Health Managers (State) Award 2023
INDUSTRIAL RELATIONS
COMMISSION OF NEW SOUTH WALES
Application by NSW Ministry of Health.
(Case No. 213235 of 2023)
|
Before Chief Commissioner Constant
|
17 August 2023
|
AWARD
PART A
Arrangement
Clause No. Subject Matter
1. Definitions
2. Salary Bands
3. Classification Levels
4. Removal Expenses
5. Conditions of Service
6. Dispute Resolution
7. Anti-Discrimination
8. No Extra Claims
9. Area, Incidence and Duration
PART B - MONETARY
RATES
Table 1 - Salaries
Table 2 -
Classification Levels
PART A
1. Definitions
For the purpose of this Award -
"Employee" means a person performing duties as set
out in the six-level classification structure in Table 2 - Classification
Levels, of Part B, Monetary Rates.
"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 17 of the Health
Services Act 1997, a Statutory Health Corporation constituted under section
41 of that Act, and an Affiliated Health Organisation recognised under section
62 of that Act and the Public Health System Support Division of the NSW Health
Service, 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.
"Service" means service as an employee with the
employer both before or after the commencement of this Award.
"Union" means the Health Services Union NSW.
"Weekly rates" will be ascertained by dividing an
annual amount by 52.17857 or vice versa to obtain an annual rate from a weekly
rate.
2. Salary Bands
(i) Full-time
Health Manager employees shall be paid the salaries as set out in Table 1 of
Part B - Monetary Rates, of this Award.
(ii) Persons who
commence employment in accordance with one of the Work Level Statements will be
allocated to the level described by the Work Level Statement and paid an
initial salary equal to the minimum of the salary band for the relevant level,
provided that a higher initial salary may be offered to an individual employee
on merit.
(iii) If a global
salary movement to classifications covered by this Award causes an employee to
exceed the upper limit of a salary band, the excess above such upper limits
will be paid as a personal allowance.
3. Classification Levels
Employees shall be graded and perform the duties within a
classification level as set out in Table 2 - Classification Levels, of Part B,
Monetary Rates, and paid within the appropriate salary band as set out in Table
1 - Salaries, of the said Part B.
4. Removal Expenses
This Clause only applies to persons (other than casuals)
employed under the Health Managers
(State) Award 2022 as varied or replaced from time to time. Any person
employed under the Health Managers
(State) Award 2022 as varied or replaced from time to time, shall be
entitled to a refund of the actual cost incurred by them in the transportation
of themself and their family and of the expenses reasonably incurred by them in
conveying their furniture and effects from their last place of residence to the
city or town in which is situated the Public Health Organisation to which they
are appointed on the following conditions:
(i) They
shall, immediately prior to taking up the new appointment, have had 12 months'
continuous service in another Public Health Organisation situated other than in
the town or city in which is situated the Public Health Organisation to which
they have been appointed.
(ii) They shall not have received
from any Public Health Organisation a refund under this clause within a period
of two years prior to them taking up their appointment.
(iii) They shall give an
undertaking that they will refund to the Public Health Organisation any
payments made to them by it under this clause should they leave its employment
within 12 months of them becoming employed by it.
5. Conditions of Service
The Health
Employees Conditions of Employment (State) Award 2022 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 2022 as varied or replaced
from time to time, shall also apply to relevant employees.
6. Dispute Resolution
The dispute resolution procedures contained in the said Health Employees Conditions of Employment
(State) Award 2022, as varied or replaced from
time to time, shall apply.
7. 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."
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 (or its successor however described), 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 2024 by a party to this Award.
9. Area, Incidence and Duration
(i) This
Award takes effect from 1 July 2023 and shall remain in force for a period of
one year. The rates in the third and fourth columns in Table 1 of Part B -
Monetary Rates, will apply from the first full pay period on or after (ffppoa) 1 July 2023.
(ii) This Award rescinds and
replaces the Health Managers (State)
Award 2022 as published on 4 November 2022 (393 I.G. 112) 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 section 115(1) of the Health Services Act 1997, or their successors, assignees or transmittees, excluding the County of Yancowinna.
PART B
MONETARY RATES
Table 1 - Salaries
In the period 1 July 2023 to the
commencement of the first full pay period on or after 1 July 2023, the
applicable rates of pay are those that applied immediately prior to the first
full pay period on or after 1 July 2023.
|
Classification
|
Rate from ffppoa 01/07/2023
Minimum
Per annum
$
|
Rate from ffppoa 01/07/2023
Maximum
Per annum
$
|
|
Level 1
|
81,581
|
108,532
|
|
Level 2
|
106,142
|
125,241
|
|
Level 3
|
122,850
|
139,559
|
|
Level 4
|
137,173
|
163,431
|
|
Level 5
|
161,042
|
180,143
|
|
Level 6
|
176,401
|
192,662
|
Table 2 -
Classification Levels
|
Level
|
Title
|
Description
of Work
|
Skills
and Attributes
|
|
One
|
Health Manager
|
• Responsible for managing
hospitals and other facilities that provide basic routine and emergency
health care for customers which may include multiple sites and services; or
|
Management:
|
|
|
|
• Understanding and
commitment to the Health Systems priorities;
|
|
|
|
• Responsible for providing
support services for the management of hospitals and other larger facilities
which may include multiple services and sites; or
|
• Capacity to direct all
operational facets based on strategic and business plans;
|
|
|
|
• Ability to ensure budget targets are met.
|
|
|
|
• Responsible for providing
support for the management of human resources and/or financial and/or
administrative and/or hotel and/or clinical services for hospitals which
provide a wide range of specialised services for customers and/or Health
Services.
|
• Capacity to undertake
performance appraisal of staff and ability to develop performance measures.
|
|
|
|
• Effective communication and
interpersonal skills.
|
|
|
|
|
|
|
Support:
|
|
|
|
Staff at this level are
accountable for ensuring funds are expended according to approved budgets and
for ensuring targets are met.
|
• Assist with the development
and implementation of policies, procedures, standards
and practices.
|
|
|
|
|
|
|
Staff are responsible to
provide regular feedback and appraisal regarding the performance of staff.
|
• Able to meet pre-determined
targets and deadlines.
|
|
|
|
Staff are responsible for
maintaining effective relationships with Health Service to ensure Health
System's priorities are met.
|
|
|
• Ability to be flexible and
adapt work practices to suit circumstances.
|
|
|
|
Staff at this level assist
with the development and implementation of policies, procedures, standards
and practices for the hospital or Health Service.
|
|
|
|
|
Staff are responsible and
accountable for providing a professional level of services to the Hospital(s)
or Health Service or oversee the management of aspects of services and the
staff.
|
|
|
Level
|
Title
|
Description of Work
|
Skills and
Attributes
|
|
|
Two
|
Health Manager
|
Jobs at this level have greater responsibilities than
those at Level One and are:
|
The skills and attributes at this level are greater than
those at Level One and include:
|
|
|
|
|
|
|
|
|
|
|
• Responsible for managing hospitals and larger facilities
that provide a wide range of health care services with some sub-speciality
services for customers which may include multiple services and sites; or
|
Management:
|
|
|
• High level of leadership; communication and Interpersonal
skills.
|
|
|
|
|
|
• Capacity to exercise creative and entrepreneurial
solutions to improve productivity and effectiveness for customers.
|
|
|
|
|
• Responsible for providing support services for the
management of large hospitals which include multiple services and sites; or
|
|
|
• Proven negotiation and delegation skills.
|
|
|
|
|
|
|
|
|
|
|
• Responsible for providing support and in some cases
managing human resource and/or financial and/or administrative and/or hotel
and/or clinical services for hospitals which provide a wide range of
specialised services for customers and/or Health Services.
|
• Ability to motivate and co-ordinate staff.
|
|
|
|
|
|
Support:
|
|
|
|
|
• Ability to provide input, interpret, monitor
and evaluate policies, procedures and standards for customers.
|
|
|
|
|
Staff at this level are accountable for allocation and/or
expenditure or resources and ensuring targets are met. Staff are responsible
for ensuring optimal budget outcomes for their customers and communities.
|
|
|
|
• Capacity to design strategic and business objectives.
|
|
|
|
|
• Ability to develop performance measures.
|
|
|
|
|
|
|
|
|
|
|
Staff are responsible for providing regular feedback and
appraisals for senior staff to improve health outcomes for customers and for
maintaining a performance management system.
|
|
|
|
|
|
|
|
|
|
|
|
Staff are responsible for providing support for the
efficient, cost effective and timely delivery of services.
|
|
|
|
Level
|
Title
|
Description
of Work
|
Skills
and Attributes
|
|
Three
|
Health Manager
|
Jobs at this level have
greater responsibilities than those at Level Two and are:
|
The skills and attributes at
this level are greater than those at Level Two and include:
|
|
|
|
|
Management:
|
|
|
|
• Responsible for managing
hospitals which provide a wide range of health care services with some
specialities which include multiple sites and services; or
|
|
|
• Excellent leadership, communication and Interpersonal skills.
|
|
|
|
• Highly developed and
effective management skills.
|
|
|
|
|
|
|
|
|
• Responsible for providing support services for the
management of large complex hospitals or groups of hospitals; or
|
• Ability to develop, monitor
and reach predicted outcomes to strategic and business plans.
|
|
|
|
|
|
|
|
|
• Responsible for management
and in some cases support in human resources and/or financial and/or
administrative and/or clinical services in tertiary teaching hospitals and/or Health Services.
|
• Highly developed and
effective negotiation and delegation skills.
|
|
|
|
• Proven capacity to manage
multi-disciplinary groups.
|
|
|
|
|
|
|
|
|
Staff at this level are
responsible for reviewing senior staff performances through regular appraisal
to improve health outcomes for patients and for maintaining a performance
management system.
|
Support:
|
|
|
|
• Ability to make judgements
and have sole delegated responsibility to approve changes in standards,
practices, policies and procedures.
|
|
|
|
|
|
|
|
|
Staff are responsible to
maintain effective relationships and communication with Area Health Service
to ensure that corporate goals and priorities of the Health System are met.
|
• Highly developed
negotiation and delegations' skills.
|
|
|
|
|
|
|
|
|
Staff are responsible to
maintain effective relationships and communication with Health Services to
ensure that corporate goals and priorities of the Health System are met.
|
|
|
|
|
|
|
|
|
|
Staff at this level are
responsible for providing timely delivery of services and are accountable to
the appropriate Executive.
|
|
|
|
|
|
|
|
|
|
Staff are responsible for
contributing to the development and implementation of business plans.
|
|
|
|
|
|
|
|
|
|
Staff at this level are
required to make judgements and may in some cases, be delegated
responsibility to approve changes in standard practice and procedures.
|
|
|
Level
|
Title
|
Description
of Work
|
Skills
and attributes
|
|
|
Four
|
Health Manager
|
Jobs at this level have
greater responsibilities than those at Level Three, are accountable through performance agreements and are:
|
The skills and attributes at
this level are greater than those at Level Three and include:
|
|
|
|
|
|
|
|
|
• System-wide view of health
care provision and management to improve health outcomes for customers.
|
|
|
|
|
• Responsible for managing
hospitals which provide a wide range of Specialist services for customers
which include multiple sites and services; or
|
|
|
|
|
|
• Excellent strategic
planning and policy development skills.
|
|
|
|
|
|
|
|
|
|
|
• Responsible for management
of human resource and/or financial and/or administrative and/or clinical
services in Health Services.
|
• Proven management expertise
at a senior level.
|
|
|
|
|
|
|
|
|
|
|
Staff are responsible for
ensuring optimal health outcomes within budget for their customers and
communities.
|
• Competent to make complex judgements
and take initiatives through delegated responsibilities.
|
|
|
|
|
|
|
|
|
|
|
Staff are accountable for
allocating resources and ensuring budgets are effectively met. Staff are
responsible for developing appropriate strategies to manage budget changes in
a timely manner.
|
|
|
|
|
|
|
|
|
|
|
|
Staff at this level are
required to make complex judgements and make appropriate changes in standard practices, policies
and procedures.
|
|
|
|
|
|
|
|
|
|
|
|
Staff at this level are
expected to develop/implement strategic business plans and ensure budgets are
allocated and targets met.
|
|
|
HEALTH MANAGER LEVEL 5
Grading Characteristics, Skills and
Attributes
(a) Authority &
Accountability
Freedom to operate within
delegated authority, performance agreement, and Health Service policy
Recommend service priorities
Exercise judgement within
delegations
Formulate policy and deliver
programs in line with performance agreement
Involvement in the development of
long-term strategies
Report directly to a member of the
area executive
Budget management and
responsibility for significant budget amount
or
Management of complex area service
or unit, requiring specialist advice and input
Adherence to the Accounts and
Audit and Determination for Health Services and all Statutory Requirements
(b) Judgement &
Problem-Solving
Exercise judgement and problem solving in service policy areas (e.g. Mental Health,
HR)
Frequent resolution of unusual and
complex problems
Develop business strategies and business
plans
Develop ideas, optional action
plans, courses of action
Anticipate and resolve problems in
a challenging and dynamic environment
Seek advice when there is no
existing policy or precedent
Use of evidence-based
decision-making to back up decisions
Sound ability to solve problems
using innovative, creative solutions
High level of technical expertise
Provision of high level of expert
advice and sound judgement
Independent decision-making;
exercising independent judgement
Has a sound understanding of
political and cross-Health Service issues and how they impact on the
organisation
Actively develop strategic
partnerships
(c) Leadership
& Management Skills
Provide leadership, management and direction
Actively contributes to shaping
the organisation’s strategic plan
Ensures that the strategic plan is
outcome-focussed, takes into account the short and
long-term priorities, and is
achievable
Actively monitors progress towards
the achievement of the strategic vision
Achieve set objectives
Resolve conflict
Address and prioritise competing
demands
Lead and manage organisation
change on a health service(s)-wide basis
Build appropriate organisation
values and culture
Anticipate problems and develop
contingency strategies to meet complex situations
Applies intellectual rigour to all
aspects of their work
(d) Personal &
Interpersonal Skills
Provide specialist advice
Lead persuade,
motivate and negotiate at senior levels
Ability to deal with people at all
levels
Communicate and liaise effectively
at all levels within the organisation
Spokesperson for area of
responsibility (media, public)
Effective community liaison and
communication
Effectively self-manages
Innovative & lateral thinker
Flexible & responsive
Supports a reflective
learning/quality culture that enables both individuals and the organisation to
develop
Articulates and promotes the
organisation’s vision and goals
Promotes an environment in which
traditional ways of thinking are challenged and debate is encouraged
Provides effective role-modelling
Celebrates achievements and
encourages innovation
(e) Outcomes &
Performance
Formal personal agreement with
CEO, Deputy CEO or Service Director / General Manager (KRAs)
Significant impact on
service/hospital achievements and targets
Formal performance agreements with
direct reports
Achievement of best practice
Monitoring and compliance with all
professional standards
Responsible for health
service(s)-wide service delivery
HEALTH MANAGER LEVEL 6
Grading Characteristics, Skills and
Attributes
(a) Authority &
Accountability
Able to make decisions assessing
the ‘measured risk’
Scope to use resources to
reallocate resources to meet changing business needs prioritisation
Exercise judgement - in broad
context
Accountable for policy and
delivery of programs
Authorised to commit Health
Service to course of action
Develop long-term strategies
Report directly to CEO or Deputy
CEO, or Director Health Service Operations
Budget management and
responsibility for a very significant and complex budget, or
Responsibility for a complex
inter/intra area health service unit
Adherence to the Accounts and
Audit Determination for Health Services and all
Statutory Requirements
(b) Judgement &
Problem-Solving
Develop organisation-wide
strategic policy direction (e.g. Mental Health, HR)
Manage the resolution of unusual
and complex systemic problems
Define business and strategic
plans based upon current and future directions
Develop ideas and define action
plans and courses of action
Resolve problems in a challenging
and dynamic environment
Use of evidence-based
decision-making to back up decisions
Demonstrated ability to anticipate
and solve problems using innovative and creative solutions
High level of technical expertise
Highly regarded as an authority
and provider of sound advice
High level independent
decision-making
Has a sound understanding of
political and cross-Health Service issues and how they impact on the organisation
Actively develops strategic
partnerships
(c) Leadership
& Management
Provide leadership, management and direction
Actively contributes to shaping
the organisation’s strategic plan
Ensures that the strategic plan is
outcome-focussed, takes into account the short and
long-term priorities, and is achievable
Actively monitors progress towards
achievement of the strategic vision
Achieve objectives
Resolve conflict
Address and prioritise competing
demands
Lead and manage complex
organisational change on an inter/intra health service(s)-wide basis
Build appropriate organisation
values and culture
Anticipate problems, consider and analyse highly complex issues, develop and
implement contingency strategies
Ability to sell and successfully
implement difficult decisions
Applies intellectual rigour to all
aspects of their work
(d) Personal &
Interpersonal Skills
Provide expert advice
Lead, persuade, motivate,
negotiate at senior levels
Ability to deal with people at all
levels
Spokesperson for area of
responsibility (media, public)
Effective communication and
community liaison
Effectively self-manages
Innovative and lateral thinker
Flexible and responsive
Supports a reflective
learning/quality culture that enables both individuals and the organisation to
develop
Articulates and promotes the
organisation’s vision and goals
Promotes an environment in which
traditional ways of thinking are challenged and debate is encouraged
Provides effective role-modelling
Celebrates achievements and
encourages innovation
(e) Outcomes &
Performance
Formal performance agreement with
the CEO (KRAs)
Achievement of overall
organisation targets; budget / service delivery / quality programs
Formal performance agreements with
direct reports
Achievement of best practice
Monitoring and compliance with all
professional standards
Responsibility for Health
Service(s)-wide and intra Health Service delivery
N. CONSTANT, Chief Commissioner
____________________
Printed by
the authority of the Industrial Registrar.