Health Managers (State) Award 2022

 

INDUSTRIAL RELATIONS COMMISSION OF NEW SOUTH WALES

 

Application by Ministry of Health.

 

(Case No. 192574 of 2022)

 

 

AWARD

 

PART A

 

Arrangement

 

Clause No.        Subject Matter

 

7         Anti-Discrimination

9         Area, Incidence and Duration

3         Classification Levels

5         Conditions of Service

1         Definitions

6         Dispute Resolution

8         No Extra Claims

4         Removal Expenses

2         Salary Bands

 

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 2021 as varied or replaced from time to time. Any person employed under the Health Managers (State) Award 2021 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 2021 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 2021 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 2021, 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 2023 by a party to this Award.

 

9.  Area, Incidence and Duration

 

(i)       This Award takes effect from 1 July 2022 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 2022.

 

(ii)      This Award rescinds and replaces the Health Managers (State) Award 2021 as published on 29 October 2021 (390 I.G. 1026) 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

 

Classification	Rate to apply from ffppoa 01/07/2021 Minimum Per annum $	Rate from ffppoa 01/07/2022 Minimum Per annum $	Rate to apply from ffppoa 01/07/2021 Maximum Per annum $	Rate from ffppoa 01/07/2022 Maximum Per annum $
Level 1	76,152	78,079	102,438	105,030
Level 2	100,107	102,640	118,735	121,739
Level 3	116,403	119,348	132,700	136,057
Level 4	130,373	133,671	155,983	159,929
Level 5	153,653	157,540	172,282	176,641
Level 6	168,633	172,899	184,492	189,160

 

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	Jobs at this level have greater	The skills and attributes at this level are
	Manager	responsibilities than those at Level Two	greater than those at Level Two and
		and are:	include:
			Management:
		• Responsible for managing hospitals
		which provide a wide range of health	• Excellent leadership, communication
		care services with some specialities	and Interpersonal skills.
		which include multiple sites and
		services; or	• Highly developed and effective
			management skills.
		• Responsible for providing support
		services for the management of large	• Ability to develop, monitor and reach
		complex hospitals or groups of hospitals;	predicted outcomes to strategic and
		or	business plans.
		• Responsible for management and in	• Highly developed and effective
		some cases support in human resources	negotiation and delegation skills.
		and/or financial and/or administrative
		and/or clinical services in tertiary teaching	• Proven capacity to manage multi-
		hospitals and/or Health Services.	disciplinary groups.
		Staff at this level are responsible for	Support:
		reviewing senior staff performances
		through regular appraisal to improve	• Ability to make judgements and have
		health outcomes for patients and for	sole delegated responsibility to approve
		maintaining a performance management	changes in standards, practices, policies
		system.	and procedures.
		Staff are responsible to maintain effective	• Highly developed negotiation and
		relationships and communication with	delegations' skills.
		Area Health Service to ensure that
		corporate goals and priorities of the
		Health System are met.
		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	Jobs at this level have greater	The skills and attributes at this level are
	Manager	responsibilities than those at Level Three,	greater than those at Level Three and
		are accountable through performance	include:
		agreements and are:
			• System-wide view of health care
		• Responsible for managing hospitals	provision and management to improve
		which provide a wide range of Specialist	health outcomes for customers.
		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	• Proven management expertise at a
		Health Services.	senior level.
		Staff are responsible for ensuring optimal	• Competent to make complex
		health outcomes within budget for their	judgements and take initiatives through
		customers and communities.	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

 

 

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