Crown Employees (Department of Planning Industry
and Environment - National Parks and Wildlife Service) Field Officers and
Skilled Trades Salaries and Conditions 2021
INDUSTRIAL RELATIONS COMMISSION
OF NEW SOUTH WALES
Application by The Australian Workers' Union, New South Wales, Industrial Organisation of Employees.
(Case No. 163889 of 2020)
Before Commissioner Sloan
|
22 September 2021
|
AWARD
PART A
1. Arrangement
PART A
Clause No. Subject Matter
1. Arrangement
2. Title
3. Definitions
4. Parties
5. Salaries
6. Salary
Packaging Arrangements, Including Salary Sacrifice to Superannuation
7. Allowances
8. Standby
Arrangements - Including Standby associated with Declared Incident
9. Allowance
for Temporary Assignments to Higher Roles
10. Assignment
11. Progression
12. Project
Teams
13. Hours of
Work
14. Variation
of Hours
15. Overtime -
General
16. Meal Breaks
17. Rest Breaks
18. Temporary,
Casual and School Based Apprentices Work Arrangements
19. Part-Time
Work Arrangements
20. Job Sharing
21. Public
Holidays
22. Leave
23. Recreation
Leave and Annual Leave Loading
24. Family and
Community Service Leave and Leave arising from Domestic Violence
25. Excess
Travel Time
26. Contact
with Employees on Parental and Maternity Leave
27. Incident
Conditions
28. Working
from Home
29. Dependent
Care
30. Families
and Field Work
31. Training
and Development
32. Study
Assistance
33. Training
Competency
34. Engagement
of Contractors
35. Anti-Discrimination
36. Redundancy
Entitlements
37. Outplacement
Services
38. Workplace
Environment
39. Housing
40. Industrial
Grievance Procedure
41. Deduction
of Union Membership Fees
42. Saving of
Rights
43. No Extra
Claims
44. Area,
Incidence and Duration
PART B
MONETARY RATES AND CLASSIFICATIONS
Table 1 - Salary Schedule for Skilled Trades
Classification
Table 2 - Salary Schedule for Field Officer
Classification
2. Title
This award shall be known as Crown Employees (Department of
Planning Industry and Environment - National Parks and Wildlife Service) Field
Officers and Skilled Trades Salaries and Conditions 2021 Award.
3. Definitions
"Accommodation" means - Home, place of abode or
residential address, Commercial: hotel/motel/guest house, or an
Established/Non-Established camp.
"Act" means Government Sector Employment Act
2013, any successor or replacement legislation.
"Allocated Days Off" means the day/s that the employee
who works set patterns of hours as detailed in this award has off each
settlement period as a result of that employee accruing the necessary hours.
"Area Manager", means the employee who manages the
parks, resources and employees of an Area and reports to a Branch Director.
"Award" means an award as defined in the Industrial
Relations Act 1996.
"Branch Director" means the employee who manages
the parks, resources and employees of a Region and reports to an Executive
Director of NPWS.
"Campaign" means those incidents where shift work
is introduced by the Incident Controller.
"Casual Employee" means any employee engaged in
terms of section 43(4) of the Government Sector Employment Act 2013 and
any guidelines issued thereof or as amended from time to time.
"Chief Executive" means the head of the Department
of Planning Industry and Environment.
"Contract hours" for the day for a full-time
employee, means one fifth of the full-time 35 hours, as defined in this
Award. For a part-time employee,
contract hours for the day means the hours usually worked on the day.
"Crew" means a group of up to five employees
assigned under the control of a Crew Leader to undertake incident management
duties.
"Crew Leader" means an employee responsible for
leading a crew to implement a strategy. The Crew Leader ensures the work is
undertaken efficiently and safely and is responsible for managing and recording
the crew’s operations.
"Crew Member" means an employee diverted from their
day-to-day activities to undertake work associated with the management of an
incident.
"Dependent" means a partner, including same sex
partner, husband, wife, child, elderly parent or family member with a
disability.
"Dispute" is a disagreement between an employee or
employees and the DPIE concerning employment matters.
"Division Commander" means an officer who is under
the direction of an Operations Officer and who is responsible for a number of
sectors to which specific work tasks are allocated under incident conditions.
"Duty Officer" means an employee either rostered
for duty, or assigned on standby to serve as a divisional, branch or regional
after hours contact, and to monitor and coordinate both DPIE responses and
other responses to a variety of situations including, but not limited to,
escalating fire weather conditions, wildfires, search and rescue, marine mammal
strandings, security alarms, asset damage, risks to visitor safety. The
responsibilities of a Duty Officer are outlined in the Fire Management Manual
and NPWS State Incident Plan.
"Employee" means and includes all persons employed
from time to time under the provisions of the Government Sector Employment
Act 2013.
"Employer for Industrial Purposes" means the
Industrial Relations Secretary.
"Employer for all purposes other than Industrial"
means the Chief Executive of the Department of Planning Industry and
Environment.
"Family" means a group of persons of common
ancestry, or all persons living together in one household or a primary social
group consisting of parents and their offspring.
"Fieldwork" refers to work undertaken in the field
in an area away from an employee’s normal work location, and which precludes
the employee from returning to his normal place of abode at the conclusion of
each shift.
"Field Officer (Bush Fire Management Program)
Classifications" are for the Bush Fire Management Funding Program.
Field Officer General Operations are Monday to Friday
workers. Staff employed in this classification will perform the functions
described in Appendix A
Field Officer Grade 1-2 are Monday to Friday.
Field Officer Grade 3-4 are Seven Day Roster Workers
"Grievance" is any workplace problem that is a
concern, complaint or allegation raised internally by an employee against another
employee and requires resolution.
"Incident" means an unscheduled activity such as
wildfire suppression, wildlife rescue, flood and storm relief, search and rescue,
cetacean stranding, accident and substance spill attendance, or as otherwise
approved by the Chief Executive or delegate. (NB. Does not include hazard
reductions).
"Incident duties" means all work involved in
emergency incidents effort in which there is DPIE participation from when an
event is declared an incident until it is declared over by the Incident
Controller. Duties may include: the
initial reporting, reconnaissance, organisation of resources, control, mop-up,
patrol to completion of incident duties, and may involve office duties in the
organisation and direction of the emergency response as well as work at the
scene.
"Monday to Friday Workers" are NPWS employees
whose ordinary hours of work are from Monday to Friday inclusive within the bandwidth
hours of 6:00 a.m. to 8:00 p.m.
"NPWS" means the National Parks and Wildlife
Service of the Department of Planning Industry and Environment.
"Nominated working place" means the location where
an employee normally commences work.
"Ordinary working hours" means the average number
of hours the employee is required to work each week.
"Rostered Day Off" means a day off in a four week
roster period, taken at a time which is operationally convenient to the DPIE,
except those days that are taken as approved leave including time in lieu or as
an allocated day off.
"School Based Apprentice" means an employee who is
undertaking an apprenticeship under a training contract while also enrolled in
the Higher School Certificate.
"Secretary" means the Industrial Relations
Secretary, as established under the Government Sector Employment Act
2013.
"Settlement Period" is the 4 week roster period.
"Seven Day Roster Workers" are employees whose
ordinary hours of work may be worked on any day, Monday to Sunday (inclusive)
within the bandwidth of 6:00 a.m. to 8:00 p.m.
"Standby" means an approved period of time outside
normal working hours, when employees, including Duty Officers, have been
directed by the Chief Executive, or delegate, to be readily contactable and to
immediately respond as required.
"Supervisor" means the employee’s immediate
supervisor or manager, or any other employee authorised by the Chief Executive
to fulfil the role of a supervisor or manager, other than a person engaged as a
consultant or contractor.
"Temporary Employee" means any employee engaged in
terms of section 43(3) of the Government Sector Employment Act 2013 and
any guidelines issued thereof or as amended from time to time.
"Unions" mean the Australian Workers’ Union - New
South Wales Branch and the Electrical Trades Union.
4. Parties
4.1 The
"Parties" to this Award are:
(i) Industrial
Relations Secretary for the Department of Planning Industry and Environment
(DPIE);
(ii) The Australian
Workers Union - New South Wales Branch;
(iii) The Electrical
Trades Union
5. Salaries
5.1 The salary rates
paid to employees covered by this Award are specified in Tables 1 and 2 in this
Award.
5.2 The salaries
prescribed in Part B Monetary Rates, Table 1 reflect increases to the salaries
of Skilled Trades Officers and Apprentices and Table 2 reflect increases to the
salaries of Field Officer classifications
Any wage related allowances will be adjusted in line
with the increases to the rates of pay.
5.3 The salary rates
are all inclusive of the following allowances:
(i) Diving
(ii) Kosciusko
(iii) Dry Cleaning
(iv) Flying
All allowances cited in Schedule A of the Crown Employees
Wages Staff (Rates of Pay) Award 2020 as applying to the Crown Employees
(Skilled Trades) Award have been included in salary rates for trades employees
under this Award, with the exception of:
(i) Asbestos
allowance
(ii) Tool allowance
(electrician)
6. Salary Packaging
Arrangements, Including Salary Sacrifice to Superannuation
6.1 The entitlement
to salary package in accordance with this clause is available to:
(i) ongoing
full-time and part-time employees;
(ii) temporary
employees, subject to DPIE convenience; and
(iii) casual
employees, subject to DPIE convenience, and limited to salary sacrifice to
superannuation in accordance with sub-clauses 6.7 - 6.9.
6.2 For the purposes
of this clause:
"salary" means the salary or rate of pay prescribed
for the employee’s classification shown in Part B - Monetary Rates, of this
Award, and any other payment that can be salary packaged in accordance with
Australian taxation law.
"post-compulsory deduction salary" means the
amount of salary available to be packaged after payroll deductions required by
legislation or order have been taken into account. Such payroll deductions may
include, but are not limited to, taxes, compulsory superannuation payments,
HECS payments, child support payments, and judgement debtor/garnishee orders.
6.3 By mutual
agreement with the Chief Executive, an employee may elect to package a part or
all of their post-compulsory deduction salary in order to obtain:
6.3.1 a benefit or
benefits selected from those approved by the Secretary; and
6.3.2 an amount equal
to the difference between the employee’s salary, and the amount specified by the
Secretary for the benefit provided to or in respect of the employee in
accordance with such agreement.
6.4 An election to
salary package must be made prior to the commencement of the period of service
to which the earnings relate.
6.5 The agreement shall
be known as a Salary Packaging Agreement.
6.6 Except in
accordance with subclause 6.7, a Salary Packaging Agreement shall be recorded
in writing and shall be for a period of time as mutually agreed between the
employee and the Chief Executive at the time of signing the Salary Packaging
Agreement.
6.7 Where an
employee makes an election to sacrifice a part or all of their post-compulsory
deduction salary as additional employer superannuation contributions, the
employee may elect to have the amount sacrificed:
6.7.1 paid into the
superannuation fund established under the First State Superannuation Act
1992; or
6.7.2 where DPIE is
making compulsory employer superannuation contributions to another complying
superannuation fund, paid into the same complying fund; or
6.7.3 subject to DPIE’s
agreement, paid into another complying superannuation fund.
6.8 Where the
employee makes an election to salary sacrifice, DPIE shall pay the amount of
post-compulsory deduction salary, the subject of election, to the relevant
superannuation fund.
6.9 Where the
employee makes an election to salary package and where the employee is a member
of a superannuation scheme established under the:
6.9.1 Police
Regulation (Superannuation) Act 1906;
6.9.2 Superannuation
Act 1916;
6.9.3 State
Authorities Superannuation Act 1987; or
6.9.4 State
Authorities Non-contributory Superannuation Act 1987;
the DPIE must ensure that the employee’s superable
salary for the purposes of the above Acts, as notified to the SAS Trustee
Corporation, is calculated as if the Salary Packaging Agreement had not been
entered into.
6.10 Where the
employee makes an election to salary package, and where the employee is a member
of a superannuation fund other than a fund established under legislation listed
in subclause 6.9 of this clause, the DPIE must continue to base contributions
to that fund on the salary payable as if the Salary Packaging Agreement had not
been entered into. This clause applies even though the superannuation
contributions made by the DPIE may be in excess of superannuation guarantee
requirements after the salary packaging is implemented.
6.11 Where the
employee makes an election to salary package:
6.11.1 subject to
Australian Taxation law, the amount of salary packaged will reduce the salary
subject to appropriate PAYG taxation deductions by the amount packaged; and
6.11.2 any allowance,
penalty rate, payment for unused leave entitlements, weekly worker’s
compensation or other payment, other than any payments for leave taken in
service, to which an employee is entitled under this Award or any applicable
Award, Act or statute which is expressed to be determined by reference to the
employee’s rate of pay, shall be calculated by reference to the rate of pay
which would have applied to the employee under Part B - Monetary Rates of this
Award if the Salary Packaging Agreement had not been entered into.
6.12 The DPIE may vary
the range and type of benefits available from time to time following discussion
with the Unions. Such variations shall apply to any existing or future Salary
Packaging Agreement from date of such variation.
6.13 The Secretary
will determine from time to time the value of the benefits provided following
discussion with the Unions. Such variations shall apply to any existing or
future Salary Packaging Agreement from the date of such variation. In this circumstance, the employee may elect
to terminate the Salary Packaging Agreement.
7. Allowances
7.1 Allowances
payable in terms of subclauses 7.2, 7.3 and 7.4 listed in this clause shall be
adjusted on 1 July each year in line with the increases in the Consumer Price
Index for Sydney during the preceding year (March quarter figures).
7.2 Boot Allowance
A boot allowance is payable to any employee who works
in the field where suitable boots are not provided by the DPIE. The allowance
is to be a maximum of $173.84 per pair of boots, on condemnation of the
previous pair, endorsed by the Area Manager or Branch Director of NPWS.
7.3 Field Allowance
7.3.1 This allowance
replaces camping allowance contained in the Crown Employees (Public Service
Conditions of Employment) Reviewed Award 2009 or any successor instrument to
that Award.
7.3.2 This allowance is
payable when an employee is required to stay overnight at a place other than
their place of abode or commercial accommodation.
7.3.3 The amounts
payable per day of 24 hours, or part thereof (which must involve an overnight
stay), are:
(i) where meals are
provided by DPIE, $74.88 or $3.12 per hour
(ii) where meals are
not provided by the DPIE $119.62 or $4.98 per hour
7.3.4 DPIE will provide
the necessary equipment.
7.3.5 In the
exceptional circumstances where equipment is not supplied, no additional
allowance is payable.
7.4 Remote Area
Allowance
7.4.1 The remote area
allowance seeks to compensate employees for increased costs of living, the
climatic conditions of areas designated "remote" and the level of
disturbance to partners and family.
7.4.2 Remote area means
the area of the State of N.S.W. situated on or to the west of a line starting
from the right bank of the Murray River opposite Swan Hill and then passing
through the following towns or localities in the following order, namely,
Conargo, Coleambally, Hay, Rankins Springs, Marsden, Condobolin, Peak Hill,
Nevertire, Gulargambone, Coonabarabran, Wee Waa, Moree, Warialda, Ashford and
Bonshaw, and includes a place situated in any such town. It also includes
Nadgee, Montague Island and Lord Howe Island.
7.4.3 The allowances
specified in paragraph 7.4.5 Table 1 of this clause, will be paid to those
employees who meet the criteria set out in the Public Service Industrial
Relations Guide and who live in a remote area as defined in paragraph 7.4.5
Table 2 of this clause.
7.4.4 The allowance
replaces the Commonwealth allowance paid to employees on Lord Howe Island.
7.4.5 The rates of the
allowances will be:
Table 1
Grade
|
With Dependents
|
Without Dependents
|
A
|
$4,493.26
|
$3,144.81
|
B
|
$5,991.02
|
$4,193.49
|
C
|
$7,488.79
|
$5,242.16
|
To be paid from the first full pay period to commence
on or after 1 July 2016.
Table 2
Grade "A"
|
All locations in remote areas, as defined, except those
specified as Grade B or C and including Nadgee.
|
For the purpose of this Award the following locations
will be included in Grades "B" and "C".
Grade "B"
|
is payable to employees
living in the following locations:
|
|
Angledook, Barrigun, Bourke,
Brewarrina, Clare, Engonia, Goodooga, Ivanhoe, Lake Mungo, Lightening Ridge,
Louth, Mungindi, Pooncarie, Redbank, Walgett, Wanaaring,
|
|
Weilmoringle, White Cliffs,
Wilcannia, Willandra, and including Menindee, Kinchega, Macquarie Marshes and
Gunderbooka
|
Grade "C"
|
is payable to employees
living in the following locations:
|
|
Fort Grey, Mutawintji, Mount
Wood, Nocoleche, Olive Downs, Tibooburra, Yathong and including Witta Brinna,
Tarawi, Irymple, Lord Howe Island and Montague Island
|
7.4.6 Should employees
be located in other remote locations not specified in this Award, the grading
for payment will be determined in consultation with the Unions.
7.5 On Call
Allowance for Skilled Tradespersons in Kosciusko National Park Municipal
Services Managed by NPWS
7.5.1 A weekly
allowance of $190 per week (of 7 days) shall be paid to skilled tradespersons
who are directed to be on call.
7.5.2 The payment shall
cover all time outside the normal working hours that the skilled tradesperson
is required to be available for contact and immediate response to a call.
7.5.3 Only in exceptional
circumstances would DPIE require a skilled tradesperson to be on call for a
period of less than 7 days. Where a period of on call is for less than 7 days,
a pro-rata to a minimum of one day will apply for each day the employee is
required to be on call. The daily allowance will equate to $27.14 per day.
7.5.4 Where the call
results in the skilled tradesperson returning to work or performing more than
minor follow-up work (i.e. where two or more further calls are required and
this takes more than 15 minutes), the skilled tradesperson shall be entitled to
overtime for the actual time spent responding to the call or a minimum of 3
hours overtime, whichever is the greatest.
7.5.5 The allowance
shall compensate the skilled tradesperson for minor follow up work that may
result from the call.
7.5.6 Where a skilled
tradesperson is required to return to work again after the initial call out,
the skilled tradesperson shall be paid for the actual time spent attending the
second and subsequent call outs.
8. Standby
Arrangements - Including Standby Associated with Declared Incidents
8.1 Standby roles -
employees may be directed to be on standby as a:
(i) Duty Officer -
either for general standby or associated with a declared incident (refer to
clause 3 - Definitions); or
(ii) General standby
- an employee assigned on standby to respond to after hours duty as required.
8.2 Standby duties -
employees directed to be on standby must be readily contactable by telephone,
radio or mobile phone where one has been issued, during the standby period and
be prepared to respond immediately to duty as required. Employees who are not readily contactable and
available for immediate response to duty as required will not be entitled to
standby payments.
8.3 Duty Officer
support - a Duty Officer may have access to DPIE’s after-hours contact lists, a
DPIE vehicle (with radio) and mobile phone dependent on the requirements of the
duty to be performed;
8.4 Standby hours -
the time an employee can be directed to be on standby is:
(i) 24 hours on a
rostered day off; or
(ii) all hours
between the finishing time and starting time of the next day on rostered days
on; or
(iii) for an approved
period of time to meet operational requirements with the minimum period being 3
hours.
8.5. Standby Rates
8.5.1 An employee
required to be on standby will be paid at the rate of one third their standard hourly
rate (not including any loading) or maximum rate for Clerk Grade 8 as varied
from time to time plus $1.00, whichever is the lesser, for the time they are
required to be on standby outside their normal rostered working hours.
8.5.2 Payment of the standby
rates for a Duty Officer directed to be on standby for a declared incident,
will be charged to the respective declared incident and the overtime barrier
will not apply (except for SES officers) for the duration of the declared
incident.
9. Allowance for
Temporary Assignments to Higher Roles
9.1 Employees who
relieve in a higher role for a period of at least 5 consecutive workdays will
be paid a proportion (from 50-100%) of the difference between the substantive
salary rate of the occupant of the higher role and the employee’s salary. The proportions shall depend on the range and
level of duties performed in the role.
Where the role is vacant, an employee relieving in the role shall be
paid a proportion (from 50%-100%) of the difference between step one of the
grading of the vacant role and the employee’s substantive salary rate. The
proportions shall depend on the range of the level of duties performed in the
roles.
9.2 The terms and
conditions of the Allowance for Temporary Assignments to Higher Roles apply for
the duration of the relieving period.
9.3 The duties and
the proportion of the Allowance for Temporary Assignments to Higher Roles shall
be mutually agreed to prior to the relieving period.
10. Assignment
10.1 Assignment to a
vacant role will be by way of competitive selection based on the merit
principle and in accordance with the provisions of the Government Sector
Employment Act 2013.
10.2 Assignment to a
higher starting salary point within the grade will be determined by way of competency
progression or incremental progression arrangements as set out in Annexures 1
and 4.
11. Progression
11.1 General
11.1.1 Progression within
levels, grades or classes shall be by annual increment unless otherwise
specified in Part B.
11.1.2 Increments shall
be processed by supervisors within one (1) month of receipt
11.1.3 If increments are
not processed within two (2) months of the due date, the increments will be processed
automatically, and payment backdated to the due date.
11.1.4 Progression to a
higher level, grade or class shall be by competitive selection for an
advertised vacancy, unless the role is banded across a number of levels, grades
or classes.
11.2 Progression and
competency applications for Field Officer classification.
11.2.1 Progression and
competency applications shall be processed by supervisors within three (3)
months of receipt.
12. Project Teams
12.1 The Chief
Executive or nominee may request employees to perform work in a designated
project team.
12.2 An employee may
decline an offer to work in a designated project team.
12.3 When undertaking
work in a designated project team, the employee shall be paid:
12.3.1 the rate for the
job as determined by job evaluation; or
12.3.2 at least one
salary level higher than their substantive rate.
12.4 An employee
working in a designated project team on a full-time basis will not be required
to carry out the duties of their substantive role in addition to the project
duties.
12.5 Project team jobs
may be either full-time or part-time.
13. Hours of Work
13.1 The organisation
of work and ordinary hours will optimise work effectiveness and the fulfilment
of the reasonable needs of employees.
13.2 The standard
hours of work will be those necessary for the completion of routine work and
this clause sets out the ordinary hours and conditions attached (other than
declared incidents).
13.3 General
13.3.1 Except as
otherwise provided, ordinary hours of work will be an average of 35 per week,
over a settlement period, to be worked between 6:00 a.m. and 8:00 p.m.
13.3.2 Employees, except
those in roles under the Field Officer classification, may only be rostered to
work ordinary hours between 6:00 p.m. and 8:00 p.m., when the officer agrees.
13.3.3 The standard core
time shall be between the hours of 9:30 a.m. and 3:30 p.m. excluding the lunch
break, unless other arrangements have been negotiated under a local arrangement
in terms of clause 10 - Local Arrangements, of Crown Employees (Public Service
Conditions of Employment) Reviewed Award 2009.
13.3.4 The Guarantee of
Service is the specified period during the day between the hours of 8:30 a.m.
and 4:30 p.m. on a weekday when an appropriate level of service is maintained
in NPWS work locations.
13.3.5 Pattern of hours
is the way hours are worked each settlement period, e.g. start/finish times and
days of the week for 7 day roster workers.
13.3.6 The pattern of
hours will be agreed to between the employees and management of the area with
regard to the needs of the DPIE, the needs of employees and the provision of
services to the DPIE’s customers.
13.3.7 A roster of hours
and days must be set and agreed to in writing 2 weeks before the settlement period
starts.
13.3.8 Hours of work for
roles and/or classifications will be as set out in subclause13.4.
13.3.9 No employee will
be able or be required (other than in incidents) to work more than 10 ordinary
hours per shift (exclusive of travelling time).
13.3.10 Permanent
changes to the pattern of hours for an employee are subject to consultation
with the employee and/or the Union.
13.4 Ordinary hours of
work may be organised as follows:
13.4.1 Monday to Friday
Workers
Ordinary hours to be worked from Monday to Friday
(inclusive).
Except as otherwise provided, all approved work
performed outside the bandwidth, on weekends or public holidays is to be paid
as overtime in accordance with the provisions of clause 15, Overtime - General,
of this Award.
13.4.2 Defining Monday to
Friday Workers
(i) A Review
Committee will be established for the purpose of determining the number, if
any, of roles to be reclassified from Seven Day Roster roles to Monday to
Friday Day roles in each region based on principles agreed between the parties
including operational needs.
(ii) Following the
original determination in 13.4.2(i) above, the Review Committee will meet to
review that determination within 12 months.
(iii) Subsequent to
the review in 13.4.2(ii) above, any further changes will be the subject of
consultation between the local delegate and manager based on principles agreed
between the parties including operational needs.
(iv) New employee(s)
will only be offered a Monday to Friday Roster role if a vacancy exists in this
category as determined in paragraphs 13.4.2 (i) and (iii).
(v) Disputes
arising from the process will be dealt with pursuant to clause 39 - Industrial
Grievance Procedure.
13.4.3 Conversion from
Monday to Friday to Seven Day Roster Worker
(i) The
determination of a role being reclassified from Monday to Friday to a Seven Day
Roster role will be made by the DPIE on the basis that:
(a) Where an
employee employed in a Monday to Friday role performs work on more than:
23 weekend days and/or public holidays (total) in a
calendar year in the case of employees who receive a 17% loading; or
11 weekend days and/or public holidays (total) in a
calendar year in the case of employees who receive an 8.5% loading,
the employee will have the option of choosing to remain
a Monday to Friday Day Worker or make a claim to the DPIE (and the DPIE will
not unreasonably withhold agreement) to have the role converted to a Seven Day
Roster Worker role that attracts the loading; or
(b) By agreement
between the local manager and delegate, a Monday to Friday Day role is
converted to a Seven Day Roster role.
(ii) Nothing in this
clause is intended to derogate from the rights of employees opt in/opt out
rights in paragraph 13.4.6 below.
13.4.4. Bushfire
Management Program
(i) This clause
contains arrangements for the Enhanced Bush Fire Management Program.
(ii) Field Officers
- Bushfire Management Program, Senior Field Officers - Bushfire Management
Program, Field Supervisors - Bushfire Management Program and Senior Field
Supervisors- Bushfire Management Program are specific classifications directly
connected to the Enhanced Bush Fire Management Program. These employees will be
entitled to the same rate of pay and conditions, with the exception of the
shift loading, as employees in the Field Officer, Senior Field Officer, Field
Supervisor and Senior Field Supervisor classifications.
(iii) All employees
employed in Field Officer - Bushfire Management Program classifications (as
defined in paragraph 13.4.4(ii)) are classified as Monday to Friday Workers
including current employees that transfer to these classifications.
(iv) Employees in
Hazard Reduction classifications as defined in paragraph 13.4.4(ii) can be
converted to a Seven Day Roster Worker role in accordance with paragraph
13.4.3.
(v) When an
employee who has worked in a Hazard Reduction classification returns to their
previous substantive role as a Seven Day Roster Worker, they will be entitled
to loading pursuant to paragraphs 13.4.5(vii) -or (viii) from the date of
return.
(vi) New employees
that are employed to backfill Seven Day Roster roles vacated by employees who
transfer to Field Officer - Hazard Reduction classifications will be employed
as Seven Day Roster Workers.
13.4.5 Field Officer
General Operations
(a) The Field
Officer - General Operations will perform the functions contained at Appendix A
of this award. The Field Officer General Operations will be a Monday to Friday
worker and shall be remunerated by the rates contained in this award in Table
2.
13.4.6 Field Officer
Grade 1-2
(a) Field Officer
Grade 1-2 are Monday to Friday workers.
13.4.7 Seven Day Roster
Workers
(i) Seven Day roster
worker is the default category of employment for the classifications listed in
paragraph 13.4.7 (ii) except where paragraphs 13.4.2, 13.4.3, 13.4.4, 13.4.5
and 13.4.6 apply.
(ii) Seven day
roster workers include the following classifications; Field Officers, Senior
Field Officers, Field Supervisors and Senior Field Supervisors Grades 1 and
2. This list is not exhaustive.
Identification of additional roles will be done in consultation with the union.
(iii) Seven Day
Roster Worker employees who were employed prior to 30 August 2010 and who
receive the relevant loading under the Award will continue to be entitled to
the loading until the employee chooses to opt out and their proposal is agreed
to by the local manager pursuant to paragraph 13.4.6. Current employees will retain the loading
should they transfer or win a promotion to another role as defined in the
default employment category.
(iv) Ordinary hours
for employees are to be worked from Monday to Sunday (inclusive) within the
bandwidth of 6:00 a.m. to 8:00 p.m., unless otherwise agreed to between the
DPIE and the employee concerned.
(v) Employees shall
not be rostered to work more than two consecutive weekends (i.e. Saturday and
Sunday), unless the officer agrees to do so.
(vi) Employees working
this pattern of hours are to have at least two consecutive rostered full days
off per week, unless otherwise agreed to between the DPIE and the employee
concerned.
(vii) A loading of 17%
of annual base salary is payable to Field Officers, Senior Field Officers and
tradespersons required to work up to a maximum of 45 combined weekend days
(i.e. Saturdays or Sundays) and 5 Public Holidays and is paid in lieu of all
other penalty rates.
(viii) A loading of
8.5% of annual base salary is payable to Field Supervisors and Senior Field
Supervisors who hold designated Seven Day Roster roles for working up to a
maximum of 22 combined weekend days (i.e. Saturdays or Sundays), and 3 Public
Holidays and is in lieu of all other penalty rates.
(ix) If an employee
agrees to work more than the maximum specified in sub-clauses (vii) or (viii)
of this clause, no additional payments or day in lieu shall be made.
(x) Employees
referred to in (vii) or (viii) of this paragraph who are directed to work more
weekend days and public holidays than those prescribed for their role, will be
paid penalty rates as follows:
Table 3
(a)
|
Saturdays
|
a 50% loading for each additional day worked
|
(b)
|
Sundays
|
a 75% loading for each additional day worked
|
(c)
|
Public Holidays
|
a 150% loading for each additional day worked
|
(xi) The loading
specified in (vii) and (viii) of this paragraph will be paid for the purposes
of superannuation and all paid leave, other than where such leave is for a
period of over 3 months.
13.4.8 Opt Out and Opt in
(i) Where Seven Day
Roster employees choose not to be rostered in accordance with Seven Day Roster
provisions in the Award and where management can manage the locations concerned
without these employees being on the Seven Day Roster, then such employees may
opt out of being on a Seven Day Roster subject to:
(a) paragraph
13.4.2 being satisfied; and,
(b) with written
approval from the DPIE.
(ii) Prior to externally
advertising a vacant Seven Day Roster role of the same classification that
attracts the loading, the role will:
(a) in the first
instance, be offered to employees from the same Area or Unit that have
previously opted out of their entitlement to the loading; and
(b) if no employees
that have previously opted out accept the offer to opt back in, the role will
be offered to employees that are Monday to Friday workers in the same Area or
Unit as a result of new employment.
13.4.9 Set Pattern of Hours
(i) These
provisions apply to employees who work a set pattern of hours within each 4
week roster period.
(ii) The set pattern
of hours will be decided and agreed to by the employee and their supervisor at
the time each 4 week roster is determined.
(iii) The starting
and finishing times set for the roster period will be within the bandwidth of
6:00 a.m. and 8:00 p.m. (Monday to Sunday) inclusive.
(iv) The set pattern
of ordinary hours of work, exclusive of meal breaks, can be worked as:
(a) five 7 hour 22
minute days with 22 minutes per day accruing towards one allocated day off each
4 week roster period; or up to
(b) Four 9 hour 20
minute days with 35 minutes accruing towards 5 allocated days off each 4 week
roster period.
(v) The working of
four 9 hour 20 minute days per week can only occur with the Area Manager’s
approval and must be by mutual agreement. Two (2) weeks’ notice prior to the
commencement of this arrangement shall be given to the Branch Director where
possible, and 2 weeks’ notice of its cessation.
(vi) Any paid leave,
e.g. recreation leave, sick leave or Family and Community Service leave
occurring during the settlement period, shall be a day worked for accrual of an
allocated day off.
(vii) Days taken as
leave without pay do not accrue any time towards an allocated day off.
14. Variation of Hours
14.1 Where DPIE
directs that the set starting and finishing times and/or days to be worked be changed,
employees shall be given at least 2 weeks’ notice (This requirement does not
apply in incidents).
14.2 Where the hours
and/or days are varied by mutual agreement between DPIE and the employees
within the bandwidth, no penalty is paid.
14.3 Where the DPIE
provides 2 weeks’ notice that the hours and/or days are to be varied, and the
variation is within the bandwidth, no penalty shall apply.
14.4 Where the DPIE
does not provide 2 weeks’ notice that the hours and/or days are to be varied,
and the variation is within the bandwidth, a 25% loading on base salary, based
on a 7 hour shift, shall apply either until the elapse of the 2 week notice
period or the variation to days/hours ceases, whichever comes first.
14.5 Where the
employee requests a variation to hours and/or days and this is agreed by the
DPIE, no loading shall be paid.
14.6 In respect of
Hazard Reduction Burns, there is a period of two months in each calendar year
where the daily bandwidth of hours will be 6:00 a.m. to 10:00 p.m. The Branch Director in consultation with the
local delegates will determine the designated period or 2 periods each calendar
year where employees, during these designated period/s, may be called upon to
work on Hazard Reduction Burns on 24 hours’ notice without the payment of the
additional 25% loading penalty.
15. Overtime - General
15.1 General
15.1.1 General overtime
conditions of employees under this Award shall be regulated in accordance with
the provisions contained within the Crown Employees (Public Service Conditions
of Employment) Reviewed Award 2009 or any successor instrument to that Award.
15.1.2 Overtime is
payable for all approved time worked:
(i) in excess of 7
hours per day or the daily contract hours, whichever is appropriate, where such
work is at the direction of DPIE; or
(ii) outside the
bandwidth, except where such work is associated with incidents as defined.
15.1.3 If overtime is
taken as time in lieu, it must be taken within six months of accruing.
15.2 Overtime at Home
15.2.1 Employees covered
by this Award may work overtime from home where the nature of work allows for
it.
15.2.2 No meal allowance
is paid when working overtime at home.
16. Meal Breaks
16.1 Unpaid meal break
16.1.1 An unpaid meal
break of at least 30 minutes shall be taken no later than 5 hours after the
commencement of work.
16.1.2 In some cases, due
to the nature of the work, the meal break shall be for a set period of
time. In these cases, employees shall be
allowed at least 30 minutes.
16.2 Paid meal break
16.2.1 Meal breaks taken
whilst working overtime shall be paid at single time rates
16.2.2 A meal break of 30
minutes shall be taken no later than two (2) hours after the commencement of
overtime.
16.2.3 If overtime
continues, an additional meal break of 30 minutes shall be taken after the
completion of each 5 hours worked
17. Rest Breaks
17.1 There must be a
break of at least ten (10) consecutive hours between an employee’s normal
finishing time and normal start time.
17.2 Employees required
to continue work after their normal finishing time, except where the hours have
been varied, are required to have a rest break of at least 10 consecutive hours
before again commencing work and be paid for any time lost.
17.3 Where an employee
is directed to commence work without having had their required rest break, they
will be paid overtime rates until they are released from duty.
17.4 Where an employee
is recalled to work after their finishing time and works for a total of less
than 4 hours, they are entitled to a rest break of at least 7 consecutive hours
before their next start time and are entitled to be paid for any time lost. If
they are directed to return to work and have not had their rest break, they are
to be paid at overtime rates until they are released from duty.
17.5 Where an employee
is recalled to work after their finishing time and works for a total of more
than 4 hours, they are entitled to a 10 hour rest break and shall be paid for
any time lost. Where the employee is directed to commence work without having
had their required rest break, they will be paid overtime rates until they are
released from duty.
18. Temporary, Casual
and School Based Apprentices Work Arrangements
18.1 Temporary
employees and casual employees will be employed by the DPIE in accordance with
the provisions of the Government Sector Employment Act 2013.
18.2 Temporary
Employees
18.2.1 All temporary
employment will be in accordance with the Government Sector Employment Act
2013, or Regulations and Rules arising from this legislation from time to time.
18.2.2 Temporary
employees shall be entitled to uniforms (if the position requires such use),
Annual PWG Entry Permits (if employed in excess of twelve months), training and
staff development opportunities.
18.2.3 In accordance with
the Superannuation Guarantee legislation, temporary officers are entitled to
employer based contributions to their nominated superannuation fund.
18.2.4 Temporary officers
employed for a period in excess of three months are entitled to the accrual of
leave. In the case of temporary officers employed for less than three months,
no leave accrual is available, however, payment of 4/48ths in lieu of
recreation leave will be made on termination of employment.
18.3 Casual Employees
18.3.1 Casual employees
shall be engaged by the DPIE on an irregular and intermittent basis and shall
be paid fortnightly or at the termination of engagement, whichever is the
earlier, for the number of hours worked.
18.3.2 The casual hourly
rate is determined by the following formulae:
(i) Annual salary
of the role divided by 260.8929 divided by 7 = Base hourly rate
(ii) Rate for Monday
to Friday = base hourly rate plus 25%
(iii) Rate for
Saturday = base hourly rate plus 58%
(iv) Rate for Sunday
= base hourly rate plus 83%
(v) Rate for Public
Holidays = base rate plus 158%
The rate of pay for casual employees shall be set in
recognition of the skills and experience of the employee which is relevant to
the work to be performed.
18.3.3 The casual hourly
rates of pay are inclusive of all forms of leave, including recreation leave,
except for long service leave entitlements which accrue according to the
provisions of the Long Service Leave Act 1955.
18.3.4 Casual employees
are entitled to be paid overtime for time worked in excess of their normal
daily contract hours to the next quarter hour.
18.3.5 Overtime payments
for casual employees are calculated on the ordinary base hourly rate (the 25%
loading is not included).
18.3.6 Except as
otherwise provided for in this clause, casual employees shall also receive the
benefit of leave entitlements in accordance with subclauses 12(iv); (v); and
(vi) of the Crown Employees (Public Service Conditions of Employment) Reviewed
Award 2009 or any successor instrument to that Award.
18.3.7 Casual employees
shall be engaged and paid for a minimum of three consecutive hours for each day
worked.
18.4 School Based
Apprentices
18.4.1 Wages
(i) The hourly
rates for full-time apprentices as set out in this Award shall apply to school
based apprentices for total hours worked including time deemed to be spent in
off-the-job training.
(ii) For the
purposes of subparagraph 18.4.2(i) of this clause, where a school based
apprentice is a full-time school student, the time spent in off the job
training for which the school based apprentice is paid is deemed to be 25 per
cent of the actual hours worked on the job each week.
(iii) The wages paid
for training time may be averaged over the school term or year.
(iv) Where this Award
specifies a weekly rate for full-time apprentices, the hourly rate shall be
calculated by dividing the applicable weekly rate by 38.
18.4.2 Progression
through the Wage Structure
(i) School based
apprentices progress through the wage scale at the rate of 12 months’
progression for each two years of employment as an apprentice.
(ii) The rates of
pay are based on a standard apprenticeship of four years. The rate of
progression reflects the average rate of skill acquisition expected from the
typical combination of work and training for a school based apprentice
undertaking the applicable apprenticeship.
18.4.3 Conversion from a
school based apprentice to a full-time apprenticeship
(i) Where an
apprentice converts from a school based to a full-time apprenticeship, all time
spent as a full-time apprentice counts for the purpose of progression through
the wage scale set out in this Award. This progression applies in addition to
the progression achieved as a school based apprentice.
18.4.4 Conditions of
Employment
(i) Except as
provided by this clause, school based apprentices are entitled to pro rata
entitlements of all other conditions of employment contained in this Award.
19. Part-Time Work
Arrangements
19.1 Part-time work
may be available to:
19.1.1 ongoing and
temporary employees who wish to work part-time in an existing role;
19.1.2 existing full-time
or part-time employees applying for promotion or transfer if they are willing
to work the approved hours of the role;
19.1.3 employees
recruited and assigned to a role where the approved hours are less than
full-time.
19.2 The decision to
work part-time is voluntary. No employee
shall be directed or placed under any duress to move from full-time to
part-time employment or vice versa.
19.3 Employees
employed on a part-time basis may elect to work full-time at any time, subject
to the appropriate work being available for the classification and level, grade
or class of the role.
19.4 Return to
full-time employment before the expiry of an agreed period of part-time work is
subject to availability of work and adequate period of notice.
19.5 Employees
employed on a part-time basis shall not be expected to carry out all of the
responsibilities of a full-time job in part-time hours.
19.6 Employees
employed on a part-time basis shall not be subjected to pressure to be
available for work outside their usual part-time hours. Where the nature of
work may from time to time require them to work outside of agreed part-time
hours any arrangements to alter the existing part-time work arrangement need to
be negotiated and agreed to at the outset.
20. Job Sharing
20.1 The parties to
this Award confirm a commitment to providing flexible work conditions through
job sharing.
20.2 DPIE will support
employees sharing a role provided that the:
20.2.1 arrangement is
fair and equitable to the employees involved;
20.2.2 employees involved
in the job sharing arrangement agree to the arrangement;
20.2.3 arrangement can be
on an ongoing or temporary basis;
20.2.4 arrangement is in
the best interests of the smooth functioning of the DPIE, ensuring that
customer/client DPIE relationship is maintained.
20.3 The days each
employee shall work should be consecutive and negotiated and agreed to by all
parties involved before commencement of employment.
20.4 Some examples
are: 2 days one week and 3 days the next week; Thursday to Wednesday worked on
alternate weeks; Monday, Tuesday, alternate Wednesday and alternate Wednesday,
Thursday, Friday.
20.5 The employees
involved in the job share arrangement should maintain close contact to ensure
continuity of work completed by them.
21. Public Holidays
and Public Service Holiday
21.1 General
21.1.1 Unless directed to
attend for duty by the Secretary or delegate, an employee is entitled to be
absent from duty on any day which is:
(i) a declared
public holiday throughout the State;
(ii) a declared
local holiday in the part of the State at or from which the employee performs
duty; and
(iii) a Public
Service Holiday in accordance with any directives issued by the Secretary (this
replaces the Union Picnic Day).
21.1.2 If a declared
local holiday falls during an employee’s absence on leave, the employee is not
to be credited with the holiday.
21.2 Monday to Friday
Workers
21.2.1 Those employees
required to work on a declared public holiday shall be paid overtime in
accordance with clause15 - Overtime - General.
21.2.2 Employees who are
required to work on a Public Service Holiday will be able to take a day off in
lieu within 12 months at a time agreed between the employee and their
supervisor.
21.3 Seven Day Roster
Workers
21.3.1 Employees covered
by this Award may be required to perform their ordinary hours on a declared
public holiday, a declared local holiday, or a public service holiday as per
clause13 - Hours of Work.
21.3.2 Payment for time
worked on a declared public holiday will be in accordance with the provisions
of clause 13 - Hours of Work, or clause 15 - Overtime - General, as is
appropriate.
21.3.3 Provisions of
paragraph 21.3.2 do not apply to an employee who is required to work on a
Public Service Holiday and this day is in addition to the specified number of
public holidays for which the loading is paid as per clause14, Variation of
Hours, of this Award. The employee will
be entitled to take a day off in lieu within 12 months at a time agreed between
the employee and their supervisor.
22. Leave
22.1 General
22.1.1 General leave conditions
of employees under this Award shall be regulated in accordance with the
provisions contained within:
the Act and Regulation, and
Crown Employees (Public Service Conditions of
Employment) Reviewed Award 2009 or any successor instrument to that Award, and
DPIE’s policies as agreed and reviewed from time to
time.
22.2 Employees
employed on a part-time basis will accrue any leave on a pro-rata basis, which
will be determined on the number of approved contract hours worked in a pay
period.
23. Recreation Leave
and Annual Leave Loading
23.1 Recreation Leave
23.1.1 For Monday to
Friday Workers paid recreation leave accrues at the rate of 20 working days per
year,
23.1.2 For Seven Day
Roster Workers paid recreation leave accrues at the rate of 30 days per year.
23.2 Annual Leave
Loading
23.2.1 Annual Leave
loading for Skilled Trades Officers who are Monday to Friday Workers is 17.5%
on the monetary value of up to 4 weeks of recreation leave accrued in a leave
year.
23.2.2 Annual Leave
loading for Skilled Trades Officers who are 7 Day Roster Workers is 17.5% on
the monetary value of up to 5 weeks of recreation leave accrued in a leave
year.
23.3 The annual salary
paid to Field Officer classifications is inclusive of annual leave loading.
24. Family and
Community Service Leave and Leave Arising from Domestic Violence
24.1 The application
of Family and Community Service Leave for employees covered by this Award shall
be in accordance with clause 71 of the Crown Employees (Public Service
Conditions of Employment) Reviewed Award 2009 or any successor instrument to
that Award.
24.2 The application
of Leave for Matters Arising from Domestic Violence for employees covered by
this Award shall be in accordance with clause 84A of the Crown Employees
(Conditions of Employment) Reviewed Award 2009 or any successor instrument to
that Award.
25. Excess Travel Time
25.1 Excess Travel
Time shall be regulated in accordance with the provisions of clause 27 of the
Crown Employees (Public Service Conditions of Employment) Reviewed Award 2009
or any successor instrument to that Award.
26. Contact with
Employees on Parental and Maternity Leave
26.1 All parties agree
to implement the NPWS Parental/Maternity Leave Contact Policy which aims to
maintain contact with employees specifically in the context of workplace
change, restructuring and office relocations and attendance at relevant
training courses.
26.2 It is recognised
that some employees may not wish to keep in contact with the DPIE while they
are on leave.
27. Incident
Conditions
27.1 General
27.1.1 The following
conditions apply in circumstances where an incident is declared and approved by
the Branch Director until such time as the declaration of the incident is
lifted.
27.1.2 Set Patterns of
Hours and bandwidths will be suspended at the time of the incident being
declared for those employees involved in the incident.
27.1.3 Adjustments to
hours will be carried forward to the next settlement period.
27.1.4 On successful
completion of basic firefighting training all employees will be issued with appropriate
personal protective and other equipment in accordance with the DPIE’s Fire
Management Manual as varied from time to time.
27.1.5 Employees directed
to return from annual leave to attend an Incident will be compensated for
pre-paid accommodation and return travel from their leave destination to home
at either First Class Rail Travel or economy air travel for themselves and any
dependents or at Official Business Rate if a Private Vehicle is used. Employees will be further compensated by
single hourly rate for all hours travelled.
Such employees will have the same option as employees called from an
Allocated Day Off as in paragraph 27.2.5.
27.1.6 "Incident
Controller" within this clause means an employee responsible for incident
activities including the development and implementation of strategic decisions
and for approving the ordering and releasing of resources.
27.2 Conditions
27.2.1 For the purpose of
calculating payment for incident duty, the salary rate shall be the employee’s
substantive salary or as prescribed in subclause 27.5 Incident Responsibility
Rates, whichever is the greater.
27.2.2 Call out to attend
an Incident will be paid at a minimum of three (3) hours overtime, or by mutual
agreement, time in lieu at overtime rates.
27.2.3 All travel to and
from an incident will be paid as if part of the Incident.
27.2.4 If an employee is
away from their own Area for the purposes of attending an Incident, and are not
required to work and it is not possible to return to their home, seven hours
normal pay will be paid per day until they return home or their usual place of
work, whichever is the sooner.
27.2.5 Employees required
to work on their Allocated Day Off/Rostered Day Off will receive either:
(i) overtime for
the whole shift in addition to the normal pay for the day; or
(ii) overtime for
the whole shift (minus the normal days’ pay) plus a day off in lieu of the
rostered day off to be taken at a mutually agreed time.
This must be marked clearly on time sheets or the
assumption will be that the rostered day off has been deferred.
27.3 Start and Finish
Times:
27.3.1 On a normal
rostered day on, start will be from normal workplace and finish will be on
return to normal workplace plus 30 minutes.
27.3.2 On a Rostered Day
Off, start will be on leaving place of abode and finish will be on return to
place of abode plus 30 minutes.
27.3.3 Where it is not
possible to return to place of abode or normal workplace, start will be on
leaving accommodation and finish will be on return to accommodation plus 30
minutes.
27.3.4 Where an employee
is called to an Incident from their place of abode after the completion of a
normal shift, starting time will be at the time of the call, and finishing time
will be on return to accommodation or place of abode plus 30 minutes.
27.4 Shift
Arrangements During Incidents:
27.4.1 A normal shift is
seven hours however employees may only be required to work a maximum of twelve
hours on site. However, the initial
shift following the declaration of an Incident may extend to a maximum of
sixteen hours on site. (The intention of
this Award is to allow flexibility in exceptional circumstances, e.g. new crews
arriving late, unforeseeable worsening of the Incident).
27.4.2 A minimum eight
hour break, not including travelling time, must be taken between shifts, and
where possible a ten hour break is recommended.
27.4.3 After completion
of three consecutive shifts on incident duties or five consecutive shifts
carrying out support functions in connection with incidents (such as catering
teams and Administrative Assistance) a twenty-four hours break with payment at
single time rates, shall be provided before continuing with incident duties or
support functions or to return to normal duties. Where employees are required
to take rest break days additional to those referred to above, such days shall
also be paid at the single time rate. Employees shall not be required to take
Allocated Days Off or use any other leave entitlement in order to have the
required rest breaks after performance of incident duties or support functions
in connection with incidents.
27.4.4 It is the
responsibility of the Incident Controller or Delegate to ensure that reasonable
shift and rest periods are adhered to.
27.5 Incident
Responsibility Rates
27.5.1 The level and
grading of Incident Positions, prescribed by the Australian Inter-Service
Incident Management System shall be determined in line with the Department
DPIE’s job evaluation process. Only
those persons assigned to roles identified as Incident Positions shall be paid
incident responsibility rates from the date of the making of this Award.
Table 4
|
2.5%
increase
|
0.3%
increase
|
2.04%
increase
|
|
effective
from the first full pay period on or after
|
effective
from the first full pay period on or after
|
effective
from the first full pay period on or after
|
|
1
July 2019
|
1
July 2020
|
1
July 2021
|
|
$
|
$
|
$
|
Role
|
|
|
|
Crew Member
|
65,802
|
65,999
|
67,345
|
Crew Leader
|
73,921
|
74,143
|
75,656
|
Sector Commander
|
82,062
|
82,308
|
83,987
|
Divisional Commander
|
92,937
|
93,216
|
95,118
|
Operations Officer
|
99,786
|
100,085
|
102,127
|
Planning Officer
|
99,786
|
100,085
|
102,127
|
Logistics Officer
|
123,578
|
123,949
|
126,478
|
Incident Controller
|
136,957
|
137,368
|
140,170
|
Deputy Incident Controller
|
136,957
|
137,368
|
140,170
|
Safety Officer
|
99,786
|
100,085
|
102,127
|
Situation Officer
|
82,062
|
82,308
|
83,987
|
Situation Unit Leader
|
92,937
|
93,216
|
95,118
|
Resource Officer
|
82,062
|
82,308
|
83,987
|
Resource Unit Leader
|
92,937
|
93,216
|
95,118
|
Air Attack Supervisor
|
92,937
|
93,216
|
95,118
|
Air Operations Manager
|
99,786
|
100,085
|
102,127
|
Air Observer
|
82,062
|
82,308
|
83,987
|
Airbase Manager
|
82,062
|
82,308
|
83,987
|
27.5.2 Employees with
specific skills assigned to work in any of the identified Incident Roles listed
in Table 4 will be paid at their substantive hourly rate or at incident
responsibility rate, whichever is the greater. For employees receiving the
Allowance for Temporary Assignments to Higher Roles the substantive hourly rate
will be the hourly rate they were paid when the incident was declared for the
duration of their relieving period.
27.5.3 Where the level
and grading of any new or additional Incident Roles has not been determined
employees will be paid their substantive hourly rate or for employees receiving
the Allowance for Temporary Assignments to Higher Roles the hourly rate that
they were paid when the incident was declared for the duration of their relieving
period.
27.5.4 The overtime
barrier rate does not apply to incident situations, except for officers of the
SES.
27.5.5 Employees must be
assigned to or exercise the responsibilities of an incident responsibility
position for a minimum of three hours to receive incident responsibility
rates. Those required to undertake
responsibility for less than three hours have the opportunity to develop
experience.
27.5.6 When new Incident
Roles are created they will be evaluated to determine the appropriate salary
and existing Incident Roles may be reviewed at the same time.
27.5.7 Incident
responsibility rates will move in line with the Crown Employees (Public Sector
- Salaries 2015) Award or any successor instrument to that Award.
27.6 Payment
associated with Incidents
27.6.1 This replaces the
provisions of Clause 15 - Overtime, in relation to overtime worked in respect
of incidents.
27.6.2 Payment will be
calculated as follows:
(i) Double time for
all hours from start of incident regardless of day, night, Saturday, Sunday or
Public Holidays.
27.6.3 No employee shall
have time deducted from pay for meal breaks unless they are actually relieved
of Incident Duties for the period of the break and clean up time, e.g. 30-45
minutes. Where meals are provided to an
employee on the ground and eaten in conjunction with incident duties, no
deduction will be made from pay.
27.7 Family and
Dependent Care During Incident Conditions
27.7.1 DPIE will
compensate employees for additional dependent care expenses (receipts must be
provided) relating to time worked during the incident. This must be arranged with the Incident
Controller as soon as practical and each case will be assessed by the Incident
Controller.
27.7.2 DPIE will notify a
nominated family member or friend as to the whereabouts of employees when
extended shifts are required.
27.8 Provision of
meals and accommodation whilst working on Incident
27.8.1 DPIE will
generally provide meals including breakfast, lunch, and dinner, and provide
supper for employees working night shift.
27.8.2 Employees
commencing at their normal workplace will provide their first meal where the
meal break falls within their normal seven hour shift.
27.8.3 If no meal is
supplied, a payment of $15.24 per meal is made.
27.8.4 Wherever possible
employees will be allowed to return home or the DPIE will provide accommodation
in a hotel or motel.
27.8.5 Where returning
home or to other accommodation is not possible or practical and the employees
are required to camp, they will be paid the Field Allowance set out in clause
7, Allowances, of this Award.
27.9 Standby
Associated with Incidents
27.9.1 When an incident
is declared appropriately trained and qualified employees may be required to be
on standby outside normal rostered working hours.
28. Working from Home
28.1 Supervisors may allow
employees to work from home: however, working from home is not to be a routine
arrangement.
28.2 Employees covered
by this Award may be given approval to work from home from time to time.
28.3 Greater access to
working from home is to be given to employees where:
28.3.1 family members are
sick; or
28.3.2 a project/report
requires urgent completion and for productivity reasons working from home will
achieve this;
28.3.3 for weekend and
night emergency incident management; and
28.3.4 the nature of the
work allows for it.
28.4 In some cases
where family members are sick, employees may work from home and combine this
with their entitlement to family and community service leave (where available
and appropriate).
28.5 When working at
home, employees must ensure that they are contactable by their office.
28.6 Employees are
covered by workers’ compensation where prior approval has been given to the
employer to work from home.
29. Dependent Care
29.1 Where dependents
of the employee are sick and require care, the DPIE will continue to support
the employee in the following ways:
29.1.1 In accordance with
clause 75, Parental Leave of the Crown Employees (Public Service Conditions of
Employment) Reviewed Award 2009 or any successor instrument to that Award; or
29.1.2 Where
circumstances allow, an employee may negotiate with their supervisor to work at
home.
29.2 In circumstances where
an employee with a sick dependent is required to attend to work that cannot be
completed from home (e.g. an urgent meeting) assistance will be available to
pay for additional costs associated with in home care for the dependent,
subject to the provision of receipts.
29.3 DPIE will meet
the additional costs involved in before or after school care, where an employee
is required to work beyond their regular hours, resulting in additional cost to
the employee for childcare, in an accredited child care program, subject to the
provision of receipts.
Each application will be determined on its merits.
29.4 The parties
reaffirm their commitment to providing dependent care assistance:
29.4.1 To enable
employees to attend residential training and development activities.
29.4.2 To employees
required to work during emergency situations.
29.4.3 To ensure that
employees are able to perform their duties in relation to incidents knowing
their dependents are safe and cared for in a similar manner to that which they
would provide themselves.
29.5 DPIE will
compensate the employee for additional dependent care expenses relating to
hours worked during the incident.
30. Families and Field
Work
30.1 Employees covered
by this Award from time to time will be required to undertake either field work
or to work away from their normal headquarters.
30.2 Employees who
wish to be accompanied by a family member on single day trips, must obtain
approval from their supervisor or Reporting Officer prior to the trip for the
purpose of insurance coverage.
30.3 Employees who
wish to be accompanied by a family member on working trips of more than one day
must obtain approval from their Area Manager or Branch Director.
31. Training and
Development
31.1 The parties to
this Award confirm a commitment to skill development for officers of the DPIE.
31.2 The training and
development of employees covered by this Award will be linked to the Performance
Development and Feedback system or any replacement Performance Management
System agreed to by the parties. Performance, Development and Feedback Plans
will be established through the system and be relevant to the employee’s
current role and their future career path.
31.3 All training and
development will be managed and conducted in accordance with the DPIE’s
Learning and Development Framework as varied from time to time.
31.4 Dependent care
assistance (by way of payment for dependent care) may be provided to enable
employees with dependent responsibilities to pursue residential training and
development opportunities.
32. Study Assistance
32.1 The DPIE will
support employees gaining additional skills through formal study and who are
progressing through their course in a consistent way based on the timeframe
indicated by the providing institution.
Where a subject is failed an intention to catch-up must be demonstrated.
32.2 Employees are
entitled to apply for study time and study leave in accordance with the
provisions Crown Employees (Public Service Conditions of Employment) Reviewed
Award 2009 or any successor instrument to that Award
32.2.1 The following
costs associated with courses:
(a) Higher
Education Contribution Help Scheme Fee; or
(b) TAFE compulsory
fees; or
(c) Compulsory
post-graduate fees; or
(d) Compulsory full
fee paying course fees;
will be reimbursed by the DPIE in accordance with the
guidelines following.
32.3 The proportion of
fees to be reimbursed where the employee’s application for study assistance has
been approved under these guidelines, and:
(i) is their first
qualification as an employee of the DPIE: 100% to a maximum of $4,000 per annum
refunded where the resultant qualification is directly relevant to DPIE operations
or needs and is approved as such by the Chief Executive; or
(ii) is their second
or successive qualification as an employee of the DPIE: 50% refunded to a
maximum of $2,000 per annum where the resultant qualification is directly
relevant to DPIE operations or needs and is approved as such by the Chief
Executive.
32.4 Approval for
assistance will be considered annually and refunds will be paid for a maximum
of six annual approvals up to a total amount of $24,000 in respect of paragraph
32.3(i) or $12,000 in respect of paragraph 32.3(ii) of this clause, where other
requirements have been met as in subclause 32.6 below.
32.5 At the discretion
of the Chief Executive and where the Chief Executive determines that it is in
the interests of the DPIE, approval may be given for a maximum of eight annual
approvals as set out in subclause 32.4 above.
32.6 To be eligible to
receive a refund, an employee must:
(i) have been employed
in the DPIE prior to the final examination in the academic period under
consideration and also be in employment on the date reimbursement is requested;
(ii) produce
evidence of having successfully completed a full stage of an approved course
(or the subjects enrolled in at the start of a semester/year); and
(iii) produce
receipts substantiating payments made for compulsory fees or HECS fee incurred.
32.7 Employees who
receive prior approval for study assistance for a particular course, or
qualification under the NPWS policies that existed prior to the implementation
of this Award, shall continue to receive their financial assistance in
accordance with those policies and their current approval for that specific
course or qualification. Any new course of study and new application to study
will be dealt with under paragraph 32.3(ii).
32.8 Where there is no
break in the continuity of study and given successful completion of approved
study under paragraph 32.3(i) any subsequent application for study assistance
will be treated as a second application under paragraph 32.3(ii) of this
clause.
32.9 The costs
associated with courses as outlined in paragraph 32.2.1 above are based on
current 2006 costs. The parties to this
Award agree, where there is a significant increase in costs the parties shall
seek to resolve any increase in the listed amounts in paragraphs 32.3(i) and
(ii) above. Where no agreement is
reached leave is reserved to seek the assistance of the Industrial Relations
Commission.
33. Training
Competency
33.1 The parties agree
to an ongoing commitment to the development and implementation of appropriate
competencies based on the relevant skill and qualification requirements at each
level. Such competencies shall be developed having regard to National Training
Competency standards.
34. Engagement of
Contractors
34.1 DPIE is committed
to establishing a consultative process regarding the use, including
supervision, of contractors by the Department DPIE. The parties agree that the
engagement of contractors will occur in limited circumstances and in accordance
with all applicable policies of the Public Service Commission, as varied from
time to time.
34.2 Supervisors should,
where appropriate, be from the same vocational group as the work being
contracted or be an appropriately qualified person. The parties will consult on the level of
supervision required.
35.
Anti-Discrimination
35.1 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.
35.2 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.
35.3 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.
35.4 Nothing in this
clause is to be taken to affect:
(i) any conduct or
act which is specifically exempted from anti-discrimination legislation;
(ii) offering or
providing junior rates of pay to persons under 21 years of age;
(iii) any act or
practice of a body established to propagate religion which is exempted under
section 56(d) of the Anti-Discrimination Act 1977;
(iv) a party to this
award from pursuing matters of unlawful discrimination in any State or federal
jurisdiction.
35.5 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.
35.6 Employers and
employees may also be subject to Commonwealth anti-discrimination legislation.
35.7 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."
36. Redundancy
Entitlements
36.1 Redundancy
provision payments will be made in accordance with the Managing Excess Employees
Policy, as varied from time to time.
37. Outplacement
Services
37.1 DPIE agrees to
provide outplacement services to employees declared excess and who are subject
to the Managing Excess Employees Policy. A panel of suitable outplacement
service providers will be agreed between DPIE and AWU.
38. Workplace
Environment
38.1 DPIE will ensure
that all employees are provided with a work environment that at least meets
minimum acceptable standards. All
workshops will meet the requirements of the Work Health and Safety Act
2011.
38.2 While there are
no requirements for office workplaces, the DPIE agrees to provide employees
covered by this Award with reasonable conditions and space.
38.3 Smoking is
prohibited at all indoor NPWS workplaces and in DPIE vehicles.
39. Housing
39.1 The parties agree
to consult on future issues related to DPIE-owned housing including the
preparation of briefs for valuers.
39.2 All employees
occupying an DPIE house will be required to sign a tenancy agreement.
40. Industrial
Grievance Procedure
40.1 General
40.1.1 The aim of this
procedure is to ensure that, during the life of this Award, industrial
grievances, (including grievances within the meaning of the Anti-Discrimination
Act 1977) or disputes are prevented or resolved as quickly as possible at
the level they occur in the workplace.
40.1.2 The parties agree
that whilst the procedures contained in this clause are being followed, there is
an expectation that normal work will continue.
40.1.3 In seeking a
resolution to any industrial dispute or industrial grievance, DPIE may be
represented by an industrial organisation of employers, and the employees of
DPIE may be represented by an industrial organisation of employees.
40.1.4 Where the
grievance or dispute involves confidential or other sensitive material
(including issues of harassment or discrimination under the Anti-Discrimination
Act 1977) that makes it impractical for the employee to advise their
immediate manager the notification may occur to the next appropriate level of
management, including where required, to the Chief Executive or delegate.
40.2 Steps to Resolve
Industrial Grievances or Disputes
40.2.1 When a dispute or
grievance arises, or is considered likely to occur, the following steps are to
be followed:
Step 1. The matter is discussed between the employee(s)
and the Reporting Officer or other appropriate employee concerned and addressed
within one week.
The employee(s) concerned may discuss the matter with
the Union delegate, if so desired.
Step 2. If, after a week since the matter was discussed
with the Union delegate and the Reporting Officer the matter remains
unresolved, the) employee(s) concerned may discuss the matter with the Union
delegate and the Branch Director. If the matter remains unresolved follow Step
3.
Step 3. If, after a week since the matter was discussed
with the Union delegate and the Branch Director, the matter is still
unresolved, the employee(s) concerned may discuss the matter with the Branch
Director, a representative of the Employee Relations Branch and a Union
delegate and/or official.
Where it is agreed by the parties, and the matter is of
an urgent nature, the employee may go to Step 3 immediately. In the event that
the parties agree to go to Step 3 immediately, no more than a week should
elapse since the matter was first raised until Step 4 is followed.
Step 4. The matter is discussed between senior
representatives of DPIE and the relevant Union. The parties agree to exhaust
the process of conciliation before considering Step 5 below.
It is agreed that the parties will not deliberately
frustrate or delay these procedures. All efforts are to be made to resolve the
matter promptly. The conciliation process should take no longer than one month,
unless the parties agree to a longer period.
Step 5. If no resolution is found, the matter may be
referred to the Industrial Registrar in order for the Industrial Relations
Commission or Industrial Court to exercise their functions under the Industrial
Relations Act 1996.
41. Deduction of Union
Membership Fees
41.1 Each Union shall provide
DPIE with a schedule setting out the Union’s fortnightly membership fees
payable by members of the Union in accordance with its rules of membership.
41.2 The Union(s)
shall advise DPIE 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 DPIE at least one month in
advance of the variation taking effect.
41.3 Subject to
subclauses 41.1 and 41.2 above, the Department DPIE shall deduct Union
fortnightly membership fees from the pay of any employee who is a member of the
Union in accordance with its rules of membership, provided that the employee
has authorised the DPIE to make such deductions.
41.4 Monies so
deducted from the employee’s pay shall be forwarded regularly to the Union(s)
together with all necessary information to enable the Union (s) to reconcile
and credit subscriptions to employee’s Union membership accounts.
41.5 Unless other
arrangements are agreed by the DPIE and the Union(s), all Union membership fees
shall be deducted on a fortnightly basis.
41.6 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.
42. Saving of Rights
42.1 No employee
covered by this Award will suffer a reduction in his or her rate of pay or any
loss or diminution in his or her conditions of employment as a consequence of
making this Award.
43. No Extra Claims
43.1 The No Extra
Claims clause (clause 8) contained in the Crown Employees (Public Sector -
Salaries 2021) Award shall apply to employees covered by this Award.
44. Area, Incidence
and Duration
44.1 This Award will
apply to employees in classifications covered by the Australian Workers Union
and to Skilled Tradespersons employed within the National Parks and Wildlife
Service of the Department of Planning Industry and Environment.
44.2 This Award will
not apply to employees:
(i) that
transferred to the DPIE where these employees occupied positions which are the
subject of any other awards under Administrative Order of 2 April 2007 and
subsequent Orders which established Department DPIE of Environment and Climate
Change effective 27 April 2007; or
(ii) that are
employed in the Senior Executive Service (SES); or
(iii) that are
employed in the Botanic Gardens Trust; or
(iv) whose conditions
of employment are determined by the Crown Employees (Department of Planning
Industry and Environment - Parks and Wildlife Group) Conditions of Employment
2015 Award or any successor instrument to that Award including employees who
are occupying Field Officer classifications where the role description
specifies the role’s location as a facility that principally services the
employer’s operations at Kosciuszko National Park which bounds are prescribed
by the Government Gazette of NSW (or any successors thereto); or
(v) whose conditions
and entitlements are determined by the Flight Officers Enterprise Agreement
2019 or any successor instrument to that Agreement.
44.3 Where this Award
is silent provisions contained in the Crown Employees (Public Service Conditions
of Employment) Reviewed Award 2009, or any successor instrument to that Award
apply to employees covered by this Award.
44.4 The Award shall
take effect on and from 1 July 2021 and shall remain in force nominally until
30 June 2022.
44.5 This award rescinds
and replaces the Crown Employees (Office of Environment and Heritage – National
Parks and Wildlife Service) Field Officers and Skilled Trades Salaries and
Conditions 2018 Award published 22 June 2018 (383 I.G. 98).
44.6 The parties have
agreed that negotiations for a new Award will commence 6 months prior to the
nominal expiry date of this Award and that these discussions will include
consideration of the following issues:
The creation of a stand-alone Award
The insertion of a consultation clause that provides
for regular meetings between union delegates and local managers to discuss
local issues
Whether any employee-related cost savings have been
achieved during the nominal term of this Award
PART B
MONETARY RATES AND CLASSIFICATIONS
Table 1 - Salary Schedule for Skilled Trades
Classification
CLASSIFICATION/GRADE/YEAR
|
2.5%
increase
|
0.3%
increase
|
2.04
increase
|
|
effective
from the first full pay period on or after
|
effective
from the first full pay period on or after
|
effective
from the first full pay period on or after
|
|
01.07.19
|
01.07.20
|
01.07.21
|
|
Per
annum
|
Per
annum
|
Per
annum
|
|
$
|
$
|
$
|
TRADESPERSON
|
|
|
|
Tradesperson Level 1
|
66,529
|
66,729
|
68,009
|
Tradesperson Level 2
|
68,615
|
68,821
|
70,225
|
Tradesperson Level 3
|
71,020
|
71,233
|
72,686
|
Tradesperson Level 4
|
74,731
|
74,955
|
76,484
|
Tradesperson Level 5
|
|
|
|
Year 1
|
75,686
|
75,913
|
77,462
|
Tradesperson Level 5
|
|
80,057
|
81,690
|
Year 2
|
79,818
|
|
|
Electronics Tradesperson
|
83,808
|
84,059
|
85,774
|
TRADES APPRENTICE YEAR (PERCENTAGE)
|
|
1st Year (50%)
|
|
2nd Year (60%)
|
|
3rd Year (75%)
|
|
4th Year (85%)
|
|
COMPETENCY CRITERIA FOR
SKILLED TRADES
|
|
Level 1
|
|
Base trade. Appointees Employees at this level must
have appropriate trade qualifications.
|
|
Level 2
|
|
Base trade plus the ability
to perform general park maintenance duties, when required
|
|
Level 3
|
|
A tradesperson who is able to:
|
|
-
|
work with the minimum amount of supervision;
|
-
|
-
|
work with the minimal amount of technical direction;
|
-
|
-
|
solve technical problems;
|
-
|
-
|
meet deadlines;
|
-
|
-
|
ensure quality control of work; and
|
-
|
-
|
perform general park maintenance duties when required.
|
-
|
Level 4
|
|
Senior Tradesperson
|
|
is a tradesperson who possesses
the skills, knowledge, qualifications and competencies that are so superior
to those required by a tradesperson Level 3; or supervises the work
|
|
of other tradespersons,
including setting work priorities and allocating tasks.
|
|
Level 5
|
|
Assignment to a role at this
level is by competitive selection to advertised vacancies. This level includes
the Maintenance Supervisor role, which is responsible for the Field
|
|
Officers of a district.
|
|
A trade role which is
evaluated at this level will be filled by competitive selection. Payment at this level recognises all skills,
knowledge, competencies, licences,
registrations
|
|
and experience necessary for
a role at this level.
|
|
|
|
|
|
|
Table 2 - Salary Schedule for Field Officer
Classification
|
2.5% increase
|
0.3% increase
|
2.04 increase
|
|
effective from the
first full pay period
|
effective from the
first full pay period
|
effective from the
first full pay period
|
|
on or after 01.07.19
|
on or after 01.07.20
|
on or after 01.07.21
|
|
Per annum
|
Per annum
|
Per annum
|
|
$
|
$
|
$
|
CLASSIFICATION/GRADE/YEAR
|
|
|
|
Field Officer General Operations - Monday to Friday
|
Field Officer General Operations
|
42,333
|
43,307
|
44,190
|
|
AWU classification - Officers employed from 4/8/05
|
|
Field Officer Base Grade 1/2 - AWU - Monday to Friday
|
Field Officer Base Grade 1 Year 1- AWU
|
49,868
|
50,018
|
51,308
|
Field Officer Base Grade 1 Year 2- AWU
|
51,128
|
51,281
|
52,237
|
Field Officer Base Grade 2 Year 1- AWU
|
52,307
|
52,464
|
53,534
|
Field Officer Base Grade 2 Year 2- AWU
|
54,746
|
57,910
|
56,030
|
|
Field Officer Grade 1/4
|
Field Officer Grade 1 Year 1
|
49,86847,465
|
50,018
|
51,308
|
Field Officer Grade 1 Year 2
|
51,12848,664
|
51,281
|
52,237
|
Field Officer Grade 2 Year 1
|
52,30749,786
|
52,464
|
53,534
|
Field Officer Grade 2 Year 2
|
54,67552,108
|
57,910
|
56,030
|
Field Officer Grade 3A Year 1
|
62,46959,459
|
62,656
|
63,934
|
Field Officer Grade 3A Year 2
|
63,57060,507
|
63,761
|
65,062
|
Field Officer Grade 4A Year 1
|
65,35062,201
|
65,546
|
66,883
|
Field Officer Grade 4A Year 2
|
66,52963,323
|
66,729
|
68,090
|
|
|
|
|
AWU - Field Officers Grade 1/2
|
|
Field Officer Grade 1/2
|
|
|
|
Field Officer Grade 1 Year 1
|
49,868
|
50,018
|
51,308
|
Field Officer Grade 1 Year 2
|
51,128
|
51,281
|
52,237
|
Field Officer Grade 2 Year 1
|
52,307
|
52,464
|
53,534
|
Field Officer Grade 2 Year 2
|
54,675
|
57,910
|
56,030
|
|
|
|
|
AWU - Field Officers Grade 3/4
|
|
Field Officer Grade 3/4
|
|
|
|
Field Officer Grade 3A Year 1
|
62,464
|
62,656
|
63,934
|
Field Officer Grade 3A Year 2
|
63,570
|
63,761
|
65,062
|
Field Officer Grade 4A Year 1
|
65,350
|
65,546
|
66,883
|
Field Officer Grade 4A Year 2
|
66,529
|
66,729
|
68,090
|
|
AWU classification - Existing officers employed prior to
4/8/05
|
|
Field Officer Grade 1/4
|
Field Officer Grade 1 Year 1
|
57,655
|
57,770
|
58,949
|
Field Officer Grade 1 Year 2
|
58,735
|
58,852
|
60,053
|
Field Officer Grade 2 Year 1
|
59,616
|
59,735
|
60,954
|
Field Officer Grade 2 Year 2
|
60,756
|
60,878
|
62,120
|
Field Officer Grade 3A Year 1
|
62,469
|
62,656
|
63,934
|
Field Officer Grade 3A Year 2
|
63,570
|
63,761
|
65,062
|
Field Officer Grade 4A Year 1
|
65,350
|
65,546
|
66,883
|
|
Field Officer Grade B3/B4
|
Field Officer Grade 3B Year 1
|
62,469
|
62,656
|
63,934
|
Field Officer Grade 3B Year 2
|
63,570
|
63,761
|
65,062
|
Field Officer Grade 4B Year 1
|
65,350
|
65,546
|
66,883
|
Field Officer Grade 4B Year 2
|
66,529
|
66,729
|
68,090
|
|
Senior Field Officer Grade 1/2
|
Senior Field Off Grade 1 Year 1
|
67,599
|
68212
|
69604
|
Senior Field Off Grade 1 Year 2
|
69,165
|
69371
|
70786
|
Senior Field Off Grade 2 Year 1
|
70, 152
|
70774
|
72218
|
Senior Field Off Grade 2 Year 2
|
72,039
|
72255
|
73729
|
|
Field Supervisor Grade 1/2
|
Field Supervisor Grade 1 Year 1
|
74,150
|
74734
|
76259
|
Field Supervisor Grade 1 Year 2
|
76,218
|
76447
|
78007
|
Field Supervisor Grade 2 Year 1
|
77,926
|
78160
|
79754
|
Field Supervisor Grade 2 Year 2
|
79,635
|
79874
|
81503
|
|
Senior Field Supervisor Grade 1/2
|
Senior Field Supervisor Grade 1 Year 1
|
86,397
|
86656
|
88424
|
Senior Field Supervisor Grade 1 Year 2
|
88,519
|
88785
|
90596
|
Senior Field Supervisor Grade 2 Year 1
|
90,644
|
90916
|
92771
|
Senior Field Supervisor Grade 2 Year 2
|
92,766
|
93044
|
94942
|
|
Senior Field Supervisor Grade 3
|
Senior Field Supervisor Grade 3 Year 1
|
110,745
|
111077
|
113343
|
Senior Field Supervisor Grade 3 Year 2
|
113,859
|
114201
|
116531
|
Senior Field Supervisor Grade 3 Year 3
|
117,470
|
118863
|
121288
|
Senior Field Supervisor Grade 3 Year 4
|
122,038
|
122404
|
124901
|
Progression
Tradespersons may progress from Level 1 to Level 4 based on
the attainment of skills and competencies.
Progression to the next level will be upon completion of 3
additional training modules.
The schedule of appropriate training modules will be
developed with agreement of the unions and form part of this agreement.
De-Skilling
The classification structure for tradespersons is not
designed to promote deskilling of tradespersons.
As such, tradespersons will generally only be asked to
perform general park maintenance duties when there is no trade work available.
Progression Criteria for Field Officer Classification
Field Officers
At the time of the making of this award existing Field
Officers at the level of Field Officer Grade 1 or Field Officer Grade 2 in the
classification of Field Officers Grade 1-4 shall progress by annual increment
subject to meeting the required progression criteria and competency levels as
specified in this Annexure.
Field Officer Grade 1 and Grade 2 will be broad-banded into
one classification Field Officer 1-2 and Field Officer Grade 3 and Grade 4 will
be broad-banded into one classification Filed Officer 3-4.
Progression from Field Officer 1-2 to Field Officer 3-4 will
be by way of promotion via merit selection
Field Officer Grade 1-2
Progression within the broad-banded Field Officer 1-2
classification will be by annual increment as well as being dependent on
satisfactory performance.
Field Officer Grade 3-4
Progression within the broad-banded Field Officer 3-4
classification will be by annual increment as well as being dependent on
satisfactory performance.
Where a Field Officer fails to progress, it shall be the
responsibility of the Area Manager to discuss the reasons for the decision with
the employee concerned. The discussion
should also identify areas of where additional competencies or necessary
training, where appropriate.
Progression Criteria for Field Officer 1-4 (applies only to
employees who were employed in the classification of Field Officer 1-4, at the
Field Officer Grade 1 or Grade 2 level, at the time of the making of this
award)
Field Officer Grade 1
Assignment to a role at this grade shall be subject to
competitive selection for advertised vacancies.
Assignment to a role at this grade shall also be subject to:
(a) possession of a
current drivers licence; and
(b) the employee
having demonstrated the essential competencies from the Field Officer’s
competency schedule for Field Officer Grade 1.
Field Officer Grade 2
Progression to the level of Field Officer Grade 2 shall be
subject to:
(a) 12 months
satisfactory service at Field Officer Grade 1;
(b) possession of a
current drivers licence; and
(c) the employee
having demonstrated the essential competencies from the Field Officer
competencies schedule for Field Officer Grade 2, as certified by the direct
supervisor and the Branch Director.
(d) employees
engaged in the Field Officer Grade 1-2 role shall not progress into the Field
officer 1-4 classification unless through merit-based selection in accordance
with the Government Sector Employment Act 2013.
Field Officer Grade 3
Progression to the level of Field Officer Grade 3 shall be
subject to:
(a) 12 months
satisfactory service at Field Officer Grade 2;
(b) drivers
licence; and
(c) the employee
having demonstrated the essential competencies from the Field Officers Competency
Schedule for Field Officer Grade 3 as certified by the direct supervisor and
Branch Director.
In addition, joint assessment and certification by the
Branch Director and the direct supervisor that the employee is competent at
performing the range of work required of a Field Officer Grade 3 and is also
able to demonstrate the efficient application of the skills/qualifications
attained.
Field Officer Grade 4
Progression to Field Officer Grade 4 shall be subject to:
(a) 12 months
satisfactory service of Field Officer Grade 3; and
(b) all the
essential and 10 desirable competency requirements for a Field Officer Grade 3
from the Field Officer competencies schedule as certified by direct supervisor
and Branch Director.
Senior Field Officer Grade 1
Assignment to the role of Senior Field Officer Grade 1 shall
be subject to:
(a) competency
requirements for assignment to Field Officer Grade 4.
The Senior Field Officer Grade 1 is the minimum
classification for employees responsible for direct supervision of National
Parks and Wildlife Service employees, volunteers and contractors.
Senior Field Officer (Plant) Grade 1
Assignment to the role of Senior Field Officer (Plant) Grade
1 shall be subject to:
(a) competency requirements
for assignment to Field Officer (Plant) Grade 4; and
(b) the employee
having demonstrated all the essential competencies as certified by direct
supervisor and Branch Director.
Provided further that assignment to the role of Senior Field
Officer Grade 1 and Senior Field Officer (Plant) Grade 1, shall be subject to
competitive selection for advertised vacancies.
Senior Field Officer Grade 2
Progression to the role of Senior Field Officer Grade 2
shall be subject to:
(a) 12 months
satisfactory service at Senior Field Officer Grade 1
(b) the employee
meeting the competency requirements for assignment to Senior Field Officer
Grade 1; and
(c) the employee
having demonstrated all essential and 5 desirables for Senior Field Officer
Grade 2, as certified by the direct supervisor and the Branch Director.
Field Supervisor Grade 1
Assignment to the role of Field Supervisor Grade 1 shall be
subject to:
(a) competency
requirements for assignment to Field Supervisor Grade 1. Senior Field Officer (Plant) are also
eligible for assignment but must demonstrate the wider skills required for
general Senior Field Officer classification; and
(b) the employee
having demonstrated the appropriate level of competency for Field Supervisor
Grade 1, as certified by direct supervisor and Branch Director.
Field Supervisor Grade 2
Assignment to the role of Field Supervisor Grade 2 shall be
subject to:
(a) 12 months satisfactory
service at Field Supervisor Grade 1; and
(b) competency
requirements for assignment to Field Supervisor Grade 2 as certified by direct
supervisor and Branch Director. Senior
Field Officers (Plant) are also eligible for assignment but must demonstrate
the wider skills required for general Senior Field Officers competencies.
Senior Field Supervisor Grade 1/2
Assignment to the level of Senior Field Supervisor shall be
subject to:
(a) the employee
demonstrating all essential competency requirements for assignment to Field
Supervisor Grade 2, as certified by direct supervisor and Branch Director.
Assignment to a role at this classification shall be subject
to competitive selection for advertised vacancies.
Senior Field Supervisor Grade 3
Assignment to a role at this classification shall be subject
to competitive selection for all advertised vacancies.
Appendix A
Functions of the Field Officer General Operations
The Field Officer General Operation will have within the
classifications scope of duties the following functions:
Basic upkeep of the estate, including mowing lawns and
cleaning of visitor facilities, cleared grounds, gardens, pathways, toilets,
BBQs, shelters, picnic furniture, camping areas, short stay accommodation
sites, visitor centres, parking areas, playgrounds, depots and offices to
ensure safe use and maintain asset condition.
1. Collects
rubbish, replenishes consumables and removes graffiti at picnic grounds,
toilets, camping areas, short stay accommodation sites, visitor centres,
depots, offices and other infrastructure.
2. Conducts basic
maintenance of walking tracks, mountain bike and horse riding trails, including
trimming vegetation, clearing drains and culverts and basic road maintenance
such as filling potholes.
3. Performs weed
control tasks this may involve the use of herbicides subject to training and
certifications.
4. Participates as
a crew member only in hazard reduction and wildfire management programs subject
to training and certifications.
5. Assists in the
transport and handling of materials and equipment, activation of advisory signs
and other basic tasks.
6. Records and
reports in a timely manner any issue or incident impacting on the park or
visitors and alerts supervisors to potential risks to the safety of visitors
and staff.
7. Operates minor
plant and equipment including utility vehicles, whipper snippers, pressure
washers, weed spraying units, chainsaws and conditionally licensed vehicles
(excluding major plant).
D. SLOAN, Commissioner
____________________
Printed by
the authority of the Industrial Registrar.