NSW Health Service Health Professionals (State) Award

 

INDUSTRIAL RELATIONS COMMISSION OF NEW SOUTH WALES

 

Application by NSW Ministry of Health

 

(No. IRC 427 of 2015)

 

 

AWARD

 

PART A

 

1.         Arrangement

 

Clause No.         Subject Matter

 

PART A

 

1.         Arrangement

2.         Definitions

3.         Classification of Health Professionals

4.         Qualifications

5.         Salaries

6.         Sole Practitioner Allowance

7.         Conditions of Service

8.         Dispute Resolution

9.         Anti-Discrimination

10.       Expanded Scope of Practice

11.       No Extra Claims

12.       Translation Arrangements

13.       Personal Regrading

14.       Area, Incidence and Duration

 

SCHEDULE A - HEALTH PROFESSIONAL CLASSIFICATIONS

 

SCHEDULE B - CLASSIFICATION OF HEALTH PROFESSIONAL POSITIONS

 

SCHEDULE C - QUALIFICATION REQUIREMENTS

 

PART B - MONETARY RATES

 

Table 1 - Salary Rates

Table 2 - Sole Practitioner Allowance

 

2.         Definitions

 

2.1.      "Complex" professional work denotes work which includes various tasks involving different processes and methods that may be unrelated.  It depends on analysis of the subject, phase or issues involved in each assignment and the appropriate course of action may have to be selected from the many alternatives.  The work involves conditions and elements that must be identified and analysed to discern interrelationships. 

 

2.2.      "Critical" professional work means a cornerstone or fundamental decision, requiring the exercise of sound professional judgement of the effects of a decision within a particular professional field.

 

2.3.      "Employer" means the Secretary of the Ministry of Health exercising employer functions on behalf of the Government of New South Wales, and includes a delegate of the Secretary. 

 

2.4.      "Heads of Departments" are responsible for leading, directing and administering a department and the supervision of staff that work within the department.  The staff supervised may include other health professionals and technical and support staff.  Heads of Department may have responsibilities across a number of facilities/sites within a Local Health District. 

 

2.5.      "Health professional" for the purposes of this award includes employees who possess, as a minimum, a relevant bachelor degree or equivalent qualification, and who are involved in one or more of the following:

 

provision of direct clinical and/or professional services to patients

 

planning, co-ordination or evaluation of the delivery of clinical or professional services

 

provision of professional supervision or consultation to other health professionals

 

provision of professional education services to other health professionals

 

management of clinical or professional services providing direct services to patients.

 

Health professional classifications covered by this Award are listed at Schedule A. 

 

2.6.      "Novel" professional work encompasses work requiring a degree of creativity, originality, ingenuity and initiative and of a type not normally undertaken in a department or organisational unit within a department.  The term may refer to the introduction of a new technology or process used elsewhere.

 

2.7.      "NSW Health Service" consists of those person who are employed under Chapter 9, Part 1 of the Health Services Act 1997 by the Government of NSW in the service of the Crown. 

 

2.8.      "Professional judgement" involves the application of professional knowledge and experience in defining objectives, solving problems, establishing guidelines, reviewing the work of others, interpreting results and providing and assessing advice or recommendations and other matters which have an element of latitude or decision making.

 

2.9.      "Professional knowledge" includes the knowledge of principles and techniques applicable to the profession.  It is obtained during the acquisition of professional qualifications and relevant experience. 

 

2.10.    "Professional supervision" refers to supervision given to subordinate health professionals from the same discipline, which requires the exercise of professional judgement and consists of:

 

setting guidelines for the work of the health professional

 

suggesting approaches to the conduct of professional work

 

solving technical problems raised by subordinate health professionals

 

reviewing and sometimes checking the work of other health professionals.

 

2.11.    "Union" means the Health Services Union NSW. 

 

3.         Classification of Health Professionals

 

3.1.      Health professional positions will be classified according to the criteria set out at Schedule B of this Award.

 

4.         Qualifications

 

4.1.      The minimum qualification requirements for each health professional classification is set out at Schedule C of this Award. 

 

5.         Salaries

 

5.1.      Full time employees shall be paid the salaries as set out in Table 1 of Part B - Monetary Rates of this Award. 

 

5.2.      Minimum commencing salaries at Level 1 are as follows:

 

5.2.1.   employees who hold an appropriate degree, or other approved equivalent qualification, requiring three years of full time study shall commence on the Level 1, Year 1 salary

 

5.2.2.   employees who hold an appropriate degree, or other approved equivalent qualification requiring more than three years full time study shall commence on the Level 1, Year 2 salary.

 

5.2.3.   employees who have completed an undergraduate degree and a Masters degree, or other approved equivalent qualifications requiring more than four years of combined full time study shall commence on the Level 1, Year 3 salary.

 

5.3.      Salary progression within Levels 1 - 6 will occur following 12 months satisfactory service. 

 

6.         Sole Practitioner Allowance

 

6.1.      The sole practitioner allowance is payable to positions at Level 1 or Level 2 where position occupants:

 

are the only practitioner of their discipline at the site; and

 

are required to exercise independent professional judgement on a day to day basis without ready face to face access to another like professional who has expertise and knowledge relevant to the sole practitioner’s discipline for the purpose of providing informal consultation, assistance and advice; or

 

undertakes administrative or other related responsibilities that would otherwise not be expected of a Level 1 or Level 2 position.

 

6.2.      The sole practitioner allowance is equal to the difference between the maximum Level 2 salary and the minimum Level 3 salary.  The current allowance is set out at Table 2 of Part B - Monetary Rates of this Award.

 

7.         Conditions of Service

 

7.1.      The Public Hospitals (Professional and Associated Staff) Conditions of Employment (State) Award, as varied from time to time, shall apply to all persons covered by this Award, excepting for those professions identified in clause 7.2.

 

7.2.      The Health Employees’ Conditions of Employment (State) Award, as varied from time to time, shall apply to Diversional Therapists, and Orthotists/Prosthetists covered by this Award.

 

7.3.      The Health Industry Status of Employment (State) Award, shall also apply to relevant employees. 

 

8.         Dispute Resolution

 

8.1.      The dispute resolution procedures contained in the awards identified in Clause 7 Conditions of Service shall apply.

 

9.         Anti-Discrimination

 

9.1.      It is the intention of the parties bound by this award to seek to achieve the object of 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 and age.

 

9.2.      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.

 

9.3.      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.

 

9.4.      Nothing in this clause is to be taken to affect:

 

9.4.1.   any conduct or act which is specifically exempted from anti-discrimination legislation;

 

9.4.2.   offering or providing junior rates of pay to persons under 21 years of age;

 

9.4.3.   any act or practice of a body established to propagate religion which is exempted under Section 56(d) of the Anti-Discrimination Act 1977;

 

9.4.4.   a party to this award from pursuing matters of unlawful discrimination in any State or Federal jurisdiction.

 

9.5.      This clause does not create legal rights or obligations in addition to those imposed upon the parties by 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".

 

10.       Expanded Scope of Practice

 

10.1.    Should a profession within the coverage of this Award incorporate an expanded scope of practice, the parties agree to discuss the impact of this on the classification structure.

 

11.       No Extra Claims

 

11.1.    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 2016 by a party to this award.

 

12.       Translation Arrangements

 

12.1.    The translation to the new structure for health professionals covered by this award will be undertaken utilising the following basic principles.

 

12.1.1.             Anniversary/incremental date of employees will be retained.

 

12.1.2.             Relevant years of service will be counted toward placement on the new salary scale.

 

12.1.3.             Employees will be placed into a position in the new structure that is most reflective of their current duties and responsibilities.

 

12.1.4.             Any disputes that cannot be resolved at a Local Health District level should be referred to the Employer and Union for consideration at a peak level committee, which will subsequently make a recommendation to the Local Health District.

 

12.1.5.             Nothing contained in this award shall operate to reduce the wages or conditions of employment available to any employee at the time of the award coming into effect.

 

13.       Personal Regrading

 

13.1.    Health professionals at Level 2 may make application to the employer for personal progression to a Senior Clinician Level 3.  A Senior Clinician Level 3 may make such an application to progress to Level 4. 

 

13.2.    An application for personal regrading will need to demonstrate that the health professional is consistently working at a level and undertaking duties that are equivalent to the Level and role being applied for.  The applicant must be able to demonstrate that the claimed expertise is being utilised and there is a positive impact on services arising from the work of the applicant. 

 

13.3.    Such applications must be provided to the direct line manager of the health professional.  Applications must be commented upon, including whether it is supported or not and the reasons why, by the direct line manager and another relevant senior professional in the discipline eg Area Advisor.

 

13.4.    The application will then be forwarded to Human Resources, who deals with the application on the basis of the information and professional input provided as part of the application, or by Human Resources seeking additional professional input on the application, if this is seen as necessary. 

 

13.5.    Human Resources will then make a recommendation on the application to the employer, or approved delegate, for final decision.  The delegate must be provided with all relevant information on the application. 

 

13.6.    The date of effect of any approved personal regrading will be the first full pay period on or after the date the application was initially provided to their direct line supervisor. 

 

13.7.    If an application is declined by the employer, the health professional is to receive written advice at the time of being notified that their application was declined and the grounds and reasons for the decision.

 

13.8.    If the health professional wishes to pursue their application, the matter will be referred to a peak level (state-wide) Health Professional Regrading Committee, to be established in consultation between the employer and Union. Such a Committee will meet on a regular or needs basis to consider any such personal regrading applications from across the state and subsequently make recommendations to the relevant approved delegate of the employer.

 

13.9.    Any disputes that arise regarding personal regrading applications may be dealt with under the dispute resolution provisions of this Award.

 

13.10. Personal gradings will not automatically transfer with a health professional should they be successful in gaining employment in another position within NSW Health. The transferability of a personal grading must be raised by the health professional as part of the selection process and addressed by the selection panel with the panel making a specific recommendation on transferability. The employer, or approved delegate, will determine whether or not the personal grading will transfer. 

 

14.       Area, Incidence and Duration

 

14.1.    This Award takes effect from 1 July 2015 and shall remain in force for a period of one year.

 

14.2.    This Award rescinds and replaces the NSW Health Service Health Professionals (State) Award, published 24 April 2009 (367 I.G. 1277).

 

14.3.    This Award applies to persons employed in health professional classifications as defined in the NSW Health Service under s115(1) of the Health Services Act 1997, excluding the County of Yancowinna.

 

SCHEDULE A

 

HEALTH PROFESSIONAL CLASSIFICATIONS

 

Audiologist

 

Art Therapist

 

Counsellor

 

Dietitian

 

Diversional Therapist

 

Exercise Physiologist

 

Genetic Counsellor

 

Music Therapist

 

Occupational Therapist

 

Orthoptist

 

Orthotist/Prosthetist

 

Physiotherapist

 

Play Therapist

 

Podiatrist

 

Sexual Assault Worker

 

Social Worker

 

Speech Pathologist

 

Welfare Officer

 

Provided that additional classifications that the Union has constitutional coverage for may be added to this list as agreed between the Union and the Employer. 

 

SCHEDULE B

 

CLASSIFICATION OF HEALTH PROFESSIONAL POSITIONS

 

Level 1

 

Health professionals employed at Level 1 are newly qualified employees.  Health professionals at this level are beginning practitioners who are developing their skills and competencies. 

 

Level 1 staff are responsible and accountable for providing a professional level of service to the health facility. 

 

Level 1 staff work under discipline specific professional supervision.  Level 1 staff exercise professional judgement commensurate with their years of experience, as experience is gained, the level of professional judgement increases and direct professional supervision decreases. 

 

Level 1 staff participate in quality activities and workplace education.

 

After working as a health professional for 12 months, Level 1 staff may be required to provide supervision to undergraduate student on observational placements and to work experience students.

 

Commencing rates for Level 1 staff are prescribed in Clause 5 Salaries.

 

Level 2

 

Progression to Level 2 from Level 1 is automatic following completion of 12 months satisfactory service at the Level 1 Year 4 salary step. 

 

Level 2 health professionals are expected to have obtained respective new practitioner competencies and to perform duties in addition to those at Level 1. 

 

Health professionals at this level are competent independent practitioners who have at least 3 years clinical experience in their profession and work under minimal direct professional supervision. 

 

Positions at this level are required to exercise independent professional judgement on routine matters.  They may require direct professional supervision from more senior staff members when performing novel, complex or critical tasks.

 

Level 2 staff may be required to supervise Level 1 health professionals and technical and support staff as required.

 

Level 2 health professionals may be required to teach and supervise undergraduate students, including those on clinical placements. 

 

Positions at this level assist in the development of policies, procedures, standards and practices, participate in quality improvement activities and may participate in clinical research activities as required.

 

Sole Practitioner Allowance

 

The sole practitioner allowance is only payable in the circumstances prescribed in Clause 6 Sole Practitioner Allowance.

 

Levels 3 and 4

 

Positions at Levels 3 and 4 may have a clinical, education or management focus or may have elements of all three features.

 

Health professionals working in positions at Levels 3 and 4 are experienced clinicians who possess extensive specialist knowledge or a high level of broad generalist knowledge within their discipline.  Level 3 and 4 staff demonstrate advanced reasoning skills and operate autonomously with minimum direct clinical supervision.  Level 3 and 4 staff provide clinical services to client groups and circumstances of a complex nature requiring advanced practice skills. They are able to apply professional knowledge and judgement when performing novel, complex or critical tasks specific to their discipline. 

 

Staff at this level are expected to exercise independent professional judgement when required in solving problems and managing cases where principles, procedures, techniques and methods require expansion, adaptation or modification. 

 

Level 3 and 4 staff have the capacity to provide clinical supervision and support to Level 1 and 2 health professionals, technical and support staff.  Level 3 and 4 staff are involved in planning, implementing, evaluating and reporting on services.  Level 3 and 4 staff identify opportunities for improvement in clinical practice, develop and lead ongoing quality improvement activities with other staff. 

 

The expertise, skills and knowledge of a Level 3 or 4 health professional is such that they may have the responsibility of a consultative role within their area(s) of expertise.  Level 3 and 4 staff may also conduct clinical research and participate in the provision of clinical in-service education programs to staff and students. 

 

Level 3 and 4 staff may be required to manage specific tasks or projects.

 

Roles that may be undertaken at Levels 3 and 4 include, but are not limited to, the following:

 

Senior Clinician

 

The employer will establish Senior Clinician positions at Level 3 or Level 4 as it deems appropriate based on the needs of the service.

 

Health professionals at Level 2 may also make application to the employer for personal progression to a Senior Clinician Level 3. A Senior Clinician Level 3 may make such an application to progress to Level 4. Such personal progression will be via the process prescribed in Clause 13 - Personal Regrading.

 

Senior Clinician Level 3

 

Level 3 Senior Clinicians include the following:

 

A health professional who has a recognised clinical specialty within their discipline and works in an area that requires high levels of clinical expertise and knowledge in that specialty.

 

A health professional with generalist skills who would usually work in a regional or rural area and would possess high level clinical skills enabling them to work across a range of clinical areas within their discipline.

 

A Level 3 Senior Clinician may have an operational/supervisory role in a small facility. This would be under the direction of a Department Head with responsibilities across a zone, region or cluster.

 

Senior Clinician Level 4

 

In addition to applying high level clinical skills as expected for a Senior Clinician, Level 4 Senior Clinicians may be specialists or generalists as follows:

 

A Level 4 Senior Clinician’s expertise in their area of specialty is such that they provide a consultancy service in their speciality area across an Area, geographic region or clinical network.

 

A Level 4 Senior Clinician’s breadth of knowledge and expertise in general practice is such that they provide a consultancy service on a range of clinical areas within their discipline across an Area, geographic region or clinical network. A generalist Level 4 Senior Clinician would usually work in a rural or regional area. 

 

Level 4 Senior Clinicians provide advice to service managers on clinical service delivery development, practice and redesign.  A Level 4 Senior Clinician will have the ability to assist and provide guidance to service managers in the development of clinical services in response to demand and client needs. Level 4 Senior Clinicians make a contribution to education activities related to their area of expertise.

 

Deputy Department Head

 

Deputy to a Department Head at Level 5 as well as maintaining a clinical load - Level 3. 

 

Deputy to a Department Head at Level 6, as well as maintaining a clinical load - Level 4.

 

Whilst the criteria for a Deputy Department Head will generally rely upon the Level of the Department Head, this does not preclude the employer from taking into account other aspects or demands of the role required including a significant variance between the actual number of staff supervised to the FTE figure, organisational complexity, range and scope of duties and other responsibilities to be undertaken.

 

Unit Head or Team Leader

 

A unit head or team leader is responsible for the leadership, guidance and line management of a multi-disciplinary clinical unit or specialist team that may work across a geographic region, zone or clinical network. The work involves supervision of other health professionals or other technical and support staff as well as a clinical load. 

 

Up to 5 other full time equivalent health professionals or other technical or support staff providing clinical input - Level 3

 

More than 5 - 10 other full time equivalent health professionals or other technical or support staff providing clinical input - Level 4

 

The criteria for a unit head or team leader will generally rely upon the number of full time equivalent (FTE) health professionals or other technical or support staff supervised, although this does not preclude the employer from taking into account other aspects or demands of the role required including a significant variance between the actual number of staff supervised to the FTE figure, organisational complexity, range and scope of duties and other responsibilities to be undertaken.

 

Department Head (Level 4)

 

Where the department contains up to 5 full time equivalent health professionals or other technical or support staff providing clinical input Department Heads at Level 4 are also required to maintain a clinical load

 

The criteria for a Department Head will generally rely upon the number of full time equivalent (FTE) health professionals or other technical and support staff within a department.  This does not preclude the employer from taking into account other aspects or demands of the role required including a significant variance between the actual number of staff managed to the FTE figure, organisational complexity, range and scope of duties and other responsibilities to be undertaken.

 

Student Educator - (Level 4)

 

A student educator is responsible for the discipline specific clinical supervision, teaching and co-ordination of educational activities for students on clinical placements within one or more health facilities.  This involves liaison with education providers regarding educational outcomes of the clinical placement and student education and placement quality evaluation within an area, region, network or zone. The work may include contributing to discipline workforce research or clinical placement improvement initiatives. 

 

A student educator may also be required to undertake research into adult education principles, models of best practice in training and education and training program development as required, in order to support and improve the delivery of training to students. 

 

The student educator may also have a clinical load.

 

Levels 5 and 6

 

Positions at Levels 5 and 6 may have a clinical, education or management focus or may have elements of all three features.

 

Positions at Levels 5 and 6 deliver and/or manage and direct the delivery of services in a complex clinical setting. 

 

Staff at this level perform novel, complex and critical discipline specific clinical work with a high level of professional knowledge and by the exercise of substantial professional judgement.

 

Health professionals at this level would undertake work with significant scope and/or complexity and/or undertake professional duties of an innovative, novel and/or critical nature without direction. 

 

Work is usually performed without direct supervision with a discretion permitted within the boundaries of broad guidelines to achieve organisational goals. 

 

Roles that may be undertaken at Levels 5 and 6 include, but are not limited to, the following:

 

Department Head

 

Department Heads at these levels may also be required to maintain a clinical load

 

Where the department contains more than 5 - 15 other full time equivalent health professionals or other technical and support staff providing clinical input - Level 5

 

Where the department contains more than 15 - 25 other full time equivalent health professionals or other technical and support staff providing clinical input - Level 6

 

The criteria for a Department Head will generally rely upon the number of full time equivalent (FTE) health professionals or other technical and support staff within a department.  This does not preclude the employer from taking into account other aspects or demands of the role required including a significant variance between the actual number of staff managed to the FTE figure, organisational complexity, range and scope of duties and other responsibilities to be undertaken.

 

Deputy Department Head

 

Deputy to a Department Head at Level 7, Grade 1, as well as maintaining a clinical load - Level 5

 

Deputy to a Department Head at Level 7, Grade 2, as well as maintaining a clinical load - Level 6. 

 

The criteria for a Deputy Department Head will generally rely upon the Level of the Department Head.  This does not preclude the employer from taking into account other aspects or demands of the role required including a significant variance between the actual number of staff managed to the FTE figure, organisational complexity, range and scope of duties and other responsibilities to be undertaken.

 

Unit Head or Team Leader

 

A unit head or team leader is responsible for the leadership, guidance and line management of a multi-disciplinary clinical unit or specialist team that may work across a geographic region, zone or clinical network.  The work involves supervision of other health professionals or technical or support staff as well as a clinical load. 

 

More than 10 - 20 other full time equivalent health professionals or other technical or support staff providing clinical input - Level 5

 

More than 20 - 30 other full time equivalent health professionals or other technical or support staff providing clinical input - Level 6

 

The criteria for a unit head or team leader will generally rely upon the number of full time equivalent health professionals or other technical or support staff supervised, although this does not preclude the employer from taking into account other aspects or demands of the role required including a significant variance between the actual number of staff managed to the FTE figure, organisational complexity, range and scope of duties and other responsibilities to be undertaken.

 

Health Professional Educator (Level 5)

 

This position facilitates learning and professional development for health professionals, technical and support staff.  The Health Professional Educator may work across a geographic region, zone or clinical network.  The Health Professional Educator is responsible for the design, development, delivery and evaluation of education programs including continuing professional education, new graduate orientation and general staff development courses.  The role may also entail instructional design and research into education best practice to support ongoing learning and development of clinical staff.

 

Clinical Specialist (Level 6)

 

Discipline specific clinical specialists are recognised as experts in their field at an advanced level of clinical expertise and practice. 

 

This advanced level of expertise will be demonstrated by the fact that the health professional:

 

has extensive experience in their field of expertise; and

 

is actively contributing to their clinical field of expertise by presenting papers at conferences and contributing to peer reviewed journals

 

A clinical specialist will possess

 

clinically relevant post graduate qualifications; or

 

have gained peer recognition by a panel of discipline colleagues, professional association or professional registration body in the relevant clinical speciality area; or

 

a substantive academic conjoint appointment.

 

In recognition of their superior clinical expertise, a position at this level is responsible for quality assurance, development of better practice and clinical research within a facility and is actively involved in teaching staff and students in their field of expertise.  The clinical specialist also has responsibility for education support to other clinicians in the management of patients requiring ongoing specialist treatment in a geographic network, region or zone.  Clinical specialists will also participate on relevant high level committees. A clinical specialist can also undertake, dependent on workloads, specific supervisory, management or educative roles.

 

Level 7

 

Positions at Level 7 are managers, leaders or deputy managers of large units, teams or departments. 

 

The work requires considerable co-ordination and the position is responsible for human, physical and financial resources.  The position contributes directly to the development of policy for the work area and must have a sound understanding of the broader policy and strategic context. 

 

Programs, strategies and priorities are generally decided at a higher management level but positions at this level have the authority to decide how to achieve results within the limits of available resources. 

 

Decisions at this level have direct consequences on the achievement of results for the area for which the position is responsible. 

 

Level 7 positions may maintain a clinical load or may be required to provide an expert speciality consultancy role in their area of expertise.

 

The size and complexity of the areas managed and the consequent impact on the nature of the work and are reflected in the different grading of positions as follows: 

 

Deputy Department Head

 

Deputy to a Department Head at Level 7, Grade 3, as well as maintaining a clinical load - Level 7, Grade 1. 

 

Whilst the criteria for a Deputy Department Head will generally rely upon the Level of the Department Head, this does not preclude the employer from taking into account other aspects or demands of the role required including a significant variance between the actual number of staff managed to the FTE figure, organisational complexity, range and scope of duties and other responsibilities to be undertaken.

 

Unit Head or Team Leader

 

A unit head or team leader is responsible for the professional leadership, guidance and line management of a multi-disciplinary clinical unit or specialist team that may work across a geographic region, zone or clinical network.  The work involves supervision of other health professionals or technical or support staff. 

 

More than 30 - 45 other full time equivalent health professionals or technical and other staff providing clinical input - Level 7, Grade 1

 

More than 45 - 60 full time equivalent health professionals or technical and other staff providing clinical input - Level 7, Grade 2

 

The criteria for a unit head or team leader will generally rely upon the number of full time equivalent (FTE) health professionals or technical and other support staff supervised, although this does not preclude the employer from taking into account other aspects or demands of the role required including a significant variance between the actual number of staff managed to the FTE figure, organisational complexity, range and scope of duties and other responsibilities to be undertaken.

 

Department Head

 

Where the department contains more than 25 - 40 other full time equivalent health professionals or technical and other support staff providing clinical input - Level 7, Grade 1

 

Where the department contains more than 40 - 55 other full time equivalent health professionals or technical and other support staff providing clinical input - Level 7, Grade 2

 

Where the department contains more than 55 other full time equivalent health professionals or technical and other support staff providing clinical input - Level 7, Grade 3

 

The criteria for a Department Head will generally rely upon the number of full time equivalent (FTE) health professionals or other support staff within a department.  This does not preclude the employer from taking into account other aspects or demands of the role required including a significant variance between the actual number of staff managed to the FTE figure, organisational complexity, range and scope of duties and other responsibilities to be undertaken.

 

Level 8 - Discipline Specific Director/Advisor

 

Positions at this level lead, direct, co-ordinate and provide strategic advice on major functions or work areas within a Local Health District(s), a geographic region, zone or clinical network.  Positions at this level will make a major contribution towards the development and achievement of the strategic directions of the Local Health District(s).  They have significant responsibility for the resources under their control. 

 

Discipline Directors/Advisors will exercise a high degree of independence in the determination of overall workforce and clinical service strategies, priorities, work standards and the allocation of resources.  

 

The position will make independent decisions related to area wide expert practice in their field and will be responsible for outcomes for clients and the organisation from the practice of other health professionals and staff.  The position participates in strategic management and service development decisions. 

 

The position requires expert professional knowledge of methods, principles and practice and skills across client groups and work areas. 

 

Positions at this level are required to apply senior strategic processes in the management of departmental resources and services. 

 

Positions at this level have a combination of operational and strategic roles as follows:

 

has professional responsibility with regard to strategic workforce and service development and professional practice across a Local Health District(s), a geographic region, zone or clinical network

 

provides professional co-ordination and leadership across a Local Health District(s), a geographic region, zone or clinical network to department heads

 

acts as a central point of contact for strategic consultation and liaison with Senior Executive management and the Allied Health Director/Advisor

 

may have a dual role of department head

 

may be required to provide an expert speciality consultancy role in their area of expertise

 

may be involved in the provision of relevant clinical or leadership training, management development and/or mentoring to staff within the Local Health District(s), geographic region, zone or clinical network.

 

The varying size and complexity of disciplines and the scope of the Discipline Director/Advisor positions and the consequent impact on the nature of the work are reflected in the different grading of positions as follows:

 

Where the area of responsibility includes up to 25 full time equivalent health professionals or technical and other support staff providing clinical input - Level 8, Grade 1

 

Where the area of responsibility includes more than 25 - 55 full time equivalent health professionals or technical and other support staff providing clinical input - Level 8, Grade 2

 

Where the area of responsibility includes more than 55 - 100 other full time equivalent health professionals or technical and other support staff providing clinical input - Level 8, Grade 3

 

Where the area of responsibility includes more than 100 other full time equivalent health professionals or technical other support staff providing clinical input - Level 8, Grade 4. 

 

The criteria for a Discipline Director/Advisor positions will generally rely on the number of full time equivalent health professionals or technical and other support staff within the area of responsibility.  This does not preclude the employer from taking into account other aspects or demands of the role required including a significant variance between the actual number of staff managed to the FTE figure, organisational complexity, range and scope of duties and other responsibilities to be undertaken.

 

SCHEDULE C

 

QUALIFICATION REQUIREMENTS

 

Audiologist

 

Must hold a Masters degree in clinical audiology which provides eligibility for full membership of the Audiological Society of Australia, or other qualification deemed equivalent by the employer. 

 

Art Therapist

 

Must hold a Masters degree in art therapy which provides eligibility for professional membership of the Australia and New Zealand Art Therapy Association, or other qualification deemed equivalent by the employer. 

 

Counsellor

 

Must hold as a minimum a bachelor degree in counselling or a related field, or other qualification deemed equivalent by the employer.

 

Dietitian

 

Must hold a bachelor or post graduate degree in nutrition and dietetics that provides eligibility for full membership of the Dietitians Association of Australia, or other qualification deemed equivalent by the employer. 

 

Diversional Therapist

 

Must hold a health science or applied science bachelor degree in leisure, recreation or diversional therapy recognised by the Diversional Therapy Association of Australian National Council, or other qualification deemed equivalent by the employer. 

 

Exercise Physiologist

 

Must hold a bachelor degree in exercise and sports science, or other qualification deemed equivalent by the employer.

 

Genetics Counsellor

 

Must have an undergraduate degree in a non-nursing, non-medical discipline and in addition hold a post graduate qualification in genetic counselling or have attained Part I certification in genetics counselling from the Human Genetics Society of Australasia. 

 

Music Therapist

 

Must hold as a minimum a bachelor or post graduate degree in music therapy which provides eligibility for registration with the Australian Music Therapy Association, or other qualification deemed equivalent by the employer. 

 

Occupational Therapist

 

Must hold qualifications recognised for registration with the Occupational Therapy Board of Australia.  

 

From 1 July 2012, must hold general registration with the Occupational Therapy Board of Australia.

 

Orthoptist

 

Must hold as a minimum a bachelor or post graduate degree in Orthoptics which provides eligibility for registration with the Australian Orthoptic Board, or other qualification deemed equivalent by the employer. 

 

Orthotist/Prosthetist

 

Must hold as a minimum a bachelor degree in prosthetics and/or orthotics which provides eligibility for membership of the Australian Orthotic Prosthetic Association, or other qualification deemed equivalent by the employer. 

 

Physiotherapist

 

Must hold qualifications recognised for registration with the Physiotherapy Board of Australia.   

 

Must hold general registration with the Physiotherapy Board of Australia

 

Play Therapist

 

Must hold a bachelor of early childhood, primary teaching or a related field that includes two years study in child development, or other qualification deemed equivalent by the employer. 

 

Podiatrist

 

Must hold qualifications recognised for registration with the Podiatry Board of Australia

 

Must hold general registration with the Podiatry Board of Australia

 

Sexual Assault Worker

 

Must hold as a minimum a bachelor degree in a relevant field such as counselling or other qualification deemed equivalent by the employer. 

 

Social Worker

 

Must hold as a minimum a bachelor degree in social work which provides eligibility for membership of the Australian Association of Social Workers, or other qualification deemed equivalent by the employer. 

 

Speech Pathologist

 

Must hold a bachelor or post graduate degree in speech pathology which provides eligibility for membership of Speech Pathology Australia, or other qualification deemed equivalent by the employer. 

 

Welfare Officer

 

Must hold a minimum of a bachelor degree in a relevant field eg community welfare, or other qualification deemed equivalent by the employer. 

 

PART B - MONETARY RATES

 

Table 1 - Salaries

 

LEVEL	YEAR OR GRADE	Rate at
		1.7.2015
		2.5%
		$
Level 1	Year 1	58,225
	Year 2	60,418
	Year 3	64,140
	Year 4	68,547
Level 2	Year 1	73,277
	Year 2	77,926
	Year 3	81,718
	Year 4	84,356
Level 3	Year 1	90,732
	Year 2	93,769
Level 4	Year 1	98,456
	Year 2	100,917
Level 5	Year 1	105,965
	Year 2	108,614
Level 6	Year 1	113,998
	Year 2	116,895
Level 7	Grade 1	122,739
	Grade 2	128,877
	Grade 3	135,319
Level 8	Grade 1	128,877
	Grade 2	135,319
	Grade 3	142,087
	Grade 4	149,190

 

Table 2 - Sole Practitioner Allowance

 

Sole Practitioner Allowance	Rate from
	1.7.2015
	$
Per annum	6,376

 

 

 

 

M. J. WALTON J , President

 

 

 

____________________

 

 

Printed by the authority of the Industrial Registrar.