AP817220 - Nurses (South Australian Public Sector) Award 2002

1.6 DEFINITIONS

1.6.1 Afternoon shift is a complete rostered shift that commences no earlier than twelve noon and finishes after 6.00 p.m.

1.6.2 Casual employee is engaged to work less than fifteen hours per week, or for less than one month or whose ordinary hours vary from week to week irrespective of the span of hours or the period of engagement.

1.6.3 Job and person specifications means the official statement of qualifications, duties and responsibilities attaching to the position of each employee employed under this Award. A copy of the relevant job and person specification will be provided to each employee at the time of appointment.

[1.6.4 substituted by PR968361 ppc 03Feb06]

1.6.4 Health Care Agency means the Department of Health or Institute of Medical and Veterinary Science or a hospital or health centre incorporated under the South Australian Health Commission Act 1976 with employees covered by this Award.

1.6.5 Hourly rate is the appropriate annual salary divided by 52.16666667 (being 313 divided by 6) and divided by 38.

1.6.6 Night shift is a complete rostered shift worked between the hours of 6.00 p.m. and 7.30 a.m.

1.6.7 Nursing care means activities undertaken by a nurse in order to:

1.6.7(a) assess the nursing needs of the individual patient/client, the family or community group;

1.6.7(b) develop a nursing care plan in association with the patient(s)/client(s) and/or their families and with other appropriate health professionals;

1.6.7(c) implement the nursing care plans;

1.6.7(d) evaluate the effectiveness of the care provided in terms of the outcomes of the nursing interventions;

1.6.7(e) revise the plan of care appropriately.

1.6.8 Nursing services are services provided by a Health Care Agency and may include:

1.6.8(a) the assessment of nursing needs and organisational methods of meeting such needs;

1.6.8(b) health promotion, health education and health maintenance, advice, advocacy, counselling and support for individuals or groups, in all health related matters;

1.6.8(c) the provision of nursing care to persons confined to hospitals or ambulatory settings;

1.6.8(d) the provision of primary health care to sick and disabled persons not confined to hospitals;

1.6.8(e) consultation and collaboration within the health industry;

1.6.8(f) the provision of educational opportunities to other employees and students in the health industry.

1.6.9 Part-time employee is an employee who works less than 38 hours per week and who has reasonably predictable hours.

1.6.10 Registered nurse means an employee registered by the Nurses Board of South Australia as a registered general nurse or registered psychiatric nurse.

A registered psychiatric nurse is only eligible for appointment to registered nurse (levels 1, 2 and 3) as defined in this award. This is subject to the requirements of the Nurses Act 1999 being met.

1.6.11 Enrolled nurse

1.6.11(a) Enrolled nurse means an employee:

• whose training or education is deemed satisfactory for the purposes of enrolment on a register or roll as a nurse other than as a registered; and
• who is subject to the regulations and/or by-laws of the Nurses Board of South Australia and who holds a current practising certificate.

1.6.11(b) In service training means the formal and/or informal work related learning activities undertaken by an employee through opportunities provided by the Health Care Agency, which contribute to an employee’s professional development and efficiency by:

• the acquisition and updating of skills and knowledge beneficial to effective performance within a team; and/or
• reducing the degree of direct supervision required by the employee; and/or
• enhancing the breadth and/or depth of knowledge and skills required by an employee in a specific area and/or range of areas of nursing practice, as the case may be.

1.6.11(c) Supervision means the oversight, direction, instruction, guidance and/or support provided to an employee by the registered nurse responsible for ensuring such an employee is not placed in situations where required to function beyond his or her preparation and competence. Specifically:

1.6.11(c)(i) Direct supervision means the employee works side by side continuously with a registered nurse responsible for observing and directing his or her activities in circumstances where, in the judgement of the registered nurse, such an arrangement is warranted in the interests of safe and/or effective practice;

1.6.11(c)(ii) Indirect supervision means such other supervision provided to an employee assuming responsibility for functions delegated by a registered nurse in circumstances where, in the judgement of the registered nurse accountable for such delegation, direct supervision of the employee is not required.

1.6.11(d) Pay point Y1 means the pay point to which an employee is appointed, as an enrolled nurse where the employee possesses and may be required to utilise a level of nursing skill and knowledge based on:

1.6.11(d)(i) Training and experience

• the satisfactory completion of a hospital based course of training in nursing of not more than twelve months duration leading to enrolment as an enrolled nurse (as defined); or
• the satisfactory completion of a course of training of twelve months duration in a specified branch of nursing leading to enrolment on a register or roll maintained by a State/Territory nurses registration board; and practical experience of up to but not more than twelve months in the provision of nursing care and/or services, and the undertaking of in service training, subject to its provision by the Health Care Agency, from time to time.

1.6.11(d)(ii) Skill indicators

• The employee has limited or no practical experience of current situations; and limited discretionary judgement, not yet developed by practical experience.

1.6.11(e) Pay point Y2 means the pay point to which an employee shall be appointed as an enrolled nurse or will progress from pay point Y1, having been assessed as being competent at pay point Y1, where the employee possesses and is required to utilise a level of nursing skill and knowledge based on:

1.6.11(e)(i) Training and experience

• The satisfactory completion of a hospital based course of general training in nursing of more than twelve months duration and/or 500 or more hours theory content or a course accredited at advanced certificate level leading to enrolment as an enrolled nurse; or
• in addition to the experience, skill and knowledge requirements specified for pay point Yl, not more than one further year of practical experience in the provision of nursing care and/or services; and
• The undertaking of inservice training, subject to its provision by the Health Care Agency, from time to time.

1.6.11(e)(ii) Skill indicators

An employee is required to demonstrate some of the following in the performance of his or her work:

• a developing ability to recognise changes required in nursing activity and in consultation with the registered nurse, implement and record such changes, as necessary; and/or
• is able to relate theoretical concepts to practice; and/or
• requires assistance in complex situations and in determining priorities.

1.6.11(f) Pay point Y3 means the pay point to which an employee is appointed as an enrolled nurse or progress from pay point Y2, having been assessed as being competent at pay point Y2, where the employee possesses and is required to utilise a level of nursing skill and knowledge based on:

1.6.11(f)(i) Training and experience

• In addition to the experience, skill and knowledge requirements specified for pay point Y2, not more than one further year of practical experience in the provision of nursing care and/or services; and the undertaking of inservice training, subject to its provision by the Health Care Agency, from time to time.

1.6.11(f)(ii) Skill indicators

An employee is required to demonstrate some of the following in the performance of his or her work:

• an ability to organise, practise and complete nursing functions in stable situations with limited direct supervision; and/or
• the use of observation and assessment skills to recognise and report deviations from stable conditions; and/or
• demonstrated flexibility in the capacity to undertake work across a broad range of nursing activity and/or competency in a specialised area of practice; and/or
• uses communication and interpersonal skills to assist in meeting psychosocial needs of individuals/groups.

1.6.11(g) Pay point Y4 means the pay point to which an employee shall be appointed as an enrolled nurse or progress from pay point Y3, having been assessed as being competent at pay point Y3, where such an employee possesses and is required to utilise a level of nursing skill and knowledge based on:

1.6.11(g)(i) Training and experience

• In addition to the experience, skill and knowledge requirements specified for pay point Y3, not more than one further year of practical experience in the provision of nursing care and/or services; and
• The undertaking of inservice training, subject to its provision by the Health Care Agency, from time to time.

1.6.11(g)(ii) Skill indicators

An employee is required to demonstrate some of the following in the performance of his or her work:

• demonstrable speed and flexibility in accurate decision making; and/or
• organises own workload and sets own priorities with minimal direct supervision; and/or
• uses observation and assessment skills to recognise and report deviations from stable conditions across a broad range of patient and/or service needs; and/or
• uses communication and interpersonal skills to meet psychosocial needs of individual/groups.

1.6.11(h) Pay point Y5 means the pay point to which an employee is appointed as an enrolled nurse or will progress from pay point Y4, having been assessed as being competent at pay point Y4, where such an employee possesses and may be required to utilise a level of nursing skill and knowledge acquired on the basis of:

• In addition to the experience, skill and knowledge requirements specified for pay point Y4, not more than one further year of practical experience in the provision of nursing care and/or services; and the undertaking of relevant inservice training, subject to its provision by the Health Care Agency, from time to time.

1.6.11(h)(i) Skill indicators

An employee is required to demonstrate all of the following in the performance of his or her work:

• contributes information in assisting the registered nurse/s with development of nursing strategies/improvements within the employee’s own practice setting and/or nursing team, as necessary; and
• responds to situations in less stable and/or changed circumstances resulting in positive outcomes, with minimal direct supervision; and
• demonstrates efficiency and sound judgement in identifying situations requiring assistance from a registered nurse.

1.6.11(i) The requirement for an Enrolled Nurse to work under the supervision of a Registered nurse is not necessary where approval has been given by the Nurses Board of South Australia for such supervision to be waived.

[1.6.11(j) inserted by PR968361 ppc 03Feb06]

1.6.11(j) Pay point progression means that each employee will progress on his or her annual anniversary date from one pay point to the next, having regard to the acquisition and utilisation of skills and knowledge as stated in the applicable skill indicators for the pay point through experience in his or her practice setting/s over such period.

[1.6.11(k) inserted by PR968361 ppc 03Feb06]

1.6.11(k) Pay point deferral/refusal means that an employee’s progression may be deferred or refused by the employer, provided that any such deferral or refusal is referrable only to the terms specified for each pay point, and is not unreasonably nor arbitrarily imposed by the employer. Deferral/refusal will be considered unreasonable if the employer has refused to provide training and/or opportunities to work in various practice settings in the employer’s establishment.

[1.6.11(l) inserted by PR968361 ppc 03Feb06]

1.6.11(l) Pay point appeal means that an employee may appeal a deferral or refusal imposed under 1.6.11(k), provided that where such appeal results in a revocation of the employer’s decision, pay point progression will be considered to operate and be payable from the employee’s anniversary date for such progression pursuant to 1.6.11(j). For the purposes of this subclause, an appeal will be undertaken and resolved in accordance with the grievance procedure provided for in the Department of Health (SA HC Act and IMVS Act) Human Resources Manual. The implementation of this grievance procedure does not, nor can it, diminish any rights that any party has in bringing matters to the Australian Industrial Relations Commission.

[1.6.11(m) inserted by PR968361 ppc 03Feb06]

1.6.11(m) Pay point review means that where circumstances have changed such that the employee appropriately falls within the terms specified for his/her next pay point, either the employer or employee may initiate a review of a deferral or refusal imposed pursuant to 1.6.11(k), which may result in the lifting of such deferral or refusal at and operative from such date. For the purposes of this subclause, an appeal will be undertaken and resolved in accordance with the grievance procedure provided for in the Department of Health (SA HC Act and IMVS Act) Human Resources Manual. The implementation of this grievance procedure does not, nor can it, diminish any rights that any party has in bringing matters to the Australian Industrial Relations Commission.

1.6.12 Registered nurse - level 1

1.6.12(a) Registered nurse (level 1) (RN1) means an employee who is registered by the Nurses Board of South Australia as a registered nurse and who holds a current practising certificate.

1.6.12(b) An RN1 is required, according to the employee's level of competence and under the general guidance of, or with general access to, a competent registered nurse providing work related support and direction, to perform general nursing duties which will substantially include but are not confined to:

• delivering direct and comprehensive nursing care and individual case management to patients or clients;
• coordinating services, including those of other disciplines or agencies, to individual patients or clients within the practice setting;
• providing education, counselling and group work services orientated towards the promotion of health status improvements of patients and clients within the practice setting;
• providing support, direction and education to newer or less experienced staff and enrolled nurses, student nurses and student enrolled nurses and other workers providing personal care;
• accepting accountability for the employee's own standards of nursing care and service delivery;
• participating in action research and policy development within the practice setting; and
• subject to clause 4.9 - Higher duties, relieving an RN2 as required.

1.6.13 Registered nurse - level 2

1.6.13(a) Registered nurse (level 2) (RN2) means an employee who is registered by the Nurses Board of South Australia as a registered nurse, who holds a current practising certificate and any other qualification required for working in the employee's particular practice setting. An RN2 is appointed by a selection process or by reclassification from a lower level in the circumstances that the employee is required to perform the duties detailed in this subclause on a continuing basis.

1.6.13(b) An RN2 is required, in addition to the duties of an RN1, to perform duties delegated by an RN3, and clinical nursing duties which will substantially include but are not confined to:

• delivering direct and comprehensive nursing care and individual case management to a specific group of patients or clients in a particular area of nursing practice within the practice setting;
• providing support, direction, orientation and education to registered nurses (level 1), enrolled nurses, student nurses and student enrolled nurses;
• being responsible for planning and coordinating services relating to a particular group of clients or patients in the practice setting, as delegated by the RN3;
• acting as a role model in the provision of holistic care to patients or clients in the practice setting;
• assisting in the management of action research projects, and participating in quality assurance programs and policy development within the practice setting; and
• subject to clause 4.9 - Higher duties, relieving an RN3 as required.

1.6.13(c) An RN2 appointed on an annual basis is known as a Clinical nurse specialist. Grounds for appointment, as assessed by the classification committee of the Health Care Agency include:

• a demonstrated commitment to education/development relevant to the areas of practice and who has produced a work program related to this activity;
• demonstrated commitment to preceptorship or mentoring of others and who has delegated responsibility for this activity within the ward/worksite;
• a demonstrated commitment to participation in nursing research and evidence of nursing research activity;
• a commitment to participation in the provision of clinical leadership within the ward/worksite;
• other leadership duties consistent with the RN2 classification.

Where such positions are to be established, consultation with the ANF will occur.

1.6.14 Registered nurse - level 3

1.6.14(a) Registered nurse level 3 (RN3) means an employee who is registered by the Nurses Board of South Australia as a registered nurse, who holds a current practising certificate and any other qualification required for working in the employee's particular practice setting. The RN3 is appointed by a selection process or by reclassification from a lower level in the circumstances that the employee is required to perform the duties detailed in this subclause on a continuing basis.

1.6.14(b) An employee appointed at this level is required in addition to the duties of an RN2 to undertake some or all of the following functions:

• providing leadership and role modelling, in collaboration with others, particularly in the areas of action research and quality assurance programs; staff selection, management, development and appraisal; allocation and rostering of staff; participating in policy development and implementation; implementation and evaluation of patient and/or client education programs; and acting as a consultant on request in the employee's own area of proficiency, for the purpose of facilitating the provision of quality nursing care;
• delivering direct and comprehensive nursing care to a specific group of patients or clients with complex nursing care needs, in a particular area of nursing practice within a practice setting;
• coordinating, and ensuring the maintenance of standards of, the nursing care of a specific group or population of patients or clients within a practice setting; and
• coordinating or managing nursing or multi-disciplinary service teams providing acute nursing and community services;
• being accountable for the management of human and material resources within a specified span of control including the development and evaluation of staffing methodologies; and
• managing financial matters, budget preparation and cost control in respect of nursing within that span of control;
• being accountable for the assessment, planning, implementation and evaluation of nursing education and staff development programs for a specified population;
• subject to clause 4.9 - Higher duties, relieve registered nurses (level 4 or 5) as required.

Where such positions are to be established, consultation with the ANF will occur.

1.6.15 Registered nurse - level 4

1.6.15(a) Registered nurse (level 4 grade 3) (RN4/3) means an employee who is registered by the Nurses Board of South Australia as a registered nurse, who holds a current practising certificate and any other qualification required for working in the employee's particular practice setting. The RN4/3 is appointed by a selection process or by reclassification from a lower level in the circumstances that the employee is required to perform the duties detailed in this subclause on a continuing basis. An employee appointed at this level (to be known as an Assistant Director of Nursing, functional service unit or any other local title as appropriate) is required, in addition to the duties of a RN4 grades 1 and 2 (as defined) to perform duties which shall substantially include but are not confined to:

• being accountable to the Chief Executive Officer for the implementation of strategies ensuring the effective management of the total range of human and material resources within a specified functional service unit in conjunction with the Clinical director (medical);
• collaborating with the Clinical director (medical) to establish policies, goals and objectives for the functioned service unit and develop annual operating and long-term strategic plans for the service within the Health Care Agency's operating plan;
• participating as a member of the Health Care Agency Executive on a shared basis with the Clinical director (medical);
• collaborating with the Clinical director (medical) in the management of the allocation of resources, including capital expenditure, within the functional service unit through the planning and budgeting process including negotiating with the Chief Executive Officer and hospital Executive the budget and activity profiles for the service;
• being jointly responsible with the Clinical director (medical) for the recruitment, appointment, retention and coordination of the development, including appraisals, of all staff in the functional service unit within overall Health Care Agency human resource guidelines; and
• collaborating with the Clinical director (medical) in respect of the promotion of research activities specific to the functional service unit.
• subject to clause 4.9 - Higher duties, relieve the Director of Nursing as required.

1.6.15(b) For the purpose of this subclause, a functional service unit means a group of similar or different patient service areas and support services aggregated together to form a "unit" for the purpose of decentralising operating responsibilities, service management and financial accountability; and

1.6.15(b)(i) Clinical director (medical) means the appointed Senior Consultant or Senior Visiting Medical Specialist with the responsibility of jointly managing the functional service unit with an Assistant Director of Nursing so described in this subclause.

1.6.15(b)(ii) Notwithstanding the above, in circumstances whereby a clinical director (medical) is not appointed to jointly manage the functional service unit, the Assistant Director of Nursing (functional service unit) will undertake sole responsibility for all of the duties described herein.

1.6.15(c) Registered nurse (level 4 grade 2) (RN4/2) means an employee who is registered by the Nurses Board of South Australia as a registered nurse, who holds a current practising certificate and any other qualification required for working in the employee's particular practice setting. The RN4/2 is appointed by a selection process or by reclassification from a lower level in the circumstances that the employee is required to perform the duties detailed in this subclause on a continuing basis. The RN4/2 may undertake some or all of the following functions:

• subject to clause 4.9 - Higher duties, to relieve the Director of Nursing as required;
• providing leadership and role modelling, in collaboration with others, particularly in the areas of selection of staff within the employee's area of responsibility, provision of appropriate education programs, and coordination and promotion of clinical, management and education research projects; participating as a member of the nursing executive team; and contributing to the development of nursing and Health Care Agency policy; for the purpose of facilitating the provision of quality nursing care;
• managing the activities of, and providing leadership, coordination and support to a specified group of RN3’s;
• being accountable for the establishment, implementation and evaluation of systems to ensure the standard of nursing care for a specified span of control;
• being accountable for the development, implementation and evaluation of patterns of patient care for a specified span of control;
• being accountable for clinical operational planning and decision making for a specified span of control;
• being accountable for appropriate clinical standards, through quality assurance programs, for a specified span of control;
• being accountable for the development and coordination of nursing management systems within a specified span of control; and
• being accountable for the structural elements of quality assurance for a specified span of control;
• being accountable for the standards and effective coordination of education programs for a specified population;
• being accountable for the development, implementation and evaluation of education and staff development programs for a specified population;
• being accountable for the management of educational resources including their financial management and budgeting control; and
• undertaking career counselling for nursing staff.

1.6.15(d) Registered nurse (level 4 grade 1)(RN4/1) means an employee who is registered by the Nurses Board of South Australia as a registered nurse, who holds a current practising certificate and any other qualification required for working in the employee's particular practice setting, and who is appointed as such by a selection process or by reclassification from a lower level in the circumstances that the employee is required to perform the duties detailed in this subclause on a continuing basis. The RN4/1 may undertake some or all of the following functions:

1.6.15(e) In the case of ‘Program Manager’ positions at the Julia Farr Services be accountable to the ‘Services Director’ for the service delivery of a multi-discipline team. A Program Manager may be required to undertake duties which may substantially include but not be confined to:

• the management of a team staff which may include medical officers, Registered nurses level 3 and other nursing staff, allied health professionals, administrative and other support staff;
• being accountable for the effective and efficient management of human and material resources of the program;
• work collaboratively with all health professional seniors to address discipline specific issues;
• contributing to the development of Health Care Agency policy for the purpose of facilitating the provision of quality health care;
• relieving the Services Director as required and undertaking an executive role within the unit;
• ensuring that all service delivery and management of the team is undertaken in a framework of quality management, equal opportunity, appropriate standards of occupational health and safety and infection control, consumer participation and based on recognised industry standards.

1.6.15(f) In the case of an ADON Mental Health Division, Women’s and Children’s Hospital, in addition to the duties of an RN3 an employee appointed to this level is required to perform duties which may substantially include but not be confined to:

• Being accountable to the Executive Director, Mental Health Division for the management of the psychiatric ward within the hospital, and the Executive Director, Nursing and Patient Care Services for professional standards of nursing practice across the Mental Health Division.
• Undertaking, for the Boylan Ward of the Women’s and Children’s Hospital, clinical and management duties consistent with RN4 grade 2.

1.6.15(g) In the case of ADON Division of Medicine, North Western Adelaide Health Service in addition to the duties of an RN3 an employee appointed to this level is required to perform duties which may substantially include but not be confined to being accountable to the Executive Director, Clinical and Community Services for assisting the Divisional Director of Nursing in the management of the Medical Division.

[1.6.15(h)) substituted by PR968361 ppc 03Feb06]

1.6.15(h) The classification of RN4/1 is restricted to the positions described in 1.6.15(d). Any other access to its provisions is subject to agreement of the Department of Health and the ANF.

1.6.16 Registered nurse - level 5

1.6.16(a) Registered nurse (level 5) means an employee who is registered by the Nurses Board of South Australia as a registered general nurse, who holds a current practising certificate and any other qualification required for working in the employee's particular practice setting. The RN5 is appointed by a selection process. The RN5 may undertake some or all of the following functions:

• being accountable for the standards of nursing care for the Health Care Agency and for coordination of the nursing service of the Health Care Agency;
• participating as a member of the executive of the Health Care Agency, being accountable to the executive for the development and evaluation of nursing policy, and generally contributing to the development of Health Care Agency policy;
• providing leadership, direction and management of the nursing division of the Health Care Agency in accordance with policies, philosophies, objectives and goals established through consultations with staff and in accordance with the directions of the Board of Directors of the Health Care Agency;
• providing leadership and role modelling, in collaboration with others, particularly in the areas of staff selection, promotion of participative decision making and decentralisation of nursing management; and generally advocating for the interests of nursing to the executive team of the Health Care Agency;
• managing the budget of the nursing division of the Health Care Agency;
• ensuring that nursing services meet changing needs of clients or patients through proper strategic planning and;
• complying, and ensuring the compliance of others, with the code of ethics and legal requirements of the nursing profession.

1.6.16(b) In the case of an Executive Officer/Director of Nursing, (EO/DON) in addition to the role set out for an RN5 and under the guidance and direction of the Chief Executive Officer (CEO) who is not located within the agency:

• providing day to day management of the Health Care Agency; and
• being accountable for the operational planning, financial and human resource management of the Health Care Agency; and
• acting as the executive officer to the Board of Directors; and
• ensuring that services operate consistent with appropriate standards.

1.6.16(c) In the case of a Chief Executive Officer/Director of Nursing (CEO/DON) in addition to the roles set out for RN5 and EO/DON has delegated responsibility from the Board for the operation of the Health Care Agency including:

• planning, implementation and evaluation of health care programs;
• having legal responsibility for decisions and actions taken.

1.6.16(d) In the case of a Multi-Campus Director of Nursing (MCDON) where the Boards of Health Care Agencies have amalgamated to form two or more campuses of a single Health Service, the MCDON will perform the duties of an RN5 across those campuses.

1.6.16(e) The establishment of positions detailed in 1.6.16(b), 1.6.16(c) and 1.6.16(d) are subject to consultation with the ANF.

1.6.17 Student in Enrolled Nursing

[1.6.17 inserted by PR968361 ppc 03Feb06]

1.6.17(a) Student in Enrolled Nursing means a person (who may or may not be engaged as a trainee under the terms of a contract of training) who is employed on the basis that the person is or will be undertaking a course approved by the Nurses Board of South Australia for the preparation of enrolled nurses.