Based on your current level within the existing award structure, your position would be classified as Band 3 under the proposed General Stream model.

Read the classification descriptor for a Band 3 position

The following table shows how your current level and increment translates to a new level within Band 3. For example, if you are an Administrative and Clerical employee, currently at level 4 increment 5 (shown in yellow below), you will be reclassified as the "B3-R1-4" level within Band 3 under the proposed General Stream model.

For certain existing levels which fall between new levels (such as Administrative and Clerical level 4 increment 1, which falls between the previous band and B3-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.

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

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

Download the table for General Stream bands 1-8 (PDF, 233KB)

Read the differences between General Stream bands

Progression

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.

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Classification descriptor

Focus

Work requiring qualified trade/technical or specialised administrative and clerical skills for the application and adjustment of conventional practices, methods and standards according to established guidelines, systems and processes.

The work consists of a trade/technical practitioner or specialised administrative and clerical focus on complex, multiple, diverse tasks to be performed to achieve specified outcomes. Tasks involve precise, intricate and unrelated methods and processes.

May assist a team leader to supervise less experienced staff engaged in performing similar less demanding tasks.

DHHS ONLY: May provide supervision of DHHS operational employees engaged in undertaking tasks in a defined operational area to support the delivery of patent/client services.

Context & Framework

General instructions are provided, other than for more complex and unusual requirements which do not have clear guidelines or precedents.

Interpretation, modification or adjustment of accepted practices, methods or standards is routinely required to achieve specified outcomes.

Uses initiative to resolve issues and satisfy client and stakeholder requirements.

Expertise

Knowledge and expertise consistent with qualifications recognised at Certificate 3 and 4 or equivalent level.

Trade/Technical practitioner or specialist administrative and clerical subject matter knowledge and experience in the application of practices, methods and standards to meet the requirements of the operational area.

Recognised trade/technical practitioner and specialised administrative and clerical skills in applying precise, intricate and unrelated practices and methods to resolve operational issues and to meet specified outcomes.

DHHS ONLY: Recognised supervisory skills in the delivery of DHHS operational client/patient support services.

Interpersonal Skills

Well developed interpersonal and communication skills.

A leadership role in reviewing and explaining operational procedures and in providing information to and liaison with clients, stakeholders and members of the public.

Assistance may be provided to a supervisor in reviewing and evaluating practices and standards and providing recommendations.

Effective instruction, guidance and feedback is provided to less qualified or experienced staff.

DHHS ONLY: DHHS support service operational supervision involves instruction and guidance in reviewing and evaluating practices and standards and providing recommendations.

Judgement

Exercises independent judgment in the practices, methods and standards to be applied, and the planning and timing required to complete complex, diverse tasks.

Creativity and initiative required to provide options, recommendations and solutions to satisfy non-standard requirements.

DHHS ONLY: DHHS support service operational supervision requires independent judgement in the practices, methods and standards to be applied and the planning and timing required to complete operational tasks.

Influence of outcomes

The work has a significant influence on the effective operation of the work unit including client, stakeholder and public perception regarding program or service delivery.

A trade/technical employee or specialist administrative or clerical employee proposes and develops options to modify practices, methods and approach to meet specified needs while maintaining quality standards.

Assists a supervisor regarding the development of less qualified or experienced staff.

DHHS ONLY: DHHS support service operational supervision has a considerable influence in the standard of services delivered.

Responsibility for outcomes

Responsible for maintaining practices, methods and standards and their modification as appropriate to provide satisfactory solutions for complex operational issues.

Responsible for maintaining quality control of outcomes.

Responsible for assisting a supervisor to ensure less qualified or experienced staff receive appropriate instruction, guidance, and performance feedback.