Crown
Employees (NSW Department of Lands - Departmental Officers) Award
INDUSTRIAL RELATIONS
COMMISSION OF NEW SOUTH WALES
Review of Award pursuant to Section 19 of the Industrial
Relations Act 1996.
(No. IRC 715 of 2008)
Before Commissioner
Ritchie
|
19 August 2008
|
REVIEWED
AWARD
PART A
Arrangement
Clause No. Subject Matter
1. Parties to
the Award
2. Intention/Aims
of the Award
3. Definitions
4. Classification
and Salary Rates
5. Transitional
Arrangements
6. Preservation
of Conditions for Staff Employed Under Previous Awards
7. Job
Evaluation
8. Qualifications
Review Committee
9. Working
Hours and Arrangements
10. Conditions
of Employment
11. Consultative
Arrangements
12. Training
13. Use of
Consultants and Contractors
14. Employee
Assistance Program
15. Travel
Passes
16. Grievance
and Dispute Procedures under this Award
17. Deduction
of Union Membership Fees
18. Commitment
to Further Action
19. Saving of
Rights
20. Area,
Incidence and Duration
PART B
MONETARY RATES
Table 1 - Departmental Officer Salary Rates -
Classification and Grades
1. Parties to the
Award
The parties to this Award are:
Director of Public Employment and the New South Wales
Department of Lands; and
Public Service Association and Professional Officers’ Association
Amalgamated Union of New South Wales (PSA).
This Award shall be binding upon all parties defined
herein.
2. Intention/Aims of
the Award
This Award provides a framework for management and officers
to work together to ensure the ongoing high-level achievement of the
Department’s Mission and Objectives. Within this context the parties are
committed to the development of a highly motivated, suitably skilled and
productive workforce.
The parties will work collaboratively to ensure that the
Department’s workforce has and continues to have the necessary skills,
knowledge and attributes to maintain and enhance its credibility, expertise and
standing.
Effective workforce development and succession development
are seen as critical to the Department’s future performance and its ability to
innovate, respond positively to changes in its operating environment and avail
itself of future business opportunities. The Award therefore focuses not only
on the revision of conditions of employment, but stresses workforce management
and development. It is based on
maintaining, improving, developing and rewarding the skills, knowledge and
attributes required of its workforce and provides a commitment to ongoing
employment.
In providing more flexible working conditions for officers,
the Award also recognises the need to accommodate work and family issues
through flexible working arrangements.
The parties recognise the need to strive to achieve best
practice in human resource management and to resolve any issues that may
currently exist preventing effective workforce management, officer development
and the ability to utilise skills. To this end the parties agree to work,
during the life of the Award, towards:
The creation of a culture which acknowledges the importance
and fosters the development of technical, managerial and business skills;
together with a progressive outlook;
Organisation and classification structures that support the
business needs of the Department in the most effective way, provide for
appropriate managerial and specialist career paths and allow for innovative
opportunities in development and multi-skilling;
Training and development programs and activities aimed at
meeting corporate requirements and priorities as well as individual job and
career development needs, (with the support of senior management):
Equitable development of officers to be achieved by managers
conducting performance reviews and offering guidance and direction regarding
training and development initiatives. This aims to: facilitate improved on the
job performance; provide greater job promotion potential, and prepare for
future challenges and opportunities from both the domestic and international
environments;
Senior management supporting managers and officers working
co-operatively together to resolve issues that prevent workforce development
and to identify opportunities for continuous improvement in departmental
operations;
Development and maintenance of open communication between
all levels of the workforce and improvement in communication skills across the
organisation;
Ongoing improvements in safety, quality service and
efficiency; and
A workplace environment that is supportive of management and
officers maximising their contribution to the business of the Department.
3. Definitions
"Act" means the Public Sector Employment and
Management Act 2002.
"Association" or "PSA" means the Public
Service Association and Professional Officers’ Association Amalgamated Union of
New South Wales.
"Department" means the New South Wales Department
of Lands, as specified in Schedule 1 of the Public Sector Employment and
Management Act 2002. The Department
includes Land and Property Information (LPI), Crown Lands NSW, Soil Services
and Office of Rural Affairs.
"Departmental Officer" means officers employed in
the classification of Departmental Officer for the purposes of performing work
required to meet the needs of the Department.
"DPE" means the Director of Public Employment, as
established under the Public Sector Employment and Management Act 2002.
"Director General" means the Director General of
the New South Wales Department of Lands.
"Grade/Level" means a single grade: General Scale;
Grade 1-2; Grade 3-4; Grade 5-6; Grade 7-8; Grade 9-10; Grade 11; Grade 12;
Senior Officer Grade 1; Senior Officer Grade 2; Senior Officer Grade 3, as set
out in Table 1 Departmental Officer Salary Rates and applied to positions
created in terms of Section 9 (2) of the Public Sector Employment and
Management Act 2002 and evaluated in accordance with the Department’s
approved Job Evaluation system and the conditions of this Award. Grades 11 and
12 may be, where recommended, broadbanded where the Director General considers
it appropriate.
"Officer" means and includes all persons
permanently or temporarily employed either as a full time or part time officer,
in any capacity under the provisions of Part 2 of the Public Sector
Employment and Management Act 2002 and includes an Officer on probation,
but does not include the Director General, statutory appointees or a member of
the Senior Executive Service as defined under the Act.
"Public Service" means the Public Service of New
South Wales, as defined in the Public Sector Employment and Management Act
2002.
"Position" means a position as defined in Section
9 of the Public Sector Employment and Management Act 2002.
"Service" means continuous service for salary
purposes.
4. Classification and
Salary Rates
4.1 The
classification under this Award is titled "Departmental Officer", eg
Senior Surveyor, Departmental Officer Grade.
4.2 The salary rates
are set out in Table 1 - Departmental Officer Salary Rates - Classification and
Grades, of Part B Monetary Rates. The
rates of pay are set in accordance with the Crown Employees (Public Sector - Salaries
2007) Award or any variation or replacement award.
5. Transitional
Arrangements
This clause applies when the NSW Government effects changes
resulting in the transfer of officers to the Department, and the Department and
the PSA have consulted and reached agreement regarding the transfer of such
officers to this award. The transition
arrangements will apply for a period of 12 months to enable officers to
transfer to this award and to facilitate the outcome of restructuring and
realignment within the organisation.
5.1 Transfer to this
Award
Officers will be transferred to this award at a
grade/level in accordance with their current substantive salary, effective from
the agreed date at the agreed salary transition grades/levels. The rates of pay at commencement for
officers who have no higher duties recognition will be determined in accordance
with the following:
5.1.1 If the officer’s
current salary coincides with a step on the new salary scale, and:
The officer has been on that rate for less than 12 months,
the officer will transfer at that step on the new scale and the existing
eligibility for progression date will be retained; or
The officer has been on that rate for more than 12
months; the officer will transfer at the next step on the new scale. Eligibility
for progression will change to the date of appointment to the salary level of
this award. In moving to the next step
on the salary scale it is not intended that an officer on the maximum salary
for any grade/level move to a higher grade except where an officer retains a
right for progression as a preserved condition of employment under a previous
award or agreement as referred to in clause 6 of this award.
5.1.2 If the officer’s
current salary does not coincide with a step on the new salary scale:
The officer’s salary at commencement on the new scale
will be the step immediately above his/her current salary rate. The officer’s
eligibility for progression will change to 12 months from the date of
appointment to the salary level of this award.
5.2 Filling
Positions Following Restructures
During the transition period, Divisions, Offices and
administrative areas within the Department of Lands may undergo restructuring
to align functions and improve delivery of services.
Positions that are incorporated within new or revised
structures will be evaluated using the Department’s approved Job Evaluation
arrangements under clause 7, Job Evaluation of this award.
The Department is committed to making every effort to
place current officers as set out in this section.
5.2.1 Where there are
more positions than people or the same number of positions as people within the
area being restructured
If there are more positions than people or the same
number of positions as people within a grade or level, suitable officers, or
officers who will be suitable with retraining, may be directly appointed where:
The level of a job in the new structure is the same as
the officer’s substantive level or
The level of a job in the new structure is up to one
level different to an officer’s substantive level in the Departmental Officer
classification.
5.2.2 Where there are
more people than positions within the area being restructured
If there are more people than positions within a grade
or level, there will be an internal merit selection process, which ranks the
suitability of officers for the vacancies.
5.2.3 Other unfilled
positions
Positions that are not filled through the arrangements
in 5.2.1 and 5.2.2 will be advertised through an internal merit selection
process under section 18 of the PSEM Act 2002. This will apply to
positions with salary up to and including the equivalent of Clerk, Grade 10.
Positions with a salary equivalent to Clerk Grade 11
and above will continue to be advertised in accordance with the Public Sector
Employment and Management Act, 2002.
5.2.4 Positions that
have not changed (see also clause 7, Job Evaluation)
Where an existing position has been incorporated into a
new or revised organisation structure and the work has not changed
substantially but as a result of job evaluation is found to be of a higher
level there are two possible options for the officer:
The current occupant of the position may be paid by way
of Job Evaluation Allowance as set out in Premier’s Department Circulars No.
97-35 and 98-50 Implementation of Job Evaluation Outcomes; or
An existing occupant of a position may prefer to
compete for the position at its new higher level.
Where the second option is chosen, eligible displaced
officers already at the new higher job evaluation level for the work, and
registered with the Redeployment and Relocation Services Unit (RRSU), will also
be assessed for the position. The
procedure to be followed is contained in Premier’s Department Circular No.
98-50 Implementation of Job Evaluation Outcomes.
5.2.5 Transition
Committee
A Transition Committee will be formed and will consider
issues affecting officers moving to a new structure. The Committee will determine whether a position is new or
existing and determine the most suitable method of filling positions having
regard to merit and fairness to all officers.
The Transition Committee will ensure that any officer
who has been paid a continuous Higher Duties Allowance (HDA) for in excess of
12 months has their HDA service taken into account when promoted to another
position.
The Composition of the Transition Committee will be:
Director, Corporate People and Performance Group
Management Representative from the area under
discussion
Chair of PSA Departmental Committee (DC)
PSA Delegate nominated by the DC
If agreement cannot be reached in this committee the
Director General will facilitate a resolution.
6. Preservation of
Conditions for Staff Employed under Previous Awards
6.1 Preservation
Rights: A Memorandum of Understanding regarding progression rights of PSA
members was agreed in conjunction with the former Crown Employees (NSW
Department of Lands - Conditions of Employment) Award 2004 published 2
September 2005 (353 IG 542), which took effect from 22 February 2005.
6.2 Lands Officers
Officers previously employed under the Crown Employees
(Lands Officers - Department of Land and Water Conservation and Department of
Information Technology and Management 1999) Award published 23 June 2000 (316
I.G. 728) transferred to this award;
however, officers who transferred to levels of General Scale, Grade 1-2 and
Grade 3-4 shall be entitled to progress, subject to satisfactory performance,
on an annual incremental basis in accordance with the prior award, to the
equivalent salary of Lands Officer Level 3 year 2.
Lands Officers Level 4 transferred to this award. Any
structural anomalies within Administrative and Clerical Officers grade 5/6
created by the transition will be addressed in any new structure developed to
meet the future business objectives of the Department.
6.3 Officers with a
substantive salary equivalent to Grade 11 who occupy positions presently graded
at A&C 11/12 or DITM Officer Grade 11/12
Officers previously employed under the Crown Employees
(Administrative and Clerical Officers - Salaries 2003) Award published 23 April
2004 (344 I.G. 155) or the Crown Employees (NSW Department of Information
Technology and Management) Conditions of Employment Award 2002 published 12
March 2004 (343 I.G. 628), with a substantive salary equivalent of A&C
Grade 11, year 1 or year 2, and currently permanently occupying positions of
Grade 11/12 shall be entitled to progress, subject to satisfactory performance,
on an annual incremental basis, to the equivalent salary of Clerk Grade 12,
year 2.
6.4 Surveyors
Officers previously employed under the Surveyors,
Trigonometrical and Cartographic Surveyors Agreement No. 2449 of 1982
transferred to this award (except that the progression barrier for registration
requiring a Surveyor to become registered in terms of Section 10 of the Surveyors
Act, 1929 will be included in Position Descriptions where it would be a
requirement to carry out the accountabilities of positions). Preservation of
rights to progression under the prior award will apply to Surveyors employed by
the Department of Lands immediately prior to the registration of this award on
22 February 2005.
6.5 Valuers
Officers previously employed under the Crown Employees
(Regional Directors and Valuers - All Classes - Valuer General’s Office,
Department of Information Technology and Management) Award published 28 April
2000 (315 I.G. 238) transferred to this award. Preservation rights to
progression under the prior award apply to Valuers employed by the Department
of Lands immediately prior to the registration of this award on 22 February
2005.
6.6 DITM Officers
Officers previously employed under the Crown Employees
(NSW Department of Information Technology and Management) Conditions of
Employment Award 2002 published 12 March 2004 (343 IG 628) transferred to this
award. Preservation rights to progression under the prior award apply to DITM
Officers employed by the Department of Lands immediately prior to the
registration of this award on 22 February 2005.
6.7 Clerks
Officers previously employed under the Crown Employees
(Administrative and Clerical Officers - Salaries 2003) Award published 23 April
2004 (344 I.G. 155) transferred to this award. Preservation rights to
progression under the prior award will apply to Clerks employed by the Department
of Lands immediately prior to the registration of this award on 22 February
2005.
6.8 Clerical
Officers
Officers previously employed under the Clerical
Officers All Departments Agreement No 2515 of 1988 transferred to this award.
6.9 Field Hands and
Instrument Man
Officers previously employed under the Surveyors’ Field
Hands (State) Award published 23 November 2001 (329 IG 889) became permanent
officers upon commencement of this Award on 22 February 2005 and classified as
Departmental Officers and transferred to this award at their current salary.
The grading of their jobs will then be determined in accordance with the
outcome of job evaluation.
7. Job Evaluation
7.1 The job
evaluation system agreed by the parties to this award is the Mercer CED Job
Evaluation System. The systematic and objective process of assessing the work
value of positions within the Department will continue to be applied utilising
the approved Job Evaluation policy and procedures.
7.2 The Job
Evaluation Committee will comprise the Director, Corporate People and
Performance Group as chair, the Senior Manager, HR Development and Planning,
and two PSA representatives. The Job Evaluation Committee will identify those
positions that should be evaluated.
7.3 The priority in
which positions are to be evaluated will be determined by agreement between
Management, the Job Evaluation Committee, and the PSA. Highest priority will be given to areas of
the Department where the greatest benefit to officers in terms of equity will
result. Evaluation of identified
positions will be completed within 12 months.
7.4 Job Evaluation
will be managed by the Corporate People and Performance Group. Officers and consultants participating in
the job evaluation process will be accredited in the Mercer C E D Job Analysis
and Job Evaluation process. Where required, Mercer Human Resource Consulting
(Cullen Egan Dell CED consultants), a management representative and a PSA
representative will perform a quality control check on Position Descriptions to
ensure consistency in format and content.
7.5 Job evaluation
allowance: Where an existing position has been incorporated into a new or
revised organisation structure and the work hasn’t changed substantially but
job evaluation indicates a higher salary level for the same work, and the
current occupant is performing satisfactorily in the position, the current
occupant of the position may be paid by way of Job Evaluation allowance.
Payment by way of Job Evaluation allowance is also subject to the existing occupant
of the position having been appointed following a process of competitive merit
selection. Where the work has changed
substantially or the position falls vacant the position should be filled by
merit selection. Payment of a Job
Evaluation allowance is an option available for consideration in light of the
particular circumstances. The allowance is subject to approval of the Director
General on a case-by-case basis, as set out in Premier’s Department Circulars
No. 97-35 and 98-50, implementation of job evaluation outcomes.
7.6 All anomalies
with the outcomes of job evaluation will be referred for resolution to the
Transition Committee established under clause 5, Transition Arrangements of
this award.
8. Qualifications
Review Committee
8.1 A Qualifications
Review Committee shall be convened and shall include representatives from
management, unions and officers with expertise in the area of qualification.
Such representation shall consist of two management representatives, two union
nominees and may call on officers or external advisers with expertise in the
area of the qualification being discussed. The Committee shall be constituted
for the period of this award for the purpose of making recommendations to the
Director General.
8.2 The Committee
shall from time to time sit to determine the appropriate skills and
qualifications required for given positions within the Department. The
Committee shall from time to time also consider the current status of
qualifications that are used in this award in relation to the various levels of
Departmental Officers as set out in the award. If agreement cannot be reached
in this committee, the Director General will facilitate a resolution.
9. Working Hours and
Arrangements
The provisions of the Department of Lands Flexible Working
Hours Agreement 2004 will apply with the exception of those officers exempted
in that Agreement.
10. Conditions of
Employment
Officers regulated by this award shall be entitled to the
conditions of employment as set out in this award and, except where
specifically varied by this award, existing conditions as provided for under
the Public Sector Employment and Management Act 2002, Public Sector
Employment and Management General Regulation 1996, the Crown Employees (Public
Service Conditions of Employment) Reviewed Award 2006 and the Crown Employees
(Public Sector - Salaries 2007) Award or any awards replacing these awards.
11. Consultative
Arrangements
A Joint Consultative Committee shall be maintained between
the Department and the Association. The Committee’s role will be to review and
monitor implementation of the award; resolve issues as they arise and to
consider relevant matters raised by the parties. It will meet at least
quarterly, with the Director General or their delegate being responsible for
convening meetings. Additional meetings may be requested by any of the parties.
12. Training
The parties agree that all officers shall be provided with
opportunities for career, professional and personal development. The joint aim
is to develop a highly skilled and efficient workforce and to ensure that all
officers are sufficiently skilled to meet the present and future needs of the
Department.
The Department’s commitment to training and development will
include (but will not be limited to):
The reimbursement of course fees for officers undertaking
tertiary or vocational studies shall be 100% on successful completion where the
study relates directly to the position occupied. Where a Manager considers that
the study does not relate directly to the position but will be beneficial to
the organisation, and so approves, reimbursement of fees, upon successful
completion, may be within the range of 50% to 100%. The Director General or
their delegate will determine any appeal relating to decisions concerning
payment of course fees;
A commitment to the provision of external training programs;
Implementation of a Management Development Program;
The provision of training and re-training wherever
re-organisation creates new skill requirements;
Equipping all officers with skills and ability to enable
them to pursue, where possible, their preferred career paths and to improve
their opportunities for career advancement;
Providing training in information technology to enable
officers to use the technological tools required to perform their duties;
Providing the training needed to ensure that those officers,
whose performance has been identified as requiring improvement have every
opportunity to improve their performance;
Equity of access to training and development opportunities
for all officers, including part time officers;
Dependent care assistance (dependant care, by way of
payment, may be provided to enable officers with dependant responsibilities to
pursue training and development opportunities).
During the life of this award, the Department agrees to
examine and implement various options to facilitate skill enhancement and
career development for all officers.
These options may include:
Job rotation;
Secondments;
Participation in work forums;
Placements in other organisations with the agreement of
the officer;
Mentor and coaching programs;
Attendance at conferences and seminars;
Officers exchange programs with the agreement of the
officer.
In order to meet these aims, the following have been agreed
by the parties:
A commitment to updating skill profiles from the Training
Needs Analysis process to assist officers and management to determine
appropriate training needs;
To include officers training and development
responsibilities in the key accountabilities of all managers and supervisors;
Individual officers will assume personal responsibility to
participate in appropriate training and development and skill-enhancing
activities.
Furthermore, the parties agree to an ongoing commitment to the
Vocational Education and Training (VET) system - that is, the promotion and
implementation of the Public Sector training package through the NSW Public
Sector Industry Training Advisory Body (NSW PSITAB).
This includes embracing the development of a National
Competencies training project encompassing:
An increase in the number of workplace trainers and
assessors within the Department;
Time for trainers and assessors to recognise the current
competencies held by departmental officers;
All in-house training to be in line with National Competency
Standards so officers can work toward a nationally recognised public sector
qualification.
13. Use of
Consultants and Contractors
In line with Government commitments, the parties agree to
develop programs to reduce the use of consultants/contractors by greater
reliance on the expertise of professional public servants and the development
of strict quality control procedures for the engagement of outside assistance.
The Department agrees to consult with the Association on
engagement and use of consultants and contractors
14. Employee
Assistance Program
The Department will continue to make available to all its
officers a free and confidential Employee Assistance Program.
The Employee Assistance Program is an independent and
confidential counselling service which provides counselling free of charge for
a wide range of personal and/or work related problems.
15. Travel Passes
The Department undertakes to allow salary deduction for
public transport travel passes.
16. Grievance and
Dispute Procedures under This Award
16.1 All grievances
disputes or difficulties relating to the provisions of this award shall
initially be dealt with as close to the source as possible, with graduated
steps for further attempts at resolution to higher levels of authority in the
Department, if required.
16.2 Officers are
required to notify (in writing or otherwise) their immediate supervisor or
manager, as to the substance of the grievance, dispute or difficulty, request a
meeting to discuss the matter, and if possible state the remedy sought.
16.3 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 staff member to advise their
immediate manager the notification may occur to the next appropriate level of
management, including where required, to the Director General or delegate.
16.4 The immediate
supervisor, manager, or other appropriate officer, shall convene a meeting in
order to resolve the grievance, dispute or difficulty within seven (7) days of
the matter being brought to attention.
16.5 If the matter is
unresolved with the immediate supervisor or manager, the officer may request to
meet with the appropriate person at the next level of management in order to
review the matter. This officer shall respond within seven (7) days. If there
are matters or issues that still remain unresolved by both parties then they
should be referred to the Senior Manager of the work area who should include a
representative from Human Resource Services in discussions.
16.6 In the event that
the matter remains unresolved, the Director General shall provide a written
response within 21 days to the officer and any other party involved in the
grievance, dispute or difficulty, concerning the action to be taken, or the
reasons for not taking action, in relation to the matter.
16.7 An officer who is
a member of an Association may request to be represented by an Association
representative at any stage of the procedures.
16.8 The officer or
Association on his/her behalf, or the Director General, may refer the matter to
the New South Wales Industrial Relations Commission if the matter is unresolved
following the use of these procedures.
16.9 The officer
and/or Association and/or the Director General shall agree to be bound by a
lawful recommendation, order or determination by the New South Wales Industrial
Relations Commission in relation to the grievance, dispute or difficulty.
16.10 Whilst the
procedures are being followed, normal work undertaken prior to the notification
of the grievance or dispute shall continue, except in the case of a dispute
involving Occupational Health and Safety.
If practicable, normal work shall proceed in such a manner to avoid any
risk to the health and safety of any officer, or member of the public.
16.11 These procedures
should be read in conjunction with the Department’s Grievance Resolution Policy
and Procedures and in no way diminish Grievance resolution procedures contained
in that policy.
17. Deduction of
Union Membership Fees
17.1 The Association
shall provide the Department with a schedule setting out Association
fortnightly membership fees payable by members of the Association in accordance
with the Association's rules.
17.2 The Association
shall advise the Department of any change to the amount of fortnightly
membership fees made under its rules. Any variation to the schedule of
Association fortnightly membership fees payable shall be provided to the
Department at least one month in advance of the variation taking effect.
17.3 Subject to
paragraphs 1 and 2 above, the Department shall deduct Association fortnightly
membership fees from the pay of any officer who is a member of the Association
in accordance with the Association's rules, provided that the officer has
authorised the Department to make such deductions.
17.4 Monies so
deducted from an officer's pay shall be forwarded regularly to the Association
together with all necessary information to enable the Association to reconcile
and credit subscriptions to officers' Association membership accounts.
17.5 Unless other
arrangements are agreed to by the Department and the Association, all
Association membership fees shall be deducted on a fortnightly basis.
17.6 Where an officer
has already authorised the deduction of Association membership fees from his or
her pay prior to this clause taking effect, nothing in this clause shall be
read as requiring the officer to make a fresh authorisation in order for such
deduction to continue.
18. Commitment to
Further Action
The parties agree to this award to address salary and equity
issues within the organisation. The parties commit to further discussions and
resolution to include but not be limited to the following (with consultation
with the DPE on public sector wide issues):
Salary Packaging
Payment of professional fees and continuing
professional development expenses
Provision of corporate clothing
Officers exchange with other states
Recruitment of officers for business continuity to
address succession needs
19. Saving of Rights
At the time of making this award, no officer covered by this
Award will suffer a reduction in his or her rate of pay or any loss or reduction
in his or her conditions of employment as a consequence of making this award.
20. Area, Incidence
and Duration
20.1 The award shall
apply to all officers employed in the classification of Departmental Officer in
the Department of Lands.
20.2 This award is
made following a review under section 19 of the Industrial Relations Act 1996
and rescinds and replaces the Crown Employees (NSW Department of Lands -
Conditions of Employment) Award 2004 published 2 September 2005 (353 I.G.
542) and all variations thereof.
20.3 The changes made
to the award pursuant to the Award Review pursuant to section 19(6) of the Industrial
Relations Act 1996 and Principle 26 of the Principles for Review of Awards
made by the Industrial Relations Commission of New South Wales on 28 April 1999
(310 I.G. 359) take effect on and from 19 August 2008.
20.4 The award remains
in force until varied or rescinded, the period for which it was made having
already expired.
PART B
MONETARY RATES
Table 1 -
Departmental Officer Salary Rates
Effective from the beginning of the first pay period to
commence on or after 1 July 2007.
Departmental
Officer
|
Classifications and
Grades
|
Common
|
1.07.07
|
|
Salary
|
Per annum
|
|
Point
|
$
|
General Scale
|
Year 1
|
7
|
27,055
|
|
Year 2
|
11
|
32,723
|
|
Year 3
|
17
|
35,266
|
|
Year 4
|
20
|
36,229
|
|
Year 5
|
23
|
37,762
|
|
Year 6
|
25
|
38,448
|
|
Year 7
|
28
|
39,400
|
|
Year 8
|
32
|
40,857
|
|
Year 9
|
36
|
42,338
|
|
Year 10
|
40
|
43,903
|
Grade 1-2 (Level
1)
|
Year 1
|
46
|
46,320
|
|
Year 2
|
49
|
47,682
|
|
Year 3
|
52
|
49,012
|
|
Year 4
|
55
|
50,356
|
Grade 3-4 (Level
2)
|
Year 1
|
58
|
51,784
|
|
|
Year 2
|
61
|
53,344
|
|
|
Year 3
|
64
|
55,010
|
|
|
Year 4
|
67
|
56,701
|
|
Grade 5-6 (Level
3)
|
Year 1
|
75
|
61,128
|
|
|
Year 2
|
78
|
63,056
|
|
|
Year 3
|
82
|
65,527
|
|
|
Year 4
|
85
|
67,448
|
|
Grade 7-8 (Level
4)
|
Year 1
|
88
|
69,468
|
|
|
Year 2
|
91
|
71,546
|
|
|
Year 3
|
95
|
74,527
|
|
|
Year 4
|
98
|
76,896
|
|
Grade 9-10 (Level 5)
|
Year 1
|
101
|
79,188
|
|
|
Year 2
|
104
|
81,414
|
|
|
Year 3
|
108
|
84,738
|
|
|
Year 4
|
111
|
87,263
|
|
Grade 11 (Level 6)
|
Year 1
|
116
|
91,589
|
|
|
Year 2
|
120
|
95,472
|
|
Grade 12 (Level 7)
|
Year 1
|
126
|
101,454
|
|
|
Year 2
|
130
|
105,923
|
|
Senior Officer
|
Year 1
|
-
|
118,519
|
Grade 1 (Level 8)
|
Year 2
|
-
|
127,708
|
Senior Officer
|
Year 1
|
-
|
129,868
|
Grade 2 (Level 9)
|
Year 2
|
-
|
139,025
|
Senior Officer
|
Year 1
|
-
|
143,678
|
Grade 3 (Level 10)
|
Year 2
|
-
|
157,716
|
D.W.
RITCHIE, Commissioner
____________________
Printed by the
authority of the Industrial Registrar.