CROWN EMPLOYEES (INSTITUTE MANAGERS IN TAFE) SALARIES AND CONDITIONS
AWARD 2006
INDUSTRIAL RELATIONS
COMMISSION OF NEW SOUTH WALES
Application by New South
Wales Department of Education.
(No. IRC 128 of 2006)
Before Commissioner
Cambridge
|
25 January 2006
|
AWARD
PART A
1. Arrangement
Clause No. Subject Matter
1. Arrangement
2. Dictionary
3. Salary
4. Hours of
Work
5. Training
and Professional Development
6. Right of
Private Practice
7. Appointment
and Transfer
8. Performance
Management
9. Appeal
Rights
10. Regression
11. Dispute
Resolution Procedures
12. Discipline
Process
13. Anti-discrimination
14. Deferred
Salary Scheme
15. Leave
16. Filling of
Positions
17. Qualification
Requirements
18. Goods and
Services Tax
19. No Further
Claims
20. Locality/Remote
Areas Allowance
21. Industrial
Rights
22. Special
Fitness and Hard to Fill
23. Deduction
of Union Membership Fees
24. Area,
Incidence and Duration
PART B
MONETARY RATES
Schedule 1 - Salaries
Schedule
2 - Performance Management for Institute Managers
Schedule 3 - Allowances
2. Dictionary
2.1 "Act"
means the Technical and Further Education Commission Act 1990.
2.2 “Association” means the Public Service
Association and Professional Officers' Association Amalgamated Union of New
South Wales.
2.3 "Department"
means the NSW Department of Education and Training.
2.4 "Employee"
means a person employed in a classification covered by this award.
2.5 “Employer”
means the Crown in the right of the State of New South Wales (the Crown).
2.6 “Federation”
means the New South Wales Teachers Federation.
2.7 "Institute
Manager" means all persons permanently or temporarily employed as
educational leaders and administrative managers in TAFE within the classification
of institute manager as provided for in this Award. Institute managers have
supervisory responsibility for administrative and/or educational programs
and/or staff.
2.8 "Managing
Director" means the Managing Director of TAFE.
2.9 "Unions"
means the New South Wales Teachers Federation and the Public Service
Association and Professional Officers' Association Amalgamated Union of New
South Wales having regard to their respective coverage.
2.10 "Semester"
means the period commencing the first day where teachers return generally from
the Christmas or the mid year vacation period, and ending on the last day of
the next following mid year or Christmas vacation periods.
2.11 "TAFE"
means the TAFE Commission established under the Act.
2.12 "Time off
in lieu" means that period of approved time (hours or days) taken by an
institute manager to make up for a period or periods of work beyond the
standard working hours to undertake the performance of their duties.
3. Salary
3.1 Salaries for
institute managers under this award are as provided for in Schedule 1,
Salaries, of Part B.
3.2 An institute
manager may, subject to agreement by the employer, elect to receive:
3.2.1 either a motor
vehicle benefit or, where approval has been granted by the Premier and the
Treasurer, elements of the Department’s Salary Packaging Scheme excluding the
novated leasing of motor vehicles; and
3.2.2 a salary equal
to the difference between the salary prescribed under this award in respect of
the institute manager and the amount specified from time to time for the motor
vehicle benefit or the elements of the Department’s Salary Packaging Scheme,
provided that the total salary sacrifice is limited to fifty per cent of the
institute manager’s gross salary.
3.3 The motor vehicle
benefit provided for in subclause 3.2.1 provides the institute manager with
access to the use of a motor vehicle on a business/private basis in accordance
with TAFE’s policy.
4. Hours of Work
4.1 The parties
agree that a flexible and adaptive approach in relation to working hours and
working arrangements will be adopted which recognises the professionalism of
institute managers and allows that:
4.1.1 standard
working hours shall be 35 hours per week. The pattern of attendance shall be
agreed between an individual manager and their line manager;
4.1.2 institute
managers shall not be directed to work more than 35 hours in any one week;
4.1.3 where work has
been negotiated with and approved by the line manager to be performed beyond standard
working hours, institute managers are entitled to time off in lieu to
compensate for additional hours worked. Time off in lieu arrangements are to be
negotiated and approved by the line manager in advance and to be taken to meet
the operational requirements of the institute and the personal needs of the
institute manager;
4.1.4 in recognition
of the professional nature of the work the parties agree that time off in lieu
does not accrue in any one week until three additional hours have been worked,
and then it accrues at the rate of one hour for every hour worked. Where a week
includes a public holiday, time off in lieu is to be worked out pro-rata;
4.1.5 time off in
lieu may be taken in single, multiple or part days within one semester of
accrual. In extenuating circumstances, an institute manager may, with the
approval of their line manager and taking into account the needs of the
institute, accrue time off in lieu in excess of a semester;
4.1.6 line managers
are responsible for recording and/or reporting of time off in lieu taken by
institute managers. Institute managers shall have access to these records,
which shall be made available on request.
5. Training and
Professional Development
5.1 The parties
confirm a commitment to training and development for institute managers.
Institute managers recognise their obligation to maintain and update their
professional skills for the benefit of TAFE students and staff.
5.2 The employer
will continue to participate in initiatives to identify competencies for
institute managers in consultation with relevant industry parties.
5.3 The employer
is committed to providing access to and support for professional and management
development training.
5.4 Where the
employer requires professional development, the employer will meet the
compulsory fees involved. Where the professional development opportunity is
voluntary the employer may, at its discretion, refund all or part of the
compulsory fees incurred by the institute managers approved to undertake
approved training and professional development programs.
5.5 Ten working
days shall be provided per annum, which may be accumulated over two years to a
period of 20 days, for institute managers to undertake training and
professional development related to their current and medium term development
needs as identified by the performance agreement, the objectives of which are
set out in Schedule 2 of Part B, Performance Management for Institute Managers.
The professional development activity must be approved by the institute
director in advance, with the time to be taken in minimum periods of half a day
subject to the operating needs of the institute. This does not preclude access
to other professional development opportunities provided by the employer.
5.6 Institute managers
undertaking courses of study who require arrangements different to those in
subclause 5.5 may apply to the employer for special consideration. The employer
shall consider these requests on a case-by-case basis.
5.7 Institute
managers employed as at the time of the making of the 2001 Crown Employees (Institute Managers in TAFE) Salaries and Conditions
Award (327 IG 872) with an existing balance of professional development
time of up to 30 days may utilise this time as provided for in subclause 5.5 of
this award. Following the utilisation of this balance, professional development
time will accrue on the basis provided for in subclause 5.5 of this award.
6. Right of Private
Practice
6.1 Institute managers
may apply to their institute directors for the right of private practice in
accordance with the Department's Private and Secondary Employment policy.
6.2 Institute
managers may negotiate with their line manager to undertake some teaching as a
part-time casual and/or OTEN contract teacher. The line manager shall consider
such requests on a case by case basis having regard to the following factors:
6.2.1 the institute
manager has expressed a wish to return to teaching on a full-time basis in the
near future;
6.2.2 the institute
manager requests such an arrangement in order to maintain and/or develop their
educational and/or managerial effectiveness;
6.2.3 the institute
manager possesses specialist knowledge/experience relevant to the employer's educational
needs.
7. Appointment and
Transfer
7.1 The filling of
vacant positions of institute manager will be by way of a competitive selection
process based on merit, subject to the provisions of the TAFE NSW Recruitment
and Staff Selection policy.
7.2 A person who
is not an officer and is appointed to an institute manager’s position shall be
appointed for a minimum probationary period of one year. Confirmation of their
position shall depend on completion of a satisfactory annual review, pursuant
to Clause 8, Performance Management.
7.3 Nothing in
this award shall operate to remove the right of the employer to transfer an
institute manager to meet the operating needs of the employer or remove
existing rights to entitlements as provided in the Transferred Officers
Compensation Managing Director of TAFE Determination No.4 of 2001.
7.4 Institute
managers who wish to seek transfer will be considered by the employer on a case
by case basis.
7.5 Where the
employer directs an institute manager to transfer, the institute manager shall
have access to a Transfer Review Panel.
7.6 In assessing
an application for transfer, the institute director or delegate will assess the
institute manager’s skills and other attributes against the selection criteria
for the position and if matched, can directly appoint or if in doubt can
proceed to merit selection.
7.7 The institute
manager has no right of appeal for non-appointment should a transfer
application not be approved.
8. Performance
Management
8.1 The performance
of institute managers will be reviewed annually under a performance management
scheme, the objectives of which are set out in Schedule 2, Performance
Management for Institute Managers, of Part B Monetary Rates.
9. Appeal Rights
9.1 For positions
with salary equivalent to or below that applicable to the maximum salary for
Clerk Grade 12, institute managers shall have access to the Government and
Related Employees Appeal Tribunal in terms specified by the Government and
Related Employees Appeal Tribunal Act 1980.
9.2 For positions
above the salary level for maximum Clerk Grade 12, staff have a right of appeal
to the Managing Director where such appointment would involve a salary increase
for the appellant or the prospective appointee. Such appeals will be managed in
accordance with TAFE’s appeals process as agreed by the parties.
10. Regression
10.1 Staff wishing
to regress to positions below institute manager classifications should express
their interest to the relevant institute director who will consider the
request, along with others, whenever an appropriate vacancy occurs.
11. Dispute
Resolution Procedures
11.1 Subject to the
provisions of the Industrial Relations Act 1996 the following procedures shall apply:
11.1.1 Should
any dispute (including a question or difficulty) arise as to matters occurring
in a particular workplace, the institute manager and/or the relevant union’s
workplace representative shall raise the matter with the appropriate line
manager as soon as practicable.
11.1.2 The
line manager shall discuss the matter with the institute manager and/or the
relevant union’s workplace representative within two working days with a view
to resolving the matter or by negotiating an agreed method and time frame for
proceeding.
11.1.3 Should
the above procedure be unsuccessful in producing resolution of the dispute,
question or difficulty or should the matter be of a nature which involves
multiple workplaces, then the institute manager and or the relevant union may
raise the matter with an appropriate officer of TAFE at the Institute level
with a view to resolving the dispute, or by negotiating an agreed method and
time frame for proceeding.
11.1.4 Where
the procedures in sub clause 11.2.3 of this clause do not lead to resolution of
the dispute, the matter shall be referred to the General Manager Industrial
Relations and Employment Services of the Department and the General Secretary
of the Federation and the General Secretary of the Association. They or their
nominees shall discuss the dispute, question or difficulty with a view to
resolving the matter or by negotiating an agreed method and time frame for
proceeding.
11.2 Should the
above procedures not lead to a resolution, then either the Department or the
Federation or the Association may apply to the Industrial Relations Commission
of New South Wales.
12. Discipline
Process
12.1 The parties
recognise that the following two discipline processes have application in TAFE
and will be applied to institute managers;
12.2 The procedure
applicable to members of staff of the employer whose conditions of employment
are determined by the Crown Employees
(Teachers in TAFE and Related Employees) Salaries and Conditions Award 2006,
or any successor instruments to the said award; or
12.3 The procedure
that applies to all other members of staff which is specified in Part 2.7 of
the Public Sector Employment and Management Act 2002.
13.
Anti-Discrimination
13.1 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.
13.2 It follows that
in fulfilling their obligations under the dispute resolution procedure
prescribed in clause 11 of 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.
13.3 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.
13.4 Nothing in this
clause is to be taken to affect:
any conduct or act which is specifically exempted from
anti-discrimination legislation;
offering or providing junior rates of pay to persons
under 21 years of age;
any act or practice of a body established to propagate
religion which is exempted under section 56(d) of the Anti-Discrimination
Act 1977.
a party to this award from pursuing matters of unlawful
discrimination in any state or federal jurisdiction.
13.5 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.
14. Deferred Salary
Scheme
14.1 Institute
managers may seek to join the Department’s deferred salary scheme.
14.2 Successful applicants
may defer twenty per cent of their salary for the first four years and be paid
the deferred salary in the fifth year.
14.3 The deferred
salary scheme does not apply to temporary institute managers.
15. Leave
15.1 Annual
Recreation leave - Annual recreation leave shall be in accordance with the Annual
Holidays Act 1944 and TAFE
policy.
15.2 Extended leave
- Extended leave shall be in accordance with the Act.
15.3 Sick leave -
15.3.1 Sick
leave at the rate of fifteen working days paid sick leave per calendar year
i.e. 1 January to 31 December. The full annual entitlement is available from 1
January each year (not accrued on a monthly basis). The unused component of the
annual entitlement is fully cumulative.
15.3.2 Where
an institute manager requires sick leave additional to the annual or cumulative
entitlement provided in sub clause 15.3.1 above in cases of long-term illness,
they may apply to the employer for special sick leave. Such requests will be
considered by the employer on a case-by-case basis.
15.4 Family and
Community Service Leave
15.4.1 General
- The institute director or nominee may grant family and community service
leave for the following purposes:
(a) for reasons
related to the family responsibilities of the institute manager; or
(b) for reasons
related to the performance of community service by the institute manager; or
(c) for reasons of
pressing necessity.
Family and community service leave replaces short
leave.
15.4.2 Quantum
- The amount of family and community service leave available to an institute
manager shall be either:
(a) 2.5 days
during the first year of service and five days in any period of two years after
the first year; or
(b) after two years
of continuous service, one day of family and community service leave for each
completed year of service less the total amount of short leave or family and
community service leave previously granted to an institute manager;
whichever is the greater period.
Where such leave is exhausted, sick leave in accordance
with subclause 15.5.1 may be used.
Family and community service leave is not to be taken
for attendance at court to answer a criminal charge, unless the institute
director or nominee approves such leave in the particular case.
15.5 Personal
Carer’s Leave -
15.5.1 Use
of Sick Leave - An institute manager may use the available sick leave from the
current year plus any accumulated sick leave from the previous three years to
provide care and support for family members when they are ill. Such illness
shall be supported, if required, by a medical certificate or statutory
declaration that the illness is such as to require the care by another person
for a specified period. The choice of medical certificate or statutory declaration
is the institute manager’s. Neither the medical certificate nor statutory
declaration is required to reveal the exact nature of the illness. Wherever
practicable, prior notice of the intention to take leave should be given.
The entitlement to use sick leave in accordance with
this subclause is subject to:
(a) the institute
manager being responsible for the care of the person concerned; and
(b) the person
concerned being:
(1) a spouse of
the institute manager; or
(2) a de facto
spouse who, in relation to a person, is a person of the opposite sex to the
first mentioned person who lives with the first mentioned person as the husband
or wife of that person on a bona fide domestic basis although not legally
married to that person; or
(3) a child or an adult
(including an adopted child, a stepchild, a foster child or an ex nuptial
child), parent (including a foster parent and legal guardian), grandparent,
grandchild or sibling of the institute manager or spouse or de facto spouse of
the institute manager; or
(4) a same sex
partner who lives with the institute manager as the de facto partner of that
institute manager on a bona fide domestic basis; or
(5) a relative of
the institute manager who is a member of the same household where, for the
purposes of this section:
"relative" means a person related by blood,
marriage, affinity or Aboriginal kinship structures;
"affinity" means a relationship that one
spouse, because of marriage, has to blood relatives of the other; and
"household" means a family group living in
the same domestic dwelling.
An institute manager shall, wherever practicable, give
the institute director or nominee notice, prior to the absence, of the
intention to take leave, the name of the person requiring care and that
person’s relationship to the institute manager, the reasons for taking such
leave and the estimated length of absence. If it is not practicable for the
institute manager to give prior notice of absence, the institute manager shall
notify the institute director or nominee of such absence at the first
opportunity on the day of absence.
15.5.2 Use
of Other Leave - To care for an ill family member, an institute manager may
also use recreation, extended leave or leave without pay with the consent of
the institute director.
15.5.3 Use
of Time in Lieu - To care for an ill family member, an institute manager may
also, with the institute director’s consent, take accrued time in lieu as
provided for in subclauses 4.1.4 and 4.1.5 of this award.
15.6 Bereavement
Leave -
15.6.1 An
institute manager shall be entitled to up to two days bereavement leave on each
occasion of the death of a person prescribed in subclause 15.5.1 above,
provided that for the purpose of bereavement leave, the institute manager need
not have been responsible for the care of the person concerned.
15.6.2 The
institute manager must notify the institute director or nominee as soon as
practicable for the intention to take bereavement leave and shall, if required
by the institute director or nominee, provide to the satisfaction of the
institute director or nominee proof of death.
15.6.3 An
institute manager shall not be entitled to bereavement leave under this clause
during any period in respect of which the institute manager has been granted
other leave.
15.6.4 Bereavement
leave may be taken in conjunction with other leave available under this clause.
In determining such a request the institute director or nominee shall give
consideration to the circumstances of the institute manager and the reasonable
operational requirements of the employer.
16. Filling of
Positions
16.1 Positions which
have been affected by a workplace change will be filled in accordance with the
Department's Procedures for Managing Potentially Displaced, Displaced and Excess
Permanent Employees and Displaced Long Term Temporary Employees.
16.2 Positions not
filled through the provisions of sub clause 16.1 of this award shall be filled
as follows:
16.2.1 Displaced/Excess
Staff - The regional human resources manager will determine if there are any
suitable vacancies using the corporate employees service centre weekly vacancy
spreadsheet. The manager will then proceed in accordance with the procedures at
subclause 16.1.
16.2.2 Regression
- Where the position has not been filled by the preceding steps, institute
managers who are seeking regression will be eligible for priority consideration
for appointment to vacant positions. Further details are contained in TAFE’s
transfer and regression policy.
16.2.3 Staff
Selection (Recruitment) Action - Where no appointment has been made through the
process identified in subclauses 16.2.1 and 16.2.2, the position will be
advertised within TAFE.
16.2.4 Staff
Selection (Recruitment) Action - Where no appointment has been made through the
processes identified in subclauses 16.2.1, 16.2.2 and 16.2.3, the position will
be advertised externally.
16.3 Nothing in
subclause 16.2 shall limit the appeal rights of institute managers, which are
set out in clause 9, Appeal Rights.
17. Qualification
Requirements
17.1 Qualifications
for positions shall accurately reflect the requirements of the position and
conform to equal employment opportunity principles. Any artificial barriers to
promotion should be removed.
17.2 The
qualification requirements of positions shall be reviewed by the employer from
time to time in consultation with the unions.
18. Goods and
Services Tax
18.1 The parties
shall monitor the overall impact of the Commonwealth Government’s goods and
services tax through the term of the award. In the event that the Industrial
Relations Commission makes a State decision (as defined by section 49 of the Industrial
Relations Act 1996) having
regard to the impact on wages of the goods and services tax, the unions reserve
the right to make application to the Industrial Relations Commission in
relation to that decision.
19. No Further Claims
19.1 Except as
provided by the Industrial Relations Act 1996, prior to 31 December 2008,
there shall be no further claims by the parties to this Award for changes to
salaries, rates of pay, allowances, or conditions of employment in relation to
matters expressly contained in this award.
20. Locality/Remote
Areas Allowance
20.1 Institute managers
currently receiving the allowances contained in Schedule 3, Allowances of Part
B - Locality Allowances - Tables 1, 2 and 3, shall continue to receive these
allowances for as long as they continue in their current position at their
existing location. Institute managers appointed on or after 29 May 2001 shall
be paid the remote areas allowances as contained in Table 4 of Schedule 3 of
Part B, Allowances as adjusted in line with adjustments to the public service
remote areas allowance as contained in clause 40 of the Crown Employees (Public Service Conditions of Employment) Award 2002
or any variations to or successor instruments to the said award.
20.2 Institute
managers currently receiving the remote areas allowance as contained in Table 4
of Schedule 3, Part B, Allowances shall continue to receive this allowance
while remaining in their current position at their existing location.
21. Industrial Rights
21.1 Union
Representatives -
21.1.1 An
accredited union representative at the place in which he/she is employed shall,
upon notification thereof to his/her employer, be recognised as an accredited
union representative.
21.1.2 An
accredited union representative shall be allowed the necessary time during
working hours to interview the employer or his/her representative on matters
affecting employees.
21.1.3 An
accredited union representative shall be allowed a reasonable period of time
during working hours to interview a duly accredited union official.
21.2 Consultative
and Other Committee Work -
21.2.1 Where
an institute manager is required by the employer, nominated by the union or
otherwise selected by staff to participate in work-based consultative or like
committees, the employer shall provide such staff with paid leave to attend to
such matters.
21.2.2 In
addition, where such committees unanimously agree to undertake a particular
project consistent with its terms of reference, the employer shall provide
sufficient paid time to enable the institute manager to undertake the project.
22. Special Fitness
and Hard to Fill
22.1 A position will
be regarded as "hard to fill" when it has been advertised once
throughout TAFE and twice throughout New South Wales in the major press and no
appointment has been made.
22.2 When a position
has been identified as "hard to fill" in accordance with subclause
22.1 of this clause, the employer will review the position in order to ensure
that the current position description and accountabilities appropriately
reflect the nature of the position. Where appropriate, job redesign will follow
and the new position will be advertised in the normal manner.
22.3 Where job
redesign has not been deemed to be appropriate, the employer or nominee may
offer an allowance of up to ten per cent of the maximum salary of the position
when it is next advertised.
22.4 The allowance
will be paid to the selected applicant for as long as he/she remains in the
advertised position.
23. Deduction of
Union Membership Fees
23.1 The union shall
provide the employer with a schedule setting out union fortnightly membership
fees payable by members of the union in accordance with the union's rules.
23.2 The union shall
advise the employer of any change to the amount of fortnightly membership fees
made under its rules. Any variation to the schedule of union fortnightly
membership fees payable shall be provided to the employer at least one month in
advance of the variation taking effect.
23.3 Subject to 23.1
and 23.2 above, the employer shall deduct union fortnightly membership fees
from the pay of any employee who is a member of the union in accordance with
the union's rules, provided that the employee has authorised the employer to
make such deductions.
23.4 Monies so
deducted from employees' pay shall be forwarded regularly to the union together
with all necessary information to enable the union to reconcile and credit
subscriptions to employees' union membership accounts.
23.5 Unless other
arrangements are agreed to by the employer and the union, all union membership
fees shall be deducted on a fortnightly basis.
23.6 Where an
employee has already authorised the deduction of union membership fees from his
or her pay prior to this clause taking effect, nothing in this clause shall be
read as requiring the employee to make a fresh authorisation in order for such
deductions to continue.
24. Area, Incidence
and Duration
24.1 This award
applies to all persons employed in the classification of institute manager. The
award shall take effect on and from 1 January 2006 and shall remain in force
until 31 December 2008.
24.2 This award
rescinds and replaces the Crown
Employees (Institute Managers in TAFE) Salaries and Conditions Award
published 23 December 2005 (355 I.G. 558) and all variations thereof.
PART B
MONETARY RATES
Schedule 1 - Salaries
Institute Managers
|
Salary from the
first pay
|
Salary from the
first pay
|
Salary from the
first pay
|
|
period to commence
|
period to commence on
|
period to commence
on
|
|
on or after 1.1.06
|
or after 1.1.07
|
or after 1.1.08
|
Increase
|
4%
|
4%
|
4%
|
|
$
|
$
|
$
|
Level 1
|
95,376
|
99,191
|
103,159
|
Level 2
|
102,574
|
106,677
|
110,944
|
Level 3
|
107,974
|
112,293
|
116,785
|
Level 4
|
115,173
|
119,780
|
124,571
|
Level 5
|
122,371
|
127,266
|
132,357
|
Schedule 2 - Performance Management for Institute Managers
1. Introduction
The scheme establishes a framework for individuals to plan
their work performance and the provision of objective feedback. It also facilitates
training and career development.
2. Objectives of
Performance Management
The objectives of performance management are to support the
professional development of institute managers and to enhance the performance of
the employer. All institute managers shall participate in the scheme. The
performance management scheme will provide an effective means for institute
managers to understand, reflect upon and improve their performance through
developmental processes and to understand the role, accountabilities and
standards that are expected of them.
The performance management process is a collaborative
process between the line manager and the institute manager. The line manager
will exercise leadership by working together with the institute manager to
implement the performance management scheme and to provide continuing support
and feedback to the officer. The institute manager in consultation with the
line manager will identify appropriate targets and monitor their progress,
requesting assistance as needed.
The major outcomes of the performance management process
will be the identification of developmental needs of the institute manager, the
development strategies to support these needs, feedback on performance and achievements.
The process will also enhance the productivity, effectiveness and efficiency of
the employer to meet changing industry and community needs.
The objectives are to:
establish clear individual performance goals linked to,
and consistent with, the employer’s goals and priorities and institute’s plans
and objectives;
identify each institute manager’s current and medium
term development needs (in relation to the organisation and self), and career
goals and develop strategies to support these needs;
assist with the achievement of the employer’s long term
objectives and annual priorities;
provide for each institute manager, a valid basis for
performance assessment against job-related criteria; and
provide job-related guidance and performance feedback
in a continuing way.
The scheme will reflect and support the employer’s overall
objectives as set out in:
the Department’s and TAFE’s Strategic Plans;
annual priorities; and
institutes' management plans.
The scheme is an ongoing process and consists of three major
components:
developing the performance agreement;
review process; and
feedback.
Appropriate training will support implementation of the
scheme.
Schedule 3 - Allowances
1. Definitions - for
the Purpose of this Schedule:
1.1 "Dependent
child" means, unless otherwise defined in the award, a child of which an
institute manager is a parent and who is resident with and wholly maintained by
such institute manager and either is under the age of sixteen years or is a
full time student under the age of eighteen years or is completing their school
studies up to and including Year 12.
1.2 "Dependent
partner" means a person who is resident with and substantially reliant
upon an institute manager for their financial support, being either the institute
manager's spouse or a person whom the relevant institute director or nominee is
satisfied is cohabiting otherwise than in marriage with the institute manager
in a permanent de facto and bona fide domestic relationship.
1.3 "Married
couple" means and shall include an institute manager and their spouse or a
person whom the relevant institute director or nominee is satisfied is
cohabiting otherwise than in marriage in a permanent de facto and bona fide
domestic relationship.
Table 1 - Locality
Allowances - Climatic
Climatic Allowances (Hot
|
TAFE Colleges or TAFE Campuses located in the Western
Division of
|
Summer Temperatures)
|
New South Wales at the following locations: Boggabilla,
Bourke,
|
|
Broken Hill, Cobar, Coonabarabran, Coonamble, Condobolin,
Moree,
|
|
Nyngan, Walgett, Warren, Wilcannia
|
|
On and From
|
4%
|
4%
|
4%
|
|
1.1.05 per
|
from the first
|
from the first
|
from the first
|
|
annum
|
pay period
|
pay period
|
pay period to
|
|
|
to commence
|
to commence
|
commence
|
|
|
on or after
|
on or after
|
on or after
|
|
|
1.1.06
|
1.1.07
|
1.1.08
|
|
$
|
$
|
$
|
$
|
Single or married with
|
928
|
965
|
1,004
|
1,044
|
independent non-teaching
|
|
|
|
|
Partner
|
|
|
|
|
Married with dependent
|
1,097
|
1,141
|
1,187
|
1,234
|
partner
|
|
|
|
|
Married with teaching partner
|
549
|
571
|
594
|
618
|
Isothermic (Cold Winter
|
TAFE Colleges or TAFE Campuses within a zone of New South
Wales
|
Temperatures)
|
established by the 0º Celsius July Average Minimum
Temperatures at
|
|
the following locations: Armidale, Bathurst, Cooma, Glenn
Innes,
|
|
Inverell, Tenterfield
|
Single or married with
|
469
|
488
|
508
|
528
|
independent non-teaching
|
|
|
|
|
partner
|
|
|
|
|
Married with dependent
|
626
|
651
|
677
|
704
|
partner
|
|
|
|
|
Married with teaching
|
313
|
326
|
339
|
353
|
partner
|
|
|
|
|
Table 2 -Locality
Allowances - Isolation from Socio-economic Goods and Services
Isolation from Socio-
|
|
Economic Goods and
|
|
Services Allowance
|
|
Single or married with
|
On and from
|
4% from the
|
4% from the
|
4% from the
|
independent non-teaching or
|
1.1.05 per
|
first pay period
|
first pay period
|
first pay period
|
teaching partner
|
annum
|
to commence on
|
to commence on
|
to commence on
|
|
|
or after 1.1.06
|
or after 1.1.07
|
or after 1.1.08
|
|
$
|
$
|
$
|
$
|
Wilcannia
|
2,742
|
2,852
|
2,966
|
3,085
|
Goodooga
|
2,437
|
2,534
|
2,635
|
2,740
|
Brewarrina
|
1,220
|
1,269
|
1,320
|
1373
|
Bourke
|
916
|
953
|
991
|
1,031
|
Boggabilla
|
613
|
638
|
664
|
691
|
Cobar, Dunedoo, Nyngan,
|
305
|
317
|
330
|
343
|
Warren
|
|
|
|
|
Married with dependent
|
|
|
|
|
partner
|
|
|
|
|
Wilcannia
|
5,483
|
5,702
|
5,930
|
6,167
|
Goodooga
|
4,874
|
5,069
|
5,272
|
5,483
|
Brewarrina
|
2,440
|
2,538
|
2,640
|
2,746
|
Bourke
|
1,832
|
1,905
|
1,981
|
2,060
|
Boggabilla
|
1,226
|
1,275
|
1,326
|
1,379
|
Cobar, Dunedoo, Nyngan,
|
610
|
634
|
659
|
685
|
Warren
|
|
|
|
|
|
Dependent children for
|
|
|
|
|
|
married institute manager
|
|
|
|
|
|
with dependent partner
|
|
|
|
|
|
Wilcannia
|
|
|
|
|
|
First Child
|
318
|
331
|
344
|
358
|
|
Subsequent Child
|
202
|
210
|
218
|
227
|
|
Goodooga
|
|
|
|
|
|
First Child
|
269
|
280
|
291
|
303
|
|
Subsequent Child
|
151
|
157
|
163
|
170
|
|
Dependent children for single
|
|
|
|
|
|
or married institute manager
|
|
|
|
|
|
with independent non-
|
|
|
|
|
|
teaching or teaching partner
|
|
|
|
|
|
Wilcannia
|
|
|
|
|
|
First Child
|
159
|
165
|
172
|
179
|
|
Subsequent Child
|
101
|
105
|
109
|
113
|
|
Goodooga
|
|
|
|
|
|
First Child
|
135
|
140
|
146
|
152
|
|
Subsequent Child
|
76
|
79
|
82
|
85
|
|
|
|
|
|
|
Table 3 - Locality
Allowances - Motor Vehicles Depreciation
Motor Vehicles Depreciation
|
On and from
|
4% from the
|
4% from the
|
4% from the
|
|
1.1.05 per
|
first pay period
|
first pay period
|
first pay period
|
|
annum
|
to commence on
|
to commence on
|
to commence on
|
|
$
|
or after 1.1.06
|
or after 1.1.07
|
or after 1.1.08
|
|
|
$
|
$
|
$
|
Applies to TAFE
|
|
|
|
|
Colleges or TAFE
|
|
|
|
|
Campuses at
|
1,638
|
1,704
|
1,772
|
1,843
|
Wilcannia and
|
|
|
|
|
Goodooga only
|
|
|
|
|
Remote Areas
Allowance - Public Service Allowances
Table 4 - Remote
Areas Allowance
1.
Grade A Allowances
|
1. Grade B
Allowances
|
1. Grade C
Allowances
|
(a)
With dependents:
|
(a) With
dependents:
|
(a) With
dependents:
|
$1,522
per annum
|
$2,018 per annum
|
$2,695 per annum
|
(b)
Without dependents:
|
(b) Without
dependents
|
(b) Without
dependents:
|
$1,061
per annum
|
$1,415 per annum
|
$1,888 per annum
|
All other locations situated
on or
|
Locations
|
Locations
|
to the west of a line
starting from
|
|
|
the right bank of the Murray
River
|
Angledool
|
Fort Grey
|
opposite Swan Hill and then
|
Barringun
|
Mootwingee
|
passing through the following
|
Bourke
|
Mount Wood
|
towns or localities in the
following
|
Brewarrina
|
Nocoleche
|
order: Conargo, Coleambally,
|
Clare
|
Olive Downs
|
Hay, Rankins Springs,
Marsden,
|
Enngonia
|
Tibooburra
|
Condobolin, Peak Hill,
Nevertire,
|
Goodooga
|
Yethong
|
Gulargambone, Coonabarabran,
|
Ivanhoe
|
|
Wee Waa, Moree, Warialda,
|
Lake Mungo
|
|
Ashford and Bonshaw and
|
Lightning Ridge
|
|
includes a place situated in
any
|
Louth
|
|
such town or locality.
|
Mungindi
|
|
|
Pooncarie
|
|
Locations
|
Redbank
|
|
|
Walgett
|
|
All others within the above
but not
|
Wanaaring
|
|
covered in the Category B or
C
|
Weilmoringle
|
|
allowances.
|
White Cliffs
|
|
|
Wilcannia
|
|
|
Willandra
|
|
I. W. CAMBRIDGE,
Commissioner.
____________________
Printed by
the authority of the Industrial Registrar.