member of a team or as the leader of a small non-hierarchical team.

 

(e)       The outcome of work is usually direct or short-term to intermediate, but may be long term in its effect on clients, collections and co-workers.  Work may assist in the formulation of procedures or policies and contribute to the body of professional knowledge.

 

Librarian Grade 2

 

An experienced professional practitioner and/or developing specialist at this level:

 

(a)       Provides complex or specialist library and information services.  May co-ordinate/supervise a discrete library and information management project, or the operations and systems of a unit, team or library service.

 

(b)       Requires a well-developed knowledge of library and information management concepts, principles and theory, and well-developed skills in the application of library and information systems, collections, services or subject knowledge.

 

(c)       Exercises judgment and initiative in dealing with a wide range of complex tasks and problems, with reference to established standards, practices and procedures.  Is able to adapt systems, standards or priorities and deviate substantially from precedent.

 

(d)       Works under general direction of a senior professional or manager.  Works either individually as a specialist or co-operatively as a member of a non-hierarchical team, or as a leader or supervisor of a team or discrete project.

 

(e)       The outcome of work including decisions is direct, but may be long term in its effect on clients, collections and co-workers.  May assist in the formulation of policy and advice to senior management.  Work often contributes to the body of professional knowledge.

 

Librarian Grade 3

 

A senior professional practitioner, manager and/or specialist at this level:

 

(a)       Manages and/or provides complex or specialist library and information services.  May manage substantial library and information management projects, or the operations and systems of a unit, team or library service.

 

(b)       Requires substantial knowledge of library and information management concepts, principles and theory.  Has a high-level of proficiency and expertise in specific systems, collections, services or subject knowledge.  Requires either management expertise or standing as a recognised internal authority in an area of the discipline of significance to the organisation.

 

(c)       Exercises judgment and initiative in dealing with a range of complex and detailed operational or conceptual problems and tasks that may extend beyond the immediate work area.  May develop and/or introduce enhancements to practices, systems and procedures with limited reference to precedent.  Demonstrates a sound understanding and ability to interpret professional standards, practices and theory.

 

(d)       Works under guidance of a senior professional or manager.  Work may be reviewed periodically or at key stages for soundness of judgment and adherence to organisational objectives and policies.

 

(e)       The outcome of work including decisions is usually intermediate to long term, and may have considerable effect and impact on the objectives and performance of service delivery for clients, collections and co-workers within the legal, library and information management context.  May formulate policy and advice to senior management.  Work often contributes to the body of professional, subject or policy area of knowledge.

 

Librarian Grade 4

 

A principal professional practitioner and/or senior manager and/or senior specialist at this level:

 

(a)       Leads and manages significant organisational service/s, project/s or program/s, and/or provides authoritative highly specialised advice to senior management, the organisation as a whole, or external parties.  May initiate and implement a major library and information management project or program, or oversee the operations and systems of a significant unit, team or library service.

 

(b)       Requires and applies significant knowledge of library and information management concepts, principles and theory extending across multiple aspects of the profession.  Also requires either significant management expertise or standing as a recognised internal or external authority on systems, collections, services or subject knowledge, or an area of the discipline of significance to the organisation, industry or profession.

 

(c)       Exercises independent or interpretive judgment and initiative in dealing with a range of highly complex and detailed operational or conceptual problems and tasks.  Is able to create new systems, standards or approaches and interprets information where there is little or no precedent.  Demonstrates an extensive understanding of professional standards and multiple aspects of library and information services that may require new or unique solutions.

 

(d)       Works with occasional managerial or professional review or independently as a recognised specialist.  Work is primarily reviewed for effectiveness and progress towards agreed organisational objectives.

 

(e)       The outcome of work including decisions has significant long-term effect, and usually contributes substantially to organisational performance, and/or to the body of professional or subject knowledge.  Work is expected to have significant policy, legal or service delivery implications at the organisational level and may also have an impact at the State or National level.

 

Librarian Grade 5

 

A principal professional manager and/or principal specialist at this level:

 

(a)       Leads and directs a branch or program or library service of strategic significance to the organisation and/or provides authoritative advice of the highest order in an area of specialist expertise of significance to the organisation, industry or profession.

 

(b)       Requires extensive knowledge of library and information management concepts, principles and theory extending across multiple aspects of the profession. Requires extensive management expertise and detailed knowledge of service delivery and development issues, and/or standing as a recognised authority on systems, collections, services, or subject knowledge, or an area of the discipline of significance to the organisation, industry or profession.

 

(c)       Exercises critical or managerial judgment and initiative to anticipate, conceptualise and resolve sophisticated problems that have strategic organisational impact.  Is able to independently conceive of, and implement program objectives and strategies, or new systems or approaches in the absence of precedent.

 

(d)       Work is primarily guided by organisational policies and administrative controls.

 

(e)       The outcome of work, including decisions is strategic, and contributes substantially to organisational performance, or to the body of professional or subject knowledge.  Work has significant legal, policy or service delivery implications at the organisational, State or National level.

 

6.  Commencing Rates of Pay

 

6.1      An employee assigned as a Librarian or Archivist Grade 1 who has a qualification acceptable for appointment that required three years full-time study (or equivalent for part-time) shall have a commencing salary of not less than the rate prescribed for the first year of service as set out in Part B of the Crown Employees (Public Sector - Salaries 2019) Award or any replacement award.

 

6.2      An employee assigned as a Librarian or Archivist Grade 1 who has a qualification acceptable for appointment that required a minimum of four years full-time study (or equivalent for part-time) shall have a commencing salary of not less than the rate prescribed for the second year of service as set out in Part B of the Crown Employees (Public Sector - Salaries 2019) Award. or any replacement award

 

7.  Conditions of Employment

 

The employees regulated by this award shall be entitled to the conditions of employment as set out in this award and, except where specifically varied by this award, the Crown Employees (Public Service Conditions of Employment) Reviewed Award 2009 and the Crown Employees (Public Sector - Salaries 2019) Award or any awards replacing these awards.

 

8.  Anti-Discrimination

 

8.1      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.

 

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.

 

8.2      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.

 

8.3      Nothing in this clause is to be taken to affect:

 

(a)       any conduct or act which is specifically exempted from anti-discrimination legislation;

 

(b)       offering or providing junior rates of pay to persons under 21 years of age;

 

(c)       any act or practice of a body established to propagate religion which is exempted under section 56(d) of the Anti-Discrimination Act 1977;

 

(d)       a party to this award from pursuing matters of unlawful discrimination in any State or federal jurisdiction.

 

8.4      This clause does not create legal rights or obligations in addition to those imposed upon the parties by the legislation referred to in this clause.

 

(a)       Employers and employees may also be subject to Commonwealth anti-discrimination legislation.

 

(b)       Section 56(d) of the Anti-Discrimination Act 1977 provides:

 

"Nothing in the Act affects ... any other act or practice of a body established to propagate religion that conforms to the doctrines of that religion or is necessary to avoid injury to the religious susceptibilities of the adherents of that religion."

 

9.  Grievance and Dispute Resolution Procedures

 

9.1      All grievances and dispute resolution relating to the provisions of this award shall initially be dealt with as close to the source as possible, with graduated steps for further attempts at resolution at higher levels of authority within the appropriate agency, if required.

 

9.2      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.

 

9.3      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.

 

9.4      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.

 

9.5      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.  This sequence of reference to successive levels of management may be pursued by the employee until the matter is referred to the agency head.

 

9.6      The agency head may refer the matter to the Industrial Relations Secretary for consideration.

 

9.7      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 any action, in relation to the matter.

 

9.8      An employee, at any stage, may request to be represented by their union.

 

9.9      The employee or the union on their behalf, or the agency head may refer the matter to the Industrial Relations Commission of New South Wales if the matter is unresolved following the use of these procedures.

 

9.10    The employee, union, agency, and the Industrial Relations Secretary shall agree to be bound by any order or determination by the Industrial Relations Commission of New South Wales in relation to the dispute.

 

9.11    Whilst the procedures outlined in subclauses 9.1 to 9.10 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. In a case involving work health and safety, if practicable, normal work shall proceed in a manner that avoids any risk to the health and safety of any employee or member of the public.

 

10.  Area, Incidence and Duration

 

This award applies to employees in the classifications of Librarian, Library Assistant, Library Technician or Archivist employed under the Government Sector Employment Act 2013.

 

This award is made following a review under section 19 of the Industrial Relations Act 1996 and rescinds and replaces the Crown Employees (Librarians, Library Assistants, Library Technicians and Archivists) Award published 21 October 2016 (380 I.G. 1046), as varied.

 

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.

 

This award remains in force until varied or rescinded, the period for which it was made having already expired.

 

PART B

 

MONETARY RATES

 

Schedule 1 - Salaries

 

 

 

 

P. M. KITE, Chief Commissioner

 

 

____________________

 

 

Printed by the authority of the Industrial Registrar.