Health Employees' Administrative Staff (State)
Award 2021
INDUSTRIAL RELATIONS
COMMISSION OF NEW SOUTH WALES
Application by NSW Ministry of Health.
(Case No. 186039 of 2021)
Before Chief Commissioner Constant
|
30 July 2021
|
AWARD
PART A
Arrangement
Clause No. Subject Matter
6 Anti-Discrimination
8 Area, Incidence and Duration
4 Conditions of Service
1 Definitions and Work Level Statements
5 Dispute Resolution
3 Higher Skills
7 No Extra Claims
2 Salaries and Wages
PART B - MONETARY
RATES
Table 1 - Rates of
Pay
Table 2 -
Allowances
PART A
1. Definitions and
Work Level Statements
"Employer" means the Secretary of the Ministry of
Health exercising employer functions on behalf of the Government of New South
Wales.
"Health Service" means a Local Health District
constituted under section 8 of the Health
Services Act 1997, a Statutory Health Corporation constituted under section
11 of that Act, and an Affiliated Health Organisation constituted under section
13 of that Act, as amended or varied from time to time.
"Hospital" means a public hospital as defined in
section 15 of the Health Services Act,
1997, as amended or varied from time to time.
"Telephonist - Level 1" means a person whose major
function (i.e. 80 per cent or more) is spent in operating a switchboard or
similar equipment.
An in-charge shift allowance will
apply to Telephonist - Level 1 in charge of staff. The Allowances payable are
as set out in Item 1 of Table 2 - Allowances, of Part B, Monetary Rates.
“Telephonist - Level 2" means a person whose major
function (i.e. 60 per cent or more) is spent operating a switchboard or similar
equipment and who is required to perform routine clerical duties and/or handle
monies.
"Telephonist - Level 3" means a person who is
required to perform clerical duties in respect of admissions and/or accounts
(other than telephone) in addition to switchboard duties.
"Union" means the Health Services Union NSW.
"Work Level Statements" - Employees will not be
required to meet all conditions of the work level statements but will generally
be expected to be carrying out the responsibilities contained within the
descriptions.
Administration Officer -
Level 1 - These positions are established for undertaking routine
clerical work, an employee at this level may be a trainee with no previous
experience.
Work is performed under close
supervision requiring the application of basic skills and routines such as
providing receptionist services, straight forward collating, collecting and
distributing, carrying out routine checks by simple comparisons, maintaining
basic records, mail procedures, obtaining or providing information about
straight forward matters and routine user maintenance of office equipment.
Work performed is within
established routines, methods and procedures.
The work which it is envisaged would
come within this level would require the exercise of any one or more of the
skills set out below:
Operate personal computers,
printing devices attached to personal computers, paging system, calculator.
Level 2 - Training of other employees may be required.
Undertaking a range of operational
and administrative tasks under general instruction and close supervision but
with discretion in selecting the most appropriate method and sequence.
Requires knowledge of specific
procedures and regulations.
The exercising of basic judgment
is required, although problems encountered are of a simple nature with
solutions found by reference to established methods and procedures.
The work which it is envisaged
would come within this level would involve a range of activities requiring the
use of numeric, written and verbal communication, and
other work skills appropriate to the tasks and responsibilities.
In addition to other pay office
duties performs the actual calculation of salaries.
Level 2A - This level of Administrative officer is required to
provide a secretarial service to a Department, etc., of a hospital or to an
individual officer or officers, including arranging travel bookings and
itineraries, make appointments, screen telephone calls, follow visitor protocol
procedures, establish telephone contact on behalf of Officer/s. The
Administrative officer may be required to take shorthand notes at 100 w.p.m.
and transcribe accurately from those notes and/or transcribe accurately from a
Dictaphone.
Level 3 - Decision making in day to day operational matters is a
normal part of the duties.
Assist more senior officers in
complex tasks or projects.
Work performed under broad
supervision but requires some independent action.
Scope exists for exercising
initiative in the application of established work practices and procedures.
Employees may be graded at this
level where the principal functions of their employment require a sound
knowledge of the activities usually performed within the work area and their
impact upon the activities of others.
Required to carry out routine pay
office duties involving the calculation of employee pays and entitlements
together with provision of direct advice on pay and conditions to employees.
Level 4 - Working under limited direction and guidance with regard to work priorities.
Possess organisational skills
required to set priorities and monitor workflow in the area
of responsibility.
Ability to write reports, documents and correspondence, including drafting complex
correspondence for senior officers, accurately and clearly.
Carry out a variety of functions
which may be complex in nature and require judgment in selecting and applying
established principles, techniques and methods.
Ability to investigate or evaluate
legislation, regulations, instructions or procedural
guidelines relevant to the tasks and responsibilities.
Ability to delegate work to
subordinates where appropriate.
Carry out inspection and
monitoring functions to ensure outputs are of a high quality.
Required to carry out routine pay
office duties involving the calculation of employee pays and entitlements
together with provision of direct advice on pay and conditions to employees and
having had a minimum of 2 years’ service carrying out these duties.
Level 5 - Ability to manage physical and financial resources to
ensure the delivery of services or the successful completion of a project.
Decision making across a number of areas and review of operational systems.
Ability to manage conflict of
resources or priorities.
Independent action may be
exercised within constraints set by senior management.
Work with little formal guidelines,
usually under limited direction as to work priorities and the detailed conduct
of the task.
Required to exercise advanced
skills and knowledge in respect of pay office functions and whose duties
include responsibilities for the checking of subordinates' work and the
exercise of an interpretive role in respect of pay enquiries.
Level 6 - Possess well developed communication skills and the
ability to bring a creative approach to problem solving and conflict
resolution.
Formulate policies that reflect
current and future organisational requirements.
Ability to develop policy and
advice for senior and line management.
Guidelines, rules, instructions or procedures for use by other staff may be
developed at this level relevant to the area of responsibility.
Evaluate new methods and
technology and disseminate information to appropriate areas.
Required to exercise advanced
skills and knowledge in respect of pay office functions and whose duties
include responsibilities for the checking of subordinates work and the exercise
of an interpretative role in respect of pay enquiries and having had a minimum
of 2 years’ service carrying out these duties.
2. Salaries and Wages
Full time Administrative Staff employees shall be paid the
salaries as set out in Table 1 of Part B - Monetary Rates of this Award.
3. Higher Skills
Employees appointed as Administration Officer Level 1 who
are required by the employer to type at 60 w.p.m. and/or use medical
terminology verbatim, will be paid an allowance as set out in item 2 of Table 2
- Allowances, of Part B, Monetary Rates. Employees appointed as Administration
Officer Level 2 or 2A who are required by the employer to use medical
terminology verbatim, will be paid an allowance as set out in the said Item 2.
4. Conditions of
Service
The Health Employees
Conditions of Employment (State) Award 2019, as varied or replaced from
time to time, shall apply to all persons covered by this Award.
In addition, the Health
Industry Status of Employment (State) Award 2019, as varied or replaced
from time to time, shall also apply to relevant employees.
5. Dispute Resolution
The dispute resolution procedures contained in the said Health Employees Conditions of Employment (State)
Award 2019, as varied or replaced from time to
time, shall apply.
6. Anti-Discrimination
(i) It
is the intention of the parties bound by this Award to seek to achieve the
object in section 3(f) of the Industrial
Relations Act 1996 to prevent and eliminate discrimination in the
workplace. This includes discrimination on the grounds of race, sex, marital
status, disability, homosexuality, transgender identity, age
and responsibilities as a carer.
(ii) It follows that
in fulfilling their obligations under the dispute resolution procedure
prescribed by this Award the parties have obligations to take all reasonable
steps to ensure that the operation of the provisions of this Award are not
directly or indirectly discriminatory in their effects. It will be consistent
with the fulfilment of these obligations for the parties to make application to
vary any provision of the Award which, by its terms or operation, has a direct
or indirect discriminatory effect.
(iii) Under the Anti-Discrimination Act 1977, it is
unlawful to victimise an employee because the employee has made or may make or
has been involved in a complaint of unlawful discrimination or harassment.
(iv) Nothing in this
clause is to be taken to affect:
(a) any conduct or
act which is specifically exempted from anti-discrimination legislation;
(b) offering or
providing junior rates of pay to persons under 21 years of age;
(c) any act or
practice of a body established to propagate religion which is exempted under
section 56(d) of the Anti-Discrimination
Act 1977;
(d) a party to this
Award from pursuing matters of unlawful discrimination in any State or Federal
jurisdiction.
(v) This clause
does not create legal rights or obligations in addition to those imposed upon
the parties by the legislation referred to in this clause.
NOTES -
(a) Employers and
employees may also be subject to Commonwealth anti-discrimination legislation.
(b) Section 56(d) of
the Anti-Discrimination Act 1977
provides:
"Nothing in this 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.”
7. No Extra Claims
Other than as provided for in the Industrial Relations Act 1996 and the Industrial Relations (Public Sector Conditions of Employment)
Regulation 2014, there shall be no further claims/demands or proceedings
instituted before the Industrial Relations Commission of New South Wales for
extra or reduced wages, salaries, rates of pay, allowances or conditions of
employment with respect to the employees covered by the Award that take effect
prior to 30 June 2022 by a party to this Award.
8. Area, Incidence and
Duration
(i) This
Award takes effect from 1 July 2021 and shall remain in force for a period of
one year. The rates and allowances in the second column of the tables in Part B
- Monetary Rates will apply from the first full pay period on or after (ffppoa) 1 July 2021.
(ii) This Award
rescinds and replaces the Health
Employees Administrative Staff (State) Award 2019 published 1 November 2019
(385 I.G. 577) and all variations thereof.
(iii) This Award
shall apply to persons employed in classifications contained herein employed in
the New South Wales Health Service under s115(1) of the Health Services Act 1997, or their successors, assignees or transmittees, excluding the County of Yancowinna.
PART B - MONETARY RATES
Table 1 - Rates of
Pay
Classification
|
Rate to apply prior to ffppoa
|
Rate from ffppoa
|
|
01/07/2021
|
01/07/2021
|
|
$ per week
|
$ per week
|
Telephonist
|
Level 1
|
1st Year
|
942.61
|
961.84
|
2nd Year
|
961.14
|
980.75
|
3rd Year
|
1,002.45
|
1,022.90
|
4th Year
|
1,027.12
|
1,048.07
|
5th Year
|
1,072.01
|
1,093.88
|
Level 2
|
1st Year
|
1,095.73
|
1,118.08
|
2nd Year
|
1,119.84
|
1,142.68
|
3rd Year
|
1,142.93
|
1,166.25
|
Level 3
|
1st Year
|
1,167.38
|
1,191.19
|
2nd Year
|
1,192.04
|
1,216.36
|
Administration Officer
|
Level 1
|
1st Year
|
908.04
|
926.56
|
2nd Year
|
946.29
|
965.59
|
3rd Year
|
983.28
|
1,003.34
|
4th Year
|
1,007.61
|
1,028.17
|
5th Year
|
1,032.82
|
1,053.89
|
Level 2
|
1st Year
|
1,069.38
|
1,091.20
|
2nd Year
|
1,106.99
|
1,129.57
|
Level 2A
|
1st Year
|
1,128.27
|
1,151.29
|
2nd Year
|
1,145.36
|
1,168.73
|
Level 3
|
1st Year
|
1,145.36
|
1,168.73
|
2nd Year
|
1,183.07
|
1,207.20
|
Level 4
|
1st Year
|
1,215.22
|
1,240.01
|
2nd Year
|
1,244.50
|
1,269.89
|
Level 5
|
1st Year
|
1,283.18
|
1,309.36
|
2nd Year
|
1,313.74
|
1,340.54
|
Level 6
|
1st Year
|
1,357.79
|
1,385.49
|
2nd Year
|
1,391.41
|
1,419.79
|
Table 2 - Allowances
Clause No.
|
Allowance Description
|
Rate to apply
|
Rate from ffppoa
|
|
|
prior to ffppoa
|
01/07/2021
|
|
|
01/07/2021
|
|
|
|
$
|
$
|
|
Telephonist - Level 1 - In-Charge
|
1
|
Telephonist In Charge - 3-5 (per shift)
|
8.75
|
8.93
|
1
|
Telephonist In Charge - 6-10 (per shift)
|
10.85
|
11.07
|
1
|
Telephonist In Charge - >10 (per shift)
|
18.76
|
19.14
|
|
Higher Skills
|
3
|
Higher Skills Allowance (per week)
|
17.28
|
17.63
|
N. CONSTANT, Chief Commissioner
____________________
Printed by
the authority of the Industrial Registrar.