Based on your current level within the existing award structure, your position would be classified as Band 5 under the proposed DHHS General Stream Model.

Read the classification descriptor for a DHHS Band 5 position

The following table shows how your current level and increment translates to a new level within DHHS Band 5. For example, if you are an admin and clerical employee at level 7, increment 3 (shown in yellow below), you will be reclassified as the "B5-R1-1" level within Band 5 under the proposed General Stream model for DHHS employees .

For certain existing levels which fall between new levels (such as admin and clerical level 7 increment 1, which falls between the previous band and B5-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 all DHHS General Stream bands 1 - 8

Read the differences between General Stream bands

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Classification descriptor

Focus

Work requiring the evaluation/co-ordination and/or integration of diverse and varied operational procedures and practices. 

The work requires detailed planning, organising, directing, controlling and co-ordinating of resources and related activities.

The work requires in-depth research, analysis, investigation and evaluation to develop and implement complex practices, systems and processes to meet difficult operational and service delivery requirements.

A specialist in a particular discipline provides definitive advice and expertise to support a range of complex activities.

Context and framework

Work is to apply highly specialised technical knowledge of a particular discipline to provide effective practical solutions in a complex operational environment.

Work is undertaken within established guidelines, systems and processes with limited guidance required in applying specialised expertise to complex and challenging activities.

Considerable independence in interpreting and evaluating the requirements and effectiveness of operational program and service delivery according to the decision-making framework and in providing solutions to meet service delivery requirements.

Independently establishes new operational guidelines and/or precedents within the area of expertise.

Expertise

Highly proficient and fully competent in the area of expertise with extensive skill in a specific discipline or in a particular field of activity.

In-depth knowledge and experience of the decision-making and operational framework, specific guidelines, systems and processes and their  effects on stakeholders, clients, other employees and members of the public.

Supervisory and specialist roles provide leadership, instruction and guidance in the specific discipline or area of expertise in implementing and modifying existing methods, systems, processes, infrastructure and equipment to resolve operational problems.

Interpersonal skills

Informs, guides and gains acceptance of others regarding the maintenance and modification of intricate and unrelated methods, systems and processes for effective service and program delivery outcomes.

Provides clear and definitive advice and recommendations for complex activities that are understood and accepted by others as resolving program and service delivery challenges.

Represents the organisation with the authority to negotiate outcomes that meet the specified requirements and objectives of the program or service delivery unit.

A supervisor mentors and evaluates the performance of less experienced staff.

Judgement

Exercises judgement, initiative and creativity in applying specialised expertise to meet complex operational challenges.

Makes informed decisions, recommendations and/or implements alternative methods of approach to provide operational solutions for program and service delivery requirements.

Identifies, assesses and responds to changes to guidelines, systems, methods and processes in applying appropriate solutions.

Influence of outcomes

The work provides significant high level specialised support in meeting the work area’s objectives.

The work influences the skill development and performance of less experienced employees.

The work influences the effective use of infrastructure, systems and processes and their modification in response to changes to operational procedures and the decision-making framework.

Responsibility for outcomes

Responsible for ensuring specialised expertise is effectively applied to provide program and service delivery outcomes consistent with the operational framework.

Responsible for providing leadership, instruction and guidance to less experienced employees in the specific discipline or area of expertise.