CROWN EMPLOYEES (SCHOOL PSYCHOLOGISTS - DEPARTMENT OF EDUCATION)
SALARIES AWARD 2024
INDUSTRIAL RELATIONS
COMMISSION OF NEW SOUTH WALES
Application by NSW Department
of Education
(No. IRC 477602 of 2024)
|
Before Commissioner
Muir
|
16 January 2025
|
AWARD
Arrangement
Clause No. Subject Matter
1.
Title
2.
Purpose of
this Award
3.
Definitions
4.
Salaries
5.
Casual Employees
6.
Salary Packaging Arrangements, including Salary Sacrifice
to Superannuation
7.
Conditions of Employment
8.
Qualifications
9.
Professional Practice Framework
10.
Performance and Development
11.
Grievance and Dispute
Settlement Procedure
12.
No Extra Claims
13.
Anti-Discrimination
14. Area,
Incidence and Duration
PART B - SALARIES
Table 1 - School
Psychologist Salaries
Table 2 - Senior Psychologist Education and Leader, Psychology Practice Salaries
Table 3 - Rates of Pay – Casual School
Psychologists and Casual
Senior Psychologists Education
1. Title
1.1 This award will be known as the Crown Employees (School
Psychologists – Department of Education) Salaries Award 2024.
2. Purpose of This Award
2.1 This award establishes the rates of pay,
salary progression and industrial instruments governing the conditions of
employment for School Psychologists, Senior Psychologists Education and
Leaders, Psychology Practice.
3. Definitions
3.1 "Act" means the Government Sector Employment Act
2013 (NSW).
3.2 “Advanced Certification” means certification at the advanced
capability stage of the Professional Practice Framework.
3.3 “AHPRA” means the Australian Health Practitioner Regulation
Agency, the national organisation responsible for implementing the National
Registration and Accreditation Scheme across Australia in partnership with the
national boards for each health profession.
3.4 “Annual Performance and Development Plan” means the process by
which employees covered by this award will identify, implement and review
goals in accordance with the applicable capability stage of the
Professional Practice Framework.
3.5 "Association” means the Public Service
Association and Professional Officers’ Association Amalgamated Union of New South Wales.
3.6 “Casual Employee” means an employee employed to carry out
irregular, intermittent, short-term, urgent or other work as and when required.
3.7 “Department” means the New South Wales Department of Education.
3.8 “Employee” means any person employed as a School Psychologist,
Senior Psychologist Education or Leader, Psychology Practice, in accordance
with the Act in ongoing, temporary or casual employment.
3.9 “Established Certification” means certification at the
established capability stage of the Professional Practice Framework.
3.10 “Industrial Relations Commission” means the Industrial
Relations Commission of New South Wales established by the Industrial Relations
Act 1996 (NSW).
3.11 “Industrial Relations Secretary” means the Industrial Relations Secretary, as established under the Act.
3.12 “Leader, Psychology Practice” means a person appointed to lead a
team of Senior Psychologists, Education to implement professional practices
consistent with the standards of the Department and the Psychology Board of Australia. The Leader, Psychology Practice develops and implements strategies to enhance
psychology services in schools, including professional development and support
for the school counselling workforce.
3.13 “Ongoing Employee” means
an employee whose
employment continues until
the employee resigns
or his or her employment is
terminated.
3.14 “Parties” means the Secretary of the Department of Education and the Association.
3.15 “Professional Practice Framework” means the Department’s School Counselling Service
core capabilities practice
requirements for School Psychologists working in the school environment to
guide professional practice and growth throughout their careers.
3.16 “The Board” or “Psychology Board”
means the Psychology Board of Australia or successor organisation, responsible for registering
psychologists and provisional psychologists, developing standards, codes
and guidelines for the psychology profession
3.17 “Relevant
experience in a psychologist role” means
all experience in a psychologist role that is relevant to the role of school psychologist, as determined by the Secretary, or their delegate, in their sole discretion.
3.18 “School” means a Department school where
instruction is provided by the Department and includes any place designated as
part of, or as an annex to, such school.
3.19 “School Psychologist” means a person employed as such, in a
School by the Secretary under the Act. School
Psychologists provide specialised psychological assessment, counselling and intervention services to strengthen learning and
wellbeing outcomes for students.
3.20 “School Psychologist, Advanced Certification” means a School
Psychologist as defined at 3.19 who has also attained Advanced Certification
against the Professional Practice Framework, holds General Registration with
the Psychology Board, and has completed 12 months of service at SP5.
3.21 "Secretary" means the Secretary of the New South Wales Department of Education.
3.22 “Senior Psychologist Education” means a person employed under the
Act to provide professional leadership and clinical/professional practice
supervision to School Psychologists and professional leadership in the delivery
of psychological services to school communities.
3.23 “Temporary Employee” means an employee employed on a temporary
basis to carry out work for a specified period.
3.24 “The School Counselling Service” means the psychological service
provided within Schools by suitably qualified staff, contributing appropriate
school-based support for the mental health and wellbeing of students - including but not limited
to, counselling, and cognitive, emotional
and behavioural assessments and evidence-based interventions.
The School Counselling Service includes staff working within Department schools
as a School Counsellor, School
Psychologist, Senior Psychologist Education, District
Guidance Officer, Leader,
Psychology Practice and staff working
in executive and corporate roles whose
core business relates to the School Counselling Service.
4. Salaries
School Psychologists
4.1 The salaries for
School Psychologists shall be paid in accordance with this clause and Part B -
Salaries Table 1. These salaries will be increased by:
4.1.1 3% from the first
pay period commencing on or after 9 October
2024; and
4.1.2 3% from the first
pay period commencing on or after 9 October
2025; and
4.1.3 3% from the first
pay period commencing on or after 9 October 2026.
4.2 The annual
salary for School
Psychologists will be in accordance with the School
Psychologist’s level of Registration with the Psychology Board
on commencement of employment.
4.2.1 A School
Psychologist with Provisional Registration with the Psychology Board will
commence on SP1.
4.2.2 Unless clauses
4.2.3 to 4.2.5 apply, a School Psychologist with General Registration with the
Psychology Board will commence employment with the Department on SP2.
4.2.3 A School
Psychologist with General Registration with the Psychology Board and at least
two years’, but less than three years’, relevant experience in a psychologist
role with General Registration will commence on SP3.
4.2.4 A School
Psychologist with General Registration with the Psychology Board and at least
three years’, but less than four years’, relevant experience in a psychologist
role with General Registration will commence on SP4.
4.2.5 A School
Psychologist with General Registration with the Psychology Board and at least
four years’ relevant experience in a psychologist role with General
Registration will commence
on SP5.
4.2.6 When making an offer
of employment to a prospective Employee, the Department must inform them of the terms
of this clause 4 and give the prospective Employee
an opportunity to put forward any information that they wish the
Secretary to consider in determining whether the prospective Employee should
commence employment on a band higher than SP2.
4.2.7 A School
Psychologist with General Registration with the Psychology Board and Advanced Certification
against the Professional Practice Framework will commence on the School
Psychologist Advanced Certification salary.
Senior Psychologists Education and Leaders, Psychology Practice
4.3 The salaries for
Senior Psychologists Education and Leaders, Psychology Practice shall be paid
in accordance with this clause and Part B - Salaries Table 2. These salaries
will be increased by:
4.3.1 3% from the first
pay period commencing on or after 9 October
2024; and
4.3.2 3% from the first
pay period commencing on or after 9 October
2025; and
4.3.3 3% from the first
pay period commencing on or after 9 October 2026.
Salary Progression and Maintenance
4.4 Salary
progression from SP1 to
SP2 will take effect from the
first full pay period after the
completion of a minimum of 12 months
service, attainment of General Registration with the Psychology Board and
subject to the satisfactory performance of duties via an Annual Performance and
Development Plan.
4.4.1. For those
School Psychologists who have 12 months of service at SP1 but do not have
General Registration with the Psychology Board, progression from SP1 to SP2
will take effect from the first pay period after the School Psychologist
attains General Registration with the Psychology Board and subject to the
satisfactory performance of duties via an Annual Performance and Development Plan (including goals consistent with working towards
the attainment of Established
Certification).
4.5 Salary progression
from SP2 to SP3 will take effect from the first full pay period after the completion of 12 months service at SP2 for
those School Psychologists who continue to meet the requirements of General Registration with the Psychology Board and subject
to the satisfactory performance of duties via an Annual Performance and Development
Plan (including goals consistent with the attainment of Established
Certification).
4.6 Salary
progression from SP3 to SP4 and from SP4 to SP5 will take effect from the first
full pay period after the completion of 12 months service for those School
Psychologists who continue to meet the requirements of General Registration
with the Psychology Board and subject to the satisfactory performance of their duties via an Annual Performance and Development Plan (including goals consistent
with the maintenance of Established Certification).
4.7 Salary progression from SP5 to School Psychologist Advanced Certification will take effect from the first
full pay period after confirmation of Advanced Certification and General Registration by the Psychology Board for School Psychologists
who have been remunerated at SP5 for a minimum of 12 months and subject to
satisfactory performance of duties via the Annual Performance and Development
Plan (including goals consistent with the maintenance of Established
Certification). For those School Psychologists
who have Advanced
Certification and General
Registration with the Psychology Board but
do not have 12 months service at SP5, progression from SP5 to School
Psychologist Advanced Certification will, subject to satisfactory performance
of duties via the Annual Performance and Development Plan, take effect from the
first full pay period after the
completion of 12 months service at SP5.
4.8 Payment of
salaries under this clause is conditional upon a School Psychologist
maintaining the appropriate level of registration with the Psychology Board in
accordance with AHPRA regulations and Established Certification and Advanced
Certification (where relevant).
4.9 Where delays
to the completion of the Annual Performance and Development Plan process occurs,
subject to compliance with all other requirements of clauses 4.4 to 4.7,
a School Psychologist will be entitled to progress to the subsequent salary
band effective from the original increment date, including backpay as
necessary, on confirmation of satisfactory performance.
4.10 Where performance concerns are identified as part of the Annual
Performance and Development Plan, the increment of a School
Psychologist may be deferred. Subject
to the compliance with the requirements of clauses 4.4 to 4.7, the payment
of a previously deferred increment
will be made from the date the Department deems the performance of the School
Psychologist to be satisfactory. Where the
unsatisfactory service occurred:
4.10.1 within the first 3 years of employment, the original increment
date will be retained.
4.10.2 after 3 years employment, all future incremental dates will be varied by the period of the deferment.
5. Casual Employees
5.1 The rates of pay for casual employees shall be paid in
accordance with this clause and Part B - Salaries Table 3. These rates of pay
will be increased by:
5.1.1 3% from the first
pay period commencing on or after 9 October
2024*; and
5.1.2 3% from the first pay period
commencing on or after 9 October 2025*;
and
5.1.3 3% from the first
pay period commencing on or after 9 October 2026.
*The CSP2 rate will not be amended
and/or increased until such time it is overtaken by the casual rate derived
from the SP3 salary by using the formula prescribed at Clause 12.3 of the Crown
Employees (Public Service Conditions of Employment) Reviewed Award 2009 as
varied or replaced.
5.2 A casual employee
will be engaged
and paid for a minimum
of 3 consecutive hours for each day
worked.
5.3 Casual school psychologists will receive either the CSP1 or CSP2 rate of pay as provided for in Part B – Salaries, Table 3 in accordance with
their registration status. That is, a
provisionally registered casual school psychologist will be paid at CSP1 and a generally registered casual school psychologist
will be paid at CSP2.
5.4 Casual school psychologists who commence work at the CSP1 rate of pay will be required to work for a
minimum of 12 months before being eligible to receive the CSP2 rate of pay, even if they have attained
General Registration.
5.5 Casual employees will be paid a casual hourly rate of pay which
has been calculated in line with the formula
prescribed at Clause 12.3 of the Crown
Employees (Public Service
Conditions of Employment) Reviewed Award 2009, as
varied or replaced.
6. Salary Packaging Arrangements, Including
Salary Sacrifice to Superannuation
6.1 The entitlement to salary package
in accordance with this clause
is available to:
6.1.1 ongoing full-time and part-time employees;
6.1.2 temporary employees, subject
to the Department’s convenience; and
6.1.3 casual employees, subject to the Department’s convenience, and
limited to salary sacrifice to superannuation in accordance with subclause 6.7.
6.2 For the purposes
of this clause:
6.2.1 "salary" means the salary or rate of pay prescribed for
the employee's classification by Part B – Salaries of this award, and any other
payment that can be salary packaged in accordance with Australian taxation law.
06.2.2 "post
compulsory deduction salary" means the amount of salary available to be
packaged after payroll deductions required
by legislation or order have been taken into account. Such payroll
deductions may include,
but are not limited to, taxes, compulsory superannuation payments, HECS payments, child support payments, and
judgement debtor/garnishee orders.
6.3 By mutual agreement with the Secretary, an employee may elect
to package a part or all of their post compulsory
deduction salary in order to obtain:
6.3.1 a benefit or benefits selected
from those approved
by the Secretary; and
6.3.2 an amount equal to the difference between
the employee’s salary,
and the amount
specified by the Secretary for the benefit provided to
or in respect of the employee in accordance with such agreement.
6.4 An election to salary package
must be made prior to the commencement of the period
of service to which
the earnings relate.
6.5 The agreement will be known as a Salary Packaging Agreement.
6.6 Except in accordance with subclause 6.7, a Salary
Packaging Agreement must be recorded
in writing and must be for a
period of time as mutually agreed between the employee and the Secretary
at the time of signing the Salary Packaging Agreement.
6.7 Where an employee
makes an election to sacrifice a part or all of their post
compulsory deduction salary as additional employer
superannuation contributions, the employee may elect to have the amount sacrificed:
6.7.1 paid into the superannuation fund established under the First State Superannuation Act 1992; or
6.7.2 where the employer is making compulsory employer superannuation
contributions to another complying superannuation fund, paid into the same
complying fund; or
6.7.3 subject to the Department’s agreement, paid into another
complying superannuation fund.
6.8 Where the employee makes an election to salary sacrifice, the
employer must pay the amount of post compulsory deduction salary, the subject
of election, to the relevant superannuation fund.
6.9 Where the
employee makes an election to salary package and where the employee is a member
of a superannuation scheme established under the:
(a) Police Regulation (Superannuation) Act 1906 (NSW)
(b) Superannuation Act
1916 (NSW)
(c) State Authorities Superannuation Act 1987 (NSW); or
(d) State Authorities Non-contributory Superannuation Act
1987 (NSW),
the Department must ensure that the employee’s
superable salary for the purposes of the above Acts, as notified to the SAS Trustee Corporation, is calculated as if the Salary Packaging Agreement had not been
entered into.
6.10 Where the
employee makes an election to salary package, and where the employee is a
member of a superannuation fund
other than a fund established under
legislation listed in subclause 6.9 of this clause, the Department must
continue to base contributions to that fund on the salary payable as if the
Salary Packaging Agreement had not been entered into.
This clause applies even though the superannuation contributions made by the
Department may be in excess of superannuation
guarantee requirements after the salary packaging is implemented.
6.11 Where the employee makes an election
to salary package:
6.11.1 subject to
Australian Taxation law, the amount salary packaged will reduce the salary
subject to appropriate PAYG taxation deductions by the amount packaged; and
6.11.2 any allowance,
penalty rate, payment for unused leave entitlements, weekly worker’s
compensation or other payment, other than any payments for leave taken in
service, to which an employee is entitled
under this Award or any applicable Award,
Act or statute which is expressed to be determined by reference to
the employee’s rate of pay, is calculated by reference to the rate of pay which would have applied
to the employee under clause
4, Salaries, or Part B of this Award
if the Salary Packaging Agreement had not been entered into.
6.12 The Secretary may
vary the range and type of benefits available from time to
time following discussion with the Association. Such variations apply to
any existing or future Salary Packaging Agreement from date of such variation.
6.13 The Secretary
will determine from time to time the value of the benefits provided following discussion
with the Association. Such variations apply to any existing or future Salary
Packaging Agreement from the date of such variation. In this circumstance, the employee may elect to terminate the Salary Packaging Agreement.
7. Conditions of
Employment
7.1 General Conditions
The employees covered
by this award are entitled
to the conditions of employment as provided for under
the Act, Government Sector Employment Regulation 2014 (NSW) and the Crown
Employees (Public Service Conditions of Employment) Reviewed Award 2009 as
varied or replaced. To the extent of any inconsistency between the employment
conditions found in the Crown Employees (Public Service Conditions of
Employment) Reviewed Award 2009 and this award, the employment conditions in
this award apply.
7.2 Professional Supervision
7.2.1 Provisional
School Psychologists who have been funded to complete a Department Scholarship
will be provided by the Department with professional supervision by a Board-approved supervisor, employed or endorsed by the Department in accordance
with the requirements of the Psychology Board guidelines and AHPRA regulations
to achieve their registration.
7.2.2 Provisional
School Psychologists who enter the service without a scholarship will have
access to a principal and/or
secondary Board-approved supervisor(s) to complete their registration requirements.
7.2.3 All School Psychologists’
classifications will be provided by the Department with professional
supervision by their professional practice supervisor within the School
Counselling Service in order to maintain competence in
their psychological practice through ongoing professional supervision in accordance with the requirements of the Psychology Board guidelines and AHPRA
regulations.
8. Qualifications
8.1 Qualifications
for School Psychologists will be those determined necessary to achieve General
Registration with the Psychology Board, in accordance with AHPRA regulations.
8.1.1 To become
eligible for General
Registration, the minimum
qualification required is completion of a six-year sequence of Board-approved accredited
of education and training, known as an internship pathway. This could
include a minimum
of four years of
study in Psychology followed
by a two-year Board-approved supervised practice program undertaken while
registered as a Provisional Psychologist; or five years of study in Psychology
followed by one-year Board- approved supervised practice program undertaken
while registered as a Provisional Psychologist.
8.1.2 Those completing
one of the internship pathways outlined in clause 8.1.1 must pass the National
Psychology Exam before applying for General Registration.
8.1.3 Alternatively a
higher degree pathway to General Registration is available. Completion of an
approved postgraduate degree in Psychology, accredited at the fifth or
sixth-year level, such as a Masters or Doctorate will mean eligibility to apply
for General Registration.
9. Professional
Practice Framework
9.1 The Professional Practice Framework applies
to all Employees.
9.1.1 Any changes to the
existing Professional Practice Framework or the development of a new framework
will be the subject of consultation between the parties.
10. Performance and
Development
10.1 Performance and development processes
applicable to School
Psychologists will consist
of completion of an Annual Performance and Development
Plan developed every 12 months in accordance with the Professional Practice
Framework.
10.2 School
Psychologists must have appropriate and equitable access to professional
training, education and conference attendance relevant to both the Department
and employee in order that they maintain competence through ongoing professional development in accordance with Psychology Board
guidelines. The Department must not unreasonably refuse requests by
psychologists to attend relevant training, education and conferences.
Attendance of approved training, education and conferences must be in
accordance with Section 7 – Training and Professional Development of the Crown
Employees (Public Service Conditions of Employment) reviewed Award 2009 as
amended from time to time.
11. Grievance and
Dispute Settlement Procedure
11.1 All grievances
and disputes relating to the provisions of this Award must initially be dealt
with as close to the source
as possible, with graduated steps for further
attempts at resolution at higher levels
of authority within the
appropriate agency, if required.
11.2 An employee is
required to notify in writing their immediate manager, as to the substance of
the dispute or difficulty, request a meeting to discuss the matter and, if
possible, state the remedy sought.
11.3 Where the
grievance or dispute involves confidential or other sensitive material
(including issues of harassment or discrimination under the Anti-Discrimination Act 1977 (NSW)) that
makes it impractical for the employee to advise their immediate manager, the
notification may occur to the next appropriate level of management, including,
where required, to the Secretary or Delegate.
11.4 The immediate
manager, or other appropriate officer, must convene a meeting in order to resolve the dispute or difficulty within
two (2) days, or as soon as practicable, of the matter being brought
to attention.
11.5 If the matter
remains unresolved with the immediate manager, the employee may request to meet
the appropriate person at the next level of management in
order to resolve the dispute. This manager must respond within two (2) days, or as soon as practicable. This sequence of reference to successive levels of
management may be pursued by the employee until the matter is referred to the
Secretary or Delegate.
11.6 The Secretary
may refer the matter to the Industrial Relations Secretary for consideration.
11.7 In the event that
the matter remains unresolved, the Secretary must provide a written response to
the employee and any other party involved in the dispute or difficulty,
concerning action to be taken, or the reasons for not taking
action, in relation to the matter.
11.8 An employee, at any stage,
may request to be represented by an Association representative.
11.9 The employee or the
Association on their behalf or the Secretary may refer the matter to the
Industrial Relations Commission of New South Wales if the matter is unresolved
following the use of these procedures.
11.10 The employee,
Association, Department and Secretary must agree to be bound by any
recommendation, order or determination by the Industrial Relations Commission
of New South Wales in relation to the dispute.
11.1 Whilst the
procedures outlined in (11.2) to (11.10) are being followed, normal work
undertaken prior to notification of the grievance or dispute
must continue unless otherwise agreed between
the parties, or, in the case involving Occupational Health and Safety, if practicable,
normal work must proceed in such a manner to avoid any risk to the health and
safety of any employee or member of the public.
12. No Extra Claims
12.1 The Industrial Relations Commission recognises that the parties
have provided an undertaking that other
than as provided for in the Industrial
Relations Act 1996, there will be no further claims/demands or proceedings
instituted before the NSW Industrial Relations Commission for extra or reduced
wages, salaries, rates of pay, allowances or conditions of employment with respect to the Employees
covered by the Award that take
effect prior to the nominal expiry of the Award unilaterally made by a party to
this Award unless otherwise agreed by the parties.
This undertaking does not prevent
the Parties from continuing collaborative discussions during the life of the Award to deliver additional
enhancements to remuneration and/or conditions of employment, and to achieve additional industry wide and systemic efficiencies and productivity improvements to the delivery of Government services to the public.
Changes to conditions or salaries may be jointly
progressed and, if agreed, an application to vary the
Award may be made by consent prior to the nominal expiry of the Award.
13.
Anti-Discrimination
13.1 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 (NSW) 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.
13.2 It follows that in fulfilling their obligations under the dispute resolution procedure prescribed in clause 9 of the Crown Employees (Public
Service Conditions of Employment) Reviewed
Award 2009 or successor,
the parties have obligations to take all reasonable steps to ensure that the
operation of the provisions of this award are not directly or indirectly
discriminatory in their effects. It will be consistent with the fulfilment of
these obligations for the parties to make application to vary any provision of
the award which, by its terms or operation, has a direct or indirect
discriminatory effect.
13.3 Under the Anti-Discrimination Act 1977 (NSW), 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.
13.4 Nothing in this clause
is to be taken
to affect:
13.4.1 any conduct
or act which is specifically exempted from anti-discrimination legislation;
13.4.2 offering or providing junior
rates of pay to persons
under 21 years of age;
13.4.3 any act or practice
of a body established to propagate religion which is exempted under section 56(d) of the Anti-Discrimination Act 1977 (NSW); and13.4.4 a party to this award from pursuing
matters of unlawful
discrimination in any state or federal
jurisdiction.
13.5 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.
14. Area, Incidence
and Duration
14.1 This award covers
all School Psychologists, Senior Psychologists Education and Leaders,
Psychology Practice employed by the
Department under the Act.
14.2 This award commences on and from 9 October
2024 and remains
in force until
8 October 2027.
14.3 This award replaces and rescinds the Crown Employees
(School Psychologists – Department of Education)
Salaries Award 2022 published 1 March 2024 (396 I.G. 879).
PART B
SALARIES
Table 1 – School
Psychologist Salaries
|
Classification
|
Salary from
first full pay period to commence on or after
9.10.2024
|
Salary from first full pay
period to commence on or after
9.10.2025
|
Salary from
first full pay period to commence on or after
9.10.2026
|
|
$
|
$
|
$
|
|
Increase
|
3%
|
3%
|
3%
|
|
SP1
|
98,177
|
101,122
|
104,156
|
|
SP2
|
102,197
|
105,263
|
108,421
|
|
SP3
|
109,315
|
112,594
|
115,972
|
|
SP4
|
117,538
|
121,064
|
124,696
|
|
SP5
|
144,717
|
149,059
|
153,531
|
|
School Psychologist Advanced Certification
|
156,294
|
160,983
|
165,812
|
Table 2 - Senior Psychologists Education and Leaders,
Psychology Practice Salaries
|
Classification
|
Salary from
first full pay period to commence on or after
9.10.2024
|
Salary from
first full pay period to commence on or after
9.10.2025
|
Salary from
first full pay period to commence on or after9.10.2026
|
|
$
|
$
|
$
|
|
Increase
|
3%
|
3%
|
3%
|
|
Senior Psychologist Education
|
168,965
|
174,034
|
179,255
|
|
Leader, Psychology Practice
|
173,603
|
178,811
|
184,175
|
Table 3
Hourly Rates of Pay – Casual School
Psychologists and Senior Psychologists Education
|
Classification
|
Salary from
first full pay period to commence on or
after 9.10.2024
|
Salary from
first full pay period to commence on or
after 9.10.2025
|
Salary from
first full pay period to commence on or after
9.10.2026
|
|
$
|
$
|
$
|
|
Increase
|
3%
|
3%
|
3%
|
|
CSP1
|
66.97
|
68.98
|
71.05
|
|
CSP2
|
77.11*
|
77.11*
|
79.11
|
|
Senior Psychologist Education
|
115.27
|
118.73
|
122.29
|
* It is intended that this rate will not be amended and/or
increased until such time it is overtaken by the casual rate derived
from the SP3 salary by using the formula prescribed at Clause 12.3 of the Crown Employees
(Public Service Conditions of Employment) Reviewed Award 2009 as varied
or replaced.
C.
MUIR, Commissioner.
____________________
Printed by
the authority of the Industrial Registrar.