"Weekly rates" will be ascertained by dividing an
annual amount by 52.17857 or vice versa to obtain an annual rate from a weekly
rate.
2. Salary Bands
(i) Full-time Health Manager employees shall be paid the salaries
as set out in Table 1 of Part B -
Monetary Rates, of this Award.
(ii) Persons who
commence employment in accordance with one of the Work Level Statements will be
allocated to the level described by the Work Level Statement and paid an
initial salary equal to the minimum of the salary band for the relevant level,
provided that a higher initial
salary may be offered to an individual employee on merit.
(iii) If a global
salary movement to classifications covered by this Award causes an employee to
exceed the upper limit of a salary band, the excess above such upper limits
will be paid as a personal allowance.
3. Classification
Levels
Employees shall be graded and perform the duties within
a classification level as set out in Table 2 - Classification Levels, of Part B, Monetary Rates,
and paid within
the appropriate salary
band as set out in Table 1 - Salaries, of the said Part B.
4. Removal Expenses
This Clause only applies to persons (other than casuals) employed
under the Health Managers (State) Award 2023 as varied or replaced from
time to time. Any person employed under the Health Managers (State) Award
2023 as varied or replaced from time to time, shall be entitled to a refund
of the actual cost incurred by them in the transportation of themself and their
family and of the expenses reasonably incurred by them in conveying their
furniture and effects from their last place of residence to the city or town in
which is situated the Public Health Organisation to which they are appointed on
the following conditions:
(i)
They shall, immediately prior to taking
up the new appointment, have had 12 months' continuous service in another Public
Health Organisation situated
other than in the town or city in which
is situated the Public
Health Organisation to which they have been appointed.
(ii)
They shall not have received from any Public Health
Organisation a refund under this clause within a period of two years prior to
them taking up their appointment.
(iii)
They shall give an undertaking that they will refund to the Public Health Organisation any payments made to them by it under this clause
should they leave its employment within 12 months of them becoming employed by
it.
5. 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.
6. 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.
7. 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."
8. 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, 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.
9. 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 in the second and third columns in
Table 1 of 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 Managers (State) Award 2023
as published on 8 September 2023
(395 I.G. 117) 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 section 115(1) of the Health
Services Act 1997, or their
successors, assignees or transmittees, excluding the County of Yancowinna.
PART B
MONETARY RATES
Table 1 - Salaries
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 01/07/2024
Minimum
Per
annum
$
|
Rate
from ffppoa 01/07/2024
Maximum
Per
annum
$
|
|
Level 1
|
84,436
|
112,331
|
|
Level 2
|
109,857
|
129,624
|
|
Level 3
|
127,150
|
144,444
|
|
Level 4
|
141,974
|
169,151
|
|
Level 5
|
166,678
|
186,448
|
|
Level 6
|
182,575
|
199,405
|
Table 2 -
Classification Levels
|
Level
|
Title
|
Description
of Work
|
Skills
and Attributes
|
|
One
|
Health Manager
|
• Responsible for managing
hospitals and other facilities that provide basic routine and emergency
health care for customers which may include multiple sites and services; or
|
Management:
|
|
|
|
• Understanding and
commitment to the Health Systems priorities;
|
|
|
|
|
• Responsible for providing
support services for the management of hospitals and other larger facilities
which may include multiple services and sites; or
|
• Capacity to direct all
operational facets based on strategic and business plans;
|
|
|
|
• Ability to ensure budget targets are met.
|
|
|
|
• Responsible for providing
support for the management of human resources and/or financial and/or
administrative and/or hotel and/or clinical services for hospitals which
provide a wide range of specialised services for customers and/or Health
Services.
|
• Capacity to undertake
performance appraisal of staff and ability to develop performance measures.
|
|
|
|
• Effective communication and
interpersonal skills.
|
|
|
|
|
|
|
Support:
|
|
|
|
Staff at this level are
accountable for ensuring funds are expended according to approved budgets and
for ensuring targets are met.
|
• Assist with the development
and implementation of policies, procedures, standards and practices.
|
|
|
|
|
|
|
Staff are responsible to
provide regular feedback and appraisal regarding the performance of staff.
|
• Able to meet pre-determined
targets and deadlines.
|
|
|
|
Staff are responsible for
maintaining effective relationships with Health Service to ensure Health
System's priorities are met.
|
• Ability to be flexible and
adapt work practices to suit circumstances.
|
|
|
|
Staff at this level assist
with the development and implementation of policies, procedures, standards
and practices for the hospital or Health Service.
|
|
|
|
|
Staff are responsible and
accountable for providing a professional level of services to the Hospital(s)
or Health Service or oversee the management of aspects of services and the
staff.
|
|
|
Level
|
Title
|
Description of Work
|
Skills and
Attributes
|
|
|
Two
|
Health
Manager
|
Jobs at this level have greater responsibilities than
those at Level One and are:
|
The skills and attributes at this level are greater than
those at Level One and include:
|
|
|
|
|
|
|
|
|
|
|
• Responsible for managing hospitals and larger facilities
that provide a wide range of health care services with some sub-speciality
services for customers which may include multiple services and sites; or
|
Management:
|
|
|
• High level of leadership; communication and
Interpersonal skills.
|
|
|
|
|
|
• Capacity to exercise creative and entrepreneurial
solutions to improve productivity and effectiveness for customers.
|
|
|
|
|
• Responsible for providing support services for the
management of large hospitals which include multiple services and sites; or
|
|
|
• Proven negotiation and delegation skills.
|
|
|
|
|
|
|
|
|
|
|
• Responsible for providing support and in some cases
managing human resource and/or financial and/or administrative and/or hotel
and/or clinical services for hospitals which provide a wide range of
specialised services for customers and/or Health Services.
|
• Ability to motivate and co-ordinate
staff.
|
|
|
|
|
|
Support:
|
|
|
|
|
• Ability to provide input, interpret, monitor and
evaluate policies, procedures and standards for customers.
|
|
|
|
|
|
|
|
|
|
Staff at this level are accountable for allocation and/or
expenditure or resources and ensuring targets are met. Staff are responsible
for ensuring optimal budget outcomes for their customers and communities.
|
|
|
|
• Capacity to design strategic and business objectives.
|
|
|
|
|
• Ability to develop performance measures.
|
|
|
|
|
|
|
|
|
|
|
Staff are responsible for providing regular feedback and
appraisals for senior staff to improve health outcomes for customers and for
maintaining a performance management system.
|
|
|
|
|
|
|
|
|
|
|
|
Staff are responsible for providing support for the
efficient, cost effective and timely delivery of services.
|
|
|
|
Level
|
Title
|
Description
of Work
|
Skills
and Attributes
|
|
Three
|
Health
|
Jobs at this level have
greater
|
The skills and attributes at
this level are
|
|
|
Manager
|
responsibilities than those
at Level Two
|
greater than those at Level
Two and
|
|
|
|
and are:
|
include:
|
|
|
|
|
Management:
|
|
|
|
• Responsible for managing
hospitals
|
|
|
|
|
which provide a wide range of
health
|
• Excellent leadership,
communication
|
|
|
|
care services with some
specialities
|
and Interpersonal skills.
|
|
|
|
which include multiple sites
and
|
|
|
|
|
services; or
|
• Highly developed and effective
|
|
|
|
|
management skills.
|
|
|
|
• Responsible for providing support
|
|
|
|
|
services for the management
of large
|
• Ability to develop, monitor
and reach
|
|
|
|
complex hospitals or groups
of hospitals;
|
predicted outcomes to
strategic and
|
|
|
|
or
|
business plans.
|
|
|
|
|
|
|
|
|
• Responsible for management
and in
|
• Highly developed and
effective
|
|
|
|
some cases support in human
resources
|
negotiation and delegation
skills.
|
|
|
|
and/or financial and/or
administrative
|
|
|
|
|
and/or clinical services in
tertiary teaching
|
• Proven capacity to manage
multi-
|
|
|
|
hospitals and/or Health Services.
|
disciplinary groups.
|
|
|
|
|
|
|
|
|
Staff at this level are
responsible for
|
Support:
|
|
|
|
reviewing senior staff
performances
|
|
|
|
|
through regular appraisal to
improve
|
• Ability to make judgements
and have
|
|
|
|
health outcomes for patients
and for
|
sole delegated responsibility
to approve
|
|
|
|
maintaining a performance
management
|
changes in standards,
practices, policies
|
|
|
|
system.
|
and procedures.
|
|
|
|
|
|
|
|
|
Staff are responsible to
maintain effective
|
• Highly developed
negotiation and
|
|
|
|
relationships and
communication with
|
delegations' skills.
|
|
|
|
Area Health Service to ensure
that
|
|
|
|
|
corporate goals and
priorities of the
|
|
|
|
|
Health System are met.
|
|
|
|
|
|
|
|
|
|
Staff are responsible to
maintain effective
|
|
|
|
|
relationships and
communication with
|
|
|
|
|
Health Services to ensure
that corporate
|
|
|
|
|
goals and priorities of the
Health System
|
|
|
|
|
are met.
|
|
|
|
|
|
|
|
|
|
Staff at this level are
responsible for
|
|
|
|
|
providing timely delivery of
services and
|
|
|
|
|
are accountable to the
appropriate
|
|
|
|
|
Executive.
|
|
|
|
|
|
|
|
|
|
Staff are responsible for contributing
to
|
|
|
|
|
the development and
implementation of
|
|
|
|
|
business plans.
|
|
|
|
|
|
|
|
|
|
Staff at this level are
required to make
|
|
|
|
|
judgements and may in some
cases, be
|
|
|
|
|
delegated responsibility to
approve
|
|
|
|
|
changes in standard practice
and
|
|
|
|
|
procedures.
|
|
|
Level
|
Title
|
Description
of Work
|
Skills
and attributes
|
|
Four
|
Health
|
Jobs at this level have
greater
|
The skills and attributes at
this level are
|
|
|
Manager
|
responsibilities than those
at Level Three,
|
greater than those at Level
Three and
|
|
|
|
are accountable through
performance
|
include:
|
|
|
|
agreements and are:
|
|
|
|
|
|
• System-wide view of health
care
|
|
|
|
• Responsible for managing
hospitals
|
provision and management to
improve
|
|
|
|
which provide a wide range of
Specialist
|
health outcomes for customers.
|
|
|
|
services for customers which
include
|
|
|
|
|
multiple sites and services;
or
|
• Excellent strategic
planning and policy
|
|
|
|
|
development skills.
|
|
|
|
• Responsible for management
of human
|
|
|
|
|
resource and/or financial
and/or
|
• Proven management expertise
at a
|
|
|
|
administrative and/or
clinical services in
|
senior level.
|
|
|
|
Health Services.
|
|
|
|
|
|
|
|
|
|
Staff are responsible for
ensuring optimal
|
• Competent to make complex
|
|
|
|
health outcomes within budget
for their
|
judgements and take
initiatives through
|
|
|
|
customers and communities.
|
delegated responsibilities.
|
|
|
|
|
|
|
|
|
Staff are accountable for
allocating
|
|
|
|
|
resources and ensuring
budgets are
|
|
|
|
|
effectively met. Staff are
responsible for
|
|
|
|
|
developing appropriate
strategies to
|
|
|
|
|
manage budget changes in a
timely
|
|
|
|
|
manner.
|
|
|
|
|
|
|
|
|
|
Staff at this level are
required to make
|
|
|
|
|
complex judgements and make
|
|
|
|
|
appropriate changes in
standard practices,
|
|
|
|
|
policies and procedures.
|
|
|
|
|
|
|
|
|
|
Staff at this level are
expected to
|
|
|
|
|
develop/implement strategic
business
|
|
|
|
|
plans and ensure budgets are
allocated
|
|
|
|
|
and targets met.
|
|
HEALTH MANAGER LEVEL 5
Grading Characteristics, Skills and Attributes
(a) Authority &
Accountability
Freedom to operate within
delegated authority, performance agreement, and Health Service policy
Recommend service priorities
Exercise judgement within
delegations
Formulate policy and deliver
programs in line with performance agreement
Involvement in the development of
long-term strategies
Report directly to a member of the
area executive
Budget management and
responsibility for significant budget amount
or
Management of complex area service
or unit, requiring specialist advice and input
Adherence to the Accounts and
Audit and Determination for Health Services and all Statutory Requirements
(b) Judgement &
Problem-Solving
Exercise judgement and problem
solving in service policy areas (e.g. Mental Health, HR)
Frequent resolution of unusual and
complex problems
Develop business strategies and
business plans
Develop ideas, optional action
plans, courses of action
Anticipate and resolve problems in
a challenging and dynamic environment
Seek advice when there is no
existing policy or precedent
Use of evidence-based
decision-making to back up decisions
Sound ability to solve problems
using innovative, creative solutions
High level of technical expertise
Provision of high level of expert
advice and sound judgement
Independent decision-making;
exercising independent judgement
Has a sound understanding of
political and cross-Health Service issues and how they impact on the
organisation
Actively develop strategic
partnerships
(c) Leadership & Management
Skills
Provide leadership, management and
direction
Actively contributes to shaping
the organisation’s strategic plan
Ensures that the strategic plan is
outcome-focussed, takes into account the short and
long-term priorities, and is
achievable
Actively monitors progress towards
the achievement of the strategic vision
Achieve set objectives
Resolve conflict
Address and prioritise competing
demands
Lead and manage organisation
change on a health service(s)-wide basis
Build appropriate organisation
values and culture
Anticipate problems and develop
contingency strategies to meet complex situations
Applies intellectual rigour to all
aspects of their work
(d) Personal & Interpersonal
Skills
Provide specialist advice
Lead persuade, motivate and
negotiate at senior levels
Ability to deal with people at all
levels
Communicate and liaise effectively
at all levels within the organisation
Spokesperson for area of
responsibility (media, public)
Effective community liaison and
communication
Effectively self-manages
Innovative & lateral thinker
Flexible & responsive
Supports a reflective
learning/quality culture that enables both individuals and the organisation to
develop
Articulates and promotes the
organisation’s vision and goals
Promotes an environment in which
traditional ways of thinking are challenged and debate is encouraged
Provides effective role-modelling
Celebrates achievements and
encourages innovation
(e) Outcomes & Performance
Formal personal agreement with
CEO, Deputy CEO or Service Director / General Manager (KRAs)
Significant impact on
service/hospital achievements and targets
Formal performance agreements with
direct reports
Achievement of best practice
Monitoring and compliance with all
professional standards
Responsible for health
service(s)-wide service delivery
HEALTH MANAGER LEVEL 6
Grading Characteristics, Skills and Attributes
(a) Authority &
Accountability
Able to make decisions assessing
the ‘measured risk’
Scope to use resources to
reallocate resources to meet changing business needs prioritisation
Exercise judgement - in broad
context
Accountable for policy and
delivery of programs
Authorised to commit Health
Service to course of action
Develop long-term strategies
Report directly to CEO or Deputy
CEO, or Director Health Service Operations
Budget management and
responsibility for a very significant and complex budget, or
Responsibility for a complex
inter/intra area health service unit
Adherence to the Accounts and
Audit Determination for Health Services and all
Statutory Requirements
(b) Judgement &
Problem-Solving
Develop organisation-wide
strategic policy direction (e.g. Mental Health, HR)
Manage the resolution of unusual
and complex systemic problems
Define business and strategic
plans based upon current and future directions
Develop ideas and define action
plans and courses of action
Resolve problems in a challenging
and dynamic environment
Use of evidence-based
decision-making to back up decisions
Demonstrated ability to anticipate
and solve problems using innovative and creative solutions
High level of technical expertise
Highly regarded as an authority
and provider of sound advice
High level independent
decision-making
Has a sound understanding of
political and cross-Health Service issues and how they impact on the
organisation
Actively develops strategic
partnerships
(c) Leadership & Management
Provide leadership, management and
direction
Actively contributes to shaping
the organisation’s strategic plan
Ensures that the strategic plan is
outcome-focussed, takes into account the short and long-term priorities, and is
achievable
Actively monitors progress towards
achievement of the strategic vision
Achieve objectives
Resolve conflict
Address and prioritise competing
demands
Lead and manage complex
organisational change on an inter/intra health service(s)-wide basis
Build appropriate organisation
values and culture
Anticipate problems, consider and
analyse highly complex issues, develop and implement contingency strategies
Ability to sell and successfully
implement difficult decisions
Applies intellectual rigour to all
aspects of their work
(d) Personal & Interpersonal
Skills
Provide expert advice
Lead, persuade, motivate,
negotiate at senior levels
Ability to deal with people at all
levels
Spokesperson for area of
responsibility (media, public)
Effective communication and
community liaison
Effectively self-manages
Innovative and lateral thinker
Flexible and responsive
Supports a reflective
learning/quality culture that enables both individuals and the organisation to
develop
Articulates and promotes the
organisation’s vision and goals
Promotes an environment in which
traditional ways of thinking are challenged and debate is encouraged
Provides effective role-modelling
Celebrates achievements and
encourages innovation
(e) Outcomes & Performance
Formal performance agreement with
the CEO (KRAs)
Achievement of overall
organisation targets; budget / service delivery / quality programs
Formal performance agreements with
direct reports
Achievement of best practice
Monitoring and compliance with all
professional standards
Responsibility for Health
Service(s)-wide and intra Health Service delivery
I.
Taylor J, President.
____________________
Printed by
the authority of the Industrial Registrar.