Crown Employees (Office of Sport - Program
Officers) Award
INDUSTRIAL RELATIONS
COMMISSION OF NEW SOUTH WALES
Review of Award pursuant to Section 19 of the Industrial
Relations Act 1996.
(No. IRC 707 of 2015)
Before Commissioner Stanton
|
17 November 2015
|
REVIEWED
AWARD
PART A
1. Arrangement
Clause No. Subject Matter
1. Arrangement
2. Title
3. Definitions
4. Parties
5. Appointment
and Employment
6. Rates of
Pay
7. Temporary
and Casual Employment
8. Mobile
Positions
9. General Conditions
of Employment
10. Hours of
Duty
10A. Public
Holidays
11. On Call
12. Sport and
Recreation Allowance
13. Night Duty
Allowance
14. Recreation
Leave and Annual Leave Loading
15. Compensatory
Leave
16. Accommodation
and Residential Requirements
17. Staff to
Client Ratios
18. Protective
Clothing and Equipment
19. Immunisations
20. Accreditations
21. Professional
Development
22. Transfers
Between Centres
23. Variable
Year Employment
24. Deduction
of Union Membership Fees
25. Anti
Discrimination
26. No Extra
Claims
27. Area,
Incidence and Duration
PART B
Table 1 - Rates of Pay - Program Officers - Ongoing
Employees
Table 2 - Rates of Pay - Program Officers - Temporary and
Casual Employees
Table 3 - Rates of Pay - Program Officer (Group Leader)
Table 4 - Allowances
SCHEDULES
Schedule 1 - Centre Locations
2. Title
2.1 This award will
be known as the Crown Employees (Office of Sport - Program Officers) Award.
3. Definitions
"Act" means the Government Sector
Employment Act 2013.
“Agency” means the Office of Sport.
“Agency Head” means the Chief Executive of the Office
of Sport.
"AQF" refers to the Australian Qualifications
Framework.
"Association" means the Public Service
Association and Professional Officers’ Association Amalgamated Union of New
South Wales.
"Bivouac" refers to an under canvas/camping
activity conducted by Program Officers for client groups.
"Centre" refers to a Agency residential
establishment or site as listed at Schedule 1 where instruction is provided in
outdoor recreation for members of the community. It also includes any place
designated as part of, or as an annex to, such an establishment.
"Centre Manager" refers to the Centre Manager
of a Centre of the Agency.
“Chief Executive” means the Chief Executive of the
Office of Sport.
"Day Duty" refers to hours of duty performed
between 7.00am and 7.30pm but does not include meal breaks or periods where an
employee is on call.
"Director Commercial Services" means the
Director Commercial Service, Sport and Recreation Division of the Agency.
"Employee" refers to and includes all persons
employed under the provisions of the Government
Sector Employment Act 2013 and who, as at the operative date of this award,
were occupying one of the roles covered by this award or who, after that date,
are appointed to or employed in any of such roles.
"Executive Director" means the Executive
Director, Sport and Recreation.
"Hours of Duty" refers to the period of time
an employee is rostered to deliver client services on day duty, night duty and
on duty during a bivouac, but does not include meal breaks or periods where an
employee is on call.
"Industrial Relations Secretary" has the same
meaning as in the Government Sector Employment Act 2013.
"Night Duty" refers to hours of duty
performed between 7.30pm and 7.00am but does not include meal breaks or periods
where an employee is on call.
"On Call" refers to periods where an employee
is required to be in attendance at the workplace or at a bivouac but during
which the employee is off duty and is permitted to undertake personal
activities including sleep but, where circumstances require it, may be called
to duty. Periods of on call shall not be
regarded as rostered hours of duty.
"Program Officer" refers to an employee
employed to deliver programs, services and products encompassing structured
educational programs, coordination, coaching and instruction of sport and
recreational activities and provision of liaison services to community,
sporting, corporate and other client groups.
"Program Officer (Group Leader)" refers to an
employee employed on a temporary or casual basis to provide instruction and
deliver programs that are non-educational outcomes based.
"Regulation" means the Government Sector Employment Regulation 2014.
“Rules” means the Government
Sector Employment Rules 2014.
"Sport and Recreation" means the Sport and
Recreation division of the Agency.
4. Parties
4.1 This award has
been made between the following parties:
(i) The
Industrial Relations Secretary
(ii) Public
Service Association and Professional Officers’ Association Amalgamated Union of
New South Wales
(iii) The Office of
Sport
5. Appointment and
Employment
5.1 The appointment
or employment of employees to vacant roles will be by competitive merit
selection, or by transfer between like roles, as set out in the Act.
5.2 Program
Officers will be appointed or employed on the basis of possessing tertiary
qualifications in a relevant field and appropriate knowledge, skills and
experience as determined by the Executive Director. Relevant fields include, but are not limited
to, Education, Arts, Social Sciences, Applied Science, Health and Human
Movement. The minimum entry level qualification required is a degree or
alternatively, Certificate IV (AQF) Outdoor Recreation and relevant industry
experience.
5.3 Program
Officers (Group Leader) are employed on a temporary or casual basis only.
5.4 Program
Officers (Group Leader) must have completed four years of secondary school and
undertake a suitability assessment or have equivalent experience in a similar
environment and hold a current Royal Life Saving Society (RLSS) Swim and
Survive Award, Resuscitation Award, First Aid Qualification and have obtained
Sport and Recreation Activity Accreditation Scheme (SRAAS) accreditation as
prescribed by the SRAAS policy. In addition, Program Officers (Group Leader)
must provide evidence of experience and/or qualifications.
6. Rates of Pay
6.1 Salaries
payable to employees covered by this Award shall be in accordance with the Crown Employees (Public Sector – Salaries
2015) Award or any replacement award.
7. Temporary and
Casual Employment
7.1 A temporary
employee may be employed under section 43 of the Act to carry out the duties of
a position that is temporarily vacant or to provide additional assistance
during busy periods. The nature of the employment will be regular and for a
fixed period of time.
7.2 A casual
employee may be employed under section 43 of the Act. The nature of the
employment will be irregular, intermittent, of short duration and may have
arisen due to unforeseen staff shortages or emergencies.
7.3 Temporary and
casual Program Officers will be paid on a daily or half daily basis at the
appropriate rate prescribed in Part B, Table 2 of this Award commensurate with
their skills, experience and qualifications as determined by the Centre
Manager.
7.4 The casual
rates of pay for Program Officer specified at Part B, Table 2 include a loading
and represent full remuneration for employment (including recreation leave), with
the exception of entitlements provided in Clause 13, Night Duty Allowance, and
at Appendix 1 of this award.
7.5 The rates of
pay for Program Officer (Group Leader) are specified at Part B, Table 3. These rates represent full remuneration of
employment with the exception of entitlements provided under subclause 7.7 of
this clause and Clause 13, Night Duty Allowance, of this award.
7.6 Temporary and
casual employees may be engaged for a period of less than one full day within
the term of their employment. An employee engaged on a half-day basis (up to
3.5 hours) shall attract a salary of 50% of the rate specified at Part B, Table
2 for program officers or Table 3 for Program Officer (Group Leaders). Duty that extends beyond half day (3.5 hours)
shall attract the full daily rate of pay.
7.7 Temporary
Program Officers, Program Officer (Group Leaders) engaged for periods of three
months or less will receive 6/46ths of salary earned during their employment in
lieu of recreation leave entitlements when their period of employment ends.
8. Mobile Positions
8.1 Three ongoing
mobile program officer positions will be established by the Agency. These
positions will be based at Sport and Recreation’s central office however
employees appointed to these positions will be deployed across locations where
the need arises.
8.2 Travel
allowances for employees in mobile positions will be payable in accordance with
the Crown Employees (Public Service
Conditions of Employment) Reviewed Award 2009, or any replacement award.
8.3 Employees
appointed to mobile positions may apply to transfer to an advertised ongoing
program officer vacancy at a Centre or Academy after 12 months continuous
service in a mobile position. Such
transfers will require the approval of the Director Commercial Services.
8.4 The Association
will be consulted if the Agency proposes to increase the number of mobile
positions established.
9. General Conditions
of Employment
9.1 All other
conditions not specified in this award shall be provided in accordance with the
Crown Employees (Public Service
Conditions of Employment) Reviewed Award 2009 or any replacement award.
10. Hours of Duty
10.1 The contract
hours of duty will be 35 hours per week, exclusive of meal breaks and shall be
worked over 20 days within a four week roster cycle. Hours of duty may be
undertaken on any day of the week and may comprise day duty and night duty.
10.2 Employees will
be rostered according to client needs and may be required to commence duty at
any time during the day.
10.3 Rosters will be
displayed in an area available to all employees no less than five (5) days
before the beginning of the four week roster cycle. A roster may be altered at any time to enable
the service of a Centre to be delivered. A minimum of 24 hours notice of roster
variations will be given wherever possible.
10.4 An employee may
be requested to work when a rostered employee is absent from duty on account of
illness, in an emergency or due to unforeseen circumstances but only if it
reasonable for the employee to be required to do so.
10.5 An employee may
refuse to work additional hours resulting from a roster change in circumstances
where the working of such hours would result in the employee working
unreasonable hours. In determining what is unreasonable, the following factors
will be taken into account:
(i) the
employee’s prior commitments outside the workplace, particularly the employee’s
family and carer responsibilities, community obligations or study arrangements;
(ii) any risk to
employee health and safety;
(iii) the urgency
of the work required to be performed, the impact on the operational commitments
of the organisation and the effect on client services;
(iv) the notice (if
any) given by the Manager and by the employee of their intention to refuse to
work the additional hours, or
(v) any other
relevant matter
10.6 Employees will
be rostered for 20 days within a four week roster cycle. Permanent and
temporary program officers who are required to undertake duty on days in excess
of 20 days in a four week roster cycle shall be entitled to accumulate one day
compensatory leave for each day worked in excess of twenty.
10.7 Night duty and
hours worked in excess of 35 hours per week by permanent and temporary program
officers are compensated by way of payment of the sport and recreation
allowance (see clause 12), additional recreation leave (see subclause 14.2) and
compensatory leave (see clause 15).
10.8 Wherever
practicable, an unpaid meal break of 30 minutes must be provided to and taken
by employees after every five hours of continuous duty. Where it is not possible for an employee to
be provided with an uninterrupted meal break, the meal break will be counted as
part of the employee’s hours of duty.
10.9 All employees
must record their hours of duty each day in an approved form, specifying start
and finish times and meal breaks.
10A. Public Holidays
10A.1 Employees rostered
for duty on a Public Holiday shall count the hours actually worked towards
their contract hours of duty and the day shall be counted as a day worked
within the four week roster cycle.
10A.2 Public Holiday
duty is compensated by way of payment of the sport and recreation allowance
(see clause 12) and compensatory leave (see paragraph (ii) of subclause 15.1).
10A.3 Employees not
rostered for duty on a Public Holiday shall count 7 hours towards their
contract hours of duty and the day shall be counted as a day worked within the
four week roster cycle.
11. On Call
11.1 Employees may be
required to perform on call duties as a regular part of their role to support
the safety and welfare of clients. When on call overnight, an employee will be
required to reside on site in Centre accommodation in order to respond
immediately to emergencies or situations requiring the assistance of an
employee.
11.2 Employees will
be provided with free lodging for each night they are required to be on call
overnight.
11.3 Employees must
report any disturbances to the Centre Manager.
If the incident is serious and/or resulted in a significant disruption
to the employee’s sleep, the Centre Manager will be required to make an
assessment of the employee’s ability to continue duty if rostered on the next
day.
11.4 Compensation for
on call undertaken by ongoing and temporary program officers is provided
through payment of the sport and recreation allowance (see clause 12 of this
award) and compensatory leave (see clause 15 of this award).
12. Sport and
Recreation Allowance
12.1 The sport and
recreation allowance prescribed in Part B, Table 4 of this award is payable to
all ongoing Program Officers, except as provided at subclause 12.7 of this
clause.
12.2 Temporary
Program Officers shall be entitled to the daily allowance prescribed in Part B,
Table 4 for each day they are employed. Casual Program Officers and
instructional staff are not entitled to the sport and recreation allowance.
12.3 The sport and
recreation allowance is payable for all incidences of employment, except as
provided at subclause 12.5 of this award, and will be regarded as part of
salary for superannuation purposes.
12.4 The sport and
recreation allowance is in lieu of:
(i) overtime
payments and allowances paid for:
night duty and/or on call on up to eight occasions in a
roster period
weekend work
public holiday duty
(ii) meal
interruptions
(iii) working in
adverse conditions (for example, but not restricted to, inclement weather).
12.5 The sport and
recreation allowance does not compensate for employees sleeping outdoors as
part of a bivouac, who shall be paid a camping allowance as provided in the Crown Employees (Public Service Conditions
of Employment) Reviewed Award 2009 or any replacement award. The camping
allowance shall be paid at the rate applicable for a Non Established Camp, as
determined by the Industrial Relations Secretary from time to time.
12.6 The sport and
recreation allowance will be adjusted in accordance with variations to the Crown Employees (Public Sector - Salaries
2015) Award or any replacement award.
12.7 The sport and
recreation allowance will not be payable during temporary assignments to roles
that are not covered by this award.
13. Night Duty
Allowance
13.1 Casual Program
Officers are entitled to the night duty allowance prescribed at Part B, Table 4
of this award if they are rostered for night duty or are required to be on call
overnight.
13.2 Program Officer
(Group Leaders) are entitled to the allowance specified at Part B, Table 4 of
this award if they are required to be on call overnight.
14. Recreation Leave
and Annual Leave Loading
14.1 Employees shall
be entitled to recreation leave as provided for in the Crown Employees (Public Service Conditions of Employment) Reviewed
Award 2009 or any replacement award.
14.2 In addition to
the entitlements under subclause 14.1 of this clause, employees shall be
entitled to accrue an additional ten days recreation leave per annum as
compensation for day duty performed that is in excess of the contract hours of
duty.
14.3 An employee
shall take at least two consecutive weeks of recreation leave every 12 months,
except by agreement with the Director Commercial Services in special
circumstances.
14.4 Employees are
entitled to accrue up to a maximum of 40 days recreation leave before they will
be directed to take a minimum of two weeks recreation leave within three months
of the notification at a time convenient to the Centre.
14.5 The employee
will be notified when accrued recreation leave reaches 50 days and will be
directed to take at least two weeks recreation leave within six weeks of the
notification. This leave is to be taken at a time convenient to the Centre.
14.6 Rates of pay
provided for in this award at Part B, Tables 1, 2 and 3 incorporate payment for
annual leave loading.
15. Compensatory Leave
15.1 Ongoing and
temporary Program Officers will accrue compensatory leave, subject to subclause
15.2 of this clause, in the following circumstances:
(i) In accordance
with subclause 10.6 of clause 10, Hours of Duty, of this award, one day of
compensatory leave will accrue for each day worked in excess of 20 in a roster
cycle.
(ii) Employees
rostered for duty on a public holiday at any time during the roster cycle shall
accrue 1.5 days compensatory leave.
(iii) Employees who
are rostered to perform night duty or are required to be on call overnight on
more than eight occasions in any roster period shall accrue compensatory leave
as follows:
one day of compensatory leave will accrue for overnight
night duty/on call.
a half day of compensatory leave will accrue for night
duty/on call that does not require the employee for the entire night provided a
minimum of 7 hours duty in total (day and night duty) has been worked.
Employees can be rostered for night duty or required to
be on call overnight on up to eight occasions in each roster period before
compensatory leave accrues.
(iv) The number of
nights rostered to achieve accrual of compensatory leave will be pro-rated for
each week of leave taken in a roster period:
Where one week of leave is taken compensatory leave
will accrue in accordance with paragraph (iii) of this subclause when the
employee is required to perform night duty or be on call overnight on more than
6 occasions.
Where two weeks of leave is taken compensatory leave
will accrue in accordance with the said paragraph (iii) when the employee is
required to perform night duty or be on call overnight on more than 4
occasions.
Where three weeks of leave is taken compensatory leave
will accrue in accordance with the said paragraph (iii) when the employee is
required to perform night duty or be on call overnight on more than 2
occasions.
(v) Hours of duty
performed in excess of 40 hours per week will attract compensatory leave, on an
hour for hour basis, up to a maximum of 91 hours per annum. Compensatory leave accrued under this
paragraph is not counted towards the limit on accumulation set at subclause
15.2 for compensatory leave accrued under paragraphs (i)-(iv) of this
subclause.
15.2 Employees may
accumulate up to ten days compensatory leave accrued in accordance with
paragraphs (i), (ii), (iii) and (iv) of subclause 15.1 of this clause.
15.3 Employees should
use their compensatory leave in the roster cycle following the roster in which
it was accrued, wherever possible.
15.4 Employees may be
directed by the Centre Manager to take accrued compensatory leave during
seasonal downturns and quiet times.
15.5 Compensatory
leave balances should be reduced to zero at the commencement of each year, or
before a transfer to another Centre or to a position not covered by this award.
16. Accommodation and
Residential Requirements
16.1 Program Officers
who elect to reside in separate housing accommodation, where available, within
a Centre shall pay rent on accommodation as determined by the Executive
Director.
16.2 Program Officers
who elect to reside in separate housing accommodation, where available, within
a Centre shall pay a utilities charge as determined by the Executive Director.
This charge shall be considered payment of the employee’s contribution to the
cost of personal electricity, gas/heating and telephone use.
16.3 Program Officers
who elect to occupy shared accommodation where it is available within a Centre
are not required to pay rent on the days when they are rostered on program
duty. Rent will be paid at all other times in accordance with the Meals &
Accommodation Policy.
17. Staff to Client
Ratios
17.1 The number of
clients to which a Program Officer or Program Officer (Group Leader) shall be
required to supervise in the participation of an outdoor recreation activity
shall be limited to 32 unless the employee is accompanied by another adult or
visiting teacher.
18. Protective
Clothing and Equipment
18.1 The Agency will
provide ongoing and temporary employees employed for periods in excess of 12
months with the following items:
(i) 1 x pair of
sunglasses (approved by the NSW Cancer Council)
(ii) 1 x sunhat
that provides adequate sun coverage
(iii) Sunscreen
(iv) 1 x sleeping
bag
(v) 1 x gortex
raincoat
(vi) 1 x 2-way
radio for use during activities held off-site
All items may be retained by the employee, with the
exception of the two-way radio which must be returned to the Centre when the
employee leaves his/her position.
18.2 Ongoing and
temporary employees will be paid a laundry allowance as provided in the Crown Employees (Public Service Conditions
of Employment) Reviewed Award 2009 or any replacement award.
18.3 Clothing and
equipment specified under subclause 18.1 of this clause will be purchased in
accordance with NSW Government Procurement Guidelines and where possible, goods
will be Australian Made.
19. Immunisations
19.1 The Agency will
offer all ongoing and temporary employees who are to be employed for three
months or longer, immunisations against Hepatitis A and Hepatitis B. The Agency will fund the cost of the
injections including the post vaccination serology tests.
20. Accreditations
20.1 The Agency will
support the continuing first aid and resuscitation accreditation of Program
Officers and will fund the cost of the training and provide paid time for the
employee to achieve this accreditation.
20.2 The Agency may
provide support for other accreditations deemed essential for employees at
specific locations. These could include,
but are not limited to, boat licences and bus licences.
21. Professional
Development
21.1 The Agency is
committed to the professional development of employees. The Agency will
identify the training and development needs of employees and provide
opportunities for skill and professional development. In turn employees will
undertake to professionally develop their skills and knowledge and apply these
to the best of their ability.
22. Transfers Between
Centres
22.1 After two years
of continuous service, an employee may apply for transfer to an advertised
vacancy at another Centre. Such transfers will require the approval of the
Director Commercial Services.
22.2 An employee’s
place of work may be changed by approval of the Director Commercial Services
from one Centre to another on a temporary basis for reasons of skills transfer,
to meet seasonal or unexpected client demand, emergency or at the employee’s
request.
22.3 If a Centre is
closed due to seasonal demand, or is temporarily not providing services for
reasons of emergency, employees may be required to temporarily relocate to
another Centre for up to one roster period with extension by mutual agreement
or, alternatively to take accrued leave.
22.4 Subclauses 22.2
and 22.3 of this clause will be subject to consultation with the employee and
personal circumstances will be taken into account.
22.5 Transfers
between Centres will be in accordance with the provisions of the Act and the
guidelines issues by the Industrial Relations Secretary from time to time.
23. Variable Year
Employment
23.1 Ongoing employees
may choose to take a year’s leave after working for a period of four (4) years
with the Agency. This leave may be
unpaid or paid leave.
23.2 Employees may
choose to have regular deductions from their pay for the preceding four years
to allow for the fifth year of employment to be on full or part pay.
23.3 Employees may
take advantage of variable year employment for reasons of family
responsibilities, academic study, travel, or alternative employment.
23.4 Applications for
variable year employment will be submitted to the Director Commercial Services
for approval. The employee will retain a
right of return to their original role.
24. Deduction of Union
Membership Fees
24.1 The Association
will provide the Agency with a schedule setting out fortnightly union
membership fees payable by members of the union in accordance with the union’s
rules.
24.2 The Association
will advise the Agency of any change to the amount of fortnightly union
membership fees made under its rules. Any variation to the schedule of
fortnightly union membership fees payable will be provided to the Agency at
least one month in advance of the variation taking effect.
24.3 Subject to
subclauses 24.1 and 24.2 of this clause, the Agency will deduct union
fortnightly membership fees from the pay of any employee who is a member of the
Association in accordance with the Association’s rules, provided that the
employee has authorised the Agency to make such deductions.
24.4 These deductions
from an employee’s pay will be forwarded regularly to the Association together
with all necessary information to enable the Association to reconcile and
credit subscriptions to the employee’s union membership accounts.
24.5 Unless the
Agency and the Association agree to other arrangements, all union membership
fees will be deducted on a fortnightly basis.
24.6 Where an
employee has already authorised the deduction of union membership fees from his
or her pay before this clause taking effect, nothing in this clause will be
read as requiring the employee to make a fresh authorisation in order for such
deductions to continue.
25. Anti
Discrimination
25.1 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 or
responsibilities as a carer.
25.2 It follows that
in fulfilling their obligations under the Grievance and Dispute Settling
Procedures prescribed by the Crown
Employees (Public Sector – Salaries 2015) 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.
25.3 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.
25.4 Nothing in this
clause is to be taken to affect:
25.4.1 Any
conduct or act which is specifically exempted from anti‑ discrimination
legislation;
25.4.2 Offering
or providing junior rates of pay to persons under 21 years of age;
25.4.3 Any
act or practice of a body established to propagate religion which is exempted
under section 56(d) of the Anti‑Discrimination Act 1977;
25.4.4 A
party to this award from pursuing matters of unlawful discrimination in any
State or federal jurisdiction.
25.5 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.
25.5.1 Employers
and employees may also be subject to Commonwealth anti-discrimination
legislation.
25.5.2 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."
26. No Extra Claims
26.1 The no extra claims clause (clause 8)
contained in the Crown Employees (Public
Sector – Salaries 2015) Award shall apply to employees covered by this
award.
27. Area, Incidence
and Duration
27.1 This award will
apply to all staff employed by the Agency who are employed in the
classifications of Program Officer and Program Officer (Group Leader).
27.2 The employees
regulated by this award will be entitled to the conditions of employment as set
out in this award and, except where specifically varied by this award, existing
conditions provided for by the Government
Sector Employment Act 2013, the Regulation, the Rules, the Crown Employees (Public Service Conditions of Employment) Reviewed
Award 2009 and the Crown Employees
(Public Sector - Salaries 2015) Award or any replacement awards.
27.3 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 and from 17 November 2015.
27.4 Changes made to
this award subsequent to it first being published on 11 July 2008 (366 I.G.
159) have been incorporated into this award as part of the review.
27.5 The award
remains in force until varied or rescinded, the period for which it was made
having already expired.
PART B
Table 1 - Program Officers – Ongoing
Classification and Grades
|
1.7.15
|
|
Per annum
|
|
2.50%
|
|
$
|
Program Officers
|
|
Level 1
|
54,966
|
Level 2
|
57,119
|
Level 3
|
60,343
|
Level 4
|
64,655
|
Level 5
|
66,808
|
Level 6
|
70,052
|
Level 7
|
73,276
|
Level 8
|
76,518
|
Level 9
|
79,741
|
Level 10
|
82,983
|
Level 11
|
86,202
|
Level 12
|
88,359
|
Table 2 – Program Offers – Temporary and Casual Employees
Program Officers - Temporary employees
|
1.7.15
|
|
Per day
|
|
2.50%
|
|
$
|
Level 1
|
210.99
|
Level 2
|
218.68
|
Level 3
|
230.77
|
Level 4
|
248.35
|
Level 5
|
256.03
|
Level 6
|
268.13
|
Level 7
|
281.31
|
Level 8
|
293.40
|
Level 9
|
305.49
|
Level 10
|
317.58
|
Level 11
|
330.76
|
Level 12
|
338.46
|
|
|
Program Officers - Casual Employees
|
1.7.15
|
|
Per day
|
|
2.50%
|
|
$
|
Level 1
|
237.02
|
Level 2
|
246.32
|
Level 3
|
260.23
|
Level 4
|
278.78
|
Level 5
|
288.14
|
Level 6
|
302.06
|
Level 7
|
315.97
|
Level 8
|
329.96
|
Level 9
|
343.85
|
Level 10
|
357.85
|
Level 11
|
371.74
|
Level 12
|
381.00
|
Table 3 – Program Officer (Group Leader)
Program Officer (Group Leader) *
|
1.7.15
|
|
Per day
|
|
2.50%
|
|
$
|
|
184.20
|
|
223.45
|
The Classification of Assistant Group Leader previously
contained in the award has been deleted as obsolete.
Table 4 - Allowances
Sport and recreation allowance – Ongoing Employees
|
10,775
|
Program Officers (per annum)
|
|
Sport and recreation allowance- Temporary
|
41.30
|
Program Officers (per day)
|
|
Night duty allowance - Casual Program
|
88.17
|
Officers(per night)
|
|
Night duty allowance - Program Officer
|
42.54
|
(Group Leaders) (per night)
|
|
SCHEDULE 1
CENTRE AND
ACADEMY LOCATIONS
Berry Sport and Recreation Centre
660 Coolangatta Road
BERRY NSW 2535
Borambola Sport and Recreation Centre
1980 Sturt Highway
WAGGA WAGGA NSW 2650
Broken Bay Sport and Recreation Centre
BROOKLYN NSW 2083
Lake Ainsworth Sport and Recreation Centre
Pacific Parade
LENNOX HEAD NSW 2478
Lake Burrendong Sport and Recreation Centre
Tara Road
MUMBIL NSW 2820
Jindabyne Sport and Recreation Centre
The Barry Way
JINDABYNE NSW 2627
Lake Keepit Sport and Recreation Centre
Fitness Camp Road
GUNNEDAH NSW 2380
Milson Island Sport and Recreation Centre
BROOKLYN NSW 2083
Myuna Bay Sport and Recreation Centre
Main Road
DORA CREEK NSW 2264
Point Wolstoncroft Sport and Recreation Centre
Kanangra Drive
GWANDALAN NSW 2259
Sydney Academy of Sport and Recreation
Wakehurst Parkway
NARRABEEN NSW 2101
J. D. STANTON, Commissioner
____________________
Printed by
the authority of the Industrial Registrar.