Crown Employees (Office of Sport - Program
Officers) Award
INDUSTRIAL RELATIONS
COMMISSION OF NEW SOUTH WALES
Review of Award pursuant to Section 19 of the Industrial
Relations Act 1996.
(Case No. 168901 of 2021)
|
Before Commissioner Sloan
|
21 October 2021
|
REVIEWED
AWARD
PART A
1. Arrangement
Clause No. Subject Matter
1. Arrangement
2. Title
3. Definitions
4. Parties
5. Appointment
and Employment
6. Rates of
Pay
6A. Calculation
of Service
7. Temporary and
Casual Employment
8. Mobile
Positions
9. General
Conditions of Employment
10. Hours of
Duty
10A. Public
Holidays
11. On Call
12. Sport and
Recreation Allowance
13. Night Duty
Allowance
14. Recreation
Leave and Annual Leave Loading
15. Compensatory
Leave
16. Accommodation
and Residential Requirements
17. Staff to
Client Ratios
18. Protective
Clothing and Equipment
19. Immunisations
20. Accreditations
21. Professional
Development
22. Transfers
Between Centres
23. Variable
Year Employment
24. Deduction
of Union Membership Fees
25. Anti-Discrimination
26. No Extra
Claims
27. Area,
Incidence and Duration
PART B
Table 1 - Rates of Pay - Program Officers - Ongoing
Employees
Table 2 - Rates of Pay - Program Officers - Temporary and
Casual Employees
Table 3 - Rates of Pay - Program Officer (Group Leader)
Table 4 - Allowances
SCHEDULES
Schedule 1 - Centre and Academy Locations
2. Title
2.1 This award will
be known as the Crown Employees (Office of Sport - Program Officers) Award.
3. Definitions
"Act" means the Government Sector Employment Act 2013.
"Agency" means the Office of Sport.
"Agency Head" means the Chief Executive of the
Office of Sport.
"AQF" refers to the Australian Qualifications
Framework.
"Association" means the Public Service Association
and Professional Officers’ Association Amalgamated Union of New South Wales.
"Bivouac" refers to an under canvas/camping activity
conducted by Program Officers for client groups.
"Centre" refers to an Agency residential
establishment or site as listed at Schedule 1 where instruction is provided in
outdoor recreation for members of the community. It also includes any place designated
as part of, or as an annex to, such an establishment.
"Centre Manager" refers to
the Centre Manager or Manager Delivery and Outreach of a Centre of the Agency.
"Chief Executive" means the Chief Executive of the
Office of Sport.
"Day Duty" refers to hours of duty performed
between 7.00am and 7.30pm but does not include meal breaks or periods where an
employee is on call.
"Employee" refers to and includes all persons
employed under the provisions of the Government
Sector Employment Act 2013 and who, as at the operative date of this award,
were occupying one of the roles covered by this award or who, after that date,
are appointed to or employed in any of such roles.
"Executive Director" means the Executive Director,
Regional Delivery of the Agency.
"Hours of Duty" refers to the period
of time an employee is rostered to deliver client services on day duty,
night duty and on duty during a bivouac, but does not include meal breaks or
periods where an employee is on call.
"Industrial Relations Secretary" has the same
meaning as in the Government Sector
Employment Act 2013.
"Night Duty" refers to hours of duty performed
between 7.30pm and 7.00am but does not include meal breaks or periods where an
employee is on call.
"On Call" refers to periods where an employee is
required to be in attendance at the workplace or at a
bivouac but during which the employee is off duty and is permitted to undertake
personal activities including sleep but, where circumstances require it, may be
called to duty. Periods of on call will
not be regarded as rostered hours of duty.
"Program Officer" refers to an employee employed
to deliver programs, services and products encompassing structured educational
programs, coordination, coaching and instruction of sport and recreational
activities and provision of liaison services to community, sporting, corporate
and other client groups.
"Program Officer (Group Leader) Grade 1" refers to
an employee employed to provide support services to and liaise with clients
using Sport and Recreation Centres, not including facilitation of sport and
active recreation activities, or providing support for clients engaged in
non-educational activities and programs."
"Program Officer (Group Leader) Grade 2" refers to
an employee employed to provide instruction and deliver sport and active
recreation programs and activities that do not require the achievement of
educational outcomes, or directing the activities of
Program Officer (Group Leader) Grade 1 employees in the delivery of non-
educational programs."
"Regional Director" means a Regional Director of
the Regional Delivery Group of the Agency.
"Regulation" means the Government Sector
Employment Regulation 2014.
"Rules" means the Government Sector Employment
(General) Rules 2014.
"Sport and Recreation" means the Regional Delivery
Group of the Agency.
4. Parties
4.1 This award has
been made between the following parties:
(i) The
Industrial Relations Secretary
(ii) Public Service
Association and Professional Officers’ Association Amalgamated Union of New
South Wales
(iii) The Office of
Sport
5. Appointment and
Employment
5.1 The appointment
or employment of employees to vacant roles will be by competitive merit
selection, or by transfer between like roles, as set out in the Act.
5.2 Program Officers
will be appointed or employed on the basis of
possessing tertiary qualifications in a relevant field and appropriate
knowledge, skills and experience as determined by the Executive Director.
Relevant fields include, but are not limited to, Education, Arts, Social
Sciences, Applied Science, Health and Human Movement. The minimum entry level
qualification required is a degree or alternatively, Certificate IV (AQF)
Outdoor Recreation and relevant industry experience.
5.3 Program Officers
(Group Leader) are employed on a temporary or casual basis only.
5.4 Program Officers
(Group Leader) must have completed four years of secondary school and undertake
a suitability assessment or have equivalent experience in a similar environment
and hold a current Royal Life Saving Society (RLSS) Swim and Survive Award,
Resuscitation Award, First Aid Qualification and have obtained Sport and
Recreation Activity Accreditation Scheme (SRAAS) accreditation as prescribed by
the SRAAS policy. In addition, Program Officers (Group Leader) must provide
evidence of experience and/or qualifications.
6. Rates of Pay
6.1 This award is
listed in Schedule A of the Crown Employees (Public Sector - Salaries 2021)
Award and salaries and allowances payable to employees will be in accordance
with that award or any award replacing it. The rates set out at Part B - Tables
1, 2, 3,& 4 of this award are subject to the rates
as set by the Crown Employees (Public Sector - Salaries 2021) Award or
any award replacing it.
6A. Calculation of
Service
6A1 In calculating
years of service for the purpose of this award the following periods are not taken into account:
(a) Any period in
respect of which an increment is refused in accordance with clause 14,
Increments, of the Government Sector Employment Regulation 2014;
(b) Any leave of
absence without pay exceeding five days in any
incremental year;
(c) Any period
necessary to give full effect to a reduction in salary imposed under sections
68, Unsatisfactory performance of government sector employees and 69,
Misconduct - Public Service and other prescribed government sector employees of
the Government Sector Employment Act
2013."
7. Temporary and
Casual Employment
7.1 A temporary
employee may be employed under section 43(b) of the Act to carry out the duties
of a position that is temporarily vacant or to provide additional assistance
during busy periods. The nature of the employment will be regular and for a
fixed period of time.
7.2 A casual
employee may be employed under section 43(c) of the Act. The nature of the
employment will be irregular, intermittent, of short duration and may have
arisen due to unforeseen staff shortages or emergencies.
7.3 Temporary and
casual Program Officers will be paid on a daily or half daily basis at the
appropriate rate prescribed in Table 2 of Part B, of this Award commensurate
with their skills, experience and qualifications as determined by the Centre
Manager.
7.4 The casual rates
of pay for Program Officer specified at Table 2 of Part B, include a loading and represent full remuneration for employment
(including recreation leave), with the exception of entitlements provided in
clause 13, Night Duty Allowance, and at Appendix 1 of this award.
7.5 The rates of pay
for Program Officer (Group Leader) are specified at Part B, Table 3. These rates represent full remuneration of
employment with the exception of entitlements provided
under subclause 7.7 of this clause and clause 13, Night Duty Allowance, of this
award.
7.6 Temporary and casual
employees may be engaged for a period of less than one full day within the term
of their employment. An employee engaged on a half-day basis (up to 3.5 hours)
will attract a salary of 50% of the rate specified at Table 2 of Part B, for
program officers or Table 3 for Program Officer (Group Leaders). Duty that extends beyond half day (3.5 hours)
will attract the full daily rate of pay.
7.7 Temporary
Program Officers, Program Officer (Group Leaders) engaged for periods of three
months or less will receive 6/46ths of salary earned during their employment in
lieu of recreation leave entitlements when their period of employment ends.
8. Mobile Positions
8.1 Three ongoing
mobile program officer roles may be established by the Agency. These roles will
be based at Sport and Recreation’s central office however employees assigned to
these roles will be deployed across locations where the need arises.
8.2 Travel
allowances for employees in mobile roles will be payable in accordance with the
Crown Employees (Public Service Conditions of Employment) Reviewed Award 2009,
or any replacement award.
8.3 Employees
appointed to mobile roles may apply to transfer to an advertised ongoing
program officer vacancy at a Centre or Academy after 12 months continuous service
in a mobile role. Such transfers will
require the approval of the Executive Director.
8.4 The Association
will be consulted if the Agency proposes to increase the number of mobile roles
established.
9. General Conditions
of Employment
9.1 All other
conditions not specified in this award will be provided in accordance with the Crown
Employees (Public Service Conditions of Employment) Reviewed Award 2009 or
any replacement award.
10. Hours of Duty
10.1 The contract
hours of duty will be 35 hours per week, exclusive of meal breaks and will be
worked over 20 days within a four week roster cycle.
Hours of duty may be undertaken on any day of the week and may comprise day
duty and night duty.
10.2 Employees will be
rostered according to client needs and may be required to commence duty at any
time during the day.
10.3 Rosters will be
displayed in an area available to all employees no less than five (5) days
before the beginning of the four week roster
cycle. A roster may be altered at any
time to enable the service of a Centre to be delivered. A minimum of 24 hours notice of roster variations will be given wherever
possible.
10.4 An employee may
be requested to work when a rostered employee is absent from duty on account of
illness, in an emergency or due to unforeseen circumstances but only if it
reasonable for the employee to be required to do so.
10.5 An employee may
refuse to work additional hours resulting from a roster change in circumstances
where the working of such hours would result in the employee working
unreasonable hours. In determining what is unreasonable, the following factors
will be taken into account:
(i) the
employee’s prior commitments outside the workplace, particularly the employee’s
family and carer responsibilities, community obligations or study arrangements;
(ii) any risk to
employee health and safety;
(iii) the urgency of
the work required to be performed, the impact on the operational commitments of
the organisation and the effect on client services;
(iv) the notice (if
any) given by the Manager and by the employee of their intention to refuse to
work the additional hours, or
(v) any other
relevant matter
10.6 Employees will be
rostered for 20 days within a four week roster cycle.
Permanent and temporary program officers who are required to undertake duty on
days in excess of 20 days in a four week roster cycle
will be entitled to accumulate one day compensatory leave for each day worked
in excess of twenty.
10.7 Night duty and
hours worked in excess of 35 hours per week by
permanent and temporary program officers are compensated by way of payment of
the sport and recreation allowance (see clause 12), additional recreation leave
(see subclause 14.2) and compensatory leave (see clause 15).
10.8 Meal
breaks must be given to and taken by employees. No employee will be required to
work continuously for more than 5 hours without a meal break, provided that:-
10.8.1 Where
it is not possible for an employee to be provided with an uninterrupted meal
break, the meal break will be counted as part of the employee’s paid hours of
duty.
10.9 All employees
must record their hours of duty each day in an approved form, specifying start
and finish times and meal breaks.
10A. Public Holidays
10A.1 Employees rostered
for duty on a Public Holiday will count the hours actually worked towards their
contract hours of duty and the day will be counted as a day worked within the four week roster cycle.
10A.2 Public Holiday
duty is compensated by way of payment of the sport and recreation allowance (see
clause 12) and compensatory leave (see paragraph (ii) of subclause 15.1).
10A.3 Employees not
rostered for duty on a Public Holiday will count 7 hours towards their contract
hours of duty and the day will be counted as a day worked within the four week roster cycle.
11. On Call
11.1 Employees may be
required to perform on call duties as a regular part of their role to support
the safety and welfare of clients. When on call overnight, an employee will be
required to reside on site in Centre accommodation in order
to respond immediately to emergencies or situations requiring the
assistance of an employee.
11.2 Employees will be
provided with free lodging for each night they are required to be on call
overnight.
11.3 Employees must
report any disturbances to the Centre Manager.
If the incident is serious and/or resulted in a significant disruption
to the employee’s sleep, the Centre Manager will be required to make an assessment of the employee’s ability to continue
duty if rostered on the next day.
11.4 Compensation for
on call undertaken by ongoing and temporary program officers is provided
through payment of the sport and recreation allowance (see clause 12 of this
award) and compensatory leave (see clause 15 of this award).
12. Sport and Recreation
Allowance
12.1 The sport and
recreation allowance prescribed in Table 4 of Part B,
of this award is payable to all ongoing Program Officers, except as provided at
subclause 12.7 of this clause.
12.2 Temporary Program
Officers will be entitled to the daily allowance prescribed in Table 4 of Part
B, for each day they are employed. Casual Program Officers and instructional
staff are not entitled to the sport and recreation allowance.
12.3 The sport and
recreation allowance is payable for all incidences of
employment, except as provided at subclause 12.5 of this award, and will be
regarded as part of salary for superannuation purposes.
12.4 The sport and
recreation allowance is in lieu of:
(i) overtime
payments and allowances paid for:
night duty and/or on call on up to eight occasions in a
roster period
weekend work
public holiday duty
(ii) meal
interruptions
(iii) working in adverse
conditions (for example, but not restricted to, inclement weather).
12.5 The sport and
recreation allowance does not compensate for employees sleeping outdoors as
part of a bivouac, who will be paid a camping allowance as provided in the
Crown Employees (Public Service Conditions of Employment) Reviewed Award 2009
or any replacement award. The camping allowance will be paid at the rate
applicable for a Non Established Camp, as determined
by the Industrial Relations Secretary from time to time.
12.6 The sport and
recreation allowance will be adjusted in accordance with variations to the Crown
Employees (Public Sector - Salaries 2021) Award or any replacement award.
12.7 The sport and
recreation allowance will not be payable during temporary assignments to roles
that are not covered by this award.
13. Night Duty
Allowance
13.1 Casual Program
Officers are entitled to the night duty allowance prescribed at
Table 4 of Part B, of this award if they are rostered for night duty or
are required to be on call overnight.
13.2 Program Officer
(Group Leaders) are entitled to the allowance specified at Part B, Table 4, of
this award if they are required to be on call overnight.
14. Recreation Leave
and Annual Leave Loading
14.1 Employees will be
entitled to recreation leave as provided for in the Crown Employees (Public
Service Conditions of Employment) Reviewed Award 2009 or any replacement
award.
14.2 In addition to
the entitlements under subclause 14.1 of this clause, employees will be
entitled to accrue an additional ten days recreation
leave per annum as compensation for day duty performed that is in excess of the
contract hours of duty.
14.3 An employee will
take at least two consecutive weeks of recreation leave every 12 months, except
by agreement with the Regional Director in special circumstances.
14.4 Employees are
entitled to accrue up to a maximum of 40 days recreation leave before they will
be directed to take a minimum of two weeks recreation leave within three months
of the notification at a time convenient to the Centre.
14.5 The employee will
be notified when accrued recreation leave reaches 50 days and will be directed
to take at least two weeks recreation leave within six weeks of the
notification. This leave is to be taken at a time convenient to the Centre.
14.6 Rates of pay
provided for in this award at Part B, Tables 1, 2 and 3 incorporate payment for annual leave loading.
15. Compensatory Leave
15.1 Ongoing and
temporary Program Officers will accrue compensatory leave, subject to subclause
15.2 of this clause, in the following circumstances:
(i) In
accordance with subclause 10.6 of clause 10, Hours of Duty, of this award, one
day of compensatory leave will accrue for each day worked in
excess of 20 in a roster cycle.
(ii) Employees
rostered for duty on a public holiday at any time during the roster cycle will
accrue 1.5 days compensatory leave.
(iii) Employees who
are rostered to perform night duty or are required to be on call overnight on
more than eight occasions in any roster period will accrue compensatory leave
as follows:
one day of compensatory leave will accrue for overnight
night duty/on call.
a half day of compensatory leave will accrue for night
duty/on call that does not require the employee for the entire night provided a
minimum of 7 hours duty in total (day and night duty) has been worked.
Employees can be rostered for night duty or required to
be on call overnight on up to eight occasions in each roster period before
compensatory leave accrues.
(iv) The number of
nights rostered to achieve accrual of compensatory leave will be on a pro-rata
basis for each week of leave taken in a roster period:
Where one week of leave is taken compensatory leave
will accrue in accordance with paragraph (iii) of this subclause when the
employee is required to perform night duty or be on call overnight on more than
6 occasions.
Where two weeks of leave is taken compensatory leave
will accrue in accordance with the said paragraph (iii) when the employee is
required to perform night duty or be on call overnight on more than 4
occasions.
Where three weeks of leave is taken compensatory leave
will accrue in accordance with the said paragraph (iii) when the employee is
required to perform night duty or be on call overnight on more than 2
occasions.
(v) Hours of duty
performed in excess of 40 hours per week will attract
compensatory leave, on an hour for hour basis, up to a maximum of 91 hours per
annum. Compensatory leave accrued under
this paragraph is not counted towards the limit on accumulation set at
subclause 15.2 for compensatory leave accrued under paragraphs (i)-(iv) of this subclause.
15.2 Employees may
accumulate up to ten days compensatory leave accrued in accordance with
paragraphs (i), (ii), (iii) and (iv) of subclause
15.1 of this clause.
15.3 Employees should
use their compensatory leave in the roster cycle following the roster in which
it was accrued, wherever possible.
15.4 Employees may be
directed by the Centre Manager to take accrued compensatory leave during
seasonal downturns and quiet times.
15.5 Compensatory
leave balances should be reduced to zero at the commencement of each year, or
before a transfer to another Centre or to a position not covered by this award.
16. Accommodation and
Residential Requirements
16.1 Program Officers
who elect to reside in separate housing accommodation, where available, within
a Centre will pay rent on accommodation as determined by the Executive
Director.
16.2 Program Officers
who elect to reside in separate housing accommodation, where available, within
a Centre will pay a utilities charge as determined by
the Executive Director. This charge will be considered payment of the
employee’s contribution to the cost of personal electricity, gas/heating and telephone use.
16.3 Program Officers
who elect to occupy shared accommodation where it is available within a Centre
are not required to pay rent on the days when they are rostered on program
duty. Rent will be paid at all other times in accordance with the Meals &
Accommodation Policy.
17. Staff to Client
Ratios
17.1 The number of
clients to which a Program Officer or Program Officer (Group Leader) will be
required to supervise in the participation of an outdoor recreation activity
will be limited to 32 unless the employee is accompanied by another adult or
visiting teacher.
18. Protective
Clothing and Equipment
18.1 The Agency will
provide ongoing and temporary employees employed for periods in
excess of 12 months with the following items:
(i) 1
x pair of sunglasses (approved by the NSW Cancer Council)
(ii) 1 x sunhat that
provides adequate sun coverage
(iii) Sunscreen
(iv) 1 x sleeping bag
(v) 1 x gortex raincoat
(vi) 1 x 2-way radio
for use during activities held off-site
All items may be retained by the employee, with the exception of the two-way radio which must be
returned to the Centre when the employee leaves his/her position.
18.2 Ongoing and
temporary employees will be paid a laundry allowance as provided in the Crown
Employees (Public Service Conditions of Employment) Reviewed Award 2009 or
any replacement award.
18.3 Clothing and
equipment specified under subclause 18.1 of this clause will be purchased in
accordance with NSW Government Procurement Guidelines and where possible, goods
will be Australian Made.
19. Immunisations
19.1 The Agency will
offer all ongoing and temporary employees who are to be employed for three
months or longer, immunisations against Hepatitis A and Hepatitis B. The Agency will fund the cost of the
injections including the post vaccination serology tests.
20. Accreditations
20.1 The Agency will
support the continuing first aid and resuscitation accreditation of Program
Officers and will fund the cost of the training and provide paid time for the
employee to achieve this accreditation.
20.2 The Agency may
provide support for other accreditations deemed essential for employees at
specific locations. These could include,
but are not limited to, boat licences and bus licences.
21. Professional Development
21.1 The Agency is
committed to the professional development of employees. The Agency will
identify the training and development needs of employees and provide
opportunities for skill and professional development. In turn employees will
undertake to professionally develop their skills and knowledge and apply these
to the best of their ability.
22. Transfers Between
Centres
22.1 After two years
of continuous service, an employee may apply for transfer to an advertised
vacancy at another Centre. Such transfers will require the approval of the
Executive Director.
22.2 An employee’s
place of work may be changed by approval of the Executive Director from one
Centre to another on a temporary basis for reasons of skills transfer, to meet
seasonal or unexpected client demand, emergency or at the employee’s request.
22.3 If a Centre is
closed due to seasonal demand, or is temporarily not
providing services for reasons of emergency, employees may be required to
temporarily relocate to another Centre for up to one roster period with
extension by mutual agreement or, alternatively to take accrued leave.
22.4 Subclauses 22.2
and 22.3 of this clause will be subject to
consultation with the employee and personal circumstances will be taken into
account.
22.5 Transfers between
Centres will be in accordance with the provisions of the Act and the guidelines
issues by the Industrial Relations Secretary from time to time.
23. Variable Year
Employment
23.1 Ongoing employees
may choose to take a year’s leave after working for a period of four (4) years
with the Agency. This leave may be
unpaid or paid leave.
23.2 Employees may
choose to have regular deductions from their pay for the preceding four years
to allow for the fifth year of employment to be on full or part pay.
23.3 Employees may
take advantage of variable year employment for reasons of family
responsibilities, academic study, travel, or alternative employment.
23.4 Applications for
variable year employment will be submitted to the Executive Director for
approval. The employee will retain a
right of return to their original role.
24. Deduction of Union
Membership Fees
24.1 The Association will
provide the Agency with a schedule setting out fortnightly union membership
fees payable by members of the union in accordance with the union’s rules.
24.2 The Association
will advise the Agency of any change to the amount of fortnightly union membership
fees made under its rules. Any variation to the schedule of fortnightly union
membership fees payable will be provided to the Agency at least one month in
advance of the variation taking effect.
24.3 Subject to
subclauses 24.1 and 24.2 of this clause, the Agency will deduct union
fortnightly membership fees from the pay of any employee who is a member of the
Association in accordance with the Association’s rules, provided that the
employee has authorised the Agency to make such deductions.
24.4 These deductions
from an employee’s pay will be forwarded regularly to the Association together
with all necessary information to enable the Association to reconcile and
credit subscriptions to the employee’s union membership accounts.
24.5 Unless the Agency
and the Association agree to other arrangements, all union membership fees will
be deducted on a fortnightly basis.
24.6 Where an employee
has already authorised the deduction of union membership fees from his or her
pay before 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.
25.
Anti-Discrimination
25.1 It is the
intention of the parties bound by this award to seek to achieve the object in
section 3(f) of the Industrial Relations
Act 1996 to prevent and eliminate discrimination in the workplace. This includes discrimination on the grounds
of race, sex, marital status, disability, homosexuality, transgender identity, age or responsibilities as a carer.
25.2 It follows that
in fulfilling their obligations under the Grievance and Dispute Settling
Procedures prescribed by the Crown Employees (Public Sector - Salaries 2018)
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.
25.3 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.
25.4 Nothing in this
clause is to be taken to affect:
25.4.1 Any conduct or act
which is specifically exempted from anti-discrimination legislation;
25.4.2 Offering or
providing junior rates of pay to persons under 21 years of age;
25.4.3 Any act or
practice of a body established to propagate religion which is exempted under
section 56(d) of the Anti‑Discrimination
Act 1977;
25.4.4 A party to this
award from pursuing matters of unlawful discrimination in any State or federal
jurisdiction.
25.5 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.
25.5.1 Employers and
employees may also be subject to Commonwealth anti-discrimination legislation.
25.5.2 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."
26. No Extra Claims
26.1 The no extra
claims clause (clause 8) contained in the Crown Employees (Public Sector -
Salaries 2021) Award will apply to employees covered by this award.
27.
Area, Incidence and Duration
27.1 This award will apply to all staff employed
by the Agency who are employed in the classifications of Program Officer and
Program Officer (Group Leader).
27.2 The employees regulated 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 provided
for by the Crown
Employees (Public Service Conditions of Employment) Reviewed Award 2009 and the
Crown Employees (Public Sector - Salaries 2021) Award or any replacement
awards.
27.3 This award is made following a review under
section 19 of the Industrial Relations
Act 1996 and rescinds and replaces the Crown
Employees (Office of Sport - Program Officers) Award published 6 Sptember 2019 (385 I.G. 157), as varied.
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 (385 I.G. 157) take
effect on and from 21 October 2021.
27.4 Changes made to this award subsequent to it first being published on 11 July 2008 (366
I.G. 159) have been incorporated into this award as part of the review.
27.5 The award remains in force until varied or
rescinded, the period for which it was made having already expired.
PART B
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 Table 1 of 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.
Annual incremental progression from level to level within the
classification of Program Officer will be on the anniversary of assignment to a
role; and subject to satisfying the provisions of clause 14, Increments, of the
Government Sector Employment Regulation 2014.
The classification
of Program Officer (Group Leader) is comprised of two separate grades.
Table 1 - Rates
of Pay - Program Officers - Ongoing
|
Classification and Grades
|
1.7.21
|
|
|
Per annum
|
|
|
2.04%
|
|
|
$
|
|
Program Officers
|
|
|
Level 1
|
62,096
|
|
Level 2
|
64,528
|
|
Level 3
|
68,171
|
|
Level 4
|
73,041
|
|
Level 5
|
75,474
|
|
Level 6
|
79,138
|
|
Level 7
|
82,782
|
|
Level 8
|
86,443
|
|
Level 9
|
90,084
|
|
Level 10
|
93,747
|
|
Level 11
|
97,383
|
|
Level 12
|
99,821
|
Table 2 - Rates
of Pay - Program Offers - Temporary and Casual Employees
|
Program Officers - Temporary employees
|
1.7.21
|
|
|
Per day
|
|
|
2.04%
|
|
|
$
|
|
Level 1
|
238.35
|
|
Level 2
|
247.05
|
|
Level 3
|
260.65
|
|
Level 4
|
280.55
|
|
Level 5
|
289.25
|
|
Level 6
|
302.90
|
|
Level 7
|
317.80
|
|
Level 8
|
331.35
|
|
Level 9
|
345.10
|
|
Level 10
|
358.75
|
|
Level 11
|
373.65
|
|
Level 12
|
382.35
|
|
|
|
|
Program Officers - Casual Employees
|
1.7.21
|
|
|
Per day
|
|
|
2.04%
|
|
|
$
|
|
Level 1
|
267.80
|
|
Level 2
|
278.25
|
|
Level 3
|
294.00
|
|
Level 4
|
314.90
|
|
Level 5
|
325.50
|
|
Level 6
|
341.20
|
|
Level 7
|
357.00
|
|
Level 8
|
372.75
|
|
Level 9
|
388.45
|
|
Level 10
|
404.30
|
|
Level 11
|
420.00
|
|
Level 12
|
430.40
|
Table 3 - Rates
of Pay - Program Officer (Group Leader)
|
Program Officer (Group Leader) *
|
1.7.21
|
|
|
Per day
|
|
|
2.50%
|
|
|
$
|
|
Grade 1
|
208.10
|
|
Grade 2
|
252.45
|
The Classification
of Assistant Group Leader previously contained in the award has been deleted as
obsolete.
Table 4 -
Allowances
|
Sport and recreation
allowance - Ongoing Employees Program Officers (per annum)
|
121,72
|
|
Sport and
recreation allowance- Temporary Program Officers (per day)
|
46.70
|
|
Night duty allowance
- Casual Program Officers (per night)
|
99.60
|
|
Night duty
allowance - Program Officer (Group Leaders) (per night)
|
48.05
|
SCHEDULE 1
CENTRE AND ACADEMY LOCATIONS
Berry Sport and Recreation Centre
660 Coolangatta Road
BERRY NSW 2535
Borambola Sport and Recreation
Centre
1980 Sturt Highway
WAGGA WAGGA NSW 2650
Broken Bay Sport and Recreation Centre
BROOKLYN NSW 2083
Lake Ainsworth Sport and Recreation Centre
Pacific Parade
LENNOX HEAD NSW 2478
Lake Burrendong Sport and
Recreation Centre
Tara Road
MUMBIL NSW 2820
Jindabyne Sport and Recreation Centre
The Barry Way
JINDABYNE NSW 2627
Lake Keepit Sport and Recreation
Centre
Fitness Camp Road
GUNNEDAH NSW 2380
Milson Island Sport and Recreation Centre
BROOKLYN NSW 2083
Myuna Bay Sport and Recreation Centre
Main Road
DORA CREEK NSW 2264
Point Wolstoncroft Sport and
Recreation Centre
Kanangra Drive
GWANDALAN NSW 2259
Sydney Academy of Sport and Recreation
Wakehurst Parkway
NARRABEEN NSW 2101
D. SLOAN, Commissioner
____________________
Printed by
the authority of the Industrial Registrar.