Crown Employees (NSW Department of Finance,
Services and Innovation - Graphic Service Operators) Award
INDUSTRIAL RELATIONS
COMMISSION OF NEW SOUTH WALES
Review of Award pursuant to Section 19 of the Industrial
Relations Act 1996.
(Case No. 120493 of 2021)
|
Before Commissioner Sloan
|
13 September 2021
|
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 Training Education and Skills Level Progression
5.9 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 employed
by the Department of Customer Service in one of the classifications listed in
Part B, Monetary Rates, Table 1 - Rates of Pay of this Award and are assigned
to a Graphic Service Operators role but
does not include any person who resigned or whose services were terminated
prior to the commencement of this award.
"Industrial Relations Secretary" means the
employer for industrial purposes, as established under section 50 of the Government Sector Employment Act 2013.
"Department" means the NSW Department of Customer
Service as specified in Schedule 1 of the Government
Sector Employment Act 2013.
"Unions" means the Automotive, Food, Metals,
Engineering, Printing and Kindred Industries Union, New South Wales Branch
(AMWU) and the Public Service Association and Professional Officers'
Association Amalgamated Union of New South Wales (PSA).
"Graphic Service Operator" means an employee who
is employed 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.
"TAFE NSW" means the New South Wales TAFE
Commission.
"Secretary" means the Secretary of the NSW
Department of Customer Service.
2. Parties
This award is made pursuant to the provisions of the Industrial Relations Act 1996, between
the Industrial Relations Secretary, the Department, the AMWU and the PSA.
3. Title of Award
The title of this award is the Crown Employees (NSW
Department of Customer Service - 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.
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 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.
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 are 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 is
to be regarded as a day worked for accrual purposes, with the exception of
extended leave and sick leave-workers' compensation, which is to 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 is not to
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 is to 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 for a meal break is to be 30
minutes with a maximum of one hour. A
paid morning and afternoon tea break of not more than ten minutes' duration on
each occasion is to be allowed for each individual employee, at a time to be
arranged by the Department.
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 is to be allowed a ten-hour break between the finishing of the last
shift and the commencement of the new rostered shift. Transferring an employee from day shift to
night shift or vice versa more than once in a working week is not permitted.
5.3 Ten-hour Shifts
- Conditions
General
1. The ordinary
working hours is 38 hours per week and, subject to exceptions, not to exceed
ten and a half hours per day. The
maximum ordinary hours worked in any one week is 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) is to 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 will 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 been worked.
2. Public Holidays
Public holiday entitlements for employees on ten-hour
shifts are to 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 will be recorded 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 is to be recorded as eight or ten hours worked towards the
minimum weekly requirement of 38 hours (depending on the mode of operation).
The Recreation leave entitlement is from clause 77 in
the Crown Employees (Public Service Conditions of Employment) Reviewed Award
2009.
4. Extended Leave
and Sick Leave
Each day of paid extended leave and sick leave will be
recorded 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
will 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 is to 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 for a
meal break is to be 30 minutes with a maximum of one hour. A paid morning and afternoon tea break of not
more than ten minutes' duration on each occasion is to be allowed for each
individual employee, at a time to be arranged by the Department.
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, will be documented (in
triplicate) on form AD GS FORM 001. The
roster is to be approved a minimum of one week prior to the implementation
date. Copies of the roster are to 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 are to be
consecutively numbered with only one ten-hour roster book in circulation at any
given time. The ten-hour roster book is to be controlled at
all times by the Manager Graphic Services.
The approval of a ten-hour roster is to 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 is to be for a minimum
period of one week. The period of the
roster is to 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 is to 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 are to be recorded.
5.5 Classification
Title and Description
1. Classification
Title
All work performed in the Department’s 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) ICP30510
TAFE NSW Trade Certificate for Printing & Graphic
Arts (Print Finishing) ICP30710
TAFE NSW Trade Certificate for Printing & Graphic
Arts (Graphic Pre Press) ICP30210
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 depend on gaining 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 may 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) ICP30510
TAFE NSW Trade Certificate for Printing & Graphic
Arts (Print Finishing) ICP30710
TAFE NSW Trade Certificate for Printing & Graphic
Arts (Graphic Pre Press) ICP30210
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
Finance, Services and Innovation, 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) ICP30510
TAFE NSW Trade Certificate for Printing &Graphic
Arts (Print Finishing) ICP30710
TAFE NSW Trade Certificate for Printing & Graphic
Arts (Graphic Pre Press) ICP30210
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
- Role Descriptions
Parties agree to continue discussions concerning job
evaluation methodology to be used in determining job level outcomes within
Graphic Services.
A nominated member from each of the AMWU and PSA or an
accredited representative of an approved supplier will participate in the
preparation of evaluations of all role descriptions.
The AMWU and PSA will undertake the task of having role
descriptions completed in accordance with Departmental policies relating to job
evaluations.
Job evaluations for Graphic Service Operator roles 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 role
is new or existing and determine the most suitable method of filling roles
having regard to merit and fairness to all staff.
The Committee will ensure that any employee who has
been paid a continuous Temporary Assignment Allowance (TAA) for in excess of 12 months (only immediately prior to promotion)
has their TAA service taken into account when promoted to another role.
If agreement cannot be reached in this Committee, the
Secretary 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
roles and skills required will change. In the event that an employee’s role is made redundant by
new technology or work methods, every attempt will be made to offer the
employee an alternative role 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 roles 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 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 Training Framework.
Note: General training outside of AQTF and/or MS competency-based
training will be in line with the Department's Performance Development Program.
The parties agree that all employees will 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 role assigned to. Where a Manager considers that the study does
not relate directly to the role 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 Secretary
or their 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 Performance 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 employee;
Mentor and coaching programs;
Attendance at conferences and seminars;
Employee exchange programs with the agreement of the
employee.
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
Training Framework
As part of the ongoing commitment to learning within
Graphic Services, the Australian Qualifications Training Framework (AQTF) has
been adopted as the framework to promote up-skilling and continued
learning. Wherever possible,
AQTF-accredited courses may be used as a means to
provide skills and re-skill employees covered by this award.
The Consent Award Committee may determine AQTF 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 may be made available to
employees covered by this award.
Existing Worker Traineeships may be offered in accordance with
guidelines issued by the Department of Education (or the replacement
Department). The Consent Award Committee
is to 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 are to be paid by the Department.
5.9 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 or domestic status, disability, homosexuality, transgender identity,
HIV/AIDS infected, 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 will 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 is to
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 classifications for the Award are set out in Table
1 - Rates of Pay, of Part B Monetary Rates.
The current rates of pay are set in accordance with the Crown Employees
(Public Sector - Salaries 2021) 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 is to 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
is to be paid for all shift work as defined in paragraph 5.1 (6) of this award,
other than 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 is to 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 are to 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, subject to this clause, will 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.
If on the instructions of the Department through the
Manager, Graphic Services Branch such an employee resumes or continues to work
without having had ten consecutive hours off duty, will be paid at double rates
until they are released from duty for such period and they will be entitled to
be absent until they have had ten consecutive hours off duty without loss of
pay for ordinary working time occurring during the 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
overtime and that any meal allowance applicable will still apply. All other conditions for overtime are
contained in the Crown Employees (Public Service Conditions of Employment)
Reviewed Award 2009.
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 is to
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 is to
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 will 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 will 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 will 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 will 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 will 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 Government Sector
Employment Act 2013, and the Government Sector Employment Regulation 2014,
Crown Employees (Public Service Conditions of Employment) Reviewed Award 2009
(or replacements) 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 71, Family and Community
Service Leave, clause 82, Sick Leave to Care for a Family Member, clause 81,
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 2009 or any award replacing it 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 the 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 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 work 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, will 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 2009.
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 will 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 Work Health and
Safety
Work health and safety provisions will be as covered in
the Work Health and Safety Act 2011
and any amendments and Regulations made thereto.
Work health and safety provisions will be as covered in
the Work Health and Safety Regulation 2011 and any amendments and Regulations
made thereto.
All relevant Australian Standards as referred to within
SafeWork NSW guidelines or relevant legislation.
9.2 Protective
Clothing
In addition to any protective equipment required under
the Work Health and Safety Act 2011,
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 Customer Service, NSW Bathurst
site.
Employees covered by this award will 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 Government Sector Employment Act
2013, Government Sector Employment Regulation 2014, the Crown Employees (Public
Service Conditions of Employment) Reviewed Award 2009 and the Crown Employees
(Public Sector - Salaries 2018) Award or any instrument s replacing these
instruments.
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 of 28 April 1999
(310 I.G. 359) take effect on and from 13 September 2021.
Changes made to this award subsequent to
it first being published on 15 January 2016 (378 I.G. 1129) have been
incorporated into this award as part of the review.
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 17 April 2020 (387 I.G. 726);
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
Salary Rates aligning to the classifications set out below
can be found in the Crown Employees (Public Sector - Salaries 2021)
Award or any variation or replacement award.
|
Classification
|
Common
|
|
|
Salary Point
|
|
Graphic Service Operator
Class 2
|
|
|
Commencing salary
|
46
|
|
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
|
49
|
|
After completion of Stage 2
training
|
52
|
|
After completion of Stage 3
training
|
55
|
|
Graphic Service Operator
Class 1
|
|
|
Commencing salary
|
58
|
|
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
|
61
|
|
After completion of Stage 2
training
|
64
|
|
After completion of Stage 3
training
|
67
|
|
After completion of Stage 4
training
|
75
|
|
After completion of Stage 5
training
|
78
|
|
Graphic Services Operator -
Shift Supervisor
|
|
|
Commencement salary
|
88
|
|
Year 2
|
91
|
|
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
|
95
|
|
Year 4
|
98
|
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 Finance, Services and
Innovation.
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
Work 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 or 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 will 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 will
start with the entry-level module.
The Supervisor will perform assessment of competency levels
and/or GSOs from Pre-Press.
Pre-Press Units Module 1
The trainee will be required to achieve or exceed the
required competency levels for a minimum of 12 Pre-Press Units.
Support Units Module 1
The trainee will be required to achieve or exceed the
required competency levels for a minimum of 12 Support Units.
Multimedia Unit Module 1
The trainee will be required to achieve the required competency
levels for the Multimedia Unit.
Module 2 - 3 Months
The trainee will 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 will 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 will be formulated to enable the trainee to complete
these skills (program to be determined by Graphic Services management team).
The Supervisor will perform assessment of competency levels
and/or GSOs from Pre-Press.
Pre-Press Units Module 2
The trainee will 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 will 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 will 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
|
|
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 will 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 will
start with the entry-level module.
The Supervisor will perform assessment of competency levels
and/or GSOs from Pre-Press.
Pre-Press Units Module 1
The trainee will be required to achieve or exceed the
required competency levels for a minimum of 12 Pre-Press Units.
Support Units Module 1
The trainee will be required to achieve or exceed the
required competency levels for a minimum of 12 Support Units.
Multimedia Unit Module 1
The trainee will be required to achieve the required
competency levels for the Multimedia Unit.
Module 2 - 3 Months
The trainee will 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 will 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 will be formulated to enable the trainee to complete
these skills (program to be determined by Graphic Services management team).
The Supervisor will perform assessment of competency levels
and/or GSOs from Pre-Press.
Pre-Press Units Module 2
The trainee will 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 will 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 will 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:
|
|
From
|
|
|
To
|
|
|
|
|
|
|
|
|
|
|
Days to be worked:
|
Monday, Tuesday, Wednesday, Thursday, Friday, Saturday,
Sunday
|
|
(Cross out days not to be worked)
|
|
|
|
|
|
|
Daily start time:
|
|
|
Finish time:
|
|
|
|
|
|
|
|
|
Reason for the roster
|
|
|
|
|
|
|
|
|
|
|
Staff involved
|
|
Machinery/equipment
|
|
|
|
|
|
1
|
|
|
|
|
|
|
|
|
|
2
|
|
|
|
|
|
|
|
|
|
3
|
|
|
|
|
|
|
|
|
|
4
|
|
|
|
|
|
|
|
|
|
5
|
|
|
|
|
|
|
|
|
|
6
|
|
|
|
|
|
|
|
|
|
7
|
|
|
|
|
|
|
|
|
|
8
|
|
|
|
|
|
|
Roster substitutions (appropriate Shift Supervisor to
complete as alterations to the roster occur).
|
|
|
|
|
|
|
|
|
|
|
|
|
|
Name
|
|
Replaced by
|
|
Date(s)
|
|
|
|
|
|
|
|
|
1
|
|
|
|
|
|
|
|
|
|
|
|
|
|
2
|
|
|
|
|
|
|
|
|
|
|
|
|
|
3
|
|
|
|
|
|
|
|
|
|
|
|
|
|
Alteration termination of this roster
|
|
|
|
Where the duration of this roster has been altered please
show the reason why
|
|
|
|
|
|
|
|
Changes approved by:
|
|
|
|
|
|
|
|
|
Mgr
Graphic Services:
|
|
|
Shift Sup
|
|
|
Work Team rep
|
|
|
|
|
|
|
|
|
|
|
|
Roster schedule approved by:
|
|
|
|
Mgr
Graphic Services
|
|
|
Date
|
|
|
|
|
|
|
|
|
Shift Supervisor:
|
|
|
Date
|
|
|
|
|
|
|
|
|
Work team Rep.
|
|
|
Date
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
D. SLOAN, Commissioner
____________________
Printed by the
authority of the Industrial Registrar.