Crown Employees (Public Service Training Wage)
Reviewed Award 2008
INDUSTRIAL RELATIONS
COMMISSION OF NEW SOUTH WALES
Review of Award pursuant to Section 19 of the Industrial
Relations Act 1996.
(Case No. 2016/00006180)
Before Commissioner Stanton
|
2 August 2016
|
REVIEWED
AWARD
Arrangement
PART A
Clause No. Subject Matter
1. Title
2. Application
3. Objective
4. Definitions
5. Training
Conditions
6. Employment
Conditions
7. Wages
8. Part-time
Traineeships
9. School-based
Traineeships
10. Wage Rates
for Part-time and School-based Traineeships
11. Grievance
and Dispute Settling Procedures
12. Anti-Discrimination
13. Area,
Incidence and Duration
PART B
MONETARY RATES
Table 1 - Full-time Weekly Wage Rates
Table 2 - Hourly Wage Rates
Appendix A - Skill Levels
PART A
1. Title
This award shall be known as the Crown Employees
(Public Service Training Wage) Reviewed Award 2008.
2. Application
(a) This award
applies to persons who are undertaking an approved traineeship and is to be
read in conjunction with the Government Sector Employment Act 2013 and
the Government Sector Employment Regulation 2014 and any relevant industrial
instrument.
(b) The terms and
conditions of any relevant industrial instrument apply, except where
inconsistent with this award.
(c) This award
does not apply to employees who were employed under any industrial instrument
prior to the date of approval of a traineeship relevant to the agency, except
where agreed upon between the agency head and the relevant union(s).
(d) This award
does not apply to the apprenticeship system.
3. Objective
The objective of this award is to assist with the
establishment of a system of approved traineeships that provide nationally
recognised training in conjunction with employment in order to enhance the
skill levels and future employment prospects of trainees, particularly young
people, and the long-term unemployed.
The system is neither designed nor intended for those
who are already trained and job ready.
It is not intended that existing employees will be displaced from
employment by trainees.
This award does not replace the prescription of
training requirements in any relevant industrial instrument.
4. Definitions
“Agency” means a Public Service agency, as listed in
Schedule 1 of the Government Sector
Employment Act 2013.
“Agency head” means a person who is the Secretary of a
Department or the head of a Public Service agency listed in Schedule 1 of the Government Sector Employment Act 2013.
"Approved Traineeship" means a traineeship
arrangement applicable to a group or class of employees or to an industry or
sector of an industry or enterprise by agreement between the parties under the
terms of this award. Approved
traineeships include full-time, part-time and school-based traineeships and are
defined by the provisions of the Apprenticeship and Traineeship Act
2001.
"Approved Training Course or Training
Program" means the training course or training program identified in the
Vocational Training Order of a recognised traineeship vocation.
"Appropriate State Legislation" means the Apprenticeship
and Traineeship Act 2001 or any successor legislation.
"Diploma Level Trainee" means a trainee
undertaking a Diploma Level Traineeship under a Vocational Training Order. The trainee will work towards the gaining of
a nationally recognised Diploma as identified in the relevant Industry Training
Package. Trainees undertaking a Diploma
Level Traineeship under the Vocational Training Order of Information Technology
should have completed Certificates III and IV of the traineeship vocation of
Information Technology before commencing a traineeship at Diploma Level. Trainees undertaking the Diploma Level
Traineeship in Information Technology may also be known as Cadets.
"Parties to an Approved Traineeship" means
the Industrial Relations Secretary, Secretary and the relevant union involved
in the consultation, negotiation and agreement of an approved traineeship
arrangement.
"Recognised Traineeship Vocation" means a
vocation that is the subject of an order in force under section 5 of the Apprenticeship
and Traineeship Act 2001.
"Relevant Industrial Instrument" means an
award or enterprise agreement that applies to a trainee, or that would have
applied but for the operation of this award.
The definition also applies to a former industrial agreement or
determination made pursuant to section 52 of the Government Sector Employment Act 2013 or under any relevant
provisions of the Act or its predecessors.
"Relevant Union" means a union which is party
to a relevant industrial instrument and which is entitled to enrol the trainee
as a member.
"School-based Trainee" is a student enrolled
in the Higher School Certificate, or equivalent qualification, who is
undertaking a traineeship which forms a recognised component of their Higher
School Certificate or, where permitted, their School Certificate curriculum,
and is endorsed by State Training Services and the New South Wales Board of
Studies, Teaching and Educational Standards.
"State Training Services" is the New South
Wales Department of Industry.
"Trainee" means an employee who is signatory
to the training contract registered with State Training Services. The trainee is bound by the training contract
and employed in terms of Part 4, Division , clause 43 of the Government
Sector Employment Act 2013. The
trainee is involved in paid work and structured training that may be on or off
the job.
"Training" for the purposes of this award
means training directed at the achievement of key competencies required for
successful participation in the workplace (e.g. literacy, numeracy,
problem-solving, teamwork, using technology) and an Australian Qualification
Framework Certificate Level I and/or an Australian Qualification Framework
Certificate Level II or above.
"Training Contract" means a contract made
subject to the terms of this award between an agency head and the trainee for a
traineeship which is registered with State Training Services, under the
provisions of the Apprenticeship and Traineeship Act 2001. A training contract is made in accordance
with the relevant Vocational Training Order and does not operate unless this
condition is met.
"Training Plan" means a plan prepared in
accordance with the relevant Vocational Training Order indicating the
arrangements for the provision of training agreed to by the agency head and the
registered training organisation, and the qualification to be awarded to the
trainee. The training plan is lodged
with the training contract and the application to establish the traineeship
with State Training Services.
"Vocational Training Order" means an order in
force under section 6 of the Apprenticeship and Traineeship Act 2001 that
sets out the terms and conditions of a recognised traineeship vocation. The Vocational Training Order includes
details of the term, probationary period, qualifications and other training as
appropriate. State Training Services must consult with the relevant union(s)
before making a Vocational Training Order.
5. Training Conditions
(a) The trainee
must undertake an approved training course or training program prescribed in
the training contract and training plan and outlined in the Vocational Training
Order or as notified to the trainee by State Training Services.
(b) Prior to the
commencement of the trainee, the relevant training contract, made in accordance
with a relevant Vocational Training Order, must be signed by the agency head
and the trainee and lodged, with the training plan, for registration with State
Training Services. If the training
contract is not in a standard format, the trainee cannot commence until the
training contract has been registered with State Training Services.
(c) The agency
head must ensure that the trainee is permitted to attend the approved course or
program provided for in the training contract and training plan and must ensure
that the trainee receives the appropriate on-the-job training.
(d) The agency
head must provide a level of supervision in accordance with the training
contract and training plan during the traineeship period.
(e) The agency
head agrees that officers of State Training Services will monitor the training
contract and training plan and that training records or workbooks may be
utilised as part of this monitoring process.
(f) Training is
directed at the achievement of competencies as specified in the relevant
vocational training order.
6. Employment
Conditions
(a)
(i) A trainee is
engaged as a full-time employee for a maximum of two years' duration, subject
to a satisfactory probation period of up to one month that may be reduced at
the discretion of the agency head.
(ii) A
trainee/cadet undertaking a traineeship at Diploma Level is engaged as a
full-time employee for a nominal period of 12 months, or until achievement of
the relevant competencies that will qualify the trainee/cadet for specialist
qualifications established at Diploma Level by the relevant training package.
(iii) By agreement
in writing, and with the consent of State Training Services, the agency head
and the trainee may vary the duration of the traineeship and the extent of
approved training, provided that any agreement to vary is in accordance with
the Vocational Training Order.
(iv) If the trainee
completes the approved training course or training program earlier than the
time specified in the training contract, then the traineeship may be concluded
by mutual agreement by application to State Training Services under the provisions
of the Apprenticeship and Traineeship Act 2001.
(v) Unless State
Training Services otherwise directs, the maximum duration for a part-time
traineeship is 36 months.
(b) The training
contract can only be terminated by application to State Training Services under
the provisions of the Apprenticeship and Traineeship Act 2001.
(c) The trainee
will be permitted to be absent from work without loss of continuity of
employment or wages to attend the training in accordance with the training
contract and training plan.
(d) If the
employment of a trainee by an agency head is continued after the completion of
the period, such period is counted as service for the purposes of any relevant
industrial instrument or any other legislative entitlements.
(e)
(i) The training
contract may restrict the circumstances under which the trainee may work
overtime and shift work in order to ensure that the training program is
successfully completed.
(ii) A trainee is
not to work overtime or shift work on their own unless consistent with the
provisions of the relevant industrial instrument.
(iii) A trainee is
not to work shift work unless the parties to an approved traineeship are
satisfied that shift work makes satisfactory provision for approved
training. Such training may be applied
over a cycle in excess of a week, but must average over the relevant period no
less than the amount of training required for non-shift work trainees.
(iv) The trainee
wage is the basis for the calculation of overtime or shift penalty rates prescribed
by the relevant industrial instrument, unless otherwise agreed by the parties
to an approved traineeship. If the
relevant industrial instrument makes specific provision for a trainee to be
paid at a higher rate, then the higher rate applies.
(f) All other
terms and conditions of the relevant industrial instruments apply unless
specifically varied by this award.
(g) All conditions
of employment applying to temporary employees under the Government Sector Employment Act 2013, other than those specified
in this award, apply to trainees.
(h) A trainee who
fails to either complete the traineeship or who cannot for any reason be placed
in full-time employment with the agency on successful completion of the
traineeship is not entitled to any severance payments.
7. Wages
(a)
(i) The weekly
wages payable to trainees are as provided in Table 1 - Full-time Weekly Wage
Rates, of Part B, Monetary Rates.
(ii) These wage
rates will only apply to trainees while they are undertaking an approved
traineeship which includes an approved training course or training program as
defined in this award.
(iii) The wage
rates prescribed by this clause do not apply to complete trade level training
covered by the apprenticeship system.
(iv) The rates of
pay in this award include the adjustments payable under the State Wage Case
2015. These adjustments may be offset
against any equivalent over-award payments and/or award wage increases since 29
May 1991 other than safety net, State Wage Case, and minimum rates adjustments.
(v) The rates in this award recognise the
2015 Fair Work Commission’s Annual Wage Review Decision and are paid in
settlement of any claim for increased wages should these Decisions be adopted
for the purposes of this award under the Industrial Relations Act 1996.
(b) Appendix A to
Part B, Monetary Rates, sets out the general skill levels for
traineeships. The determination of the
appropriate skill level for each approved traineeship is based on the following
criteria:
(i) any agreement
of the parties;
(ii) the nature of
the industry;
(iii) the total
training plan;
(iv) recognition
that training can be undertaken in stages; and
(v) the exit skill
level in the relevant industrial instrument contemplated by the training contract.
If the parties disagree with such determination, any
party to the award may seek to have the matters in dispute determined by the
Industrial Relations Commission of New South Wales.
(c) For the
purposes of this award, "out of school" refers only to periods out of
school beyond Year 10, and is deemed to:
(i) include any
period of schooling beyond Year 10 which was not part of nor contributed to a
completed year of schooling;
(ii) include any
period during which a trainee repeats in whole or part a year of schooling
beyond Year 10; and
(iii) not include
any period during a calendar year in which a year of schooling is completed;
(iv) have effect on
an anniversary date, being 1 January in every year.
(d) For the
purposes of this award, any person leaving school before completing Year 10 is
deemed to have completed Year 10.
(e) At the
conclusion of the traineeship, this award ceases to apply to the employment of
the trainee and the relevant industrial instrument applies to the former
trainee.
8. Part-Time
Traineeships
(a) Trainees who
undertake traineeships on a part-time basis work less than full-time ordinary
hours and undertake the approved training course or training program at the
same or lesser training time than a full-time trainee.
(b) A part-time
trainee receives, on a pro rata basis, all employment conditions applicable to
a full-time trainee. All the provisions
of this award apply to part-time trainees except as specified in this clause.
(c) A part-time
trainee may, by agreement, transfer to a full-time traineeship position if one
becomes available.
(d) The minimum
daily engagement periods specified in the relevant industrial instrument are
also applicable to part-time trainees.
If there is no provision for a minimum daily engagement
period in the relevant industrial instrument applying to part-time employees,
then the minimum start is three continuous hours. By agreement, a part-time trainee may work a
minimum start of two continuous hours, on two or more days per week, provided that:
(i) a two-hour
start is sought by the trainee to accommodate the trainee's personal
circumstances; or
(ii) the place of
work is within a distance of five kilometres from the trainee's place of
residence.
9. School-Based
Traineeships
(a) School-based
trainees undertake traineeships on a part-time basis in accordance with the
requirement to balance their school and work commitments. The agency head must set hours of work
consistent with the trainee's obligation to attend school.
(b) School-based trainees
are not required to attend work during the interval starting four weeks prior
to the commencement of the final year Higher School Certificate Examination
period and ending upon the completion of the trainee's last HSC examination
paper.
(c) School-based
trainees must not work on their own.
(d) For the
purposes of this award, a school-based trainee becomes either a full-time or
part-time trainee as at 1 January of the year following the year in which they
ceased to be a school student.
10. Wage Rates for
Part-Time and School-Based Trainees
Weekly Wage Rates
(a) The wage rate
calculation is based on the full-time wage rate varied by the amount of
training and/or the amount of work over the period of the training
contract. The formula is:
Weekly Wage
|
=
|
Full-time wage rate
x (trainee hours - average weekly training time)
|
|
|
28
|
Note: 28 in the above average formula represents 35
ordinary full-time hours minus the average training time for full-time trainees
(i.e. 20%). The formula will be adjusted
if the relevant industrial instrument specifies different ordinary full-time
hours. For example, if the ordinary
weekly hours are 38, 30.4 will replace 28.
(b) "Full-time
wage rate" means the appropriate rate as set out in Table 1 - Full-time Weekly
Wage Rates, of Part B, Monetary Rates.
(c) "Trainee
hours" are the hours worked per week including the time spent in the
approved course or program. For the
purposes of this definition, the time spent in the approved course or program
may be taken as an average for that particular year of the traineeship.
(d) "Average
weekly training time" is based upon the length of the traineeship
specified in the training contract. The
formula is:
Average weekly training time
|
=
|
7 x 12
|
|
|
Length of the traineeship
in months
|
Note 1: 7 in the above formula represents the average
weekly training time for a full-time trainee whose ordinary hours are 35 per
week. The formula will be adjusted if
the relevant industrial instrument specifies different ordinary weekly
hours. For example, where the ordinary
weekly hours are 38, 7.6 will replace 7.
Note 2: The parties note that the training contract
will require a trainee to be employed for sufficient hours to complete all
requirements of the recognised traineeship vocation, including the on-the-job
work component and demonstration of competencies. The parties also note that this would
normally result in the equivalent of a full day's on-the-job work per week.
Example of the calculation for the wage rate for a
part-time traineeship:
A school student commences a traineeship in Year
10. The ordinary hours of work in the
relevant industrial instrument are 35.
The training contract specifies two years (24 months) as the length of
the traineeship.
Average weekly
training time is therefore
|
7 x 12
|
=
|
3.5 hours
|
|
24
|
|
|
"Trainee hours" total 15 hours, made up of 11
hours work over two days of the week plus 1½ hours on-the-job training plus 2½
hours off-the-job approved training at school and at TAFE.
So the wage rate in Year 10 is:
$290.80 x (15 ‑
3.5)
|
=
|
$119.44
plus any applicable
|
28
|
|
penalty
rates under the
|
|
|
relevant
industrial
|
|
|
instrument
|
The wage rate varies when the student completes Year 10
and passes the anniversary date of 1 January the following year to begin Year
11 and/or if "trainee hours" changes.
Hourly Wage Rates
Due to the variation in hours worked each week for some
part-time trainees, especially school-based trainees, it may be appropriate to
pay an hourly wage rate as provided in Table 2 - Hourly Wage Rates, of Part B,
Monetary Rates. The hourly rates as set
out in Table 2 are based on a 35-hour week.
If the ordinary full-time weekly hours are not 35, the rate in the table
should be multiplied by 35 and then divided by the ordinary full-time hours to
obtain the correct hourly rate.
The hours for which payment is made are determined as
follows:
(a) Where the
approved training for a traineeship (including a school-based traineeship) is
provided off the job by a registered training organisation, for example, at
school or at TAFE, these rates only apply to the total hours worked by the
part-time trainee on the job.
(b) Where the
approved training is undertaken on the job or in a combination of on the job
and off the job, and the average proportion of time to be spent in approved
training is 20% (i.e. the same as for the equivalent full time traineeship):
(i) if the
training is solely on the job, then the total hours on the job are multiplied
by the applicable hourly rate, and then 20% is deducted.
(ii) if the
training is partly on the job and partly off the job, then the total of all
hours spent in work and training are multiplied by the applicable hourly rate,
and then 20% is deducted.
Note: 20% is the average proportion of time spent in
approved training which has been taken into account in setting the wage rates
for most full-time traineeships.
11. Grievance and
Dispute Settling Procedures
(a) In general,
matters relating to trainees are dealt with under the provisions of the Apprenticeship
and Traineeship Act 2001.
(b) In accordance
with the grievance and dispute settling procedures, the trainee notifies the
supervisor of the substance of any grievance or dispute and requests a meeting
with the supervisor to discuss the matter and, if possible, states the remedy
sought.
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 trainee to advise their immediate manager the notification may occur to the
next appropriate level of management, including where required, to the agency
head or delegate.
(c) If no remedy
is found, the trainee seeks further discussions and attempts to resolve the
grievance or dispute at a higher level of authority, where appropriate.
(d) Reasonable
time limits must be allowed for discussion at each level of authority, having
regard to the nature of the grievance or dispute.
(e) At the
conclusion of the discussion, the trainee must be provided with a response to
their grievance or dispute if the matter has not been resolved, including
reasons for not implementing any proposed remedy.
(f) Any party to
the traineeship can refer the matter to the New South Wales Vocational Training
Tribunal under the provisions of the Apprenticeship and Traineeship Act 2001.
(g) If no
resolution can be found, any party to the grievance or dispute or their
representatives may refer the matter to the Industrial Relations Commission of
New South Wales.
(h) The trainee
may involve a representative, including a union, and the agency may be
represented by more senior management or other appropriate person or body for
the purposes of each procedure.
(i) While the
dispute procedure is being followed, normal work continues.
12.
Anti-Discrimination
(a) 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
identify, age and responsibilities as a carer.
(b) It follows
that, in fulfilling their obligations under clause 11, Grievance and Dispute
Settling Procedures, 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.
(c) 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.
(d) 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.
(e) This clause
does not create legal rights or obligations in addition to those imposed upon
the parties by legislation referred to in this clause.
Notes:
(a) Employers and
employees may also be subject to Commonwealth anti-discrimination legislation.
(b) Section 56(d)
of the Anti-Discrimination Act 1977 provides:
"Nothing in this Act affects ... any other act or
practice of a body established to propagate religion that conforms to the
doctrines of that religion or is necessary to avoid injury to the religious
susceptibilities of the adherents of that religion."
13. Area, Incidence
and Duration
This award applies to all classes of trainees within
organisations listed in Schedule 1 Public Service agencies of the Government
Sector Employment Act 2013.
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 2 August 2016.
Changes made to this award subsequent to it first being
published on 24 April 2009 (367 I.G. 1047) have been incorporated into this
award as part of the review.
The award remains in force until varied or rescinded,
the period for which it was made having expired.
PART B
MONETARY RATES
Table 1 - Full-Time
Weekly Wage Rates
Effective from the first
full pay period to commence on or after 1 July 2016
Diploma
Where the accredited training courses and work performance
are for the purposes of generating skills that have been defined for work at
Diploma level
Classification
|
1.7.16
|
|
Per week
|
|
2.50%
|
|
$
|
Trainee
|
|
Diploma Level
|
690.50
|
Skill Level A
Where the accredited training course and work performed are
for the purpose of generating skills which have been defined for work at Skill
Level A:
Highest Year of Schooling Completed
|
|
|
|
|
Year 10
|
Year 11
|
Year 12
|
|
1.7.2016
|
1.7.2016
|
1.7.2016
|
School leaver
|
304.80
|
336.00
|
402.80
|
Plus 1 year out of school
|
336.00
|
402.80
|
469.90
|
Plus 2 years
|
402.80
|
469.90
|
545.00
|
Plus 3 years
|
469.90
|
545.00
|
623.40
|
Plus 4 years
|
545.00
|
623.40
|
623.40
|
Plus 5 years or more
|
623.40
|
623.40
|
623.40
|
Skill Level B
Where the accredited training course and work performed are
for the purpose of generating skills which have been defined for work at Skill
Level B:
Highest Year of Schooling Completed
|
|
|
|
|
Year 10
|
Year 11
|
Year 12
|
|
1.7.2016
|
1.7.2016
|
1.7.2016
|
School leaver
|
304.80
|
335.90
|
390.30
|
Plus 1 year out of school
|
336.00
|
390.30
|
449.20
|
Plus 2 years
|
390.30
|
449.20
|
527.60
|
Plus 3 years
|
449.20
|
527.60
|
601.50
|
Plus 4 years
|
527.60
|
601.50
|
601.50
|
Plus 5 years or more
|
601.50
|
601.50
|
601.50
|
Skill Level C
Where the accredited training course and work performed are
for the purpose for generating skills which have been defined for work at Skill
Level C:
Highest Year of Schooling Completed
|
|
|
|
|
Year 10
|
Year 11
|
Year 12
|
|
1.7.2016
|
1.7.2016
|
1.7.2016
|
School leaver
|
304.80
|
335.90
|
386.80
|
Plus 1 year out of school
|
335.90
|
386.80
|
435.30
|
Plus 2 years
|
386.80
|
435.30
|
484.80
|
Plus 3 years
|
435.30
|
484.80
|
542.60
|
Plus 4 years
|
484.80
|
542.60
|
542.60
|
Plus 5 years or more
|
542.60
|
542.60
|
542.60
|
The average proportion of time spent in structured training
that has been taken into account in setting the rate is 20%.
School-Based Traineeships -
|
|
|
|
Year 11
|
Year 12
|
|
1.7.2016
|
1.7.2016
|
Year of Schooling
|
2.5%
|
2.5%
|
School based traineeships Skill Levels A, B and C
|
304.80
|
339.90
|
The average proportion of time spent in structured training
that has been taken into account in setting the rate is 20%.
Table 2 – Hourly Wage Rates
Set out below are the hourly rates of pay for part-time or
school-based trainees where the training is either fully off-the-job or where
20% of time is spent in approved training. These rates are derived from a 35
hour week. If the ordinary full-time weekly hours are not 35, the appropriate
hourly rate may be obtained by multiplying the rate in the table by 35 and then
dividing by the ordinary full time hours.
Trainees who have left school:
Diploma
Where the accredited training courses and work performance
are for the purposes of generating skills that have been defined for work at
Diploma level:
Classification
|
1.7.16
|
|
Per hour
|
|
2.50%
|
|
$
|
Trainee
|
|
Diploma Level – part-time
|
24.70
|
Skill Level A
Where the accredited training course and work performed are
for the purpose of generating skills which have been defined for work at Skill
Level A:
Highest Year of Schooling Completed
|
|
|
|
|
Year 10
|
Year 11
|
Year 12
|
|
1.7.2016
|
1.7.2016
|
1.7.2016
|
School leaver
|
10.90
|
12.00
|
14.40
|
Plus 1 year out of school
|
12.00
|
14.40
|
16.80
|
Plus 2 years
|
14.40
|
16.80
|
19.50
|
Plus 3 years
|
16.80
|
19.50
|
22.20
|
Plus 4 years
|
19.50
|
22.20
|
22.20
|
Plus 5 years or more
|
22.20
|
22.20
|
22.20
|
Skill Level B
Where the accredited training course and work performed are
for the purpose of generating skills which have been defined for work at Skill
Level B:
Highest Year of Schooling Completed
|
|
|
|
|
Year 10
|
Year 11
|
Year 12
|
|
1.7.2016
|
1.7.2016
|
1.7.2016
|
School leaver
|
10.90
|
12.00
|
13.90
|
Plus 1 year out of school
|
12.00
|
13.90
|
16.10
|
Plus 2 years
|
13.90
|
16.10
|
18.90
|
Plus 3 years
|
16.10
|
18.90
|
21.50
|
Plus 4 years
|
18.90
|
21.50
|
21.50
|
Plus 5 years or more
|
21.50
|
21.50
|
21.50
|
Skill Level C
Where the accredited training course and work performed are
for the purpose for generating skills which have been defined for work at Skill
Level C:
Highest Year of Schooling Completed
|
|
|
|
|
Year 10
|
Year 11
|
Year 12
|
|
1.7.2016
|
1.7.2016
|
1.7.2016
|
School leaver
|
10.90
|
12.00
|
13.80
|
Plus 1 year out of school
|
12.00
|
13.80
|
15.60
|
Plus 2 years
|
13.80
|
15.60
|
17.30
|
Plus 3 years
|
15.60
|
17.30
|
19.40
|
Plus 4 years
|
17.30
|
19.40
|
19.40
|
Plus 5 years or more
|
19.40
|
19.40
|
19.40
|
|
Year 11
|
Year 12
|
|
1.7.2016
|
1.7.2016
|
School Based Trainees
|
2.5%
|
2.5%
|
Wage Levels A, B and C
|
10.90
|
12.00
|
Skill Levels
Diploma
|
Skill Level A
|
Skill Level B
|
Skill Level C
|
|
Arts Administration
Business (Office Administration)
Clerical Administrative Skills
Communications (Call Centres)
Financial Services
Information Technology
Public Administration
Sport and
Recreation
|
Laboratory
Operations
Horticulture
Tourism Operations
Retail Operations
Hospitality
Operations
|
Rural Skills
|
J. D. STANTON, Commissioner
____________________
Printed by
the authority of the Industrial Registrar.