Based on your current level within the existing award structure, your position would be classified as Band 1 under the proposed DHHS General Stream, Model.

Read the description of criteria for a DHHS Band 1 position

The following table shows how your current level and increment translates to a new level within DHHS Band 1. For example, if you are an admin and clerical employee at level 1, increment 3 (shown in yellow below), you will be reclassified as the "B1-R1-2" level within Band 1 under the proposed General Stream model for DHHS employees .

For certain existing levels which fall between new levels (such as technical level 1 increment 1, which falls between B1-R1-4 and B4-R2-1), the translation process takes that existing band to the higher of the two new levels it sits between (shown in blue below). The arrows in the salary columns show such increases.

*Salary Increases are effective on or after the first full pay period (ffpp) of the date indicated.

A salary progression point (the last number in the level number) was formerly known as an increment.  It is proposed to now only be available on the basis of demonstrated performance, rather than the current requirement of “…diligence, conduct and efficiency.”  The criteria for the performance assessment are being developed.

An Advanced Assessment Point (AAP) is a “soft barrier” to a higher salary range in a particular Band by demonstrating higher levels of competency and/or performance. Promotion is not required.  The AAPs in the proposed structure provide access to levels that require promotion under the current arrangements.

The criteria to satisfy progression beyond an AAP will be specific to the type of occupation at each particular classification level.  The criteria is being developed and is subject to discussions with agencies and unions.

Download the table for DHHS General Stream bands 1-8

Read the differences between General Stream bands

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Classification descriptor

Focus

Entry level work requiring the application of precise practices, methods and standards where the focus is on learning, developing and refining non-trade/trade/technical/administrative skills to apply within existing operational guidelines, systems and processes.

Routine task focussed work which initially is strictly limited in scope. Exposure to a wider range and complexity of tasks increases with knowledge and experience.

The scope of work assigned varies according to specific entry level qualifications, the nature of the role and experience.

Context and framework

Clear and detailed instructions on techniques, methods, priorities and timeframes are provided and work is performed under close supervision. Work is routinely reviewed and checked for task completion.

Expertise

Knowledge and expertise is consistent with entry level work and work with defined and limited functions. Qualifications and experience vary at this level and the work undertaken is consistent with that knowledge.

Knowledge and experience may be gained through relevant courses of study and/or competency assessment.

Salary progression through this level occurs consistent with recognised increases in qualifications and expertise.

Interpersonal skills

Receives instruction, advice and feedback relevant to gaining knowledge, applying skills and completing tasks.

Maintains open communication to learn and understand operational context and to improve efficiency and effectiveness.

Provides explanations of standard and routine processes and procedures to team members, clients and members of the public.

As expertise increases is expected to suggest improvement in the application of techniques, practices and methods, to provide feedback on instructions received and procedures to be followed and to assume more responsibility for how skills are applied and tasks are completed.

Judgement

Initially choices are limited to following clear and specific instructions according to existing standards.

As expertise develops increasing judgement is expected in selecting the most appropriate means of completing the task while deviations, problems or unfamiliar situations not covered by instructions would be referred to the supervisor.

Influence of outcomes

The influence of this work is limited to undertaking tasks that provide routine and standard information, support and assistance to the work team, clients and members of the public.

Contributes to team and client satisfaction by correct and appropriate use of skills.

Responsibility for outcomes

Responsible for the satisfactory completion of tasks consistent with learning and developing skills and applying them correctly in the operational context.

Responsible for appropriate use of tools, equipment and resources and for establishing co-operative relationships with team members, clients and members of the public.