Find answers about this enterprise agreement

Q. Why is TAFE NSW proposing a Contemporary Classification Structure?

A. In December 2013, TAFE NSW and the unions recognised the need for a Contemporary Classification Structure and a Statement of Principles that the new structure should:

  • Replace the current numerous classifications with a single structure
  • Promote career progression opportunities
  • Be equitable for roles of the same value
  • Support employee mobility
  • Be underpinned by capability based classifications
  • Align employment conditions where practical and affordable
  • Recognise qualifications, skills and levels of expertise requirements.

Q. What does the structure look like?

The draft proposed new structure has 3 streams:

  • Business Support stream
  • Teaching and Learning Support stream
  • Library stream.

The Business Support stream and the Teaching and Learning Support stream will be across 10 levels (or grades) with 5 salary increments in each stream. The details of the Library stream are still to be negotiated.

Casual-only grades, i.e. Artist Models, Disability Support and Exam Supervisors will remain the same.

To see a copy of the proposed structure click here.

Q. How do I move from one level to the next in the new structure?

Just as you do now, to move from one classification or grade to another, you will need to apply for, and gain an advertised job at a higher level.

Q. How do the increments work?

In a similar way to what happens now for clerks. This decision is based on a performance/annual review meeting and other checks such as your sick leave. Your line manager will approve any progression to a higher increment within your level.

Q. How will new positions be evaluated?

When a new position is created, it will be evaluated against work level standards, or classification descriptors, in the Enterprise Agreement and the position will be given a level in the structure.

The draft Work Level Standards as presented by TAFE NSW as part of consultation have five factors that describe the value of work at each level. These are Accountability, Task complexity, Skill and knowledge, Breadth and Context.

The parties have agreed to use Mercer to undertake a review of these draft Work Level Standards, consult with the parties and make a recommendation to be considered for the final agreement.

Q. When will this new structure happen?

A. If the proposed agreement is implemented, there will be no immediate change for existing employees. The process will be managed through through recruitment into new positions, positions created to support new business opportunities and business reviews, using current agreed engagement and consultation processes.

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