Crown
Employees (NSW Department of Lands -
Graphic Service Operators) Award
INDUSTRIAL RELATIONS
COMMISSION OF NEW SOUTH WALES
Review of Award pursuant to Section 19 of the Industrial
Relations Act 1996.
(No. IRC 1702 of 2007)
Before Commissioner
Ritchie
|
18 February 2008
|
REVIEWED
AWARD
PART A
Arrangement
Clause No. Subject Matter
1. Definitions
2. Parties
3. Title of
Award
4. Intention
5. General
Employment Conditions
5.1 Hours of Work
5.2 Shift Transfer
5.3 Ten-hour Shift - Conditions
5.4 Accrual of Hours for Paid Leave
5.5 Classification Title and Description
5.6 Job Evaluations - Position Descriptions
5.7 Employment Security
5.8 Redundancy Provisions
5.9 Training Education and Skills Level Progression
5.10 Superannuation
5.11 Worker's Compensation
5.12 Anti-Discrimination
5A. School
Based Apprentices
6. Wages and
Allowances
6.1 Remuneration
6.2 Allowances
6.3 Overtime
6.4 Deduction of Union Membership Fees
7. Leave
7.1 Leave Conditions (General)
7.2 Family and Community Service Leave, Personal/Carer's Leave,
Parental Leave
7.3 Leave Loading
7.4 Trade Union Training Leave
8. Consultation,
Grievance Procedures
8.1 Employee Representative Body
8.2 Ongoing Award Review
8.3 Introduction of Change
8.4 Dispute or Grievance Handling Procedures
9. Safety
9.1 Occupational Health and Safety
9.2 Protective Clothing
10. Declaration
11. Savings of
Rights
12. Area,
Incidence and Duration
Schedule A
PART B
MONETARY RATES
Table 1 - Rates of Pay
Appendix 1 - Graphic Service Operator Class 2
Multi-Skilling
Training Programme
Appendix 2 - Graphic Service Operator Class 1
Multi-Skilling
Training Programme
Appendix 3 - Graphic Service Operator Shift Supervisor
Training Programme
Appendix 4 - Premier’s Memoranda 88-40 / 91-23 / 96-17
and 97-24
Appendix 5 - Graphic Service Operator Ten-Hour Shift
Roster Detail Form
1. Definitions
"Employee" means and includes all persons
appointed as Graphic Service Operators, Department of Lands and who at the date
of commencement of this award were occupying one of the positions covered by
this award or who after that date were appointed to such position but does not
include any person who resigned or whose services were terminated prior to the
signing of this award.
"DPE" means the Director of Public Employment, as
established under the Public Sector Employment and Management Act 2002.
"Department" means the NSW Department of Lands. as
specified in Schedule 1 of the Public Sector Employment and Management Act 2002.
"Unions" means the Australian Manufacturing
Workers Union (AMWU) and the Public Service Association and Professional
Officers' Association Amalgamated Union of New South Wales (PSA).
"Graphic Service Operator" means any employee
engaged for the major purpose of operating printing machines (including film
printing machines), photo typesetting, graphic reproduction, book-binding,
graphic design, large format camera operation, contact printing, enlarging and
film print development.
"Quality Management" (QM) means the philosophy
that involves employees at all levels taking responsibility for the continuous
improvement of all processes, products and services of the organisation.
"Work Team" means a committee consisting of: the
Manager, Graphic Services; the Shift Supervisor of the relevant production area
and the employee representative from the relevant production area.
"Consent Award Committee" means a committee
consisting of: the Manager, Production and Business Development; the Manager,
Human Resource Services; the Manager, Graphic Services; the AMWU Delegates and
the elected representative of the PSA, AMWU and /or PSA Industrial Officers as
required.
"ACTU." means the Australian Council of Trade
Unions.
"TAFE NSW" means the New South Wales TAFE
Commission.
"A & C" means the Crown Employees
(Administrative and Clerical Officers - Salaries) Award 2007.
2. Parties
This award is made pursuant to the provisions of the Industrial
Relations Act 1996, between:
The Director of Public Employment, employer for industrial
purposes under the Public Sector Employment and Management Act 2002, the
Department of Lands, the Australian Manufacturing Workers Union and the Public
Service Association and Professional Officers' Association Amalgamated Union of
New South Wales and shall be binding upon the DPE, the Department and all
employees as defined by the award.
3. Title of Award
This award shall be known as the Crown Employees (NSW
Department of Lands - Graphic Service Operators) Award.
4. Intention
The purpose of this award is to regulate the terms and
conditions of employment of Graphic Service Operators employed in the
Department of Lands.
Schedule A specifies the award provisions that this award
replaces.
4.1 Objectives of
Award
This award reflects a change in the traditional
Management/Union relationship. It has
been developed through a process of consultation and participation with all
parties and reflects the ongoing commitment to making the Graphic Services
branch of the Department of Lands a fully competitive operational enterprise in
an open market place.
This award has at its core the movement from a control-
to a commitment-driven organisation.
Employees covered by the award will attain greater skill flexibility and
access to a career path. They will have
greater participation in decision-making and involvement in matters that have
an impact on their working environment.
This will mean greater control over their work priorities, structure and
outputs and the acceptance of greater responsibility and accountability. These changes will lead to increased
productivity.
This award encompasses the values and principles of
Quality Management (QM) and represents a new mode of working within the
Department of Lands.
4.2 Quality
Assurance
The aim of the Quality Assurance commitment is to
constantly reassess our working procedures and production processes so that the
best possible customer service can be delivered and the highest product quality
achieved in our existing environment.
In achieving these goals the Management of the Department
and employees covered by this award are committed to the principles of Quality
Management. The primary focus of this
commitment is the ongoing compliance of the Graphic Services component of Land
and Property’s Quality System certified to the Australian Standard for quality
assurance in design, development, production, installation and servicing AS/NZS
9001:2000.
5. General Employment
Conditions
5.1 Hours of Work
1. The ordinary
working hours shall be 38 hours per week and not exceed eight and three quarter
hours per day. Except where provided
for elsewhere in this award, the maximum hours to be worked in any one week are
not to exceed 40 hours with the additional two hours per week being cumulative
over a four-week period to provide the employee with one rostered day off (RDO)
every four weeks. Rostered days off are
to be taken with the mutual consent of both the Department through the Manager,
Graphic Services and employees and may be accumulated to a maximum of five
rostered days off.
2. Each day of
paid leave taken and any public holidays occurring during any cycle of four
weeks shall be regarded as a day worked for accrual purposes, with the
exception of extended leave and sick leave-workers' compensation, which shall
be paid as follows.
3. Where the
employee is absent on extended leave and/or sick leave-workers' compensation
for the whole of one or more cycle of four weeks, the time involved shall not
be regarded as accruing 0.4 of one hour for each day of paid absence.
4. Where the
employee is absent on extended leave and/or sick leave-workers' compensation
during the cycle of four weeks and returns to work prior to or on the rostered
day off, the time involved during the current cycle shall be regarded as
accruing 0.4 of one hour for each day of paid absence.
5. No period of
work is to exceed five hours without a break for meals. The minimum time allowance for meals shall
be 30 minutes with a maximum of one hour.
A morning and afternoon tea break of not more than ten minutes' duration
on each occasion shall be allowed each individual employee, at a time to be
arranged by the Department, and shall be regarded as time worked.
6. For the
purposes of this award, ten-hour shifts are permitted subject to the provisions
set out in this award.
"Day shift" means any shift requiring work to
be performed between the hours of 6.00 a.m. and 6.00 p.m.
"Afternoon shift" means any shift finishing
after 6.00 p.m. and at or before 12.45 a.m.
"Night shift" means any shift finishing after
12.45 a.m. and or before 10.00 a.m.
5.2 Shift Transfer
An employee who is transferred from any shift to any
other shift shall be allowed a ten-hour break between the finishing of the last
shift and the commencement of the new rostered shift. An employee shall not be transferred from day shift to night
shift or vice versa more than once in a working week.
5.3 Ten-hour
Shifts - Conditions
General
1. The ordinary
working hours shall be 38 hours per week and, subject to exceptions, not exceed
ten and a half hours per day. The
maximum ordinary hours worked in any one week shall not exceed 40 hours with
the additional two hours per week being cumulative over a five-week period.
2. Rostered days
off are to be taken with the mutual consent of both the Department through the
Manager, Graphic Services Branch and/or the relevant work team and may be
accumulated to a maximum of five rostered days off.
3. Ordinary
working hours will only change to ten-hour shift conditions when sufficient
work is available and the change is approved by the Manager, Graphic Services
5.4 Ten - hour
Shifts - Accrual of Hours for Paid Leave and Roster Arrangements
1. Sick Leave
For each day of paid sick leave taken, eight or ten
hours (depending on mode of operation) shall be credited to the employee
towards the minimum weekly requirements of 38 hours.
Where sick leave is taken in any cycle of one week, the
total hours worked and the hours deemed to be as sick leave shall in total add
up to a minimum of 38 hours. Where the
employee seeks to accumulate an additional two hours towards a rostered day
off, then 40 hours must be deemed to have worked.
2. Public
Holidays
Public holiday entitlements for employees on ten-hour
shifts shall be the same as if the employee was rostered to work an eight-hour
five-day (Monday to Friday) roster.
Where a public holiday occurs during any cycle of one
week, it shall be regarded as eight or ten hours worked towards the minimum
weekly requirement of 38 hours (depending on the mode of operation).
3. Recreation Leave
Recreation leave is allocated on the basis that one day
of recreation leave shall be recorded as eight or ten hours worked towards the
minimum weekly requirement of 38 hours (depending on the mode of operation).
Recreation leave will be as indicated in Crown
Employees (Public Service Conditions of Employment) Reviewed Award 2006. Refer clause 78.
4. Extended
Leave and Sick Leave
Each day of paid extended leave and sick leave shall be
regarded as eight hours worked.
Where the employee is absent on extended leave and/or
sick leave for the whole of one or more cycle of five weeks, the time involved
shall not be regarded as accruing 0.5 of one hour for each eight hours of paid
absence.
Where the employee is absent on extended leave and/or
sick leave during the cycle of five weeks and returns to work prior to or on
the rostered day off, the time involved during the current cycle shall be
regarded as accruing 0.5 of one hour for each eight hours of paid absence.
5. Meal Breaks
No period of work is to exceed five hours without a
break for meals. The minimum time
allowance for meals will be 30 minutes with a maximum of one hour.
A morning and afternoon tea break of not more than ten
minutes duration on each occasion shall be allowed to each individual employee,
at a time to be arranged by the Department, and shall be regarded as time
worked.
6. Implementation
and Alteration to Rosters
All ten-hour rosters, identifying the names of staff
and the times and days of the week to be worked, shall be documented (in
triplicate) on form AD GS FORM 001. The
roster shall be approved a minimum of one week prior to the implementation
date. Copies of the roster shall be
distributed and held as follows:
Pink copy - Retained in the "Ten-hour Roster
Book" and held by the Manager, Graphic Services
Green copy - Appropriate work team
Original - Appropriate Shift Supervisor
All sets of triplicate AD GS FORMS shall be
consecutively numbered with only one ten-hour roster book in circulation at any
given time. The ten-hour roster book
shall at all times be controlled by the Manager Graphic Services.
The approval of a ten-hour roster shall be conditional
on the Manager, Graphic Services, the relevant Shift Supervisor and a
representative of the appropriate work team authorising and signing the
ten-hour shift roster form.
7. Duration of Rosters
Each approved ten-hour roster shall stand for a minimum
period of one week. The period of the
roster shall be recorded on the ten-hour shift roster form.
8. Alteration/Termination of
Roster
Where exceptional circumstances can be proven, the
Manager, Graphic Services, appropriate Shift Supervisor and work team may agree
to extend, or terminate the roster. The
reasons for alteration to an approved roster shall be recorded.
9. Employee Transfer from or to
Existing Ten-Hour Roster
An employee may only transfer from or to a ten-hour
roster after approval has been obtained from the Manager, Graphic Services,
appropriate Shift Supervisor and the relevant work team roster transfers shall
be recorded.
5.5 Classification
Title and Description
1. Classification
Title
All work performed in the Department of Lands, Graphic
Services Branch Bathurst site will be covered by the following classifications:
Indentured Apprentices and Trainees
Graphic Service Operator Class 2
Graphic Service Operator Class 1
Graphic Service Operator - Shift Supervisor.
2. Classification
Description
Graphic Service Operator Class 2
An operator will be classified as Class 2 if they are
not in receipt of one of the following certificates:
TAFE NSW Trade Certificate for Printing & Graphic
Arts (Printing) ICP31399
TAFE NSW Trade Certificate for Printing & Graphic
Arts (Print Finishing) ICP31499
TAFE NSW Trade Certificate for Printing & Graphic
Arts (Graphic Pre Press) ICP30399
TAFE NSW Computer Design Certificate Course for Graphic
Artist (or higher)
TAFE NSW Associate Diploma in Photography or equivalent
Completion of the Graphic Service Operator Class 2
Competency-based Training Program (TAFE NSW verified).
Relevant Australian Qualifications Framework (AQF)
Certificate III or higher
A recognised "Certificate of Competency" in
one of the above or a similar discipline from an interstate or overseas
institution.
There will be a four-level career structure for all
employees covered by this classification. Progression through the career path
will be dependent on the gaining of additional skills as set out in Appendix 1-
Graphic Service Operator Class 2 Multi-skilling Training Programme.
Upon successful completion of the Graphic Services
Operator Class 2 Competency-based Training Program, an operator shall be
eligible to advance to Class 1 status.
3. Graphic
Service Operator Class 1
An operator will be classified as Class 1 if they
possess one of the following certificates:
TAFE NSW Trade Certificate for Printing & Graphic
Arts (Printing) ICP31399
TAFE NSW Trade Certificate for Printing & Graphic
Arts (Print Finishing) ICP31499
TAFE NSW Trade Certificate for Printing & Graphic
Arts (Graphic Pre Press) ICP30399
TAFE NSW Computer Design Certificate Course for Graphic
Artist (or higher)
TAFE NSW Associate Diploma in Photography or equivalent
Completion of the Graphic Service Operator Class 2
Competency-based Training Program (TAFE NSW verified)
Relevant Australian Qualifications Framework
Certificate III or higher.
A recognised "Certificate of Competency" in
one of the above or a similar discipline from an interstate or overseas
institution.
There will be a six-level career structure for all
employees covered by this classification.
Progression through the career path will be dependent on gaining of
additional skills as set out in Appendix 2 - Graphic Service Operator Class 1
Multi-skilling Training Programme.
4. Graphic
Service Operator - Shift Supervisor
The Shift Supervisor positions are gained through
successful appointment through a merit-based process within the Department of
Lands, Graphic Services Bathurst site.
They are trade-based and open to people who possess one or more of the
following qualifications:
TAFE NSW Trade Certificate for Printing & Graphic
Arts (Printing) ICP31399
TAFE NSW Trade Certificate for Printing &Graphic
Arts (Print Finishing) ICP31499
TAFE NSW Trade Certificate for Printing & Graphic
Arts (Graphic Pre Press) ICP30399
TAFE NSW Computer Design Certificate Course for Graphic
Artist (or higher)
TAFE NSW Associate Diploma in Photography or equivalent
Completion of the Graphic Service Operator Class 2
Competency Based Training Program (TAFE NSW verified)
Relevant Australian Qualifications Framework
Certificate III or higher
Equivalent qualifications
5.6 Job
Evaluations - Position Descriptions
Parties agree to continue discussions concerning job
evaluation methodology to be used in determining job level outcomes within Graphic
Services.
A nominated member of the AMWU/PSA or an accredited
representative of an approved supplier shall fully participate in the
preparation of evaluations of all job descriptions.
The AMWU and PSA will undertake the task of having
position descriptions completed in accordance with departmental policies
relating to job evaluations.
Job evaluations for Graphic Service Operator positions
may be evaluated in accordance with departmental policy.
Transition Committee
A Transition Committee will be formed and will consider
issues affecting staff moving to a new structure. The Committee will determine whether a position is new or
existing and determine the most suitable method of filling positions having regard
to merit and fairness to all staff.
The Committee will ensure that any officer who has been
paid a continuous Higher Duties Allowance (HDA) for in excess of 12 months
(only immediately prior to promotion) has their HDA service taken into account
when promoted to another position.
If agreement cannot be reached in this Committee, the
Director General will facilitate a resolution.
5.7 Employment
Security
The Department’s policy is to preserve employment. The parties recognise that over a period of
time there will be a change in the nature of jobs and skills required will
change. In the event that an employee’s
job is made redundant by new technology or work methods, every attempt will be
made to offer the employee an alternative position together with the requisite
training. In the event that suitable
alternative employment cannot be provided to those who qualify for redundancy
payments, the Government’s policy at the time will apply. It is agreed that during the term of this
award resignations and retirements will take place. The decision of whether to replace particular jobs will be
subject to review by the Consent Award Committee. If an agreement cannot be reached, the issue will be handled
through the agreed grievance procedure.
5.8 Redundancy
Provisions
The redundancy provisions as contained in the DPE
Managing Displaced Employees Policy from time to time will apply to all
eligible employees covered by this award.
5.9 Training,
Education and Skills Level Progression
1. General
All training will be competency-based with the exception
of indentured apprentices, trainee Graphic Designers and employees undertaking
training as part of the Australian Qualifications Framework.
Note: General training outside of AQF and/or MS
competency-based training will be in line with the Department's Individual
Development and Feedback Program.
The parties agree that all employees shall be provided
with opportunities for career, professional and personal development. The joint aim is to develop a highly skilled
and efficient workforce and to ensure that all employees are sufficiently
skilled to meet the present and future needs of the Department.
The Department’s commitment to training and development
will include (but will not be limited to):
The reimbursement of 100% of the course fees on successful
completion of study for employees undertaking tertiary or vocational studies
that relate directly to the position occupied.
Where a Manager considers that the study does not relate directly to the
position but will be beneficial to the organisation, and approves reimbursement
of fees upon successful completion, this may be within the range of 50% to
100%. The Director General or his/her
delegate will determine any appeal relating to decisions concerning payment of
course fees;
A commitment to the provision of external training
programs;
Implementation of a Management Development Program;
The provision of training and re-training wherever
re-organisation creates new skill requirements;
Equipping all employees with skills and ability to
enable them to pursue, where possible, their preferred career paths and to
improve their opportunities for career advancement;
Providing training in information technology to enable
employees to use the technological tools required to perform their duties;
Providing the training needed to ensure that those
employees whose performance has been identified as deficient have every
opportunity to improve their performance;
Equity of access to training and development
opportunities for all employees, including part-time employees;
Dependent care assistance (dependent care, by way of
payment, may be provided to enable employees with dependent responsibilities to
pursue training and development opportunities).
During the life of this instrument, the Department
agrees to examine and implement various options to facilitate skill enhancement
and career development for all employees.
These options may include:
Job rotation;
Secondments;
Participation in work forums;
Placements in other organisations with the agreement of
the officer;
Mentor and coaching programs;
Attendance at conferences and seminars;
Employee exchange programs with the agreement of the
officer.
In order to meet these aims, the following have been
agreed by the parties:
A commitment to updating skill profiles from the
Training Needs Analysis process to assist staff and Management to determine
appropriate training needs;
To include employee training and development
responsibilities in the key accountabilities of all Managers and Supervisors;
Individual employees will assume personal
responsibility to participate in appropriate training and development and
skill-enhancing activities.
Furthermore, the parties agree to an ongoing commitment
to the implementation of the national training reform agenda, that is, the
promotion and implementation of the public services training package through
the NSW Public Sector Industry Training Advisory Body (PSITAB). This includes embracing the development of a
National Competencies training project, encompassing:
Registration of current Workplace Trainers and
Assessors with the PSITAB;
An increase in the number of Workplace Trainers and
Assessors within the Department;
Time for Trainers and Assessors to recognise the
current competencies held by departmental employees.
In-house training to be in line with National
Competency standards so employees can work toward nationally-recognised public
sector qualifications.
2. Australian
Qualification Framework
As part of the ongoing commitment to learning within
Graphic Services, the Australian Qualifications Framework (AQF) has been
adopted as the framework to promote up-skilling and continued learning. Wherever possible, AQF-accredited courses
shall be used as a means to provide skills and re-skill employees covered by
this award.
The Consent Award Committee shall determine AQF courses
relevant to Graphic Services skill requirements
3. Multi-skilling
within Graphic Services
Clearly defined and agreed performance standards will
be set. Employees will have to demonstrate
capability against these standards as part of the training process. Additional training will be given as
required. In certain circumstances,
where the work team deems it necessary, skill verification may be sought by the
Graphic Arts section of TAFE NSW or the Australian Capital Territory Institute
of TAFE.
Training will be self-paced and self-motivated and
employees will be actively encouraged to participate in their own
learning. Training will be developed on
a modular basis where possible. It will
be consistent with the work skills identified through the job skills audit
system. The role of every employee in
training others is recognised and all employees will be given the opportunity
to receive formal training in how to train others. The work team will be responsible for the scheduling of training
for that work team. Emphasis will be
given to training consistent with the skill required by the work team.
Employees will acquire mutually-agreed skills
appropriate to the career path structure.
On developing sufficient skills to move into the next skill level, the
employee will attract the appropriate remuneration for that skill level.
4. Existing
Worker Traineeships
Existing Worker Traineeships shall be available to
employees covered by this award.
Existing Worker Traineeships shall be offered in accordance with
guidelines of the Department of Education and Training’s New Apprenticeship
Centres (NACs). The Consent Award
Committee shall be responsible for evaluation and approval of all requests for
the introduction of an Existing Worker Traineeship.
Administration costs and fees associated with existing
Worker Traineeships shall be paid by the Department.
5.10 Superannuation
Provisions and entitlements will continue as previously
covered by the State Public Service Superannuation Act 1985, Superannuation
(Amendment) Act 1985, Superannuation (Scheme Closure) Amendment Act
1985, Superannuation Act 1916, State Authorities Superannuation Act
1987, State Authorities Non-contributing Superannuation Act 1987 and any
other related Acts or Regulations pertaining to State Government Employees
regarding superannuation.
5.11 Workers
Compensation
All conditions as covered by the Workers Compensation
Commission (WCC) established by Workplace Injury Management and Workers
Compensation Act 1998.
Sick leave-workers compensation will be as indicated in
Crown Employees (Public Service Conditions of Employment) Reviewed Award
2006. Refer clause 83.
Sick leave - Claims other then workers compensation
will be as indicated in Crown Employees (Public Service Conditions of
Employment) Reviewed Award 2006. Refer
clause 84.
5.12 Anti-Discrimination
1. It is the
intention of the parties bound by this award to seek to achieve the object in
section 3(f) of the Industrial Relations Act 1996 to prevent and
eliminate discrimination in the workplace. This includes discrimination on the
grounds of race, sex, marital status, disability, homosexuality, transgender
identity, age and responsibilities as a carer.
2. It follows
that, in fulfilling their obligations under the dispute resolution procedure
prescribed by this award, the parties have obligations to take all reasonable
steps to ensure that the operation of the provisions of this award are not
directly or indirectly discriminatory m their effects. It will be consistent with the fulfilment of
these obligations for the parties to make application to vary any provision of
the award which, by its terms or operation, has a direct or indirect
discriminatory effect.
3. Under the Anti-Discrimination
Act 1977, it is unlawful to victimise an employee because the employee has
made or may make or has been involved in a complaint of unlawful discrimination
or harassment.
4. Nothing in
this clause is to be taken to affect:
(a) any conduct or
act which is specifically exempted from anti-discrimination legislation;
(b) offering or
providing junior rates of pay to persons under 21 years of age;
(c) any act or
practice of a body established to propagate religion which is exempted under
section 56(d) of the Anti-Discrimination Act 1977;
(d) a party to this
award from pursuing matters of unlawful discrimination in any State or Federal
jurisdiction.
5. This clause
does not create legal rights or obligations in addition to those imposed upon
the parties by the legislation referred to in this clause.
Notes
(a) Employers and
employees may also be subject to Commonwealth anti-discrimination legislation.
(b) Section 56(d)
of the Anti-Discrimination Act 1977 provides:
"Nothing in the Act affects ... any other act or
practice of a body established to propagate religion that conforms to the
doctrines of that religion or is necessary to avoid injury to the religious
susceptibilities of the adherents of that religion."
5A. School Based
Apprentices
5A.1 Definition
A school based apprentice is an employee who is
undertaking an apprenticeship under a training contract while also enrolled in
the Higher School Certificate.
5A.2 Wages
1. The hourly
rates for full time 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.
2. For the
purposes of paragraph 1. of this subclause, where a school based apprentice is
a full time school student, the time spent in off-the-job training for which
the school based apprentice is paid is deemed to be 25 per cent of the actual
hours worked on-the-job each week.
3. The wages
paid for training time may be averaged over the school term or year.
4. Where this award
specifies a weekly rate for full time apprentices, the hourly rate shall be
calculated by dividing the applicable weekly rate by 38.
5A.3 Progression
through the Wage Structure
1. School based
apprentices progress through the wage scale at the rate of 12 months’
progression for each two years of employment as an apprentice.
2. The rates of
pay are based on a standard 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.
3. Conversion
from a school based apprentice to a full time apprenticeship
Where an apprentice converts from a school based to a
full time apprenticeship, all time spent as a full time apprentice counts for
the purpose of progression through the wage scale set out in this award. This progression applies in addition to the
progression achieved as a school based apprentice.
4. Conditions of
Employment
Except as provided by this clause, school based
apprentices are entitled to pro rata entitlements of all other conditions of
employment contained in this award.
6. Wages and
Allowances
6.1 Remuneration
The minimum rate of pay for each classification shall
be set out in Table 1 - Rates of Pay, of Part B Monetary Rates. The rates of pay are set in accordance with
the Crown Employees (Public Sector - Salaries 2007) Award or any variation or
replacement award.
Graphic Service Operator Class 2
Operators to commence at Grade 2 Level 1 salary. Progression is dependent on additional skill
attainment in accordance with Appendix 1 - Graphic Service Operator Class 2
Multi-skilling Training Programme.
Commencing salary - Grade 2 Level 1 (first year)
After completion of Stage One training, the GSO will
progress to Grade 2 Level 2 (second year)
After completion of Stage Two training, the GSO will
progress to Grade 2 Level 3 (third year)
After completion of Stage three Training, the GSO will
progress to Grade 2 Level 4 (fourth year)
Graphic Service Operator Class 1
Operators to commence at Grade 3 Level 1 salary. Progression is dependent on additional skill
attainment in accordance with Appendix 2 - Graphic Service Operator Class 1
Multi-skilling Training Programme.
Commencing salary - Grade 3 Level 1
After completion of Stage One training, the GSO will
progress to Grade 3 Level 2
After completion of Stage Two training, the GSO will
progress to Grade 4 Level 1
After completion of Stage Three training, the GSO will
progress to Grade 4 Level 2
After completion of Stage Four training, the GSO will
progress to Grade 5 Level 1
After completion of Stage Five training, the GSO will
progress to Grade 5 Level 1
Graphic Services Operator - Shift Supervisor
Shift Supervisor commencement salary shall be in
accordance with Graphic Service Operator - Shift Supervisor in Part B, Monetary
Rates, as varied from time to time in accordance with clause 12. Progression beyond Year 2 of the salary
scale is conditional on the completion of a compulsory multi-skilling training
program as detailed in Appendix 3 - Shift Supervisor Training Programme.
6.2 Allowances
In addition to the normal rate of salary, an allowance
shall be paid for all shift work as defined in paragraph 5.1 (6) of this award
with the exception of day shift as follows:
Afternoon shift 20% of the daily rate of pay
Night shift 30% of the daily rate of pay.
Shift allowances will not apply during approved 10-hour
day operation mode.
6.3 Overtime
When an employee is required to work overtime exceeding
30 minutes but less than one hour, the employee shall be paid as though they
had worked one hour's overtime and, if an employee is called upon to work
overtime in excess of one hour after finishing of that employee’s ordinary
working hours, they shall be paid for a minimum of two hours worked at overtime
rates, the rates for overtime being set at the following: the first two hours
of work performed be paid at one and a half times the rate for the appropriate
shift (including allowances) with the remainder of the work performed being
paid at two times the appropriate shift rate (including allowances). These rates apply to Saturday, Sunday and
public holidays.
An employee who works so much overtime between the normal
termination of their work on that day and the commencement of work in the next
day that there has not been at least ten consecutive hours off duty between
these times shall, subject to this clause, be released after completion of such
duty without loss of pay for ordinary working time until they have had at least
ten consecutive hours off duty.
Provided that, if on the instructions of the Department
through the Manager, Graphic Services Branch such an employee resumes or
continues to work without having had such ten consecutive hours off duty, they
shall be paid at double rates until they are released from duty for such period
and they shall then be entitled to be absent until they have had ten
consecutive hours off duty without loss of pay for ordinary working time
occurring during such an absence.
Employees working overtime at the end of a normal shift
may work to maximum of five hours from the last meal break without taking a
further meal break, providing the employee is finishing work at the end of such
overtime and that any meal allowance applicable would still apply. All other conditions for the working of
overtime shall continue to be governed by the Crown Employees (Public Service
Conditions of Employment) Reviewed Award 2006.
1. State Working
Hours Case 2003
(a) Subject to
subparagraph (b) of this paragraph, an employer may require an employee to work
overtime at overtime rates
(b) 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.
(c) For the
purposes of the said subparagraph (b), what is reasonable or otherwise will be
determined having regard to:
any risk to employee health and safety
the employee's personal circumstances, including any
family and carer responsibilities
the needs of the workplace or enterprise
the notice (if any) given by the employer of the
overtime and by the employee of his or her intention to refuse it; and
any other relevant matter.
6.4 Deduction of
Union Membership Fees
1. The Union
shall provide the Department with a schedule setting out Union fortnightly
membership fees payable by members of the Union in accordance with the Union’s
rules.
2. The Union
shall advise the Department of any change to the amount of fortnightly
membership fees made under its rules.
Any variation to the schedule of Union fortnightly membership fees
payable shall be provided to the Department at least one month in advance of
the variation taking effect.
3. Subject to
paragraphs 1 and 2 of this subclause, the Department shall deduct Union
fortnightly membership fees from the pay of any employee who is a member of the
Union in accordance with the Union’s rules, provided that the employee has
authorised the Department to make such deductions.
4. Monies so
deducted from employee’s pay shall be forwarded regularly to the Union together
with all necessary information to enable the Union to reconcile and credit
subscriptions to employees’ union membership accounts.
5. Unless other
arrangements are agreed to by the Department and the Union, all Union
membership fees shall be deducted on a fortnightly basis,
6. Where an
employee has already authorised the deduction of Union membership fees from his
or her pay prior to this clause taking effect, nothing in this clause shall be
read as requiring the employee to make a fresh authorisation in order for such
deductions to continue.
7. Leave
7.1 General
Leave conditions will be as covered in the Public
Sector Employment and Management Act 2002, and the Regulations, Crown Employees
(Public Service Conditions of Employment) Reviewed Award 2006 and policies made
thereunder as at the date of making of this award.
7.2 Family and
Community Service Leave, Personal/Carer’s Leave, Parental Leave
The provisions of clause 74, Family and Community
Service Leave, clause 82, Sick Leave to Care for a Family Member, clause 72,
Parental Leave and subparagraph (iv)(d) and subclauses (v) and (vi) of clause
12, Casual Employment, of the Crown Employees (Public Service Conditions of
Employment) Reviewed Award 2006 apply to employees under this award.
7.3 Leave Loading
All employees covered by this award are entitled to
payment of annual loading of 17.5% of the monetary value of up to four weeks'
recreation leave accrued in a leave year.
7.4 Trade Union
Training
Employees covered by this award are allowed a maximum
of 12 days in any two-year period for the purposes of attending courses
conducted by or organised on behalf of the AMWU and/or PSA.
8. Consultation,
Grievance Procedures
8.1 Employee
Representative Body
For the purpose of this award, four Graphic Services
workplace delegates of the AMWU and two representatives of the PSA Bathurst
Workplace Committee will be the employees' representatives on the Consent Award
Committee. Employee representatives
will negotiate with the Management on behalf of employees to ensure that the
terms and conditions of this award are implemented. The Consent Award Committee will also be responsible for the
renegotiation of the new award upon completion of the existing award.
Any issue in connection with this award will be
referred in the first instance to the Consent Award Committee and if necessary
pursued under the agreed grievance procedures.
8.2 Ongoing Award
Review
Regular meetings of the Consent Award Committee (CAC)
will be held to review the viability of this award and ensure adherence to the
terms of the award. This Committee will
be responsible for initiating and formulating the award to be developed and
approved to replace this award on its expiry.
8.3 Introduction
of Change
All parties to this award agree to consult on any
planned changes to production methods or introduction of new technology.
This consultation will, depending on the nature of the
change in technology, take place in three stages:
Stage 1 Initial Advice
The Management of Department of Lands will advise both
the AMWU and PSA and employees of contemplated changes in sufficient time so
that meaningful consultation can occur before decisions are made involving the
introduction, the rate and the manner of implementation of the change.
Stage 2 Subsequent and Ongoing Advice
Subject to the normal requirements regarding
confidentiality, the Management will advise the Unions and employees on a progressive
basis as more detailed information becomes available. Such advice should include:
(1) An explanation
of the nature and scope of the proposed change and the way it will be operated.
(2) A comparison
of the designation, numbers and levels of employees expected to be required
with the operation of the equipment or system with similar information in
respect of existing employees.
(3) An outline of
the anticipated changes to the work patterns within and beyond the particular
work area, i.e. the effect of the changes in the pattern of work both in the
Graphic Services area and where appropriate other areas.
(4) Proposals for
training of employees (where necessary), including retraining of existing
employees. Proposals in respect of any
possible redeployment in respect of subclause 5.7 and redundancy in terms of
subclause 5.8. of this award.
(5) An appraisal
of the expected benefits and adverse effects of introducing the change.
(6) Implications,
if any, of the change to occupational health and physical work environment of
employees employed in its operation and for any other aspects of quality of
working life; and advise on the expected benefits and adverse affects of
introducing the change covering quality of working life, service to the
community and broad economic implications of introducing the change.
(7) The proposed
rate and timing of introduction of the change.
At any point in this stage the Unions and/or employees
may raise matters of concern and engage in whatever consultation is considered
appropriate by the parties.
Stage 3 Firm Decisions
Once agreement has been reached in Stage 2, the
Department will proceed with the purchase requisition or implementation and
inform the Unions accordingly. If
considered necessary, a copy of the requisition may be made available to the
Unions.
Once notification has been provided at this third
stage, the onus is on the Unions to raise any problems within a reasonable
timeframe, which will not cause tenders, etc., to become invalid. If no problems are identified, the
Management may proceed to order, install and use the new equipment or system.
At any stage where differences cannot be reconciled,
the disputes procedure will be followed according to subclause 8.4 of this
clause.
8.4 Dispute or
Grievance Handling Procedure
Disputes or grievances between employee(s) and the
Department over a question, dispute or difficulty concerning the
interpretation, application or operation of this award, or any alleged
discrimination within the meaning of the Anti-Discrimination Act 1977,
shall be dealt with in the following manner.
Reference should also be made to clause 9, Grievance and Dispute
Settling Procedures, of the Crown Employees (Public Service Conditions of
Employment) Reviewed Award 2006.
Step One
In the first instance, the employee(s) will notify, in
writing or otherwise, their immediate Supervisor or other appropriate person as
to the substance of the dispute or grievance and request a bilateral meeting to
discuss the remedy sought. A meeting
should be held within 48 hours of notification.
Step Two
If the matter is not resolved in the first meeting, the
matter shall be further discussed by the employee and, at their request, the
appropriate Union delegate, their immediate Supervisor and their Manager. This should take place within 48 hours of
the completion of Step One.
Step Three
If the matter remains unresolved, the matter should be
further discussed by the employee(s) and, at their request, the appropriate
Union delegate, the immediate Supervisor, the Supervisor’s Manager, and a more
senior Management representative. This
should take place within 48 hours of the completion of Step Two.
Step Four
If the matter remains unresolved and the employee(s) as
Union members, it should be discussed/negotiated between representatives of the
State Branch or the Regional Organisation of the Union(s) concerned and the
relevant senior Management of the Department.
These actions should take place as soon as it is apparent that the
earlier discussions will not resolve the dispute.
Step Five
If the matter remains unresolved, then, if the parties
agree, it may be referred to a mutually acceptable, independent
mediator/arbitrator. The parties have
the right to refer the matter to the appropriate industrial tribunal at this
stage.
It is a condition of this award that these procedures
will be followed and that there will be no disruption to work.
9. Safety
9.1 Occupational
Health and Safety
Occupational health and safety provisions will be as
covered in the Occupational Health and Safety Act 2000 and any
amendments and Regulations made thereto.
Occupational health and safety provisions will be as
covered in the Occupational Health and Safety Regulation 2001 and any
amendments and Regulations made thereto.
All relevant Australian Standards as referred to within
WorkCover guidelines or relevant legislation.
9.2 Protective
Clothing
In addition to any protective equipment required under
the Occupational Health and Safety Act 2000, employees covered by this
Award will be supplied with protective clothing as set out below:
Shorts
|
2 per year
|
}
|
|
Pants
|
2 per year
|
}
|
Replacement if necessary on a condemnation basis
|
Shirts
|
2 per year
|
}
|
|
Safety shoes complying with AS 2210 - one pair issued
on commencement of employment then on a condemnation basis thereafter.
All employees are to wear protective equipment and
clothing as supplied.
10. Declaration
The parties to this award declare that this award:
(a) is not
contrary to the public interest;
(b) is not unfair,
harsh or unconscionable;
(c) was not
entered into under duress;
(d) is in the
interests of the parties.
11. Savings of Rights
At the time of making this award, no employee covered by
this award will suffer a reduction in his or her rate of pay or any loss or
reduction of his or her conditions of employment as a consequence of making
this award.
12. Area, Incidence
and Duration
The purpose of this award is to regulate the terms and
conditions of employment of Graphic Service Operators as defined, employed by
the Department and engaged at the Department of Lands, NSW Bathurst site.
Employees regulated by this award shall be entitled to the
conditions of employment as set out in this award and, except where
specifically varied by this award, existing conditions as provided for under
the Public Sector Employment and Management Act 2002, Public Sector
Employment and Management General Regulation 1996, the Crown Employees (Public
Service Conditions of Employment) Reviewed Award 2006 and the Crown Employees (Public
Sector - Salaries 2007) Award or any awards replacing these awards.
This award is made following a review under section 19 of
the Industrial Relations Act 1996 and rescinds and replaces the Crown
Employees (Graphic Service Operators - Department of Lands) Award published 20
May 2005 (351 I.G. 86) and all
variations thereof.
The changes made to the award pursuant to the Award Review
pursuant to section 19(6) of the Industrial Relations Act 1996 and
Principle 26 of the Principles for Review of Awards made by the Industrial
Relations Commission of New South Wales on 28 April 1999 (310 IG 359) take
effect on and from 18 February 2008.
The award remains in force until varied or rescinded, the
period for which it was made having already expired.
SCHEDULE A
This award replaces the following agreements and award as
they apply to Graphic Service Operators in the Department:
1. Artists, etc.
Agreement No. 2196 of 1975 made pursuant to section 83 of the Public Service
Act 1979;
2. General
Printing Staff Agreement No. 2268 of 1980 made pursuant to section 83 of the Public
Service Act 1979;
3. General
Printing Staff Agreement No. 2336 of 1981 made pursuant to section 83 of the Public
Service Act 1979;
4. Crown
Employees (General Staff - Salaries) Award 2007 published 12 October 2007 (363
IG 1331);
5. Printing
Staff Central Mapping Authority Agreement No. 2414 of 1982 made pursuant to
section 83 of the Public Service Act 1979;
6. General
Printing Staff Agreement No. 2415 of 1982 made pursuant to section 83 of the Public
Service Act 1979.
Part B
MONETARY RATES
Table 1 - Rates of
Pay
Effective from the
beginning of the first pay period to commence on or after 1 July 2007
Graphic Service Operator Class 2
|
|
Commencing salary
|
$46,320 pa
|
Progression is dependent on additional skill attainment in
accordance with Appendix 1 - Graphic Service
|
Operator Class 2 Multi-skilling Training Programme
|
After completion of Stage 1 training
|
$47,682 pa
|
After completion of Stage 2 training
|
$49,012 pa
|
After completion of Stage 3 training
|
$50,356 pa
|
Graphic Service Operator Class 1
|
|
Commencing salary
|
$51,784 pa
|
Progression is dependent on additional skill attainment in
accordance with Appendix 2 - Graphic Service
|
Operator Class 1 Multi-skilling Training Programme
|
After completion of Stage 1 training
|
$53,344 pa
|
After completion of Stage 2 training
|
$55,010 pa
|
After completion of Stage 3 training
|
$56,701 pa
|
After completion of Stage 4 training
|
$61,128 pa
|
After completion of Stage 5 training
|
$63,056 pa
|
Graphic Services Operator - Shift Supervisor
|
|
Commencement salary
|
$69,468 pa
|
Year 2
|
$71,546 pa
|
Progression beyond Year 2 of the salary scale is
conditional on completion of a compulsory multi - skilling
|
training program as detailed in Appendix 3 - Shift
|
Supervisor Training Programme
|
Year 3
|
$74,527 pa
|
Year 4
|
$76,896 pa
|
APPENDIX 1
GRAPHIC SERVICE
OPERATOR CLASS 2 MULTI-SKILLING TRAINING PROGRAMME
Year 1 - Competency-based with TAFE theory assessment
Year 2 - Competency-based with TAFE theory assessment
Year 3 - Competency-based with TAFE theory assessment
Year 4 - TAFE one-year traineeship in a particular field
relevant to the printing industry
Progression to Class 1 Status
The four-year proposed training modules are condensed into
three competency-based modules. These
modules would have a level of TAFE certification similar to what is in place
for the existing GSO Multi-Skilling programme, i.e. TAFE are to design
theory-testing based on practical training programmes. National Competency Standards.
The fourth year would be a specialist year where the officer
chooses a particular field to specialise in.
The competency-based training programme for that year will be designed
to complement a one-year TAFE traineeship in that field.
Progression to GSO Class 1 status will be dependent on
completing all four stages successfully.
This inclusion of the traineeship will formalise the
training and should ensure that the qualifications gained will be transportable
outside of the Department of Lands.
Competency-based Training Course -
The following is a comprehensive list of skills for the
classification of Graphic Service Operator Class 2.
The skills have been categorised into three individual
training blocks, each block relating to advancement on the career structure.
Training Module 1
Skills Required
Occupational health and safety relating to:
The correct handling and use of wide ranges of
chemicals
Safe working procedures for dark room environments
including a totally black room
Safe and correct operating procedures dor the following
equipment:
GTO two-colour printing press
Mitsubishi four-colour printing press
Small Multipli Folder x 2
Wire Stitcher x 2
Plastic bag maker
Automatic plate processor
Understanding of Production Processes and Workflow through
the Photographic Laboratory including:
Interpretation of orders
Correct storage location for films, chemicals, paper,
etc.
Use of office equipment, e.g. computers, photocopiers
Correct use of Quote & Print Management Information
system
Graphic Services Photolab Level 1 and 2 Competencies for
Staff Multi-skilling Training
Production of colour and black and white photographic
enlargements from aerial film using photographic enlargers
Production of colour and black and white photographic enlargements
from hardcopy and/or digital files using:
Roll scanner, flatbed scanner and/or digital scan back
camera, digital file manipulation software and colour digital output printers
Production of colour and black and white photographic
contact prints form aerial film
Production of colour and black and white photographic
diapositives from aerial film
Production of digital images using roll scanner;
flatbed scanner and/or digital scan back camera. Database entry of associated metadata.
Data entry, maintenance and use of Aerial Film Asset
Register Database (AFARD)
Use and maintenance of photographic paper processors
(colour and black and white)
Use and maintenance of LOG-E contact printers
Use and maintenance of Scanatron contact printer
Use and maintenance of photographic enlargers
Operation of Graphic Services management information
system (Quote & Print) to record job/time/materials details
Liaise with customers
Management of digital data files
Manage the import, export and compression of data files
Pre Press Multi-Skilling Competency Standards -
The following competency standards relate to production and
support functions performed in the Pre Press section of Graphic Services:
Multi-skilling Objective
To provide the trainee with skills relating to the Pre
Press section so that production and support functions can be performed
unassisted.
Trainees at the end of multi-skilling modules (six
months) should be competent in all Pre Press, Multi Media and Holistic
Knowledge units. A sound knowledge of
all support units should also be obtained.
Pre Press Units
ICPPP211B
|
Develop a basic design concept
|
ICPPP311B
|
Develop a detailed design concept
|
ICPPP411B
|
Undertake a complex design brief
|
ICPPP221B
|
Select and apply type
|
ICPPP321B
|
Produce a typographic image
|
ICPPP421B
|
Compose and evaluate typography
|
ICPPP222B
|
Scan a line image
|
ICPPP322B
|
Scan images for reproduction
|
ICPPP422B
|
Scan complex images for reproduction
|
ICPPP423A
|
Apply colour effectively to design brief
|
ICPPP224A
|
Compose pages using a page layout application
|
ICPPP225A
|
Produce graphics using a graphics application
|
ICPPP325A
|
Create pages using a page layout application
|
ICPPP326A
|
Produce interactive PDF files
|
ICPPP327A
|
Produce online PDF files
|
ICPPP428A
|
Generate high-end PDF files
|
ICPPP332B
|
Electronically combine and assemble data
|
ICPPP332B
|
Electronically combine complex images
|
ICPPP333B
|
Prepare an imposition format for printing processes
|
ICPPP433B
|
Generate complex imposition
|
ICPPP252B
|
Output images
|
ICPPP352B
|
Output complex images to film
|
ICPPP452B
|
Output complex images direct to plate or press
|
ICPPP360B
|
Undertake special colour and digital proofing
|
ICPPP361A
|
Undertake digital proofing
|
ICPPP267B
|
Produce offset lithographic plates
|
Support Units
ICPSU203B
|
Prepare and maintain the work area
|
ICPSU116B
|
Inspect quality against required standards
|
ICPSU516B
|
Set and apply quality standards
|
ICPSU120A
|
Pack product
|
ICPSU221B
|
Pack and dispatch product
|
ICPSU323B
|
Treat and Dispose of liquid waste
|
ICPSU342B
|
Undertake inventory procedures
|
ICPSU345B
|
Purchase materials and schedule deliveries
|
ICPSU351CB
|
Undertake basic production scheduling
|
ICPSU455B
|
Supervise and schedule work of others
|
ICPSU356B
|
Control production
|
ICPSU458A
|
Monitor production workflow
|
ICPSU260A
|
Maintain a safe work environment
|
ICPSU261B
|
Follow OH&S practices and identify environmental
|
|
hazards
|
ICPSU561B
|
Implement and monitor OH&S
|
ICPSU262B
|
Communicate in the workplace
|
ICPSU362B
|
Communicate as part of a work team
|
ICPSU263B
|
Perform basic industry calculations
|
ICPSU464B
|
Provide customer service/customer education
|
ICPSU271B
|
Provide basic instruction for a task
|
ICPSU280A
|
Enter data into electronic system
|
ICPSU281B
|
Use computer systems
|
ICPSU381B
|
Operate and maintain computer resources
|
ICPSU482A
|
Troubleshoot and optimise materials and machinery
|
ICPSU583A
|
Trouble shoot and optimise the production process
|
ICPSU684A
|
Determine and improve process capability
|
ICPSU487A
|
Analyse manual handling processes
|
Multimedia Units
ICPMM263B
|
Access and use the Internet
|
Holistic Knowledge Units
ICPKN11B
|
Apply knowledge of Graphic Pre Press
|
Pre Press Multi-skilling Training Programme -
Module 1 - 3 months
The trainee shall be assessed for competency on a minimum of
25 units during Module 1. Where a skill
is broken into a number of modules, the trainee shall start with the
entry-level module.
The Supervisor shall perform assessment of competency levels
and/or GSOs from Pre Press.
Pre Press Units Module 1
The trainee shall be required to achieve or exceed the required
competency levels for a minimum of 12 Pre Press Units.
Support Units Module 1
The trainee shall be required to achieve or exceed the
required competency levels for a minimum of 12 Support Units.
Multimedia Unit Module 1
The trainee shall be required to achieve the required
competency levels for the Multimedia Unit.
Module 2 - 3 Months
The trainee shall be assessed at the beginning of Module 2
to ensure competency levels obtained in Module 1 are of a desired standard.
Where retraining is required, the trainee shall be
reassessed on the relevant unit/s during Module 2.
By the end of Module 2 the trainee needs to achieve the
desired competency levels of all modules relating to Pre Press.
Where competency skills can not be achieved during Modules 1
and 2, then a program shall be formulated to enable the trainee to complete
these skills (program to be determined by Graphic Services management team).
The Supervisor shall perform assessment of competency levels
and/or GSOs from Pre Press.
Pre Press Units Module 2
The trainee shall be required to achieve the required
competency levels for the remaining Pre Press Units (those not achieved in
Module 1) as well as any units that need to be reassessed due to inadequate
skill levels.
Support Units Module 2
The trainee shall be required to achieve the required
competency levels for the remaining Support Units (those not achieved in Module
1), as well as any units that need to be reassessed due to inadequate skill
levels.
Holistic Knowledge Unit Module 2
The trainee shall be required to achieve the required
competency levels for the Holistic Knowledge Unit.
Training Module 3
Print Finishing Module 1
Skills Required
All support units (SU), including Converting and Finishing
units (CF)
As indicated
Prepare and maintain work area
Prepare tasks to support production purposes
Inspect quality against required standard
Pack and dispatch product
Perform basic machine maintenance
Lift and shift loads mechanically
Follow OH&S practices and identify hazards
Communicate in the workplace
Work team communication
Perform basic industry calculations including
Setup and produce basic cut (guillotined) product
Setup and produce complex cut (guillotined) product
Setup guillotine for cutting
Produce cut (trimmed) product
Setup machine for basic cut (flatbed)
Produce basic cut (flatbed) product
Changing of Polar EMC 137 & Perfecta Seypa 115
guillotine blades are done under strict supervision of Shift Supervisor Print
Finishing or his/her delegated authority.
Note: Depending on work loads units may be moved from one
module to another
Printing Module 1
To provide proper understanding of related occupational
health and safety issues and introduce the trainee to the work area and
environment of printing. Also to
introduce the trainee to the basic concept of safe printing press operation,
both electronic and manual.
Skills Required
All support units (SU), including (CF)
Prepare and maintain work area
Prepare tasks to support production purposes
Introduction to quality standard required
Pack and dispatch product
Perform basic machine maintenance
Lift and shift loads mechanically
Follow OH&S practices and identify hazards
Communicate in the workplace
Work team communication
Perform basic industry calculations
APPENDIX 2
GRAPHIC SERVICE
OPERATOR CLASS 1 MULTI-SKILLING TRAINING PROGRAMME
Pre Press Multi-skilling Competency Standards -
The following competency standards relate to production and
support functions performed in the Pre Press section of Graphic Services:
Multi-Skilling Objective
To provide the trainee with skills relating to the Pre Press
section so that production and support functions can be performed unassisted.
Trainees at the end of multi-skilling modules (six months)
should be competent in all Pre Press, Multi Media and Holistic Knowledge
Units. A sound knowledge of all support
units should also be obtained.
Pre Press Units
ICPPP211B
|
Develop a basic design concept
|
ICPPP311B
|
Develop a detailed design concept
|
ICPPP411B
|
Undertake a complex design brief
|
ICPPP221B
|
Select and apply type
|
ICPPP321B
|
Produce a typographic image
|
ICPPP421B
|
Compose and evaluate typography
|
ICPPP222B
|
Scan a line image
|
ICPPP322B
|
Scan images for reproduction
|
ICPPP422B
|
Scan complex images for reproduction
|
ICPPP423A
|
Apply colour effectively to design brief
|
ICPPP224A
|
Compose pages using a page layout application
|
ICPPP225A
|
Produce graphics using a graphics application
|
ICPPP325A
|
Create pages using a page layout application
|
ICPPP326A
|
Produce interactive PDF files
|
ICPPP327A
|
Produce online PDF files
|
ICPPP428A
|
Generate high-end PDF files
|
ICPPP332B
|
Electronically combine and assemble data
|
ICPPP332B
|
Electronically combine complex images
|
ICPPP333B
|
Prepare an imposition format for printing processes
|
ICPPP433B
|
Generate complex imposition
|
ICPPP252B
|
Output images
|
ICPPP352B
|
Output complex images to film
|
ICPPP452B
|
Output complex images direct to plate or press
|
ICPPP360B
|
Undertake special colour and digital proofing
|
ICPPP361A
|
Undertake digital proofing
|
ICPPP267B
|
Produce offset lithographic plates
|
Support Units
ICPSU203B
|
Prepare and maintain the work area
|
ICPSU116B
|
Inspect quality against required standards
|
ICPSU516B
|
Set and apply quality standards
|
ICPSU120A
|
Pack product
|
ICPSU221B
|
Pack and dispatch product
|
ICPSU323B
|
Treat and dispose of liquid waste
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ICPSU342B
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Undertake inventory procedures
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ICPSU345B
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Purchase materials and schedule deliveries
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ICPSU351CB
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Undertake basic production scheduling
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ICPSU455B
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Supervise and schedule work of others
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ICPSU356B
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Control production
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ICPSU458A
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Monitor production workflow
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ICPSU260A
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Maintain a safe work environment
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ICPSU261B
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Follow OH&S practices and identify environmental
hazards
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ICPSU561B
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Implement and monitor OH&S
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ICPSU262B
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Communicate in the workplace
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ICPSU362B
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Communicate as part of a work team
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ICPSU263B
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Perform basic industry calculations
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ICPSU464B
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Provide customer service/customer education
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ICPSU271B
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Provide basic instruction for a task
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ICPSU280A
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Enter data into electronic system
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ICPSU281B
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Use computer systems
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ICPSU381B
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Operate and maintain computer resources
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ICPSU482A
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Troubleshoot and optimise materials and machinery
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ICPSU583A
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Trouble shoot and optimise the production process
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ICPSU684A
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Determine and improve process capability
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ICPSU487A
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Analyse manual handling processes
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Multimedia Units
ICPMM263B
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Access and use the Internet
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Holistic Knowledge Units
ICPKN11B
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Apply knowledge of Graphic Pre Press
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Pre Press Multi-skilling Training Programme -
Module 1 - 3 months
The trainee shall be assessed for competency on a minimum of
25 units during Module 1. Where a skill
is broken into a number of modules, the trainee shall start with the
entry-level module.
The Supervisor shall perform assessment of competency levels
and/or GSOs from Pre Press.
Pre Press Units Module 1
The trainee shall be required to achieve or exceed the
required competency levels for a minimum of 12 Pre Press Units.
Support Units Module 1
The trainee shall be required to achieve or exceed the
required competency levels for a minimum of 12 Support Units.
Multimedia Unit Module 1
The trainee shall be required to achieve the required
competency levels for the Multimedia Unit.
Module 2 - 3 Months
The trainee shall be assessed at the beginning of Module 2
to ensure competency levels obtained in Module 1 are of a desired standard.
Where retraining is required, the trainee shall be
reassessed on the relevant unit/s during Module 2.
By the end of Module 2 the trainee needs to achieve the
desired competency levels of all modules relating to Pre Press.
Where competency skills cannot be achieved during Modules 1
and 2, then a program shall be formulated to enable the trainee to complete
these skills (program to be determined by Graphic Services management team).
The Supervisor shall perform assessment of competency levels
and/or GSOs from Pre Press.
Pre Press Units Module 2
The trainee shall be required to achieve the required
competency levels for the remaining Pre Press Units (those not achieved in
Module 1), as well as any units that need to be reassessed due to inadequate
skill levels.
Support Units Module 2
The trainee shall be required to achieve the required
competency levels for the remaining Support Units (those not achieved in Module
1), as well as any units that need to be reassessed due to inadequate skill
levels.
Holistic Knowledge Unit Module 2
The trainee shall be required to achieve the required
competency levels for the Holistic Knowledge Unit.
Print Finishing Multi-skilling Training Programme -
Year 1: 6-month Training Programme - Module 2
Objective
To provide the trainee with a general idea of the Print
Finishing area and how various machines operate and how preventative
maintenance is carried out on machines in Print Finishing. This also includes occupational health and
safety issues relating to Print Finishing.
The trainee after six months should be competent to work the
small machines (e.g. drill, semi-automatic staplers, Multipli folders and
assist in the setting and running of the Stahl Folder.)
Skills Required
All competencies in Print Finishing Module 1 (GSO 2)
Classification plus
Setup machine for basic folding (single/continuous)
product
Setup machine for complex folding (single/continuous)
product
Produce basic folded (single/continuous) product
Produce complex folded (single/continuous) product
Note: Depending on work loads, units may be moved from one
module to another.
Year 2: 6-month Training Programme - Module 3
Objective
To provide the trainee with a more comprehensive knowledge
base of techniques and skills used through out the Print Finishing area.
This module includes working in the Framing area, where the
trainee will learn laminating, mounting and framing skills.
Skills Required
All competencies in Print Finishing Module 1 (GSO 2) and
Module 2 (GSO 1) Classification plus
Setup machine for basic collating (sheet/section)
Produce basic collated (sheet/section) product
Setup and produce hand collated product
Setup machine for basic laminating
Setup machine for complex laminating
Produce basic laminated product
Produce complex laminated product
Note: Depending on work loads, units may be moved from one
module to another
Printing Multi-skilling Training Programme -
Year 1: 6-month Training Program Small Format - Module 2
Objective 0 - 3 months
To provide proper understanding of related occupational
health and safety issues and introduce the trainee to the work area and
environment of printing. Also to
introduce the trainee to the basic concept of safe press operation, both
electronic and manual. The trainee will
receive instruction on how to produce basic print jobs.
Skills Required
All competencies in Printing Module 1 (GSO 2) Classification
plus
Awareness of the properties of chemicals currently used
and their correct application procedures in the press area
Lubrication of all machines
Knowledge of different paper stocks
Correct techniques for loading paper ready for printing
Changing printing plates on all machines
Cleaning and maintenance of dampening systems
Setup machine for basic single colour job.
Produce basic single colour job.
Setup machine for basic 2-colour job
Produce basic 2-colour job
Objective 3 - 6 Months
To enable the trainee to gain a level of competency
sufficient to be able to operate small offset printing press with limited
supervision. The trainee will receive
instruction on how to produce basic print jobs.
Skills Required
All competencies in Printing Module 1 (GSO 2) Classification
plus above competency set.
Machine delivery setup
Assist in machine setup
Fundamentals of feeder setup and pile height in
relation to varying stocks of paper
Mixing and matching inks
Set ink ducts for correct colour distribution
Be acquainted with densitometer readings
Change blankets and packing
Repair damaged blankets
Produce coating job including
Setup machine for basic double-sided job
Produce basic double-sided job
Setup machine for basic coating job
Year 2: 6-month Training Program Large Format - Module 3
Objective 6 Months
To enable the trainee to work as part of a team and
operate with minimal supervision on a relief basis on the large format
press. Also to introduce the trainee to
the basic concept of safe press operation, both electronic and manual in a
large format environment. The trainee
will receive instruction on how to produce more complex print jobs.
Skills Required
All competencies in Print Module 1 (GSO 2) & Module
2 (GSO 1) Classification plus
Understand plate register systems and make adjustments
to print register
Set feeder unit to relevant stocks of paper
Set cylinder pressure to relevant stocks of paper
Plate, blanket packing tolerances
Set inking rollers for correct ink distribution
Set dampeners for correct water distribution
Plate, blanket cylinder pressure settings
Correct operating speed for particular stocks
Ability to accurately assess print quality and make
recommendations for adjustment
Setup machine for complex single-sided 4-colour job
Produce complex single-sided 4-colour job
Setup machine for complex double-sided job
Produce complex double-sided job
Setup machine for complex single-sided coating job
Setup machine for complex double-sided coating job
APPENDIX 3
GRAPHIC SERVICE
OPERATOR SHIFT SUPERVISOR TRAINING PROGRAMME
Objective Statement
To provide the officers with comprehensive knowledge of the
production and quality control processes within Graphic Services and in
addition aid the development of managerial skills in a range of disciplines.
Ongoing training will be provided in the following areas:
Managerial
The latest Management Techniques for Middle Management
Equal Employment Opportunity (E.E.O)
Total Quality Management (T.Q.M)
Quality Management System (Q.M.S)
Best Practice Principles
Interpersonal Skills
Production processes within the trade classifications
of: Graphic Design, Electronic/Desktop Publishing, Printing and Print
Finishing.
Production processes within non trade classification of
Photolab
Production scheduling within Graphic Services
Liaising with customers
Interpretation of all types of orders with Graphic
Services
The relevant quality standards for all work performed
within Graphic Services
Additional training on a needs basis
Computers
Computer training will be in the following fields:
Operations of both Mac & PC computers
Computer-based management information system
Windows environment
Spreadsheet/database
Page layout/pagination systems
Word processing software
Trade
Ongoing training will take place in relation to
technological and quality control developments within the industry. This training may take the form of in-house
competency based training or more formal training by the way of T.A.F.E. or
other equivalent industry institutions.
APPENDIX 4
PREMIER’S
MEMORANDA 88-40 / 91-23 / 96-17 AND 97-24
See file matter no. IRC04/6231 for copies of the Premier's
Memorandums as they cannot be reproduced electronically.
APPENDIX 5
GRAPHIC SERVICE
OPERATOR TEN-HOUR SHIFT ROSTER DETAIL FORM
TEN-HOUR ROSTER -
DETAILS FORM
(No. AD GS FORM 001)
Period of Roster:
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From
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To
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Days to be worked:
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Monday, Tuesday, Wednesday, Thursday, Friday, Saturday,
Sunday
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(Cross out days not to be worked)
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Daily start time:
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Finish time:
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Reason for the roster
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Staff involved
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Machinery/equipment
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1
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2
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3
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4
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5
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6
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7
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8
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Roster substitutions (appropriate Shift Supervisor to
complete as alterations to the roster occur).
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Name
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Replaced by
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Date(s)
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1
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2
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3
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Alteration termination of this roster
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Where the duration of this roster has been altered please
show the reason why
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Changes approved by:
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Mgr Graphic Services:
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Shift Sup
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Work Team rep
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Roster schedule approved by:
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Mgr Graphic Services
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Date
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Shift Supervisor:
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Date
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Work team Rep.
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Date
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D. W. RITCHIE, Commissioner.
____________________
Printed by
the authority of the Industrial Registrar.