Crown
Employees (Psychologists) Award
INDUSTRIAL RELATIONS
COMMISSION OF NEW SOUTH WALES
Review of Award pursuant to Section 19 of the Industrial
Relations Act 1996.
(No. IRC 1532 of 2008)
|
Before Commissioner
Bishop
|
16 February 2009
|
REVIEWED
AWARD
PART A
1. Arrangement
Clause No. Subject Matter
1. Arrangement
2. Definitions
3. Classifications
4. Appointments and Progression
5. Salaries
6. Transitional Arrangements
7. Conditions of Employment
8. Environmental Allowance
9. Grievance and Dispute Settling
Procedures
10. Anti Discrimination
11. Area, Incidence and Duration
PART B
Table
1 - Salary Rates
Table
2 - Environmental Allowance
Table
3 - Commencing Salary and Progression
Table
4 - Special Transitional Arrangements
2. Definitions
"APS"
means the Australian Psychological Society.
"Association"
means the Public Service Association and Professional Officers’ Association
Amalgamated Union of New South Wales.
"Department" means a department of the Public
Service specified in Column 1 of Schedule 1 of the Public Sector Employment
and Management Act 2002 or NSW Police by whom the employee is directly engaged.
"Department Head" means a Department Head
specified in Column 2 of Schedule 1 of the Public Sector Employment and
Management Act 2002 or the Commissioner of Police.
"Employee"
means a person employed in accordance with the Public Sector
Employment and Management Act 2002 by a Department or by NSW Police pursuant to the Police
Act 1990 (excluding a police officer as defined in the Police Act
1990) in one of the classifications listed in clause 3 of this Award.
"PRB"
means the NSW Psychologists Registration Board
"Director
of Public Employment" means the employer for industrial purposes under
the Public Sector Employment and Management Act 2002.
3. Classifications
PSYCHOLOGIST
A Psychologist shall have the following characteristics:
EDUCATION, TRAINING AND EXPERIENCE
Must possess a degree requiring the equivalent of 4
years full time study in psychology from a PRB recognised tertiary institution and either be fully
registered as a Psychologist or be provisionally registered as an Intern
Psychologist with the PRB
Fulfil registration requirements within relevant
timeframes in order to obtain full registration with the PRB (Intern
Psychologists only)
TASK
Provide
a competent psychological service through assessment, counselling and
therapeutic interventions appropriate to the employment context.
JUDGEMENT AND PROBLEM-SOLVING
Provides generalist psychological assessment,
counselling and therapeutic interventions
Increasingly complex problems as allocated and
monitored by the designated manager and/or in consultation with the
professional supervisor.
SUPERVISION AND INDEPENDENCE
Works under the professional supervision of the
designated manager and/or the professional supervisor.
May work as part of a team of psychologists and/or as a
member of a multidisciplinary team
Psychologists trained and accredited by the PRB as a
supervisor with a minimum of 3 years post registration experience may be
reasonably required by the Department to supervise an Intern Psychologist who
is in the process of gaining full registration with the PRB.
ORGANISATIONAL RELATIONSHIPS AND IMPACT
May assist in the formulation of management and case
plans
Liaison with relevant internal and external
stakeholders
SENIOR PSYCHOLOGIST
In addition to performing the work of a Psychologist, a
Senior Psychologist shall have the following characteristics:
EDUCATION, TRAINING AND EXPERIENCE
Full registration as a psychologist in NSW with the PRB
Highly developed expertise in a relevant area of
psychology (e.g. assessment/treatment/ programming / behaviour management)
TASK
Provides more complex assessment, case formulation and
intervention by exercising independent professional judgement
Management of complex cases
Superior assessment; treatment; programming; behaviour
management; therapeutic program development; and/or research skills, which
result in the development of more effective interventions
May provide consultation, training and supervision
within an area of specific expertise to other psychologists
May conduct and set psychological research and
evaluation projects for the Department as required.
JUDGEMENT AND PROBLEM-SOLVING
Exercises independent psychological judgement
Is recognised for sound professional judgement
Exercises initiative in the development of sound work
practices or professional standards
Contributes to the development, evaluation of and
quality improvement of psychological assessment / treatment / intervention
programs across the Department
SUPERVISION AND INDEPENDENCE
May
provide supervision
Able to work independently
May work in or lead a multidisciplinary team.
Seeks advice from the designated manager and/or the
professional supervisor in appropriate circumstances.
Senior Psychologists trained and accredited by the PRB
as a supervisor with a minimum of three years post registration experience may
be reasonably required by the Department to supervise an Intern Psychologist
who is in the process of gaining full registration with the PRB.
ORGANISATIONAL RELATIONSHIPS AND IMPACT
May assist with formulation of policy
Provides sophisticated consultation to other psychologists
and other Department staff
Provides advice / input for the development, evaluation
of and quality improvement of psychological assessment / treatment /
intervention programs when required.
Forges productive organisational links with other service
providers.
SPECIALIST PSYCHOLOGIST
In addition to performing the work of a Psychologist, a
Specialist Psychologist shall have the following characteristics:
EDUCATION, TRAINING AND EXPERIENCE
Full registration as a psychologist in NSW with the PRB.
Must possess a post-graduate degree at the masters
level or higher in a specialist area deemed relevant by the employing
Department including, but not limited to, Clinical Psychology, Clinical
Neuropsychology, Counselling Psychology, and Forensic Psychology. The post
graduate degree must include components of professional training and supervised
experience and must be of at least 2 years full time duration or its
equivalent; or
Education, training and experience deemed by the
Department to be equivalent (for example as signified by membership of a
relevant APS College such as Clinical Psychology, Clinical Neuropsychology,
Counselling Psychology, Forensic Psychology).
Broad, expert relevant specialist knowledge.
TASK
Adapts psychological literature for new programs,
therapies or research.
Conducts and evaluates psychological interventions at a
high standard.
May conduct psychological research and evaluation
projects for the Department as required.
JUDGEMENT AND PROBLEM-SOLVING
Exercises independent clinical judgement.
High level diagnostic ability in relation to
psychological disorders.
High level clinical judgements according to scientific
literature.
SUPERVISION AND INDEPENDENCE
Works under the supervision of the designated manager
and/or the professional supervisor.
Knows area of expertise and will consult others on a
needs basis.
Able to work independently.
May work in or lead a multidisciplinary team.
A Specialist Psychologist trained and accredited by the
PRB as a supervisor with a minimum of three years post registration experience
may be reasonably required by the Department to supervise an Intern
Psychologist who is in the process of gaining full registration with the PRB.
ORGANISATIONAL RELATIONSHIPS AND IMPACT
Consultant to psychologists and peer consultancy within
relevant area of expertise.
May assist with formulation of policy
SENIOR SPECIALIST PSYCHOLOGIST
In addition to performing the work of a Specialist Psychologist,
a Senior Specialist Psychologist shall have the following characteristics:
EDUCATION, TRAINING AND EXPERIENCE
Full registration as a psychologist in NSW with the
PRB.
Must possess a post-graduate degree at the masters
level or higher in a specialist area deemed relevant by the employing
Department including, but not limited to, Clinical Psychology, Clinical
Neuropsychology, Counselling Psychology, and Forensic Psychology. The post
graduate degree must include components of professional training and supervised
experience and must be of at least 2 years full time duration or its
equivalent; or
Education, training and experience deemed by the
Department to be equivalent (for example as signified by membership of a
relevant APS College such as Clinical Psychology, Clinical Neuropsychology,
Counselling Psychology, Forensic Psychology).
Extensive experience as a Specialist Psychologist or
other relevant work experience deemed equivalent by the Department Head.
TASK
Is required to manage more difficult or unusual cases.
High level of clinical expertise and responsibilities.
May conduct and set psychological research and
evaluation projects for the Department as required.
JUDGEMENT AND PROBLEM-SOLVING
Resolves complex clinical problems.
May provide advice and input for service planning e.g.,
at sector or area level.
Resolves issues likely to have wide impact on the
profession and organisation within area of expertise.
SUPERVISION AND INDEPENDENCE
May provide supervision.
May work in or lead a multidisciplinary team.
Major contributions to the quality management and
evaluation of psychological services within area of expertise.
A Senior Specialist Psychologist trained and accredited
by the PRB as a supervisor with a minimum of three years post registration
experience may be reasonably required by the Department to supervise an Intern
Psychologist who is in the process of gaining full registration with the PRB.
ORGANISATIONAL RELATIONSHIPS AND IMPACT
Higher level consultancy role within the Department and
with external agencies
CHIEF PSYCHOLOGIST
A Chief Psychologist shall have the following
characteristics:
EDUCATION, TRAINING AND EXPERIENCE
Full registration as a psychologist in NSW.
Must possess a post-graduate degree at the masters
level or higher in a specialist area deemed relevant by the employing
Department including, but not limited to, Clinical Psychology, Clinical
Neuropsychology, Counselling Psychology, and Forensic Psychology. The post
graduate degree must include components of professional training and supervised
experience and must be of at least 2 years full time duration or its
equivalent: The Department Head may
approve other appropriate degrees or experience for entry to this
classification.
High-level expertise of a specific relevant area within
the profession.
Substantial experience in professional supervision
and/or management in the relevant area.
Superior skills in coordinating a comprehensive program
or services.
TASK
Develops appropriate policy in a specific area.
May conduct and set research and evaluation projects
for the Department as required.
Provides high level consultation to the Department
within specific professional areas,
Devises and manages training programs of professional
relevance to psychologists
JUDGEMENT AND PROBLEM-SOLVING
Provide
a psychological service in the most complex cases.
Applies policy and procedures independently in
decision-making.
Exercises independent and expert judgement in making
recommendations on implementation of policy and allocation of resources.
SUPERVISION AND INDEPENDENCE
May work in or lead a multi-disciplinary team.
May manage the implementation of state-wide
psychological and behavioural programs delivered by multi-disciplinary teams.
May professionally supervise a team of skilled
psychologists.
Provides leadership and professional supervision to all
psychologists within
designated area of responsibility.
Works with a high level of independence.
ORGANISATIONAL RELATIONSHIPS AND IMPACT
Consultancy,
negotiation with other organisations on service provision/case management at a
regional or area level.
Provides
professional psychological advice to management.
Manages a larger multi-disciplinary team or several
teams of psychologists.
High level liaison with relevant internal and external
stakeholders.
PRINCIPAL PSYCHOLOGIST
A Principal Psychologist shall have all of the following
characteristics:
EDUCATION, TRAINING AND EXPERIENCE
Full registration as a psychologist in NSW.
Must possess a post-graduate degree at the masters
level or higher in a specialist area deemed relevant by the employing
Department including, but not limited to, Clinical Psychology, Clinical
Neuropsychology, Counselling Psychology, Forensic Psychology. The post graduate
degree must include components of professional training and supervised
experience and must be of at least 2 years full time duration or its
equivalent: The Department Head may
approve other appropriate degrees or experience for entry to this
classification.
Substantial relevant clinical, supervisory and
management skills.
Understands relevance of their discipline to the role
of the Department.
Superior knowledge of research relevant to the service.
Possess
significant expertise in the delivery and management of psychological services.
TASK
May
conduct and set psychological research and evaluation projects for the
Department as required.
Ensures
the delivery and quality of psychological services provided throughout the
Department.
Reviews programs and services across the Department.
High level policy advice on deployment of services and
professional resources.
Provides strategic advice informed by up-to-date
knowledge in the relevant area.
Oversees maintenance of professional standards in
psychological practice.
JUDGEMENT AND PROBLEM-SOLVING
Strategic planning, negotiation with other
organisations and Departments at a statewide level.
Authoritative advice to the organisation on
psychological matters.
Significant strategic, policy or service delivery input
at an organisational level.
SUPERVISION AND INDEPENDENCE
Provides leadership to all psychologists in the
Department.
Works with a high level of independence.
Provides
professional supervision of the Chief Psychologists and/or other senior
classifications as deemed appropriate.
Ensures
a high quality of professional supervision within the Department
ORGANISATIONAL RELATIONSHIPS AND IMPACT
Represent
the Department to external bodies, as required, in relation to psychological
matters.
Provide
high level advice to senior management of the Department and other key clients.
Has significant policy or service delivery influence at
an organisational level.
High level liaison with relevant internal and external
stakeholders.
4. Appointment and
Progression
Appointment to the Chief or Principal Psychologist
classification is subject to the occurrence of a vacancy in the relevant
classification. Appointment to Senior
Psychologist, Specialist Psychologist or Senior Specialist Psychologist is
subject either to the occurrence of a vacancy in the relevant classification or
to the following reclassification process:
4.1 An applicant for
reclassification as a Senior Psychologist, Specialist Psychologist or Senior
Specialist Psychologist is required to submit a written application detailing
how he or she meets the characteristics for the higher classification as specified
in clause 3 of this Award. The
application must include a supporting reference from his or her professional
supervisor.
4.2 The
Classification Committee tests the application by peer professional review,
against the relevant classification characteristics by way of formal interview.
4.3 The
Classification Committee consists of:
(a) The departmental
Principal or a departmental Chief Psychologist (or equivalent).
(b) A Human
Resources Manager (or equivalent) as designated by the Department, and
(c) A Principal or
Chief Psychologist or equivalent from another Department (to ensure equity of
standards and process).
4.4 The
Classification Committee makes a recommendation to the Department Head on
whether or not to approve the reclassification.
4.5 An applicant for
reclassification to the position of Senior Psychologist shall have completed a
minimum of one year at the 9th year of service point on the salary scale for a
Psychologist.
4.6 An applicant for
reclassification to the position of Senior Specialist Psychologist shall have
completed a minimum of one year at the 5th year of service on the salary scale
for Specialist Psychologist (or a previously equivalent classification).
4.7 An applicant for
reclassification to the position of Specialist Psychologist shall have
completed a minimum of one year at the 9th year of service of the Psychologists
salary scale or the 3rd year of service of the Senior Psychologists salary
scale unless the applicant has obtained a relevant Master’s degree or higher.
4.8 Any application
for reclassification to the position of Specialist Psychologist by an applicant
who does not possess a Masters Degree must be made prior to 30 June 2008.
4.9 An applicant can
only make one application for reclassification to the same classification
within a twelve month period.
5. Salaries
5.1 The annual salaries payable to employees
covered by this Award are as set out in Table 1 - Salaries, of Part B of this
Award.
5.2 The salary rates and allowance set at the
date of commencement of this Award will increase in accordance with the Crown
Employees (Public Sector - Salaries 2008) Award and any variation or
replacement award.
5.3 Existing employees at 9 October 2006
were transferred to the classification and salary step in the new
classification in accordance with the transitional arrangements in clause 6.
5.4 Commencing salary and progression for
psychologists are set out in Table 3 - Commencing Salary and Progression -
Psychologists, of Part B of this Award.
6. Transitional Arrangements
6.1 Under the former Crown Employees
(Psychologists) Award published 9 March 2007 (362 IG 170), existing employees
at 9 October 2006 were transferred to the appropriate classification contained
within this Award as described in the following table and in accordance with
subclauses 6.2 to 6.6 of this clause:
|
Previous
classification
|
New Classification
|
|
|
|
|
Psychologist
|
Psychologist
|
|
Clinical Psychologist
|
Specialist Psychologist
|
|
Neuropsychologist - DCS
|
Specialist Psychologist
|
|
Senior Psychologist - DCS (Year 1 and Year 2)
|
Senior Specialist Psychologist (Year 1)
|
|
Senior Psychologist - DCS (Year 3)
|
Senior Specialist Psychologist (Year 2)
|
|
Specialist Services Coordinator -DJJ
|
Senior Specialist Psychologist (Year 1)
|
|
Senior Clinical Psychologist
|
Senior Specialist Psychologist (Year 1)
|
|
Senior Program Co-ordinator - DADHC
|
Senior Specialist Psychologist (Year 1)
|
|
Deputy Principal Psychologist (DOCs)
|
Chief Psychologist
|
|
Chief Psychologist - DCS
|
Chief Psychologist
|
|
Assistant Director, Psychological and Specialist
|
Chief Psychologist
|
|
Services (DJJ)
|
|
|
Principal Psychologist (DOCs)
|
Principal Psychologist
|
|
Head Psychologist - DCS
|
Principal Psychologist
|
|
Director, Psychological and Specialist Services (DJJ)
|
Principal Psychologist
|
6.2 Employees
transferring to the new classifications of Psychologist or Specialist Psychologist
in accordance with clause 6.1 above shall move to the incremental step within
the new classification corresponding to the incremental step in his or her
previous classification. Where the
employee has been on an incremental step in his or her previous classification
which is higher (in number of years) than the highest incremental step in the
new classification, the employee will transfer to the highest incremental step
in the new classification.
6.3 Employees
transferring to the new classification of Senior Specialist Psychologist in
accordance with clause 6.1 above shall move to the incremental step listed in
the table above.
6.4 Where there is
an increase in salary the date of transfer to the new incremental step will
become the new annual increment date.
6.5 In addition to
clauses 6.1 - 6.4 above, the special transitional arrangements set out in Table
4 to this Award shall apply.
6.6 At the time of
the commencement of this Award, no existing employee covered by this Award will
suffer a reduction in their rate of pay or any loss or diminution of their
Award conditions of employment as a consequence of the making of this Award
whilst they continue to occupy the position they transitioned to.
7. Conditions of Employment
7.1 General Conditions
The
employees regulated by this Award shall be entitled to the conditions of
employment as set out in this Award, and, except where specifically varied by
this Award, existing conditions provided for under the Public Sector
Employment and Management Act 2002, the Public Sector Employment and
Management (General) Regulation 1996, and the Crown Employees (Public Service
Conditions of Employment) Reviewed Award 2006 and the Crown Employees
(Public Sector - Salaries 2008) Award or any replacement awards.
7.2 Professional
Supervision
Intern Psychologists shall be provided with
professional supervision in accordance with PRB guidelines as amended from time
to time.
All psychologists’ classifications shall be provided
with professional supervision to maintain competence in their area of practice
through ongoing supervision in accordance with PRB guidelines.
7.3 Materials of
Work
Appropriate rooms will be provided for conducting
clinical interviews and/or assessments with clients/offenders to ensure psychologists
are able to meet requirements, subject to occupational health and safety
obligations, of auditory privacy and client confidentiality. In addition the employer will provide ready
access to appropriate test materials, including a set of relevant current
psychometric instruments.
7.4 Professional
Development
Psychologists shall have appropriate and equitable
access to professional training, education and conference attendance relevant
to both the employer and employee in order that they may maintain competence
through ongoing professional development in accordance with PRB
guidelines. The Department shall not
unreasonably refuse requests by psychologists to attend relevant training,
education and conferences. Attendance
at approved training, education and conferences shall be in accordance with the
Staff Training and Development Clause of the Crown Employees (Public Service
Conditions of Employment) Reviewed Award 2006 as amended from time to time.
8. Environmental Allowance
8.1 Environmental Allowance
Psychologists who have substantial regular and direct
contact with offenders/clients in correctional centres operated by the
Department of Corrective Services and Juvenile Justice Centres operated by the
Department of Juvenile Justice shall be paid the environmental allowance
specified in Item 1 of Table 2, Environmental Allowance of Part B, Monetary
rates. The allowance shall be paid
under the following conditions:
(a) the work
location is totally within a Correctional or Juvenile Justice Centre to attract
full payment;
(b) there must be
regular, direct and substantial contact with offenders/clients;
(c) the allowance
can be paid on a pro-rata basis if the contact is not on a full time basis,
i.e. 2 - 3 days attracts 50 per cent, 4 - 5 days attracts 100 per cent; and
(d) offender/client
contact is generally in a "supervisory" capacity i.e. contact is for
professional purposes.
8.2 The
environmental allowance will increase in accordance with the Crown Employees
(Public Sector - Salaries 2008) Award and any variation or replacement award.
9. Grievance and
Dispute Settling Procedures
9.1 All grievances
and disputes relating to the provisions of this award shall initially be dealt
with as close to the source as possible, with graduated steps for further
attempts at resolution at higher levels of authority within the appropriate
department, if required.
9.2 An employee is
required to notify in writing their immediate manager, as to the substance of
the grievance, dispute or difficulty, request a meeting to discuss the matter,
and if possible, state the remedy sought.
9.3 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 employee to
advise their immediate manager the notification may occur to the next
appropriate level of management, including where required, to the Department
Head or delegate.
9.4 The immediate
manager, or other appropriate officer, shall convene a meeting in order to
resolve the grievance, dispute or difficulty within two (2) working days, or as
soon as practicable, of the matter being brought to attention.
9.5 If the matter
remains unresolved with the immediate manager, the employee may request to meet
the appropriate person at the next level of management in order to resolve the
matter. This manager shall respond within two (2) working days, or as soon as
practicable. The employee may pursue the sequence of reference to successive
levels of management until the matter is referred to the Department Head.
9.6 The Department
Head may refer the matter to the Director of Public Employment for
consideration.
9.7 If the matter
remains unresolved, the Department Head shall provide a written response to the
employee and any other party involved in the grievance, dispute or difficulty,
concerning action to be taken, or the reason for not taking action, in relation
to the matter.
9.8 An employee, at
any stage, may request to be represented by the Association.
9.9 The Association
or the Department Head may refer the matter to the New South Wales Industrial
Relations Commission if the matter is unresolved following the use of these
procedures.
9.10 The employee,
Association, Department and the Director of Public Employment shall agree to be
bound by any order or determination by the New South Wales Industrial Relations
Commission in relation to the dispute.
9.11 Whilst the
procedures outlined in subclauses 9.1 to 9.10 of this clause are being
followed, normal work undertaken prior to notification of the dispute or
difficulty shall continue unless otherwise agreed between the parties, or, in
the case involving occupational health and safety, if practicable, normal work
shall proceed in a manner which avoids any risk to the health and safety of any
employee or member of the public
10. Anti
Discrimination
10.1 It is the
intention of the parties bound by this Award to seek to achieve the object in
section 3(f) of the Industrial Relations Act 1996 to prevent and
eliminate discrimination in the workplace.
This includes discrimination on the grounds of race, sex, marital
status, disability, homosexuality, transgender identity, age and responsibilities
as a carer.
10.2 It follows that
in fulfilling their obligations under the dispute resolution procedure
prescribed by this Award the parties have obligations to take all reasonable
steps to ensure that the operation of the provisions of this Award are not
directly or indirectly discriminatory in their effects. It will be consistent with the fulfilment of
these obligations for the parties to make application to vary any provision of
the Award which, by its terms or operation, has a direct or indirect
discriminatory effect.
10.3 Under the Ant-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.
10.4 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; and
(d) a party to this
Award from pursuing matters of unlawful discrimination in any State or Federal
jurisdiction.
10.5 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.
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 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."
11. Area, Incidence
and Duration
11.1 This Award shall
apply to employees as defined in clause 2, Definitions of this Award.
11.2 This award
replaces the following instruments insofar as they apply to those employees:
(a) Guidance
Officer, Department of Industrial Relations; Research Officers, Division of
Vocational Guidance Services, Department of Industrial Relations, Department of
Corrective Services, Department of Family and Community Services, Department of
Health NSW; Research Officers (Non-Legally Qualified) Law Reform Commission,
Department of Attorney General; Psychologists, Department of Health NSW,
Department of Corrective Services, Department of Family and Community Services;
Research Anthropologists, Department of Health NSW; Rehabilitation Counsellor
Workers Compensation Commission Agreement No. 2405 of 1982 and Amending
Agreement No. 2520 of 1989
(b) Psychologists -
Department of Corrective Services PEO Determinations effective 12 March 1998 and
25 August 2000
(c) Clinical
Neuropsychologist - Department of Corrective Services; Determination No.937 of
2004
(d) Psychologist-in-Charge,
Department of Ageing, Disability and Home Care Determination No. 933 of 2004
11.3 This award is
made following a review under section 19 of the Industrial Relations Act
1996 and rescinds and replaces the Crown Employees (Psychologists) Award
published 9 March 2007 (362 I.G. 170).
11.4 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 16 February 2009.
11.5 The award remains
in force until varied or rescinded, the period for which it was made having
already expired.
PART B
Table 1 - Salary Rates
Applying from the beginning of the first pay period to
commence on or after the dates in the column headings:
|
Psychologists
|
|
Classification and Grade
|
1.7.07
|
1.7.08
|
1.7.09
|
1.7.10
|
|
|
|
Per annum
|
Per annum
|
Per annum
|
Per annum
|
|
|
|
|
+4%
|
+4%
|
+4%
|
|
|
|
$
|
$
|
$
|
$
|
|
|
Psychologist -
|
|
|
|
|
|
|
1st year
|
48,684
|
50,631
|
52,656
|
54,762
|
|
|
2nd year
|
51,318
|
53,371
|
55,506
|
57,726
|
|
|
3rd year
|
53,948
|
56,106
|
58,350
|
60,684
|
|
|
4th year
|
57,237
|
59,526
|
61,907
|
64,383
|
|
|
5th year
|
60,527
|
62,948
|
65,466
|
68,085
|
|
|
6th year
|
63,816
|
66,369
|
69,024
|
71,785
|
|
|
7th year
|
67,107
|
69,791
|
72,583
|
75,486
|
|
|
8th year
|
69,739
|
72,529
|
75,430
|
78,447
|
|
|
9th year and thereafter
|
72,368
|
75,263
|
78,274
|
81,405
|
|
|
|
|
|
|
|
|
|
Senior Psychologist -
|
|
|
|
|
|
|
1st year
|
76,317
|
79,370
|
82,545
|
85,847
|
|
|
2nd year
|
79,607
|
82,791
|
86,103
|
89,547
|
|
|
3rd year and thereafter
|
82,896
|
86,212
|
89,660
|
93,246
|
|
|
|
|
|
|
|
|
|
Specialist Psychologist -
|
|
|
|
|
|
|
1st year
|
69,739
|
72,529
|
75,430
|
78,447
|
|
|
2nd year
|
73,684
|
76,631
|
79,696
|
82,884
|
|
|
3rd year
|
77,633
|
80,738
|
83,968
|
87,327
|
|
|
4th year
|
81,580
|
84,843
|
88,237
|
91,766
|
|
|
5th year and thereafter
|
85,526
|
88,947
|
92,505
|
96,205
|
|
|
|
|
|
|
|
|
|
Senior Specialist Psychologist -
|
|
|
|
|
|
1st year
|
89,475
|
93,054
|
96,776
|
100,647
|
|
2nd year
|
92,106
|
95,790
|
99,622
|
103,607
|
|
3rd year and thereafter
|
94,738
|
98,528
|
102,469
|
106,568
|
|
|
|
|
|
|
|
Chief Psychologist -
|
|
|
|
|
|
1st year
|
99,320
|
103,293
|
107,425
|
111,722
|
|
|
|
|
|
|
|
Principal Psychologist -
|
|
|
|
|
|
1st year and thereafter
|
107,896
|
112,212
|
116,700
|
121,368
|
Table 2 -
Environmental Allowance
Applying from the beginning of the first pay period to
commence on or after the dates in the column headings:
|
Item. No
|
Clause No.
|
Description
|
1.7.07
|
1.7.08
|
1.7.09
|
1.7.10
|
|
|
|
|
$
|
$
|
$
|
$
|
|
1
|
8
|
Environmental Allowance
|
2,229
|
2,318
|
2,411
|
2,507
|
Table 3 - Commencing Salary
and Progression
Psychologists
Intern
Psychologists shall commence at year 1 of the scale for Psychologist and may
progress by way of annual increment to year 2, subject to satisfactory conduct
and services. Progression to year 3 shall occur effective from the date of
registration with the PRB. The date of registration will become the new annual
increment date.
The
Department Head may consider progression past year 2 up to year 3 only where
there are extenuating circumstances which have prevented the Psychologist from
achieving full registration within the standard 2 year period.
Provided
that where a Psychologist has already met the criteria for full registration
and is registered in accordance with the Psychologists Act 2001, he/she
shall commence at Year 3 of the scale for Psychologist, unless the Department
Head otherwise approves a higher commencing salary.
Except
for an Intern Psychologist, progression to the next due increment occurs after
12 months service at a particular increment in accordance with clause
16, Increments, of Part 3, Conditions of Service of the Public Sector
Employment and Management (General) Regulation 1996.
Senior Psychologists
A
Senior Psychologist will commence at year 1 of the salary scale for Senior
Psychologist unless the Department Head approves otherwise.
Psychologists
promoted to this classification shall enter at the salary for the Senior
Psychologist classification that is immediately above the salary previously
applying to that person as Psychologist unless the Department Head approves
otherwise.
Progression
to the next due increment occurs after 12 months service at a particular
increment in accordance with clause 16, Increments, of Part 3, Conditions of
Service of the Public Sector Employment and Management (General) Regulation
1996.
Specialist Psychologists
A
Specialist Psychologist will commence at year 1 of the salary scale for
Specialist Psychologist unless the Department Head approves otherwise.
Psychologists
promoted to this classification shall enter at the salary for the Specialist
Psychologist classification that is immediately above the salary previously
applying to that person as Psychologist or Senior Psychologist unless the
Department Head approves otherwise.
Progression
to the next due increment occurs after 12 months service at a particular increment
in accordance with clause 16, Increments, of Part 3, Conditions of
Service of the Public Sector Employment and Management (General) Regulation
1996.
Senior Specialist Psychologist
A
Senior Specialist Psychologist will commence at year 1 of the salary scale for
Senior Specialist Psychologist unless the Department Head approves otherwise.
Psychologists
promoted to this classification shall enter at the salary for the Senior Specialist
Psychologist classification that is immediately above the salary previously
applying to that person as Psychologist, Senior Psychologist or Specialist
Psychologist unless the Department Head approves otherwise.
Progression
to the next due increment occurs after 12 months service at a particular
increment in accordance with clause 16, Increments, of Part 3,
Conditions of Service of the Public Sector Employment and Management (General)
Regulation 1996.
Table 4 - Special
Transitional Arrangements
1. Employees in the positions listed in the
table below at the time of making the former Crown Employees (Psychologists)
Award on 9 October 2006 received an increase of 5% as detailed with Column C.
|
Column A
|
Column B
|
Column C
|
Column D
|
Column E
|
|
Previous
Classification
|
Previous
Salary
|
Salary
after
|
New Award
|
New
|
|
|
|
5%
increase
|
Classification
|
Award Salary
|
|
|
$
|
$
|
$
|
$
|
|
Department
of Corrective Services
|
|
Psychologist
step 10
|
67,397
|
70,767
|
Psychologist year 9
|
69,585
|
|
Psychologist
step 11
|
70,612
|
74,143
|
Psychologist year 9
|
69,585
|
|
Psychologist
step 12
|
73,112
|
76,768
|
Psychologist
year 9
|
69,585
|
|
Psychologist
step 13
|
75,612
|
79,393
|
Psychologist
year 9
|
69,585
|
|
Clinical
Psychologist -
|
|
|
|
|
|
Neuro
psychologist step 6
|
79,142
|
83,099
|
Specialist Psychologist
|
|
|
|
|
|
year 5
|
82,237
|
|
Chief
Psychologist Step 3
|
91,356
|
95,924
|
Chief Psychologist
|
95,500
|
|
Head
Psychologist Step 3
|
101,504
|
106,579
|
Principal Psychologist
|
103,746
|
|
Department of Community Services
Department of Ageing, Disability and Homecare and NSW
Police
|
|
Psychologist
step 10
|
67,396
|
70,766
|
Psychologist year 9
|
69,585
|
|
Psychologist
step 11
|
70,610
|
74,141
|
Psychologist year 9
|
69,585
|
|
Department of Juvenile Justice
|
|
Psychologist
step 10
|
67,397
|
70,767
|
Psychologist year 9
|
69,585
|
|
Psychologist
step 11
|
70,610
|
74,141
|
Psychologist year 9
|
69,585
|
|
Director
year 4
|
101,849
|
106,941
|
Principal Psychologist
|
103,746
|
|
|
|
|
|
|
2. 1 per cent of the 5 per cent increase is
to be absorbed into each of the general increases to salary rates over the next
5 years or until the salary rate has aligned with the corresponding salary
under this award for that classification, whichever is sooner.
3. For example, on 1 July 2007, employees
shall receive a salary increase of a minimum of 3%, not 4% as specified in Table
1.
4. When an employee is promoted or
reclassified to a new classification the employee shall move to the salary
point for the new classification that is immediately above their salary rate
(inclusive of the 5% increase), in accordance with Table 3. The 5% increase and
its absorption will not apply to the new classification.
5. Employees on the previous
classifications of Psychologist step 10, Psychologist step 11, Psychologist step
12 and Psychologist step 13 are not eligible for incremental progression while
they remain employed in that classification.
E.
A. R. BISHOP, Commissioner
____________________
Printed by
the authority of the Industrial Registrar.