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1.2 This award commences on 3 October 2016 and replaces the Victorian Public Service Award 2005, the Department of Human Services (Nurses) Award 2002, the Victorian Health and Community Services (Psychiatric, Disability and Alcohol and Drug Services) Award 2003 and the Australian Workers Union (Victorian Public Sector) Award 2001.

1.3 The monetary obligations imposed on employers by this award may be absorbed into overaward payments. Nothing in this award requires the employer to maintain or increase any overaward payment.

1.4 The making of this award is not intended to result in a reduction in the take-home pay of employees covered by the award. On application by or on behalf of an employee who suffers a reduction in take-home pay as a result of the making of this award, the Fair Work Commission may make any order it considers appropriate to remedy the situation.

2. Definitions and interpretation

[Varied by PR733974]

2.1 In this award, unless the contrary intention appears:

Act means the Fair Work Act 2009 (Cth)

adult apprentice means an apprentice who is 21 years of age or over at the commencement of their apprenticeship

apprentice means an employee who is bound by a contract of training registered with the appropriate State or Territory training authority

[Definition of casual employee inserted by PR733974 from 27Sep21]

casual employee has the meaning given by section 15A of the Act

defined benefit member has the meaning given by the Superannuation Guarantee (Administration) Act 1992 (Cth)

employee means an employee of the State of Victoria employed pursuant to Division 4 of Part 3 or Division 3 of Part 6 of the Public Administration Act 2004 (Vic)

employer means the State of Victoria acting through its servant who, for the purposes of this award, is the relevant public service body head in respect of the public service body in which the employee is employed

exempt public sector superannuation scheme has the meaning given by the Superannuation Industry (Supervision) Act 1993 (Cth)

MySuper product has the meaning given by the Superannuation Industry (Supervision) Act 1993 (Cth)

NES means the National Employment Standards as contained in sections 59 to 118, and 123 to 131 of the Act, as they apply subject to s.30H of the Act

public service body and public service body head have the meaning given by the Public Administration Act 2004 (Vic)

salary means the wage or salary rate, including all on-going progression payments, which an employee receives in the normal course of his or her duty, provided that Salary does not include any payment for overtime, shiftwork, stand-by, travelling allowance, incidental expenses or any payment of a temporary character

standard rate means the minimum annual rate applicable to VPS Grade 2, Value range 2.1 in clause 8—Classifications and Minimum Wages

Victorian Referral means the Fair Work (Commonwealth Powers) Act 2009 (Vic), or such other Act of the Victorian Parliament which replaces that Act, as amended from time to time

3. The National Employment Standards and this award

3.1 The National Employment Standards (NES) and this award contain the minimum conditions of employment for employees covered by this award.

3.2 Where this award refers to a condition of employment provided for in the NES, the NES definition applies.

3.3 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.

3.4 Both the NES and this award only apply to the extent that legislative power in relation to a particular matter is referred to the Commonwealth Parliament by the Victorian Referral.

4. Coverage

4.1 This award covers:

(a) the employer, in respect of its employment of the employees;

(b) the employees, in respect of each employee’s employment by the employer.

4.2 This award does not cover:

(a) employees who are employed under the Education and Training Reform Act 2006 (Vic), or any successor legislation;

(b) employees excluded from award coverage by the Act; or

(c) a locally engaged employee in an overseas office/work location.

5. Award flexibility

5.1 Notwithstanding any other provision of this award, the 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.

5.2 The employer and the individual employee must have genuinely made the agreement without coercion or duress. An agreement under this clause can only be entered into after the individual employee has commenced employment with the employer.

5.3 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 5.1; and

(b) result in the employee being better off overall at the time the agreement is made than the employee would have been if no individual flexibility agreement had been agreed to.

5.4 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.

5.5 The employer must give the individual employee a copy of the agreement and keep the agreement as a time and wages record.

5.6 Except as provided in clause 5.4(a) the agreement must not require the approval or consent of a person other than the employer and the individual employee.

5.7 The 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.

5.8 The agreement may be terminated:

(a) by the employer or the individual employee giving 13 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.

Note: If any of the requirements of s.144(4), which are reflected in the requirements of this clause, are not met then the agreement may be terminated by either the employee or the employer, giving written notice of not more than 28 days (see s.145 of the Fair Work Act 2009 (Cth)).

5.9 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 the employer and an individual employee contained in any other term of this award.

Part 2—Types of Employment and Termination of Employment

6. Types of employment

[Varied by PR733974]

6.1 Basis of employment

(a) Employees under this award will be employed in one of the following categories:

(i) full-time;

(ii) part-time; or

(iii) casual.

(b) Employees may be engaged on a fixed term basis.

(c) Employees may be engaged on a probationary basis.

6.2 Notice of engagement

(a) At the time of engagement the employer will advise the employee in writing of the conditions of engagement, including:

(i) the basis of employment;

(ii) whether a probationary period applies and, if so, the duration of the probationary period;

(iii) if engaged as a fixed term employee, the specific term of the engagement; and

(iv) the instruments governing the employee’s terms and conditions of employment.

6.3 Full-time employment

A full-time employee is one who is engaged to work the hours set out in clause 16.

6.4 Part-time employment

(a) Provisions relating to salary, leave and all other entitlements contained within this award, will apply to part-time employees on a pro rata basis.

(b) Payment for part-time employment must be for not less than three consecutive hours in any day worked except:

(i) where the employee works from home by agreement with the employer; or

(ii) in exceptional circumstances.

(c) Part-time employment must be worked only by agreement between the employee and the employer, where that agreement includes:

(i) an agreed roster specifying the days in each fortnight on which the employee will work, the hours of those days upon which the employee will work, and the number of hours the employee will work on each day worked; and

(ii) agreed processes for the variation of hours of work.

(d) Such agreed rostered hours will be considered the employee’s ordinary hours.

6.5 Casual employment

[6.5(a) deleted by PR733974 from 27Sep21]

[6.5(b) renumbered as 6.5(a) by PR733974 from 27Sep21]

(a) Employees employed on a casual basis will receive a loading of 25% as compensation in lieu of any entitlement to the following benefits: public holidays, annual leave and leave loading, paid personal/carer’s leave, paid parental leave, paid compassionate leave, jury service, accident make‑up pay and defence forces leave.

[6.5(c) renumbered as 6.5(b) by PR733974 from 27Sep21]

(b) Payment for work performed by a casual employee will be for not less than three consecutive hours in any day worked except:

(i) where the employee works from home by agreement with the employer; or

(ii) in exceptional circumstances.

[6.5(d) renumbered as 6.5(c) by PR733974 from 27Sep21]

(c) Except as expressly provided for, all other provisions of this award apply to casual employees.

6.6 Fixed term employment

The employer may employ persons on fixed term basis for a specific task or period of time.

7. Termination of employment

7.1 Notice of termination is provided for in the NES.

7.2 Notice of termination by an employee

The notice of termination required to be given by an employee is the same as that required of the 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 money 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.

7.3 Job search entitlement

Where the 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.

Part 3—Minimum Wages and Related Matters

8. Classifications and Minimum Wages

[Varied by PR592456, PR606461, PR707576, PR718953, PR729400, PR740824, PR762244]

8.1 Employees will be employed under one of the following classification structures:

Classification Structure	Clause	Table
Victorian Public Service	8.2	1
*Occupational classification structures:*
Legal Officer	8.3	2
Allied Health Officer	8.4	3
Scientific Officer	8.5	4
Custodial Officer	8.6	5
Child Protection Practitioner: - Child Protection Practitioner - Children, Youth and Families	8.7	6 7
Youth Justice Worker	8.8	8
Housing Services Officer and Housing Customer Services Officer	8.9	9
Sheriff’s Officer	8.10	10
Community Corrections Officer	8.11	11
Fisheries Officer	8.12	12
Forensic Officer	8.13	13
Nursing Employee	8.14	14
Disability Services Employee: - Disability Development and Support Officer - Trades and Support Services	8.15	15 16
Forestry Field worker	8.16	17

(a) Employees will be employed within the Victorian Public Service classification structure set out in Table 1 below, unless the nature and characteristics of the work meets the definition of an occupational category as set out in clauses 8.3 to 8.16.

(b) Employees will be appointed to a Grade and Value Range, or to a specified classification, based on work requirements, in accordance with the Grade Standard Descriptors and the Classification and Value Range Standard Descriptors in Schedule A to Schedule M as appropriate.

(c) Employees and/or positions can move between Value Ranges if applicable. Movement between the Value Ranges can occur following a job resizing review. The review process includes an assessment by the employer of the work the employer requires to be undertaken and the performance of that work by the employee. These are assessed against the benchmarks specified in the Classification and Value Range Standard Descriptors in Schedule A to Schedule M, as appropriate.

8.2 Victorian Public Service classification structure

[8.2 varied by PR592456, PR606461, PR707576, PR718953, PR729400, PR740824, PR762244 ppc 01Jul23]

The Victorian Public Service (VPS) classification structure is set out in Table 1 below. The VPS Grade and Value Range Descriptions set out in Schedule A apply.

Table 1—Victorian Public Service (VPS) classification structure

VPS Structure	Value range	Salary ($ Min)	Salary ($ Max)
Grade 1	1.1	46,556	52,387
Grade 2	2.1	53,885	60,284
	2.2	61,258	67,107
Grade 3	3.1	68,453	75,202
	3.2	76,550	81,949
Grade 4	4.1	83,450	93,945
Grade 5	5.1	95,446	104,892
	5.2	104,893	114,339
Grade 6	6.1	115,837	134,503
	6.2	134,506	153,169
Senior Technical Specialist	7.1	155,385	173,378
	7.2	173,379	191,368
	7.3	191,369	209,359

8.3 Legal Officer structure

(a) The Legal Officer structure is set out in the Table 2 below. The salary minimums referred to in this table are referenced against Table 1. The Legal Grade and Value Range Descriptors set out in Schedule B apply.

[8.3(b) varied by PR592456, PR606461, PR707576, PR718953, PR729400, PR740824, PR762244 ppc 01Jul23]

(b) Solicitor 1 advances to Solicitor 2 after 12 months or sooner if performing work at higher level, subject to meeting agency performance standards.

Table 2—Legal Officer structure

Legal Officer structure	Value range	Salary minimum $
Articled Clerk		58,605
Solicitor 1	1.1	64,597
Solicitor 2	2.1	Base of VPS Grade 3 Value Range 1
	2.2	Base of VPS Grade 3 Value Range 2
Solicitor 3	3	Base of VPS Grade 4
Senior Solicitor	SS.1	Base of VPS Grade 5, Value Range 1
	SS.2	Base of VPS Grade 5, Value Range 2
Principal Solicitor	PS.1	Base of VPS Grade 6, Value Range 1
	PS.2	Base of VPS Grade 6, Value Range 2
VPS Senior Technical Specialist	STS	VPS Senior Technical Specialist

8.4 Allied Health structure

The Allied Health structure is set out in the table below. The salary minimums referred to in this table are referenced against Table 1. The Speech Therapists, Social Workers, Psychologists/Guidance Officers and Related Professions (Allied Health) Grade and Value Range Descriptors set out in Schedule C apply.

Table 3—Allied Health structure

Allied Health structure	Value range	Salary minimum
Allied Health 1	1.1	Base of VPS Grade 2, Value Range 1
Allied Health 2	2.1	Base of VPS Grade 2, Value Range 2
	2.2	Base of VPS Grade 3 Value Range 1
	2.3	Base of VPS Grade 3 Value Range 2
Allied Health 3	3.1	Base of VPS Grade 4
Allied Health 4	4.1	Base of VPS Grade 5, Value Range 1
	4.2	Base of VPS Grade 5, Value Range 2
VPS Grade 6	G.6	VPS Grade 6
VPS Senior Technical Specialist	STS	VPS Senior Technical Specialist

8.5 Science structure

The Science structure is set out in the table below. The salary minimums referred to in this table are referenced against Table 1. The Science Grade and Value Range Descriptors set out in Schedule D apply.

Table 4—Science structure

Science structure	Value range	Salary minimum
Science A	A.1	Base of VPS Grade 2, Value Range 2
	A.2	Base of VPS Grade 3, Value Range 1
	A.3	Base of VPS Grade 3, Value Range 2
Science B	B.1	Base of VPS Grade 4
Science C	C.1	Base of VPS Grade 5, Value Range 1
	C.2	Base of VPS Grade 5, Value Range 2
Science D	D.1	Base of VPS Grade 6, Value Range 1
	D.2	Base of VPS Grade 6, Value Range 2
VPS Senior Technical Specialist	STS	VPS Senior Technical Specialist

8.6 Custodial Officers structure

[8.6 varied by PR592456, PR606461, PR707576, PR718953, PR729400, PR740824, PR762244 ppc 01Jul23]

The Custodial Officers structure is set out in the table below. The salaries referred to in this table are referenced against Table 1 (salaries relate to 76 hour fortnight). The Custodial Officer Classification Descriptors set out in Schedule E apply.

Table 5—Custodial Officers (COG) structure

COG structure	Salary ($ Min)	Salary ($ Max)
COG 1 Trainee	53,191
COG 2A Prison Officer	Base of VPS Grade 2, Value Range 1	67,522
COG 2B Prison Officer	Base of VPS Grade 3, Value Range 1	78,316
COG 3 Senior Prison Officer/Industry Officer	79,666	85,612
COG 4 Operations Manager/Industry Supervisor	87,362	Top of VPS Grade 5, Value Range 1
COG 5 General Manager	Base of VPS Grade 5, Value Range 2	Top of VPS Grade 6, Value Range 1
COG 6 Senior General Manager	Base of VPS Grade 6, Value Range 2	Top of VPS Grade 6, Value Range 2

8.7 Child Protection Practitioner structure

[8.7 varied by PR592456, PR606461, PR707576, PR718953, PR729400, PR740824, PR762244 ppc 01Jul23]

The Child Protection Practitioner structure and its two streams (Child Protection Practitioner and Children, Youth and Families) are set out in the tables below. The salaries referred to in these tables are referenced against Table 1. The Child Protection Practitioner stream Classifications and Standard Descriptors are set out in Schedule F. The Children, Youth and Families stream Classifications and Standard Descriptors are set out in Schedule G.

Table 6—Child Protection Practitioner (CPP) stream

CPP Structure	Value range	Salary ($ Min)	Salary ($ Max)
CPP Grade 2	2.1	54,378	Top of VPS Grade 2, Value Range 2
CPP Grade 3	3.1	Base of VPS Grade 3, Value Range 1	Top of VPS Grade 3, Value Range 2
CPP Grade 4	4.1	Base of VPS Grade 4, Value Range 1	Top of VPS Grade 4, Value Range 1
CPP Grade 5	5.1	Base of VPS Grade 5, Value Range 1	Top of VPS Grade 5, Value Range 1
	5.2	Base of VPS Grade 5, Value Range 2	Top of VPS Grade 5, Value Range 2
CPP Grade 6	6.1	Base of VPS Grade 6, Value Range 1	Top of VPS Grade 6, Value Range 1
	6.2	Base of VPS Grade 6, Value Range 2	Top of VPS Grade 6, Value Range 2

Table 7—Children, Youth and Families (CYF) stream

CYF Structure	Value range	Salary ($ Min)	Salary ($ Max)
CYF Grade 1	1.1	52,161	62,749
CYF Grade 2	2.1	62,911	77,246
CYF Grade 3	3.1	79,450	89,367
CYF Grade 4	4.1	90,443	99,792
CYF Grade 5	5.1	99,795	Top of VPS Grade 5, Value Range 1
	5.2	Base of VPS Grade 5, Value Range 2	Top of VPS Grade 5, Value Range 2
CYF Grade 6	6.1	Base of VPS Grade 6, Value Range 1	Top of VPS Grade 6, Value Range 1
	6.2	Base of VPS Grade 6, Value Range 2	Top of VPS Grade 6, Value Range 2

8.8 Youth Justice Worker structure

[8.8 varied by PR592456, PR606461, PR707576, PR718953, PR729400, PR740824, PR762244 ppc 01Jul23]

The Youth Justice Worker structure is set out in the table below. The Youth Justice Career Structure Classifications and Standard Descriptors set out in Schedule H apply.

Table 8—Youth Justice Worker (YJW) structure

YJW Structure	Value range	Salary ($ Min)	Salary ($ Max)
YJW Grade 1	1.1	54,122	66,792
YJW Grade 2	2.1	68,124	77,469
YJW Grade 3	3.1	78,793	87,149
YJW Grade 4	4.1	88,128	99,208
YJW Grade 5	5.1	99,356	103,868
	5.2	104,131	113,463
YJW Grade 6	6.1	114,948	118,401
	6.2	133,394	151,837

8.9 Housing Services Officer and Housing Customer Services Officer structures

[8.9 varied by PR592456, PR606461, PR707576, PR718953, PR729400, PR740824, PR762244 ppc 01Jul23]

The Housing Services Officer and Housing Customer Services Officer structures are set out in the table below. The salaries referred to in this table are referenced against Table 1. The Housing Services Officer Classification Descriptors set out in Schedule I apply.

Table 9—Housing Services Officer (HSO) and Housing Customer Services Officer (HCSO) structure

HSO and HCSO Structure	Value range	Salary ($ Min)	Salary ($ Max)
HSO 1	1.1	Base of VPS Grade 2 Value Range 1
HSO 2	2.1	Base of VPS Grade 2 Value Range 2
	2.2	Base of VPS Grade 3 Value Range 1
HSO 3	3.1	Base of VPS Grade 3 Value Range 2
HCSO unqualified		Base of VPS Grade 2 Value Range 1
HSCO qualified Level 1 (Cert. III)		54,976	Top of VPS Grade 2, Value Range 1
HSCO qualified Level 2 (Cert. IV)		Base of VPS Grade 2 Value Range 2	Top of VPS Grade 2, Value Range 2

8.10 Sheriff’s Officer structure

[8.10 varied by PR592456, PR606461, PR707576, PR718953, PR729400, PR740824, PR762244 ppc 01Jul23]

The Sheriff’s Officer structure is set out in the table below. The salary minimums referred to in this table are referenced against Table 1. The VPS Classification and Value Range Descriptors set out in Schedule A apply.

Table 10—Sheriff’s Officer structure

Sheriff’s Officer structure	Salary ($ Min)	Salary ($ Max)
Sheriff’s Officer Trainee	Base of VPS Grade 2, Value Range 1
Sheriff’s Officer	Base of VPS Grade 2, Value Range 2	Top of VPS Grade 2, Value Range 2
Senior Sheriff’s Officer	Base of VPS Grade 3, Value Range 1	78,316
Assistant District Supervisor	79,666	Top of VPS Grade 3, Value Range 2
District Supervisor	Base of VPS Grade 4
Divisional Operations Manager	Base of VPS Grade 5, Value Range 1
Regional Operations Manager	Base of VPS Grade 6, Value Range 1
Deputy Sheriff	Base of VPS Grade 6, Value Range 2

8.11 Community Corrections Officer structure

[8.11 varied by PR592456, PR606461, PR707576, PR718953, PR729400, PR740824, PR762244 ppc 01Jul23]

The Community Corrections Officer structure is set out in the table below. The salary minimums referred to in this table are referenced against Table 1. The VPS Classification and Value Range Descriptors set out in Schedule A apply.

Table 11—Community Corrections Officer structure

Community Corrections Officer structure	Salary ($ Min)	Salary ($ Max)
Trainee Community Corrections Officer	Base of VPS Grade 2, Value Range 1
Community Corrections Officer	Base of VPS Grade 2, Value Range 2	Top of Grade 2, Value Range 2
Leading Community Corrections Officer	Base of VPS Grade 3, Value Range 1	78,316
Senior Community Corrections Officer	79,666	85,612
Officer in Charge	87,362	94,361
Location Manager	Base of VPS Grade 5
General Manager	Base of VPS Grade 6

8.12 Fisheries Officer structure

The Fisheries Officer structure is set out in the table below. The salary minimums referred to in this table are referenced against Table 1. The VPS Classification and Value Range Descriptors set out in Schedule A apply.

Table 12—Fisheries Officer structure

Fisheries Officer structure	Value range	Salary minimum
Fisheries Officer Level 1 (Trainee)		Base of VPS Grade 2, Value Range 1
Fisheries Officer Level 2		Base of VPS Grade 2, Value Range 2
Fisheries Officer Level 3	3.1	Base of VPS Grade 3, Value Range 1
	3.2	Base of VPS Grade 3, Value Range 2
Senior Fisheries Officer	2	Base of VPS Grade 4
Operations Manager/ Fisheries Supervisor	1	Base of VPS Grade 5, Value Range 1
	2	Base of VPS Grade 5, Value Range 2
Regional Fisheries Manager	1	Base of VPS Grade 6, Value Range 1
	2	Base of VPS Grade 6, Value Range 2

8.13 Forensic Officer structure

[8.13 varied by PR592456, PR606461, PR707576, PR718953, PR729400, PR740824, PR762244 ppc 01Jul23]

The Forensic Officer structure is set out in the table below. The Forensic Officer Classification Descriptors set out in Schedule J apply.

Table 13—Forensic Officer structure

Forensic Officer structure	Salary ($ Min)	Salary ($ Max)
Forensic Officer Level 1	59,151	63,786
Forensic Officer Level 2	67,917	74,377
Forensic Officer Level 3	83,710	91,812
Forensic Officer Level 4	93,865	103,024
Forensic Officer Level 5	109,657	118,128
Forensic Officer Level 6	127,708	137,654
Forensic Officer Level 7	146,886	158,397

8.14 Nursing Employee Structure

[8.14 varied by PR592456, PR606461, PR707576, PR718953, PR729400, PR740824, PR762244 ppc 01Jul23]

The Nursing Employee structure, for Nurses employed in schools and the Maternal Child Health line, is set out in the table below. The Nursing Employee Classification Descriptors set out in Schedule K apply.

Table 14—Nursing Employee structure

Nursing Employee structure		Salary $
Enrolled Nurse:
Pay Point 1		52,843
Pay Point 2		53,584
Pay Point 3		54,317
Pay Point 4		55,052
Pay Point 5		55,638
Registered Nurse:
Grade 3B	Year 1	74,036
	Year 2 and thereafter	75,335
Grade 4A	Year 1	76,996
	Year 2 and thereafter	78,660
Grade 4B	Year 1	80,154
	Year 2 and thereafter	81,821
Grade 5B		85,759
Grade 6		94,524

8.15 Disability Services Employee Structure

[8.15 varied by PR592456, PR606461, PR707576, PR718953, PR729400, PR740824, PR762244 ppc 01Jul23]

The Disability Services Employee Structure, including the Disability Development and Support Officer Structure and the Trades and Support Services Structure, are set out in the tables below. The Disability Services Employee classification standards set out in Schedule L—Disability Services Classification Definitions apply.

Table 15—Disability Development and Support Officer (DDSO) structure

DDSO Structure		Salary $
DDSO 1 - Unqualified	Year 1	51,019
	Year 2	52,157
	Year 3	53,824
	Year 4	55,004
DDSO 1Q - Qualified (Cert IV)	Year 1	56,183
	Year 2	57,367
	Year 3	59,087
	Year 4	59,678
DDSO 2 - Cert IV	Year 1	60,269
	Year 2	61,034
	Year 3	62,223
DDSO 2A - Adv. Diploma (Cert VI)	Year 1	59,738
	Year 2	61,744
	Year 3	64,322
	Year 4	66,596
	Year 5	69,023
	Year 6	71,450
	Year 7	73,881
	Year 8	76,310
DDSO 3 - Cert IV	Year 1	64,642
	Year 2	65,879
	Year 3	67,147
	Year 4	68,398
	Year 5	69,648
	Year 6	70,703
DDSO 3A - Adv. Diploma (Cert VI)	Year 1	76,108
	Year 2	76,978
	Year 3	78,588
	Year 4	80,161
	Year 5	81,993
DDSO 4	Year 1	86,622
	Year 2	88,449
	Year 3	90,265
	Year 4	92,084
DDSO 5		100,526
DDSO 6		107,605
DDSO 7		114,685
DDSO 8		122,774
DDSO 9		134,908

Table 16—Trades and Support Services Structure

Trades and Support Services Structure		Salary $
Facility Service Officer (FSO)
FSO-1	Year 1	50,863
	Year 2	51,457
	Year 3	52,047
	Year 4	53,290
FSO-2	Year 1	52,940
	Year 2	53,824
	Year 3	54,712
	Year 4	55,955
FSO-3	Year 1	55,997
	Year 2	57,279
	Year 3	58,478
	Year 4	59,412
FSO-4	Year 1	59,845
	Year 2	61,101
	Year 3	62,780
	Year 4	64,021
FSO-5	Year 1	65,495
	Year 2	66,738
Trades
Level 1 - Trades Assistant (TA 1)	Year 1	52,940
	Year 2	53,824
	Year 3	54,712
	Year 4	55,955
Level 2 - Tradesperson (TA 2)	Year 1	57,671
	Year 2	58,958
	Year 3	60,636
	Year 4	61,457
Level 3 - Trades Coordinator
Level 3 G1 (TA 3)	Year 1	64,753
	Year 2	66,724
	Year 3	67,970
Level 3 G2 (TA 4)		73,636
Level 4 - Trades Coordinator (formerly Maintenance Manager)		87,451
Level 4 - Trades Coordinator (formerly Senior Maintenance Manager)		88,928

8.16 Forestry Field Worker structure

[8.16 varied by PR592456, PR606461, PR707576, PR718953, PR729400, PR740824, PR762244 ppc 01Jul23]

The Forestry Field Worker structure is set out in the table below. The grade descriptors set out in Schedule M apply.

Table 17—Forestry Field Worker Structure

Band	Salary point	Salary $
Ongoing Staff
Band 1	1	49,088
	2	50,950
	3	51,608
	4	52,591
	5	53,573
Band 2	1	54,556
	2	55,539
	3	56,522
	4	57,503
Band 3	1	59,141
	2	59,813
	3	60,881
	4	61,525
Band 4	1	62,587
	2	63,653
	3	64,719
	4	65,785
Project fire fighters
Band 1	1	47,750
	2	49,522
	3	50,124
	4	51,076
	5	52,024
Band 2	1	52,974
	2	53,926
	3	54,875
	4	55,826
Band 3	1	57,409
	2	58,440
	3	59,080
	4	60,109
Band 4	1	60,717
	2	61,748
	3	62,777
	4	63,805

8.17 Qualifications

(a) Qualification related salary minimums apply to Fisheries Officers, Community Corrections Officers, Sheriff’s Officers, Legal, Allied Health and Science occupational categories. These are set out in the table below and may be varied in individual structures.

[8.17(b) varied by PR592456, PR606461, PR707576, PR718953, PR729400, PR740824, PR762244 ppc 01Jul23]

(b) The qualification related salary minimums for mandatory three and four-year degrees apply to professions that are regulated by law (including professional registration).

Qualification	Salary minimum $
Certificate III (Trade qualification)	54,691
Relevant degree or Diploma	58,589
Certificate IV	60,148
Mandatory 3 year degree	62,648
Mandatory 4 year degree	64,597

9. Supported wage system

For employees who because of the effects of a disability are eligible for a supported wage, see Schedule N—Supported Wage System.

10. School-based apprentices

For employees undertaking a school-based apprenticeship, see Schedule O—School-based Apprentices.

11. National training wage

For employees undertaking a traineeship, see Schedule P—National Training Wage.

12. Allowances

[Varied by PR592429, PR592456, PR606611, PR606461, PR704227, PR707576, PR707786, PR718953, PR719105, PR729400, PR729579, PR740824, PR740983, PR750885, PR762244, PR762391]

12.1 Allowance rates

The employer must pay to an employee any allowance the employee is entitled to under this clause.

(a) Wage related allowances

[12.1(a) varied by PR592456, PR606461, PR707576, PR718953, PR729400, PR740824, PR762244 ppc 01Jul23]

Allowance	Payable	% of standard rate ($53,885)	$
First aid	Per fortnight	0.0445	23.98
Sleepover allowance	Per night	0.1712	92.25
Stand-by	Per night	0.053	28.56
Stand-by	Per day and night	0.105	56.58

(b) Expense related allowances

[12.1(b) varied by PR592429, PR606611, PR704227, PR707786, PR719105, PR729579, PR740983, PR762391 ppc 01Jul23]

Allowance	Payable	$
Vehicle	If employee is required to use their own vehicle for work purposes	0.95 per km
Meal	If employee required to work overtime	20.75 per occasion

12.2 Wage related allowances

(a) First aid allowance

(i) Where an employee, in addition to his or her normal duties, agrees to be appointed by the employer to perform first aid duty, and holds a current first aid certificate issued by St John Ambulance Australia or an equivalent qualification, the employee will be paid the First aid allowance whilst so appointed.

(ii) The employer must reimburse any additional costs incurred by the employee in obtaining and maintaining the first aid qualification.

(b) Sleepover allowance – Disability Services Employees

(i) A Disability Services Employee who is required to sleep overnight on the employer’s premises will be entitled to the sleepover allowance for each night on which they sleep over.

(ii) In the event of the Disability Services Employee on sleepover being required to perform work during the sleepover period, the allowance shall be deemed to compensate the employee for all work performed up to a total of one hour’s duration. Work in excess of a total of one hour per sleepover period, will be paid at the prescribed overtime rate for the duration of the work.

(iii) A Disability Services Employee will be provided with suitable sleeping accommodation and amenities when required to sleep over.

(i) A higher duties allowance is payable where an employee is required to undertake all or part of the higher duties of a higher classified position for a period longer than ten consecutive working days. A “higher classified position” includes a position classified at a higher Value Range.

(ii) The level of higher duties allowance shall be in proportion to the extent of the higher duties performed, and shall be calculated on the base of the Grade or Value Range.

(iii) Paid leave taken during a higher duties assignment shall be paid inclusive of the higher duties allowance, provided that the employee resumes the duties of the higher duties position on his/her return from leave.

(d) Stand-by allowance

(i) A stand-by allowance is payable to an employee who is required by the employer to be on stand-by outside their ordinary hours duty:

· to perform work away from their usual place or places of work; or

· to be available to return to their usual place or places of work within a specified maximum period of time.

(ii) The allowance will constitute total compensation for any intermittent duty in connection with stand-by performed for up to a total of one hour’s duration. An employee who is required to return to work when on stand-by will, after the first hour, be compensated for each hour or part hour worked, in accordance with the overtime provisions of this award.

(iii) Stand-by allowances will not apply to any employee where stand-by is deemed to be incorporated as incidents of employment into total remuneration or is otherwise compensated.

[12.2(e) inserted by PR750885 ppc 15Mar23]

(e) Automatic adjustment of wage-related allowances

The amount of each wage-related allowance is the percentage of the standard rate specified for the allowance and will automatically adjust to reflect the specified percentage when the standard rate is varied.

12.3 Expense related allowance

(a) Travel, accommodation and other incidental expenses

Where the employer requires an employee in the course of duties to be absent overnight or for part of the day, the employee must be reimbursed for reasonable travelling, accommodation and other incidental expenses. The amount of an expense will be considered reasonable where it does not exceed the relevant amounts set by the Australian Tax Office as adjusted from time to time. This allowance does not apply if the expenses are paid for by the employer.

(b) Vehicle allowance

A vehicle allowance is payable to an employee who is required by their employer to use their own private vehicle for work purposes.

(c) Meal allowance

An employee will be eligible to receive a meal allowance if the employee is required to work a period of overtime which:

(i) immediately follows or immediately precedes a scheduled period of ordinary duty and is not less than two hours; or

(ii) does not immediately follow or immediately precede a scheduled period of duty; and either

· includes a meal break of not less than twenty minutes taken prior to the completion and not less than four hours after the commencement of the overtime; or

· where the taking of a meal break is precluded by reason of safety requirements, is not less than four hours.

(d) Adjustment of expense related allowances

(i) 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.

(ii) 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
Vehicle allowance	Private motoring sub-group

13. Accident pay

13.1 Subject to clause 13.2, an employee who is absent from duty as a result of sustaining an injury in respect of which the employee is entitled to weekly payments of compensation under the Workplace Injury Rehabilitation and Compensation Act 2013 (Vic) will receive make up pay equal to the pay the employee would receive for paid leave less the amount of the weekly payments of compensation (make up pay).

13.2 Make-up pay ceases when:

(a) the employee is paid a disability benefit under the State Superannuation Act 1988 (Vic) or under a similar provision in any other Act which requires the State of Victoria to contribute as an employer; or

(b) the employee has been absent from work for either a continuous period of 52 weeks or an aggregate period of 261 working days (including any public holiday an employee, but for that public holiday, would be required to work) or an aggregate period of 1983 hours; or

(c) the employee’s employment is lawfully terminated.

14. Payment of wages

14.1 Salaries, allowances, penalty or overtime payments due to an employee must be paid by the employer by fortnightly electronic direct credit to a bank account, credit union or building society account nominated by the employee. In exceptional circumstances, the employer will make provision for off-line payments.

14.2 Where a normal payday falls on a public holiday, the direct credit to the employee’s nominated account must be made no later than the last working day prior to the public holiday.

14.3 In the event of a salary overpayment the employer must advise the employee. Where agreement cannot be reached on a repayment arrangement, the employer may recover the overpayment by instalments to be paid in accordance with the Financial Management Act 1994 as amended from time to time or any successor to that Act.

15. Superannuation

15.1 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.

15.2 Employer contributions

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.

15.3 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 15.2.

(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 15.3(a) or (b) no later than 28 days after the end of the month in which the deduction authorised under clauses 15.3(a) or (b) was made.

15.4 Superannuation fund

Unless, to comply with superannuation legislation, the employer is required to make the superannuation contributions provided for in clause 15.2 to another superannuation fund that is chosen by the employee, the employer must make the superannuation contributions provided for in clause 15.2 and pay the amount authorised under clauses 15.3(a) or (b) to one of the following superannuation funds or its successor:

(a) VicSuper; or

(b) HESTA; or

(c) 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 and is a fund that offers a MySuper product or is an exempt public sector superannuation scheme; or

(d) a superannuation fund or scheme which the employee is a defined benefit member of.

Part 4—Hours of Work and Related Matters

16. Hours of work

16.1 The ordinary hours of work for full-time employees will average 76 hours per fortnight (exclusive of meal breaks).

16.2 The ordinary hours of work for each part-time employee must be agreed by both the employer and the employee concerned.

16.3 The ordinary hours of work, except for shiftworkers, must be worked between the hours of 7.00 am and 7.00 pm and not be worked on Saturdays, Sundays or Public Holidays.

16.4 The actual days and hours of duty to be worked will be those that meet the employer’s work requirements but, where possible, should be agreed and also take into account the employee’s personal commitments.

17. Overtime

[Varied by PR592456, PR606461, PR707576, PR718953, PR729400, PR740824, PR762244]

17.1 Overtime means the hours worked at the direction of the employer which are:

(a) in addition to an employee’s ordinary hours of duty; or

(b) for employees other than shiftworkers, outside the span of hours provided for in clause 16—Hours of work.

17.2 Requirement to work reasonable overtime

(a) Subject to clause 17.2(b) an employer may require an employee to work reasonable overtime at overtime rates.

(b) An employee may refuse to work overtime in circumstances where the working of such overtime would result in the employee working hours which are unreasonable having regard to:

(i) any risk to the employee’s health and safety;

(ii) the employee’s personal circumstances including family responsibilities;

(iii) the needs of the workplace;

(iv) the notice (if any) given by the employer of the overtime and by the employee of his or her intention to refuse it; and

(v) any other relevant matter.

17.3 Overtime rates

[17.3(a) varied by PR592456, PR606461, PR707576, PR718953, PR729400, PR740824, PR762244 ppc 01Jul23]

(a) Except where otherwise provided, an employee, other than an employee whose salary exceeds $97,079 (180.16% of the standard rate), who is required to perform overtime work must be compensated in accordance with clause 17.3(b).

(b) The following overtime rates shall be paid for work performed outside the normal hours of duty:

For overtime work on	Overtime rate
Monday to Saturday — first three hours	150%
Monday to Saturday — after three hours	200%
Sunday — in all cases except public holidays	200%
Public holiday or substituted day	250%

(c) Where both a public holiday and substitute day are worked, public holiday penalties are payable on one of those days at the election of the employee.

(d) A three hour minimum period of overtime will apply for overtime which is not continuous with ordinary duties.

17.4 Overtime rates shall be calculated on an employee’s hourly rate excluding shift allowances.

17.5 Overtime — maximum rate and calculation formulae

[17.5(a) varied by PR592456, PR606461, PR707576, PR718953, PR729400, PR740824, PR762244 ppc 01Jul23]

(a) The hourly rate of payment for overtime shall be calculated in accordance with the formulae in this clause, but in no case shall the hourly rate exceed that calculated on an annual salary of $70,244 (130.36% of the standard rate).

(b) 150% rate

(d) Fortnightly salary

17.6 Overtime—employees working less than 38 hours per week

Employees whose normal hours of duty are less than 38 hours a week shall be entitled to payment of overtime rates only for the time worked in excess of daily hours derived from a 38 hour week.

17.7 Overtime—time off in lieu of payment

The employer may, on the application of an employee, grant such employee time off in respect of overtime work performed by such employee. Time off in lieu will be taken at a time mutually agreed between the employer and the employee. In determining when time off in lieu is taken, the employer must try to accommodate the preferences of the employee. Where there is no agreement, time off in lieu is to be taken at a time determined by the employer. On termination of employment an employee must be paid the total value of all outstanding accrued time off in lieu. No time off shall be granted in respect of any overtime for which payment is made.

17.8 Overtime—rest periods

(a) An employee is entitled to a rest period of at least eight hours continuous duration in each 24 hour period other than in emergency situations. An employee required to work, as a result of an emergency situation, during or after a rest period is due, will receive overtime compensation in accordance with this award for all time so worked until a rest period of at least eight hours continuous duration is taken.

(b) Clause 17.8(a) does not apply to a Disability Services Employee who receives the sleepover provisions in clause 12.2(b).

18. Meal breaks

18.1 The employer will grant meal breaks at times suitable to operational requirements, taking into account the wishes of the employee. The number and starting and finishing times of meal breaks will be specified.

18.2 Except where otherwise permitted by this clause, the employee will not be required to work for more than five hours without an unpaid meal break unless the employee and the employer otherwise agree. The length of the meal interval must be at least 30 minutes.

18.3 If for operational or emergency reasons the employee is required to remain on duty, he or she may arrange to take meals during their hours of duty without a specific meal break.

18.4 When the employee is required by his or her supervisor to work through their meal break in accordance with clause 18.3, time in lieu or payment for overtime will be approved in accordance with this award.

18.5 If for operational reasons it is impractical for all employees within a work group to observe the same time for the taking of a meal break, meal breaks may be staggered.

19. Shiftwork

[Varied by PR592456, PR606461, PR707576, PR718953, PR729400, PR740824, PR762244]

19.1 An employee who is required to perform rostered time of ordinary duty on a Saturday, Sunday or public holiday, or who is required to perform rostered time of ordinary duty on an afternoon/night shift, will be paid an allowance as follows:

	Shift	Period		Allowance	Overall rate (% of ordinary hourly rate)
(a)	Afternoon shift -Monday to Friday – Full-time employee	Commence on or after 10.00 am and before 8.00 pm		15%	115%
(b)	Night shift -Monday to Friday – Full-time employee	Commence on or after 8.00 pm and before 6.00 am		15%	115%
(c)	Afternoon or night shift - Monday to Friday – Part-time employee	Commence on or after 6.00 pm and before 8.00 am		15%	115%
(d)	Saturday	All hours on Saturday		50%	150%
(e)	Sunday	All hours on Sunday		100%	200%
(f)	Public holiday	All hours on a public holiday		150%	250%; Or 150% plus one day leave in lieu
Continuous shift periods exceeding 4 weeks
(g)	Monday to Friday -Afternoon or night		Commence before 8.00 pm and work beyond 6.00 am	30%	130%
(h)	Monday to Friday -Afternoon or night		Between 8.00 pm and 6.00 am	30%	130%
(i)	Monday to Friday -Afternoon or night		Commence between 8.00 pm and 12 midnight for shift at least 8 hours	30%	130%

19.2 Shift allowances in 19.1(g), (h) and (i) only apply where the employer requires such duty continuously for a period exceeding four weeks. The allowance does not apply where, but for mutual agreement, the employee would be required to work rotating shift duty.

[19.3 varied by PR592456, PR606461, PR707576, PR718953, PR729400, PR740824, PR762244 ppc 01Jul23]

19.3 Shift allowances will be calculated on an employee’s ordinary hourly rate of pay up to a maximum of $36.45 per hour (134.12% of the hourly standard rate).

19.4 For work extending to another day, the allowance will be calculated at the rate at which the majority of the shift is worked.

19.5 Public holidays

(a) An employee who is rostered to perform ordinary duty on a public holiday but who is on paid leave on that day will be granted one day’s leave in lieu of the public holiday.

(b) An employee whose rostered day off duty falls on a public holiday will be granted one day’s leave in lieu of such holiday.

19.6 Alteration to roster arrangements

(a) The employer may change the roster following consultation with the employee (consistent with clause 28.3).

(b) Changes to the roster will take into consideration both the operational requirements of the employer and the personal requirements of the employee to ensure that such changes are implemented in a smooth and harmonious manner.

(c) Where the employer proposes to change the character of the roster (such as an alteration to the number of days worked in any roster cycle), at least 14 days’ notice will be provided prior to the implementation of the roster to allow any objection to be raised which goes to the character of the roster consultation with the employee.

(d) The employer may change the roster or duty times without written notice, if the employer is of the reasonable opinion that an emergency exists.

(e) The employee may ask the employer for a change to the duty times by giving to the employer 48 hours written notice of the proposed change.

(f) For the purpose of computing shift allowances, a shift that finishes on the day after it commenced will be paid at the shift allowance applicable for the day upon which the majority of the shift is worked.

(g) The employer must display a roster for shiftworkers in a convenient area 14 days prior to the effective date.

Part 5—Leave and Public Holidays

20. Annual leave

[Varied by PR592456, PR606461, PR707576, PR718953, PR729400, PR740824, PR762244]

20.1 Annual leave is provided for in the NES. Casual employees are not entitled to paid annual leave.

20.2 For the purposes of this award, 20 days of annual leave under the NES equates to 152 hours for full-time employees covered by this Award.

20.3 Additional leave for shiftworkers

(a) A shiftworker, for the purposes of the NES, is an employee who:

(i) works their ordinary hours in accordance with the rostered ordinary duty provisions specified in clause 19—Shiftwork; and

(ii) is rostered for at least ten Sundays during the annual leave accrual year.

(b) A shiftworker who is rostered less than ten Sundays during the annual leave accrual year, is entitled to additional leave at the rate of 1/10th of a working week in respect of each Sunday so rostered.

20.4 Additional leave for Child Protection Practitioners

(a) The provisions of this clause apply to employees who work within direct service capacity within Regional Child Protection Services or Regional Placement Co-ordination Services or Secure Welfare Services or as Court Officers (non-legal) in the Court Advocacy Unit.

(b) The employer must grant an additional five days leave to Child Protection Practitioners in Grades 2, 3 and 4 in the following circumstances:

(i) a Child Protection Practitioner who accrues more than 152 hours combined time in lieu or overtime; or

(ii) a Rural Child Protection Practitioner who participates in the Rural After Hours Child Protection Service who accrues more than 76 hours combined time in lieu or overtime,

provided that the time in lieu and overtime must relate to actual hours worked, but does not include time accrued while on stand-by.

(c) Child Protection Practitioners in Grades 5 and 6 who participate in the Rural After Hours Child Protection Service are able to access an additional five days leave when they accrue more than 76 hours of time in lieu or overtime from actual hours worked on “call outs”.

20.5 Annual leave loading

(a) Each employee will be entitled to be paid in addition to his or her salary, the greater of the following two amounts:

(i) an allowance at the rate of 17.5% of the employee’s ordinary salary (excluding overtime and allowances) for the period of annual leave; or

(ii) an allowance equal to any additional payments to which an employee would be entitled under this award for shift, Saturday or Sunday duty which the employee would be required to perform if he or she were not proceeding on annual leave.

[20.5(b) varied by PR592456, PR606461, PR707576, PR718953, PR740824, PR762244 ppc 01Jul23]

(b) The maximum allowance payable under clause 20.5(a) will not exceed an amount calculated in respect of a salary of $91,917 (170.58% of the standard rate).

20.6 Taking annual leave

Annual leave entitlements must be taken by the end of the calendar year following the calendar year in which they accrued. By agreement between the employer and the employee, leave may be deferred beyond that date.

20.7 Excessive leave accruals: general provision

NOTE: Clauses 20.7 to 20.9 contain provisions, additional to the National Employment Standards, about the taking of paid annual leave as a way of dealing with the accrual of excessive paid annual leave. See Part 2.2, Division 6 of the Fair Work Act.

(a) An employee has an excessive leave accrual if the employee has accrued more than 8 weeks’ paid annual leave (or 10 weeks’ paid annual leave for a shiftworker, as defined by clause 20.3).

(b) If an employee has an excessive leave accrual, the employer or the employee may seek to confer with the other and genuinely try to reach agreement on how to reduce or eliminate the excessive leave accrual.

(c) Clause 20.8 sets out how the employer may direct an employee who has an excessive leave accrual to take paid annual leave.

(d) Clause 20.9 sets out how an employee who has an excessive leave accrual may require the employer to grant paid annual leave requested by the employee.

20.8 Excessive leave accruals: direction by employer that leave be taken

(a) If the employer has genuinely tried to reach agreement with an employee under clause 20.7(b) but agreement is not reached (including because the employee refuses to confer), the employer may direct the employee in writing to take one or more periods of paid annual leave.

(b) However, a direction by the employer under paragraph 20.8(a):

(i) is of no effect if it would result at any time in the employee’s remaining accrued entitlement to paid annual leave being less than 6 weeks when any other paid annual leave arrangements (whether made under clause 20.7, 20.8 or 20.9 or otherwise agreed by the employer and employee) are taken into account; and

(ii) must not require the employee to take any period of paid annual leave of less than one week; and

(iii) must not require the employee to take a period of paid annual leave beginning less than 8 weeks, or more than 12 months, after the direction is given; and

(iv) must not be inconsistent with any leave arrangement agreed by the employer and employee.

(c) The employee must take paid annual leave in accordance with a direction under paragraph 20.8(a) that is in effect.

(d) An employee to whom a direction has been given under paragraph 20.8(a) may request to take a period of paid annual leave as if the direction had not been given.

NOTE 1: Paid annual leave arising from a request mentioned in paragraph 20.8(d) may result in the direction ceasing to have effect. See clause 20.8(b)(i).

NOTE 2: Under section 88(2) of the Fair Work Act, the employer must not unreasonably refuse to agree to a request by the employee to take paid annual leave.

20.9 Excessive leave accruals: request by employee for leave

(a) Clause 20.9 comes into operation from 3 October 2017.

(b) If an employee has genuinely tried to reach agreement with the employer under clause 20.7(b) but agreement is not reached (including because the employer refuses to confer), the employee may give a written notice to the employer requesting to take one or more periods of paid annual leave.

(c) However, an employee may only give a notice to the employer under paragraph 20.9(b) if:

(i) the employee has had an excessive leave accrual for more than 6 months at the time of giving the notice; and

(ii) the employee has not been given a direction under clause 20.8(a) that, when any other paid leave arrangements (whether made under clause 20.7, 20.8 or 20.9 or otherwise agreed by the employer and employee) are taken into account, would eliminate the employee’s excessive leave accrual.

(d) A notice given by an employee under paragraph 20.9(b) must not:

(i) if granted, result in the employee’s remaining accrued entitlement to paid annual leave being at any time less than 6 weeks when any other paid annual leave arrangements (whether made under clause 20.7, 20.8 or 20.9 or otherwise agreed by the employer and employee) are taken into account; or

(ii) provide for the employee to take any period of paid annual leave of less than one week; or

(iii) provide for the employee to take a period of paid annual leave beginning less than 8 weeks, or more than 12 months, after the notice is given; or

(iv) be inconsistent with any leave arrangement agreed by the employer and employee.

(e) An employee is not entitled to request by a notice under paragraph 20.9(a) more than 4 weeks’ paid annual leave (or 5 weeks’ paid annual leave for a shiftworker, as defined by clause 20.3) in any period of 12 months.

(f) The employer must grant paid annual leave requested by a notice under paragraph 20.9(a).

20.10 Annual leave in advance

(a) The employer and employee may agree in writing to the employee taking a period of paid annual leave before the employee has accrued an entitlement to the leave.

(b) An agreement must:

(i) state the amount of leave to be taken in advance and the date on which the leave is to commence; and

(ii) be signed by the employer and employee and, if the employee is under 18 years of age, by the employee’s parent or guardian.

Note: An example of the type of agreement required by clause 20.10 is set out at Schedule Q. There is no requirement to use the form of agreement set out at Schedule Q.

(c) The employer must keep a copy of any agreement under clause 20.10 as an employee record.

(d) If, on the termination of the employee’s employment, the employee has not accrued an entitlement to all of a period of paid annual leave already taken in accordance with an agreement under clause 20.10, the employer may deduct from any money due to the employee on termination an amount equal to the amount that was paid to the employee in respect of that any part of the period of annual leave taken in advance to which an entitlement has not been accrued.

20.11 Cashing out of annual leave

(a) Paid annual leave must not be cashed out except in accordance with an agreement under clause 20.11.

(b) Each cashing out of a particular amount of paid annual leave must be the subject of a separate agreement under clause 20.11.

(c) The employer and an employee may agree in writing to the cashing out of a particular amount of accrued paid annual leave by the employee.

(d) An agreement under clause 20.11 must state:

(i) the amount of leave to be cashed out and the payment to be made to the employee for it; and

(ii) the date on which the payment is to be made.

(e) An agreement under clause 20.11 must be signed by the employer and employee and, if the employee is under 18 years of age, by the employee’s parent or guardian.

(f) The payment must not be less than the amount that would have been payable had the employee taken the leave at the time the payment is made.

(g) An agreement must not result in the employee’s remaining accrued entitlement to paid annual leave being less than 4 weeks.

(h) The maximum amount of accrued paid annual leave that may be cashed out in any period of 12 months is 2 weeks.

(i) The employer must keep a copy of any agreement under clause 20.11 as an employee record.

Note 1: Under section 344 of the Fair Work Act, an employer must not exert undue influence or undue pressure on an employee to make, or not make, an agreement under clause 20.11.

Note 2: Under section 345(1) of the Fair Work Act, a person must not knowingly or recklessly make a false or misleading representation about the workplace rights of another person under clause 20.11.

NOTE 3: An example of the type of agreement required by clause 20.11 is set out at Schedule R. There is no requirement to use the form of agreement set out at Schedule R.

21. Personal/carer’s leave and compassionate leave

21.1 Personal/carer’s leave and compassionate leave are provided for in the NES. Casual employees are not entitled to paid personal/carer’s leave or paid compassionate leave. The provisions of this clause apply in addition to the NES.

21.2 Employees are entitled to the following personal/carer’s leave and compassionate leave:

(a) 15 days (114 hours) paid personal/carer’s leave (inclusive of personal leave entitlements under the NES) per year;

(b) 2 days’ unpaid carer’s leave (as required); and

(c) 3 days’ paid compassionate leave (as required).

21.3 Personal/carer’s leave and compassionate leave are not paid on termination of employment.

21.4 Additional compassionate leave

In addition to the other entitlements provided under this clause, employees of Aboriginal or Torres Strait Islander descent may be granted leave of up to three days in relation to the death of an extended family member.

22. Parental leave

22.1 Parental leave and related entitlements are provided for in the NES. The provisions of this clause apply in addition to the NES.

22.2 Maternity leave

A female employee who has at least 12 months’ continuous paid service will be entitled to the equivalent of 12 weeks’ paid maternity leave, to be taken in connection with the birth of her baby either before and/or after the birth.

22.3 Partner leave

An employee who is the spouse or de facto partner of a woman who has a baby, who has at least 12 months’ continuous paid service, will be entitled to one week’s paid partner leave in connection with the birth of a child for whom the employee has accepted responsibility, to be taken either before and/or after the birth. An employee whose spouse or de facto partner was pregnant will also be entitled to one week’s paid partner leave if the mother of the child has a miscarriage of her pregnancy where it has advanced to at least 20 weeks.

22.4 Adoption leave

If an employee is adopting a child and has at least 12 months’ continuous paid service, he or she will be entitled to six weeks’ paid adoption leave in connection with the adoption of the child if he or she is the primary care giver or one week’s paid adoption leave if he or she is the secondary care giver. Adoption leave can be taken either before and/or after the adoption.

22.5 Special maternity leave

(a) The employee will be entitled to the equivalent of 12 weeks’ paid maternity leave if she has a miscarriage of her pregnancy where it has advanced to at least 20 weeks.

(b) Where an employee is suffering from an illness not related to the direct consequences of the confinement, an employee may take any paid personal/ carer’s leave to which she is entitled in lieu of, or in addition to, maternity leave related to a miscarriage of her pregnancy.

(c) Where an employee not then on maternity leave suffers illness related to her pregnancy, she may take any paid personal/carer’s leave to which she is then entitled and such further maternity leave related to a miscarriage of her pregnancy. The aggregate of paid personal/carer’s leave and maternity leave, including parental leave taken by a spouse, may not exceed 52 weeks in accordance with the NES (or such longer total period as provided in the NES).

23. Family violence leave

23.1 General principle

(a) The employer recognises that employees sometimes face situations of violence or abuse in their personal life that may affect their attendance or performance at work. Therefore, the employer is committed to providing support to staff that experience family violence.

(b) Leave for family violence purposes is available to employees who are experiencing family violence to allow them to be absent from the workplace to attend counselling appointments, legal proceedings and other activities related to, and as a consequence of, family violence.

23.2 Definition of family violence

Family violence includes physical, sexual, financial, verbal or emotional abuse by a family member as defined by the Family Violence Protection Act 2008 (Vic).

23.3 Eligibility

(a) Leave for family violence purposes is available to all employees with the exception of casual employees.

(b) Casual employees are entitled to access leave without pay for family violence purposes.

23.4 General measures

(a) Evidence of family violence may be required and can be in the form of an agreed document issued by the Police Service, a Court, a registered health practitioner, a Family Violence Support Service, district nurse, maternal and health care nurse or Lawyer. A signed statutory declaration can also be offered as evidence.

(b) All personal information concerning family violence will be kept confidential in line with the employer’s policies and relevant legislation. No information will be kept on an employee’s personnel file without their express written permission.

23.5 Leave

(a) An employee experiencing family violence will have access to 20 days per year of paid special leave for medical appointments, legal proceedings and other activities related to family violence (this leave is not cumulative but if the leave is exhausted consideration will be given to providing additional leave). This leave will be in addition to existing leave entitlements and may be taken as consecutive or single days or as a fraction of a day and can be taken without prior approval.

(b) An employee who supports a person experiencing family violence may utilise their personal/ carer’s leave entitlement to accompany them to court, to hospital, or to care for children. The employer may require evidence consistent with clause 23.4(a) from an employee seeking to utilise their personal/ carer’s leave entitlement.

23.6 Individual support

(a) In order to provide support to an employee experiencing family violence and to provide a safe work environment to all employees, the employer will approve any reasonable request from an employee experiencing family violence for:

(i) temporary or ongoing changes to their span of hours or pattern or hours and/or shift patterns;

(ii) temporary or ongoing job redesign or changes to duties;

(iii) temporary or ongoing relocation to suitable employment;

(iv) a change to their telephone number or email address to avoid harassing contact;

(v) any other appropriate measure including those available under existing provisions for family friendly and flexible work arrangements.

(b) Any changes to an employee’s role should be reviewed at agreed periods . When an employee is no longer experiencing family violence, the terms and conditions of employment may revert back to the terms and conditions applicable to the employee’s substantive position.

24. Community service leave

Community service leave is provided for in the NES.

25. Public holidays

Public holiday entitlements are provided for in the NES. A casual employee who does not work on a public holiday is not entitled to a paid day off.

26. Cultural and ceremonial leave

26.1 The employer may approve attendance during working hours by an employee of Aboriginal or Torres Strait Islander descent at any Aboriginal community meetings, except the Annual General Meetings of Aboriginal community organisations at which the election of office bearers will occur.

26.2 The employer may grant an employee of Aboriginal or Torres Strait Islander descent accrued recreation or other leave to attend Annual General Meetings of Aboriginal community organisations at which the election of office bearers will occur.

26.3 Ceremonial leave without pay may be granted to an employee of Aboriginal or Torres Strait Islander descent for ceremonial purposes:

(a) connected with the death of a member of the immediate family or extended family; or

(b) for other ceremonial obligations under Aboriginal or Torres Strait Islander law.

26.4 Ceremonial leave granted under this clause is in addition to leave granted under the NES as compassionate leave.

27. Infectious diseases/dangerous medical conditions

27.1 Upon report by a registered medical practitioner that by reason of contact with a person suffering from an infectious disease and through the operation of restrictions imposed by law in respect of such disease, an employee is unable to attend work, the employer may grant the employee special leave of absence with pay. The period of leave must not be for any period beyond the earliest date at which it would be practicable for the employee to return to work having regard to the restrictions imposed by law.

27.2 Where the employer reasonably believes that the employee is in such state of health as to render the employee a danger to other employees, the employer may require the employee to absent himself or herself from the workplace until the employee obtains and provides to the employer a report from a registered medical practitioner. Upon receipt of the medical report, the employer may direct the employee to be absent from duty for a specified period or, if already on leave, direct such employee to continue on leave for a specified period. Any such absence of an employee must be regarded as sick leave.

Part 6—Consultation and Dispute Resolution

28. Consultation regarding major workplace change

28.1 Employer to notify

(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 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.

28.2 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 28.1(a), 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 28.1(a).

(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.

28.3 Consultation about changes to rosters or hours of work

(a) Where the employer proposes to change an employee’s regular roster or ordinary hours of work, the employer must consult with the employee or employees affected and their representatives, if any, about the proposed change.

(b) The employer must:

(i) provide to the employee or employees affected and their representatives, if any, information about the proposed change (for example, information about the nature of the change to the employee’s regular roster or ordinary hours of work and when that change is proposed to commence);

(ii) invite the employee or employees affected to give their views about the impact of the proposed change (including any impact in relation to their family or caring responsibilities); and

(iii) give consideration to any views about the impact of the proposed change that are given by the employee or employees concerned and/or their representatives.

(c) The requirement to consult under this clause does not apply where an employee has irregular, sporadic or unpredictable working hours.

(d) These provisions are to be read in conjunction with other award provisions concerning the scheduling of work and notice requirements.

29. Dispute resolution

29.1 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.

29.2 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 29.1 have been taken, a party to the dispute may refer the dispute to the Fair Work Commission.

29.3 The parties may agree on the process to be utilised by the Fair Work Commission including mediation, conciliation and consent arbitration.

29.4 Where the matter in dispute remains unresolved, the Fair Work Commission may exercise any method of dispute resolution permitted by the Act that it considers appropriate to ensure the settlement of the dispute.

29.5 The employer or employee may appoint another person, organisation or association to accompany and/or represent them for the purposes of this clause.

29.6 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.

Schedule A—VPS Grade Descriptors

The Career Structure Review provides for 6 levels and a Senior technical specialist. The classification of each grade is based on the level of the work undertaken and encompasses the elements of decision-making, communication and knowledge and proficiency. The Grade and Value Range descriptors group generic functions under the categories of Policy and Projects, Administrative and Corporate Support, Operational Service Delivery and Technical/Specialist roles.

Grade level descriptors, set out below, provide an indicative summary of the entry point of each Grade as a guide.

The Value Range descriptors then provide further detail on work value within each Grade. Not all elements of each Value Range are required to satisfy the requirements of the Grade/Value Range, but should be considered on the basis of best fit to describe the work. In Grades with a number of Value Ranges, the first Value Range provides the base, to which relevant elements from the second value range must be added for the purposes of advancement to this level.

A.1 Grade 1

A.1.1 Work environment

(a) Undertake specific and defined tasks within established rules under close supervision.

(b) Communication is mainly focused on routine issues that may require an understanding of the operational context.

(c) Focus is on learning, developing and refining work skills.

A.1.2 Typical functions

(a) Perform routine administrative tasks.

(b) Provide routine information, such as standard information and explanations, to clients and members of the public.

(c) Perform routine service delivery functions.

(d) Operate and maintains tools and equipment appropriate to the function and level of qualification.

(e) Assist technicians, scientists and specialists in tasks that are straightforward.

A.2 Grade 2

A.2.1 Work environment

(a) Applies rules, processes and standards under general supervision.

(b) Judgement is required to solve problems arising in own work program.

(c) Explains rules, procedures and operational policies to individual clients or colleagues.

(d) Understands and applies theoretical principles, under supervision, to achieve defined outcomes.

A.2.2 Typical functions

(a) Collect data, undertakes basic analysis and prepares simple reports.

(b) Provide office support through activities such as using and maintaining standard office equipment and software.

(c) Provide standard services under general supervision and within a defined service delivery framework.

(d) Conduct routine scientific, technical or specialist procedures and data collection, collation and analysis.

(e) Deliver information services to the general public or clients, including initial advice and referral.

(f) Draft routine internal reports and correspondence.

A.3 Grade 3

A.3.1 Work environment

(a) Exercises professional judgement about the application of rules, or the selection of choices within guidelines.

(b) Initiates improvements to procedures within the work area.

(c) Analysis and advice contributes to decision making by others.

(d) Explains concepts and policies to clients, stakeholders and staff.

(e) Uses persuasion, advocacy, negotiation and motivation skills with clients, providers, staff, peers and managers.

(f) Uses theoretical knowledge to achieve agreed outcomes in moderately complex work situations.

A.3.2 Typical functions

(a) Conduct projects of defined scope under direction.

(b) Lead a team appropriate to the role.

(c) Maintains corporate databases and completes analysis.

(d) Investigate and assess actions by individuals or organisations against legislation, rules, regulations, service agreements.

(e) Assess client needs and delivers a range of services in complex situations.

(f) Conduct small to medium scientific, technical or specialist projects defined by others.

(g) Prepare briefs on sensitive issues for consideration of others.

A.4 Grade 4

A.4.1 Work environment

(a) Innovative thinking is an inherent feature of the job.

(b) Applies negotiation persuasion and motivation skills to manage staff and stakeholders.

(c) Applies sound theoretical and practical expertise in development of policy options.

(d) Interprets and applies business plans and policies to own area of responsibility.

(e) Resolves operational service delivery problems consistent with program objectives.

A.4.2 Typical functions

(a) Research and develop recommendations in a specific field of expertise.

(b) Contribute to strategic policy development within a specific field of expertise.

(c) Manage multi-disciplinary project teams.

(d) Lead a larger or complex corporate support work unit.

(e) Provide specialist administrative and corporate support expertise.

(f) Determine operational service delivery plans based on accepted standards.

(g) Undertake complex or technical investigations and makes recommendations for action.

(h) Manage a scientific, technical or specialist team and/or projects.

(i) Prepare reports, briefs and correspondence on complex issues that impact at program or organisational level.

A.5 Grade 5

A.5.1 Work environment

(a) Decisions often impact upon staff, peers and clients outside the immediate work area.

(b) Advice and analysis influences policy development.

(c) Accountable for work organisation, the allocation of resources within and the outputs required of the work area.

(d) Innovative thinking and analysis influences developments within area of responsibility.

(e) Specialist in an area of their profession and relied on for advice in this field.

A.5.2 Typical functions

(a) Formulate policy options and advice.

(b) Manage and leads projects.

(c) Provide high level expertise dealing with more complex issues in a specialised corporate support function.

(d) Manage cross-functional delivery within a defined service.

(e) Provide specialist professional services or advice.

(f) Initiate research and analysis within an area of expertise consistent with organisational objectives.

(g) Negotiate with stakeholders and peers.

A.6 Grade 6

A.6.1 Work environment

(a) Uses knowledge of structures, processes and culture of government, the sector and the Department to develop policies and new program or project initiatives.

(b) High level expertise in the field or discipline.

(c) Identifies and responds to new and emerging strategic issues impacting on the operating environment.

(d) Subject matter expert that conceptualises, initiates, implements, promotes and evaluates complex and innovative technical programs.

(e) Participates in strategic planning and contributes to strategic decision making process.

A.6.2 Typical functions

(a) Responsible for operational policy or service development impacting on a major functional area.

(b) Routinely advise senior stakeholders on policy issues and solutions within a functional area.

(c) Manage an area with significant budget, staff responsibilities or strategic importance.

(d) Manage a large scale organisational service or regional delivery function.

(e) Develop briefs on highly complex issues that provide options for decision at the highest level within an organisation.

(f) Initiate and manages negotiations with peers (internal and external to work unit) to gain commitment to projects, and delivery of activities to meet timelines.

A.7 Senior technical specialist

A.7.1 Work environment

(a) The Senior technical specialist category covers only those jobs that require the highest level of specialist professional expertise within the VPS.

(b) Senior technical specialists can be distinguished from other classifications or categories as follows:

A.7.2 Executive officers

(a) In contrast to Executive Officers, Senior technical specialists are not expected to take a broad, ongoing leadership role in the agency; they work within a particular field of expertise. Senior technical specialists achieve their goals through utilising specific academic knowledge, extensive industry and subject matter expertise. They inspire and stimulate others through exercising these professional skills.

(b) While many executive roles require qualifications and experience in a particular field or discipline, in contrast with Senior technical specialists, executives do not utilise these attributes as a vocation; rather, their experience informs their management of others in achieving organisational goals.

A.7.3 Other staff

(a) There may be other staff within an agency, who work in the same field or discipline, as the Senior technical specialist but the Senior technical specialist tends to be unique in nature. They are the primary agency or VPS expert or ‘head of discipline’ within their area of expertise.

(b) Senior technical specialists undertake projects and endeavours of significantly greater complexity than other non-executives. STS projects are major Government initiatives and carry a far greater risk to Government than a non-executive would typically be expected to manage. The nature of the required expertise means that the recruitment market is very limited.

A.7.4 Typical functions

While some VPS jobs will have one or more of the Specialist Professional category qualities, jobs only meet the Specialist Technical Specialist standard if they are consistent with the following:

(a) The role is commonly recognised as a profession;

(b) The primary focus of the role is practising the profession at the expert level;

(c) Where the role includes managing others, the focus is on providing leadership, guidance and inspiration within the profession or discipline;

(d) The job represents the highest level of expertise in the agency within the specific field;

(e) The job requires recognition as an expert within the particular field;

(f) The level of expertise and specialisation is rare within the agency and, as a general rule, the field.

Schedule A.2—VPS Grade Descriptors and Value Range Standard Descriptors

SCHEDULE A.2—VPS GRADE DESCRIPTORS AND VALUE RANGE STANDARD DESCRIPTORS. TABLE 1: GRADES 1 TO 4
	GRADE 1	GRADE 2		GRADE 3		GRADE 4
VALUE RANGE		VR1	VR2	VR1	VR2
Decision Making	1.1A	2.1A	2.2A	3.1A	3.2A	4.1A
Accountability and Frameworks	Undertakes specific and defined tasks within established rules under close supervision, defined as: · clear and detailed instructions are provided; tasks are covered by standard procedures; · deviation from procedures or unfamiliar situations are referred to higher levels; and · work is regularly checked Influences own daily work priorities and schedules under direction of supervisor Accountable for accuracy and timeliness of outputs	Applies rules, processes and standards under general supervision Plans and prioritises own work program to achieve defined targets Changes own work program, which may impact on the operations of the work area	Selects from a range of accepted options established by rules, processes, and standards Makes decisions that may have significant impact on clients	Team leadership may be exercised where appropriate to the role Exercises professional judgement about the application of rules, or the selection of choices within guidelines Resolves local operational service delivery problems within guidelines Reviews decisions, assessments and recommendations from less experienced team members Determines the work organisation of the work area Analysis and advice contributes to decision making by others Manages budget and resources for the work area	Sets local precedents regarding the application of guidelines Provides guidance for others in the work area and/ or related areas	Develops guidelines within the work area Resolves operational service delivery problems consistent with program objectives Interprets and applies business plans and policies to own area of responsibility Advice and analysis contributes to policy formulation
Innovation and Originality	The focus is on maintaining existing systems and processes Identifies opportunities to improve own efficiency and suggests these to supervisor	Judgement is required to solve problems arising in own work program Takes initiative to recommend improved processes in immediate work area	Creatively deals with problems within the work area	Initiates improvements to procedures within the work area	Assesses and responds to policy and process changes in the work area Identifies and applies developments within professional field to problem solving within the work area	Innovative thinking is an inherent feature of the job Defines the appropriate methodology in the analysis of policy or research options
Communication	1.1B	2.1B	2.2B	3.1B	3.2B	4.1B
	Provides and receives routine information Communication is mainly focused on routine issues that may require an understanding of the operational context	Explains rules, procedures and operational policies to individual clients or colleagues Presents routine information to small groups and provides feedback to organisation Draft routine internal reports and correspondence Liaises with stakeholders, clients and external providers of goods and services Suggests alternative approaches to clients or stakeholders Understands procedures for effectively dealing with people exhibiting challenging behaviours	Conducts formal community information sessions and consultative process involving small groups or participates in a similar process in larger groups Uses persuasion skills in dealing with an individual client, colleague, service provider or the like	May lead a team through activities including individual and team performance management and development Explains concepts and policies to clients, stakeholders and staff Plans, leads and facilitates information sessions and consultative processes in a range of settings Prepares briefs on sensitive issues for consideration of others Draft public communication documents Communicates issues and advocates a preferred case or option to stakeholders Communicate professional/ technical concepts and advice Provides communication guidance to less experienced colleagues Uses persuasion, advocacy, negotiation and motivation skills with clients, providers, staff, peers and managers	Plan, lead and facilitate consultative processes in a range of settings involving more difficult or sensitive issues Prepares complex operational reports requiring in-depth factual analysis	Conveys specialist concepts and policies to clients, staff and stakeholders Prepares reports, briefs and correspondence on complex issues that impact at program or organisational level Develops and implements operational communication and consultation strategies on specific projects Applies negotiation persuasion and motivation skills to manage staff and stakeholders
Knowledge and Proficiency	1.1C	2.1C	2.2C	3.1C	3.2C	4.1C
	Focus is on learning, developing and refining work skills Requires knowledge of equipment and tools to perform routine tasks, experiments and procedures, and develops practical application of these skills Requires understanding of general office work routines and procedures Acquire and apply proficiency in standard office equipment and computer applications	Understands and applies theoretical principles, under supervision, to achieve defined outcomes Develops knowledge of established techniques and organisational processes Proficient in use of software or technical equipment Knowledge of legislation, regulations, policies and processes relevant and specific to the role	Uses theoretical knowledge under supervision to achieve defined outcomes in a variety of work situations Local reference point in operational processes and procedures	Uses theoretical knowledge to achieve agreed outcomes in moderately complex work situations Authoritative in application of processes and policy relevant to the work unit Knowledge of relevant legislation, regulations, policies and processes	Adapts theoretical knowledge based on practical experience and/or understanding of current issues in the field Applies understanding of interrelationships between stakeholders and/or other work units to achieve local objectives	Researches and applies advanced theoretical knowledge in a specialised field to operational problem solving Applies sound theoretical and practical expertise in development of policy options Authoritative in application of processes
Policy and Projects	1.1D	2.1D	2.2D	3.1D	3.2D	4.1D
	Provides administrative support to policy and projects, consistent with the support elements described in 1.1B	Drafts minutes and action plans for consideration by others Collects data, undertakes basic analysis and prepares simple reports	Undertakes research specified by others, including data analysis Administers routine projects under direction or coordinates project steps Contributes to operational service delivery policy development	Researches issues and prepares draft reports and briefings within a project plan or policy framework set by others Conducts projects of defined scope under direction Obtains, summarises and reports on stakeholder views	Plans and conducts several narrowly scoped projects simultaneously Conducts aspects of more complex projects under direction Contributes to planning on large projects	Researches and develops recommendations in a specific field of expertise Develops and implements operational policy which impacts the immediate work area Contributes to strategic policy development within a specific field of expertise Manages projects, usually under limited direction Contributes expertise to a team working on complex projects Prepares project scopes and briefs within broad parameters Manages multi-disciplinary project teams
Administrative and Corporate Support	1.1E	2.1E	2.2E	3.1E	3.2E	4.1E
	Performs routine administrative tasks, including general telephone, counter and front office enquiries, mail deliveries, assisting with stock control, supporting organisation of meetings, receiving and initial processing of standard paperwork	Provides office support through activities such as using and maintaining standard office equipment and software Drafts routine correspondence and minutes Organises routine meetings and small functions Undertakes standard processing work such as data entry, purchasing, payments and reports using office databases Performs telephone and counter duties consistent with 2.1B	Responsible for office support services and systems for a work unit Documents meeting outcomes in more complex situations Provides support to contract administration Demonstrates problem solving in processing work Create and maintains local databases or reporting systems utilising standard software Analyse standard reports and data to identify exceptions	May lead a corporate support team Manages team performance through activities such as monitoring and reporting Maintains corporate databases and completes analysis Monitors and administers straight forward, local contracts and service agreements within a well-defined service delivery framework	Prepares and analyses reports from corporate databases to support decision making in the broader work area Develops local databases or reporting systems Negotiate straight forward, local contracts and service agreements	Leads a larger or complex corporate support work unit Provides specialist administrative and corporate support expertise Negotiates and manages straight forward, corporate contracts and service agreements Drafts reports and recommendations by interpreting and analysing data
Operational Service Delivery	1.1F	2.1F	2.2F	3.1F	3.2F	4.1F
	Provides routine information, such as standard information and explanations, to clients and members of the public Receives payment for routine services such as the sale of publications and individual licence fees Performs routine service delivery functions for clients such as, driving, food preparation, cleaning, gardening, assisting qualified trade persons and minor maintenance Operates and maintains tools and equipment appropriate to the function and level of qualification	Provides standard services under general supervision and within a defined service delivery framework Delivers information services to the general public or clients, including initial advice and referral Consistent with the development of knowledge specified at 2.1C, participates in routine investigations under direction and provides evidence if required Reconciles, banks monies and manages petty cash	Assesses client needs and implements appropriate service delivery from a range of accepted options Identifies where limited precedents apply and may recommend action to be taken Assists in preparing or presenting cases in a range of review forums, tribunals and courts	Supervises a service delivery team Assesses client needs and delivers a range of services in complex situations Investigates and assesses actions by individuals or organisations against legislation, rules, regulations and service agreements Advocates issues involving established precedents before a range of review forums, tribunals and courts Participates in the development of strategies to represent the organisation or clients, involving complex and challenging problems	Reviews client assessments and associated service delivery plans Advocates more complex cases to represent the organisation or clients before a range of review forums, tribunals and courts Recommends strategies to represent the agency and/or clients involving complex and challenging problems	Determines operational service delivery plans based on accepted standards Recommends resource allocation to immediate manager in order to meet service delivery priorities Manages operational work teams Undertakes advanced case management, which may include cross agency collaboration Undertakes complex or technical investigations and makes recommendations for action
Technical/Specialist	1.1G	2.1G	2.2G	3.1G	3.2G	4.1G
	Assists technicians, scientists and specialists in tasks that are straightforward and use established techniques and work practices Operates and maintains technical or scientific equipment appropriate to the function and level of qualification This level performs routine technical support functions such as setting up a laboratory, cleaning equipment, and supporting field work	Conducts routine scientific, technical or specialist procedures and data collection, collation and analysis Diagnoses and corrects faults and problems with technical equipment Contributes to scientific or technical project planning	Modifies routine scientific, technical or specialist procedures to a limited specification Exercises discretion in use of equipment and actions to achieve results within specifications	Conducts small to medium scientific, technical or specialist projects defined by others Undertakes technical data analysis in field of expertise Conducts field or desk-top studies as part of a team Assembles non-standard technical systems or equipment to a specification Leads a small scientific, technical or specialist team	Plan small to medium scientific, technical or specialist projects May control a laboratory function or field operation where a range of related technical functions are performed Prepares complex reports requiring in-depth factual analysis	Manages a scientific, technical or specialist team and/or projects Independently performs professional or technical work at an advanced level in a narrow field of expertise or on research projects

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Victorian Public Service Award 2016