Health Employees' Administrative Staff (State) Award 2024
INDUSTRIAL RELATIONS COMMISSION OF NEW SOUTH WALES
Application by NSW Ministry of Health.
(Case No. 242741 of 2024)
|
Before
President Taylor
|
|
26 November 2024
|
AWARD
PART A
Arrangement
Clause No. Subject Matter
1.
Definitions and Work Level Statements
2.
3.
Salaries and Wages
4.
5.
Higher Skills
6.
7.
Conditions of Service
8.
9.
Dispute Resolution
10.
11.
Anti-Discrimination
12.
13.
No Extra Claims
14.
15.
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)
(e)
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
The Commission
makes this Award on the basis that the parties have provided the following
undertaking: Other than as provided for in the Industrial Relations Act 1996(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 2025 by a party to this Award.
For the
avoidance of doubt, the Parties may, during the term of this Award, discuss
additional opportunities for system improvements and, if agreed, a further pay
increase may be provided to recognise the contribution of employees to those
system improvements.
8. Area, Incidence and Duration
(i)
This Award takes effect from 1 July 2024 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 2024.
(ii)
This Award
rescinds and replaces the Health Employees Administrative Staff (State)
Award 2023 published 1 September 2023 (395 I.G. 10) 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 2024 to the commencement of the first full pay period on or after 1 July
2024, the applicable rates of pay are those that applied immediately prior to
the first full pay period on or after 1 July 2024.
|
Classification
|
Rate from ffppoa 01/07/24
Per Week
$
|
|
Telephonist
|
|
Level 1
|
|
1st Year
|
1090.16
|
|
2nd Year
|
1110.22
|
|
3rd Year
|
1154.96
|
|
4th Year
|
1181.67
|
|
5th Year
|
1230.28
|
|
Level 2
|
|
1st Year
|
1255.96
|
|
2nd Year
|
1282.06
|
|
3rd Year
|
1307.08
|
|
Level 3
|
|
1st Year
|
1333.55
|
|
2nd Year
|
1360.25
|
|
Administration Officer
|
|
Level 1
|
|
1st Year
|
1052.72
|
|
2nd Year
|
1094.14
|
|
3rd Year
|
1134.19
|
|
4th Year
|
1160.55
|
|
5th Year
|
1187.84
|
|
Level 2
|
|
1st Year
|
1227.44
|
|
2nd Year
|
1268.15
|
|
Level 2A
|
|
1st Year
|
1291.20
|
|
2nd Year
|
1309.71
|
|
Level 3
|
|
1st Year
|
1309.71
|
|
2nd Year
|
1350.53
|
|
Level 4
|
|
1st Year
|
1385.35
|
|
2nd Year
|
1417.06
|
|
Level 5
|
|
1st Year
|
1458.95
|
|
2nd Year
|
1492.04
|
|
Level 6
|
|
1st Year
|
1539.73
|
|
2nd Year
|
1576.13
|
Table 2 - Allowances
|
Clause No.
|
Allowance Description
|
Rate from ffppoa 01/07/2024
$
|
|
|
Telephonist - Level 1 -
In-Charge
|
|
1
|
Telephonist In Charge - 3-5 (per shift)
|
9.86
|
|
1
|
Telephonist In Charge - 6-10 (per shift)
|
12.21
|
|
1
|
Telephonist In Charge - >10 (per shift)
|
21.11
|
|
|
Higher Skills
|
|
3
|
Higher Skills Allowance (per week)
|
19.46
|
I.TAYLOR, President.
____________________
Printed by the authority of the Industrial Registrar.