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.
(No. IRC 75 of 2012)
|
Before The Honourable
Mr Justice Staff
|
20 June 2012
|
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 Public Sector Employment and Management Act 2002
and the Public Sector Employment and Management (General) Regulation 1996 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 Department, except
where agreed upon between the department 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
"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.
"Department" and "Department Head"
mean Public Service Departments and Department Heads under Part 1 Public
Service Departments of Schedule 1 Divisions of the Government Service of the Public
Sector Employment and Management Act 2002.
"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 Director-General, Department of Premier and Cabinet, Department Head 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 130 of the Public Sector Employment and
Management Act 2002 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 the State Training Authority and the New South Wales Board
of Studies.
"State Training Authority" is the New South
Wales Department of Education and Communities.
"Trainee" means an employee who is signatory
to the training contract registered with the State Training Authority. The trainee is bound by the training
contract and employed in terms of section 27 of the Public Sector Employment
and Management Act 2002. 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 a department head and the trainee
for a traineeship which is registered with the State Training Authority, 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 department 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 the State Training Authority.
"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. The State
Training Authority 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 the State Training Authority.
(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 Department
Head and the trainee and lodged, with the training plan, for registration with
the State Training Authority. If the
training contract is not in a standard format, the trainee cannot commence
until the training contract has been registered with the State Training Authority.
(c) The Department
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 Department
Head must provide a level of supervision in accordance with the training
contract and training plan during the traineeship period.
(e) The Department
Head agrees that officers of the State Training Authority 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 Department 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 the State Training Authority, the
Department 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 the State Training Authority under the
provisions of the Apprenticeship and Traineeship Act 2001.
(v) Unless the State
Training Authority otherwise directs, the maximum duration for a part-time
traineeship is 36 months.
(b) The training
contract can only be terminated by application to the State Training Authority
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 a Department 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 Public Sector
Employment and Management Act 2002, 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 department 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
2010. 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.
(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 department 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
11. 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 11 is:
|
$264.00 x (15 ‑
3.5)
|
=
|
$108.43 plus any applicable penalty rates under
the
|
|
28
|
|
relevant industrial
instrument
|
The wage rate varies when the student completes Year 11
and passes the anniversary date of 1 January the following year to begin Year 12
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 Department 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 department 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 Part 1 The Public Service of Schedule 1 of the Public
Sector Employment and Management Act 2002.
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 20 June 2012.
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 16 December 2010.
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
|
SWC 2010 (4.25%)
|
|
|
$
|
|
Trainee
|
|
|
Diploma Level
|
598.00
|
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
|
|
|
SWC 2010 (4.25%)
|
SWC 2010 (4.25%)
|
SWC 2010 (4.25%)
|
|
|
$
|
$
|
$
|
|
School Leaver
|
264.00
|
291.00
|
349.00
|
|
Plus 1 year out of school
|
291.00
|
349.00
|
407.00
|
|
Plus 2 years
|
349.00
|
407.00
|
472.00
|
|
Plus 3 years
|
407.00
|
472.00
|
540.00
|
|
Plus 4 years
|
472.00
|
540.00
|
540.00
|
|
Plus 5 years or more
|
540.00
|
540.00
|
540.00
|
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
|
|
|
SWC 2010 (4.25%)
|
SWC 2010 (4.25%)
|
SWC 2010 (4.25%)
|
|
|
$
|
$
|
$
|
|
School Leaver
|
264.00
|
291.00
|
338.00
|
|
|
|
|
|
|
Plus 1 year out of School
|
291.00
|
338.00
|
389.00
|
|
Plus 2 years out of school
|
338.00
|
389.00
|
457.00
|
|
Plus 3 years out of school
|
389.00
|
457.00
|
521.00
|
|
Plus 4 years out of school
|
457.00
|
521.00
|
521.00
|
|
Plus 5 years or more
|
521.00
|
521.00
|
521.00
|
Skill Level C -
Where the accredited training course and work performed
are for the purpose of generating skills which have been defined for work at Skill
Level C:
|
|
Highest Year of
Schooling Completed
|
|
|
Year 10
|
Year 11
|
Year 12
|
|
|
SWC 2010 (4.25%)
|
SWC 2010 (4.25%)
|
SWC 2010 (4.25%)
|
|
|
$
|
$
|
$
|
|
School Leaver
|
264.00
|
291.00
|
335.00
|
|
|
|
|
|
|
Plus 1 year out of School
|
291.00
|
335.00
|
377.00
|
|
Plus 2 years out of school
|
335.00
|
377.00
|
420.00
|
|
Plus 3 years out of school
|
377.00
|
420.00
|
470.00
|
|
Plus 4 years out of school
|
420.00
|
470.00
|
470.00
|
|
Plus 5 years or more
|
470.00
|
470.00
|
470.00
|
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 of Schooling
|
|
|
Year 11
|
Year 12
|
|
|
SWC 2010 (4.25%)
|
SWC 2010 (4.25%)
|
|
|
$
|
$
|
|
School based traineeships Skill
|
|
|
|
Levels A, B and C
|
264.00*
|
291.00*
|
* The average proportion of time spent in Structured
Training which has been taken into account in setting the above rates is 20%.
Table 2 - Hourly Wage Rates
Set out below are the hourly rates of pay for part-time
or school-based trainees calculated by dividing the weekly wage rate in Table 1
by 28 (i.e. 35 hours minus 7 hours). If
the ordinary full time weekly hours are not 35, the appropriate hourly rate may
be obtained by multiplying the rate in the Table 2 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
|
SWC 2010 (4.25%)
|
|
|
$
|
|
Trainee
|
|
|
Diploma level - part-time
|
21.37
|
Skill Level A -
Where the accredited training course and work
performance are for the purpose of generating skills which have been defined
for work at Skill Level A:
|
|
Highest Year of
Schooling Completed
|
|
|
Skill Level A
|
Year 10
|
Year 11
|
Year 12
|
|
|
SWC 2010 (4.25%)
|
SWC 2010 (4.25%)
|
SWC 2010 (4.25%)
|
|
|
|
|
|
|
|
$
|
$
|
$
|
|
School Leaver
|
9.42
|
10.38
|
12.47
|
|
Plus 1 year out of school
|
10.38
|
12.47
|
14.52
|
|
Plus 2 years
|
12.47
|
14.52
|
16.87
|
|
Plus 3 years
|
14.52
|
16.87
|
19.29
|
|
Plus 4 years
|
16.87
|
19.29
|
19.29
|
|
Plus 5 years or more
|
19.29
|
19.29
|
19.29
|
|
|
|
|
|
Skill Level B -
Where the accredited training course and work
performance are for the purpose of generating skills which have been defined
for work at Skill Level B:
|
Skill Level B
|
Highest Year of
Schooling Completed
|
|
|
Year 10
|
Year 11
|
Year 12
|
|
|
SWC 2010 (4.25%)
|
SWC 2010 (4.25%)
|
SWC 2010 (4.25%)
|
|
|
$
|
$
|
$
|
|
School Leaver
|
9.42
|
10.38
|
12.06
|
|
Plus 1 year out of school
|
10.38
|
12.06
|
13.89
|
|
Plus 2 years
|
12.06
|
13.89
|
16.30
|
|
Plus 3 years
|
13.89
|
16.30
|
18.62
|
|
Plus 4 years
|
16.30
|
18.62
|
18.62
|
|
Plus 5 years or more
|
18.62
|
18.62
|
18.62
|
Skill Level C -
Where the accredited training course and work
performance are for the purpose of generating skills which have been defined
for work at Skill Level C:
|
Skill Level C
|
Highest Year of
Schooling Completed
|
|
|
Year 10
|
Year 11
|
Year 12
|
|
|
SWC 2010 (4.25%)
|
SWC 2010 (4.25%)
|
SWC 2010
|
|
|
|
|
(4.25%)
|
|
|
$
|
$
|
$
|
|
School Leaver
|
9.42
|
10.38
|
11.95
|
|
Plus 1 year after leaving school
|
10.38
|
11.95
|
13.48
|
|
Plus 2 years
|
11.95
|
13.48
|
15.00
|
|
Plus 3 years
|
13.48
|
15.00
|
16.79
|
|
Plus 4 years
|
15.00
|
16.79
|
16.79
|
|
Plus 5 years or more
|
16.79
|
16.79
|
16.79
|
School-Based Trainees:
|
|
Year 11
|
Year 12
|
|
|
SWC 2010
|
SWC 2010
|
|
|
(4.25%)
|
(4.25%)
|
|
|
$
|
$
|
|
|
|
|
|
Wages levels A, B and C
|
9.42
|
10.38
|
Appendix A - Skill Levels
Diploma
Skill Level A -
Arts Administration
Business (Office Administration)
Clerical Administrative Skills
Communications (Call Centres)
Financial Services
Information Technology
Public Administration
Sport and Recreation
Skill Level B -
Laboratory Operations
Horticulture
Tourism Operations
Retail Operations
Hospitality Operations
Skill Level C -
Rural Skills
C.
G. STAFF J.
____________________
Printed by
the authority of the Industrial Registrar.