Department of Health Enterprise Agreement 2016-2019

Part C - Remuneration and classifications

Page last updated: 28 January 2016

Salary increases

  1. Salary rates will increase with effect on:
    1. the date of commencement of the agreement – increase of 2%
    2. 12 months after date of commencement – 2%
    3. 24 months after date of commencement – 2%

Salary rates

  1. Salary rates applying to employee designations as determined from time to time by the Secretary during the life of the Agreement are specified in Attachment A.

Junior wage rates

  1. Employees who are younger than 21 years of age and who are employed as an APS 1 or Cadet (practical training) will be paid the following percentages of the minimum APS1 salary range:
    1. Under 18 years 60%
    2. At 18 years 70%
    3. At 19 years 81%
    4. At 20 years 91%

Part-time employees

  1. Remuneration for part-time employees will be calculated as a pro-rata of the appropriate salary table indicated at Attachment A, based on the proportion of hours worked in comparison to full-time hours.

Non-ongoing employees

  1. A non-ongoing employee engaged for duties that are irregular or intermittent in nature will be paid for the actual hours worked, based on the appropriate salary rate as indicated at Attachment A plus a 20 per cent loading in lieu of all paid leave and accruals (excluding Long Service Leave) and public holidays on which they do not work.

Supported wage system

  1. Information on supported wage rates and related arrangements is at Attachment C of this Agreement.

Payment related matters

  1. Employees will be paid fortnightly in arrears, based on the following formula:

    Fortnightly pay = annual salary X 12
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  1. Payment will be made by electronic funds transfer (EFT) into a financial institution of the employee’s choice.
  1. Where an employee is overpaid an amount of salary or other benefits including allowances, the overpayment will be recovered in accordance with the provisions of the department’s Accountable Authority Instructions. These provisions do not operate to limit the right of the department to recover a debt from monies that are, or become, payable to an employee under this Agreement.

Salary advancement

Within classifications

  1. Salary advancement within all classification levels will occur from the beginning of the first full pay period commencing on or after 1 August each year subject to the following:
    1. completing the requirements of the PDS unless there is reasonable cause not to have done so, and
    2. achieving a satisfactory performance or better at the end of the PDS planning cycle, and
    3. for ongoing employees, having performed duties within the department at their substantive level or above (i.e. higher duties), for an aggregate of three months or more within the PDS planning cycle, or
    4. for non-ongoing employees, other than employees employed for irregular/intermittent duties, having been engaged at the same classification to perform the same duties continuously for six months during the PDS planning cycle, and
    5. not being ineligible for salary advancement due to relevant administrative actions, including a sanction under section 15 of the PS Act, or
    6. any additional advancement provisions applying to specific groups of employees as outlined in this section.

Junior employees

  1. The provisions of clause 16 do not apply to employees who are under 21 years of age and employed at the APS 1 level. These employees are paid age-rate salaries and will be advanced to the next salary point on their birthday, except where they are paid the adult salary rate following automatic advancement upon successful completion of a course of study or training.

Legal 1 employees

  1. Legal 1 employees will have the following additional provisions for salary advancement.
    1. Receipt of a performance rating, as specified in column 1 of the table below, or in an alternative rating scale determined by the Secretary, will result in advancement by the corresponding number of increments specified in column 2.
    2. Advancement from the fifth to sixth pay point will not occur unless:
      1. in the opinion of the Secretary, the level of work allocated for the position is classified as higher level work, and
      2. the employee has performed work at the higher level for a minimum period of six months, and attained a performance rating of ‘fully effective’, ‘superior’ or ‘outstanding’ shown in the table below, or in an alternative rating scale determined by the Secretary.
    3. Unless otherwise approved by the Secretary, Legal 1 employees will not advance beyond the sixth increment point until they have completed 12 months service at the sixth increment point.

    Column 1
    Performance rating
    Column 2
    Rate of advancement
    Outstanding Advancement by three increments
    Superior Advancement by two increments
    Fully effective Advancement by one increment
    Partially effective No advancement
    Unsatisfactory No advancement

Research Scientists

  1. Research Scientist employees will have the following additional provisions for salary advancement: Receipt of a performance rating, as specified in column 1 of the table below (or in an alternative rating scale determined by the Secretary), will result in advancement by the corresponding number of increments specified in column 2.

  2. Column 1
    Performance rating
    Column 2
    Rate of advancement
    Outstanding Advancement by three increments
    Superior – first year Advancement by one increments
    Superior – each successive year Advancement by two increments
    Fully effective Advancement by one increment
    Partially effective No advancement
    Unsatisfactory No advancement

Senior Principal Research Scientist

  1. The Secretary will determine the circumstances for salary advancement of an employee classified as a Senior Principal Research Scientist, which will be subject to achieving a satisfactory performance rating.

Salary payable on engagement, promotion and movement

  1. Unless otherwise determined by the Secretary (having regard to experience, qualifications and skills) where a person is:
    1. promoted or engaged, salary will be payable at the minimum increment point of the relevant salary range,
    2. moved at level on an ongoing or temporary movement basis from another APS agency, and:
      1. the employee’s salary is above the top increment point of the relevant range as stated at Attachment A, the Secretary may maintain that salary until it is absorbed by pay increases at that classification level, at which time the employee will move to the next increment point above their current salary, subject to a satisfactory or better rating, or
      2. the employee’s salary is below the top increment point of the relevant range as stated at Attachment A, but not aligned with a increment point in the range, the employee’s salary will be paid at the next highest increment point in that range.

Salary on work placements

  1. Where the Secretary decides to provide work placements (for example, junior doctors through the Royal Australian College of General Practitioners (RACGP) training program), the Secretary will determine the appropriate rate of remuneration in accordance with Attachment A for those employees. In addition to determining remuneration levels, the Secretary may also determine payment rates for additional costs including travel, living away from home allowance and other employment-related allowances.

Classifications and local titles

  1. Employees undertaking duties recognised by the Secretary as requiring possession of mandatory qualifications, specialist skills and/or professional registration will have specific titles recognised under the Public Service Classification Rules 2000, or local titles.

  2. Specific Classifications include:

    Graduate
    Cadets
    Trainees
    Medical Officer
    Local Titles include:

    Health Entry Level

    Legal
    Professional
    Public Affairs
    Research Scientist
    Technical
    Commonwealth Nursing Officer (CNO)

Broadbanding

  1. Employees with the following local titles are broadbanded across the APS classification structure as follows:
  2. Local title Broadband
    Legal 1 APS4, 5, 6, Executive Level 1
    Professional 1 APS3, 4, 5
    Public Affairs 1 APS4, 5
    Health Entry Level APS1, 2, 3, 4

Health Entry Level Broadband

  1. The following local titles are included in the Health Entry Level Broadband:
    1. Trainees (T);
    2. Indigenous Australian Government Development Program (IAGDP) participants (I);
    3. Indigenous Apprenticeship Programme (A);
    4. Graduates (G).

Entry to broadband

  1. Entry pay points will be assessed having specific regard to the participant’s qualifications, work experience, skills and abilities and the programme the employee is undertaking.

Advancement within the broadband

  1. Health Entry Level employees are required to undertake a programme/course of training determined by the Secretary.
  2. On satisfactory completion of the programme/course of training the employees will be advanced through the soft barriers within the Health Entry Level broadband as set out in their Letter of Offer.
  3. Advancement is not automatic and is subject to:
    1. sufficient work being available at the higher classification level; and
    2. the employee having gained the necessary skill and proficiencies to perform the more complex work; and
    3. Satisfactory performance.

During the life of this Agreement the Secretary may include other entry level local titles to this broadband.

Legal 1 – Determination of salary

  1. On promotion, advancement, movement or engagement to a Legal 1, an employee will be paid at the minimum increment point unless:
    1. the Secretary determines otherwise, or
    2. on engagement the employee has been admitted as a practitioner of the High Court or the Supreme Court of a State or Territory, and
      1. the employee has served under articles of clerkship for a period of not less than one year, or
      2. before being so admitted, the employee successfully completed a course of training in the Legal Workshop conducted by the Faculty of Law at the Australian National University or a comparable course in Australia, or
      3. the employee has gained experience which, in the opinion of the Secretary, is equivalent to the experience of a person who has satisfied (i) or (ii).

Superannuation

Employer Superannuation Contributions

  1. An employee will receive compulsory employer superannuation contributions as required by the applicable legislation and fund requirements. The salary for superannuation purposes for PSSap members will be calculated based on the employee’s ordinary time earnings (OTE).

Superannuation choice

  1. Where an employee has chosen an accumulation superannuation fund, other than PSSap, the employer contribution will be 15.4% of the OTE. This will not be reduced by any other contributions made through salary sacrifice arrangements or during period of paid parental leave (however described). This clause does not apply where a superannuation fund cannot accept employer superannuation contributions (e.g. unable to accept contributions for people aged over 75).
  2. For the purposes of this clause, OTE is the salary paid for an employee’s regular hours of work, not including overtime. It includes over-award payments, shift allowances, commissions and paid leave up to the maximum contributions base for the quarter. For the purpose of this Agreement, where salary sacrifice arrangements are in place or the employee is on paid maternity, adoption or foster leave, employer contributions will be paid as if those arrangements had not been entered into.
  3. Employer superannuation contributions will not be paid on behalf of employees during periods of unpaid leave not to count as service, unless otherwise required under legislation.
  4. The Secretary may choose to limit superannuation choice to complying superannuation funds that allow an employee and/or employer contributions to be paid through fortnightly electronic funds transfer using a file generated by the department’s payroll system.

Treatment of allowances

  1. A table indicating the treatment of allowances for superannuation purposes is at Attachment B.

Salary packaging

  1. Employees may access salary packaging, and may package up to one hundred per cent of salary. Where an employee takes up the option of salary packaging, the employee's salary for purposes of superannuation, severance and termination payments, and any other purposes, will be determined as if the salary packaging arrangement had not occurred.
  2. Any fringe benefits tax incurred by individual employees as a result of salary packaging arrangements will be met by the individual employee on a salary sacrifice basis.

Further information on salary packaging is available in the Salary Packaging policy.