UNSW Enterprise Bargaining
UNSW Enterprise Bargaining
| Proposed General Staff Clauses Tabled by CPSU |
| (a) | The following dispute resolution procedure must be followed to settle a dispute about any matters arising under this Agreement or in relation to the National Employment Standard. |
| (b) | In the first instance an employee(s) or the union will notify the employee’s supervisor of the dispute in writing (the dispute notification). The dispute notification must include details of the dispute and the resolution sought by the employee or union. The employee or the union will also provide a copy of the dispute notification to the Manager, Industrial Relations. The employee, their union representative and their supervisor will meet within five (5) working days of the dispute notification to try to resolve the dispute, unless a longer period is agreed, in writing, by the parties. |
| (c) | Where a dispute is not resolved following the procedure in subclause 9.0(b), or the matter is of such a nature that a direct discussion between the employee(s) and the supervisor would be inappropriate, the employee or the union must refer the dispute in writing to the relevant Faculty Dean or Divisional Head (which head?) (the dispute referral notification) within five (5) working days of the meeting referred to in subclause 9.0(b) above. The dispute referral notification must include details of the dispute, the resolution sought by the employee or union and the steps taken under subclause 9.0(b). The employee or the union will also provide a copy of the dispute referral notification to the Manager, Industrial Relations. The employee, their union representative and the relevant Faculty Dean or Divisional Head will meet within five (5) working days of the dispute referral notification to try to resolve the dispute, unless a longer period is agreed, in writing, by the parties. |
| (d) | Where a dispute is not resolved following the procedures in subclauses 9.0(b) and 9.0(c) above, the matter may be referred by any party to the dispute to Fair Work Australia (FWA) for resolution by mediation and/or conciliation, or where conciliation does not resolve the dispute by arbitration. |
| (e) | If an application for arbitration is made, FWA may exercise any of it’s powers under the Fair Work Act. The decision of FWA will be implemented by the parties, subject to either party exercising a right of appeal against the decision of FWA to the Full Bench of FWA. |
| (f) | While the dispute resolution procedures referred to at subclauses (a) to (e) above are being conducted:
|
| (a) | The University will employ an employee on terms that correspond with one or other of the types of employment prescribed in clauses XX.X - XX.X. |
| (b) | To avoid doubt, nothing in this clause prevents an employee engaging in additional work as a casual employee in work unrelated to, or identifiably seperated from the employee's normal duties. |
| (c) | An employee employed on a continuing or a fixed-term basis may be employed in either a full-time or part-time capacity. Part-time employment means employment for less than 35 or 38 hours per week (as appropriate to the relevant classification). All entitlements of an employee employed on a part-time basis in this Agreement are paid on a pro-rata basis calculated by reference to the time worked as a proportion of the time worked by a full-time employee in the same classification. |
| Comment (Members Only Please) |
| Continuing employment means employment with no fixed end date. All employment other than fixed-term employment and casual employment will be continuing employment. |
| Comment (Members Only Please) |
| (a) | This clause will not apply to employees at UNSW@ADFA, however, the broadbanding system in place at UNSW@ADFA on the day before the commencement date of this Agreement will continue to apply to those employees. | |
| (b) | Broadbanding involves the classification of a position across two or more classification levels in the UNSW Classification Descriptors. | |
| (c) | Where a position is broadbanded the incremental steps across those levels will be collapsed to create a new broadbanded incremental range with fewer incremental steps as set out in Schedule X of this Agreement. | |
| (d) | The position description for a broadbanded position will include a description of: | |
| (i) | the range of duties and/or accountabilities for the position at each classification level consistent with the descriptors; and | |
| (ii) | the review process and the requirements to be met to progress to the higher classification level. | |
| (e) | An employee appointed to a broadbanded position will be appointed to the classification level consistent with both the range of duties and accountabilities to be undertaken and their experience and skills. | |
| Comment (Members Only Please) | ||
| Where an employee is required to work according to a roster, the following arrangements will apply: | |
| (a) | Work rosters will be posted in a readily accessible place. |
| (b) | All rosters will indicate the commencement and cessation times of the ordinary hours of work of the respective shifts for each employee. |
| (c) | Changes or variations to shift rosters will be notified at least 7 days prior to becoming operative. |
| (d) | A shift roster may be changed at any time to enable the functions of the University to be carried on, where another employee is absent from duty because of illness or in an emergency. However, if such an alteration involves an employee working on a day that would have been the employee’s day off, such time worked on that day will be paid for at overtime rates or time off in lieu will be taken on a mutually agreed day. This subclause does not apply where an employee in categories L and M of Schedule X is provided with at least 7 days notice of the change to a shift roster. |
| (e) | Places in shift rosters may be interchanged by agreement between the employees and the University, provided that the University will not incur additional shift or overtime penalties as a consequence of the interchange. |
| Comment (Members Only Please) | |
| 24.1 | Application | ||
| (a) | This clause applies only to employees employed on continuing and on fixed term employment. | ||
| (b) | This clause does not apply to a casual employee, although a casual employee will not be excluded from relevant information and from attending a meeting held pursuant to this clause due to their employment status. | ||
| 24.2 | General Principles | ||
| (a) | The sound management of workplace change requires the involvement of the employees who will be directly affected. | ||
| (b) | Union(s) or nominated employee representative(s) will have the same rights to consultation and access to documentation as conferred on an employee under this clause. | ||
| (c) | The University will consider any proposal to minimise or eliminate the need for retrenchments at any time. | ||
| 24.3 | Minor Workplace Change | ||
| The University will consult with employees who are directly and significantly affected by minor workplace change issues prior to the formal implementation of any change. The University will allow a reasonable period for consultation to take place. | |||
| 24.4 | Major Workplace Change | ||
| (a) | Major workplace change occurs in situations that have a major and substantial impact on the employee, such as, but not limited to: | ||
| (i) | possible forced job losses; | ||
| (ii) | outsourcing (including to UNSW controlled entities); | ||
| (iii) | significant restructuring across an entire faculty, division, school or equivalent sized organisational unit; | ||
| (iv) | relocation to another campus that involves unreasonable additional travel. | ||
| (b) | Where major workplace change is proposed, the University will: | ||
| (i) | consult with directly affected employees; and | ||
| (ii) | provide (in writing) a detailed workplace change proposal to directly affected staff as part of the consultation process. | ||
| (c) | The detailed workplace change proposal will include an outline of the proposed changes, the reasons for the change proposal, the impact on staff, and the likely timeframe for consultation and implementation. | ||
| (d) | Directly affected employees, Union(s), (and any nominated employee representative(s)) will have an opportunity to respond to the proposed change and the University will consider any alternative(s) forward. Directly affected employees, Unions and nominated employee representatives will be advised formally of any changes to the original proposal prior to implementation. | ||
| (e) | In filling positions in any new structure, the University will ensure that: | ||
| (i) | an employee employed on either continuing or fixed-term employment whose position remains in the new structure and is not significantly changed, will continue to hold the same or substantially similar position in accordance with their contract of employment; and | ||
| (ii) | an employee whose position does not remain in the new structure will be given first opportunity to express interest in any positions that have been created or made vacant in the restructure. | ||
| (f) | Where arising from the process referred to at subclause 24.4(e)(ii) above, an employee has not expressed interest in a position in the new structure, or whose expression of interest is unsuccessful, the employee will become redundant. | ||
| 24.5 | Implementation of Redundancies | ||
| (a) | Where a position becomes redundant following completion of the processes referred to in clause 24.4 above, the redundancy and redeployment provisions of clause 24.6 will apply. | ||
| 24.6 | Redeployment and Retrenchment | ||
| (a) | Where a position becomes redundant following the process set out above, the University will advise the employee holding that position in writing. the employee must elect to seek redeployment within a period of two (2) weeks or be retrenched. | ||
| (b) | Where the employee elects to seek redeployment, the employee will undertake a redeployment process for a period of ten (10) weeks from the date of election. [insert redeployment processes (and University policy) which must be followed here.] |
||
| The University will make every reasonable effort to find and place the employee in a suitable alternative position with the ten (10) week redeployment period. An employee who elects to seek redeployment will be provided with: | |||
| (i) | a list of all current vacancies, updated each fortnigt; | ||
| (ii) | priority placement for any positions the employee finds acceptable, and where the employee meets the essential criteria for that position; and | ||
| (iii) | any other support apporpriate to the facilitation of a successful redeployment. | ||
| Where the University and the employee cannot identify a suitable alternative position within the ten (10) week redeployment period, the employee will be retrenched. | |||
| (c) | At any time during the ten (10) week redeployment period, the employee may elect to terminate the redeployment process and be retrenched. | ||
| (d) | Redeployment placement will be made on the basis of a trial period. Where the redeployment trial is unsuccessful, the employee will be retrenched in accordance with subclause 24.6(g) below. | ||
| (e) | An employee who does not elect redeployment in accordance with clause 24.6(a) above will be given written notice by the University of not less than ten (10) weeks of the date of retrenchment or, at the election of the employee, the payment of ten (10) weeks salary in lieu of notice, provided that the University may place the employee on paid leave (not being annual leave or long service leave) during the notice period. | ||
| (f) | An employee who elects to work part or all of the ten (10) week notice period (including through a redeployment process) will only receive on retrenchment payment for the balance of the ten (10) weeks not worked. | ||
| (g) | An employee who is retrenched will be entitled to: | ||
| (i) | a severance payment based on three (3) weeks salary for every completed year of continuous service to a maximum of 52 weeks; | ||
| (ii) | payment for accrued annual leave in accordance with clause 32.; | ||
| (iii) | payment on a pro-rata basis for leave loading; and | ||
| (iv) | payment for any long service leave in accordance with clause 37. | ||
| 24.7 | Redeployment to a Lower Level Position | ||
| An employee who agrees to be redeployed to a position at a level lower than their previous salary level will receive salary maintenance at their previous rate of pay for twelve (12) months. | |||
| Comment (Members Only Please) | |||
| 34.1 | Interpretation | ||
|
“Carer’s leave” refers to the use of part of an employee’s entitlement to sick leave for the purposes of caring for an immediate family member. The University recognises that there may be definitions of “immediate family” not recognised in this Agreement, but due to wider kinship and family networks of many cultures may be considered appropriate for the taking of Carers Leave. Where an employee holds such kinship or family networks he or she may apply in writing to his or her supervisor to avail themselves of Carers Leave. The University shall consider all such applications on a case by case basis. |
|||
| 34.2 | Entitlement to Carer's Leave | ||
| (a) | Carer’s leave is available as follows: | ||
| (i) | In the first year of employment, the employee can take up to 10 days of available sick leave as carer’s leave. | ||
| (ii) | In the second and subsequent years of employment, the employee can take up to 15 days of available sick leave as carer’s leave per year. | ||
| (b) | If the current year's entitlement to sick leave is exhausted, accumulated sick leave may be accessed for carer’s leave. | ||
| (c) | If all accessible leave for the purpose of carer’s leave is exhausted, an employee may, apply for any available annual leave and/or long service leave or leave without pay to cover the necessary period of absence. In exceptional circumstances additional paid carers leave may be granted by the Director, Human Resources. | ||
| 34.3 | Conditions of Carer's Leave | ||
| To be entitled to carer’s leave, the following conditions must be met: | |||
| (a) | Normally the employee must be responsible for the care and support of the person concerned. | ||
| (b) | The employee will not be entitled to take carer’s leave where another person has carer’s leave to care for the same person. | ||
| (c) | A staff member who is absent on carers leave may be required to provide evidence supporting their request for leave. | ||
| Clause 34.2 definitions | |||
| “immediate family” means: | |||
| (i) | a spouse or partner (including a former spouse, a de facto spouse, a former de facto spouse, and same sex partner); | ||
| (ii) | a child or an adult child (including an adopted child, a step child or an ex nuptial child, or a child for whom the staff member is a legal guardian or equivalent), parent, parent-in-law, foster parent, grandparent, grandchild or sibling of the employee. | ||
| (iii) | a relative who lives with the employee in the same household. | ||
| (a) | An employee will be eligible for long service leave as follows: | |
| (i) | After ten years service (whether continuous or broken) to three months leave on full pay or six months leave on half pay. | |
| (ii) | After fifteen years service (whether continuous or broken) to four months and fifteen days leave on full pay or nine months leave on half pay. | |
| (iii) | For service between ten years and fifteen years (whether continuous or broken) leave will accrue proportionately on the basis of subclause XX.X(a)(i) above. | |
| (iv) | For service in excess of fifteen years (whether continuous or broken) leave additional to that prescribed in subclause XX.X(a)(ii), pro-rata at a rate of two months and fifteen days on full pay or five months an half pay, for each completed five years of service. | |
| (v) | Where an employee has completed at least five years continuous service, but less than ten years continuous service, and his/her services are terminated by the University for any reason other than for serious and wilful misconduct, or by the employee on account of illness, incapacity, or domestic or other pressing necessity, or by reason of the death of the employee, such employee will be entitled to a proportionate amount of long service leave on the basis of three months for fifteen years service. For the purposes of the application of this provision, it will be interpreted in the same manner as the similar provision in the New South Wales Long Service Leave Act, 1955, as amended. | |
| (b) | A casual employee will be eligible for long service leave as provided for in the New South Wales Long Service Leave Act, 1955, as amended. | |
| (c) | If an employee has an entitlement to long service leave under subclause XX.X(a)(i)-(iv) above, but prior to entering upon such leave has his/her employment terminated by dismissal or by notice duly given by either party, he/she will be entitled to receive the monetary value of the leave at credit computed at the rate of salary which such employee was receiving immediately prior to the termination of employment. | |
| (d) | For persons entering employment with the University on or after 1 January 1974, eligibility for long service leave will be determined taking into account prior continuous full-time and part-time paid service with the University and other Australian universities in accordance with the provisions in place the day before the commencement of this Agreement. A copy of these provisions will be in an easily accessible location on the University’s web site. | |
| (e) | In addition to the conditions specified in subclauses XX.X(e) – (f) above: | |
| (i) | Where an employee is granted leave for service in the Australian Defence Forces, such service will be counted as ordinary service in computing long service leave; | |
| (ii) | Any period of leave without pay not exceeding six months will count for long service leave purposes where an employee has completed ten or more years service but where such period of leave without pay exceeds six months, the whole period of leave without pay will not count as service; | |
| (iii) | The University may from time to time agree that certain periods of leave without pay taken after 1 July 1971 may count as service. | |
| (f) | Cashing out Long Service Leave | |
| An employee who has a long service leave accrual in excess of 3 months may apply to convert part of that amount to a monetary equivalent of long service leave. | ||
| Comment (Members Only Please) | ||
| 38.1 | Maternity / Primary Career Leave | ||
| (a) | An employee who becomes pregnant, or who has the primary responsibility for the care of a new born child, is entitled to a period of up to 52 weeks maternity leave. Such leave will be taken within the period from 20 weeks before the expected date of delivery to 52 weeks after the commencement of the period of paid leave. | ||
| (b) | By agreement with the University, the maternity leave may be taken in more than one consolidated period. | ||
| 38.2 | Adoption Leave |
||
| (a) | An employee who adopts a child is entitled to a period of up to 52 weeks of adoption leave, commencing from the date of placement of the child. |
||
| (b) | Adoption leave may not be accessed for a child who has been living with the partner (including same-sex partner) of an employee prior to the employee adopting the child. |
||
| 38.3 | Conditions for Maternity and Adoption Leave |
||
| (a) | Where an employee takes maternity leave in accordance with subclause 38.1 above, 26 weeks of the leave will be on full pay, in addition to any public holiday occurring while he/she is on parental leave. The remaining period of the leave will be unpaid. |
||
| (b) | Where an employee takes adoption leave for a child under the age of five years in accordance with subclause 38.2 above, 26 weeks of the leave will be on full pay, in addition to any public holiday occurring while he/she is on parental leave. The remaining period of the leave will be unpaid. Where the child is five years or older the entitlements set out in clause 38.5 will apply to the employee. |
||
| (c) | For part-time employees, the paid portion of the leave will be paid at the proportionate part-time rate of pay. Where a full-time employee has converted to part-time employment prior to going on maternity leave for reasons related to the pregnancy, she will be paid at the full-time rate of pay. |
||
| (d) | An employee may elect to take the 26 weeks paid maternity or adoption leave entitlement over a period of 52 weeks at half pay. All leave accruals during the period of paid maternity or adoption leave at half pay will be calculated on a pro rata basis. |
||
| (e) | In addition to the period of 52 weeks leave referred to in subclause 38.1 and 38.2, an employee may apply to the University for additional unpaid leave. |
||
| 38.4 | Partner / Grandparent Leave |
||
| An employee will be entitled to partner / grandparent leave as follows: |
|||
| (a) | An employee will be entitled to two weeks paid partner / grandparent leave, to be taken during the period three weeks prior to and three months after the expected birth or placement of the child. For part-time employees, the paid portion of the leave will be paid at the appropriate part-time rate of pay. |
||
| (b) | In addition to the two weeks paid leave set out in subclause 38.4(a) above, an employee whose partner (including same-sex partner) has given birth to a child will be entitled to a further unbroken period of 50 weeks unpaid partner leave. |
||
| (c) | In addition to the periods of partner / grandparent leave referred to in subclauses 38.4(a) and (b), an employee may apply to their supervisor for additional unpaid partner / grandparent leave. |
||
| 38.5 | Foster Parent Leave |
||
| (a) | From the time that the child enters their care an employee acting as the primary carer of a foster child on a long term placement will be entitled to 52 weeks unpaid leave minus any period of paid leave pursuant to subclauses 38.5(b)(i) and (ii) below. |
||
| (b) | An employee not employed on a casual basis will be entitled to paid foster parent leave of: |
||
| (i) | three weeks on full pay or six weeks leave on half pay if the child is younger than five; or |
||
| (ii) | two weeks on full pay or four weeks leave on half pay if the child is five and over. |
||
| 38.6 | General Conditions of Parental Leave |
||
| (a) | Unless it is impracticable, an employee will provide their supervisor with at least 10 weeks’ notice of the intention to take parental leave and at least 4 weeks’ notice of the date on which the parental leave will commence. |
||
| (b) | An employee who has taken maternity leave will not be eligible for partner leave in respect of the same child. |
||
| (c) | All forms of paid parental leave may be taken by either parent, except that where both parents are employed by the University, one employee’s paid adoption leave entitlement will be reduced by any period of paid adoption leave taken by the employee’s partner (including same-sex partner). |
||
| (d) | Appropriate certification relating to the birth or adoption of the child and, where appropriate, the employee’s legal responsibility must be produced if required by the University. |
||
| (e) | If requested by an employee, any paid portion of parental leave may be paid as a lump sum. |
||
| (f) | The University will consider any request by an employee pursuant to subclause 38.3(e) above and subclause 38.12(a) below having regard to the University’s circumstances and, provided the request is genuinely based on the employee’s parental responsibilities, may only refuse the request on reasonable grounds related to the effect on the work unit or the University’s business. Such grounds might include cost, lack of adequate replacement staff, loss of efficiency and the impact on customer service. |
||
| 38.7 | Fixed-term Appointments |
||
| (a) | An employee employed on a fixed-term contract of employment will cease to have an entitlement to parental leave upon the expiration of the contract, except as provided for in subclauses 38.7(b) and (c) below. |
||
| (b) | An employee employed on a fixed term contract of employment whose contract expires when she is at least 20 weeks pregnant, and whose employment is not continued beyond the expiry date of the contract, will be entitled to payment of the full paid maternity leave in accordance with subclause 38.3 above unless: |
||
| (i) | she was offered and refused another contract of employment broadly comparable to her existing position; or |
||
| (ii) | a significant majority of the duties and responsibilities of the existing position are no longer being performed. |
||
| (c) | An employee employed on a fixed term contract who is on maternity leave at the expiry of the contract and who is subsequently employed on a further employment contract for the same position after a gap in time, not being longer than the period of parental leave would have been, will be entitled to the full paid maternity leave entitlement subject to fulfilling the eligibility requirements set out in this clause. |
||
| 38.8 | Casual Employees |
||
| (a) | A casual employee who is pregnant will be entitled to 14 weeks maternity leave on full pay and 38 weeks unpaid maternity leave provided that: |
||
| (i) | she has been employed by the University on a regular and systematic basis for a continuous period of at least 24 months, including breaks in service not exceeding 4 months, immediately prior to the pregnancy; and |
||
| (ii) | she has not accessed paid maternity leave from any other employer for the pregnancy. |
||
| All other casual employees employed on a regular and systematic basis for several periods of employment or on a regular and systematic basis for an ongoing period of employment during a period of at least 12 months, and has a reasonable expectation of ongoing employment, will be entitled to take up to 52 weeks unpaid leave. | |||
| (b) | Notwithstanding subclause 38.8(a) above, a casual employee will not have an entitlement to re-employment at the end of a period of approved maternity leave. |
||
| (c) | A casual employee who takes maternity leave will remain an employee of the University for the period of maternity leave. |
||
| (d) | Where a casual employee declares a desire to return to work following a period of maternity leave but work no longer exists, the employee will cease employment as at the last day of maternity leave. However, the work unit in which the casual employee was employed will give reasonable consideration to the employee for suitable casual work. |
||
| (e) | A casual employee who receives paid maternity leave will be paid at a fortnightly rate of pay equal to the average fortnightly rate of pay the employee was paid over the 12 months immediately preceding the date on which maternity leave is commenced. The full amount of the maternity leave will be paid to the casual employee at the commencement of the maternity leave. |
||
| 38.9 | Continuity of Service and Other Conditions of Employment |
||
| (a) | Incremental progression will continue during periods of paid parental leave and where the employee has either been at work or on paid leave for at least six months of the previous 12 month period. |
||
| (b) | An employee may elect to cover any of the period of unpaid parental leave by taking accrued annual leave and/or long service leave. |
||
| 38.10 | Unplanned Cessation of Parental Leave |
||
| (a) | If parental leave has commenced, or has been approved but not commenced, and: |
||
| (i) | in the case of maternity leave, the pregnancy of the employee terminates other than by the birth of a living child, or the employee’s child dies during the period that the staff member is on leave; or |
||
| (ii) | in the case of adoption leave, the child dies during the period that the employee is on leave; |
||
| the employee will be entitled to sick leave and bereavement leave in addition to any entitlement to such leave set out elsewhere in this Agreement to a maximum of 14 weeks from the date or expected date of birth or placement of the child. | |||
| (b) | A medical certificate will be required to support any period of leave pursuant to subclause 38.10(a) above. |
||
| 38.11 | Resumption of duty |
||
| (a) | On finishing parental leave, an employee is entitled to resume work in the position he/she held immediately before commencing parental leave except that: |
||
| (i) | if the employee was transferred to a safe job because of her pregnancy, the relevant position is the position held immediately before the transfer; |
||
| (ii) | if the employee began working part-time because of the pregnancy, the relevant position is the position held immediately before the employee began working part-time; |
||
| (iii) | if immediately before starting parental leave the employee was acting in or temporarily performing the duties of a position for a period equal to or less than the parental leave, then the relevant position is the position held by the employee immediately before taking the acting or temporary position. |
||
| (b) | An employee on parental leave will be consulted in accordance with clause 24.0 of this Agreement concerning any significant workplace change affecting the position she/he held before commencing parental leave. |
||
| (c) | If that position no longer exists, the University will employ the employee in a position commensurate with the classification and duties of the position the employee was performing immediately prior to taking parental leave. |
||
| (d) | If no such position is identified, the employee may be retrenched with the appropriate retrenchment benefit in accordance with clause 24.0 of this Agreement. |
||
| (e) | An employee may negotiate with the University to return to work from a period of parental leave earlier than the date originally approved. |
||
| 38.12 | Return to Work on a Part-Time Basis |
||
| (a) | A full-time employee on a period of parental leave may return to work on a part-time basis for a defined period following the completion of the parental leave. An employee may request to extend the defined period until the child reaches school age. |
||
| (b) | An application to return to work on a part-time basis must be made at least eight weeks prior to the completion of the parental leave. |
||
| (c) | If it is not practicable for an employee to resume work on a part-time basis in the position which s/he held prior to taking parental leave, the employee will be so advised. If in such circumstances the University identifies a suitable vacant position to which the employee may be placed on a part-time basis, and the employee agrees, the employee will be placed in the alternate position and be paid the appropriate proportion of the salary applicable to her/his former substantive position for the period of part-time employment. |
||
| (d) | At the conclusion of the period of part-time employment, the employee will return to her/his substantive position on a full-time basis. If the former position occupied by the employee prior to taking parental leave no longer exists, the provisions of subclause 38.11(c) and (d) above will apply. |
||
| 41.1 | Amount of Leave | ||||||||||||||
In the 12 month period ending 30 June each year an employee may be granted paid leave to attend Defence Forces Reserves Training programs or courses on the following basis:
|
|||||||||||||||
| 41.2 | Additional Leave | ||||||||||||||
| (a) | Additional paid leave may be granted where the University is eligible to receive payment under the ADF Reserves Employer Support Payment Scheme (ESP). Under this Scheme, paid leave will be granted until the completion of the period of service under which the payment is made, or to a maximum of 78 weeks, whichever is sooner, provided that: | ||||||||||||||
| (i) | the reservist has completed a qualifying period of 14 days of defence service per year, taken as a single period or as multiple periods of at least five consecutive days each; and | ||||||||||||||
| (ii) | the reservist undertakes defence service in periods of at least five consecutive days. | ||||||||||||||
| 41.3 | Refusal of Leave | ||||||||||||||
| The University may refuse an application for leave if it would be inconvenient to the work unit to grant the leave requested. | |||||||||||||||
| 41.4 | |||||||||||||||
| Defence Forces leave will count as service for all purposes. Alternatively, if the University is not eligible to receive payment under the ADF Reserves ESP Scheme, any existing Annual Leave or Long Service Leave entitlements may be used. | |||||||||||||||
| During the period between Christmas Day and New Years’ day the University will close. Over this period employees will be granted leave on the basis of: | |
| (a) | the designated public holidays (Christmas Day, Boxing Day, New Years' Day); and |
| (b) | a public holiday on the first working day after Boxing Day in lieu of the August Bank Holiday; and |
| (c) | two days on full pay without deduction from any leave account as University Holidays. |
| Where an employee is required to work on a public holiday or on the day following Boxing Day, payment shall be made to the employee in accordance with Clause XXX (Overtime) of this Agreement. Where an employee is required to work on a University Holiday, they will be permitted to take a day off in lieu of each day worked, at a time mutually agreed between the employee and their Supervisor. |
|
| A shutdown of all or some of the University's resources may be required at any time as determined by the University. Such shutdown periods will occur without loss of ordinary pay and without being deducted from annual or long service leave credits. |
| (a) | Cleaning and Attendant (Gatekeeper) Staff | ||||||||||||||||||
|
|||||||||||||||||||
| (b) | Security Staff | ||||||||||||||||||
|
|||||||||||||||||||
| (c) | Custodians / Theatre Technicians / Unigym (Pool, Weights Room and Reception) Staff | ||||||||||||||||||
|
|||||||||||||||||||
| (d) | All Other Staff | ||||||||||||||||||
|
|||||||||||||||||||
| Comment (Members Only Please) |
| Draft UNSW General Staff EA 2010 Agreed Clauses |
HIDDEN CONTENT
HIDDEN CONTENT
HIDDEN CONTENT
HIDDEN CONTENT
HIDDEN CONTENT
HIDDEN CONTENT
HIDDEN CONTENT
HIDDEN CONTENT
HIDDEN CONTENT
HIDDEN CONTENT
HIDDEN CONTENT
HIDDEN CONTENT
| 23.1 | Reasonable overtime may be required | ||
| The University may require an employee to work reasonable overtime at the applicable rates prescribed in this Agreement. An employee will not be required to work overtime if the employee satisfies the University that he/she cannot work that overtime. Wherever possible, an employee will be given at least 48 hours notice of the overtime. | |||
| (a) | Right to refuse | ||
| A staff member may refuse to work overtime in circumstances where the working of such overtime would result in the staff member working hours which are unreasonable having regard to: | |||
| (i) | any risk to the staff member's health and safety; | ||
| (ii) | the staff member's personal circumstances including any family responsibilities; | ||
| (iii) | lack of genuine requirement for the work to be done as overtime; | ||
| (iv) | the notice (if any) given by the University of the overtime and by the staff member of their intention to refuse it; and | ||
| (v) | any other relevant matter. | ||
| 23.2 | Overtime rates | ||
| These rates apply to part-time and full-time staff. (add) NO CHANGES - deleted |
|||
| 23.4 | Break after overtime | ||
| (a) | If overtime is necessary, an employee must have at least 10 consecutive hours off between work on successive days, if reasonably practicable. | ||
| (b) | If an employee works overtime and does not have 10 consecutive hours off between the end of ordinary duty and the start of ordinary duty on the next day, the employee: | ||
| (i) | must be paid at the overtime rate until he/she is released from duty; and | ||
| (ii) | where he/she is released from duty during ordinary working hours, he/she is entitled to be absent for 10 consecutive hours without loss of pay and must be paid for ordinary working time occurring during the 10 consecutive hours off duty. | ||
| 23.5 | Minimum overtime payment | ||
| NO CHANGES | |||
| 23.6 | No overtime payment for flexible hours | ||
| NO CHANGES | |||
| 23.7 | Overtime barrier | ||
| NO CHANGES | |||
| 23.8 | Time off in lieu of overtime payment | ||
| NO CHANGES | |||
| Comment (Members Only Please) | |||
The ordinary hours of work and span of hours as described in subclause XX.(a) and XX.(b) are as follows:
| Category of Staff | Ordinary Hours of Work | Span of Hours of Work | |
| A | Driver / Messengers, Laboratory Craftsmen | 38 per week 7.6 hours per day |
7.30am - 7.30pm Monday to Friday 8.00am - 6.00pm Saturday |
| B | Stores Officer |
38 per week 7.6 hours per day |
6.30am - 10.15pm Monday to Friday 6.30am - 6.30pm Saturday |
| C | Broadcast, Production and Graphic Design Staff |
38 per week 7.6 hours per day |
8.00am - 10.15pm Monday to Friday 8.00am - 6.00pm Saturday |
| D | Laboratory Assistants |
38 per week 7 hours per day |
8.00am - 10.15pm Monday to Friday 8.00am - 6.00pm Saturday |
| E | Technical Officer, Senior Technical Officer |
35 per week 7.6 hours per day |
8.00am - 10.15pm Monday to Friday 8.00am - 6.00pm Saturday |
| F | Library Staff, Telephonist / Office Assistant, Supervisor - Switchboard |
38 per week 7 hours per day |
8.00am - 10.15pm Monday to Saturday |
| G | Administrative, Clerical, Computing, Professional and Research Staff |
38 per week 7 hours per day |
8.00am - 8.00pm Monday to Friday 8.00am - 6.00pm Saturday |
| H | Print Room Staff |
38 per week 7 hours per day |
7.00am - 7.00pm Monday to Friday 8.00am - 6.00pm Saturday |
| I | Child Care Workers |
38 per week 7.6 hours per day |
6.30am - 6.30pm Monday to Friday |
| J | Custodian |
38 per week 7.6 hours per day |
as required Monday to Saturday |
| K | Trades Staff and Gardeners |
38 per week 7.6 hours per day |
6.00am - 6.00pm Monday to Saturday |
| L | Patrol / Security Staff |
38 per week 7.6 hours per day |
as rostered Monday to Saturday |
| M | Attendant (Gatekeepers) and Cleaners |
38 per week 7.6 hours per day |
as rostered Monday to Friday 6.00am - 6.00pm Saturday |
| N | UniGym staff (Pool and Weights room / Fitness staff) |
38 per week 7.6 hours per day |
5.00am - 11.30pm Monday to Sunday |
| O | UniGym staff (other than Pool and Weights room staff) |
38 per week 7 hours per day |
5.00am - 11.30pm Monday to Sunday |
| P | Theatre Technicians |
38 per week 7.6 hours per day |
as required / rostered Monday to Sunday |
| Q | All staff at UNSW@ADFA |
38 per week 7 hours per day |
7.30am - 7.30pm Monday to Friday |
| R | AV Technicians |
38 per week 7.6 hours per day |
7.00am - 8.00pm Monday to Friday |
20. Shift Rosters Show...
| Where an employee is required to work according to a roster, the following arrangements will apply: | |
| (a) | Work rosters will be posted in a readily accessible place. |
| (b) | All rosters will indicate the commencement and cessation times of the ordinary hours of work of the respective shifts for each employee. |
| (c) | Changes or variations to shift rosters will be notified at least 7 days prior to becoming operative. |
| (d) | A shift roster may be changed at any time to enable the functions of the University to be carried on, where another employee is absent from duty because of illness or in an emergency. However, if such an alteration involves an employee working on a day that would have been the employee’s day off, such time worked on that day will be paid for at overtime rates or time off in lieu will be taken on a mutually agreed day. This subclause does not apply where an employee in categories L and M of Schedule 5 is provided with at least 7 days notice of the change to a shift roster. |
| (e) | Places in shift rosters may be interchanged by agreement between the employees and the University, provided that the University will not incur additional shift or overtime penalties as a consequence of the interchange. |
| Comment (Members Only Please) | |
| (a) | An employee will not be required to work more than 5 hours without a meal break of not less than thirty minutes and, except where a flex-time system allows, for not more than one hour. |
| (b) | However, except as provided in subclause 21.0(c), when an employee is called upon to work any portion of their meal hours, such time will count as part of their ordinary working hours. |
| (c) | Trades staff described in Schedule 5 as Category K who are directed to work during meal breaks will be paid at the rate of double time for that period and continue to be paid at that rate until a meal break is allowed. |
| (d) | An employee will not be required to work overtime beyond 6.00pm without a meal break of at least thirty minutes that will not count as time worked. |
| (e) | This clause will not apply to employees, such as field work employees or security employees, where, by agreement between the University and the affected employees or their representative, no meal break is taken but a paid crib break of 30 minutes is allowed. |
| (f) | Trades staff described in Schedule 5 as Category K will have a paid rest period of 10 minutes between 9.00am and 11.00am or at an earlier time mutually agreed by the employee and the University. |
| Comment (Members Only Please) |
27. Workloads (Includes review, with support from your union) Show...
| (a) | An employee (or group of employees) who has concerns about the level of their workload may raise the issue with their supervisor in the first instance. |
| (b) | Where having taken action pursuant to subclause 27.(a) above, the employee believes that this does not resolve the concern, the employee may request a union representative or other nominee of their choice to be present at a discussion with their supervisor to address the workload issue. |
| (c) | As a last resort, the matter may be referred to the Deputy Vice-Chancellor for final determination. |
| Comment (Members Only Please) |
36. Special Leave Show...
| (a) | Special leave with pay of up to 3 days per year may be given to an employee on account of special circumstances or emergencies. Applications for special leave will be considered on their merits. | |
| (b) | Special circumstances or emergencies: | |
| (i) | may include situations such as where the employee’s home has been damaged by fire, flood or other mishap, burglary, or where the employee is to take part in state emergency services activities. | |
| (ii) | do not include situations such as moving house, care of an immediate family member, attendance at union state or national conferences or similar events or other private business that the employee was aware of in advance sufficient to use other forms of leave. | |
| (c) | There is no entitlement to special leave if the leave sought coincides with any other period of leave. | |
| Comment (Members Only Please) | ||
An employee of the University will be granted annual leave or long service leave (where the employee has an entitlement to annual leave or long service leave) or leave without pay or leave from accrued flexible working hours for the purpose of observing holy days or attend essential religious or cultural duties associated with a particular religious faith or culture.
| 40.1 | Jury leave | |
| (a) | An employee required to serve as a juror will: | |
| (i) | notify his/her supervisor of the dates of any absence from work expected as a result of that service. | |
| (ii) | provide the University with proof of the dates of attendance, and the monies received for the jury service, other than any travel allowance. | |
| (b) | The University will pay to the employee his/her full salary for the period of jury service, but the employee is required to pay the University the money received for the jury service, other than any travel allowance. | |
| 40.2 | Witness leave | |
| (a) | An employee required to attend as a witness should notify the University through his/her supervisor of the dates of any absence from work. | |
| (b) | An employee required as a witness by the University, or directly in a matter relating to a University award or industrial agreement in the FWA, will be regarded as being on duty and consequently there will be no loss of pay or leave for the absence from work. | |
| (c) | An employee called as a witness by a party other than the University, or in a matter unrelated to the University, may choose to take leave without pay or take annual leave. Where this occurs, the employee must notify his/her supervisor in advance. | |
| Comment (Members Only Please) | ||
Schedule 6 Collapsed Increments for Broadbanding Show...
This Schedule sets out the normal collapsed steps for broadbanded positions.
| Level 1/2 Level 1, Step 1 Level 1, Step 3 Level 1, Step 5 Level 2, Step 1 Level 2, Step 2 |
Level 2/3 Level 2, Step 1 Level 2, Step 2 Level 3, Step 1 Level 3, Step 3 Level 3, Step 5 |
| Level 3/4 Level 3, Step 1 Level 3, Step 2 Level 3, Step 3 Level 3, Step 5 Level 4, Step 1 Level 4, Step 3 |
Level 4/5 Level 4, Step 1 Level 4, Step 2 Level 4, Step 3 Level 5, Step 1 Level 5, Step 3 Level 5, Step 5 |
| Level 5/6 Level 5, Step 1 Level 5, Step 3 Level 5, Step 5 Level 6, Step 1 Level 6, Step 2 Level 6, Step 3 |
Level 6/7 Level 6, Step 1 Level 6, Step 2 Level 6, Step 3 Level 7, Step 1 Level 7, Step 3 Level 7, Step 4 |
| Level 7/8 Level 7, Step 1 Level 7, Step 2 Level 7, Step 4 Level 8, Step 1 Level 8, Step 3 Level 8, Step 5 |
Level 8/9 Level 8, Step 1 Level 8, Step 3 Level 8, Step 5 Level 9, Step 1 Level 9, Step 2 Level 9, Step 3 |
| Level 9/10 Level 9, Step 1 Level 9, Step 2 Level 9, Step 3 Level 10 (minimum point) |
|
| Comment (Members Only Please) | |
Level 1
Education, Training & Experience
Perform duties that do not require formal qualifications or work experience prior to engagement. Duties may, however, require the provision of structured on the job training after engagement.
Task
Perform repetitive tasks, covered by instructions and procedures, for which the jobholder usually requires less than one month of on the job training to achieve competence. Able to follow clear instructions. Some knowledge of materials and equipment may be required.
Judgement & Problem Solving
Solve problems where the situations encountered are repetitive, the alternatives for the jobholder are limited and readily learned, and the required action is clear or can be readily referred to higher levels.
Supervision & Independence
Clear and detailed instructions are provided. Tasks are covered by standard procedures. Responses to unfamiliar situations are determined at higher levels. Work is regularly checked.
In the case of experienced staff working along and following set routines, some latitude to rearrange sequences and discriminate between established methods.
Organisational Relationships & Impact
Can be expected to provide straightforward information to others on building or service locations. Staff follow procedures and demonstrate basic courtesy in their dealings with others: the impact of established procedures on other people or work areas is the concern of more senior staff.
Level 2
Education, Training & Experience
Perform duties at a skill level that requires:
Completion of Year 12 with relevant work experience; or
Completion of Year 10 and several years relevant work experience; or
An equivalent level of knowledge gained through any other combination of education, training and/or experience.
Task
Perform a range of straightforward tasks, adhering to clear instructions and procedures. Under instruction, may occasionally perform some more complex tasks for which detailed procedures of standardised instructions exist and where assistance or advice is readily available. Task competency, including knowledge of the procedures to be followed, can be acquired through on the job training and/or short courses consistent with training level 2.
Judgement & Problem Solving
Solve relatively simple problems – problems are similar, the relevant response is covered by established procedures/instructions, the choices to be made between alternate actions follow familiar patterns and assistance is available when unusual circumstances are encountered or when established responses are not effective. May exercise judgement over task sequencing on a day to day basis.
Supervision & Independence
Direction is provided on the tasks to be undertaken. The jobholder has some limited discretion to choose between established methods and sequences provided set priorities and timetables are met. The approach to standard circumstances is covered in procedures and checked on a selective basis. Non standard or more complex tasks will be subject to detailed instructions and checking.
Organisational Relationships & Impact
Knowledge of and ability to relay information on requirements or procedures in own work area of perform tasks that may involve providing a general directory service to members of the public, students and other staff (eg, advise on the location, role and availability of personnel and services). Use tact in dealing with others.\
Level 3
Education, Training & Experience
Perform duties at a skill level that requires:
Completion of a trades certificate, without subsequent experience as a qualified tradesperson upon appointment; or
Completion of Year 12, normally with subsequent relevant work experience; or
Completion of a certificate or associate diploma with no relevant on the job experience; or
An equivalent level of knowledge gained through any other combination of education, training and/or experience.
Staff advancing through this level may perform duties that require further on the job training or knowledge and training equivalent to progress toward completion of an associate diploma.
Task
Some task complexity, requiring the practical application of acquired skills and knowledge consistent with training level 3. Exercise discretion within established work methods and procedures to diagnose problems, or to choose between alternate approved work methods or established procedures and to determine task sequences within established work routines. Guidance or development would normally be provided before new tasks or situations are handled. Tasks may involve written and verbal communication skills, numerical skills, organising skills, data collection, and the use of a range of equipment at a level of complexity equivalent to the standard use of word processing software or to the application of skills gained through the acquisition of a single trade certificate.
Judgement & Problem Solving
Solve similar problems using a combination of learned methods, procedures, precedent, practices and experience, where initiative and interpretation in the application of procedures or established work practices will be required.
Will exercise some judgement over when to refer matters to seek assistance. Where the opportunity arises, will make suggestions and develop local job specific systems to assist in the completion of allocated tasks.
Supervision & Independence
Direction is provided on the assignments to be undertaken, with the occupant determining the appropriate use of established methods, tasks and sequences, where task objectives are well defined, established procedures or standard work practices and schedules apply, and choices are made between a range of straightforward alternatives.
Guidance on the approach to non standard or more complex circumstances will be provided by others. Supervision of other staff may be required, where those staff perform a range of straightforward tasks, following set procedures or routines.
Organisational Relationships & Impact
Apply a knowledge of the work area processes and take the impact of actions on other people or work areas into account when selecting between established work methods and sequences.
Level 4
Education, Training & Experience
Perform duties at a skill level that requires:
Completion of an associate diploma level qualification with relevant work experience (including experience gained in parallel with undertaking part-time study) or a certificate level qualification with post-certificate relevant work experience; or
Completion of a post-trade certificate and subsequent relevant experience; or
Completion of a trade certificate and subsequent relevant experience leading to the development of areas of specialisation through a depth of skills, or to the application of skills normally associated with a number of separate trades, or to the application of administrative and supervisory roles in conjunction with trade skills; or
An equivalent level of knowledge gained through any other combination of education, training and/or experience.
Task
Perform a variety of tasks that require a sound working knowledge of relevant trade, technical or administrative practices, include limited creative, planning or design functions, and require an awareness of the relevant theoretical or policy context.
Knowledge is applied to recurring circumstances, at a level of complexity equivalent to using a range of computer software applications to assist with job assignments, to setting up, using and demonstrating a range of standard procedures, equipment use and/or experiments or to applying skills ranging across more than one trade. May involve the application of specialist skills, eg, producing documents involving complex layouts, instrument calibration or maintenance, guidance to others in the use of a limited range of equipment, or the application of post trade skills to maintenance tasks.
Judgement & Problem Solving
Solve standard problems within an established framework or body of knowledge by applying a range of procedures and work methods, being proficient in and interpreting a set of relatively straightforward rules, guidelines, manuals or technical procedures, and selecting from a range of combination of possible responses, based on some understanding of the principles of policies underlying established procedures, practices or systems.
Will use operational experience to monitor and contribute to local procedures and systems.
Supervision & Independence
Direction is provided on the assignments to be undertaken, with the occupant determining the appropriate use of established methods, tasks and sequences, where some situations are not directly addressed in procedures and choices are made that require an understanding of a well defined policy framework or recourse to technical knowledge. Guidance is available. May be responsible for supervising others performing a range of tasks within a single work unit, providing on the job training and assistance to others, and/or coordinating staff (including liaison with staff at higher levels) contributions to assignments or projects.
May undertake stand alone work appropriate to this level.
Organisational Relationships & Impact
Apply a sound knowledge of the impact of the activities undertaken on other related functions or sections. Provide advice or assistance based on some depth of knowledge in own area. Assist others by interpreting procedures and selecting between work methods and sequences. Where relevant case experiences arise, suggest changes to procedures, schedules or routines to facilitate good relations between work units or with clients.
Level 5
Education, Training & Experience
Perform duties at a skill level that requires:
Completion of an associate diploma level qualification with relevant work experience (including experience gained in parallel with undertaking part-time study) or a certificate level qualification with post-certificate relevant work experience; or
Completion of a post-trade certificate and subsequent relevant experience; or
Completion of a trade certificate and subsequent relevant experience leading to the development of areas of specialisation through a depth of skills, or to the application of skills normally associated with a number of separate trades, or to the application of administrative and supervisory roles in conjunction with trade skills; or
An equivalent level of knowledge gained through any other combination of education, training and/or experience. Perform a variety of tasks that require a sound working knowledge of relevant trade, technical or administrative practices, include limited creative, planning or design functions, and require an awareness of the relevant theoretical or policy context.
Task
Perform tasks that require a knowledge and standard application of theoretical principles, procedures and techniques at the level of a less experienced graduate working in their field of expertise, or depth (ie, the development of some areas of specialisation) or breadth of technical trade or administrative expertise, including a sound appreciation of the advanced technical concepts, or relevant policy issues, in a particular functional area or to a set of related activities.
Apply, interpret and or advise on policies, systems, manuals, rules, procedures or guidelines, eg, the trialing of and reporting on experiment modifications for laboratory practicals, or the application of a substantial set of rules to the consideration of varying individual cases.
Judgement & Problem Solving
Solve diverse problems by applying judgement and initiative based either on theoretical knowledge or on a thorough knowledge of a complex set of rules, activities, techniques or procedures. May make regular operational decisions on the provision, availability or deployment of resources and services that have an effect outside the immediate work unit or on clients.
Supervision & Independence
Duties arise from role statements, supplemented by assignment allocation as relevant. Use theoretical/policy and technical knowledge to interpret procedures.
May supervise staff and have responsibility for the day to day operation of a work unit where this involves setting priorities, meeting service standards and assisting with the monitoring or review of systems, or supervise or coordinate staff with different areas of skill.
Organisational Relationships & Impact
Apply a detailed knowledge or work unit policies, systems and procedures, and their interaction with policies, systems and procedures in any related areas, to respond to standard circumstances and advise, assist and influence others.
Level 6
Education, Training & Experience
Perform duties at a skill level that requires:
A degree, normally with subsequent relevant experience to consolidate the theories and principles learned; or
Extensive experience (combined with specialised training and/or Diploma or Certificate level education), leading to either the development of specialist expertise or to the development of broad knowledge, in technical or administrative fields; or
An equivalent level of knowledge gained through any other combination of education, training and/or experience.
Task
Perform a range of assignments that are guided by policy, precedent or objectives and, where relevant, by professional standards. Positions at this level require a conceptual understanding of relevant policies, procedures or systems and interpretation in the application of policy and/or precedent. In technical and administrative areas, have a depth or breadth of expertise developed through extensive relevant experience. The investigation of a range of operating and design issues may be a key duty at this level.
Judgement & Problem Solving
Solve diverse and unusual problems by analysing information where considerable interpretation of existing regulations, policies or procedures is required. Some discretion to innovate within own function and take responsibility for outcomes. May apply theoretical/policy and technical/ procedural knowledge to design, diagnose, analyse, review, develop or test complex systems, data, equipment or procedures, develop section procedures, use considerable technical skills to design equipment to a limited brief or to liaise with equipment users to better define requirements, and/or undertake planning involving resource use or develop proposals for resource allocation.
Supervision & Independence
Major job duties are specified in position documentation or equivalent role statements, supplemented by assignment allocation as relevant. Will set priorities and monitor work flows and systems within an area of responsibility (ie, for own position and for a team or section if applicable). May have supervisory responsibility and some line management responsibility for staff performing a set of related functions. May have staff reporting indirectly to the position.
Organisational Relationships & Impact
Provide authoritative advice in the context of widely varying circumstances. Adapt techniques and interpret or modify procedures to achieve objectives, where any changes are within policy and either their impact is largely restricted to the work unit(s) concerned or they are authorised at higher levels. May provide influential input to policy or systems development on the basis of expertise in the operational aspects of current systems and their impact.
Level 7
Education, Training & Experience
Perform duties at a skill level that requires:
A degree with a depth of subsequent relevant experience to consolidate and extend the theories and principles learned; or
Extensive experience and management and or specialist expertise; or
An equivalent level of knowledge gained through any other combination of education, training and/or experience.
Task
Apply substantial theoretical and technical knowledge and experience to a range of issues and circumstances requiring considerable independent analysis and interpretation. In addition, may provide consultancy advice to others, and/or be recognised as an expert in a specialised area of theoretical, policy or technical complexity.
Judgement & Problem Solving
Independently apply theoretical or policy knowledge to:
modify and adapt techniques to develop innovative methodologies; or
research and analyse a situation and propose new responses or solutions; or
take a leading role in the application of proven techniques involving considerable theoretical and technical sophistication.
Focus on objectives rather than procedures and precedents. May involve the interpretation or application of policy that has an impact beyond the immediate work area.
Supervision & Independence
Direction is provided in terms of objectives. A contribution to the planning of programs and the review, development or modification of procedures (within policy) by the employee will be required. May have line management responsibility for staff delivering administrative, technical or professional services, including the provision of advice on procedures, systems, priorities and budgets for the program concerned to more senior managers.
Organisational Relationships & Impact
Duties require knowledge of the relationship between a range of diverse policies and activities. May negotiate solutions where a range of interests have to be accommodated. May develop proposals or recommendations that coordinate the interests of separate work units or contributors around a particular program, function or objective and share some accountability for the decisions taken.
Level 8
Education, Training & Experience
Perform duties at a skill level that requires:
A degree with substantial extension of the theories and principles, normally requiring extensive relevant graduate experience; or
A range of management experience; or
Postgraduate qualifications with relevant experience; or
An equivalent level of knowledge gained through any other combination of education, training and/or experience.
Task
Perform tasks requiring the integration of substantial theoretical (or policy) and technical knowledge to manage programs, or develop, review or evaluate significant policies, programs or initiatives, or develop or apply new principles and technology, or provide professional or consultancy services with recognised standing across or outside of the University.
Tasks may span a range of activities in a complex, specialised environment.
Judgement & Problem Solving
Responsible for developing or implementing systems, or programs (including priorities, policies and procedures) within closely defined statements of role objectives, that may include a requirement to draw together the interests of several functional or specialist areas. May provide strategic advice at Faculty level or equivalent.
Supervision & Independence
Will advise on and have substantial influence over the establishment of priorities, programs and/or budgets (formulation and expenditure) for a major area or specialised project. Will have scope to reset priorities or resources within overall program objectives or between positions or sections for which the position has line management responsibility.
Organisational Relationships & Impact
Apply a thorough knowledge of:
University wide policies; or
The external environment (eg, government legislation, guidelines and requirements); or
Diverse research and teaching activities.
To have a substantial influence on policy development or the management of a program(s).
Level 9
Education, Training & Experience
Perform duties at a skill level that requires:
Extensive management expertise and supporting experience; or
Program management and other specialist expertise; or
Postgraduate qualifications and extensive relevant experience; or
An equivalent level of knowledge gained through any other combination of education, training and/or experience.
Task
Perform tasks involving a significant creative, planning or management contribution to the development or operation of major professional, management or administrative policies or programs, and responsibility for or impact on significant resources.
Judgement & Problem Solving
Responsible for developing or implementing systems, services or programs (including priorities, policies and procedures)within either broad statements of role objectives, or where responsibilities have been substantially delegated.
In management positions, have independence in the allocation of resources within constraints established by senior management.
Supervision & Independence
Either:
manage programs, including where relevant setting longer term priorities and objectives, the shaping of organisational structures and influence over the size and composition of the resources available;
Or
have wide discretionary powers and provide high level advice in a specialised field of theoretical complexity.
Organisational Relationships & Impact
Plan and take a leading role in liaising, consulting and negotiating the development, modification or implementation of changes to policies, programs or practices at Faculty level or equivalent.
Check this page regularly for agreed clauses for the new General Staff Enterprise Agreement where, clause by clause, your CPSU Bargaining Team negotiate and win agreement for our new conditions of employment.