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AP797062 - Student Union Employees Core Conditions Award 1997

SCHEDULE A - STUDENT UNION EMPLOYEES CORE CONDITIONS AWARD 1997

[Sched A varied by T2015 PR909620 PR925914 PR941609 PR953924; PR967478 ppc 12Jan06]

Student Union Employee (SUE) Classification Levels and Classification Standards

LEVEL 1

Training level or qualifications

Persons employed at Level 1 shall typically perform duties at a skill level which assumes and requires knowledge, training or experience relevant to the duties to be performed, or completion of year 12 without work experience or an equivalent combination of experience and training.

Occupational equivalent

Clerk

Level of supervision

Routine supervision of straightforward tasks (see below).

Task level

Perform a range of straightforward tasks where procedures are clearly established.

Organisational knowledge

Limited and based only on brief induction to organisation.

Judgement, independence and problem solving

Solve relatively simple problems with reference to established techniques and practices. Will sometimes choose between a range of straightforward alternatives.

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.

Typical activities

Clerical positions at this level may include duties involving the inward and outward movement of mail, keeping, copying, maintaining and retrieving records, straightforward data entry and retrieval.

Criteria for progression to Level 1A

An employee at Level 1A will be able to perform all the duties of the Level 1 position to which they were appointed.

In addition, as a result of experience and training, an employee at Level 1A would:

1. On occasions, perform more complex tasks (Task Level)

2. Provide general information/advice and assistance to members of the public, students and other staff which is based on a broad knowledge of the employee’s work area/responsibility, including knowledge of the functions carried out and the location and availability of particular personnel and services (organisational knowledge).

It would be expected, with satisfactory skill acquisition, that a new employee in Level 1 would have acquired the skills to move to Level 1A within 6 months of commencement.

LEVEL 2

Training level or qualifications

Persons employed at Level 2 shall typically perform duties at a skill level which assumes and requires knowledge or training in clerical/administrative, trades or technical functions equivalent to:

• completion of Year 12, with relevant work experience; or

• equivalent relevant experience or combination of relevant experience and 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 an advanced certificate or associate diploma.

Occupational equivalent

Technical assistant/technical trainee, clerical/secretarial.

Level of supervision

In technical positions, routine supervision, moving to general direction with experience. In other positions, general direction.

Task level

Some complexity. Apply body of knowledge equivalent to trade certificate, including diagnostic skills and assessment of the best approach to a given task.

Organisational knowledge

Perform tasks/assignments which require knowledge of the work area processes and an understanding of how they interact with other related areas and processes.

Judgement, independence and problem solving

Exercise judgement on work methods and task sequence within specified timelines and standard practices and procedures.

Typical activities

In technical positions,

• under general supervision, operate photographic development facility.

Staff would be expected to perform a greater range and complexity of tasks as they progressed through the level and obtained further training.

In clerical positions, perform a range of clerical support tasks including

• standard use of a word processing package (including store and retrieve documents, key and lay out correspondence and reports, merge, move and copy, use of columns, tables and basic graphics) or an established spreadsheet or database application

• provide general clerical support to staff within an office, including word processing, setting up meetings, answering straightforward inquiries and directing others to the appropriate personnel

• process accounts for payment.

Criteria for progression to Levels 2A and 2B

Employees at Level 2A will be able to perform all the duties of a Level 2 position.

In addition, as a result of experience and training, an employee at Level 2A would:

1. Have the capacity to provide on-the-job guidance and training to new employees in lower classification and job orientation to new employees at Level 2.

2. Have the capacity to supervise employees at Level 1.

As a result of experience and training an employee at Level 2B, in addition to the above, would:

1. Have the capacity to explain the requirements of the work processes in which he/she is involved to students, student union officers and other clients (for example, to explain policies for booking of student union facilities.)

2. Have the capacity to provide on-the job training and guidance to new employees at Level 2.

It would normally be expected that an employee appointed at Level 2 would acquire the additional skills necessary to progress to Level 2A and 2B in the second and third year of their employment in that classification respectively.

LEVEL 3

Training level or qualifications

Persons employed at Level 3 shall typically perform duties at a skill level which assumes and requires knowledge or training equivalent to:

• completion of an associate diploma level qualification with relevant work related experience or a certificate level qualification with post-certificate relevant work experience;

• an equivalent combination of relevant experience and/or education/training.

Occupational equivalent

Technical officer or technician, clerical/secretarial above Level 2.

Level of supervision

In technical positions, routine supervision [to general direction] depending upon experience and the complexity of the tasks. In other positions, general direction.

Liaison with staff at higher levels. May undertake stand alone work.

Task level

May undertake limited creative, planning or design functions; apply skills to a varied range of different tasks.

Organisational knowledge

Perform tasks/assignments which require proficiency in the work area’s rules, regulations, processes and techniques, and how they interact with other related functions.

Judgement, independence and problem solving

In technical positions, apply theoretical knowledge and techniques to a range of procedures and tasks. In clerical/secretarial positions, provide factual advice which requires 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.

Typical activities

In technical positions,

• develop new equipment to criteria developed and specified by others

In library technical positions,

• undertake copy cataloguing
• use a range of bibliographic databases
• undertake acquisitions
• respond to reference inquiries.

In clerical/secretarial positions,

• may undertake a full range of word processing functions, including mathematical formulae and symbols, manipulation of text and layout in desktop publishing software and use of a range of word processing packages if required

• be responsible for providing a full range of secretarial services in an office

• plan and set up spreadsheets or database applications

• provide advice to students on student union services and institutional requirements

• administer electoral roll.

Criteria for progression to Level 3A

Employees at Level 3A will be able to perform all the duties of a Level 3 position.

In addition an employee at Level 3A would have the capacity to:

1. In administrative positions, supervise or co-ordinate others to achieve objectives.

2. In technical positions, work under only general direction.

3. As well as providing advice and information to students, monitor the currency of such information, amend and explain to other staff.

It would normally be expected that an employee appointed at Level 3 would acquire the skills and experience to progress to Level 3A in their second year.

LEVEL 4

Training level or equivalent

Persons employed at Level 4 shall typically perform duties at a skill level which assumes and requires knowledge or training equivalent to:

• completion of a degree

• completion of an associate diploma and at least 2 years subsequent relevant work experience; or

• an equivalent combination of relevant experience and/or education/training.

Occupational equivalent

Graduate (i.e. degree) or professional, without subsequent work experience on entry (including inexperienced welfare officer or computer systems officer); administrator with responsibility for advice and determinations; experienced technical officer.

Level of supervision

In professional positions, routine supervision, depending on tasks involved and experience. In technical positions, general direction and may supervise other staff.

Task level

Apply body of broad technical knowledge and experience at a more advanced level than Level 3, including the development of areas of specialist expertise. In professional positions, apply theoretical knowledge, at a degree level, in a straightforward way. In administrative positions, provide advice and decisions on rules and entitlements.

Organisational knowledge

Perform tasks/assignments which require proficiency in the work area’s rules, regulations, processes and techniques, and how they interact with other related functions.

Judgement, independence and problem solving

In professional positions, solve routine problems under supervision through the standard application of theoretical principles and techniques at degree level. In technical positions, apply standard technical training and experience to solve problems. In administrative positions, may apply expertise in a particular set of rules or regulations to make decisions, or be responsible for coordinating a team to provide an administrative service.

Typical activities

In technical positions,

• develop new equipment to general specifications
• prepare reports of a technical nature

In administrative positions, responsible for the explanation and administration of an administrative function, eg, HECS advice, records, determinations and payments, the organisation and administration of an election.

In professional positions and under professional supervision,

• work as part of a research team in a support role
• provide counselling services, under professional supervision

Criteria for progression to Level 4A

Employees at Level 4 will be able to perform all of the duties of a Level 4 position. In addition, as a result of experience and training, an employee at Level 4A would have the capacity to:

1. In administrative and professional positions, provide interpretation of complex policies and procedures.

2. Have input, in areas of own responsibility, into policy development.

3. In professional positions able to work independently in the exercise of professional skill in less complex areas, and accept responsibility for outcomes.

It would be expected, in normal circumstances, that an employee appointed at Level 4A, as a result of training, experience and skill acquisition, would advance to Level 4A in the second year of employment.

LEVEL 5

Training level or qualifications

Persons employed at Level 5 shall typically perform duties at a skill level which assumes and requires knowledge or training equivalent to:

• a degree with subsequent relevant experience; or

• extensive experience and specialist expertise or broad knowledge in technical or administrative fields; or

• an equivalent combination of relevant experience and/or education/training.

Occupational equivalent

Graduate or professional with subsequent relevant work experience (including a computer systems officer with some experience); supervision/co-ordination of a significant service; experienced technical specialist and/or technical supervisor, research officer.

Level of supervision

In professional positions, general direction; in other positions, broad direction. May have extensive supervisory and line management responsibility for technical, clerical, administrative and other non-professional staff.

Task level

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.

Organisational knowledge

Perform tasks/assignments which require proficiency in the work area’s existing rules, regulations, processes and techniques and how they interact with other related functions, and to adapt those procedures and techniques as required to achieve objectives without impacting on other areas. Liaise with decision-making bodies on the development of policies within own area of operations.

Judgement, independence and problem solving

Discretion to innovate within own function and take responsibility four 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; analyse and report on data and experiments.

Typical activities

In administrative positions,

• provide financial, policy and planning advice

• service a range of committees, including preparation of agendas, papers, minutes and correspondence

• monitor expenditure against budget.

In professional positions,

• oversee a service such as recreation or sporting programme

• provide a range of library services, including bibliographic assistance, original cataloguing and reader education in library and reference services

• providing counselling services

• undertake a range of computer programming tasks

• provide documentation and assistance to computer users

• analyse less complex user and system requirements

• undertake the preparation of submissions on policy matters, subject to general direction by officers/decision making bodies.

In other positions,

• manage a small catering operation or a significant operation such as cleaning, without reference to higher expert supervision

• manage a significant section of a large catering operation.

Criteria for progression to Level 5A

Employees at Level 5A will be able to perform all of the duties of a Level 5 position.

In addition, as a result of experience and training, an employee at Level 5A would have the capacity to:

1. In stand-alone professional positions not involving management of other staff, act as the organisation’s most senior internal expert in an area of significant operation (e.g. Recreation and Sport, Welfare, Education Research).

2. Develop detailed policy proposals within a specific policy or operations area, for direct consideration by the governing body or policy committees of the student organisation, having regard to the policy orientation of these bodies.

3. Act on behalf of the organisation in its dealings with outside bodies, government etc, in a specific area of expertise, without detailed reference to more senior staff.

It would be expected, in normal circumstances, that an employee appointed at Level 5 would acquire sufficient skills and experience to progress to Level 5A in their second or third year of employment at that level.

LEVEL 6

Training level or qualifications

Persons employed at level 6 shall typically perform duties at a skill level which assumes and requires knowledge or training equivalent to:

• a degree with at least 4 years subsequent relevant experience; or

• extensive experience and management expertise in technical or administrative fields; or

• an equivalent combination of relevant experience and/or education/training.

Occupational equivalent

Senior professional in a small, less complex organisation; Manager

Level of supervision

Broad direction. May manage other administrative, technical and/or professional staff

Task level

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 positions, may be a recognised authority in a specialised area.

Organisational knowledge

Detailed knowledge of administrative policies and organisational objectives and the interrelationships between a range of policies and activities.

Judgement, 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 others in order to achieve objectives. It may also involve the interpretation of policy which has an impact across the organisation.

Typical activities

In student services, the training and supervision of other professional staff combined with policy development responsibilities which may include research and publication. Act as most senior financial adviser to a large organisation.

In administrative positions, provide overall management of a small organisation with limited range of functions (e.g. Publications, Sport and Recreation, and Representation).

LEVEL 7 and LEVEL 8

Training level

Positions at Level 7 shall typically require skills which assume and require knowledge or training equivalent to:

• postgraduate qualifications and extensive relevant experience

• extensive experience and proven management expertise

• an equivalent combination of relevant experience and/or education

Occupational equivalent

Senior Manager, Senior Administrator

Level of supervision

Broad direction. Will manage other administrative, technical and/or professional staff.

Task Level

Complex, significant and high level creative planning with clear accountability for performance. At Level 7, sound knowledge of all programmes in a small organisation or comprehensive knowledge of related programmes as a Senior Manager of a large organisation.

Organisational knowledge

Extensive knowledge of history and culture of organisation or of student organisations generally. In this context, bring multi-perspective approach to policy development and administration.

Judgement, independence and problem solving

At Level 7, in smaller organisations and at Level 8 in larger organisations, be fully responsible to officers/governing body for overseeing organisation’s operations.

At Level 7, in larger organisations act as part of the senior management group and liaise directly with governing councils in relation to major areas of operations.

Typical activities

At Level 7, act as the most senior manager of a smaller organisation with several significant and diverse operations (e.g. Catering, Sport and Recreation, Student Welfare, Social Activities and Media); OR act as manager of a very large operation within a large organisation (e.g. Catering Manger in a large University Union).

At Level 8, act as the most senior manager of a large organisation.

* Note re organisational size

A “smaller” organisation, having regard to complexity and diversity of service, number of workplace locations (e.g. multi-campus institutions) etc, might be regarded as one which employed less than 20 staff (equivalent full-time) and a “larger” organisation might be regarded as one which employed more than 25 staff.

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