Health Employees' Administrative Staff (State) Award

 

INDUSTRIAL RELATIONS COMMISSION OF NEW SOUTH WALES

 

Application by NSW Ministry of Health.

 

(No. IRC 418 of 2015)

 

 

AWARD

 

Arrangement

 

Clause No.         Subject Matter

 

6          Anti-Discrimination

8          Area, Incidence and Duration

4          Conditions of Service

1          Definitions and Work Level Statements

5          Dispute Resolution

3          Higher Skills

7          No Extra Claims

2          Salaries and Wages

 

PART B - MONETARY RATES

 

Table 1 - Rates of Pay

Table 2 - Allowances

 

PART A

 

1.         Definitions and Work Level Statements

 

"Union" means the Health Services Union NSW.

 

"Employer" means the Secretary exercising employer functions on behalf of the Government of NSW (and includes a delegate of the Secretary). 

 

"Health Service" means a Local Health District constituted under section 8 of the Health Services Act 1997, a Statutory Health Corporation constituted under section 11 of that Act, and an Affiliated Health Organisation constituted under section 13 of that Act.

 

"Hospital" means a public hospital as defined in section 15 of the Health Services Act, 1997.

 

"Work Level Statements" - Employees will not be required to meet all conditions of the work level statements but will generally be expected to be carrying out the responsibilities contained within the descriptions.

 

"Telephonist - Level 1" means a person whose major function (i.e. 80 per cent or more) is spent in operating a switchboard or similar equipment.

 

An in-charge shift allowance will apply to Telephonist-Level 1 in charge of staff.  The Allowances payable are as set out in Item 1 of Table 2-Allowances, of Part B, Monetary Rates.

 

Telephonist -Level 2" means a person whose major function (i.e. 60 percent or more) is spent operating a switchboard or similar equipment and who is required to perform routine clerical duties and/or handle monies.

 

"Telephonist - Level 3" means a person who is required to perform clerical duties in respect of admissions and/or accounts (other than telephone) in addition to switchboard duties.

 

Administration Officer -

 

Level 1 - These positions are established for undertaking routine clerical work, an employee at this level may be a trainee with no previous experience.

 

Work is performed under close supervision requiring the application of basic skills and routines such as providing receptionist services, straight forward collating, collecting and distributing, carrying out routine checks by simple comparisons, maintaining basic records, mail procedures, obtaining or providing information about straight forward matters and routine user maintenance of office equipment.

 

Work performed is within established routines, methods and procedures.

 

The work which it is envisaged would come within this level would require the exercise of any one or more of the skills set out below:

 

Operate personal computers, printing devices attached to personal computers, paging system, calculator.

 

Level 2 - Training of other employees may be required.

 

Undertaking a range of operational and administrative tasks under general instruction and close supervision but with discretion in selecting the most appropriate method and sequence.

 

Requires knowledge of specific procedures and regulations.

 

The exercising of basic judgment is required, although problems encountered are of a simple nature with solutions found by reference to established methods and procedures.

 

The work which it is envisaged would come within this level would involve a range of activities requiring the use of numeric, written and verbal communication, and other work skills appropriate to the tasks and responsibilities.

 

In addition to other pay office duties performs the actual calculation of salaries.

 

Level 2A - This level of Administrative officer is required to provide a secretarial service to a Department, etc., of a hospital or to an individual officer or officers, including arranging travel bookings and itineraries, make appointments, screen telephone calls, follow visitor protocol procedures, establish telephone contact on behalf of Officer/s.  The Administrative officer may be required to take shorthand notes at 100 w.p.m. and transcribe accurately from those notes and/or transcribe accurately from a Dictaphone.

 

Level 3 - Decision making in day to day operational matters is a normal part of the duties.

 

Assist more senior officers in complex tasks or projects.

 

Work performed under broad supervision but requires some independent action.

 

Scope exists for exercising initiative in the application of established work practices and procedures.

 

Employees may be graded at this level where the principal functions of their employment require a sound knowledge of the activities usually performed within the work area and their impact upon the activities of others.

 

Required to carry out routine pay office duties involving the calculation of employee pays and entitlements together with provision of direct advice on pay and conditions to employees.

 

Level 4 - Working under limited direction and guidance with regard to work priorities.

 

Possess organisational skills required to set priorities and monitor work flow in the area of responsibility.

 

Ability to write reports, documents and correspondence, including drafting complex correspondence for senior officers, accurately and clearly.

 

Carry out a variety of functions which may be complex in nature and require judgment in selecting and applying established principles, techniques and methods.

 

Ability to investigate or evaluate legislation, regulations, instructions or procedural guidelines relevant to the tasks and responsibilities.

 

Ability to delegate work to subordinates where appropriate.

 

Carry out inspection and monitoring functions to ensure outputs are of a high quality.

 

Required to carry out routine pay office duties involving the calculation of employee pays and entitlements together with provision of direct advice on pay and conditions to employees and having had a minimum of 2 years service carrying out these duties. 

 

Level 5 - Ability to manage physical and financial resources to ensure the delivery of services or the successful completion of a project.

 

Decision making across a number of areas and review of operational systems.

 

Ability to manage conflict of resources or priorities.

 

Independent action may be exercised within constraints set by senior management.

 

Work with little formal guidelines, usually under limited direction as to work priorities and the detailed conduct of the task.

 

Required to exercise advanced skills and knowledge in respect of pay office functions and whose duties include responsibilities for the checking of subordinates work and the exercise of an interpretive role in respect of pay enquiries.

 

Level 6 - Possess well developed communication skills and the ability to bring a creative approach to problem solving and conflict resolution.

 

Formulate policies that reflect current and future organisational requirements.

 

Ability to develop policy and advice for senior and line management.

 

Guidelines, rules, instructions or procedures for use by other staff may be developed at this level relevant to the area of responsibility.

 

Evaluate new methods and technology and disseminate information to appropriate areas.

 

Required to exercise advanced skills and knowledge in respect of pay office functions and whose duties include responsibilities for the checking of subordinates work and the exercise of an interpretative role in respect of pay enquiries and having had a minimum of 2 years service carrying out these duties. 

 

2.         Salaries and Wages

 

Employees shall be paid not less than the minimum salaries as set out in Table 1-Wages, of Part B, Monetary Rates.

 

3          Higher Skills

 

Employees appointed as Administration Officer Level 1 who are required by the employer to type at 60 w.p.m. and/or use medical terminology verbatim, will be paid an allowance as set out in item 2 of Table 2-Allowances, of Part B, Monetary Rates.  Employees appointed as Administration Officer Level 2 or 2A who are required by the employer to use medical terminology verbatim, will be paid an allowance as set out in the said Item 2.  

 

4.         Conditions of Service

 

The Health Employees Conditions of Employment (State) Award, as varied from time to time, shall apply to all persons covered by this award.

 

In addition, the Health Industry Status of Employment (State) Award, shall also apply to relevant employees.

 

5.         Dispute Resolution

 

The dispute resolution procedures contained in the said Health Employees Conditions of Employment (State) Award, as varied, shall apply.

 

6.         Anti-Discrimination

 

(i)         It is intention of the parties bound by this award to seek to achieve the object in section 3(f) of the Industrial Relations Act, 1996 to prevent and eliminate discrimination in the workplace.  This includes discrimination on the grounds of race, sex, marital status, disability, homosexuality, transgender identity, age and responsibilities as a carer.

 

(ii)        It follows that in fulfilling their obligations under the dispute resolution procedure prescribed by this award the parties have obligations to take all reasonable steps to ensure that the operation of the provisions of this award are not directly or indirectly discriminatory in their effects.  It will be consistent with the fulfilment of these obligations for the parties to make application to vary any provision of the award which, by its terms or operation, has a direct or indirect discriminatory effect.

 

(iii)       Under the Anti-Discrimination Act 1977, it is unlawful to victimise an employee because the employee has made or may make or has been involved in a complaint of unlawful discrimination or harassment.

 

(iv)       Nothing in this clause is to be taken to affect:

 

(a)        any conduct or act which is specifically exempted from anti-discrimination legislation;

 

(b)        offering or providing junior rates of pay to persons under 21 years of age;

 

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

 

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

 

(v)        This clause does not create legal rights or obligations in addition to those imposed upon the parties by the legislation referred to in this clause.

 

NOTES -

 

(a)        Employers and employees may also be subject to Commonwealth anti-discrimination legislation.

 

(b)        Section 56(d) of the Anti-Discrimination Act 1977 provides:

 

"Nothing in this Act affects ... any other act or practice of a body established to propagate religion that conforms to the doctrines of that religion or is necessary to avoid injury to the religious susceptibilities of the adherents of that religion.

 

7.         No Extra Claims

 

Other than as provided for in the Industrial Relations Act 1996 and the Industrial Relations (Public Sector Conditions of Employment) Regulation 2014, there shall be no further claims/demands or proceedings instituted before the Industrial Relations Commission of New South Wales for extra or reduced wages, salaries, rates of pay, allowances or conditions of employment with respect to the employees covered by the Award that take effect prior to 30 June 2016 by a party to this award.

 

8.         Area, Incidence and Duration

 

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

 

(ii)        This Award rescinds and replaces the Health Employees Administrative Staff (State) Award published 24 April 2009 (367 IG 1108) and all variations thereof.

 

(iii)       This Award shall apply to persons employed in classifications contained herein employed in the New South Wales Health Service under s115(1) of the Health Services Act 1997, or their successors, assignees or transmittees, excluding the County of Yancowinna.

 

PART B

 

MONETARY RATES

 

Table 1 - Rates of Pay

 

Classification	Rate from
	1.7.2015
	2.5%
	$
TELEPHONIST - Level 1
1st year	851.40
2nd year	868.20
3rd year	905.50
4th year	927.70
5th year	968.30
TELEPHONIST - Level 2
1st year	989.70
2nd year	1,011.50
3rd year	1,032.30
TELEPHONIST - Level 3
1st year	1,054.40
2nd year	1,076.70
ADMINISTRATION OFFICER-LEVEL 1
1st year	820.20
2nd year	854.70
3rd year	888.10
4th year	910.10
5th year	932.90
ADMINISTRATION OFFICER-LEVEL 2
1st year	965.90
2nd year	999.90
ADMINISTRATION OFFICER-LEVEL 2A
1st  year	1,019.10
2nd year	1,034.50
ADMINISTRATION OFFICER-LEVEL 3
1st year	1,034.50
2nd year	1,068.60
ADMINISTRATION OFFICER-LEVEL 4
1st year	1,097.70
2nd year	1,124.10
ADMINISTRATION OFFICER-LEVEL 5
1st year	1,159.00
2nd year	1,186.60
ADMINISTRATION OFFICER-LEVEL 6
1st year	1,226.40
2nd year	1,256.80

 

Table 2 - Allowances

 

Clause	Description	Rate from
No.		1.7.2015
		$
1	Telephonist-Level 1 In-Charge Allowance
	3 to 5 staff - per shift	7.90
	6 to 10 staff - per shift	9.80
	Over 10 staff - per shift	17.00
3	Higher Skills	15.60

 

 

 

 

 

 

M. J. WALTON J , President

 

 

 

____________________

 

 

Printed by the authority of the Industrial Registrar.