Crown Employees (Department of Industry) Land
Information Officers Award
INDUSTRIAL RELATIONS
COMMISSION OF NEW SOUTH WALES
Review of Award pursuant to Section 19 of the Industrial
Relations Act 1996.
(Case No. 284776 of 2018)
|
Before Chief Commissioner Kite
|
1 February 2019
|
REVIEWED
AWARD
Arrangement
PART A
Clause No. Subject
Matter
1. Title
2. Definitions
3. Parties
to the Award
4. Salaries
5. Scope of
Employment
6. Assignment,
Progression and Training
7. Grading and
Evaluation of Roles
8. Anti-Discrimination
9. Area,
Incidence and Duration
PART B
MONETARY RATES
Table 1 - Salaries
Schedule 1 - Appropriate Qualifications
Schedule 2 - Progression Requirements
Schedule 3 - Job Criteria
PART A
1. Title
This award shall be known as the Crown Employees (Department
of Industry) Land Information Officers Award.
2. Definitions
(i) "Act"
means the Government Sector Employment
Act 2013.
(ii) "Appropriate
University or TAFE Qualifications" are those qualifications relevant to
Land Information Officer classifications that are from time to time identified,
and agreed as appropriate by the parties to the award. The qualifications deemed appropriate under
the award are set out in Schedule 1 - Appropriate Qualifications.
(iii) "Association"
means the Public Service Association and the Professional Officers' Association
Amalgamated Union of New South Wales.
(iv) "Department"
means the Department of Industry, as specified in Schedule 1 of the Government Sector Employment Act 2013.
(v) "GSE
Rule" means the Government Sector Employment (General) Rules 2014.
(vi) "Industrial
Relations Secretary" means the Secretary of the Treasury, as established
under the Government Sector Employment
Act 2013.
(vii) "Job
Evaluation" means the accredited system agreed to between the parties to
this award, used to grade all roles within the Department.
(viii) "Land
Information Officer" means and includes all employees assigned to roles in
the capacity of ongoing full time, ongoing part time or temporary basis under
the provisions of the Government Sector
Employment Act 2013 who, at the date of the first Crown Employees (Land
Information Officers - Department of Mineral Resources) Award published 29
March 1996 (291 IG 813), were occupying a role of, and classified as,
Cartographer, Survey Drafting Officer or Tracer with the then Department of
Mineral Resources, or after that date were assigned to a Land Information
Officer role and were employed in the former NSW Department of Primary Industries.
(ix) "Normal
Work", means the responsibilities and capabilities relevant to the Role
Description, of a staff member or staff members at the time of the grievance,
dispute or difficulty.
(x) "Public
Service" means the Public Service of New South Wales as defined in the Government Sector Employment Act 2013.
(xi) "Regulation"
means the Government Sector Employment Regulation 2014.
(xii) "Role"
means an assigned role as defined under Government
Sector Employment Act 2013, Government Sector Employment Regulation 2014
and Government Sector Employment (General) Rules 2014.
(xiii) "Salary
Rates" means the ordinary-time rate of pay for a staff member’s grading
excluding shift allowances, weekend penalties and all other allowances not
regarded as salary.
(xiv) "Secretary"
means the Secretary of the Department of Industry.
(xv) "Service"
means continuous service for salary purposes
(xvi) "Staff
member" means a Land Information Officer.
(xvii) "Training
Modules" are internal training programs developed by the Department for
the development of specific skills and knowledge relevant to the role and
responsibilities of a Land Information Officer, on behalf of those staff
members who do not possess formal
qualifications, and for the purpose of cross-training.
3. Parties to the
Award
The Parties to this Award are the Industrial Relations
Secretary and the Association.
4. Salaries
This award is listed in Schedule A of the Crown Employees
(Public Sector - Salaries 2018) Award and salaries payable to employees shall
be in accordance with that award or any award replacing it. The rates set out
at Table 1 of Part B, of this award are subject to the rates as set by the
Crown Employees (Public Sector - Salaries 2018) Award or any award replacing
it.
5. Scope of Employment
(i) Employment
will be either on an ongoing full-time or ongoing part-time basis. Applications for working ongoing part-time or
job-sharing will be considered based on the employees’ requests and Departmental
needs. Temporary employees may be employed as Land Information Officers should
the need arise.
(ii) Staff members
may be required to participate in the full range of related work activities
within the classification, grading and capabilities of their assigned roles.
6. Assignment,
Progression and Training
(1) Subject to the
provisions of Part 3 of the GSE Rules, there are seven progressive levels
relating to the Land Information Officer classifications. Criteria outlining
the nature of work expected at the different levels will be in accordance with
Schedule 3 - Job Criteria.
In addition to meeting the requirements of the
Capability Framework, Land Information Officer Levels 1 to 3 will be broad
banded, and details are as follows:
(i) An
employee must be undertaking, or successfully completed an appropriate
university or TAFE qualification, including those listed in Schedule 1 -
Appropriate Qualifications, to be eligible for assignment to role as a Land
Information Officer Level 1.
(ii) An employee
who has successfully completed an appropriate qualification shall be eligible
for assignment to a role as a Land Information Officer Level 1 Year 3.
(iii) An employee who
has successfully completed an appropriate university or TAFE qualification, and
has completed four years satisfactory service as a Land Information Officer
shall be assigned to a role as Level 2 Year 3 on the Land Information Officers'
salary scale.
(iv) An
employee who has completed a two year full time course of approved study and a
period of two years satisfactory service as a Land Information Officer shall be
deemed to have completed the equivalent of four years satisfactory service as a
Land Information Officer.
Land Information Officer Levels 4, 5, 6 and 7 are
discrete levels and assignment to a role will be based upon merit selection.
(2) Following
initial assignment to a role, t, progression of all staff will be determined by
meeting the requirement of the Capability Framework and according to the agreed
arrangements outlined in Schedule 2 - Progression Requirements.
(3) The Department
will assume overall training responsibility for all staff members employed
under this award and shall be responsible for all staff members having equal
access to training in accordance with established Departmental Equal Employment
Opportunity (EEO) Guidelines.
(4) Appeals
mechanism:
(i) Subject
to the provisions of Part 4 of the GSE Rules a staff member shall have the
right to appeal any decision made by the Department not to progress the staff
member from salary point to salary point.
(ii) A staff member
shall submit a written submission outlining their case to the Director
Industrial Relations, within 28 days of the decision being appealed.
(iii) The Director Industrial
Relations shall constitute an appeals committee made up of one Management
representative, one relevant Association representative and one peer who is
acceptable to both Management and the Association.
(iv) The
appeal shall be heard within 28 days of it being lodged and the recommendation
of the committee shall be forwarded to the Secretary or nominee for decision.
(v) The decision of
the Secretary or nominee shall be forwarded to the staff member concerned
within 7 working days of the appeal being heard.
(vi) This
appeals mechanism shall not cover matters that are referred to in the
Government Sector Employment (General) Rules 2014.
7. Grading and
Evaluation of Roles
(i) Roles
classified as Land Information Officers under this award will be graded in
accordance with the accredited Job Evaluation system agreed to by the
Department, the Industrial Relations Secretary and the Association, or other
methodology which may be agreed between the parties to grade Land Information
Officer roles during the operation of this award.
(ii) The grading of
Land Information Officer roles will be carried out in consultation with the
Department’s Job Evaluation Classification and Review Committee, which is a
forum for consultation and negotiation between the Department and the
Association on the operation of the Department’s accredited Job Evaluation
system.
(iii) Roles will
otherwise be evaluated and graded from time to time in the following
circumstances:
(a) where the nature of a role is significantly changed or where
a new role is created;
(b) where a role falls vacant, the Department can determine
whether it is necessary to evaluate the role prior to advertising the vacancy;
(c) at the request
of any party to this award, or an staff member classified as a Land Information
Officer under this award, provided that the role(s) have not been reviewed for
grading for at least 12 months prior to the request.
(iv) Where the Land
Information Officer role is evaluated as falling within a lower or higher
grading than that to which the staff member is presently assigned, then the Department shall act in accordance with the
Department's Job Evaluation Policy, as agreed by the parties to this award.
8. Anti-Discrimination
(i) 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 and age and responsibilities as a carer.
(ii) 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.
(iii) 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.
(iv) 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.
(v) 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. Area, Incidence and
Duration
(i) This
award shall apply to all the classifications as defined herein.
(ii) The staff members
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,
existing conditions are provided for under the Government Sector Employment Act 2013, Government Sector Employment
Regulation 2014, Government Sector Employment (General) Rules 2014, the Crown
Employees (Public Service Conditions of Employment) Reviewed Award 2009 and the
Crown Employees (Public Sector - Salaries 2018)
Award or any awards replacing these awards.
(iii) This award is
made following a review under section 19 of the Industrial Relations Act 1996 and rescinds and replaces the Crown Employees (Department of Industry, Skills and
Regional Development) Land Information Officers Award published 27 November 2015 (378 I.G. 281), 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 1 February 2019.
(iv) 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 - Salaries
The salaries set out below shall apply on the first full pay
period on or after 1 July 2018.
|
Classification
|
Annual Salary
|
Common Salary
|
|
|
1 July 2018
|
Point
|
|
|
2.5%
|
|
|
|
$
|
|
|
Land Information Officer Level 1
|
|
|
|
Year 1
|
49,431
|
20
|
|
Year 2
|
53,307
|
27
|
|
Year 3
|
57,767
|
36
|
|
Year 4
|
63,199
|
46
|
|
Land Information Officer Level 2
|
|
|
|
Year 1
|
66,871
|
52
|
|
Year 2
|
69,962
|
57
|
|
Year 3
|
73,469
|
62
|
|
Land Information Officer Level 3
|
|
|
|
Year 1
|
77,363
|
67
|
|
Year 2
|
80,396
|
71
|
|
Year 3
|
83,403
|
75
|
|
Year 4
|
86,033
|
78
|
|
Land Information Officer Level 4
|
|
|
|
Year 1
|
89,406
|
82
|
|
Year 2
|
92,026
|
85
|
|
Year 3
|
94,782
|
88
|
|
Land Information Officer Level 5
|
|
|
|
Year 1
|
97,616
|
91
|
|
Year 2
|
100,624
|
94
|
|
Year 3
|
104,918
|
98
|
|
Land Information Officer Level 6
|
|
|
|
Year 1
|
108,044
|
101
|
|
Year 2
|
112,212
|
105
|
|
Year 3
|
115,617
|
108
|
|
Year 4
|
119,061
|
111
|
|
Land Information Officer Level 7
|
|
|
|
Year 1
|
124,965
|
116
|
|
Year 2
|
130,262
|
120
|
|
Year 3
|
138,421
|
126
|
|
Year 4
|
144,521
|
130
|
Schedule 1
Appropriate Qualifications
The following qualifications are currently deemed
appropriate in terms of this award:
Degree in Information Technology (Spatial Information)
Graduate Diploma in Geographic Information Systems (GIS) and
Remote Sensing (or equivalent)
Degree in Geography (majoring in GIS)
Associate Diploma in Land Information Systems
Associate Diploma in Cartography
Associate Diploma in Surveying
Cartography Certificate
Land and Engineering Survey Drafting Diploma
Surveying Certificate IV
Administrative Survey Drafting Certificate
Associate Diploma in Survey Drafting
Spatial Information Services (Surveying) Diploma
Other relevant or equivalent tertiary qualifications as
deemed appropriate to the classification
Schedule 2
Progression Requirements
Land Information Officer Level 1 - Staff members will progress
through the incremental steps within the salary range for Level 1, subject to
the capacity to perform the capabilities of the role and satisfactory service.
Land Information Officer Level 2 - In order to progress to a
Land Information Officer Level 2, a staff member must possess an appropriate
university or TAFE qualification, and demonstrate a capacity to undertake the
duties, responsibilities and capabilities of the role to that level as
determined by the agreed criteria in Schedule 3.
A staff member is free to raise objection to a decision
through the appropriate appeals mechanism, outlined in clause 6, Assignment,
Progression and Training.
A staff member need not be at the maximum salary of the Land
Information Officer Level 2 range in order to apply for assessment.
Staff members who are within the Land Information Officer
Level 2 salary scale will progress through the incremental range, subject to
demonstrating the capacity to perform the capabilities of the role and
continuing satisfactory service.
Land Information Officer Level 3 - In order to progress to
Land Information Officer Level 3, a staff member must possess an appropriate
university or TAFE qualification and demonstrate a capacity to undertake the
duties, responsibilities and capabilities of the role to the level as
determined by the agreed criteria in Schedule 3.
A staff member is free to raise objection to a decision
through the appropriate appeals mechanism, outlined in the said clause 6.
Staff members who are within the Land Information Officer
Level 3 salary scale will commence the cross-training modules designed to
facilitate the multi-skilling process. Staff members will progress through the
incremental range, subject to demonstrating the capacity to perform the capabilities
of the role and continuing satisfactory performance and service.
Land Information Officer Levels 4, 5, 6 and 7 - Staff
members who are assigned to Land Information Officer Levels 4, 5, 6 and 7 will
possess an appropriate university or TAFE qualification. Staff member who are assigned to any of these
roles shall demonstrate the capacity to perform the capabilities of the role
and must be committed to the completion of the cross-training modules designed
to facilitate the multi-skilling process.
Staff members who are assigned to roles of Land Information
Officer Levels 4, 5, 6 and 7 will progress through the incremental range which
is appropriate to their assigned level, subject to demonstrating the capacity
to perform the capabilities of the role and continuing satisfactory performance
and service.
Schedule 3
Job Criteria
Land Information Officer Level 1 -
|
1. Qualifications:
|
HSC or equivalent
|
|
|
|
|
2. Complexity of Work:
|
competent to undertake
work/projects of limited complexity, i.e., routine work activities
commensurate with person's experience and training, e.g., map/database/
stations/entries,
|
|
|
preparation
of plans and diagrams for unpublished reports.
|
|
|
|
|
3. Capabilities:
|
Demonstrate the capacity to perform
the capabilities outlined the role description for the role.
|
|
|
|
|
4. Freedom to Act:
|
very limited degree of
freedom to perform tasks, i.e., act with an extensive degree of guidance
|
|
|
|
|
5. Human Resource Management:
|
not required to carry out
such duties
|
|
|
|
|
6. Computing:
|
undertake data
capture/retrieval of limited complexity relating to MRLIS (incl. geological,
mining title data) proficiency in functions of CAD system relating to generation
of maps,
|
|
|
plans of limited complexity
proficiency in functions of limited complexity relating to the Office
Automation Network, e.g., word processing
|
|
|
|
|
7. Map Design and Compilation:
|
understanding and exercising of
limited levels of design/compilation aspects of maps/plans/diagrams in
manual, digital form in relation to unpublished reports; to titles/administrative
|
|
cadastral series maps/plans/diagrams
(incl. survey investigation/calculation) understanding and exercising of
limited levels of reprographic techniques for both monochrome and colour
|
|
|
reproduction (incl. use of
darkroom facilities)
|
|
|
|
|
8. Map Interpretation:
|
competent to interpret to a
limited degree attributes of cadastral, top cadastral, geological and
metallogenic maps/plans/diagrams in relation to:
|
|
|
|
|
|
mining and land use
proposals, conveyance matters, coal mine workings; map and plan production;
|
|
|
|
|
|
providing
information/advice to industry, public, other Govt. agencies.
|
|
|
|
|
9. Work Organisation:
|
ability to plan, organise own
work in line with Departmental priorities and deadlines
|
|
|
|
|
10. Decision Making:
|
ability to display
independent technical judgement and initiative on matters of very limited
complexity
|
|
|
|
|
11. Provision of Advice:
|
competent in providing
independent and timely advice/information of a very limited degree of
complexity
|
|
|
|
|
12. Training:
|
not required to provide
on-the-job or formal training
|
|
|
|
|
13. Interpersonal:
|
ability to gain co-operation
and acceptance of co-workers and, as required, clients
|
|
|
|
|
43. Communication:
|
ability to display at least a
limited degree of oral/written liaison skills, e.g., form replies, liaison
with authors
|
|
|
|
|
15. Financial Management:
|
not required to exercise any
control over finances
|
|
|
|
|
16. Legislative
|
competent to interpret, under
guidance, limited aspects of Interpretation:
|
|
|
|
|
|
Mining Acts/Regs and other related and relevant legislation; of legal
documents relating to land/mining title deeds
|
|
|
|
|
17. Occupational
|
knowledge of
accountability/responsibility for aspects of Health and Safety: staff/client
health, safety and welfare
|
|
|
|
|
18. EEO:
|
understanding of EEO
principles
|
|
|
|
|
19. Corporate Plan:
|
ability to comply with Corporate
Plan objectives
|
|
|
|
|
20. Policy:
|
ability to understand and
implement, under guidance, Dept./Govt policies,
procedures, legal advisings relative to section
functions
|
Land Information Officer Level 2 -
|
1. Qualifications:
|
appropriate university or TAFE course
|
|
|
|
|
2. Complexity of Work:
|
competent to undertake work/projects of moderate
complexity, e.g., identification of moderately complex mining title
information from manual and digital databases, assist in the
|
|
|
cartographic compilation of
geological/metallogenic maps and plans for publication.
|
|
|
|
|
3. Capabilities:
|
Demonstrate the capacity to perform the capabilities
outlined the role description for the role.
|
|
|
Ability to exam work of limited complexity for accuracy
and completeness, as required
|
|
|
|
4. Freedom to Act:
|
limited degree of freedom to perform tasks, i.e., act with
a substantial degree of guidance
|
|
|
|
|
5. Human Resource
|
ability to assist in very limited aspects of supervision,
e.g., Management: guide junior staff, co-workers undertake data
|
|
|
|
|
6. Computing:
|
capture/retrieval of moderate complexity relating to MRLIS
(incl. geological, mining title data)
|
|
|
|
|
|
proficiency in function of CAD system relating to
generation of maps, plans of moderate complexity proficiency in functions of limited
complexity relating to the Office
|
|
|
Automation Network, e.g. word processing
|
|
|
|
|
7. Map Design and Compilation:
|
understanding and exercising of general levels of design/compilation/fair
drawing aspects of maps/plans/diagrams in manual and digital form in relation
to geological/metallogenic
|
|
|
series mapping and publications, e.g., Minfo
(incl. CAD); to titles/administrative cadastral series maps/plans/diagrams
(incl. survey investigation/calculation)
|
|
|
|
|
understanding and exercising of general levels of
reprographic techniques for both monochrome and colour reproduction (incl.
use of darkroom facilities)
|
|
|
|
|
8. Map Interpretation:
|
competent to interpret to a moderate degree attributes of
cadastral, top cadastral, geological and metallogenic maps/plans/diagrams in relation
to:
|
|
|
|
|
|
mining and land use proposals, conveyance matters, coal
mine workings
|
|
|
|
|
|
map and plan production
|
|
|
|
|
|
providing information/advice to industry, public, other
Govt. agencies
|
|
|
|
|
9. Work Organisation:
|
ability to plan, organise own work in line with
Departmental priorities and deadlines
|
|
|
|
|
10. Decision Making:
|
ability to display independent technical judgement and
initiative on matters of limited complexity
|
|
|
|
|
11. Provision of Advice:
|
competent in providing independent and timely advice/information
of a limited degree of complexity
|
|
|
|
12. Training:
|
ability to provide a very limited degree of on-the-job
training of junior technical staff and co-workers
|
|
|
|
|
13. Interpersonal:
|
ability to gain co-operation and acceptance of co-workers
and, as required, clients
|
|
|
|
|
14. Communication:
|
ability to display at least a limited level of
oral/written liaison skills, e.g., form replies, liaison with authors
|
|
|
|
15. Financial Management:
|
not required to exercise any control over finances
|
|
|
|
16. Legislative
|
competent to interpret, under
guidance limited aspects of Interpretation:
Mining Acts/Regs. and other related and
relevant legislation; of legal documents relating to land/mining title
|
|
deeds
|
|
|
|
|
17. Occupational Health and Safety:
|
knowledge of accountability/responsibility for aspects of
staff/client health, safety and welfare
|
|
|
|
|
18. EEO:
|
understanding of EEO principles
|
|
|
|
|
19. Corporate Plan:
|
ability to comply with Corporate Plan objectives
|
|
|
|
|
20. Policy:
|
ability to understand, implement, under guidance,
Dept./Govt. policies, procedures, legal advisings
relative to section functions
|
Land Information Officer Level 3 -
|
1. Qualifications:
|
appropriate university or TAFE course
|
|
|
|
|
2. Complexity of Work:
|
competent to undertake work/projects of substantial complexity,
e.g., cartographic production of geological, metallogenic and cadastral
maps/plans
|
|
|
|
3. Capabilities:
|
Demonstrate the capacity to perform the capabilities
outlined the role description for the role.
|
|
|
Ability to examine work of moderate complexity for
accuracy and completeness, as required
|
|
|
|
|
4. Freedom to Act:
|
moderate degree of freedom to perform tasks, i.e., act
with a moderate degree of guidance
|
|
|
|
|
5. Human Resource Management:
|
ability to assist in limited aspects of supervision, e.g.,
guide, motivate staff
|
|
|
|
6. Computing:
|
undertake data capture/editing/retrieval of substantial
complexity relating to MRLIS, incl. geological, mining title data
|
|
|
|
|
|
proficiency in functions of CAD system relating to
generation of maps, plans of substantial complexity
|
|
|
|
|
|
ability to undertake limited research and development of
graphic applications
|
|
|
|
|
|
proficiency in functions of moderate complexity relating
to the Office Automation Network, e.g., spreadsheets
|
|
|
|
|
7. Map Design and Compilation
|
understanding, exercising of superior levels of
design/compilation/fair drawing aspects of maps/plans/diagrams in manual and
digital form in relation to geological/metallogenic series
|
|
|
mapping and publications, e.g., Minfo
(incl. CAD); to titles/administrative cadastral series maps/plans/diagrams
(incl. survey investigation/calculation)
|
|
|
|
|
|
understanding, exercising of superior levels of
reprographic techniques for both monochrome and colour reproduction (incl. use
of darkroom facilities)
|
|
|
|
|
8. Map Interpretation:
|
competent to interpret to a substantial degree attributes
of cadastral, top cadastral, geological and metallogenic maps/plans/diagrams
in relation to:
|
|
|
|
|
|
mining and land use proposals, conveyance matters, coal
mine workings map and plan production
|
|
|
|
|
|
providing information/advice to industry, public, other
agencies
|
|
|
|
|
9. Work Organisation:
|
ability to plan, organise own work and assist in limited
aspects of planning, organising work of junior staff in line with
Departmental priorities, deadlines
|
|
|
|
|
10. Decision Making:
|
ability to display independent technical judgement and
initiative on matters of general complexity
|
|
|
|
|
11. Provision of Advice
|
competent in providing independent and timely
advice/information of a moderate degree of complexity
|
|
|
|
|
12. Training:
|
ability to provide a limited degree of on-the-job training
of junior technical staff, co-workers
|
|
|
|
|
13. Interpersonal
|
ability to gain co-operation of co-workers and clients;
assist development of skills of junior staff, co-workers
|
|
|
|
|
14. Communication:
|
ability to display a moderate degree of oral/written
liaison skills, e.g., submissions/correspondence/reports
|
|
|
|
|
15. Financial Management:
|
ability to exercise a limited degree of control over
finances, e.g., stores
|
|
|
|
|
16. Legislative:
|
competent to interpret, under
guidance, general aspects of Interpretation:
Mining Acts/Regs. and other related and
relevant legislation; of legal documents relating to land/mining title
|
|
|
deeds
|
|
|
|
|
17. Occupational Health and Safety
|
knowledge of accountability/responsibility for aspects of:
|
|
staff/client health, safety and welfare
|
|
|
|
|
18. EEO:
|
understanding of EEO principles
|
|
|
|
|
19. Corporate Plan:
|
ability to comply with Corporate Plan objectives and
contribute generally to the formulation of budget estimates
|
|
|
|
|
20. Policy:
|
ability to understand and
implement, under guidance.
|
Land Information Officer Level 4 -
|
1. Qualifications:
|
Appropriate university or
TAFE course
|
|
|
|
|
2. Complexity of Work:
|
competent to undertake
work/projects of high complexity, e.g., complex Ministerial
submissions/correspondence, specific computer research and development of
graphic applications
|
|
for MRLIS
|
|
|
|
|
|
ability to examine work of
substantial complexity for accuracy, completeness
|
|
|
|
|
3. Capabilities:
|
Demonstrate the capacity to
perform the capabilities outlined the role description for the role.
|
|
|
|
|
4. Freedom to Act:
|
substantial degree of freedom
to perform tasks, i.e., act with a limited degree of guidance
|
|
|
|
|
5. Human Resource Management:
|
ability to supervise and
allocate staff resources, provide sound leadership, motivate staff (as first
level of direct, sustained supervision)
|
|
|
|
|
6. Computing:
|
undertake data capture/editing/retrieval
of high complexity relating to MRLIS (incl. geological, mining title data)
|
|
|
|
|
|
ability to undertake
substantial research and development of graphic applications
|
|
|
|
|
|
proficiency in functions of CAD
system relating to generation of maps, plans of high complexity
|
|
|
|
|
|
proficiency in functions of
substantial complexity relating to the Office Automation Network, e.g., data
basing
|
|
|
|
|
7. Map Design and Compilation:
|
understanding and exercising
of high levels of design/compilation/fair drawing aspects of
maps/plans/diagrams in manual and digital form in relation to
geological/metallogenic series
|
|
|
mapping and publications,
e.g., Minfo (incl. CAD); to titles/administrative cadastral
series maps/plans/diagrams (incl. survey investigation/calculation)
|
|
|
|
|
|
understanding and exercising
of high levels of reprographic techniques for both monochrome and colour
reproduction (incl. use of darkroom facilities)
|
|
|
|
|
8. Map Interpretation:
|
competent to interpret to a
high degree attributes of cadastral, top cadastral, geological and
metallogenic maps/plans/diagrams in relation to:
|
|
|
|
|
|
mining and land use
proposals, conveyance matters, coal mine workings map and plan production
|
|
|
|
|
|
providing information/advice
to industry, public, other Govt. agencies
|
|
|
|
|
9. Work Organisation:
|
ability to plan, organise
work of section staff in line with Departmental priorities, deadlines; to
monitor and evaluate performance
|
|
|
|
|
10. Decision Making:
|
ability to display
independent technical judgement and initiative on matters of substantial
complexity
|
|
|
|
|
11. Provision of Advice:
|
competent in providing
independent and timely advice/information of a substantial degree of
complexity
|
|
|
|
|
12. Training:
|
ability to provide a substantial
degree of on-the-job training of section staff and co-workers
|
|
|
|
|
13. Interpersonal:
|
ability to develop staff and
make accurate assessment of abilities and performance
|
|
|
|
|
14. Communication:
|
ability to display a superior
level of oral/written liaison skills, e.g.,
|
|
|
provide staff with clear and
constructive direction and advice
|
|
|
|
|
15. Financial Management:
|
ability to exercise a limited
degree of control over finances, e.g., provide advice on equipment purchases
|
|
|
|
|
16. Legislative
|
competent
to interpret substantial aspects of Mining Acts/Interpretation: Regs. and other related and relevant legislation; of legal
documents relating to land/mining title deeds
|
|
|
|
|
17. Occupational Health and Safety:
|
accountable/responsible for
aspects of staff/client health, safety and welfare
|
|
|
|
18. EEO:
|
understanding of and capacity
to implement EEO principles
|
|
|
|
|
19. Corporate Plan:
|
ability to comply with
Corporate Plan objectives and contribute generally to the formulation of
objectives, estimates
|
|
|
|
|
20. Policy:
|
ability to understand,
implement Dept./Govt. policies, procedures, legal advisings
relative to section function; to provide moderate degree of input into
development/review of
|
|
|
policies/procedures
|
Land Information Officer Level 5 -
|
1. Qualifications:
|
appropriate university or TAFE course
|
|
|
|
|
2. Complexity of Work:
|
competent to undertake work/projects of high complexity,
e.g., special projects, formal training, computer graphics research and development
|
|
|
|
|
|
ability to exam work of high complexity for accuracy,
completeness as required
|
|
|
|
|
3. Capabilities:
|
Demonstrate the capacity to perform the capabilities
outlined the role description for the role.
|
|
|
|
|
4. Freedom to Act:
|
substantial degree of freedom to perform tasks, i.e., act
with a limited degree of guidance
|
|
|
|
|
5. Human Resource Management:
|
ability to supervise training of technical staff
|
|
|
|
|
6. Computing:
|
undertake data capture/editing/retrieval of high
complexity relating to MRLIS (incl. geological, mining title data)
|
|
|
|
|
|
ability to undertake extensive research and development of
graphic applications
|
|
|
|
|
|
understanding of general aspects of computer technology applications
in relation to Departmental objectives
|
|
|
|
|
|
proficiency in functions of CAD system relating to
generation of maps, plans of high complexity
|
|
|
|
|
|
proficiency in functions of substantial complexity in
relation to the Office Automation Network
|
|
|
|
|
7. Map Design and Compilation:
|
understanding and exercising of high levels of
design/compilation/fair drawing aspects of maps/plans/diagrams in manual and
digital form in relation to geological/metallogenic series
|
|
|
mapping and publications, e.g., Minfo
(incl. CAD); to titles/administrative cadastral series maps/plans/diagrams
(incl. survey investigation/calculation)
|
|
|
|
|
|
understanding and exercising of high levels of
reprographic techniques for both monochrome and colour reproduction (incl.
use of darkroom facilities)
|
|
|
|
|
8. Map Interpretation:
|
competent to interpret to a high degree attributes of cadastral,
top cadastral, geological and metallogenic maps/plans/diagrams in relation
to:
|
|
|
|
|
|
mining and land use proposals, conveyance matters, coal
mine workings map and plan production
|
|
|
|
|
|
providing information/advice to industry, public, other
Govt. agencies
|
|
|
|
|
9. Work Organisation:
|
ability to plan, organise work (incl. training programmes)
in line with Departmental priorities, deadlines; to monitor and evaluate performance
|
|
|
|
|
10. Decision Making:
|
ability to display independent technical judgement on
matters of high complexity; to display pro activity
|
|
|
|
|
11. Provision of Advice:
|
competent in providing independent and timely advice/information
of a high degree of complexity, e.g., training in technical and administrative
functions
|
|
|
|
|
12. Training:
|
ability to plan, develop and implement formal training
programs of high degree and to provide on-the-job training of Branch staff,
as required
|
|
|
|
|
13. Interpersonal:
|
ability to develop staff and make accurate assessment of
abilities
|
|
|
and performance
|
|
|
|
|
14. Communication:
|
ability to display a high level of oral/written liaison
skills, e.g., present information and ideas to groups
|
|
|
|
|
15. Financial Management:
|
ability to exercise a moderate degree of control over
finances
|
|
|
|
|
16. Legislative Interpretation
|
competent to interpret extensive
aspects of Mining: Acts/Regs. and other related and
relevant legislation; of legal documents relating to land/mining title deeds
|
|
|
|
|
17. Occupational Health and Safety:
|
substantial degree of accountability/responsibility
for aspects of staff/client health,
safety and welfare
|
|
|
|
18. EEO:
|
understanding of and capacity to implement EEO principles
|
|
|
|
|
19. Corporate Plan:
|
ability to implement Corporate Plan objectives, contribute
generally to the formulation of objectives, estimates
|
|
|
|
|
20. Policy:
|
ability to understand, implement Dept./Govt. policies,
procedures, legal advisings relative to
Branch/Dept. functions; to provide a moderate degree of input into review/development
|
|
|
of policies/procedures
|
Land Information Officer Level 6 -
|
1. Qualifications:
|
appropriate university or TAFE course
|
|
|
|
|
2. Complexity of Work:
|
competent to undertake work/projects of high complexity,
e.g., management/supervision of unit and its functions
|
|
|
|
|
3. Capabilities:
|
ability to critically analyse work
|
|
|
Demonstrate the capacity to perform the capabilities
outlined the role description for the role.
|
|
|
|
|
4. Freedom to Act:
|
extensive degree of freedom to perform tasks, i.e., act
with a very limited degree of guidance
|
|
|
|
|
5. Human Resource Management:
|
ability to supervise/manage group(s) of technical staff,
co-ordinate resources; to lead, motivate staff; to demonstrate management
skills
|
|
|
|
|
6. Computing:
|
ability to provide a high degree of input into review/development
of policy and procedures relating to research and development of graphics
applications
|
|
|
|
|
|
understanding of extensive aspects of computer technology applications
in relation to Departmental objectives
|
|
|
|
|
|
ability to undertake a superior degree of research and
development of graphic applications, as required
|
|
|
|
|
7. Map Design and Compilation:
|
ability to provide a high degree of input into
review/development of policy and procedures relating to
design/compilation/fair drawing aspects of maps/plans/diagrams in manual and
|
|
|
digital form
|
|
|
|
|
|
understanding of high levels of such design/compilation
aspects
|
|
|
|
|
8. Map Interpretation:
|
competent to interpret to a high degree attributes of
cadastral, top cadastral, geological and metallogenic maps/plans/diagrams in relation
to:
|
|
|
|
|
|
mining, land use proposals, conveyance matters, coal mine
workings
|
|
|
|
|
|
map and plan production
|
|
|
|
|
9. Work Organisation:
|
providing information/advice to industry, public, other
Govt. agencies ability to co-ordinate unit activities in line with Departmental
priorities, deadlines; to review performance
|
|
|
|
|
10. Decision Making:
|
ability to display independent technical and
administrative judgement and initiative on matters of high complexity; to
display pro activity
|
|
|
|
|
11. Provision of Advice:
|
competent in providing independent and timely
advice/information of a high degree of complexity
|
|
|
|
|
12. Training:
|
ability to oversee the implementation of formal and
on-the-job training in the unit
|
|
|
|
|
13. Interpersonal:
|
ability to represent and negotiate with clients and others
on behalf of the Branch or Department
|
|
|
|
|
14. Communication:
|
ability to display a high level of oral/written liaison
skills, e.g., present ideas, information, proposals clearly and effectively
|
|
|
|
|
15. Financial Management:
|
ability to exercise a superior degree of control over
finances, i.e., of the unit's budget
|
|
|
|
|
16. Legislative Interpretation:
|
competent to interpret extensive aspects of Mining
Acts/Regulations and other related and relevant legislation; of legal
documents relating to land/mining title deeds
|
|
|
|
|
17. Occupational Health and Safety:
|
high degree of accountability/responsibility for aspects
of staff/client health, safety and welfare
|
|
|
|
18. EEO:
|
understanding of and capacity to implement/oversight implementation
of EEO principles
|
|
|
|
|
19. Corporate Plan:
|
ability to implement Corporate Plan objectives, contribute
substantially to the formulation of objectives, estimates, performance
indicators
|
|
|
|
|
20. Policy:
|
ability to understand, implement Dept./Govt. policies, procedures,
legal advisings relative to Branch/Dept. functions;
to provide substantial degree of input into review/development of
|
|
|
relevant policies/procedures
|
Land Information Officer Level 7 -
|
1. Qualifications:
|
appropriate university or TAFE course
|
|
|
|
|
2. Complexity of Work:
|
competent to undertake work/projects of high complexity,
e.g., management of Branch and its functions
|
|
|
|
|
3. Capabilities:
|
ability to ensure work meets
quality control standards. Demonstrate the capacity to perform the
capabilities outlined the role description for the role.
|
|
|
|
|
|
ability to exercise delegated authority duties, functions
|
|
|
|
|
4. Freedom to Act:
|
extensive degree of freedom to manage Branch
|
|
|
|
|
5. Human Resource Management:
|
ability to manage/supervise Branch technical staff,
allocate/co-ordinate Branch staff resources, provide dynamic leadership; to demonstrate
management skills
|
|
|
|
|
6. Computing:
|
ability to provide a high degree of input into
review/development of policy and procedures relating to research and
development of graphics applications
|
|
|
|
|
|
understanding of extensive aspects of computer technology applications
in relation to Departmental objectives
|
|
|
|
|
7. Map Design and Compilation:
|
ability to provide a high degree of input into
review/development of policy and procedures relating to
design/compilation/fair drawing aspects of maps/plans/diagrams in manual and
|
|
|
digital form
|
|
|
|
|
|
understanding of moderate levels of such
design/compilation aspects
|
|
|
|
|
8. Map Interpretation:
|
competent to interpret to a high degree attributes of
cadastral, top cadastral, geological and metallogenic maps/plans/diagrams in relation
to:
|
|
|
|
|
|
mining, land use proposals, conveyance matters, coal mine
workings
|
|
|
|
|
|
map and plan production
|
|
|
|
|
|
providing information/advice to industry, public, other
Govt. agencies
|
|
|
|
|
9. Work Organisation:
|
ability to coordinate Branch activities in line with
Departmental priorities, deadlines; to delegate work, review/measure
performance, adjust to change
|
|
|
|
|
10. Decision Making:
|
ability to display independent technical and
administrative judgement and initiative on matters of high complexity; to display
pro activity
|
|
|
|
|
11. Provision of Advice:
|
competent in providing independent and timely
advice/information of a high degree of complexity
|
|
|
|
|
12. Training:
|
ability to ensure a high degree of formal and on-the-job training
is implemented for all Branch staff
|
|
|
|
|
13. Interpersonal:
|
ability to represent and negotiate with clients and others
on behalf of the Branch or Department; to encourage development of staff
skills
|
|
|
|
|
14. Communication:
|
ability to display a high level of oral/written liaison
skills, e.g., present ideas, information, proposals clearly and effectively
|
|
|
|
|
15. Financial Management:
|
ability to exercise a high degree of control and accountability
over finances, i.e., of Branch's budget
|
|
|
|
|
16. Legislative Interpretation:
|
competent to interpret extensive aspects of Mining
Acts/Regulations and other related and relevant legislation; of legal
documents relating to land/mining title deeds
|
|
|
|
|
17. Occupational Health and Safety:
|
high degree of accountability/responsibility for aspects
of staff/client health, safety and welfare
|
|
|
|
18. EEO:
|
understanding of and a high degree of accountability and responsibility
for the implementation of EEO principles
|
|
|
|
|
19. Corporate Plan:
|
understanding of and a high degree of
accountability/responsibility for the implementation of the Corporate Plan
|
|
|
|
|
|
ability to contribute extensively to the formulation of
objectives, estimates and performance indicators
|
|
|
|
|
20. Policy:
|
ability to understand, implement Dept/Govt.
policies, procedures, legal advising’s relative to Branch/Dept. functions; to
provide a high degree of input into development/review of
|
|
|
relevant policies/procedures.
|
P. M. KITE, Chief Commissioner
____________________
Printed by the authority of the Industrial Registrar.