AT794071 Preamble

AT794071 [Transitional AIR Consolidation]

AUSTRALIAN INDUSTRIAL RELATIONS COMMISSION

Workplace Relations Act 1996

Application under Item 49 Part 2 of Schedule 5 of the Workplace Relations and Other Legislation Amendment Act 1996

The Local Government Association Of Queensland [Inc]

(C No. 40368 of 1998)

QUEENSLAND LOCAL GOVERNMENT OFFICERS’ AWARD 1992 [ODN C No. 36026 of 1989]

[Print K4550 [Q0022]] Various employees Local government administration COMMISSIONER HODDER BRISBANE, 30 JUNE 1998 Allowable award matters

ORDER A. The above award is varied by deleting all clauses, schedules and appendices and inserting the following:

AT794071 Clause 1

1. TITLE This award is the Queensland Local Government Officers' Award 1998.

AT794071 Clause 2 (p. 1 of 2) - PR975324

2. ARRANGEMENT [2 amended by PR953552 PR958449 PR959376 PR962423 PR962353 PR963285 PR965558 PR966944 PR968894 PR975324] 1. Title 2. Arrangement [PR975324] 3. Operation of award 4. Parties bound 5. Salaries [PR962402] 6. Executive officers [PR983894] 7. General salary scale [PR983894] 8. Classification/reclassification, salary increments & progression [PR965535] 8A. Classification/reclassification [PR966944] 9. Payment of salaries [PR953552] 10. Officers performing higher duties 11. Performing work for more than one respondent 12. Allowances [PR983894] 13. Hours of duty [PR953552] 14. Shift work [PR953552] 15. Overtime [PR962423] 16. Public holidays 17. Types of employment [PR968894]

A Full-time employment B Part-time employment C Casual employment D Maximum employment

17A. Probation [PR962423] 18. Regular part-time employment [PR962423] 19. Casual employment [PR962423] 19A. School based apprentices [PR975324] 20. Job sharing [PR962423] 21. Project employment [PR962423] 22. Temporary employment [PR962423] 23. Annual leave [PR968894] 24. Personal leave [PR968894] 24A. Bereavement leave [PR968894] 25. Long service leave 26. Jury service 27. Parental leave [PR970156] 28. Study leave 29. Conference leave 30. Service leave 31. Notice of termination [PR965804] 32. Redundancy [PR965804] 33. Occupational superannuation 34. Dispute settling procedure 35. Structural efficiency 36. Award modernisation 37. Enterprise flexibility

AT794071 Clause 2 (p. 2 of 2) - PR975324

38. Respondents 39. Anti discrimination 40. Posting award 41. Record of service Schedule A - Division description Schedule B - Schedule of respondents and divisions and districts Schedule C – Translation Schedule D - City of Gold Coast nine day fortnight system [PR953552]

AT794071 Clause 3

3. OPERATION OF AWARD This award comes into force on 30 June 1998 and shall remain in force for a period of twelve months. This award supersedes the Queensland Local Government Officers' Award 1992 but no right, obligation or liability accrued or incurred such previous award will be affected.

AT794071 Clause 4

4. PARTIES BOUND 4.1 This award shall be binding on the respondents named in Schedule B of this award in

respect of all their officers whose duties, responsibilities, work description or remuneration are contained within its terms and generally upon officers engaged in work of an administrative, managerial, community, environmental, technical or professional nature and on the Australian, Municipal, Administrative, Clerical and Services Union, hereinafter referred to as the Australian Services Union (ASU) and its members and The Association of Professional Engineers, Scientists and Managers Australia (APESMA) and its members.

4.2 Transmission of business 4.2.1 Where a business is before or after the date of this award, transmitted from an

employer (in this clause called "the transmittor") to another employer (in this clause called "the transmittee") and an employee who at the time of such transmission was an employee of the transmittor in that business becomes an employee of the transmittee:

4.2.2 the continuity of the employment of the employee shall be deemed not to have

been broken by reason of such transmission; and 4.2.3 the period of employment which the employee has had with the transmittor or any

prior transmittor shall be deemed to be service of the employee with the transmittee.

4.2.4 In this clause "business" includes trade, process, business or occupation and

includes part of any such business and "transmission" includes transfer, conveyance, assignment or succession whether by agreement or by operation of law and "transmitted" has a corresponding meaning.

AT794071 Clause 5 - PR962402

5. SALARIES 5.1 The minimum rate of salary payable to officers shall be in accordance with the rates as

set out in clause 6 - Executive officers, and clause 7 - General salary scale, of this award.

5.2 Nothing contained within this award shall preclude any respondents paying any officer

at a higher rate than that prescribed in clause 6 - Executive officers and clause 7 - General salary scale.

5.3 A respondent may permit its officers to undertake other work or to accept some

subordinate office in addition to the duties attached to any particular position for which a rate of salary is provided for in this award. For such extra work they may receive extra pay, but such extra work and extra pay shall not in any way affect the salaries fixed by this award, for their ordinary work, nor shall such officers be deemed to be regular part-time workers by the mere fact of their undertaking such extra work by their receiving such extra pay.

[5.4 inserted by S9580; substituted by PR921747 PR939202 PR951718; PR962402 ppc 21Sep05] 5.4 The rates of pay in this award include the arbitrated safety net adjustment payable under

the Safety Net Review - Wages June 2005 decision [PR002005]. This arbitrated safety net adjustment may be offset against any equivalent amount in rates of pay received by employees whose wages and conditions of employment are regulated by this award which are above the wage rates prescribed in the award. Such above award payments include wages payable pursuant to certified agreements, currently operating enterprise flexibility agreements, Australian workplace agreements, award variations to give effect to enterprise agreements and overaward arrangements. Absorption which is contrary to the terms of an agreement is not required.

Increases made under previous National Wage Case principles or under the current Statement of Principles, excepting those resulting from enterprise agreements, are not to be used to offset arbitrated safety net adjustments.

AT794071 Clause 6 (p. 1 of 8) - PR983894

6. EXECUTIVE OFFICERS 6.1 Salary packaging

The rates of pay set out in clause 6.2 shall apply to Executive Officers. The salary rates prescribed herein for Executive Officers may be taken by means other than money by an arrangement that complies with current taxation rules. Further, the terms and conditions of such package shall not, when viewed objectively, be less favourable than the entitlements otherwise available under this award and shall be subject to the following provisions:

6.1.1 The agreement, the terms and conditions of which shall be in writing and signed

by both the employer and employee, shall detail the components of the total remuneration package for the purpose of this agreement and for the purpose of complying with this award;

6.1.2 A copy of the agreement shall be made available to the employee; 6.1.3 The configuration of the remuneration package shall remain in force for the period

agreed between the employer and employee; 6.1.4 Where at the end of the agreed period, the full amount allocated to a specific

benefit has not been utilised by agreement between the employer and the employee, any unused amount may be carried forward to the next period or paid as salary which will be subject to the usual taxation requirements;

6.1.5 The salary for superannuation purposes shall be the salary as provided in clause

6.2. 6.1.6 Where applicable the salary package shall include the locality allowance as

provided for in clause 12.1. 6.2 Executive salary scale – (Effective from 13.03.2008) [6.2.1 varied by S9580 T1100; substituted by PR909784 PR921747 PR939202 PR951718; varied by PR962402 PR975324 PR978348; 6.2.1 The following salary scale will apply to Executive Officers as defined within this

clause:

Council Category

Chief Executive

Officer

Director of Engineering

Services

Deputy Chief Executive Officer/Deputy Director of

Engineering Services/ Qualified Accountant

Department Head

$ $ $ $8 111,470 109,470 88,563 73,110 109,423 107,463 86,975 71,832 107,375 105,455 85,388 70,555 7 105,337 103,448 83,800 69,277 103,279 101,440 82,212 68,000 101,232 99,433 80,624 66,822

AT794071 Clause 6 (p. 2 of 8) - PR983894

Council Category

Chief Executive

Officer

Director of Engineering

Services

Deputy Chief Executive Officer/Deputy Director of

Engineering Services/ Qualified Accountant

Department Head

$ $ $ $6 99,184 97,425 79,037 65,445 97,137 95,418 77,449 64,167 95,089 93,410 75,861 62,890 5 93,041 91,403 74,273 61,613 90,993 89,395 72,686 60,335 88,946 87,388 71,098 59,058 4 86,898 85,380 69,510 84,851 83,373 67,922 82,803 81,365 66,335 3 80,756 79,358 64,747 78,707 77,350 63,159 76,660 75,343 61,571 2 74,612 73,335 59,984 72,565 71,328 58,396 70,517 69,320 56,808 1 68,470 67,313 55,220 66,422 65,305 53,633 64,374 63,298 52,045

6.2.2 Department Heads in Category 1, 2, 3 and 4 Councils shall be paid in accordance

with the general salary scale prescribed in clause 7 of the award under definitive criteria set out in Schedule A of the award.

6.2.3 Movement to the next higher salary point within a category will be by way of

annual increment subject to the officer having given satisfactory service for the prior twelve months in accordance with the Staff Development and Appraisal system agreed to by the respondent.

AT794071 Clause 6 (p. 3 of 8) - PR983894

6.3 Definitions 6.3.1 Chief Executive Officer

The Chief Executive Officer shall be an officer appointed as such by a Council who is required to exercise independent judgement in performing of corporate accountability requiring exceptional technical, functional, strategic, analytical resource management and personnel competencies. The Chief Executive Officer shall plan and direct diverse professional, scientific, technical, administrative and financial services and other specialised programmes requiring extensive experience in Local Government. The Chief Executive Officer shall be the corporate head of the Council's administrative organisation to whom all other parts of the organisation are ultimately accountable for the performance of the functions or programmes.

6.3.2 Director of Engineering Services

The Director of Engineering Services shall be an officer who holds a Local Government Engineer's Certificate of Queensland and is appointed as such by a Council who is totally responsible for Council's construction and maintenance works programmes including Roads, Water, Sewerage, Parks etc. The Director will be the principal decision maker and may act independently subject only to Council policy and the overriding administrative review of the Chief Executive Officer and is held finally accountable for the performance of the functions or programmes. The Director shall be responsible for planning and directing professional, scientific, administrative and technical services and other specialised programmes requiring extensive professional and managerial experience.

6.3.3 Deputy Chief Executive Officer

The Deputy Chief Executive Officer is an officer appointed as such by a Council who is required to deputise for the Chief Executive Officer. Such officer is the principal decision maker and manager of a Department comprising a number of major functions and/or programmes which occupy a significant proportion of Council resources or policy attention and may act independently subject only to Council policy and the overriding administrative and/or technical review of the Chief Executive Officer and is held finally accountable for the performance of the functions and/or programmes. The officer shall have wide latitude of exercising independent judgement and shall be required to perform work of very significant difficulty and accountability.

AT794071 Clause 6 (p. 4 of 8) - PR983894

6.3.4 Deputy Director of Engineering Services

The Deputy Director of Engineering Services is an officer who holds a Local Government Engineer's Certificate of Queensland and is appointed as such by a Council who is required to deputise for the Director of Engineering Services. Such officer is the principal decision maker and manager of a Department comprising a number of major functions and/or programmes which occupy a significant proportion of Council resources and/or policy attention and may act independently subject only to Council policy and the overriding administrative and/or technical review of the Chief Executive Officer and/or Director of Engineering Services and is held finally accountable for the performance of the functions and/or programmes. The officer shall have wide latitude of exercising independent judgement and shall be required to perform work of very significant difficulty and accountability.

6.3.5 Qualified Accountant

A Qualified Accountant is an officer who holds the Local Government Clerks Certificate or academic qualifications acceptable for admission to the ASPCA and/or the Chartered Institute of Accountants who is appointed as such by a Council and is required to oversee the entire financial management of the Local Authority. Such officer would be the principal decision maker and manager of a Department comprising a number of major functions and/or programmes which occupy a significant proportion of Council resources or policy attention and may act independently subject only to Council policy and the overriding administrative and/or technical review of the Chief Executive Officer and is held finally accountable for the performance of the functions and/or programmes. The officer shall have wide latitude of exercising independent judgment and shall be required to perform work of very significant difficulty and accountability.

6.3.6 Department Head

A Department Head is an officer appointed as such by a Council who is the principal decision maker and manager of a Department comprising a major function or programme which occupies a significant proportion of Council resources and/or policy attention and may act independently subject only to Council policy and the overriding administrative review of the Chief Executive Officer and is held finally accountable for the performance of the function or program.

6.4 Council category determination formula

The Council category used for Executive Officer salary purpose shall be determined using the following scoring table:

AT794071 Clause 6 (p. 5 of 8) - PR983894

Cumulative Score from Net Expenditure (6.4.2) Employee Levels (6.4.3) Separately Valued Properties (6.4.4)

Council Category

3 - 5 1 5.5 - 7.5 2 8 - 10 3 10.5 - 12.5 4 13 - 15 5 15.5 - 17.5 6 18 - 20 7 20.5 - and above 8

Each Council shall determine its category at the end of each financial year and adjust Executive Officers' salaries accordingly and such adjusted salaries shall be operative from 1 August following such review.

6.4.2 Net expenditure [6.4.2 substituted by T3641 from 02Sep99]

Net expenditure is the figure derived from Operating Expenditure plus Capital Expenditure less depreciation as contained in the Operating and Capital Funding Statements respectively, of the audited financial statements of the Council. Those figures are required to be compiled in accordance with the Local Government Finance Standards.

The net expenditure figure for each Local Authority is rounded to the nearest million dollars to facilitate scoring.

Total Operating Expenditure Category Determination

$ million Score

0-2 1 2-5 2 5-10 3 10-20 4 20-40 5 40-80 6 80-160 7 >160 8

The dollar components in the above scoring schedule shall automatically increase or decrease by the previous 12 month CPI figure published by A.B.S. The adjustment shall take place prior to 30 June each year. The results of this calculation shall be cumulative and, as a consequence, records of the adjustment shall be maintained by the Local Authority and shall form the basis of calculations in subsequent years.

AT794071 Clause 6 (p. 6 of 8) - PR983894

The category determination score shall be increased by 0.5 when the net expenditure is within minus 10% of the maximum limit and shall be decreased by 0.5 if the net expenditure is within plus 10% of the minimum level.

6.4.3 Employee levels

Employee levels are determined by including each "full time" employee as a unit. Each person employed on a basis other than "full time" is to be included with a unit value calculated as follows:

1 Unit x Annual "Ordinary" Hours Worked Full time annual "Ordinary" Hours

(as per award)

Units as at 30 June Category Determination

Score 0 - 50 1 50 - 100 2 100 - 200 3 200 - 400 4 400 - 800 5 800 - 1600 6

The category determination score shall be increased by .5 when the employee level units are within minus 10% of the maximum limit and shall be decreased by 0.5 when the employee level units are within plus 10% of the minimum limit.

6.4.4 Separately valued properties

The number of properties is to equal the total number of separately valued properties as per the Valuer General's Valuation Roll for the Local Government area. Where such roll includes properties subdivided for building unit title or strata title purposes, each lot thereby created shall be added to the total, as if it were a separately valued property.

Separately Valued Properties 000's Category Determination

Score 0 - 1 1 1 - 2 2 2 - 4 3 4 - 8 4 8 - 16 5 16 - 32 6 32 - 64 7 64 - 128 8

AT794071 Clause 6 (p. 7 of 8) - PR983894

The category determination score shall be increased by .5 when the separately valued properties level is within minus 10% of the maximum limit and shall be decreased by .5 when the separately valued properties level is within plus 10% of the minimum limit.

6.5 Exemption of Chief Executive Officer [6.5 inserted by PR902645 from 07Apr01] 6.5.1 This award shall not apply to any respondent local authority in respect of its Chief

Executive Officer where the respondent local authority and the Chief Executive Officer enter into a written contract of employment which states that this Award is not to apply to the employment terms and conditions of the Chief Executive Officer.

6.5.2 Clause 6.5.1 will only apply where the following conditions are met:

6.5.2(a) the local authority has brought to the attention of the Chief Executive Officer provisions of this Award prior to the Chief Executive Officer entering into the contract;

6.5.2(b) a copy of the proposed contract is given to the Chief Executive Officer or

the person to be appointed as Chief Executive Officer seven (7) clear days prior to the contract being entered into by the Chief Executive Officer or the appointee;

6.5.2(c) the contract is voluntarily entered into by the Chief Executive Officer or the

appointee;

6.5.2(d) the contract’s terms and conditions do not result, on balance, in a reduction in the overall terms and conditions of the Chief Executive Officer under this Award.

6.6 Exemption of Executive Officers [6.6 inserted by PR957684 ppc 28Apr05] 6.6.1 This subclause shall only apply to those Executive Officers for whom a salary is

prescribed by paragraph 6.2.1 of this award. This subclause shall not apply to those Executive Officers for whom a salary is prescribed by paragraph 6.2.2.

6.6.2 This award shall not apply to any respondent local authority in respect of its

Executive Officers as defined herein where the respondent local authority and the Officer concerned enter into a written contract of employment which states that this Award is not to apply to the employment terms and conditions of the Officer.

6.6.3 Clause 6.6.2 will only apply where the following conditions are met:

AT794071 Clause 6 (p. 8 of 8) - PR983894

6.6.3(a) prior to the Executive Officer entering into the contract the local authority has - brought to the attention of the Executive Officer provisions of this Award and - if the effect of an exemption under this clause also means that the Executive Officer will no longer be covered by a certified agreement that fact must be advised in writing to the Executive Officer;

6.6.3(b) a copy of the proposed contract is given to the Executive Officer or the

person to be appointed as an Executive Officer seven (7) clear days prior to the contract being entered into by the Executive Officer or the appointee;

6.6.3(c) the contract is voluntarily entered into by the Executive Officer or the

appointee;

6.6.3(d) at the time it is agreed and/or renewed the contract’s terms and conditions do not result, on balance, in a reduction in the overall terms and conditions of the Executive Officer under this Award or relevant Agreement certified under the Workplace Relations Act 1996.

AT794071 Clause 7 (p. 1 of 5) - PR983894

7. GENERAL SALARY SCALE (EFFECTIVE 13.03.2008) [7.1 varied by S9580 T1100 PR909784 PR921747 PR939202 PR951718 PR962402 PR975324 PR978348; 7.1 The following salary scales will apply to officers not covered by clause 6 of this award

who are classified in terms of the definitive criteria set out in Schedule A.

Band Total rate $Level 1 30,770 31,283 32,104 32,873 33,642 34,306 Level 2 35,085 35,854 36,623 37,132 Level 3 37,900 38,388 39,157 39,926 Level 4 40,694 41,463 42,128 42,897 Level 5 43,665 44,330 45,099 Level 6 46,380 47,661 48,943 Level 7 50,224 51,505 52,786 Level 8 54,324 55,861 57,399 58,842 60,285

AT794071 Clause 7 (p. 2 of 5) - PR983894

Junior Rates

Years of Age % of First Increment Level 1 Under 17 years 55% 17 years 60% 18 years 70% 19 years 80% 20 years 90%

7.2 Absorption [7.2 substituted by T1100 PR909784 PR921747 PR939202 PR951718; PR962402 ppc 21Sep05]

The rates of pay in this award include the arbitrated safety net adjustment payable under the Safety Net Review - Wages June 2005 decision [PR002005]. This arbitrated safety net adjustment may be offset against any equivalent amount in rates of pay received by employees whose wages and conditions of employment are regulated by this award which are above the wage rates prescribed in the award. Such above award payments include wages payable pursuant to certified agreements, currently operating enterprise flexibility agreements, Australian workplace agreements, award variations to give effect to enterprise agreements and over award arrangements. Absorption which is contrary to the terms of an agreement is not required.

Increases made under previous National Wage Case principles or under the current Statement of Principles, excepting those resulting from enterprise agreements, are not to be used to offset arbitrated safety net adjustments.

7.3 National training wage 7.3.1 This clause shall apply to persons who are undertaking a Traineeship (as defined)

who are employed by an employer party bound by this award. 7.3.2 A party to this award shall comply with the terms of the National Training Wage

Award 1994, as varied, as though bound by clause 3 of that award. The relevant skill level for traineeship employment under this award is Skill Level A.

7.3.3 Definition

"Traineeship" means a system of training which has been approved by the relevant State or Territory Training Authority or which meets the requirements of a National Training Package developed by a National Training Industry Advisory Board and endorsed by the National Training Framework Committee, which leads to an Australian Qualifications Framework qualifications specified by that National Training Package, or which has been approved on an interim basis by the National Employment and Training Taskforce (NETTFORCE), until final approval is granted by the relevant State or Territory Training Authority and includes full time traineeships and part time traineeships including school based traineeships.

AT794071 Clause 7 (p. 3 of 5) - PR983894

7.4 Workers eligible for a supported wage 7.4.1 This clause defines the conditions which will apply to employees who because of

the effects of a disability are eligible for a supported wage under the terms of this award. In the context of this clause, the following definitions will apply:

7.4.1(a) Supported Wage System means the Commonwealth Government system

to promote employment for people who cannot work at full award wages because of a disability, as documented in "(Supported Wage System: Guidelines and Assessment Process)".

7.4.1(b) Accredited Assessor means a person accredited by the management unit

established by the Commonwealth under the Supported Wage System to perform assessments of an individual's productive capacity within the Supported Wage System.

7.4.1(c) Disability Support Pension means the Commonwealth pension scheme to

provide income security for persons with a disability as provided under the Social Security Act 1991, as amended from time to time, or any successor to that scheme.

7.4.1(d) Assessment Instrument means the form provided for under the Supported

Wage System that records the assessment of the productive capacity of the person to be employed under the Supported Wage System.

7.4.2 Eligibility criteria

Employees covered by this clause will be those who are unable to perform the range of duties to the competence level required within the class of work for which the employee is engaged under this award, because of the effects of a disability on their productive capacity and who meet the impairment criteria for receipt of a Disability Support Pension.

This clause does not apply to any existing employee who has a claim against the employer which is subject to the provisions of workers' compensation legislation or any provision of this award relating to the rehabilitation of employees who are injured in the course of their current employment.

(The award does not apply to employers in respect of their facility, programme, undertaking, service or the like which receives funding under the Disability Services Act 1986 and fulfils the dual role of service provider and sheltered employer to people with disabilities who are in receipt of or are eligible for a disability support pension, except with respect to an organisation which has received recognition under Section 10 or Section 12A of the Act, or if a part only has received recognition, in that part).

AT794071 Clause 7 (p. 4 of 5) - PR983894

7.4.3 Supported wage rates [7.4.3 varied by PR921747 PR939202 PR951718 PR953552 PR962402 PR975324 PR978348;

Employees to whom this clause applies shall be paid the applicable percentage of the minimum rate of any pay prescribed by this award for the class of work which the person is performing according to the following schedule:

Assessed capacity Prescribed Award Rate

(clause 7.4.4)

10%* 10% 20% 20% 30% 30% 40% 40% 50% 50% 60% 60% 70% 70% 80% 80% 90% 90%

(Provided that the minimum amount payable shall not be less than $66.00 per week – (effective from 13.3.2008).

* Where a person's assessed capacity is 10 per cent, they shall receive a high degree of assistance and support.

7.4.4 Assessment of capacity

For the purpose of establishing the percentage of the award rate to be paid to an employee under this award, the productive capacity of the employee will be assessed in accordance with the Supported Wage System and documented in an assessment instrument by the employer and an accredited Assessor from a panel.

7.4.5 Lodgement of assessment instrument

All assessment instruments under the conditions of this clause, including the appropriate percentage of the award rate to be paid to the employee, shall be lodged by the employer with the Registrar of the Industrial Relations Commission.

7.4.6 Review of assessment

The assessment of the applicable percentage should be subject to annual review or earlier on the basis of a reasonable request for such a review. The process of review shall be in accordance with the procedures for assessing capacity under the Supported Wage System.

AT794071 Clause 7 (p. 5 of 5) - PR983894

7.4.7 Other terms and conditions of employment

Where an assessment has been made, the applicable percentage shall apply to the wage rates only. Employees covered by the provisions of the clause will be entitled to the same terms and conditions of employment as all other workers covered by this award paid on a pro rata basis.

7.4.8 Workplace adjustment

An employer wishing to employ a person under the provisions of this clause shall take reasonable steps to make changes in the workplace to enhance the employee's capacity to do the job. Changes may involve re-design of job duties, working time arrangements and work organisation in consultation with other workers in the area.

7.4.9 Trial period

7.4.9(a) In order for an adequate assessment of the employee's capacity to be made, an employer may employ a person under the provisions of this clause for a trial period not exceeding 12 weeks, except that in some cases additional work adjustment time (not exceeding four weeks) may be needed.

7.4.9(b) During the trial period the assessment of capacity shall be undertaken and

the proposed rate for a continuing employment relationship shall be determined.

[7.4.9(c) varied by PR921747 PR939202 PR951718 PR962402 PR975324 PR978348;

7.4.9(c) The minimum amount payable to the employee during the trial period shall be no less than $66.00 per week (effective 13.3.2008).

7.4.9(d) Work trials should include induction or training as appropriate to the job

being trialed.

7.4.9(e) Where the employer and employee wish to establish a continuing employment relationship following the completion of the trial period, a further contract of employment shall be entered into based on the outcome of assessment under 7.4.4 above.

AT794071 Clause 8 - PR965535

8. CLASSIFICATION/RECLASSIFICATION, SALARY INCREMENTS & PROGRESSION [8 Salary increments title changed and substituted by PR958449; PR958449 stayed by PR959376; PR959376 set aside by PR962423; substituted by PR965535 ppc 08Sep05] 8.1 Officers will be classified in accordance with the classification definitions contained in

Schedule A. 8.2 A respondent will when requested (in writing) by an officer provide to the officer (in

writing) within eight weeks of the receipt of the written request: 8.2.1 the officer’s classification; 8.2.2 the reasons for the officer’s appointment to that classification including:

• characteristics of the position; • requirements of the position; • the responsibilities of the position; • the organisational relationship; • the extent of authority.

Such a request shall only be made on an annual basis provided however that an officer may make a request at any time where the officer’s position has been restructured or reorganised or as a result of a substantive change in the position initiated by the respondent, such that the position should be classified as a higher level within the award.

8.3 An officer may dispute the classification determined by the respondent. Any disputes

that are initiated regarding classification shall be dealt with in accordance with the disputes procedure contained in clause 34 of this award. Provided that an officer will have the right to elevate the dispute to the Commission following the expiry of the process outlined in clause 8.2.

8.4 An officer may request a union or other representative to represent them throughout the

process outlined in the clause above. 8.5 Salary increments

Movement to the next highest salary point within a level will be by way of annual increment subject to the officer having given satisfactory service for the prior twelve months in accordance with a Staff Development and Appraisal System developed by the respondent in consultation with officers who may be represented by their accredited Union representative in such consultation.

8.6 Where a respondent chooses not to implement a Staff Development and Appraisal

System, movement between salary points will occur at yearly intervals.

AT794071 Clause 8A - PR966944

8A. CLASSIFICATION/RECLASSIFICATION [8A inserted by PR962353; deleted by PR966944 ppc 08Sep05]

AT794071 Clause 9 - PR953552

9. PAYMENT OF SALARIES [9.1 substituted by PR953552 ppc 05Oct04] 9.1 All salaries shall be paid at least fortnightly. Provided that by agreement between a

respondent and the officer concerned, salaries may be paid monthly. 9.2 For the purpose of calculating the amount payable fortnightly, the annual salaries

prescribed shall be divided by 26. 9.3 The payment of salaries and allowances shall be made to officers by means of: 9.3.1 cash; and/or 9.3.2 Electronic Fund Transfer to a bank, building society or credit union or other

financial institution nominated by the officer receiving the salary or allowance where the Electronic Fund Transfer is of such an amount as will ensure to the officer payment of salary and allowances in full at the place where payment is tendered; and/or

9.3.3 payment by cheque at a bank, building society, credit union or other financial

institution nominated by the officer receiving the salary or allowance, where the cheque is of such an amount of exchange as will ensure to the officer payment of salary and allowances in full at the place where such payment is tendered.

9.4 Provided this provision does not apply to Executive Officers.

AT794071 Clause 10

10. OFFICERS PERFORMING HIGHER DUTIES When an officer is engaged wholly or mainly duties other than those of the officer's usual grade or classification, the officer shall be paid the existing salary of the officer so relieved: 10.1.1 Provided that where the officer so relieved holds a position for which the award

provides annual increments, the officer engaged in relieving shall be paid the appropriate salary applicable to the first year of service, and whilst continuing to perform such duties shall receive the prescribed annual increments: Provided that this provision shall not apply where relieving duties are performed for not more than one day at a time.

10.1.2 A junior officer engaged wholly or mainly on duties for which adult rates of

salary apply shall be paid at the minimum adult rate applicable to those duties. The officer's engagement "wholly or mainly" on such duties shall mean and include the carrying out of more than 50 per cent of the duties usually then performed in the position to which the adult rates apply and acceptance of more than 50 per cent of the responsibility usually then associated with those duties.

AT794071 Clause 11

11. PERFORMING WORK FOR MORE THAN ONE RESPONDENT Where an officer performs works for more than one respondent, the officer shall be paid at the rate of salary prescribed for the relevant classification plus 10% and the officer's salary shall be paid pro rata by each respondent on a basis to be mutually arranged.

AT794071 Clause 12 (p. 1 of 6) - PR983894

12. ALLOWANCES 12.1 Locality allowance [12.1 varied by PR939202 ppc 21Seo03]

In addition to remuneration otherwise payable under this award, an officer shall be paid a locality allowance with the scale of such allowance as prescribed by Directive Number 19/99 made pursuant to provisions of s.34 of the Public Service Act 1996.

12.2 Stand-by for emergency work [12.2 varied by S9580 T1100 PR909784 PR921747 PR939202 PR951718; deleted by PR958449 ppc 30May05; PR958449 stayed by PR959376; PR959376 set aside by PR962423 from 09Sep05; varied by PR962402; corrected by PR963296 ppc 21Sep05] 12.2 Availability allowance [New 12.2 inserted by PR970730 ppc 24Mar06] 12.2.1 An employer may instruct an employee to be available to perform emergency

work either remotely or through attendance at a Council work-site outside of his /her normal working hours.

[12.2.2 varied by PR975324 PR978348; 12.2.2 For an employee who may be instructed to be available but expected to perform

the work remotely e.g. by telephone or electronic link-up, the employee shall be paid an allowance of $11.21 per day (effective 13.3.2008) for each day that employee is required to be available.

12.2.3 To be eligible for the allowance, the employee must have been instructed to be

available for work and be readily accessible and in a fit state if called upon to perform work. The mere provision of electronic means for contact or to perform work remotely does not in itself justify entitlements to the allowance.

[12.2.4 varied by PR975324 PR978348; PR983894 ppc 01Oct08] 12.2.4 For an employee who may be instructed to be available and required to attend a

Council work-site to perform the work, the employee shall be paid an allowance of $12.34 per day (effective 13.3.2008).

12.2.5 To be eligible for the allowance, the employee must have been instructed to be

available for work, be readily contactable, in a fit state to perform the work and be within reasonable travelling distance of the work-site. The mere provision of electronic means for contact does not in itself justify entitlements to the allowance

AT794071 Clause 12 (p. 2 of 6) - PR983894

12.2.6 If an officer is required to leave home to perform emergency work, all work performed on that day shall be paid at the prescribed overtime rates, from the time of leaving home to commence work until the time the officer returns home. The payment received in these circumstances shall not be less than three hours salary at ordinary time rates on the first occasion on any one day the officer is required to leave home, provided that any subsequent requirement to perform work away from home which occurs within the initial three hour time period and does not extend beyond the three hour time period will not be subject to an additional payment of three hours. Any subsequent requirement for an officer to leave home to perform work will be paid at the appropriate overtime rate for the actual time worked with no prescribed minimum.

12.2.7 If the officer is called upon to perform emergency work remotely or from home,

all work performed on that day shall be at the prescribed overtime rates, from the time the officer commences the emergency work until such time the officer finishes the work If an officer is required to perform work on one or more occasions in any one day the payment received for that day shall not be less than one hour salary at ordinary time rates.

12.2.8 This clause will not apply to Executive officers or officers who have been

provided with mutually-agreeable alternative arrangements/benefits to compensate for being available to perform emergency work.

12.2.9 An officer subject to this clause and who can not be reasonably contacted or

refuses to perform the emergency work for legitimate or other reasons will forfeit any allowances provided for in this clause.

12.3 Meal allowance [12.3 varied by S9580 T1100 PR909784 PR921747 PR939202 PR951718 PR962402 PR975324 PR978348; 12.3.1 An officer other than an officer employed on shift work as defined in clause 14 of

this award required to continue working for more than two hours after the usual ceasing time on any day or beyond 1.00pm on a Saturday, Sunday or public holiday, shall be paid a meal allowance of $11.23 (effective 13.3.2008).

12.3.2 Officers other than officers employed on shift work as defined in clause 14 – Shift

work, of this award required to continue working overtime for more than four hours after the first hour worked shall be paid a further meal allowance of $11.23 (effective 13.3.2008) upon the completion of each period of four hours after commencing such overtime. At the completion of each period of four hours overtime an officer shall be entitled to crib time of not less than 30 minutes to enable the officer to partake of a meal.

12.3.2(a) Officers performing shift work as defined in clause 14 - Shift work, of this

award who are required to continue working for more than two hours after the usual ceasing time shall be paid a meal allowance of $11.23 (effective 13.3.2008).

AT794071 Clause 12 (p. 3 of 6) - PR983894

12.3.2(b) Officers who are required to continue working for more than a further four hours following completion of the first hour's overtime shall be paid a further meal allowance of $11.23 (effective 13.3.2008).

12.3.3(c) Officers performing shift work as defined in clause 14 – Shift work, of this

award who are recalled to work overtime shall receive after the completion of each four hours of overtime, a meal allowance of $11.23 (effective 13.3.2008) and a 30-minute crib break for which no deduction of pay shall be made.

This provision does not apply to Executive Officers.

12.4 Travelling 12.4.1 All reasonable travelling and/or out-of-pocket expenses including meals incurred

by an officer in the course of the officer's duties shall be reimbursed by the respondent.

12.4.1(a) An officer required to travel as part of the officer's duties at hours outside

the prescribed ordinary hours of duties shall be paid for such travelling time at ordinary rates Monday to Friday inclusive and at time-and-a-half on Saturdays, Sundays and public holidays. Provided that such payment shall not exceed pay as for eight hours on any day.

12.4.1(b) An officer required to report for duty at a place away from the officer's

usual place of duty involving travelling time in excess of that normally occupied in travelling to and from the officer's place of duty shall be paid ordinary rates for all such excess travelling time.

This provision does not apply to Executive Officers.

12.5 Motor vehicle expenses [12.5 varied by PR909784 PR921747 PR939202 PR962402; PR975324 ppc 01Dec06]

Where an officer is required by a respondent to provide a motor vehicle for official duties that officer shall be paid an allowance per kilometre in accordance with the scale of such allowance as prescribed by Directive Number 9/06 made pursuant to the provisions of s.34 of the Public Service Act 1996.

12.6 Camping allowance 12.6.1 Where for the performance of the officer's work it is necessary for an officer to

live in a camp provided by the respondent, free of charge, either because there are no reasonable transport facilities to enable that officer to travel to and from the officer's home each day or because the officer is directed by the respondent to live in such a camp, then:

AT794071 Clause 12 (p. 4 of 6) - PR983894

[12.6.1(a) varied by S9580 T1100 PR909784 PR921747 PR939202 PR951718 PR962402 PR975324 PR978348;

12.6.1(a) Such officer shall be paid a camping allowance of $14.78 (effective 13.3.2008) for each day (including Saturday and Sunday) the officer lives in camp.

12.6.1(b) When an officer lives in a camp during the week and returns home for a

weekend or part of a weekend but is not absent from the job for any of the ordinary working hours, the officer shall be paid camping allowance for five days.

12.6.1(c) An officer who returns home or is otherwise absent from camp for not more

than two nights during that week but who does not absent himself or herself from the job shall nevertheless be deemed to live in camp during the week and shall be entitled to a camping allowance for five days.

This provision does not apply to Executive Officers.

12.7 Wet weather and other disabilities 12.7.1 Work in the rain

If an officer is required to work in the rain and by doing so gets the officer's personal clothing wet, such officer shall be paid single time in addition to the rate otherwise payable, for all time worked in that wet clothing up to the time the officer is able to change into dry clothing or until the officer ceases work whichever is the earlier.

12.7.1(a) Where an employee is required to wear waterproof or other protective

clothing such as a waterproof jacket, boots or gloves, the respondent must reimburse the employee the cost of purchasing such protective clothing approved by the respondent.

12.7.1(b) The provision set out in 12.7.1(a) above does not apply where the clothing is

paid for by the respondent.

12.7.1(c) Where protective clothing is supplied without cost to the employee it shall remain the property of the respondent.

12.7.2 Work under extraordinarily difficult or unpleasant conditions

12.7.2(a) Officers required to work under conditions where they are exposed to effluents from sewers, septic tanks or drains of any kind or officers required to enter sewerage, wet wells, live sewers and septic tanks shall be paid for all time worked under such conditions at the rate of single time in addition to the rate otherwise payable.

AT794071 Clause 12 (p. 5 of 6) - PR983894

For the purposes of this paragraph "exposed to effluents from sewers, septic tanks or drains" shall include where an officer, in the course of his or her duties, comes into contact with the effluents, or where the officer has to work in places where such effluents has been, or where the officer by virtue of working in sewers, septic tanks or drains of any kind encounters foul or offensive odours or fumes.

12.7.2(b) Officers required to work in water, slime, slush or swampy, boggy ground,

so that their feet and ankles become submerged, shall be paid for all time actually worked under such conditions at the rate of single time extra in addition to the rates otherwise payable. Provided that this extra payment shall not apply where suitable, practical and effective footwear and suitable, practical and effective protective clothing are provided by the respondent and where, as a consequence of the use of such protective clothing and footwear the officers concerned are not subject to the disabilities in respect of which the extra payment is prescribed. Provided further that if such protective clothing and footwear is provided and not worn for other than safety reasons then the respondent shall not be liable for any payments under this clause.

12.7.2(c) The payments prescribed in 12.7.2(a) and (b) of this clause shall continue

until the officer has had the opportunity to change clothing or clean up. Provided where the payment is made in respect of foul or offensive odours or fumes the payment shall cease when the officer has completed work in the area.

12.7.2(d) The additional rates prescribed by 12.7.2(a), (b) and (c) of this clause shall

not be paid in addition to any disability allowance or penalty rates to which an officer would otherwise be entitled pursuant to 13.2.1(d) of this award in respect of the same disability but which the officer shall receive whichever amount is the highest.

This provision does not apply to Executive Officers.

12.8 First aid allowance [12.8 varied by S9580 T1100 PR909784 PR921747 PR939202 PR951718 PR962402 PR975324 PR978348;

An officer who has been trained to render first aid and who is the current holder of an appropriate first aid qualification, such as a certificate from the St John's Ambulance or similar body, shall be paid a weekly allowance of $12.37 (effective 13.3.2008) if the officer is appointed by the respondent to perform first aid duty.

This provision does not apply to Executive Officers.

AT794071 Clause 12 (p. 6 of 6) - PR983894

12.9 Transfer expenses

An officer transferred by a respondent from the officer’s usual place of employment so as to render it necessary for the officer to live away from home shall be paid all reasonable accommodation expenses for a period not exceeding three months; provided that in any event the respondent shall not be liable to pay expenses after the officer has taken up permanent residence at the officer’s new centre.

12.10 Instruments 12.10.1 Where an employee is required to provide his or her own equipment and

instruments, the employer must reimburse the employee the cost of such equipment and instruments approved by the respondent.

12.10.2 This provision does not apply where the equipment or instruments is paid for by

the employer. 12.10.3 Where equipment or instruments are supplied without cost to the employee it shall

remain the property of the employer. 12.11 Quarters

Where an officer is provided with quarters, and is required to occupy them in discharge of the officer’s duties by order of the respondent, such quarters shall be rent free.

Provided that this clause shall not preclude a respondent from providing quarters for its officers and charging a proper rental for the occupation thereof where such quarters are provided by the respondent for the convenience of any officer and occupied by the officer, but not under direction of the respondent.

AT794071 Clause 13 (p. 1 of 4) - PR953552

13. HOURS OF DUTY [13 preamble substituted by PR953552 ppc 05Oct04] The hours of work shall be 36¼ per week or 7¼ per day to be worked Monday to Friday inclusive between the hours of 6.00am and 6.00pm, except, where the employing respondent notifies an officer that the officer is to work his or her ordinary hours of duty in accordance with 13.1.2, 13.3, 13.4 and 14 below. 13.1 A respondent and officer who may be represented by an accredited union representative

may agree that the ordinary hours of duty may be worked on any five out of seven days per week including Saturday and Sundays or the ordinary hours may be altered as to the spread of hours.

13.1.1 Ordinary daily hours shall be worked consecutively with a meal break of not less

than half an hour or more than one hour and the break must commence no later than five hours after starting each day.

13.1.2 The ordinary hours of duty of officers having other workers under their immediate

supervision shall if so determined by the employing respondent be the same as the ordinary hours of the workers supervised, subject to the conditions prescribed by 13.2 and 13.2.1 hereunder: Provided that this clause shall not apply to officers holding professional qualifications, and for the purpose of this clause Engineering Surveyors shall be deemed to be included in that category:

13.2 Where it is necessary to establish an hourly rate for the purpose of calculating overtime,

notwithstanding the ordinary hours of duty pursuant to this clause, the divisor used shall be 36¼.

13.2.1 Such officers shall, whilst supervising workers covered by awards of the

Queensland Industrial Relations Commission who are in receipt of allowances or special rates, as listed hereunder, that are prescribed by those awards, and when actually subject to the disabilities which attract those allowances or special rates, be paid such allowances in the same terms and for the same periods as those applicable to the workers:

13.2.1(a) the construction, re-construction, alteration, repair and/or maintenance

allowance.

13.2.1(b) Any special site rate prescribed by a relevant State Award or Awards by way of compensation for disabilities associated with work on a particular construction site or project.

13.2.1(c) Any other work disability rate or allowance prescribed by a relevant State

Award or Awards to compensate for disabilities associated with work carried out under special or extraordinary circumstances or conditions.

AT794071 Clause 13 (p. 2 of 4) - PR953552

13.2.1(d) Where an officer is entitled to an allowance under any other provision of this award and is also entitled to a special site rate or disability allowance under this clause in respect of the same disability then such officer shall not be entitled to receive both allowances but shall receive the higher allowance of the two.

[13.2.1(e) substituted by PR953552 ppc 05Oct04]

13.2.1(e) 13.2.1, 13.2.1(a) (b) (c) and (d) of this clause shall not be interpreted so as to include extra payments or allowances such as bonuses or prosperity payments, industry payments or increments for service, tool allowances or allowances payable to special classes of officers, in consideration of circumstances unrelated to general industry conditions. Further the term “workers” shall include all employees whose classifications are contained in awards of the Queensland Industrial Relations Commission.

13.2.1(f) Where, as a result of second tier agreement, pursuant to the March 1987

Wage Fixing Principles, State Award employees work a roster of ten or more continuous days of work as a result of the said employees being in camp, the ordinary hours of duty of Overseers, Assistant Overseers, Quarry Managers, Foremen and Works Inspectors who have the said workers under their immediate supervision shall be ten continuous days on duty followed by four continuous days off.

13.3 Officers required to work unusual working hours not classed as shift work:

This clause shall apply to officers appointed to the classifications listed below:

Officers employed in Civic Centres and Theatres Manager - Flinders Mall - Townsville City Art Gallery Director - Townsville City Art Gallery Director - Ipswich City Council Art Gallery Director - Noosa Shire Council

and officers who attend to the community development and welfare needs of the community.

13.3.1 Such officers who are required to work unusual hours shall be paid a 15% loading

of ordinary salary to compensate the officer for working irregular hours. The ordinary working hours of these officers shall not exceed 7¼ hours on any one day or 36¼ hours in any one week.

13.3.2 Such ordinary working hours shall be worked on any five days, Monday to

Saturdays (both days inclusive), according to a roster which shall provide for two consecutive days off each week. The roster shall be prepared and displayed to the officers concerned at least two weeks in advance, and shall not be varied except by mutual arrangement between the officer and the respondent.

AT794071 Clause 13 (p. 3 of 4) - PR953552

13.3.3 The ordinary daily hours shall be worked continuously except for meal hours of not less than half an hour or more than one hour's duration, which shall not be counted as working time, to be taken at times mutually arranged.

Provided that no officer shall be required to work continuously for more than five hours without a meal break, and if such meal break is not given, double time shall be paid for all time worked after the fifth hour until a meal break of half an hour is given or the officer ceases work whichever is the earlier.

13.3.4 Within the abovementioned limits, the respondent shall have the right of fixing

starting times, ceasing times, and meal times, and such times shall not be altered without giving at least five days' notice, such notice to be exhibited so as to be readily available to the officer affected.

13.4 All officers shall be allowed a rest pause of 10 minutes in the first and second half of the

daily work. Such rest pauses shall be taken at such times as will not interfere with continuity of work where continuity in the opinion of the respondent is necessary.

Provided that when determined by a respondent, rest pauses for officers having workers under their immediate supervision shall be banked and taken as a twenty minute morning break.

Further, when it is agreed as between a respondent and an officer concerned, Building Inspectors and their Assistants, Supervising Building Inspectors, Water Officers and their Assistants, Inspectors of Sewerage and Water Installations and their Supervising Inspectors may bank rest pauses so as to result in one twenty minute break, morning or afternoon.

13.5 Hours of duty - Executive Officers

Nominal hours of duty for Executive Officers shall be 36¼ hours per week. The hours arrangements for Executive Officers including time off in lieu shall be by way of mutual arrangement between each individual Executive Officer and the employing Local Authority. It is expected that Executive Officers would work sufficient hours to effectively carry out the requirements of the position. However, should an Executive Officer feel that the hours of duty are excessive, objectively viewed over a 12 month period, the matter shall be discussed between the parties in accordance with clause 34 - Dispute settling procedure, of this award.

13.6 Superintendent – Blackall Municipal Saleyards

The ordinary hours of duty of the Superintendent – Blackall Municipal Saleyards shall not exceed 36 ¼ hours per week to be worked on five consecutive days Mondays to Saturdays, both days inclusive. The ordinary daily hours shall not exceed eight hours on any one day to be worked in not more than two shifts, with a break of not less than half an hour for a meal to be taken not later than five hours after commencing work.

AT794071 Clause 13 (p. 4 of 4) - PR953552

[13.7 substituted by PR953552 ppc 05Oct04] 13.7 Members of the Australian Services Union and the Association of Professional

Engineers, Scientists and Managers, Australia, employed by the Gold Coast City Council shall be permitted to elect to work the hours of duty as provided in 13 above or to work a nine day fortnight in accordance with the system of hours and conditions contained in Schedule D attached to this award.

[13.7.1 substituted by PR953552 ppc 05Oct04] 13.7.1 Provided, however, that heads of departments and the deputy head of the planning

and development department shall work their ordinary hours in accordance with 13 above except where there is agreement that ordinary hours may be worked in accordance with Schedule D of this award.

13.8 Regular part-time officers - crib breaks

Regular part-time officers (defined in clause 18 – Regular part-time employment) required to continue working for more than five consecutive hours shall be allowed a crib break of thirty minutes which shall not be counted as time worked. If such crib break is not given prior to the commencement of the fifth hour of work, double time shall be paid for all work performed from the commencement of the fifth hour until the time a crib break of thirty minutes is given.

13.9 Casual officer - crib breaks

Casual officers required to continue working for more than five consecutive hours shall be allowed a crib break of 30 minutes which shall not be counted as time worked. If such crib break is not given prior to the commencement of the fifth hour of work, double rates shall be paid for all work performed until a break of 30 minutes is given or until the cessation of work, whichever is the earlier.

AT794071 Clause 14 (p. 1 of 3) - PR953552

14. SHIFT WORK Shift work may be performed under this award subject to the following conditions: 14.1 Definitions - shift work [14.1.1 substituted by PR953552 ppc 05Oct04] 14.1.1 Shift work shall mean and include work performed by an officer or officers within

the span of hours, as defined, for day, afternoon or night shifts as prescribed in 14.1.6, 14.1.7 and 14.1.8 of this clause.

14.1.2 For the purpose of this definition, it shall not be necessary for shift work to be

worked by separate relays of officers. [14.1.3 substituted by PR953552 ppc 05Oct04] 14.1.3 An officer shall not be deemed to be working shift work unless the officer has

been notified in accordance with 13 above. 14.1.4 Shift work may be worked for periods not less than one week. 14.1.5 Provided that in any period of shift work, officers may be worked in any

combination of day, afternoon or night shifts. 14.1.6 Day shift shall mean any shift starting on or after 6.00am and on or before

10.15am. 14.1.7 Afternoon shift shall mean any shift finishing after 6.00pm and before 8.00pm. 14.1.8 Night shift shall mean any shift finishing on or after 8.00pm or commencing

before 6.00am. 14.2 Ordinary working hours 14.2.1 The hours of duty of shift workers shall not exceed 7¼ per day or 36¼ in any one

week Monday to Sunday inclusive. 14.2.2 A shift worker shall be granted two consecutive days off duty in every week. 14.2.3 A rostered shift shall not span more than 7¼ hours per day. [14.2.4 substituted by PR953552 ppc 05Oct04] 14.2.4 Where a shift worker works more than 7¼ hours per day or more than 36¼ hours

per week or more than five days in any one week, such worker shall be paid overtime as set out in clause 14.4.

AT794071 Clause 14 (p. 2 of 3) - PR953552

14.3 Rosters 14.3.1 The shift work roster shall provide rotation of shifts unless the respondent and the

relevant union agree otherwise. The shift work roster shall be prominently displayed at the place of work in a position where it is readily accessible to all officers concerned with it, at least one week in advance of the date of the duties to which it refers.

14.3.2 Any changes to the roster shall be notified to the officers affected by such changes

at least 24 hours in advance of the implementation of the alteration. If 24 hours' notice is not given, the officer concerned shall be paid at double the hourly rate for all time worked until 24 hours has expired from the time the notice was given.

Provided that such penalty shall not apply if the change is made at the request of the officers concerned.

14.4 Overtime 14.4.1 All time worked by shift workers outside or in excess of the ordinary working

hours prescribed by clause 14.2 shall be deemed overtime and be paid for at the rate of double the ordinary time rate.

14.4.2 Where a shift worker is recalled to work overtime after completion of a normal

rostered shift, such officer shall be provided with a minimum of four hours' work or be paid for four hours at the overtime rate.

14.5 Shift premiums 14.5.1 For each afternoon and night shift worked, an officer shall be paid a shift premium

of 15% in addition to the officer's ordinary rate of pay for that day, except where a night shift is worked without rotation for a period in excess of ten consecutive normal working days, whereupon 25% shall be paid in lieu of the 15%.

Provided that these shift premiums shall not be payable in addition to week-end penalty rate payments as hereinafter provided or any penalty payments made in accordance with the provision of 14.3.2.

14.6 Crib breaks

Shift workers shall be allowed a crib break of half an hour during each shift for which no deduction of pay shall be made: Provided that such break shall be taken at a time and in such manner that it will not interrupt any service being provided to the general public.

14.7 Weekend and public holiday penalty rates 14.7.1 All ordinary time worked by shift workers between midnight Friday and midnight

Sunday shall be paid for at one and a half times the ordinary time rate. All time worked over 7¼ hours on any shift during that period shall be paid at double the ordinary time rate.

AT794071 Clause 14 (p. 3 of 3) - PR953552

14.7.2 All time worked on any of the public holidays mentioned in clause 16 - Public holidays, of this award shall be paid for at the rate of two and a half times the ordinary time rate: Provided that if a shift worker is required to work overtime on a public holiday, otherwise than continuously with the officer's ordinary rostered shift, such shift worker shall be provided with a minimum of four hours' work or be paid for four hours at two and a half times the ordinary time rate.

14.8 Annual leave loading

An officer normally employed on permanent shift work who proceeds on annual leave shall be paid an annual leave loading in accordance with 23.7 of this award.

Provided that the officer's ordinary rate of pay shall be deemed to include shift premiums payable under 14.5 of this clause where the officer proceeding on leave has received such shift premiums for at least two of the three weeks of shift work immediately preceding the date of commencement of the leave.

14.9 Holiday falling on rostered day off [14.9 substituted by PR953552 ppc 05Oct04]

Where a statutory holiday falls on an officer’s day off, such officer shall be paid a day’s wages at ordinary rates or be granted a further day’s leave to be taken at a mutually convenient time; and if not taken before the next period of annual leave, it shall be added to that entitlement.

This provision does not apply to Executive Officers.

14.10 Travel arrangements 14.10.1 When an officer is required to work a shift which commences or finishes at a time

when the officers’ normal means of private or public transport is not available, the respondent council must reimburse the reasonable cost of a taxi fare, as appropriate from:

14.10.1(a) the officer’s home to the place of employment and/or,

14.10.1(b) from the place of employment to the officer’s home.

14.10.2 Provided the maximum reimbursement for such journeys shall be limited to

journeys of no more than 15 kilometres away. 14.10.3 This clause does not apply where the respondent council provides transport in the

situation set out in 14.10.1 above free of charge to the officer. 14.10.4 This clause does not apply to executive officers.

AT794071 Clause 15 (p. 1 of 3) - PR962423

15. OVERTIME [15 varied by PR953552; substituted by PR958449 ppc 30May05; PR958449 stayed by PR959376; PR959376 set aside by PR962423 from 09Sep05] 15.1 Subject to clause 15.2 an employer may require an employee to work reasonable

overtime at overtime rates. 15.2 An employee may refuse to work overtime in circumstances where the working of such

overtime would result in the employee working hours which are unreasonable having regard to:

15.2.1 any risk to the officer’s health and safety; 15.2.2 the officer’s personal circumstances including any family responsibilities; 15.2.3 the needs of the workplace or enterprise; 15.2.4 the notice (if any) given by the respondent of the overtime and by the officer of

his or her intention to refuse it; and 15.2.5 any other relevant matter. 15.3 Except as otherwise provided in this clause overtime worked either outside the spread of

ordinary hours on any day or in excess of the ordinary weekly hours shall be paid for at the rate of time and a half.

The following provisions will apply to an officer in receipt of salary equal to or in excess of the first increment Level 6 on the General Salary Scale:

15.3.1 Subject to the provisions set out in the subclauses below, upon claiming for

overtime the officer shall be given time off equivalent to time worked either outside the spread of ordinary hours of any day or in excess of the ordinary weekly hours.

15.3.2 Where the officer has applied for time in lieu and been refused time in lieu and

three months have elapsed since the overtime was worked and this time off in lieu has not been taken, the overtime accrued shall be immediately paid at the appropriate overtime rates.

15.3.3 Should an officer not make an application to take the equivalent hours off within

two months of the overtime being worked, the respondent shall advise the officer (in writing) of that fact and the consequences of failing to make such an application. If a respondent fails to notify an officer in accordance with this paragraph and three months elapse from the time the overtime was worked, the officer will be paid for the hours at overtime rates.

AT794071 Clause 15 (p. 2 of 3) - PR962423

15.3.4 If three months expire from the time the overtime was worked and no application for equivalent time off has been received, the respondent shall (in the event that agreement cannot be reached with the officer) within five working days advise the officer (in writing) the time or times during the ensuing month at which the officer will take off the equivalent hours. Provided that the respondent (unless agreed otherwise) must give at least three working days notice of a day to be taken off.

15.3.5 Should four months elapse from the working of the overtime and the officer has

not made application for the time off and the respondent has not exercised its rights in the above paragraph, the officer shall be paid the hours at overtime rates.

By mutual agreement between officers in receipt of salaries prescribed by Levels 4 and 5 of the General Salary Scale and the respondent, the officer may upon claiming for overtime be given time off in lieu of overtime payments in the same terms prescribed by 15.3.1 - 15.3.5.

Provided further that by agreement between a respondent and the relevant union, officers in receipt of salaries less than that prescribed by Level 4 of the General Salary Scale may upon claiming for overtime be given time off in lieu of overtime payments in the same terms prescribed by 15.3.1 - 15.3.5.

15.4 All overtime worked on Saturdays and Sundays shall be paid for at the rate of double

time with a minimum payment as for three hours. 15.5 All work done during the recognised meal period shall be paid for at the rate of double

time, such payment to continue until a meal period has commenced. Such meal period shall be of the same duration as the meal period the officer would have enjoyed had the officer not been required to continue working.

15.6 An officer recalled to work overtime whether notified before or after leaving the usual

place of employment and who returns to home on the completion of such overtime worked, shall be paid for a minimum of three hours work at this overtime rate for each time the officer is so recalled: Provided that the officer shall not be required to work for such three hours if the work the officer is required to perform is completed within a shorter period.

15.7 An officer who works so much overtime between the termination of the officer's

ordinary work on the one day and the commencement of the officer's ordinary work on the next day that the officer has not had at least ten consecutive hours off duty between those times shall, subject to this clause, be released after the completion of such overtime until the officer has had ten consecutive hours off duty without loss of pay for ordinary working time occurring during such absence. If such officer is instructed to resume or to continue work without having had such ten consecutive hours off duty, the officer shall be paid at double ordinary rates until the officer is released from duty for such period, and such officer shall be entitled to be absent until such officer has had ten consecutive hours off duty without loss of pay for ordinary working time occurring during that absence.

AT794071 Clause 15 (p. 3 of 3) - PR962423

15.8 Clause 15.3, 15.4, 15.5 and 15.6 shall not apply to officers performing shift work as defined in clause 14 - Shift work, of this award, who shall be paid overtime as specified in that clause.

15.9 Shift work - travel arrangements 15.9.1 When an officer is required to work a shift which commences or finishes at a time

when the officer’s normal means of private or public transport is not available, the respondent council must reimburse the reasonable cost of a taxi fare, as appropriate from:

• the officer’s home to the place of employment and/or, • from the place of employment to the officer’s home.

15.9.2 Provided the maximum reimbursement for such journeys shall be limited to

journeys of no more than 15 kilometres away. 15.9.3 This clause does not apply where the respondent council provides transport in the

situation set out in 15.9.1 above free of charge to the officer. 15.10 This clause does not apply to Executive Officers

AT794071 Clause 16 (p. 1 of 2)

16. PUBLIC HOLIDAYS 16.1 All work done by an officer, other than an Executive Officer, on 1 January (New year's

Day), 26 January (Australia Day), Good Friday, Easter Saturday, Easter Monday, 25 April (Anzac Day), the birthday of the Sovereign, 25 December (Christmas Day), and Boxing Day, or any day appointed under the Queensland Holidays Acts to be observed as a holiday in place of any such holidays in the State of Queensland, shall be paid for at the rate of double time and a half - with a minimum payment as for four hours at that rate:

Provided that all work performed by an officer, other than an Executive Officer, on 1 May (Labour Day) or any day appointed under the Queensland Holidays Acts to be observed as a holiday in place of that holiday, shall be paid for at the rate of double time and a half with a minimum payment as for four hours at that rate.

For the purposes of this part of this clause double time and a half shall mean time and a half in addition to the officer's weekly, fortnightly or monthly salary, if the work is performed during the ordinary working hours prescribed by this award for the day of the week on which the holiday falls, or double time and a half in addition to the officer's weekly, fortnightly or monthly salary if the work is performed outside such ordinary working hours.

16.2 All work done by an officer, other than an Executive Officer, in a district specified from

time to time by the Governor in Council by Order in Council published in the Queensland Government Industrial Gazette on the day appointed under the Queensland Holidays Acts to be observed as a holiday in relation to the annual agricultural, horticultural and/or industrial show held at the principal city or town, as specified in such Order in Council, of such district (or at the discretion of the respondent, two half days in lieu thereof) shall be paid for at the rate of double time and a half:

Provided that where no such day is gazetted for a district, the respondent in that district shall nominate in each calendar year a day being one of the days Monday to Friday inclusive which shall be the purpose of this part of this clause be deemed to be a public holiday.

16.3 No officer shall be entitled to receive or be paid for more than one Show Day holiday in

each calendar year. 16.4 Where in a State or Territory or locality within a State or Territory an additional public

holiday is proclaimed or gazetted by the authority of the Commonwealth Government or of a State or Territory Government and such proclaimed or gazetted holiday is to be observed generally by persons throughout that State or Territory or a locality thereof, other than by those covered by Federal Awards, or when such a proclaimed or gazetted day is, by any required judicial or administrative order, to be so observed, then such day shall be deemed to be a holiday for the award, who are employed in the State, Territory or locality in respect of which the holiday has been proclaimed or ordered as required.

AT794071 Clause 16 (p. 2 of 2)

16.5 A regular part-time officer whose usual day of work falls on a public holiday shall be entitled to be absent for the day without loss of pay. Where a regular part-time officer is directed to work on a public holiday, then such officer shall be paid double time and a half for all time worked. Provided that, where a regular part-time officer does not work the same hours week by week, then, in each week which contains a public holiday, the ordinary hours of duty of such an officer shall be reduced to one-fifth for each public holiday so occurring.

16.6 All time worked by a casual officer on any of the public holidays mentioned in

clause 16.1 above, shall be paid for at the appropriate hourly rate plus 150% with a minimum payment as for four hours work.

AT794071 Clause 17 (p. 1 of 4) - PR968894

17. TYPES OF EMPLOYMENT [17 Probationary employment title changed and substituted by PR958449 ppc 30May05; PR958449 stayed by PR959376; PR959376 set aside by PR962423 from 09Sep05] 17.1 Types of Employment

Officers under this award will be employed in one of the following categories:

• Full time employment; or

• Regular part-time employment; or

• Casual employment; or

• Maximum term employment.

At the time of engagement an employer will inform each officer of the terms of their engagement and in particular whether they are to be full time, regular part time, casual or maximum term.

A. FULL-TIME EMPLOYMENT 17.2 Full time employment means employment which requires the employee to work 36¼

ordinary hours per week or such ordinary hours as determined in accordance with subclause 13.1.2. Full time employment does not include part time or casual or maximum term employment as defined by this award.

B. PART-TIME EMPLOYMENT 17.3 Part-time employment means employment for less than the normal weekly ordinary

hours specified for a full-time officer, for which all award entitlements are paid on a pro-rata basis.

17.4 At the time of engagement the employer and the part-time officer will agree in writing

on a pattern of work relevant to the position. [17.5 substituted by PR965535 ppc 08Sep05] 17.5 A part-time officer employed under the provisions of this clause must be paid at an

ordinary hourly rate calculated by dividing the annual award salary for the classification in which the officer is employed by 52 and dividing the result by 36¼.

17.5.1 Part-time officers who at 9 August 2005 were entitled to receive a 10% loading

under the provisions of the award will continue to receive this loading provided however that the loading will be reduced to 5% on and from the first pay period commencing on or after 9 August 2005 and 0% on and from the first pay period on and from 9 August 2006.

17.6 All time worked in excess of the hours mutually agreed will be overtime and paid for at

rates set out in clause 15 - Overtime.

AT794071 Clause 17 (p. 2 of 4) - PR968894

C. CASUAL EMPLOYMENT 17.7 Casual officer shall mean an officer engaged and paid as such by a respondent, who is

employed on an hourly basis, and whose employment is subject to termination at any time without notice subject to payment of the minimum engagement period as prescribed in subclause 17.9.

17.8 Hours of Duty & Meal Breaks - Casual Officer

The ordinary hours of duty of casual officers shall be a maximum of 36 and one quarter per week or 7 and one quarter per day. These ordinary hours shall be worked between the hours of 6.00am and 9.30pm Mondays to Fridays, both days inclusive; and between the hours of 6.00am and 12.00 noon on Saturdays.

17.9 Minimum Period of Engagement - Casual Officer

Casual officers shall be provided with a minimum period of three hours work on each engagement or be paid for a minimum of three hours at the appropriate casual rate. Provided that full-time students engaged as casuals in libraries shall be provided with a minimum period of two hours work on each engagement or be paid a minimum of two hours at the appropriate casual rate.

17.10 Rates of Pay—Casual Officer [17.10 substituted by PR965535 ppc 08Sep05]

The ordinary hourly rate of pay of casual officers shall be ascertained by dividing the annual salary for the classification in which the officer is employed by 52, dividing the resultant answer by 36¼ and adding the following loadings:

Loading on hourly rate For all ordinary time worked between On and from 1st pay

period after 9 August 2005

On and from1st pay period after

9 August 2006 6.00 a.m. and 6.00 p.m. Mon-Fri (both

inclusive) 22% 25%

6.00 p.m. and 9.30 p.m. Mon-Fri (both inclusive)

28% 31%

6.00 a.m. and 12 noon Saturdays 28% 31% 17.11 Overtime - casual employee

All time worked by a casual officer outside or in excess of the ordinary hours of duty prescribed by subclause 17.8 above shall be deemed overtime, and be paid for at the appropriate hourly rate, plus 50% on Mondays to Fridays, and plus 100% on Saturdays and Sundays.

AT794071 Clause 17 (p. 3 of 4) - PR968894

17.12 Casual Conversion

This provision shall apply to a casual officer who has been engaged to work a sequence of periods of employment during a period of 6 months.

17.13 A casual officer who has been engaged in accordance with subclause 17.13 shall, at the

completion of 6 months service, have a right to elect to have their employment converted to full-time or part-time employment if it could be reasonably expected that their employment is to continue. The employer shall advise the officer in writing of their right to elect to have their employment converted to full-time or part-time employment. The officer retains his or her right of election under this clause if the employer fails to comply with this subclause.

17.14 An officer who elects to convert shall be employed as either a part-time or full time

officer according to the pattern of ordinary hours worked in the preceeding 6 months period or otherwise by mutual agreement in writing.

17.15 An officer must not be engaged and re-engaged to avoid any obligation under this

Award. 17.16 These casual conversion provisions will have effect one month after 30 May 2005 for

officers who had, at that date worked a sequence of periods of employment during a period of 6 months.

17.17 Other Conditions - Casual Officer

The provisions of the following clauses shall not apply to casual officers 12.1, 13, 14, 15, 16 (other than 16.6), 23, 24 26, 31 and 32. All other provisions of the award shall apply except to the extent they are superseded or modified by the provisions of this clause.

17.17ACaring responsibilities [17.17A inserted by PR968894 ppc 13Dec05] 17.17A.1 Subject to the evidentiary and notice requirements in 24.7.5 and 24.7.6, casual

employees are entitled to not be available to attend work, or to leave work:

• if they need to care for members of their immediate family or household who are sick and require care and support, or who require care due to an unexpected emergency, or the birth of a child; or

• upon the death in Australia of an immediate family or household member.

17.17A.2 The employer and the employee shall agree on the period for which the employee

will be entitled to not be available to attend work. In the absence of agreement, the employee is entitled to not be available to attend work for up to 48 hours (i.e. two days) per occasion. The casual employee is not entitled to any payment for the period of non-attendance.

AT794071 Clause 17 (p. 4 of 4) - PR968894

17.17A.3 An employer must not fail to re-engage a casual employee because the employee accessed the entitlements provided for in this clause. The rights of an employer to engage or not to engage a casual employee are otherwise not affected.

D. MAXIMUM-TERM EMPLOYMENT [17.18 substituted by PR967147 ppc 23Dec05] 17.18 Maximum term employment means employment for a specified period of time or for a

specified task and which (subject to “notice of termination” requirements) may be terminated at any time by a respondent or by an officer.

A maximum term contract can be terminated in accordance with Clause 31 of this award by the employer only in the following circumstances:

• By written agreement with the officer; or

• In the event of officer "incapacity" which prevents the officer from performing his

or her duties under the award; or

• Without notice in the event of misconduct; or

• By providing the officer six months pay in lieu of notice or the pay due to the employee for the balance of the contract whichever is the lesser amount.

• The employer and the officer may agree in writing that the six months (or the

balance of the contract), in whole or in part, will be worked by the officer. 17.19 An officer employed on a maximum term contract in accordance with this clause may

terminate a contract by the giving of four weeks notice or the forfeiture of wages for any shortfall in the four weeks period of notice.

17.20 Maximum-Term Conversion [17.20 substituted by PR967147 ppc 23Dec05]

This award shall apply to an officer employed on a maximum term contract except to the extent that the award expressly provides that it does not apply. The provisions of clause 32 - Redundancy will apply to an officer employed on a maximum term contract except where the contract runs its full term.

[17.21 deleted by PR967147 ppc 23Dec05] [17.22 deleted by PR967147 ppc 23Dec05] [17.23 deleted by PR967147 ppc 23Dec05] [17.24 deleted by PR967147 ppc 23Dec05] [17.25 deleted by PR967147 ppc 23Dec05]

AT794071 Clause 17A - PR962423

17A. PROBATION [17A inserted by PR958449 ppc 30May05; PR958449 stayed by PR959376; PR959376 set aside by PR962423 from 09Sep05] 17A.1An officer, upon commencement, shall serve an initial period of three months

probation. A further period of up to three months may be agreed in writing. The further period of probation can only be required by the respondent in the event that during the initial period of probation the officer has not met the required standards. The respondent will advise the officer of the standards required to be met in any extended period of probation.

17A.2Before terminating the employment of an officer serving a further period of probation,

the respondent shall provide to the officer an opportunity to respond to any allegations concerning the officer’s performance or conduct.

AT794071 Clause 18 - PR962423

18. REGULAR PART-TIME EMPLOYMENT [18 varied by PR953552; deleted by PR958449 ppc 30May05; PR958449 stayed by PR959376; PR959376 set aside by PR962423 from 09Sep05]

AT794071 Clause 19 - PR962423

19. CASUAL EMPLOYMENT [19 varied by PR953552; deleted by PR958449 ppc 30May05; PR958449 stayed by PR959376; PR959376 set aside by PR962423 from 09Sep05]

AT794071 Clause 19A - PR975324

19A. SCHOOL-BASED APPRENTICES [19A inserted by PR975324 ppc 01Dec06] 19A.1 This clause shall apply to school-based apprentices. A school-based apprentice is

a person who is undertaking an apprenticeship in accordance with this clause while also undertaking a course of secondary education.

19A.2 The hourly rates for full-time junior and adult apprentices as set out in this award

shall apply to school-based apprentices for total hours worked including time deemed to be spent in off-the-job training.

19A.3 For the purposes of 19A.2 above, where an apprentice is a full-time school

student, the time spent in off-the-job training for which the apprentice is paid is deemed to be 25% of the actual hours each week worked on-the-job. The wages paid for training time may be averaged over a semester or year.

19A.4 The school-based apprentice shall be allowed, over the duration of the

apprenticeship, the same amount of time to attend off-the-job training as an equivalent full-time apprentice.

19A.5 For the purposes of this clause, off-the-job training is structured training delivered

by a Registered Training Organisation separate from normal work duties or general supervised practice undertaken on the job.

19A.6 The duration of the apprenticeship shall be as specified in the training agreement

or contract for each apprentice. The period so specified to which the apprentice wage rates apply shall not exceed six years.

19A.7 School-based apprentices shall progress through the wage scale at the rate of

12 months progression for each two years of employment as an apprentice. 19A.8 These rates are based on a standard full-time apprenticeship of four years. The

rate of progression reflects the average rate of skill acquisition expected from the typical combination of work and training for a school-based apprentice undertaking the applicable apprenticeship.

19A.9 Where an apprentice converts from school-based to full-time, all time spent as a

full-time apprentice shall count for the purposes of progression through the wage scale. This progression shall apply in addition to the progression achieved as a school-based apprentice.

19A.10 School-based apprentices shall be entitled pro rata to all of the conditions of

employees under this award.

AT794071 Clause 20 - PR962423

20. JOB SHARING [20 deleted by PR958449 ppc 30May05; PR958449 stayed by PR959376; PR959376 set aside by PR962423 from 09Sep05]

AT794071 Clause 21 - PR962423

21. PROJECT EMPLOYMENT [21 deleted by PR958449 ppc 30May05; PR958449 stayed by PR959376; PR959376 set aside by PR962423 from 09Sep05]

AT794071 Clause 22 - PR962423

22. TEMPORARY EMPLOYMENT [22 deleted by PR958449 ppc 30May05; PR958449 stayed by PR959376; PR959376 set aside by PR962423 from 09Sep05]

AT794071 Clause 23 (p. 1 of 3) - PR968894

23. ANNUAL LEAVE 23.1 Every officer covered by this award other than a casual officer or a regular part-time

officer (whose entitlement is to be ascertained by reference to clause 18 – Regular part-time employment, of this award) shall, subject to the proviso to this clause, be entitled at the end of each year of employment to annual leave on full pay of:

23.1.1 four weeks if the officer is employed in the No. 1 District of the Southern

Division or in the Town of Goondiwindi or in the Shires of Chinchilla, Inglewood, Murilla, Tara and Waggamba in the No. 2 District of the Southern Division; and

23.1.2 five weeks if the officer is employed in any other Division or District. 23.2 For the purpose of the provision year of employment shall mean and include any year

of employment completed on or after 3 December 1973. 23.3 Provided that annual leave as prescribed in 23.1 is not to accrue during periods of leave

without pay authorised by a respondent or otherwise and which exceed three days. For the purposes of calculating the three days for this proviso each period of leave without pay taken by an officer must be treated separately and such periods cannot be treated cumulatively.

23.4 For the purpose of this clause, leave without pay does not include any period of absence

of less than three months during which the employee is entitled to payment under the WorkCover Queensland Act 1996.

23.5 Annual leave shall be exclusive of any statutory holiday occurring during the period of

that annual leave and subject to 23.6 it shall be paid for by the respondent in advance: 23.5.1 in the case of any and every officer in receipt immediately prior to that leave of

ordinary pay at a rate in excess of the ordinary rate payable under this award at that excess rate; or

23.5.2 in the case of any and every officer who was performing higher duties as

prescribed in clause 10 immediately prior to the taking of annual leave at the following rates:

An officer having performed higher duties for: Proportion of Annual

Leave to be paid at higher duties rate

Less than three months 25% Three months or more but less than six months 50% Six months or more but less than nine months 75% Nine months or more 100%

AT794071 Clause 23 (p. 2 of 3) - PR968894

Provided that the period of time that the officer has performed duties is the aggregate of the time the officer has performed the higher duties during the twelve months preceding the taking of annual leave. However, there will be no double counting of any period the officer has performed higher duties and for which payment on annual leave was made.

Provided that no contrived arrangement involving the deployment of any officer will be entered into so as to deprive an officer of or affect the benefits of this provision.

23.5.3 In every other case at the ordinary rate payable to the officer concerned

immediately prior to the taking of the annual leave. 23.6 On the termination of the employment of any officer, such officer shall be paid for any

untaken annual leave standing to the officer's credit on the following basis: 23.6.1 If the officer is one to whom 23.1.1 applies, four weeks' pay for each year of

employment completed on or after 3 December 1973 (less any period of such annual leave already taken and paid for) calculated in accordance with 23.7 plus, for any period of employment of less than a year, one-twelfth of the officer's pay for that period of employment calculated in accordance with 23.7.

23.6.2 If the officer is one to whom 23.1.2 applies, five weeks' pay for each year of

employment completed on or after 3 December 1973 (less any period of such annual leave already taken and paid for) calculated in accordance with 23.7 plus, for any period of employment of less than a year, one-ninth of the officers pay for that period of employment calculated in accordance with 23.7.

If the employment of an officer is terminated at the end of a full year of employment such officer shall also be entitled to ordinary pay for any statutory holiday which would have occurred had the officer taken the annual leave standing to the officer's credit at the termination of employment.

23.7 Calculation of annual leave pay

Subject to clause 14.8 of this award, annual leave pay, including any proportionate payments, shall be calculated as follows:

23.7.1 The officer's prescribed rate of pay for the period of the annual leave as prescribed

in 23.5. 23.7.2 A further amount calculated at the rate of 17½ per cent of the amount referred to

in 23.7.1. Provided however that the provisions of this clause shall not apply to those respondents (and their officers) who are already paying (or receiving) an annual holiday bonus, loading or other annual holiday payment which is not less favourable to the officers concerned.

AT794071 Clause 23 (p. 3 of 3) - PR968894

23.8 Time of taking leave [23.8 substituted by PR968894 ppc 13Dec05] 23.8.1 Annual leave shall be given and taken at a time mutually convenient to the

respondent and the officer concerned as far as practicable: Provided that a respondent, by giving at least one month's notice, may require an officer to take annual leave commencing not earlier than the anniversary of the date of such officer's appointment.

23.8.2 Annual leave shall be cumulative and when not taken by mutual agreement shall

be added to the officer's subsequent entitlements. Annual leave may be carried forward for a maximum period of two years from the date of entitlement.

23.8.3 An officer may elect, with the consent of the respondent, to take annual leave in

single day periods or part of a single day not exceeding a total of 10 days in any calendar year, at a time or times mutually agreed between them.

23.9 Annual leave shall be given in addition to any notice of termination of employment. 23.10 Annual closedown 23.10.1 Where officers whose conditions of employment are prescribed by awards of the

Queensland Industrial Relations Commission proceed on annual leave as a result of a respondent deciding to have an annual closedown, a respondent may direct its overseers and foremen where they directly supervise such State Award employees to also participate in the annual closedown.

23.10.2 During the first time an officer participates in an annual closedown, if such officer

has less than a full year's entitlement to annual leave, such officer shall proceed on leave only for the duration of leave entitlement that has been accrued at the time of the commencement of the annual closedown.

23.10.3 For the purposes of subsequent closedowns, the anniversary date for annual leave

purposes shall be deemed to operate from the date that the respondents operated the first closedown that the officer participated in with consequential adjustment to accrued annual leave entitlement.

23.10.4 A respondent shall give six months notice of whether it proposes to implement an

annual closedown.

AT794071 Clause 24 (p. 1 of 4) - PR968894

24. PERSONAL LEAVE [24 Personal carers leave title changed and substituted by PR968894 ppc 13Dec05] The provisions of this clause apply to full-time and regular part-time employees (on a pro rata basis) but do not apply to casual employees. The entitlements of casual employees are set out in clause 17.17A. 24.1 Definitions

The term immediate family includes: 24.1.1 spouse (including a former spouse, a de facto spouse and a former de facto

spouse) of the employee. A de facto spouse means a person of the opposite sex to the employee who lives with the employee as his or her husband or wife on a bona fide domestic basis; and

24.1.2 child or an adult child (including an adopted child, a step child or an ex-nuptial

child), parent, grandparent, grandchild or sibling of the employee or spouse of the employee.

24.2 Amount of paid personal leave 24.2.1 Paid personal leave is available to an employee, other than a casual employee,

when they are absent:

• due to personal illness or injury; or

• for the purposes of caring for an immediate family or household member who is sick and requires the employee’s care and support or who requires care due to an unexpected emergency.

24.2.2 The amount of personal leave to which a full-time employee is entitled depends

on how long they have worked for the employer and accrues as follows:

24.2.2(a) personal leave accruing at one day's leave for each month of employment in the first year to a total of 12 days;

24.2.2(b) 15 days personal leave will be available per annum in the second and

subsequent years of service. 24.2.3 Accumulation of personal leave

At the end of each year of employment, unused personal leave accrues by the lesser of:

24.2.3(a) 15 days less the amount of personal leave taken from the current year's

personal leave entitlement in that year; or

24.2.3(b) the balance of the year’s unused personal leave.

AT794071 Clause 24 (p. 2 of 4) - PR968894

24.3 Effect of workers’ compensation

If an employee is receiving workers’ compensation payments, they are not entitled to personal leave.

24.4 Broken service

If an employee is terminated by their employer and is re-engaged by the same employer within a period of six months then the employee’s unclaimed balance of personal leave shall continue from the date of re-engagement.

24.5 Personal leave for personal injury or sickness

An employee is entitled to use the full amount of their personal leave entitlement including accrued leave for the purposes of personal illness or injury, subject to the conditions set out in this clause.

24.5.1 An officer is entitled to use up to one day per month of the current year's personal

leave entitlements as personal leave in the first year of service and 15 days (3 weeks) in the second and subsequent years of service.

24.5.2 An officer is entitled to use accumulated personal leave for the purposes of

personal leave where the current year's personal leave entitlement has been exhausted.

24.5.3 Any absence on personal leave that exceeds two consecutive days shall be

contingent upon production by the officer concerned of either a certificate from the duly qualified medical practitioner or other evidence of illness satisfactory to the respondent.

24.5.4 Credit shall be allowed for personal leave accumulated with previous employing

respondents provided that the officer's service as between such respondents has been continuous and that the officer at the time of engagement produces a certificate from the previous respondent certifying the amount of personal leave accumulated to the officer's credit.

Provided also that in respect of any such engagement of an officer by a respondent prior to 1 September 1974 the maximum credit for accumulated personal leave shall be restricted to 75 days (15 weeks).

24.5.5 Continuous service is defined for the purpose of 24.5.4 above to include service

with a respondent or with more than one respondent which has been continuous except for the officers having been dismissed or stood down, or by the officer having terminated the officer's service with the respondent provided that the officer shall have been re-employed by that respondent or some other respondent within a period not exceeding the combination of any period of unused annual leave when the officer ceased employment with the officer's previous respondent plus a further period of four weeks.

AT794071 Clause 24 (p. 3 of 4) - PR968894

24.5.6 Notwithstanding the foregoing an officer shall not be entitled to payment for absence through illness or injury in respect of which workers' compensation is payable or through injury sustained by an officer outside the scope of the officer's employment caused by or contributed to by the officer's own negligence or participation in sport or games in respect of which such officer receives any payment by way of fee or bonus.

24.5.7 If an officer while absent from duty on annual leave granted pursuant to clause

23—Annual leave, of this award is overtaken by illness the officer shall, on production of a certificate signed by a duly qualified medical practitioner certifying that such officer is incapacitated by such illness to the extent that the officer would be unfit to perform normal duties for a period of not less than five days, and subject to the provisions of 24.5.6 of this clause, be entitled on application to have such period of illness which occurs during the officer's annual leave debited to the officer's personal leave entitlements and the officer's annual leave entitlement shall be adjusted accordingly.

24.5.8 If an officer whilst absent from duty on long service leave granted pursuant to

clause 25—Long service leave, is overtaken by illness the officer may, subject to the provision contained in this clause, be entitled on application to have such period of illness which occurs during the officer's long service leave debited to the officer's personal leave entitlement and the officer's long service leave entitlement shall be adjusted accordingly, provided that:

• the application for adjustment is approved by the employing authority;

• the application includes a certificate signed by a duly qualified medical

practitioner certifying that such officer is incapacitated by such illness to the extent that the officer would be unfit to perform normal duties for a period of not less than five days.

The provisions of this clause shall apply subject to 24.5.6 above.

Personal leave may accumulate to a maximum of 32 weeks (160 days).

24.6 Personal leave to care for an immediate family or household member 24.6.1 An officer is entitled to use any personal leave entitlement which has accrued after

9 June 1995, to care for members of their immediate family or household who are sick and require care and support or who require care due to an unexpected emergency.

24.6.2 The officer shall, if required, establish by production of a medical certificate or

statutory declaration, the illness of the person concerned.

AT794071 Clause 24 (p. 4 of 4) - PR968894

24.6.3 The officer shall, wherever practicable, give the employer notice prior to the absence of the intention to take leave, the name of the person requiring care and their relationship to the officer, the reasons for taking such leave and the estimated length of absence. If it is not practicable for the employee to give prior notice of absence, the employee shall notify the employer by telephone of such absence at the first opportunity on the day of the absence.

24.6.4 An officer may take unpaid carer's leave by agreement with the respondent. 24.6.5 An officer taking unpaid carer's leave may with the consent of their employer

work "make-up time" under which the officer takes time off ordinary hours and works those hours at a later time, during the spread of ordinary hours provided by the award.

24.6.6 An officer may elect with the consent of the employer to take annual leave in single day periods not exceeding ten days in any calendar year and may elect to defer the payment of annual leave loading until five consecutive days of annual leave are taken.

24.6.7 Where an employee has exhausted all paid personal leave entitlements, they are

entitled to take unpaid personal leave to care for members of their immediate family or household who are sick and require care and support or who require care due to an unexpected emergency. The employer and the employee shall agree on the period. In the absence of agreement, the employee is entitled to take up to two days (up to a maximum of 16 hours) of unpaid leave per occasion.

24.6.8 Casual employees are entitled to not be available to attend work or to leave work

in certain circumstances as set out in clause 17.17A

AT794071 Clause 24A - PR968894

24A. BEREAVEMENT LEAVE [24A inserted by PR968894 ppc 13Dec05] The provisions of this clause apply to full-time and regular part-time employees (on a pro rata basis) but do not apply to casual employees. The entitlements of casual employees are set out in clause 17.17A. 24A.1Paid leave entitlement 24A.1(a) Death in Australia

A full-time employee is entitled to up to 16 hours bereavement leave on each occasion and on production of satisfactory evidence (if required by the employer) of the death in Australia of either a member of the employee’s immediate family or household.

24A.1(b) Death outside Australia

A full-time employee is entitled to up to 16 hours bereavement leave on each occasion, and on production of satisfactory evidence (if required by the employer) of the death outside Australia of either a member of the employee’s immediate family or household, where the employee travels outside Australia to attend the funeral.

24A.1(c) Part-time employees

A part-time employee is entitled to two days bereavement leave without loss of pay, up to a maximum of 16 hours on the same basis as prescribed for full-time employees in clauses 24A.1(a) and 24A.1(b) except that leave is only available where a part-time employee would normally work on either or both of the two working days following the death.

24A.2 Unpaid bereavement leave

Where an employee has exhausted all bereavement leave entitlements, including accumulated leave entitlements, the employee is entitled to take unpaid bereavement leave. The employer and employee should agree on the length of the unpaid leave. In the absence of agreement, a full-time employee is entitled to take up to 16 hours unpaid leave, provided the requirements of 24A.1(a) and 24A.1(b) hereof are met, and a part-time employee is entitled to take up to two day unpaid leave, to a maximum of 16 hours, provided the requirements of 24A.1(a) hereof are met.

AT794071 Clause 25 (p. 1 of 4)

25. LONG SERVICE LEAVE 25.1 Subject to the provisions of 25.6, the entitlement of an officer to long service leave on

full pay pursuant to this award shall be as follows: 25.1.1 In the case of an officer who has completed an initial period of ten years'

continuous service, thirteen weeks; 25.1.2 In the case of an officer who has completed an initial period of seven years but

less than ten years' continuous service, and who terminates that service, or who dies, or whose respondent terminates that service for any reason other than misconduct, a proportionate amount calculated on the basis of thirteen weeks for ten years' service;

25.1.3 In the case of an officer who has completed an initial or a subsequent period of ten

years' service and who continues that service until the officer has completed a further period of ten years' service, a further thirteen weeks; and

25.1.4 In the case of an officer who continues in the service of a respondent after having

completed an initial or a subsequent period of ten years' service and whose employment is terminated for any reason, or who dies, before completion of a further period of ten years' service, a proportionate further amount on the basis of thirteen weeks for ten years' service.

25.2 For the purpose of this award continuous service shall mean and include service with a

respondent or with more than one respondent which has been continuous except for: 25.2.1 Absence from work on leave granted by a respondent including such absence

through illness or injury on leave so granted, and any absence through illness or injury during the last five years of the officers service shall be included in the period in respect of which long service leave is computed:

25.2.2 The officer having been dismissed or stood-down by the respondent, or the officer

having terminated service with the respondent by reason of illness or injury; provided that the officer shall have been re-employed by that respondent or another respondent, and shall not have been engaged in any other calling whether on the officer's own account or as an officer subsequent to having been so dismissed or stood down or to having so terminated service, and before being so re-employed; and provided further that the period during which that officer was absent by reason of such dismissal or standing down or termination of service shall not by reason only of this paragraph 25.2.2 be taken into account in calculating the period of service;

25.2.3 The officer having been dismissed or stood down by the respondent, or the officer

having terminated service with the respondent, provided that the officer shall have been re-employed by that respondent or some other respondent within a period not exceeding three months.

AT794071 Clause 25 (p. 2 of 4)

25.3 Service as a member of the Naval, Military or Air Forces and (other than the British Commonwealth Occupation Forces in Japan) of the Commonwealth or of the Civil Construction Corps established under the National Security Act 1939, as amended by subsequent Acts, of the Commonwealth, shall be deemed to be service with the respondent by which that officer was last employed before the officer commenced to serve as such member.

In relation to a female, service as a member of Her Majesty's Naval Military or Air Forces as specified in this clause includes that service as a member of, or any service forming part of those Forces or any of them.

This clause shall not apply in respect of service whether for a specified period or without limit of time, with any of the permanent Naval Military or Air Forces of the Commonwealth or with the British Commonwealth Occupation Forces in Japan.

25.4 Upon enlistment in Her Majesty's Armed Forces for active war service of any officer

employed under this award, the respondent shall be liable to pay to such officer, if the officer so requests, the monetary equivalent of the proportionate amount of long service leave calculated as set out in this award.

Any pro rata payment so made at the officer's request shall not be deemed to break the continuity of the officer's service for long service leave purposes, but the quantum of long service leave to which such officer may become entitled in the event of the officer rejoining the service of the same or another respondent to this award shall be reduced by the period of service in respect of which the pro rata payment was made.

25.5 Where an officer covered by this award enlists for active war service in any of Her

Majesty's Armed Forces and subsequently dies during the period of such enlistment a pro rata payment of long service leave due to the officer shall be paid to the officer's personal representative.

In the event of such officer being totally incapacitated by reason of war service to the extent of being unable to resume duties with the respondent, a pro rata payment for long service leave shall be paid to the officer or calculated in accordance with provisions of this award; provided that for the purposes of this clause there shall be no minimum qualifying period of eligibility for long service leave.

25.6 Calculating an officer’s length of service 25.6.1 In calculating an officer's length of service for the purpose of this clause, any

period of the service had by an officer with a respondent or respondents prior to 15 June 1978 in respect whereof the officer has received long service leave on full pay pursuant to an entitlement thereto under the provisions of an award or Act in force prior to that date shall not be taken into account.

25.6.2 Subject to the provisions of 25.6.1 of this clause, the method of calculating the

amount of long service leave due to an officer pursuant to the provisions of this award shall be as follows:

AT794071 Clause 25 (p. 3 of 4)

25.6.2(a) Officers whose initial period of continuous service commenced prior to 11 May 1944 shall be entitled to thirteen weeks long service for the first completed period of 20 years' service, and to a further thirteen weeks long service leave for each subsequent completed period of ten years' service, or a proportionate payment for any such subsequent completed period of service which is less than ten years on the basis of thirteen weeks for ten years' service.

25.6.2(b) Officers whose initial period of continuous service commenced on or after

11 May 1944 but prior to 11 May 1964 shall be entitled to long service leave in respect of service prior to 11 May 1964 at the rate of 13/20ths of one week for each year of service and in respect of service on or after 11 May 1964 but prior to 1 January 1977 at the rate of 13/15ths of one week for each year of service.

Provided that the rate of accrual of 13/15ths of one week for each year of service shall be applied only until the officer's long service leave entitlement pursuant to this subparagraph equals thirteen weeks. Thereafter the rate of accrual shall be one and 3/10ths weeks for each year of service.

Provided further that in respect of service on or after 1 January 1977, officers accrue long service leave at the rate of one and 3/10ths weeks for each completed year of such service.

25.6.2(c) Officers whose initial period of continuous service commenced on or after

11 May 1964 shall be entitled to long service leave in respect of service on or after 11 May 1964 but prior to 1 January 1977 at the rate of 13/15ths of one week for each year of service and in respect of service on or after 1 January 1977 at the rate of one and 3/10ths weeks for each year of service.

25.6.2(d) An officer whose initial qualifying period of ten years' continuous service is

completed on or after 1 January 1977 shall immediately after completion of such period become entitled to long service leave, but the amount thereof shall be calculated in accordance with the provisions of 25.6.2(c).

25.7 Any long service leave shall be exclusive of any statutory holiday occurring during the

period when that long service leave is taken and shall be paid for by the respondent as ordinary time deemed for the purpose of such payment to be worked continuously by the officer during the period of long service leave.

Provided that, in the case of an officer who immediately before the period of long service leave is being paid for ordinary time worked by the officer at a rate in excess of the rate payable under this award, the long service leave shall be paid for at that excess rate as ordinary time deemed for the purpose of such payment at such excess rate to be worked continuously by that officer during the period of long service leave except that, if the rate payable under the award is varied during the period of long service leave, then:

AT794071 Clause 25 (p. 4 of 4)

25.7.1 if the variation increases the rate payable under the said award to an amount greater than the aforesaid excess rate, the long service leave shall be paid for at that increased rate for any part of the period thereof in respect whereof the increased rate if the minimum rate of payment under the said award: or

25.7.2 if the variation decreases the rate payable under the said award, the long service

leave may be paid for at the aforesaid excess rate less the whole or any portion of the decrease for any part of the period thereof in respect whereof the amount of the decreased rate is the minimum rate of payment under the said award.

25.8 The respondent with which the officer is employed at the time long service leave

entitlement is claimed shall be liable as between itself and such officer to pay the whole of the amount to which such officer is entitled as payment for long service leave.

Provided that once an officer becomes eligible for pro rata long service leave each respondent with which the officer had previously been employed during the qualifying period for long service leave shall contribute to such entitlement in the proportion which the officer's period of service with it bears to the qualifying service at the ordinary rate of pay which the officer was receiving on the cessation of employment with such contributing respondent.

Provided further that once such contribution is made and the officer concerned is employed by yet another respondent the aforesaid employing respondent shall be liable between it and the new employing respondent for all long service leave contributions that had been forwarded to it and which had accrued during the aforesaid period of employment.

25.9 The respondent and the officer concerned may agree upon the times and the manner in

which the officer shall be paid for long service leave.

Provided that if an officer who is entitled to any amount of long service leave dies before taking that amount of long service leave; or after commencing but before completing the taking of that amount of long service leave, the respondent shall pay to that officer's personal representative a sum equal to payment as prescribed by clause 25.6 for the period of the amount of long service leave not taken or, as the case may be, the taking of which has not been completed by that officer.

AT794071 Clause 26

26. JURY SERVICE Leave without pay shall be granted to officers required to attend for jury duty. Where the amount of jury fee is less than the normal salary of the officer the respondent shall make up the difference.

AT794071 Clause 27 (p. 1 of 7) - PR970156

27. PARENTAL LEAVE [27 substituted by PR921747; PR968894 ppc 13Dec05] Subject to the terms of this clause employees are entitled to maternity, paternity and adoption leave and to work part-time in connection with the birth or adoption of a child. The provisions of this clause apply to full-time, part-time and eligible casual employees, but do not apply to other casual employees. An eligible casual employee means a casual employee: (a) employed by an employer 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

(b) who has, but for the pregnancy or the decision to adopt, a reasonable expectation of

ongoing employment. For the purposes of this clause, continuous service is work for an employer on a regular and systematic basis (including any period of authorised leave or absence). An employer must not fail to re-engage a casual employee because: (a) the employee or employee’s spouse is pregnant; or (b) the employee is or has been immediately absent on parental leave. The rights of an employer in relation to engagement and re-engagement of casual employees are not affected, other than in accordance with this clause. 27.1 Definitions 27.1.1 For the purposes of this clause child means a child of the employee under school

age, or a person under school age who is placed with the employee for the purposes of adoption, other than a child or step-child of the employee or of the spouse of the employee or a child who has previously lived continuously with the employee for a period of six months or more.

27.1.2 Subject to clause 27.1.3 hereof, in this clause, spouse includes a de facto or former

spouse. 27.1.3 In relation to clause 27.7 hereof, spouse includes a de facto spouse but does not

include a former spouse.

AT794071 Clause 27 (p. 2 of 7) - PR970156

27.2 Basic entitlement 27.2.1 After 12 months continuous service, parents are entitled to a combined total of

52 weeks unpaid parental leave on a shared basis in relation to the birth or adoption of their child. For females, maternity leave may be taken and for males, paternity leave may be taken. Adoption leave may be taken in the case of adoption.

27.2.2 Subject to 27.5.6 hereof, parental leave is to be available to only one parent at a

time, in a single unbroken period, except that both parents may simultaneously take:

27.2.2(a) for maternity and paternity leave, an unbroken period of up to one week at

the time of the birth of the child;

27.2.2(b) for adoption leave, an unbroken period of up to three weeks at the time of placement of the child.

27.3 Variation of period of parental leave

Where an employee takes leave under clause 27.2.1 or 27.4.1(b), unless otherwise agreed between the employer and employee, an employee may apply to their employer to change the period of parental leave on one occasion. Any such change to be notified as soon as possible but no less than four weeks prior to the commencement of the changed arrangements. Nothing in this clause detracts from the basic entitlement in clause 27.2 or the right to request in clause 27.4.

27.4 Right to request 27.4.1 An employee entitled to parental leave pursuant to the provisions of clause 27.2

may request the employer to allow the employee: [27.4.1(a) corrected by PR970156 ppc 13Dec05]

27.4.1(a) to extend the period of simultaneous unpaid parental leave provided for in clauses 27.2.2(a) and 27.2.2(b) up to a maximum of eight weeks;

27.4.1(b) to extend the period of unpaid parental leave provided for in clause 27.2.1

by a further continuous period of leave not exceeding 12 months;

27.4.1(c) to return from a period of parental leave on a part-time basis until the child reaches school age;

to assist the employee in reconciling work and parental responsibilities.

AT794071 Clause 27 (p. 3 of 7) - PR970156

27.4.2 The employer shall consider the request having regard to the employee’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 workplace or the employer’s business. Such grounds might include cost, lack of adequate replacement staff, loss of efficiency and the impact on customer service.

27.4.3 Employee’s request and employer’s decision to be in writing

The employee’s request and the employer’s decision made under clauses 27.4.1(b) and 27.4.1(c) must be recorded in writing.

27.4.4 Request to return to work part-time

Where an employee wishes to make a request under clause 27.4.1(c), such a request must be made as soon as possible but no less than seven weeks prior to the date upon which the employee is due to return to work from parental leave.

27.5 Maternity leave 27.5.1 An employee must provide notice to the employer in advance of the expected date

of commencement of parental leave. The notice requirements are:

27.5.1(a) of the expected date of confinement (included in a certificate from a registered medical practitioner stating that the employee is pregnant)—at least 10 weeks;

27.5.1(b) of the date on which the employee proposes to commence maternity leave

and the period of leave to be taken—at least four weeks. 27.5.2 When the employee gives notice under 27.5.1(a) hereof the employee must also

provide a statutory declaration stating particulars of any period of paternity leave sought or taken by her spouse and that for the period of maternity leave she will not engage in any conduct inconsistent with her contract of employment.

27.5.3 An employee will not be in breach of this clause if failure to give the stipulated

notice is occasioned by confinement occurring earlier than the presumed date. 27.5.4 Subject to clause 27.2.1 hereof and unless agreed otherwise between the employer

and employee, an employee may commence parental leave at any time within six weeks immediately prior to the expected date of birth.

27.5.5 Where an employee continues to work within the six week period immediately

prior to the expected date of birth, or where the employee elects to return to work within six weeks after the birth of the child, an employer may require the employee to provide a medical certificate stating that she is fit to work on her normal duties.

27.5.6 Special maternity leave

27.5.6(a) Where the pregnancy of an employee not then on maternity leave terminates after 28 weeks other than by the birth of a living child, then the employee may take unpaid special maternity leave of such periods as a registered

AT794071 Clause 27 (p. 4 of 7) - PR970156

medical practitioner certifies as necessary.

27.5.6(b) Where an employee is suffering from an illness not related to the direct consequences of the confinement, an employee may take any paid sick leave to which she is entitled in lieu of, or in addition to, special maternity leave.

27.5.6(c) Where an employee not then on maternity leave suffers illness related to her

pregnancy, she may take any paid sick leave to which she is then entitled and such further unpaid special maternity leave as a registered medical practitioner certifies as necessary before her return to work. The aggregate of paid sick leave, special maternity leave and parental leave, including parental leave taken by a spouse, may not exceed 52 weeks.

27.5.7 Where leave is granted under clause 27.5.4 hereof, during the period of leave an

employee may return to work at any time, as agreed between the employer and the employee provided that time does not exceed four weeks from the recommencement date desired by the employee.

27.6 Paternity leave 27.6.1 An employee will provide to the employer at least ten weeks prior to each

proposed period of paternity leave, with:

27.6.1(a) a certificate from a registered medical practitioner which names his spouse, states that she is pregnant and the expected date of confinement, or states the date on which the birth took place; and

27.6.1(b) written notification of the dates on which he proposes to start and finish the

period of paternity leave; and

27.6.1(c) except in relation to leave taken simultaneously with the child’s mother under clauses 27.2.2(a), 27.2.2(b) and 27.4.1(a), a statutory declaration stating:

27.6.1(c)(i) that he will take that period of paternity leave to become the

primary care-giver of a child;

27.6.1(c)(ii) particulars of any period of maternity leave sought or taken by his spouse; and

27.6.1(c)(iii) that for the period of paternity leave he will not engage in any

conduct inconsistent with his contract of employment. 27.6.2 The employee will not be in breach of clause 27.6.1 hereof if the failure to give

the required period of notice is because of the birth occurring earlier than expected, the death of the mother of the child, or other compelling circumstances.

27.7 Adoption leave 27.7.1 The employee will notify the employer at least ten weeks in advance of the date of

commencement of adoption leave and the period of leave to be taken. An employee may commence adoption leave prior to providing such notice, where through circumstances beyond the control of the employee, the adoption of a child

AT794071 Clause 27 (p. 5 of 7) - PR970156

takes place earlier. 27.7.2 Before commencing adoption leave, an employee will provide the employer with

a statutory declaration stating:

27.7.2(a) the employee is seeking adoption leave to become the primary care-giver of the child;

27.7.2(b) particulars of any period of adoption leave sought or taken by the

employee’s spouse; and

27.7.2(c) that for the period of adoption leave the employee will not engage in any conduct inconsistent with their contract of employment.

27.7.3 An employer may require an employee to provide confirmation from the

appropriate government authority of the placement. 27.7.4 Where the placement of a child for adoption with an employee does not proceed

or continue, the employee will notify the employer immediately and the employer will nominate a time not exceeding four weeks from receipt of notification for the employee’s return to work.

27.7.5 An employee will not be in breach of this clause as a consequence of failure to

give the stipulated periods of notice if such failure results from a requirement of an adoption agency to accept earlier or later placement of a child, the death of a spouse, or other compelling circumstances.

27.7.6 An employee seeking to adopt a child is entitled to unpaid leave for the purpose of

attending any compulsory interviews or examinations as are necessary as part of the adoption procedure. The employee and the employer should agree on the length of the unpaid leave. Where agreement cannot be reached, the employee is entitled to take up to two days unpaid leave. Where paid leave is available to the employee, the employer may require the employee to take such leave instead.

27.8 Parental leave and other entitlements

An employee may in lieu of or in conjunction with parental leave, access any annual leave or long service leave entitlements which they have accrued subject to the total amount of leave not exceeding 52 weeks or a longer period as agreed under clause 27.4.

27.9 Transfer to a safe job 27.9.1 Where an employee is pregnant and, in the opinion of a registered medical

practitioner, illness or risks arising out of the pregnancy or hazards connected with the work assigned to the employee make it inadvisable for the employee to continue at her present work, the employee will, if the employer deems it practicable, be transferred to a safe job at the rate and on the conditions attaching to that job until the commencement of maternity leave.

AT794071 Clause 27 (p. 6 of 7) - PR970156

27.9.2 If the transfer to a safe job is not practicable, the employee may elect, or the employer may require the employee to commence parental leave for such period as is certified necessary by a registered medical practitioner.

27.10 Returning to work after a period of parental leave 27.10.1 An employee will notify of their intention to return to work after a period of

parental leave at least four weeks prior to the expiration of the leave. 27.10.2 An employee will be entitled to the position which they held immediately before

proceeding on parental leave. In the case of an employee transferred to a safe job pursuant to clause 27.9, the employee will be entitled to return to the position they held immediately before such transfer.

27.10.3 Where such position no longer exists but there are other positions available which

the employee is qualified for and is capable of performing, the employee will be entitled to a position as nearly comparable in status and pay to that of their former position.

27.10.4 An eligible casual employee who is employed by a labour hire company who

performs work for a client of the labour hire company will be entitled to the position which they held immediately before proceeding on parental leave.

27.10.5 Where such a position is no longer available, but there are other positions

available that the employee is qualified for and is capable of performing, the employer shall make all reasonable attempts to return the employee to a position comparable in status and pay to that of the employee’s former position.

27.11 Replacement employees 27.11.1 A replacement employee is an employee specifically engaged or temporarily

promoted or transferred, as a result of an employee proceeding on parental leave. 27.11.2 Before an employer engages a replacement employee the employer must inform

that person of the temporary nature of the employment and of the rights of the employee who is being replaced.

27.12 Communication during parental leave 27.12.1 Where an employee is on parental leave and a definite decision has been made to

introduce significant change at the workplace, the employer shall take reasonable steps to:

27.12.1(a) make information available in relation to any significant effect the change

will have on the status or responsibility level of the position the employee held before commencing parental leave; and

AT794071 Clause 27 (p. 7 of 7) - PR970156

27.12.1(b) provide an opportunity for the employee to discuss any significant effect the change will have on the status or responsibility level of the position the employee held before commencing parental leave.

27.12.2 The employee shall take reasonable steps to inform the employer about any

significant matter that will affect the employee’s decision regarding the duration of parental leave to be taken, whether the employee intends to return to work and whether the employee intends to request to return to work on a part-time basis.

27.12.3 The employee shall also notify the employer of changes of address or other

contact details which might affect the employer’s capacity to comply with 27.12.1.

AT794071 Clause 28 (p. 1 of 2)

28. STUDY LEAVE 28.1.1 Officers undertaking courses of study or attending training courses shall be

permitted time off with pay of up to five hours per week [including travelling time] to attend lectures and such time as is necessary for practical training in normal working hours subject to the following provisos:

28.1.1(a) that such courses are appropriate to local government; and

28.1.1(b) that such courses and the method of undertaking such courses are approved

and authorised by the respondent. 28.1.2 Officers undertaking courses of study by correspondence shall be permitted

reasonable time off with pay for the purpose of completing studies which are essential to the course.

28.1.3 Officers undertaking examinations arising from an approved course of study or

training shall be entitled to time off with pay for such examinations if during normal working hours.

28.1.4 Fees

28.1.4(a) An officer who undertakes an approved course of study or training shall have all compulsory fees [other than for supplementary examinations and late enrolment or late entry fees] reimbursed, after passing examinations.

28.1.4(b) As subjects are passed, claims for payment must be made within reasonable

time. They shall be accompanied by official receipts for fees paid, together with an official statement from the school or examining authority concerned, indicating passes in the subjects for which the claim is being made.

28.2 Officers undertaking approved courses of study shall receive study assistance in

accordance with the relevant category as set out below. In order to qualify for study assistance, the course of study and the method of undertaking such course must be approved by the respondent.

Category 1 Course Criteria A course undertaken as a condition of the officer’s employment. Level of assistance Reimbursement of all statutory and other compulsory charges in

relation to the course. Reimbursement shall be made following the passing of examinations.

Time off for attendance at lectures and practical training shall be

determined by the respondent having regard for the requirements of the course.

AT794071 Clause 28 (p. 2 of 2)

Paid leave for attendance at examinations held during normal workings hours.

Category 2 Course Criteria A course which is directly relevant to the Officer’s area of work

and the skills or qualifications determined by the respondent as being appropriate in that area of work.

Level of assistance Paid leave of up to five hours per week [including travelling

time] for attendance at lectures and such time considered appropriate by the respondent for attendance at compulsory practical training.

Paid leave for attendance at examinations held during normal

working hours. Reimbursement of the institution’s compulsory student services

fee [i.e. membership of student union etc] together with reimbursement of a maximum amount of $250 per annum in relation to other statutory or compulsory fees or charges. Reimbursement shall be made following the passing of examinations.

Officers undertaking courses of study by correspondence shall

receive up to ten days with pay per annum for attendance at compulsory residential schools.

Category 3 Course Criteria A course demonstrated to the satisfaction of the respondent to be

directly relevant to local government. The content of such course shall have specific application to functions and processes carried out by Local Authorities.

Level of assistance Reimbursement of the institution’s compulsory student services

charge [i.e. membership of student union etc]. Paid leave of up to five hours per week [including travelling

time] for attendance at lectures and such time considered appropriate by the respondent for attendance at compulsory practical training

Paid leave for attendance at examinations held during normal

working hours. Officers undertaking courses of study by correspondence shall

receive up to five days with pay per annum for attendance at compulsory residential schools.

AT794071 Clause 29

29. CONFERENCE LEAVE Time off without loss of salary or annual leave may be granted by a respondent to an officer to attend approved seminars and/or annual conferences or any recognised institute or other body concerned with the calling of such officer.

AT794071 Clause 30

30. SERVICE LEAVE Leave may be granted to an officer to attend camps, courses or schools of Her Majesty’s Naval, Military or Air Forces and where leave is so granted and where the service pay received by such officer is less than the officer’s ordinary rate of remuneration as an officer employed by a respondent, then the respondent shall pay the officer the amount of the difference between the officer’s service pay and the officer’s ordinary remuneration. Service pay for the purposes of this clause means and includes all payments received by the officer from Her Majesty’s Forces in respect of service, during the period of service leave, on whatever day or days, Sunday to Monday both inclusive, of the week or weeks in question.

AT794071 Clause 31 (p. 1 of 2) - PR965804

31. NOTICE OF TERMINATION [31 Termination of employment title changed and substituted by PR965558 from 23Nov05; corrected by PR965804 from 23Nov05] 31.1 Notice of termination by employer 31.1.1 In order to terminate the employment of an employee the employer must give to

the employee the period of notice specified in the table below:

Period of continuous service Period of notice 1 year or less 1 week Over 1 year and up to the completion of 3 years 2 weeks Over 3 years and up to the completion of 5 years 3 weeks Over 5 years of completed service 4 weeks

31.1.2 In addition to the notice in 31.1.1, employees over 45 years of age at the time of

the giving of the notice with not less than two years continuous service, are entitled to an additional week's notice.

31.1.3 Payment in lieu of the prescribed notice in 31.1.1 and 31.1.2 must be made if the

appropriate notice period is not required to be worked. Provided that employment may be terminated by the employee working part of the required period of notice and by the employer making payment for the remainder of the period of notice.

31.1.4 The required amount of payment in lieu of notice must equal or exceed the total of

all amounts that, if the employee's employment had continued until the end of the required period of notice, the employer would have become liable to pay to the employee because of the employment continuing during that period. That total must be calculated on the basis of:

31.1.4(a) the employee's ordinary hours of work (even if not standard hours); and

31.1.4(b) the amounts ordinarily payable to the employee in respect of those hours,

including (for example) allowances, loading and penalties; and

31.1.4(c) any other amounts payable under the employee's contract of employment. 31.1.5 The period of notice in this clause does not apply:

31.1.5(a) in the case of dismissal for serious misconduct;

31.1.5(b) to apprentices;

31.1.5(c) to employees engaged for a specific period of time or for a specific task or tasks;

AT794071 Clause 31 (p. 2 of 2) - PR965804

31.1.5(d) to trainees whose employment under a traineeship agreement or an approved traineeship is for a specified period or is, for any other reason, limited to the duration of the agreement; or

31.1.5(e) to casual employees.

31.1.6 Continuous service is defined in clause 24.3.5 31.2 Notice of termination by an employee 31.2.1 The notice of termination required to be given by an employee is the same as that

required of an employer, save and except that there is no requirement on the employee to give additional notice based on the age of the employee concerned.

31.2.2 If an employee fails to give the notice specified in 31.1.1 the employer has the

right to withhold monies due to the employee to a maximum amount equal to the amount the employee would have received under 31.1.4.

31.3 Job search entitlement

Where an employer has given notice of termination to an employee, an employee shall be allowed up to one day's time off without loss of pay for the purpose of seeking other employment. The time off shall be taken at times that are convenient to the employee after consultation with the employer.

31.4 Transmission of business

Where a business is transmitted from one employer to another, as set out in clause 32 - Redundancy, the period of continuous service that the employee had with the transmittor or any prior transmittor is deemed to be service with the transmittee and taken into account when calculating notice of termination. However, an employee shall not be entitled to notice of termination or payment in lieu of notice for any period of continuous service in respect of which notice has already been given or paid for.

AT794071 Clause 32 (p. 1 of 4) - PR965804

32. REDUNDANCY [32 substituted by PR965558 from 23Nov05; corrected by PR965804 from 23Nov05] 32.1 Definitions 32.1.1 Business includes trade, process, business or occupation and includes part of any

such business. 32.1.2 Redundancy occurs where an employer has made a definite decision that the

employer no longer wishes the job the employee has been doing done by anyone and that decision leads to the termination of employment of the employee, except where this is due to the ordinary and customary turnover of labour.

32.1.3 Transmission includes transfer, conveyance, assignment or succession whether

by agreement or by operation of law and transmitted has a corresponding meaning.

32.1.4 Week's pay means the ordinary time rate of pay for the employee concerned.

Provided that such rate shall exclude:

• overtime; • penalty rates; • disability allowances; • shift allowances; • special rates; • fares and travelling time allowances; • bonuses; and • any other ancillary payments of a like nature.

32.2 Transfer to lower paid duties

Where an employee is transferred to lower paid duties by reason of redundancy the same period of notice must be given as the employee would have been entitled to if the employment had been terminated and the employer may at the employer's option, make payment in lieu thereof of an amount equal to the difference between the former ordinary rate of pay and the new ordinary time rate for the number of weeks of notice still owing.

32.3 Severance pay 32.3.1 Severance pay

An employee whose employment is terminated by reason of redundancy is entitled to the following amount of severance pay in respect of a period of continuous service:

AT794071 Clause 32 (p. 2 of 4) - PR965804

Period of continuous service Severance Pay Less than 1 year Nil 1 year and less than 2 years 4 weeks' pay* 2 years and less than 3 years 6 weeks' pay 3 years and less than 4 years 7 weeks' pay 4 years and less than 5 yeas 8 weeks' pay 5 years and less than 6 years 10 weeks' pay 6 years and less than 7 years 11 weeks' pay 7 years and less than 8 years 13 weeks' pay 8 years and less than 9 years 14 weeks' pay 9 years and less than 10 years 16 weeks' pay 10 years and over 12 weeks' pay

* Week's pay is defined in 32.1.

32.4 Employee leaving during notice period

An employee given notice of termination in circumstances of redundancy may terminate his/her employment during the period of notice set out in clause 31 - Notice of Termination. In this circumstance the employee will be entitled to receive the benefits and payments they would have received under this clause had they remained with the employer until the expiry of the notice, but will not be entitled to payment in lieu of notice.

32.5 Alternative employment 32.5.1 An employer, in a particular redundancy case, may make application to the

Commission to have the general severance pay prescription varied if the employer obtains acceptable alternative employment for an employee.

32.5.2 This provision does not apply in circumstances involving transmission of business

as set in 32.7. 32.6 Job search entitlement 32.6.1 During the period of notice of termination given by the employer in accordance

with 32.1, an employee shall be allowed up to one day's time off without loss of pay during each week of notice for the purpose of seeking other employment.

32.6.2 If the employee has been allowed paid leave for more than one day during the

notice period for the purpose of seeking other employment, the employee shall, at the request of the employer, be required to produce proof of attendance at an interview or he or she shall not receive payment for the time absent. For this purpose a statutory declaration will be sufficient.

AT794071 Clause 32 (p. 3 of 4) - PR965804

32.7 Transmission of business 32.7.1 The provisions of this clause are not applicable where a business is before or after

the date of this award, transmitted from an employer (in this subclause called the transmittor) to another employer (in this subclause called the transmittee), in any of the following circumstances:

32.7.1(a) Where the employee accepts employment with the transmittee which

recognises the period of continuous service which the employee had with the transmittor and any prior transmittor to be continuous service of the employee with the transmittee; or

32.7.1(b) Where the employee rejects an offer of employment with the transmittee:

• in which the terms and conditions are substantially similar and no less

favourable, considered on an overall basis, than the terms and conditions applicable to the employee at the time of ceasing employment with the transmittor; and

• which recognises the period of continuous service which the employee

had with the transmittor and any prior transmittor to be continuous service of the employee with the transmittee.

32.7.2 The Commission may vary 32.7.1(b) if it is satisfied that this provision would

operate unfairly in a particular case. 32.8 Employees exempted

This clause does not apply to:

• employees terminated as a consequence of serious misconduct that justifies dismissal without notice;

• probationary employees; • apprentices; • trainees; • employees engaged for a specific period of time or for a specified task or tasks; or • casual employees.

32.9 Incapacity to pay

The Commission may vary the severance pay prescription on the basis of an employer's incapacity to pay. An application for variation may be made by an employer or a group of employers.

32.10 Redundancy disputes 32.10.1 Paragraphs 32.10.2 and 32.10.3 impose additional obligations on an employer

where an employer contemplates termination of employment due to redundancy and a dispute arises (a redundancy dispute).

AT794071 Clause 32 (p. 4 of 4) - PR965804

32.10.2 Where a redundancy dispute arises, and if it has not already done so, an employer must provide affected employees and the relevant union or unions (if requested by any affected employee) in good time, with relevant information including:

• the reasons for any proposed redundancy;

• the number and categories of workers likely to be affected; and

• the period over which any proposed redundancies are intended to be carried

out. 32.10.3 Where a redundancy dispute arises and discussions occur in accordance with this

clause the employer will, as early as possible, consult on measures taken to avert or to minimise any proposed redundancies and measures to mitigate the adverse affects of any proposed redundancies on the employees concerned.

AT794071 Clause 33

33. OCCUPATIONAL SUPERANNUATION Note: The Superannuation Legislation Amendment (Choice of Superannuation Funds) Act 2005 provides that individual employees generally have the opportunity to choose their own superannuation funds. For further information see the AIRC guidance note — Choice of Superannuation Funds and Award Provisions. Respondents shall contribute on behalf of each officer an amount into the Local Government Employees Superannuation Scheme established pursuant to the terms and conditions as set out in Chapter 13 of the Queensland Local Government Act 1993. Ordinary time earnings or salary for superannuation purposes shall mean the actual ordinary rate of pay the officer receives for ordinary hours of work including shift loadings and leading hand allowance where applicable. Salary for superannuation purposes shall not include overtime, disability allowances, service increment payments, locality allowances, penalty rates, fares and travelling time allowances or any other extraneous payments of a like nature.

AT794071 Clause 34

34. DISPUTE SETTLING PROCEDURE 34.1 In the event of any grievance or dispute arising between an officer and a respondent,

work shall nevertheless continue in the usual manner whilst the following procedures are carried out, except where there are genuine matters of health or safety involved which require otherwise.

34.1.1 Discussions shall be held between the officer concerned and if the officer

requests, an accredited union representative, and the officer's immediate supervisor.

34.1.2 If the matter is not resolved there shall be discussions with the officer and the

union representative if requested, and the respondent's delegated representative. 34.1.3 If the matter remains unresolved, then the dispute shall be referred to the LGAQ

and relevant union or other representative nominated by the officer for discussions at the local level. All steps in the grievance process out lined above shall be affected promptly.

34.1.4 If the dispute still remains unresolved, then the matter may be referred by either

party to the Australian Industrial Relations Commission in accordance with Section 99 of the Workplace Relations Act 1996.

AT794071 Clause 35

35. STRUCTURAL EFFICIENCY 35.1 The parties to this award are committed to co-operating positively to increase the

efficiency and productivity of Local Government and to enhance the career opportunities and job security of officers in the industry.

35.2 At each respondent there will be established by the industry Joint Negotiating

Committee, through consultation with the respondent, Council Consultative Committees comprising an appropriate number of persons, with equal representation from both the respondent and officers and their union. Measures raised by the respondent, officers or union for consideration consistent with the objectives of clause 35.1 herein shall be processed through that consultative mechanism and procedure.

35.3 Measures raised for consideration consistent with clause 35.2 shall be related to the

testing and subsequent implementation of a new classification structure, to provide a line of communication between officers and the respondent at the local level and with the industry negotiating committees and to fulfil such other roles as determined by the parties.

35.4 Without limiting the rights of either the union or a respondent to this award to

arbitration, any other measure designed to increase the flexibility at a respondent and sought by either party shall be notified to the Commission and by agreement of the parties involved shall be negotiated and implemented subject to the following requirements:

35.4.1 The changes sought shall not affect provisions reflecting national standards. 35.4.2 The majority of officers affected by the change at the respondent must genuinely

agree to the change. 35.4.3 No officer shall lose income as a result of the change. 35.4.4 The relevant union must be party to the agreement. 35.4.5 The relevant union will not unreasonably oppose any agreement. 35.4.6 Any agreement shall be subject to approval by the Australian Industrial Relations

Commission and if approved shall operate as a schedule to this award and take precedence over any provisions of this award to the extent of any inconsistency.

35.5 Any disputes arising out of the award restructuring process shall be negotiated between

the parties and if unresolved shall be referred to the Australian Industrial Relations Commission for resolution.

AT794071 Clause 36

36. AWARD MODERNISATION 36.1 The parties are committed to modernising the terms of the award so that it provides for

more flexible working arrangements, enhances the productivity of respondents, improves the quality of working life, enhances skills and job satisfaction and assists positively in the restructuring process.

36.2 The parties commit themselves to the following principles as part of the Structural

Efficiency process: 36.2.1 Acceptance in principle that the new award classification structure will be more

suitable for the needs of Local Government, generally more broadly based, take into consideration relevant national minimum benchmark rates, reflect the different skill levels of the tasks to be performed and which shall incorporate the ability for an officer to perform a wider range of duties where appropriate.

36.2.2 The parties will create a genuine career path for officers which allows

advancement based on skill/qualification acquisition, use of such skills/qualifications and the requirement to perform functions comprehended by the new classification structure and access to training.

36.2.3 Co-operation in the transition from the old classification structures and definitions

to the new structure without creating false expectations or disputation. 36.2.4 A respondent may direct an officer to carry out such duties as are within the limits

of the officer's skill, competence and training consistent with the classification structure of this award provided that such duties are not designed to promote de-skilling.

36.2.5 A respondent may direct an officer to carry out such duties and use such tools and

equipment as may be required provided that the officer has been properly trained in the use of such tools and equipment.

36.2.6 Any direction issued by a respondent pursuant to provisions (a) and (b) hereof,

shall be consistent with the respondent's responsibilities to provide a safe and healthy working environment.

AT794071 Clause 37

37. ENTERPRISE FLEXIBILITY 37.1 Where an employer or officer wish to pursue an agreement at the enterprise or

workplace about how the award should be varied so as to make the enterprise or workplace operate more efficiently according to its particular needs, then the following process shall apply:

37.1.1 A consultative mechanism and procedures appropriate to the size and structure

and needs of the enterprise for workplace shall be established. 37.1.2 For the purposes of the consultative process the officers may nominate the

relevant union or another to represent them. 37.1.3 Where an agreement is reached, application shall be made to the Commission.

AT794071 Clause 38

38. RESPONDENTS A Schedule of Respondents and Divisions and Districts is set out in Schedule B to this award.

AT794071 Clause 39

39. ANTI DISCRIMINATION 39.1 It is the intention of the respondent to this award to achieve the principal object in

Section 3(j) of the Workplace Relations Act 1996 through respecting and valuing the diversity of the workforce by helping to prevent and eliminate discrimination on the basis of race, colour, sex, sexual preference, age, physical or mental disability, marital status, family responsibilities, pregnancy, religion, political opinion, national extraction or social origin.

39.2 Accordingly, in fulfilling their obligations under the dispute avoidance and settling

clause, the respondents must make every endeavour to ensure that neither the award provisions nor their operation are directly or indirectly discriminatory in their effects. Nothing in this clause is taken to affect:

39.2.1 any different treatment (or treatment having different effects) which is specifically

exempted under the Commonwealth anti discrimination legislation; 39.2.2 junior rates of pay until 22 June 2000 or later date determined by the Commission

in accordance with Section 143(1E) of the Act; 39.2.3 an employee, employer, registered organisation, pursuing matters of

discrimination in any State or Federal jurisdiction, including by application to the Human Rights and Equal Opportunity Commission;

39.2.4 the exemptions in Section 170(CK)(3) and (4) of the Act.

AT794071 Clause 40

40. POSTING AWARD Each respondent shall in each office or place of business conducted by it in which officers covered by this Award are employed, keep and make available for perusal by such officers during their own time a current copy of this Award.

AT794071 Clause 41

41. RECORD OF SERVICE Each respondent to this award shall maintain records of all officers in its employ, and such records shall, as a minimum requirement, incorporate the following particulars in respect of such officers:

• date of commencement of employment; • date of termination of employment; • classification of officer at dates of commencement and termination of

employment; • salary at termination of employment; • total period of service in years and months; • details of Local Government Superannuation Scheme contributions; • long serviced leave exhausted during the period of service, or period therefore on

termination of service; • accumulated sick leave at termination of employment.

On termination of the services of an officer with a respondent for any reason, the respondent shall provide the officer with a statement of service setting out full employment details as listed in this clause. The officer shall be responsible for production of the statement to any subsequent employing respondent to this award.

AT794071 Schedule A (p. 1 of 48)

SCHEDULE A - DIVISION DESCRIPTION ADMINISTRATION SERVICES STREAM LEVEL 1 Characteristics of the Level At the first level of the Administration Services stream, officers work under close direction and undertake routine activities which require the practical application of basic skills and techniques. General features at this level consist of performing clearly defined activities with outcomes being readily attainable and clearly defined. Officers’ duties at this level will be closely monitored with instruction and assistance being readily available. Freedom to act is limited by standards and procedures. However, with experience, officers at this level may have sufficient freedom to exercise judgement in the planning of their own work within those confines. Positions initially at this level will involve officers in extensive on-the-job training including familiarisation with the goals and objectives of the work section. Officers will be responsible for the timeliness of their work and required to use basic numeracy, written and verbal communication skills. Supervision of other staff is not a feature at this level. Requirements of the job Some or all of the following are needed to perform work at this level: Skills, Knowledge, Experience, Qualifications and/or Training

• a developing knowledge of the section/department function and operation; • basic knowledge of clerical/administrative practices and procedures relevant to the

work area; • a developing knowledge of work practices and policies of the relevant work area; • basic numeracy, keyboard, written and verbal communication skills relevant to the

work area; • no formal qualifications required at this level; • at this level, respondents are expected to offer substantial on-the-job training; • it is desirable that officers are studying for an appropriate certificate or

undertaking either internal or external training of a clerical/administrative nature. Responsibilities To contribute to the operational objectives of the work area, a position at this level may include some of the following inputs or those of a similar value:

AT794071 Schedule A (p. 2 of 48)

• undertake routine activities of a clerical and/or support nature; • undertake straight forward operation of keyboard equipment including data input

and basic word-processing; • provide routine information including general reception and telephonist duties; • perform general stenographic duties; • apply established practices and procedures.

Organisational relationships

• works under direct supervision Extent of authority

• work outcomes are clearly monitored; • freedom to act limited by standards and procedures; • solutions to problems found in established procedures and instructions, assistance

readily available. LEVEL 2 Characteristics of the level At the second level of the Administration Services stream, officers work under regular direction within clearly defined guidelines and undertake a range of clerical activities requiring the application of acquired skills and knowledge. General features at this level consist of performing functions which are defined by established routines, methods, standards and procedures with limited scope to exercise initiative in applying work practices and procedures. Assistance will be readily available. Officers may be responsible for a minor function and/or may contribute specific knowledge and/or specific skills to the work of the Council. In addition, officers may be required to assist senior officers with specific projects. Officers will be expected to have an understanding of work procedures relevant to their work area and may provide assistance to lower classified officers concerning established procedures. In addition, officers at this level may be required to assist in establishing procedures to meet the objectives of a minor function. Officers will be responsible for managing time, planning and organising their own work and may be required to oversight and/or guide the work of a limited number of lower classified officers. Officers at this level could be required to resolve minor work procedural issues in the relevant work area within established constraints. This level is the appointment level for officers who have completed an appropriate certificate and are required to undertake work related to that certificate.

AT794071 Schedule A (p. 3 of 48)

The 4th incremental step of this level is the appointment level for any graduate with a relevant three year Degree who utilise that qualification to undertake professional work within this stream. Graduates will advance to the first step of level 3 after 12 months’ satisfactory service. Requirements of the job Some or all of the following are needed to perform work at this level: Skills, Knowledge, Experience, Qualifications and/or Training

• basic skills in oral and written communication with clients and other members of the public;

• knowledge of established work practices and procedures relevant to the work area; • knowledge of policies and regulations relating to the work area; • understanding of clear but complex rules; • understanding of basic computing concepts; • application of techniques relevant to the work area; • developing knowledge of statutory requirements relevant to the work area; • no formal qualifications required;

OR entry point for three year Degree/Associate Diploma/appropriate certificate without

experience; OR will have attained through previous appointments or service an equivalent level of

expertise and experience to undertake the range of activities required; OR appropriate on-the-job training and relevant experience. Responsibilities To contribute to the operational objectives of the work area, a position at this level may include some of the following inputs or those of a similar value:

• undertake a range of activities requiring the application of established work procedures and may exercise limited initiative and/or judgement within clearly established procedures and/or guidelines;

• achieve outcomes which are clearly defined; • operate a computer and/or programmes and peripheral equipment; • initiate corrective action at an elementary level;

• operate a word processor and/or other business software and be conversant with

and utilise the functions of those systems and be proficient in their use; • operate a desk top publisher at a routine/basic level; • provide secretarial support requiring the exercise of sound judgement, initiative,

confidentiality and sensitivity in the performance of work; • perform tasks of a sensitive nature including the provision of more than routine

information, the receiving and accounting for monies and assistance to clients/ratepayers.

AT794071 Schedule A (p. 4 of 48)

Organisational relationships

• works under regular supervision; • oversee and guide a limited number of lower classified officers.

Extent of authority

• work outcomes monitored; • freedom to act within established guidelines; • solutions to problems may require the exercise of limited judgement, with

guidance to be found in procedures, precedents, guidelines. Assistance available when problems occur;

• graduates receive instructions. LEVEL 3 Characteristics of the level At the third level of the Administration Services stream, officers work under general direction in the application of procedures, methods and guidelines which are well established. However, graduates initially appointed at this level will be under the direct supervision of a senior officer. General features of this level involve solving problems of limited difficulty using knowledge, judgement and work organisational skills acquired through qualifications and/or previous work experience. Assistance is available from senior officers. Officers may receive instruction on the broader aspects of the work. In addition, officers may provide assistance to lower classified employees. Positions at this level allow officers the scope for exercising initiatives in the application of established work procedures. At this level officers may be required to supervise. Officers with supervisory responsibilities may undertake some complex operational work and may undertake planning and co-ordination of activities within the work area. Officers will be responsible for managing and planning their own work and that of subordinate staff and may be required to deal with formal disciplinary issues within the work area. Supervisors should have a basic knowledge of the principles of human resource management and be able to assist subordinate staff with on-the-job training. Three year Degree holders shall progress to this level after the completion of 12 months’ service at the top of level 2. This is the appointment level for any graduate with a relevant four year Degree who is required to undertake work within this stream.

AT794071 Schedule A (p. 5 of 48)

Graduates shall advance to the 3rd year incremental step after 12 months’ service on the 1st step of the range and shall progress to the 1st step of level 4 after a further 12 months’ service. Officers with certificate qualifications relevant to the work area shall be promoted to this level once they have obtained the appropriate certificate and have had relevant satisfactory service and undertake work related to the responsibilities under this level. Requirements of the job Some or all of the following are needed to perform work at this level: Skills, Knowledge, Experience, Qualifications and/or Training

• thorough knowledge of work activities performed within the work area; • sound knowledge of procedural/operational methods of the work area; • may utilise professional or specialised knowledge; • ability to apply computing concepts; • working knowledge of statutory requirements relevant to the work area; • entry level for four year Degree in the relevant discipline;

OR entry level for three year Degree plus graduate diploma in the relevant discipline; OR Associate Diploma with experience; OR three year Degree plus one year professional experience in the relevant discipline; OR appropriate certificate with relevant experience; OR attained through previous appointments, service and/or study an equivalent level of

expertise and experience to undertake the range of activities required. Responsibilities To contribute to the operational objectives of the work area, a position at this level may include some of the following inputs or those of a similar value:

• undertake responsibility for various activities in a specialised area;

• exercise responsibility for a function within the work area;

• assist in a range of functions and/or contribute to interpretation of matters for which there are no clearly established practices and procedures although such activity would not be the sole responsibility of the officer;

• provide secretarial and/or administrative support requiring a high degree of

judgement, initiative, confidentiality and sensitivity in the performance of work;

• proficient in the operation of the computer to enable modification and/or correction of computer software systems/packages and/or the identification of operational problems. This level could include systems administrators in small to medium sized Councils whose responsibility includes the security/integrity of the system;

AT794071 Schedule A (p. 6 of 48)

• apply computing programming knowledge and skills in systems development, maintenance and implementation under direction of a senior officer;

• provide a service utilising the full functions of a desk top publisher; • where prime responsibility lies in a “professional” field under direct supervision: • officers may undertake some minor phase of a broad or more complex

assignment; • provide assistance to senior officers.

Organisational relationships

• graduates work under direct supervision; • works under general supervision; • supervision of other employees.

Extent of authority

• graduates receive instructions on the broader aspects of the work; • freedom to act within defined established practices; • problems can usually be solved by reference to procedures, documented methods

and instructions. Assistance is available when problems occur. LEVEL 4 Characteristics of the level At the fourth level of the Administration Services stream, officers at this level work under general direction in functions that require the application of skills and knowledge appropriate to the work. Guidelines and work procedures are generally established. General features at this level require the application of knowledge and skills which are gained through qualifications and/or previous experience in the discipline. Officers will be expected to contribute knowledge in establishing procedures in the appropriate work related field. In addition, officers at this level may be required to supervise various functions within a work area or activities of a complex nature. Positions may involve a range of work functions which could contain a substantial component of supervision or require officers to provide specialist expertise/advice in their relevant discipline. Work at this level requires a sound knowledge of programme, activity, operational policy or service aspects of the work performed within a function or a number of work areas. Officers require skills in managing time, setting priorities, planning and organising own work and that of subordinate staff, where supervision is a component of the position, to achieve specific objectives. Officers will be expected to set outcomes and further develop work methods where general work procedures are not defined. Graduates will progress to the first incremental step of this level once two years’ service at level 3 are completed and will progress to the 3rd incremental step following an additional year of service.

AT794071 Schedule A (p. 7 of 48)

Requirements of the job Some or all of the following are needed to perform work at this level: Skills, Knowledge, Experience, Qualifications and/or Training

• knowledge of statutory requirements relevant to work area; • knowledge of section procedures, policies and activities; • sound discipline knowledge gained through previous experience, training or

education; • knowledge of the role of departments within Council and/or service functions; • specialists require an understanding of the underlying principles in the relevant

disciplines; • relevant four year Degree with two years’ relevant experience or three year

Degree with three years of relevant experience; OR Associate Diploma with relevant experience; OR lesser formal qualifications with substantial years of relevant experience; OR attained through previous appointments, service and/or study an equivalent level of

expertise and experience to undertake the range of activities required. Responsibilities To contribute to the operational objectives of the work area, a position at this level may include some of the following inputs or those of a similar value:

• undertake activities which may require the officer to exercise judgement and/or contribute critical knowledge and skills where procedures are not clearly defined;

• exercise responsibility for various functions within a work area;

• perform duties of a specialised nature requiring the development of expertise over

time or previous knowledge;

• identification of specific or desired performance outcomes;

• contribute to interpretation and administration of matters for which there are no clearly established procedures;

• provide administrative support of a complex nature to senior officers;

• undertake a wide range of activities associated with programme, activity or

service delivery;

• undertake computer operations requiring technical expertise and experience and may exercise initiative and judgement in the application of established procedures and practices;

• apply computer programming knowledge and skills in systems development,

maintenance and implementation;

AT794071 Schedule A (p. 8 of 48)

• where the prime responsibility lies in a “professional” field, officers at this level:

• discuss techniques, procedures and/or results with clients on straight forward matters;

• lead a team within a discipline related project.

Organisational relationships

• works under general direction; • supervises subordinate staff or works in a specialised field.

Extent of authority

• required to set outcomes within defined constraints; • provides specialist advice; • freedom to act governed by clear objectives and/or budget constraints; • solutions to problems generally found in precedents, guidelines or instructions.

Assistance usually available. LEVEL 5 Characteristics of the level At the fifth level of the Administrative Services stream, officers are subject to general direction from senior officers. Officers undertake a range of functions requiring the application of a high level of knowledge and skills to achieve results in line with departmental and/or Council goals. Officers adhere to established work practices. However, they may be required to exercise initiative and judgement where practices and direction are not clearly defined. General features at this level indicate the involvement in establishing sectional/departmental programmes and procedures. Positions will include a range of work functions and may involve the supervision of a section or, in the case of small Councils, a department. Work may span more than one discipline. In addition, officers at this level may be required to assist in the preparation of or prepare the departmental budget. Officers at this level will be required to provide expert advice to lower classified officers. Positions at this level demand the application of knowledge which is gained through qualifications and/or previous experience in the discipline. In addition, officers will be required to set priorities and monitor workflows in their area of responsibility (may include establishing work programmes in small Councils). Officers are required to set project priorities, plan and organise their own work and that of subordinate staff and establish the most appropriate operational methods for the section/department. In addition, interpersonal skills are required to gain the co-operation of clients and staff. Officers responsible for projects and/or functions will be required to establish outcomes to achieve departmental/Council goals. Specialists may be required to provide multi-disciplinary advice.

AT794071 Schedule A (p. 9 of 48)

Graduates will progress to the first incremental step of this level on the completion of two years’ service at level 4 and will progress to the 3rd incremental step after a further year of service. Requirements of the job Some or all of the following are needed to perform work at this level: Skills, Knowledge, Experience, Qualifications and/or Training

• knowledge of departmental programmes, policies and activities; • sound discipline knowledge gained through experience; • knowledge of the role of Council’s structure and service; • relevant Degree with relevant experience;

OR Associate Diploma with substantial experience; OR less formal qualifications with specialised skills sufficient to perform at this level; OR attained through previous appointments, service and/or study an equivalent level of experience and expertise to undertake the range of activities required. Responsibilities To contribute to the operational objectives of the work area, a position at this level may include some of the following inputs or those of a similar value:

• responsible for a range of functions within the section and/or department requiring a high level of knowledge and skills;

• undertake responsibility for a moderately complex project;

• undertake a minor phase of a broader or more complex professional assignment;

• assist with the preparation or prepare departmental or section budgets;

• set priorities and monitor workflow in areas of responsibility;

• provide expert advice to lower classified officers;

• exercise judgement and initiative where procedures not clearly defined;

• understanding of all areas of computer operation to enable the provision of advice

and assistance when non-standard procedures/processes are required;

• undertake analysis/design for the development and maintenance of projects and/or undertake programming in specialist areas. May exercise responsibility for a specialised area of Council’s computing operation;

• undertake publicity assignments within the framework of Council’s publicity and

promotions programme. Such assignments would be of limited scope and complexity but would involve the co-ordination of facets of the total programme including media liaison, design and layout of publications/displays and editing;

AT794071 Schedule A (p. 10 of 48)

• where the prime responsibility lies in a “professional” field, officers at this level:

• under general direction undertake tasks of a specialised and/or detailed nature; • exercise professional judgement within prescribed areas; • provide reports on progress of project activities including recommendations.

Organisational relationships

• works under general direction; • supervise other officers.

Extent of authority

• exercise a degree of autonomy; • control projects and/or programmes; • set outcomes for subordinates; • establish priorities and monitor workflow in areas of responsibility; • solutions to problems can generally be found in documented techniques,

precedents and guidelines or instructions. Assistance is available when required. LEVEL 6 Characteristics of the level At the sixth level of the Administrative Services stream, officers operate under limited direction from senior officer(s) and undertake a range of functions for which operational policies, practices and guidelines may need to be developed. General features at this level allow officers the scope to influence the operational activities of the section, department and/or Council. Officers at this level will be expected to contribute to the management of the section and/or department, assist/prepare budgets, establish procedures and work practices etc. In addition, officers at this level will be required to provide expert advice to lower classified officers. Positions at this level will require responsibility for decision making in their particular work area and the provision of expert advice. Officers will be required to provide consultation and assistance relevant to the work section and/or department. Officers will be required to set outcomes for the work area for which they are responsible so as to achieve the objectives of the department and/or Council. Officers may exercise managerial responsibility for a work area, work independently as specialists or may be a senior member of a single discipline project team or provide specialist support to a range of programmes/activities. Positions at this level may be identified by impact of activities undertaken or achievement of stated outcomes/objectives for the work area. Managing time is essential so outcomes can be achieved. A high level of interpersonal skills is required to resolve organisational issues, negotiate contracts, develop and motivate subordinate staff. Understand and implement effective human resource management practices.

AT794071 Schedule A (p. 11 of 48)

Requirements of the job Some or all of the following are needed to perform work at this level: Skills, Knowledge, Experience, Qualifications and/or Training

• discipline/specialist skills and/or supervision/management abilities exercised within a multi-disciplinary, or in a major single function, operation;

• discipline knowledge gained through experience, training or education; • appreciation of the long term goals of the organisation; • detailed knowledge of programme activities and work practices relevant to the

work area; • knowledge of organisation structures or functions; • comprehensive knowledge of Council policies relevant to the section/department; • comprehensive knowledge of statutory requirements relevant to the discipline; • Degree with substantial experience;

OR Associate Diploma with substantial experience; OR lesser formal qualifications with a combination of experience, expertise and competence

sufficient to perform the duties required at this level. Responsibilities To contribute to the operational objectives of the work area, a position at this level may include some of the following inputs or those of a similar value:

• undertake significant projects and/or functions involving the use of analytical skills;

• provide advice on matters of complexity within the work area and/or discipline;

• undertake a range of duties within the work area, including problem definition,

planning and the exercise of judgement;

• provide advice on policy matters and contribute to their development;

• negotiate on matters of significance within the section and/or department, with other bodies and/or members of the public;

• control and co-ordinate a work area within budgetary constraints;

• exercise a degree of autonomy, within budgetary constraints, in establishing the

operation of the work area;

• undertake duties which involve more than one discipline;

• provide a consultancy service for a range of activities;

• where prime responsibility is in a “professional” field, officers at this level:

AT794071 Schedule A (p. 12 of 48)

(1) provide support to a range of activities or programmes; (2) control and co-ordinate projects; (3) contribute to the development of new procedures and methodology; (4) provide expert/specialist advice/assistance relevant to the discipline; (5) supervise/manage the operation of a discrete element which is part of a larger office; (6) supervise on occasions other professional staff within the discipline; (7) provide consultancy services for a range of activities.

Organisational relationships

• works under limited direction; • supervision of staff.

Extent of authority

• may manage a work area; • exercise a degree of autonomy (advice available on complex or unusual matters); • manage significant projects and/or functions.

LEVEL 7 Characteristics of the level At the seventh level of the Administrative Services stream, officers operate under limited direction and exercise managerial responsibility for various functions within the department and/or Council or operate as a specialist, a member of a specialised professional team or independently. General features at this level require officers’ involvement in establishing operational procedures which impact on activities undertaken and outcomes achieved by Council and/or activities undertaken by sections of the community served by the Council. Officers will also be required to monitor policies and activities within the work area. Officers are involved in the formation/establishment of programmes, the procedures and work practices within the department and will be required to provide assistance to other officers, sections and/or departments. Positions at this level will demand responsibility for decision making and the provision of expert advice to other areas of Council. Officers would be expected to undertake the control and co-ordination of a section, department and/or significant work area. Officers require a good understanding of the long term goals of Council. In addition, positions at this level may be identified by the level of responsibility for decision making, the exercise of judgement and delegated authority and the provision of expert advice. The management of staff is normally a feature at this level and officers are responsible for a significant work area. Officers are required to set outcomes in relation to their section and/or function and may be required to negotiate matters on behalf of the work area. Graduates employed with and required to perform duties relevant to their tertiary qualification shall progress to this level once they have completed three years’ satisfactory service at level 6 and undertake work related to the responsibilities under this level.

AT794071 Schedule A (p. 13 of 48)

Requirements of the job Some or all of the following are needed to perform work at this level: Skills, Knowledge, Experience, Qualifications and/or Training

• comprehensive knowledge of Council policies and procedures; • application of a high level of discipline knowledge; • qualifications are generally beyond those normally acquired through tertiary

education alone, typically acquired through completion of higher education qualifications to Degree level and extensive relevant experience;

OR less formal qualifications with acquisition of considerable skills and extensive relevant

experience to an equivalent standard; OR a combination of experience, expertise and competence sufficient to perform the duties

required at this level. Responsibilities To contribute to the operational objectives of the work area, a position at this level may include some of the following inputs or those of a similar value;

• undertake managerial or specialised functions under a wide range of conditions to achieve results in line with divisional/corporate goals;

• exercise managerial control, involving the planning, direction, control and

evaluation of operations which include providing analysis and interpretation for either a major single discipline or multi-discipline operation;

• develop work practices and procedures for various projects;

• establish work area outcomes;

• prepare budget submissions for senior officers and/or Council;

• develop and implement significant operational procedures;

• review operations to determine their effectiveness;

• develop appropriate methodology and apply proven techniques in providing

specialised services;

• where prime responsibility lies in a “professional” field an officer at this level:

(1) control and co-ordinate projects within an organisation in accordance with corporate goals;

(2) provides advice on policy matters and contribute to its development; (3) provides a consultancy service to a wide range of clients; (4) functions may involve complex professional problem solving.

AT794071 Schedule A (p. 14 of 48)

Organisational relationships

• works under limited direction; • normally supervises other employees and establish and monitor work outcomes.

Extent of authority

• manage a work area of Council; • has significant delegated authority. Selection of methods and techniques based on

sound judgement. (Guidance not always readily available within the organisation); • decisions and actions taken at this level may have a significant effect on

programmes/projects/work areas being managed. LEVEL 8 Characteristics of the level At the eighth level of the Administrative Services stream, officers are subject to broad direction from senior officers and exercise managerial responsibility for a department/Council’s relevant activity. In addition, officers may operate as a senior specialist providing multi-functional advice to either various departments or directly to Council. General features of this level require the officers’ involvement in the initiation and formulation of extensive projects/programmes which impact on Council’s goals and objectives. Officers are involved in the identification of current and future options and the development of strategies to achieve desired outcomes. Additional features include providing financial, specialised, technical and professional and/or administrative advice on policy matters within the department and/or Council. In addition, officers will be required to develop and implement techniques, work practices and procedures in all facets of the work area to achieve corporate goals. Officers at this level require a high level of proficiency in the application of theoretical or scientific approaches in the search of optimal solutions to new problems and opportunities which may be outside of the original field of specialisation. Positions at this level will demand responsibility for decision making within the constraints of divisional/corporate policy and require the officer to provide advice and support to other areas of Council. Officers at this level will have significant impact upon Council’s policies and programmes and will be required to provide initiative, the ability to formulate, implement, monitor and evaluate projects and/or programmes. Positions at this level may be identified by the significant independence of action within the constraints of departmental or corporate policy. Requirements of the job Some or all of the following are needed to perform work at this level: Skills, Knowledge, Experience, Qualifications and/or Training

AT794071 Schedule A (p. 15 of 48)

• detailed knowledge of Council policy, programmes and the procedures and practices;

• high level of discipline knowledge; • detailed knowledge of statutory requirements; • qualifications are generally beyond those normally acquired through Degree

course and experience in the field of specialist expertise. (Could be acquired through further qualifications in field of expertise or in management.)

OR lesser formal qualifications together with the acquisition of considerable skills and

extensive and diverse experience relative to an equivalent standard; OR a combination of experience, expertise and competence sufficient to perform the duties

of the position. Responsibilities To contribute to the operational objectives of the work area, a position at this level may include some of the following inputs or those of a similar value:

• undertake work of significant scope and/or complexity. Major portion of the work requires initiative;

• undertake duties of innovative, novel and/or critical nature with little or no

professional direction;

• undertake functions across a range of administrative, specialist or operational areas which include specific programmes/activities, management of service delivery and the provision of high level advice;

• provide specialist advice on policy matters and contribute to the

development/review of policies;

• manage extensive projects/programmes in accordance with departmental/corporate goals. This may require the development, implementation and evaluation of those goals;

• administer complex policy and programme matters;

• offer consultancy service;

• evaluate and develop/revise methodology techniques and/or the application of a

high level of analytical skills in the attainment and satisfying of Council objectives;

• where the prime responsibility is in a “professional” field officers at this level:

(1) contribute to the development of operational policy; (2) assess and review the standards and work of other professional

personnel/external consultants; (3) initiate and formulate departmental/Council programmes;

AT794071 Schedule A (p. 16 of 48)

(4) implement Council objectives within corporate goals; (5) develop and recommend ongoing plans and programmes for

department/Council; (6) provide specialist advice; (7) ensure the outcome of work of significant scope and/or complexity.

Organisational relationships

• works under broad direction; • manage a department/section or operate as a senior specialist.

Extent of authority

• manage a work area of Council at a higher level of ability; • authority to implement and initiate change in area of responsibility within

organisational goals and constraints; • exercise control of organisational elements, accountable for the quality,

effectiveness, cost and timeliness of programmes/projects under their control; • solutions to problems require analytical approach and elements of development

and creativity within the scope of divisional/corporate policies. Methods, procedures and processes are less well defined and officers are expected to contribute to their development and adaptation.

COMMUNITY AND ENVIRONMENTAL SERVICES STREAM LEVEL 1 Characteristics of the level At the first level of the Community and Environmental Services stream, officers work under close direction and undertake routine activities which require the practical application of basic skills and techniques. General features at this level consist of performing clearly defined activities with outcomes being readily attainable and clearly defined. Officers’ duties at this level will be closely monitored with instruction and assistance being readily available. Freedom to act is limited by standards and procedures. However, with experience, officers at this level may have sufficient freedom to exercise judgement in the planning of their own work within those confines. Positions initially at this level will involve officers in extensive on-the-job training including familiarisation with the goals and objectives of the work section. Officers will be responsible for the timeliness of their work and required to use basic numeracy, written and verbal communication skills. Supervision of other staff is not a feature at this level. Requirements of the job Some or all of the following are needed to perform work at this level:

AT794071 Schedule A (p. 17 of 48)

Skills, Knowledge, Experience, Qualifications and/or Training

• developing knowledge of the section/department function and operation; • basic knowledge of administrative practices and procedures relevant to the work

area; • a developing knowledge of work practices and policies of the relevant work area; • basic numeracy, written and verbal communication skills relevant to the work

area; • no formal qualifications required at this level; • at this level, respondents are expected to offer substantial on-the-job training; • it is desirable that officers are studying for an appropriate certificate or

undertaking either internal or external training; Responsibilities To contribute to the operational objectives of the work area, a position at this level may include some of the following inputs or those of a similar value:

• undertake routine activities of a support nature; • undertake straight forward operation of keyboard equipment including data input

and basic word-processing; • provide routine information including general reception and telephonist duties; • apply established practices and procedures; • undertake routine library duties involving routine shelving, issues and returns; • enforce compliance with traffic by-laws and regulations at an elementary level;

Organisational relationships

• works under direct supervision; Extent of authority

• work outcomes are clearly monitored; • freedom to act limited by standards and procedures; • solutions to problems found in established procedures and instructions, assistance

readily available. LEVEL 2 Characteristics of the level At the second level of the Community and Environmental Services stream, officers work under regular direction within clearly defined guidelines and undertake a range of activities requiring the application of acquired skills and knowledge. However, graduates initially appointed at the top of this level will be under the direct supervision of a senior officer.

AT794071 Schedule A (p. 18 of 48)

General features at this level consist of performing functions which are defined by established routines, methods, standards and procedures with limited scope to exercise initiative in applying work practices and procedures. Assistance will be readily available. Officers may be responsible for a minor function and/or may contribute specific knowledge and/or specific skills to the work of the Council. In addition, officers may be required to assist senior officers with specific projects. Officers will be expected to have an understanding of work procedures relevant to their work area and may provide assistance to lower classified officers concerning established procedures. In addition, officers at this level may be required to assist in establishing procedures to meet the objectives of a minor function. Officers will be responsible for managing time, planning and organising their own work and may be required to oversight and/or guide the work of a limited number of lower classified officers. Officers at this level could be required to resolve minor work procedural issues in the relevant work area within established constraints. This level is the appointment level for officers who have completed an appropriate certificate and are required to undertake work related to that certificate. The 4th incremental step of this level is the appointment level for graduates with a relevant three year degree who utilise that qualification to undertake professional work within this stream. Graduates will advance to the first step of level 3 after 12 months’ satisfactory service. Requirements of the job Some or all of the following are needed to perform work at this level: Skills, Knowledge, Experience, Qualifications and/or Training

• basic skills in oral and written communication with clients and other members of the public;

• knowledge of established work practices and procedures relevant to the work area; • knowledge of policies and by-laws relating to the work area; • understanding of clear but complex rules; • application of techniques relevant to the work area; • developing knowledge of statutory requirements relevant to the work area; • understanding of basic computing concepts; • no formal qualifications required;

OR appropriate post-trade certificate relevant to the work area; OR entry point for three year Degree/Associate Diploma/appropriate certificate without

experience; OR will have attained through previous appointments or service an equivalent level of

expertise and experience to undertake the range of activities required; OR appropriate on-the-job training and relevant experience. Responsibilities To contribute to the operational objectives of the work area, a position at this level may include some of the following inputs or those of a similar value:

AT794071 Schedule A (p. 19 of 48)

• undertake a range of activities requiring the application of established work procedures and may exercise limited initiative and/or judgement within clearly established procedures and/or guidelines;

• achieve outcomes which are clearly defined;

• perform tasks of a sensitive nature including the provision of more than routine

information;

• provide paraprofessional support to qualified librarians;

• oversight the work of unqualified library staff and/or take charge of a library outlet or function within the library;

• undertake inspectorial duties involving the enforcement of general by-

laws/regulations, assist senior officers with special projects;

• assist with elementary building, health or animal and plant control inspections under the regular direction of a senior qualified officer (trainee level);

• operate a community service programme at an elementary level;

• perform tasks within a community service programme requiring knowledge of

established work practices and procedures relevant to the work area. Organisational relationships

• works under regular supervision; • oversee and guide a limited number of lower classified officers.

Extent of authority

• work outcomes monitored; • freedom to act within established guidelines; • solutions to problems may require the exercise of limited judgement, with

guidance to be found in procedures, precedents, guidelines. Assistance available when problems occur;

• graduates receive instructions. LEVEL 3 Characteristics of the level At the third level of the Community and Environmental Services stream, officers work under general direction in the application of procedures, methods and guidelines which are well established. However, graduates initially appointed at this level will be under the direct supervision of a senior officer.

AT794071 Schedule A (p. 20 of 48)

General features of this level involve solving problems of limited difficulty using knowledge, judgement and work organisational skills acquired through qualifications and/or previous work experience. Assistance is available from senior officers. Officers may receive instruction on the broader aspects of the work. In addition, officers may provide assistance to lower classified employees. Positions at the level allow officers the scope for exercising initiatives in the application of established work procedures. At this level officers may be required to supervise. Officers with supervisory responsibilities may undertake some complex operational work and may undertake planning and co-ordination of activities within the work area. Officers will be responsible for managing and planning their own work and that of subordinate staff and may be required to deal with formal disciplinary issues within the work area. Supervisors should have a basic knowledge of the principles of human resource management and be able to assist subordinate staff with on-the-job training. Three year Degree holders shall progress to this level after the completion of 12 months’ service at the top of level 2. This is the appointment level for any graduate with a relevant four year Degree who is required to undertake work within this stream. Graduates shall advance to the 3rd year incremental step after 12 months’ service on the 1st step of range and shall progress to the 1st step of level 4 after a further 12 months’ service. Officers with certificate qualifications relevant to the work area shall be promoted to this level once they have obtained the appropriate certificate and have had relevant satisfactory service and undertake work related to the responsibilities under this level. Requirements of the job Some or all of the following are needed to perform work at this level: Skills, Knowledge, Experience, Qualifications and/or Training

• thorough knowledge of work activities performed within the work area; • sound knowledge of procedural/operational methods of the work area; • may utilise professional or specialised knowledge; • working knowledge of statutory requirements relevant to the work area; • ability to apply computing concepts; • entry level for four year Degree in the relevant discipline;

OR entry level for three year Degree plus graduate diploma in the relevant discipline; OR Associate Diploma with experience; OR three year Degree plus one year professional experience in the relevant discipline; OR appropriate certificate with relevant experience; OR attained through previous appointments, service and/or study an equivalent level of

expertise and experience to undertake the range of activities required.

AT794071 Schedule A (p. 21 of 48)

Responsibilities To contribute to the operational objectives of the work area, a position at this level may include some of the following inputs or those of a similar value:

• undertake responsibility for various activities in a specialised area;

• exercise responsibility for a function within the work area;

• assist in a range of functions and/or contribute to interpretation of matters for which there are no clearly established practices and procedures although such activity would not be the sole responsibility of the officer;

• supervise the work of other paraprofessional library staff;

• take charge of a small library branch;

• regularly undertake “general” inspections to enforce compliance with various

Acts, (excluding those relating to Building/Health) Regulations, By-laws and Policies including the presentation of materials for prosecution of offences as required;

• advise landholders/local authorities/government officers on eradication/control

techniques and measures and inform them of their obligations under the relevant legislation;

• provide advice on requirements for compliance with the relevant Acts, Codes,

Regulations, Standards, By-laws and Council policies. Undertake basic health or building inspections;

• undertake minor development assessment duties;

• co-ordinate elementary community service programmes or a single programme at

a more complex level;

• where prime responsibility lies in a “professional” field, officers at this level would undertake at least some of the following:

(1) undertake some minor phase of a broad or more complex assignment; (2) provide assistance to senior officers; (3) perform duties of a specialised nature; (4) provide a range of library and information services in a small library or in a

large library predominantly involved in the provision of a particular library service or function;

(5) plan and co-ordinate elementary community-based projects/programmes; (6) perform moderately complex functions including social planning,

demographic analysis, survey design and analysis.

AT794071 Schedule A (p. 22 of 48)

Organisational relationships

• graduates work under direct supervision; • works under general supervision; • operate as a member of a professional team; • supervision of other employees.

Extent of authority

• graduates receive instructions on the broader aspects of the work; • freedom to act within defined established practices; • problems can usually be solved by reference to procedures, documented methods

and instructions. Assistance is available when problems occur. LEVEL 4 Characteristics of the level At the fourth level of the Community and Environmental Services stream, officers at this level work under general direction in functions that require the application of skills and knowledge appropriate to the work. Guidelines and work procedures are generally established. General features at this level require the application of knowledge and skills which are gained through qualifications and/or previous experience in the discipline. Officers will be expected to contribute knowledge in establishing procedures in the appropriate work related field. In addition officers at this level may be required to supervise various functions within a work area or activities of a complex nature. Positions may involve a range of work functions which could contain a substantial component of supervision or require officers to provide specialist expertise/advice in their relevant discipline. Work at this level requires a sound knowledge of programme, activity, operational policy or service aspects of the work performed within a function or a number of work areas. Officers require skills in managing time, setting priorities, planning and organising own work and that of subordinate staff, where supervision is a component of the position, to achieve specific objectives. Officers will be expected to set outcomes and further develop work methods where general work procedures are not defined. Officers undertaking Health or Building inspections shall be promoted to this level once they have had the appropriate experience and undertake work related to the responsibilities under this level. Graduates will progress to the first incremental step of this level once two years’ service at level 3 are completed and will progress to the 3rd incremental step following an additional year of service.

AT794071 Schedule A (p. 23 of 48)

Requirements of the job Some or all of the following are needed to perform work at this level: Skills, Knowledge, Experience, Qualifications and/or Training

• knowledge of statutory requirements relevant to work area; • knowledge of section procedures, policies and activities; • sound discipline knowledge gained through previous experience, training or

education; • knowledge of the role of departments within Council and/or service functions; • specialists require an understanding of the underlying principles in the relevant

disciplines; • relevant four year Degree with two years’ relevant experience or three year

Degree with three years of relevant experience; OR Associate Diploma with relevant experience; OR lesser formal qualifications with substantial years of relevant experience; OR attained through previous appointments, service and/or study an equivalent level of expertise and experience to undertake the range of activities required. Responsibilities To contribute to the operational objectives of the work area, a position at this level may include some of the following inputs or those of a similar value:

• undertake activities which may require the officer to exercise judgement and/or contribute critical knowledge and skills where procedures are not clearly defined;

• perform duties of a specialised nature requiring the development of expertise over

time or previous knowledge;

• identification of specific or desired performance outcomes;

• contribute to interpretation and administration of areas of work for which there are no clearly established procedures;

• exercise responsibility for various functions within a work area including

compliance with regulations, codes and procedures;

• ensure plans, permits, applications etc. comply with the various relevant Acts, Codes, Regulations and Standards;

• undertake site inspection and determine compliance with appropriate legislation,

regulations and codes;

• provide assistance on building or health applications including liaison with clients;

• undertake a wide range of activities associated with programme, activity or

service delivery;

AT794071 Schedule A (p. 24 of 48)

• where the prime responsibility lies in a “professional” field, officers at this level would undertake at least some of the following:

(1) liaise with other professionals at a technical level; (2) discuss techniques, procedures and/or results with clients on straight

forward matters; (3) lead a team within a discipline related project; (4) provide a reference, research and/or technical information service including

the facility to understand and develop technologically based systems; (5) carry out a variety of activities in the field of library services requiring

initiative and judgement in the selection and application of established principles, techniques and methods;

(6) perform a range of planning functions exercising knowledge of statutory and legal requirements;

(7) provide advice on development applications for land division etc. and general planning procedures and requirements;

(8) assist senior officers with the planning and co-ordination of a community programme of a complex nature.

Organisational relationships

• works under general direction; • supervises subordinate staff or works in a specialised field.

Extent of authority

• required to set outcomes within defined constraints; • provides specialist advice; • freedom to act governed by clear objectives and/or budget constraints; • solutions to problems generally found in precedents, guidelines or instructions.

Assistance usually available. LEVEL 5 Characteristics of the level At the fifth level of the Community and Environmental Services stream, officers are subject to general direction from senior officers. Officers undertake a range of functions requiring the application of a high level of knowledge and skills to achieve results in line with departmental and/or Council goals. Officers adhere to established work practices. However, they may be required to exercise initiative and judgement where practices and direction are not clearly defined. General features at this level indicate the involvement in establishing sectional/departmental programmes and procedures. Positions will include a range of work functions and may involve the supervision of a section or, in the case of small Councils, a department. Work may span more than one discipline. In addition, officers at this level may be required to assist in the preparation of or prepare the departmental budget. Officers at this level will be required to provide expert advice to lower classified officers.

AT794071 Schedule A (p. 25 of 48)

Positions at this level demand the application of knowledge which is gained through qualifications and/or previous experience in the discipline. In addition, officers will be required to set priorities and monitor workflows in their area of responsibility (may include establishing work programmes in small Councils). Officers are required to set project priorities, plan and organise their own work and that of subordinate staff and establish the most appropriate operational methods for the section/department. In addition, interpersonal skills are required to gain the co-operation of clients and staff. Officers responsible for projects and/or functions will be required to establish outcomes to achieve departmental/Council goals. Specialists may be required to provide multi-disciplinary advice. Graduates will progress to the first incremental step of this level on the completion of two years’ service at level 4 and will progress to the 3rd incremental step after a further year of service. Requirements of the job Some or all of the following are needed to perform work at this level: Skills, Knowledge, Experience, Qualifications and/or Training

• knowledge of departmental programmes, policies and activities; • sound discipline knowledge gained through experience; • knowledge of the role of Council’s structure and service; • relevant Degree with relevant experience;

OR Associate Diploma with substantial experience; OR qualifications in more than one discipline; OR less formal qualifications with specialised skills sufficient to perform at this level; OR attained through previous appointments, service and/or study an equivalent level of experience and expertise to undertake the range of activities required. Responsibilities To contribute to the operational objectives of the work area, a position at this level may include some of the following inputs or those of a similar value:

• responsible for a range of functions within the section and/or department requiring a high level of knowledge and skills;

• undertake responsibility for a moderately complex project;

• undertake a minor phase of a broader or more complex professional assignment;

• assist with the preparation or prepare departmental or section budgets;

• set priorities and monitor workflow in areas of responsibility;

• provide expert advice to lower classified officers;

AT794071 Schedule A (p. 26 of 48)

• exercise judgement and initiative where procedures not clearly defined;

• undertake duties in the disciplines of building and health utilising knowledge of procedures and statutory requirements relevant to the work areas;

• operate as a specialist officer in the relevant discipline where decisions made and

taken rest with the officer with no reference to a senior officer;

• where the prime responsibility lies in a “professional” field, officers at this level would undertake at least some of the following:

(1) under general direction undertake tasks of a specialised and/or detailed

nature (2) provide reports on progress of project activities including recommendations; (3) exercise professional judgement within prescribed areas which may include

supervision of the function; (4) carry out planning studies for particular projects including aspects of design,

formulation of policy, implementation procedures and presentation; (5) exercise a high level of interpersonal skills in dealing with the public and

other organisations; (6) plan, develop and operate a community service programme of a moderately

complex nature. Organisational relationships

• works under general direction; • supervise other officers.

Extent of authority

• exercise a degree of autonomy; • control projects and/or programmes; • set outcomes for subordinates; • establish priorities and monitor workflow in areas of responsibility; • solutions to problems can generally be found in documented techniques,

precedents and guidelines or instructions. Assistance is available when required. LEVEL 6 Characteristics of the level At the sixth level of the Community and Environmental Services stream, officers operate under limited direction from senior officer(s) and undertake a range of functions for which operational policies, practices and guidelines may need to be developed. General features at this level allow officers the scope to influence the operational activities of the section, department and/or Council. Officers at this level will be expected to contribute to the management of the section and/or department, assist/prepare budgets, establish procedures and work practices etc. In addition, officers at this level will be required to provide expert advice to lower classified officers.

AT794071 Schedule A (p. 27 of 48)

Positions at this level will require responsibility for decision making in their particular work area and the provision of expert advice. Officers will be required to provide consultation and assistance relevant to the work section and/or department. Officers will be required to set outcomes for the work area for which they are responsible so as to achieve the objectives of the department and/or Council. Officers may exercise managerial responsibility for a work area, work independently as specialists or may be a senior member of a single discipline project team or provide specialist support to a range of programmes/activities. Positions at this level may be identified by impact of activities undertaken or achievement of stated outcomes/objectives for the work area. Managing time is essential so outcomes can be achieved. A high level of interpersonal skills is required to resolve organisational issues, negotiate contracts, develop and motivate subordinate staff. Understand and implement effective human resource management practices. Requirements of the job Some or all of the following are needed to perform work at this level: Skills, Knowledge, Experience, Qualifications and/or Training

• discipline/specialist skills and/or supervision/management abilities exercised within a multi-disciplinary, or in a major single function, operation;

• discipline knowledge gained through experience, training or education; • appreciation of the long term goals of the organisation; • detailed knowledge of programme activities and work practices relevant to the

work area; • knowledge of organisation structures or functions; • comprehensive knowledge of Council policies relevant to the section/department; • comprehensive knowledge of statutory requirements relevant to the discipline; • Degree with substantial experience;

OR Associate Diploma with substantial experience; OR lesser formal qualifications with a combination of experience, expertise and competence

sufficient to perform the duties required at this level. Responsibilities To contribute to the operational objectives of the work area, a position at this level may include some of the following inputs or those of a similar value:

• undertake significant projects and/or functions involving the use of analytical skills;

• provide advice on matters of complexity within the work area and/or discipline;

• undertake a range of duties within the work area, including problem definition,

planning and the exercise of judgement;

AT794071 Schedule A (p. 28 of 48)

• provide advice on policy matters and contribute to their development;

• negotiate on matters of significance within the section and/or department, with other bodies and/or members of the public;

• control and co-ordinate a work area within budgetary constraints;

• exercise a degree of autonomy, within budgetary constraints, in establishing the

operation of the work area;

• undertake duties which involve more than one discipline;

• provide a consultancy service for a range of activities;

• where prime responsibility lies in a “professional” field, an officer at this level would undertake at least some of the following:

(1) provide support to a range of activities or programmes; (2) control and co-ordinate projects; (3) contribute to the development of new procedures and methodology; (4) provide expert advice/assistance relevant to the discipline; (5) supervise/manage the operation of a work area; (6) supervise on occasions other professional staff within the discipline; (7) provide consultancy services for a range of activities.

Organisational relationships

• works under limited direction; • supervision of staff.

Extent of authority

• may manage a work area; • exercise a degree of autonomy (advice available on complex or unusual matters); • manage significant projects and/or functions.

LEVEL 7 Characteristics of the level At the seventh level of the Community and Environmental Services stream, officers operate under limited direction and exercise managerial responsibility for various functions within the department and/or Council or operate as a specialist, a member of a specialised professional team or independently. General features at this level require officers’ involvement in establishing operational procedures which impact on activities undertaken and outcomes achieved by Council and/or activities undertaken by sections of the community served by the Council. Officers will also be required to monitor policies and activities within the work area.

AT794071 Schedule A (p. 29 of 48)

Officers are involved in the formation/establishment of programmes, the procedures and work practices within the department and will be required to provide assistance to other officers, sections and/or departments. Positions at this level will demand responsibility for decision making and the provision of expert advice to other areas of Council. Officers would be expected to undertake the control and co-ordination of a section, department and/or significant work area. Officers require a good understanding of the long term goals of Council. In addition, positions at this level may be identified by the level of responsibility for decision making, the exercise of judgement and delegated authority and the provision of expert advice. The management of staff is normally a feature at this level and officers are responsible for a significant work area. Officers are required to set outcomes in relation to their section and/or function and may be required to negotiate matters on behalf of the work area. Degree holders employed with and required to perform duties relevant to their tertiary qualification shall progress to this level once they have completed three years’ satisfactory service at level 6 and undertake work related to the responsibilities under this level. Requirements of the job Some or all of the following are needed to perform work at this level: Skills, Knowledge, Experience, Qualifications and/or Training

• comprehensive knowledge of Council policies and procedures; • application of a high level of discipline knowledge; • qualifications are generally beyond those normally acquired through tertiary

education alone, typically acquired through completion of higher education qualifications to Degree level and extensive relevant experience;

OR less formal qualifications with acquisition of considerable skills and extensive relevant

experience to an equivalent standard; OR a combination of experience, expertise and competence sufficient to perform the duties

required at this level. Responsibilities To contribute to the operational objectives of the work area, a position at this level may include some of the following inputs or those of a similar value:

• undertake managerial or specialised functions under a wide range of conditions to achieve results in line with divisional/corporate goals;

• exercise managerial control, involving the planning, direction, control and

evaluation of operations which include providing analysis and interpretation for either a major single discipline or multi-discipline operation;

• develop work practices and procedures for various projects;

• establish work area outcomes;

AT794071 Schedule A (p. 30 of 48)

• prepare budget submissions for senior officers and/or Council;

• develop and implement significant operational procedures;

• review operations to determine their effectiveness;

• develop appropriate methodology and apply proven techniques in providing specialised services;

• where prime responsibility lies in a “professional” field, officers at this level

would undertake at least some of the following:

(1) control and co-ordinate projects within an organisation in accordance with corporate goals;

(2) provide advice on policy matters and contribute to its development; (3) provide a consultancy service to a wide range of clients; (4) functions may involve complex professional problem solving.

Organisational relationships

• works under limited direction; • normally supervises other employees and establishes and monitors work

outcomes. Extent of authority

• manage a work area of Council; • has significant delegated authority. Selection of methods and techniques based on

sound judgement. (Guidance not always readily available within the organisation); • decisions and actions taken at this level may have a significant effect on

programmes/projects/work areas being managed. LEVEL 8 Characteristics of the level At the eighth level of the Community and Environmental Services stream, officers are subject to broad direction from senior officers and exercise managerial responsibility for a department/Council’s relevant activity. In addition, officers may operate as a senior specialist providing multi-functional advice to either various departments or directly to Council. General features of this level require the officers’ involvement in the initiation and formulation of extensive projects/programmes which impact on Council’s goals and objectives. Officers are involved in the identification of current and future options and the development of strategies to achieve desired outcomes. Additional features include providing financial, specialised, technical and professional and/or administrative advice on policy matters within the department and/or Council.

AT794071 Schedule A (p. 31 of 48)

In addition, officers will be required to develop and implement techniques, work practices and procedures in all facets of the work area to achieve corporate goals. Officers at this level require a high level of proficiency in the application of theoretical or scientific approaches in the search of optimal solutions to new problems and opportunities which may be outside of the original field of specialisation. Positions at this level will demand responsibility for decision making within the constraints of divisional/corporate policy and require the officer to provide advice and support to other areas of Council. Officers at this level will have significant impact upon Council’s policies and programmes and will be required to provide initiative, the ability to formulate, implement, monitor and evaluate projects and/or programmes. Positions at this level may be identified by the significant independence of action within the constraints of departmental or corporate policy. Requirements of the job Some or all of the following are needed to perform work at this level: Skills, Knowledge, Experience, Qualifications and/or Training

• detailed knowledge of Council policy, programmes and the procedures and practices;

• high level of discipline knowledge; • detailed knowledge of statutory requirements; • qualifications are generally beyond those normally acquired through Degree

course and experience in the field of specialist expertise. (Could be acquired through further formal qualifications in field of expertise or in management.)

OR lesser formal qualifications together with the acquisition of considerable skills and

extensive and diverse experience relative to an equivalent standard; OR a combination of experience, expertise and competence sufficient to perform the duties

of the position. Responsibilities To contribute to the operational objectives of the work area, a position at this level may include some of the following inputs or those of a similar value:

• undertake work of significant scope and/or complexity. Major portion of the work requires initiative;

• undertake duties of innovative, novel and/or critical nature with little or no

professional direction;

• undertake functions across a range of administrative, specialist or operational areas which include specific programmes/activities, management of service delivery and the provision of high level advice;

• provide specialist advice on policy matters and contribute to the

development/review of policies;

AT794071 Schedule A (p. 32 of 48)

• manage extensive projects/programmes in accordance with departmental/corporate goals. This may require the development, implementation and evaluation of those goals;

• administer complex policy and programme matters;

• offer consultancy service;

• evaluate and develop/revise methodology techniques and/or the application of a

high level of analytical skills in the attainment and satisfying of Council objectives;

• where the prime responsibility is in a “professional” field, officers at this level

would undertake at least some of the following:

(1) contribute to the development of operational policy; (2) assess and review the standards and work of other professional

personnel/external consultants; (3) initiate and formulate departmental/Council programmes; (4) implement Council objectives within corporate goals; (5) develop and recommend ongoing plans and programmes for

department/Council; (6) ensure the outcome of work of significant scope and/or complexity.

Organisational relationships

• works under broad direction; • manages a department/section or operates as a senior specialist.

Extent of authority

• manage a work area of Council at a higher level of ability; • authority to implement and initiate change in area of responsibility within

organisational goals and constraints; • exercise control of organisational elements, accountable for the quality,

effectiveness, cost and timeliness of programmes/projects under their control; • solutions to problems require analytical approach and elements of development

and creativity within the scope of divisional/corporate policies. Methods, procedures and processes are less well defined and officers are expected to contribute to their development and adaptation.

TECHNICAL SERVICES STREAM LEVEL 1 Characteristics of the level At the first level of the Technical Services stream, officers work under close direction and undertake routine activities which require the practical application of basic skills and techniques.

AT794071 Schedule A (p. 33 of 48)

General features at this level consist of performing clearly defined activities with outcomes being readily attainable and clearly defined. Officers’ duties at this level will be closely monitored with instruction and assistance being readily available. Freedom to act is limited by standards and procedures. However, with experience, officers at this level may have sufficient freedom to exercise judgement in the planning of their own work within those confines. Positions initially at this level will involve officers in extensive on-the-job training including familiarisation with the goals and objectives of the work section. Officers will be responsible for the timeliness of their work and required to use basic written and verbal communication skills. Supervision of other staff is not a feature at this level. However, an experienced officer may have technical oversight of a minor works activity. Requirements of the job Some or all of the following are needed to perform work at this level: Skills, Knowledge, Experience, Qualifications and/or Training

• a developing knowledge of Council’s engineering and works functions and operation;

• basic knowledge of work area requirements (e.g. construction, maintenance and/or horticulture);

• a developing knowledge of work practices and policies of the relevant work area; • no formal qualifications required at this level; • as a training level, respondents are expected to offer substantial on-the-job

training; • it is desirable that officers are studying for an appropriate certificate

Responsibilities To contribute to the operational objectives of the work area, a position at this level may include some of the following inputs or those of a similar value:

• undertake routine activities;

• apply established practices and procedures;

• where prime responsibility is for the technical oversight of work performed by outside employees, officers at this level may be required to arrange a minor works activity within established methods as part of the training process;

• where the prime responsibility lies in a technical/drafting field, trainee technical

officers at this level apply established practices and procedures in the conduct of a range of technical activities.

AT794071 Schedule A (p. 34 of 48)

Organisational Relationships

• works under direct supervision; • experienced officers may have technical oversight of minor works activities.

Extent of authority

• work outcomes are closely monitored; • project completion according to instructions and established procedures; • no scope for interpretation.

LEVEL 2 Characteristics of the level At the second level of the Technical Services stream, officers work under regular direction within clearly defined guidelines and undertake a range of practical operational activities requiring the application of acquired skills and knowledge. General features at this level consist of performing functions which are defined by established routines, methods, standards and procedures with limited scope to exercise initiative in applying work practices and procedures. Assistance will be readily available. Officers may be responsible for the operational supervision of minor works programmes and/or may contribute specific knowledge and/or specific skills to the work of the Council. In addition, officers may be required to assist senior officers with major projects. Officers will be expected to have an understanding of work practices and procedures relevant to their work area and may provide assistance to lower classified officers concerning established practices and procedures. In addition, officers at this level may be required to assist in establishing the objectives of the minor works project supervised. Officers will be responsible for managing time, planning and organising their own work and that of subordinate employees. Supervisors at this level could be required to resolve minor work related issues within the project supervised. This level may be considered the first level of supervision for minor works programmes/projects. This level is the entry level for inexperienced officers who have completed an appropriate certificate and are required to undertake work related to that certificate. The 4th incremental step of this level is the appointment level for graduates with a relevant three year Degree who utilise that qualification to undertake professional work within this stream. Graduates will advance to the first step of level 3 after 12 months’ satisfactory service. Supervisors may also be appointed to this level if they have suitable experience and/or a post trade certificate. (Officers where possible should be encouraged to complete the appropriate certificate.)

AT794071 Schedule A (p. 35 of 48)

Requirements of the job Some or all of the following are needed to perform work at this level: Skills, Knowledge, Experience, Qualifications and/or Training

• basic skills in oral and written communication with clients and other members of the public;

• knowledge of established work practices and procedures relevant to the work area; • understanding of basic computing concepts; • knowledge of policies and regulations relating to the work area; • understanding of clear but complex rules; • developing knowledge of statutory requirements relevant to the work area; • application of techniques relevant to the work area; • no formal qualifications required;

OR appropriate post-trade certificate relevant to the work area; OR entry point for three year Degree/Associate Diploma/appropriate certificate without

experience; OR qualifications accepted as both relevant and equivalent; OR will have attained in previous appointments or service an equivalent level of expertise

and experience to undertake the range of activities required; OR appropriate on-the-job training and relevant experience. Responsibilities To contribute to the operational objectives of the work area, a position at this level may include some of the following inputs or those of a similar value:

• undertake a range of practical operational activities requiring the application of established work practices and procedures;

• the limited application of initiative and/or judgement within clearly established

procedures and/or guidelines;

• achieve outcomes which are clearly defined;

• where prime responsibility is to supervise outside employees:

(1) plan and co-ordinate the activities of employees within a single works function of Council; (2) supervise the day-to-day operation of a minor works project; (3) responsible for a minor works project/programme;

• where prime responsibility lies in a technical field:

(1) apply established practices and procedures in the conduct of a range of technical activities including the fields of construction, engineering, survey and horticulture; (2) responsible for a minor project.

AT794071 Schedule A (p. 36 of 48)

Organisational relationships

• works under regular supervision; • where relevant, supervises minor works programmes/projects.

Extent of authority

• work outcomes monitored; • freedom to act within established guidelines; • plan and co-ordinate work for minor work programmes; • solutions to problems may require the exercise of limited judgement, with

guidance to be found in procedures, precedents, guidelines. Assistance available when problems occur.

LEVEL 3 Characteristics of the level At the third level of the Technical Services stream, officers work under general direction in the application of procedures, methods and guidelines which are well established. However, graduates initially appointed at this level will be under the direct supervision of a senior officer. General features of this level involve solving problems of limited complexity by using knowledge, judgement and work organisational skills acquired through qualifications and/or previous work experience. Assistance is available from senior officers. Officers may receive instruction on the broader technical aspect of work. In addition, officers may provide assistance to lower classified officers. Officers may be involved in a range of work activities in a specialised area and/or the undertaking of a number of minor works within the total works programme. Positions at this level also allow officers the scope for exercising initiative in the application of established work procedures. Positions at this level may require the officer to establish goals, objectives and outcomes for their own particular works programme. Officers will be responsible for managing and planning their own work and that of subordinates. Officers may be required to deal with formal disciplinary issues within the work area. Supervisors may be required to supervise more than one component of the works programme. They should have a basic knowledge of personnel practices and be able to assist subordinate employees with on-the-job training. Three year Degree holders shall progress to this level after the completion of 12 months’ service at the top of level 2. This level is the appointment level for any graduate with a relevant four year Degree who is required to undertake work within this stream. Graduates shall advance to the 3rd year incremental step after 12 months’ service and shall progress to the 1st step of level 4 after a further 12 months’ service.

AT794071 Schedule A (p. 37 of 48)

Officers with certificate qualifications shall be advanced to this level once they have obtained the appropriate qualification and have had relevant satisfactory experience and undertake work related to the responsibilities under this level. Requirements of the job Some or all of the following are needed to perform work at this level: Skills, Knowledge, Experience, Qualifications and/or Training

• thorough knowledge of work activities performed within the work area; • sound knowledge of operational methods of the work area; • may utilise professional and/or technical knowledge; • ability to apply computing concepts; • working knowledge of statutory requirements relevant to the work area; • entry level for four year Degree in the relevant discipline;

OR entry level for three year Degree plus graduate diploma in the relevant discipline; OR Associate Diploma with experience; OR three year Degree plus one year professional experience in the relevant discipline; OR appropriate certificate with relevant experience; OR attained through previous appointments and/or study an equivalent level of expertise

and experience to undertake the range of activities required. Responsibilities To contribute to the operational objectives of the work area, a position at this level may include some of the following inputs or those of a similar value:

• undertake responsibility for various activities in a specialised area and/or components of the works programme;

• assist in a range of functions and/or contribute to interpretation of matters for

which there are no clearly established practices and procedures although such activity would not be the sole responsibility of the officer;

• where prime responsibility lies in a “professional” field under direct supervision:

(1) officers may undertake some minor phase of a broad or more complex

assignment; (2) provide assistance to senior officers;

• where prime responsibility is to supervise the work of outside employees,

supervision may extend to several elements of the work:

(1) plan and co-ordinate minor works; (2) exercise responsibility for a number of minor works and determine

objectives for the functions under their control;

• where the prime responsibility lies in a technical field, officers at this level:

AT794071 Schedule A (p. 38 of 48)

(1) perform moderately complex functions in various fields including construction, engineering surveying and horticulture;

(2) assist and review work done by subordinate officers;

• at this level there is scope for exercising initiative in the application of established work practices.

Organisational relationships

• graduates work under direct supervision; • works under general supervision; • operates as a member of a professional team; • supervision of other employees.

Extent of authority

• may set outcome/objectives for specific projects; • graduates may receive instructions concerning technical matters; • freedom to act within defined established practices; • problems can usually be solved by reference to procedures, documented methods

and instructions. Assistance is available when problems occur. LEVEL 4 Characteristics of the level At the fourth level of the Technical Services stream, officers at this level work under general direction in functions that require the application of skills and knowledge appropriate to the work. Guidelines and work practices are generally established. General features at this level require the application of knowledge and skills which are gained through qualifications and/or previous experience in the discipline. Officers will be expected to contribute knowledge in establishing programmes and/or projects in the appropriate work related field. In addition, officers at this level may be required to supervise projects or a part of the total works programme of a complex nature. Positions may involve a range of work functions which could contain a substantial component of supervision or require officers to provide specialist expertise/advice in their relevant discipline. Officers require skills in managing time, setting priorities, planning and organising own work and that of subordinate staff where supervision is a component of the position, to achieve specific objectives. Officers will be required to set outcomes and further develop work methods where general work practices are not defined. Graduates will progress to the first incremental step of this level once two years’ service at level 3 is completed and will progress to the 3rd incremental step following an additional year of service.

AT794071 Schedule A (p. 39 of 48)

Requirements of the job Some or all of the following are needed to perform work at this level: Skills, Knowledge, Experience, Qualifications and/or Training

• knowledge of statutory requirements relevant to work areas; • knowledge of section programmes, policies and activities; • sound discipline knowledge gained through experience, training or education; • knowledge of the role of departmental structures and/or service functions; • specialists require an understanding of the underlying principles in the relevant

disciplines; • relevant four year Degree with two years’ relevant experience;

OR three year Degree with three years of relevant experience; OR Associate Diploma with relevant experience; OR lesser formal qualifications with substantial years of relevant experience; OR attained through previous appointments, service and/or study an equivalent level of

expertise and experience to undertake the range of activities required. Responsibilities To contribute to the operational objectives of the work area, a position at this level may include some of the following inputs or those of a similar value:

• undertake activities which may require the officer to exercise judgement and/or contribute critical knowledge and skills where procedures are not clearly defined;

• perform duties of a specialised nature requiring the development of expertise over

time or previous knowledge;

• identification of specific or desired performance outcomes;

• where prime responsibility lies in a “professional” field officers at this level:

(1) discuss techniques, procedures and/or results with clients on straight forward matters;

(2) lead a team within a works programme;

• where the prime responsibility is to supervise the work of outside employees, officers at this level:

(1) exercise responsibility for work groups including the completion of work

assignments, standards of work quality and/or compliance with regulations, codes and specifications;

(2) assist senior officers with the establishment of work programmes of a complex nature;

(3) responsible for a part of the works programme budget;

• where the prime responsibility lies in a technical field, officers at this level:

AT794071 Schedule A (p. 40 of 48)

(1) undertake projects which impact on the sections and/or department’s programmes;

(2) carry out a variety of activities in the field of technical operation requiring initiative and judgement in the selection and application of established principles, techniques and methods.

Organisational relationships

• works under general supervision; • supervises employees, contractors and/or other subordinate employees.

Extent of authority

• require to set outcomes within defined constraints; • provide technical/professional advice; • freedom to act governed by clear objectives and/or budget constraints; • solutions to problems generally found in precedents, guidelines or instructions.

Assistance usually available. LEVEL 5 Characteristics of the level At the fifth level of the Technical Services stream, officers are subject to general direction from senior officers. Officers undertake a range of functions requiring the application of a high level of knowledge and skills to achieve results in line with departmental and/or Council goals. Officers adhere to established work practices. However, they may be required to exercise initiative and judgement where practices and directions are not clearly defined. General features at this level indicate involvement in establishing sectional/departmental work programmes and procedures. Positions will include a range of work functions and may involve the supervision of a section or, in the case of small Councils, a department. Work may span more than one discipline. In addition, officers at this level may be required to assist in the preparation of or prepare the departmental budget. Officers at this level will be required to provide expert advice to lower classified officers. Positions at this level demand the application of knowledge which is gained through qualifications and/or previous experience in the discipline. In addition, officers will be required to set priorities and monitor workflows in their area of responsibility (may include establishing works programmes in small Councils). Officers are required to set work programme priorities, plan and organise their own work and that of subordinate staff and establish the most appropriate operational methods for the section/department. In addition, inter-personnel skills are required to gain the co-operation of clients and staff. Officers responsible for works programmes will be required to establish outcomes to achieve departmental/Council’s goals. Specialists may be required to provide multi-disciplinary advice. Officers employed with technical qualifications shall progress to this level once they have completed 12 months’ satisfactory service at 4th incremental step of Level 4.

AT794071 Schedule A (p. 41 of 48)

Graduates will progress to the first incremental step of this level on the completion of two years’ service at level 4 and will progress to the 3rd incremental step after a further year of service. Requirements of the job Some or all of the following are needed to perform work at this level: Skills, Knowledge, Experience, Qualifications and/or Training

• knowledge of departmental programmes, policies and activities; • sound discipline knowledge gained through experience; • knowledge of the role of council’s structure and service; • a relevant Degree with relevant experience;

OR Associate Diploma with substantial experience; OR qualifications in more than one discipline; OR lesser formal qualifications with specialised skills sufficient to perform at this level; OR attainable through previous appointments, service and/or study an equivalent level of

experience and expertise to undertake the range of activities required. Responsibilities To contribute to the operational objectives of the work area, a position at this level may include some of the following inputs or those of a similar value:

• responsible for a range of functions within the section and/or department requiring a high level of knowledge and skills;

• undertake responsibility for a moderately complex works programme/project;

• undertake a minor phase of a broader or more complex professional assignment;

• assist with the preparation or prepare departmental or section budget;

• establish priorities and monitor workflow in area of responsibility;

• provide expert advice to lower classified officers.

• where the prime responsibility lies in a “professional field” officers at this level:

(1) under general direction undertake the tasks of a specialised and/or detailed

nature; (2) exercise professional judgement within prescribed areas; (3) provide reports on progress of project activities including recommendations;

• where prime responsibility is to supervise outside employees, officers at this level:

(1) exercise operational responsibility for works programmes; (2) exercise judgement and initiative where procedures not clearly defined; (3) establish work programmes in small Councils;

AT794071 Schedule A (p. 42 of 48)

• where prime responsibility lies in a technical field:-

(1) lead teams on moderately complex technical projects; (2) exercise significant initiative and judgement in the selection and application

of established principles, techniques; (3) supervise the work of other staff; (4) provide reports to management and/or recommendations on technical

suitability of equipment procedures, processes and results. Organisational relationships

• works under general direction; • supervise other employees and/or contractors.

Extent of authority

• exercise a degree of autonomy; • control projects and/or works programmes; • set outcomes for subordinates; • established priorities and monitor workflow in areas of responsibility; • solutions to problems can generally be found in documented techniques,

precedents and guidelines or instructions. Assistance available when required. LEVEL 6 Characteristics of the level At the sixth level of the Technical Services stream, officers operate under limited direction from senior officer(s) and undertake a range of functions for which operational policies, practices and guidelines may need to be developed. General features at this level allow officers the scope to influence the works programme of the section, department and/or Council. Officers at this level will be expected to contribute to the management of the section and/or department, assist/prepare budgets, establishing procedures and work practices etc. In addition, officers at this level will be required to provide expert advice to lower classified officers. Positions at this level will require responsibility for decision making in their particular work area and the provision of expert advice. Officers will be required to provide consultation and assistance relevant to the work section and/or department. Officers will be required to set outcomes for the work area for which they are responsible so as to achieve the objectives of the department and/or council. Officers may exercise managerial responsibility for large work programmes, work independently as specialists or may be a senior member of a single discipline project team or provide specialist support to a range of programmes/activities. Positions at this level may be identified by impact of activities undertaken or achievement of stated outcomes/objectives for the work area.

AT794071 Schedule A (p. 43 of 48)

Managing time is essential so outcomes can be achieved. A high level of inter-personnel skills is required to resolve organisational issues, negotiate contracts, develop and motivate subordinate staff. Implement human resource management practices. Requirements of the job Some or all of the following are needed to perform work at this level: Skills, Knowledge, Experience, Qualifications and/or Training

• discipline/specialist skills and/or supervision/management abilities exercised within a multi-disciplinary or major single function operation;

• discipline knowledge gained through experience, training or education; • appreciation of the long term goals of the organisation; • detailed knowledge of programme activities and work practices relevant to the

work area; • knowledge of organisation structures or functions; • comprehensive knowledge of council policies relevant to the section/department; • knowledge of statutory requirements relevant to the discipline; • Degree with substantial experience;

OR Associate Diploma with substantial experience; OR lesser formal qualifications with a combination of experience, expertise and competence

sufficient to perform the duties required at this level. Responsibilities To contribute to the operational objectives of the work area, a position at this level may include some of the following inputs or those of a similar value:

• undertake significant work programmes and/or projects involving the use of analytical skills;

• provide advice on matters of complexity within the discipline;

• undertake a range of duties within a discipline, including problem definition,

planning and the exercise of judgement;

• provide advice on policy matters and contribute to their development;

• negotiate on matters of significance within the section and/or department, with other bodies and/or members of the public;

• where prime responsibility is in a “professional” field, an officer at this level:

(1) provides support to a range of activities or programmes; (2) controls and co-ordinates projects; (3) contributes to the development of new techniques and methodology; (4) provides expert/specialist advice/assistance relevant to the discipline;

AT794071 Schedule A (p. 44 of 48)

(5) supervises/manages the operation of a discrete element which is part of a larger office;

(6) supervises technical staff and on occasions other professional staff within the discipline;

(7) provides consultancy services for a range of activities;

• where prime responsibility is to supervise outside staff, officers at this level:

(1) control and co-ordinate the works programme within budgetary constraints; (2) supervise large outside workforce and/or contractors; (3) exercise a degree of autonomy, within budgetary constraints, in establishing

works programmes;

• where the prime responsibility is in a technical field, officers at this level:

(1) undertake duties which involve more than one discipline; (2) contribute to the development of new techniques and methodology; (3) provide a consultancy service for a range of activities.

Organisational relationships

• works under limited direction; • supervision of employees and/or contractors.

Extent of authority

• may manage a work area (advice available on complex or unusual matters); • exercise a degree of autonomy; • manage significant projects and/or works programmes.

LEVEL 7 Characteristics of the level At the seventh level of the Technical Services stream, officers operate under limited direction and exercise managerial responsibility for various functions within the department and/or Councils or operate as a specialist, a member of a specialised professional team or independently. General features at this level require officers’ involvement in establishing operational procedures which impact on activities undertaken and outcomes achieved by Council and/or activities undertaken by sections of the community served by the Council. Officers are involved in the formation/establishment of a works programme and the procedures and work practices within the department and will be required to provide assistance to other officers, sections and/or departments. Positions at this level will demand responsibility for decision making and the provision of expert advice to other areas of council. Officers would be expected to undertake the control and co-ordination of a section, department and/or major work initiative. Officers require a good understanding of the long term goals of Council.

AT794071 Schedule A (p. 45 of 48)

In addition, positions at this level may be identified by the level of responsibility for decision making, the exercise of judgement and delegated authority and the provision of expert advice. The management of staff is normally a feature at this level and officers are responsible for either large works programmes or a section. Officers are required to set outcomes in relation to their section and/or activity and may be required to negotiate matters on behalf of the section or activity. Graduates employed with and required to perform duties relevant to their tertiary qualification shall progress to this level once they have completed three years’ satisfactory service at level 6 and undertake work related to the responsibilities under this level. Requirements of the job Some or all of the following are needed to perform work at this level: Skills, Knowledge, Experience, Qualifications and/or Training

• comprehensive knowledge of council policies and procedures; • application of a high level of discipline knowledge; • qualifications are generally beyond those normally acquired through tertiary

education alone, typically acquired through completion of higher education qualifications to Degree level and extensive relevant experience;

OR lesser formal qualifications with acquisition of considerable skills and extensive

relevant experience to an equivalent standard; OR a combination of experience, expertise and competence sufficient to perform the duties

required at this level. Responsibilities To contribute to the operational objectives of the work area, a position at this level may include some of the following inputs or those of a similar value:

• undertake managerial or specialised functions under a wide range of conditions to achieve results in line with divisional/corporate goals;

• exercise managerial control of either a major single discipline or multi-discipline

operation, involving the planning, direction, control and evaluation of operations which include providing analysis and interpretation;

• develop work practices and procedures for various projects;

• establish sectional/activity outcomes;

• prepare budget submissions for senior officers and/or Council;

• where prime responsibility lies in a “professional” field, an officer at this level:

(1) controls and co-ordinates programmes within an organisation in accordance

with corporate goals; (2) provides advice on policy matters and contributes to its development;

AT794071 Schedule A (p. 46 of 48)

(3) provides a consultancy service to a wide range of clients; (4) functions may involve complex professional problem solving;

• where prime responsibility is to supervise outside staff, officers at this level:

(1) develop and implement significant works programmes; (2) review operations to determine their effectiveness;

• where prime responsibility is in a technical field, officers at this level:

(1) develop appropriate methodology and apply proven techniques in providing

specialised technical services; (2) exercise significant levels of initiative in the accomplishment of technical

objectives. Organisational relationships

• works under limited direction; • normally supervises other employees and establish and monitor work outcomes.

Extent of authority

• manage works programmes or work area of Council; • has significant delegated authority. Selection methods and techniques based on

sound judgement (Guidance not always readily available within the organisation); • decisions and actions taken at this level may have significant effect on

programme/projects/work areas being managed. LEVEL 8 Characteristics of the level At the eighth level of the Technical Services stream, officers are subject to broad direction from senior officers and exercise managerial responsibility for a department/Councils relevant activity. In addition, officers may operate as a senior specialist providing multi-functional advice to either professional teams or directly to Council. General features of this level require the officer’s involvement in the initiation and formulation of extensive works programmes which impact on Councils goals and objectives. Officers are involved in the identification of current and future options and the development of strategies to achieve desired outcomes. Additional features include providing financial, specialised, technical and professional and/or administrative advice on policy matters within the department. In addition, officers will be required to develop and implement techniques, work practices and procedures in all facets of the work area to achieve corporate goals. Officers at this level require a high level of proficiency in the application of theoretical or scientific approaches in the search of optimal solutions to new problems and opportunities which may be outside of the original field of specialisation.

AT794071 Schedule A (p. 47 of 48)

Positions at this level will demand responsibility for decision making within the constraints of divisional/corporate policy and require the officer to provide advice and support to other areas of Council. Officers at this level will have significant impact upon Council’s policies and programmes and will be required to provide initiative, the ability to formulate, implement, monitor and evaluate projects and/or programmes. Positions at this level may be identified by the significant independence of action within the constraints of departmental or corporate policy. Requirements of the job Some or all of the following are needed to perform work at this level: Skills, Knowledge, Experience, Qualifications and/or Training

• detailed knowledge of council policy, work programmes and the procedures and practices;

• high level of discipline knowledge; • detailed knowledge of statutory requirements; • qualifications are generally beyond those normally acquired through a Degree

course and experience in the field of specialist expertise (could be acquired through further formal qualifications in the field of expertise or in a management);

OR lesser formal qualifications together with the acquisition of considerable skills and

extensive and diverse experience relative to an equivalent standard; OR a combination of experience, expertise and competence sufficient to perform the duties

of the position. Responsibilities To contribute to the operational objectives of the work area, a position at this level may include some of the following inputs or those of a similar value:

• undertake work of significant scope and/or complexity. Major portion of the work requires initiative;

• undertake duties of innovative, novel and/or critical nature with little or no

professional direction;

• undertake a function across a range of administrative, specialist or operational areas which include specific programmes/activities, management of service delivery and the provision of high level advice;

• provide specialist advice on policy matters and contribute to the

development/review of policies;

• manage extensive projects/programmes in accordance with departmental/corporate goals. This may require the development, implementation and evaluation of those goals;

• where the prime responsibility is in a “professional” field, officers at this level:

AT794071 Schedule A (p. 48 of 48)

(1) contribute to the development of operational policy; (2) assess and review the standards and work of other professional

personnel/external consultants; (3) initiate and formulate departmental/council programmes; (4) implement council objectives within corporate goals; (5) develop and recommend on-going plans and programmes for department/

Council; (6) provide specialist advice; (7) ensure the outcome of work of significant scope and/or complexity;

• where prime responsibility is in the supervision of outside employees, officers at

this level:

(1) conduct technical support programmes and sub-programmes within the framework of Council’s operating programme;

(2) offer consultancy service; (3) on-going evaluation and the development/revision of

methodology/techniques and/or the application of a high level of analytical skills in the attainment and satisfying of technical objectives.

Organisational relationships

• works under broad direction; • manage a department/section or operate as a senior specialist.

Extent of Authority

• manage a work area of council at a higher level of ability; • authority to implement and initiate change in area of responsibility within

organisational goals and constraints; • exercise control of organisational elements, accountable for the quality,

effectiveness, cost and timeliness of programmes/projects under their control. • solutions to problems require analytical approach elements to development and

creativity within the scope of divisional/corporate policies. Methods, procedures and processes are less well defined and officers are expected to contribute to their development and adaptation.

AT794071 Schedule B (p. 1 of 3)

SCHEDULE B - SCHEDULE OF RESPONDENTS AND DIVISIONS AND DISTRICTS (a) Local authorities

Aramac Eidsvold Mount Morgan Atherton Emerald Mount Isa Aurukun Esk Mundubbera Balonne Etheridge Murgon Banana Fitzroy Murilla Barcaldine Flinders Murweh Barcoo Gatton Nanango Bauhinia Gayndah Neboa Beaudesert Gladstone Noosa Beylando Gold Coast Paroo Bendemere Goondiwindi Peak Downs Biggenden Herberton Perry Blackall Hervey Bay Pine Rivers Boonah Hinchinbrook Pittsworth Booringa Ilfracombe Quilpie Boulia Inglewood Redcliffe Bowen Ipswich Redland Broadsound Isis Richmond Bulloo Isisford Rockhampton Bundaberg Jericho Roma Bungil Johnstone Rosalie Burdekin Jondaryan Sarina Burke Kilcoy Stanthorpe Burnett Kilkivan Tambo Caboolture Kingaroy Tara Cairns Kolan Taroom Calliope Laidley Thuringowa Caloundra Livingstone Tiaro Cambooya Logan Toowoomba Cardwell Longreach Torres Carpentaria Mackay Townsville Charters Towers Mareeba Waggamba Chinchilla Maroochy Wambo Clifton Maryborough Warroo Cloncurry McKinlay Warwick Cook Millmerran Whitsunday Cooloola Mirani Winton Crow’s Nest Miriam Vale Wondai Croydon Monto Woocoo Dalby Mornington Dalrymple Diamantina Douglas Duaringa Eacham

AT794071 Schedule B (p. 2 of 3)

(b) Boards and trusts

Central Western Regional Library Board Dalby-Wambo Aerodrome Board Dalby-Wambo Library Board Dalby-Wambo Saleyards Board Don River Improvement Trust Emerald-Peak Downs Saleyards Board Gladstone/Calliope Aerodrome Board Pioneer River Improvement Trust Proserpine River Improvement Trust Rockhampton District Saleyards Board Roma-Bungil Showgrounds Saleyards Board

(c) Hereunder are the Local Authorities arranged in their appropriate Divisions and

Districts: Southern Division No. 1 District Banana, Beaudesert, Biggenden, Boonah, Bundaberg, Burnett, Caboolture, Calliope, Caloundra, Cambooya, Clifton, Crow’s Nest, Cooloola, Dalby, Duaringa, Eidsvold, Esk, Fitzroy, Gatton, Gayndah, Gladstone, Gold Coast, Hervey Bay, Ipswich, Isis, Jondaryan, Kilcoy, Kilkivan, Kingaroy, Kolan, Laidley, Livingstone, Logan, Maroochy, Maryborough, Millmerran, Miriam Vale, Monto, Mt. Morgan, Nanango, Noosa, Perry, Pine Rivers, Pittsworth, Redcliffe, Redland, Rockhampton, Rosalie, Stanthorpe, Tiaro, Toowoomba, Wambo, Warwick, Wondai, Woocoo. No. 2 District Bauhinia, Belyando, Bendemere, Bungil, Chinchilla, Emerald, Goondiwindi, Inglewood, Murilla, Peak Downs, Roma, Tara, Taroom, Waggamba, Warroo No. 3 District Aramac, Balonne, Barcaldine, Barcoo, Blackall, Booringa, Bulloo, Diamantina, Ilfracombe, Isisford, Jericho, Longreach, Murweh, Paroo, Quilpie, Tambo Mackay Division No. 1. District Broadsound, Mackay, Mirani, Nebo, Sarina Northern Division No. 1 District Bowen, Burdekin, Cairns, Cardwell, Eacham, Hinchinbrook, Johnstone, Mulgrave, Thuringowa, Townsville, Whitsunday

AT794071 Schedule B (p. 3 of 3)

No. 2 District Atherton, Charters Towers, Dalrymple, Douglas, Herberton, Mareeba No. 3 District Aurukun, Boulia, Burke, Carpentaria, Cloncurry, Cook, Croydon, Etheridge, Flinders, McKinlay, Mornington, Mount Isa, Richmond, Torres, Winton (d) Hereunder are the Boards and Trusts arranged in their appropriate Divisions and

Districts: Southern Division No. 1 District Dalby-Wambo Aerodrome Board Dalby-Wambo Library Board Dalby-Wambo Saleyards Board Gladstone/Calliope Aerodrome Board Rockhampton District Saleyards Board No. 2 District Roma-Bungil Showgrounds Saleyards Board Central Division Emerald-Peak Downs Saleyards Board Mackay Division No. 1 District Pioneer River Improvement Trust Northern Division No. 1 District Don River Improvement Trust Proserpine River Improvement Trust The Weipa South (Napranum) Community Council in respect of all its employees, whether

members of the Australian Municipal, Administrative, Clerical and Services Union or not.

Cherbourg Community Council in respect of all its employees, whether members of the Australian Municipal, Administrative, Clerical and Services Union or not.

The Far North Queensland Joint Health Board in respect of all of its employees, whether members of the Australian Municipal, Administrative, Clerical and Services Union or not.

The Australian Municipal, Administrative, Clerical and Services Union (ASU) and its members.

AT794071 Roping-in Award No. 1 of 2006 - PR953552

ROPING-IN AWARD NO. 1 OF 2006 [Roping-in Award No. 1 of 2006 inserted by PR969629 from 01Mar06] 1. TITLE This award shall be known as the Queensland Local Government Officers’ (Roping-in No. 1) Award 2006. 2. APPLICATION The terms and conditions of the award known as the Queensland Local Government Officers’ Award 1998 as varied and in force from time to time shall be binding according to its terms upon: 2.1 the Australian Municipal, Administrative, Clerical and Services Union and its members; 2.2 Gulf Savannah Development Inc, 74 Abbott Street, PO Box 2312, Cairns, QLD 4870;

and 2.3 Museum & Gallery Services Queensland, Level 3, 381 Brunswick Street, Fortitude

Valley, Brisbane, QLD 4006 in respect of all of their employees whether members of the union or not.

3. DATE OF OPERATION This award shall come into force from 1 March 2006 and shall remain in force for a period of six months.

AT794071 Schedule C (p. 1 of 3)

SCHEDULE C – TRANSLATION TRANSLATION TO NEW AWARD The following arrangements will apply to the translation of officers from the existing awards to the new award. Method of adjustment (a) Job Descriptions meet criteria for level with similar money terms:

(i) transferred to the next highest salary point with incremental date being the date the new award will become effective;

(ii) where money terms are identical, retain existing money terms and existing incremental date.

(b) Job description meets criteria for level with lower money terms: These positions will not be integrated into the new award. The officer shall continue to be paid existing salary (adjusted for National Wage increases). (c) Where Job description meets the criteria for one level above the level with similar money terms: The officer is translated to the first step on the range. The incremental date will be the date the new award will be implemented. (d) Where the Job Description meets the criteria for more than one level above the level with similar money terms: Where the Job Description shows that the position has in the past been significantly underclassified, the classification is corrected for the purposes of the translation. Positions under the Municipal Officers’ (Queensland) Consolidated Award 1983, Library Boards (Queensland)(Consolidated) Award, 1977, Aerodrome Boards, Saleyards Boards, Water Boards, & River Improvement Boards/Trusts (Qld) Consolidated Award 1977, Engineers Local Government Authorities (Qld) Award, 1959 will be considered significantly underclassified where they are found to be more than one classification under the appropriate classification. No retrospectivity will be payable in respect of any such reclassifications under the present award. The reclassification is simply to facilitate the proper process of translation into the new award. This process then follows that outlined in clauses (a) and (b) hereof. Method of payment of increases Increases which will result from any translation from the present award to the proposed new award will be subject to a phasing in process and absorption into overaward payments where this is applicable.

AT794071 Schedule C (p. 2 of 3)

Phasing in Translation increases will be phased in three equal six monthly instalments. Increments which occur during this period will be paid according to the proposed new structure. Example Present classification Proposed classification Level 3 $ p.a. Senior Clerk Grade A - $27441 p.a. 27931 28700 29469 30238 Assume an award implementation date of 1 June 1992, the following rates would be payable. Date Amount payable $ p.a. 1.6.1992 27604 1.12.1992 27767 1.6.1993 28700 1.6.1994 29469 1.6.1995 30238 The amount payable as at 1 June 1993 includes the full rate of increase payable under the second increment. Absorption of overaward payments The fact that an increase in award rates results from the translation process does not necessarily mean that an automatic pay increase will result. Increases resulting from the translation process are to be absorbed into overaward payments i.e. Service Incremental Payments or similar payments. In other words, the potential increase resulting from the translation should be reduced by the amount of the overaward payment. The maximum that can be absorbed on the translation process is the difference between the appropriate initial step of the new classification and the old award classification. Furthermore, the question of subsequent absorption will be left for discussions between the individual Councils and the appropriate Union. Councils wishing to follow such an approach are to initiate discussions with the appropriate Union.

AT794071 Schedule C (p. 3 of 3)

Example Present classification Proposed classification Level 3 $ p.a. Senior Clerk Grade A - $27441 27931 plus overaward payment of $2000 28700 = $29441 p.a. 29469 30238 Assume an award implementation date of 1 June 1992, the following rates would be payable.

New Salaries Current Award Rate

Overaward Payment

Current Actual Salary

Date New Award Rate

Overaward Payment

Total

1.6.92 $27,931 $1,510 $29,4411.6.93 $28,700 $1,510 $30,2101.6.94 $29,469 $1,510 $30,979

$27,441 $2,000 $29,441

1.6.95 $30,238 $1,510 $31,748 Note: Only increases resulting from the initial translation process have been absorbed into the overaward payment.

AT794071 Schedule D (p. 1 of 2) - PR953552

SCHEDULE D - CITY OF GOLD COAST NINE DAY FORTNIGHT SYSTEM [Sched D inserted by PR953552 ppc 05Oct04] (a) Hours of duty

Hours to be worked during the nine day working fortnight are as follows:

8:15am commence work; 10 minute tea break to be taken mid-morning; 45 minute lunch break taken between 12 noon and 2:00pm; 10 minute afternoon tea break to be taken mid-afternoon; 5:04pm finish work.

(b) Days off

(i) Each officer working the hours provided in clause (a) above shall be entitled to a working day off without reduction in pay each and every fortnight of employment. The day on which such working day off is to be taken shall be selected by the Chief Executive Officer or the delegated person in consultation with departmental heads.

(ii) Notwithstanding the above, no officer shall be entitled to take a nine day working

fortnight day off during the fortnight covering the Christmas and New Year holiday period.

(iii) Where an accrued day off falls on a day prescribed in Clause 16 of this Award as

a holiday, that day off shall be incorporated into that holiday.

(iv) The Chief Executive Officer or delegated person in consultation with departmental heads shall prepare rosters in accordance with the above for each quarter. Such rosters shall be displayed on Council’s notice boards at least two weeks before the commencement of each quarter.

Provided that where an officer requests it, the Chief Executive Officer or the delegated person in consultation with the departmental head, may approve the day off each fortnight being on some other day than that rostered where special circumstances can be demonstrated by that officer.

Provided further that when a departmental head demonstrates special circumstances to the Chief Executive Officer or the delegated person, an officer’s accrued day off may be postponed from its rostered date to some other day.

(v) If an officer wishes to change the election mentioned in Clause 13.7 of this

Award, the officer shall notify the departmental head at least four weeks before the commencement of the quarter which the next roster covers. Changes in elections will not be permitted within quarters.

(vi) Notwithstanding the above, officers who supervise or support officers who work a

nine day fortnight with a common accrued day off shall be entitled to have the same day off without reduction in pay as the officers they supervise or support.

AT794071 Schedule D (p. 2 of 2) - PR953552

(c) Overtime

(i) For the purpose of Clause 15 of this Award, the hours provided in clause (a) above shall be the ordinary hours of duty.

(ii) Notwithstanding anything to the contrary in Clause 15 of this Award, time worked

on the day off provided for in clause (b) of this schedule shall be treated the same as time worked on Saturday is treated by Clause 15 of this Award.

(d) Sick leave

(i) Sick leave entitlements shall be recorded in hours and fractions thereof.

(ii) In respect of absences on sick leave within the span of hours specified in clauses (a) and (b) above, the actual duration of such absences shall be deducted from such sick leave entitlement.

(iii) An officer who falls sick on the officer’s accrued day off, or whose accrued day

off occurs when absent on sick leave, shall not receive any further day off in lieu. (e) Annual leave

(i) Annual leave entitlements shall be recorded in hours and fractions thereof.

(ii) In respect of absences on annual leave taken within the span of hours specified in clauses (a) and (b) above, the actual duration of such absences taken shall be deducted from such annual leave entitlement.

(f) Higher duties

For the purposes of Clause 10 of this Award, a day of relief necessary due to the absence of officers in higher grade(s) on their day off approved in accordance with clause (b) of this Schedule, shall count as part of the qualifying period of one day for higher duties purposes.

** end of text **