Health Employees' Administrative Staff (State)
Award 2023
INDUSTRIAL RELATIONS
COMMISSION OF NEW SOUTH WALES
Application by NSW Ministry of Health.
(Case No. 212312 of 2023)
|
Before Chief Commissioner Constant
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17 August 2023
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AWARD
PART A
Arrangement
Clause No. Subject Matter
1. Definitions
and Work Level Statements
2. Salaries
and Wages
3. Higher
Skills
4. Conditions
of Service
5. Dispute
Resolution
6. Anti-Discrimination
7. No Extra
Claims
8. Area,
Incidence and Duration
PART B - MONETARY RATES
Table 1 - Rates of Pay
Table 2 - Allowances
PART A
1. Definitions and
Work Level Statements
"Employer" means the Secretary of the Ministry of
Health exercising employer functions on behalf of the Government of New South
Wales.
"Health Service" means a Local Health District
constituted under section 8 of the Health Services Act 1997, a Statutory
Health Corporation constituted under section 11 of that Act, and an Affiliated
Health Organisation constituted under section 13 of that Act, as amended or
varied from time to time.
"Hospital" means a public hospital as defined in
section 15 of the Health Services Act 1997, as amended or varied from
time to time.
"Telephonist - Level 1" means a person whose major
function (i.e. 80 per cent or more) is spent in operating a switchboard or
similar equipment.
An in-charge shift allowance will apply to Telephonist -
Level 1 in charge of staff. The Allowances payable are as set out in Item 1 of
Table 2 - Allowances, of Part B, Monetary Rates.
"Telephonist - Level 2" means a person whose major
function (i.e. 60 per cent or more) is spent operating a switchboard or similar
equipment and who is required to perform routine clerical duties and/or handle
monies.
"Telephonist - Level 3" means a person who is
required to perform clerical duties in respect of admissions and/or accounts
(other than telephone) in addition to switchboard duties.
"Union" means the Health Services Union NSW.
"Work Level Statements" - Employees will not be
required to meet all conditions of the work level statements but will generally
be expected to be carrying out the responsibilities contained within the
descriptions.
Administration Officer -
Level 1 - These positions are established for undertaking
routine clerical work, an employee at this level may be a trainee with no
previous experience.
Work is performed under close supervision requiring the
application of basic skills and routines such as providing receptionist
services, straight forward collating, collecting and distributing, carrying out
routine checks by simple comparisons, maintaining basic records, mail
procedures, obtaining or providing information about straight forward matters
and routine user maintenance of office equipment.
Work performed is within established routines, methods and
procedures.
The work which it is envisaged would come within this level
would require the exercise of any one or more of the skills set out below:
Operate personal computers, printing devices attached to
personal computers, paging system, calculator.
Level 2 - Training of other employees may be required.
Undertaking a range of operational and administrative tasks
under general instruction and close supervision but with discretion in
selecting the most appropriate method and sequence.
Requires knowledge of specific procedures and regulations.
The exercising of basic judgment is required, although
problems encountered are of a simple nature with solutions found by reference
to established methods and procedures.
The work which it is envisaged would come within this level
would involve a range of activities requiring the use of numeric, written and
verbal communication, and other work skills appropriate to the tasks and
responsibilities.
In addition to other pay office duties performs the actual
calculation of salaries.
Level 2A - This level of Administrative officer is required
to provide a secretarial service to a Department, etc., of a hospital or to an
individual officer or officers, including arranging travel bookings and
itineraries, make appointments, screen telephone calls, follow visitor protocol
procedures, establish telephone contact on behalf of Officer/s. The
Administrative officer may be required to take shorthand notes at 100 w.p.m.
and transcribe accurately from those notes and/or transcribe accurately from a
Dictaphone.
Level 3 - Decision making in day to day operational matters
is a normal part of the duties.
Assist more senior officers in complex tasks or
projects.
Work performed under broad supervision but requires some
independent action.
Scope exists for exercising initiative in the application of
established work practices and procedures.
Employees may be graded at this level where the principal
functions of their employment require a sound knowledge of the activities
usually performed within the work area and their impact upon the activities of
others.
Required to carry out routine pay office duties involving
the calculation of employee pays and entitlements together with provision of
direct advice on pay and conditions to employees.
Level 4 - Working under limited direction and guidance with
regard to work priorities.
Possess organisational skills required to set priorities and
monitor workflow in the area of responsibility.
Ability to write reports, documents and correspondence,
including drafting complex correspondence for senior officers, accurately and
clearly.
Carry out a variety of functions which may be complex in
nature and require judgment in selecting and applying established principles,
techniques and methods.
Ability to investigate or evaluate legislation, regulations,
instructions or procedural guidelines relevant to the tasks and
responsibilities.
Ability to delegate work to subordinates where appropriate.
Carry out inspection and monitoring functions to ensure
outputs are of a high quality.
Required to carry out routine pay office duties involving
the calculation of employee pays and entitlements together with provision of
direct advice on pay and conditions to employees and having had a minimum of 2
years’ service carrying out these duties.
Level 5 - Ability to manage physical and financial resources
to ensure the delivery of services or the successful completion of a project.
Decision making across a number of areas and review of
operational systems.
Ability to manage conflict of resources or priorities.
Independent action may be exercised within constraints set
by senior management.
Work with little formal guidelines, usually under limited
direction as to work priorities and the detailed conduct of the task.
Required to exercise advanced skills and knowledge in
respect of pay office functions and whose duties include responsibilities for
the checking of subordinates' work and the exercise of an interpretive role in
respect of pay enquiries.
Level 6 - Possess well developed communication skills and
the ability to bring a creative approach to problem solving and conflict
resolution.
Formulate policies that reflect current and future
organisational requirements.
Ability to develop policy and advice for senior and line
management.
Guidelines, rules, instructions or procedures for use by
other staff may be developed at this level relevant to the area of
responsibility.
Evaluate new methods and technology and disseminate
information to appropriate areas.
Required to exercise advanced skills and knowledge in
respect of pay office functions and whose duties include responsibilities for
the checking of subordinates work and the exercise of an interpretative role in
respect of pay enquiries and having had a minimum of 2 years’ service carrying
out these duties.
2. Salaries and Wages
Full time Administrative Staff employees shall be paid the
salaries as set out in Table 1 of Part B - Monetary Rates of this Award.
3. Higher Skills
Employees appointed as Administration Officer Level 1 who
are required by the employer to type at 60 w.p.m. and/or use medical
terminology verbatim, will be paid an allowance as set out in item 2 of Table 2
- Allowances, of Part B, Monetary Rates. Employees appointed as Administration
Officer Level 2 or 2A who are required by the employer to use medical terminology
verbatim, will be paid an allowance as set out in the said Item 2.
4. Conditions of
Service
The Health Employees Conditions of Employment (State) Award
2023 as varied or replaced from time to time, shall apply to all persons
covered by this Award.
In addition, the Health Industry Status of Employment
(State) Award 2023 as varied or replaced from time to time, shall also apply to
relevant employees.
5. Dispute Resolution
The dispute resolution procedures contained in the said
Health Employees Conditions of Employment (State) Award 2023 as varied or
replaced from time to time, shall apply.
6. Anti-Discrimination
(i) 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.
(ii) 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.
(iii) 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.
(iv) 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.
(v) 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 this 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."
7. No Extra Claims
Other than as provided for in the Industrial Relations
Act 1996 and the Industrial Relations (Public Sector Conditions of
Employment) Regulation 2014 (or its successor however described) there shall be
no further claims/demands or proceedings instituted before the Industrial
Relations Commission of New South Wales for extra or reduced wages, salaries,
rates of pay, allowances or conditions of employment with respect to the
employees covered by the Award that take effect prior to 30 June 2024 by a
party to this Award.
8. Area, Incidence and
Duration
(i) This Award
takes effect from 1 July 2023 and shall remain in force for a period of one
year. The rates and allowances in the second column of the tables in Part B -
Monetary Rates will apply from the first full pay period on or after (ffppoa) 1
July 2023.
(ii) This Award
rescinds and replaces the Health Employees Administrative Staff (State) Award
2022 published 20 October 2022 (392 I.G. 1304) and all variations thereof.
(iii) This Award
shall apply to persons employed in classifications contained herein employed in
the New South Wales Health Service under s115(1) of the Health Services Act
1997, or their successors, assignees or transmittees, excluding the County of
Yancowinna.
PART B
MONETARY RATES
Table 1 - Rates of Pay
In the period 1 July 2023 to the commencement of the first
full pay period on or after 1 July 2023, the applicable rates of pay are those
that applied immediately prior to the first full pay period on or after 1 July
2023.
|
Classification
|
Rate from ffppoa
01/07/23
Per Week
$
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Telephonist
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Level 1
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1st Year
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1,053.29
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2nd Year
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1,072.68
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3rd Year
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1,115.90
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4th Year
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1,141.71
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5th Year
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1,188.68
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Level 2
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1st Year
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1,213.49
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2nd Year
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1,238.71
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3rd Year
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1,262.88
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Level 3
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1st Year
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1,288.45
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2nd Year
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1,314.25
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|
Administration Officer
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|
Level 1
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|
1st Year
|
1,017.12
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2nd Year
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1,057.14
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3rd Year
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1,095.84
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4th Year
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1,121.30
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5th Year
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1,147.67
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Level 2
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1st Year
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1,185.93
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2nd Year
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1,225.27
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Level 2A
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1st Year
|
1,247.54
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2nd Year
|
1,265.42
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Level 3
|
|
1st Year
|
1,265.42
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2nd Year
|
1,304.86
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Level 4
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1st Year
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1,338.50
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2nd Year
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1,369.14
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Level 5
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1st Year
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1,409.61
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2nd Year
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1,441.58
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Level 6
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1st Year
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1,487.66
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2nd Year
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1,522.83
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Table 2 - Allowances
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Clause No.
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Allowance
Description
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Rate from ffppoa
01/07/2023
$
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Telephonist - Level 1 - In-Charge
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|
1
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Telephonist In Charge - 3-5 (per shift)
|
9.53
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1
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Telephonist In Charge - 6-10 (per shift)
|
11.80
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|
1
|
Telephonist In Charge - >10 (per shift)
|
20.40
|
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Higher Skills
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|
3
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Higher Skills Allowance (per week)
|
18.80
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N. CONSTANT, Chief Commissioner
____________________
Printed by
the authority of the Industrial Registrar.