Crown
Employees (Librarians, Library Assistants, Library Technicians and Archivists)
Award
INDUSTRIAL RELATIONS
COMMISSION OF NEW SOUTH WALES
Review of Award pursuant to Section 19 of the Industrial
Relations Act 1996.
(No. IRC 71 of 2012)
|
Before The Honourable
Mr Justice Staff
|
27 April 2012
|
REVIEWED
AWARD
Arrangement
PART A
Clause No. Subject Matter
1. Title
2. Parties
3. Salaries
4. Definitions
5. Descriptors
6. Commencing
Rates of Pay
7. Conditions
of Employment
8. Anti-Discrimination
9. Dispute
Resolution Procedures
10. Area,
Incidence and Duration
PART B
MONETARY RATES
Schedule 1 - Salaries
PART A
1. Title
This award shall be known as the Crown Employees
(Librarians, Library Assistants, Library Technicians and Archivists) Award .
2. Parties
The parties to this Award are:
Director-General, Department of Premier and Cabinet
New South Wales Technical and Further Education
Commission
Public Service Association and Professional Officers’
Association Amalgamated Union of New South Wales
3. Salaries
3.1 The salaries
payable to employees covered by this award are as set out in Schedule 1 -
Salaries, of Part B, Monetary Rates, of this award.
3.2 The salaries set
out in Schedule 1 - Salaries of the said Part B are in accordance with the
Crown Employees (Public Sector - Salaries 2008) Award.
4. Definitions
"Archivist" means an employee appointed as
such who possesses archivist qualifications acceptable for professional
membership of the Australian Society of Archivists (ASA) or other combination
of qualifications and experience deemed by the Department Head/Managing
Director or the Public Service Commission to be equivalent, that meet the
minimum standard of skill and knowledge inherent in the ASA standard.
"Employee" means a person employed
(permanently or temporarily - including part time) under the Public Sector
Employment and Management Act 2002, or the Technical and Further Education
Commission Act 1990 No 118 (within the classifications).
"Librarian" means an employee appointed as
such who possesses qualifications acceptable for professional membership of the
Australian Library and Information Association (ALIA) or other combination of
qualifications and experience deemed by the Department Head/Managing Director
or the Public Service Commission to be
equivalent, that meet the minimum standard of skill and knowledge inherent in
the ALIA standard.
"Library Technician" means an employee
appointed as such who possesses qualifications acceptable for library
technician membership of the Australian Library and Information Association
(ALIA) or other combination of qualifications and experience deemed by the
Department Head/Managing Director or the
Public Service Commission to be equivalent, that meet the minimum
standard of skill and knowledge inherent in the ALIA standard.
"Library Assistant" means an employee
appointed as such who is eligible for enrolment in a course of study that leads
to a qualification acceptable for either professional or library technician
membership of the Australian Library and Information Association (ALIA).
"TAFE" means the New South Wales Technical
and Further Education Commission.
"Union" means the Public Service Association
and Professional Officers' Association Amalgamated Union of New South Wales.
5. Descriptors
Archivist Grade 1
A professional practitioner at this level:
(a) Undertakes
professional archives work of an operational nature. May manage discrete
archival projects or archival operations and systems in a multi-disciplinary
unit or team.
(b) Requires sound
knowledge of archival/record keeping concepts, principles and theory, and a
sound understanding of archival/record keeping systems, practices and
procedures. May also require an
understanding of specific archival/record keeping systems, collections, services
or functions.
(c) Exercises judgment
in dealing with a range of operational and/or conceptual tasks and problems
with reference to established standards, practices and procedures. Is able to adapt systems, standards and
priorities and deviate to a limited extent from precedent. With experience, may solve non-routine
problems by applying principle and theory with reference to precedent.
(d) Works under
general supervision of a senior professional or manager. Works either individually or co-operatively as
a member of a team or as the leader of a small non-hierarchical team.
(e) The outcome of
work is usually direct or short-term to intermediate, but may be long-term and
may affect clients, collections, co-workers or other agencies. Work may assist in the formulation of
procedures or policies and contribute to the body of professional knowledge.
Archivist Grade 2
An experienced professional practitioner or developing
specialist at this level:
(a) Undertakes
professional archives work of an operational nature at a more complex/in depth
or demanding level. May manage discrete
archival projects, or archival operations and systems in a multi-disciplinary
unit or team. May provide advice and
assistance to Archivists Grade 1.
(b) Requires a
well-developed knowledge of archival/record keeping concepts, principles and
theory, and well-developed skills in the application of archival/record keeping
systems, practices and procedures, which may include specialised systems,
collections, services or functions.
(c) Exercises
judgement and initiative in dealing with a range of complex tasks and problems
with reference to established standards, practices and procedures. Is able to adapt systems, standards or
priorities and deviate from precedent.
(d) Works under general
direction of a senior professional or manager.
Works either individually or cooperatively as a member of a
non-hierarchical team or as a leader or supervisor of a team or discrete
project.
(e) The outcome of
work, including decisions, is direct but may be long-term in its effects on
clients, collections, co-workers or other agencies. May assist in the formulation of policy and advice to senior
management. Work often contributes to
the body of professional knowledge.
Archivist Grade 3
A senior professional practitioner, manager, or
specialist at this level:
(a) Undertakes
projects and other professional work of a policy or specialist nature, or
manages a substantial service, project or team, or a range of smaller projects/
services/teams. May manage an
archives/records unit in an agency and/or provide specialised advice to senior
agency management or staff.
(b) Requires
substantial knowledge of archival/record keeping concepts, principles and
theory. Has a high level of proficiency
and expertise in specific system/s, collection/s, service/s, function/s or
policy area/s. Requires either
management expertise or standing as a recognised internal authority in an area
of the discipline of significance to the organisation or the sector.
(c) Exercises
judgement and initiative in dealing with a range of complex and detailed
operational, conceptual or policy-related problems and tasks that may extend
beyond the immediate work area. May
develop or introduce enhancements to practices, systems, procedures and
services with limited reference to suitable precedent. Demonstrates a sound understanding and
ability to interpret professional standards, practices and theory.
(d) Works under
guidance of a senior specialist or professional manager. Work may be reviewed periodically or at key
stages for soundness of judgement and adherence to organisational or
sector-wide objectives and policies.
(e) The outcome of
work, including decisions, is usually intermediate to long-term and may have
considerable effect and impact on the objectives and performance of service
delivery for clients, collections or co-workers, or on sector-wide policy or
performance/compliance. Work may
contribute to the body of professional, subject or policy area knowledge.
Archivist Grade 4
A professional manager or senior specialist at this
level:
(a) Leads and
manages significant organisational service/s, project/s or program/s, and/or
provides authoritative highly specialised advice to senior management, the
organisation as a whole or external parties.
May initiate and implement a major archives/records project or program,
or oversee the operations and systems of a substantial archives/records program
in an agency.
(b) Requires
significant knowledge of archival/record keeping concepts, principles and
theory extending across multiple aspects of the discipline. Also requires
either significant management expertise or standing as a recognised internal or
external authority on system/s, collection/s, service/s or policy area/s of
significance to the organisation, industry or profession.
(c) Exercises
independent or interpretive judgement and initiative in dealing with a range of
highly complex and detailed operational or conceptual problems and tasks. Is
able to create new systems, standards or approaches and interpret information
where there is little or no precedent.
Demonstrates an extensive understanding of professional standards and
multiple aspects of archives/record keeping that require new and unique
solutions.
(d) Works with
occasional managerial or professional review or independently as a recognised
specialist. Work is primarily reviewed for effectiveness and progress towards
agreed objectives.
(e) The outcome of
work, including decisions, has significant long-term effect, and usually
contributes substantially to organisational performance and/or to the body of
professional, subject or policy area knowledge. Work has significant legal,
policy or service delivery implications at an organisational or sector-wide level.
Archivist Grade 5
A senior professional manager or principal specialist
at this level:
(a) Leads and
directs a branch or program of strategic significance to the organisation,
and/or provides authoritative advice of the highest order on an area of specialist
or policy expertise or significance to the organisation, industry, profession
or sector.
(b) Requires
extensive knowledge of archives/record keeping concepts, principles and theory
extending across multiple aspects of the discipline. Requires extensive
management expertise and detailed knowledge of policy and/or service delivery
and development issues, and/or standing as a recognised authority of the
highest level on system/s, collection/s, service/s or policy area/s, or an area
of the discipline of significance to the organisation, industry, profession or
sector.
(c) Exercises
critical or managerial judgement and initiative of the highest order to
anticipate, conceptualise and resolve sophisticated problems that have
strategic organisational impact. Is
able to independently conceive of and implement program objectives and
strategies, or new systems or approaches in the absence of precedent.
(d) Work is
primarily guided by organisational policies and administrative controls.
(e) The impact of decisions
and actions is strategic. Work
contributes substantially to organisational performance and/or the body or
professional, subject or policy area knowledge and has significant legal,
policy or service delivery implications at an organisational or sector-wide
level.
Library Assistant
A practitioner at this level:
(a) Performs routine
activities to gain practical experience required for the operation of
information systems and services to clients.
(b) Requires ability
to develop skills in, and knowledge of library and information standards,
procedures, practices and operations, and specific library collections obtained
from formal course work and/or workplace training.
(c) Exercises
judgment, where a choice of action is available within the application of
clearly established standards, practices and procedures.
(d) Works under
direct supervision of a senior paraprofessional or a professional, but
exercises increasing autonomy in prioritising and completing tasks. This may involve working co-operatively in
the organisation of work.
(e) The outcome of
work undertaken is usually of direct, but short-term effect on clients,
collections and co-workers.
Library Technician Grade 1
A paraprofessional practitioner at this level:
(a) Performs and/or
assists in co-ordinating activities required for the operation and maintenance
of library and information services and systems.
(b) Requires sound
knowledge and skill and the ability to develop expertise in library and
information management concepts necessary to undertake a varied range of tasks
in library procedures and operations.
(c) Exercises
judgment in dealing with a range of general or specialist tasks and problems,
with reference to established standards, practices and procedures. Some
adaptation of systems, standards or practices may be undertaken.
(d) Works under
general supervision of a senior paraprofessional or a professional or
manager. Works either individually or
co-operatively as a member of a team, or as the leader of a small non-hierarchical
team.
(e) The outcome of
work is usually direct or short-term to intermediate, but may be long term in
its effect on clients, collections and co-workers. Work may assist in the formulation of procedures or policies.
Library Technician Grade 2
An experienced paraprofessional practitioner or
specialist at this level:
(a) Performs and
co-ordinates activities required for the operation and maintenance of
information services and systems at a comprehensive level. May manage discrete library and information
management projects or coordinate the operations and systems of a unit or team.
(b) Requires
substantial knowledge and skill, as well as a high level of proficiency and
expertise in library and information principles and theory necessary to undertake
a wide range of tasks in library procedures and operations.
(c) Exercises
judgment in dealing with a range of complex or specialist tasks and problems,
and in the application of principles and theory. Is able to adapt systems, standards or priorities, and deviate
substantially from precedent.
(d) Works under
minimal direction of a senior professional or manager, and is reviewed
occasionally or at key stages. Work may
be undertaken individually as a specialist or co-operatively as a member of a
non-hierarchical team, or as a leader or supervisor of a team.
(e) The outcome of
work may have a long-term effect on clients, collections, co-workers or other
agencies. Develops or applies work
practices, procedures or policies in their area of responsibility. Work may contribute to the body of knowledge
in library and information services, or area of specialisation.
Librarian Grade 1
A professional practitioner at this level:
(a) Provides
professional library and information services and/or assists in the development
of library and information services and systems. May co-ordinate discrete
library and information management projects or assist in the operations and
systems of a unit, team or library service.
(b) Requires sound
knowledge of library and information service concepts, principles and theory,
and a sound understanding of library systems, practices and procedures.
(c) Exercises
judgment in dealing with a range of operational and/or conceptual tasks and
problems with reference to established standards, practices and
procedures. Is able to adapt systems,
standards or priorities and deviate to a limited extent from precedent. With experience may solve non-routine problems
by applying principle and theory with reference to precedent.
(d) Works under
general supervision of a senior professional or manager. Works either individually or co-operatively
as a member of a team or as the leader of a small non-hierarchical team.
(e) The outcome of
work is usually direct or short-term to intermediate, but may be long term in
its effect on clients, collections and co-workers. Work may assist in the formulation of procedures or policies and
contribute to the body of professional knowledge.
Librarian Grade 2
An experienced professional practitioner and/or
developing specialist at this level:
(a) Provides complex
or specialist library and information services. May co-ordinate/supervise a discrete library and information
management project, or the operations and systems of a unit, team or library
service.
(b) Requires a
well-developed knowledge of library and information management concepts,
principles and theory, and well-developed skills in the application of library
and information systems, collections, services or subject knowledge.
(c) Exercises judgment
and initiative in dealing with a wide range of complex tasks and problems, with
reference to established standards, practices and procedures. Is able to adapt systems, standards or
priorities and deviate substantially from precedent.
(d) Works under
general direction of a senior professional or manager. Works either individually as a specialist or
co-operatively as a member of a non-hierarchical team, or as a leader or
supervisor of a team or discrete project.
(e) The outcome of
work including decisions is direct, but may be long term in its effect on
clients, collections and co-workers.
May assist in the formulation of policy and advice to senior
management. Work often contributes to
the body of professional knowledge.
Librarian Grade 3
A senior professional practitioner, manager and/or
specialist at this level:
(a) Manages and/or
provides complex or specialist library and information services. May manage substantial library and
information management projects, or the operations and systems of a unit, team
or library service.
(b) Requires
substantial knowledge of library and information management concepts,
principles and theory. Has a high-level
of proficiency and expertise in specific systems, collections, services or
subject knowledge. Requires either
management expertise or standing as a recognised internal authority in an area
of the discipline of significance to the organisation.
(c) Exercises
judgment and initiative in dealing with a range of complex and detailed
operational or conceptual problems and tasks that may extend beyond the
immediate work area. May develop and/or
introduce enhancements to practices, systems and procedures with limited
reference to precedent. Demonstrates a
sound understanding and ability to interpret professional standards, practices
and theory.
(d) Works under
guidance of a senior professional or manager.
Work may be reviewed periodically or at key stages for soundness of
judgment and adherence to organisational objectives and policies.
(e) The outcome of
work including decisions is usually intermediate to long term, and may have
considerable effect and impact on the objectives and performance of service
delivery for clients, collections and co-workers within the legal, library and
information management context. May
formulate policy and advice to senior management. Work often contributes to the body of professional, subject or
policy area of knowledge.
Librarian Grade 4
A principal professional practitioner and/or senior manager
and/or senior specialist at this level:
(a) Leads and
manages significant organisational service/s, project/s or program/s, and/or
provides authoritative highly specialised advice to senior management, the
organisation as a whole, or external parties.
May initiate and implement a major library and information management
project or program, or oversee the operations and systems of a significant
unit, team or library service.
(b) Requires and
applies significant knowledge of library and information management concepts,
principles and theory extending across multiple aspects of the profession. Also requires either significant management
expertise or standing as a recognised internal or external authority on systems,
collections, services or subject knowledge, or an area of the discipline of
significance to the organisation, industry or profession.
(c) Exercises
independent or interpretive judgment and initiative in dealing with a range of
highly complex and detailed operational or conceptual problems and tasks. Is able to create new systems, standards or
approaches and interprets information where there is little or no
precedent. Demonstrates an extensive
understanding of professional standards and multiple aspects of library and
information services that may require new or unique solutions.
(d) Works with
occasional managerial or professional review or independently as a recognised
specialist. Work is primarily reviewed
for effectiveness and progress towards agreed organisational objectives.
(e) The outcome of
work including decisions has significant long-term effect, and usually
contributes substantially to organisational performance, and/or to the body of
professional or subject knowledge. Work
is expected to have significant policy, legal or service delivery implications
at the organisational level and may also have an impact at the State or
National level.
Librarian Grade 5
A principal professional manager and/or principal
specialist at this level:
(a) Leads and
directs a branch or program or library service of strategic significance to the
organisation and/or provides authoritative advice of the highest order in an
area of specialist expertise of significance to the organisation, industry or
profession.
(b) Requires
extensive knowledge of library and information management concepts, principles
and theory extending across multiple aspects of the profession. Requires extensive management expertise and
detailed knowledge of service delivery and development issues, and/or standing
as a recognised authority on systems, collections, services, or subject
knowledge, or an area of the discipline of significance to the organisation,
industry or profession.
(c) Exercises
critical or managerial judgment and initiative to anticipate, conceptualise and
resolve sophisticated problems that have strategic organisational impact. Is able to independently conceive of, and
implement program objectives and strategies, or new systems or approaches in
the absence of precedent.
(d) Work is
primarily guided by organisational policies and administrative controls.
(e) The outcome of
work, including decisions is strategic, and contributes substantially to
organisational performance, or to the body of professional or subject
knowledge. Work has significant legal,
policy or service delivery implications at the organisational, State or
National level.
6. Commencing Rates
of Pay
6.1 An employee
appointed as a Librarian or Archivist Grade 1 who has a qualification acceptable
for appointment that required three years full-time study (or equivalent for
part-time) shall have a commencing salary of not less than the rate prescribed
for the first year of service as set out in Schedule 1 - Salaries, of Part B,
Monetary Rates, of this award.
6.2 An employee
appointed as a Librarian or Archivist Grade 1 who has a qualification
acceptable for appointment that required a minimum of four years full-time
study (or equivalent for part-time) shall have a commencing salary of not less
than the rate prescribed for the second year of service as set out in Schedule
1 - Salaries, of Part B, Monetary Rates, of this award.
7. Conditions of
Employment
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, the Crown Employees (Public Service
Conditions of Employment) Award 2009 or
the Crown Employees (NSW TAFE Commission - Administrative and Support Staff
Conditions of Employment) Award, and the Crown Employees (Public Sector -
Salaries 2008) Award or any awards replacing these awards.
8.
Anti-Discrimination
8.1 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.
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.
8.2 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.
8.3 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.
8.4 This clause does
not create legal rights or obligations in addition to those imposed upon the
parties by the legislation referred to in this clause.
(a) Employers and
employees may also be subject to Commonwealth anti-discrimination legislation.
(b) Section 56(d) of
the Anti-Discrimination Act 1977 provides:
"Nothing in the Act affects ... any other act or
practice of a body established to propagate religion that conforms to the
doctrines of that religion or is necessary to avoid injury to the religious
susceptibilities of the adherents of that religion."
9. Grievance and
Dispute Resolution Procedures
9.1 All grievances
and dispute resolution 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/institute, 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. This sequence of reference to successive
levels of management may be pursued by the employee until the matter is
referred to the Department Head/Managing Director.
9.6 The Department
Head/Managing Director may refer the matter to the Director-General, Department
of Premier and Cabinet for consideration.
9.7 If the matter
remains unresolved, the Department Head/Managing Director 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 any action, in relation to the matter.
9.8 An employee, at
any stage, may request to be represented by their union.
9.9 The employee or
the union on their behalf, or the Department Head/Managing Director may refer
the matter to the Industrial Relations Commission of New South Wales if the matter
is unresolved following the use of these procedures.
9.10 The employee,
union, Department, and the Director-General, Department of Premier and Cabinet
and/or institute and TAFE shall agree to be bound by any order or determination
by the Industrial Relations Commission of New South Wales in relation to the
dispute.
9.11 Whilst the
procedures outlined in subclauses 9.1 to 9.9 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. In a case involving
occupational health and safety, if practicable, normal work shall proceed in a
manner that avoids any risk to the health and safety of any employee or member
of the public.
10. Area, Incidence
and Duration
This award applies to employees in the classifications
of Librarian, Library Assistant, Library Technician or Archivist employed under
the Public Sector Employment and Management Act 2002 or the Technical and
Further Education Commission Act 1990.
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 27 April 2012.
Changes made to this award subsequent to it first being
published on 27 March 2009 (367 I.G. Pg 551) 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
Schedule 1 -
Salaries
|
Classification and
Grades
|
Common Salary
|
1.7.10
|
1.7.11
|
|
|
Point
|
Per Annum
|
Per Annum
|
|
|
|
+4%
|
2.5%
|
|
|
|
$
|
$
|
|
Librarians and Archivists
|
|
|
|
|
Grade 1
|
|
|
|
|
Year 1
|
46
|
52,104
|
53,407
|
|
Year 2
|
52
|
55,131
|
56,509
|
|
Year 3
|
58
|
58,249
|
59,705
|
|
Year 4
|
64
|
61,878
|
63,425
|
|
Year 5
|
69
|
64,985
|
66,610
|
|
Year 6
|
74
|
68,075
|
69,777
|
|
Grade 2
|
|
|
|
|
Year 1
|
78
|
70,929
|
72,702
|
|
Year 2
|
82
|
73,709
|
75,552
|
|
Year 3
|
87
|
77,372
|
79,306
|
|
Year 4
|
91
|
80,479
|
82,491
|
|
Grade 3
|
|
|
|
|
Year 1
|
96
|
84,711
|
86,829
|
|
Year 2
|
99
|
87,328
|
89,511
|
|
Year 3
|
103
|
90,757
|
93,026
|
|
Year 4
|
107
|
94,382
|
96,742
|
|
Grade 4
|
|
|
|
|
Year 1
|
110
|
97,210
|
99,640
|
|
Year 2
|
113
|
100,070
|
102,572
|
|
Year 3
|
116
|
103,026
|
105,602
|
|
Year 4
|
119
|
106,236
|
108,892
|
|
Grade 5
|
|
|
|
|
Year 1
|
122
|
109,234
|
111,965
|
|
Year 2
|
125
|
112,896
|
115,718
|
|
Year 3
|
128
|
116,526
|
119,439
|
|
Year 4
|
-
|
120,479
|
123,491
|
|
Library Assistant
|
|
|
|
|
Year 1
|
20
|
40,752
|
41,771
|
|
Year 2
|
25
|
43,248
|
44,329
|
|
Year 3
|
32
|
45,959
|
47,108
|
|
Year 4
|
40
|
49,384
|
50,619
|
|
Year 5
|
44
|
51,209
|
52,489
|
|
Library Technician
|
|
|
|
|
Grade 1
|
|
|
|
|
Year 1
|
46
|
52,104
|
53,407
|
|
Year 2
|
52
|
55,131
|
56,509
|
|
Year 3
|
58
|
58,249
|
59,705
|
|
Year 4
|
64
|
61,878
|
63,425
|
|
Grade 2
|
|
|
|
|
Year 1
|
75
|
68,761
|
70,480
|
|
Year 2
|
78
|
70,929
|
72,702
|
|
Year 3
|
82
|
73,709
|
75,552
|
|
Year 4
|
87
|
77,372
|
79,306
|
|
|
|
|
|
|
C.
G. STAFF J.
____________________
Printed by
the authority of the Industrial Registrar.