Crown
Employees (NSW Department of Primary Industries) Land Information Officers
Award
INDUSTRIAL RELATIONS
COMMISSION OF NEW SOUTH WALES
Review of Award pursuant to Section 19 of the Industrial
Relations Act 1996.
(No. IRC 572 of 2007)
|
Before The Honourable
Mr Deputy President Harrison
|
31 July 2007
|
REVIEWED
AWARD
Arrangement
PART A
Clause No. Subject Matter
1. Title
2. Definitions
3. Parties
to the Award
4. Salaries
5. Scope of
Employment
6. Appointment,
Progression and Training
7. Grading
and Evaluation of Positions
8. Grievance
and Dispute Settling Procedures
9. Anti-Discrimination
10. Area,
Incidence and Duration
PART B
MONETARY RATES
Table 1 - Salaries
Schedule 1 - Appropriate Qualifications
Schedule 2 - Progression Requirements
Schedule 3 - Job Criteria
PART A
1. Title
This award shall be known as the Crown Employees (NSW
Department of Primary Industries) Land Information Officers Award.
2. Definitions
(i) "Act"
means the Public Sector Employment and Management Act 2002.
(ii) "Appropriate
University or TAFE Qualifications" are those qualifications relevant to
the Land Information Officer classification that are from time to time identified,
and agreed as appropriate by the parties to the award. The
qualifications deemed appropriate under the Award are set out in
Schedule 1 - Appropriate Qualifications.
(iii) "Association"
means the Public Service Association and the Professional Officers' Association
Amalgamated Union of New South Wales.
(iv) "Department"
means the NSW Department of Primary Industries, as specified in Schedule 1 of
the Public Sector Employment and Management Act 2002.
(v) "Department
Head" means the Director-General of the NSW Department of Primary
Industries.
(vi) “DPE” means
the Director of Public Employment, as established under the Public Sector Employment and Management Act 2002.
(vii) "Job
Evaluation" means the accredited system agreed to between the parties to
this award, used to grade all positions within the Department.
(viii) "Land
Information Officer" means and includes all persons permanently or
temporarily employed under the provisions of the Public Sector Employment
and Management Act 2002 who, at the date of the first Crown Employees (Land
Information Officers – Department of Mineral Resources) Award published 29
March 1996 (291 IG 813), were occupying a position of, and classified as,
Cartographer, Survey Drafting Officer or Tracer with the then Department of
Mineral Resources, or after that date were appointed to a Land Information
Officer position and are employed in the NSW Department of Primary Industries.
(ix) "Normal
Work" referred to in clause 8,
Grievance and Dispute Settling Procedures, means the responsibilities relevant
to the Statement of Duties, or Position Description, of an Officer or Officers
at the time of the grievance, dispute or difficulty.
(x) "Officer"
means a Land Information Officer.
(xi) "Position"
means a position as dealt with in section 9 of the Public Sector Employment
and Management Act 2002.
(xii) "Public
Service" means the Public Service of New South Wales as defined in the Public
Sector Employment and Management Act 2002.
(xiii) "Regulation"
means the Public Sector Employment and Management (General) Regulation, 1996.
(xiv) "Salary
Rates" means the ordinary-time rate of pay for the Officer's grading
excluding shift allowances, weekend penalties and all other allowances not
regarded as salary.
(xv) "Service"
means continuous service for salary purposes.
(xvi) "Training
Modules" are internal training programs developed by the Department for
the development of specific skills and knowledge relevant to the duties and
responsibilities of a Land Information Officer, on behalf of those Officers who
do not possess formal qualifications, and for the purpose of cross-training.
3. Parties to the
Award
The Parties to this Award are the DPE and the Association.
4. Salaries
The rates of salary shall be paid to officers appointed to
the positions specified as set out in Table 1 - Salaries, of Part B, Monetary
Rates.
5. Scope of
Employment
(i) Employment
will be either on a full-time or permanent part-time basis. Applications for working part-time or
job-sharing will be considered based on the employees’ requests and
Departmental needs. Temporary staff may
be employed as Land Information Officers should the need arise.
(ii) Officers may
be required to participate in the full range of related work activities within
the classification and grading.
6. Appointment,
Progression and Training
(1) There are
seven progressive levels relating to the Land Information Officer
classification. Criteria outlining the
nature of work expected at the different levels will be in accordance with
Schedule 3 - Job Criteria.
Land Information Officer Levels 1 to 3 will be broad
banded, and appointment details are as follows:
(i) A person must
be undertaking, or successfully completed an appropriate university or TAFE
qualification, including those listed in Schedule 1 - Appropriate
Qualifications, to be eligible for appointment as a Land Information Officer
Level 1.
(ii) A person who
has successfully completed an appropriate qualification shall be eligible for
appointment as a Land Information Officer Level 1 Year 3.
(iii) A person who
has successfully completed an appropriate university or TAFE qualification, and
has completed four years satisfactory service as a Land Information Officer
shall be appointed to Level 2 Year 3 on the Land Information Officers' salary
scale.
(iv) A person who
has completed a two year full time course of approved study, and a period of
two years satisfactory service as a Land Information Officer shall be deemed to
have completed the equivalent of four years satisfactory service as a Land
Information Officer.
Land Information Officer Levels 4, 5, 6 and 7 are
discrete levels and appointment will be based upon merit selection.
(2) Following
initial appointment, progression of all Officers will be determined according
to the agreed arrangements outlined in Schedule 2 - Progression Requirements.
(3) The Department
will assume overall training responsibility for all Officers employed under
this award and shall be responsible for all Officers having equal access to
training in accordance with established Departmental Equal Employment
Opportunity (EEO) Guidelines.
(4) Appeals
mechanism:
(i) An Officer
shall have the right to appeal any decision made by the Department not to
progress the Officer from salary point to salary point.
(ii) Officers
shall submit a written submission outlining their case to the Director Human
Resources, within 28 days of the decision being appealed.
(iii) The Director
Human Resources, shall constitute an appeals committee made up of one
Management representative, one relevant Association representative and one peer
who is acceptable to both Management and the Association.
(iv) The appeal
shall be heard within 28 days of it being lodged and the recommendation of the
committee shall be forwarded to the Department Head or nominee for approval.
(v) The decision
of the Department Head or nominee shall be forwarded to the Officer concerned
within 7 working days of the appeal being heard.
(vi) This appeals
mechanism shall not cover matters that are referred to the Industrial Relations
Commission of New South Wales or the Government and Related Employees Appeal
Tribunal.
7. Grading and
Evaluation of Positions
(i) Positions
classified as Land Information Officers under this award will be graded in
accordance with the accredited Job Evaluation system agreed to by the
Department, DPE and the Association, or other methodology which may be agreed
between the parties to grade Land Information Officer positions during the
operation of this award.
(ii) The grading
of Land Information Officer positions will be carried out in consultation with
the Department’s Job Evaluation
Classification and Review Committee, which is a forum for consultation and negotiation
between the Department and the Association on the operation of the Department’s
accredited Job Evaluation system.
(iii) Positions
will otherwise be evaluated and graded from time to time in the following
circumstances:
(a) where the
nature of a position is significantly changed or where a new position is
created;
(b) where a
position falls vacant, the Department can determine whether it is necessary to
evaluate the position prior to advertising the vacancy;
(c) at the request
of any party to this award, or an Officer classified as a Land Information
Officer under this award, provided that the position(s) have not been reviewed
for grading for at least 12 months prior to the request.
(iv) Where the Land
Information Officer position is evaluated as falling within a lower or higher
grading than that to which the Officer is presently appointed, then the
Department shall act in accordance with the Department's Job Evaluation Policy,
as agreed by the parties to this award.
8. Grievance and
Dispute Settling Procedures
(i) All
grievances and disputes relating to the provisions of this award shall
initially be dealt with as close to the source as possible, with graduated
steps for further attempts at resolution at higher levels of authority within the
appropriate Department, if required.
(ii) An officer is
required to notify in writing their immediate manager, as to the substance of
the grievance, dispute or difficulty, request a meeting to discuss the matter,
and if possible, state the remedy sought.
(iii) Where the
grievance or dispute involves confidential or other sensitive material
(including issues of harassment or discrimination under the Anti
Discrimination Act 1977) that makes it impractical for the officer to
advise their immediate manager the notification may occur to the next
appropriate level of management, including where required, to the Department
Head or delegate.
(iv) The immediate
manager, or other appropriate officer, shall convene a meeting in order to
resolve the grievance, dispute or difficulty within two (2) working days, or as
soon as practicable, of the matter being brought to attention.
(v) If the matter
remains unresolved with the immediate manager, the officer may request to meet
the appropriate person at the next level of management in order to resolve the
matter. This manager shall respond within two (2) working days, or as soon as
practicable. The officer may pursue the sequence of reference to successive
levels of management until the matter is referred to the Department Head.
(vi) The Department
Head may refer the matter to the DPE for consideration.
(vii) If the matter
remains unresolved, the Department Head shall provide a written response to the
officer and any other party involved in the grievance, dispute or difficulty,
concerning action to be taken, or the reason for not taking action, in relation
to the matter.
(viii) An officer, at
any stage, may request to be represented by the Association.
(ix) The officer or
the Association on their behalf, or the Department Head may refer the matter to
the New South Wales Industrial Relations Commission if the matter is unresolved
following the use of these procedures.
(x) The officer,
Association, Department and DPE shall agree to be bound by any order or
determination by the New South Wales Industrial Relations Commission in
relation to the dispute.
(xi) Whilst the
procedures outlined in subclauses (i) to (x) of this clause are being followed,
normal work undertaken prior to notification of the dispute or difficulty shall
continue unless otherwise agreed between the parties, or, in the case involving
occupational health and safety, if practicable, normal work shall proceed in a
manner which avoids any risk to the health and safety of any officer or member
of the public.
9.
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 and 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.
(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 the 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. Area, Incidence and
Duration
(i) This award shall
apply to all the classifications as defined herein.
(ii) The Officers
regulated by this award shall be entitled to the conditions of employment as
set out in this award and, except where specifically varied by this award,
existing conditions are provided for under the Public Sector Employment and
Management Act 2002, the Public Sector Employment and Management Regulation
1996 the Crown Employees (Public Service Conditions of Employment) Reviewed
Award 2006 and the Crown Employees (Public Sector - Salaries 2007) Award or any
awards replacing these awards.
(iii) This award is
made following a review under section 19 of the Industrial Relations Act
1996 and rescinds and replaces the Crown Employees (Land Information Officers -
Department of Mineral Resources) Award published 21 May 2004 (344 I.G. 577) and
all variations thereof.
(iv) The changes
made to the award pursuant to the Award Review pursuant to section 19(6) of the
Industrial Relations Act 1996 and Principle 26 of the Principles
for Review of Awards made by the Industrial Relations Commission of New South
Wales on 28 April 1999 (310 I.G. 359) take effect on 31 July 2007.
(v) This award
remains in force until varied or rescinded, the period for which it was made
having already expired.
PART B
MONETARY RATES
Table 1 - Salaries
The salaries set out below shall apply on the first pay
period on or after 1 July 2007 in accordance with the provisions of the Crown
Employees (Public Sector - Salaries 2007) Award and be paid to Officers
appointed to the positions specified.
|
Classification
|
Annual Salary
|
Salary Point
|
|
Land Information Officer Level 1
|
|
|
|
Year 1
|
36,229
|
20
|
|
Year 2
|
39,071
|
27
|
|
Year 3
|
42,338
|
36
|
|
Year 4
|
46,320
|
46
|
|
Land Information Officer Level 2
|
|
|
|
Year 1
|
49,012
|
52
|
|
Year 2
|
51,277
|
57
|
|
Year 3
|
53,847
|
62
|
|
Land Information Officer Level 3
|
|
|
|
Year 1
|
56,701
|
67
|
|
Year 2
|
58,925
|
71
|
|
Year 3
|
61,128
|
75
|
|
Year 4
|
63,056
|
78
|
|
Land Information Officer Level 4
|
|
|
|
Year 1
|
65,527
|
82
|
|
Year 2
|
67,448
|
85
|
|
Year 3
|
69,468
|
88
|
|
Land Information Officer Level 5
|
|
|
|
Year 1
|
71,546
|
91
|
|
Year 2
|
73,750
|
94
|
|
Year 3
|
76,896
|
98
|
|
Land Information Officer Level 6
|
|
|
|
Year 1
|
79,188
|
101
|
|
Year 2
|
82,244
|
105
|
|
Year 3
|
84,738
|
108
|
|
Year 4
|
87,263
|
111
|
|
Land Information Officer Level 7
|
|
|
|
Year 1
|
91,589
|
116
|
|
Year 2
|
95,472
|
120
|
|
Year 3
|
101,454
|
126
|
|
Year 4
|
105,923
|
130
|
Schedule 1
Appropriate
Qualifications
The following qualifications are currently deemed
appropriate in terms of this award:
Degree in Information Technology (Spatial Information)
Graduate Diploma in Geographic Information Systems
(GIS) and Remote Sensing (or equivalent)
Degree in Geography (majoring in GIS)
Associate Diploma in Land Information Systems
Associate Diploma in Cartography
Associate Diploma in Surveying
Cartography Certificate
Land and Engineering Survey Drafting Diploma
Surveying Certificate IV
Administrative Survey Drafting Certificate
Associate Diploma in Survey Drafting
Spatial Information Services (Surveying) Diploma
Other relevant or equivalent tertiary qualifications as
deemed appropriate to the classification
Schedule 2
Progression
Requirements
Land Information Officer Level 1 - Officers will progress
through the incremental steps within the salary range for Level 1, subject to
satisfactory service.
Land Information Officer Level 2 - In order to progress to a
Land Information Officer Level 2, an Officer must possess an appropriate
university or TAFE qualification, and demonstrate a capacity to undertake the
duties and responsibilities of the position to that level as determined by the
agreed criteria in Schedule 3.
An Officer is free to raise objection to any decision through the appropriate appeals
mechanism, outlined in Clause 6, Appointment, Progression and Training.
An Officer need not be at the maximum salary of the Land Information
Officer Level 2 range in order to apply for assessment.
Officers who are within the Land Information Officer Level 2
salary scale will progress through the incremental range, subject to continuing
satisfactory service.
Land Information Officer Level 3 - In order to progress to
Land Information Officer Level 3, an Officer must possess an appropriate
university or TAFE qualification and demonstrate a capacity to undertake the
duties and responsibilities of the position to the level as determined by the
agreed criteria in Schedule 3.
An Officer is free to raise objection to any decision through the appropriate appeals
mechanism, outlined in the said clause 6.
Officers who are within the Land Information Officer Level 3
salary scale will commence the cross-training modules designed to facilitate
the multi-skilling process. Officers
will progress through the incremental range, subject to continuing satisfactory
performance and service.
Land Information Officer Levels 4, 5, 6 and 7 - Officers who
are appointed to Land Information Officer Levels 4, 5, 6 and 7 will possess an
appropriate university or TAFE qualification.
Officers who are appointed to any of these positions must be committed
to the completion of the cross-training modules designed to facilitate the
multi-skilling process.
Officers who are appointed to positions of Land Information
Officer Levels 4, 5, 6 and 7 will progress through the incremental range which
is appropriate to their appointed level, subject to continuing satisfactory
performance and service.
Schedule 3
Job Criteria
Land Information Officer Level 1 -
|
1. Qualifications:
|
HSC or equivalent
|
|
|
|
|
2. Complexity of Work:
|
competent to undertake
work/projects of limited complexity, i.e., routine
|
|
|
work activities commensurate
with person's experience and training,
|
|
|
e.g., map/database/stations/entries,
preparation of plans and diagrams
|
|
|
for unpublished reports
|
|
|
|
|
3. Freedom to Act:
|
very limited degree of freedom
to perform tasks, i.e., act with an
|
|
|
extensive degree of guidance
|
|
|
|
|
4. Human Resource Management:
|
not required to carry out such
duties
|
|
|
|
|
5. Computing:
|
undertake data
capture/retrieval of limited complexity relating to MRLIS
|
|
|
(incl. geological, mining
title data)
|
|
|
|
|
|
proficiency in functions of
CAD system relating to generation of maps,
|
|
|
plans of limited complexity
|
|
|
|
|
|
proficiency in functions of
limited complexity relating to the Office
|
|
|
Automation Network, e.g., word
processing
|
|
|
|
|
6. Map Design and Compilation:
|
understanding and exercising
of limited levels of design/compilation
|
|
|
aspects of maps/plans/diagrams
in manual, digital form in relation to
|
|
|
unpublished reports; to
titles/administrative cadastral series maps/plans/
|
|
|
diagrams (incl. survey
investigation/calculation)
|
|
|
|
|
|
understanding and exercising
of limited levels of reprographic
|
|
|
techniques for both monochrome
and colour reproduction (incl. use of
|
|
|
darkroom facilities)
|
|
|
|
|
7. Map Interpretation:
|
competent to interpret to a
limited degree attributes of cadastral, top
|
|
|
cadastral, geological and metallogenic
maps/plans/diagrams in relation
|
|
|
to:
|
|
|
mining and land use proposals,
conveyance matters, coal mine workings;
|
|
|
|
|
|
map and plan production;
|
|
|
|
|
|
providing information/advice
to industry, public, other Govt. agencies.
|
|
|
|
|
8. Work Organisation:
|
ability to plan, organise own
work in line with Departmental priorities
|
|
|
and deadlines
|
|
|
|
|
9. Decision Making:
|
ability to display independent
technical judgement and initiative on
|
|
|
matters of very limited complexity
|
|
|
|
|
10. Provision of Advice:
|
competent in providing
independent and timely advice/information of a
|
|
|
very limited degree of
complexity
|
|
|
|
|
11. Training:
|
not required to provide
on-the-job or formal training
|
|
|
|
|
12. Interpersonal:
|
ability to gain co-operation
and acceptance of co-workers and, as
|
|
|
required, clients
|
|
|
|
|
13. Communication:
|
ability to display at least a
limited degree of oral/written liaison
|
|
|
skills, e.g., form replies, liaison
with authors
|
|
|
|
|
14. Financial Management:
|
not required to exercise any
control over finances
|
|
|
|
|
15. Legislative
|
competent to interpret, under
guidance, limited aspects of Interpretation:
|
|
|
Mining Acts/Regs. and other related
and relevant legislation; of legal
|
|
|
documents relating to
land/mining title deeds
|
|
|
|
|
16. Occupational
|
knowledge of
accountability/responsibility for aspects of Health and
|
|
|
Safety: staff/client health,
safety and welfare
|
|
|
|
|
17. EEO:
|
understanding of EEO
principles
|
|
|
|
|
18. Corporate Plan:
|
ability to comply with
Corporate Plan objectives
|
|
|
|
|
19. Policy:
|
ability to understand and
implement, under guidance, Dept./Govt.
|
|
|
policies, procedures, legal advisings
relative to section functions
|
Land Information Officer Level 2 -
|
1. Qualifications:
|
appropriate university or TAFE
course
|
|
|
|
|
2. Complexity of Work:
|
competent to undertake
work/projects of moderate complexity, e.g.,
|
|
|
identification of moderately
complex mining title information from
|
|
|
manual and digital databases,
assist in the cartographic compilation of
|
|
|
geological/metallogenic maps and
plans for publication
|
|
|
|
|
|
ability to exam work of
limited complexity for accuracy and
|
|
|
completeness, as required
|
|
|
|
|
3. Freedom to Act:
|
limited degree of freedom to
perform tasks, i.e., act with a substantial
|
|
|
degree of guidance
|
|
|
|
|
4. Human Resource
|
ability to assist in very
limited aspects of supervision, e.g.,
|
|
|
Management: guide junior
staff, co-workers
|
|
5. Computing:
|
undertake data
capture/retrieval of moderate complexity relating to
|
|
|
MRLIS (incl. geological,
mining title data)
|
|
|
|
|
|
proficiency in function of CAD
system relating to generation of maps,
|
|
|
plans of moderate complexity
proficiency in functions of limited
|
|
|
complexity relating to the Office
Automation Network, e.g. word
|
|
|
processing
|
|
|
|
|
6. Map Design and Compilation:
|
understanding and exercising
of general levels of design/compilation/
|
|
|
fair drawing aspects of
maps/plans/diagrams in manual and digital form
|
|
|
in relation to geological/
metallogenic series mapping and publications,
|
|
|
e.g., Minfo (incl. CAD); to
titles/ administrative cadastral series maps/
|
|
|
plans/diagrams(incl. survey
investigation/calculation)
|
|
|
|
|
|
understanding and exercising of
general levels of reprographic
|
|
|
techniques for both monochrome
and colour reproduction (incl. use of
|
|
|
darkroom facilities)
|
|
|
|
|
7. Map Interpretation:
|
competent to interpret to a
moderate degree attributes of cadastral, top
|
|
|
cadastral, geological and
metallogenic maps/plans/diagrams in relation
|
|
|
to:
|
|
|
|
|
|
mining and land use proposals,
conveyance matters, coal mine workings
|
|
|
|
|
|
map and plan production
|
|
|
|
|
|
providing information/advice to
industry, public, other Govt. agencies
|
|
|
|
|
8. Work Organisation:
|
ability to plan, organise own
work in line with Departmental priorities
|
|
|
and deadlines
|
|
|
|
|
9. Decision Making:
|
ability to display independent
technical judgement and initiative on
|
|
|
matters of limited complexity
|
|
|
|
|
10. Provision of Advice:
|
competent in providing
independent and timely advice/information of a
|
|
|
limited degree of complexity
|
|
|
|
|
11. Training:
|
ability to provide a very
limited degree of on-the-job training of junior
|
|
|
technical staff and co-workers
|
|
|
|
|
12. Interpersonal:
|
ability to gain co-operation
and acceptance of co-workers and, as
|
|
|
required, clients
|
|
|
|
|
13. Communication:
|
ability to display at least a
limited level of oral/written liaison skills,
|
|
|
e.g., form replies, liaison
with authors
|
|
|
|
|
14. Financial Management:
|
not required to exercise any
control over finances
|
|
|
|
|
15. Legislative
|
competent to interpret, under
guidance limited aspects of
|
|
|
Interpretation: Mining Acts/Regs. and other related and
relevant
|
|
|
legislation; of legal
documents relating to land/mining title deeds
|
|
|
|
|
16. Occupational Health and
|
knowledge of
accountability/responsibility for aspects of staff/client
|
|
Safety:
|
health, safety and welfare
|
|
|
|
|
17. EEO:
|
understanding of EEO
principles
|
|
|
|
|
18. Corporate Plan:
|
ability to comply with Corporate
Plan objectives
|
|
|
|
|
19. Policy:
|
ability to understand,
implement, under guidance, Dept./Govt. policies,
|
|
|
procedures, legal advisings
relative to section functions
|
Land Information Officer Level 3 -
|
1. Qualifications:
|
appropriate university or TAFE course
|
|
|
|
|
2. Complexity of Work:
|
competent to undertake work/projects of substantial
complexity, e.g.,
|
|
|
cartographic production of geological, metallogenic and
cadastral
|
|
|
maps/plans
|
|
|
|
|
|
ability to examine work of moderate complexity for
accuracy and
|
|
|
completeness, as required
|
|
|
|
|
3. Freedom to Act:
|
moderate degree of freedom to perform tasks, i.e., act
with a moderate
|
|
|
degree of guidance
|
|
|
|
|
4. Human Resource Management:
|
ability to assist in limited aspects of supervision, e.g.,
guide, motivate
|
|
|
staff
|
|
|
|
|
5. Computing:
|
undertake data capture/editing/retrieval of substantial
complexity
|
|
|
relating to MRLIS, incl. geological, mining title data
|
|
|
|
|
|
proficiency in functions of CAD system relating to
generation of maps,
|
|
|
plans of substantial complexity
|
|
|
|
|
|
ability to undertake limited research and development of
graphic
|
|
|
applications
|
|
|
|
|
|
proficiency in functions of moderate complexity relating
to the Office
|
|
|
Automation Network, e.g., spreadsheets
|
|
|
|
|
6. Map Design and Compilation
|
understanding, exercising of superior levels of
design/compilation/fair
|
|
|
drawing aspects of maps/plans/diagrams in manual and
digital form in
|
|
|
relation to geological/metallogenic series mapping and
publications,
|
|
|
e.g., Minfo (incl. CAD); to titles/administrative
cadastral series maps/
|
|
|
plans/diagrams (incl. survey investigation/calculation)
|
|
|
|
|
|
understanding, exercising of superior levels of
reprographic techniques
|
|
|
for both monochrome and colour reproduction (incl. use of
darkroom
|
|
|
facilities)
|
|
|
|
|
7. Map Interpretation:
|
competent to interpret to a substantial degree attributes
of cadastral,
|
|
|
top cadastral, geological and metallogenic maps/plans/diagrams
in
|
|
|
relation to:
|
|
|
|
|
|
mining and land use proposals, conveyance matters, coal
mine
|
|
|
workings map and plan production
|
|
|
|
|
|
providing information/advice to industry, public, other
agencies
|
|
|
|
|
8. Work Organisation:
|
ability to plan, organise own work and assist in limited
aspects of
|
|
|
planning, organising work of junior staff in line with
Departmental
|
|
|
priorities, deadlines
|
|
|
|
|
9. Decision Making:
|
ability to display independent technical judgement and
initiative on
|
|
|
matters of general complexity
|
|
|
|
|
10. Provision of Advice
|
competent in providing independent and timely
advice/information of a
|
|
|
moderate degree of complexity
|
|
|
|
|
11. Training:
|
ability to provide a limited degree of on-the-job training
of junior
|
|
|
technical staff, co-workers
|
|
|
|
|
12. Interpersonal
|
ability to gain co-operation of co-workers and clients;
assist
|
|
|
development of skills of junior staff, co-workers
|
|
|
|
|
13. Communication:
|
ability to display a moderate degree of oral/written
liaison skills, e.g.,
|
|
|
submissions/correspondence/reports
|
|
|
|
|
14. Financial Management:
|
ability to exercise a limited degree of control over
finances, e.g., stores
|
|
|
|
|
15. Legislative:
|
competent to interpret, under guidance, general aspects of
|
|
|
Interpretation:
Mining Acts/Regs. and other related and relevant
|
|
|
legislation; of legal documents relating to land/mining
title deeds
|
|
|
|
|
16. Occupational Health and Safety
|
knowledge of accountability/responsibility for aspects
of: staff/client
|
|
|
health, safety and welfare
|
|
|
|
|
17. EEO:
|
understanding of EEO principles
|
|
|
|
|
18. Corporate Plan:
|
ability to comply with Corporate Plan objectives and
contribute
|
|
|
generally to the formulation of budget estimates
|
|
|
|
|
19. Policy:
|
ability to understand and implement, under guidance,
|
Land Information Officer Level 4 -
|
1. Qualifications:
|
Appropriate university or TAFE course
|
|
|
|
|
2. Complexity of Work:
|
competent to undertake work/projects of high complexity,
e.g., complex
|
|
|
Ministerial submissions/correspondence, specific computer
research
|
|
|
and development of graphic applications for MRLIS
|
|
|
|
|
|
ability to examine work of substantial complexity for
accuracy,
|
|
|
completeness
|
|
|
|
|
3. Freedom to Act:
|
substantial degree of freedom to perform tasks, i.e., act
with a limited
|
|
|
degree of guidance
|
|
|
|
|
4. Human Resource Management:
|
ability to supervise and allocate staff resources, provide
sound
|
|
|
leadership, motivate staff (as first level of direct,
sustained supervision)
|
|
|
|
|
5. Computing:
|
undertake data capture/editing/retrieval of high
complexity relating to
|
|
|
MRLIS (incl. geological, mining title data)
|
|
|
|
|
|
ability to undertake substantial research and development
of graphic
|
|
|
applications
|
|
|
|
|
|
proficiency in functions of CAD system relating to
generation of maps,
|
|
|
plans of high complexity
|
|
|
|
|
|
proficiency in functions of substantial complexity
relating to the Office
|
|
|
Automation Network, e.g., data basing
|
|
|
|
|
6. Map Design and Compilation:
|
understanding and exercising of high levels of design/ compilation/fair
|
|
|
drawing aspects of maps/plans/diagrams in manual and
digital form in
|
|
|
relation to geological/ metallogenic series mapping and
publications,
|
|
|
e.g., Minfo (incl. CAD); to titles/administrative
cadastral series maps/
|
|
|
plans/ diagrams (incl. survey investigation/calculation)
|
|
|
|
|
|
understanding and exercising of high levels of
reprographic techniques
|
|
|
for both monochrome and colour reproduction (incl. use of
darkroom
|
|
|
facilities)
|
|
|
|
|
7. Map Interpretation:
|
competent to interpret to a high degree attributes of
cadastral, top
|
|
|
cadastral, geological and metallogenic maps/plans/
diagrams in relation
|
|
|
to:
|
|
|
|
|
|
mining and land use proposals,
conveyance matters, coal mine workings
|
|
|
|
|
|
map and plan production
|
|
|
|
|
|
providing information/advice to industry, public, other
Govt. agencies
|
|
|
|
|
8. Work Organisation:
|
ability to plan, organise work of section staff in line with
Departmental
|
|
|
priorities, deadlines; to monitor and evaluate performance
|
|
|
|
|
9. Decision Making:
|
ability to display independent technical judgement and
initiative on
|
|
|
matters of substantial complexity
|
|
|
|
|
10. Provision of Advice:
|
competent in providing independent and timely
advice/information of a
|
|
|
substantial degree of complexity
|
|
|
|
|
11. Training:
|
ability to provide a substantial degree of on-the-job
training of section
|
|
|
staff and co-workers
|
|
|
|
|
12. Interpersonal:
|
ability to develop staff and make accurate assessment of
abilities and
|
|
|
performance
|
|
|
|
|
13. Communication:
|
ability to display a superior level of oral/written
liaison skills, e.g.,
|
|
|
provide staff with clear and constructive direction and
advice
|
|
|
|
|
14. Financial Management:
|
ability to exercise a limited degree of control over
finances, e.g.,
|
|
|
provide advice on equipment purchases
|
|
|
|
|
15. Legislative
|
competent to interpret substantial aspects of Mining Acts/
|
|
|
Interpretation: Regs. and other related and relevant
legislation; of legal
|
|
|
documents relating to land/mining title deeds
|
|
|
|
|
16. Occupational Health and
Safety:
|
accountable/responsible for aspects of staff/client
health, safety and
|
|
|
welfare
|
|
|
|
|
17. EEO:
|
understanding of and capacity to implement EEO principles
|
|
|
|
|
18. Corporate Plan:
|
ability to comply with Corporate Plan objectives and contribute
|
|
|
generally to the formulation of objectives, estimates
|
|
|
|
|
19. Policy:
|
ability to understand, implement Dept./Govt. policies,
procedures, legal
|
|
|
advisings relative to section function; to provide
moderate degree of
|
|
|
input into development/review of policies/procedures
|
Land Information Officer Level 5 -
|
1. Qualifications:
|
appropriate university or TAFE course
|
|
|
|
|
2. Complexity of Work:
|
competent to undertake work/projects of high complexity,
e.g., special
|
|
|
projects, formal training, computer graphics research and
development
|
|
|
|
|
|
ability to exam work of high complexity for accuracy,
completeness, as
|
|
|
required
|
|
|
|
|
3. Freedom to Act:
|
substantial degree of freedom to perform tasks, i.e., act
with a limited
|
|
|
degree of guidance
|
|
|
|
|
4. Human Resource Management:
|
ability to supervise training of technical staff
|
|
|
|
|
5. Computing:
|
undertake data capture/editing/retrieval of high
complexity relating to
|
|
|
MRLIS (incl. geological, mining title data)
|
|
|
|
|
|
ability to undertake extensive research and development of
graphic
|
|
|
applications
|
|
|
|
|
|
understanding of general aspects of computer technology
applications
|
|
|
in relation to Departmental objectives
|
|
|
|
|
|
proficiency in functions of CAD system relating to
generation of maps,
|
|
|
plans of high complexity
|
|
|
|
|
|
proficiency in functions of substantial complexity in
relation to the
|
|
|
Office Automation Network
|
|
|
|
|
6. Map Design and Compilation:
|
understanding and exercising of high levels of design/
compilation/fair
|
|
|
drawing aspects of maps/plans/diagrams in manual and
digital form in
|
|
|
relation to geological/metallogenic series mapping and
publications,
|
|
|
e.g., Minfo (incl. CAD); to titles/administrative
cadastral series maps/
|
|
|
plans/diagrams (incl. survey investigation/calculation)
|
|
|
|
|
|
understanding and exercising of high levels of
reprographic techniques
|
|
|
for both monochrome and colour reproduction (incl. use of
darkroom
|
|
|
facilities)
|
|
|
|
|
7. Map Interpretation:
|
competent to interpret to a high degree attributes of
cadastral, top
|
|
|
cadastral, geological and metallogenic maps/plans/
diagrams in
|
|
|
relation to:
|
|
|
|
|
|
mining and land use proposals,
conveyance matters, coal mine workings
|
|
|
|
|
|
map and plan production
|
|
|
|
|
|
providing information/advice to industry, public, other
Govt. agencies
|
|
|
|
|
8. Work Organisation:
|
ability to plan, organise work
(incl. training programmes) in line with
|
|
|
Departmental priorities,
deadlines; to monitor and evaluate performance
|
|
|
|
|
9. Decision Making:
|
ability to display independent technical judgement on
matters of high
|
|
|
complexity; to display pro activity
|
|
|
|
|
10. Provision of Advice:
|
competent in providing independent and timely
advice/information of a
|
|
|
high degree of complexity, e.g., training in technical and
administrative
|
|
|
functions
|
|
|
|
|
11. Training:
|
ability to plan, develop and implement formal training
programs of high
|
|
|
degree and to provide on-the-job training of Branch staff,
as required
|
|
|
|
|
12. Interpersonal:
|
ability to develop staff and make accurate assessment of abilities
and
|
|
|
performance
|
|
|
|
|
13. Communication:
|
ability to display a high level of oral/written liaison
skills, e.g., present
|
|
|
information and ideas to groups
|
|
|
|
|
14. Financial Management:
|
ability to exercise a moderate degree of control over
finances
|
|
|
|
|
15. Legislative Interpretation
|
competent to interpret extensive aspects of Mining:
Acts/Regs. and
|
|
|
other related and relevant legislation; of legal documents
relating to
|
|
|
land/mining title deeds
|
|
|
|
|
16. Occupational Health and
Safety:
|
substantial degree of accountability/responsibility for aspects
of
|
|
|
staff/client health, safety and welfare
|
|
|
|
|
17. EEO:
|
understanding of and capacity to implement EEO principles
|
|
|
|
|
18. Corporate Plan:
|
ability to implement Corporate Plan objectives, contribute
generally to
|
|
|
the formulation of objectives, estimates
|
|
|
|
|
19. Policy:
|
ability to understand, implement Dept./Govt. policies,
procedures, legal
|
|
|
advisings relative to Branch/Dept. functions; to provide a
moderate
|
|
|
degree of input into review/development of
policies/procedures
|
Land Information Officer Level 6 -
|
1. Qualifications:
|
appropriate university or TAFE
course
|
|
|
|
|
2. Complexity of Work:
|
competent to undertake
work/projects of high complexity, e.g.,
|
|
|
management/supervision of unit
and its functions
|
|
|
|
|
|
ability to critically analyse
work
|
|
|
|
|
3. Freedom to Act:
|
extensive degree of freedom to
perform tasks, i.e., act with a very
|
|
|
limited degree of guidance
|
|
|
|
|
4. Human Resource Management:
|
ability to supervise/manage
group(s) of technical staff, co- ordinate
|
|
|
resources; to lead, motivate
staff; to demonstrate management skills
|
|
|
|
|
5. Computing:
|
ability to provide a high degree
of input into review/development of
|
|
|
policy and procedures relating
to research and development of graphics
|
|
|
applications
|
|
|
|
|
|
understanding of extensive
aspects of computer technology applications
|
|
|
in relation to Departmental
objectives
|
|
|
|
|
|
ability to undertake a
superior degree of research and development of
|
|
|
graphic applications, as
required
|
|
|
|
|
6. Map Design and Compilation:
|
ability to provide a high degree
of input into review/development of
|
|
|
policy and procedures relating
to design/ compilation/fair drawing
|
|
|
aspects of maps/plans/diagrams
in manual and digital form
|
|
|
|
|
|
understanding of high levels of
such design/compilation aspects
|
|
|
|
|
|
|
|
7. Map Interpretation:
|
competent to interpret to a
high degree attributes of cadastral, top
|
|
|
cadastral, geological and
metallogenic maps/plans/ diagrams in
|
|
|
relation to:
|
|
|
|
|
|
mining, land use proposals,
conveyance matters, coal mine workings
|
|
|
|
|
|
map and plan production
|
|
|
|
|
8. Work Organisation:
|
providing information/advice
to industry, public, other Govt. agencies
|
|
|
ability to co-ordinate unit
activities in line with Departmental priorities,
|
|
|
deadlines; to review
performance
|
|
|
|
|
9. Decision Making:
|
ability to display independent
technical and administrative judgement
|
|
|
and initiative on matters of
high complexity; to display pro activity
|
|
|
|
|
10. Provision of Advice:
|
competent in providing
independent and timely advice/information of a
|
|
|
high degree of complexity
|
|
|
|
|
11. Training:
|
ability to oversee the
implementation of formal and on-the-job training
|
|
|
in the unit
|
|
|
|
|
12. Interpersonal:
|
ability to represent and
negotiate with clients and others on behalf of
|
|
|
the Branch or Department
|
|
|
|
|
13. Communication:
|
ability to display a high
level of oral/written liaison skills, e.g., present
|
|
|
ideas, information, proposals
clearly and effectively
|
|
|
|
|
14. Financial Management:
|
ability to exercise a superior
degree of control over finances, i.e., of the
|
|
|
unit's budget
|
|
|
|
|
15. Legislative Interpretation:
|
competent to interpret
extensive aspects of Mining Acts/Regulations
|
|
|
and other related and relevant
legislation; of legal documents relating
|
|
|
to land/mining title deeds
|
|
|
|
|
16. Occupational: Health and
|
high degree of
accountability/responsibility for aspects of staff/client
|
|
Safety:
|
health, safety and welfare
|
|
|
|
|
17. EEO:
|
understanding of and capacity
to implement/oversight implementation
|
|
|
of EEO principles
|
|
|
|
|
18. Corporate Plan:
|
ability to implement Corporate
Plan objectives, contribute substantially
|
|
|
to the formulation of
objectives, estimates, performance indicators
|
|
|
|
|
19. Policy:
|
ability to understand,
implement Dept./Govt. policies, procedures, legal
|
|
|
advisings relative to
Branch/Dept. functions; to provide substantial
|
|
|
|
|
|
degree of input into
review/development of relevant policies/procedures
|
|
|
|
Land Information Officer Level 7 -
|
1. Qualifications:
|
appropriate university or TAFE
course
|
|
|
|
|
2. Complexity of Work:
|
competent to undertake
work/projects of high complexity, e.g.,
|
|
|
management of Branch and its
functions
|
|
|
|
|
|
ability to ensure work meets
quality control standards
|
|
|
|
|
|
ability to exercise delegated
authority duties, functions
|
|
3. Freedom to Act:
|
extensive degree of freedom to
manage Branch
|
|
|
|
|
4. Human Resource Management:
|
ability to manage/supervise
Branch technical staff, allocate/co-ordinate
|
|
|
Branch staff resources,
provide dynamic leadership; to demonstrate
|
|
|
management skills
|
|
|
|
|
5. Computing:
|
ability to provide a high
degree of input into review/development of
|
|
|
policy and procedures relating
to research and development of graphics
|
|
|
applications
|
|
|
|
|
|
understanding of extensive
aspects of computer technology
|
|
|
applications in relation to
Departmental objectives
|
|
|
|
|
6. Map Design and Compilation:
|
ability to provide a high
degree of input into review/development of
|
|
|
policy and procedures relating
to design/compilation/fair drawing
|
|
|
aspects of maps/plans/diagrams
in manual and digital form
|
|
|
|
|
|
understanding of moderate levels
of such design/compilation aspects
|
|
|
|
|
7. Map Interpretation:
|
competent to interpret to a
high degree attributes of cadastral, top
|
|
|
cadastral, geological and
metallogenic maps/plans/diagrams in relation
|
|
|
to:
|
|
|
|
|
|
mining, land use proposals,
conveyance matters, coal mine workings
|
|
|
|
|
|
map and plan production
|
|
|
|
|
|
providing information/advice
to industry, public, other Govt. agencies
|
|
|
|
|
8. Work Organisation:
|
ability to coordinate Branch activities
in line with Departmental
|
|
|
priorities, deadlines; to
delegate work, review/ measure performance,
|
|
|
adjust to change
|
|
|
|
|
9. Decision Making:
|
ability to display independent
technical and administrative judgement
|
|
|
and initiative on matters of
high complexity; to display pro activity
|
|
|
|
|
10. Provision of Advice:
|
competent in providing
independent and timely advice/information of a
|
|
|
high degree of complexity
|
|
|
|
|
11. Training:
|
ability to ensure a high
degree of formal and on-the-job training is
|
|
|
implemented for all Branch
staff
|
|
|
|
|
12. Interpersonal:
|
ability to represent and
negotiate with clients and others on behalf of
|
|
|
the Branch or Department; to encourage
development of staff skills
|
|
|
|
|
13. Communication:
|
ability to display a high
level of oral/written liaison skills, e.g., present
|
|
|
ideas, information, proposals
clearly and effectively
|
|
|
|
|
14. Financial Management:
|
ability to exercise a high
degree of control and accountability over
|
|
|
finances, i.e., of Branch's
budget
|
|
|
|
|
15. Legislative Interpretation:
|
competent to interpret
extensive aspects of Mining Acts/Regulations
|
|
|
and other related and relevant
legislation; of legal documents relating
|
|
|
to land/ mining title deeds
|
|
|
|
|
16. Occupational Health and
|
high degree of
accountability/responsibility for aspects of staff/client
|
|
Safety:
|
health, safety and welfare
|
|
|
|
|
|
|
|
17. EEO:
|
understanding of and a high
degree of accountability and responsibility
|
|
|
for the implementation of EEO
principles
|
|
|
|
|
18. Corporate Plan:
|
understanding of and a high degree
of accountability/responsibility for
|
|
|
the implementation of the
Corporate Plan
|
|
|
|
|
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ability to contribute
extensively to the formulation of objectives,
|
|
|
estimates and performance
indicators
|
|
|
|
|
19. Policy:
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ability to understand,
implement Dept/Govt. policies, procedures, legal
|
|
|
advisings relative to
Branch/Dept. functions; to provide a high degree
|
|
|
of input into
development/review of relevant policies/procedures.
|
R.
W. HARRISON D.P.
____________________
Printed by
the authority of the Industrial Registrar.