Crown Employees (Department of Industry, Skills and
Regional Development) Land Information Officers Award
INDUSTRIAL RELATIONS
COMMISSION OF NEW SOUTH WALES
Review of Award pursuant to Section 19 of the Industrial
Relations Act 1996.
(No. IRC 735 of 2015)
|
Before Commissioner Stanton
|
28 October 2015
|
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, Skills and Regional Development) 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, Skills and Regional Development, as specified
in Schedule 1 of the Government Sector
Employment Act 2013.
(v) “GSE Rule”
means the Government Sector 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 s 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
capabilites 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 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, Skills and Regional
Development.
(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
The rates of salary shall be paid to staff members
assigned to roles
specified as set out in Table 1 - Salaries, of Part B, Monetary
Rates.
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 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 Rules 2014, the Crown Employees (Public Service Conditions of
Employment) Reviewed Award 2009 and the Crown Employees (Public Sector -
Salaries 2015) Award or any awards
replacing these awards.
(iii) 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 28 October 2015.
(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 2015.
|
Classification
|
Annual Salary
|
Common Salary Point
|
|
|
1 July 2015
|
|
|
|
2.5%
|
|
|
|
$
|
|
|
Land Information Officer Level 1
|
|
|
|
Year 1
|
45,901
|
20
|
|
Year 2
|
49,501
|
27
|
|
Year 3
|
53,642
|
36
|
|
Year 4
|
58,687
|
46
|
|
Land Information Officer Level 2
|
|
|
|
Year 1
|
62,097
|
52
|
|
Year 2
|
64,967
|
57
|
|
Year 3
|
68,223
|
62
|
|
Land Information Officer Level 3
|
|
|
|
Year 1
|
71,839
|
67
|
|
Year 2
|
74,656
|
71
|
|
Year 3
|
77,448
|
75
|
|
Year 4
|
79,891
|
78
|
|
Land Information Officer Level 4
|
|
|
|
Year 1
|
83,022
|
82
|
|
Year 2
|
85,455
|
85
|
|
Year 3
|
88,015
|
88
|
|
Land Information Officer Level 5
|
|
|
|
Year 1
|
90,646
|
91
|
|
Year 2
|
93,440
|
94
|
|
Year 3
|
97,426
|
98
|
|
Land Information Officer Level 6
|
|
|
|
Year 1
|
100,330
|
101
|
|
Year 2
|
104,200
|
105
|
|
Year 3
|
107,362
|
108
|
|
Year 4
|
110,560
|
111
|
|
Land Information Officer Level 7
|
|
|
|
Year 1
|
116,042
|
116
|
|
Year 2
|
120,961
|
120
|
|
Year 3
|
128,538
|
126
|
|
Year 4
|
134,202
|
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
|
competent to undertake work/projects of limited
complexity, i.e.,
|
|
Work:
|
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
|
not required to carry out such duties
|
|
Management:
|
|
|
|
|
|
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
|
understanding and exercising of limited levels of
design/compilation
|
|
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
|
not required to exercise any control over finances
|
|
Management:
|
|
|
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
|
competent to undertake work/projects of moderate
complexity, e.g.,
|
|
Work:
|
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
|
understanding and exercising of general levels of
|
|
Compilation:
|
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
|
competent in providing independent and timely
advice/information
|
|
Advice:
|
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
|
not required to exercise any control over finances
|
|
Management:
|
|
|
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
staff/client
|
|
Health and Safety:
|
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
|
competent to undertake work/projects of substantial complexity,
|
|
Work:
|
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
|
ability to assist in limited aspects of supervision, e.g.,
guide,
|
|
Management:
|
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
|
understanding, exercising of superior levels of
|
|
Compilation
|
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
|
competent in providing independent and timely
advice/information
|
|
Advice
|
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
|
ability to exercise a limited degree of control over
finances, e.g.,
|
|
Management:
|
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
|
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 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
|
competent to undertake work/projects of high complexity,
e.g.,
|
|
Work:
|
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
|
ability to supervise and allocate staff resources, provide
sound
|
|
Management:
|
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
|
understanding and exercising of high levels of
|
|
Compilation:
|
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
|
competent in providing independent and timely
advice/information
|
|
Advice:
|
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
|
ability to exercise a limited degree of control over
finances, e.g.,
|
|
Management:
|
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
|
accountable/responsible for aspects of staff/client
health, safety and
|
|
Health and Safety:
|
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
|
competent to undertake work/projects of high complexity,
e.g.,
|
|
Work:
|
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
|
ability to supervise training of technical staff
|
|
Management:
|
|
|
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
|
understanding and exercising of high levels of
|
|
Compilation:
|
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
|
competent in providing independent and timely
advice/information
|
|
Advice:
|
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
|
ability to exercise a moderate degree of control over
finances
|
|
Management:
|
|
|
16. Legislative
|
competent to interpret extensive
aspects of Mining: Acts/Regs. and
|
|
Interpretation
|
other related and relevant legislation; of legal documents
relating to
|
|
|
land/mining title deeds
|
|
|
|
|
17. Occupational:
|
substantial degree of accountability/responsibility
for aspects of
|
|
Health and Safety
|
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
|
competent to undertake work/projects of high complexity,
e.g.,
|
|
Work:
|
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
|
ability to supervise/manage group(s) of technical staff,
co- ordinate
|
|
Management:
|
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
|
ability to provide a high degree of input into
review/development of
|
|
Compilation:
|
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
|
|
|
|
|
109. Decision Making:
|
ability to display independent technical and
administrative
|
|
|
judgement and initiative on matters of high complexity; to
display
|
|
|
pro activity
|
|
|
|
|
11. Provision of
|
competent in providing independent and timely
advice/information
|
|
Advice:
|
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
|
ability to exercise a superior degree of control over
finances, i.e., of
|
|
Management:
|
the unit's budget
|
|
|
|
|
16. Legislative
|
competent to interpret extensive aspects of Mining
Acts/Regulations
|
|
Interpretation:
|
and other related and relevant legislation; of legal
documents
|
|
|
relating to land/mining title deeds
|
|
|
|
|
17. Occupational:
|
high degree of accountability/responsibility for aspects
of
|
|
Health and Safety:
|
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
|
competent to undertake work/projects of high complexity,
e.g.,
|
|
Work:
|
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
|
ability to manage/supervise Branch technical staff,
allocate/co-
|
|
Management:
|
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
|
ability to provide a high degree of input into
review/development of
|
|
Compilation:
|
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
|
competent in providing independent and timely
advice/information
|
|
Advice:
|
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
|
ability to exercise a high degree of control and
accountability over
|
|
Management:
|
finances, i.e., of Branch's budget
|
|
|
|
|
16. Legislative
|
competent to interpret extensive aspects of Mining
Acts/Regulations
|
|
Interpretation:
|
and other related and relevant legislation; of legal
documents
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relating to land/mining title deeds
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17. Occupational
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high degree of accountability/responsibility for aspects
of
|
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Health and Safety:
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staff/client
|
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health, safety and welfare
|
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18. EEO:
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understanding of and a high degree of accountability and
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|
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responsibility for the implementation of EEO principles
|
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19. Corporate Plan:
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understanding of and a high degree of
accountability/responsibility
|
|
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for the implementation of the Corporate Plan
|
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ability to contribute extensively to the formulation of
objectives,
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estimates and performance indicators
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20. Policy:
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ability to understand, implement Dept/Govt. policies, procedures,
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legal advisings relative to Branch/Dept. functions; to
provide
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a high degree of input into development/review of relevant
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policies/procedures.
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J. D. STANTON, Commissioner
____________________
Printed by the authority of the Industrial Registrar.