Crown Employees Conservation Field Staff Officers,
(Department of Industry, Skills, and Regional Development and NSW Office of
Environment and Heritage) Reviewed Award 2015
INDUSTRIAL RELATIONS
COMMISSION OF NEW SOUTH WALES
Review of Award pursuant to Section 19 of the Industrial
Relations Act 1996.
(No. IRC 747 of 2015)
Before Commissioner Stanton
|
28 October 2015
|
REVIEWED
AWARD
Clause No. Subject Matter
PART A
1. Title of
Award
2. Incidence
and Duration
3. Definitions
4. Parties
5. Supersession
6. Objectives
of Award
7. No Extra
Claims
8. Contract
of Employment
9. Classifications
and Rates of Pay
10. Hours of
Work
11. Overtime
12. Rostered
Days Off
13. Leave
14. Allowances
to Reimburse Expenses
15. Inclement
Weather
16. First-Aid
and Health and Safety Issues
17. Work
Apparel
18. Tools and
Protective Clothing
19. Settlement
of Disputes
20. Anti-Discrimination
21. Counselling
and Discipline
22. Contractors’
Protocol
23. Agreed Procedures
for Market Testing and Contracting Out
24. Ongoing
Award Review
25. Deduction
of Union Membership Fees
PART B
MONETARY RATES
Schedule 1 - Wage Rates
Schedule 2 - Competency and Grading Alignment
Schedule 3 - Allowances
PART A
1. Title of Award
This Award, made pursuant to Part 1, Division 1, clause
10 of the Industrial Relations Act
1996, shall be known as the Crown Employees Conservation Field Staff Officers,
(Department of Industry, Skills, and Regional Development and NSW Office
of Environment and Heritage) Reviewed
Award 2015.
2. Area, Incidence and
Duration
2.1 This Award was
made following a 2015 review under section 19 of the Industrial Relations Act 1996 and rescinded and replaced the
Conservation Field Officers (NSW Department
of Trade and Investment, Regional
Infrastructure and Services, and, NSW Office of Environment and Heritage
)Reviewed Award 2012 published 17 August 2012 (374287) and all variations
thereof.
2.2 The employees
regulated by this Award shall be entitled to the conditions of employment as
set out in this Award and, except where specifically varied by this Award,
existing conditions are provided for under the Government Sector Employment Act 2013, Government Sector Employment
Regulation 2014, the Government
Sector Employment Rules 2014, 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.
2.3 The changes made
to the Award 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 28 October 2015.
2.4 This Award
remains in force until varied or rescinded, the period for which it was made
having already expired.
3. Definitions
(i)
“Act” means the Government
Sector Employment Act 2013.
(ii)
"appropriate Secretary" means - the Secretary of
the Department of Industry, Skills and Regional Development or the Chief
Executive of the New South Wales Office
of Environment and Heritage.
(iii) "Australian
Recognition Framework (ARF)" means the national recognition of vocational
education and training developed by the Australian National Training Authority.
(iv) "Australian
Qualification Framework (AQF)" means the certification system established
under the Australian Recognition Framework (ARF).
(v)
"Casual employee" means an employee engaged
for a limited duration and paid on an hourly basis who receives a casual
loading in lieu of all paid leave entitlements, including payment for public
holidays.
(vi) "Conservation
Field Officer" means an employee of the Department or the Office as
defined in sub-clause (iii), engaged before the making of this Award in one of
the classifications of:
Mechanical Tradesperson
Fitter
Electrician
Plant Electrician
Painter
Carpenter
Plumber
Welder
Plant Operator
Crane Operator
Tractor Operator
Transport Driver
Labourer
Machineman
Driller
Cableway Operator
Dogman
Bore Gaugers Assistant
Construction Worker (General)
Rigger
Driller
Drill Operator
Pegman
Ganger
Surveyors Field Hand
Farm Assistant
Sand Drift Worker
Nursery Horticulturalist
Cleaner
Security Officer
General Service Officer
Canteen Worker
Earthmoving Operator
or who after the date of operation of this Award were
assigned to a role as Conservation Field
Officers but does not include any person who resigned or was terminated prior to
that date.
(vii)
"Employee" means and includes all persons
employed on an ongoing full time, ongoing part time, temporary or casual basis
under the provisions of the Government
Sector Employment Act 2013, the Government
Sector Employment Regulation 2014 and the Government Sector Employment Rules 2014 who are assigned to a role
classified under this Award in the Department or the Office.
(viii) “Employer” means the Secretary of the
Treasury established under the Government
Sector Employment Act 2013.
(viii)
"Industrial Relations Secretary" means the
Secretary of the Treasury, as established under the Government Sector Employment Act 2013.
(ix) "Ministerial
Leave Conditions" means the Uniform Leave Conditions for Ministerial
Employees referred to in clause 13 Leave Conditions.
(x) “Ongoing
full-time employee” means an employee assigned to role on an ongoing full-time
basis under the provisions of the Government
Sector Employment Act 2013, the Government
Sector Employment Regulation 2014 and the Government Sector Employment Rules 2014.
(xi) "Ongoing
Part-time employee" means an employee, subject to the provisions of the Government Sector Employment Act 2013, the
Government Sector Employment Regulation
2014 and the Government Sector
Employment Rules 2014, who is engaged for less than 38 hours per week and
who receives the same range of entitlements as an ongoing full-time employee,
including sick leave and annual leave, but on a pro rata basis in proportion to
the hours worked. Ongoing Part-time employees
do not receive a casual loading.
(xii) "Reasonable
time limits" means sufficient time for all parties to familiarise
themselves with the nature of the perceived problems taking into consideration
the isolated situation in which these employees work.
(xiii) “Regulation”
means the Government Sector Regulation 2014.
(xiv) "Role"
means a role assigned to an employee under the provisions of the Government Sector Employment Act 2013,
Government Sector Employment Regulation 2014 and the Government Sector Employment Rules 2014.
(xv) “Rules” means
the Government Sector Employment Rules
2014.
(xvi) “SBU” means the Single Bargaining Unit which
is comprised of the parties to this Award as agreed by those parties.
(xvii) "Temporary
employee" means an employee engaged for a specific period or for a
specific project.
(xviii) "The
Department or the Office" means the Department of Industry, Skills and
Regional Development or the New South Wales Office of Environment and Heritage.
(xix) "Union"
means one or all of the union parties to the Award listed in clause 4(i) to
(vii) below, as appropriate.
4. Parties
The parties to this Award are:
(i) The
Australian Workers' Union, New South Wales Branch.
(ii) Automotive,
Food, Metals, Engineering, Printing and Kindred Industries Union.
(iii) Electrical
Trades Union.
(iv) Construction,
Forestry, Mining and Energy Union.
(v) United Voice.
(vi) Plumbers and
Gasfitters Union.
(vii) Transport
Workers' Union, and
(viii) The Industrial
Relations Secretary.
covering all Conservation Field Officers as defined in
subclause 3(i) assigned to a role in the Department or the Office.
5. Supersession
The terms and conditions of this Award replace the
terms and conditions of the:
Surveyors Field Hands (State)
Award (now rescinded)
Gangers (State) Award (now
rescinded)
General Construction and
Maintenance, Civil and Mechanical, Engineering, etc.. (State) Award (now
rescinded), with the exception that clause 25, Compensation for Travel
Patterns, etc., will continue to apply where appropriate.
Plant Operators on
Construction (PWD, etc) Award (now rescinded)
Crown Employees (Transport
Drivers, etc.) Award
Crown Employees (Skilled
Trades) Award
Bore Gaugers and Assistants
Agreement 5317 of 1977
Farm Assistants, Soil
Conservation Service Agreement 2310 of 1981
Department of Conservation
and Land Management Skilled Trades, etc. (Rates of Pay) Enterprise Agreement EA
146 of 1995
and all variations thereto, in so far as they apply to
employees within the Department or the
Office.
6. Objectives of Award
(i) The parties
acknowledge that the Award is directed towards high quality and efficient
services to the community and to the Department’s and the Office’s customers.
(ii) The parties
acknowledge that the Award seeks to enhance the image and profile of the
Department and the Office.
These objectives will be achieved through:
(a) The review of
current work practices to ensure that they are customer-focused and maximise
the efficient and effective use of resources.
(b) The acceptance
of change and commitment to continuous improvement and productivity by both the
management of the Department or the Office and its Conservation Field Officers.
(c) The
development of an organisation based upon teamwork, flexibility, competence and
opportunities for organisational and personal development.
(d) The review of
current work patterns leading to more flexible working arrangements which
better meet employee and customer needs.
(e) Achievement of
these objectives is expected to deliver savings in operating costs and genuine
productivity gains and the parties agree that the savings arising out of
achievement of those objectives will be shared with employees and will be reflected in the rates of pay
prescribed under clause 9.
7. No Extra Claims
The parties agree that they will not pursue any further
claims relating to the matters covered by this Award, provided that this Award
may be varied during its term in accordance with section 17 of the Industrial Relations Act 1996.
8. Contract of
Employment
8.1 Weekly
Employment
(i) Ongoing
Full-time and Ongoing Part-Time employees shall be engaged by the week. An employee’s engagement may be terminated by
either the employee or the appropriate Secretary providing one week's notice in
writing or by payment or forfeiture, as the case may be, of one week’s wage in
lieu of notice, provided that, in the case of misconduct, an employee’s
engagement may be terminated without notice.
(ii) Casual employees
are engaged by the hour and the engagement of a casual employee may be
terminated without notice.
8.2 Pay Period
Ordinary pay shall be paid for the current
fortnight. Adjustments for overtime, penalties
and allowance will be paid either currently or a fortnight in arrears.
8.3 Payment Method
Wages shall be paid via Electronic Funds Transfer (EFT)
into a bank or other account, except in cases where this is not possible, in
which case payment will be made by cheque.
8.4 Pay Advice
Before or at the time of payment of wages, each
employee shall be issued with a docket showing at least the gross amount of
salary and the details of any deductions made from the employee’s earnings, in
accordance with section 123 of the Industrial
Relations Act 1996.
8.5 Payment on
Termination
When an employee is terminated by the Department or the
Office, the employee shall be paid all of the wages due at the time of the
employee’s termination on or before the employee’s next normal pay day.
9. Classifications and
Rates of Pay
9.1 Rates of Pay
(i) The minimum
weekly rates for ongoing full-time employees covered by this Award are as
provided in Schedule 1.
(ii) Should there
be a variation to the Crown Employees Wages
Staff (Rates of Pay) Award 2015, or an Award replacing it, during the term
of this Award, by way of a wage increase or some other benefit, this Award will
be varied to give effect to any such wage increase, or other benefit, with
effect from the operative date of the variation, or the replacement Award.
9.2 Rates of Pay
for Casual Employees
Casual employees will be paid per hour at the rate of
1/38th of the applicable weekly rate for a full-time employee at the same
classification level plus, subject to the provisions of clause 12:
(i) for ordinary
hours of work, a casual loading of 24.6%, in compensation for the disadvantages
of casual work and in lieu of all paid leave entitlements, including annual
leave (where 24.6% is the cumulative percentage obtained by applying a 15%
casual loading and then applying a 8.33% loading in lieu of annual leave);
(ii) for overtime
hours, a casual loading of 15%, in compensation for the disadvantages of casual
work, with the hourly rate so obtained then being used as the ordinary rate of
pay for the calculation of overtime;
provided that casual employees will be paid for a
minimum of 4 hours for each engagement.
9.3 Rates of Pay
for Part-time Employees
Ongoing part-time employees will be paid a weekly rate
determined by the following formula:
applicable rate
ongoing for full-time employee at
|
x
|
(weekly hours of the ongoing part-time employee)
|
|
|
38
|
at the same classification level
9.4 Classification
of Employees
The classification of an employee will be determined by
demonstrating the ability to undertake the capabilities provided for in the
Government Sector Capabilities Framework as outlined in the role description
and the level of responsibility and skill that the employee is required to
exercise. The responsibilities and
skills required to be exercised at each level in the classification structure
are defined in Schedules 1 and 2.
9.5 Purpose of
Classification Structure
The classification structure is designed to:
(i) recognise
capabilities and competencies achieved and used;
(ii) group all
employees covered by this Award into one
of several (excluding trainees/apprenticeship) levels ;
(iii) allow for career
progression based on acquisition and use of capabilities and competencies as
defined in subclause 9.4.
9.6 Supervision
Where an employee is required to supervise the work of
other employees, they shall be paid the appropriate allowance according to
Schedule 3. Provided that CFO Grade 5
and above will only be paid the allowance when supervising employees at their
same level.
9.7 Classification
Review Committee
The SBU shall establish a subcommittee to review
applications for re-grading, subject to the provisions of the Act, Regulation
and Rules and based on capabilities and competency acquisition and use. Subject to subclause 9.8, notification of the
results of the review by the subcommittee to the appropriate employee salaries
section will be sufficient to regrade the role and the employee assigned to the
role.
9.8 Disagreements
about Classification Levels
Any disagreement about the classification level in
which an employee is placed will be processed using the dispute procedures
contained at clause 19.
9.9 Above Level
Assignments
When Conservation Field Officers are required to
perform above level assignments, they shall be paid the appropriate above level
assignment allowance in accordance with
the provisions of clause 20 of the Government
Sector Employment Regulation 2014
with the additional provision that it be paid after one day.
10. Hours of Work
10.1 Ordinary Hours
of Work
Subject to subclauses 10.2 and 10.3:
(i) The ordinary
hours of work for all employees, other than casual employees, covered by this
Award, shall be 8 hours per day worked over 57 days of each 12-week cycle.
(ii) The standard
span of hours will be between 6.00 a.m. and 6.00 p.m. on each working day
Monday to Friday.
10.2 Variation of
Ordinary Hours of Work
(i) The standard
span of hours may be varied by mutual agreement between the Department or the
Office and the majority of affected employees in a particular group, region,
district or section to suit operational needs.
(ii) Ordinary
hours of work may extend up to 10 hours on any one day.
10.3 Part-time Hours
Employees may work on a part-time basis, subject to the
provisions of Part 5 of the Industrial
Relations Act 1996, provided that:
(i) the ordinary
hours of duty are agreed between the employee concerned and the Department or
the Office and fall within the same span of hours as applies or would apply to
a full-time employee undertaking the duties concerned ;
(ii) the ordinary
working hours are fixed at not less than 4 hours per day worked; and
(iii) the
Department or the Office will inform the relevant Union of the hours fixed for
part time employees. The Union shall
have 7 working days from the date of being advised to object to the agreement
through the dispute procedures prescribed by clause 19. The Union will not unreasonably object to an
agreement under this subclause.
11. Overtime
11.1 Overtime
Definition
Overtime is that time an employee is directed and
authorised to work which is either:
(a) in excess of
501 hours per settlement period ; and/or
(b) outside the
span of hours, as established for each employee under clause 11.
Overtime will only be payable for time on duty at the
worksite (notwithstanding the provisions of subclause 14.3).
11.2 Employees to
Work Reasonable Overtime
(i) Subject to
paragraph 11.2(ii), the appropriate Secretary may require an employee to work
reasonable overtime at overtime rates.
(ii) An employee
may refuse to work overtime in circumstances where the working of such overtime
would result in the employee working hours which are unreasonable.
For the purposes of this subclause, what is
unreasonable or otherwise will be determined having regard to:
(a) any risk to
employee health and safety;
(b) the employee's
prior commitments outside the workplace, particularly the employee’s family and
carer responsibilities, community obligations or study commitments;
(c) the urgency of
the work to be performed during overtime, the impact on the operational
commitments of the organisation and the effect on client services;
(d) the notice (if
any) given by the appropriate Secretary of the overtime and by the employee of
his or her intention to refuse it; and
(e) any other
relevant matter.
11.3 Overtime Rates
Overtime will be paid for at the rate of time and a
half for the first 2 hours and thereafter at double time, to be calculated on
the basis of each completed unbroken period of overtime; provided that double
time will be paid for all work performed on Sundays and double time and a half
shall be paid for all work performed on public holidays.
11.4 Minimum Periods
An employee who works overtime:
(i) on a
Saturday, Sunday or public holiday; or
(ii) by being
recalled after leaving work, prior to their next scheduled period of ordinary
time duty,
shall be paid for no less than 4 hours' work, at the
appropriate rate.
11.5 Break from Duty
Following completion of overtime, an employee shall
either:
(i) be released
from resuming ordinary duty for an unpaid period of 10 consecutive hours,
excluding travel; or
(ii) if required
to resume or continue working without having had an unpaid break of 10
consecutive hours, excluding travel, be paid at the rate of double time until
such a break is given.
Provided that, if the provision of an unpaid break under
this subclause results in an employee performing less than 38 ordinary hours of
duty in a week (paid at either ordinary or any other loaded rate), then any
shortfall shall be paid at ordinary rates.
11.6 Meal Breaks
(i) Employees who
have not been afforded a meal break of at least 30 minutes in duration,
commencing by 1.00 p.m., shall be paid overtime rates for all time worked
between 1.00 p.m. and the time when they do receive a meal break of no less
than 30 minutes.
(ii) Employees
working overtime will be entitled to a paid meal break of 30 minutes:
(a) after working 2
hours' overtime following the completion of a full period of ordinary time,
where more than 2 hours' overtime is required ;
(b) after working
every 4 hours' overtime without a meal break; and
(c) where overtime
on a Saturday, Sunday or public holiday continues after 12.00 noon, the break
will occur between 12 noon and 1.00 p.m.
11.7 Meal Allowance
Employees who are directed to work overtime and who, through
insufficient notice, need to buy meals shall be paid a meal allowance for any
meal break for which they are entitled under paragraph 11.6(ii) at the rates
specified in Schedule 3.
For the purposes of this subclause, sufficient notice
will be 12 hours prior to commencement of overtime or such lesser period as is
reasonable in the circumstances.
12. Rostered Days Off
12.1 Entitlement
(i) An employee’s
ordinary hours will be worked on no more than 57 days in each 84-day cycle,
Monday to Friday, with 3 days in each period being regarded as a rostered day
off (RDO). Each day of paid leave taken
and any public holidays occurring during any cycle of 4 weeks shall, for the
purposes of this paragraph, be regarded as a day worked.
(ii) An employee
who has not worked 57 days in a complete 84-day cycle shall receive pro rata
accrued entitlements for each day worked (or for each fraction of a day
worked), payable for the rostered day off or, in the case of termination of
employment, on termination.
12.2 Scheduling RDOs
(i) An employee’s
RDO will be scheduled in advance of each cycle in which it occurs, taking into
account the interests of employees and ensuring that the Department’ or the
Office’s operational needs are met having regard to seasonal, climatic and
workload factors.
(ii) With a
minimum of 12 hours' notice to affected employees and without penalty to the
Department or the Office, RDOs may be rescheduled to satisfy operational
needs. Agreed substitute RDOs are to be
provided by mutual agreement and may only be deferred under circumstances of
emergency.
12.3 Accumulating
RDOs
(i) Employees may
accumulate (bank) up to 10 RDOs.
Employees will be given an opportunity to take their accumulated RDOs at
a time convenient to both the employee and the Department or the Office prior
to the end of February in each calendar year.
(ii) Employees may
take their accumulated RDOs by agreement with the appropriate manager:
(a) consecutively
to a maximum of 10 days; or
(b) by working
9-day fortnights; or
(c) by a
combination of these 2 methods.
Employees may agree with their manager to defer taking
some of their accumulated RDOs, provided that RDOs are not forfeited and
provided that no more than 10 RDOs are accumulated at any one time.
(iii) Once scheduled,
the only circumstances in which a "banked" RDO will be required to be
worked is fire or similar state of emergency.
13. Leave
13.1 General
Provisions
The Department and the Office shall be bound by the
provision of the Uniform Leave Conditions for Ministerial Employees, subject to the amendments and additions specified in
this clause.
13.2 Sick Leave
(i) Sick leave
will accrue on a calendar year basis, with the full annual entitlement being
available from 1 January each year for employees employed as of that date.
(ii) New employees
who commence after 1 January will receive a pro rata credit for that proportion
of the calendar year remaining. Sick
leave taken during the first 3 months of employment will only be paid upon the
completion of 3 months' service and following one month's continuous service
without the taking of any sick leave, up to a maximum entitlement of 15 days'
paid sick leave per annum.
(iii) Unused sick
leave entitlements will accrue, in accordance with Ministerial Leave Conditions.
13.3 Parental leave
13.3.A Parental
leave for casual employees
(i) Refer to the Industrial Relations Act 1996 (NSW). The
following provisions shall also apply in addition to those set out in the Industrial Relations Act 1996 (NSW).
(ii) An appropriate
Secretary must not fail to re-engage a regular casual employee (see section
53(2) of the Act) because:
(a) the employee
or employee’s spouse is pregnant; or
(b) the employee
is or has been immediately absent on parental leave.
The rights of the appropriate Secretary in relation to
engagement and re-engagement of casual employees are not affected, other than
in accordance with this clause.
13.3.B Communication
during Parental Leave
(i) Where an
employee is on parental leave and a definite decision has been made to
introduce significant change at the workplace, the appropriate Secretary shall
take reasonable steps to:
(a) make
information available in relation to any significant effect the change would
have on the status or responsibility level of the role the employee was
assigned to before commencing parental leave; and
(b) provide an
opportunity for the employee to discuss any significant effect the change will
have on the status or responsibility level of the role the employee was assigned
to before commencing parental leave.
(ii) The employee
shall take reasonable steps to inform the appropriate Secretary about any
significant matter that will affect the employee’s decision regarding the
duration of parental leave to be taken, whether the employee intends to return
to work and whether the employee intends to request to return to work on a
part-time basis.
(iii) The employee
shall also notify the appropriate Secretary of changes of address or other
contact details which might affect the appropriate Secretary’s capacity to
comply with paragraph 13.3.4.1 above.
13.3.C Right
to request
(i) An employee
entitled to parental leave may request the appropriate Secretary to allow the
employee:
(a) to extend the
period of simultaneous unpaid parental leave use up to a maximum of eight weeks
(b) to extend the
period of unpaid parental leave for a further continuous period of leave not
exceeding 12 months
(c) to return from
a period of parental leave on a part-time basis until the child reaches school
age;
to assist the employee in reconciling work and parental
responsibilities.
(ii) The
appropriate Secretary shall consider the request having regard to the
Department’s or the Office’s circumstances and, provided the request is
genuinely based on the employee’s parental responsibilities, may only refuse
the request on reasonable grounds related to the effect on the workplace or the
organisation’s business. Such grounds might include cost, lack of adequate
replacement employee, loss of efficiency and the impact on customer service.
(iii) The
employee’s request and the appropriate Secretary’s decision made under 13.3C
(i)(b) and 13.3C (i)(c) must be recorded in writing.
(iv) Where an
employee wishes to make a request under 13.3C(i)(a), such a request must be
made as soon as possible but no less than seven weeks prior to the date upon
which the employee is due to return to work from parental leave.
13.4 Personal/Carer’s
Leave
13.4A. Use of
Sick Leave
(i) An employee,
other than a casual employee, with responsibilities in relation to a class of
person set out in section 13.4A(iii)(b), shall be entitled to use, in
accordance with this subclause, any sick leave accruing from 1 January 1998 in
terms of subclause 13.2 for absences to provide care and support for such
persons when they are ill. Such leave
may be taken for part of a single day.
(ii) The employee
shall, if required, establish, either by production of a medical certificate or
statutory declaration, the illness of the person concerned.
(iii) The
entitlement to use sick leave in accordance with this subclause is subject to:
(a) the employee
being responsible for the care of the person concerned; and
(b) the person concerned
being:
(1) a spouse of
the employee; or
(2) a de facto
spouse who, in relation to the employee, is a person of the opposite sex to the
employee who lives with the employee as the husband or wife of the employee on
a bona fide domestic basis although not legally married to that person; or
(3) a child or an
adult child (including an adopted child, a stepchild, a foster child or an ex
nuptial child), parent (including a foster parent and legal guardian ), grandparent,
grandchild or sibling of the employee or spouse or de facto spouse of the
employee; or
(4) a same sex
partner who lives with the employee as the de facto partner of that employee on
a bona fide domestic basis; or
(5) a relative of
the employee who is a member of the same household where, for the purposes of
this subparagraph:
I. "relative"
means a person related by blood, marriage, affinity or Aboriginal kinship
structures;
II. "affinity"
means a relationship that one spouse because of marriage has to the relatives
of the other; and
III. "household"
means a family group living in the same domestic dwelling.
(iv) An employee
shall, wherever practicable, give the appropriate Secretary notice prior to the
absence of the intention to take leave, the name of the person requiring care
and that person’s relationship to the employee, the reasons for taking such
leave and the estimated length of absence.
If it is not practicable for the employee to give prior notice of
absence, the employee shall notify the appropriate Secretary by telephone of
such absence at the first opportunity on the day of the absence.
13.4.B Use of
Annual Leave
An employee may elect with
the appropriate Secretary’s agreement to take annual leave at any time within a
period of 24 months from the date at which it falls due.
13.4.C Unpaid
Leave for Family Purpose
An employee may elect, with
the consent of the appropriate Secretary, to take unpaid leave for the purpose
of providing care and support to a member of a class of person set out in
section 13.4A(iii)(b) who is ill.
13.4.D Personal
Carers entitlement for casual employees
(i) Casual
employees are entitled to not be available to attend work, or to leave work if
they need to care for a family member described in clause 13.4A(iii)(b) of the
Award who is sick and requires care and support, or who requires care due to an
unexpected emergency, or the birth of a child.
This entitlement is subject to the evidentiary
requirements set out below in (iv), and the notice requirements set out in (v).
(ii) The
appropriate Secretary and the casual
employee shall agree on the period for which the employee will be entitled to
not be available to attend work. In the absence of agreement, the employee is entitled
to not be available to attend work for up to 48 hours (i.e. two days) per
occasion. The casual employee is not entitled to any payment for the period of
non-attendance.
(iii) The
appropriate Secretary must not fail to
re-engage a casual employee because the employee accessed the entitlements
provided for in this clause. The rights of the appropriate Secretary to engage
or not to engage a casual employee are otherwise not affected.
(iv) The casual
employee shall, if required,
(a) establish
either by production of a medical certificate or statutory declaration, the
illness of the person concerned and that the illness is such as to require care
by another person, or
(b) establish by
production of documentation acceptable to the appropriate Secretary or a
statutory declaration, the nature of the emergency and that such emergency
resulted in the person concerned requiring care by the employee.
In normal circumstances, a casual employee must not
take carer's leave under this subclause where another person had taken leave to
care for the same person.
(v) The casual
employee must, as soon as reasonably practicable and during the ordinary hours
of the first day or shift of such absence, inform the appropriate Secretary of
their inability to attend for duty. If it is not reasonably practicable to
inform the appropriate Secretary during the ordinary hours of the first day or
shift of such absence, the employee will inform the appropriate Secretary
within 24 hours of the absence.
13.4.E Bereavement
entitlements for casual employees
(i) Casual
employees are entitled to not be available to attend work, or to leave work
upon the death in Australia of a person prescribed in subclause (iii)(b) of
Clause 13.4C Personal/Carers Leave.
(ii) The
appropriate Secretary and the employee shall agree on the period for which the
employee will be entitled to not be available to attend work. In the absence of
agreement, the employee is entitled to not be available to attend work for up
to 48 hours (i.e. 2 days) per occasion. The casual employee is not entitled to
any payment for the period of non-attendance.
(iii) The
appropriate Secretary must not fail to re-engage a casual employee because the
employee accessed the entitlements provided for in this clause. The rights of an
appropriate Secretary to engage or not engage a casual employee are otherwise
not affected.
13.5 Annual Leave
(i) An employee
may elect, with the consent of the appropriate Secretary, to take annual leave
not exceeding 10 days in single-day periods or part thereof, in any calendar
year at a time or times agreed by the parties.
(ii) Access to
annual leave, as prescribed in subparagraph 13.5(i), shall be exclusive of any
shutdown period provided for elsewhere under this Award.
(iii) Where
applicable, an employee and the appropriate Secretary may agree to defer
payment of annual leave loading in respect of single-day absences until at
least 5 consecutive annual leave days are taken.
13.6 Time Off in Lieu
of Payment for Overtime
(i) An employee
may elect, with the consent of the appropriate Secretary, to take time off in
lieu of payment for overtime at a time or times agreed with the appropriate
Secretary within 12 months of the said election.
(ii) Overtime
taken as time off during ordinary time hours shall be taken at the
ordinary-time rate, that is, an hour for each hour worked.
(iii) If, having
elected to take time as leave in accordance with subparagraph 13.6(i), the
leave is not taken for whatever reason, payment for time accrued at overtime
rates shall be made at the expiry of the 12-month period or on termination.
(iv) Where no
election is made in accordance with subparagraph 13.6(i), the employee shall be
paid overtime rates in accordance with the Award.
13.7 Make-up Time
An employee may elect, with the consent of the
appropriate Secretary, to work "make-up time", under which the
employee takes time off ordinary hours, and works those hours at a later time,
during the spread of ordinary hours provided in the Award, at the ordinary rate
of pay.
13.8 Public Holidays
Payment (to the extent which would ordinarily have been
paid had the day been a working day) shall be made for the following days:
New Year's Day, Australia Day, Anzac Day, Good Friday,
Easter Monday, Queen's Birthday, Labour Day, Christmas Day, Boxing Day,
whenever celebrated, and all other gazetted holidays
proclaimed to operate throughout the State of NSW.
13.9 Union Picnic Day
(i) The picnic
day will be held during the Christmas - New Year period.
(ii) All employees
will, as far as practicable, be given and will take this day as picnic day and
shall be paid therefore as for 8 hours’ work at the rates of pay prescribed in
this Agreement.
13.10 Recreation Leave
Management
(i) At least 2
consecutive weeks of recreation leave shall be taken by an employee every 12
months, except by agreement in special circumstances.
(ii) When an
employee has achieved an accrual of 30 days' recreation leave (maximum accrual
without review is 40 days), their manager or supervisor will discuss the
management of that accrued recreation leave with the employee, so that it may
be taken at a time which suits the operational needs of the Department or the
Office and the needs of the individual.
14. Allowances to
Reimburse Expenses
14.1 Reimbursement of
Meal Allowances - No Overnight Stay
Expenses incurred by employees when they are directed
to travel on official business, including outside their normal working hours,
without having to remain away from home base overnight and where meals are not
provided by the Department or the Office, will be reimbursed to the level
specified under this subclause. This
entitlement to reimbursement is in lieu of any allowances which may otherwise
apply under subclause 11.7. Receipts
will not be required to substantiate meal expenditures claimed up to the levels
set out in Schedule 3.
14.2 Reimbursement
for Accommodation and Meals - Overnight Stay
(i) Where the
employee is required to stay overnight and accommodation is not provided by the
Department or the Office, the employee will be paid the actual cost of living
expenses upon production of receipts plus the incidental expenses allowance as
per Schedule 3.
(ii) Where the
employee is required to stay overnight and accommodation is provided by the
Department or the Office, the employee will be paid the appropriate daily meal
allowance plus the incidental expenses allowance as per Schedule 3.
14.3 Travelling Time
(i) Time spent
travelling on official business during ordinary hours of work is regarded as on
duty and is comprehended within an employee’s minimum rate of pay as prescribed
by clause 10. Time spent travelling on
official business outside ordinary hours will attract additional payment or
compensation, at the employee’s ordinary rate of pay, i.e. single time.
(ii) Where an
employee is required to commence and/or finish work at a temporary work
location, that is, not at their normal depot or workshop, they may be required
to travel up to 20 minutes each way in their own time. Any time spent travelling beyond 20 minutes
will be compensated at the employee’s ordinary rate of pay, i.e. single time.
14.4 Camping Expenses
(i) The
Department or the Office may elect to provide camping facilities for which a
camping allowance is paid. The camping allowance
is as prescribed in Schedule 3.
(ii) Where the
employee is required to camp and camping facilities are not provided by the
Department or the Office in accordance with paragraph 14.4.(i), the camping
equipment allowance prescribed in Schedule 3 shall be paid.
15. Inclement Weather
Definition
For the purposes of this clause, "inclement
weather" means wet weather or abnormal climatic conditions such as hail,
cold, high winds, severe dust storms, extreme high temperature or any
combination thereof.
15.1 Continuation of
Work
Appropriate functions can be carried out in inclement
weather conditions, provided protective clothing of an agreed standard is
issued. Decisions on working in
inclement weather will rest with the supervisor after consultation with the
employees affected and consistent with
sound occupational health and safety principles:
16. First-Aid and
Health and Safety Issues
(i) Where
practicable, no less than one of the employees in each work group shall have a
recognised qualification in first-aid.
(ii) A standard
first-aid kit shall be provided and maintained by the Department or the Office
on all worksites to which this Agreement applies.
(iii) In the event
of any serious accident, happening or serious sickness occurring to any
employee whilst at work, in the camp or going to or from the camp, the
Department or the Office shall provide transport facilities to the nearest
hospital or doctor at its expense.
(iv) Any employee
who is appropriately qualified and is approved
by the appropriate Secretary to perform first-aid duty to any work group
shall be paid a first-aid allowance in accordance with Schedule 3.
17. Work Apparel
The Department or the Office will issue, free of cost
to employees, the following work apparel:
Item
|
Number
|
Trousers
|
4
|
Shirt (long/short sleeves)
|
4 (any combination)
|
Wool jumper
|
1
|
Jacket
|
1
|
One pair of overalls may be substituted for any
pants/shirt combination.
2 sweat shirts may be substituted for the woollen
jumper.
When requested by Workshop employees, up to 2 pairs of
shorts may be substituted for up to 2 pairs of (long) trousers (to be worn
under overalls)
Work apparel will be replaced on a fair-wear-and-tear,
new-for-old-exchange basis.
It is a condition of employment that employees must
wear the work apparel that is issued to them by the Department or the Office
whilst on duty.
Employees will be responsible for the cost of
laundering and maintenance of work apparel issue to them.
18. Tools and
Protective Clothing
(i) All tools
required by employees shall be provided free of charge by the Department or the
Office.
(ii) The
Department or the Office shall supply and the employee will wear, where
appropriate, protective equipment and clothing as required by the Work Health and Safety Act 2011 and
Regulations as amended, e.g. hats, eye protection, overalls, etc.
(iii) Protective
equipment and clothing remains the property of the Department or the Office
and, on resignation, retirement or dismissal, will be returned to the
Department or the Office, if requested.
(iv) An employee
whose protective equipment and clothing is worn, spoiled or damaged due to the
circumstances of their employment shall have the clothing replaced at no cost
to the employee.
19. Settlement of
Disputes
In accordance with the provisions of section 14 of the Industrial Relations Act 1996, the
undermentioned procedures shall be applied in the settlement of disputes:
(i) Reasonable
time limits as defined in clause 3.vi must be allowed for discussion at each
level of authority.
(ii) The employee,
employees or their representatives are required to notify the Department or the
Office (the supervisor in the first instance) (in writing or otherwise) as to
the substance of the grievance/dispute, requesting a meeting with the
Department or the Office (Supervisor) for initial discussions and stating the
remedy sought.
(iii) Where a
dispute arises in a particular section which cannot be resolved between the employees
or their representative and supervising staff, it shall be referred to the
Department's, the Office or the employee’s Director, Industrial Relations or other nominated employee who may arrange
for the matter to be discussed with the Union or Unions concerned.
(iv) Failing
settlement of the issue at this level, the matter should be referred to senior
management. If the matter remains
unresolved and if appropriate, the assistance of the appropriate Secretary may be requested.
(v) If the matter
remains unsolved, it should be referred to the Industrial Relations Commission
of NSW under section 130 of the Industrial
Relations Act 1996.
(vi) Whilst these
procedures are continuing, no stoppage of work or any form of limitation of
work (excepting safety-related issues) shall be applied.
20.
Anti-Discrimination
20.1 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.
20.2 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.
20.3 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.
20.4 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.
20.5 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.
(a) The Department
or the Office 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."
21. Counselling and
Discipline
This clause shall not apply where the actions and/or
behaviour of an employee are such as to constitute grounds for dismissal in
accordance with subclause 81.
21.1 Early
Intervention and Informal Counselling
(i) Poor
performance should be dealt with as performance difficulties are
identified. For example:
(a) agreed goals
and targets are not achieved within a reasonable or agreed time;
(b) agreed tasks
are not performed; or
(c) identified
skills required are not demonstrated.
(ii) Informal
counselling by the manager/supervisor of the employee should only occur under
the following conditions:
(a) The employee is
given reasonable notice of the proposed informal counselling session and the
purpose of the session.
(b) The
manager/supervisor should confine the counselling session to work performance,
informing the employee of identified deficiencies in their performance by
reference to the employee’s work plan.
The employee should be given the opportunity to respond to this
information, which may or may not resolve the problem. If unresolved, the manager/supervisor will
verbally, and in writing, confirm the work performance issues requiring
improvement, the targets to be achieved, and the timeframe. The employee will also be informed of the
next steps to be followed if improvements to work performance are not achieved
within the required timeframe.
(c) If possible,
the outcome of informal counselling should be agreed by the employee and their
manager/supervisor. If the employee
disagrees with the manager/supervisor’s views on their work performance and/or
proposals to improve work performance, they are to be informed of their right
to use the agency’s grievance and dispute resolution procedures.
(d) Resolution of the
employee’s grievance or dispute may result in the following:
no further action in regard to the employee’s work
performance; or
implementation of informal counselling outcomes; or
formal counselling if the level of poor work
performance cannot be effectively managed by informal counselling or the
employee refuses to accept informal counselling outcomes; or
administrative action if the work performance has been
caused by organisational, personal or external factors.
Early and effective information counselling in most
areas will address work performance problem and inform the employee that poor
work performance is unacceptable.
21.2 Formal
Counselling and Development of a Performance Improvement Plan
(i) Formal
counselling would normally be required in situations where:
(a) performance is
still poor after informal supervisory counselling;
(b) the poor
performance is beyond the scope of informal supervisory counselling;
(c) the poor
performance exists at a formal feedback point in the annual cycle of
performance assessments; or
(d) poor
performance exists at the end of a probationary period.
(ii) A formal
counselling session would normally be the responsibility of the employee’s line
manager and conducted:
(a) at a
predetermined time and location;
(b) with the
employee having received adequate written notice of the purpose of the session,
who will be in attendance, the poor work performance issues to be canvassed,
proposed strategies to address poor work performance, consequences of continued
poor performance and the purpose of a performance improvement plan;
(c) in accordance
with the agenda. If there is no
identified organisational, personal or external factors or deficiencies that
can be attributed to the poor work performance, an agreed documented
performance improvement plan should be developed by the manager/supervisor and
employee;
(d) with a support
person in attendance (such a Union delegate or colleague) if desired by the
employee.
The performance improvement plan should include agreed
dates for progress reviews and be signed by the manager/supervisor and
employee.
The employee’s rights in relation to formal grievance
and dispute resolution procedures should be maintained which, depending on the
outcome, may result in:
(a) no further
action in regard to the employee’s work performance; or
(b) implementation
of formal disciplinary action if the employee has not good cause or reason to
accept formal counselling; or
(c) alternative
administrative action if the poor work performance is the result of
organisational, personal or external problems.
(iii) At the end of
a formal counselling session, the employee and their manager/supervisor should
be fully aware of the future management of the employee’s work performance.
(iv) This information
should be summarised in the formulation of a performance improvement plan. The
performance improvement plan should be signed and a time agreed for the
follow-up meeting. A copy should be
given to the employee.
21.3 Follow-up Review
of the Performance Improvement Plan
(i) At the agreed
date, the supervisor and employee should review the employee’s performance and
the remedial action taken as a result of the performance improvement plan.
(ii) Where it is
agreed that the performance is satisfactory, this should be documented and
future performance should continue to be assessed through the normal feedback
cycle of the performance management system.
However, consideration should be given to setting an interim date for
further counselling to assist the employee if required.
(iii) If the
employee has failed to improve performance at the agreed date, the supervisor
should consider further action including:
(a) extension of
the review period;
(b) transfer to
another location at an equivalent grade;
(c) use of
sanctions; and
(d) disciplinary
action.
(i) As in the
previous counselling session, the principles of maintaining accurate records,
informing those involved and allowing adequate preparation time should be
followed.
(ii) Any decision
or recommendation made should be conveyed to the employee in writing and
include:
(a) the decision or
recommendation;
(b) a summary of
the procedure to date and the basis for the decision;
(c) the
consequence of the decision and, if applicable, the legislative basis under
which any further action is being taken; and
(d) advice on how
to access further information and assistance if required.
(i) Where
consideration is being given to either extension of the review period, or
transfer, the matter should be discussed with the employee and agreement to
proceed sought. Otherwise, the agency’s
grievance and dispute resolution mechanism could be utilised. Failure to agree does not in itself preclude
the proposed course of action but should raise serious doubts about the
potential for success.
21.4 Use of Sanctions
(i) If
performance remains unsatisfactory after the formulation and review of the
performance improvement plan, it may be appropriate to consider the use of
sanctions. The use of sanctions is
intended to bring about an improvement in the performance of an
individual. Sanctions must be related to
work performance only. They may include
the following:
(a) extension of
probation period;
(b) cancellation of
increment;
(c) cancellation
of flex time; and/or
(d) cancellation of
access to study leave provisions.
(ii) Intended or
actual use of any sanction must be approved at the appropriate managerial level
and documented both in a written statement to the employee and in the revised performance improvement
plan.
21.5 Misconduct
Action
(i) Where
consideration is being given to disciplinary action, the procedures contained
within the Government Sector Employment
Act 2013, the Government Sector
Employment Regulation 2014 and the Government
Sector Employment Rules 2014 shall be followed.
22. Contractors’
Protocol
Where work is to be carried out by contract, including
subcontract, the Department or the Office will:
(i) ensure that
all tenders are properly scrutinised to ensure that prospective tenderers would,
if successful, be paying Award rates, providing Award conditions and complying
with other statutory provisions and the Department’s or the Office’s specified
standards, including but not limited to safe working procedures.
(ii) on being
advised or otherwise becoming aware that a contractor or subcontractor is not
paying Award rates, providing Award conditions or complying with any other
statutory provisions, the Department or the Office will take necessary action
to ensure that the situation is rectified.
Should the contractor or subcontractor continue to breach the provision,
then appropriate action, including termination of contract, will, if
appropriate, be implemented.
23. Agreed Procedures
for Market Testing and Contracting Out
Where work is presently carried out by the Department’s
or the Office’s wages employees, the parties agree that the Government’s policy
on Service Competition will be observed.
24. Ongoing Award
Review
(i) A Single
Bargaining Unit (SBU) will be established to monitor the viability of this
Award and ensure adherence to the terms contained herein.
(ii) The
appropriateness of this Award and the clauses contained within to the
Department or the Office and the Unions will be reviewed by the SBU continually
while this Award is operating.
(iii) This Award
will continue to operate after its nominal expiry date unless the Department or
the Office or the Union provide one month’s notice that it is to expire.
(iv) The SBU will
be responsible for initiating and formulating any amendments to be developed
and approved to this Award or replacement Award.
(v) An Award
developed by the SBU under subclause 24(iv) will replace this Award on:
(a) the date of
commencement of such Award; or
(b) another date,
as agreed between the Department or the Office and
Unions.
25. Deduction of Union
Membership Fees
(i) The Union
shall provide the appropriate Secretary with a schedule setting out Union
fortnightly membership fees payable by members of the Union in accordance with
the Union’s rules.
(ii) The Union
shall advise the appropriate Secretary of any change to the amount of
fortnightly membership fees made under its rules. Any variation to the schedule of Union
fortnightly membership fees payable shall be provided to the Department or the
Office at least one month in advance of the variation taking effect.
(iii) Subject to
subclauses 25(i) and 25(ii), the Department or the Office shall deduct Union
fortnightly membership fees from the pay of any employee who is a member of the
Union in accordance with the Union’s rules, provided that the employee has
authorised the Department or the Office to make such deductions.
(iv) Monies so
deducted from employee’s pay shall be forwarded regularly to the Union together
with the necessary information to enable the Union to reconcile and credit
subscriptions to employees’ Union membership accounts.
(v) Unless other
arrangements are agreed to by the appropriate Secretary and the Union, all
Union membership fees shall be deducted on a fortnightly basis.
(vi) Where an
employee has already authorised the deduction of Union membership fees from his
or her pay prior to this clause taking effect, nothing in this clause shall be
read as requiring the employee to make a fresh authorisation in order for such
deductions to continue.
PART B
MONETARY RATES
Schedule 1 -
Wage Rates
|
Effective from the
first full pay period on or after 01 July 20153
|
|
(2.5%)
|
|
$ per week
|
Trainee
|
845.30
|
Grade I
|
881.10
|
Grade II
|
928.80
|
Grade III
|
987.30
|
Grade IV
|
1,005.50
|
Grade V
|
1,062.20
|
Grade VI
|
1,132.20
|
Grade VII
|
1,188.70
|
Schedule 2 -
Conservation Field Officers Proposed Tasks/Competency and Grading Alignment
This document outlines the work undertaken by Conservation
Field Officers and the appropriate units of competence (competency) that aligns
with the roles. The relevant tasks and
competencies have been matched to the proposed grading structure.
Work groups have been established to assist all
stakeholders to validate the proposed structure. The workgroups are:
Group 1
|
Farm Operations
|
Group 2
|
Water Operations
|
Group 3
|
Lands/Park
Operations
|
Group 4
|
Dam Operations
|
Group 5
|
River Operations
|
Group 6
|
Fitters Operations
|
Group 7
|
Survey Field
Operations
|
Group 8
|
Building
Maintenance Operations
|
Group 9
|
Earthmoving
Operations
|
The purpose of this document and format is to establish
an understanding of the relationship between the roles undertaken and the competency
achieved and the level or grade at which that role will be recognised.
The competencies identified for each work group and
grade are nationally endorsed units of competence. The units have been selected from various
industry packages as examples of units of competence which reflect the
roles undertaken by employees covered by the new consent Award. The selection of the competencies for each
grade will be subject to ongoing review and replacement as the nature of
roles and technology changes. The identifying codes for each competency
indicate the current source industry package.
Example competencies have been accessed from packages which include:
Rural Production, RTE03
Amenity Horticulture, RTF03
Conservation and Land Management, RTD02
Water Industry, NWP01
Asset Maintenance, PRM04
Asset Security, PRS03
Civil Construction, BCC03
General Construction, BCG03
Metal and Engineering Industry, MEM98
Public Safety, PUA00
Forest and Forest Products Industry, FPI99
Extractive Industry, MNQ03
Laboratory Operations, PML99
Automotive Industry Retail, Service and Repair
Business Services, BSB01
Transport and Distribution, TDT02
Sea Food Industry, SFI04
Electrotechnology, UTE99
Property Development and Management, PRD01
National Public Services, PSP99
When reviewing the relevant section/s of this document,
stakeholders need to confirm that the competencies are representative of the
type of roles carried out in their respective workgroups. The refinement of identifying the specific
competencies to roles will be addressed in the transitional arrangements which
will proceed outside the formal Award.
Following is the grading structure and the proposed
task/competency alignments for each work group:
COMPETENCY/GRADING
ALIGNMENT CONSERVATION FIELD OFFICERS
Trainee
|
|
Grade 1
|
|
Grade 2
|
|
Grade 3
|
|
|
|
|
|
|
|
|
Entry/induction training to align
|
|
Achievement of a selected number of
|
|
Working at this level defines a
|
|
Achievement of limited
|
with achieving Grade 2
|
|
Entry Level competencies required.
|
|
competent Conservation Field Officer
|
|
number of operational
|
competencies.
|
|
|
|
undertaking a moderate range of
|
|
competencies selected
|
|
|
Competencies selected are a mix of
|
|
operational tasks.
|
|
from a higher level.
|
|
|
generic and operational competencies
|
|
|
|
|
|
|
applied in a narrow range of areas.
|
|
Completion of competencies at this
|
|
Enables an employee
to
|
|
|
|
|
level predominantly fit with to
|
|
be recognised for
|
|
|
This grade equates to about half of
|
|
national certificate AQF Level.
|
|
specialisation which may
|
|
|
Grade 2 requirements.
|
|
|
|
not be required full-time.
|
|
|
|
|
|
|
|
|
|
|
|
|
|
Reflects work undertaken
|
|
|
|
|
|
|
mainly at Level 2 with
|
|
|
|
|
|
|
some additional
|
|
|
|
|
|
|
competencies from Level
|
|
|
|
|
|
|
Grade 3.
|
|
|
|
|
|
|
|
Grade 4
|
|
Grade 5
|
|
Grade 6
|
|
Grade 7
|
|
|
|
|
|
|
|
|
Achievement of additional
|
|
Achievement of additional
|
|
Specialised competencies required to
|
|
Specialised competencies
|
competencies required.
|
|
competencies required.
|
|
progress to this grade.
|
|
required to progress to
|
|
|
|
|
|
|
this grade.
|
Roles undertaken at this level
|
|
Roles undertaken at this level relates to
|
|
Roles undertaken at this level reflects
|
|
Provides recognition of
|
relates to the application of relevant
|
|
the application of relevant theoretical
|
|
a broad knowledge base, application
|
|
advanced technical trade
|
theoretical knowledge and a range
|
|
knowledge and a range of well-
|
|
of solutions to a defined range of
|
|
skills and or
|
of well-developed skills.
|
|
developed skills.
Some work is from a
|
|
broad unpredictable problems and skill
|
|
qualifications beyond
|
|
|
higher level.
|
|
in a range of areas with depth in some.
|
|
those of Grade 6.
|
Predominantly equates with
|
|
|
|
|
|
|
national certificate AQF Level 3.
|
|
Predominantly equates to a higher
|
|
Roles undertaken at this level equates
|
|
Predominantly equates
|
|
|
national
certificate AQF
|
|
to AQF Level 4 and reflects the
|
|
with to a higher
|
|
|
Level 3.
|
|
application of technical skills to a range
|
|
national certificate AQF
|
|
|
|
|
of situations.
|
|
Level 4.
|
|
|
|
|
|
|
|
|
|
|
|
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|