MA000076 PR988936 |
|
ORDER |
Workplace Relations Act 1996
s.576E – Procedure for carrying out award modernisation process
EDUCATIONAL SERVICES (SCHOOLS) GENERAL STAFF AWARD 2010
(AM2008/33)
JUSTICE GIUDICE, PRESIDENT |
MELBOURNE, 4 SEPTEMBER 2009 |
Award Modernisation.
1. Further to the decision [[2009] AIRCFB 826] issued by the Commission on 4 September 2009, the following modern award is made:
Educational Services (Schools) General Staff Award 2010
2. The award is attached.
BY THE COMMISSION:
PRESIDENT
Educational Services (Schools) General Staff Award 2010
Table of Contents
Part 1—Application and Operation
1. Title
2. Commencement date
3. Definitions and interpretation
4. Coverage
5. Access to the award and the National Employment Standards
6. The National Employment Standards and this award
7. Award flexibility
Part 2—Consultation and Dispute Resolution
8. Consultation regarding major workplace change
9. Dispute resolution
Part 3—Types of Employment and Termination of Employment
10. Types of employment
11. Leave without pay during non-term weeks
12. Termination of employment
13. Redundancy
Part 4—Minimum Wages and Related Matters
14. Classifications
15. Minimum wages
16. Allowances
17. Accident pay
18. Higher duties
19. Payment of wages
20. Superannuation
21. Supported wage and national training wage
Part 5—Hours of Work and Related Matters
22. Ordinary hours of work
23. Rostered days off
24. Breaks
25. Shiftwork
26. Penalty rates
27. Overtime
Part 6—Leave and Public Holidays
28. Annual leave
29. Personal/carer’s leave and compassionate leave
30. Community service leave
31. Public holidays
Schedule A—Classifications
Schedule B—Supported Wage System
Schedule C—National Training Wage
Schedule D—Apprentices
Schedule E—Translation and Transition
Part 1—Application and Operation
This award is the Educational Services (Schools) General Staff Award 2010.
This award commences on 1 January 2010.
3. Definitions and interpretation
3.1 In this award, unless the contrary intention appears:
Act means the Fair Work Act 2009 (Cth)
award-based transitional instrument has the meaning in the Fair Work (Transitional Provisions and Consequential Amendments) Act 2009 (Cth)
employee means a national system employee as defined in sections 13 and 30C of the Act
employer means a national system employer as defined in sections 14 and 30D of the Act
enterprise award-based instrument has the meaning in the Fair Work (Transitional Provisions and Consequential Amendments) Act 2009 (Cth)
general employee means an employee of a school providing:
(a) boarding supervision services—being an employee whose principal duties are to support the operation of a school’s boarding house in relation to the supervision of students;
(b) classroom support services—being an employee whose principal duties are to provide support to teachers and students in a primary or secondary classroom or to individual students or groups of students;
(c) curriculum/resources services—being an employee whose principal duties are to support the operation of curriculum-related services, such as those provided by a library, laboratory or a technology centre;
(d) instructional services—being an employee, other than a qualified teacher, whose principal duties are to develop the framework for and provide instruction to students (within a structured learning environment) under the general supervision of a member of the teaching staff;
(e) nursing services—being an employee who is a registered nurse in the relevant State/Territory and is employed as such;
(f) preschool/childcare services—being an employee whose principal duties are to work with children in a preschool, early learning centre or kindergarten operated by a school for pre-primary aged children, a childcare centre or an outside school hours care program (other than a qualified preschool/early childhood teacher);
(g) school administration services—being an employee whose principal duties are in the functional areas of a school’s business operations, including but not limited to clerical, administration, finance, marketing, fundraising, public relations, information technology, human resources administration and information management;
(h) school operational services—being an employee whose principal duties are to support the other services of a school, including but not limited to:
(i) construction, plumbing, carpentry, painting and other trades;
(ii) cleaning, maintenance, school facility management;
(iii) security, caretaking;
(iv) gardening, turf management, farming;
(v) retailing—canteens, uniform shops, book shops;
(vi) cooking/catering, housekeeping, laundry; and
(vii) bus driving and vehicle maintenance.
(i) wellbeing services—being an employee whose principal duties are to support the health and wellbeing of students, and employees, where appropriate. This may include home/school liaison, counsellors and therapists.
NES means the National Employment Standards as contained in sections 59 to 131 of the Fair Work Act 2009 (Cth)
non-term week means weeks in the school year other than term weeks and include periods designated as school holidays for students
principal means the employee appointed by the employer to the most senior leadership position in a school
school education industry means the provision of education including preschool or early childhood education in a school, registered and/or accredited under the relevant authority in each state or territory or in an early childhood service operated by a school, including all operations of the school. Where the provision of school education is directed, managed and/or controlled by a central or regional administration of a system of schools it may also include persons involved in providing such services to schools.
school year means the period of 12 months commencing from the day the employees are required to attend the school for the new educational year or the calendar year, as determined by the school, and includes term weeks and non-term weeks
standard rate means the annual salary applicable to Level 3.1 in clause 15—Minimum wages
term weeks means the weeks in the school year that students are required to attend school as set out in the school calendar of each school
3.2 Where this award refers to a condition of employment provided for in the NES, the NES definition applies.
4.1 Subject to clauses 4.2, 4.3 and, 4.4 this award covers employers in the school education industry throughout Australia and their employees employed in the classifications contained in Schedule A to the exclusion of any other modern award.
4.2 The award does not cover an employee excluded from award coverage by the Act.
4.3 The award does not cover employees who are covered by a modern enterprise award, or an enterprise instrument (within the meaning of the Fair Work (Transitional Provisions and Consequential Amendments) Act 2009 (Cth)), or employers in relation to those employees.
4.4 This award does not apply to:
(a) a teacher engaged as such;
(b) a principal or deputy principal, however named;
(c) a bursar or business manager, however named being the most senior administrative employee employed with delegated authority to act for the employer; or
(d) a member of a recognised religious teaching order and/or a Minister of Religion or a person engaged for the purpose of religious instruction, supervision of prayers or to undertake other religious duties of a non-teaching nature.
4.5 Where an employer is covered by more than one award, an employee of that employer is covered by the award classification which is most appropriate to the work performed by the employee and to the environment in which the employee normally performs the work.
NOTE: where there is no classification for a particular employee in this award it is possible that the employer and that employee are covered by an award with occupational coverage.
5. Access to the award and the National Employment Standards
The employer must ensure that copies of this award and the NES are available to all employees to whom they apply either on a noticeboard which is conveniently located at or near the workplace or through electronic means, whichever makes them more accessible.
6. The National Employment Standards and this award
The NES and this award contain the minimum conditions of employment for employees covered by this award.
7.1 Notwithstanding any other provision of this award, an employer and an individual employee may agree to vary the application of certain terms of this award to meet the genuine individual needs of the employer and the individual employee. The terms the employer and the individual employee may agree to vary the application of are those concerning:
(a) arrangements for when work is performed;
(b) overtime rates;
(c) penalty rates;
(d) allowances; and
(e) leave loading.
7.2 The employer and the individual employee must have genuinely made the agreement without coercion or duress.
7.3 The agreement between the employer and the individual employee must:
(a) be confined to a variation in the application of one or more of the terms listed in clause 7.1; and
(b) result in the employee being better of overall than the employee would have been if no individual flexibility agreement had been agreed to.
7.4 The agreement between the employer and the individual employee must also:
(a) be in writing, name the parties to the agreement and be signed by the employer and the individual employee and, if the employee is under 18 years of age, the employee’s parent or guardian;
(b) state each term of this award that the employer and the individual employee have agreed to vary;
(c) detail how the application of each term has been varied by agreement between the employer and the individual employee;
(d) detail how the agreement results in the individual employee being better off overall in relation to the individual employee’s terms and conditions of employment; and
(e) state the date the agreement commences to operate.
7.5 The employer must give the individual employee a copy of the agreement and keep the agreement as a time and wages record.
7.6 Except as provided in clause 7.4(a) the agreement must not require the approval or consent of a person other than the employer and the individual employee.
7.7 An employer seeking to enter into an agreement must provide a written proposal to the employee. Where the employee’s understanding of written English is limited the employer must take measures, including translation into an appropriate language, to ensure the employee understands the proposal.
7.8 The agreement may be terminated:
(a) by the employer or the individual employee giving four weeks’ notice of termination, in writing, to the other party and the agreement ceasing to operate at the end of the notice period; or
(b) at any time, by written agreement between the employer and the individual employee.
7.9 The right to make an agreement pursuant to this clause is in addition to, and is not intended to otherwise affect, any provision for an agreement between an employer and an individual employee contained in any other term of this award.
Part 2—Consultation and Dispute Resolution
8. Consultation regarding major workplace change
(a) Where an employer has made a definite decision to introduce major changes in production, program, organisation, structure or technology that are likely to have significant effects on employees, the employer must notify the employees who may be affected by the proposed changes and their representative or representatives, if any.
(b) Significant effects include termination of employment; major changes in the composition, operation or size of the employer’s workforce or in the skills required; the elimination or diminution of job opportunities, promotion opportunities or job tenure; the alteration of hours of work; the need for retraining or transfer of employees to other work or locations; and the restructuring of jobs. Provided that where this award makes provision for alteration of any of these matters an alteration is deemed not to have significant effect.
8.2 Employer to discuss change
(a) The employer must discuss with the employees affected and their representatives, if any, the introduction of the changes referred to in clause 8.1, the effects the changes are likely to have on employees and measures to avert or mitigate the adverse effects of such changes on employees and must give prompt consideration to matters raised by the employees and/or their representatives in relation to the changes.
(b) The discussions must commence as early as practicable after a definite decision has been made by the employer to make the changes referred to in clause 8.1.
(c) For the purposes of such discussion, the employer must provide in writing to the employees concerned and their representatives, if any, all relevant information about the changes including the nature of the changes proposed, the expected effects of the changes on employees and any other matters likely to affect employees provided that no employer is required to disclose confidential information the disclosure of which would be contrary to the employer’s interests.
9.1 In the event of a dispute about a matter under this award, or a dispute in relation to the NES, in the first instance the parties must attempt to resolve the matter at the workplace by discussions between the employee or employees concerned and the relevant supervisor. If such discussions do not resolve the dispute, the parties will endeavour to resolve the dispute in a timely manner by discussions between the employee or employees concerned and more senior levels of management as appropriate.
9.2 If a dispute about a matter arising under this award or a dispute in relation to the NES is unable to be resolved at the workplace, and all appropriate steps under clause 9.1 have been taken, a party to the dispute may refer the dispute to Fair Work Australia.
9.3 The parties may agree on the process to be utilised by Fair Work Australia including mediation, conciliation and consent arbitration.
9.4 Where the matter in dispute remains unresolved Fair Work Australia may exercise any method of dispute resolution permitted by the Act that it considers appropriate to ensure the settlement of the dispute.
9.5 An employer or employee may appoint another person, organisation or association to accompany and/or represent them for the purposes of this clause.
9.6 While the dispute resolution procedure is being conducted, work must continue in accordance with this award and the Act. Subject to applicable occupational health and safety legislation, an employee must not unreasonably fail to comply with a direction by the employer to perform work, whether at the same or another workplace, that is safe and appropriate for the employee to perform.
Part 3—Types of Employment and Termination of Employment
10.1 Employees under this award will be employed in one of the following categories:
(a) full-time employment;
(b) part-time employment; or
(c) casual employment.
10.2 At the time of engagement, an employer will inform each employee whether they are employed on a full-time, part-time or casual basis and the employee’s classification.
10.3 Full-time employment
A full-time employee is an employee engaged to work 38 hours per week or an average of 38 hours per week pursuant to clause 22—Ordinary hours of work.
10.4 Part-time employment
(a) A part-time employee is an employee who is engaged to work less than 38 ordinary hours per week or an average of less than 38 hours per week and/or for less than the full school year and who has reasonably predictable hours of work.
(b) A part-time employee will be paid an hourly rate of 1/38th of the weekly rate for the employee’s classification.
(c) A part-time employee’s award entitlements will be calculated on a pro rata basis.
(d) At the time of engagement, the employer and the part-time employee will agree in writing on a regular pattern of work, specifying the number of hours worked each day, the days of the week the employee will work, the number of weeks of the school year the employee will work and starting and finishing times each day.
(e) The terms of the agreement in clause 10.4(d) may be varied by agreement between the employer and an employee. Any such variation will be recorded in writing.
10.5 Casual employment
(a) A casual employee is an employee engaged as such.
(b) A casual employee will be paid an hourly rate of 1/38th of the weekly rate for the employee’s classification, plus 25%.
(c) A casual employee will be engaged and paid for a minimum of two hours for each engagement. Except that a preschool/childcare services employee working in an out of school hours care program may satisfy the two hours minimum by working one hour before school and one hour after school on the same day.
(d) A casual employee must be paid at the termination of each engagement, or fortnightly or monthly in accordance with usual payment methods for full-time employees.
11. Leave without pay during non-term weeks
11.1 Arrangements
An employee may be required to take leave without pay during non-term weeks, provided that:
(a) the employee’s contract of employment specifies the arrangement in writing;
(b) all such periods count as service for the purpose of calculating accrued leave entitlements and do not break continuity of service;
(c) if appropriate work is available for an employee during any such period, the existing employee may be offered such employment (whether on a full-time, part-time or casual basis). The employee who is on leave without pay may refuse an offer of employment without prejudice to their normal employment relationship; and
(d) appropriate work will mean such work as is available that is capable of being performed by the employee. Remuneration for such work will be at the rate of pay applicable to the work being performed.
11.2 Calculating annual salary for an employee on leave without pay during non-term weeks
(a) The formula in this subclause may be used to calculate an annual salary for an employee whose contract of employment makes provision, in writing, for leave without pay during non-term weeks.
(b) The adjusted annual salary for an employee is:
A = C x working weeks + 4 weeks annual leave
52.18
Where:
A means the employee’s adjusted annual salary
C means the annual salary (as contained in clause 15—Minimum wages) for the employee’s classification
Working weeks means the number of weeks that the employee is required to work
(c) For the purpose of calculating any allowance or penalty for an employee, the allowance or penalty will be calculated on the ordinary hourly rate applicable before the adjustment provided for in this clause is applied.
(d) An employee may elect, in writing, to be paid only for the time worked (and therefore not during non-term weeks) rather than to be paid an adjusted annual salary as provided by this clause.
(e) Where a person employed as at the date of making this award is not employed on a contract which allows for leave without pay during non-term weeks or is not employed under an award or a notional agreement preserving a State award which permits an employee to be required to take leave without pay during non-term weeks (however expressed). That employee will not be required to take such leave or have their contract of employment changed as a result of this award coming into operation.
(f) The making of this award is not intended to prevent other arrangements for staff who are not required to work during non-term weeks to be agreed between the employer and majority of employees in a school.
12.1 Notice of termination is provided for in the NES.
12.2 Notice of termination by an employee
The notice of termination required to be given by an employee is the same as that required of an employer except that there is no requirement on the employee to give additional notice based on the age of the employee concerned. If an employee fails to give the required notice the employer may withhold from any monies due to the employee on termination under this award or the NES, an amount not exceeding the amount the employee would have been paid under this award in respect of the period of notice required by this clause less any period of notice actually given by the employee.
Where an employer has given notice of termination to an employee, an employee must be allowed up to one day’s time off without loss of pay for the purpose of seeking other employment. The time off is to be taken at times that are convenient to the employee after consultation with the employer.
13.1 Redundancy pay is provided for in the NES.
13.2 Transfer to lower paid duties
Where an employee is transferred to lower paid duties by reason of redundancy, the same period of notice must be given as the employee would have been entitled to if the employment had been terminated and the employer may, at the employer’s option, make payment instead of an amount equal to the difference between the former ordinary time rate of pay and the ordinary time rate of pay for the number of weeks of notice still owing.
13.3 Employee leaving during notice period
An employee given notice of termination in circumstances of redundancy may terminate their employment during the period of notice. The employee is entitled to receive the benefits and payments they would have received under this clause had they remained in employment until the expiry of the notice, but is not entitled to payment instead of notice.
13.4 Job search entitlement
(a) An employee given notice of termination in circumstances of redundancy must be allowed up to one day’s time off without loss of pay during each week of notice for the purpose of seeking other employment.
(b) If the employee has been allowed paid leave for more than one day during the notice period for the purpose of seeking other employment, the employee must, at the request of the employer, produce proof of attendance at an interview or they will not be entitled to payment for the time absent. For this purpose a statutory declaration is sufficient.
(c) This entitlement applies instead of clause 12.3.
(a) Subject to clause 13.5(b) an employee whose employment is terminated by an employer is entitled to redundancy pay in accordance with the terms of a notional agreement preserving a State award:
(i) that would have applied to the employee immediately prior to 1 January 2010, if the employee had at that time been in their current circumstances of employment and no agreement made under the Workplace Relations Act 1996 (Cth) had applied to the employee; and
(ii) that would have entitled the employee to redundancy pay in excess of the employee’s entitlement to redundancy pay, if any, under the NES.
(b) The employee’s entitlement to redundancy pay under the notional agreement preserving a State award is limited to the amount of redundancy pay which exceeds the employee’s entitlement to redundancy pay, if any, under the NES.
(c) This clause does not operate to diminish an employee’s entitlement to redundancy pay under any other instrument.
(d) Clause 13.5 ceases to operate on 31 December 2014.
Part 4—Minimum Wages and Related Matters
All employees must be classified according to the structure set out in Schedule A—Classifications and paid the minimum wage in clause 15—Minimum wages. An employer must advise an employee in writing of their classification and of any changes to their classification.
An employer will pay an adult employee not less than the rate of pay specified for the employee’s classification.
Classification level |
Weekly rate |
Annual salary |
$ |
$ | |
Level 1 |
||
1.1 |
560.50 |
29 247 |
1.2 |
583.00 |
30 421 |
1.3 |
605.00 |
31 569 |
Level 2 |
||
2.1 |
610.00 |
31 830 |
2.2 |
630.00 |
32 874 |
Level 3 |
||
3.1 |
638.00 |
33 300 |
3.2 |
650.00 |
33 917 |
Level 4 |
||
4.1 |
675.00 |
35 222 |
4.2 |
710.00 |
37 048 |
Level 5 |
||
5.1 |
734.00 |
38 283 |
5.2 |
770.40 |
40 201 |
Level 6 |
||
6.1 |
799.00 |
41 701 |
6.2 |
855.00 |
44 597 |
Level 7 |
||
7.1 |
881.00 |
45 993 |
7.2 |
910.00 |
47 493 |
7.3 |
939.00 |
48 993 |
Level 8 |
1025.00 |
53 493 |
15.2 Commencement level and progression
(a) Where there is more than one minimum pay point for a classification level an employee will be eligible for movement to the next highest pay point within the classification level after each 12 month period, following a performance review which the employer will complete before the end of the 12 month period.
(b) Movement to the next pay point within a classification level will occur unless a review implemented by the employer demonstrates that performance against the relevant classification descriptors has not been satisfactory.
(c) The commencement levels for employees will be as follows:
Classification |
Commencement level |
School operations services grade 1 |
Level 1.1 |
School administration services grade 1 |
Level 1.2 |
Classroom support services grade 1
|
Level 1.3 |
Classroom support services grade 2
|
Level 2.1 |
Classroom support services grade 3
|
Level 3.1 |
Curriculum/resources services grade 3
|
Level 4.1 |
Instructional services grade 1 |
Level 4.2 |
Curriculum/resources services grade 4
|
Level 5.1 |
Preschool/childcare services grade 5
|
Level 6.1 |
Wellbeing services grade 4
|
Level 7.1 |
Preschool/childcare services grade 6 (1–39 places) |
Level 7.2 |
Preschool/childcare services grade 6 (40–59 places) |
Level 7.3 |
Nursing services grade 3
|
Level 8 |
15.3 Junior employees
A junior employee appointed at classification level 1 or 2 is to be paid at the following percentage of the appropriate adult rate for the position performed.
Age |
% of adult rate |
Under 17 years of age |
50 |
17 years of age |
60 |
18 years of age |
70 |
19 years of age |
80 |
20 years of age |
90 |
15.4 Apprentices
Apprentices may be employed in accordance with the provisions of Schedule D—Apprentices.
16.1 Caretakers’ accommodation
(a) An employee who is employed as a caretaker and who is required by the employer to reside in premises provided by the employer, will be provided with living quarters, fuel and light at no cost to the employee.
(b) The on call and recall allowances in clause 16.5 do not apply to a caretaker provided with accommodation.
(a) Northern Territory
An employee in the Northern Territory is entitled to payment of a district allowance in accordance with the terms of an award made under the Workplace Relations Act 1996 (Cth):
(i) that would have applied to the employee immediately prior to 1 January 2010, if the employee had at that time been in their current circumstances of employment and no agreement made under Workplace Relations Act 1996 (Cth) had applied to the employee; and
(ii) that would have entitled the employee to payment of a district allowance.
(b) Western Australia
An employee in Western Australia is entitled to payment of a district allowance in accordance with the terms of a notional agreement preserving a State award or an award made under the Workplace Relations Act 1996 (Cth):
(i) that would have applied to the employee immediately prior to 1 January 2010, if the employee had at that time been in their current circumstances of employment and no agreement made under the notional agreement preserving a State award or the Workplace Relations Act 1996 (Cth) had applied to the employee; and
(ii) that would have entitled the employee to payment of a district allowance.
(c) Clause 16.2 ceases to operate on 31 December 2014.
16.3 First aid allowance
(a) Application
An employee who is designated by the employer to perform first aid duty, including the dispensing of medication to students in accordance with medication plans, and who holds a current recognised first aid qualification, will be paid an allowance of:
(i) 1.65% of the standard rate per annum; or
(ii) 1/240th of the allowance in clause 16.3(a)(i), if designated on a per day basis.
(b) Excluded employees
16.4 Meal allowance
Where an employer requires an employee:
(a) to undertake more than two hours’ overtime after the completion of a full day of work (defined as not less than 7.6 hours), the employer will provide a meal to the employee. The exceptions to this are:
(i) if an employee could reasonably return home for a meal; or
(ii) if it is not possible to provide a meal, the employer will pay a meal allowance of $12.00 to the employee,
(b) employed in a boarding role, to be on duty during meal times, the employee will be entitled to the meal provided to the school’s boarding students.
16.5 On call and recall allowance
(a) On call allowance
An on call allowance will be paid to an employee who is required by an employer to hold themselves available to be recalled to work. The employee will be paid an allowance equal to one ordinary hour’s pay for each period of up to 24 hours that the employee is required to be on call.
(b) Recall allowance
An employee recalled to duty at the workplace will be paid a minimum of two hours at the appropriate overtime rate where that duty is not continuous with their ordinary hours of duty.
(c) Exceptions
The on call and recall allowances do not apply to:
(i) an employee paid a sleepover allowance in accordance with clause 16.6; or
(ii) an employee provided with reasonable accommodation, including living quarters, fuel and light, and available to the employee for their exclusive use at no cost to the employee.
(a) Subject to clause 16.6(b), where the employer requires a boarding supervision services employee or a nursing services employee to sleepover on the employer’s premises or at a school camp site for a period outside that of the employee’s normal rostered hours of duty, the following arrangements will apply:
(i) the employee will be entitled to an amount of 0.11% of the standard rate per sleepover, which is defined as sleeping in at night to undertake duty of care requirements and to be on call for emergencies;
(ii) where the employee is required by the employer to perform work during a sleepover, the employee will be paid for the time worked at the rate of 150% of the ordinary hourly rate of pay with a minimum payment being for 30 minutes;
(iii) any time worked under clause 16.6(a)(ii) will not be taken into account for the purposes of clause 10—Types of employment, and clause 22—Ordinary hours of work;
(iv) the payments in this subclause will not extend beyond the period of the sleepover; and
(v) the employee will be provided with suitable accommodation, including reasonably convenient bathroom facilities, at no cost to the employee.
(b) An employee who is provided with reasonable accommodation including living quarters, fuel and light, and available to the employee for their exclusive use is not entitled to the sleepover allowance under clause 16.6(a).
16.7 Tool allowance
Where an employer does not provide all tools necessary for a tradesperson to perform their work, a tradesperson will be paid $13.68 per week (except for a carpenter or joiner who must be paid $25.91 per week) extra for supplying and maintaining tools ordinarily required in the performance of their work as a tradesperson. An apprentice will receive the relevant percentage of this allowance.
16.8 Uniform/protective clothing allowance
(a) Where an employer requires an employee to wear a uniform or protective clothing, which includes clothing and/or footwear, during the performance of the employee’s duties, the employer will:
(i) provide the uniform or protective clothing, which includes the maintenance and laundering of the items; or
(ii) provide a uniform or protective clothing allowance of $1.20 per day up to a maximum of $6.00 per week and a laundry allowance of $0.30 per day up to a maximum of $1.50 per week; or
(iii) reimburse the employee for the purchase price of the uniform or protective clothing and provide a laundry allowance of $0.30 per day up to a maximum of $1.50 per week, if the employer does not launder the items.
(b) Where an employee is required to work in the rain they will be supplied with adequate rainproof clothing.
16.9 Vehicle allowance
(a) An employee required by the employer to use the employee’s motor vehicle in the performance of duties must be paid the following allowances:
(i) Motor car
$0.74 per kilometre with a maximum payment as for 400 kilometres per week.
(ii) Motorcycle
$0.25 per kilometre with a maximum payment as for 400 kilometres per week.
(b) Where an employer provides a motor vehicle which is used by an employee in the performance of the employee’s duties the employer must pay all expenses including registration, running and maintenance.
16.10 Adjustment of expense related allowances
At the time of any adjustment to the standard rate, each expense related allowance will be increased by the relevant adjustment factor. The relevant adjustment factor for this purpose is the percentage movement in the applicable index figure most recently published by the Australian Bureau of Statistics since the allowance was last adjusted.
The applicable index figure is the index figure published by the Australian Bureau of Statistics for the Eight Capitals Consumer Price Index (Cat No. 6401.0), as follows:
Allowance |
Applicable Consumer Price Index figure |
Meal allowance |
Take away and fast foods sub-group |
Tool allowance |
Tools component of the household appliances, utensils and tools sub-group |
Uniform/protective clothing, allowance |
Clothing and footwear group |
Vehicle allowance |
Private motoring sub-group |
17.1 Subject to clause 17.2, an employee is entitled to accident pay in accordance with the terms of:
(a) a notional agreement preserving a State award that would have applied to the employee immediately prior to 1 January 2010 or an award made under the Workplace Relations Act 1996 (Cth) that would have applied to the employee immediately prior to 27 March 2006, if the employee had at that time been in their current circumstances of employment and no agreement made under the Workplace Relations Act 1996 (Cth) had applied to the employee; and
(b) that would have entitled the employee to accident pay in excess of the employee’s entitlement to accident pay, if any, under any other instrument.
17.2 The employee’s entitlement to accident pay under the notional agreement preserving a State award or award is limited to the amount of accident pay which exceeds the employee’s entitlement to accident pay, if any, under any other instrument.
17.3 This clause does not operate to diminish an employee’s entitlement to accident pay under any other instrument.
17.4 This clause ceases to operate on 31 December 2014.
18.1 An employer may direct an employee to temporarily perform duties applicable to a classification higher than their current classification.
18.2 Subject to clause 18.3 where the employee performs such duties for more than five days and those duties constitute the whole or substantially the whole type of duties which would attract the higher classification, the employee will be paid the rate of pay applicable to the higher classification for the whole period during which the duties are performed.
18.3 Where the employee is a school operational services employee, and they perform those duties for one day or more and those duties constitute the whole or substantially the whole type of duties which would attract the higher classification, the employee will be paid the rate of pay applicable to the higher classification for the whole period during which the duties are performed.
19.1 All monies payable will be paid:
(a) once each fortnight;
(b) once every four weeks at the end of the first fortnight including payment for two weeks in arrears and two weeks in advance; or
(c) once every month with payment being made as nearly as possible on the middle of each month including one half month in arrears and one half month in advance.
19.2 An employer may elect to pay wages and allowances by cash, cheque or direct transfer. Where monies are paid by direct transfer, the employee has the right to nominate the financial institution and the account.
19.3 Where an employee is being paid on a fortnightly basis as at the date that this award becomes operative, that employee will not have the basis of their payment changed as a result of the award coming into force.
20.1 Superannuation legislation
(a) Superannuation legislation, including the Superannuation Guarantee (Administration) Act 1992 (Cth), the Superannuation Guarantee Charge Act 1992 (Cth), the Superannuation Industry (Supervision) Act 1993 (Cth) and the Superannuation (Resolution of Complaints) Act 1993 (Cth), deals with the superannuation rights and obligations of employers and employees. Under superannuation legislation individual employees generally have the opportunity to choose their own superannuation fund. If an employee does not choose a superannuation fund, any superannuation fund nominated in the award covering the employee applies.
(b) The rights and obligations in these clauses supplement those in superannuation legislation.
An employer must make such superannuation contributions to a superannuation fund for the benefit of an employee as will avoid the employer being required to pay the superannuation guarantee charge under superannuation legislation with respect to that employee.
20.3 Voluntary employee contributions
(a) Subject to the governing rules of the relevant superannuation fund, an employee may, in writing, authorise their employer to pay on behalf of the employee a specified amount from the post-taxation wages of the employee into the same superannuation fund as the employer makes the superannuation contributions provided for in clause 20.2.
(b) An employee may adjust the amount the employee has authorised their employer to pay from the wages of the employee from the first of the month following the giving of three months’ written notice to their employer.
(c) The employer must pay the amount authorised under clauses 20.3(a) or (b) no later than 28 days after the end of the month in which the deduction authorised under clauses 20.3(a) or (b) was made.
20.4 Superannuation fund
Unless, to comply with superannuation legislation, the employer is required to make the superannuation contributions provided for in clause 20.2 to another superannuation fund that is chosen by the employee, the employer must make the superannuation contributions provided for in clause 20.2 and pay the amount authorised under clauses 20.3(a) or (b) to one of the following superannuation funds:
(a) The Non-Government Schools Superannuation Fund (NGS Super);
(b) Catholic Superannuation and Retirement Fund (CSRF);
(c) National Catholic Superannuation Fund (NCSF);
(d) Catholic Super (CSF);
(e) Combined Fund;
(f) The Victorian Independent Schools Superannuation Fund;
(g) HESTA Super Fund;
(h) Asset Super;
(i) AustralianSuper;
(j) Tasplan;
(k) Sunsuper;
(l) Queensland Independent Education and Care Superannuation Trust;
(m) AMP Occupational Superannuation Fund;
(n) Concept One Superannuation Plan;
(o) Westscheme;
(p) Lutheran Super;
(q) Australasian Conference Association Superannuation Trust Australia;
(r) Christian Super; or
(s) any superannuation fund to which the employer was making superannuation contributions for the benefit of its employees before 12 September 2008, provided the superannuation fund is an eligible choice fund.
21. Supported wage and national training wage
21.1 For provisions in relation to the supported wage system see Schedule B.
21.2 For provisions in relation to the national training wage see Schedule C.
Part 5—Hours of Work and Related Matters
22.1 Subject to this clause, a full-time employee’s ordinary hours of work will be 38 per week. The ordinary hours of work for a part-time or casual employee will be in accordance with clause 10—Types of employment.
22.2 The ordinary hours of work in clause 22.1 may be averaged over a period of a fortnight or four weeks. The exception to this is a curriculum/resources services employee employed in outdoor education, or a boarding supervision services employee whose hours of work may be averaged over a period of up to 12 months. Where a boarding supervision services employee’s hours of work are averaged over a period of 12 months, they will be paid the applicable annual rate in clause 15.1 for all weeks of the year, excluding periods of unpaid leave provided for in this award or the NES, and clauses 11—Leave without pay during non-term weeks, 23—Rostered days off, 25—Shiftwork, 26—Penalty rates and 27—Overtime will not apply.
22.3 The ordinary hours of work will be worked on no more than five days in any seven days and may be worked as follows:
(a) On any day from Monday to Friday between 7.00 am and 6.00 pm for the following groups of employees:
(i) Classroom support services;
(ii) Curriculum/education resources;
(iii) Wellbeing services;
(iv) School administration services; or
(v) School operational services—retail employees only.
(b) On any day from Monday to Friday between 6.00 am and 6.00 pm for school operational services employees in the following groups:
(i) Construction, plumbing, carpentry, painting and other trades;
(ii) Cleaning, maintenance, school facilities management; or
(iii) Bus driving/non-trade vehicle maintenance.
(c) On any day from Monday to Friday between 6.30 am and 6.30 pm for the following employees:
(i) Preschool/childcare/out of school hours care services; or
(ii) Nursing services.
(d) On any day from Monday to Friday between 6.00 am and 6.00 pm and on Saturday between 6.00 am and 12 noon for gardening, turf maintenance and farming employees.
(e) On any day from Monday to Saturday between 6.00 am and 6.00 pm for the following employees:
(i) Curriculum/education resources—outdoor education only; or
(ii) Instructional services.
(f) On any day Monday to Sunday between 6.00 am and 6.00 pm for the following employees:
(i) Boarding supervision services; or
(ii) School operational services—security/caretaking and cooking, catering, housekeeping and laundry services only.
Provided that where a daily span of hours is specified, and there is mutual agreement between the employer and the majority of employees in the particular group, the starting and finishing times may be varied by up to one hour so long as the total hours remain unchanged.
22.4 An employer may require a part-time employee to work reasonable additional hours in accordance with the provisions of this clause.
(a) Where the employee’s hours are averaged:
(i) the employee will be paid for all such additional hours at the casual hourly rate of pay, provided that the additional hours fall within the applicable daily spread of hours in clause 22.3, do not result in the employee working more than eight hours on that day, and do not result in the employee working more than the allowed maximum weekly ordinary hours during the averaging period; and
(ii) in all other cases the employee will be entitled to payment at the appropriate overtime rate of pay for any additional hours worked.
(b) Where the employee’s hours are not averaged:
(i) the employee will be paid for all such additional hours at the casual hourly rate of pay, provided that the additional hours worked fall within the applicable daily spread of hours in clause 22.3, and do not result in the employee working more than eight hours on that day; and
(ii) in all other cases the employee will be entitled to payment at the appropriate overtime rate of pay for any additional hours worked.
(c) Where additional hours are worked on a day the employee is already attending for work, the minimum casual engagement of two hours will not apply.
(d) Additional hours worked by a part-time employee in accordance with this clause do not accrue leave entitlements under this award or the NES.
22.5 Breaks between periods of duty
(a) An employee will be entitled to a minimum break of 10 consecutive hours between the end of one period of duty and the beginning of the next. This applies in relation to both ordinary hours and where overtime is worked.
(b) Where an employer requires an employee to continue or resume work without having a 10-hour break off duty, the employee is entitled to be absent from duty without loss of pay until a 10-hour break has been taken, or be paid at 200% of the ordinary rate of pay until released from duty.
(c) The entitlements in clauses 22.5(a) and (b) do not apply to:
(i) a boarding supervision services employee, where the periods of duty are concurrent with a sleepover;
(ii) an employee who is provided with accommodation on the employer’s premises or in the vicinity of the employer’s premises;
(iii) an employee who is attending a school camp or excursion; or
(iv) an employee working a broken shift.
An employer and employee may agree that the ordinary hours of work provided by clause 22—Ordinary hours of work will be worked over 19 days in each four week period, in which case the following provisions will apply.
23.1 The employee will work 152 hours over 19 days in each four week period with one rostered day off on full pay in each such period.
23.2 An employee will accrue 24 minutes for each eight hour day worked to give the employee an entitlement to take rostered days off.
23.3 Each day of paid leave taken by an employee (but not including long service leave, any period of stand-down, any public holiday or any period of absence for which workers compensation payments apply occurring during any cycle of four weeks) will be regarded as a day worked for the purpose of accruing an entitlement under clause 23.2.
23.4 Rostered days off will not be regarded as part of the employee’s annual leave for any purpose.
23.5 An employee will not be entitled to more than 12 rostered days off in any 12 months of consecutive employment.
23.6 An employee who is scheduled to take a rostered day off before having worked a complete four week cycle will be paid a pro rata amount for the time that the employee has accrued in accordance with clause 23.2.
23.7 An employee whose employment is terminated in the course of a four week cycle will be paid a pro rata amount for the time that the employee has accrued in accordance with clause 23.2.
23.8 Rostered days off will be determined by mutual agreement between the employer and the employee, having regards to the needs of the place of employment.
23.9 An employee will be advised by the employer at least four weeks in advance of the day on which the employee is to be rostered off duty.
24.1 Meal break
An employee will be entitled to an unpaid meal break of 30 minutes no later than five hours after commencing work.
24.2 Rest break
(a) At a time suitable to the employer, an employee is entitled to a rest break of 10 minutes, which will be counted as time worked, for each period of three hours worked, with a maximum of two rest breaks per shift. The employer and an employee may agree to one rest break of 20 minutes in place of the two 10 minute rest breaks.
(b) Notwithstanding 24.2(a), an employee in classroom support services is entitled to one rest break of 20 minutes, which will be counted as time worked.
25.1 Ordinary hours for shiftwork
The ordinary hours for shiftwork will:
(a) be worked continuously each shift (except for broken shifts and meal breaks);
(b) not exceed 10 hours, inclusive of a meal break in any single shift; and
(c) be rostered in accordance with clause 25.4.
25.2 Definitions
The following shift definitions apply:
(a) day shift is a shift which commences and ceases wholly within the spread of ordinary hours identified in clause 22.3;
(b) afternoon shift is a shift which is not a day shift and which finishes after the ordinary hours identified in clause 22.3;and at or before midnight;
(c) night shift is a shift which is not a day shift and which finishes after midnight and at or before 6.00 am.
25.3 Broken shifts
(a) An employee may be rostered to work ordinary hours in a broken shift, that is a rostered shift in two periods of duty, exclusive of breaks, per day, with a minimum payment (other than for a casual) of two hours for each period of duty.
(b) An employee, other than a casual, required to work a broken shift will be paid at the ordinary time rate plus a penalty of 15% of the ordinary time rate.
(c) The maximum spread between the start of the first period of duty and cease of the second period of duty for a broken shift is 12 hours. Any hours in excess of this 12 hour spread will be paid for as overtime.
(d) The provisions of clause 25.3(c) do not apply to a boarding supervision services employee who is provided with reasonable accommodation including living quarters, fuel and light, and available to the employee for their exclusive use for 52 weeks of the year, at no cost to the employee.
(a) For employees working to a roster, a roster showing normal starting and finishing times and the name of each employee will be prepared by the employer and will be displayed in a place conveniently accessible to the employees at least seven days before the commencement of the roster period.
(b) An employee may be rostered to work on a Saturday, Sunday or public holiday and will be paid the appropriate penalty in accordance with clause 26—Penalty rates.
(c) A roster may be altered by mutual consent at any time or by amendment of the roster by the employer on seven days’ notice.
(d) Notwithstanding clause 25.4(c) a roster may be altered at any time to enable the functions of the employer to be carried out where another employee is absent from work due to illness or in an emergency. In such circumstances, unless agreed between the employer and the employee, an employee must be given 48 hours’ notice of a change to a rostered shift. If 48 hours’ notice is not provided, the employee will be entitled to a penalty of 50% of the ordinary time rate instead of any other penalty that may apply.
(e) Where such alteration requires an employee to work on a day which would otherwise have been the employee’s day off, the day off instead will be arranged by mutual consent.
26.1 Shiftwork
(a) Afternoon shift and night shift will attract a penalty rate of 15% of the ordinary time rate.
(b) A permanent night shift will attract a penalty rate of 30% of the ordinary time rate.
26.2 Saturday and Sunday work
(a) An employee other than an employee covered by clause 26.2(b) required to work ordinary time on a Saturday or Sunday will be paid the ordinary time rate of pay plus a penalty of:
(i) for ordinary hours worked on a Saturday, 50% of the ordinary time rate; and
(ii) for ordinary hours worked on a Sunday, 100% of the ordinary time rate.
(b) Except that a school operational services employee in the cooking/catering group, or a boarding supervision services employee who is not working averaged hours in accordance with the provisions of clause 22.2, rostered to work ordinary hours on a Saturday will be paid the ordinary time rate of pay plus a penalty of 25% of the ordinary time rate and if rostered to work on a Sunday will be paid the ordinary time rate of pay plus a penalty of 75% of the ordinary time rate.
26.3 The penalty rates within this clause and in clause 27—Overtime are not cumulative. Where an employee is entitled to more than one penalty or overtime rate, the employee will be entitled to the highest single penalty rate.
27.1 Overtime rates
(a) An employee will be paid overtime for all authorised work performed outside of or in excess of the ordinary or rostered hours as follows:
Time worked |
Overtime rate |
Monday–Friday |
150% of the ordinary hourly rate of pay for the first 3 hours and 200% of the ordinary hourly rate of pay after that |
Saturday |
150% of the ordinary hourly rate of pay for the first 3 hours and 200% of the ordinary hourly rate of pay after that |
Sunday |
200% of the ordinary hourly rate of pay |
Public holidays |
250% of the ordinary hourly rate of pay |
(b) Except that a nursing services employee rostered to work overtime on a Saturday or Sunday will be paid the ordinary time rate of pay plus a penalty of 50% of the ordinary time rate for all time worked.
(c) Overtime will be calculated daily.
27.2 Time off instead of overtime payment
(a) An employee and an employer may agree that an employee will be provided with time off instead of being paid an overtime payment for all authorised work performed outside of or in excess of the ordinary or rostered hours.
(b) Overtime taken as time off during ordinary time hours must be taken at the ordinary time rate, that is, an hour for each hour worked.
(c) Where an employee and an employer have agreed to time off instead of overtime payment under clause 27.2(a) and such time has not been taken:
(i) within four weeks of accrual; or
(ii) during the non-term weeks agreed in writing between an employee and an employer;
an employer must, if requested by an employee, provide payment, at the rate provided for the payment of overtime in the award, for any overtime worked.
27.3 Make-up time
An employee may elect, with the consent of the employer, to work make-up time under which the employee takes time off during ordinary hours, and works those hours at a later time, during the spread of ordinary hours provided in the award.
Part 6—Leave and Public Holidays
28.1 Annual leave is provided for in the NES. This clause supplements the NES provisions.
28.2 An employer may require an employee to take their annual leave during non-term weeks.
28.3 Annual leave loading
(a) During a period of annual leave, an employee will receive a loading calculated on the rate of wage prescribed in clause 15—Minimum wages, of this award. Annual leave loading is payable on leave accrued on the following bases:
(i) Employees who would have worked on day work only had they not been on leave—17.5% of their ordinary rate of pay.
(ii) Employees who would have worked on shiftwork had they not been on leave—17.5% of their ordinary rate of pay or the applicable shift loading, whichever is the greater.
(b) Except that an employer may, at its election, pay:
(i) annual leave loading to the employee with each salary payment throughout the school year by increasing the annual rate of pay as at the commencement of the school year, or as subsequently varied, by 1.3426%. Where an employer elects to pay annual leave loading with each salary payment throughout the school year, the employer must advise the employee in writing; or
(ii) annual leave loading in respect of the school year to the employee with the first salary payment in December of that school year at the rate of pay applicable on 1 December of that school year.
28.4 Paid leave in advance of accrued entitlement
An employer may allow an employee to take annual leave either wholly or partly in advance before the leave has accrued. Where paid leave has been granted to an employee in excess of the employee’s accrued entitlement, and the employee subsequently leaves or is discharged from the service of the employer before completing the required amount of service to account for the leave provided in advance, the employer is entitled to deduct the amount of leave in advance still owing from any remuneration payable to the employee upon termination of employment.
29. Personal/carer’s leave and compassionate leave
Personal/carer’s leave and compassionate leave are provided for in the NES.
Community service leave is provided for in the NES.
31.1 Public holidays are provided for in the NES.
31.2 Payment for work on a public holiday
An employee required to work on a public holiday will be paid at the rate of 250% for ordinary hours performed, unless the employer and the employee have agreed to the employee taking a day off instead of payment in which case the employee will be paid at the ordinary time rate for work on the public holiday.
31.3 Substitution of public holidays
(a) By agreement between the employer and the majority of employees, an alternative day may be taken as a public holiday instead of any of the days specified by the NES. The agreement will be recorded in writing and made available to every affected employee.
(b) Where substitution is agreed, the substituted day will be the public holiday for all purposes of this award.
A.1 Definitions
A.1.1 Definition 1: Supervision
Close supervision: clear and detailed instructions are provided. Tasks are covered by standard procedures. Deviations from procedures or unfamiliar situations are referred to higher levels. Work is regularly checked.
Routine supervision: direction is provided on the tasks to be undertaken with some latitude to rearrange sequences and discriminate between established methods. Guidance on the approach to standard circumstances is provided in procedures, guidance on the approach to non-standard circumstances is provided by a supervisor. Checking is selective rather than constant.
General direction: direction is provided on the assignments to be undertaken, with the employee determining the appropriate use of established methods, tasks and sequences. There is some scope to determine an approach in the absence of established procedures or detailed instructions, but guidance is readily available. When performance is checked, it is on assignment completion.
Broad direction: direction is provided in terms of objectives which may require the planning of staff, time and material resources for their completion. Limited detailed guidance will be available and the development or modification of procedures by the employee may be required. Performance will be measured against objectives.
A.1.2 Definition 2: Qualifications
Within the Australian Qualifications Framework:
(a) Year 12
Completion of a senior secondary certificate of education, usually in Year 12 of secondary school.
(b) Trade certificate
Completion of an apprenticeship, normally of four years’ duration, or equivalent recognition, e.g. Certificate III.
(c) Post-trade certificate
A course of study over and above a trade certificate and less than a Certificate IV.
(d) Certificates I and II
Courses that recognise basic vocational skills and knowledge, without a Year 12 prerequisite.
(e) Certificate III
A course that provides a range of well-developed skills and is comparable to a trade certificate.
(f) Certificate IV
A course that provides greater breadth and depth of skill and knowledge and is comparable to a two year part-time post-Year 12 or post-trade certificate course.
(g) Diploma
A course at a higher education or vocational educational and training institution, typically equivalent to two years’ full-time post-Year 12 study.
(h) Advanced diploma
A course at a higher education or vocational educational and training institution, typically equivalent to three years’ full-time post-Year 12 study.
(i) Degree
A recognised degree from a higher education institution, often completed in three or four years, and sometimes combined with a one year diploma.
(j) Postgraduate degree
A recognised postgraduate degree, over and above a degree as defined above.
NOTE: Previously recognised qualifications obtained prior to the implementation of the Australian Qualifications Framework continue to be recognised. The above definitions also include equivalent recognised overseas qualifications.
A.1.3 Definition 3: Classification dimensions
(a) Competency
The skill, complexity and responsibility of tasks typically required at each classification level.
(b) Judgment, independence and problem solving
Judgment is the ability to make sound decisions, recognising the consequences of decisions taken or actions performed. Independence is the extent to which an employee is able (or allowed) to work effectively without supervision or direction. Problem solving is the process of defining or selecting the appropriate course of action where alternative courses of actions are available. This dimension looks at how much of each of these three qualities applies at each classification level.
(c) Level of supervision
This dimension covers both the way in which employees are supervised or managed and the role of employees in supervising or managing others.
(d) Training level or qualifications
The type and duration of training which the duties of the classification level typically require for effective performance. Training is the process of acquiring skills and knowledge through formal education, on-the-job instruction or exposure to procedures.
(e) Occupational equivalent
Examples of occupations typically falling within each classification level.
(f) Typical activities
Examples of activities typically undertaken by employees in different roles at each of the classification levels. Examples of occupational equivalent positions are provided. Reference to small, medium and large schools is made, based upon student enrolment. A small school enrols less than 300 students, a medium school enrols between 300 and 600 students and a large school enrols more than 600 students.
A.2 Classifications
A.2.1 Level 1
An employee at this level will learn and gain competency in the basic skills required by the employer. In the event that the increased skills/competency are required and utilised by the employer, classification to a higher level within the structure may be possible.
(a) Competency
Competency involves application of knowledge and skills to a limited range of tasks and roles. There is a specific range of contexts where the choice of actions is clear. The competencies are normally used within established routines, methods and procedures that are predictable. Judgments against established criteria may also be required.
(b) Judgment, independence and problem solving
The employee follows standard procedures in a predefined order. The employee resolves problems where alternatives for the employee are limited and the required action is clear or can be readily referred to a more senior employee.
(c) Level of supervision
Close supervision or, in the case of more experienced employees working alone, routine supervision.
(d) Training level or qualifications
An employee is not required to have formal qualifications or work experience upon engagement. An employee will be provided with on-the-job training which will provide information about, and/or an introduction to, the conditions of employment, the school, the school’s policies and procedures in relation to the work environment and the employees with whom the employee will be working.
(e) Typical activities
(i) Classroom support services grade 1
• Providing general assistance of a supportive nature to teachers, as directed
• Assisting student learning, either individually or in groups, under the direct supervision of a higher level general employee or a teacher
• Assisting with the collection, preparation and distribution of classroom materials
• Assisting with clerical duties associated with normal classroom activities, e.g. student records, equipment records, etc.
• Assisting teachers with the care of students on school excursions, sports days and other classroom activities
• Occupational equivalent: teacher aide/assistant, integration aide/assistant
(ii) Preschool/childcare services grade 1
• Learning and implementing the policies, procedures and routines and the requisite basic skills
• Learning how to establish relationships and interacting with children
• Attending to the physical, social and emotional needs of children on an individual or group basis
• Assisting in the development of good relations with families attending the facility
• Performing basic duties, including food preparation, cleaning or gardening
• Occupational equivalent: childcare assistant, outside school hours assistant, preschool assistant, kindergarten assistant
(iii) School administration services grade 1
• Performing a range of general clerical duties at a basic level, for example, filing, handling mail, maintaining records, data entry
• Operating routine office equipment, such as a computer, photocopier, scanner, facsimile, binding machine, guillotine, franking machine, calculator, etc.
• Performing a reception function, including providing information and making referrals in accordance with school procedures
• Carrying out minor cash transactions including receipting, balancing and banking
• Monitoring and maintaining stock levels of stationery/materials within established parameters, including reordering
• Occupational equivalent: clerical assistant, data entry operator, front desk/reception assistant
(iv) School operational services grade 1
• Performing general labouring tasks
• Performing general gardening tasks, including preparing grounds and undertaking planting
• Performing horticultural duties in areas such as sports playing fields, garden maintenance and foliage control
• Performing basic gardening and outdoor maintenance
• Performing basic maintenance
• Performing a range of industrial cleaning tasks
• Moving furniture and equipment
• Assisting in a school retail facility, such as a canteen, uniform shop or book shop
• Assisting trades personnel with manual duties
• Taking general care of school vehicles, including driving buses for less than 25 passengers
• Undertaking elementary food preparation and cooking duties, cleaning and tidying the kitchen and its equipment
• Performing gardening duties such as the planting and trimming of trees, sowing, planting and cutting of grass and the watering of plants, gardens, trees, lawns and displays
• Removing cuttings, raking leaves, cleaning/emptying litter bins, cleaning gutters/drains/culverts
• Performing routine maintenance of turf, synthetic, artificial and other play surfaces
• Performing non-trade tasks incidental to the employee’s work
• Performing general laundry duties
• Performing general house assistant duties in a boarding houses, such as cleaning
• Performing minor repairs to linen or clothing such as buttons, zips, seams and working with flat materials
• Cleaning, dusting and polishing in classrooms or other public areas of the school
• Making and/or serving morning/afternoon tea, including washing up and other duties in connection with such work other than meals/refreshments in the school’s main dining area
• Occupational equivalent: cleaner, kitchen assistant, laundry assistant, grounds/maintenance assistant, retail assistant, bus driver, handyperson, attendant, trades assistant
A.2.2 Level 2
An employee at this level performs work above and beyond the skills of an employee at Level 1.
(a) Competency
Competency at this level involves application of knowledge and skills to a range of tasks and roles. There is a defined range of contexts where the choice of actions required is clear. There is limited complexity of choice of actions required. On occasion, more complex tasks may be performed.
(b) Judgment, independence and problem solving
(i) Applies generally accepted concepts, principles and standards in well-defined areas. Solves relatively simple problems with reference to established techniques and practices. Will sometimes choose between a range of straightforward alternatives.
(ii) An employee at this level will be expected to perform a combination of various routine tasks where the daily work routine will allow the latitude to rearrange some work sequences, provided the prearranged work priorities are achieved.
(c) Level of supervision
Routine supervision of straightforward tasks; close supervision of more complex tasks. Where employees are working alone, less direct guidance and some autonomy may be involved.
(d) Training level or qualifications
Level 2 duties typically require:
(i) a skill level which assumes and requires knowledge, training or experience relevant to the duties to be performed;
(ii) completion of Year 12 without work experience;
(iii) completion of Certificates I or II with work related experience; or
(iv) an equivalent combination of experience and training.
(e) Typical activities
(i) Classroom support services grade 2
• Providing assistance with the educational program where limited discretion and judgment and/or specific skills are involved
• Occupational equivalent: teacher aide/assistant, integration aide/assistant
(ii) Curriculum/resources services grade 1
• Performing a range of basic library transactions, including processing, cataloguing and accessioning books, stocktaking, preparing display materials, using circulation systems, general photocopying and related clerical tasks
• Maintaining, controlling, operating and demonstrating the use of audio-visual equipment, where there is limited complexity, including assisting with audio and video recording
• Maintaining booking and repair/replacement systems for equipment
• Maintaining catalogues of recorded programs in accordance with established routines, methods and procedures
• Maintaining equipment and materials
• Caring for fauna and flora
• Preparing teaching aids under direction
• Preparing standard solutions and less complex experiments
• Assisting students and teachers to use the catalogue and/or locate books and resource materials
• Explaining the function and use of library and library equipment to students
• Under direction, assisting teaching staff to take story groups
• Searching and identifying fairly complex bibliographic material organising inter-library loans
• Answering ready references inquiries
• Operating a wide range of audio-visual or computer equipment
• Demonstrating and explaining the operation of audio-visual, computer and other similar equipment
• Providing technical support to teachers
• Recording materials by means of sound and photographic equipment, etc.
• Evaluating and making recommendations for the purchase of technical or computer equipment
• Implementing measures for proper storage control and handling or disposal of dangerous or toxic substances
• Culturing, preparing for use and being responsible to the relevant manager for the security of bacterial, viral or other like substances
• Ordering supplies and materials
• Within a defined range of contexts, where the choice of actions is clear, maintaining scientific equipment, materials and specimens
• Assisting with the design/demonstration of experiments and scientific equipment, as directed
• Occupational equivalent: library assistant, laboratory assistant, technology centre assistant
(iii) Preschool/childcare services grade 2
• Assisting in the implementation of the children’s program under supervision
• Assisting in the implementation of daily care routines
• Developing awareness of, and assisting in the maintenance of, the health and safety of children in care
• Understanding and working according to the policies and procedures associated with the children’s program
• Responsibility for food preparation, cleaning, gardening or general maintenance under the guidance of the director or the director’s nominee
• Demonstrating knowledge of hygienic handling of food and equipment
• Occupational equivalent: childcare assistant
(iv) Boarding supervision services grade 1
• Performing basic duties to assist the person in charge of the boarding house in the daily routines involving the care of students and general functions of the boarding house
• Applying domestic and interpersonal skills
• Occupational equivalent: boarding house assistant
(v) Wellbeing services grade 1
• Providing first aid services, as the designated first aid officer in the school
• Occupational equivalent: first aid officer
(vi) School administration services grade 2
• Performing duties involving the inward and outward movement of mail, keeping, copying, maintaining and retrieving records, straightforward data entry and retrieval
• Occupational equivalent: clerical assistant
(vii) School operational services grade 2
• Performing non-cooking duties in the kitchen including the assembly, preparation and measurement of food items
• Undertaking general gardening tasks including the preparation and planting procedures
• Laundry duties requiring the application of limited discretion
• Operating, maintaining and adjusting turf machinery under general supervision
• Applying fertilizers, fungicides, herbicides and insecticides under general supervision
• Performing a range of patrol duties, including responding to alarms, following emergency procedures and preparing incident reports
• Driving a bus with a carrying capacity of 25 or more passengers
• Occupational equivalent: non-trade qualified cook, gardener, kitchen assistant, security officer, school bus driver
A.2.3 Level 3
An employee at this level performs work above and beyond the skills of an employee at Level 2.
(a) Competency
Competency at this level involves application of knowledge with depth in some areas and a broad range of skills. There are a range of roles and tasks in a variety of contexts. There is some complexity in the extent and choice of actions required. Competencies are normally used within routines, methods and procedures. Some discretion and judgment is involved in the selection of equipment, work organisation, services, actions and achieving outcomes within time constraints.
(b) Judgment, independence and problem solving
Exercise judgment on work methods and task sequence within specified timelines and standard practices and procedures. Answers are usually found by selecting from specific choices defined in standard work policies or procedures.
(c) Level of supervision
In some positions, routine supervision, moving to general direction with experience. In other positions, general direction. This is the first level where supervision of other employees may be required. When employees are working alone, they may work semi-autonomously.
(d) Training level or qualifications
Level 3 duties typically require a skill level which assumes and requires knowledge or training in clerical/administrative, trades or technical functions equivalent to:
(i) completion of a trades certificate or Certificate III;
(ii) completion of Year 12 or a Certificate II, with relevant work experience; or
(iii) an equivalent combination of relevant experience and/or education/training.
Persons advancing through this level may typically perform duties which require further on-the-job training or knowledge and training equivalent to progress toward completion of a Certificate IV or Diploma.
(e) Typical activities
(i) Classroom support services grade 3
• Undertaking some responsibility for other employees in the work area
• Providing assistance or guidance to other employees in the work area
• Liaising between the school, the student and the student’s family where some discretion and judgment are involved
• Assisting student learning, where some discretion and judgment is involved, including evaluation and assessment, under the supervision of a teacher, of the learning needs of students
• Occupational equivalent: student services co-ordinator
(ii) Curriculum/resources services grade 2
• Undertaking some responsibility for other employees in the work area
• Providing assistance or guidance to other employees in the work area
• Providing technical assistance in the operation of a library, laboratory, or technology centre, where some discretion and judgment are involved
• Preparing descriptive cataloguing for library materials
• Supervising the operation of circulation systems
• Answering reference and information inquiries, other than ready reference
• Assisting in evaluating and selecting equipment and supplies
• Providing guidance in the use of information systems
• Producing resource materials, e.g. multi-media kits, video and film clips
• Teaching audio-visual, computer and other technical skills to students and teachers
• Searching and verifying bibliographical data where some judgment and discretion are involved
• Producing, displaying and/or publicising materials
• Assisting students and employees to access information and to use equipment in a library, laboratory or a technology centre where some discretion and judgment are involved
• Assisting with supervision of students in the library where some discretion and judgment are involved
• Providing technical assistance and advice, as requested
• Assisting with the planning and organisation of a laboratory or technology centre and field work
• Testing of experiments and demonstrating experiments (with teachers)
• Occupational equivalent: library technician, laboratory technician, technology centre technician
(iii) Preschool/childcare services grade 3
• Assisting in the preparation, implementation and evaluation of developmentally appropriate programs for individual children or groups
• Responsibility for recording observations of individual children or groups for program planning purposes for qualified employees
• Working with individual children with particular needs, under direction
• Assisting in the direction of untrained employees
• Undertaking and implementing the requirements of quality assurance
• Working in accordance with food safety regulations
• Occupational equivalent: childcare assistant
(iv) Boarding supervision services grade 2
• Deputising from time to time for the person in charge of the boarding house, while undertaking the basic duties
• Occupational equivalent: senior boarding house assistant
(v) School administration services grade 3
• Undertaking a wide range of secretarial and clerical duties at an advanced level, including typing, word processing, maintaining email and computerised records and shorthand
• Managing enquiries from students, parents, employees and the general public
• Entering financial data into computers and preparing financial and management reports for review and authorisation
• Preparing and processing payroll within routines, methods and procedures
• Undertaking bank and ledger reconciliations
• Assisting with preparation of internal and external publications
• Providing administrative support to senior management, including arranging appointments, diaries and preparing both confidential and general correspondence
• Preparing government and statutory authority returns for authorisation
• Occupational equivalent: administration assistant, office supervisor, accounts clerk, school secretary (small school)
(vi) School operational services grade 3
• Performing general maintenance work which includes the use of trade accredited skills in areas such as carpentry, plumbing or electrical services
• Control and responsibility for the maintenance of gardens, sports grounds and/or facilities which includes the use of accredited trade skills in areas such as horticulture, gardening or in the maintenance of sports grounds
• Responsibility for operating the school canteen, uniform shop or book shop, including supervision of employees and volunteers
• Cooking duties including a la carte cooking, baking, pastry cooking or butchery
• Responsibility for operating, maintaining and adjusting turf machinery, as appropriate
• Cleaning and inspecting machinery after each use, reporting any problems to the appropriate manager
• In trades positions, applying the skills taught in a trades certificate or Certificate III, including performance of a range of construction, maintenance and repair tasks, using precision hand and power tools and equipment. In some cases this will involve familiarity with the work of other trades or require further training.
• Performing a range of security duties, including patrols, alarm responses, emergency procedures and preparing incident reports
• Responsibility for the security and basic maintenance of school property
• Occupational equivalent: tradesperson, retail function co-ordinator, security officer, caretaker
A.2.4 Level 4
An employee at this level performs work above and beyond the skills of an employee at Level 3.
(a) Competency
Competency at this level involves the application of knowledge with depth in some areas and a broad range of skills. There is a wide variety of tasks and roles in a variety of contexts. There is complexity in the ranges and choice of actions required. Some tasks may require limited creative, planning or design functions. Competencies are normally used within a variety of routines, methods and procedures. Discretion and judgment are required for self and/or others in planning, selection of equipment, work organisation, services, actions and achieving outcomes within time constraints.
(b) Judgment, independence and problem solving
Independent judgment is required to identify, select and apply the most appropriate available guidelines and procedures, interpret precedents and adapt standard methods or practices to meet variations in facts and/or conditions. The employee may apply extensive diagnostic skills, theoretical knowledge and techniques to a range of procedures and tasks, proficiency in the work area’s rules and regulations, procedures requiring expertise in a specialist area or broad knowledge of a range of personnel and functions.
(c) Level of supervision
Supervision is generally present to establish general objectives relative to a specific project, to outline the desired end product and to identify potential resources for assistance. Some positions will require routine supervision to general direction depending upon experience and the complexity of the tasks. Some positions will require general direction. May supervise or co-ordinate others to achieve objectives, including liaison with employees at higher levels. May undertake stand-alone work.
(d) Training level or qualifications
Level 4 duties typically require a skill level which assumes and requires knowledge or training equivalent to:
(i) completion of a diploma level qualification with relevant work related experience;
(ii) completion of a Certificate IV with relevant work experience;
(iii) completion of a post-trades certificate and extensive relevant experience and on-the-job training;
(iv) completion of a Certificate III with extensive relevant work experience; or
(v) an equivalent combination of relevant experience and/or education/training.
(e) Typical activities
(i) Curriculum/resources services grade 3
• Demonstrating and instructing students and employees with respect to the use of complex audio-visual or computer equipment, using a variety of routines, methods and procedures, with a depth of knowledge in the requisite areas
• Designing and demonstrating experiments within a variety of routines, methods and experiences under supervision of teachers where discretion and judgment are required
• In charge of an identifiable functional unit, which ordinarily will involve the supervision of staff
• Liaising with teachers on curriculum matters
• Assisting careers advisor/counsellor
• Occupational equivalent: senior technician in a library, laboratory or technology centre, careers placement officer
(ii) Preschool/childcare services grade 3A
• Exercises similar responsibilities as a grade 3 but an employee at this level has a Diploma in Children’s Services.
• Occupational equivalent: childcare assistant
(iii) Boarding supervision services grade 3
• Managing a boarding house, with significant responsibility for the welfare of students, which includes the maintenance of effective communication with the parents of students and the supervision of other boarding supervision employees
• Occupational equivalent: boarding house supervisor, manager or co-ordinator
(iv) Wellbeing services grade 2
• Providing support and guidance to students
• Providing welfare services to students
• Occupational equivalent: youth welfare officer
(v) School administration services grade 4
• Responsibility for the smooth and efficient financial administration of a small school
• Responsibility for both secretarial and financial administration of a school office in a small school
• Using computer software packages, including desktop publishing, database and/or web software, at an advanced level
• Planning and setting up spreadsheets and database applications
• Initiating and handling correspondence, which may include confidential correspondence
• Calculating and maintaining wage and salary records for a large payroll utilising a variety of routines, methods and procedures
• Applying inventory and purchasing control procedures
• Preparing monthly summaries of debtors and creditors ledger transactions with reconciliations
• Controlling the purchasing and storage for a discrete function
• Supervising and maintaining hardware and software components of a computer network, with appropriate support for users
• Preparing complex financial and administrative systems
• Undertaking responsibility for the co-ordination and ongoing management of fundraising activities or special projects where an advanced level of clerical and administrative skill is required
• Occupational equivalent: senior administration assistant, office supervisor, finance officer, school registrar, school secretary (large school), principal’s secretary, school development officer
(vi) School operational services grade 4
• Performing specialised cooking, butchery, baking pastry and the supervision of the operation
• Responsibility for planning, scheduling and supervising of all aspects of gardening maintenance
• Deputising for the manager if absent, including undertaking all duties
• In trades positions, working on complex engineering or interconnected electrical circuits and/or exercising high precision trades skills using various materials and/or specialised techniques
• Occupational equivalent: advanced tradesperson, head groundsperson (medium or large school)
(vii) Instructional services grade 1
• Instructing individual students as part of an extra-curricula instrumental music program
• Providing assistance in the training and coaching of individuals and teams in various sporting disciplines
• Occupational equivalent: instrumental music tutor, sports coach
A.2.5 Level 5
An employee at this level performs work above and beyond the skills of an employee at Level 4.
(a) Competency
Competency at this level involves self-directed application of knowledge with substantial depth in some areas. A range of technical and other skills are applied to roles and functions in both varied and highly specific contexts. Competencies are normally used independently and both routinely and non-routinely. Discretion and judgment are required in planning and selecting appropriate equipment, service techniques and work organisation for self and/or others.
(b) Judgment, independence and problem solving
Problem solving involves the identification and analysis of diverse problems. Solve problems through the standard application of theoretical principles and techniques at degree level. Apply standard technical training and experience to solve problems. Apply expertise to the making of decisions. Being responsible for co-ordinating a team to provide an administrative service.
(c) Level of supervision
Routine supervision to general direction, depending on tasks involved and experience. May supervise other staff at levels below Level 5.
(d) Training level or qualifications
Level 5 duties typically require a skill level which assumes and requires knowledge or training equivalent to:
(i) completion of a degree without subsequent relevant work experience;
(ii) completion of an advanced diploma qualification and at least one year’s subsequent relevant work experience;
(iii) completion of a diploma qualification and at least two years’ subsequent relevant work experience;
(iv) completion of a Certificate IV and extensive relevant work experience;
(v) completion of a post-trades certificate and extensive (typically more than two years’) relevant experience as a technician; or
(vi) an equivalent combination of relevant experience and/or education/training.
(e) Typical activities
(i) Curriculum/resources services grade 4
• Providing specialist technical advice, direction and assistance in the employee’s area of expertise using the application of knowledge gained through formal study/qualifications applicable to this level
• Occupational equivalent: professional assistant
(ii) Preschool/childcare services grade 4
• Responsibility, in consultation with the director or the director’s nominee, for the preparation, implementation and evaluation of a developmentally appropriate program for individual children or groups of children in care
• Responsibility for the direction and general supervision of lower level employees
• Ensuring a safe environment is maintained for children and employees
• Ensuring that records are maintained accurately for each child in the employee’s care
• Developing, implementing and evaluating daily care routines
• Ensuring adherence to the policies and procedures
• Liaising with families
• Occupational equivalent: childcare assistant
(iii) Boarding supervision services grade 4
• Responsibility to the principal of a school for the overall supervision of the recreational and personal welfare of all students and has overall responsibility for the administration of two or more boarding houses or a very large boarding house
• Occupational equivalent: head of boarding (large school)
(iv) School administration services grade 5
• Applying theoretical knowledge, at degree level, in a straightforward way, in professional positions
• Providing designated support to senior management and associated committees concerning designated aspects of school management
• Overseeing the operations of the school’s office and other administrative activities
• Ensuring deadlines and targets are met
• Preparing the accounts of the school to operating statement stage and assisting in the formulating of period and year end entries
• Performing information technology tasks requiring professional qualifications involving analysis, design or computation and drawing upon advanced techniques and methods
• Occupational equivalent: human resources officer, office supervisor (large school), school development officer
(v) School operational services grade 5
• Managing a range of functions
• Occupational equivalent: assistant property manager (large school), property manager (medium school)
(vi) Instructional services grade 2
• Preparing instrumental music students for external examination in their discipline as part of an extra-curricula program
• Coaching and trains sporting teams for external competition
• Occupational equivalent: music tutor, sports coach, trainer
A.2.6 Level 6
An employee at this level performs work above and beyond the skills of an employee at Level 5.
(a) Competency
(i) Competency at this level involves the development and application of professional knowledge in a specialised area/s and utilising a broad range of skills. Competencies are normally applied independently and are substantially non-routine.
(ii) Competency at this level involves the delivery of professional services within defined accountability levels. Employees may operate individually or as a member of a team.
(iii) Significant discretion and judgment is required in planning, designing professional, technical or supervisory functions related to services, operations or processes.
(iv) Employees are expected to plan their own professional development and such increased knowledge, relevant to the position held, will be applied to the work situation.
(v) Perform work assignments guided by policy, precedent, professional standards and managerial or technical expertise. Employees would have the latitude to develop or redefine procedure and interpret policy so long as other work areas are not affected. In technical and administrative areas, have a depth or breadth of expertise developed through extensive relevant experience and application.
(b) Judgment, independence and problem solving
Discretion to: innovate within own function and take responsibility for outcomes; design, develop and test complex equipment, systems and procedures; undertake planning involving resources use and develop proposals for resource allocation; exercise high level diagnostic skills on sophisticated equipment or systems; and/or analyse and report on data and experiments.
(c) Level of supervision
In some positions, general direction is appropriate. In other positions, broad direction would apply. May have extensive supervisory and line management responsibility for general employees. Supervision is present to review established objectives.
(d) Training level or qualifications
Level 6 duties typically require a skill level which assumes and requires knowledge or training equivalent to:
(i) a degree with subsequent relevant experience;
(ii) extensive experience and specialist expertise or broad knowledge in technical or administrative fields; or
(iii) an equivalent combination of relevant experience and/or education/training.
(e) Typical activities
(i) Preschool/childcare services grade 5
• Occupational equivalent: operating as the assistant director:
• Responsibility for co-ordinating and directing the activities of employees, including the employees engaged in the implementation and evaluation of developmentally appropriate programs
• Contributing, through the director, to the development of the facility or policies and procedures
• Co-ordinating operations, including occupational health and safety, program planning, staff training
• Taking responsibility for the day-to-day management of the facility in the temporary absence of the director and for management and compliance with all licensing and all statutory and quality assurance issues
• Occupational equivalent: operating as the co-ordinator:
• Undertaking additional responsibilities, including co-ordinating the activities of more than one group, supervising employees, trainees and students on placement and assisting in administrative functions
(ii) Wellbeing services grade 3
• Performing guidance and counselling, within defined accountabilities
• Providing specialist health services and/or therapy services to students
• Occupational equivalent: psychologist, speech therapist, occupational therapist
(iii) Nursing services grade 1
• Providing primary nursing care with its associated administrative responsibilities
• Occupational equivalent: school nurse
(iv) School administration services grade 6
• Operating and being responsible for a structurally and/or operationally defined section
• Providing professional advice to students and employees on the employee’s area of expertise
• Responsibility for professional development of other employees
• Contributing to operational and strategic planning in the area of responsibility
• Occupational equivalent: public relations manager/director, school development manager
(v) School operational services grade 6
• Managing a range of functions
• Occupational equivalent: property manager
(vi) Instructional services grade 3
• Conducting and co-ordinating a school choir, band or musical ensemble or more than one of these
• Supervising other coaching staff and managing sporting facilities
• Occupational equivalent: choir master, conductor, head coach
A.2.7 Level 7
An employee at this level performs work above and beyond the skills of an employee at Level 6.
(a) Competency
(i) Within constraints set by management, employees exercise initiative in the application of professional practices demonstrating independent discretion and judgment, which may have effect beyond a work area. An employee at this level is expected to carry a high proportion of tasks involving complex, specialised or professional functions.
(ii) An employee may independently relate existing policy to work assignments or rethink the way a specific body of knowledge is applied in order to solve problems. In professional or technical positions, the employee may be a recognised authority in a specialised area.
(b) Judgment, independence and problem solving
Independently relate existing policy to work assignments, rethink the way a specific body of knowledge is applied in order to solve problems, adapt procedures to fit policy prescriptions or use theoretical principles in modifying and adapting techniques. This may involve stand-alone work or the supervision of employees in order to achieve objectives. It may also involve the interpretation of policy which has an impact beyond the immediate work area.
(c) Level of supervision
Broad direction. May manage other employees including general employees.
(d) Training level or qualifications
Level 7 duties typically require a skill level which assumes and requires knowledge or training equivalent to:
(i) a degree with at least four years of subsequent relevant experience;
(ii) extensive experience and management expertise in technical or administrative fields; or
(iii) an equivalent combination of relevant experience and/or education/training.
(e) Typical activities
(i) Preschool/childcare services grade 6
• Responsibility as a director, being responsible for the overall management and administration of the facility, including:
• Supervising the implementation of developmentally appropriate programs for children
• Recruiting staff in accordance with relevant regulations, as directed by the Principal
• Maintaining day-to-day accounts and handling all administrative matters
• Ensuring that the facility adheres to all relevant regulations and statutory requirements
• Ensuring that the facility meets or exceeds quality assurance requirements
• Liaising with families and outside agencies
• Formulating and evaluating annual budgets
• Providing professional leadership and development to employees
• Developing and maintaining policies and practices for the facility
• Occupational equivalent: childcare centre director
(ii) Wellbeing services grade 4
• Managing counselling services with more than one psychologist under supervision
• Occupational equivalent: head of school counselling (small or medium school), senior therapist
(iii) Nursing services grade 2
• Providing health counselling, health education and acting in a resource capacity to the school community, in addition to providing primary care with its associated administrative duties
• Occupational equivalent: school nurse
(iv) School administration services grade 7
• Preparing advice, reports, proposals or submissions, using a high level of expertise, for the senior executives of the school and/or outside bodies
• Providing financial advice to the principal or the business manager
• Managing the school’s financial system
• Performing information technology tasks requiring professional qualifications involving analysis, design or computation and drawing upon advanced techniques and methods at an advanced level
• Occupational equivalent: information technology manager (medium school)
A.2.8 Level 8
An employee at this level performs work above and beyond the skills of an employee at Level 7.
(a) Competency
Competency at this level is likely to require the development of new ways of using a specific body of knowledge which applies to work assignments, or may involve the integration of other specific bodies of knowledge.
(b) Judgment, independence and problem solving
Responsible for program development and implementation. Provide strategic support and advice requiring integration of a range of school policies and external requirements, and an ability to achieve objectives operating within complex organisation structures.
(c) Level of supervision
Broad direction, working with a degree of autonomy. May have management responsibility for a functional area and/or manage other employees including administrative, technical and/or professional employees.
(d) Training level or qualifications
Level 8 duties typically require a skill level which assumes and requires knowledge or training equivalent to:
(i) postgraduate qualifications or progress towards postgraduate qualifications and extensive relevant experience;
(ii) extensive experience and management expertise; or
(iii) an equivalent combination of relevant experience and/or education/training.
(e) Typical activities
(i) Preschool/childcare services grade 6
• Responsibilities are the same as for a grade 6 classified at Level 7
• This level applies where the number of places in the centre exceeds 60
(ii) Wellbeing services grade 5
• Manages a counselling or multi-disciplinary service in a large school
• Occupational equivalent: manager of counselling services
(iii) Nursing services grade 3
• Providing health, counselling, health education and acting in a resource capacity to a school community, in addition to providing primary nursing care with its associated administrative duties and being responsible for the co-ordination, administration and management of health service and who is in charge of or directs the activities of other employees of the school’s health service
• Occupational equivalent: nurse in charge
(iv) School administration services grade 8
• Managing a large functional unit with a diverse or complex set of functions and significant resources in a large school
• Undertaking the role of an assistant bursar/business manager in a large school
• Performing information technology tasks requiring professional qualifications involving analysis, design or computation and drawing upon advanced techniques and methods at an advanced level
• Occupational equivalent: information technology manager (large school), assistant bursar/business manager (large school)
Schedule B—Supported Wage System
B.1 This schedule defines the conditions which will apply to employees who because of the effects of a disability are eligible for a supported wage under the terms of this award.
B.2 In this schedule:
approved assessor means a person accredited by the management unit established by the Commonwealth under the supported wage system to perform assessments of an individual’s productive capacity within the supported wage system
assessment instrument means the tool provided for under the supported wage system that records the assessment of the productive capacity of the person to be employed under the supported wage system
disability support pension means the Commonwealth pension scheme to provide income security for persons with a disability as provided under the Social Security Act 1991 (Cth), as amended from time to time, or any successor to that scheme
relevant minimum wage means the minimum wage prescribed in this award for the class of work for which an employee is engaged
supported wage system (SWS) means the Commonwealth Government system to promote employment for people who cannot work at full award wages because of a disability, as documented in the Supported Wage System Handbook. The Handbook is available from the following website: www.jobaccess.gov.au
SWS wage assessment agreement means the document in the form required by the Department of Education, Employment and Workplace Relations that records the employee’s productive capacity and agreed wage rate
B.3 Eligibility criteria
B.3.1 Employees covered by this schedule will be those who are unable to perform the range of duties to the competence level required within the class of work for which the employee is engaged under this award, because of the effects of a disability on their productive capacity and who meet the impairment criteria for receipt of a disability support pension.
B.3.2 This schedule does not apply to any existing employee who has a claim against the employer which is subject to the provisions of workers compensation legislation or any provision of this award relating to the rehabilitation of employees who are injured in the course of their employment.
B.4 Supported wage rates
B.4.1 Employees to whom this schedule applies will be paid the applicable percentage of the relevant minimum wage according to the following schedule:
Assessed capacity (clause B.5) % |
Relevant minimum wage % |
10 |
10 |
20 |
20 |
30 |
30 |
40 |
40 |
50 |
50 |
60 |
60 |
70 |
70 |
80 |
80 |
90 |
90 |
B.4.2 Provided that the minimum amount payable must be not less than $69 per week.
B.4.3 Where an employee’s assessed capacity is 10%, they must receive a high degree of assistance and support.
B.5.1 For the purpose of establishing the percentage of the relevant minimum wage, the productive capacity of the employee will be assessed in accordance with the Supported Wage System by an approved assessor, having consulted the employer and employee and, if the employee so desires, a union which the employee is eligible to join.
B.5.2 All assessments made under this schedule must be documented in an SWS wage assessment agreement, and retained by the employer as a time and wages record in accordance with the Act.
B.6 Lodgement of SWS wage assessment agreement
B.6.1 All SWS wage assessment agreements under the conditions of this schedule, including the appropriate percentage of the relevant minimum wage to be paid to the employee, must be lodged by the employer with Fair Work Australia.
B.6.2 All SWS wage assessment agreements must be agreed and signed by the employee and employer parties to the assessment. Where a union which has an interest in the award is not a party to the assessment, the assessment will be referred by Fair Work Australia to the union by certified mail and the agreement will take effect unless an objection is notified to Fair Work Australia within 10 working days.
B.7 Review of assessment
The assessment of the applicable percentage should be subject to annual or more frequent review on the basis of a reasonable request for such a review. The process of review must be in accordance with the procedures for assessing capacity under the supported wage system.
B.8 Other terms and conditions of employment
Where an assessment has been made, the applicable percentage will apply to the relevant minimum wage only. Employees covered by the provisions of this schedule will be entitled to the same terms and conditions of employment as other workers covered by this award on a pro rata basis.
B.9 Workplace adjustment
An employer wishing to employ a person under the provisions of this schedule must take reasonable steps to make changes in the workplace to enhance the employee’s capacity to do the job. Changes may involve re-design of job duties, working time arrangements and work organisation in consultation with other workers in the area.
B.10 Trial period
B.10.1 In order for an adequate assessment of the employee’s capacity to be made, an employer may employ a person under the provisions of this schedule for a trial period not exceeding 12 weeks, except that in some cases additional work adjustment time (not exceeding four weeks) may be needed.
B.10.2 During that trial period the assessment of capacity will be undertaken and the percentage of the relevant minimum wage for a continuing employment relationship will be determined.
B.10.3 The minimum amount payable to the employee during the trial period must be no less than $69 per week.
B.10.4 Work trials should include induction or training as appropriate to the job being trialled.
B.10.5 Where the employer and employee wish to establish a continuing employment relationship following the completion of the trial period, a further contract of employment will be entered into based on the outcome of assessment under clause B.5.
Schedule C—National Training Wage
D.1 Apprentices
D.1.1 An apprentice means any person employed and registered in the form prescribed by the relevant State Apprenticeship Authority.
D.1.2 For the purposes of this award, an apprentice is an employee who is engaged under a Training Agreement registered by the relevant State or Territory Training or apprenticeship Authority, where the qualification outcome specified in the Training agreement is a relevant qualification from a Training Package endorsed by the National Training Framework Committee.
D.1.3 An apprentice will also include an employee who is engaged under a Training Agreement or Contract of Training for an apprenticeship declared or recognised by the relevant State or Territory Training or Apprenticeship Authority.
D.1.4 Subject to appropriate State legislation, an employer must not employ an unapprenticed junior in a trade provided for in this award.
D.1.5 In order to undertake trade training in accordance with D.1 a person must be a party to a contract of apprenticeship training or training agreement in accordance with the requirements of the relevant Apprenticeship authority or State legislation. The employer must provide access to training consistent with the contract or training agreement without loss of pay.
D.1.6 An apprentice who attends a technical school and presents reports of satisfactory attendance and conduct must be reimbursed by their employer for all fees paid by the apprentice in respect of any course prescribed, at the end of each term.
D.1.7 The probationary period of an apprentice must be as set out in the training agreement or contract of apprenticeship consistent with the requirements of the Apprenticeship Authority or State legislation but must not exceed three months.
D.1.8 An apprentice who is under 21 years of age on completion of their apprenticeship and who is employed in the occupation to which they were apprenticed will be paid not less than the adult rate prescribed for that classification.
D.1.9 Except as provided in this schedule or where otherwise stated all conditions of employment specified in this award will apply to apprentices.
D.1.10 No apprentice under the age of 18 years will be required to work overtime unless they request to work overtime. An apprentice must not work or be required to work overtime at times which would prevent their attendance at technical school as required by this award or by State legislation.
D.1.11 No apprentice under the age of 18 years will be employed on any shift other than day shift. An apprentice over the age of 18 years, by mutual agreement may be required to work on an afternoon shift provided such shiftwork does not prevent their attendance at technical school as required by this award or by State legislation.
D.1.12 An apprentice must not work under any system of payment by results.
D.1.13 An employer must allow an apprentice to take time off during working hours to attend available classes. In order to be entitled to the time off the apprentice must produce a card showing the employee’s attendance at school for the period.
D.1.14 The provisions of this schedule will be read in conjunction with any state legislation or regulation relating to apprentices.
D.1.15 Provisions of any State legislation or regulation relating to the attendance of apprentices at technical school during ordinary working hours or to disciplinary powers of Apprenticeship Authorities over apprentices and employers are deemed not to be inconsistent with this award.
D.1.16 Apprentices are entitled to the NES, as supplemented by this award, except with respect to Notice of termination and Redundancy pay.
D.1.17 The ordinary hours of work of apprentices must not exceed those of the tradespersons employed under this award.
D.1.18 The number of apprentices that may be employed by an employer at any time in the said trade or trades must not exceed the proportion of one apprentice for each individual tradesperson employed by the employer in such trade.
D.2 School-based Apprentices
D.2.1 A school-based apprentice is a person who is undertaking an apprenticeship in accordance with this schedule while also undertaking a course of secondary education.
D.2.2 A school-based apprenticeship may be undertaken in the trades covered by this award under a training agreement or contract of training for an apprentice declared or recognised by the relevant State or Territory authority.
D.2.3 The relevant minimum wages for full-time junior and adult apprentices provided for in this award, calculated hourly, will apply to school-based apprentices for total hours worked including time deemed to be spent in off-the-job training.
D.2.4 For the purposes of clause D.2.3, where an apprentice is a full-time school student, the time spent in off-the-job training for which the apprentice must be paid is 25% of the actual hours worked each week on-the-job. The wages paid for training time may be averaged over the semester or year.
D.2.5 A school-based apprentice must be allowed, over the duration of the apprenticeship, the same amount of time to attend off-the-job training as an equivalent full-time apprentice.
D.2.6 For the purposes of this schedule, off-the-job training is structured training delivered by a Registered Training Organisation separate from normal work duties or general supervised practice undertaken on the job.
D.2.7 The duration of the apprenticeship must be as specified in the training agreement or contract for each apprentice but must not exceed six years.
D.2.8 School-based apprentices progress through the relevant wage scale at the rate of 12 months progression for each two years of employment as an apprentice.
D.2.9 The apprentice wage scales are based on a standard full-time apprenticeship of four years (unless the apprenticeship is of three years duration). The rate of progression reflects the average rate of skill acquisition expected from the typical combination of work and training for a school-based apprentice undertaking the applicable apprenticeship.
D.2.10 If an apprentice converts from school-based to full-time, all time spent as a full-time apprentice will count for the purposes of progression through the relevant wage scale in addition to the progression achieved as a school-based apprentice.
D.2.11 School-based apprentices are entitled pro rata to all of the other conditions in this award.