Energy Queensland Union Collective Agreement 2017 · Application for approval of the Energy...

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Fair Work Act 2009 s.185—Enterprise agreement

Energy Queensland Limited T/A Ergon Energy Queensland Retail(AG2017/5404)

ENERGY QUEENSLAND UNION COLLECTIVE AGREEMENT 2017

Electrical power industry

DEPUTY PRESIDENT ASBURY BRISBANE, 18 DECEMBER 2017

Application for approval of the Energy Queensland Union Collective Agreement 2017.

[1] Energy Queensland Limited T/A Ergon Energy Queensland Retail applies for approval of an enterprise agreement known as the Energy Queensland Union Collective Agreement 2017 (the Agreement). The application was made pursuant to s.185 of the Fair Work Act 2009(the Act). The agreement is a single-enterprise agreement.

[2] The Communications, Electrical, Electronic, Energy, Information, Postal, Plumbing and Allied Services Union of Australia (CEPU); the Association of Professional Engineers, Scientists and Managers, Australia (APESMA); the Australian Municipal, Administrative, Clerical and Services Union (ASU); and the “Automotive, Food, Metals, Engineering, Printing and Kindred Industries Union” known as the Australian Manufacturing Workers’ Union (AMWU), being bargaining representatives for the Agreement, have each given notice under s.183 of the Act that these organisations want the Agreement to cover them. In accordance with s.201(2) of the Act I note that the Agreement covers these organisations.

[3] On 11 December 2017 undertakings were provided by the Employer. The views of the bargaining representatives have been sought in relation to the undertakings. Pursuant to s.190 of the Act, I accept the Employer’s undertakings. In accordance with s.201(3) of the Act I note that a copy of the undertakings is attached to the Agreement and forms part of the Agreement.

[4] The Agreement does not contain a consultation term that is consistent with the requirements in s.205 of the Act. Pursuant to s.205(2) of the Act, the model consultation term prescribed by the Fair Work Regulations 2009 is taken to be a term of the Agreement.

[5] I am satisfied that each of the requirements of ss.186, 187 and 188 as are relevant to this application for approval have been met.

[2017] FWCA 6760

DECISION

[2017] FWCA 6760

2

[6] The Agreement is approved in accordance with s.54 of the Act and will operate from 25 December 2017. The nominal expiry date of the Agreement is 1 March 2021.

DEPUTY PRESIDENT

Printed by authority of the Commonwealth Government Printer

<Price code O, AE426562 PR598770>

Energy Queensland Union Collective Agreement 2017 Page | 1

Energy Queensland

Union Collective Agreement

2017

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TABLE OF CONTENTS

PART 1 PRELIMINARY ................................................................................................................................................7

1.1 TITLE .......................................................................................................................................................... 7 1.2 PARTIES ..................................................................................................................................................... 7 1.3 DURATION ................................................................................................................................................. 7 1.4 APPLICATION ............................................................................................................................................. 8 1.5 WORKPLACE CHANGE AND FLEXIBILITIES ................................................................................................. 8 1.6 DEFINITIONS .............................................................................................................................................. 9 1.7 NO EXTRA CLAIMS ................................................................................................................................... 10 1.8 OBJECTIVES OF AGREEMENT ................................................................................................................... 10 1.9 DISPLAYING OF THIS AGREEMENT ........................................................................................................... 10 1.10 EMPLOYMENT SECURITY ......................................................................................................................... 10 1.11 SALARY MAINTENANCE ........................................................................................................................... 10 1.12 ANTI- DISCRIMINATION ............................................................................................................................ 11

PART 2 GRIEVANCES AND DISPUTES ................................................................................................................ 12

2.1 GRIEVANCE AND DISPUTE SETTLEMENT PROCEDURE ............................................................................. 12

PART 3 TERMS AND CONDITIONS OF EMPLOYMENT .................................................................................... 15

3.1 TYPES OF EMPLOYMENT .......................................................................................................................... 15 3.2 FULL TIME EMPLOYMENT ........................................................................................................................ 15 3.3 PART TIME EMPLOYMENT ........................................................................................................................ 15 3.4 CASUAL EMPLOYMENT ............................................................................................................................ 16

3.4.1 Conversion from Casual Employee to a Permanent Employee ........................................................................ 16 3.5 FIXED TERM AND SPECIFIED TASK ........................................................................................................... 16

3.5.1 Completion of Term Payment ........................................................................................................................... 17 3.6 POSITION DESCRIPTIONS ......................................................................................................................... 17 3.7 TRAINEES, APPRENTICES AND GRADUATES ............................................................................................ 18

3.7.1 Trainees and Apprentices ................................................................................................................................. 18 3.7.2 Apprentice Numbers ......................................................................................................................................... 18 3.7.3 Existing Employee............................................................................................................................................. 18 3.7.4 Adult Apprentices and Adult Trainees ............................................................................................................... 18 3.7.5 Apprentices Working Outside of Energy Queensland ....................................................................................... 18 3.7.6 Graduates ......................................................................................................................................................... 19 3.7.7 Engineering Graduates ..................................................................................................................................... 19

3.8 ENGINEERING PROGRESSION ARRANGEMENTS ....................................................................................... 19 3.9 TERMINATION OF EMPLOYMENT ............................................................................................................. 19

3.9.1 Statement of Employment ................................................................................................................................. 19 3.9.2 Notice of Termination by Energy Queensland ................................................................................................... 20 3.9.3 Notice of Termination by Employee .................................................................................................................. 20 3.9.4 Time Off During Notice period ........................................................................................................................... 20

PART 4 WAGES .......................................................................................................................................................... 21

4.1 WAGES PAYMENTS .................................................................................................................................. 21 4.2 PAYMENT OF SALARY .............................................................................................................................. 21 4.3 RECOVERY OF OVERPAYMENTS ............................................................................................................... 22

PART 5 ALLOWANCES ............................................................................................................................................. 23

5.1 ALLOWANCES .......................................................................................................................................... 23 5.2 ALL PURPOSE ALLOWANCES.................................................................................................................... 23 5.3 WORKING AWAY FROM HOME ................................................................................................................. 23

5.3.1 Period Away From Home ............................................................................................................................... 23 5.3.2 Provision of Accommodation and Meals ........................................................................................................ 24 5.3.3 Accommodation Standard ................................................................................................................................. 25 5.3.4 Supplementary Accommodation Allowance ...................................................................................................... 25 5.3.5 Communication Expenses ............................................................................................................................. 26 5.3.6 Laundry .......................................................................................................................................................... 26 5.3.7 Overseas Work .............................................................................................................................................. 26

5.4 ANNUALISED ALLOWANCE ...................................................................................................................... 27 5.5 SUBSTATION AND TEST DEPARTMENT ALLOWANCE ............................................................................... 27 5.6 POWER STATION ALLOWANCE ................................................................................................................ 28 5.7 AVAILABILITY DUTY ALLOWANCE ........................................................................................................... 28

5.7.1 Emergency Work............................................................................................................................................... 29


5.7.2 Employee not on Availability Duty – Public Holiday .......................................................................................... 29 5.8 PAYMENT FOR OUT OF HOURS COMMUNICATIONS ................................................................................. 30

5.8.1 Support Role Emergency Situations ................................................................................................................. 30 5.9 TRAVEL TIME ............................................................................................................................................ 30 5.10 USE OF OWN VEHICLE .............................................................................................................................. 31 5.11 EMPLOYEE IN CHARGE ALLOWANCE (EIC) ............................................................................................... 31 5.12 HIGHER DUTIES ........................................................................................................................................ 32 5.13 FIRST AID ................................................................................................................................................. 32

5.13.1 Senior First Aid Training .................................................................................................................................. 32 5.14 LOCALITY ALLOWANCE ............................................................................................................................ 33 5.15 TOOL ALLOWANCE / PROVISION OF TOOLS .............................................................................................. 33

5.15.1 Tool Allowance ................................................................................................................................................ 34 5.15.2 Tools of Trade ................................................................................................................................................. 34

5.16 SUPERIOR AGREEMENT PROVISION ......................................................................................................... 34 5.16.1 Construction Site Allowance ........................................................................................................................... 34

5.17 WORK IN THE RAIN .................................................................................................................................. 35

PART 6 SUPERANNUATION .................................................................................................................................... 36

6.1 SUPERANNUATION .................................................................................................................................. 36 6.1.1 Energy Super Defined Contribution (DC) Members .......................................................................................... 36 6.1.2 Insurance Cover – Defined Contribution ........................................................................................................... 36 6.1.3 Energy Super Defined Benefit Fund (DB) Members ......................................................................................... 37 6.1.4 Insurance Cover – Defined Benefit ................................................................................................................... 37 6.1.5 Insurance Cover – Choice of Fund ................................................................................................................ 37 6.1.6 Employer Provided Additional Income Protection ....................................................................................... 37

PART 7 NON SALARY BENEFITS .......................................................................................................................... 39

7.1 OPERATIONAL EXPENSES ........................................................................................................................ 39 7.2 LICENCE FEE REIMBURSEMENT ............................................................................................................... 39 7.3 VEHICLE LICENCE FEE REIMBURSEMENT ................................................................................................. 39 7.4 SALARY SACRIFICING ............................................................................................................................... 39

7.4.1 Salary Sacrifice Principles ................................................................................................................................. 39 7.4.2 Post Salary Sacrifice ......................................................................................................................................... 40

7.5 INDEMNITY OF EMPLOYEES AGAINST LIABILITY ...................................................................................... 40 7.6 RELOCATION ............................................................................................................................................ 40 7.7 TRANSFER CONDITIONS ........................................................................................................................... 41 7.8 ACCESS TO COMPUTERS .......................................................................................................................... 41 7.9 FUNERAL BENEFIT ................................................................................................................................... 41

PART 8 HOURS OF WORK ....................................................................................................................................... 42

8.1 HOURS OF WORK ..................................................................................................................................... 42 8.2 ROSTERED DAY OFF (RDO) ....................................................................................................................... 42

8.2.1 Banking of Rostered Day Off (RDO) ................................................................................................................. 43 8.2.2 Rostered Days Off – South East Contact Centre .............................................................................................. 43

8.3 LEGACY WEEKLY AND FORTNIGHTLY WORK PATTERNS .......................................................................... 43 8.4 MEAL BREAK ............................................................................................................................................ 43 8.5 REST PAUSES ........................................................................................................................................... 44 8.6 TEN (10) DAY ALTERNATIVE EMPLOYMENT ARRANGEMENTS ................................................................. 44

8.6.1 Employees Classified at Salary Point 11.0 and above ...................................................................................... 44 8.6.2 Employees below Salary Point 11.0 .................................................................................................................. 45 8.6.3 Reversion to General Agreement Provisions .................................................................................................... 46 8.6.4 Appointment of Ten (10) Day Fortnight ............................................................................................................. 47

8.7 INDIVIDUAL EMPLOYMENT ARRANGEMENTS .......................................................................................... 47 8.7.1 No Disadvantage............................................................................................................................................... 47 8.7.2 Hours of Work ................................................................................................................................................... 47 8.7.3 Salary & Loadings ............................................................................................................................................. 47 8.7.4 Market Component............................................................................................................................................ 48 8.7.5 Performance Incentive ...................................................................................................................................... 48 8.7.6 Remuneration Increases ................................................................................................................................... 48 8.7.7 Reversion .......................................................................................................................................................... 48 8.7.8 Application ........................................................................................................................................................ 48 8.7.9 Exemptions ....................................................................................................................................................... 49 8.7.10 Dispute Settlement .......................................................................................................................................... 49

8.8 AGGREGATED WORKING ARRANGEMENTS FOR AWAY WORK ................................................................. 49 8.8.1 Roster Block Arrangements .............................................................................................................................. 49

8.9 BREAKS AFTER OVERTIME ....................................................................................................................... 50 8.10 TIME OFF IN LIEU (TOIL)............................................................................................................................ 51


8.11 OVERTIME ................................................................................................................................................ 51 8.11.1 Weekends ....................................................................................................................................................... 52 8.11.2 Recalls ............................................................................................................................................................ 52

8.12 CRIB BREAK & OVERTIME MEAL ALLOWANCE ......................................................................................... 53 8.13 CANCELLATION OF PLANNED OVERTIME ................................................................................................. 54 8.14 START AND FINISH ON THE JOB ............................................................................................................... 54

PART 9 SHIFT WORK ................................................................................................................................................ 56

9.1 SHIFT WORK DEFINITIONS ....................................................................................................................... 56 9.2 SHIFT WORK ............................................................................................................................................. 56 9.3 SHIFT PENALTIES ..................................................................................................................................... 56 9.4 ESTABLISHMENT OF SHIFT ROSTERS ....................................................................................................... 57 9.5 SHORT TERM SHIFT ARRANGEMENTS ...................................................................................................... 57

9.5.1 Short Term Shift Loadings ................................................................................................................................ 57 9.6 OVERTIME PENALTIES AND MINIMUM PAYMENT .................................................................................... 57 9.7 BREAKS BETWEEN ROSTERED ATTENDANCES......................................................................................... 58

9.7.1 Extended Breaks – Shift Workers ..................................................................................................................... 58

PART 10 LEAVE ........................................................................................................................................................... 59

10.1 ANNUAL LEAVE ............................................................................................................................................ 59 10.1.1 Preservation of Five (5) Weeks Annual leave ................................................................................................. 60 10.1.2 Illness Whilst on Annual Leave ....................................................................................................................... 61 10.1.3 Personal Leave ............................................................................................................................................... 61 10.1.4 Concessional Personal Leave ......................................................................................................................... 61 10.1.5 Concessional Personal Leave - Returned Service Personnel ......................................................................... 61

10.2 SPECIAL CIRCUMSTANCES LEAVE ............................................................................................................ 62 10.2.1 Family and Domestic Violence Leave ............................................................................................................. 62

10.3 CARER’S LEAVE ........................................................................................................................................ 63 10.3.1 Use of Personal Leave .................................................................................................................................... 63 10.3.2 Alternative Carers Leave Arrangements ......................................................................................................... 63

10.4 COMPASSIONATE LEAVE .......................................................................................................................... 64 10.5 PARENTAL LEAVE .................................................................................................................................... 64

10.5.1 Definitions ....................................................................................................................................................... 65 10.5.2 Maternity Leave............................................................................................................................................... 65 10.5.3 Paternity Leave ............................................................................................................................................... 66 10.5.4 Adoption Leave ............................................................................................................................................... 66 10.5.5 Parental Leave Notice Requirements .............................................................................................................. 67 10.5.6 Certification Required ...................................................................................................................................... 68 10.5.7 Variation of Period of Parental Leave.............................................................................................................. 68 10.5.8 Cancellation of Parental Leave ....................................................................................................................... 68 10.5.9 Parental Leave and Other Leave Entitlements ................................................................................................ 69 10.5.10 Accrual of Leave & Continuity of Service ...................................................................................................... 69 10.5.11 Termination of Employment .......................................................................................................................... 69 10.5.12 Return to Work after Parental Leave ............................................................................................................. 69 10.5.13 Replacement Employees .............................................................................................................................. 69 10.5.14 Part Time Work for Parental Leave ............................................................................................................... 70 10.5.15 Communication to Employees on Parental Leave......................................................................................... 70

10.6 LONG SERVICE LEAVE ............................................................................................................................... 71 10.6.1 Entitlement ...................................................................................................................................................... 71 10.6.2 Entitlement on Termination of Employment .................................................................................................... 71 10.6.3 Service Recognised for Long Service Leave .................................................................................................. 71 10.6.4 Casual Employees – Service and Continuity of Service .................................................................................. 72 10.6.5 Periods of Absence Without Pay That Count As Service ................................................................................ 72 10.6.6 Calculation of Long Service Leave – Full-Time and Part-Time Employees ..................................................... 72 10.6.7 Calculation of Long Service Leave – Casual Employees ................................................................................ 72 10.6.8 Casual Employees—Conversion to Full Time Equivalent ............................................................................... 73 10.6.9 Energy Queensland’s Right to Refuse or Defer Long Service Leave .............................................................. 73 10.6.10 Minimum Period ............................................................................................................................................ 73 10.6.11 Energy Queensland’s Right to Recall an Employee from Long Service Leave ............................................. 73 10.6.12 Public Holidays During Long Service Leave ................................................................................................. 73 10.6.13 Illness During Long Service Leave ................................................................................................................ 73 10.6.14 Preservation of Particular Existing Rights ..................................................................................................... 74 10.6.15 Long Service Leave at Half Pay .................................................................................................................. 74

10.7 PUBLIC HOLIDAYS INCLUDING LABOUR DAY ........................................................................................... 74 10.7.1 Employees Who Do Not Work Monday to Friday of Each Week ..................................................................... 74 10.7.2 Labour Day ..................................................................................................................................................... 75 10.7.3 Agricultural/Horticultural/Industrial Show Public Holiday ................................................................................. 75 10.7.4 Double Time and a Half .................................................................................................................................. 75


10.7.5 Payment for Work Performed Outside Ordinary Hours on a Public Holiday .................................................... 75 10.7.6 Stand Down .................................................................................................................................................... 75 10.7.7 Public Holiday Meal Allowances...................................................................................................................... 75

10.8 PURCHASED LEAVE .................................................................................................................................. 76 10.9 LEAVE WITHOUT PAY............................................................................................................................... 76 10.10 CULTURAL DIVERSITY LEAVE ................................................................................................................... 77 10.11 JURY SERVICE .......................................................................................................................................... 77 10.12 FOSTER CARERS LEAVE ............................................................................................................................ 78

PART 11 FLEXIBLE WORKING INITIATIVES ........................................................................................................ 79

11.1 FLEXIBLE WORKING INITIATIVES .............................................................................................................. 79 11.2 JOB SHARING ........................................................................................................................................... 79 11.3 WORKING FROM HOME ............................................................................................................................ 80 11.4 PART TIME STUDY LEAVE ARRANGEMENTS ............................................................................................. 80 11.5 TRANSITION TO RETIREMENT ARRANGEMENTS ...................................................................................... 80 11.6 INDIVIDUAL FLEXIBLITY ARRANGEMENTS ............................................................................................... 81 11.7 WORKFORCE PLANNING ISSUES .............................................................................................................. 82 11.8 DISABILITY MANAGEMENT ...................................................................................................................... 82

11.8.1 Referral for Case Management ....................................................................................................................... 82 11.8.2 Disability Case Management Process ............................................................................................................. 83

PART 12 TRAINING AND DEVELOPMENT ............................................................................................................ 85

12.1 TRAINING AND DEVELOPMENT ................................................................................................................ 85 12.2 ELECTRICAL ELECTRONIC TRAINING PACKAGES ...................................................................................... 85 12.3 TRADE COMPETENCY RECOGNITION........................................................................................................ 86 12.4 REGISTRATION OF PROFESSIONAL ENGINEERS QUEENSLAND (RPEQ) ..................................................... 86 12.5 TRAINING COMMITTEE ........................................................................................................................... 86

PART 13 AGREEMENTS ............................................................................................................................................ 87

13.1 CONSULTATIVE ARRANGEMENTS ............................................................................................................ 87 13.1.1 Consultation .................................................................................................................................................... 87

13.2 INDUSTRIAL ORGANISATION REPRESENTATIVES ..................................................................................... 88 13.3 UNION DELEGATES TRAINING AND ADDITIONAL LEAVE ................................................................................ 89 13.4 NATURAL DISASTER WORKING ARRANGEMENTS .................................................................................... 89

PART 14 SAFETY ......................................................................................................................................................... 91

14.1 SAFETY COMMITTEE ................................................................................................................................ 91 14.2 REAUTHORISATION OF HIGH VOLTAGE SWITCHING AUTHORITY ............................................................. 91 14.3 SINGLE PERSON TASKS............................................................................................................................. 91 14.4 AUTHORISATION AND ACCESS ................................................................................................................. 92 14.5 WORK SCHEDULING SYSTEMS AND TECHNOLOGY ................................................................................... 93 14.6 SURVEILLANCE ......................................................................................................................................... 93 14.7 IMPROVED EMPLOYEE WELLBEING AND ORGANISATIONAL HEALTH ..................................................... 93 14.7.1 MENTAL HEALTH IN THE WORKPLACE ............................................................................................................... 94 14.8 ASBESTOS MANAGEMENT ....................................................................................................................... 94

SCHEDULE 1 ENERGY QUEENSLAND SALARIES ....................................................................................... 95

SCHEDULE 2 REDUNDANCY PROVISIONS .................................................................................................. 129

SCHEDULE 3 CLASSIFICATION STRUCTURE ............................................................................................. 133

SCHEDULE 4 ANNUALISED ALLOWANCES (AGA) .................................................................................... 153

ABILITY ALLOWANCES ............................................................................................................................................... 156 DISABILITY ALLOWANCES ........................................................................................................................................... 157 UNDERGROUND MAINS ALLOWANCE ............................................................................................................................. 158

SCHEDULE 5 CONTROL CENTRE ................................................................................................................... 159

SCHEDULE 6 NETWORK OPERATIONS CONTROL ROOM SHIFT WORK ARRANGEMENTS ......... 163

SCHEDULE 7 ALTERNATIVE EMPLOYMENT ARRANGEMENTS – LEGACY ARRANGEMENTS .... 179

SCHEDULE 8 USE OF CONTRACTORS – CORE WORK ............................................................................ 192

1.9 Contract Compliance and Supervision ............................................................................................................... 194

SCHEDULE 9 ADMINISTRATIVE STREAM CAREER PATH ....................................................................... 195


SCHEDULE 10 PROFESSIONAL & MANAGERIAL STREAM CAREER PATH ............................................. 222

SCHEDULE 11 TECHNICAL STREAM CAREER PATH ................................................................................. 242


PART 1 PRELIMINARY

1.1 TITLE

Th is Agreement w ill b e know n as t he Energy Queensland Union Collective Agreement 2017,

ref er red t o as ‘t he Agreement’.

Th is Agreement rep laces t he Ergon Energy Un ion Co llect ive Agreem en t 2015; t he Energex

Un ion Co llect ive Agreem en t 2015; and t he SPARQ So lut ions Un ion Co llect ive Agreem en t

2016.

1.2 PARTIES The Parties to the Agreement are:

Energy Queensland Limited (ACN 612 535 583) and all it s relat ed b od ies co rp o rat e,

includ ing t he f o llow ing:

Ergon Energy Corporation Limited (ACN 087 646 062) (Ergon Energy);

Energex Limited (ACN 078 849 062) (Energex);

Energy Im p act Pt y Lt d ;

Ergon Energy Telecom m un icat ions Pt y Lt d (T/A Nexium );

Met er ing Dyn am ics Business Sup p o r t Pt y Lt d (T/A Met er ing Dyn am ics);

Sp arq So lut ions Pt y Lt d ;

Varn sd or f Pt y Lt d ; and

VH Op erat ions Pt y Lt d

Aut om ot ive, Met als, Engineer ing , Pr in t ing an d Kind red In d ust r ies Un ion o f em p loyees

Queensland , (AMWU);

Associat ion o f Pro f essional Engineers, Scien t ist s and Man agers, Aust ralia (Pro f essionals

Aust ralia);

Com m un icat ions, Elect r ical, Elect ron ic, Energy, In f o rm at ion , Po st al, Plum b ing & Allied

Services Un ion o f Aust ralia – Elect r ical Div ision (ETU); and

Aust ralian Mun icip al, Ad m in ist rat ive, Cler ical and Services Un ion (The Services Un ion ).

Par t ies m ay m ake an ap p licat ion t o b e covered b y t h is Agreement in acco rd ance w it h t he

Fair Wo rk Act 2009.

1.3 DURATION

Th is Agreement w ill t ake ef f ect f rom seven d ays af t er ap p roval o f agreem en t and w ill

nom inally exp ire on t he 1st March 2021. Th is Agreement w ill con t in ue in f o rce af t er it s

nom inal exp iry d at e un t il such t im e as it is rep laced o r t erm in at ed in acco rd ance w it h t he

Fair Work Act 2009.

The Par t ies agree t o co m m ence d iscussion s f o r any rep lacem en t agreem en t at least six (6)

m on t hs p r io r t o t he no m inal exp iry d at e o f t h is Agreement.


1.4 APPLICATION

Th is Agreement ap p lies t o :

Energy Queensland Limited (ACN 612 535 583) and it s r elat ed b o d ies co rp o rat e;

Em p loyees o f Energy Queensland Limited and it s relat ed b od ies co rp o rat e un less

o t herw ise exp ressly st at ed w ho are em p loyed in , o r in connect ion w it h any calling ,

t r ad e, craf t , vocat ion o r p ro f ession ref er red t o in t he classif icat ion st r uct ure as

con t ain ed in t h is Agreement, o r in t he t ransm ission , d ist r ib ut ion , generat ion , sup p ly o r

sale o f elect r icit y; an d

The Un ions signat o ry t o t h is Agreement.

Th is Agreement d oes no t ap p ly t o :

Em p loyees o f Energy Queensland Limited and it s r elat ed b o d ies co rp o rat e w ho are p aid a

salary f o r t he p urp o ses o f sup erannuat ion w h ich exceed s 115% o f t he rat e p rescr ib ed

f o r Salary Po in t 16.5 (n ine (9) d ay f o r t n igh t ) con t ained in Sch ed ule 1 o f t h is Agreement;

o r

Em p loyees o f Energy Queensland Limited and it s relat ed b o d ies co rp o rat e w ho are

covered b y t he EQ Retail Union Collective Agreement 2017.

Elect r icit y Regulat ion

Energy Queensland Limited w ill con t inue t o ap p ly t he p rovisions o f Chap t er 8 o f t he

Elect r icit y Regulat ion 2006 (Qld ).

If t here is any inconsist ency b et w een t he t erm s o f t h is Agreement and Ch ap t er 8 o f t he

Elect r icit y Regulat ion 2006 (Qld ), t hen t h e t erm s o f t h is Agreement w ill p revail t o t he ext en t

o f t he inconsist ency. 7 1.5 WORKPLACE CHANGE AND FLEXIBILITIES

The p ar t ies recogn ise t hat chan ge m ay occur d ur ing t he lif e o f t h is Agreem en t . In

ad d it ion t o t he p rovisions o f t h is clause, t he p ar t ies w ill m ain t ain t he consult at ive

m echan ism s as out lined in t h is Agreem en t t o help f acilit at e ch ange.

The p ar t ies w ill ad d ress t he in t rod uct ion o f new w orking ar ran gem ent s, w h ich req uire

t he var iat ion o f cond it ions o f em p loym en t as con t ain ed in t h is Agreem en t , b y ap p licat ion

o f t he f o llow ing p r incip les an d p rocess:

a. The p ar t ies acknow led ge t h at t here is a b u siness req uirem en t t o h ave f lexib ilit y ,

resp onsiveness and m ob ilit y o f it s w orkf o rce t o m eet cust o m er need s an d

op erat ional req uirem en t s. At t im es t hese challenges m ay need changes t o

em p loyee w orking con d it ions. Where ch anges are req uired t o em p loyees’ cu r ren t

cond it ions, t hese w ill b e ad d ressed in a consult at ive and coop erat ive m anner w it h

em p loyees d ir ect ly af f ect ed . Consult at ion w ill occur w it h all d ir ect ly af f ect ed

em p loyees and t heir n om inat ed em p loyee rep resen t at ives.

b . Where consult at ion has b een un ab le t o reso lve t he m at t er t h e f o llow ing p rocess

w ill ap p ly:

i. The d irect ly af f ect ed em p loyees and t heir nom inat ed rep resen t at ive(s) w ill

nego t iat e and d evelop a su it ab le p rop osal;

ii . Pr io r t o im p lem en t at io n o f t he p rop osal, agreem en t m ust b e reached w it h

at least 60% o f t he d irect ly af f ect ed em p loyees; an d

ii i. Any var iat ion o f cond it ions o f em p loym en t con t ain ed in t h is Agreem en t

w ill h ave no ap p licat ion un t il lo d ged in acco rd ance w it h t he Act .


Where t he p ar t ies agree, t h is p rocess m ay b e ap p lied t o o t her w orkp lace ch ange

in it iat ives out lined in t h is Agreem en t t h at w ould d ir ect ly af f ect em p loyees in t erm s o f

cond it ions, en t it lem en t s and career op p o r t un it ies.

The consult at ive p rocesses m ay p rovid e an ap p ro p r iat e m echan ism f o r consid erat ion o f

m at t er s relevan t t o t h is clause. Nom inat ed em p loyee rep resen t at ives at t h e p lace o f w ork

m ay b e invo lved in such d iscussions.

The var iat ion o f cond it ions o f em p loym en t as con t ained in t h is Agreem en t w ill have no

ap p licat ion un t il var ied in acco rd ance w it h t he req u irem en t s o f t he Act .

1.6 DEFINITIONS

In o rd er t o ensure clar it y in t h e in t en t o f t h is Agreement, a list o f d ef in it ions f o r t erm s

ut ilised in t h is Agreement is set ou t b elow , w h ere t hey are used t h ro ughout t he Agreement

t hey w ill ap p ear in it alics:

Act m ean s t he Fair Work Act 2009.

Allowance m eans an am oun t p aid t o em p loyees in ad d it ion t o t he em p loyee’s r at e o f p ay,

o t her t han an all purpose allowance.

All Purpose Allowance m eans an allowance t hat is ad d ed in t o t he em p lo yee’s base rate o f p ay

as p rescr ib ed in Sch ed ule 1 - Energy Queensland Energy Salar y Sched ule as ap p licab le f o r t he

calculat ion o f p aym en t s f o r Over t im e, Person al Leave, Annual Leave, Long Service Leave,

Com p let ion o f Term Paym en t , Sup erannuat ion and Ret renchm en t Paym en t s un less

o t herw ise st at ed .

Base Rates m eans t he rat e o f p ay as sp ecif ied in Sched ule 1 o f t h is Agreement.

Consultation m eans t h e t im ely exchange o f relevan t in f o rm at ion and id eas in such a

m anner t h at t he Parties have t he act ual and genuine op p or t un it y t o in f luence t he

out com e.

Nominated Employee Representative m eans a p erson /agen t o r em p loyee (o t h er t han a legal

rep resen t at ive) nominated employee representative o r elect ed b y t he em p loyee/s t o act on

t heir b ehalf . Th is can includ e nominated employee representative un ion d elegat es.

Energy Queensland m eans Energy Queensland Limited. .

Fixed Term m eans a sp ecif ied p er io d o f t im e clear ly id en t if ied b y t he t erm o f t he

em p loym en t con t ract w here t he t im e o f com m encem ent an d t he t im e o f com p let ion are

d et ailed .

Mutual Agreement m eans an Agreement, w h ich has b een ar r ived at b et w een d ir ect ly

af f ect ed em p loyees and relevan t m anagem ent w it hout d uress b eing ap p lied t o eit her

p ar t y.

Specified Task m eans em p loym en t f o r a sp ecif ic p ro ject , t ask o r und er t aking , an d f o r

w h ich t he em p loym en t con t ract w ill sp ecif y t he circum st ances, even t , o r cr it er ia on

w h ich t he em p loym en t w ill t erm inat e.

Status Quo m eans t he circum st ances t h at p revailed im m ed iat ely p r io r t o any change

b eing im p lem en t ed .


1.7 NO EXTRA CLAIMS

It is agreed t hat d ur in g t he lif e o f t h is Agreement, no ext ra claim s w ill b e m ad e b y eit her

p ar t y in t erm s o f em p loym en t cond it ions

1.8 OBJECTIVES OF AGREEMENT

The ob ject ives o f t h is Agreem en t are t o conso lid at e and p rovid e eq uit ab le cond it ions o f

em p loym en t f o r em p loyees covered b y t h is Agreem en t , and t o en sure t hat consult at ion

is m ain t ain ed and enh anced in d ealings b et w een t he p ar t ies.

1.9 DISPLAYING OF THIS AGREEMENT

A cop y o f t h is Agreement w ill b e exh ib it ed in a consp icuous and con ven ien t p lace in each

w orkp lace so t h at it can b e easily read b y all em p loyees.

Hard cop ies o f t h is Agreement w ill b e availab le in t he w orkp lace and elect ron ic cop ies w ill

b e availab le t h rough t he Energy Queensland in t ranet . In ad d it ion Energy Queensland w ill,

w it h in t he f ir st six (6) m on t hs o f t h is Agreement b eing ap p roved en sure t hat b ooklet st yle

cop ies o f t h is Agreement are p r in t ed and m ad e availab le t o all em p loyees on req uest .

1.10 EMPLOYMENT SECURITY

There w ill b e no f o rced ret renchm en t s f o r t he lif e o f t he Agreement.

The agreem en t t o h ave no f o rced ret renchm en t s d ep end s up on t he em p loyee accep t in g

reasonab le ret r ain ing and red ep loym en t t o su it ab le alt ernat ive em p loym en t w it h in t heir

cur ren t localit y t o t he ext en t t h at w ould no t r eq u ire a m ove o f resid ence o r t ravel

f ur t her t han f if t y (50) kilom et re rad ius o f t heir o r ig inal w ork locat ion .

Where suit ab le alt ernat ive em p loym en t is id en t if ied and w ould req uire t he n eed f o r an

em p loyee t o p erm anen t ly relocat e t o ano t h er w ork locat ion as p er t he ab ove clause.

Energy Queensland w ill consult w it h t he em p loyee p r io r t o red ep loym en t . Energy Queensland

w ill g ive gen uine con sid erat ion t o m at t ers raised ab out t he red ep loym en t b y t he

em p loyee and /o r t heir un ion rep resen t at ive.

1.11 SALARY MAINTENANCE

An em p loyee w hose p osit ion is m ad e red un d an t d ur ing t he lif e o f t h is Agreement and is

red ep loyed in t o a su it ab le alt ernat ive p osit io n w ill have t heir salary m ain t ained w it hout

red uct ion , includ ing f u t ure Agreement increases f o r t he t en ure o f t heir em p loym en t .

Where an em p loyee is red ep loyed , t heir salar y f o r sup erannuat ion p urp oses w ill exclud e

sh if t Allowances un less ap p licab le t o t he new p osit ion w it h t he excep t ion o f an em p loyee

on aggregat ed salary ar rangem ent s w ho w ill m ain t ain t heir aggregat ed salary.

If , f o llow ing no t ice o f t heir p o sit ion b eing m ad e red und an t and p r io r t o b eing

red ep loyed , an em p loyee is successf u l in at t ain ing ano t her p osit ion t h ro ugh a

recru it m en t an d select ion p rocess t heir salary w ill b e m ain t ained w it hout red uct ion

includ ing f ut ure Agreement increases f o r t he t enure o f t heir em p loym en t .

If , f o llow ing red ep loym en t , an em p loyee is successf u l in at t ain ing ano t her p osit ion

t h rough a recru it m en t and select ion p rocess t he salary, t erm s and cond it ions o f t heir

new p o sit ion w ill ap p ly.


1.12 ANTI- DISCRIMINATION

It is t he in t en t ion o f t he Parties t o t h is Agreement t o p reven t and elim inat e d iscr im in at ion ,

as d ef ined b y t he An t i-Discr im in at ion Act 1991 as am end ed f rom t im e t o t im e, w h ich

includ es:

Discr im in at ion on t he b asis o f sex, m ar it al st at us, f am ily resp onsib ilit ies, p regnancy,

p aren t al st at us, age, r ace, im p airm en t , relig ion , p o lit ical b elief o r act ivit y, t rad e un ion

act iv it y, law f ul sexual act iv it y and associat ion w it h , o r relat ion t o , a p erson id en t if ied

on t he b asis o f any o f t he ab ove at t r ib ut es;

Sexual harassm en t ; an d

Racial and relig ious vilif icat ion .

Acco rd ingly, in f u lf illing t heir o b ligat ions und er t he gr ievance and d isp ut e set t lin g

p roced ure, t he Parties t o t h is Agreement m ust t ake reasonab le st ep s t o ensure t hat t he

p rovision s o f t h is Agreement are no t d irect ly o r ind ir ect ly d iscr im in at o ry in t heir ef f ect s.

Und er t h e An t i-Discr im inat ion Act 1991 it is un law f ul t o vict im ise an em p loyee b ecause

t he em p loyee has m ad e o r m ay m ake o r has b een invo lved in a com p lain t o f un law f ul

d iscr im in at ion o r harassm en t .

No t h ing in t h is Clause is t o b e t aken t o af f ect :

Any d if f eren t t reat m en t (o r t reat m en t h avin g d if f eren t o ut com es) w h ich is

sp ecif ically exem p t ed und er t he An t i -Discr im inat ion Act 1991.

An em p loyee, Energy Queensland o r regist ered o rgan isat ion , p ursuing m at t er s o f

d iscr im in at ion , includ ing b y ap p licat ion t o t he Hum an Righ t s an d Eq ual Op p or t un it y

Com m ission /An t i-Discr im inat ion Com m ission Queensland .


PART 2 GRIEVANCES AND DISPUTES

2.1 GRIEVANCE AND DISPUTE SETTLEMENT PROCEDURE

General

2.1.1 The m at t er s t o b e d ealt w it h in t h is p roced ure includ e all g r ievances o r d isp ut es

b et w een an em p loyee(s) and Energy Queensland in r esp ect t o t h is Agreement, t he

Nat ion al Em p loym en t St and ard s and any o t her em p loym en t m at t ers. Th is also

includ es any d isp ut es relat ing t o con t est ed p osit ion ap p o in t m en t s o r issues

relat in g t o t he com p o sit ion o f t he w orkf o rce. Th is p roced ure ap p lies t o a single

em p loyee o r t o any num b er o f em p loyees.

2.1.2 Wh ilst t he p roced ure in t h is Clause is b ein g f o llow ed , no rm al w ork w ill con t inue

excep t in t h e case o f a genuine saf et y issue d irect ly af f ect ing t he p er f o rm ance o f

t he w o rk.

2.1.3 The st at us q uo w ill b e m ain t ained w h ilst t h e p roced ure in t h is Clause is b ein g

f o llow ed . In t h is Clause, st at us q uo m eans t he circum st ances t hat p revailed

im m ed iat ely p r io r t o t he d isp ut ed issue b ein g no t if ied . The st at us q uo w ill no t b e

un reasonab ly used t o f rust rat e o r d elay a change p rocess com m enced und er t he

consult at ion p rovisions o f t h is Agreem en t .

2.1.4 Discussions at any st age o f t he p roced ure sh all no t b e un reasonab ly d elayed b y any

p ar t y, sub ject t o accep t ance t hat som e m at t er s m ay b e o f such com p lexit y o r

im p or t ance t hat it m ay t ake a reasonab le p er iod o f t im e f o r t h e ap p rop r iat e

resp onse t o b e m ad e. If genuine d iscussions are un reason ab ly d elayed o r h ind er ed ,

it w ill b e op en t o any p ar t y t o t h e d isp ut e t o g ive no t if icat ion o f a d isp ut e t o Fair

Work Aust ralia.

Internal Resolution Process

2.1.5 In t he even t o f an em p loyee h avin g a gr ievance o r d isp ut e t he em p lo yee w ill in

t he f ir st inst ance at t em p t t o reso lve t he m at t er w it h t he im m ed iat e sup erviso r ,

w ho w ill r esp on d t o such req uest as soon as reason ab ly p ract icab le und er t he

circum st ances. Where t he d isp ut e concerns alleged act ions o f t he im m ed iat e

sup erviso r t he em p loyee/s m ay b yp ass t h is level in t he p roced ure.

2.1.6 If t he gr ievance o r d isp ut e is no t reso lved und er Clause 2.1.5 t he em p loyee o r , if

t he em p loyee so cho oses, t he em p loyee’s nominated employee representative m ay

ref er t he m at t er t o t he next h igher level o f m anagem ent f o r d iscussion . Such

d iscussion should , if p ossib le, t ake p lace w it h in t w en t y (24) hours af t er t he req uest

b y t he em p loyee o r t h e em p loyee’s nominated employee representative.

2.1.7 If t he gr ievance invo lves allegat ion s o f un law f ul d iscr im in at ion b y a sup erviso r t he

em p loyee m ay com m ence t he gr ievance reso lut ion p rocess b y rep o r t in g t he

allegat ions t o t he next level o f m an agem ent b eyond t hat o f t he sup erviso r

concerned . If t here is no level o f m anagem ent b eyond t h at invo lved in t he

allegat ion t h e em p loyee m ay p roceed d irect ly t o t he p rocess out lined at Clause

2.1.9.

2.1.8 If t he gr ievance o r d isp ut e is st ill un reso lved af t er d iscussions m en t io ned in Clause

2.1.5 and 2.1.6, t he m at t er w ill b e rep o r t ed t o t he relevan t Energy Queensland sen io r

m anagem ent . Th is should occur as soon as it is evid en t t hat d iscussion s und er

Clause 2.1.5 and 2.1.6 w ill no t likely result in r eso lut ion o f t he d isp ut e


Referral to Fair Work Commission

2.1.9 If t he gr ievance o r d isp ut e rem ains un reso lved af t er t he p ar t ies t o t he d isp ut e

have genu inely at t em p t ed t o reach a reso lu t io n in acco rd ance w it h Clauses 2.1.5 t o

2.1.8, eit her p ar t y t o t he d isp ut e m ay ref er t he gr ievance o r d isp ut e t o Fair Work

Com m ission (FWC) und er t h e Act f o r reso lut ion .

2.1.10 In cond uct ing t h e d isp ut e reso lut ion p rocess Fair Wo rk Com m ission is em p ow ered

t o t ake such act ion as is ap p rop r iat e t o assist t he p ar t ies t o reso lve t he m at t er .

2.1.11 Fair Work Com m ission m ust , as f ar as is p ract icab le, act :

a. Wit hout d elay;

b . In a w ay t h at avo id s unnecessary t echn icalit ies and legal f o rm s; and

c. In acco rd ance w it h t h is Agreement.

2.1.12 Each p ar t y t o t h is d isp ut e reso lu t ion p rocess com m it s t o req uire/and o r d ir ect t he

at t end ance o f any p erson o r p ersons in t heir r esp ect ive em p loy at an y p roceed ing

t hat Fair Work Com m ission m ay convene if Fair Wor k Com m ission consid ers t hat

p erson o r p ersons w o uld b e o f assist ance in t he d et erm inat ion o f t he ind ust r ial

d isp ut e. Failu re t o hon our such com m it m en t m ay b e t aken in t o accoun t b y Fair

Work Com m ission in arb it r at ing t he d isp ut e.

2.1.13 Each p ar t y t o t h is d isp ut e reso lut ion p rocess com m it s t o p rod uce t o Fair Work

Com m ission any d ocum en t s, b ooks, reco rd s o r o t her it em s no t sub ject t o legal

p ro f ession al p r ivilege as Fair Work Com m ission m ay req u ire, t o assist it t o

conciliat e and /o r arb it r at e an ind ust r ial d isp ut e. Failu re t o honour such

com m it m en t m ay b e t aken in t o accoun t b y Fair Work Com m ission in arb it r at ing

t he d isp ut e.

2.1.14 Th e p ar t ies t o t h is d isp ut e reso lut ion p rocess m ay b e rep resen t ed b y an agen t

ap p o in t ed in w r it ing.

2.1.15 Dur ing t he p rocess o f conciliat ion Fair Work Com m ission m ay on ly p erm it a p ar t y

t o t he d isp ut e o r p erso n t o b e rep resen t ed b y a law yer , if and on ly if , all p ar t ies t o

t he gr ievance o r d isp ut e consen t . How ever , d ur ing arb it rat ion and /o r t he ap p eal

p rocess eit her p ar t y m ay seek leave f rom Fair Work Com m ission t o b e legally

rep resen t ed . In consid er ing t he gran t ing o f such leave Fair Work Co m m ission m ust

b e sat isf ied o f t he b enef it s o f having legal r ep resen t at ion , h aving regard t o t he

m at t er t he p roceed ings relat e t o , t hat t here are sp ecial cir cum st ances t hat m ake it

d esir ab le f o r t he p ar t y t o t he d isp ut e t o b e legally rep resen t ed an d t hat t he p ar t y

t o t he d isp ut e can on ly b e ad eq uat ely r ep resen t ed b y a law yer .

2.1.16 Where t he p ar t ies t o a d isp ut e are unab le t o reach agreem en t , Fair Wo rk

Com m ission m ay m ake recom m end at ion /s ab o ut t he issue/s in d isp ut e.

2.1.17 Wit h in t h ree (3) w orking d ays o f Fair Work Com m ission m akin g such

recom m end at ion /s, t he p ar t ies t o t he d isp ut e are t o in f o rm Fair Work Com m ission

w het her o r no t t hey in t end t o com p ly w it h t he recom m end at ion /s.

2.1.18 Where eit her p ar t y t o t he d isp ut e h as eit her f ailed t o in f o rm Fair Wo rk Com m ission

t hat t hey in t end t o co m p ly w it h t he recom m end at ion /s w it h in t h ree w orking d ays

o r has ad vised Fair Wo rk Com m ission t hat t h ey d o no t in t en d t o co m p ly w it h t he

recom m end at ion /s Fair Work Com m ission w ill at t he req uest o f eit her p ar t y t o t he

d isp ut e list t he m at t er f o r arb it rat ion . Arbitration by Fair Work Commission

2.1.19 In t he even t t h e m at t er is no t reso lved t h ro ugh conciliat io n and p roceed s t o

arb it r at ion eit her p ar t y t o t he d isp ut e m ay req uest ano t her m em b er o f Fair Wo rk

Com m ission t o arb it r at e and h and d ow n a b ind ing d ecision . In arb it r at ing t h e


m at t er Fair Work Com m ission w ill g ive t h e p ar t ies an op p o r t un it y t o b e heard

f o rm ally on t he m at t er (s) in d isp ut e.

2.1.20 In m akin g it s d ecision Fair Work Com m ission :

a. w ill h ave regard t o t he m at er ials, includ ing w it ness evid ence, and sub m issions

p ut b ef o re it at t he h ear ing an d w ill d isregard any ad m issions, concession s,

o f f ers o r claim s m ad e in conciliat ion o r m ed iat ion ;

b . w ill b e governed in it s d ecisions b y eq uit y, go od conscience and t he sub st an t ial

m er it s o f t h e case;

c. w ill no t b e b ound b y t echn icalit ies, legal f o rm s o r ru les o f evid ence; and

d . m ay in f o rm it self on any m at t er it con sid ers ap p rop r iat e t o r eso lve t he

gr ievance o r d isp ut e.

2.1.21 Af t er t he hear in g, Fair Work Com m ission w ill p rovid e t he d ecision in w r it ing t o t he

p ar t ies t o t he d isp ut e as q uickly as p ract icab le.

Appeal following Arbitration

2.1.22 Where eit her p ar t y t o t he d isp ut e is d issat isf ied w it h a d ecision o f Fair Work

Com m ission t hey m ay ap p eal t he d ecision on a q uest ion o f law t o t he Full Bench o f

Fair Wo rk Com m ission .

2.1.23 The ap p eal w ill b e sub ject t o any ap p licab le p roced ures o f Fair Work Com m ission .

2.1.24 An ap p eal again st a d ecision m ust b e com m enced w it h in t w en t y one (21) d ays

af t er :

a. If t he d ecision is g iven at a hear ing - t he announcem ent o f t he d ecision at t he

hear ing ; o r

b . If t he d ecision is g iven t h rough t he regist rar - t he release o f t he d ecision .

Fair Work Com m ission is no t t o p erm it any ext ensions t o t he t w en t y one (21) d ay t im e

lim it .

2.1.25 An ap p eal is b y w ay o f rehear ing on t he reco rd . How ever , Fair Wo rk Com m ission

m ay hear evid ence af resh , o r hear ad d it ional evid ence, if it consid ers it

ap p rop r iat e t o ef f ect ively d isp ose o f t he ap p eal.

2.1.26 The Full Bench m ay:

a. Dism iss t he ap p eal; o r

b . Allow t he ap p eal, set asid e t he d ecision and sub st it u t e ano t her d ecision ; o r

c. Allow t he ap p eal and am end t he d ecision ; o r

d . Allow t he ap p eal, susp end t he o p erat ion o f t he d ecision an d rem it t he

gr ievance o r d isp ut e, w it h o r w it hout d irect io ns, t o Fair Work Com m ission ,

(i) Fo r r ep o r t t o t h e Full Bench ; o r

(i i) To act acco rd ing t o law .

Costs

2.1.27 Each p ar t y t o t he d isp ut e w ill, at each st age o f t he p roced ure o ut li ned in t h is

Clause, b ear it s ow n co st s.


PART 3 TERMS AND CONDITIONS OF EMPLOYMENT

3.1 TYPES OF EMPLOYMENT

Em p loyees covered b y t h is Agreement w ill b e ad vised in w r it ing o f t heir em p loym en t

cat egory up on ap p o in t m en t . Und er t h e t erm s o f t h is Agreement, Energy Queensland m ay

o f f er t he f o llow ing t yp es o f em p loym en t :

Full t im e;

Par t t im e;

Casual.

Fo r f u ll t im e o r p ar t t im e em p loyees, t he f o llow ing em p loym en t ar rangem en t s exist :

Perm anen t ;

Fixed Term; and

Specified Task.

The ab ove em p loym en t ar rangem ent s should b e con sid ered p r io r t o t he en gagem ent o f

lab our h ire r esources. Consultation w ill occur w it h t he relevan t Parties w here lab our h ire

resources are t o b e u t ilised f o r p er iod s in excess o f t h ree (3) m on t hs.

3.2 FULL TIME EMPLOYMENT

Em p loyees engaged o n a Fu ll Tim e b asis w ill b e em p loyed t o w ork 36.25 o rd inary hours

p er w eek (w h ich w ill b e w orked over 72.5 hours p er f o r t n igh t ) o r in acco rd ance w it h

Alt ernat ive Em p loym en t Ar rangem ent s o r Sh if t Work Ar rangem en t s as d ef in ed un d er t h is

Agreement.

3.3 PART TIME EMPLOYMENT

Energy Queensland req u ires a p ar t t im e em p loyee t o w ork f o r a m in im um o f t h ree (3)

consecut ive hours on any d ay w h ich w ork is t o b e p er f o rm ed and 15 hours m in im um p er

w eek, up t o a m axim um o f 32.2 hours p er w eek.

A p ar t t im e em p loyee is an em p lo yee w ho has reason ab ly p red ict ab le hours o f w ork; and

receives on a p ro rat a b asis, eq uivalen t p ay an d cond it ions t o t hose o f f u ll t im e

em p loyees covered b y t h is Agreement.

At t h e t im e o f ap p o in t m en t , Energy Queensland and t he em p loyee w ill agree in w r it ing on

t he p at t ern o f w ork req u ired , includ ing sp ecif ying t he num b er o f o rd inary hours p er

w eek, t he d ays on w h ich t he w ork is t o b e p er f o rm ed and t he usual d aily st ar t ing an d

f in ish ing t im es. These o r ig inal ar rangem ent s m ay b e lat er var ied b y Mutual Agreement

b et w een t he em p loyee an d Energy Queensland.

Any var iat ion t o t he w ork p at t ern w ill b e in acco rd ance w it h m et hod s o f alt er ing t he

o rd in ary hours o f w ork f o r f u ll t im e em p loyees.

The agreed num b er o f o rd in ary hours p er w eek w ill no t b e var ied w it hout t he consen t o f

t he em p loyee. Any such agreed var iat ion t o t he num b er o f w eekly hours o f w ork w ill b e

reco rd ed in w r it ing .


All t im e w orked out sid e t he sp read o f o rd inary w orkin g hours an d all t im e w o rked in

excess o f t he hours as m ut ually ar ranged w ill b e o ver t im e and p aid f o r at t he rat es in t h is

Agreement.

Where a p ub lic ho lid ay f alls up on on a d ay w h ich an em p loyee no rm ally w o rks, t he

em p loyee w ill b e p aid t he ap p ro p r iat e r at e f o r t he num b er o f hours no rm ally w orked on

t hat d ay.

Where an em p loyee and Energy Queensland agree in w r it ing, p ar t t im e em p loym en t m ay

b e conver t ed t o f u ll t im e, and vice-versa. If such an em p loyee t r ansf ers f rom f u ll t im e t o

p ar t t im e (o r v ice-versa), all accrued leave en t it lem en t b alances w ill b e m ain t ained .

Fo llow ing t ran sf er t o p ar t t im e em p loym en t accrual o f leave w ill occur on a p ro rat a

b asis.

3.4 CASUAL EMPLOYMENT

A casual em p loyee w ill m ean an em p loyee w h o is engaged b y t he ho ur on an as req u ired

b asis.

The f o llow ing cond it io ns w ill b e ap p licab le t o casual em p loyees:

The o rd in ary hours w ill no t exceed 8 hours 3.3 m inut es p er d ay b et w een t he hours o f

6.00 a.m . and 6.30 p .m . Mond ay t o Fr id ay ;

A casual em p loyee w ill b e p aid at t he rat e o f 25 p ercen t (25%) p er ho ur in ad d it ion t o

t he o rd inary hour ly r at es w it h a m in im um p aym en t o f t w o (2) hours f o r each

engagem ent ; and

All t im e w orked in excess o f 8 hours 3.3 m in ut es p er d ay o r out sid e t he sp read o f

hours w ill b e p aid at t h e ap p rop r iat e over t im e rat e.

3.4.1 Conversion from Casual Employee to a Permanent Employee

Casual em p loyees, w h o have w orked on a regular and syst em at ic b asis f o r a p er iod

exceed ing 6 m ont h ’s con t inuous service, w ill have t he op t ion t o ap p ly f o r conversion t o a

p erm anen t p ar t t im e o r p erm anen t f u ll t im e. If Energy Queensland agrees (an d such

Agreement w ill no t b e un reasonab ly w it h held ), t he m in im um hours o f w ork on

ap p o in t m en t w ill b e calculat ed on t he average o f t he hours w o rked each w eek over t he

p reced in g six (6m on t h p er iod .

Pr io r t o t he com p let ion o f six (6) m on t hs con t inuous service, Energy Queensland w ill

p rovid e no t ice t o a casual em p loyee regard ing t he ab ove op t ion .

3.5 FIXED TERM AND SPECIFIED TASK

Energy Queensland m ay ap p o in t Fixed Term o r Specified Task em p loyees in circum st ances

w here t he ap p o in t m en t is f o r a nom inal p er iod up t o t w en t y f our (24) calend ar m on t h s.

Fo llow ing consultation w it h t he relevan t Nominated Employee Representatives t h is p er iod m ay

b e ext en d ed t o a longer p er iod , t o cover t he f o llow ing sit uat ions:

Where em p loyees are t em p orar ily ab sen t f rom w ork as a result o f b ein g on an

ap p roved f o rm o f leave, t em p o rary t r ansf er o r secon d m ent , o r w here t he p erm anen t

incum b en t is b ack-f illin g in ano t her ro le;

Where t here is a sho r t t erm req uirem en t t o p er f o rm t h e d ut ies o f a vacan t p o sit ion as

a result o f a r est ruct ure and un t il su ch t im e t hat t he p o sit ion is f illed on a p erm an en t

b asis, b eing a p er iod o f no m ore t h an t w elve (12) m on t hs;


Where sp ecialist skills are so ugh t t hat are b eyond t he cap ab ilit y o f exist ing em p loyees,

and t hat once t he w ork is com p let ed t here w ill no t b e an o n -go ing n eed f o r t he w ork

t o b e p er f o rm ed ;

Where t here exist s unexp ect ed p eak p er iod s o f w ork; o r

Where a p ro ject , p rogram o r p er iod ic t ask h as b een id en t if ied an d t here is no t likely

t o b e an on -go ing need f o r t he w ork t o b e p er f o rm ed once t h e t ask is com p let e.

Where an exist in g, p erm anen t em p loyee is second ed t o p er f o rm a sp ecif ic t ask o r t asks

o r f o r a Fixed Term p er iod , t he em p loyee w ill on com p let ion b e red ep loyed t o a su it ab le

alt ernat ive p osit ion com m ensurat e w it h t heir skills and com p et ency o r , if availab le, t heir

p revious p o sit ion .

Where, at t he t im e o f ap p o in t m en t any Specified Task is reason ab ly likely t o ext end

b eyond t w en t y f our (24) calen d ar m on t hs, t h e Parties agree t hat such p osit ions w ill b e

f illed b y a p erson em p loyed as a p erm anen t em p loyee.

3.5.1 Completion of Term Payment

On com p let ion o f a Fixed Term o r Specified Task engagem ent (m in im um o f t w elve m on t hs)

w here t he em p loym en t t erm in at es, an ex-grat ia “Completion of Term Payment” (CTP) w ill b e

p ayab le as f o llow s t o t h e em p loyee:

Th ree (3) w eeks p er year o f service, t o get h er w it h a p ro p or t ionat e am oun t f o r an

incom p let e year o f service;

Pro -rat a Annual Leave is p aid t o t he d at e o f t erm in at ion less any An nual Leave t aken ;

and

Long Service Leave (LSL) at t he rat e o f 1.3 w eeks p er com p let ed year o f service and

p ro -rat a w ill b e p aid f o r an incom p let e year o f service up t o t he d at e o f t erm inat ion

less any LSL t aken .

The Com p let ion o f Term Paym en t d o es no t ap p ly t o an ap p ren t ice o r a t r ainee und er an

ap p ren t icesh ip o r t r ain eesh ip .

3.6 POSITION DESCRIPTIONS

All o f f er s o f em p loym en t w ill includ e an up t o d at e p osit ion p ro f ile.

Energy Queensland p rovid e a com m it m en t t o having cur ren t p osit io n d escr ip t ion s f o r all

job s w it h in Energy Queensland’ op erat ions. Ad ver t ised p o sit ions w ill b e accom p an ied b y

p osit ion d escr ip t ions in all cir cum st ances.

Posit ion d escr ip t ions should b e regular ly r eview ed t o d et erm in e if t he d ut ies, key

accoun t ab ilit ies, o r rep o r t ing resp onsib ilit ies have chan ged . The p osit ion p ro f ile should

b e up d at ed t o ref lect any changes.

The review o f ind iv id ual p o sit ion d escr ip t io ns should occur at least annually an d b e

d iscussed as p ar t o f t he annual p er f o rm ance review p rocess. The review p rocess w ill b e

in consult at ion w it h t he em p loyee on any p rop osed chan ges and am end m en t s t o b e

m ad e t o t he p osit ion d escr ip t ion and p rovid ed t o t he em p loyee and p laced on t heir

p ersonnel f ile.

If t he accoun t ab ilit ies, resp onsib ilit ies o r skill r eq u irem en t s o f t he p osit ion change

suf f icien t ly t o w ar ran t a p ossib le reclassif icat ion , t he p o sit ion d escr ip t ion w ill need t o b e

re-evaluat ed and d et erm ined w it h in an agreed t im ef ram e t o assess w het her t he cur ren t

classif icat ion level and t heref o re salary, is st ill ap p rop r iat e f o r t he p o sit ion .


If t he p osit ion is re-evaluat ed at a low er o r h igher classi f icat ion , t he out com es and

reasons w ill b e com m un icat ed in a t im ely m anner in w r it ing t o t he em p loyee o r

em p loyees af f ect ed .

3.7 TRAINEES, APPRENTICES AND GRADUATES

3.7.1 Trainees and Apprentices

Energy Queensland w ill con t inue t o m ain t ain a com m it m en t t o t he engagem ent o f t rainees

and ap p ren t ices, includ ing ind igenous and f em ale ap p ren t ices and t rainees.

Energy Queensland w ill con t inue t o m ain t ain a com m it m en t t o t he d irect ind en t ure o f

t echn ical ap p ren t ices.

Energy Queen sland w ill also consid er ret ain in g t r ainees and ap p ren t ices on com p let ion o f

t heir t r aineesh ip o r ap p ren t icesh ip . Any ret en t ion w ill b e sub ject t o t he op erat ional

req u irem en t s o f Energy Queensland.

The sp ecif ic r at es o f p ay ap p licab le f o r all t r ainees and ap p ren t ices are con t ain ed in t he

Sched ule 1 o f t h is Agreement.

3.7.2 Apprentice Numbers

Energy Queensland w ill m ain t ain an average o f 460 t echn ical st ream ap p ren t ice num b ers

d ur ing t he lif e o f t h is Agreem en t .

Graduating Apprentices

Energy Queensland is com m it t ed t o t he ret en t ion o f grad uat in g ap p ren t ices up on

successf u l com p let ion o f t heir ap p ren t icesh ip , in acco rd ance w it h t h e f o llow ing:

The ap p o in t m en t o f ap p ren t ices t o p erm anen t p osit ions w ill b e sub ject t o op erat ional

req u irem en t s;

In t he f ir st in st ance out st an d ing vacancies sho uld b e exp lo red o r any o t her

p erm anen t p osit ion (sub ject t o d em onst rat ed b usiness need s); and

In t he ab sence o f a p erm an en t p osit ion b eing availab le a six (6) m on t hs f ixed t erm

p osit ion w ill b e o f f ered (sub ject t o p er f o rm an ce).

Ad d it ionally, Energy Queensland w ill f acilit at e relevan t t r ain ing t o ob t ain a Heavy Rig id

(HR) licence.

3.7.3 Existing Employee

When an existing employee becomes an apprentice or a trainee with Energy Queensland they will be

entitled to maintain the salary point they received immediately prior to becoming an apprentice or trainee

or the rate prescribed for the relevant level of apprenticeship or traineeship, whichever is the greater.

3.7.4 Adult Apprentices and Adult Trainees

When an apprentice or trainee turns 21 years of age during the course of their apprenticeship or

traineeship with Energy Queensland they will be paid Salary Point 0.0 in accordance with Schedule 1 of

this Agreement, or the rate prescribed for the relevant level of apprenticeship or traineeship, whichever is

the greater.

3.7.5 Apprentices Working Outside of Energy Queensland

Energy Queensland w ill ensure t hat it s ap p ren t ices are on ly p laced w it h com p an ies t h at can

p rovid e a t r ain ing out com e t o ach ieve t he req uired level o f co m p et ence. Fo r t he


d urat ion o f t heir p lacem en t out sid e Energy Queensland, t he ap p ren t ice w ill con t in ue t o

receive t heir no rm al co nd it ions o f em p loym en t in acco rd ance w it h t h is Agreement.

3.7.6 Graduates

Energy Queensland w ill con t inue t o m ain t ain a com m it m en t t o t he engagem ent and

d evelop m en t o f new and exist ing grad uat es. Energy Queensland agrees t hat grad uat es w ill

b e exp osed t o a range o f d evelop m en t op p or t un it ies d esigned t o g ive a b road

und erst and ing o f t heir d iscip line an d o p p or t un it ies t o increase t heir skills.

3.7.7 Engineering Graduates

Energy Queensland agrees t h at Eng ineer ing Grad uat es w ill b e p rovid ed w it h a st r uct ured

d evelop m en t p lan , w h ich is d esigned t o g ive a b ro ad un d erst and ing o f t heir d iscip lin e

and op p or t un it ies t o in crease t heir skills and ensure Grad uat es have t he op p o r t u n it y t o

at t ain Char t er o f Pract icing Engineer ing and Regist ered Pro f essional Engineer Queensland

(RPEQ) as ap p licab le. Energy Queensland com m it s t o m ain t ain an average o f f ive grad uat es

d ur ing t he lif e o f t h is Agreem en t .

As a m in im um grad uat es on successf u l com p let ion o f t he Grad uat e p ro gram w ill b e

ap p o in t ed t o Salary Po in t 12.5 Pro f essional & Manager ial Grad e 1 (PM1).

In ad d it ion t he grad uat e on f ur t her p lacem en t and ap p o in t m en t in t o a p erm anen t

p osit ion w ill b e classif ied at Pro f essional Man ager ial Grad e 2 (PM2) and p rovid ed w it h an

op p or t un it y t o p rogress t o Salary Po in t 14.3 via an Ap p roved Train ing Plan (ATP) in a

reasonab le an d accep t ab le t im ef ram e agreed b et w een t he em p loyee and t heir

m anager /sup erviso r .

3.8 ENGINEERING PROGRESSION ARRANGEMENTS

Engineer ing em p loyees (o t her t han grad uat es) cur ren t ly in t he Pro f ession al & Manager ial

st r eam w ill b e p rovid ed t he o p p or t un it y via a d evelop m en t p lan t o p rogress t o Salary

Po in t 14.3 in a r easonab le an d accep t ab le t im ef ram e agreed b et w een t he em p loyee an d

t heir m an ager /sup erviso r . As p ar t o f t hese p rogression ar rangem ent s w hen Eng ineer ing

em p loyees ob t ain t heir RPEQ st at us t hey w ill receive one (1) salary p o in t p ro gression (up

t o a m axim um o f salary p o in t 14.3), ef f ect ive f r om d at e o f ob t ainm en t .

Any f ur t her p rogressio n ab ove Pro f ession al & Man ager ial Grad e 2 (PM2) w ill b e sub ject t o

availab ilit y o f p osit ions in Energy Queensland and ad ver t isem en t and op en select io n

p roced ures.

As p ar t o f p rogressio n ar rangem ent s w it h in Pro f essional & Manager ial Grad e 3 (PM3),

w hen Eng ineer ing em p loyees ob t ain t heir RPEQ st at us t hey w ill r eceive one (1) salary

p o in t p rogression (up t o a m axim um o f salary p o in t 15.5), ef f ect ive f rom d at e o f

ob t ainm en t .

Progression w it h in Pro f ession al & Man ager ial Grad e 4 (PM4) w ill b e p ro vid ed via a

d evelop m en t p lan . Th e rat e o f p rogression w ill d ep en d up on t he ind ivid ual acq uir in g an d

ap p lying ad d it ional skills/com p et encies.

3.9 TERMINATION OF EMPLOYMENT 3.9.1 Statement of Employment

Energy Queensland w ill, in t he even t o f t erm inat ion o f em p loym en t , p rovid e up on req uest

t o an em p loyee w ho h as b een t erm in at ed a w r it t en st at em en t sp ecif ying t he p er iod o f

em p loym en t and t he classif icat ion o r t yp e o f w ork p er f o rm ed b y t h e em p loyee.8


3.9.2 Notice of Termination by Energy Queensland

Energy Queensland w ill g ive t he f o llow ing p er io d o f con t inuous no t ice in t erm in at ing t he

em p loym en t o f an em p loyee:

Period of Continuous Service Period of Continuous Notice

Not m o re t han 1 year 1 w eek

More t han 1 year , b ut no t m ore t h an 3 years 2 w eeks

More t h an 3 years, b ut no t m ore t h an 5 years 3 w eeks

More t h an 5 years 4 w eeks

The em p loyee canno t b e d irect ed b y Energy Queensland t o ut ilise t heir annual leave in lieu

o f serving t he no t ice p er io d .

In ad d it ion t o t he ab ove no t ice, em p loyees over 45 years o f age at t he t im e o f g iv ing o f

no t ice and w it h no t less t han t w o (2) years’ con t inuous service w ill b e en t it led t o an

ad d it ional w eek’s no t ice.

Paym en t in lieu o f no t ice w ill b e m ad e if t he ap p ro p r iat e no t ice is no t g iven . Em p loym en t

m ay b e t erm inat ed b y p ar t o f t he p er iod o f no t ice sp ecif ied and p ar t p aym en t in lieu.

Com p en sat ion m ust at least eq ual t he t o t al o f t he am oun t Energy Queensland w ould h ave

b een liab le t o p ay t he em p loyee if t he em p lo yees em p loym en t had con t inued un t il t he

end o f t he req uired no t ice p er iod .

The t o t al m ust b e calcu lat ed on t he b asis o f :

The o rd inary t im e rat e o f p ay f o r t he em p loyee;

The am oun t s p ayab le t o t he em p loyee f o r t he hours, includ ing (f o r exam p le)

Allowances, lo ad ings and p en alt ies; an d

Any o t her am oun t s p ayab le un d er t he em p loyee’s con t ract o f em p lo ym en t .

The p er io d o f no t ice w ill no t ap p ly in t he case o f d ism issal f o r m iscond uct o r o t her

ground s t hat just if y in st an t d ism issal, o r in t he case o f casual em p loyees o r em p loyees

o t her t han p erm anen t engaged f o r a Fixed term o r Specified Task. 3.9.3 Notice of Termination by Employee

An em p loyee w ill g ive Energy Queensland o ne (1) w eeks’ no t ice o f t erm inat ion o f

em p loym en t . If an em p loyee f ails t o g ive no t ice Energy Queensland w ill h ave t he r igh t t o

w it hho ld one w eek's w ages d ue t o t he em p loyee.

3.9.4 Time Off During Notice period

Dur ing t he p er io d o f no t ice o f t erm inat ion g iven b y Energy Queensland, t he em p loyee w ill

b e allow ed up t o one (1) d ays’ t im e o f f w it ho ut loss o f p ay f o r each w eek o f no t ice (up t o

a m axim um o f f our (4) d ays) f o r t he p urp ose o f seeking o t her em p loym en t . Th is t im e o f f

w ill b e t aken at t im es t hat are conven ien t t o t he em p loyee af t er consultation w it h Energy Queensland


PART 4 WAGES

4.1 WAGES PAYMENTS

Th is Agreement p rovid es f o r t he f o llow ing guaran t eed com p ound ing salary increases:

From 1 March 2018 a 3.0% w age ad just m en t ;

From 1 March 2019 a 3.0% w age ad just m en t ; and

From 1 March 2020 a 3.0% w age ad just m en t .

The Parties have agreed t o a review over t he lif e o f t h is Agreement b ased on t he m ovem ent

in CPI over t he f u ll t erm o f t h is Agreement, and ad just base rate w here CPI h as m oved b y a

h igher t o t al p ercen t age am o un t t han t he base rate increases p rovid ed b y t h is Agreement

(9.28%).

As p ar t o f t he secon d year p aym en t , SPARQ Solutions r at es w ill b e aligned t o t he rat es o f

p ay in acco rd ance w it h sched ule 1

Such ad just m en t w ill t ake t he f o rm o f an increase b y t he p ercen t age necessary t o ensure

t hat base rates have m oved b y at least t he sam e am oun t as CPI over t he t erm o f t h is

Agreement, and w ill b e p ayab le p rosp ect ively f rom t he last p ay p er io d w it h in t he nom inal

t erm o f t h is Agreement.

CPI m ean s Consum er Pr ice Ind ex, Aust ralia (Aust ralian Bureau o f St at ist ics Cat . No . 6401.0)

f o r Cap it al Cit y Br isb an e, p ercen t age chan ge in t he ind ex f rom t he last q uar t er rep o r t ed

p r io r t o cer t if icat ion t o t he eq uivalen t q uar t er t h ree (3) years lat er .

4.2 PAYMENT OF SALARY

Em p loyees’ salar ies w ill b e p aid t o t he em p loyees’ nom in at ed accoun t (s), up t o a

m axim um o f f our (4) accoun t s w it h any b ank, cred it un ion , p erm anen t b u ild ing societ y o r

o t her f inancial in st it u t ion each f o r t n igh t . Energy Queensland w ill m eet t he cost s incur red in

t he p aym en t o f salary in t o an em p loyees’ no m inat ed accoun t (s), exclud in g any p ersonal

accoun t f ees and t h e like. Fo r t he p urp ose o f calculat ing t he am oun t p ayab le f o r t n igh t ly,

t he annual salary w ill b e d iv id ed b y 26.

All p ays, excep t ear ly t erm in at ion cases, w ill b e t r ansf er red in t o t he nom inat ed acco un t s

no lat er t h an one (1) h our b ef o re close o f b usiness on t he Thursd ay f o llow ing t he close o f

t he p ay p er iod .

Where an act ion b y Energy Queensland h as d irect ly result ed in em p loyees no t h aving t heir

f u ll b ase p ay d ep osit ed in t heir nom inat ed f inancial accoun t (s) b y clo se o f b usiness on t he

recogn ised p ay d ay Energy Queensland w ill p ro cess t h is p aym en t w it h in t w o (2) w orkin g

d ays f rom t h e er ro r b eing id en t if ied .

Fur t her , Energy Queensland w ill reim b urse t h e af f ect ed em p loyees any sub st an t iat ed

ad d it ional d irect ch arges incur red b y t he d elay. As an exam p le, an ad d it ion al p enalt y

im p osed b y a f in ancial inst it u t ion d ue t o a ho m e loan p aym en t no t b eing d ed uct ed f rom

t he em p loyee’s accoun t , d ue t o insuf f icien t f und s caused b y Energy Queensland d elay, w ill

at t r act reim b ursem en t .

Where over t im e an d /o r p enalt ies are no t p aid in t he ap p licab le p ay cycle, p aym en t s

ow ing w ill b e m ad e in t he f o llow ing f o r t n igh t ly p ay cycle.


If t he oversigh t is t he result o f an em p loyer om ission o r er ro r (f o r exam p le, a syst em

er ro r o r o t her er ro r o ut sid e t he af f ect ed em p loyee’s con t ro l) and t he am oun t o w ing is

causing f inancial concern t o t he em p loyee, Energy Queensland w ill ar range an o f f cycle

p aym en t (t h e w eek b et w een f o r t n igh t ly p ay runs) on t h e req uest o f t he em p loyee.

Energy Queensland r eco gn ises t h at p ersonal cir cum st ance, such as d em onst rat ed f in ancial

concern , m ay w ar ran t consid erat ion o f an o f f -cycle p aym en t t o b e m ad e in o t her

circum st ances.

4.3 RECOVERY OF OVERPAYMENTS

Where an em p loyee receives an overp aym en t , a r easonab le rep aym en t sched ule w ill b e

im p lem en t ed f o llow in g consultation an d agreem en t b et w een Energy Queensland and t he

em p loyee f o r t he p urp ose o f recover in g any overp aym en t o f en t it lem en t s f o r a p er iod

o f up t o t w o (2) years f rom t he d at e t he overp aym en t is id en t if ied , less any sub st an t iat ed

cost s incur red b y t he em p loyee as t he so le r esu lt o f t he overp aym en t . Such agreem en t

w ill no t b e un reason ab ly w it hheld b y eit her p ar t y.

No t w it hst an d ing t he ab ove, Energy Queensland reserves t he r igh t t o r eclaim am oun t s p aid

in er ro r f o r a p er iod o f great er t h an t w o (2) years in inst ances w here t he em p loyee w as

resp onsib le f o r t he overp aym en t occur r ing o r could have reasonab ly b een exp ect ed t o

know t here w as an overp aym en t occur r ing an d f ailed t o no t if y Energy Queensland.


PART 5 ALLOWANCES

5.1 ALLOWANCES

The f o llow ing Allowances ap p ly (as ap p licab le) t o em p loyees covered b y t h is Agreement:

Availab ilit y Dut y Allowance (ADA)

First Aid Allowance;

Over t im e Meal Allowance;

Localit y Allowance;

Too l Allowance;

Em p loyee in Ch arge (EIC Daily) (w here an em p loyee is ap p o in t ed on a d aily b asis); an d

Working Aw ay f rom Ho m e Allowances:

Meals (Breakf ast , Lunch , Dinner );

Incid en t al Allowance; and

Sup p lem en t ary Allowance.

5.2 ALL PURPOSE ALLOWANCES

The f o llow ing All purpose Allowances ap p ly (as ap p licab le) t o em p loyees covered b y t h is

Agreement:

Annualised Allowance (AGA);

Sub st at ion and Test Allowance;

Pow er St at ion Allowance; and

Em p loyee in Ch arge Allowance (EIC Annual).

5.3 WORKING AWAY FROM HOME

Em p loyees w ho are req u ired t o w ork aw ay f rom t heir no rm al p lace o f w ork, w h ich

req u ires an overn igh t ab sence, w ill d o so in acco rd ance w it h t he t erm s and cond it ions o f

t h is clause.

Energy Queensland is co m m it t ed t o w ork lif e b alance and w h ere p ract icab le em p loyees w ill

no t b e req u ired t o w ork aw ay f rom hom e and w ill com m ut e w here reasonab le.

5.3.1 Period Away From Home

Energy Queensland w ill n o t no rm ally req uire em p loyees t o w ork aw ay f rom hom e f o r m ore

t han t w o (2) consecut ive w eeks w it hout r et urn ing hom e. Energy Queensland w ill m eet t he

cost s o f t im e and t ravel t o hom e and ret urn every t w o (2) w eeks. No t w it hst an d ing t h at

t he em p loyees and p ro ject sup erviso r m ay m ut ually agree sho r t er o r longer p er iod s.

Energy Queensland em p loyees w hen w orking aw ay f rom hom e f o r con t inuous p er iod s

exceed ing one (1) w eek, m ay ret urn t o t heir h om e b ase on w eeken d s p r io r t o com p l et ion

o f t he Sch ed uled w o rk. Any such ar rangem ent s w ill b e b y Mutual Agreement b et w een t he

em p loyee and relevan t sup erviso r and any t r avel w ill b e in t he em p loyee’s ow n t im e.


5.3.2 Provision of Accommodation and Meals

Energy Queensland w ill p rovid e m eals an d accom m od at ion (f u ll b oard ) t o t he id en t if ied

st and ard w hen em p loyees are req uired t o w ork aw ay f rom t heir n o rm al p lace o f w o rk.

Where Energy Queensland p rovid es m eals, t hey shall b e o f a su it ab le cho ice, q ualit y and

q uan t it y t o m eet t he varying t ast es an d nut r it ional need s o f em p loyees.

Em p loyees can elect t o receive a m eal allowance in lieu o f m eals ar ran ged and p rovid ed b y

Energy Queensland. No t w it h st and in g t h is, w here t here is insuf f icien t availab ilit y o f su it ab le

m eals in t he im m ed iat e area f o r em p loyees t o access, Energy Queensland w ill p rovid e

m eals. In t h ese circum st ances em p loyees w ill no t b e ab le t o claim t h e m eal allowance.

Where allowances are p rovid ed t o em p loyees, t he f o llow ing ar rangem ent s w ill ap p ly:

Energy Queensland w ill p rovid e accom m o d at ion , a d aily m eal allowance o f $108.60 an d an

incid en t al allowance o f $27.65 f o r each overn igh t ab sence. These allowances w ill b e ad just ed

in acco rd ance w it h Aust ralian Taxat ion Of f ice (ATO) increases f o r t ier t w o (2) coun t ry

cen t res as var ied f rom t im e t o t im e.

There m ay b e occasion s w here an em p loyee m ay claim in d iv id ual m eal allowances, such as

d ur ing t r avel o r w here no t all m eals are p rovid ed . The ap p licab le ind ivid ual m eal

allowances are:

Breakf ast $ 27.05

Lunch $ 27.65

Dinner $ 53.90 TOTAL $ 108.60

In iso lat ed an d rem ot e areas, Energy Queensland w ill p rovid e a m eal allowance o f $129.50.

Allowances w ill b e ad just ed in acco rd ance w it h Aust ralian Taxat ion Of f ice (ATO) increases

f o r h igh cost coun t ry cen t res as var ied f rom t im e t o t im e.

Remote or Isolated Regions is d ef ined as t he To r res St rait s, Far West ern Queensland and t he

Gulf .

Energy Queensland w ill p ay f o r any m eals req uired on t he f o llow ing b asis:

Breakf ast $ 29.45

Lunch $ 41.70

Dinner $ 58.35 TOTAL $ 129.50

Ind iv id ual m eal allowances can b e claim ed on t he f ir st and last d ay o f t r avel as f o llow s

(w here m eals are no t p rovid ed ):

First Day:

The b reakf ast allowance m ay b e claim ed w here t he em p loyee is t r avelling aw ay f rom

t heir hom e b ase, and t he em p loyee is r eq u ired t o b eg in w ork and /o r t r avel p r io r t o

t heir no rm al rost ered st ar t t im e;

The lunch allowance m ay b e claim ed w here t h e em p loyee is req uired t o b egin t r avel

p r io r t o t heir rost ered lunch b reak; and

The d inner allowance m ay b e claim ed as ap p licab le f o r each overn igh t ab sence.

Last Day:

Where t he em p loyee is t r avelling b ack t o hom e b ase, t he b reakf ast an d lunch

allowances m ay b e claim ed as ap p licab le ; an d


The d inner allowance can on ly b e claim ed w here an em p loyee con t inues t o t r avel

and /o r w ork one (1) ho ur o r m o re af t er t heir no rm al f in ish ing t im e.

Please No t e:

Energy Queensland w ill m eet t he co st s o f any Fr inge Benef it s Tax (FBT) t hat is ap p licab le in

resp ect o f t he allowances d escr ib ed in t h is Clause.

Where em p loyees elect t o t ake t he m eal allowances in lieu o f havin g m eals p rovid ed , t he

recom m end ed m axim um t im e w orked aw ay w it hout r et urn t o hom e is t h ree (3) w eeks.

Any p er iod longer t h an t h ree (3) w eeks aw ay w it hout r et urn ing ho m e m ay result in t he

allowance b eing sub ject t o FBT as a Liv ing Aw ay f rom Hom e Allowance. Wh ile Energy

Queensland w ill m eet t he FBT liab ilit y , if any, t he em p loyee m ay have som e o r all o f t he

allowance show n on t heir p aym en t sum m ary as rep o r t ab le f r in ge b enef it s. The em p loyee

w ill b e req u ired t o co m p let e a d eclarat ion b y Energy Queensland and Energy Queensland m ay

b e req u ired t o d isclose an associat ed am oun t on t he em p loyee recip ien t ’s p aym en t

sum m ary und er t he co m p ulso ry rep o r t ab le f r inge b enef it s m easures.

5.3.3 Accommodation Standard

Energy Queensland w ill ensure em p loyees are p rovid ed w it h t he f o llow ing m in im um

st and ard o f accom m o d at ion ; a w ell m ain t ained serviced , air -cond it ioned single m o t el

room w it h r ad io /t elevision , en suit e b at h /show er , t o ilet f acilit ies an d a ref r igerat o r f o r t he

st o rage o f em p loyee’s f ood an d b everages.

5.3.4 Supplementary Accommodation Allowance

Where Energy Queensland is un ab le t o p rovid e accom m od at ion t o t he m in im um st an d ard ,

em p loyees w ill b e en t it led t o claim t he sup p lem en t ary accom m od at ion allowance und er

any one o f t h e f o llow in g circum st ances:

1. When em p loyees are req uired t o p rep are o r sup p ly m eals an d m ain t ain t heir

accom m od at ion f acilit ies w hen w o rking in rem ot e o r iso lat ed regio ns w here serviced

com m ercial accom m od at ion is no t p rovid ed ; o r

2. When em p loyees are p laced in accom m od at ion w here Energy Queensland’s m in im um

accom m od at ion st and ard could no t b e p rovid ed and t h e lengt h o f st ay is f o r t w o (2)

o r m ore overn igh t ab sences; o r

3. When em p loyees are p laced in t o accom m o d at ion on a t w in sh are b asis f o r each

overn igh t ab sence.

The sup p lem en t ary acco m m od at ion allowance w ill b e as f o llow s:

Effective Date Amount (per overnight absence)

Agreem en t Op erat ive Dat e $16.70

1st March 2018 $17.20

1st March 2019 $17.72

1st March 2020 $18.25

Commercial Accommodation w ill m ean ho t el/m o t el st yle accom m od at io n .

Non Commercial Accommodation m ay includ e accom m o d at ion such as m in ing cam p s,

w orkers b ar racks, shearer ’s q uar t er s, non serviced caravan p arks.


5.3.5 Communication Expenses

Reasonab le com m un icat ions exp enses (f o r exam p le in t ernet and t elep hone) incur red b y

em p loyees w h ile t ravelling w ill b e p aid b y Energy Queensland.

5.3.6 Laundry

For em p loyees sched uled t o w ork aw ay f o r p er io d s o f f ive (5) o r m o re consecut ive d ays,

laund ry services (i.e. w ash ing an d f o ld ing) w ill b e p rovid ed f rom t he t h ird d ay.

5.3.7 Overseas Work

Em p loyees m ay b e req uest ed b y Energy Queensland t o t r avel overseas on b usiness. Wh ile

w orking overseas em p loyees w ill w here p ossib le, b e en t it led t o t he sam e st and ard o f

accom m od at ion and m eals as w ould b e p rovid ed b y Energy Queensland in Aust ralia.

Where availab le, p rem ium econom y o r eq u ivalen t seat ing w ill b e p ro vid ed f o r em p loyees

und er t aking such t r avel.

Energy Queensland w ill r eim b urse t he em p loyee f o r all b usiness relat ed exp enses incur red

and p rovid e t h e em p lo yee w it h a co rp o rat e cred i t card , t raveller ’s cheq ues, cash o r o t her

suit ab le f o rm o f recom p ense.

Energy Queensland w ill r eim b urse t he em p loyee f o r act ual exp enses incur red f o r laund ry,

airp o r t t axes, t ip s (w h ere cust om ary in t he coun t ry), and t r ansp o r t t o and f rom air p o r t s

and w ork p laces.

At no cost t o t he em p loyee, Energy Queensland w ill ar range all necessary visas an d allow t he

em p loyee p aid t im e t o ob t ain a p assp or t , and t o ob t ain any im m un isat ion req u irem en t s

p r io r t o d ep ar t ure.

Where w orkers com p ensat ion d oes no t ap p ly b ecause o f t he w ork o r w ork locat ion ,

Energy Queensland w ill ar range f o r and p ay t he p rem ium s f o r p ersonal accid en t insurance

t o cover t he em p loyee. Energy Queensland w ill ensure t h at t he em p loyee w ill no t b e

d isad van t aged in t erm s o f any accid en t b enef it t h at w ould no rm ally b e availab le und er

Queensland WorkCover legislat ion .

Energy Queensland w ill com p ensat e t he em p loyee f o r any f inancial losses d irect ly incur red

as a result o f t he em p loyee w orking overseas. Em p loyees w ill t heref o re b e recom p ensed

f o r f inancial losses ar ising f rom , b ut no t lim it ed t o , cur rency exch an ge var iat ions, co st o f

livin g d if f erences b et w een Aust ralia and t he coun t ry in w h ich t he w o rk is b eing

p er f o rm ed , reasonab le t elep hone calls t o Aust ralia, and p ersonal t axat ion ad just m en t s.

Where an em p loyee w ho is w o rking overseas f o r such an ext en d ed p er iod t hat t he

em p loyee is no longer req u ired t o p ay Aust ralian t axes, and /o r is req uired t o p ay t ax at a

rat e low er t h an w h at w ould no rm ally ap p ly had t he em p loyee b een w orking in Aust ralia,

t he em p loyee w ill b e en t it led t o t he b enef it b y w ay o f any red uct ion in t axat ion . If t he

em p loyee is req u ired t o p ay t ax at a h igher rat e t han w hat t he em p loyee w ould have

b een req u ired t o p ay w hen w orking in Aust ralia, Energy Queensland w ill, in ad d it ion t o t he

em p loyee’s usual w ages, p ay t he ad d it ional t ax on b ehalf o f t he em p loyee.

Energy Queensland w ill p r io r t o t he em p loyee’s d ep ar t ure, p rovid e any cur ren t ad vice,

w h ich m ay have b een issued b y t he Dep ar t m en t o f Fo reign Af f airs concern ing t he

coun t ry in w h ich t he em p loyee is t o w ork. Energy Queensland w ill also p rovid e o t her

in f o rm at ion , w h ich is in Energy Queensland’s p ossession , w h ich m ay b et t er ap p r ise t he

em p loyee o f sp ecif ic legal an d o r cult ural issues, w h ich are p ar t icu lar t o t h e coun t ry in

w h ich w o rk is t o b e p er f o rm ed .

Ext end ed t r avel p lans should accom m od at e ad eq uat e rest b reaks f o r em p loyees.


Energy Queensland m ay inst igat e ad d it ional ar rangem ent s as m ay b e agreed on an

ind ivid ual b asis.

5.4 ANNUALISED ALLOWANCE

Sp ecif ic Allowances as d ef in ed in Sched ule 4, have b een includ ed f o r t he p urp ose o f

calculat ing an all purpose Annualised Allowance Paym en t (AGA) w h ich is includ ed in t he

hour ly rat e. The allow ance rat es are o ut lined in t he t ab le b elow .

Em p loyees w ho receive t h is allowance w ill no t b e en t it led t o claim t he sep arat e Allowances

d escr ib ed in d isab ilit y and ab ilit y Allowances in Sched ule 5.

Th is all purpose allowance w ill b e ap p lied t o em p loyees w ho are em p loyed as Pow er

Workers, Techn ical Servicep ersons and Para-Pro f essionals em p loyed p red om in an t ly in

f ield act ivit ies.

Effective Date Amount (Per Annum)


1st March 2018 $663.45

1st March 2019 $683.36

1st March 2020 $703.87

5.5 SUBSTATION AND TEST DEPARTMENT ALLOWANCE

Em p loyees w ho are em p loyed in a p osit ion en t it ling t hem t o b e p aid t he sub st at ion an d

t est d ep ar t m en t allowance w ill have t h e allowance includ ed in t heir hour ly rat e f o r all

purposes.

New em p loyees ap p o in t ed t o such p osit ion s w ill in it ially b e p aid t he allowance. Af t er

com p let ion o f t heir p rob at ionary p er io d , t heir rat e o f p ay w ill b e ad just ed t o inco rp o rat e

t he sub st at ion and t est d ep ar t m en t allowance in t o t he hour ly r at e as ab ove.

Em p loyees having t he sub st at ion and t est d ep ar t m en t allowance inco rp o rat ed in t o t h e

d et erm in at ion o f t h eir salar y p o in t w ill no t b e en t it led t o claim t he sub st at ion an d t est

d ep ar t m en t allowance in any o t her f o rm , no r w ill t he sub st at ion and t est d ep ar t m en t

allowance b e inco rp o rat ed in t o t he d et erm in at ion o f an ind iv id ual’s salary p o in t m ore t h an

once.

Th is ar rangem ent d oes no t alt er t he en t it lem en t o f o t her em p loyees t o claim t he

sub st at ion and t est d ep ar t m en t allowance on a p ar t t im e b asis.

In ad d it ion t o t he base rates p rescr ib ed , em p loyees em p loyed at p ow er st at ions o r at

sub st at ions o r in t est d ep ar t m en t s w ill b e p aid t h e f o llow in g Allowances:


Effective Date

Professional and Managerial Employees, Administration

Employees, Technical Employees engaged in supervisory, engineering

science and other technical discipline. (Per Week)

Technical Employees engaged in “trade”; and/or electrical/electronic technician work

and Power workers. (Per Week)

Agreem ent Op erat ive

Dat e $ 12.04 $ 25.87

1st March 2018 $ 12.40 $ 26.65

1st March 2019 $ 12.77 $ 27.45

1st March 2020 $ 13.16 $ 28.27

Sub st at ion and Test Dep ar t m en t Allowance w ill b e t reat ed as an All purpose Allowance.

5.6 POWER STATION ALLOWANCE

Em p loyees usually em p loyed at a Pow er St at ion w hen req uired t o t em p orar ily p er f o rm

w ork at a sub st at ion w ill con t inue t o b e p aid t h e ap p rop r iat e p o w er st at ion allowance

w h ile em p loyed at such sub st at ion .

The t o t al base rates f o r t hese em p loyees w ill b e d eem ed t o includ e any p enalt y r at e

p rescr ib ed b y t h is Agreement f o r d ir t y w ork, w et w ork et c.

Pow er st at ion Allowance - In ad d it ion t o t he base rates p rescr ib ed , em p loyees em p loyed at

p ow er st at ions, w ill b e p aid t he f o llow ing Allowances:

Effective Date

Professional and Managerial Employees, Administration Employees,

Technical Employees engaged in supervisory, engineering science and

other technical discipline, and Production Workers engaged in the

operation of generating plant (Per Week)

Technical Employees engaged in “trade”; and/or electrical/electronic technician work and Power workers.

(Per Week)

Agreem ent Op erat ive

Dat e $ 17.56 $ 36.50

1st March 2018 $ 18.09 $ 37.60

1st March 2019 $ 18.63 $ 38.72

1st March 2020 $ 19.19 $ 39.88

Pow er St at ion Allowance w ill b e t reat ed as an All purpose Allowance. 5.7 AVAILABILITY DUTY ALLOWANCE

On-call Employee m ean s an em p loyee w ho out sid e o rd in ary w orking hours is r eq u ired t o

b e availab le at all t im es t o p er f o rm em ergency w ork.

Supervisor On Call m eans an em p loyee w ho is req u ired out sid e o rd inary hours t o receive

calls relat ive t o em ergency an d /o r b reakd ow n w ork.


Where Energy Queensland req u ires an em p loyee t o b e on an availab ilit y d u t y ro st er on a

con t inuous b asis t o p er f o rm d ut ies o f an on -call em p loyee t hey w ill b e en t it led t o b e p aid

an Availab ilit y Dut y Allowance.

Roster Frequency Effective from

Agreement Operative date

Effective from 1

st March 2018

Effective from 1

st March 2019

Effective from 1

st March 2020

One (1) w eek in t h ree

(3) w eeks o r m ore

f req uent

$ 60.10 p er d ay $ 61.90 p er d ay $ 63.76 p er d ay $ 65.67 p er d ay

One (1) w eek in f our

(4) w eeks o r less

f req uent

$ 55.70 p er d ay $ 57.37 p er d ay $ 59.09 p er d ay $ 60.86 p er d ay

Em p loyees w ho are no t p erm anen t m em b ers o f t he Availab ilit y d u t y rost er w ill b e ab le t o

claim t h e Availab ilit y Dut y Allowance r at e ap p licab le f o r one (1) in f our (4) o r less f req uen t

f o r each d ay t hey are req u ired t o b e avai lab le.

If an em p loyee’s Rost ered Day Of f (RDO) f alls w it h in a p er iod t hey are rost ered on -call, t he

RDO w ill b e re-sch ed uled in ad vance t o a m ut ually agreed d at e in t h e p ay p er io d out sid e

o f t he availab ilit y rost er p er iod . Where circum st ances p reven t t h e em p loyee f rom t aking

t heir RDO w it h in t he p ay p er io d it w ill b e b anked in acco rd ance w it h clause 8.2.1.

Em p loyees req u ired t o b e on availab ilit y d ut y w ill h ave one (1) d ay ad d ed t o t heir annual

leave f o r each p ub lic h o lid ay on w h ich t hey are req u ired t o b e availab le.

5.7.1 Emergency Work

All em p loyees (exclud in g ap p licab le em p loyees on Alt ernat ive Em p loym en t

Ar rangem ent s), w ho are called out and leave hom e t o p er f o rm em ergency w ork out sid e

o f t heir o rd inary hours o f w ork w ill b e en t it led t o over t im e f o r such w ork f rom t he t im e

o f leaving hom e un t il t hey ret urn hom e w it h in a reasonab le t im e. The p aym en t w ill no t

b e less t h an f our (4) o rd in ary hours o r t he over t im e ap p licab le f o r t he hours w orked

w h ichever is t he great er .

Em p loyees w ho are req uired t o p er f o rm em ergency w o rk and f ault s w it hout leaving

t heir hom e w ill b e p aid a m in im um o f one (1) hour at t he ap p rop r iat e over t im e p enalt y

rat e on each occasion . Where t he w ork ext end s b eyond t h e one (1) hour over t im e

m in im um , t h e em p loyee is en t it led t o claim over t im e at t he ap p licab le over t im e rat e

un t il t he w ork ceases. Sub seq uen t w ork w it h in t hat one (1) hour p er iod w ill no t at t r act

ad d it ional over t im e o r p enalt y p aym en t s. The em p loyee w ill b e d eem ed t o b e o f f d u t y

af t er t he com p let ion o f t he m in im um one (1) hour p er iod o r t he act ual over t im e w o rked .

Where an em p loyee is r eq u ired t o ret urn t o t h e w ork sit e [un ab le t o b e f ixed rem ot ely] t o

at t end t o t he sam e f au lt , t he t im e alread y p aid w ill b e t aken in t o accoun t in t he f our [4]

hours o rd inary p aym en t .

5.7.2 Employee not on Availability Duty – Public Holiday

Em p loyees, w ho are n o t rost ered on an availab ilit y d ut y rost er an d are called in t o car ry

out em ergency w o rk on a p ub lic ho lid ay, w ill b e en t it led t o p aym en t at t he ap p licab le

over t im e p en alt y p aym en t f o r such w ork f rom t he t im e o f leaving hom e un t il t hey ret urn

hom e w it h in a reasonab le t im e.

Ad d it ionally, em p loyees w ill r eceive accrued t im e in lieu ad d ed t o t heir annual leave f o r

any t im e w orked on t he p ub lic ho lid ay, on a t im e f o r t im e b asis. The m axim um hours t o

b e allocat ed t o t h e em p loyees annual leave accrual w ill b e 8.03 hours.


For exam p le if an em p loyee w o rks 6.5 hours act ual t im e, 6.5 hours w ill b e allocat ed t o

t heir annual leave accrual on a t im e f o r t im e b asis.

5.8 PAYMENT FOR OUT OF HOURS COMMUNICATIONS

Where an em p loyee is con t act ed out sid e o rd in ary hours t o p rovid e ad vice (b y p hone,

em ail et c) o r p er f o rm w ork, t he em p loyee sh all b e p aid one (1) hour at t he ap p rop r iat e

over t im e p en alt y r at es. Sub seq uen t calls w it h in t hat one (1) hour p er iod w ill no t at t r act

ad d it ional over t im e o r p enalt y p aym en t s.

5.8.1 Support Role Emergency Situations

Em p loyees req uest ed t o w ork in sup p or t o f o t her em p loyees rost ered f o r availab ilit y

d ut ies f o r af t er hours, in st o rm and em ergen cy cond it ions, w ill b e p aid over t im e at t h e

ap p licab le over t im e rat e f o r such w ork.

5.9 TRAVEL TIME

Where p ossib le em p loyees w ill t ravel d ur ing o rd in ary rost ered hours.

The f o llow ing w ill ap p ly t o all em p loyees covered b y t h is Agreem en t , w ho are req uired t o

t r avel out sid e o rd inary rost ered hours o f w ork:

Where em p loyees are req u ired t o t r avel t o and f rom t heir d ep o t t o t he w ork sit e

[o t her t h an St ar t an d Fin ish on t he Job Ar ran gem ent s], out sid e t he no rm al sp read o f

w orking hours, t im e sp en t in such t r avel w ill b e p aid f o r at over t im e rat es.

Where an em p loyee is r eq u ired t o t r avel t o an o t her locat ion out sid e o rd in ary hours o f

w ork, and d ur ing t he course o f such t r avel is sched uled t o exercise no rm al rost er

d ut ies, t he em p loyee w ill b e p aid f o r at over t im e rat es.

Where it is necessary f o r em p loyees t o t r avel out sid e o f o rd in ary w orking hours, in any

o t her circum st ance, t im e sp en t in such t r avel w ill b e p aid f o r at t im e and a half calculat ed

at t heir cur ren t rat e o f p ay.

Em p loyees req uired t o w ork on any d ay aw ay f rom t heir usu al p lace o f w ork w ill

com m ence w ork at t he usual st ar t ing t im e at t he p lace d esignat ed b y Energy Queensland

and w ill b e p aid :

Fo r t im e p r io r t o d ep ar t ure in acco rd ance w it h air line req uirem en t s t o check in p r io r

t o d ep ar t ure; an d

Fo r t im e reasonab ly sp en t t ravelling b o t h w ays b et w een t heir hom es and t h eir

d esign at ed p lace o f w ork in excess o f t he t im e no rm ally sp en t b y t hem t ravelling b o t h

w ays b et w een t heir ho m es and t heir no rm al p lace o f w ork.

Excep t w h ere f at igue guid elines p rovid e f o r a lesser p er io d t he m axim um num b er o f

hours act ually sp en t t r avelling w ill b e t w elve (12) p er d ay.

Energy Queensland w ill p ay f o r all ap p licab le f ares.

When em p loyees are req u ired t o t r avel in t h e ab ove circum st ances, in w et clo t hes, as a

result o f w orking in t he rain , w it hout havin g had t he op p o r t un it y t o change in t o d ry

clo t h ing , Clause 5.17 (Work in t he Rain ) o f t he Agreement ap p lies.


5.10 USE OF OWN VEHICLE

The p ref er red ar rangem ent is f o r Energy Queensland t o ar range t r avel f o r w ork relat ed

p urp oses. Energy Queensland w ill no t d irect an em p loyee t o use t heir ow n veh icle f o r w ork

relat ed t r avel p urp oses. Where an em p loyee elect s t o use t heir o w n veh icle f o r w o rk

relat ed t r avel p urp oses and it is agreed b y Energy Queensland, t hey w ill b e en t it led t o b e

reim b ursed on a p er kilom et re b asis in line w it h t he Aust ralian Taxat ion Of f ice guid elines

o r if ap p licab le, t he eq uivalen t econom y class air f are.

5.11 EMPLOYEE IN CHARGE ALLOWANCE (EIC)

Energy Queensland recogn ises on -sit e lead ersh ip o f em p loyees w it h in t he t ech n ical st ream

classif ied as Pow er Workers, Techn ical Servicep erson sub -st ream s t h ro ugh t he p aym en t o f

an Em p loyee In Charge (EIC) allowance. To q ualif y f o r t he p aym en t o f t he EIC Allowance,

em p loyees w ill accep t and d em onst rat e t he ap p licat ion o f t he f o llo w ing resp onsib ilit ies:

Sup ervision and resp on sib ilit y f o r t w o (2) o r m ore em p loyees and /o r w orkers;

Con t ro l o f t he w o rksit e includ ing com p liance t o legislat ive req u irem en t s w it h in t heir

area o f r esp onsib ilit y ;

On job co -o rd in at ion and com p let ion o f allocat ed w o rk t asks includ ing guid ance o f

em p loyee b ehaviour ;

Ef f ect ive ut ilisat ion o f r esou rces t o m eet job sp ecif icat ions; an d

Co llect ing , r eco rd ing and sub m it t ing o f in f o rm at ion associat ed w it h w ork act ivit ies in

an accurat e an d t im ely m anner .

An Energy Queensland em p loyee accep t ing t he ab ove resp onsib ilit ies, w ho is ap p o in t ed on

a f u ll t im e b asis as t he EIC an d com p let es an ap p roved t rain in g p ro gram , w ill b e p aid an

annual all purpose EIC allowance.

An Energy Queensland em p loyee accep t in g t he ab ove resp on sib ilit ies on a d aily b asis, in an

act ing o r t em p orary cap acit y, includ ing ap p o in t ed EIC’s yet t o co m p let e an ap p roved

t r ain ing p ro gram ; w ill b e p aid a d aily r at e. Th is d aily r at e w ill b e calculat ed f o r t he

p urp oses o f over t im e f o r t he d ays claim ed .

Perm anen t EIC’s o r EIC’s ap p o in t ed on a d aily b asis shall assum e t he ro le o f Person In

Charge o f Work (PICW) as req u ired on a Daily Task Risk Managem ent Plan (DTRMP) o r sim ilar .

Em p loyee’s o t her t h an EIC’s w ho are req u ired t o p er f o rm t he ro le o f PICW w it h

resp onsib ilit y f o r t w o (2) o r m ore o t her em p loyees an d /o r w orkers req u ired t o sign on t o

t he DTRMP m ay claim t he EIC d aily rat e on a p ro rat a b asis f o r each hour w orked as t he

PICW.

EIC p aym en t t ab le out lined b elow :

Appointment Effective from

Agreement Operative Date

Effective from 1

st March 2018

Effective from 1

st March 2019

Effective from 1

st March 2020

EIC Daily Rat e

$ 11.85

$ 12.20

$ 12.57 $ 12.94

Ap p o in t ed EIC -

Annual Rat e

$ 6934.46

$ 7142.50

$ 7356.80 $ 7577.60

Perm anen t EIC’s w ho h ave und er t aken and com p let ed t he EIC t r ain ing shall b e p aid no

less t h an Sup erviso r Grad e 2 salary p o in t 10.1 f o r any p er iod o f WGL relief .


5.12 HIGHER DUTIES

Where Energy Queensland r eq u ires an em p loyee t o car ry ou t d ut ies w h ich req u ire t he

exercise o f com p et en cies over and ab ove t hat f o r w h ich t he em p loyee is o t herw ise

rem unerat ed , f o r at least one f u ll d ay con t in uously exclud in g Rost ered Days Of f (RDO’s),

t he em p loyee w ill b e en t it led t o t h e rat e o f p ay p rescr ib ed b y t h is Agreement f o r t he

com p et encies exercised .

An em p loyee p er f o rm ing h igher d ut ies w ill b e p aid at t he relevan t h igher rat e o f salary in

t he next p ay p er iod f o llow ing com m encem ent o f t he h igher d u t ies (w here p ract icab le)

and in each sub seq uen t p ay p er iod w here such h igher d ut ies con t inues.

Where an em p loyee is p er f o rm ing h igher d ut ies im m ed iat ely p r io r t o com m encing

Person al Leave, annual leave, Long Service Leave and com p assion at e leave, t he em p loyee

w ill b e p aid at t h e relevan t h igher d u t ies rat e f o r t he d urat ion o f t he p aid leave.

Where an em p loyee is p er f o rm ing h igher d ut ies im m ed iat ely p r io r t o com m encing

m at ern it y leave, ad op t ion leave o r p at ern it y leave, it w ill b e p aid at t he relevan t h igher

d ut ies rat e.

Fo r em p loyees w ho are m em b ers o f t he Def ined Benef it sect ion o f Energy Sup er an d

have p er f o rm ed h igh er d ut ies f o r a p er iod o f 12 m on t hs o r m ore and are ap p o in t ed t o

t he p osit ion on a p erm anen t b asis w it h con t inu it y b et w een t he act ing p osit ion an d t he

new p erm anen t p osit ion , Energy Queensland w ill p ay any d if f erence in t he em p loyer

sup erannuat ion con t r ib ut ion b et w een t he h igher d u t ies p o sit io n and t h e p revio us

sub st an t ive p o sit ion , w here such em p lo yee elect s t o m ake up t heir r elevan t

con t r ib ut ions f o r t hat p er iod .

5.13 FIRST AID

The f o llow ing rat es, w h ich have b een ind exed t o t he salary increases p rovid ed b y t h is

Agreem en t , w ill ap p ly t o Fir st Aid Allow ances.

Effective Date First Aid Allowance (per week)


1st March 2018 $16.27

1st March 2019 $16.76

1st March 2020 $17.26

When an em p loyee, w ho h o ld s a cur ren t ap p rop r iat e f ir st aid cer t if icat e, is ap p o in t ed b y

Energy Queensland as a f ir st aid at t end an t t hey w ill b e p aid at t he rat e o f t he ap p licat ion o f

t he Fir st Aid Allow ance in ad d it ion t o t heir o rd in ary rat es. Energy Queensland w ill p ay f o r

t he relevan t Fir st Aid t r ain ing o f t he ap p o in t ed o f f icer .

5.13.1 Senior First Aid Training

Em p loyees w ho resid e in ru ral and rem ot e locat ions an d und er t ake const ruct ion and

m ain t enance w ork w ill b e p rovid ed access b y Energy Queensland t o t r ain ing/f ur t her

t r ain ing t o ach ieve Sen io r First Aid Cer t if icat io n . Such t r ain ing w ill b e on a vo lun t ary b asis

at t he req uest o f t he em p loyee an d w ill b e at Energy Queensland’s exp ense.

Where an em p loyee elect s t o at t end t he t r ain ing course in t heir ow n t im e, Energy

Queensland w ill m eet t h e cost o f t he em p loyee’s sp ouse/p ar t ner t o at t end t he course.


The locat ions (as a m in im um ) are t hose id en t if ied in t he Energy Queensland Non -Urb an

Incen t ives Po licy and o t her locat ions w here it is consid ered h igh saf et y r isk as d et erm ined

b y a on locat ion r isk assessm en t .

5.14 LOCALITY ALLOWANCE

Energy Queensland w ill p ay a localit y allowance t o an em p loyee w h o is em p loyed at a

locat ion f o r w h ich a localit y allowance is p ayab le in acco rd ance w it h a d ir ect ive issued

und er t he Pub lic Service Act 2008.

For an em p loyee w ho has a d ep end en t sp ouse/p ar t ner o r d ep end en t ch ild and w ho is

em p loyed at a locat ion f o r w h ich a localit y allowance is p ayab le, t he allowance w ill b e p aid

as f o llow s:

Full-t im e em p loyee - at t he ap p rop r iat e rat e set ou t in t he d irect ive; and

Par t -t im e em p loyee - at a p rop or t ion at e am oun t o f t he rat e set ou t in t he d irect ive.

Provid ed t hat if an em p loyee’s sp ouse/p ar t ner is also en t it led t o b e p aid a localit y

allowance und er t h is p ar t ; o r is em p loyed b y t he St at e and is en t it led t o b e p aid a localit y

allowance, t hen t he allowance w ill b e p ayab le at eit her one-h alf t he ap p rop r iat e r at e set out

in t he d irect ive f o r a f u ll-t im e em p loyee o r in t he case o f a p ar t -t im e em p loyee at a

p rop or t ion at e am oun t o f t he rat e.

For an em p loyee w ho d oes no t have a d ep en d en t sp ouse/p ar t ner o r d ep end en t ch ild and

w ho is em p loyed at a locat ion f o r w h ich a localit y allowance is p ayab le, t he allowance w ill b e

p aid as f o llow s:

Full-t im e em p loyee - at one-half t he ap p ro p r iat e r at e set out in t h e d i r ect ive; and

Par t -t im e em p loyee - at one-h alf o f t he p rop or t ion at e am o un t o f t he rat e set ou t in

t he d irect ive.

Where an em p loyee’s elig ib ilit y f o r localit y allowance is changed t he em p loyee m ust no t if y

Energy Queensland im m ed iat ely.

Localit y allowance is no t p ayab le t o an em p loyee w ho is ab sen t on leave w it hout p ay.

5.15 TOOL ALLOWANCE / PROVISION OF TOOLS

The Parties acknow led ge t he ap p licat ion o f varying p rovisions f o r t oo ls t h rougho ut Energy

Queensland.

Where Energy Queensland elect s t o p rogressively sup p ly all ap p licab le em p loyees w it h t he

relevan t t oo ls t o und er t ake t heir d ut ies in p lace o f p rovid ing a t oo l allowance t o ensure a

consist en t st and ard , Energy Queensland w ill consult w it h t he relevan t Parties ab out t he

im p lem en t at ion and p rogressive sup p ly o f t oo ls.

Consultation w ill includ e relevan t in f o rm at io n ab out t he p rocess f o r t he sup p ly and

rep lacem en t o f t oo ls, t he d et ails o f any insulat ed han d t oo ls t h at are req u ired t o w ork on

live ap p arat us an d t he p rocess f o r ceasing t oo l allowance p aym en t s w here ap p licab le.


5.15.1 Tool Allowance

The f o llow in g t oo l Allowances w ill b e p aid t o t echn ical em p loyees w ho are req u ired t o

sup p ly and use t heir ow n t oo ls in t he f o llow ing classes o f em p loym en t :

Per Week-

Op erat ive

d at e

Per Week-

Year 1

Per

Week-

Year 2

Per

Week-

Year 3

$ $ $ $

(i) elect r ical w ork (general), elect r ical

w ork (inst rum en t at ion and

p rocess con t ro l), m ech an ical w ork

(general), m echan ical w ork

(aut om ot ive)

24.20 24.93 25.68 26.45

(i i) elect r ical w o rk (aut om ot ive),

elect ron ic w or k, t u rn ing, sheet

m et al w o rk

18.10 18.64 19.20 19.78

(i ii) Cab le jo in t ing , elect r ical line w ork,

w eld ing

12.20 12.57 12.95 13.34

Too l allo w ances w ill n o t b e p aid w h ile em p loyees are ab sen t on annual leave o r long

service leave.

5.15.2 Tools of Trade

Energy Queensland w ill m ake availab le t he f o llow ing t oo ls and ap p liances w hen req u ired :

Precision t oo ls over 300 m m in lengt h , m icrom et ers, vern ier s, d ial ind icat o r s an d

o t her sim ilar t oo ls, heat ing ap p liances, hacksaw b lad es, f iles, p ip e gr ip s over 250 m m

in lengt h , t ap s, d ies, co ld ch isels, sp anners, scrap ers, w renches, p ip e d ies, clam p s,

jacks, t ackle, caulking ir ons, f r am e chain an d keys, m an d rels, m et al p o t s, p ip e cut t er s,

p lum b ing irons, d r ills, vices, lam p s, b o b b ins, f o llow ers, ham m ers over 1 kg an d p inch

b ars;

Wh ilst p er f o rm ing w o rk t o a st an d ard t h at m eet s legislat ive req uirem en t s an d

ap p roved w ork p ract ices, all ap p rop r iat e in sulat in g t oo ls, r ub b er m at s, o r o t her

necessary p ro t ect ive ap p liances w ill b e p rovid e t o ensure t he saf et y o f st af f and saf e

guard against t he inad ver t en t op erat ion o f p ro t ect ive d evices o r syst em s; and

Too ls, et c. - p ut t ing in o rd er - All em p loyees w ill b e allow ed such reasonab le t im e as

Energy Queensland d eem s necessary d ur in g w orking hours on t he last w orkin g d ay o f

each w eek t o p ut t h eir t oo ls, b enches, and m ach ines in o rd er .

5.16 SUPERIOR AGREEMENT PROVISION

Th is Agreement ap p lies t o w ork p er f o rm ed b y Energy Queensland em p loyees covered un d er

t h is Agreement. No t w it hst an d ing t h is how ever , w here sup er io r sit e o r local p rov isions

ap p ly und er t he relevan t agreem en t f o r sim ilar classif icat ion s, e.g . sit e allow ance, m ult i-

st o rey allow ance o r a sit e agreem en t con t ain ing p rovisions t hat in aggregat e are sup er io r

t o t h is Agreement, Energy Queensland w ill en sure t h at it s em p loyees receive no less, in

aggregat e, t h an t he p rovisions o f t he Sup er io r agreem en t .

5.16.1 Construction Site Allowance

Sub ject t o t he ab ove, w hen em p loyees are w orking on a const ruct ion sit e w here a

sp ecif ic sit e allowance is ap p licab le, t hey w ill n o t b e p aid t h e sp ecif ic sit e allowance if t h ey

are und er t aking no rm al rou t in e w ork such as insp ect ions, m ain t en ance et c. t hat is no t

p ar t o f t he gen eral sit e b u ild ing const ruct ion act iv it y.


The ap p licat ion is as f o llow s:

Est ab lish t h at a sp ecif ic sit e allowance ap p lies und er t he relevan t agreem en t f o r sim ilar

classif icat ions onsit e;

Ob t ain in w r it ing , f rom t he p ro ject ’s coo rd in at o r /sup erviso r /r elevan t p erson ,

con f irm at ion o f t he ap p licab le sit e allowance contained in the relevant agreements, includ ing

t he am oun t p ayab le; and

Fax t h e d et ails t o t he relevan t Energy Queensland sup erviso r .

5.17 WORK IN THE RAIN

Su it ab le w at erp roo f clo t h ing w ill b e sup p lied b y Energy Queensland, w here p ract icab le, t o

em p loyees w ho are req uired t o w ork in t he rain .

Where in t he p er f o rm ance o f such w ork, an em p loyee w hose clo t hes b ecom e w et f rom

rain w ill b e p aid d oub le rat es f o r all w o rk so p er f o rm ed and such p aym en t w ill con t inue

un t il t h e em p loyee is ab le t o change in t o d ry clo t h ing o r un t il w o rk ceases, w h ichever is

t he ear lier . Where t he em p loyee h as t o have t heir lunch in w et clo t h ing, t hen t hey w ill b e

p aid d oub le t im e f o r such lunch p er io d . Em p loyees w ill ch ange in t o d ry clo t h ing at t he

ear liest p ract icab le op p or t un it y.

Where a call-ou t invo lves w ork in t he rain and w here such call-ou t en t it les an em p loyee

on ly t o t he m in im um p aym en t p rescr ib ed b y t h is Agreem en t , t he p enalt y f o r w o rk in t he

rain w ill b e p aid in ad d it ion t o such m in im um p aym en t .


PART 6 SUPERANNUATION

6.1 SUPERANNUATION

Em p loyees covered b y t h is Agreement w ill have sup erannuat io n con t r ib u t ions (as

d et erm in ed b y t he ap p licab le leg islat ion ) p aid in t o Energy Sup er . Wit h t he excep t ion o f

t hose em p loyees w ho have p reviously elect ed an alt ernat ive sup erannuat ion f und und er

a p revious Agreem en t .

Wit h t he excep t ion o f ser ious m iscon d uct o r o t her groun d s t hat w ould just if y

t erm inat ion , Energy Queensland w ill no t t erm inat e an em p loyee w ho is in receip t o f

t em p orary d isab lem en t incom e p ro t ect ion p aym en t s f rom Energy Sup er .

Salar y f o r t he p urp ose o f sup erannuat io n w ill no t b e less t h an t he salary an em p loyee is

en t it led p ursuan t t o t h is Agreement.

6.1.1 Energy Super Defined Contribution (DC) Members

Energy Queensland w ill m ake sup erannuat io n con t r ib ut ions in acco rd ance w it h t he

Governm en t Sup erann uat ion Guaran t ee Levy. Fo r t hose em p loyees w ho have jo ined t h e

Energy Sup er Def ined Con t r ib ut ion (DC) Fund , Energy Queensland w ill con t r ib ut e an

ad d it ional 1% o f t he em p loyee’s o rd in ary t im e earn ings w here t h e em p loyee elect s t o

salary sacr if ice 5%.(af t er -t ax) o r 5.88% (b ef o re-t ax).

Fo r casual em p loyees, as a m in im um , Energy Queensland w ill con t r ib ut e 9.5% (o r t he

ap p rop r iat e p ercen t age as d et erm ined b y t he ap p licab le leg islat ion ) o f t he am oun t

ob t ained b y m ult ip lyin g t he casual em p loyee’s o rd in ary rat e o f p ay (inclusive o f casual

load ing) b y t h e num b er o f hours act ually w orked up t o , b ut no t exceed ing 36.25 hours in

any w eek.

In d et erm in ing t h e am oun t Energy Queensland w ill con t r ib ut e f o r t he b enef it o f a p ar t

t im e em p loyee, Energy Queensland w ill as a m in im um con t r ib u t e 9.5% (o r t he ap p ro p r iat e

p ercen t age as d et erm ined b y t he ap p licab le leg islat ion ) o f t he am oun t ob t ained b y

m ult ip ly ing t he p ar t t im e em p loyee’s o rd in ary hour ly r at e o f p ay b y t he num b er o f hours

t hat t he em p loyee is o rd in ar ily rost ered t o w o rk in t he p ay p er io d .

6.1.2 Insurance Cover – Defined Contribution

Energy Queensland w ill p ay f o r t en (10) un it s o f Incom e Pro t ect ion insurance f o r DC

m em b ers in t he Energy Sup er Fun d . The Inco m e Pro t ect ion insurance w ill p rovid e cover

f o r t em p orary d isab lem en t up t o a p er io d o f t w o (2) years.

Fo llow ing an ap p licat ion f o r Incom e Pro t ect ion t o Energy Sup er , Energy Queensland w ill

p rovid e salary m ain t en ance lim it ed t o 80% o f salary f o r sup erannuat ion p urp o ses, in line

w it h t he Energy Sup er Incom e p ro t ect ion ar rangem ent s f o r any w ait ing p er io d rem ain ing

af t er f our t een (14) d ays.

Elig ib ilit y t o salar y m ain t enance f o r any w ait ing p er iod in excess o f f our t een (14) d ays is

sub ject t o an em p loyee exhaust ing accrued p ersonal leave up t o a m axim um o f t h ir t y (30)

d ays t o t al (inclusive o f t he in it ial f our t een (14) d ays) and m ed ical cer t if icat ion con f irm ing

t he em p loyee is un f it f o r w ork f o r a con t inuous p er io d in excess o f t he incom e

p ro t ect ion w ait ing p er iod .

Energy Queensland w ill p ay f o r f ive (5) un it s o f Deat h and To t al and Perm anen t Disab lem en t

insurance cover f o r Def ined Con t r ib u t ion m em b ers in t he Energy Sup er Fun d .

Full d et ails o f t he insurance cover p rovid ed can b e ob t ained f rom Energy Sup er .


6.1.3 Energy Super Defined Benefit Fund (DB) Members

It is agreed t hat w it h r esp ect t o calculat ing t he Fin al Average Salary (FAS) f o r em p loyees in

t he d ef ined b en ef it sect ion o f Energy Sup er , t he em p loyee’s averaged salary over t he

em p loyee’s f in al year o f service w ill b e used .

Energy Queensland agrees t h at it s em p loyees w ho are m em b ers o f t he Def ined Benef it

sect ion o f t he Energy Sup er Fund Trust Deed w ill no t , w it hout t h e em p loyee’s w r it t en

agreem en t , b e t r ansf er red t o t he Def ined Con t r ib u t ion sect ion o f t h e Energy Sup er Fun d

Trust Deed .

Energy Queensland w ill n o t close t he Def ined Benef it sect ion o f t he Energy Sup er Fun d f o r

t he lif e o f t h is Agreement.

The Parties com m it t o r eview any negat ive im p act s t o t he Def ined Benef it Fund o f Energy

Sup er t hat m ay occur as a result o f leg islat ive change t o t he Sup erannuat ion Guaran t ee

Levy.

6.1.4 Insurance Cover – Defined Benefit

Fo llow ing an ap p licat ion f o r Incom e Pro t ect ion t o Energy Sup er , Energy Queensland w ill

p rovid e salary m ain t en ance lim it ed t o 80% o f salary f o r sup erannuat ion p urp o ses, in line

w it h t he Energy Sup er Incom e p ro t ect ion ar rangem ent s f o r any w ait ing p er io d rem ain ing

af t er f our t een (14) d ays. Elig ib ilit y t o salary m ain t enance f o r any w ait ing p er iod in excess

o f f our t een (14) d ays is sub ject t o all p erson al leave h aving b een exh aust ed and m ed ical

cer t if icat ion con f irm ing t he em p loyee is un f it f o r w ork f o r a con t inuous p er iod in excess

o f t h ir t y (30) d ays.

Full d et ails o f t he insurance cover p rovid ed can b e ob t ained f rom Energy Sup er .

6.1.5 Insurance Cover – Choice of Fund

For t hose em p loyees w ho have p revio usly elect ed an alt ern at ive sup erannuat ion f und

und er a p revious Agreem en t , Energy Queensland w ill m ake ad d it io nal con t r ib u t ion s t o

em p loyees’ sup erannuat ion f und t o p ay f o r insurance cover . Energy Queensland cur ren t ly

p rovid es t en (10) Un it s o f Incom e Pro t ect ion Insurance and f ive (5) un it s o f Deat h o r To t al

and Perm anen t Disab lem en t in surance, t o all em p loyees. The num b er o f un it s is sub ject

t o change as p er t he in surance p o licy, em p loyees w ill no t b e d isad van t aged as a result o f

t hese chan ges.

Energy Queensland w ill p ay t he p rem ium s f o r t h is insurance cover t o em p loyees’

sup erannuat ion accoun t s as f o llow s:

1. Em p loyees w it h cho ice o f f und (includ in g insurance) w ill have t h e eq u ivalen t

p rem ium p aid in t o t heir nom in at ed sup erann uat ion accoun t .

2. The p aym en t o f any insurance b enef it s t o an em p loyee on t he sub m ission o f a

claim w ill b e sub ject t o t he t erm s and con d it ions o f t he ap p licab le insurance p o licy

ob t ained b y t he relevan t sup erannuat ion f un d .

Fo llow ing ap p licat ion b y an em p loyee t o t heir nom in at ed sup erannuat i on f und f o r

Incom e Pro t ect ion In surance, Energy Queensland w ill p rovid e b enef it s o f 80% o f b ase salary

f o r any sp ecif ied w ait in g p er iod in excess o f 14 d ays.

Base salary f o r t he p urp ose o f t h is clause includ es all p lat ed allow ances (exclud ing t oo l

allow ances) and p ro ject ed sh if t p enalt ies.

6.1.6 Employer Provided Additional Income Protection

Elig ib ilit y t o em p loyer p rovid ed ad d it ion al incom e p ro t ect ion is sub ject t o an em p loyee:

Provid ing evid ence an ap p licat ion f o r incom e p ro t ect ion has b een m ad e;


Provid ing a m ed ical cer t if icat e f rom a relevan t m ed ical p ract it io ner out lin ing t he

nat ure and ap p roxim at e d urat ion o f t he illness/in jury; an d

Exhaust ing all p ersonal sick leave accruals.


PART 7 NON SALARY BENEFITS

7.1 OPERATIONAL EXPENSES

Where an em p loyee is sp ecif ically d ir ect ed t o p rovid e o r m ain t ain any eq uip m en t o r

f acilit ies (o r incur d irect exp en ses) as an op erat ional req uirem en t o f t heir p osit ion such as

land -line p hone, com p ut ers et c., Energy Queensland w ill m eet t he cost s o f all such

exp enses, inst allat ions, con t inuin g m ain t en ance o r ren t al t h at m ay b e ap p licab le. Any

cost s o f p r ivat e use o f t hese f acilit ies w ill b e m et d irect ly b y t he em p loyee invo lved .

7.2 LICENCE FEE REIMBURSEMENT

Energy Queensland w ill r eim b urse f ees f o r all em p loyees w ho are req uired t o ob t ain and

m ain t ain t rad e accred it at ion and p ro f essional licence f ees includ in g Reg ist r at ion

Pro f essional Eng ineers Queensland (RPEQ), w h ere leg islat ion o r Energy Queensland r eq u ires

t hat p erson t o b e licen sed as an essen t ial r eq u irem en t o f t heir p osit ion p ro f ile.

7.3 VEHICLE LICENCE FEE REIMBURSEMENT

Energy Queensland w ill reim b urse f ees f o r em p loyees f o r ob t ain ing and m ain t ain ing

cur rency o f t heir relevan t d r iver s’ licences as an essen t ial req uirem en t o f t heir p osit ion

on t he f o llo w ing d o llar b asis p er licence renew al:

Drivers Licence Percentage (%)

MC 100%

HC 100%

HR 100%

MR 100%

LR 100%

C 100%

Where a veh icle licen ce is r eim b ursed as an essen t ial req uirem en t o f an em p loyee/s

p osit ion , any p rop osed chan ge t o t he exist ing reim b ursem en t ar rangem ent w ill b e

und er t aken in consult at ion w it h t he em p loyee an d relevan t un ion /s

7.4 SALARY SACRIFICING

7.4.1 Salary Sacrifice Principles

Salary sacr if ice op t ion s f o r em p loyees are availab le in acco rd ance w it h ap p licab le t ax

leg islat ion and any rest r ict ions o r p o licies t h at Energy Queensland m ay w ish t o im p ose f rom

t im e t o t im e.

Any salary sacr if ice ar rangem en t s m ust b e at no cost t o Energy Queensland an d in

com p liance w it h ap p licab le t ax legislat ion and sup erannuat ion f und ru les. Energy

Queensland m ay change t he b enef it s t h at it o f f ers t o ref lect ch anges in t he t axat ion law .

An em p loyee can im p lem en t salary sacr if ice ar rangem en t s at any t im e. How ever , once in

p lace, sub ject t o t h is Agreement and in excep t ional cir cum st ances, changes t o t he salary

sacr if ice ar rangem en t can on ly b e m ad e once p er year .

It is recom m end ed t hat em p loyees ob t ain in d ep en d en t f in ancial ad vice sp ecif ic t o t heir

cir cum st ances b ef o re im p lem en t ing o r chang ing a salary sacr if ice ar rangem en t .


7.4.2 Post Salary Sacrifice

If an em p loyee im p lem en t s a salary sacr if ice ar rangem en t t he red uced salary w ill b e t he

salary f o r all purposes o f t h is Agreement, excep t f o r t he p urp oses o f sup erannuat ion ,

over t im e an d t erm inat ion en t it lem en t s.

If an em p loyee t erm in at es o r r ed uces t he am o un t o f t heir salary sacr if ice, t he em p loyee’s

m in im um salary en t it lem en t w ill increase o r rever t t o t he p re -sacr if ice am oun t as

ap p licab le.

7.5 INDEMNITY OF EMPLOYEES AGAINST LIABILITY

As f ar as it is ab le un d er law Energy Queensland w ill ind em n if y p ast an d p resen t em p loyees

again st legal liab ilit y f o r any claim f o r com p ensat ion o r legal cost s ar ising in resp ect o f

liab ilit y f o r w ork p er f o rm ed w h ilst an em p loyee o f Energy Queensland f o r t he b enef it and

at t he d irect ion o f Energy Queensland, sub ject t o t he f o llow ing cond it ions:

All w o rk m ust b e p er f o rm ed in acco rd ance w it h Energy Queensland’ p roced ures an d /o r

accep t ed p ract ice;

Em p loyees m ust no t exceed any relevan t au t h o r it y levels;

All reason ab le inst ruct ions o f Energy Queensland are f o llow ed in t he p er f o rm ance o f

w ork;

Em p loyees w ill no t co m m it any act o r om ission w it h a reckless d isregard f o r t he

conseq uences d ur in g t he course o f w ork;

Em p loyees w ill no t en gage in f r aud ulen t , cr im inal, d ishonest and /o r m alicious act s o r

om issions o r w ilf u l b reach o f any st at ut e, con t ract o r d ut y d ur ing t h e course o f w ork;

and

Em p loyees no t if y Energy Queensland o f t he receip t o f any claim o r o f any circum st ance

t hat m ay g ive r ise t o a claim at t he ear liest p o ssib le op p o r t un it y.

The parties t o t h is Agreement com m it t o t he d evelop m en t o f sup p or t ing d ocum en t at ion

such as p o licies an d guid elines in relat ion t o t h is p rovision .

7.6 RELOCATION

Where Energy Queensland d et erm ines t hat relocat ion exp enses w ill b e p aid , o r in

circum st ances w here Energy Queensland r eq uest s an em p loyee t o relocat e, t he

reim b ursem en t and b enef it s associat ed w it h relocat ion w ill b e ap p lied eq uit ab ly t o all

em p loyees regard less o f classif icat ion in acco rd ance w it h Energy Queensland’ Relocat ion

Po licy and Guid elines.

The p ar t ies agree t h at on relocat ion t he f o llow ing ar rangem ent s w ill ap p ly as a m in im um :

Relocat ion exp en ses reasonab ly incur red b y t he em p loyee;

Travelling exp enses o f t he em p loyee and d ep end en t s; and

Cost o f rem oval o f f urn it u re an d ef f ect s f rom t heir p lace o f engagem en t t o t he job .

The cond it ions w ill ap p ly up on ap p o in t m en t o f t he em p loyee t o new p laces o f

em p loym en t w here:

The rad ial d ist ance f r om t he p resen t p lace o f resid ence t o such new d ep o t [o r

recogn ised p lace o f em p loym en t ] is no t less t han 50 kilom et res; and /o r

Where circum st ances are consid ered t o w ar ran t such act ion , an em p loyee t ran sf er red

t o a locat ion w here n o house is availab le w ill b e reim b ursed reaso nab le b o ard an d

lod ging exp enses un t il t he em p loyee b ecom es d om iciled .


7.7 TRANSFER CONDITIONS

On engagem en t relocat ion exp enses reason ab ly incur red , w h ich w o uld includ e f ir st class

rail f ares [o r eq u ivalen t ] and t r avelling exp en ses o f em p loyees and d ep end en t s, t o get her

w it h cost o f rem oval o f f urn it u re and ef f ect s t o a m easurem en t no t exceed ing six [6]

t onnes f rom t heir p lace o f engagem en t t o t he jo b w ill, sub ject t o t he p rod uct ion o f

sat isf act o ry evid ence o f t he p aym en t o f such f ares and exp enses, b e reim b ursed t o t he

em p loyees on com p let ion o f 12 m on t hs' service:

Provid ed t h at t he con d it ions o f reim b ur sem en t exp enses w ill ap p ly conseq uen t up on

ap p o in t m en t o f em p lo yees t o new p laces o f em p loym en t w here:

The rad ial d ist ance f r om t he p resen t p lace o f resid ence t o such new d ep o t [o r

recogn ised p lace o f em p loym en t ] is no t less t han 50 kilom et res; and /o r

The em p loyees are req uired b y Energy Queensland t o m ove t heir p lace o f r esid ence.

An em p loyee w it h d ep end en t s w ho is t r ansf er red t o a locat ion w here no suit ab le

accom m od at ion is availab le w ill b e reim b ursed reasonab le b o ard and accom m od at ion

exp enses un t il t h e em p loyee secures p erm anen t accom m od at ion f o r a p er iod no t

exceed ing one m on t h .

7.8 ACCESS TO COMPUTERS

Energy Queensland w ill p rovid e em p loyees w it h t he m ost up t o d at e and relevan t

in f o rm at ion . The b est m eans t o ach ieve t h is w ill includ e t he d ist r ib ut ion o f m at er ial v ia e-

m ail and p rovid ing access f o r em p loyees t o com p any com p ut ers in t he w orkp lace w here

p ract ical. Th is w ill includ e e-m ail access f o r receip t an d f o rw ard ing o f co r resp ond ence o f

Parties sign at o r y t o t h is Agreement sub ject t o such reaso nab le rest r ict ions as Energy

Queensland m ay ap p ly.

7.9 FUNERAL BENEFIT

A b enef it o f $10,000 w ill b e p aid im m ed iat ely b y Energy Queensland t o t he nominated

employee representative p erson up on t he d eat h o f any cur ren t Energy Queensland em p loyee.

Th is p aym en t is aim ed at sup p or t ing t he nominated employee representative p erson f in ancially

w it h t he f uneral an d an y o t her im m ed iat e exp enses in t heir t im e o f n eed and sup p or t

To ensure t he p aym en t is ab le t o b e f acilit at ed in a t im ely m anner it is t he resp onsi b ilit y

o f t he em p loyee t o en sure Energy Queensland has b een ad vised o f t h e nominated employee

representative p erson


PART 8 HOURS OF WORK

8.1 HOURS OF WORK

The o rd inary hours o f w ork w ill no t exceed an average o f 36.25 hours p er w eek (Mond ay

t o Fr id ay) t o b e w orked b et w een 6.00am and 6.30p m over a n ine (9) d ay f o r t n igh t .

How ever , o t her p at t erns o f w orkin g o rd inary hours m ay b e w o rked b y m ut ual agreem en t

b et w een t h e p ar t ies at a p ar t icu lar p lace o f w ork o r p ursuan t t o t he Alt ern at ive

Em p loym en t Ar rangem ent s p rescr ib ed b y t h is Agreem en t .

An em p loyee m ay w ork up t o 12 o rd in ary ho urs on any d ay. Th is w ill b e est ab lish ed as

p ar t o f a m ut ually agreed p re-ar ranged rost er . In d et erm in ing t hese rost ers,

consid erat ion w ill b e g iven t o healt h and saf et y an d f at igue m an agem ent issues.

In o rd er t o m eet o p erat ional and w ork req u irem en t s, t he d aily sp read o f hours f o r d ay

w orking em p loyees, p rovid ed f o r in t h is Agreem en t on an o rd inary w ork d ay (6.00am t o

6.30p m , Mond ay t o Fr id ay), m ay b e increased b y m ut ual agreem en t t o an ad d it ional one

(1) hour at eit her t he com m encem ent o r f in ish o f t he o rd in ary w o rk d ay. Th is w ill r esult in

t he d aily ‘sp read o f hours’ b eing increased t o cover a p er iod o f eit her 5.00am t o 6.30p m

or 6.00am t o 7.30p m . The o rd in ary w orkin g hou rs m ay t hen b e w orked b et w een t hese

t im es.

The f o llow in g chan ge m ay b e invoked b y Energy Queensland on any ind ivid ual no m ore

t han t w ice in any calen d ar year :

Change o f st ar t and f in ish t im es w it h in t he o rd inary hours o f t he Agreem en t .

The im p lem en t at ion o f t h is change w ill b e sub ject t o :

Consult at ion h aving occur red w it h t hose d irect ly im p act ed ; and

Reasonab le no t ice o f o ne (1) m on t h h avin g b een g iven o f t he im p lem en t at ion ; o r

The ch ange having b een m ut ually agreed .

8.2 ROSTERED DAY OFF (RDO)

The Ro st ered Day Of f (RDO) w ill b e Sched uled on eit her a Mond ay o r Fr id ay, un less var ied

b y Mutual Agreement t o suit op erat ional req uirem en t s.

The f o llow ing chan ge m ay b e invoked b y EQL on any ind iv id ual no m ore t han t w ice in any

calend ar year :

Where an em p loyee is allocat ed t o ch ange w ork crew s t he ind iv id ual RDO m ay b e

changed f rom Mond ay t o Fr id ay o r v ice versa t o m eet t h e new crew s RDO’s sched ule

Em p loyees w orking a n ine (9) d ay f o r t n igh t w ho are req uired t o w ork on t heir rost ered

d ay o f f (RDO), w ill b e p aid t he over t im e rat es p rescr ib ed f o r w ork on Mond ays t o Fr id ays

and w here req u ired t o rep o r t f o r w ork b et w een m id n igh t and 6 a.m . w ill b e p aid at t h e

rat e o f d oub le t im e f o r all t im e w orked up t o 7 a.m .

By agreem en t w it h Energy Queensland, em p loyees w ho w ork on t heir r ost ered d ay o f f and

elect t o sub st it u t e ano t her o rd in ary w orking d ay f o r t heir rost ered d ay o f f w ill b e p aid at

base rates f o r w ork d ur ing w h at o t herw ise w ould b e o rd in ary hours (8 hours 3 m inut es),

and ap p ro p r iat e over t im e rat es f o r w ork p er f o rm ed in excess o f t heir o rd in ary hours


8.2.1 Banking of Rostered Day Off (RDO)

The b an king o f a RDO is sub ject t o Mutual Agreement b et w een t he em p loyee and relevan t

sup erviso r o r m an ager and is t o b e reco rd ed on t he em p loyee’s t im esheet . Em p loyees

w ill on ly b e ab le t o b an k up t o t en (10) RDO’s. Any at t em p t t o b an k f ur t her RDO’s in excess

o f t h is lim it w ill b e p aid at ap p rop r iat e over t im e rat es.

The t aking o f b an ked RDO’s w ill b e sub ject t o Mutual Agreement b et w een t he em p loyee and

relevan t sup erviso r o r m anager r eco rd ed on t he em p loyee’s t im esh eet . Any req uest t o

t ake a b anked RDO w ill no t b e un reason ab ly ref used and m ay b e t aken in con junct ion

w it h annual leave.

Ap p ren t ices w hen on b lock release at TAFE o r o t her learn ing inst it u t ions and w ho as a

result f o rgo t heir RDO d ue t o t he b lock release t r ain ing Sch ed ule m ust t ake any p reviously

agreed b anked t im e o f f as soon as p ract icab le w it h in f our (4) w eeks o f ret urn ing t o t heir

Sched uled p lace o f w o rk.

Ban ked RDO’s w ill b e accrued at o rd in ary t im e and if elect ed b y t he em p loyee t o b e p aid

out , w ill b e p aid out at o rd in ary t im e rat es.

8.2.2 Rostered Days Off – South East Contact Centre

The allocat ion o f an em p loyee’s RDO can b e any d ay Mond ay t o Fr id ay w here t he

f o llow ing cond it ions are m et :

Fo r all new o r vacan t p osit ions, Energy Queensland w ill have t he d iscret ion t o set o r

sched ule t he em p loyee’s RDO on any d ay Mond ay t o Fr id ay ;

RDO ar rangem ent s f o r exist in g p osit ions w ill rem ain in p lace and t he p rovisions

out lined w ill ap p ly (w here ap p licab le) f o r ap p o in t m en t s t o new o r vacan t p osit ions

on ly, un less t he ch ange is m ut ually agreed ; an d

In d et erm in ing w het h er an RDO w ill b e sched uled on a d ay o t her t han a Mond ay o r

Fr id ay, Energy Queensland w ill t ake in t o consid erat ion t he em p loyee’s p erson al an d /o r

f inancial com m it m en t s w here ap p licab le.

8.3 LEGACY WEEKLY AND FORTNIGHTLY WORK PATTERNS

Exist ing t h ree (3) d ay w eek, f our (4) d ay w eek, o r eigh t (8) d ay f o r t n igh t w ork p at t erns

cur ren t ly est ab lished in t he legacy reg ions o f Mackay, Wid e Bay , So ut h West and Sout h

East w ill b e m ain t ained d ur ing t he lif e o f t h is Agreement w here t he in cum b en t con t inues

t o occup y t heir cur ren t p osit ion . The p o sit ion w ill rever t b ack t o a n ine (9) d ay f o r t n igh t

on t he resign at ion o r r et irem en t o f t he incum b en t , o r w hen t he in cum b en t is successf u l

in ap p ly ing f o r a n ew p osit ion b ased on a n ine (9) d ay f o r t n igh t . No t w it hst and ing t h e

ab ove, em p loyees w orking in t h e t h ree (3) d ay w eek ar rangem ent w ill, w here t hat g roup

is red uced d ow n t o on e (1) em p loyee on a p erm anen t b asis, t h at em p lo yee w ill r ever t t o

a n ine (9) d ay f o r t n igh t .

8.4 MEAL BREAK

The recogn ised un p aid lunch b reak w ill b e rost ered b et w een t he 4t h and 6t h hour f rom

t he em p loyee’s st ar t t im e. An em p loyee w ill b e en t it led t o receive a m in im um o f t h ir t y

(30) m inut es and a m axim um o f one (1) hour f o r a m eal b reak, exclud ing sh if t w o rkers. To

f acilit at e great er f lexib ilit y, t im ing o f m eal b reaks m ay b e var ied b et w een t he 4 t h and 6t h

hours t o m eet t he op erat ional req u irem en t s o f t he b usiness


No em p loyee w ill b e req uired t o w or k m ore t han six (6) hours w it ho ut a b reak f o r a m eal.

All w o rk d one d ur in g t he recogn ised m eal p er iod w ill b e p aid f o r at t he rat e o f d oub le

t im e, and p aym en t at t h is r at e w ill con t inue un t il ano t her and un in t er rup t ed m eal p er io d

o f t h ir t y m inut es has com m enced o r un t il t he cessat ion o f t h at d ay’s w o rk, w h ichever

occurs f ir st .

8.5 REST PAUSES

Every em p loyee [o t her t han a casual and p ar t t im e em p loyee] w ill b e en t it led t o a rest

p ause o r p auses no t exceed ing a t o t al o f 20 m inut es d urat ion in Energy Queensland’ t im e

d ur ing t he rost ered w o rk p er io d .

Where p ract icab le such rest p ause o r p auses m ay b e t aken in a m an ner and at such t im e

o r t im es as agreed up o n b et w een Energy Queensland’ an d t he m ajo r it y o f em p loyees at t h e

w ork locat ion so t h at con t inu it y o f w o rk w ill no t b e in t er rup t ed w here con t inuit y is

necessary.

Casual and p ar t t im e em p loyees, w ho w o rk a m in im um o f f our [4] consecut ive o rd inary

hours, b ut less t h an eigh t [8] o rd inary consecut ive hours on any one d ay, w ill r eceive a

rest p ause o f t en [10] m inut es d urat ion . Em p loyees w ho w o rk a m in im um o f eigh t [8]

o rd in ary consecut ive h ours w ill r eceive a rest p ause o r p auses.

8.6 TEN (10) DAY ALTERNATIVE EMPLOYMENT ARRANGEMENTS

Where Energy Queensland o f f ers t hese ar rangem ent s t o new o r exist ing em p loyees, Energy

Queensland w ill also o f f er t he em p loyee t he o p t ion o f rem ain ing w it h in t he general t erm s

and cond it ions o f t h is Agreement. Wit h t he excep t ion o f t hose em p lo yees b ein g o f f ered an

Ind iv id ual Em p loym en t Ar rangem ent (IEA), em p loyees b eing recru it ed in t o new p osit ions

w ill no t b e req u ired t o m ake know n w h et h er t hey w ill agree t o w ork a t en (10) d ay

f o r t n igh t o r n ine (9) d ay f o r t n igh t un t il t hey h ave b een f o rm ally o f f ered t he p osit ion .

The Parties also acknow led ge t hat a num b er o f em p loyees are em p loyed und er ind ivid ual

em p loym en t ar rangem ent s t hat w ere in p lace p r io r t o t he lo d gem ent o f t h is Agreement.

An em p loyee m ay elect t o rem ain on t he t erm s o f t he ind ivid ual em p loym en t

ar rangem ent s o r IEA w h ile t hey con t inue t o occup y t h eir cur ren t p osit ion , p rovid ed t he

ar rangem ent h as b een d ocum en t ed . In ad ver t ising p osit ions on a t en (10) d ay f o r t n igh t ,

Energy Queensland w ill includ e a st at em en t t hat a n in e (9) d ay f o r t n igh t w ill also b e

availab le t o t he successf u l ap p lican t on ap p o in t m en t . 8.6.1 Employees Classified at Salary Point 11.0 and above

The op t ion t o t ake up t hese ar rangem ent s w ill b e on a m ut ually agreed b asis b et w een

Energy Queensland and t he em p loyee w ho is classif ied at Salary Po in t 11.0 an d ab ove o f t h is

Agreement w ho agrees t o w ork a t en (10) d ay f o r t n igh t ar rangem ent in acco rd ance w it h

t he f o llow in g:

1. Where t he Ar rangem ent covers a f o r t y (40) hour w eek, t en (10) d ay f o r t n igh t

w it h in t he d ef ined sp read o f hours 6.00am – 6.30p m Mond ay t o Fr id ay, t he base rate

includ es a 13% lo ad ing.

Em p loyees und er t h is ar rangem ent r em ain elig ib le t o r eceive Working Aw ay f rom Hom e

Meal Allowances, Availab ilit y Dut y Allowance and Incid en t al Allowance as ap p licab le, how ever

em p loyees w ill b e exem p t f rom claim ing t he hours an d over t im e p rovisions o f t h is

Agreement up t o f o r t y (40) hours p er w eek. An y aut ho r ised over t im e f o r hours w orked in

excess o f f o r t y (40) o rd inary hours p er w eek w ill b e p aid at ap p licab le over t im e rat es.


2. Where t he Ar rangem ent covers a f o r t y (40) hour w eek, t en (10) d ay f o r t n igh t

w it h in t he d ef ined sp read o f hours 6.00am – 6.30p m Mond ay t o Fr id ay, and also

consid erat ion f o r a no t ional f our (4) hours over t im e p er w eek (Mond ay t o Sund ay), t he

base rate includ es a 15% load ing

Em p loyees un d er t h is ar rangem en t r em ain elig ib le t o receive, Wo rking Aw ay f rom Hom e


em p loyees w ill b e exem p t f rom claim ing t he hours, over t im e and t ravel t im e p rovisions

o f t h is Agreement up t o f o r t y f our (44) hours p er w eek. Any aut ho r ised over t im e o r t r avel

t im e f o r hours w orked in excess o f f o r t y f our (44) o rd inary hours p er w eek w ill b e p aid at

ap p licab le over t im e o r t ravel t im e rat es in acco rd ance w it h t he over t im e o r t r avel t im e

p rovision s o f t h is Agreement.

3. Where t he ar rangem ent covers a t en (10) d ay f o r t n igh t and also includ es

consid erat ion f o r w hat w ould o t herw ise b e f o r w orking o f all over t im e, Allowances as

d ef ined and all o t her p enalt ies o f t h is Agreement, t he base rate includ es a 20% lo ad ing

Em p loyees un d er t h is ar ran gem en t r em ain elig ib le t o receive, Wo rking Aw ay f rom Hom e

Meal Allowances (Availab ilit y Dut y Allowance and Incid en t al Allowance as ap p licab le.

No t w it hst an d ing, ext rao rd in ary and con t inuo us p er iod s o f w ork d ur ing m ajo r syst em s

f ailu res o r d am age caused b y st o rm s o r cyclo nes w ill, w here t he p er iod o f hours w orked

is in excess o f t en (10) hours each d ay f o r m o re t h an t w o (2) consecut ive d ays b e p aid as

over t im e

Em p loyees w orking p ursuan t t o t h e ab ove ar rangem en t s w ill rem ain en t it led t o all salary

increases and o t her em p loym en t en t it lem en t s p rovid ed b y t h is Agreement un less

o t herw ise d ef ined .

The em p loyee an d t heir m an ager o r sup erviso r m ust m on it o r and g ive d ue consid erat ion

t o t he m anagem ent o f f at igue un d er all o f t he ab ove ar rangem en t s.

The ab ove all purpose load ings sh all b e used w hen calculat ing an em p loyee’s p aym en t f o r

over t im e, annual leave, Long Service Leave, p aren t al leave, sup erannuat ion , severance

and ret renchm en t p aym en t s.

Where such ar rangem ent s are m ad e t h ey sh all b e reco rd ed in w r it ing (w it h a cop y f o r

each p ar t y).

8.6.2 Employees below Salary Point 11.0

The op t ion t o t ake up t hese ar rangem ent s w ill b e on a m ut ually agreed b asis b et w een

Energy Queensland and t he em p loyee as f o llow s:

Fo r t hose em p loyees classif ied in t he Ad m in ist rat ive and Pro f essional Manager ial

St ream s b et w een Salar y Po in t 1.0 and Salar y Po in t 11.0 con t ained in Sched ule 1 o f t h is

Agreement.

Fo r t hose em p loyees classif ied in t h e Techn ical Classif icat ion St ream cover ing

Sup erviso ry and Para-Pro f essional sub -st ream s b et w een Salary Po in t 9.0 and Salary

Po in t 11.0 con t ained in Sched ule 1 o f t h is Agreement. Fo r exam p le t he p o sit ions

covered w ould t yp ically b e t it led , Wo rk Gro up Lead er , Sched uler , Con t ract Of f icer s,

Techn ical Trainers, Elect r ical Syst em Designers, Main t enance Of f icers and un iq ue an d

st and alone p osit ions as agreed b y t he p ar t ies.

Fo r em p loyees d ef ined ab ove w ho agree t o w ork a t en (10) d ay f o r t n igh t ar rangem ent

t h is w ill b e in acco rd an ce w it h t he f o llow ing:


1. Where t he Ar ran gem ent covers a f o r t y (40) h our w eek, t en (10) d ay f o r t n igh t w it h in t he

d ef ined sp read o f ho urs 6.00am – 6.30p m Mond ay t o Fr id ay, t he base rate includ es a

15.5% lo ad ing.



em p loyees w ill b e exem p t f rom claim ing t he hours an d over t im e p rovisions o f t h is

Agreement up t o f o r t y (40) hours p er w eek. An y aut ho r ised over t im e f o r hours w orked in

excess o f f o r t y (40) o rd inary hours p er w eek w ill b e p aid at ap p licab le over t im e rat es.

2. Where t h e Ar ran gem ent covers a f o r t y (40) hour w eek, t en (10) d ay f o r t n igh t w it h in t he

d ef ined sp read o f hours 6.00am – 6.30p m Mond ay t o Fr id ay, and also consid erat ion f o r a

no t ional f our (4) h ours over t im e p er w eek (Mond ay t o Sund ay), t he base rate includ es a

17.5% lo ad ing.


Meal Allowances, Availab ilit y Dut y Allowance and Incid en t al Allowance as ap p licab le, ho w ever

em p loyees w ill b e exem p t f rom claim ing t he hours, over t im e and t ravel t im e p rovisions

o f t h is Agreement up t o f o r t y f our (44) hours p er w eek. Any aut ho r ised over t im e o r t ravel

t im e f o r hours w orked in excess o f f o r t y f our (44) o rd inary hours p er w eek w ill b e p aid at

ap p licab le over t im e o r t ravel t im e rat es in acco rd ance w it h t he over t im e o r t r avel t im e

p rovision s o f t h is Agreement.

3. Where t he Ar rangem ent covers a t en (10) d ay f o r t n igh t and also in clud es consid erat ion

f o r w hat w o uld o t herw ise b e f o r w orkin g o f all over t im e, Allow ances as d ef ined an d all

o t her p en alt ies o f t h is Agreem en t , t he b ase rat e includ es a 22.5% lo ad ing .


Meal Allowances, Availab ilit y Dut y Allowance and Incid en t al Allowance as ap p licab le.

No t w it hst an d ing, ext rao rd in ary and con t inuo us p er iod s o f w ork d ur ing m ajo r syst em s

f ailu res o r d am age caused b y st o rm s o r cyclo nes w ill, w here t he p er iod o f hours w orked

is in excess o f 10 hours each d ay f o r m o r e t han t w o (2) consecut ive d ays, b e p aid as

over t im e in acco rd ance w it h t he over t im e p rovisions o f t h is Agreement.

Em p loyees w orking p ursuan t t o t h e ab ove ar rangem en t s w ill rem ain en t it led t o all salary

increases and o t her em p loym en t en t it lem en t s p rovid ed b y t h is Agreement un less

o t herw ise d ef ined .

The em p loyee an d t heir m an ager o r sup erviso r m ust m on it o r and g ive d ue consid erat ion

t o t he m anagem ent o f f at igue un d er all o f t he ab ove ar rangem en t s.

The ab ove all purpose load ings sh all b e used w hen calculat ing an em p loyee’s p aym en t f o r

over t im e, annual leave, Long Service Leave, p aren t al leave, sup erannuat ion , severance

and ret renchm en t p aym en t s.

Where such ar rangem ent s are m ad e t h ey sh all b e reco rd ed in w r it ing (w it h a cop y f o r

each p ar t y

8.6.3 Reversion to General Agreement Provisions

Em p loyees w orking t he ab ove ar rangem en t s m ay elect t o rever t t o a n ine (9) d ay

f o r t n igh t b y p rovid ing Energy Queensland w it h one (1) m on t h ’s w r it t en no t ice.

It is recogn ised t hat ind iv id uals m ay m ake ad d it ional p erson al f i n ancial com m it m en t s

w h ilst und er t hese ar rangem ent s and as such , w here Energy Queensland req uires an

ind ivid ual t o r ever t , it w ill no t d o so w it hout f ir st p rovid ing t he em p loyee t h ree (3)

m on t hs w r it t en no t ice o f Energy Queensland’s in t en t ion .


If d ur ing t he t h ree (3) m on t h no t ice p er iod t he em p loyee receives no t ice o f red und ancy

o r ad vises Energy Queensland t hat t hey in t en d t o ret ire no lat er t han t w elve (12) m on t hs

af t er t he in it iat ed t h ree (3) m on t h no t ice, t he em p loyee w ill no t b e req u ired t o rever t .

8.6.4 Appointment of Ten (10) Day Fortnight

Not w it hst an d ing t he ab ove ar rangem ent s w h ich are m ad e on a m ut ually agreed b asis,

t he f o llow ing m ay b e ad ver t ised an d aw ard ed on a t en (10) d ay f o r t n igh t b asis at t he

d iscret ion o f Energy Queensland:

New and vacan t p osit ions classif ied in t he Ad m in ist r at ive St ream f ro m Salary Po in t

11.0 an d ab ove.

Vacan t p o sit ions classif ied in t he Ad m in ist r at ive St ream w h ich are b elow salar y p o in t

11.0 an d are list ed in Sched ule 6 o f t h is Agreement.

o The p osit ions d et ails ref lect ed in t h is Sched ule are co r rect as at t he d at e o f

lod gem en t o f t h is Agreement.

o The Parties agree t hat t he p osit ion id en t if icat ion num b ers can b e review ed

t h rough t he lif e o f t h is Agreement t o ensure t hat p osit ion num b ers accurat ely

ref lect t he id en t if ied p osit ions. Th is w ill b e sub ject t o consultation and agreem en t

b et w een t he Parties, p rovid ed t hat agreem en t w ill no t b e un reasonab ly w it hheld .

New an d vacan t p o sit io ns classif ied in t he Pro f essional & Manager ial st ream f rom P&M

Grad e one (1) Salary Po in t 11 an d ab ove and w here t he p osit ion sup ervises,

coo rd in at es and sched ules o t her em p loyees.

Em p loyees w ho accep t t he ab ove ar rangem ent and w ho have b een w orking a m in im um

o f t h ree (3) m on t h s in t he p osit ion m ay elect t o rever t t o a n ine (9) d ay f o r t n igh t b y

p rovid in g Energy Queensland one (1) m on t h w r it t en no t ice.

8.7 INDIVIDUAL EMPLOYMENT ARRANGEMENTS

An Ind iv id ual Em p loym en t Ar rangem en t (IEA) m ay b e o f f ered t o an em p loyee as

d et erm in ed b y Energy Queensland, w ho is p aid a salary at o r ab ove Salary Po in t 11.0 o f t he

classif icat ion st ruct ure o f t h is Agreement. Flexib le r em unerat ion ar ran gem ent s and

changes t o o t her cond it ions o f em p loym en t m ay b e nego t iat ed sub ject t o t he f o llow ing:

8.7.1 No Disadvantage

An Ind ivid ual Em p loym en t Ar rangem ent (IEA) w ill no t , in t erm s o f t o t al rem unerat ion

value, d isad van t age em p loyees w hen com p ared t o t he relevan t t erm s o f t he Agreement.

8.7.2 Hours of Work

The st and ard hours o f w ork req uired f o r em p loyees engaged on an IEA are 40 hours p er

w eek and a t en (10) d ay f o r t n igh t . These hours m ay b e w orked b et w een 6.00am t o

6.30p m Mond ay t o Fr id ay.

8.7.3 Salary & Loadings

Em p loyees on an IEA w ill receive t he salary as sp ecif ied in t h e Agreement f o r t he

classif icat ion o f t heir p osit ion includ ing t he ap p licab le lo ad ing as f o llow s:

15% load in g includ es a no t ional Over t im e com p onen t t o cover up t o f our (4) hours

over t im e p er w eek, all Allowances and Pen alt ies.

20% load in g includ es a no t ional Over t im e com p onen t t o cover all hours w orked , all

Allowances and Pen alt ies f o r Weekend s and Call-Out Hours.


Exception for 20% Loading Employees

Over t im e can on ly b e claim ed f o r ext rao rd in ary and con t inuous p er iod s o f w ork d ue t o

m ajo r syst em f ailu res, e.g . d am age caused b y st o rm s o r cyclones, w here t he p er iod o f

hours w o rked is in excess o f t en (10) hours each d ay f o r m ore t h an t w o (2) consecut ive

d ays. Over t im e m ust b e aut ho r ised in ad vance b y an em p loyee’s m anager .

8.7.4 Market Component

Energy Queensland m ay ap p ly a Market Com p on en t as a p ar t o f an IEA. Where ap p licab le t he

Market Com p onen t w ill b e review ed annually and ad just ed ef f ect ive f rom 1 July w here

necessary.

8.7.5 Performance Incentive

At Energy Queensland’s d iscret ion an “at r isk” p er f o rm ance incen t ive m ay ap p ly. The

Per f o rm ance Incen t ive Schem e op erat es at Energy Queensland’s so le d iscret ion an d m ay b e

alt ered o r d iscon t inued at any t im e.

To b e elig ib le f o r p aym en t un d er t he Per f o rm ance Incen t ive Schem e em p loyees are

req u ired t o h ave b een em p loyed b y Energy Queensland as at 30 June o f t he f inancial year

f o r w h ich p er f o rm ance is b ein g assessed

The “at r isk” p er f o rm ance incen t ive (includ in g any p ro -r at a am oun t s) w ill b e review ed

annually and p aid ef f ect ive f rom 1 July as ap p licab le.

Where an em p loyee en t ers in t o an IEA insid e o f a t w elve (12) m on t h p er io d p r io r t o 30

June, t h e “at r isk” com p onen t w ill b e assessed an d p aid (if ap p licab le) on a p ro -rat a b asis.

Where an em p loyee t erm inat es d ue t o r ed und ancy, o r d ue t o ill -healt h a p ro -rat a

p aym en t o f t heir p o t en t ial “at r isk” com p onen t w ill b e p ayab le.

8.7.6 Remuneration Increases

As a m in im um , Em p loyees on an IEA w ill receive annual w age increases t o b ase salar y in

acco rd ance w it h Clause 4.1 Wage Paym en t s o f t h is Agreement.

Fur t her salary p o in t p rogression w it h in t he grad e f o r t he p o sit io n m ay occur if it is

availab le and it can b e d em onst rat ed t hat ad d it ional skills and know led ge relevan t t o t he

p osit ion have b een gained and are b eing ut ilised t o an ext en t t hat w ar ran t s p rogression .

Th is w ill b e consid ered as a p ar t o f t he em p loyee’s p er f o rm ance review p rocess.

8.7.7 Reversion

An em p loyee w ho accep t s an IEA m ay elect t o rever t t o t he gen eral p rovisions o f t he

Agreement b y p rovid ing Energy Queensland w it h one (1) m on t h ’s w r it t en no t ice.

It is r ecogn ised t h at em p loyees m ay m ake ad d it ion al p ersonal f in ancial com m it m en t s

w h ile on an IEA. As such , w here Energy Queensland req u ires an in d iv id ual t o rever t t o t he

general p rovisions o f t he Agreement, it w ill no t d o so w it hout f ir st p ro vid ing t he em p loyee

w it h t h ree (3) m on t hs w r it t en no t ice.

On reversion , an em p lo yee w ill m ain t ain t he ir sub st an t ive classif icat io n and salary p o in t at

t he t im e o f reversion .

Any At -Risk and Market Com p onen t ap p lied as a p ar t o f an IEA w ill cease f rom t he

ef f ect ive d at e o f t he reversion .

8.7.8 Application

Where t here is any in consist ency b et w een an IEA and t he Agreement, t he t erm s and

cond it ions o f t he IEA w ill t ake p reced ence t o t he ext en t o f t he inconsist ency. Where t he

IEA is silen t , t he t erm s o f t he Agreement sh all ap p ly.


An IEA sup ersed es an y p r io r em p loym en t agreem en t o r ar ran gem ent o f any t yp e

b et w een Energy Queensland and an em p loyee, includ ing any o t her Agreements, o ral o r

w r it t en , m ad e p r io r t o t he execut ion o f an IEA. How ever , t h is d oes no t p reclud e Energy

Queensland an d an em p loyee f rom agreeing in w r it ing t o ad d it ion al t erm s t h at d o no t

con f lict w it h t he p rovisions o f t h is Agreement.

8.7.9 Exemptions

An em p loyee on an IEA w ill b e exem p t f rom t h e f o llow ing Agreement p rovisions:

Annualised Allowance Clause 5.4

Em p loyee in Ch arge Allowance [EIC] Clause 5.11

First Aid Allowance Clause 5.13

Too l Allowance Clause 5.15

Work in t he Rain Clause 5.17

Over t im e Clause 8.11

Cr ib Break & Over t im e Meal Allowance Clause 8.12

8.7.10 Dispute Settlement

Any d isp ut e o r gr ievance concern ing an IEA w ill b e d ealt w it h p ursuan t t o t he gr ievance

and d isp ut e set t lem en t p roced ure con t ained in Par t 2 o f t h is Agreement.

8.8 AGGREGATED WORKING ARRANGEMENTS FOR AWAY WORK

Th is clause enab les em p loyees t o access aggregat ed w ork ar rangem ent s f o r aw ay w ork.

Where aw ay w ork is sched uled f o r t he p er iod s id en t if ied b elow , t he id en t if ied rost er

b lock op t ions can b e w orked :

Where aw ay w o rk is sch ed uled f o r m ore t han a 4 w eek p er iod – 14 d ay rost er b locks

Where aw ay w o rk is sch ed uled f o r m ore t han a 6 w eek p er iod – 21 d ay rost er b locks

The id en t if ied w o rking aw ay ar rangem ent an d rost er b lock w ill on ly b e w orked w here it

is m ut ually agreed , includ ing an Agreement w it h a valid m ajo r it y o f t he em p loyees

invo lved .

No t w it hst an d ing t he ab ove, t hese w o rking ar rangem en t s m ay also b e ap p lied in o t her

circum st ances, sub ject t o mutual Agreement. The onus is on t he em p loyee/s t o d em onst rat e

t he cost ef f ect iveness o f t heir req uest .

These w orkin g ar rangem ent s can on ly b e ap p lied t o em p loyees w orking a n ine (9) d ay

f o r t n igh t .

8.8.1 Roster Block Arrangements

Where t he id en t if ied rost er b locks are ut ilised , all id en t if ied rost er b lock hours w ill at t r act

an aggregat e over t im e load ing t o b e p aid in ad d it ion t o an em p loyee’s base rate o f p ay.

The aggregat e over t im e load ing is in lieu o f any ap p licab le over t im e and w eekend

p enalt ies f o r t he id en t if ied rost er b lock hours.

Any w ork req u ired out sid e o f t he id en t if ied rost er b lock hours w ill b e p aid at ap p licab le

over t im e rat es. The aggregat e over t im e lo ad ing w ill b e includ ed w it h t he em p loyee’s base

rate o f p ay w hen calculat in g t hese over t im e p aym en t s.

The aggregat e over t im e load in g is no t p ayab le on an all purpose b asis.


Em p loyees p ar t icip at in g in t h is ro st er b lock w ill w o rk t he id en t if ied hours and access t he

t im e o f f ou t lined in t h e w ork p at t ern .

The id en t if ied rost er b lock p er iod an d hours are as f o llow s:

Four t een (14) Day Rost er Block

Work n ine (9) consecut ive d ays aw ay f rom hom e, includ in g a Sat urd ay and a Sund ay.

Each w ork d ay w ill b e t en (10) hours;

On com p let ion o f t he n ine (9) d ays, h ave f ive (5) d ays o f f w ork at t heir hom e locat ion ;

and

Em p loyees w ill receive a load ing o f 28.5% f o r all o f t he id en t if ied hours w orked w it h in

t he rost er b lock.

Tw en t y-one (21) Day Ro st er Block

Work f our t een (14) con secut ive d ays aw ay f ro m hom e, includ ing id en t if ied Sat urd ays

and Sun d ays. Each w ork d ay w ill b e t en (10) ho urs;

On com p let ion o f t he f our t een (14) d ays, have 7 d ays o f f w ork at t heir hom e locat ion ;

and

Em p loyees w ill receive a load ing o f 34% f o r all o f t he id en t if ied hours w orked w it h in

t he rost er b lock.

The hours ref lect ed in t hese rost er b locks should on ly b e var ied b y Mutual Agreement

sub ject t o excep t ional and cr it ical op erat ional cir cum st ances.

The hours w orked d ur ing t hese ar rangem ent s w ill b e reco rd ed on a st and ard Energy

Queensland t im esheet t o ensure com p liance w i t h in d ust r ial leg islat ion and any o t her

relevan t leg islat ion (such as w o rkers com p ensat ion ).

The b alance o f t im e req uired t o com p let e a p ro ject out sid e o f f our t een (14) o r t w en t y -

one (21) d ay rost er b locks, w ill b e p aid in acco rd ance w it h t he hours o f w or k p rovisions o f

t h is Agreement and w ill no t includ e t he aggregat ed over t im e load in g.

8.9 BREAKS AFTER OVERTIME

Where p ossib le, em p lo yees are t o b e g iven an ad eq uat e b reak w hen w orking over t im e

b et w een consecut ive w orkd ays.

Em p loyees w ill b e g iven no less t h an n ine (9) consecut ive hours o f f d ut y b et w een t he end

o f t heir no rm al o r rost ered w o rk on one (1) d ay an d t he b eginn in g o f no rm al o r rost ered

w ork on t he next d ay. The b reak is exclusive o f reason ab le t r avel t h at is r eq u ired f o r t he

em p loyee t o ret urn ho m e.

Ap ar t f rom t he excep t ions list ed b elow , in cases w here an em p loyee is no t g iven n ine (9)

consecut ive hours o f f d u t y and t hey have con t inued o r resum ed over t im e in t o t h eir

no rm al o r ro st ered w ork d ay, t hen t hey w ill b e p aid d o ub le rat es un t il r eleased f rom

w ork an d g iven n in e (9) consecut ive hours b reak.

It is recogn ised t h at Dut y Sup erviso rs o r o t her em p loyees t aking calls m ay b e called up on

f o r act ion o r ad vice an d yet no t accrue 1.5 ho urs in aggregat e. In t he circum st ance w here

1.5 hours in aggregat e are no t m et , a Dut y Sup erviso r w ill st ill b e en t it led t o a n ine (9)

hour b reak, w hen t h e com m un icat ion f req uency rat e is one (1) call p er ½ hour over any

consecut ive t h ree (3) hour p er iod b et w een 11p m and 5.00am .


Exception:

In cases w here em p loyees w o rk over t im e b et w een 11.00p m on one d ay and 5.00am on

t he next , t hen t he n ine (9) consecut ive hour b reak w ill com m ence f r om t he conclusion o f

t heir last p er io d o f over t im e even if it con t inues af t er 5.00am . Th e t o t al over t im e w orked

b et w een 11.00p m an d 5.00am m ust b e no t less t h an one (1) an d a half -hours in aggregat e. General:

The ar rangem ent s as out lined ab ove, w ill also ap p ly w hen over t im e is w orked on a

Sund ay, a Pub lic Ho lid ay o r an SDO p r io r t o a r ost ered w ork d ay.

The saf et y o f em p loyees is m ost im p or t an t and t here m ay b e circum st ances w here a n ine

(9) hour b reak m ay no t b e availab le b ut d ue t o f at igue, it is d et erm in ed t h at an em p loyee

should b e g iven a b reak f rom w ork. In t hese cases, sup erviso rs w ill have a d iscret ion ary

r igh t t o p rovid e ad d it ional p aid t im e.

The p rovisions o f t h is clause sh all ap p ly in t he case o f sh if t w o rkers w ho ro t at e f rom one

sh if t t o ano t her w hen over t im e is w o rked .

8.10 TIME OFF IN LIEU (TOIL)

Tim e Of f in Lieu (TOIL) m ay b e accrued f o r w ork p er f o rm ed out sid e o f an em p loyee’s

norm al w o rk hours, sub ject t o ap p roval f rom t heir sup erviso r . The m axim um am oun t o f

TOIL t hat m ay b e accrued is f o r t y (40) hours.

Where an em p loyee req uest s t o w ork ad d it io nal hours t o b an k as TOIL, such TOIL w ill

accrue at t im e f o r t im e, b ein g one (1) hour f o r each hour w orked .

Where Energy Queensland req uest s an em p loyee t o w ork over t im e, t h e em p loyee m ay

req uest t o accrue t he t im e as TOIL. In t h is in st ance, TOIL w ill accrue at t he p rescr ib ed

p enalt y rat e.

Em p loyees canno t b e d irect ed t o t ake TOIL in lieu o f t he p aym en t o f o ver t im e; and

All hours w orked regard less o f p aym en t o r TOIL m ust b e t aken in t o consid erat ion f o r

t he f at igue m anagem ent .

The t aking o f t he TOIL w ill b e at a t im e o r t im es m ut ually agreed t o w it h t he sup erviso r .

Sub ject t o excep t ion al cir cum st ances, w here TOIL has no t b een t aken w it h in t he agreed

t im ef ram e t he em p loyee w ill b e p aid out . A req uest t o t ake accrued TOIL w ill no t b e

un reasonab ly ref used .

Tim e Of f in Lieu (TOIL) w ill b e ad m in ist ered at t he local level b y ar ran gem ent b et w een t he

em p loyee and t heir sup erviso r . When availab le t h ese local ar rangem en t s w ill b e

ad m in ist ered elect ron ically via t im esh eet s. Each inst ance o f TOIL w ill b e d ocum en t ed

show ing t he d at e/s, ho urs w orked and TOIL accrued f o r f ut ure ref erence .

8.11 OVERTIME

Excep t as p rovid ed b elow , ap p roved t im e w o rked in excess o f t h at p rovid ed f o r in Clause

8.1(Hours o f Work) o r b ef o re t he o rd in ary st ar t ing t im e o r af t er t h e o rd in ary ceasin g t im e

w ill b e d eem ed over t im e and w ill b e p aid f o r at one and a-h alf t im es t he base rate f o r t he

f ir st t h ree (3) hours and d oub le t im e t hereaf t er . Each d ay w ill st and b y it self w hen

over t im e is b eing calculat ed , excep t w here an em p loyee com m en ces over t im e on one

d ay and con t inues t o w ork such over t im e in t o t he next d ay.

No em p loyee w ill ref use t o w ork a reason ab le am oun t o f over t im e t o m eet t he need s o f

Energy Queensland.


Syst em at ic over t im e w ill no t b e w orked ; it w ill b e consid ered such w hen t h ree (3)

consecut ive w eeks’ over t im e has b een w orked . Th is ar rangem ent w ill no t ap p ly w hen

ext ra lab our is no t im m ed iat ely availab le.

When any p o r t ion o f an hour is w orked , em p loyees w ill receive p aym en t in r esp ect o f any

b roken p ar t o f an hour at t he cur ren t over t im e rat e w it h a m in im um t h ir t y (30) m inut e

p aym en t .

Where em p loyees are req u ired t o r ep o r t f o r w ork b et w een m id n igh t and 6.00am t hey

w ill b e p aid at t he rat e o f d oub le t im e f o r all t im e so w orked up t o t he o rd inary st ar t ing

t im e Mond ay t o Fr id ay and up t o 7.00am Sat urd ay.

If an em p loyee canno t reasonab ly access t h e ir no rm al m et hod o f t r ansp o r t t o o r f rom

t heir hom e d ue t o w o rking over t im e, Energy Queensland w ill p rovid e t he em p loyee w it h

t r ansp or t t o o r f rom t h eir hom e o r reim b urse exp enses incur red .

Fo r t hose em p loyees p aid at Salary Po in t 15.0 o r ab ove, over t im e w ill b e calculat ed at t he

ap p rop r iat e p en alt y rat e f o r t he hours w orked an d p aym en t w ill b e lim it ed t o t he rat e

p rescr ib ed f o r Salary Po in t 15.0.

8.11.1 Weekends

Em p loyees req u ired t o w ork over t im e com m encing on Sat urd ay w ill b e p aid at one and a

half t im es t he base rate f o r t he f ir st t h ree (3) hours and d oub le t im e t hereaf t er w it h a

m in im um p er iod o f t h ree (3) hours w ork o r p aym en t , excep t in t h e case o f em ergencies.

All over t im e p er f o rm ed on Sund ays w ill b e p aid at t he rat e o f d o ub le t im e.

Min im um p aym en t f o r Sun d ays - When em p loyees are called up on t o w ork on a Sun d ay,

t hey w ill, excep t in t he case o f em ergency, receive a m in im um o f t h ree (3) hours p ay at

d oub le t im e.

8.11.2 Recalls

Excep t in t he case o f an em ergency an em p loyee w ho has b een no t if ied t o w o rk

over t im e p r io r t o t he no rm al com m encem ent t im e on t he f o llow ing d ay, t hey w ill b e

en t it led t o a m in im um o f f our (4) hours p ay at t he ap p rop r iat e over t im e rat e.

A recall occurs w hen an em p loyee is no t if ied p r io r t o com m encem ent o f w ork on t he

next d ay t h at t hey are req uired t o w ork an y d ay and t he w ork canno t b e p er f o rm ed

d ur ing no rm al w ork hours and is no t an em ergency callou t . Ot her t h an em ergency w ork,

if t he em p loyee is no t if ied t o p er f o rm over t im e p r io r t o t he no rm al com m encing t im e

t he f o llow in g d ay a recall shall ap p ly.

Each recall is p aid as a f our (4) hour m in im um at over t im e rat es.

Where em p loyees are req u ired t o r ep o r t f o r w ork b et w een m id n igh t and 6 a.m . t hey

w ill b e p aid at t he rat e o f d oub le t im e f o r all t im e so w orked up t o t he o rd inary

st ar t ing t im e Mond ay t o Fr id ay and up t o 7 a.m . Sat urd ay.

Em p loyees recalled t o w ork over t im e, excep t in t he case o f an em ergency, af t er

leaving Energy Queensland’s b usiness p rem ises on Mond ay, Tuesd ay, Wed nesd ay,

Thursd ay o r Fr id ay (w h et her no t if ied b ef o re o r af t er leaving t h e p rem ises) w ill b e p aid

f o r a m in im um f our (4) hours w ork at t he ap p rop r iat e over t im e rat e f o r each recall.

Excep t in t he case o f un f o reseen circum st ances ar ising , an em p loyee w ill no t b e req uired

t o w ork t he f u ll f our (4) hours if t h e job t he em p loyee w as recalled t o d o is com p let ed

w it h in a sho r t er p er iod . Over t im e w orked in cases w h ere it is cust om ary f o r an em p loyee

t o ret urn t o Energy Queensland’s p rem ises t o p er f o rm a sp ecif ic job out sid e o f w orkin g

hours, o r w here t he over t im e is con t inuous (sub ject t o a r easonab le m eal b reak) w it h t he


com p let ion o r com m encem ent o f o rd inary w orking t im e, w ill no t b e regard ed as

over t im e f o r t he p urp o ses o f t h is Clause.

8.12 CRIB BREAK & OVERTIME MEAL ALLOWANCE

When w orking over t im e, f o r m o re t han one (1) hour , em p loyees w ill b e allow ed t o t ake

t h ir t y (30) m inut es f o r “cr ib ” af t er t h e o rd in ary ceasing t im e, and also f o r t y f ive (45)

m inut es af t er each f our (4) hours w ork, p rovid ed such over t im e con t inues, f o r w h ich no

d ed uct ion w ill b e m ad e.

All em p loyees req uired t o w ork over t im e f o r m ore t h an one (1) hour w ill b e p aid t h e

am oun t sp ecif ied in t h e t ab le b elow f o r each m eal b et w een t he o rd in ary ceasing t im e

and t he com p let ion o f over t im e w ork, un less Energy Queensland p rovid es a reasonab le

m eal f o r t hem .

When em p loyees have p rovid ed t hem selves w it h cust om ary m eals b ecause o f receip t o f

no t ice o f in t en t ion t o w ork over t im e, t hey w ill b e en t it led t o an allowance as sp ecif ied in

t he t ab le b elow , f o r each m eal so p rovid ed in t he even t o f t h e w ork no t b eing

p er f o rm ed o r ceasin g b ef o re t he resp ect ive m eal t im es.

When em p loyees w ork m ore t h an f our (4) ho urs’ over t im e on a Sat urd ay and /o r Sund ay

t hey w ill b e en t it led t o a m eal b reak o f no t m ore t han one (1) hour at t he en d o f t he

f our t h (4t h ) hour , p r ovid ed t h at t heir over t im e is t o con t in ue f o r no t less t h an one (1)

hour af t er t he m eal b reak.

If such over t im e con t inues t o t he t en t h (10t h ) hour f rom t he com m encem ent o f such

over t im e on such d ay, em p loyees w ill b e en t it led t o a f ur t her m eal b reak o f no t m ore

t han one (1) hour p rovid ed over t im e con t inues af t er t he b reak.

Where such over t im e con t inues af t er t he t en t h (10t h ) hour f rom t he com m encem ent o f

such over t im e on such d ay, em p loyees w ill b e en t it led t o a f ur t her m eal b reak (p rovid ed

such over t im e con t inues), o f no t m ore t h an one (1) hour af t er each ad d it ion al f ive (5)

hours un t il such t im e as such over t im e is com p let ed .

Em p loyees called out w ill b e allow ed t o t ake f o r t y f ive (45) m inut es f o r cr ib af t er each

f our (4) hours over t im e w orked p rovid ed such over t im e con t inues, f o r w h ich no

d ed uct ion w ill b e m ad e.

Em p loyees called out p r io r t o t heir no rm al rost ered st ar t t im e and w ho w ork f o r a

m in im um o f one (1) h our w it h w ork con t in uing in t o t heir ro st ered st ar t t im e, w ill b e

en t it led t o claim a m eal allowance as sp ecif ied in t he t ab le b elow and w ill b e p rovid ed w it h

a t h ir t y (30) m in ut e cr ib b reak as soon as p ossib le t hereaf t er . Em p loyees w ho w ork f o r

m ore t han f our (4) h ours und er t he ab ove circum st ances w ill b e en t it led t o a m eal

allowance and a f o r t y-f ive (45) m inut e cr ib b reak in lieu o f t he t h ir t y (30) m inut e cr ib .

Em p loyees called out w it h in one and a-h alf (1.5) hours o f t heir no rm al ceasing t im e and

w ho are req u ired t o w ork m ore t han one (1) hour , w ill b e en t it led t o a m eal allowance as

sp ecif ied in t he t ab le b elow and in ad d it ion w ill b e allow ed t h ir t y (30) m inut es as soon as

p ossib le t hereaf t er , w it hout d ed uct ion o f p ay, t o p ar t ake o f a m eal.

The over t im e m eal allowance w ill b e ind exed in acco rd ance w it h t he increases con t ained in

t h is Agreement and w ill b e ap p lied as f o llow s:


Effective Date Meal Allowance


1st March 2018 $15.63

1st March 2019 $16.10

1st March 2020 $16.58

8.13 CANCELLATION OF PLANNED OVERTIME

Where it has b een p reviously agreed t h at an em p loyee w ill un d er t ake p lanned over t im e

on a w eekend (Sat urd ay t o Sund ay) an d t he w ork is sub seq uen t ly cancelled , t he em p loyee

w ill b e en t it led t o a p aym en t o f f our (4) hours at o rd in ary rat es excep t in t h e f o llow ing

circum st ances:

Where no t ice o f eigh t (8) hours o r m ore is g iven ; o r

Where t he over t im e is cancelled as a result o f w eat her relat ed issues.

Energy Queensland is com m it t ed t o p rovid in g as m uch no t ice as p ossib le f o r w eat her

relat ed cancellat ions.

Fo r t h e p urp ose o f t h is clause no t if icat ion m ay includ e, b ut is no t lim it ed t o , t elep hone

o r t ext m essage.

8.14 START AND FINISH ON THE JOB Start and Finish at a Worksite

The Parties acknow led ge t hat st ar t and f in ish on t he job ar rangem ent s w ill p rovid e

great er f lexib ilit y and p rod uct iv it y t h roug h m axim isin g t he t im e sp en t on t he w orksit e.

The Parties agree t hat w here ap p rop r iat e and w here m ut ually agreed , af f ect ed em p loyees

w ill st ar t and f in ish o n t he w ork sit e. To f acilit at e any new ar ran gem ent s, t he Parties

invo lved in t he relevan t b usiness un it consu lt at ive f o rum s w ill nego t iat e, d evelop an d

agree on su it ab le gu id elines f o r im p lem en t at ion at a r eg ional o r d ep o t level. Any such

ar rangem ent s w ill b e in acco rd ance w it h t he p rocess out lin ed in t h e Flexib ilit y Clause o f

t h is Agreement, p r io r t o an y im p lem en t at ion .

No t w it hst an d ing t he ab ove, em p loyees engaged on p ro ject s and single locat ion w ork

p acks in excess o f t w o w eeks, and em p loyees engaged in t he cust om er service areas m ay

b e req uired t o st ar t and f in ish on t he w orksit e f rom t im e t o t im e as req u ired . Energy

Queensland w ill consult w it h d irect ly af f ect ed em p loyees an d d et erm ine t he su it ab ilit y o f

t he ar rangem ent s b ased on op erat ion al r eq u irem en t s an d consid erat ion f o r t he

em p loyee's p erson al cir cum st ances.

Em p loyees req u ired t o st ar t an d f in ish o n t he w orksit e in acco rd ance w it h t h is

ar rangem ent w ill b e p rovid ed access t o an Energy Queensland veh icle f o r t ran sp or t at ion .

Th is veh icle w ill b e ap p rop r iat e t o t he w ork b eing un d er t aken as d et erm ined b y Energy

Queensland.

The t im e sp en t t ravelling t o t he w orksit e w ill b e in an em p loyee’s ow n t im e up t o a

f if t een (15) kilom et re rad ius f rom t heir d esignat ed p lace o f w o rk (i.e. d ep o t o r o f f ice).

Where t h e w orksit e is sit uat ed in excess o f t he f if t een (15) kilom et re rad ius f rom t heir

d esign at ed p lace o f w ork, t he p er iod o f t im e sp en t t r avelling out sid e o f t he f if t een (15)


kilom et re rad ius and b ef o re t he em p loyee’s no rm al st ar t ing and f in ish ing t im e w ill b e

p aid at t r avel t im e.

The st ar t and f in ish on t he job ar rangem en t s are sub ject t o t he f o llow ing con d it ions:

Bar r in g un f o rseen circum st ances, t he em p loyees have an ob ligat ion t o st ar t an d f in ish

on t he w orksit e at t heir no rm al rost ered com m encing and ceasing t im e, un less

d ir ect ed o t herw ise;

Travel t o an d f rom t he w orksit e is b y t he m o st d irect rout e ;

No t w it hst an d ing Energy Queensland’s p o licy relat ing t o t he garag ing o f Energy

Queensland m o t o r veh icles, an em p loyee w ill no t b e held accoun t ab le f o r any loss

p rovid ed t hey h ave t aken all reasonab le p recaut ions t o secure t he veh icle i.e. locked

veh icle d oo rs and eq uip m en t b oxes;

An em p loyee w ho b ecause o f local aut ho r it y rest r ict ions is unab le t o p ark a p ar t icu lar

veh icle on o r near t heir resid ence, w ill no t b e req u ired t o t ake t h is t yp e o f veh icle

hom e f o r t he p urp oses o f t h is clause; an d

An em p loyee h as an ob ligat ion t o rep o r t t o t heir d esign at ed p lace o f w ork if Energy

Queensland canno t source alt ern at ive t r ansp o r t t o en ab le an em p loyee t o st ar t and

f in ish on t he w o rksit e (e.g . d ue t o un availab ilit y o f a veh icle).

The t r avel t im e p aym en t s ref er red t o in t h is p ar t icu lar clause d o no t ap p ly w here an

em p loyee is req u ired t o st ar t an d f in ish f rom t heir no rm al d esign at ed p lace o f w ork (in

acco rd ance w it h t he Travel Tim e p rovisions o f t h is Agreement).

Energy Queensland m ay t erm inat e t h is ar rangem ent w it h a m in im um o f one (1) m on t h

w r it t en no t ice. An em p loyee m ay req uest t o t erm in at e t h is ar rangem ent w here t here are

genuine p ersonal cir cum st ances im p act ing t h eir ab ilit y t o st ar t and f in ish on t he job .

The ab ove ar rangem ent s w ill ap p ly t o any exist in g st ar t and f in ish on t he job local

ar rangem ent s in cust o m er service areas.


PART 9 SHIFT WORK

9.1 SHIFT WORK DEFINITIONS

Day Shift m ean s any sh if t w o rked b et w een t he hours o f 6:00 am and 6:00 p m .

Afternoon Shift m eans any sh if t f in ish ing af t er 6.00p m and at o r b ef o re m id n igh t .

Night Shift m ean s any sh if t f in ish ing af t er m id n igh t an d at o r b ef o re 8.00am .

Continuous Shift Arrangements m eans sh if t w o rk cover ing t w en t y f o ur (24) ho urs p er d ay,

seven (7) d ays p er w eek

Non-continuous Shift Arrangements m eans an ind ef in it e p er io d o t her t han a 24/7 rost er .

Short term Shift Arrangement m eans a sh if t cover ing any d urat ion o f a m in im um o f f ive (5)

d ays up t o and includ in g eigh t (8) w eeks Mond ay t o Fr id ay on ly.

9.2 SHIFT WORK

Sh if t w o rk m ay b e w orked b y em p loyees t o m eet b usiness need s, op erat ional, o r

cust om er service req uirem en t s f rom t im e t o t im e.

Sub ject t o t he f o llow in g p rovisions t he o rd inary hours o f w o rk f o r sh if t w o rkers w ill no t

exceed 36.25 hours p er w eek.

The o rd in ary hours o f w ork f o r sh if t w o rkers m ay b e exceed ed in any w eek o r w eeks

sub ject t o t he t o t al o rd in ary hours w orked d ur in g any rost er p er io d no t exceed in g t hat

num b er o f hours ascer t ained b y m ult ip ly ing t he num b er o f w eeks in t he ro st er p er iod b y

36.25 an d m ay b e w orked acco rd ing t o a ro st er agreed up on b et w een a m ajo r it y o f t he

em p loyees concerned and Energy Queensland t o suit t he need s and circum st ances o f each

est ab lishm en t . Energy Queensland w ill ad vise t he relevan t Un ion p ar t y in w r it ing o f any

agreed p o sit ion p r io r t o any agreed rost er b eing im p lem en t ed .

Sh if t w o rkers w ill b e allow ed a cr ib b reak o f 30 m inut es d ur in g each sh if t f o r w h ich no

red uct ion o f p ay w ill b e m ad e. Such b reak w ill b e t aken at a t im e an d in such m anner t h at

it w ill no t in t er f ere w it h con t inu it y o f w ork w here con t inu it y is necessary.

9.3 SHIFT PENALTIES

In ad d it ion t o salary, t he f o llow ing p en alt ies sh all b e p aid t o em p loyees w orking t he

f o llow ing sh if t s:

9.3.1 Shift Loadings

Afternoon shift - em p lo yees w ho w ork af t ern oon sh if t w ill b e p aid a sh if t allow ance o f

18.75% o f t heir o rd inary rat e in ad d it ion t o t h eir o rd in ary rat e.

Night shift - em p loyees w ho w ork n igh t sh if t w ill b e p aid a sh if t allow ance o f 22.5% o f

t heir o rd in ary rat e in ad d it ion t o t heir o rd inary rat e.


9.3.2 Weekend Penalties

All t im e w orked d u r in g an o rd in ary sh if t b et w een m id n igh t on Fr id ay and m id n igh t on

Sat urd ay w ill b e p aid f o r at one an d a-h alf t im es t he o rd inary rat e and b et w een m id n igh t

on Sat urd ay and m id n igh t on Sun d ay at d oub le t he o rd in ary rat e. The ab ove sh if t

load ings are p aid in co n junct ion w it h w eeken d p en alt ies w hen an em p loyee w o rks t heir

sh if t on a w eekend .

9.4 ESTABLISHMENT OF SHIFT ROSTERS

Where Energy Queensland d et erm ines t h e op erat ional need f o r a sh if t rost er , t he f o llow ing

p rocess w ill b e f o llow ed :

Energy Queensland w ill no t if y t he relevan t nominated employee representative an d convene

a m eet ing o f af f ect ed st af f t o p resen t and consult on t he p rop osal f o r t he

in t ro d uct ion o f sh if t w o rk;

Fo llow ing consultation, Energy Queensland w ill f inalise t he sh if t w o rk p rop osal and seek

agreem en t on t he rost er f rom t h e em p loyees invo lved ;

To st af f t he rost er , Energy Queensland w ill seek vo lun t eers t o w ork t h e rost er . Where

t here are insuf f icien t vo lun t eers, an exp ression o f in t erest w ill b e so ugh t f rom o t her

w ork locat ions; an d

If t here are insuf f icien t vo lun t eers, Energy Queensland m ay en gage new em p loyees

w ho , w hen assessed as com p et en t , w ill w o rk t he rost er .

9.5 SHORT TERM SHIFT ARRANGEMENTS

A Shor t Term Rost er w ill b e est ab lished in acco rd ance w it h t he f o llow ing p rocess w here

Energy Queensland d et erm ines t h e op erat ional need f o r sho r t t erm sh if t ro st er . Energy

Queensland w ill no t if y t he af f ect ed em p loyees and t he nominated employee representatives t o

m eet an d consult on t h e p rop osal f o r t he in t ro d uct ion o f sho r t t erm sh if t ar ran gem ent s.

Fo llow ing consult at ion , Energy Queensland w ill f inalise t he sh if t -w ork p rop osal an d seek

agreem en t on t he rost er w it h t he em p loyees invo lved . To st af f t he rost er Energy

Queensland w ill seek vo lun t eers t o w o rk t he rost er . Where t here are insuf f icien t

vo lun t eers, exp ression o f in t erest w ill b e sough t f rom o t her w ork gro up s o r locat ions.

If t he op t ion ab ove is exhaust ed , Energy Queensland m ay engage ad d it ional resources w ho ,

w hen assessed as com p et en t , w ill w o rk t he rost er . In ar r iv ing at t hese rost ers, d ue regard

w ill b e g iven t o healt h and saf et y and f at igue m anagem ent issues.

9.5.1 Short Term Shift Loadings

Hours w orked as a sho r t t erm sh if t ar rangem ent , w ill at t r act a sh if t load ing o f 30% f o r all

hours w orked . Shor t t erm sh if t w o rk w il l on ly b e w orked Mond ay – Fr id ay.

9.6 OVERTIME PENALTIES AND MINIMUM PAYMENT

Over t im e w o rked in an y calling in o r in connect ion w it h w h ich m ore t han one sh if t p er

d ay is w orked , w ill b e p aid f o r at t he rat e o f d oub le t im e.

Fo r all em p loyees engaged in sh if t w o rk, all t im e w orked in excess o f eigh t (8) hours in any

one d ay w ill b e consid ered as over t im e.

Em p loyees w ho w o rk over t im e d ur ing an af t ernoon o r n igh t sh if t w ill b e p aid d oub le

t im e on t heir af t ernoon o r n igh t sh if t r at e r esp ect ively.


Sh if t Workers w ho are rost ered on t o w ork o n a st at ut o ry ho lid ay w ill b e p aid at d oub le

t im e and one h alf (2 ½ t im es) o f t heir base rate o f p ay and any over t im e is p aid at d oub le

t he ap p licab le over t im e rat es t h at is f our (4) t im es t he base rate.

Fo r t hose sh if t w o rkers w ho are no t rost ered t o w ork on a st at ut o r y ho lid ay and

sub seq uen t ly p er f o rm w ork on t h at d ay w ill b e p aid at d oub le t im e an d one half (2 ½

t im es) o f t heir base rate w it h a m in im um p aym en t f o r f our (4) hours f o r t he d ay an d w ill

receive a d ay o f leave t o b e t aken at a m ut ually agreeab le t im e in t he sam e m anner as

annual leave.

9.7 BREAKS BETWEEN ROSTERED ATTENDANCES

The Parties agree t hat em p loyees w ill b e g iven no less t han n ine (9) consecut ive hours o f f

d ut y b et w een t he end o f w ork on one d ay, an d t h e com m encem ent o f w ork on t he next .

Where a sh if t w o rker is no t g iven n ine (9) consecut ive hours o f f d ut y an d t h ey h ave

con t inued o r resum ed over t im e in t o t heir no rm al o r rost ered w ork d ay, t hen t hey w ill b e

p aid d oub le t im e un t il released f rom w o r k an d g iven n ine (9) consecut ive hours rest .

9.7.1 Extended Breaks – Shift Workers

It is im p o r t an t t o no t e t hat t he saf et y o f our em p loyees is t he m ost im p or t an t issue and

t here m ay b e circum st ances w here a n ine (9) hour rest b reak m ay no t b e availab le o r

suf f icien t . Where a n in e (9) hour b reak is insuf f icien t d ue t o f at igue, t he em p loyee m ay b e

p rovid ed w it h a longer b reak at t he d iscret ion o f t he sup erviso r . If a b reak o r longer

b reak is t aken and it goes in t o t he no rm al st ar t ing t im e o f t he em p loyee, t h e em p loyee

w ill no t suf f er a r ed uct ion in t heir o rd inary p ay f o r t hat p er iod .

3


PART 10 LEAVE

10.1 ANNUAL LEAVE

Every em p loyee, o t her t han a casual em p loyee, w ill b e en t it led t o ann ual leave on f u ll p ay

at t he end o f each year o f em p loym en t as f o llow s:

Five (5) w eeks if em p loyed on sh if t w o rk w here t h ree (3) sh if t s p er d ay are w orked

over a p er iod o f seven (7) d ays p er w eek; o r

Four (4) w eeks in any o t her case.

Em p loyees w orking o n a long t erm , Non -Con t inuous Sh if t , (not including Short Term Shift

Arrangements, as defined), w ill b e en t it led t o an ad d it ional t h ree (3) d ays annual leave p er

year w o rked , accum ulat ed an d availab le on a p ro -rat a b asis.

Annual leave is no rm ally t aken at a conven ien t t im e and d urat ion , m ut ually agreed t o b y

t he em p loyee’s Sup erviso r /Man ager in acco rd ance w it h d ep ar t m en t and em p loyee need s.

Pro -rat a annual leave, t hat is leave accrued f o r less t han one (1) year , m ay b e gran t ed

b ef o re t he com p let ion o f 12 m on t hs service, sub ject t o m an ager ial ap p roval. The act ual

p ro -rat a leave am o un t w ill no t exceed t he accrued b alance, t h at is, em p loyees w ill no t b e

en t it led t o t ake m o re t han t heir accrued p ro -rat a leave.

On sub m ission o f an annual leave ap p licat ion , em p loyees w ill receive ad vice on t he

success o r o t herw ise o f t heir ap p licat ion w it h in t w o (2) w eeks o f sub m ission .

Par t -t im e em p loyees are en t it led t o annual leave calculat ed as a p rop o r t ion o f t he

en t it lem en t f o r f u ll t im e em p loyees.

Em p loyees w it h a com b ined long service an d annual leave b alance o f 13 w eeks o r less,

m ay ap p ly t o t ake an nual leave at h alf p ay. Ap p roval w ill b e sub ject t o op erat ional

req u irem en t s.

Where an em p loyee accesses t heir leave at half p ay, ap p licab le w age d ed uct ions w ill

con t inue t o ap p ly at t he f u ll rat e, f o r exam p le salary sacr if ice ar ran gem ent s and veh icle

d ed uct ions.

Annual leave p aym en t s w ill b e p aid as:

A lum p sum p aym en t p r io r t o com m encem ent o f annual leave at t he req uest o f t he

em p loyee; o r

The em p loyee’s w eekly w age, w it h d ep o sit s b eing cred it ed t o t h eir accoun t (s) in

accord w it h no rm al p ay ar rangem ent s.

Annual leave w ill b e exclusive o f any p ub lic ho lid ay w h ich m ay occur d ur ing t he p er io d o f

t hat annual leave.

Annual leave w ill b e p aid at t he o rd in ary rat e received im m ed iat ely p r io r t o annual leave.

No t e t he o rd inary rat e w ill includ e any rat e w h ich is received in excess o f t h e o rd inary

rat e p ayab le und er t h is Agreem en t .

A sh if t w o rker w ill b e p aid at t he rat e p ayab le f o r w ork in o rd inary t im e acco rd ing t o t he

em p loyee’s rost er o r p ro ject ed rost er includ ing Sat urd ay, Sund ay o r p ub lic ho lid ay sh if t .


Em p loyees w ill t ake t h eir en t it lem en t t o annual leave w it h in t w elve (12) m on t h s o f t he

d at e o f w h ich it f alls d ue excep t w here b y agreem en t w it h Energy Queensland it is d ef er red

t o a lat er d at e.

As a f ir st st ep , w here an em p loyee’s annu al leave b alance is in excess o f 8 w eeks o r 10

w eeks f o r a sh if t w o rker (o r t he eq uivalen t t w o years en t it lem en t ), Energy Queen slan d

w ill seek t o reach agreem en t w it h em p loyees t o t ake leave on how t o red uce t he

excessive leave.

Where agreem en t can no t b e r eached , Energy Queen sland m ay d ir ect an em p loyee t o

t ake annual leave. Un less t he em p loyee o t herw ise agrees, Energy Queenslan d w ill g ive t he

em p loyee at least one m on t hs’ no t ice o f t he d at e f rom w h ich t h e annual leave w ill b e

t aken sub ject t o t he f o llow ing :

The p er iod o f annual leave t aken w ill no t result at any t im e in t he em p loyee’s

rem ain in g annual leave b alance b ein g less t han six (6) w eeks w hen any o t her p aid

annual leave ar rangem ent s are t aken in t o accoun t ; an d

The em p loyee w ill no t b e req uired t o t ake an y p er iod o f p aid annual leave o f less t han

one (1) w eek.

In circum st ances w here cancellat ion o f annual leave is consid ered d ue t o op erat ion al

req u irem en t s, consult at ion w ill occur p r io r t o cancellat ion o f any leave. Th e resched ulin g

o f any such leave w ill b e t aken at a m ut ually agreed t im e.

If t he em p loym en t o f an em p loyee is t erm inat ed t he em p loyee w ill b e p aid all leave

ow ing (includ ing any p ro -rat a annual leave) at t he t im e o f t erm inat ion . Fur t herm ore t h e

d at e o f t erm inat ion w ill b e ext end ed b y e it her t he am o un t o f accrued annual leave

ow ing o r t he am o un t o f long service leave o w ing w h ich ever is t he great er . Any p ub lic

ho lid ay f alling on a d ay t he em p loyee w o uld have b een ro st ered t o w ork d ur ing t h is

p er iod w ill b e calculat ed at t he em p loyee’s o rd in ary rat e and p aid at t he t im e o f

t erm inat ion .

The f o llow ing allow an ces/p enalt ies are p ayab le d ur in g p er io d s o f annual leave and

t heref o re p ayab le in t erm in at ion f o r any accrued annual leave:

Sh if t w o rkers - Sub ject t o t he rat e o f salary t o b e p aid t o a sh if t w o rker , t he rat e

p ayab le sh all b e f o r w ork in o rd inary t im e acco rd in g t o t he em p loyee's rost er o r

p ro ject ed ro st er , includ ing Sat urd ay, Sund ay o r ho lid ay sh if t s, o r an annualised salary

as ap p licab le.

Em p loyees-in -Charge - Em p loyee-in -Ch arge allo w an ces shall b e includ ed in t he salary t o

b e p aid .

The annual leave load ing o f 17.5% is inco rp o rat ed in t o t he salary r at es in Sched ule A o f

t h is Agreem en t .

10.1.1 Preservation of Five (5) Weeks Annual leave

Ad m in ist r at ive St ream em p loyees w ho p r io r t o 1995 h ad an en t it lem en t t o f ive (5) w eeks

annual leave p er annum w ill ret ain t h is en t it lem en t un less t hey elect in w r it ing t o f o rego

one (1) w eek’s accrual p er annum on a p erm an en t b asis and b e p aid an ad d it ion al 2% in t o

t heir base rate.

Th is p rovision d oes no t ap p ly t o :

Sh if t w o rkers;


Ad m in ist r at ive em p loyees engaged af t er 1995 w orking out sid e o f t he geograp h ical

area lying no r t h o f t h e 22nd Parallel o f Sout h Lat it ud e and /o r West o f t he 144t h

m er id ian o f East Long it ud e.

10.1.2 Illness Whilst on Annual Leave

An em p loyee f alling sick d ur in g annual leave m ay claim p ersonal leave in acco rd ance w it h

t he p rovisions d et ailed b elow , p rovid ed t he em p loyee has an ap p ro p r iat e p ersonal leave

b alance.

Annual leave f o r t h at p er io d o f sickness m ay b e re -cred it ed as annual leave t o b e t aken at

a m ut ually conven ien t t im e, p rovid ed t h at :

The p er iod o f illness is at least t w o (2) consecut ive w o rking d ays; and

A m ed ical cer t if icat e f r om a q ualif ied m ed ical p ract it ioner is includ ed w it h t he claim .

10.1.3 Personal Leave

Person al leave is availab le in circum st ances w here t he em p loyee sust ains an illness o r

in ju ry, w h ich result s in t he em p loyee b eing un ab le t o p er f o rm t heir n o rm al d u t ies. Entitlement

Every em p loyee, excep t a casual em p loyee, is en t it led t o b e p aid p ersonal leave at t he

nom inal r at e o f one (1) d ay p er m on t h o f service up t o a m axim um o f 12 d ays p er

com p let ed year o f service, un less p rovid ed f o r in an alt ern at ive em p loym en t

ar rangem ent p rovid ed f o r und er t h is Agreem en t ;

Par t -t im e em p loyees accrue p erson al leave on a p ro rat a b asis;

Paym en t f o r p ersonal leave w ill b e m ad e b ased on t he num b er o f hours t hat w ould

have b een w orked b y t he em p loyee if t hey w ere no t ab sen t on p erso nal leave; an d

Person al leave m ay b e t aken f o r p ar t o f a d ay.

Employee must give notice

The p aym en t o f p ersonal leave is sub ject t o t he em p loyee p ro m p t ly ad visin g t heir

sup erviso r at t he f ir st o p p or t un it y o f t heir ab sence and it s exp ect ed d urat ion . Evidence supporting a claim

When t he em p loyee's ab sence is f o r m ore t han t w o (2) consecut ive w o rking d ays

(consecut ive d ays includ e t he d ays im m ed iat ely p reced in g and f o llow ing a w eekend ,

p ub lic ho lid ay o r SDO), t he em p loyee is req uired t o g ive Energy Queensland a d oct o r 's

cer t if icat e, o r o t her r eason ab ly accep t ab le evid ence t o Energy Queensland’s sat isf act ion ,

ab out t he n at ure and ap p roxim at e d urat ion o f t he illness.

10.1.4 Concessional Personal Leave

A concessional p ersonal leave en t it lem en t o f 13 w eeks w ill b e cred it ed t o em p loyees w ho

have b een em p loyed in a Queenslan d Governm en t ow ned elect r icit y en t it y f o r 26 years,

w it hout a b reak o f em p loym en t exceed ing t h ree (3) m on t hs, and w ho have exh aust ed

t heir no rm al p ersonal leave en t it lem en t s.

Where t he em p loyee on ly req uires a p ar t o f t he 13 w eeks cred it , t he rem ain ing

com p onen t w ill b e availab le at a lat er d at e w h ere t he em p loyee h as again exhaust ed t heir

no rm al p ersonal leave accrual.

10.1.5 Concessional Personal Leave - Returned Service Personnel

Ret urned service p ersonnel w ill b e gran t ed a sp ecial cred it o f sixt y -f ive (65) w orking d ays

Person al Leave o f ab sence, f o r illness d irect ly at t r ib ut ab le t o act ive service caused

d isab ilit ies.


Elig ib ilit y f o r t h is en t it lem en t w ill b e cond it ional on t he em p loyee p rovid ing

d ocum ent ary evid ence f rom t he Dep ar t m en t o f Vet eran ’ Af f air s, t h at t he d isab ilit y h as

b een accep t ed b y t h at Dep ar t m en t as at t r ib ut ab le t o act ive service.

Claim s against t h is en t it lem en t w ill b e consid ered even w hen an em p loyee has a cred it o f

no rm al Personal Leave.

A m ed ical cer t if icat e o r o t her reason ab ly accep t ab le evid ence t o Energy Queensland’s

sat isf act ion , ab out t he nat ure an d ap p roxim at e d urat ion o f t he illness is req u ired w here

t he ab sence is f o r m ore t h an t w o (2) d ays.

Em p loyees w ho consid er t hey are elig ib le f o r t h is en t it lem en t should m ake ap p licat ion ,

sup p or t ed b y t he necessary d ocum en t ary evid ence t o t he Reg ion al Hum an Resources

Man ager .

Ap p licat ions f o r t akin g o f Personal Leave should b e lod ged in t he no rm al m anner .

How ever , claim s f o r d eb it s against t h is en t it lem en t should sp ecif ically ind icat e t hat t h e

ab sence w as associat ed w it h t he em p loyee’s d isab ilit y w h ich has b een accep t ed b y Energy

Queensland as b eing t he result o f act ive service. 10.2 SPECIAL CIRCUMSTANCES LEAVE

Where sp ecial cir cum st ances ar ise Energy Queensland m ay gran t t o an em p loyee ad d it ional

leave w it h p ay und er such cond it ions o r lim it at ions as Energy Queensland w ill d et erm in e.

Such leave w ill on ly b e p rovid ed w here an em p loyee h as exhaust ed all accrued leave

en t it lem en t s and ap p rop r iat e evid ence t o t he sat isf act ion o f Energy Queensland is

p rovid ed t o sup p or t t he req uirem en t f o r ad d it ional leave. Fo r exam p le, w here an

em p loyee o r im m ed iat e m em b er o f t he em p loyee’s f am ily req uires ongo ing m ed ical care

f o r a lif e t h reat en ing in jury o r illness. Such ap p roval w ill req u ire w r it t en evid ence t o t he

sat isf act ion o f Energy Queensland w h ich w ill no t un reasonab ly b e ref used .

10.2.1 Family and Domestic Violence Leave

Paid d om est ic and f am ily vio lence leave is availab le t o sup p or t em p loyees exp er iencing

t he ef f ect s o f d om est ic and f am ily vio lence b y p rovid ing access t o p aid leave and

sup p or t . The am oun t o f p aid leave t hat m ay b e reasonab ly req u ired is no t cap p ed and

o t her leave b alances d o no t need t o b e t aken o r exh aust ed p r io r t o accessing d om est ic

and f am ily vio lence leave. In t he case o f accessing leave f o r d om est ic and f am ily v io lence

p urp oses, an em p loyee w ill h ave access t o a m in im um o f 10 d ays p er year o f p aid leave.

Dom est ic an d /o r f am ily vio lence sup p or t leave can b e t aken as a p ar t d ay ab sence and

leave w it h p ay f o r d om est ic and f am ily vio lence p urp oses coun t s as service f o r all

p urp oses.

Leave p rovisions and req u irem en t s w ill b e availab le in acco rd ance w it h Energy Queensland

p o licy, includ ing :

Ind iv id ual Sup p o r t

Con f id en t ialit y

Ad verse act ion

Con t act p erson

Workp lace Saf et y Plann ing St rat eg ies

Any ch anges t o t he Po licy w ill b e d one t h rough agreem en t w it h t he Par t ies.


10.3 CARER’S LEAVE

10.3.1 Use of Personal Leave

An em p loyee w it h r esp onsib ilit ies in relat ion t o eit her m em b ers o f t heir im m ed iat e

f am ily o r m em b ers o f t heir househo ld w ill b e en t it led t o use t heir accrued Personal Leave

en t it lem en t f o r ab sences t o p rovid e care and sup p or t f o r such p erso ns w hen t hey are ill

o r in jured , o r b ecause o f an unexp ect ed em ergency af f ect ing a m em b er o f t heir

im m ed iat e f am ily o r m em b ers o f t heir househ o ld .

The em p loyee w ill, if req uest ed , p rovid e reason ab le evid ence t o Energy Queensland’s

sat isf act ion t hat t he p erson concerned req u ires care b y ano t her .

In no rm al circum st ances, an em p loyee w ill n o t t ake carer ’s leave w here ano t her p erson

has t aken leave t o care f o r t he sam e p erson .

Carer ’s leave m ay b e t aken f o r p ar t o f a single d ay.

The em p loyee w ill, w h ere p ract icab le ad vise Energy Queensland at t he f ir st op p or t un it y:

Give no t ice p r io r t o t he ab sence;

The n am e o f t h e p erson req uir in g care and t h eir r elat ionsh ip t o t he em p loyee;

The reasons f o r t aking such leave; an d

The est im at ed lengt h o f ab sence

10.3.2 Alternative Carers Leave Arrangements

Where an em p loyee has exh aust ed t heir en t it lem en t t o p aid carers leave, sub ject t o

ap p roval b y Energy Queensland t he em p loyee m ay t ake unp aid carer ’s leave o r t he

f o llow ing t yp es o f leave in t he m anner p rescr ib ed b elow :

Annual Leave

An em p loyee m ay elect , w it h t he consen t o f Energy Queensland, t o t ake annual leave at a

t im e o r t im es agreed b et w een t he p ar t ies w h ich m ay b e t aken in single d ay p er iod s o r

p ar t s t hereo f in any calend ar year at a t im e o r t im es agreed b et w een t he p ar t ies.

Tim e Of f in Lieu (TOIL)

An em p loyee m ay elect , w it h t he consen t o f Energy Queensland t o t ake t im e o f f in lieu o f

p aym en t f o r over t im e at a t im e o r t im es agreed w it h Energy Queensland t o d isch arge a

resp onsib ilit y t o care f o r o r sup p o r t a p erson w het her p erson al o r n o t .

Over t im e t aken as t im e o f f d ur ing o rd in ary t im e hours w ill b e t aken at t h e o rd in ary t im e

rat e t hat is an hour f o r each hour w orked .

Energy Queensland w ill, if req uest ed b y an em p loyee, p rovid e p aym en t at t he rat e

p rovid ed f o r t he p aym en t o f over t im e in t h is Agreement, f o r any over t im e w orked , in

acco rd ance w it h t h is Clause w here such t im e has no t b een t aken w it h in f our (4) w eeks o f

accrual.

Make-Up t im e

An em p loyee m ay elect , w it h t he consen t o f Energy Queensland, t o w ork “m ake-up t im e”,

und er w h ich t he em p loyee t akes t im e o f f o rd in ary hours, and w o rks t hose hours at a

lat er t im e, d ur ing t he sp read o f o rd in ary hours p rovid ed in t h is Agreement, at base rates.

An em p loyee on sh if t w o rk m ay elect , w it h t he consen t o f Energy Queensland, t o w ork

m ake-up t im e un d er w h ich t he em p loyee t akes t im e o f f o rd inary h ours and w orks t hose

hours at a lat er t im e, at t h e sh if t r at e w h ich w ould have b een ap p l icab le t o t he hours

t aken o f f .


10.4 COMPASSIONATE LEAVE

An em p loyee includ ing long t erm casuals w ill, on t he d eat h o f t heir :

Wif e o r Husb and ; De f act o ;

Par t ner ; Mo t her o r Fat her ;

Legal Guard ian ; Mo t her -in -law o r Fat her -in -law ;

Bro t her o r Sist er ; Ch ild o r St ep -ch ild ;

St ep -f at her o r St ep -m o t her ; Half b ro t her o r Half sist er ;

St ep -b ro t her o r St ep -sist er ; Bro t her -in -law o r Sist er -in -law ;

Niece, Nep hew ; Uncle, Aun t ;

Cousins; Son -in -law o r Daugh t er -in -law ;

Grand f at her o r Grand m ot her ; Grand son o r Grand d augh t er ;

Great Grand f at her o r Great Gran d m ot her Sp ouse;

Fo rm er sp ouse, Ex-f ost er ch ild ;

Ex-nup t ial ch ild ; Ex-f ost er p aren t ;

St ep Grand p aren t s

w ill b e en t it led on no t ice t o t w o (2) o rd inary d ays o f b ereavem en t leave w it hout loss o f

p ay. The p er io d o f leave w ill no t exceed t he num b er o f hours w orked b y t he em p loyee

on t w o (2) o rd inary d ays.

On t he d eat h o f an em p loyee’s w if e, husb and , d e f act o , ch ild /st ep ch ild , m o t her o r f at her , b ro t her o r sist er t hey m ay access up t o f ive (5) d ays o f accrued p ersonal leave f o r t he

p urp oses o f b ereavem en t , in ad d it ion t o exist ing b ereavem en t leave en t it lem en t s.

Reasonab le ad d it ional b ereavem en t leave m ay b e p rovid ed at Energy Queensland’s

d iscret ion w here an em p loyee has assum ed sign if ican t resp onsib ilit y f o r t he

ar rangem ent s o f cerem on ies result in g f rom t he d eat h , o r w here cult ural ob ligat ions

necessit at e a longer p er iod o f b ereavem en t leave.

Em p loyees accessing up t o t he f ive (5) d ays o f p erson al leave in t hese circum st ances w ill

no t b e req u ired t o p ro vid e sup p or t ing evid en ce in acco rd ance w it h clause 10.2.2.

Bereavem en t leave can b e sp lit t o allow a p er iod o f leave p r io r t o t he f uneral an d t hen

f o r at t en d ance at t he f uneral at a lat er d at e.

In ad d it ion , w h ere t he em p loyee m ust t r avel ext ensively f o r t he p urp ose o f b ereav em en t

leave, an em p loyee w ill b e en t it led up t o a m axim um o f t w o (2) ad d it ional d ays w it hout

loss o f p ay on each occasion .

In each case, sat isf act o r y evid ence m ust b e p ro vid ed if req uest ed b y Energy Queensland.

Any claim s f o r b ereavem en t leave f o r a p erson no t list ed ab ove m ust b e ref er red t o

Hum an Resources.

Energy Queensland m ay ap p rove unp aid leave w here t he p er iod o f p aid b ereavem en t leave

is insuf f icien t .

A “long t erm casual em p loyee” is a casual em p loyee engaged b y Energy Queensland, on a

regular and syst em at ic b asis, f o r several p er iod s o f em p loym en t d ur in g a p er io d o f at

least one (1) year im m ed iat ely b ef o re t he em p loyee seeks t o access b ereavem en t leave.

10.5 PARENTAL LEAVE

Paren t al Leave includ in g Mat ern it y, Pat ern it y and Ad op t ion Leave is avai lab le t o f u ll-t im e,

p ar t -t im e o r long t erm casual em p loyees w ho have at least t w elve (12) m on t hs con t inuous

service w it h Energy Queensland im m ed iat ely p r io r t o com m encing Paren t al Leave.


10.5.1 Definitions

Adoption Leave m eans p aid and un p aid leave availab le t o an em p loyee in r elat ion t o t he

ad op t ion o f a ch ild .

Child for the purposes of Adoption Leave m eans a p erson und er t he age o f f ive years w ho is

p laced w it h t he em p lo yee f o r t he p urp oses o f ad op t ion , o t her t han a ch ild o r st ep -ch ild

o f t he em p loyee o r o f t he sp ouse o f t he em p loyee.

Child for the purposes of Maternity and Paternity Leave m eans a ch ild o f t he em p loyee o r

t heir sp ouse und er t he age o f one (1) year .

Long term casual m ean s casual em p loyees w ho are engaged , b y Energy Queensland on a

regular and syst em at ic b asis o f at least one (1) year im m ed iat ely b ef o re t h e em p loyee

seeks t o access an en t it lem en t .

Maternity Leave m ean s p aid and unp aid leave availab le t o a p regnan t em p loyee in relat ion

t o t he b ir t h o f a ch ild .

Parental Leave m eans p aid and unp aid leave associat ed w it h t he b ir t h o r ad op t ion o f a

ch ild , includ ing Mat ern it y, Pat ern it y and Ad op t ion Leave.

Paternity Leave m eans p aid and un p aid leave availab le t o t he sp ouse o f a p regnan t o r

ad op t ive em p loyee.

Primary care-giver m eans a p erson w ho assum es t he p r incip al ro le o f p rovid ing care and

at t en t ion t o a ch ild .

Relative adoption occurs w hen a ch ild , as d ef in ed , is ad op t ed b y a grand p aren t , b ro t her ,

sist er , aun t o r uncle (w het her o f t he w ho le b lood o r half b lood o r b y m ar r iage).

Replacement Employee m eans an em p loyee sp ecif ically engaged as a result o f an em p loyee

p roceed ing on Paren t al Leave and t em p orary p ar t t im e ar rangem en t s.

Spouse includ es a d e f act o sp ouse, includ ing a sp ouse o f t he sam e sex o r a f o rm er sp ouse.

10.5.2 Maternity Leave

A p regn an t em p loyee w ill b e en t it led t o a p er iod o f up t o f if t y t w o (52) w eeks Mat ern it y

Leave p rovid ed t hat such leave w ill no t ext en d b eyond t he ch ild ’s f ir st (1st ) b ir t hd ay. The

p er iod o f Mat ern it y Leave includ es t he f o llow ing:

An unb roken p er iod o f up t o f o ur t een (14) w eeks p aid leave;

A f ur t her unb ro ken p er io d o f up t o t h ir t y eigh t (38) w eeks unp aid leave t o b e t he

p r im ary care g iver o f t he ch ild .

An em p loyee m ay elect t o r eceive t heir f our t een (14) w eeks p aid Mat ern it y Leave at half

p ay over f our t een (14) f o r t n igh t ly p ay p er iod s.

Th is en t it lem en t w ill b e red uced b y any p er iod o f Pat ern it y Leave t aken b y t h e

em p loyee’s sp ouse in r elat ion t o t he sam e ch ild . Ap ar t f rom Pat ern it y Leave o f up t o one

(1) w eek at t he t im e o f con f inem en t , Mat ern it y Leave w ill no t b e t aken concur ren t ly w it h

Pat ern it y Leave.

A f ur t her p er iod o f up t o f if t y t w o (52) w eeks o f unp aid leave, t o b e t he p r im ary care -

g iver m ay b e ap p roved at t he d iscret ion o f Energy Queensland.

Where an em p loyee co n t inues t o w ork w it h in t he six (6) w eek p er iod im m ed iat ely p r io r

t o t he exp ect ed d at e o f b ir t h , t he em p loyee is t o p rovid e Energy Queensland w it h a

m ed ical cer t if icat e w h ich st at es t hat con t in uing t o und er t ake no rm al d u t ies w ill no t

jeop ard ise t he em p loyee’s healt h .


Transf er t o a Saf e Job

Where a d oct o r ’s cer t if icat e st ip ulat es t he necessit y f o r an em p loyee t o t ransf er t o a saf e

job , a r isk assessm en t m ay b e und er t aken p r io r t o com m encem ent in t he alt ern at e ro le.

The alt ern at e ro le w ill b e com p arab le in classif icat ion and p ay.

If t he t ran sf er t o a saf e job is no t p ract icab le, t he em p loyee m ay req uest t o t ake leave as

p rovid ed in t h is Agreement f o r as long as a d oct o r cer t if ies it is necessary t o avo id

exp osure t o r isk.

Sp ecial Mat ern it y Leave an d Person al Leave

Where t he p regnancy o f an em p loyee no t on Mat ern it y Leave t erm in at es af t er t w elve (12)

w eeks o t her t han b y t he b ir t h o f a living ch ild , she w ill b e en t it led t o unp aid leave (t o b e

know n as sp ecial Mat ern it y Leave) as a regist ered m ed ical p ract it ioner cer t if ies as

necessary b ef o re her r et urn t o w ork; o r f o r illness o t her t han t he no rm al conseq uences

o f con f inem en t she w ill b e en t it led , eit her in lieu o f o r in ad d it ion t o sp ecial Mat ern it y

Leave, t o such p aid sick leave as t o w h ich she is en t it led and w h ich a reg ist ered m ed ical

p ract it ioner cer t if ies as necessary b ef o re her r et urn t o w ork.

Should a p regn ancy en d af t er t w en t y (20) w eeks o f p regn ancy o r t he ch ild d ie d ur ing t he

p er iod o f p aid m at ern it y leave, t he em p loyee w ill b e elig ib le f o r p aid Sp ecial Mat ern it y

Leave o f up t o f our t een (14) w eeks. The em p loyee m ay elect t o ret urn t o t he w orkp lace

p r io r t o t he conclusion o f t he f our t een (14) w eeks Sp ecial Mat ern it y Leave p er iod in w h ich

case such p aym en t w ill cease and no rm al w ages recom m ence.

Where an em p loyee n o t on Mat ern it y Leave suf f er s illness relat ed t o her p regnancy, she

m ay t ake p aid sick leave as she is en t it led and f ur t her un p aid leave (t o b e know n as

sp ecial Mat ern it y Leave) as a regist ered p ract it ioner cer t if ies as necessary b ef o re her

ret urn t o w o rk, p rovid ed t h at t he t o t al o f p aid sick leave, sp ecial Mat ern it y Leave and

Mat ern it y Leave sh all no t exceed f if t y t w o (52) w eeks

10.5.3 Paternity Leave

An em p loyee w ill b e en t it led t o one (1) o r t w o (2) p er io d s o f Pat ern it y Leave, t he t o t al o f

w h ich w ill no t exceed f if t y t w o (52) w eeks, in t he f o llow ing circum st ances:

An unb ro ken p er iod o f up t o one (1) w eek p aid leave at t he t im e o f con f inem en t o f

t he sp ouse and w it h t he consen t o f Energy Queensland an ext ension o f t he Pat ern it y

Leave f o r f ur t her unb roken p er iod o f up t o seven (7) w eeks unp aid leave.

A f ur t her unb ro ken p er iod o f up t o f if t y one (51) w eeks unp aid leave in o rd er t o b e

t he p r im ary caregiver o f a ch ild p rovid ed t hat such leave w ill no t ext end b eyond t he

ch ild ’s f ir st (1st ) b ir t h d ay.

The en t it lem en t o f up t o f if t y one (51) w eeks unp aid leave w ill b e red uced b y any p er iod

o f Mat ern it y Leave o r Ad op t ion Leave t aken b y t he em p loyee’s sp ouse. Ap ar t f rom

Pat ern it y Leave o f up t o one (1) w eek at t he t im e o f con f inem en t , any f ur t her un b ro ken

p er iod o f up t o f if t y on e (51) w eeks w ill no t b e t aken concur ren t ly w it h Pat ern it y Leave.

An em p loyee m ay req uest t o ext end t he on e (1) w eek p aid p at ern it y leave t o t w o (2)

w eeks at h alf -p ay.

A f ur t her p er iod o f up t o f if t y t w o (52) w eeks o f unp aid leave t o b e t he p r im ary care -g iver

m ay b e ap p roved at t h e d iscret ion o f Energy Queensland.

10.5.4 Adoption Leave

An em p loyee w ill b e en t it led t o one (1) o r t w o (2) p er iod s o f Ad op t ion Leave, t he t o t al o f

w h ich w ill no t exceed f if t y t w o (52) w eeks, in t he f o llow ing circum st ances:

An unb ro ken p er iod o f up t o f our t een (14) w eeks p aid leave at t he t im e o f p lacem en t

o f t he ch ild ;


Fur t her un b ro ken p er iod o f up t o t h ir t y eigh t (38) w eeks unp aid leave f rom t he t im e

o f t he ch ild ’s p lacem en t in o rd er t o b e t he p r im ary care -g iver o f t he ch ild . Th is leave

w ill no t ext end b eyon d one year af t er t he p lacem en t o f t he ch ild an d w ill no t b e

t aken concur ren t ly w it h Ad op t ion Leave t aken b y t he em p loyee’s sp ouse in relat ion t o

t he sam e ch ild .

An em p loyee m ay elect t o receive t heir f our t een (14) w eeks p aid Ad op t ion Leave at half

p ay over f our t een (14) f o r t n igh t ly p ay p er iod s.

The en t it lem en t o f up t o f if t y t w o (52) w eeks w ill b e red uced b y any p er iod o f Ad op t ion

Leave t aken , and t he aggregat e o f any p er iod s o f Ad o p t ion Leave t aken o r t o b e t aken b y

t he em p loyee’s sp o use. 60

A f ur t her p er iod o f up t o f if t y t w o (52) w eeks o f unp aid leave m ay b e ap p roved t o b e t he

p r im ary care-g iver at t he d iscret ion o f Energy Queensland.

Sp ecial Ad op t ion Leave

Energy Queensland w ill g ran t t o any em p loyee w ho is seeking t o ad op t a ch ild , such unp aid

leave no t exceed ing t w o (2) d ays, as is r eq u ired b y t he em p loyee t o at t en d any

com p ulso ry in t erview s o r exam inat ions as are necessary.

10.5.5 Parental Leave Notice Requirements

The f o llow ing no t ice p er io d s ap p ly f o r Paren t al Leave:

Mat ern it y Leave

No t less t h an t en (10) w eeks p r io r t o t he exp ect ed d at e o f con f inem en t an em p loyee

w ill p rovid e Energy Queensland w it h a cer t if icat e f rom a reg ist ered m ed ical p ract it ioner

st at ing t hat she is p regnan t and t he exp ect ed d at e o f con f inem en t .

No t less t h an f our (4) w eeks p r io r t o con f inem en t an em p loyee w ill p rovid e no t ice in

w r it ing t o Energy Queensland o f t he d at e she p rop oses t o com m ence Mat ern it y Leave,

st at ing t he p er iod o f leave t o b e t aken . If req uest ed b y Energy Queensland t he

em p loyee m ust p ro d uce a st at u t o ry d eclarat ion st at ing p ar t icu lars o f any p er iod o f

Pat ern it y Leave sough t o r t aken b y h er sp o use.

Pat ern it y Leave

No t less t han t en (10) w eeks p r io r t o t he exp ect ed d at e o f p rop osed Pat ern it y Leave

an em p loyee w ill p rovid e Energy Queensland w it h a cer t if icat e/d eclarat ion st at ing t he

p rop osed st ar t and f in ish d at es o f leave.

As soon as p ract icab le, an em p loyee w ill g ive no t ice t o Energy Queensland o f t he d at e

t hey p rop o se t o com m ence Pat ern it y Leave, st at ing t he p er iod o f leave t o b e t aken .

Ad op t ion Leave

Up on receiv ing no t ice o f ap p roval f o r ad op t ion p urp oses, an em p loyee w ill no t if y

Energy Queensland o f such ap p roval and w it h in t w o (2) m on t hs o f such ap p roval w ill

f ur t her no t if y Energy Queensland o f t he p er iod o r p er io d s o f Ad o p t ion Leave t h e

em p loyee p rop oses t o t ake. In t he case o f a Relat ive Ad op t ion t he em p loyee w ill

no t if y as af o resaid up o n d ecid ing t o t ake a ch ild in t o cust od y p end in g an ap p licat ion

f o r an ad op t ion o rd er .

No t less t han t en (10) w eeks b ef o re t he p rop osed d at e o f com m encing any Ad op t ion

Leave an em p loyee w ill g ive no t ice in w r it ing t o Energy Queensland o f t he d at e o f

com m encing leave and t he p er io d o f leave t o b e t aken .

No t less t h an f our t een (14) d ays b ef o re t he p resum ed d at e o f p lacem en t o f a ch ild f o r

ad op t ion an em p loyee w ill, as soon as g ive no t ice in w r it in g t o Energy Queensland o f

t he d at e o f t he com m encem ent o f any p er iod o f leave t o b e t aken .


10.5.6 Certification Required

The f o llow ing cer t if icat ion is req uired in relat ion t o ap p licat ions f o r Paren t al Leave:

A cer t if icat e f rom a regist ered m ed ical p ract it ioner st at ing t h at t he em p loyee (o r

t heir sp ouse) is p regnan t and t he exp ect ed d at e o f con f inem en t . Where ap p rop r iat e

t he sp ouse should b e n am ed ; o r

A St at em en t f rom an ad op t ion agency o r o t her ap p rop r iat e b od y ad v ising t he

p resum ed d at e o f p lacem en t o f t he ch ild w it h t he em p loyee f o r ad op t ion p urp oses;

o r

A st at em en t f rom t h e ap p rop r iat e govern m en t au t ho r it y con f irm ing t h at t he

em p loyee is t o h ave cust od y o f t he ch ild p end ing ap p licat ion f o r an ad op t ion o rd er ;

and

In relat ion t o any f ur t h er p er iod o f up t o f if t y-one (51) w eeks t o b e t aken f o r Pat ern it y

Leave, t he em p loyee m ust p ro d uce t o Energy Queensland a st at u t o ry d eclarat ion

st at ing:

• The p er io d o f Paren t al Leave req uest ed t o b ecom e t he p r im ary care -g iver o f a

ch ild ;

• Par t icu lar s o f any p er iod o f Paren t al Leave sough t o r t aken b y t he em p loyee’s

sp ouse; and

• Fo r t he p er iod o f Paren t al Leave t he em p loyee w ill no t engage in any cond uct

inconsist en t w it h t he em p loyee’s con t ract o f em p loym en t .

10.5.7 Variation of Period of Parental Leave

Provid ed t h e m axim um p er io d o f Paren t al Leave d o es no t exceed t he p er iod t o w h ich

t he em p loyee is en t it led , t he p er io d o f Paren t al Leave m ay b e ext end ed once on ly b y t he

em p loyee g iving no t less t h an f our t een (14) d ays’ no t ice in w r it ing st at ing t he p er iod b y

w h ich t he leave is t o b e ext end ed .

The p er iod m ay b e f u r t her ext end ed b y Agreement b et w een Energy Queensland and t he

em p loyee.

The p er iod o f Paren t al Leave m ay, w it h t he co nsen t o f Energy Queensland, b e sho r t ened b y

t he em p loyee g iving n o t less t han f our t een (14) d ays no t ice in w r it ing st at ing t he p er iod

b y w h ich t he leave is t o b e sho r t ened .

An em p loyee and Energy Queensland m ay agree t hat t he em p loyee b reak t he p er iod o f

Paren t al Leave b y ret urn ing t o w ork f o r Energy Queensland, w het her on a f u ll-t im e, p ar t

t im e o r casual b asis.

10.5.8 Cancellation of Parental Leave

Mat ern it y o r Pat ern it y Leave, ap p lied f o r b ut no t com m enced , w ill b e cancelled w hen t he

p regn ancy o f an em p loyee t erm in at es o t her t han b y t h e b ir t h o f a liv in g ch ild . In such

inst ances t he em p loyee w ill resum e w ork at a t im e nominated employee representative b y

Energy Queensland w h ich w ill no t exceed t w o (2) w eeks f rom t he d at e o f no t ice p rovid ed in

w r it ing b y t he em p loyee o f t heir in t en t ion t o r et urn t o w ork.

Ad op t ion Leave ap p lied f o r b ut no t com m en ced , w ill b e cancelled should t he p lacem en t

o f t he ch ild no t p roceed .

Where t he p lacem en t o f a ch ild f o r ad op t ion p urp oses w it h an em p loyee t hen on

Ad op t ion Leave d oes no t p roceed o r con t inue, t he em p loyee w ill no t if y Energy Queensland

and Energy Queensland w ill nom inat e a t im e n o t exceed ing t w o (2) w eeks f rom receip t o f

no t if icat ion f o r t he em p loyee’s resum p t ion o f w ork.


10.5.9 Parental Leave and Other Leave Entitlements

Provid ed t he aggregat e o f any leave, inclu d ing leave t aken und er Paren t al Leave, d oes

no t exceed t he p er iod t o w h ich t he em p loyee is en t it led , an em p loyee m ay, in lieu o f o r

in con junct ion w it h Paren t al Leave, t ake any Annual Leave o r Long Service Leave o r any

p ar t t hereo f t o w h ich t hey are en t it led .

Where an en t it lem en t exist s, an em p loyee m ay also elect t o t ake any accrued Annual

Leave o r Long Service Leave at h alf p ay in con junct ion w it h p aid Paren t al Leave, p rovid ed

t he m axim um p er io d o f leave at h alf p ay d oes no t end b eyond f if t y -t w o (52) w eeks.

Paid Personal Leave o r o t her p aid aut ho r ised ab sences (exclud in g Annual Leave o r Long

Service Leave) w ill no t b e availab le t o an em p loyee d ur ing t heir ab sence on Paren t al

Leave.

10.5.10 Accrual of Leave & Continuity of Service

An ab sence on Paren t al Leave w ill b e t aken in t o accoun t in calculat ing an en t it lem en t t o

Annual Leave t o a m axim um o f t h ree (3) m on t hs p rovid ed t h at w here an em p loyee d oes

no t ret urn t o t he service o f Energy Queensland p r io r t o o r f o llow ing co m p let ion o f Paren t al

Leave and t hereaf t er r em ain in t he service o f Energy Queensland f o r a con t inuous p er io d o f

t h ree (3) m on t hs, t he em p loyee w ill f o r f eit t he r igh t t o have any p ar t o f t he p er iod o f

Paren t al Leave t aken in t o accoun t in calculat ing en t it lem en t s t o o r in lieu o f Annual

Leave.

Ab sence on Paren t al Leave w ill no t b reak t h e con t in uit y o f service o f an em p loyee b ut

w ill no t b e t aken in t o accoun t in calculat ing t h e p er iod o f service f o r any o t her p urp ose.

10.5.11 Termination of Employment

An em p loyee on Paren t al Leave m ay t erm inat e t heir em p loym en t at any t im e d ur ing t he

p er iod o f leave b y no t ice g iven in acco rd ance w it h t h is Agreement.

Energy Queensland w ill n o t t erm in at e t he em p loym en t o f an em p loyee on t he ground o f

t heir p regn ancy o r an em p loyee’s ab sence on Paren t al Leave, b u t o t herw ise t he r igh t s o f

Energy Queensland in relat ion t o t erm inat ion o f em p loym en t are no t af f ect ed .

10.5.12 Return to Work after Parental Leave

An em p loyee w ill con f irm t heir in t en t ion o f ret urn ing t o w ork b y no t ice in w r it in g t o

Energy Queensland g iven no t less t han f our (4) w eeks p r io r t o t he exp irat ion o f her p er io d

o f Paren t al Leave.

Where an em p loyee elect s t o ret urn t o w ork w it h in six (6) w eeks af t er t he b ir t h o f t he

ch ild , t he em p loyee w ill p rovid e t o Energy Queensland a m ed ical cer t if icat e st at ing t hat she

is f it t o r et urn t o w ork.

An em p loyee ret urn ing t o w ork af t er t he com p let ion o f a p er iod o f Paren t al Leave w ill b e

en t it led t o t he p osit ion w h ich t hey held im m ed iat ely b ef o re p roceed ing on such leave o r ,

in t he case o f an em p loyee w ho w as t ran sf er red t o a saf e job t o t h e p osit ion she held

im m ed iat ely b ef o re such t r ansf er . Where such p osit ion no longer exist s w h ich t he

em p loyee is q ualif ied f o r and is cap ab le o f p er f o rm ing, t hey w ill b e en t it led t o a p osit ion

com p arab le in classif icat ion and p ay t o t hat o f her f o rm er p osit ion .

On ret urn t o w ork, em p loyees m ay b y Mutual Agreement, w o rk p ar t t im e.

10.5.13 Replacement Employees

Bef o re Energy Queensland engages a rep lacem en t em p loyee t he rep lacem en t em p loyee

w ill b e ad vised t h at it is a t em p orary p osit ion an d o f t he r igh t s o f t he em p loyee

p roceed ing on Paren t al Leave, and t em p orary p ar t t im e ar rangem en t s.


Not h ing in t h is Clause w ill b e const rued as Energy Queensland b eing req u ired t o engage a

Rep lacem en t Em p loyee.

10.5.14 Part Time Work for Parental Leave

Sub ject t o t he d iscret ion and ap p roval o f Energy Queensland, an em p loyee w ho is t he

p r im ary care-g iver m ay w ork p ar t -t im e in one (1) o r m ore p er iod s at any t im e f rom t he

d at e o f b ir t h o f t he ch ild o r p lacem en t o f t h e ch ild , un t il t he ch ild is no longer req u ired

t o b e en ro lled f o r co m p ulso ry schoo ling un d er t he Ed ucat ion (General Provisions) Act

2006.

Energy Queensland w ill on ly ref use a req uest t o w ork p ar t -t im e on reasonab le b usiness

ground s. If an em p loyee’s req uest f o r p ar t -t im e ar ran gem en t s is n o t ap p roved , Energy

Queensland w ill p rovid e t he reasons f o r t he ref usal.

A f em ale em p loyee m ay w ork p ar t -t im e in one o r m ore p er iod s w h ile she is p regn an t

w here p ar t -t im e em p lo ym en t is necessary o r d esirab le b ecause o f t he p regn ancy.

Ret urn t o f o rm er p osit ion

An em p loyee w ho h as had at least t w elve (12) m on t hs’ con t inuous service w it h Energy

Queensland im m ed iat ely p r io r t o com m encin g p ar t -t im e em p loym en t af t er t he b ir t h o r

p lacem en t o f a ch ild has, at t he exp irat ion o f t he p er iod o f such p ar t -t im e em p loym en t

o r t he f ir st p er iod , if t here is m ore t han one, t he r igh t t o ret urn t o h is o r her f o rm er

p osit ion .

No t h ing in t h is Clause w ill p reven t Energy Queensland f rom p erm it t ing t he em p loyee t o

ret urn t o t heir f o rm er p osit ion af t er a second o r sub seq uen t p er iod o f p ar t -t im e

em p loym en t .

Ef f ect o f p ar t -t im e em p loym en t on con t inuo us service

Com m encem en t on p ar t -t im e w o rk und er t h is Agreement w ill no t b reak t he em p loyee’s

con t inu it y o f service o r em p loym en t .

Pro Rat a en t it lem en t s

Par t -t im e em p loym en t w ill b e in acco rd ance w it h t he p rovisions o f t h is Agreement.

Term in at ion o f em p loym en t

An em p loyee on a p ar t t im e ar rangem en t m ay t erm in at e t heir em p loym en t at any t im e

d ur ing t heir em p loym en t b y no t ice g iven in acco rd ance w it h t h is Agreement.

Energy Queensland w ill no t t erm in at e t he em p loym en t o f an em p loyee on t he ground s o f

t heir p ar t t im e em p lo ym en t st at us, b ut o t herw ise t he r igh t s o f Energy Queensland in

relat ion t o t erm in at ion o f em p loym en t are no t af f ect ed .

Nat ure o f p ar t -t im e w o rk

The w ork t o b e p er f o rm ed p ar t -t im e need no t b e t he w ork p er f o rm ed b y t he em p loyee

in t heir f o rm er p osit ion b ut w ill b e w ork o t herw ise p er f o rm ed und er t h is Agreement

relevan t t o t hat em p lo ym en t .

10.5.15 Communication to Employees on Parental Leave

Energy Queensland w ill t ake reasonab le act ion t o ad vise each em p loyee w ho is ab sen t f rom

t he w orkp lace on Paren t al Leave ab out any d ecision t o im p lem en t changes. Such ad vice

w ill includ e in f o rm at io n on t he ef f ect it w ill have on t he p o sit ion t he em p loyee held

b ef o re st ar t ing Paren t al Leave.

Energy Queensland w ill g ive t he em p loyee a reasonab le op p o r t un it y t o d iscuss any

sign if ican t ef f ect t h e change w ill have on t he em p loyee’s p osit ion .


10.6 LONG SERVICE LEAVE

10.6.1 Entitlement

An em p loyee is en t it led t o t h ir t een (13) w eeks Long Service Leave o n t he com p let ion o f

t en (10) years con t in uous service.

Em p loyees w ill b e en t it led t o t ake p rop or t io nat e long serv ice leave af t er seven (7) years

con t inuous service recogn ised b y Energy Queensland. An em p loyee m ay access t heir long

service leave af t er seven (7) years o f em p loym en t at t he p ro rat a rat e . An em p loyee’s

en t it lem en t t o long service leave af t er t en (10) years o f con t inuous service w ill b e

red uced b y any p rop o r t ionat e long service leave t aken .

10.6.2 Entitlement on Termination of Employment

Not w it hst an d ing, an em p loyee w ill b e en t it led t o a p rop or t ionat e p aym en t f o r Long

Service Leave on t h e t erm inat ion o f t h e em p loyee’s service in t he f o llow ing

circum st ances:

An em p loyee f if t y f ive (55) years o f age o r o ld er resigns and has at least f ive (5) years

con t inuous service end ing w hen t he em p loyee resigns.

An em p loyee und er f if t y f ive (55) years o f age and has at least f ive (5) years con t inuo us

service resign s as a result o f illness o r in jur y and p rovid es Energy Queensland w it h a

m ed ical cer t if icat e, f ro m an ap p rop r iat e d oct o r , st at ing t hey are un ab le t o con t inue

in t h eir em p loym en t w it h Energy Queensland b ecause o f t he em p loyee’s ill healt h .

An em p loyee’s service ceases b ecause o f t he em p loyee’s d eat h and t hey had at least

f ive (5) years co n t inuous service end ing w hen t he em p loyee d ies.

An em p loyee resign s b ecause o f a d om est ic o r o t her p ressing necessit y and has at

least seven (7) years co n t inuous service end in g w hen t he em p loyee resigns.

An em p loyee’s service is t erm in at ed b y Energy Queensland f o r a reaso n o t her t han t he

em p loyee’s cond uct , cap acit y o r p er f o rm ance and has at least seven (7) years

con t inuous service w hen t he em p loyee’s service is t erm in at ed .

On com p let ion o f t en (10) years o f service, any unused accrued long service leave.

The am oun t o f p rop or t ionat e p aym en t w ill b e eq ual t o t he am oun t t h at w ould have b een

p aid t o t he em p loyee if t he em p loyee h ad t aken all Long Service Leave t o w h ich t he

em p loyee w as en t it led on t he last d ay o f em p loym en t .

If an em p loyee has d ied , Energy Queensland w ill p ay t h e am oun t as soo n as is p ract icab le t o

t he p ersons (if any) w ho , Energy Queensland is sat isf ied , are com p let ely o r sub st an t ially

d ep en d en t on t he earn ings o f t he em p loyee; o r in o t her cases t o t he em p loyee’s

p ersonal rep resen t at ive.

Appropriate doctor m eans a d oct o r w ho Energy Queensland is sat isf ied has t he ap p rop r iat e

exp er t ise t o d ecid e w het her o r no t t he em p loyee is ab le t o con t in ue in t he em p loyee’s

p resen t em p loym en t

10.6.3 Service Recognised for Long Service Leave

Cont in uous service m eans:

Service t h at is con t in uous o r t aken t o b e con t inuous und er Chap t er 8 o f t he Elect r icit y

Regulat ion 2006 (Qld ), and

A p er iod o f f o rm er service t h at is, und er Chap t er 8 o f t he Elect r icit y Regulat ion 2006

(Qld ), r ecogn ised f o r w orking out t he p er iod o f service o f t he em p loyee in t he

Governm en t Ow ned Elect r icit y (GOE) ind ust r y; and

Fo r an em p loyee w ho b ecam e a GOE ind ust ry em p loyee on 1 January 1995 b ecause o f

t he rep ealed Governm en t Ow ned Co rp o rat io ns (QGC Corp o rat isat io n ) Regulat ion 1994

o r t he rep ealed Governm en t Ow ned Corp o rat ions (QTSC Co rp o rat isat ion ) Regulat ion


1994 - p revious service, includ ing b ro ken service, recogn ised as service f o r Long

Service Leave p urp o ses und er t he rep ealed Elect r icit y Act 1976.

10.6.4 Casual Employees – Service and Continuity of Service

The service o f an em p loyee w ho has b een em p loyed m ore t han once b y one o r m ore GOE

em p loyers over a p er iod is con t in uous service w it h Energy Queensland even t hough :

t he em p loym en t is b ro ken ; o r

any o f t he em p loym en t is no t f u ll -t im e em p lo ym en t ; o r

t he em p loyee is em p loyed b y t he en t it y o r en t it ies und er t w o (2) o r m ore

em p loym en t con t ract s; o r

t he em p loyee w ould , ap ar t f rom t h is sect io n , b e t aken t o b e en gaged in casual

em p loym en t ; o r

t he em p loyee has engaged in o t her em p loym en t d ur ing t he p er io d .

Con t in uous service en d s if t he em p loym en t is b roken b y m o re t h an t h ree (3) m on t hs

b et w een t he en d o f one em p loym en t con t ract and t he st ar t o f t he next em p loym en t

con t ract .

In w orking out t he lengt h o f a casual em p loyee’s con t in uous service, service b y t he

em p loyee b ef o re 23 June 1990 w ill no t b e t aken in t o accoun t . A p er iod w h en t he

em p loyee w as no t em p loyed b y Energy Queensland o r ano t her GOE em p loyer w ill b e t aken

in t o accoun t , p rovid ed t h at con t inuo us service end s if t he em p loym en t is b ro k en b y

m ore t h an t h ree (3) m on t hs b et w een t he en d o f one em p loym en t con t ract and t he st ar t

o f t he next em p loym en t con t ract .

10.6.5 Periods of Absence Without Pay That Count As Service

An em p loyee’s ab sence w it hout p ay f rom em p loym en t is coun t ed as service on ly if :

t he ab sence is as sick leave f o r no m ore t h an t h ree (3) m on t h s; o r

t he em p loyee is p aid f o r t he ab sence und er t he Wo rkers’ Com p ensat ion and

Rehab ilit at ion Act 2003 as am en d ed f rom t im e t o t im e f o r an in jur y sust ained b y t he

em p loyee; o r

t he ab sence is f o r leave, o t her t han sick leave, o f no m ore t han t w o (2) w eeks gran t ed

b y Energy Queensland; o r

Energy Queensland has ap p roved t he inclusio n o f t he p er iod o f t he ab sence in t he

em p loyee’s p er io d o f service f o r t h is p ar t ; o r

t he em p loyee is a casual em p loyee and Clause 10.6.4 ap p lies.

10.6.6 Calculation of Long Service Leave – Full-Time and Part-Time Employees

The calculat ion o f Long Service Leave w ill b e in hours as has b een agreed b et w een Energy

Queensland and Parties t o t h is Agreement and w ill b e at t he rat e o f 1.3 w eeks on t he

ap p rop r iat e rat e o f p ay f o r each year o f t h e em p loyee’s con t inuo us service.

The ap p ro p r iat e r at e o f p ay is:

f o r a f u ll-t im e em p loyee – at t he f u ll p ay rat e; and

f o r a p ar t -t im e em p loyee – at a p ro p or t ionat e am o un t o f f u ll p ay rat e.

10.6.7 Calculation of Long Service Leave – Casual Employees

The m in im um leave an d am oun t p ayab le t o a casual em p loyee f o r Long Service Leave is

w orked o ut using t he f o llow ing calculat ion :

Actual service x 13 x hourly rate

52 10


Actual service m eans t h e t o t al o rd inary w o rking hours act ually w orked b y t he em p loyee

d ur ing t he em p loyee’s p er iod o f con t inuous service.

The ap p rop r iat e r at e o f p ay f o r a casual em p loyee is t he hour ly r at e f o r o rd in ary t im e

p ayab le t o t h e em p loyee:

if t he em p loyee t akes t he Long Service Leave – on t he d ay t he em p loyee st ar t s t he

leave; o r

if t he em p loyee’s em p loym en t is t erm inat ed – o n t he d ay t he t erm in at ion t akes

ef f ect .

10.6.8 Casual Employees—Conversion to Full Time Equivalent

Sub ject t o Mutual Agreement a casual em p loyee’s en t it lem en t t o Long Service Leave m ay b e

t aken in t he f o rm o f it s f u ll-t im e eq u ivalen t .

Exam p le – If a casual em p loyee is en t it led t o b e p aid f o r t w o hund red and n inet y (290)

hours Long Service Leave; t he em p loyee and Energy Queensland m ay agree t hat t he

em p loyee t akes eigh t (8) w eeks leave (290 hours ÷ 36.25 hours = 8 w eeks).

10.6.9 Energy Queensland’s Right to Refuse or Defer Long Service Leave

Energy Queensland m ay ref use an em p loyee’s ap p licat ion f o r Long Service Leave w here

t im ely no t ice w as no t g iven ; o r t he gran t ing o f t he leave ap p lied f o r w ould b e

un reasonab ly d et r im en t al t o op erat ional r eq u irem en t s.

If t he ap p licat ion is ref used , Energy Queensland w ill ar range w it h t he em p loyee f o r t he

leave ap p lied f o r t o b e t aken as soon as is m ut ually conven ien t .

10.6.10 Minimum Period

The m in im um p er iod o f Long Service Leave t h at m ay b e gran t ed at a t im e is one (1) w eek.

Sub ject t o Mutual Agreement, a lesser p er iod o f Long Service Leave m ay b e ap p roved f o r

t hose em p loyees consid er ing f u ll t im e ret irem en t f rom t he w ork f o rce and w ho m ay

consid er a t ransit ion p er io d t o r et irem en t .

10.6.11 Energy Queensland’s Right to Recall an Employee from Long Service Leave

If sp ecial cir cum st ances exist , Energy Queensland m ay cancel Long Service Leave alread y

gran t ed o r recall an em p loyee t o d u t y f rom Lo ng Service Leave.

Where Energy Queensland cancels Long Service Leave o r recalls an em p loyee t o d ut y, t he

em p loyee m ay elect eit her :

t o t ake t he Long Service Leave, o r t he b alan ce o f Long Service Leave, at a m u t ually

conven ien t t im e; o r

t o have t he leave o r b alance o f t he leave re-cred it ed t o t he em p loyee’s en t it lem en t t o

Long Service Leave.

10.6.12 Public Holidays During Long Service Leave

Long service leave w ill b e exclusive o f any p ub lic ho lid ay w h ich m ay occur d ur in g t he

p er iod o f leave.

10.6.13 Illness During Long Service Leave

Em p loyees f alling ill w h ile on Long Service Leave can on t he p rod uct ion o f a m ed ical

cer t if icat e f rom a recogn ised m ed ical p ract it ioner o r o t her reasonab ly accep t ab le

evid ence t o Energy Queensland’s sat isf act ion , ab out t he n at ure an d ap p roxim at e d urat ion

o f t he illness, conver t t hat p rop or t ion o f t heir Long Service Leave t o t heir Personal Leave

en t it lem en t w here t he claim is f o r a m in im um o f t w o (2) w orking d ays incap acit y.


If an em p loyee is g ran t ed a p er iod o f Personal Leave, t he d ay t he em p loyee is t o resum e

d ut ies af t er t he Long Service Leave w ill no t b e no t af f ect ed and t he ad just ed p er iod is

ad d ed t o t he em p loyee’s en t it lem en t t o Long Service Leave.

Sub ject t o Mutual Agreement t he p er iod f o r w h ich t he em p loyee is cur ren t ly ab sen t on

Long Service Leave m ay b e ext end ed . If Energy Queensland agrees t o t h e req uest :

t he p er iod f o r w h ich t he em p loyee is cur ren t ly ab sen t on Long Service Leave w ill b e

ext end ed b y t he ad just ed p er iod ; an d

t he em p loyee’s en t it lem en t t o Long Service Leave is no t af f ect ed .

10.6.14 Preservation of Particular Existing Rights

An em p loyee w ho b ecam e a GOE ind ust ry em p loyee on 1 January 1995 b ecause o f t he

rep ealed Governm en t Ow ned Corp o rat ions (QGC Co rp o rat isat ion ) Regulat ion 1994 o r t he

Governm en t Ow ned Co rp o rat ions (QTSC Corp o rat isat ion ) Regulat ion 1994; an d und er t he

Long Service Leave ar rangem ent s o f t he rep ealed Elect r icit y

Act 1976 w ould h ave b een en t it led :

t o a great er p er iod o f Long Service Leave; o r

t o a great er am oun t o f cash eq uivalen t o f Lon g Service Leave; o r

eit her t o Long Service Leave o r t o a cash eq uivalen t o f Long Service Leave und er t he

ar rangem ent s and w h o is no t en t it led t o Lo ng Service Leave o r a cash eq u ivalen t o f

Long Service Leave und er t h is p ar t .

The em p loyee is en t it led t o b e gran t ed t he great er p er iod o f Long Service Leave; o r p aid

t he am oun t o f cash eq u ivalen t o f Long Service Leave t hat is great er in am oun t ; o r

gran t ed t he Long Service Leave o r p aid t he cash eq uivalen t o f Long Service Leave t o

w h ich t he em p loyee w ould have b een en t it led if t he Long Service Leave ar ran gem ent s

had rem ained in f o rce. 10.6.15 Long Service Leave at Half Pay

Em p loyees m ay req uest t o access p er iod s o f long service leave at half p ay. 10.7 PUBLIC HOLIDAYS INCLUDING LABOUR DAY

All w o rk d one b y any em p loyee on :

The 1st January;

The 26t h January;

Good Fr id ay;

East er Sat urd ay (t he d ay af t er Good Fr id ay);

East er Sund ay;

East er Mond ay;

The 25t h Ap r il (Anzac Day);

The Bir t hd ay o f t h e Sovereign ;

Ch r ist m as Day;

Boxing Day; o r

Any d ay ap p o in t ed t o b e kep t in p lace o f any such ho lid ay o r any ad d it ional d ay

ap p o in t ed w ill b e p aid f o r at t he rat e o f d o ub le t im e an d a-half w it h a m in im um o f

f our (4) hours.

10.7.1 Employees Who Do Not Work Monday to Friday of Each Week

Em p loyees w ho d o no t o rd in ar ily w o rk Mon d ay t o Fr id ay o f each w eek are en t it led t o

p ub lic ho lid ays as f o llow s:


A f u ll t im e em p loyee is en t it led t o eit her p aym en t f o r each p ub lic ho lid ay o r a

sub st it u t ed d ay’s leave.

A p ar t t im e em p loyee is en t it led t o ei t her p aym en t f o r each p ub lic ho lid ay o r a

sub st it u t ed d ay’s leave p rovid ed t hat t he p ar t t im e em p loyee w ould have b een

ord in ar ily rost ered t o w ork on t h at d ay had it no t b een a p ub lic ho lid ay.

Where a p ub lic ho lid ay w ould have f allen on a Sat urd ay o r a Sun d ay b ut is sub st it u t ed

f o r ano t her d ay all em p loyees w ho w ould o rd in ar ily have w orked o n such Sat urd ay o r

Sund ay b ut w ho are no t rost ered t o w ork on such d ay are en t it led t o p aym en t f o r t he

p ub lic ho lid ay o r a sub st it u t ed d ay’s leave.

No t h ing in t h is Clause con f ers a r igh t t o any em p loyee t o p aym en t f o r a p ub lic ho lid ay

as w ell as a sub st it u t ed d ay in lieu .

10.7.2 Labour Day

All em p loyees w ill b e en t it led t o b e p aid a f u ll d ay’s w age f o r Lab our Day (t he f ir st Mond ay

in May o r o t her d ay ap p o in t ed t o b e kep t in p lace o f t hat ho lid ay) ir r esp ect ive o f t he f act

t hat no w ork m ay b e p er f o rm ed on such d ay, and if any em p loyee concerned act ually

w orks on Lab our Day, such em p loyee w ill b e p aid a f u ll d ay’s w age f o r t h at d ay an d in

ad d it ion , a p aym en t f o r t he t im e act ually w orked b y t he em p loyee at one and a-half

t im es t he base rate p rescr ib ed f o r such w ork w it h a m in im um o f f our (4) hours.

10.7.3 Agricultural/Horticultural/Industrial Show Public Holiday

All em p loyees w ill b e en t it led t o on ly one (1) Agr icu lt ural/Ho r t icu lt ural/Ind ust r ial Show

Ho lid ay p er annum . Where em p loyees are no t in a p o sit ion t o access an

agr icu lt u ral/ho r t icu lt ural show ho lid ay in t heir reg ion , t hey can claim on ly one (1) o f t he

f o llow ing op t ions:

One (1) d ay t o b e allocat ed t o t heir Annual Leave accrual; o r

Work on t he d ay t hat t he ho lid ay is ap p o in t ed w ill b e p aid at a r at e o f d oub le t im e

and a-half , w it h a m in im um o f f our (4) hours.

10.7.4 Double Time and a Half

For t he p urp oses o f p ub lic ho lid ays w here t he rat e o f salary is a w eekly r at e, “d o ub le t im e

and a-h alf ” w ill m ean o ne and one -half d ay’s salary in ad d it ion t o t h e p rescr ib ed w eekly

rat e, o r p ro rat a if t here is m ore o r less t han a d ay.

10.7.5 Payment for Work Performed Outside Ordinary Hours on a Public Holiday

All t im e w orked b y em p lo yees (exclud ing sh if t w o rkers) on p ub lic ho lid ays out sid e t he

o rd in ary w orking hours sp ecif ied in t h is Agreement, p rescr ib ed b y a rost er , o r usually

w orked on t he d ay o f t he w eek on w h ich t he ho lid ay f alls, w ill b e p aid at d oub le t he

ap p licab le over t im e rat e.

10.7.6 Stand Down

Any and every em p loyee w ho , having b een d ism issed o r st ood d ow n b y Energy Queensland

d ur ing t he m on t h o f Decem b er in any year , w ill b e re -em p loyed b y Energy Queensland at

any t im e b ef o re t he en d o f t he m on t h o f January in t he next su cceed ing year w ill, if t h at

em p loyee w ill have b een em p loyed b y Energy Queensland f o r a con t inuous p er iod o f t w o

(2) w eeks o r longer im m ed iat ely p r io r t o b ein g so d ism issed o r st ood d ow n , b e en t it led t o

b e p aid and w ill b e p aid b y Energy Queensland (at t he base rate p ayab le t o t h at em p loyee

w hen so d ism issed o r st ood d ow n ) f o r any on e o r m ore o f t he f o llow ing ho lid ays, nam ely,

Chr ist m as Day, Boxing Day, and t he f ir st d ay o f January occur r ing d ur in g t he p er iod on

and f rom t he d at e o f t he d ism issal o r st and in g d ow n t o and includ ing t he d at e o f re -

em p loym en t as af o resaid .

10.7.7 Public Holiday Meal Allowances

All em p loyees, w ho as a p ar t o f t heir o rd inary rost er are req uired t o w ork on a p ub lic

ho lid ay w ill b e p aid a m eal allow ance f o r w o rk p er f o rm ed t h at con t i nues f o r m ore t han

one (1) hour p ast noon , and /o r one (1) hour p ast 6p m ; p rovid ed t h at w ork is com m enced


p r io r t o noon o r 6p m resp ect ively. Th is p aym en t is t o b e m ad e in lieu o f t he over t im e

m eal allow ance p aym en t s.

10.8 PURCHASED LEAVE

Em p loyees m ay ap p ly at any t im e t o p urchase up t o f our (4) w eeks ad d it ional leave p er

year w it h salary p aym en t s averaged un t il t he eq u ivalen t Purch ased Leave p er iod is p aid

o f f .

Access t o p urch ased leave is sub ject t o t he f o llow ing cond it ions:

The ap p roval o f p urch ased leave is at t he so le d iscret ion o f Energy Queensland, af t er

t akin g in t o accoun t issues such as op erat ional req u irem en t s and o t h er b usiness need s,

includ ing m ain t ain ing eq u it y in t he d ist r ib ut ion o f ap p roved leave and h igh d em and

leave p er iod s;

Purch ased leave is no t availab le w here em p loyees h ave at t he t im e o f ap p lyin g f o r

leave, an annual leave b alance eq u ivalen t t o m ore t han t w o (2) years en t it lem en t ;

Purch ased leave m ust b e t aken in b locks o f at least one (1) f u ll w eek up t o a m axim um

o f f our (4) w eeks;

Purch ased Leave m ust b e p aid f o r in f u ll p r io r t o t he em p loyee com m encing t h e

Purch ased Leave;

The t im in g o f p urch ased leave m ust b e sp ecif ied at t he t im e o f p urchase b ut m ay b e

var ied b y Agreement;

Purch ased leave ar rangem ent s m ust b e agreed t o on an in d iv id ual b asis each t w elve

(12) m on t h p er io d ;

Ap p licat ions f o r p urch ased leave can on ly b e m ad e once every t w elve (12) m on t h

p er iod ;

If an em p loyee is sick w h ile on p urch ased leave an d ob t ains a m ed ical cer t if icat e f rom

a recogn ised m ed ical p ract it ioner , t hose d ays covered b y t he m ed ical cer t if icat e w it h

a m in im um o f t w o (2) w orking d ays, w ill b e re-cred it ed t o t he em p loyee’s p urch ased

leave cred it s;

Purch ased leave, once ap p roved , coun t s as service f o r all purposes;

Purch ased leave no t t aken b y t he sp ecif ied d at e w ill b e f o r f eit ed an d t he value o f t he

leave ref und ed at t he rat e it w as p urchased . Excep t ions t o t h is m ay exist in cases o f

hard sh ip , w h ich w ill b e consid ered on a case b y case b asis and p aid on ap p roval t o

t erm inat e t he ar rangem ent ; an d

Par t icip at ion in p urch ased leave w ill no t af f ect an em p loyee’s f inal average salary f o r t he

p urp oses o f sup erannuat ion .

10.9 LEAVE WITHOUT PAY

Leave w it hout p ay is availab le t o m eet an em p loyee’s p ersonal need s includ ing a career

b reak, st ud y, and excep t ion al o r ext enuat ing circum st ances.

At t he so le d iscret ion o f Energy Queensland, an em p loyee m ay b e gran t ed leave w it hout

p ay, sub ject t o t he f o llow ing p rovisions:

Per iod s o f unp aid leave w ill no t no rm ally exceed 52 w eeks, how ever longer p er iod s

m ay b e gran t ed ;

The ext en t t o w h ich o t her ap p ro p r iat e f o rm s o f leave are availab le o r exhaust ed sh all

b e consid ered b ef o re unp aid leave is g ran t ed ; and


The m in im um no t ice f o r an ap p licat ion f o r unp aid leave is eigh t (8) w eeks. It is

recogn ised t h at f o r ap p licat ions o f an em ergency o r ext enuat ing circum st ances, t h is

p er iod m ay b e w aived , p rovid ed t he em p loyee p rov id es as m uch no t ice as p ossib le.

10.10 CULTURAL DIVERSITY LEAVE

Energy Queensland ackn ow led ges and resp ect s t he d iverse b ackgro und s and exp er ience o f

our em p loyees, w h ich ref lect s t he d iversit y o f t he Aust ralian Com m un it y w it h in w h ich w e

w ork. As p ar t o f t h is acknow led gem ent , an em p loyee m ay use t heir accrued TOIL b y mutual

Agreement w it h Energy Queensland f o r cu lt u ral o r relig ious d ays o f sign if icance t o t h e

em p loyee, t o t ake p ar t in act iv it ies associat ed w it h t heir cu lt ure o r et hn icit y.

Em p loyees are encouraged t o b an k o r sw ap t heir RDOs, ut ilise annual leave o r t ake t im e

o f f in lieu t o t ake p ar t in act iv it ies associat ed w it h t heir cu lt ure o r et hn icit y.

How ever , in cir cum st ances w here t h is is no t p ossib le, em p loyees m ay ap p ly f o r Cult u ral o r

Relig ious Leave o f up t o t w o [2] d ays p er an num . Cult ural o r Relig ious Leave is unp aid

leave. Ap p roval t o access ar rangem ent s f o r cult u ral d iversit y leave w ill no t b e

un reasonab ly w it hheld .

10.11 JURY SERVICE

An em p loyee, o t her t h an a casual em p loyee, req u ired t o at t end f o r ju ry service d ur in g

t heir o rd inary w orkin g hours w ill b e reim b ursed b y Energy Queensland an am oun t eq ual t o

t he d if f erence b et w een t he am oun t p aid in resp ect o f t h eir at t en d ance f o r such jur y

service and t he o rd in ary p ay t he em p loyee w ould have b een p aid if t he em p loyee w as

no t ab sen t on ju ry service.

Alt ernat ively, b y Agreement, f ees (o t her t h an m eal allowance) received b y t he em p loyee t o

at t end ju ry service w ill b e p aid t o Energy Queensland an d Energy Queensland w ill con t in ue t o

p ay t he em p loyee t heir o rd inary p ay f o r t he t im e t he em p loyee w as ab sen t on jury

service.

Em p loyees w ill no t if y Energy Queensland as so on as p ract icab le o f t he d at e up on w h ich

t hey are req u ired t o at t end f o r jury service and w ill p rovid e Energy Queensland w it h p roo f

o f such at t end ance, t h e d urat ion o f such at t end ance and t he am oun t received in resp ect

t hereo f .

If t he em p loyee is no t req uired t o serve o n a ju ry f o r a d ay o r p ar t o f a d ay af t er

at t end ing f o r ju ry service an d t he em p loyee w ould o rd in ar ily b e w o rking f o r all o r p ar t o f

t he rem ain ing d ay, t h e em p loyee m ust , if p ract icab le, p resen t f o r w ork at t he ear liest

reasonab le o p p or t un it y.

Ordinary pay m eans t he rat e o f p ay t hat an em p loyee w ould no rm ally exp ect t o receive

f o r w orking o rd inary hours on an o rd inary d ay o f t he w eek, includ ing any over -aw ard

p aym en t .

Ordinary pay exclud es over t im e, p en alt y r at es o f all t yp es - includ ing t hose at t ached t o

w orking o rd in ary hours (f o r exam p le) on a Sat urd ay, d isab ilit y Allowances, sh if t Allowances,

sp ecial rat es, f ares and t r avelling t im e Allowances, b onuses an d o t her ancillary p aym en t s o f

a like n at ure.


10.12 FOSTER CARERS LEAVE

Energy Queensland ackno w led ges t he con t r ib ut ion o f Fost er Carer ’s w it h in t he com m un it y.

In recogn it ion o f t heir need s, em p loyees w it h Fost er Carer ’s r esp onsib ilit ies m ay ap p ly f o r

leave t o at t end t o Fost er care resp onsib ilit ies and m at t ers f rom t im e t o t im e.

Em p loyees are encouraged t o b an k o r sw ap t heir RDOs, ut ilise annual leave o r t ake t im e

o f f in lieu t o t ake p ar t in act ivit ies associat ed w it h t heir Fo st er care resp onsib ilit ies.

How ever , in cir cum st ances w here t h is is no t p ossib le, em p loyees m ay ap p ly f o r leave

w it hout p ay in acco rd ance w it h t he leave w it h out p ay p rovision s.

Energy Queensland em p loyees m ay ap p ly t o use accrued p ersonal leave f o r ab sences t o

p rovid e care an d sup p or t f o r t heir f ost er ch ild /ch ild ren w hen t hey exp er ience a m ed ical

cond it ion in acco rd ance w it h clause 8.3 o f t h i s Agreement.


PART 11 FLEXIBLE WORKING INITIATIVES

11.1 FLEXIBLE WORKING INITIATIVES

Flexib le Working In it iat ives allow an em p loyee t o b alance p ersonal o r f am ily need s and

p ref erences w it h w ork com m it m en t s. Energy Queensland acknow led ges t he im p or t ance o f

em p loyees m ain t ain ing a b alance, and p rovid es d iscret ionary b enef it s in t h is Agreement t o

allow em p loyees t o o rgan ise t heir w orking ar rangem ent s in a m ore f lexib le w ay, sub ject

t o op erat ion al need s. Th is includ es:

Job Shar in g

Working f rom Hom e

Par t Tim e St ud y Leave Ar rangem ent s, and

Transit ion t o Ret irem en t Ar rangem ent s.

Ind iv id ual Flexib ilit y Ar rangem en t s

Req uest s m ad e in acco rd ance w it h t he FWA w ill no t b e un reason ab ly ref used . These

includ e:

Are t he p aren t o r h ave resp onsib ilit y f o r t he care , o f a ch ild w ho is schoo l aged o r

younger ;

are a carer (und er t h e Carer Recogn it ion Act 2010);

have a d isab ilit y ;

are 55 o r o ld er ;

are exp er iencing f am ily o r d om est ic v io lence ; o r

p rovid e care o r sup p or t t o a m em b er o f t heir househo ld o r im m ed iat e f am ily w ho

req u ires care an d sup p or t b ecause o f f am ily o r d om est ic vio lence.

Energy Queensland w ill p rovid e em p loyees w it h in f o rm at ion and ed ucat ion h igh ligh t ing

t he cho ice and f lexib ilit y p rovid ed b y t h is Agreement in areas such as b alancin g w ork and

p ersonal lives. 11.2 JOB SHARING

Job shar in g is w here t w o (2) o r m o re em p lo yees are ab le t o m ake ar rangem ent s t hat

allow t he em p loyees co ncerned t o share one (1) p erm anen t p osit ion .

Ap p roval o f Job Sh are w ill b e at t he d iscret io n o f Energy Queensland and sub ject t o Mutual

Agreement b et w een t he relevan t sup erviso r /m anager an d t he in d iv id ual em p loyees

concerned , on t he h ours t o b e w o rked and rost er ar rangem ent s t hat ensure t he

ar rangem ent is co st neut ral t o Energy Queensland.

The em p loyees are req uired t o m eet t h e d aily/w eekly/m on t h ly hours o f t he p osit ion as

d et erm in ed b et w een t he em p loyees concerned , b ased on t heir resp ect ive p erson al

need s, in consultation w it h an d as ap p ro ved b y t h eir sup erviso r . Ot h er f lexib le

ar rangem ent s such as t he ind ivid ual em p loyees shar ing t he job via ext end ed b lock

p er iod s up t o six (6) m on t hs w ill b e con sid ered sub ject t o op erat ional r eq u irem en t s o r

const rain t s.

Em p loyees w ho en t er t hese ar rangem ent s w ill b e p aid o rd in ary t im e rat es o f p ay f o r all

hours t h at m ake up t h e aggregat ed ho urs o f w ork o f t he nominated employee representative

p osit ion . Over t im e w ill on ly b e p aid w hen t he d aily o rd in ary hours are exceed ed (8.05


Hours) and /o r t he w eekly hours o f eit her 36.25 hours (n ine (9) d ay f o r t n igh t ) o r f o r t y (40)

hours (t en (10) d ay f o r t n igh t ). Annual Leave an d o t her no t if ied leave req u irem en t s w ill b e

covered b et w een t he em p loyees invo lved up t o t he 36.25 hours p er w eek (n ine (9) d ay

f o r t n igh t ) o r f o r t y (40) hours p er w eek (t en (10) d ay f o r t n igh t ) at base rates o f p ay.

Accrual o f Annual Leave, Person al Leave and Long Service Leave w ill b e calculat ed on a p ro

rat a b asis on t he act ual hours w orked and reco rd ed b y each in d iv id ual.

11.3 WORKING FROM HOME

As p ar t o f Energy Queensland’s f ocus on em p loyee w ellb eing , Lif e Balance in it iat ives and

exp lo r ing op t ions t o w ork in a m o re f lexib le w ay, Energy Queensland w ill m ain t ain w orking

f rom hom e ar rangem ent s f o r su it ab le id en t if ied ro les. Fur t her in f o rm at ion is con t ained

in t he relevan t p o licy d ocum en t at ion availab le on t he Energy Queensland In t r anet . Where

m ut ually agreed Energy Queensland m ay p rovid e em p loyees t he op p o r t un it y t o w ork f rom

hom e on an ad hoc b asis.

11.4 PART TIME STUDY LEAVE ARRANGEMENTS

In circum st ances w here st ud y has b een ap p roved b y Energy Queensland on t he b asis o f

p rovid in g a m ut ual b enef it f o r t h e em p loyee and Energy Queensland, t he f o llow ing p ar t

t im e st ud y leave ar ran gem ent s m ay ap p ly:

To sup p or t f u r t her learn ing d evelop m en t s, em p loyees w ho are st ud yin g ap p roved

courses p ar t t im e, includ in g d ist ance learn in g p ro gram s, Energy Queensland w ill p rovid e at

least one (1) d ay p aid t im e o f f p er f o r t n igh t t o at t en d com p ulso ry classes o r f ive (5) d ays

p aid t im e o f f p er sem est er t o at t end com p ulso ry resid en t ial/p ract ical courses includ ing

associat ed t r avel (ext ernal st ud en t s).

Energy Queensland w ill also p rovid e p aid t im e o f f t o sit f o r exam in at ions w h ich also includ e

t im e req u ired t o t r avel t o t he venue. Energy Queensland w ill also f acilit at e t im e o f f f o r

em p loyees f o r p re-exam inat ion st ud y an d f o r f in al p rep arat ion o f a t hesis o r sim ilar w ork.

11.5 TRANSITION TO RETIREMENT ARRANGEMENTS

Transit ion t o Ret irem en t Ar rangem ent s m ay b e availab le t o t hose em p loyees consid er ing

f u ll t im e ret ir em en t f r om t he w o rk f o rce an d w ho m ay con sid er a t r ansit ion p er io d t o

ret irem en t . Th is is in recogn it ion o f t he need t o f acilit at e t he t r ansf er o f co rp o rat e

know led ge, skills and p rovid e guid ance and m en t o r ing t o o t her em p loyees p r io r t o

ret irem en t , f o r t he m ut ual b enef it o f t he em p loyee and Energy Queensland.

Transit ion t o Ret irem en t Ar rangem ent s m ay includ e b ut is no t lim it ed t o t he f o llow ing:

Ut ilisat ion o f accrued leave t o m ain t ain f u ll t im e st at us w h ile w orking p ar t t im e hours

w it hout red uct ion in sup erannuat ion b enef it s.

Working agreed b locks o f w ork (annualised hours) usin g a com b inat ion o f eit her

accrued leave, b anked RDO’S, TOIL, annualised hours o r leave w it h out p ay over an

agreed p er iod o f t im e. Fo r exam p le t w o (2) m on t hs w ork t w o (2) m on t hs leave in

ro t at ion .

Working f rom hom e o n a f u ll o r p ar t t im e b asis m ay also b e consid ered w here t he

nat ure o f t he w ork is o p erat ionally suit ab le.

Th is ar rangem ent sh all b e ap p lied t h rough access t o long service leave at a m in im um

o f one (1) d ay p er w eek, in a regular p at t ern , o ver an ext end ed p er iod o f t im e.


Any such ar rangem ent s b et w een Energy Queensland and t he em p loyee w ill b e d ocum en t ed

in w r it in g con f irm ing t he agreed p at t ern o f w ork req uired , w h ich m ay includ e (as

ap p licab le,) w eeks t o b e w orked over t he p er iod , m in im um o rd in ary hours p er w eek, t h e

d ays on w h ich t he w ork is t o b e p er f o rm ed an d d aily st ar t in g and f in ish ing t im es.

These ar rangem en t s m ay b e var ied b y Mutual Agreement b et w een t he em p loyee and Energy

Queensland and d ocum en t ed .

All accrued leave en t it lem en t b alances accrued im m ed iat ely p r io r t o accep t ing a

Transit ion t o Ret irem en t Ar rangem ent s w ill b e m ain t ained w it h out red uct ion . On

com m encem ent o f t h e Tran sit ion t o Ret irem en t Ar rangem ent , all leave w ill accrue in

acco rd ance w it h t he relevan t hours o f w ork Clauses w it h in t h is Agreement and ap p licab le

legislat ion .

11.6 INDIVIDUAL FLEXIBLITY ARRANGEMENTS

An em p loyee m ay m ake a req uest t o Energy Queensland t o m ake an Ind iv id ual

Flexib ilit y Ar rangem en t t o vary t he ef f ect o f p ar t icu lar t erm s o f t h is en t erp r ise

agreem en t . The req uest m ust b e in o rd er t o m eet t he em p loyee’s ind iv id ual

circum st ances and gen uine need s as t hey relat e t o ch ild care, ob ligat ions t o care f o r

f am ily m em b ers, ret urn t o w ork ar rangem en t s af t er p aren t al leave and t r ansit ion t o

ret irem en t ar rangem ent s.

An Ind iv id ual Flexib ilit y Ar rangem ent can on ly vary an em p loyee’s ar rangem ent

ab out w hen t heir o rd inary hours o f w ork are p er f o rm ed . Em p loyees w ho m eet t he

circum st ances ab ove can en t er in t o an Ind iv id ual Flexib ilit y Ar rangem en t and

st r uct ure t heir o rd in ary hours o f w ork t o any t im e b et w een 6:00am and 8:00p m

Mond ay t o Fr id ay.

An Ind iv id ual Flexib ilit y Ar rangem ent m ust b e req uest ed b y t he em p loyee and

canno t b e in it iat ed b y Energy Queensland. Energy Queensland w ill consid er t he req uest

again st op erat ional r eq u irem en t s. The Ind ivid ual Flexib ilit y Ar rangem ent w ill b e

sub ject t o mutual agreement.

Energy Queensland m ust ensure t hat t he t erm s o f t he Ind ivid ual Flexib ilit y

Ar rangem ent :

a. Are ab out p erm it t ed m at t er s und er sect ion 172 o f t h e Fair Wo rk Act 2009;

b . Do no t includ e un law f u l t erm s un d er sect ion 194 o f t he Fair Work Act 2009;

and

c. Result in t he em p loyee b eing b et t er o f f overall t han t he em p loyee w ould

b e if no ind iv id ual ar rangem ent w as m ad e.

d . Will no t im p act up on w orkp lace healt h and saf et y ob ligat ions (e.g. f at igue,

secur it y)

The In d iv id ual Flexib ilit y Ar rangem en t m u st :

a. Nam e t he p ar t ies o f t he agreem en t ;

b . Be in w r it in g and signed ;

i. By t he em p loyee and Energy Queensland; and

ii. if t he em p loyee is un d er 18 years o f age, signed b y a p aren t o r

guard ian o f t he em p lo yee.

c. Includ e d et ails o f ;

i. The t erm s o f t he en t erp r ise agreem en t t h at w ill b e var ied b y t he

ar rangem ent ;

ii . How t he ar ran gem ent w ill vary t he ef f ect o f t he t erm s; and


ii i. How t he em p loyee w ill b e b et t er o f f overall in relat ion t o t hose

t erm s and cond it ion s as a result o f t he ar rangem ent .

d . St at e t he d ay on w h ich t he ar rangem en t com m ences.

Energy Queensland m ust en sure t h at a cop y o f t he Ind ivid ual Flexib ilit y

Ar rangem ent is g iven t o t he em p loyee w it h in f our t een (14) d ays af t er it is agreed

t o .

An Ind iv id ual Flexib ilit y Ar rangem en t m ay b e t erm inat ed b y eit her Energy

Queensland o r t he em p loyee:

a. By g iv ing w r it t en no t ice o f no t m ore t h an t w en t y eigh t (28) d ays; o r

b . At any t im e if agreed t o in w r it ing b y Energy Queensland and t he em p loyee.

Energy Queensland w ill p rovid e a rep o r t t o t he Energy Queensland Consult at ive Fo rum

on t he num b ers and t yp es o f Ind iv id ual Flexib ilit y Ar rangem en t s en t ered in t o .

Th is rep o r t w ill occur o n a q uar t er ly b asis.

11.7 WORKFORCE PLANNING ISSUES

Dur ing t he lif e o f t he agreem en t , t he p ar t ies are com m it t ed t o t he est ab lishm en t o f a

w orking p ar t y t o r eview w orkf o rce p lann in g issues, includ ing :

The m at ur ing w orkf o rce;

At t ract ion an d ret en t io n o f key skill areas; and

Workf o r ce d iversit y.

The w orkin g p ar t y w ill d evelop st r at eg ies t o ad d ress t he id en t if ied w orkf o rce p lann ing

issues.

11.8 DISABILITY MANAGEMENT

The Disab ilit y Man agem ent p rocess w ill b e engaged , w here t here is a req u irem en t , d ue t o

resid ual im p airm en t o f f unct ionalit y f o llow in g illness o r in ju ry, t o p lace an em p loyee in

gain f u l em p loym en t at an accep t ab le level o f r isk, o r assist t he em p loy ee t o sep arat e

f rom t he o rgan isat ion . Th is ap p lies t o all em p loyees w ho have a cond it ion , w h ich is o f

suf f icien t sever it y t o r esult in a sign if ican t occup at ion al d isab ilit y.

The Case Man ager w ill b e an Energy Queensland Reh ab ilit at ion Con sult an t , o r ano t her

suit ab ly q ualif ied p erso n .

11.8.1 Referral for Case Management

Em p loyees should b e ref er red f o r Disab ilit y Managem ent w hen :

An em p loyee has un d er t aken w orkp lace rehab ilit at ion and h as ach ieved o p t im al

f unct ion in g b ut r em ain s un ab le t o un d er t ake t heir usual w o rk;

An em p loyee h as a m ed ical cond it ion w h ich result s in a sign if ican t p erm anen t

d isab ilit y ;

An em p loyee has ad vised a sup erviso r t h at t h eir cap acit y t o p er f o rm allocat ed d ut ies

is p erm an en t ly alt ered ; o r

A sup erviso r , m anager o r o t her suit ab ly q uali f ied p erson recogn ises a p rob lem , w h ich

w ar ran t s assessm en t an d m anagem ent un d er t h is p o licy.


11.8.2 Disability Case Management Process

Case Assessment

The Disab ilit y Case Managem en t p rocess w ill b e time limited to three (3) months, excep t

w here it is agreed b y t he Case Manager t hat sp ecif ied t im e ext ensions w ill b e usef u l in

p rogressing t he case t o an op t im al conclusion .

On ref er ral, t he Case Man ager w ill assess case st at us and , in p ar t icu lar , d et erm ine t hat

genuine at t em p t s h ave b een m ad e t o reh ab ilit at e em p loyees t o t h eir p re-in ju ry ro le. Th is

can b e d et erm ined b y req uest ing o r review in g in f o rm at ion f rom :

The em p loyee;

Man agers and sup erviso rs;

Workp lace reh ab ilit at io n d ocum en t s;

Fo rm al f unct ion al cap acit y assessm en t ;

Rep or t s b y t reat ing m ed ical p ract it ioners; and

Rep or t s b y assesso rs nom inat ed b y Energy Queensland.

Where t he rehab ilit at io n p rocess has no t b een exhaust ed , t he Case Manager w ill com p let e

t he rehab ilit at ion p rocess b ef o re p rogression t o d isab ilit y m an agem ent .

Exploring Placement Options

When ret urn ing t o usual d ut ies is exclud ed as an op t ion , t he Case Man ager w ill exp lo re

alt ernat ive p lacem en t op p or t un it ies, p rovid e sup p o r t and ap p ro p r iat e reso urces and

d ocum en t t he act ions t aken .

Alt ernat ive p lacem en t st r at eg ies m ay includ e:

Reasonab le m o d if icat io n o f t he em p loyee’s usual d u t ies;

Job skills assessm en t , in clud in g:

o Vocat ional assessm en t ; and /o r

o Tem p o rary job p lacem en t f o r p urp o ses o f skills o r ap t it ud e assessm en t ;

Re-skillin g f o r o t her d ut ies includ ing ret rain ing;

Placem en t sup p or t includ in g:

o Assist ance t o d evelop a resum é;

o Guid ance an d sup p or t t h rough t he job ap p licat ion , select ion an d in t erv iew

p rocess; and /o r

o Dist r ib ut ion o f resum é f o r consid erat ion f o r su it ab le vacancies w it h in Energy

Queensland.

AND/OR

Reasonab le out p lacem en t assist ance.

Sep arat ion .

Where p o sit ion read just m en t , r e-skilling, red ep loym en t an d out p lacem en t are

unsuccessf u l and t he em p loyee is un likely t o m ain t ain gain f u l em p loym en t w it h Energy

Queensland, t hen t he Case Manager w ill reco m m end sep arat ion o f t he em p loyee f rom

Energy Queensland.

Assistance to Separate

a. The Case Manager w ill f acilit at e t he em p lo yee ob t ain ing ad vice on ap p ro p r iat e

f inancial en t it lem en t s includ ing resignat ion , ear ly r et irem en t , red und ancy,

sup erannuat ion and so cial secur it y b enef it s.


b . The Case Manager w ill assist t he em p loyee t o m ake ap p licat ion , w here ap p licab le, f o r

sup erannuat ion b enef it s, includ in g ret irem en t d ue t o ser ious ill healt h o r t o t al and

p erm anen t d isab lem en t .

c. An em p loyee m ay b e elig ib le f o r an Ext rao rd in ary Ear ly Sep arat ion Paym en t w hen t h e

f o llow ing cr it er ia are m et :

The em p loyee’s f unct io nal cap acit y is un likely t o im p rove w it h any o t her f o rm

o f in t erven t ion and it can b e conclud ed t hat all reasonab le rehab ilit at ion an d

d isab ilit y m anagem ent op t ions are exh aust ed ;

The em p loyee is no t elig ib le f o r t o t al and p erm anen t d isab lem en t

sup erannuat ion b enef it ;

In t he case w h ere t he em p loyee’s d isab ilit y has ar isen as a result o f a

com p ensab le cond it ion b ut t he em p loyee d oes no t have an avenue t o p roceed

t o com m on law ;

The em p loyee’s p osit io n is no t red und an t o r likely t o b ecom e red un d an t ;

The em p loyee is unab le t o ret urn t o t heir usual d u t ies and is un likely t o b e

p laced in alt ernat ive gain f u l em p loym en t w it h Energy Queensland in t he

f o reseeab le f u t ure.

d . The em p loyee ap p lies f o r t h is p aym en t in w r it ing t o t heir Execut ive General Man ager

b ef o re resign ing f rom Energy Queensland.

e. An em p loyee con t inues t o b e elig ib le f o r t he p aym en t w hen , af t er m aking ap p licat ion

f o r t h is p aym en t t hey resign w h ile t he Sup erannuat ion Board is assessin g t heir

ap p licat ion f o r m ed ical ret irem en t , an d t hey are sub seq uen t ly ap p ro ved a b en ef it less

t han To t al and Perm an en t Disab lem en t .

f . The b en ef it availab le und er t he Ext rao rd inary Ear ly Sep arat ion Paym en t w ill b e eq ual

t o 26 w eeks’ p ay (at cur ren t b ase rat e salary) excep t , in t h e case o f t h e Def ined Benef it

Sup erannuat ion Fund , w here a Ser ious Ill Healt h b enef it is p ayab le. In t hese cases, t he

Ext rao rd in ary Ear ly Sep arat ion Paym en t m ay b e red uced t o en sure t hat com b ined

p aym en t w ill no t exceed t he To t al and Perm anen t Disab ilit y b enef it , if it had b een

p ayab le.

g. Where an em p loyee is elig ib le f o r t h e Ext rao rd in ary Ear ly Sep arat ion Paym en t , t he

Case Manager w ill p rovid e a rep o r t t o t h e relevan t Execut ive General Manager

d et ailing t he case, includ in g t he b enef it calculat ion . Fo llow ing en d orsem en t b y t he

relevan t Execut ive General Manager , t he rep o r t w ill b e f o rw ard ed t o t h e Ch ief

Execut ive Of f icer f o r ap p roval p end in g t he Sup erannuat ion Board ’s d et erm in at ion o f

a b enef it less t han To t al an d Perm anen t Disab lem en t .

h. Where t he em p loyee d oes no t accep t t he Sup erannuat ion Bo ard ’s d et erm inat ion , an d

t he em p loyee d oes no t resign , how ever t he Disab ilit y Man agem ent p rocess is

com p let e, t he Case Manager w ill ref er t he case t o t he Ind ust r ial Relat ions Dep ar t m en t

f o r reso lut ion .


PART 12 TRAINING AND DEVELOPMENT

12.1 TRAINING AND DEVELOPMENT

The Parties t o t h is Agreement recogn ise t h at , in o rd er t o increase t h e ef f iciency,

p rod uct ivit y and com p et it iveness o f Energy Queensland a g reat er com m it m en t t o t r ain ing

and skill d evelop m en t is r eq u ired .

Acco rd ingly, t he Parties com m it t hem selves t o op t im ising cap ab ilit y , p er f o rm ance and t he

career op t ions o f em p loyees b y:

Train ing , ret rain ing and ed ucat in g em p loyees w here ap p rop r iat e;

Career d evelo p m en t an d eq ual o p p or t un it y; and

Provid ing t im ely ad vice an d consultation w it h em p loyees and t heir rep resen t at ives w it h

regard t o any ch anges t o t r ain ing and d evelop m en t p rogram s w h ich m ay im p act

em p loyees.

Provid ing em p loyees w it h career op p o r t un it ies t h rough ap p rop r iat e t r ain ing t o

acq uire ad d it ion al skills; and

The Parties agree w it h r esp ect t o t he t r ain ing and d evelop m en t o f em p loyees t h at :

Each em p loyee w ill b e encouraged t o and have access t o learn ing p rocesses and

resources t o m eet t h e need s o f t heir p osit ion d escr ip t ion t h rough a m ut ually agreed

em p loyee d evelop m en t p lan and a set o f p r io r it ised learn ing op p o r t un it ies w h ich should

b e review ed annually.

Should t he em p loyee’s access t o learn ing p rocesses and resources no t b e availab le w it h in

t he m ut ually agreed t im ef ram e, t hen t he em p loyee and Energy Queensland w ill review an d

p ossib ly m od if y t he d evelop m en t p lan . An em p loyee’s access t o an em p loyee

d evelop m en t p lan w ill no t b e un reasonab ly d elayed o r w it hheld . Wh ere an em p loyee has

concerns regard ing t heir access t o an em p loyee d evelop m en t p lan , t hey can escalat e t h is

t o t heir next level m an ager and /o r access t he gr ievance and d isp ut e reso lu t ion p roced ure

out lined in Par t 2 o f t h is Agreem en t .

Em p loyee d evelop m en t p lans should seek t o p ro f essionally d evelop em p loyees so t hat

t hey can sat isf y key p osit ion acco un t ab ilit ies and im p rove career d evelop m en t p rosp ect s,

w here it sat isf ies t he b usiness req u irem en t s o f Energy Queensland. An y t r ain ing associat ed

w it h t he d evelop m en t p lan m ay b e p rovid ed eit h er ext ernally o r in t ern ally, o f f and on

t he job , t o m at ch t he ind iv id ual em p loyee’s d evelop m en t need s, includ in g:

In t ernal and /o r ext ern al t r ain ing courses

Men t o r ing

Second m en t

High er Dut ies

Ot her relevan t t r ain ing and d evelop m en t m et hod s

12.2 ELECTRICAL ELECTRONIC TRAINING PACKAGES

Energy Queensland w ill u t ilise ap p roved t r ain ing p ackages w here t hey are reasonab ly

availab le as ad vised b y t he Elect ro Com m s an d Energy Ut ilit ies Ind ust ry Skills Council Lt d

(Trad in g as EE-Oz Train ing St an d ard s). These t r ain ing p ackages w ill on ly b e ut ilised w here

t hey are t ied t o an elect r ical, p ro f ession al and ad m in ist rat ion licensing , cer t if icat ion o r

aut ho r isat ion req uired b y relevan t leg islat ion w here ap p licab le.


Energy Queensland w ill n o t access Cer t if icat e Tw o (2) o f t he Transm ission an d Dist r ib u t ion

Train ing Package w it hout consultation and Agreement w it h t he Nominated Employee

Representatives 12.3 TRADE COMPETENCY RECOGNITION

Energy Queensland w ill ensure t hat all relevan t t r ad e and t echn ical b ased em p loyees

w orking on Energy Queensland asset s h ave co m p let ed ap p rop r iat e Nat ion ally Accred it ed

Train ing Packages o r eq u ivalen t accred it at ion f o r t he Tran sm ission , Dist r ib ut ion and

Generat ion f unct ions ap p licab le t o Energy Queensland. Th is is t o ensure t hose em p loyees

have ap p ro p r iat e skills, com p et encies and accred it at ion .

Agreed eq uivalen t s w ill b e d et erm ined as b en chm arked b y Energy Queensland Train ing and

Develop m en t again st t he Nat ional St and ard s af t er t aking in t o accoun t est ab lished

recogn ised p r io r learn ing out com es (RPL).

12.4 REGISTRATION OF PROFESSIONAL ENGINEERS QUEENSLAND (RPEQ)

Pro f essional Eng ineers w ho d o no t ho ld RPEQ b ut w ho d esire t o ob t ain reg ist r at ion , o r

w here t he em p loyer d esires RPEQ regist r at ion f o r an em p loyee, Energy Queensland w ill p ay

all reason ab le co st s associat ed w it h at t ainm en t and m ain t en ance o f RPEQ f o r t hose

Pro f essional Eng ineers (clause 7.2).

Fur t her , a Consult at ive Com m it t ee w ill b e est ab lish ed w it h t he relevan t un ions t o consult

over ap p licat ion o f RPEQ and associat ed issues, includ ing access t o t rain ing and

d evelop m en t op p o r t un it ies f o r RPEQ reg ist r at ion . As p ar t o f t h is consult at ive f o rum

Energy Queen slan d w ill d iscuss relevan t in f o rm at ion regard ing w orkf o rce p lann in g,

resourcin g, En gineer in g grad uat es and t he PM2 Ro t at ion p rogram . Agreed Term s o f

Ref erence w ill b e d evelop ed b y t he Parties w it h in t h ree (3) m on t hs o f t he cer t if icat ion o f

t he Agreement.

12.5 TRAINING COMMITTEE

Energy Queensland agrees t o est ab lish a t r ain ing com m it t ee m ad e up o f em p loyer and

em p loyee rep resen t at ives. The com m it t ee w ill inv it e rep resen t at ives f rom t he var ious

en t it ies f rom t he Queensland Elect r icit y Ind ust ry.

Energy Queensland w ill con t inue t o w ork w it h t he com m it t ee in consid er ing t he im p act o f :

The req u irem en t s im p osed b y t he n at ional skills council, relevan t ind ust r y t rain ing

b od ies an d relevan t t rain ing p ackages p rovid ed f o r und er t he Nat ional Train ing

Agend a;

The lat est d evelop m en t s in t r ain ing in it iat ives b o t h f rom ext ernal and in t ernal

sources;

Availab le t rain ing in f o rm at ion and t rain in g d evelop m en t s acro ss t he elect r icit y

ind ust r y;

The need f o r con sist ency in t r ain ing out com es sub ject t o t h e Nat ion al Train ing

Agend a; and

The com m it t ee as a f o rum f o r d issem in at ing t rain ing in f o rm at ion in t he in d ust ry.


PART 13 AGREEMENTS

13.1 CONSULTATIVE ARRANGEMENTS

Energy Queensland is co m m it t ed t o m anagin g t he im p lem en t at ion o f change ef f ect ively

and recogn ises t he b enef it s o f regular d iscussion and consult at ion w it h it s em p loyees and

t heir un ion rep resen t at ives. A reason ab le an d ef f ect ive relat ionsh ip b et w een all em p loyees and t heir nom inat ed

rep resen t at ives is seen as d esirab le an d w ill b e p ursued b y t he p ar t ies. The p ar t ies

recogn ise t h at consult at ion at t he local level is t he m ost ef f ect ive w ay o f r eso lv ing issues.

Energy Queensland also recogn ises t h at t here is a r ange o f exist ing co nsult at ive f o rum s in

p lace and is com m it t ed t o t he review an d alignm en t . There w ill b e consult at ive f o rum s

est ab lished at a St at e Bargain ing Un it (SBU) level and Business un it sp ecif ic level t o ad d ress

t he need s o f t he Par t ies f rom t im e t o t im e.

At t he SBU level t he In d ust r ial Relat ions Consult at ion Group (IRCG) w ill op erat e as t he p eak

ind ust r ial relat ions consult at ive f o rum . As p ar t o f t h is consult at ive f o rum Energy

Queensland w ill d iscuss relevan t in f o rm at ion regard ing w o rkf o rce p lann ing and

resourcin g, includ ing in f o rm at ion relat ing t o cat egor ies o f em p loym en t o f em p loyees, as

w ell as lab our h ire, con t ract o r s and /o r consult an t s. Var ious consult at ion m echan ism s w ill b e est ab lish ed t o ensure ap p rop r iat e consult at ion

and inp ut in t o any b usiness change p lan t hat consid ers issues an d p o licies w h ich w ould

im p act on all em p loyees. Th is w ill includ e consult at ion an d m on it o r ing o f t r ain ing

p ackage d evelop m en t and t r ain ing d elivery and access. 13.1.1 Consultation

1. Th is clause ap p lies:

i. if Energy Queensland h as m ad e a p relim in ary d ecision t o in t rod uce a m ajo r change

t o p rod uct ion , p rogram , o rgan isat ion , st ruct ure, o r t echno logy in relat ion t o it s

en t erp r ise; and

ii. t he ch ange is likely t o h ave a sign if ican t ef f ect on em p loyees.

2. Energy Queensland w ill consult w it h relevan t em p loyees and relevan t un ion

rep resen t at ives at t he ear liest op p o r t un it y as t o t he:

i. t he in t ro d uct ion o f t he change; an d

ii. t he ef f ect t he change is likely t o h ave on t he em p loyees; an d

ii i. m easures Energy Queensland is t aking t o aver t o r m it igat e any ad verse ef f ect o f

t he ch ange on t he em p loyees; and

f o r t he p urp oses o f t he consultation - p rovid e, w h ere necessary in w r it ing, t o t he

relevan t em p loyees and t h eir un ion rep resen t at ives:

iv. relevan t in f o rm at ion ab out t h e change includ ing t he nat ure o f t h e change

p rop osed ; and

v. in f o rm at ion ab out t he exp ect ed ef f ect s o f t he change on t he em p loyees; and

vi. any o t her m at t ers likely t o af f ect t he em p loyees.

3. Energy Queensland is no t req uired t o d isclo se con f id en t ial o r com m ercially sensit ive

in f o rm at ion t o t he relevan t em p loyees o r t heir u n ion rep resen t at ives.


4. Energy Queensland w ill g ive p rom p t and genu in e consid erat ion t o m at t er s r aised ab out

t he m ajo r ch ange b y t h e relevan t em p loyees and /o r t heir un ion rep resen t at ives.

5. If a t erm in t he en t erp r ise Agreement p rovid es a consult at ive p ro cess f o r in t rod uct ion

o f m ajo r change t o p rod uct ion , p rogram , o rgan isat ion , st ruct ure o r t echno logy in

relat ion t o t he en t erp r ise o f Energy Queensland, t hen t h at consultation p rocess w ill ap p ly.

6. Fo r t he p urp ose o f t h is clause, a m ajo r change is likely t o have a sign if ican t ef f ect on

em p loyees if it r esult s in :

a) m ajo r change t o t he com p osit ion , op erat ion o r size o f t he em p loyer ’s w o rkf o rce

or t o t he skills req uired o f em p loyees; o r

b ) t he elim in at ion o r d im inut ion o f job op p o r t un it ies (includ ing op p or t un it ie s f o r

p rom ot ion o r t en ure); o r

c) t he alt erat ion o f hours o f w ork o r a ch ange t o a regular rost er ;

d ) t he need t o ret rain em p loyees; o r

e) t he need t o relocat e em p loyees t o ano t her w orkp lace; o r

f ) t he rest ruct ur ing o f jo b s.

7. Fo r t he p urp o se o f t h is clause t he t er m , r elevan t em p loyees m eans t he em p loyees

w ho m ay b e af f ect ed b y t he m ajo r ch ange.

13.2 INDUSTRIAL ORGANISATION REPRESENTATIVES Notice Boards

Energy Queensland w ill p rovid e a d esignat ed sp ace on an exist in g no t ice b o ard o r access t o

a d ed icat ed no t ice b oard in it s m ajo r est ab lishm en t s up on w h ich un ion d elegat es w ill b e

p erm it t ed t o p o st aut h o r ised f o rm al no t ices. Any unaut ho r ised no t ices m ay b e rem oved

b y a un ion d elegat e o r b y Energy Queensland.

On ap p roval f rom t he Ind ust r ial Relat ions Manager , a no m in at ed Sen io r Un ion Delegat e

m ay use t he Energy Queensland elect ron ic m ed ia f o r t he p urp o ses o f com m un icat ing w it h

m em b ers f o r p aid un io n m eet ing t im es and locat ions. Energy Queensland reserves it s r igh t s

in ap p roval o f o t her m essages.

Use of Facilities

Un ion d elegat es w ill b e allow ed reasonab le access t o f acilit ies (t elep h ones, f iling cab inet s,

f acsim ile, com p ut ers, e-m ail, et c) need ed t o p er f o rm t heir f unct ion , as agreed b et w een

Energy Queensland and t he un ion d elegat e concerned . Access w ill b e sub ject t o any

reasonab le con d it ions and lim it at ions as Energy Queensland m ay im p o se.

Payroll Deductions

If req uest ed b y an em p loyee in w r it ing, Energy Queensland w ill f acilit at e t he d ed uct ion an d

rem it t ance o f Un ion m em b ersh ip f ees f rom t he em p loyee's w ages.

Union Delegate Rights

A un ion d elegat e w ill b e allow ed such reasonab le t im e d ur ing w orkin g hours, as m ay b e

agreed b et w een Energy Queensland and t he relevan t Em p loyee Organ isat ion t o :

Discuss w it h t he em p loyees at t he w orkp lace at w h ich t hey are a un ion d elegat e,

m at t er s r elat ive t o w o rking cond it ions and o t her m at t er s, w it h a view t o avo id in g

ind ust r ial d isp ut at ion o r g iv ing ef f ect t o t he gr ievance p roced ure.


Discuss o r m eet w it h a rep resen t at ive o f t h e relevan t Em p loyee Organ isat ion t he

m at t er s ref er red t o ab ove.

Discuss w it h Energy Queensland, m at t er s r aised b y em p loyees af f ect ing t heir

em p loym en t .

Sched ule a m axim um o f f our (4) p aid one (1) hour m eet ings p er w orkp lace p er annum

at a t im e t o suit op erat ional req uirem en t s t o d iscuss m at t ers d ir ect ly relat in g t o t he

em p loym en t r elat ionsh ip . A f u r t her t w o (2) one hour p aid m eet in gs p er w orkp lace

m ay b e sched uled in t he calend ar year in w h ich t h is Agreement nom inally exp ires,

sub ject t o op erat ional r eq u irem en t s.

Delegat es w ill b e allo w ed such reasonab le t im e d ur ing w o rking hours t o at t end

em p loyee ind uct ions and ad eq uat e t im e shall b e allow ed t o ensure un ion

m em b ersh ip can b e d iscussed .

Sen io r Un ion d elegat e w ho d o no t have d irect access t o a land line w ill b e p rovid ed w it h a

m ob ile p hone t o m ain t ain com m un icat ions w it h em p loyees and line m anagem ent .

Un ion d elegat es w ill b e released f rom no rm al d ut ies t o car r y out p aid m eet ings w hen

req u ired .

Travel exp en ses o r t he p rovision o f a veh icle m ay b e p rovid ed t o un ion d elegat es t o

m ain t ain con t act w it h t heir m em b ers f rom t im e t o t im e. Any ap p ro val w ill b e sub ject t o

reasonab le no t ice and any cond it ions o r lim it at ions as Energy Queensland m ay im p o se, t h is

p rovision w ill no t b e un reasonab ly w it hheld .

Having regard t o op erat ion al r eq u irem en t s an d o t her b usiness need s o f Energy

Queensland, Energy Queensland m ay ap p rove leave w it hout p ay f o r up t o a p er iod o f six (6)

m on t hs f o r un ion d elegat es t o und er t ake p ro ject w ork f o r t heir un io n .

13.3 UNION DELEGATES TRAINING AND ADDITIONAL LEAVE

Energy Queensland w ill r elease nom inat ed Un io n Delegat es t o at t end relevan t t rain in g, and

rep resen t at ive d ut ies up t o and includ ing , f ive (5) p aid w o rking d ays p er annum .

Energy Queensland m ay p rovid e ad d it ional d ays on req uest :

To at t end courses o r sem in ars w here t he n om inat ed Un ion Delegat es ho ld s a d ual

t it le, e.g . nom in at ed em p loyee saf et y rep resen t at ive and no m inat ed em p loyee

rep resen t at ive;

Where it is m ut ually b enef icial t o Energy Queensland an d t he nom inat ed Un ion

Delegat e; o r

Ar ises as a result o f rem ot e t r avel req u irem en t s.

In ad d it ion , nom inat ed Sen io r Un ion Delegat es w ill b e released t o at t en d d ut ies

associat ed w it h an o f f ice held und er t he Un ion Rules e.g . St at e Council o r Bienn ial

Delegat e Con f erences, f o r up t o f ive (5) d ays p er annum . A m in im um o f t w o (2) w eeks’

no t ice w ill b e p rovid ed .

13.4 NATURAL DISASTER WORKING ARRANGEMENTS

The Parties recogn ise t he ext rao rd inary im p act s w h ich nat ural d isast er s have on t he

b usiness and it s em p loyees w het h er w orking aw ay and /o r at hom e.

Theref o re t he Par t ies agree t o review t he Nat ural Disast er Working ar rangem en t s p r io r t o

st o rm season and af t er an even t t o ensure ap p ro p r iat e ar rangem ent s are in p lace. Th is


w ill includ e, b u t is no t lim it ed t o , such m at t ers as p rep arat ion , r eso urcin g, m ob ilisat ion ,

w orking hours, over t im e, m eals, accom m od at ion , d em ob ilisat ion , r est and recreat ion .

EQL com m it s t o f acilit at ing a review w it h t he p ar t ies af t er each m ajo r even t w it h a v iew

t o und erst and in g and reso lving any issues t hat m ay ar ise d ur ing t he resp onse.


PART 14 SAFETY

14.1 SAFETY COMMITTEE

The Parties agree t o m ain t ain a jo in t saf et y f o rum t o p rovid e st r at eg ic overview o f saf et y

p roced ures, saf et y p er f o rm ance and saf et y issues w it h in Energy Queensland at a co rp o rat e

level invo lv ing relevan t Nominated Employee Representatives an d Energy Queensland

rep resen t at ives.

Th is f o rum w ill m eet q uar t er ly o r as o t herw ise agreed , and review any issues t hat m ay

have ar isen over t he p reced ing p er iod .

The Parties acknow led ge t he im p or t ance o f an EQL Peak Healt h & Saf et y Com m it t ee

engag ing in saf et y aud it s t o ensure consist en t Workp lace Healt h & Saf et y ou t com es f o r

em p loyees. Energy Queensland com m it s t o p rovid ing Cer t if icat e IV in Work Healt h and

Saf et y t r ain ing, at an agreed t rain in g est ab lishm en t f o r all Nominated employee representative

m em b ers o f t he Peak Healt h an d Saf et y .

14.2 REAUTHORISATION OF HIGH VOLTAGE SWITCHING AUTHORITY

Energy Queensland is co m m it t ed t o f ace t o f ace assessm en t as an elem en t o f t he overall

reaut ho r isat ion m od el f o r High Vo lt age Sw it ch ing Aut ho r it y. It is recogn ised t h at t he

reaut ho r isat ion t r ain in g m od els m ay b e review ed and am end ed f r om t im e t o t im e in

consid er in g Energy Queensland’s op erat ing environm en t an d d evelop m en t s in associat ed

assessm en t an d t echno logy. Any review w ill b e in co nsult at ion w it h relevan t un ion s

14.3 SINGLE PERSON TASKS

The p ar t ies agree t hat saf et y is o f p aram oun t im p or t ance. At no t im e w ill t he saf et y o f

em p loyees o r t he com m un it y b e com p rom ised t h rough t he in t rod uct ion o f

inap p ro p r iat e single p erson t asks.

The p ar t ies acknow led ge t h at Energy Queensland f ield b ased st af f have b een und er t aking

single p erson t asks in cer t ain sit uat ions f o r m any years. Such t asks includ e w ork such as:

Disconnect s an d recon nect s w here t here is no exp o sure t o live p ar t s;

Asset insp ect ion and scop ing o f w ork;

Layout invest igat ions;

Work cond uct ed at h eigh t s o f less t han 2 m et ers w ill b e in acco rd ance w it h t he

req u irem en t s o f t he Nat ional Co d e o f Pract ice f o r t he Preven t ion o f Falls in General

Const ruct ion .

LV iso lat ion /connect ion s u t ilising a t elesco p ic link st ick f rom t he gro und ;

Po lar it y – g roun d b ased ;

LV t est ing in acco rd ance w it h t he Electrical Safety Act 2002 (Qld);

Met er changes w here t he sup p ly h as b een iso lat ed ; and

Chang ing p lug in m et ers w here t he m et er b ase has b een p re-w ired .


As w it h all w o rk car r ied out in Energy Queensland, an onsit e r isk assessm en t m ust b e

cond uct ed p r io r t o w ork com m encing. Where an em p loyee id en t if ies ad d it ional r isks, e.g .

rem ot e locat ions o r an o t her w orksit e hazard t hat r eq u ires t hem t o car ry out t he w ork

w it h t he assist ance o f ano t her em p loyee, w ork w ill no t com m ence un t il all f acet s o f t he

onsit e r isk assessm en t are sat isf ied .

Where Energy Queensland is consid er in g im p lem en t in g single-p erso n t asks in ad d it ion t o

t hose out lined ab ove, a f o rm al consult at ive p rocess w ill b e p u t in p lace t o ach ieve a

sat isf act o ry o ut com e t hat m eet s all id en t if ied saf et y req uirem en t s and reso lves t he

concerns o f t he af f ect ed em p loyees and t heir rep resen t at ives.

When req u ired , t he consult at ive p rocess w ill invo lve m an agem ent and em p loyee

rep resen t at ives and such p rocess w ill con t inue un t il agreed unan im ously on relevan t

changes t o cur ren t w ork p ract ices. Agreem en t is no t req uired w here it can b e

d em onst rat ed t h at Energy Queensland st af f h ave b een und er t aking t h is t ask p reviously and

in acco rd ance w it h t he ap p rop r iat e w o rk p ract ices and saf et y req u irem en t s.

14.4 AUTHORISATION AND ACCESS

Energy Queensland w ill ensure all em p loyees w orking on it s High Vo lt age Syst em s w ill b e

t r ained an d aut ho r ised in acco rd ance w it h t h e Elect r ical Saf et y Act 2002 (ESA), associat ed

Legislat ion and est ab lished Energy Queensland Po licy and Saf e Workin g Proced ures.

Due t o t he com p lex nat ure o f sw it ch ing o n t he High Vo lt age Syst em an d t o ensure

op t im al saf et y, Energy Queenslan d w ill rest r ict aut ho r isat ion and access f o r ext ern al

service p rovid ers t o t he f o llow ing:

HV sw it ch ing and iso lat ion o f all Single Wire Ear t h Ret urn (SWER) t r ansf o rm ers f o r t he

so le p urp ose o f rou t in e rep air , m ain t enance o r rep lacem en t o f t he SWER ear t h gr id ;

and /o r t ransf o rm ers in rem ot e areas gr eat er t han 150km s f rom an Energy Queen slan d

d ep o t .

Act as Sw it ch ing Op erat o r Assist an t s (SOA’s) f o r all High Vo lt age access and iso lat ion

p roced ures as req uired ;

Per f o rm Aut o Reclose Block (m aking a Po le Mo un t ed Reclo ser Non -Aut o );

Act as Access Perm it Recip ien t ;

Cab le Id en t if icat ion an d Sp iking on non -com p lex syst em s.

In ad d it ion t o t he ab o ve, Energy Queen slan d m ay allow aut ho r ised Pow er lin k em p loyees

t o p er f o rm t he f o llow ing:

HV sw it ch ing and iso lat ion o f p r im ary p lan t ;

Second ary iso lat ion o f p ro t ect ion an d com m un icat ions eq uip m en t ;

Act as an access p erm it recip ien t .

Fur t her , t he p ar t ies agree t h at Energy Queen sland w ill con t inue t o allow aut ho r isat ion

and access f o r ext ern al service p rovid ers t o t he ro les o f Low Vo lt age Sw it ch ing Op erat o r .

The Par t ies agree t hat all such aut ho r ised p ersonnel w ill b e regular ly aud it ed , includ ing

ap p rop r iat e aut ho r isat ion syst em (e.g . “Blue Card ”), in acco rd ance w it h est ab lished aud it

reg im es.


14.5 WORK SCHEDULING SYSTEMS AND TECHNOLOGY

Energy Queensland w ill con t in ue t o ut ilise cust o m er d isp at ch , w ork sch ed uling syst em s and

o t her t echno log ies t o im p rove f ield resource ut ilisat ion , saf et y and m eet r egulat ed and

non regulat ed cust om er service ob ligat ions.

The agreed f ram ew ork f o r d isp at ch o f w ork t o t he ap p rop r iat e c rew w ill b e d evelop ed in

acco rd ance w it h t he agreed p r incip les as f o llo w s:

Will p r im ar ily b e u t ilised f o r d et erm in ing t h e nearest availab le w o rk crew f o r w ork

d isp at ch ;

Will no t b e used f o r in t rusive m on it o r in g o r surveillance o f em p loyees;

Will no t b e used f o r t he p urp o ses o f p er f o rm ance m an agem ent o f em p loyees in

relat ion t o d isp at ch o f w ork; how ever an y syst em d at a m ay b e ut ilised w here

p relim in ary evid ence con f irm s ser ious b reach o f p o licy o r m iscond uct ;

No t w it hst an d ing t he ab ove, w here issues are id en t if ied w h ich m ay in d icat e

inap p ro p r iat e b ehavio ur t he issue w ill b e raised w it h t he em p loyee at t he ear liest

op p or t un it y.

14.6 SURVEILLANCE

Where t he act ion o f t racking o r surveillance o f em p loyees b y Energy Queensland is

necessary t o con f irm a ser ious b reach o f p o licy o r m iscond uct it w ill on ly b e d one und er

t he f o llow in g p r incip les:

Wit hout invasion t o an em p loyee’s p erson al p r ivacy ;

On ly w here p relim in ary evid ence con f irm s a ser ious b reach o f p o licy o r m iscond uct .

A m at t er w ill b e d eem ed t o b e a ser ious b reach o f p o licy o r m iscond uct w here t he likely

out com e m ay result in t erm inat ion o f em p loym en t .

In t he circum st ance w here in f o rm at ion relat ing t o t he t r ackin g o r surveillance o f

em p loyees is b ein g relied up on b y Energy Queensland relat ed t o a ser ious b reach o f p o licy

o r m iscond uct , em p lo yees w ill b e p rovid ed , on w r it t en req uest , w it h access t o all

availab le relat ed in f o rm at ion . An em p loyee can aut ho r ise t heir nom in at ed

rep resen t at ive in w r it ing t o access t h is in f o rm at ion on h is o r her b ehalf .

No t w it hst an d ing t he ab ove, w here issues are id en t if ied w h ich m ay ind icat e in ap p rop r iat e

b ehaviour t he issue w ill b e raised w it h t he em p lo yee at t he ear liest op p or t un it y p r io r t o

act ion o f t r acking o r surveillance o f em p loyees.

14.7 IMPROVED EMPLOYEE WELLBEING AND ORGANISATIONAL HEALTH

The Parties encourage p ar t icip at ion o f em p loyees in Energy Queensland healt h and

w ellb eing in it iat ives. A key t o t he success o f t he p ro gram is f o r em p loyees t o vo lun t ar ily

p ar t icip at e in t he in it iat ives t o d eliver t he healt h and w ell b eing b en ef it s at t he in d iv id ual

level.

The p rogram m ay includ e b ut no t b e lim it ed t o t he f o llow ing in it iat ives:

Healt h & Well Being Program researched , p ilo t ed and im p lem en t ed ;

Healt h & Well Being SharePo in t sit e d evelop ed and im p lem en t ed ;

Develop m en t o f a Calend ar t o leverage o f f relevan t Queensland Healt h In it iat ives;

Annual In f luenza Vaccin at ions;


Sun Sm ar t Ed ucat ion / Skin Screen ing Program ; an d

Ongo ing asb est os checks f o r t hose em p loyees w ho h ave b een exp osed t o asb est o s.

Energy Queensland w ill no t at any t im e in relat ion t o t h e Healt h & Well Being Program

co llect any p ersonal healt h d at a.

14.7.1 Mental Health in the Workplace

Energy Queensland reco gn ises t hat t he w orkp lace p lays a v it al ro le in assist ing em p loyees

af f ect ed b y m en t al healt h issues includ ing anxiet y and d ep ression and is com m it t ed t o :

Elim in at ing st igm a at t ached t o m en t al healt h in t he w orkp lace;

Provid ing sup p or t and assist ance t o em p loyees; an d

Ef f ect ively assessing and m in im izing w orkp lace con t r ib ut o ry r isks and causes o f

m en t al illn ess.

Energy Queensland recogn ises t he im p or t an ce o f p roact ive in it iat ives w h ich sup p or t

em p loyees w ho m ay b e suf f er in g f rom m en t al healt h issues. To assist t he f acilit at ion o f

such in it iat ives Energy Queensland is com m it t ed t o p ar t ner ing w it h ext ern al p rovid ers t o

d eliver a ho list ic an d b est p ract ice ap p ro ach t o sup p or t em p loyees af f ect ed b y m en t al

healt h issues.

14.8 ASBESTOS MANAGEMENT

In line w it h t he Queensland Cod e o f Pract ice f o r How t o Man age and Con t ro l Asb est o s in

t he Work Healt h an d Saf et y Act 2011 and relevan t leg islat ion (as am en d ed f rom t im e t o

t im e), t he long -t erm go al o f Energy Queensland is t o ach ieve, as f ar as is reasonab ly

p ract icab le, an asb est o s-f r ee w orkp lace.

Energy Queensland w ill con t inue t o m ain t ain an d f u r t her d evelop an asb est os m an agem ent

p lan , w it h a v iew t o ach ieving t he o b ject ive w h ich is set o ut ab ove.

Energy Queensland com m it s t o in t ro d ucing an d EQL Asb est o s Man agem ent Po licy w it h in 3

m on t hs o f ap p roval o f agreem en t .


SCHEDULE 1 ENERGY QUEENSLAND SALARIES

The salar ies sp ecif ied in t h is Sched ule w ill b e used f o r t he calculat ion o f p aym en t s f o r

Over t im e, Person al Leave, Annual Leave, Long Service Leave, Com p let ion o f Term

Paym en t , Sup erannuat ion and Ret renchm en t Paym en t s un less o t herw ise st at ed .

The rat es sp ecif ied in t h is Sched ule includ e an Elect ron ic Fund s Transf er Allow ance o f $4

p er w eek an d Annual leave load ing o f 17.5%.

These rat es also inco rp o rat e t he p revio us Elect r icit y Dist r ib ut ion Service Delivery Net w ork

Recovery At t ract ion and Ret en t ion Allow an ce and Paym en t and t heir inclusions. Th is

acknow led ges t he p urp ose o f t he Allow ance and Paym en t and also t hat t he Allo w ance

w as inclusive o f and ab so rb s t he f o llow ing:

Rem oval o f asb est os o r sealin g asb est os in o r aro und h igh /low vo lt age elect r ical

eq u ip m en t ; an d

Any w ork covered b y Queensland Elect r ical Saf et y Legislat io n b y w ay o f

com p liance and accoun t ab ilit y .

There w ill b e no f u r t her claim s f o r em p loyees engaged t o p er f o rm an y o f t h e ab ove.

1.1 TECHNICAL STREAM

Power Worker

Salary Point Rates effective

1st August 2017 Rates effective 1st March 2018

Rates effective 1st March 2019


0.0 $59,906 $61,704 $63,556 $65,463

1.0 $60,293 $62,102 $63,966 $65,885

1.1 $60,631 $62,450 $64,324 $66,254

1.2 $60,969 $62,799 $64,683 $66,624

1.3 $61,301 $63,141 $65,036 $66,988

1.4 $61,637 $63,487 $65,392 $67,354

1.5 $61,970 $63,830 $65,745 $67,718

1.6 $62,310 $64,180 $66,106 $68,090

1.7 $62,645 $64,525 $66,461 $68,455

2.0 $62,974 $64,864 $66,810 $68,815

2.1 $63,313 $65,213 $67,170 $69,186

2.2 $63,645 $65,555 $67,522 $69,548

2.3 $63,984 $65,904 $67,882 $69,919

2.4 $64,315 $66,245 $68,233 $70,280

2.5 $64,652 $66,592 $68,590 $70,648

2.6 $64,991 $66,941 $68,950 $71,019

2.7 $65,325 $67,285 $69,304 $71,384

3.0 $65,655 $67,625 $69,654 $71,744

3.1 $66,001 $67,982 $70,022 $72,123

3.2 $66,329 $68,319 $70,369 $72,481

3.3 $66,668 $68,669 $70,730 $72,852

3.4 $66,999 $69,009 $71,080 $73,213

3.5 $67,339 $69,360 $71,441 $73,585

3.6 $67,675 $69,706 $71,798 $73,952

3.7 $68,008 $70,049 $72,151 $74,316

4.0 $68,345 $70,396 $72,508 $74,684

4.1 $69,579 $71,667 $73,818 $76,033






4.2 $70,808 $72,933 $75,121 $77,375

5.0 $72,044 $74,206 $76,433 $78,726

5.1 $73,279 $75,478 $77,743 $80,076

5.2 $74,508 $76,744 $79,047 $81,419

Technical Service Person





4.0 $71,085 $73,218 $75,415 $77,678

4.1 $72,319 $74,489 $76,724 $79,026

4.2 $73,548 $75,755 $78,028 $80,369

5.0 $74,784 $77,028 $79,339 $81,720

5.1 $76,019 $78,300 $80,649 $83,069

5.2 $77,248 $79,566 $81,953 $84,412

6.0 $78,480 $80,835 $83,261 $85,759

6.1 $79,717 $82,109 $84,573 $87,111

6.2 $80,947 $83,376 $85,878 $88,455

7.0 $82,185 $84,651 $87,191 $89,807

7.1 $83,415 $85,918 $88,496 $91,151

7.2 $84,648 $87,188 $89,804 $92,499

8.0 $85,885 $88,462 $91,116 $93,850

8.1 $87,117 $89,731 $92,423 $95,196

8.2 $88,354 $91,005 $93,736 $96,549

9.0 $89,583 $92,271 $95,040 $97,892

9.1 $90,819 $93,544 $96,351 $99,242

9.2 $92,053 $94,815 $97,660 $100,590

9.3 $93,281 $96,080 $98,963 $101,932

APPRENTICE SALARIES (Technical Stream) Rates effective from 1st August 2017

Trade Year Rate

(% of Sal. Pt. 4.0) Apprentice Rates

Adult Apprentice Rates

1 40% $28,435 $57,165

2 55% $39,097 $58,535

3 75% $53,314 $60,362

4 90% $63,977 $63,977

On com p let ion Salary Po in t 4.0 $71,085 $71,085

Rates effective from 1st March 2018

Trade Year Rate



1 40% $29,289 $58,880

2 55% $40,270 $60,292

3 75% $54,914 $62,173

4 90% $65,897 $65,897




Trade Year Rate



1 40% $30,168 $60,647

2 55% $41,479 $62,101

3 75% $56,562 $64,039

4 90% $67,874 $67,874



Trade Year Rate



1 40% $31,074 $62,467

2 55% $42,724 $63,965

3 75% $58,259 $65,961

4 90% $69,911 $69,911



Electrical System Designer/ Advisor

9 Day Fortnight





5.0 $74,784 $77,028 $79,339 $81,720

5.1 $76,019 $78,300 $80,649 $83,069

5.2 $77,248 $79,566 $81,953 $84,412

6.0 $78,480 $80,835 $83,261 $85,759

6.1 $79,717 $82,109 $84,573 $87,111

6.2 $80,947 $83,376 $85,878 $88,455

7.0 $82,185 $84,651 $87,191 $89,807

7.1 $83,415 $85,918 $88,496 $91,151

7.2 $84,648 $87,188 $89,804 $92,499

8.0 $85,885 $88,462 $91,116 $93,850

8.1 $87,117 $89,731 $92,423 $95,196

8.2 $88,354 $91,005 $93,736 $96,549

9.0 $89,583 $92,271 $95,040 $97,892

9.1 $90,819 $93,544 $96,351 $99,242

9.2 $92,053 $94,815 $97,660 $100,590

9.3 $93,281 $96,080 $98,963 $101,932

10.0 $94,523 $97,359 $100,280 $103,289

10.1 $95,750 $98,623 $101,582 $104,630

10.2 $96,984 $99,894 $102,891 $105,978

10.3 $98,219 $101,166 $104,201 $107,328

10 Day Fortnight – 15.5% Loading





9.0 $103,468 $106,573 $109,771 $113,065

9.1 $104,896 $108,043 $111,285 $114,624

9.2 $106,321 $109,511 $112,797 $116,181

9.3 $107,740 $110,973 $114,303 $117,733

10.0 $109,174 $112,450 $115,824 $119,299

10.1 $110,591 $113,909 $117,327 $120,847

10.2 $112,017 $115,378 $118,840 $122,406

10.3 $113,443 $116,847 $120,353 $123,964






9.0 $105,260 $108,418 $111,671 $115,022

9.1 $106,712 $109,914 $113,212 $116,609

9.2 $108,162 $111,407 $114,750 $118,193

9.3 $109,605 $112,894 $116,281 $119,770

10.0 $111,065 $114,397 $117,829 $121,364

10.1 $112,506 $115,882 $119,359 $122,940

10.2 $113,956 $117,375 $120,897 $124,524

10.3 $115,407 $118,870 $122,437 $126,111







9.0 $109,739 $113,032 $116,423 $119,916

9.1 $111,253 $114,591 $118,029 $121,570

9.2 $112,765 $116,148 $119,633 $123,222

9.3 $114,269 $117,698 $121,229 $124,866

10.0 $115,791 $119,265 $122,843 $126,529

10.1 $117,294 $120,813 $124,438 $128,172

10.2 $118,805 $122,370 $126,042 $129,824

10.3 $120,318 $123,928 $127,646 $131,476


Supervisor

9 Day Fortnight





6.0 $78,480 $80,835 $83,261 $85,759

6.1 $79,717 $82,109 $84,573 $87,111

6.2 $80,947 $83,376 $85,878 $88,455

7.0 $82,185 $84,651 $87,191 $89,807

7.1 $83,415 $85,918 $88,496 $91,151

7.2 $84,648 $87,188 $89,804 $92,499

8.0 $85,885 $88,462 $91,116 $93,850

8.1 $87,117 $89,731 $92,423 $95,196

8.2 $88,354 $91,005 $93,736 $96,549

9.0 $89,583 $92,271 $95,040 $97,892

9.1 $90,819 $93,544 $96,351 $99,242

9.2 $92,053 $94,815 $97,660 $100,590

9.3 $93,281 $96,080 $98,963 $101,932

10.0 $94,523 $97,359 $100,280 $103,289

10.1 $95,750 $98,623 $101,582 $104,630

10.2 $96,984 $99,894 $102,891 $105,978

10.3 $98,219 $101,166 $104,201 $107,328

11.0 $98,830 $101,795 $104,849 $107,995

11.1 $100,221 $103,228 $106,325 $109,515

11.2 $101,614 $104,663 $107,803 $111,038

11.3 $103,008 $106,099 $109,282 $112,561

11.4 $104,397 $107,529 $110,755 $114,078

11.5 $105,793 $108,967 $112,237 $115,605

12.0 $107,184 $110,400 $113,712 $117,124

12.1 $108,581 $111,839 $115,195 $118,651

12.2 $109,965 $113,264 $116,662 $120,162

12.3 $111,360 $114,701 $118,143 $121,688

12.4 $112,753 $116,136 $119,621 $123,210

12.5 $114,147 $117,572 $121,100 $124,733

10 Day Fortnight – 15.5% Loading – Salary Point 10.3 and Below





9.0 $103,468 $106,573 $109,771 $113,065

9.1 $104,896 $108,043 $111,285 $114,624

9.2 $106,321 $109,511 $112,797 $116,181

9.3 $107,740 $110,973 $114,303 $117,733

10.0 $109,174 $112,450 $115,824 $119,299

10.1 $110,591 $113,909 $117,327 $120,847

10.2 $112,017 $115,378 $118,840 $122,406

10.3 $113,443 $116,847 $120,353 $123,964






9.0 $105,260 $108,418 $111,671 $115,022

9.1 $106,712 $109,914 $113,212 $116,609

9.2 $108,162 $111,407 $114,750 $118,193

9.3 $109,605 $112,894 $116,281 $119,770






10.0 $111,065 $114,397 $117,829 $121,364

10.1 $112,506 $115,882 $119,359 $122,940

10.2 $113,956 $117,375 $120,897 $124,524

10.3 $115,407 $118,870 $122,437 $126,111






9.0 $109,739 $113,032 $116,423 $119,916

9.1 $111,253 $114,591 $118,029 $121,570

9.2 $112,765 $116,148 $119,633 $123,222

9.3 $114,269 $117,698 $121,229 $124,866

10.0 $115,791 $119,265 $122,843 $126,529

10.1 $117,294 $120,813 $124,438 $128,172

10.2 $118,805 $122,370 $126,042 $129,824

10.3 $120,318 $123,928 $127,646 $131,476

10 Day Fortnight – 13% Loading – Salary Point 11.0 and Above





11.0 $111,678 $115,029 $118,480 $122,035

11.1 $113,250 $116,648 $120,148 $123,753

11.2 $114,824 $118,269 $121,818 $125,473

11.3 $116,399 $119,891 $123,488 $127,193

11.4 $117,969 $121,509 $125,155 $128,910

11.5 $119,546 $123,133 $126,827 $130,632

12.0 $121,118 $124,752 $128,495 $132,350

12.1 $122,697 $126,378 $130,170 $134,076

12.2 $124,260 $127,988 $131,828 $135,783

12.3 $125,837 $129,613 $133,502 $137,508

12.4 $127,411 $131,234 $135,172 $139,228

12.5 $128,986 $132,856 $136,842 $140,948






11.0 $113,655 $117,065 $120,577 $124,195

11.1 $115,254 $118,712 $122,274 $125,943

11.2 $116,856 $120,362 $123,973 $127,693

11.3 $118,459 $122,013 $125,674 $129,445

11.4 $120,057 $123,659 $127,369 $131,191

11.5 $121,662 $125,312 $129,072 $132,945

12.0 $123,262 $126,960 $130,769 $134,693

12.1 $124,868 $128,615 $132,474 $136,449

12.2 $126,460 $130,254 $134,162 $138,187

12.3 $128,064 $131,906 $135,864 $139,940

12.4 $129,666 $133,556 $137,563 $141,690

12.5 $131,269 $135,208 $139,265 $143,443







11.0 $118,596 $122,154 $125,819 $129,594

11.1 $120,265 $123,873 $127,590 $131,418

11.2 $121,937 $125,596 $129,364 $133,245

11.3 $123,610 $127,319 $131,139 $135,074

11.4 $125,276 $129,035 $132,907 $136,895

11.5 $126,952 $130,761 $134,684 $138,725

12.0 $128,621 $132,480 $136,455 $140,549

12.1 $130,297 $134,206 $138,233 $142,380

12.2 $131,958 $135,917 $139,995 $144,195

12.3 $133,632 $137,641 $141,771 $146,025

12.4 $135,304 $139,364 $143,545 $147,852

12.5 $136,976 $141,086 $145,319 $149,679


Para-Professional

9 Day Fortnight





5.0 $74,784 $77,028 $79,339 $81,720

5.1 $76,019 $78,300 $80,649 $83,069

5.2 $77,248 $79,566 $81,953 $84,412

6.0 $78,480 $80,835 $83,261 $85,759

6.1 $79,717 $82,109 $84,573 $87,111

6.2 $80,947 $83,376 $85,878 $88,455

7.0 $82,185 $84,651 $87,191 $89,807

7.1 $83,415 $85,918 $88,496 $91,151

7.2 $84,648 $87,188 $89,804 $92,499

8.0 $85,885 $88,462 $91,116 $93,850

8.1 $87,117 $89,731 $92,423 $95,196

8.2 $88,354 $91,005 $93,736 $96,549

9.0 $89,583 $92,271 $95,040 $97,892

9.1 $90,819 $93,544 $96,351 $99,242

9.2 $92,053 $94,815 $97,660 $100,590

9.3 $93,281 $96,080 $98,963 $101,932

10.0 $94,523 $97,359 $100,280 $103,289

10.1 $95,750 $98,623 $101,582 $104,630

10.2 $96,984 $99,894 $102,891 $105,978

10.3 $98,219 $101,166 $104,201 $107,328

11.0 $98,830 $101,795 $104,849 $107,995

11.1 $100,221 $103,228 $106,325 $109,515

11.2 $101,614 $104,663 $107,803 $111,038

11.3 $103,008 $106,099 $109,282 $112,561

11.4 $104,397 $107,529 $110,755 $114,078

11.5 $105,793 $108,967 $112,237 $115,605

12.0 $107,184 $110,400 $113,712 $117,124

12.1 $108,581 $111,839 $115,195 $118,651

12.2 $109,965 $113,264 $116,662 $120,162

12.3 $111,360 $114,701 $118,143 $121,688

12.4 $112,753 $116,136 $119,621 $123,210

12.5 $114,147 $117,572 $121,100 $124,733

13.0 $115,535 $119,002 $122,573 $126,251

13.1 $117,850 $121,386 $125,028 $128,779

13.2 $120,163 $123,768 $127,482 $131,307

13.3 $122,476 $126,151 $129,936 $133,835






9.0 $103,468 $106,573 $109,771 $113,065

9.1 $104,896 $108,043 $111,285 $114,624

9.2 $106,321 $109,511 $112,797 $116,181

9.3 $107,740 $110,973 $114,303 $117,733

10.0 $109,174 $112,450 $115,824 $119,299

10.1 $110,591 $113,909 $117,327 $120,847

10.2 $112,017 $115,378 $118,840 $122,406

10.3 $113,443 $116,847 $120,353 $123,964







9.0 $105,260 $108,418 $111,671 $115,022

9.1 $106,712 $109,914 $113,212 $116,609

9.2 $108,162 $111,407 $114,750 $118,193

9.3 $109,605 $112,894 $116,281 $119,770

10.0 $111,065 $114,397 $117,829 $121,364

10.1 $112,506 $115,882 $119,359 $122,940

10.2 $113,956 $117,375 $120,897 $124,524

10.3 $115,407 $118,870 $122,437 $126,111






9.0 $109,739 $113,032 $116,423 $119,916

9.1 $111,253 $114,591 $118,029 $121,570

9.2 $112,765 $116,148 $119,633 $123,222

9.3 $114,269 $117,698 $121,229 $124,866

10.0 $115,791 $119,265 $122,843 $126,529

10.1 $117,294 $120,813 $124,438 $128,172

10.2 $118,805 $122,370 $126,042 $129,824

10.3 $120,318 $123,928 $127,646 $131,476






11.0 $111,678 $115,029 $118,480 $122,035

11.1 $113,250 $116,648 $120,148 $123,753

11.2 $114,824 $118,269 $121,818 $125,473

11.3 $116,399 $119,891 $123,488 $127,193

11.4 $117,969 $121,509 $125,155 $128,910

11.5 $119,546 $123,133 $126,827 $130,632

12.0 $121,118 $124,752 $128,495 $132,350

12.1 $122,697 $126,378 $130,170 $134,076

12.2 $124,260 $127,988 $131,828 $135,783

12.3 $125,837 $129,613 $133,502 $137,508

12.4 $127,411 $131,234 $135,172 $139,228

12.5 $128,986 $132,856 $136,842 $140,948

13.0 $130,555 $134,472 $138,507 $142,663

13.1 $133,171 $137,167 $141,283 $145,522

13.2 $135,784 $139,858 $144,054 $148,376

13.3 $138,398 $142,550 $146,827 $151,232






11.0 $113,655 $117,065 $120,577 $124,195

11.1 $115,254 $118,712 $122,274 $125,943

11.2 $116,856 $120,362 $123,973 $127,693

11.3 $118,459 $122,013 $125,674 $129,445

11.4 $120,057 $123,659 $127,369 $131,191

11.5 $121,662 $125,312 $129,072 $132,945






12.0 $123,262 $126,960 $130,769 $134,693

12.1 $124,868 $128,615 $132,474 $136,449

12.2 $126,460 $130,254 $134,162 $138,187

12.3 $128,064 $131,906 $135,864 $139,940

12.4 $129,666 $133,556 $137,563 $141,690

12.5 $131,269 $135,208 $139,265 $143,443

13.0 $132,865 $136,851 $140,957 $145,186

13.1 $135,528 $139,594 $143,782 $148,096

13.2 $138,187 $142,333 $146,603 $151,002

13.3 $140,847 $145,073 $149,426 $153,909






11.0 $118,596 $122,154 $125,819 $129,594

11.1 $120,265 $123,873 $127,590 $131,418

11.2 $121,937 $125,596 $129,364 $133,245

11.3 $123,610 $127,319 $131,139 $135,074

11.4 $125,276 $129,035 $132,907 $136,895

11.5 $126,952 $130,761 $134,684 $138,725

12.0 $128,621 $132,480 $136,455 $140,549

12.1 $130,297 $134,206 $138,233 $142,380

12.2 $131,958 $135,917 $139,995 $144,195

12.3 $133,632 $137,641 $141,771 $146,025

12.4 $135,304 $139,364 $143,545 $147,852

12.5 $136,976 $141,086 $145,319 $149,679

13.0 $138,642 $142,802 $147,087 $151,500

13.1 $141,420 $145,663 $150,033 $154,534

13.2 $144,196 $148,522 $152,978 $157,568

13.3 $146,971 $151,381 $155,923 $160,601


PARAPROFESSIONAL ADMINISTRATION TRAINEE SALARIES Trainees Paraprofessional (Administrative Stream) Rates effective from 1st August 2017

Stage/Year Rate

(% of Sal. Pt. 5.2)

Paraprofessional (Administration)

Trainee Rates

Adult Paraprofessional (Administration)

Trainee Rates

1 40% $29,356 $55,621

2 55% $39,573 $55,621

3 75% $53,195 $55,621

4 90% $63,412 $63,412



Stage/Year Rate

(% of Sal. Pt. 5.2)


Trainee Rates


Trainee Rates

1 40% $30,237 $57,290

2 55% $40,761 $57,290

3 75% $54,791 $57,290

4 90% $65,315 $65,315



Stage/Year Rate

(% of Sal. Pt. 5.2)


Trainee Rates


Trainee Rates

1 40% $31,145 $59,009

2 55% $41,984 $59,009

3 75% $56,435 $59,009

4 90% $67,275 $67,275



Stage/Year Rate

(% of Sal. Pt. 5.2)


Trainee Rates


Trainee Rates

1 40% $32,080 $60,780

2 55% $43,244 $60,780

3 75% $58,129 $60,780

4 90% $69,294 $69,294



PARAPROFESSIONAL TECHNICAL TRAINEES SALARIES

Trainees Paraprofessional (Technical Stream) Rates effective from 1st August 2017

Stage/Year Rate

(% of Sal. Pt. 7.0)

Paraprofessional (Technical)

Trainee Rates

Adult Paraprofessional (Technical)

Trainee Rates

1 40% $32,875 $62,646

2 55% $45,202 $62,646

3 75% $61,639 $62,646

4 Salary Po in t 4.0 $71,085 $71,085

5 Salary Po in t 5.2 $77,248 $77,248

6 Salary Po in t 6.0 $78,480 $78,480



Stage/Year Rate

(% of Sal. Pt. 7.0)


Trainee Rates


Trainee Rates

1 40% $33,862 $64,526

2 55% $46,559 $64,526

3 75% $63,489 $64,526

4 Salary Po in t 4.0 $73,218 $73,218

5 Salary Po in t 5.2 $79,566 $79,566

6 Salary Po in t 6.0 $80,835 $80,835



Stage/Year Rate

(% of Sal. Pt. 7.0)


Trainee Rates


Trainee Rates

1 40% $34,878 $66,462

2 55% $47,956 $66,462

3 75% $65,394 $66,462

4 Salary Po in t 4.0 $75,415 $75,415

5 Salary Po in t 5.2 $81,953 $81,953

6 Salary Po in t 6.0 $83,261 $83,261



Stage/Year Rate

(% of Sal. Pt. 7.0)


Trainee Rates


Trainee Rates

1 40% $35,925 $68,456

2 55% $49,395 $68,456

3 75% $67,356 $68,456

4 Salary Po in t 4.0 $77,678 $77,678

5 Salary Po in t 5.2 $84,412 $84,412

6 Salary Po in t 6.0 $85,759 $85,759



System Operator

(Includ es ap p licab le sh if t lo ad ing)





10.3 $98,219 $101,166 $104,201 $107,328

11.0 $98,830 $101,795 $104,849 $107,995

11.1 $100,221 $103,228 $106,325 $109,515

11.2 $101,614 $104,663 $107,803 $111,038

11.3 $103,008 $106,099 $109,282 $112,561

11.4 $104,397 $107,529 $110,755 $114,078

11.5 $105,793 $108,967 $112,237 $115,605

12.0 $107,184 $110,400 $113,712 $117,124

12.1 $108,581 $111,839 $115,195 $118,651

12.2 $109,965 $113,264 $116,662 $120,162

12.3 $111,360 $114,701 $118,143 $121,688

12.4 $112,753 $116,136 $119,621 $123,210

12.5 $114,147 $117,572 $121,100 $124,733

28% Loading





10.3 $125,720 $129,492 $133,377 $137,379

11.0 $126,502 $130,298 $134,207 $138,234

11.1 $128,283 $132,132 $136,096 $140,179

11.2 $130,066 $133,968 $137,988 $142,128

11.3 $131,850 $135,806 $139,881 $144,078

11.4 $133,628 $137,637 $141,767 $146,021

11.5 $135,415 $139,478 $143,663 $147,973

41% Loading





12.0 $151,129 $155,663 $160,333 $165,143

12.1 $153,099 $157,692 $162,423 $167,296

12.2 $155,051 $159,703 $164,495 $169,430

12.3 $157,018 $161,729 $166,581 $171,579

12.4 $158,982 $163,752 $168,665 $173,725

12.5 $160,947 $165,776 $170,750 $175,873


1.2 ADMINISTRATIVE STREAM AND PROFESSIONAL & MANAGERIAL STREAM Administrative Employee 9 Day Fortnight





0.0 $55,621 $57,290 $59,009 $60,780

1.0 $56,008 $57,689 $59,420 $61,203

1.1 $56,346 $58,037 $59,779 $61,573

1.2 $56,684 $58,385 $60,137 $61,942

1.3 $57,016 $58,727 $60,489 $62,304

1.4 $57,352 $59,073 $60,846 $62,672

1.5 $57,685 $59,416 $61,199 $63,035

1.6 $58,025 $59,766 $61,559 $63,406

1.7 $58,360 $60,111 $61,915 $63,773

2.0 $58,689 $60,450 $62,264 $64,132

2.1 $59,028 $60,799 $62,623 $64,502

2.2 $59,360 $61,141 $62,976 $64,866

2.3 $59,699 $61,490 $63,335 $65,236

2.4 $60,030 $61,831 $63,686 $65,597

2.5 $60,367 $62,179 $64,045 $65,967

2.6 $60,706 $62,528 $64,404 $66,337

2.7 $61,040 $62,872 $64,759 $66,702

3.0 $61,370 $63,212 $65,109 $67,063

3.1 $61,716 $63,568 $65,476 $67,441

3.2 $62,044 $63,906 $65,824 $67,799

3.3 $62,383 $64,255 $66,183 $68,169

3.4 $62,714 $64,596 $66,534 $68,531

3.5 $63,054 $64,946 $66,895 $68,902

3.6 $63,390 $65,292 $67,251 $69,269

3.7 $63,723 $65,635 $67,605 $69,634

4.0 $64,060 $65,982 $67,962 $70,001

4.1 $65,294 $67,253 $69,271 $71,350

4.2 $66,523 $68,519 $70,575 $72,693

5.0 $67,759 $69,792 $71,886 $74,043

5.1 $68,994 $71,064 $73,196 $75,392

5.2 $70,223 $72,330 $74,500 $76,735

6.0 $71,455 $73,599 $75,807 $78,082

6.1 $72,692 $74,873 $77,120 $79,434

6.2 $73,922 $76,140 $78,425 $80,778

7.0 $75,160 $77,415 $79,738 $82,131

7.1 $76,390 $78,682 $81,043 $83,475

7.2 $77,623 $79,952 $82,351 $84,822

8.0 $78,860 $81,226 $83,663 $86,173

8.1 $80,092 $82,495 $84,970 $87,520

8.2 $81,329 $83,769 $86,283 $88,872

9.0 $82,558 $85,035 $87,587 $90,215

9.1 $83,794 $86,308 $88,898 $91,565

9.2 $85,028 $87,579 $90,207 $92,914

9.3 $86,256 $88,844 $91,510 $94,256

10.0 $87,498 $90,123 $92,827 $95,612

10.1 $88,725 $91,387 $94,129 $96,953

10.2 $89,959 $92,658 $95,438 $98,302

10.3 $91,194 $93,930 $96,748 $99,651






11.0 $91,805 $94,560 $97,397 $100,319

11.1 $93,196 $95,992 $98,872 $101,839

11.2 $94,589 $97,427 $100,350 $103,361

11.3 $95,983 $98,863 $101,829 $104,884

11.4 $97,372 $100,294 $103,303 $106,403

11.5 $98,768 $101,732 $104,784 $107,928

12.0 $100,159 $103,164 $106,259 $109,447

12.1 $101,556 $104,603 $107,742 $110,975

12.2 $102,940 $106,029 $109,210 $112,487

12.3 $104,335 $107,466 $110,690 $114,011

12.4 $105,728 $108,900 $112,167 $115,533

12.5 $107,122 $110,336 $113,647 $117,057

13.0 $108,510 $111,766 $115,119 $118,573

13.1 $110,825 $114,150 $117,575 $121,103

13.2 $113,138 $116,533 $120,029 $123,630

13.3 $115,451 $118,915 $122,483 $126,158

14.0 $117,761 $121,294 $124,933 $128,681

14.1 $120,076 $123,679 $127,390 $131,212

14.2 $122,385 $126,057 $129,839 $133,735

14.3 $124,696 $128,437 $132,291 $136,260






1.0 $64,689 $66,630 $68,629 $70,688

1.1 $65,080 $67,033 $69,044 $71,116

1.2 $65,470 $67,435 $69,459 $71,543

1.3 $65,853 $67,829 $69,864 $71,960

1.4 $66,242 $68,230 $70,277 $72,386

1.5 $66,626 $68,625 $70,684 $72,805

1.6 $67,019 $69,030 $71,101 $73,235

1.7 $67,406 $69,429 $71,512 $73,658

2.0 $67,786 $69,820 $71,915 $74,073

2.1 $68,177 $70,223 $72,330 $74,500

2.2 $68,561 $70,618 $72,737 $74,920

2.3 $68,952 $71,021 $73,152 $75,347

2.4 $69,335 $71,416 $73,559 $75,766

2.5 $69,724 $71,816 $73,971 $76,191

2.6 $70,115 $72,219 $74,386 $76,618

2.7 $70,501 $72,617 $74,796 $77,040

3.0 $70,882 $73,009 $75,200 $77,456

3.1 $71,282 $73,421 $75,624 $77,893

3.2 $71,661 $73,811 $76,026 $78,307

3.3 $72,052 $74,214 $76,441 $78,735

3.4 $72,435 $74,609 $76,848 $79,154

3.5 $72,827 $75,012 $77,263 $79,581

3.6 $73,215 $75,412 $77,675 $80,006

3.7 $73,600 $75,808 $78,083 $80,426

4.0 $73,989 $76,209 $78,496 $80,851

4.1 $75,415 $77,678 $80,009 $82,410

4.2 $76,834 $79,140 $81,515 $83,961

5.0 $78,262 $80,610 $83,029 $85,520

5.1 $79,688 $82,079 $84,542 $87,079






5.2 $81,108 $83,542 $86,049 $88,631

6.0 $82,531 $85,007 $87,558 $90,185

6.1 $83,959 $86,478 $89,073 $91,746

6.2 $85,380 $87,942 $90,581 $93,299

7.0 $86,810 $89,415 $92,098 $94,861

7.1 $88,230 $90,877 $93,604 $96,413

7.2 $89,655 $92,345 $95,116 $97,970

8.0 $91,083 $93,816 $96,631 $99,530

8.1 $92,506 $95,282 $98,141 $101,086

8.2 $93,935 $96,754 $99,657 $102,647

9.0 $95,354 $98,215 $101,162 $104,197

9.1 $96,782 $99,686 $102,677 $105,758

9.2 $98,207 $101,154 $104,189 $107,315

9.3 $99,626 $102,615 $105,694 $108,865

10.0 $101,060 $104,092 $107,215 $110,432

10.1 $102,477 $105,552 $108,719 $111,981

10.2 $103,903 $107,021 $110,232 $113,539

10.3 $105,329 $108,489 $111,744 $115,097






1.0 $65,809 $67,784 $69,818 $71,913

1.1 $66,207 $68,194 $70,240 $72,348

1.2 $66,604 $68,603 $70,662 $72,782

1.3 $66,994 $69,004 $71,075 $73,208

1.4 $67,389 $69,411 $71,494 $73,639

1.5 $67,780 $69,814 $71,909 $74,067

1.6 $68,179 $70,225 $72,332 $74,502

1.7 $68,573 $70,631 $72,750 $74,933

2.0 $68,960 $71,029 $73,160 $75,355

2.1 $69,358 $71,439 $73,583 $75,791

2.2 $69,748 $71,841 $73,997 $76,217

2.3 $70,146 $72,251 $74,419 $76,652

2.4 $70,535 $72,652 $74,832 $77,077

2.5 $70,931 $73,059 $75,251 $77,509

2.6 $71,330 $73,470 $75,675 $77,946

2.7 $71,722 $73,874 $76,091 $78,374

3.0 $72,110 $74,274 $76,503 $78,799

3.1 $72,516 $74,692 $76,933 $79,241

3.2 $72,902 $75,090 $77,343 $79,664

3.3 $73,300 $75,499 $77,764 $80,097

3.4 $73,689 $75,900 $78,177 $80,523

3.5 $74,088 $76,311 $78,601 $80,960

3.6 $74,483 $76,718 $79,020 $81,391

3.7 $74,875 $77,122 $79,436 $81,820

4.0 $75,271 $77,530 $79,856 $82,252

4.1 $76,720 $79,022 $81,393 $83,835

4.2 $78,165 $80,510 $82,926 $85,414

5.0 $79,617 $82,006 $84,467 $87,002

5.1 $81,068 $83,501 $86,007 $88,588

5.2 $82,512 $84,988 $87,538 $90,165

6.0 $83,960 $86,479 $89,074 $91,747






6.1 $85,413 $87,976 $90,616 $93,335

6.2 $86,858 $89,464 $92,148 $94,913

7.0 $88,313 $90,963 $93,692 $96,503

7.1 $89,758 $92,451 $95,225 $98,082

7.2 $91,207 $93,944 $96,763 $99,666

8.0 $92,661 $95,441 $98,305 $101,255

8.1 $94,108 $96,932 $99,840 $102,836

8.2 $95,562 $98,429 $101,382 $104,424

9.0 $97,006 $99,917 $102,915 $106,003

9.1 $98,458 $101,412 $104,455 $107,589

9.2 $99,908 $102,906 $105,994 $109,174

9.3 $101,351 $104,392 $107,524 $110,750

10.0 $102,810 $105,895 $109,072 $112,345

10.1 $104,252 $107,380 $110,602 $113,921

10.2 $105,702 $108,874 $112,141 $115,506

10.3 $107,153 $110,368 $113,680 $117,091






1.0 $68,610 $70,669 $72,790 $74,974

1.1 $69,024 $71,095 $73,228 $75,425

1.2 $69,438 $71,522 $73,668 $75,879

1.3 $69,845 $71,941 $74,100 $76,323

1.4 $70,256 $72,364 $74,535 $76,772

1.5 $70,664 $72,784 $74,968 $77,218

1.6 $71,081 $73,214 $75,411 $77,674

1.7 $71,491 $73,636 $75,846 $78,122

2.0 $71,894 $74,051 $76,273 $78,562

2.1 $72,309 $74,479 $76,714 $79,016

2.2 $72,716 $74,898 $77,145 $79,460

2.3 $73,131 $75,325 $77,585 $79,913

2.4 $73,537 $75,744 $78,017 $80,358

2.5 $73,950 $76,169 $78,455 $80,809

2.6 $74,365 $76,596 $78,894 $81,261

2.7 $74,774 $77,018 $79,329 $81,709

3.0 $75,178 $77,434 $79,758 $82,151

3.1 $75,602 $77,871 $80,208 $82,615

3.2 $76,004 $78,285 $80,634 $83,054

3.3 $76,419 $78,712 $81,074 $83,507

3.4 $76,825 $79,130 $81,504 $83,950

3.5 $77,241 $79,559 $81,946 $84,405

3.6 $77,653 $79,983 $82,383 $84,855

3.7 $78,061 $80,403 $82,816 $85,301

4.0 $78,474 $80,829 $83,254 $85,752

4.1 $79,985 $82,385 $84,857 $87,403

4.2 $81,491 $83,936 $86,455 $89,049

5.0 $83,005 $85,496 $88,061 $90,703

5.1 $84,518 $87,054 $89,666 $92,356

5.2 $86,023 $88,604 $91,263 $94,001

6.0 $87,532 $90,158 $92,863 $95,649

6.1 $89,048 $91,720 $94,472 $97,307

6.2 $90,554 $93,271 $96,070 $98,953






7.0 $92,071 $94,834 $97,680 $100,611

7.1 $93,578 $96,386 $99,278 $102,257

7.2 $95,088 $97,941 $100,880 $103,907

8.0 $96,604 $99,503 $102,489 $105,564

8.1 $98,113 $101,057 $104,089 $107,212

8.2 $99,628 $102,617 $105,696 $108,867

9.0 $101,134 $104,169 $107,295 $110,514

9.1 $102,648 $105,728 $108,900 $112,167

9.2 $104,159 $107,284 $110,503 $113,819

9.3 $105,664 $108,834 $112,100 $115,463

10.0 $107,185 $110,401 $113,714 $117,126

10.1 $108,688 $111,949 $115,308 $118,768

10.2 $110,200 $113,506 $116,912 $120,420

10.3 $111,713 $115,065 $118,517 $122,073






11.0 $103,740 $106,853 $110,059 $113,361

11.1 $105,311 $108,471 $111,726 $115,078

11.2 $106,886 $110,093 $113,396 $116,798

11.3 $108,461 $111,715 $115,067 $118,520

11.4 $110,030 $113,331 $116,731 $120,233

11.5 $111,608 $114,957 $118,406 $121,959

12.0 $113,180 $116,576 $120,074 $123,677

12.1 $114,758 $118,201 $121,748 $125,401

12.2 $116,322 $119,812 $123,407 $127,110

12.3 $117,899 $121,436 $125,080 $128,833

12.4 $119,473 $123,058 $126,750 $130,553

12.5 $121,048 $124,680 $128,421 $132,274

13.0 $122,616 $126,295 $130,084 $133,987

13.1 $125,232 $128,989 $132,859 $136,845

13.2 $127,846 $131,682 $135,633 $139,702

13.3 $130,460 $134,374 $138,406 $142,559

14.0 $133,070 $137,063 $141,175 $145,411

14.1 $135,686 $139,757 $143,950 $148,269

14.2 $138,295 $142,444 $146,718 $151,120

14.3 $140,906 $145,134 $149,489 $153,974






11.0 $105,576 $108,744 $112,007 $115,368

11.1 $107,175 $110,391 $113,703 $117,115

11.2 $108,777 $112,041 $115,403 $118,866

11.3 $110,380 $113,692 $117,103 $120,617

11.4 $111,978 $115,338 $118,799 $122,363

11.5 $113,583 $116,991 $120,501 $124,117

12.0 $115,183 $118,639 $122,199 $125,865

12.1 $116,789 $120,293 $123,902 $127,620

12.2 $118,381 $121,933 $125,591 $129,359

12.3 $119,985 $123,585 $127,293 $131,112






12.4 $121,587 $125,235 $128,993 $132,863

12.5 $123,190 $126,886 $130,693 $134,614

13.0 $124,787 $128,531 $132,387 $136,359

13.1 $127,449 $131,273 $135,212 $139,269

13.2 $130,109 $134,013 $138,034 $142,176

13.3 $132,769 $136,753 $140,856 $145,082

14.0 $135,425 $139,488 $143,673 $147,984

14.1 $138,087 $142,230 $146,497 $150,892

14.2 $140,743 $144,966 $149,315 $153,795

14.3 $143,400 $147,702 $152,134 $156,699






11.0 $110,166 $113,471 $116,876 $120,383

11.1 $111,835 $115,191 $118,647 $122,207

11.2 $113,507 $116,913 $120,421 $124,034

11.3 $115,180 $118,636 $122,196 $125,862

11.4 $116,846 $120,352 $123,963 $127,682

11.5 $118,522 $122,078 $125,741 $129,514

12.0 $120,191 $123,797 $127,511 $131,337

12.1 $121,867 $125,524 $129,290 $133,169

12.2 $123,528 $127,234 $131,052 $134,984

12.3 $125,202 $128,959 $132,828 $136,813

12.4 $126,874 $130,681 $134,602 $138,641

12.5 $128,546 $132,403 $136,376 $140,468

13.0 $130,212 $134,119 $138,143 $142,288

13.1 $132,990 $136,980 $141,090 $145,323

13.2 $135,766 $139,839 $144,035 $148,357

13.3 $138,541 $142,698 $146,979 $151,389

14.0 $141,313 $145,553 $149,920 $154,418

14.1 $144,091 $148,414 $152,867 $157,454

14.2 $146,862 $151,268 $155,807 $160,482

14.3 $149,635 $154,125 $158,749 $163,512


ADMINISTRATION TRAINEE SALARIES Trainees Administration (Administrative Stream) Rates effective from 1st August 2017

Stage Rate

(% of Sal. Pt. 4.0) Administration Trainee

Rates Adult Administration

Trainee Rates

Fir st six (6) m ont hs 40% $26,891 $55,621

Second six (6) m ont hs 55% $36,183 $55,621



Stage Rate



Trainee Rates

Fir st six (6) m ont hs 40% $27,698 $57,290




Stage Rate



Trainee Rates

Fir st six (6) m ont hs 40% $28,529 $59,009




Stage Rate



Trainee Rates

Fir st six (6) m ont hs 40% $29,385 $60,780




Professional & Managerial 9 Day Fortnight





6.2 $73,922 $76,140 $78,425 $80,778

7.0 $75,160 $77,415 $79,738 $82,131

7.1 $76,390 $78,682 $81,043 $83,475

7.2 $77,623 $79,952 $82,351 $84,822

8.0 $78,860 $81,226 $83,663 $86,173

8.1 $80,092 $82,495 $84,970 $87,520

8.2 $81,329 $83,769 $86,283 $88,872

9.0 $82,558 $85,035 $87,587 $90,215

9.1 $83,794 $86,308 $88,898 $91,565

9.2 $85,028 $87,579 $90,207 $92,914

9.3 $86,256 $88,844 $91,510 $94,256

10.0 $87,498 $90,123 $92,827 $95,612

10.1 $88,725 $91,387 $94,129 $96,953

10.2 $89,959 $92,658 $95,438 $98,302

10.3 $91,194 $93,930 $96,748 $99,651

11.0 $91,805 $94,560 $97,397 $100,319

11.1 $93,196 $95,992 $98,872 $101,839

11.2 $94,589 $97,427 $100,350 $103,361

11.3 $95,983 $98,863 $101,829 $104,884

11.4 $97,372 $100,294 $103,303 $106,403

11.5 $98,768 $101,732 $104,784 $107,928

12.0 $100,159 $103,164 $106,259 $109,447

12.1 $101,556 $104,603 $107,742 $110,975

12.2 $102,940 $106,029 $109,210 $112,487

12.3 $104,335 $107,466 $110,690 $114,011

12.4 $105,728 $108,900 $112,167 $115,533

12.5 $107,122 $110,336 $113,647 $117,057

13.0 $108,510 $111,766 $115,119 $118,573

13.1 $110,825 $114,150 $117,575 $121,103

13.2 $113,138 $116,533 $120,029 $123,630

13.3 $115,451 $118,915 $122,483 $126,158

14.0 $117,761 $121,294 $124,933 $128,681

14.1 $120,076 $123,679 $127,390 $131,212

14.2 $122,385 $126,057 $129,839 $133,735

14.3 $124,696 $128,437 $132,291 $136,260

15.0 $127,013 $130,824 $134,749 $138,792

15.1 $129,581 $133,469 $137,474 $141,599

15.2 $132,152 $136,117 $140,201 $144,408

15.3 $134,721 $138,763 $142,926 $147,214

15.4 $137,288 $141,407 $145,650 $150,020

15.5 $139,859 $144,055 $148,377 $152,829

16.0 $142,425 $146,698 $151,099 $155,632

16.1 $145,253 $149,611 $154,100 $158,723

16.2 $148,078 $152,521 $157,097 $161,810

16.3 $150,904 $155,432 $160,095 $164,898

16.4 $153,733 $158,345 $163,096 $167,989

16.5 $156,557 $161,254 $166,092 $171,075







6.2 $85,380 $87,942 $90,581 $93,299

7.0 $86,810 $89,415 $92,098 $94,861

7.1 $88,230 $90,877 $93,604 $96,413

7.2 $89,655 $92,345 $95,116 $97,970

8.0 $91,083 $93,816 $96,631 $99,530

8.1 $92,506 $95,282 $98,141 $101,086

8.2 $93,935 $96,754 $99,657 $102,647

9.0 $95,354 $98,215 $101,162 $104,197

9.1 $96,782 $99,686 $102,677 $105,758

9.2 $98,207 $101,154 $104,189 $107,315

9.3 $99,626 $102,615 $105,694 $108,865

10.0 $101,060 $104,092 $107,215 $110,432

10.1 $102,477 $105,552 $108,719 $111,981

10.2 $103,903 $107,021 $110,232 $113,539

10.3 $105,329 $108,489 $111,744 $115,097






6.2 $86,858 $89,464 $92,148 $94,913

7.0 $88,313 $90,963 $93,692 $96,503

7.1 $89,758 $92,451 $95,225 $98,082

7.2 $91,207 $93,944 $96,763 $99,666

8.0 $92,661 $95,441 $98,305 $101,255

8.1 $94,108 $96,932 $99,840 $102,836

8.2 $95,562 $98,429 $101,382 $104,424

9.0 $97,006 $99,917 $102,915 $106,003

9.1 $98,458 $101,412 $104,455 $107,589

9.2 $99,908 $102,906 $105,994 $109,174

9.3 $101,351 $104,392 $107,524 $110,750

10.0 $102,810 $105,895 $109,072 $112,345

10.1 $104,252 $107,380 $110,602 $113,921

10.2 $105,702 $108,874 $112,141 $115,506

10.3 $107,153 $110,368 $113,680 $117,091






6.2 $90,554 $93,271 $96,070 $98,953

7.0 $92,071 $94,834 $97,680 $100,611

7.1 $93,578 $96,386 $99,278 $102,257

7.2 $95,088 $97,941 $100,880 $103,907

8.0 $96,604 $99,503 $102,489 $105,564

8.1 $98,113 $101,057 $104,089 $107,212

8.2 $99,628 $102,617 $105,696 $108,867

9.0 $101,134 $104,169 $107,295 $110,514

9.1 $102,648 $105,728 $108,900 $112,167

9.2 $104,159 $107,284 $110,503 $113,819

9.3 $105,664 $108,834 $112,100 $115,463

10.0 $107,185 $110,401 $113,714 $117,126






10.1 $108,688 $111,949 $115,308 $118,768

10.2 $110,200 $113,506 $116,912 $120,420

10.3 $111,713 $115,065 $118,517 $122,073






11.0 $103,740 $106,853 $110,059 $113,361

11.1 $105,311 $108,471 $111,726 $115,078

11.2 $106,886 $110,093 $113,396 $116,798

11.3 $108,461 $111,715 $115,067 $118,520

11.4 $110,030 $113,331 $116,731 $120,233

11.5 $111,608 $114,957 $118,406 $121,959

12.0 $113,180 $116,576 $120,074 $123,677

12.1 $114,758 $118,201 $121,748 $125,401

12.2 $116,322 $119,812 $123,407 $127,110

12.3 $117,899 $121,436 $125,080 $128,833

12.4 $119,473 $123,058 $126,750 $130,553

12.5 $121,048 $124,680 $128,421 $132,274

13.0 $122,616 $126,295 $130,084 $133,987

13.1 $125,232 $128,989 $132,859 $136,845

13.2 $127,846 $131,682 $135,633 $139,702

13.3 $130,460 $134,374 $138,406 $142,559

14.0 $133,070 $137,063 $141,175 $145,411

14.1 $135,686 $139,757 $143,950 $148,269

14.2 $138,295 $142,444 $146,718 $151,120

14.3 $140,906 $145,134 $149,489 $153,974

15.0 $143,525 $147,831 $152,266 $156,834

15.1 $146,427 $150,820 $155,345 $160,006

15.2 $149,332 $153,812 $158,427 $163,180

15.3 $152,235 $156,803 $161,508 $166,354

15.4 $155,135 $159,790 $164,584 $169,522

15.5 $158,041 $162,783 $167,667 $172,698

16.0 $160,940 $165,769 $170,743 $175,866

16.1 $164,136 $169,061 $174,133 $179,357

16.2 $167,328 $172,348 $177,519 $182,845

16.3 $170,522 $175,638 $180,908 $186,336

16.4 $173,718 $178,930 $184,298 $189,827

16.5 $176,909 $182,217 $187,684 $193,315






11.0 $105,576 $108,744 $112,007 $115,368

11.1 $107,175 $110,391 $113,703 $117,115

11.2 $108,777 $112,041 $115,403 $118,866

11.3 $110,380 $113,692 $117,103 $120,617

11.4 $111,978 $115,338 $118,799 $122,363

11.5 $113,583 $116,991 $120,501 $124,117

12.0 $115,183 $118,639 $122,199 $125,865

12.1 $116,789 $120,293 $123,902 $127,620

12.2 $118,381 $121,933 $125,591 $129,359






12.3 $119,985 $123,585 $127,293 $131,112

12.4 $121,587 $125,235 $128,993 $132,863

12.5 $123,190 $126,886 $130,693 $134,614

13.0 $124,787 $128,531 $132,387 $136,359

13.1 $127,449 $131,273 $135,212 $139,269

13.2 $130,109 $134,013 $138,034 $142,176

13.3 $132,769 $136,753 $140,856 $145,082

14.0 $135,425 $139,488 $143,673 $147,984

14.1 $138,087 $142,230 $146,497 $150,892

14.2 $140,743 $144,966 $149,315 $153,795

14.3 $143,400 $147,702 $152,134 $156,699

15.0 $146,065 $150,447 $154,961 $159,610

15.1 $149,018 $153,489 $158,094 $162,837

15.2 $151,975 $156,535 $161,232 $166,069

15.3 $154,929 $159,577 $164,365 $169,296

15.4 $157,881 $162,618 $167,497 $172,522

15.5 $160,838 $165,664 $170,634 $175,754

16.0 $163,789 $168,703 $173,765 $178,978

16.1 $167,041 $172,053 $177,215 $182,532

16.2 $170,290 $175,399 $180,661 $186,081

16.3 $173,540 $178,747 $184,110 $189,634

16.4 $176,793 $182,097 $187,560 $193,187

16.5 $180,041 $185,443 $191,007 $196,738






11.0 $110,166 $113,471 $116,876 $120,383

11.1 $111,835 $115,191 $118,647 $122,207

11.2 $113,507 $116,913 $120,421 $124,034

11.3 $115,180 $118,636 $122,196 $125,862

11.4 $116,846 $120,352 $123,963 $127,682

11.5 $118,522 $122,078 $125,741 $129,514

12.0 $120,191 $123,797 $127,511 $131,337

12.1 $121,867 $125,524 $129,290 $133,169

12.2 $123,528 $127,234 $131,052 $134,984

12.3 $125,202 $128,959 $132,828 $136,813

12.4 $126,874 $130,681 $134,602 $138,641

12.5 $128,546 $132,403 $136,376 $140,468

13.0 $130,212 $134,119 $138,143 $142,288

13.1 $132,990 $136,980 $141,090 $145,323

13.2 $135,766 $139,839 $144,035 $148,357

13.3 $138,541 $142,698 $146,979 $151,389

14.0 $141,313 $145,553 $149,920 $154,418

14.1 $144,091 $148,414 $152,867 $157,454

14.2 $146,862 $151,268 $155,807 $160,482

14.3 $149,635 $154,125 $158,749 $163,512

15.0 $152,416 $156,989 $161,699 $166,550

15.1 $155,497 $160,162 $164,967 $169,917

15.2 $158,582 $163,340 $168,241 $173,289

15.3 $161,665 $166,515 $171,511 $176,657

15.4 $164,746 $169,689 $174,780 $180,024

15.5 $167,831 $172,866 $178,052 $183,394






16.0 $170,910 $176,038 $181,320 $186,760

16.1 $174,304 $179,534 $184,921 $190,469

16.2 $177,694 $183,025 $188,516 $194,172

16.3 $181,085 $186,518 $192,114 $197,878

16.4 $184,480 $190,015 $195,716 $201,588

16.5 $187,868 $193,505 $199,311 $205,291


1.3 SPARQ SOLUTIONS ADMINISTRATIVE STREAM AND PROFESSIONAL & MANAGERIAL STREAM

Administrative Employee 9 Day Fortnight





0.0 $55,889 $57,566 $59,009 $60,780

1.0 $56,279 $57,968 $59,420 $61,203

1.1 $56,620 $58,319 $59,779 $61,573

1.2 $56,958 $58,667 $60,137 $61,942

1.3 $57,292 $59,011 $60,489 $62,304

1.4 $57,631 $59,360 $60,846 $62,672

1.5 $57,964 $59,703 $61,199 $63,035

1.6 $58,305 $60,055 $61,559 $63,406

1.7 $58,642 $60,402 $61,915 $63,773

2.0 $58,975 $60,745 $62,264 $64,132

2.1 $59,315 $61,095 $62,623 $64,502

2.2 $59,648 $61,438 $62,976 $64,866

2.3 $59,988 $61,788 $63,335 $65,236

2.4 $60,322 $62,132 $63,686 $65,597

2.5 $60,659 $62,479 $64,045 $65,967

2.6 $61,001 $62,832 $64,404 $66,337

2.7 $61,335 $63,176 $64,759 $66,702

3.0 $61,669 $63,520 $65,109 $67,063

3.1 $62,015 $63,876 $65,476 $67,441

3.2 $62,345 $64,216 $65,824 $67,799

3.3 $62,686 $64,567 $66,183 $68,169

3.4 $63,018 $64,909 $66,534 $68,531

3.5 $63,358 $65,259 $66,895 $68,902

3.6 $63,697 $65,608 $67,251 $69,269

3.7 $64,032 $65,953 $67,605 $69,634

4.0 $64,371 $66,303 $67,962 $70,001

4.1 $65,610 $67,579 $69,271 $71,350

4.2 $66,845 $68,851 $70,575 $72,693

5.0 $68,087 $70,130 $71,886 $74,043

5.1 $69,328 $71,408 $73,196 $75,392

5.2 $70,564 $72,681 $74,500 $76,735

6.0 $71,803 $73,958 $75,807 $78,082

6.1 $73,046 $75,238 $77,120 $79,434

6.2 $74,282 $76,511 $78,425 $80,778

7.0 $75,525 $77,791 $79,738 $82,131

7.1 $76,761 $79,064 $81,043 $83,475

7.2 $77,999 $80,339 $82,351 $84,822

8.0 $79,243 $81,621 $83,663 $86,173

8.1 $80,481 $82,896 $84,970 $87,520

8.2 $81,724 $84,176 $86,283 $88,872

9.0 $82,959 $85,448 $87,587 $90,215

9.1 $84,201 $86,728 $88,898 $91,565

9.2 $85,440 $88,004 $90,207 $92,914

9.3 $86,675 $89,276 $91,510 $94,256

10.0 $87,922 $90,560 $92,827 $95,612

10.1 $89,156 $91,831 $94,129 $96,953

10.2 $90,395 $93,107 $95,438 $98,302






10.3 $91,637 $94,387 $96,748 $99,651

11.0 $92,250 $95,018 $97,397 $100,319

11.1 $93,649 $96,459 $98,872 $101,839

11.2 $95,049 $97,901 $100,350 $103,361

11.3 $96,448 $99,342 $101,829 $104,884

11.4 $97,845 $100,781 $103,303 $106,403

11.5 $99,246 $102,224 $104,784 $107,928

12.0 $100,646 $103,666 $106,259 $109,447

12.1 $102,049 $105,111 $107,742 $110,975

12.2 $103,439 $106,543 $109,210 $112,487

12.3 $104,842 $107,988 $110,690 $114,011

12.4 $106,241 $109,429 $112,167 $115,533

12.5 $107,643 $110,873 $113,647 $117,057

13.0 $109,036 $112,308 $115,119 $118,573

13.1 $111,363 $114,704 $117,575 $121,103

13.2 $113,688 $117,099 $120,029 $123,630

13.3 $116,012 $119,493 $122,483 $126,158

14.0 $118,332 $121,882 $124,933 $128,681

14.1 $120,660 $124,280 $127,390 $131,212

14.2 $122,979 $126,669 $129,839 $133,735

14.3 $125,301 $129,061 $132,291 $136,260


Professional & Managerial 9 Day Fortnight





6.2 $74,282 $76,511 $78,425 $80,778

7.0 $75,525 $77,791 $79,738 $82,131

7.1 $76,761 $79,064 $81,043 $83,475

7.2 $77,999 $80,339 $82,351 $84,822

8.0 $79,243 $81,621 $83,663 $86,173

8.1 $80,481 $82,896 $84,970 $87,520

8.2 $81,724 $84,176 $86,283 $88,872

9.0 $82,959 $85,448 $87,587 $90,215

9.1 $84,201 $86,728 $88,898 $91,565

9.2 $85,440 $88,004 $90,207 $92,914

9.3 $86,675 $89,276 $91,510 $94,256

10.0 $87,922 $90,560 $92,827 $95,612

10.1 $89,156 $91,831 $94,129 $96,953

10.2 $90,395 $93,107 $95,438 $98,302

10.3 $91,637 $94,387 $96,748 $99,651

11.0 $92,250 $95,018 $97,397 $100,319

11.1 $93,649 $96,459 $98,872 $101,839

11.2 $95,049 $97,901 $100,350 $103,361

11.3 $96,448 $99,342 $101,829 $104,884

11.4 $97,845 $100,781 $103,303 $106,403

11.5 $99,246 $102,224 $104,784 $107,928

12.0 $100,646 $103,666 $106,259 $109,447

12.1 $102,049 $105,111 $107,742 $110,975

12.2 $103,439 $106,543 $109,210 $112,487

12.3 $104,842 $107,988 $110,690 $114,011

12.4 $106,241 $109,429 $112,167 $115,533

12.5 $107,643 $110,873 $113,647 $117,057

13.0 $109,036 $112,308 $115,119 $118,573

13.1 $111,363 $114,704 $117,575 $121,103

13.2 $113,688 $117,099 $120,029 $123,630

13.3 $116,012 $119,493 $122,483 $126,158

14.0 $118,332 $121,882 $124,933 $128,681

14.1 $120,660 $124,280 $127,390 $131,212

14.2 $122,979 $126,669 $129,839 $133,735

14.3 $125,301 $129,061 $132,291 $136,260

15.0 $127,630 $131,459 $134,749 $138,792

15.1 $130,210 $134,117 $137,474 $141,599

15.2 $132,793 $136,777 $140,201 $144,408

15.3 $135,375 $139,437 $142,926 $147,214

15.4 $137,954 $142,093 $145,650 $150,020

15.5 $140,537 $144,754 $148,377 $152,829

16.0 $143,117 $147,411 $151,099 $155,632

16.1 $145,958 $150,337 $154,100 $158,723

16.2 $148,797 $153,261 $157,097 $161,810

16.3 $151,637 $156,187 $160,095 $164,898

16.4 $154,479 $159,114 $163,096 $167,989

16.5 $157,317 $162,037 $166,092 $171,075







0.0 64,552 66,489 68,156 70,201

1.0 65,002 66,953 68,629 70,688

1.1 65,396 67,358 69,044 71,116

1.2 65,786 67,760 69,459 71,543

1.3 66,172 68,158 69,864 71,960

1.4 66,564 68,561 70,277 72,386

1.5 66,948 68,957 70,684 72,805

1.6 67,342 69,363 71,101 73,235

1.7 67,732 69,764 71,512 73,658

2.0 68,116 70,160 71,915 74,073

2.1 68,509 70,565 72,330 74,500

2.2 68,893 70,960 72,737 74,920

2.3 69,286 71,365 73,152 75,347

2.4 69,672 71,763 73,559 75,766

2.5 70,061 72,163 73,971 76,191

2.6 70,456 72,570 74,386 76,618

2.7 70,842 72,968 74,796 77,040

3.0 71,228 73,365 75,200 77,456

3.1 71,627 73,776 75,624 77,893

3.2 72,008 74,169 76,026 78,307

3.3 72,402 74,575 76,441 78,735

3.4 72,786 74,970 76,848 79,154

3.5 73,178 75,374 77,263 79,581

3.6 73,570 75,778 77,675 80,006

3.7 73,957 76,176 78,083 80,426

4.0 74,349 76,580 78,496 80,851

4.1 75,780 78,054 80,009 82,410

4.2 77,206 79,523 81,515 83,961

5.0 78,640 81,000 83,029 85,520

5.1 80,074 82,477 84,542 87,079

5.2 81,501 83,947 86,049 88,631

6.0 82,932 85,420 87,558 90,185

6.1 84,368 86,900 89,073 91,746

6.2 85,796 88,370 90,581 93,299

7.0 87,231 89,848 92,098 94,861

7.1 88,659 91,319 93,604 96,413

7.2 90,089 92,792 95,116 97,970

8.0 91,526 94,272 96,631 99,530

8.1 92,956 95,745 98,141 101,086

8.2 94,391 97,223 99,657 102,647

9.0 95,818 98,693 101,162 104,197

9.1 97,252 100,170 102,677 105,758

9.2 98,683 101,644 104,189 107,315

9.3 100,110 103,114 105,694 108,865

10.0 101,550 104,597 107,215 110,432

10.1 102,975 106,065 108,719 111,981

10.2 104,406 107,539 110,232 113,539

10.3 105,841 109,017 111,744 115,097







0.0 65,670 67,641 69,336 71,417

1.0 66,128 68,112 69,818 71,913

1.1 66,529 68,525 70,240 72,348

1.2 66,926 68,934 70,662 72,782

1.3 67,318 69,338 71,075 73,208

1.4 67,716 69,748 71,494 73,639

1.5 68,108 70,152 71,909 74,067

1.6 68,508 70,564 72,332 74,502

1.7 68,904 70,972 72,750 74,933

2.0 69,296 71,375 73,160 75,355

2.1 69,695 71,786 73,583 75,791

2.2 70,086 72,189 73,997 76,217

2.3 70,486 72,601 74,419 76,652

2.4 70,878 73,005 74,832 77,077

2.5 71,274 73,413 75,251 77,509

2.6 71,676 73,827 75,675 77,946

2.7 72,069 74,232 76,091 78,374

3.0 72,461 74,635 76,503 78,799

3.1 72,868 75,055 76,933 79,241

3.2 73,255 75,453 77,343 79,664

3.3 73,656 75,866 77,764 80,097

3.4 74,046 76,268 78,177 80,523

3.5 74,446 76,680 78,601 80,960

3.6 74,844 77,090 79,020 81,391

3.7 75,238 77,496 79,436 81,820

4.0 75,636 77,906 79,856 82,252

4.1 77,092 79,405 81,393 83,835

4.2 78,543 80,900 82,926 85,414

5.0 80,002 82,403 84,467 87,002

5.1 81,460 83,904 86,007 88,588

5.2 82,913 85,401 87,538 90,165

6.0 84,369 86,901 89,074 91,747

6.1 85,829 88,404 90,616 93,335

6.2 87,281 89,900 92,148 94,913

7.0 88,742 91,405 93,692 96,503

7.1 90,194 92,900 95,225 98,082

7.2 91,649 94,399 96,763 99,666

8.0 93,111 95,905 98,305 101,255

8.1 94,565 97,402 99,840 102,836

8.2 96,026 98,907 101,382 104,424

9.0 97,477 100,402 102,915 106,003

9.1 98,936 101,905 104,455 107,589

9.2 100,392 103,404 105,994 109,174

9.3 101,843 104,899 107,524 110,750

10.0 103,308 106,408 109,072 112,345

10.1 104,758 107,901 110,602 113,921

10.2 106,214 109,401 112,141 115,506

10.3 107,673 110,904 113,680 117,091







11.0 104,243 107,371 110,059 113,361

11.1 105,823 108,998 111,726 115,078

11.2 107,405 110,628 113,396 116,798

11.3 108,986 112,256 115,067 118,520

11.4 110,565 113,882 116,731 120,233

11.5 112,148 115,513 118,406 121,959

12.0 113,730 117,142 120,074 123,677

12.1 115,315 118,775 121,748 125,401

12.2 116,886 120,393 123,407 127,110

12.3 118,471 122,026 125,080 128,833

12.4 120,052 123,654 126,750 130,553

12.5 121,637 125,287 128,421 132,274

13.0 123,211 126,908 130,084 133,987

13.1 125,840 129,616 132,859 136,845

13.2 128,467 132,322 135,633 139,702

13.3 131,094 135,027 138,406 142,559

14.0 133,715 137,727 141,175 145,411

14.1 136,346 140,437 143,950 148,269

14.2 138,966 143,135 146,718 151,120

14.3 141,590 145,838 149,489 153,974

15.0 144,222 148,549 152,266 156,834

15.1 147,137 151,552 155,345 160,006

15.2 150,056 154,558 158,427 163,180

15.3 152,974 157,564 161,508 166,354

15.4 155,888 160,565 164,584 169,522

15.5 158,807 163,572 167,667 172,698

16.0 161,722 166,574 170,743 175,866

16.1 164,933 169,881 174,133 179,357

16.2 168,141 173,186 177,519 182,845

16.3 171,350 176,491 180,908 186,336

16.4 174,561 179,798 184,298 189,827

16.5 177,768 183,102 187,684 193,315






11.0 106,088 109,271 112,007 115,368

11.1 107,696 110,927 113,703 117,115

11.2 109,306 112,586 115,403 118,866

11.3 110,915 114,243 117,103 120,617

11.4 112,522 115,898 118,799 122,363

11.5 114,133 117,557 120,501 124,117

12.0 115,743 119,216 122,199 125,865

12.1 117,356 120,877 123,902 127,620

12.2 118,955 122,524 125,591 129,359






12.3 120,568 124,186 127,293 131,112

12.4 122,177 125,843 128,993 132,863

12.5 123,789 127,503 130,693 134,614

13.0 125,391 129,153 132,387 136,359

13.1 128,067 131,910 135,212 139,269

13.2 130,741 134,664 138,034 142,176

13.3 133,414 137,417 140,856 145,082

14.0 136,082 140,165 143,673 147,984

14.1 138,759 142,922 146,497 150,892

14.2 141,426 145,669 149,315 153,795

14.3 144,096 148,419 152,134 156,699

15.0 146,775 151,179 154,961 159,610

15.1 149,742 154,235 158,094 162,837

15.2 152,712 157,294 161,232 166,069

15.3 155,681 160,352 164,365 169,296

15.4 158,647 163,407 167,497 172,522

15.5 161,618 166,467 170,634 175,754

16.0 164,585 169,523 173,765 178,978

16.1 167,852 172,888 177,215 182,532

16.2 171,117 176,251 180,661 186,081

16.3 174,383 179,615 184,110 189,634

16.4 177,651 182,981 187,560 193,187

16.5 180,915 186,343 191,007 196,738






11.0 110,700 114,021 116,876 120,383

11.1 112,379 115,751 118,647 122,207

11.2 114,059 117,481 120,421 124,034

11.3 115,738 119,211 122,196 125,862

11.4 117,414 120,937 123,963 127,682

11.5 119,095 122,668 125,741 129,514

12.0 120,775 124,399 127,511 131,337

12.1 122,459 126,133 129,290 133,169

12.2 124,127 127,851 131,052 134,984

12.3 125,810 129,585 132,828 136,813

12.4 127,489 131,314 134,602 138,641

12.5 129,172 133,048 136,376 140,468

13.0 130,843 134,769 138,143 142,288

13.1 133,636 137,646 141,090 145,323

13.2 136,426 140,519 144,035 148,357

13.3 139,214 143,391 146,979 151,389

14.0 141,998 146,258 149,920 154,418

14.1 144,792 149,136 152,867 157,454

14.2 147,575 152,003 155,807 160,482

14.3 150,361 154,872 158,749 163,512

15.0 153,156 157,751 161,699 166,550

15.1 156,252 160,940 164,967 169,917

15.2 159,352 164,133 168,241 173,289

15.3 162,450 167,324 171,511 176,657

15.4 165,545 170,512 174,780 180,024






15.5 168,644 173,704 178,052 183,394

16.0 171,740 176,893 181,320 186,760

16.1 175,150 180,405 184,921 190,469

16.2 178,556 183,913 188,516 194,172

16.3 181,964 187,423 192,114 197,878

16.4 185,375 190,937 195,716 201,588

16.5 188,780 194,444 199,311 205,291


SCHEDULE 2 REDUNDANCY PROVISIONS

REDUNDANCY 1. Preface

The f o llow ing p rovisions, o t her t han t hose f o r vo lun t ary r ed un d an cy, consult at ion and

no t ice, are on ly t o b e accessed once Energy Queensland h as exh aust ed t he relevan t

p rovision s laid o ut in clause 1.10 Em p loym en t Secur it y , o f t h is Agreem en t .

Red un d ancy occurs w hen Energy Queensland id en t if ies t hat t he n eed f o r w o rk o f a

p ar t icu lar kind h as sub st an t ially d im in ish ed o r ceased . Red und ancy w ill no rm ally occur

w here ch anged circum st ances o r w ork p ract ices af f ect t he ef f icien t and econom ical

w orking o f t he en t erp r ise. Em p loyees w ill b e consid ered f o r r et r enchm en t /red ep loym en t

on t he b asis o f m er it , eq u it y, skills, com p et encies and lengt h o f service w here a p osit ion

is d eclared red und an t . Th is p rocess w ill no t d iscr im inat e on t he b asis o f sex, sexual

p ref erence, m ar it al st at us, p regnancy, f am ily resp onsib ilit ies, age, r ace, co lour , nat ion al

o r ig in , im p airm en t , t r ad e un ion act ivit y, p o lit ical convict ion o r o n any o t her g round

out lined b y all an d any relevan t leg islat ion .

2. Exclusions

Th is clause d oes no t ap p ly t o an em p loyee w h o :

Is a casual em p loyee;

Is a Fixed Term em p loyee as d ef ined in t h is Agreem en t ;

Is an ap p ren t ice o r a t r ainee und er a t r aineesh ip ;

Does no t h ave at least one (1) years’ con t inuo us service;

Un reasonab ly r ef uses an o f f er o f su it ab le alt ernat ive em p loym en t w it h Energy

Queensland;

Term in at es em p loym en t d ur ing t he p er iod o f no t ice g iven und er clause 3.9.3 No t ice

o f Term inat ion b y Em p loyee, w it hout t he p r io r ap p roval o f Energy Queensland un less

t he ap p roval is un reaso nab ly w it hheld ;

Is t erm inat ed f o r neglect o f d ut y, ser ious m iscond uct w ar ran t ing sum m ary d ism issal;

and /o r

Is sp ecif ically exclud ed b y any p rovisions o f t h is clause.

3. Objectives

The o b ject ives o f t h is p rovision are t o :

Provid e suf f icien t f lexib ilit y t o ef f ect ively ad d ress w o rkf o r ce issues ar ising f rom

t he rat ion alisat ion o f op erat ions and services f rom t im e t o t im e w it h in Energy

Queensland, t he chan gin g nat ure o f w ork an d /o r t he rap id ly ch angin g environm en t

w it h in w h ich Energy Queensland op erat es.

Ad d ress t hese issues in an eq uit ab le f ash ion t hat sup p o r t s t h e Energy Queensland

com m it m en t t o it s shareho ld ers and t he p ub lic’s exp ect at ion s f o r long t erm

sust ainab le ret urn s on t heir invest m en t s in t h is b usiness.

Main t ain em p loyees in em p loym en t w it h in Energy Queensland w herever p ossib le.

Give p ref erence t o r ed ep loym en t and vo lun t ary ret renchm en t w here ap p rop r iat e.

Provid e f inancial assist ance t o em p loyees w ho accep t t r ansf ers t o o t h er locat ions.

Pay m onet ary com p ensat ion t o em p loyees f o r w hom su it ab le alt ernat ive

em p loym en t canno t b e f ound and w hose em p loym en t is t o b e t erm inat ed .


4. Definitions

“Ord inary Rat e o f Pay” – Th e o rd inary rat e o f p ay f o r t h e p urp oses o f t h is clause w ill

encom p ass t he f o llow ing:

Salar y Rat e as p rovid ed f o r in Salary Sch ed ule A;

Allow ances f o r skills on a w eekly b asis (if ap p licab le);

Sub st at ion /Test Allow ance on a w eekly b asis (if ap p licab le); o r

Localit y Allow ance on a w eekly b asis (if ap p licab le).

The Ord inary Rat e o f Pay exclud es over t im e, sh if t load ings and w eekend p en alt y r at es (if

ap p licab le), excep t w h ere an agreem en t is in p lace w h ich p rovid es f o r an annualised

salary ar rangem en t . In t hese circum st ances, t h e o rd inary rat e o f p ay w ill b e t he

annualised salary r at e o f p ay.

“Lengt h o f Service” – The com p let ed years o f service is calculat ed b y d et erm in ing t he

p er iod b et w een t he em p loyee’s ind ust r y st ar t d at e (as recogn ised b y Energy Queensland)

and t he em p loyee’s t erm inat ion d at e.

If an em p loyee is w o rking, o r h as w orked , a p er iod o f p ar t -t im e em p loym en t , t h at

em p loyee’s lengt h o f service w ill b e calculat ed t o recogn ise t he act ual hours o f p ar t -t im e

em p loym en t . 5. Consultation

Where it ap p ears t hat a p osit ion o r p osit ion s are likely t o b ecom e red und an t , and p r io r t o

f o rm al red und ancy no t ices b eing issued , Energy Queensland w ill p rovid e, at t he ear liest

p ossib le t im e, all relevan t d et ails t o t he ap p rop r iat e Un ion p ar t ies. These d et ails w ill

includ e:

The reasons f o r t he p osit ion o r p osit ions b eco m ing red und an t ; and

The n um b er , locat ion and o t her d et ails o f t he red un d an t p osit ion s.

Energy Queensland w ill ar range d iscussions t o t ake p lace w it h t he relevan t Un ion p ar t ies

w h ich w ill includ e:

The m et hod o f id en t if y ing t he p osit ions id en t if ied as red und an t , having regard t o t he

ef f icien t and econom ical w orking o f t h e en t erp r ise;

Ad vice and t h e t im ing o f t hat ad vice t o t he em p loyees;

The ap p ro p r iat eness o f using vo lun t ar y ret ren chm en t ; an d

Red ep loym en t op t ions.

6. Notice Of Redundancy and Commitment to Redeployment

An em p loyee w ill receive f o rm al no t if icat ion t hat t heir p osit ion is t o b ecom e red und an t

at least six (6) m on t hs p r io r t o t he even t occur r ing . No t if icat ion w ill also b e g iven t o t he

relevan t Un ion p ar t ies. Once no t if icat ion has b een p rovid ed t o an em p loyee, Energy

Queensland w ill t ake all r easonab le st ep s t o d et erm ine w hat o t her em p loym en t

op p or t un it ies exist w it h in Energy Queensland t hat are suit ab le f o r red ep loym en t , and t hat

enab le t he o rgan isat ion t o b est ut ilise t he skills o f t he em p loyee. Red ep loym en t m ay t ake

t he f o rm o f p erm anen t , t em p o rary, o r p ro ject w ork.

Em p loyees red ep loyed t o a lo w er level p o sit ion w ill rem ain com m it t ed t o red ep loym en t

at t heir sub st an t ive level an d m ay accep t an o f f er o f a suit ab le alt ernat ive ro le at level,

sub ject t o ap p ro p r iat e sup p or t an d ret rain ing . Such accep t ance w ill no t b e un reason ab ly

w it hheld d ur in g t he f ir st t w o (2) years f o llow ing no t if icat ion t hat t heir p osit ion is t o

b ecom e red und an t .


If t he em p loyee f in d s t he new p osit ion unsat isf act o ry w it h in a p er iod o f t h ree (3) m on t h s,

t hey w ill have t he op p or t un it y t o ret urn t o t h eir r ed ep loyed p o sit ion . Em p loy ees w ho are

on salar y m ain t en ance and w ho ap p ly f o r a suit ab le alt ern at ive ro le at t heir sub st an t ive

level, w ill b e assessed o n t he b asis o f su it ab ilit y f o r t he ro le.

7. Redeployment

Fo llow ing t he consult at ive st ep s as out lined ab ove, all ef f o r t s w ill b e m ad e t o f ind

suit ab le alt ernat ive em p loym en t f o r em p loyees w hose p osit ions are d eclared red und an t .

Af t er t he p rocesses d et ailed ab ove have o ccur red , each af f ect ed em p loyee w ill b e

ind ivid ually in t erview ed t o d et erm ine w hat op t ions m ay exist f o r t he m anagem ent o f

t hat em p loyee’s f ut ure.

Energy Queensland w ill seek t o exp ed it iously p lace d isp laced em p loyees in t o p erm anen t

ro les. In t h is regard Energy Queensland w ill f acilit at e an Em p loyee Tran sit ion Program (ETP),

w h ich w ill b e d evelo p ed in consult at ion w it h t he p ar t ies. Th e f o llow ing ro les and

resp onsib ilit ies w ill ap p ly t o t he ETP.

Employees participating on the ETP must:

a. Com m it t o p ar t icip at in g in r elevan t t r ain ing , and ap p lying f o r ap p ro p r iat e ro les.

b . Take ad van t age o f every reasonab le op p o r t un it y t o u p grad e t h eir skills an d act ively

p ar t icip at e in t he p ro gram .

c. Und er t ake on -t he-jo b learn ing .

The em p loyee w ill have access t o a range o f sup p or t w h ilst on t he ETP includ in g:

a. The Em p loyee Assist an ce Program (EAP), t o h elp t he em p loyee d eal w it h t h e p ersonal

and p ract ical issues relat ed t o w ork ch anges.

b . Career co unselling t o allow t he em p loyee t o id en t if y career asp irat ions.

c. Ret rain ing t o help ach ieve a chosen career p at h , includ ing t he com p let ion o f a skills

aud it and t he d evelop m en t o f a t rain ing p lan .

d . Job search assist ance t o allow t he em p loyee every op p o r t un it y t o secure new ro les.

Energy Queensland m an agem ent is resp onsib le f o r :

a. Ref er ral o f t he em p loyee t o t he ETP.

b . Prom ot in g Energy Queensland’s com m it m en t t o t he p rogram .

c. Provid ing em p loyees w it h t h e necessary resources, sup p o r t and t rain ing , includ ing

t he id en t if icat ion o f su it ab le t rain ing p rogram s, t o en ab le t hem t o m ake em p loym en t

t r ansit ions, includ in g any reason ab le ad just m en t consid erat ions.

d . Ensur ing t he em p loyee has access t o t he necessary reso urces f o r ach ieving t he

ob ject ives o f t he p lacem en t st rat egy e.g . p rovid e on -t he-job learn ing, jo b search

assist ance, access t o t h e EAP.

e. Ensur ing t he em p loyee has con t inu ing p lacem en t w h ilst p ar t icip at in g on t he ETP an d

no t un reasonab ly w it h ho ld op p o r t un it ies f o r p lacem en t .

Em p loyees w ill rem ain in t he ETP un t il a su it ab le alt ernat ive p osit ion is f ound o r clause

8. Salary Maintenance

Em p loyees, w hose p osit ions are m ad e red und an t d ur ing t he lif e o f t h is Agreem en t and

w ho are ap p o in t ed t o a p o sit ion w it h a low er salary level, w ill have t he salary/w age o f

t heir o r ig in al p osit ion m ain t ained f o r t he t enure o f t heir em p loym en t w it h Energy

Queensland (in t he case o f em p loyees co vered b y con t ract s and /o r em p loym en t

agreem en t s im p lem en t ed in acco rd w it h t h is Agreem en t , t he cash com p onen t out lined

in t h eir ind ivid ual agreem en t /con t ract w ill ap p ly).

9. Voluntary Retrenchment

Em p loyees can ap p ly f o r Vo lun t ary Ret rench m en t . Ap p roval w ill b e at t he so le d iscret ion

o f Energy Queensland.

Em p loyees w hose ap p licat ion f o r vo lun t ar y ret renchm en t is ap p roved , w ill b e en t it led t o

receive all elig ib le ret r enchm en t b enef it s (includ in g Sep arat ion Dat e Incen t ive Paym en t if

ap p licab le) up on t erm inat ion in acco rd ance w it h t h is clause.


10. Early Separation Incentive Payment (ESIP)

Em p loyees w ho h ave received f o rm al no t if icat ion o f t heir red und ancy m ay ap p ly f o r an

ESIP.

Ap p roval o f ESIP is at t h e d iscret ion o f Energy Queensland.

Em p loyees m ust t erm inat e t h eir em p loym en t on t he sep arat ion d at e id en t if ied b y Energy

Queensland.

ESIP consist s o f 13 w eeks incen t ive p aym en t in ad d it ion t o all o t her p aym en t s t hat m ay

com p r ise a ret renchm en t p ackage. Th is incen t ive p aym en t w ill b e calculat ed at t he

o rd in ary rat e o f p ay. 11. Benefits

An em p loyee w ho is ret renched w ill b e en t it led t o t he f o llo w ing.

a. An ex-grat ia Ret rench m en t Paym en t o f t h ree (3) w eeks p er year o f service (w it h a

m in im um p aym en t o f f our (4) w eeks), t oget h er w it h a p rop o r t ionat e am oun t f o r an

incom p let e year o f service. The m axim um Ret renchm en t Paym en t w ill b e 75 w eeks.

If an em p loyee is w o rking, o r h as w o rked a p er iod o f p ar t -t im e em p loym en t , t he

Ret renchm en t Paym en t w ill b e calculat ed on a p ro -rat a b asis t o in clud e t he p er iod o f

p ar t -t im e em p loym en t .

b . An ESIP o f 13 w eeks m ay b e p aid w here ap p licab le.

c. Annual Leave: Paym en t f o r ann ual leave includ es an em p loyee’s accum ulat ed b alance

as w ell as t he p ro -rat a b alance. Pro -rat a annual leave is p aid t o t he d at e o f

t erm inat ion .

d . Long Service Leave: A long service leave p aym en t o f 1.3 w eeks f o r each com p let ed

year o f service w ill b e m ad e. Pro -rat a long service leave w ill b e p aid f o r an incom p let e

year o f service up t o t h e d at e o f t erm in at ion . Any long service leave alread y t aken w ill

b e d ed uct ed .

e. Days o f Tim e Of f In Lieu: All b alances o f accrued t im e o f f in lieu w ill b e p aid . These w ill

b e p aid at t he o rd inary rat e ap p licab le at t he d at e o f t erm in at ion .

f . An Incom e Pro t ect ion Po licy t o p rovid e sp ecif ied insurance cover f o r loss o f earn in gs

d ue t o illn ess in t he 12 m on t hs im m ed iat ely f o llow ing ret renchm en t . Th is p o licy w ill

b e sub ject t o m arket accessib ilit y and in acco rd ance w it h t h e t erm s out lined in t he

p o licy. Th is p o licy w ill b e lim it ed t o a p er iod o f one (1) year . 12. General

A Ret renchm en t Benef it is com p ensat ion f o r loss o f em p loym en t t enure and it is no t a

resign at ion b en ef it .

The relevan t local m an ager m ay ap p rove leave w it h p ay f o r af f ect ed em p loyees t o at t end

p ersonal em p loym en t in t erv iew s.

Each af f ect ed em p loyee w ill b e p rovid ed w it h a st at em en t show in g t he calculat ion o f an

est im at e o f t he Ret renchm en t Paym en t p r io r t o r et r enchm en t .

Assist ance w ill b e g iven f o r em p loyees t o access relevan t sup p o r t p rovid ers w h ich m ay

includ e f inancial ad visers, em p loyee assist ance counsello r s, o ut p lacem en t services o r

access t o agreed t r ain ing p rovid ers. Reaso nab le exp enses as d et erm ined b y Energy

Queensland associat ed w it h t hese services m ay b e reim b ursed b y Energy Queensland.


SCHEDULE 3 CLASSIFICATION STRUCTURE CLASSIFICATION STRUCTURE

Energy Queensland ackn ow led ges t hat ongo ing d iscussions w ill occur b et w een t he p ar t ies

t o t h is Agreem en t regard in g issues id en t if ied w it h in t he classif icat ion st ruct ure.

Classifications - Transmission and Supply

The classif icat ion d ef in it ion s in t h is Agreement recogn ise t he f o llow ing t h ree (3) b road

st r eam s:

1. Ad m in ist rat ive

2. Techn ical

3. Pro f ession al/Man ager ial

Administrative Stream

The Ad m in ist rat ive st r eam w ill includ e em p loyees engaged in :

Cler ical; and

Ad m in ist r at ive t asks.

Def in it ions con t ained in t h is st ream reco gn ise t hat Ad m in ist r at ive em p loyees w ill b e

engaged in b road d iscip lines includ ing :

Personnel,

Ind ust r ial Relat ions,

Com p ut in g,

Ad m in ist r at ion ,

Logist ics (Mat er ials Sup p ly),

Fin ance,

Sales; and

Market ing .

In t he Ad m in ist r at ive st ream , ad ult em p loyees no t em p loyed in f o rm al t raineesh ip s w ill

b e g iven t he o p p or t un it y t o t r ain t o m in im um Salary Lev el 5.1 on t he b asis o f skills

acq uired an d req uired t o b e used w h ich are assessed annually.

Technical Stream

The Techn ical st ream in co rp o rat es t w o (2) b ro ad vocat ional f ield s:

1. Pow er Wo rkers; and

2. Techn ical Em p loyees.

Power Worker includ es b ut is no t rest r ict ed t o em p loyees p r im ar ily engaged in w ork

assist ing t r ad esp ersons, st o re w ork, general lab our ing and clean ing d ut ies, p lan t veh icle

and /o r eq uip m en t op erat ion and r igg ing o r scaf f o ld ing.

Each new em p loyee engaged at Pow er Worker Level 1 w ill b e g iven t he op p or t un it y t o

t r ain t o a m in im um skill level o f Pow er Worker Level 2 (Salary Level 2.7).

An em p loyee w ill b e g iven t he o p p or t un it y t o com p let e such t rain ing w it h in t h ree (3)

years o f ap p o in t m en t . Ap p roved Train ing Plan s m ay b e d evelo p ed t o Pow er Worker Level

5.

Technical Employee includ es em p loyees w ho p ossess as a m in im um q ualif icat ion , a t r ad es

cer t if icat e o r cer t if icat e o f com p et ency (as d ef ined in t he Elect r icit y Act ) and are engaged

in t h e b road t r ad e d iscip lines as d ef ined ;


Em p loyees p r im ar ily engaged on , b ut no t r est r ict ed t o , w o rk in Engineer ing , Science,

Ot her Techn ical, an d Sup erviso ry f unct ions.

Each t rad esp erson in t h is st ream w ill b e g iven t he op p o r t un it y t o t r ain t o a m in im um skill

level o f Techn ical Em p loyee Level 2 (Salary Po in t 5.2).

The t r ad esp erson w ill b e g iven t he op p or t un it y t o com p let e such t r ain ing w it h in t h ree (3)

years o f ap p o in t m en t .

Ap p ren t ices an d t r ainee linesp ersons/jo in t ers w ill b e g iven t he op p o r t un it y t o com p let e

such t r ain ing w it h in t w o (2) years o f ap p o in t m en t .

Each em p loyee engaged in t he Engineer ing /Science/Ot her Techn ical d iscip line w ill b e

g iven t h e op p or t un it y t o t rain t o a m in im um skill level o f Techn ical Em p loyee Level 3

(Salary Po in t 8.0). Trade Disciplines

The d ef in it ions recogn ise t hat t r ad esp erso ns w ill b e engaged in t he f o llow ing f ive (5)

b road d iscip lin es:

1. Electrical/Electronic: Includ in g t he d esign , assem b ly, m anuf act ure, inst allat ion ,

m od if icat ion , t est ing , f ault f in d ing , com m ission ing, m ain t enance an d service o f all

elect r ical and elect ro n ic d evices, syst em s eq uip m en t an d con t ro ls, e.g . elect r ic

w ir ing , m o t o rs, generat o rs, p rogram m ab le lo gic con t ro ller s and o t her elect ron ic

con t ro ls, inst rum en t s, ref r igerat ion , t eleco m m un icat ions, r ad io and t elevision ,

com m un icat ion and in f o rm at ion p rocessing eq uip m en t , and aut om o t ive elect r ics;

2. Power Distribution: Includ in g t he d esign , const ruct ion , in st allat ion , m od if icat ion ,

t est ing , f ault f ind ing com m ission in g, m ain t enance an d service o f un d ergro und and

overhead p ow er d ist r ib ut ion /t r ansm ission syst em s, eq u ip m en t and con t ro ls;

3. Mechanical: Includ ing t he d esign , assem b ly, m anuf act ure, inst allat ion m od if icat ion ,

t est ing , f ault f ind ing, com m ission in g, m ain t enance an d service o f all m echan ical

eq u ip m en t , m ach inery, f lu id p ow er syst em s, aut om o t ive m ech an ics, inst rum en t s,

ref r igerat ion and t he use o f relat ed com p ut er con t ro lled eq u ip m en t , e.g.

com p ut er n um er ic con t ro lled m ach ine t oo ls;

4. Fabrication/Vehicle building: Includ ing f ab r icat io n , f o rg ing, f ound in g, st ruct ural st eel

erect ion , elect rop lat in g, m et al sp inn ing, m et al p o lish ing , sheet m et al w ork, an d

t he use o f relat ed com p ut er con t ro lled eq uip m en t . Th is includ es f ab r icat ion in all

m et als, p last ic, carb on f ib re, com p osit e m at er ials, ceram ics and o t her m at er ial;

5. Building Services: Includ es carp en t r y, p lum b ing, p ain t ing, and o t her r elat ed f ield s.

Tasks w h ich an em p loyee m ay p er f o rm are sub ject t o t he em p loyee h aving t he

ap p rop r iat e Trad e and Post Trad e Train ing t o en ab le t he em p lo yee t o p er f o rm t he

p ar t icu lar t asks. Engineering/Science/System Control Operator/Other Technical and Supervisory

The d ef in it ions also recogn ise t h ree (3) ad d it ional b road d iscip lines w it h in t he Techn ical

st r eam .

Engineer ing /Science/Ot her Techn ical w ill includ e em p loyees w ho p o ssess as a m in im um

q ualif icat ion , an ap p ro p r iat e Associat e Dip lom a o r eq u ivalen t an d w h o are:

Resp onsib le f o r using t heir Engin eer ing/Science/Ot her Techn ical skills and jud gem ent

in a range o f eng ineer ing , scien t if ic, occup at ional healt h o r eng in eer ing surveying


f unct ions includ in g d esign , d raf t ing , g rap h ics, p lann in g, research , q ualit y p rocess, co st

est im at in g, const ruct ion , survey, p rop er t y assessm en t , lab o rat o ry research and

t est ing , m anuf act ure, d iagnost ics, com m un icat ions, com p ut ers, op erat ion o f com p lex

eq u ip m en t , m ain t enance, st and ard s, t est in g, in sp ect ion , sup ervision , b ud get ing ,

sched uling , d at a reco rd ing , d at a an alysis, rep o r t in g, calculat io ns, p ro ject co -

o rd in at ion , ad m in ist r at ive f unct ions, and t ech n ical m anagem ent ;

Resp onsib le f o r t he p rovision o f t echn ical ad vice an d services t o d om est ic,

com m ercial, rural an d ind ust r ial consum ers on ef f ect ive u t ilisat ion o f elect r icit y.

Sup erviso ry w ill includ e em p lo yees p r im ar ily invo lved in sup ervisin g, co -o rd in at ion and

t r ain ing act iv it ies, includ ing em p loyees w ho are:

Resp onsib le f o r t he w o rk o f o t her em p loyees and /o r p rovision o f on -t he-job t rain ing

and /o r t echn ical guid ance;

Resp onsib le f o r t he sup ervision an d /o r t r ain ing o f o t her sup erviso rs o r t r ainers;

Resp onsib le f o r t he sup ervision an d /o r insp ect ion o f w ork p ro ject s an d const ruct ion .

System Control Operators

Syst em Con t ro l Op erat o rs are em p loyees d irect ly engaged in t he co n t ro l an d op erat ion

o f elect r icit y t ran sm ission and o r elect r icit y d ist r ib ut ion syst em s f ro m d esign at ed Con t ro l

Cen t res:

These em p loyees w ill b e engaged in t asks in clud in g b ut no t lim it ed t o m on it o r ing ,

op erat ing and non -t echn ical m ain t en ance o f p lan t and eq uip m en t , and t r ain ing ,

sup ervising and coo rd inat ing f o r t he ab ove.

Each em p loyee in t h is f ield m ay p ro gress t h rough t he acq uisit ion o f skills in

acco rd ance w it h an Ap p roved Train ing Plan .

The Parties agree t o recogn ise in t ernal t r ain ing p rovid ed b y Energy Queensland lead ing

t o an essen t ial com p et ency un t il such t im e as agreed Sp ecif ic Accred it ed Train ing is

availab le.

Professional/Managerial Stream

Posit ions w it h in t he Pro f ession al/Man ager ial st ream w ill req uire a d egree q ualif icat ion

o r eq u ivalen t , in a relevan t f ield and /o r m ay req uire regist rat ion b y a Pro f ession al

Board .

Pro f essional/Manager ial em p loyees w ill b e req uired t o p rovid e p ro f essional ad vice,

services an d sup p o r t in sp ecialist f ield s o f com p et ence, and /o r und er t ake

m anagem ent o r sup ervision o f p ar t o f t he o rgan isat ion .

Progression w ill d ep end up on t he acq uisit ion and use o f ad d it ion al skills/com p et encies.

The rat e o f p ro gression w ill d ep end up o n t he ind ivid ual acq uir ing and ap p ly ing

skills/com p et encies in acco rd ance w it h r elevan t Career Pat h cr it er ia.

Def in it ions con t ained in t h is St ream recogn ise t h at Pro f essional/Manager ial em p loyees

w ill b e engaged in b road d iscip lines includ ing Legal, Acco un t ing , Arch it ect u re,

Engineer ing , Com p ut ing, Chem ist ry, Econom ics, Met allu rgy, Psycho logy, Science,

Surveying, Valu ing, Man ager ial, Market ing an d Em p loyee/In d ust r ial Relat ions. Competency standards

The Parties t o t h is Agreement are com m it t ed t o t he d evelop m en t an d im p lem en t at ion o f

relevan t n at ionally accred it ed t rain ing p ackages, o r r elevan t Queen sland t r ain ing o rd ers

o r o t her t r ain ing as agreed b y t he Parties f rom t im e t o t im e. 98


General Definitions

Train ing Com m it t ee w ill m ean t he Train ing Co m m it t ee is a group o f Energy Queensland and

Nominated Employee Representatives w ho have resp on sib ilit y t o p ro vid e gu id elines and

m on it o r t r ain ing act ivit ies f o r Energy Queensland.

Modules

For t h e p urp oses o f t h ese d ef in it ions, a “m o d ule” w ill m ean t hat am oun t o f st ruct ured

t r ain ing (w h ich m ay com p r ise eit her on and /o r o f f t he job com p onen t s) w h ich is

recogn ised as eq u ivalen t b y t he Parties. Un reso lved gr ievances w ill b e ref er red t o t he

Train ing Com m it t ee f o r recom m end at ion .

Progression Rules

Progression w it h in t he classif icat ion and /o r salary st ruct ure m ay occur on one o f t he

f o llow ing b ases:

The acq uisit ion o f skills in acco rd ance w it h an ap p roved em p loyee d evelop m en t p lan ;

Reclassif icat ion on t he b asis o f t he d em onst rat ion o f skills acq u ired and req u ired t o

b e used ;

Ap p o in t m en t t o a p osit ion w it h a h igher classif icat ion .

Employee Development Plans

An em p loyee d evelop m en t p lan w ill b e availab le t o each em p loyee. The m ut ual need s o f

Energy Queensland and it s em p loyees w ill b e consid ered in resp ect o f t he d evelop m en t o f

em p loyee d evelop m en t p lans in o rd er t o p rovid e t he skills and com p et encies t o m eet

w ork req u irem en t s.

The p lan w ill id en t if y t he t r ain ing t o b e com p let ed , t he agreed t im e f o r und er t aking an d

com p let ing t he t rain in g and any p rovisions o r ar rangem ent s f o r t rain ing t im e o r leave f o r

t r ain ing p urp oses.

The p lan w ill b e d evelo p ed an d agreed b y t he em p loyee an d t he em p loyee’s sup erviso r .

An em p loyee’s access t o an em p loyee d evelop m en t p lan w ill no t b e un reasonab ly d elayed

or w it hheld . Wh ere an em p loyee has concerns regard ing t heir access t o an em p loyee

d evelop m en t p lan , t hey can access t he gr ievance an d d isp ut e reso lut ion p roced ure

out lined in Par t 2 o f t h is Agreem en t .

Recognition of Employees Skills/Qualifications

An em p loyee m ay h ave p r io r w ork exp er ience and /o r cur ren t know led ge recogn ised as

b eing eq u ivalen t t o a q ualif icat ion out lin ed in t he classif icat ion st ruct ure. Such

recogn it ion m ay occur b y t he em p loyee req uest ing assessm en t t h ro ugh t he Com p et ency

Recogn it ion Proced ure. Th is p roced ure f o rm s p ar t o f t he agreed Im p lem en t at ion Guid e.

Recogn it ion o f an em p loyee’s skills m ay occur on one (1) o f t he f o llow ing b ases:

Where Com p et ency St and ard s exist , t he assessm en t w ill b e car r ied out b y t est ing

again st t h e Com p et ency St and ard s using a f o rm al Recogn it ion o f Pr io r Learn in g

p rocess;

Where Com p et ency St and ard s d o no t exist , Recogn it ion o f Pr io r Learn ing assessm en t

w ill b e car r ied out b y t est ing again st In t er im Com p et ency Levels o r Learn ing

Out com es f rom t rain in g p rogram s/ m o d ules, recogn ised b y t he Train ing Com m it t ee

f o r agreem en t p urp o ses.

Recognition of Other Factors

For t he p urp oses o f t h is Agreement, o t her relevan t f act o r s m ay b e d eem ed t o have a

m onet ary value, in ad d it ion t o t hat p rovid ed t h rough t r ain ing.


Career Paths

Where career p at h s ap p licab le t o d ef in it ions in t he Ad m in ist r at ive, Techn ical, Pro f ession al

and Manager ial, h ave alread y b een agreed , o r have alr ead y b een f iled w it h t he Ind ust r ial

Regist rar p r io r t o t he m aking o f t h is Agreement o r , are agreed t o af t er t he m aking o f t he

Agreement, t he Career Pat hs are t o b e used in con junct ion w it h t he Agreement Classif icat ion

d ef in it ions t o reso lve any d isp ut e regard ing an em p loyee’s classif icat ion . Career p at hs w ill

b e d evelop ed t h rough t he ap p rop r iat e consult at ive m ech an ism invo lving rep resen t at ives

o f Energy Queensland, em p loyees and t he relevan t Un ions.

Schedule Classification Stream

A Ad m in ist rat ive

B Techn ical

C Pro f ession al and Man ager ial

Career p at h s relat e t o a nominated employee representative st ream and w ill ou t line how t he

Classif icat ion St ruct ure and Def in it ions are t o b e im p lem en t ed .

Employees with Trade or Equivalent Certificate, plus an Associate Diploma

An em p loyee w ho is req u ired t o p ossess a Trad e Cer t if icat e o r eq u ivalen t , p lus an

Associat e Dip lom a w ill, as a m in im um , b e classif ied at Salary Po in t 7.0.

Employees Without Relevant Work Experience

An em p loyee w ho is req uired as a cond it ion o f em p loym en t t o p o ssess a p ar t icu lar level

o f acad em ic q ualif icat ion , b u t w ho is w it hout relevan t w ork exp er ience, w ill as a

m in im um en t er t he classif icat ion st ruct ure at t he f o llow in g Salary Po in t s:

Qualification Minimum Entry Point

Cer t if icat e IV SALARY POINT 4.0

Associat e Dip lom a SALARY POINT 5.0

3 Year Degree SALARY POINT 6.2

4 Year Degree SALARY POINT 8.0

No t e: A Parap ro f essional, t r ained w it h in a Parap ro f ession al Traineesh ip , w ill h ave a

m in im um en t ry Salary Po in t o f 5.2.

Definition of “Or Equivalent”

For t he p urp o ses o f t h is Agreement t he t erm “o r eq u ivalen t ”” m eans and includ es, b ut is

no t lim it ed t o t he f o llow ing: eq uivalen t accred it ed t rain in g, com p et enci es, skills,

cer t if icat ion , o r exp er ience and such o t her t rain ing o r o t her f act o r s as m ay b e agreed

b et w een t he Parties f rom t im e t o t im e. Classification Definition - Administrative Stream

Ad m in ist r at ive St ream Classif icat ion St ruct ure Out line

Salary Point Classification Level Training Requirements

16.0

15.0

14.0 Ad m in ist r at ive Em p loyee Level 11 Associat e Dip lom a + ad d it ion al

t r ain ing o r eq u ivalen t





11.0 Ad m in ist r at ive Em p loyee Level 8 Associat e Dip lom a o r eq uivalen t

10.0 * 22 m od ules o r eq uivalen t


9.0 Ad m in ist r at ive Em p loyee Level 7 Ad vanced Cer t if icat e o r eq uivalen t


7.0 Ad m in ist r at ive Em p loyee Level 6 9 m od ules o r eq uivalen t


5.0 Ad m in ist r at ive Em p loyee Level 5 3 m od ules o r eq uivalen t

4.0 Ad m in ist r at ive Em p loyee Level 4 Cer t if icat e III o r eq u ivalen t

3.0 Ad m in ist r at ive Em p loyee Level 3 Ad m in ist r at ive Em p loyee Level 3

2.0 Ad m in ist r at ive Em p loyee Level 2 Cer t if icat e I o r eq u ivalen t

1.0 Ad m in ist r at ive Em p loyee Level 1(b ) Und er t aking st r uct ured t r ain ing

t ow ard s a Cer t if icat e I

0.0 Ad m in ist r at ive Em p loyee Level 1(a) Ind uct ion Train ing

* Ref erence t o Salary Po in t s 6, 8, 10 are f o r exp lanat ion p urp oses on ly and are no t t o

b e t reat ed as classif icat ion s f o r Agreement p urp oses.

Progression and t r ain in g b eyond t hese Classif icat ion Levels are sub ject t o relevan t

career p at h cr it er ia.

Administrative Employee - Level 1(a) (Salary Point 0.0)

An Ad m in ist r at ive Em p loyee - Level 1(a) w ill m ean an em p loyee no t elsew here d ef ined ,

w ho is und er t aking st r uct ured t r ain ing so as t o enab le t he em p loyee t o p er f o rm d ut ies

associat ed w it h cler ical f unct ions.

Such st r uct ured t r ain ing w ill b e com p let ed w it h in t h ree (3) m on t h s o f ap p o in t m en t t o

t h is level. An em p loyee at t h is level w orks und er d ir ect sup ervision , and p er f o rm s rout ine

d ut ies.

No t e: An Ad m in ist r at ive Em p loyee - Level 1(a) f alls w it h in t he Nat ional Train ing Board

Aust ralian Qualif icat ion s Fram ew o rk at Level 1.

Administrative Employee - Level 1(b) (Salary Point 1.0)

An Ad m in ist rat ive Em p loyee - Level 1(b ) w ill m ean an em p loyee w ho is un d er t aking

st r uct ured t r ain ing t o w ard s a Cer t if icat e I o r eq uivalen t so as t o enab le t he em p loyee t o

p er f o rm w ork w it h in t he scop e o f t h is level.

An em p loyee at t h is level p o ssesses com p et encies w h ich en ab les t he em p loyee t o :

Per f o rm rout ine, p red ict ab le, r ep et it ive and p roced uralised t asks;

Exercise jud gem en t w it h in t he em p loyee’s level o f skill and t rain in g;

Work un d er d irect sup ervision ;

Und erst an d b asic q ualit y con t ro l/assurance p ro ced ures; and

Und erst an d and ut ilise b asic lit eracy and num eracy skills, com m en surat e w it h t he

em p loyee’s t rain ing , exp er ience an d resp onsib ilit ies.

No t e: An Ad m in ist r at ive Em p loyee - Level 1(b ) f alls w it h in t he Nat ional Train ing Bo ard


Administrative employee - Level 2 (Salary Point 2.0)

An Ad m in ist rat ive Em p loyee - Level 2 w ill m ean an em p loyee w ho has com p let ed a

Cer t if icat e I o r eq u ivalen t so as t o en ab le t he em p loyee t o p er f o rm w ork w it h in t he scop e

o f t h is level.


Provid e cler ical sup p or t w it h in Sect ions/Dep ar t m en t s;

Be resp onsib le f o r t he q ualit y o f t he em p loyee’s ow n w ork;


Work un d er rou t ine sup ervision eit her ind iv id ually o r in a t eam envir onm en t ;

Exercise jud gem en t w it h in t he em p loyee’s level o f skills an d t r ain ing ;

Assist new st af f and t r ainers b y p rovid ing gu id ance and ad vice;

Work in con f o rm it y w it h est ab lished ru les an d /o r guid elines; and

Use w r it ing , num eracy and eq u ip m en t skills, com m en surat e w it h t he em p loyee’s

t r ain ing, exp er ience and resp onsib ilit ies.

No t e: An Ad m in ist r at ive Em p loyee - Level 2 f alls w it h in t he Nat ional Train ing Bo ard

Aust ralian Qualif icat ion s Fram ew o rk at Level 2. Administrative Employee - Level 3 (Salary Point 3.0)

An Ad m in ist rat ive Em p loyee - Level 3 w ill m ean an em p loyee w ho has com p let ed a

Cer t if icat e II, o r eq uivalen t so as t o enab le t he em p loyee t o p er f o rm w ork w it h in t he

scop e o f t h is level.


Fulf il a general sup p or t f unct ion w it h in t h e w orkp lace;

Und erst an d relevan t o rgan isat ional st ruct ure, p roced ure and p o licy and exercise

d iscret ion alt hough

know led ge req uired t o p er f o rm w ork is usually relat ive t o p reced en t s, gu id elines,

p roced ures,

Regulat ions and inst ruct ions;

Assist in t he p rovision o f on -t he-job t r ain ing t o a lim it ed d egree;

Work un d er general sup ervision ;

Exercise ap p rop r iat e keyb oard skills (w here relevan t ) at a level h igher t h an an

em p loyee at Level 2; an d

Be resp onsib le f o r en sur in g t he q ualit y o f t h e em p loyee’s ow n w o rk, com m ensurat e

w it h t he em p loyee’s t r ain ing, exp er ience and resp onsib ilit ies.

No t e: An Ad m in ist rat ive em p loyee - Level 3 f alls w it h in t he Nat ional Train in g Board

Aust ralian St and ard s Fram ew o rk at Level 2. Administrative Employee - Level 4 (Salary Point 4.0)

An Ad m in ist r at ive Em p loyee - Level 4 w ill m ean an em p loyee w ho ap p lies t he skills

acq uired t h rough t he successf u l com p let io n o f a t r ad e eq u ivalen t Cer t if icat e level

q ualif icat ion , a Cer t if icat e III o r eq uivalen t an d is ab le t o exercise t h e skills and know led ge

o f such cer t if icat ion an d exp er ience.


Und erst an d and ap p ly q ualit y syst em s and is ab le t o insp ect p ro d uct s and /o r m at er ials

f o r con f o rm it y w it h est ab lished op erat ional st and ard s;

Exercise good in t erp ersonal com m un icat ions skills;

Exercise d iscret ion w it h in t he sco p e o f t h is level;

Provid e t r ain ing an d gu id ance as req uired ;

Per f o rm w ork und er general d irect ion , eit her ind iv id ually o r in a t eam environm en t ;

Und er t ake a range o f d ut ies req uir ing jud gem en t , liaison and com m un icat ion w it h in

t he o rgan isat ion

and o t her in t erest ed p ar t ies; and

Per f o rm p lann in g and co -o rd inat ion o f t asks as req uired , com m ensurat e w it h t he

em p loyees t r ain ing , exp er ience an d resp onsib ilit ies.


Not e: An Ad m in ist r at ive Em p loyee - Level 4 f alls w it h in t he Nat ional Train ing Bo ard


Administrative Employee - Level 5 (Salary Point 5.0)

An Ad m in ist r at ive Em p loyee - Level 5 w ill m ean an em p loyee w ho :

In ad d it ion t o t he req u irem en t s o f an Ad m in ist rat ive Em p loyee Level 4 has com p let ed :

Th ree (3) ap p rop r iat e m od ules o r eq uivalen t ; o r

An eq u ivalen t st and ard o f st ruct ured ind ust ry sp ecif ic t r ain ing , com p r ised o f courses

end orsed b y t he Train ing Com m it t ee;

OR

Is an em p loyee w it h an eq u ivalen t level o f t rain ing and /o r skills an d exp er ience (e.g .

p ossesses an ap p ro p r iat e Associat e Dip lom a b ut is w it hout relevan t w ork exp er ience).



Work un d er general sup ervision , eit her ind ivid ually o r in a t eam environm en t ;

Und erst an d and im p lem en t q ualit y syst em s;

Per f o rm sup erviso ry f unct ions w it h in t he scop e o f t h is level and assist sub ord in at e

st af f w it h on t he-jo b t r ain ing; and

Exercise in it iat ive in t h e ap p licat ion o f est ab lished w o rk p roced ures, com m ensurat e


No t e: An Ad m in ist r at ive Em p loyee Level 5 f alls w it h in t he Nat ional Train ing Board




In ad d it ion t o t he req u irem en t s o f Ad m in ist rat ive Em p loyee Level 4 h as com p let ed :

Nine (9) ap p rop r iat e m od ules o f t r ain ing o r eq uivalen t ; o r

An eq u ivalen t st an d ard o f st ruct ured Ind ust r y sp ecif ic t rain in g, com p r ised o f courses


OR


p ossesses an ap p rop r iat e Associat e Dip lom a and has relevan t skills and exp er ience

ap p rop r iat e t o t h is level).


Provid e guid ance and assist ance an d und er t ake sup erviso ry resp onsib ilit ies as p ar t o f

t he f unct ion ;

Assist in t he p rovision o f t r ain ing , in con junct ion w it h sup erviso rs an d t r ainers;


Work un d er lim it ed sup ervision ; and

Exercise d iscret ion w it h in t he scop e o f t h is level, com m ensurat e w it h t he em p loyee’s


No t e: An Ad m in ist r at ive Em p loyee - Level 6 f alls w it h in t he Nat ional Train ing Bo ard





In ad d it ion t o t he req u irem en t s o f an Ad m in ist rat ive Em p loyee - Level 4 has com p let ed :

An Ad vanced Cer t if icat e o r eq uivalen t ; o r

An eq u ivalen t st an d ard o f st ruct ured Ind ust r y sp ecif ic t rain in g, com p r ised o f courses


OR



ap p rop r iat e t o t h is level). An em p loyee at t h is level p ossesses com p et encies w h ich

enab les t he em p loyee t o :

Und er t ake w ork in relat ion t o est ab lished p r io r it ies and w ork p ract ices;

Research an d p rep are p ap ers, rep o r t s, and d raf t com p lex co r resp ond ence;

Und er t ake act iv it ies o f a t echn ical/sp ecialist o r d et ailed n at ure;

Assist in t he p rep arat ion o f p roced ural guid elines;

In t erp ret and an alyse in f o rm at ion ;

Oversee and co -o rd inat e t he w ork o f sub ord in at e st af f ;

Has an overall know led ge and und erst and in g o f t he op erat ing p r incip le o f t he

syst em s an d eq u ip m en t on w h ich t he em p loyee is req uired t o car ry o ut t heir

t asks; an d

Assist in t h e p rovision o f t rain in g t o em p loyees in con junct ion w it h

sup erviso rs/t rainers, co m m ensurat e w it h t he em p loyee’s t rain in g, exp er ience an d

resp onsib ilit ies.

No t e: Ad m in ist rat ive Em p loyee - Level 7 f alls w it h in t he Nat ional Train ing Board Aust ralian

Qualif icat ions Fram ew o rk at Level 5. Administrative Employee - Level 8 (Salary Point 11.0)


In ad d it ion t o t he req u irem en t s o f Ad m in ist rat ive Em p loyee Level 4 h as com p let ed :

An Associat e Dip lom a o r eq u ivalen t ; o r

An eq uivalen t st an d ard o f st ruct ured sp ecif ic t rain in g, com p r ised o f courses


OR

Is an em p loyee w it h an eq u ivalen t level o f t r ain ing and /o r skills an d exp er ience.


Op erat e un d er lim it ed d ir ect ion in r elat ion t o p r io r it ies;

Prep are d et ailed rep o r t s an d car ry out invest igat ions on com p lex eq u ip m en t as

d ir ect ed o r w it h in

t he scop e o f d iscret ion at t h is level;

Ap p ly ad vanced know led ge and und erst and ing o f t he p r incip les o f t he range o f

syst em s an d /o r eq uip m en t on w h ich he em p lo yee m ay b e invo lved ;

Assist in t h e p rovision o f t rain in g t o em p loyees in con junct ion w it h

sup erviso rs/t rainers;

Prep are d ocum en t at io n f o r p o licy d ecision , com p lex co r resp ond ence and t he like;

Set p r io r it ies an d ach ieve ob ject ives, m o n it o r w ork f low and m anage st af f

resources t o m eet

ob ject ives; and

Per f o rm m ain t enance p lann in g and p red ict ive m ain t enance w ork f o r syst em s and

eq u ip m en t , com m ensurat e w it h t he em p loyee’s t rain in g, exp er ience and



Not e: Ad m in ist rat ive Em p loyee - Level 8 f alls w it h in t he Nat ional Train ing Board Aust ralian

Qualif icat ions Fram ew o rk at Level 6. Administrative Employee - Level 9 (Salary Point 12.0)

An Ad m in ist r at ive Em p loyee - Level 9 w ill m ean an em p loyee w ho in ad d it ion t o t he

req u irem en t s o f Ad m in ist r at ive Em p loyee Level 4 has com p let ed :

An Associat e Dip lom a o r eq u ivalen t and f ur t her , has com p let ed ad d it ional t r ain ing

as sp ecif ied in t he ap p rop r iat e Career Pat h ; o r

An eq u ivalen t st and ard o f st ruct ured sp ecif ic t r ain ing com p r ised o f courses

end orsed b y t he Train ing Com m it t ee.


Per f o rm w ork w it h in b road guid elin es and un d er general d ir ect ion ;

Accep t resp onsib ilit y f o r t echn ical exp er t ise, p lann ing, ad m in ist r at ion o r co -

o rd in at ion w o rk;

Have sub st an t ial accoun t ab ilit y an d resp onsib ilit y f o r o ut p ut ;

Assist in t he p rovision o f t r ain ing at t he level req u ired ;

In it iat e invest igat ions and p rod uce t echn ical r ep o r t s;

Work ind ep end en t ly as a sp ecialist o r in a t eam ;

Provid e sp ecialist sup p or t in a r ange o f p rogram s/act iv it ies;

Con t ro l an d co -o rd inat e t he w orks p rogram w it h in b ud get ary const rain t s;

Set p ro ject p r io r it ies, p lan an d o rgan ise ow n w ork an d t hat o f sub ord in at e st af f ;

and

Und er t ake a range o f f unct ions req u ir ing ap p licat ion and d evelop m en t o f

know led ge and skills ap p ro p r iat e t o d ep ar t m en t al and /o r en t erp r ise goals,

com m ensurat e w it h t h e em p loyee’s t r ain ing , exp er ience and resp on sib ilit ies.

No t e: Ad m in ist rat ive Em p loyee - Level 9 f alls w it h in t he Nat ional Train ing Board Aust ralian

Qualif icat ions Fram ew o rk at Level 6.


An Ad m in ist rat ive Em p loyee - Level 10 w ill m ean an em p loyee w ho in ad d it ion t o t he







Accep t a h igh d egree o f resp onsib ilit y f o r t echn ical exp er t ise, p lann ing,

ad m in ist r at ion o r coo rd in at ion o f w o rk;

Have sign if ican t accoun t ab ilit y and resp onsib ilit y f o r out p ut ;

Und er t ake h igh level creat ive p lann ing, d esign o r m an agem ent f unct ions;

Use a h igh level o f t heo ret ical, cogn it ive and ap p lied know led ge;

Exercise lim it ed m anager ial resp onsib ilit y f o r a w ork area;

Work ind ep end en t ly as a sp ecialist an d /o r a sen io r m em b er o f a p ro ject t eam ;

Disp lay a h igh level o f in t erp erson al skills in t h e p er f o rm ance o f t he f unct ion ; and

Develop and im p lem en t sign if ican t w orks p rogram s, com m ensurat e w it h t he



An Ad m in ist rat ive Em p loyee - Level 11 w ill m ean an em p loyee w ho in ad d it ion t o t he








Be resp onsib le as a t echn ical exp er t o r sen io r ad m in ist r at o r ;

Provid e a h igh level o f creat ive p lann ing, d esign an d associat ed m anager ial

f unct ions;

Est ab lish and review guid elines and d evise new ap p roaches t o d esign , op erat ion ,

d evelop m en t o r invest igat ion ;

Be accoun t ab le and resp onsib le f o r ou t p ut ;

Disp lay in t erp erson al skills in t he p er f o rm ance o f f unct ions at t he level req u ired ;

Develop and im p lem en t sign if ican t w ork p ro gram s; an d

Exercise in it iat ive in t h e p rod uct ion and ap p licat ion o f St an d ard s an d Proced ures,

com m ensurat e w it h t h e em p loyee’s t r ain ing , exp er ience and resp on sib ilit ies.

No t e: Ad m in ist rat ive Em p loyee - Level 11 f alls w it h in t h e Nat ional Train ing Bo ard


Classification Definitions - Technical Stream

Techn ical St ream Classif icat ion St ruct ure Out lin e

Salary Point

Classification Level Training Requirements

16.0

15.0

14.0 Techn ical

Em p loyee Level 8

Associat e Dip lom a + ad d it ional


13.0 Techn ical

Em p loyee Level 7



12.0 Techn ical

Em p loyee Level 6



11.0 Techn ical

Em p loyee Level 5

Associat e Dip lom a o r eq uivalen t


9.0 Techn ical

Em p loyee Level 4

Ad vanced Cer t if icat e o r Eq uivalen t


7.0 Techn ical

Em p loyee Level 3 9 m od ules o r eq uivalen t


5.0 Pow er Wo rker

Level 5

Techn ical

Em p loyee Level 2

3 m od ules o r eq uivalen t

4.0 Pow er Wo rker

Level 4

Techn ical

Em p loyee Level 1

Trad e Cer t if icat e o r Cer t if icat e III o r

eq u ivalen t

3.0 Pow er Wo rker

Level 3

Cer t if icat e II o r eq u ivalen t

2.0 Pow er Wo rker

Level 2

Cer t if icat e I o r eq u ivalen t

1.0 Pow er Wo rker

Level 1(b )

Und er t aking st ruct ured t rain in g

t ow ard s a Cer t if icat e I

0.0 Pow er Wo rker

Level 1(a)

Ind uct ion Train ing


* Ref erence t o Salary Po in t s 6, 8, 10 are f o r exp lanat ion p urp oses on ly and are no t t o

b e t reat ed as classif icat ion s f o r Agreement p urp oses.

Progression and t r ain ing b eyond t hese Classif icat ion Levels are sub ject t o relevan t

career p at h cr it er ia. Power Worker - Level 1(a) (Salary Point 0.0)

A Pow er Worker Level 1(a) w ill m ean an em p loyee no t elsew h ere d ef ined w ho is

und er t aking st ruct ured t r ain ing so as t o enab le t he em p loyee t o p er f o rm d ut ies

associat ed w it h a Pow er Wo rker 1(b ).

Such st r uct ured t r ain ing w ill b e com p let ed w it h in t h ree (3) m on t h s o f ap p o in t m en t t o

t h is level.

An em p loyee at t h is level w orks und er d irect sup ervision , and p er f o rm s ro ut ine d ut ies

essen t ially o f a m anual nat ure.

No t e: Pow er Worker Level 1(a) f alls w it h in t he Nat ion al Train in g Board Aust ralian


Power Worker - Level 1(b) (Salary Point 1.0)

A Pow er Worker Level 1(b ) w ill m ean an em p loyee w ho is und er t aking st ruct ured t r ain ing

t ow ard s a Cer t if icat e I o r eq uivalen t .


Per f o rm rout ine, p red ict ab le, rep et it ive and p roced uralised t asks o f a m an ual

nat ure;

Exercise m in im al jud gem en t ;

Work un d er d irect sup ervision ;

Und erst an d b asic q ualit y con t ro l/assurance p ro ced ures; and

Und erst an d and ut ilise b asic lit eracy and num eracy skills, com m en surat e w it h t he


No t e: Pow er Worker Level 1(b ) f alls w it h in t he Nat ion al Train in g Board Aust ralian

Qualif icat ions Fram ew o rk at Level 1. Power Worker - Level 2 (Salary Point 2.0)

A Pow er Worker Level 2 w ill m ean an em p loyee w ho has com p let ed a Cer t if icat e I (8

m od ules) o r eq u ivalen t .


Per f o rm m an ual f unct ional sup p or t d ut ies w it h in t he en t erp r ise;

Be resp onsib le f o r t he q ualit y o f t he em p loyee’s ow n w ork;

Work un d er rou t ine sup ervision eit her ind iv id ually o r in a t eam environm en t ;

Exercise d iscret ion w it h in t he em p loyee’s level o f skills an d t r ain ing ; and

Per f o rm d ut ies as a com p et en t assist an t , com m ensurat e w it h t h e em p loyee’s


No t e: Pow er Wo rker Level 2 f alls w it h in t he Nat ional Train ing Board Aust ralian

Qualif icat ions Fram ew o rk at Level 2. Power Worker - Level 3 (Salary Point 3.0)

A Pow er Wo rker Level 3 w ill m ean an em p loyee w ho h as com p let ed a Cer t if icat e II (16

m od ules) o r eq u ivalen t .



Per f o rm a sp ecif ic sup p or t f unct ion w it h in t he en t erp r ise, o r

Und er t ake t r ain ing as a Linesp erson o r Jo in t er ;

Work f rom com p lex inst ruct ions and p roced ures;

Assist in t he p rovision o f on -t he-job t r ain ing t o a lim it ed d egree;

Work un d er general sup ervision ;

Exercise ap p rop r iat e keyb oard skills (w here relevan t ) at a level h igher t h an an

em p loyee at Level 2;

Be resp onsib le f o r assur ing t he q ualit y o f t he em p loyee’s ow n w ork; and

Per f o rm w ork as a com p et en t assist an t , com m ensurat e w it h t h e em p loyee’s




Power Worker - Level 4 (Salary Point 4.0)

A Pow er Worker Level 4 w ill m ean an em p loyee, no t b eing a t r ad esp erson , w ho , w h ile st ill

b eing p r im ar ily en gaged in a sup p or t f unct ion , ap p lies t he skills acq uired t h ro ugh t he

successf u l com p let ion o f a Cer t if icat e level q ualif icat ion (e.g . Cer t if icat e III, 24 m od ules) o r

eq u ivalen t .


Und erst an d and ap p ly q ualit y syst em s;

Exercise d iscret ion w it h in t he sco p e o f t h is level; an d

Per f o rm w o rk und er general sup ervision , eit h er in d iv id ually o r in a t eam

environm en t , com m ensurat e w it h t he em p loyee’s t rain ing , exp er ience and


No t e: A Pow er Worker Level 4 f alls w it h in t he Nat ional Train ing Board Aust ralian


Power worker - Level 5 - (Salary Point 5.0)

A Pow er w o rker Level 5 w ill m ean an em p loyee w ho , in ad d it ion t o t he req u irem en t s o f a

Pow er Worker Level 4, has com p let ed an ad d it ional 3 m o d ules o r eq u ivalen t .

An em p loyee at t h is level w orks ab ove and b eyond a Pow er w orker Lev el 4, an d p o ssess

com p et encies w h ich enab les t he em p loyee t o :


Work un d er general sup ervision , eit her ind ivid ually o r in a t eam environm en t ;

Und erst an d and im p lem en t q ualit y syst em s; and

Provid e guid ance and assist ance relevan t t o t heir skills, com m en surat e w it h t he




Technical employee - Level 1 (Salary Point 4.0)

A Techn ical em p loyee Level 1 w ill m ean an em p loyee w ho ho ld s an ap p ro p r iat e Trad e

Cer t if icat e, Trad esp erson ’s Righ t s Cer t if icat e o r Cer t if icat e o f Com p et ency, as d ef ined in

t he Elect r icit y Act 1994, o r eq u ivalen t , and is ab le t o exercise t he skills and know led ge o f

such cer t if icat ion .


Per f o rm t rad e w ork w h ich is generally o f a rou t ine, non -com p lex nat ure;



Per f o rm w ork un d er general sup ervision eit her ind iv id ually o r in a t eam

environm en t ; an d

Per f o rm w ork w h ich in vo lves t he skills o f t he em p loyee’s t rad e an d w ork w h ich is

incid en t al an d f acilit at es t he com p let ion o f t he em p loyee’s w ork, com m ensurat e


No t e: Techn ical Em p lo yee Level 1 f alls w it h in t he Nat ion al Train ing Board Aust ralian


Technical Employee - Level 2 (Salary Point 5.0)

A Techn ical Em p loyee Level 2 w i ll m ean an em p loyee w ho in ad d it ion t o t he req u irem en t s

o f Techn ical Em p loyee - Level 1 has com p let ed :

Th ree (3) ap p rop r iat e m od ules o f t r ain ing o r eq u ivalen t ; o r



OR


p ossesses an ap p ro p r iat e Associat e Dip lom a b ut is w it hout relevan t w ork exp er ience):

Who is engaged in ro ut ine t echn ical d u t ies; o r

Whose f unct io n is t h at o f Trainer /Sup erviso r /Co -o rd inat o r , w h ich is at a level h igher

t han t hat o f Em p loyee-in -ch arge, (i.e. is r esp onsib le f o r t he w ork o f o t her

em p loyees en gaged at a sim ilar o r low er classif icat ion level and /o r t h e p rovision o f

st r uct ured on -t he-job t rain ing t o such em p lo yees), and w ho , sub ject t o st at u t o ry

licensing req u irem en t s, exercises t he skills an d know led ge o f such t rain ing.

An em p lo yee at t h is level is an exp er ienced em p loyee w ho exercises t r ad e and /o r o t her

skills r elevan t t o t he sp ecif ic r eq u irem en t s o f t he en t erp r ise at a h igher level t h an a

Techn ical Em p loyee Level 1 an d p ossesses com p et encies w h ich enab le t he em p loyee t o :


Work un d er general sup ervision eit her ind iv id ually o r in a t eam environm en t ;


Provid e t echn ical guid ance t o o t hers in t heir w ork t eam ; and

Per f o rm incid en t al an d p er ip heral w ork, com m ensurat e w it h t h e em p loyee’s


No t e: The m in im um salar y level f o r an em p loyee w hose p r incip al f unct ion is t h at o f

Trainer /Sup erviso r / Co -o rd in at o r is Salary Po in t 6.0.

Techn ical Em p loyee Level 2 f alls w it h in t he Nat ional Train ing Board Aust ralian

Qualif icat ions Fram ew o rk at Level 4. Technical Employee - Level 3 (Salary Point 7.0)

A Techn ical Em p loyee Level 3 w ill m ean an em p loyee w ho :

In ad d it ion t o t he req u irem en t s o f Techn ical Em p loyee - Level 1 has com p let ed :

An ap p rop r iat e Post Trad es Cer t if icat e (9 m od ules) o r eq u ivalen t ; o r



OR



ap p rop r iat e t o t h is level):


Who p er f o rm s t echn ical d u t ies; o r

Exercises cross-skilling in t echn ical f ield s; o r

Whose p r incip al f unct ion is t hat o f Trainer /Sup erviso r /Co -o rd in at o r (i.e. is

resp onsib le f o r t he w ork o f o t her em p loyees engaged at a sim ilar o r low er

classif icat ion level and /o r t he p rovision o f st ruct ured on -t he-job t rain ing t o

such em p loyees), an d w ho , sub ject t o st at u t o ry licensing req uirem en t s,

exercises t he skills and know led ge o f such t rain ing.

An em p loyee at t h is level p o ssesses com p et en cies w h ich en ab les t he em p loyee t o :


Work un d er lim it ed sup ervision eit her ind ivid ually o r in a t eam enviro nm en t ;


Provid e t echn ical guid ance t o o t hers in t heir w o rk t eam ;

Assist in t he p rovision o f on -t he-job t r ain ing t o o t hers in t heir w ork t eam ; and

Per f o rm incid en t al an d p er ip heral w ork, com m ensurat e w it h t h e em p loyee’s



Qualif icat ion Fram ew o rk at Level 4. Technical Employee - Level 4 (Salary Point 9.0)

A Techn ical Em p loyee Level 4 w ill m ean an em p loyee w ho in ad d it ion t o t he req u irem en t s

o f Techn ical em p loyee - Level 1 has com p let ed :

An ap p rop r iat e Ad vanced Cer t if icat e (15 m od u les) o r eq uivalen t ; o r

An eq u ivalen t st and ard o f st ruct ured sp ecif ic t r ain ing, com p r ised o f courses end o rsed b y

t he Train ing Com m it t ee;

OR

Is an em p loyee w it h an eq u ivalen t level o f t r ain ing and /o r skills an d exp e r ience w ho :

Per f o rm s p lann in g and /o r t echn ical d ut ies; o r


Per f o rm s t he p r incip al f unct ion o f a Trainer /Sup erviso r /Co -o rd inat o r (i.e. is


classif icat ion level and /o r t he p rovision o f st ruct ured on -t he-job t rain ing t o such

em p loyees), and w ho , sub ject t o st at u t o ry licensing req u irem en t s, exercises t h e

skills an d know led ge o f such t rain in g.

An em p loyee at t h is level ap p lies t echn ical p r inc ip les, p ract ices, t echn iq ues and hum an

relat ions skills t o act iv it ies w h ich includ e, f o r exam p le; h igh level m anual skills, f ault

d iagnosis an d relat ed t asks in a w orkshop , lab o rat o ry, o f f ice, f ield o r op erat ions f unct ion

and w it h f ur t her in f o rm at ion , sup ervise such act iv it ies. Such an em p loyee p ossesses


Per f o rm rout ine t echn ical w ork on com p lex eq uip m en t as d irect ed ;

Use an overall know led ge and und erst an d in g o f t he op erat ing p r incip les o f t h e

syst em s an d eq u ip m en t on w h ich t o car ry out t asks;

Prep are t echn ical rep o r t s (as req uired );

Exercise b road d iscret ion w it h in t he scop e o f t h is level;



Provid e t echn ical guid ance o r ad vice w it h in t h e sco p e o f t h is level;

Assist in t h e p rovision o f on -t he-job t rain ing t o o t hers in t heir w o rk t eam ; and

p er f o rm s incid en t al and p er ip heral w ork, p er f o rm s syst em con t ro l op erat ing

d ut ies, com m ensurat e w it h t he em p lo yee’s t r ain ing , exp er ience and



Not e: Techn ical Em p lo yee Level 4 f alls w it h in t he Nat ion al Train ing Board Aust ralian

Qualif icat ions




An ap p rop r iat e Associat e Dip lom a o r eq uivalen t ; o r



OR

Is an em p loyee w it h an eq u ivalen t level o f t r ain ing and /o r skills an d exp er ience w ho :

Per f o rm s p lann in g and /o r t echn ical d ut ies; o r


Per f o rm s t he p r incip al f unct ion o f a Trainer /Sup erviso r /Co -o rd in at o r (i.e. is


classif icat ion level an d /o r t he p rovision o f st ruct ured on -t he-job t rain ing t o

such em p loyees),and w ho , sub ject t o st at u t o ry licensin g req uirem en t s,

exercises t he skills and know led ge o f such t rain ing,

Per f o rm s syst em con t ro l op erat ing d ut ies.

Sub ject t o job req uirem en t s, an em p loyee at t h is level ap p lies p ract ical t echn iq ues o f

analysis and t echn ical p r incip les, st and ard s and p ract ices, and hum an relat ions, t o new

and exist ing t echno logies in st an d ard d esign , t est in g, insp ect ion , p lan t op erat ion ,

m anuf act ur ing , includ ing f ault d iagnosis and m ain t enance, an d w it h f ur t her

in f o rm at ion , sup ervises and m anages such w ork. Such an em p lo yee m ay p ossess


Have an ad vanced kno w led ge and und erst an d ing o f t he op erat ing p r incip les o f

t he syst em s and eq u ip m en t on w h ich t o car ry out t asks;

Prep are d et ailed t echn ical rep o r t s as req u ired ;

Und er t ake t echn ical invest igat ions w it h in t he scop e o f t h is level;

Prep are rep o r t s and /o r recom m end at ions on t he t echn ical su it ab ilit y o f

eq u ip m en t , p roced ures and t est result s;

Est im at e, q uo t e, t en d er and sup ervise elect r ical/elect ron ic p ro ject s;

Exercise in d ep end en t jud gem en t and in it iat ive w it h in t he scop e o f t h is level;



Provid e t echn ical guid ance o r ad vice w it h in t h e sco p e o f t h is level;

Assist in t he p rovision o f on -t he-job t r ain ing t o o t hers in t heir w ork t eam ; and

Per f o rm incid en t al an d p er ip heral w ork, com m ensurat e w it h t he em p loyee’s


Not e: Techn ical Em p lo yee Level 5 f alls w it h in t he Nat ion al Train ing Board Aust ralian





An ap p rop r iat e Associat e Dip lom a o r eq uivalen t ; and f ur t her , h as com p let ed

ad d it ional t r ain ing

As sp ecif ied in t he ap p rop r iat e Career Pat h ; o r

An eq u ivalen t st and ard o f st ruct ured sp ecif ic t rain ing , com p r ised o f courses




Per f o rm w ork w it h in b road guid elin es;

Accep t resp onsib ilit y f o r t echn ical exp er t ise, p lann ing, sup ervising o r co -

o rd in at ing w orks;


In it iat e invest igat ions and p rod uce result an t t echn ical r ep o r t s;



Con t ro l an d co -o rd inat e t he w orks p rogram w it h in b ud get ary const rain t s;

Exercise a d egree o f aut onom y, w it h in b ud get ary const rain t s, in est ab lish ing

w orks p rogram s; and

Per f o rm d ut ies as a Pr incip al Trainer /Sup erviso r /Co -o rd inat o r : i.e. - r esp onsib le

f o r t he sup ervision and / o r t rain in g o f Techn ical Em p loyees at low er

classif icat ion levels, and o r

Per f o rm s syst em con t ro l op erat in g d ut ies, co m m ensurat e w it h t he em p loyee’s







An ap p rop r iat e Associat e Dip lom a o r eq uivalen t ; and f ur t her , h as com p let ed

ad d it ional t r ain ing as sp ecif ied in t h e ap p rop r iat e Career Pat h ; o r

An eq u ivalen t st and ard o f st ruct ured sp ecif ic t rain ing , com p r ised o f courses



Accep t a h igh d egree o f resp onsib ilit y f o r t echn ical exp er t ise, p lann ing,

sup ervising o r coo rd in at ing w orks;


In it iat e invest igat ions and p rod uce result an t t echn ical r ep o r t s;



Disp lay in t erp erson al skills in t he p er f o rm ance o f t he em p loyee’s f unct ion ;

Develop and im p lem en t sign if ican t w orks p ro gram s; and


f o r t he sup ervision and / o r t rain in g o f Techn ical Em p loyees at low er

classif icat ion levels,







o f Techn ical em p loyee - Level 1 has com p let ed :

An ap p rop r iat e Associat e Dip lom a o r eq u ivalen t ; and f ur t her , has com p let ed

ad d it ional t r ain ing as sp ecif ied in t h e ap p rop r iat e Career Pat h ; o r

An eq u ivalen t st an d ard o f st ruct ured sp ecif ic t r ain ing com p r ised o f courses end orsed

b y t he Train ing Com m it t ee.



Und er t ake sign if ican t r esp onsib ilit y as an op erat ional exp er t , sup ervision o r co -

o rd in at ion ;

Provid e a h igh level o f creat ive p lann ing, d esign an d associat ed m anager ial

f unct ions;

Est ab lish and review gu id elines and d evise new ap p ro aches t o d esign ,

op erat ion , d evelop m en t o r invest igat ion ;


Work ind ep en d en t ly as a sp ecialist , sup erviso r , m anager w it h in t h e o p erat ional

w orkf o rce;

Disp lay in t erp erson al skills in t he p er f o rm ance o f t he em p loyee’s f unct ion ;

Develop and im p lem en t sign if ican t w orks p ro gram s;

Exercise in it iat ive in t he p rod uct ion an d ap p licat ion o f st and ard s and

p roced ures; and


f o r t he sup ervision and /o r t r ain ing o f Techn ical em p loyees at low er

classif icat ion levels,




Qualif icat ions Fram ew o rk at Level 7. Classification Definitions - Professional and Managerial Stream

Pro f essional & Manager ial St ream Classif icat ion St ruct ure Out line

Salary Point Classification Level Training Requirements

16.0 Pro f essional & Manager ial Em p loyee Level 4 *

15.0 Pro f essional & Manager ial Em p loyee Level 3 *

14.0

13.0 Pro f essional & Manager ial Em p loyee Level 2

12.0

11.0

10.0

9.0

8.0 Pro f essional & Manager ial Em p loyee Level 1 -

En t ry Po in t

4 year Degree

*

7.0

6.2 Pro f essional & Manager ial Em p loyee Level 1 -

En t ry Po in t

3 year Degree

*

6.0

* Fo r p rogression p urp oses, t r ain ing is sub ject t o relevan t career p at h cr it er ia.

Professional and Managerial Employee - Level 1 (3 Year Degree Entry - Salary Point 6.2; 4 Year Degree Entry - Salary Point 8.0)

A Pro f essional and /o r Man ager ial Em p loyee - Level 1 w ill m ean an em p loyee w ho ho ld s an

ap p rop r iat e d egree o r eq u ivalen t .

An em p loyee at t h is level:

Op erat es und er ap p rop r iat e sup ervision ;

Per f o rm s no rm al p ro f essional w ork and exercises ind iv id ual jud gem en t an d

in it iat ive in t he ap p licat ion o f p r incip les and m et hod s ap p licab le t o t he p ro f ession

concerned ;

Assist s m ore sen io r p ro f essionals;


Has w ork review ed b y a com p et en t p ro f essional o f f icer f o r val id it y, ad eq uacy,

m et hod s and p roced ures;

Assigns an d checks w ork o f sup p o r t st af f and o t hers assigned t o w ork on com m on

p ro ject s. Work can b e exp ect ed t o receive less r igo rous review as t he em p loyee

p rogresses; and

Exercises in it iat ive in t he ap p licat ion o f p ro f ession al p ract ices eit her as a m em b er

(in som e sit uat ions as lead er ) o r a sp ecialist p ro f ession al in m ult i -d iscip lin ary t eam s,

o r in d ep end en t ly.

No t e: Pro f ession al an d /o r Man ager ial Em p loyee - Level 1 sp ans t he NTB Aust ralian

Qualif icat ions Fram ew o r k Com p et ency Level 6.

Professional and Managerial Employee - Level 2 (Salary Point 13.0)


ap p rop r iat e d egree o r eq u ivalen t and w ho has relevan t exp er ience.


Per f o rm s w ork req uir ing t he ap p licat ion o f m at ure p ro f ession al skills and

know led ge;

Deals w it h p rob lem s f o r w h ich it is necessary t o m od if y est ab lished guid elines an d

d evise new ap p roaches o r ap p ly new p ro f essio nal skills o r t echn iq ues;

Makes recom m en d at io ns t h at are t echn ically an d com m ercially accurat e an d

f easib le;

Makes d ecision s on m at t ers assigned includ in g t he est ab lishm en t o f p ro f essional

w ork st and ard s an d p roced ures, and consult s, recom m end s an d ad vises in

sp ecialist areas;

Out lines and assigns w ork, review s it f o r t echn ical accuracy and ad eq uacy, and

m anages t he w ork o f o t hers; and

Exercises in it iat ive in t he ap p licat ion o f p ro f ession al p ract ices eit her as a m em b er

(in som e sit uat ions as lead er ) o r a sp ecialist p ro f ession al in m ult i -d iscip lin ary t eam s,

o r in d ep end en t ly.

No t e: Pro f ession al an d /o r Man ager ial Em p loyee - Level 2 sp ans t he NTB Aust ralian

Qualif icat ions Fram ew o rk Com p et ency Level 6.

Professional and Managerial Employee - Level 3 (Salary Point 15.0)


ap p rop r iat e d egree o r eq u ivalen t and w ho has relevan t exp er ience.


May b e a t echn ical exp er t o r m an age a un it o f t he o rgan isat ion . In p ract ice m ost

p osit ions at t h is level w ill con t ain b o t h t hese elem en t s;

May b e a t eam lead er having b ro ad und erst and in g sp ann ing m o re t han one

p ro f ession al f ield o f w ork, o r b e a recogn ised aut ho r it y w it h in a p ar t icu lar

sp ecialised f ield o f exp er t ise, o r b o t h ;

Par t icip at es in sho r t o r long range p lann in g an d t r anslat es t he m ore general

ob ject ives and st r at egies o f h igher m an agem ent in t o sp ecif ic t arget s and

st r at eg ies f o r t he un it ;

Takes in it iat ives, m akes ind ep end en t d ecisions and f o rm ulat es p o licies and

p roced ures w it h in t h is overall f ram ew ork t o ob t ain t he b est p er f o rm ance an d

result s f rom t he o rgan isat ional un it f o r w h ich t he o f f icer is accoun t ab le;

Gives exp er t t echn ical ad vice t o m anagem ent and o t her un it s;

Takes resp onsib ilit y f o r d evelo p m en t and p rovision o f syst em s, f acilit ies an d

f unct ions;

Man ages group s and w ork p ro gram s;

Dir ect s o r ad vises on t h e use o f resources;


Makes d ecisions no t usually sub ject t o t echn ical review ; d ecid es courses o f act ion

necessary t o exp ed it e t he successf u l accom p lishm en t o f assigned p ro ject s; and

m akes recom m end at ions o f sign if ican t im p act on t he o rgan isat ion ; and

Has w ork assigned on ly in t erm s o f b road ob ject ives. Per f o rm ance is review ed f o r

p o licy, sound ness o f jud gem en t , result s an d general ef f ect iveness.

No t e: Pro f essional and /o r Man ager ial Em p lo yee - Level 3 f alls w it h in t he NTB Aust ralian

Qualif icat ions Fram ew o rk Com p et ency Level 8. 116 Professional and Managerial Employee - Level 4 (Salary Point 16.0)


ap p rop r iat e d egree o r eq u ivalen t and relevan t exp er ience.


Accep t s resp onsib ilit y f o r p ro f essional w o rk, d em an d ing a h igh level o f

exp er t ise, ind ep end ence, o r ig in alit y, ingenu it y an d m at ure jud gem en t ;

Man ages a un it o f t he o rgan isat ion an d exh ib it s a h igh level o f com p et ence in

m anaging p eop le an d w ork;

Per f o rm s w ork w h ich is o f p r im ary im p or t ance t o t he o rgan isat ion and w h ich

w ill h ave a sub st an t ial ef f ect on t he resu lt s ob t ained b y t h e em p loyin g

o rgan isat ion ;

Con t r ib ut es t o t he o rgan isat ion ’s sho r t and lo ng range p lann ing p rocess and t o

t he f o rm ulat ion o f t he o rgan isat ion ’s ob ject ives, st r at egies an d p o licies;

Translat es b ro ad er co rp o rat e ob ject ives, st r at eg ies and p o licies in t o sp ecif ic

ob ject ives, st r at eg ies and p o licies realisab le b y t he o rgan isat ion un it ;

Man ages large w ork group s; o r m an ages a m ult i - d iscip line group engaged in

in t er relat ed w ork; o r m ay b e an exp er t lead ing a t eam o f relat ed p ro f ession als;

o r m ay b e a recogn ised exp er t in a sp ecialist f ield o f crucial im p o r t an ce;

Takes overall resp onsib ilit y f o r t he p rovision and con t ro l o f syst em s, resources,

f acilit ies, f unct ions and m ajo r invest igat ions;

Ensures t hat t he o rgan isat ion ob t ains m axim um b enef it f rom t he ap p licat ion

o f p ro f ession al exp er t ise;

Gives exp er t t echn ical ad vice and act s as o rgan isat ion sp o kesp erson in a

p ar t icu lar f ield o f exp er t ise; and

Has w ork assigned on ly in t erm s o f b ro ad o b ject ives. Per f o rm ance is review ed

f o r p o licy, sound ness o f jud gem en t , result s an d general ef f ect iven ess in p ursu it

o f co rp o rat e and m ajo r o rgan isat ion al o b ject ives.

No t e: Pro f essional and /o r Man ager ial Em p loyee - Level 4 f alls w it h in t he NTB Aust ralian

Qualif icat ions Fram ew o rk Com p et ency Level 8.


SCHEDULE 4 ANNUALISED ALLOWANCES (AGA)

Asbestos removal - Em p loyees engaged on asb est os rem oval o r w o rkin g in close p roxim it y

t o em p loyees rem oving asb est os w ill b e p rovid ed w it h an d w ill use all necessary

saf eguard s as req uired b y t he Wo rkp lace Healt h and Saf et y Act o r o t her r elevan t

legislat ion .

Battery work - Em p loyees m ain ly engaged in t h e m ain t enance o f st o rage b at t er ies, o r

engaged in overh aulin g o r rep air ing o f st o rage b at t er ies o r erect ing second h and st o rage

b at t er ies t hat h ave b een p reviously in use

Bitumen or tar - Em p loyees h and ling b it um en o r t ar .

Boiler ducting maintenance - Em p loyees en gaged in m ain t enance w ork in t he f o llow ing

areas o f b o ilers:

Furn ace w all;

Bo iler r ear p ass;

Air heat er ;

Cross-over d uct in g;

I.D. f ans.

Boiler repair work - Em p loyees engaged in rep air s and alt erat ions t o o ld w ork on ly,

regard less o f t he f act t hat new m at er ial m ay have t o b e used f o r t he p urp ose.

Brick repair work - Em p loyees engaged in rep air ing t he b r ickw o rk o f f urnaces an d set t ings

in connect ion w it h b o ilers w here such w ork is car r ied out w it h second -hand b r icks (i.e.

w it h b r icks w h ich have b een p reviously set in m o r t ar o r f ir e -clay in any const ruct ion

w ork)

Building construction work - An em p loyee w orking on b uild in g const ruct ion w ork (as

d ef ined herein ):

Clim at ic cond it ion s w h en w orkin g in t he o p en on all t yp es o f w ork;

The p hysical d isad van t ages o f having t o clim b st airs o r lad d ers;

Dust b low ing in t h e w ind on b uild in g sit es;

Slop p y and m ud d y cond it ions associat ed w it h t he in it ial st ages o f t he erect ion o f

t he b uild in g;

Dir t y cond it ions caused b y t he use o f f o rm o il o r f rom green t im b er ;

Dr ip p ings f rom new ly p oured concret e;

The d isab ilit y o f w orking on all t yp es o f scaf f o ld s, o t her t h an a single p lank sw ing

scaf f o ld o r a b osun ’s ch air ; and

The lack o f t h e usual am en it ies associat ed w it h f act o r y w ork (e.g. r ecreat ional

f acilit ies, san it ary conven iences, et c.)

Building construction - “Build ing con st ruct ion w ork” w ill includ e all classes o f w ork car r ied

out d ur in g t he const ruct ion o f new b u ild ings, t h e const ruct ion o f ad d it ions t o exist ing

b uild in gs, and t h e necessary alt erat io n o f exist in g b u ild ings, t o m ake t hem con f o rm t o

any new ad d it ions, and t he d em o lit ion o f b u ild ings.

Concrete mixing - Em p lo yees engaged in m ixing concret e.


Confined space - An em p loyee w orking in a con f ined sp ace, i.e. a com p ar t m en t , sp ace o r

p lace t he d im ensions o f w h ich necessit at e t he em p loyee w orking in a st oop ed o r

o t herw ise cram p ed p osit ion o r w it hout p rop er ven t ilat ion .

Dirty work - Em p loyees em p loyed on d ir t y o r o f f ensive w ork.

Heavy machinery and/or transformers - Em p loyees engaged in car t ing an d /o r h and ling h eavy

m ach inery and /o r t r ansf o rm ers w h ich are load ed on t o veh icles b y m eans o t her t han

cranes.

Height allowance - Em p loyees, o t her t han em p loyees engaged in elect r ical line w ork,

req u ired t o p er f o rm w ork at any h eigh t ab ove f if t een (15) m et res.

Hot and cold work - Em p loyees w ho are req uired t o w ork f o r m ore t han one hour

con t inuously in t he sh ad e in p laces w here t he t em p erat ure is raised b y ar t if icial m ean s t o

f o r t y f ive (45) d egrees Celsius o r m ore, o r is b elow 0 d egrees Celsius.

Insulation work - An em p loyee em p loyed on w o rk w h ich invo lves t he h and ling o f loose slag

w oo l, loose in sulw oo l, o r o t her loose m at er ial o f a like nat ure used in t he const ruct ion ,

rep air , o r d em o lit ion o f roo f ing, f loo r ing , w alls o r p ar t it ions, f o r p rovid ing i nsulat ion

again st heat , co ld o r no ise.

Live sewer work - Techn ical Em p loyees an d t heir assist an t s en gaged on live sew er w ork w ill

b e p aid at t he rat e o f t im e an d a-h alf f o r such w ork. Fo r t h is p urp ose “live sew er w ork”

w ill m ean w ork car r ied out in sit uat ions w h ere t h ere is d irect aer ial connect ion w it h a

sew er t h rough w h ich sew erage is f low ing. Th e t erm w ill includ e m echan ical and elect r ical

eq u ip m en t in st alled in associat ion w it h any such sew er o r sew erage p um p ing st at ion o r

t reat m en t w orks, b ut w ill no t ap p ly t o rou t ine m ain t enance w h ich d oes no t r eq u ire t he

d ism an t ling o f p um p s et c. The t erm w ill also includ e a m in im um p aym en t o f one hour f o r

w ork on p um p s af t er r em oval f rom a p um p in g st at ion o r t reat m en t w orks f o r clean in g o r

st r ip p ing . Where aer ial co nnect ion w it h a sew er is b locked b y a d isc, p lug, valve, w at er

seal o r o t her m eans, t h e live sew er r at e w ill no t ap p ly.

Em p loyees w ho are on any d ay req u ired t o car ry out w ork in connect ion w it h t he release

o f b lockages in sew erage lines and connect io ns t h eret o (includ ing p um p s).

Machinery floats and/or low loaders - Dr ivers o f m ach inery f loat s and /o r low .

Marker-off - Em p loyees occup ying t he p osit ion o f m arker -o f f .

Noxious gas fumes - Em p loyees w ho are req uired t o w o rk am ongst no xious gas f um es.

Pole lifting, jack hammer work and handling cement - Pow er Workers em p loyed in t he p o le

lif t in g gan g and Pow er w orkers using jack ham m ers w ill b e p rovid ed w it h ap rons an d

g loves b y Energy Queensland f ree o f ch arge. Pow er w orkers lo ad ing o r un lo ad ing a

q uan t it y o f no t less t h an six (6) b ags o f cem en t

Precipitator allowance - Em p loyees w orkin g in uncleaned o r ho t p recip it at o r s and

em p loyees w orking in cleaned p recip it at o rs,

Roof repairs - Techn ical em p loyees and t heir assist an t s engaged on rep air s t o roo f s.

Shot/sand blasting - An em p loyee w orkin g a sho t b last o r san d b last .

Toxic substances - Em p loyees using t oxic sub st ances o r m at er ials o f a like n at ure an d

em p loyees w orking in close p roxim it y t o em p loyees


Toxic sub st ances w ill includ e ep oxy b ased m at er ials an d all m at er ials w h ich includ e o r

req u ire t he ad d it ion o f a cat alyst h ard ener and react ive ad d it ives o r 2 p ack cat alyst

syst em w ill b e d eem ed t o b e m at er ials o f a like nat ure.

Tunnelling under roads - Em p loyees en gaged in t unnelling un d er ro ad s.

Unpleasant conditions - Work d one und er p ar t icu lar ly ho t and unp leasan t cond it ions on o r

in b o ilers o r cond ensers, on soo t b low er syst em s o f st eam ing o r b anked b o iler s, o r in

alt ernat o r air cham b ers d ur in g sho r t out ages o r b reakd ow ns.

Th is Allowance w ill no t ap p ly af t er a b o iler has b een out o f service f o r f o r t y -eigh t hours, o r

an alt ernat o r o r cond enser out o f service f o r t w elve hours.

Fur t herm o re, t h is Allowance w ill no t ap p ly t o w ork d one d ur ing overhauls o r cond enser

b rush ing, o r f o r w ork d one on st oker m o t o rs and st oker gear b ox m echan ism s.

Weed control - Pow er Workers engaged in sp raying w eed s.

Wet work - Em p loyees req u ired t o w ork in p laces w here w at er , o t her t han rain , is

con t inually d r ip p ing so t hat t heir clo t h ing b ecom es sat urat ed w it h w at er , o r w here t here

is w at er und er f oo t t o a d ep t h exceed ing f if t y (50) m illim et res so t h at t heir f eet b ecom e

w et .

Th is Allowance w ill no t ap p ly w hen p ro t ect ive w at erp roo f clo t h ing and /o r f oo t w ear is

sup p lied .

Certificate allowance - A Techn ical Em p loyee w ho is t he h o ld er o f a scaf f o ld ing cer t if icat e

o r r igg ing cer t if icat e issued p ursuan t t o t he Workp lace Healt h and Saf et y Act o r relevan t

legislat ion and is req uired t o act on t hat cer t if icat e w h ilst engaged on w ork req u ir ing a

cer t if icat ed p erson .

Chain saw - Em p loyees usin g ch ain saw s in t h e p er f o rm ance o f t heir w ork.

Drivers of articulated vehicles - Em p loyees req u ired t o d r ive ar t icu lat ed veh icles.

Explosive powered tools - Em p loyees req uired t o use exp losive p ow ered t oo ls.

Goods in excess of 16.764m - Em p loyees w ho are req uired t o d r ive veh icles car t in g good s in

excess o f 16.764m w here t he veh icle is t r avellin g in o r t h ro ugh b u ilt -up areas.

Handling furniture and whitegoods - Em p loyees engaged in car t ing , hand ling o r d eliver ing

any ar t icle o f househo ld , o f f ice o r w h it egood s.

Motor vehicles drawing trailers - An em p loyee d r iv ing a m o t o r veh icle t o w h ich a t r ailer is

at t ached

Provid ed t h at :

When on any d ay an em p loyee d r ives a m o t o r veh icle d raw in g an em p t y an d a

load ed t r ailer t he em p loyee w ill b e p aid f o r t hat d ay t he ext ra r at e ap p licab le f o r

such lo ad ed t r ailer ;

No t m o re t han one t r ailer w ill b e at t ached and d raw n at any one t im e;

The ext ra p aym en t p rescr ib ed herein w ill no t ap p ly t o em p loyees d r iv ing

ar t icu lat ed veh icles o r m ach inery f loat s and /o r low load ers;

These Allowances w ill ap p ly on ly in resp ect o f t he d raw in g o f t r ailer s h avin g a

load ed cap acit y in excess o f .508 t ;

The t erm “t r ailer ” d o es no t includ e - com p resso rs, concret e m ixers, w eld ing p lan t s

and road b room s

Fo r m o t o r veh icles d raw ing com p resso rs, concret e m ixers o r w eld in g p lan t s - An

em p loyee d r iv ing a m o t o r veh icle t o w h ich any o f t he f o llow ing is at t ached , v iz:

com p resso r , concret e m ixer o r w eld in g p lan t


Truck crane - An em p loyee req uired t o op erat e a t ruck

Ability Allowances

The f o llow in g rat es, w h ich have b een ind exed t o t he salary increases p rovid ed b y t h is

Agreem en t , w ill ap p ly t o Ab ilit y Allow ances.

Ab ilit y Allow ances w ill no t b e p aid t o em p loyees w hose rat es o f p ay includ e

com p ensat ion f o r any o f t he f o llow ing ab ilit ies.

Goods in excess of 16.764m

Em p loyees w ho are req uired t o d r ive veh icles car t ing good s in excess o f 16.764m w ill

b e p aid t he ap p licab le Ab ilit y Allo w ance rat e in ad d it ion t o t he rat e p rescr ib ed herein

w here t he veh icle is t r avelling in o r t h rough b uilt -up areas.

Motor vehicles drawing trailers

An em p loyee d r ivin g a m o t o r veh icle t o w h ich a t railer is at t ached w ill b e p aid in

ad d it ion t o t he rat es p rescr ib ed herein t he ap p licab le Ab ilit y Allow an ce rat e w hen t he

f o llow ing t r ailers are b eing t ow ed :

a. When d raw ing a lo ad ed single axle t r ailer ;

b . When d raw ing an em p t y single axle t r ailer ;

c. When d raw ing a lo ad ed t r ailer w it h m ore t h an one axle; o r

d . When d raw ing an em p t y t railer w it h m ore t h an one axle.

Provid ed t h at :

a. When on any d ay an em p loyee d r ives a m o t o r veh icle d raw ing an em p t y and a

load ed t r ailer t he em p loyee w ill b e p aid f o r t hat d ay t he ext ra r at e ap p licab le

f o r such load ed t r ailer ;

b . No t m o re t han one t r ailer w ill b e at t ached and d raw n at any one t im e;

c. The ext ra p aym en t p rescr ib ed herein w ill n o t ap p ly t o em p loyees d r iving

ar t icu lat ed veh icles o r m ach inery f loat s and /o r low load ers;

d . These allow ances w ill ap p ly on ly in resp ect o f t he d raw ing o f t r ailer s having a

load ed cap acit y in excess o f 0.508 t ;

e. The t erm "t r ailer " d oes no t includ e - caravan s, com p resso rs, concret e m ixers,

w eld ing p lan t s an d road b room s;

f . Fo r m o t o r veh icles d raw ing caravans, com p resso rs, concret e m ixers o r w eld ing

p lan t s

An em p loyee d r iving a m o t o r veh icle t o w h ich any o f t he f o llow in g is

at t ached , v iz caravan , com p resso r , concret e m ixer o r w eld ing p lan t , w ill

b e p aid at t he rat e o f t he ap p licab le Ab ilit y Allow ance o r p ar t t hereo f

w h ilst so engaged , in ad d it ion t o t he rat e o f salary p rescr ib ed herein .

g . Truck crane

An em p loyee req u ired t o op erat e a t r uck crane w ill b e p aid t he

ap p licab le Ab ilit y Allow ance rat e in ad d it ion t o o rd inary rat es.


Disability Allowances

The f o llow ing rat es, w h ich have b een ind exed t o t he salary increases p rovid ed b y t h is

Agreem en t , w ill ap p ly t o Disab ilit y Allow ances.

Battery work

Em p loyees m ain ly engaged in t he m ain t en ance o f st o rage b at t er ies, o r engaged in

overhauling o r r ep air ing o f st o rage b at t er ies o r erect in g secon d hand st o rage

b at t er ies t h at h ave b een p reviously in use w ill b e p aid t he ap p licab le Disab ilit y

Allow ance rat e in ad d it ion t o t heir o rd in ary rat es.

Building construction work

An em p loyee w orking on b uild ing const ruct io n w ork (as d ef ined herein ) w ill b e p aid at

t he rat e o f t he ap p licab le Disab ilit y Allo w ance rat e t o com p ensat e f o r t he f o llow ing

d isab ilit ies:

a. Clim at ic cond it ion s w h en w orkin g in t he o p en on all t yp es o f w ork;

b . The p hysical d isad van t ages o f having t o clim b st airs o r lad d ers;

c. Dust b low ing in t h e w ind on b uild in g sit es;

d . Slop p y an d m ud d y con d it ions associat ed w it h t he in it ial st ages o f t h e erect ion

o f t he b u ild ing;

e. Dir t y cond it ions caused b y t he use o f f o rm o il o r f rom green t im b er ;

f . Dr ip p ings f rom new ly p oured concret e;

g. The d isab ilit y o f w orking on all t yp es o f scaf f o ld s, o t her t han a sin gle p lan k

sw ing scaf f o ld o r a b osun 's chair ; and

h . The lack o f t h e usual am en it ies associat ed w it h f act o r y w o rk (e.g . recreat ion al

f acilit ies, san it ary conven iences, et c.).

Th is allow ance w ill f o rm p ar t o f t he w eekly salary in t he calcu lat ion o f over t im e

p aym en t s, annual leave p ay, p ub lic ho lid ay p ay, sick p ay and long service leave p ay.

Build ing const ruct ion w ork w ill includ e all classes o f w ork car r ied out d ur in g t he

const ruct ion o f new b uild ings, t he const ruct ion o f ad d it ion s t o exist in g b u ild ings, and

t he necessary alt erat ion o f exist ing b u ild ings, t o m ake t hem con f o rm t o any new

ad d it ions, and t he d em o lit ion o f b uild ings.

Chain saw

Em p loyees usin g ch ain saw s in t he p er f o rm ance o f t heir w ork w ill b e p aid t he

ad d it ional ap p licab le Disab ilit y Allow ance rat e w h ilst so engaged in ad d it ion t o t he

o rd in ary rat e.

Dirty work

An em p loyee w ill b e p aid t he ap p licab le Disab ilit y Allo w an ce rat e cen t s ab ove t he

o rd in ary rat e f o r t he act ual t im e em p loyed on d ir t y o r o f f ensive w o rk.

Heavy machinery and/or transformers

Em p loyees engaged in car t ing and /o r han d lin g heavy m ach inery and /o r t ran sf o rm ers

w h ich are load ed on t o veh icles b y m ean s o t her t h an cranes, w ill b e p aid t he

ap p licab le Disab ilit y Allow ance rat e in ad d it io n t o t heir o rd inary rat es.

Height allowance

Em p loyees, o t her t h an em p loyees engaged in elect r ical line w ork, r eq u ired t o

p er f o rm w ork at a heigh t 15 m et res an d ab ove f rom t h e ground o r low -w at er level o r


nearest ho r izon t al p lan e w ill b e p aid t he rat e o f t he ap p licab le Disab ilit y Allow ance in

ad d it ion t o t heir o rd inary rat es.

Toxic substances

Em p loyees using t oxic sub st ances o r m at er ials o f a like n at ure, o r t hose w orking in

close p roxim it y, w ill b e p aid t h e ap p licab le Disab ilit y Allow ance rat e in ad d it ion t o

t heir o rd in ary rat es.

Toxic sub st ances w ill in clud e ep oxy b ased m at er ials and all m at er ials w h ich includ e o r

req u ire t he ad d it ion o f a cat alyst hard en er and react ive ad d i t ives o r t w o (2) p ack

cat alyst syst em w ill b e d eem ed t o b e m at er ials o f a like nat ure.

Underground Mains Allowance

Jo in t ers and Pow er Workers und er t aking und erground m ains w ork w ill b e p aid t he

ap p licab le Disab ilit y Allow ance rat e in r ecogn it ion o f t he d isab ilit ies incur red in relat ion

t o t h is w o rk. Th is allow ance is on ly p aid f o r t im e w orked d ur ing o rd inary hours Mond ay

t o Fr id ay and f o r w ork p er f o rm ed on SDO’s, Sat urd ay, Sund ay and Pub lic Ho lid ays, w it h a

m axim um eigh t (8) hours p aym en t f o r t he d ay.

Th is allow ance w ill b e p aid in lieu o f t he f o llow ing allow ances:

a. Pow erhouse/Sub st at ion Allow ances;

b . Trailer Draw ing allow an ce;

c. Dir t m oney; an d

d . Heigh t m oney.

The allow ance is not an all-p urp ose allow ance.

Where t he Build ing Const ruct ion Work Allo w ance is p ayab le t he Und erground Main s

Allow ance is no t ap p licab le.

The allow ance w ill b e p aid t o elig ib le em p loyees w ho are p reclud ed f rom d o ing w ork as a

result o f w et , inclem en t w eat her o r o t her sim ilar cond it ions o r f o r any o t h er reason as

d ir ect ed b y Energex.


SCHEDULE 5 CONTROL CENTRE GENERAL

Wit h in 3 m on t hs o f ap p roval o f t h is Agreem en t t he p ar t ies t o t h is Agreem en t w ill

est ab lish a review o f t he cur ren t w orkin g ar rangem ent s w h ich w ill includ e com m on

sw it ch ing sheet p rep arat ion and con t ro llin g aut ho r isat ion levels w it h an associat ed

grad in g st ruct ure f o r t he syst em op erat o r st r eam . The sw it ch ing sh eet p rep arat ion and

con t ro lling aut ho r isat ions and grad in g w ill b e consist en t acro ss t he Nor t hern , Sout hern

and Sout h East Con t ro l Cen t res o r any o t h er locat ions w it h in Energy Queen sland Lt d ,

Ergon and Energex t h at t h is t yp e o f w ork is p er f o rm ed .

Any changes t o t he cur ren t w o rking ar rangem ent s m ust b e agreed t o b y t he p ar t ies p r io r

t o t heir im p lem en t at ion . Any agreed ch anges t o t he t erm s and cond it ions o f

em p loym en t sh all no t com e in t o f o rce, un less t here is an ap p roved var iat ion in

acco rd ance w it h t he req uirem en t s o f t he Fair Work Act 2009

The p ar t ies also com m it t o review cur ren t w orking ar rangem ent s in relat ion t o

Dist r ib ut ion Con t act Cen t res, includ in g annualised salary an d RDO’s. 1. APPLICATION

Th is Sched ule ap p lies t o em p loyees locat ed at Ergon Energy Op erat ional Con t ro l Cen t re

Nor t h (Tow nsville) and Sout h (Rockh am p t on ) and w orkin g con t inuous sh if t w o rk in t he

classif icat ions o f Syst em Op erat o r Grad e 1 t o Grad e 5 em p loyed in t he ro les o f Net w o rk

Con t ro ller o r Net w ork Op erat ions Of f icer .

Th is Sched ule sh all b e read and in t erp ret ed w ho lly in con junct ion w it h t he p rovisions o f

t h is Agreement, and w h ere t here is any inconsist ency, t h is Sched ule shall t ake p reced e nce.

Where t he Sched ule is silen t t he p rovisions o f t he Agreement sh all ap p ly, w h ere ap p licab le.

2. TERMS AND CONDITIONS OF EMPLOYMENT 2.1 Work Function and Flexibility

The resp onsib ilit ies o f t he em p loyees covered b y t h is Agreement are as f o llow s:

The Parties w ill w o rk t ow ard s ef f ect ive im p lem en t at ion o f st and ard isat ion o f

p rocesses, rost ers and w ork p ract ices across t he Ergon Energy Op erat ion al Con t ro l

Cen t res locat ed at To w nsville and Rockh am p t on .

As req uired in acco rd ance w it h t he Posit ion Pro f ile Net w ork Con t ro llers classif ied as

Syst em Op erat o r Level 3 w ill und er t ake t o p er f o rm coord in at ion d ut ies as p ar t o f t heir

ro le.

Em p loyees m ay b e req uest ed t o w o rk ad d it ional hours out sid e no rm al at t end ances t o

p rovid e sup p o r t t o m anage con t in gencies o r h igh w o rklo ad sit uat io ns.

Due t o sho r t no t ice o f availab ilit y d ue t o illness (t yp ically sixt een (16) hours o r less) an d

sh if t st af f af t er m aking every at t em p t are unab le t o f ind a rep lacem en t op erat o r t he

f o llow ing p roced ure w ill ap p ly t o t he in it ial sh if t f o r w h ich t he em p loyee is

unavailab le:

In t hese circum st ances em p loyees w ill b e req u ired t o w ork up t o 16 unp aid

ad d it ional hours p er calend ar year .

The Parties accep t t h at t he sho r t no t ice sh if t r elief w ill b e w orked up t o a

m axim um o f f our (4) hour b locks, un less o t herw ise m ut ually agreed , at t he

com m encem ent o r com p let ion o f t heir cur ren t ro st ered sh if t .

When t he sixt een (16) hours o f unp aid ad d it ional hours has b een w orked , t he

em p loyee m ay claim over t im e. Each resp ect ive con t ro l cen t re m ust keep a regist e r


in o rd er t o t rack ad d it ional hours acco rd ingly. Th is w ill b e review ed w it h in six (6)

m on t hs o f cer t if icat ion o f t h is Agreement b y all Parties.

Any w ork und er t aken t hat is over and ab ove no rm al at t end ances and exceed s t h e

sixt een (16) hours o f unp aid ad d i t ion al hours f o r sick relief , w ill b e p aid at p enalt y

rat es o f d oub le t im es t he aggregat e salary h our ly r at e o r in acco rd ance w it h t he

Agreed Tim e Bank (ATB) as sp ecif ied in Clause 2.3 o f t h is Sched ule.

Where an agreed rost er inco rp o rat ed an “o n -call” req u irem en t , it w ill b e p aid in

acco rd ance w it h t he Availab ilit y Dut y Allowance (ADA) o f t h is Agreement.

2.2 Shift Rostering

Em p loyees accep t t hat t here is a r eq u irem en t t o m ain t ain con t inuo us t w en t y f our (24)

hours a d ay, seven (7) d ays p er w eek sh if t coverage w it h in Ergon Energy Con t ro l Cen t res.

Em p loyees covered b y t h is Agreement w ill w o rk in acco rd ance w it h a Con t ro l Cen t re Ro st er

w h ich h as b een agreed t o b y 60% o f af f ect ed em p loyees.

Rost er at t end ances w ill b e o f 8.05 hours d urat ion , nom in ally d escr ib ed as d ay, af t ernoon

and n igh t sh if t if ap p licab le o r as m ut ually agreed b y t he Parties.

Fo r t he p urp oses o f t h is Clause t he f o llow in g d ef in it ions ap p ly:

“Day Sh if t ” w ill no rm ally m ean any sh if t w o rked b et w een t he hours o f 6.00am and

6.00p m

“Af t ernoon Sh if t ” w ill no rm ally m ean any sh if t f in ish ing af t er 6.00p m and at o r

b ef o re m id n igh t , and

“Nigh t Sh if t ” w ill no rm ally m ean any sh if t f in ish ing af t er m id n igh t an d at o r b ef o re

8.00am

Net w o rk Op erat ion Of f icer s req uired t o act as Net w o rk Con t ro ller ’s f o r p er io d s o f one

sh if t o r great er w ill b e p aid t he Net w ork Con t ro ller classif icat ion rat e includ ing t he

Net w o rk Con t ro ller lo ad ings f o r t he d urat ion o f t he h igher d ut ies.

2.3 Additional Hours

Where an em p loyee w orks ad d it ion al hours, reim b ursem en t m ay b e via t h e f o llow ing

p rovision s at t he em p loyee’s d iscret ion :

Over t im e p aym en t s w ill b e p aid at d oub le t im es t h e aggregat e salary hour ly rat e,

Agreed Tim e Banking (ATB) as p er t he p rovisio ns d escr ib ed b elow :

Agreed Tim e Banking (ATB) is w here t he t im e w orked out sid e t h e nom inal no rm al

w orking d ay d urat ion is no t p aid b ut “b an ked ” in st ead f o r t he em p lo yee t o t ake as

p aid recreat ion t im e o n a lat er occasion .

Such ar rangem ent w ill b e in it iat ed b y t h e em p loyee, w it h Mutual Agreement

b et w een t he em p loyee and t heir im m ed iat e sup erviso r on t he b asis o f no

p ressure b eing b ro ugh t t o b ear on eit her p ar t y t o ach ieve t h is Agreement.

Where Ergon Energy r eq uest s t he em p loyee t o w ork over t im e and t he em p loyee

and im m ed iat e sup erviso r m ut ually agree t h at t he em p loyee w ill use ATB, t he

m ult ip lier f o r p aid r ecreat ion t im e f o r t hose h ours w orked w ill b e t w o (2).

Where t he em p loyee req uest s t o w ork over t im e (e.g . f o r f acilit at ing f lexib le

w orking hours) and t h e em p loyee and t he im m ed iat e sup erviso r m ut ually agree

t hat t he em p loyee w ill h ave p aid recreat ion t im e in lieu o f t hose ho urs, t h en t he

m ult ip lier f o r t he ATB w ill b e one (1).

Em p loyees using t he ATB p rovisions f o r Ergon Energy req uest ed over t im e w ill b e

en t it led t o all cond it ions relat ing t o t he w orking o f over t im e exclud ing p aym en t

f o r t he hours w o rked , as p rovid ed f o r in t he Agreement.


The t aking o f t im e o f f result ing f rom t he ATB p rovisions w ill b e m ut ually agreed

b et w een t he em p loyee an d t he im m ed iat e sup erviso r .

2.4 Aggregate Rates

Any b ase salary ad just m en t s p rovid ed f o r in t h is Agreement w ill b e ref lect ed in t he

aggregat e salary hour ly r at e f o r t he p urp oses o f all em p loyee accruals f o r Annual Leave,

Long Service Leave, Personal Leave, Sup erannuat ion and Red und ancy.

Total Aggregate Salary – Network Controllers (Grade 3)

Base rate level w ill b e calculat ed as p er t he em p loyee’s classif icat ion grad e and salary p o in t

b ased on classif icat ion st r uct ure con t ained in t h is Agreement.

The 41% all purpose lo ad ing inco rp o rat es Sh if t Penalt y Com p onen t , Flexib ilit y Com p onen t ,

Person al Leave Relief , Legacy Load ing Ar ran gem ent and Coord inat ion d ut ies (as p er t he

cur ren t Net w ork Con t ro ller Po sit ion Pro f ile).

The All purpose Load ing w ill ap p ly t o Net w ork Con t ro llers on com p let ion o f t heir t r ain ing

and d eem ed t o b e co m p et en t t o p er f o rm t he d u t ies in acco rd ance w it h t heir p osit ion

p ro f ile. Total Aggregate Salary – Network Operations Officer (Grade 1 & 2)

Base rate level w ill b e calculat ed as p er t he em p loyee’s classif icat ion grad e and salary p o in t

b ased on classif icat ion st r uct ure con t ained in t h is Agreement.

The 28% All purpose Load ing inco rp o rat es Sh if t Penalt y Com p onen t , Flexib ilit y Com p onen t ,

Person al Leave Relief , o f f sh if t ro le m ain ly f o r sw it ch ing sheet p rep arat ion , o t her Con t ro l

Cen t re Dut ies and seasonal var iance t o r esource st o rm season req u irem en t s.

The All purpose Load in g w ill ap p ly t o Net w ork Op erat ions Of f icer Grad e 1 & 2 on com p let ion

o f t heir t rain ing and d eem ed t o b e com p et en t t o p er f o rm t he d ut ies in acco rd ance w it h

t heir p osit ion p ro f ile. 3. LEAVE 3.1. Annual Leave

Annual Leave w ill b e p aid at t he em p loyee’s aggregat e salar y rat e.

If a St at ut o r y ho lid ay f alls on a d ay t h at an em p loyee covered b y t h is Sched ule is rost ered

o f f an ext ra d ay leave w ill b e ad d ed t o t heir Annual Leave b alance.

Em p loyees covered b y t h is Sched u le are en t it led t o no less t han one hund red and eigh t y

f our (184) hours annual leave cred it p er annum t o t heir annual leave b alance. 3.2. Personal Leave

All Person al Leave en t it lem en t s w ill b e p aid at t he em p loyee’s aggregat e salar y rat e.

Em p loyees covered b y t h is Sched ule w ho ret ir e in acco rd ance t o t he ru les o f Energy

Sup er o r d ie d ur ing service w ill b e en t it led t o a p ayout o f 50% o f t heir in d iv id ual Person al

Leave accrual in t he em p loyee’s cred it at t he t im e. Such a p ayout w ill no t exceed t w en t y

six (26) w eeks t o t al, calculat ed usin g t he em p loyee’s aggregat e salary rat e o f p ay in f o rce

at t he t im e. 3.3. Long Service Leave


Long Service Leave w ill b e p aid at t he em p loyee’s aggregat e salary r at e.

4. SUPERANNUATION

Sup erannuat ion p aym en t s w ill b e calculat ed on t he em p loyee’s aggregat e salary r at e in

accord ance w it h Energy Sup er f und gu id elines. 5. RETRENCHMENT

Red un d ancy en t it lem en t s and calculat ions w ill b e b ased on t he em p loyee’s aggregat e

salary r at e and in acco rd ance w it h t he ret renchm en t p rovision s con t ained in Sched ule 3.


SCHEDULE 6 NETWORK OPERATIONS CONTROL ROOM SHIFT WORK ARRANGEMENTS

1. APPLICATION

Th is Sched ule is ap p licab le t o sp ecif ied Net w ork Op erat ions Of f icer s and Net w ork

Op erat ions Sh if t Man agers in t he Net w o rk Con t ro l t eam at t he En ergex Con t ro l Room .

These p osit ions are classif ied as Syst em Op erat o r s engaged on a t h ree (3) sh if t

ar rangem ent , seven (7) d ays p er w eek (Br isb an e).

2. DEFINITIONS

“Aggregat ed load ing ” is a sp ecif ic lo ad ing w h ich is p aid as a p ercen t age o f t he

“Agreem en t Wage Rat e”. Det ails o f t he lo ad ing are includ ed in clause 4 b elo w .

“Agreem en t ” r ef er s t o t he Energex Un ion Co llect ive Agreem en t 2015.

“Agreem en t Wage Rat e” is t he salary f o r t he em p loyee’s sub st an t ive classif icat ion un d er

t he Agreem en t ’s Salary and Wages Sch ed ule (ref er Sched ule A).

“Techn ical Em p loyee”, f o r t he p urp ose o f t h is Sched ule, is an em p loyee engaged t o

p er f o rm sh if t w o rk (as d escr ib ed ab ove and id en t if ied in t he Core Career Pat h Docum ent

f o r Syst em Op erat o rs) in t he Br isb ane Con t ro l Room .

3. RELATIONSHIP TO AGREEMENT

Th is Sched ule is b ased on t he p rovisions o f t he Agreem en t . Th is Sched ule sh all b e read

and in t erp ret ed w ho lly in con junct ion w it h t h e p rovisions o f t h is Agreem en t , and w here

t here is any inconsist ency, t h is Sched ule shall t ake p reced ence. Wh ere t he Sched ule is

silen t t he p rovisions o f t he Agreem en t sh all ap p ly. Th is Sched ule sup ersed es all p revious

cond it ions and agreem en t s.

4. AGGREGATED SALARY

a. Th is ar rangem ent p rovid es f o r t he p aym en t o f an ad d it ional p ercen t age load ing

(“aggregat ed lo ad ing ”) calculat ed as a p ercen t age o f t he “Agreem en t w age rat e”

f o r t he p osit ion .

b . The aggregat ed lo ad ing com p ensat es em p loyees f o r t he f o llow ing it em s:

Sh if t p enalt y hours;

Sh if t chan geover t im e; and

Work p er f o rm ed on St at ut o r y Ho lid ays.

c. The aggregat ed load in gs t o com p en sat e f o r t he ab ove-m en t ioned com p onen t s

are as f o llow s:

Sh if t Man ager : 47.29% ab ove o rd in ary t im e

Net w o rk Op erat ions Of f icer (Br isb ane): 45.96% ab ove o rd inary t im e

d . The aggregat ed load in g ap p lies t o p er iod s o f annual, p ersonal and long service

leave, as w ell as over t im e and sup erannuat ion con t r ib u t ions.

No t e: The calculat ion sheet s are d et ailed in At t achm en t CR 2.

5. SHIFT INCIDENCE

Sh if t ro st ers w ill b e b ased on a ro t at ing w o rking p at t ern b asis w it h an average o f 72.5

hours p er f o r t n igh t . As f ar as is p ossib le, w h ilst also t aking in t o acco un t p ersonal


p ref erences, t he ro t at ions o f w ork at t en d ance w ill seek t o ensure eq uit y in t he num b ers

o f n igh t sh if t s and w eekend s w o rked p er year .

Sh if t st ar t in g an d end ing t im es m ay need t o vary d ep end ing on t h e need s o f b o t h t he

in t ernal and ext ern al environm en t an d t o b est m eet t he need s o f cust om ers. These m ay

b e var ied in acco rd ance w it h clause 2.1 Workp lace Chan ge an d Flexib ilit y o f t he

Agreem en t .

At t h is st age, sh if t s are as f o llow s:

a. Net w o rk Op erat ion Of f icers an d Sh if t Managers

Sh if t Com m ence Fin ish

Day 06:00 14:00

Af t ernoon 14:00 22:00

Nigh t 22:00 06:00

5.1 SHIFT ARRANGEMENTS

The sh if t ro t at ion is a com b inat ion o f eigh t (8) an d 12 hour sh if t s and sh if t f am ilies.

6. FLEXIBILITY ARRANGEMENTS

Th is Sched ule m ay, in acco rd ance w it h clause 2.1 Wo rkp lace Ch ange and Flexib ilit y o f t he

Agreem en t b e am end ed d ur ing it s lif e t o ref lect any agreed alt erat io ns.

The p ar t ies w ill con t in ue t o w ork t ow ard s in creased f lexib ilit y in t he op erat ion o f t he

Con t ro l Room .

The p rovision s in At t achm en t CR 1 relat ing t o Br isb ane Net w ork Op erat ions Of f icer s h ave

p reviously b een agreed b y t he Rost er Com m it t ee.

6.1 Shift Managers

The st an d ard Sh if t Manager rost er is b ased on a m in im um o f six (6) p eo p le. Em p loyees

m ay also b e req u ired t o sp end p er iod s o f t im e in o t her p ar t s o f t he b usiness in o rd er t o

m ain t ain t h eir skill d evelop m en t / t echn ical com p et ency, im p rove t heir und erst an d ing o f

d evelop m en t s in t he n et w ork and t he v iew s / req u irem en t s o f t heir cust om ers.

Dur ing t hese t im es em p loyees w ill con t inue t o m ain t ain t heir aggregat ed salary.

6.2 Network Operations Officers

In o rd er t o m ain t ain t heir skill d evelop m en t / t echn ical com p et ency, im p rove t heir

und erst and ing o f d evelop m en t s in t he net w ork and t h e view s / req u irem en t s o f t hei r

cust om ers, em p loyees m ay b e req uired t o sp end p er iod s o f t im e in o t her p ar t s o f t he

b usiness. Dur ing t h is t im e em p loyees w ill con t inue t o m ain t ain t heir aggregat ed salary.

7. OVERTIME

Where ap p roved over t im e is w orked such ad d it ional over t im e w ill b e ab le t o b e claim ed .

Th is ad d it ional over t im e w ill b e b ased on t he Agreem en t w age rat es relevan t t o t he

classif icat ion o f t he em p loyee’s p o sit ion , t he aggregat ed lo ad ing and t he relevan t

over t im e p en alt y (f o r exam p le, salary x [145.96% x2 p lus t he ap p licab le sh if t p enalt y (e.g.

Af t ernoon and /o r Nigh t Sh if t Penalt y r at e)]).

8. ADDITIONAL PROVISIONS

a. All t im e w o rked d ur in g an o rd in ary sh if t b et w een m id n igh t on Fr id ay and m id n igh t

on Sat urd ay shall b e p aid f o r at 1.75 t im es t he o rd in ary rat e p lus t h e ap p licab le sh if t

p enalt y (e.g . Af t ernoon an d /o r Nigh t Sh if t Pen alt y r at e).

b . Annual leave en t it lem en t s shall b e reco rd ed as 23 sh if t s o f eigh t hours, i.e. 184 hours.


c. Em p loyees w ho elect ed in acco rd ance w it h t he Energex Union Collective Agreement 2008

o r t he Energex Union Collective Agreement 2011, t o b e p aid out 50% o f t heir sick leave

en t it lem en t up on ret ir em en t , are en t it led :

Up on ret irem en t , in acco rd ance w it h t he ru les o f t he Elect r icit y Sup p ly

Ind ust ry Sup erannuat ion Fund (Qld ), o r w ho d ie d ur in g em p loym en t , t o a

p ayout o f sick leave. The en t it lem en t shall b e 50% o f sick leave accrued in

t erm s o f t he Agreem en t and st and ing t o t he em p loyee’s cred it at t h e t im e,

t o a m axim um o f 26 w eeks at t he rat e o f t he st and ard w eekly hours in f o rce

at t he t im e, and p aid f o r at t he em p loyee’s Agreem en t Wage Rat e.

9. NOTIFICATION FOR AD HOC SHIFT COVERAGE

When an em p loyee is r eq u ired t o d o over t im e t o cover a f u ll sh if t , Energex com m it s t o

p rovid in g t he em p loyee w it h 12 hours’ no t ice.

Should t he ab ove no t if icat ion p er iod no t b e ach ieved , t he em p loyee w ill b e en t it led t o

claim an ap p licab le m eal allow ance/s.

10. NO FLOW-ON EFFECT

Th is Sch ed ule sh all no t b e used t o p rogress any claim s in resp ect o f o t her Energex

em p loyees.


Attachment CR 1

Roster Committee Recommendations

Emergency Rostering / Not Previously Notified Rostering

The Sh if t Manager shall have t he op t ion w hen a Net w ork Of f icer is ab sen t no t t o cover h is

d esign at ed sh if t . To en sure t he saf e and ef f ect ive m anagem ent o f t h e Elect r icit y Net w ork

t he Sh if t Man ager m ust ad here t o t he f o llow in g key cr it er ia:

Pre-con t ro ls com p let ed ;

The vo lum e o f exist ing w ork on t h e Net w ork Of f icers d esks;

The vo lum e o f ad d it ional w ork f o r t he ef f ect ed Net w ork Of f icers and Weat her

cond it ions;

Any req u irem en t o f Wr it ing/Aut ho r ising o f “Planned Sw it ch ing She et s”.

If t hese issues canno t b e ad d ressed t he Net w o rk Of f icer shall h ave t h e op t ion o f over t im e

t o f u lf il t h e resources req u ired .

If t h is op t ion is no t ut ilised t he Sh if t Man ager w ill t ake on t he ad d it io nal w orklo ad o r call

in St and b y St af f .

Use of SPARES

SPARES sh all b e used t o cover All t yp es o f leave und er t he f o llow ing co nd it ions/guid elines:

At all t im es, six (6) p eo p le are guaran t eed An nual Leave (A/L) at any one t im e. Where

p ossib le, SPARES are t o b e used t o f ill in f o r p eop le on LSL on t he p roviso t h at six (6)

p eop le are st ill guaran t eed A/L at any one t im e. If a p erson is on LSL, six (6) p eo p le are

st ill ab le t o t aken A/L w it h t he 7t h p osit ion b eing b acked f illed b y Day St af f w here

t here is a clash /sho r t f all. Any m ore t han one (1) p erson on LSL, t hen t he sho r t f all is t o

b e f illed v ia a su it ab le second m ent .

Shor t Term Sick Leave is t o b e f illed b y SPARES o r m an aged b y t he Sh if t Man ager in

relat ion t o w o rklo ad s, w eat her , et c. Fo r sho r t no t ice sh if t ch anges, “ad eq uat e no t ice”

o r b y “m ut ual consen t ” sh all b e ap p lied .

Long Term Sick Leave is t o b e f illed w here p o ssib le using SPARES on t he p roviso t h at

t he ab ove con d it ions in relat ion t o “six (6) p eop le on A/L at any one p o in t in t im e” are

ad hered t o . Where t h is is no t p ossib le, t he sho r t f all is t o b e f ille d v ia t he Day St af f .

In relat ion t o using SPARES f o r “LSL” an d “Long Term Sick Leave”, no p erson sh all b e

f inancially d isad van t aged over a 12 m on t h p er iod .


Attachment CR 2

Calculation Sheets


(37.90%) NCC Controllers


The t ab le ab ove h as b een ret ained f o r t he so le p urp ose o f m ain t ain ing a reco rd o f t he

PIO salar ies f o r t he af f ect ed Net w ork Op erat ions st af f p reviously b ased at Nam b our .


SCHEDULE D – ENERGEX NETWORK OPERATIONS GROUP – EVALUATOR/LV OUTAGE OFFICERS – ANNUALISED AGREEMENT 1. APPLICATION

Th is Agreem en t is ap p licab le t o sp ecif ied Evaluat o r /Lo w Vo lt age Out age Of f icers in t he

Net w o rk Op erat ions Group locat ed at t he Energex Con t ro l Room . These p o sit ions are

classif ied as Sup erviso rs in t he Techn ical St ream o f t he Energex Un ion Co lle ct ive

Agreem en t 2015. The em p loyees sub ject t o t h e Agreem en t w ill b e en gaged on a t h ree (3)

sh if t rost er ar rangem ent , cover ing a m orn ing , af t ernoon and n igh t sh if t rost er , seven (7)

d ays p er w eek.

2. DEFINITIONS

“Aggregat ed lo ad ing ” is t he sp ecif ic lo ad ing w h ich is p aid as a p ercen t age o f t he “EUCA

Wage Rat e”. Det ails o f t he lo ad ing are includ ed in clause 4 b elow .

“EUCA” ref er s t o t h e En ergex Un ion Co llect ive Agreem en t 2015.

“EUCA Wage Rat e” is t he salary f o r t he em p loyee’s sub st an t ive classif icat ion und er t he

EUCA’s Salary an d Wages Sched ule

“Evaluat o r /Low Vo lt age Out age Of f icer ” f o r t he p urp o se o f t h is Agreem en t , is an

em p loyee engaged t o p er f o rm Evaluat ion /Low Vo lt age Out age sh if t w o rk (as id en t if ied in

t he Evaluat o r / Low Vo lt age Out age Of f icer Job Pro f ile and relevan t Core Career Pat h

Docum ent o f t he EUCA) in t he Energex Net w ork Op erat ions Group .


Th is Agreem en t is b ased on t he p rovisions o f t he EUCA includ in g clause 7.4 - Sh if t Work

and clause 7.5 - Pub lic Ho lid ay. Th is Agreem en t sh all b e read and in t erp ret ed w ho lly in

con junct ion w it h t he p rovision s o f t he EUCA, and w here t here is any inconsist ency, t h is

Agreem en t sh all t ake p reced ence. Where t h e Agreem en t is silen t t he p rovisions o f t he

EUCA sh all ap p ly. Th is Agreem en t sup er sed es any p revious cond it io ns and agreem en t s o r

ar rangem ent s w h ich d eal w it h t he sub ject m at t er o f t h is Agreem en t .


a. Th is ar rangem ent p ro vid es f o r t he p aym en t o f an ad d it ion al p ercen t age load ing

(“aggregat ed load in g ”) calculat ed as a p ercen t age o f t he “EUCA w age rat e” f o r t he

p osit ion .


Sh if t p enalt y hours; an d

Sh if t chan geover t im e; and

Worked p er f o rm ed on St at u t o ry Ho lid ays.

c. The aggregat ed lo ad ing t o com p en sat e f o r t h e ab ove-m en t ioned co m p onen t s is:

Evaluat o r / Low Vo lt age Out age Of f icer at 43.29% ab ove o rd in ary t im e.

d . The aggregat ed lo ad in g ap p lies t o p er io d s o f annual, p ersonal and long service leave,

as w ell as over t im e and sup erannuat ion p urp oses. Note:

The calcu lat ion w ork sheet s f o r t he load ing set out ab ove are d et ailed in At t achm en t 1.

5. SHIFT INCIDENCE


hours p er f o r t n igh t . As f ar as is p ossib le t o ach ieve, w h ilst also t ak in g in t o acco un t

p ersonal p ref erences, t he ro t at ions o f w ork at t end ance w ill seek t o ensure eq u it y in t he

num b ers o f n igh t sh if t s an d w eekend s w o rked p er year .



b e var ied in acco rd ance w it h clause 7.4 - Sh if t Work o f t he EUCA.


Evaluat o r /Low Vo lt age Out age Of f icer s



Day 06:00 14:00

Af t ernoon 14:00 22:00

Nigh t 22:00 06:00


Th is Agreem en t m ay, in acco rd ance w it h clause 2.1- Wo rkp lace Chan ge and Flexib ilit y o f

t he EUCA b e am end ed d ur ing it s lif e t o ref lect any agreed alt erat ions no t relat ed t o sh if t

rost er ar rangem en t s.


Net w o rk Op erat ions Group .

6.1 Evaluator/ Low Voltage Outage Officers – Development Opportunities

In o rd er t o m ain t ain skill d evelop m en t / t echn ical com p et ency, im p ro ve und erst and ing o f

d evelop m en t s in t he net w ork an d t he v iew s / r eq u irem en t s o f t heir cust om ers,

Evaluat o r /Low Vo lt age Out age Of f icers m ay b e req u ired t o sp end p er iod s o f t im e in o t her

p ar t s o f t he b usiness. Dur ing t h is t im e em p loyees w ill con t inue t o m ain t ain t heir

aggregat ed salary.

7. OVERTIME


Th is ad d it ional over t im e w ill b e b ased on t he EUCA w age rat es relevan t t o t he

classif icat ion o f t he em p loyee’s p osit ion , t h e aggregat ed load ing and t he relevan t EUCA

over t im e p en alt y [f o r exam p le, (salar y x 143.29%) x2].




Should t he ab ove no t if icat ion p er iod s no t b e ach ieved , t he em p loyee w ill b e en t it led t o



Th is Sch ed ule sh all no t b e used t o p rogress any claim s in resp ect o f o t her Ene rgex

em p loyees.


SCHEDULE E – NETWORK OPERATIONS INFORMATION OFFICERS – ANNUALISED AGREEMENT 1. APPLICATION

Th is Annualised Agreem en t is ap p licab le t o sp ecif ied Net w ork Op erat ions In f o rm at ion

Of f icers in t he Net w o rk Op erat ions Gro up lo cat ed at t he Energ ex Con t ro l Room . These

p osit ions are classif ied as Ad m in ist rat ive Em p loyees in t he Ad m in ist rat ive St ream o f t he

Energex Un ion Co llect ive Agreem en t 2015. Th e em p loyees sub ject t o t he Agreem en t w ill

b e engaged on a t w o (2) sh if t ro st er ar rangem ent , cover ing a d ay and af t ernoon rost er ,

seven (7) d ays p er w eek.

2. DEFINITIONS





EUCA’s Salary an d Wages Sched ule.

“In f o rm at ion Of f icer ” f o r t he p urp ose o f t h is Agreem en t , is an em p loyee engaged t o

p er f o rm In f o rm at ion Of f icer sh if t w o rk (as id en t if ied in t he Net w o rk Op erat ions

In f o rm at ion Of f icer Jo b Pro f ile an d relevan t Core Career Pat h Docum ent o f t he EUCA) in

t he Energex Net w o rk Op erat ions Group .


Th is Annualised Agreem en t is b ased on t he p rovision s o f t he EUCA includ ing clause 7.4 -

Sh if t Work an d clause 7.5 - Pub lic Ho lid ay. The Annualised Agreem en t shall b e read and

in t erp ret ed w ho lly in con junct ion w it h t he p rovisions o f t he EUCA, and w here t here is any

inconsist ency, t h is Ann ualised Agreem en t shall t ake p reced ence. Where t he Annualised

Agreem en t is silen t t h e p rovisions o f t he EUCA shall ap p ly. Th is Annualised Agreem en t

sup ersed es any p revious cond it ions and agreem en t s o r ar ran gem ent s w h ich d eal w it h

t he sub ject m at t er o f t h is Agreem en t .


a. Th is ar rangem ent p rovid es f o r t he p aym en t o f an ad d it ional p ercen t age load ing

(“aggregat ed lo ad ing ”) calculat ed as a p ercen t age o f t he “EUCA w age rat e” f o r t he

p osit ion .


i. Sh if t p enalt y hours; an d

ii. Sh if t chan geover t im e; and

ii i. Worked p er f o rm ed on St at u t o ry Ho lid ays.

c. The aggregat ed lo ad ing t o com p en sat e f o r t h e ab ove-m en t ioned co m p onen t s is:

i. Net w o rk Op erat ions In f o rm at ion Of f icer at 36.5% ab ove o rd in ary t im e.

d . The aggregat ed load in g ap p lies t o p er iod s o f annual, p ersonal and long service

leave, as w ell as over t im e and sup erannuat ion p urp oses. Note:

The calculat ion w ork sheet s f o r t he load ing set out ab ove are d et ailed in At t achm en t 1.

5. SHIFT INCIDENCE


hours p er f o r t n igh t . As f ar as is p ossib le t o ach ieve, w h ilst also t akin g in t o acco un t


num b ers o f o rd inary sh if t s and w eekend s w orked p er year .





In f o rm at ion Of f icers


Day 06:00 14:00


Af t ernoon 14:00 22:00

Nigh t N/A N/A


Th is Annualised Agreem en t m ay, in acco rd ance w it h clause 2.1 - Workp lace Change an d

Flexib ilit y o f t he EUCA b e am end ed d ur ing it s lif e t o ref lect any agreed alt erat ions no t

relat ed t o sh if t rost er ar rangem en t s.


Net w o rk Op erat io ns Group .

6.1 Information Officers – Development Opportunities


d evelop m en t s in t he net w ork an d t he v iew s / r eq u irem en t s o f t heir cust om ers,

In f o rm at ion Of f icer s m ay b e req u ired t o sp end p er iod s o f t im e in o t her p ar t s o f t he

b usiness. Dur ing t h is t im e em p loyees w ill con t inue t o m ain t ain t heir aggregat ed salary.

7. OVERTIME












em p loyees.


Attachment 1

Calculation Sheet – Network Operations Information Officers Loading – 36.5%

(This 4 man Roster is effectively a

Standard Hours worked per Day 8.05 hrs 8 hrs

Hours per week 36.23 hrs Week Day 0 0%

Number of Weeks 3.4 wks Afternoon 1.5094 18.75%

Total Normal Hours for Period 124.78 hrs Night 1.8113 22.50%

Number of Shifts in a 3wk Roster: 16.0 shifts Sat 4.0250 150.00%

Annualised Penalty Percentage: 36.49% Sun 8.0500 200.00%

5 5 0 1 1 0 1 1 0 offered Percentage: 36.50% -0.01% Holiday 12.0750 250.00%

D A N D A N D A N Penalty Hours per Weekly Shift Enter # of SPARES: 0.56 Enter # of People on Roster: 4 People

5 5 0 1 1 0 1 1 0 << No of Shifts over the cycle of the Roster 34.716 hrs -wk-17

0.000 hrs -wk-16

5 Day Week (Spare) 0.000 hrs -wk-15 Day: 12.075 hrs

0.000 hrs -wk-14 Afternoon: 14.339 hrs

0.000 hrs -wk-13 Night: 14.792 hrs

0.000 hrs -wk-12 Average of: 13.735 hrs 11 Days

0.000 hrs -wk-11 151.1 hrs 145.3 hrs

0.000 hrs -wk-10

0.000 hrs wk-4 % of 1 'D' shifts 50.00% 6.04 hrs

Total Changeover Time for Period (16 Shifts) 1.200 hrs 0.00 % of 1 'A' shifts 50.00% 7.17 hrs

Total Penalty Hours for Period 35.92 hrs % of 0 'N' shifts 0.00% 0.00 hrs

Total 2 shifts 100.00% 13.21 hrs

Penalty Percentage for Period 28.78% 145.3 hrs

Annualised Calculation based on 4 man / 3wk Roster

Annual Multiplication Factor (52.0357 wks/ yr) 15.11 cycles

Total Normal Hours/Annum 1884.99 hrs

Total Rostered Penalty Hours/Annum 542.58 hrs

Number of Statutory Holidays Worked/Annum 11 Days Note: 11 Stat. Holidays per Annum

Satutory Holiday Penalty Hours/Annum 145.3 hrs 132.825

Days in Leiu Hours/Annum 88.55 hrs

Total Statutory Holiday Hours/Annum 145.28 hrs

Number of Planned O/T Shifts Included/Annum 0.0000 (@ Double Time) 0.0hrs of crib

Planned O/T Inclusion Hours/Annum 0.00

[Meals : 10 @ $7.50 = $75] [Meals : 10 @ $9.60 = $96]

Total Penalty Hours/Annum 687.86 hrs

36.49%Annual Penalty Percentage for a 4 week cycle:

Note: Include 0.0hrs for cribs but not meals.

Public Holiday AVG Penalty Hours (D-A-N)

No of Public

Holidays

128.80 hrs

Total number of Shifts: 16.0

Total No of Hrs:

PENALTIES for 3 Week Roster with NO SPARES - with STATUTORY HOLIDAYS +

Just fill in the CELLS that

are MARKED YELLOW

0 Spare week of Mid-Afternoons

3 week roster with no spares)

Sunday

Penalty Hours -

Mon-Fri Saturday Enter # of SPARE Weeks in Roster used to cover leave

(If Req'd) Enter Extra % for incorporating

Monthly Team Briefs or Prepaid O/T into

Annualised Rate

Enter HRS per Day to be worked

Enter Number of Public

Holidays per Calendar

Year

It should be noted that this Roster is a PROPOSED

ROSTER ONLY.

The FINAL Roster format is to be worked out at a later

stage, but the Percentage Calculated would remain the

same when the SAME number of Shifts are done over the

Quoted cycle. Also, Should Penalty Rates change, so

should the Calculated Percentage.


SCHEDULE F – NETWORK OPERATIONS TROUBLE CALL OFFICERS – ANNUALISED AGREEMENT

1. APPLICATION

Th is Annualised Agreem en t is ap p licab le t o sp ecif ied Net w ork Troub le Call Of f icers in t he

Net w o rk Op erat ions Group locat ed at t he Energex Con t ro l Room . These p o sit ions are

classif ied as Ad m in ist rat ive Em p loyees in t he Ad m in ist r at ive St ream o f t he Energex Un ion

Co llect ive Agreem en t 2015. The em p loyees sub ject t o t he Agreem en t w ill b e engaged on

a t h ree sh if t rost er ar rangem en t , cover in g a m orn ing , af t ernoon and n igh t sh if t rost er ,

seven (7) d ays p er w eek.

2. DEFINITIONS





EUCA’s Salary an d Wages Sched ule

“Net w ork Op erat ions Troub le Of f icer ” f o r t he p urp ose o f t h is Agreem en t , is an em p loyee

engaged t o p er f o rm t roub le call sh if t w o rk (as id en t if ied in t he Net w o rk Op erat i ons

Troub le Call Of f icer Jo b Pro f ile and relevan t Core Career Pat h Docum ent o f t h e EUCA) in

t he Energex Net w o rk Op erat ions Group .


Th is Annualised Agreem en t is b ased on t he p rovision s o f t he EUCA includ ing clause 7.4 -

Sh if t Work an d clause 7.5 - Pub lic Ho lid ay. The Annualised Agreem en t shall b e read and

in t erp ret ed w ho lly in con junct ion w it h t h e p rovisions o f t he EUCA an d w here t here is any

inconsist ency, t h is Agreem en t sh all t ake p reced ence. Where t he Annualised Agreem en t is

silen t t he p rovisions o f t he EUCA sh all ap p ly. The Annualised Agreem en t sup ersed es any

p revious cond it ions an d agreem en t s o r ar ran gem ent s w h ich d eal w it h t he sub ject m at t er

o f t h is Agreem en t .


1. Th is ar rangem ent p rovid es f o r t he p aym en t o f an ad d it ional p ercen t age load ing

(“aggregat ed lo ad ing ”) calculat ed as a p ercen t age o f t he “EUCA w age rat e” f o r t he

p osit ion .

2. The aggregat ed lo ad ing com p ensat es em p loyees f o r t he f o llow ing it em s:

i. Sh if t p enalt y hours;

ii. Sh if t chan geover t im e; and

ii i. Worked p er f o rm ed on St at u t o ry Ho lid ays.

3. The aggregat ed lo ad ing t o com p en sat e f o r t h e ab ove-m en t ioned co m p onen t s is:

i. Net w o rk Troub le Call Of f icer at 42.3% ab ove o rd in ary t im e.

4. The aggregat ed load in g ap p lies t o p er iod s o f annual, p ersonal and long service

leave, as w ell as over t im e and sup erannuat ion p urp oses. Note:

The calculat ion w ork sheet s f o r t he load ing set out ab ove are d et ailed in At t achm en t 1.

5. SHIFT INCIDENCE


hours p er f o r t n igh t . As f ar as is p ossib le t o ach ieve, w h ilst also t akin g in t o acco un t


num b ers o f n igh t sh if t s an d w eekend s w o rked p er year .





Troub le Call Of f icer s



Day 06:00 14:00

Af t ernoon 14:00 22:00

Nigh t 22:00 06:00


Th is Annualised Agreem en t m ay, in acco rd ance w it h clause 2.1 - Workp lace Change an d

Flexib ilit y o f t he EUCA b e am end ed d ur ing it s lif e t o ref lect any agreed alt erat ions no t

relat ed t o sh if t rost er ar rangem en t s.


Net w o rk Op erat ions Group . 6.1 Trouble Call Officer – Development Opportunities


d evelop m en t s in t he net w ork and t he view s / req u irem en t s o f t heir cust om ers, Tro ub le

Call Of f icers m ay b e req uired t o sp end p er io d s o f t im e in o t her p ar t s o f t he b usiness.

Dur ing t h is t im e em p lo yees w ill con t inue t o m ain t ain t heir aggregat ed salary.

7. OVERTIME












em p loyees.


Attachment 1 Calculation Sheet – Network Operations Trouble Call Officers Loading – 42.3%

(This 12 man Roster is effectively a

Standard Hours worked per Day 8.05 hrs 8 hrs

Hours per week 36.23 hrs Week Day 0 0%

Number of Weeks 10.3 wks Afternoon 1.5094 18.75%

Total Normal Hours for Period 371.91 hrs Night 1.8113 22.50%

Number of Shifts in a 10wk Roster: 47.0 shifts Sat 4.0250 150.00%

Annualised Penalty Percentage: 42.30% Sun 8.0500 200.00%

10 15 5 3 3 1 3 3 1 offered Percentage: 42.30% 0.00% Holiday 12.0750 250.00%

D A N D A N D A N Penalty Hours per Weekly Shift Enter # of SPARES: 1.7 Enter # of People on Roster: 12 People

10 15 5 3 3 1 3 3 1 << No of Shifts over the cycle of the Roster 128.901 hrs -wk-9

0.000 hrs -wk-8

5 Day Week (Spare) 0.000 hrs -wk-7 Day: 12.075 hrs

5 Day Week (Spare) 0.000 hrs -wk-6 Afternoon: 14.339 hrs

5 Day Week (Spare) 0.000 hrs -wk-5 Night: 14.792 hrs

5 Day Week (Spare) 0.000 hrs -wk-4 Average of: 13.735 hrs 11 Days

0.000 hrs -wk-3 151.1 hrs 147.8 hrs

0.000 hrs -wk-2

0.000 hrs wk-12 % of 3 'D' shifts 42.86% 5.18 hrs

Total Changeover Time for Period (47 Shifts) 0.000 hrs 0.00 % of 3 'A' shifts 42.86% 6.15 hrs

Total Penalty Hours for Period 128.90 hrs % of 1 'N' shifts 14.29% 2.11 hrs

Total 7 shifts 100.00% 13.43 hrs

Penalty Percentage for Period 34.66% 147.8 hrs

Annualised Calculation based on 12 man / 10wk Roster

Annual Multiplication Factor (52.0357 wks/ yr) 5.07 cycles

Total Normal Hours/Annum 1884.99 hrs

Total Rostered Penalty Hours/Annum excluding PH 649.51 hrs

Number of Statutory Holidays Worked/Annum 11 Days Note: 11 Stat. Holidays per Annum

Satutory Holiday Penalty Hours/Annum 147.8 hrs 132.825

Number of Statutory Holidays Day in Leiu 11 Days

Days in Leiu Hours/Annum 88.55 hrs

Total Statutory Holiday Hours/Annum 147.77 hrs

Number of Planned O/T Shifts Included/Annum (@ Double Time) 0.0hrs of crib

Planned O/T Inclusion Hours/Annum 0.00

[Meals : 10 @ $7.50 = $75] [Meals : 10 @ $9.60 = $96]

Total Penalty Hours/Annum 797.28 hrs

42.30%

Penalty Hours -

PENALTIES for 10 Week Roster with NO SPARES - with STATUTORY HOLIDAYS +

Just fill in the CELLS that

are MARKED YELLOW

0 Spare week of Mid-Afternoons

Mon-Fri Saturday Sunday

10 week roster with no spares)

Annualised percentage per 12 week cycle excluding public holidays

Note: Include 0.0hrs for cribs but not meals.

Public Holiday AVG Penalty Hours (D-A-N)

No of Public Holidays

378.35 hrs

Total number of Shifts: 47.0

Total No of Hrs:

Enter # of SPARE Weeks in Roster

(If Req'd) Enter Extra % for incorporating

Monthly Team Briefs or Prepaid O/T into

Annualised Rate

Enter HRS per Day to be worked

It should be noted that this Roster is a PROPOSED ROSTER ONLY.

The FINAL Roster format is to be worked out at a later stage, but the

Percentage Calculated would remain the same when the SAME number of

Shifts are done over the Quoted

cycle. Also, Should Penalty Rates change, so should the Calculated

Percentage.


SCHEDULE 7 ALTERNATIVE EMPLOYMENT ARRANGEMENTS – LEGACY ARRANGEMENTS

It is acknow led ged t h at exist in g em p loyees m ay have t erm s and cond it ions sub ject t o t he

f o llow ing Alt ernat ive Em p loym en t Ar rangem ent s - Sen io r St af f Agreem en t an d Non -

Execut ive Em p loym en t Agreem en t .

These legacy Alt ern at ive Em p loym en t Ar ran gem ent s w ill b e m ain t ain ed d ur in g t he lif e o f

t h is Agreem en t and f ut ure Agreem en t /s; and em p loym en t cond it ions w ill b e in

acco rd ance w it h t h e t erm s and cond it ion s o f t hese ar rangem ent s w here t he em p loyee

con t inues t o b e em p lo yed in t heir cur ren t p o sit ion .

In circum st ances w here t he em p loyee’s p o sit ion is m ad e red und an t and t he em p loyee is

red ep loyed t o su it ab le alt ern at ive em p loym en t , t hese ar rangem ent s w ill b e m ain t ained

f o r t he red ep loyed p osit ion in acco rd ance w it h t he ab ove.

If an em p loyee is successf u l in at t ain ing ano t h er p osit ion t hen t he t erm s an d cond it ions

o f t he new p osit ion w ill ap p ly.

All f u t u re Alt ern at ive Em p loym en t Ar rangem ent s w ill b e in acco rd ance w it h t he

f o llow ing:

SCHEDULE B

a. Sen io r St af f Agreem en t ; and

b . Non –Execut ive Em p loym en t Agreem en t .

These alt ernat ive em p loym en t ar ran gem ent s are set out in Sch ed ule B o f t h is Agreem en t .

Un less sp ecif ically p rovid ed f o r in t he alt ern at ive em p loym en t ar ran gem ent , em p loyees

are exem p t f rom t he f o llow ing p rovisions o f t he Agreem en t :

a. Par t 6 Allow ances – Paym en t o f Ab ilit y and Disab ilit y Allow ances, Em ergency Wo rk

– availab ilit y d ut y, Work in Rain , Sub st at io n and Test Dep ar t m en t Allow ance,

Const ruct ion Sit es, Fir st Aid Allow ance, Too ls, Localit y Allow ances;

b . Par t 7 Hours o f Wo rk, Pub lic Ho lid ays – Ho urs o f Work, Meal Breaks, Rest Pause,

Sh if t Wo rk;

c. Par t 8 Over t im e – Over t im e, Rest Break af t er Over t im e, Over t im e Cr ib Break, Meal

allow ance; an d

d . Par t 10 Transf er s, Travelling and Wo rking Aw ay f rom Usual Place o f Work –

Travelling Out sid e o f Ord in ary Hours.

Any ar rangem en t d evelop ed shall b e read and in t erp ret ed in co n junct ion w it h t he

Agreem en t , and w here any inconsist en cy exist s, t he alt ernat ive em p loym en t

ar rangem ent sh all t ake p reced ence. Where silen t , t he Agreem en t shall ap p ly.

Sick leave w ill b e cum ulat ive, b u t un less Energex an d t he em p loyee o t herw ise agree, no

em p loyee w ill b e en t it led t o receive, and En ergex w ill no t b e b oun d t o m ake, p aym en t

f o r m ore t h an 52 w eeks ab sence f rom w ork t h rough illness in any one year . 2) Non-Executive Employment Agreement (NEC)

1. Employment Agreement Parties and Scope

Th is Non -Execut ive Em p loym en t Agreem en t is m ad e b et w een Energex and t he Em p loyee

p ursuan t t o clause 4.1.9 Alt ernat ive Em p loym en t Ar rangem ent s o f t he Energex Un ion

Co llect ive Agreem en t 2015 p rovid ed t hat t he exem p t ion p rovisions set out in clause 4.1.9

o f t he Agreem en t , w ill ap p ly f o r t he Em p loyee engaged und er t h is NEC.

Th is NEC w ill b e read and in t erp ret ed in con junct ion w it h t he general p rovisions o f t he

Agreem en t , p rovid ed t hat w here t here is an y inconsist ency b et w een t h is NEC and t he

Agreem en t , t h is NEC w ill t ake p reced ence t o t he ext en t o f t he inconsist ency.


Th is NEC sup ersed es an y p r io r em p loym en t agreem en t b et w een t he p ar t ies includ ing any

o t her agreem en t s, o ral o r w r it t en , m ad e p r io r t o t he execut io n o f t h is d ocum en t .

How ever t h is d oes no t p reclud e Energex and Em p loyee agreeing in w r it ing t o ad d it ional

t erm s t hat d o no t con f lict w it h t he p rovisions con t ain ed herein .

2. Coverage

Und er t he p rovisions o f clause 4.1.9 o f t he Agreem en t (Alt ernat ive Em p loym en t

Ar rangem ent s) it is agreed t hat Energex m ay o f f er t h e NEC t o all new o r exist ing

Em p loyees w ho occup y a p o sit ion grad ed at salary p o in t 13.0 o r ab ove.

3. Date and Period of Agreement

Th is NEC w ill o p erat e f rom t he d at e o f com m encem ent and w ill con t inue w h ilst t he

Agreem en t rem ain s in op erat ion and any sub seq uen t agreem en t s w it h a clause

eq u ivalen t t o clause 4.1.9 o f t he Agreem en t , Alt ern at ive Em p lo ym en t Ar rangem en t s

un less o t herw ise t erm inat ed in acco rd ance w it h law o r b y t he Em p loyee and /o r Energex

in acco rd ance w it h t h is NEC o r t he Agreem en t .

4. Employee’s Position and Duties

Th is NEC d ur ing it s d urat ion is r ef erab le t o t he p osit ion list ed in Sched ule NEC – A.

Energex can exp and , increase o r change t he resp onsib ilit ies o r d ut ies o f t he em p loyee’s

p osit ion and b ef o re im p lem en t ing such chan ge Energex w ill consult w it h t he em p loyee.

Any exp ansion , increase o r change t o t he em p loyee’s resp onsib ilit ies o r d u t ies w ill result

in t he p osit ion p ro f ile b eing assessed and if necessary am en d ed , re -evaluat ed and if

ap p licab le ad just m en t s t o t he rem unerat ion level w ill b e m ad e.

The p osit ion p ro f ile is at t ached . Yo ur d u t ies m ay b e var ied f rom t im e t o t im e. Th is w ill

on ly occur af t er consult at ion in o rd er t o allo w Energex t o resp ond t o chan ging b usiness

and op erat ional need s.

5. Probationary Period (for new Employees only).

The Em p loyee w ill b e on p rob at ion f o r a p er io d o f t h ree (3) m on t hs f rom t he

com m encem ent o f t he em p loym en t . Th is p er io d can b e ext end ed up t o an ad d it ional

t h ree (3) m on t h s t h rough w r it t en no t if icat ion t o t he Em p loyee b y Energex p r io r t o t he

exp iry o f t he t h ree (3) m on t h p rob at ionary p er io d . Dur ing t h is t im e eit her Energex o r t he

Em p loyee m ay elect t o t erm inat e t he em p loym en t w it h one (1) w eeks’ no t ice. Energex

m ay p rovid e an eq u ivalen t p aym en t in lieu o f such no t ice.

6. Location/Work Allocation

The in it ial w o rk locat io n is b ased in Br isb ane. How ever , d ur ing t he course o f em p loym en t ,

t he Em p loyee m ay b e req u ired f rom t im e t o t im e t o t em p orar ily :

a. Work in o t her op erat ing locat ions w it h in a reasonab le t ravellin g d ist ance f rom t he

o r ig inal w ork locat ion ; o r

b . Be assigned t em p orar ily t o w ork in p ar t s o f t h e Energex b usiness b eyond a reason ab le

t r avelling d ist ance f ro m t he o r ig inal w ork locat ion o r in t er st at e.

The Em p loyee w ill b e consult ed p r io r t o any locat ion chan ge en visaged ab ove. Work

locat ion changes o f a p erm anen t o r ext end ed nat ure, b eyon d reasonab le t ravel t im es,

w ill b e b y m ut ual agreem en t w it h t he em p loyee concerned .

No em p loyee w ill suf f er any m at er ial d im in ut ion in rem unerat ion o r en t it lem en t s as a

result o f a t ran sf er o r second m ent .

7. Hours of Work

The To t al Fixed Rem unerat ion p ackage f o r t he Em p loyee’s p osit ion nom inat ed in

Sched ule NEC – A includ es com p ensat ion f o r 160 no rm al w o rk ho urs p er each f our (4)

w eek p er iod , as w ell as any reasonab le out o f hours w ork, o r reason ab le ext end ed hours

o f w ork, r eq u ired t o m eet t he sp ecif ic d em and s o f t he b usiness and t he resp onsib ilit ies

o f t he p osit ion .

Energex also recogn ises t hat it is im p or t an t f o r t he em p loyee t o ach ieve a b alance

b et w een t he em p loyee’s p ro f essional and p ersonal lif e an d w ill w o rk w it h t he em p loyee


in an end eavour t o accom m od at e t h is b alance, w h ilst m eet ing exp ect at ions and need s o f

our cust om ers and shareho ld ers.

8. Remuneration

Sub ject t o t he f o llow ing, t he To t al Fixed Rem unerat ion rat e, p er annum , as agreed

b et w een Energex an d Em p loyee is d et ailed in t he NEC Rem unerat ion Sched ule and is all

inclusive.

The To t al Fixed Rem un erat ion w ill b e review ed on an annual b asis sub ject t o t he overall

p er f o rm ance o f Energex, t h e p er f o rm ance o f t he Em p loyee an d m arket f act o rs. The

annual review o f t he To t al Fixed Rem unerat io n rat e w ill b e ef f ect ive 1 July o f each year

and w ill b e b ackd at ed t o t h is d at e.

The review w ill also ensure t h at t he em p loyee’s r em unerat ion is no less t h an t he

Agreem en t t en (10) d ay rat e f o r t he em p loyee’s classif icat ion .

TFR Alternative 1 - Defined Benefits

The To t al Fixed Rem un erat ion p ackage includ es:

a. Cash Com p onen t (t h e am oun t set out as t he Cash Com p on en t in t he NEC

Rem unerat ion Sched ule);

b . Energex (10%) and em p loyee’s (5%) sup erannuat ion com p onen t s; and

c. Veh icle, w here Energex d eem s t hat a veh icle is r eq u ired t o p er f o rm t he ro le.(insert

where appropriate)

In ad d it ion t o t hese it em s ab ove t h e Em p loyee w ill h ave t he op t ion t o :

a. Salar y Sacr if ice ad d it io nal vo lun t ary sup erann uat ion con t r ib u t ions;

b . Lease a veh icle f o r p r ivat e use.

TFR Alternative 2 - Defined Contribution

The To t al Fixed Rem un erat ion p ackage includ es:

a. Cash Com p onen t (t h e am oun t set out as t he Cash Com p on en t in t he NEC

Rem unerat ion Sched ule);

b . Energex sup erannuat io n con t r ib ut ion , in acco rd ance w i t h Sup erann uat ion Guaran t ee

req u irem en t s, If t he Sup erannuat ion Guaran t ee Con t r ib ut ion increases t here is no

change t o t he no t ion al cash com p onen t ; and

c. Veh icle, w h ere Energex d eem s t hat a veh icle is req u ired t o p er f o rm t he ro le.(insert as

appropriate)

In ad d it ion t o t hese it em s ab ove t h e Em p loyee w ill h ave t he op t ion t o :

a. Salar y Sacr if ice vo lun t ary sup erannuat ion con t r ib ut ions; o r

b . Lease a veh icle f o r p r ivat e use in acco rd ance w it h t he Packag ing o f Leased Mot o r

Veh icles clause o f t h is Em p loym en t Agreem en t .

Packaging cho ices f o r t hese op t ional it em s w ill b e ind icat ed in co lum n 2 o f t he

Rem unerat ion Sched ule.

The co st o f any Fr inge Benef it Tax incur red on t he Em p loyee’s cho ice o f agreed b enef it s

w ill b e f u lly m et b y t he Em p loyee an d co st ed t o t heir To t al Fixed Rem unerat ion .

On com m encem ent , t he cash com p on en t net o f t ax an d o t her au t ho r ised

elect ions/d ed uct ions, w ill b e p aid in t o t he Em p loyee’s nom inat ed b an k accoun t /s in

accord ance w it h t he n o rm al Energex p ract ice b ut no t less t h an f o r t n igh t ly.

9. Performance Pay

In ad d it ion t o t he To t al Fixed Rem unerat ion o f f ered , t he Em p loyee w ill also have t he

op p or t un it y t o earn p er f o rm ance p aym en t s, w h ich reco gn ise p er f o rm ance against


agreed t arget s, o f up t o 20% o f To t al Fixed Rem unerat ion (p er year ), in acco rd ance w it h

t he p er f o rm ance p ay schem e (as var ied f ro m t im e t o t im e) t hat ap p lies t o Em p loyees

covered un d er t h is Agreem en t .

10. Superannuation

Alternative 1 – Defined Benefit Fund - Existing Employees

The Em p loyee m ay rem ain a m em b er o f t h e Def in ed Benef it Sect ion (Par t 2) o f t he

Elect r icit y Sup p ly Ind ust ry Sup erannuat ion Fund . The To t al Fixed Rem unerat ion set ou t in

t he NEC Rem unerat ion Sched ule includ es t h e con t r ib ut ions t o b e m ad e b y Energex an d

t he Em p loyee.

The calculat ion o f Energex and em p loyee co n t r ib ut ions w ill b e m ad e on t he f o llow ing

b asis:

a. The Agreem en t t en (10) d ay rat e f o r t he em p lo yees classif icat ion as a m in im um ; o r

b . 90.91% o f t he em p loyee’s TFR w here t h is am o un t is g reat er t han a) ab ove; o r

c. 75% o f t he em p loyee’s TFR, p rovid ed t h at t h is is great er t h an a) ab ove.

Fo r an exist ing Def ined Benef it Fun d em p lo yee w ho elect s t o b e engaged und er t h is

con t ract , no t p reviously engaged on an NEC t hat em p loyee w ill b e covered b y a) o r b )

ab ove.

Where Energex sup erannuat ion con t r ib u t ions d im in ish in acco rd ance w it h t he t r ust d eed ,

t here w ill b e no change t o t he no t ional Cash Com p onen t (acco rd in gly if Energex increases

t he sup erannuat ion con t r ib ut ions t here w ill b e no ch ange t o t he no t ional cash

com p onen t ).

Alternative 2 – Defined Contribution Fund Employees

The Em p loyee w ill b e a m em b er o f a com p lian t Def ined Con t r ib ut ion Sup erannuat ion

Fund . The To t al Fixed Rem unerat ion set o ut in t he NEC Rem unerat ion Sched ule is inclusive

o f all sup erannuat ion con t r ib ut ions. Paym en t o f any ad d it ional vo lun t ary con t r ib u t ions t o

sup erannuat ion m ad e b y t he Em p loyee m ay b e salary p ackaged in acco rd ance w it h

p ackagin g p rovisions o f t he Em p loyee’s Rem unerat ion clause.

11. Motor Vehicle

Insert the appropriate motor vehicle clause based on operational requirements:

Alternative 1 – Require Operational Vehicle

The cur ren t p osit ion req u ires t h e op erat ional use o f a m o t o r veh icle. Energex w ill m ake

availab le t o t he Em p lo yee a f u lly m ain t ained veh icle f o r b usiness use. The veh icle is also

availab le f o r un lim it ed p r ivat e use b y t he Em p loyee, includ in g p er iod s o f annual leave.

The veh icle w ill b e f u lly cost ed t o t he Em p lo yee in acco rd ance w it h t he salary p ackag ing

p rovision s o f t he Rem unerat ion clause.

By agreem en t w it h En ergex, t he Em p loyee m ay p ersonally lease a m o t o r veh icle f rom an

ext ern al leasing co m p any ap p roved b y t he Board . The p rovision o f a veh icle und er t h is

ar rangem ent w ill b e cost ed t o t he Em p loyee in acco rd ance w it h t he salary p ackaging

p rovision s o f t he Em p loyee’s Rem unerat ion clause o f t h is Em p loym en t Agreem en t .

Alternative 2 – No Operational Vehicle Requirement

At t h e t im e o f execut ing t h is NEC, t he p osit ion d et ailed in Sched ule NEC – A d oes no t

req u ire t he o p erat ional use o f a m o t o r veh icle.

The Em p loyee m ay p ersonally lease a m o t o r veh icle f rom an ext ernal leasing com p any

ap p roved b y t he Bo ard . The p rovision o f a veh icle und er t h is ar ran gem ent w ill b e cost ed

t o t he Em p loyee in acco rd ance w it h t he salary p ackag ing p rovision s o f t he Em p loyee’s

Rem unerat ion clause o f t h is Agreem en t . Th e Em p loyee m ust m eet t he cr it er ia d et ailed in

t he Salar y Packagin g Po licy.


12. Leave

All leave en t it lem en t s w ill b e in acco rd ance w it h t he Agreem en t . All leave en t it lem en t s

are p aid at t he To t al Fixed Rem unerat ion rat e as d et ailed in t he NEC Rem unerat ion

Sched ule.

13. Performance Review

The Em p loyee w ill p ar t icip at e in an Ind ivid ual Progress Review at least annually. The

review , cond uct ed b y t he relevan t Manager , w ill consid er t heir cond uct and p er f o rm ance

over t he p revio us year and cur ren t and f ut ure d evelop m en t need s and op p or t un it ies f o r

t he f o llow in g year .

It w ill also p rovid e t he Em p loyee w it h an op p or t un it y t o d iscuss con cerns and resp ond t o

any p er f o rm ance issues raised b y t heir Manager d ur ing t he d iscussion .

A w r it t en reco rd o f each review w ill b e m ain t ained .

14. Policy and Procedures

The Em p loyee’s em p lo ym en t is sub ject t o En ergex’s Po licies and Proced ures as am en d ed

f rom t im e t o t im e, includ in g t hose t hat are ref lect ed in t he Em p loyee’s annual leave and

o t her leave en t it lem en t s clauses o f t h is agreem en t . These Po licies an d Proced ures w ill b e

m ad e availab le t h rough t he Energex In t r anet .

It is incum b en t on En ergex t o no t if y t h e em p loyee o f any chan ge an d incum b en t on t he

em p loyee t o b e f am iliar w it h all p o licies an d p roced ures.

The Em p loyee w ill b e req u ired t o com p ly w it h t hese Po licies and Proced ures includ ing

t he Energex Cod e o f Cond uct , at all t im es. An y b reach o f En ergex Po licies and Proced ures

m ay rend er t he Em p loyee liab le f o r d iscip linary act ion includ ing , w here ap p rop r iat e,

d ism issal.

15. Occupational Health and Safety

Energex accep t s it s o b l igat ion t o p rovid e Em p loyees w it h a w ork environm en t t h at is, as

f ar as p ract icab le, f ree f rom any healt h an d saf et y r isks.

The Em p loyee is ob ligat ed t o com p ly w it h t he Energex Occup at io nal Healt h and Saf et y

Po licies an d Proced ures, as am end ed f rom t im e t o t im e. In ad d it ion , Em p loyees m ust

have regard f o r and t ake reason ab le care o f t heir healt h and saf et y and t hat o f f ellow

t eam m em b ers at w ork. Any b reach o f Energex Occup at ional Healt h and Saf et y Po licies

and Proced ures m ay rend er t h e Em p loyee liab le f o r d iscip lin ary act ion includ in g, w here

ap p rop r iat e, d ism issal.

16. Dispute Procedures

The d isp ut e p roced ures t h at ap p ly und er t h e Agreem en t w ill con t inue t o ap p ly.

17. Security of Employment

Energex acknow led ges it s ob ligat ions und er clause 4.3 o f t h e Agr eem en t .

18. Termination

The Em p loyee m ay t erm inat e t he em p loym en t b y f our (4) w eeks’ n o t ice in w r it ing o r t he

f o r f eit ure o f f our (4) w eeks To t al Fixed Rem unerat ion . Energex m ay t erm in at e t he

em p loyee in acco rd ance w it h t he Agreem en t .

Up on t erm inat ion , t h e Em p loyee w ill ret urn all p rop er t y o f Energex in clud in g any secur it y

p asses, access card s and /o r keys f o r en t er ing Energex p rop er t y o r p ro gram s.

19. Redundancy

For t he p urp oses o f ap p lying t he Red un d ancy p rovision s o f t he Agreem en t :

a. Severance p aym en t s w ill b e calculat ed using t h e no t ional Cash Com p onen t ;


b . Any ear ly sep arat ion incen t ive p aym en t w ill b e calculat ed usin g t he no t ion al Cash

Com p onen t ; and

c. Any annual o r long service leave p aym en t s w ill b e calculat ed using To t al Fixed

Rem unerat ion .

20. Intellectual Property

Any inven t ion , im p rovem en t o r id ea d evelop ed b y t he Em p loyee in connect ion w it h t heir

em p loym en t w it h Energex w het her d ur ing o r out sid e w o rking ho urs w h ich relat es t o

Energex:

a. Prod uct s o r m et hod s o f m akin g o r usin g such p rod uct s; o r

b . General m et hod s o f op erat ion

w het her exist ing o r in d evelop m en t , w ill b e so lely Energex p rop er t y.

The Em p loyee hereb y ap p o in t s Energex as t h eir at t o rn eys t o execut e on t heir b ehalf all

d ocum en t s req uired t o :

a. Give Energex o r t he En ergex nom inee f u ll legal ow nersh ip o f t he in t ellect ual p ro p er t y

r igh t s relevan t t o t h e ab ove clause; and

b . Make ap p licat ions f o r p at en t s, reg ist ered t r ad e m arks o r d esigns

in Aust ralia and such o t her coun t r ies as w e co nsid er necessary.

The Em p loyee un d er t akes t o im m ed iat ely d isclose t o Energex any m at t er relevan t t o

in t ellect ual p ro p er t y.

21. Conflict of Interest

The Em p loyee w ill car r y out d u t ies ob ject ively in t h e b est in t erest s o f Energex and seek at

all t im es t o avo id a Con f lict o f In t erest .

In t he even t a Con f lict o f In t erest ar ises, o r has t he p o t en t ial t o ar ise, t he Em p loyee w ill,

at t he ear liest o p p or t un it y:

a. Im m ed iat ely no t if y t heir im m ed iat e sup erviso r ; an d

b . Rem ove t hem selves f r om t he d ecision m aking p rocess w h ich m ay p lace t hem in a

p osit ion w here a Con f lict o f In t erest m ay ar ise.

The Em p loyee und er t akes no t t o use in f o rm at ion ob t ained in t he co urse o f em p loym en t

t o gain f o r t hem selves o r any p erson a d irect o r ind irect ad van t age o r b enef it , f inancial

o r o t herw ise.

The Em p loyee w ill no t so licit o r accep t any b enef it in resp ect o f t he exercise o f t heir

d iscret ion , w het her f o r t hem selves o r any o t her p erson .

The Em p loyee w ill avo id circum st ances in w h ich t he accep t ance o f an o f f er b y w ay o f g if t

o r any o t her consid erat ion could result in :

a. A Con f lict o f In t erest ; o r

b . The g if t b ein g p erceived as secur ing , o r in r et urn f o r , f avour o r p ref erm en t .

A f ailu re b y t h e Em p loyee t o f u lf il t heir d ut ies p ursuan t t o t h is clause, m ay const it u t e

ser ious m iscond uct and m ay result in t he sum m ary t erm inat ion o f t h e Em p loyee.

22. Reversion

Sub ject t o t he Agreem en t , t h e Em p loyee w ill ret ain t he r igh t t o ind ivid ually an d

vo lun t ar ily rem ain in o r w it hd raw f rom t h is NEC. Wit hd raw al b y t he Em p loyee w ill b e

af f ect ed b y one (1) m on t hs’ no t ice t o Energex. Where Energex w ishes an ind ivid ual t o

rever t , it w ill p rovid e t h ree (3) m on t h s’ w r it t en no t ice t o t he Em p loyee.


Where t he Em p loyee w it hd raw s f rom t h is NEC, t hen t he p rovisions o f t h is Agreem en t w ill

cease t o b e o f ef f ect and t he Em p loyee w ill r ever t t o t he p rovision s o f t he Agreem en t .

Pr io r t o reversion t o t he Agreem en t , t he salary p o in t t hat t he Em p loyee w ill r ever t t o ,

w ill b e d et erm ined b y t he f o llow ing:

a. The cur ren t grad ing o f t he p osit ion ; o r

b . The salary p o in t o f t he Em p loyee p r io r t o t h e com m encem ent o f t he Agreem en t (if

ap p rop r iat e); o r

c. The salary p o in t o f t he p osi t ion at t he com m encem ent o f t he Agreem en t ; w h ichever

is t he h igh er .

No t w it hst an d ing t he ab ove, a f u r t her salary p o in t p rogression w it h in t he grad e f o r t he

p osit ion m ay occur if it can b e d em on st rat ed t hat t he Em p loyee h as gained ad d it ion al

skills an d know led ge relevan t t o t he p o sit ion suf f icien t t o w ar ran t such p rogression .


NEC Remuneration Schedule

Dat e o f t h is Agreem en t :

The Em p loyer :

The Em p loyee:

Nam e:

Ad d ress:

Pr incip al Workp lace:

Posit ion :

Sup erviso r :

To t al Fixed Rem unerat ion Package:

Com m encem en t Dat e:

Signatories

Signed f o r Energex b y it s r ep resen t at ive in t he p resence o f :

_______________________ _______________________

Rep resen t at ive’s sign at ure Wit n ess sign at ure

____________________

Nam e (p lease p r in t )

_______________________ _______________________

Dat e Dat e

Signed b y < inser t Em p loyee n am e> in t he p resence o f :

______________________ _______________________

Em p loyee’s sign at ure Wit n ess sign at ure

_______________________

Nam e (p lease p r in t )

_______________________ _______________________

Dat e Dat e

3) Senior Staff Agreement (SSA)


Energex m ay o f f er t h is ar rangem ent t o new o r exist ing em p loyees engaged as

Sup erviso rs o r Para Pro f ession als w hose p osit ion is p aid at salary p o in t 9.0 and ab ove in

t he Techn ical st ream , o r em p loyees engaged in a p osit ion t hat is p aid at salary p o in t 12.0

and ab ove in t he Ad m in ist rat ive St ream .

1. Employment Agreement Parties and Scope

Th is SSA is m ad e b et w een Energex and t h e Em p loyee p ursuan t t o clause 4.1.9 o f t he

Agreem en t (Alt ern at ive Em p loym en t Ar rangem ent s) p rovid ed t h at t he exem p t ions set

out in clause 4.1.9 w ill ap p ly t o t he Em p loyee engaged und er t h is Agreem en t .

Th is SSA w ill b e read and in t erp ret ed in con junct ion w it h t he Agreem en t , p rovid ed t hat

w here t here is any inconsist ency b et w een t he SSA and t he Agreem en t t h is SSA w ill t ake

p reced ence t o t he ext en t o f t he inconsist ency.

Th is SSA sup ersed es an y p r io r em p loym en t agreem en t b et w een t h e p ar t ies includ ing any

o t her agreem en t s, o ral o r w r it t en , m ad e p r io r t o t h e execut ion o f t h is d ocum en t .

2. Date and Period of Operation

Th is SSA w ill op erat e f rom t he d at e o f co m m encem ent (Sched u le SSA – A) and w ill

con t inue w h ilst t h e Agreem en t r em ains in op erat ion and any sub seq uen t Agreem en t

w it h a clause eq uivalen t t o clause 4.1.9 o f t he Agreem en t (Alt ernat ive Em p loym en t

Ar rangem ent s) un less o t herw ise t erm inat ed in acco rd ance w it h law o r b y t he Em p loyee

and /o r Energex in acco rd ance w it h t h is Agreem en t .

3. Dispute Resolution Procedures

The d isp ut e reso lu t ion p roced ures t hat ap p ly und er t he Agreem en t w ill con t in ue t o

ap p ly.

4. Employees’ Responsibilities

4.1 Duties

Per f o rm t he d ut ies and accoun t ab ilit ies, r elevan t t o each em p loyee’s p osit ion , in

accord ance w it h t he jo b p ro f iles d et erm ined f o r t hose p osit ion s covered b y t h is SSA.

4.2 Ordinary Hours

Work such o rd inary ho urs (Mond ay t o Fr id ay), as t he sup erviso r reasonab ly req uires b ut

no t less t h an 160 hours p er f our (4) w eek p er iod in acco rd ance w it h a m ut ually agreed

w ork p at t ern . Any agreed w orkin g ar rangem ent s w ill b e f lexib le an d no t b e m ore t han 12

hours p er d ay.

If b y m ut ual agreem en t t he em p loyee agrees t o w ork a regular w o rk p at t ern includ in g

sh if t w o rk, t he em p loyee w ill b e en t it led t o t he sh if t p en alt y load in gs p rovid ed f o r in t he

Agreem en t , in ad d it ion t o t he p rovisions o f t h e SSA.

5. Energex’s Responsibilities

5.1 Pay Rates

Pay t he em p loyee t he salary p rovid ed f o r in t he Rem un erat ion Sched ule, as d et erm ined

in acco rd ance w it h t he classif icat ion st ruct ure p rovid ed f o r in t he Agreem en t .

The t o t al r em unerat io n p rovid ed f o r t he em p loyee includ es com p ensat ion f o r w o rk

d ur ing o rd inary hours, as w ell as any out -o f -hours w ork o r ext en d ed hours o f w ork

(includ in g st an d -b y an d em ergency resp onse act ivit ies) req u ired t o m eet t he sp ecif ic

d em an d s o f t he b usin ess un less o t herw ise sp ecif ied in t h is SSA. In ad d it ion , t he t o t al

rem unerat ion includ es all allow ances and p enalt ies o f any t yp e p rovid ed f o r in t he

Agreem en t , w h ich m igh t o t herw ise ap p ly. If t he em p loyee p ar t icip at es in a st an d b y

rost er t he em p loyee w ill b e en t it led t o t he Day o f f in Lieu p rovisions f o r st and b y on a

Pub lic Ho lid ay in acco rd ance w it h t he Agreem en t .


5.1.1 Additional Loading

Pay an ad d it ional lo ad ing (con t ained in t he Rem unerat ion Sched ule) ap p rop r iat e t o

p osit ions in recogn it ion o f f lexib le w orkin g hours/ar rangem ent s and in p lace o f all

allow ances/p enalt ies o f any t yp e, includ ing over t im e, no rm ally p rovid ed f o r in t he

Agreem en t w h ich m igh t o t herw ise ap p ly.

Load ings w ill b e d et erm ined in acco rd ance w it h t he f o llow ing gu id elines:

15% Work f lexib le hours as d et erm in ed in SSA clause 4.2 Ord in ary Hours, includ ing w ork

relat ed t r avel and in p lace o f allow ances/p en alt ies o f any t yp e, includ ing occasional

over t im e, b ut no t includ ing st an d b y. May b e req u ired t o b e on st o rm st and b y.

19% Work f lexib le hours as req u ired , includ ing w ork relat ed t r avel, p ar t icip at e in a

st and b y rost er , and in p lace o f allow ances/p enalt ies o f any t yp e w here f req uen t

over t im e is no rm ally w orked and occasion al o ut o f hours con t act is r eq u ired .

22% Work f lexib le hours as req u ired , includ ing w ork relat ed t r avel, p ar t icip at e in a

st and b y rost er , and in p lace o f allow ances/p enalt ies o f any t yp e w here m ore

f req uen t over t im e is w orked and f req uen t ou t o f hours con t act o r req uirem en t t o

resp ond .

24% Work f lexib le hours as req u ired , includ in g w ork r elat ed t r avel o ut sid e no rm al

b usiness hours, p ar t icip at ion in a st and b y rost er , sign if ican t in vo lvem en t in

em ergency resp onse and o t her w ork relat ed act ivit ies ou t sid e no rm al b usin ess

hours, and w here sign if ican t levels o f over t im e are w orked and ext ensive out o f

hours con t act o r req uirem en t t o resp ond .

In t he even t o f t he em p loyee chang ing ro les, as a result o f t he em p loyee successf u lly

ob t ain in g an alt ern at ive p osit ion , and t hat p osit ion is covered b y t h is SSA, t he salar y

load ing w ill b e review ed and ad just ed as d et erm ined ap p rop r iat e b y En ergex in

acco rd ance w it h t he gu id elines ab ove.

5.1.2 Overtime Payments

In lieu o f t he p rovision s o f t he over t im e clause o f t he Agreem en t t h e f o llow ing over t im e

p aym en t s w ill ap p ly t o t he em p loyee. It is r ecogn ised t h at t he em p loyee is r eq u ired t o

resp ond t o em ergency even t s. Where an em ergency even t is d eem ed an “o ran ge aler t ”

or h igher b y Energex, t he em p loyee w ill b e en t it led t o p aym en t f o r all hours w orked

out sid e o f t he em p loyee’s o rd in ary hours in resp onse t o such an em ergency even t .

Such t im e w o rked w ill b e p aid at 1.5 t im es t he em p loyees com b ined rat e, i.e. t he

em p loyee’s ap p licab le b ase rat e p lus t he load ing as d et ailed in t he Rem unerat ion

Sched ule.

In ad d it ion , over t im e p aym en t s m ay b e m ad e in recogn it ion o f hou rs w orked over an d

ab ove t he no rm al r eq u irem en t s, includ ing p ar t icip at ion in sp ecial p ro ject s o r b reakd ow ns

o f sign if ican t d urat ion . The d et erm in at ion o f such over t im e p aym en t s w ill b e at t he

d iscret ion t he em p loyee’s Group Manager .

5.1.3 Higher Duties

High er d ut ies und er t h is SSA w ill b e in acco rd w it h t he p aym en t s un d er clause 5.12 Higher

Dut ies o f t he Agreem en t , p rovid ed t hat , in ad d it ion t o t he b ase salar y d et erm ined un d er

clause 5.12 o f t he Agreem en t , t he em p loyee w ill receive a load in g ap p licab le t o t he

h igher p o sit ion in acco rd ance w it h t he guid elines set out in clause 5.1.1 o f t h is SSA.

5.1.4 Pay Increases

The em p loyee’s b ase salary levels w ill b e ad just ed in acco rd ance w it h t he Agreem en t .

5.2 Motor Vehicles

Where Energex d et erm ines t hat a veh icle is req uired t o en ab le t he em p loyee t o car r y out

t he d ut ies and accoun t ab ilit ies o f t he p osit ion , Energex w ill p rovid e t he m ost


econom ically su it ab le veh icle. Th ese veh icles m ay at t im es b e recycled f rom t he Energex

f leet p oo l. Where a veh icle is p rovid ed , t he em p loyee w ill b e exp ect ed t o :

Keep t he veh icle availab le f o r Energex use;

Keep t he veh icle clean and t id y; and

Ar range m ain t enance, as req u ired (at Energex exp ense).

Where a veh icle is sup p lied , Energex m ay agree t o f u ll p r ivat e use o f t he veh icle. A

f inancial con t r ib ut ion o f 20% o f t he lease cost o f veh icle w ill b e req uired f o r p r ivat e use.

A lim it ed range o f accesso r ies, o t her t h an f o r w ork p urp o ses, m ay b e f it t ed t o t he veh icle

at t he em p loyee’s co st , sub ject t o ap p roval b y m an agem ent . Ext ern al b usine ss use o f t he

veh icle is exp ressly p ro h ib it ed .

Where a veh icle is sup p lied t he em p loyee m ay elect eit her t he veh icle nom in at ed b y

Energex o r ano t her veh icle f rom t he Energex veh icle list p rovid ed t h at :

Energex w ill d et erm ine t he nom in al op erat ional veh icle ;

The veh icle elect ed b y t he em p loyee w ill m eet t he op erat ion al req uirem en t o f t he

veh icle req u ired f o r t he p o sit ion as d et erm in ed b y Energex;

The em p loyee w ill p ay, in ad d it ion t o t he 20% con t r ib ut ion o f t he lease cost f o r t he

Energex nom inat ed veh icle, t he m onet ary d if f erence b et w een t he t o t al lease cost o f

t he Energex nom in at ed veh icle an d t he veh icle select ed b y t he em p loyee; an d

The em p loyee m ay on ly exercise t h is op t ion at t he t im e o f b ein g p ro vid ed a veh icle o r

at t he exp iry o f t he lease o f t heir cur ren t veh icle.

The nom inal op erat ion al veh icle m od els w h ich cur ren t ly ap p ly are:

Hilux 2WD, o r

Hilux 4WD f o r a ro le w here an op erat ion al r eq u irem en t f o r a 4WD has b een

d em onst rat ed .

Where Energex d et erm ines t h at an em p loyee req u ires a 4WD t o p er f o rm t heir

op erat ional d ut ies, t he em p loyee w ill p ay 20% o f t he 2WD veh icle p r ice an d Energex w ill

p rovid e t he nom in at ed op erat ional 4WD veh icle. If t he em p loyee chooses t o up grad e

f rom t he nom in al op erat ional 4WD, t hey w ill p ay 100% o f t he d if f erence b et w een t he

nom inal o p erat ional 2WD and t heir chosen 4WD veh icle.

Should t he need ar ise t o rep lace t he exist ing nom inal op erat ional veh icle m od els d ur ing

t he lif e o f t he Agreem en t , Energex com m it s t o consult ing w it h t he p ar t ies regard ing t he

changes and w ill aim t o m ain t ain a nom in al op erat ion al veh icle o f a like st and ard .

Energex m ay review t he p rovision o f t he op t ion o f alt ernat ive veh icles should t he

p rovision o f alt ernat ive veh icles t o em p loyees on t h is Agreem en t result s in an overall

increase in t he lease co st veh icles.

In acco rd ance w it h En ergex p ract ices, em p lo yees m ay also choose t o lease a veh icle f o r

p r ivat e p urp oses, w it h lease p aym en t s salary sacr if iced .

Ot her cond it ions govern ing use o f m o t o r veh icles are con t ained in t he Energex Mo t o r

Veh icle Po licy.

5.3 Mobile Telephones

Energex w ill sup p ly a m ob ile p hone w here it has b een d et erm ined t hat it is n ecessary t o

ef f icien t ly an d ef f ect ively p er f o rm t he d ut ies o f t he p osit ion . In ad d it ion , t h e em p loyee is

en t it led t o r easonab le p erson al use in acco rd ance w it h t he Ene rgex p o licy. Where t he

em p loyee has t heir ow n p r ivat e b usiness(s) o r cond uct /p ar t icip at e in p r ivat e com m ercial

op erat ions, use o f t he p hone f o r such p urp o ses is st r ict ly p roh ib it ed .


5.4 Computers

Energex w ill p rovid e an ap p rop r iat e com p ut er and relat ed eq u ip m en t , along w it h d ial-in

access t o t h e Energex com p ut er net w ork, as d et erm in ed necessary b y t h e req u irem en t s

o f t he p osit ion in acco rd ance w it h En ergex p o licy. In t ern et access w ill also b e availab le in

ap p roved cases.

5.5 Sick Leave

The em p loyee w ill b e en t it led t o un lim it ed sick leave in t he even t o f p ersonal illness o r

in ju ry, sub ject t o t he p rovision o f sup p or t in g evid ence as req u ired in acco rd ance w it h

t he sick leave p rovisio ns o f t he Agreem en t . Where m ed ical evid en ce con f irm s t hat an

em p loyee is un ab le t o ret urn t o w ork d ue t o t o t al an d p erm anen t d isab ilit y , un lim it ed

sick leave en t it lem en t s w ill cease t o ap p ly an d t he calculat ion o f sick leave en t it lem en t s

w ill b e un d er t aken in acco rd ance w it h t he p rocess set ou t in t he p aragrap h b elow . In

ad d it ion w here an em p loyee is unab le t o ret urn t o w ork as out lined ear lier t he d isab ilit y

m anagem ent p rocess set ou t in t he Agreem en t w ill ap p ly.

If t he em p loyee rever t s t o t he Agreem en t f rom t h is SSA, a calculat io n o f no t ional accrual

o f f set b y t he em p loyee’s act ual usage w h ilst engaged und er t h is SSA w ill b e m ad e, and

t he em p loyee’s p re SSA sick leave b alance w ou ld b e ad just ed acco rd in gly. On reversion t o

t he Agreem en t t he em p loyee w ill no t have a n egat ive sick leave b alan ce.

5.6 Travel and Accommodation

Travel an d accom m od at ion ar rangem ent s w hen req uired t o w ork/live aw ay f rom hom e

w ill b e in acco rd ance w it h t he Workin g Aw ay From Hom e clause o f t h e Agreem en t .

6. Other Matters

6.1 Preservation of Existing Entitlements

Em p loyees w ill ret ain t heir en t it lem en t t o any accrued leave t o w h ich t hey w ere en t it led

at com m encem ent o f t h is SSA, as if such leave w ere accrued in acco rd ance w it h t he SSA.

6.2 Change of Position and/or Position Title

Where em p loyees cease t o b e engaged in p osit ions covered b y t h is SSA eit her , b y

accep t ing a p osit ion out sid e t he coverage clause d et ailed in t he SSA, o r a p o sit ion t h at

Energex d et erm ines w ill no t b e o f f ered und er t h is SSA t hen t he em p loyee w ill no longer

b e en t it led t o t he b enef it s and en t it lem en t s o f t h is SSA and w ill rever t t o t he Agreem en t .

6.3 Reversion

In ad d it ion t o t he p rovisions o f t he reversion p rovision s o f clause 4.1.9 o f t he Agreem en t

(Alt ern at ive Em p loym en t Ar rangem ent s) t he f o llow ing w ill ap p ly:

6.3.1 Em p loyees w ho accep t an SSA m ay elect t o rever t t o t he Agreem en t b y p r ovid ing

Energex w it h one (1) m on t h ’s w r it t en no t ice.

6.3.2 Where Energex req uires an ind ivid ual t o rever t t o t he Agreem en t it w ill p rovid e t he

em p loyee t h ree (3) m on t hs’ no t ice in w r it in g o f t he em p loyee’s reversion .


SCHEDULE SSA – A

SALARY SCHEDULE

To be finalised to reflect vehicle option.

NAME

EMPLOYEE NO Dept/Group

POSITION

Commencement

Date

REMUNERATION

Base Salary $

Loading % $ (SSA Clause 5.1.1)

TOTAL REMUNERATION $

MOTOR VEHICLE (IF APPLICABLE)

Typ e (allocat ed t o p osit ion )

Private Use Options

(appropriate box to be

marked X)

Nil

Full Private Use

Contribution N/A $ p er f o r t n igh t sal sac

Effective Date

Acceptance of terms and conditions

I acknow led ge an d accep t t h at t he Sen io r St af f Agreem en t – Sched ule t heret o covers t he t erm s

and cond it ions o f m y em p loym en t w it h Energex in t he p o sit ion list ed in t he Sched ule.

Signat ure:

Dat e:


SCHEDULE 8 USE OF CONTRACTORS – CORE WORK 1.1 General

(a) Energy Queensland w ill req u ire an d con t in ue t o use con t ract o r s w hen car r ying o ut co re

w ork act ivit ies (as d ef in ed in t h is sched ule) on Energy Queensland’s n et w ork asset s.

(b ) The Parties reco gn ise and accep t t h at cir cum st ances ar ise w here t he use o f con t ract o rs

is b o t h d esirab le an d /o r essen t ial.

(c) Th is clause d oes no t ap p ly t o , o r req uire Energy Queensland t o cease t h e use o f

con t ract o rs f rom w ho m services w ere alread y in p lace p r io r t o t he com m encem ent o f

t h is Agreement.

(d ) Consultation in relat ion t o use o f con t ract o rs w ill t ake p lace in acco rd ance w it h clause

1.7 o f t h is sched ule.

(e) Fo r t he avo id ance o f d oub t t he t erm con t ract o r s includ es Lab our Hire em p loyees and

Group Train ing Schem e em p loyees

1.2 Guidelines

The use o f con t ract o r s w ill con t inue sub ject t o t he f o llow ing gu id elin es:

(a) The w ork vo lum e is b eyond t he cap acit y o f t he resources o r st af f o f Energy Queensland:

o r

(b ) The t yp e o f w ork o r sp ecialisat ion req u ired is b eyond t h e cap acit y o f t he resources o r

st af f o f Energy Queensland :o r

(c) It is in t h e p ub lic in t erest t o und er t ake such w ork. Pub lic in t erest includ es issues o f

cost ef f ect iveness: Energy Queen slan d w ill p rovid e all relevan t in f o rm at ion and cost

f act o r s t o en sure an accurat e cost com p ar ison is ut ilised

(d ) The secur it y and t enure o f em p loym en t o f ad d it ional st af f req u ired t o m eet w o rk

p eaks canno t b e guaran t eed .

Energy Queensland d oes no t in t end t o ut ilise con t ract o rs t o red uce it s com m it m en t t o

t r ain ing o f p erm anen t em p lo yees, o r m erely t o avo id increases in , t he p erm anen t

w orkf o rce (sub ject t o 1.2 (d ) o f t h is sched ule).

1.3 Prior notice of Contractor use

(a) Energy Queensland w ill consult w it h t he relevan t un ions if it d ecid es t o en t er in t o any

new con t ract s in r elat ion t o co re w ork an d w here req uest ed w ill p rovid e ap p rop r iat e

d et ails ab o ut t he p rop osed use o f such con t ract o r s.

(b ) Every ef f o r t w ill b e m ad e t o g ive p r io r no t ice w hen urgen t con t ract w o rk is req uired .

(c) Wherever p ract icab le, consultation w ill occur at t h e p relim in ary st age o f t he t en d er

p rocess i.e. p r io r t o go ing t o p ub lic t end er .

1.4 Training

Where t he use o f con t ract o r s is t he result o f an ongo ing need f o r a p ar t icu lar skill, w h ich

em p loyees could b e reason ab ly exp ect ed t o acq uire and use, Energy Queensland w ill

p rovid e t rain ing t o d evelop a level o f in house cap acit y.


1.5 Contractor Documents and Requirements

(a) St an d ard con t ract p rovision s w ill r eq u ire all con t ract o r s and t heir em p loyees t o

com p ly w it h :

(i) All r elevan t saf et y, w orkers’ com p en sat io n , sup erannuat ion and w orkp lace relat ions

legislat ion and ap p licab le st at ut o r y in st rum en t s (i.e.: st at ut o ry agreem en t s o r

aw ard (s));

(i i) Saf e w orking p ract ices and associat ed PPE and t est eq uip m en t eq u ivalen t t o t hat used

b y (Energy Queensland) em p loyees;

(i ii) Relevan t t rain in g req uirem en t s;

(iv) All relevan t licensin g and reg ist r at ion req u irem en t s;

(v) All r elevan t Cod es o f Pract ice and St an d ard s est ab lished o r p rom ulgat ed b y t he

ap p rop r iat e ind ust ry r egulat o r o r st and ard set t ing en t it y includ ing t hose p rescr ib ed

und er r elevan t leg islat ion ; and

(vi) All occup at ion al h ealt h and saf et y, w orkers’ com p ensat ion an d ap p licab le q ualit y

assurance st and ard s, in clud in g rep o r t ing on com p liance at in t ervals p rescr ib ed in t he

con t ract and no t less t han 3 m on t h ly o r as m ut ually agreed b y t he Parties.

(b ) The t erm s and con d it ions o f em p loym en t f o r em p loyees o f Con t ract o rs shall b e t ho se

con t ain ed in t he relevan t Fed eral o r Cer t if ied Agreem en t .

(c) When em p loyees o f con t ract o rs p er f o rm w ork as d ef ined in t he co re w ork p rovisions

o f t h is sched ule, t hey shall b e en t it led t o t he rat es o f p ay an d allowances w h ich in

aggregat e shall b e no less f avourab le t han t hose t hat ap p ly t o t he sam e o r sim ilar

classif icat ions o f em p lo yees engaged und er t h is Agreement.

1.6 Core Work Definitions

(a) Generation activities m eans op erat ion , co nst ruct ion and ro ut ine m ain t en ance w ork

(o t her t h an m ajo r overhauls) cur ren t ly p er f o rm ed b y em p loyees o n t he f o llow ing

p ow er st at ion p lan t , d irect ly associat ed w it h t he generat ion o f elect r icit y:

(i) Bo iler s;

(i i) Turb o Generat ion s;

(i ii) Renew ab le En ergy;

(iv) Un it Auxiliary Plan t ; and

(v) Chem ical Plan t .

(b ) Transmission activities m eans w ork w h ich is d irect ly associat ed w it h t he op erat ion ,

const ruct ion an d rout ine m ain t en ance w o rk (o t h er t han m ajo r overhauls) o f

sub st at ion p lan t , con t ro l syst em s and associat ed in house co m m un icat ions and

elect ron ics, lin es and cab les and t r im m ing and rem oval o f t r ees w it h in m in im um

ap p roach d ist ances t o energ ised con d uct o rs cur ren t ly p er f o rm ed b y em p loyees.

(c) Distribution activities m eans w ork w h ich is d irect ly associat ed w it h t he op erat ion ,

const ruct ion and rout ine m ain t enance (o t h er t han m ajo r overhauls) o f sub st at ion

p lan t , overhead m ain s, und erground cab ling and jo in t in g, p o le insp ect ion an d st r eet

ligh t ing , cust om er em ergency services (eg loss o f sup p ly, vo lt age com p lain t s) an d

t r im m ing and rem oval o f t rees w it h in m in im um ap p ro ach d ist an ces t o energised

cond uct o r s cur ren t ly p er f o rm ed b y em p loyees.

The d ef in it ion o f co re w ork d oes no t ap p ly t o w ork t h at is an cillar y t o t he con t ract o r

w ork o f a sp ecialist nat ure.


1.7 Consultation Process

(a) Con t ract o rs w ill con t inue t o b e a no rm al p ar t o f Energy Queensland op erat ions.

(b ) As Energy Queensland resp ond s t o t he co m p et it ive elect r icit y m arket , t he need t o

op erat e in a com m ercially soun d and econo m ically sust ain ab le m anner w ill con t inue

t o d et erm ine t he w ay Energy Queensland cond uct s it s b usiness.

(c) Energy Queensland w ill consult on t he use o f con t ract o rs and out sourcing ar ran gem ent s

w it h t he relevan t un io ns as p ar t o f a w ork p lann ing p rocess.

(d ) Consultation w ill occur p r io r t o t h e calling o f t end ers and w ill p rovid e t he relevan t un ion

w it h a f o rm al m ech an ism in w h ich t hey can d iscuss m at t ers ar ising f rom t he

engagem ent o f a con t ract o r o r t h e aw ard ing o f a con t ract d ef ined und er co re w ork

d ef in it ions

(e) Ongo ing consultation on t he use o f con t ract o rs w ill occur on a q uar t er ly b asis, o r as

o t herw ise agreed b y t h e Parties invo lved .

1.8 Contract Compliance and Supervision

(a) Energy Queensland w ill con t inue t o m ain t ain in t ernal con t ract m an agem ent f unct ions t o

ensure con t ract o r s co m p ly w it h t he relevan t st and ard s includ in g saf et y, st at ut o ry and

con t ract ual req uirem en t s.

(b ) A sim ilar m an agem ent ap p ro ach w ill b e t aken in r elat ion t o t he st and ard s sp ecif ied f o r

d evelop ers and o t hers invo lved in eit her ext ensions o f t he cur ren t net w ork, m ajo r

p ro ject s o r asset enh ancem ent s in acco rd ance w it h relevan t leg islat ion o r Energy

Queensland p o licy in p lace at t he t im e.

1.9 Contract Compliance and Supervision

The p ar t ies agree t h at a su it ab le q ualif ied nom in at ed Un ion Delegat e shall cond uct

jo in t aud it s on Energex's con t ract o rs on an agreed b asis, b u t no less t han q uar t er ly. Such

aud it s shall b e in acco rd ance w it h Energex's cur ren t con t ract o r aud it ing p rocesses.

The in t en t o f t hese aud it s is t o ensure Energex con t inues t o m ain t ain exist ing in t ern al

con t ract m anagem ent f unct ions t o ensure con t ract o rs com p ly w it h t he relevan t

st and ard s includ ing saf et y, st at u t o ry an d con t ract ual req uirem en t s.


SCHEDULE 9 ADMINISTRATIVE STREAM CAREER PATH

INTRODUCTION TO THE ADMINISTRATIVE STREAM

CAREER PATH FRAMEWORK

Th is Energex En t erp r ise Ad m in ist r at ive Career Pat h is b ased on t he Transm ission an d

Sup p ly Ad m in ist r at ive St ream Career Pat h Fram ew ork d at ed 12 Sep t em b er 1994 w h ich

has b een end o rsed b y Ind ust ry Man agem en t and Un ions.

Aw ard Rest ruct ur ing aim ed t o p rovid e a m ore skilled and p rod uct ive w orkf o rce and

creat e f ur t h er career op p or t un it ies f o r em p loyees in t he Queensland Elect r icit y

Sup p ly Ind ust r y (QESI).

Und er Aw ard Rest ruct ur ing , QESI Transm ission and Sup p ly em p loyees are classif ied und er

one o f t h ree st ream s:

Ad m in ist r at ive - cler ical an d ad m in ist rat ive

Techn ical - p ow er w orkers an d t echn ical em p loyees

Man ager ial & Pro f essio nal - d egree q ualif icat io n o r eq u ivalen t

In 1993 t he Ind ust ry Aw ard at t hat t im e req u ired t h at p r io r t o t r anslat ion , each en t erp r ise

in t he QESI d evelop Career Pat hs f o r each nom inat ed st ream t o out line how t he

Classif icat ion St ruct ure f o r t h e st r eam w ould b e im p lem en t ed . To ensure a co -

o rd in at ed ap p roach w it h in Transm ission & Sup p ly w it h eq u it ab le p ay out com es, an

Ind ust ry Transm ission & Sup p ly Career Pat h Ad m in ist rat ive Com m it t ee w as est ab lished

t o f acilit at e d evelop m en t an d im p lem en t at ion o f En t erp r ise Career Pat h s. Th is

com m it t ee, com p r ising m anagem en t an d un ion nom inees d evelop ed an

Ad m in ist r at ive St ream Career Pat h Fram ew ork f o r Transm ission & Sup p ly. Typ ical

cler ical and ad m in ist r at ive jo b s w ere select ed f rom each En t erp r ise f o r com p ar ison

across t he Ind ust ry. In f o rm at ion w as co llat ed t o d escr ib e cur ren t w ork p ract ices and

also id en t if y op p or t un it ies f o r b road - b and ing and m ult i -skilling . Th is in f o rm at ion also

id en t if ied sit uat ions w here req u ired know led ge an d skills and sub seq uen t w ork value

are no t ref lect ed in p resen t p ay p ract ices.

Th is Career Pat h d ocum en t has b een w r it t en t o generally encom p ass m ost em p loyees

likely t o b e covered b y t he Ad m in ist r at ive St ream , and t h is is includ ed in t he at t ached

d ocum en t .

In d evelop in g t he Career Pat h , Jo in t Wo rkp lace Consult at ive Com m it t ees (JWCCs) w ere

est ab lished in each En t erp r ise and used t he Ind ust ry Ad m in ist rat ive St ream

Fram ew o rk as t he f oun d at ion f o r t he d evelo p m en t o f En t erp r ise Career Pat hs. It w as

exp ect ed t hat En t erp r ises w o uld ad d sp ecif ic req u irem en t s t o t he Fram ew o rk t o su it

local cond it ions w h ilst no t d ep ar t ing f rom t he sp ir it o f t he d ocum en t . Th is w ould

ensure t h at eq uit ab le p ay out com es exist across En t erp r ises f o r job s o f eq u ivalen t

value. The Career Pat hs in t he at t ached d o cum en t s ref lect ed Energy Queensland ’s

circum st ances.

Fin alised En t erp r ise Career Pat hs received end orsem en t f r om t he Com b ined

Rest ruct ur ing Com m it t ee on 18 Novem b er 1994 an d w ere sub seq uen t ly lod ged w it h

t he Queensland Ind ust r ial Relat ions Com m issio n as a Sched ule t o t he t hen Aw ard .

Career Pat hs id en t if y t he range o f op p or t un it ies f o r skills d evelop m en t and op p or t un it ies

t o access h igher r at es o f p ay. Benef it s f rom Aw ard Rest ruct ur ing largely d ep end on

t he p rocess d eliver ing job re-d esign out com es w h ich result in m o re ef f ect ive and

ef f icien t - w orkf o rce u t ilisat ion . Jo b red esign is f acilit at ed t h rough a m ore f lexib le

classif icat ion p rocess.


In t he Ad m in ist r at ive St ream , it is p ro p osed t hat on ly one Career Pat h b e d evelo p ed ,

w h ich encom p asses em p loyees engaged in areas includ ing Personn el Ad m in ist rat ion ,

Com p ut in g Sup p or t , Branch Ad m in ist r at ion , Mat er ials Sup p ly, Finance, Sales and

Market ing .

An En t erp r ise Career Pat h m ust also sup p or t t he im p or t an t ob ject ives o f m ain t ain ing p ay

eq u it y in t erm s o f w o rk value and en sur ing eq ual em p loym en t op p or t un it ies. Grad e

d escr ip t ions and b oun d ar ies should p rovid e p aram et ers f o r p ay p rogression t h rough

skills acq u isit ion t o p reserve p ay eq u it y w it h relat ive w ork value. These b ound ar ies

should also ensure an ap p ro p r iat e b alance b et w een b ro ad -b and in g classif icat ions an d

p rovid in g op p or t un it ies f o r select ion on m er it t o h igher classif ied p osit ions f rom as

w id e a f ield o f cand id at es as p ract ical.

ALTERATIONS TO CAREER PATH

Where job red esign id en t if ies t he need f o r ad d it ion al grad e(s) in a career p at h o r w here

o t her changes are req uired t o up d at e a career p at h d ocum en t , t h e relevan t career

p at h w ill b e am end ed b y agreem en t b et w een t he Ind ust r ial Par t ies.

STEPS TO TRANSLATION AND PROGRESSION

A. Translation in 1995

When em p loyees t r anslat ed t o t he t hen new Aw ard (Elect r ici t y, Transm ission & Sup p ly

Aw ard - St at e) in 1995, t he f o llow ing p rocess w as used in t h is regard :

In o rd er t o t r anslat e t o t he new Aw ard , em p loyees w ill need t o b e co vered b y an Agreed

Career Pat h Docum en t How ever , em p loyees w ho have an exp ect at ion o f no rm al

p rogression t o h igh er salar ies und er t he t hen cur ren t Aw ard w ill h ave t he cho ice o f

t r anslat in g t o t he new Aw ard o r rem ain ing w it h t he t hen cur ren t Aw ard un t il t hose

exp ect at ions are realised . Fo r em p loyees w ho w ill b e t r anslat ing, o r choose t o

t r anslat e, t he f o llow ing st ep s t o salary t ran slat ion w ill occur :

Determine appropriate Career Stream and Career Path: The Job Pro f ile, as agreed b et w een

em p loyer and em p loyee, p rovid es a d escr ip t io n o f t he resp onsib ilit ies and d ut ies o f a

p osit ion and t he kno w led g e, skills and ab ilit ies req u ired /used b y an ind ivid ual t o

com p et en t ly p er f o rm t he job . The Job Pro f ile can b e com p ared w it h En t erp r ise

Career Pat h in f o rm at ion t o d et erm ine t he m ost ap p rop r iat e St ream f o r t he p osit ion .

The Ad m in ist rat ive St ream d raf t d ocu m en t p rop oses one Career Pat h cover ing all

f unct ional cler ical an d ad m in ist r at ive group s.

Translate to equivalent or next highest Salary Point on the new Award: The rat es in t he

salary scale inco rp o rat e p re-exist ing salary co m p onen t s w h ich ind iv id uals m ay now b e

receivin g. These com p onen t s w ill b e Aw ard salary level and Ind ust r y Paym en t .

Check position is in the correct Grade: It m ay b e necessary t o evaluat e w het her t he

p osit ion h as d irect ly t r anslat ed in t o t he co r rect grad e/level w it h in t h e Career Pat h an d

ad just w here ap p rop r iat e. Th is st ep m ay t ake eit her o r b o t h o f t he f o llow ing f o rm s:

i. t he Job Pro f ile f o r t he p osit ion w ill b e com p ared against t he Grad e d escr ip t o r s f o r

t he ap p rop r iat e Career Pat h and m at ched against t hem t o accurat ely p lace t he

p osit ion . Fo r Grad es 1(a) t o Grad e 4, Grad e Descr ip t o rs t hem selves sh ould p rovid e

ad eq uat e d ist inct ion t o enab le a m at ch . Th is is d ue t o t he sp ecif ic, clear ly d ef ined

t asks and com p et encies w h ich exist at t h ese levels and w here result s an d

resp onsib ilit ies are d ef ined largely in t erm s o f t asks und er t aken .

ii. a job evaluat ion m et hod o logy w ill usually b e used f rom Grad e 5 t o Grad e 11, as

job s b ecom e m o re d if f icu lt t o d ef ine. Th is occurs w h ere it b ecom es hard er t o rely

on gener ic d escr ip t ions and /o r com p et encies (w here availab le) t o size t he value o f

a job an d a sup p lem en t ary m et hod such as a p o in t s m et ho d is m ore reliab le.

B. Recognition of Prior Learning procedure and Progression Arrangements


In ad d it ion t o t he t r an slat ion o f em p loyees, t he f o llow ing Recogn it ion o f Pr io r Learn ing

p roced ure and Progression ar rangem ent s w ill also con t inue t o h ave ap p licat ion as

p ar t o f t he ongo ing Aw ard Rest ruct ur ing ar ran gem ent s:

Recognition of Prior Learning procedure: RPL is a p rocess f o r recogn ising cur ren t skills

and know led ge, w h ich m ay have b een acq u ired t h rough f o rm al o r in f o rm al t r ain ing

(in ind ust ry and/or ed ucat ion ), w ork exp er ience and /o r lif e exp er ience, and w h ich can

b e assessed against est ab lished and f o rm alised learn ing out com es. RPL sh all on ly b e

gran t ed f o r p rogressio n p urp oses in cases w h ere t he skills an d know led ge claim ed are

req u ired b y t he em p lo yer an d req u ired b y t h e ind ivid ual t o p er f o rm t he d ut ies and

resp onsib ilit ies o f t heir job .

The Jo b Pro f ile f o r each p osit ion out lines t he sp ecif ic t asks and resp onsib ilit ies o f a job

and t heref o re t he skills and know led ge req u ired o f an ind ivid ual com p et en t ly

p er f o rm ing t he job w it h in t he m ore gener ic Career Pat h grad e d escr ip t ion . The RPL

exercise w ill est ab lish t he m ost ap p rop r iat e Salary Po in t w it h in t he Grad e on t he b asis

o f t he ind ivid ual’s skills an d know led ge in d irect com p ar ison w it h t he job

req u irem en t s out lin ed in t h e Job Pro f ile.

Progression: Any salar y p rogression b eyon d t r anslat ion w ill req uire one o f t he

f o llow ing:

gain ing new skills in acco rd ance w it h an Ap p ro ved Train ing Plan

reclassif icat ion t o a h igher grad e

ap p o in t m en t t o an ad ver t ised p osit ion w it h a h igher Agreem en t classif icat ion

Recogn it ion o f Pr io r Learn ing on t he b asis o f t he d em onst rat ion o f skills

acq uired an d req uired t o b e used w it h in t he grad e.

Training Outcomes

No t all t r ain ing w ill q ualif y f o r p ay p rogressio n p urp oses. Sub ject t o t he p rovisions o f

t he Backf illing (Train ing) Agreem en t , t he f o llow ing range o f t rain ing t yp es is

envisaged :

1. Training for future performance (Career Development): Em p loyees m ay und er t ake t r ain ing

f o r t heir p ersonal d evelop m en t and t o b et t er p osit ion t hem selves f o r f u t ure career

op p or t un it ies. Fo r exam p le, an em p loyee w o rking as an Ad m in ist r at ive Em p loyee m ay

st ud y f o r a Bachelo r o f Business and u lt im at ely m ove in t o a p osit ion as an Accoun t an t .

Such vo lun t ary t r ain ing m ay receive sup p o r t f o r inst ance in t he f o rm o f st ud y

assist ance, sub ject t o m anagem ent ap p roval, and t h is t r ain ing m ay no t result in

im m ed iat e p ay p rogression .

2. Training to maintain current competencies: Em p loyees m ay b e req u ired t o und er t ake

t r ain ing t o keep t heir skill levels cur ren t w it h t echno logy, w o rk p ract ices and saf et y

need s; eg. new so f t w are releases, annual r esuscit at ion t r ain ing. Th is t r ain ing m ay no t

result in p ay p rogressio n .

3. Training to meet requirements of current pay level: Where an em p loyee could reason ab ly

b e exp ect ed t o und er t ake sp ecif ic t asks as p ar t o f t he job /salary p o in t and is unab le t o

d o so , t r ain ing m ay b e necessary t o b r ing t he em p loyee’s skill levels up t o t h e

st and ard no rm ally req uired o f t he p o sit ion /salary p o in t and t hus t rain ing m ay no t

result in p ay p rogression . Where an em p loyee has p rogressed t o t h e m axim um Salary

Po in t o f t he Career Pat h grad e and req u ires f ur t her t r ain ing w h ich is no t associat ed

w it h changes t o job d esign suf f icien t t o w ar ran t reclassif icat ion o f t h e jo b t o a h igh er

grad e, t r ain ing m ay no t r esult in p ay p rogression .

4. Training to extend competency to meet expanded job requirements: Where job red esign h as

occur red in acco rd ance w it h En t erp r ise Career Pat h s and Job Pro f ile Req u irem en t s,

Ap p roved Train ing Plans m ay b e d evelo p ed t o p rovid e t r ain ing lead ing t o

new /ad vanced com p et encies and sub seq uen t p ay p rogression .


Approved Training Plan Guidelines

An approved training plan shall be available to each employee who is in a classification where further progression is available through skills development. The mutual needs of the industry and its employees will be considered in respect to the development of Approved Training Plans in order to provide the skills and competencies to meet work requirements.

An Ap p roved Train in g Plan (ATP) w ill b e availab le f o r any em p loyee in a job w here t he

d evelop m en t o f ad d it ional skills and know led ge is req uired . Such p lans w ill id en t if y

p rogression ar rangem ent s, t h e t r ain ing t o b e com p let ed , t he agreed nom inal t im e f o r

und er t aking and com p let ing t he t rain in g and any p rovisions o r ar rangem ent s f o r

t r ain ing t im e o r leave f o r t rain ing p urp o ses. Ap p roved Train in g Plans w ill b e

d evelop ed an d agreed b y t he em p loyee and t he p erson nom inat ed b y m anagem ent

as t he em p loyee’s ‘Sup erviso r ” f o r t h is p urp o se.

As sp ecif ically agreed b et w een t he Ind ust r ial Par t ies w it h r esp ect t o nom inat ed

ad m in ist r at ive/cler ical p osit ions, such p osit ions m ay b e id en t if ied as no t r eq u ir ing

d evelop m en t o f skills eq u ivalen t t o p aym en t at Salary Po in t 5.1, and p rogression

t h rough an Ap p roved Train ing Plan m ay no t b e availab le in t hese cases.

The Career Pat h Fram ew ork is b ased on t he f o llow ing t r ain ing gu id elines:

1. Ap p roved Train ing Plans on ly enab le p ro gressio n w it h in t he lim it s im p osed b y t he

Agreem en t Classif icat io n and t he Career Pat h grad e o f t he jo b (i.e. job size)

2. If a job ch anges over t im e t o t he ext en t t hat it s t o t al value/size w ar ran t s re-

assessm en t , t h en job evaluat ion m et hod s w ould b e req u ired t o d e t erm ine w het h er

reclassif icat ion o f t he job t o a h igher grad e w as w ar ran t ed .

3. Train ing includ ed in Ap p roved Train ing Plans should result in changes/red esign o f t he

job /w ork p er f o rm ed .


EXPLANATION OF DOCUMENT FORMAT

CAREER PATH TITLE

Career Path Grade

GRADE 1

Salary Points GRADE 2 GRADE 3 GRADE 4 GRADE 5 GRADE 6

ENTRY REQUIREMENTS:

An exp lanat ion o f how en t ry in t o t h is Grad e is ach ieved . Th is m ay b e f o r exam p le,

t h rough ap p o in t m en t t o a vacan t p osit ion o r p rogression in t o t he Grad e via an

Ap p roved Train ing Plan .

Where an increase in w ork/job value is id en t if ied and reclassif icat ion o f an exist ing

occup ied p osit ion (s) is ap p roved , t hen select ion m ay b e m ad e f rom elig ib le em p loyees

w it h in a w ork group o r w ork locat ion f o r p ro gression t h rough an Ap p roved Train ing

Plan t o t he h igher classif icat ion .

MAIN FUNCTIONS/BROAD COMPETENCIES:

St at em en t s in italics are ext ract s f rom t he relevan t sect ion o f t he Aw ard .

Ot her st at em en t s out line t he t yp ical t asks an d resp onsib ilit ies an em p loyee in t h is Grad e

m ay b e req u ired t o un d er t ake. Th is list is no t exhaust ive, an d t he em p loyee m ay b e

exp ect ed t o un d er t ake o t her t asks in line w it h t he em p loyee’s t r ain ing , exp er ience

and resp onsib ilit ies.

Hay Po in t s evaluat ion b ound ar ies d et erm ine t he Grad e on ly o f a job , no t t he Salary Po in t

w it h in t he Grad e.

MINIMUM QUALIFICATIONS/TRAINING:

Th is d escr ib es t he m in im um cer t if icat ion /q ualif icat ions an d m od ules o f st ruct ured

t r ain ing, o r eq uivalen t , t hat w ould b e req u ired f o r en t ry in t o t h is Grad e.

TYPICAL TRAINING MENU FOR PROGRESSION WITHIN THIS GRADE THROUGH AN APPROVED TRAINING PLAN:

Th is is a non -exhaust ive list o f t he t yp es o f t r ain ing courses f rom w h ich an em p loyee and

t heir sup erviso r m igh t select , in ’ d evelop ing an Ap p roved Train ing Plan f o r

p rogression w it h in t h is Grad e. Select ion o f m od ules w ill b e m ad e w here t he ad d it ion

and d evelop m en t o f a skill w ill b e ap p lied in t he job and w ill lead t o changes in t asks

p er f o rm ed . Mod ule eq uivalen t values h ave no t b een id en t if ied f o r all courses. A

t r ain ing course m igh t also b e select ed f rom t he Typ ical Train in g Menu f o r a low er

Grad e, o r f rom ano t her source id en t if ied as req uired f o r enhanced jo b p er f o rm ance.


SKILLS DEVELOPMENT OPPORTUNITIES

ADMINISTRATIVE EMPLOYEE

STREAM /AGREEMENT LEVEL

Career Path/Level DESCRIPTION

ADMINISTRATIVE EMPLOYEE LEVEL 11 Salary Points 14.0 - 14.3

GRADE 11

Techn ical exp er t o r sen io r

ad m in ist r at o r w ho exercises

resp onsib ilit y , in it iat ive & creat iv it y

in m anaging w ork.


GRADE 10

High level o f accoun t ab ilit y , ad vanced

know led ge & un d erst and in g,

sub st an t ial resp onsib ilit y f o r t he

out p ut o f o t hers.


GRADE 9

Accep t resp onsib ilit y f o r t echn ical

exp er t ise, p lann in g & sup ervision , &

is sub st an t ially acco un t ab le f o r

out p ut .


GRADE 8

Work w it h lim it ed d ir ect ion , p rep are

p o licy, set p r io r it ies & sup ervise

st af f & d isp lay ad vanced

b ehavioural skills.

ADMINISTRATTVE EMPLOYEE LEVEL 7 Salary Points 9.0 - 10.3

GRADE 7

Ap p ly t ech ’1 p r incip les, p rep are

p roced ures, an alyse in f o ., oversee

t he w ork o f o t hers & d isp lay

ap p rop r iat e b ehavioural skills.

ADMINISTRATIVE EMPLOYEE LEVEL 6

Salary Points 7.0 - 8.2

GRADE 6

Work w it h lim it ed sup ervision , exercise

d iscret ion , sup ervise o t hers, p lan &

o rgan ise t he w ork o f a t eam o r o f

self .



GRADE 5

Work w it h general sup ervision ,

exercise d iscret ion , sup ervise

o t hers & p rovid e

guid ance/assist ance w it h relevan t

skills.

ADMINISTRATIVE GRADE 4 Work und er general d ir ect ion , exercise


EMPLOYEE LEVELS 415


d iscret ion , w o rking ef f ect ively as

an ind ivid ual o r as a t eam m em b er .

ADMIN1STRATIVE EMPLOYEE LEVEL 3


GRADE 3

Provid e sp ecif ic sup p or t und er general

sup ervision w h ilst exercising som e

d iscret ion .



GRADE 2

Per f o rm general cler ical sup p or t und er

rout ine sup ervision & w it h in

est ab lished gu id elines.

ADMINISTRATIVE EMPLOYEE LEVEL 1(b)


GRADE 1 (b)

Per f o rm rout ine, p red ict ab le,

rep et it ive & p roced uralised t asks

w it h close sup ervision .

ADMINISTRATIVE EMPLOYEE LEVEL 1(a) Salary Point 0.0

GRADE 1 (a)

Com p let e st ruct ured in d uct ion

t r ain ing w it h in 3 m on t hs o f

ap p o in t m en t .


A


Grade 1 (a)

GRADE 1 (a)

Salary Point 0.0

GRADE

1 (B)

GRADE

2

GRADE

3

GRADE

4

GRADE

5

GRADE

6

GRADE

7

GRADE

8

GRADE

9

GRADE

10

GRADE

11

ENTRY REQUIREMENTS:

Ap p o in t m en t w ill b e sub ject t o availab ilit y o f p osit ions in t he En t erp r ise and select ion

p roced ures.


An Administrative Employee Level 1 (a) shall mean an employee not elsewhere defined, who is undertaking structured training so as to enable the employee to perform duties associated with clerical functions. An employee at this level works under direct supervision and performs routine duties.

The st ruct ured t rain in g m ay consist o f on -t he-job an d o f f -t he-jo b com p onen t s. An

em p loyee at t h is level w ill b e exp ect ed t o have b asic lit eracy and num eracy skills. They

w ill have t he ab ilit y t o p er f o rm rout ine, p red ict ab le and p roced uralised t asks w it h

m in im um er ro r and w it h in est ab lished t im ef ram es. The em p loyee m ay b e exp ect ed t o

w ork as a m em b er o f a t eam .


Grad e 10 level o f ed ucat ion o r eq u ivalen t .


The em p loyee sh all un d er t ake en t erp r ise sp ecif ic ind uct ion t rain ing . Structured training shall

be completed within 3 months of appointment to this level, as req u ired and agreed . and m ay

includ e inst ruct ion in t he f o llow ing areas:

Co rp o rat e ind uct ion p rogram

Work sch ed uling an d t im e m anagem ent

Basic com p ut er op erat ion

Keyb o ard t echn iq ues

Em ergency p roced ures

In t rod uct ion t o Workp lace Healt h & Saf et y

Ad m in ist r at ion ; eg . Tim esheet s; Cond it ions o f w ork



Grade 1 (b)

GRADE

1

(a)

GRADE

1 (b)

Salary Point

1.0-1.7

GRADE

2

GRADE

3

GRADE

4

GRADE

5

GRADE

6

GRADE

7

GRADE

8

GRADE

9

GRADE

10

GRADE

11

ENTRY REQUIREMENTS:

Aw ard p rovid es f o r p rogression f rom Grad e 1(a) t o Grad e 1(b ) t h rough ap p roved

st r uct ured t r ain ing, w it hout un d er t aking select ion p roced ures.


An employee at this level possesses competencies which enables the employee to: perform routine, predictable, repetitive and proceduralised tasks and work under direct supervision. The employee will exercise judgement within the employee’s level of skill and training and understand basic quality control/assurance procedures. The employee will understand and utilise basic literacy and numeracy skills; commensurate with the employee’s training, experience and responsibilities.

An em p loyee at t h is level m ust b e com p et en t in t he use o f sim p le o f f ice eq u ip m en t and

t he ap p licat ion o f sim p le w o rk p ract ices relevan t t o t he w ork und er t aken . The

em p loyee m ay w ork in a var iet y o f ro les p er f o rm ing b asic cler ical t asks, w h ich m ay

includ e rout ine d at a en t ry and keyb oard in g, m ail and reco rd s p rocessin g/d ist r ib u t ion ,

f iling , b asic accoun t ing, p ho t ocop ying an d d ocum en t p rod uct ion , in t rod uct o r y

com p ut ing and rout in e p urchasin g. Wh ilst t here is lit t le sco p e f o r d eviat ing f rom

est ab lished ro ut in e p roced ures, t asks m ay b e m ixed t o p rovid e a var iet y o f w o rk

exp er iences. The em p loyee w ould no rm ally b ecom e com p et en t in ind iv id ual t asks

af t er a lim it ed p er iod o f t r ain ing , eit her on o r o f f -t he-job .


Grad e 10 level o f ed ucat ion o r eq u ivalen t p lus en t erp r ise sp ecif ic in d uct ion t r ain ing .


Progression t h ro ugh t h is Grad e f rom Salary Po in t 1.0 t o Salary Po in t 1.7 w ill req uire t he

successf u l com p let ion o f 8 m od ules v ia an ATP.

St ruct ured t r ain ing m ay includ e in st ruct ion in t he f o llow in g skill areas:

Work sch ed uling & t im e m anagem ent

Basic com p ut er op erat ion

Keyb o ard t echn iq ues

In t rod uct ion t o Workp lace Healt h & Saf et y

Mail hand ling

Record s h and ling

Rout in e o f f ice eq u ip m en t use an d op erat ion

Of f ice ro le and f unct io ns

Cash con t ro l


Workp lace com m un icat ions - t elep hone, f ace t o f ace, p ro f o rm as

Basic f in ance includ ing f inance source d ocum en t at ion

Work environm en t

In t rod uct ion t o q ualit y p ract ices

Select ion o f m od ules f o r p rogression w it h in t h is Grad e m ay also includ e o t her

ap p rop r iat e m od ules.


Grade 2

GRADE

1

(a)

GRADE

1 (b )

GRADE 2

Salary Point

2.0-2.

GRADE

3

GRADE

4

GRADE

5

GRADE

6

GRADE

7

GRADE

8

GRADE

9

GRADE

10

GRADE

11

ENTRY REQUIREMENTS:

Agreem en t p rovid es f o r p rogression f rom Grad e 1(b ) t o Grad e 2, t h rough annually

ap p roved st r uct ured t r ain ing, w it hout und er t aking select ion p roced ures.


An employee at this level possesses competencies which enables the employee to: provide clerical support within Sections/Departments. The employee is responsible for the quality of the employee’s own work and works under routine supervision either individually or in a team environment. The employee will exercise judgment within the employee’s level of skills and training and work in conformity with established rules, and/or guidelines. The employee may assist new staff and trainers

by providing guidance and advice and use, numeracy and equipment skills: commensurate with the employee’s training, experience and responsibilities.

An em p loyee at t h is level w ill b e com p et en t in t he use o f a r ange o f sim p le o f f ice

eq u ip m en t and t echn o logies an d w ill b e ab le t o com p et en t ly ap p ly relevan t r u les,

regulat ions, guid elin es and w o rk p ract ices. An em p loyee at t h is level w ill b e cap ab le o f

ad ap t ing t o a var iet y o f cler ical ro les. These m ay includ e d at a en t ry and keyb o ard ing ,

m ail and reco rd s p rocessing/d ist r ib ut ion , f iling, r eceip t ing , b asic accoun t ing,

p ho t ocop yin g an d d ocum en t p rod uct io n , com p ut ing ap p licat ions (d at ab ase,

sp read sheet , w ork p rocessing), rout ine p urchasing, p rop er t y services, p aym en t s,

p ayro ll and cust om er services.


8 ap p ro p r iat e m od ules o f t rain in g, o r eq u ivalen t , in ad d it ion t o t he req uirem en t s f o r

en t ry in t o Ad m in ist r at ive Em p loyee Grad e 1.


Progression t h rough t h is Grad e, f rom Salar y Po in t 2.0 t o Salary Po in t 2.7 w ill r eq u ire t h e


Draf t sim p le b usin ess co r resp ond ence

Recep t ion p ro t oco l

Record s p rocessing


Workp lace Healt h & Saf et y

Non -rout ine o f f ice eq u ip m en t use & op erat ion

Keyb o ard sp eed & accuracy

Basic w ord p rocessing

Dat ab ase f und am ent als

Sp read sheet f und am en t als

Bookkeep ing - accoun t s receivab le & accoun t s p ayab le

Bookkeep ing - general led ger

Team com m un icat ions

Im p lem en t ing q ualit y p ract ices




Grade 3

GRADE

1

(a)

GRADE

1 (b )

GRADE

2

GRADE 3

Salary Point

3.0-3.7

GRADE

4

GRADE

5

GRADE

6

GRADE

7

GRADE

8

GRADE

9

GRADE

10

GRADE

11

ENTRY REQUIREMENTS:

Aw ard p rovid es f o r p rogression f rom Grad e 2 t o Grad e 3 t h rough annually ap p roved

st r uct ured t r ain ing w it hout un d er t aking select ion p roced ures.


An employee at this level possesses competencies which enables the employee to: fulfil a general support function within the workplace. The employee will be responsible for ensuring the quality of the employee’s own work and will work under general supervision. The employee will assist in the provision of on-the-job training to a limited degree and exercise appropriate keyboard skills (where relevant) at a level higher than an employee at Level 2. The employee understands relevant organisational structure, procedure and policy and exercises discretion although knowledge required to perform work is usually relative to precedents, guidelines, procedures, regulations and instruction; commensurate with the employee’s training, experience and responsibilities.

An em p loyee at t h is level w ill b e com p et en t in t he use o f a r ange o f o f f ice eq uip m en t

and t echno logies an d w ill com p et en t ly ap p ly relevan t w ork p ract ices, w it h d et ailed

inst ruct ion no t alw ays necessary. Th is level encom p asses a ran ge o r com b inat ion o f

op erat ional and ad m in ist r at ive act iv it ies w h ich req uire t he ap p licat ion o f skills and

com p et encies in o f f ice w ork an d a general know led ge o f t he w ork t o b e p er f o rm ed .

Dut ies at t h is level m ay includ e d at a en t ry and keyb oard ing, m ail and reco rd s

p rocessin g/d ist r ib u t ion , f iling , receip t ing , accoun t ing , p rod uct ion cop ying an d

p r in t ing , com p ut ing , ap p licat ions (d at ab ase, sp read sheet , w ork p rocessing), b asic

w arehousing and sup p ly.






Progression t h rough t h is Grad e f rom Salary Po in t 3.0 t o Salary Po in t 3.7 w ill req u ire

t he successf u l com p let ion o f 8 m o d ules v ia an ATP.

Draf t sim p le b usin ess co r resp ond ence

Recep t ion p ro t oco l

Record s p rocessing & m ain t enance

Non -rout ine o f f ice eq u ip m en t use & op erat ion

Keyb o ard sp eed & accuracy

Basic w ord p rocessing

Dat ab ase f und am ent als

Sp read sheet f und am en t als

Bookkeep ing

Basic w arehousing and sup p ly

Select ion o f m od u les f o r p rogression w it h in t h is Grad e m ay also includ e o t her




Grade 4

GRADE

1

(a)

GRADE

1 (b )

GRADE

2

GRADE

3

GRADE 4

Salary Point

4.0-5.2

GRADE

5

GRADE

6

GRADE

7

GRADE

8

GRADE

9

GRADE

10

GRADE

11

ENTRY REQUIREMENTS:

Agreem en t p rovid es f o r p rogression f rom Grad e 3 t o Grad e 4, Salary Po in t 5.1, t h rough

annually ap p roved st r uct ured t r ain ing , w it h out und er t akin g select ion p roced ures.

Progression f rom Salary Po in t 5.1 t o 5.2 w ould b e b y an Ap p ro ved Train ing Plan .

Progression b eyond Grad e 4 w ill b e b y ap p o in t m en t sub ject t o t he Energex select ion

p roced ures and t he p o sit ion ’s evaluat ed salary r ange.


An employee at this level possesses competencies which enables the employee to: perform work under general direction, either individually or in a team environment. The employee will undertake a range of duties requiring judgement, liaison and communication within the organisation and other interested parties and perform planning and co-ordination tasks as required. The employee will provide training and guidance as required and understand and apply quality systems and be able to inspect products and/or materials for conformity with established operational standards. The employee will be required to exercise discretion within the scope of this level and exercise good interpersonal and communications skills; commensurate with the employee’s training, experience and responsibilities.

As an em p loyee d evelop s f u r t her com p et encies in p ro g ression p ast Salary Po in t 4.2, m o re

com p lex t asks and resp onsib ilit ies w ould b e allocat ed , w h ich m ay b e d escr ib ed as:

An employee at this level possesses competencies which enables the employee to: exercise discretion within the scope of this level and work under general supervision, either individually or in a team environment. The employee will understand and implement quality systems and exercise initiative in the application of established work procedures. The employee will perform supervisory functions within the scope of this level and assist subordinate staff with on-the-job training; commensurate with the employee’s training, experience and responsibilities.

An em p loyee at t h is level w ill b e w orking und er general sup ervision w it h checking relat ed

t o overall p rogress b ut m ay t ake t he f o rm o f b road gu id ance and aut onom y w here

w orking in t eam s is req uired . Resp onsib ilit y f o r t he w ork o f o t hers m ay b e invo lved

and t eam co -o rd inat io n m ay b e req u ired . Wo rk at t h is level invo lves t he ap p licat ions

o f know led ge w it h so m e d ep t h in som e areas and a b road range o f skills. There m ay

b e a range o f t asks an d ro les in a var iet y o f con t ext s, w it h som e com p lexit y in t h e

ext en t and cho ice o f act ions req u ired . Wh ilst t asks are no rm ally w it h in rout ines,

m et hod s and p roced ures, som e d iscret ion an d jud gem ent is req u ired in t he select ion

o f eq u ip m en t , w ork o rgan isat ion , services, act ions and ach ieving out com es w it h in

t im e const rain t s. So lut ions t o com p lex p rob lem s generally can b e f ound in

d ocum en t ed p reced en t s. There is sco p e f o r exercisin g in it iat ive in t he ap p licat ion o f

est ab lished w ork p ract ices and p roced ures.

As t he em p loyee d evelop s f ur t her com p et encies, m ore com p lex t asks cover ing a b ro ad er

range m ay b e und er t aken . Work is likely t o b e w it hout sup ervision w it h general

guid ance on p rogress and out com es sough t .



Grade 4

GRADE

1

(a)

GRADE

1 (b )

GRADE

2

GRADE

3

GRADE 4 Salary Point

4.0-5.2

GRADE

5

GRADE

6

GRADE

7

GRADE

8

GRADE

9

GRADE

10

GRADE

11




An em p loyee w it h a relevan t Cer t if icat e IV b ut w it hout relevan t w ork exp er ience en t ers

at Salary Po in t 4.0.

An em p loyee, t rained w it h in Transm ission & Sup p ly on an Ad m in ist rat ive Cer t if icat e

t r aineesh ip (t r ad e ap p ren t ice eq u ivalen t ), shall have a m in im um en t r y o f Salary Po in t

4.0 (if ap p o in t ed p erm anen t ly af t er com p let ion o f t heir Traineesh ip ); t he em p loyee

w ill b e g iven t he op p o r t un it y t o com p let e f ur t her t r ain ing t o Salary Po in t 5.1 w it h in 2

years o f ap p o in t m en t .

An em p loyee, t rained w it h in ano t her Ind ust ry on an Ad m in ist r at ive Cer t if icat e

t r aineesh ip (t r ad e ap p ren t ice eq u ivalen t ), shall have a m in im um en t r y o f Salary Po in t

4.0; t he em p loyee w ill b e g iven t he o p p or t un it y t o com p let e f u r t her t r ain ing t o Salary

Po in t 5.1 w it h in 3 years o f ap p o in t m en t .

An em p loyee w it h a relevan t Ad vanced Dip lom a b ut w it hout relevan t w ork exp er ience

m ay en t er at Salary Po in t 5.0.

A p ara-p ro f ession al em p loyee, t r ained w it h in a p ara-p ro f essional t raineesh ip , shall h ave a

m in im um en t ry Salary Po in t o f 5.2 (if ap p o in t ed p erm anen t ly af t er com p let ion o f t he

t r aineesh ip ).


Progression t h ro ugh t h is Grad e f rom Salary Po in t 4.0 t o Salary Po in t 5.2 w ill req uire t he


Business co r resp ond en ce p rep arat ion

Record s and arch ival m anagem ent

Clien t in t eract ion

Nego t iat ion skills

Com p lex o f f ice eq u ip m en t

Working ef f ect ively w it h t eam s

Com p ut er ised accoun t s p ayab le an d receivab le an d general led ger

Sp read sheet op erat ion s

Dat ab ase op erat ions.

Deskt op p ub lish ing

In t egrat ed so f t w are p ackages


Com p ut er ised p ayro ll

Ad vanced w ord p rocessing

Warehousing and sup p ly

Travel

Lib rary o rgan isat ion

Inst ruct ional skills





Grade 5

GRADE

1

(a)

GRADE

1 (b )

GRADE

2

GRADE

3

GRADE

4


6.0-6.2

GRADE

6

GRADE

7

GRADE

8

GRADE

9

GRADE

10

GRADE

11

ENTRY REQUIREMENTS:

Ap p o in t m en t t o Grad e 5 w ill b e sub ject t o availab ilit y o f p osit io ns in t he En t erp r ise,

ad ver t isem en t an d o p en select ion p roced ures.


An employee at this level possesses competencies which enables the employee to: exercise discretion within the scope of this level and work under general supervision, either individually or in a team environment. The employee will understand and implement quality systems and exercise initiative in the application of established work procedures. The employee will perform supervisory functions within the scope of this level and assist subordinate staff with on-the-job training; commensurate with the employee’s training, experience and responsibilities.

An em p loyee at t h is level usually w orks und er general d irect ion w it h in clear gu id elines

and est ab lished w ork p ract ices and p r io r it ies, in f unct ions w h ich req uire t h e

ap p licat ion o f know led ge, skills and t echn iq ues ap p rop r iat e t o t he w ork area.

Com p et ency at t h is level invo lves t he ap p licat ion o f know led ge w it h d ep t h in som e

areas and a b road range o f skills. There is a w id e range o f t asks and ro les in a var iet y o f

con t ext s, w it h com p lexit y in t he range and cho ice o f act ions req u ired .

The em p loyee m ay sup ervise and t r ain sub o rd in at e st af f in t he use o f a r ange o f o f f ice

eq u ip m en t , t echno logies and t he ap p licat ion o f relevan t w o rk p ract ices. Areas o f

act iv it y at t h is level m ay includ e cust om er relat ions, m ain t en ance o f o f f ice eq u ip m en t

m ain t ain ing a reco rd s m anagem ent syst em , com p lex w o rd p rocessing, receip t ing o f

good s and services, accoun t ing services, p rod uct ion cop ying ar id p r in t ing , com p ut ing

ap p licat ions (d at ab ase. sp read sheet ), hum an reso urce sup p o r t , ad m in ist er accoun t ing

schem es, p ro ject m anagem ent so f t w are.

Th is Grad e eq uat es t o a Hay evaluat ion w it h in t he range o f 138-183 p o in t s.


6 ap p ro p r iat e m od ules o f t rain in g, o r eq u ivalen t , in ad d it ion t o t he re q uirem en t s f o r

en t ry t o Ad m in ist rat ive Em p loyee Grad e 4.

No t e: The em p loyee m ay b e on an Ap p roved Train ing Plan lead ing t o t he com p let ion o f a

relevan t Ad vanced Dip lom a.



Grade 5

GRADE

1

(a)

GRADE

1 (b )

GRADE

2

GRADE

3

GRADE

4


6.0-6.2

GRADE

6

GRADE

7

GRADE

8

GRADE

9

GRADE

10

GRADE

11



t he successf u l com p let ion o f 3 m o d ules v ia an ATP.

Com p ose com p lex b usiness co r resp ond ence

Cond uct m eet ings and w orkshop s

Clien t in t eract ion

Of f ice sup ervision

Basic accoun t ing rep o r t s

Com p ut er g rap h ics

Ad vanced d eskt op p ub lish in g

Elect ron ic o f f ice p roced ures

Fin ancial sp read sheet s

Com p lex w ord p rocessing

Ad vanced w arehousin g an d sup p ly

Lib rary o rgan isat ion

Coach ing





Grade 6

GRADE

1 (a)

GRADE

1 (b )

GRADE

2

GRADE

3

GRADE

4

GRADE

5


7.0-8.2

GRADE

7

GRADE

8

GRADE

9

GRADE

10

GRADE

11

ENTRY REQUIREMENTS:

Ap p o in t m en t t o Grad e 6 w ill b e sub ject t o availab ilit y o f p osit ions in Energex,



An employee at this level possesses competencies which enables the employee to: provide guidance and assistance and undertake supervisory responsibilities as part of the function and assist in the provision of training, in conjunction with supervisors and trainers. The employee will work under limited supervision, exercise discretion within the scope of this level and understand and implement quality systems; commensurate with the employee’s training, experience and responsibilities.

An em p loyee is r eq u ired t o h ave a so und know led ge o f p rogram , act ivit y, p o licy o r

service asp ect s o f w ork p er f o rm ed w it h in a f unct ion al elem en t o r a num b er o f w ork

areas. The w ork m ay cover a range o f t asks associat ed w it h p ro gram , act ivit y o r

service d elivery t o clien t s o r o t her in t erest ed p ar t ies o r ad m in ist r at ive sup p o r t t o

sen io r em p loyees. Th is m ay includ e co llect in g and an alysing d at a and in f o rm at ion an d

p rep ar ing rep o r t s, p ub licat ions, p ap ers an d sub m ission s includ ing f ind ings and

recom m end at ions.





Not e: The em p loyee m ay b e on an Ap p roved Train ing Plan lead ing t o t he com p let ion o f a

relevan t Ad vanced Dip lom a. TYPICAL TRAINING MENU FOR PROGRESSION WITHIN THIS GRADE THROUGH AN APPROVED TRAINING PLAN:


t he successf u l com p let ion o f 6 m od ules via an ATP.

Ad vanced com m un icat ion

Market ing t echn iq ues

Presen t at ion t echn iq ues

Team lead ersh ip

In t erp erson al lead ersh ip

Ad vanced nego t iat ions

Man agem ent p r incip les

Organ isat ion and p lann ing

Prob lem so lv ing an d d ecision m aking

Train ing w ill also includ e m od ules d irect ly relevan t t o t he ind iv id ual’s chosen career , eg.


Hum an Reso urce Man agem ent , Financial Managem ent , In f o rm at ion Man agem ent ,

Com p ut in g an d Techno logy, Mat er ials Managem ent . et c. Select ion o f m od ules f o r

p rogression w it h in t h is Grad e m ay also includ e o t her ap p ro p r iat e m od ules.



Grade 7

GRADE

1

(a)

GRADE

1 (b )

GRADE

2

GRADE

3

GRADE

4

GRADE

5

GRADE

6


9.0-10.3

GRADE

8

GRADE

9

GRADE

10

GRADE

11

ENTRY REQUIREMENTS:




An employee at this level possesses competencies which enables the employee to: undertake work in relation to established priorities and work practices and undertake activities of a technical/specialist or detailed nature. The employee has an overall knowledge and understanding of the operating principle of the systems and equipment on which the employee is required to carry our their tasks and assists in the preparation of procedural guidelines, the employee can research and prepare papers, reports, and draft complex correspondence and interpret and analyse information. The employee oversees and co-ordinates the work of subordinate staff and assists in the provision of training to employees in conjunction with supervisors/trainers; commensurate with the employee’s training, experience and responsibilities.

An em p loyee at t h is level is an ad vanced skilled aut onom ous w o rker w it h t h e know led ge,

skills and cap acit y f o r self -d irect ed ap p licat ion using a h igh d egree o f t echn ical

com p et ence w it h sub st an t ial d ep t h in som e areas. The em p loyee w ill also ap p ly a

range o f ad m in ist r at ive and o t her skills t o t asks, ro les and f unct io ns in b o t h var ied

and h igh ly sp ecif ic con t ext s. Com p et encies are no rm ally used ind ep end en t ly an d b o t h

rout inely and non -ro ut inely. Jud gem ent is req uired in p lann in g an d select ing

ap p rop r iat e eq u ip m en t , services, t echn iq ues and w ork o rgan isat ion f o r self and

o t hers.

The em p loyee w ill b e exp ect ed t o research an d p rep are p ap ers, rep o r t s and o t her f o rm s

o f com p lex co r resp on d ence, assist in t he p rep arat ion o f p roced ural guid elines, and

in t erp ret and an alyse in f o rm at ion relevan t t o t he w o rk in hand . The em p loyee w ill

oversee and co -o rd inat e t he w ork o f sub ord in at e st af f and p ossess o verall know led ge

o f eq uip m en t and relevan t w o rk p ract ices necessary t o ach ieve t heir w ork g oals.

Assist in t he p rovisio n o f on -t he-job Train ing o f o t hers. More com p lex t asks and

f ur t her ind ep end ence in d ecision m aking w ill b e allocat ed as com p et ency increases.


MINIMUM QUALIFICATIONS/TRANING:

6 m od ules o f relevan t t rain ing , o r eq u ivalen t in ad d it ion t o t he req u irem en t s f o r en t ry t o

Ad m in ist r at ive Em p loyee Grad e 6.

No t e: The em p loyee m ay b e on an Ap p roved Train ing Plan lead ing t o t he com p let ion o f

an relevan t Ad vanced Dip lom a.

TYPICAL TRAINING MENU FOR PROGRESSION WITHIN THIS GRADE THROUGH AN APPROVED TRAINING PLAN;

Progression t h rough t h is Grad e f rom Salary Po in t 9.0 t o Salary Po in t 10.7 w ill req u ire t he


successf u l com p let ion o f 15 m o d ules v ia an ATP.

Pro ject m an agem en t

Qualit y assurance

Risk m an agem ent

Ef f ect ive m anagem en t p r incip les

Relevan t leg islat ion eg. Freed om Of In f o rm at ion ; An t i -Discr im in at ion

Business and st r at egic p lann in g

Train ing w ill also includ e m od ules d irect ly relevan t t o t he ind iv id ual’s chosen c areer , eg.


Com p ut in g and Techno logy, Mat er ials Managem ent . et c.





Grade 8

GRADE

1

(a)

GRADE

1 (b )

GRADE

2

GRADE

3

GRADE

4

GRADE

5

GRADE

6

GRADE

7


11.0-11.5

GRADE

9

GRADE

10

GRADE

11

ENTRY REQUIREMENTS:

Ap p o in t m en t t o Grad e 8 w ill b e sub ject t o availab ilit y o f p osit io ns in Energex, ad ver t isem en t and

op en select ion p roced ures.

MAIN FUNCTIONS/BROAD COMPETENC1ES:

An employee at this level possesses competencies which enables the employee to: operate under limited direction in relation to priorities and prepare detailed reports and carry out investigations on complex equipment as directed or within the scope of discretion at this level. The employee can apply advanced knowledge and understanding of the principles of the range of systems and/or equipment on which the employee may be involved, and perform maintenance planning and predictive maintenance work for systems and equipment. The employee will prepare documentation for policy decision, complex correspondence and the like and set priorities and achieve objectives, monitor work flow and manage staff resources to meet objectives. The employee will assist in the provision of training to employees in conjunction with supervisors/trainers, commensurate with the employee’s training, experience and responsibilities.

An em p loyee at t h is level is a skilled aut onom ous w orker ab le t o m ake use o f a h igh level o f

t heo ret ical and ap p lied know led ge. The em p lo yee w ill un d er t ake a range o f h igh ly resp onsib le

d ut ies w h ich m ay includ e: p lann ing/d esign f unct ions, analysis/so lv ing id en t if ied p ro b lem s,

im p lem en t ing innovat ive w ork p ract ices, evaluat ing f easib ilit y o f p rop osals, im p lem en t ing

p lans, p rogram m ing sect ion /d ep ar t m en t w o rks, m aking t echn ically and econom ically so und

d ecisions t o req uired st and ard s, nego t iat ing w it h clien t s, sup p lier s, consult an t s and

con t ract o rs, an d sup ervision o f con t ract ed services.

An em p loyee at t h is level w ill b e exp ect ed t o p rep are d et ailed rep o r t s and co m p lex

co r resp ond ence, and car ry ou t invest igat ion s as d ir ect ed . They w ill p rep are d ocum en t s f o r

p o licy d ecision , p er f o rm m ain t enance p lann ing, m on it o r w ork f low and m anage st af f and

o t her reso urces.

The em p loyee w ill p ossess ad vanced know led ge o f t he p r incip les o f t he range o f syst em s and /o r

eq u ip m en t necessary t o ach ieve t heir w ork goals. Assist in t he p rovisi on o f on -t he-job t rain ing

o f o t hers.

Th is Grad e eq uat es t o a Hay evaluat ion w it h in t he range o f 282-331 p o in t s. MINIMUM QUALIFICATIONS/TRAINING:

A relevan t Ad vanced Dip lom a o r eq u ivalen t st an d ard o f Ind ust r y sp ecif ic t r ain ing q ualif icat ion

sup p or t ed b y w ork- b ased com p et encies.


Progression t h rough t h is Grad e f rom Salary Po in t 11.0 t o Salary Po in t 11.5 w ill req u ire t he



Pro ject m an agem ent * Ef f ect ive m an agem ent p r incip les

St rat eg ic p lann ing * In t egrat ed so f t w are ap p licat ions

Group o r t eam d ynam ics

Train ing w ill also includ e m od ules d irect ly r elevan t t o t he in d iv id ual’s chosen career , eg . Hum an

Resource

Man agem ent , Financial Managem en t , In f o rm at ion Man agem ent , Com p ut ing an d Techno logy,

Mat er ials Man agem ent et c.

Select ion o f m od ules f o r p rogression w it h in t h is Grad e m ay also includ e o t her ap p rop r iat e

m od ules.


Grade 9

GRADE

1

(a)

GRADE

1 (b )

GRADE

2

GRADE

3

GRADE

4

GRADE

5

GRADE

6

GRADE

7

GRADE

8

GRADE 9

Salary Point

12.0-12.5

GRADE

10

GRADE

11

ENTRY REQUIREMENTS:

Ap p o in t m en t t o Grad e 9 w ill b e sub ject t o availab ilit y o f p osit ion s in Energex, ad ver t isem en t and



An employee at this level possesses competencies which enables the employee to- perform work within broad guidelines and under general direction, accept responsibility for technical expertise, planning, administration or co-ordination work and have substantial accountability and responsibility for output. The employee will initiate investigations and produce technical reports and work independently as a specialist or in a team. The employee will provide specialist support in a range of programs, activities and control and co-ordinate the works program within budgetary constraints. The employee will set project priorities, plan and organise own work and that of subordinate staff and undertake a range of functions requiring application and development of knowledge and skills appropriate to departmental and/or enterprise goals; commensurate with the employee’s training, experience and responsibilities.

An em p loyee at t h is level is a skilled aut ono m ous w orker ab le t o m ake use o f a h igh level o f

t heo ret ical an d ap p lied know led ge. The em p loyee w ill sign if ican t ly p lan , d evelop and d esign

f unct ions and ind ep en d en t ly analyse and creat ively so lve p rob lem s relevan t t o t heir area o f

resp onsib ilit y . Th e em p loyee m ay t h eref o re creat e and im p lem en t in novat ive w o rk p ract ices,

evaluat e p rop osals and im p lem en t p lans, m ake t echn ically and econ om ically sound d ecisions,

nego t iat e w it h a r an ge o f clien t s/sup p liers, m an age t he sup p ly o f con t ract ed services,

m anage t echn ical and hum an resources, and m anage and p ro gram m e w orks t o ach ieve set

t arget s.

An em p loyee at t h is level w ill b e exp ect ed t o in it iat e invest igat ions, p rod uce d et ailed t ech n ical

rep o r t s and relevan t com p lex co r resp ond ence. The em p loyee w ill co -o rd inat e w orks w it h in

b ud get ary const rain t s and assist in t h e p rovision o f t r ain ing at t he level r eq u ired .



6 ap p rop r iat e m od ules o f t rain ing, o r eq u ivalen t , in ad d it ion t o t he req u irem en t s f o r en t r y t o




Progression t h rough t h is Grad e f rom Salary Po in t 12.0 t o Salary Po in t 12.5 w ill req uire t h e


Train ing ad m in ist r at ion

Qualit y m an agem ent syst em s

Fin ancial m an agem ent

St rat eg ic m arket in g

Ad vanced select ion t echn iq ues

Microcom p ut er syst em s ap p licat ions and ad m in ist rat ion

Pub lic relat ions

Op erat ions m an agem ent

Ap p lied d ecision m akin g

Train ing w ill also includ e m od ules d irect ly relevan t t o t he ind iv id ual’s chosen career , eg . Hum an

Resource Managem ent , Fin ancial Managem ent , in f o rm at ion Man agem ent , Com p ut ing and

Techno logy, Mat er ials Man agem ent et c.

Select ion o f m od ules f o r p rogression w it h in t h is Grad e m ay also includ e o t her ap p rop r iat e

m od ules.


Grade 10

GRAD

E

1

(a)

GRAD

E

1 (b )

GRAD

E

2

GRAD

E

3

GRAD

E

4

GRAD

E

5

GRAD

E

6

GRAD

E

7

GRAD

E

8

GRAD

E

9

GRADE 10

Salary Point

13.0-13.3

GRADE

11

ENTRY REQUIREMENTS:

Ap p o in t m en t t o Grad e 10 w ill b e sub ject t o availab ilit y o f p osit ions in Energex, ad ver t isem en t and



An employee at this level possesses competencies which enables the employee to: accept a high degree of responsibility for technical expertise, planning, administration or co-ordination of work and have significant accountability and responsibility for output. The employee will undertake high level creative planning, design or management functions and use a high level of theoretical, cognitive and applied knowledge. The employee will exercise limited managerial responsibility for a work area and work independently as a specialist and/or a senior member of a project team. The employee will display a high level of interpersonal skills in the performance of the function and develop and implement significant works programs; commensurate with the employee’s training, experience and responsibilities.

An em p loyee at t h is level w ill exercise ad vanced t heo ret ical, cogn it ive and ap p lied know led ge. They

w ill d isp lay ad vanced in t erp ersonal skills and d evelop and im p lem en t sign if ican t w orks

p rogram s. They w ill b e resp onsib le f o r t echn ical exp er t ise, p lan n ing, ad m in ist rat ion o r co -

o rd in at ion o f w ork o f a h igh ly ad vanced t echn ical and /o r ad m in ist r at ive n at ure.

An em p loyee at t h is level is a skilled aut onom ous w o rker ab le t o m ake use o f ad vanced know led ge


and und erst and ing across a ran ge o f areas. They w ill h ave sign i f ican t accoun t ab ilit y and

resp onsib ilit y f o r t he out p ut o f o t hers. They w ill also d evelop and im p lem en t p roced ures and

p rocesses t o ob t ain req uired p er f o rm ance and out p ut an d f o rm ulat e p o licy f o r ap p roval. Work

at t h is level req u ires acknow led ge o f op erat ions and t he ab ilit y t o in t erp ret legislat ion ,

regulat ions and o t her guid eline m at er ial r elat ing t o t he o p erat ions and f unct ions o f t he w ork

area.



6 ap p rop r iat e m od ules o f t r ain ing , o r eq u ivalen t , in ad d it ion t o t he req uirem en t s f o r en t r y t o


TYPJCAL TRAINING MENU FOR PROGRESSION WITHIN THIS GRADE THROUGH AN APPROVED TRAINING PLAN:

Progression t h rough t h is Grad e f ro m Salary Po in t 13.0 t o Salary Po in t 13.3 w ill r eq u ire t he


Per f o rm ance evaluat ion and . w ork review

Qualit y m an agem ent syst em s


St at ist ical an alysis

Business m anagem en t

Creat ive lead ersh ip and coach ing

Pro f essional p ract ice m anagem ent

Com m ercialisat ion p ract ices

Train ing w ill also includ e m od ules d irect ly r elevan t t o t he ind iv id ual’s chosen career , eg . Hum an

Resource Managem en t , Financial Managem ent , In f o rm at ion Man agem ent , Com p ut in g and

Techno logy, Mat er ials Man agem ent . et c.

Select ion o f m od ules f o r p rogression w it h in t h is Grad e m ay also includ e o t her ap p rop r iat e m od ules.



Grade 11

GRADE

1 (a)

GRADE

1 (b )

GRADE

2

GRADE

3

GRADE

4

GRADE

5

GRADE

6

GRADE

7

GRADE

8

GRADE

9

GRADE

10

GRADE 11

SalaryPoint

14.0-14.3

ENTRY REQUIREMENTS:




An employee at this level possesses competencies which enables the employee to: be responsible as a technical expert or senior administrator and be accountable and responsible for output. The employee will establish and review guidelines and devise new approaches to design, operation, development or investigation, develop and implement significant work programs and exercise initiative in the production and application of Standards and Procedures. The employee will provide a high level of creative planning, design and associated managerial functions and display interpersonal skills in the performance of functions at the level required; commensurate with the employee’s training, experience and responsibilities.

An em p loyee at t h is level w ill est ab lish and review guid elines and new ap p ro aches t o

d esign , op erat ion , d evelop m en t o r invest igat ion f unct ions. They w ill d isp lay ad vanced

in t erp ersonal skills an d d evelo p and im p lem en t sign if ican t w orks p rogram s. The

em p loyee w ill exercise in it iat ive in t he p rod uct ion and ap p licat ion o f st an d ard s and

p roced ures and in t he f o rm ulat ion o f p o licy f o r ap p roval.

An em p loyee at t h is level is a h igh ly skilled w orker ab le t o m ake aut onom ous use o f

ad vanced know led ge and und erst and ing t o exercise sign if ican t m an ager ial ab ilit y an d

b e ab le t o in t erp ret and ap p ly legislat ion , regulat ions, st and ard s an d o t her relevan t

guid eline m at er ial. Wo rk is likely t o b e in acco rd ance w it h a b road p lan , b ud get o r

st r at egy. Resp onsib ilit y and b road rangin g accoun t ab ilit y f o r t he st ruct ure,

m anagem ent and out p u t o f t he w ork o f o t hers and /o r f unct ions m ay b e invo lved .

Em p loyees at t h is level m ay m anage t he op erat ion o f an o rgan isat ion elem en t , und er t ake

a m anagem ent f unct io n o r p rovid e ad m in ist r at ive o r t echn ical sup p or t t o a p ar t icu lar

p rogram , act iv it y o r serv ice encom p assin g a m ajo r area o f op erat io ns. Em p loyees m ay

have ind ep end ence o f act ion includ in g t he use and allocat ion o f resources w it h in

know n const rain t s.

Th is Grad e eq uat es t o a Hay evaluat ion o f 421 p o in t s and ab ove. MINIMUM QUALIFICATJONS/TRAINING:



TYPICAL TRAINING MENU FOR PROGRESSION WITHIN THIS GRADE THROUGH AN APPROVED TRAIMNG PLAN:

Progression t h rough t h is Grad e f rom Salary Po in t 14.0 t o Salary Po in t 14.3 w ill r eq u ire t he


Asset m an agem ent

Ind ust r ial relat ions p o licy

Facilit at ive p rocesses


Com m un it y ed ucat ion and com m un icat ion p rocesses

Creat ive lead ersh ip m anagem en t

Research d evelop m en t and m an agem ent

Train ing w ill also includ e m od ules d irect ly relevan t t o t he ind iv id ual’s chosen career , eg.


Com p ut in g and Techno logy, Mat er ials Managem ent et c .

Select ion o f m o d ules f o r p rogression w it h in t h is Grad e m ay also includ e ap p ro p r iat e

m od ules no t yet ach ieved f rom p revious Grad es.


SCHEDULE 10 PROFESSIONAL & MANAGERIAL STREAM CAREER PATH

INTRODUCTION TO THE PROFESSIONAL/MANAGERIAL STREAM

CAREER PATH FRAMEWORK

Th is ENERGEX Pro f essio nal Man ager ial St ream Career Pat h is b ased on t he Transm ission

and Sup p ly Pro f essional Manager ial St ream Career Fram ew ork d at ed 10 Oct ob er 1994

w h ich h as b een en d orsed b y In d ust ry Man agem ent and Un ions.


creat e f ur t h er career op p or t un it ies f o r em p loyees in t he Queensland Elect r icit y

Sup p ly Ind ust ry (QESI).

Und er Aw ard Rest ruct ur in g, QESI Transm issio n and Sup p ly em p loyees are classif ied

und er one o f t h ree st r eam s:

Ad m in ist r at ive -- cler ical an d ad m in ist rat ive

Techn ical -- p ow er w o rkers an d t echn ical em p loyees

Man ager ial & Pro f essio nal -- d egree q ualif icat ion o r eq u ivalen t

In 1993 t he Ind ust ry Aw ard at t hat t im e req u ired t h at p r io r t o t r anslat ion , each en t erp r ise


Classif icat ion St ruct ure f o r t he st r eam w o uld b e im p lem en t ed . To ensure a co -co -

o rd in at ed ap p roach w it h in Transm ission & Sup p ly w it h eq u it ab le p ay out com e s, an


t o f acilit at e d evelop m en t an d im p lem en t at ion o f En t erp r ise Career Pat h s. Th is

com m it t ee, com p r ising m an agem en t and un ion nom inees d evelop ed a

Pro f essional/Manager ial St ream Career Pat h Fram ew ork f o r Transm ission & Sup p ly.

Th is Career Pat h d ocum en t w as w r it t en t o generally encom p ass m ost em p loyees likely t o

b e covered b y t he Pro f essional/Manager ial St ream , and t h is is includ ed in t he at t ached

d ocum en t .

In d evelop in g t he Career Pat h , Jo in t Workp lace Consult at ive Com m it t ees (JWCCs) in each

En t erp r ise w ere asked t o use t he Ind ust ry Pro f essional/Man ager ial St ream Fram ew ork

as t he f ound at ion o f En t erp r ise Career Pat hs. It w as exp ect ed t h at En t erp r ises w ould

ad d sp ecif ic req uirem en t s t o t he Fram ew o rk t o suit local cond it ions w h ilst no t

d ep ar t ing f rom t he sp ir it o f t he d ocum en t . Th is w ould ensure t h at eq uit ab le p ay

out com es exist across En t erp r ises f o r job s o f eq u ivalen t value. Finalised En t erp r ise

Career Pat h s req u ired agreem en t at t he En t erp r ise level an d t hen sub m ission t o t he

Com b ined Rest ruct ur ing Com m it t ee p r io r t o regist r at ion w it h t he Queenslan d

Ind ust r ial Relat ions Co m m ission as a Sched ule t o t he Aw ard .


t o access h igher r at es o f p ay, Benef it s f rom Aw ard Rest ruct ur ing largely d ep end on


ef f icien t - w orkf o rce ut ilisat ion . Jo b red esign is f acilit at ed t h rough a m ore f lexib le


Posit ions d escr ib ed w it h in t he Pro f ession al/Man ager ial St ream sh all req u ire a d egree

q ualif icat ion o r eq u ivalen t (o t her q ualif icat ion s includ ing d em onst rat ed m anagem en t

com p et encies m ay b e accep t ed b y t he em p lo yer ), in a relevan t f ield and m ay req uire

reg ist r at ion b y a Pro f essional Bod y o r Go vernm en t Aut ho r it y. Mem b ersh ip o r

elig ib ilit y f o r m em b ersh ip o f a Pro f ession al Associat ion w h ich accred it s q ualif icat ions

f o r t he p ro f essional m ay also b e req uired . Pro f ession al/Man ager ial em p loyees w ill b e

req u ired t o p rovid e p ro f essional ad vice, services and sup p or t in sp ecialist f ield s o f


com p et ence, and /o r und er t ake m anagem ent o r sup ervision o f p ar t o f t he

o rgan isat ion .

Th is St ream encom p asses w o rk o f increasing com p lexit y w it h t asks b ecom ing increasingly

b road and d iverse, m ore d if f icu lt t o d ef ine and req uir in g great er in it iat ive as t he

p ro f ession al d evelop s. Increasing classif icat io n level w ould b e exp ect ed t o co r relat e

w it h increasing p ro f essional m at ur it y, com p et ence, in d ep en d ence, accoun t ab ilit y and

increasing im p act on t he o rgan isat ion .

In t he Pro f essional/Manager ial St ream , on ly one Career Pat h w as d evelop ed , w h ich

encom p assed em p loyees engaged in b ro ad d iscip lines includ ing Accoun t ing ,

Arch it ect ure, Chem ist r y, Econom ics, Eng ineer ing , Hum an Resource Managem en t ,

In f o rm at ion Techno logy, Journalism , Law , Man agem en t , Market ing , Met allurgy,

Nursing , Psycho logy, Science, Surveying, Valu in g.

Salar y Progression w ill d ep en d on t he at t ain m en t and use o f ad d it ional know led ge and

skills and /o r d em onst rat ion o f enh anced com p et ence and t he ach ievem en t o f agreed

p er f o rm ance out com es. Ap p en d ix One out lin es t he w ay salary p rogression is ach ieved

in t h is St ream . Salary p rogression w it h in Grad es 1 & 2 w ill occur w hen t he num b er o f

m od ules o f t rain ing o r eq u ivalen t successf u lly com p let ed is eq ual t o t he num b er

req u ired t o p rogress a Salary St ep as out lined in Ap p end ix One, Salary p rogression

w it h in Grad es 3 & 4 shall b e d et erm ined on t he b asis o f t he d em onst rat ion o f

enhanced com p et ence t h rough t he ach ievem en t o f agreed p er f o rm ance out com es

w it h in t he scop e o f f ered b y t he p osit ion req uirem en t s. Th is p r incip le o f salary

p rogression em b od ies t he concep t t hat p ro f ession als m ake increasing w ork value

con t r ib ut ions b y nat ure o f skills and know led ge acq u isit ion and ap p licat ion . The

at t ainm en t o f ad d it ional know led ge and skills/com p et encies m ay occur t h rough

t r ain ing courses cond uct ed b y in t ern al o r ext ernal p rovid ers. Alt ern at ively, t h is m ay

occur v ia sp ecif ic p ro ject s, research st ud ies o r sim ilar st r uct ured t rain ing act iv it ies

w here com p let ion d em onst rat es t he acq u isit ion o f ad d it ional com p et encies req uired

in t h e p er f o rm ance o f t he job are req uired t o m eet job d em an d s.

An En t erp r ise Career Pat h m ust also sup p or t t he im p or t an t ob ject ives o f m ain t ain ing p ay

eq u it y in t erm s o f w ork value and ensur ing eq ual em p loym en t op p or t un it ies. Grad e


skills acq u isit ion t o p reserve p ay eq uit y w it h relat ive w ork value. These b ound ar ies

should also ensure an ap p ro p r iat e b alance b et w een b ro ad -b and in g classif icat ions and



Where agreem en t can no t b e reached on an issue, t he Disp ut e Reso lut ion Process is

availab le t o b e used .

ALTERATIONS TO CAREER PATHS

Where jo b red esign id en t if ies t he need f o r ad d it ion al grad es in a career p at h o r w hen


p at h w ill b e am end ed b y agreem en t b et w een t he Ind ust r ial Par t ies.

STEPS TO TRANSLATION & PROGRESSION


When em p loyees t r anslat ed t o t he t hen new Aw ard (Elect r icit y, Gen erat ion , Transm ission

& Sup p ly Aw ard St at e) in 1995 t he f o llow ing p rocess w as used in t h is r egard :


Career Pat h Docum en t . How ever , em p loyees w ho have an exp ect at ion o f no rm al



exp ect at ions are realized . Fo r em p loyees w ho w ill b e t ran slat ing, o r choose t o



1. Determine appropriate Career Stream and Career Path: The Job Pro f ile, as agreed b et w een

em p loyer and em p loyee, p rovid es a d escr ip t io n o f t he resp onsib ilit ies and d ut ies o f a

p osit ion and t he kno w led ge, skills and ab ilit ies req u ired /used b y an ind ivid ual t o

com p et en t ly p er f o rm t he job . The Job Pro f ile can b e com p ared w it h En t erp r ise

Career Pat h in f o rm at ion t o d et erm ine t he m ost ap p rop r iat e St ream f o r t he p osit ion .

The Pro f essional/Manager ial St ream d raf t d ocum en t p ro p oses one Career Pat h

cover in g all f unct ion al Pro f essional and Manager ial job group s.

2. Translate to equivalent or next highest Salary Point on the new Award: The rat es in t he


receivin g. These com p onen t s w ill b e an aw ard salary level and Ind ust ry Paym en t . To

ensure em p loyees receiv ing Degree Allo w ance p r io r t o t ranslat ion are no t

d isad van t aged , t h is Allow ance w ill b e t aken in t o accoun t w hen t r anslat ion occurs.

3. Check position is in the correct Grade: It m ay b e necessary t o evaluat e w het her t he

p osit ion has d irect ly t r anslat ed in t o t he connect grad e/level w it h in t he Career Pat h

and ad just w here ap p rop r iat e. Th is st ep m ay t ake eit her o r b o t h o f t he f o llow ing

f o rm s:

i . t he Job Pro f ile f o r t he p osit ion w ill b e com p ared against t he Grad e d escr ip t o r s f o r

t he ap p rop r iat e Career Pat h an d m at ched t o accurat ely p lace t h e p osit ion .

i i . a job evaluat ion m et hod o logy m ay b e used w here jo b s are m o re d if f icu lt t o

d ef ine. Th is m ay occur w here it b ecom es hard er t o rely on gener ic d escr ip t ions

and /o r com p et encies (w here availab le) t o size t he value o f a jo b an d a

sup p lem en t ary m et ho d such as a p o in t s m et hod is m ore reliab le. Po in t s m et hod s,

how ever , shall no t b e used t o d ef ine job value o r salary p o in t s w it h in a grad e.

i i i . Fo llow ing t ran slat ion /im p lem en t at ion o f t he relevan t Energex career p at h ,

em p loyees sh all h ave a 3 m on t h p er iod d ur in g w h ich t hey m ay m ake ap p licat ion

f o r Job re-evaluat ion t o d et erm ine t he ap p rop r iat eness o f t heir t r anslat ed grad e

com p ared t o t he Career Pat h Grad e Descr ip t o r s.

Ap p licat ions, on t he ap p rop r iat e f o rm , sh all b e. sub m it t ed v ia t he em p loyees sup erviso r ,

w ho shall no rm ally w it h in 2 w eeks, o f receip t o f t he f o rm , agree o r reject t he

ap p licat ion and no t if y t he em p loyee acco rd ing ly.

All t he agreed ap p licat ions w ill t hen b e evaluat ed and all successf u l ap p licat ions w ill h ave

as t heir op erat ive d at e f o r any salary increase, t he d at e o f t heir ap p licat ion .

If t he sup erviso r reject s t he ap p licat ion , und uly d elays consid erat ion o f t he ap p licat ion o r

t he evaluat ion is unsuccessf u l t he em p loyee m ay h ave recourse t o t he Aw ard

gr ievance p roced ures.

Af t er t he conclusion o f t he 3 m on t h p er iod no rm al Energex ar rangem ent s in relat ion t o

p osit ion evaluat ion /grad ing w ill ap p ly.



p roced ure an d Progression ar rangem ent s w ill con t inue t o h ave ap p licat ion as p ar t o f

t he ongo ing Aw ard Rest ruct ur ing ar rangem en t s.

Recognition of Prior Learning procedure: RPL is a p rocess f o r recogn ising cur ren t skills and

know led ge, w h ich m ay have b een acq uired t h rough f o rm al o r in f o rm al t rain ing (in

ind ust r y and /o r ed ucat ion ), w o rk exp er ience and /o r lif e exp er ience, and w h ich can b e

assessed against est ab lished and f o rm alised learn ing out com es. RPL shall on ly b e

gran t ed f o r p rogressio n p urp oses in cases w h ere t he skills an d know led ge claim ed are

req u ired b y t he em p lo yer an d req u ired b y t h e ind ivid ual t o p er f o rm t he d ut ies and

resp onsib ilit ies o f t heir job .






o f t he ind ivid ual’s skills an d know led ge in d irect com p ar ison w it h t he job


Progression: Any salary p rogression b eyond t ranslat ion w ill req u ire on e o f t he f o llow ing:

gain ing new skills in acco rd ance w it h an Ap p roved Train ing Plan

w it h in Grad es 3 & 4 o n ly, d em on st rat ion o f enhanced com p et ence t h rough t he

ach ievem en t o f agreed p er f o rm ance o ut co m es w it h in t he scop e o f f ered b y job

req u irem en t s


ap p o in t m en t t o an ad ver t ised p osit ion w it h a h igher Agreem en t classif icat ion

Recogn it ion o f Pr io r Learn ing on t he b asis o f t he d em onst rat ion o f skills acq u ired

and req u ired t o b e used w it h in t he grad e.

Training Outcomes

No t all t r ain ing w ill q ualif y f o r p ay p rogression p urp oses. Sub ject t o t he p rovisions o f t he

Backf illing (Train ing) Agreem en t , t he f o llow ing range o f t rain in g t yp es is envisaged :

1. Train ing f o r f ut ure p er f o rm ance (Career Develop m en t ): Em p loy ees m ay und er t ake

t r ain ing f o r t heir p erso nal d evelop m en t , and t o b et t er p osit ion t hem selves f o r f ut ure

career op p or t un it ies. Fo r exam p le, an em p loyee w orking as a p ro f essional in a

sp ecialist f ield m ay st ud y f o r a Mast er o f Business Ad m in ist r at ion an d u lt im at ely m ove

in t o a p osit ion as a Dep ar t m en t Head . Such vo lun t ary t r ain ing m ay receive sup p o r t f o r

inst ance in t he f o rm o f st ud y assist ance, sub ject t o m an agem ent ap p roval, and t h is

t r ain ing m ay no t result in im m ed iat e p ay p rogression .

2. Train ing t o m ain t ain cur ren t com p et encies: Em p loyees m ay b e req u ired t o und er t ake

t r ain ing t o keep t heir skill levels cur ren t w it h t echno logy and w o rk p ract ices; eg .

up d at ed so f t w are releases. Th is t r ain ing m ay n o t r esult in p ay p rogression .

3. Train ing t o m eet req uirem en t s o f cur ren t p ay level: Where an em p loyee could

reasonab ly b e exp ect ed t o und er t ake sp ecif ic t asks as p ar t o f t he jo b /salary p o in t and

is unab le t o d o so , t r ain ing m ay b e necessary t o b r ing t he em p loyee’s skill levels up t o

t he st an d ard no rm ally req u ired o f t he p osit ion /salary p o in t and t hus t r ain ing m ay no t

result in p ay p rogression . Where an em p loyee has p rogressed t o t h e m axim um Salary

Po in t o f t he Career Pat h grad e and req u ires f ur t her t r ain ing w h ich is no t associat ed

w it h changes t o job d esign suf f icien t t o w ar ran t reclassif icat ion o f t h e jo b t o a h igh er

grad e, t r ain ing m ay no t r esult in p ay p rogression .

4. Train ing t o ext end co m p et ency t o m eet exp and ed job req u irem en t s: Where job

red esign has occur red in acco rd ance w it h En t erp r ise Career Pat hs and Job Pro f ile

req u irem en t s, Ap p roved Train ing Plans m ay b e d evelop ed t o p rovid e t rain ing lead ing

t o new /ad vanced com p et encies an d sub seq uen t p ay p rogression .


An approved training plan shall be available to each employee who is in a classification where further progression is available through skills development. The mutual needs of the Industry and its employees will be considered in respect to the development of Approved Training Plans in order to provide the skills and competencies to meet work requirements.




und er t aking and com p let ing t he t rain in g and any p rovisions o r ar rangem ent s f o r



as t he em p loyee’s “Sup erviso r ” f o r t h is p urp o se.

The Career Pat h Fram ew ork is b ased on t he f o llow ing gu id elines:


1. Ap p roved Train ing Plans enab le p rogression w it h in t he lim it s im p osed b y t he

Agreem en t Classif icat io n and t he Career Pat h grad e o f t he jo b .


assessm en t , t hen w ork evaluat ion m et hod s w ould b e req uired t o d et erm ine w het her


3. Train ing includ ed in Ap p roved Train ing Plan s should result in red esign o f t he job /w ork

p er f o rm ed .

4. All Pro f ession al/Man ager ial Em p loyees in Grad es 1 and 2 shall b e p rovid ed w it h t h e

op p or t un it y t o p ar t icip at e in a Progress Review w it h t heir sup erviso r on at least an

annual b asis. Th is sho uld includ e an ap p ro p r iat e Ap p roved Train ing Plan w here

op p or t un it y exist s f o r t he ap p licat ion o f ad d it ional com p et encies.

5. Where a p ro f essional em p loyee w ho has at t ained t he m axim um p ay p o in t w it h in

Grad e 1 und er t akes exp and ed d ut ies w h ich p rovid e b enef i t s f rom h igh ly ext end ed

com p et encies, t he job p ro f ile f o r t hat p osit ion shall b e review ed an d t he p osit ion re -

evaluat ed . Where t he p osit ion is re-evaluat ed as a Grad e 2 p osit io n , t he incum b en t

shall b e m oved in t o Grad e 2 and b ecom e elig ib le f o r an Ap p roved Train ing Plan t o

allow p rogression w it h in Grad e 2 up on d em onst rat ion o f such h igh ly d evelo p ed

com p et encies.

6. Pro f essional em p loyees in Grad es 3 and 4 m ay b e p rovid ed w it h ATP’s w here t he

d evelop m en t o f ad d it ional skills an d know led ge is r eq u ired t o ach ieve enh anced

com p et ence.

Performance Agreement

A Per f o rm ance Agreem en t and /o r ATP sho uld b e availab le t o Pro f ession al/Man ager ial

Em p loyees in Grad es 3 and 4 w here b enef it s can b e ob t ained t h rough t he acq u isit ion

and d em onst rat ion o f enhanced com p et encies. Th e Per f o rm ance Agreem en t shall

sp ecif y t he result s t o b e ach ieved over t he p er iod o f t he agreem en t an d if

ap p rop r iat e t he com p et ency areas t o b e en hanced over t h is p er iod . Ind icat o rs o f

ach ievem en t should b e agreed in ad vance b et w een t he p ar t ies an d p rogress t ow ard s

ach ievem en t sh all b e m on it o red at regular in t ervals. The f o llow ing gu id elines sh all

ap p ly:

1. Pro f essional/Manager ial Em p loyees in Grad es 3 and 4 should b e p rovid ed w it h t he

op p or t un it y t o p ar t icip at e in a Progress Review w it h t heir sup erviso r on at least an

annual b asis. Th is shou ld includ e a m ut ually agreed Per f o rm ance Agreem en t w h ich

m ay p rovid e t he op p or t un it y f o r acq u isit ion and d em onst rat ion o f enhanced

com p et ency f o r t he p urp ose o f salar y p rogression .

2. Per f o rm ance Agreem en t s enab le p rogressio n w it h in t he lim it s im p osed b y t he

Agreem en t Classif icat io n and t he Career Pat h grad e o f t he jo b .


assessm en t t h en w ork evaluat ion m et ho d s w ould b e req u ired t o d et erm ine w het h er


4. An alt ernat ive t o a Per f o rm ance Agreem en t as a b asis f o r salary p rogression , in

p ar t icu lar cases w it h in Grad es 3 and 4 m ay b e t he com p let ion o f an Ap p roved Train ing

Plan . One t r ain ing m od ule o r eq u ivalen t shall b e req uired f o r each p rogression st ep .

5. The p ro gress review w ill includ e d iscussion and p lann ing o f m ut ually agreed t rain ing.

Th is t rain ing shall includ e relevan t learn ing o p p or t un it ies t o f acilit at e t he gain ing o f

enhanced com p et encies f o r t he ach ievem en t o f agreed p er f o rm ance.

Training Modules

1. Where ap p rop r iat e, m od ular learn in g out co m es should m eet nat ional accred it at ion

st and ard s.

2. Ot her t rain ing m ay b e m ad e availab le t o em p loyees t o enhance f ut ure career

p rosp ect s and /o r m ain t ain com p et ence an d regist r at ion .



CAREER PATH TITLE

Career Path Grade

GRADE 1 GRADE 2 GRADE 3 GRADE 4

ENTRY REQUIREMENTS:

An exp lan at ion o f how en t ry in t o a Grad e is ach ieved .


St at em en t s in italics are ext ract s f rom t he relevan t sect ion o f t he Agreem en t .



exp ect ed t o un d er t ake o t her t asks in line w it h t he em p loyee’s t r ain ing , exp er ience


Hay Po in t s evaluat ion b ound ar ies d et erm ine t he Grad e on ly o f a job , no t t he Salary Po in t

w it h in t he Grad e.



t r ain ing, o r eq uivalen t t hat w ould b e req u ired f o r en t ry in t o t h is Grad e.

Where an in d iv id ual is ap p o in t ed t o a Grad e and is d eem ed ab le t o accep t t he

resp onsib ilit ies o f t h e Grad e, t he ind iv id ual w ould no rm ally b e d eem ed t o h ave t h e

m od ules req uired f o r en t ry t o t he Grad e. Where an exist ing p osit ion is r e -evaluat ed ,

t he incum b en t w ould b e d eem ed t o have t he m od ules req uired f o r en t ry t o t he

grad e f o r p ay p urp oses on ly.



t heir sup erviso r m igh t select , in d evelop ing an Ap p roved Train in g Plan f o r p rogression

w it h in t h is Grad e. Select ion o f m od ules w ill b e m ad e w here t he ad d it ion and

d evelop m en t o f a skill w ill b e ap p lied in t he job and w ill lead t o changes in t asks




or

TYPICAL AREAS WHERE ENHANCED COMPETENCE MAY BE DEMONSTRATED:

Wit h in Grad es 3 & 4, Salar y Progression should b e d et erm ined on t he b asis o f t he

d em onst rat ion o f en hanced com p et ence t h rough t h e ach ievem en t o f agreed

p er f o rm ance out com es. Th is w ill b e m anaged t h rough a f o rm al p rocess o f

p er f o rm ance and d evelop m en t review , and t he ap p licat ion o f Per f o rm ance

Agreem en t s and /o r Ap p r oved Train ing Plans w here ap p rop r iat e.


APPENDIX 1

SALARY PROGRESSION FOR PROFESSIONAL / MANAGERLIAL EMPLOYEES

Pro f essional /

Man ager ial

Grad e / St ep

Agreem en t Salary

Po in t

Progression Ar rangem ent s

Fo r all Grad es w it h in

Pro f essional/Manager ial Car eer Pat h ,

Hay Po in t s evaluat ion b ound ar ies

d et erm in e t he Grad e on ly o f a job , no t

t he Salar y Po in t w it h in t he Grad e.

All em p loyees in t he

Pro f essional/Manager ial St ream should

p ar t icip at e in an Ind ivid ual Progress

Review on at least an annual b asis at

w h ich t im e an Ap p roved Train in g Plan

o r Per f o rm ance Agreem en t w ill b e

consid ered as a b asis f o r p rogression .

Grad e 4 4.6

4.5

4.4

4.3

4.2

4.1

Grad e 3 3.6

3.5

3.4

3.3

3.2

3.1

Grad e 2 2.8

2.7

2.6

2.5

2.4

2.3

2.2

16.5

16.4

16.3

16.2

16.1

16.0

15.5

15.4

15.3

15.2

15.1

15.0

14.3

14.2

14.1

14.0

13.3

13.2

13.1

Progression w it h in each o f Grad es 3 & 4

w ill b e d et erm ined on t he b asis o f t he

d em onst rat ion o f enhanced

com p et ence t h rough t he ach ievem en t

o f agreed p er f o rm ance out com es

w it h in t he scop e o f f ered b y t he

p osit ion req u irem en t s. Th is w ill b e

m anaged t h rough a f o rm al p rocess o f

p er f o rm ance and d evelo p m en t

review , and relevan t learn ing

op p or t un it ies, and t h e ap p licat ion o f

ap p roved Train ing Plans w here

ap p rop r iat e.

Progression w it h in Grad e 2 w here

availab le w it h an Ap p roved Train in g


2.1

Grad e 1 1.7

1.6

1.5

1.4

1.3

1.2

1.1

13.0

12.5

12.0

11.0

10.2

9.3

8.0 4yr en t ry

6.2 3yr en t ry

Plan shall b e b ased on com p let ion o f

one t rain in g m od ule o r eq u ivalen t f o r

each p rogressio n st ep .

Mod ules o f t r ain ing o r eq u ivalen t t o b e

com p let ed b ef o re p ro gression t o next

St ep w it h in Grad e 1 as f o llow s:

4 Mod ules t o m ove f ro m 1.1 t o 1.2

6 Mod ules f o r each St ep f rom 1.2 t o 1.6

5 Mod ules f o r m ove f ro m 1.6 t o 1.7

Fo r a Pro f essional/Manager ial Em p loyee

w it h in Grad e 1 w ho is in a t rain in g &

d evelop m en t m o d e, t h e ind iv id ual w ill

b e g iven t he op p or t un it y f o r at least

annually Ap p roved Train ing Plans.

Fo r a Pro f ession al/Man ager ial Em p loyee, t he at t ainm en t and use o f com p et encies m ay

occur t h rough a range o f st ruct ured act iv it ies, such as:

Cont in uing p ro f essional ed ucat ion , includ ing t r ain ing courses cond uct ed b y in t ern al

o r ext ern al p rovid ers, p ro f essional d evelop m en t sem in ars, et c.

Sp ecif ic p ro ject s and research st ud ies w h ich exp an d an ind iv id ual’s know led ge and

skills

Gain ing ad d it ional co m p et ence via t he ap p licat ion o f t heo ret ical know led ge and

const ruct s in t he w ork environm en t , an d t h ro ugh on -t he-job coach in g.

Fo r an em p loyee gain ing p ost -grad uat e exp er ience in a p ro f essional ro le in Grad e 1, it is

accep t ed t h at sub st an t ial gains in com p et ency occur t h rough t he learn ing associat ed

w it h ap p ly ing , in t he w ork ro le, t he t heo ret ical skills and know led ge acq uired t h rough

acad em ic st ud y; e.g . it m ay b e exp ect ed t hat ap p roxim at ely 50 p er cen t o f

com p et ency acq u isit io n d ur ing Grad e 1 w ould occur t h ro ugh w o rk ap p licat ion in an

environm en t w here co ach ing and m on it o r ing is availab le.


PROFESSIONAL & MANAGERIAL

STREAM / AGREEMENT LEVEL

CAREER PATH/

GRADE

DESCRIPTION

LEVEL 4

PROFESSIONAL & MANAGERIAL EMPLOYEE

GRADE 4

Pr incip al Exp er t and /o r

Sen io r

Man ager


Salary Point 16.0-16.5

LEVEL 3


GRADE 3


Exp er t Pro f essional o r

Man ager

LEVEL 2


GRADE 2


Ind ep end en t f u lly

f unct ional

p ro f ession al/m an ager ial

em p loyee

LEVEL 1


GRADE 1


Develop m en t p hase f o r

p ro f ession al/m an ager ial

em p loyee



GRADE 1

ENTRY REQUIREMENTS:

Ap p o in t m en t w ill b e sub ject t o availab ilit y o f p osit ions in Energex, ad ver t isem en t and



An employee at this level: operates under appropriate supervision and performs normal professional work and exercises individual judgements and initiative in the application of principles and methods applicable to the profession concerned. The employee assists more senior professionals and has work reviewed by a competent professional officer for validity, adequacy, methods and procedures. The employee assigns and checks work of support staff and others assigned to work on common projects. Work can be expected to receive less rigorous review as the employee progresses. The employee exercises initiative in the application of professional practices either as a member (in some situations as leader) or a specialist professional in multi-disciplinary teams, or independently.

An em p loyee at t h is level req u ires com p et ency in a t echn ical, scien t if ic o r sp ecialised f ield

b ased on an und erst and ing and ap p licat ion o f concep t s and p r incip les no rm ally

associat ed w it h a p ro f ession al o r acad em ic q ualif icat ion . An em p loyee w ill b e

sp ecif ically assigned t o com p let e com p lex t asks an d com b in at ions o f d ut ies, w it h an

und erst and ing o f how t he w ork und er t aken relat es t o w o rk o f o t hers in t he sam e o r

relat ed f unct ions. An em p loyee at t h is level w ill use in t erp ersonal skills t o in t eract

w it h f ellow w orkers, sup erviso rs, et c.

Th in king at t h is level is w it h in sub st an t ially d iversif ied , est ab lished o rgan isat ion al

p roced ures and st and ard s and general sup ervision . Because o f chan ging p r io r it ies o r

d if f er ing sit uat ions encoun t ered in t he w ork environm en t , t he em p lo yee h as lat it ud e

t o consid er w h ich am o ng d iversif ied p roced ures should b e f o llow ed in w hat seq uence

t o ach ieve req u ired jo b result s. Decisions m ay b e m ad e rat her r ap id ly b ased on p r io r

know led ge o r exp er t ise.

The em p loyee m ay ap p ly st an d ard p ract ices and p roced ures o f w ork und er general w o rk

inst ruct ions o r b e sup ervised on p rogress and result s. Resp onsib ilit ies con t ain a

var iet y o f t asks an d d ut ies, and t he em p loyee clear ly un d erst and s w hat r esult s are

exp ect ed b y t h e sup erviso r . The em p loyee m ay set t heir ow n w ork p r io r it ies. Pract ices

and p roced ures have clear p reced en t s o r are covered b y d ef ined p o licies, m anager ial

con t ro l o r r eview o f result s.

As t he em p loyee d evelop s f u r t her com p et encies, m o re com p lex t asks w ould b e allocat ed

w it h m ore ind ep end ence in d ecision - m akin g. The em p loyee m ay p er f o rm com p lex

t asks w it hout sup ervision o r engage in som e sup ervision o f t he w ork o f o t hers. Tasks

invo lve ind ep end en t use o f a h igh d egree o f t echn ical o r ap p lied t heo re t ical

know led ge and un d er t ake lim it ed creat ive, p lann ing, d esign o r sup erviso ry f unct ions.

The em p loyee m ay b e req uired t o d evelo p innovat ive w ork p ract ices, evaluat e

f easib ilit y o f p rop osals and im p lem en t p lans. The em p loyee w ill b e ab le t o un d er t ake

sign if ican t p lann ing, d evelop m en t and d esign f unct ions an d p rovid e ind ep end en t

analysis and creat ive so lut ions t o p ro b lem s id en t if ied b y t he em p loyee t h rough t heir

skills an d know led ge.

A p ro f essional em p loyee is exp ect ed t o m ain t ain p ro f essional et h ics, b o t h generally

accep t ed et h ical b eh aviour f o r all p ro f essionals and t he sp ecif ic et h ical req u irem en t s

GRADE 1

Salary Point

6.2-12.5

GRADE 2 GRADE 3 GRADE 4


o f t he p ro f ession (s) t o w h ich t he em p loyee b elongs.

Th is Grad e eq uat es t o a Hay evaluat ion up t o 371 p o in t s.



GRADE 1

GRADE 1

Salary Point

6.2-12.5



3 year Degree o r eq uivalen t q ualif icat ion , relevan t t o t he sp ecialist f ield o f t he

p osit ion .

Ent ry f o r 3 year Degree m in im um Salary Po in t 6.2.

Ent ry f o r 4 year Degr ee m in im um Salary Po in t 8.0.

Per f o rm ance o f t he w ork m ay req u ire r eg ist r at ion b y a Pro f essional Bod y and /o r

m em b ersh ip o r elig ib ilit y f o r m em b ersh ip o f a Pro f essional Associat io n .

For nom in at ed m an ager ial p osit ion s, o t her q ualif icat ion s and /o r d em onst rat ed

m anagem ent com p et encies sat isf act o ry t o t he em p loyer .


Team Lead ersh ip Tim e Organ isat ions

Ad vanced Rep or t Wr it ing Com p ut er So f t w are Ap p licat ions

Cont ract Sup ervision Pow er Syst em s Analysis

Risk Managem en t St at ist ics f o r Pro f ession als

Fault Man agem ent Pro t ect ion and Meet in g

Pow er Syst em Ear t h ing Elect rom agnet ic Transien t s

Mult ip le Regression An alysis Circu it Breakers an d Sw it ch ing

Sup p ly Qualit y Com p ut er Techno logy

Easem ent Surveys Geograp h ic In f o rm at ion Syst em s &

Ap p licat ions

Prop er t y Nego t iat ion Acq u isit ion and Disp o sal o f Prop er t y

Hazard ous Mat er ial Managem ent Ind ust r ial Nego t iat ion

Ent erp r ise Acco un t in g Po licies/

Proced ures

Pro ject Managem en t

EEO Po licy and Pract ices Invest igat ing Discr im inat ion in t he

Workp lace

Occup at ional Test ing Benchm arking & Best Pract ices


In f o rm at ion Techno logy In t erp erson al Prob lem So lving

In t erp erson al Con f lict Reso lut ion Qualit y Man agem ent Pr incip les

Cap it al Evaluat ion Decision Making

The at t ainm en t o f learn ing out com es m ay b e d em onst rat ed t h rough t rain ing co urses o r

alt ernat ively, v ia sp ecif ic p ro ject s, r esearch st ud ies o r sim ilar st r uct ured t rain ing

act iv it ies. In t h is d evelop m en t p h ase f o r a p ro f essional, it w ould b e exp ect ed t h at

som e p r io r it y w ould b e g iven t o d evelo p ing t he ab ilit y t o ap p ly p ro f essional

know led ge and skills w it h in t he w ork environ m en t .



GRADE 2

GRADE 1

GRADE 2

Salary Point

13.0-14.3

GRADE 3 GRADE 4

ENTRY REQUIREMENTS:




An employee at this level: performs work requiring the application of mature professional skills and knowledge and makes recommendations that are technically and commercially accurate and feasible. The employee deals with problems for which it is necessary to modify established guidelines and devise new approaches or apply new professional skills or techniques. The employee makes decisions on matters assigned including the establishment of professional work standards and procedures, and consults, recommends and advises in specialist areas. The employee outlines and assigns work, reviews it for technical accuracy and adequacy, and manages the work of others. The employee exercises initiative in the application of professional practices whether as a member (in some situations as leader) or a specialist professional in multi-disciplinary teams, or independently.

An em p loyee at t h is level is a com p et en t p ro f essional w ho und er t akes t asks req u ir ing

p ro f iciency in a t ech n ical, scien t if ic o r sp ecialised f ield b ased on concep t s and

p r incip les, w it h w id e exp osure t o com p lex p ract ices and p reced en t s. The em p loyee is

a seasoned p ro f ession al w hose b asic p ro f essional skills an d know led ge h as b een

acq uired t h rough un d er t akin g sp ecialised t asks and a range o f w ork ro les. The

em p loyee m ay b e req uired t o u t ilise m an agem ent p rocesses t o ad vise f unct ional

m anagers, in f luence b ehaviour o r ch ange o p in ion in sup p or t o f a p ro p osal. If t he

em p loyee is a sup erviso r , t he f ocus w ill b e o n assignm en t o f w ork, sched uling w o rk,

m on it o r ing w ork as it is b eing d one, and review ing result s f o r t im eliness, q ualit y and

cost ef f ect iveness.

Prob lem so lv ing at t h is level g ives t he em p loyee lat it ud e t o co nsid er w h et her new

p roced ures m ay have t o b e d evelop ed , consist en t w it h cur ren t p o licies, o r exist ing

p r incip les, in o rd er t o ach ieve req u ired en d result s. The p rob lem t o b e so lved m ay b e

st at ed , b ut t he p rocesses t o b e used are largely d et erm ined b y t he em p loyee’s ow n

jud gem en t . When con f ron t ed w it h sit uat ions w h ich req uire jud gem en t o r d ecisions,

t he em p loyee is ab le t o access ap p ro p r iat e in f o rm at ion and p rocesses t o d et erm in e

m et hod s t o ach ieve a so lut ion .

An em p loyee at t h is level f unct ions w it h consid erab le ind ep end ence, and w ill d et erm ine

t heir ow n p r io r it ies. Th is m ay req u ire d eviat ing f rom o r m od if ying est ab lish ed

p roced ures and p ract ices as long as t he end result s m eet st an d ard s o f accep t ab ilit y

f o r q ualit y and t im elin ess. Sup ervision is usually in d irect and review o f w ork result s

usually occurs af t er t he f act . The em p loyee m ay b e acco un t ab le f o r rend er ing

sign if ican t ad vice and counsel t o m anagem en t in ad d it ion t o in f o rm at ion an d an alysis.

As a p ro f essional, t he em p loyee is accoun t ab le f o r t he q ualit y o f t he ad vice o r t he

d ir ect ions t he em p loyee g ives o t h ers o r im p lem en t s t hem selves.

The em p loyee at t h is level has a h igh ly d evelo p ed cap acit y t o m ake aut onom ous use o f a

h igh level o f t heo ret ical and ap p lied know led ge. The em p loyee ‘m ay und er t ake

sign if ican t h igh level creat ive p lann ing, d esign o r m anagem ent f un ct ions and m ay

have sub st an t ial accoun t ab ilit y an d resp onsib ilit y f o r t he out p ut o f o t hers.

Th is Grad e eq uat es t o a Hay evaluat ion w it h in t he range o f 372 - 483 p o in t s.



3 year Degree o r eq u ivalen t q ualif icat ion , p lus 34 m od ules o f relevan t t r ain ing o r

eq u ivalen t , o r

4 year Degree o r eq u ivalen t q ualif icat ion , p lus 30 m o d ules o f relevan t t r ain ing o r

eq u ivalen t , o r

Ot her q ualif icat ions as p er Grad e 1, p lus 34 m o d ules o f relevan t t rain ing o r eq uivalen t .

No t e: Where an ind ivid ual is ap p o in t ed t o a Grad e and is d eem ed ab le t o accep t t he

resp onsib ilit ies o f t h e Grad e, t he ind iv id ual w ould no rm al ly b e d eem ed t o h ave t h e

m od ules req u ired f o r en t ry t o t he Grad e.


GRADE 2

GRADE 1

GRADE 2

Salary Point

13.0-14.3

GRADE 3 GRADE 4


Select ion Skills

Ad vanced Select ion Skills

Nego t iat ion Skills

In t erp erson al Lead ersh ip Skills

Man aging Qualit y Im p rovem en t

Mains Transm ission Syst em Plann ing

Transm ission & Sup p ly Environm en t al Im p act St ud ies

Accoun t ing St and ard s & Pract ices

Asset Managem ent

In f o rm at ion Techno logy Pro ject Managem ent

In f o rm at ion Techno logy Sp ecialised Sup p o r t

Ind ust r ial Ad vocacy

Fin ancial Managem en t Pract ice Manual

Ret urn On Invest m en t Analysis

Man aging Peop le At Wo rk

Organ isat ional Beh aviour

Man ager ial Work

In t rod uct ion t o St rat eg ic Managem ent

The at t ainm en t o f learn ing out com es m ay b e d em onst rat ed t h rough t rain ing co urses o r

alt ernat ively, v ia sp ecif ic p ro ject s, r esearch st ud ies o r sim ilar st r uct ured t rain ing

act iv it ies. As an ind ep end en t , f u lly f unct ion al p ro f ession al, it w ould b e exp ect ed t hat

som e p r io r it y w o uld b e g iven t o exp and in g t he p ro f essional’s ab ilit y t o op erat e w it h


lat it ud e an d ind ep end ence in d ealing w it h co m p lex p ro f essional issues.



GRADE 3

GRADE 1 GRADE 2

GRADE 3

Salary Point

15.0-15.5

GRADE 4

ENTRY REQUIREMENTS:




An employee at this level: may be a technical expert or manage a unit of the organisation. In practice most positions at this level will contain both these elements. The employee may be a team leader having broad understanding spanning more than one professional field of work, or be a recognised authority within a particular specialised field of expertise, or both. The employee participates in short or long range planning and translates the more general objectives and strategies of higher management into specific targets and strategies for the unit. The employee takes initiatives, makes independent decisions and formulates policies and procedures within this overall framework to obtain the best performance and results from the organisational unit for which the officer is accountable. The employee gives expert technical advice to management and other units and takes responsibility for development and provision of systems, facilities and functions. The employee manages groups and work programs and directs or advises on the use of resources. The employee makes decisions not usually subject to technical review; decides courses of action necessary to expedite the successful accomplishment of assigned projects; and makes recommendations of significant impact on the organisation. The employee has work assigned only in terms of broad objectives. Performance is reviewed for policy, soundness of judgement, results and general effectiveness.

An em p loyee at t h is level m ay oversee t he w ork o f p ro f essionals w hose w ork act iv it ies d o

no t req u ire d ay t o d ay sup ervision , includ ing assignm en t sched uling and m on it o r in g

and is req u ired t o f ocus on longer t erm m at t er s, such as o p erat ion al p lans, b ud get s

and o t her reso urce need s. The em p loyee w ill b e req uired t o have a w ell d evelo p ed

und erst and ing o f hum an b eh avio ur and t hose f act o rs w h ich in f luence o r cause

b ehavioural change. Jo b s w h ich req u ire sign if ican t nego t iat ing skills are o f t en f ound

at t h is level.

Th in king at t h is level w ill b e w it h in b ro ad p o licies and ob ject ives un d er lim it ed d irect ion .

Sp ecif ic ob ject ives est ab lish w h at general ob ject ives m ust b e accom p lished w it h in t he

f ram ew ork o f t he o rgan isat ion ’s op erat ing p o licies. Th e em p loyee m ay est ab lish t he

p lan , d et erm ine t he p r io r it ies and p rescr ib e t he p rocesses need ed t o ach ieve

ob ject ives. The em p lo yee is accoun t ab le f o r b road p ract ice and p roced ure covered b y

f unct ional p reced en t s and p o licies o r ach ievem en t o f cir cum scr ib ed op erat ion al

act iv it y o r m anager ial d ir ect ion . The em p loyee m ay und er t ake co m p lex and m ajo r

h igh level creat ive p lan n ing, d esign o r m anager ial f unct ions.



In ad d it ion t o t he req uirem en t s o f Grad e 2 en t ry, 8 m od ules o f relevan t t r ain ing o r

eq u ivalen t .

No t e: Where an in d iv id ual is ap p o in t ed t o a Grad e and is d eem ed ab le t o accep t t he

resp onsib ilit ies o f t h e Grad e, t he ind iv id ual w ould no rm ally b e d eem ed t o h ave t h e

m od ules req u ired f o r en t ry t o t he Grad e.



GRADE 3

GRADE 1

GRADE 2

GRADE 3

Salary Point

15.0-15.5

GRADE 4

TYPICAL AREAS WHERE ENHANCED COMPETENCE MAY BE DEMONSTRATED:

Lead ersh ip

Persuasion

Jud gem ent

Team b u ild ing

Net w o rking

Analysis

Organ isat ion aw areness

Creat iv it y

Decisiveness

Delegat ion

Plann ing and o rgan isin g

Prod uct ivit y

Em p ow er ing

Qualit y assurance

Innovat ion

Flexib ilit y

Innovat ion

Com m ercial Nego t iat io n

Bud get Man agem ent

Resource Allocat ion

Man aging Per f o rm ance

Fin ancial Managem en t

Market ing Managem en t

Op erat ions Managem ent



GRADE 4

GRADE 1

GRADE 2 GRADE 3

GRADE 4

Salary Point

16.0-16.5

ENTRY REQUIREMENTS:


op en ‘select ion p roced ures.


An employee at this level: accepts responsibility for professional work, demanding a high level of expertise, independence, originality, ingenuity and mature judgement. The employee manages a unit of the organisation and exhibits a high level of competence in managing people and work and performs work which is of primary importance to the organisation and which will have a substantial effect on the results obtained by the employing organisation. The employee contributes to the organisation’s short and long range planning process and to the formulation of the organisation’s objectives, strategies and policies. The employee translates broader corporate objectives, strategies and policies into specific objectives, strategies and policies realisable by the organisation unit. The employee manages large work groups; or manages a multi-discipline group engaged in interrelated work; or may be an expert leading a team of related professionals; or may be a recognised expert in a specialist field of crucial importance. The employee takes overall responsibility for the provision and control of systems, resources, facilities, functions and major investigations and ensures that the organisation obtains maximum benefit from the application of professional expertise. The employee gives expert technical advice and acts as organisation spokesperson in a particular field of expertise and has work assigned only in terms of broad objectives. Performance is reviewed for policy, soundness of judgement, results and general effectiveness in pursuit of corporate and major organisational objectives.

An em p loyee at t h is level m an ages f unct io ns o r sub -f unct ion s t h rough sub ord in at e

sup erviso rs. The em p loyee p rovid es f o r t he in t egrat ion o f act ivit ies w h ich have a

com m on f unct ion , p urp ose o r o b ject ive, and assures ext ern al co -o rd inat ion w it h

o t her f unct ional areas. At t h is level, t he em p loyee w ould b e a m anager o f a f unct ional

area o r very sen io r ind iv id ual con t r ib ut o r . The em p loyee is g iven t he d egree o f

ind ep end ence need ed t o ach ieve op erat ing ob ject ives, p rovid ed t hat act ivit ies are

consist en t w it h op erat ing b ud get s, ap p roved op erat ing p lans an d ob ject ives and

f unct ional p o licies an d p reced en t s. The m anagem ent d ir ect ion g iven t o t he em p loyee

est ab lishes w h at result s are exp ect ed . The em p loyee d et erm ines h ow and w hen t he

result s w ill b e ach ieved . The em p loyee m ay have so le con t ro lling im p act on en d

result s at a p ar t icu lar level in t he o rgan isat ion . The p osit ion m ay have line

accoun t ab ilit y f o r a key end result area, w it h f u ll accoun t ab i lit y and resp onsib ilit y f o r

t he out p ut o f o t hers.



3 year o r 4 year Degree o r eq u ivalen t q ualif icat ion , and d em onst rat ed com p et ence

ap p rop r iat e t o t he p o sit ion , o r

For nom in at ed m an ager ial p osit ion s, o t her q ualif icat ion s and /o r d em onst rat ed

m anagem ent com p et encies sat isf act o ry t o t he em p loyer .

TYPICAL AREAS WHERE ENMANCED COMPETENCE MAY BE DEMONSTRATED:

Process Managem ent


Pro f essional Innovat ion

Lead ersh ip Man agem ent

Man aging Com p et it ive St rat egy

Market Aw areness and Analysis

Man aging St rat egic Change

Team Managem ent

Business Acum en

Man aging t he Ext ern al Environm en t

Ent rep reneur ial Vision


SCHEDULE 11 TECHNICAL STREAM CAREER PATH

INTRODUCTION TO THE TECHNICAL STREAM CAREER PATH FRAMEWORK

Final Combined Restructuring Committee endorsement - 18 November 2004

Th is Energex Techn ical St ream Career Pat h is b ased on t he Transm ission and Sup p ly

Techn ical St ream Career Pat h Fram ew o rk d at ed 22 July 1994 w h ich has b een end orsed

b y Ind ust ry Man agem ent and Un ions.


creat e f ur t h er career op p or t un it ies f o r em p loyees in t he Queensland Elect r ici t y

Sup p ly Ind ust r y (QESI).

Und er Aw ard Rest ruct ur ing , QESI Transm ission and Sup p ly em p loyees are classif ied und er

one o f t h ree st ream s:

Ad m in ist r at ive - cler ical an d ad m in ist rat ive

Techn ical - p ow er w orkers an d t echn ical em p loyees

Man ager ial & Pro f essio nal - d egree q ualif icat io n o r eq u ivalen t

In 1993 t he Ind ust ry Aw ard at t h at t im e req u ired t hat p r io r t o t r anslat ion , each En t erp r ise


Classif icat ion St ruct ure f o r t he st ream w o uld b e im p lem en t ed . To ensure a co -

o rd in at ed ap p roach w it h in Transm ission & Sup p ly w it h eq u it ab le p ay out com es, an


t o f acilit at e d evelop m en t and im p lem en t at ion o f En t erp r ise Care er Pat hs. Th is

com m it t ee, com p r isin g m anagem en t and un ion nom inees d evelo p ed a Career Pat h

Fram ew o rk f o r Transm ission & Sup p ly. Typ ical t echn ical job s w ere select ed f rom each

En t erp r ise f o r com p ar ison acro ss t he Ind ust r y. In f o rm at ion w as co llat ed t o d escr i b e

cur ren t w ork p ract ices and also id en t if y op p or t un it ies f o r b road -b and ing and m ult i -

skilling . Th is in f o rm at ion also id en t if ied sit uat ions w here req uired know led ge and

skills an d sub seq uen t w ork value w ere no t r ef lect ed in p resen t p ay p ract ices.

A num b er o f t yp ical Career Pat h s have b een w r it t en w h ich encom p ass m ost em p loyees

likely t o b e covered b y t he Techn ical St ream , and t hese are includ ed in t he at t ach ed

d ocum en t .

In d evelop ing t he Career Pat hs, Jo in t Workp lace Consult at ive Com m it t ees (JWCCs) w ere

est ab lished in each En t erp r ise an d used t he Ind ust ry Techn ical St ream Fram ew ork as

t he f ound at ion f o r t he d evelo p m en t o f En t erp r ise Career Pat hs. It w as exp ect ed t h at

En t erp r ises w ould ad d sp ecif ic r eq u irem en t s t o t he Fram ew o rk t o suit local cond it ions

w h ilst no t d ep ar t ing f rom t he sp ir it o f t h e d ocum en t . Th is w o uld ensure t hat

eq u it ab le p ay o ut com es exist acro ss En t erp r ises f o r job s o f eq uivalen t value. The

Career Pat hs in t he at t ached d ocum en t s ref lect ed t he agreed Energex out com es.

Fin alised En t erp r ise Career Pat h s received end orsem en t f r om t he Com b ined

Rest ruct ur ing Com m it t ee on 18 Novem b er 1994 and w ere sub seq uen t ly lod ged w it h

t he Queensland Ind ust r ial Relat ions Com m issio n as a Sched ule t o t he t hen Aw ard .


t o access h igher r at es o f p ay. Benef it s f rom Aw ard Rest ruct ur ing largely d ep end on


ef f icien t w orkf o rce u t ilisat ion . Job red esign is f acilit at ed t h ro ugh a m o re f lexib le


At t h is st age, 6 Mod el Career Pat hs have b een p rop osed w it h in t he Techn ical St ream :

Power Worker: eg. t r ad es assist an t s, st o rew ork, lab our ing , p lan t /veh icle op erat ion

and clean ing.


Technical Serviceperson: eg. lin ew ork, cab le jo in t ing , cust om er services, insp ect ions,

t r ad e and ad vanced t r ad e t echn ical f ield and w orkshop ro les (eg. elect r ical/elect ron ic,

m echan ical, f ab r icat ion /veh icle b uild ing o r b uild ing services).

Electricity System Designer/Adviser: eg. layout /m ains d esign w ork, m arket ing ad vice.

Supervisor: eg. em p loyees w hose p r im ary f unct ion is t hat o f t rainer /sup erviso r /

co -o rd inat o r

Para-professional: eg. t echn ical ro les req uir ing com p et encies o b t ained t h rough

p arap ro f ession al (Ad vanced Dip lom a o r eq u ivalen t ) q ualif icat ions such as

inst allat ion and rep air o f t echn ical eq uip m en t , t echn ical invest igat io ns and d esign .

System Operator: eg. op erat o rs w it h in d esignat ed con t ro l room s w it h in

d ist r ib ut ion /t r ansm ission , ie. Energex Con t ro l. Th is Career Pat h con f o rm s w it h t he

career p at h d evelop ed f o r Syst em Op erat o rs in t he Pro d uct ion St ream and b y

agreem en t b et w een t he Ind ust r ial Par t ies h as b een includ ed in t he Techn ical

St ream En t erp r ises' Career Pat hs d ocum en t .

En t erp r ise Career Pat hs m ust also sup p or t t h e im p or t an t o b ject ives o f m ain t ain ing p ay

eq u it y in t erm s o f w ork value and ensur ing eq ual em p loym en t op p or t un it ies. Grad e


skills acq u isit ion t o p reserve p ay eq uit y w it h relat ive w ork value. These b ound ar ies

should also ensure an ap p ro p r iat e b alance b et w een b ro ad -b and in g classif icat ions and



ALTERATIONS TO CAREER PATHS

Where job red esign id en t if ies t he need f o r ad d it ion al grad e(s) in a career p at h o r w here


p at h w ill b e am end ed b y agreem en t b et w een t he Ind ust r i al Par t ies.

Technical Stream – Career Governance Process (Parity)

The p ar t ies h ave d evelop ed , t h ro ugh an agreed p rocess, a Career Go vernance Process f o r

sp ecif ic id en t if ied sub -st ream s o f t he Techn ical St ream . Th is p rocess has b een

d evelop ed t o enab le t he ap p licat ion o f t he Techn ical St ream Career Pat h set out in

t h is Agreem en t . These ap p licat ion ar rangem ent s are ref er red t o as Skills/Com p et ency

Mat r ixes and set out salary/t r ain ing p ro gression ar rangem en t s relat in g t o t he sp ecif ic

sub -st ream s. These m at r ices are held sep arat ely and are sub ject t o ad d it ion / d elet ion

and o r ch ange in acco rd ance w it h t he agreed ar rangem ent s.

STEPS TO TRANSLATION AND PROGRESSION


When em p loyees t r anslat ed t o t he t hen new Aw ard (Elect r icit y, Gen erat ion , Transm ission

& Sup p ly Aw ard St at e) in 1995, t he f o llow ing p rocess w as used in t h is regard :


Career Pat h Docum en t . How ever , em p loyees w ho have an exp ect at ion o f no rm al



exp ect at ions are realised . Fo r em p loyees w ho w ill b e t r anslat ing, o r choose t o


Determine appropriate Career Stream and Career Path: Th e Job Pro f ile, as agreed

b et w een t he em p loyer and em p loyee p rovid es a d escr ip t ion o f t he resp onsib ilit ies

and d ut ies o f a p osit io n and t he know led ge, skil ls an d ab ilit ies req uired /used b y an

ind ivid ual t o com p et en t ly p er f o rm t he job . Th e Job Pro f ile can b e co m p ared w it h

En t erp r ise Career Pat h in f o rm at ion t o d et erm ine t he m ost ap p rop r iat e St ream f o r

t he p osit ion . The Career Pat h w it h in t he St ream t hat t he p o sit ion m ost closely

aligns w it h in relat ion t o w ork ro le and t asks und er t aken w ould b e select ed f o r t he

p osit ion .


Translate to equivalent or next highest Salary Point on the new Award: The rat es in t he


receivin g. These com p onen t s m ay b e an Aw ard salary level, an ind ust ry p aym en t o r a

t r ad esp erson 's allow an ce.

Check position is in the correct Grade: It m ay b e necessary t o evaluat e w het her t he

p osit ion h as d irect ly t r anslat ed in t o t he co r rect grad e/level w it h in t h e Career Pat h an d

ad just w here ap p rop r iat e. Th is st ep m ay t ake eit her o r b o t h o f t he f o llow ing f o rm s:

i. Pr im ary evaluat ion m et hod : t he Job Pro f ile f o r t he p osit ion w ill b e

com p ared against t he Grad e d escr ip t o rs f o r t h e ap p rop r iat e Career Pat h

and m at ched again st t hem t o accurat ely p lace t he p osit ion . At t h e low er

levels o f t he n ew Aw ard , Grad e Descr ip t o rs t hem selves should p rovid e

ad eq uat e d ist inct ion t o enab le a m at ch . Th is is d ue t o t he sp ecif ic, clear ly

d ef ined t asks and co m p et encies w h ich exist at t hese levels an d w here

result s and resp onsib ilit ies are d ef ined largely in t erm s o f t asks und er t aken .

ii. Second ary evaluat ion m et hod : a job evaluat ion m et hod o logy m ay b e used

w here job s are m ore d if f icu lt t o d ef ine. Th is m ay occur w here it b ecom es

hard er t o r ely on gener ic d escr ip t ions and /o r com p et encies (w here

availab le) t o size t he value o f a job and a sup p lem en t ary m et hod such as a

p o in t s m et hod is m ore reliab le. Po in t s m et ho d s, how ever , shall no t b e used

t o d ef ine job value o r salary p o in t s w it h in t he grad e.

iii. Fo llow ing t ran slat ion /im p lem en t at ion o f t he relevan t Energex career p at h ,

em p loyees sh all have a 3 m on t h p er iod d ur in g w h ich t hey m ay m ake

ap p licat ion f o r Jo b re-evaluat ion t o d et erm in e t he ap p rop r iat eness o f t heir

t r anslat ed grad e co m p ared t o t he Career Pat h Grad e Descr ip t o r s.

Ap p licat ions, on t he ap p rop r iat e f o rm , shall b e sub m it t ed via t he

em p loyee's sup erviso r , w ho shall no rm ally w it h in 2 w eeks o f receip t o f t he

f o rm , agree o r reject t he ap p licat ion and no t if y t he em p loyee acco rd ingly.

All t he agreed ap p licat ions w ill t hen b e evaluat ed and all successf u l

ap p licat ions w ill have as t heir op erat ive d at e f o r any salary increase, t he

d at e o f t heir ap p licat ion , if t he sup erviso r r eject s t h e ap p licat ion , und uly

d elays con sid erat ion o f t he ap p licat ion o r t he evaluat ion is unsuccessf u l t he

em p loyee m ay have recourse t o t he Aw ard gr ievance p roced ures. Af t er t he

conclusion o f t he 3 m on t h p er iod no rm al Energex ar rangem ent s in r elat ion

t o p o sit ion evaluat ion /grad in g w ill ap p ly.

No t e: Where a p osit ion is grad ed low er t h an t he level t o w h ich t he em p loyee has

t r anslat ed , t he ap p licat ion o f t h is st ep (st ep 3) is sub ject t o t he p rovisions o f t he

Backf illing (Train ing) Agreem en t .



p roced ure and Progression ar rangem ent s w ill also con t inue t o h ave ap p licat ion as

p ar t o f t he ongo ing Aw ard Rest ruct ur ing ar ran gem ent s:

Recognition of Prior Learning procedure:

RPL is a p rocess f o r r ecogn ising cur ren t skills and know led ge, w h ich m ay h ave b een

acq uired t h rough f o rm al o r in f o rm al t r ain ing (in ind ust ry and /o r ed ucat ion ), w ork

exp er ience and /o r lif e exp er ience, an d w h ich can b e assessed against est ab lished and

f o rm alised learn ing out com es. RPL sh all on ly b e gran t ed f o r p rogression p urp oses in

cases w h ere t he skills and know led ge claim ed are req u ired b y t h e em p loyer and

req u ired b y t he ind ivid ual t o p er f o rm t he d ut ies and resp onsib ilit ies o f t hei r job .






o f t he ind iv id ual's skills and know led ge in d irect com p ar ison w it h t he jo b


Progression:

Any salary p rogression b eyond t r an slat ion w ill req u ire one o f t h e f o llo w ing:

gain ing new skills in acco rd ance w it h an Ap p roved Train ing Plan


ap p o in t m en t t o an ad ver t ised p osit ion w it h a h igher Agreem en t

classif icat ion .

Recogn it ion o f Pr io r Learn ing on t he b asis o f t he d em onst rat ion o f skills

acq uired an d req uired t o b e used w it h in t he grad e.

If any em p loyee b elieves t h at t he ad d it ional skills acq uired and req uired t o b e used in

t heir p osit ion h as exp and ed t he "Jo b " b eyo nd t hat ap p rop r iat e t o t heir cur ren t

grad in g t he em p loyee m ay req uest an evaluat ion o f t he p osit ion t o d et erm ine t he

ap p rop r iat eness o f t he grad ing, in acco rd ance w it h t he no rm al Energex p roced ures

f o r Job evaluat ion .

Training Outcomes

Not all t r ain ing w ill q ualif y f o r p ay p rogression p urp ose s. Sub ject t o t he p rovisions o f t he

Back f illin g (Train in g) Agreem en t , t h e f o llow in g range o f t r ain ing t yp es is envisaged :

1. Training for future performance (Career Development): Em p loyees m ay und er t ake t rain in g

f o r t heir p erson al d evelop m en t , and t o b et t er p o sit ion t hem selves f o r f ut ure career

op p or t un it ies. Fo r exam p le, an em p loyee w o rking as an Elect r ical Fit t er /Mech an ic m ay

st ud y f o r an Ad vanced Dip lom a in Elect r ical Engineer ing and u lt im at ely m ove in t o a

t echn ical d esign ro le. Such vo lun t ar y t rain in g m ay receive sup p o r t f o r inst ance in t he

f o rm o f st ud y assist ance, sub ject t o m anagem ent ap p roval, an d t h is t r ain ing m ay no t

result in im m ed iat e p ay p rogression .

2. Training to maintain current competencies: Em p loyees m ay b e req uired t o und er t ake

t r ain ing t o keep t heir skill levels cur ren t w it h t echno logy, w o rk p ract ices and saf et y

need s; eg. new so f t w are releases, annual r esuscit at ion t r ain ing. Th is t r ain ing m ay no t

result in p ay p rogressio n .

3. Training to meet requirements of current pay level: Where an em p loyee could reason ab ly

b e exp ect ed t o und er t ake sp ecif ic t asks as p ar t o f t he job /salary p o in t and is unab le t o

d o so , t r ain ing m ay b e necessary t o b r ing t he em p loyee's skill levels up t o t h e

st and ard no rm ally req uired o f t h e p osit ion /salary p o in t . Wh ere an em p loyee h as

p rogressed t o t he m axim um Salary Po in t o f t he Career Pat h grad e and req u ires

f ur t her t rain in g w h ich is no t associat ed w it h changes t o jo b d esign suf f icien t t o

w ar ran t r eclassif icat ion o f t he job t o a h igher grad e, t r ain ing m ay no t resul t in p ay

p rogression .

4. Training to extend competency to meet expanded job requirements: Where job red esign h as

occur red in acco rd ance w it h En t erp r ise Career Pat h s and Job Pro f ile Req u irem en t s,

Ap p roved Train ing Plans m ay b e d evelo p ed t o p rovid e t r ain ing lead ing t o

new /ad vanced com p et encies and sub seq uen t p ay p rogression .


An approved training plan shall be available to each employee who is in a classification where further progression is available through skills development. The mutual needs of the Industry and its employees will be considered in respect to the development of Approved Training Plans in order to provide the skills and competencies to meet work requirements.




und er t aking and com p let ing t he t rain in g and any p ro visions o r ar rangem ent s f o r




as t he em p lo yee's "Sup erviso r " f o r t h is p urp ose. Where agreem en t canno t b e reached ,

t he Prob lem So lving & Disp ut e Reso lut ion Process is availab le t o b e used .

Sub ject t o t he p rovisions o f t he Train ing Out com es ab ove, f o llow ing t r anslat ion o r

ap p o in t m en t t o a p osit ion , any em p loyee w ho is p rovid ed w it h an Ap p roved Train ing

Plan shall b e p aid acco rd ingly f o r t he ad d it ional skills acq u ired an d req u ired t o b e

used in t h eir p osit ion .

Training Modules

One t rain ing m od ule o r eq u ivalen t sh all b e req u ired f o r each p rogression st ep w it h in a

Grad e e.g. t o p ro gress f rom 5.1 t o 5.2 w ill r eq ui re 40 hours o f t rain ing o r eq u ivalen t

w h ich const it u t es one m od ule.

Energex sh all consult r elevan t af f ect ed st af f w it h in Energex w hen d evelop ing m od ule

con t en t and accred it at ion .

The Career Pat h Fram ew ork is b ased on t he f o llow ing t r ain ing gu id elines:

1. Ap p roved Train ing Plans on ly enab le p ro gression w it h in t he lim it s im p osed b y t he

Agreem en t Classif icat io n and t he Career Pat h grad e o f t he jo b (i.e. job size)

2. If a job ch anges over t im e t o t he ext en t t hat it s t o t al value/size w ar ran t s re -

assessm en t , t h en job evaluat ion m et hod s w ould b e req u ired t o d et erm ine w het h er


3. Train ing includ ed in Ap p roved Train ing Plans should result in changes/red esign o f t he

job /w ork p er f o rm ed .

4. Where ap p rop r iat e, m od ular learn in g out co m es should m eet nat ional accred it at ion

st and ard s.

5. All Techn ical St ream Em p loyees shall b e p rovid ed w it h t he op p o r t un it y t o p ar t icip at e

in a review o f t he skills and com p et encies req uired in t heir Job w it h t heir sup erviso r

on at least an annual b asis. Th is should includ e an ap p ro p r iat e Ap p roved Train ing Plan

w here op p or t un it y exist s f o r ad d it ional skills/com p et encies t o b e acq u ired an d

req u ired t o b e used in t he Job .

Selection Criteria

Where an exist ing em p loyee has p reviously act ed in a p o sit ion f o r a m in im um o f 8 w eeks

and , t hat p r io r t o rest ruct ur ing t he p o sit ion d id no t r eq u ire an Ad vanced Dip lom a,

t hat em p loyee shall f o r t he p urp oses o f t h is d ocum en t b e d eem ed t o have t h e "o r

eq u ivalen t q ualif icat io ns" and sh all t heref o re b e el ig ib le t o ap p ly f o r t hat p osit ion

should it b ecom e availab le an d no t b e ru led out o f con t en t ion f o r t hat p osit ion on

t he ground s o f q ualif icat ions.

When an em p loyee ap p lies f o r a p osit ion it shall b e clear ly st at ed in t he Posit ion Vacancy

Circular /Job Ad ver t isem en t , t he m in im um st ar t ing salary f o r t he p osit ion and t he

m axim um salary. At t he Job in t erview (so t here can b e no f alse exp ect at ions) t he

ap p lican t shall be in f o rm ed o f any ad d it ion al p aym en t above t he st ar t ing m in im um

salary t h at w ill b e m ad e t o co m p ensat e f o r skills t he ap p lican t b r ings t o t he p o sit ion ,

and if t here is any scop e f o r f ur t her ad vancem en t w it h in t he grad e o f t he p osit ion , t o

t he ext en t t h at t h is is know n at t h at t im e.



CAREER PATH TITLE

Career Path Grade

GRADE 1

Salary Points

GRADE 2

GRADE 3

GRADE 4

GRADE 5

GRADE 6

ENTRY REQUIREMENTS:

An exp lanat ion o f how en t ry in t o t h is Grad e is ach ieved . Th is m ay b e, f o r exam p le,

t h rough ap p o in t m en t t o a vacan t p osit ion o r p rogression in t o t he Grad e via an

Ap p roved Train ing Plan .

Where an increase in w ork/job value is id en t if ied and reclassif icat ion o f an exist ing

occup ied p osit ion (s) is ap p roved , t hen select ion m ay b e m ad e f rom elig ib le em p loyees

w it h in a w ork group o r w ork locat ion f o r p ro gression t h rough an Ap p roved Train ing

Plan t o t he h igher classif icat ion .


St at em en t s in italics are ext ract s f rom t he relevan t sect ion o f t he Agreem en t .



exp ect ed t o un d er t ake o t her t asks in line w it h t he em p loyee's t r ain ing , exp er ience




t r ain ing, o r eq uivalen t , t hat w ould b e req u ired f o r en t ry in t o t h is Grad e. Where an

exist in g p osit ion is r e-evaluat ed , t he incum b en t w ould b e d eem ed t o have t he

num b er o f m o d ules req uired f o r en t ry t o t he grad e.



t heir sup erviso r m igh t select , in d evelop ing an Ap p roved Train in g Plan f o r p rogression

w it h in t h is Grad e. Select ion o f m od ules w ill b e m ad e w here t he ad d it ion and

d evelop m en t o f a skill w ill b e ap p lied in t he job and w ill lead t o changes in t asks





TECHNICAL STREAM CAREER PATHS

Career Path

Salary

P

o i

n t

Train ing

Req u irem

en t s

(Mo d ules)

Pow er

Wo

rke

r

Techn ical

Servicep er

son

Elect r icit y

Syst em

Design /Ad v

iser

Sup erviso r

Para-

Pro f essi

onal

Syst em

Op er

at o r

16.5

16.4

16.3

16.2

16.1

16.0

15.5

15.4

15.3

15.2

15.1

15.0

14.3

5 14.2

14.1

14.0

13.3

5 4 13.2

13.1

13.0

12.5

4 4 3 12.4

12.3


12.2

12.1

12.0

11.5

3 3 2

11.4

11.3

11.2

11.1

11.0

10.3 8M 1

10.2

10.1

10.0

2 2

Syst em

Op er

at o r

9.3 7M

5 3

(Train in g)

9.2

9.1

9.0

8.2

8.1 3M

8.0 4 2

7.2

1

7.1 3M

7.0 1

6.2

3

6.1 3M

6.0 1

5.2 5 2


5.1 3M

5.0

4.2

4 1

4.1 3M

4.0 Trainee

3.7 Certificate

3

3.6

3.5

3.4 8M

3.3

3.2

3.1

3.0

2.7

2

2.6

2.5

2.4 8M Vocational Trainee

2.3 Trainee Para-Professional

2.2

2.1

2.0

1.7

1

1.6

1.5

1.4 8M

1.3

1.2


1.1

1.0

0.0


TECHNICAL STREAM


POWER WORKER


CAREER PATH/ GRADE

DESCRIPTION

POWER WORKER LEVEL 5 Salary Points 5.0-5.2

GRADE 5

Work und er general

sup ervision . Provid e

guid ance and assist an ce

relevan t t o skills.


GRADE 4

Per f o rm w o rk und er general

sup ervision . Ho ld an d use

som e p lan t licences. On -

t he-job t r ain ing t o o t h ers

and sup ervise w ork.


GRADE 3

Per f o rm sp ecif ic sup p or t

f unct ion . May h o ld and

use var ious p lan t

licences. Work f ro m

com p lex inst ruct ions and

p roced ures un d er

general sup ervision .


GRADE 2 Per f o rm m an ual f unct ional

sup p or t d ut ies such as

com p et en t assist an t and

w ork und er rou t ine

sup ervision .

POWER WORKER LEVEL 1(b) Salary Points 1.0-1.7

GRADE 1 (b) Per f o rm ro ut ine,

p red ict ab le, rep et it ive

and p roced uralised t asks

o f a m anual nat ure un d er

d ir ect sup ervision .

POWER WORKER LEVEL 1(a) Salary Point 0.0

GRADE 1 (a) Und er t ake st ruct ured

ind uct ion t r ain ing w it h in

3 m on t hs o f

ap p o in t m en t


POWER WORKER

Grade 1 (a)

GRADE 1 (a)

Salary Points

0.0

GRADE 1 (b )

GRADE 2

GRADE 3

GRADE 4

GRADE 5

ENTRY REQUIREMENTS:

ENTRY LEVEL. Ap p o in t m en t w ill b e sub ject t o availab ilit y o f p osit io ns in t he En t erp r ise

and select ion p roced ures.


A Power Worker Level 1(a) shall mean an employee not elsewhere defined, who is undertaking structured training so as to enable the employee to perform duties associated with a Power Worker Level 1(b). An employee at this level works under direct supervision, and performs routine duties essentially of a manual nature.

The st ruct ured t rain in g f o r an em p loyee m ay consist o f on -t h e-jo b and o f f -t he-job

t r ain ing. Dep end ing on t h e t yp e o f w ork t o b e und er t aken , t he em p loyee m ay need

t he ab ilit y t o w ork at heigh t s an d in con f ined sp aces, have m an ual d ext er it y and

m echan ical ap t it ud e. The em p loyee is exp ect ed t o b e ab le t o w o rk as a m em b er o f a

t eam .


Grad e 10 level o f ed ucat ion o r eq u ivalen t .


The em p loyee sh all un d er t ake en t erp r ise sp ecif ic ind uct ion t rain ing . Such structured training

shall be completed within 3 months of appointment to this level, as req u ired , w h ich m ay includ e:

Div ision , Group , Dep ar t m en t and Team ind uct ion t r ain ing

Co rp o rat e ind uct ion p rogram m e

In t rod uct ion t o Workp lace Healt h and Saf et y r eq u irem en t s

Em ergency p roced ures

Person al p ro t ect ive eq uip m en t issue and use

Man ual han d ling

Veh icle f am iliar isat ion /checks

Ad m in ist r at ion eg. Tim esheet s; Cond it ions o f w ork


POWER WORKER

Grade 1 (b)

GRADE 1 (a)

GRADE 1 (b)

Salary Points

1.0 – 1.7


ENTRY REQUIREMENTS:

Agreem en t p rovid es f o r p rogression f rom Grad e 1(a) t o Grad e 1(b ) t h ro ugh ap p roved

t r ain ing, w it hout un d er t akin g select ion p roced ures.


An employee at this level possesses competencies which enables the employee to: perform routine, predictable, repetitive and proceduralised tasks of a manual nature under direct supervision. Exercise minimal judgement and understand basic quality control/assurance procedures. Understand and utilise basic literacy and numeracy skills; commensurate with the employee's training, experience and responsibilities.

The em p loyee at t h is level m ust b e com p et en t in t he use o f ap p rop r iat e h and t oo ls and

b asic lo ad sh if t ing eq u ip m en t relevan t t o t he w ork und er t aken . An em p loyee at t h is

level m ay w o rk in one o f a range o f w ork ro les, includ ing lab our ing , st o res, clean ing

and assist ing t rad esp ersons, com m ensurat e w it h t he em p loyee's t r ain ing, exp er ience

and resp onsib ilit ies. Th e em p loyee m ay b e un d er t akin g st r uct ured t r ain ing t o en ab le

t he em p loyee t o op erat e as a Pow erw o rker Grad e 2 and such t r ain ing m ay includ e

t r ain ing f o r sp ecialisat ion w it h in one area o f op erat ion o r a m ix o f com p et encies

w h ich m ay b e used across several areas.


* Grad e 10 level o f ed ucat ion o r eq u ivalen t p lus en t erp r ise sp ecif ic in d uct ion t r ain ing .


* First aid t echn iq ues * Com m un icat e o rally

* Rigging In t rod uct ion EPC 152 (1m ) * Com m un icat e in w r it ing

* Chainsaw op er at ion * Read and com p rehend t ext s

* Road w ay w arn ing signs * Provid e cust om er service

* Cab le an d cond uct o r id en t if icat ion * Rep o r t w orkp lace hazard s

* Tree t r im m in g * Ap p ly p r incip les o f OH&S in t he

w ork

* Work p ract ices f o r cranes, ho ist s and

w inches

environm en t

* Mob ile p lan t saf et y * Com p ly w it h q ualit y syst em s and

p ract ices


* Po le insp ect ion A, B, C * Ap p ly q ualit y syst em s t o w ork

* Saf et y ind uct ion f o r t rad es assist an t s * Ap p ly q ualit y p roced ures

* Lad d ers, hauling lines and p o le p lat f o rm s * Com p ly w it h ENERGEX

Environm en t al Po licy

* Pow er w inch usage * Op erat e m ach ine

* Wood p o le t reat m en t - o p erat e p allet w rap p ing m ach ine

* Tree grow t h regulat o r - o p erat e heat sh r in king m ach ine

* Rest r ict ed sho t f irer * Op erat e h and an d p ow er t oo ls

* Basic Com p ut er Lit eracy

Basic com p ut er lit eracy

- use elect r ic t oo ls

* Basic keyb o ard skills - use han d t oo ls

* Const ruct ion sit e ind uct ion * Op erat e a com p ut er t erm inal f o r

rout ine t asks

* Hazard Managem ent

Hazard m an agem en t

- o p erat e relevan t sub syst em s

* "C" class licence * Use w arehouse t echn iq ues e.g.

receip t ing , st o r ing ,

* Rescue f rom an EPV d esp at ch in g, secur it y

* Use an d care o f lif t in g eq u ip m en t EPC 18

(1m )

* Workp lace com m un icat ion NCS 02



POWER WORKER

Grade 2

GRADE 1(a)

GRADE 1(b )

GRADE 2

Salary Point

2.0 – 2.7


ENTRY REQUIREMENTS:

Agreem en t p rovid es f o r p rogression f rom Grade 1(b) to Grade 2, Salary Point 2.0, through

approved training, within 3 years of initial appointment w it hout und er t akin g select ion

p roced ures.


An employee at t h is level p ossesses com p et en cies w h ich enab les t he employee t o : perform manual functional support duties within the enterprise and perform work such as competent assistant. The employee will be responsible for the quality of the employee's own work, and work under routine supervision either individually or in a team environment. Exercise discretion within the employee's


level of skills and training; commensurate with the employee's training, experience and responsibilities.

An em p loyee at t h is level m ust b e com p et en t w it h ap p rop r iat e h an d t oo ls and t h e saf e

hand lin g o f eq uip m en t and chem icals, saf e op erat ion o f m ob ile and o t her eq uip m en t ,

load sh if t ing eq u ip m en t , veh icles, t he op erat ion o f m ach in ery o r b e und er t akin g

t r ain ing f o r cer t if icat ion as a scaf f o ld er , d o gm an , crane o r ho ist op erat o r , p ressure

eq u ip m en t op erat o r , load sh if t ing eq uip m en t op erat o r o r w eld er . The com p et encies

req u ired t o p er f o rm t he t asks m ay includ e t hose w h ich o f f er sp ecialisat ion in a

sp ecif ic area o r a m ix w h ich w ill o f f er b road com p et encies w h ich m ay b e used in

several f ield s. The em p loyee m ay b e exp ect ed t o w ork w it h in a t eam environm en t

und er general gu id ance and w it h som e aut onom y. The em p loyee m ay assist

t r ad esp ersons, p er f o rm st o res f unct ions, f ield f unct ions, w orksh op f unct ions and

have b asic keyb oard skills, o r und er t ake civil w o rk. The em p loyee m ust h ave an

und erst and ing o f q ualit y t echn iq ues. Dut ies w ill b e und er t aken w h ich are

com m ensurat e w it h t h e em p loyee's t r ain ing , exp er ience and resp on sib ilit ies.


Grad e 10 level o f ed ucat ion o r eq uivalen t p lus 8 modules o f relevan t t r ain ing, o r

eq u ivalen t


Weld ing and Therm al Cut t ing NBB09

(lm )

Grap h ics Com m un icat io n NCS08

Map read ing

St o res t echn iq ues

Fell/r ecover a p o le

Fit cross-arm s t o a p o le

Use o f p o r t ab le generat o rs

Po le saf et y

Syst em s and syst em vo lt ages

Basic elect r ical p r incip les

Cab le an d cond uct o r cur ren t rat in g

Met ho d s o f line clear in g and regrow t h

con t ro l

Erect p o les w it h m ob ile crane/"A"

f ram e

Qualit y Concep t s NBB05 (1/2m )

Com p ut in g in Engin eer ing NBB04

(1m )

Fo rklif t - Saf et y & Op erat ion

EPC88 (1m )

Elect r ical Fund am ent als NBB08

(1m )

Eq u ip m en t Main t en an ce EPC71

(1/2m )

Too l Sharp en ing - Of f Hand

NNM19 (1/2hm )

Pend an t Overhead Crane EPC83

(1m )

Scaf f o ld ing (Lim it ed Heigh t )

EPC15 (1m )

Com m un icat ion & IR NBB01 (1m )

Engineer ing Calculat io ns NNM05

(1m )

Hand & Pow er Too ls NBB07 (1m )

Mech an ical Com p onen t s NBB11

(1m )

Lub r icat ion EPC73 (1/2h m )


POWER WORKER

Grade 2

GRADE 1(a)

GRADE 1(b )

GRADE 2

Salary Point

2.0 – 2.7

GRADE 3

GRADE 4

GRADE 5

TYPICAL TRAINING MENU FOR PROGRESSION WITHIN THIS GRADE THROUGH AN APPROVED

TRAINING PLAN: (Con t inued )

Fit a t r ansf o rm er

EPV o p erat ion

Veh icle load in g crane

Trench ing and excavat ion

Id en t if y p ersonal con t r ib ut ion t o t eam

Process cust om er enq u ir ies

Work saf ely w it h ind ust r ial

chem icals/m at er ials

Saf ely h and le w ast e

Ap p ly q ualit y t echn iq ues t o t eam s

Com p ly w it h ENERGEX Environm en t al

Po licy

Id en t if y so lut ions

Man age ow n t im e

Op erat e a com p ut er t erm in al f o r rou t ine

t asks

Use w arehouse t echn iq ues

- insp ect ing p roced ures

- st ockt aking p roced ures

Op erat e PC ap p licat ions

Engineer ing Science NBB13 (1m )

Overhead gan t ry crane

Scaf f o ld ing

Work w it h o t hers in a t eam

Com m un icat e ef f ect ively at

w ork

Id en t if y saf et y h azard s

Saf ely h and le m at er ials

Und erst an d Qualit y

Im p rovem en t Process

Def ine p rob lem s

Reso lve p rob lem s

Op erat e load sh if t ing eq uip m en t

- op erat e f uel f o r klif t

- op erat e elect r ic reach t r uck

- op erat e o rd er p icking f o rklif t

- op erat e elect r ic p allet jack

Select ion o f m od ules f o r p rogression w i t h in t h is Grad e m ay also includ e o t her



POWER WORKER

Grade 3

GRADE 1(a)

GRADE 1(b )

GRADE 2

GRADE 3

Salary Points

3.0 – 3.7

GRADE 4 GRADE 5

ENTRY REQUIREMENTS:

Progression t o Grad e 3 w ill b e sub ject t o availab ilit y o f p o sit ions in Energex. Progression

m ay occur w it hout un d er t aking select ion p roced ures.


An employee at this level possesses competencies which enable the employee to either: perform a specific support function within the enterprise, or undertake training as a Linesperson or Jointer. Work from complex instructions and procedures and work under general supervision. Responsible for assuring the quality of the employee's own work. Perform work as a competent assistant and assist in the provision of on-the-job training to a limited degree; commensurate with the employee's training, experience and responsibilities.

An em p loyee at t h is level m ay h ave at t ained var ious licences and /o r h ave cer t if icat ion as a

scaf f o ld er , d o gm an , f o rklif t . crane o r ho ist o p erat o r , p ressure eq u ip m en t op erat o r ,

load sh if t ing eq u ip m en t op erat o r o r m ay b e und er t akin g t r ain ing lead ing t o

cer t if icat ion as a w eld er , linesp erson , jo in t er o r p r in t ing m ach ine op erat o r . The

em p loyee m ay exercise ap p rop r iat e keyb o ard skills (w h ere relevan t ). The em p loyee

can hand le all t oo ls req uired and m ay und er t ake lab our ing and o t her m anual t asks in a

t eam environm en t und er general guid an ce and consid erab le aut onom y. The

em p loyee m ay b e req uired t o m ain t ain accurat e reco rd ing o f such d et ails as st ock

con t ro l. Dut ies p er f o rm ed shall b e com m ensurat e w it h t he em p loyee's t r ain ing ,

exp er ience and resp on sib ilit ies.


Grad e 10 level o f ed ucat ion o r eq u ivalen t , p lus 16 modules o f relevan t t rain in g, o r

eq u ivalen t .

TYPICAL TRAINING MENU FOR PROGRESSION WITHIN THIS GRADE THROUGH AN APPROVED TRAINING PLAIN:

Req u irem en t s f o r connect in g and op erat ing a single p h ase m o b ile generat o r

Workshop skills * Movin g and st ab ilising a lo ad

Inven t o ry and st ock co n t ro l

*

Use o f relevan t com p ut er p ackages

Lead ing self m anaged w ork t eam s

*

Working ef f ect ively w it h p eop le

Sp o ken com m un icat ion * Test Eq u ip m en t NNE20 (i/a M)

Mach in in g NBB06 (1M)

*

Mat er ials Hand ling NBB03 (2 M)

Work Team Com m un icat ion NCS10

*

Fab r icat ion Techn iq ues NBB10 (IM)

Engineer ing Mat er ials NNMO8 (I M)

*

Sub st at ions NNE47 (1 M)


Cells and Bat t er ies NNE139 (1/2 M)

*

Engineer ing Draw ing In t erp ret at ion

NBB12 (1M)

Com p rehensive t eam w ork

*

Saf ely h and le an d st ack m at er ial

Process w r it t en in f o r m at ion

*

Disp ose o f w ast e

Car ry out in t eract ive w orkp lace

com m un icat ion *

In t erp ret Qualit y Manuals

Id en t if y p ersonal con t r ib ut ion t o en t erp r ise

*

Ap p ly ENERGEX syst em s

go als and o b ject ives * Plan t o und er t ake a rou t ine t ask

Ap p ly q ualit y t echn iq ues t o t eam act iv it ies

*

Plan and o rgan ise ow n w ork



POWER WORKER

Grade 4

GRADE 1(a)

GRADE 1(b )

GRADE 2

GRADE 3

GRADE 4

Salary Point

4.0 – 4.2

GRADE 5

ENTRY REQUIREMENTS:




An employee at this level possesses competencies which enables the employee to: perform work under general supervision, either individually or in a team environment. The employee would understand and apply quality techniques. Exercise discretion within the scope of this level; commensurate with the employee's training, experience and responsibilities.

An em p loyee at t h is level should h ave at t ained var ious cer t if icat ions and som e p lan t

licences and use t hese in t he p er f o rm ance o f st o res f unct ions, m anual t asks, f ield

w ork, w o rkshop f unct ions o r p r in t in g room f unct ion s. The em p lo yee w ill exercise

ap p rop r iat e keyb oard skills as req u ired t o p er f o rm a relevan t t ask an d m ay b e

req u ired t o sup ervise and assist in on -t he-job t r ain ing t o o t her w orkers in a r ange o f

t asks w it h in t he area o f exp er t ise o f t h is em p loyee. The em p loyee m ay w ork und er

b road gu id ance and aut onom y and m ay accep t resp onsib ilit y f o r t h e w ork o f o t hers

o r t eam co -o rd inat ion w hen w orking in a t eam environm en t .


Grad e 10 level o f ed ucat ion o r eq u ivalen t , p lus 24 modules o f relevan t t r ain ing, o r

eq u ivalen t .


Team lead ersh ip

Tim e o rgan isat ion

Wr it in g Workp lace Docum ent s NCS02

Meet ings NCS 12

Dealing w it h Con f lict NCS05



POWER WORKER

Grade 5

GRADE 1(a)

GRADE 1(b )

GRADE 2

GRADE 3

GRADE 4

GRADE 5

Salary Point

5.0 – 5.2

ENTRY REQUIREMENTS:




An employee at this level works above and beyond a Power Worker Level 4, and possesses

competencies w h ich enables the employee to: work under general supervision, either individually or

in a team environment and exercise discretion within the scope of this level. Provide guidance and

assistance relevant to their skills; commensurate w it h the employee's training, experience and responsibilities.

An em p loyee at t h is level m ay h ave an ext en sive ran ge o f p lan t /veh icle cer t if icat ion and

licences an d m ay p rovid e on -t he-jo b t rain in g in r elevan t areas. The em p loyee m ay

p rovid e lead ersh ip t o w ork t eam s and m ay act as t eam lead er w it h in a t eam

environm en t . The em p loyee m ay b e req u ired t o have inp ut in t o t he select ion o f

eq u ip m en t , p lann in g f o r w ork o rgan isat ion , services, act ion s, and ach ievin g out com es

w it h in t im e const rain t s. The em p loyee should d isp lay cust om er relat ion ski lls; t he

ab ilit y t o id en t if y t r ain ing need s; in st ruct ional skills and h ave a so und know led ge o f

Workp lace Healt h and Saf et y issues. Th e em p loyee m ay p rovid e on -t he-job t r ain ing

and sup ervision t o w ork t eam s. Dut ies un d er t aken w ould b e in line w it h t he

em p loyee's t rain ing , exp er ience an d resp onsib ilit ies.


Grad e 10 level o f ed ucat ion o r eq u ivalen t p lus 27 modules o f relevan t t r ain ing, o r

eq u ivalen t .


Cust om er relat ion skills

Inst ruct ion skills - Group TND04 (1 M)

Occup at ional Healt h an d Saf et y NBB02 (1/2M)

Com p ut er Aid ed Draf t ing

Clien t In t eract ion NCS 12

Id en t if ying Train ing Need s TND01 (1/2 M)

On-t he-job t rain in g

Desk Top Pub lish ing




TECHNICAL STREAM


TECHNICAL SERVICEPERSON


CAREER PATH/ GRADE

DESCRIPTION

TECHNICAL EMPLOYEE LEVEL 4 Salary Points 9.0-9.3

GRADE 5

High ly skilled sp ecialist in d ep en d en t

w orker in one o f t he f o llow ing:

p ossesses necessary t r ain ing, skills

and exp er ience an d is aut ho r ised

t o insp ect and t est sp ecialist

inst allat ions, includ ing HV h igh r ise

b uild in g inst allat ions; m ult i -skilled

overhead and und erground lin e

const ruct ion accoun t ab le f o r

op erat ional un it ; skilled -on var iet y

o f com p lex t asks and ap p lies

m ain t enance st and ard s and q ualit y

con t ro l. Includ ing m ob ile p lan t and

m anuf act ur ing services.


GRADE 4

Ext ensive range o f co m p et encies in I

o r m ore o f :m ult i-skilled overhead

and und ergro und const ruct ion and

m ain t enance includ ing sw it ch ing ,

insp ect ions and rout ine d esign ;

Live line, includ ing Glove and

Bar r ier ; 110/132kV cab le jo in t ing

and t erm inat in g; aut ho r ised t o t est

and insp ect com p lex inst allat ions;

generalist w orker on w id e range o f

com p lex eq u ip m en t t yp es.

Includ ing m ob ile p lan t and

m anuf act ur ing services.


GRADE 3 High ly skilled w orker w it h

d em onst rat ed com p et ence in all

asp ect s o f I o r m ore o f : m ult i -

skilled overhead and und erground

const ruct ion and m ain t enance;

Live line; Jo in t ing and t erm inat ing

cab les; Elect r ical inst allat ions and

m ain t enance includ ing t est ing;

generalist w orker on com p lex

eq u ip m en t t yp es o r sp ecialist

w orker on lim it ed range o f

eq u ip m en t t yp es. Includ ing m o b ile

p lan t and m anuf act ur ing services.



GRADE 2 Skilled w orker w it h d em onst rat ed

com p et ence in a range o f asp ect s.

May b e m ult i-skilled in a var iet y o f

t asks.

TECHNICAL EMPLOYEE LEVEL 1 Salary Points 4.0- 4.2

GRADE 1

Entry Point

Em p loyee ho ld s ap p rop r iat e Trad e

Cer t if icat e o r Cer t if icat e o f

Com p et ency. Per f o rm s t rad e w ork

o f rout ine, non -com p lex n at ure

und er gen eral sup ervision .


Grade 1

GRADE 1

Salary Point

4.0 – 4.2

GRADE 2

GRADE 3

GRADE 4

GRADE 5

ENTRY REQUIREMENTS:

Ent ry level w it h ap p rop r iat e cer t if icat e o f com p et ency o r t r ad e ce r t if icat e. Ap p o in t m en t

w ill b e sub ject t o availab ilit y o f p o sit ions in Energex, and select io n p roced ures or

com p let ion o f an Ap p roved Train ing Plan , i.e. f rom Pow er Worker Grad e 3.


A Technical Employee Level 1 shall mean an employee who holds an appropriate Trade Certificate, Tradesperson's Rights Certificate or Certificate of Competency, as defined in the Electricity Act, or equivalent, and who is able to exercise the skills and knowledge of such certification. An employee at this level possesses competencies which enables the employee to: perform trade work which is generally of a routine, non-complex nature. The employee performs work under general supervision either individually or in a team environment and understands and implements quality systems. The employee performs work which involves the skills of the employee's trade and work which is incidental and facilitates the completion of the employee's work; commensurate with the employee's training, experience and responsibilities.

An em p lo yee at t h is level shall b e a Techn ical Servicep erson , w h o has com p let ed t he

t r ain ing req u ired f o r m in im um en t ry, w ho has com p et ence in one o f t he f o llow ing

areas:

Overhead line const ruct ion an d m ain t enance and b asic st reet ligh t in g and con t ro l

syst em s

Und erground low vo lt age p o lym er ic inst allat io n and m ain t enance

Cust om er service act ivit ies includ ing reconnect s/d isconnect s w ork.

An em p loyee at t h is level w ould und er t ake a range o f t asks using t r ad e and o t h er

skills gained t h rough t r ad e cer t if icat ion . The em p loyee w ould have gained

cer t if icat ion in a b road d iscip line such as: Elect r ical/Elect ron ic, Mech an ical,

Fab r icat ion /Veh icle Bu ild ing o r Bu ild ing Services. Using ap p rop r iat e t rad e skills, t he

em p loyee w ould assist t o m anuf act ure, m od if y, inst all, t est , rep air , m ain t ain and

service var ious eq u ip m en t and p lan t . Such elect r ical/elect ron ic eq uip m en t an d

p lan t m igh t includ e elect r ic m o t o rs, generat o rs, elect ron ic con t ro ls, inst rum en t s,

t elecom m un icat ions and aut om ot ive elect r ics. Mech an ical p lan t and eq u ip m en t

m ay includ e m ach inery, f lu id p ow er syst em s an d aut om ot ive m echan ics. Ot her


t asks in m anuf act ur ing and m ain t en ance services m ay includ e f ab r icat ion , f o rg ing ,

b o ilerm aking, w eld ing , f it t ing an d t urn ing, m et al p o lish in g, sheet m et al w o rk,

carp en t ry, p ain t in g an d o t her b u ild ing services.



Grade 1

GRADE 1

Salary Point

4.0 – 4.2

GRADE 2

GRADE 3

GRADE 4

GRADE 5


An ap p rop r iat e elect r ical w ork licence issued in acco rd ance w it h t he Elect r ical Saf et y

Regulat ion 2002 viz Lin esp erson , Elect r ical Fit t er Mechan ic, Elect r ical Jo in t er o r o t her

t r ad e cer t if icat e, as ap p rop r iat e t o t he w ork und er t aken .

Th is Grad e w ould ap p ly t o eit her :

t r ad esp ersons recen t ly t r ained w it h in t he Elect r ici t y Sup p ly in d ust ry w ho are

com m encing f ur t her t rain ing t o allow p rogression t o Salar y Po in t 5.1 w it h in 2 years

o f ap p o in t m en t o r

t r ad esp erson t rained in ano t her Ind ust r y w it hout t he relevan t com p et encies

req u ired b y t he Elect r icit y Sup p ly Ind ust ry w ho are com m encing t r ain ing t o allow

p rogression t o Salary Po in t 5.1 w it h in 3 years o f ap p o in t m en t .


Wood p o le t reat m en t

High vo lt age ABC in st allat ion , jo in t ing and

t erm inat ion

Sho t f irer ’s Cer t if icat e (rest r ict ed t o Sup p ly

Ind ust ry)

Po le insp ect ion level 1.5 (h and held com p ut er )

Rest r ict ed LV p o lym er ic cab le jo in t s an d

t erm inat ions

Inst all and connect d o m est ic inst allat ions

Tree grow t h regulat o r Overhead sw it ch ing o p erat o r

PST service p o lar it y f o r En t erp r ise GP t ruck op erat o r

Lif t er b o rer op erat o r Tension st r ing ing o f co nd uct o r

Overhead Managem en t Syst em s P.C. p rogram St eel t ow er erect ion and

m ain t enance

Sw it ch in g aut ho r isat io n – LV Op erat o r Heavy Rig id (HR) Licence

Sw it ch in g aut ho r isat io n – Recip ien t Exp losive p ow er t oo l o p erat ion

EPV Basket op erat ion Sub st at ion Op erat o r s Level 1


Cab le an d p ip e locat ion /Cab le Test ing – 11kV Rescue f rom a p it

Work o rgan izat ion Const ruct ion St and ard Draw in gs

Main t enance p o licies and p roced ures Record keep ing an d d at a up d at ing

Field p ract ices Cust om er relat ions skills

Cust om er relat ed skills Qualit y aw areness

St at u t o ry Train ing Tension st r ing ing o f co nd uct o r

Workshop Pract ices (Fab r icat ion ) EA 740 (1 M) Dist r ib ut ion Plan t Rep air

Basic St at ist ics EA00 (1/2 M) Pro t ect ion

Saf et y EPV Basket Op erat ion

Qualit y Syst em s High vo lt age iso lat ion and access

Mach inery Rep air and Inst allat ion NNM22 (1 M) High t ension cond uct o rs

Fault f ind ing an d Diagn ost ic Skills EA90 (1/2 M)



Grade 2

GRADE 1

GRADE 2

Salary Point

5.0 – 5.2

GRADE 3

GRADE 4

GRADE 5

ENTRY REQUIREMENTS:

Agreem en t p rovid es f o r p rogression f rom Grad e 1 t o Grad e 2 t h rough ap p roved t r ain ing ,

w it hout und er t aking select ion p roced ures.


An employee at this level is an experienced employee who exercises trade and/or other skills who is engaged in routine technical duties and who, subject to statutory licensing requirements, exercises the skills and knowledge of such training. An employee at this level possesses competencies which enables the employee to: exercise discretion within the scope of this level and works under general supervision either individually or in a team environment. The employee provides technical guidance to others in their work team, understands and implements quality systems and performs incidental and peripheral work; commensurate with the employee's training, experience and responsibilities.

An em p loyee at t h is level shall b e a skilled Techn ical Servicep erson w it h d em onst rat ed

com p et ence in a r ange o f asp ect s and shall b e aut ho r ised in all necessary st at u t o ry

req u irem en t s. Th is w o rker m ay b e m ult i -skilled in a var iet y o f t asks t o enab le m ore

ef f icien t com p let ion o f t he w ho le job . Dep en d ing on q ualif icat ions an d t rain ing , t hese

m ay includ e such t asks f rom one o f t he f o llow ing:

Overhead line con st ruct ion and m ain t en ance. Th is m ay includ e t he m ain t enance

and rep air o f d ist r ib u t ion sub st at ion p lan t an d eq uip m en t , and /o r in st allat ion and

rep air o f low vo lt age p o lym er ic un d erground cab les. Per f o rm sw it ch ing.

Jo in t and t erm inat e p ap er /lead cab les up t o 33kV and p o lym er ic cab les. Jo in t and

t erm inat e p o lym er ic and p ap er /lead p ilo t cab les. Per f o rm LV sw it ch ing. Assist in

t est ing an d com m issio n ing LV URD inst allat io ns b y inst alling cab les and p illar s and

t erm inat ing , t est ing an d p h asing cab les. Und erst and LV schem at ics.

Basic vo lt age com p lain t s an d sup p ly p rob lem invest igat ions. Reconnect s,

d isconnect s and o t her associat ed revenue w o rk. Rep air st reet lig h t co n t ro l cir cu it s.

Und er t ake m et er q uer ies. Main t ain and rep air d ist r ib ut ion sub st at ion p lan t and

associat ed eq u ip m en t .

An em p loyee at t h is level is a com p et en t skilled aut onom ous w o rker w ho p er f o rm s a

var iet y o f t asks und er general sup ervision using t r ad e and o t her skills gained t h rough

t r ad e cer t if icat ion and en t erp r ise t r ain ing. Using est ab lished p roced ures,

m anuf act ure, m od if y, t est , r ep air an d m ain t ain var ious eq uip m en t in a w orkshop o r

f ield environm en t . Such elect r ical/elect ron ic eq u ip m en t and p lan t m igh t includ e

elect r ic m o t o rs, generat o rs, elect ron ic con t ro ls, inst rum en t s, t elecom m un icat ions and

aut om o t ive elect r ics. Mech an ical p lan t an d eq uip m en t m ay includ e m ach inery,

lit hograp h ic o f f set p ress, m ob ile p lan t , an d ancillary eq u ip m en t , ind ust r y sp e cif ic

hyd raulic eq u ip m en t and com p onen t s, f lu id p ow er syst em s and aut om o t ive

m echan ics. Ot her t asks in m anuf act ur ing and m ain t enance services m ay includ e

f ab r icat ion , f o rg ing, b o ilerm aking, w eld ing , f it t ing and t u rn ing , m et al p o lish in g, sheet

m et al w o rk, carp en t ry, p ain t ing and o t her b uild ing services.



Grade 2

GRADE 1

GRADE 2

Salary Point

5.0 – 5.2

GRADE 3

GRADE 4

GRADE 5

Such an em p loyee is a generalist t r ad esp erso n w orking saf ely und er general sup ervision .

As t he em p loyee d evelop s and b ro ad ens t heir skills and kno w led ge b ase, t he

em p loyee w ould w ork on a w id er r ange o f co m p lex eq u ip m en t t yp es.



Regulat ion 2002 viz Lin esp erson , Elect r ical Fit t er Mech an ic, Elect r ical Jo in t er o r o t her

t r ad e cer t if icat e as ap p rop r iat e t o t he w ork und er t aken , p lus 3 modules o f relevan t

t r ain ing, o r eq uivalen t .


Ring m ain un it op erat ion

Branch t r ainer act ivit ies (e.g . r esus, p o le

t op , et c.)

Work p lace assesso r

Sub st at ion op erat o r au t ho r izat ion

Ind iv id ual En t erp r ise/Aut ho r it y

req u irem en t s f o r

Cust om er service, t eam lead er , St af f

Consult at ive

Com m it t ee Chairp erso n Overhaul t ran sf o rm ers and

sw it chgear

Map p ing Sub st at ion Or ien t at ion

Basic layout Overhead m ains d esign

Cust om er Sw it ch in g – HV Sw it ch in g p rep arat ion

Job p lann ing Sw it ch in g aut ho r izat ion – HV

Op erat o r

Sub st at ion Op erat o r – Level 1 Eq u ip m en t saf et y t est ing

Working ef f ect ively w it h p eop le Sp o ken com m un icat ion

Workshop ad m in ist r at ion Access and sw it ch ing p roced ures

Workshop saf et y Main t enance Managem ent EA761 (1


M)

Team w ork Licences – veh icle, p lan t , eq uip m en t

Dist r ib ut ion p lan t rep air and t est ing Mach in in g

Hyd raulics Pneum at ics

Engraving Co il w ind in g

Ad vanced w eld in g and m et al w o rk Workshop m ach ine m ain t enance

Mat er ial est im at ing Saf et y eq uip m en t and lad d er

m anuf act ure

Cur ren t t ran sf o rm er m et er ing Sup p ly and St o rage Man agem ent

EA72 (1M)

Dem an d m et er ing Engineer ing Mat hem at ics EA01 (1 M)

Met er q uer ies 1 – Tech n ical Engineer ing Grap h ics EA61 (1 M)

Program m ab le Con t ro llers NNE130 (1/2 M) Ind ust r ial Con t ro l NNE123 (1 1/2 M)

Plann ing, Est im at ing an d Cost in g EA71 (1/2

M)

Basic p ro t ect ion /con t ro l/com m un icat ion

syst em s

Ad vanced Test Eq u ip m en t NNE105 (1/2 M)

Microp rocessing Ap p licat ions NNE103 (1 M)

Ro t o r Win d ing NNE157 (1 M)

St at o r Wind ing NNE150 (1 M)



# Foo t no t e: A n um b er o f t hese m o d ules are co m m on t o o t her Career Pat h s.


Grade 3

GRADE 1

GRADE 2

GRADE 3

Salary Points

6.0 – 6.2

GRADE 4

GRADE 5

ENTRY REQUIREMENTS:


ad ver t isem en t and op en select ion p roced ures o r t h rough an Ap p ro ved Train ing Plan

w here t he w o rk t o b e p er f o rm ed has b een assessed as m eet ing t he req u irem en t s o f

t h is g rad e.



An employee at this level is an experienced employee who exercises trade and/or other skills who is engaged in routine technical duties and who, subject to statutory licensing requirements, exercises the skills and knowledge of such training. An employee at this level possesses competencies which enables the employee to: exercise discretion within the scope of this level and work under general supervision either individually or in a team environment. The employee provides technical guidance to others in their work team, understands and implements quality systems and performs incidental and peripheral work; commensurate with the employee's training, experience and responsibilities.

An em p loyee at t h is level shall b e a h igh ly skilled Techn ical Servicep erson w it h

d em onst rat ed com p et ence in all asp ect s o f o ne o r m ore o f t he f o llo w ing areas:

An em p loyee at t h is level w ill b e com p et en t in a select ion o f skills (b ut no t necessar ily

all o f t he skills) f rom a "b asket o f skills" ap p ro p r iat e t o t he w ork t o b e p er f o rm ed at

t he p ar t icu lar w ork locat ion . The em p loyee w ill b e ab le t o p er f o rm a sub st an t ial ran ge

o f act iv it ies in overhead and und erground co nst ruct ion and m ain t enance, as w ell as

st r eet ligh t ing and co n t ro l syst em s and shall b e m ult i -skilled in a var iet y o f t asks t o

enab le m ore ef f icien t com p let ion o f t he w h o le job . These m ay includ e such t asks as

sw it ch ing , m ain t ain in g and rep air ing d ist r ib ut ion sub st at ion p lan t and eq u ip m en t ,

inst alling an d rep air in g low and h igh vo lt age und ergroun d cab les, connect ing new

inst allat ions (ie. non -com p lex com m ercial, d om est ic & rural inst allat ions) includ in g

inst alling and m ain t ain ing energy m et ers and associat ed eq u ip m en t .

An em p loyee at t h is level sh all b e a skilled servicep erson w it h com p et ence in all

asp ect s o f overhead live line const ruct ion and m ain t en ance, and w ork on overh ead

lines at all vo lt ages. Work w ill b e cond uct ed on w ood , st eel and co ncret e p o les usin g

live line t echn iq ues and p r incip les.

An em p loyee at t h is level is a skilled Elect r ical Jo in t er w ho jo in t s/t erm inat es p o lym er ic

cab les up t o 132kV an d p ressure cab le up t o 66kV. Invest igat es, locat es and rect if ies

leaks in o il and gas f illed p ressure t yp e cab les. Cab le ro ut e id en t if icat ion und er general

d ir ect ion . Rep air s and m ain t ains st an d ar d p lan t , t oo ls an d eq u ip m en t . As req u ired ,

d evelop skills associat ed w it h em erg ing jo in t ing t echno log ies and m ain t ain

know led ge and skills associat ed w it h o ld er t echno logies.

or

An em p loyee at t h is level m ay b e com p et en t in a select ion o f skills (b ut no t n ecessar ily

all o f t he skills) f rom a "b asket o f skills" ap p rop r iat e t o t he w ork t o b e p er f o rm ed at a

p ar t icu lar w o rk locat io n . The em p loyee w ill b e ab le t o p er f o rm a sub st an t ial r ange o f

act iv it ies as a m ult i-skilled t r ad esp erson w orking on a ran ge o f com p lex eq uip m en t

t yp es. Wo rk und er t aken w ould b e w it h in a w o rkshop o r sub st at ion environm en t .

An em p loyee at t h is level m ay b e a h igh ly skilled t r ad esp erson com p et en t in w orking

on all asp ect s o f a lim it ed range o f eq u ip m en t t yp es. Th is eq u ip m en t w ill b e com p lex

and invo lve non -ro ut ine rep air , t est ing , m o d if icat ion an d m ain t enance.


Grade 3

GRADE 1

GRADE 2

GRADE 3

Salary Points

6.0 – 6.2

GRADE 4

GRADE 5

Dep en d ing on skills at t ained , t he em p loyee m ay m an uf act ure and /o r m od if y sp ecialised

p lan t and eq u ip m en t in acco rd ance w it h d esign sp ecif icat ions w it h ref erence t o


d ocum ent ed q ualit y st and ard s and w o rk p ract ices. Fab r icat e, rep air , m od if y, t est and

m ain t ain elect r ical/m echan ical eq uip m en t and m ob ile p lan t , inst all overh aul and

m ain t ain ind ust r y sp ecif ic hyd raulic and p n eum at ic con t ro ls and syst em s. Per f o rm

ad vanced w eld ing t o Cer t if icat e levels. Per f o rm inst allat ion , t est ing and rep air t o

com p onen t level o f sub st at ion eq uip m en t and p lan t , e.g . r ad ios, inst rum en t s,

p ro t ect ion eq uip m en t . Und er t ake h igh vo lt age p lan t t est ing. Test it em s o f p lan t and

eq u ip m en t t o Aust ralian St an d ard and Workp lace Healt h and Saf et y Act . Assist in

p rovid in g on -t he-job t r ain ing. The em p loyee m ay also b e req u ired t o exercise a ran ge

o f cler ical skills in t he p rovision o f t echn ical services.



Regulat ion 2002 viz lin esp erson , Elect r ical Fit t er Mechan ic, Elect r ical Jo in t er o r o t h er

t r ad e cer t if icat e as ap p rop r iat e t o t he w o rk und er t aken , p lus 6 modules o f relevan t


— If w o rking in live line o p erat ions:

Ap p rop r iat e st at u t o ry aut ho r izat ion t o p er f o rm h igh vo lt age live line w ork.

— If w o rking in inst allat ion insp ect ions:

Aut ho r isat ion t o p er f o rm in sp ect ion w ork.

TYPICAL TRAINING MENU FOR PROGRESSION WITHIN THIS GRADE THROUGH AN APPROVE TRAINING PLAN:

Insp ect ion courses, includ ing AS 3000, Elect r icit y Act an d Regulat ions,

Cond it ions o f Sup p ly, Tar if f Man ual.

Inst allat ion an d co nnect

d om est ic in st allat ions

Rest r ict ed Low vo lt age p o lym er ic cab le jo in t s and t erm inat ions

11kV/XLPE p o lym er ic cab le jo in t s

& t erm in at ions

Sw it ch in g sheet w r it ing Sup ervision o f w ork group s

In t erp ret at ion o f w orks p lans Keyb o ard skills

Works p rogram m ing Mig w eld ing

Cab le t est ing and

com m ission in g

Gas/o il p ressure chargin g

Oil d egasif icat ion o f cab les Cab le locat ion

Overhead crane o p erat ion Hyd raulic eq uip m en t o p erat ion

Ro les o f t he sup erviso r Basic m et er ing

URD and St reet ligh t

insp ect ions/aud it s

11kV op erat o r

Card io -Pulm onary Resuscit at ion

(Ad vanced )

St at u t o ry t r ainer – p o lar it y,

resus, WH&S

Con t ract sup ervision Market ing




CNC Mach ines Ad vanced hyd raulics,

p neum at ics

LV and HV t est eq uip m en t Alt ernat o r m ain t en ance and

rep air

High reliab ilit y so ld er in g Sp ecialist w orkshop m ach ines

Team lead er t rain in g Qualit y Man agem ent EB31 (1 M)

Ad vanced Qualit y Concep t s EB30

(1/2 M)

Ro le o f t he sup erviso r

One-t o -one inst ruct ion Rep or t w r it in g

Op erat o r 3 p hase m ob ile

generat o r set s

Overhaul SF6 sw it chgear

Plan t sp ecif ic Com p ut in g Packages

Dig it al Fault Find ing EA789 (1/2

M)

Pow er Syst em s Analysis

Ad vanced PLC EA160 (1 M) Evaluat e Train ing TND05 (1/2 M)

Develop & Organ ise Train ing Plan

TND02

Elect ron ic So ld er ing Techno logy

NNE29 (1M)

Basic calib rat ion


Grade 4

GRADE 1

GRADE 2

GRADE 3

GRADE 4

Salary Point

7.0 – 8.2

GRADE 5

ENTRY REQUIREMENTS:

Ap p o in t m en t t o Grad e 4 w il l b e sub ject t o availab ilit y o f p osit ions in Energex,



An employee at this level may perform technical duties or exercise cross-skilling in technical fields, and who, subject to statutory licensing requirements, exercises the skills and knowledge of such training. An employee at this level possesses competencies which enables the employee to: exercise discretion within the scope of this level and work under limited supervision either individually or in a team environment. The employee understands and implements quality systems and provides technical guidance to others in their work team. The employee may assist in the provision of on-the-job training to others in their work team and perform incidental and peripheral work; commensurate


with the employee's training, experience and responsibilities.

An em p loyee at t h is level has an ext en sive range o f com p et encies in one o r m ore o f t he

f o llow ing:

An em p loyee at t h is level sh all b e a sp ecialist Servicep erson w it h d em onst rat ed

com p et ence in all asp ect s o f overhead an d und ergroun d line const ruct ion an d

m ain t enance at all vo lt ages and b e com p et en t in a select ion o f skills ap p rop r iat e t o

t he w ork p er f o rm ed at t he p ar t icu lar w ork locat ion . Th e em p loyee shall b e m ult i -

skilled in a var iet y o f t asks such as sw it ch in g, m ain t ain in g an d rep air ing sub st at ion

p lan t and eq u ip m en t , cond uct ing inst allat ion insp ect ions, consum er liaison and

p er f o rm ing rou t ine d ist r ib u t ion d esign and layout w ork.

An em p loyee at t h is level sh all b e a sp ecialist Servicep erson w it h d em onst rat ed

com p et ence in all asp ect s o f overhead live line const ruct ion and m ain t enance, and

w orks on overhead lin es at all vo lt ages. Work w ill b e cond uct ed o n w ood , st eel and

concret e p o les and st eel t ow ers using live lin e t echn iq ues an d p r incip les. Th is w orker

w ill b e a sp ecialist w ho p er f o rm s com p reh ensive live line w ork up t o 132kV f o r

d ist r ib ut ion and 275kV f o r t r ansm ission . Tech n iq ues such as Glove and Bar r ier f o r up

t o 33kV w o uld b e ut ilised , and t he w orker p er f o rm s o t her m ult i -skilled f unct ions as

req u ired .

An em p loyee at t h is level is a sp ecialist Cab le Jo in t er w ho inst alls and m ain t ains a w id e

range o f cab le accesso r ies and auxiliary eq u ip m en t includ ing gas ch argin g eq uip m en t

and jo in t s/t erm inat es cab les up t o 110/132kV. Rep air s an d m ain t ains sp ecialist p lan t ,

t oo ls and eq uip m en t such as o il d egasif ier , resid ual gas p ressure t est eq uip m en t ,

vacuum p um p s, and o il p ressure p um p s. Invest igat es, locat es and rect if ies as

ap p rop r iat e leaks in o il and gas f illed p ressure cab le syst em s using t est eq u ip m en t .

Cab le rout e id en t if icat ion . Com p let ion o f accurat e const ruct io n d et ails d ur ing

p rogress o f w ork. Mig w eld ing. Lead t eam t rain ing and co -o rd inat e Sp ecialist Cab le

Jo in t ers and Pow er Workers. As req uired , d evelop skills associat ed w it h em ergin g

jo in t ing t echno log ies and m ain t ain know led ge and skills associat ed w it h o ld er

t echno logies.

An em p loyee at t h is level is a generalist w orker on a w id e range o f eq u ip m en t t yp es,

o r a sp ecialist on a lim it ed range o f com p lex eq u ip m en t t yp es and w ho w orks un d er

lim it ed sup ervision . Basic d esign , m anuf act ure, m od if y, m ain t ain , t est , r ep air an d

calib rat e com p lex p lan t , eq u ip m en t , m ob ile p lan t and ind ust ry sp ecif ic hyd raulic and

p neum at ic con t ro ls and syst em s. Wo rking know led ge o f ap p rop r iat e Aust ralian

st and ard s, Qualit y Assurance t echn iq ues and relevan t leg islat ion . Provid e on -t he-job

t r ain ing and sup ervision t o em p loyees engaged at a sim ilar o r low er classif icat ion

level. An em p loyee at t h is level w ill b e a skilled self -d irect ed w orker p er f o rm ing a

var iet y o f com p lex t asks. Ab le t o select t echn iq ues used f o r r ep air an d calib rat ion and

can ap p ly m ain t enance st and ard s an d q ualit y con t ro l. The em p loyee m ay h ave an

und erst and ing o f ap p lied elect r ical, elect ron ic o r m ech an ical t heo ry relat in g t o an

area o f sub st at ion o r com m un icat ion p lan t o r eq uip m en t o f eq u ivalen t com p lexit y

used in En ergex. The em p loyee w ill b e ab le t o ap p ly exist ing skills and know led ge t o

non -rout ine sit uat ions. An em p loyee at t h is level m ay also b e req uired t o exercise

cross-skilling o f t echn ical and cler ical skills in t he p rovision o f t echn ical services.

The em p loyee m ay b e exp ect ed t o w o rk in a t eam environm en t an d m ay b e

em p loyed in a Mechan ical Eng ineer ing environm en t associat ed w it h d esign ,

sp ecif icat ion , p rocurem en t , an d t he p rovision o f t echn ical ad vice on m echan ical

eq u ip m en t .


Grade 4


GRADE 1

GRADE 2

GRADE 3

GRADE 4

Salary Point

7.0 – 8.2

GRADE 5


An ap p rop r iat e elect r ical w ork l icence issued in acco rd ance w it h t h e Elect r ical Saf et y

Regulat ion 2002 viz Lin esp erson , Elect r ical Fit t er Mech an ic, Elect r ical Jo in t er o r o t her

t r ad e cer t if icat e as ap p rop r iat e t o t he w ork und er t aken , p lus 9 modules of r elevan t


— If w o rking in live line o p erat ions:

* Ap p rop r iat e st at u t o ry aut ho r isat ion t o p er f o rm h igh vo lt age live line w ork.

— If w o rking in inst allat ion insp ect ions:

* Aut ho r isat ion t o p er f o rm in sp ect ion w ork.


Glove an d Bar r ier live line t echn iq ues f o r w ood p o le and st eel t ow er

One-t o -one inst ruct ion Sub st at ion op erat ions – 110/132 kV

Tim e o rgan izat ion Team lead ersh ip

Coach ing Majo r cust om er /consult an t liaison

Market ing Rep or t w r it in g

Sw it ch in g sheet p rep arat ion Working ef f ect ively w it h p eop le

Check com p lain t s Dom est ic/rural aud it ing

Ad vanced t ar if f know led ge Shock com p lain t s

Com p lex m et er ing High vo lt age insp ect ions/aud it s

Hazard ous locat ion s Thef t o f elect r icit y

Sup ervision Team lead ersh ip

Com p ut er ap p licat ions Wr it in g rep o r t s

Resource m an agem ent EB74 (1 M) Pro t ect ion Relay Test in g

Mob ile Rad io rep air Aust el cab ling

HV t est in g Ind ust r ial Elect ron ics Fault Find ing

NNE35 (1 M)

Circu it Develop m en t NNE32 (1 M) Self Managem ent EA44 (1 M)

Ind ust r ial So f t w are NNE69 (1 M) Wr it in g Techn ical Rep o r t s NCS17

Thyr ist o r Ap p licat ions NNE75 (1 M) Sw it ch in g Pow er Sup p lies NNE78


(11/2 M)

AC Mo t o r Con t ro l NNE76 (1 1/2 M) PLC and Elect ron ics Theory

Check insp ect ions Ad vanced calib rat ion

Man ag ing & Im p lem en t at ion Chan ge

EB77 (1 M)

Ad vanced m et er ing includ in g – d em and , h igh vo lt age, com p lex

Elect r ical accid en t invest igat ion (f at al and non -f at al)

In it ial connect ion o f co m m ercial, ind ust r ial, m ult i -d om est ic, et c.

Dist r ib ut ion eq uip m en t m ain t en ance, t est in g and f ault f ind ing

Analysis and m od if icat ion o f elect ron ic circu it s

Fault f ind ing , t est in g, analysis an d m o d if icat io n o f com p lex hyd raulics





Grade 5

GRADE 1

GRADE 2

GRADE 3

GRADE 4

GRADE 5

Salary Point

9.0 – 9.3

ENTRY REQUIREMENTS:




An employee at this level performs planning and/or technical duties or exercises cross-skilling in technical fields. The employee applies technical principles, practices, techniques and human relations skills to activities which include, for example: high level manual skills, fault diagnosis and related tasks in a workshop, laboratory, office, field or operations function and with further information, supervises such activities.

Such an employee possesses competencies which enables the employee to: use an overall knowledge and understanding of the operating principles of the systems and equipment on which to carry out tasks. Perform routine technical work on complex equipment as directed and prepare technical reports as required. Exercise broad discretion within the scope of this level and work under limited supervision either individually or in a team environment. The employee understands and implements quality systems and provides technical guidance or advice within the scope of this level. Assist in the provision of on-the-job training to others in their work team: commensurate with the employee's training, experience and responsibilities.

An em p loyee at t h is level sh all b e a h igh ly skilled sp ecialist Techn ical Servi cep erson w it h

d em onst rat ed com p et ence in all asp ect s o f o ne o f t he f o llow in g areas:

An em p loyee at t h is level shall b e a h igh ly skilled sp ecialist ser vicep erson w it h

d em onst rat ed com p et ence in all asp ect s o f insp ect ion and t est ing o f

sp ecialist /com p lex in st allat ions, includ ing h igh vo lt age h igh r ise b uild ing inst allat ions,

and h azard ous areas. Com p lex m et er in g, invest igat ion o f elect r ical accid en t s. Majo r

cust om er /consult an t liaison , vo lt age com p lain t an d q ualit y o f sup p ly invest igat ions.


d em onst rat ed com p et ence in all asp ect s o f overhead and und erground line

const ruct ion at all vo lt ages and m ay b e resp onsib le an d accoun t ab le f o r t he

p er f o rm ance o f an area/d ist r ict op erat ional un it an d in sup p o r t o f m anagem ent and

ad m in ist r at ion . The em p loyee w ill b e m ult i -skilled in a var iet y o f t asks w h ich m ay

includ e sw it ch ing aut ho r isat ion , m ain t ain in g and rep air ing sub st at ion p lan t and

eq u ip m en t , cond uct ing inst allat ion insp ect ions, con sum er liaisons, w orks

p rogram m ing an d p lan t sched uling , aud it in g o f con t ract services and p er f o rm ing

rout ine d ist r ib ut ion d esign w ork, CAD and com p ut er d at a en t ry, use o f com p ut er

ap p licat ions and layout w ork and in lead ing an d /o r sup ervising a t eam .


d em onst rat ed com p et ence in p er f o rm in g in st allat ion , rep air (t o com p onen t level),

p recision calib rat ion an d f ault d iagnosis o f com p lex eq u ip m en t , p lan t o r syst em s, e.g .

inst rum en t rep airs, co m p lex p ro t ect ion syst em s, com p lex com m un icat ion syst em s, HV

p lan t t est ing, hyd raulics an d m ech an ical syst em s. Mult i -skilled ind ep end en t w orker

p er f o rm ing a var iet y o f com p lex t asks. A sp ecialist ab le t o select an d use t echn iq ues

f o r rep air and non r out ine t est ing o f eq uip m en t and can ap p ly m ain t enance

st and ard s and q ualit y con t ro l. Un d erst and ing o f ap p lied en gineer ing t heo ry an d

d esign relat ing t o a sp ecif ic area o f Energex act iv it y e.g . m anuf act ur in g, in st allat ion o r


servicing. May b e req uired t o p r o d uce service m anuals f o r eq u ip m en t b eing rep aired .


Grade 5

GRADE 1

GRADE 2

GRADE 3

GRADE 4

GRADE 5

Salary Point

9.0 – 9.3

MINIMUM QUALIFICATIONS/ TRAINING:


Regulat ion 2002 viz Elect r ical Fit t er Mech an ic, Elect r ical Lin esp erson , Elect r ical Jo in t er

o r o t her t rad e cer t if icat e as ap p rop r iat e t o t he w ork und er t aken , plus 15 modules o f

relevan t t r ain ing , o r eq uivalen t

Aut ho r isat ion t o p er f o rm in sp ect ion w ork if p er f o rm in g inst allat ion insp ect ions.


Team lead ersh ip

Coach ing

Works Program m ing an d Sched uling

Design and Const ruct io n Manuals

Com p ut er Ap p licat io n and Keyb o ard

Skills

Com p ut er Aid ed Draf t ing

Fault d iagnosis

Program m ab le con t ro ller o p erat ion

Pro ject m an agem ent EB71 (1M)

Ro les o f t he sup erviso r

Select ion skills


Con t ro l In t er f acing EA906 (1 M)

Tim e Managem ent

Rep or t Wr it ing

Branch Tr ainer

Sup ervision

Prep arat ion o f m at er ial sched ules

Ind ust r ial Com p ut er In t er f ace EA911 (1

M)

PLC t heo ry and p ract ice

Microw ave ap p licat ion

Con t ro l Com p ut er Syst em s EA903 (1 M)

Turb o PLC Con t ro l EB 160 (2 M)

Pro ject Plann ing EB73 (1/2 M)

Dat a Lin k Fun d am en t als EA309 (1 1/2 M)

Precision Calib rat ion




TECHNICAL STREAM


ELECTRICITY SYSTEM

DESIGNER/ADVISER

STREAM/ AGREEMENT LEVEL

CAREER PATH/ GRADE

DESCRIPTION


GRADE 4

Techn ical d ecisions on

com p lex d esign w ork;

t echn ical ad vice;

ad vanced know led ge

and und erst an d ing o f

d ist r ib ut ion d esign

nego t iat ion sup p ly

ar rangem ent s. Sup ervise

w ork act iv it ies and

t r ain ing. Assist in

p rep arat ion o f t rain ing

p lans.


GRADE 3

Techn ical d ecisions on

com p lex layo ut w ork;

t echn ical r ep o r t s;

ad vanced know led ge o f

d ist r ib ut ion syst em s;

sup ervise an d t r ain st af f

o r d et ailed

invest igat ions o f

ap p rop r iat e eq u ip m en t ,

alt ernat ive p rocesses

and var ious energy

ef f iciency t echn iq ues f o r

com m ercial and

ind ust r ial consum ers.


GRADE 2

Mult i-f unct ional layo ut w ork

on und ergroun d ,

overhead , and st reet

ligh t ing ret icu lat io n ;

ind oor and p ad m oun t

sub st at ion ; ro ut ine

t echn ical w o rk o r

d et ailed invest igat ions

o f ap p rop r iat e elect r ical

eq u ip m en t , com m ercial

and ind ust r ial energy

ut ilisat ion .


TECHNICAL EMPLOYEE

LEVEL 2

Salary Points 5.0 – 6.2

GRADE 1 Ent ry level. Work und er

general sup ervision .

Rout in e layout w ork on

und erground and

overhead syst em s o r

ad vice t o cust om ers on

ut ilisat ion o f ap p liances

and t ar if f s.

ELECTRICITY SYSTEM DESIGNER/ADVISER

GRADE 1

GRADE 1

Salary Point

5.0 – 6.2

GRADE 2

GRADE 3

GRADE 4

ENTRY REQUIREMENTS:

ENTRY LEVEL: Ap p o in t m en t t o Grad e I w ill b e sub ject t o availab ilit y o f p osit ions in Energex,



An employee at this level is an experienced employee who exercises trade and/or other skills relevant to the specific requirements of the enterprise. The employee possesses competencies which enables the employee to exercise discretion within the scope of this level and work under general supervision either individually or in a team environment. Understand and implement quality systems, provide technical guidance to others in their work team and perform incidental and peripheral work; commensurate with the employee's training, experience and responsibilities.

It is an t icip at ed an em p loyee en t er ing t h is Career Pat h w ould h ave know led ge and skills

o f overhead , un d ergro und , st reet ligh t ing and /o r sub st at ion const ruct ion p roced ures

and st and ard s. It is exp ect ed t he em p loyee w ould b r in g t o t h e p o sit ion skills gained

t h rough w ork un d er t aken in ano t her Career Pat h (no rm ally ach ieved w it h at least 3

years on t he jo b exp er ience o r eq uivalen t ).

An em p loyee at t h is level w ould b e ab le t o p er f o rm com p et en t ly in one o f t he f o llow ing

areas:

An em p lo yee w ould have b asic know led ge o f rout ine d ist r ib ut ion d esign an d p er f o rm

layout w ork o f a rout ine nat ure. Po le rep lacem en t w ork p lans f o r LV an d 11kV m ains.

Overhead ext ension s f o r exist ing t r ansf o rm er net w orks and d esign o f un d erground

service f rom overhead net w o rks req u ir ing no vo lt age d rop o r d et ailed st ruct ural

calculat ions. Service checks f o r o t her ut ilit y asset s. Est im at ion an d p rep arat ion o f

ap p roval d ocum en t at ion o f w orks p lans. Use o f survey t oo ls such as clinom et ers,

t heod o lit es an d o t h er surveyin g eq uip m en t . Dut ies und er t aken w ould b e


An em p loyee w ould h ave a b asic know led ge o f elect r icit y syst em s and consum er

ap p liances and b e ab le t o g ive ad v ice t o consum ers on t he ut ilisat ion o f ap p liances,

ap p licab le t ar if f s and elect r ical saf et y. Dut ies und er t aken w o uld b e com m ensurat e

w it h t he em p loyee's t r ain ing, exp er ience and resp onsib ilit ies.




Regulat ion 2002 viz Lin esp erson , Elect r ical Fit t er Mech an ic o r Elect r ical Jo in t er p lus 3

modules o f ind ust ry/en t erp r ise sp ecif ic t r ain ing , o r eq u ivalen t .



GRADE 1

GRADE 1

Salary Point

5.0 – 6.2

GRADE 2

GRADE 3

GRADE 4

TYPICAL TRAINING MENU FOR PROGRESSION WITHIN THIS GRADE THROUGH AN

APPROVED TRAINING PLAN:

Map read ing

En t erp r ise Con st ruct io n Manuals

Elect r icit y Act and Regulat ions

Basic com p ut in g and keyb oard skills

Prep ar ing p o in t s o f en t ry

Basic surveying t heo ry

En t erp r ise clear ing and environm en t al req uirem en t s

Est im at in g

CAD

Cond it ions o f sup p ly an d t ar if f s

Prep are rout ine LV and 11kV d raw ings

Basic f ield surveys and p o le p osit ion p egg ing

St o res p roced ures

LV schem at ics and HV p hasing and schem at ics

Map p ing

Basic Layout

Draw in g and let t er ing

Mains d esign t heo ry an d p ract ice

in f o rm at ion sources f o r m ain s d esign

Overhead m ains d esign

Theod o lit e Usage

AS 3000 w ir ing.


m od ules no t yet ach ieved f rom p revious Grad e.



GRADE 2

GRADE 1

GRADE 2

Salary Point

7.0 – 8.2

GRADE 3

GRADE 4

ENTRY REQUIREMENTS:




An employee at this level performs technical duties or exercises cross-skilling in technical fields. An employee at this level possesses competencies which enables the employee to: exercise discretion

within the scope of this level and work under limited supervision either ind ivid ually o r in a team environment. The employee would understand and implement quality systems and provide technical guidance to others in their work team. The employee may assist in the provision of on-the-job training to others in their work team and perform incidental and peripheral work; commensurate with the employee's training, experience and responsibilities.

An em p loyee at t h is level is ab le t o p er f o rm co m p et en t ly in one o f t he f o llow ing areas:

An em p loyee at t h is level is a skilled Elect r icit y Designer w it h a w id e know led ge o f

m ult i-f unct ional layout w ork, o r w ho und er t akes sp ecialist w ork in one f ield .

Invest igat e ENERGEX an d cust om er req u irem en t s and p rod uce w o rking d raw ings, co st

est im at es and con st ruct ion sched ules t o f acilit at e const ruct ion up t o 66kV overhead

ret icu lat ion , 11kV and LV und erground ret icu lat ion , p ad m oun t sub st at ion

const ruct ion , ind oor sub st at ion const ruct ion and st reet ligh t ing ret icu lat ion .

LV vo lt age com p lain t s invest igat ions and vo lt age d rop calculat ions. Recond uct o r ing LV

and 11kV overhead m ain s. Elect r ical d esign o f st reet ligh t s b o t h und erground and

overhead in acco rd ance w it h st reet ligh t d esign p aram et ers. Design o f und erground

LV ext ension f rom exist ing t r ansf o rm er net w ork. Design o f overhead ext ensions and

t r ansf o rm er sit ing w it hout vo lt age d rop o r d et ailed st ruct ural calculat ions. Augm ent

exist in g t r ansf o rm er sit es. Survey an d p eg const ruct ions using survey in st rum en t s.

Est ab lish clear ing need s and cost s associat ed w it h overhead an d und ergroun d

const ruct ion w o rk. Con sult w it h Aut ho r it ies t o ensure st at ut o ry req uirem en t s f o r new

d esigns are m et . Per f o rm rout ine t echn ical w ork an d rout ine rep o r t s und er d ir ect ion .

Dut ies und er t aken w ou ld b e com m en surat e w it h t he em p loyee's t rain ing, exp er ience


or

An em p loyee at t h is level is an ad viser w it h a w id e know led ge o f consum er ap p liances

and com m ercial and ind ust r ial energy ut ilisat ion m at t ers. Would b e ab le t o p rovid e

invest igat ions o f t he ap p rop r iat e elect r ical eq u ip m en t an d b est m et hod s o f

inst allat ion an d use f o r a w id e range o f ap p licat ions. An em p loyee w ould h ave a

know led ge o f elect r icit y syst em s, consum er ap p l iances, com m ercial and ind ust r ial

energy u t ilisat ion and b e ab le t o g ive ad vice t o consum ers on t he ut ilisat ion o f

ap p liances and elect r ical eq u ip m en t , ap p licab le t ar if f s and elect r ical saf et y. Dut ies

und er t aken w ould b e com m ensurat e w it h t he em p loyees t rain ing , exp er ience and

t r ain ing.




Regulat ion 2002 viz Lin esp erson , Elect r ical Fit t er Mechan ic o r Elect r ical Jo in t er p lus 9

modules o f relevan t t r ain ing, o r eq uivalen t .


GRADE 2

GRADE 1

GRADE 2

Salary Point

7.0 – 8.2

GRADE 3

GRADE 4


Ad vanced survey p ract ices

Prep are job layout d raw ings

Prep are m at er ial sch ed ules

Prep are w ay leaves

Cab le locat ions enq uir ies and eq uip m en t

In t erv iew ing cust om ers

Rep or t w r it in g


Sp o ken com m un icat ion

Working ef f ect ively w it h p eop le





GRADE 3

GRADE 1

GRADE 2

GRADE 3

Salary Point

9.0 – 9.3

GRADE 4

ENTRY REQUIREMENTS:




An employee at this level performs planning and/or technical duties or exercises cross-skilling in technical fields. The employee applies technical principles, practices, techniques and human relations skills to activities. The employee possesses competencies which enables the employee to: use an overall knowledge and understanding of the operating principles of the systems and equipment on

w h ich to carry out tasks. Exercise broad discretion w it h in the scope of t h is level and work under limited supervision either individually or in a team environment. The employee understands and

implements quality systems and provides technical guidance or advice w it h in the scope of t h is

level. Assist in t he provision of on-the-job training to others in their work team; commensurate w it h the employee's training, experience and responsibilities.

An em p loyee at t h is level is ab le t o p er f o rm co m p et en t ly in one o f t he f o llow ing areas:

The em p loyee is a h igh ly skilled sp ecialist w h o is ab le t o m ake t ech n ical d ecisions on

com p lex layout w ork. The em p loyee p rep ares t echn ical rep o r t s and has ad vanced

know led ge and und erst and ing o f d ist r ib ut ion syst em d esign . Nego t iat e sup p ly

ar rangem ent s w it h consult in g eng ineers and d evelop ers f o r com m ercial and

ind ust r ial cust om ers includ ing HV and LV ext ensions, an d sit ing o f p o le m oun t ed ,

p ad m oun t o r ind oor t r ansf o rm ers using st and ard sub st at ion d raw ings. Nego t iat e

guaran t ee ext ension s and p rep are Guaran t ee Agreem en t s. Main t ain a var iet y o f

syst em s and reco rd s t o a h igh d egree o f accuracy. Sup ervise and t r ain o t her st af f ,

includ ing t he sub m ission o f w orks f o r ap p roval. Dut ies und er t aken w ould b e


o r

An em p loyee at t h is level is a skilled ad viser w it h a w id e know led ge o f consum er

ap p liances and com m ercial and ind ust r ial energy u t ilisat ion m at t er s. Would b e ab le t o

invest igat e an d rep o r t on t he ap p rop r iat e elect r ical eq u ip m en t , alt ernat ive p rocesses

and eq u ip m en t f o r com m ercial and in d ust r ial ap p licat ions and b est m et hod s o f

inst allat ion and t ar if f s. Would also b e ab le t o invest igat e t he lat est d evelop m en t s in

p rod uct s, p lan t and eq uip m en t f o r consum er ap p licat ions. An em p lo yee w ould h ave a

know led ge o f elect r icit y syst em s, consum er ap p liances, com m ercial and ind ust r ial

energy u t ilisat ion and b e ab le t o g ive ad vice t o consum ers on t he ut ilisat ion o f

ap p liances and elect r ical eq u ip m en t , ap p licab le t ar if f s an d elect r ical saf et y. Wo uld b e

ab le t o invest igat e alt ernat ive p rocesses and d evelop m en t in ap p licat ion o f elect r ical

p lan t an d ap p rop r iat e energy ef f iciency t echn iq ues f o r com m ercial and ind ust r ial

consum ers. Dut ies und er t aken w ould b e com m ensurat e w it h t he em p loyees t rain ing ,

exp er ience and resp on sib ilit ies.



Regulat ion 2002 viz Lin esp erson , Elect r ical Fit t er Mechan ic o r Elect r ical Jo i n t er p lus 15

modules o f relevan t t r ain ing, o r eq uivalen t .



GRADE 3

GRADE 1

GRADE 2

GRADE 3

Salary Point

9.0 – 9.3

GRAGE 4


Fut ure p lann in g req uirem en t s

Invest igat ion o f sup p ly p rob lem s and vo lt age com p lain t s

Wr it in g rep o r t s

One-t o -one inst ruct ion

Coach ing





Grade 4

GRADE 1

GRADE 2

GRADE 3

GRADE 4

Salary Point

10.0-10.3

ENTRY REQUIREMENTS:




An employee at this level performs supervision of work activities. The employee applies technical principles, practices, techniques and human relations skills to activities. The employee possesses competencies which enables the employee to: use an overall knowledge and understanding of the operating principles of the systems and equipment on which to carry out tasks. Exercise broad discretion within the scope of this level and work under minimal supervision either individually or in a team environment. The employee understands and implements quality systems and provides technical training and advise within the scope of this level. Assists the co-ordinator in the preparation and monitoring of Training Plans. Provide on-the-job training to others in their wok team; commensurate with the employee’s training, experience and responsibilities.

An em p loyee at t h is level is ab le t o p er f o rm co m p et ency in t he f o llow ing area:

The em p loyee is a h igh ly skilled sp ecialist w h o is ab le t o m ake t ech n ical d ecisions on

com p lex d esign w o rk and b asic concep t p lans. The em p loyee p rovid es t echn ical

ad vice and has ad vanced know led ge an d und erst and ing o f d ist r ib ut io n syst em d esign .

Nego t iat e sup p ly ar rangem en t s w it h consult in g eng ineer s an d d evelop ers f o r

com m ercial and in d ust r ial cust om ers includ ing HV an d LV ext ensio ns, an d sit ing o f

p o le m oun t ed , p ad m oun t ed o r o ut d oor t ransf o rm ers using st and ard sub st at ion

d raw in gs. Nego t iat e elect r icit y sup p ly ext ensions and p rep are Agreem en t s. Main t ain

a var iet y o f syst em s and reco rd s t o a h igh d egree o f accuracy. Sup ervise w ork

act iv it ies an d t r ain o t h er st af f , includ ing t he sub m ission o f w o rks f o r ap p roval. Assist

in t he p rep arat ion o f t rain ing p lans. Dut ies und er t aken w ould b e co m m ensurat e w it h

t he em p loyee’s t rain in g, exp er ience and resp onsib ilit ies.


Cer t if icat e IV ESI Pow er Syst em s o r eq uivalen t com p et ency and exp er ience.


Regulat ion 2002 viz Lin esp erson , Elect r ical Fit t er Mech an ic o r Elect r ical Jo in t er .



Grade 4

GRADE 1

GRADE 2

GRADE 3

GRADE 4

Salary Point

10.0 – 10.3

TYPICAL TRAINING MENU FOR PROGRESSION WITHIN THIS GRADE THROUGH AN APPOVED TRAINING PLAN:

Pro ject m an agem ent f und am ent als

Ef f ect ive Decision Making

Per f o rm ance Plann ing – r eview ing p rogress

Man ag ing p er f o rm ance p ro b lem s

Per f o rm ance Plann ing – set t ing goals and exp ect at ion s

Nego t iat ion skills f o r p ro f ession als

The IPR & Per f o rm ance Man agem ent

Workp lace Healt h & Saf et y reh ab ilit at ion

Select ion o f m od ules f o r p rogression w it h in Grad e m ay also includ e ap p rop r iat e m od ules

no t yet ach ieved f rom p revious Grad es.


TECHNICAL STREAM


SUPERVISOR

STREAM/

AGREEMENT LEVEL

CAREER PATH/

DESCRIPTION


GRADE 4

Accep t s resp onsib ilit y f o r

t echn ical exp er t ise,

p lann in g, sup ervising o r

co -o rd inat ing w orks and

is acco un t ab le and

resp onsib le f o r ou t p ut .


GRADE 3

Ap p lies p ract ical t echn iq ues

o f analysis and t echn ical

p r incip les, st an d ard s and

p ract ices and hum an

relat ions, t o new and

exist in g t echno logies

and sup ervises and

m anages such w o rk.

TECHNICAL EMPLOYEE

LEVEL 4

Salary Points 9.0-10.3

GRADE 2

Ap p lies t echn ical p r incip les,

p ract ices, t echn iq ues

and hum an relat ions

skills t o such act iv it ies as

h igh level m anual skills

and f ault d iagnosis and

sup ervises such

act iv it ies.

TECHNICAL EMPLOYEE

LEVEL 2/3

Salary Points 6.0-8.2

GRADE 1

Plans and o rgan ises t he

w ork o f a t eam t o m eet

sched ules and

com p let ion t im es.


SUPERVISOR

GRADE 1

GRADE 1

Salary Points

6.0 – 8.2

GRADE 2

GRADE 3

GRADE 4

ENTRY REQUIREMENTS:

ENTRY LEVEL: Ap p o in t m en t t o Grad e 1 w ill b e sub ject t o availab ilit y o f p osit ions in

Energex, ad ver t isem en t and op en select ion p roced ures.


An employee at this level whose principal function is that of Trainer/Supervisor/Co-ordinator, is responsible for the work of other employees engaged at a similar or lower classification level and/or for the provision of structured on-the-job training to such employees. An employee at this level possesses competencies which enables the employee to: exercise discretion within the scope of this level and work under limited supervision either individually or in a team environment. The employee would understand and implement quality systems and provide technical guidance to others in their work team. Assist in the provision of on-the-job training to others in their work team and perform incidental and peripheral work; commensurate with the employee's training, experience and responsibilities.

The em p loyee p lans an d o rgan ises t he w ork o f a t eam t o m eet sched ules and com p l et ion

t im es. May h ave exp er t ise in overhead , und ergro und and m ains const ruct ion and

m ain t enance.

The em p loyee, w here p r incip ally engaged as a t r ainer , m ay b e invo lved in d evelop ing ,

d eliver ing and ad m in ist er ing st r uct ured t ech n ical t r ain ing . May also d eliv er saf et y and

f ir st aid t rain ing . May sup ervise learn ers in learn ing environm en t . May have exp er t ise

in Elect r ical, Mechan ical an d Fab r icat ion ro les.


Ap p rop r iat e t r ad e q ualif icat ion o r eq uivalen t , plus 6 modules o f ind ust r y/en t erp r ise sp ecif ic



TRAINING PLAN:

Ro les o f t he sup erviso r

Team lead ersh ip

Lead ing self m anaged w ork t eam s


Risk assessm en t and co n t ro l t echn iq ues

Man ual han d ling (f o r sup erviso rs)

Accid en t invest igat ion

Saf et y aud it ing

Con t ro l o f hazard ous sub st ances

Workp lace ergonom ics

Select ion skills

Works sched uler t rain in g


SUPERVISOR

GRADE 2

GRADE 1

GRADE 2

Salary Points

9.0-10.3

GRADE 3

GRADE 4

ENTRY REQUIREMENTS:




An employee at this level performs the principal function of a Trainer/Supervisor/Co-ordinator, that is, is responsible for the work of other employees engaged at a similar or lower classification level and/or the provision of structured on-the-job training to such employees.

An employee at this level applies technical principles, practices, techniques and human relations skills to activities which may include, for example, high level manual skills, fault diagnosis and related tasks in a workshop, laboratory, office, field or operations function and with further information, supervises such activities. An employee possesses competencies which enables the employee to: use an overall knowledge and understanding of the operating principles of the systems and equipment on which to carry out tasks and exercises broad discretion within the scope of this level. Work under limited supervision. Provide technical guidance or advice within the scope of the level; commensurate with the employee's training, experience and responsibilities.

The em p loyee m ay b e req u ired t o o rgan ise and con t ro l t h e d ut ies o f st af f relat ing t o

p ow er syst em const ruct ion an d m ain t en ance. Alt ern at ively, t he em p loyee m ay b e

resp onsib le f o r such t asks as sup ervising co n t ract s an d aud it ing con t ract services

w it h in a local environ m en t , includ ing p ro gram m in g o f con t ract o r s w orklo ad , f ield

sup ervision o f in t ern al and ext ern al st af f an d t he aud it ing o f con t ract services. The

em p loyee m ay m on it o r an d con t ro l m at er ial issued and ret urned t o st ock.

An em p loyee at t h is level w ould b e req u ired t o sup ervise m ore com p lex p ro ject s t han a

Sup erviso r Grad e 1, an d lim it w ast age b y ad eq uat e sup ervision , p rogram m ing and

invest igat ion an d im p lem en t at ion o f new and m ore ef f icien t m et hod s and

p roced ures and at t end p rom p t ly t o cust om er p rob lem s.

Alt ernat ively, t he em p loyee m ay b e resp onsib le f o r such t asks as sup ervising con t ract s

and aud it ing con t act services w it h in a local environm en t , includ ing p rogram m ing o f

con t ract o rs w orkload , f ield sup ervision o f in t ernal and ext ern al st af f and t he aud it in g

o f con t ract services. The em p loyee m ay m o n it o r and con t ro l m at er ial issued and

ret urned t o st ock. The em p loyee m ay m anage t he p rovision o f inst allat ion insp ect ion

services w it h in t he area o f r esp onsib ilit y .


SUPERVISOR

GRADE 2

GRADE 1

GRADE 2

Salary Points

9.0-10.3

GRADE 3

GRADE 4

MAIN FUNCTIONS/BROAD COMPETENCIES: (con t inued )

The em p loyee, w here p r incip ally engaged as a t r ain er , m ay b e req uired t o analyse and

d et erm in e t echn ical t rain ing req u irem en t s and d evelo p and im p lem en t t r ain ing

syst em s in ad d it ion t o t hose req u irem en t s list ed f o r Sup erviso r Grad e 1.


Ap p rop r iat e t r ad e q ualif icat ion o r eq uivalen t p lus 15 modules of relevan t t r ain ing, o r

eq u ivalen t .


Works co -o rd in at o r t rain ing

Con t ract r eq u irem en t s

In t erp erson al lead ersh ip skills

Qualit y assurance

Const ruct ion m anuals r eq u irem en t s

Elect r icit y Act and Regulat ions

CNL 88 Fir st Line Man agem ent m od ules

Select ion o f m od ules f o r p rogression w it h in t h is Grad e m ay also inclu d e o t her



SUPERVISOR

GRADE 3

GRADE 1

GRADE 2

GRADE 3

Salary Points

11.0 - 11.5

GRADE 4

ENTRY REQUIREMENTS:




An employee at t h is level performs the principal function of Trainer/Supervisor/Co-ordinator, and is responsible for the work of other employees engaged at a similar or lower classification level and/or

the provision of structured on-the-job t r ain ing to such employees. Subject to job requirements, an employee at this level applies practical techniques of analysis and technical principles, standards and

practices and human relations, to new and existing technologies in standard design, testing, inspection, plant operation, manufacturing, including fault diagnosis and maintenance, and with further information, supervises and manages such work.

Such an employee may possess competencies which enable the employee to: have an advanced

knowledge and understanding of the operating principles of the systems and equipment on w h ich to carry out tasks. Prepare detailed technical reports as required and undertake technical investigations.

Prepare reports and/or recommendations on t he t echn ical su it ab ilit y of equipment, procedures

and test r esult s. Estimate, quote, tender and supervise electrical/electronic projects. Exercise independent judgement and initiative within the scope of this level. Work under limited supervision.

Provide technical guidance or ad vice; commensurate with the employee's training, experience and responsibilities.

The em p loyee at t h is level m ay b e resp on sib le f o r m on it o r ing and con t ro lling t he

op erat ion o f t he elect r ical n et w ork d ur ing no rm al and em ergency cond it ions in

acco rd ance w it h est ab lished op erat ing p roced ures. Const ruct ion an d com m ission in g

o f , an d t he m ain t enance t o , sub st at ion p lan t an d associat ed eq uip m en t and t he

rep air t o sub st at ion b u ild ings t o t he req u ired st and ard b y b o t h in t ernal an d ext ernal

resources in an ef f icien t , ef f ect ive and t im ely m anner . Resp onsib le f o r sup ervising t he

const ruct ion , m ain t enance and rep air o f overhead o r und erground elect r ical net w ork

includ ing associat ed p lan t and eq u ip m en t .

The em p loyee m ay also b e req u ired t o use in t erv iew ing skills and select ion skills in st af f

select ion and in t he recogn it ion o f p r io r learn ing p rocess, d evelop an d im p lem en t

q ualit y syst em s and w ork inst ruct ions, research and d evelop in -house m an uals f o r

eq u ip m en t op erat ion s and m ain t en ance and t r ain ing and recom m end var iat ion t o

cur ren t p o licies.

The em p loyee m ay also b e resp onsib le f o r m anagin g syst em con t in gencies and evaluat ion

o f t he con d it ion o f eq u ip m en t t o b e ret urned t o service.

The em p loyee, w here p r incip ally en gaged as a t r ainer , m ay b e resp onsib le f o r t he

est ab lishm en t and co -o rd in at ion o f b road t rain ing p ro ject s in ad d it ion t o t hose

req u irem en t s list ed f o r Sup erviso r Grad e 2. Main t ain ing t r ain ing m anagem ent syst em .

In t erp ret ing and reco m m end ing t r ain ing p o licy an d p roced ures. Invest igat ing and

recom m end ing innovat ive t r ain ing syst em s. May p rovid e t r ain ing con sult at ion service.


SUPERVISOR

GRADE 3

GRADE 1

GRADE 2

GRADE 3

Salary Points

11.0 – 11.5

GRADE 4


Relevan t t rad e q ualif icat ion o r eq uivalen t p lus an Ad vanced Dip lo m a, o r eq u ivalen t

q ualif icat ion .


Ad vanced select ion skills

Aw ard an d m an age a con t ract




SUPERVISOR

GRADE 4

GRADE 1

GRADE 2

GRADE 3

GRADE 4

Salary Points

12.0-12.5

ENTRY REQUIREMENTS:




An employee at this level performs duties as a Principal Trainer/Supervisor/Co-ordinator, that is, is responsible for the supervision and/or training of Technical Employees at lower classification levels. The employee possesses competencies which enables the employee to: perform work within broad guidelines, accept responsibility for technical expertise, planning, supervising or co-ordinating works and be accountable and responsible for output. Initiate investigations and produce resultant technical reports and provide specialist support in a range of programmed/activities. Control and co-ordinate the works programmed within budgetary constraints. Exercise a degree of autonomy, within budgetary constraints, in establishing works programmed; commensurate with the employee's training, experience and responsibilities.

The em p loyee m ay b e req u ired t o m ain t ain and m on it o r a Works Sched uling Syst em ,

p rovid e b ud get inp ut , and b e resp onsib le f o r con t ro lling exp en d it ur e. The em p loyee

also m ay b e resp onsib le f o r t he ap p licat ion o f p o licies an d est ab lishm en t o f

ad m in ist r at ive p roced ures.

The em p loyee m ay p rep are rep o r t s and /o r recom m end at ions on t h e t echn ical su it ab ilit y

o f eq u ip m en t , p roced ures an d t est result s. Est im at e , q uo t e, t end er and sup ervise

elect r ical/elect ron ic p ro ject s. Exercise ind ep end en t jud gem en t and in it iat ive w it h in

t he scop e o f t h is level. Provid e t echn ical guid ance o r ad vice. Assist in t he p rovision o f

on -t he-job t r ain ing t o o t hers in t he w ork group . Th e em p loyee is resp onsib le f o r

con t ro lling exp end it u re.

The em p loyee m ay b e resp onsib le f o r t he ef f ect ive p lann ing, d esign , const ruct ion ,

op erat ion an d m ain t enance o f t he d ist r ib u t ion syst em w it h in a d ef ined area b y

p rovid in g t echn ical d ir ect ion w it h in t im e and b ud get const rain t s. Th e em p loyee m ay

p rovid e accurat e in f o rm at ion on cond it ion s o f sup p ly and assist in co -o rd inat ing and

nego t iat ing sup p ly agreem en t s.


SUPERVISOR

GRADE 4

GRADE 1

GRADE 2

GRADE 3

GRADE 4

Salary Points

12.0-12.5

MAIN FUNCTIONS/BROAD COMPETENCIES: (Continued)

In ad d it ion t he em p loyee m ay b e resp onsib le f o r t h e m on it o r ing an d con t ro l o f syst em

op erat ion p roced ures, invest igat ion in t o syst em secur it y, lo ad con t ro l an d

con t ingency p lans f o r m ajo r and /o r p r io r it y cust om ers.

The em p loyee m ay b e resp onsib le f o r t h e sup ervision and t r ain ing o f cler ical and non -

t echn ical em p loyees. The em p loyee should also p ossesses com p et encies w h ich enab le

t he em p loyee t o accep t resp onsib ilit y f o r ad m in ist r at ion an d sp ecialist sup p or t in all

areas o f cust om er service and cust om er accoun t s includ ing b illin g, f ield services,

m et er read ing, t ar if f ap p licat ion , cash receip t ing, cred it con t ro l, inst allat ion

insp ect ions, sim p le and com p lex m et er ing and q ualit y o f sup p ly. The p rovision o f t h is

sp ecialist sup p or t m ay b e t o st af f and t he w id er "f ield o f consult an t s, arch it ect s,

con t ract o rs, com m un it y lead ers an d t he general p ub lic.

The em p loyee m ay also p rovid e a lect ur ing service o r ad vise t o cust om ers, st af f an d

com m un it y g roup s in an area o f exp er t ise. The em p loyee m ay b e resp onsib le f o r t he

regulat o ry invest igat io n o f b o t h f at al and non -f at al elect r ical accid en t s.

The em p loyee m ay b e resp onsib le f o r t he ad m in ist r at ion , sup ervision , con t ro l and aud it

o f non -rout ine con t ract s in sen sit ive areas o f cred it con t ro l. The em p loyee m ay also

b e resp onsib le f o r ensur ing ad eq uat e syst em s are in p lace t o m ain t ain p ub lic saf et y.


Relevan t t rad e q ualif icat ion o r eq uivalen t p lus an Ad vanced Dip lo m a, o r eq u ivalen t

q ualif icat ion , p lus 6 m od ules o f relevan t t rain ing, o r eq u ivalen t .


TRAINING PLAN:

Cur r icu lum d evelop m en t


Man ag ing q ualit y im p rovem en t

Select ion o f m od ules f o r p rogression w it h in t h is Gr ad e m ay also includ e o t her



TECHNICAL STREAM


PARA-PROFESSIONALS

STREAM /

AGREEMENT LEVEL

CAREER PATH/

DESCRIPTION


GRADE 5

High ly d evelop ed cap acit y

t o m ake aut onom o us

use o f ad vanced

know led ge and

und erst and ing.

Sub st an t ial

accoun t ab ilit y and

resp onsib ilit y f o r t he

out p ut o f o t hers.


GRADE 4

Accep t s resp onsib ilit y f o r

t echn ical exp er t ise,

p lann in g, sup ervising o r

coo rd in at ing w orks and

is acco un t ab le and

resp onsib le f o r ou t p ut .


GRADE 3

Skilled aut onom ous w orker

ab le t o m ake

ind ep end en t use o f a

h igh level o f t heo ret ical

and ap p lied know led ge.

Provid es t echn ical ad vice

and gu id ance.


GRADE 2

Ad vanced skilled

aut onom ous w orker

und er lim it ed

sup ervision . Per f o rm s

t asks invo lv ing use o f

h igh d egree o f t echn ical

o r ap p lied t heo ret ical

know led ge.

TECHNICAL EMPLOYEE LEVEL 2/3 Salary Points 5.0-8.2

GRADE 1 Per f o rm s rout ine t echn ical

w ork on com p lex

eq u ip m en t . Assist in o r

und er t ake t echn ical

invest igat ions und er


lim it ed sup ervision .

Th is career p at h cur ren t ly includ es t he d iscip lines o f : elect r ical, elect ron ic, com p ut ing ,

civil, m ech an ical, sur veying , m arket in g and t r ain ing d esign . It d o es no t p reven t t he

inclusion o f o t her p ara-p ro f ession al d iscip lines in t h e f u t ure.


PARA-PROFESSIONALS

GRADE 1

GRADE 1

Salary Points

5.0-8.2

GRADE 2

GRADE 3

GRADE 4

GRADE 5

ENTRY REQUIREMENTS:

Ent ry level w it h ap p rop r iat e Ad vanced Dip lom a o r eq u ivalen t q ualif icat ion , o r t r ad e

cer t if icat e an d an Ap p roved Train ing Plan lead ing t o t h e com p let ion o f a relevan t

Ad vanced Dip lom a. Ap p o in t m en t w ill b e sub ject t o availab ilit y o f p o sit ions in Energex,



An employee at this level performs technical duties or exercises cross-skilling in technical fields. An employee at this level possesses competencies which enables the employee to: exercise discretion within the scope of this level and work under limited supervision either individually or in a team environment. The employee would understand and implement quality systems and provide technical guidance to others in their work team. The employee may assist in the provision of on-the-job training to others in their work team and perform incidental and peripheral work; commensurate with the employee's training, experience and responsibilities.

The em p loyee at t h is level p er f o rm s rout ine t echn ical w o rk w h ich req u ires lim it ed

ap p licat ion o f hand s on t rad e, t echn ical o r m arket ing com p et encies. Con t r ib u t es t o ,

o r und er t akes t echn ical invest igat ion s and p rep ares t echn ical rep o r t s und er lim i t ed

sup ervision . Con t r ib ut es t o o r und er t akes d et ailed d ist r ib ut ion net w ork d esign and

est im at in g. Mo re com p lex t asks are allocat ed as t he em p loyee gains t he n ecessary

know led ge, skills an d com p et encies.

The em p loyee m ay p er f o rm inst allat ion , rep lacem en t , t est ing and rep air (t o com p onen t

level) o f sub st at ion , co m m un icat ions o r com p ut er b ased eq u ip m en t and p lan t , e.g.

rad ios, inst rum en t rep airs, relays, m et ers, p r in t ed circuit b o ard s w h ere such w ork is

incid en t al t o t he em p loyee's co re f unct ion . High vo lt age p lan t t est ing . Skilled self -

d ir ect ed w orker p er f o rm ing a var iet y o f t asks includ in g "han d s-on" w ork und er

lim it ed sup ervision . Ab le t o select t echn iq ues used f o r r ep air , and und erst and s

m ain t enance st and ard s and q ualit y con t ro l. An em p loyee at t h is level p ro gresses

t ow ard s a d et ailed und erst and ing o f d ist r ib u t ion net w ork d esign o r ap p lied elect r ical,

elect ron ic, com p ut in g, m echan ical, civ il o r surveying t heo ry relat ing t o an area o f

Energex act ivit y. The em p loyee m ay p er f o rm insp ect ion w ork o f incom ing st o res

it em s. Car ry o ut m easurem en t s using p recision m easur ing eq u ip m en t . Provid e user

sup p or t f o r gro up s using Energex com p ut er net w ork an d cust om ised st an d ard

so f t w are p ackages. May b e req uired t o ap p ly p ara-p ro f essional skills t o t he p rod uct ion

o f p ho t ograp hs. The em p loyee m ay b e req uired t o have an und erst an d ing and

p rovid e ad vice on ap p lied m echan ical t heo ry relat in g t o com p onen t and eq u ip m en t

d esign .

An em p loyee at t h is level m ay b e req u ired t o p rovid e t echn ical ad vice on a w id e range o f

t op ics, and m ay p rep are and p resen t d esigns and p ro p osals f o r energy ut ilisat ion ,

p rom ot ing t he w ise an d ef f icien t use o f elect r ical energy.


A relevan t Ad vanced Dip lom a o r eq u ivalen t q ualif icat ion (En t r y p o in t w it h no on -t he-

job exp er ience m in im um Salary Po in t 5.0), o r

An ap p rop r iat e t rad e cer t if icat e p lus 3 m od ules o f relevan t t r ain ing., o r


Grad e 10 level o f ed ucat ion o r eq u ivalen t , p lus 27 m od ules o f ap p rop r iat e t r ain ing .

Trad e Cer t if icat e p lus Ad vanced Dip lom a o r eq uivalen t q ualif icat ion m in im um salary p o in t

7.0.

PARA-PROFESSIONALS

GRADE 1

GRADE 1

Salary Points

5.0-8.2

GRADE 2

GRADE 3

GRADE 4

GRADE 5


Basic p ro t ect ion t heo ry Mob ile r ad io rep air

Sub st at ion d esign Aust el cab ling

Mains d esign t heo ry an d p ract ices Basic con t ro l/com m un icat ion syst em s

In f o rm at ion Sources f o r m ain s d esign Cur ren t t ran sf o rm er m et er ing

Vo lt age regulat ion Dem an d m et er ing p r in cip les

Pow er syst em analysis Met er ing q uer ies 1 – t echn ical

Oil analysis Wr it in g Techn ical Rep o r t s NSC17

Ear t h ing t heo ry HV t est in g

Pro t ect ion t est ing

Circu it r y d esign QESI HV iso lat ion and access p roced ures

Civ il d esign Draf t in g circuit r y

Workp lace Com m un icat ion NMETB 54.1 Draf t in g civ il

Purch asing m at er ials NMETB 16.12 Mech an ical Draf t ing NMETB 75.5

Draf t in g st and ard s Workp lace Healt h & Saf et y NMETB 55.1,

55.3, QESI WHS 101, 201, 202

Est im at in g Plann ing NMETB 67.3, QESI PLO 101, 201,

301,

Met allu rgy 402, TEM 401

Sub st at ion d esign Com p ut in g NMETB 63.1, QESI OFF 101,

201

Inst rum en t al analysis Cust om er Service and Ad vice QESI CUS


101/201/301/401

Precision m echan ical/elect ron ic

eq u ip m en t f o r m easur ing, calib rat ion &

com p ar isons NMETB 13.1, 13.2, 13.6, 13.7,

23.1

Provid e t ar if f s ad vice

Met er ing q uer ies – t echn ical

101/201/301/401

Plann ing, Est im at ing and Cost ing EA71

(1/2 M)

Dom est ic air cond it ion ing p r incip les

Overhead m ains d esign Dom est ic w at er heat in g

Und erground m ains d esign Dom est ic heat in g and coo ling

Basic layout Basic sp ace heat ing t echno logy

PC hard w are / care rep lacem en t Basic energy aud it ing

CAD Up d at es

Com p ut er com m un icat ions Dom est ic ap p liance ut ilisat ion

Cooking Presen t at ion skills

Cust om er service PC skills

Com m un icat ion skills Alt ernat ive energy sources – d om est ic

Cust om er in f o rm at ion syst em s Sales t echn iq ues – 1

Basic elect r ical saf et y Basic m arket ing t echn iq ues

AS3000 (as ap p ro p r iat e) Energy aud it ing - 1


PARA-PROFESSIONALS

GRADE 2

GRADE 1

GRADE 2

Salary Points

9.0-10.3

GRADE 3

GRADE 4 GRADE 5

ENTRY REQUIREMENTS:

Ent ry in t o t h is Grad e w it h ap p rop r iat e Ad vanced Dip lom a o r eq u ivalen t q ualif icat ion , o r

t r ad e cer t if icat e and an Ap p roved Train ing Plan lead ing t o t he com p let ion o f a

relevan t Ad vanced Dip lom a. Ap p o in t m en t t o Grad e 2 w ill b e sub ject t o availab ilit y o f

p osit ions in Energex, ad ver t isem en t and op en select ion p roced ures.



Such an employee possesses competencies which enables the employee to: use an overall knowledge and understanding of the operating principles of the systems and equipment on which to carry out tasks. Perform routine technical work on complex equipment as directed and prepare technical reports as required. Exercise broad discretion .within the scope of this level and work under limited supervision either individually or in a team environment. The employee understands and implements quality systems and provides technical guidance or advice within the scope of this level. Assist in the provision of on-the-job training to others in their work team; commensurate with the employee's training, experience and responsibilities.

An em p loyee at t h is level is a skilled ind ep end en t w orker p er f o rm ing com p lex t asks

und er lim it ed d irect ion , w ho h as t he know led ge and skills and d em o nst rat ed cap acit y

f o r self d ir ect ed ap p licat ion req u ired t o p er f o rm t asks invo lvin g use o f a h igh d eg ree

o f t echn ical o r ap p lied t heo ret ical know led ge. An em p loyee en t er ing t h is Grad e m ay

b e exp ect ed t o und er t ake t asks such as p rep arat ion and /o r review o f com p lex

d et ailed d ist r ib ut ion net w ork d esign , assist ing w it h co o rd inat ion o f cap it al an d

m ain t enance p ro ject s, p rep ar ing est im at es and und er t akin g t echn ical and / o r

m arket ing invest igat io ns.

The em p loyee m ay b e resp onsib le f o r a r an ge o f d ut ies, f o r exam p le, analyse syst em

out age rep o r t s, r eview cond it ion m on it o r in g p rogram m es, calculat e and issue relay

set t ing req u irem en t s, est ab lish ef f ect ive lo ad and net w o rk in f o rm at ion syst em s,

engage con t ract reso urces and d evelop st and ard f ield service sp ecif icat ions, and

d esign d et ailed circu it w ir ing d iagram s. -The em p loyee m ay o p erat e p lan t and

eq u ip m en t , p urch ase p lan t and m at er ials and d esign and d raf t m ech an ical

com p onen t s and assem b les. The em p loyee m ay b e resp onsib le f o r t he invest igat ion

and reso lut ion o f rout ine cust om er sup p ly com p lain t s. The em p loyee m ay p rovid e

cust om er in f o rm at ion and ad vice. Cust om ise st and ard so f t w are p ackages, p er f o rm

hard w are/so f t w are p er f o rm ance an alysis and p rod uce sup p or t d ocum en t at ion .

The em p loyee m ay p er f o rm inst allat ion , t est ing, servicin g/calib rat ion , m ain t en ance,

rep air (t o com p onen t level) and f ault d iagnosis o f com p lex eq u ip m en t , p lan t o r

syst em s in a sp ecialised area, e.g . com p lex p ro t ect ion syst em s, m icrow ave syst em s,

m ult i-p rocesso r con t ro l syst em s, h igh vo lt age p lan t , com p ut er syst em s an d net w o rks,

hyd raulics and m echan ical eq u ip m en t . Can p rovid e h igh level t echn ical so lut ions t o

id en t if ied p rob lem s un d er in it ial d irect ion . May m od if y/w r it e p rogram s f o r com p ut er

op erat ed eq u ip m en t & p rogram m ab le con t ro l log ic. The em p loyee w ill b e ab le t o


select t echn iq ues used f o r rep air and can ap p ly m ain t en ance st and ard s an d q ualit y

con t ro l. The em p loyee m ay d esign and d raw layout s, sp ecif y ing all r eq u ired

com p onen t s. The em p loyee m ay b e req uired t o have a h igh level o f know led ge o f

relevan t regulat ions and com p onen t s. Could b e exp ect ed t o ab le t o m o d if y and

im p rove p er f o rm ance o f p lan t and eq uip m en t .

The em p loyee m ay p rovid e t echn ical ad vice o n a w id e range o f t op ics. The em p loyee m ay

p rep are, p resen t an d accep t resp onsib ilit y f o r d esigns an d p rop osals f o r ap p licat ions

in elect r ical energy u t ilisat ion . Develop and m ain t ain cust om er re lat ionsh ip s and

coo rd in at e o t her st af f in relat ion t o cust o m er req u irem en t s. Presen t m arket in g

p rogram s t o p rom ot e t he w ise an d ef f icien t use o f elect r icit y.

Dut ies und er t aken w ou ld b e com m ensurat e w it h t he em p loyee's t r ain ing, exp er ience and

resp onsib ilit ies. As t he em p loyee d evelo p s f ur t her com p et encies, m o re com p lex t asks

w ould b e allocat ed w it h m ore ind ep en d ence in d ecision m aking.

PARA-PROFESSIONALS

GRADE 2

GRADE 1

GRADE 2

Salary Points

9.0-10.3

GRADE 3

GRADE 4

GRADE 5

The em p loyee m ay b e req u ir ed t o h ave a d et ailed und erst and in g o f ap p lied engin eer ing

t heo ry in t heir ow n area o f exp er t ise and a general und erst and ing o f o t her Energex

f unct ions.

MINIMUM QUALIFICATIONS:

A relevan t Ad vanced Dip lom a, o r eq u ivalen t q ualif icat ion p lus 12 m o d ules o f relevan t

t r ain ing o r eq u ivalen t , o r

An ap p rop r iat e t rad e cer t if icat e p lus 15 m od u les o f relevan t t r ain ing, o r eq u ivalen t , o r

En t ry t o Grad e 1 p lus 12 m od ules o f

relevan t t r ain ing

TYPICAL TRAINING MENU FOR PROGRESSION WITHIN THIS GRADE TRHOUGH AN APPROVED TRAINING PLAN:

Ad vanced sub st at ion d esign Theod o lit e usage

Insulat ion co -o rd in at io n Surveying

Load f low analysis LV net w ork analysis

Con t ract ad m in ist r at io n Ad vanced concep t s o f Aut ocad

Pro ject m an agem ent EB71 (1 M) Person al and in t erp ersonal ef f ect iveness

Risk m an agem ent Flow char t a p rocess

Ap p lied Chem ist ry EA670 (1 M) Ind ust r ial & com m ercial m icrow ave

ap p licat ion


Ro les o f t he sup erviso r Basic heat in g and d ryin g ap p licat ions

Alt ernat e energy syst em s and so lu t ions

Tim e o rgan izat ion Ind ust r ial elect r ic m o t o rs/d r ives

ap p licat ions

Dig it al Fault Find in g EA789 (1/2 M) Energy aud it ing 1

PLC t heo ry and p ract ice Energy m anagem ent 1

Program m ab le con t ro ller o p erat ion Heat p um p s

Microw ave ap p licat ion Therm al st o rage ap p licat ions

Pow er syst em concep t s St eam p ro d uct ion m et hod s

Pow er t r ansm ission syst em s Poo ls and Sp ars

Dist ance p ro t ect ion Com m ercial and in d ust r ial ligh t in g

ap p licat ions

Pro t ect ion signaling Market ing t echn iq ues 2

Second ary syst em s iso lat ion Cust om er relat ions

Dat a Com m un icat ion Syst em EA300 (1

M)

Com m ercial and in d ust r ial w at er heat ing

Com p ut er h ard w are t echno logy and

t roub leshoo t ing

Pum p ing

Com p ut er net w ork d iagnosis and f ault

f ind ing

Alt ernat e f uel analysis

Com p ut er op erat ion syst em s Sales t echn iq ues – 2

PC so f t w are ap p licat ion sup p or t Invest igat ion & reso lving cust om er

enq uir ies

Ad vanced PC h ard w are Ad vanced m arket ing p r incip les

Com m un icat ion n et w o rk m an agem ent Com m ercial, in d ust r ial and rural t ar if f

Dat a net w ork t h eo ry ap p licat ion

ISDN net w orks Facilit at ion skills

802.3 Et h ernet St and ard Fin ancial p r incip les

LSP Elect ro -t echno logy ap p licat ions

PC so f t w are evaluat ion Ir r igat ion p um p ing p r incip les

Qualit y Man agem ent EB31 (1 M) Basic con t ro l syst em s

Net w o rk Layer Plann ing EB306 (1 M) Air Cond it ion ing d esign


Transm ission Med ia Op erat ions EA304

(1 ½ M)

Com m ercial cat er ing p r incip les

Com m ercial and in d ust r ial sp ace

heat ing

Sp ace heat in g




PARA-PROFESSIONALS

GRADE 3

GRADE 1

GRADE 2

GRADE 3

Salary Points

11.0-11.5

GRADE 4 GRADE 5

ENTRY REQUIREMENTS:




Subject to job requirements, an employee at this level applies practical techniques of analysis and technical principles, standards and practices, and human relations, to new and existing technologies in standard design, testing, inspection, plant operation, manufacturing, including fault diagnosis and maintenance, and with further information, supervises and manages such work.

Such an employee may possess competencies which enables the employee to: have an advanced knowledge and understanding of the operating principles of the systems and equipment on which to carry out tasks. The employee would prepare detailed technical reports as required and undertake technical investigations within the scope of this level. Prepare reports and/or recommendations on the technical suitability of equipment, procedures and test results. Estimate, quote, tender and supervise electrical/electronic projects. Exercise independent judgement and initiative within the scope of this level. The employee works under limited supervision either individually or in a team environment. Understand and implement quality systems. Provide technical guidance or advice within the scope of this level. Assist in the provision of on-the-job training to others in their work team; commensurate with the employee's training, experience and responsibilities.

An em p loyee at t h is level is a skilled aut ono m ous w o rker ab le t o m ake ind ep end en t use

o f a h igh level o f t heo ret ical an d ap p lied know led ge. A ran ge o f sign if ican t d ut ies,

such as t he f o llow ing m ay b e und er t aken . May und er t ake p lann in g/d esign f unct ions

and p rovid e an alysis and so lut ions t o id en t if ied p rob lem s. Develo p innovat ive w ork

p ract ices, evaluat e f easib ilit y o f p rop o sals and im p lem en t p lans. Program m e

b ranch /d ep ar t m en t w orks. The em p loyee m ay est im at e, q uo t e, t end er and sup ervise

elect r ical, elect ron ic, com p ut er o r m ech an ical p ro ject s. Prep arat ion and review o f

t echn ically and econo m ically so und d esign s t o t he req u ired st and ard s f o r eit her t he

ext ension t o and rep air and augm en t at ion o f t he elect r ical net w ork, o r o f m echan ical

p lan t and com p onen t s. Ef f ect ive and ef f icien t ut ilisat ion o f elect r ical net w ork o r

com p ut er net w ork asset s. Nego t iat e w it h cust om ers, d evelop ers and consult an t s on

t echn ical and ad m in ist rat ive m at t ers relat ing t o t he p rovision o f elect r icit y sup p ly,

elect ro -t echno logy ap p licat ions, o r t he sup p ly o f sp ecialist eq uip m en t . Sup ervision o f

const ruct ion b y con t ract o r s. Develop m en t and p rep arat ion o f so f t w are p ackages

includ ing user d ocum en t at ion . Give sp ecialist /exp er t t echn ical ad vice t o cust om ers.

The em p loyee m ay p er f o rm o r co -o rd inat e t he evaluat ion , inst allat ion , t est ing and

com m ission in g, servicing /calib rat ion , m ain t en ance, p er f o rm ance aud it ing ,

m od if icat ion , rep air (t o com p onen t level) an d f ault d iagnosis o f co m p lex sub st at ion

eq u ip m en t , p lan t o r syst em s in a sp ecialised area, eg . com p lex p ro t ect ion syst em s,

m icrow ave syst em s, m ult i -p rocesso r con t ro l syst em s, com p ut er syst em s and

net w orks, HV p lan t , hyd raulics an d m echan ical syst em s. The em p loyee is ab le t o

p er f o rm a h igh level o f invest igat ion and p ro b lem so lv ing in t hese sp ecialised areas.

The em p loyee m ay b e req u ired t o h ave a d et ailed und erst and ing o f ap p lied elect r ical,

elect ron ic, com p ut in g, m echan ical, civ il o r surveying t heo ry relat ing t o an area o f

sub st at ion , con t ro l, co m p ut in g o r com m un icat ions eq u ip m en t , includ in g in t er f aces

w it h and ef f ect s up on o t her sub st at ion syst em s and m ay ap p ly t h is und erst and ing t o


t he d esign o f con t ro l and second ary syst em s o r an und erst an d ing o f ap p lied

m echan ical t heo ry relat ing t o d esign o f m echan ical eq u ip m en t . Ab ilit y t o d evelop

m ain t enance st an d ard s, calculat e p aram et ers, p rod uce st and ard p ro ject d esigns and

w orks o rd ers, and cust om ise/d eb ug com p lex so f t w are p ackages und er lim it ed

d ir ect ion . Ab le t o w r it e sim p le com p ut er ap p licat ions in h igh o r lo w level languages.

The em p loyee m ay d evelop , im p lem en t an d m on it o r m arket ing p rogram s b ased on

p rod uct s, services o r elect ro -t echno logies. Th is could includ e h igh level o f

invest igat ion o f b o t h t echn ical an d cust om er asp ect s and p rep ar ing , p resen t ing and

accep t ing resp onsib ilit y f o r d et ailed d esign s and p ro p osals f o r sp ecial and un iq ue

ap p licat ions o f energy ut ilisat ion . May p rep are and p resen t t rain ing on var ious

t echno logies.


PARA-PROFESSIONALS

GRADE 3

GRADE 1

GRADE 2

GRADE 3

Salary Points

11.0-11.5

GRADE 4 GRADE 5

The em p loyee is a skilled aut onom ous w orker p er f o rm ing a w id e var iet y o f com p lex

t asks, ab le t o select an d d evelop t echn iq ues used f o r r ep air and f ault d iagnosis and

can ap p ly and d evelop m ain t enance st an d ard s an d q ualit y con t ro l. Det ailed

und erst and ing o f ap p lied elect r ical o r elect ron ic t heo ry relat ing t o an area o f

sub st at ion o r com m un icat ions eq u ip m en t ap ar t f rom t heir ow n sp ecialised area.

Und erst an d ing o f t he req u irem en t s and d evelop m en t p rocess f o r m ain t enance

st and ard s.


A relevan t Ad vanced Dip lom a o r eq uivalen t q ualif icat ion p lus 15 m o d ules o f r elevan t

t r ain ing in ad d it ion t o t he req u irem en t s o f Grad e 2 en t ry, o r eq u ivalen t , o r

An ap p rop r iat e t r ad e cer t if icat e p lus relevan t Ad vanced Dip lom a o r eq uivalen t

q ualif icat ion .


Ad vanced p ro t ect ion schem es TCPIP im p lem en t at ion and t heo ry

Seq uen t ial com p onen t s t h eo ry Com p ut er op erat ing syst em

ad m in ist r at ion

Disso lved gas analysis Com p ut er net w ork m anagem en t

Insulat ion t est ing and ageing Coach ing skills

Market ing skills Net w o rk ap p licat ions sup p or t

Presen t in g Rep or t s NCS15 Com p ut er ap p licat ions sup p or t

In t rod uct ion t o Environm en t Man agem ent EB76 (11/2 M)

Team lead ersh ip Asset con t ro l

Lead ing self m anaged w ork t eam s Select ion skills

Nego t iat ion skills NCS09 One t o One co ach ing

In t erp erson al lead ersh ip skills Pro ject m an agem ent

Ad vanced m ain t enance p roced ures Ad vanced com m ercial &

ind ust r ial heat ing

Syst em p lan in t er f aces Ad vanced d rying t echn iq ues &

eq u ip m en t


Circu it d esign (elect ron ic) Elect r ic veh icles p er f o rm ance &

ap p licat ion

Dig it al r ad io Fru it r ip en ing t echn iq ues

Microw ave syst em s d esign Clim at e con t ro l syst em s &

ap p licat ions

Maxim ising w in d ow s Ad vanced C & I ligh t ing ap p licat ions

Dist r ib ut ion con t ro l syst em Cust om er nego t iat ion skills

Micro -p rocesso r syst em s and t oo ls Ad vanced air cond it ion ing

Deb ug / f ault f in d ing t echn iq ues f o r m icrop rocesso rs

So f t w are t est ing t echn iq ues Ad vanced ligh t ing d esign an d

ap p licat ion

Analogue aud it /calib rat ion p roced ures Com p lex C & I and rural

end use ap p licat ions

Qualit y Con t ro l and Co m p ut ing EB40 (1/2 M) Ad vanced heat p um p ap p licat ions

Ad vanced Pro t el Schem at ic Dem an d analysis

Ad vanced Pro t el Aut o t rax St at ist ical in t erp ret at io n

In t erm ed iat e Aut ocad Market research

Sp ecif icat ion w r it ing and analysis Elect ro -t echno logy d esign

Presen t at ion skills Elect ro -t echno logy d evelop m en t

Pub lic sp eaking Ad vanced heat t r ansf er an d

recovery

Ad vanced com m ercial cat er in g ap p licat ions Ad vanced m arket ing t echn iq ues

Ad vanced energy aud it ing and analysis




PARA-PROFESSIONALS

GRADE 4

GRADE 1

GRADE 2

GRADE 3

GRADE 4

Salary Points

12.0-12.5

GRADE 5

ENTRY REQUIREMENTS:




An employee at this level possesses competencies which enables the employee to: perform work within broad guidelines. The employee accepts responsibility for technical expertise, planning, supervising or co-ordinating works and is accountable and responsible for output. Initiate investigations and produce resultant technical reports. Work independently as

-a specialist or in a team. Provide

specialist support in a range of programmes/activities and control and co-ordinate the works programme within budgetary constraints. Exercise a degree of autonomy, within budgetary constraints, in establishing works programmes. The employee will perform duties as a Principal Trainer/Supervisor/Coordinator, that is, be responsible for the supervision and/or training of Technical Employees at lower classification levels; commensurate with the employee's training, experience and responsibilities.

The em p loyee is a skilled aut onom ous w orker ab le t o m ake ind ep end en t use o f a h igh

level o f t heo ret ical an d ap p lied know led ge. Ab le t o und er t ake sign if ican t p lann ing,

d evelop m en t , d esign , sp ecif icat ion and p rocurem en t f unct io ns an d p rovid e

ind ep end en t analysis, ad vice an d creat ive so lut ions t o p rob lem s id en t if ied b y t he

w orker t h rough t heir skills an d know led ge. Resp onsib ilit ies m ay includ e t he f o llow ing:

Co-o rd in at e and sup ervise t he d esign and d raf t ing act ivit ies req uired f o r const ruct ion

o f zone sub st at ions, m ain t enance o f t he p ow er d ist r ib ut ion syst em o r m echan ical

p ro ject s t o m eet var io us regulat ions and saf et y req u irem en t s. Man age a d esign t eam

p rod ucing d ist r ib ut ion net w ork, cir cu it r y o r com p onen t d esigns an d w orks o rd ers o r

com p lex m echan ical p ro ject s. Develop and m ain t ain un if o rm d esign p ract ices. Man age

t echn ical and hum an resources t o m eet p ro ject t arget s. Program b ranch /d ep ar t m en t

cap it al and m ain t en ance w orks. Con t r ib u t es t o o r un d er t akes st af f select ion . Develop ,

im p lem en t and m anage m ajo r /com p lex m arket ing p ro ject s.

The em p loyee m ay p er f o rm rem o t e d iagnost ics/m od if icat ion an d b ackup syst em s t o

rest o re f acilit ies and m anage t he saf e an d ef f icien t rest o rat ion /rep air o f com p lex

eq u ip m en t an d syst em s f o llow ing b reakd o w ns. Th is m ay req u ire g iv ing in st ruct ions

and t echn ical ad vice t o op erat o rs and /o r sup p or t p ersonnel at r em ot e sit es t o ensure

in t egr it y and op erab ilit y o f t he syst em s is m axim ised un d er con t in gencies. Th is w o rk

req u ires sub st an t ial kn ow led ge o f syst em s an d f ailu re/recovery charact er ist ics and t he

ab ilit y t o invest igat e and so lve com p lex syst em s p rob lem s includ ing d eb ugg ing o f

so f t w are ap p licat ions. Ab le t o w r it e sign if ican t com p ut er ap p licat io ns in h igh o r low

level languages.

The em p loyee m ay evaluat e new eq uip m en t /t echn iq ues f o r p er f o rm ing f unct ion s and

m ay b e resp on sib le f o r sp ecif ying new m at er ials eq u ip m en t and services. Th e

em p loyee m ay b e resp onsib le f o r t est ing and /o r calib rat ing com p lex

elect r ical/elect ron ic eq uip m en t and syst em s includ ing so f t w are. Th e em p loyee m ay

b e resp on sib le f o r aut ho r ising con t ro lled d o cum en t s (t hose w h ich con t ro l a p rocess)

in a q ualit y syst em . Ab ilit y t o w r it e com p ut er p rogram s t o aut om at e w ork p rocesses.

The em p loyee m ay b e exp ect ed t o w ork in a t eam environm en t an d m ay b e em p loyed in

a Mech an ical Eng ineer ing environm en t associat ed w it h d esign , sp ecif icat ion ,


p rocurem en t , and t h e p rovision o f t echn ical ad vice on m echan ical eq uip m en t .


A relevan t Ad vanced Dip lom a o r eq uivalen t q ualif icat ion p lus 6 m od ules o f relevan t

t r ain ing in ad d it ion t o t he req u irem en t s f o r Grad e 3, o r eq u ivalen t .


PARA-PROFESSIONALS

GRADE 4

GRADE 1

GRADE 2

GRADE 3

GRADE 4

Salary Points

12.0-12.5

GRADE 5


Inst ruct ion skills

Creat ive t h inking

Ad vanced elect ron ic syst em s


St rat eg ic m arket in g

Ad vanced select ion skills

To t al Qualit y Man agem ent

Diagnost ic t echn iq ues

Com p ut er syst em p lat f o rm s

Ad vanced con t ro l t echn iq ues (d ist r ib ut ion aut om at ion seq uences)

Program m ing in assem b ler /m acro -assem b ler language

Dat ab ase t echn iq ues

Net w o rk analysis t oo ls and t echn iq ues

UNIX syst em p ro gram m ing

Real t im e op erat ing syst em s

Com m ission ing ap p licat ion so f t w are in net w o rk environm en t s

So f t w are q ualit y con t ro l t echn iq ues

Com m un icat ion skills

Com p ut er net w ork d esign

Net w o rk Secur it y

Train t he t rainer

TQM t eam lead er

Man ag ing q ualit y im p rovem en t

Lead ing f o r q ualit y and cust om er f ocus

Em p loyee coach ing an d coun sellin g

Market segm en t at ion

Ad vanced elect ro -t ech no logy

Market an alysis


Market ing p ro gram d evelop m en t

Dem an d sid e m an agem ent

Tar if f an alysis and select ion

Ad vanced nego t iat ing skills

Cust om ise com p ut er p ackages

Train ing course d evelop m en t

Prom ot ion al st rat egy

Ad vanced heat p um p d esign

Ad vanced PC ap p licat io ns e.g . f in it e elem en t analysis




PARA-PROFESSIONALS

GRADE 5


GRADE 5

Salary Points

13.0-13.3

ENTRY REQUIREMENTS:




An employee at this level possesses competencies which enables the employee to: accept a high degree of responsibility for technical expertise, planning, supervising or co-ordinating works. The employee is accountable and responsible for output. Initiate investigations and produce resultant technical reports. The employee may work independently as a specialist or in a team and provide specialist support in a range of programmes/activities. Display interpersonal skills in the performance of the function and develop and implement significant work programmes. The employee will perform duties as a Principal Trainer/ Supervisor/ Co-ordinator and is responsible for the supervision and/or training of Technical Employees at lower classification levels; commensurate with the employee's training, experience and responsibilities.

A skilled w orker w it h a h igh ly d evelop ed cap acit y t o m ake aut onom ous use o f ad vanced

know led ge and un d erst and ing. May und er t ake sign if ican t h igh level creat ive p lann ing

d esign , an d /o r m an agem ent f unct ions and m ay h ave a sub st an t ial accoun t ab ilit y an d

resp onsib ilit y f o r t he out p ut o f o t hers. A h igh level o f sup ervision o f o t hers m ay b e

invo lved an d t h e d evelop m en t and im p lem en t at ion o f p roced ures and p rocesses t o

ob t ain t he req u ired p er f o rm ance and p ro d uct iv it y m ay f o rm p ar t o f t he f unct ions at

t h is level.

The em p loyee m ay b e resp onsib le f o r var ious elem en t s o f syst em s includ ing in t egr it y o f

syst em f unct ions and in f o rm at ion p rovid ed . The em p loyee w ill h ave com p rehensive

know led ge o f syst em s f o r w h ich he/she is resp onsib le an d m ay b e req u ired t o

op t im ise p er f o rm ance t o ach ieve d esired out com es. The em p loyee m ay b e

resp onsib le f o r d evelop ing and im p lem en t ing sp ecial t est in g p ro ced ures and f o r

d evelop ing/m ain t ain in g q ualit y syst em s and st and ard s.

The em p loyee m ay h ave an in -d ep t h know led ge o f m arket in g and m ay b e resp onsib le f o r

com m ercial d ecisions relat ing t o t he p r icing, p urch asing, and selling o f elect r icit y.


A relevan t Ad vanced Dip lom a o r eq u ivalen t q ualif icat ion p lus 6 m od ules o f relevan t

t r ain ing in ad d it ion t o t he req u irem en t s f o r Grad e 4, o r eq u ivalen t .


Fin ancial m an agem ent Ad vanced r isk m an agem ent

Accoun t ing p ract ices Clien t / server arch it ect ure concep t s

Per f o rm ance evaluat ion In f o rm at ion t echno logy con t ract

m anagem ent

St at ist ical an alysis Com p ut er syst em s an alysis and d esign


Harm on ic an alysis Train t he t rainer

Transien t an alysis Sp ecialised elect ro -t echno logy d esign

& ap p licat ion

Man ag ing st af f Econom ic evaluat ion

Program m e in h igh level languages (eg

C+ + , aut o lisp )

Elect r icit y t rad ing

Syst em s An alysis Business m anagem en t

Cur r icu lum d evelop m en t New p ro d uct d evelop m en t

Com m un icat ions f o r b usiness Market ing channel

Business law Market ing p ro ject

Course d evelop m en t



TECHNICAL STREAM


SYSTEM OPERATOR

STREAM/ AGREEMENT LEVEL

CAREER PATH/ GRADE

DESCRIPTION


GRADE 5

Man ages m ult ip le em ergencies

& syst em

secur it y/econom ics.

Sup ervises st af f & syst em

op erat ion . Sched uling o f

generat ion p lan t , load

f o recast ing, ap p roves

p red ict ed out ages &

p rep ares con t ingency

p lans.


GRADE 4

Generat ion p lan t co -

o rd in at ion , econom ic

con t ro l, gen erat ion &

t r ansm ission secur it y

con t ro l, f r eq uency co n t ro l,

& d em and m anagem ent .

Shor t t erm lo ad f o recast in g

& generat ion p lan t

sched uling . Transm ission

p lan t out ages research &


ap p roval.


GRADE 3

Man ages op erat ion al

const rain t s o f con t ro l

syst em & con d uct s load

f low st ud ies. Hyd ro co n t ro l

w here relevan t .


GRADE 2

Resp onsib le f o r syst em

con t ro l, includ ing syst em

secur it y con t ro l, lo ad sh if t s

p er f o rm ed & st o rm st ar t

up . Man ages em ergency

sit uat ion s & im p lem en t s

coun t er d isast er p lans.

TECHNICAL EMPLOYEE LEVEL 4

Salary Point 10.3

GRADE 1

Entry Point.

Resp onsib le f o r syst em con t ro l

& m on it o r ing ,

r isk/con t ingency/alarm

analysis, w eat her

m on it o r ing, lo ad sh if t ing &

sw it ch ing con t ro l. Up d at es

op erat ional reco rd s &

p er f o rm s syst em

rest o rat ion .

TECHNICAL EMPLOYEE

LEVEL 4


SYSTEM OPERATOR TRAINING

Und er t akes ext ensive t r ain ing

w h ich w ill lead t o

know led ge and

com p et ency req uired f o r

ap p o in t m en t t o Syst em

Op erat o r Grad e 1


SYSTEM OPERATOR

(TRAINING)

ENTRY REQUIREMENTS:

ENTRY LEVEL: Ap p o in t m en t as Syst em Op erat o r (Train ing) w ill b e sub ject t o availab ilit y o f

p osit ions in Energex, ad ver t isem en t and op en select ion p roced ures.

MAIN FUNCTIONS / BOARD COMPETENCEIS:

An em p loyee at t h is level und er t akes an ext ensive t rain in g p rogram , w h ich w ill includ e

gain ing know led ge an d com p et ency, in all asp ect s o f an d lead in g t o sub seq uen t

ap p o in t m en t as Syst em Op erat o r Grad e 1. Th is also includ es p er f o rm ing p lann ing

and /o r t echn ical d u t ies o r exercises cross-skillin g in t echn ical f ield s.

The em p loyee w ill d evelop skills in syst em con t ro l op erat ions includ in g vo lt , load and

SCADA con t ro l, syst em m on it o r ing, sw it ch ing sheet w r it ing and aut ho r izat ion ,

up d at ing op erat ional reco rd s, r isk and con t ingency an d alarm analysis, w eat h er

m on it o r ing an d load sh if t in g and sw it ch ing co n t ro l. Com m un icat ion occurs w it h f ield

st af f , m an agem ent , cust om ers and o t her syst em con t ro l st af f d ur in g no rm al, red uced

secur it y and em ergency sit uat ions.

MINIMUM QUALIFICAITONS/TRAINING

Com p let ion o f an ap p rop r iat e t r ad e cer t if icat e, p lus 15 modules o f relevan t t r ain ing, o r

eq u ivalen t , w h ich w ould includ e t he f o llow ing know led ge:

- Syst em p ro t ect ion p h ilosop hy and syst em con f igurat ion

- Plan t cap ab ilit ies and com m un icat ion syst em s

- High vo lt age iso lat ion and access p roced ures

- Accep t ed ind ust r y op erat ing p ract ices

- Con t ro l room sup p or t f acilit ies

- Found at ion know led ge o f elect r ical t heo ry at ad vanced cer t if icat e level o r

eq u ivalen t

- Organ izat ion al st ruct ures


Sw it chgear

Sub st at ions

Syst em Secur it y

Em ergency Op erat ions

Mon it o r ing Skills

Cust om er Service

Syst em Con f igurat ion

SYSTEM

OPERATOR

(TRAINING)

9.0-10.2

GRADE 1

GRADE 2

GRADE 3

GRADE 4

GRADE 5


In t erp erson al Skills

Sw it ch in g / Access Proced ures


SYSTEM OPERATOR

GRADE 1

ENTRY REQUIREMENTS:

ENTRY LEVEL: Ap p o in t m en t t o Grad e 1 w ill b e sub ject t o availab ilit y o f p osit ions in

Energex, ad ver t isem en t and op en select ion p roced u res.



Such an employee possesses competencies which enables the employee to: perform routine technical work on complex equipment as directed and use an overall knowledge and understanding of the operating principles of the systems and equipment on which to carry our tasks. Prepare technical reports as required. Exercise broad discretion within the scope of this level and work under limited supervision either individually or in a team environment. The employee understands and implements quality systems and provides technical guidance or advice within the scope of this level. Assist in the provision of on-the-job training to others in their work team and perform incidental and peripheral work; commensurate with the employee's training, experience and responsibilities.

An em p loyee at t h is level is r esp onsib le f o r t he m inut e t o m inut e sup ervision and con t ro l

o f a h igh vo lt age d ist r ib ut ion syst em w it h in a d esignat ed con t ro l cen t re. Con t ro l

f unct ions no rm ally f o llow est ab lished p ract ices, p r incip les and st an d ard s. How ever

con t ro l d ur ing ab norm al an d em ergency sit uat ions req uire t he Syst em Op erat o r t o b e

com p et en t t o m ake q u ick d ecisions w it h a h igh d egree o f au t onom y. The em p loyee is

resp onsib le f o r syst em con t ro l includ in g vo lt , load and SCADA con t ro l, syst em

m on it o r ing, r isk and con t ingency and alarm analysi s, w eat her m o n it o r ing an d load

sh if t ing an d sw it ch in g con t ro l. The em p lo yee also con t ro ls access/t est p erm it s,

up d at es o p erat ional reco rd s, p er f o rm s syst em rest o rat ion and o rgan ises f ield st af f f o r

sw it ch ing and rep air s. The em p loyee rep o r t s on out ages, lo ad sh if t s, red uced secur it y

and con t ingencies an d p er f o rm ance o f sup p or t f acilit ies. The em p loyee p rocesses

cust om er con t act s an d und er t akes w r it t en and elect ron ic syst em even t rep o r t ing .

Com m un icat ion occurs w it h f ield st af f , m an agem ent , cust om ers and o t h er syst em

con t ro l st af f d ur in g no rm al, red uced secur it y and em ergency sit uat ion s. The

em p loyee p rovid es ad vice on op erat ional m at t ers an d saf e p roced ures and

und er t akes lect ures an d t o urs f o r visit o r s and op erat ional st af f .

An em p loyee at t h is level sup erv ises op erat ion al const rain t s o f t he syst em an d

und er t akes sw it ch ing co -o rd in at ion . The em p loyee also un d er t akes var ious

p lann in g/research act iv it ies includ in g p lan t ou t ages research and ap p roval, sw it ch ing

p rogram p rod uct ion and d ist r ib ut ion and also d esig ns, d evelop s and up d at es syst em

con t ro l in f o rm at ion an d sup p or t f acilit ies. Th e em p loyee d evelop s con t ingency p lans,

ar ranges f ield st af f and p rovid es in p ut t o syst em p lann ing an d eq u ip m en t d esign .

SYSTEM

OPERATOR

(TRAINING)

GRADE 1

Salary Points

10.3

GRADE 2

GRADE 3

GRADE 4

GRADE 5


SYSTEM OPERATOR

GRADE 1

SYSTEM

OPERATOR

(TRAINING)

GRADE 1

Salary Points

10.3

GRADE 2

GRADE 3

GRADE 4

GRADE 5


Com p let ion o f an ap p rop r iat e t rad e cer t if icat e, o r eq uivalen t , plus 15 modules o f

relevan t t r ain ing , o r eq uivalen t , w h ich w ould includ e t he f o llow ing know led ge:

- Syst em p ro t ect ion p h ilosop hy and syst em con f igurat ion

- Plan t cap ab ilit ies and com m un icat ion syst em s

- High vo lt age iso lat ion and access p roced ures

- Accep t ed ind ust r y op erat ing p ract ises

- Con t ro l room sup p or t f acilit ies

- Found at ion know led ge o f elect r ical t heo ry at ad vanced cer t if icat e level o r

eq u ivalen t

- Organ isat ional st ruct ures


Elect r ical Theory 1

Circu it Theo ry 1

Pow er Line Theory

Transf o rm er Theory 1

Generat o rs 1

Transf o rm ers & Regulat o rs 1

React ive Devices 1

Lines & Cab les 1

Sw it chgear 1

Sub st at ions 1

Syst em Secur it y 1

Plan t Cap ab ilit ies I

Syst em Con f igurat ion 1

Sw it ch in g/Access Proced ures 1

Com m un icat ion Skills 1

Cust om er Service 1

Sup p or t Facilit ies 1

General Proced ures 1

Em ergency Op erat ions 1


Mon it o r ing Skills

SCADA/Con t ro l Eq u ip m en t

In t erp erson al Skills

Com m un icat ion Eq u ip m en t 1


SYSTEM OPERATOR

GRADE 2

SYSTEM

OPERATOR

(TRAINING)

GRADE 1

GRADE 2

Salary Points

11.0-11.5

GRADE 3

GRADE 4

GRADE 5

ENTRY REQUIREMENTS:

Ap p o in t m en t f rom Grad e 1 t o Grad e 2 w ill b e sub ject t o availab ilit y o f p o sit ions in

Energex, ad ver t isem en t and op en select ion p roced ures.


Subject to job requirements, an employee at this level applies practical techniques of analysis and technical principles, standards and practices, and human relations, to new and existing technologies in standard design, testing, inspection, plant operation, manufacturing, including fault diagnosis and maintenance, and with further information, supervises and manages such work.

Such an employee may possess competencies which enables the employee to: have an advanced knowledge and understanding of the operating principles of the systems and equipment on which to carry out tasks. The employee would prepare detailed technical reports as required and undertake technical investigations within the scope of this level. Prepare reports and/or recommendations on the technical suitability of equipment, procedures and test results. Estimate, quote, tender and supervise electrical/electronic projects. Exercise independent judgement and initiative within the scope of this level. The employee works under limited supervision either individually or in a team environment. Understand and implement quality systems. Provide technical guidance or advice within the scope of this level. Assist in the provision of on-the-job training to others in their work team; commensurate with the employee's training, experience and responsibilities.

In ad d it ion t o t he f unct ions and resp onsib ilit ies o f Syst em Op erat o r Grad e 1, t h e

em p loyee at t h is level is r esp onsib le f o r t he f o llow ing t asks and f unct ions w it h in a

d esign at ed con t ro l cen t re. The em p loyee is resp onsib le f o r syst em con t ro l, includ ing

syst em secur it y con t ro l, load sh if t s p er f o rm ed , st o rm st ar t up and issu ing access/t est

p erm it s. The em p loyee m anages em ergency sit uat ion s an d t he t r ain ing o f op erat ional

st af f . The em p loyee im p lem en t s co un t er d isast er p lans.


* Com p let ion o f an ap p rop r iat e t r ad e cer t if icat e p lus a relevan t Ad vanced Dip lom a o r

eq u ivalen t .


TRAINING PLAN:


Circu it Theo ry 2

Pow er Line Theory 2

Transf o rm er Theory 2

Real/React ive Pow er 1

Pro t ect ion 1



Organ isat ion 1


Agreem en t s and Act s 1

Em ergency Op erat ions 2

Out age Co -o rd inat ion 1

Train ing Co -o rd inat ion



m od ules no t yet ach ieved f rom p revious Grad e.

SYSTEM OPERATOR

GRADE 3

SYSTEM

OPERATOR

(TRAINING)

GRADE 1

GRADE 2

GRADE 3

Salary Points

12.0-12.5

GRADE 4

GRADE 5

ENTRY REQUIREMENTS:




An employee at this level possesses competencies which enables the employee to: perform work within

broad guidelines. The employee accepts responsibility for technical expertise, p lann in g,

sup ervising or coordinating works and is accountable and responsible for output. The employee initiates investigations and produces resultant technical reports. Work independently as a specialist or in a team. Provide specialist support in a range of programme/activities and control and co-ordinate the works programme within budgetary constraints. Exercise a degree of autonomy, within budgetary constraints, in establishing works programmes. The employee will perform duties as a Principal Trainer/Supervisor/Co-ordinator, that is, be responsible for the supervision and/or training of Technical Employees at lower classification levels; commensurate with the employee's training, experience and responsibilities.

In ad d it ion t o t he f unct ions and resp onsib ilit ies o f Syst em Op erat o r Grad e 2, t h e

em p loyee at t h is level is r esp onsib le f o r t he f o llow ing t asks and f unct ions w it h in a

d esign at ed con t ro l cen t re. The em p loyee m anages t he o p erat ional const rain t s o f t he

syst em an d cond uct s lo ad f low st ud ies. The em p loyee is r esp on sib le f o r hyd ro con t ro l

w here relevan t .


* A relevan t Ad vanced Dip lom a o r eq u ivalen t q ualif icat ion , p lus 6 m o d ules o f relevan t

t r ain ing in ad d it ion t o t he req u irem en t s o f Grad e 2 en t ry, o r eq u ivalen t .


SYSTEM OPERATOR

GRADE 3

SYSTEM

OPERATOR

(TRAINING)

GRADE 1

GRADE 2

GRADE 3

Salary Points

12.0-12.5

GRADE 4

GRADE 5



Pow er Line Theory 3

Real/React ive Pow er 2

Transien t s Theory

Shor t Circuit Cond it ions

Pow er St at ion Eq u ip m en t 1

Generat o rs 2

Transf o rm ers & Regulat o rs 2

React ive Devices 2

Lines & Cab les 2

Sw it chgear 2

Sub st at ions 2

Pro t ect ion 2


Plan t Cap ab ilit ies 2

Vo lt age Con t ro l 1

Load Flow 1

Organ isat ion 2

Sw it ch in g/Access Proced ures 2


Com m un icat ion Skills 2

Cust om er Service 2

Sup p or t Facilit ies 2

General Proced ures 2

Agreem en t s & Act s 2

Em ergency Op erat ion s 3

SCADA/Con t ro l Eq u ip m en t

Out age Co -o rd inat ion 2

Rep or t ing & Docum en t at ion 1


Com m ission ing

St af f Sup ervision

St af f Ad m in ist r at ion





SYSTEM OPERATOR

GRADE 4

SYSTEM

OPERATOR

(TRAINING)

GRADE 1

GRADE 2

GRADE 3

GRADE 4

Salary Points

13.0-13.3

GRADE 5

ENTRY REQUIREMENTS:

Ap p o in t m en t t o Grad e 4 w ill b e sub ject t o availab ilit y o f p osit ions in Energex, ad ver t isem en t

and op en select ion p roced ures.


An employee at this level possesses competencies which enables the employee to: accept a high degree of responsibility for technical expertise, planning, supervising or co-ordinating works. The employee will be accountable and responsible for output. Initiate investigations and produce resultant technical reports. The employee may work independently as a specialist or in a team and provide specialist support in a range of programme/activities. Display interpersonal skills in the performance of the function and develop and implement significant work programmes. The employee will perform duties as a Principal Trainer/Supervisor/Co-ordinator and is responsible for the supervision and/or training of Technical Employees at lower classification levels; commensurate with the employee's training, experience and responsibilities.

In ad d it ion t o t he f unct ions and resp onsib ilit ies o f Syst em Op erat o r Grad e 3, t he em p loyee at

t h is level is resp onsib le f o r t he f o llow ing t asks and f unct ions w it h in a d esignat ed con t ro l

cen t re. The em p loyee is resp onsib le f o r var ious elem en t s o f syst em con t ro l includ ing

generat ion p lan t co -o rd in at ion , econom ic co n t ro l, generat ion and t r ansm ission secur it y

con t ro l, f req uency con t ro l an d d em and and hyd ro m anagem ent . The em p loyee

und er t akes generat ion out age rep o r t ing . The em p loyee com m un icat es w it h p ow er st at ion

and o t her syst em con t ro l st af f d ur ing no rm al and em ergency sit uat ion s and p rovid es

ad vice on gener at ion and m ajo r t r ansm ission op erat ion . The em p loyee und er t akes var ious

p lann in g and research t asks includ ing sho r t t erm load f o recast ing, sho r t t erm generat ion

p lan t sched uling an d t r ansm ission p lan t out ages research and ap p roval. The em p loyee w ill

have com p rehensive know led ge o f Queensland 's p ow er st at ion p lan t and p ro t ect ion and

in t erconnect ed t r ansm ission syst em .


* A relevan t Ad vanced Dip lom a o r eq uivalen t q ualif icat ion , p lus 6 m od ules o f relevan t



Pow er St at ion Eq u ip m en t 2 Load Flow 2

Generat o rs 3 Syst em Con f igurat ion 4

Excit at ion Syst em /A VR Em ergency Op erat ions 4

Syst em Secur it y 4 Rep or t ing & Docum en t at ion 2

Econom ic Op erat ion Hyd ro Man agem ent

Plan t Cap ab ilit ies 3 Freq uency Con t ro l

Vo lt age Con t ro l 2 Vo lt age St ab ilit y


Transien t St ab ilit y

Select ion o f m od ules f o r p rogression w it h in t h is Grad e m ay also includ e ap p ro p r iat e m od u les

no t yet ach ieved f rom p revious Grad es.

SYSTEM OPERATOR

GRADE 5

SYSTEM

OPERATOR

(TRAINING)

GRADE 1

GRADE 2

GRADE 3

GRADE 4

GRADE 5

Salary Points

14.0-14.3

ENTRY REQUIREMENTS:

Ap p o in t m en t t o Grad e 5 w ill b e sub ject t o av ailab ilit y o f p osit ions in Energex,



An employee at this level possesses competencies which enables the employee to: undertake significant responsibility as an operational expert, supervision or co-ordination and provide a high level of creative

p lann in g, design and associated managerial f unct ions. The employee w ill est ab lish and review

guid elines and devise new approaches to design, operation, development or investigation. The employee is accountable and responsible for output, and works independently as a specialist, supervisor, manager within the operational workforce. The employee displays interpersonal skills in the

performance of the employee's function and develops and implements significant works programmes. Exercises initiative in the production and application of Standards and Procedures, and performs duties as a Principal Trainer/Supervisor/Coordinator, i.e. responsible for the supervision and/or training of Technical Employees at lower classification levels; commensurate with the employee's training, experience and responsibilities.

In ad d it ion t o t he f unct ions and resp on sib ilit ies o f Syst em Op erat o r Grad e 4, t he em p loyee

at t h is level is resp onsib le f o r t he f o llow in g t asks and f unct ions w it h in a d esign at ed

con t ro l cen t re. The em p loyee p rovid es w r it t en and elect ron ic rep o r t ing o f syst em

even t s d ur ing no rm al and em ergency sit uat ions, an d und er t akes com m un icat ion w it h

ESI m anagers, st af f , p ub lic relat ions p ersonnel and o t hers d ur in g no rm al and

em ergency sit uat ions. An em p loyee at t h is level is resp onsib le f o r a num b er o f

sup erviso ry/m an agem ent t asks. The em p loyee m anages m ult ip le em ergencies (st o rm s,

cyclones, f lood s), ensures op erat ional in st ruct ions are m ain t ained , m an ages syst em

secur it y/econom ics an d m an ages em ergency sit uat ions. The em p loyee sup ervises

con t ro l room st af f an d syst em op erat ion and sup ervises on -sh if t t r ain ing o f t r ain ee

con t ro ller s. Var ious p lann ing/research t asks includ e load f o recast ing, sched uling o f

generat ion p lan t , ap p rovin g p red ict ed generat ion and t r ansm ission out ages an d

p rep ar ing con t ingency p lans. An em p loyee at t h is level is exp ect ed t o have d et ailed

know led ge o f ind ust r y o rgan isat ional st ruct ure, an d have d evelop ed know led ge o f

syst em even t r ep o r t ing an d m anagem en t aler t .


* A relevan t Ad vanced Dip lom a o r eq uivalen t q ualif icat ion , p lus 4 m od ules o f relevan t



* Sched uling & Lo ad Forecast ing * Organ isat ion 3


* Com m un icat ion Skills 3 * Rep or t ing & Docum en t at ion 3

* Dem an d Managem ent

Select ion o f m od ules f o r p rogression w it h in t h is Grad e m ay also includ e ap p rop r iat e


Model consultation term Schedule 2.3

Fair Work Regulations 2009 115

Schedule 2.3—Model consultation term (regulation 2.09)

Model consultation term

(1) This term applies if the employer:

(a) has made a definite decision to introduce a major change to

production, program, organisation, structure or technology in

relation to its enterprise that is likely to have a significant

effect on the employees; or

(b) proposes to introduce a change to the regular roster or

ordinary hours of work of employees.

Major change

(2) For a major change referred to in paragraph (1)(a):

(a) the employer must notify the relevant employees of the

decision to introduce the major change; and

(b) subclauses (3) to (9) apply.

(3) The relevant employees may appoint a representative for the

purposes of the procedures in this term.

(4) If:

(a) a relevant employee appoints, or relevant employees appoint,

a representative for the purposes of consultation; and

(b) the employee or employees advise the employer of the

identity of the representative;

the employer must recognise the representative.

(5) As soon as practicable after making its decision, the employer

must:

(a) discuss with the relevant employees:

(i) the introduction of the change; and

(ii) the effect the change is likely to have on the employees;

and

(iii) measures the employer is taking to avert or mitigate the

adverse effect of the change on the employees; and

Federal Register of Legislative Instruments F2014C00008

Schedule 2.3 Model consultation term

116 Fair Work Regulations 2009

(b) for the purposes of the discussion—provide, in writing, to the

relevant employees:

(i) all relevant information about the change including the

nature of the change proposed; and

(ii) information about the expected effects of the change on

the employees; and

(iii) any other matters likely to affect the employees.

(6) However, the employer is not required to disclose confidential or

commercially sensitive information to the relevant employees.

(7) The employer must give prompt and genuine consideration to

matters raised about the major change by the relevant employees.

(8) If a term in this agreement provides for a major change to

production, program, organisation, structure or technology in

relation to the enterprise of the employer, the requirements set out

in paragraph (2)(a) and subclauses (3) and (5) are taken not to

apply.

(9) In this term, a major change is likely to have a significant effect on

employees if it results in:

(a) the termination of the employment of employees; or

(b) major change to the composition, operation or size of the

employer’s workforce or to the skills required of employees;

or

(c) the elimination or diminution of job opportunities (including

opportunities for promotion or tenure); or

(d) the alteration of hours of work; or

(e) the need to retrain employees; or

(f) the need to relocate employees to another workplace; or

(g) the restructuring of jobs.

Change to regular roster or ordinary hours of work

(10) For a change referred to in paragraph (1)(b):

(a) the employer must notify the relevant employees of the

proposed change; and

(b) subclauses (11) to (15) apply.

(11) The relevant employees may appoint a representative for the

purposes of the procedures in this term.


Model consultation term Schedule 2.3

Fair Work Regulations 2009 117

(12) If:

(a) a relevant employee appoints, or relevant employees appoint,

a representative for the purposes of consultation; and

(b) the employee or employees advise the employer of the

identity of the representative;

the employer must recognise the representative.

(13) As soon as practicable after proposing to introduce the change, the

employer must:

(a) discuss with the relevant employees the introduction of the

change; and

(b) for the purposes of the discussion—provide to the relevant

employees:

(i) all relevant information about the change, including the

nature of the change; and

(ii) information about what the employer reasonably

believes will be the effects of the change on the

employees; and

(iii) information about any other matters that the employer

reasonably believes are likely to affect the employees;

and

(c) invite the relevant employees to give their views about the

impact of the change (including any impact in relation to

their family or caring responsibilities).

(14) However, the employer is not required to disclose confidential or

commercially sensitive information to the relevant employees.

(15) The employer must give prompt and genuine consideration to

matters raised about the change by the relevant employees.

(16) In this term:

relevant employees means the employees who may be affected by

a change referred to in subclause (1).


Undertakings in relation to AG2017/5404 – Energy Queensland Union Collective Agreement 2017 (Fair Work Act 2009 (Cth) - Section 190). With respect to AG2017/5404 - Energy Queensland Union Collective Agreement 2017, Energy Queensland undertakes to:

• Apply clause 10.4 of the Agreement in a manner which is consistent with the terms of

Part 2-2 Division 7 Subdivision C of the Fair Work Act 2009 recognising that unpaid

Compassionate Leave is available to all casual employees regardless of the length of

their service; and

• Apply clause 10.5.1 of the Agreement in a manner which is consistent with s. 68 of

the Fair Work Act 2009, recognising that adoption leave is available for a child under

16 at the day of placement.

• Apply the higher rate of $16.80 per hour compared to the rates under the

Miscellaneous Award 2010 Table 1 under E.4.1 (a) Wage Level A for Trainees that

are “Year 10” and “Plus 5 or more years out of school”; “Year 11” and “Plus 4 years

out of school”; “Year 12” and “Plus 3 years out of school” for the following:

o Paraprofessional (Administrative) Trainee Rates – Stage 1. Rates effective

from 1st August 2017;


from 1st March 2018; and


from 1st March 2019.



are “Year 10” and “5 or more years out of school”; “Year 11” and “Plus 4 years out of

school”; “Year 12” and “Plus 3 years out of school” for the following:

o Administration Trainee Rates – First six (6) months. Rates effective from 1st

August 2017;


March 2018; and


March 2019.



are “Year 10” and “Plus 4 years out of school”; “Year 11” and “Plus 3 years out of

school”; “Year 12” and “Plus 2 years out of school” for the following:


August 2017.

Brad Montgomery

GM HR Business Partnering & Industrial Relations

Energy Queensland

11 December 2017

Energy Queensland Union Collective Agreement 2017 · Application for approval of the Energy...

Documents

Transcript of Energy Queensland Union Collective Agreement 2017 · Application for approval of the Energy...