Based on your current level within the existing award structure, your position would be classified as Band 4 under the proposed DHHS General Stream Model.

Read the classification descriptor for a DHHS Band 4 position

The following table shows how your current level and increment translates to a new level within DHHS Band 4. For example, if you are an admin and clerical employee at level 6, increment 1 (shown in yellow below), you will be reclassified as the "B4-R2-A" level within Band 4 under the proposed General Stream model for DHHS employees .

For certain existing levels which fall between new levels (such as technical level 3 increment 1, which falls between the previous band and B4-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 4 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 (PDF)

Read the differences between General Stream bands

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Classification descriptor

Focus

Work requiring the evaluation/co-ordination and/or integration of complex tasks within a defined field of activities for a work unit within a function or program area.

The work includes one or more components of planning, organising, directing, controlling or co-ordinating resources and related activities.

The work includes one or more components of research, analysis, investigation, evaluation and providing options and recommendations.

Interprets and modifies guidelines, systems and processes to ensure conformity with specified outcomes and/or to provide alternative approaches to resolve operational problems.

Makes decisions on the proposals and recommendations of lower level staff.

Context and framework

General direction is provided to achieve the required outcomes as operational guidelines, systems and processes are well understood.

Policies, rules and regulations provide a framework for decision-making in undertaking and integrating the relevant activities of the work area.

Flexibility, innovation and initiative expected in providing alternative solutions to complex operational issues within the area of activity.

Expertise

Knowledge and expertise consistent with qualifications recognised at Diploma and Advanced Diploma or equivalent level.

Well developed knowledge and expertise in the application of policies, rules and regulations to guidelines, systems and processes.

Trade work requires specialised knowledge and expertise to provide solutions to complicated, difficult, intricate and unrelated problems with existing infrastructure, equipment, systems and processes.

Well developed expertise in managing and applying information and specialised knowledge to the range of related activities of the work area.

Develops expertise in controlling and managing allocated resources

Interpersonal Skills

Highly regarded communication and interpersonal skills. This involves instructing, guiding and mentoring less experienced staff and making decisions on operational performance and activities.

Work at this level may involve a supervisory role.

Informs, guides and gains the acceptance of others regarding the practices, systems and processes required to achieve program and service delivery outcomes.

Interprets and explains complex operational procedures and provides advice and detailed information to clients, stakeholders and members of the public.

Judgement

Exercises judgement in applying policies, rules and regulations to practices, methods, systems and processes.

Applies specialised expertise to resolve complex operational issues with existing systems, procedures, infrastructure and equipment.

Compiles, analyses and evaluates complex and unrelated information to maintain and modify operational performance and service delivery.

Influence of outcomes

The work has a significant influence on service delivery performance and outcomes for the work unit.

Uses specialised expertise to advise, develop and recommend alternative approaches to achieve the work unit’s objectives.

Instruction, guidance and mentoring have a significant influence on the development of less experienced staff.

Responsibility for outcomes

Responsible for ensuring guidelines, systems and processes are applied appropriately to integrate related activities to meet specified objectives.

Responsible for providing options and recommendations to resolve complex operational issues and/or improve operational effectiveness.

Where supervision is involved, responsible for ensuring advice, recommendations and decisions provide an appropriate operating framework to deliver required service and program outcomes.