Public Hospitals Library Staff (State) Award 2021
INDUSTRIAL RELATIONS
COMMISSION OF NEW SOUTH WALES
Application by NSW Ministry of Health.
(Case No. 187484 of 2021)
|
Before Chief Commissioner Constant
|
22 July 2022
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AWARD
Arrangement
Clause No. Subject Matter
1. Title
2. Conditions
of Employment
3. Salaries
4. Definitions
5. Descriptors
6. Commencing
rates of Pay
7. Grading
Committee
8. No Extra
Claims
9. Area,
Incidence and Duration
1. Title
This Award shall be known as the Public Hospitals Library Staff (State) Award 2021.
2. Conditions of
Employment
The conditions of employment for employees covered by this
Award shall be as prescribed by the Public
Hospitals (Professional and Associated Staff) Conditions of Employment (State)
Award 2019, as varied or replaced from time to time.
3. Salaries
Full time Library Staff employees shall be paid the salaries
as set out in the Health Professional
and Medical Salaries (State) Award 2019, as varied or replaced from time
to time.
The classifications of library staff shall be as follows:
Librarian
Library Technician
Library Assistant
4. Definitions
“Employer” means the Secretary of the Ministry of Health
exercising employer functions on behalf of the Government of New South Wales.
“Hospital” means a public hospital as defined under section
15 of the Health Services Act 1997, as amended or varied from time to
time.
“Librarian” means an employee appointed as such who
possesses qualifications acceptable for professional membership of the
Australian Library and Information Association (ALIA) or other combination of
qualifications and experience deemed by the employer to be equivalent, that
meets the minimum standard of skill and knowledge inherent in the ALIA
standard.
“Library Technician” means an employee appointed as such who
possesses qualifications acceptable for library technician membership of the
Australian Library and Information Association (ALIA) or other combination of
qualifications and experience deemed by the employer to be equivalent that
meets the minimum standard of skill and knowledge inherent in the ALIA
standard.
“Library Assistant” means an employee appointed as such who
is eligible for enrolment in a course of study that leads to a qualification
acceptable for either professional or library technician membership of the
Australian Library and Information Association (ALIA).
“Local Health District” means a Local Health District
constituted pursuant to section 17 of the Health
Services Act 1997, as amended or varied from time to time.
“Union” means the Health Services Union NSW.
“Weekly Rates” will be ascertained by dividing the annual
amount by 52.17857 or a weekly rate can be multiplied by 52.17857 to obtain an
annual amount.
5. Descriptors
Library Assistant
A practitioner at this level:
(a) Performs
routine activities to gain practical experience required for the operation of
information systems and services to clients.
(b) Requires
ability to develop skills in, and knowledge of library and information
standards, procedures, practices and operations, and specific library
collections obtained from formal course work and/or workplace training.
(c) Exercises
judgment, where a choice of action is available within the application of
clearly established standards, practices and procedures.
(d) Works under
direct supervision of a senior paraprofessional or a professional, but
exercises increasing autonomy in prioritising and completing tasks. This may
involve working co-operatively in the organisation of work.
(e) The outcome of
work undertaken is usually of direct, but short-term effect on clients,
collections and co-workers.
Library Technician
Grade 1 - A para-professional practitioner at this level:
(a) Performs and/or
assists in co-ordinating activities required for the operation and maintenance
of library and information services and systems.
(b) Requires sound
knowledge and skill and the ability to develop expertise in library and
information management concepts necessary to undertake a varied range of tasks
in library procedures and operations.
(c) Exercises
judgment in dealing with a range of general or specialist tasks and problems,
with reference to established standards, practices and procedures. Some
adaptation of systems, standards or practices may be undertaken.
(d) Works under
general supervision of a senior paraprofessional or a professional or manager.
Works either individually or co-operatively as a member of a team, or as the
leader of a small non-hierarchical team.
(e) The outcome of
work is usually direct or short-term to intermediate but may be long term in
its effect on clients, collections and co-workers. Work may assist in the
formulation of procedures or policies.
Librarian
Grade 1 - A professional practitioner at this level:
(a) Provides
professional library and information services and/or assists in the development
of library and information services and systems. May co-ordinate discrete
library and information management projects or assist in the operations and
systems of a unit, team or library service.
(b) Requires sound
knowledge of library and information service concepts, principles and theory,
and a sound understanding of library systems, practices and procedures.
(c) Exercises
judgment in dealing with a range of operational and/or conceptual tasks and
problems with reference to established standards, practices and procedures. Is
able to adapt systems, standards or priorities and deviate to a limited extent
from precedent. With experience may solve non-routine problems by applying
principle and theory with reference to precedent.
(d) Works under
general supervision of a senior professional or manager. Works either
individually or co-operatively as a member of a team or as the leader of a
small non-hierarchical team.
(e) The outcome of
work is usually direct or short-term to intermediate but may be long term in
its effect on clients, collections and co-workers. Work may assist in the
formulation of procedures or policies and contribute to the body of
professional knowledge.
Grade 2 - An experienced professional practitioner and/or
developing specialist at this level:
(a) Provides
complex or specialist library and information services. May
co-ordinate/supervise a discrete library and information management project, or
the operations and systems of a unit, team or library service. This is the
first level at which a Librarian may be responsible for managing a budget.
(b) Requires a
well-developed knowledge of library and information management concepts,
principles and theory, and well-developed skills in the application of library
and information systems, collections, services or subject knowledge.
(c) Exercises
judgment and initiative in dealing with a wide range of complex tasks and
problems, with reference to established standards, practices and procedures. Is
able to adapt systems, standards or priorities and deviate substantially from
precedent.
(d) Works under
general direction of a senior professional or manager. Works either
individually as a specialist or co-operatively as a member of a
non-hierarchical team, or as a leader or supervisor of a team or discrete
project.
(e) The outcome of
work including decisions is direct but may be long term in its effect on clients,
collections and co-workers. May assist in the formulation of policy and advice
to senior management. Work often contributes to the body of professional
knowledge.
Grade 3 - A senior professional practitioner, manager and/or
specialist at this level:
(a) Manages and/or
provides complex or specialist library and information services. May manage
substantial library and information management projects, or the operations and
systems of a unit, team or library service.
(b) Requires
substantial knowledge of library and information management concepts,
principles and theory. Has a high-level of proficiency and expertise in
specific systems, collections, services or subject knowledge. Requires either
management expertise or standing as a recognised internal authority in an area
of the discipline of significance to the organisation.
(c) Exercises
judgment and initiative in dealing with a range of complex and detailed
operational or conceptual problems and tasks that may extend beyond the
immediate work area. May develop and/or introduce enhancements to practices,
systems and procedures with limited reference to precedent. Demonstrates a
sound understanding and ability to interpret professional standards, practices
and theory.
(d) Works under
guidance of a senior professional or manager. Work may be reviewed periodically
or at key stages for soundness of judgment and adherence to organisational
objectives and policies.
(e) The outcome of
work including decisions is usually intermediate to long term and may have
considerable effect and impact on the objectives and performance of service
delivery for clients, collections and co-workers within the legal, library and
information management context. May formulate policy and advice to senior
management. Work often contributes to the body of professional, subject or
policy area of knowledge.
Grade 4 - A principal professional practitioner and/or
senior manager and/or senior specialist at this level:
(a) Leads and
manages significant organisational service/s, project/s or program/s, and/or
provides authoritative highly specialised advice to senior management, the
organisation as a whole, or external parties. May initiate and implement a
major library and information management project or program or, oversee the
operations and systems of a significant unit, team or library service, or may
contribute towards the research activities at a tertiary teaching hospital.
(b) Requires and
applies significant knowledge of library and information management concepts,
principles and theory extending across multiple aspects of the profession. Also
requires either significant management expertise or standing as a recognised
internal or external authority on systems, collections, services or subject
knowledge, or an area of the discipline of significance to the organisation,
industry or profession.
(c) Exercises
independent or interpretive judgment and initiative in dealing with a range of
highly complex and detailed operational or conceptual problems and tasks. Is
able to create new systems, standards or approaches and interprets information
where there is little or no precedent. Demonstrates an extensive understanding
of professional standards and multiple aspects of library and information
services that may require new or unique solutions.
(d) Works with
occasional managerial or professional review or independently as a recognised
specialist. Work is primarily reviewed for effectiveness and progress towards
agreed organisational objectives.
(e) The outcome of
work including decisions has significant long-term effect, and usually
contributes substantially to organisational performance, and/or to the body of
professional or subject knowledge. Work is expected to have significant policy,
legal or service delivery implications at the organisational level and may also
have an impact at the State or National level.
6. Commencing Rates of Pay
(i) An employee
appointed as a Librarian who has a qualification acceptable for appointment
that required three years full-time study (or equivalent for part-time) shall
have a commencing salary of the rate
prescribed for the first year of service as set out in the Health Professional and Medical Salaries
(State) Award 2019, as varied or replaced from time to time.
(ii) An employee
appointed as a Librarian who has a qualification acceptable for appointment
that required a minimum of four years full-time study (or equivalent for
part-time) shall have a commencing salary of
the rate prescribed for the second year of service as set out in the Health Professional and Medical Salaries
(State) Award 2019, as varied or replaced from time to time.
7. Grading Committee
A committee consisting of two representatives of the
employer and two representatives of the Union shall be constituted to consider
and recommend to the employer upon application by the Union or a hospital/Local
Health District:
(i) The grading of
any new position or variation of grading of a position as the result of
substantial change in the duties and/or responsibilities or any grading
anomaly; and
(ii) The date of the
effect of the grading recommended.
Provided that –
(a) an employee
shall, whilst the grading of the position is under consideration, be ineligible
to be a member of the committee;
(b) the committee
shall not, without sufficient reason, recommend the retrospective operation of
any grading or remuneration; and
(c) where a
retrospective date of effect is recommended such date shall not be earlier than
a date six months prior to the date on which the matter was referred to the
committee.
8. 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.
9. Area, Incidence and
Duration
(i) This Award
takes effect from the first full pay period on or after 1 July 2021 and shall
remain in force for a period of one year.
(ii) This Award
rescinds and replaces the Public
Hospitals Library Staff (State) Award 2019 published 6 March 2020 (386
I.G. 1201) and all variations thereof.
(ii) 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.
N. CONSTANT, Chief Commissioner
____________________
Printed by
the authority of the Industrial Registrar.