CROWN EMPLOYEES (NSW DEPARTMENT
OF LANDS - CONDITIONS OF EMPLOYMENT) AWARD 2004
INDUSTRIAL RELATIONS
COMMISSION OF NEW SOUTH WALES
Application by Department
of Lands.
(No. IRC 153 of 2005)
|
Before Commissioner
Murphy
|
22 February 2005
|
AWARD
PART A
Arrangement
Clause No. Subject Matter
1. Introduction
2. Intention/Aims
of the Award
3. Duration
4. Definitions
5. Classification
6. Transitional
Arrangements
6.1 Transfer to this Award
6.1.1 If the Officer’s Current Salary Coincides with a Step on the New
Salary Scale, and:
6.1.2 If the Officer’s Current Salary does not Coincide with a Stepon
the New Salary Scale:
6.2 Filling Positions Following Restructures
6.2.1 Where there are More Positions than People or the Same Number of
Positions as People within the Area Being Restructured
6.2.2 Where there are More People than Positions within the Area Being
Restructured
6.2.3 Other Unfilled Positions
6.2.4 Positions that have not Changed
6.2.5 Transition Committee
6.3 Job Evaluation
7. Preservation
of Conditions for Staff Employed Under Previous Awards
7.1 Lands Officers
7.2 Officers With a Substantive Salary Equivalent to Grade 11 who
Occupy Positions Presently Graded at A&C 11/12 or DITM Officer Grade 11/12
7.3 Surveyors
7.4 Valuers
7.5 DITM Officers
7.6 Clerks
7.7 Clerical Officers
7.8 Field Hands and Instrument Man
7.9 Preservation Rights A Memorandum of Understanding Regarding
Progression Rights of PSA Members is Attached to this Award.
8. Qualifications
Review Committee
9. Working
Hours and Arrangements
10. Conditions
of Employment
11. Consultative
Arrangements
12. Training
13. Use of
Consultants and Contractors
14. Employee
Assistance Program
15. Travel
Passes
16. Grievance
and Dispute Procedures under this Award
17. Association
Membership Subscriptions
18. Commitment
to Further Action
19. Relationship
to Award
20. Declaration
21. Saving of
Rights
22. Area
Incidence and Duration
PART B
MONETARY RATES
Schedule 1 - Transition Arrangements
Schedule 2 - Awards/Agreements
Table 1 -
Departmental Officer Salary Rates - Classification & Grades
1. Introduction
The parties to this Award are:
The Public Employment Office and the New South Wales
Department of Lands; and
The Public Service Association and Professional Officers
Association amalgamated Union of New South Wales (PSA).
This Award shall be binding upon all parties defined herein.
2. Intention/Aims of
the Award
This Award provides a framework for management and officers
to work together to ensure the ongoing high-level achievement of the
Department’s Mission and Objectives. Within this context the parties are
committed to the development of a highly motivated, suitably skilled and
productive workforce.
The parties will work collaboratively to ensure that the
Department’s workforce has and continues to have the necessary skills,
knowledge and attributes to maintain and enhance its credibility, expertise and
standing.
Effective workforce development and succession development
are seen as critical to the Department’s future performance and its ability to
innovate, respond positively to changes in its operating environment and avail
itself of future business opportunities. The Award therefore focuses not only
on the revision of conditions of employment, but stresses workforce management
and development. It is based on
maintaining, improving, developing and rewarding the skills, knowledge and
attributes required of its workforce and provides a commitment to ongoing
employment.
In providing more flexible working conditions for officers,
the Award also recognises the need to accommodate work and family issues
through flexible working arrangements.
The parties recognise the need to strive to achieve best
practice in human resource management and to resolve any issues that may currently
exist preventing effective workforce management, officer development and the
ability to utilise skills. To this end the parties agree to work, during the
life of the Award, towards:
The creation of a culture which acknowledges the importance and
fosters the development of technical, managerial and business skills; together
with a progressive outlook;
Organisation and classification structures that support the
business needs of the Department in the most effective way, provide for
appropriate managerial and specialist career paths and allow for innovative
opportunities in development and multi-skilling;
Training and development programs and activities aimed at
meeting corporate requirements and priorities as well as individual job and
career development needs, (with the support of senior management):
Equitable development of officer’s to be achieved by
managers conducting performance reviews and offering guidance and direction
regarding training and development initiatives. This aims to: facilitate
improved on the job performance; provide greater job promotion potential, and
prepare for future challenges and opportunities from both the domestic and
international environments;
Senior management supporting managers and officer’s working
co-operatively together to resolve issues that prevent workforce development
and to identify opportunities for continuous improvement in departmental
operations;
Development and maintenance of open communication between
all levels of the workforce and improvement in communication skills across the
organisation;
Ongoing improvements in safety, quality service and
efficiency; and
A workplace environment that is supportive of management and
officers maximising their contribution to the business of the Department.
3. Duration
The Award takes effect from 22 February 2005 and shall
operate for a period of 12 months.
4. Definitions
"Department" means the New South Wales Department
of Lands. The Department of Lands
includes Land and Property Information (LPI) Division, Crown Lands NSW
Division, Soil Services Division and Office of Rural Affairs.
"Officer" means and includes all persons
permanently or temporarily employed either as a full time or part time officer,
in any capacity under the provisions of part 2 of the Public Sector
Employment and Management Act 2002 and includes an Officer on probation,
but does not include the Director General, statutory appointees or a member of
the Senior Executive Service as defined under the Act;
"Act" means the Public Sector Employment and
Management Act 2002;
"Service" means continuous service for salary
purposes;
"Associations" means the Public Service
Association and Professional Officers Association amalgamated Union of New
South Wales (PSA).
"Director General" means the Director General of
the New South Wales Department of Lands.
"Public Service" means the Public Service of New
South Wales, as defined in the Public Sector Employment and Management Act 2002;
"Position" means a position as defined in Section
8 of the Public Sector Employment and Management Act 2002.
"Grade/Level" means a single grade: General Scale;
Grade 1-2; Grade 3-4;
Grade 5-6; Grade 7-8; Grade 9-10; Grade 11; Grade 12; Senior
Officer Grade 1; Senior Officer Grade 2; Senior Officer Grade 3, as set out in
Table 1 Departmental Officer Salary Rates and applied to positions created in
terms of Section 8 (2) of the Public Sector Employment and Management Act
2002 and evaluated in accordance with the Department’s approved Job Evaluation
system and the conditions of this Award. Grades 11 and 12 may be, where
recommended, broadbanded where the Director General considers it appropriate.
"Officer Classification" means a classification
listed in the Schedules to this Award.
5. Classification
The classification under this Award will be titled
"Departmental Officer" as set out in Table 1 to this Award.
Eg. Senior Surveyor, Departmental Officer Grade.
6. Transitional
Arrangements
These transition arrangements will apply for a period of 12
months to enable officers to transfer to this Award and to facilitate the
outcome of restructuring and realignment within the organisation.
6.1 Transfer to
this Award
Officers will be transferred to this Award at a
grade/level in accordance with their current substantive salary, effective from
the date of commencement of the Award.
Salary adjustments for any change in classification:
for officers under the DITM Award will be effective
from the first pay period following 31 October 2001.
for officers in Crown Lands, Soil Services and Office
of Rural Affairs will be effective from the first pay period following 1 June
2004.
The salary transition grades/levels are set out in
Schedule 1. The rates of pay at commencement for officers who have no higher
duties recognition will be determined in accordance with the following:
6.1.1 If the
officer’s current salary coincides with a step on the new salary scale, and:
The officer has been on that rate for less than 12
months, the officer will transfer at that step on the new scale and the
existing eligibility for progression date will be retained; or
The officer has been on that rate for more than 12
months; the officer will transfer at the next step on the new scale.
Eligibility for progression will change to the date of appointment to the
salary level of this Award. In moving
to the next step on the salary scale it is not intended that an officer on the
maximum salary for any grade/level move to a higher grade except where an
officer retains a right for progression as a preserved condition of employment
under a previous Award or Agreement as referred to in clause 7 of this Award.
6.1.2 If the
officer’s current salary does not coincide with a step on the new salary scale:
The officer’s salary at commencement on the new scale
will be the step immediately above his/her current salary rate. The officer’s
eligibility for progression will change to 12 months from the date of
appointment to the salary level of this Award.
At the time of making this Award, no officer covered by
the Award will suffer a reduction in salary or any other loss or diminution in
conditions of employment as a consequence of making this Award.
6.2 Filling
Positions Following Restructures
During the transition period of this Award, Divisions,
Offices and administrative areas within the Department of Lands may undergo
restructuring to align functions and improve delivery of services.
Positions that are incorporated within new or revised
structures will be evaluated using the Department’s approved Job Evaluation
arrangements.
The Department is committed to making every effort to
place current officers as set out in this section.
6.2.1 Where there are
more positions than people or the same number of positions as people within the
area being restructured
If there are more positions than people or the same
number of positions as people within a grade or level, suitable officers, or
officers who will be suitable with retraining, may be directly appointed where:
The level of a job in the new structure is the same as
the officer’s substantive level or
The level of a job in the new structure is up to one
level different to an officer’s substantive level in the Departmental Officer
classification.
6.2.2 Where there are
more people than positions within the area being restructured
If there are more people than positions within a grade
or level, there will be an internal merit selection process, which ranks the
suitability of officers for the vacancies.
6.2.3 Other unfilled
positions
Positions that are not filled through the arrangements
in 6.2.1 and 6.2.2 will be advertised through an internal merit selection
process under section 18 of the PSEM Act 2002. This will apply to
positions with salary up to and including the equivalent of Clerk, Grade 10.
Positions with a salary equivalent to Clerk Grade 11
and above will continue to be advertised in accordance with the Public
Sector Employment and Management Act, 2002.
6.2.4 Positions that
have not changed (see also section 6.3)
Where an existing position has been incorporated into a
new or revised organisation structure and the work has not changed
substantially but as a result of job evaluation is found to be of a higher
level there are two possible options for the officer:
The current occupant of the position may be paid by way
of Job Evaluation Allowance as set out in Premier’s Department Circular No.
97-35 and 98-50 implementation of job evaluation outcomes; or
An existing occupant of a position may prefer to compete
for the position at its new higher level.
Where the second option is chosen, eligible displaced
officers already at the new higher job evaluation level for the work, and
registered with the Redeployment and Relocation Services Unit (RRSU), will also
be assessed for the position. The
procedure to be followed is contained in Premier’s Department Circular No.
98-50.
6.2.5 Transition
Committee
A Transition Committee will be formed and will consider issues
affecting officers moving to a new structure.
The Committee will determine whether a position is new or existing and
determine the most suitable method of filling positions having regard to merit
and fairness to all officers.
The Transition Committee will ensure that any officer who
has been paid a continuous Higher Duties Allowance (HDA) for in excess of 12
months has their HDA service taken into account when promoted to another
position.
The Composition of the Transition Committee will be:
Manager People & Performance Development (PPDG)
Management Representative from the area under discussion
Chair of PSA Departmental Committee (DC)
PSA Delegate nominated by the DC
If agreement cannot be reached in this committee the
Director General will facilitate a resolution.
6.3 Job Evaluation
The System
The job evaluation system agreed by the parties to this
Award is the Mercer CED Job Evaluation System. The systematic and objective
process of assessing the work value of positions within the Department will
continue to be applied utilising the approved Job Evaluation policy and
procedures.
The process
A Job Evaluation Committee will be formed comprising
the Manager People and Performance Development Group as chair, the Manager
Human Resource Services, and two PSA representatives. The Job Evaluation Committee will identify
those positions that should be evaluated.
The priority in which positions are to be evaluated
will be determined by agreement between Management, the Job Evaluation Committee,
and the PSA. Highest priority will be
given to areas of the Department where the greatest benefit to officers in
terms of equity will result. Evaluation
of identified positions will be completed within 12 months.
This will identify and correct any existing parity
issues between:
The types of work carried out in the Department; and
Previous grading/classification systems.
Evaluations will commence within one month of making
this Award using the accredited job evaluation process. This will ensure an
analytical, systematic and quantitative method of determining the relative work
value and classification of all positions.
Job Evaluation will be managed by Human Resource
Services. Officers and consultants
participating in the job evaluation process will be accredited in the Mercer C
E D Job Analysis and Job Evaluation process.
Where required, Mercer Human Resource Consulting
(Cullen Egan Dell CED consultants), a management representative and a PSA
representative will perform a quality control check on Position Descriptions to
ensure consistency in format and content.
Implementation of job evaluation outcomes
Affect on salary for grading outcomes of positions that
existed:
Prior to 31st October 2001 for officers under the Award
known as DITM Award, resulting from job evaluation will be backdated to the
first pay period following 31 October 2001;
Prior to 1 June 2004 for officers transferring to this
Award, resulting from job evaluation will be backdated to the first pay period
following 1 June 2004.
Job evaluation allowance
Where an existing position has been incorporated into a
new or revised organisation structure and the work hasn’t changed substantially
but job evaluation indicates a higher salary level for the same work, and the
current occupant is performing satisfactorily in the position, the current
occupant of the position may be paid by way of Job Evaluation allowance.
Payment by way of Job Evaluation allowance is also subject to the existing
occupant of the position having been appointed following a process of
competitive merit selection. Where the
work has changed substantially or the position falls vacant the position should
be filled by merit selection. Payment
of a Job Evaluation allowance is an option available for consideration in light
of the particular circumstances. The allowance is subject to approval of the
Director General on a case-by-case basis, as set out in Premier’s Department
Circulars No. 97-35 and 98-50, implementation of job evaluation outcomes.
All anomalies with the outcomes of the Job Evaluation
Project will be referred to the Transition Committee for resolution. (See 6.2.5
Transition Committee).
7. Preservation of
Conditions for Staff Employed under Previous Awards
7.1 Lands Officers
Officers previously employed under the Crown Employees
(Lands Officers - Department of Land and Water Conservation and Department of
Information Technology and Management 1999) Award shall transfer to this Award
as stated in clauses 5 & 6 of this Award, however, officers who transfer to
levels of General Scale, Grade 1-2 and Grade 3-4 will be entitled to progress,
subject to satisfactory performance, on an annual incremental basis in
accordance with the former Award, to the equivalent salary of Lands Officer
Level 3 year 2.
Lands Officers Level 4 shall transfer to this Award as
stated in clauses 5 & 6 of this Award. Any structural anomalies within
Administrative and Clerical Officers grade 5/6 that may be created by this
transition will be addressed in any new structure developed to meet the future
business objectives of the Department.
7.2 Officers with
a substantive salary equivalent to Grade 11 who occupy positions presently
Graded at A&C 11/12 or DITM Officer Grade 11/12
Officers previously employed under the Administrative
and Clerical Officers Award or Crown Employees (Department of Information
Technology & Management) Conditions of Employment Award 2002, with a
substantive salary equivalent of A&C Grade 11, year 1 or year 2, and
currently permanently occupying positions of Grade 11/12 shall be entitled to
progress, subject to satisfactory performance, on an annual incremental basis,
to the equivalent salary of Clerk Grade 12, year 2.
7.3 Surveyors
Officers previously employed under the Surveyors, Trigonometrical
and Cartographic Surveyors Agreement No.2449 of 1982 shall transfer to this
Award as stated in clauses 5 & 6 of this Award (except that the progression
barrier for registration requiring a Surveyor to become registered in terms of
Section 10 of the Surveyors Act, 1929 will be included in Position
Descriptions where it would be a requirement to carry out the accountabilities
of positions). Preservation of rights to progression under the prior Award will
apply to Surveyors employed by the Department of Lands immediately prior to the
registration of this Award.
7.4 Valuers
Officers previously employed under the Crown Employees
(Regional Directors and Valuers - all Classes - Valuer General’s Office,
Department of Information Technology and Management) Award, 1999 shall transfer
to this Award as stated in clauses 5 & 6 of this Award. Preservation rights
to progression under the prior Award will apply to Valuers employed by the Department
of Lands immediately prior to the registration of this Award.
7.5 DITM Officers
Officers previously employed under the Crown Employees
(Department of Information Technology & Management) Conditions of
Employment Award 2002 shall transfer to this Award as stated in clauses 5 &
6 of this Award. Preservation rights to progression under the prior Award will
apply to DITM Officers employed by the Department of Lands immediately prior to
the registration of this Award.
7.6 Clerks
Officers previously employed under the Crown Employees
(Administrative and Clerical Officers) Award shall transfer to this Award as
stated in clauses 5 & 6 of this Award. Preservation rights to progression
under the prior Award will apply to Clerks employed by the Department of Lands
immediately prior to the registration of this Award.
7.7 Clerical
Officers
Officers previously employed under the Clerical
Officers All Departments Agreement No 2515 of 1988 shall transfer to this Award
as stated in clauses 5 & 6 of this Award.
7.8 Field Hands
and Instrument Man
Officers previously employed under the Surveyors Field
Hands (State) Award (Variation) will become permanent officers upon
commencement of this Award and be classified as Departmental Officers and shall
transfer to this Award at their current salary and in accordance with clauses 5
& 6 of this Award. The grading of their jobs will then be determined in
accordance with the outcome of job evaluation.
7.9 Preservation
Rights A Memorandum of Understanding regarding progression rights of PSA
members is attached to this Award.
8. Qualifications
Review Committee
A Qualifications Review Committee shall be convened and
shall include representatives from management, unions and officers with
expertise in the area of qualification. Such representation shall consist of
two management representatives, two union nominees and may call on officers or
external advisers with expertise in the area of the qualification being
discussed. The Committee shall be constituted for the period of this Award for
the purpose of making recommendations to the Director General.
The Committee shall from time to time sit to determine the
appropriate skills and qualifications required for given positions within the
Department. The Committee shall from time to time also consider the current
status of qualifications that are used in the Crown Employees (Department of
Lands) Conditions of Employment Award 2004 in relation to the various levels of
Departmental Officers as set out in the Award. If agreement cannot be reached
in this committee, the Director General will facilitate a resolution.
9. Working Hours and
Arrangements
The provisions of the Department of Lands Flexible Working
Hours Agreement 2004 will apply with the exception of those officers exempted
in that Agreement.
10. Conditions of
Employment
Unless specified otherwise in this Award the provisions
contained in the Crown Employees (Public Service Conditions of Employment 2002)
Award as amended from time to time shall apply.
11. Consultative Arrangements
A Joint Consultative Committee shall be maintained between
the Department and the Associations. The Committee’s role will be to review and
monitor implementation of the Award; resolve issues as they arise and to
consider relevant matters raised by the parties. It will meet at least
quarterly, with the Director General or their delegate being responsible for
convening meetings. Additional meetings may be requested by any of the parties.
12. Training
The parties agree that all officers shall be provided with
opportunities for career, professional and personal development. The joint aim
is to develop a highly skilled and efficient workforce and to ensure that all
officers are sufficiently skilled to meet the present and future needs of the
Department.
The Department’s commitment to training and development will
include (but will not be limited to):
The reimbursement of course fees for officers undertaking
tertiary or vocational studies shall be 100% on successful completion where the
study relates directly to the position occupied. Where a Manager considers that
the study does not relate directly to the position but will be beneficial to
the organisation, and so approves, reimbursement of fees, upon successful
completion, may be within the range of 50% to 100%. The Director General or
their delegate will determine any appeal relating to decisions concerning
payment of course fees;
A commitment to the provision of external training programs;
Implementation of a Management Development Program;
The provision of training and re-training wherever
re-organisation creates new skill requirements;
Equipping all officers with skills and ability to enable
them to pursue, where possible, their preferred career paths and to improve
their opportunities for career advancement;
Providing training in information technology to enable
officers to use the technological tools required to perform their duties;
Providing the training needed to ensure that those officers,
whose performance has been identified as requiring improvement have every
opportunity to improve their performance;
Equity of access to training and development opportunities
for all officers, including part time officers;
Dependent care assistance (dependant care, by way of
payment, may be provided to enable officers with dependant responsibilities to
pursue training and development opportunities).
During the life of this award, the Department agrees to
examine and implement various options to facilitate skill enhancement and
career development for all officers.
These options may include:
Job rotation;
Secondments;
Participation in work forums;
Placements in other organisations with the agreement of the
officer;
Mentor and coaching programs;
Attendance at conferences and seminars;
Officers exchange programs with the agreement of the
officer.
In order to meet these aims, the following have been agreed
by the parties:
A commitment to updating skill profiles from the Training
Needs Analysis process to assist officers and management to determine
appropriate training needs;
To include officers training and development
responsibilities in the key accountabilities of all managers and supervisors;
Individual officers will assume personal responsibility to
participate in appropriate training and development and skill-enhancing
activities.
Furthermore, the parties agree to an ongoing commitment to
the Vocational Education and Training (VET) system - that is, the promotion and
implementation of the public services training package through the Public
Sector Industry Training Assessment Board (PSITAB).
This includes embracing the development of a National
Competencies training project encompassing:
Registration of current workplace trainers and assessors
with the PSITAB;
An increase in the number of workplace trainers and
assessors within the Department;
Time for trainers and assessors to recognise the current
competencies held by departmental officers.
All in-house training to be in-line with National Competency
Standards so officers can work toward a nationally recognised public sector
qualification.
13. Use of
Consultants and Contractors
In line with Government commitments, the parties agree to
develop programs to reduce the use of consultants/contractors by greater
reliance on the expertise of professional public servants and the development
of strict quality control procedures for the engagement of outside assistance.
The Department agrees to consult with the Association on
engagement and use of consultants and contractors
14. Employee
Assistance Program
The Department will continue to make available to all its
officers a free and confidential Employee Assistance Program.
The Employee Assistance Program is an independent and confidential
counselling service which provides counselling free of charge for a wide range
of personal and/or work related problems.
15. Travel Passes
The Department undertakes to allow salary deduction for
public transport travel passes.
16. Grievance and
Dispute Procedures under this Award
All grievances disputes or difficulties 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 to higher
levels of authority in the Department, if required.
Officers are required to notify (in writing or otherwise)
their immediate supervisor or 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.
The immediate supervisor or manager shall convene a meeting
in order to resolve the grievance, dispute or difficulty within seven (7) days
of the matter being brought to attention.
If the matter is unresolved with the immediate supervisor or
manager, the officer may request to meet with the appropriate person at the
next level of management in order to review the matter. This officer shall
respond within seven (7) days. If there are matters or issues that still remain
unresolved by both parties then they should be referred to the Senior Manager
of the work area who should include a representative from Human Resource
Services in discussions.
In the event that the matter remains unresolved, the
Director General shall provide a written response within 21 days to the officer
and any other party involved in the grievance, dispute or difficulty,
concerning the action to be taken, or the reasons for not taking action, in
relation to the matter.
An officer who is a member of an Association may request to
be represented by an Association representative at any stage of the procedures.
The officer or Association on his/her behalf, or the
Director General, may refer the matter to the New South Wales Industrial Relations
Commission if the matter is unresolved following the use of these procedures.
The officer and/or Association and/or the Director General
shall agree to be bound by a lawful recommendation, order or determination by
the New South Wales Industrial Relations Commission in relation to the
grievance, dispute or difficulty.
Whilst the procedures are being followed, normal work
undertaken prior to the notification of the grievance or dispute shall
continue, except in the case of a dispute involving Occupational Health and
Safety. If practicable, normal work
shall proceed in such a manner to avoid any risk to the health and safety of
any officer, or member of the public.
These procedures should be read in conjunction with the
Department’s Grievance Resolution Policy and Procedures and in no way diminish
Grievance resolution procedures contained in that policy.
17. Association
Membership Subscriptions
Deduction of Union Membership Fees
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.
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.
Subject to paragraphs 1 and 2 above, the employer shall
deduct union fortnightly membership fees from the pay of any officer who is a
member of the union in accordance with the union's rules, provided that the
officer has authorised the employer to make such deductions.
Monies so deducted from officer's 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.
Unless other arrangements are agreed to by the employer and
the union, all union membership fees shall be deducted on a fortnightly basis.
Where an officer 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 officer to make a fresh
authorisation in order for such deductions to continue.
18. Commitment to
Further Action
The parties agree to this Award to address salary and equity
issues within the organisation. The parties commit to further discussions and resolution
over the next six months to include but not be limited to the following (with
consultation with the PEO on public Sector wide issues):
Salary Packaging.
Payment of professional fees and continuing professional
development expenses.
Provision of corporate clothing.
Officers exchange with other states.
Recruitment of officers for business continuity to address
succession needs.
19. Relationship to
Award
This Award should be read and interpreted in conjunction
with Awards, Agreements and Determinations listed in Schedule 2, provided that
where there is any inconsistency between this Award and the Awards, Agreements,
and Determinations listed in Schedule 2, this Award will prevail to the extent
of the inconsistency.
20. Declaration
The Parties to this Award declare that this Award:
is not contrary to the public interest;
is not unfair, harsh or unconscionable;
was not entered into under duress;
is in the interests of the Parties.
21. Saving of Rights
21.1 At the time of making
this Award, no officer covered by this Award will suffer a reduction in his or
her rate of pay or any loss or reduction in his or her conditions of employment
as a consequence of making this Award.
21.2 Should there be
a variation to the Crown Employees (Public Sector Salaries January 2002) Award
or an Award replacing that Award, officers covered by this Award will maintain
the same salary relationship to the rest of the public service.
22. Area Incidence
and Duration
22.1 The Award shall
apply to all officers employed for the purposes of performing work required to
meet the needs of the Department of Lands which includes Land and Property
Information (LPI), Crown Lands NSW, Soil Services and Office of Rural Affairs.
22.2 The Award shall
take effect from 22 February 2005 and shall remain in force for a period of 12
months from such date.
PART B
MONETARY RATES
Schedule 1
|
Transition Arrangements -
Lands Officers
|
|
Departmental Officer
|
|
Lands Officers Scale
|
|
|
|
Lands Officer 8 Year 4
|
$94,165
|
|
|
$94,165
|
|
|
|
=>
|
Grade 12
|
|
|
Lands Officer 8 Year 3
|
$90,192
|
|
|
$90,192
|
|
|
|
|
|
|
|
Lands Officer 8 Year 2
|
$84,874
|
|
|
$84,874
|
|
|
|
=>
|
Grade 11
|
|
|
Lands Officer 8 Year 1
|
$81,422
|
|
|
$81,422
|
|
|
|
|
|
|
|
Lands Officer 7 Year 4
|
$77,577
|
|
|
$77,577
|
|
Lands Officer 7 Year 3
|
$75,332
|
|
|
$75,332
|
|
|
|
=>
|
Grade 9/10
|
|
|
Lands Officer 7 Year 2
|
$72,377
|
|
|
$72,377
|
|
Lands Officer 7 Year 1
|
$70,397
|
|
|
$70,397
|
|
|
|
|
|
|
|
Lands Officer 6 Year 2
|
$68,360
|
|
|
$68,360
|
|
Lands Officer 6 Year 1
|
$66,255
|
|
|
$66,255
|
|
|
|
=>
|
Grade 7/8
|
|
|
Lands Officer 5 Year 2
|
$63,604
|
|
|
$63,604
|
|
Lands Officer 5 Year 1
|
$61,757
|
|
|
$61,757
|
|
|
|
|
|
|
|
Lands Officer 4 Year 2
|
$59,962
|
|
|
$59,962
|
|
Lands Officer 4 Year 1
|
$58,254
|
|
|
$58,254
|
|
|
|
=>
|
Grade 5/6
|
|
|
Lands Officer 3 Year 2
|
$56,057
|
|
|
$56,057
|
|
Lands Officer 3 Year 1
|
$54,342
|
|
|
$54,342
|
|
|
|
|
|
|
|
Lands Officer 2 Year 6
|
$50,407
|
|
|
$50,407
|
|
Lands Officer 2 Year 5
|
$48,904
|
|
|
$48,904
|
|
|
|
=>
|
Grade 3/4
|
|
|
Lands Officer 2 Year 4
|
$47,422
|
|
|
$47,422
|
|
Lands Officer 2 Year 3
|
$46,036
|
|
|
$46,036
|
|
|
|
|
|
|
|
Lands Officer 2 Year 2
|
$44,766
|
|
|
$44,766
|
|
Lands Officer 2 Year 1
|
$43,571
|
|
|
$43,571
|
|
|
|
=>
|
Grade 1/2
|
|
|
Lands Officer 1 Year 12
|
$42,389
|
|
|
$42,389
|
|
Lands Officer 1 Year 11
|
$41,178
|
|
|
$41,178
|
|
|
|
|
|
|
|
Lands Officer 1 Year 10
|
$39,029
|
|
|
$39,029
|
|
Lands Officer 1 Year 9
|
$37,638
|
|
|
|
|
Lands Officer 1 Year 3 Age 21
|
$31,352
|
=>
|
General Scale
|
|
|
Lands Officer 1 Year 2 Age 20
|
$29,090
|
|
|
|
|
Lands Officer 1 Year 1 19 & HSC
|
$27,253
|
|
|
|
|
Lands Officer 1 Year 1 Under 19
|
$24,051
|
|
|
$24,051
|
|
Transition Arrangements -
Clerical Officers
|
|
Departmental Officer
|
|
Clerical Officers Scale
|
|
|
|
Grade 8
|
|
|
|
|
|
2nd year of service
|
$59,962
|
|
|
$59,962
|
|
1st
year of service
|
$58,254
|
|
|
$58,254
|
|
Grade 7
|
|
=>
|
Grade 5/6
|
|
|
2nd year of service
|
$56,057
|
|
|
$56,057
|
|
1st year of service
|
$54,342
|
|
|
$54,342
|
|
|
|
|
|
|
|
Grade 6
|
|
|
|
|
|
2nd Year of Service
|
$50,407
|
|
|
$50,407
|
|
1st Year of Service
|
$48,904
|
|
|
$48,904
|
|
Grade 5
|
|
=>
|
Grade 3/4
|
|
|
2nd Year of Service
|
$47,422
|
|
|
$47,422
|
|
1st Year of Service
|
$46,036
|
|
|
$46,036
|
|
|
|
|
|
|
|
Grade 4
|
|
|
|
|
|
2nd Year of Service
|
$44,766
|
|
|
$44,766
|
|
1st Year of Service
|
$43,571
|
|
|
$43,571
|
|
Grade 3/4
|
|
|
|
|
|
4th Year of Service
|
$44,766
|
|
|
$44,766
|
|
3rd Year of Service
|
$43,571
|
=>
|
Grade 1/2
|
$43,571
|
|
2nd Year of Service
|
$42,389
|
|
|
$42,389
|
|
1st Year of Service
|
$41,178
|
|
|
$41,178
|
|
Grade 3
|
|
|
|
|
|
2nd Year of Service
|
$42,389
|
|
|
$42,389
|
|
1st Year of Service
|
$41,178
|
|
|
$41,178
|
|
Grade 1/2 Group C
|
Group D
|
|
|
|
|
|
12th Year of Service
|
10th Year
|
$39,029
|
|
|
$39,029
|
|
11th Year of Service
|
9th Year
|
$37,638
|
|
|
|
|
10th Year of Service
|
8th Year
|
$36,322
|
|
|
|
|
9th Year of Service
|
7th Year
|
$35,027
|
|
|
|
|
8th Year of Service
|
6th Year
|
$34,180
|
|
|
|
|
7th Year of Service
|
5th Year
|
$33,570
|
|
|
|
|
6th Year of Service
|
4th Year
|
$32,208
|
|
|
|
|
5th Year of Service
|
3rd Year
|
$31,352
|
|
|
|
|
4th Year of Service or 19
|
2nd Year
|
$29,090
|
|
|
|
|
3rd Year of Service or 18
|
1st Year
or 19
|
$27,253
|
|
|
|
|
2nd Year of Service or 17
|
-
|
$22,627
|
|
|
|
|
1st Year of Service U17
|
-
|
$18,806
|
=>
|
General Scale
|
|
|
Grade 1
|
|
|
|
|
|
|
10th Year of Service
|
|
$35,027
|
|
|
|
|
9th Year of Service
|
|
$34,180
|
|
|
|
|
8th Year of Service
|
|
$33,570
|
|
|
|
|
7th Year of Service
|
|
$32,208
|
|
|
|
|
6th Year of Service
|
|
$31,352
|
|
|
|
|
5th Year of Service or 20
|
|
$29,090
|
|
|
|
|
4th Year of Service or 19
|
|
$27,253
|
|
|
|
|
Grade 1 Group B
|
|
|
|
|
|
|
3rd Year of Service U17
|
|
$22,627
|
|
|
|
|
2nd Year of Service or 17
|
|
$19,939
|
|
|
|
|
1st Year of Service or 18
|
|
$17,864
|
|
|
|
|
Grade 1 Group A
|
|
|
|
|
|
|
3rd Year of Service U17
|
|
$22,627
|
|
|
|
|
2nd Year of Service or 17
|
|
$19,939
|
|
|
$24,051
|
|
1st Year of Service or 18
|
|
$16,742
|
|
|
|
|
Transition Arrangements -
Administrative and Clerical
|
|
Departmental Officer
|
|
Administrative and Clerical Scale
|
|
|
|
Grade 12 Year 2
|
$94,165
|
|
|
$94,165
|
|
|
|
=>
|
Grade 12
|
|
|
Grade 12 Year 1
|
$90,192
|
|
|
$90,192
|
|
|
|
|
|
|
|
Grade 11 Year 2
|
$84,874
|
|
|
$84,874
|
|
|
|
=>
|
Grade 11
|
|
|
Grade 11 Year 1
|
$81,422
|
|
|
$81,422
|
|
|
|
|
|
|
|
Grade 10 Year 2
|
$77,577
|
|
|
$77,577
|
|
Grade 10 Year 1
|
$75,332
|
|
|
$75,332
|
|
|
|
=>
|
Grade 9/10
|
|
|
Grade 9 Year 2
|
$72,377
|
|
|
$72,377
|
|
Grade 9 Year 1
|
$70,397
|
|
|
$70,397
|
|
|
|
|
|
|
|
Grade 8 Year 2
|
$68,360
|
|
|
$68,360
|
|
Grade 8 Year 1
|
$66,255
|
|
|
$66,255
|
|
|
|
=>
|
Grade 7/8
|
|
|
Grade 7 Year 2
|
$63,604
|
|
|
$63,604
|
|
Grade 7 Year 1
|
$61,757
|
|
|
$61,757
|
|
|
|
|
|
|
|
Grade 6 Year 2
|
$59,962
|
|
|
$59,962
|
|
Grade 6 Year 1
|
$58,254
|
|
|
$58,254
|
|
|
|
=>
|
Grade 5/6
|
|
|
Grade 5 Year 2
|
$56,057
|
|
|
$56,057
|
|
Grade 5 Year 1
|
$54,342
|
|
|
$54,342
|
|
|
|
|
|
|
|
Grade 4 Year 2
|
$50,407
|
|
|
$50,407
|
|
Grade 4 Year 1
|
$48,904
|
|
|
$48,904
|
|
|
|
=>
|
Grade 3/4
|
|
|
Grade 3 Year 2
|
$47,422
|
|
|
$47,422
|
|
Grade 3 Year 1
|
$46,036
|
|
|
$46,036
|
|
|
|
|
|
|
|
Grade 2 Year 2
|
$44,766
|
|
|
$44,766
|
|
Grade 2 Year 1
|
$43,571
|
|
|
$43,571
|
|
|
|
=>
|
Grade 1/2
|
|
|
Grade 1 Year 2
|
$42,389
|
|
|
$42,389
|
|
Grade 1 Year 1
|
$41,178
|
|
|
$41,178
|
|
|
|
|
|
|
|
Gen Scale Year 10
|
$39,029
|
|
|
$39,029
|
|
Gen Scale Year 9
|
$37,638
|
|
|
|
|
Gen Scale Year 8
|
$36,322
|
|
|
|
|
Gen Scale Year 7
|
$35,027
|
|
|
|
|
Gen Scale Year 6
|
$34,180
|
=>
|
General Scale
|
|
|
Gen Scale Year 5
|
$33,570
|
|
|
|
|
Gen Scale Year 4
|
$32,208
|
|
|
|
|
Gen Scale Year 3
Age 21
|
$31,352
|
|
|
|
|
Gen Scale Year 2
Age 20
|
$29,090
|
|
|
|
|
Gen Scale Year 1 18
Under
|
$24,051
|
|
|
$24,051
|
|
Transition Arrangements -
Surveyors
|
|
Departmental Officer
|
|
Surveyors Scale
|
|
|
|
Grade 5 Year 2
|
$87,290
|
|
|
$94,165
|
|
|
|
=>
|
Grade 12
|
|
|
Grade 5 Year 1
|
$85,604
|
|
|
$90,192
|
|
|
|
|
|
|
|
Grade 4 Year 3
|
$82,232
|
|
|
$84,874
|
|
Grade 4 Year 2
|
$80,632
|
=>
|
Grade 11
|
|
|
Grade 4 Year 1
|
$78,332
|
|
|
$81,422
|
|
|
|
|
|
|
|
Grade 3 Year 4
|
$74,592
|
|
|
$77,577
|
|
Grade 3 Year 3
|
$72,377
|
=>
|
Grade 9/10
|
$75,332
|
|
Grade 3 Year 2
|
$69,722
|
|
|
$72,377
|
|
|
|
|
|
$70,397
|
|
|
|
|
|
|
|
Grade 3 Year 1
|
$67,620
|
|
|
$68,360
|
|
|
|
|
|
|
|
Grade 2 Year 4
|
$64,193
|
=>
|
Grade 7/8
|
$66,255
|
|
Grade 2 Year 3
|
$62,378
|
|
|
$63,604
|
|
Grade 2 Year 2
|
$60,497
|
|
|
$61,757
|
|
|
|
|
|
|
|
Grade 2 Year 1
|
$58,254
|
|
|
$59,962
|
|
|
|
|
|
$58,254
|
|
Grade 1 Year 5
|
$54,940
|
=>
|
Grade 5/6
|
$56,057
|
|
Grade 1 Year 4
|
$51,864
|
|
|
$54,342
|
|
|
|
|
|
|
|
Grade 1 Year 3
|
$48,433
|
|
|
$50,407
|
|
Grade 1 Year 2
|
$45,187
|
|
|
$48,904
|
|
|
|
=>
|
Grade 3/4
|
$47,422
|
|
|
|
|
|
$46,036
|
|
|
|
|
|
|
|
|
|
|
|
$44,766
|
|
|
|
|
|
$43,571
|
|
Grade 1 Year 1
|
$42,799
|
=>
|
Grade 1/2
|
$42,389
|
|
|
|
|
|
$41,178
|
|
|
|
|
|
|
|
|
|
|
|
$39,029
|
|
|
|
=>
|
General Scale
|
|
|
|
|
|
|
$24,051
|
|
Transition Arrangements -
Valuers
|
|
Departmental Officer
|
|
Valuers Scale
|
|
|
|
|
|
|
|
$94,165
|
|
Regional Valuer
|
$94,165
|
=>
|
Grade 12
|
|
|
|
|
|
|
$90,192
|
|
|
|
|
|
|
|
|
|
|
|
$84,874
|
|
District Valuer Year 2
|
$79,841
|
=>
|
Grade 11
|
|
|
|
|
|
|
$81,422
|
|
|
|
|
|
$77,577
|
|
District Valuer
Year 1
|
$77,577
|
=>
|
Grade 9/10
|
$75,332
|
|
|
|
|
|
$72,377
|
|
|
|
|
|
$70,397
|
|
|
|
|
|
|
|
|
|
|
|
$68,360
|
|
Senior Valuer Year
5
|
$68,360
|
|
|
$66,255
|
|
Senior Valuer Year
4
|
$64,867
|
=>
|
Grade 7/8
|
$63,604
|
|
|
|
|
|
$61,757
|
|
|
|
|
|
|
|
|
|
|
|
$59,962
|
|
Valuer Year 3
|
$58,254
|
|
|
$58,254
|
|
Valuer Year 2
|
$54,342
|
=>
|
Grade 5/6
|
$56,057
|
|
|
|
|
|
$54,342
|
|
|
|
|
|
|
|
|
|
|
|
$50,407
|
|
|
|
|
|
$48,904
|
|
Valuer Year 1
|
$48,904
|
=>
|
Grade 3/4
|
$47,422
|
|
|
|
|
|
$46,036
|
|
|
|
|
|
|
|
|
|
|
|
$44,766
|
|
|
|
|
|
$43,571
|
|
|
|
=>
|
Grade 1/2
|
$42,389
|
|
|
|
|
|
$41,178
|
|
|
|
|
|
|
|
|
|
|
|
$39,029
|
|
|
|
=>
|
General Scale
|
|
|
|
|
|
|
$24,051
|
Schedule 2
AWARDS/AGREEMENTS
1. Crown
Employees (Administrative and Clerical Officers) Award
2. Crown
Employees (Lands Officers Department of Land and Water Conservation and Department
of Information Technology and Management 1999) Award.
3. Crown
Employees (Regional Directors and Valuers - all Classes - Valuer General’s
Office, Department of Information Technology and Management) Award, 1999.
4. Clerical
Officers, all Departments Agreement No. 2515 of 1988.
5. Surveyors
Field Hands (State) Award (Variation).
6. Surveyors,
Trigonometrical and Cartographic Surveyors Agreement No. 2449 of 1982.
7. Crown Employees
(Department of Information Technology and Management) Conditions of Employment
Award 2002
Table 1
Departmental
Officer Salary Rates
|
CLASSIFICATIONS
& GRADES
|
Common Salary
|
4/1/2002
|
3/1/2003
|
4/7/2003
|
|
|
Point
|
3%
|
4%
|
5%
|
|
General Scale
|
Year 1
|
7
|
21178
|
22025
|
23126
|
|
|
Year 2
|
11
|
25614
|
26639
|
27971
|
|
|
Year 3
|
17
|
27606
|
28710
|
30146
|
|
|
Year 4
|
20
|
28360
|
29494
|
30969
|
|
|
Year 5
|
23
|
29560
|
30742
|
32279
|
|
|
Year 6
|
25
|
30096
|
31300
|
32865
|
|
|
Year 7
|
28
|
30842
|
32076
|
33680
|
|
|
Year 8
|
32
|
31983
|
33262
|
34925
|
|
|
Year 9
|
36
|
33141
|
34467
|
36190
|
|
|
Year 10
|
40
|
34366
|
35741
|
37528
|
|
Grade 1-2 (Level 1)
|
Year 1
|
46
|
36259
|
37709
|
39594
|
|
|
Year 2
|
49
|
37325
|
38818
|
40759
|
|
|
Year 3
|
52
|
38365
|
39900
|
41895
|
|
|
Year 4
|
55
|
39417
|
40994
|
43044
|
|
Grade 3-4 (Level 2)
|
Year 1
|
58
|
40536
|
42157
|
44265
|
|
|
Year 2
|
61
|
41757
|
43427
|
45598
|
|
|
Year 3
|
64
|
43062
|
44784
|
47023
|
|
|
Year 4
|
67
|
44385
|
46160
|
48468
|
|
Grade 5-6 (Level 3)
|
Year 1
|
75
|
47850
|
49764
|
52252
|
|
|
Year 2
|
78
|
49360
|
51334
|
53901
|
|
|
Year 3
|
82
|
51294
|
53346
|
56013
|
|
|
Year 4
|
85
|
52798
|
54910
|
57656
|
|
Grade 7-8 (Level 4)
|
Year 1
|
88
|
54379
|
56554
|
59382
|
|
|
Year 2
|
91
|
56006
|
58246
|
61158
|
|
|
Year 3
|
95
|
58339
|
60673
|
63707
|
|
|
Year 4
|
98
|
60193
|
62601
|
65731
|
|
Grade 9-10 (Level 5)
|
Year 1
|
101
|
61987
|
64466
|
67689
|
|
|
Year 2
|
104
|
63730
|
66279
|
69593
|
|
|
Year 3
|
108
|
66333
|
68986
|
72435
|
|
|
Year 4
|
111
|
68309
|
71041
|
74593
|
|
Grade 11 (Level 6)
|
Year 1
|
116
|
71694
|
74562
|
78290
|
|
|
Year 2
|
120
|
74735
|
77724
|
81610
|
|
Grade 12 (Level 7)
|
Year 1
|
126
|
79416
|
82593
|
86723
|
|
|
Year 2
|
130
|
82914
|
86231
|
90543
|
|
Senior Officer
|
Year 1
|
|
92776
|
96487
|
101311
|
|
Grade 1 (Level 8)
|
Year 2
|
|
99968
|
103967
|
109165
|
|
Senior Officer
|
Year 1
|
|
101660
|
105726
|
111012
|
|
Grade 2 (Level 9)
|
Year 2
|
|
108827
|
113180
|
118839
|
|
Senior Officer
|
Year 1
|
|
112469
|
116968
|
122816
|
|
Grade 3 (Level 10)
|
Year 2
|
|
123458
|
128396
|
134816
|
J. P. MURPHY, Commissioner.
____________________
Printed by
the authority of the Industrial Registrar.