Crown Employees (NSW Department of Premier and Cabinet) Exhibition Project Managers and Project Officers) Australian Museum Award

 

INDUSTRIAL RELATIONS COMMISSION OF NEW SOUTH WALES

 

Review of Award pursuant to Section 19 of the Industrial Relations Act 1996.

 

(Case No. 168567 of 2021)

 

 

REVIEWED AWARD

 

PART A

 

1.  Arrangement

 

PART A

 

Clause No.        Subject Matter

 

1.        Arrangement

2.        Definitions

3.        Salaries

4.        Progression from level 5 to 6: Assessment Procedures

5.        Hours of work

6.        Overtime

7.        Anti-Discrimination

8.        Grievance and Dispute Resolution Procedures

9.        Consultative Committee

10.      Conditions of Employment

11.      Required Skills

12.      Training Commitment

13.      Work Arrangements

14.      Area, Incidence and Duration

 

PART B

 

MONETARY RATES

 

Table 1 - Rates of Pay

 

Attachment 1 - Nominated Organisational Skills

Attachment 2 - Nominated Exhibition Skills

Attachment 3 - General Fundamental Exhibition Skills

Attachment 4 - Specific Fundamental Exhibition Skills

Attachment 5 - Skills Listing - Exhibition Project Officer Level 2 - 5

Attachment 6 - Skills Listing - Exhibition Project Officer Level 6 - 8

Attachment 7 - Training Arrangements

 

2.  Definitions

 

"Act" means the Government Sector Employment Act 2013.

 

"Agency Head" means the Director and Chief Executive Officer of the Australian Museum.

 

"Association" means the Public Service Association and Professional Officers’ Association Amalgamated Union of New South Wales.

 

"Department" means the NSW Department of Premier and Cabinet.

 

"Department Head" means the Secretary of the NSW Department of Premier and Cabinet.

 

“Director” means a divisional Director of the Australian Museum.

 

"Industrial Relations Secretary "means the Secretary of the NSW Department of Premier and Cabinet as defined in s49 of the Act.

 

"Exhibition Project Officer Level 1" means an employee appointed as such and engaged in routine exhibition projects under general supervision of a more senior Project Officer; and who possesses a trade certificate in areas of Carpentry/Joinery, Cabinet Making, Electronics, Radio Technology or equivalent plus a minimum of five years’ experience in a relevant field of exhibition production; or who possesses a recognised degree, diploma in Art/Communication, Architecture, Applied Arts, Design (Industrial, Interior, Graphic), Engineering or qualifications deemed equivalent; or who has relevant work experience of not less than nine years.

 

"Exhibition Project Officer Level 2 - 5" means an employee appointed as such and engaged in both routine and complex exhibition projects and who gains skills in NOS; NES and both General FES (GFES) and Specific FES (SFES) as outlined in Attachment 5 and who possesses at least minimum qualifications required for Project Officer Level 1.

 

"Exhibition Project Officer Level 6 - 8" means an employee appointed as such and engaged in both routine and complex exhibition projects and who gains skills in NOS; NES and both General FES (GFES) and Specific FES (SFES) as outlined in Attachment 6 and who possesses at least minimum qualifications required for Project Officer Level 1 and has undergone skills training required for Project Officer Level 2 - 5.

 

"Exhibition Project Manager" means an employee responsible for the control and direction of defined exhibition projects, including management of production teams and who possesses at minimum qualifications required for Exhibition Project Officer, or relevant experience in Project Management; plus a demonstrated ability in management of exhibition projects.

 

"Nominated Organisation Skills" (NOS) means those skills required within the Museum to enhance the general abilities of staff as outlined in Attachment 1.

 

"Nominated Exhibition Skills" (NES) means those skills required within the Museum exhibition field acquired by all Exhibition Project Officers, as outlined in Attachment 2.

 

"General Fundamental Exhibition Skills" (GFE) means those skills which cover the major areas of specialisation within the Exhibition Division requiring a general working knowledge gained through work experience, exchange of ideas within/between project teams and/or short-term placement in the relevant area, as well as external course work. GFES are outlined in Attachment 3 - General Fundamental Exhibition Skills.

 

"Service" means continuous service. Future appointees will be deemed to have the years of service indicated by the service level to which they are appointed.

 

"Specific Fundamental Exhibition Skills" (SFES) means those more specialised skills which require specialist knowledge gained through tertiary and trade courses or relevant experience. Specific FES skills are required in one of the four components of the Division under separate categories of Design; Electronics and Media; Fabrication and Construction; and Preparation. SFES are outlined in Attachment 4.

 

“Employee” means a person engaged in an ongoing, temporary, or casual employment, under the Act.

 

3.  Salaries

 

The salaries payable are prescribed in Part B, Monetary Rates, of this Award.

 

This award is listed in Schedule A of the Crown Employees (Public Sector – Salaries 2021) Award and salaries payable to employees will be in accordance with that award or any award replacing it. The rates set out at Part B of this Award are subject to the rates as set by the Crown Employees (Public Sector – Salaries 2021) Award or any award replacing it.

 

Employees appointed to the roles specified will be paid the following salaries subject to the provisions of the Government Sector Employment Act 2013 and the Government Sector Employment Regulation 2014.

 

Progression from Level 1 to Level 2 must be subject to satisfactory conduct and performance and demonstrated willingness by the employee to undergo a skills training program as defined and certified by the supervisor.

 

Progression from Level 2 to Level 5 must be subject to satisfactory conduct and service plus demonstrated ability and competence in the skills required at each level, as certified by both the supervisor and the Manager, Human Resources and approved by the Agency Head. This review will be undertaken annually based on the anniversary of service of the employee.

 

Appointment above the minimum rate to an advertised vacancy must be determined by the Agency Head (or delegated employee) on recommendation of an established selection committee as long as the employee can demonstrate possession of the required qualifications, experience and skills, including any overseas qualifications/ experience and any relevant voluntary experience.

 

An employee who has served for twelve months on the rate prescribed for Exhibition Project Officer Level 5 may be advanced to Level 6 provided that the review panel has certified to the Agency Head that

 

(a)       the employee concerned has completed the necessary training and skills development and is able to demonstrate their ability to undertake such work; and

 

(b)       the employee has indicated a willingness to participate in further skills training and development.

 

Progression from Level 6 to Level 8 must be subject to satisfactory conduct and service plus demonstrated ability and competence in the skills required at each level, as certified by the supervisor, Manager Human Resources and Agency Head.  This review will be undertaken annually.

 

Progression will be by way of increments paid at 12 month intervals, subject to satisfactory conduct and services as certified by the Agency Head.

 

4.  Progression from Level 5 to Level 6: Assessment Procedures

 

(a)       A review panel consisting of the supervisor, Director (or their nominated delegate) and a representative from the Association and/or a Union representative from the Museum elected for this purpose by Exhibition Project Officers for the term of this Award, must be constituted to consider and recommend to the Agency Head the progression of an employee from Exhibition Project Officer Level 5 to Exhibition Project Officer Level 6. Panel membership may be expanded to ensure representation of relevant diversity groups.

 

(b)       The members of the panel will examine a written statement prepared by the employee in support of their progression, as well as any other Museum papers or completed projects illustrating either the type of work performed by the employee or are otherwise relevant to the question of progression of the employee.

 

(c)       In the event that the committee members disagree on a recommendation, a written report must be furnished to the Agency Head from each individual committee member stating the reasons why progression is considered appropriate, or not as the case may be. The Agency Head will make a determination, which is binding on all parties.

 

(d)       The employee will have right of appeal to the Agency Head, who will be empowered to appoint an independent senior staff member to review the panel's decision-making process and make further recommendations to the Agency Head regarding the employee’s appeal.

 

5.  Hours of Work

 

The ordinary hours of work will be thirty-five hours per week.  Flexible working hours are provided in accordance with provisions of the Crown Employees (Public Service Conditions of Employment) Reviewed Award 2009 or any variation or replacement award.

 

6.  Overtime

 

Overtime will be paid in accordance with the Crown Employees (Public Service Conditions of Employment) Reviewed Award 2009 or any variation or replacement award and the Public Service Industrial Relations Guide or any variation or replacement document.

 

7.  Anti-Discrimination

 

(a)       It is the intention of the parties bound by this Award to seek to achieve the object in section 3(f) of the Industrial Relations Act 1996 to prevent and eliminate discrimination in the workplace.  This includes discrimination on the grounds of race, sex, marital status, disability, homosexuality, transgender identity, age and responsibilities as a carer.

 

(b)       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 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.

 

(c)       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 of harassment.

 

(d)       Nothing in this clause is to be taken to affect:

 

(i)       any conduct or act which is specifically exempted from anti-discrimination legislation;

 

(ii)      offering or providing junior rates of pay to persons under 21 years of age;

 

(iii)     any act or practice of a body established to propagate religion which is exempted under section 56(d) of the Anti-Discrimination Act 1977;

 

(iv)     a party to this Award from pursing matters of unlawful discrimination in any State or Federal jurisdiction.

 

(e)       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.

 

(i)       Employers and employees may also be subject to Commonwealth anti-discrimination legislation.

 

(ii)      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."

 

8.  Grievance and Dispute Resolution Procedures

 

(a)       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 department, if required.

 

(b)       An employee is required to notify in writing their immediate manager, as to the substance of the grievance, dispute or difficulty, request a meeting to discuss the matter, and if possible, state the remedy sought.

 

(c)       Where the grievance or dispute involves confidential or other sensitive material (including issues of harassment or discrimination under the Anti-Discrimination Act 1977) 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 Agency Head or delegate.

 

(d)       The immediate manager, or other appropriate employee, must convene a meeting in order to resolve the grievance, dispute or difficulty within two (2) working days, or as soon as practicable, of the matter being brought to attention.

 

(e)       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 matter.  This manager must respond within two (2) working days, or as soon as practicable.  The employee may pursue the sequence of reference to successive levels of management until the matter is referred to the Agency Head.

 

(f)       The Agency Head may refer the matter to the Industrial Relations Secretary for consideration.

 

(g)       If the matter remains unresolved, the Agency Head must provide a written response to the employee and any other party involved in the grievance, dispute or difficulty, concerning action to be taken, or the reason for not taking action, in relation to the matter.

 

(h)       An employee, at any stage, may request to be represented by the Association.

 

(i)       The employee or the Association on their behalf, or the Agency Head may refer the matter to the New South Wales Industrial Relations Commission if the matter is unresolved following the use of these procedures.

 

(j)       The employee, Association, Department and Industrial Relations Secretary will agree to be bound by any order or determination by the New South Wales Industrial Relations Commission in relation to the dispute.

 

(k)       Whilst the procedures outlined in subclauses (a) to (j) of this clause are being followed, normal work undertaken prior to notification of the dispute or difficulty will continue unless otherwise agreed between the parties, or, in the case involving work health and safety, if practicable, normal work must proceed in a manner which avoids any risk to the health and safety of any employee or member of the public.

 

9.  Consultative Committee

 

The Australian Museum's Joint Consultative Committee will be responsible for the implementation of this Award.

 

Changes to this Award that are considered appropriate during the term of this Award will be recommended by the Joint Consultative Committee to the Agency Head for consideration.

 

10.  Conditions of Employment

 

All conditions of employment for Exhibition Project Officers will be in accordance with the Crown Employees (Public Service Conditions of Employment) Reviewed Award 2009 or any variation or replacement award and the Public Service Industrial Relations Guide or any variation or replacement document.

11.  Required Skills

 

The Museum is required to annually review the NOS, NES, GFES and SFES skills listing to ensure continuing applicability and to add or delete skills where necessary. This will be carried out by a committee of the Director or their delegate, an Exhibition Project Officer who is a union member and a representative of the Association at their discretion and the Manager, Human Resources.

 

12.  Training Commitment

 

Upon entering this Award, the Museum has undertaken a commitment to provide resources and opportunities for the training of Exhibition Project Officers as far as reasonable within the Museum's overall Training and Staff Development budget and requirements.

 

Training will be undertaken as outlined in Attachment 7.

 

13.  Work Arrangements

 

It is agreed that the focus of day-to-day work arrangements for employees covered by this Award will be on a project team basis, led by the Director or their delegate.

 

There will be flexibility in the composition of project team members, depending on the core skill requirements of particular projects, but emphasis will be given to encouraging the multi-skilling of employees and broadening of work experience.

 

14.  Area, Incidence and Duration

 

(a)       This Award will apply to all staff of the Australian Museum employed under the classification of Exhibition Project Manager or Exhibit Project Officer as defined in Clause 2, Definitions.

 

(b)       This award is made following a review under section 19 of the Industrial Relations Act 1996 and rescinds and replaces the Crown Employees (NSW Department of Premier and Cabinet) Exhibition Project Managers and Project Officers) Australian Museum Award published 15 May 2020 (388 I.G. 125), as varied.

 

(c)       The changes made to the award pursuant to the Award Review pursuant to section 19(6) of the Industrial Relations Act 1996 and Principle 26 of the Principles for Review of Awards made by the Industrial Relations Commission of New South Wales on 28 April 1999 (310 I.G. 359) take effect on and from 20 September 2021.

 

(d)       This award remains in force until varied or rescinded, the period for which it was made having already expired.

 

PART B

 

MONETARY RATES

 

Table 1 - Rates of Pay

 

Effective from the first pay period commencing on or after: 1 July 2021

 

	Exhibition Project Managers and Project Officers - Australian Museum
Classification and Grades	Existing rates of pay as at 1.7.20	Common Salary Point	Rates of pay as at the first full pay period on or after 1.7.21
			Per annum
			2.04%
	$		$
Exhibition Project Officer
Skill Level 1	64,973	46	66,298
Skill Level 2	68,749	52	70,151
Skill Level 3	72,635	58	74,117
Skill Level 4	77,162	64	78,736
Skill Level 5	79,535	67	81,158
Skill Level 6	88,449	78	90,253
Skill Level 7	92,813	83	94,706
Skill Level 8	97,443	88	99,431
Exhibition Project Manager
Year 1	104,539	95	106,672
Year 2	107,864	98	110,064
Year 3	112,140	102	114,428

 

ATTACHMENT 1

 

NOMINATED ORGANISATIONAL SKILLS

 

Nominated Organisational Skills (NOS) are those skills required within the Museum to enhance the general abilities of staff include:

 

Literacy Skills - ability to read and comprehend written material.

 

Numeracy Skills - ability to use basic principles of mathematics.

 

Manual Skills - skills in "hands-on" tasks.

 

Motor Skills - ability to use necessary tools, equipment, etc. required to complete tasks.

 

Oral Communication Skills - ability to articulate thoughts or ideas into words.

 

Written Communication Skills - ability to express thoughts or ideas in written form (including report writing, submissions, correspondence, text and other material).

 

Team Work Skills - ability to work as part of a group, to take directions and give input to the group process.

 

Work Health and Safety Knowledge & Application - understanding relevant legislation and safe work practices, including identification and removal of hazards and using this knowledge on the job.

 

Computing Skills - basic office computer skills.

 

On-the-Job Training Skills - ability to impart knowledge and skills applicable on-the-job to another person, including ability to teach and gauge when knowledge and skills have been acquired.

 

Train the Trainer Skills - ability to prepare and present a structured training program, setting measurable objectives, preparing visual and written training material and undertaking evaluation of the training.

 

Management & Supervision Skills:

 

Understanding of Diversity & Inclusion Principles

 

Merit Assessment

 

Staff Appraisal

 

Planning/Organisational Skills

 

Time Management

 

Presentation Skills

 

Negotiating/Influencing Skills

 

Stress & Change Management

 

Decision Making/Problem Solving

 

Leadership & Team Building Skills

 

Project Management

 

Attachment 2

 

NOMINATED EXHIBITION SKILLS

 

Nominated Exhibition Skills (NES) are those skills required within the Museum exhibition field and acquired by all Exhibition Project Officers. Parts of certain NES skills will be acquired at different levels whilst a Project Officer is progressing through each level, with the end result that the total NES skill will be gained by the time the employee has reached the required incremental level referred to in the agreement.  These skills will need to be reviewed and updated with changes in technology development.  This area also includes use and maintenance of audio visual equipment and methods. NES skills include:

 

Artefact Handling & Mounting - Placing objects within an exhibition, taking into account physical constraints and limitations for rare, fragile or otherwise precious artefacts.  This includes object handling, other objects or materials that it may come into contact with, lighting levels, chemical sensitivity, etc. as well as taking into account the aesthetics of the exhibition as a whole.  Artefact handling skills need to be gained before mounting skills can be acquired.

 

Lighting Techniques - Balancing both the function of the exhibition and the object itself in terms of lighting levels within a particular exhibition, as well as the levels the object can take and having regard for the aesthetic presentation of the object.

 

Maintenance Operations & Management - Foreseeing problems over time and building in solutions into the physical construction of displays, e.g. in the maintenance of an object considering the ease of access to it, environmental conditions, pest control, etc. during production of the exhibition. Maintenance operations refers to the actual hands-on activities involved in maintenance (e.g. signage, lighting, general repairs, etc.) and these skills would be gained prior to maintenance management skills.

 

Estimating & Costing - Planning for amount of material (foam, resin, etc.), equipment, staffing requirements for exhibition projects, including costing and estimating for any field trips and sub-contracting that needs to be undertaken.

 

Network Planning - Analysing and planning the multifaceted activities required to put together an exhibition from planning to construction to future maintenance and linking these activities together in the correct sequence.

 

Packing & Transport-Planning and undertaking packing and moving either parts or whole exhibitions to other institutions, taking into account conservation issues.

 

Electronics Operations & Applications - The use and application of electronics technology to exhibitions development, including computing (advanced software applications); laser disc; videodisc; general programming.

 

Attachment 3

 

GENERAL FUNDAMENTAL EXHIBITION SKILLS

 

General Fundamental Exhibition Skills (GFES) are those skills which cover the major areas of specialisation within the Exhibition division requiring a general working knowledge gained through work experience, exchange of ideas within/between project teams and/or short-term placement in the relevant area, as well as external course work. General FES skills are acquired by all Project Officers and include:

 

Painting, Finishing and Woodworking - Knowledge of methods and issues relating to selection and processes.

 

Drafting & Detailing - Plan and document reading and ability to convey technical instruction.

 

Presentation Mock-ups/Models - Design/build preliminary models and components used at visualisation stage of gallery projects.

 

Plastics Fabrication - Knowledge of methods and issues relating to selection and processes.

 

Metal Fabrication - Knowledge of methods and issues relating to selection and processes.

 

Exhibition Component Design - Knowledge of methods and issues relating to graphics; showcase and furniture design; models and interactives.

 

Attachment 4

 

SPECIFIC FUNDAMENTAL EXHIBITION SKILLS

 

Specific Fundamental Exhibition Skills (SFES) are those more specialised skills which require specialised knowledge gained through tertiary and trade courses or equivalent experience. Specific FES skills are required in one of the four components of the Division under separate categories of Fabrication and Construction; Electronics and Media; Preparation; and Design.

 

The skills required are:

 

Fabrication and Construction

 

Cabinet Making - includes furniture/showcase design; - K.D. techniques; security locks and fittings; glazing; laminating; lighting; linings, mounts and props; jib and cutters; special detailing doors, panels, etc.

 

General Construction - includes set out major sites; framing in timber and steel; floor setting timber and sheeting; wall sheeting gyprock, custom wood, hardboard.

 

Painting and Finishing - includes spray enamel, lacquers, epoxy; antique wood colouring and finishings; wall painting; paper hanging and special effects.

 

Metal Fabrication - includes welding, bending, cutting, forming; finishing: sheet metal.

 

Partitions and Office Fitting - includes fabrication walls and ceiling panels; door fitting/sliding/suspended; concertina moveable partitioning; glazing and sound proofing.

 

Floor Coverings - includes carpet laying; vinyl flooring; underlay installation.

 

Restorations - includes investigating styles and materials; repairing antique furniture and fittings; undertaking upholstery, caning, etc.

 

Electronics and Media

 

Systems Design - includes audio systems; video systems; multi-vision photo transparency systems; cinematic systems; integrated control systems; electronic signage/displays; interactive exhibits.

 

Systems Manufacture & Installation - includes electronic switching and control systems; microprocessor controls; installation and commissioning documentation.

 

Program Development - includes sound recording; video recording; post production; titling; special effects.

 

Software Management - includes mastering and archival transcription; copyright and licensing; storage systems; transmission duplications.

 

Event Services - includes conference design and co-ordination; theatrette screenings; media launch co-ordination; social functions; seminar services; transcriptions.

 

Electronic Servicing includes preventative maintenance; breakdown repairs: modification and upgrading existing hardware; back-up system.

 

Preparation

 

Preservation Techniques - includes invertebrate; plant preservation; tanning and finishing; maceration; freezer drying; study skin preparation.

 

Fabrication Techniques - includes thermoplastic fabrication; metal fabrication; timber fabrication; glass and ceramic.

 

Mechanical & Animated Effects - includes moving exhibits; prototypes; timed sequences; interactive exhibits, etc.

 

Moulding and Casting - includes polyesters; epoxies; urethanes; silicones; fillers plasticisers and colorants.

 

Diorama and Foregrounding Construction & Presentation - design and construction of environments.

 

Taxidermy - includes mounting of skins on modelled form and various other forms of presenting mammals, birds and fish skins.

 

Biological Model Making - includes models of cells, organs and biological systems (animals, plants or parts thereof).

 

Topographical Model Making - includes scale models of buildings and galleries Sculpture - includes modelling and carving.

 

Painting & Scenic Art - includes murals, rock art, surfaces of rock castings, caves, etc.

 

Fieldwork - includes flora, fauna, geological collecting, firearm handling, trapping, driving.

 

Photography - includes environments and landscapes, etc.; specimens - for reference.

 

Replication - includes creative substitutes in a wide variety of materials of man-made artefacts and objects from nature.

 

Research - includes new materials, techniques and approaches and exhibit specific research such as is used for the interpretation of scientific presentations.

 

Chemical Handling - includes safety and proper storage, shelf life, contaminants, etc.

 

Adhesives - includes the full range of specialised bonding applications for all materials used in exhibition construction.

 

Paints, Lacquers & Coatings - includes knowledge of surface finish applications and equipment.

 

Animal Husbandry - includes fauna maintenance as required by live exhibits.

 

Biological Presentation - includes wetbox presentation, osteological presentation, skeletal articulation. etc.

 

Design

 

Reprographic Camera Skills - line and screen work, program setting and manipulations (3-dimension work, time over-ride etc.).

 

Layout Skills - placement of text, photos and graphics and/or 3-dimensional objects to meet a design concept; as well as production of mock-ups or visuals to give a good representation of final product and for presentation to management, etc.

 

Paste-up/Finished Art Skills - accurate placement of copy including registration, cut, crop and fold marking; accurate photo scaling and cropping; accurate technical pen work; colour separation and overlays; and specifications for printers.

 

Drafting & Detailing Skills - preparing specifications for contractors, etc.; and documentation for exhibition projects and publications.

 

Desktop Publishing Skills - the production of documents using computer for layout of text, photos and graphics.

 

Computer Graphics - the production of graphics using specific computer graphic programs.

 

Typography Skills - understanding the use of faces point size, kerning, leading, spacing, column widths and type styles and copyfitting.

 

Print Media Skills - understanding of the printing processes; knowledge of paper types, weights and surfaces for ink hold; knowledge of colours and how to achieve them using screens, pms colours and colour separation; knowledge of Publication printing including pagination, photo placement, colour page placement and binding; knowledge of photo printing techniques (screens, mezotints, duotints); knowledge of special effects such as deep etching, dye cutting, folding, embossing and gloss varnishing; knowledge of instructions for printers in all of the above; checking of printer proofs.

 

Colour Theory Skills - the use of harmonies, contrasts, hues and discords to meet a concept.

 

Illustration Skills - undertaking scientific illustrations, maps, posters and publication illustrations, mock-ups drafting and perspective illustration; and knowledge of illustration equipment (pencil, technical pen, air brush. etc.).

 

Three Dimensional Display Skills - knowledge of screen-printing, light box displays, exhibition lighting, large scale bromides, photo mural and mounding, directional signage in metal plastics, etc.

 

Editing - undertaking proof reading, label writing and text concepts.

 

Picture Research - undertake research for graphic and photo requirements for exhibitions; undertake research to gain a working knowledge of exhibition or graphic design subject matter; undertake research into new exhibition techniques.

 

Attachment 5

 

SKILLS LISTING - EXHIBITION PROJECT OFFICER LEVEL 2-5

 

NOS Skills Required:

 

Literacy

 

Numeracy

 

Manual Skills

 

Motor Skills

 

Oral Communication

 

Written Communication

 

Team Work

 

Work Health and Safety [Knowledge and Application]

 

Computing

 

On-the-Job Training

 

NES Skills Required:

 

Artefact Handling

 

Artefact Mounting

 

Lighting Techniques

 

Maintenance Operations

 

Packing and Transport

 

Electronics Operations

 

Electronics Applications

 

GFES Skills:

 

Painting and Finishing

 

Drafting and Detailing

 

Presentation Mock-ups/Models

 

Plastics Fabrication

 

Metal Fabrication

 

Exhibition Component Design

 

SFES Skills Required:

 

Exhibition Project Officers are required to gain skills in one of the four components of the Division under separate categories of Fabrication and Construction; Electronics and Media; Preparation; and Design, as outlined in Attachment 4.

 

Attachment 6

 

SKILLS LISTING EXHIBITION PROJECT OFFICER LEVEL 6-8

 

NOS Skills Required:

 

All skills as listed Attachment 5, as well as:

 

Train the Trainer

 

Management & Supervision Skills:

 

Understanding of Diversity & Inclusion Principles

 

Staff Appraisal

 

Planning/Organising Skills

 

Presentation skills

 

Negotiating/Influencing Skills

 

Stress & Change Management

 

Decision Making/Problem Solving

 

Leadership & Team Building Skills

 

Selection Techniques

 

Time Management

 

Project Management

 

NES Skills Required:

 

All skills as listed in Attachment 5 as well as:

 

Maintenance Management

 

Estimating & Costing

 

Network Planning

 

GFES Skills Required:

 

All skills as listed in Attachment 3

 

SFES Skills Required:

 

Exhibition Project Officers are required to have a very high level of skills in one of the four components of the Division (Fabrication and Construction; Electronics and Media; Preparation; and Design), as outlined in Attachment 4.

 

Attachment 7

 

TRAINING ARRANGEMENTS

 

As per the Training Commitment in this Award (Clause 12), training will be undertaken as follows:

 

Internal Courses - Courses will be designed as modules, particularly for NES skills.  There will be a theoretical component developed by exhibitions staff with the expertise in the area and this material will be presented by the Museum's Training Officer.  There will also be a practical component which will consist of project assignments, under supervision of the relevant exhibition employee.  Each course will have a set of instructional objectives and staff will be required to meet set performance standards.

 

It is also envisaged that the senior Exhibitions staff who may be called on to present courses will undertake a modified 'Train the Trainer" program to increase their skills in training.

 

All NOS skills required in the Award will be covered by internal courses, which are planned for in the Museum's Staff Development Program prepared every six months by the Human Resource Manager and Director.

 

There will be cases where external experts will be brought in to conduct specific training, for example in new equipment and technology, where this cannot be accommodated by Museum staff.

 

External Courses - There are several courses that may be undertaken externally.  The Museum already has contacts with the relevant institutions, including TAFE and we will be liaising further with these bodies where the need arises for a specific course that cannot be dealt with in-house.

 

On-the-Job Training - This is an integral part of the Award. Many skills, particularly NES and GFES can best be learnt by direct work experience, rotation between Project Teams, participating in different kinds of projects (e.g. both small temporary and large semi-permanent exhibitions) and short-term placement with other staff specialists.  At times, work activity and the exhibitions program may not be able to provide the range of skills needed through direct work experience.  Therefore, the training will be undertaken through other means and be included in the Museum's Staff Development Program.

 

The Museum's Staff Appraisal Scheme will be used as a means of planning the training that needs to be undertaken by each employee and an individual development and training program prepared on an annual basis by the employee and supervisor, that will encompass the three different training options.

 

 

 

D. SLOAN, Commissioner

 

 

____________________

 

 

Printed by the authority of the Industrial Registrar.