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

Read the classification descriptor for a Band 5 position

The following table shows how your current level and increment translates to a new level within Band 5. For example, if you are an Administrative and Clerical employee, currently 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 certain existing levels which fall between new levels (such as Administrative and Clerical level 7 increment 1, which falls between the previous band and B5-R1-B), 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 4 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 within a defined field 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.

Specialise work in a particular discipline provides authoritative advice and expertise to support a range of complex activities.

Context & Framework

Applies 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.

Establishes new operational guidelines and/or precedents within the area of expertise consistent with operational policy.

Expertise

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

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 specialised 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 and guides to gain the 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 authoritative advice and recommendations for complex activities that are understood and accepted by others as resolving program and service delivery challenges.

May represent 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 qualified or experienced staff.

Judgement

Exercises initiative, flexibility 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 specialised support in meeting the work area’s objectives.

Influences the skill development and performance of less experienced employees.

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 qualified or experienced employees in the specific discipline or area of expertise.