Based on your current level within the existing award structure, your position would be classified as Band 2 under the proposed DHHS General Stream Model.

Read the classification descriptor for a DHHS Band 2 position

The following table shows how your current level and increment translates to a new level within DHHS Band 2. For example, if you are an admin and clerical employee at level 3, increment 5 (shown in yellow below), you will be reclassified as the "B2-R1-4" level within Band 2 under the proposed General Stream model for DHHS employees .

For certain existing levels which fall between new levels (such as Aministrative and Clerical Level 3 Increment 1, which falls between the top level of the previous band and B2-R1-1), 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.

*Technical 2 and Operational 8 employees should refer to the Translation Table

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 the General Stream bands

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Classification descriptor

Focus

Work requiring the application of conventional non-trade/administrative practices methods and standards according to existing operational guidelines, systems and processes.

The work consists of multiple, diverse tasks to be performed to achieve specified outcomes.

The work provides routine advice, support and assistance to a work team.

Context and framework

Initially detailed instructions are provided on established techniques, methods, priorities and timeframes.

Consistent with increasing experience detailed instructions are limited to unusual requirements which do not have clear guidelines or precedents.

Some interpretation, modification or adjustment of accepted practices, methods or standards may be required to achieve specified outcomes.

Performance is assessed by task completion in meeting specified outcomes.

Expertise

Knowledge and expertise consistent with qualifications recognised at Certificate 3 or equivalent level.

Some conventional practices, methods and standards are known. As knowledge and experience is gained in understanding relevant systems and procedures independent management of work load increases.

Development and qualifications recognised as capable and competent in the discipline.

Interpersonal Skills

Receives instructions and guidance on work practices and processes and in meeting unusual requirements.

Actively participates in reviewing and explaining operational procedures and in providing information and liaising with clients, stakeholders and members of the public.

Displays good communication and interpersonal skills in gaining the co-operation of others and deals effectively with challenging behaviour.

Judgement

Increasingly required to exercise judgement in the choice of work methods, in prioritising tasks and in the application of skill in selecting the appropriate course of action.

Independent decision-making and initiative regarding the planning and completion of tasks and achievement of outcomes is expected to increase with experience.

Proposes alternative approaches in the work area.

Influence of outcomes

The work has a strong influence on the effective operation of the work unit including on client, stakeholder and public perception.

Maintains established standards, systems and procedures and proposes improvements to practices, methods and processes.

Responsibility for outcomes

Responsible for the satisfactory completion of tasks that are significant for the operational effectiveness of the work unit.

Responsible for ensuring work methods and processes meet required standards with the independence to modify or adapt existing approaches for more effective service delivery and client, stakeholder and public satisfaction.