Crown Employees (Office of Sport - Services
Officers) Award
INDUSTRIAL RELATIONS
COMMISSION OF NEW SOUTH WALES
Review of Award pursuant to Section 19 of the Industrial
Relations Act 1996.
(Case No. 134083 of 2019)
Before Chief Commissioner Kite
|
19 September 2019
|
REVIEWED
AWARD
Arrangement
PART A
Clause No. Subject
Matter
1. Title
2. Definitions
3. Parties
4. Objects
of the Award
5. Temporary
and Casual Employees
6. Salaries
7. Uniforms
and Laundry Allowance
8. Hours of
Duty
9. Overtime
10. Leave
11. Weekends
and Public Holidays
12. Allowance
for temporary assignments to higher non-executive roles
13. Public
Service Holiday
14. Annual Leave
Loading
15. Flexible
Use of Staff
16. Anti-Discrimination
17. Work Health
and Safety
18. Grievance
and Dispute Settling Procedures
19. Deduction
of Union Membership Fees
20. Consultative
Committee
21. Area,
Incidence and Duration
SCHEDULES
1. Centre Locations
2. Services
Officer Competencies
3. Assistant
Services Officer Competencies
PART A
1. Title
This Award will be known as the Crown Employees (Office of
Sport - Services Officers) Award.
2. Definitions
“Agency” - Means the Office of Sport.
“Agency Head” - Means the Chief Executive of the Office of
Sport.
"Association/PSA" - Means the Public Service
Association and Professional Officers’ Association Amalgamated Union of New
South Wales.
"Assistant Services Officer" - Means employees
performing work previously performed by the classifications of Gatekeeper,
Kiosk Attendant, Kiosk Supervisor, Pool Attendant, Housekeeper and Residential
Assistant.
"Centre" - Means an Agency establishment or site
as listed at Schedule 1 - Centre Locations. It also includes any place
designated as part of, or as an annex to, such an establishment.
“Chief Executive” - Means the Chief Executive of the Office
of Sport.
"Emergency" - Means any major and unexpected
change in client demand; a sudden staff shortage that could not have been
planned for; a major climatic disturbance or other incident that has a
significant effect on the safety of clients, staff or structures.
"Employee" - Means all persons permanently or
temporarily employed under the provisions of the Government Sector Employment Act 2013 and who is at the operative
date of this Award were occupying one of the positions covered by this Award,
or who after that date, are appointed to or employed in any such position.
"Industrial Relations Secretary" has the same
meaning as in the Government Sector Employment Act 2013.
"Manager" - Means a person occupying a position of
Centre Manager or Venue Manager within a Centre or Venue.
"Service" - Means continuous service with the
Agency.
"Venue" - Means an Agency establishment or site as
listed at Schedule 1 - Venue Locations. It also includes any place designated
as part of, or as an annex to, such an establishment.
3. Parties
3.1 This award has
been made between the following parties:
Public Service Association and Professional Officers
Association Amalgamated Union of New South Wales
Office of Sport
Industrial Relations Secretary
4. Objects of the
Award
4.1 The Agency and
the employees covered by this Award are committed to working together to ensure
a healthy and safe working environment.
4.2 The Agency will
provide adequate work health and safety training and systems to support this
objective. Employees will cooperate in undertaking that training and applying
their knowledge in their duties.
4.3 The Agency will
provide the means, including training in alternative techniques and products,
to ensure that employees apply environmentally sound practices in carrying out
their duties.
4.4 The Agency and
its employees recognise that flexibility and continuous improvement are
necessary for the organisation to provide excellent client service. This
ability to adjust to the changing needs of customers and competition within the
industry will enhance the organisation’s reputation; underpin job security and
support the viability of the organisation’s business. Employees under this
award are an important part of the Centre support team. They apply their skills
flexibly and play a critical role in ensuring that the Agency’s assets are
protected and maintained and that Centres are safe, welcoming and attractive.
4.5 The Agency will
provide opportunities for employees to develop their skills and undertakes to
pay for those skills in accordance with the competency framework and
organisational need. The Agency will assist employees to record their
achievements and qualifications in a portfolio. This will provide employees
with a tangible record of their skills that may be used to further their career
development and employment opportunities.
In turn employees undertake to develop and apply their skills to the
best of their ability.
4.6 The Agency and
its employees are committed to fostering an excellent quality of working life
and fair employment practices. The Agency undertakes to assist employees to
balance work and family responsibilities in keeping with its objective of being
an employer of choice.
4.7 The Agency and
its employees value teamwork, open communications and a harmonious workplace
and undertake to work together in a spirit of cooperation.
5. Temporary and
Casual Employees
5.1 A temporary
employee is one engaged to undertake the duties covered by this award under
section 43(1)(a) of the Government Sector
Employment Act 2013.
5.2 A temporary
employee may be employed to undertake work for a regular fixed period to carry
out a project or task, to undertake the duties of a vacant role, to provide
additional assistance, or for any other reasons that is consistent with section
43(3) of the Government Sector Employment Act 2013.
5.3 Temporary
employees will receive a salary commensurate with the individual's level of
knowledge and experience as determined by the Manager in accordance with rates
provided in the Crown Employees (Public Sector - Salaries 2019) Award,
5.4 A casual
employee is one engaged to undertake the duties covered by this award under
section 43(1)(c) of the Government Sector Employment Act
2013.
5.5 A casual
employee may be employed to undertake work on an hourly basis to carry out work
that is irregular, intermittent, short term, urgent or arising from an
emergency or for any other reason that is consistent with section 43(4) of the Government Sector Employment Act 2013.
5.6 Casual employees
will receive a salary commensurate with the individual's level of knowledge and
experience as determined by the Manager in accordance with the hourly rates
provided in the Crown Employees (Public Sector - Salaries 2019) Award and will receive a 15% loading during
the period of employment. At the
completion of the employment period, the casual employee will also be paid
4/48th of ordinary pay earned during their period of employment in lieu of
annual leave benefits.
5.7 Casual Employees
shall also receive the following entitlements in accordance with the Crown
Employees (Public Service Conditions of Employment) Reviewed Award 2009:
(a) Unpaid parental
leave in accordance with paragraph 12.5.4;
(b) Personal
Carer’s entitlement in accordance with subclause 12.6; and
(c) Bereavement
entitlement in accordance with subclause 12.7.
6. Salaries
6.1 Salary rates are
specified at Crown Employees (Public Sector - Salaries 2019) Award.
6.2 Salary rates in
this award are set in accordance with the Crown Employees (Public Sector -
Salaries 2019) Award or any variation or replacement award.
6.3 The salary rates
referred to in Crown Employees (Public Sector - Salaries 2019) Award represent an all-inclusive salary
excluding the payment of overtime. The annual salary incorporates compensation
for all of the following:
Machinery allowance;
Penalty rates;
Qualifications allowance
Tool allowance; (all tools required are provided by the
Agency)
Night work allowance;
Annual leave loading
6.4 Services Officer
salary levels will be determined in accordance with
the competency structure outlined at Schedule 2.
6.4.1 New appointees to
the Agency will be appointed on probation in accordance with section 5 of the Government
Sector Employment (General) Rules 2014.
6.4.2 New appointees
will be appointed at a salary commensurate with their skills, experience and qualifications
as determined by the Manager, in accordance with the rates provided in the
Crown Employees (Public Sector - Salaries 2019) Award.
6.4.3 New appointees
will be assessed within 3 months of appointment against the competencies
required for the level to which they were appointed. Services Officers who are assessed as
competent at the level to which they were appointed will receive the salary
rate specified in the Crown Employees (Public Sector - Salaries 2019) Award
from the date of assessment. If this
assessment is not completed within 3 months of the initial date of appointment
but the Officer is later assessed as meeting the required competencies, payment
at the post-competency rate will be backdated to 3 months from the date of
initial appointment.
6.4.4 Services Officers
and Assistant Service Officers who are assessed as not possessing the
competencies required for the level to which they are appointed will be
provided with a written report within 2 weeks of the assessment which will
state which competencies they have not attained and specify further training
and development required. The staff
member will be advised that a further assessment will be conducted within 6
months of appointment. Services Officers
who are subsequently assessed as competent at the level to which they were
appointed will receive the salary rate specified in the Crown Employees (Public
Sector - Salaries 2019) Award from the date of assessment.
6.4.5 Services Officers
who are assessed as not being fully competent at any of the Services Officer
Levels and Assistant Services Officers who are assessed as not fully competent
at the level they were appointed to at the six month assessment may have their
appointment annulled in accordance with section 5 of the Government Sector
Employment (General) Rules 2014.
6.4.6 Employees
appointed on probation to positions classified as Services Officer (Groundsperson) or Services Officer (Gardener) must possess
an appropriate trade certificate and will be remunerated at Services Officer
Level 4 at the rate specified in the Crown Employees (Public Sector - Salaries
2019) Award. New appointees will be required to demonstrate the essential
competencies required for Services Officer Level 1 at which time they will be
remunerated at the rate specified for Services Officer Level 4, in the Crown
Employees (Public Sector - Salaries 2019) Award.
6.4.7 New appointees to
Services Officer (Groundsperson) and Service Officer
(Gardener) positions will be assessed within three months of appointment. Services Officer (Groundsperson)
and Service Officer (Gardeners) who are assessed as not possessing the
competencies required will be provided with a written report within two weeks
of the assessment which will state which competencies they have not attained
and specify the training and development required. The employee will be advised that a further
assessment will be conducted within six months of appointment. Services Officers appointed to these
positions who are not assessed as fully competent may
have their appointment annulled in accordance with section 5 of the Government
Sector Employment (General) Rules 2014.
6.4.8 The Agency will
provide new appointees with training and development to support the attainment
of competencies prescribed for the level at which they were appointed. The
provisions of paragraph 6.4.5 of subclause 6.4 of this clause will also apply
to new appointees.
6.4.9 Temporary
employees engaged for 3 months or less will not be required to undertake
competency assessment and will be remunerated in accordance with subclauses 5.3
or 5.4 of this award. Temporary
employees whose period of employment is extended beyond 3 months will be
required to undertake competency assessment for the level at they are employed.
6.5 Services Officer Competency
Progression
6.5.1 Assessment will
be held on the anniversary of the initial employment, unless another date is
agreed upon by the employee and Manager with the approval of the appropriate
Director, for reasons of equity, client demand or safety.
6.5.2 Assessment will
be undertaken by a member/s of management or staff who have
completed the Assessor Skill Set modules of the Certificate IV in Training and
Assessment qualification, with the assistance of an independent subject expert
if required. The assessor/s will not be an employee of the same Centre as the
employee to be assessed.
6.5.3 A list of the
competencies is attached at Schedule 2.
6.5.4 The
recommendation of the assessor/s will be provided to and discussed with the
employee before being submitted to the Manager for approval.
6.5.5 If progression is
recommended, the Manager will approve progression from the date the assessment
was held provided the employee’s manager has also certified that his/her work
performance is satisfactory.
6.5.6 If there is a
dispute over the recommendation, the matter should be handled according to the
Grievance Handling and Dispute Settling Procedure in this Award.
6.5.7 If progression is
not recommended, the employee will be provided with a written report within 2
weeks of the assessment indicating what further development or training is
required. A further assessment will be held within 6 months with the employee’s
agreement. No more than 3 assessments are to be held each year for the one
employee.
6.5.8 Where the
competency is to be assessed by a relevant certificate the Agency will pay for
the training and the renewal of certificate if the competency is required at
the employee’s current Centre.
6.5.9 Progression of
employees classified and known as Assistant Services Officers Level 1 and 2
including officers previously called Residential Assistant; Housekeeper; Kiosk
Attendant; Pool Attendant and Gatekeeper, will be by merit selection to an
available vacancy.
6.5.10 Employees
classified under this Award as Groundspersons or
Gardeners must possess an appropriate trade certificate and will also be
required to meet Level 1 essential competencies listed in Schedule 2. Employees
under this classification will be appointed by merit selection to an available
vacancy and will be remunerated at Services Officer Level 4.
7. Uniforms and
Laundry Allowance
7.1 Uniforms will be
provided and replaced in accordance with the Agency’s Uniform Policy.
7.2 A laundry
allowance will be paid fortnightly to the employee at the rate specified in the
Crown Employees (Public Service Conditions of Employment) Reviewed Award 2009
or any replacement Award.
8. Hours of Duty
8.1 Employees are
required to work 152 hours over a period of four weeks.
8.2 A minimum of 4
hours and a maximum of 12 hours will be required to be worked on any given day,
excluding meal breaks.
8.3 Hours of duty
will not be restricted to specific hours of the day. However, hours of duty
will be generally undertaken between 6.00 am and 7.00 pm. Hours to be worked
outside of these times will be rostered or requested to be undertaken only when
management considers it necessary to meet actual client demand.
8.4 Employees will
not be rostered for more than two consecutive shifts exceeding 10 hours each. Employees will be rostered for no more than
six shifts exceeding 10 hours each in any four-week roster cycle.
8.5 Employees will
not be rostered for more than 10 days in either the first or second fortnight
of the four-week roster period. Nor will they be rostered for more than 7
consecutive days over any period. Employees will be rostered off duty for a
minimum of 9 days during any roster cycle. Employees will be rostered off duty
for a minimum of two consecutive days in both the first and second fortnights
of the four-week roster period.
8.6 Employees are
not permitted to work more than five consecutive hours without taking a break
from duty of not less than thirty minutes. This break from duty is not a paid
break.
8.7 Hours of duty
are to be determined by a roster that must be displayed in an area available to
all employees no less than 7 days before the beginning of the four-week roster
cycle.
8.8 Rostered hours
of duty may be required on any day of the week including Saturdays, Sundays and
Public Holidays. Employees will not be rostered for duty on more than two
weekends in any four-week roster cycle.
8.9 The distribution
of weekend, Public Holiday and out-of-hours work will
be allocated equitably between all employees subject to the ability of the
Centre to meet client demand.
8.10 In emergencies,
rosters may be varied by the Manager or Services Co-ordinator, provided that 24
hours' notice is given to the employee.
8.11 If an employee's
rostered hours of duty are varied with insufficient notice, as required by
subclause 8.10 of this clause, the employee will receive payment at the rate of
double time for all hours which represent the difference between the hours of
duty originally rostered and those being requested of the employee. The
employee may choose to take time in lieu of payment of overtime.
8.12 Local
arrangements to apply at particular Centres may be negotiated between an
employee and the Manager or Services Co-ordinator. All local arrangements must be documented and
approved by the relevant Director. The
PSA will be informed about permanent or long-term arrangements.
8.13 Employees are
entitled to a minimum 10 hour break from duty between the end of one shift and
the beginning of the next. If such a
break is not provided, the employee is entitled to receive payment at overtime
rates as calculated in accordance with Clause 9 for all work undertaken until a
10 hour break can be provided.
9. Overtime
9.1 Overtime refers
to:
(a) hours
of duty undertaken during a four week roster cycle in excess of 152;
(b) hours of duty undertaken on days which are in excess of 10
days in any fortnight (.: the eleventh, twelfth, thirteenth or fourteenth days
rostered in a fortnight);
(c) hours undertaken on the twentieth day of rostered duty in a
roster cycle;
(d) hours undertaken beyond the hours of duty rostered on a
particular day;
(e) hours undertaken on any consecutive days worked in excess of
10 days until such time as a break in duty occurs of a minimum of one full day.
9.2 Overtime will be
paid to employees at double the ordinary hourly rate. This is calculated by
dividing the weekly rate of pay (: annual salary divided by 52.17857) by 38.
9.3 Overtime will be
paid in the first available pay period following the end of the roster cycle.
9.4 An employee may
choose to take leave in lieu of payment for all or part of his/her overtime
entitlement. Leave in lieu may be accrued to a maximum of 80 hours and is to be
taken at a time convenient to both the employee and the Agency.
9.5 Leave in lieu of
payment in accordance with subclause 9.4 will accrue at the rate of two hours
for each hour overtime undertaken and proportionately for periods of less than
one hour. Proportions of overtime of less than 15 minutes will be disregarded
in determining the amount of accrued leave in lieu.
9.6 The minimum
period of leave in lieu that an employee can take is two hours. Leave in lieu
must be taken in full-hour multiples.
9.7 Any overtime
accrued beyond 80 hours will be automatically paid to the employee.
9.8 Managers and
employees should make every effort to ensure leave in lieu entitlements are
utilised prior to the termination of services.
Payment for outstanding leave in lieu balances will only be made on the
termination of the employee’s services in exceptional circumstances, such as
death or debilitating injury or illness, that result in the sudden and early
termination of the contract.
10. Leave
10.1 Leave
entitlements will be calculated in hours based on general Public Service leave
provisions included in the Crown Employees (Public Service Conditions of
Employment) Reviewed Award 2009.
10.2 All absences from
duty will be determined based on the actual number of hours an employee is
absent from duty and debited in multiples of two hours. Absences from duty,
which do not total a multiple of two hours, will be rounded up to the nearest
multiple of two hours for the purposes of debiting leave.
11. Weekends and
Public Holidays
11.1 Employees
who undertake duty on Saturdays, Sundays or Public Holidays will receive
compensation of additional recreation leave based on the following scale:
Number of
Saturdays, Sundays and/or Public Holidays worked in the year
|
Additional Leave
|
|
|
1 December to 30
November
|
|
8 - 12
|
1 day
|
13 - 20
|
2 days
|
21 - 30
|
3 days
|
31 - 40
|
4 days
|
41 or more
|
5 days
|
11.2 The number of
days to be worked to entitle an employee to accrue additional recreation leave
refers to the actual number of days the employee is required to undertake duty
on either a Saturday, Sunday or Public Holiday. It is irrelevant how many hours
the employee is required to perform on those days.
11.3 For the purposes
of rostering, Public Holidays will be credited as 8 hours even if an employee
is not required to attend for duty or is required for duty for less than 8
hours on that day. If an employee is required to work on a Public Holiday for
more than 8 hours, the actual hours of duty on that day will be credited
against the roster.
11.4 Employees
required to undertake work on weekends and/or Public
Holidays are also entitled to the following additional salary entitlements:
Number of
Saturdays, Sundays and Public Holidays Worked in the year
|
Additional Salary
Entitlement
|
1 December to 30
November
|
%
|
5 - 9
|
½
|
10 - 14
|
1
|
15 - 19
|
1 ½
|
20 - 24
|
2
|
25 - 29
|
2 ½
|
30 - 34
|
3
|
35 - 39
|
3 ½%
|
40 - 44
|
4
|
45 - 49
|
4 ½
|
50 or more
|
5
|
11.5 Accrued leave
entitlements will be made available to employees on an annual basis on 1
December of each year. Accrued salary entitlements under this clause will be
paid to employees in the first available pay period after 1 December each year
or the first available pay after a quarterly claim has been lodged.
12. Allowance for
Temporary Assignments to Higher Non-Executive Roles
12.1 A Public Service
non-executive employee who is temporarily assigned by the Agency Head under the
Government Sector Employment (General) Rules 2014 to another non-executive role
at a higher classification of work than the employee’s current classification
of work shall be paid an allowance in accordance with the provisions of clause
20 of the Government Sector Employment Regulation 2014.
13. Public Service
Holiday
13.1 All employees
will be entitled to receive one day off duty each year as the "Public
Service Holiday".
13.2 The Public
Service Holiday will be any one of the calendar days that fall within the last
calendar fortnight of each year and will be considered to be an 8-hour day to
be credited towards the 152-hour, 4-week roster cycle.
13.3 The Manager will
determine which day is to be granted to an employee as a Public Service
Holiday.
13.4 Employees will be
advised of the date of the Public Service Holiday no later than 1 December each
year.
13.5 The Public
Service Holiday provided for in this clause is in lieu of all picnic days
provided for under any other industrial instruments.
14. Annual Leave
Loading
14.1 Total salary
rates provided for by this Award incorporate annual leave loading of 17.5% of
four weeks’ pay at the employee’s annual salary or equivalent.
15. Flexible Use of
Staff
15.1 Employees may be
required, at the direction of the Manager or Services Co-ordinator, to
undertake general kitchen duties.
15.2 The discretion of
management to use staff in accordance with subclause 15.1 will be used only in
situations where client demand requires it.
15.3 No employee will
be required to undertake kitchen duties unless they have been sufficiently
instructed or are supervised by an appropriately trained person.
15.4 An employee’s
place of work may be changed from one Centre to another on a temporary basis
for reasons of skills transfer, to meet seasonal or unexpected client demand,
emergency or at the employee’s request.
15.5 If a Centre is
closed due to seasonal demand, or is temporarily not providing services for
reasons of emergency, employees may be asked either to temporarily relocate to
another Centre for up to one roster period with extension available with mutual
agreement or, alternatively, to take accrued leave.
15.6 Subclauses 15.4
and 15.5 will be subject to consultation with the employee and personal
circumstances will be taken into account.
15.7 Travelling
compensation for employees who are temporarily relocated is governed by clauses
26-33 of the Crown Employees (Public Service Conditions of Employment) Reviewed
Award 2009.
16. Anti-Discrimination
16.1 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.
16.2 It follows that
in fulfilling their obligations under the Grievance and Dispute Resolution
Procedures prescribed by this Award at Clause 18 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.
16.3 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.
16.4 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.
16.5 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.
16.5.1 Employers and
employees may also be subject to Commonwealth anti-discrimination legislation.
16.5.2 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."
17. Work Health and
Safety
17.1 The Agency is committed to
providing a safe and healthy workplace. The Agency will ensure that no employee
is requested to perform work for which she/he is not adequately trained. The
Agency will provide training in all required aspects of chemicals handling, use
of machinery, manual handling and other aspects of work integral to the duties
to be carried out.
18. Grievance and
Dispute Settling Procedures
18.1 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 appropriate
agency, if required.
18.2 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.
18.3 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 Chief Executive or delegate.
18.4 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.
18.5 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. The employee may pursue the sequence of
reference to successive levels of management until the matter is referred to
the “Chief Executive”
18.6 The Chief
Executive may refer the matter to the Industrial Relations Secretary for
consideration.
18.7 If the matter
remains unresolved, the Chief Executive 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.
18.8 An employee, at
any stage, may request to be represented by the Association.
18.9 The employee or
the Association on their behalf, or the Chief
Executive may refer the matter to the New South Wales Industrial Relations
Commission if the matter is unresolved following the use of these procedures.
18.10 The employee,
Association, Chief Executive and the 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.
18.11 Whilst the
procedures outlined in subclauses 18.1 to 18.10 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, 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.
19. Deduction of Union
Membership Fees
19.1 The Association
will provide the Agency with a schedule setting out fortnightly union
membership fees payable by members of the union in accordance with the union’s
rules.
19.2 The Association
will advise the Agency of any change to the amount of fortnightly union
membership fees made under its rules.
Any variation to the schedule of fortnightly union membership fees
payable will be provided to the Agency at least one month in advance of the
variation taking effect.
19.3 Subject to
subclauses 19.1 and 19.2 of this clause, the Agency will deduct union
fortnightly membership fees from the pay of any employee who is a member of the
Association in accordance with the Association’s rules, provided that the
employee has authorised the Agency to make such deductions.
19.4 These deductions
from an employee’s pay will be forwarded regularly to the Association together
with all necessary information to enable the Association to reconcile and
credit subscriptions to the employee’s union membership accounts.
19.5 Unless the Agency
and the Association agree to other arrangements, all union membership fees will
be deducted on a fortnightly basis.
19.6 Where an employee
has already authorised the deduction of union membership fees from his or her
pay before this clause taking effect, nothing in this clause will be read as
requiring the employee to make a fresh authorisation in order for such
deductions to continue.
20. Consultative
Committee
20.1 The parties will
use the Agency’s Joint Consultative Committee to consider issues raised in relation to the Award and to recommend action if
necessary. The parties agree to consider
issues in a consultative and cooperative manner.
20.2 Recommendations
from the Committee will be submitted to the Chief Executive with a request for
a report back to the Committee.
21. Area, Incidence
and Duration
21.1 This award will
apply to all employees employed for the purposes of providing general services
to Centres and Venues.
21.2 The employees
regulated by this award will be entitled to the conditions of employment as set
out in this award and, except where specifically varied by this award, existing
conditions provided for by the Government
Sector Employment Act 2013, the Government Sector Employment (General)
Rules 2014, the Government Sector Employment Regulation 2014, the Crown
Employees (Public Service Conditions of Employment) Reviewed Award 2009 and the
Crown Employees (Public Sector - Salaries 2019) Award or any replacement
awards.
21.3 This award is
made following a review under section 19 of the Industrial Relations Act 1996 and rescinds and replaces the Crown Employees (Office of Sport - Services Officers)
Award published 16 December 2016(381 I.G. 47),
as varied.
21.4 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 19 September 2019.
21.5 This award
remains in force until varied or rescinded, the period for which it was made
having already expired.
21.6 Changes made to this award
subsequent to it first being published on 26 October 2007 (364 I.G. 15) have
been incorporated into this award as part of the review process.
Schedule 1
Addresses at which the Enterprise is carried out:
Centre Locations
Berry Sport and Recreation Centre
660 Coolangatta Road
BERRY NSW 2535
Borambola Sport and Recreation
Centre
1980 Sturt Highway
WAGGA WAGGA NSW 2650
Broken Bay Sport and Recreation Centre
BROOKLYN NSW 2083
Lake Ainsworth Sport and Recreation Centre
Pacific Parade
LENNOX HEAD NSW 2478
Lake Burrendong Sport and
Recreation Centre
Tara Road
MUMBIL NSW 2820
Jindabyne Sport and Recreation Centre
The Barry Way
JINDABYNE NSW 2627
Lake Keepit Sport and Recreation
Centre
Fitness Camp Road
GUNNEDAH NSW 2380
Milson Island Sport and Recreation Centre
BROOKLYN NSW 2083
Myuna Bay Sport and Recreation
Centre
Main Road
DORA CREEK NSW 2264
Point Wolstoncroft Sport and
Recreation Centre
Kanangra Drive
GWANDALAN NSW 2259
Sydney Academy of Sport and Recreation
Wakehurst Parkway
NARRABEEN NSW 2101
Venue Locations
Sydney International Equestrian Centre
Wallgrove Road
HORSLEY PARK NSW 2164
Sydney International Regatta Centre
Gate A, Old Castlereagh Rd
CASTLEREAGH NSW
2749
Sydney International Shooting Centre
Elizabeth Drive
CECIL PARK NSW 2171
Southern Highlands Regional Shooting Complex
Wattle Ridge Rd
HILL TOP NSW 2575
SCHEDULE 2
Services Officer Competencies
Services Officer - Level 1
*Services Officer (Groundsperson)
*Services Officer (Gardener)
Officers must possess all essentials plus 2 Additional
competencies
Key Task
|
Competency Required
|
Competency/Measurement
|
Essential Requirements
|
1. Drive Motor Vehicles
|
Ability to operate general
Centre vehicles including the recording of
|
Must hold a Class C drivers licence
|
|
usage
|
|
2. Understanding of WH&S
|
An ability to perform
tasks/duties required at this level to WH&S
|
Demonstrated ability to
follow safe work practices consistent with
|
|
regulations.
|
appropriate
guidelines.
|
3. Basic Grounds and Workplace Maintenance using
|
An ability to perform duties
to WH&S regulations and agency policy
|
Demonstrated ability to:
|
minor plant
|
and procedure
requirements.
|
- Maintain playing fields
including marking;
|
|
|
- Maintain existing gardens
|
|
|
- Undertake mowing and brush cutting
using minor plant to
|
|
|
manufacturer’s specifications
including refuelling and usage recording
|
|
|
- Utilise and maintain basic irrigation
equipment
|
|
|
- Maintain drainage systems including
sewer and storm water
|
|
|
blockages.
|
4. Minor Building Maintenance
|
An ability to perform duties
to WH&S regulations.
|
Demonstrated ability in areas
such as:
|
|
|
- Repairing and maintaining Flyscreens
|
|
|
- Maintaining light bulbs and
fluorescent tubes
|
|
|
- Building cleaning not
covered by contracted services (e.g. spillage)
|
5. Handling of Goods and Stores
|
An ability to perform duties
to WH&S regulations and Agency policy
|
Demonstrated ability to:
|
|
and
procedure requirements.
|
- Transport materials and
equipment
|
|
|
- Lift and handle goods and
stores in a safe manner
|
|
|
(manual handling)
|
6. Awareness of the Agency's Child Protection
|
An ability to work in a
manner consistent with the principles and
|
Policy
guidelines are read, understood and are followed. Agency
|
Policy
|
guidelines
outlined in this policy.
|
training
in child protection is completed.
|
7. Work in a manner consistent with equity principles
|
An ability to work in a
manner consistent with equity Principles.
|
Equity guidelines are
followed.
|
8. Client Liaison
|
An ability to present a professional
appearance and manner.
|
Demonstrates a consistent
level of professional appearance and
|
|
|
manner
in all liaison and interaction with clients. Comply with
|
|
|
Agency uniform policies and
guidelines.
|
9. Basic swimming pool maintenance
|
An ability to maintain and supervise
a swimming pool to institutional
|
Undertake relevant modules of
the TAFE Statement of Attainment
|
|
and small
public pool level.
|
Aquatic Operations,
or an equivalent qualification.
|
Additional Requirements
|
10. Fire management
|
An ability to assist in
general fire and bush fire prevention and fire
|
Demonstrated ability to:
|
|
control.
|
- Implement reduction in fire
fuel build up;
|
|
|
- Use fire fighting equipment
including pumps and fire extinguishers;
|
|
|
- Use and maintain hydrants
and fire hose reels.
|
|
|
- Possess a
knowledge of maintaining fire breaks.
|
11. First aid
|
Undertake St. John’s
Ambulance Certificate or equivalent.
|
Certification.
|
|
|
|
12. Power Tool Operation
|
Ability to utilise general
power tools in a safe manner.
|
Knowledge of the safe
operation and an ability to use a range of power
|
|
|
tools such as drills, saws
and sanders consistent with the requirements
|
|
|
of
day-to-day maintenance.
|
13. Catering
|
General knowledge of kitchen operations
and an ability to assist
|
Knowledge of and ability to
apply:
|
|
Catering Officers.
|
- Basic food preparation;
|
|
|
- Hygiene and waste disposal processes;
|
|
|
- Food storage and handling;
|
|
|
- Kitchen safety.
|
14. Maintenance of Minor Plant
|
An ability to maintain a
range of Minor plant to operational level.
|
Can demonstrate an ability to
undertake routine maintenance to ensure
|
|
|
that minor plant is maintained
in operational condition
|
|
|
(e.g.
change mower blades).
|
15. Radio Operation (in Centres with radio systems)
|
Ability to operate radios as
per Agency and Australian
|
Knowledge of radio operation protocol
and an ability to apply this
|
|
Communications Authority
protocols.
|
knowledge
to A satisfactory level.
|
|
|
|
|
*NOTE
Employees engaged as Services Officer (Gardener) and
Services Officer (Groundsperson) are required to
possess one of the following indicated qualifications (or an equivalent
qualification) in addition to the competency requirements listed for Services
Officer Level 1:
Services Officer (Gardener)
|
Horticulture Certificate III
|
|
Horticulture (Landscape) Certificate III
|
|
Horticulture (Parks and Gardens) Certificate III
|
Services Officer (Groundsperson)
|
Horticulture Certificate III
|
|
Horticulture (Turf Management) Certificate III
|
|
Services Officer- Level 2
|
Services Officer -
Level 2
Officers must possess
all Essentials from this and previous levels plus 2 Additional Competencies
Key Task
|
Competency Required
|
Competency/Measurement
|
Essential Requirements
|
1. Power Tool Operation
|
Ability to utilise general
power tools in a safe manner.
|
Knowledge of the safe
operation and ability to use a range of power
|
|
|
tools such as drills, saws
and sanders consistent with the
|
|
|
requirements
of day- to-day maintenance.
|
2. Catering
|
General knowledge of kitchen operations
and an ability to assist
|
Knowledge of and ability to
apply:
|
|
Catering Officers.
|
- Basic food preparation;
|
|
|
- Hygiene and waste disposal processes;
|
|
|
- Food storage and handling;
|
|
|
- Kitchen safety.
|
3. Radio Operation (in Centres with radio systems)
|
Ability to operate radios as
per Agency and Australian
|
Knowledge of radio operation protocol
and an ability to apply this
|
|
Communications Authority Protocols.
|
knowledge.
|
4. Electrical
|
Ability to apply safety
practices with regard to general electrical
|
Demonstrate:
|
|
maintenance.
|
- Knowledge of OHS guidelines
in relation to electrical equipment
|
|
|
- Ability to operate
generators and replace fuses.
|
5. Minor plant maintenance
|
Ability to maintain a range
of minor plant to specified guidelines
|
Demonstrated ability to
undertake routine maintenance.
|
|
and procedures.
|
|
|
|
|
Additional Requirements
|
|
|
6. Fire management
|
An ability to assist in
general fire and bushfire prevention and fire
|
Demonstrated ability to:
|
|
control.
|
- Implement reduction in fire
fuel build up;
|
|
|
- Use fire fighting equipment
including pumps and fire
|
|
|
extinguishers;
|
|
|
- Use fire fighting vehicles
and/or implements;
|
|
|
- Use and maintain hydrants
and fire hose reels;
|
|
|
- Possess knowledge of
establishing fire breaks.
|
7. First aid
|
Undertake St. John’s
Ambulance Certificate or equivalent.
|
Certification.
|
|
|
|
8. Administration (General)
|
Ability to maintain Administrative
Records in relation to plant and
|
Demonstrated understanding of
the Agency's administrative systems
|
|
other
equipment.
|
that relate to plant and
equipment utilisation and an ability to use
|
|
|
relevant
systems.
|
9. Drive Power Boat
|
Ability to operate Agency
powered
|
Hold a current Recreational
boating
|
|
watercraft.
|
licence
where required.
|
10. Drive Motor Vehicles (Small bus or truck up
to 8.0
|
Ability to drive Agency bus (up
to30 passengers) or a truck with no
|
Hold an appropriate current
licence (Class LR) and demonstrate
|
tonne GVM - for Centres that have
these vehicles)
|
more than two axles and a GVM
of up to but not exceeding 8.0
|
ability
to drive a mini bus and/or truck.
|
|
tonnes.
|
|
Services Officer-
Level 3
Officers must possess all essentials from this and previous
levels plus 7 Additional
Key
Task
|
Competency
Required
|
Competency/Measurement
|
Essential Requirements
|
1. Basic building and construction maintenance
|
Ability to undertake general maintenance
requirements on existing
|
Demonstrated ability to:
|
|
buildings
and/or constructions within SafeWork NSW
guidelines.
|
- Carry out repairs to indoor
and outdoor furnishings, sashes and
|
|
|
doors;
|
|
|
- Correctly prepare various
surfaces for painting;
|
|
|
- Paint/repaint buildings,
fittings, furniture, marine equipment, etc.;
|
|
|
- Undertake minor sign
writing work;
|
|
|
- Replace, repair and extend
fencing including safety fencing.
|
2. Plumbing and drainage maintenance
|
Ability to maintain existing plumbing
and drainage facilities to
|
Demonstrated ability to:
|
|
WH&S regulations and
Agency policy and procedure requirements.
|
- Undertake repairs to taps,
showers;
|
|
|
- Clear blockages in toilet
pans, urinals and sewer lines;
|
|
|
- Read and record levels of
water and/or gas
|
3. Basic road repairs
|
Ability to maintain existing road
facilities.
|
Demonstrated ability to make
minor repairs to roads and footpaths
|
4. First Aid
|
Undertake St. John’s
Ambulance Certificate or equivalent.
|
Certification.
|
5. Drive motor vehicles
|
Ability to drive Agency bus (up
to30 passengers) or a truck with no
|
Hold an appropriate current
licence (Class LR) and demonstrate an
|
(Small Bus or truck up to 8.0
tonne GVM) - for Centres
|
more than two axles and a GVM
of up to but not exceeding 8.0
|
ability
to drive a mini bus and/or truck.
|
that
have these vehicles.
|
tonnes.
|
|
6. Operate tractors with Power Take-off Implements
|
Ability to operate tractors
with Power Take-off Implements
|
Demonstrated ability to use
tractors or other PTO equipment
|
|
requirements.
|
implements such as:
|
|
|
- Spreaders and sprayers
|
|
|
- Wood chippers
|
|
|
- Post-hole digger
|
|
|
- Roller mower/slasher
|
|
|
- Cement mixer
|
Additional Requirements
|
7. Fire management
|
An ability to assist in
general fire and bushfire prevention and fire
|
Demonstrated ability to:
|
|
control.
|
- Implement reduction in fire
fuel build up;
|
|
|
- Use fire fighting equipment
including pumps and fire
|
|
|
extinguishers;
|
|
|
- Use fire fighting vehicles
and/or implements;
|
|
|
- Use and maintain hydrants
and fire hose reels;
|
|
|
- Possess knowledge of
establishing firebreaks.
|
8. Administration (General)
|
Ability to maintain Administrative
records in relation to plant and
|
Demonstrated understanding of
the Agency’s administrative systems
|
|
other
equipment.
|
that relate to plant and
equipment utilisation and an ability to use
|
|
|
relevant
systems.
|
9. Drive Power Boat (for Centres
that have powered
|
Ability to operate Agency
powered watercraft.
|
Hold a current Recreational
Boating licence where required.
|
watercraft)
|
|
|
10. Chainsaw operation
|
Ability to utilise and
maintain a chainsaw in an effective and safe
|
Certified ability to:
|
|
manner.
|
- Complete an appropriate
course of instruction in chainsaw
|
|
|
operation;
|
|
|
- Undertake chainsaw
maintenance including sharpening.
|
11. Backhoe/Front End Loader Operation
|
Ability to operate a backhoe
or a tractor with either a backhoe or a
|
Must hold a current SafeWork NSW approved permit for the
|
|
front-end loader attachment
requiring a SafeWork NSW Authority
|
operation of a front-end
loader, backhoe or backhoe attachments to
|
|
permit.
|
a
tractor.
|
12. Advanced road repairs
|
Ability to maintain existing
road facilities.
|
Demonstrated ability to grade
and maintain gravel roads including
|
|
|
gutters,
drainage and reforming.
|
13. Welding
|
Ability to apply basic
welding skills.
|
Certified ability to:
|
|
|
- Undertake silver and normal
soldering;
|
|
|
- Undertake repairs in
plastic including repairs to canoes;
|
|
|
- Undertake repairs in
aluminium including repairs to boats
|
14. Elevated Work Platform (Scaffold) for
Centres or
|
Ability to use an elevated
work platform in a safe and effective
|
Hold a current SafeWork NSW approved permit to operate an
|
Academies that have this equipment
|
manner.
|
Elevated Work Platform.
|
15. Advanced Building and Construction
Maintenance.
|
Ability to undertake advanced
maintenance requirements on existing
|
Demonstrated ability to;
|
|
buildings and/or constructions
within SafeWork NSW guidelines
|
- Undertake repairs to all
buildings including sheet roofing;
|
|
|
- Undertake repairs to
existing brickwork;
|
|
|
- Undertake minor building demolition.
|
16. Plumbing and Drainage Maintenance
|
Ability to maintain plumbing
and drainage facilities to WH&S
|
Demonstrated ability to:
|
|
regulations
and Agency policy and procedure requirements.
|
- Undertake repairs to
cisterns, basins, water supply lines and
|
|
|
urinals;
|
|
|
- Inspect valves;
|
|
|
- Install and maintain sprinkler/irrigation
systems.
|
17. Resuscitation
|
Theoretical knowledge of
Cardio Pulmonary Resuscitation (CPR)
|
Certification by the Royal
Life Saving Society Australia (RLSSA) to
|
|
and ability
to apply both with and without oxygen equipment.
|
advanced
resuscitation level.
|
18. Greens Maintenance
|
Ability to maintain greens
|
Demonstrated;
|
|
|
- Knowledge and ability to
apply knowledge of golf course
|
|
|
preparation
and maintenance including green keeping.
|
|
|
- Ability to undertake
chemical treatment of golf course.
|
Services Officer -
Level 4
Officers must
possess all Essentials from this and previous levels plus 4 Additional
Key
Task
|
Competency
Required
|
Competency/Measurement
|
Essential Requirements
|
1. Building and Construction
|
Ability to construct
structures which do not require development
|
Demonstrated ability to:
|
|
applications.
|
- Construct simple structures
including shade areas, sheds and
|
|
|
seating;
|
|
|
- Construct retaining walls;
|
|
|
- Pour and finish paths,
slabs and kerbing;
|
|
|
- Undertake concrete formwork
and reaper work;
|
|
|
- Prepare for and lay paving;
|
|
|
- Undertake repairs to all
buildings including sheet roofing;
|
|
|
- Undertake repairs to
existing brickwork;
|
|
|
- Undertake minor building demolition;
|
2. Plumbing and Drainage Maintenance
|
Ability to maintain existing
plumbing and drainage facilities to
|
Demonstrated ability to:
|
|
WH&S regulations and
Agency policy and procedure requirements.
|
- Undertake repairs to
cisterns, basins, water supply lines and
|
|
|
urinals;
|
|
|
- Inspect valves
|
|
|
- Install and maintain
sprinkler/irrigation systems
|
3. Fire Management
|
An ability to assist in fire
prevention and fire control.
|
Demonstrated ability to:
|
|
|
- Implement reduction in fire
fuel build up;
|
|
|
- Use fire fighting equipment
including pumps and fire extinguishers;
|
|
|
- Use and maintain hydrants
and fire hose reels;
|
|
|
- Implement reduction in fire
fuel build up
|
|
|
- Possess knowledge of
establishing and maintaining firebreaks
|
4. Backhoe/Front-End Loader Operation
|
Ability to operate a backhoe
or a tractor with either a backhoe or
|
Hold a current SafeWork NSW approved permit for the operation
|
|
front-end loader attachment
requiring a SafeWork NSW Authority
|
of a
front-end loader, backhoe or backhoe attachments to a tractor.
|
|
permit.
|
|
5. Chemical Handling
|
Knowledge of the safe
storage, handling and use of chemicals.
|
Demonstrated knowledge of and
ability to apply knowledge with
|
|
|
regard to:
|
|
|
- WH&S guidelines with regard
to storage, handling and use of
|
|
|
chemicals;
|
|
|
- Materials for the control
of domestic Pests
|
|
|
- Herbicides for noxious
weeds control;
|
|
|
- Maintenance of water
filtration and/or purification systems
|
|
|
including the use of
associated
|
|
|
chemicals. The employee must be certified in each of
the areas
|
|
|
outlined
above.
|
|
|
|
6. Drive Power Boat (for Centres that have
registered
|
Ability to operate Agency
powered watercraft.
|
Must hold a current
Recreational Boating licence where required.
|
powered water craft)
|
|
|
7. Elevated Work Platform(Scaffold) for
Centres that
|
Ability to use an elevated
work platform in a safe and effective
|
Must
hold a current SafeWork NSW approved permit to
operate an
|
have this equipment
|
manner.
|
Elevated Work Platform.
|
Additional Requirements
|
|
|
8. Administration (General)
|
Ability to maintain
administrative records in relation to plant and
|
Demonstrated understanding of
the Agency's administrative systems
|
|
other
equipment.
|
that relate to plant and
equipment utilisation and an ability to use
|
|
|
relevant
systems.
|
9. Basic Cookery
|
Ability to undertake basic cookery
in emergency situations or to
|
Demonstrated application of
basic cookery skills to a level
|
|
assist
Catering Officers.
|
satisfactory
to the supervisor.
|
10. Resuscitation
|
Theoretical knowledge of
Cardio Pulmonary Resuscitation (CPR)
|
Certification by the Royal
Life Saving Society Australia (RLSSA) to
|
|
and ability
to apply both with and without oxygen equipment.
|
advanced
resuscitation level.
|
11. Chainsaw operation
|
Ability to utilise and
maintain a chainsaw in an effective and safe
|
Certified ability to:
|
|
manner.
|
- Complete an appropriate
course of instruction in chainsaw
|
|
|
operation;
|
|
|
- Undertake chainsaw
maintenance including sharpening.
|
12. Welding
|
Ability to apply basic
welding skills
|
Certified ability to:
|
|
|
- Undertake silver and normal
soldering;
|
|
|
- Undertake repairs in
plastic including repairs to canoes;
|
|
|
- Undertake repairs in
aluminium including repairs to boats.
|
13. Greens maintenance
|
Ability to maintain greens
|
Demonstrated:
|
|
|
- Knowledge and ability to
apply knowledge of golf course
|
|
|
preparation
and maintenance including green keeping.
|
|
|
- Ability to undertake
chemical treatment of golf course.
|
14. Drive motor vehicle(large bus)
|
Ability to meet the
requirements necessary to drive an Agency bus
|
Hold a current Class MR or HR
drivers licence
|
|
licensed to carry in excess
of 30 passengers
|
|
15. Drive a commercially registered power
vessel
|
Ability to drive a power
vessel that is registered under the NSW
|
Hold commercial vessel
licence (Marine Coxswain's licence) where
|
|
Waterways commercial survey
code.
|
required.
|
16. Advanced Road Repairs
|
Ability to maintain existing
road facilities.
|
Demonstrated ability to grade
and maintain gravel roads including
|
|
|
gutters,
drainage and reforming.
|
Notes:
Location Specific Competencies
In recognition of the fact that some Centres require
Services Officers to possess competencies that are site specific, the following
conditions shall be applicable:
Competency Requirements
At sites where facility uniqueness, Centre remoteness or
general access conditions dictate, the Agency reserves the right to stipulate
which desirable competencies are to be regarded as essential at Level 2 and
above. The number of competencies that may be stipulated will not exceed 2 from
the following table.
Centre or Academy
Feature
|
Competency (or
Qualification) Stipulated
|
Golf Course
|
Horticulture Certificate III
|
Extensive Gardens
|
Horticulture (Turf Management) Certificate II or III
|
Exclusive Water Access
|
Drive commercially registered vessel
|
Bus Exceeding 30 Passengers
|
Drive Motor Vehicle (Large Bus)
|
In recognition of the fact that some site-specific
competencies may involve training and/or certification additional to those
training or qualification requirements normally considered to be applicable to
Services Officers, employees may be required to demonstrate the ability and
willingness to undertake such training in order to acquire the necessary
competencies.
Schedule 3
Assistant Services
Officer - Competencies
Assistant Services
Officer Level 1
Competencies marked with an * are essentials. Manager to determine requirements for Assistant Service Officer
Level 1 according to Centre requirements.
Key
Task
|
Competency
Required
|
Competency/Measurement
|
1. Understanding of WH&S*
|
Perform tasks/duties required
at this level to WH&S regulations.
|
Demonstrated ability to
follow safe work practices consistent with
|
|
|
appropriate
guidelines.
|
2. Basic grounds and workplace maintenance
using
|
Perform duties to WH&S
regulations and Agency policy and
|
Demonstrated ability to:
|
minor plant
|
procedure
requirements.
|
- Maintain playing fields
including marking;
|
|
|
- Maintain existing gardens
|
|
|
- Undertake mowing and brush cutting
using minor plant to
|
|
|
manufacturers specifications including
refuelling and usage
|
|
|
recording
|
|
|
- Utilise and maintain basic
irrigation equipment
|
|
|
- Maintain drainage systems including
sewer and storm water
|
|
|
blockages.
|
3. Minor building maintenance
|
Perform duties to WH&S
regulations.
|
Demonstrated ability in areas
such as:
|
|
|
- Repairing and maintaining flyscreens
|
|
|
- Maintaining light bulbs and
fluorescent tubes
|
|
|
- Building cleaning not
covered by contracted services (e.g. spillage)
|
4. Handling of goods and stores
|
Perform duties to WH&S
regulations and Agency policy and
|
Demonstrated ability to:
|
|
procedure
requirements.
|
- Transport materials and
equipment
|
|
|
- Lift and handle goods and
stores in a safe manner (manual
|
|
|
handling)
|
5. Awareness of the Agency's Child Protection
Policy*
|
An ability to work in a
manner consistent with the principles and
|
Policy and guidelines are
read, understood and are followed.
|
|
guidelines
outlined in this policy.
|
Agency training in child
protection is completed.
|
6. Work in a manner consistent with equity principles*
|
Work in a manner consistent
with equity principles.
|
Equity guidelines are
followed.
|
|
|
|
7. Client liaison*
|
Present a professional
appearance and manner.
|
Demonstrates a consistent
level of professional appearance and
|
|
|
manner
in all liaison and interaction with clients. Comply with
|
|
|
Agency uniform policies and
guidelines.
|
8. Work as a member of a
|
Perform tasks requiring
coordination and harmony within a team.
|
Constructive contribution to
team.
|
team*
|
|
|
9. Kitchen and dining room duties
|
General knowledge of kitchen operations
and an ability to assist
|
Knowledge of and ability in:
|
|
Catering Officers.
|
- Basic hygienic food
preparation;
|
|
|
- Hygiene and waste disposal processes;
|
|
|
- Hygienic food storage and
handling;
|
|
|
- Kitchen safety.
|
|
|
- Fine and other dining room procedures.
|
|
|
- Safe operation of
commercial dishwashers
|
|
|
- Handling kitchen cleaning chemicals
|
10. Maintenance of Minor Plant
|
Maintain a range of Minor
plant to operational level.
|
Demonstrated ability to
undertake routine maintenance to ensure
|
|
|
that minor plant is maintained
in operational condition
|
|
|
(e.g.
Change mower blades).
|
11. Receive and handle cash from clients and
visitors
|
Receive and reconcile cash transactions
and provide receipts where
|
Demonstrated ability to
perform tasks including documentation with
|
|
required.
|
accuracy
and timeliness.
|
12. Assist in preparing and
maintaining residential and
|
Undertake household chores including
making beds, changing and
|
Perform tasks in a hygienic
and timely manner.
|
client facilities
|
laundering
linen and general cleaning.
|
|
13. Basic swimming pool maintenance
|
An ability to maintain and
supervise a swimming pool to
|
Undertake relevant modules of
the TAFE Statement of Attainment
|
|
institutional
and small public pool level.
|
Aquatic Operations,
or an equivalent qualification.
|
14. Control groups of visitors to sporting
events
|
Ensure orderly and safe crowd
control
|
Hold security licence.
|
15. Make and look up client bookings
|
Document bookings for Centre
facilities such as tennis court.
|
Ability to operate CIMS or equivalent
system.
|
16. Drive motor vehicles
|
Operate general Centre
vehicles including recording usage.
|
Must hold an RTA Class C
drivers licence.
|
Assistant
Services Officer Level 2.
Officers must possess essential competencies from Level 1
and additional competencies from Level 1 & 2 as determined as being
required by the Manager.
Key
Task
|
Competency
Required
|
Competency/Measurement
|
1. Supervision skills
|
Direct and oversight the operations
of staff performing duties within
|
Demonstrate an ability to:
|
|
area
of responsibility.
|
- plan work priorities in a
team based environment;
|
|
|
- provide clear direction in
the completion of tasks;
|
|
|
- monitor the performance of accountable
staff; and
|
|
|
- provide training to accountable staff.
|
|
|
- roster
staff equitably.
|
2. Large scale laundering
|
Ensure Centre linen supply
|
Demonstrate an ability to
handle large
|
|
is laundered and hygienic
|
volumes of linen to ensure
continuity
|
|
|
and
hygiene maintained.
|
3. Resuscitation
|
Theoretical knowledge of Cardio
Pulmonary Resuscitation (CPR)
|
Certification by the Royal
Life Saving Society Australia (RLSSA) to
|
|
and ability
to apply both with and without oxygen equipment.
|
advanced
resuscitation level.
|
4. First aid
|
Undertake St. John Ambulance Certificate
or equivalent.
|
Certification
|
5. Basic swimming pool maintenance.
|
An ability to maintain and
supervise a swimming pool to institutional
|
Undertake relevant modules of
the TAFE Statement of Attainment
|
|
and small
public pool level.
|
Aquatic Operations,
or an equivalent qualification.
|
6. Undertake stock control.
|
Order stock and maintain Inventory
|
Demonstrate ability to ensure
stock is adequate and accountable
|
|
|
documents
are maintained.
|
P. M. KITE, Chief Commissioner
____________________
Printed by the authority of the Industrial Registrar.