Victorian Public Service Enterprise Agreement 2020

... 1 Fair Work Act 2009 s.185—Enterprise agreement The State of Victoria (AG2020/2580) VICTORIAN PUBLIC SERVICE ENTERPRISE AGREEMENT 2020 State and Territory government administration DEPUTY PRESIDENT GOSTENCNIK MELBOURNE, 2 OCTOBER 2020 Application for approval of the Victorian Public Service Enterprise Agreement 2020. [1] An application has been made for approval of an enterprise agreement known as the Victorian Public Service Enterprise...

....185—Enterprise agreement The State of Victoria (AG2020/2580) State and Territory government administration DEPUTY PRESIDENT GOSTENCNIK MELBOURNE, 2 OCTOBER 2020 Application for approval of the Victorian Public Service Enterprise Agreement 2020. [1] An application has been made for approval of an enterprise agreement known as the Victorian Public Service Enterprise Agreement 2020 (Agreement). The application was made pursuant to s.185 of...

...rnment administration DEPUTY PRESIDENT GOSTENCNIK MELBOURNE, 2 OCTOBER 2020 Application for approval of the . [1] An application has been made for approval of an enterprise agreement known as the Victorian Public Service Enterprise Agreement 2020 (Agreement). The application was made pursuant to s.185 of the Fair Work Act 2009 (Act). It has been made by the State of Victoria. The Agreement is a single enterprise agreement. [2] Supplementar...

... [2020] FWCA 5215 5 ANNEXURE A Victorian Public Service Enterprise Agreement 2020 AG2020/2580 The State of Victolia undertakes the following: 1. The definition of shift worler at d ause 45.2(a) of the Victorian Public Service Enterprise Agreement 2020 (Agreement) will apply for the purposes of the National Employment Standards, 2. A Shift Worler entitled to an additional week of annual leave who eleds to take that fifth week's...

...PAR'TM.&'(T OF PR£MJER. A.'D CABINET 1 T'RLUUR.Y PLACE, MELBOURNE 3002 Signature Jenny Ana Secretary Department of Education and Training 2 Treasurv Place, East Melbourne. Victoria, 3002 Victorian Public Service Enterprise Agreement 2020 AG2020/2580 The State of Victoria undertakes the following: 1. The definition of shift worker at clause 45.2(a) of the Victorian Public Service Enterprise Agreement 2020 (Agreement) will apply for th...

...of Education and Training 2 Treasurv Place, East Melbourne. Victoria, 3002 AG2020/2580 The State of Victoria undertakes the following: 1. The definition of shift worker at clause 45.2(a) of the Victorian Public Service Enterprise Agreement 2020 (Agreement) will apply for the purposes of the National Employment Standards, 2. A Shift Worker entitled to an additional week of annual leave who elects to take that fifth week's leave in lieu under...

... mcdermott UT and Cons Victorian Public Service Enterprise Agreement 2020 2 Table of Contents Section I – Core Terms and Conditions of Employment ................................................ 15 Part 1 Application and Operation of Agreement .......................................................... 15 Part 2 Flexible Work .........................................................................................................

... Victorian Public Service Enterprise Agreement 2020 3 Part 6 Hours of Work and Related Matters ................................................................... 81 Part 7 Leave of Absence and Public Holidays ............................................................... 92 29. Performance Development and Progression within a Value Range ............ 65 30. Salary Increases ......................................................

... Victorian Public Service Enterprise Agreement 2020 4 Part 8 Emergency Management ..................................................................................... 134 Part 9 Occupational Health and Safety ......................................................................... 144 Redeployment ............................................................................................ 150 Supported Wage System ...........

... Victorian Public Service Enterprise Agreement 2020 5 Science Adaptive Structure and Grade and Value Range Descriptors 193 Adaptive Structures .................................................................................. 199 Section II – Agency Specific Arrangements .................................................................... 201 Appendix 1 Department of Justice and Community Safety ...............................

... Victorian Public Service Enterprise Agreement 2020 6 ....................... 227 ......................................................................... 238 ............................................................... 241 . 243 ........................................................... 243 18. Shift Al1owances - Saturday and Sundays ....................................................... 226 19. Tim...

... Victorian Public Service Enterprise Agreement 2020 7 Appendix 2 Department of Education and Training ................................................ 250 .......................................... 250 Appendix 3 Environment Protection Authority Victoria ........................................ 252 ............................................................................................. 252 ............................

... Victorian Public Service Enterprise Agreement 2020 8 Part 4 Child Protection Practitioner Structure – Child Protection Practitioner Stream - Non-VPS Aligned Adaptive Structures and Classification Descriptors – Department of Health and Human Services .......................... 287 ................................................................................... 297 ...........................................................

... Victorian Public Service Enterprise Agreement 2020 9 .................................................................................................. 319 Appendix 6 Department of Environment, Land, Water and Planning ................. 327 .................................................................................................. 327 3. 4. 5. 6. 7. 8. 9. 10. 11. 12. 13. Part 2 14. 15. 1...

... Victorian Public Service Enterprise Agreement 2020 10 ................................................................................................................. 345 ............................................................................................................. 346 ..................................................................................... 350 3. 4. 5. 6. 7. 8. 9. 10. 11. ...

... Victorian Public Service Enterprise Agreement 2020 11 Appendix 7 Ministerial Transport Officers ............................................................... 351 Part 1 Ministerial Transport Officers ........................................................................... 351 Part 2 Non-VPS Aligned Adaptive Structure and Classification Descriptors – Ministerial Transport Officers .............................................

... Victorian Public Service Enterprise Agreement 2020 12 .................................................... 376 ..................................... 378 Appendix 9 Commercial Passenger Vehicles Victoria ............................................. 381 Appendix 10 Independent Broad-based Anti-corruption Commission ................. 383 ..................................................................................

... Victorian Public Service Enterprise Agreement 2020 13 Appendix 12 Office of the Governor .............................................................................. 398 Appendix 13 Victorian Commission for Gambling and Liquor Regulation ........... 403 Appendix 14 Game Management Authority ................................................................. 406 Appendix 15 Victorian Fisheries Authority ..........................

... Victorian Public Service Enterprise Agreement 2020 14 Part 2 Emergency Work .................................................................................................. 419 Part 3 Fisheries Officers Matters ................................................................................... 420 Part 4 Fisheries Officer Structure –VPS Aligned Adaptive Structures – Victorian Fisheries Authority ................................

... Victorian Public Service Enterprise Agreement 2020 15 Title This Agreement will be known as the Victorian Public Service Enterprise Agreement 2020. Definitions and interpretation In this document, unless the contrary intention appears: Accredited Representative of the Union means an officer or employee of the Union or a workplace delegate accredited by an authorised officer of the Union Agency means a Public Servic...

... 15 Title This Agreement will be known as the Victorian Public Service Enterprise Agreement 2020. Definitions and interpretation In this document, unless the contrary intention appears: Accredited Representative of the Union means an officer or employee of the Union or a workplace delegate accredited by an authorised officer of the Union Agency means a Public Service Body under the Public Administration Act 2004 (V...

...), or an office or authority for which an office holder has been designated to have the functions of a public service body head under that Act, or designated under another Act Agreement means the Victorian Public Service Enterprise Agreement 2020 Child unless otherwise defined means: (a) someone who is child of the Employee within the meaning of the Family Law Act 1975 (Cth), and (b) an adopted child or step-child of the person. It ...

... Victorian Public Service Enterprise Agreement 2020 16 (d) An Employee eligible to be a member of the Australian Nursing and Midwifery Federation or the CPSU who is employed as a nursing professional in a position requiring mandatory qualifications within the Maternal and Child Health Line (or any successor functional area); (e) A locally engaged Employee in an overseas office/work location. (f) A Principal Scientist, a Seni...

... Victorian Public Service Enterprise Agreement 2020 17 Services; Works Supervisor; Team Leader Support - Sprayline; Team Leader Sealing - Sprayline; Team Leader - Roads Services; Team Leader Construction – Road Services; Team Leader Road Barrier Maintenance and Repair; Team Leader Roads; Team Leader Incident Response Services; Team Leader Environmental, Roadside and Structures; Works Coordinator – Road Services; Specialist Plant...

... Victorian Public Service Enterprise Agreement 2020 18 (i) each will provide any proposals for change to the Agreement by 20 September 2023; and (ii) they will meet regularly to progress negotiations in good faith. Small working groups may be established to examine particular areas of disagreement; and (iii) the person/s responsible for negotiating will bring with them the necessary authority to finalise an agreement; and ...

... Victorian Public Service Enterprise Agreement 2020 19 (c) The VPS AMC will comprise representatives nominated by the CPSU and the Employer. The Parties may establish working groups to deal with particular matters. No Further Claims This Agreement is intended to set out, or set out processes for determining, all the terms and conditions of employment of the Employees which will be subject to the Agreement made under the F...

... Victorian Public Service Enterprise Agreement 2020 20 (vii) Parental Leave (Clause 55), and (viii) Surrogacy Leave (Clause 56). (b) A transitional arrangement may require the continued application of provisions in the Victorian Public Service Enterprise Agreement 2016 for a short period of time. The continued application of previous arrangements is set out in the relevant clause and will apply as a term of this Agreement for...

... Victorian Public Service Enterprise Agreement 2020 21 (c) the Gender Equality Act 2020 (Vic). These obligations apply to the Employer but do not form part of the Agreement. ...

... Victorian Public Service Enterprise Agreement 2020 22 Flexible Work The Parties are committed to providing a range of flexible working arrangements to give Employees a meaningful level of control over when, where and how work is accomplished. These reflect a genuine commitment to support both individual flexibility and business performance needs, while recognising that not all forms of flexibility will be suitable fo...

... Victorian Public Service Enterprise Agreement 2020 23 Individual Flexibility Arrangements An Employee and the Employer may enter into an individual flexibility arrangement pursuant to this clause in order to meet the genuine needs of both the Employee and the Employer. An individual flexibility arrangement must be genuinely agreed to by the Employee and Employer. An individual flexibility arrangement may vary the effect o...

... Victorian Public Service Enterprise Agreement 2020 24 (b) the Employee is a carer (within the meaning of the Carer Recognition Act 2010); or (c) the Employee has a disability; or (d) the Employee is 55 or older; or (e) the Employee is experiencing violence from a member of the Employee’s family; or (f) the Employee provides care or support to a member of the Employee’s Immediate Family, or a member of the Employee’s house...

... Victorian Public Service Enterprise Agreement 2020 25 (a) that the new working arrangements requested by the Employee would be too costly for the Employer; or (b) that there is no capacity to change the working arrangements of other Employees, or recruit new Employees, to accommodate the new working arrangements requested by the Employee; or (c) that it would be impractical to change the working arrangements of other Employ...

... Victorian Public Service Enterprise Agreement 2020 26 Implementation of Change Where the Employer has developed a proposal for major change likely to have a significant effect on Employees, such as a restructure of the workplace, the introduction of new technology or changes to existing work practices of Employees, the Employer will advise: (a) the relevant Employees and the relevant Union covered by this Agreement of t...

... Victorian Public Service Enterprise Agreement 2020 27 In accordance with this clause, the relevant Employees and the relevant Union covered by this Agreement may submit alternative proposals which will meet the indicated rationale and benefits of the proposal. (a) Such alternative proposals must be submitted in a timely manner so as not to lead to an unreasonable delay in the introduction of any contemplated change. (b) If ...

... Victorian Public Service Enterprise Agreement 2020 28 The Relevant Employees may appoint a representative for the purposes of the procedures in this clause. The Employer must recognise the representative appointed by a Relevant Employee(s) if: (a) a Relevant Employee appoints, or Relevant employees appoint, a representative, which may include CPSU, for the purposes of consultation; and (b) the Employee or Employees advis...

... Victorian Public Service Enterprise Agreement 2020 29 The Union may raise a dispute and be a party to a dispute in its own right or in a representative capacity for an Employee or group of Employees. A person covered by this Agreement may choose to be represented at any stage by a representative, including a Union representative or Employer’s organisation. Obligations (a) The parties to the dispute and their representati...

... Victorian Public Service Enterprise Agreement 2020 30 (i) is consistent with the rules of natural justice; and (ii) provides for mediation or conciliation of the dispute; and (iii) provides that the Employer will take into consideration any views on who should conduct the review; and (iv) is conducted with as little formality as a proper consideration of the dispute allows. (b) If the dispute is not settled through an int...

... Victorian Public Service Enterprise Agreement 2020 31 (a) If the dispute has not been settled when conciliation has been completed, a party to the dispute may request that the FWC proceed to determine the dispute by arbitration. (b) If a member of the FWC has exercised conciliation powers in relation to the dispute, the member must not exercise, or take part in the exercise of, arbitration powers in relation to the dispute if...

... Victorian Public Service Enterprise Agreement 2020 32 Mobility Principles The Parties agree to interpret and apply this Agreement consistently with the following principles aimed at promoting workforce mobility: (a) The work required of a modern career public service is not static but always changing, due to factors such as new government priorities, population growth, the pace and scale of technological advancement, c...

... Victorian Public Service Enterprise Agreement 2020 33 (i) A better approach to secondments, and enhanced promotion of and opportunities for secondments, job shares and other reprioritisation of skills to ensure the right expertise informs policy and strategy development, and (j) Building of specialist skills through targeted professional development in growing sectors, and (k) Development of communities of practice or netwo...

... Victorian Public Service Enterprise Agreement 2020 34 (c) to acknowledge Employees are committed to ensuring they can be responsively deployed to support changing government priorities, and (d) to encourage Employees to gain relevant, diverse and evolving skills and experience across the public service to support their capability and career development. The mobility payment in the tables below will be made as once off lump ...

... Victorian Public Service Enterprise Agreement 2020 35 Table 1: VPS Classification Grade Value Range 1 July 2020 1 July 2021 1 July 2022 1 July 2023 VPS 1 1.1 $642 $655 $668 $682 VPS 2 2.1 $757 $772 $788 $803 2.2 $851 $868 $886 $903 VPS 3 3.1 $963 $982 $1,002 $1,022 3.2 $1,056 $1,077 $1,099 $1,121 VPS 4 4.1 $1,222 $1,246 $1,271 $1,297 VPS 5 5.1 $1,373 $1,400 $1,428 $1,457 5.2 $1,503 $1,533 $1,564 $1,595 VPS 6 ...

... Victorian Public Service Enterprise Agreement 2020 36 Classification Grade VPS Value Range Payment (refer Table 1) Allied Health 2 VR 1 2.2 Allied Health 2 VR 2 3.1 Allied Health 2 VR 3 3.2 Allied Health 3 4.1 Allied Health 4 VR 1 5.1 Allied Health 4 V 2 5.2 Science Science A VR 1 2.2 Science A VR 2 3.1 Science A VR 3 3.2 Science B 4.1 Science C VR 1 5.1 Science C VR 2 5.2 Science D VR 1 6.1 Science D...

... Victorian Public Service Enterprise Agreement 2020 37 Classification Grade VPS Value Range Payment (refer Table 1) COG 2B – Senior Prison Officer/Industry Officer C2b S07 to S08 3.2 COG 3 – Prison Supervisor/Industry Supervisor C3 S01 to SO3 3.2 COG 3 – Prison Supervisor/Industry Supervisor C3 S04 to SO5 4.1 COG 4 – Operations Manager/Industry Manager C4 S01 to S05 4.1 COG 4 – Operations Manager/Industry Ma...

... Victorian Public Service Enterprise Agreement 2020 38 Classification Grade VPS Value Range Payment (refer Table 1) CCP Level 3 3.2 CCP Level 4 4.1 CPP Level 5 – VPS5.1 5.1 CPP Level 5 – VPS5.2 5.2 CPP Level 6 – VPS6.1 6.1 CPP Level 6 – VPS6.2 6.2 Fisheries Officer Fisheries Officer 1 - Trainee 2.1 Fisheries Officer 2 2.2 Fisheries Officer 3 VR 1 3.1 Fisheries Officer 3 VR 2 3.2 Senior Fisheries Officer 4.1 ...

... Victorian Public Service Enterprise Agreement 2020 39 Table 3: VPS Non-Aligned Classifications Classification Grade Equivalent VPS Value Range Payment (Table 1) Child Protection – Child Protection Practitioner Child Protection Practitioner CPP2.1 to 2.3 2.1 Child Protection Practitioner CPP2.4 to 2.7 2.2 Child Protection Practitioner CPP3.1 to 3.3 3.1 Child Protection Practitioner CPP3.4 to 3.6 3.2 Child Protect...

... Victorian Public Service Enterprise Agreement 2020 40 Grade Value Range 1 July 2020 1 July 2021 1 July 2022 1 July 2023 CYF2 $1,011 $1,031 $1,052 $1,073 CYF3 $1,169 $1,193 $1,217 $1,241 CYF4 $1,306 $1,332 $1,359 $1,386 CYF5 5.1 $1,373 $1,400 $1,428 $1,457 5.2 $1,503 $1,533 $1,564 $1,595 CYF6 6.1 $1,781 $1,817 $1,854 $1,891 6.2 $2,039 $2,080 $2,122 $2,165 Table 5: Forensic Officers Grade 1 July 2020 1 July ...

... Victorian Public Service Enterprise Agreement 2020 41 The Employer will give preference to ongoing forms of employment over casual and fixed term arrangements wherever possible. Use of Fixed Term Employment (a) The Employer will not use fixed term contract positions for the purpose of undermining the job security or conditions of full-time ongoing Employees. (b) In accordance with the principle set out in clause 17.3(a),...

... Victorian Public Service Enterprise Agreement 2020 42 affected Employees will refer the matter to the Employer. If the Parties cannot resolve the matter, it will be dealt with under clause 13 (Resolution of Disputes). Casual and Fixed Term Audit The Parties agree that over the life of the agreement they will: (a) continue and finalise the audit of the use of casual and fixed term employment in the VPS (casual and fixed ter...

... Victorian Public Service Enterprise Agreement 2020 43 (c) The Probationary Period of a New Employee is reduced by any period of continuous employment in the VPS, immediately preceding the commencement of employment, including any fixed term employment but not including casual employment. (d) Performance during probation If the Employer identifies conduct or performance issues during the probationary period, the Employer wi...

... Victorian Public Service Enterprise Agreement 2020 44 (i) the days in each fortnight the Employee will work; and (ii) the start and finish times on the days which the Employee will work; and (iii) the number of hours the Employee will work on each day they work; and (iv) agreed processes for the variation of hours of work. (d) Rostered hours agreed under clause 18.4(c) will be considered the Employee’s ordinary hours. U...

... Victorian Public Service Enterprise Agreement 2020 45 (a) Temporary change to usual place or places of work within a Work Area The Employer may change the usual place or places of work of an Employee within a Work Area by providing the Employee with at least 24 hours’ notice, or a lesser period if agreed. (b) Temporary change to usual place or places of work to a different Work Area (i) The Employer may change the usual...

... Victorian Public Service Enterprise Agreement 2020 46 Distance/Time Total notice period required For between 31-60mins of additional daily travel time or 60 kilometres additional daily distance or part thereof 4 weeks For over 61mins of additional daily travel time or over 90 kilometres additional daily distance or part thereof 5 weeks (c) Disturbance allowance The Employee is entitled to a once only allowanc...

... Victorian Public Service Enterprise Agreement 2020 47 If the Employer considers that it is reasonable and necessary for an Employee to move residence as a result of relocation from one work location to another, and the relocation arises from promotion or transfer as a result of an advertised vacancy, or redeployment, the Employee will be entitled to: (i) up to three days’ paid leave associated with the relocation; and (ii) r...

... Victorian Public Service Enterprise Agreement 2020 48 (d) In calculating any payment in lieu of notice, the Employer will use the salary an Employee would have received for the ordinary time they would have worked during the period of notice had their employment not been terminated. (e) The period of notice in this clause will not apply to dismissal for serious misconduct. Employee Resignation (a) Unless otherwise agreed ...

... Victorian Public Service Enterprise Agreement 2020 49 Costs of Employment Related Legal Proceedings If an Employee is required to attend or participate in a proceeding, hearing, examination, inquiry or investigative process on matters which arise from the performance of the Employee’s duties, the Employer must meet the Employee’s reasonable legal costs relating to the Employee’s appearance and legal representation in the ma...

... Victorian Public Service Enterprise Agreement 2020 50 Application (a) Subject to applicable Victorian and federal legislation, action taken by the Employer in relation to unsatisfactory work performance will be consistent with this clause. (b) This clause applies to all Employees except casual Employees and Employees subject to a probationary period of employment. Referred unsatisfactory work performance matters The Em...

... Victorian Public Service Enterprise Agreement 2020 51 Prior to commencing the formal unsatisfactory work performance process, the Employer must: (a) consider organisational or personal factors that play a role in the Employee’s unsatisfactory work performance and consider alternatives to the unsatisfactory work performance process to address the problem; and (b) have a reasonable expectation that the Employee is capable of m...

... Victorian Public Service Enterprise Agreement 2020 52 (d) The formal counselling record must indicate: (i) the standard expected of the Employee; and (ii) where and how the Employee is not meeting this standard; and (iii) the consequences if the Employee fails to improve their performance including that continued or repeated unsatisfactory work performance may result in termination of the Employee’s employment. (e) If the...

... Victorian Public Service Enterprise Agreement 2020 53 (e) If the Employer determines that the Employee has met the required standard of performance during the reasonable timeframe referred to in clause 24.10(b)(iv), the Employer will notify the Employee that: (i) the formal unsatisfactory work performance process has been completed; and (ii) no further action will be taken by the Employer unless the Employee engages in cont...

... Victorian Public Service Enterprise Agreement 2020 54 (f) A copy of this notification will be placed on the Employee’s personnel file. Determination of unsatisfactory work performance outcome (a) In the event that the Employee’s performance has not improved within the reasonable time period following the process set out in clauses 24.9 and 24.10 and on receipt by the Employee of the final written warning in accordance with ...

... Victorian Public Service Enterprise Agreement 2020 55 (d) manage the Employee’s performance in accordance with this clause 25 instead of clause 24 (Management of Unsatisfactory Work Performance) where the Employer determines that it would be more appropriate. Application (a) Subject to applicable Victorian and federal legislation, action taken by the Employer in relation to misconduct will be consistent with this clause. ...

... Victorian Public Service Enterprise Agreement 2020 56 (iv) allow the Employee the opportunity to provide details of any mitigating circumstances. (d) The Employer must take into account any reasonable explanation of any failure by the Employee to participate before making a decision under this clause 25. Directions (a) Where Employee misconduct is alleged, the Employer may do any of the following: (i) make an initial ass...

... Victorian Public Service Enterprise Agreement 2020 57 (ii) may proceed immediately to the determination of the misconduct clause 25.12 by advising the Employee of the proposed discipline outcome and giving the Employee a reasonable opportunity to respond to the findings in accordance with clause 25.11. Investigation of alleged misconduct (a) Where an investigation is required, the Employer will appoint a person to conduct ...

... Victorian Public Service Enterprise Agreement 2020 58 (a) The Employer will consider: (i) the findings of the investigator; and (ii) any recommendations as to the appropriate disciplinary outcome; and (iii) any response of the Employee (including any admission of misconduct under clause 25.9); and (iv) any prior disciplinary outcomes, and then determine the discipline outcome that is to apply to the Employee. The discip...

... Victorian Public Service Enterprise Agreement 2020 59 allegation has been dealt with in accordance with this clause, and may provide the Employee with other information as is reasonably practicable. Disputes (a) Any dispute arising under this clause may only be dealt with in accordance with clause 13 (Resolution of Disputes) when any of the following are placed on the Employee’s personnel file in accordance with this clause...

... Victorian Public Service Enterprise Agreement 2020 60 Application Classification and progression arrangements are set out in clauses 27 and 29 of this Agreement, subject to the following: (a) Clause 27 does not apply to Employees covered by Non-VPS Aligned Adaptive Structures (Child Protection Practitioner stream, Children, Youth and Families stream, Youth Justice Workers, Forensic Officers and Ministerial Transport O...

... Victorian Public Service Enterprise Agreement 2020 61 (e) Housing Services Officer (f) Housing Customer Services Officer (g) Court Registrar (h) Sheriff’s Officer (i) Community Corrections Practitioner (j) Fisheries Officer (k) Police Custody Officer Classifications are divided into Grades and Value Ranges. Employees will be employed within one of these Grades and Value Ranges based on work requirements in accor...

... Victorian Public Service Enterprise Agreement 2020 62 • Housing Services Officers • Housing Customer Services Officers, and • Science (ii) Qualification related Salary minimums in the table below apply for mandatory three and four-year degrees required by professions that are regulated by law (including professional registration). The relevant degree or diploma minimum rate applies if the Employer requires an Employee to ...

... Victorian Public Service Enterprise Agreement 2020 63 Gender Equality Gender Pay Equity Principles The provisions of this Agreement are to be interpreted consistently with the following gender pay equity principles: (a) Establishing equal pay for work of equal or comparable value: Equal or comparable value refers to work valued as equal in terms of skill, effort, responsibility and working conditions. This includes wor...

... Victorian Public Service Enterprise Agreement 2020 64 (vi) Availability and utilisation of terms, conditions and practices in the workplace relating to family violence leave, flexible working arrangements and working arrangements supporting Employees with family or caring responsibilities; or (vii) Gendered workplace segregation. (b) The Union and/or a class or group of Employees (Claimant/s) may seek resolution of a disp...

... Victorian Public Service Enterprise Agreement 2020 65 (vii) Must consider evidence that the Claim may not be isolated to the Employer subject to the Claim but may affect Employees from multiple VPS Employers or other public sector employers not covered by this Agreement; and (viii) May jointly deal with a Claim and any other dispute which has been referred to the Commissioner which relates to the same or similar systemic gende...

... Victorian Public Service Enterprise Agreement 2020 66 (b) The Performance development and progression arrangements outlined this clause, will operate for the Performance Cycle commencing 1 July 2020, with the following transitional arrangements: (i) Performance Development Plans agreed between 1 July 2020 and the commencement of this Agreement, prepared in accordance with the performance development and progression arrangeme...

... Victorian Public Service Enterprise Agreement 2020 67 (g) The performance development and review process has three formal stages: Table 11: Performance development and review process Stage Description Commencement of the Performance Cycle Employer and Employee agree a performance development plan outlining: • the agreed performance goals appropriate to the Employee’s role; and • the agreed learning and development g...

... Victorian Public Service Enterprise Agreement 2020 68 interaction between managers and Employees gives authority and integrity to the structure and its sustainability in the long term. (d) Setting Progression Criteria (i) VPS 1 to 4 Classified Employees For VPS Grades 1 to 4 (or equivalent), Progression Criteria will not be as onerous as those required for VPS 5 through VPS 7 (or equivalent). While VPS Grades 3 and 4 (o...

... Victorian Public Service Enterprise Agreement 2020 69 Eligibility requirements for Progression or a Top of Grade or Value Range Payment (a) Employees are eligible to be considered for a Progression or a Top of Grade or Value Range Payment unless any of the exclusions in clause 29.5(b) apply. (b) An Employee is not eligible to be considered for a Progression or Top of Grade or Value Range Payment in respect of a Performanc...

... Victorian Public Service Enterprise Agreement 2020 70 (c) An Employee who has been acting in a higher position for a period of less than twelve months at the end of the Performance Cycle, may be eligible to be considered for Progression or a Top of Grade or Value Range payment at their substantive Grade or Value Range, if they are not otherwise ineligible because of the operation of clause 29.5. Progression payments for Empl...

... Victorian Public Service Enterprise Agreement 2020 71 Operation of Progression Steps or Amounts or Top of Grade of Value Range Payment where progression is achieved (a) Other than as provided for in clause 29.9(b), progression will take effect backdated to 1 July following the completion of the Performance Cycle to which the progression relates. (b) For an Employee who: (i) has been ineligible to be considered for Progr...

... Victorian Public Service Enterprise Agreement 2020 72 (b) The Salary increases outlined in clause 30.1 are to apply to the salary ranges set out in clause 1 of Schedule C and the Non-VPS Aligned Classification Structures set out in the relevant part of Section II (Agency Specific Arrangements) of this Agreement. Increases to Salary caps for certain entitlements Where eligibility for any Employee entitlement is to be calcula...

... Victorian Public Service Enterprise Agreement 2020 73 or building society account nominated by the Employee. In exceptional circumstances, including significant delays in payment of salary, the Employer will make provision for off-line payments. Where a normal payday falls on a Public Holiday the direct credit to the Employee’s nominated account must be made no later than the last working day prior to the Public Holiday. ...

... Victorian Public Service Enterprise Agreement 2020 74 Table 13: First aid allowance Date of Effect Amount per Annum 1 March 2020 $647 1 March 2021 $660 1 March 2022 $673 1 March 2023 $686 (b) The Employer must reimburse any additional costs incurred by the Employee in obtaining and maintaining the first aid qualification. Higher duties allowance (a) When does higher duties allowance apply A higher duties allowan...

... Victorian Public Service Enterprise Agreement 2020 75 Table 14: Language allowance Date of Effect Language aide accreditation Paraprofessional interpreter accreditation Interpreter accreditation or higher 20 March 2020 $1,114 $1,534 $2,091 1 December 2020 $1,128 $1,553 $2,117 1 September 2021 $1,145 $1,576 $2,149 1 June 2022 $1,160 $1,596 $2,176 1 March 2023 $1,177 $1,620 $2,208 1 December 2023 $1,189 $1,6...

... Victorian Public Service Enterprise Agreement 2020 76 (ii) must be able to travel to their usual place or places of work within a reasonable time; and (iii) will, if required to be recalled to work, be provided by the Employer with appropriate transport or be reimbursed travel expenses in accordance with clause 36 (Reimbursement of Expenses) of this Agreement; and (iv) must be fit for duty. (e) The Employer must pay the fo...

... Victorian Public Service Enterprise Agreement 2020 77 Agency specific allowances Allowances applicable in: (a) the Department of Justice and Community Safety, are specified in Appendix 1; (b) the Department of Education and Training, are specified in Appendix 2; (c) the Environment Protection Authority, are specified in Appendix 3; (d) the Department of Health and Human Services, are specified in Appendix 4; (e) the De...

... Victorian Public Service Enterprise Agreement 2020 78 Allowable expenses Allowable expenses include: (a) travelling, accommodation, meals and other incidental expenses associated with an overnight absence from home or part day duties away from the normal work location; and (b) expenses incurred in using private mobile and home phones in accordance with clause 36.3; and (c) expenses incurred in using private vehicles in ...

... Victorian Public Service Enterprise Agreement 2020 79 The Employer will pay the Employee money owing under this clause in a manner to be agreed between the Employer and Employee as soon as practicable but not later than two pay periods after the Employee submits a claim. Upon request, the Employer will provide an advance for the expected costs associated with work related travel or any other exercise where an Employee is lik...

... Victorian Public Service Enterprise Agreement 2020 80 Superannuation fund Unless, to comply with superannuation legislation, the Employer is required to make the superannuation contributions provided for in clause 37.2 to another superannuation fund that is chosen by the Employee, the Employer must make the superannuation contributions provided for in clause 37.2 and pay the amount authorised under clauses 37.3(a) or 37.3(b)...

... Victorian Public Service Enterprise Agreement 2020 81 Hours of Work The ordinary hours of work for each Employee, except for casual or part-time Employees, will average 76 (exclusive of meal breaks), to be worked over an average of no more than ten days per fortnight. This clause does not apply to Shift Workers whose ordinary hours of work are set out in clause 39 (Shift Work). Spread of Hours (a) Flexible Arrange...

... Victorian Public Service Enterprise Agreement 2020 82 within a 24/7 operation but must include as part of a regular pattern or regular roster cycle: (i) a Saturday; or (ii) a Sunday; or (iii) a Public Holiday, or (iv) an afternoon/night shift. (b) The ordinary hours of work for Custodial Officers in the Custodial Structure may be up to 80 hours, averaged per fortnight over a roster cycle comprising: (i) 76 ordinary ho...

... Victorian Public Service Enterprise Agreement 2020 83 (i) Night shift for a part time Employee working less than a full-time shift means a period of duty rostered to commence on or after 10:00pm and before 8:00am. (j) Agency-specific rostering arrangements Rostering arrangements for Shift Workers employed in: (i) the Victorian Commission for Gambling and Liquor Regulation, are specified in clause 3 of Appendix 13; (ii) Ch...

... Victorian Public Service Enterprise Agreement 2020 84 Shift Period Allowance Overall rate (% of ordinary hourly rate) Afternoon Shift - Monday to Friday – For a part time employee working less than a full-time shift Commence on or after 6:00pm and before 10:00pm 15% 115% From 1 July 2020 Night shift – Monday to Friday - For a part time employee working less than a full-time shift Commence on or after 10...

... Victorian Public Service Enterprise Agreement 2020 85 (c) The shift allowances set out in this clause do not apply if an Employee receives shift allowances in accordance with clause 39.3. (d) For the purpose of computing shift allowances, a shift that finishes on the day after it commenced will be paid at the shift allowance applicable for the day upon which the majority of the Shift Work is worked. Where the hours worked are...

... Victorian Public Service Enterprise Agreement 2020 86 • either the Employee has not been provided with a ten hour rest period between the time of completion of one period of duty and the commencement of the next; or • the Employee has not been provided with a ten hour rest period within the preceding 24 hours from the time of the commencement of the stand-by duty. (b) The Employer must not make a deduction from normal salar...

... Victorian Public Service Enterprise Agreement 2020 87 (c) worked without the provision of a ten-hour rest break in accordance with clause 40.1 (Rest periods between periods of duty). Clause 41 does not apply to: (a) Employees in the Department of Jobs Precincts and Regions, who are covered by Appendix 5. Overtime arrangements for these Employees are detailed in Part 1 and Part 2 of Appendix 5; (b) Employees in the Depar...

... Victorian Public Service Enterprise Agreement 2020 88 (e) where overtime compensation is incorporated into total remuneration under this Agreement or a commuted overtime allowance is paid in accordance with a relevant Agency Specific Arrangement outlined in Section II of this Agreement. Overtime – Rates of payment (a) Where an Employee is paid for overtime work pursuant to clause 41.4 the following overtime rates will be pa...

... Victorian Public Service Enterprise Agreement 2020 89 (d) Upon termination for any reason, the Employee will be paid out any time in lieu accrued to their credit as if it were time worked. Overtime – minimum period (a) Employees must be paid (unless time in lieu is agreed) for a minimum of three hours when they are either recalled to duty or on stand-alone overtime. (b) An exception is Custodial Officers in Corrections Vic...

... Victorian Public Service Enterprise Agreement 2020 90 Date of Effect Overtime Meal Payment 1 March 2023 $22.95 1 December 2023 $23.15 (c) The overtime meal payment is not payable where the Employer provides a meal. Agency-specific Overtime Arrangements Agency-specific overtime arrangements in relation to: (a) The Sheriff’s Office in the Department of Justice and Community Safety, are specified at Appendix 1; (b) Res...

... Victorian Public Service Enterprise Agreement 2020 91 If there are insufficient expressions of interest from relevant Employees to give effect to the closedown period, the following process will be applied, in order: (a) the Employer may direct an Employee who has excessive annual leave (as defined in clause 45.6(b)(i)) to take annual leave during the closedown period; (b) the Employer may then direct an Employee with accr...

... Victorian Public Service Enterprise Agreement 2020 92 Leave of Absence – General Commuted Allowances – Payment during leave If commuted allowances apply pursuant to Section II, the following provisions will apply in relation to payment of such allowances during periods of leave: (a) Commuted stand-by allowances shall be paid during periods of long service leave, annual leave and during the first four weeks’ personal/ca...

... Victorian Public Service Enterprise Agreement 2020 93 Agency-specific arrangements Agency-specific arrangements in relation to: (a) the payment of commuted allowances during leave in the Sheriff’s Office in the Department of Justice and Community Safety, are specified at clause 12 of Appendix 1; (b) leave in the Department of Health and Human Services, are specified at clause 4 of Appendix 4. Annual Leave Entitlemen...

... Victorian Public Service Enterprise Agreement 2020 94 Payment whilst on annual leave (a) Subject to clause 45.4(b), each Employee who takes annual leave is entitled to be paid in addition to their salary the greater of the following two amounts for the period of the leave: (i) an annual leave allowance at the rate of 17.5 per cent of the Employee’s salary for the period of annual leave including leave credited under clause ...

... Victorian Public Service Enterprise Agreement 2020 95 directed to take or that the Employee has given notice of under clause 45.6(c)(ii); or • require the Employee to take any period of leave of less than one week; or • require the Employee to take any period of leave commencing less than eight weeks after the day the direction is given to the Employee; or • require the Employee to take any period of leave commencing more ...

... Victorian Public Service Enterprise Agreement 2020 96 (iii) The maximum amount of leave that an Employee can give notice of under this clause is: • four weeks’ leave in any 12 month period; or • five weeks’ leave in any 12 month period if the Employee is a Shift Worker who is entitled to an additional week of annual leave in accordance with clause 45.2(a). (iv) The Employer must grant the Employee paid annual leave in acc...

... Victorian Public Service Enterprise Agreement 2020 97 Purchased Leave An Employee may, with the agreement of the Employer, work less than 52 weeks per year. Access to this entitlement may only be granted on application from an Employee and cannot be required as a precondition for employment. An Employee can only make an application under this clause where the Employee does not have an excessive annual leave accrual (as de...

... Victorian Public Service Enterprise Agreement 2020 98 of other Employees are not unduly affected and that excessive overtime is not required to be performed by other Employees as a result of these arrangements. An Employee may revert to ordinary 52 week employment by giving the Employer no less than four weeks’ written notice. Where an Employee so reverts to 52 week employment, appropriate pro rata salary adjustments will be ...

... Victorian Public Service Enterprise Agreement 2020 99 (ii) When Boxing Day is a Sunday, an additional holiday will be observed on the next Tuesday. (c) New Year’s Day When New Year’s Day is a Saturday or a Sunday, an additional holiday will be observed on the next Monday. (d) Australia Day When Australia Day is a Saturday or a Sunday, a holiday in lieu will be observed on the next Monday. Melbourne Cup Day Substitutio...

... Victorian Public Service Enterprise Agreement 2020 100 Assistance Animal means an animal formally trained to assist a person with a disability to alleviate the effect of their disability. This includes (a) a guide dog for people with vision impairment, or (b) hearing dogs for people with hearing impairment, or (c) assistance dogs for people with a physical disability, or (d) medical alert animals that help people before an...

... Victorian Public Service Enterprise Agreement 2020 101 (e) Employees appointed for a fixed-term period will accrue on a pro-rata basis paid personal/carer’s leave according to length of their service. (f) Leave without pay will not count as service for personal/carer’s leave accrual purposes. (g) Unused paid personal/carer’s leave accumulates from year to year. (h) Accrued personal/carer’s leave will not be paid out on term...

... Victorian Public Service Enterprise Agreement 2020 102 (b) The Employee must provide notice in accordance with clause 51.8 and evidence in accordance with clause 51.9(a). Approval will not be unreasonably refused having regard to the Employer’s operational requirements, the needs of the Employee and the amount of notice provided by the Employee. (c) Attendance at routine medical appointments may, by agreement with the Employe...

... Victorian Public Service Enterprise Agreement 2020 103 • other relevant documentary evidence. (iii) Additional evidentiary requirements for an Assistance Animal • The Employer may require the Employee to provide appropriate documentary evidence that states the Assistance Animal is within the definition of an Assistance Animal at clause 51.1. • The form of evidence may include an accreditation certificate, proof of trainin...

... Victorian Public Service Enterprise Agreement 2020 104 Evidence to facilitate return to work If the Employee has been on personal leave for at least six weeks the Employer may request that the Employee obtain other documentary evidence from the Employee’s treating Registered Practitioner for the purposes of determining when the Employee can return to work and any reasonable adjustments that may be necessary in the workplace. ...

... Victorian Public Service Enterprise Agreement 2020 105 Casual Employees – Caring responsibilities (a) Casual Employees may be unavailable to attend work or may be required to leave work if they need to care for members of their Immediate Family, household or Assistance Animal who are sick and require care and support, or who require care due to an unexpected emergency, or the birth of a Child. (b) The Employer and a casual ...

... Victorian Public Service Enterprise Agreement 2020 106 (b) All personal information concerning family violence will be kept confidential in line with the Employer’s policies and relevant legislation. No information will be kept on an Employee’s personnel file without their express written permission. (c) No adverse action will be taken against an Employee if their attendance or performance at work suffers as a result of experi...

... Victorian Public Service Enterprise Agreement 2020 107 (v) any other appropriate measure including those available under existing provisions for family friendly and flexible work arrangements. (b) Any changes to an Employee’s role should be reviewed at agreed periods. When an Employee is no longer experiencing family violence, the terms and conditions of employment may revert back to the terms and conditions applicable to the ...

... Victorian Public Service Enterprise Agreement 2020 108 (b) An Employee may take compassionate leave for a particular permissible occasion if the leave is taken: (i) to spend time with the member of the Employee’s Immediate Family or household who has contracted or developed a personal illness or sustained a personal injury referred to in clause 54.1(a); or (ii) after the death of a member of the Employee’s Immediate Family o...

... Victorian Public Service Enterprise Agreement 2020 109 Parental Leave Application (a) Eligible Employees are entitled to parental leave under this clause if the leave is associated with: (i) the birth of a Child of the Employee, the Employee’s Spouse or the Employee’s legal surrogate or the placement of a Child with the Employee for adoption; and (ii) the Employee has or will have a responsibility for the care of the C...

... Victorian Public Service Enterprise Agreement 2020 110 (e) Secondary Caregiver means a person who has parental responsibility for the Child but is not the Primary Caregiver. (f) Spouse includes a de facto spouse, former spouse or former de facto spouse. The Employee’s de facto spouse means a person who lives with the Employee as husband, wife or same sex partner on a bona fide domestic basis, whether or not legally married t...

... Victorian Public Service Enterprise Agreement 2020 111 Paid leave Unpaid leave Total Pre-natal leave Pregnant employee 38 hours Spouse 7.6 hours Pre-adoption leave More than 3 months Continuous Service 2 days Permanent Care Leave More than 3 months Continuous Service 16 weeks Up to 36 weeks 52 weeks Less than 3 months Continuous Service 0 Up to 52 weeks 52 weeks Grandparent Leave G...

... Victorian Public Service Enterprise Agreement 2020 112 Parental Leave – Secondary Caregiver (a) An Eligible Employee who has, or will have, completed at least three months paid Continuous Service and who will be the Secondary Caregiver at the time of the birth or adoption of their Child, is entitled to up to 52 weeks parental leave, comprising: (i) 4 weeks paid parental leave; and (ii) 12 weeks Additional paid Secondary C...

... Victorian Public Service Enterprise Agreement 2020 113 (d) The Employer should be flexible enough to allow the Employee the ability to leave work and return on the same day. (e) Paid pre-natal leave is not available to casual Employees. Pre-adoption leave (a) An Employee seeking to adopt a Child is entitled to two days paid leave for the purpose of attending any compulsory interviews or examinations as are necessary as pa...

... Victorian Public Service Enterprise Agreement 2020 114 (i) continues to work within a six week period immediately prior to the expected date of birth of the Child; or (ii) is on paid leave under clause 55.14(b). (b) The Employer may require the Employee to start parental leave if the Employee: (i) does not give the Employer the requested certificate within seven days of the request; or (ii) gives the Employer a medical ...

... Victorian Public Service Enterprise Agreement 2020 115 Notice and evidence requirements (a) An Employee must give at least 10 weeks written notice of the intention to take parental leave, including the proposed start and end dates. At this time, the Employee must also provide a statutory declaration stating: (i) that the Employee will become either the Primary Caregiver or Secondary Caregiver of the Child, as appropriate; ...

... Victorian Public Service Enterprise Agreement 2020 116 Child, irrespective of when the Employee elects to use any paid entitlements they may have under this clause. Rules for taking parental leave entitlements (a) Parental leave is to be available to only one parent at a time, except parents may take up to eight weeks leave concurrently with each other, comprising any paid leave to which the Employee may be eligible for u...

... Victorian Public Service Enterprise Agreement 2020 117 (b) Keeping in touch days must be agreed and be in accordance with section 79A of the FW Act. Extending parental leave (a) Extending the period of parental leave where the initial period of parental leave is less than 52 weeks (i) An Employee, who is on an initial period of parental leave of less than 52 weeks under clause 55.4 or 55.5, may extend the period of their ...

... Victorian Public Service Enterprise Agreement 2020 118 (a) The calculation of weekly pay for paid parental leave purposes will be based on the Employee’s average number of ordinary hours over the past three years from the proposed commencement date of parental leave (Averaging Period). (b) Where an Employee has less than three years of service the Averaging Period will be their total period of service in the VPS. (c) The ca...

... Victorian Public Service Enterprise Agreement 2020 119 Returning to Work (a) Returning to work early (i) During the period of parental leave an Employee may return to work at any time as agreed between the Employer and the Employee, provided that time does not exceed four weeks from the recommencement date desired by the Employee. (ii) In the case of adoption, where the placement of an eligible Child with an Employee do...

... Victorian Public Service Enterprise Agreement 2020 120 Consultation and Communication during Parental Leave (a) Where an Employee is on parental leave and a definite decision has been made to introduce significant change at the workplace, the Employer shall take reasonable steps to: (i) make information available in relation to any significant effect the change will have on the status or responsibility level of the position...

... Victorian Public Service Enterprise Agreement 2020 121 Surrogacy Leave Entitlement to Leave An Employee (excluding a Casual Employee) who has completed at least three months paid Continuous Service, who enters into a formal surrogacy arrangement on or after 1 July 2020, which complies with Part 4 of the Assisted Reproductive Treatment Act 2008 (Vic), as the surrogate, is entitled to access the following leave entitlements:...

... Victorian Public Service Enterprise Agreement 2020 122 Special Surrogacy Leave (a) Where the pregnancy of an Employee not then on parental leave terminates other than by the birth of a living child, the Employee may take leave for such periods as a registered medical practitioner certifies as necessary, as follows: (i) where the pregnancy terminates during the first 20 weeks, during the certified period/s the Employee is en...

... Victorian Public Service Enterprise Agreement 2020 123 (a) Foster Caring, which is the temporary care of a child of up to 18 years of age on a short-term basis by an Employee who is an accredited foster carer. (b) Kinship Care, which is temporary care provided by an Employee who is a relative or a member of the child's social network when the child cannot live with their parents. (c) Aboriginal Kinship Care, which is tempor...

... Victorian Public Service Enterprise Agreement 2020 124 (c) Essential gender affirmation procedures may include: (i) medical or psychological appointments, or (ii) hormonal appointments, or (iii) surgery and associated appointments, or (iv) appointments to alter the Employee’s legal status or amend the Employee’s gender on legal documentation, or (v) any other similar necessary appointment or procedure to give effect to t...

... Victorian Public Service Enterprise Agreement 2020 125 (c) in the case of an alcohol or drug addiction, a Registered Practitioner has certified that in their opinion the Employee is in need of assistance because of their misuse of alcohol or drugs and that the Employee is suitable for an approved rehabilitation program; or (d) in the case of problem gambling the Employee satisfies the eligibility criteria for entry into an ap...

... Victorian Public Service Enterprise Agreement 2020 126 Leave to attend Annual General Meetings of Aboriginal community organisations The Employer may grant an Employee of Aboriginal or Torres Strait Islander descent accrued annual or other leave to attend Annual General Meetings of Aboriginal community organisations at which the election of office bearers will occur. Ceremonial leave (a) Ceremonial leave will be granted ...

... Victorian Public Service Enterprise Agreement 2020 127 (b) Employees accrue long service leave based on the number of ordinary hours worked. Part-time Employees accrue long service leave on a pro rata basis. Casual Employees are entitled to accrue long service leave as provided for in this clause. (c) The basic entitlement for each 10 years’ full-time Continuous Employment is set out in the table below. Table 23: Long Serv...

... Victorian Public Service Enterprise Agreement 2020 128 (e) On return from leave, the Employee will revert to the time fraction they worked immediately prior to going on leave, unless otherwise agreed by the Employer and the Employee. Payment while on long service leave (a) While on long service leave the Employer will continue to pay the Employee using the same method and frequency as if the Employee was not on long service...

... Victorian Public Service Enterprise Agreement 2020 129 (iii) an absence from duty in excess of 12 months when the Employee was in receipt of weekly payments of compensation under the Workplace Injury Rehabilitation and Compensation Act 2013 (Vic) or any corresponding previous enactment; or (iv) a period of service which followed the date on which a pension under the State Superannuation Act 1988 (Vic) (or similar provision ap...

... Victorian Public Service Enterprise Agreement 2020 130 (e) Clauses 62.6and 62.7 apply to service in previous employment. Service with other employers that counts towards Continuous Employment (a) The following service will be recognised as Continuous Employment in the VPS for the purposes of long service leave: (i) any service with a State, Commonwealth or Territory of Australia Government Department or Public Service au...

... Victorian Public Service Enterprise Agreement 2020 131 Preservation of prior entitlement For Employees in employment prior to 9 May 2002, any more favourable provision relating to their previous entitlement to Defence Force leave is maintained. Jury Service An Employee required to attend for jury service under the Juries Act 2000 (Vic) is entitled to leave with pay for the period during which their attendance is required...

... Victorian Public Service Enterprise Agreement 2020 132 Voluntary Community Activities Leave An Employee is entitled to leave with pay of up to 10 days, per calendar year, to fulfil official functions during their term of office as an elected member of (a) a Local Government Council or (b) a committee of management of a not-for-profit community organisation which operates under a formal legal structure subject to applica...

... Victorian Public Service Enterprise Agreement 2020 133 The Employer may grant an Employee, the following leave entitlements: (a) paid leave to enable travel to and attendance of up to seven hours of classroom activity or related project work per week, and (b) up to five days paid leave per annum to: (i) prepare for and attend examinations associated with the course of study, or (ii) finish major project work required to c...

... Victorian Public Service Enterprise Agreement 2020 134 Review of Emergency Management Provisions The parties agree to establish a VPS Emergency Management Working Group within six months of the Agreement being approved by the Fair Work Commission, to ensure the following initiative is progressed over the life of the Agreement. The working group will comprise representatives nominated by the CPSU and the Employer. T...

... Victorian Public Service Enterprise Agreement 2020 135 (i) their Employer has entered into a formal arrangement to participate in the VPS ESW; and (ii) has the approval of their Employer to participate in the VPS ESW; and (iii) is performing emergency related work in a Control Centre in response to a declared emergency which is not part of an Employee’s ordinary duties or their Employers’ usual business operations and; (iv...

... Victorian Public Service Enterprise Agreement 2020 136 (f) a warlike act or act of terrorism, whether directed at Victoria or part of Victoria or at any other State or Territory of the Commonwealth; and (g) a hi-jack, siege or riot; and (h) disruption to an essential service. Fit for Duty means that an Employee is medically approved to safely perform the duties of their Emergency work role. Shift Roster means a Shift Work...

... Victorian Public Service Enterprise Agreement 2020 137 (d) Employees shall be notified of the commencement of the Availability Roster at least four weeks in advance. (e) Once finalised, the Availability Roster may be amended following consultation and agreement with affected Employee/s. (f) Once the roster is activated, Employees will be paid all allowances (stand-by payment and other) until the cessation date of the roster....

... Victorian Public Service Enterprise Agreement 2020 138 (h) If an Employee is called on to perform VPS ESW duties at a control centre on any day that they are on stand-by, the Employee will be paid for all stand-by performed on that day which is not paid for under clause 72.15, in addition to their entitlements under clause 72.15. (i) If being on standby is part of the Employee’s normal Business as Usual role, clause 35.5(Stan...

... Victorian Public Service Enterprise Agreement 2020 139 Payment of Overtime Ceiling (a) An Employee who is in receipt of salary up to and including Grade 6 is eligible to receive payment for overtime and stand-by in respect to VPS ESW duties at a Control Centre. Payment for overtime worked will be subject to the maximum payment, based on the hourly rate of the annual salary of the lowest pay point within Grade 4. (b) If an ...

... Victorian Public Service Enterprise Agreement 2020 140 Employee has worked less than 38 ordinary hours in any Monday to Friday work period as a result of observing the break. (g) Emergency arrangements will be, as far as possible, organised such that rest breaks greater than 16 hours between shifts do not occur more than once in any Monday to Friday period. (h) Where an Employee, who is scheduled for a rest break but for op...

... Victorian Public Service Enterprise Agreement 2020 141 Functional Officer Roles Functional Member Roles EMV Duty Officer EMC Executive Officer SCC Room Manager (Tier 2 & 3) State Relief & Recovery Manager State Consequence Manager Functional Unit Leaders Executive Strategic Communications Functional Unit Members (unsupervised) Shift Planning Executive Support Strategic Communications (c) Annual Payment amo...

... Victorian Public Service Enterprise Agreement 2020 142 (a) A rest period of 2 full days (a minimum of 48 hours) is required between deployments comprising 7 consecutive days (including travel time) or comprising 4 consecutive nights (plus 2 days travel time). (b) Prior to returning to normal duties, where there has been a combination of normal duties and emergency duties of: (i) 7 consecutive days or more, but less than 10 d...

... Victorian Public Service Enterprise Agreement 2020 143 ...

... Victorian Public Service Enterprise Agreement 2020 144 Accident Make-Up Pay Where an Employee is absent from duty as a result of sustaining an injury in respect of which the Employee is entitled to weekly payments of compensation under the Workplace Injury Rehabilitation and Compensation Act 2013 (Vic), the Employee will, except where otherwise provided in clause 73.2 below, be entitled to accident make-up pay equivalent...

... Victorian Public Service Enterprise Agreement 2020 145 health and safety representatives, of management systems and procedures designed to, so far as is practicable to: (i) identify, assess and control workplace hazards; and (ii) reduce the incidence and cost of occupational injury and illness; and (iii) identify and appropriately manage work and work practices which impact on OH&S; and (iv) provide a rehabilitation syste...

... Victorian Public Service Enterprise Agreement 2020 146 Designated Work Groups (a) In each Agency the parties at the local level will review the Designated Work Groups (DWGs), and negotiate revised DWGs where appropriate through workplace Union/management consultative structures. (b) The parties at the central level will establish instructions for the conduct of the reviews of DWGs at the local level. (c) Unions will be no...

... Victorian Public Service Enterprise Agreement 2020 147 (b) Over the life of the agreement, the Parties commit to work towards a consistent, service wide approach to prevent and manage negative workplace behaviour, including by: (i) continuing and finalising the drafting of a common bullying policy to be implemented across the VPS. (ii) ensuring employee awareness of expected standards of behaviour, employee duties in respec...

... Victorian Public Service Enterprise Agreement 2020 148 Industrial Relations/Occupational Health and Safety Training In order to encourage co-operative workplace relations and facilitate the operation of this Agreement, an Employee who has been nominated by a Union and has been accepted by a training provider to attend a designated trade union training course may be granted up to five days leave on full pay in any one calenda...

... Victorian Public Service Enterprise Agreement 2020 149 (b) The Employer shall not injure a person in their employment, or alter the terms or conditions of employment of a person to their prejudice on the basis of their membership of or participation in the lawful activities of a Union, provided that where any such activities are undertaken during working hours, the Employee’s release has been approved. Approval will not be unre...

... Victorian Public Service Enterprise Agreement 2020 Schedule A 150 Redeployment The redeployment policy will be based on the following principles: 1. The redeployment of surplus Employees wherever practical and consistent with the application of merit; 2. Surplus Employees have priority to be placed in vacancies that occur within the VPS, unless the surplus Employee is determined to be unsuitable for appointment to that v...

... Victorian Public Service Enterprise Agreement 2020 Schedule B – Supported Wage System 151 Supported Wage System Supported Wage System This schedule deals with the calculation of minimum rates of pay which will apply to Employees who because of the effects of a disability are eligible for a supported wage under the terms of this Agreement. In the context of this clause, the following definitions will apply: (a) Suppo...

... Victorian Public Service Enterprise Agreement 2020 Schedule B – Supported Wage System 152 Supported wage rates (a) Supported wage rates must be calculated as a percentage of the minimum rate of pay prescribed by this Agreement for the class of work the person is performing according to the following table: Assessed capacity Percentage of prescribed Agreement rate 10%* 10% 20% 20% 30% 30% 40% 40% 50% 50% 60%...

... Victorian Public Service Enterprise Agreement 2020 Schedule B – Supported Wage System 153 The assessment of the applicable percentage should be subject to annual review or more frequent review on the basis of a reasonable request for such a review. The process of review must be in accordance with the procedures for assessing capacity under the supported wage system. Other terms and conditions of employment Where an asse...

... Victorian Public Service Enterprise Agreement 2020 Schedule C – VPS Salaries and Classification and Value Range Descriptors 154 VPS Salaries and Classification and Value Range Descriptors VPS Salaries Effective 20 March 2020 Grade Value Range Salary Ranges Progression amounts Min. Max. V P S O ff ic er 1 1.1 $48,623 $51,616 1.1.1 $48,623 1.1.2 $49,619 1.1.3 $50,617 1.1.4 $51,616 2 2.1 $53,...

... Victorian Public Service Enterprise Agreement 2020 Schedule C – VPS Salaries and Classification and Value Range Descriptors 155 Se n io r O ff ic er 5.2 $110,357 $120,838 6 6.1 $122,502 $143,219 $3,780 6.2 $143,220 $163,934 Se n io r T ec h n ic al Sp ec ia li st 7 7.1 $166,390 $186,355 $6,209 7.2 $186,359 $206,325 7.3 $206,325 $226,292 ...

... Victorian Public Service Enterprise Agreement 2020 Schedule C – VPS Salaries and Classification and Value Range Descriptors 156 Effective 1 December 2020 Grade Value Range Salary Ranges Progression amounts Min. Max. V P S O ff ic er 1 1.1 $49,231 $52,261 1.1.1 $49,231 1.1.2 $50,239 1.1.3 $51,250 1.1.4 $52,261 2 2.1 $53,946 $61,612 2.1.1 $53,946 2.1.2 $55,042 2.1.3 $56,136 2.1.4 $57,234 2...

... Victorian Public Service Enterprise Agreement 2020 Schedule C – VPS Salaries and Classification and Value Range Descriptors 157 Effective 1 September 2021 Grade Value Range Salary Ranges Progression amounts Min. Max. V P S O ff ic er 1 1.1 $49,969 $53,045 1.1.1 $49,969 1.1.2 $50,993 1.1.3 $52,019 1.1.4 $53,045 2 2.1 $54,755 $62,536 2.1.1 $54,755 2.1.2 $55,868 2.1.3 $56,978 2.1.4 $58,093 ...

... Victorian Public Service Enterprise Agreement 2020 Schedule C – VPS Salaries and Classification and Value Range Descriptors 158 Effective 1 June 2022 Grade Value Range Salary Ranges Progression amounts Min. Max. V P S O ff ic er 1 1.1 $50,594 $53,708 1.1.1 $50,594 1.1.2 $51,630 1.1.3 $52,669 1.1.4 $53,708 2 2.1 $55,439 $63,318 2.1.1 $55,439 2.1.2 $56,566 2.1.3 $57,690 2.1.4 $58,819 2.1.5...

... Victorian Public Service Enterprise Agreement 2020 Schedule C – VPS Salaries and Classification and Value Range Descriptors 159 Effective 1 March 2023 Grade Value Range Salary Ranges Progression amounts Min. Max. V P S O ff ic er 1 1.1 $51,353 $54,514 1.1.1 $51,353 1.1.2 $52,404 1.1.3 $53,459 1.1.4 $54,514 2 2.1 $56,271 $64,268 2.1.1 $56,271 2.1.2 $57,414 2.1.3 $58,555 2.1.4 $59,701 2.1....

... Victorian Public Service Enterprise Agreement 2020 Schedule C – VPS Salaries and Classification and Value Range Descriptors 160 Effective 1 December 2023 Grade Value Range Salary Ranges Progression amounts Min. Max. V P S O ff ic er 1 1.1 $51,867 $55,059 1.1.1 $51,867 1.1.2 $52,928 1.1.3 $53,994 1.1.4 $55,059 2 2.1 $56,834 $64,911 2.1.1 $56,834 2.1.2 $57,988 2.1.3 $59,141 2.1.4 $60,298 2...

... Victorian Public Service Enterprise Agreement 2020 Schedule D – Legal Officer Adaptive Structure 181 Legal Officer Adaptive Structure and Classification and Value Range Descriptors Legal Officer Adaptive Structure The Legal Officer Adaptive Structure is set out in the table below. The salary minimums referred to in this table are referenced against the VPS Structure set out in clause 1 of Schedule C. The Legal Grade an...

... Victorian Public Service Enterprise Agreement 2020 Schedule D – Legal Officer Adaptive Structure 182 Legal Grade and Value Range Descriptors Note: Legal Grade and Value Range Descriptors are to be read in conjunction with the VPS Grade and Value Range Descriptors with which they align. Table 29: Legal Grade and Value Range Descriptors Table 29.1: Legal Grade and Value Range Descriptors - Articled Clerk, Solicitor Leve...

... Victorian Public Service Enterprise Agreement 2020 Schedule D – Legal Officer Adaptive Structure 183 Table 29.1: Legal Grade and Value Range Descriptors - Articled Clerk, Solicitor Levels 1, 2 and 3 Legal Category Definition Articled Clerk Solicitor - Level 1 Solicitor-- Level 2 Solicitor – Level 3 VPS Grade Alignment VPS Grade 2 VR1 VPS Grade 2 VR2 Value Range 1 VPS Grade 3 VR1 Value Range 2 VPS Grade 3 VR2 VPS Gr...

... Victorian Public Service Enterprise Agreement 2020 Schedule D – Legal Officer Adaptive Structure 184 Table 29.1: Legal Grade and Value Range Descriptors - Articled Clerk, Solicitor Levels 1, 2 and 3 Legal Category Definition Articled Clerk Solicitor - Level 1 Solicitor-- Level 2 Solicitor – Level 3 VPS Grade Alignment VPS Grade 2 VR1 VPS Grade 2 VR2 Value Range 1 VPS Grade 3 VR1 Value Range 2 VPS Grade 3 VR2 VPS Gr...

... Victorian Public Service Enterprise Agreement 2020 Schedule D – Legal Officer Adaptive Structure 185 Table 29.1: Legal Grade and Value Range Descriptors - Articled Clerk, Solicitor Levels 1, 2 and 3 Legal Category Definition Articled Clerk Solicitor - Level 1 Solicitor-- Level 2 Solicitor – Level 3 VPS Grade Alignment VPS Grade 2 VR1 VPS Grade 2 VR2 Value Range 1 VPS Grade 3 VR1 Value Range 2 VPS Grade 3 VR2 VPS Gr...

... Victorian Public Service Enterprise Agreement 2020 Schedule D – Legal Officer Adaptive Structure 186 Table 29.1: Legal Grade and Value Range Descriptors - Articled Clerk, Solicitor Levels 1, 2 and 3 Legal Category Definition Articled Clerk Solicitor - Level 1 Solicitor-- Level 2 Solicitor – Level 3 VPS Grade Alignment VPS Grade 2 VR1 VPS Grade 2 VR2 Value Range 1 VPS Grade 3 VR1 Value Range 2 VPS Grade 3 VR2 VPS Gr...

... Victorian Public Service Enterprise Agreement 2020 Schedule D – Legal Officer Adaptive Structure 187 Table 29.2: Legal Grade and Value Range Descriptors - Senior Solicitor and Principal Solicitor Senior Solicitor Principal Solicitor VPS Grade Alignment VPS Grade 5 VR 1 VPS Grade 5 VR 2 VPS Grade 6 VR1 VPS Grade 6 VR2 Government and externally in the area of specialisation Appears in contested and indictable matters i...

... Victorian Public Service Enterprise Agreement 2020 Schedule D – Legal Officer Adaptive Structure 188 Table 29.2: Legal Grade and Value Range Descriptors - Senior Solicitor and Principal Solicitor Senior Solicitor Principal Solicitor VPS Grade Alignment VPS Grade 5 VR 1 VPS Grade 5 VR 2 VPS Grade 6 VR1 VPS Grade 6 VR2 Drafts moderately complex and/ or sensitive legislation Provides advice on legislative proposals with...

... Victorian Public Service Enterprise Agreement 2020 Schedule E – Allied Health Adaptive Structure 189 Allied Health Adaptive Structure and Classification and Value Range Descriptors Allied Health Adaptive Structure The Allied Health adaptive structure is set out in the table below. The salary minimums referred to in this table are referenced against the VPS Structure set out in clause 1 of Schedule C. The Speech Patholo...

... Victorian Public Service Enterprise Agreement 2020 Schedule E – Allied Health Adaptive Structure 190 Speech Pathologists, Social Workers, Psychologists/Guidance Officers and Related Professions (Allied Health) Grade and Value Range Descriptors Note. Allied Health Descriptors are to be read in conjunction with the VPS Grade and Value Range Descriptors with which they align. Table 31: Allied Health Descriptors Table 31.1...

... Victorian Public Service Enterprise Agreement 2020 Schedule E – Allied Health Adaptive Structure 191 Table 31.1: Speech Pathologists, Social Workers, Psychologists/Guidance Officers and Related Professions (Allied Health) Grade and Value Range Descriptors - Grades 1 and 2. Local Title Allied Health Grade 1 Local Title Allied Health Grade 2 VPS Grade Alignment VPS Grade 2VR 1 VPS Grade 2 VR 2 VPS Grade 3VR 1 VPS Grad...

... Victorian Public Service Enterprise Agreement 2020 Schedule E – Allied Health Adaptive Structure 192 Table 31.2: Speech Pathologists, Social Workers, Psychologists/Guidance Officers and Related Professions (Allied Health) Grade and Value Range Descriptors - Grades 3 and 4. Local Title Allied Health Grade 3 Local Title Allied Health Grade 4 VPS Grade Alignment VPS Grade 4 VPS Grade 5 VR1 VPS Grade 5 VR2 Undertakes...

... Victorian Public Service Enterprise Agreement 2020 Schedule F – Science Adaptive Structure 193 Science Adaptive Structure and Grade and Value Range Descriptors Science Adaptive Structure The Science Adaptive Structure is set out in the table below. The salary minimums referred to in this table are referenced against the VPS Structure set out in clause 1 of Schedule C. The Science Grade and Value Range Descriptors set o...

... Victorian Public Service Enterprise Agreement 2020 Schedule F – Science Adaptive Structure 194 Science Grade and Value Range Descriptors Note: The Science Grade and Value Range Descriptors are to be read in conjunction with the VPS Grade and Value Range Descriptors with which they align. The Science Descriptors set out work value statements to detail the work value characteristics of the science profession that are not capt...

... Victorian Public Service Enterprise Agreement 2020 Schedule F – Science Adaptive Structure 195 Table 33.1: Science Grade and Value Range Descriptors - Science A and B Science A Local title where applicable Science B Local title where applicable VPS Grade Alignment Value Range 1 VPS Grade 2 VR2 Value Range 2 VPS Grade 3 VR1 Value Range 3 VPS Grade 3 VR2 VPS Grade 4 but may include: • applied resea...

... Victorian Public Service Enterprise Agreement 2020 Schedule F – Science Adaptive Structure 196 Table 33.1: Science Grade and Value Range Descriptors - Science A and B Science A Local title where applicable Science B Local title where applicable VPS Grade Alignment Value Range 1 VPS Grade 2 VR2 Value Range 2 VPS Grade 3 VR1 Value Range 3 VPS Grade 3 VR2 VPS Grade 4 adopting of new on-ground practic...

... Victorian Public Service Enterprise Agreement 2020 Schedule F – Science Adaptive Structure 197 Table 33.2: Science Grade and Value Range Descriptors - Science C and D Science C Local title where applicable Science D Local title where applicable VPS Grade Alignment VPS Grade 5 VR 1 VPS Grade 5 VR 2 VPS Grade 6 VR1 VPS Grade 6 VR2 Grade Description May be: • A high-level specialist/researcher; or • A manager ...

... Victorian Public Service Enterprise Agreement 2020 Schedule F – Science Adaptive Structure 198 Table 33.2: Science Grade and Value Range Descriptors - Science C and D Science C Local title where applicable Science D Local title where applicable VPS Grade Alignment VPS Grade 5 VR 1 VPS Grade 5 VR 2 VPS Grade 6 VR1 VPS Grade 6 VR2 Makes original contribution to scientific knowledge May have own review articles pu...

... Victorian Public Service Enterprise Agreement 2020 Schedule G – VPS Aligned and VPS Non-Aligned Adaptive Structures 199 Adaptive Structures VPS Aligned Adaptive Classification Structures Consistent with clause 27.1 of the Agreement, where the nature and characteristics of the work meets the definition of an occupational category as set out in the table below, the positions and Employees will be classified in accordance...

... Victorian Public Service Enterprise Agreement 2020 Schedule G – VPS Aligned and VPS Non-Aligned Adaptive Structures 200 Occupational category Agreement Reference Forensic Officer Clauses 6 and 7 of Appendix 8 Ministerial Transport Officer Clause 12 of Appendix 7 * Note: The classification structures and descriptors applying to employees of the Department of Justice and Community Safety who are employed in either the Ch...

... Victorian Public Service Enterprise Agreement 2020 Section II 201 Agency Specific Arrangements Arrangements which apply to specific Agencies are at Appendix 1 to Appendix 16. Section II - Agency Specific Arrangements 1. ...

... Victorian Public Service Enterprise Agreement 2020 Appendix 1 – Department of Justice and Community Safety 202 Mental Health and Wellbeing The parties to this Agreement commit to working constructively and collaboratively with the goal of eliminating: (a) the presence of workplace triggers that may impact negatively on mental health and operational stress injuries; and (b) the stigma associated with issues relating...

... Victorian Public Service Enterprise Agreement 2020 Appendix 1 – Department of Justice and Community Safety 203 Where an Employee is required to exercise, groom and maintain a dog outside of the normal hours of duty, the Employee will be paid the commuted overtime allowance applicable to the Employee’s classification as prescribed in the following table: Table 36: Dog Handlers Allowance Classification Allowance Operations M...

... Victorian Public Service Enterprise Agreement 2020 Appendix 1 – Department of Justice and Community Safety 204 Prison Locksmith Supervisor Allowance Where an Employee holds the position of full-time Prison Locksmith Supervisor, the Employee will be paid an allowance of 10 per cent of their base salary. A part-time Employee is entitled to a pro-rata amount based on the part-time Employee’s hours of work. The allowance will be...

... Victorian Public Service Enterprise Agreement 2020 Appendix 1 – Department of Justice and Community Safety 205 SESG supervisors will be paid a fortnightly allowance calculated at 10% of the Employee’s base salary in recognition of the additional duties performed by these staff. (c) Roster flexibility following incidents (i) Management will facilitate suitable opportunities for staff to recuperate following major incidents. F...

... Victorian Public Service Enterprise Agreement 2020 Appendix 1 – Department of Justice and Community Safety 206 (d) All WNLP Employees will participate in the roster and will be available to perform the Overnight Support Function. (e) The Overnight Support Function will be flexibly allocated amongst WNLP Employees, in consultation with them. (f) It is anticipated the WNLP Employees will not be required to perform the Overnigh...

... Victorian Public Service Enterprise Agreement 2020 Appendix 1 – Department of Justice and Community Safety 207 Rest Period After Working During the Night Clause 40.1 of Section I of this Agreement will apply to WNLP Employees in relation to rest periods after the performance of duties whilst performing the Overnight Support Function. Annual and Substituted Leave (a) Clause 39.4 of Section I of this Agreement will apply to...

... Victorian Public Service Enterprise Agreement 2020 Appendix 1 – Department of Justice and Community Safety 208 (i) provide affected employees with written notice of the proposed changes. (ii) Written notice must be provided at least 14 days prior to implementing the changes. (iii) Employees may provide any objections or further information about the impact of the proposed changes to the Employer during this period. (d) ...

... Victorian Public Service Enterprise Agreement 2020 Appendix 1 – Department of Justice and Community Safety 209 the refusal, which should include the factors the Manager considered in arriving at their decision. Without limiting any rights or obligations in this Agreement, if an Employee believes that their application for flexible working arrangements has been unreasonably refused on the basis of the written reasons for the...

... Victorian Public Service Enterprise Agreement 2020 Appendix 1 – Department of Justice and Community Safety 210 (a) Alignment with VPS salary and progression steps/amounts; (b) Maintenance of a rank structure; (c) Custodial Officer work value descriptors; (d) Continuation of the pay differential between 76 hours and 80 hours per fortnight rosters; and (e) An annual allowance for members of the Emergency Response Group; ...

... Victorian Public Service Enterprise Agreement 2020 Appendix 1 – Department of Justice and Community Safety 211 Custodial Officers (COG) Structure VPS Grade Alignment (Note: salary rates relate to 76 hour fortnight) COG 3 Prison Supervisor/Industry Supervisor VPS salary point 3.2.3 to VPS salary point 4.1.2 COG 4 Operations Manager/Industry Manager VPS salary point 4.1.3 to top of VPS 5 Value Range 1 COG 5 Gener...

... Victorian Public Service Enterprise Agreement 2020 Appendix 1 – Department of Justice and Community Safety 212 Classification Grade Paypoint 1-Mar-20 1-Dec-20 1-Sep-21 1-Jun-22 1-Mar-23 1-Dec-23 Senior Prison Officer / Industry Officer C2bE02 $75,176 $76,116 $77,258 $78,224 $79,397 $80,191 C2bE03 $76,752 $77,711 $78,877 $79,863 $81,061 $81,872 C2bE04 $78,329 $79,308 $80,498 $81,504 $82,727 $83,554 C2bE05 $79,902 $8...

... Victorian Public Service Enterprise Agreement 2020 Appendix 1 – Department of Justice and Community Safety 213 Classification Grade Paypoint 1-Mar-20 1-Dec-20 1-Sep-21 1-Jun-22 1-Mar-23 1-Dec-23 C7-EU - Max $238,202 $241,180 $244,798 $247,858 $251,576 $254,092 Progression Amount $6,209 $6,287 $6,381 $6,461 $6,558 $6,624 Custodial Officer Classification Descriptors Table 43: Custodial Officer Classification Descriptors ...

... Victorian Public Service Enterprise Agreement 2020 Appendix 1 – Department of Justice and Community Safety 214 Table 43.1: Custodial Officer Classification Descriptors - Trainee Prison Officer; Prison Officer; Senior Prison Officer/Industry Officer; and Prison Supervisor/Industry Supervisor Trainee Prison Officer Prison Officer COG 2A Senior Prison Officer Industry Officer COG 2B Prison Supervisor Industry Superviso...

... Victorian Public Service Enterprise Agreement 2020 Appendix 1 – Department of Justice and Community Safety 215 Table 43.1: Custodial Officer Classification Descriptors - Trainee Prison Officer; Prison Officer; Senior Prison Officer/Industry Officer; and Prison Supervisor/Industry Supervisor Trainee Prison Officer Prison Officer COG 2A Senior Prison Officer Industry Officer COG 2B Prison Supervisor Industry Superviso...

... Victorian Public Service Enterprise Agreement 2020 Appendix 1 – Department of Justice and Community Safety 216 Table 43.1: Custodial Officer Classification Descriptors - Trainee Prison Officer; Prison Officer; Senior Prison Officer/Industry Officer; and Prison Supervisor/Industry Supervisor Trainee Prison Officer Prison Officer COG 2A Senior Prison Officer Industry Officer COG 2B Prison Supervisor Industry Superviso...

... Victorian Public Service Enterprise Agreement 2020 Appendix 1 – Department of Justice and Community Safety 217 Table 43.2: Custodial Officer Classification Descriptors - Operations Manager/Industry Manager; General Manager; and Senior General Manager Operations Manager Industry Manager COG 4 General Manager COG 5 Senior General Manager A COG 4 Officer additionally: 1. Manages the operations of a small location, ...

... Victorian Public Service Enterprise Agreement 2020 Appendix 1 – Department of Justice and Community Safety 218 Table 43.2: Custodial Officer Classification Descriptors - Operations Manager/Industry Manager; General Manager; and Senior General Manager Operations Manager Industry Manager COG 4 General Manager COG 5 Senior General Manager 11. Integrates activities across all units within the prison. 12. Develops pol...

... Victorian Public Service Enterprise Agreement 2020 Appendix 1 – Department of Justice and Community Safety 219 Table 43.2: Custodial Officer Classification Descriptors - Operations Manager/Industry Manager; General Manager; and Senior General Manager Operations Manager Industry Manager COG 4 General Manager COG 5 Senior General Manager operational problem solving. 22. Applies sound theoretical and practical expe...

... Victorian Public Service Enterprise Agreement 2020 Appendix 1 – Department of Justice and Community Safety 220 Table 43.2: Custodial Officer Classification Descriptors - Operations Manager/Industry Manager; General Manager; and Senior General Manager Operations Manager Industry Manager COG 4 General Manager COG 5 Senior General Manager prisoners outside the immediate work area. 33. Makes decisions in situations w...

... Victorian Public Service Enterprise Agreement 2020 Appendix 1 – Department of Justice and Community Safety 221 Table 43.2: Custodial Officer Classification Descriptors - Operations Manager/Industry Manager; General Manager; and Senior General Manager Operations Manager Industry Manager COG 4 General Manager COG 5 Senior General Manager advanced professional level. 43. Uses specialist knowledge within a confined ...

... Victorian Public Service Enterprise Agreement 2020 Appendix 1 – Department of Justice and Community Safety 222 Table 44: Community Corrections Practitioner (CCP) – VPS Aligned Adaptive Classification Structure Community Corrections Practitioners VPS Grade Alignment Community Corrections Practitioner Grade 1 (CPP1) VPS Grade 2, Value Range 2 Community Corrections Practitioner Grade 2 (CPP2) VPS Grade 3, Value Range 1 ...

... Victorian Public Service Enterprise Agreement 2020 Appendix 1 – Department of Justice and Community Safety 223 (c) The allowances payable under this clause compensates for the performance of up to two hours of unplanned overtime per week associated with Sheriff’s Officer’s duties and all other incidences of employment not covered elsewhere in this Agreement. (d) The allowances payable under this clause must be paid as part of...

... Victorian Public Service Enterprise Agreement 2020 Appendix 1 – Department of Justice and Community Safety 224 Review of process for maintaining accoutrements Sheriff’s Officers are required to carry certain prescribed weapons as part of their role. These must be maintained to a high standard to ensure they are in safe working order. In recognition of this, the department will conduct a review of the process by which Sheriff’...

... Victorian Public Service Enterprise Agreement 2020 Appendix 1 – Department of Justice and Community Safety 225 Table 45: Sheriff’s Officer Structure Sheriff’s Officer Structure VPS Grade Alignment Sheriff’s Officer Trainee VPS salary point 2.1.1. Sheriff’s Officer VPS salary point 2.2.1 to VPS salary point 2.2.7 Senior Sheriff’s Officer* VPS salary point 3.1.1 to the top of VPS 3.2 Supervisor VPS Grade 4 Regional M...

... Victorian Public Service Enterprise Agreement 2020 Appendix 1 – Department of Justice and Community Safety 226 Shift Allowances – Saturday and Sundays The Employer must pay a Shift Worker rostered to work ordinary hours on a Saturday or Sunday, excluding a Public Holiday, an allowance of 75 per cent of the ordinary hourly rate for each hour of ordinary duty performed. Time Recording Employees, who are required to, will r...

... Victorian Public Service Enterprise Agreement 2020 Appendix 1 – Department of Justice and Community Safety 227 An Employee is not required to sleepover outside the normal hours of duty except by mutual Agreement between the Employee and the Employer. A sleepover period must not commence before 10:00pm or extend beyond 7:00am. Where the Employer requires an Employee to sleep over in a client residential setting, the Employee...

... Victorian Public Service Enterprise Agreement 2020 Appendix 1 – Department of Justice and Community Safety 228 (c) The Department will provide the CPSU and Employees written notification of the implementation date of the Qualification (the Implementation Date) at least 28 days in advance. New Employees after the Implementation Date (a) All Employees commencing employment at the YJW Grade 1 level after the Implementation...

... Victorian Public Service Enterprise Agreement 2020 Appendix 1 – Department of Justice and Community Safety 229 Table 48: Salary adjustment for existing Employees after the Implementation Date Classification Pay Point Increase Once-off bonus payment pay point YJW 1.10 5 1 YJW 1.11 4 2 YJW 1.12 3 3 YJW 1.13 2 4 YJW 1.14 1 5 YJW 1.15 0 6 The salary adjustments set out in clauses 21.3 and 21.5(a) of this Appendix are...

... Victorian Public Service Enterprise Agreement 2020 Appendix 1 – Department of Justice and Community Safety 230 Youth Justice Worker (YJW) Structure YJW Pay Point 20-Mar-20 1-Dec-20 1-Seot-21 1-Jun-22 1-Mar-23 1-Dec-23 1.11 $64,094 $64,895 $65,868 $66,691 $67,691 $68,368 1.12 $65,177 $65,992 $66,982 $67,819 $68,836 $69,524 1.13 $66,256 $67,084 $68,090 $68,941 $69,975 $70,675 1.14 $67,340 $68,182 $69,205 $70,070 $...

... Victorian Public Service Enterprise Agreement 2020 Appendix 1 – Department of Justice and Community Safety 231 Youth Justice Worker (YJW) Structure YJW Pay Point 20-Mar-20 1-Dec-20 1-Seot-21 1-Jun-22 1-Mar-23 1-Dec-23 YOUTH JUSTICE WORKER GRADE 6 YJW 6 YJW 6.1 Base $122,502 $124,033 $125,893 $127,467 $129,379 $130,673 YJW 6.1 Max $143,219 $145,009 $147,184 $149,024 $151,259 $152,772 Progressio n amt ...

... Victorian Public Service Enterprise Agreement 2020 Appendix 1 – Department of Justice and Community Safety 232 Table 50: Youth Justice Custodial Career Structure Table 50.1: Youth Justice Custodial Career Structure Classifications and Standard Descriptors - Grades 1 to 4 Grade Descriptors Grade 1 Grade 2 Grade 3 Grade 4 General: Provides basic client care and support in both a community and /or institutional setting ...

... Victorian Public Service Enterprise Agreement 2020 Appendix 1 – Department of Justice and Community Safety 233 Table 50.1: Youth Justice Custodial Career Structure Classifications and Standard Descriptors - Grades 1 to 4 Grade Descriptors Grade 1 Grade 2 Grade 3 Grade 4 Selects and applies established procedures and local work practices Prioritises own work program with guidance from the supervisor Implement aspects of...

... Victorian Public Service Enterprise Agreement 2020 Appendix 1 – Department of Justice and Community Safety 234 Table 50.1: Youth Justice Custodial Career Structure Classifications and Standard Descriptors - Grades 1 to 4 Grade Descriptors Grade 1 Grade 2 Grade 3 Grade 4 Selects and applies a variety of work practices and techniques common to the work area Refers more complex problems to the supervisor for resolution Sel...

... Victorian Public Service Enterprise Agreement 2020 Appendix 1 – Department of Justice and Community Safety 235 Table 50.1: Youth Justice Custodial Career Structure Classifications and Standard Descriptors - Grades 1 to 4 Grade Descriptors Grade 1 Grade 2 Grade 3 Grade 4 Applies conflict resolution skills in dealing with challenging clients Knowledge and Proficiency Understands relevant procedures, practices, guidelines a...

... Victorian Public Service Enterprise Agreement 2020 Appendix 1 – Department of Justice and Community Safety 236 Table 50.2: Youth Justice Custodial Career Structure Classifications and Standard Descriptors - Grades 5 and 6 Grade Descriptors Grade 5 Grade 6 VR1 VR2 VR1 VR2 General: A senior regional program manager with a significant impact on program management and delivery Program Specific: Typically in Youth Justi...

... Victorian Public Service Enterprise Agreement 2020 Appendix 1 – Department of Justice and Community Safety 237 Table 50.2: Youth Justice Custodial Career Structure Classifications and Standard Descriptors - Grades 5 and 6 Grade Descriptors Grade 5 Grade 6 VR1 VR2 VR1 VR2 Knowledge and Proficiency The VPSG 5 Non Executive Career Structure Classification and Value Range Standard Descriptors apply The VPSG 6 Non Executive C...

... Victorian Public Service Enterprise Agreement 2020 Appendix 2 – Department of Education and Training 250 Definitions For the purpose of this Part 1 of Appendix 2: (a) “Employee or Employees” means an Employee of the Department of Education and Training who is employed within the Victorian Curriculum and Assessment Authority (VCAA). (b) “stand-by” is where an Employee, is not required to be on duty as part of their ...

... Victorian Public Service Enterprise Agreement 2020 Appendix 2 – Department of Education and Training 251 (b) any time worked that exceeds 1 hour is subject to the overtime provisions of the Agreement. The provisions that apply under this Part 1 of Appendix 2 operate in lieu of any entitlements: (a) under the stand-by and recall to work provisions of the Agreement; and (b) the overtime provisions of the Agreement, only to ...

... Victorian Public Service Enterprise Agreement 2020 Appendix 3 – Environment Protection Authority Victoria 252 Definitions In this Appendix: “Activated Stand-by” means Employees have agreed to be available on a stand-by roster after being activated in response to an incident as defined in clause 1 of this Appendix. “After-hours” means outside of the normal business and operating hours of EPA including public holida...

... Victorian Public Service Enterprise Agreement 2020 Appendix 3 – Environment Protection Authority Victoria 253 “Regularly Rostered Stand-by” means being rostered After-hours to be available if called upon to attend or support an Incident immediately. “Roster Period” means a consecutive seven (7) day or any other agreed period. General EPA provides response services to Incidents throughout Victoria. Such response services ...

... Victorian Public Service Enterprise Agreement 2020 Appendix 3 – Environment Protection Authority Victoria 254 (a) must be contactable by an agreed means of communication and must respond to the communication within a Reasonable Time; (b) must be available to take actions appropriate to the responsibilities and functions of the role, including being called out to attend an Incident or to return to their usual place of work, if...

... Victorian Public Service Enterprise Agreement 2020 Appendix 3 – Environment Protection Authority Victoria 255 Table 64: Public Holiday Stand-by Rates - EPA Date of effect Australia Day, Labour Day, Easter Saturday, Easter Sunday, Easter Monday, ANZAC Day, Queen’s Birthday, Grand Final Friday, Melbourne Cup Day, Boxing Day (or any day substituted for one of these holidays) or any other gazetted Victorian Public Holiday ...

... Victorian Public Service Enterprise Agreement 2020 Appendix 3 – Environment Protection Authority Victoria 256 Table 65: Field Response Officer Allowance (EPA) Date of effect Weekly Daily 20 March 2020 $658.20 $94.05 1 December 2020 $666.45 $95.20 1 September 2021 $676.45 $96.65 1 June 2022 $684.90 $97.85 1 March 2023 $695.15 $99.30 1 December 2023 $702.10 $100.30 Forecast Officer (FO) (a) The primary duty of th...

... Victorian Public Service Enterprise Agreement 2020 Appendix 3 – Environment Protection Authority Victoria 257 (b) An Employee rostered to perform the MSO function will be paid an allowance for being on stand-by After-hours during the Roster Period, including Saturday, Sunday and all public holidays, and undertaking all Initial Limited Responses following receipt of a communication which does not require the Employee to carry o...

... Victorian Public Service Enterprise Agreement 2020 Appendix 3 – Environment Protection Authority Victoria 258 Date of effect Weekly Daily 1 December 2023 $665.80 $95.10 Science Support Officer (SSO) (a) The primary duty of the SSO is to support the SO to coordinate and provide timely and expert science and engineering advice to support EPA’s responses to Incidents, including issuing alerts. The SSO may also be called upo...

... Victorian Public Service Enterprise Agreement 2020 Appendix 3 – Environment Protection Authority Victoria 259 (b) An Employee rostered to perform the SDO function will be paid an allowance for being on stand-by 24 hours per day during the Roster Period, including Saturday, Sunday and all public holidays, and undertaking all Initial Limited Response following receipt of a communication which does not require the Employee to car...

... Victorian Public Service Enterprise Agreement 2020 Appendix 3 – Environment Protection Authority Victoria 260 Date of effect Weekly Daily 1 June 2022 $531.40 $75.90 1 March 2023 $539.35 $77.05 1 December 2023 $544.75 $77.80 After-hours Roles Activated and On Emergency Stand-by Applied Science Officer (ASO) (Specific scientific, engineering and/or technical expertise as required – this is incident dependent) (a) An A...

... Victorian Public Service Enterprise Agreement 2020 Appendix 3 – Environment Protection Authority Victoria 261 (iii) a coordination centre. (b) The EMLO is empowered to commit, or to arrange the commitment of, agency resources in the response to an emergency, represents the interests of the agency and provides advice in relation to impacts and consequence management. (c) An Employee rostered to perform an EMLO function will b...

... Victorian Public Service Enterprise Agreement 2020 Appendix 3 – Environment Protection Authority Victoria 262 (c) If activated, After-hours, an Employee engaged in the ESO function will also be paid Overtime for the hours worked at the appropriate penalty rate. Incident Control (Agency Management) Team and Agency Command Support Officers (ASO and ESO) ASOs and ESOs perform activities in the ICT or AMT (agency command team) ...

... Victorian Public Service Enterprise Agreement 2020 Appendix 3 – Environment Protection Authority Victoria 263 IMT Role Level 3 Level 2 Level 1 Information Officer $3,121 N/A N/A Planning Officer $2,081 N/A N/A Logistics Officer $2,081 N/A N/A Situation Officer $2,081 N/A N/A Resources Officer $2,081 N/A N/A From 20 March 2022 IMT Role Level 3 Level 2 Level 1 Incident Controller $4,775 $3,184 N/A Operations Office...

... Victorian Public Service Enterprise Agreement 2020 Appendix 3 – Environment Protection Authority Victoria 264 IMT Role Level 3 Level 2 Level 1 Resources Officer $2,165 N/A N/A (ii) Payment will be made to an Employee as a lump sum upon verification in April of each year of their training currency, attendance at annual updates and availability to be deployed over the previous year. (iii) An Employee who is accredited in mor...

... Victorian Public Service Enterprise Agreement 2020 Appendix 3 – Environment Protection Authority Victoria 265 (b) An Employee rostered to perform the RAC function will be paid an allowance for being on stand-by, including Saturday, Sunday and all public holiday as follows: Table 77: Regional Agency Commander – Stand-by (EPA) Date of effect Night Rate Day/Night Rate 20 March 2020 $56.75 $113.50 1 December 2020 $57.45 $114....

... Victorian Public Service Enterprise Agreement 2020 Appendix 3 – Environment Protection Authority Victoria 266 Date of effect Night Rate Day/Night Rate 1 March 2023 $59.95 $119.85 1 December 2023 $60.55 $121.05 (c) If activated, during After-hours, the SAC will also be paid Overtime at the appropriate penalty rate for the hours rostered. Other Rates, Allowances and Terms Diving Allowance (a) An allowance will be paid...

... Victorian Public Service Enterprise Agreement 2020 Appendix 3 – Environment Protection Authority Victoria 267 Paid Overtime (a) For all stand-by roles, and unless otherwise specified in this Appendix, Overtime payments shall be in accordance with this clause. The Overtime rates of payment shall be in accordance with clause 41 of this Agreement. (b) For all follow up work required, following the Initial Limited Response to ...

... Victorian Public Service Enterprise Agreement 2020 Appendix 4 – Department of Health and Human Services 268 Annual Leave – Shift Workers – Additional Leave – Optional Payment The payment for eligible Shift Workers of the fifth week of annual leave is provided through clause 45.2(c), Section I of this Agreement (Annual Leave). Shift Allowances – Saturday and Sundays In the Department of Health and Human Services, th...

... Victorian Public Service Enterprise Agreement 2020 Appendix 4 – Department of Health and Human Services 269 below irrespective of the cancellation, deferral or subsequent notice that they do not need to attend at that time: Table 80: Court Allowance (DHHS) Date of effect Daily Allowance 20 March 2020 $56.15 1 December 2020 $56.85 1 September 2021 $57.70 1 June 2022 $58.40 1 March 2023 $59.30 1 December 2023 $59.85...

... Victorian Public Service Enterprise Agreement 2020 Appendix 4 – Department of Health and Human Services 270 Employee is not required to sleepover outside the normal hours of duty except by mutual agreement between the Employee and the Employer. (d) Payment of a sleepover allowance constitutes total compensation for any intermittent duty in connection with sleepover duty to a total of one hour’s duration. The Employer shall pa...

... Victorian Public Service Enterprise Agreement 2020 Appendix 4 – Department of Health and Human Services 271 Table 82: Rural After Hours Stand-by Date of effect Per night Per day/night 20 March 2020 $89.20 $134.10 1 December 2020 $90.35 $135.75 1 September 2021 $91.70 $137.80 1 June 2022 $92.85 $139.50 1 March 2023 $94.25 $141.60 1 December 2023 $95.15 $143.05 Payment of the stand-by/recall allowance in clause 9.1 ...

... Victorian Public Service Enterprise Agreement 2020 Appendix 4 – Department of Health and Human Services 272 (b) in the programs covered by the Children, Youth and Families stream – between completing a shift and commencing a further period of duty for which the Employee has expressly been recalled. Notwithstanding clause 10.1 above, the Employer may recall the Employee to return to duty before the expiration of the ten hour ...

... Victorian Public Service Enterprise Agreement 2020 Appendix 4 – Department of Health and Human Services 273 (b) in the programs covered by the Children, Youth and Families (CYF) stream in CYF Grade 1, CYF Grade 2, CYF Grade 3, CYF Grade 4 and CYF Grade 5 must be paid at the appropriate overtime rate specified in clause 41.6, Section I of this Agreement (Overtime) based on the Employee’s salary. At the end of each calendar ye...

... Victorian Public Service Enterprise Agreement 2020 Appendix 4 – Department of Health and Human Services 274 expertise in Child Protection/the programs covered by the CYF stream (as applicable) and to improve their knowledge, experience and competence. To undertake appropriate professional development to meet performance standards, Employees in the classifications listed above shall be entitled to up to 38 hours paid professi...

... Victorian Public Service Enterprise Agreement 2020 Appendix 4 – Department of Health and Human Services 275 Claims shall be paid on the basis of the Employee providing a valid receipt for the purchase of valid boots and clothing. Alternatively, arrangements may be made with suppliers to invoice the department for the supply of appropriate clothing to Employees. Child Protection Practitioner Structure – Children, Youth and...

... Victorian Public Service Enterprise Agreement 2020 Appendix 4 – Department of Health and Human Services 276 Children, Youth and Families (CYF) stream CYF Pay point 20-Mar-20 1-Dec-20 1Sept-21 1-Jun-22 1-Mar-23 1-Dec-23 Grade 1 CYF 1 1.4 $64,906 $65,717 $66,703 $67,537 $68,550 $69,236 1.5 $66,018 $66,843 $67,846 $68,694 $69,724 $70,421 Children Youth and Families Grade 2 CYF 2 2.1 $66,189 $67,016 $68,021 $...

... Victorian Public Service Enterprise Agreement 2020 Appendix 4 – Department of Health and Human Services 277 Children, Youth and Families (CYF) stream CYF Pay point 20-Mar-20 1-Dec-20 1Sept-21 1-Jun-22 1-Mar-23 1-Dec-23 CYF 6.2 Base $143,219 $145,009 $147,184 $149,024 $151,259 $152,772 CYF 6.2 Max $163,936 $165,985 $168,475 $170,581 $173,140 $174,871 Progression amt $3,780 $3,827 $3,884 $3,933 $3,992 $4,032...

... Victorian Public Service Enterprise Agreement 2020 Appendix 4 – Department of Health and Human Services 278 Child Protection Practitioner - Children, Youth & Families Stream – Classifications and Standard Descriptors Jobs in this structure support some of the department’s Youth Justice and Child Protection programs, as detailed below. Youth Justice and Child Protection form part of the same service delivery system in Victoria...

... Victorian Public Service Enterprise Agreement 2020 Appendix 4 – Department of Health and Human Services 279 • exercise guardianship on behalf of the Commonwealth for children and young people in the program; • assist children, young people and their carers to address their trauma and support needs. Family Information Networks and Discovery Employees in the Family Information Networks and Discovery: • release confidential Vi...

... Victorian Public Service Enterprise Agreement 2020 Appendix 4 – Department of Health and Human Services 280 application for a Permanent Care Order to the Children’s Court and supervise such orders as required. In the context of Adoption, Adoption and Permanent Care teams assess potential adoptive parents, make applications to the County Court under the Adoption Act 1984 (Vic), and provide support to children placed under this le...

... Victorian Public Service Enterprise Agreement 2020 Appendix 4 – Department of Health and Human Services 281 Table 84: Children, Youth and Families Stream Classifications and Standard Descriptors Table 84.1: Child Protection Practitioner Structure - Children, Youth and Families Stream (CYF) Classifications and Standard Descriptors - Grades 1 to 4 Grade Descriptors Grade 1 Grade 2 Grade 3 Grade 4 General: Provides basic ...

... Victorian Public Service Enterprise Agreement 2020 Appendix 4 – Department of Health and Human Services 282 Table 84.1: Child Protection Practitioner Structure - Children, Youth and Families Stream (CYF) Classifications and Standard Descriptors - Grades 1 to 4 Grade Descriptors Grade 1 Grade 2 Grade 3 Grade 4 Supervises client activities as defined by case plans Works as a caseworker involved in the care, support and sup...

... Victorian Public Service Enterprise Agreement 2020 Appendix 4 – Department of Health and Human Services 283 Table 84.1: Child Protection Practitioner Structure - Children, Youth and Families Stream (CYF) Classifications and Standard Descriptors - Grades 1 to 4 Grade Descriptors Grade 1 Grade 2 Grade 3 Grade 4 Brief case support aides as appropriate intervention strategies and client service delivery Innovation and Ori...

... Victorian Public Service Enterprise Agreement 2020 Appendix 4 – Department of Health and Human Services 284 Table 84.1: Child Protection Practitioner Structure - Children, Youth and Families Stream (CYF) Classifications and Standard Descriptors - Grades 1 to 4 Grade Descriptors Grade 1 Grade 2 Grade 3 Grade 4 Knowledge and Proficiency Understands and applies relevant procedures, practices, guidelines and legislation rela...

... Victorian Public Service Enterprise Agreement 2020 Appendix 4 – Department of Health and Human Services 285 Table 84.2: Child Protection Practitioner Structure: Children, Youth and Families Stream (CYF) Classifications and Standard Descriptors - Grades 5 and 6 Grade Descriptors Grade 5 Grade 6 VR1 VR2 VR1 VR2 Typically a unit manager or project manager in Child Protection programs, as listed above Typically a manager o...

... Victorian Public Service Enterprise Agreement 2020 Appendix 4 – Department of Health and Human Services 286 Table 84.2: Child Protection Practitioner Structure: Children, Youth and Families Stream (CYF) Classifications and Standard Descriptors - Grades 5 and 6 Grade Descriptors Grade 5 Grade 6 VR1 VR2 VR1 VR2 Accountability and Frameworks The VPSG 5 Non Executive Career Structure Classification and Value Range Standard...

... Victorian Public Service Enterprise Agreement 2020 Appendix 4 – Department of Health and Human Services 287 Child Protection Practitioner Structure – Child Protection Practitioner (CPP) Stream The following applies: (a) This stream covers program Employees including child protection intake, response, case management and case contracting, or their successors. (b) Progression within the CPP Grades 2 to 4 is through appl...

... Victorian Public Service Enterprise Agreement 2020 Appendix 4 – Department of Health and Human Services 288 Child Protection Practition er (CPP) Stream CPP Pay point 20-Mar-20 1-Dec-20 1-Sept-21 1-Jun-22 1-Mar-23 1-Dec-23 2.7 $68,421 $69,276 $70,315 $71,194 $72,262 $72,985 Child Protection Practition er Grade 3 CPP 3 3.1 $69,917 $70,791 $71,853 $72,751 $73,842 $74,580 3.2 Degree $72,915 $73,826 $74,933 $75...

... Victorian Public Service Enterprise Agreement 2020 Appendix 4 – Department of Health and Human Services 289 Child Protection Practitioner – Child Protection Stream – Classifications and Standard Descriptors Jobs in this structure support the Child Protection Program of the Department, excluding the child protection and youth justice programs detailed at clause 17 of this Appendix – (Children Youth and Families (CYF) stream). ...

... Victorian Public Service Enterprise Agreement 2020 Appendix 4 – Department of Health and Human Services 290 Within each of the regions the Child Protection program operates in four broad areas: 1. Intake – Employees provide advice, referral and accept reports (the majority by telephone) and determine the outcome of these reports 2. Response – Employees investigate those reports determined to require a protective investigation ...

... Victorian Public Service Enterprise Agreement 2020 Appendix 4 – Department of Health and Human Services 291 Table 86.1: Child Protection Practitioner Structure – Child Protection Practitioner Stream (CPP) – Classifications and Standard Descriptors Grade 2 Grade 3 Grade 4 Grade 5 Grade 6 Typically a case practice support worker in regional child protection a service delivery framework Typically a regional child protect...

... Victorian Public Service Enterprise Agreement 2020 Appendix 4 – Department of Health and Human Services 292 Table 86.1: Child Protection Practitioner Structure – Child Protection Practitioner Stream (CPP) – Classifications and Standard Descriptors Grade 2 Grade 3 Grade 4 Grade 5 Grade 6 Works under direction from supervisor Supervises client activities as defined by case plans Assesses the level of risk for clients an...

... Victorian Public Service Enterprise Agreement 2020 Appendix 4 – Department of Health and Human Services 293 Table 86.1: Child Protection Practitioner Structure – Child Protection Practitioner Stream (CPP) – Classifications and Standard Descriptors Grade 2 Grade 3 Grade 4 Grade 5 Grade 6 Manages sensitive, high risk cases Provides specialist professional supervision, education and advice including leadership and guidanc...

... Victorian Public Service Enterprise Agreement 2020 Appendix 4 – Department of Health and Human Services 294 Table 86.1: Child Protection Practitioner Structure – Child Protection Practitioner Stream (CPP) – Classifications and Standard Descriptors Grade 2 Grade 3 Grade 4 Grade 5 Grade 6 Accountability and Frameworks Provides direct client support and supervision services Maintains accurate client records of a limited ...

... Victorian Public Service Enterprise Agreement 2020 Appendix 4 – Department of Health and Human Services 295 Table 86.1: Child Protection Practitioner Structure – Child Protection Practitioner Stream (CPP) – Classifications and Standard Descriptors Grade 2 Grade 3 Grade 4 Grade 5 Grade 6 Takes initiative to recommend improved processes in immediate work area management systems and practices Explores new ideas in respo...

... Victorian Public Service Enterprise Agreement 2020 Appendix 4 – Department of Health and Human Services 296 Table 86.1: Child Protection Practitioner Structure – Child Protection Practitioner Stream (CPP) – Classifications and Standard Descriptors Grade 2 Grade 3 Grade 4 Grade 5 Grade 6 correspondence as required Prepares a range of routine correspondence to support statutory service delivery Liaises with other servic...

... Victorian Public Service Enterprise Agreement 2020 Appendix 4 – Department of Health and Human Services 297 Application In addition to the applicable clauses in Part 2 of this Appendix, Part 5 of this Appendix applies to Children Youth and Families Employees employed within the Secure Welfare Programs at Ascot Vale and Maribyrnong under the Children Youth and Families Stream of the Child Protection Practitioner Structure...

... Victorian Public Service Enterprise Agreement 2020 Appendix 4 – Department of Health and Human Services 298 Departmental managers may approve amounts above the ceilings where damaged clothing is being replaced in any year. Claims shall be paid on the basis of the Employee providing a valid receipt for the purchase of valid boots and clothing. Alternatively, arrangements may be made with suppliers to invoice the Employer for...

... Victorian Public Service Enterprise Agreement 2020 Appendix 4 – Department of Health and Human Services 299 The Housing Services Officer (HSO) and Housing Customer Services Officer (HCSO) Structures are set out in Table 87 and 88 below. The salaries referred to in this table are referenced against the VPS Structure set out in Schedule C. Table 87: Housing Services Officer and Housing Customer Services Officer Structure Hous...

... Victorian Public Service Enterprise Agreement 2020 Appendix 4 – Department of Health and Human Services 300 (a) Emergency Recall An Employee must be paid an allowance specified below per hour when required to be available for immediate recall to duty: Table 89: Emergency Recall - Housing Services Employees (DHHS) Date of effect Per hour 20 March 2020 $9.35 1 December 2020 $9.45 1 September 2021 $9.60 1 June 2022 $9....

... Victorian Public Service Enterprise Agreement 2020 Appendix 4 – Department of Health and Human Services 301 Employees must wear the protective clothing/safety footwear, as provided, when required to do so by the Employer. The Employer must ensure Employees are made aware of these provisions and ensure Employees wear the protective clothing when required. In normal circumstances the Employer is not responsible for replacing p...

... Victorian Public Service Enterprise Agreement 2020 Appendix 4 – Department of Health and Human Services 302 (d) Call recording (i) The use of call recording for Employee performance assessment will not occur without prior Agreement between the Employee, their union (the CPSU), clients, and the Employer (HCC). The HCC will record calls for use in service improvements and to clarify issues of dispute, which may occur relating t...

... Victorian Public Service Enterprise Agreement 2020 Appendix 4 – Department of Health and Human Services 303 (ii) A minimum of 2 Operators shall be on duty during each shift. (iii) Roster Changes will be made in accordance with clause 12, Section I of this Agreement. Housing Working Party A joint CPSU/DHHS Housing Working Party shall be established to review and provide recommendations on the appropriate working arrangeme...

... Victorian Public Service Enterprise Agreement 2020 Appendix 4 – Department of Health and Human Services 304 Housing Officer / Housing Customer Service Officer – Classification Descriptors The housing role is to provide needs based housing assistance, sustain tenancies, manage rental accounts and undertake inspections in relation to responsive and vacated maintenance. The key tasks include: • Interviewing clients and pr...

... Victorian Public Service Enterprise Agreement 2020 Appendix 4 – Department of Health and Human Services 305 Table 90: Housing Officer / Housing Customer Services Officer – Classification Descriptors Table 90.1: Housing Officer HSO level 1 HSO level 2 HSO level 3 A trainee Housing Services Officer with limited practical expertise or a worker in the housing call centre in a housing service officer type role. After 12 months...

... Victorian Public Service Enterprise Agreement 2020 Appendix 4 – Department of Health and Human Services 306 Table 90.1: Housing Officer HSO level 1 HSO level 2 HSO level 3 6. Administers debt management cases. 7. Refers clients to a range of external service providers. 8. Undertakes supervised home visits. Prepares detailed reports and briefs requiring in depth factual analysis. Supports, advocates and recommends ...

... Victorian Public Service Enterprise Agreement 2020 Appendix 4 – Department of Health and Human Services 307 Table 90.2: Housing Customer Services Officer Housing Call Centre HCSO Qualified Level 1 (Cert III) – VPSG 2.1 HCSO Qualified Level 2 (Cert IV) – VPSG 2.2 The housing call centre provides the key point of access and contact for housing tenants and housing contractors. The key tasks in the Housing Call Centre include:...

... Victorian Public Service Enterprise Agreement 2020 Appendix 4 – Department of Health and Human Services 308 Table 90.2: Housing Customer Services Officer Housing Call Centre HCSO Qualified Level 1 (Cert III) – VPSG 2.1 HCSO Qualified Level 2 (Cert IV) – VPSG 2.2 • Proficient in use of software and technical equipment and actions; • Understands and applies theoretical principals under supervision to achieve defined outcomes...

... Victorian Public Service Enterprise Agreement 2020 Appendix 5 – Department of Jobs, Precincts and Regions 310 Operation of this Appendix This Appendix provides the following specific arrangements: (a) Part 1 and Part 2 of this Appendix applies to Employees employed within the Agriculture Victoria (AV) Group within Department of Jobs, Precincts and Regions (DJPR), and other eligible Employees as specified. Applicati...

... Victorian Public Service Enterprise Agreement 2020 Appendix 5 – Department of Jobs, Precincts and Regions 311 Date of effect Amount per night Amount per day/night 1 March 2023 $58.80 $117.35 1 December 2023 $59.40 $118.50 An Employee who is required to return to work when on stand-by will be compensated for each hour or part hour worked, in accordance with the overtime provisions in clause 13 of this Appendix. An Emplo...

... Victorian Public Service Enterprise Agreement 2020 Appendix 5 – Department of Jobs, Precincts and Regions 312 Recall to Duty Where the Employer recalls an Employee to perform work the Employee will be paid for a minimum for 3 hours work in accordance with the overtime provisions in clause 13 (Overtime) of this Appendix. If work continues for more than the initial 3 hours, the Employee will be paid for the actual time wor...

... Victorian Public Service Enterprise Agreement 2020 Appendix 5 – Department of Jobs, Precincts and Regions 313 Ocean Going Allowance An Employee shall receive an allowance at the rates specified in the following table for every hour aboard a vessel outside the limits of the port of Port Phillip or any other recognised port: Table 94: Ocean Going Allowance (DJPR) Date of effect Per hour 20 March 2020 $6.10 1 December ...

... Victorian Public Service Enterprise Agreement 2020 Appendix 5 – Department of Jobs, Precincts and Regions 314 Date of effect Per day 1 December 2023 $34.40 An Employee who on any day is required to perform the work of a diving supervisor shall be paid an allowance at the rate specified in the following table for each day on which the dive supervisor duties are required to be performed: Table 96: Diving Supervisor Allowan...

... Victorian Public Service Enterprise Agreement 2020 Appendix 5 – Department of Jobs, Precincts and Regions 315 Date of effect Annual minimum Annual maximum 1 December 2020 $5,522.80 $12,886.30 1 September 2021 $5,605.65 $13,079.55 1 June 2022 $5,675.70 $13,243.05 1 March 2023 $5,760.85 $13,441.70 1 December 2023 $5,818.45 $13,576.15 The level of allowance to be paid within the ranges is determined by the following fac...

... Victorian Public Service Enterprise Agreement 2020 Appendix 5 – Department of Jobs, Precincts and Regions 316 Table 98: Remote Locations (DJPR) RATING NORTH WEST NORTH EAST GIPPSLAND (i) Highly Remote Walpeup Underbool Mitta Mitta Bendoc Dargo (ii) Remote Piangil Rainbow Sea Lake Speed Hopetoun Birchip Ouyen Edenhope Corryong Cann River Swifts Creek Mallacoota (b) The following allowanc...

... Victorian Public Service Enterprise Agreement 2020 Appendix 5 – Department of Jobs, Precincts and Regions 317 Date of effect With dependents (minimum) With dependents (maximum) Without dependents (minimum) Without Dependents (maximum) Attraction payments 1 December 2023 $3,491.95 $5,815.80 $2,328.10 $3,882.25 $1,941.85 (c) The categories of locations listed above are used for payment of the following allowa...

... Victorian Public Service Enterprise Agreement 2020 Appendix 5 – Department of Jobs, Precincts and Regions 318 (c) A maximum of 76 hours time in lieu may be accrued. (d) The taking of time off in lieu will be by mutual arrangement between the Employee and the Employer. (e) The Employee will be paid an amount equivalent to any accrued time in lieu at the cessation of employment for whatever reason the cessation occurs. (f) S...

... Victorian Public Service Enterprise Agreement 2020 Appendix 5 – Department of Jobs, Precincts and Regions 319 (g) All overtime worked on a Public Holiday will be paid at the rate of 250 per cent of the ordinary rate of pay subject to the maximum payment being based on the annual salary of the lowest pay point within Grade 4. (h) All overtime calculations will be rounded up to the next quarter of an hour. (i) Where the Emplo...

... Victorian Public Service Enterprise Agreement 2020 Appendix 5 – Department of Jobs, Precincts and Regions 320 Retention of classification An Employee will retain the classification upon which they are employed immediately prior to the outbreak of an emergency, provided that the Employer may for the purpose and during any period of emergency work operations specifically assign an Employee to another classification for which a...

... Victorian Public Service Enterprise Agreement 2020 Appendix 5 – Department of Jobs, Precincts and Regions 321 Meal interval Meal intervals will not exceed 30 minutes and will be counted as time worked. Monday to Friday payment All time worked on any Monday to Friday (including time worked prior to emergency work) will be paid for at the rate of ordinary time for the first 7.6 hours and at the rate of time and one half f...

... Victorian Public Service Enterprise Agreement 2020 Appendix 5 – Department of Jobs, Precincts and Regions 322 Date of effect Per hour Per hour – Undertaken fitness requirements 1 June 2022 $16.70 $19.60 1 March 2023 $16.95 $19.90 1 December 2023 $17.10 $20.10 Stand-by for Employees on Saturdays, Sundays and Public Holidays will mean an eight hour period between 10.00am and 6.00pm. Where the emergency conditions dictate...

... Victorian Public Service Enterprise Agreement 2020 Appendix 5 – Department of Jobs, Precincts and Regions 323 Date of effect Day/Night rate Night rate Day rate - Weekend 1 June 2022 $346.80 $125.15 $221.30 1 March 2023 $352.00 $127.05 $224.65 1 December 2023 $355.50 $128.30 $226.90 Callout An Employee recalled to perform work in or in connection with an emergency will be paid for a minimum for four (4) hour’s work a...

... Victorian Public Service Enterprise Agreement 2020 Appendix 5 – Department of Jobs, Precincts and Regions 324 Provided that an Employee who has been camped out for at least 3 nights will be entitled to a clear break of 12 hours. Provided further that this provision will not apply with respect to any emergency work commenced and completed between the hours of 7.00am and 5.00pm on the same day. The emergency response provis...

... Victorian Public Service Enterprise Agreement 2020 Appendix 5 – Department of Jobs, Precincts and Regions 325 Date of effect Per hour 1 June 2022 $14.40 1 March 2023 $14.65 1 December 2023 $14.80 Emergency Support Allowance Any Support Employees deployed from their office, depot or camp excluding travelling time as described in clause 25.1(b) (Travelling Time) of this Appendix, to perform duties will be paid an allow...

... Victorian Public Service Enterprise Agreement 2020 Appendix 5 – Department of Jobs, Precincts and Regions 326 Table 104: Incident Management Team Payments (DJPR) IMT Position Type 1 Type 2 Type 3 Incident Controller, State Controller, State Biosecurity Operations Manager Top Grade 3.1 Top Grade 4 Top Grade 5 Planning Top Grade 3.1 Base Grade 4 Mid Grade 5 Public Information Officer Top Grade 3.1 Base Grade 4 Mid Grade...

... Victorian Public Service Enterprise Agreement 2020 Appendix 6 – Department of Environment, Land, Water and Planning 327 Emergency Work The terms of this Part 1 apply in the circumstances of: (a) response to a bushfire, or (b) deployment to readiness for a bushfire, (c) planned burning when the status is Ignition Authorised, Ignition or Under Control 1 (d) response to an emergency where the Australian Integrated ...

... Victorian Public Service Enterprise Agreement 2020 Appendix 6 – Department of Environment, Land, Water and Planning 328 Retention of classification An Employee will retain the classification upon which they were employed immediately prior to the outbreak of an emergency, provided that the Employer may for the purpose and during any period of emergency work operations specifically assign an Employee to another classification ...

... Victorian Public Service Enterprise Agreement 2020 Appendix 6 – Department of Environment, Land, Water and Planning 329 Despite clause 6.1, in critical emergency circumstances an Employee must not commence a new work period without having had 10 continuous hours off duty unless directed by the Employer and then only in exceptional circumstances that an emergency threatens to endanger the safety or health of any person or criti...

... Victorian Public Service Enterprise Agreement 2020 Appendix 6 – Department of Environment, Land, Water and Planning 330 Sunday and Public Holiday work All time worked by an Employee on a Sunday will be paid for at double the ordinary prescribed rate and for all time worked on a Public Holiday at two and one half times the ordinary prescribed rate. Stand-by Stand-by will mean all time during which an Employee is required...

... Victorian Public Service Enterprise Agreement 2020 Appendix 6 – Department of Environment, Land, Water and Planning 331 Subject to emergency requirements, the Employer may, on any normal week day, place an Employee on stand-by at the cessation of the normal working time for the day. Payment will be made from the normal time of cessation of work at the rate as provided in clause 11.3. Where an Employee is called upon to perf...

... Victorian Public Service Enterprise Agreement 2020 Appendix 6 – Department of Environment, Land, Water and Planning 332 Table 107: Duty Officer – Stand-by – Night Rate (DELWP) Date of effect Night rate (6pm – 10am) 20 March 2020 $124.15 1 December 2020 $125.70 1 September 2021 $127.55 1 June 2022 $129.15 1 March 2023 $131.10 1 December 2023 $132.40 (d) If the Duty Officer is recalled to perform work during the ...

... Victorian Public Service Enterprise Agreement 2020 Appendix 6 – Department of Environment, Land, Water and Planning 333 In addition to this initial four (4) hours, if work continues for more than this period, the Employee will be paid for the actual time worked, at appropriate penalty rates. If an Employee is recalled to duty within 4 hours of ceasing a previous work period, then the total work period prior to re-commencemen...

... Victorian Public Service Enterprise Agreement 2020 Appendix 6 – Department of Environment, Land, Water and Planning 334 (a) In the case of a bushfire, this would occur only after an emergency has reached at least “Under Control 2” bushfire status as defined in clause 22.9(f) (b) In the case of Planned Burning, this would occur only after the Planned Burn has reached at least “Under Control 2” status as defined in clause 22.9(g...

... Victorian Public Service Enterprise Agreement 2020 Appendix 6 – Department of Environment, Land, Water and Planning 335 Employees on a normal working day will provide their own lunch for the first shift of an outbreak of bushfire or other emergency. Employees will provide their own breakfast when deployed to a known Emergency Shift unless accommodated away from their normal location the previous night. Emergency Field All...

... Victorian Public Service Enterprise Agreement 2020 Appendix 6 – Department of Environment, Land, Water and Planning 336 Emergency Support Allowance Any Support Employees deployed to an emergency, excluding travelling time as described in clause 14.1(b), to perform duties will be paid an allowance as follows per hour, or part thereof: Table 109: Emergency Support Allowance (DELWP) Date of effect Per hour 20 March 2020 $...

... Victorian Public Service Enterprise Agreement 2020 Appendix 6 – Department of Environment, Land, Water and Planning 337 IMT role Level 3 Level 2 Level 1 No level Situation Officer C D N/A N/A Resources Officer C D N/A N/A State Agency Commander N/A N/A N/A B Regional Controller N/A N/A N/A B Regional Agency Commander N/A N/A N/A C Sector Commander N/A N/A N/A C District Duty Officer N/A N/A N/A C Burn Officer-in Ch...

... Victorian Public Service Enterprise Agreement 2020 Appendix 6 – Department of Environment, Land, Water and Planning 338 Date Amount 20-Mar-20 1-Dec-20 1-Sept-21 1-June-22 1-Mar-23 1-Dec-23 Category A $6,703 $6,787 $6,889 $6,975 $7,079 $7,150 Category B $4,022 $4,073 $4,134 $4,185 $4,248 $4,291 Category C $2,570 $2,602 $2,641 $2,674 $2,714 $2,741 Category D $1,119 $1,133 $1,149 $1,164 $1,181 $1,193 Payment will be ma...

... Victorian Public Service Enterprise Agreement 2020 Appendix 6 – Department of Environment, Land, Water and Planning 339 Payment of Overtime Ceiling An Employee who is in receipt of salary up to the maximum of Grade 6 is eligible to receive payment for overtime and stand-by in respect to emergency duties. Payment for overtime worked will be subject to the maximum payment being based on the hourly rate of of the lowest pay po...

... Victorian Public Service Enterprise Agreement 2020 Appendix 6 – Department of Environment, Land, Water and Planning 340 Deployment means a consecutive series of Emergency Shifts with appropriate rest breaks in between. Bushfire means an unplanned and uncontrolled fire where suppression action must be initiated, or a major breakaway from a planned fire requiring additional resources to that scheduled for the operation. Bu...

... Victorian Public Service Enterprise Agreement 2020 Appendix 6 – Department of Environment, Land, Water and Planning 341 full by 1 September each year. Where Employees commence or become available after the finalisation of the roster, it may be updated accordingly. Minimum Information in roster to include: (a) Frequency of Employees being rostered (e.g. one week in two) (b) Cessation date of roster (c) Rostered roles (d...

... Victorian Public Service Enterprise Agreement 2020 Appendix 6 – Department of Environment, Land, Water and Planning 342 Lump sum benefits shall be payable on accidental death or upon permanent physical or psychological impairment. Accidental death shall be a minimum of $750,000 lump sum payment. The weekly benefits for temporary disablement (partial or total) are detailed in the policy. Additional superannuation for E...

... Victorian Public Service Enterprise Agreement 2020 Appendix 6 – Department of Environment, Land, Water and Planning 343 (a) Employees classified as Operational shall receive superannuation payments of 13.5 per cent on all superable and overtime earnings. This amount includes any amount Employees receive under the Superannuation Guarantee Administration Act 1992 (Cth). (b) Employees classified as Non-Operational shall receive ...

... Victorian Public Service Enterprise Agreement 2020 Appendix 6 – Department of Environment, Land, Water and Planning 344 (a) The Fatigue Management Leave period commences 1 September and concludes 31 August the following year. (b) Fatigue Management Leave must be accrued and used within each 12-month Fatigue Management Leave period. Unused Fatigue Management Leave expires at the end of each Fatigue Management Leave period and...

... Victorian Public Service Enterprise Agreement 2020 Appendix 6 – Department of Environment, Land, Water and Planning 345 Night duty allowance An Employee will be paid an allowance of 7.5% of their salary for all time worked on any shift that commenced on or after 1200 (noon) where that shift extends beyond midnight. For clarification, the Night Duty Allowance is not paid for periods of Callout under clause 13 of the Emerg...

... Victorian Public Service Enterprise Agreement 2020 Appendix 6 – Department of Environment, Land, Water and Planning 346 who work shift work, the overtime will be paid overtime and subject to clauses 28.2(c) to 28.2(f). (c) Where the work is unpredictable and the Employer is unable to provide reasonable notice, the Employee may only refuse to work overtime where this would impose personal hardship or interfere with an Employee...

... Victorian Public Service Enterprise Agreement 2020 Appendix 6 – Department of Environment, Land, Water and Planning 347 (i) Clean bed linen provided (ii) Appropriate heating and cooling (iii) Meals available either directly or indirectly (iv) Housekeeping cleans after each booking (v) Ablution facilities that are in room or close to the room The Allowance rate in this clause is contained in the table below: Table 111:...

... Victorian Public Service Enterprise Agreement 2020 Appendix 6 – Department of Environment, Land, Water and Planning 348 An Employee who is required to return to work when on stand-by will be compensated for each hour or part hour worked, in accordance with the overtime provisions in Part 2 of this Appendix. Employees must be paid for a minimum of three hours (3) when they are recalled to duty. Stand-by allowances will not...

... Victorian Public Service Enterprise Agreement 2020 Appendix 6 – Department of Environment, Land, Water and Planning 349 Table 114: Remote Locations Allowance (DELWP) Date of effect With dependents (minimum) With dependents (maximum) Without dependents (minimum) Without Dependents (maximum) Attraction payments High remote allowance 20 March 2020 $5,452 $9,092 $3,819 $6,362 $3,640 1 December 2020 $5,520...

... Victorian Public Service Enterprise Agreement 2020 Appendix 6 – Department of Environment, Land, Water and Planning 350 (ii) This allowance is to be paid fortnightly to ongoing and seasonal Employees (pro rata) who live and work at the remote location. Casuals are not eligible for the payment. (iii) Employees in category (i) and (ii) locations can in addition receive a one off payment as follows at the commencement of residen...

... Victorian Public Service Enterprise Agreement 2020 Appendix 7 – Ministerial Transport Officers 351 Application This Appendix applies to Ministerial Transport Officers, which includes drivers with an assigned passenger and pool drivers. Ministerial Transport Officers Structure Ministerial Transport Officers are covered by a Non-VPS Aligned Adaptive Structure as outlined in Part 2 of this Appendix. Hours of Work a...

... Victorian Public Service Enterprise Agreement 2020 Appendix 7 – Ministerial Transport Officers 352 The fortnightly period encompassing the 106 hours, as specified in clause 3.1 above, commences on the Sunday of each non-pay week and concludes on the Saturday immediately following pay day. The Employee is required to complete time sheets that records driving jobs and provides passenger verification of hours worked. Time shee...

... Victorian Public Service Enterprise Agreement 2020 Appendix 7 – Ministerial Transport Officers 353 (e) Alternatively, and by agreement, an Employee is entitled to time in lieu of payment for overtime. The time will accrue on an hour for hour basis. Time in lieu is to be taken at a time mutually agreed between the manager and Employee. Where overtime is worked on a Public Holiday, Employees must be paid for a minimum of 4 ho...

... Victorian Public Service Enterprise Agreement 2020 Appendix 7 – Ministerial Transport Officers 354 To maintain services to allocated passengers, the Employer may provide a replacement chauffeur, hire car or make other arrangements for the passenger. An Employee required to work, in an emergency situation, during or after a rest period is due will receive overtime compensation in accordance with clause 41.6 of Section I of t...

... Victorian Public Service Enterprise Agreement 2020 Appendix 7 – Ministerial Transport Officers 355 standalone overtime, the Employer will provide alternative transport arrangements to passengers where practicable. To ensure driver and passenger safety and ensure Employees can appropriately manage fatigue, an Employee must have at least one clear weekend (Saturday and Sunday consecutively) clear of duty in each four-week peri...

... Victorian Public Service Enterprise Agreement 2020 Appendix 7 – Ministerial Transport Officers 356 (iii) must be able to provide relief duty for a Ministerial Chauffer to enable them to observe the 10 hour break or as otherwise required; (iv) must be fit for duty. (c) The rates of payment for an Employee required to be on stand-by are: Table 116: Stand-by Allowance – Ministerial Transport Officers (Pool Drivers) (DPC) Dat...

... Victorian Public Service Enterprise Agreement 2020 Appendix 7 – Ministerial Transport Officers 357 • Category B – where an Employee either takes a meal break of less than one hour but not less than 20 minutes prior to completing the overtime or is prevented from taking a meal break by reason of safety requirements. (ii) In all other cases, Category C will be paid where the Employee either takes a meal break of not less than ...

... Victorian Public Service Enterprise Agreement 2020 Appendix 7 – Ministerial Transport Officers 358 only be worn for work purposes. An Employee who presents for work in other than the required uniform will be considered ineligible for duties. (b) Upon commencement of employment Employees will be provided or reimbursed for the following items of uniform: (i) 2 trousers / skirts (navy) (ii) 2 jackets (navy) (iii) 1 vest or ...

... Victorian Public Service Enterprise Agreement 2020 Appendix 7 – Ministerial Transport Officers 359 (ii) The reimbursement amount (including GST) will be as follows: Table 118: Uniform Reimbursement Amount – Ministerial Transport Officers (DPC) Date of effect Reimbursement amount 20 March 2020 $1,037 20 March 2021 $1,058 20 March 2022 $1,079 20 March 2023 $1,101 (g) Uniform Care Items of uniform are to be kept by E...

... Victorian Public Service Enterprise Agreement 2020 Appendix 7 – Ministerial Transport Officers 360 Use of Ministerial Vehicles Fleet ministerial vehicles may be driven by the Minister, allocated passenger or approved Employees if assigned Employees become fatigued. Ministerial vehicles are not to be taken out of Victoria without the prior approval of the Premier. Annualised Salary Arrangements for Ministerial Transport ...

... Victorian Public Service Enterprise Agreement 2020 Appendix 7 – Ministerial Transport Officers 361 Classification Salary Gratuity Annualised salary Pool $88,286 $88,286 Allocated Passenger $88,286 $3,504 $91,790 Government Leader $88,286 $5,504 $93,790 Premier $88,286 $10,783 $99,069 1 June 2022 Classification Salary Gratuity Annualised salary Pool $89,390 $89,390 Allocated Passenger $89,390 $3,548 $92,938 Go...

... Victorian Public Service Enterprise Agreement 2020 Appendix 7 – Ministerial Transport Officers 362 Subject to the Trust Deeds of the applicable superannuation schemes, where a Ministerial Trasnport Officer transfers to a position at a lower classification level: (a) in the case of members of the New Superannuation Scheme and the Revised Superannuation Scheme, the Employee’s salary for superannuation contribution purposes sha...

... Victorian Public Service Enterprise Agreement 2020 Appendix 8 – Victoria Police 363 Allowances Eligibility and amounts for reimbursement for travel, meal and relocation expenses will be consistent with those applied to sworn Employees of Victoria Police. Commuted Allowance Commuted allowances agreed on a case-by-case basis with the Employee concerned and/or the relevant Union may be paid in substitution for allowan...

... Victorian Public Service Enterprise Agreement 2020 Appendix 8 – Victoria Police 364 Table 120: Recall Provisions – Forensic Officers (Victoria Police) For recall/overtime work on Recall/overtime rate (% of ordinary hourly rate) Monday to Saturday (except public holidays) – first three hours 150% Monday to Saturday (except public holidays) – after three hours 200% Sunday – in all cases (except public holidays) ...

... Victorian Public Service Enterprise Agreement 2020 Appendix 8 – Victoria Police 365 Forensic Officer Structure The following table sets out the wages applicable to Forensic Officers. The Forensic Officer Work Level Descriptors set out at clause 7 of this Appendix apply Table 121: Forensic Officer Structure Grade Progression Level 20-Mar-20 1-Dec-20 1-Sept-21 1-June-22 1-Mar-23 1-Dec-23 Forensic Officer 1 1 $56...

... Victorian Public Service Enterprise Agreement 2020 Appendix 8 – Victoria Police 366 Grade Progression Level 20-Mar-20 1-Dec-20 1-Sept-21 1-June-22 1-Mar-23 1-Dec-23 Forensic Officer 3 2 $86,192 $87,269 $88,578 $89,685 $91,030 $91,940 3 $87,915 $89,014 $90,349 $91,478 $92,850 $93,779 4 $89,674 $90,795 $92,157 $93,309 $94,709 $95,656 5 $91,470 $92,613 $94,002 $95,177 $96,605 $97,571 6 $93,295 $94,461 $95,878 $97,076...

... Victorian Public Service Enterprise Agreement 2020 Appendix 8 – Victoria Police 367 Grade Progression Level 20-Mar-20 1-Dec-20 1-Sept-21 1-June-22 1-Mar-23 1-Dec-23 Forensic Officer 6 2 $132,266 $133,919 $135,928 $137,627 $139,691 $141,088 3 $137,554 $139,273 $141,362 $143,129 $145,276 $146,729 4 $137,554 $139,273 $141,362 $143,129 $145,276 $146,729 5 $143,055 $144,843 $147,016 $148,854 $151,087 $152,598 6 $143,05...

... Victorian Public Service Enterprise Agreement 2020 Appendix 8 – Victoria Police 368 Preamble: • The work level descriptors do not provide an exhaustive list of duties, but rather they are a general description of how a position fits into the overall organisation. Specific duties and qualifications are detailed in the individual position descriptions. • The descriptors represent a philosophical approach which reflects the kno...

... Victorian Public Service Enterprise Agreement 2020 Appendix 8 – Victoria Police 369 Table 122.1: Forensic Officer Work Level Descriptors – FO-1 to F0-4 Forensic Officer FO-1 Forensic Officer FO-2 Forensic Officer FO-3 Forensic Officer FO-4 timeliness of outputs Maintains existing systems and processes Conducts work of a basic nature (may include data entry and house keeping) and external clients to...

... Victorian Public Service Enterprise Agreement 2020 Appendix 8 – Victoria Police 370 Table 122.1: Forensic Officer Work Level Descriptors – FO-1 to F0-4 Forensic Officer FO-1 Forensic Officer FO-2 Forensic Officer FO-3 Forensic Officer FO-4 training and development of staff Undertakes technical reviews of casework where appropriate Interprets results of analysis Displays case management skills approp...

... Victorian Public Service Enterprise Agreement 2020 Appendix 8 – Victoria Police 371 Table 122.1: Forensic Officer Work Level Descriptors – FO-1 to F0-4 Forensic Officer FO-1 Forensic Officer FO-2 Forensic Officer FO-3 Forensic Officer FO-4 Knowledge and Proficiency Demonstrates sound knowledge and practical proficiency relevant to a specific work area. Demonstrates sound knowledge and practical pro...

... Victorian Public Service Enterprise Agreement 2020 Appendix 8 – Victoria Police 372 Table 122.2: Forensic Officer Work Level Descriptors – FO-5 to FO-7 Forensic Officer FO-5 Forensic Officer FO-6 Forensic Officer FO-7 teams/assignments and /or projects Integrates scientific/technical concepts across disciplines Undertakes complex casework Provides leadership, training and development for personnel in th...

... Victorian Public Service Enterprise Agreement 2020 Appendix 8 – Victoria Police 373 Table 122.2: Forensic Officer Work Level Descriptors – FO-5 to FO-7 Forensic Officer FO-5 Forensic Officer FO-6 Forensic Officer FO-7 Allocates personnel and resources within unit Establishes educational standards Maintains accredited training programs Manages and co-ordinates courses and undertakes training needs analyse...

... Victorian Public Service Enterprise Agreement 2020 Appendix 8 – Victoria Police 374 Table 122.2: Forensic Officer Work Level Descriptors – FO-5 to FO-7 Forensic Officer FO-5 Forensic Officer FO-6 Forensic Officer FO-7 investigations and legal deliberations. forensic science service providers nationally. Innovation and Originality Leads the development of new areas of work and makes original contribution...

... Victorian Public Service Enterprise Agreement 2020 Appendix 8 – Victoria Police 375 General The core terms and conditions of employment for Police Custody Officers will be in accordance with Section I of this Agreement except as follows. Appointment and Salary Police Custody Officers will be employed as Trainees for the duration of their initial training period. The initial training period means initial time spent u...

... Victorian Public Service Enterprise Agreement 2020 Appendix 8 – Victoria Police 376 Police Custody Officers will be granted a night work recovery shift following a period of 7 or more consecutive shifts of night work. Night work recovery shift means a period of 24 hours free of duty from the conclusion of a night shift and before the commencement of the next period of duty. Where the Police Custody Officer and the Emp...

... Victorian Public Service Enterprise Agreement 2020 Appendix 8 – Victoria Police 377 Table 123: Police Custody Officer Structure Police Custody Officer (PCO) Structure VPS Grade Alignment PCO 1 Trainee VPS salary point 1.1.4 PCO 2 Police Custody Officer VPS salary 2.1.1 to VPS salary point 2.2.7 PCO 3 Police Custody Supervisor VPS salary 3.1.1 to VPS salary point 3.2.5 Police Custody Officer Descriptors ...

... Victorian Public Service Enterprise Agreement 2020 Appendix 8 – Victoria Police 378 (iii) Where only one Police Custody Officer is available a Police Member will be required to perform transport/escort duties alongside the Police Custody Officer. (c) PCO 2 descriptor 25: Fingerprinting (i) Only Police Members will be authorised to ask the relevant questions of a person in custody prior to taking of fingerprints; (ii) P...

... Victorian Public Service Enterprise Agreement 2020 Appendix 8 – Victoria Police 379 Table 124.1: Police Custody Officer Classification Descriptors Police Custody Officer 1 Police Custody Officer 2 Police Custody Officer 3 3. Works under clear and detailed instructions; tasks covered by standard procedures. 4. Is aware that deviation from procedures or unfamiliar situations is to be referred to higher ranks. 5. Perfo...

... Victorian Public Service Enterprise Agreement 2020 Appendix 8 – Victoria Police 380 Table 124.1: Police Custody Officer Classification Descriptors Police Custody Officer 1 Police Custody Officer 2 Police Custody Officer 3 17. Drafts routine internal reports and correspondence. 18. Liaises with stakeholders, persons in custody and external providers of goods and services. 19. Understands procedures for effectively deal...

... Victorian Public Service Enterprise Agreement 2020 Appendix 9 – Commercial Passenger Vehicles Victoria 381 Application This Appendix applies to Safety Compliance Officers (SCO) in Commercial Passenger Vehicles Victoria. Court Appearances Where a SCO in Commercial Passenger Vehicles Victoria is required to attend at court or remain on stand-by for attendance at a court as a part of their duties, the Employer will mak...

... Victorian Public Service Enterprise Agreement 2020 Appendix 9 – Commercial Passenger Vehicles Victoria 382 Date of effect Primary stand- by - rostered on ordinary day - Daily rate Primary stand- by - not rostered on ordinary day - Daily rate Secondary stand- by - rostered on ordinary day - Daily rate Secondary stand- by - not rostered on ordinary day - Daily rate 1 March 2023 $58.80 $117.30 $42.30 $84.45 ...

... Victorian Public Service Enterprise Agreement 2020 Appendix 10 – Independent Broad-based Anti-corruption Commission 383 Introduction In recognition of the particular work arrangements of surveillance officers within the Surveillance Unit of the Independent Broad-based Anti-corruption Commission (IBAC) and specified Employees within the Investigations Unit of IBAC, Eligible Employees may elect to be paid a composite all...

... Victorian Public Service Enterprise Agreement 2020 Appendix 10 – Independent Broad-based Anti-corruption Commission 384 (i) ordinary hours of work (as defined in clause 4 of Part 1 (Ordinary Hours of Work), in respect of Eligible Surveillance Officers only; and (ii) the work arrangements set out at clause 5 of Part 1 (Work Arrangements); and (f) who, at the time at which Ordinary Hours of Work and Work Arrangements are pe...

... Victorian Public Service Enterprise Agreement 2020 Appendix 10 – Independent Broad-based Anti-corruption Commission 385 (ii) Eligible Intelligence/Investigative Employees in respect of the Work Arrangements. Ordinary Hours of Work for Eligible Surveillance Officers For the avoidance of doubt, clause 4 applies only to Eligible Surveillance Officers. Ordinary hours of work for Eligible Surveillance Officers are an average...

... Victorian Public Service Enterprise Agreement 2020 Appendix 10 – Independent Broad-based Anti-corruption Commission 386 (ii) 12 weeks per calendar year, with respect to Eligible Intelligence/Investigative Employees; (e) work performed prior to the expiry of an ten hour break between shifts on up to 12 occasions per calendar year; (f) work performed during meal breaks; and (g) work performed by Eligible Surveillance Office...

... Victorian Public Service Enterprise Agreement 2020 Appendix 10 – Independent Broad-based Anti-corruption Commission 387 leave) taken in aggregate in a calendar year and will be included for calculation of pay in lieu of long service leave. In addition, an Eligible Surveillance Officer who elects to be paid the Composite Allowance and who is rostered to work, and during Ordinary Hours of Work, works: (a) at least ten Sunday...

... Victorian Public Service Enterprise Agreement 2020 Appendix 10 – Independent Broad-based Anti-corruption Commission 388 Overtime and TOIL Subject to the other terms of Part 1 of this Appendix, an Eligible Employee who is paid the Composite Allowance: (a) is entitled to be paid for overtime worked in excess of that set out in the Work Arrangements, in accordance with the Supplementary Terms and Conditions of Employment for...

... Victorian Public Service Enterprise Agreement 2020 Appendix 10 – Independent Broad-based Anti-corruption Commission 389 in accordance with the Supplementary Terms and Conditions of Employment for Operational Employees contained in Part 2 of this Appendix. Record and Review of Hours Worked Eligible Employees are required to promptly and accurately record their hours worked in accordance with this clause, or as otherwise re...

... Victorian Public Service Enterprise Agreement 2020 Appendix 10 – Independent Broad-based Anti-corruption Commission 390 The terms and conditions set out in Part 2 of this Appendix apply to Employees employed in any of the following units of IBAC: (a) Surveillance; (b) Investigations; (c) Digital Forensics and Collections; and (d) Legal and Compliance, who are conducting a time critical task, as determined by the Employ...

... Victorian Public Service Enterprise Agreement 2020 Appendix 10 – Independent Broad-based Anti-corruption Commission 391 Payment of the Stand-by Allowance will only be made if the Employer has given approval in advance. Payment of Overtime This clause applies to the exclusion of clause 41 (Overtime) of the Agreement, unless otherwise specified. Clause 41.5(a) of the Agreement limits eligibility for payment of overtime t...

... Victorian Public Service Enterprise Agreement 2020 Appendix 10 – Independent Broad-based Anti-corruption Commission 392 Hours of Work Outside the Span of Hours (Not Overtime) For the avoidance of doubt, this clause applies to time worked outside the span of hours, to the exclusion of clause 41 of the Agreement. Employees from VPS Grades 1 to 5 level may be paid or accrue time for agreeing to undertake ordinary hours of wo...

... Victorian Public Service Enterprise Agreement 2020 Appendix 10 – Independent Broad-based Anti-corruption Commission 393 Approval process Stand-by and overtime payments will only be made if the Employer has given approval in advance and TOIL will only be provided if the Employer has given approval in advance. Stand-by, overtime, and TOIL must be documented in accordance with the requirements of IBAC. 18. 18.1 18.2 ...

... Victorian Public Service Enterprise Agreement 2020 Appendix 11 – Court Services Victoria 394 Introduction and Application This Appendix seeks to support the strategic objectives of Court Services Victoria through the provision of remuneration and conditions of employment specific to the Court Services Victoria workforce. The terms and conditions set out in this Appendix apply to Court Services Victoria Employees, emp...

... Victorian Public Service Enterprise Agreement 2020 Appendix 11 – Court Services Victoria 395 (c) Salary points for entry and completion of stages of training and recognition of prior learning in the existing Court Registrar training as set out in the table below. Table 126: Court Registrar Structure Position No Relevant Qualification Relevant Qualification Entry VPS Grade 2, Value Range 1.1 VPS Grade 2, Value Range 1.5 Co...

... Victorian Public Service Enterprise Agreement 2020 Appendix 11 – Court Services Victoria 396 (b) A judicial support Employee at the County Court of Victoria including a Tipstaff or Associate or other required Employee as approved by the Principal Registrar. Where a judicial support Employee is required to attend official circuit court duties away from their usual place or places of work, the Employer may elect to provide, or ...

... Victorian Public Service Enterprise Agreement 2020 Appendix 11 – Court Services Victoria 397 (f) 1 x Tie (choice of two styles) Tipstaves annual shoe reimbursement (a) Tipstaves annual shoe reimbursement of up to $150.00. (b) The reimbursement amount will be indexed annually according to the appropriate CPI measure and applied through local policy. Annual provisions - Associates Associates will be provided with 2 Jab...

... Victorian Public Service Enterprise Agreement 2020 Appendix 12 – Office of the Governor 398 Commuted Overtime Allowance An eligible Employee will be paid a commuted overtime allowance of 20% of their base salary in lieu of all entitlements for working overtime prescribed by clause 41 of Section I of this Agreement. This commuted overtime allowance will involve up to 14 hours of additional hours worked per fortnight. Over...

... Victorian Public Service Enterprise Agreement 2020 Appendix 12 – Office of the Governor 399 (vii) 1 wet weather jacket (viii) 1 wet weather vest (ix) 1 high visibility safety vest (x) 1 belt (xi) 8 pairs of black socks. (b) Transport Officer/Driver (i) 2 suits (ii) 1 extra pair of trousers (iii) 7 white business shirts (iv) 2 jumpers/vests or 1 vest and 1 jumper (v) 1 black belt (vi) 2 ties (vii) 1 pair pl...

... Victorian Public Service Enterprise Agreement 2020 Appendix 12 – Office of the Governor 400 (e) Kitchen Employees (i) 5 trousers (ii) 5 jackets (iii) 5 hats (iv) 5 aprons (v) 1 pair of plain black shoes (steel cap) (vi) 8 pairs of black socks. (f) Garden and Grounds Employees (i) 5 long sleeve work shirt (winter) khaki with logo embroidery (ii) 5 long sleeve work shirt (summer) khaki with logo embroidery (iii)...

... Victorian Public Service Enterprise Agreement 2020 Appendix 12 – Office of the Governor 401 Date of effect Maximum reimbursement amount 1 December 2020 $2,923 1 September 2021 $2,967 1 June 2022 $3,004 1 March 2023 $3,049 1 December 2023 $3,079 (b) Employees will be reimbursed for the cost of these items of clothing on provision of receipts. (c) These items of clothing must be replaced when items of clothing ...

... Victorian Public Service Enterprise Agreement 2020 Appendix 12 – Office of the Governor 402 reimburse the Employee for these costs on production of receipts. Reimbursement will be up to the Reasonable Benefit Limits determined by the Australian Tax Office. Absence from the normal place of work does not in itself validate a claim for payment of expenses. If the Employee is required to report for or perform duties away from the...

... Victorian Public Service Enterprise Agreement 2020 Appendix 13 – Victorian Commission for Gambling and Liquor Regulation 403 Application This Appendix applies to Employees of the Victorian Commission for Gambling and Liquor Regulation (VCGLR) unless otherwise provided. Restraint Of Trade Allowance An Employee who is subject to statutory restraints on their activities whilst an Employee will receive a 2 per cent allow...

... Victorian Public Service Enterprise Agreement 2020 Appendix 13 – Victorian Commission for Gambling and Liquor Regulation 404 (i) The Roster Committee will be the primary means to facilitate such consultation. (ii) The Roster Committee will consist of a maximum of six members comprising of two CPSU staff delegates, two management representatives of the Employer, one Health and Safety Representative and not more than one affec...

... Victorian Public Service Enterprise Agreement 2020 Appendix 13 – Victorian Commission for Gambling and Liquor Regulation 405 (b) Inspectors can negotiate altered Shift Work arrangements directly with their Team Leader/Manager after rosters have been posted. The Team Leader/Manager will consider all Inspectors equally taking into consideration operational requirements and the preferences of Inspectors. Roster requests will not b...

... Victorian Public Service Enterprise Agreement 2020 Appendix 14 – Game Management Authority 406 Application This Part applies to all non-executive Employees of the Game Management Authority. Non-Emergency Stand-By/Recall An Employee who is required by the Employer, as part of their duties, to be on stand-by and available to return within a specified maximum period of time to undertake intermittent duty outside their n...

... Victorian Public Service Enterprise Agreement 2020 Appendix 14 – Game Management Authority 407 Camping An Employee who is required to camp outdoors or reside in tendered or temporary accommodation or where commercially provided accommodation is below a 3-star permanent rating will be paid a camping allowance per night at the rates specified in the following table to compensate for the accommodation conditions: Table 129:...

... Victorian Public Service Enterprise Agreement 2020 Appendix 14 – Game Management Authority 408 (g) involvement of family members in delivering Game Management Authority services; and (h) prior demonstrated difficulty in attracting Employees to the location. Two levels of Remote Location Allowance are available: (i) Highly Remote and (ii) Remote. (a) The following locations have been determined as remote and their rating i...

... Victorian Public Service Enterprise Agreement 2020 Appendix 14 – Game Management Authority 409 Date of effect With dependents (minimum) With dependents (maximum) Without dependents (minimum) Without Dependents (maximum) Attraction payments 1 December 2023 $5,815.80 $9,699.55 $4,073.10 $6,786.05 $3,882.25 Remote allowance 20 March 2020 $3,273.60 $5,452.10 $2,182.50 $3,639.50 $1,820.40 1 December 2020 ...

... Victorian Public Service Enterprise Agreement 2020 Appendix 14 – Game Management Authority 410 Emergency Work Where an Employee of the Game Management Authority is authorised to undertake agricultural, energy or resources related emergency activities, the terms and conditions of Part 2 - Emergency Work of Appendix 5 – Department of Jobs, Precincts and Regions will apply to the Employee undertaking that work. Where an Emp...

... Victorian Public Service Enterprise Agreement 2020 Appendix 14 – Game Management Authority 411 (b) Where the work is required to be performed outside the span of 7.00am to 7.00pm Monday to Friday, or beyond the current rostering arrangements for Employees who work Shift Work, the overtime will be paid overtime and subject to clauses 8.3(c) 8.2(c)to 8.3(f) of this Appendix. (c) Where the work is unpredictable and the Employer ...

... Victorian Public Service Enterprise Agreement 2020 Appendix 15 – Victorian Fisheries Authority 412 Operation of this Appendix This Appendix provides the following specific arrangements: (a) Part 1 and Part 2 of this Appendix applies to Employees employed within the Victorian Fisheries Authority. (b) Part 1 of this Appendix applies to Employees classified as Fisheries Officers under the Fisheries Officers classificatio...

... Victorian Public Service Enterprise Agreement 2020 Appendix 15 – Victorian Fisheries Authority 413 Stand-By on a Vessel An Employee who is travelling to, from, or between work locations on a vessel outside of their normal hours of duty and during that time is required by the Employer to be on stand-by and undertake intermittent work shall be paid a stand-by allowance at the rates specified in the following table for each ho...

... Victorian Public Service Enterprise Agreement 2020 Appendix 15 – Victorian Fisheries Authority 414 Duty Officers Except where the provisions of clause 5.2 of this Appendix apply, where an Employee is a designated Duty Officer (Commercial Fisheries Duty Officer, 13 FISH Duty Officer or Operations Duty Officer), that Employee while performing this function will be paid the rates specified in the following table: Table 134:...

... Victorian Public Service Enterprise Agreement 2020 Appendix 15 – Victorian Fisheries Authority 415 Table 136: Camping Allowance (VFA) Date of effect Per night 20 March 2020 $58.85 1 December 2020 $59.60 1 September 2021 $60.50 1 June 2022 $61.25 1 March 2023 $62.20 1 December 2023 $62.80 For the purposes of this clause, a 3 star permanent rating must include: (a) Clean bed linen provided (b) Appropriate heatin...

... Victorian Public Service Enterprise Agreement 2020 Appendix 15 – Victorian Fisheries Authority 416 Shipkeeping Allowance An Employee who is employed on a vessel shall be paid a shipkeeping allowance at his/her hourly rate of pay for 3 hours per day when the Employer requires the Employee to remain on board to be available to perform any necessary vessel related duty that may arise. Diving Allowance An Employee who is c...

... Victorian Public Service Enterprise Agreement 2020 Appendix 15 – Victorian Fisheries Authority 417 Remote Location A range of socio-economic and geographic factors are taken into consideration in determining the remote status of a work centre including: (a) distance from a large town; (b) degree of isolation or distance from shops and services; (c) requirements for additional cost of living; (d) hardships including im...

... Victorian Public Service Enterprise Agreement 2020 Appendix 15 – Victorian Fisheries Authority 418 inducement to attract Employees. The Chief Executive Officer or the Director of the relevant division are to approve one off payments. Overseas and Interstate Travel Where an Employee travels overseas for work purposes the Employer will provide the Employee with a reasonable allowance prior to travel and reimburse any additio...

... Victorian Public Service Enterprise Agreement 2020 Appendix 15 – Victorian Fisheries Authority 419 a regular occurrence, and reasonable notice of the requirement to work overtime will be given. (b) Where the work is required to be performed outside the span of 7.00am to 7.00pm Monday to Friday, or beyond the current rostering arrangements for Employees who work shift work, the overtime will be paid overtime and subject to cla...

... Victorian Public Service Enterprise Agreement 2020 Appendix 15 – Victorian Fisheries Authority 420 For clarification, these emergency provisions will apply when an employee is performing emergency related work as distinct from their ordinary duties and as directed by the Operations Duty Officer, Agency Commander, Forward Commander or Incident Controller. The terms and conditions of Part 2 of Appendix 5 - Department of Jobs...

... Victorian Public Service Enterprise Agreement 2020 Appendix 15 – Victorian Fisheries Authority 421 Marine Qualification Allowance The following table applies to fisheries officers who, as part of their normal duties, are required to hold a marine qualification, and (a) hold a current marine qualification; and (b) for Coxswains – act as master on a VFA vessel for a period of at least 3 hours on 5 separate days or more in...

... Victorian Public Service Enterprise Agreement 2020 Appendix 15 – Victorian Fisheries Authority 422 The Fisheries Officer Structure is set out in the table below. The salary minimums referred to in this table are referenced against the VPS Structure set out in clause 1 of Schedule C. The VPS Classification and Value Range Descriptors apply. Table 142: Fisheries Officer Structure Fisheries Officer Structure VPS Grade Alignmen...

... Victorian Public Service Enterprise Agreement 2020 Appendix 16 – Department of Transport and Major Transport Infrastructure Authority 423 Arrangements The Community and Public Sector Union (CPSU), Department of Transport (DOT) and Major Transport Infrastructure Authority (MTIA) note that the Association of Professional Engineers, Scientists and Managers Australia (Professionals Australia) are not a party to this Agreement...

... Victorian Public Service Enterprise Agreement 2020 Signatories 424 SIGNED for and on behalf of CPSU, THE COMMUNITY AND PUBLIC SECTOR UNION by authorised officer Signature Karen Batt, Branch Secretary CPSU/SPSF Victorian Branch Level 4, 128 Exhibition Street, Melbourne 3000 SIGNED for and on behalf of the STATE OF VICTORIA by its authorised representatives: Signature ...

... Victorian Public Service Enterprise Agreement 2020 Signatories 425 Signature Kym Peake Secretary Department of Health and Human Services Level 1, 50 Lonsdale Street, Melbourne VIC 3000 Signature Rebecca Falkingham Secretary Department of Justice and Community Safety 2 Treasury Place, East Melbourne, Victoria, 3002 Signature Paul Younis Secretary Department o...

... Victorian Public Service Enterprise Agreement 2020 Signatories 426 Signature DAVID MARTINE SECRETARY DEPARTMENT OF TREASURY AND FINANCE 1 TREASURY PLACE, MELBOURNE VIC 3002 \'\~=-==================4 S/9nature l'tflezl Chi f cutl Offi r Simiature Frances Cawtl1ra Chief Executive Officer Cenitex Level 10, 80 CoUins Street, Melbourne 3000 lcLO la 3001 19/8/202...

... Victorian Public Service Enterprise Agreement 2020 Signatories 427 Sjnnature MONIQUE CONHEADV CHAIRPERSON COMMERCIAL PASSENGER VEHICLES VICTORIA 1 SPRING ST, M ELBOUIINE, VICTORIA Si nature Liana Buchana.ii Principal Couw1issiouer Commission for Children and Young People Level 18 570 Bourke Street, Melbourne 3000 Slmrnture Louise Andtrson Chief Executive Officer Court Services Victori...

... Victorian Public Service Enterprise Agreement 2020 Signatories 428 Signature Kate Symons Chairperson Essential Services Commission Level 37, 2 Lonsdale Street, Melbourne, Vic, 3000 Signature Eleri Butler Chief Executive Officer Family Safety Victoria 35 Collins Street, Melbourne, Victoria, 3000 Signature Marlo Baragwanath Chief Executive Officer Independent Br...

... Victorian Public Service Enterprise Agreement 2020 Signatories 429 Signature Karen Cain CEO Latrobe Valley Authority Department Jobs Precincts and Regions 131 Princes Dve Morwell Victoria Mi:tihel Masson CEO lnfFaSffllmll'e Vi:do:ri!a Level J 3,, 140 Wiilliam st Mie:Jboume 'VIC JH 0 ST.EVE DARGAVEL LABOtm.. HIRE ~lC!ENSlNG OOMMISS10N!ER BEJNDIGO J1ohu l yncb A mng...

... Victorian Public Service Enterprise Agreement 2020 Signatories 430 Signature Mental Health Reform Victoria Chief Executive Officer 23/50 Lonsdale Street Melbourne Vic 3000 Signature ABBEY HOGAN Solicitor for Public Prosecutions Office of Public Prosecutions Victoria 565 Lonsdale Street, Melbourne 3000 Signature Joshua Puls MVO Official Secretary Office of the ...

... Victorian Public Service Enterprise Agreement 2020 Signatories 431 Signature Joseph Yeung Chief Executive Officer Portable Long Service Authority Level 1, 56-60 King Street Bendigo Vic 3550 Signature Justine Heazlewood Director and Keeper of Public Records Public Record Office Victoria 99 Shiel Street North Melbourne VIC 3051 r~-'~-, _ljg_11ature Sven Bluemruel Info...

... Victorian Public Service Enterprise Agreement 2020 Signatories 432 Stephen Leane Road Safety Camera Commissioner 121 Exhibition Street Melbourne VIC 3001 Signature Adj. Assoc. Professor Ann Maree Keenan Acting Chief Executive Officer Safer Care Victoria 50 Lonsdale Street, Victoria, 3000 Signature 2020-08-04 Tom Considine Acting Chie...

... Victorian Public Service Enterprise Agreement 2020 Signatories 433 ROSS KENNEDY CHAIR VICTORIAN COMMISSION FOR GAMBLING AND LIQUOR REGULATION LEVEL 3, 12 SHELLEY STREET, RICHMOND 3121 Dan Stubbs Commissioner Victorian Disability Worker Commission Level 20, 570 Bourke Street, Melbourne ~#,~-.. Si:m1ati11·e d aire f,erres Miles. Clhief b ecutive Officer Sustairnabilify Victoria ...

... Victorian Public Service Enterprise Agreement 2020 Signatories 434 Signature Signature Jill Garner Victorian Government Architect Department of Premier and Cabinet/Office of the Victorian Government Architect Level 2, Old Treasury Building, 20 Spring Street, Melbourne, VIC, 3000 1ctorian Electoral Commission Level 11, 530 Collins Street. Melbow11e VIC 3000 Klristen Hil...

... Victorian Public Service Enterprise Agreement 2020 Signatories 435 Signature Deborah Glass Ombudsman Victorian Ombudsman Level 2 570 Bourke Street Melbourne Vic 3000 Matthew Hooking Amng Vktodan Go\•ernm.eut Soli.oitol!' Victorian Government SoMcitor's Office Level 2 5, 121 Exltlibiti.ou Sweet Melboume VU: 3000 Si nature EAMO N MORAN PSM QC INSPECTOR VI ORIAN I PE ORATE ...

... Victorian Public Service Enterprise Agreement 2020 Signatories 436 I~- Adam Fennessy Couw1issiouer Victorian Public Sector Conunission 3 Treasurv Place, East Melbourne VIC 3002 Shane Lucas Chief Exec.utive Officer Victorian Responsible Gambling Foundation Level 6, 14-20 Blackwood Street North Melboume Victoria 3051 Signature Adam Fennessy Commissioner Victorian Public Sector Commissi...

... Victorian Public Service Enterprise Agreement 2020 AG2020/2580 The State of Victoria undertakes the following: 1. The definition of shift worker at clause 45.2(a) of the Victorian Public Service Enterprise Agreement 2020 (Agreement) will apply for the purposes of the National Employment Standards, 2. A Shift Worker entitled to an additional week of annual leave who elects to take that fifth week’s leave in lieu un...


1

Fair Work Act 2009 
s.185—Enterprise agreement

The State of Victoria
(AG2020/2580)

VICTORIAN PUBLIC SERVICE ENTERPRISE AGREEMENT 2020

State and Territory government administration

DEPUTY PRESIDENT GOSTENCNIK MELBOURNE, 2 OCTOBER 2020

Application for approval of the Victorian Public Service Enterprise Agreement 2020.

[1] An application has been made for approval of an enterprise agreement known as the 
Victorian Public Service Enterprise Agreement 2020 (Agreement). The application was made 
pursuant to s.185 of the Fair Work Act 2009 (Act). It has been made by the State of Victoria. 
The Agreement is a single enterprise agreement.

[2] Supplementary material provided with the application discloses that during the access 
period the employer became aware that 76 of the 50,719 employees to be covered by the 
Agreement had not been notified of the time and place at which the vote was to occur and the 
voting method to be used by the start of the access period as required by s.180(3) of the Act.
The same 76 employees had likewise not been provided with a copy of, or access to, the 
written text of the Agreement as required s.180(2) of the Act. The Applicant submits that the 
employees concerned were provided with a copy of, or had access to, the written text of the 
Agreement and were notified of the time and place at which the vote was to occur and the 
voting method to be used prior to the conclusion of the access period. In all the circumstances,
particularly the large number of employees covered by the Agreement and the very small 
number affected (significantly less than 1% of the cohort covered by the Agreement),
notwithstanding the error, I am satisfied that there has been compliance. The relevant 
assessment is whether the employer took all reasonable steps to notify employees of the 
matters in s.180(3) and to ensure the matters in s.180(2). The material filed by the Applicant 
satisfies me that it did so. If I am wrong in this conclusion, then having regard to the decision 
of the Full Bench in Huntsman Chemical Company Australia Pty Limited T/A RMAX Rigid 
Cellular Plastics & Others,1 I am satisfied that the error is a minor procedural or technical 
error for the purposes of s.188(2)(a) of the Act. Further, I am satisfied that the employees 
covered by the Agreement were not likely to have been disadvantaged by the error. 
Accordingly, I am satisfied that the Agreement has been genuinely agreed within the meaning 
of s.188(2) with the consequence that the requirement in s.186(2)(a) of the Act is met.

                                               
1 [2019] FWCFB 318

[2020] FWCA 5215

DECISION
FairWork 

Commission 


AUSTRALIA FairWork Commission










































[2020] FWCA 5215

2

[3] The Applicant advised the Commission of several corrections that it proposed be made 
to the Agreement. The changes proposed are said to address minor errors identified during the 
ballot period. The Applicant filed an amended version of the Agreement together with the 
Application and requested that the Commission exercise its powers under s.602 of the Act to 
correct the Agreement. I expressed a preliminary view that the corrections sought could not be 
made pursuant to s.602 of the Act. Further, and consistent with a Full Bench of the 
Commission in Construction, Forestry, Maritime, Mining and Energy Union v Mechanical 
Maintenance Solutions Pty Ltd2, I expressed doubt that the corrections sought could (or as a 
matter of discretion should) be made pursuant to s.586 of the Act. I suggested that the 
Applicant might seek to make an application under s.217 of the Act and indicated that I would 
waive the requirement that the application be made using the approved form. The 
Commission may dispense with compliance with any provision of the Fair Work Commission 
Rules 2013 (Rules) either before or after the occasion for compliance arises under Rule 6 of 
the Rules. The Applicant subsequently indicted that it did wish to make an application under 
s.217 of the Act in respect of the list of correction filed with the application. 

[4] Section 217 of the Act provides:

“217 Variation of an enterprise agreement to remove an ambiguity or 
uncertainty

(1) The FWC may vary an enterprise agreement to remove an ambiguity or 
uncertainty on application by any of the following:

(a) one or more of the employers covered by the agreement;

(b) an employee covered by the agreement;

(c) an employee organisation covered by the agreement.

(2) If the FWC varies the enterprise agreement, the variation operates from the day 
specified in the decision to vary the agreement.”

[5] A finding of ambiguity or uncertainty in an enterprise agreement is a condition 
precedent to the exercise of power under s.217. I consider that the errors the variations seek to 
address plainly create uncertainty. I am satisfied that the variations should be made to remove 
the uncertainty and that it is appropriate to do so pursuant to s.217 of the Act. It is the varied
Agreement that has been approved. If there be doubt as to whether the power in s.217 is 
available to the Commission before an enterprise agreement the subject of an approval 
application is approved, I would exercise my power to vary the Agreement to remove the 
uncertainty immediately after the Agreement is approved by me. In the end the practical result 
is the same. On commencement, the Agreement approved will be one from which the 
uncertainly brought about by the various errors has been removed by a variation under s.217.  

[6] In correspondence to my chambers on 3 September and 21 September 2020, an 
employee bargaining representative for the Agreement submitted that the Commission is 
required to have regard to the Victorian Long Service Leave Act 2018 (Victorian LSL Act) in 
approving the Agreement. In short compass, the Applicant submits that in approving the 

                                               
2 [2020] FWCFB 1918 at [33]








[2020] FWCA 5215

3

Agreement, the Commission is not required to consider the Victorian LSL Act, under the 
National Employment Standards employees to be covered by the Agreement are entitled to 
long service leave in accordance with the terms of the Victorian Public Service Award 2005,
and the long service leave provisions in the Agreement meet the requirements of s.186(2)(c) 
of the Act. I accept the Applicant’s submission in this regard. 

[7] Section 113 of the Act deals with entitlement to long service leave. For the purposes of 
s.113(3) of the Act, I am satisfied that there are applicable award-derived long service leave 
terms for the employees that will be covered by the Agreement. The Victorian Public Service 
Award 2005 would have provided minimum long service leave entitlements to employees if, 
at the test time, the employees had been in their current circumstances of employment. Those 
terms constitute the National Employment Standards entitlement to long service leave for 
those employees. Given that the long service leave provisions of the Agreement are equal to 
or more generous that the applicable award-derived long service leave entitlements, I am 
satisfied that it is consistent with the National Employment Standards.

[8] On 25 September 2020, the Commission received correspondence from two 
employees who say they are covered by the Agreement. The correspondence concerned, inter 
alia, the timing of the Agreement’s approval and did not raise any matter concerning the 
requirements set out in ss.186 and 187 of the Act. There is no discretion to consider 
complaints about an enterprise agreement beyond those set out in ss.186 and 187.

[9] Pursuant to s.205(2) of the Act, the model consultation term prescribed by the Fair
Work Regulations 2009 is taken to be a term of the Agreement.

[10] The Applicant has provided written undertakings in response to my concerns about 
whether the better off overall test and the National Employment Standards approval 
requirements had been met. A copy of the undertakings is attached in Annexure A. I am 
satisfied that the undertakings will not cause financial detriment to any employee covered by 
the Agreement and that the undertakings will not result in substantial changes to the 
Agreement. The undertakings are taken to be a term of the Agreement.

[11] Subject to the undertakings referred to above, and on the basis of the material 
contained in the application and accompanying declaration, I am satisfied that each of the 
requirements of ss.186, 187, 188 and 190 as are relevant to this application for approval have 
been met.

[12] The Australian Nursing and Midwifery Federation and the CPSU, the Community and 
Public Sector Union, being bargaining representatives for the Agreement, have given notice 
under s.183 of the Act that they want the Agreement to cover them. In accordance with 
s.201(2) and based on the declarations provided by the organisations, I note that the 
Agreement covers the organisations.








[2020] FWCA 5215

4

[13] The Agreement was approved on 2 October 2020 and, in accordance with s.54, will 
operate from 9 October 2020. The nominal expiry date of the Agreement is 20 March 2024.

DEPUTY PRESIDENT

Printed by authority of the Commonwealth Government Printer

AE509129  PR723173


WORK WORK OMMISSION THE F TAK SEAL OF




 



[2020] FWCA 5215

5

ANNEXURE A

Victorian Public Service Enterprise Agreement 2020 

AG2020/2580 

The State of Victolia undertakes the following: 

1. The definition of shift worler at d ause 45.2(a) of the Victorian Public Service 
Enterprise Agreement 2020 (Agreement) will apply for the purposes of the National 
Employment Standards, 

2. A Shift Worler entitled to an additional week of annual leave who eleds to take that 
fifth week's leave in lieu under clause 45.2(c) of the Agreement, will be reQuired to 
make that election by a separate agreement in wrmng between the Employer and 
Employee, and 

3. Desptte d ause 45.2(c) of the Agreement, an employee who elects to be paid in lieu of 
the additional week ofleave under clause 45.2(c), must be paid at least the full 
amount that would have been payable to the employee had the employee taken the 
leave that the employee has forgone. 

4. The minimum rate payable to an Employee under the Supported Wage System 
detailed in Schedule B the Agreement will be no Jess than the minimum rate 
prescribed in Schedule N of the Victorian Public Service Award 2016. 

SIGNED for and on behalf of the STATE OF VICTORIA by its authorised representatives: 

I~ .. ~ 
CHRIS ECCLES 
S EC.ltfTARY 
DEPAR'TM.&'(T OF PR£MJER. A.'D CABINET 
1 T'RLUUR.Y PLACE, MELBOURNE 3002 

Signature 

Jenny Ana 
Secretary 

Department of Education and Training 

2 Treasurv Place, East Melbourne. Victoria, 3002 


Victorian Public Service Enterprise Agreement 2020 AG2020/2580 The State of Victoria undertakes the following: 1. The definition of shift worker at clause 45.2(a) of the Victorian Public Service Enterprise Agreement 2020 (Agreement) will apply for the purposes of the National Employment Standards, 2. A Shift Worker entitled to an additional week of annual leave who elects to take that fifth week's leave in lieu under clause 45.2(c) of the Agreement, will be required to make that election by a separate agreement in writing between the Employer and Employee, and 3. Despite clause 45.2(c) of the Agreement, an employee who elects to be paid in lieu of the additional week of leave under clause 45.2(c), must be paid at least the full amount that would have been payable to the employee had the employee taken the leave that the employee has forgone. 4. The minimum rate payable to an Employee under the Supported Wage System detailed in Schedule B the Agreement will be no less than the minimum rate prescribed in Schedule N of the Victorian Public Service Award 2016. SIGNED for and on behalf of the STATE OF VICTORIA by its authorised representatives: Signature CHRIS ECCLES SECRETARY DEPARTMENT OF PREMIER AND CABINET 1 TREASURY PLACE, MELBOURNE 3002 Signature Jenny Atta Secretary Department of Education and Training 2 Treasury Place, East Melbourne, Victoria, 3002




 



[2020] FWCA 5215

6

J('h! t1,,dl•y1 Nl "Ill, 11.\l'~ ! •l•t 

ti.n1wture 

John Bradley 
Secretary 
De p:1.1·Ut1e11t oftuvlrotuoe.au L~,ud W'atel' ;u.1d PL~turilug 

8 Nlehols:oo So·~t £AST M ELBOURN'.£ 

Signature 
Kym Peake 
SeGretarv 
Oep.artment of Health and Human Services 
level 1, SO Lonsdale Street, Melbourne VIC 3000 

Sio-nalure 
Penelope McKay 
Associate Sen-eta1y 
Oep;irb.nent of Jobs, Pr,.dncts and Regions 
Level 13/ 1 SpringSn-.et 
MELBOURNE VIC 3000 

Signature 
Rebecca Falkingham 
SeGretary 
Department of Justice and Community Safety 

2 Treasorv Plac;e, East Melbourne, Victoria, 3002 


Signature John Bradley Secretary Department of Environment Land Water and Planning 8 Nicholson Street EAST MELBOURNE 15 Peake Signature Kym Peake Secretary Department of Health and Human Services Level 1, 50 Lonsdale Street, Melbourne VIC 3000 Signature Penelope Mckay Associate Secretary Department of Jobs, Precincts and Regions Level 13/1 Spring Street MELBOURNE VIC 3000 Signature Rebecca Falkingham Secretary Department of Justice and Community Safety 2 Treasury Place, East Melbourne, Victoria, 3002




 



[2020] FWCA 5215

7

s;gnarure 

Paul Younis 
Secretary 
Department of Trans port 

l21, 1 Spring Street 
Melbourne. Victoria 3000 

Sianawr e 

DAVID MARTINE 
SECRETARY 
DEPARTMENT OF TREASURY AND ANANCE 
1 TREASURY PLACE, MELBOURNE VIC 3002 

Sbane l'anon APM 
Chief Commissioner 
Vitt(lria Polict 
637 Fllndel"$ Strtet, Dockl311ds, VIC 3008 

Lee Mic:i:is 
Chief Executive Officer 
Bushfire Rtcovery Victoria 
' ·"'"'' ' ?.7 , 1 '-I l\vh lhl t111,n :tl'PPt M,.ll!lhUl"U" Vlt"tl'\f'l :l -:inn I 


Signature Paul Younis Secretary Department of Transport L21, 1 Spring Street Melbourne, Victoria 3000 1). J. MJT Signature DAVID MARTINE SECRETARY DEPARTMENT OF TREASURY AND FINANCE 1 TREASURY PLACE, MELBOURNE VIC 3002 19/8/2020 Signature Shane Patton APM Chief Commissioner Victoria Police 637 Flinders Street, Docklands, VIC, 3008 Signature Lee Miezis Chief Executive Officer Bushfire Recovery Victoria Level 27, 121 Exhibition Street, Melhourne Victoria 3001




 



[2020] FWCA 5215

8

SftultrllH"e 

Pra nces Cawthn. 
Cbictf Ex orutivci Offkor 

Ceoltex 
LE!\'E!l JO 8-0 CollhtS So-eel, Me.lbou1•ue 3000 

S/tJllfltute 

MONIQUECONIIEAOY 
CHAIRPERSON 
COM.MERCIAL PASSENGER VEIIICLl!S VICTORIA 
l Sl'RINC S'f. MELSOURNI:. VICTORIA 

Liana Bucti.au.:m 
Pri11cip.:tl Commis:sioner 
Commlttlon forChOdn!n~nd Young People 
Level 18 15 70 Bourke Street, Melbourne 3000 

Sln11acure. 
Louise Anderson 
Chief Exe(uth·e Officer 
Court Ser,.;c.-.s Victoria 
~~~ \r\'IJJUUU MTIH,l t 

Melbourne, \llc-torfa 


Strances A Court Signature Frances Cawthra Chief Executive Officer Cenitex Level 10, 80 Collins Street, Melbourne 3000 - Signature MONIQUE CONHEADY CHAIRPERSON COMMERCIAL PASSENGER VEHICLES VICTORIA 1 SPRING ST, MELBOURNE, VICTORIA Signature Liana Buchanan Principal Commissioner Commission for Children and Young People Level 18 / 570 Bourke Street, Melbourne 3000 Signature Louise Anderson Chief Executive Officer Court Services Victoria 223 William Street Melbourne, Victoria




 



[2020] FWCA 5215

9

St911awre 

CATHY WILKINSON 
ChidExecutive Officer 

I 
Environnu.iot Protection Authority (E PA) Victoria 
200 Vh.:torla Street CARL1'0N VIC 30S3 

Si nature 

Kate Symons 
Chairperson 
Essential Services Commission 

Level 37, 2 Lonsdale Street. Melbourne, Vic~ 3CKlO 

Signature 
Eleri Buder 
Chief Executive Officer 

Fa.mity Safety Victoria 

35 Coll ins Sueet. Melbourne, Victoria, 3000 

ChiefExe"ud\°e Officer 
Game Management Authority 
12 S3S s .... "' Strfft M•lbow,., 30-00 

-


Signature CATHY WILKINSON Chief Executive Officer Environment Protection Authority (EPA) Victoria 200 Victoria Street CARLTON VIC 3053 Signature Kate Symons Chairperson Essential Services Commission Level 37, 2 Lonsdale Street, Melbourne, Vic, 3000 Signature Eleri Butler Chief Executive Officer Family Safety Victoria 35 Collins Street, Melbourne, Victoria, 3000 Signature Chief Executive Officer Game Management Authority 12, 535 Bourke Street Melbourne 30 :00




 



[2020] FWCA 5215

10

..,..,, y il,.,...: ............ /'c. 
{ 

Sinnature 

Marlo Baragwanath 
Chief Executive Officer 
Independent Broad-based Anti-:orruption Commission 

Level 1 North.. .459 Collins StrHt. Melbourne, Victoria, 3000 

S'ianahlr~ 
M1chel Masson 
CEO 
lnfrasb1.1ctur e Vkto1ia 
Level 33. 140 \\tllliam St 
Melbourne \i1C 1000 

~;, 
Sfrmaturc 

ST£VEDAAGAVEL 
LA.SOUR HIRE LICENSlNG COMMISSIONER 
BENDIGO 

Karen Cain 
CEO 
Latrobe Valley Authority 
Oepanment Jobs Precincts and Regions 

131 Princes DYe Mocwell VICtoria 

rohn ty11ch 
Acting Chief Municip'1 l n.~erto•· 
Local Governmeut.Jnspcctorate 
27 1·em St reet Melbourne vie 3 000 

12/08/2020 


my Banquenatt Signature Marlo Baragwanath Chief Executive Officer Independent Broad-based Anti-corruption Commission Level 1 North, 459 Collins Street, Melbourne, Victoria, 3000 Signature Michel Masson CEO Infrastructure Victoria Level 33. 140 William St Melbourne VIC 3000 Signature 12/08/2020 STEVE DARGAVEL LABOUR HIRE LICENSING COMMISSIONER. BENDIGO Me Signature Karen Cain CEO Latrobe Valley Authority Department Jobs Precincts and Regions 131 Princes Dve Morwell Victoria Signature John Lynch V Acting Chief Municipal Inspector Local Government Inspectorate 27/1 Spreing Street Melbourne Vic 3000




 



[2020] FWCA 5215

11

COREY HANNETT 
DIRECTOR·CENEIW. 
MAJOR TRA\ISPORT INFRASTRUCTURE AtmlORfTV 
L£VD. H , 121 EXH[B(TJON SlltEET, MELBOURNE 

Signature 

Mental Health Reform Victoria 
Chief Executive Officer 
23/50 Lonsdale Strfft 
Melbourne Vic 3000 

Signature 

ABBEY HOGAN 
Soficit:Of for Public Prosecutions 
Office of Public Prosecutions Victoria 

565 Lonsdale Street. Melbourne 3000 

-
Slanoture 
M:i.rtna r arri:m 
Cb.lt l P:arliarnent:try Coon.HI 

I Office of the Chief ParUmnencnry Counsel 
1 Macar1h11r Sl East Ml'.lbt.'l• rne \ rktorla 3002 


Gency Hannett Signature COREY HANNETT DIRECTOR-GENERAL MAJOR TRANSPORT INFRASTRUCTURE AUTHORITY LEVEL 14, 121 EXHIBITION STREET, MELBOURNE Signature Mental Health Reform Victoria Chief Executive Officer 23/50 Lonsdale Street Melbourne Vic 3000 Signature ABBEY HOGAN Solicitor for Public Prosecutions Office of Public Prosecutions Victoria 565 Lonsdale Street, Melbourne 3000 marina Farnan Signature Marina Farnan Chief Parliamentary Counsel Office of the Chief Parliamentary Counsel 1 Macarthur St East Melbourne Victoria 3002




 



[2020] FWCA 5215

12

-

Sianawr e 

Joshua Puls MVO 
Official Secretary 
Office of t he Governor 

Government House, Melboume Vic. 3004 

Sim1aturc 
SnmBluuumd 
1ufor1uauou cororutss1011er 

I 
Office of the Victorian lnforu1ation Co1nmis::sionccr 
121 E.sd1tb1ttou sn-eet-. Melbourne. VI«orta J000 

Signature 

Joseph Yeung 
Chief Executive Officer 
Portable Long Service Authority 

Level 1, 56-60 Ki Stre et Bendi o Vic 3550 

Sign ature 

Justine Heazlewood 
Director and Keeper of Publ ic Records 
Public Record Office Victoria 

99 Shie l Sueet North Melbourne VIC 3051 


Jala Pe Signature Joshua Puls MVO Official Secretary Office of the Governor Government House, Melbourne Vic. 3004 S-De Signature Sven Bluemmel Information Commissioner Office of the Victorian Information Commissioner 121 Exhibition Street, Melbourne, Victoria 3000 Signature Joseph Yeung Chief Executive Officer Portable Long Service Authority Level 1, 56-60 King Street Bendigo Vic 3550 Signature Justine Heazlewood Director and Keeper of Public Records Public Record Office Victoria 99 Shiel Street North Melbourne VIC 3051




 



[2020] FWCA 5215

13

Tr:loey G::mdty 
Cllieft:xecutive Officer 
RESPECT VICTORIA 
Ol D TREASUU ButlDING 
Level 2/ 20 Spring Street, 
Melbourne VIC 3000 

Stephen leane 
Road Safety Camera Commissioner 
121 Exhibition Sueet 
Melbourne 
VIC3001 

Sianawr e 

Adj, Assoc, Professor Ann Maree Keenan 
Actiog Chief Executive Officer 
Safer Care Victoria 
SO Lonsdale St reet, Viotoria, 3CNO 

o.ume e orton 
:hlof f ,i~utivo Oft1r:&ar 
Service Victoria 
Level 10. 1 Mc Nob Ave Footscrlly, 3011 


Signature Tracey Gaudry Chief Executive Officer RESPECT VICTORIA OLD TREASURY BUILDING Level 2/20 Spring Street, Melbourne VIC 3000 Road Safety Camera Commissioner Stephen Leane Road Safety Camera Commissioner 121 Exhibition Street Melbourne VIC 3001 Alleen. Signature Adj. Assoc. Professor Ann Maree Keenan Acting Chief Executive Officer Safer Care Victoria 50 Lonsdale Street, Victoria, 3000 Signature Joanne deMorton Chief Executive Officer Service Victoria Level 10, 1 Mc Nab Ave Footscray, 3011




 



[2020] FWCA 5215

14

Sianature 

Tom Considine 
Acting Chief ExerutivE, Officer 

Suburban Rail Loop Authority (ABN 69 981 208 782) 
level 36, 80 Collins Street, Me.lbourne, VIC. 3000 

~,,,,.-✓. , 

Sionature 
Claire f erres Miles 
Chief ~eulive Officer 
Sust~in;,bilit'( Victorii 
Level 28 
so tons.dale strtet 
Melbourne VIC 300:0 

Lance 
Emerson 

Orl.once eme~on, CtO 

Ot;:0111' l!on,:,j DI' un:t IIM!lO'I 
ONc~ .. c-" .. ~\lt,o,,;,,,. 
49",ryhotO..t:?--.--uo. 
t ll\d,.bc(ct'IICft(nfW!'ll""-4V.al ... , 
~1\f.t'J0tlt1i9filtt(,II.I) 

Victorian Agency fix Heailh Information 
SO Lonsdale Street 
Melbourne V,otoria 3000 

S1nnotu.re 
ANDRl:WGRtAVES 
AUDlTOR·G£NlRAL FOR VICTORIA 
YICTOJUAN AUDJTOR·CiE'N£RAL' S OF FICE 

UVEl 3 1. 35 COLLI.NS STREET 
MELBOURN£ VICTORIA 300 1 

2020-08-04 


2020-08-04 Signature Tom Considine Acting Chief Executive Officer Suburban Rail Loop Authority (ABN 69 981 208 782) Level 36, 80 Collins Street, Melbourne, VIC. 3000 Signature Claire Ferres Miles Chief Executive Officer Sustainability Victoria Level 28 50 Lonsdale Street Melbourne VIC 3000 Lance Die =- Lina Ley.mor, a-Victoran Emerson Signature Dr Lance Emerson , CEO Victorian Agency for Health Information 50 Lonsdale Street Melbourne, Victoria 3000 Signature ANDREW GREAVES AUDITOR-GENERAL. FOR VICTORIA VICTORIAN AUDITOR GENERAL'S OFFICE LEVEL 31, 35 COLLINS STREET MELBOURNE VICTORIA 3001




 



[2020] FWCA 5215

15

1111.mre 
OSS KI:~1'"IDY 

,UR 
l CTORI.-\N cml!IIISSION FOR C.-\.\IBL!i.',C .-u,"D LIQUOR REC1.J"LATION 

\ Il. 3. H !.filLUY STREET. RICHlllOND Jill 

Dan Stubbs 
Commissioner 
Victorian Disabil ity Worker Commission 
Level 20,570 Bourke Street, Melbourne 

~JAL 
Rlist•o Hilton 
COtnllllSffilDe r 
Victori:ln Equ~ Oppo1·tunity~o.d Huu1::iu Rights Commission 
Len·J 3, 20:J L•-._m Street~Ca.rllon. VIC. 3053 


Signature ROSS KENNEDY CHAIR VICTORIAN COMMISSION FOR GAMBLING AND LIQUOR REGULATION LEVEL 3, 12 SHELLEY STREET, RICHMOND 3121 DENtes Dan Stubbs Commissioner Victorian Disability Worker Commission Level 20, 570 Bourke Street, Melbourne Signature Warwick Gately AM Electoral Commissioner Victorian Electoral Commission Level 11. 530 Collins Street, Melbourne VIC 3000 Kand. A.le Kristen Hilton Commissioner Victorian Equal Opportunity and Human Rights Commission Level 3, 204 Lygon Street, Carlton, VIC, 3053




 



[2020] FWCA 5215

16

Sianature 

1Yavls Dowling 
CEO 
Vlctol'lau Fisheries Authority 
Level 19 / l Sp ring Street 
Melbourne VIC 3000 

l7 / 08/2020 

Signature 
Jill Garner 
Victorian Government Architect 

Department of Premier and Cabinet/Office of the Victorian Government Arcttitect 

Level 2, Old Treasury Building, 20 Spring Street, Melbourne, 
VIC, 3000 

Matthew Hocking 
Adi~ Victorim Gc.n·emm~ut Solidt-,r 
Victori;;m Go,·"•uaul!'!ut Solidto,·'s Offitt-
Level ZS lit E."dtibition Street Melbourne VIC 3000 

I s;q. ar .. ,. ~--~ 
' EAl'10~'N MOR.AN PSM QC 

INSPECTOR 
VICTORIAN lNSPECTORA TE 
LEVEL 8, s.65 BOURKE STREET, MELBOURNE 3000 


Signature Travis Dowling CEO Victorian Fisheries Authority Level 19 / 1 Spring Street Melbourne VIC 3000 17 / 08 / 2020 Signature Jill Garner Victorian Government Architect Department of Premier and Cabinet/Office of the Victorian Government Architect Level 2, Old Treasury Building, 20 Spring Street, Melbourne, VIC, 3000 N Matthew Hocking Acting Victorian Government Solicitor Victorian Government Solicitor's Office Level 25, 121 Exhibition Street, Melbourne VIC 3000 Earron More Signature EAMONN MORAN PSM QC INSPECTOR VICTORIAN INSPECTORATE LEVEL 8, 565 BOURKE STREET, MELBOURNE 3000




 



[2020] FWCA 5215

17

Si tOtur"(I 

FIOSAMCUAV 
BOARD ao & COMMISSIONER 
VJCTORIA:."1 LEGAL SERVICES BO.'\RD• ,'\ND COMMISSIONER 
I.EVELS 
555 BOUKRE STREET 
MELBOURNE YIC 3000 

Sianawre 

Oelofah Glass 
Ombudsman 
Victorian Ombudsman 

level2 
5708ourkeStreet 
Melbourne Vic 3000 

Acl:m1 FcmM!'"Y 
Couw1.ls,-lourr 
\ 1 irtorl::w Public S.-ctorCom.ntisdon 
3 Trcasnrv Place., East t-lrlbournc VIC 3002 

Sltane tu c.lll 

Chief Eli.'.ecutive Officer 
Victorian Re-rponribte Gomblfng Fouudatio11 
~vel 6, 14-20 Bbek;wood Strret 
Norl:11 M~lbourue Victori:. 3051 


Signature FIONA MCLEAY BOARD CEO & COMMISSIONER VICTORIAN LEGAL SERVICES BOARD AND COMMISSIONER LEVEL 5 555 BOUKRE STREET MELBOURNE VIC 3000 Signature Deborah Glass Ombudsman Victorian Ombudsman Level 2 570 Bourke Street Melbourne Vic 3000 S Signature Adam Fennessy Commissionen Victorian Public Sector Commission 3 Treasury Place, East Melbourne VIC 3002 Shane Lucas Chief Executive Officer Victorian Responsible Gambling Foundation Level 6, 14-20 Blackwood Street North Melbourne Victoria 3051




 



[2020] FWCA 5215

18








 

 

 

 

 

 

 

 

 

  

 

Victorian Public Service 

Enterprise Agreement 2020 

 

 

 

 

 

 

 

 

 

 

 






mcdermott
UT and Cons



Victorian Public Service Enterprise Agreement 2020 

 

2 

 

Table of Contents 

Section I – Core Terms and Conditions of Employment ................................................ 15 

Part 1 Application and Operation of Agreement .......................................................... 15 

Part 2 Flexible Work .......................................................................................................... 22 

Part 3 Communication, Consultation and Dispute Resolution .................................. 26 

Part 4 Employment Relationship and Related Arrangements .................................. 32 

Part 5 Salary and Related Matters .................................................................................. 60 

1. Title ............................................................................................................................................................................................................................. 15 

2. Definitions and interpretation ....................... u .................................................................... 1S 

3. Commencement Date and Period of Operation ................................................ 17 

4. Application of Agreement and Parties Covered ............................................... 18 

5. No Further Claims ............................................................................................ ...... ..................................................... 19 

6. Savings Provisions and Relationship with other Awards and Agreements 19 

7. Anti-Discrimination a nd Workplace Diversity~ ................................................ 20 

8. Flexible Work ................................................................................................................................................................. 22 

9. 'lndivid,ual Flexibility Arrangements ............................................................................................. 23 

l 0. Flexible Working Arrangements - Specific Circumstances ............................ 23 

11. 'Implementation of Change ....................................................................................................... 26 

12. Consultation on Changes to Rosters or Hours of Work. .................................. 27 

13. Res-olution of Disputes ....... u ................ u .............................................................................. 28 

14. Workload ............................................................................. .................................................................... ........................ .................... * ............................ 31 

15. 'Mobility Principles ................................................................................................................................................................... 32 

16. Mobillty Payment ...................................................................................................................................... 33 

17. Secure Employment .................................................................................................................................... 40 

18. Employment Categories and Entitlements ........................................................ 42 

19. Usual Place or Pl.aces of Work .................................................................................... 44 

2 U. Term i nation of Em p I oyme·n t ...................................... • .+ •• • . ........ + .................. + ................ + ... * ................. * ............. +. 4 7 

21. Costs of Employment Related Legal Proceedings ............................................ 49 

22. Working From. H·ome .................................................................................................................................. 49 

23. Red epl oy~ment .................................................................................................... .................................................... 49 

24. Management of Unsatisfactory Work Perfonnance ........................................ 49 

25. 'Management of Misconduct ............................................................................................................... 54 

2 6. App I lea tio .n ................................................................................................................................................................. 60 

27. Classifications and Salaries - VPS and VPS Aligned Adaptive Strucrures ... 60 

2H. Gender Equality ........................................................................................................................................................................ 63 








Victorian Public Service Enterprise Agreement 2020 

 

3 

 

Part 6 Hours of Work and Related Matters ................................................................... 81 

Part 7 Leave of Absence and Public Holidays ............................................................... 92 

29. Performance Development and Progression within a Value Range ............ 65 

30. Salary Increases ...................................................................................................................................................................................................... ,71 

31. Casual Employees - Loa.ding ............................................................................................................ 72 

32. Supported Wag-e S:yste m ............................................................................................... 72 

3 3. 'Payment Of Sala rieSu•t•tttt+• t•tttt••Ut•ttttt••ttt••ttUtttttttttHttttttttttttttttt tt t Htttttt I 1 1 I ttttt I I I 1111 I I 72 

3 4. Sal a ry Pac·kagi ng ................................................................................................................ 7 3 

35. Allowan,ces - Work or Conditions ...................................................................... ,,, 73 

36. Reimbursement of tixpenses•••••• ....... ..,. .............. ..,. ...... uu ............ ..,. .............................. ..,. ....... 77 

37. Superannuation ............................. t••··· .......................... ,, ..................................................... 79 

3 8. Hours of Work ........................................................ .., ..................... .., ........................................................................................................................... 81 

3 9. Shift Work ........................ .., ...... .., ...................................................................................................................................................................................... 81 

4U. Rest and Meal Breaks.. ....................................................................................... , ... 11,., ... 85 

41. Overtime ................................................................................................................................................................ 86 

42. Christmas Closedown ........................................................................................................................................... 90 

43. Childcare ................................................................................................................................................................................................. 91 

44. Leave of Absence - General ......................................................................................................... 92 

45. Annual Leave ............................................................................................................................................................................ 9 3 

46. Cashing Out of Annual Lea,ve ......... " ........ " ................................................................... 96 

4 7. Purchased Leave ..................... ,t ....................................................................................................................... ................. .. 9·7 

4H. 1 of ecti o us Dis eases ........................................................................................................................................ 98 

49. 'Da,ngerous Med,ica] Con·di.tions .......................... " .................................................... 98 

50. 'Public Holidays ............................................................................................................................................................ 98 

51. Personal/ Carer's Leave..,. ............................................................................................... 99 

52. 'Family Violence Leave ........................................................................................................ 105 

53. 'Milita,ry Service Sick Leave ................................................................................................................................. 107 

54. Co1npassionate Leave ........ u ......................... .., .............. .,.. . .................................................. u ....... 107 

55. Parental Leave ............................................................................... tt••······ .................................. l09 

56. Surrogacy Lea.ve ..................................................................................................................................................................................................... 121 

57. 'Foster a:nd Kinship Care Lea,ve ........................................................................................ 122 

58. Gender Transition Leave .. uu ..... • :• ............................................................................... , ...... 123 

59. :Leave to Atte nd Rehab ilitation Program .......................................................... 124 

6U. Cultural and CeremoniaJ Leave .............................................................................................. 12,5 

61. Leave to participate in the First Peoples' Assembly of Victoria .................. 126 

62. Long Service Leave ,t ...................... ............ ................................................................................. . .............. 126 








Victorian Public Service Enterprise Agreement 2020 

 

4 

 

Part 8 Emergency Management ..................................................................................... 134 

Part 9 Occupational Health and Safety ......................................................................... 144 

 Redeployment ............................................................................................ 150 

 Supported Wage System .......................................................................... 151 

 VPS Salaries and Classification and Value Range Descriptors ......... 154 

 Legal Officer Adaptive Structure and Classification and Value Range 
Descriptors 181 

 Allied Health Adaptive Structure and Classification and Value Range 
Descriptors 189 

63. Defence R.eserve Leave .... uu••tt••+t•••tt•tt• ttt•tttttlttttttttttttttttltttttttttttttttttttttltttlttltltltttl 130 

(-.4 . Jury Sei-vice ...................................................................................................................................................................................... 1.31 

65. Leave for Blood Don.ations .............................................................................................................. 131 

66. Leave to Engage in Voluntary Emergency Management Acti.vities ............. 131 

67. ·voluntary Community Activities Leave ............................................................ 132 

68. Participation in Sporting Even.ts u ......................................................................................... 132 

69. Study Leave ................................................................................................................................................................ 132 

70. Other Leave ........................................................................................................................................................................................... 133 

71 . Review of Emergency Management Provisions .............................................. 134 

72. VPS Emergency Surge Capacity for State, Regional or Incident Control 
Centres .............................................................................................................................................................................. 134 

7 3 . Accident Make--Up Pay .................................. u .. ttttH·tt .. tttt•• ........ 11 ............................... 11 .. 11 l 44-

74. Occupational Health and Safety and Rehabilitation ...................................... 144 

75. Industrial Relations/Occupational Health and Safety Training ................. 148 

76. Facilities., Equipment and Accommodation - General .................................. 148 

77. ,Agreement Compliance and Union Related Matters ..................................... 148 

7H. 'Right of Entry .............................................................................................................................. 149 

Schedule A 

Schedule B 

1. Supported Wage s.ystem .................................................................................................................................................. 151 

Schedule C 

1. VPS Salaries" ...................................................................................................................................... " ..... " ...... 1:54 

2. VPS Career Structure Classification and Value Range Standard Descriptors 
.. ..................................... ................................... ,u ... • . .... , ..................................................... ......... ++++++ .... + .......................................................................... 161 

Schedule D 

1. 

2. 

:Legal Office r Adaptive Structure ..................................................................................................................... 181 

Legal Grade and Value Range Descriptors ...................................................... 182 

Schedule 

]. 

2. 

Allied Health Adaptive Structure ................. ,... ......................................................... 189 

Speech Pathologists, Social Workers, Psychologists/Guidance Officers and 
Related Professions (Allied Health) Grade and Value Range Descriptors 190 








Victorian Public Service Enterprise Agreement 2020 

 

5 

 

 Science Adaptive Structure and Grade and Value Range Descriptors
 193 

 Adaptive Structures .................................................................................. 199 

Section II – Agency Specific Arrangements .................................................................... 201 

Appendix 1 Department of Justice and Community Safety .................................... 202 

  ............................................................................................. 202 

  ................................................................................................. 209 

  ...................................................................................... 221 

  .............................................................................. 222 

  ....................................................................................................... 222 

  ........................................................ 224 

 ................................................................................... 225 

  .......................................................................................................... 225 

Schedule F 

1. Science Adaptive Structure• uttt• t •• t •t:ttt••++ttttttt••tt••tttUtlttttt•tt• ttttttttHtttttttttttttttttttttl 193 

2. Science Grade and Value Range Descriptors .................................................. 194 

Schedule G 

1. VPS Aligned Adaptive Classiflcation Structures ............................................. 199 

2. 

1. 

Pa.11 

1. 

2. 

3. 

4. 

5. 

6. 

Part 2 

7. 

8. 

9. 

Part 3 

10. 

Non-VPS Aligned Adaptive Classification Structures .................................... 199 

Agen.cy Specific Arrangements ............................................................................ 201 

Corrections Victoria 

Mental Health and Wellbe·ing..,. • ..,.. ....................................................................... , .... ,,., 202 

Work or C,onditi,ons Allowances ..... u •••+••••tttt••tt • tt • tt• t •tttttttHtttttUtttttttttttttltttttttltll 202 

Wulgunggo Ngalu Learning Place ................................................................................................. 205 

Cu.stodial Officers- Hours of Work and Rosters ............................................ 207 

Flexible working arra·ngements • t • tt••••t •••••••U ••tttHHHtttttttttUtttttltltlltHtltlllllttltlltll 2.os 
Workplace Consultative Arrangements .......................................... H ...... . ........ 2.09 

Cu.stodial Officers 

Custodial Officer Structure - VPS Aligned Adaptive Structure .................... 209 

Custodial Officer Structure - 80 hour fort.night ............................................. 211 

Custodial Officer Classification Descriptors ................................................... 213 

Community Corrections 

Communi.ty Corrections Practitioner (CCP) - VPS Aligned Adaptive 
Classification. Structure ......................................................................................................................... 221 

Part 4 Office of the Public Advocate 

11. Work or Conditions Allowances - Pager Allowance ...................................... 222 

P1:1rt 5 Sheriffs Office 

12. Work or Conditions Allowances - Rostered Employees ............................... 222 

13. Sh,eriffs Officer - Fitness for Duty .. uuuu+• tH• +•••H ••H • +tH• H ••U • UHHHHt ......................... :223 

14. Reviews during life of the Agreement ...................................... u ....... ................. 223 

Part 6 Sherriff s Officer Classification Structure 

15. Sherriffs Officer Classification Structure ........................................................ 224 

Part 7 Consumer Affairs Victoria 

16. Shop Trading Inspectors Stand-By Allowance ................................................ 2-25 

Part 8 Youth Justice 

17. Vo u th Justice w O rker Structure ..................................................... tit ...... tit .. " I .. 22.s 








Victorian Public Service Enterprise Agreement 2020 

 

6 

 

 

....................... 227 

  ......................................................................... 238 

  ............................................................... 241 

 

 . 243 

 

 ........................................................... 243 

18. Shift Al1owances - Saturday and Sundays ....................................................... 226 

19. Time Recording ........................................................................................................... , .... 1••···· 226 

20. Overtime (Child and Dependent Care}, Sleepover and Court Allowances 226 

Part 9 Youth Justice - Non-VPS Aligned Adaptive Classification Structure and 
Descriptors - Department of Justice and Community Safety 

21. You th Justice Worker ...... u ....... ..., .......... .,. ............................... ..,.. .......................................... u .... 227 

22. Youth Justice Custodial Career Structure Classifications and Standard 
De scrip to rs .t . ............. -1 ............ t:..,••t: ............ 'li., .................... u: ............................................................ u ...................................... 231 

Part 10 Youth Justice Custodial Centres 

23. Overti1ne ........................................................................................................................................................................................ 238 

24. Youth Justice practice principles .... u ................... ,.. ............................................ 238 

25. Training and Consultative Mechanisms. .......................................................... 239 

26. Provision of Protective Clothing - Youth Justice Custodial Centres. .......... 239 

27. 'Employee Development .................................................................................................................... 2-40 

28. Stand-by/ Reca11 Allowance - Youth Justice Custodial Centres .................. 240 

29. Safety and Emergency Response Team ............................................................. 241 

Par1 11 Children, Youth and Families Stream 

3 U. App I lea ti on ...................................................................................................................................................................................................................... 241 

31. Ten Hour Break,u .. u • H • t:UUl• -t-tt• .. ••u .. 1 • -t• l ••.••UH ............................................................................................. u 241 

3 2. Overtime and Additional Leave .................................................................................... 24 2 

Part 12 Child Protection Practitioner Structure - Non-VPS .Aligned .Adaptive 
C-1-s -•r. -at' - S-tr ctr - De art - t fJ sr· ---a de-- ·tys-- ~, ty a s1 1c _ 10n _ u u e - _ p __ men o_ u ice n _ ommum a,e _ 

3 3. App I lea tio 0 .......................................................................................................................................................................................................... :243 

34. Child Protection Practitioner Structure .......................................................... 243 

Part 13 Victorian Institute of Forensic Medicine - Forensic Nurse Examiners and 
Forensic Nurse (Biologic-al Specimens) 

35. Application of Part 13 of this Appendix ............................................................. 143 

36. Type of Employment ........................................................................................................................ 244 

3 7. Fitness for duty ......................................................................................................................... , ...................... 245 

38. Hourly rates of pay- Forensic Nurse Examiner Employees ........................ 245 

39. Hourly rates of pay - Forensic Nurse (Biological Specimens) Employees 245 

4U. Travel time .............................................................................................................................................................. 2 46 

41. On-ca 11 ,/ sta.nd-by' .............................................................................................................................................. 2 46 

42. Forensic Report Allowance - Forensic Nurse Examiners ............................. 246 

43. Forensic Report Allowance - Forensic Nurse (Biological Specimen) ........ 247 

44. Court Attendance - Forensic Nurse Examiners: .............................................. 248 

45. Court Attendance - Forensic Nurse (Biological Specimen) ......................... 248 








Victorian Public Service Enterprise Agreement 2020 

 

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Appendix 2 Department of Education and Training ................................................ 250 

  .......................................... 250 

Appendix 3 Environment Protection Authority Victoria ........................................ 252 

  ............................................................................................. 252 

 .................................................................................................. 255 

Appendix 4 Department of Health and Human Services ........................................ 268 

  ................................................................................................................... 268 

  .................................................................................................... 270 

Part 3 Child Protection Practitioner Structure – Children, Youth and Families 
Stream - Non-VPS Aligned Adaptive Structures and Classification 
Descriptors ............................................................................................................ 275 

46. 

Paa1 1 

1. 

2. 

Paa1 1 

1. 

2. 

3. 

4. 

Part 2 

5. 

6. 

7. 

Paa11 

1. 

2. 

3. 

4. 

5. 

6. 

Part 2 

7. 

8. 

9. 

10. 

11. 

12. 

13. 

14. 

15. 

Reimbursement ,of Expenses..•. ... t • tt•• t••··••tt•• t • t•• ........................... , •• ,,.,,,,,,,,,,,,,,,, •• , 249 

Victorian Curriculum and Assessment Authority 

De finj ti O ns.. •••• •••••• ••••• •••••• tt•••••••t • •••••••••••• • tt ••••••••• t I •••••••• t. t ........ It t t f ••• ' 11 •• t t •• I •• I ••• t t H 11 ••• 2.so 
Stand -by +t:t• t ••-••.• tt, ............... u.u ............................... , ••• , •• ,,.,,,, .,, •••• ,,,,,,, ,. , , , , , , , ,, , ., ,., , , , , 2-50 

Common Provisions 

Definitions.. .................................................................................................................................................................................. 252 

Gene ral ., .............................................................................................................................................................................................................. 253 

Arrangemenits.. ................................................... lt .......................................................................... 253 

Provisions ..................................................................................................................................................... 254 

After-hours Roles 

Regularly Rostered Stand-by Roles and Allowances ..................................... 255 

After-hours Roles Activated and On Emergency Stand-by ........................... 260 

0th.er Rates., Allowances and Terms ...................................................................................... 266 

General 

Annual Leave - Sh ift Workers - Additional Leave - Optional Payment .... Z68 

Shift Allowances - Saturday and Sundays ....................................................... 2.68 

Time Reco rding. .................................................................................................................................. 268 

Leave at Half Pay· ............................................................................................................................................... 268 

Overtime (Child and Dependent Care), Sleepover and Court Allowances 268 

Stand-by/ Recall Allowance .................................................................................................. 2-70 

Child Protection 

Appl lca tio n ................................................................................................................................................. 2 70 

Child Protection Practitioner Structure .......................................................... 2.70 

'Rural Aft1er Hours Stand-By .................................................................................................... 270 

Ten Hour Breal... ............................................................................................................................................... 2,71 

Night Shift Allowan.ce ................................................................................................................................. 272 

Overtjme and Addi tiona·1 Leave ................................. u ................................................ :272 

Professional Development Leave ................................................................................. 273 

Reimbursement for Damaged Clothing - Child Protection Practitioners .274 

Provision of Pl"'Otective Clothing - Streetworks (SOS) Program ................. 274 








Victorian Public Service Enterprise Agreement 2020 

 

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Part 4 Child Protection Practitioner Structure – Child Protection Practitioner 
Stream - Non-VPS Aligned Adaptive Structures and Classification 
Descriptors – Department of Health and Human Services .......................... 287 

  ................................................................................... 297 

  ................................................................................................ 298 

Part 7 Housing Officer / Housing Customer Service Officer – Classification 
Descriptors ............................................................................................................ 304 

  ...................................................................................... 309 

Appendix 5 Department of Jobs, Precincts and Regions ......................................... 310 

  ............................................................... 310 

16. Child Protection Practitioner Structure - Children, Youth and Families 
( CYF) Strea ffl-t••••-1 ...................................... u , .......................................................................... llllllllltflllllll 2 75 

17. Child Protection Practitioner- Children, Youth & FamUies Stream -
Classifications and Standard Descriptors. ....................................................... 278 

18. Child Protection Practitioner Structure - Child Protection Practitioner 
( CPP) Stream .......................................................................................................... 287 

19. Child Protection Practitioner- Child Protection Stream - Classifications 
and Standard Descriptors ........................................................................................... 289 

P1:1rt 5 Secure Welfare Programs 

2 u. Appl ica ti o n .................. .., ••• .., •• ,t ......................... .., ••••••••••• .., ......................................................................................................... ,2 9·7 

21. Overtiine ................................................................................................................................................................................................................................. 297 

22. Secu_re Welfare Practice Principles .... ..., ..................................... ..., .................................. 297 

23. Training and Consultative Mechanisms. .......................................................... 297 

24. Provision of Protective Clothing- Secure Welfare Programs ..................... 297 

25. Employee Development .................................................................................................. 298 

P1:1rt 6 Housing Programs 

26. Housing Services Officer and Housing Customer Service Officer Structures 
.............................................................................................................................................................................................. 2 98 

27. Stand-By/Recan Allowances for Housing Services Employees ................... 299 

28. Provision of Work Clothing- Housing programs .......................................... 300 

29. CaU Centres - Housing and Communiry Building Maintenance Call Centres 
................................................................................................................................................................................................................................................ 301 

30. ,Housing Working Party, .......................................................................................................................... 303 

31. Housing Officer/ Housing Customer Servi.ce Officer - Classification, 
Descriptor.s .............................................................................................................................................................................................. 3,04 

P1:111: 8 Senior Medical Advisors 

3 2. Vehicle ..... • ..u , ............... u .............. t ...... f'.f' .......... f' ............................................................................................. 3 09 

33. On-Call Duty Requirement ....................................................................................................... 309 

34. Special .Leave ..................................................... 9 ........................................................................................... 309 

3 5. Private Practic,e ................................................... f' ...................................................................................... 309 

1. Operation. of this Appendix ......................................................................................................... 310 

Pa.11 Stand-by, Recall and Related Matte rs 

2. Application .............................................................................................................................. 310 








Victorian Public Service Enterprise Agreement 2020 

 

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  .................................................................................................. 319 

Appendix 6 Department of Environment, Land, Water and Planning ................. 327 

  .................................................................................................. 327 

3. 

4. 

5. 

6. 

7. 

8. 

9. 

10. 

11. 

12. 

13. 

Part 2 

14. 

15. 

16. 

17. 

18. 

19. 

20. 

21. 

22. 

23. 

24. 

.,--~. 
26. 

27. 

28. 

29. 

30. 

31. 

32. 

33. 

Pn111 

1. 

2. 

,Non-Emergency Stand-By o •ttt•ttt•• t ••••t • tt • ttttuutt•tt ................ , .... ,,,,,,, .. ,, ,,,,,,,, .. ,,,,,,, 310 

S-ta.nd-By on a Vessel .............................................................................................................................................................................. 311 

Rec.all to Duty· .............................................................................................................................................................................................. 312 

Camp i11.g ...................................................................................................................... , •••••••••••• 312 

Ocean Going, Al Iowa nee ........ tt•••+++• +• tt• •••tt••t• ++•++••tt••tttt••tt•tttt•tt•tt•tt•tt•tt•tttt•tt•tt•tt•tt• 313 

Ship keeping Allowance ....................................................................................... 313 

Diving Allowan.ce ............................................................................................................................................... 313 

:Farm and Building Secu.rity Allo·wance ........................................................................ 3·14 

Remote Locations . .,.. ...................................................................................................... 315 

Overseas and Interstate Travel .......................................................................................... 317 

Overtiine ................................................................................ -1 .............. -1 ...................... -1 .................................................................................. ., .......... 317 

Emergency Work 

Appl lea don ............................................................................................................... , ................ , .. , ........ 11,. 319 

Retention of cl.assification ...................................................................... ,.1111 .. ,, •••• " ................... 32.0 

Norma] hours of work. .......................................................................................................................................... 32.0 

Work period ................................................................................................................................................. 32.0 

Rest period ........................................................................................ •11,,. 1 • .11., ...... , 11, 11,, •••• , •• , •• , ......... , • , , 3 2.0 

Meal interval .................................................................................................................................................................... 321 

'Monday to· Fri day payment. .................................................................................................................................... 321 

Saturday work ........................................................................................................................................................................................................... 321 

Sunday and Public Holiday work ...... • . .... • . .......... ••. .. ••. .. u .... ••. .. u ..................................... 321 

Stand -by ................................................................................................................................................................................................................. 321 

Callout ................................................................................................................................................................................................... 3 23 

Trave 11 ing ti·me .................................................................................................................................................................................. 323 

Resumption of n,o rmal duties .. .,. ............. • . .................................................................. 323 

Provision of meals .................................................................................................................................... 3·24 

Cam ping fa cil i tles ................................................................................................................................................. 324-

Footwear· an.d clothing .......... u ...................................................................... 11.HtlHtttt••··••ttlllltllt•tt•ttlt• 3·24 

Emergency Deployment Allowance..•. ... • .••. .. ..,. ............................................. " ............... ,3·24 

,Emergency Supp•ort Allowa·n.ce ..................................................................................... 325 

:incident Management Team Pay·ments .......................................................................... 325 

Payment of Overtime Ceiling.• .• ................................................................. , •• , •• , ................. 326 

Emergency Work 

'Eme~ency Work ..................................................................................................................................................................................... 327 

Retention of classification ..................................................................................................................... 3 28 








Victorian Public Service Enterprise Agreement 2020 

 

10 

 

  ................................................................................................................. 345 

  ............................................................................................................. 346 

  ..................................................................................... 350 

3. 

4. 

5. 

6. 

7. 

8. 

9. 

10. 

11. 

12. 

13. 

14. 

15. 

16. 

17. 

18. 

l'J. 

20. 

21. 

22. 

23. 

24. 

25. 

26. 

27. 

Part 2 

28. 

Part 3 

29. 

30. 

31. 

32. 

Part4 

33. 

34. 

'Fit for Erne rgency .... tttt•••tt• ttt•t • t • tt • tt • U • Utttttu, ........................ , •• ,,,, ,,,,,,. ,, ,,,,,,,, .. ,,,,,,, 3 28 

Norma] hours of work. .......................................................................................... 328 

Work period ............................................................................................................. 328 

Rest period •••••••••••••••••••••••••••••••••• , .......................................................... ,., ...... ,, ......... 3 2 8 

Meal :in te rval ••••• t:••···············••t••··················· ............ ,,, .. , ,, , , , , , ,, ,,,.,,,, ... , .. , , , , , , , , , ,,,,.,,,, 3 29 
Monday to· Friday ,payment. ................................................................................. 329 

Saturday WO rk ............................................................................................................... 329 

Sund"ay and Public Holiday work ...................... u ... ,... ................................................. 330 

Stand -by •• . ... -1 .................................... !t .................................................. 11,, 1 •••• 11111,, 1. 11111, 1 •••••••• 1,,, 33 0 

Duty Officer ................................................................................................................. 331 

Callo ut •• -1-1•-1••·················· .............................. * ....... t- ......... * ...................................... -1 .. , ............................ 3 3 2 

Trave I ling tl'me ..................................................................................... t- ..... t- .................................... ................................ 333 

Resumption of n,ormal duties .. u ........................................... • tH• • HHt• • ttU• tt • tt • t t • tt • t • 333 

Rest periods for deployments between emergency duties .......................... 334 

Provision of meals ........................................................................ * ................................................... 3.34 

'Emergency Field Allowan,ce .................................................................................. 33.5 

Emergency Sup,p,ort Allowan.ce .............. ,u++• +H•• tH• Htttf • tHttttlltl••t-t••····••Htt••·····"lttl 336 

Incident Management Team Responsibility Payments ................................ 336 

·payment of O ve rti me Ceil in~ ..................................................... , ....................... 3 3 9 

De finitio ns..i ........................................... !t ........... t-................................................... , .................. 3 3 9 

Ros ters ...... t .............. t ........................................................................... ..................... . , ••• , ••••••••••••••• 3 40 

'Financial Support for Personal Injuries .......................................................... 341 

Additional superannuation for Employees engaged in fire management 
and fire res.ponse .................................................................................................................... 342 

Fatigue Management Leave ............................................................................................ 343 

Night ,d,uty al Iowa nee t+u++•+++ .................. u.• tt!tHttH•ntt-HHtH•tt .. ••····· ..................... , •••••••• 345 

Overtime 

Overti1n e ............................................................ !t .............. *•• ............................................................ 3 45 

Allowances 

Camping Allowan,ce ....................................... !t .......... * ..................................... , ••••• H ......................... 346 

:Non-Em e~ency Stand-by .......................................................................................................................... 347 

Re1note Locations ................................... !t ................... !t ...................................................................... 348 

Overseas and Interstate Allow,ance ......................................................................... 350 

Customer Se:rvice Ce11tre 

CSC Work Environment ................................................................................................................... 350 

CSC Practice Pri nci pies ................................................................................................. 350 








Victorian Public Service Enterprise Agreement 2020 

 

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Appendix 7 Ministerial Transport Officers ............................................................... 351 

Part 1 Ministerial Transport Officers ........................................................................... 351 

Part 2 Non-VPS Aligned Adaptive Structure and Classification Descriptors – 
Ministerial Transport Officers ........................................................................... 360 

Appendix 8 Victoria Police ............................................................................................ 363 

  ................................................................................................................... 363 

  ................................................................................................... 363 

 

 .............................................................................. 365 

  .................................................................................................. 374 

  ........................................................................................ 375 

3 5. Training and Develo pment.•••••••••••••••••••••••t•••••••••••••••••••••• .. •••••••••••••• ••••••••••••••• , ••• 350 

1. Ap,plication ........................................................................................................................................................................................................................ 351 

2. Ministerial Transport Officers Structure ......................................................... 351 

3. Hours of Work and Overtime ... u ... HHHUHHtH• HHH .. HHH•• .. HH••HH•••HH••••U•.• HH•••t • H•• .. 3,51 

4. AddJtional Overtime ................................................................................................................................................... , .............. , .. , .......... , .. 352 

5. Maximum Daily Hours and Minimum Rest Pertod ........................................ 354 

6. .Review of Working Arrangements for Ministerial Transport Officers ..... 355 

7. Allowan,ces and Expenses UUHH••H • H .......... u ................................................................. 355 

8. Drivers Licenses - Proof of Currency' .......................................... ltt ....................... ltt .... 359 

9. Assjsting with Pool Duties ............................................................................................................ 359 

1 o. Compliance witlt Road Laws ....................................................................................... 359 

11. 'Use of Ministerial Vehicles ............................................................. , ........ ,, ..................................... 360 

12. .Annualised Salary .Arrangements for Ministerial Transport Officers ....... 360 

Pa.11 General 

1. Allowances ......................................................................................................................................................................................................... , ......... 363 

2. Commuted Allowance ................................................................................................................................................................. 363 

Part 2 Forensic Officers 

3. Forensic Officer Structure ..................................................... u ....................................... 363 

4. Recall Provisions ......................................................................................................................................................................................... 363 

5. Tr aini11g .................................................................................................................................................................... , , .. , ..................... 3 64 

Part 3 Forensic Officers - Non-VPS Aligned Adaptive Classification Structures and 
Descriptors - Victoria Police 

6. Forensic Officer Structure ...................................................................................................................... 365 

7. Forensic Officer Wo,rk Level Descriptors ........................................................ 367 

Part 4 Property Officers 

8. U nif o rn1 .......................................................................................................................................................................................... , 3 7 4 

Part 5 PoUce Custody Officers 

9. General ...................................................................................................................................................... , .................................. , .............. 375 

14). Appointment and Salary .................................................................................................................................... , .. 375 

11. Hours of Work ............................................................................................................................................ ,,, ............ , .. ,., ...... , .... ,, .......... ,, .. 375 

12. U niforn1 .... • . ......................................................................................................... , .................. , ............... , ... 11 ...... ,1 .. , .... 1 ...... 1 ..... ,, ............ 11 .. 3 76 








Victorian Public Service Enterprise Agreement 2020 

 

12 

 

 

 .................................................... 376 

  ..................................... 378 

Appendix 9 Commercial Passenger Vehicles Victoria ............................................. 381 

Appendix 10 Independent Broad-based Anti-corruption Commission ................. 383 

 

 ........................................................................................................... 383 

 

 .............................................................................................................. 389 

Appendix 11 Court Services Victoria ............................................................................. 394 

Part 6 Po1ice Custody Officer VPS Aligned Classification Strucrure and 
Classification Descriptors - Victoria Police 

13. 'Po]ice Custody Offi,cer Structure ................ u, ...................... ,, .. ttn••····••tt••·····••tt•11, 376 

14. Police Custody Officer Descriptors ..................................................................... 377 

Part 7 Police Custody Officers - Classification Descriptors 

15. Police Custody Officer Classification Oescriptors .......................................... 378 

1. Application ......................................................................................................................................................................................................... 381 

2. Court Appe.ara11ces .................................................................................................................................................................... 381 

3. 'N O'n-E me rgen cy Stand-By ..................................................................................................... 381 

Pa.11 Surveillance, Investigators, Intelligence Analysts and Senior Forensic 
Accountants 

1. Introduction ................................................................................................................................................................................................................. 383 

2. 'Eligible Employees ............................................................................................................................................................................ 383 

3. Composite Al Iowa nce ...... u ....... u .. •••++•tt•++• ...... u ............................................ , •••• , , • , 3-84 

4. Ordinary Hours of Work for Eligible Surveillance Officers ......................... 385 

5. Work Ar~rangements .......................................................................................................................... 385 

6. Election of Composite Allowance .......................................................................... 386 

7. Payment ofC:omp·osite Allowa·nce ................. u ...... u ................................ uu .............. 386 

8. Ending the ,Composite A]lowance .................................................................................................. 387 

9. Overtim.e and TOIL .................................................................................................................................................................. 388 

14J. Stand-by ............................................................................................................................................................................... 388 

11. Record and Review of Hours Worked u ............... u ............................. " ............... 389 

12. :Rosteri,ng Princi,ples ..................................................................................................................................... 389 

Part 2 Supplementary Terms and Conditions of Employment for Operational 
Employees 

13. 'Introduction and Applic.atio,n ............................................................................................. 389 

14. Operational Stand-by Allowance-tu• H++++ ......... u .. uuuuntHHHHHttttHtHt•HtHttt•Htt••····· 390 

15. Payment of Overtime ........................................................................................................................... 391 

16. Hours of Work Outside the Span of Hours (Not Overtime) .......................... 392 

17. TO IL ... 41 ...................................................................................................................................................................................................... 392 

18. Approval p roe es s .................................................................................................................................................................. 39 3 

1. Introduction and Applic.ation ............................................................................................................ 3,94 

2. Court Registrars Structure ....................................................................................................................... 394 








Victorian Public Service Enterprise Agreement 2020 

 

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Appendix 12 Office of the Governor .............................................................................. 398 

Appendix 13 Victorian Commission for Gambling and Liquor Regulation ........... 403 

Appendix 14 Game Management Authority ................................................................. 406 

Appendix 15 Victorian Fisheries Authority ................................................................. 412 

Part 1 Stand-by, Recall and Related Matters ............................................................... 412 

3. Supreme Court of Victoria Tipstaves and Associates Additional Leave 
Arrangements... ........... t ....................... ittt ........................... ttt tttttt It I tit 11111 H 11111 It ....... 1111III11111111 tf 1111111 3 95 

4. County Court of Victoria Tipstaves and Associates Additional Leave 
Arrangements.. •••••••••••••••••••••••••••••••••••••••••••• ttttttttttt tttl ttttt I I I 11 ti It It 11 I I 111 tit I I 11111 I I If It 11111 3 95 

5. Circuit Court Allo·wance ...................................................................................... 395 

6. County' Court Uniform Provisions ............................................. " ........................ 396 

1. Commuted Overtime Allowance • .u • u •••H ••HHU+HHHHHIHIHIHtlttttltlllllltttlllllllltltlllll398 

2. U nifOrms .................................................................................................................................................................................... 398 

3. AJlowances and Expenses - Transport Offlcers/Drivers ............................. .401 

1. Application .................................................................... lt ......................... lt ........................................................................................................ 403 

2. Restr.aint Of Trade Allowance .......................... u .................. • t .... t • tU .. tttt••U••tU••UtUH ............... 403 

3. lnspectorial Shift, Roster and Allowance Arrangements ............................. 403 

1. Application .......................................................................................................................................................................... 406 

z. Non-Emergen,cy Stand-By / Recall UU•••• ........ u .......................................................... 406 

3. Recall to Duty· ...................................................................................................................................................................................... 406 

4. Campi11g ........................................................................................................................................................................................................................... 407 

5. Re1note Locatio11s ........................................................................................................................................................... 407 

6. Overseas and Interstate Travel u ••u .. u ........... uuuuttt .. ttHHHH .. ttttt••········ .. ········ ......... 409 

7. :Emergency Work ............................................................................................................................................... 410 

8. Overtime .................................................................................................................................................................................. 410 

1. Opera don of this: Appendix ............................................................................................... 412 

2. Non-Emer-gency Stand-By ............................................................................................................................................. 412 

3. St:and-By on a Vessel .................................................................................................................................................................................... 413 

4. Rec.a 11 to Duty· ............................................................................................................................................................... 413 

5. Duty Officers .............................................................................................................................. ................................................ ............. 414 

6. Campi11g ........................................................................................................................................................................................................ 414 

7. Ocean Going Allowa nce ........................................................................................................................................ 415 

8. Shipkeepln.g A]low.ance .. u ........................................................................................................... 416 

9. Diving All owa nee ................................................................................................................................................................. 416 

14J. Reino te Loca ti 011 ........................................................................................................................................................................... 417 

11. Overseas and J.nterstate Travel .................................................................................. 418 








Victorian Public Service Enterprise Agreement 2020 

 

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Part 2 Emergency Work .................................................................................................. 419 

Part 3 Fisheries Officers Matters ................................................................................... 420 

Part 4 Fisheries Officer Structure –VPS Aligned Adaptive Structures – Victorian 
Fisheries Authority .............................................................................................. 421 

Appendix 16 Department of Transport and Major Transport Infrastructure 
Authority 423 

 ........................................................................................................................... 424 

 

12. Overti1ne.•. ................... u•• t•tt•• tttt• tttt•tt• ........................................................................ 418 

13. 'Eme~ency Work ............................................................................................................................ 419 

14. Application ••••••••••••••••••••••••••••••••••••••••••••••••••••••••••••• ,.,, ••••••• ,, ,1, ••1•,,,,,, 1 ,, .1,,, • 1, •• t-t Ill I I., 4 2,0 

15. Paid Rest Period for Compliance Work_ ............................................................ 42,0 

16. Replacement of Damaged Clothing - Fisheries Officers ............................... 420 

17. Shift Work ............................................................ _ .............. t-.. :t ............... 1- .................... ............. t- .. ••··············••t-••········ ............ 42,0 

18. Marine Qua I iflcation Allowance ........ t:••t•t:••t:••·······••t:••+.••t••···············••t••················ 421 

19. Fisher ies Officer Structure ................................................................................................................................... 421 

1. Arra ngen1ents.. ................................................................................................................................................................................. 423 

2. Professiona) Engineers Registration. ................................................................ 423 

3. Emef'gency Management ....................................................................................................................................... 423 

Signatories 








Victorian Public Service Enterprise Agreement 2020 

15 

 

 

 

 Title 

This Agreement will be known as the Victorian Public Service Enterprise Agreement 2020. 

 Definitions and interpretation 

In this document, unless the contrary intention appears: 

Accredited Representative of the Union means an officer or employee of the Union or 
a workplace delegate accredited by an authorised officer of the Union  

Agency means a Public Service Body under the Public Administration Act 2004 (Vic), or 
an office or authority for which an office holder has been designated to have the functions 
of a public service body head under that Act, or designated under another Act 

Agreement means the Victorian Public Service Enterprise Agreement 2020 

Child unless otherwise defined means:  

(a) someone who is child of the Employee within the meaning of the Family Law Act 
1975 (Cth), and 

(b) an adopted child or step-child of the person. 

It doesn’t matter whether the child is an adult. 

CPSU means the Community and Public Sector Union 

De Facto Partner means: 

(c) a person who, although not legally married to the Employee, lives with the 
Employee in a relationship as a couple on a genuine domestic basis (whether the 
Employee and the person are of the same sex or different sexes); and 

(d) includes a former De Facto Partner of the Employee. 

Employee means an Employee of the Crown employed pursuant to Division 4 of Part 3 
or Division 3 of Part 6 of the PAA  other than an Employee described in (a) to (g) below. 
To avoid doubt, an Act other than the PAA may prescribe that an Employee is employed 
pursuant to Division 4 Part 3 or Division 3 Part 6 of the PAA. 

(a) An Employee eligible to be a member of the CPSU who is employed under the 
Education and Training Reform Act 2006 (Vic). 

(b) An Employee eligible to be a member of the Health Services Union. 

(c) An Employee eligible to be a member of the CPSU who is employed pursuant to the 
Emergency Services Superannuation Act 1986 (Vic). 

Section I - Core Terms and Conditions of Employment 

Part l Application and Operation of Agreement 

1. 

2. 








Victorian Public Service Enterprise Agreement 2020 

16 

 

 

(d) An Employee eligible to be a member of the Australian Nursing and Midwifery 
Federation or the CPSU who is employed as a nursing professional in a position 
requiring mandatory qualifications within the Maternal and Child Health Line (or 
any successor functional area);  

(e) A locally engaged Employee in an overseas office/work location. 

(f) A Principal Scientist, a Senior Medical Adviser or a Senior Regulatory Analyst in 
respect of clause 26, 27, 29 and 30 but not otherwise. 

(g) An Employee eligible to be a member of the Australian Workers’ Union. 

(i) whose terms and conditions are determined by reference to the Field Staff 
Agreement 2012, or any successor to this agreement, or 

(ii) employed as a Wild Dog Controller, or 

(iii) employed in a Roads Occupation. 

Employer means the State of Victoria acting through its servant who, for the purposes of this 
Agreement, is the relevant public service body head in the Agency in which the Employee is 
employed 

Fortnightly Salary means an Employee’s annual Salary divided by 365.25 multiplied by 14 

FWC means the Fair Work Commission or its successor 

Fair Work Act 2009 (Cth) and FW Act means that Act, as may be amended from time to time 
and any successor to that Act 

Immediate Family means: 

(h) a Spouse, De Facto Partner, Child, parent, grandparent, grandchild or sibling of the 
Employee; or 

(i) a Child, parent, grandparent, grandchild or sibling of a spouse or De Facto Partner 
of the Employee. 

Long Term Casual Employee means a casual Employee who has been employed on a regular 
and systematic basis by their Employer for a sequence of periods of employment during a 
period of at least 12 months. 

Machinery of Government Change means a change arising from the allocation and 
reallocation of functions between Victorian government departments and/or Agencies which 
is set out in a General Order allocating Acts of Parliament to Ministers signed by the Premier, 
an Administrative Arrangements Order made under the Administrative Arrangements Act 1983 
(Vic) or an order or declaration made under the Public Administration Act 2004 (Vic) 

NES means the National Employment Standards. 

Party or Parties means the State of Victoria or the CPSU 

PAA means the Public Administration Act 2004 (Vic) as may be amended from time to time, or 
any successor to that Act 

Public Holiday means a day that is a public holiday pursuant to clause 50  

Roads Occupation means any of the following functions or occupations formerly performed 
within VicRoads prior to 1 July 2019: Road Worker; Senior Roadworker; Site Manager Road 








Victorian Public Service Enterprise Agreement 2020 

17 

 

 

Services; Works Supervisor; Team Leader Support - Sprayline; Team Leader Sealing - 
Sprayline; Team Leader - Roads Services; Team Leader Construction – Road Services; Team 
Leader Road Barrier Maintenance and Repair; Team Leader Roads; Team Leader Incident 
Response Services; Team Leader Environmental, Roadside and Structures; Works Coordinator 
– Road Services; Specialist Plant Operator – Sprayline; Traffic Commander – Real Time 
Operations; Incident Response Officer – Real Time Operations; Linemarking Operator; 
Linemarking Specialist Plant Operator; Linemarking Supervisor.  

Salary means the wage or salary rate, including all on-going progression payments, which an 
Employee receives in the normal course of their duty; provided that Salary does not include 
any payment for overtime, Shift Work, stand-by, travelling allowance, incidental expenses or 
any payment of a temporary character 

Shift Work means the ordinary hours of work rostered in accordance with clause 39.1(a) of 
this Agreement, subject to clause 4 of Appendix 1 Appendix 1 - Department of Justice and 
Community Safety 

Shift Worker means an Employee who performs Shift Work in a workplace in which the 
Employee is employed in which shifts are continuously rostered 24 hours a day for 7 days a 
week 

Union means the Community and Public Sector Union (CPSU).  

VPS means entities that employ staff under Division 4 Part 3 or Division 3 Part 6 of the PAA, 
irrespective of which Public Service Body Head exercises employment powers pursuant to s20 
of the Act. 

 Commencement Date and Period of Operation 

 This Agreement will commence operation seven (7) days after it is approved by the 
FWC and will have a nominal expiry date of 20 March 2024. 

 Employees to whom this Agreement applies will receive: 

(a) Salary increases as provided for in clause 30 (Salary Increases), with the first 
increase payable with effect from 20 March 2020; and 

(b) increases to allowances, with the first increase payable with effect from 20 March 
2020. 

 Salary and allowance increases payable for the period between 20 March 2020 and 
the commencement of the Agreement will be made as soon as reasonably practicable 
after the Agreement commences operation. 

 Alterations to conditions of employment provided for in this Agreement will apply 
with effect from the commencement date of this Agreement, unless otherwise stated. 

 Renegotiation Period 

(a) With the aim of avoiding protracted negotiations for a new agreement, the CPSU 
and the State of Victoria agree to a renegotiation period. The renegotiation period 
will be from 20 September 2023 until 20 February 2024. The aim of the 
renegotiation period is to permit a new agreement to be reached prior the nominal 
expiry date of this Agreement. 

(b) To meet this objective, the CPSU and the State of Victoria agree that: 

3. 

3.1 

3.2 

3.3 

3.4 

3.5 








Victorian Public Service Enterprise Agreement 2020 

18 

 

 

(i) each will provide any proposals for change to the Agreement by 20 
September 2023; and 

(ii) they will meet regularly to progress negotiations in good faith. Small 
working groups may be established to examine particular areas of 
disagreement; and 

(iii) the person/s responsible for negotiating will bring with them the necessary 
authority to finalise an agreement; and 

(iv) if agreement is not reached by 20 December 2023, the parties will discuss 
whether they should seek the assistance of a mutually agreed conciliator or 
the FWC. This does not prevent the parties seeking assistance, by agreement, 
on any individual issue which is creating an impasse; and 

(v) should conciliation be sought, then the Parties to the conciliation may agree 
to an extension to the renegotiation period. 

(c) During this period the CPSU and the State of Victoria will not act in a manner that 
is designed to frustrate good faith bargaining. 

 Application of Agreement and Parties Covered 

 This Agreement applies to and covers: 

(a) the State of Victoria in respect of all Employees (as defined in clause 2 - Definitions 
and interpretation); and 

(b) all Employees whose employment is, at any time when this Agreement is in 
operation, subject to this Agreement; and 

(c) the CPSU. 

 In accordance with Part 2-8 of the FW Act, where there is a transfer of business to a 
new employer, the new employer is bound by this Agreement as a transferable 
instrument to the extent that it relates to the whole or part of the business transfer. 

 Agency-specific arrangements 

Agency-specific arrangements are provided for in Section II - Agency Specific 
Arrangements (Appendix 1 to Appendix 16) of this Agreement. These Agency-specific 
arrangements are read in conjunction with Section I. Where the Agency-specific 
arrangements make different provision to Section I, the Agency-specific arrangements 
override Section I to the extent of the difference. 

 Agreement Implementation  

(a) The Parties agree the VPS Agreement Monitoring Committee (VPS AMC) 
established under the Victorian Public Service Enterprise Agreement 2016 (2016 
Agreement) will continue during the life of the Agreement to deal with issues 
arising from the implementation of the Agreement. 

(b) The VPS AMC will ensure that the common Human Resources policies 
implemented in the life of the 2016 agreement are reviewed and updated within 
12 months of this Agreement coming into effect. 

4. 

4.1 

4.2 

4.3 

4.4 








Victorian Public Service Enterprise Agreement 2020 

19 

 

 

(c) The VPS AMC will comprise representatives nominated by the CPSU and the 
Employer. The Parties may establish working groups to deal with particular 
matters. 

 No Further Claims  

 This Agreement is intended to set out, or set out processes for determining, all the 
terms and conditions of employment of the Employees which will be subject to the 
Agreement made under the FW Act for the period from the date of commencement of 
this Agreement until 20 March 2024. 

 The Employees, the Employer and the Union covered by this Agreement agree that 
they will not for the period from the date of commencement of this Agreement until 
20 September 2023 make claims to make an enterprise agreement under the FW Act, 
whether in relation to matters dealt with in this Agreement or otherwise. 

 Savings Provisions and Relationship with other Awards and 
Agreements 

 This Agreement operates to the exclusion of all previous awards and orders of the 
FWC and replaces all previous industrial instruments under the FW Act in respect of 
the Employees. However any entitlement in the nature of an accrued entitlement to 
an individual’s benefit which has accrued under any such previous industrial 
instrument will not be affected by the making of this Agreement. 

 No Employee will, on balance, have their overall pay and conditions reduced as a 
result of making this Agreement. 

 No Employee’s overall terms and conditions of employment will, on balance, be 
reduced as a result of any Machinery of Government Changes that occur during the 
life of this Agreement. 

 A dispute or grievance that is being considered pursuant to clause 12 of the Victorian 
Public Service Enterprise Agreement 2016 at the time this Agreement commences 
operation may continue to be considered pursuant to clause 13  of this Agreement. 

 Transitional Arrangements 

(a) Transitional arrangements apply to several entitlements in the Agreement, 
including: 

(i) Performance Development and Progression within a Value Range (Clause 
29), and 

(ii) Employer contributions in respect of Primary Caregiver Parental Leave 
(Clause 37.5), and 

(iii) Shift Work (Clause 39), and 

(iv) Rest and Meal Breaks (Clause 40), and 

(v) Overtime (Clause 41), and 

(vi) Personal/Carers Leave (Clause 51), and 

5. 

5.1 

5.2 

6. 

6.1 

6.2 

6.3 

6.4 








Victorian Public Service Enterprise Agreement 2020 

20 

 

 

(vii) Parental Leave (Clause 55), and 

(viii) Surrogacy Leave (Clause 56). 

(b) A transitional arrangement may require the continued application of provisions in 
the Victorian Public Service Enterprise Agreement 2016 for a short period of time. 
The continued application of previous arrangements is set out in the relevant 
clause and will apply as a term of this Agreement for the period of the transitional 
arrangement. 

 Extended Leave Scheme 

The Extended Leave Scheme in clause 55 of the Victorian Public Service Enterprise 
Agreement 2016 (2016 Agreement) was closed to new applications on 30 September 
2016. Arrangements entered into prior to 30 September 2016 will continue to 
operate in accordance with Clause 55.2 of the 2016 Agreement. 

 Anti-Discrimination and Workplace Diversity 

 The Parties covered by this Agreement respect and value the diversity of the 
workforce by helping to prevent and eliminate discrimination on the basis of race, 
colour, sex, sexual preference, gender, age, physical or mental disability, marital 
status, family or carer’s responsibilities, pregnancy, religion, political opinion, 
national extraction, social origin, or any other attributes protected by anti-
discrimination legislation. 

 The Employer recognises the importance of workplace diversity and inclusion. The 
Employer will strive to create a diverse workforce and an environment that 
recognises, values, utilises and reflects the diverse society in which we live. In this 
context, diversity includes cultural diversity, Aboriginal and Torres Strait Islander 
identity, sexuality, age, gender identity, ability, neurodiversity and carer 
responsibilities. 

 Accordingly, in fulfilling their obligations under the procedures in clause 13 
(Resolution of Disputes), the Parties must make every endeavour to ensure that 
neither the Agreement provisions nor their operation are directly or indirectly 
discriminatory in their effects. 

 Nothing in this clause is to be taken to affect: 

(a) any different treatment (or treatment having different effects) which is specifically 
exempted under the Commonwealth anti-discrimination legislation; or 

(b) an Employee, Employer or Union pursuing matters of discrimination in any State 
or Federal jurisdiction, including by application to the Australian Human Rights 
Commission; or 

(c) the exceptions in section 351(2) and 772(2) of the FW Act or the operation of 
sections 772(3) and 772(4) of the FW Act. 

 The Employer will act in accordance with its obligations under: 

(a) the Equal Opportunity Act 2010 (Vic), and 

(b) the Victorian Charter of Human Rights and Responsibilities and 

6.6 

7. 

7.1 

7.2 

7.3 

7.4 

7.5 








Victorian Public Service Enterprise Agreement 2020 

21 

 

 

(c) the Gender Equality Act 2020 (Vic). 

These obligations apply to the Employer but do not form part of the Agreement.  








Victorian Public Service Enterprise Agreement 2020 

22 

 

 

 

 Flexible Work 

 The Parties are committed to providing a range of flexible working arrangements to 
give Employees a meaningful level of control over when, where and how work is 
accomplished.  

 These reflect a genuine commitment to support both individual flexibility and 
business performance needs, while recognising that not all forms of flexibility will be 
suitable for all roles at any time. 

 Several provisions in this Agreement are available to facilitate an individual’s need 
for flexibility, consistent with business requirements and legislative obligations.  

Clause Title Summary of entitlement 

(see clause for full entitlement and any conditions) 

9 Individual Flexibility 
Arrangement (IFA) 

An IFA may vary the effect of clause 38 (Hours of 
Work); and clause 39 (Shift Work) 

10 Right to Request 
Flexible Working 
Arrangements 

Under s65 of the FW Act Employees in circumstances as 
defined in the legislation may request flexible working 
arrangements 

18.4 Part-Time 
Employment 

Part time employment may be worked by agreement 
between the Employee and the Employer 

22 Working from Home An individual Employee and Employer may agree to 
work from home on a case by case basis. 

38 Hours of Work An Employee (other than a Shift Worker) can agree with 
the Employer to work their ordinary hours flexibly, 
within the span of hours, to best meet the Employer’s 
work requirements and the Employee’s personal and/or 
family circumstances. This may include, for example, 
working compressed hours.   

47 Purchased Leave An Employee and Employer may agree to work less than 
52 weeks per year to increase the amount of leave 
available 

52 Family Violence 
Leave 

An Employee experiencing family violence has an 
entitlement to additional leave and may request flexible 
work arrangements 

55 Parental Leave An Employee returning to work after parental leave   has 
a right to request a reduced time fraction until their Child 
reaches school age, or alternatively may request an 
extension of unpaid parental leave  

Part 2 Flexible Work 

8. 

8.1 

8.2 

8.3 








Victorian Public Service Enterprise Agreement 2020 

23 

 

 

 Individual Flexibility Arrangements 

 An Employee and the Employer may enter into an individual flexibility arrangement 
pursuant to this clause in order to meet the genuine needs of both the Employee and 
the Employer. An individual flexibility arrangement must be genuinely agreed to by 
the Employee and Employer. 

 An individual flexibility arrangement may vary the effect of clause 38 (Hours of 
Work) and clause 39 (Shift Work). 

 An Employee may nominate a representative to assist in negotiations for an 
individual flexibility arrangement. 

 The Employer must ensure that the terms of the individual flexibility arrangement: 

(a) are about permitted matters under section 172 of the FW Act; and 

(b) are not unlawful terms under section 194 of the FW Act; and 

(c) result in the Employee being better off overall than the Employee would be if no 
arrangement was made. 

 The Employer must ensure that an individual flexibility arrangement is in writing and 
signed by the Employee and Employer. If the Employee is under 18, the arrangement 
must also be signed by a parent or guardian of the Employee. 

 The Employer must give a copy of the individual flexibility arrangement to the 
Employee within 14 days after it is agreed to. 

 The Employer must ensure that any individual flexibility arrangement sets out: 

(a) which terms of this Agreement will be affected or varied by the individual 
flexibility arrangement; and 

(b) how the individual flexibility arrangement will vary or affect the terms of this 
Agreement; and 

(c) how the Employee will be better off overall in relation to the terms and conditions 
of their employment as a result of the individual flexibility arrangement; and 

(d) the day on which the individual flexibility arrangement commences; and 

(e) provides for the individual flexibility arrangement to be terminated: 

(i) by either the Employee or Employer giving a specific period of written 
notice, with the specified period being not more than 28 days; and 

(ii) at any time by written agreement between the Employee and Employer. 

 Flexible Working Arrangements – Specific Circumstances 

 Section 65 of the FW Act provides that an Employee may request a change in their 
working arrangements in any of the following circumstances: 

(a) the Employee is the parent, or has responsibility for the care, of a Child who is of 
school age or younger; or 

9. 

9.1 

9.2: 

9.3 

9.4 

9.5 

9.6 

9.7 

10. 

I0.1 








Victorian Public Service Enterprise Agreement 2020 

24 

 

 

(b) the Employee is a carer (within the meaning of the Carer Recognition Act 2010); or 

(c) the Employee has a disability; or 

(d) the Employee is 55 or older; or 

(e) the Employee is experiencing violence from a member of the Employee’s family; 
or 

(f) the Employee provides care or support to a member of the Employee’s Immediate 
Family, or a member of the Employee’s household, who requires care or support 
because the member is experiencing violence from the member’s family. 

Note:  Examples of changes in working arrangements include changes in hours of work, 
changes in patterns of work and changes in location of work. 

 To avoid doubt, and without limiting clause 10.1, an Employee may request to work 
part-time to assist the Employee to care for the Child if the Employee: 

(a) is a parent, or has responsibility for the care, of a Child; and 

(b) is returning to work after taking leave in relation to the birth or adoption of the 
Child; 

 A casual Employee is not entitled to make a request under this clause unless the 
Employee: 

(a) is a Long Term Casual Employee of the Employer immediately before making the 
request; and 

(b) has a reasonable expectation of continuing employment by the Employer on a 
regular and systematic basis. 

 A request made under this clause must be made in writing and set out details of the 
change sought and the reasons for the change. 

 Before responding to a request, the Employer must discuss the request with the 
Employee and genuinely try to reach agreement on a change in working 
arrangements that will reasonably accommodate the Employee’s circumstances 
having regards to:  

(a) the needs of the Employee arising from their circumstances; and 

(b) the consequences for the Employee if changes in working arrangements are not 
made; and 

(c) any reasonable business grounds for refusing the request.  

 On receipt of a request by an Employee under this clause, the Employer must give the 
Employee a written response within 21 days, stating whether the Employer grants or 
refuses the request. 

 The Employer may only refuse the request on reasonable business grounds. 

 Without limiting what are reasonable business grounds for the purposes of clause 
10.7, reasonable business grounds include any of the following: 

Ht.2 

10.J 

Hl.4 

Hl.5 

10.6 

10.7 

Hl.8 








Victorian Public Service Enterprise Agreement 2020 

25 

 

 

(a) that the new working arrangements requested by the Employee would be too 
costly for the Employer; or 

(b) that there is no capacity to change the working arrangements of other Employees, 
or recruit new Employees, to accommodate the new working arrangements 
requested by the Employee; or 

(c) that it would be impractical to change the working arrangements of other 
Employees, or recruit new Employees, to accommodate the new working 
arrangements requested by the Employee; or 

(d) that the new working arrangements requested by the Employee would be likely to 
result in a significant loss in efficiency or productivity; or 

(e) that the new working arrangements requested by the employee would be likely to 
have a significant negative impact on customer service. 

 If the Employer refuses the request, the written response under clause 10.6 must 
include: 

(a) details of the reasons for the refusal, including the business grounds or ground for 
the refusal and how the ground or grounds apply, and 

(b) whether or not there are any changes in working arrangements that the Employer 
can offer the employee so as to better accommodate the Employee’s 
circumstances; and 

(c) if the Employer can offer the employee such changes in working arrangements, set 
out those changes in working arrangements.  

 If the Employer and Employee reached an agreement under clause 10.6 on a change 
in working arrangements that differs from that initially requested by the Employee, 
the Employer must provide the Employee with a written response to their request 
setting out the agreed change or changes in working arrangements. 

  

Ul.9 

10.10 








Victorian Public Service Enterprise Agreement 2020 

26 

 

 

 

 Implementation of Change 

 Where the Employer has developed a proposal for major change likely to have a 
significant effect on Employees, such as a restructure of the workplace, the 
introduction of new technology or changes to existing work practices of Employees, 
the Employer will advise: 

(a) the relevant Employees and the relevant Union covered by this Agreement of the 
proposed change as soon as practicable after the proposal has been made; and 

(b) the relevant Employees and the relevant Union covered by this Agreement of the 
likely effects on the Employees’ working conditions and responsibilities; and  

(c) of the rationale and intended benefits of any change, including improvements to 
productivity, if applicable. 

 For the purpose of this clause, a major change is likely to have a significant effect on 
Employees if it results in: 

(a) the termination of the employment of Employees; or 

(b) major change to the composition, operation or size of the Employer’s workforce or 
to the skills required of Employees; or 

(c) the elimination or diminution of job opportunities (including opportunities for 
promotion or tenure); or 

(d) the alteration of hours of work; or 

(e) the need to retrain Employees; or 

(f) the need to relocate Employees to another workplace; or 

(g) the restructuring of jobs. 

 Clause 11.2(f) is subject to the rights and obligations set out in clause 19 (Usual 
Place or Places of Work). 

 Relevant Employees means the Employees who may be affected by a change 
referred to in clause 11.1. 

 The Employer will: 

(a) regularly consult with Relevant Employees and the relevant Union covered by this 
Agreement; and  

(b) give prompt consideration to matters raised by the Employees or the Employees 
relevant Union covered by this Agreement; and 

(c) if appropriate provide training for the Employees to assist them to integrate 
successfully into the new structure. 

Part 3 Communication, Consultation and Dispute Resolution 

11. 

11.1 

11.2 

11.J 

11.4 

11.5 








Victorian Public Service Enterprise Agreement 2020 

27 

 

 

 In accordance with this clause, the relevant Employees and the relevant Union 
covered by this Agreement may submit alternative proposals which will meet the 
indicated rationale and benefits of the proposal. 

(a) Such alternative proposals must be submitted in a timely manner so as not to lead 
to an unreasonable delay in the introduction of any contemplated change. 

(b) If such a proposal is made the Employer must give considered reasons to the 
affected Employees and the relevant Union covered by this Agreement if the 
Employer does not accept its proposals. 

(c) Indicative reasonable timeframes are set out below. The steps, timeframes, and the 
extent of consultation in each case will: 

(i) be commensurate with the scale of the proposed major change and the likely 
significant effect for Employees, and 

(ii) take account of the Parties’ agreement in clause 15 (Mobility Principles) 
that the principles of workforce mobility will be operationalised over the life 
of the Agreement through a range of changed practices, modes of work and 
service delivery. 

Step in process 
Number of working days in which to 

perform each step 

Employer advises Employees and relevant 
Union covered by this Agreement   

 

Response from Employees or the relevant 
Union covered by this Agreement 

5 days following receipt of written 
advice from Employer 

Meeting convened (if requested) 5 days following request for meeting 

Further Employer response (if relevant) 5 days following meeting 

Alternative proposal from Employees or 
relevant Union covered by this Agreement 
(if applicable) 

10 days following receipt of Employer 
response 

Employer response to any alternative 
proposal 

10 days following receipt of alternative 
proposal  

 Any dispute concerning the Parties’ obligations under this clause will be dealt with in 
accordance with clause 13 (Resolution of Disputes). 

 Consultation on Changes to Rosters or Hours of Work 

 This clause applies if the Employer proposes to introduce a change to the regular 
roster or ordinary hours of work of Employees.  

 The Employer must notify the Relevant Employees of the proposed change. Relevant 
Employees means the Employees who may be affected by a change referred to in 
clause 12.1. 

11.6 

11.7 

12. 

12.1 

12.2 








Victorian Public Service Enterprise Agreement 2020 

28 

 

 

 The Relevant Employees may appoint a representative for the purposes of the 
procedures in this clause. 

 The Employer must recognise the representative appointed by a Relevant 
Employee(s) if: 

(a) a Relevant Employee appoints, or Relevant employees appoint, a representative, 
which may include CPSU, for the purposes of consultation; and 

(b) the Employee or Employees advise the Employer of the identity of the 
representative.  

 As soon as practicable after proposing to introduce the change, the Employer must: 

(a) discuss with the Relevant Employees the introduction of the change; and 

(b) for the purposes of the discussion—provide to the Relevant Employees: 

(i) all relevant information about the change, including the nature of the 
change; and 

(ii) information about what the Employer reasonably believes will be the effects 
of the change on the Employees; and 

(iii) information about any other matters that the Employer reasonably believes 
are likely to affect the Employees; and 

(c) invite the Relevant Employees to give their views about the impact of the change 
(including any impact in relation to their family or caring responsibilities). 

 However, the Employer is not required to disclose confidential or commercially 
sensitive information to the relevant Employees. 

 The Employer must give prompt and genuine consideration to matters raised about 
the change by the Relevant Employees. 

 The Employer must display a roster for Shift Workers in a convenient area fourteen 
days prior to the effective date. 

 The Employer may change the Shift Work roster without written notice, if the 
Employer is of the reasonable opinion that an emergency exists. 

 A Shift Worker may request the Employer approve a change to rostered Shift Work 
times by giving to the Employer 48 hours’ written notice of the proposed change 

 Resolution of Disputes 

 For the purposes of this clause 13, a dispute includes a grievance. 

 Unless otherwise provided for in this Agreement, a dispute about a matter arising 
under this Agreement or the National Employment Standards set out in the FW Act, 
other than termination of employment, must be dealt with in accordance with this 
clause. To avoid doubt, a dispute about termination of employment cannot be dealt 
with under this clause. 

 This clause does not apply to any dispute regarding a matter or matters arising in the 
course of bargaining in relation to a proposed enterprise agreement. 

12.J 

12.4 

12.5 

12.6 

12.7 

12.8 

12.9 

12.10 

13. 

13.1 

13.2 

13.J 








Victorian Public Service Enterprise Agreement 2020 

29 

 

 

 The Union may raise a dispute and be a party to a dispute in its own right or in a 
representative capacity for an Employee or group of Employees. 

 A person covered by this Agreement may choose to be represented at any stage by a 
representative, including a Union representative or Employer’s organisation. 

 Obligations 

(a) The parties to the dispute and their representatives must genuinely attempt to 
resolve the dispute through the processes set out in this clause and must cooperate 
to ensure that these processes are carried out expeditiously. 

(b) While a dispute is being dealt with in accordance with this clause, work must 
continue in accordance with usual practice, provided that this does not apply to an 
Employee who has a reasonable concern about an imminent risk to their health or 
safety, has advised the Employer of this concern and has not unreasonably failed 
to comply with a direction by the Employer to perform other available work that 
is safe and appropriate for the Employee to perform. 

(c) No person covered by this Agreement will be prejudiced as to the final settlement 
of the dispute by the continuance of work in accordance with this clause. 

 Agreement and Dispute Settlement Facilitation 

(a) For the purposes of compliance with this Agreement (including compliance with 
this dispute settlement procedure) if the chosen Employee representative is 
another Employee of the Employer, they must be released by the Employer from 
normal duties for such periods of time as may be reasonably necessary to enable 
them to represent Employees concerning matters pertaining to the employment 
relationship including but not limited to: 

(i) investigating the circumstances of a dispute or an alleged breach of this 
Agreement; or 

(ii) endeavouring to resolve a dispute arising out of the operation of this 
Agreement; or 

(iii) participating in conciliation, arbitration or any other agreed alternative 
dispute resolution process. 

(b) The release from normal duties referred to in this clause is subject to the proviso 
that it does not unduly affect the operations of the Employer. 

 Discussion of Dispute 

(a) The dispute must first be discussed by the aggrieved Employee(s) with the 
immediate supervisor of the Employee(s). 

(b) If the dispute is not settled, the aggrieved Employee(s) can require that the dispute 
be discussed with another representative of the Employer appointed for the 
purposes of this procedure. 

 Internal Process 

(a) If any party to the dispute who is covered by this Agreement refers the dispute to 
an established internal dispute resolution process, the matter must first be dealt 
with according to that process, provided that the process is conducted as 
expeditiously as possible and: 

13.4 

13.5 

13.6 

13.7 

13.8 

13.9 








Victorian Public Service Enterprise Agreement 2020 

30 

 

 

(i) is consistent with the rules of natural justice; and 

(ii) provides for mediation or conciliation of the dispute; and 

(iii) provides that the Employer will take into consideration any views on who 
should conduct the review; and 

(iv) is conducted with as little formality as a proper consideration of the dispute 
allows. 

(b) If the dispute is not settled through an internal dispute resolution process, the 
matter can be dealt with in accordance with the processes set out below. 

(c) If the matter is not settled either party to the dispute may apply to the FWC to have 
the dispute dealt with by conciliation. 

 Disputes of a Collective Character 

(a) The Parties acknowledge that disputes of a collective character concerning more 
than one Employee may be dealt with more expeditiously by an early reference to 
the FWC. 

(b) No dispute of a collective character may be referred to the FWC directly unless 
there has been a genuine attempt to resolve the dispute at the workplace level 
prior to it being referred to the FWC. 

 Conciliation 

(a) Where a dispute is referred for conciliation, a member of the FWC will do 
everything that appears to the member to be right and proper to assist the parties 
to the dispute to agree on settlement terms. 

(b) This may include arranging: 

(i) conferences of the parties to the dispute presided over by the member; and 

(ii) for the parties to the dispute to confer among themselves at conferences at 
which the member is not present. 

(c) Conciliation before the FWC will be regarded as completed when: 

(i) the parties to the dispute have reached agreement on the settlement of the 
dispute; or 

(ii) the member of the FWC conducting the conciliation has, either of their own 
motion or after an application by a party to the dispute, satisfied themselves 
that there is no likelihood that, within a reasonable period, further 
conciliation will result in a settlement; or 

(iii) the parties to the dispute have informed the FWC member that there is no 
likelihood of agreement on the settlement of the dispute and the member 
does not have substantial reason to refuse to regard the conciliation 
proceedings as completed. 

 Arbitration 

13.10 

13.11 

13.12 








Victorian Public Service Enterprise Agreement 2020 

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(a) If the dispute has not been settled when conciliation has been completed, a party 
to the dispute may request that the FWC proceed to determine the dispute by 
arbitration. 

(b) If a member of the FWC has exercised conciliation powers in relation to the 
dispute, the member must not exercise, or take part in the exercise of, arbitration 
powers in relation to the dispute if a party to the dispute objects to the member 
doing so. 

(c) Subject to clause 13.12(d), the determination of the FWC is binding on the 
persons covered by this Agreement. 

(d) A determination of a single member of the FWC made pursuant to this clause may, 
with the permission of a Full Bench of the FWC, be appealed. 

 General Powers and Procedures of the FWC 

Subject to any agreement between the parties in relation to a particular dispute and 
the provisions of this clause, in dealing with a dispute through conciliation or 
arbitration, the FWC may conduct the matter in accordance with Subdivision B of 
Division 3 of Part 5-1 of the FW Act. 

 Workload 

 The Employer acknowledges the benefits to both the organisation and individual 
Employee gained through Employees having a balance between both their 
professional and family life. 

 The Employer further recognises that the allocation of work must include 
consideration of the Employee’s hours of work, health, safety and welfare. Work will 
be allocated so that there is not an allocation that routinely requires work to be 
undertaken beyond an Employee’s ordinary hours of work.  

 An Employee or group of Employees may request a review of their workload if they 
believe the workload is unreasonable. The request must be made in writing and set 
out details of the workload of the Employee or group of Employees and the reasons 
why the workload is considered unreasonable.   

 On receipt of a request by an Employee or group of Employees under this clause, the 
Employer must give the Employee a written response within 21 days, stating whether 
the Employer agrees to or refuses the request.  

 If the Employer refuses the request for a review, the written response under clause 
14.4 must include details of the reasons for the refusal.  

 If the Employer agrees to the request, a review of the workload of the Employee or 
group of Employee’s will be conducted.  

 Following the completion of the review, the Employee or group of Employees and the 
Employer will agree on any necessary adjustments that are required to be 
implemented to ensure the workload for the Employee or group of Employees is 
reasonable. 

  

13.LJ 

14. 

14.1 

14.2 

14.J 

14.4 

l4.5 

14.6 

14.7 








Victorian Public Service Enterprise Agreement 2020 

32 

 

 

 

 Mobility Principles 

 The Parties agree to interpret and apply this Agreement consistently with the 
following principles aimed at promoting workforce mobility:  

(a) The work required of a modern career public service is not static but always 
changing, due to factors such as new government priorities, population growth, 
the pace and scale of technological advancement, changing community service 
delivery expectations and the need to respond to evolving complex public policy 
problems or crises.  

(b) Embracing these changing priorities is essential to providing secure, flexible 
employment in the public service. Within the framework of secure employment 
(clause 17) and flexibility (clause 8), the Parties acknowledge the importance of 
ensuring that VPS Employees can be responsively deployed to support changing 
government priorities.  

(c) Victoria’s public service is a professional public service and is a career path of 
choice. VPS employment careers can go beyond a fixed role with a specific 
Employer in a single location. VPS Employees are encouraged to gain relevant, 
diverse and evolving skills and experience across the public service, appropriate 
for facilitating delivery of government’s priorities as they change over time.  

 The Parties agree that the principles set out above will be operationalised over the 
life of the Agreement, through a range of changed workplace practices, modes of work 
and service delivery. These may include, for example but not limited to: 

(a) Better matching Employee skills and capabilities to vacant roles in the VPS, such 
as through the Jobs and Skills Exchange, and 

(b) Reduction of operational and mobility barriers between public service Employers, 
and 

(c) Facilitation of greater mobility, including through ‘job pools’ for identified 
functions, the development of job families and a more advanced approach to 
linking skill development, career aspirations and job demand trends, and 

(d) Development and implementation of a capability framework to facilitate better 
matching of Employee capabilities to operational need, and 

(e) A model where ongoing Employees are deployed to priority projects or programs 
across the VPS based on their core skills and capabilities, rather than being limited 
to a specific function in a specific area, and 

(f) Interdisciplinary project teams or joint ventures, which change in size and 
composition over time, with shared resources and/or reporting lines outside 
traditional hierarchical structures or across departmental boundaries, and 

(g) Joined up, client-focused delivery of multiple services with shared or 
complimentary outcomes presently provided by distinct operational areas, and 

(h) Development of generalist capability to allow strategic deployment of VPS 
employees across functional areas with common or universal skill sets, and 

Part 4 Employment Relationship and Related Arrangements 

15. 

15.1 

15.2 








Victorian Public Service Enterprise Agreement 2020 

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(i) A better approach to secondments, and enhanced promotion of and opportunities 
for secondments, job shares and other reprioritisation of skills to ensure the right 
expertise informs policy and strategy development, and 

(j) Building of specialist skills through targeted professional development in growing 
sectors, and  

(k) Development of communities of practice or networks to better deliver services.  

 The parties agree that workforce mobility measures are not intended to adversely 
affect Employees’ overall employment security within the VPS or otherwise 
disadvantage Employees in their employment.  In particular:  

(a) The Employer will not require an Employee to physically relocate beyond agreed 
areas without appropriate consultation and supports as provided for in Clause 19 
(Usual Place or Places of Work), and 

(b) The Employer will designate a line manager for personal development, wellbeing, 
performance assessment and related support. An Employee may report to a 
number of different managers for projects or work activities. The line manager 
may consult with the Employee’s different project or work activity managers in 
assessing an Employee’s performance. The designated line manager will ensure an 
Employee’s reporting arrangements are clear, and 

(c) Clause 14 – Workload applies in respect of workforce mobility measures, and 

(d) An Eligible Employee’s participation in workforce mobility measures will be 
regarded favourably and not place that Employee at a disadvantage for the 
purposes of performance development and progression at Clause 29 
(Performance Development and Progression within a Value Range), and 

(e) The Employer will at all times apply the appropriate classification level, and where 
applicable, higher duties allowance, to work performed by an Employee, and 

(f) The Employer will comply with its obligations under the Agreement (see clauses 
8 – 10) and section 65 of the FW Act regarding flexible work arrangements and 
will ensure that an Employee’s need for flexible work arrangements is taken into 
account in implementing mobility measures, and 

(g) The Employer will comply with its obligations under the Agreement and the 
Occupational Health and Safety Act 2004 (Vic) when implementing mobility 
measures, and 

(h) Mobility measures will not disadvantage an Employee in their terms and 
conditions of employment, 

 Mobility Payment 

 Employees will be paid an annual lump sum mobility payment: 

(a) in recognition of the Parties commitment to the mobility principles outlined in 
clause 15 (Mobility Principles) of the Agreement, and 

(b) in recognition of the fact that the work required of a modern career public service 
is not static but always changing, and 

15.3 

16. 

16.1 








Victorian Public Service Enterprise Agreement 2020 

34 

 

 

(c) to acknowledge Employees are committed to ensuring they can be responsively 
deployed to support changing government priorities, and 

(d) to encourage Employees to gain relevant, diverse and evolving skills and 
experience across the public service to support their capability and career 
development. 

 The mobility payment in the tables below will be made as once off lump sum 
payments on the dates specified (pro-rata for part-time Employees): 

 Employees classified under the following classification structures will be paid an 
annual lump sum payment as follows: 

(a) VPS Classification – Table 1 

(b) VPS Aligned Classifications - Table 2 sets out the alignment of payments in Table 
1. 

(i) Legal Officer 

(ii) Allied Health 

(iii) Science 

(iv) Housing Services Officer 

(v) Housing Customer Services Officer 

(vi) Custodial Officers 

(vii) Sheriff’s Officer 

(viii) Community Corrections Officer 

(ix) Fisheries Officer 

(x) Court Registrar 

(xi) Police Custody Officer 

 VPS Non-Aligned Classifications. Table 3 sets out the alignment of payments in Table 
1. 

(i) Child Protection Practitioner Structure – Child Protection Practitioner 
Stream  

(ii) Youth Justice,  

 VPS Non Aligned Classifications. Tables 4-6 sets out mobility payments for the 
following classifications 

(i) Table 4 Child Protection Practitioner Structure – Children, Youth and 
Families Stream, 

(ii) Table 5 Forensic Officers. 

(iii) Table 6 Ministerial Transport Officers 

  

16.2 

16.3 

16.4 

16.5 








Victorian Public Service Enterprise Agreement 2020 

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Table 1: VPS Classification 

Grade Value Range 1 July 2020 1 July 2021 1 July 2022 1 July 2023 

VPS 1 1.1 $642 $655 $668 $682 

VPS 2 
2.1 $757 $772 $788 $803 

2.2 $851 $868 $886 $903 

VPS 3 
3.1 $963 $982 $1,002 $1,022 

3.2 $1,056 $1,077 $1,099 $1,121 

VPS 4 4.1 $1,222 $1,246 $1,271 $1,297 

VPS 5 
5.1 $1,373 $1,400 $1,428 $1,457 

5.2 $1,503 $1,533 $1,564 $1,595 

VPS 6 
6.1 $1,781 $1,817 $1,854 $1,891 

6.2 $2,039 $2,080 $2,122 $2,165 

VPS 7 

7.1 $2,318 $2,365 $2,412 $2,461 

7.2 $2,566 $2,618 $2,671 $2,724 

7.3 $2,815 $2,871 $2,929 $2,988 

Table 2: VPS Aligned Classifications 

Classification Grade 
VPS Value Range 
Payment (refer 
Table 1) 

Legal Officer Articled clerk 2.1 

Solicitor 1 2.2 

Solicitor 2 VR 1 3.1 

Solicitor 2 VR 2 3.2 

Solicitor 3 4.1 

Senior Solicitor VR 1 5.1 

Senior Solicitor VR 2 5.2 

Principal Solicitor VR 1 6.1 

Principal Solicitor VR 2 6.2 

Allied Health Allied Health 1 2.1 








Victorian Public Service Enterprise Agreement 2020 

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Classification Grade 
VPS Value Range 
Payment (refer 
Table 1) 

Allied Health 2 VR 1 2.2 

Allied Health 2 VR 2 3.1 

Allied Health 2 VR 3 3.2 

Allied Health 3 4.1 

Allied Health 4 VR 1 5.1 

Allied Health 4 V 2 5.2 

Science Science A VR 1 2.2 

Science A VR 2 3.1 

Science A VR 3 3.2 

Science B 4.1 

Science C VR 1 5.1 

Science C VR 2 5.2 

Science D VR 1 6.1 

Science D VR 2 6.2 

Housing Services 
Officer 

Housing Services Officer 1 2.2 

Housing Services Officer 2 VR 1 3.1 

Housing Services Officer 2 VR 2 3.2 

Housing Services Officer 3 4.1 

Housing Customer 
Services Officer 

Housing Customer Services Officer - Unqualified 2.1 

Housing Customer Services Officer – Qualified 1 2.1 

Housing Customer Services Officer – Qualified 2 2.2 

Custodial Officers COG 1 - Trainee 1 

COG 2A – Prison Officer C2a S01 to S08 2.1 

COG 2A – Prison Officer C2a S09 to S15 2.2 

COG 2B – Senior Prison Officer/Industry Officer 
C2b S01 to S06 

3.1 








Victorian Public Service Enterprise Agreement 2020 

37 

 

 

Classification Grade 
VPS Value Range 
Payment (refer 
Table 1) 

COG 2B – Senior Prison Officer/Industry Officer 
C2b S07 to S08 

3.2 

COG 3 – Prison Supervisor/Industry Supervisor 
C3 S01 to SO3 

3.2 

COG 3 – Prison Supervisor/Industry Supervisor 
C3 S04 to SO5 

4.1 

COG 4 – Operations Manager/Industry Manager 
C4 S01 to S05 

4.1 

COG 4 – Operations Manager/Industry Manager 
C4 – SU VPS5.1  aligned 

5.1 

COG 5 – General Manager VPS5.2 aligned 5.2 

COG 5 – General Manager VPS6.1 aligned 6.1 

COG 6 – Senior General Manager 6.2 

COG 7 – Senior General Manager – Major Prison 
Facilities. C7 SL 

7.1 

COG 7 – Senior General Manager – Major Prison 
Facilities. C7 SM 

7.2 

COG 7 – Senior General Manager – Major Prison 
Facilities. C7 SU 

7.3 

Sheriff’s Officer Sheriff’s Officer Trainee 2.1 

Sheriff’s Officer 2.2 

Senior Sheriff’s Officer VPS 3.1.1 to 3.1.6 3.1 

Senior Sheriff’s Officer VPS 3.2.1 to 3.2.5 3.2 

Supervisor 4.1 

Regional Manager (Sheriff’s Operations) 5.1 

Regional Manager (Sheriff’s Operations) (Metro 
Regions) 

5.2 

Deputy Sheriff 6.2 

Community 
Corrections Officer 

CCP Level 1 2.2 

CCP Level 2 3.1 








Victorian Public Service Enterprise Agreement 2020 

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Classification Grade 
VPS Value Range 
Payment (refer 
Table 1) 

CCP Level 3 3.2 

CCP Level 4 4.1 

CPP Level 5 – VPS5.1 5.1 

CPP Level 5 – VPS5.2 5.2 

CPP Level 6 – VPS6.1 6.1 

CPP Level 6 – VPS6.2 6.2 

Fisheries Officer Fisheries Officer 1 - Trainee 2.1 

Fisheries Officer 2 2.2 

Fisheries Officer 3 VR 1 3.1 

Fisheries Officer 3 VR 2 3.2 

Senior Fisheries Officer 4.1 

Regional Supervisor Fisheries Officer VR 1 5.1 

Regional Supervisor Fisheries Officer VR 2 5.2 

Fisheries Manager VR 1 6,1 

Fisheries Manager VR 2 6.2 

Court Registrar Entry 2.1 

Stage 1 completion 2.1 

Stage 2 completion 2.1 

Deputy Registrar 2.2 

Police Custody 
Officer 

PCO1 – Trainee 1 

PCO2 - Police Custody Officer – VPS 2.1.1 to 2.1.8 2.1 

PCO2 - Police Custody Officer – VPS 2.2.1 to 2.2.7 2.2 

PCO3 - Police Custody Supervisor – VPS 3.1.1 to 
3.1.6 

3.1 

PCO3 - Police Custody Supervisor – VPS 3.2.1 to 
3.2.5 

3.2 








Victorian Public Service Enterprise Agreement 2020 

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Table 3: VPS Non-Aligned Classifications 

Classification Grade Equivalent VPS 
Value Range 

Payment (Table 
1) 

Child Protection – 
Child Protection 
Practitioner 

Child Protection Practitioner CPP2.1 to 2.3 2.1 

Child Protection Practitioner CPP2.4 to 2.7 2.2 

Child Protection Practitioner CPP3.1 to 3.3 3.1 

Child Protection Practitioner CPP3.4 to 3.6 3.2 

Child Protection Practitioner CPP4.1 to 4.4 4.1 

Child Protection Practitioner CPP5.1 5.1 

Child Protection Practitioner CPP5.2 5.2 

Child Protection Practitioner CPP6.1 6.1 

Child Protection Practitioner CPP6.2 6.2 

Youth Justice Worker Youth Justice Worker YJW1.1 to 1.8 2.1 

Youth Justice Worker YJW1.9 to 1.15 2.2 

Youth Justice Worker YJW 2.1 to 2.6 3.1 

Youth Justice Worker YJW 2.7 to 2.8 3.2 

Youth Justice Worker YJW 3.1 to 3.3 3.2 

Youth Justice Worker YJW 3.4 to 3.6 4 

Youth Justice Worker YJW 4.1 to 4.4 4 

Youth Justice Worker YJW 4.5 to 4.8 5.1 

Youth Justice Worker YJW 5.1 5.1 

Youth Justice Worker YJW 5.2 5.2 

Youth Justice Worker YJW 6.1 6.1 

Youth Justice Worker YJW 6.2 6.2 

Table 4: Child Protection Practitioner Structure – Children, Youth and Families 

Grade Value 
Range 

1 July 2020 1 July 2021 1 July 2022 1 July 2023 

CYF1  $821 $838 $854 $872 








Victorian Public Service Enterprise Agreement 2020 

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Grade Value 
Range 

1 July 2020 1 July 2021 1 July 2022 1 July 2023 

CYF2  $1,011 $1,031 $1,052 $1,073 

CYF3  $1,169 $1,193 $1,217 $1,241 

CYF4  $1,306 $1,332 $1,359 $1,386 

CYF5 
5.1 $1,373 $1,400 $1,428 $1,457 

5.2 $1,503 $1,533 $1,564 $1,595 

CYF6 
6.1 $1,781 $1,817 $1,854 $1,891 

6.2 $2,039 $2,080 $2,122 $2,165 

Table 5: Forensic Officers 

Grade 1 July 2020 1 July 2021 1 July 2022 1 July 2023 

Forensic Officer 1 $782 $798 $814 $830 

Forensic Officer 2 $925 $944 $963 $982 

Forensic Officer 3 $1,160 $1,184 $1,208 $1,232 

Forensic Officer 4 $1,312 $1,338 $1,365 $1,393 

Forensic Officer 5 $1,516 $1,546 $1,577 $1,609 

Forensic Officer 6 $1,779 $1,815 $1,852 $1,889 

Forensic Officer 7 $2,059 $2,101 $2,143 $2,186 

Table 6: Ministerial Transport Officers 

Ministerial Transport Officer  Mobility Payment Alignment 

(Rates as set out in clause 16.2 of the 
Agreement) 

Pool 

2.2 
Allocated Passenger 

Government Leader 

Premier 

 Secure Employment 

 The Employer acknowledges the positive impact that secure employment has on 
Employees and the provision of quality services to the Victorian community.  

17. 

17.1 








Victorian Public Service Enterprise Agreement 2020 

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 The Employer will give preference to ongoing forms of employment over casual and 
fixed term arrangements wherever possible.  

 Use of Fixed Term Employment 

(a) The Employer will not use fixed term contract positions for the purpose of 
undermining the job security or conditions of full-time ongoing Employees. 

(b) In accordance with the principle set out in clause 17.3(a), the use of fixed term 
employment in all areas covered by this Agreement is limited to: 

(i) replacement of Employees proceeding on approved leave; or  

(ii) meeting fluctuating client and employment needs and unexpected increased 
workloads; or 

(iii) undertaking a specified task which is funded for a specified period; or 

(iv) filling a vacancy resulting from an Employee undertaking a temporary 
assignment or secondment; or 

(v) temporarily filling a vacancy where, following an appropriate selection 
process, a suitable ongoing Employee is not available; or 

(vi) filling a vacant role whilst a review of the area is undertaken, provided that 
such appointment does not exceed a period of twelve months. 

(c) In other than exceptional or unforeseen circumstances, fixed term appointments 
to a specific position will be for a maximum of three years, subject to clause 55 
(Parental Leave).  

(d) Where an Employee is posted overseas the limitations on the use of fixed term 
employment outlined in this clause do not apply. 

 Use of Casual Employment 

(a) The Employer will not use casual labour for the purpose of undermining the job 
security of ongoing Employees, for the purpose of turning over a series of casual 
workers to fill an ongoing employment vacancy or as a means of avoiding 
obligations under this Agreement. 

(b) In accordance with the principle set out in clause 17.4(a), the employment of 
casuals in all areas covered by this Agreement is limited to meeting short-term 
work demands or specialist skill requirements which are not continuing and 
would not be anticipated to be met by existing Employee levels. 

(c) Casual employment will be for not less than three consecutive hours in any day 
worked except: 

(i) where the Employee works from home by agreement with the Employer; or 

(ii) with the agreement of the Employee. 

(d) Except as expressly provided for, all other provisions of this Agreement apply to 
casual Employees. 

 If the Union or affected Employees identify fixed term or casual employment that is 
considered not to meet the criteria established in clauses 17.3 or 17.4, the Union or 

17.2 

17.3 

17.4 

17.5 








Victorian Public Service Enterprise Agreement 2020 

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affected Employees will refer the matter to the Employer. If the Parties cannot resolve 
the matter, it will be dealt with under clause 13 (Resolution of Disputes). 

 Casual and Fixed Term Audit 

The Parties agree that over the life of the agreement they will: 

(a) continue and finalise the audit of the use of casual and fixed term employment in 
the VPS (casual and fixed term audit); and 

(b) develop a strategy to maximise the use of ongoing and secure employment based 
on the outcomes of the casual and fixed term audit, including a process for 
employee conversion to ongoing employment. 

 Employment Categories and Entitlements 

 Basis of Employment 

Employees may be employed on: 

(a) an ongoing basis; or 

(b) a fixed term basis; or 

(c) a casual basis. 

 Job Information 

(a) As soon as practicable after the commencement of employment, the Employee will 
be provided in writing or electronically with details of the job title, classification 
level and job statement for their position. 

(b) A fixed term Employee must be provided in writing or electronically the reason for 
their fixed term employment consistent with clause 17.3. 

(c) The Employee will carry out the duties described in the job statement and such 
other duties as directed consistent with their skills and classification descriptors. 

(d) The Employer will provide the Employee with a copy of this Agreement and 
information regarding the role of Unions and/or Union delegates under the terms 
of this Agreement. 

(e) The Employer will ensure that an induction process is developed and maintained 
for the purpose of educating new Employees about Agency structures and policies 
within the framework of employment in the VPS. The Employer will ensure that 
Unions are provided with an opportunity to explain their role and functions in 
consultative and dispute resolution processes provided for under this Agreement. 

 Probationary Period – New Employee 

(a) New Employees, other than casual Employees, commence employment on a 
probationary basis for a period of six months (the Probationary Period).  

(b) In this clause, ‘New Employee’ means an Employee on their commencement of 
employment with the VPS. ‘New Employee’ does not include an Employee with six 
months or more continuous employment in the VPS.  

17.6 

18. 

18.1 

18.2 

18.3 








Victorian Public Service Enterprise Agreement 2020 

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(c) The Probationary Period of a New Employee is reduced by any period of 
continuous employment in the VPS, immediately preceding the commencement of 
employment, including any fixed term employment but not including casual 
employment.  

(d) Performance during probation 

If the Employer identifies conduct or performance issues during the probationary 
period, the Employer will counsel the Employee during the Probationary Period in 
relation to their conduct or performance and provide a written record of such 
counselling to the Employee.  

(e) Confirmation of employment 

Unless the employment is terminated earlier in accordance with clause 18.3(f), at 
the completion of the Probationary Period the Employee’s employment is 
confirmed. 

(f) Termination of Employment 

(i) A probationary Employee may resign at any time by giving a minimum of 
two weeks written notice to the Employer, or a shorter period that is agreed 
with the Employer. 

(ii) In the event that the Employee’s conduct or performance during the 
Probationary Period is unsatisfactory, the Employer may terminate the 
probationary Employee’s employment by giving two weeks’ notice or two 
weeks’ pay in lieu of notice.  

(iii) Any notice period must be given no later than two weeks’ prior to the end of 
the Probationary Period. Alternatively, the Employee’s employment may be 
terminated by giving two weeks’ pay in lieu of notice prior to the end of the 
Probationary Period.  

(iv) A probationary Employee’s employment may be terminated without notice 
or payment in lieu of notice if the Employee has committed any act of serious 
misconduct (as defined in regulation 1.07 of the Fair Work Regulations 
2009).  

(v) An Employee’s absence from work for any period during the Probationary 
Period does not inhibit the Employer from terminating the Employee’s 
employment under this subclause.  

 Part-time Employment 

(a) Provisions relating to salary, leave and all other entitlements contained within this 
Agreement apply to part-time Employees on a pro rata basis calculated on the 
number of ordinary hours worked. 

(b) Part-time employment is for not less than three consecutive hours in any day 
worked except: 

(i) if the Employee works from home by agreement with the Employer; or 

(ii) with the agreement of the Employee. 

(c) Part-time employment may be worked only by agreement between the Employee 
and the Employer, where that agreement includes a roster specifying: 

18.4 








Victorian Public Service Enterprise Agreement 2020 

44 

 

 

(i) the days in each fortnight the Employee will work; and 

(ii) the start and finish times on the days which the Employee will work; and 

(iii) the number of hours the Employee will work on each day they work; and 

(iv) agreed processes for the variation of hours of work. 

(d) Rostered hours agreed under clause 18.4(c) will be considered the Employee’s 
ordinary hours. 

 Usual Place or Places of Work 

 The Employer must determine a usual place or places of work for an Employee. 

 The Employer may change an Employee’s usual place or places of work, on either a 
temporary or permanent basis, in accordance with this clause. 

 For any change to an Employee’s usual place or places of work:  

(a) The Employer must consider any alternative proposal put by an Employee who 
can demonstrate hardship in their personal circumstances arising from the 
change; and 

(b) The Employer must consider any disabilities the Employee may have and whether 
because of that, the Employee would be adversely affected by a change to work 
location; and 

(c) The Employer must ensure that any mobility aids or reasonable adjustments in 
place for an Employee continue at the new place or places of work. 

 Definitions 

(a) Work Area means the Melbourne CBD or a Suburb or Regional Town  

(b) Melbourne CBD means any location on or within the areas: 

(i) from Flinders Street to Queensberry Street; and 

(ii) from Spencer Street to Lansdowne Street; and 

(iii) from the corner of Queensberry and Peel Street south to the Queen Victoria 
Market and along Dudley Street to Spencer Street; and 

(iv) along Victoria Street to Rathdowne Street; and 

(v) the Docklands; and 

(vi) Southbank;  

 or a location in close proximity to any of these areas.  

(c) Suburb or Regional Town means the area covered by the official postal 
subdivisions which apply to the location and any adjacent Suburb or Town which 
is within close proximity to the location. 

 Temporary change to usual place or places of work  

19. 

19.1 

19.2 

19.3 

19.4 

19.5 








Victorian Public Service Enterprise Agreement 2020 

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(a) Temporary change to usual place or places of work within a Work Area  

The Employer may change the usual place or places of work of an Employee within 
a Work Area by providing the Employee with at least 24 hours’ notice, or a lesser 
period if agreed.   

(b) Temporary change to usual place or places of work to a different Work Area  

(i) The Employer may change the usual place or places of work of an Employee 
to a different Work Area on a temporary basis, by providing the Employee 
with at least two weeks’ notice, or a lesser period if agreed.  

(ii) Any additional travelling time for the Employee arising from the change will 
be regarded as time worked. 

(iii) The Employer must have regard to the Employee’s practicable commuting 
options and personal circumstances, including childcare arrangements, in 
implementing the change.  

 Permanent change to usual place or places of work which does not require 
residential relocation 

(a) Permanent change to usual place or places of work within a Work Area  

The Employer may permanently change an Employee’s usual place or places of 
work within a Work Area by providing two weeks’ notice or a lesser period if 
agreed.  The Employer must also pay the applicable disturbance allowance at 
clause 19.6(c). 

(b) Permanent change to usual place or places of work to a different Work Area  

(i) The Employer may permanently change an Employee’s usual place or places 
of work to a different Work Area by: 

• providing notice as set out in clause 19.6(b)(iii), or a lesser 
period if agreed, and 

• payment of the applicable disturbance allowance at clause 
19.6(c)in compensation for all disturbance factors arising from 
the change. 

(ii) The Employer must have regard to the Employee’s practicable commuting 
options and personal circumstances, including childcare arrangements, in 
implementing the change.  

(iii) The minimum notice period required for a permanent change to the usual 
place or places of work to a different Work Area is outlined in the table 
below. 

Table 7: Notice provide for a permanent change to usual place or places of work to a different Work Area 

Distance/Time  Total notice period required  

For the first 30 mins of additional daily travel 
time required or 30 kilometres additional 

daily distance or part thereof 

2 weeks  

19.6 








Victorian Public Service Enterprise Agreement 2020 

46 

 

 

Distance/Time  Total notice period required  

For between 31-60mins of additional daily 
travel time or 60 kilometres additional daily 

distance or part thereof 

4 weeks  

For over 61mins of additional daily travel 
time or over 90 kilometres additional daily 

distance or part thereof 

5 weeks  

(c) Disturbance allowance  

The Employee is entitled to a once only allowance in compensation for all disturbance 
factors arising from the change in accordance with clause 19.6. The Employee will be 
paid for extra daily travel the greater of the distance or time calculation set out in the 
table below based on the most direct route to the new usual place or places of work.  

Table 8 - Disturbance allowance for extra travel distance or time per day 

Date of effect 

20 March 
2020 

1 December 
2020 

1 September 
2021 

1 June 2022 1 March 
2023 

1 December 
2023 

1. 10 Kilometres or less extra distance travelled 

No allowance payable 

2. 10 kilometres or more for the first 30 mins of extra travel time required or 30 
kilometres distance or part thereof 

$1,497 $1,516 $1,539 $1,558 $1,581 $1,597 

3. 31-60mins of extra travel time or 60 kilometres extra distance or part thereof 

$2,994 $3,032 $3,077 $3,116 $3,162 $3,194 

4. 61-90mins of extra travel time or 90 kilometres extra distance or part thereof 

$4,491 $4,548 $4,616 $4,673 $4,744 $4,791 

5. 91-120mins or more of extra travel time or 120 kilometres or more of extra 
distance or part thereof 

$5,989 $6,063 $6,154 $6,231 $6,325 $6,388 

6. Each extra 30 minutes or 30 kilometres or part thereof beyond that provided for 
above, where it is reasonable and safe for the Employee to travel to the new work 
location   

$1,497 $1,516 $1,539 $1,558 $1,581 $1,597 

 Permanent relocation of the usual place of work requiring residential relocation 

(a) Residential Relocation principles 

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If the Employer considers that it is reasonable and necessary for an Employee to move 
residence as a result of relocation from one work location to another, and the relocation 
arises from promotion or transfer as a result of an advertised vacancy, or redeployment, 
the Employee will be entitled to: 

(i) up to three days’ paid leave associated with the relocation; and 

(ii) reimbursement of reasonable expenses associated with the relocation as per 
clause 19.7(b). 

(b) Reasonable relocation expenses 

Relocation expenses include reasonable expenses directly incurred by the Employee and 
their family as a result of: 

(i) the journey to the new location, including meals and accommodation; 

(ii) removal, storage and insurance; and 

(iii) selling and purchasing of a comparable residence. 

 Employee initiated changes  

An Employee may request a change to their usual place or places of work in accordance 
with Clause 10 (Flexible Work Arrangements – Specific Circumstances).  

 Termination of Employment 

 Termination by Employer 

Subject to this Agreement the Employer may only terminate the employment of an 
Employee for the reasons outlined in section 33 of the PAA. 

 Notice of termination by Employer 

(a) In order to terminate the employment of an Employee, other than a casual 
Employee, the Employer must give to the Employee the following notice period: 

Table 9: Notice of termination by Employer 

Employee’s period of continuous service with the 
Employer 

Minimum period of 
notice 

No more than 3 years 2 weeks 

More than 3 years 4 weeks 

(b) In addition to this notice, Employees over 45 years of age at the time of the giving 
of the notice with not less than two years continuous service are entitled to an 
additional week’s notice. 

(c) Payment in lieu of the notice will be made if the Employer notifies the Employee 
that the Employer does not require the Employee to work the entirety of the 
applicable notice period. Employment may be terminated by the Employee 
working part of the required period of notice and by the Employer making 
payment for the remainder of the period of notice. 

19.8 

20. 

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(d) In calculating any payment in lieu of notice, the Employer will use the salary an 
Employee would have received for the ordinary time they would have worked 
during the period of notice had their employment not been terminated. 

(e) The period of notice in this clause will not apply to dismissal for serious 
misconduct. 

 Employee Resignation 

(a) Unless otherwise agreed by the Employer and an Employee, an Employee other 
than a probationary Employee may resign at any time by giving a minimum of four 
weeks' written notice to the Employer. 

(b) In the event an Employee resigns and elects to leave before serving the required 
notice period, the balance of the notice period not served will not be paid out by 
the Employer. 

 Abandonment of Employment 

(a) Abandonment of employment is the unapproved absence of an Employee without 
reasonable grounds as described in clause 20.4(b). 

(b) The Employer is entitled to regard the employment of an Employee as abandoned 
if: 

(i) the Employee has been absent for more than 20 working days without the 
approval of the Employer; and 

(ii) the Employee has not provided the Employer with a reasonable explanation 
for their absence; and  

(iii) the Employer, after having made reasonable inquiries, could not reasonably 
be aware of any reasonable grounds for the absence.  

(c) Abandonment of employment constitutes grounds for termination by the 
Employer if the employment has not otherwise ended.  

(d) If the Employer terminates an Employee’s employment due to abandonment of 
employment, the Employer will provide notice of termination or pay in lieu of 
notice in accordance with clause 20.2.  

 Statement of Employment 

(a) The Employer must, on receipt of a request from an Employee whose employment 
will cease or has ceased, provide to the Employee a written statement specifying 
the period of their employment and the classification of or the type of work 
performed by the Employee. 

(b) Where the Employer terminates an Employee's employment, the Employer must, 
at the Employee’s request, provide a written statement of the reasons for 
dismissal. 

 Rights Not Limited 

This clause does not limit the rights of Employees to pursue any other legal remedy in 
respect of termination of employment. 

20.3 

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 Costs of Employment Related Legal Proceedings 

 If an Employee is required to attend or participate in a proceeding, hearing, 
examination, inquiry or investigative process on matters which arise from the 
performance of the Employee’s duties, the Employer must meet the Employee’s 
reasonable legal costs relating to the Employee’s appearance and legal representation 
in the matter. This includes, but is not limited to, a matter before a Royal Commission, 
Independent Broad-based Anti-Corruption Commission, Ombudsman’s or a Coroner’s 
inquest. 

 Where legal proceedings are initiated against an Employee as a direct consequence of 
the Employee legitimately and properly performing their duties, the Employer will 
not unreasonably withhold agreement to meet the Employee’s reasonable legal costs 
relating to the defence of such proceedings. 

 Where, as a direct consequence of the Employee legitimately and properly performing 
their duties, it is necessary to obtain an intervention order or similar remedy against 
a person, the Employer will not unreasonably withhold agreement to meet the 
Employee’s reasonable legal costs in obtaining the order or other remedy. 

 An Employee’s immediate supervisor must ensure that an application to meet 
reasonable legal costs will be referred to the appropriate person or body to enable 
the application to be decided expeditiously. 

 This clause does not require the Employer to meet any Employee legal costs incurred 
in response to an employment related act, process or decision of the Employer. 

 Working From Home 

 Working from home arrangements may be agreed between the Employer and an 
individual Employee on a case by case basis. 

 During the life of the Agreement, the Parties agree to review working from home 
arrangements taking into account the experience gained during the Coronavirus (COVID-
19) pandemic. 

 Redeployment 

Redeployment Principles are set out in Schedule A. 

 Management of Unsatisfactory Work Performance 

 The purpose of this clause is to: 

(a) support Employees with unsatisfactory work performance to improve their 
performance to the required standard; and 

(b) ensure that unsatisfactory work performance is addressed expeditiously; and 

(c) reflect the public sector values of integrity, impartiality, accountability and respect 
with the aim of ensuring that Employees are treated fairly and reasonably; and 

(d) provide a fair and transparent framework for action to be taken where an 
Employee continues to perform below the Employer’s expected standard. 

21. 

21.1 

21.2 

21.3 

21.4 

21.5 

22. 

22.1 

22.2 

23. 

24. 

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 Application 

(a) Subject to applicable Victorian and federal legislation, action taken by the 
Employer in relation to unsatisfactory work performance will be consistent with 
this clause. 

(b) This clause applies to all Employees except casual Employees and Employees 
subject to a probationary period of employment. 

 Referred unsatisfactory work performance matters 

The Employer may at any time elect, where there is reasonable cause, to manage the 
Employee’s work performance in accordance with clause 25 (Management of 
Misconduct). Once an election has been made by the Employer under this clause, any 
matters that have arisen under the process in this clause may be considered in the 
process pursuant to clause 25 (Management of Misconduct). 

 Meaning of unsatisfactory work performance 

An Employee’s work performance is unsatisfactory if the Employee fails to behave in the 
ways described in the Code of Conduct for Victorian Public Sector Employees as issued 
under section 61 of the Public Administration Act 2004 or perform to the required 
standards or expectations of their role. 

 Procedural fairness to apply 

(a) The process for managing unsatisfactory work performance will be consistent 
with the principles of procedural fairness. 

(b) All parties involved in the process will commit to completing it as quickly as 
practicable. 

(c) Before commencing formal unsatisfactory work performance processes, the 
Employer must: 

(i) tell the Employee the purpose of the meeting; and 

(ii) provide the Employee with a copy of the formal unsatisfactory work 
performance process to be followed as outlined in clause 24.9; and 

(iii) provide a reasonable opportunity for the Employee to seek advice from the 
Union or a representative of their choice before the unsatisfactory work 
performance process commences; and 

(iv) allow the Employee the opportunity to provide details of any mitigating 
circumstances. 

(d) The Employer must take into account any reasonable explanation of any failure by 
the Employee to participate before making a decision under this clause 24. 

 Employee Representation 

An Employee is entitled to be represented by a person of their choice (including a Union 
representative) at any stage of the formal review meetings of the unsatisfactory work 
performance management process. 

 Prior to commencing the process 

24.2 

24.3 

24.4 

24.5 

24.6 

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Prior to commencing the formal unsatisfactory work performance process, the Employer 
must: 

(a) consider organisational or personal factors that play a role in the Employee’s 
unsatisfactory work performance and consider alternatives to the unsatisfactory 
work performance process to address the problem; and 

(b) have a reasonable expectation that the Employee is capable of meeting the 
required level of performance. If the Employer and Employee agree that the 
Employee is not capable of meeting the required level of performance the 
Employer may reassign the Employee to a suitable alternative position where 
reasonably practicable. The suitable alternative position may be at a lower grade 
should both the Employer and Employee agree. 

 Commencing the formal unsatisfactory work performance process 

Where the Employer considers that informal attempts to address an Employee’s 
unsatisfactory work performance have been unsuccessful, the Employer may proceed to 
formally manage the Employee’s unsatisfactory work performance in accordance with, 
but not limited to, all or some of the following measures: 

(a) increased supervision; or 

(b) changes to the Employee’s performance plan; or 

(c) mentoring; or 

(d) training and professional development; or 

(e) increased feedback; or 

(f) coaching; or 

(g) performance improvement plan. 

 First stage – formal counselling 

(a) The first stage of formal management of unsatisfactory work performance is 
formal counselling of the Employee. The Employer must: 

(i) advise the Employee of the unsatisfactory work performance and confirm 
the commencement of the formal counselling stage; and 

(ii) outline the standard required of the Employee; and 

(iii) provide the Employee with an opportunity to respond within a reasonable 
timeframe; and 

(iv) provide the Employee with an opportunity to improve within a reasonable 
timeframe. 

(b) The Employee will be advised of the consequences of not improving their 
performance within a reasonable period of time and of engaging in any further 
unsatisfactory work performance. 

(c) A record of the formal counselling session will be placed on the Employee’s 
personnel file. 

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(d) The formal counselling record must indicate: 

(i) the standard expected of the Employee; and 

(ii) where and how the Employee is not meeting this standard; and 

(iii) the consequences if the Employee fails to improve their performance 
including that continued or repeated unsatisfactory work performance may 
result in termination of the Employee’s employment. 

(e) If the Employer determines that the Employee has met the required standard of 
performance during the reasonable timeframe referred to in clause 24.9(a)(iv) 
the Employer will notify the Employee that: 

(i) the formal unsatisfactory work performance process has been completed; 
and 

(ii) no further action will be taken by the Employer unless the Employee engages 
in continued or repeated unsatisfactory work performance, in which case 
the formal unsatisfactory work performance process may continue to the 
next stage. 

A copy of this notification will be placed on the Employee’s personnel file. 

 Second stage – formal written warning 

(a) The Employee will be given a formal written warning by the Employer, if: 

(i) the Employee’s performance has not improved within the reasonable period 
following formal counselling in accordance with clause 24.9(a)(iv); and/or 

(ii) the Employee engages in further unsatisfactory work performance. 

(b) The Employer must: 

(i) advise the Employee of the unsatisfactory work performance; and 

(ii) outline the standard required of the Employee; and 

(iii) provide the Employee with an opportunity to respond within a reasonable 
timeframe; and 

(iv) provide the Employee with an opportunity to improve within a reasonable 
timeframe. 

(c) The formal written warning must indicate: 

(i) the standard expected of the Employee; and 

(ii) where and how the Employee is not meeting this standard; and 

(iii) the consequences if the Employee fails to improve their performance 
including that continued or repeated unsatisfactory work performance may 
result in termination of the Employee’s employment. 

(d) The written warning will be placed on the Employee’s personnel file. 

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(e) If the Employer determines that the Employee has met the required standard of 
performance during the reasonable timeframe referred to in clause 24.10(b)(iv), 
the Employer will notify the Employee that: 

(i) the formal unsatisfactory work performance process has been completed; 
and 

(ii) no further action will be taken by the Employer unless the Employee engages 
in continued or repeated unsatisfactory work performance, in which case 
the formal unsatisfactory work performance process may continue to the 
next stage. 

(f) A copy of this notification will be placed on the Employee’s personnel file. 

 Third stage – final warning 

(a) The Employee will be given a final written warning by the Employer if: 

(i) the Employee’s performance has not improved within the reasonable time 
period following receipt of a formal written warning in accordance with 
clause 24.10(b)(iv); or 

(ii) the Employee engages in further unsatisfactory work performance. 

(b) The Employer must: 

(i) advise the Employee of the unsatisfactory work performance; and 

(ii) outline the standard required of the Employee; and 

(iii) provide the Employee with an opportunity to respond within a reasonable 
timeframe; and 

(iv) provide the Employee with an opportunity to improve within a reasonable 
timeframe. 

(c) The final written warning must indicate: 

(i) the standard expected of the Employee; and 

(ii) where and how the Employee is not meeting this standard; and 

(iii) the consequences if the Employee fails to improve their performance 
including that continued or repeated unsatisfactory work performance may 
result in termination of the Employee’s employment. 

(d) The final written warning will be placed on the Employee’s personnel file. 

(e) If the Employer determines that the Employee has met the required standard of 
performance during the reasonable timeframe referred to in clause 24.11(b)(iv), 
the Employer will notify the Employee that: 

(i) the formal unsatisfactory work performance process has been completed; 
and 

(ii) no further action will be taken by the Employer unless the Employee engages 
in continued or repeated unsatisfactory work performance, in which case 
the formal unsatisfactory work performance process may continue to the 
next stage. 

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(f) A copy of this notification will be placed on the Employee’s personnel file. 

 Determination of unsatisfactory work performance outcome 

(a) In the event that the Employee’s performance has not improved within the 
reasonable time period following the process set out in clauses 24.9 and 24.10 
and on receipt by the Employee of the final written warning in accordance with 
clause 24.11, the Employer will advise the Employee of the Employee’s continued 
or repeated unsatisfactory work performance and provide the Employee with a 
reasonable opportunity to respond. 

(b) After considering the Employee’s performance and response (including any failure 
to respond in accordance with clause 24.12(a), the Employer will determine the 
unsatisfactory work performance outcome that is to apply to the Employee. 

(c) The possible outcomes are: 

(i) assignment of the Employee with or without their agreement to a role at a 
classification level or Value Range lower than the Employee’s current 
classification level or Value Range; or 

(ii) termination of the Employee’s employment. 

(d) The Employer will advise the Employee of the unsatisfactory work performance 
outcome in writing and a copy will be placed on the Employee’s personnel file. 

 Disputes 

Any dispute arising under this clause may only be dealt with in accordance with clause 
13 (Resolution of Disputes) when any of the following are placed on the Employee’s 
personnel file in accordance with this clause (this may include whether clause 24.5 has 
been complied with in the Employer coming to a decision): 

(a) a record of formal counselling; or 

(b) a formal written warning; or 

(c) a final written warning; or 

(d) a notification given to the Employee pursuant to clauses 24.9(e), 24.10(e) or 
24.11(e); or 

(e) a record of unsatisfactory work performance outcome. 

 Management of Misconduct 

 The purpose of this clause is to: 

(a) establish procedures for managing misconduct or alleged misconduct of an 
Employee; and 

(b) provide for Employee alleged misconduct to be investigated and addressed 
expeditiously and with minimal disruption to the workplace; and 

(c) reflect the public sector values of integrity, impartiality, accountability and respect 
with the aim of ensuring that Employees are treated fairly and reasonably; and 

24.12 

24.13 

25. 

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(d) manage the Employee’s performance in accordance with this clause 25  instead of 
clause 24 (Management of Unsatisfactory Work Performance) where the 
Employer determines that it would be more appropriate. 

 Application 

(a) Subject to applicable Victorian and federal legislation, action taken by the 
Employer in relation to misconduct will be consistent with this clause. 

(b) This clause applies to all Employees except casual Employees and Employees 
subject to a probationary period of employment. 

 Meaning of misconduct 

For the purposes of this clause, misconduct includes: 

(a) a contravention of a provision of the PAA (Vic), the regulations to that Act, a 
binding code of conduct or a provision of any statute or regulation that applies to 
the Employee in the Employee’s employment; or 

(b) improper conduct in an official capacity; or 

(c) a contravention, without reasonable excuse, of a lawful direction given to the 
Employee as an Employee by a person authorised to give that direction; or 

(d) an Employee making improper use of their position for personal gain; or 

(e) an Employee making improper use of information they acquired by virtue of their 
position to gain personally, or for anyone else, financial or other benefits or to 
cause detriment to the VPS or the public sector. 

 Referred matters under clause 24 

Any matters that have arisen under the management of unsatisfactory work 
performance process in clause 24 may be considered in the misconduct process 
pursuant to this clause 25. 

 Employee representation 

An Employee is entitled to be represented by a person of their choice (including a 
Union representative) at any stage of the misconduct process. 

 Procedural fairness to apply 

(a) The process for managing Employee misconduct will be consistent with the 
principles of procedural fairness. 

(b) All parties involved in the misconduct process will commit to completing it as 
quickly as practicable. 

(c) The Employer will: 

(i) advise the Employee of the purpose of any meetings; and 

(ii) provide the Employee with a copy of the formal process to be followed; and 

(iii) provide a reasonable opportunity for the Employee to seek advice from the 
Union or a representative of their choice at any stage of the misconduct 
process; and 

25.2 

25.3 

25.4 

25.5 

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(iv) allow the Employee the opportunity to provide details of any mitigating 
circumstances. 

(d) The Employer must take into account any reasonable explanation of any failure by 
the Employee to participate before making a decision under this clause 25. 

 Directions 

(a) Where Employee misconduct is alleged, the Employer may do any of the following: 

(i) make an initial assessment of the alleged misconduct before commencing 
the formal process to determine if an investigation is required in accordance 
with clause 25.10; and/or 

(ii) determine that it is appropriate to immediately commence an investigation 
of the alleged misconduct in accordance with clause 25.10; and/or 

(iii) direct the Employee to proceed immediately to perform alternative duties 
or work at an alternative place of work; and/or 

(iv) direct the Employee not to speak to other Employees of the Employer about 
the matter or not to visit certain places of work; and/or 

(v) suspend the Employee with pay. 

(b) In the event that the Employer suspends the Employee with pay under clause 
25.7(a)(v), the Employer will: 

(i) review this decision no later than a date which is four weeks after the 
commencement of the suspension; and 

(ii) confirm whether the suspension is to continue or is no longer necessary. 

(c) The Employer will continue to review any decision regarding an Employee’s 
suspension every four weeks thereafter, until the end of the misconduct process in 
accordance with this clause 25. 

 Advising the Employee 

(a) As soon as practicable after an allegation of misconduct has been made and the 
Employer has determined in accordance with clause 25.7(a)(i) or clause 
25.7(a)(ii) that an investigation is required, the Employer will advise the 
Employee of the alleged misconduct in writing. 

(b) The written advice will contain the allegation/s of misconduct made about the 
Employee. Relevant information will only be withheld where it is necessary to 
withhold that information in order to protect the personal privacy of any other 
person consistent with Federal or State legislation. 

 Admissions by Employee 

(a) The Employee may at any stage elect to admit the alleged misconduct. 

(b) If the Employee admits the alleged misconduct, the Employer may: 

(i) determine that further investigation is required (for example to investigate 
partial admissions, mitigating circumstances or other relevant issues); or 

25.7 

25.8 

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(ii) may proceed immediately to the determination of the misconduct clause 
25.12 by advising the Employee of the proposed discipline outcome and 
giving the Employee a reasonable opportunity to respond to the findings in 
accordance with clause 25.11. 

 Investigation of alleged misconduct 

(a) Where an investigation is required, the Employer will appoint a person to conduct 
an investigation into the alleged misconduct. Where appropriate, the investigation 
may be conducted by the Employee’s immediate manager. The appointed person 
must not have any prior personal involvement in the matter. 

(b) The Employer will provide the Employee with an opportunity to speak to the 
investigator if the Employee wishes to do so. 

(c) The investigation may include: 

(i) collecting any relevant materials; and 

(ii) speaking with the Employee; and 

(iii) speaking with any relevant witnesses; and 

(iv) providing the Employee with specific particulars to allow the Employee to 
properly respond to the alleged misconduct; and 

(v) seeking an explanation from the Employee; and 

(vi) investigating any explanation made by the Employee for the purposes of 
verifying the explanation so far as possible. 

(d) In relation to each allegation of misconduct, the investigator will make findings as 
to whether: 

(i) the allegation is substantiated; or 

(ii) the allegation is not substantiated. 

(e) Where the investigator makes a finding that an allegation is not substantiated, 
which is accepted by the Employer, the misconduct process will conclude in 
relation to any such allegation and the Employee will be informed accordingly. 

(f) Where the investigator makes a finding that the allegation is substantiated, the 
Employer will consider this information and propose a discipline outcome. 

 Opportunity for response by Employee 

(a) As soon as practicable after the investigator has made a finding that any allegation 
of misconduct is substantiated, the Employee will be provided with the findings of 
the investigator and the proposed discipline outcome. The Employee will be 
provided with sufficient information to allow them a reasonable basis to respond. 

(b) The Employee will be given a reasonable time to respond to the findings or the 
material and the recommended discipline outcome. Any response must be 
provided within the above reasonable time. 

 Determination of discipline outcome 

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(a) The Employer will consider: 

(i) the findings of the investigator; and 

(ii) any recommendations as to the appropriate disciplinary outcome; and 

(iii) any response of the Employee (including any admission of misconduct under 
clause 25.9); and 

(iv) any prior disciplinary outcomes, 

and then determine the discipline outcome that is to apply to the Employee. The 
discipline outcome must not be disproportionate to the seriousness of the matter. 

(b) The possible discipline outcomes are: 

(i) no action; or 

(ii) performance management; or 

(iii) formal counselling; or 

(iv) formal warning; or 

(v) final warning; or 

(vi) assignment of the Employee with or without their agreement to a role at a 
classification level or Value Range lower than the Employee’s current 
classification level or Value Range:  

• Where no suitable positions are available at the Employee’s existing 
work location, the disciplinary outcome may also include a transfer of 
the Employee with or without their agreement to a different work 
location; 

• Where the disciplinary outcome includes a transfer of the Employee to a 
different work location, this will not preclude the Employee from being 
entitled to payment of any applicable relocation allowance in accordance 
under clause 19 (Usual Place or Places of Work); 

(vii) transfer of the Employee with or without their agreement to a different work 
location at the Employee’s current classification level (which will not 
preclude the Employee being entitled to payment of any applicable 
relocation allowance in accordance with clause 19 (Usual Place or Places of 
Work); or 

(viii) termination of employment. 

(c) In order to avoid a more severe discipline outcome being applied to an Employee, 
the Employer may apply the discipline outcomes listed in clause 25.12(b)(ii) to 
25.12(b)(vii)together to form a single disciplinary outcome.  

(d) The Employer will advise the Employee of the discipline outcome in writing and a 
copy will be placed on the Employee’s personnel file. 

 Informing Employee who raised allegation of misconduct 

If a process was conducted in accordance with this clause because of an allegation of 
misconduct by another Employee, the Employer must advise that Employee that the 

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allegation has been dealt with in accordance with this clause, and may provide the 
Employee with other information as is reasonably practicable. 

 Disputes 

(a) Any dispute arising under this clause may only be dealt with in accordance with 
clause 13 (Resolution of Disputes) when any of the following are placed on the 
Employee’s personnel file in accordance with this clause (this may include 
whether clause 25.6 has been complied with in the Employer coming to a 
decision): 

(i) a record of formal counselling; or 

(ii) a formal written warning; or 

(iii) a final written warning; or 

(iv) a record of discipline outcome. 

(b) Despite clause 25.14(a), a party to a misconduct investigation, may use clause 13 
(Resolution of Disputes) over the application of clause 25.6(b)when: 

(i) a misconduct investigation under clause 25.10 has not been completed 
within six months of the Employee being advised of alleged misconduct 
under clause 25.8, and  

(ii) the party considers the delay to be unreasonably caused by the other party. 

 Potential criminal conduct 

Where alleged misconduct that is the subject of a process in accordance with this 
clause 25 is also the subject of a criminal investigation or criminal proceedings, the 
Employer is not required to delay or cease the management of misconduct process 
under this clause 25 but the Employer may exercise its discretion to do so. 

 
  

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 Application 

 Classification and progression arrangements are set out in clauses 27 and 29 of this 
Agreement, subject to the following:  

(a) Clause 27 does not apply to Employees covered by Non-VPS Aligned Adaptive 
Structures (Child Protection Practitioner stream, Children, Youth and Families 
stream, Youth Justice Workers, Forensic Officers and Ministerial Transport 
Officers) (see clause 2 of Schedule G) as set out at clause 29; and 

(b) Clause 29 does not apply to Ministerial Transport Officers; and 

(c) Clause 29, with the exception of clause 29.4(e), does not apply to Forensic 
Officers; and 

(d) Clause 27 and 29 do not apply to Forensic Nurse Examiners or Forensic Nurse 
(Biological Specimen) Employees employed under Part 13 of the Appendix 1.  

 Classification and Salaries – Non-VPS Aligned  

(a) Special arrangements are set out clause 2 of Schedule G to this Agreement in 
relation to the following occupational groups that have classification 
arrangements that are different to the main VPS classification system as set out in 
this Part 5: 

(i) Child Protection Practitioner (CPP) stream;  

(ii) Children, Youth and Families (CYF) stream; 

(iii) Youth Justice Workers; 

(iv) Forensic Officers; 

(v) Ministerial Transport Officers. 

(b) Employees will be employed within one of these Grades based on work 
requirements in accordance with the corresponding Grade and Classification 
Descriptors set out in Section II – Agency Specific Arrangements to this 
Agreement. 

 Classifications and Salaries – VPS and VPS Aligned Adaptive 
Structures 

 Positions will be classified within the VPS Structure, or the following Adaptive 
classification structures aligned to it, based on work value: 

(a) Legal Officer 

(b) Allied Health 

(c) Science 

(d) Custodial Officer 

Part 5 Salary and Related Matters 

26. 

26.1 

2,.2 

27. 

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(e) Housing Services Officer 

(f) Housing Customer Services Officer 

(g) Court Registrar 

(h) Sheriff’s Officer 

(i) Community Corrections Practitioner  

(j) Fisheries Officer 

(k) Police Custody Officer 

 Classifications are divided into Grades and Value Ranges. 

 Employees will be employed within one of these Grades and Value Ranges based on 
work requirements in accordance with the Classification and Value Range Standard 
Descriptors at Schedule C to Schedule F and Section II (Agency Specific 
Arrangements) to this Agreement.  

 Clause 27.7 deals with the arrangements for the use of the VPS 1 classification. 

 Movement Between Value Ranges 

(a) Employees and/or positions can move between Value Ranges. 

(b) Movement between the Value Ranges can occur following a job resizing review. 
The review process includes an assessment of the work the Employer requires to 
be undertaken and the performance of that work by the Employee. These are 
assessed against the benchmarks specified in the Classification and Value Range 
Standard Descriptors as set out in this Agreement. 

 Classification and Salary on Appointment 

(a) Employees will be appointed to a Grade and Value Range based on work 
requirements in accordance with the Classification and Value Range Standard 
Descriptors at relevant to the Employee’s role as set out in this Agreement. 

(b) Qualifications 

(i) The qualification related salary minimums in clause 27.6(b)(ii) apply to the 
following occupational categories. These may be varied in individual 
structures: 

• Fisheries Officers, 

• Community Corrections Practitioners, 

• Court Registrars, 

• Sherriff’s Officers, 

• Custodial Officers, 

• Legal, 

• Allied Health, 

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• Housing Services Officers 

• Housing Customer Services Officers, and 

• Science 

(ii) Qualification related Salary minimums in the table below apply for 
mandatory three and four-year degrees required by professions that are 
regulated by law (including professional registration). The relevant degree 
or diploma minimum rate applies if the Employer requires an Employee to 
hold or obtain the qualification.  

Table 10: Qualification related salary minimums 

Qualification Salary point 

Certificate III (Trade qualification) VPS salary point 2.1.1 

Relevant Degree or Diploma VPS salary point 2.1.5 

Certificate IV VPS salary point 2.1.7 

Mandatory 3-year degree. VPS salary point 2.2.2 

Mandatory 4-year degree VPS salary point 2.2.4 

(iii) If a new qualification is introduced to a classification structure during the 
life of the Agreement, the qualification related Salary minimums in the table 
above will apply. 

(iv)  FWC Undergraduate Qualifications Review 

The parties agree to review the qualification related Salary minimums 
following determination of the FWC undergraduate qualifications review. 

(c) In determining whether to recruit an Employee above the base Salary point of the 
relevant Value Range, the Employer will have regard to the following matters: 

(i) an assessment of whether the existing remuneration of the individual would 
require paying above the base; and 

(ii) for Grades 1 to 4, appointment will be to a Progression Step within the 
relevant Value Range; and 

(iii) the gender equity effects of appointments. 

(d) The gender equity effects of appointments above the base salary point of the 
relevant Value Range will be monitored by the Victorian Public Service 
Commission over time. 

 VPS 1 Classification 

(a) The VPS 1 classification is a training Grade for employees participating in formal 
trainee or cadetship programs or other similar VPS wide entry level employment 
programs. Employees classified as VPS 1 who are not participating in a formal 
employment program of this nature will transition to the VPS 2 classification. 

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 Gender Equality 

 Gender Pay Equity Principles  

The provisions of this Agreement are to be interpreted consistently with the following 
gender pay equity principles:  

(a) Establishing equal pay for work of equal or comparable value: Equal or 
comparable value refers to work valued as equal in terms of skill, effort, 
responsibility and working conditions. This includes work of different types. 

(b) Freedom from bias and discrimination: Employment and pay practices are free 
from the effects of unconscious bias and assumptions based on gender. 

(c) Transparency and accessibility: Employment and pay practices, pay rates and 
systems are transparent. Information is readily accessible and understandable. 

(d) Relationship between paid and unpaid work: Employment and pay practices 
recognise and account for different patterns of labour force participation by 
workers who undertake unpaid and/ or caring work. 

(e) Sustainability: Interventions and solutions are collectively developed and agreed, 
sustainable and enduring. 

(f) Participation and engagement: Workers, unions and employers work 
collaboratively to achieve mutually agreed outcomes. 

 Meaning of ‘Pay’ 

In this clause, ‘pay’ refers to remuneration including but not limited to salary, 
bonuses, overtime payments, allowances and superannuation. 

 Commitment to collaborative approach to achieving gender pay equity 

The Employer will work collaboratively with Employees and the Union to identify, 
support and implement strategies designed to eradicate the gender pay gap, gender 
inequality and discrimination across the VPS.   

 Claims relating to systemic gender equality issues 

(a) A systemic gender equality issue means an issue of a systemic nature within an 
Employer, or multiple VPS Employers, which adversely affects a class or group of 
employees of the Employer (or multiple VPS Employers), relating to: 

(i) The gender composition of any or all workforce levels of the Employer (or 
multiple VPS employers); or 

(ii) The gender composition of governing bodies; or 

(iii) Equal remuneration for work of equal or comparable value across any or all 
workforce levels of the Employer or multiple VPS Employers, irrespective of 
gender; or 

(iv) Sexual harassment in the workplace; or 

(v) Recruitment and promotion practices in the workplace; or 

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(vi) Availability and utilisation of terms, conditions and practices in the 
workplace relating to family violence leave, flexible working arrangements 
and working arrangements supporting Employees with family or caring 
responsibilities; or  

(vii) Gendered workplace segregation.  

(b) The Union and/or a class or group of Employees (Claimant/s) may seek resolution 
of a dispute relating to a systemic gender equality issue (Claim) in accordance with 
this clause.  

(c) A Claim or Claims under this clause must be made in writing to the Employer/s.   

(d) In the first instance the Claim should include sufficient detail for the Employer to 
make a reasonable assessment of the nature of the Claim, the employees impacted 
by the Claim and any proposals to resolve the Claim.   

(e) The Employer must meet and discuss the Claim with the Claimant prior to 
responding to the Claim. 

(f) The Employer must respond to the Claim in writing to the Claimant, within a 
reasonable time, including enough details in the response to allow the Claimant to 
understand the Employer’s response to each element of the Claim, including 
reasons why the Claim is accepted or rejected.   

(g) If the Claim is unable to be resolved between the Employer and the Claimant/s, 
either the Claimant/s or the Employer may refer the Claim to the Public Sector 
Gender Equality Commissioner (Commissioner) to deal with.  

(h) Common Claims against multiple VPS Employers may be referred to the 
Commissioner if the Claims relate to a systemic gender equality issue which 
adversely affects a class or group of Employees from each VPS Employer, and the 
Claims are referred by any of the Parties in clause 4.1 of this Agreement.  

(i) In dealing with a Claim, the Commissioner:  

(i) Must consider the Gender Pay Equity Principles; and 

(ii) Must be objective and free from assumptions based on gender; and 

(iii) Must acknowledge that current pre-existing views, conclusions or 
assessments of comparable worth or value may not be free of assumptions 
based on gender; and 

(iv) Must ensure that skills, responsibilities, effort and conditions that are 
commonly undervalued such as social and communication skills, 
responsibility for wellbeing of others, emotional effort, cultural knowledge 
and sensitivity are considered; and  

(v) Must ensure that dispute resolution outcomes consider current or historical 
gender-based discrimination and do not further promote systemic 
undervaluation.  and 

(vi) Must deal with the Claim in a manner that is independent of the Employer or 
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(vii) Must consider evidence that the Claim may not be isolated to the Employer 
subject to the Claim but may affect Employees from multiple VPS Employers 
or other public sector employers not covered by this Agreement; and 

(viii) May jointly deal with a Claim and any other dispute which has been referred 
to the Commissioner which relates to the same or similar systemic gender 
equality issues;  and 

(ix) Must consider the views of the Claimant prior to jointly dealing with multiple 
Claims or disputes; and 

(x) May otherwise deal with the Claim in any way the Commissioner considers 
appropriate, consistent with the requirements of the Gender Equality Act 
2020 (Vic). This can include mediation, conciliation, making 
recommendations or offering opinions.  

(j) If a Claim is unable to be resolved by the Commissioner, either the Claimant or the 
Employer may refer the Claim to the FWC as a dispute of a collective character for 
resolution pursuant to clause 13.10 or 13.11.  

(k) This clause does not apply to any dispute regarding a matter or matters arising in 
the course of bargaining in relation to a proposed enterprise agreement.  

(l) A Claimant may choose to be represented at any stage by a representative, 
including a Union representative or Employer’s organisation.  

(m) The Claimant and Employer and their representatives must genuinely attempt to 
resolve the dispute through the processes set out in this clause and must cooperate 
to ensure that these processes are carried out expeditiously.  

(n) Whilst a Claim is being dealt with in accordance with this clause, work must 
continue in accordance with usual practice, provided that this does not apply to an 
Employee who has a reasonable concern about an imminent risk to their health or 
safety, has advised the Employer of this concern and has not unreasonably failed 
to comply with a direction by the Employer to perform other available work that 
is safe and appropriate for the Employee to perform. No party will be prejudiced 
as to the final settlement of the Claim by the continuance of work in accordance 
with this clause.  

 Gender Equality Action Plans 

The Employer will consult with the CPSU in the preparation of Gender Equality Action 
Plans under the Gender Equality Act 2020 (VIC). 

 Performance Development and Progression within a Value 
Range 

 Transitional Arrangement 

(a) Performance development and progression arrangements for the Performance 
Cycle 1 July 2019 to 30 June 2020, will be completed under existing performance 
development and progression arrangements in the Victorian Public Service 
Enterprise Agreement 2016. 

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(b) The Performance development and progression arrangements outlined this 
clause, will operate for the Performance Cycle commencing 1 July 2020, with the 
following transitional arrangements:  

(i) Performance Development Plans agreed between 1 July 2020 and the 
commencement of this Agreement, prepared in accordance with the 
performance development and progression arrangements in the Victorian 
Public Service Enterprise Agreement 2016, will be taken to have been 
prepared in accordance with this clause; 

(ii) An Employee appointed on probation between 1 July 2020 and the 
commencement of this Agreement will be eligible to access progression in 
accordance with clause 24.3(g) of the Victorian Public Service Enterprise 
Agreement 2016 for the 2020/21 Performance Cycle. 

(iii) An Employee who obtains a promotion to a position at a higher Grade or 
Value Range, or otherwise negotiated a salary increase, between 1 July 2020 
and the commencement of this Agreement,  will be eligible to access 
progression in accordance with clause 24.3(g) of the Victorian Public Service 
Enterprise Agreement 2016 for the 2020/21 Performance Cycle. 

(iv) The eligibility requirements set out at clause 29.5 below apply on and from 
the date this Agreement commences operation.  

(v) The entitlement to additional Progression payments for Employees 
returning from Primary Caregiver Parental leave applies in respect of a 
period of Primary Caregiver Parental leave which commences on or after 1 
July 2020. 

 Performance Cycle and Review  

(a) The performance development and review process is the framework within which 
an Employee’s performance and development is planned, managed and reviewed 
to determine whether an Employee is entitled to Progression or a Top of Grade or 
Value Range Payment at the end of the Performance Cycle. 

(b) “Progression” means advancing to the next Progression Step for VPS 1-4 or 
adding the next progression amount to substantive Salary for VPS 5-7 in 
accordance with this clause. Progression Steps and Progression Amounts are 
referred to in the final column of clause 1 of Schedule C (or relevant part of 
Section II of this Agreement for Non-VPS Aligned Adaptive Structures). 

(c) “Top of Grade or Value Range Payment” means the 1 per cent lump sum of the 
Employee’s Salary as at 30 June of the Performance Cycle, paid in accordance with 
this clause to an Employee at the top of their Grade or Value Range in lieu of 
Progression. 

(d) The Performance Cycle is twelve months (1 July to 30 June). 

(e) All Employees must participate in the performance development and review 
process, including in the development of performance development plans and 
conduct of performance discussions and reviews.  

(f) Employees who refuse to participate in the performance development and review 
process will be ineligible for Progression or Top of Grade or Value Range Payment, 
unless the Employee’s lack of participation is due to the Employer’s failure to 
initiate the performance development process. 

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(g) The performance development and review process has three formal stages: 

Table 11: Performance development and review process 

Stage Description 

Commencement of the 
Performance Cycle  

Employer and Employee agree a performance 
development plan outlining: 

• the agreed performance goals appropriate to the 
Employee’s role; and 

• the agreed learning and development goals 
required for the Employee’s role and/or to build the 
Employee’s professional capacity and career 
opportunities. 

In addition, the Employee is expected to comply with the 
Public Sector Values and Code of Conduct for Victorian 
Public Sector Employees.  

Collectively these three elements constitute the 
Employee’s Progression Criteria. The expected standard 
for the setting of Progression Criteria is outlined in 
clause 29.3. 

Mid-Cycle Performance Review Undertaken around the mid-point of the Performance 
Cycle, the Employer and Employee meet to monitor and 
assess the Employee’s performance towards meeting 
their Progression Criteria.  

End of Cycle Performance Review Undertaken at the end of each Performance Cycle during 
which the Employee’s performance throughout the 
Performance Cycle is assessed to determine whether 
they have met the Progression Criteria.  

(h) All Employees can expect informal and formal feedback about their performance 
throughout the Performance Cycle from their supervisor or manager. 

 Progression Criteria 

(a) The Progression Criteria are to be agreed with each Employee at the start of the 
Performance Cycle or on the Employee’s commencement in a role. The Progression 
Criteria may be adjusted by agreement during the Performance Cycle. 

(b) Progression Criteria should be sufficiently detailed and clear to enable proper 
assessment of performance to occur and be consistent with the Employee’s role, 
skills, capabilities and the relevant Classification Descriptors outlined in Schedule 
C of the Agreement. The expected capabilities, responsibilities and behaviours 
appropriate to the role may be weighed and combined to develop the Progression 
Criteria. 

(c) Central to the performance development and review process is the need for 
supervisors and managers, in consultation with Employees, to determine what 
should, and can, be delivered to warrant Progression through a combination of 
increasing capability, productivity, performance and professionalism. This 

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interaction between managers and Employees gives authority and integrity to the 
structure and its sustainability in the long term. 

(d) Setting Progression Criteria 

(i) VPS 1 to 4 Classified Employees  

For VPS Grades 1 to 4 (or equivalent), Progression Criteria will not be as 
onerous as those required for VPS 5 through VPS 7 (or equivalent).  

While VPS Grades 3 and 4 (or equivalent) are clearly seen as transition 
points to higher levels of management within the structure and carry 
additional responsibility, this does not mean work at all lower levels will not 
be important and demanding. However, it is expected that in setting agreed 
Progression Criteria the overwhelming majority of persons within Grades 1 
to 4 will achieve the objectives and should move through the Salary points. 

(ii) VPS 5 to VPS 7  

In setting Progression Criteria for VPS 5 to VPS 7 (or equivalent) classified 
Employees it is expected Progression Criteria will: 

• include measures of excellence and skill acquisition; and 

• be commensurate with the higher level of responsibility expected of 
positions of these Grades; and 

• be more challenging and difficult to achieve. 

(e) Management should facilitate an individual Employee’s ability to undertake 
appropriate learning and development. An individual Employee must actively 
pursue appropriate learning and development to build professional capacity and 
career opportunities. 

 Progression Steps, Progression Amounts and Top of Grade or Value Range 
payment 

(a) Within each Value Range of Grades 1 to 4 there are Progression Steps (expressed 
Salary points) as detailed in the table at clause 1 of Schedule C. 

(b) Within VPS Grades 5 to 7 there are standard Progression Amounts as detailed in 
the table at clause 1 of Schedule C. The Progression Amounts are expressed in 
terms of dollars and are common to all Employees within a given Grade/Value 
Range. 

(c) Progression Steps and Progression Amounts (where relevant) for Employees 
covered by a VPS Aligned Adaptive Structure or Non-VPS Aligned Adaptive 
Structure are outlined in the relevant structures as detailed in Section II of this 
Agreement.  

(d) Progression Steps or Amounts within Value Ranges are not points of defined work 
value. Progression within the salary structure will not be automatic, consistent 
with wage fixing principles. 

(e) An Employee at the top of their Grade or Value Range who achieves Progression 
(as described in clause 29.8), will, in lieu of a Progression Step or Progression 
Amount, receive a top of Grade or Value Range Payment equal to one per cent of 
the Employee’s Salary as at 30 June of the relevant Performance Cycle. 

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 Eligibility requirements for Progression or a Top of Grade or Value Range 
Payment  

(a) Employees are eligible to be considered for a Progression or a Top of Grade or 
Value Range Payment unless any of the exclusions in clause 29.5(b) apply.  

(b) An Employee is not eligible to be considered for a Progression or Top of Grade or 
Value Range Payment in respect of a Performance Cycle if:  

(i) the Employee has been continuously employed in the VPS for less than 12 
months as at the end of the Performance Cycle; or 

(ii) the Employee obtained a promotion to a position at a higher Grade or Value 
Range, or otherwise negotiated a salary increase, within the performance 
cycle; or 

(iii) the Employee was subject to a formal underperformance process under 
clause 24 at any time during the Performance Cycle; or 

(iv) the Employee is subject to proven misconduct as per clause 25 during the 
course of the Performance Cycle. If the investigation of alleged misconduct 
spans more than one Performance Cycle, the eligibility exclusion is to be 
applied in the Performance Cycle in which the determination of the 
discipline outcome (under clause 25.12 of the Agreement) is made. If a 
misconduct investigation is ongoing but has not yet concluded the Employee 
is eligible to be considered for Progression or Top of Grade or Value Range 
payment but the Employer is not precluded  from considering matters which 
have arisen under clause 25 in assessing whether the Employee has met 
their Progression Criteria where it is fair and reasonable to do so. 

(c) For the purposes of this clause a promotion does not include any moves to the next 
Grade or Value Range: 

(i) which resulted in the Employee receiving less than the equivalent of one 
progression step or amount, or 

(ii) was achieved as a result of obtaining relevant work experience or a 
qualification which is part of an automatic career advancement pathway 
established in an Agency Specific Appendix, or 

(iii) occurred following a job-re-sizing review process conducted under clause 
27.5(Movement between Value Ranges). 

 Eligibility requirements for Progression or Top of Grade or Value Range 
Payment – Higher Duties 

(a) If an Employee has been acting in a higher position for a period of twelve months 
at the end of the Performance Cycle and neither clause 29.5(b)(ii), 29.5(b)(iii) 
or 29.5(b)(iv) apply to the Employee, the Employee will be eligible to be 
considered for Progression or a Top of Grade or Value Range Payment for 
continued performance of the higher duties beyond 12 months. 

(b) If an Employee progresses to the next progression step or amount while acting in 
a higher position they will progress to the next Progression Step/ Amount within 
their substantive Grade (if applicable). 

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(c) An Employee who has been acting in a higher position for a period of less than 
twelve months at the end of the Performance Cycle, may be eligible to be 
considered for Progression or a Top of Grade or Value Range payment at their 
substantive Grade or Value Range, if they are not otherwise ineligible because of 
the operation of clause 29.5. 

 Progression payments for Employees returning from Primary Caregiver 
Parental leave 

(a) An Employee is entitled to advance two progression steps or amounts or be paid 
two Top of Grade or Value Range payments in the following circumstances:  

(i) The Employee was not considered for Progression or a Top of Grade or Value 
Range payment due to the Employee’s absence on a period of Primary Carer 
Parental Leave not exceeding 52 weeks; and  

(ii) The Employee is otherwise eligible to be considered for Progression or a Top 
of Grade or Value Range Payment; and  

(iii) The Employee is assessed as meeting progression criteria in the 
Performance Cycle in which the Employee returns to work.  

(b) Any Progression or Top of Grade or Value Range payment will be processed by the 
Employer at the same time as other progression outcomes resulting for the 
Performance Cycle following the Employee’s return to work.  

(c) An Employee’s absence from work on parental leave for part of a relevant 
Performance Cycle must not disadvantage the Employee in the Employer’s 
application of the Progression Criteria.  

 Achieving Progression or Top of Grade or Value Range Payment 

(a) Progression between progression steps or amounts or the payment of a Top of 
Grade or Value Range payment will occur if the Employee: 

(i) meets the eligibility requirements set out in clause 29.5 or clause 29.6(as 
relevant); and 

(ii) is assessed as having met their Progression Criteria at the End of Cycle 
Performance Review. 

(b) An End of Cycle Performance Review is undertaken at the end of each Performance 
Cycle. The Employee’s performance against the Progression Criteria is assessed by 
their supervisor or manager at that time. 

(c) An Employee will not be disadvantaged where through the Employer’s act or 
omission: 

(i) learning and development opportunities are not available; or 

(ii) a Performance Development Plan is not completed, or 

(iii) a Mid-Cycle or End of Cycle Performance Review is not conducted. 

(d) Where an Employee is assessed as having not met their agreed Progression 
Criteria, the Employee will not obtain Progression or be paid a top of Grade or 
Value Range Payment. 

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 Operation of Progression Steps or Amounts or Top of Grade of Value Range 
Payment where progression is achieved 

(a) Other than as provided for in clause 29.9(b), progression will take effect 
backdated to 1 July following the completion of the Performance Cycle to which 
the progression relates.  

(b) For an Employee who:  

(i) has been ineligible to be considered for Progression or Top of Grade or Value 
Range payment for a period of 18 months or longer as a result of the 
operation of clause 29.5(b)(i) or 29.5(b)(ii); and  

(ii) is assessed as having met their Progression Criteria at the end of the first 
Performance Cycle in which the employee becomes eligible for progression 
after the exclusions prescribed in clause 29.5(b)(i) or 29.5(b)(ii) are 
complete; 

progression will take effect backdated to 1 January in the Performance Cycle to 
which the progression relates, or the Employee’s 18 Month Date, whichever is 
later.  

(c) An Employee’s 18 Month Date for the purposes of clause 29.9(b) is the date 18 
months after the Employee commenced employment in the VPS (if clause 
29.5(b)(i) applies) or the date 18 months from the date of promotion for the 
purposes of clause 29.5(b)(ii). 

(d) Top of Grade or Value Range payments will be paid as a lump sum processed by 
the Employer at the same time as other progression outcomes resulting for the 
Performance Cycle following the Employee’s return to work. 

 Salary Increases 

 Salary Increases 

(a) Employees employed by the Employer at or after the date of commencement of 
this Agreement will receive the following Salary increases: 

Table 12: Salary Increases 

Date of Effect Percentage Increase 

20 March 2020 1.50% 

1 December 2020 1.25% 

1 September 2021 1.50% 

1 June 2022 1.25% 

1 March 2023 1.50% 

1 December 2023 1.00% 

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(b) The Salary increases outlined in clause 30.1 are to apply to the salary ranges set 
out in clause 1 of Schedule C and the Non-VPS Aligned Classification Structures 
set out in the relevant part of Section II (Agency Specific Arrangements) of this 
Agreement. 

 Increases to Salary caps for certain entitlements 

Where eligibility for any Employee entitlement is to be calculated by reference to a rate 
of pay, then the rate of pay applicable as at date of commencement of this Agreement will 
be increased by the same increases and from the same operative dates as provided for in 
clause 30.1. 

 Allowance adjustment 

(a) All work and condition allowances in this Agreement will be increased by the same 
increases and from the same operative dates as provided for in clause 30.1. 

(b) An exception to this is any allowances or payments which is expressed in the 
relevant provision to have been increased based on the annual rates listed in the 
relevant table. These annual rates incorporate the Salary increases for the relevant 
year. 

 Casual Employees – Loading 

Employees employed on a casual basis will receive a loading of 25 per cent in addition to 
the applicable hourly rate of pay as compensation in lieu of any entitlement to the 
following benefits: 

 payment for Public Holidays not worked; and 

 annual leave and annual leave loading; and 

 paid parental leave; and 

 paid compassionate leave; and 

 paid personal/carer’s leave; and 

 jury service; and 

 defence reserve leave; and 

 accident make-up pay; and 

 leave to attend rehabilitation programs 

 Supported Wage System 

The conditions which apply to Employees who, because of a disability, are eligible for a 
supported wage, are set out in Schedule B. 

 Payment of Salaries 

 Salaries, allowances, penalty or overtime payments due to an Employee must be paid 
by the Employer by fortnightly electronic direct credit to a bank account, credit union 

30.2 

3(1.3 

31. 

31.J 

31.2 

31.3 

31.4 

31.5 

3l.6 

31.7 

31.8 

31.9 

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or building society account nominated by the Employee. In exceptional 
circumstances, including significant delays in payment of salary, the Employer will 
make provision for off-line payments. 

 Where a normal payday falls on a Public Holiday the direct credit to the Employee’s 
nominated account must be made no later than the last working day prior to the 
Public Holiday. 

 Employees must be provided either in writing or electronically, with details of each 
pay regarding the make-up of their remuneration and any deductions. 

 By agreement with the Employer, the Employee may authorise deductions from 
salary for forwarding to superannuation funds. 

 In the event of an overpayment of salary, allowance, loading or other payment, the 
Employer must advise the Employee. Similarly, the Employee must advise the 
Employer if they know there has been an overpayment. Where agreement cannot be 
reached on a repayment arrangement, the Employer may recover the overpayment 
by instalments to be paid in accordance with the Financial Management Act 1994 (Vic) 
as amended from time to time or any successor to that Act. 

 Salary Packaging 

 An Employee may enter into a salary packaging arrangement with the Employer using 
pre-tax salary in respect of superannuation, a novated lease and/or other approved 
benefits under State or Federal legislation. In the case of salary sacrifice to State 
Government defined benefit superannuation schemes, arrangements must comply 
with State legislation. 

 All costs associated with salary packaging, including the Employer’s reasonable 
administrative costs, are to be met from the salary of the participating Employee. 

 Allowances – Work or Conditions 

 General provisions 

Work or conditions allowances will be paid by the Employer subject to the Employee 
meeting the requirements for receipt of the allowance as set out in this clause. 

 First aid allowance 

(a) Where an Employee, in addition to their normal duties, agrees to be appointed by 
the Employer to perform first aid duties: 

(i) the Employee must hold a current first aid certificate or an equivalent 
qualification; and 

(ii) the Employee will be paid an annual allowance payable in fortnightly 
instalments; and 

(iii) this allowance will be as follows: 

33.2 

33.3 

33.4 

33.5 

34. 

34.1 

34.2 

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Table 13: First aid allowance 

Date of Effect Amount per Annum 

1 March 2020 $647 

1 March 2021 $660 

1 March 2022 $673 

1 March 2023 $686 

(b) The Employer must reimburse any additional costs incurred by the Employee in 
obtaining and maintaining the first aid qualification. 

 Higher duties allowance 

(a) When does higher duties allowance apply 

A higher duties allowance will be paid where an Employee is required to undertake 
all or part of the duties of a higher classified position (including a position 
classified at a higher Value Range) for: 

(i) a period longer than five consecutive working days; or  

(ii) where the Employee works in the higher classified position on a regular and 
systematic basis.  

(b) Level of allowance 

The level of the allowance shall be in proportion to the extent of the higher duties 
performed and shall be calculated on the base of the Grade or Value Range. 

(c) Leave while performing higher duties 

Paid leave taken during a higher duties assignment shall be paid inclusive of the 
allowance, provided the Employee resumes the duties of the higher duties position 
on their return from leave. 

 Language allowance 

(a) Where the Employee, in addition to their normal duties, agrees to be appointed by 
the Employer to use their skills in a second language to assist members of the 
public who have low English proficiency: 

(i) the Employee must hold a current accreditation from the National 
Accreditation Authority for Translators and Interpreters (NAATI); and 

(ii) the Employee will be paid an annual allowance payable in fortnightly 
instalments as follows: 

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Table 14: Language allowance 

Date of Effect 
Language aide 
accreditation 

Paraprofessional 
interpreter 

accreditation 

Interpreter 
accreditation or 

higher 

20 March 2020 $1,114 $1,534 $2,091 

1 December 2020 $1,128 $1,553 $2,117 

1 September 2021 $1,145 $1,576 $2,149 

1 June 2022 $1,160 $1,596 $2,176 

1 March 2023 $1,177 $1,620 $2,208 

1 December 2023 $1,189 $1,636 $2,230 

(b) The Employer will pay the cost of the NAATI pre-testing workshop. 

(c) The Employer will also meet the cost of the NAATI test, up to two times per 
Employee per level of accreditation. The Employee must apply annually for 
renewal of the allowance. 

(d) The Employer will assess the Employee’s renewal application to determine 
whether the Employer still requires the Employee to perform interpreting duties. 

 Stand-by/ Recall Allowance 

(a) The Employer may require an Employee to be on stand-by outside the ordinary 
hours of duty of the Employee to perform work away from their usual place or 
places of work. The Employee may also be required to be recalled to their usual 
place or places of work. 

(b) The Employer will, in consultation with the Employee, establish a roster for stand-
by duty. 

(c) The Employee may refuse to be on stand-by where this may result in the Employee 
working hours which are unreasonable having regard to: 

(i) any risk to the Employee’s health and safety; and 

(ii) the Employee’s personal circumstances including family responsibilities; 
and 

(iii) the needs of the workplace; and 

(iv) the notice (if any) given by the Employer of the stand-by and by the 
Employee of their intention to refuse it; and 

(v) any other relevant matter. 

(d) An Employee on stand-by: 

(i) must be able to be contacted immediately by an agreed means of 
communication; and 

35.5 








Victorian Public Service Enterprise Agreement 2020 

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(ii) must be able to travel to their usual place or places of work within a 
reasonable time; and 

(iii) will, if required to be recalled to work, be provided by the Employer with 
appropriate transport or be reimbursed travel expenses in accordance with 
clause 36 (Reimbursement of Expenses) of this Agreement; and 

(iv) must be fit for duty. 

(e) The Employer must pay the following allowance for stand-by duty: 

Table 15: Stand-by / recall allowance 

Date of effect Per night Per day/night 

20 March 2020 $30.70 $61.90 

1 December 2020 $31.10 $62.70 

1 September 2021 $31.55 $63.65 

1 June 2022 $31.95 $64.40 

1 March 2023 $32.45 $65.40 

1 December 2023 $32.75 $66.05 

(f) For the purposes of clause 35.5(e): 

(i) “per night” allowance is payable if standby is required for the period from 
the completion of ordinary duty, leave or standby on one day to the 
commencement of ordinary duty, leave or standby on the following day, 
other than where the per day/night rate applies  

(ii) “per day/night” allowance is payable if rostered standby is required 
outside the ordinary hours of duty for a period including both: 

• a period for which a per night allowance would otherwise be 
payable, and  

•  a day (or part day).  

(g) The above allowance is payment for being available to perform duty and will 
include initial limited response to a telephone call or email, as long as the subject 
of that telephone call or email does not require further following up. 

(h) All work after the initial limited response to a telephone call or email will be 
remunerated as overtime in accordance with clause 41 (Overtime). Subject to 
clause 35.5(i), the minimum overtime payment in clause 41.9 does not apply. 
Overtime payments will be paid as worked. 

(i) An Employee who is required to return to their usual place or places of work is 
also entitled to the minimum overtime payment in clause 41.9. 

(j) The stand-by allowance does not apply where stand-by is incorporated into total 
remuneration or is otherwise compensated. 








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 Agency specific allowances 

Allowances applicable in: 

(a) the Department of Justice and Community Safety, are specified in Appendix 1; 

(b) the Department of Education and Training, are specified in Appendix 2; 

(c) the Environment Protection Authority, are specified in Appendix 3; 

(d) the Department of Health and Human Services, are specified in Appendix 4; 

(e) the Department of Jobs Precincts and Regions, are specified in Appendix 5; 

(f) the Department of Environment Land, Water and Planning, are specified in 
Appendix 6; 

(g) Ministerial Transport Officers, are specified in Appendix 7; 

(h) Victoria Police, are specified in Appendix 8; 

(i) the Commercial Passenger Vehicles Victoria, are specified in Appendix 9; 

(j) the Independent Broad-based Anti-Corruption Commission, are specified in 
Appendix 10; 

(k) Court Services Victoria, are specified in Appendix 11; 

(l) the Office of the Governor, are specified in Appendix 12;  

(m) the Victorian Commission for Gambling and Liquor Regulation, are specified in 
Appendix 13;  

(n) the Game Management Authority, are specified in Appendix 14, and 

(o) the Victorian Fisheries Authority, are specified in Appendix 15. 

 Reimbursement of Expenses 

 General provisions 

(a) The Employer will reimburse the Employee for the Employee’s reasonable out of 
pocket expenses actually and necessarily incurred in the course of their authorised 
duties. 

(b) The Employer must apply the rulings of the Commissioner of Taxation (Australian 
Tax Office) relating to reasonable allowances in determining the maximum rates 
payable, unless otherwise agreed. 

(c) The amount of an expense will be considered reasonable where it does not exceed 
the relevant amounts set by the Australian Tax Office as adjusted from time to time. 

35.6 

36. 

36.1 








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 Allowable expenses 

Allowable expenses include: 

(a) travelling, accommodation, meals and other incidental expenses associated with 
an overnight absence from home or part day duties away from the normal work 
location; and 

(b) expenses incurred in using private mobile and home phones in accordance with 
clause 36.3; and 

(c) expenses incurred in using private vehicles in accordance with clause 36.4. 

 Private mobile and home phone use 

(a) An Employee required to use their private mobile phone or home phone in the 
course of their employment will be reimbursed for work-related calls under their 
plan. 

(b) The Employee must obtain the prior approval of the Employer before using their 
private mobile or home phone during the course of their employment. 

(c) Following use, the Employee must submit an itemised statement of the calls made 
and their cost. 

 Private motor vehicle use 

(a) An Employee, required to use their private motor vehicle in the course of their 
employment, will be reimbursed for kilometre costs and any other motor vehicle 
reimbursement expenses incurred in the course of the Employee’s employment 
and authorised by the Employer. 

(b) The Employee must obtain the prior approval of the Employer before using their 
private motor vehicle during the course of their employment. 

(c) Following use, the Employee must submit a declaration stating the date, the 
purpose of the trip, the number of kilometres travelled and the type of vehicle 
used. 

(d) The rates payable in respect of motor kilometre costs will be the rates determined 
by the Australian Tax Office from time to time. 

 Expense claims 

(a) The Employer may require an Employee to submit to the Employer official receipts 
substantiating allowable expenses incurred by the Employee as soon as practical 
after incurring the expense, except where the Employee uses their own motor 
vehicle for work purposes in which case the Employee will submit a declaration in 
accordance with clause 36.4(c). 

(b) A declaration from the Employee that the expense was incurred may be accepted 
by the Employer if the official receipt is lost or misplaced, and suitable verification 
can be made. A declaration from the Employee that an incidental expense was 
incurred may be accepted if the Employer and the Employee agree that the 
obtaining of a receipt was impractical. 

3(,.2 

36.3 

3(,.4 

3(,.5 








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 The Employer will pay the Employee money owing under this clause in a manner to 
be agreed between the Employer and Employee as soon as practicable but not later 
than two pay periods after the Employee submits a claim. 

 Upon request, the Employer will provide an advance for the expected costs associated 
with work related travel or any other exercise where an Employee is likely to incur 
work related expenses. As soon as practicable after the event, the Employee will 
provide the Employer with an account of all expenses incurred together with receipts 
(and where necessary a statement) together with any balance owed to the Employer. 

 Agency-specific reimbursement arrangements 

The reimbursement of meal and travel expenses for Employees in Victoria Police will 
be in accordance with clause 1 of Appendix 8. 

 Superannuation 

 Superannuation legislation 

(a) Superannuation legislation, including the Superannuation Guarantee 
(Administration) Act 1992 (Cth), the Superannuation Guarantee Charge Act 1992 
(Cth), the Superannuation Industry (Supervision) Act 1993 (Cth) and the 
Superannuation (Resolution of Complaints) Act 1993 (Cth), deals with the 
superannuation rights and obligations of Employers and Employees. Under 
superannuation legislation individual Employees generally have the opportunity 
to choose their own superannuation fund. If an Employee does not choose a 
superannuation fund, any superannuation fund nominated in the Agreement 
covering the Employee applies. 

(b) The rights and obligations in these clauses supplement those in superannuation 
legislation. 

 Employer contributions 

The Employer must make such superannuation contributions to a superannuation 
fund for the benefit of an Employee, regardless of age, as will avoid the Employer 
being required to pay the superannuation guarantee charge under superannuation 
legislation with respect to that Employee. 

 Voluntary Employee contributions 

(a) Subject to the governing rules of the relevant superannuation fund, an Employee 
may, in writing, authorise their Employer to pay on behalf of the Employee a 
specified amount from the post-taxation wages of the Employee into the same 
superannuation fund as the Employer makes the superannuation contributions 
provided for in clause 37.2. 

(b) An Employee may adjust the amount the Employee has authorised their Employer 
to pay from the wages of the Employee from the first of the month following the 
giving of three months’ written notice to their Employer. 

(c) The Employer must pay the amount authorised under clauses 37.3(a) or 37.3(b) 
no later than 28 days after the end of the month in which the deduction authorised 
under clauses 37.3(a) or 37.3(b)was made.  

36.6 

36.7 

3(,.8 

37. 

37.1 

37.2 

37.3 








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 Superannuation fund 

Unless, to comply with superannuation legislation, the Employer is required to 
make the superannuation contributions provided for in clause 37.2 to another 
superannuation fund that is chosen by the Employee, the Employer must make the 
superannuation contributions provided for in clause 37.2 and pay the amount 
authorised under clauses 37.3(a) or 37.3(b) to one of the following 
superannuation funds: 

(a) the Employer’s default superannuation fund; or 

(b) any superannuation fund to which the Employer was making superannuation 
contributions for the benefit of its Employees before 12 September 2008, provided 
the superannuation fund is an eligible choice fund and is a fund that offers a 
MySuper product or is an exempt public sector superannuation scheme; or 

(c) a superannuation fund or scheme which the Employee is a defined benefit member 
of. 

 Employer contributions in respect of Primary Caregiver Parental Leave 

(a) An Employee is entitled to have superannuation contributions made in respect of 
the period of the Employee’s Primary Caregiver Parental Leave which occurs on or 
after 1 July 2020. 

(b) The Employer will pay the superannuation contributions as a lump sum to the 
Employee’s fund as provided for in clause 37.4. 

(c) The lump sum payment will be made on or before the first superannuation 
guarantee quarterly payment due date following the Employee’s return to work at 
the conclusion of their Primary Caregiver Parental Leave.  

(d) The quantum of superannuation contributions payable under this clause will be 
calculated based on:  

(i) The number of weeks of Primary Caregiver parental leave taken by the 
Employee, capped at 52 weeks; and 

(ii) The Employee’s weekly pay calculated in accordance with clause 55.25 of 
the Agreement; and  

(iii)  The applicable contribution rate under the Superannuation Guarantee 
Administration Act 1992 (Cth) at the time the payment is made.  

  

37.4 

37.5 








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 Hours of Work 

 The ordinary hours of work for each Employee, except for casual or part-time 
Employees, will average 76 (exclusive of meal breaks), to be worked over an average 
of no more than ten days per fortnight. 

 This clause does not apply to Shift Workers whose ordinary hours of work are set out 
in clause 39 (Shift Work). 

 Spread of Hours 

(a) Flexible Arrangement of Hours of Work  

The ordinary hours of work will, by agreement, be worked flexibly to best meet 
both the Employer’s work requirements and the Employee’s personal and/or 
family circumstances. 

(b) Arrangement of Hours 

(i) The actual days and hours of work will be those agreed between the 
Employer and the Employee. Either party may seek to alter the days or hours 
of duty. Agreement to such alteration must not be unreasonably withheld, 
taking into account the personal/ family circumstances of the Employee, and 
the work requirements of the Employer. Disputes over the operation of this 
clause will be dealt with under clause 13 (Resolution of Disputes). 

(ii) The Employer must not require an Employee to: 

• perform ordinary hours of work outside the times of 7.00am to 7.00pm 
on any weekday (the “span of hours”); or 

• perform ordinary hours of work on Saturdays, Sundays or Public 
Holidays. 

(iii) In determining the days and hours of duty, both the Employer and the 
Employee accept that the Employee is eligible to use the flexibility of these 
arrangements to take time off by agreement, subject to meeting the specified 
leave requirement(s) and not unduly affecting the work requirements of the 
Employer. Agreement by the Employer will not be unreasonably withheld. 

 Agency-specific hours of work arrangements 

The ordinary hours of work for Employees engaged as Ministerial Transport Officers are 
specified at Appendix 7. 

 Shift Work 

 What is Shift Work 

(a) Shift Work is when an Employee is required to perform rostered ordinary hours of 
work averaging up to 76 hours per fortnight, except for Custodial Officers in the 
Custodial Officers Structure whose ordinary hours are described in clause 
39.1(b)below. Ordinary hours of work do not necessarily have to be worked 

Part 6 Hours of Work and Related Matters 

38. 

38.J 

38.2 

38.3 

38.4 

39. 

39.J 








Victorian Public Service Enterprise Agreement 2020 

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within a 24/7 operation but must include as part of a regular pattern or regular 
roster cycle: 

(i) a Saturday; or 

(ii) a Sunday; or 

(iii) a Public Holiday, or 

(iv) an afternoon/night shift. 

(b) The ordinary hours of work for Custodial Officers in the Custodial Structure may 
be up to 80 hours, averaged per fortnight over a roster cycle comprising: 

(i) 76 ordinary hours, and 

(ii) 4 reasonable additional hours of work, 

(c) The arrangement of hours for Custodial officers, set out in clause 39.1(b) is a long-
standing industrial arrangement which:  

(i) is reflective of the historical pattern of work for Custodial Officers as per 
prior industrial instruments; and 

(ii) is required for the 24-hour, 7 day per week operations of Corrections 
Victoria; and 

(iii) provides additional remuneration to the total of 5.26% to employees who 
work this pattern of hours in accordance with clause 4.1(c)of Appendix 1. 
The Salaries in clause 8 of Appendix 1 include the additional 5.26% for 
additional hours worked. 

(d) The hours of work for Custodial Officers in the Custodial Officer Structure will be 
rostered in accordance with clause 4 of Appendix 1.  

(e) The arrangement of hours set out in this clause will not be applied inconsistently 
with the NES and section 62 of the FW Act. The factors listed in clause 
39.1(c)reflect the reasonableness of the additional hours but do not preclude any 
affected employee from refusing to work additional hours if they are not 
reasonable having regard to the requirements of section 62.3 of the Act.  

(f) Afternoon shift (other than for a part-time Employee working less than a full-time 
equivalent shift) means a period of duty rostered to commence on or after 10.00am 
and before 8.00pm; 

(g) Night shift (other than for a part-time Employee working less than a full time 
equivalent shift) means a period of duty rostered: 

(i) to commence on or after 8:00pm and before 6:00am, or 

(ii) to commence prior to 8:00pm and finishing on or after 6:00am, or 

(iii) so the majority of the period of duty is worked after 10:00pm and before 
6:00am. 

(h) Afternoon shift for a part-time Employee working less than a full-time shift 
means a period of duty rostered to commence on or after 6:00pm and before 
10:00pm 








Victorian Public Service Enterprise Agreement 2020 

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(i) Night shift for a part time Employee working less than a full-time shift means 
a period of duty rostered to commence on or after 10:00pm and before 8:00am. 

(j) Agency-specific rostering arrangements 

Rostering arrangements for Shift Workers employed in: 

(i) the Victorian Commission for Gambling and Liquor Regulation, are specified 
in clause 3 of Appendix 13; 

(ii) Child Protection Practitioners [Child Protection Practitioners (CPP) stream 
and Children Youth and Families (CYF) stream] in the Department of Health 
and Human Services are specified in clauses 21 of Appendix 4, 

(iii) Youth Justice Workers in the Department of Justice and Community Safety 
in clause 23 of Appendix 1. 

(iv) the Victorian Fisheries Authority are specified in clause 17 of Appendix 15. 

 Shift Allowances 

Shift allowances will be paid to a Shift Worker in accordance with Table 16 or Table 17: 

(a) Rotating Shifts 

Table 16: Shift Allowance – Rotating Shifts 

Shift Period Allowance Overall rate 

(% of ordinary 
hourly rate) 

Afternoon shift -
Monday to Friday – 
Full-time employee 
or part-time 
employee working 
the equivalent of a 
full-time shift  

Commence on or after 
10:00am and before 
8:00pm 

15% 115% 

From 1 July 2020 
Night shift - 
Monday to Friday – 
Full-time employee 
or part-time 
employee working 
the equivalent of a 
full-time shift  

• commence on or 
after 8:00pm and 
before 6:00am, or 

• commence prior to 
8:00pm and finishes 
on or after 6:00am, 
or 

• the majority of the 
period of duty is 
worked after 
10:00pm and before 
6:00am 

20% 120% 

39.2 








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Shift Period Allowance Overall rate 

(% of ordinary 
hourly rate) 

Afternoon Shift -  
Monday to Friday – 
For a part time 
employee working 
less than a full-time 
shift 

Commence on or after 
6:00pm and before 
10:00pm  

15% 115% 

From 1 July 2020 
Night shift – 
Monday to Friday - 
For a part time 
employee working 
less than a full-time 
shift 

Commence on or after 
10:00pm and before 
8.00am. 

20% 120% 

Saturday  All hours on Saturday 50% 150% 

Sunday All hours on Sunday 100% 200% 

Public holiday All hours on a Public 
Holiday 

150% 

Or 50% plus one 
day leave in lieu 

250%; 

Or 150% plus 
one day leave in 

lieu 

(b) Continuous Shifts 

The continuous shift period allowances set out below will apply where the 
Employee is required to perform such duty continuously for a period exceeding 
four weeks. These allowances will not apply where, but for mutual agreement, the 
Shift Worker would be required to work rotating shift duty. 

Table 17: Shift Allowance – Continuous Shift 

Shift Period Allowance Overall rate 

(% of ordinary 
hourly rate) 

Monday to Friday -
Afternoon or night  

Commence before 
8:00pm and work 
beyond 6:00am  

30% 130% 

Monday to Friday -
Afternoon or night 

Falling wholly within 
the hours of  8:00pm 
and 6:00am  

30% 130% 

Monday to Friday -
Afternoon or night 

Commence between 
8:00pm and 12 
midnight for shift of at 
least 8 hours 

30% 130% 








Victorian Public Service Enterprise Agreement 2020 

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(c) The shift allowances set out in this clause do not apply if an Employee receives 
shift allowances in accordance with clause 39.3.  

(d) For the purpose of computing shift allowances, a shift that finishes on the day after 
it commenced will be paid at the shift allowance applicable for the day upon which 
the majority of the Shift Work is worked. Where the hours worked are split evenly 
the Employee will be paid the higher of the relevant shift allowance. 

 Agency-specific shift allowances 

Shift allowances for Shift Workers employed: 

(a) in the Department of Health and Human Services and who are employed in the 
Child Protection Practitioner or Children, Youth and Families Stream, are specified 
at clause 11 of Appendix 4, 

(b) in the Victorian Commission for Gambling and Liquor Regulation, are specified at 
clause 3 of Appendix 13 

 Substitute Leave for Public Holidays 

(a) Where the nature of the employment of Shift Workers does not permit the 
observance of Public Holidays as they occur, substituted leave will be granted by 
the Employer. For part-time Shift Workers, payment for a Public Holiday granted 
as a day’s leave will be made only in respect of those Public Holidays on which the 
part-time Shift Worker would have worked had there been no Public Holiday. 

(b) A Shift Worker who is rostered to perform ordinary duty on a Public Holiday but 
who is on paid leave on that day will be granted one day’s leave in lieu of the Public 
Holiday. 

(c) A Shift Worker whose rostered day off duty falls on a Public Holiday will be granted 
one day’s leave in lieu of such holiday.  

(d) A Shift Worker may, with the agreement of the Employer, receive payment in lieu 
for any substituted leave accrued in accordance with clause 39.4. 

(e) The Employer may authorise payment in lieu of additional substituted leave in 
extenuating circumstances or to reduce the outstanding balance of accruals of 
leave owing to Shift Workers. In either case payment in lieu of leave may only occur 
with the agreement of the Employer and relevant Shift Worker. 

 Rest and Meal Breaks 

 Rest periods between periods of duty 

(a) From 1 July 2020, other than in exceptional circumstances, an Employee must not 
be required to perform: 

(i) a further period of overtime duty; or 

(ii) a period of ordinary duty; or 

(iii) a further period of scheduled stand-by duty 

if: 

39.3 

39.4 

40. 

40.1 








Victorian Public Service Enterprise Agreement 2020 

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• either the Employee has not been provided with a ten hour rest period 
between the time of completion of one period of duty and the 
commencement of the next; or 

• the Employee has not been provided with a ten hour rest period within the 
preceding 24 hours from the time of the commencement of the stand-by 
duty. 

(b) The Employer must not make a deduction from normal salary if an Employee is 
released from normal duty to enable the Employee to observe a rest break in 
clause 40.1(a). 

(c) An Employee required to work, as a result of an exceptional circumstance, during 
or after a rest period is due, will receive overtime compensation in accordance 
with  clause 41 for all time worked until a rest period of at least ten hours 
continuous duration is taken. 

(d) Where at the commencement of the Agreement, Employees currently do not 
receive a rest break of at least ten hours, Employers will have six months from the 
date of commencement of the Agreement to make the necessary changes to 
existing roster practices. 

 Meal Breaks 

(a) The Employer will grant meal breaks at times suitable to operational 
requirements, taking into account the wishes of the Employee. The number and 
starting and finishing times of meal breaks will be specified. 

(b) Except where otherwise permitted by this clause, the Employee will not be 
required to work for more than five hours without an unpaid meal break unless 
the Employee and the Employer otherwise agree. The length of the meal interval 
must be at least thirty minutes. 

(c) If for operational or emergency reasons the Employee is required to remain on 
duty, they may arrange to take meals during their hours of duty without a specific 
meal break. 

(d) Where agreement cannot be reached as specified in clause 40.2(b) and the 
Employee is required by their supervisor to work through their meal break in 
accordance with clause 40.2(c), time in lieu or payment for overtime will be 
approved in accordance with this Agreement. 

(e) If for operational reasons it is impractical for all Employees within a work group 
to observe the same time for the taking of a meal break, meal breaks may be 
staggered. 

 Overtime 

 Overtime means the hours worked at the direction of the Employer, which are: 

(a) in addition to an Employee’s ordinary daily hours of work on any day established 
in accordance with clause 38; or 

(b) for Shift Workers, in addition to a Shift Worker’s rostered ordinary hours of work, 
as defined by clause 39.1 or 

40.2 

41. 

41.1 








Victorian Public Service Enterprise Agreement 2020 

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(c) worked without the provision of a ten-hour rest break in accordance with clause 
40.1 (Rest periods between periods of duty). 

 Clause 41 does not apply to: 

(a) Employees in the Department of Jobs Precincts and Regions, who are covered by 
Appendix 5. Overtime arrangements for these Employees are detailed in Part 1 
and Part 2 of Appendix 5;   

(b) Employees in the Department of Environment, Land, Water and Planning. 
Overtime arrangements for these Employees are detailed in Appendix 6; 

(c) Employees of the Game Management Authority. Overtime arrangements for these 
Employees are detailed in Appendix 14; 

(d) Employees of the Victorian Fisheries Authority. Overtime arrangements for these 
Employees are detailed in Appendix 15. 

 Reasonable Hours of Work 

(a) Subject to clause 41.3(b) the Employer may require an Employee to work 
reasonable overtime at overtime rates. 

(b) An Employee may refuse to work overtime in circumstances where the working of 
such overtime would result in the Employee working hours which are 
unreasonable having regard to: 

(i) any risk to the Employee’s health and safety; or 

(ii) the Employee’s personal circumstances including family responsibilities; or 

(iii) the needs of the workplace; or 

(iv) the notice (if any) given by the Employer of the overtime and by the 
Employee of their intention to refuse it; and 

(v) any other relevant matter. 

 Requirement to pay overtime 

(a) An Employee who works overtime must be paid at the appropriate overtime rate 
specified in clause 41.6. Exceptions are provided at clause 41.5. 

(b) An Employee may request that time be granted in lieu of payment. If the Employer 
agrees, time in lieu of payment will accrue at the rate specified in clause 41.7. 

 Exceptions 

Clause 41.4 does not apply to Employees: 

(a) classified as Grade 5 or higher; or 

(b) classified at the nearest equivalent salary level to Grade 5 in any adaptive 
classification structures; or 

(c) who are part-time Employees working less than 38 hours a week, who are not Shift 
Workers and are subject to overtime conditions contained in clause 41.10; or 

(d) subject to different Agency-specific overtime conditions (see clause 41.12); or 

41.2 

41.3 

41.4 

4l.5 








Victorian Public Service Enterprise Agreement 2020 

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(e) where overtime compensation is incorporated into total remuneration under this 
Agreement or a commuted overtime allowance is paid in accordance with a 
relevant Agency Specific Arrangement outlined in Section II of this Agreement. 

 Overtime – Rates of payment 

(a) Where an Employee is paid for overtime work pursuant to clause 41.4 the 
following overtime rates will be paid: 

Table 18: Overtime – Rates of payment 

For overtime work on Overtime rate 

(% of ordinary hourly rate) 

Monday to Saturday – first three hours 150% 

Monday to Saturday – after 3 hours 200% 

Sunday - in all cases except Public Holidays  200% 

Public Holiday or substituted day 250% 

(b) For overtime hours worked from 1 July 2020, the ordinary hourly rate of payment 
for overtime will be calculated on the lower of either the Employee’s salary or the 
lowest pay point within Grade 4. 

 Overtime – Rate of accrual for time in lieu of payment 

Where an Employee is granted time in lieu of payment for overtime work, the time will 
accrue on the following basis: 

(a) in the case of overtime worked Monday to Friday – on an hour for hour basis; and 

(b) in the case of overtime worked on weekends or Public Holidays – two hours of time 
in lieu per hour worked. 

 How does time in lieu apply 

(a) Time in lieu is to be taken at a time mutually agreed. The Employer will endeavour 
to permit the Employee to take time in lieu at a time of the Employee's choosing. 

(b) Time in lieu may accumulate to a maximum of 38 hours (40 hours for Employees 
whose ordinary hours of duty average 80 hours per fortnight). Any Employee who 
has accumulated 38 hours of time in lieu (or 40 hours of time in lieu if the 
Employee’s ordinary hours of duty average 80 hours per fortnight) must be paid 
overtime for any additional overtime hours worked. 

(c) By agreement, the Employee may convert 38 hours (40 hours for Employees 
whose ordinary hours of duty average 80 hours per fortnight) of accrued time in 
lieu to one additional week of converted leave, to be taken at a time mutually 
agreed. In this case, time in lieu may continue to accrue. Any converted leave under 
this clause must be used within 12 months of the conversion date or will be paid 
out. By agreement, all or any part of the accumulated converted leave may be paid 
out at any time within 12 months of the conversion date. 

41.6 

41.7 

41.8 








Victorian Public Service Enterprise Agreement 2020 

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(d) Upon termination for any reason, the Employee will be paid out any time in lieu 
accrued to their credit as if it were time worked. 

 Overtime – minimum period 

(a) Employees must be paid (unless time in lieu is agreed) for a minimum of three 
hours when they are either recalled to duty or on stand-alone overtime. 

(b) An exception is Custodial Officers in Corrections Victoria, who must be paid (unless 
time in lieu is agreed) for a minimum of four hours when they are either recalled 
to duty or on stand-alone overtime. 

 Overtime – staff working less than 38 hours a week 

(a) A part-time Employee, other than a Shift Worker, must be compensated for 
overtime in accordance with clause 41.4 for work performed: 

(i) after 38 hours has been worked in any week; or 

(ii) outside the span of hours in clause 38. 

(b) Additional hours performed by a part-time Employee which are performed both 
before 38 hours has been worked in any week, and within the span of hours in 
clause 38, will be compensated at the Employee’s ordinary rate. Additional hours 
compensated at the part-time Employee’s ordinary rate will count as service for 
leave accrual. 

(c) In the Department of Health and Human Services Rural After Hours Child 
Protection Service, compensation for overtime worked by part-time Employees 
who are recalled to duty when on stand-by in accordance with clause 9.2 of 
Appendix 4 without needing to meet the requirements of clauses 41.10(a) and 
41.10(b). 

 Overtime Meal Payment 

(a) An Employee will be eligible to receive an overtime meal payment if the Employee 
is required to work a period of overtime which: 

(i) is immediately before or after a scheduled period of ordinary duty and is 
more than two hours in duration; or 

(ii) is a stand-alone period of overtime that is four hours or more in duration. 

(b) The overtime meal payment payable to an Employee is set out below: 

Table 19: Overtime Meal Payment 

Date of Effect Overtime Meal Payment 

20 March 2020 $21.70 

1 December 2020 $22.00 

1 September 2021 $22.30 

1 June 2022 $22.60 

41.9 

41.10 

41.11 








Victorian Public Service Enterprise Agreement 2020 

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Date of Effect Overtime Meal Payment 

1 March 2023 $22.95 

1 December 2023 $23.15 

(c) The overtime meal payment is not payable where the Employer provides a meal. 

 Agency-specific Overtime Arrangements 

Agency-specific overtime arrangements in relation to: 

(a) The Sheriff’s Office in the Department of Justice and Community Safety, are 
specified at Appendix 1; 

(b) Rest period after working overtime for Employees in the Department of Health and 
Human Services After Hours Child Protection Service, are specified in clause 10  
of Appendix 4; 

(c) Youth Justice Workers in the Department of Justice and Community Safety, are 
specified at clause 23 of Appendix 1; 

(d) Overtime – calculation formulae for Child Protection Practitioners (CPP) and 
Children, Youth and Family (CYF), are specified at clause 12 of Appendix 4 
(clause 41.6(b) does not apply). 

(e) Child, Youth and Family (CYF) workers in Secure Welfare Service in the 
Department of Health and Human Services are specified at clause 21 of Appendix 
4. 

(f) Ministerial Transport Officers are specified at Appendix 7;  

(g) Independent Broad-based Anti-Corruption Commission are specified at Appendix 
10 

 Christmas Closedown 

 The purpose of this clause is to enable the Employer to closedown part or all of its 
operations for the three working days from the first working day after Christmas Day 
to the end of the last working day before New Year’s Day (1 January) (closedown 
period). 

 Where the Employer intends to closedown part or all of its operations for the 
closedown period, the Employer: 

(a) will notify relevant Employees in writing of this intention no later than 1 October 
of the year in which the closedown is to take place; and 

(b) will request relevant Employees to utilise any accrued time in lieu, annual leave, 
substitute leave or additional hours accrued under a flexible working 
arrangement; and 

(c) may require a minimum level of staffing to meet the operational requirements of 
the workplace. 

41.12 

42. 

42.1 

42.2 








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 If there are insufficient expressions of interest from relevant Employees to give effect 
to the closedown period, the following process will be applied, in order:  

(a) the Employer may direct an Employee who has excessive annual leave (as defined 
in clause 45.6(b)(i)) to take annual leave during the closedown period;  

(b) the Employer may then direct an Employee with accrued time in lieu or substitute 
leave to take that leave during the closedown period. 

 The Employer will provide at least 4 weeks’ notice of any direction to take leave, 
under clause 42.3.   

 Where an Employee has insufficient leave or time in lieu, the Employer may agree to 
temporarily alter the ordinary working arrangements of the Employee to allow the 
Employee to bank sufficient time to cover their absence. This clause also applies to 
Employees classified at VPS Grade 5 or higher and the equivalent classifications in an 
adaptive structure. 

 Childcare 

Where Employees are required by the Employer to work outside their ordinary hours of 
work and where less than 24 hours’ notice of the requirement to perform such overtime 
work has been given by the Employer, the Employee will be reimbursed for reasonable 
childcare expenses incurred. Evidence of expenditure incurred by the Employee must be 
provided to the Employer as soon as possible after the working of such overtime. 

  

42.3 

42.4 

42.5 

43. 








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 Leave of Absence – General 

 Commuted Allowances – Payment during leave 

If commuted allowances apply pursuant to Section II, the following provisions will apply 
in relation to payment of such allowances during periods of leave: 

(a) Commuted stand-by allowances shall be paid during periods of long service leave, 
annual leave and during the first four weeks’ personal/carer’s leave (including 
accident compensation leave) taken in aggregate in a calendar year and shall be 
included for calculation of pay in lieu of long service leave. 

(b) Commuted overtime allowances shall be paid during periods of annual leave and 
during the first four weeks’ personal/carer’s leave (including accident 
compensation leave) taken in aggregate in a calendar year, but shall not be paid 
during periods of long service leave or included in calculation of pay in lieu of long 
service leave. 

 Standard day for approved leave purposes 

For each day that an Employee is absent on approved leave, the hours of work for the 
purposes of such entitlements shall be taken as 7.6 hours. Where an alternative 
arrangement of days and hours is worked leave shall be debited on the basis of the actual 
hours to be worked on the day of the leave. 

 Leave accrual transfer to another VPS Employer or role 

(a) If an Employee moves between roles or to another VPS Employer and there is no 
break in service, the current Employer will transfer accrued leave entitlements to 
the new Employer or role. Accrued leave entitlements include long service leave, 
annual leave, personal leave, and by agreement with the receiving Employer, 
purchased leave. 

(b) Service with a VPS Employer will count towards any qualifying period applying to 
the leave entitlement. 

(c) An Employee moving to another VPS Employer covered by the Agreement must 
advise their current Employer prior to ceasing their employment to enable the 
transfer of the Employee’s service and accrued leave entitlement to their new 
department or Agency. 

 Leave entitlements for Employees in receipt of workers compensation 
payments 

(a) An Employee, absent from work and in receipt of workers’ compensation 
payments is entitled to: 

(i) take and accrue annual and personal leave, and.  

(ii) accrue long service leave for the first twelve months the Employee is absent 
from work in accordance with clause 62.5(c). 

Part 7 Leave of Absence and Public Holidays 

44. 

44.1 

44.2 

44.3 

44.4 








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 Agency-specific arrangements 

Agency-specific arrangements in relation to: 

(a) the payment of commuted allowances during leave in the Sheriff’s Office in the 
Department of Justice and Community Safety, are specified at clause 12 of 
Appendix 1; 

(b) leave in the Department of Health and Human Services, are specified at clause 4 
of Appendix 4. 

 Annual Leave 

 Entitlement to annual leave 

An Employee, other than a casual Employee, is entitled to four weeks’ paid annual leave 
for each year of employment. The entitlement accrues on a daily basis. 

 Entitlement to an additional week of annual leave for Shift Workers 

(a) A Shift Worker whose rostered Shift Work time of ordinary duty includes at least 
ten Sundays during the annual leave accrual year will be entitled to an additional 
one week’s annual leave. 

(b) A Shift Worker whose rostered Shift Work time of ordinary duty includes less than 
ten Sundays during the annual leave accrual year will be entitled to additional 
leave at the rate of one-tenth of a working week in respect of each Sunday so 
worked. 

(c) A Shift Worker entitled to an additional week of annual leave may elect to take that 
fifth week’s leave as an additional week’s pay in lieu of the additional leave. Where 
the Shift Worker elects to receive the additional week’s salary in lieu of the leave, 
and the Employer approves that election, the Shift Worker shall be paid one week’s 
salary at their ordinary rate of pay. Pro-rata payment would apply if the Shift 
Worker would not have been entitled to a full week’s leave. There is no entitlement 
to any additional payment in respect of an annual leave allowance where a Shift 
Worker elects to receive the additional week’s salary in lieu of the leave. 

 Taking of accrued annual leave 

(a) An Employee may only take the leave they have accrued, unless otherwise 
provided in this clause or agreed. 

(b) Annual leave entitlements must be taken by the end of the calendar year following 
the calendar year in which they are accrued and at a time convenient to the needs 
of the Employer and Employee. By agreement between the Employer and the 
Employee, leave may be deferred beyond that date. Unless otherwise agreed, the 
Employee may be directed to take leave, in accordance with clause 45.6. 

(c) An Employee may request that the whole or any the part of their annual leave be 
taken at half pay for a period equal to twice the period to which Employee would 
otherwise be entitled.  

(d) The Employer will consider operational requirements and the needs of the 
Employee when assessing applications for annual leave at half pay. Approval will 
not be unreasonably withheld.  

44.5 

45. 

45.1 

45.2 

45.3 








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 Payment whilst on annual leave 

(a) Subject to clause 45.4(b), each Employee who takes annual leave is entitled to be 
paid in addition to their salary the greater of the following two amounts for the 
period of the leave: 

(i) an annual leave allowance at the rate of 17.5 per cent of the Employee’s 
salary for the period of annual leave including leave credited under clause 
45.2(a) or 45.2(b); or 

(ii) an annual leave allowance equal to any additional payments to which the 
Employee would be entitled for the period of the leave for shift, Saturday or 
Sunday duty which the Employee would be required to perform if they were 
not proceeding on annual leave. 

(b) The maximum allowance payable under clause 45.4(a) will not exceed an amount 
calculated in respect of a salary at the top of Grade 4. 

 Payment of accrued annual leave entitlement upon termination 

An Employee, who, upon retirement, resignation or termination of employment, has an 
outstanding annual leave entitlement, will be paid an amount equal to the unused annual 
leave entitlement and any unpaid annual leave allowance. Any annual leave allowance 
payable pursuant to this clause 45.5 shall be calculated in accordance with clause 45.4. 

 Excessive Annual Leave Accruals 

This clause contains provisions additional to the NES about taking paid annual leave, to 
deal with excessive paid annual leave accruals. 

(a) Dealing with annual leave accruals by agreement 

Where an Employee’s accrued annual leave entitlement has not been taken by the 
end of the calendar year following the calendar year in which it accrued, the 
Employer and Employee must genuinely try to agree upon steps that will be taken 
to reduce or eliminate that leave accrual. This agreement must be attempted 
before the Employer can direct that leave be taken under clause 45.6(b)(ii) or an 
Employee can give notice of leave to be granted under clause 45.6(c)(ii). 

(b) Employer may direct that excessive annual leave be taken 

(i) An Employee has an excessive annual leave accrual if: 

• the Employee has accrued more than eight weeks’ paid annual leave; or 

• the Employee is a Shift Worker who is entitled to an additional week of 
annual leave in accordance with clause 45.2(a) and has accrued more 
than 10 weeks’ paid annual leave. 

(ii) Where the Employee has an excessive annual leave accrual (and agreement 
has not been reached under clause 45.6(a)), the Employer may give a 
written direction to the Employee to take a period or periods of paid annual 
leave. Such a direction must not: 

• result in the Employee’s remaining accrued entitlement to paid annual 
leave at any time being less than six weeks (taking into account all other 
paid annual leave that has been agreed, that the Employee has been 

45.4 

45.5 

45.6 








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directed to take or that the Employee has given notice of under clause 
45.6(c)(ii); or 

• require the Employee to take any period of leave of less than one week; 
or 

• require the Employee to take any period of leave commencing less than 
eight weeks after the day the direction is given to the Employee; or 

• require the Employee to take any period of leave commencing more than 
12 months after the day the direction is given to the Employee; or 

• be inconsistent with any leave arrangement agreed between the 
Employer and Employee. 

(iii) An Employee to whom a direction has been given under this clause may 
make a request to take paid annual leave as if the direction had not been 
given. 

(iv) The Employer must not unreasonably refuse to agree to a request by the 
Employee to take paid annual leave.  

(v) If leave is agreed after a direction is issued and the direction would then 
result in the Employee’s remaining accrued entitlement to paid annual leave 
at any time being less than six weeks, the direction will be deemed to have 
been withdrawn. 

(vi) The Employee must take paid annual leave in accordance with a direction 
complying with this clause. 

(c) Employee may require that leave be granted 

(i) This clause 45.6(c) applies if an Employee has had an excessive annual 
leave accrual for more than six months and the Employer has not given a 
direction under clause 45.6(b)(ii) that will eliminate the Employee’s 
excessive leave accrual. 

(ii) If agreement is not reached under clause 45.6(a), the Employee may give a 
written notice to the Employer that the Employee wishes to take a period or 
periods of paid annual leave. Such a notice must not: 

• result in the Employee’s remaining accrued entitlement to paid annual 
leave at any time being less than six weeks (taking into account all other 
paid annual leave that has been agreed, that the Employee has been 
directed to take or that the Employee has given notice of under this 
clause); or 

• provide for the Employee to take any period of leave of less than one 
week; or 

• provide for the Employee to take any period of leave commencing less 
than eight weeks after the day the notice is given to the Employer; or 

• provide for the Employee to take any period of leave commencing more 
than 12 months after the day the notice is given to the Employer; or  

• be inconsistent with any leave arrangement agreed between the 
Employer and Employee. 








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(iii) The maximum amount of leave that an Employee can give notice of under 
this clause is:  

• four weeks’ leave in any 12 month period; or 

• five weeks’ leave in any 12 month period if the Employee is a Shift 
Worker who is entitled to an additional week of annual leave in 
accordance with clause 45.2(a). 

(iv) The Employer must grant the Employee paid annual leave in accordance 
with a notice complying with this clause. 

(d) Disputes in relation to the operation of clause 45.6 

A dispute in relation to the operation of this clause may be dealt with in accordance 
with clause 13 (Resolution of Disputes). 

 Agency-specific annual leave arrangements 

Accrual of leave by Senior Medical Advisors in the Department of Health and Human 
Services is specified in clause 34.1 of Appendix 4. 

 Cashing Out of Annual Leave 

 Annual leave must not be cashed out except in accordance with this clause. 

 The Employer and an Employee may agree to the Employee cashing out a particular 
amount of the Employee’s accrued annual leave provided that the following 
requirements are met: 

(a) the cashing out of a particular amount of accrued annual leave must be by 
agreement between the Employer and the Employee which must: 

(i) be in writing and retained as an Employee record; and 

(ii) state the amount of accrued leave to be cashed out and the payment to be 
made to the Employee; and 

(iii) state the date on which the payment is to be made; and 

(iv) be signed by the Employer and Employee and, if the Employee is under 18 
years of age, the Employee’s parent or guardian; 

(b) the Employee must be paid at least the full amount that would have been payable 
to the Employee had the Employee taken the leave at the time that it is cashed out; 

(c) annual leave must not be cashed out if the cashing out would result in the 
Employee’s remaining accrued entitlement to annual leave being less than four 
weeks; and 

(d) an Employee may only cash out annual leave on one occasion during the term of 
this Agreement.  

45.7 

46. 

46.1 

4(,.2 








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 Purchased Leave 

 An Employee may, with the agreement of the Employer, work less than 52 weeks per 
year. Access to this entitlement may only be granted on application from an Employee 
and cannot be required as a precondition for employment. 

 An Employee can only make an application under this clause where the Employee 
does not have an excessive annual leave accrual (as defined in clause 45.6(b)(i)).  

 Where an Employee, with an excessive annual leave accrual, wishes to make an 
application under this clause, the extent of the Employee’s excessive annual leave 
accrual and any plans the Employee has to take some or all of their accrued annual 
leave entitlements in conjunction with any approved purchased leave arrangement, 
will be considered by the Employer in assessing the Employee’s application for 
purchased leave. 

 Where the Employer and an Employee agree on an employment arrangement under 
clause 47.1, the annual salary applicable to an Employee relative to the additional 
leave purchased will be as follows:  

Table 20: Purchased Leave 

Proportion of annual 
salary applicable 
under Schedule C 

Number of additional 
weeks of purchased leave 

Total amount of leave  
(purchased and annual 

leave) 

44/52 weeks Additional 8 weeks’ leave 12 weeks in total 

45/52 weeks Additional 7 weeks’ leave 11 weeks in total 

46/52 weeks Additional 6 weeks’ leave 10 weeks in total 

47/52 weeks Additional 5 weeks’ leave 9 weeks in total 

48/52 weeks Additional 4 weeks’ leave 8 weeks in total 

49/52 weeks Additional 3 weeks’ leave 7 weeks in total 

50/52 weeks Additional 2 weeks’ leave 6 weeks in total 

51/52 weeks Additional 1 weeks’ leave 5 weeks in total 

(a) The above does not preclude an Employee and the Employer from agreeing to a 
similar type of arrangement that would provide an Employee with additional 
converted leave of more than eight weeks. 

(b) The Employee will receive a salary equal to the period worked (e.g. 46 weeks, 49 
weeks) which will be spread over a 52 week period.  

(c) The accrual of personal/carer’s leave and long service leave by the Employee shall 
remain unchanged. 

 The Employer will endeavour to accommodate Employee requests for arrangements 
under this clause subject to operational requirements. Where such requests are 
granted, the Employer will make proper arrangements to ensure that the workloads 

47. 

47.1 

47.2 

47.3 

47.4 

47.5 








Victorian Public Service Enterprise Agreement 2020 

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of other Employees are not unduly affected and that excessive overtime is not 
required to be performed by other Employees as a result of these arrangements. 

 An Employee may revert to ordinary 52 week employment by giving the Employer no 
less than four weeks’ written notice. Where an Employee so reverts to 52 week 
employment, appropriate pro rata salary adjustments will be made. 

 Infectious Diseases 

Upon report by a Registered Medical Practitioner that by reason of contact with a person 
suffering from an infectious disease and through the operation of restrictions imposed 
by law in respect of such disease, an Employee is unable to attend work, the Employer 
may grant the Employee special leave of absence with pay. The period of leave must not 
be for any period beyond the earliest date at which it would be practicable for the 
Employee to return to work having regard to the restrictions imposed by law. 

 Dangerous Medical Conditions 

Where the Employer reasonably believes that the Employee is in such state of health as 
to render the Employee a danger to other Employees, themselves or other persons, the 
Employer may require the Employee to absent themselves from the workplace until the 
Employee obtains and provides to the Employer a report from a Registered Medical 
Practitioner. Upon receipt of the medical report, the Employer may direct the Employee 
to be absent from duty for a specified period or, if already on leave, direct such Employee 
to continue on leave for a specified period. Any absence under this clause must be taken 
as personal/carer’s leave or leave without pay. 

 Public Holidays 

 All Employees (except casual Employees) will be entitled to be absent from work on 
the following Public Holidays without deduction of pay where the Public Holiday 
occurs on a day the Employee would normally work: 

(a) New Year’s Day, Good Friday, Easter Saturday, Easter Sunday, Easter Monday, 
Christmas Day (25 December), Boxing Day, Australia Day, Anzac Day, Queen’s 
Birthday, Labour Day, the Friday before the Australian Football League Grand Final 
and Melbourne Cup Day. 

 Prescribed substitute and additional public holidays 

(a) Christmas Day (25 December) 

(i) When Christmas Day (25 December) is a Saturday an additional holiday will 
be observed on the next Monday. 

(ii) When Christmas Day (25 December) is a Sunday, an additional holiday will 
be observed on the next Tuesday. 

(b) Boxing Day 

(i) When Boxing Day is a Saturday an additional holiday will be observed the 
next Monday. 

47.6 

48. 

49. 

50. 

50.1 

50.2 








Victorian Public Service Enterprise Agreement 2020 

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(ii) When Boxing Day is a Sunday, an additional holiday will be observed on the 
next Tuesday. 

(c) New Year’s Day 

When New Year’s Day is a Saturday or a Sunday, an additional holiday will be 
observed on the next Monday. 

(d) Australia Day 

When Australia Day is a Saturday or a Sunday, a holiday in lieu will be observed on 
the next Monday. 

 Melbourne Cup Day Substitution 

(a) If, a Public Holiday, is declared to apply to a non-metropolitan Council under 
section 8A of the Public Holidays Act 1993 (Vic), that day or half day will be the 
Public Holiday instead of Melbourne Cup Day. 

(b) An Employee and Employer may agree to substitute the declared Public Holiday in 
clause 50.3(a)for Melbourne Cup Day, in which case penalty rates for work on the 
declared Public Holiday will not apply and the Employee will be able to absent 
themselves from the workplace on Melbourne Cup Day without loss of pay.  

(c) In the event there are insufficient substitution arrangements agreed under clause 
50.3(b)to meet the Employer’s reasonable operational requirements, the 
Employer may require an Employee whose workplace is in a non-metropolitan 
Council to which a declared substitution Public Holiday applies, to work on the 
declared Public Holiday. Employees required to work on the declared Public 
Holiday will be paid overtime or time in lieu in accordance with clause 41 
(Overtime), unless a substitution arrangement has been agreed under clause 50.5.  

(d) In establishing the roster of Employees required to work on the declared Public 
Holiday in lieu of Melbourne Cup, the Employer will consider both its reasonable 
operational requirements and the personal circumstances of the Employees. 

 Additional or Substituted Public Holidays 

Where in the whole or part of the State of Victoria, additional or substituted Public 
Holidays are declared or prescribed on days other than those set out in clauses 50.1 and 
50.3, those days shall constitute additional or substituted holidays for the purpose of 
this Agreement for Employees who have their place of principal employment in a 
municipality to which the additional or substituted Public Holiday applies. 

 Substitution of Public Holiday 

(a) An Employee may by agreement with the Employer substitute another day for any 
prescribed in this clause to observe religious or cultural occasions or like reasons 
of significance to the Employee. 

 Personal/ Carer’s Leave 

 Definitions 

In this clause: 

50.3 

50.4 

50.5 

51. 

51.1 








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Assistance Animal means an animal formally trained to assist a person with a 
disability to alleviate the effect of their disability. This includes 

(a) a guide dog for people with vision impairment, or 

(b) hearing dogs for people with hearing impairment, or 

(c) assistance dogs for people with a physical disability, or 

(d) medical alert animals that help people before and during a medical emergency, or 

(e) psychiatric service animals that help people with a mental illness, or  

(f) any other animal agreed by the Employer or to which an Assistance Animal Pass 
granted by the Department of Transport applies. 

Assistance Animal does not include a pet, companion or therapy animals. 

Registered Practitioner means one of the following: Aboriginal and Torres Strait 
Islander health practitioner, Chinese medicine practitioner, Chiropractor, Dental care 
practitioner, Medical practitioner, Medical Radiation Practitioner, Nurse practitioner, 
Midwife, Occupational Therapist, Optometrist, Osteopath, Pharmacist, Physiotherapist, 
Podiatrist, Psychologist or any other profession registered under the Health 
Practitioner Regulation National Law (Victoria) Act 2009. 

 Paid personal/carer’s leave 

(a) An Employee, other than a casual Employee, is entitled to paid personal/carer’s 
leave when they are absent because of: 

(i) personal illness or injury; or 

(ii) personal illness or injury of an Employee’s Immediate Family, household 
member or Assistance Animal who requires the Employee's care or support; 
or 

(iii) an unexpected emergency affecting an Employee’s Immediate Family, 
household member or Assistance Animal, or 

(iv) attendance at a medical appointment with a Registered Practitioner, subject 
to clause 51.6.  

 Amount and Accrual of Paid Personal/Carers Leave 

(a) A full time Employee is entitled to paid personal/carer’s leave of 114 hours 
(120 hours for Employees whose ordinary hours of duty average 80 hours per 
fortnight).  

(b) A part-time Employee is entitled to a pro-rata amount of paid personal/carer’s 
leave based on the part-time Employee’s hours of work. 

(c) The Employer will not apply the provisions of this clause in a manner which is 
inconsistent with the NES.  

(d) Leave will be credited on commencement of employment and subsequently on the 
anniversary date of the Employee’s employment. 

51.2 

51.3 








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(e) Employees appointed for a fixed-term period will accrue on a pro-rata basis paid 
personal/carer’s leave according to length of their service. 

(f) Leave without pay will not count as service for personal/carer’s leave accrual 
purposes. 

(g) Unused paid personal/carer’s leave accumulates from year to year. 

(h) Accrued personal/carer’s leave will not be paid out on termination of employment. 

 Payment for Personal Carers Leave 

The Employer will pay an Employee for Personal/Carers Leave they take at the ordinary 
hourly rate of pay they would have received had they been at work. 

Note: This means that a full time or part-time employee who takes one full day of personal carers 
leave will be paid 7.6 hours. An employee who takes leave on a day where they work more than 7.6 
hours will be paid the hours they would have been paid had they been at work. A part-time employee 
working less than the equivalent of a full-time day will be paid for the hours they would have been 
paid had they been at work. 

 How leave is deducted from leave balance 

(a) It is the intent of the Parties that full-time equivalent Employees receive 15 days 
paid personal carers leave per annum irrespective of the length of their ordinary 
hours of work or shift. Clause 51.5(b)(i)is intended to give effect to that intent 

(b) From 1 July 2020:  

(i) For full-time Employees and part-time Employees who work the 
equivalent of a full-time day 

The Employer will deduct leave from the Employee’s leave balance at a 
nominal value of 7.6 hours for each day of Personal/Carer leave taken, (or 8 
hours for Employees whose ordinary hours of duty average 80 hours per 
fortnight), irrespective of the actual ordinary hours worked on the day;  

Where the Employee is absent on paid personal/carer’s leave for part of a 
day, the following formula determines the number of hours the Employer 
will deduct from the Employee’s leave balance for that absence: 

 

𝑁𝑢𝑚𝑏𝑒𝑟 𝑜𝑓 ℎ𝑜𝑢𝑟𝑠 𝑜𝑓 𝑝𝑒𝑟𝑠𝑜𝑛𝑎𝑙/𝑐𝑎𝑟𝑒𝑟𝑠 𝑙𝑒𝑎𝑣𝑒 𝑡𝑎𝑘𝑒𝑛 

𝐸𝑚𝑝𝑙𝑜𝑦𝑒𝑒′𝑠 𝑜𝑟𝑑𝑖𝑛𝑎𝑟𝑦 ℎ𝑜𝑢𝑟𝑠 𝑜𝑓 𝑤𝑜𝑟𝑘 𝑜𝑛 𝑡ℎ𝑒 𝑑𝑎𝑦 
 × 7.6 (𝑜𝑟 8 ℎ𝑜𝑢𝑟𝑠) 

(ii) For part-time employees who work less than the equivalent of a full-
time day 

Part-time employees who work part-days which are less than the relevant 
full-time equivalent shift will have their leave deducted by the hours they 
would have worked on that day had they been at work.  

 Personal Leave for medical appointments 

(a) An Employee may access their accrued Personal/Carer’s Leave to attend a medical 
appointment with a Registered Practitioner when the appointment cannot be 
reasonably scheduled outside the Employee’s working hours. 

51.4 

51.5 

51.6 








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(b) The Employee must provide notice in accordance with clause 51.8 and evidence 
in accordance with clause 51.9(a). Approval will not be unreasonably refused 
having regard to the Employer’s operational requirements, the needs of the 
Employee and the amount of notice provided by the Employee. 

(c) Attendance at routine medical appointments may, by agreement with the 
Employer, also be facilitated through flexible working arrangement (such as 
agreement to make up the time taken to attend medical appointments) as an 
alternative to using accrued Personal/Carers Leave. 

 Personal/Carer’s leave at half pay 

(a) In exceptional circumstances, an Employee may be granted approval to convert 
any or all of their accrued paid personal/carer’s leave entitlement to half pay for a 
period equal to twice the period to which the Employee would otherwise be 
entitled.  

(b) Approval of half-pay personal/carer’s leave will only be granted in relation to an 
absence of 4 weeks or more. 

(c) To be eligible for personal/carer’s leave at half pay under this clause, the Employee 
must comply with all notice and documentary evidence requirements stipulated in 
this clause. 

 Notice 

An Employee must give the Employer notice of the taking of personal/ carer’s leave 
under this clause. The notice: 

(a) must advise the Employer of the period, or expected period, of the leave; and 

(b) must be given to the Employer as soon as practicable, which may be a time after 
the personal/carer’s leave has started. 

 Evidence Requirements 

(a) Personal leave 

The Employee must provide the Employer with a medical certificate or evidence 
of attendance at a medical appointment from a Registered Practitioner to be paid 
personal leave. 

(b) Carer’s leave 

(i) The Employee must provide the Employer with appropriate documentary 
evidence to be paid carers leave. 

(ii) The form of evidence required by the Employer will depend on the 
circumstances of the carer’s leave request. This may include: 

• a medical certificate from a Registered Practitioner, or 

• evidence from a registered veterinary practitioner (in the case of 
an Assistance Animal), or  

• a statutory declaration stating that the condition of the person 
or Assistance Animal concerned requires the Employee’s care or 
support, or  

51.7 

51.8 

51.9 








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• other relevant documentary evidence. 

(iii) Additional evidentiary requirements for an Assistance Animal 

• The Employer may require the Employee to provide appropriate 
documentary evidence that states the Assistance Animal is 
within the definition of an Assistance Animal at clause 51.1.  

• The form of evidence may include an accreditation certificate, 
proof of training or a statutory declaration stating the animal is 
an Assistance Animal. 

 Exception 

(a) In each year of employment, the following exceptions apply to the evidence 
requirements in clause 51.9:  

(i) An Employee may take up to an aggregate of 5 days or equivalent pro-rata 
amount accrued personal/carer’s leave in each year of employment, without 
having to provide the Employer with the documentary evidence required by 
clause 51.9. 

(ii) Despite clause 51.10(a)(i) an Employee must provide appropriate 
evidence to the Employer as set out in clause 51.9for any absence which is 
for a continuous period exceeding 3 days. 

(b) If an Employee cannot reasonably provide documentary evidence from a 
Registered Practitioner for Personal Leave, the Employee may provide a statutory 
declaration. The statutory declaration must state why the Employee was unable to 
attend a Registered Practitioner and the reason why they were unable to attend 
work. A statutory declaration can only be used for single day absences, on no more 
than three non-consecutive occasions. 

(c) Despite clause 51.10(a), the Employer may require that an Employee provide 
appropriate documentary evidence in accordance with clause 51.9. 

 Further documentary evidence 

(a) The Employer may require that an Employee provide a further medical certificate 
from an independent Registered Practitioner from a relevant specialisation where 
an Employee has been on personal leave for at least six weeks and has a medical 
certificate indicating on-going need for personal leave. The Employee will select a 
Registered Practitioner from a list of at least three Registered Practitioners 
nominated by the Employer. The nominated Registered Practitioners will not 
include a Registered Practitioner employed by the Employer in the VPS. If it is not 
possible for the Employer to nominate three appropriately specialised Registered 
Practitioners, the Employer may provide fewer than three Registered 
Practitioners for the Employee to select from. 

(b) The Employer may require that an Employee provide further documentary 
evidence to the satisfaction of the Employer where an Employee has been on 
carer’s leave for at least two weeks including evidence stating that the condition of 
the person concerned requires the continued care or support of the Employee. 

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 Evidence to facilitate return to work 

If the Employee has been on personal leave for at least six weeks the Employer may 
request that the Employee obtain other documentary evidence from the Employee’s 
treating Registered Practitioner for the purposes of determining when the Employee can 
return to work and any reasonable adjustments that may be necessary in the workplace. 

 Employee’s incapacity to undertake duties 

If the Employer has a genuine concern about an Employee’s capacity to undertake their 
duties, the Employer may require that the Employee provide a medical report from an 
independent Registered Practitioner from a relevant specialisation.  The Employee will 
select a Registered Practitioner from a list of at least three Registered Practitioners 
nominated by the Employer. The nominated Registered Practitioners will not include a 
Registered Practitioner employed by the Employer in the VPS. If it is not possible for the 
Employer to nominate three appropriately specialised Registered Practitioners, the 
Employer may provide fewer than three Registered Practitioners for the Employee to 
select from. 

 Failure to provide relevant evidence 

Failure by the Employee to provide documentary evidence as required by the Employer 
within a reasonable period of time may render the Employee ineligible for payment for 
personal/carer’s leave. 

 Absence on Public Holidays 

(a) If the period during which an Employee takes paid personal/carer’s leave includes 
a day or part-day that is a Public Holiday in the place where the Employee is based 
for work purposes, the Employee is taken not to be on paid personal/carer’s leave 
on that Public Holiday. 

(b) Despite clause 51.15(a), a Shift Worker credited with substitute leave in 
accordance with clause 39.4 who is rostered to perform ordinary duty on a Public 
Holiday and who takes paid personal/carer’s leave on that day or part of that day, 
will be taken to be on paid personal/carer’s leave. 

 Unpaid personal leave 

An Employee who has exhausted all paid personal/carer’s leave entitlements may, take 
unpaid personal leave with the consent of the Employer. The Employer will require that 
the Employee provide documentary evidence to support the unpaid personal leave to the 
satisfaction of the Employer. 

 Unpaid carer’s leave 

(a) An Employee who has exhausted all paid personal/carer’s leave entitlements may 
take unpaid carer’s leave to provide care or support in the circumstances outlined 
in clauses 51.2(a)(ii) or 51.2(a)(iii) providing the Employee complies with the 
notice and evidence requirements outlined in clause 51.9(b). The Employer and 
the Employee will agree on the period of unpaid leave. In the absence of agreement, 
the Employee may take up to two days unpaid carer’s leave per occasion. 

(b) Alternatively, the Employee may, with the consent of the Employer, elect to work 
make-up time, under which the Employee takes time off during ordinary hours and 
works those hours at a later time during the Employee’s spread of ordinary hours. 

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 Casual Employees – Caring responsibilities 

(a) Casual Employees may be unavailable to attend work or may be required to leave 
work if they need to care for members of their Immediate Family, household or 
Assistance Animal who are sick and require care and support, or who require care 
due to an unexpected emergency, or the birth of a Child. 

(b) The Employer and a casual Employee will agree on the period for which the casual 
Employee may be unavailable to attend work. In the absence of agreement, a casual 
Employee is permitted to be absent from work for up to two days per occasion. A 
casual Employee is not entitled to any payment for the period of non-attendance. 

(c) A casual Employee must comply with the notice and evidence requirements 
outlined in this clause 51. 

 Family Violence Leave 

 General Principles 

(a) The Employer recognises that Employees sometimes face situations of violence or 
abuse in their personal life that may affect their attendance or performance at 
work. Therefore, the Employer is committed to providing support to Employees 
that experience family violence. 

(b) Leave for family violence purposes is available to Employees who are experiencing 
family violence to allow them to be absent from the workplace to attend 
counselling appointments, legal proceedings and other activities related to, and as 
a consequence of, family violence. 

(c) The supports and paid or unpaid leave provided under this clause do not extend 
to perpetrators (or alleged perpetrators) of family violence. 

 Definition of Family Violence 

Family violence includes physical, sexual, financial, verbal or emotional abuse by a family 
member as defined by the Family Violence Protection Act 2008 (Vic). 

 Eligibility 

(a) Leave for family violence purposes is available to all Employees with the exception 
of casual Employees. 

(b) Casual Employees are entitled to access leave without pay for family violence 
purposes. The Employer may use their discretion to grant paid leave to a casual 
Employee experiencing family violence under clause 70 (Other Leave) of the 
Agreement on a case by case basis. 

 General Measures 

(a) Evidence of family violence may be required and can be in the form of an agreed 
document issued by the Police Service, a Court, a registered health practitioner, a 
Family Violence Support Service, district nurse, maternal and health care nurse or 
Lawyer. A signed statutory declaration can also be offered as evidence.  

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(b) All personal information concerning family violence will be kept confidential in 
line with the Employer’s policies and relevant legislation. No information will be 
kept on an Employee’s personnel file without their express written permission. 

(c) No adverse action will be taken against an Employee if their attendance or 
performance at work suffers as a result of experiencing family violence. 

(d) The Employer will identify contact/s within the workplace who will be trained in 
family violence and associated privacy issues. The Employer will advertise the 
name of any Family Violence contacts within the workplace. 

(e) An Employee experiencing family violence may raise the issue with their 
immediate supervisor, Family Violence contacts, union delegate or nominated 
Human Resources contact. The immediate supervisor may seek advice from 
Human Resources if the Employee chooses not to see the Human Resources or 
Family Violence contact. 

(f) Where requested by an Employee, the Human Resources contact will liaise with 
the Employee’s manager on the Employee’s behalf, and will make a 
recommendation on the most appropriate form of support to provide in 
accordance with clause 52.5 and clause 52.6. 

(g) The Employer will develop guidelines to supplement this clause and which details 
the appropriate action to be taken in the event that an Employee reports family 
violence. 

 Leave 

(a) An Employee experiencing family violence will have access to up to 20 days per 
calendar year of paid special leave for medical appointments, legal proceedings 
and other activities related to family violence (this leave is not cumulative but if 
the leave is exhausted consideration will be given to providing additional leave). 
This leave will be in addition to existing leave entitlements and may be taken as 
consecutive or single days or as a fraction of a day and can be taken without prior 
approval. 

(b) An Employee who supports a person experiencing family violence may utilise their 
personal/carer’s leave entitlement to accompany them to court, to hospital, or to 
care for children. The Employer may require evidence consistent with clause 
52.4(a) from an Employee seeking to utilise their personal/carer’s leave 
entitlement.  

 Individual Support 

(a) In order to provide support to an Employee experiencing family violence and to 
provide a safe work environment to all Employees, the Employer will approve any 
reasonable request from an Employee experiencing family violence for: 

(i) temporary or ongoing changes to their span of hours or pattern or hours 
and/or shift patterns; or 

(ii) temporary or ongoing job redesign or changes to duties; or 

(iii) temporary or ongoing relocation to suitable employment; or 

(iv) a change to their telephone number or email address to avoid harassing 
contact; or 

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(v) any other appropriate measure including those available under existing 
provisions for family friendly and flexible work arrangements. 

(b) Any changes to an Employee’s role should be reviewed at agreed periods. When an 
Employee is no longer experiencing family violence, the terms and conditions of 
employment may revert back to the terms and conditions applicable to the 
Employee’s substantive position.  

(c) An Employee experiencing family violence will be offered access to the Employee 
Assistance Program (EAP) and/or other available local Employee support 
resources. The EAP shall include professionals trained specifically in family 
violence. 

(d) An Employee that discloses that they are experiencing family violence will be given 
information regarding current support services.  

 Military Service Sick Leave 

 Where the Employer is satisfied that an illness of an Employee with at least six months 
paid continuous service is directly attributable to, or is aggravated by, service 
recognised under the Veterans’ Entitlements Act 1986 (Cth), including operational 
service, peacekeeping service or hazardous service, the Employee will be credited 
with 114 hours special leave with pay for each year of service with the VPS from the 
conclusion of the Employee’s operational, peacekeeping or hazardous service. 

 Leave under this clause will be cumulative to a maximum of 760 hours. 

 This leave is in addition to personal leave under clause 51. 

 The Employer may require the Employee to provide evidence of the existence of the 
illness and its relationship to service from a Registered Practitioner as specified in 
clause 51.9(a). 

 For each period of special leave taken, the Employee must comply with the notice and 
evidence requirements outlined in clause 51. 

 Compassionate Leave 

 Amount of compassionate leave 

(a) An Employee, other than a casual Employee, is entitled to up to three days paid 
compassionate leave on each occasion when a member of the Employee's 
Immediate Family or a member of the Employee’s household: 

(i) contracts or develops a personal illness that poses a serious threat to their 
life; or 

(ii) sustains a personal injury that poses a serious threat to their life; or 

(iii) dies, 

each of which constitutes a permissible occasion for the purposes of this 
clause 54. 

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(b) An Employee may take compassionate leave for a particular permissible occasion 
if the leave is taken: 

(i) to spend time with the member of the Employee’s Immediate Family or 
household who has contracted or developed a personal illness or sustained 
a personal injury referred to in clause 54.1(a); or 

(ii) after the death of a member of the Employee’s Immediate Family or 
household referred to in clause 54.1(a). 

(c) An Employee is not required to take compassionate leave in respect of a 
permissible occasion consecutively. 

(d) Compassionate leave will not accrue from year to year and will not be paid out on 
termination of the employment of the Employee. 

 Payment for Compassionate Leave (other than for casual Employees) 

An Employee, other than a casual Employee, who takes paid compassionate leave, is 
entitled to be paid at their Salary for ordinary hours of work in the period in which the 
compassionate leave is taken. 

 Unpaid Compassionate Leave 

(a) An Employee, including a casual Employee may take unpaid compassionate leave 
by agreement with the Employer. 

(b) In addition to the other provisions of this clause, Employees of Aboriginal or 
Torres Strait Islander descent may be granted paid and unpaid leave in relation to 
the death of a member of their Immediate Family or extended family in accordance 
with clause 60.4. 

 Notice and Evidence Requirements 

(a) An Employee who is taking compassionate leave under this clause must give notice 
to the Employer “as soon as practicable” (which may be at a time after the 
compassionate leave has started) and must advise the Employer of the period, or 
expected period, of the compassionate leave. 

(b) An Employee must provide the Employer with satisfactory evidence to support the 
taking of compassionate leave. Satisfactory evidence may include a medical 
certificate from a Registered Practitioner (as that term is defined in clause 51.1, a 
statutory declaration or other relevant documentary evidence to the reasonable 
satisfaction of the Employer. 

(c) The Employee is not entitled to compassionate leave under this clause unless the 
Employee complies with the evidence and notice requirements set out in this 
clause. 

 Other significant family or personal connections 

(a) An Employee may, at the discretion of the Employer, be granted compassionate 
leave with or without pay when a person with a significant family or personal 
connection to the Employee, but who is not a member of the Employee’s 
Immediate Family (as defined in clause 2) or household, dies or sustains a 
personal illness or injury that poses a serious threat to that person’s life. 

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 Parental Leave 

 Application 

(a) Eligible Employees are entitled to parental leave under this clause if the leave is 
associated with: 

(i) the birth of a Child of the Employee, the Employee’s Spouse or the 
Employee’s legal surrogate or the placement of a Child with the Employee 
for adoption; and 

(ii) the Employee has or will have a responsibility for the care of the Child. 

(b) An Employee currently on parental leave (excluding an Employee on Extended 
Family Leave under clause 55.33) is not required to return to work in order to 
access a further period of parental leave under this clause. 

 Definitions 

For the purposes of this clause: 

(a) Eligible Employee means: 

(i) a full time or part-time Employee, whether employed on an ongoing or fixed 
term basis, or 

(ii) a Long Term Casual Employee who has, but for accessing parental leave 
under this clause, a reasonable expectation of continuing employment by the 
Employer on a regular and systematic basis. 

(b) Continuous Service is work for the Employer on a regular and systematic basis 
(including any period of authorised leave) and any period of Recognised Prior 
Service (as defined in clause 55.2(g)). 

(c) Child means: 

(i) in relation to birth-related leave, a child (or children from a multiple birth) 
of the Employee or the Employee’s Spouse or the Employee’s legal surrogate; 
or 

(ii) in relation to adoption-related leave, a child (or children) who will be placed 
with an Employee, and: 

• who is, or will be, under 16 as at the day of placement, or the expected 
day of placement; 

• has not, or will not have, lived continuously with the Employee for a 
period of 6 months or more as at the day of placement, or the expected 
day of placement; and 

• is not (otherwise than because of the adoption) a child of the Employee 
or the Employee’s Spouse. 

(d) Primary Caregiver means the person who takes primary responsibility for the 
care of a newborn or newly adopted Child. The Primary Caregiver is the person 
who meets the Child's physical needs more than anyone else. Only one person can 
be a Child's Primary Caregiver on a particular day.  

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(e) Secondary Caregiver means a person who has parental responsibility for the 
Child but is not the Primary Caregiver.  

(f) Spouse includes a de facto spouse, former spouse or former de facto spouse. The 
Employee’s de facto spouse means a person who lives with the Employee as 
husband, wife or same sex partner on a bona fide domestic basis, whether or not 
legally married to the Employee. 

(g) Recognised Prior Service means any service immediately prior to the Employee’s 
employment with the Employer, where the Employee was employed: 

(i) by a public entity under the PAA;  

(ii) under Part 6 of the PAA; or 

(iii) as a parliamentary officer or electorate officer under the Parliamentary 
Administration Act 2005 (Vic); 

 Summary of Parental Leave Entitlements 

(a) The entitlements summarised in the table below apply to a period of Parental 
Leave commencing on or after 1 July 2020. 

Table 21: Parental Leave Entitlements (commencing on or after 1 July 2020) 

 Paid leave Unpaid leave Total 

Primary Caregiver     

More than 3 months 
Continuous Service 

16 weeks Up to 36 weeks 52 weeks 

Less than 3 months Continuous 
Service 

0 Up to 52 weeks 52 weeks 

Long Term Casual Employee 0 Up to 52 weeks 52 weeks 

Secondary Caregiver    

More than 3 months 
Continuous Service 

4 weeks Up to 48 weeks 52 weeks 

More than 3 months 
Continuous Service and takes 
over the primary responsibility 
for the care of the Child within 
first 78 weeks 

An additional 
12 weeks 

Up to 36 weeks 52 weeks 

Less than 3 months Continuous 
Service 

0 Up to 52 weeks 52 weeks 

Long Term Casual Employee 0 Up to 52 weeks 52 weeks 

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 Paid leave Unpaid leave Total 

Pre-natal leave    

Pregnant employee 38 hours   

Spouse  7.6 hours   

Pre-adoption leave    

More than 3 months 
Continuous Service  

2 days   

Permanent Care Leave     

More than 3 months 
Continuous Service 

16 weeks Up to 36 weeks 52 weeks 

Less than 3 months Continuous 
Service 

0 Up to 52 weeks 52 weeks 

Grandparent Leave    

Grandparent Leave 0 Up to 52 weeks 52 weeks 

 Parental Leave – Primary Caregiver 

(a) An Eligible Employee, who has, or will have, completed at least three months paid 
Continuous Service and who will be the Primary Caregiver at the time of the birth 
or adoption of their Child, is entitled to up to 52 weeks parental leave, comprising: 

(i) 16 weeks paid parental leave; and 

(ii) up to 36 weeks unpaid parental leave. 

(b) An Eligible Employee who will be the Primary Caregiver, who has not completed 
at least three months paid Continuous Service at the time of the birth or adoption 
of their Child, or a Long Term Casual Employee, is entitled to up to 52 weeks unpaid 
parental leave. 

(c) Only one parent can receive Primary Caregiver parental leave entitlements in 
respect to the birth or adoption of their Child. An Employee cannot receive Primary 
Caregiver parental leave entitlements: 

(i) if their Spouse is, or will be, the Primary Caregiver at the time of the birth or 
adoption of their Child, or  

(ii) if their Spouse has received, or will receive, paid parental leave, primary 
caregiver entitlements, or a similar entitlement, from their employer; or 

(iii) if the Employee has received, or will receive, Secondary Caregiver parental 
leave entitlements in relation to their Child.  

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 Parental Leave – Secondary Caregiver 

(a) An Eligible Employee who has, or will have, completed at least three months paid 
Continuous Service and who will be the Secondary Caregiver at the time of the 
birth or adoption of their Child, is entitled to up to 52 weeks parental leave, 
comprising: 

(i) 4 weeks paid parental leave; and 

(ii) 12 weeks Additional paid Secondary Caregiver parental leave, subject to the 
conditions in clause 55.6, and 

(iii) unpaid parental leave to bring the total available paid and unpaid leave to 
52 weeks. 

(b) An Eligible Employee who will be the Secondary Caregiver, and has not completed 
at least three months paid Continuous Service at the time of the birth or adoption 
of their Child, or a Long Term Casual Employee is entitled to up to 52 weeks unpaid 
parental leave. 

(c) Only one parent can receive Secondary Caregiver parental leave entitlements in 
respect to the birth or adoption of their Child.  

(d) An Employee cannot receive Secondary Caregiver parental leave entitlements 
where the Employee has received Primary Caregiver parental leave entitlements 
in relation to their Child.  

 Additional paid leave for Secondary Caregiver 

(a) A Secondary Caregiver is entitled to up to an additional 12 weeks’ paid leave within 
the first 78 weeks of the date of birth or adoption of the Child provided that:  

(i) the Secondary Caregiver assumes primary responsibility for the care of a 
child, by meeting the Child's physical needs more than anyone else; and 

(ii) the Secondary Caregiver’s spouse is not concurrently taking primary 
responsibility for the care of the Child or receiving paid parental leave, 
primary caregiver entitlements or a similar entitlement from their 
employer.    

(b) To access additional paid leave, the Employee must have been eligible for paid 
Secondary Caregiver leave at the time of birth or adoption of their Child, 
irrespective of when the Employee elects to take the paid leave under this clause. 

 Pre-Natal Leave 

(a) A pregnant Employee will have access to paid leave totalling up to 38 hours per 
pregnancy to enable the Employee to attend routine medical appointments 
associated with the pregnancy.  

(b) An Employee who has a Spouse who is pregnant will have access to paid leave 
totalling up to 7.6 hours per pregnancy to enable the Employee to attend routine 
medical appointments associated with the pregnancy.  

(c) The Employee is required to provide a medical certificate from a registered 
medical practitioner confirming that the Employee or their Spouse is pregnant. 
Each absence on pre-natal leave must also be covered by a medical certificate. 

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(d) The Employer should be flexible enough to allow the Employee the ability to leave 
work and return on the same day. 

(e) Paid pre-natal leave is not available to casual Employees. 

 Pre-adoption leave 

(a) An Employee seeking to adopt a Child is entitled to two days paid leave for the 
purpose of attending any compulsory interviews or examinations as are necessary 
as part of the adoption procedure. 

(b) An Employee seeking to adopt a Child may also access further unpaid leave. The 
Employee and the Employer should agree on the length of any unpaid leave. Where 
agreement cannot be reached, the Employee is entitled to take up to two days 
unpaid leave.  

(c) Where accrued paid leave is available to the Employee, the Employer may require 
the Employee to take such leave instead of taking unpaid leave under this sub-
clause. 

(d) The Employer may require the Employee to provide satisfactory evidence 
supporting the leave. 

(e) The Employer should be flexible enough to allow the Employee the ability to leave 
work and return on the same day. 

(f) Paid pre-adoption leave is not available to casual Employees. 

 Permanent Care Leave 

An Employee will be entitled to access parental leave in accordance with this clause at a 
time agreed with the Employer if they: 

(a) are granted a permanent care order in relation to the custody or guardianship of a 
Child pursuant to the Children, Youth and Families Act 2005 (Vic) (or any successor 
to the legislation) or a permanent parenting order by the Family Court of Australia, 
and 

(b) will be the Primary or Secondary Caregiver for that Child. 

 Grandparent Leave 

An Employee, who is or will be the Primary Caregiver of a grandchild, is entitled to a 
period of up to 52 weeks’ continuous unpaid grandparent leave in respect of the birth or 
adoption of the grandchild of the Employee. 

 Access to parental leave for an Employee whose Child is born by surrogate 

An Employee whose Child is born through a surrogacy arrangement which complies with 
Part 4 of the Assisted Reproductive Treatment Act 2008 (Vic) (or successor instrument), 
is eligible to access the parental leave entitlements outlined in clause 56.  

 Continuing to work while pregnant 

(a) The Employer may require a pregnant Employee to provide a medical certificate 
stating that the Employee is fit to work their normal duties where the Employee: 

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(i) continues to work within a six week period immediately prior to the 
expected date of birth of the Child; or  

(ii) is on paid leave under clause 55.14(b).  

(b) The Employer may require the Employee to start parental leave if the Employee: 

(i) does not give the Employer the requested certificate within seven days of 
the request; or 

(ii) gives the Employer a medical certificate stating that the Employee is unfit to 
work. 

 Personal/Carer’s Leave  

A pregnant Employee, not then on parental leave, who is suffering from an illness 
whether related or not to the pregnancy, may take any paid and/or unpaid 
personal/carer’s leave in accordance with clause 51. 

 Transfer to a Safe Job 

(a) Where an Employee is pregnant and, in the opinion of a registered medical 
practitioner, illness or risks arising out of the pregnancy or hazards connected 
with the work assigned to the Employee make it inadvisable for the Employee to 
continue at their present work, the Employee will, if the Employer deems it 
practicable, be transferred to a safe job with no other change to the Employee’s 
terms and conditions of employment until the commencement of parental leave. 

(b) If the Employer does not think it to be reasonably practicable to transfer the 
Employee to a safe job, the Employee may take No Safe Job Paid Leave, or the 
Employer may require the Employee to take no safe job paid leave immediately for 
a period which ends at the earliest of either: 

(i) when the Employee is certified unfit to work during the six week period 
before the expected date of birth by a registered medical practitioner; or 

(ii) when the Employee’s pregnancy results in the birth of a living child or when 
the Employee’s pregnancy ends otherwise than with the birth of a living 
child. 

(c) The entitlement to No Safe Job Paid Leave is in addition to any other leave 
entitlement the Employee has. 

 Special Parental Leave  

Where the pregnancy of an Employee not then on parental leave terminates other than 
by the birth of a living Child, the Employee may take leave for such periods as a registered 
medical practitioner certifies as necessary, as follows: 

(a) where the pregnancy terminates during the first 20 weeks, during the certified 
period/s the Employee is entitled to access any paid and/or unpaid 
personal/carer’s leave entitlements in accordance with clause 51;  

(b) where the pregnancy terminates after the completion of 20 weeks, during the 
certified period/s the Employee is entitled to paid special maternity leave not 
exceeding the amount of paid parental leave available under clause 55.3  and 
thereafter, to unpaid special maternity leave. 

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 Notice and evidence requirements  

(a) An Employee must give at least 10 weeks written notice of the intention to take 
parental leave, including the proposed start and end dates. At this time, the 
Employee must also provide a statutory declaration stating: 

(i) that the Employee will become either the Primary Caregiver or Secondary 
Caregiver of the Child, as appropriate; and 

(ii) the particulars of any parental leave taken or proposed to be taken or 
applied for by the Employee’s Spouse; and  

(iii) that for the period of parental leave the Employee will not engage in any 
conduct inconsistent with their contract of employment. 

(b) At least four weeks before the intended commencement of parental leave, the 
Employee must confirm in writing the intended start and end dates of the parental 
leave, or advise the Employer of any changes to the notice provided in clause 
55.16(a), unless it is not practicable to do so.  

(c) The Employer may require the Employee to provide evidence which would satisfy 
a reasonable person of: 

(i) for birth-related leave, the date of birth of the Child (including without 
limitation, a medical certificate stating the date of birth or expected date of 
birth); or 

(ii) for adoption-related leave, the commencement of the placement (or 
expected day of placement) of the Child and that the Child will be under 16 
years of age as at the day of placement or expected day of placement.  

(d) An Employee will not be in breach of this clause if failure to give the stipulated 
notice is occasioned by confinement or the placement occurring earlier than the 
expected date or in other compelling circumstances. In these circumstances the 
notice and evidence requirements of this clause should be provided as soon as 
reasonably practicable. 

 Commencement of parental leave 

(a) An Employee who is pregnant may commence Primary Caregiver parental leave at 
any time within 16 weeks prior to the expected date of birth of the Child. In all 
other cases, Primary Caregiver parental leave commences on the day of birth or 
placement of the Child. 

(b) Secondary Caregiver parental leave may commence up to one week prior to the 
expected birth or placement of the Child. Where a Secondary Caregiver takes 
additional paid leave in accordance with clause 55.6, the additional leave will 
commence on the date the Employee takes on primary responsibility for the care 
of a Child. 

(c) The Employer and Employee may agree to alternative arrangements regarding the 
commencement of parental leave.    

(d) The period of parental leave for the purpose of calculating an Employee’s 
maximum entitlement to paid and unpaid parental leave will commence from the 
date parental leave commences or otherwise no later than the date of birth of the 

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Child, irrespective of when the Employee elects to use any paid entitlements they 
may have under this clause. 

 Rules for taking parental leave entitlements 

(a) Parental leave is to be available to only one parent at a time,  except parents may 
take  up to eight weeks leave concurrently with each other, comprising any paid 
leave to which the Employee may be eligible for under clause 55.3or unpaid, in 
connection with the birth or adoption of their Child (Concurrent Leave). 

(i) Concurrent Leave may commence one week prior to the expected date of 
birth of the Child or the time of placement in the case of adoption. 

(ii) Concurrent leave can be taken in separate periods, but each block of 
concurrent leave must not be less than 2 weeks, unless the Employer 
otherwise agrees. 

(b) While an Employee’s eligibility for parental leave is determined at the time of birth 
or adoption of the Child, the Employee and Employer may agree to permit the 
Employee to use the paid leave entitlements outlined in this clause at any time 
within the first 52 weeks of parental leave, or where an extension is granted under 
clause 55.23(b), within the first 78 weeks where clause 55.6 is invoked or 
otherwise the first 104 weeks.     

(c) Parental leave does not need to be taken in a single continuous period. The 
Employer and Employee will agree on the duration of each block of parental leave. 
The Employer will consider their operational requirements and the Employee’s 
personal and family circumstances in considering requests for parental leave in 
more than one continuous period. Approval of such requests will not be 
unreasonably refused. 

 Using other accrued leave in conjunction with Parental Leave 

An Employee may in lieu of or in conjunction with parental leave, access any 
annual leave or long service leave entitlements which they have accrued subject to 
the total amount of leave not exceeding 52 weeks or a longer period as agreed 
under clause 55.23(b). 

 Public holidays during a period of paid parental leave 

Where a Public Holiday occurs during a period of paid parental leave, the Public 
Holiday is not to be regarded as part of the paid parental leave and the Employer 
will grant the Employee a day off in lieu, to be taken by the Employee immediately 
following the period of paid parental leave. 

 Effect of unpaid parental leave on an Employee’s continuity of employment 

Other than provided for in clause 62(Long Service Leave), unpaid parental leave 
under clauses 55.4, 55.5, 55.23 and 55.29 shall not break an Employee’s 
continuity of employment but it will not count as service for leave accrual or other 
purposes. 

 Keeping in touch days 

(a) During a period of parental leave, the Employer and Employee may agree to 
perform work for the purpose of keeping in touch in order to facilitate a return to 
employment at the end of the period of leave. 

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(b) Keeping in touch days must be agreed and be in accordance with section 79A of 
the FW Act. 

 Extending parental leave 

(a) Extending the period of parental leave where the initial period of parental 
leave is less than 52 weeks 

(i) An Employee, who is on an initial period of parental leave of less than 52 
weeks under clause 55.4 or 55.5, may extend the period of their parental 
leave on one occasion up to the full 52 week entitlement.  

(ii) The Employee must notify the Employer in writing at least four weeks prior 
to the end date of their initial parental leave period. The notice must specify 
the new end date of the parental leave. 

(b) Right to request an extension to parental leave beyond the initial 52-week 
period to a maximum of 104 weeks 

(i) An Employee who is on parental leave under clause 55.4 or 55.5 may 
request an extension of unpaid parental leave for a further period of up to 
12 months immediately following the end of the current parental leave 
period. 

(ii) In the case of an Employee who is a member of a couple, the period of the 
extension cannot exceed 12 months, less any period of parental leave that 
the other member of the couple will have taken in relation to the Child.  

(iii) The Employee’s request must be in writing and given to the Employer at 
least 4 weeks before the end of the current parental leave period. The 
request must specify any parental leave that the Employee’s Spouse will 
have taken. 

(iv) The Employer shall consider the request having regard to the Employee’s 
circumstances and, provided the request is based on the Employee’s 
parental responsibilities, may only refuse the request on reasonable 
business grounds.  

(v) The Employer must not refuse the request unless the Employer has given 
the Employee a reasonable opportunity to discuss the request. 

(vi) The Employer must give a written response to the request as soon as 
practicable, and no later than 21 days after the request is made. The 
response must include the details of the reasons for any refusal.  

 Total period of parental leave 

(i) The total period of parental leave, including any extensions, must not extend 
beyond 24 months.  

(ii) In the case of a couple, the total period of parental leave for both parents 
combined, including any extensions, must not extend beyond 24 months.  
The Employee’s entitlement to parental leave under clause 55.4 or 55.5 will 
reduce by the period of any extension taken by a member of the couple under 
clause 55.23. 

 Calculation of pay for the purposes of parental leave 

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(a) The calculation of weekly pay for paid parental leave purposes will be based on the 
Employee’s average number of ordinary hours over the past three years from the 
proposed commencement date of parental leave (Averaging Period).  

(b) Where an Employee has less than three years of service the Averaging Period will 
be their total period of service in the VPS. 

(c) The calculation will exclude any of the following periods which fall during the 
Averaging Period: 

(i) periods of unpaid parental leave, and 

(ii) any time worked at a reduced time fraction in order to better cope during 
pregnancy, and 

(iii) authorised unpaid leave for an unforeseen reason beyond the Employee’s 
control, and 

(iv) time worked at a reduced time fraction on returning to work after a period 
of parental leave under clause 55.30(c). 

(d) For the purposes of clause 55.25(c)(iii), an ‘unforeseen reason beyond the 
Employee’s control’ may include, for example, a personal illness or injury suffered 
by the Employee, or the care or support of an ill or injured Immediate Family or 
household member by the Employee. But would not include leave taken for 
lifestyle or personal reasons, career breaks or leave to undertake other 
employment. 

(e) The average number of weekly hours, determined in accordance with clause 
55.25(a) above, will be then applied to the annual Salary applicable to the 
Employee’s classification and salary point at the time of taking parental leave to 
determine the actual rate of pay whilst on parental leave. 

 Half Pay 

The Employee may elect to take any paid parental leave entitlement at half pay for a 
period equal to twice the period to which the Employee would otherwise be entitled. 

 Employer Superannuation contributions in respect of Primary Caregiver 
Parental Leave 

An Employee who returns to work at the conclusion of a period of Primary Caregiver 
Parental Leave will be entitled to have superannuation contributions made in respect 
of the period of the Employee’s Primary Caregiver Parental Leave, subject to 
requirements in clause 37.5(Superannuation). 

 Effect of parental leave on progression for Primary Caregivers 

An Employee who returns to work at the conclusion of a period of Primary Caregiver 
Parental Leave may be entitled to Progression Steps or Amounts forgone as a result 
of being on parental leave in accordance with clause 29 (Performance Development 
Progression). 

 Commonwealth Paid Parental Leave 

Paid parental leave entitlements outlined in this clause are in addition to any 
payments which may be available under the Commonwealth Paid Parental Leave 
Scheme. 

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 Returning to Work  

(a) Returning to work early 

(i) During the period of parental leave an Employee may return to work at any 
time as agreed between the Employer and the Employee, provided that time 
does not exceed four weeks from the recommencement date desired by the 
Employee. 

(ii) In the case of adoption, where the placement of an eligible Child with an 
Employee does not proceed or continue, the Employee will notify the 
Employer immediately and the Employer will nominate a time not exceeding 
four weeks from receipt of notification for the Employee’s return to work. 

(b) Returning to work at conclusion of leave 

(i) At least four weeks prior to the expiration of parental leave, the Employee 
will notify the Employer of their return to work after a period of parental 
leave. 

(ii) Subject to clause 55.30(b)(iii), an Employee will be entitled to the position 
which they held immediately before proceeding on parental leave. In the 
case of an Employee transferred to a safe job pursuant to clause 55.14 
above, the Employee will be entitled to return to the position they held 
immediately before such transfer. 

(iii) Where such position no longer exists but there are other positions available 
which the Employee is qualified for and is capable of performing, the 
Employee will be entitled to a position as nearly comparable in status and 
pay to that of their former position. 

(c) Returning to work at a reduced time fraction 

(i) To assist an Employee in reconciling work and parental responsibilities, an 
Employee may request to return to work at a reduced time-fraction until 
their Child reaches school age, after which the Employee will resume their 
substantive time-fraction.  

(ii) Where an Employee wishes to make a request under clause 55.30(c)(i) 
such a request must be made as soon as possible but no less than seven 
weeks prior to the date upon which the Employee is due to return to work 
from parental leave. 

 Lactation breaks 

(a) Employees cannot be discriminated against for breastfeeding or chestfeeding or 
expressing milk in the workplace. 

(b) An Employee who wishes to continue breastfeeding or chestfeeding after 
returning to work from a period of parental leave or keeping in touch days, may 
take reasonable time during working hours without loss of pay to do so. 

(c) Paid lactation breaks are in addition to normal meal and rest breaks provided for 
in this Agreement. 

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 Consultation and Communication during Parental Leave 

(a) Where an Employee is on parental leave and a definite decision has been made to 
introduce significant change at the workplace, the Employer shall take reasonable 
steps to: 

(i) make information available in relation to any significant effect the change 
will have on the status or responsibility level of the position the Employee 
held before commencing parental leave; and 

(ii) provide an opportunity for the Employee to discuss any significant effect the 
change will have on the status or responsibility level of the position the 
Employee held before commencing parental leave. 

(b) The Employee shall take reasonable steps to inform the Employer about any 
significant matter that will affect the Employee’s decision regarding the duration 
of parental leave to be taken, whether the Employee intends to return to work and 
whether the Employee intends to request to return to work on a part-time basis. 

(c) The Employee shall also notify the Employer of changes of address or other contact 
details which might affect the Employer’s capacity to comply with clause 
55.32(a). 

 Extended Family Leave 

(a) An Employee who is the Primary Caregiver and has exhausted all parental leave 
entitlements may apply for unpaid Extended Family Leave as a continuous 
extension to their parental leave taken in accordance with this clause. The total 
amount of leave, inclusive of parental leave taken in accordance with this clause 
cannot exceed seven years from the commencement date of parental leave. 

(b) The Employee must make an application for Extended Family Leave each year. 

(c) An Employee will not be entitled to paid parental leave whilst on Extended Family 
leave. 

(d) Upon return to work the Employer may reallocate the Employee to other duties. 

 Replacement Employees 

(a) A replacement Employee is an Employee specifically engaged or temporarily 
acting on higher duties or transferred, as a result of an Employee proceeding on 
parental leave. 

(b) Before the Employer engages a replacement Employee the Employer must inform 
that person of the temporary nature of the employment and of the rights of the 
Employee who is being replaced. 

(c) The limitation in clause 17.3 on the use of fixed term employment to replace the 
Employee does not apply in this case. 

 Casual Employees 

The Employer must not fail to re-engage a casual Employee because the Employee has 
accessed parental leave in accordance with this clause. The rights of the Employer in 
relation to engagement and re-engagement of casual Employees are not affected, 
other than in accordance with this clause. 

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 Surrogacy Leave 

 Entitlement to Leave 

An Employee (excluding a Casual Employee) who has completed at least three months 
paid Continuous Service, who enters into a formal surrogacy arrangement on or after 
1 July 2020, which complies with Part 4 of the Assisted Reproductive Treatment Act 
2008 (Vic), as the surrogate, is entitled to access the following leave entitlements: 

(a) Pre-Natal leave in accordance with clause 55.7of the Agreement, and 

(b) six weeks of paid leave  

 Continuing to work while pregnant 

(a) A pregnant employee acting as the surrogate as part of a formal surrogacy 
arrangement wanting to work during the six weeks before the birth may be asked 
to provide a medical certificate stating they are fit for work and whether there are 
any risks in connection to their duties.  

(b) An Employee who fails to provide a requested medical certificate within seven 
days or provides one which states they are unfit for work may be required to 
commence surrogacy leave. 

 Transfer to safe job 

(a) If an Employee provides a medical certificate stating they are fit for work but it is 
inadvisable for the Employee to continue in their present duties because of risks 
or illness the Employee is entitled to be transferred to an appropriate safe job that 
has the same, or other agreed ordinary hours of work with no other changes to the 
Employee’s terms and conditions.  

(b) If no appropriate safe job is available the Employee is entitled to take paid or 
unpaid (if not eligible for parental leave) ‘No Safe Job Leave’. 

 Commencement of Surrogacy Leave 

(a) An Employee who is pregnant as a result of acting as a surrogate may commence 
paid Surrogacy Leave at any time within 6 weeks prior to the expected date of birth 
of the Child.  Otherwise the period of parental leave must commence no later than 
the date of birth of the Child, unless agreed with the Employer. 

(b) Unless otherwise agreed, any entitlement to paid surrogacy leave will be paid from 
the date of commencement of Surrogacy Leave. 

 Surrogacy Leave and other entitlements 

An Employee may access, in conjunction with Surrogacy Leave, any other paid or 
unpaid entitlements available under this Agreement with the approval of the 
Employer. 

 Personal/Carer’s Leave 

A pregnant Employee, not then on Surrogacy Leave, who is suffering from an illness 
whether related or not to the pregnancy, may take any paid and/or unpaid 
personal/carer’s leave in accordance with clause 51. 

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 Special Surrogacy Leave 

(a) Where the pregnancy of an Employee not then on parental leave terminates other 
than by the birth of a living child, the Employee may take leave for such periods as 
a registered medical practitioner certifies as necessary, as follows: 

(i) where the pregnancy terminates during the first 20 weeks, during the 
certified period/s the Employee is entitled to access any paid and/or unpaid 
personal/carer’s leave entitlements in accordance with clause 51; 

(ii) where the pregnancy terminates after the completion of 20 weeks, during 
the certified period/s the Employee is entitled to paid special surrogacy 
leave not exceeding the amount of paid surrogacy leave available under this 
clause 56.1. 

 Public holidays during a period of paid surrogacy leave 

Where a Public Holiday occurs during a period of paid surrogacy leave, the Public 
Holiday is not to be regarded as part of the paid surrogacy leave and the Employer 
will grant the Employee a day off in lieu, to be taken by the Employee immediately 
following the period of paid surrogacy leave. 

 Notice and Evidentiary Requirements 

(a) An Employee must provide 10 weeks’ written notice to the Employer of their 
intention to take Surrogacy Leave. The notification should include a Statutory 
Declaration which specifies: 

(i) the intended start and end dates of the leave, and  

(ii) if known, any other leave the Employee seeks approval to take in 
conjunction with their Surrogacy Leave, and 

(iii) for the period of surrogacy leave the Employee will not engage in any 
conduct inconsistent with their contract of employment. 

(b) The Employer may also require the Employee to provide documentary evidence 
confirming: 

(i) the expected date of birth of the Child, and  

(ii) the formal surrogacy arrangement, which complies with Part 4 of the 
Assisted Reproductive Treatment Act 2008 (Vic). 

(c) The Employee must confirm these details at least 4 weeks prior to the 
commencement of the proposed period of Surrogacy leave. 

 Foster and Kinship Care Leave 

 An Employee who provides short-term foster or kinship care as the primary caregiver 
to a Child who cannot live with their parents as a result of an eligible child protection 
intervention is entitled to up to two days paid leave on up to five occasions per 
calendar year to be taken at the time the placement of the child with the Employee 
commences.  

 For the purposes of this clause Foster and Kinship Care includes: 

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(a) Foster Caring, which is the temporary care of a child of up to 18 years of age on a 
short-term basis by an Employee who is an accredited foster carer. 

(b) Kinship Care, which is temporary care provided by an Employee who is a relative 
or a member of the child's social network when the child cannot live with their 
parents.  

(c) Aboriginal Kinship Care, which is temporary care provided by an Employee who is 
a relative or friend of an Aboriginal child who cannot live with their parents, where 
Aboriginal family and community and Aboriginal culture are valued as central to 
the child’s safety, stability and development. 

 Eligible child protection interventions include emergency respite and short-term or 
long-term placements on a non-permanent basis, as issued by the Victorian 
Department of Health and Human Services, the Children’s Court or other similar 
federal, state or judicial authority.  

 Subject to the approval of the Employer, the paid leave provided in this clause may be 
used in conjunction with any other paid or unpaid leave entitlements the Employee 
may be eligible for under this Agreement. 

 In the case of foster carers, one occasion totalling up to two days duration may be 
used for accreditation purposes, including attending compulsory interviews or 
training.  

 The Employer may require the Employee to provide reasonable evidence to satisfy 
themselves of the Employee’s entitlement to leave under this provision.  

 Gender Transition Leave 

 The Employer encourages a culture that is supportive of transgender and gender 
diverse Employees and recognises the importance of providing a safe environment 
for Employees undertaking gender transition. 

 Gender Transition refers to the process where a transgender Employee commences 
living as a member of another gender. This is sometimes referred to ‘affirming’ their 
gender. This may occur through medical, social or legal changes. 

 Employees may give effect to their transition in a number of ways and are not 
required to be undergoing specific types of changes, such as surgery, to access leave 
under this clause. 

 Amount of gender transition leave 

(a) An Employee (other than a Casual Employee) who commences living as a member 
of another gender is entitled Gender Transition Leave for the purpose of 
supporting the Employee’s transition. Gender Transition Leave will comprise: 

(i) up to 4 weeks (20 days) paid leave for essential and necessary gender 
affirmation procedures, and 

(ii) up to 48 weeks of unpaid leave. 

(b) The Gender Transition Leave entitlements outlined in clause 58.4(a)are available 
to be taken by the Employee within the first 52 weeks after they commence living 
as a member of another gender.  

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(c) Essential gender affirmation procedures may include: 

(i) medical or psychological appointments, or 

(ii) hormonal appointments, or 

(iii) surgery and associated appointments, or 

(iv) appointments to alter the Employee’s legal status or amend the Employee’s 
gender on legal documentation, or 

(v) any other similar necessary appointment or procedure to give effect to the 
Employee’s transition as agreed with the Employer. 

(d) An Employee who is entitled to unpaid Gender Transition Leave may, in 
conjunction with all or part of that leave utilise accrued Annual or Long Service 
Leave, provided that the combined total of all paid and unpaid leave taken does not 
exceed 52 continuous weeks.  

(e) Gender Transition Leave may be taken as consecutive, single or part days as agreed 
with the Employer.  

(f) Leave under this clause will not accrue from year to year and cannot be cashed out 
on termination of employment.  

 Gender Transition Leave – Casual employees 

Casual Employees are entitled to access unpaid leave of up to 52 continuous weeks 
duration for gender transition purposes. 

 Notice and evidence requirements 

(a) An Employee seeking to access Gender Transition Leave must provide the 
Employer with at least 4 weeks’ written notice of their intended commencement 
date and expected period of leave, unless otherwise agreed by the Employer. 

(b) An Employee seeking to access Gender Transition Leave may be required to 
provide suitable supporting documentation or evidence of their attendance at 
essential gender affirmation procedures. This may be in the form of a document 
issued by a registered practitioner, a lawyer, or a State, Territory or Federal 
government organisation, statutory declaration or other suitable supporting 
documentation.  

(c) For the purpose of this clause, Registered Practitioner has the same meaning as set 
out in clause 51.1. 

 Leave to Attend Rehabilitation Program 

 An Employee, other than a casual Employee, may be granted leave with or without 
pay to undertake an approved rehabilitation program where the Employer is satisfied 
that: 

(a) the Employee’s work performance is adversely affected by the misuse of drugs or 
alcohol or problem gambling; 

(b) the Employee is prepared to undertake a course of treatment designed for the 
rehabilitation of persons with alcohol, drug or gambling related problems; and 

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(c) in the case of an alcohol or drug addiction, a Registered Practitioner has certified 
that in their opinion the Employee is in need of assistance because of their misuse 
of alcohol or drugs and that the Employee is suitable for an approved rehabilitation 
program; or 

(d) in the case of problem gambling the Employee satisfies the eligibility criteria for 
entry into an approved problem gambling rehabilitation program. 

 On production of proof of attendance at an approved rehabilitation program in 
accordance with clause 59.1, an Employee may be granted leave as follows: 

(a) An Employee who has completed two years’ continuous or aggregate service and 
who has exhausted all other accrued leave entitlements may be granted leave with 
pay up to the maximum number of days specified below: 

Table 22: Leave to attend rehabilitation programs 

Years of Service First Year of Program Subsequent Years of 
Program 

2 years 20 days 15 days 

3 years 27 days 20 days 

4 years 33 days 25 days 

5 or more years 40 days 30 days 

(b) An Employee who has completed less than two years continuous or aggregate 
service may be granted leave without pay for the purposes of attending an 
approved rehabilitation program. 

 For the purpose of this clause, Registered Practitioner has the same meaning as set 
out in clause 51.1. 

 Cultural and Ceremonial Leave 

 NAIDOC Week Leave 

(a) An Employee of Aboriginal or Torres Strait Islander descent is entitled to one day 
of paid leave per calendar year to participate in National Aboriginal and Islander 
Day Observance Committee (NAIDOC) week activities and events.  

(b) NAIDOC week leave will not accrue from year to year and will not be paid out on 
termination of the employment of the Employee. 

 Leave to attend Aboriginal community meetings 

The Employer may approve attendance during working hours by an Employee of 
Aboriginal or Torres Strait Islander descent at any Aboriginal community meetings, 
except the Annual General Meetings of Aboriginal community organisations at which the 
election of office bearers will occur. 

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 Leave to attend Annual General Meetings of Aboriginal community 
organisations 

The Employer may grant an Employee of Aboriginal or Torres Strait Islander descent 
accrued annual or other leave to attend Annual General Meetings of Aboriginal 
community organisations at which the election of office bearers will occur. 

 Ceremonial leave 

(a) Ceremonial leave will be granted to an Employee of Aboriginal or Torres Strait 
Islander descent for ceremonial purposes: 

(i) connected with the death of a member of the Immediate Family or extended 
family (provided that no Employee shall have an existing entitlement 
reduced as a result of this clause); or 

(ii) for other ceremonial obligations under Aboriginal and Torres Strait Islander 
lore. 

(b) Where ceremonial leave is taken for the purposes outlined in clause 60.4(a), up 
to three days in each year of employment will be with pay. Paid ceremonial leave 
will not accrue from year to year and will not be paid out on termination of the 
employment of the Employee. 

(c) Ceremonial leave granted under this clause 60.4 is in addition to compassionate 
leave granted under clause 54. 

 Leave to participate in the First Peoples’ Assembly of Victoria 

 An Employee who is a member of the First Peoples’ Assembly of Victoria is entitled to 
up to 10 days paid leave per calendar year to fulfil their official functions during their 
term of office. 

 Leave will be available to attend sessions of the First Peoples’ Assembly of Victoria, 
participate in constituent consultation relevant to their role or for any other ancillary 
purpose as agreed with the Employer. 

 Where in any calendar year an Employee exhausts their entitlement under this clause 
the Employer may grant further paid or unpaid leave, under clause 70 (Other Leave), 
to support the Employee’s representative functions. 

 The Employee may also utilise flexible working arrangements, in addition to leave 
provided in this clause, to help support their representative functions, with the 
agreement of the Employer. 

 Leave under this clause will not accrue from year to year and cannot be cashed out on 
termination of employment.  

 Long Service Leave 

 Basic Entitlement and accrual 

(a) Long service leave is paid leave accrued during Continuous Employment in the 
VPS.  

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(b) Employees accrue long service leave based on the number of ordinary hours 
worked. Part-time Employees accrue long service leave on a pro rata basis. Casual 
Employees are entitled to accrue long service leave as provided for in this clause.  

(c) The basic entitlement for each 10 years’ full-time Continuous Employment is set 
out in the table below.  

Table 23: Long Service Leave Entitlements 

 Entitlement after 10 years full 
time continuous employment  

Approximate leave 
accrual per hour 

Employee whose ordinary hours 
of work average 76 hours per 
fortnight 

495.6967 hours (3 months) 0.0250 hours per hour  

Employee whose ordinary hours 
of work average 80 hours per 
fortnight 

521.786 hours (3 months) 0.0263 hours per hour 

 When can Long Service Leave be accessed? 

(a) An Employee is entitled to take long service leave on a pro-rata basis after seven 
years of Continuous Employment, and at any time after that in accordance with 
clause 62.3. 

(b) An Employee with seven or more years of Continuous Employment is entitled to 
be paid out any unused long service leave accrual on the date their employment 
ends.  

(c) Despite clause 62.2(b) an Employee with 4 or more years of Continuous 
Employment is entitled to be paid out any unused long service leave accrual if:   

(i) on account of age or ill health the Employee retires or is retired; or 

(ii) the employment of the Employee is terminated for any reason except for 
serious misconduct or resignation; or 

(iii) the Employee dies. 

 Taking long service leave 

(a) Long service leave will be taken at a time convenient to the needs of the Employer 
and Employee. 

(b) An Employee and Employer may agree that the whole or any part of their 
entitlement is paid 

(i) at the current time fraction they work, or 

(ii) at a different time fraction to that currently worked. 

(c) Long service leave may be taken for any period of not less than 1 day.  

(d) A Public Holiday falling within a period of approved long service leave is not 
regarded as part of the long service leave. An Employee is entitled to take and be 
paid for a public holiday falling within a period of approved long service leave.  

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(e) On return from leave, the Employee will revert to the time fraction they worked 
immediately prior to going on leave, unless otherwise agreed by the Employer and 
the Employee. 

 Payment while on long service leave 

(a) While on long service leave the Employer will continue to pay the Employee using 
the same method and frequency as if the Employee was not on long service leave. 

(b) Payment to an Employee for or in lieu of long service leave includes: 

(i) Salary, and 

(ii) salary maintenance if the Employee is receiving salary maintenance; and 

(iii) any additional payment payable for a temporary assignment where the 
assignment has continued for a period of at least twelve months before the 
commencement of the leave; and 

(iv) any annual allowance payable to the Employee which the Employer 
determines should be included, except excluding (if relevant): 

• any payment of overtime, commuted overtime or Shift Work 
allowances; and 

• any travelling or transport allowance; and 

• any allowance which is a reimbursement of an expenditure. 

 Periods of Continuous Employment in which long service leave accrues 

Long service leave continues to accrue during the following absences from work:  

(a) an absence on paid leave;  

(b) from 1 January 2019, an absence after birth or adoption of a child (other than in 
the case of a casual employee) on unpaid parental leave which, in combination with 
any period of paid parental leave, totals 52 weeks or less;  

(c) an absence of 52 weeks or less when the employee is in receipt of weekly payments 
of compensation under the Workplace Injury Rehabilitation and Compensation Act 
2013 (Vic) or any predecessor;  

(d) an absence of 52 weeks or less during which a pension under section 83A(1) of 
State Superannuation Act 1988 (VIC) (or similar provision applying to Employees 
of a declared authority) was paid; or 

(e) an absence on unpaid leave for which the Employer expressly authorises long 
service leave to accrue.   

 Periods of Continuous Employment in which long service leave does not 
accrue  

(a) Long service leave does not accrue for the following periods:  

(i) a gap between engagements of a Casual Employee of less than 3 months; or 

(ii) an absence on unpaid leave, other than as provided for in clause 62.5; or 

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(iii) an absence from duty in excess of 12 months when the Employee was in 
receipt of weekly payments of compensation under the Workplace Injury 
Rehabilitation and Compensation Act 2013 (Vic) or any corresponding 
previous enactment; or 

(iv) a period of service which followed the date on which a pension under the 
State Superannuation Act 1988 (Vic) (or similar provision applying to 
Employees on the staff of a declared authority) became payable by reason of 
retirement on the ground of disability.  

(b) The periods at clause 62.6(a) do not break Continuous Employment, and may be 
periods of recognised service for the purposes of long service leave. 

 Absences which break Continuous Employment  

Continuous Employment will be broken by the following:  

(a) any gap between engagements in Continuous Employment by a Casual Employee 
of more than 3 months; or 

(b) any absence from employment due to the dismissal of the Employee for 
disciplinary reasons; or 

(c) receipt of a Voluntary Departure Package from any Victorian Public Sector 
employer; or 

(d) any gap or break in service or absence not provided for in clause 62.5 or clause 
62.6 or clause 62.8. 

 Previous employment which counts towards Continuous Employment  

(a) Service in previous employment in the VPS or any employer referred to in clause 
62.9 counts towards Continuous Employment where the service concluded within 
12 months of the commencement or re-commencement of employment in the VPS.  

(b) Despite clause 62.8(a), service in previous employment in the VPS or with any 
employer referred to in clause 62.9 counts towards Continuous Employment 
where:  

(i) the service concluded within three years of retirement occasioned by 
disability, or  

(ii) the service concluded within two years of the commencement of 
employment in the VPS and the Employer considers special circumstances 
exist. 

(c) An Employee is not entitled to long service leave (or payment for long service 
leave):  

(i) for a period of service for which the Employee was entitled to receive long 
service leave (or payment for long service leave) from a different employer 
or for previous employment; or  

(ii) where the Employee has received long service leave (or a payment in respect 
of long service leave) from a different employer or for previous employment. 

(d) Clause 62.8(c) does not apply if funds have been transferred to the Employer to 
cover long service leave. 

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(e) Clauses 62.6and 62.7 apply to service in previous employment.  

 Service with other employers that counts towards Continuous Employment  

(a) The following service will be recognised as Continuous Employment in the VPS for 
the purposes of long service leave: 

(i) any service with a State, Commonwealth or Territory of Australia 
Government Department or Public Service authority; or 

(ii) any service with a public entity under the PAA; or 

(iii) any service with a local government authority that is established by or under 
a law of Victoria. 

(b) In addition, the Employer may recognise service with 

(i) a public sector authority; or 

(ii) a local governing authority of the Commonwealth, a State other than Victoria 
or a Territory of Australia 

(c) For the purposes of clause 62.9(a) and 62.9(b) authority means an authority, 
whether incorporated or not, that is constituted: 

(i) by or under a law of a State, the Commonwealth or a Territory of Australia; 
and 

(ii) for a public purpose. 

(d) Where an Employee believes they have service with other employers which should 
be counted towards Continuous Employment, the Employee should make 
application to the Employer seeking this service be counted towards the 
Employee’s period of Continuous Employment within six months of an Employee’s 
starting date in the VPS. The Employer will take reasonable steps within this 
period to ascertain from the Employee whether the Employee has prior service. 

(e) Clauses 62.6, 62.7and 62.8 apply to service in previous employment.  

 Defence Reserve Leave 

 An Employee required to complete Defence Reserve service may be granted leave up 
to a maximum period of 78 weeks’ continuous service. 

 The Employee will consult with the Employer regarding the proposed timing of the 
service. Applications for leave under this clause must be made with as much notice as 
is possible and be accompanied by evidence supporting the call to duty or reason for 
the service. 

 Where the base salary excluding allowances received by the Employee from the 
Australian Defence Force or Defence Reserve service during their ordinary hours of 
work is below the Employee’s VPS Salary, the Employer will, unless exceptional 
circumstances arise, pay to the Employee make-up pay for the period of Defence 
Reserve service. 

62.9 

63. 

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 Preservation of prior entitlement 

For Employees in employment prior to 9 May 2002, any more favourable provision 
relating to their previous entitlement to Defence Force leave is maintained. 

 Jury Service 

 An Employee required to attend for jury service under the Juries Act 2000 (Vic) is 
entitled to leave with pay for the period during which their attendance is required. 
The Employee must provide a certificate of attendance issued by the Juries 
Commissioner as evidence of attendance. 

 Any payment made to the Employee in accordance with the Juries Act 2000 (Vic) for 
serving as a juror during their ordinary hours of work must be repaid to the Employer, 
less an amount for reasonable expenses actually incurred. 

 Leave for Blood Donations 

Leave may be granted to an Employee without loss of pay to visit the Red Cross Blood 
Bank as a donor once every twelve weeks. 

 Leave to Engage in Voluntary Emergency Management Activities 

 An Employee who engages in a voluntary emergency management activity with a 
recognised emergency management body that requires the attendance of the 
Employee at a time when the Employee would otherwise be required to be at work is 
entitled to leave with pay for: 

(a) time when the Employee engages in the activity; and 

(b) reasonable travelling time associated with the activity; and 

(c) reasonable rest time immediately following the activity. 

 The Employee must advise the Employer as soon as reasonably practicable if the 
Employee is required to attend a voluntary emergency management activity and must 
advise the Employer of the expected or likely duration of the Employee’s attendance. 
The Employee must provide a certificate of attendance or other evidence of 
attendance as reasonably requested by the Employer. 

 Recognised emergency management bodies include but are not limited to, the 
Country Fire Authority, Red Cross, State Emergency Service and St John Ambulance. 

 An Employee who is required to attain qualifications or to requalify to perform 
activities in an emergency management body must be granted leave with pay for the 
period of time required to fulfil the requirements of the training course pertaining to 
those qualifications, provided that such training can be undertaken without unduly 
affecting the operations of the Employer. 

63.4 

64. 

64.1 

64.2 

65. 

66. 

66.1 

66.2 

6('3 

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 Voluntary Community Activities Leave 

 An Employee is entitled to leave with pay of up to 10 days, per calendar year, to fulfil 
official functions during their term of office as an elected member of  

(a) a Local Government Council or  

(b) a committee of management of a not-for-profit community organisation which 
operates under a formal legal structure subject to applicable State or Federal 
legislation. 

 Leave will be subject to Employer’s operational needs  

 Leave will be available for any of the following purposes: 

(a) To enable the Employee to attend any training program required to meet grant, 
funding or governance obligations, or  

(b) Participate in a community event as part of their role with the organisation, or 

(c) Participate in consultation relevant to their role in the organisation, or 

(d) Any other purpose agreed with the Employer. 

 Leave will not accrue from year to year and cannot be cashed out on termination of 
employment.  

 Participation in Sporting Events 

 Leave with pay up to a maximum of two weeks in any two calendar year period may 
be granted to an Employee to participate either as a competitor or an official in any 
non-professional state, national or international sporting event. 

 The length of absence from work and travel arrangements for participation in 
sporting events must be agreed with the Employer in advance before leave may be 
granted.  

 Study Leave 

 The Employer acknowledges that learning and development benefits both the 
Employee and Employer. 

 The Employer may grant to any Employee paid leave to undertake an accredited 
course of study provided by an educational institution or registered training 
organisation.  

 The Employer may grant any Employee time off without loss of pay under this clause 
for professional development including Continuing Professional Development (CPD), 
short courses, micro-credentialing or other training. 

 In determining whether to grant study leave, the Employer will consider matters such 
as the relevance of the proposed study to the Employee’s employment, the 
development of the Employee’s capability and skills, alignment to organisational 
goals and the reasonable operational requirements of the Employer.  

67. 

67.1 

67.2 

67.3 

67.4 

68. 

68.1 

68.2 

69. 

69.1 

69.2 

69.3 

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 The Employer may grant an Employee, the following leave entitlements: 

(a) paid leave to enable travel to and attendance of up to seven hours of classroom 
activity or related project work per week, and 

(b) up to five days paid leave per annum to: 

(i) prepare for and attend examinations associated with the course of study, or 

(ii) finish major project work required to complete an accredited course of 
study, professional development, short course, micro-credentialing or other 
training.  

 The Employer may grant additional leave with or without pay as considered 
necessary. 

 Part-time Employees may be granted Study Leave on a pro-rata basis calculated on 
the number of ordinary hours worked. 

 In determining the amount of any leave to be granted under clause 69.2, the 
Employer will have regard to the course requirements, the Employer’s operational 
requirements and the development of the Employee.  

 Where an Employee undertakes an accredited course of study professional 
development, short course, micro-credentialing or other training, the Employee may 
be expected to complete some of the course requirements in their own time. 

 The paid leave provided for in clause 69.5(a)may be used weekly or, with the 
approval of the Employer, banked to support attendance at intensive courses. Study 
leave will not accrue from year to year and will not be paid out on termination. 

 Other Leave  

 An Employee may be granted leave with or without pay by the Employer for any 
purpose. 

 Leave under this clause may be granted for purposes including: 

(a) cultural and religious purposes; or 

(b) activities inherently associated with an Employee’s disability not already provided 
for by specific leave entitlements under this Agreement or otherwise agreed with 
the Employer; or  

(c) paid family violence leave for casual employees. 

 Unless otherwise provided for in this Agreement, leave without pay shall not break 
the Employee’s continuity of employment but leave without pay will not count as 
service for leave accrual or other purposes. 

  

69.5 

69.6 

69.7 

69.8 

69.9 

69.10 

70. 

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 Review of Emergency Management Provisions 

 The parties agree to establish a VPS Emergency Management Working Group within 
six months of the Agreement being approved by the Fair Work Commission, to ensure 
the following initiative is progressed over the life of the Agreement.  

 The working group will comprise representatives nominated by the CPSU and the 
Employer. 

 The purpose of the working group will be to establish an agreed set of common 
employment entitlements for Employees performing incident and emergency 
response and fire suppression work (collectively ‘emergency management’) as part 
of or in addition to their usual duties. The working group will be guided by the 
following principles: 

(a) The purpose of a common set of entitlements is to ensure that Employees, 
irrespective of their employing Public service body head, performing the same 
emergency management work will be compensated equally.  

(b) The common set of employment entitlements should, where possible, cover all 
emergency management work within the responsibility of the VPS.  

(c) The common set of employment entitlements, where possible, should be described 
based on the role and location of the work performed and avoid distinctions based 
on the employing Public service body head (i.e. the name of the VPS department or 
agency).  

(d) The common set of employment entitlements, where possible, should be 
appropriately graduated based on the nature of the emergency management work, 
as well as the level of skills, training and risk involved. 

(e) The common set of employment entitlements should be based on the existing 
terms and conditions of employment, set out in the Agreement and its appendices.  

(f) The common set of employment entitlements should be financially sustainable. 

 Only agreed outcomes will be implemented. Where outcomes are agreed, it is the 
intent of the parties to implement these in the next iteration of the Agreement, unless 
agreement can be reached for an earlier implementation date. 

 VPS Emergency Surge Capacity for State, Regional or Incident 
Control Centres 

 Application 

(a) Clause 72 applies to Employees providing support in the State Control Centre 
(SCC), Regional Control Centres (RCC) or Incident Control Centres (ICC) (Control 
Centre) across Victoria as part of the VPS Emergency Surge Workforce (VPS ESW).  

(b) The entitlements in this clause only apply to an Employee when:  

Part 8 Emergency Management 

71. 

71.1 

Tl.2 

71.3 

71.4 

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(i) their Employer has entered into a formal arrangement to participate in the 
VPS ESW; and 

(ii) has the approval of their Employer to participate in the VPS ESW; and 

(iii) is performing emergency related work in a Control Centre in response to a 
declared emergency which is not part of an Employee’s ordinary duties or 
their Employers’ usual business operations and; 

(iv) is trained, skilled and fit for duty to participate in the VPS ESW 

(c) An emergency may be declared at the direction of the Emergency Management 
Commissioner (EMC), State Response Controller (SRC), Regional Response 
Controller or other persons with the responsibility to declare emergencies.  

(d) At all times while an Employee is participating in the VPS ESW, their employing 
department remains unchanged. 

(e) Employees performing emergency management work and who are employed in 
Departments or Agencies with an Agency Specific Appendix which provide 
emergency management provisions that apply to the Employee’s employment, will 
at all times be covered by those provisions when participating in the VPS ESW, 
except if the provisions of this clause are more generous. 

 Definitions 

For the purposes of this clause: 

Activated Stand-by means an Employee has agreed to be available on a Stand-by 
Roster after being activated for emergency work as defined in clause 72.1. 

Activation of Roster means the VPS ESW has been requested to activate into 
emergency response roles. 

Availability Roster means a roster for planning purposes that indicates when an 
individual may be available to perform an Emergency role. There is no expectation for 
immediate recall unless the roster is activated. This does not attract stand-by penalties 
unless the roster is activated and the individual is placed on stand-by. If placed on 
stand-by, the provisions within clause 72.7 will apply. 

Emergency as defined by the Emergency Management Act 2013 (Vic) means an 
emergency due to the actual or imminent occurrence of an event which in any way 
endangers or threatens to endanger the safety or health of any person in Victoria or 
which destroys or damages, or threatens to destroy or damage, any property in Victoria 
or endangers or threatens to endanger the environment or an element of the 
environment in Victoria, including, without limiting the generality of the above: 

(a) an earthquake, flood, wind storm or other natural event; and  

(b) a fire; and 

(c) an explosion; and 

(d) a road accident or any other accident; and  

(e) a plague or an epidemic or contamination; and 

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(f) a warlike act or act of terrorism, whether directed at Victoria or part of Victoria or 
at any other State or Territory of the Commonwealth; and 

(g) a hi-jack, siege or riot; and 

(h) disruption to an essential service. 

Fit for Duty means that an Employee is medically approved to safely perform the 
duties of their Emergency work role. 

Shift Roster means a Shift Work roster worked in accordance with Clause 39 of the 
Agreement. 

Stand-by Roster means individuals on these 7-day, year-round rosters are required to 
be on stand-by for the nominated dates as displayed and must be available for duty 
within 1 hour of the specified time. These rosters attract stand-by penalties in 
accordance with clause 35.5(e) of the Agreement and are generally limited to one 
position per function. 

 Retention of Classification 

An Employee will retain the classification on which they were employed immediately 
prior to the outbreak of an Emergency, provided that the Employer may for the purpose 
and during any period of Emergency work operations specifically assign an Employee to 
another classification for which a higher wage rate is prescribed in which case 
appropriate payment will be made. 

 Normal Hours of Work 

The weekly total of hours paid at ordinary time will not exceed 38 per week to be worked 
in accordance with the normal accrual provisions. 

 Work Period 

The minimum work period, except when on stand-by, callout or required to work 
overtime in accordance with clause 72.7 and 72.15, will be 7.6 hours per day. 

 Availability Roster 

(a) Rostering for the VPS ESW to perform duties in control centres will be consistent 
with the standard approach to rostering emergency response adopted across the 
state. 

(b) Employees will be provided with the opportunity to provide their availability and 
comment on the roster prior to it being finalised. If an Employee commences work 
in control centres after the finalisation of the availability roster, it may be updated 
accordingly. 

(c) Minimum information in the roster is to include: 

(i) Frequency of Employees being rostered (e.g. one week in two), and 

(ii) Commencement and cessation date of roster, and 

(iii) Rostered roles, and 

(iv) Application of the roster (i.e. weekdays, weekends and/or after hours), and 

(v) Whether the roster includes deployment away from the usual place of work. 

72.3 

72.4 

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Victorian Public Service Enterprise Agreement 2020 

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(d) Employees shall be notified of the commencement of the Availability Roster at 
least four weeks in advance. 

(e) Once finalised, the Availability Roster may be amended following consultation and 
agreement with affected Employee/s. 

(f) Once the roster is activated, Employees will be paid all allowances (stand-by 
payment and other) until the cessation date of the roster. 

 Stand-by  

(a) Stand-by will mean all time during which an Employee is required to remain 
available for an immediate recall to work at a control centre. 

(b) An Employee on stand-by will be available either at their workplace, home or at 
such other place as is mutually agreed with the Employer. 

(c) If an Employee is unable to fulfil the stand-by requirement, it is their responsibility 
to notify the relevant roster coordinator. 

(d) Activated Stand-by payment will be calculated as follows: 

Table 24: Stand-by 

Date of effect Per hour 

20 March 2020 $18.85  

1 December 2020 $19.05 

1 September 2021 $19.35 

1 June 2022 $19.60 

1 March 2023 $19.90 

1 December 2023 $20.10 

(e) Stand-by for Employees on Saturdays, Sundays and Public Holidays will mean an 
eight hour period between 10.00am and 10.00pm. If required, stand-by may be 
extended past 10.00pm and paid according to the rate specified in clause 72.7(d). 
Unless notified a minimum of 24 hours prior to stand-by commencing, the default 
stand-by hours will be 10.00am to 6.00pm. 

(f) An Employee who is rostered to stand-by on a Saturday, Sunday or Public Holiday 
will be entitled to 8 hours stand-by payment for each day so rostered. 

(i) The Employee will only be entitled to 4 hours stand-by pay if notified no later 
than by the end of the Employee’s prior working day that standby for that 
Saturday, Sunday and/or Public Holiday has been cancelled. 

(g) An Employee may be placed on stand-by at the cessation of the normal working 
time on any normal weekday. Payment will be made from the normal time of 
cessation of work at the rate as provided in clause 72.7(d). 

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(h) If an Employee is called on to perform VPS ESW duties at a control centre on any 
day that they are on stand-by, the Employee will be paid for all stand-by performed 
on that day which is not paid for under clause 72.15, in addition to their 
entitlements under clause 72.15. 

(i) If being on standby is part of the Employee’s normal Business as Usual role, clause 
35.5(Standby/Recall Allowance) applies. 

 Time recording 

Rostered Employees will record the hours worked in the manner and form determined 
by the Employer. This provision shall not be used to avoid an obligation, if it exists, to 
pay the relevant overtime payments. 

 Meal intervals 

Meal intervals during VPS ESW duties at the control centres will not exceed 30 minutes 
and will be counted as time worked. 

 Provision of Meals 

(a)  When performing emergency work, the Employer will provide the usual 3 meals 
per day, provided that where an Employee is required to work at night the 
Employer will provide suitable provisions at reasonable intervals. All food 
supplied by the Employer will be free of charge. 

(b) The Employer will make every reasonable effort to provide meals to those 
deployed at an emergency. In those cases where a meal is not provided for a 
planned meal break, a meal will be provided after the completion of the shift.  

 Monday to Friday payment 

(a) All time worked while performing VPS ESW duties at Control Centres on any 
Monday to Friday (including time worked prior to Emergency work) will be paid 
for at the rate of ordinary time for the first 7.6 hours and at the rate of time and 
one half for the next 2 hours and at the rate of double time thereafter.  

(b) The wage rate will revert to ordinary time when the Employee has received a rest 
period of 10 hours. 

(c) If a work period extends beyond midnight and penalty rates are being paid, such 
penalty rates will continue until the end of the work period. 

 Saturday work 

All time worked while performing VPS ESW duties at a Control Centre by an Employee 
on a Saturday will be paid for at the rate of time and one half for the first two hours and 
at double time thereafter, except if clause 72.11(c) applies. 

 Sunday and public holiday work 

All time worked while performing VPS ESW duties at a Control Centre by an Employee 
on a Sunday will be paid for at double the ordinary prescribed rate and for all time 
worked on a Public Holiday at two and one half times the ordinary prescribed rate. 

72.8 

72.9 

72.10 

72.l 1 

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Victorian Public Service Enterprise Agreement 2020 

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 Payment of Overtime Ceiling 

(a) An Employee who is in receipt of salary up to and including Grade 6 is eligible to 
receive payment for overtime and stand-by in respect to VPS ESW duties at a 
Control Centre. Payment for overtime worked will be subject to the maximum 
payment, based on the hourly rate of the annual salary of the lowest pay point 
within Grade 4. 

(b) If an Employee’s ordinary-time hourly-rate is greater than the maximum hourly 
rate provided for in the table above, the Employee is entitled to receive their 
ordinary-time hourly-rate for overtime worked. 

 Callout/Recall 

(a) An Employee recalled to perform VPS ESW duties at a Control Centre will be paid 
for a minimum 4 hours at the appropriate penalty rate each time they are so 
recalled.  

(b) If work continues for more than this initial 4 hour period, the Employee will be 
paid for the actual time worked, at appropriate penalty rates. 

(c) If an Employee is recalled to perform VPS ESW duties at a Control Centre within 4 
hours of ceasing a previous work period, then the total work period prior to re-
commencement of work on the recall will be taken into account when calculating 
the hours of duty for the day and also be used for the purposes of calculating a 16 
hour work period. 

 Rest Period 

(a) For any VPS ESW shift at a control centre of up to 16 hours in length, an Employee 
will receive a minimum rest period of at least 10 continuous hours between one 
period of duty and the commencement of the next. 

(b) In critical emergency circumstances, an Employee must not commence a new work 
period without having had 10 continuous hours off duty unless directed by the 
Employer. 

(c) If an Employee is directed by the Employer to commence a new VPS ESW period 
of duties at a control centre and the Employee has not receive a continuous 10 hour 
rest period since completing one period of duty and the commencement of the 
next, the Employee will be paid at the rate of double time for the whole of that next 
period of work, until they are released from duty at the conclusion of that work 
period. 

(d) For any VPS ESW shift at a Control Centre between 16 and 24 hours in length, a 
minimum continuous rest period of 12 hours is required before commencing the 
next period of duty. 

(e) For any VPS ESW shift at a Control Centre exceeding 24 hours in length, a minimum 
continuous rest period of 22 hours is required between successive work periods. 
The following shift cannot commence before 0700 hours the next day, to allow one 
full night of sleep. 

(f) If the Emergency arrangements require an Employee to have a continuous rest 
period of greater than 16 hours and the Employee cannot work, the entirety of 
their ordinary weekly hours will still be paid to the Employee (even though the 

72.14 

72.15 

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Employee has worked less than 38 ordinary hours in any Monday to Friday work 
period as a result of observing the break.  

(g) Emergency arrangements will be, as far as possible, organised such that rest 
breaks greater than 16 hours between shifts do not occur more than once in any 
Monday to Friday period. 

(h) Where an Employee, who is scheduled for a rest break but for operational reasons 
is required to remain in an Emergency base camp or other accommodation on a 
Saturday and/or Sunday, the Employee will be paid for a minimum of 7.6 hours for 
each day they remain in the base camp at the appropriate weekend rates. 

(i) An Employee can request a longer rest period before commencing their following 
period of duty, having reference to the applicable Fatigue Management Policy and 
the health and safety of the Employee, which the Employer will not unreasonably 
refuse. 

 Resumption of normal duties 

(a) An Employee must not commence normal duties without having had 10 
continuous hours off duty unless directed by the Employer. 

(b) Each Employee who has been engaged in VPS ESW duties at a Control Centre will 
have a clear break of 10 hours, on the cessation of such work and prior to the 
resumption of normal duties, without loss of pay for recognised (Business As 
Usual) working time occurring during such break. 

(i) Provided that an Employee who has been accommodated for at least 3 nights 
will be entitled to a clear break of 12 hours. 

(ii) This provision will not apply with respect to any VPS ESW duties performed 
at a Control Centre commenced and completed between the hours of 7.00am 
and 5.00pm on the same day. 

(c) Prior to returning to normal duties after working for 1 or more consecutive nights, 
a minimum rest period of 1 full day is required. 

(d) The provisions of this clause cease to apply when, as determined by the Employer, 
Emergency work becomes of a routine nature and no longer meets the definition 
of Emergency work. In such instances, conditions relevant to business as usual will 
apply. 

 Emergency role payments 

Emergency role payments are provided to Employees who make themselves available 
for emergency role activation and meet the eligibility criteria as specified.    

(a) The following table applies to Employees who are trained and/or accredited to 
perform the following Emergency work roles specifically and not as a part of other 
Emergency management roles.  

(b) Functional Officer Roles refers to Unit Leaders and Functional Member Roles to 
individuals who are endorsed as unsupervised unit members.  See table below: 

Table 25: Emergency Role Payments 

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Functional Officer Roles Functional Member Roles 

EMV Duty Officer 

EMC Executive Officer 

SCC Room Manager (Tier 2 & 3) 

State Relief & Recovery Manager 

State Consequence Manager 

Functional Unit Leaders 

Executive Strategic Communications 

Functional Unit Members 
(unsupervised) 

Shift Planning 

Executive Support  

Strategic Communications 

(c) Annual Payment amounts: 

Table 26: Annual Payment amounts 

Roles Officer Roles Member Roles 

20 March 2020 $4,042 $2,583 

20 March 2021 $4,123 $2,634 

20 March 2022 $4,206 $2,687 

20 March 2023 $4,290 $2,741 

(d) Payment will be made to current Employees as a lump sum upon verification in 
June of each year of their training currency, attendance at annual updates and 
availability to be deployed during that financial year. 

(e) For clarification, to be deemed available, an Employee must be able to be deployed 
to fulfill an Emergency readiness and response role on request for a minimum of 
25 days per financial year, to be calculated pro-rata for Part-Time Employees. A 
day may comprise any combination of the following:  

(i) Eight (8) hours of standby (including Duty Officer standby); or 

(ii) Deployment to an emergency, including activation to a Control Centre, 
within the State of Victoria (including travel days); or 

(iii) Deployment to an emergency outside of the State of Victoria (including 
travel days and mandated rest days); or 

(iv) Deployment (of not less than 4 hours) to a readiness event, an exercise or 
attendance at a briefing or training activity that is a mandatory requirement 
for an Employee’s Emergency role. Employees accredited in more than one 
role will only receive payment for the highest role. 

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(a) A rest period of 2 full days (a minimum of 48 hours) is required between 
deployments comprising 7 consecutive days (including travel time) or comprising 
4 consecutive nights (plus 2 days travel time). 

(b) Prior to returning to normal duties, where there has been a combination of normal 
duties and emergency duties of: 

(i) 7 consecutive days or more, but less than 10 days – a rest period of 1 full day 
(24 hours) is required as a minimum; or 

(ii) 10 consecutive days or more – a rest period of 2 full days (48 hours) is 
required as a minimum.   

(c) Where these days fall on a Saturday or a Sunday no additional payment will be 
made, nor will additional time off be provided  

(d) Where these days fall on a Monday to Friday inclusive (excluding Public Holidays), 
the Employee will receive payment for these days. 

(e) Where these days fall on a Public Holiday, the Employee will not receive additional 
time off but will receive a normal day’s pay for the Public Holiday. 

(f) Where an Employee travels for 2 hours or less from an alternative workplace to 
their usual workplace at the conclusion of a deployment, the day of travel will be 
considered a day’s break in accordance with sub-clauses 72.19(b)(i)) and 
72.19(b)(ii) above. 

(g) Where the EMV Fatigue Management Policy and this Policy differ, the EMV Fatigue 
Management Policy will prevail over this Policy to the extent of any inconsistency. 

 Travelling Time 

(a) All time spent by an Employee in proceeding to and from an emergency location 
(other than at or in close proximity to the Employee’s usual place of work) will be 
regarded as time worked at the direction of the Employer.  

(b) This clause 72.20 does not apply to International deployments (with the 
exception of New Zealand). 

 Overseas and Interstate Travel 

Where an Employee travels interstate or overseas for emergency work (deployment) 
purposes, the Employer will provide the Employee with a reasonable allowance prior to 
travel and reimburse any additional expenses relating to the trip on return. Costs will 
include accommodation, meals and other incidental expenses associated with the trip. 
As far as is reasonably practicable, when entering Agreements with international host 
jurisdictions, the Employer will require the standard of accommodation and meals to be 
equivalent to those associated with travel within Australia. 

 Footwear and clothing 

All Employees engaged in emergency duties will be issued with appropriate safety 
clothing, footwear and equipment and will be required to maintain and wear such items 
as appropriate. 

 

 

72.20 

72.21 

72.22 








Victorian Public Service Enterprise Agreement 2020 

143 

 

 

 

  








Victorian Public Service Enterprise Agreement 2020 

144 

 

 

 

 Accident Make-Up Pay 

 Where an Employee is absent from duty as a result of sustaining an injury in respect 
of which the Employee is entitled to weekly payments of compensation under the 
Workplace Injury Rehabilitation and Compensation Act 2013 (Vic), the Employee will, 
except where otherwise provided in clause 73.2 below, be entitled to accident 
make-up pay equivalent to their normal Salary less the amount of weekly 
compensation payments. 

 An exception to clause 73.1 is an Employee classified as a Ministerial Transport 
Officers who will be entitled to accident make-up pay equivalent to their normal 
Salary and the commuted overtime allowance, less the amount of weekly 
compensation payments. 

 Payment – maximum entitlement 

(a) The Employer will continue to provide accident make-up pay to the Employee for 
either a continuous period of 52 weeks, or an aggregate period of 261 working 
days, or an aggregate of 1984 hours (2088 hours for Employees whose ordinary 
hours of duty average 80 hours per fortnight), unless employment ceases. 

(b) An entitlement to accident make-up pay will cease when the Employee has been 
absent from work for either a continuous period of 52 weeks, or an aggregate 
period of 261 working days, or an aggregate of 1984 hours (2088 hours for 
Employees whose ordinary hours of duty average 80 hours per fortnight) or when 
employment ceases or when the benefits payable under the Workplace Injury 
Rehabilitation and Compensation Act 2013 (Vic)cease. 

(c) The Employer may grant the Employee leave without pay where an entitlement to 
accident make-up pay has ended. 

 For the avoidance of doubt, an Employee may, with the Employer’s consent, take 
annual leave, long service leave or substitute leave (in accordance with clause 44.4) 
whilst receiving accident make up pay. 

 For an injury prior to the proclamation of the Workplace Injury Rehabilitation and 
Compensation Act 2013, a reference to that Act shall be deemed to be a reference to 
the Accident Compensation Act 1985 (Vic). 

 Occupational Health and Safety and Rehabilitation 

 Objectives 

(a) This Agreement acknowledges and supports the rights of Employees to work in an 
environment, which is, so far as is practicable, safe and without risks to health. The 
Parties are committed to the promotion of a joint and united approach to 
consultation and resolution of Occupational Health and Safety (OH&S) issues. 

(b) The Agreement commits the Parties to improving health and safety with a view to 
improving workplace efficiency and productivity. This will be accomplished 
through the ongoing development, in consultation with Employees and their 

Part 9 Occupational Health and Safety 

73. 

73.1 

73.2 

73.3 

73.4 

73.5 

74. 

74.1 








Victorian Public Service Enterprise Agreement 2020 

145 

 

 

health and safety representatives, of management systems and procedures 
designed to, so far as is practicable to: 

(i) identify, assess and control workplace hazards; and 

(ii) reduce the incidence and cost of occupational injury and illness; and 

(iii) identify and appropriately manage work and work practices which impact 
on OH&S; and 

(iv) provide a rehabilitation system for Employees affected by occupational 
injury or illness; and 

(v) consider the impact of changes to work practices and staffing on 
occupational health and safety, and 

(vi) ensure that health and safety representatives can exercise their powers to 
the extent provided for in the Occupational Health and Safety Act 2004 (Vic) 
and the Occupational Health and Safety Regulations 2017. 

(c) OH&S statutory requirements, including regulations and codes of practice/ 
compliance codes are minimum standards and will be improved upon where 
practicable. 

 OH&S consultation 

(a) Consultative mechanisms appropriate to each Agency will be established to 
address OH&S issues. Such mechanisms will be: 

(i) in accordance with the Victorian Occupational Health and Safety Act 2004 
(Vic); and 

(ii) established in consultation with Employees and their health and safety 
representatives; and 

(iii) consistent with the Employer’s agreed issue resolution procedures and the 
rights and functions of health and safety representatives, consistent with the 
Occupational Health and Safety Act 2004 (Vic). 

(b) Where an OH&S committee is established at least half the members shall be 
Employees, including health and safety representatives. 

(c) The OH&S committee must operate within the requirements of the Occupational 
Health and Safety Act 2004 (Vic). 

(d) A CPSU Workplace representative may attend local OH&S committee meetings (by 
giving notice) from time to time. 

 OH&S training 

(a) Workplace training programs, including induction and on-the-job training will 
outline relevant details of OH&S policies and procedures. 

(b) The contents of OH&S training programs will outline the OH&S roles and 
responsibilities of Employees, managers and supervisors, OH&S policies and 
procedures, particular hazards associated with their workplaces, control 
measures applicable to each hazard, and how to utilise OH&S systems to identify 
hazards and instigate preventative action. 

74.2 

74.3 








Victorian Public Service Enterprise Agreement 2020 

146 

 

 

 Designated Work Groups 

(a) In each Agency the parties at the local level will review the Designated Work 
Groups (DWGs), and negotiate revised DWGs where appropriate through 
workplace Union/management consultative structures. 

(b) The parties at the central level will establish instructions for the conduct of the 
reviews of DWGs at the local level. 

(c) Unions will be notified of vacancies for health and safety representatives in DWGs 
where the majority of DWG Employees are eligible to be members of a Union. 

(d) Each elected health and safety representative will be provided with reasonable 
access to facilities such as email, telephone, fax, office and computer access, where 
available. An Employee will be granted reasonable time release or paid time 
(including time in lieu) to attend to their functions as a health and safety 
representative, including but not limited to regularly inspecting workplaces (as 
defined by their DWG), consulting with Employees in their DWGs, OH&S 
representatives and other persons involved in the organising of Employees’ health, 
safety and welfare. 

(e) The Employer will post and maintain current in each workplace the names and 
relevant contact details, including email where available, of elected health and 
safety representatives for identified DWGs. Such circular shall be required to be 
posted on a notice board for the regular attention of all Employees working in the 
workplace. 

(f) To monitor the maintenance of effective OH&S structures and training delivery the 
parties will jointly establish a central register or local registers of DWG’s and their 
health and safety representatives. The register will be maintained by the Employer 
from information provided on a quarterly basis from each region/workplace. 

(g) Information from the updated register(s) will be provided periodically (quarterly) 
in electronic format to a Union. The information provided will be in accordance 
with the Privacy and Data Protection Act 2014 (Vic). Where possible, this 
information will include: 

(i) a description, including the location, of each DWG within each Agency; and 

(ii) the name of each elected health and safety representative, their workplace 
contact details and email address; and 

(iii) the date the health and safety representative was elected; and 

(iv) a description of the training the health and safety representative has 
attended and the date of attendance; and 

(v) the name and contact details of the nominated management representative 
responsible for each DWG; and 

(vi) details of the structure of OH&S committees, their meeting frequency and 
the name and contact details of the committee convener. 

 Bullying and violence at work 

(a) The Parties to this Agreement are committed to working together to reduce 
bullying and occupational assault so far as is practicable in the workplace.  

74.4 

74.5 








Victorian Public Service Enterprise Agreement 2020 

147 

 

 

(b) Over the life of the agreement, the Parties commit to work towards a consistent, 
service wide approach to prevent and manage negative workplace behaviour, 
including by: 

(i) continuing and finalising the drafting of a common bullying policy to be 
implemented across the VPS. 

(ii) ensuring employee awareness of expected standards of behaviour, 
employee duties in respect of occupational health and safety and of what 
constitutes and how to prevent and address negative workplace behaviour; 

(iii) ensuring supervisor and manager capability to prevent and manage negative 
workplace behaviour; 

(iv) ensuring consistent, best practice processes for managing negative 
behaviour in accordance with clause 25 processes. 

 Employee support and debriefing 

(a) The Employer will provide support and debriefing to Employees who have directly 
or vicariously experienced a “critical incident” during the course of the work that 
results in personal distress or psychological trauma. The Employer is committed 
to assisting the recovery of Employees experiencing distress or trauma following 
a critical incident with the aim of returning Employees to their pre-incident level 
of functioning as soon as possible. 

(b) A critical incident is defined as an event outside the range of usual human 
experience which has the potential to easily overcome a person's normal ability to 
cope with stress. It may produce a negative psychological response in an Employee 
who was involved in or witnessed, or otherwise deals with and/or is exposed 
through their course of their duties to the details of such an incident. 

(c) Critical incidents in the workplace environment include, but are not limited to: 

(i) aggravated assaults; or 

(ii) robbery; or 

(iii) suicide or attempted suicide; or 

(iv) murder; or 

(v) sudden or unexpected death; or 

(vi) hostage or siege situations; or 

(vii) discharge of firearms; or 

(viii) vehicle accidents involving injury and/or substantial property damage; or 

(ix) acts of self-harm by persons in the care of others; or 

(x) industrial accidents involving serious injury or fatality; or 

(xi) accounts of sexual violence; or 

(xii) accounts of child abuse and domestic violence; or 

(xiii) any other serious accidents or incidents. 

74.6 








Victorian Public Service Enterprise Agreement 2020 

148 

 

 

 Industrial Relations/Occupational Health and Safety Training 

 In order to encourage co-operative workplace relations and facilitate the operation of 
this Agreement, an Employee who has been nominated by a Union and has been 
accepted by a training provider to attend a designated trade union training course 
may be granted up to five days leave on full pay in any one calendar year, so long as 
the granting of such leave does not unduly effect the operations of the Agency in which 
the Employee is employed. 

 The Employee may be granted the leave specified in clause 75.1 where the Employer 
is satisfied that the course of training is likely to contribute to a better understanding 
of industrial relations, occupational health and safety, safe work practices, knowledge 
of award and other industrial entitlements and the upgrading of Employee skills in all 
aspects of trade union functions. 

 An Employee may be granted paid leave under this clause in excess of five days and 
up to ten days in any one calendar year subject to the total leave taken in that calendar 
year and in the subsequent calendar year not exceeding ten days. 

 An Employee, upon election as a health and safety representative, shall be granted up 
to five days’ paid leave, as soon as practicable after election, to undertake an 
appropriate introductory health and safety representative’s course from a training 
organisation of their choice that is approved by the Victorian WorkCover Authority, 
having regard to course places and the Employer's operations. The Employer shall 
meet any reasonable costs incurred. Leave under this clause 75.4 must only be 
granted to an Employee on one occasion and is additional to any other leave granted 
under this clause. 

 Additional paid leave may be approved for health and safety representatives to attend 
training approved by the Victorian WorkCover Authority under the Occupational 
Health and Safety Act 2004 (Vic), which is relevant to the functions of the DWG. 

 Facilities, Equipment and Accommodation – General 

 The Employer shall provide Employees with all such instruments, equipment, tools, 
stationery and furniture as may be reasonably necessary for carrying out their work 
except as otherwise agreed between the Parties to this Agreement. 

 The Employer shall provide, in readily accessible locations, first aid equipment 
adequate for the nature of the Employee’s duties. 

 Agreement Compliance and Union Related Matters 

 Protection 

(a) An Employee shall not be dismissed or injured in their employment or have their 
employment altered to their prejudice, or be threatened with prejudicial or 
injurious treatment or with dismissal by reason of their status as an Accredited 
Representative of a Union, engagement in lawful activities as an authorised 
representative of a Union or on the basis of their membership of a Union or 
participation in lawful Union activities, provided that where any such activities are 
undertaken during working hours, the Employee’s release has been approved. 
Approval will not be unreasonably withheld. 

75. 

75.1 

75.2 

75.3 

75.4 

75.5 

76. 

76.1 

76.2 

77. 

77.1 








Victorian Public Service Enterprise Agreement 2020 

149 

 

 

(b) The Employer shall not injure a person in their employment, or alter the terms or 
conditions of employment of a person to their prejudice on the basis of their 
membership of or participation in the lawful activities of a Union, provided that 
where any such activities are undertaken during working hours, the Employee’s 
release has been approved. Approval will not be unreasonably withheld. 

 Facilities 

(a) An Accredited Representative of a Union shall be released by the Employer from 
normal duties for such periods of time as may be reasonably necessary to enable 
them to carry out their representative functions including, but not limited to, 
investigating any alleged breach of this Agreement, endeavouring to resolve any 
dispute arising out of the operation of this Agreement, participating in any 
bargaining, conciliation or arbitration process conducted under the provisions of 
the FW Act. Such release must not unduly affect the operations of the Agency in 
which the Employee is employed. 

(b) Members of a Union shall be permitted by the Employer to post written material 
authorised by a Union in a place within the workplace to which members of that 
Union have convenient access, and to distribute such written material by 
appropriate means to Union members. 

(c) Employees will be allowed reasonable access to electronic communication devices 
to facilitate communication between Employees and/or the Union, provided that 
such communication is not offensive or improper. 

 Employee Representation on CPSU SPSF Victorian Branch Council 

(a) Employees who are CPSU SPSF Victorian Branch Council members nominated by 
the Branch Secretary of the CPSU will be entitled to a half day per month to attend 
Branch Council meetings. Time release will include reasonable time to travel to the 
meetings. 

(b) Additional paid leave will be granted to Employees who are CPSU SPSF Victorian 
Branch Council members nominated by the Branch Secretary to attend: 

(i) Federal Executive and Federal Council meetings of the CPSU; and 

(ii) the Australian Council of Trade Unions’ triennial conference. 

(c) On application, the Employer shall grant leave without pay to an Employee for the 
purposes of secondment to work for a Union. 

 Right of Entry 

 For the purposes of ensuring compliance with this Agreement and the FW Act, an 
official of a Union who has been issued with an entry permit by the FWC pursuant to 
section 512 of the FW Act will be permitted access to the workplace provided they 
comply with the provisions set out in Part 3-4 of the FW Act. 

 A permit holder may only enter the workplace for the purposes permitted by and in 
compliance with the provisions of Part 3-4 of the FW Act. 

 Subject to clauses 78.1 and 78.2 a permit holder may enter the premises and shall 
adhere to the principles that they must not intentionally hinder or obstruct any 
person, or otherwise act in an improper manner.

77.2 

77.3 

78. 

78.1 

78.2 

78.3 








Victorian Public Service Enterprise Agreement 2020 
Schedule A 

150 

 

 

 Redeployment 

The redeployment policy will be based on the following principles: 

1. The redeployment of surplus Employees wherever practical and consistent with the 
application of merit; 

2. Surplus Employees have priority to be placed in vacancies that occur within the VPS, 
unless the surplus Employee is determined to be unsuitable for appointment to that 
vacancy by the prospective employing Agency; 

3. The placement of surplus Employees be managed at Agency level, the redeploying Agency 
to provide individualised case management and support, including counselling, provision 
of job search skills, liaison and retraining to assist in achieving placements; 

4. Processes to be consistent with the application of the principles of fair and reasonable 
treatment and merit selection; 

5. Surplus Employees to have access to departure packages only after a reasonable period; 

6. Retrenchment and payment of a separation package to be used as an action of last resort 
where redeployment within a reasonable period does not appear likely; 

7. Where a vacancy exists for which a redeployee is suitable and is the only candidate or the 
best candidate amongst redeployees, a valid offer will be made. A valid offer involves an 
offer of duties to a suitably qualified Employee (which may be at the same or different 
level or status or the same or different general location as the Employee’s previous 
employment); 

8. Redeployees will have priority access to vacancies both at the Employee’s classification 
level and below their classification level and, where appropriate, will be provided with 
salary maintenance;  

9. Relinquishing Agencies will provide support to redeployees being placed in alternative 
positions utilising high quality and professional expertise; and 

10. Redeployees will actively engage in the redeployment process.

Schedule A 








Victorian Public Service Enterprise Agreement 2020 
Schedule B – Supported Wage System 

 

151 

 

 

 Supported Wage System 

 Supported Wage System 

 This schedule deals with the calculation of minimum rates of pay which will apply to 
Employees who because of the effects of a disability are eligible for a supported wage 
under the terms of this Agreement. In the context of this clause, the following definitions 
will apply: 

(a) Supported wage system means the commonwealth government system to 
promote employment for people who cannot work at full award wages because of 
a disability, as documented in the Supported Wage System (SWS) Handbook. 

(b) Approved assessor means a person accredited by the management unit 
established by the commonwealth under the supported wage system to perform 
assessments of an individual's productive capacity within the supported wage 
system. 

(c) Disability support pension means the commonwealth pension scheme to 
provide income security for persons with a disability as provided under the Social 
Security Act 1991(Cth) or any successor to that scheme. 

(d) Assessment instrument means the tool provided for under the supported wage 
system that records the assessment of the productive capacity of the person to be 
employed under the supported wage system. 

(e) SWS wage assessment agreement means the document in the form required by 
the Department of Social Services that records the employee’s productive capacity 
and agreed wage rate 

 Eligibility criteria 

(a) Employees covered by this clause will be those who are unable to perform the 
range of duties to the competence level required within the class of work for which 
the Employee is engaged under this Agreement, because of the effects of a 
disability on their productive capacity and who meet the impairment criteria for 
receipt of a disability support pension. 

(b) This clause does not apply to any existing Employee who has a claim against the 
Employer which is subject to the provisions of accident compensation legislation 
or any provision of this Agreement relating to the rehabilitation of Employees who 
are injured in the course of their employment. 

(c) This clause does not apply to the Employer in respect of their facility, programme, 
undertaking, service or the like which receives funding under the Disability 
Services Act 1986 (Cth) and fulfils the dual role of service provider and sheltered 
Employer to people with disabilities who are in receipt of or are eligible for a 
disability support pension, except with respect to an organisation which has 
received recognition under s.10 or under s.12a of the Disability Services Act 1986 
(Cth), or if a part only has received recognition, that part. 

Schedule B 

I . 

l .1 

1.2 








Victorian Public Service Enterprise Agreement 2020 
Schedule B – Supported Wage System 

 

152 

 

 

 Supported wage rates 

(a) Supported wage rates must be calculated as a percentage of the minimum rate of 
pay prescribed by this Agreement for the class of work the person is performing 
according to the following table: 

Assessed capacity 
Percentage of prescribed 
Agreement rate 

10%* 10% 

20% 20% 

30% 30% 

40% 40% 

50% 50% 

60% 60% 

70% 70% 

80% 80% 

90% 90% 

(b) Provided that the minimum amount payable to an Employee is not less than $89.00 
per week effective 1 July 2020. This rate will be adjusted by the movement in the 
Special national minimum wage 2 as determined by the annual National Minimum 
Wage Order. 

(c) *Where a person’s assessed capacity is 10 per cent, they shall receive a high degree 
of assistance and support. 

 Assessment of capacity 

(a) For the purpose of establishing the applicable percentage of the Agreement rate to 
be paid to an Employee under this Agreement, the productive capacity of the 
Employee will be assessed in accordance with the supported wage system by an 
approved assessor, having consulted with the Employer and Employee, and if the 
Employee so desires, a union which the Employee is eligible to join. 

(b) All assessments made under this schedule must be documented in a SWS wage 
assessment agreement, and retained by the Employer as a time and wages record 
in accordance with the Act.  

 Lodgement of assessment instrument 

(a) All SWS wage assessment agreements under this Schedule, including the 
applicable percentage of the Agreement Salary to be paid to the Employee, must 
be lodged by the Employer with FWC. 

(b) All SWS wage assessment agreements must be agreed and signed by the Employee 
and Employer parties to the assessment. 

 Review of assessment 

1.3 

1.4 

1.5 

1.6 








Victorian Public Service Enterprise Agreement 2020 
Schedule B – Supported Wage System 

 

153 

 

 

The assessment of the applicable percentage should be subject to annual review or more 
frequent review on the basis of a reasonable request for such a review. The process of 
review must be in accordance with the procedures for assessing capacity under the 
supported wage system. 

 Other terms and conditions of employment 

Where an assessment has been made, the applicable percentage shall apply to the salary 
rate only. Employees covered by the provisions of the clause will be entitled to the same 
terms and conditions of employment as all other Employees covered by this Agreement 
paid on a pro rata basis. 

 Workplace adjustment 

If the Employer wishes to employ a person under the provisions of this clause they must 
take reasonable steps to make changes in the workplace to enhance the Employee's 
capacity to do the job. Changes may involve re-design of job duties, working time 
arrangements and work organisation in consultation with other Employees in the area. 

 Trial period 

(a) In order for an adequate assessment of the Employee's capacity to be made, the 
Employer may employ a person under the provisions of this clause for a trial 
period not exceeding twelve weeks, except that in some cases additional work 
adjustment time (not exceeding four weeks) may be needed. 

(b) During that trial period the assessment of the Employee’s capacity will be 
undertaken and the applicable percentage of the Agreement rate for a continuing 
employment relationship shall be determined. 

(c) The minimum amount payable to the Employee during the trial period shall be no 
less than $87 per week effective 1 July 2019. The rate will be adjusted by the 
movement in the Special national minimum wage 2 as determined by the annual 
National Minimum Wage Order. 

(d) Work trials should include induction or training as appropriate to the job being 
trialled. 

(e) Where the Employer and Employee wish to establish a continuing employment 
relationship following the completion of the trial period, a further contract of 
employment shall be entered into based on the outcome of assessment under 
clause 1.4 hereof. 

1.7 

l.8 

l.9 








Victorian Public Service Enterprise Agreement 2020 
Schedule C – VPS Salaries and Classification and Value Range Descriptors 

 

154 

 

 

 VPS Salaries and Classification and Value Range 
Descriptors  

 VPS Salaries 

Effective 20 March 2020 

  
Grade Value Range 

Salary Ranges 
Progression amounts 

Min. Max. 

V
P

S 
O

ff
ic

er
 

1 1.1 $48,623 $51,616 

1.1.1 $48,623 

1.1.2 $49,619 

1.1.3 $50,617 

1.1.4 $51,616 

2 

2.1 $53,280 $60,851 

2.1.1 $53,280 

2.1.2 $54,362 

2.1.3 $55,443 

2.1.4 $56,527 

2.1.5 $57,605 

2.1.6 $58,689 

2.1.7 $59,770 

2.1.8 $60,851 

2.2 $61,931 $68,421 

2.2.1 $61,931 

2.2.2 $63,013 

2.2.3 $64,094 

2.2.4 $65,177 

2.2.5 $66,256 

2.2.6 $67,340 

2.2.7 $68,421 

3 

3.1 $69,917 $77,407 

3.1.1 $69,917 

3.1.2 $71,416 

3.1.3 $72,915 

3.1.4 $74,412 

3.1.5 $75,907 

3.1.6 $77,407 

3.2 $78,903 $84,895 

3.2.1 $78,903 

3.2.2 $80,403 

3.2.3 $81,900 

3.2.4 $83,395 

3.2.5 $84,895 

4 4.1 $86,558 $98,210 

4.1.1 $86,558 

4.1.2 $88,502 

4.1.3 $90,443 

4.1.4 $92,381 

4.1.5 $94,327 

4.1.6 $96,268 

4.1.7 $98,210 

5 5.1 $99,872 $110,355  $2,994 

Schedu e C 

1. 








Victorian Public Service Enterprise Agreement 2020 
Schedule C – VPS Salaries and Classification and Value Range Descriptors 

 

155 

 

 

Se
n

io
r 

O
ff

ic
er

 5.2 $110,357 $120,838 

6 
6.1 $122,502 $143,219  $3,780 
6.2 $143,220 $163,934 

Se
n

io
r 

T
ec

h
n

ic
al

 
Sp

ec
ia

li
st

 

7 

7.1 $166,390 $186,355 
 $6,209 7.2 $186,359 $206,325 

7.3 $206,325 $226,292 








Victorian Public Service Enterprise Agreement 2020 
Schedule C – VPS Salaries and Classification and Value Range Descriptors 

 

156 

 

 

Effective 1 December 2020 

 Grade 
Value 
Range 

Salary Ranges 
Progression amounts 

Min. Max. 
V

P
S 

O
ff

ic
er

 

1 1.1 $49,231 $52,261 

1.1.1 $49,231 

1.1.2 $50,239 

1.1.3 $51,250 

1.1.4 $52,261 

2 

2.1 $53,946 $61,612 

2.1.1 $53,946 

2.1.2 $55,042 

2.1.3 $56,136 

2.1.4 $57,234 

2.1.5 $58,325 

2.1.6 $59,423 

2.1.7 $60,517 

2.1.8 $61,612 

2.2 $62,705 $69,276 

2.2.1 $62,705 

2.2.2 $63,801 

2.2.3 $64,895 

2.2.4 $65,992 

2.2.5 $67,084 

2.2.6 $68,182 

2.2.7 $69,276 

3 

3.1 $70,791 $78,375 

3.1.1 $70,791 

3.1.2 $72,309 

3.1.3 $73,826 

3.1.4 $75,342 

3.1.5 $76,856 

3.1.6 $78,375 

3.2 $79,889 $85,956 

3.2.1 $79,889 

3.2.2 $81,408 

3.2.3 $82,924 

3.2.4 $84,437 

3.2.5 $85,956 

4 4.1 $87,640 $99,438 

4.1.1 $87,640 

4.1.2 $89,608 

4.1.3 $91,574 

4.1.4 $93,536 

4.1.5 $95,506 

4.1.6 $97,471 

4.1.7 $99,438 

Se
n

io
r 

O
ff

ic
er

 

5 
5.1 $101,120 $111,734  $3,031 
5.2 $111,736 $122,348 

6 
6.1 $124,033 $145,009  $3,827 
6.2 $145,010 $165,983 

Se
n

io
r 

T
ec

h
n

ic
al

 
Sp

ec
ia

li
st

 

7 

7.1 $168,470 $188,684 
 $6,287 7.2 $188,688 $208,904 

7.3 $208,904 $229,121 








Victorian Public Service Enterprise Agreement 2020 
Schedule C – VPS Salaries and Classification and Value Range Descriptors 

 

157 

 

 

Effective 1 September 2021 

 Grade 
Value 
Range 

Salary Ranges 
Progression amounts 

Min. Max. 
V

P
S 

O
ff

ic
er

 

1 1.1 $49,969 $53,045 

1.1.1 $49,969 

1.1.2 $50,993 

1.1.3 $52,019 

1.1.4 $53,045 

2 

2.1 $54,755 $62,536 

2.1.1 $54,755 

2.1.2 $55,868 

2.1.3 $56,978 

2.1.4 $58,093 

2.1.5 $59,200 

2.1.6 $60,314 

2.1.7 $61,425 

2.1.8 $62,536 

2.2 $63,646 $70,315 

2.2.1 $63,646 

2.2.2 $64,758 

2.2.3 $65,868 

2.2.4 $66,982 

2.2.5 $68,090 

2.2.6 $69,205 

2.2.7 $70,315 

3 

3.1 $71,853 $79,551 

3.1.1 $71,853 

3.1.2 $73,394 

3.1.3 $74,933 

3.1.4 $76,472 

3.1.5 $78,009 

3.1.6 $79,551 

3.2 $81,087 $87,245 

3.2.1 $81,087 

3.2.2 $82,629 

3.2.3 $84,168 

3.2.4 $85,704 

3.2.5 $87,245 

4 4.1 $88,955 $100,930 

4.1.1 $88,955 

4.1.2 $90,952 

4.1.3 $92,948 

4.1.4 $94,939 

4.1.5 $96,939 

4.1.6 $98,933 

4.1.7 $100,930 

Se
n

io
r 

O
ff

ic
er

 

5 
5.1 $102,637 $113,410  $3,076 
5.2 $113,412 $124,183 

6 
6.1 $125,893 $147,184  $3,884 
6.2 $147,185 $168,473 

Se
n

io
r 

T
ec

h
n

ic
al

 
Sp

ec
ia

li
st

 

7 

7.1 $170,997 $191,514 
 $6,381 7.2 $191,518 $212,038 

7.3 $212,038 $232,558 








Victorian Public Service Enterprise Agreement 2020 
Schedule C – VPS Salaries and Classification and Value Range Descriptors 

 

158 

 

 

Effective 1 June 2022 

 Grade 
Value 
Range 

Salary Ranges 
Progression amounts 

Min. Max. 
V

P
S 

O
ff

ic
er

 

1 1.1 $50,594 $53,708 

1.1.1 $50,594 

1.1.2 $51,630 

1.1.3 $52,669 

1.1.4 $53,708 

2 

2.1 $55,439 $63,318 

2.1.1 $55,439 

2.1.2 $56,566 

2.1.3 $57,690 

2.1.4 $58,819 

2.1.5 $59,940 

2.1.6 $61,068 

2.1.7 $62,193 

2.1.8 $63,318 

2.2 $64,442 $71,194 

2.2.1 $64,442 

2.2.2 $65,567 

2.2.3 $66,691 

2.2.4 $67,819 

2.2.5 $68,941 

2.2.6 $70,070 

2.2.7 $71,194 

3 

3.1 $72,751 $80,545 

3.1.1 $72,751 

3.1.2 $74,311 

3.1.3 $75,870 

3.1.4 $77,428 

3.1.5 $78,984 

3.1.6 $80,545 

3.2 $82,101 $88,336 

3.2.1 $82,101 

3.2.2 $83,662 

3.2.3 $85,220 

3.2.4 $86,775 

3.2.5 $88,336 

4 4.1 $90,067 $102,192 

4.1.1 $90,067 

4.1.2 $92,089 

4.1.3 $94,110 

4.1.4 $96,126 

4.1.5 $98,151 

4.1.6 $100,170 

4.1.7 $102,192 

Se
n

io
r 

O
ff

ic
er

 

5 
5.1 $103,920 $114,828  $3,114 
5.2 $114,830 $125,735 

6 
6.1 $127,467 $149,024  $3,933 
6.2 $149,025 $170,579 

Se
n

io
r 

T
ec

h
n

ic
al

 
Sp

ec
ia

li
st

 

7 

7.1 $173,134 $193,908 
 $6,461 7.2 $193,912 $214,688 

7.3 $214,688 $235,465 








Victorian Public Service Enterprise Agreement 2020 
Schedule C – VPS Salaries and Classification and Value Range Descriptors 

 

159 

 

 

Effective 1 March 2023 

 Grade 
Value 
Range 

Salary Ranges 
Progression amounts 

Min. Max. 
V

P
S 

O
ff

ic
er

 

1 1.1 $51,353 $54,514 

1.1.1 $51,353 

1.1.2 $52,404 

1.1.3 $53,459 

1.1.4 $54,514 

2 

2.1 $56,271 $64,268 

2.1.1 $56,271 

2.1.2 $57,414 

2.1.3 $58,555 

2.1.4 $59,701 

2.1.5 $60,839 

2.1.6 $61,984 

2.1.7 $63,126 

2.1.8 $64,268 

2.2 $65,409 $72,262 

2.2.1 $65,409 

2.2.2 $66,551 

2.2.3 $67,691 

2.2.4 $68,836 

2.2.5 $69,975 

2.2.6 $71,121 

2.2.7 $72,262 

3 

3.1 $73,842 $81,753 

3.1.1 $73,842 

3.1.2 $75,426 

3.1.3 $77,008 

3.1.4 $78,589 

3.1.5 $80,169 

3.1.6 $81,753 

3.2 $83,333 $89,661 

3.2.1 $83,333 

3.2.2 $84,917 

3.2.3 $86,498 

3.2.4 $88,077 

3.2.5 $89,661 

4 4.1 $91,418 $103,725 

4.1.1 $91,418 

4.1.2 $93,470 

4.1.3 $95,522 

4.1.4 $97,568 

4.1.5 $99,623 

4.1.6 $101,673 

4.1.7 $103,725 

Se
n

io
r 

O
ff

ic
er

 

5 
5.1 $105,479 $116,550  $3,161 
5.2 $116,552 $127,621 

6 
6.1 $129,379 $151,259  $3,992 
6.2 $151,260 $173,138 

Se
n

io
r 

T
ec

h
n

ic
al

 
Sp

ec
ia

li
st

 

7 

7.1 $175,731 $196,817 
 $6,558 7.2 $196,821 $217,908 

7.3 $217,908 $238,997 








Victorian Public Service Enterprise Agreement 2020 
Schedule C – VPS Salaries and Classification and Value Range Descriptors 

 

160 

 

 

Effective 1 December 2023 

 Grade 
Value 
Range 

Salary Ranges 
Progression amounts 

Min. Max. 
V

P
S 

O
ff

ic
er

 

1 1.1 $51,867 $55,059 

1.1.1 $51,867 

1.1.2 $52,928 

1.1.3 $53,994 

1.1.4 $55,059 

2 

2.1 $56,834 $64,911 

2.1.1 $56,834 

2.1.2 $57,988 

2.1.3 $59,141 

2.1.4 $60,298 

2.1.5 $61,447 

2.1.6 $62,604 

2.1.7 $63,757 

2.1.8 $64,911 

2.2 $66,063 $72,985 

2.2.1 $66,063 

2.2.2 $67,217 

2.2.3 $68,368 

2.2.4 $69,524 

2.2.5 $70,675 

2.2.6 $71,832 

2.2.7 $72,985 

3 

3.1 $74,580 $82,571 

3.1.1 $74,580 

3.1.2 $76,180 

3.1.3 $77,778 

3.1.4 $79,375 

3.1.5 $80,971 

3.1.6 $82,571 

3.2 $84,166 $90,558 

3.2.1 $84,166 

3.2.2 $85,766 

3.2.3 $87,363 

3.2.4 $88,958 

3.2.5 $90,558 

4 4.1 $92,332 $104,762 

4.1.1 $92,332 

4.1.2 $94,405 

4.1.3 $96,477 

4.1.4 $98,544 

4.1.5 $100,619 

4.1.6 $102,690 

4.1.7 $104,762 

Se
n

io
r 

O
ff

ic
er

 

5 
5.1 $106,534 $117,716  $3,193 
5.2 $117,718 $128,897 

6 
6.1 $130,673 $152,772  $4,032 
6.2 $152,773 $174,869 

Se
n

io
r 

T
ec

h
n

ic
al

 
Sp

ec
ia

li
st

 

7 

7.1 $177,488 $198,785 
 $6,624 7.2 $198,789 $220,087 

7.3 $220,087 $241,387 








 

161 

 

 

 VPS Career Structure Classification and Value Range Standard Descriptors 
Table 27: VPS Career Structure Classification and Value Range Standard Descriptors 

Table 27.1: VPS Grade Descriptors and Value Range Standard Descriptors - Grades 1 to 4 

 Grade 1  
For employees 
participating in 
formal trainee, 

cadetship or 
similar VPS wide 

entry level 
employment 

program 

Grade 2 Grade 3 Grade 4 

Value Range  VR1 VR2 VR1 VR2  

Decision Making 1.1A 2.1A 2.2A 3.1A 3.2A 4.1A 

Accountability and 
Frameworks 

Undertakes specific 
and defined tasks 
within established 
rules under close 
supervision, defined 
as: 

• clear and 
detailed 
instructions are 
provided; tasks 
are covered by 
standard 
procedures; 

• deviation from 
procedures or 
unfamiliar 
situations are 
referred to 

Applies rules, 
processes and 
standards under 
general supervision 

Plans and prioritises 
own work program to 
achieve defined 
targets 

Changes own work 
program, which may 
impact on the 
operations of the 
work area 

 

Selects from a range 
of accepted options 
established by rules, 
processes, and 
standards 

Makes decisions that 
may have significant 
impact on clients 

 

Team leadership may 
be exercised where 
appropriate to the 
role 

Exercises 
professional 
judgement about the 
application of rules, 
or the selection of 
choices within 
guidelines 

Resolves local 
operational service 
delivery problems 
within guidelines 

Reviews decisions, 
assessments and 

Sets local precedents 
regarding the 
application of 
guidelines 

Provides guidance 
for others in the 
work area and/ or 
related areas 

 

 

Develops guidelines 
within the work area 

Resolves operational 
service delivery 
problems consistent 
with program 
objectives 

Interprets and 
applies business 
plans and policies to 
own area of 
responsibility Advice 
and analysis 
contributes to policy 
formulation 

 

2. 








 

162 

 

 

Table 27.1: VPS Grade Descriptors and Value Range Standard Descriptors - Grades 1 to 4 

 Grade 1  
For employees 
participating in 
formal trainee, 

cadetship or 
similar VPS wide 

entry level 
employment 

program 

Grade 2 Grade 3 Grade 4 

Value Range  VR1 VR2 VR1 VR2  

higher levels; 
and 

• work is regularly 
checked 

Influences own daily 
work priorities and 
schedules under 
direction of 
supervisor 

Accountable for 
accuracy and 
timeliness of outputs 

recommendations 
from less 
experienced team 
members 

Determines the work 
organisation of the 
work area 

Analysis and advice 
contributes to 
decision making by 
others 

Manages budget and 
resources for the 
work area 

Innovation and 
Originality 

The focus is on 
maintaining existing 
systems and 
processes 

Identifies 
opportunities to 
improve own 
efficiency and 

Judgement is 
required to solve 
problems arising in 
own work program 

Takes initiative to 
recommend 
improved processes 

Creatively deals with 
problems within the 
work area 

Initiates 
improvements to 
procedures within 
the work area 

 

Assesses and 
responds to policy 
and process changes 
in the work area 

Identifies and applies 
developments within 
professional field to 

Innovative thinking 
is an inherent feature 
of the job 

Defines the 
appropriate 
methodology in the 
analysis of policy or 
research options 








 

163 

 

 

Table 27.1: VPS Grade Descriptors and Value Range Standard Descriptors - Grades 1 to 4 

 Grade 1  
For employees 
participating in 
formal trainee, 

cadetship or 
similar VPS wide 

entry level 
employment 

program 

Grade 2 Grade 3 Grade 4 

Value Range  VR1 VR2 VR1 VR2  

suggests these to 
supervisor 

in immediate work 
area 

problem solving 
within the work area 

 

Communication 1.1B 2.1B 2.2B 3.1B 3.2B 4.1B 

 Provides and 
receives routine 
information 

Communication is 
mainly focused on 
routine issues that 
may require an 
understanding of the 
operational context 

 

Explains rules, 
procedures and 
operational policies 
to individual clients 
or colleagues 

Presents routine 
information to small 
groups and provides 
feedback to 
organisation 

Draft routine internal 
reports and 
correspondence 

Liaises with 
stakeholders, clients 
and external 
providers of goods 
and services 

Conducts formal 
community 
information sessions 
and consultative 
process involving 
small groups or 
participates in a 
similar process in 
larger groups 

Uses persuasion 
skills in dealing with 
an individual client, 
colleague, service 
provider or the like 

May lead a team 
through activities 
including individual 
and team 
performance 
management and 
development 

Explains concepts 
and policies to 
clients, stakeholders 
and staff 

Plans, leads and 
facilitates 
information sessions 
and consultative 
processes in a range 
of settings 

Prepares briefs on 
sensitive issues for 

Plan, lead and 
facilitate consultative 
processes in a range 
of settings involving 
more difficult or 
sensitive issues 

Prepares complex 
operational reports 
requiring in-depth 
factual analysis 

 

 

Conveys specialist 
concepts and policies 
to clients, staff and 
stakeholders 

Prepares reports, 
briefs and 
correspondence on 
complex issues that 
impact at program or 
organisational level 

Develops and 
implements 
operational 
communication and 
consultation 
strategies on specific 
projects 

Applies negotiation 
persuasion and 
motivation skills to 








 

164 

 

 

Table 27.1: VPS Grade Descriptors and Value Range Standard Descriptors - Grades 1 to 4 

 Grade 1  
For employees 
participating in 
formal trainee, 

cadetship or 
similar VPS wide 

entry level 
employment 

program 

Grade 2 Grade 3 Grade 4 

Value Range  VR1 VR2 VR1 VR2  

Suggests alternative 
approaches to clients 
or stakeholders 

Understands 
procedures for 
effectively dealing 
with people 
exhibiting challenging 
behaviours 

 

consideration of 
others 

Draft public 
communication 
documents 

Communicates issues 
and advocates a 
preferred case or 
option to 
stakeholders 

Communicate 
professional/ 
technical concepts 
and advice 

Provides 
communication 
guidance to less 
experienced 
colleagues 

Uses persuasion, 
advocacy, negotiation 
and motivation skills 
with clients, 

manage staff and 
stakeholders  








 

165 

 

 

Table 27.1: VPS Grade Descriptors and Value Range Standard Descriptors - Grades 1 to 4 

 Grade 1  
For employees 
participating in 
formal trainee, 

cadetship or 
similar VPS wide 

entry level 
employment 

program 

Grade 2 Grade 3 Grade 4 

Value Range  VR1 VR2 VR1 VR2  

providers, staff, peers 
and managers 

Knowledge and 
Proficiency 

1.1C 2.1C 2.2C 3.1C 3.2C 4.1C 

 
 

Focus is on learning, 
developing and 
refining work skills 

Requires knowledge 
of equipment and 
tools to perform 
routine tasks, 
experiments and 
procedures, and 
develops practical 
application of these 
skills 

Requires 
understanding of 
general office work 
routines and 
procedures 

Acquire and apply 
proficiency in 

Understands and 
applies theoretical 
principles, under 
supervision, to 
achieve defined 
outcomes 

Develops knowledge 
of established 
techniques and 
organisational 
processes 

Proficient in use of 
software or technical 
equipment 

Knowledge of 
legislation, 
regulations, policies 
and processes 

Uses theoretical 
knowledge under 
supervision to 
achieve defined 
outcomes in a 
variety of work 
situations 

Local reference point 
in operational 
processes and 
procedures 

Uses theoretical 
knowledge to achieve 
agreed outcomes in 
moderately complex 
work situations 

Authoritative in 
application of 
processes and policy 
relevant to the work 
unit 

Knowledge of 
relevant legislation, 
regulations, policies 
and processes 
 

Adapts theoretical 
knowledge based on 
practical experience 
and/or 
understanding of 
current issues in the 
field 

Applies 
understanding of 
interrelationships 
between 
stakeholders and/or 
other work units to 
achieve local 
objectives 
 

Researches and 
applies advanced 
theoretical 
knowledge in a 
specialised field to 
operational problem 
solving 

Applies sound 
theoretical and 
practical expertise in 
development of 
policy options 

Authoritative in 
application of 
processes 
 








 

166 

 

 

Table 27.1: VPS Grade Descriptors and Value Range Standard Descriptors - Grades 1 to 4 

 Grade 1  
For employees 
participating in 
formal trainee, 

cadetship or 
similar VPS wide 

entry level 
employment 

program 

Grade 2 Grade 3 Grade 4 

Value Range  VR1 VR2 VR1 VR2  

standard office 
equipment and 
computer 
applications 

relevant and specific 
to the role 

Policy and Projects 1.1D 2.1D 2.2D 3.1D 3.2D 4.1D 

 
Provides 
administrative 
support to policy and 
projects, consistent 
with the support 
elements described 
in 1.1B 

 

Drafts minutes and 
action plans for 
consideration by 
others 

Collects data, 
undertakes basic 
analysis and prepares 
simple reports 
 

Undertakes research 
specified by others, 
including data 
analysis 

Administers routine 
projects under 
direction or 
coordinates project 
steps 

Contributes to 
operational service 
delivery policy 
development 

 
 

Researches issues 
and prepares draft 
reports and briefings 
within a project plan 
or policy framework 
set by others 

Conducts projects of 
defined scope under 
direction 

Obtains, summarises 
and reports on 
stakeholder views 
 
 

Plans and conducts 
several narrowly 
scoped projects 
simultaneously 

Conducts aspects of 
more complex 
projects under 
direction 

Contributes to 
planning on large 
projects 

 
 

Researches and 
develops 
recommendations in 
a specific field of 
expertise 

Develops and 
implements 
operational policy 
which impacts the 
immediate work area 

Contributes to 
strategic policy 
development within 
a specific field of 
expertise 








 

167 

 

 

Table 27.1: VPS Grade Descriptors and Value Range Standard Descriptors - Grades 1 to 4 

 Grade 1  
For employees 
participating in 
formal trainee, 

cadetship or 
similar VPS wide 

entry level 
employment 

program 

Grade 2 Grade 3 Grade 4 

Value Range  VR1 VR2 VR1 VR2  

Manages projects, 
usually under limited 
direction 

Contributes expertise 
to a team working on 
complex projects 

Prepares project 
scopes and briefs 
within broad 
parameters 

Manages multi-
disciplinary project 
teams 

Administrative and 
Corporate Support 

1.1E 2.1E 2.2E 3.1E 3.2E 4.1E 

 Performs routine 
administrative tasks, 
including general 
telephone, counter 
and front office 
enquiries, mail 
deliveries, assisting 
with stock control, 

Provides office 
support through 
activities such as 
using and 
maintaining standard 
office equipment and 
software 

Responsible for 
office support 
services and systems 
for a work unit 

Documents meeting 
outcomes in more 
complex situations 

May lead a corporate 
support team 

Manages team 
performance through 
activities such as 
monitoring and 
reporting 

Prepares and 
analyses reports 
from corporate 
databases to support 
decision making in 
the broader work 
area 

Leads a larger or 
complex corporate 
support work unit 

Provides specialist 
administrative and 
corporate support 
expertise 








 

168 

 

 

Table 27.1: VPS Grade Descriptors and Value Range Standard Descriptors - Grades 1 to 4 

 Grade 1  
For employees 
participating in 
formal trainee, 

cadetship or 
similar VPS wide 

entry level 
employment 

program 

Grade 2 Grade 3 Grade 4 

Value Range  VR1 VR2 VR1 VR2  

supporting 
organisation of 
meetings, receiving 
and initial processing 
of standard 
paperwork 

 

 

Drafts routine 
correspondence and 
minutes 

Organises routine 
meetings and small 
functions 

Undertakes standard 
processing work such 
as data entry, 
purchasing, payments 
and reports using 
office databases 

Performs telephone 
and counter duties 
consistent with 2.1B 

Provides support to 
contract 
administration 

Demonstrates 
problem solving in 
processing work 

Create and 
maintains local 
databases or 
reporting systems 
utilising standard 
software 

Analyse standard 
reports and data to 
identify exceptions 

Maintains corporate 
databases and 
completes analysis 

Monitors and 
administers straight 
forward, local 
contracts and service 
agreements within a 
well-defined service 
delivery framework 

Develops local 
databases or 
reporting systems 

Negotiate straight 
forward, local 
contracts and service 
agreements 

 

Negotiates and 
manages straight 
forward, corporate 
contracts and service 
agreements 

Drafts reports and 
recommendations by 
interpreting and 
analysing data 

Operational Service 
Delivery 

1.1F 2.1F 2.2F 3.1F 3.2F 4.1F 

 Provides routine 
information, such as 
standard information 
and explanations, to 

Provides standard 
services under 
general supervision 
and within a defined 

Assesses client 
needs and 
implements 
appropriate service 
delivery from a 

Supervises a service 
delivery team 

Assesses client needs 
and delivers a range 
of services in 

Reviews client 
assessments and 
associated service 
delivery plans 

Determines 
operational service 
delivery plans based 
on accepted 
standards 








 

169 

 

 

Table 27.1: VPS Grade Descriptors and Value Range Standard Descriptors - Grades 1 to 4 

 Grade 1  
For employees 
participating in 
formal trainee, 

cadetship or 
similar VPS wide 

entry level 
employment 

program 

Grade 2 Grade 3 Grade 4 

Value Range  VR1 VR2 VR1 VR2  

clients and members 
of the public 

Receives payment 
for routine services 
such as the sale of 
publications and 
individual licence 
fees  

Performs routine 
service delivery 
functions for clients 
such as, driving, food 
preparation, 
cleaning, gardening, 
assisting qualified 
trade persons and 
minor maintenance 

Operates and 
maintains tools and 
equipment 
appropriate to the 
function and level of 
qualification 

service delivery 
framework 

Delivers information 
services to the 
general public or 
clients, including 
initial advice and 
referral 

Consistent with the 
development of 
knowledge specified 
at 2.1C, participates 
in routine 
investigations under 
direction and 
provides evidence if 
required 

Reconciles, banks 
monies and manages 
petty cash 

 

range of accepted 
options 

Identifies where 
limited precedents 
apply and may 
recommend action 
to be taken 

Assists in preparing 
or presenting cases 
in a range of review 
forums, tribunals 
and courts 

 

complex situations 
investigates and 
assesses actions by 
individuals or 
organisations against 
legislation, rules, 
regulations and 
service agreements 

Advocates issues 
involving established 
precedents before a 
range of review 
forums, tribunals and 
courts 

Participates in the 
development of 
strategies to 
represent the 
organisation or 
clients, involving 
complex and 
challenging problems 

 Advocates more 
complex cases to 
represent the 
organisation or 
clients before a range 
of review forums, 
tribunals and courts 

Recommends 
strategies to 
represent the agency 
and/or clients 
involving complex 
and challenging 
problems 

 

Recommends 
resource allocation to 
immediate manager 
in order to meet 
service delivery 
priorities 

Manages operational 
work teams 

Undertakes advanced 
case management, 
which may include 
cross agency 
collaboration 

Undertakes complex 
or technical 
investigations and 
makes 
recommendations for 
action 

 

 








 

170 

 

 

Table 27.1: VPS Grade Descriptors and Value Range Standard Descriptors - Grades 1 to 4 

 Grade 1  
For employees 
participating in 
formal trainee, 

cadetship or 
similar VPS wide 

entry level 
employment 

program 

Grade 2 Grade 3 Grade 4 

Value Range  VR1 VR2 VR1 VR2  

Technical/Specialist 1.1G 2.1G 2.2G 3.1G 3.2G 4.1G 

 Assists technicians, 
scientists and 
specialists in tasks 
that are 
straightforward and 
use established 
techniques and work 
practices 

Operates and 
maintains technical 
or scientific 
equipment 
appropriate to the 
function and level of 
qualification 

This level performs 
routine technical 
support functions 
such as setting up a 
laboratory, cleaning 
equipment, and 

Conducts routine 
scientific, technical or 
specialist procedures 
and data collection, 
collation and analysis 

Diagnoses and 
corrects faults and 
problems with 
technical equipment 

Contributes to 
scientific or technical 
project planning 

Modifies routine 
scientific, technical 
or specialist 
procedures to a 
limited specification 

Exercises discretion 
in use of equipment 
and actions to 
achieve results 
within specifications 

Conducts small to 
medium scientific, 
technical or specialist 
projects defined by 
others 

Undertakes technical 
data analysis in field 
of expertise 

Conducts field or 
desk-top studies as 
part of a team 

Assembles non-
standard technical 
systems or 
equipment to a 
specification 

Leads a small 
scientific, technical 
or specialist team 

Plan small to 
medium scientific, 
technical or specialist 
projects 

May control a 
laboratory function 
or field operation 
where a range of 
related technical 
functions are 
performed 

Prepares complex 
reports requiring in-
depth factual 
analysis 

Manages a scientific, 
technical or specialist 
team and/or projects 

Independently 
performs 
professional or 
technical work at an 
advanced level in a 
narrow field of 
expertise or on 
research projects 

Provides professional 
scientific, technical 
or specialist advice 
based on field of 
expertise 

Undertakes technical 
data analysis and 
modelling and 
prepares reports 








 

171 

 

 

Table 27.1: VPS Grade Descriptors and Value Range Standard Descriptors - Grades 1 to 4 

 Grade 1  
For employees 
participating in 
formal trainee, 

cadetship or 
similar VPS wide 

entry level 
employment 

program 

Grade 2 Grade 3 Grade 4 

Value Range  VR1 VR2 VR1 VR2  

supporting field 
work 

  








 

172 

 

 

Table 27.2: VPS Grade Descriptors and Value Range Standard Descriptors - Grades 5 And 6 

 Grade 5 Grade 6 

Value Range VR 1 VR 2 VR 1 VR 2 

Decision Making 5.1A 5.2A 6.1A 6.2A 

Rules, Guidelines, and 
Frameworks 

Decisions often impact upon 
staff, peers and clients outside 
the immediate work area 

Makes decisions in situations 
where there is some, but not 
definitive, precedent about the 
application of an organisational 
framework 

Advice and analysis influences 
policy development 

Contributes to strategic business 
planning 

Interprets and applies business 
plans and policies in own area of 
responsibility and provides 
advice to others on 
implementation issues 

Accountable for work 
organisation, the allocation of 
resources within and the outputs 
required of the work area  

Decisions may set precedents for 
peers 

Develops business plans to 
deliver on evolving 
organisational priorities 

 

Develops policy frameworks 
within area of expertise or 
responsibility based on defined 
organisational priorities 

Participates in strategic planning 
and contributes to strategic 
decision making process 

Accountable for achievement of 
established corporate objectives 
including the formulation and 
implementation of local business 
plans 

Develops policies, 
programs and initiatives 
that impact on programs 
or major functional areas 

Required to interpret 
general policy framework 
to make decisions in the 
absence of definitive 
operational policies 

Innovation and Originality Innovative thinking and analysis 
influences developments within 
area of responsibility 

 

Solutions and thinking may 
advance organisational 
innovation or 
occupational/professional 
knowledge 

Identifies and responds to new 
and emerging strategic issues 
impacting on the operating 
environment 

 

Contributes advanced 
expertise and knowledge 
to strategic planning and 
decision making processes 








 

173 

 

 

Table 27.2: VPS Grade Descriptors and Value Range Standard Descriptors - Grades 5 And 6 

Creatively develops options in a 
changing organisational 
environment 

Communication 5.1B 5.2B 6.1B 6.2B 

 Initiates and maintains 
relationships with peer and 
senior internal and external 
stakeholders 

Focuses on understanding 
stakeholder issues 

Negotiates with stakeholders and 
peers with the object of gaining 
co-operation and meeting 
timelines for delivery of project, 
service or advice 

Prepares technical reports at an 
advanced professional level 

Relies on formal and informal 
communication channels to 
achieve goals and engages 
stakeholders to help them 
identify areas and opportunities 
for improvement 

Initiates and maintains effective 
relationships with internal and 
external stakeholders at peer or 
senior levels 

Manages consultation processes 
including engagement with key 
stakeholders. 

Negotiates with stakeholders, 
peers, industry bodies and other 
government agencies with the 
objective of gaining co-operation, 
influencing views and meeting 
timelines for delivery of project, 
service or advice 

Is influential in negotiations with 
external suppliers of major 
services 

Purpose of communication may 
be to resolve complex issues 
through a process of consultation 
and negotiation 

Prepares technical reports at an 
authoritative level 

Develops briefs on highly 
complex issues that provide 
options for decision within an 
organisation 

Initiates and manages 
negotiations with peers (internal 
and external to work unit) to 
gain commitment to projects, 
and delivery of activities to meet 
timelines 

Provides and receives highly 
complex, contentious or sensitive 
information where high levels of 
negotiation, communication and 
interpersonal skills are required 

Explains highly complex 
concepts, ideas and issues to an 
executive (i.e. non-expert) 
audience 

Is required to use formal 
and informal channels to 
influence organisation or 
program management to 
achieve goals 

Influences stakeholders 
holding competing 
priorities and views 

Briefs high level 
stakeholders in own area 
of expertise in a variety of 
forums 

Operates with loosely 
defined hierarchies of 
decision-making 

Negotiates to resolve 
differences to achieve 
agreement to 
project/program 

May be required to 
negotiate on the spot, 
often on the basis of 
limited information 

 








 

174 

 

 

Table 27.2: VPS Grade Descriptors and Value Range Standard Descriptors - Grades 5 And 6 

Represents own work area with 
external stakeholders, and 
effectively manages feedback 

Confidently represents the 
agency with external peers and 
negotiate within parameters 
agreed with immediate manager 

Focuses on understanding 
stakeholder issues and 
influencing their views 

Provides authoritative expert 
advice on complex issues within 
own area 

Policy and Projects 5.1C 5.2C 6.1C 6.2C 

 Formulates policy options and 
advice 

Develops project briefs 
consistent with business plan 
direction 

Manages and leads projects 

Develops briefs on highly 
complex issues that provide 
options for discussion and 
consideration and will contribute 
to the development of a set of 
final options for decision 

Advocates policy options 

Manages and leads complex 
projects 

 

Responsible for operational 
policy or service development 
impacting on a major functional 
area 

Responsible for implementation 
of endorsed strategic policy 
within the functional area 

Routinely advises senior 
stakeholders on policy issues and 
solutions within a functional area 

 

Responsible for 
operational policy or 
service development that 
has significant impact 
across functional areas 

Responsible for 
implementation of 
endorsed strategic policy 
across functional areas 

Area of expertise and 
responsibility is 
complicated by the scale 
and difficulty of the issues 

Manages major projects 
for the organisation 

Provides policy advice to 
government, senior levels 








 

175 

 

 

Table 27.2: VPS Grade Descriptors and Value Range Standard Descriptors - Grades 5 And 6 

of the organisation and key 
external stakeholders 

Administrative and Corporate 
Support 

5.1D 5.2D 6.1D 6.2D 

 Manages a discrete function with 
limited budget or staff 
responsibilities 

Provides high level expertise 
dealing with more complex 
issues in a specialised corporate 
support function 

 

Manages a discrete function with 
increased budget, staff 
responsibilities, or sensitive or 
complex issues 

Provides professional leadership 
in a specialised corporate 
support function 

 

Manages an area with significant 
budget, staff responsibilities or 
strategic importance 

Contributes to strategic 
corporate initiatives and is 
responsible for implementation 

 

 

Provides leadership and 
guidance based on 
advanced expertise 

Manages a range of 
strategic corporate 
functions, each with 
significant budget, staff 
responsibilities or 
strategic importance 

Leads strategic corporate 
initiatives 

Operational Service Delivery 5.1E 5.2E 6.1E 6.2E 

 Manages cross-functional 
delivery within a defined service 

Develops service plans and 
delivery standards for the area of 
responsibility 

Determines service delivery 
resource allocation 

Provides specialist professional 
services or advice 

 

Manages cross-functional 
delivery of a defined service with 
increased budget, staff 
responsibilities, or sensitive or 
complex issues 

Provides specialist professional 
services or advice, including 
leadership and guidance to other 
specialists in the field 

 

Manages a large scale 
organisational service or 
regional delivery function 

Develops service delivery models 
within business plans and 
objectives 

Provides highly specialist 
services or expert advice on 
service delivery 

Provides leadership and 
guidance based on 
advanced expertise 

Develops complex or 
specialised service 
delivery models 

Responsible for meeting 
service objectives, 
including financial, quality 
and time related targets 
for programs or major 
projects 

Technical Specialist 5.1F 5.2F 6.1F 6.2F 








 

176 

 

 

Table 27.2: VPS Grade Descriptors and Value Range Standard Descriptors - Grades 5 And 6 

 Specialist in an area of their 
profession and relied on for 
advice in this field 

Undertakes complex 
independent scientific, technical 
or specialist work and analysis 

Initiates research and analysis 
within an area of expertise 
consistent with organisational 
objectives 

Provides leadership and 
guidance to other specialists in 
the field 

Contributes to the development 
of standards relating to the 
sector, program or profession 

 

Subject matter expert that 
conceptualises, initiates, 
implements, promotes and 
evaluates complex and 
innovative technical programs 

Routinely advises senior levels of 
the organisation on policy issues 
and solutions within a functional 
area 

Develop technical or professional 
standards for the organisation 

 

Area of expertise and 
responsibility is 
complicated by the scale 
and difficulty of the issues 

Provides leadership and 
guidance based on 
advanced expertise 

 

Knowledge and Proficiency 5.1G 5.2G 6.1G 6.2G 

 Uses specialist knowledge within 
a confined field to challenge 
policies and professional 
concepts. Applies complex 
concepts to policy development 
or research 

Provides leadership in the 
adaptation and application of 
concepts to operational matters 
within local work area 

Models high level leadership 
attributes 

Modifies and applies concepts to 
new situations that may impact 
beyond the immediate work area 

Provides leadership in the 
application of concepts to policy 
development 

 

Uses knowledge of structures, 
processes and culture of 
government, the sector and the 
Department to develop policies 
and new program or project 
initiatives 

Applies complex concepts drawn 
from non-related fields to 
address policy issues 

High level expertise in the field 
or discipline 

Proficiency and expertise 
has a significant impact on 
the capability to deliver 
the policy agenda, program 
or project initiatives 

High level expertise in the 
program area 

High level expertise in a 
field or discipline that is 
critical to the program or 
organisation 

  








 

177 

 

 

Table 27.3: VPS Grade Descriptors and Value Range Standard Descriptors - Senior Technical Specialist 

Value Range VR 1 VR 2 VR 3 

 7.1A 7.2A 7.3A 

 Leads highly specialised professional 
research, Provides professional leadership 
in a major program or field of research 

Manages a significant professional research 
institute or function with significant 
resource management responsibilities 

Provide state-wide expertise within a 
specific field of endeavour critical to the 
agency’s overall program 

Responsible for quality professional 
outcomes of work 

Understands the implications of the work 
and its impact on/contribution to 
Departmental or Government policy 

Provides professional leadership and 
development of staff in area of professional 
expertise 

Influences departmental policy direction 
and may develop or change policy as a 
result of specialised work or research. 

Responsible for the quality professional 
outcomes of major projects 

 Departmental and State-wide reputation is 
associated with positions at this level 

This value range is characterised by work 
consistent with that expressed in Value 
range 1 with broader scope, complexity and 
impact 

Provides authoritative advice and 
leadership in area of expertise 

Manages a professional discipline that 
impacts on department wide operations 
and provides high level professional advice 
to programs across the agency 

Manages substantial resources primarily 
associated with projects of significance to 
the Department/Government or within the 
field of expertise 

Provides professional leadership and 
development of staff in area of professional 
expertise including leading and inspiring 
teams of fellow professionals 

 

Regarded as having the highest level of 
expertise within the Agency and is 
recognised nationally and internationally in 
narrower fields 

Expertise is of primary importance to the 
Department/Government 

Considerable resource management 
responsibility primarily associated with 
projects of primary importance to the 
Department/Government or within the 
field of scientific or professional expertise 

Manages capital management projects in the 
order of multi-million dollar, cross portfolio 
or major agency projects 

Decision Making 7.1B   

Accountability and 
Frameworks 

Limited frameworks, precedents and 
guidelines beyond broad Government 
policy and professional discipline standards 

Generates strategic directions and 

  








 

178 

 

 

Table 27.3: VPS Grade Descriptors and Value Range Standard Descriptors - Senior Technical Specialist 

Value Range VR 1 VR 2 VR 3 

programs for the agency or the sector 

Develops strategic frameworks for research 
or industry development 

Typically operates in an environment with 
a high degree of sensitivity or risk 
associated with the particular industry 
sector, field or professional endeavour 

Outcomes directly affect external 
perceptions of the Department by 
Government and the community 

Influences the national and international 
debate in the profession/ field of expertise 

Innovation and Originality 7.1C   

 
Recognised nationally as a specialist in a 
particular field and applies this knowledge 
to achieve highly creative and/or 
innovative solutions to major challenges/ 
major projects 

Identifies and responds to new and 
emerging issues in the field and their longer 
term implications for the State  

  

Communication 7.1D 7.2D 7.3D 

 

Interacts with executives/ professional 
staff within the organisation and with other 
experts in the field/profession 

Communicates at highest managerial levels 
and with Ministers 

Communicates externally across industry. 

Develops and utilises national and 
international communication networks to 
ensure appropriate development and 
application of research or project initiatives 
in accordance with government priorities 

Negotiates elements of million dollar 
projects or the involvement or contribution 

Initiates and negotiates joint research 
programs with universities and other 
agencies 

Negotiates all aspects of multi-million 
dollar projects to ensure they are on-
budget and on-time 








 

179 

 

 

Table 27.3: VPS Grade Descriptors and Value Range Standard Descriptors - Senior Technical Specialist 

Value Range VR 1 VR 2 VR 3 

Can be at national and international levels 

Informs stakeholders of matters arising 
from ‘professional/expert’ role. As an 
expert, communication will rarely be 
questioned 

Close interaction with other professionals 
in the field 

Direct contact with senior political, 
commercial, community or sector 
stakeholders 

Provides expert information and advice on 
professional field of interest/major 
project/s 

Develops and utilises communication 
networks to ensure appropriate 
development and application of research or 
project initiatives in accordance with 
government priorities 

of senior public or private sector leaders 

Knowledge and 
Proficiency 

7.1E 
  

 
Requires significant experience in the 
field/area of expertise 

Authoritative specialist/expert in the field 

Enhances the standing of the agency and its 
reputation for excellence 

Writes, publishes and presents research, 
arguments and cases to peers, stakeholders 
and senior management 

  








 

180 

 

 

Table 27.3: VPS Grade Descriptors and Value Range Standard Descriptors - Senior Technical Specialist 

Value Range VR 1 VR 2 VR 3 

Demonstrates strategic management skills 

Combines significant achievement with a 
substantial body of demonstrated 
effectiveness and professional experience 

 








Victorian Public Service Enterprise Agreement 2020 
Schedule D – Legal Officer Adaptive Structure 

 

181 

 

 

 Legal Officer Adaptive Structure and Classification 
and Value Range Descriptors 

 Legal Officer Adaptive Structure 

The Legal Officer Adaptive Structure is set out in the table below. The salary minimums 
referred to in this table are referenced against the VPS Structure set out in clause 1 of 
Schedule C. The Legal Grade and Value Range Descriptors set out at clause 2 Schedule D 
apply. 

Table 28: Legal Officer Adaptive Structure 

Legal Officer 
Adaptive Structure 

VPS Grade Alignment 

Articled Clerk Commences on VPS salary point 2.1.5. 

Solicitor 1 

Minimum salary for a qualified admitted solicitor is VPS salary 
point 2.2.4. 

Solicitor 1 advances to Solicitor 2 after 12 months or sooner if 
performing work at the higher level subject to meeting agency 
performance standards. 

Solicitor 2 
Value Range 1 

VPS salary point 3.1.1  

Solicitor 2 
Value Range 2 

VPS salary point 3.2.1  

Solicitor 3 VPS salary point 4.1.1  

Senior Solicitor 
Value Range 1 

VPS salary point 5.1.1  

Senior Solicitor 
Value Range 2 

VPS salary point 5.2.1  

Principal Solicitor 
Value Range 1 

VPS salary point 6.1.1  

Principal Solicitor 
Value Range 2 

VPS salary point 6.2.1  

VPS Senior Technical 
Specialist 

VPS Senior Technical Specialist applies 

Schedule D 

1. 








Victorian Public Service Enterprise Agreement 2020 
Schedule D – Legal Officer Adaptive Structure 

 

182 

 

 

 

 Legal Grade and Value Range Descriptors 

Note: Legal Grade and Value Range Descriptors are to be read in conjunction with the VPS Grade and Value Range Descriptors with which they align. 

Table 29: Legal Grade and Value Range Descriptors 

Table 29.1: Legal Grade and Value Range Descriptors - Articled Clerk, Solicitor Levels 1, 2 and 3 

Legal Category Definition Articled Clerk Solicitor - Level 1 Solicitor-- Level 2 Solicitor – Level 3 

VPS Grade Alignment VPS Grade 2 VR1 VPS Grade 2 VR2 
Value Range 1 

VPS Grade 3 VR1 

Value Range 2 

VPS Grade 3 VR2 

VPS Grade 4 

 

A Legal Officer is in a job 
that requires a mandatory 
legal qualification, 
admission to practice (or is 
preparing for admission to 
practice) and the sole or 
major focus is the practice 
of law. This includes: 

• preparing, conducting 
and advocating cases; 

• briefing counsel and 
supervising lawyers in 
private practice who 
represent the agency; 

• preparing legal 
documents 

• providing legal advice 
and opinions; 

• researching and 
interpreting case law, 
precedents, legal 

An articled clerk 
functions within an 
environment that reflects 
an understanding and 
appreciation of the 
structures of the 
Victorian legal system. 

In this context, articled 
clerks continue to acquire 
knowledge and apply 
professional legal 
knowledge under direct 
supervision. 

The focus is on applying 
professional knowledge 
under supervision. 
Routine work is dealt 
with independently 

Professional legal work is 
checked and approved by 
others. 

Solicitor Level 1 is the 
minimum entry level for 
an admitted solicitor with 
limited* or no practice 
experience or for roles 
working within a well-
defined operational 
environment under direct 
supervision. 

Note* Limited practice 
experience would typically 
be characterised by less 
than 12 months 
experience. 

The focus at this level is to 
undertake professional 
tasks within established 
guidelines and policies. 

Level 1 Solicitors progress 
to Level 2 following 12 
months service or earlier 
provided they meet the 

The working environment provides broad guidelines 
and procedures in which the person is expected to 
confidently adapt and apply knowledge to their work. 

The role requires diminishing supervision for routine 
matters and operates within a more challenging 
functional environment. 

The job focus changes to undertaking professional tasks 
within established guidelines and policies with greater 
independence. 

Independent performance 
of legal professional work 
at an advanced level. 

Capable of working 
independently in 
providing legal advice and 
regarded as developing a 
key functional expertise 
within the area of 
expertise. 

May have responsibility 
for mentoring less 
experienced legal staff 

2. 








Victorian Public Service Enterprise Agreement 2020 
Schedule D – Legal Officer Adaptive Structure 

 

183 

 

 

Table 29.1: Legal Grade and Value Range Descriptors - Articled Clerk, Solicitor Levels 1, 2 and 3 

Legal Category Definition Articled Clerk Solicitor - Level 1 Solicitor-- Level 2 Solicitor – Level 3 

VPS Grade Alignment VPS Grade 2 VR1 VPS Grade 2 VR2 
Value Range 1 

VPS Grade 3 VR1 

Value Range 2 

VPS Grade 3 VR2 

VPS Grade 4 

 

procedures and 
legislation; 

• interpreting legislation 
and precedent; and 

• developing and 
reviewing legislation 

performance standards of 
the Department/ Agency 
at this level and the work 
is required at Level 2. 

Litigation VPS Grade and Value 
Range descriptors apply 

Provides support to more 
experienced legal officers 
in courts, tribunals and 
review forums 

Assists with interviewing 
witnesses and taking 
statements 

Provides routine advice 
within established 
procedural frameworks 

Assists in preparing and 
presenting cases in a range 
of review forums, 
tribunals and courts 

Attend directions hearings 
and routine case 
conferences 

Assesses case 
requirements and 
implements appropriate 
processes from a range of 
accepted options 

Assists with preparation 
for negotiations between 
opposing parties. 

Assess adequacy of 
evidence in routine cases 

Prepares for routine 
litigation in Magistrates 
Courts, County Courts and 
tribunals 

Appears in routine matters 
in the Magistrates and 
County Courts, and 
tribunals including 
mentions and case 
conferences 

Prepares more complex 
cases/ matters 

Negotiates settlement 
agreements within defined 
parameters. 

Instructs in more complex 
committals, inquests, trials 
and appeals and routine 
civil proceedings in the 
Magistrates and County 
Courts, and tribunals 

Participates in 
negotiations and 
recommends dispute 
settlements 

Prepare and/or instructs 
in more complex 
committals, summary 
prosecutions, inquests, 
trials and appeals 

Manages cases involving 
less prescription or 
limited precedents 

Briefs and instructs 
counsel on moderately 
complex matters 

Appears in matters in the 
Magistrates and County 
Courts, and tribunals 
including mentions and 
case conferences including 
cases of a more complex 








Victorian Public Service Enterprise Agreement 2020 
Schedule D – Legal Officer Adaptive Structure 

 

184 

 

 

Table 29.1: Legal Grade and Value Range Descriptors - Articled Clerk, Solicitor Levels 1, 2 and 3 

Legal Category Definition Articled Clerk Solicitor - Level 1 Solicitor-- Level 2 Solicitor – Level 3 

VPS Grade Alignment VPS Grade 2 VR1 VPS Grade 2 VR2 
Value Range 1 

VPS Grade 3 VR1 

Value Range 2 

VPS Grade 3 VR2 

VPS Grade 4 

 

Prepares and instructs in 
routine committals, 
inquests, trials and 
appeals and routine civil 
proceedings in the 
Magistrates and County 
Courts, and tribunals 

Assists in the development 
of legal strategies 

nature 

Advice Work VPS Grade and Value 
Range descriptors apply 

Prepares legal briefs and 
advice under supervision 

Undertakes legal research 
under direction to 
contribute to decision 
making by others 

Provides routine advice 
within established 
procedural frameworks 

 

 

Recommends appropriate 
legal courses of action 
from a range of 
alternatives based on 
known practice and 
precedents 

Liaises with, and provides 
information to, 
individuals, court and 
tribunal staff and other 
agencies 

Advises on the 
requirements of contracts 
and agreements 

Researches and reports on 
case law and recent legal 
developments 

Assesses actions by 

Prepares detailed 
documents requiring 
detailed legal analysis 

Contributes to planning of 
legal strategies, research 
or policy development 

Identifies and applies legal 
developments to problem 
solving within a specific 
work area of the 
organisation. 

 

Develops legal policy 
proposals for 
consideration by others 

Provides advice in a 
specialised area of law 
under broad direction 

Advises stakeholders on a 
broad range of legal 
matters consistent with 
the area of specialisation 

Provides advice on issues 
involving the 
consideration of 
moderately complex 
factual, legal or 
evidentiary issues within 
establish frameworks 








Victorian Public Service Enterprise Agreement 2020 
Schedule D – Legal Officer Adaptive Structure 

 

185 

 

 

Table 29.1: Legal Grade and Value Range Descriptors - Articled Clerk, Solicitor Levels 1, 2 and 3 

Legal Category Definition Articled Clerk Solicitor - Level 1 Solicitor-- Level 2 Solicitor – Level 3 

VPS Grade Alignment VPS Grade 2 VR1 VPS Grade 2 VR2 
Value Range 1 

VPS Grade 3 VR1 

Value Range 2 

VPS Grade 3 VR2 

VPS Grade 4 

 

individuals or 
organisations against 
legislation, rules, 
regulations and service 
agreements 

Legislative Drafting VPS Grade and Value 
Range descriptors apply 

 Contributes to developing 
drafting instructions for 
legislation 

Supports more 
experienced staff in 
preparing subordinate 
legislation 

Prepares straightforward 
draft subordinate 
legislation for review by 
supervisors 

Prepares drafting 
instructions 
independently for 
straightforward legislative 
proposals incorporating 
stakeholders’ views 

 

 

Drafts bills under general 
direction for consideration 
by others 

Undertake research and 
evaluation and provide 
advice on legislation and 
government policy Seeks 
stakeholders views and 
applies understanding of 
current issues in 
developing proposals and 
advice 

Prepares drafting 
instructions and 
supporting documentation 
for legislation under 
direction 

Legal Drafting VPS Grade and Value 
Range descriptors apply 

Uses basic precedents to 
prepare legal 
documentation under 
supervision 

Prepares preliminary draft 

Prepares routine legal 
documents regularly 
requiring the application 
of established precedent 

Researches issues and 

Undertakes legal drafting 
projects where precedent 
is not as well defined. 

 

Prepares complex reports, 
briefs and correspondence 
on issues that impact at 
program or organisational 
level 








Victorian Public Service Enterprise Agreement 2020 
Schedule D – Legal Officer Adaptive Structure 

 

186 

 

 

Table 29.1: Legal Grade and Value Range Descriptors - Articled Clerk, Solicitor Levels 1, 2 and 3 

Legal Category Definition Articled Clerk Solicitor - Level 1 Solicitor-- Level 2 Solicitor – Level 3 

VPS Grade Alignment VPS Grade 2 VR1 VPS Grade 2 VR2 
Value Range 1 

VPS Grade 3 VR1 

Value Range 2 

VPS Grade 3 VR2 

VPS Grade 4 

 

contracts and agreements 

Undertakes research to 
support more experienced 
staff in preparing legal 
policy proposals  

prepares legal advice 
within a framework set by 
others 

Prepares routine public 
communication guides on 
legal issues 

 

Examine and report on 
complex legal instruments 
and decisions 

Drafts complex legal 
agreements with some 
precedent 

 

Table 29.2: Legal Grade and Value Range Descriptors - Senior Solicitor and Principal Solicitor 

 Senior Solicitor Principal Solicitor 

VPS Grade Alignment VPS Grade 5 VR 1 VPS Grade 5 VR 2 VPS Grade 6 VR1 VPS Grade 6 VR2 

 A senior legal officer with a substantial advisory, research and 
development role in a specialist area of law or a senior legal 
practitioner within a diverse legal environment 

Independently manages complex or sensitive matters within the field of 
expertise 

Deals with significantly complex matters under limited direction 

May be the Agency contact on a particular area of law. 

May manage or supervise a small legal office/ unit or specialised team 

May manage a small to medium legal office or area of major 
specialisation. 

Interprets the environment and makes decisions where there is limited 
precedent and creatively applies concepts to new situations. 

Roles at this level are expected to identify and respond to new and 
emerging legal issues and deal with more complex or sensitive matters 
within the field of expertise 

 

Litigation Prepares, and instructs counsel in 
complex and/ or sensitive matters 

Represents the agency within 

Negotiates and manages 
complex or highly sensitive 
cases and disputes 

Works independently on highly 
complex cases 

May act as a solicitor advocate in 

Provides leadership and guidance 
based on advance expertise in an 
area of specialisation or in a 
broad range of legal matters to 








Victorian Public Service Enterprise Agreement 2020 
Schedule D – Legal Officer Adaptive Structure 

 

187 

 

 

Table 29.2: Legal Grade and Value Range Descriptors - Senior Solicitor and Principal Solicitor 

 Senior Solicitor Principal Solicitor 

VPS Grade Alignment VPS Grade 5 VR 1 VPS Grade 5 VR 2 VPS Grade 6 VR1 VPS Grade 6 VR2 

Government and externally in the area 
of specialisation 

Appears in contested and indictable 
matters in the Magistrates and County 
courts 

Co-ordinates complex criminal 
prosecutions 

Exercises judgement within 
established parameters in negotiating 
and developing proposals to settle 
complex matters 

Provides advice to team members in 
developing /endorsing preferred 
litigation options 

Provides professional 
leadership within the area of 
specialisation/expertise 

the County and Supreme Courts 
on indictable matters which 
cannot be heard summarily 

Develops briefs and/or advice on 
highly complex issues which 
provide options for decision at the 
highest level with the agency 

Provides high level advice in an 
area of specialisation 

Develops strategies for 
management of complex legal 
proceedings 

Manages key stakeholder interests 

senior stakeholders 

 

Advice Work Initiates research and analysis to 
provide advice on complex or cross 
discipline matters 

Provides authoritative legal advice 
within the area of specialisation 

Provides specialist legal expertise and 
advice to policy/practice development  

Provides professional 
leadership within the area of 
specialisation 

The level of immediate 
supervision diminishes and 
advice is provided in an 
environment that is less 
prescribed 

 

Provides authoritative advice 
internally and/ or to other 
agencies on sensitive and/ or 
complex legal issues 

Provides authoritative written and 
oral advice on complex and 
challenging matters to 
stakeholders 

Prepares and manages strategies 
for complex legal proceedings 

Provides leadership and guidance 
based on advanced legal expertise 

Identifies and advises on new and 
emerging issues in the law and 
their longer term implications for 
the state 

Legislative Drafting Plans moderately complex and/ or 
sensitive legislation and supporting 
documentation 

The level of immediate 
supervision diminishes and 
work is in an environment 

Drafts complex and/or sensitive 
legislation and settle associated 
Parliamentary documentation 

Provides professional leadership 
within the area of expertise 

Prepares and manages strategies 








Victorian Public Service Enterprise Agreement 2020 
Schedule D – Legal Officer Adaptive Structure 

 

188 

 

 

Table 29.2: Legal Grade and Value Range Descriptors - Senior Solicitor and Principal Solicitor 

 Senior Solicitor Principal Solicitor 

VPS Grade Alignment VPS Grade 5 VR 1 VPS Grade 5 VR 2 VPS Grade 6 VR1 VPS Grade 6 VR2 

Drafts moderately complex and/ or 
sensitive legislation 

Provides advice on legislative 
proposals within specified parameters 

Prepares drafting instructions and 
supporting documentation for 
moderately complex and/ or sensitive 
legislation 

that is less prescribed Prepares and manages strategies 
for complex matters including 
significant legislative change 
Manages and leads legislation 
review projects 

Provides authoritative advice on 
legislative proposals 

Analyses complex instructions to 
prepare proposals that 
incorporate stakeholder views 

for resolving complex matters 
including significant legislative 
change 

Legal Drafting Prepares proposals for changes to the 
law and policy for consideration by 
managers 

Researches and prepares reports at an 
advanced professional level 

Prepares high-level written advice, 
proposals and briefings within the 
area of specialisation 

Develops briefs on complex issues that 
provide options for discussion and 
consideration 

Co-ordinates complex legal 
projects 

Works on legal drafting 
projects where the level of 
specification is less 
prescribed 

Develops briefs on complex issues 
that provide definitive options 

Prepares public communication 
documents on 
contentious/sensitive legal 
matters 

Formulate strategies to deal with 
highly sensitive legal matters 

Initiates legal research and 
analysis within the area of 
expertise 

Develops proposals, conducts and 
implements major legal reviews 

 








Victorian Public Service Enterprise Agreement 2020 
Schedule E – Allied Health Adaptive Structure 

 

189 

 

 

 Allied Health Adaptive Structure and Classification 
and Value Range Descriptors 

 Allied Health Adaptive Structure 

The Allied Health adaptive structure is set out in the table below. The salary minimums 
referred to in this table are referenced against the VPS Structure set out in clause 1 of 
Schedule C. The Speech Pathologists, Social Workers, Psychologists/Guidance Officers and 
Related Professions (Allied health) Grade and Value Range Descriptors set out at clause 2 of 
Schedule E apply.  

Table 30: Allied Health Adaptive Structure 

Allied Health  
Adaptive Structure 

VPS Grade Alignment 

Allied Health 1 
|Local Title 

VPS salary point 2.1.1  

Allied Health 2 
Local Title 
Value Range 1 

VPS salary point 2.2.1.  

Allied Health 2 
Local Title 
Value Range 2 

VPS salary point 3.1.1  

Allied Health 2 
Local Title 
Value Range 3 

VPS salary point 3.2.1  

Allied Health 3 
Local Title  

VPS salary point 4.1  

Allied Health 4 
Local Title 
Value Range 1 

VPS salary point 5.1.1  

Allied Health 4 
Local Title 
Value Range 2 

VPS salary point 5.2.1  

VPS Grade 6 VPS Grade 6 applies 

VPS Senior Technical Specialist VPS Senior Technical Specialist applies 

Schedule , 

1. 








Victorian Public Service Enterprise Agreement 2020 
Schedule E – Allied Health Adaptive Structure 

 

190 

 

 

 Speech Pathologists, Social Workers, Psychologists/Guidance Officers and Related Professions (Allied 
Health) Grade and Value Range Descriptors 

Note.  Allied Health Descriptors are to be read in conjunction with the VPS Grade and Value Range Descriptors with which they align. 

Table 31: Allied Health Descriptors 

Table 31.1: Speech Pathologists, Social Workers, Psychologists/Guidance Officers and Related Professions (Allied Health) Grade and Value Range 
Descriptors - Grades 1 and 2. 

 Local Title 

Allied Health Grade 1 

Local Title 

Allied Health Grade 2 

VPS Grade Alignment VPS Grade 2VR 1 VPS Grade 2 VR 2 VPS Grade 3VR 1 VPS Grade 3VR 2 

Definition 

The primary purpose of the job 
is the actual practice of the 
profession and such 
management functions 
associated with the profession 
as are provided for in the 
descriptors. The occupational 
group requires a mandatory 
qualification in the area of the 
profession or equivalent and 
registration with the 
appropriate professional body 
where required. 

The category includes 
psychologists, guidance officers, 
speech pathologists, social 
workers, welfare workers and 
other clinicians including 

Jobs at this level require a 
mandatory qualification below 
degree level 

Provides client support within a 
well defined service delivery 
framework 

Assesses client needs, develops 
case plans and implements 
appropriate action where 
solutions are clearly defined 

Applies theoretical principles to 
case management under 
general guidance and 
supervision 

Advises clients and initiates 
intervention strategies in 
routine cases 

Liaises with clients, families, 

Minimum entry level for 
mandatory degree qualified 
roles 

Assesses client needs, develop 
case plans and implements 
appropriate action from a range 
of accepted options 

Identifies and develops 
alternative options within 
established parameters 

Advises clients and initiates 
intervention strategies 

Works with other professionals 
in dealing with complex cases 

Recommends case management 
strategies, including referrals 

Monitors, evaluates and reports 

Assesses client needs and 
delivers a range of services in 
complex situations within 
generally defined parameters 

Provides standard professional 
services independently within 
defined organisational 
parameters 

Manages complex cases under 
professional guidance and 
supervision 

Exercises professional 
judgement about the 
application of rules, or the 
selection of choices within 
guidelines 

Develops targeted 
interventions through 

Reviews client assessments and 
associated service delivery 
plans 

Provides guidance for others in 
the work area and/ or related 
areas 

Provides operational leadership 
in terms of local issues and 
strategy and contributes to 
policy development within the 
organisation 

Influences management and 
colleagues on operational 
strategies 

Prepares complex professional 
reports requiring in-depth 
factual analysis including 
assessments and 

2. 








Victorian Public Service Enterprise Agreement 2020 
Schedule E – Allied Health Adaptive Structure 

 

191 

 

 

Table 31.1: Speech Pathologists, Social Workers, Psychologists/Guidance Officers and Related Professions (Allied Health) Grade and Value Range 
Descriptors - Grades 1 and 2. 

 Local Title 

Allied Health Grade 1 

Local Title 

Allied Health Grade 2 

VPS Grade Alignment VPS Grade 2VR 1 VPS Grade 2 VR 2 VPS Grade 3VR 1 VPS Grade 3VR 2 

occupational therapists, 
physiotherapists and dieticians.  
The Allied Health category 
excludes professionals in other 
occupational classification 
categories. 

caregivers and service 
providers to address client 
needs in routine cases 

Provide information to clients 
and families on available 
services 

Maintains client records and 
case notes/history 

Participates in development 
and delivery of programs for 
clients 

on case plans 

Facilitates programs for clients 
either directly or in conjunction 
with specialist professionals 

Liaises with other staff and 
external service providers 
regarding the needs of the 
client and their family 

application of professional 
guidelines 

Explains professional concepts 
and approaches to clients, 
stakeholders, colleagues and 
staff 

Facilitates individual or group 
programs for clients 

Prepares reports and advice 
within policy frameworks 

Provides definitive advice in 
respect of client needs in the 
area of the profession 

Conducts professional projects 
of defined scope under 
direction 

Uses persuasion, advocacy, 
negotiation and motivation 
skills with clients, their families, 
providers, staff, peers and 
managers  

recommendations for 
consideration by others 

 

  








Victorian Public Service Enterprise Agreement 2020 
Schedule E – Allied Health Adaptive Structure 

 

192 

 

 

Table 31.2: Speech Pathologists, Social Workers, Psychologists/Guidance Officers and Related Professions (Allied Health) Grade and Value Range 
Descriptors - Grades 3 and 4. 

 Local Title 

Allied Health Grade 3 

Local Title 

Allied Health Grade 4 

VPS Grade Alignment VPS Grade 4 VPS Grade 5 VR1 VPS Grade 5 VR2 

 Undertakes advanced therapeutic 
interventions, including cross agency 
collaboration and education 

Determines operational service delivery 
plans based on professional and 
industry standards 

May manage a team of staff delivering 
professional services, including resource 
allocation 

Makes decisions on service provision to 
resolve complex problems 

Autonomous in provision of professional 
services in dealing with complex matters 
within operational guidelines and 
policies 

Applies sound theoretical knowledge 
and practical expertise in developing 
service delivery options 

Contributes to policy formulation on 
service delivery 

Provides professional guidance and 
coaching for less qualified and/or 
experienced staff 

Specialist in an area of their profession 
and relied on for advice in the field 

Manages a defined service delivery 
function or project/s 

Undertakes advanced interventions in 
dealing with particularly complex cases 
that may require cross-profession or 
agency collaboration 

Makes decisions on complex 
intervention strategies that may have 
significant consequences for clients and 
their families 

Contributes to the development of 
knowledge and innovation in a narrow 
field of the profession 

Provides leadership, training and 
development for others in the 
adaptation and application of 
professional concepts 

 

Provides specialist professional services 
or advice, including leadership and 
guidance to other specialists in the field 

Manages the delivery of multi-
disciplinary service including increased 
budget, staff responsibilities, or sensitive 
or complex issues 

Contributes to the development of 
standards in the profession 

 








Victorian Public Service Enterprise Agreement 2020 
Schedule F – Science Adaptive Structure 

 

193 

 

 

 Science Adaptive Structure and Grade and Value 
Range Descriptors 

 Science Adaptive Structure 

The Science Adaptive Structure is set out in the table below. The salary minimums referred to 
in this table are referenced against the VPS Structure set out in clause 1 of Schedule C. The 
Science Grade and Value Range Descriptors set out at clause 2 of  Schedule F apply. 

Table 32: Science Adaptive Structure 

Science Adaptive Structure VPS Grade Alignment 

Science A 
Local Title 
Value Range 1 

VPS salary point 2.2.1.  

Science A 
Local Title 
Value Range 2 

VPS salary point 3.1.1.  

Science A 
Local Title 
Value Range 3 

VPS salary point 3.2.1  

Science B 
Local Title 

VPS salary point 4.1.1  

Science C 
Local Title 
Value Range 1 

VPS salary point 5.1.1  

Science C 
Local Title 
Value Range 2 

VPS salary point 5.2.1  

Science D 
Local Title 
Value Range 1 

VPS salary point 6.1.1  

Science D 
Local Title 
Value Range 2 

VPS salary point 6.2.1  

VPS Senior Technical Specialist VPS Senior Technical Specialist applies 

Schedule 

1. 








Victorian Public Service Enterprise Agreement 2020 
Schedule F – Science Adaptive Structure 

 

194 

 

 

 Science Grade and Value Range Descriptors 

Note: The Science Grade and Value Range Descriptors are to be read in conjunction with the VPS Grade and Value Range Descriptors with which they align. The 
Science Descriptors set out work value statements to detail the work value characteristics of the science profession that are not captured in the VPS general 
descriptors. The first reference for job classification is the Science Grade and Value Range descriptors. Descriptors are not job descriptions, performance 
standards, and progression or selection criteria. Descriptors are considered on the basis of best fit to classify a job with regard to its work value. Some descriptors 
may apply and some descriptors may not apply for any given job. Job classification is based on a “whole of job” consideration, following comparison with the 
Grade and Value Range Descriptors. 

Table 33: Science Grade and Value Range Descriptors 

Table 33.1:  Science Grade and Value Range Descriptors - Science A and B 

 Science A 

Local title where applicable 

Science B 

Local title where applicable 

VPS Grade Alignment 
Value Range 1 

VPS Grade 2 VR2 

Value Range 2 

VPS Grade 3 VR1 

Value Range 3 

VPS Grade 3 VR2 

VPS Grade 4 

 

Grade Description 

 

Science A VR1 is generally, an 
entry level for science 
graduates and the focus is on 
applying broad theoretical 
knowledge. The working 
environment is well defined 
and scientific work is 
conducted under general 
supervision. 

Within VR2 and VR3, the working environment provides broad 
guidelines and procedures in which the person is expected to 
develop specialist skills whilst confidently adapting and applying 
knowledge to their work.   

Independent performance of 
professional work at an 
advanced level. Judgement and 
innovation are demonstrated at 
a level consistent with being an 
established professional. 

The position requires a science 
based qualification and the 
focus of the job is the creation, 
development and/or 
application of scientific 
knowledge. 

The context of a role will vary 

Participates as a team member 
on science projects 

Communicates effectively with 
team members. 

Developing more detailed 
practical knowledge within a 
specific scientific discipline 

Co-author, or independently 
author, journal articles within 
the field of expertise, 
professional parameters and 
responsibility 

Presents posters (or similar) at 
seminars/conferences within 

Developing independent 
scientific professional 
judgement and skill within own 
area of expertise 

Has responsibility for delivering 
and reporting on quality 
research, extension or 

Is a recognised specialist within 
a specific scientific discipline 

Exercises considerable amount 
of independent scientific 
professional judgement and 
skill. 

Has an established record of 

2. 








Victorian Public Service Enterprise Agreement 2020 
Schedule F – Science Adaptive Structure 

 

195 

 

 

Table 33.1:  Science Grade and Value Range Descriptors - Science A and B 

 Science A 

Local title where applicable 

Science B 

Local title where applicable 

VPS Grade Alignment 
Value Range 1 

VPS Grade 2 VR2 

Value Range 2 

VPS Grade 3 VR1 

Value Range 3 

VPS Grade 3 VR2 

VPS Grade 4 

 

but may include: 

• applied research for the 
resolution of specific 
problems; 

• strategic (basic) research 
which contributes to the 
development of new 
knowledge; 

• undertaking scientific 
research using computer 
based analytical tools; 

• testing, analysing and 
reporting; 

• undertaking investigations; 

• advising and informing 
stakeholders on scientific 
matters; 

• compliance related 
activities; 

• risk assessment and 
management; 

• development of science-
based policy; and 

• assisting clients in the 

May be required to partially 
modify procedures 

Assists in scoping projects and 
reviewing literature 

 Under supervision, develops 
schedules of scientific, 
extension, enforcement and 
technical activities required in 
a project 

May contribute data to 
publications – where not 
precluded by contractual 
obligations. 

Presents work at informal 
seminars 

Communicates (orally and in 
writing) research and scientific 
findings (appropriate 
communication media are 
determined by the nature of the 
science role – e.g. written work 
might encompass newspaper 
articles or advisory work, or 
contributing a paper for a 
scientific journal) 

the area of expertise 

Where appropriate, prepares 
sub-project submissions for 
funding 

May supervise a small project 
team 

May regularly interact with a 
range of external or internal 
clients to provide advice or 
specialist information. 

Investigates, accurately analyses 
needs and priorities and 
disseminates scientific 
information using appropriate 
knowledge transfer techniques, 
including addressing farmers, 
community groups and school 
students. 

Applies understanding of 
professional ethics and the 
scientific method in the 
development, conduct and 
interpretation of work 

enforcement outputs 

Adapts knowledge to novel 
situations 

Develops and maintains 
collaborative research projects 
with relevant organisations 

Is becoming a recognised 
specialist within a specific, but 
limited, subject area. 

May control a laboratory 
function or field operation 
where a variety of related 
scientific functions are 
performed 

When planning and evaluating 
science projects, gives 
consideration to government 
policy direction, market 
segmentation, community 
expectations and other relevant 
parameters 

Continuing to establish a 
publication record where 
appropriate to the role and 
organisational requirements 

Gives oral presentations on 

publication, including journal 
articles, conference papers and 
reports 

May be asked to referee 
external scientific papers 

Prepares and delivers 
addresses and lectures to 
stakeholder bodies, university 
students and peer professionals 

May prepare/present scientific 
evidence for use in 
prosecutions 

May manage laboratories, 
project teams or field 
operatives 

Formulates and supervises 
experimental and professional 
development programs for less 
experienced colleagues 

Provides coaching and 
mentoring to junior colleagues 
and students in developing 
skills in experiments planning 
and ethical standards 

May supervise 
Honours/Masters students or 








Victorian Public Service Enterprise Agreement 2020 
Schedule F – Science Adaptive Structure 

 

196 

 

 

Table 33.1:  Science Grade and Value Range Descriptors - Science A and B 

 Science A 

Local title where applicable 

Science B 

Local title where applicable 

VPS Grade Alignment 
Value Range 1 

VPS Grade 2 VR2 

Value Range 2 

VPS Grade 3 VR1 

Value Range 3 

VPS Grade 3 VR2 

VPS Grade 4 

 

adopting of new on-ground 
practices, including 
extension work which is 
defined as on-going 
dialogue with clients 
dealing with science 
concepts. 

*Includes a Degree for new staff 
and a relevant Diploma for 
existing staff as at the operative 
date. 

** Defined as physical and life 
sciences, or directly related 
fields by agreement. 

The Science structure excludes 
Graduate Recruitment 
programs and professionals in 
other occupational categories 
where a science qualification is 
optional. 

more complex matters at 
seminars/conferences 

 

co-supervise PhD students 

Project methods and 
experimental design requires 
innovative approach 

Develops consultation and 
communication processes with 
collaborators, customers and 
the community 

 

Note: The work of some scientists relates to commercially contracted work and there may be restrictions as to how and where publications can occur.  All 
references to publications in this document are qualified in this manner. 

 

  








Victorian Public Service Enterprise Agreement 2020 
Schedule F – Science Adaptive Structure 

 

197 

 

 

Table 33.2: Science Grade and Value Range Descriptors - Science C and D 

 Science C 

Local title where applicable 

Science D 

Local title where applicable 

VPS Grade Alignment VPS Grade 5 VR 1 VPS Grade 5 VR 2 VPS Grade 6 VR1 VPS Grade 6 VR2 

Grade Description 

 

May be: 

• A high-level specialist/researcher; or 
• A manager of a scientific organisational unit (usually multi-

disciplinary) or 
• scientific manager of large projects; and 

Accepted by peers, stakeholders and managers as an authoritative 
specialist. 

There is a need to resolve major conceptual scientific, technical, 
commercial or management problems that have significant 
impact on the scientific field or the organisational unit. Is likely to 
set new directions for the subject or program area, based on 
community, national and/or international trends. May operate as 
one of the agency or State’s leading experts in their field. 

 Has an in-depth knowledge 
within a specialised area of 
science, although is not 
necessarily the most senior 
authoritative adviser 

Is developing a national 
reputation amongst peers in the 
same field of science. 

Independently performs 
scientific work at an advanced 
level. 

Provides high level professional 
leadership 

Actively mentors less 
experienced staff and peers 
within the area of expertise 

Leads the development of new 
areas of work 

Modifies and applies scientific 
precedents and concepts to 
new situations that may have a 
resultant impact in other areas 
and /or results in a substantial 
scientific redirection 

Critically analyses and 
synthesises scientific data, 
resulting in knowledge 
generation and 
recommendations for changed 
approaches that impact 
beyond the immediate work 
area. Makes a continuing 
impact within their field of 
expertise through the 
discovery and communication 
of new knowledge 

May be invited to publish 
review articles on scientific 

Provides definitive written and 
oral advice on complex and 
challenging scientific matters 

May be a member of the 
editorial advisory board of 
international or national 
scientific journals 

May be invited to international 
conferences as expert speaker 

Identifies emerging technical 
and economic issues. 

Critically analyses and 
synthesises scientific data, 
resulting in recommendations 
that have broad implications 

Plans, initiates and implements 
research, extension or policy 
responses in anticipation of 
significant scientific, social 

Initiates negotiation with 
relevant stakeholders on 
complex, sensitive or 
contentious scientific matters 

Develops scientific 
solutions/techniques or 
strategies that have significant 
implications for the discipline 

Participates at a senior level in 
state, national or international 
working parties and 
committees 

Influences policy development 
through the targeted 
communication of complex 
scientific information 

Is acknowledged by peers as a 
national or international 
scientific leader within the 








Victorian Public Service Enterprise Agreement 2020 
Schedule F – Science Adaptive Structure 

 

198 

 

 

Table 33.2: Science Grade and Value Range Descriptors - Science C and D 

 Science C 

Local title where applicable 

Science D 

Local title where applicable 

VPS Grade Alignment VPS Grade 5 VR 1 VPS Grade 5 VR 2 VPS Grade 6 VR1 VPS Grade 6 VR2 

Makes original contribution to 
scientific knowledge 

May have own review articles 
published 

May be invited to speak at 
national conferences 

May identify sources of funding 
and funding opportunities from 
external parties and leads efforts 
to secure funding 

Negotiates and collaborates with 
stakeholders to advance 
organisational aims. 

Provides expert evidence in legal 
matters 

knowledge 

Influences stakeholders 
(internal and external). 

Integrates scientific concepts 
across disciplines 

May be involved in the 
commercialisation processes 
to the extent of specialist 
expertise; identification of 
intellectual property; 
providing advice on 
implications and potential use; 
promoting potential 
applications and benefits to 
commercial partners 

Ensures project deliverables 
are aligned with program 
outcomes and government 
policy 

economic, policy or 
environmental changes 

Leads research into complex, 
sensitive or contentious 
scientific matters 

Line manages a substantial 
scientific and/or technical 
multi-disciplinary 
organisational unit; or is a 
knowledge leader or expert 
within that scientific discipline 

May supervise or examine PhD 
students 

particular scientific discipline 

 

 








Victorian Public Service Enterprise Agreement 2020 
Schedule G – VPS Aligned and VPS Non-Aligned Adaptive Structures  

 

199 

 

 

 Adaptive Structures 

 VPS Aligned Adaptive Classification Structures 

Consistent with clause 27.1 of the Agreement, where the nature and characteristics of the work meets 
the definition of an occupational category as set out in the table below, the positions and Employees 
will be classified in accordance with the work value descriptors of that category. 

Table 34: VPS Aligned Adaptive Classification Structures 

Occupational category Agreement Reference 

Legal Officer Schedule D 

Allied Health Schedule E 

Science Schedule F 

Custodial Officer Clause 7of Appendix 1 

Community Corrections Practitioner Clause 10 of Appendix 1 

Housing Services Officer Clause 26 of Appendix 4 

Housing Customer Services Officer Clause 26 of Appendix 4 

Court Registrar Clause 2 of Appendix 11  

Sherriff’s Officer Clause 15 of Appendix 1 

Fisheries Officer  Clause 19 of Appendix 15 

Police Custody Officer Clause 13 of Appendix 8 

 Non-VPS Aligned Adaptive Classification Structures 

Where the nature and characteristics of the work meets the definition of an occupational category as 
set out in the table below, the positions and Employees will be classified in accordance with the work 
value descriptors of that category and paid in accordance with the relevant non-aligned structure. 

Table 35: Non-VPS Aligned Adaptive Classification Structures 

Occupational category Agreement Reference 

Child Protection Practitioner – Children, Youth 
and Families Stream 

Clauses 16 and 17 of Appendix 4* 

Child Protection Practitioner – Child 
Protection Practitioner Stream 

Clause 18 and 19 of Appendix 4* 

Youth Justice Worker Clauses 21 and 22 of Appendix 1 

Schedule G 

1. 

2. 








Victorian Public Service Enterprise Agreement 2020 
Schedule G – VPS Aligned and VPS Non-Aligned Adaptive Structures  

 

200 

 

 

Occupational category Agreement Reference 

Forensic Officer Clauses 6 and 7 of Appendix 8 

Ministerial Transport Officer Clause 12 of Appendix 7 

* Note:  The classification structures and descriptors applying to employees of the Department of Justice and 
Community Safety who are employed in either the Children, Youth and Families Stream or Child Protection 
Practitioner Stream of the Child Protection Structure are the same as those detailed in the relevant provisions of 
Appendix 4 (see clause 34 of Appendix 1). 

 

 

 

 

 








Victorian Public Service Enterprise Agreement 2020 
Section II 

 

201 

 

 Agency Specific Arrangements 

Arrangements which apply to specific Agencies are at Appendix 1 to Appendix 16. 

Section II - Agency Specific Arrangements 

1. 








Victorian Public Service Enterprise Agreement 2020 
Appendix 1 – Department of Justice and Community Safety 

 

202 

 

 

 

 Mental Health and Wellbeing 

 The parties to this Agreement commit to working constructively and collaboratively with the 
goal of eliminating: 

(a) the presence of workplace triggers that may impact negatively on mental health and 
operational stress injuries; and 

(b) the stigma associated with issues relating to mental health and operational stress 
injuries. 

 The parties agree that, during the life of the Agreement, they will work together to develop 
and implement reasonable measures to support Employees’ mental health, wellbeing and 
recovery, including following a ‘critical incident’ that occurs in the course of work and results 
in personal distress. 

 In considering what measures may be taken, the parties may refer to practices in other 
workplaces, including other jurisdictions. 

 The types of measures that may be considered by the parties include but are not limited to: 

(a) an assessment of (and measures to address) 

(i) the needs of Employees suffering from poor mental health or operational stress 

(ii) how Employees suffering from poor mental health can be supported, including in 
the disclosure to management of mental health issues or operational stress; and 

(iii) barriers to Employees accessing support and assistance. 

(b) proactive measures to support staff mental health 

(c) general measures for all staff and measures specific to particular workplaces 

(d) the manner and type of support that may be offered to Employees, including following 
a ‘critical incident’, which may include roster flexibility 

(e)  the way debriefings will be conducted following a ‘critical incident’ 

 Nothing in this clause is intended to override or replace the provisions in clause 74 
(Occupational Health and Safety and Rehabilitation) of the Agreement. 

 Work or Conditions Allowances 

 Dog Handlers Allowance 

Appendix. 1 Department of Justice and Community Safety 

Part l Corrections Victoria 

1. 

l.1 

1.2 

1.3 

1.4 

l.5 

2. 

2.1 








Victorian Public Service Enterprise Agreement 2020 
Appendix 1 – Department of Justice and Community Safety 

 

203 

 

Where an Employee is required to exercise, groom and maintain a dog outside of the normal 
hours of duty, the Employee will be paid the commuted overtime allowance applicable to the 
Employee’s classification as prescribed in the following table: 

Table 36: Dog Handlers Allowance 

Classification Allowance 

Operations Manager 
10.5% of the maximum annual salary for the 

classification of “Senior Prison Officer”. 

Supervisor   
(COG Band 3) 

10.5% of the maximum annual salary for the 
classification of “Senior Prison Officer”. 

Senior Prison Officer 
(COG Band 2B) 

10.5% of annual salary of the Employee. 

Prison Officer 
(COG Band 2A) 

10.5% of annual salary of the Employee. 

 Emergency Response Group 

Where an Employee performs additional skills required by members of the Emergency 
Response Group, they will be paid an annual allowance (paid on a fortnightly basis) in 
accordance with the following schedule in recognition of the additional skills required.  

Table 37: Emergency Response Group 

Date of effect Amount per annum 

20 March 2020 $1,131.60 

1 December 2020 $1,145.75 

1 September 2021 $1,162.95 

1 June 2022 $1,177.50 

1 March 2023 $1,195.15 

1 December 2023 $1,207.10 

 Operations Manager and General Manager Stand-by/Duty Officer Allowance 

Full-time Employees employed in the position of Operations Manager or Prison General 
Manager who are required by the Employer to be on stand-by or to act as a weekend duty 
officer outside of their ordinary hours of work will be paid an allowance. This allowance is 
calculated at 10 per cent of base salary provided that the rate of payment for the allowance 
will be calculated on the Employee’s base salary or the highest point in the COG 4 value range, 
whichever is the lower. 

2.2 

2.3 








Victorian Public Service Enterprise Agreement 2020 
Appendix 1 – Department of Justice and Community Safety 

 

204 

 

 Prison Locksmith Supervisor Allowance 

Where an Employee holds the position of full-time Prison Locksmith Supervisor, the 
Employee will be paid an allowance of 10 per cent of their base salary. A part-time Employee 
is entitled to a pro-rata amount based on the part-time Employee’s hours of work. The 
allowance will be paid in equal fortnightly instalments and is in lieu of any entitlement the 
Employee would otherwise have under clause 35.5(Stand-by/Recall Allowance), Section I of 
this Agreement. 

 Shift Payments 12 hour day shifts Monday to Friday 

Employees who hold the position of Custodial Officer, who are required by the Employer to 
work 12 hour day shifts between Monday and Friday, will be paid a shift allowance of 15 per 
cent of their base salary for four hours for each such shift worked. 

 Allowance for Delivery of Training by COG 2A staff 

Custodial Officers engaged at the COG 2A level who are required to deliver staff training 
sessions will be paid an allowance in accordance with the following schedule for each such 
day on which they deliver such training. 

Table 38: Allowance for delivery of training by COG2A staff 

Date of effect Amount per day 

20 March 2020 $25.25 

1 December 2020 $25.60 

1 September 2021 $25.95 

1 June 2022 $26.30 

1 March 2023 $26.70 

1 December 2023 $26.95 

 Documentary evidence requirements for Personal Leave – Custodial Officers 

Full time Custodial Officers, working an 80 hour fortnight (of 9 shifts or less over the 
fortnight) may take up to an aggregate of 44 hours in each year without having to provide the 
Employer with the documentary evidence required by clause 51.9(Personal Leave), Section 
I  of this Agreement. 

 Security and Emergency Services Group 

(a) Allowance 

Security and Emergency Services Group (SESG) staff will be paid a fortnightly allowance 
calculated at 7.5% of the Employee’s base salary in recognition of all disturbance 
factors, additional complexity of role and continuing flexibility in performance and 
assignment of duties. 

(b) Supervisors intermittent overtime allowance (non-canine handlers) 

2.4 

2.5 

2.6 

2.7 

2.8 








Victorian Public Service Enterprise Agreement 2020 
Appendix 1 – Department of Justice and Community Safety 

 

205 

 

SESG supervisors will be paid a fortnightly allowance calculated at 10% of the 
Employee’s base salary in recognition of the additional duties performed by these staff. 

(c) Roster flexibility following incidents 

(i) Management will facilitate suitable opportunities for staff to recuperate following 
major incidents. For the avoidance of doubt, this may entail release of staff 
(without loss of pay) from rostered shifts following a major incident where such 
is necessary to enable the recovery of staff.  

(ii) The intent of clause 2.8(c)is to encourage open conversation between staff and 
management on how staff are coping and to acknowledge a need for a break from 
work wherever practical and necessary. Discussions on the welfare of staff may 
be initiated by the officer, their peers and/or management.  

(d) Overtime in prisons 

SESG staff are permitted to work overtime in prisons on days off only where that does 
not disadvantage prison staff or constitute a risk in relation to fatigue.  

(e) Mobile phones 

Operational SESG staff will be provided with devices with email functionality.  

(f) Single day higher duties – Team Leader/Supervisor Level 

Operational SESG staff at the COG 2B level, required to perform Team Leader roles at 
the Supervisor level will be eligible to receive payment of higher duties for single days 
acting at the higher level.  

(g) Consultation regarding standards of fitness 

The parties agree that, during the life of the Agreement, they will use the existing 
consultative mechanisms in clause 6 of this Appendix to determine an agreed standard 
of fitness for operational SESG staff. The parties agree that a clause regarding the 
requirement to meeting the agreed fitness standard will be included in the next version 
of this Agreement. 

 Wulgunggo Ngalu Learning Place 

 Definitions 

“WNLP Employees” means Employees employed at the Wulgunggo Ngalu Learning Place. 

 Overnight Support Role 

(a) WNLP Employees are part of a team providing full time support at the Wulgunggo Ngalu 
Learning Place. 

(b) WNLP Employees work a seven day roster. 

(c) A WNLP Employee is required to sleep overnight on the Wulgunggo Ngalu Learning 
Place premises each evening (Overnight Support Function). 

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(d) All WNLP Employees will participate in the roster and will be available to perform the 
Overnight Support Function. 

(e) The Overnight Support Function will be flexibly allocated amongst WNLP Employees, 
in consultation with them. 

(f) It is anticipated the WNLP Employees will not be required to perform the Overnight 
Support Function more than 7 times per month. 

 Position Classifications 

Positions in the WLNP structure will be classified in accordance with the following schedule. 

Table 39: Position Classifications - WLNP 

WNLP Position Title Classification 

Koori Support Officer VPS Grade 3 

Supervisor/Program Manager VPS Grade 5 

Manager VPS Grade 6 

 Living Costs When Residing at The Property 

Any living costs associated with the performance by a WNLP Employee of the Overnight 
Support Function, will be met by the Employer. 

 Overnight Support Function Allowance 

An Overnight Support Function Allowance in accordance with the following schedule will be 
paid to a WNLP Employee when the WNLP Employee performs the Overnight Support 
Function. The Overnight Support Function Allowance will be calculated on the basis of the 
WNLP Employee’s ordinary daily rate of pay. 

Table 40: Overnight Support Function Allowance 

Period Rate 

Monday to Friday 50% of daily rate of pay 

Saturday 
50% of daily rate of pay, including 

applicable penalty rate 

Sunday/Public Holiday 
50% of daily rate of pay, including 

applicable penalty rate 

 Recall to Work 

Where a WNLP Employee performing the Overnight Support Function is required to perform 
duties overtime rates in accordance with clause 41 of Section I of this Agreement will apply, 
except that the minimum payment period will be 1 hour for each hour or part thereof worked. 

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 Rest Period After Working During the Night 

Clause 40.1 of Section I of this Agreement will apply to WNLP Employees in relation to rest 
periods after the performance of duties whilst performing the Overnight Support Function. 

 Annual and Substituted Leave 

(a) Clause 39.4 of Section I of this Agreement will apply to WNLP Employees in relation 
to substituted leave. 

(b) Clause 45.4 and 45.5 of Section I of this Agreement will apply to WNLP Employees in 
relation to additional annual leave. 

 Custodial Officers – Hours of Work and Rosters 

 Hours of Work 

(a) For the purposes of this clause, a “fortnight” means a calendar fortnight of a period of 
14 days, commencing on the Sunday and ending on the Saturday 14 days later. 

(b) Subject to clause 4.1(c) of this Appendix below, full-time Custodial Officers may be 
rostered to work up to 80 ordinary hours over a fortnight in accordance with clause 
39.1(b) of Section I of this Agreement. 

(c) Custodial Officers who, at the time of approval of this Agreement, are normally rostered 
to work 76 ordinary hours over 9 days per fortnight will be entitled to retain this 
rostering arrangement. At any time, such Employees may elect to transfer to be rostered 
to work 80 ordinary hours per fortnight and, in such circumstances, will receive a salary 
increase of 5.26% (being payment for the additional four hours per fortnight worked). 

(d) The ordinary hours of work for a part-time Custodial Officer will be as agreed with the 
Officer and less than 80 hours per fortnight. 

(e) The ordinary hours of work for a casual Custodial Officer will be as agreed with the 
Officer and up to a maximum of 80 hours per fortnight. 

(f) The Employer must display a roster for Custodial Officer Shift Workers in a convenient 
area at least fourteen days prior to the effective date. 

 Alteration to roster arrangements 

(a) The Employer may, following consultation with the CPSU and affected Custodial Officer 
Shift Workers introduce changes to the Shift Work Roster, clause 12, Section I  of this 
Agreement also applies to any proposed changes to the shift roster. 

(b) Any change made under clause 12, Section I of this Agreement will be implemented by 
a Local Prison Roster Committee, comprising representatives of the CPSU and 
Management. Changes to the roster will take into consideration both the operational 
requirements of the Employer and the personal requirements of the affected Custodial 
Officer Shift Worker(s) to ensure that such changes are implemented in a smooth and 
harmonious manner. 

(c) Where the Employer proposes to alter the character of the Shift Work roster, (such as 
an alteration to the number of days worked in a fortnight or an alternation to the 
number of ordinary hours worked in a day), the Employer must: 

3.7 

3.8 

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(i) provide affected employees with written notice of the proposed changes.  

(ii) Written notice must be provided at least 14 days prior to implementing the 
changes. 

(iii)  Employees may provide any objections or further information about the impact 
of the proposed changes to the Employer during this period.  

(d) The Employer may change the roster without written notice, if the Employer is of the 
reasonable opinion that an emergency exists. 

(e) Any proposed changes must be trialled for a minimum period of 3 months.  

(f) Parties will agree on the terms of reference for the trial. Terms of reference must 
include an assessment of occupational health and safety, fatigue, family impact, work 
life balance and the financial impact on employees.   

(g) Clause 12.10, Section I of this Agreement applies to requests by Custodial Officers for 
changes to rostered times. 

 Flexible working arrangements 

 The Employer has a genuine commitment to supporting and promoting flexible working 
arrangements within Corrections Victoria in a way that balances both individual flexibility 
and operational requirements. 

 Flexible working arrangements refer to adjustments to an Employee’s usual working 
arrangements, including but not limited to hours of work, days of work or location of work, 
which will help them to manage their personal circumstances subject to reasonable business 
needs. 

 A request for flexible working arrangements will be considered with the goal of reaching an 
outcome in which an individual’s needs for flexibility are accommodated where possible, 
consistent with business requirements, industrial obligations and legislative requirements. 
In the first instance these discussions should generally occur between the Employee and the 
relevant Manager, who will keep the discussions confidential insofar as is reasonably 
practicable. If the Employee requires a high degree of confidentiality in relation to the 
request due to their specific circumstances, the Employee must alert the Manager to this and 
the Manager must make all reasonable endeavours to accommodate that confidentiality.   

 Consideration of any request for flexible working arrangements should include: 

(a) the Employee’s circumstances 

(b) the consequences for the Employee of approving or not approving the arrangement 

(c) how the need for flexibility can be accommodated without disproportionately 
impacting operational requirements. 

 Any request for flexible working arrangements will be considered after appropriate 
weighing of individual and business needs and full consideration of all the circumstances no 
later than 21 days after the request is made. If the relevant Manager refuses a request for 
flexible working arrangements, they must provide the Employee with written reasons for 

5. 

5.1 

5.2 

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the refusal, which should include the factors the Manager considered in arriving at their 
decision.  

 Without limiting any rights or obligations in this Agreement, if an Employee believes that 
their application for flexible working arrangements has been unreasonably refused on the 
basis of the written reasons for the refusal as set out by the relevant Manager, the Employee 
can apply to have the decision reviewed by an Assistant Commissioner or another person 
from Corrections Victoria with delegated authority to review such decisions.  

 For the avoidance of doubt, this clause is intended to supplement, and not replace or 
override, existing rights and obligations in relation to flexible working arrangements. 

 Workplace Consultative Arrangements 

 The parties to this Agreement acknowledge that the Department of Justice and Community 
Safety has the ultimate responsibility to make decisions relating to the direction and 
operation of its custodial locations (which includes prisons and the Security and Emergency 
Services Group (SESG)) and each general manager may make local decisions affecting prison 
and SESG staff that are reasonable in all the circumstances, it is accepted that the best 
outcomes will be achieved if a culture of communication and consultation is encouraged. 

 Each location (which includes the SESG as one location) will have a consultative body 
established for the purposes of: 

(a) ongoing consultation regarding Relevant Issues 

(b) ongoing monitoring and assessment of the implementation of this Agreement; and 

(c) to deal with any local disputes that may arise, without limiting or overriding any rights 
or obligations under clause 13 Resolution of Disputes (or a successor clause). 

 In this clause, ‘Relevant Issues’ means issues of concern pertaining to the employment 
relationship, employment issues (including changes that may affect staff working 
conditions, such as work practices) and the implementation of this Agreement.  

 It is intended that the consultative body established under this clause will be a forum for the 
constructive resolution of issues that may arise. Both parties are committed to working 
through issues with a genuine goal of reaching mutually acceptable outcomes. 

 The parties to this Agreement have agreed in principle to adopt the Corrections Victoria 
Consultative Guidelines as exchanged at the time this Agreement was made. The parties 
shall formally adopt the Corrections Victoria Consultative Guidelines with any minor 
amendments as agreed between them within three months of approval of this Agreement. 
For the avoidance of doubt, the Corrections Victoria Consultative Guidelines will not form 
part of this Agreement. 

 

 Custodial Officer Structure – VPS Aligned Adaptive Structure 

 The Custodial Officers (COG) structure provides the following: 

5.6 

5.7 

6. 

6.1 

6.2 

6.3 

6.4 

6.5 

Part 2 Custodial Officers 

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(a) Alignment with VPS salary and progression steps/amounts; 

(b) Maintenance of a rank structure; 

(c) Custodial Officer work value descriptors; 

(d) Continuation of the pay differential between 76 hours and 80 hours per fortnight 
rosters; and 

(e) An annual allowance for members of the Emergency Response Group;  

 As from the date of operation of this Agreement: 

(a) Employees who hold the position of Custodial Officer at the COG 2A level, and who are 
at salary points below VPS salary point 2.1.4, shall progress to VPS salary point 2.1.4 if 
they hold a Certificate III in Correctional Practice, and Employees who subsequently 
obtain the Certificate III in Correctional Practice shall progress to 2.1.4 from the date of 
attainment. 

(b) Employees who hold the position of Custodial Officer at the COG 2A level, and who are 
at salary points between VPS salary point 2.1.4 and up to VPS salary point 2.2.7, and 
who have not received progression in recognition of attainment of the Certificate III in 
Correctional Practice, shall progress one progression step (if available) if they hold a 
Certificate III in Correctional Practice. Employees who are at salary points between VPS 
salary point 2.1.4 and up to VPS salary point 2.2.7, who subsequently obtain the 
Certificate III in Correctional Practice, shall progress one progression step (if available) 
from the date of attainment. 

(c) Employees who hold the position of Custodial Officer at the COG 2B level, shall progress 
one progression step (if available) if they hold a Certificate IV in Correctional Practice 
and Employees who subsequently obtain the Certificate IV in Correctional Practice shall 
progress one progression step (if available) from the date of attainment. 

(d) Such progression will be in addition to the usual operation of the progression system. 

 The Custodial Officers Structure is set out in Table 41 below. The salaries referred to in this 
table are referenced against the VPS Structure set out in clause 1 of Schedule C (salaries 
relate to 76 hour fortnight). The Custodial Officers Classification Descriptors set out at clause 
9 of this Appendix apply. 

Table 41: Custodial Officers Structure 

Custodial Officers (COG) 
Structure 

VPS Grade Alignment 
(Note: salary rates relate to 76 hour fortnight) 

COG 1 
Trainee 

VPS salary point 1.1.4. 

COG 2A 
Prison Officer 

VPS salary point 2.1.1. to VPS salary point 2.2.7 

COG 2B 
Senior Prison 
Officer/Industry Officer 

VPS salary point 3.1.1 to VPS salary point 3.2.2 

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Custodial Officers (COG) 
Structure 

VPS Grade Alignment 
(Note: salary rates relate to 76 hour fortnight) 

COG 3 
Prison Supervisor/Industry 
Supervisor 

VPS salary point 3.2.3 to VPS salary point 4.1.2  

COG 4 
Operations 
Manager/Industry Manager 

VPS salary point 4.1.3 to top of VPS 5 Value Range 1 

COG 5 
General Manager 

VPS salary point 5.2.1 to top of VPS 6 Value Range 1 

COG 6 
Senior General Manager  

VPS salary point 6.2.1 to top of VPS 6 Value Range 2 

COG 7 

Senior General Manager – 
Major Prison Facilities 

7.1 – VPS salary point 7.1 to the top of Value Range 1 

7.2 – VPS salary point 7.2 to the top of Value Range 2 

7.3 – VPS salary point 7.3 to the top of Value Range 3 

 Custodial Officer Structure – 80 hour fortnight 
Table 42: Custodial Officer Structure (80 hour fortnight) 

Classification Grade Paypoint 1-Mar-20 1-Dec-20 1-Sep-21 1-Jun-22 1-Mar-23 1-Dec-23 

Trainee COG-1 C1-E01 $54,332 $55,011 $55,836 $56,534 $57,382 $57,956 

Prison Officer COG2A 

C2aE01 $56,085 $56,786 $57,638 $58,358 $59,233 $59,825 

C2aE02 $57,222 $57,937 $58,806 $59,541 $60,434 $61,038 

C2aE03 $58,361 $59,091 $59,977 $60,727 $61,638 $62,254 

C2aE04 $59,501 $60,245 $61,149 $61,913 $62,842 $63,470 

C2aE05 $60,636 $61,394 $62,315 $63,094 $64,040 $64,680 

C2aE06 $61,777 $62,549 $63,487 $64,281 $65,245 $65,897 

C2aE07 $62,916 $63,702 $64,658 $65,466 $66,448 $67,112 

C2aE08 $64,054 $64,855 $65,828 $66,651 $67,651 $68,328 

C2aE09 $65,189 $66,004 $66,994 $67,831 $68,848 $69,536 

C2aE10 $66,330 $67,159 $68,166 $69,018 $70,053 $70,754 

C2aE11 $67,467 $68,310 $69,335 $70,202 $71,255 $71,968 

C2aE12 $68,607 $69,465 $70,507 $71,388 $72,459 $73,184 

C2aE13 $69,743 $70,615 $71,674 $72,570 $73,659 $74,396 

C2aE14 $70,885 $71,771 $72,848 $73,759 $74,865 $75,614 

C2aE15 $72,022 $72,922 $74,016 $74,941 $76,065 $76,826 

COG2B C2bE01 $73,598 $74,518 $75,636 $76,581 $77,730 $78,507 

8. 








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Classification Grade Paypoint 1-Mar-20 1-Dec-20 1-Sep-21 1-Jun-22 1-Mar-23 1-Dec-23 

Senior Prison 

Officer / 

Industry 

Officer 

C2bE02 $75,176 $76,116 $77,258 $78,224 $79,397 $80,191 

C2bE03 $76,752 $77,711 $78,877 $79,863 $81,061 $81,872 

C2bE04 $78,329 $79,308 $80,498 $81,504 $82,727 $83,554 

C2bE05 $79,902 $80,901 $82,115 $83,141 $84,388 $85,232 

C2bE06 $81,481 $82,500 $83,738 $84,785 $86,057 $86,918 

C2bE07 $83,056 $84,094 $85,355 $86,422 $87,718 $88,595 

C2bE08 $84,635 $85,693 $86,978 $88,065 $89,386 $90,280 

Prison 

Supervisor / 

Industry 

Supervisor 

COG 3 

C3-E01 $86,211 $87,289 $88,598 $89,705 $91,051 $91,962 

C3-E02 $87,785 $88,882 $90,215 $91,343 $92,713 $93,640 

C3-E03 $89,363 $90,480 $91,837 $92,985 $94,380 $95,324 

C3-E04 $91,115 $92,254 $93,638 $94,808 $96,230 $97,192 

C3-E05 $93,160 $94,325 $95,740 $96,937 $98,391 $99,375 

Operations 

Manager / 

Industry 

Manager 

COG 4 

C4-E01 $95,202 $96,392 $97,838 $99,061 $100,547 $101,552 

C4-E02 $97,243 $98,459 $99,936 $101,185 $102,703 $103,730 

C4-E03 $99,292 $100,533 $102,041 $103,317 $104,867 $105,916 

C4-E04 $101,334 $102,601 $104,140 $105,442 $107,024 $108,094 

C4-E05 $103,379 $104,671 $106,241 $107,569 $109,183 $110,275 

C4-EU $105,129 $106,443 $108,040 $109,391 $111,032 $112,142 

C4-EU - Max $116,163 $117,615 $119,379 $120,871 $122,684 $123,911 

Progression 

Amount 
$2,994 $3,031 $3,076 $3,114 $3,161 $3,193 

General 

Manger 
GOG 5 

C5-EL $116,165 $117,617 $119,381 $120,873 $122,686 $123,913 

C5-EL - Max $127,199 $128,789 $130,721 $132,355 $134,340 $135,683 

Progression 

Amount 
$2,994 $3,031 $3,076 $3,114 $3,161 $3,193 

C5-EU $128,951 $130,563 $132,521 $134,178 $136,191 $137,553 

C5-EU - Max $150,757 $152,641 $154,931 $156,868 $159,221 $160,813 

Progression 

Amount 
$3,780 $3,827 $3,884 $3,933 $3,992 $4,032 

Senior 

General 

Manager 

COG 6 

C6-E $150,758 $152,642 $154,932 $156,869 $159,222 $160,814 

C6-E - Max $172,561 $174,718 $177,339 $179,556 $182,249 $184,071 

Progression 

Amount 
$3,780 $3,827 $3,884 $3,933 $3,992 $4,032 

Senior 

General 

Manager – 

Major Prison 

Facilities 

COG 7 

C7-EL $175,146 $177,335 $179,995 $182,245 $184,979 $186,829 

C7-EL - Max $196,164 $198,616 $201,595 $204,115 $207,177 $209,249 

C7-EM $196,168 $198,620 $201,599 $204,119 $207,181 $209,253 

C7-EM - Max $217,185 $219,900 $223,199 $225,989 $229,379 $231,673 

C7-EU $217,185 $219,900 $223,199 $225,989 $229,379 $231,673 








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Classification Grade Paypoint 1-Mar-20 1-Dec-20 1-Sep-21 1-Jun-22 1-Mar-23 1-Dec-23 

C7-EU - Max $238,202 $241,180 $244,798 $247,858 $251,576 $254,092 

Progression 

Amount 
$6,209 $6,287 $6,381 $6,461 $6,558 $6,624 

 Custodial Officer Classification Descriptors 
Table 43: Custodial Officer Classification Descriptors 

Table 43.1: Custodial Officer Classification Descriptors - Trainee Prison Officer; Prison 
Officer; Senior Prison Officer/Industry Officer; and Prison Supervisor/Industry Supervisor 

Trainee Prison 
Officer 

Prison Officer 
COG 2A 

Senior Prison Officer 
Industry Officer 

COG 2B 

Prison Supervisor 
Industry Supervisor 

COG 3 

Relates only to Prison 
Officer recruit 
training, typically a 
course of around 7 
weeks conducted off-
site with a two-week 
on-the-job training 
component. 

The purpose of the 
recruit training is to 
provide an 
understanding of the 
prison environment 
and equip staff with 
the basic skills and 
knowledge to enable 
them to work 
effectively in a prison 
environment. 

A COG 1 Prison 
Officer: 

1. In the prison 
environment 
always works 
under close 
supervision, 
either 
individually or in 
a team. 

2. Undertakes 
specific and 
defined tasks 
within established 
rules under close 
supervision. 

3. Works under 
clear and detailed 

A COG 2A Prison Officer 

1. Provides standard 
services under 
general supervision 
and within a defined 
service delivery 
framework (e.g. 
Director's 
Instructions, Local 
Operating 
Procedures). 

2. Maintains security in 
accordance with 
established 
procedures and 
controls offender 
movement through 
surveillance and the 
operation of security 
equipment. 

3. Manages prisoners, 
within defined 
procedures, in such a 
way as to maintain 
security and good 
order, achieve co-
operation, and 
promote 
rehabilitation. 

4. Monitors current 
service delivery 
methods and 
identifies and 
recommends 
improvements to 
ensure that higher 
quality service is 

A COG 2B Officer 
additionally: 

1. Typically supervises a 
team or delivers a 
service within the 
prison for which 
specialist skills or 
training - including 
trade or industry 
skills - are required. 

2. Supervises, coaches 
and trains less 
experienced staff. 

3. Provides direction 
and feedback to staff 
who report to them. 

4. Manages more 
complex offenders, 
developing case plans 
and working closely 
with relevant 
agencies to achieve 
case planning goals. 

5. Initiates 
improvements to 
service delivery 
within their area of 
responsibility 
consistent with local 
or organisational 
guidelines. 

6. Conducts basic 
analysis of statistical 
information relevant 
to role. 

7. Implements and 

A COG 3 Officer 
additionally: 

1. Manages a Unit / 
specialist function 
with a level of 
accountability for its 
physical, financial and 
human resources. 

2. May be required to be 
the officer-in-charge 
of a prison. 

3. Manages the 
performance of staff 
members in their 
work area, including 
identifying training 
and development 
needs and ensuring 
standards of 
professionalism. 

4. Resolves complex and 
challenging problems. 

5. Is responsible for 
maintaining security 
and control, offender 
movement, discipline 
and welfare within 
work area. 

6. Chairs selected prison 
committees. 

7. Performs disciplinary 
duties in relation to 
prisoners. 

8. Oversees and 
undertakes 
supervisory 

9. 








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Table 43.1: Custodial Officer Classification Descriptors - Trainee Prison Officer; Prison 
Officer; Senior Prison Officer/Industry Officer; and Prison Supervisor/Industry Supervisor 

Trainee Prison 
Officer 

Prison Officer 
COG 2A 

Senior Prison Officer 
Industry Officer 

COG 2B 

Prison Supervisor 
Industry Supervisor 

COG 3 
instructions; tasks 
are covered by 
standard 
procedures. 

4. Is aware that 
deviation from 
procedures or 
unfamiliar 
situations is to be 
referred to higher 
ranks. 

5. Performs work 
that is regularly 
checked. 

6. Maintains existing 
systems and 
processes. 

7. Provides and 
receives routine 
information. 

8. Has a focus on 
learning, 
developing and 
refining work 
skills. 

9. Requires 
knowledge of 
equipment and 
tools to perform 
routine tasks, 
experiments and 
procedures, and 
develops practical 
application of 
these skills. 

achieved. 

5. Provides 
information and 
explains rules, 
procedures and 
operational policies 
to individual 
prisoners and, where 
appropriate, to 
colleagues. 

6. Resolves conflicts, 
issues and problems 
within guidelines 
and procedures. 

7. Administers 
emergency first aid 
where required. 

8. In accordance with 
operating 
procedures, 
interviews, assesses 
and supervises 
prisoners and 
administers routine 
questionnaires and 
tests to prisoners. 

9. Under general 
supervision, 
develops individual 
case plans and 
monitors prisoners' 
progress against 
those plans, 
motivating prisoners 
to engage in 
activities intended to 
reduce the risk of re-
offending. 

10. Facilitates the 
attendance of 
prisoners at 
scheduled activities 
and programs. 

11. Ensures 
maintenance and 
correct usage of 
equipment. 

12. Provides advice on 

maintains procedures 
and systems relevant 
to area of 
responsibility. 

8. Monitors quality of 
service delivery and 
ensures that events / 
processing occurs in a 
timely and efficient 
manner. 

9. If employed in an 
Industry, provides 
training and 
instruction to 
offenders in a specific 
industry. 

10. Exercises professional 
judgement about the 
application of rules, or 
the selection of 
choices within 
guidelines. 

11. Resolves local 
operational service 
delivery problems 
within guidelines. 

12. Reviews decisions, 
assessments and 
recommendations 
from less experienced 
team members. 

13. Determines the work 
organisation of the 
work area. 

14. Provides analysis and 
advice to contribute 
to decision-making by 
others. 

15. Within guidelines, 
may manage budget 
and resources for the 
work area. 

16. Leads a team through 
activities including 
individual and team 
performance 
management and 

responsibilities in the 
case management of 
offenders. 

9. Contributes to the 
development and 
implementation of a 
range of offender 
activities. 

10. Develops, 
implements, and 
evaluates new local 
operational 
procedures for unit / 
program. 

11. Develops plans for 
activities for unit. 

12. Undertakes low-level, 
specified research, 
consultation and 
liaison to gather 
information, statistics 
and views on 
identified issues and 
provides basic 
analysis of those 
issues to senior staff. 

13. Undertakes tasks of a 
specialist 
(professional and/or 
technical) or detailed 
nature, and exercises 
specific process 
responsibilities 
including devising 
and reviewing 
procedures and 
systems. 

14. If employed in 
industries, manages 
multi-discipline trade 
groups including 
subordinate 
supervisors. 

15. Manages services 
within a Program. 

16. Manages a portfolio of 
cases including 
higher-risk, more 








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Table 43.1: Custodial Officer Classification Descriptors - Trainee Prison Officer; Prison 
Officer; Senior Prison Officer/Industry Officer; and Prison Supervisor/Industry Supervisor 

Trainee Prison 
Officer 

Prison Officer 
COG 2A 

Senior Prison Officer 
Industry Officer 

COG 2B 

Prison Supervisor 
Industry Supervisor 

COG 3 
operational issues to 
senior staff.  

13. Applies rules, 
processes and 
standards under 
general supervision. 

14. Within operational 
constraints, may 
plan and prioritise 
own work program 
to achieve defined 
targets. 

15. Is required to use 
judgement to solve 
problems arising in 
own work program. 

16. Presents routine 
information to small 
groups and provides 
feedback to 
organisation. 

17. Drafts routine 
internal reports and 
correspondence. 

18. Liaises with 
stakeholders, 
prisoners and 
external providers of 
goods and services. 

19. Understands 
procedures for 
effectively dealing 
with people 
exhibiting 
challenging 
behaviours. 

20. Understands and 
applies basic 
theoretical 
principles, under 
supervision, to 
achieve defined 
outcomes. 

21. Develops knowledge 
of established 
techniques and 
organisational 

development. 

17. Explains concepts and 
policies to prisoners, 
stakeholders and 
staff. 

18. Plans, leads and 
facilitates information 
sessions and 
consultative 
processes in a range 
of settings. 

19. Provide formal 
briefings for senior 
staff on significant 
issues. 

20. Communicates issues 
and advocates a 
preferred case or 
option to 
stakeholders. 

21. May be required to 
provide professional / 
technical advice 
consistent with role. 

22. Uses theoretical 
knowledge to achieve 
agreed outcomes in 
moderately complex 
work situations. 

23. Is authoritative in the 
application of 
processes and policy 
relevant to the work 
unit. 

24. In smaller prisons, 
may be required to 
act as officer-in-
charge of the prison 
on night shifts. 

complex cases. 

17. Provides first contact 
point for external 
agencies and others 
in relation to 
Unit/Program. 

18. Sets local precedents 
regarding the 
application of 
guidelines. 

19. Provides guidance for 
others in the work 
area and/ or related 
areas. 

20. Assesses and 
responds to policy 
and process changes 
in the work area. 

21. Identifies and applies 
developments within 
professional field to 
problem solving 
within the work area. 

22. Plans, leads and 
facilitates 
consultative 
processes in a range 
of settings involving 
more difficult or 
sensitive issues. 

23. Prepares complex 
operational reports 
requiring in-depth 
factual analysis. 

24. Adapts theoretical 
knowledge based on 
practical experience 
and/or 
understanding of 
current issues in the 
field. 

25. Applies 
understanding of 
interrelationships 
between stakeholders 
and/or other work 
units to achieve local 








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Table 43.1: Custodial Officer Classification Descriptors - Trainee Prison Officer; Prison 
Officer; Senior Prison Officer/Industry Officer; and Prison Supervisor/Industry Supervisor 

Trainee Prison 
Officer 

Prison Officer 
COG 2A 

Senior Prison Officer 
Industry Officer 

COG 2B 

Prison Supervisor 
Industry Supervisor 

COG 3 
processes. 

22. Uses software and 
technical equipment 
proficiently 

objectives 

  








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Table 43.2: Custodial Officer Classification Descriptors - Operations Manager/Industry 
Manager; General Manager; and Senior General Manager 

Operations Manager 
Industry Manager 

COG 4 

General Manager 
COG 5 

Senior General 
Manager 

A COG 4 Officer 
additionally: 
1. Manages the 

operations of a small 
location, a work unit 
or activity within a 
Branch or broader 
program - including 
responsibility for all 
aspects of human and 
financial resource 
management, security, 
and good order. 

2. Coordinates the 
planning, 
development and 
implementation of a 
specialist service. 

3. Undertakes research, 
investigation and 
analysis of complex 
issues. 

4. Provides sound advice 
and briefings, options 
and recommendations 
to the higher levels of 
the organisation. 

5. Contributes to policy 
development 

6. Identifies emerging 
issues and trends and 
takes action to 
address them. 

7. Develops and 
implements strategies 
to resolve complex 
problems. 

8. Contributes to the 
development of 
business plans and 
strategies for the 
Branch. 

9. Represents the 
department in 
negotiations on local 
matters. 

10. Develops and 
manages a viable 
industry Program 
within a prison. 

A COG 5 Officer in a 
salary bandwidth of 
COG 5 base salary to the 
equivalent salary of the 
top of VPS Grade 5 Value 
Range 2 work value 
descriptors. 
1. Manages change 

processes. 
2. Manages cross-

functional delivery 
of a defined service 
with increased 
budget, staff 
responsibilities, or 
sensitive or 
complex issues. 

3. Provides specialist 
professional 
services or advice, 
including leadership 
and guidance to 
others. 

4. Development and 
implement and 
management of 
major departmental 
programs and 
projects. 

5. Providing 
authoritative and 
strategic advice to 
Executive 
Management. 

6. Resolves complex 
and sensitive issues 
and problems with 
wide impact 
involving a number 
of stakeholders. 

7. Develops and 
implements 
integrated 
solutions. 

8. Identifies risks and 
recommends risk 
management 
strategies. 

9. Makes decisions 
that may set 
precedents for 
peers. 

A COG5 Officer salary 
equivalent salary of VPS 
Grade 6 Value Range 1 
base to the top of Grade 
6 Value Range 1 
additional work value 
descriptors. 
1. Manages a large-

scale organisational 
service or regional 
delivery function. 

2. Develops service 
delivery models 
within business 
plans and 
objectives 

3. Develops medium 
to longer term 
plans and strategies 
which are 
consistent with 
business plans, 
planning and 
prioritising work 
programs and 
allocating 
appropriate 
resources to ensure 
its satisfactory 
completion. 

4. Is responsible for 
operational policy 
or service 
development 
impacting on a 
major functional 
area. 

5. Routinely advises 
senior stakeholders 
on policy issues 
and solutions 
within a functional 
area 

6. Evaluates and 
manages risk and 
ensures quality and 
probity in project 
proposals. 

7. Develops policy 
frameworks within 
area of expertise or 
responsibility 

COG6: Senior General 
Manager additionally: 
1. Is responsible and 

accountable for all 
aspects of major 
prison / region or 
major or state-wide 
strategic function. 

2. Provides 
authoritative, expert, 
professional, 
technical and 
strategic advice to 
Executive 
Management and the 
Minister on complex 
and/or state-wide 
issues, policies, 
procedures, 
guidelines and 
standards 

3. Resolves complex 
and sensitive 
issues/problems 
which have 
significant 
organisational 
impact 

4. Conceptualises, 
negotiates and 
manages complex 
projects and service 
improvement 
initiatives 

5. Represents the 
organisation in local, 
national and 
international forums 

6. Introduces and leads 
change processes. 

7. Develops policies, 
programs and 
initiatives that 
impact on programs 
or major functional 
areas. 

8. Is required to 
interpret general 
policy framework to 
make decisions in 
the absence of 








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Table 43.2: Custodial Officer Classification Descriptors - Operations Manager/Industry 
Manager; General Manager; and Senior General Manager 

Operations Manager 
Industry Manager 

COG 4 

General Manager 
COG 5 

Senior General 
Manager 

11. Integrates activities 
across all units within 
the prison. 

12. Develops policies and 
procedures on 
operational areas 
across the prison. 

13. Develops professional 
guidelines within the 
work area. 

14. Resolves complex 
operational service 
delivery issues 
consistent with 
program objectives. 

15. Interprets and applies 
business plans and 
policies to own area of 
responsibility, 
including putting 
strategies in place to 
ensure that local plan 
targets are achieved. 

16. Is expected to 
introduce innovation 
within work area. 

17. Defines the 
appropriate 
methodology in the 
analysis of policy or 
research options. 

18. Conveys specialist 
concepts and policies 
to prisoners, staff and 
stakeholders. 

19. Prepares reports, 
briefs and 
correspondence on 
complex issues that 
impact at program or 
organisational level. 

20. Develops and 
implements 
operational 
communication and 
consultation strategies 
on specific projects. 

21. Researches and 
applies advanced 
theoretical knowledge 
in a specialised field to 

10. Develops business 
plans to deliver on 
evolving 
organisational 
priorities. 

11. Provides solutions 
and thinking to 
advance 
organisational 
innovation or 
occupational / 
professional 
knowledge. 

12. Creatively develops 
options in a 
changing 
organisational 
environment. 

13. Relies on formal 
and informal 
communication 
channels to achieve 
goals and engages 
stakeholders to help 
them identify areas 
and opportunities 
for improvement. 

14. Initiates and 
maintains effective 
relationships with 
internal and 
external 
stakeholders at peer 
or senior levels. 

15. Manages 
consultation 
processes including 
engagement with 
key stakeholders. 

16. Negotiates with 
stakeholders, peers, 
industry bodies and 
other government 
agencies with the 
objective of gaining 
co-operation, 
influencing views 
and meeting 
timelines for 
delivery of project, 
service or advice. 

based on defined 
organisational 
priorities 

8. Participates in 
strategic planning 
and contributes to 
strategic decision 
making process 

9. Is accountable for 
the achievement of 
established 
corporate 
objectives including 
the formulation and 
implementation of 
local business 
plans. 

10. Identifies and 
responds to new 
and emerging 
strategic issues 
impacting on the 
operating 
environment. 

11. Purpose of 
communication 
may be to resolve 
complex issues 
through a process 
of consultation and 
negotiation. 

12. Prepares technical 
reports at an 
authoritative level. 

13. Develops briefs on 
highly complex 
issues that provide 
options for decision 
within an 
organisation. 

14. Initiates and 
manages 
negotiations with 
peers (internal and 
external to work 
unit) to gain 
commitment to 
projects, and 
delivery of 
activities to meet 
timelines 

definitive 
operational policies. 

9. Contributes 
advanced expertise 
and knowledge to 
strategic planning 
and decision-making 
processes. 

10. Is required to use 
formal and informal 
channels to influence 
organisation or 
program 
management to 
achieve goals. 

11. Influences 
stakeholders holding 
competing priorities 
and views. 

12. Briefs high-level 
stakeholders in own 
area of expertise in a 
variety of forums. 

13. Operates with 
loosely defined 
hierarchies of 
decision-making. 

14. Negotiates to resolve 
differences to 
achieve agreement 
to project/program. 

15. Ability to negotiate 
on the spot, often on 
the basis of limited 
information. 

16. Proficiency and 
expertise has a 
significant impact on 
the capability to 
deliver the policy 
agenda, program or 
project initiatives. 

17. Possesses high-level 
expertise in the 
program area. 

18. Provides high-level 
expertise in a field or 
discipline that is 
critical to the 
program or 
organisation. 








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Table 43.2: Custodial Officer Classification Descriptors - Operations Manager/Industry 
Manager; General Manager; and Senior General Manager 

Operations Manager 
Industry Manager 

COG 4 

General Manager 
COG 5 

Senior General 
Manager 

operational problem 
solving. 

22. Applies sound 
theoretical and 
practical expertise in 
development of policy 
options. 

23. Is the officer-in-charge 
of the prison in the 
absence of the General 
Manager.  

At the higher end of the 
Grade additional work 

value descriptors apply. 
24. Formulates service 

delivery plans within 
the strategic 
framework. 

25. Manages the planning, 
development and 
implementation of a 
specialist service. 

26. Manages the 
operations of a prison 
location or specialist 
service 

27. Provides authoritative 
advice and 
recommendations 
where options and 
precedents are 
unclear. 

28. Provide high-level 
advice to the General 
Manager in the 
development of 
business plans and 
strategies for the 
Branch / Agency. 

29. Represents the 
department in public 
forums and 
negotiating on local 
matters. 

30. Provides leadership 
and guidance based on 
advanced expertise. 

31. Recommends 
specialised service 
delivery models. 

32. Decisions often impact 
upon staff, peers and 

17. Is influential in 
negotiations with 
external suppliers 
of major services. 

18. Modifies and 
applies concepts to 
new situations that 
may impact beyond 
the immediate work 
area. 

19. Provides leadership 
in the application of 
concepts to policy 
development. 

 

15. Provides and 
receives highly 
complex, 
contentious or 
sensitive 
information where 
high levels of 
negotiation, 
communication and 
interpersonal skills 
are required 

16. Explains highly 
complex concepts, 
ideas and issues to 
an executive (i.e. 
non-expert) 
audience 

17. Represents own 
work area with 
external 
stakeholders, and 
effectively manages 
feedback 

18. Confidently 
represents the 
agency with 
external peers and 
negotiate within 
parameters agreed 
with immediate 
manager 

19. Focuses on 
understanding 
stakeholder issues 
and influencing 
their views 

20. Provides 
authoritative 
expert advice on 
complex issues 
within own area 

21. Uses knowledge of 
structures, 
processes and 
culture of 
government, the 
sector and the 
Department to 
develop policies 
and new program 
or project 
initiatives 

19. Creates a learning 
environment within 
prison / region 

 








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Table 43.2: Custodial Officer Classification Descriptors - Operations Manager/Industry 
Manager; General Manager; and Senior General Manager 

Operations Manager 
Industry Manager 

COG 4 

General Manager 
COG 5 

Senior General 
Manager 

prisoners outside the 
immediate work area. 

33. Makes decisions in 
situations where there 
is some, but not 
definitive, precedent 
about the application 
of an organisational 
framework 

34. Advice and analysis 
influences policy 
development 

35. Contributes to 
strategic business 
planning 

36. Interprets and applies 
business plans and 
policies in own area of 
responsibility and 
provides advice to 
others on 
implementation issues 

37. Is accountable for 
work organisation, the 
allocation of resources 
within and the outputs 
required of the work 
area. 

38. Innovative thinking 
and analysis 
influences 
developments within 
area of responsibility. 

39. Initiates and 
maintains 
relationships with 
peer and senior 
internal and external 
stakeholders. 

40. Focuses on 
understanding 
stakeholder issues. 

41. Negotiates with 
stakeholders and 
peers with the object 
of gaining co-
operation and meeting 
timelines for delivery 
of project, service or 
advice. 

42. Prepares technical 
reports at an 

22. Applies complex 
concepts drawn 
from non-related 
fields to address 
policy issues 

23. Possesses high-
level expertise in 
the field or 
discipline. 

 








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Table 43.2: Custodial Officer Classification Descriptors - Operations Manager/Industry 
Manager; General Manager; and Senior General Manager 

Operations Manager 
Industry Manager 

COG 4 

General Manager 
COG 5 

Senior General 
Manager 

advanced professional 
level. 

43. Uses specialist 
knowledge within a 
confined field to 
challenge policies and 
professional concepts. 

44. Applies complex 
concepts to policy 
development or 
research. 

45. Provides leadership in 
the adaptation and 
application of 
concepts to 
operational matters 
within local work 
area. 

46. Models high-level 
leadership attributes 

Senior General Manager – Major Prison Facilities 

A COG 7 officer, as 
designated by the 
Employer, is responsible 
and accountable for all 
aspects of a major prison 
facility and/or strategic 
State-wide function and 
operates consistent with 
the VPS STS descriptors. 

   

 

 Community Corrections Practitioner (CCP) – VPS Aligned Adaptive 
Classification Structure  

 The CCP structure is a six (6) level structure that maintains alignment with the VPS 
classification structure. CCP levels 1, 2, 3 and 4 represent work value based alignment with 
the VPS classification structure. The VPS Aligned Adaptive Classification Structure applying 
to Community Corrections Practitioners in outlined in the table below: 

Part 3 Community Corrections 

10. 

H .1 








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Table 44: Community Corrections Practitioner (CCP) – VPS Aligned Adaptive Classification Structure 

Community Corrections Practitioners VPS Grade Alignment 

Community Corrections Practitioner 
Grade 1 (CPP1) 

VPS Grade 2, Value Range 2 

Community Corrections Practitioner 
Grade 2 (CPP2) 

VPS Grade 3, Value Range 1 

Community Corrections Practitioner 
Grade 3 (CPP3) 

VPS Grade 3, Value Range 2 

Community Corrections Practitioner 
Grade 4 (CPP4) 

VPS Grade 4 

Community Corrections Practitioner 
Grade 5 (CPP5) 

VPS Grade 5 

Community Corrections Practitioner 
Grade 6 (CPP6) 

VPS Grade 6 

 

 Work or Conditions Allowances – Pager Allowance 

 Office of the Public Advocate Employees rostered on pager duty on a Monday to Friday will 
receive compensation at the rate of 0.2 days leave or salary per day worked on pager duty, 
irrespective of the number of calls actually taken or the incidence of actual call out time. 

 Office of the Public Advocate Employees rostered on pager duty on a Saturday or Sunday will 
receive compensation at the rate of 0.4 days leave or salary per day worked on pager duty, 
irrespective of the number of calls actually taken or the incidence of actual call out time. 

 If a public holiday falls within the period of rostered pager duty an allowance of 0.8 days leave 
or salary will be paid for the public holiday. 

 

 Work or Conditions Allowances – Rostered Employees 

 Overtime – Commuted Allowance 

(a) A Metropolitan-based Sheriff’s Officer must be paid a commuted allowance at the rate 
of 6 per cent of base salary. 

(b) A Country-based Sheriff’s Officer must be paid a commuted allowance at the rate of 10 
per cent of base salary in recognition of excess travelling time. 

Par t 4 Office of the Public Advocate 

11. 

11.1 

11 .2 

11 .3 

Par t 5 Sheriffs Office 

12. 

12.1 








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(c) The allowances payable under this clause compensates for the performance of up to 
two hours of unplanned overtime per week associated with Sheriff’s Officer’s duties and 
all other incidences of employment not covered elsewhere in this Agreement.  

(d) The allowances payable under this clause must be paid as part of fortnightly salary and 
shall form part of the salary specified for superannuation purposes and all paid leave 
provided for under this Agreement. These allowances do not apply where the Sheriff’s 
Officer is promoted to a position of higher classification, transferred to a non-Sheriff’s 
Officer position or ceases to occupy a Sheriff’s Officer position pursuant to other 
provisions of this Agreement. 

 Sheriffs Officer – Fitness for Duty 

Employees engaged as a Sheriff’s Officer after 1 January 2016 may be required to undertake 
a fitness test to meet the defined standards of fitness. 

 Reviews during life of the Agreement 

 Review of classification descriptors 

(a) The parties agree that, during the life of the Agreement, they will conduct a joint review 
of the VPS Value Range Standard Descriptors set out in Clause 2 of Schedule C of the 
Agreement against the duties of Sheriff’s Officers to determine whether: 

(i) the Standard Descriptors adequately reflect the duties of Sheriff’s Officers; and 

(ii) a new set of classification descriptors should be developed for Sheriff’s Officers.  

(b) Any review under this clause will be conducted by the Sheriff’s Office of Victoria and 
nominated representatives from the Department of Justice and Community Safety in 
consultation with the CPSU and nominated CPSU delegates.  

(c) Although the parties agree to consult in good faith, nothing in this clause requires the 
parties to agree on a new set of classification descriptors for Sheriff’s Officers.  

(d) Unless and until such time as the parties agree on any new classification descriptors for 
Sheriff’s Officers (which will, if agreed, form part of a new agreement), the Standard 
Descriptors will continue to apply to Sheriff’s Officers. 

 Review of Sheriff’s Officer qualification 

The parties will conduct a joint review of the Sheriff’s Officer qualifications in Clause 15 of 
Appendix 1 in order to align with a revised Sheriff’s Officer operating model and review of the 
VPS Value Range Standard Descriptors set out in Clause 2 of Schedule C of the Agreement. 
The review may result in the agreed identification or development of an equivalent agreed 
qualification to the Certificate IV in Court Operations.  

 Review of mental health and wellbeing provisions 

The parties agree that, during the life of the Agreement, they will work together to develop 
and implement agreed measures and guidelines or standards to support Sheriff’s Officers 
mental health, wellbeing and recovery. 

13. 

14. 

14.1 

14.2 

14.3 








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 Review of process for maintaining accoutrements 

Sheriff’s Officers are required to carry certain prescribed weapons as part of their role. These 
must be maintained to a high standard to ensure they are in safe working order. In recognition 
of this, the department will conduct a review of the process by which Sheriff’s Officers’ 
accoutrements are maintained to ensure Sheriff’s Officers receive adequate support and do 
not incur any out-of-pocket expenses related to such maintenance.  

 

 Sherriff’s Officer Classification Structure 

 Progression in the Sheriff’s Officer structure is as follows: 

(a) Trainee Sheriff’s Officer work value alignment of VPS Grade 2 Value Range 1; 

(b) Progression to VPS salary point 2.2.1 after 3 months employment and demonstrated 
competency in executing initial criminal warrants; 

(c) Progression to VPS salary point 2.2.2 after 12 months employment, completion of 
Certificate IV in Government or Certificate IV in Government (Court Compliance) and 
demonstrated competency in executing all criminal warrants; 

(d) Progression to VPS salary point 2.2.5 after 24 months employment and demonstrated 
competency in executing all civil and criminal warrants; 

(e) Typically, Sheriff’s Officers move to Senior Sheriff’s Officer after 36 months employment 
subject to having met the agency’s performance standards. 

 Employees who hold the position of Senior Sheriff’s Officer, may progress by annual 
progression beyond salary point 3.2.2 subject to having met the agency’s performance 
standards and completion of Certificate IV in Government, Certificate IV Government (Court 
Compliance) or an agreed equivalent. 

 Employees, who on the date of commencement of this Agreement, hold the position of 
Assistant District Supervisor may retain that title and will, subject to having met the 
agency’s performance standards, be eligible for progression to the top of VPS 3.2. 

 The Sheriff’s Officer Structure is set out in Table 45 below. The salary minimums referred to 
in this table are referenced against the VPS Structure set out in clause 1 of Schedule C. The 
VPS Classification and Value Range Descriptors apply, and may be superseded/replaced by 
agreed Sheriff’s Officer specific descriptors, subject to the outcome of clause 14.1 of 
Appendix 1. 

14.4 

Part 6 Sherriff s Officer Classification Structure 

15. 

15.1 

15.2 

15.3 

15.4 








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Table 45: Sheriff’s Officer Structure  

Sheriff’s Officer Structure VPS Grade Alignment 

Sheriff’s Officer Trainee VPS salary point 2.1.1. 

Sheriff’s Officer 
VPS salary point 2.2.1 to VPS salary point 
2.2.7 

Senior Sheriff’s Officer* VPS salary point 3.1.1 to the top of VPS 3.2  

Supervisor VPS Grade 4 

Regional Manager (Sheriff’s 
Operations) 

VPS Grade 5, Value Range 1 

Regional Manager (Sheriff’s 
Operations) (Metropolitan Regions) 

VPS Grade 5, Value Range 2 

Deputy Sheriff VPS Grade 6, Value Range 2 

* Subject to the operation of clause 15.2 (as applicable) 

 

 Shop Trading Inspectors Stand-By Allowance 

 Shop Trading Inspectors who are required to be on stand-by associated with enforcement of 
the Shop Trading Reform Act 1996 and the Shop Trading Reform (Simplification) Act 2003, will 
be paid the following allowances for performance of such stand-by duties: 

(a) Christmas Day – 25 per cent of the weekly rate for the base rate of VPS Grade 4; 

(b) Good Friday, Easter Sunday – 20 per cent of the weekly rate for the base rate of VPS 
Grade 4; 

(c) Anzac Day – 10 per cent of the weekly rate for the base rate of VPS Grade 4. 

 Intermittent duty in connection with stand-by in excess of one hour’s duration will be 
remunerated as provided in clause 41, Section I of this Agreement (Overtime). 

 

 Youth Justice Worker Structure 

Youth Justice Worker (YJW) structure is set out at clause 21 and grade descriptors in clause 
22 of this Appendix.   

Part 7 Consume·r Affairs Victoria 

16. 

16.1 

H,.2 

Par t 8 Youth Justice 

17. 








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 Shift Allowances – Saturday and Sundays 

The Employer must pay a Shift Worker rostered to work ordinary hours on a Saturday or 
Sunday, excluding a Public Holiday, an allowance of 75 per cent of the ordinary hourly rate 
for each hour of ordinary duty performed. 

 Time Recording 

Employees, who are required to, will record the hours worked in a manner and form 
determined by the Employer. This provision must not be used to avoid an obligation, to pay 
relevant overtime payments under clause 41, Section I of this Agreement (Overtime). 

 Overtime (Child and Dependent Care), Sleepover and Court 
Allowances 

 Child care expenses must be paid in accordance with clause 43, Section I of this Agreement 
(Child Care).  

 Where an Employee is given short notice of the requirement to work overtime, the Employer 
must consider reasonable requests to reimburse the Employee for dependent care expenses. 

 Court Allowance 

 An Employee who has been placed on stand-by to make themselves available to attend court 
on departmental business at a time they are not rostered to work or outside their normal 
contracted hours must be paid an allowance: 

Table 46: Court Allowance 

Date of effect Amount per day 

20 March 2020 $56.15 

1 December 2020 $56.85 

1 September 2021 $57.70 

1 June 2022 $58.40 

1 March 2023 $59.30 

1 December 2023 $59.85 

 The Employer must pay the Employee in accordance with clauses 41, Section I of this 
Agreement (Overtime) for work performed while on stand-by for court. 

 Sleepover Duty  

 The Employer may require, and the Employee must not unreasonably refuse, to work 
sleepover. 

18. 

19. 

20. 

20.1 

20.2 

20.3 

20.4 

20.5 

20.6 

20.7 








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 An Employee is not required to sleepover outside the normal hours of duty except by mutual 
Agreement between the Employee and the Employer. A sleepover period must not commence 
before 10:00pm or extend beyond 7:00am. 

 Where the Employer requires an Employee to sleep over in a client residential setting, the 
Employee must be paid a sleep over allowance.  This allowance constitutes total 
compensation for any intermittent duty performed in connection with sleepover duty to a 
total of one hour’s duration:  

Table 47: Sleepover Duty 

Date of effect Amount per day 

20 March 2020 $101.95 

1 December 2020 $103.25 

1 September 2021 $104.80 

1 June 2022 $106.10 

1 March 2023 $107.70 

1 December 2023 $108.75 

 The Employer must  pay the Employee in accordance with clause 41, Section I of this 
Agreement (Overtime) for work performed after the first hour of recall to duty during a 
sleepover shift. 

 

 Youth Justice Worker 

 Introduction 

(a) Youth Justice Worker (YJW) grade descriptors are set at clause 22 of this Appendix. 

(b) Progression within the YJW Grades 1, 2, 3 and 4 is through set progression steps. 
Progression within the YJW Grades 5 and 6 is through set progression amounts as 
occurs with VPS classifications. 

 Implementation of Certificate IV in Youth Justice 

(a) During the term of this agreement, the Department of Justice and Community Safety 
(the Department) is expecting to implement a Certificate IV in Youth Justice, specific to 
employment in Victorian Youth Justice Centres (the Qualification).  

(b) The Qualification will be approved, delivered and funded by the Department and will 
be available to YJW Grade 1 staff.  

20.8 

20.9 

20.10 

Par t 9 Youth Justice - Non-VP'S Aligned Adaptive Classificatlon 
Stru,cture and Descriptors ... Department of Justice and 
Community Safety 

21. 

21.1 

21.2 








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(c) The Department will provide the CPSU and Employees written notification of the 
implementation date of the Qualification (the Implementation Date) at least 28 days in 
advance.   

 New Employees after the Implementation Date  

(a) All Employees commencing employment at the YJW Grade 1 level after the 
Implementation Date (New Employee) will be required to complete the Qualification.  

(b) A New Employee who commences employment at YJW Grade 1 Pay Point 1.1 after the 
Implementation Date will progress to YJW Grade 1 Pay Point 1.7 on completion of the 
Qualification.  

(c) A New Employee who commences employment above YJW Grade 1 Pay Point 1.1 after 
the Implementation Date will progress six progression points on completion of the 
Qualification.  

(d) The Employer will deliver the Qualification so that a New Employee can attain the 
Qualification within 12 months of the commencement of studies.  

(e) Clause 21.3(d)does not preclude a New Employee from completing the Qualification 
after 12 months of the commencement of studies if that New Employee and the 
Employer so agree.   

 Existing Employees as at the Implementation Date 

(a) Prior to the Implementation Date, the Employer will conduct a skills audit of each 
existing YJW Grade 1 Employee (Existing Employee) to determine: 

(i) which modules of the Qualification do not have to be completed due to prior 
training or work experience (and can qualify as recognised prior learning), and  

(ii) which modules of the Qualification must be completed to ensure employees are 
able to attain the Qualification.  

(b) Following the Implementation Date, the employer will support Existing Employees to 
complete the necessary identified modules required to complete the Qualification as a 
priority and will ensure staff can complete course work during work hours.  

 Salary adjustment for existing Employees after the Implementation Date 

(a) The following salary adjustments will apply to Existing Employees who complete the 
Qualification: 

(i) A YJW Grade 1 Employee at or below the YJW 1 Pay Point 1.9 will progress six 
salary points. 

(ii) A YJW Grade 1 Employee at or above the YJW Pay Point 1.10 will progress to a 
maximum Pay Point 1.15 and will receive a once-off bonus payment as follows: 

 

 

 

 

21.3 

21.4 

2l.5 








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Table 48: Salary adjustment for existing Employees after the Implementation Date 

Classification Pay Point Increase Once-off bonus payment pay 
point 

YJW 1.10 5 1 

YJW 1.11 4 2 

YJW 1.12 3 3 

YJW 1.13 2 4 

YJW 1.14 1 5 

YJW 1.15 0 6 

 The salary adjustments set out in clauses 21.3 and 21.5(a) of this Appendix are in addition 
to any other salary adjustments set out in this document.  

 The Department will conduct a review of the classification structure of YJW staff over the term 
of the Agreement. The review will consider how to improve career pathways for YJW 
Employees, including the scope of YJW2 roles. 

 Working Group 

(a) The Department will establish a Working Group to consult with employees and the 
CPSU on: 

(i) implementation of the Qualification; 

(ii) review of the classification structure for YJW staff.    

 Youth Justice Worker Structure  

Table 49: Youth Justice Worker Structure 

Youth 
Justice 

Worker 
(YJW) 

Structure 

YJW Pay 
Point 

20-Mar-20 1-Dec-20 1-Seot-21 1-Jun-22 1-Mar-23 1-Dec-23 

YOUTH 
JUSTICE 

WORKER 
GRADE 1 

YJW 1 

1.1 $53,280 $53,946 $54,755 $55,439 $56,271 $56,834 

1.2 $54,362 $55,042 $55,868 $56,566 $57,414 $57,988 

1.3 $55,443 $56,136 $56,978 $57,690 $58,555 $59,141 

1.4 $56,527 $57,234 $58,093 $58,819 $59,701 $60,298 

1.5 $57,605 $58,325 $59,200 $59,940 $60,839 $61,447 

1.6 $58,689 $59,423 $60,314 $61,068 $61,984 $62,604 

1.7 $59,770 $60,517 $61,425 $62,193 $63,126 $63,757 

1.8 $60,851 $61,612 $62,536 $63,318 $64,268 $64,911 

1.9 $61,931 $62,705 $63,646 $64,442 $65,409 $66,063 

1.10 $63,013 $63,801 $64,758 $65,567 $66,551 $67,217 

21.6 

21.7 

21.8 

21.9 








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Youth 
Justice 

Worker 
(YJW) 

Structure 

YJW Pay 
Point 

20-Mar-20 1-Dec-20 1-Seot-21 1-Jun-22 1-Mar-23 1-Dec-23 

1.11 $64,094 $64,895 $65,868 $66,691 $67,691 $68,368 

1.12 $65,177 $65,992 $66,982 $67,819 $68,836 $69,524 

1.13 $66,256 $67,084 $68,090 $68,941 $69,975 $70,675 

1.14 $67,340 $68,182 $69,205 $70,070 $71,121 $71,832 

1.15 $68,421 $69,276 $70,315 $71,194 $72,262 $72,985 

YOUTH 
JUSTICE 

WORKER 
GRADE 2 

YJW 2 

2.1 $69,917 $70,791 $71,853 $72,751 $73,842 $74,580 

2.2 $71,416 $72,309 $73,394 $74,311 $75,426 $76,180 

2.3 $72,915 $73,826 $74,933 $75,870 $77,008 $77,778 

2.4 $74,412 $75,342 $76,472 $77,428 $78,589 $79,375 

2.5 $75,907 $76,856 $78,009 $78,984 $80,169 $80,971 

2.6 $77,407 $78,375 $79,551 $80,545 $81,753 $82,571 

2.7 $78,903 $79,889 $81,087 $82,101 $83,333 $84,166 

2.8 $80,403 $81,408 $82,629 $83,662 $84,917 $85,766 

YOUTH 
JUSTICE 

WORKER 
GRADE 3 

YJW 3 

3.1 $81,900 $82,924 $84,168 $85,220 $86,498 $87,363 

3.2 $83,395 $84,437 $85,704 $86,775 $88,077 $88,958 

3.3 $84,895 $85,956 $87,245 $88,336 $89,661 $90,558 

3.4 $86,558 $87,640 $88,955 $90,067 $91,418 $92,332 

3.5 $88,502 $89,608 $90,952 $92,089 $93,470 $94,405 

3.6 $91,283 $92,424 $93,810 $94,983 $96,408 $97,372 

YOUTH 
JUSTICE 

WORKER 
GRADE 4 

YJW 4 

4.1 $92,381 $93,536 $94,939 $96,126 $97,568 $98,544 

4.2 $94,327 $95,506 $96,939 $98,151 $99,623 $100,619 

4.3 $96,268 $97,471 $98,933 $100,170 $101,673 $102,690 

4.4 $98,210 $99,438 $100,930 $102,192 $103,725 $104,762 

4.5 $99,872 $101,120 $102,637 $103,920 $105,479 $106,534 

4.6 $101,932 $103,206 $104,754 $106,063 $107,654 $108,731 

4.7 $103,996 $105,296 $106,875 $108,211 $109,834 $110,932 

4.8 $104,829 $106,139 $107,731 $109,078 $110,714 $111,821 

YOUTH 
JUSTICE 

WORKER 
GRADE 5 

YJW 5 

YJW 5.1 
Base 

$104,993 $106,305 $107,900 $109,249 $110,888 $111,997 

YJW 5.1 
Max 

$110,355 $111,734 $113,410 $114,828 $116,550 $117,716 

Progressio
n amt 

$2,994 $3,031 $3,076 $3,114 $3,161 $3,193 

YJW 5.2 
Base 

$110,357 $111,736 $113,412 $114,830 $116,552 $117,718 

YJW 5.2 
Max 

$120,838 $122,348 $124,183 $125,735 $127,621 $128,897 

Progressio
n amt 

$2,994 $3,031 $3,076 $3,114 $3,161 $3,193 








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Youth 
Justice 

Worker 
(YJW) 

Structure 

YJW Pay 
Point 

20-Mar-20 1-Dec-20 1-Seot-21 1-Jun-22 1-Mar-23 1-Dec-23 

YOUTH 
JUSTICE 

WORKER 
GRADE 6 

YJW 6 

YJW 6.1 
Base 

$122,502 $124,033 $125,893 $127,467 $129,379 $130,673 

YJW 6.1 
Max 

$143,219 $145,009 $147,184 $149,024 $151,259 $152,772 

Progressio
n amt 

$3,780 $3,827 $3,884 $3,933 $3,992 $4,032 

YJW 6.2 
Base 

$143,220 $145,010 $147,185 $149,025 $151,260 $152,773 

YJW 6.2 
Max 

$163,934 $165,983 $168,473 $170,579 $173,138 $174,869 

Progressio
n amt 

$3,780 $3,827 $3,884 $3,933 $3,992 $4,032 

 Youth Justice Custodial Career Structure Classifications and 
Standard Descriptors 

Jobs in this structure support the Department’s children, youth and families programs. 

Child Protection and Youth Justice form part of the same service delivery system in Victoria. This is 
because they are both governed by the same legislation: The Children, Youth and Families Act 2005 (Vic) 
(The Act). The Act outlines its purposes as: 

• to provide for community services to support children and families; and 

• to provide for the protection of children and young persons; and 

• to make provision in relation to children and young persons who have been charged with, or who 
have been found guilty of offences; and 

• to continue the Children’s Court of Victoria as a specialist court dealing with matters relating to 
children. 

The Act sets out the statutory roles of the Department in youth justice. A key role of these Employees 
is exercising legal delegations and functions pursuant to the Act and other related acts. A brief 
explanation of the youth justice program is provided below. 

Youth Justice Custodial Services 

Youth Justice Custodial Centres accommodate young people aged 10 – 18 remanded and sentenced by 
the Criminal Division of the Children’s Court and some 18 – 21 year olds sentenced by the adult courts 
to Youth Justice Custodial Centres in Victoria. The centres operate within a framework that promotes 
the return of young people to the community at the completion of their custodial sentence with 
increased support and opportunities and reduced risk of re – offending. 

Note: Youth Justice Grade and Value Range Descriptors reflected the underpinning work value anchors 
for the function. Where the descriptors reference the VPS Grade and Value Range descriptors, the Youth 
Justice descriptors are to be read in conjunction with them. The primary classification reference at 
Youth Justice Grade 5 is operational service delivery with the VPS Grade and Value Range descriptors 
serving as a framework for the other elements of work value. Use of the VPS Grade and Value Range 
descriptors in this manner for CP Grade 5 is unique to this occupational category. 

22. 








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Table 50:  Youth Justice Custodial Career Structure 

Table 50.1: Youth Justice Custodial Career Structure Classifications and Standard Descriptors - Grades 1 to 4 

Grade Descriptors Grade 1 Grade 2 Grade 3 Grade 4 

General: 

 

Provides basic client care and 
support in both a community 
and /or institutional setting 

Works within a well-defined 
environment under close 
supervision 

Typically in Youth Justice 
Custodial Services, a worker 
providing either direct care, 
client supervision or support 

Provides standard services 
under general supervision 
within a service delivery 
framework 

 

Provides standard services 
within a service delivery 
framework 

 

Manages delivery of services to 
clients within a service delivery 
framework 

Provides professional services 
at an advanced level in the field 
of expertise 

 

Program Specific: 

 

 Typically in Youth Justice 
Custodial Services 

• may coordinate shift 
activities 

• coordinates activities which 
support client programs 

Typically in Youth Justice 
Custodial Services, a unit/ 
program, co-ordinator 

 

Typically in Youth Justice 
Custodial Services a program or 
unit manager 

 

Decision Making All Employees exercise legal delegations and functions pursuant to the Children, Youth and Families Act 2005 (Vic) and other related acts. 
Specific delegations and functions are determined by the role and work environment in combination (as specified in job descriptions). 

Operational Service Delivery Provides case support or direct 
care to clients 

Manages a range of client 
behaviours 

Takes appropriate action for 
the safety and security of clients 
and the centre 

Provides direction to a shift of 
direct care workers involved in 
the care, support and 
supervision of clients 

Plans and prioritises work to 
achieve defined targets 

Works as a coordinator of a 
residential unit or a non-
residential program 

Organises work schedules and 
allocates cases 

Undertakes more complex and 
advanced casework 

Evaluates and modifies 
behaviour management 
systems or programs within a 
unit 

Contributes to centre-wide 
behaviour management 
systems 








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Table 50.1: Youth Justice Custodial Career Structure Classifications and Standard Descriptors - Grades 1 to 4 

Grade Descriptors Grade 1 Grade 2 Grade 3 Grade 4 

Selects and applies established 
procedures and local work 
practices 

Prioritises own work program 
with guidance from the 
supervisor 

Implement aspects of client 
case plans 

Works with clients in a range of 
settings 

Works as part of a team in 
dealing with crisis intervention 

Works with others to 
coordinate client programs 

Undertakes client assessments, 
case management and the 
development, implementation 
and review of case plans and 
client service plans 

Adapts practices to a variety of 
case circumstances 

Refers complex cases and issues 
to more senior staff and other 
service providers 

Works with clients in a range of 
settings  

Manages and monitors the level 
of service provided to clients 

Provides services in relation to 
vocational training and 
employment for clients 

Researches program options to 
develop recommendations 

 

Provides expertise in the more 
problematic cases 

 

Accountability and 
Frameworks 

Provides direct client care, case 
management, practical advice, 
assistance and client support 
and supervision services 

Maintains accurate client 
records 

Makes decisions and solves 
problems based on knowledge 
gained from formal training and 
the application and 
interpretation of precedents, 
policies and standards 

Provides advice, expertise, 
support and training to direct 
care staff 

Ensure case plans are followed 
by direct care staff including 
leave programs 

Participates in planning, 
implementing and reviewing 
programs and services 

Assesses clients and 
recommends appropriate type 
and level of service for clients 

Co-ordinates case management 
advice relating to individual 
case plans to peers, and internal 
and external stakeholders 

Ensures case management 
processes are in place and 
standards are met. 

Solves problems by applying 
sound judgment and 
professional expertise 

Participates in developing and 
evaluating client service 
delivery and treatment 
strategies 

Overall responsibility for the 
operation of the unit or 
program. 

Decisions are authoritative and 
not usually subject to 
intervention  

Manages staff and resources for 
a unit or program 

 








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Table 50.1: Youth Justice Custodial Career Structure Classifications and Standard Descriptors - Grades 1 to 4 

Grade Descriptors Grade 1 Grade 2 Grade 3 Grade 4 

Selects and applies a variety of 
work practices and techniques 
common to the work area 

Refers more complex problems 
to the supervisor for resolution 

Selects from a variety of 
techniques, systems, methods 
or procedures 

Modifies or adapts practices 
within the work area that have 
limited impact 

Conducts supervision sessions 
for a team of direct care staff 

Innovation and Originality Judgement is required to solve 
problems arising in own work 
program 

Takes initiative to recommend 
improved processes in 
immediate work area 

Creatively deals with problems 
within the work area 

Initiates improvements to work 
practices within the work area 
Explores new ideas in response 
to more challenging cases 
issues and problems and 
proposes changes and solutions 

Develops and applies new ideas 
in more complex case plans and 
proposes solutions 

Assesses and responds to 
developments in the field 

Explores and disseminates new 
ideas in response to non-
routine case issues and 
problems and decides on 
changes and solutions 

Demonstrates creative thinking 
in the design and 
implementation of unit 
processes 

Contributes ideas to strategic 
planning of the centre 

Communication Communicates effectively with 
clients, and their 
families/guardians/ caregivers 
concerning the implementation 
of case plans and client support 

Prepares routine reports and 
correspondence relating to 
client assessment and case 
plans. 

Uses persuasion, advocacy, 
negotiation and motivation 
skills with clients, their families, 
guardians and service providers 

Prepares client reports 

Prepares briefs and 
correspondence for 
consideration by management 

Liaises, consults and seeks to 
influence other service 
providers, government and 
non-government sector 
agencies to provide coordinated 
client services 

Provides specialised advice and 
information to other service 
providers 

Finalises case reports and 
correspondence 

Conveys policy, case 
management and operational 
advice to a range of professional 
and program audiences 

Applies negotiation, 
consultation and persuasion 
skills at an advanced level. 
Prepares comprehensive case 
reports, correspondence, and 
briefings 








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Table 50.1: Youth Justice Custodial Career Structure Classifications and Standard Descriptors - Grades 1 to 4 

Grade Descriptors Grade 1 Grade 2 Grade 3 Grade 4 

Applies conflict resolution skills 
in dealing with challenging 
clients 

Knowledge and Proficiency Understands relevant 
procedures, practices, 
guidelines and legislation 
relating to the work area 

 

Applies a developed 
understanding of service 
standards, techniques and 
practices, acquired through 
operational expertise 

Applies an understanding of 
relevant legislation and current 
trends and approaches to 
service provision in the field 

Provides authoritative advice to 
other professionals and 
organisations on program and 
service delivery 

Possesses and applies a wide 
knowledge and understanding 
of program, operational and 
service delivery issues 

 

  








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Table 50.2: Youth Justice Custodial Career Structure Classifications and Standard Descriptors - Grades 5 and 6 

Grade Descriptors Grade 5 Grade 6 

 VR1 VR2 VR1 VR2 

General: 

 

 A senior regional program manager with a significant impact on 
program management and delivery 

Program Specific: Typically in Youth Justice Custodial Services, a project or policy 
manager 

Typically in Secure Welfare, manager of the program. 

Decision Making All Employees exercise legal delegations and functions pursuant to the Children, Youth and Families Act 2005 (Vic) and other related acts. 
Specific delegations and functions are determined by the role and work environment in combination (as specified in job descriptions). 

Operational Service Delivery Manages the operations of a 
centre or service, sub program, 
minor program, or program 
component with significant 
service delivery components 

Intervenes in and manages the 
most problematic cases 

Provides specialist professional 
services or advice 

Coordinates major projects 

Manages program or service 
delivery activities with 
increased budget, staff 
responsibilities or sensitive or 
complex issues 

Professional services and 
advice is applied more broadly 
to influence policies and 
program delivery 

Manages major projects 

The VPSG 6.1 Non Executive 
Career Structure Classification 
and Value Range Standard 
Descriptors apply 

The VPSG 6.2 Non Executive 
Career Structure Classification 
and Value Range Standard 
Descriptors apply 

Accountability and 
Frameworks 

The VPSG 5 Non Executive Career Structure Classification and 
Value Range Standard Descriptors apply 

The VPSG 6 Non Executive Career Structure Classification and 
Value Range Standard Descriptors apply 

Innovation and Originality The VPSG 5 Non Executive Career Structure Classification and 
Value Range Standard Descriptors apply 

The VPSG 6 Non Executive Career Structure Classification and 
Value Range Standard Descriptors apply 

Communication The VPSG 5 Non Executive Career Structure Classification and 
Value Range Standard Descriptors apply 

The VPSG 6 Non Executive Career Structure Classification and 
Value Range Standard Descriptors apply 








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237 

 

Table 50.2: Youth Justice Custodial Career Structure Classifications and Standard Descriptors - Grades 5 and 6 

Grade Descriptors Grade 5 Grade 6 

 VR1 VR2 VR1 VR2 

Knowledge and Proficiency The VPSG 5 Non Executive Career Structure Classification and 
Value Range Standard Descriptors apply 

The VPSG 6 Non Executive Career Structure Classification and 
Value Range Standard Descriptors apply 

I I 








 

238 

 

 

 Overtime 

Notwithstanding clause 41, Section I of this Agreement (Overtime), Youth Justice 
Worker Employees who are employed at Malmsbury Youth Justice Centre, Melbourne 
Youth Justice Centre, and Parkville Youth Residential Services whose normal rostered 
shift hours of duty are in excess of 76 hours per fortnight will receive time in lieu on an 
hour for hour basis for those additional rostered shift hours beyond 76 hours per 
fortnight. 

 Youth Justice practice principles 

 The Parties jointly commit to continue to work together in an endeavour to improve 
rostering arrangements to better meet the needs of children and young people and 
Employee requirements. 

 The Parties agree that the following practice principles be applied in regard to decision 
making and practice within Victorian Youth Justice Custodial Centres. 

 The Parties will:  

(a) Ensure all children and young people and Employees will be treated with dignity 
and respect. 

(b) Support the rehabilitative, safety and supervisory needs of clients within the 
framework of the Children, Youth and Families Act 2005 (Vic).  

(c) Support ‘normalised’ hours of operating to minimise the amount of time that 
children and young people are ‘locked down’ where it is safe and secure for 
employees and young people to do so. 

(d) Proactively support the work, family and life balance policy. 

(e) Work collaboratively to ensure that Occupational Health and Safety practice and 
procedures are best practice standard. 

(f) Ensure proposed changes to work practice are conducted in accordance with 
relevant industrial Agreements and a health and safety framework. This will 
involve analysis as to the effects of changes on health and safety and any impacts 
to parties affected that are identified. 

(g) Work collaboratively with staff and the CPSU to manage and where possible 
reduce the incidence of occupational violence and assault. 

(h) Ensure unpaid meal breaks are scheduled into rosters.  

(i) Ensure handovers between shifts will be for at least 15 minutes. 

(j) Provide appropriate management /supervisory support. 

(k) Provide formal supervision to Employees on a regular basis, rostered in advance. 

Part 10 Youth Justice Custodial Centres 

23. 

24. 

24.1 

24.2 

24.3 








 

239 

 

(l) Support the implementation of measures which provide improved workforce 
mobility and better career pathways for Employees. This clause does not detract 
from the obligations and benefits provided in Section I of this Agreement. 

(m) Support Employees to actively participate in service improvement activities 
including operational debriefs, quality improvement processes, OHS meetings, 
unit meetings and conflict resolution processes. 

(n) Endeavour to fill all direct care vacancies and backfill absences as quickly as 
practicable to ensure efficient and safe management of the Custodial Precincts and 
staffing levels. 

 Training and Consultative Mechanisms 

 An agreed periodic formal meeting between the Employer, the CPSU and Employees will 
be established in each Youth Justice Custodial Centre at which the following will be 
discussed: 

(a) issues affecting the Centre, Employees and clients; 

(b) training needs; and 

(c) consultative procedures. 

 Anything established as core training will be compulsory for Employees to attend. 

 Provision of Protective Clothing – Youth Justice Custodial 
Centres 

 Youth Justice Worker Grades 1 to 5 and programs, stores, maintenance and gardening 
Employees employed at Youth Justice Custodial Centres must be provided appropriate 
clothing or a clothing allowance of up to $500 per annum. This includes an entitlement 
to request reimbursement of up to $100 per annum where Employees have purchased 
their own appropriate footwear for work purposes. 

 The Employer is not responsible for replacing personal clothing items where the 
Employee has not worn the clothing. 

 The Employer, following discussion and input from Employees and the Union, shall 
determine the type and standard of clothing and supply arrangements. 

 Protective footwear, if provided or purchased, must meet the relevant Australian Safety 
Standard. 

 Departmental managers may approve amounts above the ceilings where damaged 
clothing is being replaced in any year. 

 Claims must be paid on the basis of the Employee providing a valid receipt for the 
purchase of valid boots and clothing. Alternatively, arrangements may be made with 
suppliers to invoice the department for the supply of appropriate clothing to Employees. 

 An Employee must wear the clothing and footwear, as provided or purchased, when 
required to do so by the department. The Employer must ensure Employees are made 
aware of these provisions and ensure Employees wear the designated clothing. 

25. 

25.1 

25.2 

26. 

26.1 

26.2 

2t.3 

26.4 

26.5 

26.6 

26.7 








 

240 

 

 Employee Development 

Where Employees are required to attend training courses, this will be facilitated through 
flexible rostering arrangements, provided the Employee has given 14 days/adequate 
notice of their intention to attend the training.  

 Stand-by / Recall Allowance – Youth Justice Custodial Centres 

 The Employer may require an Employee to be on stand-by outside the ordinary hours of 
duty. The Employee may also be required to be recalled to their usual place or places of 
work. 

 An Employee on stand-by: 

(a) must be able to be contacted immediately by an agreed means of communication; 

(b) must be able to travel to their usual place or places of work within a reasonable 
time; 

(c) must be fit for duty. 

The Employer must reimburse the Employee for the cost of telephone calls made in the 
course of stand-by/recall duty.  

 Youth Justice Workers required and rostered to be on stand-by outside of their ordinary 
hours of duty must be paid a stand-by allowance: 

Table 51: Stand-by / Recall Allowance – Youth Justice Custodial Centres 

Date of effect Weekly Allowance 

20 March 2020 $354.10 

1 December 2020 $358.50 

1 September 2021 $363.90 

1 June 2022 $368.45 

1 March 2023 $373.95 

1 December 2023 $377.70 

 Payment of the stand-by/recall allowance in (this clause) shall constitute total 
compensation for any intermittent duty in connection with stand-by/recall to a total of 
one hour’s duration.  

 The Employer must pay the Employee in accordance with clause 41, Section I of this 
Agreement (Overtime) for work performed after the first hour of recall to duty. 

27. 

28. 

28.1 

28.2 

28.3 

28.4 

28.5 








 

241 

 

 Safety and Emergency Response Team 

 In recognition of additional skills required by members of the Safety and Emergency 
Response Team, an annual allowance (paid on a fortnightly basis) will be paid while 
performing Safety and Emergency Response duties. 

Table 52: Safety and Emergency Response Team 

Date of effect Annual Allowance 

20 March 2020 $1,112.15 

1 December 2020 $1,126.05 

1 September 2021 $1,142.95 

1 June 2022 $1,157.20 

1 March 2023 $1,174.55 

1 December 2023 $1,186.30 

 

 Application 

 Part 11 of this Appendix applies to Employees of the Department of Justice and 
Community Safety who are employed under the Children, Youth and Families Stream 
classification descriptors as outlined in Part 3 of Appendix 4. 

 Ten Hour Break 

 The Employer must grant an Employee in the programs covered by the Children, Youth 
and Families stream a ten-hour break between completing a shift and commencing a 
further period of duty for which the Employee has expressly been recalled. 

(a) If an Employee commences work later than their rostered time in order for the ten-
hour break to occur, they will be paid including all appropriate payments for the 
whole shift (including any over runs), from the commencement of their rostered 
shift time. 

 Notwithstanding clause 31.1 of this Appendix, the Employer may recall the Employee to 
return to duty before the expiration of the ten hour break. In these circumstances, the 
Employer must pay the Employee in accordance with Section I of this Agreement 
(Overtime), except that the rate shall be time and a half of the Employee’s hourly rate for 
the first three hours and, for all time worked after the first three hours, at double time, 
until the commencement of the break. 

 The following provisions also apply: 

29. 

29.1 

Part 11 Children, Youth and Families Stream 

30. 

30.1 

31. 

31.1 

31.2 

31.3 








 

242 

 

(a) The roster, including starting times, will not be changed because a ten hour break 
has not occurred. 

(b) If an Employee commences work later than their rostered time in order for the ten-
hour break to be observed, they will be paid including all appropriate payments 
for the whole shift (including any over runs), from the commencement of their 
rostered shift time. 

(c) In addition to clause 31.3(b) above, where an Employee works five hours of 
overtime in addition to a normal period of rostered duty, the Employer may direct 
the Employee off all or part of the next day’s shift with no monetary disadvantage 
to the Employee having regard to occupational health and safety obligations and 
Employee well-being. 

 Overtime and Additional Leave 

 In the programs covered by the Children, Youth and Families (CYF) stream in CYF Grade 
1, CYF Grade 2, CYF Grade 3, CYF Grade 4 and CYF Grade 5 must be paid at the 
appropriate overtime rate specified in clause 41.6, Section I of this Agreement 
(Overtime) based on the Employee’s salary. 

 This clause operates to the exclusion of the clauses 41.5 and 41.6(b), Section I of this 
Agreement: 

 Employees covered by the Children, Youth and Families (CYF) stream in CYF Grade 2, 
CYF Grade 3, CYF Grade 4, CYF Grade 5 and CYF Grade 6 are entitled to Additional Leave 
of 5 days paid per annum paid at the employee’s ordinary rate of pay.  

 Additional Leave accrues daily and at the rate of an employee’s contracted ordinary 
hours. 

 Full-time employees will accrue a maximum of 38 hours per annum. Part-time 
employees will accrue Additional Leave on a pro rata basis according to their contracted 
ordinary hours only. 

 Additional Leave accrued under this clause must be paid at the Employee’s ordinary 
hourly rate of pay. 

 This leave entitlement must be taken by the end of the calendar year following the 
calendar year in which it was accrued and at a time convenient to the Employer and 
Employee. 

 Where leave has not been taken in accordance with clause 32.3 above, any remaining 
Additional Leave the Employee  must be paid out at the Employee’s ordinary hourly rate 
of pay.  

32. 

32.1 

32.2 

32.3 

32.4 

32.5 

32.6 

32.7 

32.8 








 

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 Application 

 Part 12 of this Appendix applies to Employees of the Department of Justice and 
Community Safety who are employed in the Child Protection Practitioner Stream of the 
Child Protection Practitioner Structure as outlined in Part 4 of Appendix 4. 

 Child Protection Practitioner Structure 

 The Child Protection Practitioner Non-VPS Aligned Adaptive Structure has two streams: 

(a) the Children, Youth and Families (CYF) stream, and 

(b) the Child Protection Practitioner stream. 

 The classification structures and descriptors applying to these streams are detailed in 
Part 3 and Part 4 of Appendix 4. These structures and descriptors apply to Employees 
employed by the Department of Justice and Community Safety where they are employed 
within either stream. 

 

 Application of Part 13 of this Appendix 

 This Part 13 of this Appendix applies to Employees of the Department of Justice and 
Community Safety employed as Forensic Nurse Examiners or Forensic Nurse (Biological 
Specimens) engaged in the collection of biological specimens on behalf of the Victorian 
Institute of Forensic Medicine (VIFM). 

 It is acknowledged the nature of the work performed Forensic Nurse Examiners and 
Forensic Nurse (Biological Specimens) Employees is of an ad hoc unpredictable nature 
spread across various locations. In light of this the following entitlements have been 
incorporated into the minimum hourly rate and do not apply to Forensic Nurse 
Examiners and Forensic Nurse (Biological Specimens) Employees: 

(a) Clause 19– Usual place(s) of work 

(b) Clause 27 – Classification and Salaries – VPS and VPS Aligned Adaptive Structures 

(c) Clause 36.3– Reimbursement of expenses for private mobile or home phone use 

(d) Clause 38 – Hours of Work 

(e) Clause 39 – Shift Work 

Part 12 Child Protection Practitioner Structure - Non-VPS 
Aligned Adaptive Classification Structure -
Department of Justice and Community Safety 

33. 

33.1 

34. 

34.1 

34.2 

Part 13 Victorian Institute of Forensic Medicine - Forensic 
Nurse Examiners and Forensic Nurse (Biological 
Specimens) 

35. 

35.1 

35.2 








 

244 

 

(f) Clause 41 - Overtime 

 In addition to the above, the 25 per cent loading paid to casual Employees under clause 
31 of this Agreement has been incorporated into the hourly rates of pay prescribed in 
clauses 38and 39 of this Appendix. The incorporation of this loading into the hourly rate 
is compensation in lieu of any entitlement to the following benefits: 

(a) payment for public holidays not worked; 

(b) annual leave and annual leave loading; 

(c) paid parental leave; 

(d) paid compassionate leave; 

(e) paid personal/carer’s leave; 

(f) jury service; 

(g) defence reserve leave;  

(h) accident make-up pay; 

(i) paid family violence leave; 

(j) leave to attend rehabilitation programs 

 Although this Part 13 of this Appendix only applies to Employees of the Department 
employed as Forensic Nurse Examiners or Forensic Nurse (Biological Specimens) 
engaged on behalf of VIFM, the Department and VIFM acknowledge that Forensic Nurse 
Examiners and Forensic Nurse (Biological Specimens) are not the only categories or 
nurses employed by the Department on behalf of VIFM. The Department and VIFM 
acknowledge and recognise that there are other categories of nurses may be classified as 
VPS staff but that they are qualified Registered Nurses who perform the roles and 
functions of this profession. The Department and VIFM acknowledge and recognise that 
as at the date of this Agreement, in addition to those nurses covered in Part 13 of this 
Appendix, the following categories of Registered Nurses are employed at VIFM to 
perform the roles and functions of this profession: 

(a) Donor Tissue Bank of Victoria – Tissue Donation Nurse Specialists;  

(b) Family Health Nurses; 

(c) Coronial Admission and Enquiries – Medical Liaison Nurses; and 

(d) Forensic Nurse Network Coordinator.  

 Type of Employment 

 Forensic Nurse Examiners or Forensic Nurse (Biological Specimens) will be engaged 
under clause 17.4 of the Agreement on a casual sessional basis. 

 Each session will be for a minimum of three hours.  

 Any actual time worked beyond the first three hours will be paid on a per hour basis in 
accordance with this Appendix.   

35.3 

35.4 

36. 

3(,.1 

3(,.2 

36.3 








 

245 

 

 Fitness for duty  

 At all times that the Forensic Nurse Examiners or Forensic Nurse (Biological Specimens) 
Employee is on duty they must take reasonable care for their health and safety. This 
includes ensuring that the Employee is fit to perform work when they are on duty. 

 The Employee must not accept an offer of work or remain on duty if they are not fit for 
work. 

 Hourly rates of pay – Forensic Nurse Examiner Employees 

 Forensic Nurse Examiners Employees will be paid the following rates for each hour 
worked: 

Table 53: Hourly rates of pay – Forensic Nurse Examiner Employees 

Date of effect Amount per hour 

20 March 2020 $106.10 

1 December 2020 $107.45 

1 September 2021 $109.05 

1 June 2022 $110.40 

1 March 2023 $112.10 

1 December 2023 $113.20 

 Hourly rates of pay – Forensic Nurse (Biological Specimens) 
Employees 

 Subject to clause 39.2 of this Appendix, Forensic Nurse (Biological Specimens) 
Employees will be paid the following rates for each hour worked: 

Table 54: Hourly rates of pay – Forensic Nurse (Biological Specimens) 

Date of effect Amount per hour 

20 March 2020 $60.90 

1 December 2020 $61.65 

1 September 2021 $62.60 

1 June 2022 $63.35 

1 March 2023 $64.30 

1 December 2023 $64.95 

37. 

37.1 

37.2 

38. 

38.1 

39. 

39.1 








 

246 

 

 Forensic Nurse (Biological Specimens) Employees will be paid the following rates for 
each hour worked on any public holiday: 

Table 55: Public Holiday - Forensic Nurse (Biological Specimens) 

Date of effect Amount per hour 

20 March 2020 $67.00 

1 December 2020 $67.85 

1 September 2021 $68.85 

1 June 2022 $69.70 

1 March 2023 $70.75 

1 December 2023 $71.45 

 Travel time 

For the purpose of this Appendix, travel time to and from the location at which the 
Forensic Nurse Examiner or Forensic Nurse (Biological Specimens) Employees is 
required to work is counted as time worked.  

 On-call / stand-by  

 Where a Forensic Nurse Examiners or Forensic Nurse (Biological Specimens) Employee 
is required to be on-call they will be paid the relevant stand-by allowance as outlined in 
clause 35.5(e)of the Agreement. 

 To be eligible to be paid an on-call allowance the Forensic Nurse Examiners or Forensic 
Nurse (Biological Specimens) Employee, must have their name on the relevant VIFM on-
call roster for the duration of the relevant period. 

 Forensic Report Allowance – Forensic Nurse Examiners 

 Forensic Nurse Examiner Employees are required to prepare forensic reports detailing 
the nature of the work they perform. Reports prepared by a Forensic Nurse Examiner 
will be supervised, reviewed and co-signed by an experienced forensic physician from 
VIFM. Forensic Nurse Examiner Employees will be paid for each completed report in 
accordance with clauses 42.2and 42.3 of this Appendix: 

 Simple Report 

Table 56: Simple Report – Forensic Nurse Examiners 

Date of effect For each completed report 

20 March 2020 $50.75 

1 December 2020 $51.40 

39.2 

40. 

41. 

41.1 

41.2 

42. 

42.1 

42.2 








 

247 

 

Date of effect For each completed report 

1 September 2021 $52.15 

1 June 2022 $52.80 

1 March 2023 $53.60 

1 December 2023 $54.15 

 Normal report 

Table 57: Normal Report – Forensic Nurse Examiners 

Date of effect For each completed report 

20 March 2020 $71.05 

1 December 2020 $71.95 

1 September 2021 $73.00 

1 June 2022 $73.95 

1 March 2023 $75.05 

1 December 2023 $75.80 

 Forensic Report Allowance – Forensic Nurse (Biological 
Specimen) 

 Where specifically requested by Victoria Police, a Forensic Nurse (Biological Specimen) 
Employee required to prepare a report (Simple Report – Statement for Police) will be 
paid for each completed report as per the following table: 

Table 58: Forensic Report Allowance – Forensic Nurse (Biological Specimen) 

Date of effect For each completed report 

20 March 2020 $40.60 

1 December 2020 $41.10 

1 September 2021 $41.70 

1 June 2022 $42.25 

1 March 2023 $42.90 

1 December 2023 $43.30 

42.3 

43. 

43.1 








 

248 

 

 Court Attendance – Forensic Nurse Examiners 

 A Forensic Nurse Examiner required to attend court will be entitled to the payments in 
clauses 44.2and 44.3 based on the duration of the court attendance: 

  Half day or less 

Table 59: Half day or less – Court Attendance Payment – Forensic Nurse Examiners 

Date of effect Amount per half day or less 

20 March 2020 $253.75 

1 December 2020 $256.90 

1 September 2021 $260.80 

1 June 2022 $264.05 

1 March 2023 $268.00 

1 December 2023 $270.70 

 More than half a day 

Table 60: More than half a day – Court Attendance Payment – Forensic Nurse Examiners 

Date of effect Amount more than half a day 

20 March 2020 $507.50 

1 December 2020 $513.85 

1 September 2021 $521.55 

1 June 2022 $528.05 

1 March 2023 $536.00 

1 December 2023 $541.35 

 Court Attendance – Forensic Nurse (Biological Specimen) 

 A Forensic Nurse (Biological Specimen) Employee required to attend court will be 
entitled to the payments in clauses 45.2and 45.3 of this Appendix based on the duration 
of the court attendance: 

  Half day or less 

Table 61: Half day or less – Court Attendance Payment – Forensic Nurse (Biological Specimen) 

Date of effect Amount per half day or less 

20 March 2020 $243.60 

44. 

44.1 

44.2 

44.3 

45. 

45.1 

45.2 








 

249 

 

Date of effect Amount per half day or less 

1 December 2020 $246.65 

1 September 2021 $250.35 

1 June 2022 $253.45 

1 March 2023 $257.30 

1 December 2023 $259.85 

 More than half a day 

Table 62: More than half a day – Court Attendance Payment – Forensic Nurse (Biological Specimen) 

Date of effect Amount more than half a day 

20 March 2020 $487.20 

1 December 2020 $493.30 

1 September 2021 $500.70 

1 June 2022 $506.95 

1 March 2023 $514.55 

1 December 2023 $519.70 

 Reimbursement of Expenses 

 Private motor vehicle use 

A Forensic Nurse Examiners or Forensic Nurse (Biological Specimens) Employee 
required to use their private motor vehicle in the course of their employment, will be 
reimbursed in accordance with clause 36.4 of the Agreement. 

 Professional development 

Where a Forensic Nurse Examiners or Forensic Nurse (Biological Specimens) Employee 
is required to attend training by VIFM, appropriate costs will be met. 

 

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46. 

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 Definitions 

 For the purpose of this Part 1 of Appendix 2: 

(a) “Employee or Employees” means an Employee of the Department of Education 
and Training who is employed within the Victorian Curriculum and Assessment 
Authority (VCAA). 

(b) “stand-by” is where an Employee, is not required to be on duty as part of their 
normal hours of work, and is directed to be available, without notice, to be 
contacted and/or return to work to undertake duties outside the Employee’s 
normal hours of work. 

 Stand-by 

 Where an Employee is undertaking information technology work that directly relates to 
the Victorian Certificate of Education (VCE) examinations or the National Assessment 
Program – Literacy and Numeracy (NAPLAN) and is required to be on stand-by during 
the periods in which VCE examinations and NAPLAN tests are processed, the following 
rates shall apply when on stand-by:  

Table 63: Stand-by - VCAA 

Date of effect 
Monday to Friday rate, 

per night 
Weekend or public 

holiday rate per day 

20 March 2020 $91.65 $121.55 

1 December 2020 $92.80 $123.05 

1 September 2021 $94.20 $124.90 

1 June 2022 $95.35 $126.45 

1 March 2023 $96.80 $128.35 

1 December 2023 $97.75 $129.65 

 The allowances payable to an Employee under clause 2.1 constitute total compensation 
for work undertaken as a result of being on stand-by, provided that: 

(a) the total amount of time worked does not exceed 1 hour; and 

Ap,pendix 2 Department of Hducatton and Training 

Part 1 V1.ctorian Curriculum. and Assessm.ent .Authority 

1. 

1.1 

2. 

2.1 

2.2 








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(b) any time worked that exceeds 1 hour is subject to the overtime provisions of the 
Agreement. 

 The provisions that apply under this Part 1 of Appendix 2 operate in lieu of any 
entitlements: 

(a) under the stand-by and recall to work provisions of the Agreement; and 

(b) the overtime provisions of the Agreement, only to the extent of the operation of 
clause 2.2(a). 

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 Definitions 

In this Appendix: 

“Activated Stand-by” means Employees have agreed to be available on a stand-by roster 
after being activated in response to an incident as defined in clause 1 of this Appendix.   

“After-hours” means outside of the normal business and operating hours of EPA 
including public holidays and all hours other than between 08:30 and 17:00 Monday to 
Friday. 

“Agreement” means the Victorian Public Service Enterprise Agreement 2016. 

“Day Rate” means payment made for being on stand-by during standard business hours, 
08:30 to 17.00. 

“Day/Night Rate” means payment made for being on stand-by during any 24-hour 
period that covers both that identified in Day and Night Rates. 

“Emergency Incident” means an incident or event where urgent action is required to 
meet EPA’s emergency management responsibilities described in the ESE Manual. 

“Employee” means an employee employed by the Environment Protection Authority 
Victoria. 

“EPA” means the Environment Protection Authority Victoria. 

“ESE Manual” means the Emergency Services Emergency Management Manual Victoria. 

 “Fit for Duty” means that an Employee is able to safely perform the duties of their 
position. 

“Incident” means either an Emergency Incident or a Major Pollution Incident. 

“Initial Limited Response” is defined in clause 35.5(g) of the Agreement 

“Major pollution incident” means an incident which has the potential to have a 
significant impact on human health or the environment and where a timely response is 
critical to reducing this impact. 

 “Night Rate” means payment made for being on stand-by After-hours, i.e. from 17:00 
on a given day to 08:30 the following day. 

“Overtime” means time worked in excess of the ordinary hours of work as defined at 
clause 38 and clause 41 of the Agreement. 

“Reasonable Time” means an appropriate time of response, and will be articulated 
upon further discussions with the CPSU and placed within the role statements. 

Appendix 3 Environment Protection Authority Victoria 

Part I Common Provisions 

1. 








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“Regularly Rostered Stand-by” means being rostered After-hours to be available if 
called upon to attend or support an Incident immediately. 

“Roster Period” means a consecutive seven (7) day or any other agreed period. 

 General  

 EPA provides response services to Incidents throughout Victoria. Such response services 
include After-hours response services.  This Appendix sets out specific terms and 
conditions of employment, which apply in relation to work performed by Employees 
when conducting After-hours response services. 

 Unless otherwise specified in this Appendix, stand-by allowance rates will be in 
accordance with clauses 5, 6 and 7 of this Appendix. Where there is a difference between 
clause 35.5 of the Agreement and this Appendix, this Appendix overrides clause 35.5 
of the Agreement and applies to the extent of the difference. 

 Arrangements 

 Suitably qualified and experienced Employees may opt in and with the agreement of the 
EPA, be rostered to be on stand-by to respond to After-hours Incidents. 

 EPA will, in consultation with Employees and CPSU: 

(a) establish a stand-by roster for each After-hours role in clauses 5, 6 and 7 of this 
Appendix; and 

(b) from time to time highlight key Incidents that could require EPA Employees to be 
on Activated Stand-by, and such stand-by roles. 

 As part of the implementation of a new Incident Management System, role statements 
will be developed and agreed by CPSU for each stand-by role in accordance with this 
Appendix, including definitions of ‘Initial Limited Response’, ‘Reasonable Time’ and 
‘follow up work’ for each role, and skills and requirements. 

 Where an Employee has agreed to opt in to the stand-by roster an Employee may refuse 
to be on a stand-by After-hours roster, where this may result in the Employee working 
hours which are unreasonable having regard to: 

(a) any risk to the Employee’s health and safety; 

(b) the Employee’s personal circumstances including family responsibilities; 

(c) the needs of the Employee in their substantive role, including delivering on EPA’s 
statutory obligations; 

(d) the notice (if any) given by EPA of the requirement to be on stand-by; 

(e) the notice given by the Employee of their intention to refuse to be on stand-by; and 

(f) any other relevant matter. 

 At all times, while an Employee is on stand-by, the Employee: 

2. 

2.1 

2.2 

3. 

3.1 

3.3 

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(a) must be contactable by an agreed means of communication and must respond to 
the communication within a Reasonable Time; 

(b) must be available to take actions appropriate to the responsibilities and functions 
of the role, including being called out to attend an Incident or to return to their 
usual place of work, if required; 

(c) must undertake any follow up work required as a result of any communication 
received, including being called out to attend an Incident or to return to their usual 
place of work, if required; 

(d) must be able to travel to their usual place(s) of work or other required site(s) 
within a Reasonable Time; 

(e) will, if recalled to work, be provided by EPA with appropriate transport or be 
reimbursed travel expenses in accordance with clause 36 of the Agreement; and 

(f) must be Fit for Duty. 

 Provisions 

The following general provisions apply to Employees in receipt of a stand-by allowance, 
as applicable: 

 Employees will be paid an allowance for the Roster Period for being on stand-by, as set 
out in clauses 5, 6 and 7 of the Appendix. 

 The allowances set out in clauses 5, 6 and 7 of the Appendix compensate Employees 
Initial Limited Response as defined in clause 35.5(g) of the Agreement. Specific 
provisions apply to some stand-by roles, as set out below. 

 Employees may undertake stand-by duties on a daily basis and shall be paid one-seventh 
(1/7th) of the applicable weekly allowance rate for each single day the Employee is on 
stand-by. 

 An Employee who is on stand-by for fewer than seven (7) consecutive days will be paid 
the appropriate daily rate according to the role undertaken for each day the Employee is 
actually on stand-by. 

 An Employee shall only be rostered to undertake one stand-by role within a Roster 
Period other than in exceptional circumstances at the request or initiative of the 
manager, and by agreement between the Employee and the manager. Employees 
rostered to undertake more than one stand-by role on a Public Holiday will only be paid 
one Public Holiday payment per Public Holiday, in accordance with clause 4.6. 

 Employees rostered on stand-by on a Public Holiday will receive an additional payment 
for being on stand-by on the Public Holiday, as follows: 

4. 

4.1 

4.2 

4.3 

4.4 

4.5 

4.6 








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Table 64: Public Holiday Stand-by Rates - EPA 

Date of effect 

Australia Day, Labour Day, Easter Saturday, 
Easter Sunday, Easter Monday, ANZAC Day, 

Queen’s Birthday, Grand Final Friday, 
Melbourne Cup Day, Boxing Day (or any day 

substituted for one of these holidays) or 
any other gazetted Victorian Public Holiday 

New Year’s Day  
(1 January), Good 
Friday, Christmas 

Day (25 December) 

20 March 2020 $80.80 $161.65 

1 December 2020 $81.85 $163.70 

1 September 2021 $83.05 $166.15 

1 June 2022 $84.10 $168.20 

1 March 2023 $85.35 $170.75 

1 December 2023 $86.20 $172.45 

 The Public Holiday allowances will increase in accordance with the provisions of clause 
30.3 of the Agreement. 

 An Employee who is on stand-by and who has been called to duty will be entitled, upon 
the cessation of such work, to a clear break of ten (10) hours without loss of pay prior to 
the resumption of normal duties. If a break of ten (10) hours is not provided the 
provisions of clause 40.1 of this Agreement will apply. 

 

 Regularly Rostered Stand-by Roles and Allowances 

 Field Response Officer (FRO) 

(a) The primary duty of the FRO is to: 

(i) represent EPA at Incidents and provide timely expert advice to Emergency 
Services on the properties, containment and clean-up of wastes and 
hazardous materials; and  

(ii) respond to and investigate incidents After-hours, when notified. 

(b) An Employee rostered to perform the FRO function will be paid an allowance for 
being on stand-by After-hours during the roster period, including Saturday, 
Sunday and all public holidays and undertaking all Initial Limited Response 
following receipt of a communication which does not require the Employee to 
carry out any follow up work.   

(c) The allowance rate per Roster Period for the FRO is: 

4.7 

4.8 

Part 2 After-hours Roles 

5. 

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Table 65: Field Response Officer Allowance (EPA) 

Date of effect Weekly Daily 

20 March 2020 $658.20 $94.05 

1 December 2020 $666.45 $95.20 

1 September 2021 $676.45 $96.65 

1 June 2022 $684.90 $97.85 

1 March 2023 $695.15 $99.30 

1 December 2023 $702.10 $100.30 

 Forecast Officer (FO)  

(a) The primary duty of the FO is to provide timely and expert forecasting and 
prediction information/advice to the SO in support of EPA’s responses to 
Incidents.  FOs will be rostered on by expertise. Only suitably qualified and 
experienced FOs will be placed on stand-by in their area of expertise. 

(b) An Employee rostered to perform the FO function will be paid an allowance for 
being on stand-by After-hours during the Roster Period, including Saturday, 
Sunday and all public holidays, and undertaking all Initial Limited Response 
following receipt of a communication which does not require the Employee to 
carry out any follow up work.   

(c) The allowance rate per Roster Period for the FO is: 

Table 66: Forecast Officer Allowance (EPA)  

Date of effect Weekly Daily 

20 March 2020 $453.95 $64.85 

1 December 2020 $459.60 $65.65 

1 September 2021 $466.50 $66.65 

1 June 2022 $472.35 $67.50 

1 March 2023 $479.40 $68.50 

1 December 2023 $484.20 $69.15 

 Media Stand-by Officer (MSO) 

(a) The primary duty of the MSO is to provide advice on and coordinate After-hours 
media contact and response and to ensure that, if a crisis arises, senior 
management is advised accordingly. 

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(b) An Employee rostered to perform the MSO function will be paid an allowance for 
being on stand-by After-hours during the Roster Period, including Saturday, 
Sunday and all public holidays, and undertaking all Initial Limited Responses 
following receipt of a communication which does not require the Employee to 
carry out any follow up work.   

(c) The allowance rate per Roster Period for the MSO is: 

Table 67: Media Stand-by Officer Allowance (EPA) 

Date of effect Weekly Daily 

20 March 2020 $433.65 $61.95 

1 December 2020 $439.05 $62.70 

1 September 2021 $445.65 $63.65 

1 June 2022 $451.25 $64.45 

1 March 2023 $458.00 $65.40 

1 December 2023 $462.55 $66.10 

 Science Officer (SO) 

(a) The primary duty of the SO is to coordinate and provide timely and expert science 
and engineering advice to support EPA’s response to Incidents.  

(b) An Employee rostered to perform the SO function will be paid an allowance for 
being on stand-by 24 hours per day during the roster period, including Saturday, 
Sunday and all public holidays, and undertaking all Initial Limited Response 
following receipt of a communication which does not require the Employee to 
carry out any follow up work.   

(c) In consultation with the SDO, the SO will ensure handover coordination of EPA’s 
science responses to the SSO for a period of time, if working on a time consuming 
Incident(s) and/or requiring a rest due to fatigue. 

(d) The allowance rate per Roster Period for the SO is: 

Table 68: Science Officer Allowance (EPA) 

Date of effect Weekly Daily 

20 March 2020 $624.15 $89.15 

1 December 2020 $631.95 $90.30 

1 September 2021 $641.45 $91.65 

1 June 2022 $649.45 $92.80 

1 March 2023 $659.20 $94.15 

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Date of effect Weekly Daily 

1 December 2023 $665.80 $95.10 

 Science Support Officer (SSO) 

(a) The primary duty of the SSO is to support the SO to coordinate and provide timely 
and expert science and engineering advice to support EPA’s responses to 
Incidents, including issuing alerts.  The SSO may also be called upon to provide 
relief or backup to the SO. Should this be required the SSO will be paid 1/7 of the 
weekly rate of the SO per day activated. 

(b) An Employee rostered to perform the SSO function will be paid an allowance for 
being on stand-by After-hours during the Roster Period, including Saturday, 
Sunday and all public holidays, and undertaking all Initial Limited Response 
following receipt of a communication which does not require the Employee to 
carry out any follow up work. 

(c) The allowance rate per Roster Period for the SSO is: 

Table 69: Science Support Officer Allowance (EPA) 

Date of effect Weekly Daily 

20 March 2020 $567.40 $81.05 

1 December 2020 $574.50 $82.05 

1 September 2021 $583.15 $83.30 

1 June 2022 $590.40 $84.35 

1 March 2023 $599.25 $85.60 

1 December 2023 $605.25 $86.45 

 State Duty Officer (SDO)  

(a) The primary duty of the SDO is to be responsible for ensuring the effective 
coordination of EPA’s response to Incidents on a 24 hour basis for the days 
rostered. This includes receiving information and providing advice over the 
telephone and ensuring that responses are provided to all electronic messages and 
pages in a timely and appropriate fashion. The SDO will also:  

(i) request the Agency Commander to be placed on stand-by for an Incident that 
may require significant organisational resources. If the Agency Commander 
is required, the SDO will hand over the Incident to the Agency Commander 
and return to normal operational duties;   

(ii) ensure handover coordination of EPA’s response to the Support SDO for a 
period of time, if working on a time consuming Incident(s) or requires a rest 
due to fatigue; and 

(iii) support any Employee in the field After-hours. 

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(b) An Employee rostered to perform the SDO function will be paid an allowance for 
being on stand-by 24 hours per day during the Roster Period, including Saturday, 
Sunday and all public holidays, and undertaking all Initial Limited Response 
following receipt of a communication which does not require the Employee to 
carry out any follow up work.   

(c) The allowance rate per Roster Period for the SDO is: 

Table 70: State Duty Officer Allowance (EPA) 

Date of effect Weekly Daily 

20 March 2020 $907.85 $129.70 

1 December 2020 $919.20 $131.30 

1 September 2021 $933.00 $133.30 

1 June 2022 $944.65 $134.95 

1 March 2023 $958.85 $137.00 

1 December 2023 $968.40 $138.35 

 Support State Duty Officer (SSDO) 

(a) The primary duty of the SSDO is to support the SDO in ensuring the effective 
coordination of EPA’s response to Incidents After-hours during the Roster Period, 
including Saturday, Sunday and all public holidays. This includes receiving 
information and providing advice over the telephone and ensuring that responses 
are provided to all electronic messages and pages in a timely and appropriate 
fashion. 

(b) An Employee rostered to perform the SSDO function will be paid an allowance for 
being on stand-by After-hours during the Roster Period, including Saturday, 
Sunday and all Public Holidays, and undertaking all Initial Limited Response 
following receipt of a communication which does not require the Employee to 
carry out any follow up work. 

(c) The SSDO may also be called upon to provide relief or backup to the SDO. Should 
this be required, the SSDO will be paid one-seventh (1/7th) of the weekly rate of 
the SDO per day activated. 

(d) The allowance rate per Roster Period for the SSDO is: 

Table 71: Support State Duty Officer Allowance (EPA) 

Date of effect Weekly Daily 

20 March 2020 $510.70 $72.95 

1 December 2020 $517.05 $73.85 

1 September 2021 $524.80 $75.00 

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Date of effect Weekly Daily 

1 June 2022 $531.40 $75.90 

1 March 2023 $539.35 $77.05 

1 December 2023 $544.75 $77.80 

 After-hours Roles Activated and On Emergency Stand-by 

 Applied Science Officer (ASO) (Specific scientific, engineering and/or technical 
expertise as required – this is incident dependent) 

(a) An ASO is placed on stand-by when there is a predicted risk of a major Incident 
and if activated will at all times be available for either immediate response and/or 
recall to work. The ASO role requires an Employee to have specific scientific, 
engineering or technical expertise and skills to provide to the SO. The expertise is 
not limited to any segment or skill set, but has been highlighted by the SAC, RAC, 
SDO and SO as a key requirement for response. 

(b) An Employee who is rostered to perform an ASO function will be paid an allowance 
for being on stand-by, including on Saturday, Sunday and all public holidays as 
follows: 

Table 72: Applied Science Officer Stand-By (EPA) 

Date of effect Night Rate Day/Night Rate 

20 March 2020 $30.70 $61.95 

1 December 2020 $31.10 $62.70 

1 September 2021 $31.55 $63.65 

1 June 2022 $31.95 $64.45 

1 March 2023 $32.45 $65.40 

1 December 2023 $32.75 $66.10 

(c) If activated, during After-hours, the ASO function will also be paid Overtime for the 
hours worked at the appropriate penalty rate. 

 Emergency Management Liaison Officer (EMLO) 

(a) The EMLO is placed on stand-by when there is a predicted risk of an Incident, and 
if activated will at all times be available for either immediate response and/or 
recall to work. The role requires the EMLO to work in: 

(i) another agency’s facility utilised to manage an emergency response; 

(ii) an emergency management team; or 

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(iii) a coordination centre. 

(b) The EMLO is empowered to commit, or to arrange the commitment of, agency 
resources in the response to an emergency, represents the interests of the agency 
and provides advice in relation to impacts and consequence management. 

(c) An Employee rostered to perform an EMLO function will be paid an allowance for 
being on stand-by, including Saturday, Sunday and all public holiday as follows: 

Table 73: Emergency Management Liaison Officer Stand-by (EPA) 

Date of effect Night Rate Day/Night Rate 

20 March 2020 $30.70 $61.95 

1 December 2020 $31.10 $62.70 

1 September 2021 $31.55 $63.65 

1 June 2022 $31.95 $64.45 

1 March 2023 $32.45 $65.40 

1 December 2023 $32.75 $66.10 

(d) If activated After-hours, the EMLO function will also be paid Overtime for the hours 
worked at the appropriate penalty rate. 

 Emergency Support Officer (ESO) 

(a) An ESO is placed on stand-by when there is a predicted risk of an Incident and if 
activated will at all times be available for either immediate response and/or recall 
to work. An Employee in the ESO role will have the skills required by the SAC (or 
RAC) and the Employee will have agreed to assist in the Incident. 

(b) An Employee rostered to perform an ESO function will be paid an allowance for 
being on stand-by, including on Saturday, Sunday and all public holidays as 
follows: 

Table 74: Emergency Support Officer Stand-by (EPA) 

Date of effect Night Rate Day/Night Rate 

20 March 2020 $30.70 $61.95 

1 December 2020 $31.10 $62.70 

1 September 2021 $31.55 $63.65 

1 June 2022 $31.95 $64.45 

1 March 2023 $32.45 $65.40 

1 December 2023 $32.75 $66.10 

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(c) If activated, After-hours, an Employee engaged in the ESO function will also be paid 
Overtime for the hours worked at the appropriate penalty rate. 

 Incident Control (Agency Management) Team and Agency Command Support 
Officers (ASO and ESO) 

ASOs and ESOs perform activities in the ICT or AMT (agency command team) as required, 
and provide general support to operations by being on stand-by when needed (if not 
called in to work).  

(a) Incident Control (Agency Management) Team (IMT)   

There are numerous IMT roles, including in operations, information, planning, 
logistics, situation and resources, and Employees in these IMT roles are to be 
placed on stand-by when there is a predicted risk of an Incident, and if activated 
will support the SAC (or RAC) in the Emergency and Major Pollution incident. 

(b) Incident Management Team Responsibility Payments 

(i) The following tables apply to Employees who are trained and/or accredited 
to perform the following roles identified in the AIIMS structure. 

Table 75: Incident Management Team Responsibility Payments (EPA) 

From 20 March 2020 

IMT Role Level 3 Level 2 Level 1 

Incident Controller $4,590 $3,060 N/A 

Operations Officer $3,060 $2,040 N/A 

Information Officer $3,060 N/A N/A 

Planning Officer $2,040 N/A N/A 

Logistics Officer $2,040 N/A N/A 

Situation Officer $2,040 N/A N/A 

Resources Officer $2,040 N/A N/A 

From 20 March 2021 

IMT Role Level 3 Level 2 Level 1 

Incident Controller $4,682 $3,121 N/A 

Operations Officer $3,121 $2,081 N/A 

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IMT Role Level 3 Level 2 Level 1 

Information Officer $3,121 N/A N/A 

Planning Officer $2,081 N/A N/A 

Logistics Officer $2,081 N/A N/A 

Situation Officer $2,081 N/A N/A 

Resources Officer $2,081 N/A N/A 

From 20 March 2022 

IMT Role Level 3 Level 2 Level 1 

Incident Controller $4,775 $3,184 N/A 

Operations Officer $3,184 $2,122 N/A 

Information Officer $3,184 N/A N/A 

Planning Officer $2,122 N/A N/A 

Logistics Officer $2,122 N/A N/A 

Situation Officer $2,122 N/A N/A 

Resources Officer $2,122 N/A N/A 

From 20 March 2023 

IMT Role Level 3 Level 2 Level 1 

Incident Controller $4,871 $3,247 N/A 

Operations Officer $3,247 $2,165 N/A 

Information Officer $3,247 N/A N/A 

Planning Officer $2,165 N/A N/A 

Logistics Officer $2,165 N/A N/A 

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IMT Role Level 3 Level 2 Level 1 

Resources Officer $2,165 N/A N/A 

(ii) Payment will be made to an Employee as a lump sum upon verification in 
April of each year of their training currency, attendance at annual updates 
and availability to be deployed over the previous year. 

(iii) An Employee who is accredited in more than one role will only receive 
payment for the highest role.  

(c) An Employee who is rostered to perform an IMT function will be paid an allowance 
for being on stand-by, including Saturday, Sunday and all public holidays as 
follows: 

Table 76: Incident Management Team Responsibility Payments – Stand-by (EPA) 

Date of effect Night Rate Day/Night Rate 

20 March 2020 $30.70 $61.95 

1 December 2020 $31.10 $62.70 

1 September 2021 $31.55 $63.65 

1 June 2022 $31.95 $64.45 

1 March 2023 $32.45 $65.40 

1 December 2023 $32.75 $66.10 

(d) If activated, After-hours, the IMT rostered function will also be paid Overtime at 
the appropriate penalty rate. 

 Regional Agency Commander (RAC)  

(a) The RAC is placed on stand-by when there is a predicted risk of an Incident, and if 
activated the RAC will be EPA’s primary regional coordinator of the Incident. The 
RAC will also:  

(i) while on stand-by, at all times be available for either immediate response 
and/or recall to work; 

(ii) while on stand-by receive any significant notification from the SAC (or SDO), 
and if required will receive command of EPA’s regional response from the 
SAC (or SDO); 

(iii) when activated organise any additional EPA stand-by resources required to 
handle the Incident; and 

(iv) when activated ensure the effective coordination of EPA’s regional response 
to the Incident on a 24 hour basis for the days rostered or until the event is 
deescalated to regional command and control. 

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(b) An Employee rostered to perform the RAC function will be paid an allowance for 
being on stand-by, including Saturday, Sunday and all public holiday as follows: 

Table 77: Regional Agency Commander – Stand-by (EPA) 

Date of effect Night Rate Day/Night Rate 

20 March 2020 $56.75 $113.50 

1 December 2020 $57.45 $114.90 

1 September 2021 $58.30 $116.65 

1 June 2022 $59.05 $118.10 

1 March 2023 $59.95 $119.85 

1 December 2023 $60.55 $121.05 

(c) If activated, After-hours, an Employee engaged in the RAC function will also be paid 
Overtime for the hours worked at the appropriate penalty rate. 

 State Agency Commander (SAC) 

(a) The SAC is placed on stand-by when there is, or is a predicted risk, of an Incident, 
and if activated will be EPA’s primary coordinator of the Incident. The SAC will 
also:  

(i) while on stand-by, at all times be available for either immediate response 
and/or recall to work; 

(ii) while on stand-by, receive any significant notifications from the SDO, and if 
required will receive command of EPA’s response from the SDO; 

(iii) when activated, organise any EPA additional stand-by resources required to 
handle the Incident; and 

(iv) when activated, ensure the effective coordination of EPA’s response to the 
Incident on a 24 hour basis for the days rostered or until the event is 
deescalated to regional command and control. 

(b) An Employee rostered to perform the SAC function will be paid an allowance for 
being on stand-by, including Saturday, Sunday and all public holiday as follows. 

Table 78: State Agency Commander – Stand-by (EPA) 

Date of effect Night Rate Day/Night Rate 

20 March 2020 $56.75 $113.50 

1 December 2020 $57.45 $114.90 

1 September 2021 $58.30 $116.65 

1 June 2022 $59.05 $118.10 

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Date of effect Night Rate Day/Night Rate 

1 March 2023 $59.95 $119.85 

1 December 2023 $60.55 $121.05 

(c) If activated, during After-hours, the SAC will also be paid Overtime at the 
appropriate penalty rate for the hours rostered. 

 Other Rates, Allowances and Terms 

 Diving Allowance 

(a) An allowance will be paid to Employees qualified and required in the course of 
their work to dive with the aid of underwater breathing apparatus.  

(b) The following allowance rates will apply for each day an Employee undertakes one 
or more dives: 

Table 79: Diving Allowance (EPA) 

Date of effect Daily Allowance 

20 March 2020 $45.30 

1 December 2020 $45.85 

1 September 2021 $46.55 

1 June 2022 $47.10 

1 March 2023 $47.80 

1 December 2023 $48.30 

 Meals and Overtime Stays 

Upon provision of receipts, EPA will reimburse all work-related expenses incurred by 
Employees whilst undertaking rostered After-hours work in relation to an Incident. 

 Overseas Travel 

(a) Upon provision of receipts, EPA will reimburse an Employee for reasonable 
work-related expenses properly incurred by while engaged in work overseas. 

(b) Where travel costs can be predicted, subject to approval by the EPA, an Employee 
will be paid for 100% of the travel costs in advance of travel. 

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 Paid Overtime  

(a) For all stand-by roles, and unless otherwise specified in this Appendix, Overtime 
payments shall be in accordance with this clause. The Overtime rates of payment 
shall be in accordance with clause 41 of this Agreement. 

(b) For all follow up work required, following the Initial Limited Response to a 
communication, but which does not require the Employee to return to their usual 
place(s) of work, or to attend any other required site(s), Overtime payments shall 
be paid for the actual time worked. The minimum Overtime payment in clause 
35.5(h) of this Agreement, does not apply to such follow up work. 

(c) An Employee who is recalled to their usual place(s) of work or to any other 
required site(s) shall be paid the minimum Overtime payment in clause 41.9 of 
this Agreement, including time to travel to and from any required site(s) (or may 
elect to receive time in lieu of payment for Overtime in accordance with clause 
41.7 of this Agreement). 

 Rest Period 

Wherever reasonably practicable, an Employee will work in line with EPA’s fatigue 
policy conditions, which state that no Employee shall undertake work-related activities 
for more than fourteen (14) continuous hours. All Employees must receive a rest period 
of at least ten (10) continuous hours between successive work periods. An Employee 
must not commence a new work period without having had ten (10) continuous hours 
off duty unless directed by the EPA. 

 

 Review 

The EPA and CPSU agree to review the structure, roles and functions, application and 
operation of EPA’s stand-by and After-hours Incident Response twelve months after 
implementation. 

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 Annual Leave – Shift Workers – Additional Leave – Optional 
Payment 

The payment for eligible Shift Workers of the fifth week of annual leave is provided 
through clause 45.2(c), Section I of this Agreement (Annual Leave). 

 Shift Allowances – Saturday and Sundays 

In the Department of Health and Human Services, the Employer will pay a Shift Worker 
who is rostered to work ordinary hours on a Saturday or Sunday, excluding a Public 
Holiday, an allowance of 75 per cent of the ordinary hourly rate for each hour of ordinary 
duty performed. 

 Time Recording 

Employees, who are required to, will record the hours worked in the manner and form 
determined by the Employer. This provision shall not be used to avoid an obligation, 
where it exists, to pay the relevant overtime payments under clause 41, Section I of this 
Agreement (Overtime). 

 Leave at Half Pay 

The Employee may apply for annual leave, personal leave, parental leave, compassionate 
leave or long service leave at half pay. Employer approval for such leave arrangements 
will be subject to capacity to maintain workplace activities in the Employee’s absence. 
Any public holiday that falls during a period of leave on half pay will be paid at full pay. 

 Overtime (Child and Dependent Care), Sleepover and Court 
Allowances 

 Child care expenses will be in accordance with clause 43, Section I of this Agreement 
(Child Care), excepting if an Employee is given short notice of the requirement to work 
overtime. The Employer will give consideration to reasonable requests to reimburse the 
Employee for dependent care expenses. 

 Court Allowance 

(a) An Employee who has been placed on stand-by to make themselves available to 
attend court on departmental business at a time they are not rostered to work or 
outside their normal contracted hours shall be paid an allowance as per the table 

Appendix 4 Department of Health and Human Services 

Part I General 

1. 

2. 

3. 

4. 

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below irrespective of the cancellation, deferral or subsequent notice that they do 
not need to attend at that time: 

Table 80: Court Allowance (DHHS) 

Date of effect Daily Allowance 

20 March 2020 $56.15 

1 December 2020 $56.85 

1 September 2021 $57.70 

1 June 2022 $58.40 

1 March 2023 $59.30 

1 December 2023 $59.85 

Child care expenses will be in accordance with clause 43, Section I of this 
Agreement (Childcare) 

(b) The Employer shall pay the Employee in accordance with clause 41, Section I of 
this Agreement (Overtime) for work performed while on stand-by for court. 

 Sleepover Allowance 

(a) Where the Employer may require an Employee to sleep over in a client residential 
setting, the Employee will be paid an allowance per sleep over on or after the 
effective date at the rates specified in the following table: 

Table 81: Sleepover Allowance (DHHS) 

Date of effect Daily Allowance 

20 March 2020 $101.95 

1 December 2020 $103.25 

1 September 2021 $104.80 

1 June 2022 $106.10 

1 March 2023 $107.70 

1 December 2023 $108.75 

(b) Where an Employee who works twelve hours in addition to a sleepover within any 
24-hour period, is entitled to three hours off duty prior to recommencing. An 
Employee not so released shall be paid in accordance with clause 41, Section I of 
this Agreement (Overtime) for all time that is spent working in excess of 21 hours. 

(c) A sleepover period shall not commence prior to 10:00pm or extend beyond 
7:00am; and an Employee must not unreasonably refuse to work sleepover. An 

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Employee is not required to sleepover outside the normal hours of duty except by 
mutual agreement between the Employee and the Employer. 

(d) Payment of a sleepover allowance constitutes total compensation for any 
intermittent duty in connection with sleepover duty to a total of one hour’s 
duration. The Employer shall pay the Employee in accordance with clause 41, 
Section I of this Agreement (Overtime) for work performed after the first hour of 
recall to duty during a sleepover shift. 

 Stand-by/ Recall Allowance 

The payment of stand-by/recall allowances is provided through clause 35.5, 
Section I of this Agreement (Stand-by/Recall Allowance) and with the allowance 
rates set out in clause 35.5(e), Section I of this Agreement (Stand-by/Recall 
Allowance). 

 

 Application 

All provisions apply to both the Child Protection Practitioner stream as described at 
Clause 18 and the Children, Youth and Families stream of the Child Protection 
Practitioner structure as described at Clause 16 unless specifically mentioned 
otherwise. 

 Child Protection Practitioner Structure  

 The Child Protection Practitioner adaptive structure has two streams - the Children, 
Youth and Families (CYF) stream and the Child Protection Practitioner (CPP) stream. The 
classification structure and descriptors and associated arrangements applying to each of 
the streams are detailed in: 

(a) Part 3 of this Appendix in the case of the Children Youth and Families (CYF) Sream, 
and 

(b) Part 4 of this Appendix in the case of the Child Practitioner (CPP) Stream. 

 Rural After Hours Stand-By 

 An Employee employed in Rural After Hours Child Protection Services shall be paid, 
in lieu of the allowances in specified in clause 35.5, Section I of this Agreement (Stand-
by/Recall Allowance), an allowance for performing work outside ordinary working 
hours as part of formal rostered stand-by and being available to return to duty to 
respond to ‘call-outs’ within a specified maximum period of time for a night period or for 
a day/night period (weekends and public holidays) with effect from the first pay period 
on or after the commencement date at the rates specified in the following table: 

6. 

Part 2 Child Protection 

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Table 82: Rural After Hours Stand-by 

Date of effect Per night Per day/night 

20 March 2020 $89.20 $134.10 

1 December 2020 $90.35 $135.75 

1 September 2021 $91.70 $137.80 

1 June 2022 $92.85 $139.50 

1 March 2023 $94.25 $141.60 

1 December 2023 $95.15 $143.05 

 Payment of the stand-by/recall allowance in clause 9.1 shall constitute total 
compensation for any intermittent duty in connection with stand-by/recall to a total of 
one hour’s duration. The Employer shall pay the Employee in accordance with clause 
41, Section I of this Agreement (Overtime) for work performed after the first hour of 
recall to duty. 

 The Employee rostered on stand-by/recall duty must be contactable by telephone (or 
pager) and must be available to return to duty to attend for work within a reasonable 
time as agreed between the Employer and the Employee. 

 The Employer must reimburse the Employee for the cost of telephone (or pager) calls 
made in the course of stand-by/recall duty. 

 A joint CPSU/DHHS/Rural After Hours Service (RAHS) working party shall be 
established to review and provide recommendations on the appropriate working 
arrangements for RAHS Employees. The working party shall consider the following 
matters when making their recommendations: 

(a) rosters; 

(b) occupational health and safety, with a particular focus on fatigue and hours awake; 

(c) what work arrangements should be consistent across the State and where there is 
a need to have different local arrangements. 

 The working party will be comprised of representatives from the CPSU and the Employer 
(DHHS). The Working Party will complete its work within six months from the date the 
parties agree to commence the Working Party. 

 Ten Hour Break 

 The Employer must grant an Employee a ten hour break: 

(a) in the Child Protection Practitioner stream – between completing a shift and 
commencing a further period of duty for which the Employee has expressly been 
recalled. 

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9.3 

9.4 

9.5 

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(b) in the programs covered by the Children, Youth and Families stream – 
between completing a shift and commencing a further period of duty for which the 
Employee has expressly been recalled. 

 Notwithstanding clause 10.1 above, the Employer may recall the Employee to return to 
duty before the expiration of the ten hour break. In these circumstances, the Employer 
must pay the Employee in accordance with clause 41, Section I of this Agreement 
(Overtime), save that the rate shall be time and a half of the Employee’s hourly rate for 
the first three hours and, for all time worked after the first three hours, at double time, 
until the commencement of the break. 

 The following provisions also apply: 

(a) The roster, including starting times, will not be changed because a ten hour break 
has not occurred. 

(b) If an Employee commences work later than their rostered time in order for the ten 
hour break to be observed, they will be paid including all appropriate payments 
for the whole shift (including any over runs), from the commencement of their 
rostered shift time. 

(c) In addition to clause 10.3(b) above, where an Employee works five hours of 
overtime in addition to a normal period of rostered duty, the Employer may direct 
the Employee off all or part of the next day’s shift with no monetary disadvantage 
to the Employee having regard to occupational health and safety obligations and 
Employee well-being. 

 Night Shift Allowance 

 Where an Employee, including a part-time Employee, in the CPP or CYF stream is 
required to perform shift work on a night shift commencing on or after 8:00 pm and 
before 6:00 am on any day Monday to Friday inclusive (except a public holiday) shall 
receive either: 

(a) a night shift allowance at the rate of 20 per cent of the appropriate hourly rate for 
each hour of duty shall apply as per the allowance specified at clause 39.2(a), 
Section I of this Agreement (Shift Work), or 

(b) a night shift allowance at the rate of 35 per cent of the appropriate ordinary hourly 
rate for each hour of duty shall apply in lieu of the 30 per cent allowance specified 
at clause 39.2(b), Section I of this Agreement (Shift Work) for night shift worked 
continuously for a period exceeding four weeks. 

 Subject to this clause 39.2(b), Section I of this Agreement, overtime continues to apply. 

 Overtime and Additional Leave 

 This clause operates to the exclusion of the clause 41.5 and clause 41.6(b), Section I of 
this Agreement (Overtime), as follows: 

(a) Employees in CPP Grade 2, CPP Grade 3, CPP Grade 4 and CPP Grade 5 must be 
paid at the appropriate overtime rate specified in clause 41.6, Section I of this 
Agreement (Overtime) based on the Employee’s salary; 

10.2 

I0.3 

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(b) in the programs covered by the Children, Youth and Families (CYF) stream in CYF 
Grade 1, CYF Grade 2, CYF Grade 3, CYF Grade 4 and CYF Grade 5 must be paid at 
the appropriate overtime rate specified in clause 41.6, Section I of this Agreement 
(Overtime) based on the Employee’s salary. 

 At the end of each calendar year, the Employer must grant five days Additional Leave 
to Employees in the Child Protection Practitioners Structure in the following 
circumstances: 

(a) in metropolitan regions and in rural regions, for Employees classified in CPP Grade 
3, CPP Grade 4, CPP Grade 5 and CPP Grade 6; 

(b) in the programs covered by the Children, Youth and Families (CYF) stream in CYF 
Grade 2, CYF Grade 3, CYF Grade 4, CYF Grade 5 and CYF Grade 6 

 This leave entitlement must be taken by the end of the calendar year following the 
calendar year in which it was accrued and must be taken at a time convenient to the 
needs of the Employer and Employee. 

 Unless otherwise agreed or where exceptional circumstances exist (including reasons 
related to COVID-19), the Employee may be directed to take leave, in accordance with 
clause 12.5 of this Appendix. 

 Where an Employee’s additional five days are not taken in accordance with clause 12.3 
of this Appendix then, the Employer and Employee must genuinely try to agree upon 
steps that will be taken to utilise the remaining additional leave. If agreement can not be 
reached then the Employer may direct that leave to be taken within the calendar year 
after it was due to be taken in accordance with clause 12.3of this Appendix. 

 Additional Leave accrued according to this clause will only accrue at the rate of an 
Employee’s contracted ordinary hours. Full-time Employees will only be entitled to 
accrue a maximum of 38 hours per annum. 

 Part-time Employees will accrue Additional Leave on a pro rata basis according to their 
contracted ordinary hours only. 

 Additional Leave accrued according to this clause will only be paid at the Employee’s 
ordinary hourly rate of pay, and will not include any shift allowances, overtime, leave 
loading or any other additional allowances. 

 Professional Development Leave 

 This clause applies to employees with the Department of Health and Human Services in 
the following classifications: 

(a) in metropolitan regions and in rural regions, Employees classified in CPP Grade 3, 
CPP Grade 4, CPP Grade 5 and CPP Grade 6; 

(b) in the programs covered by the Children, Youth and Families (CYF) stream, to 
Employees classified in CYF Grade 3, CYF Grade 4, CYF Grade 5 and CYF Grade 6. 

 Employees in the classifications listed above must actively pursue professional 
development activities that allow them to maintain knowledge in their current area of 

12.2 

12.3 

12.4 

12.5 

12.6 

12.7 

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expertise in Child Protection/the programs covered by the CYF stream (as applicable) 
and to improve their knowledge, experience and competence. 

 To undertake appropriate professional development to meet performance standards, 
Employees in the classifications listed above shall be entitled to up to 38 hours paid 
professional development leave per calendar year (pro rata for part-time employees). 

 Professional development leave may be used for mandatory and/or appropriate internal 
or external professional development training endorsed by the Employee’s line manager 
and approved by the Employer. 

 Professional development leave does not accumulate from year to year. 

 Reimbursement for Damaged Clothing – Child Protection 
Practitioners 

 Reasonable and necessary costs, as determined by the Employer, will be reimbursed in 
relation to a child protection practitioner’s clothing becoming damaged or soiled as a 
direct consequence of engaging in authorised duties. 

 Reasonable and necessary costs are those that relate to dry cleaning, repair or 
replacement of fit-for-work clothing.   

 Employees may apply for reimbursement up to a maximum of $500 per annum where: 

(a) Immediate notification of the damage to the clothing, arising from the child 
protection practitioner engaging in authorised duties, has been given, and  

(b) Evidence of the damage to the clothing has been sighted by the relevant 
authorising officer, and  

(c) The Employee presents a valid receipt, no more than three months old, for costs 
incurred as a result of fit-for-work clothing requiring dry cleaning, repair or 
replacement.  

 Provision of Protective Clothing – Streetworks (SOS) Program 

 Within the department’s Streetworks (SOS) programs, all ongoing and fixed term 
Employees will be provided with appropriate clothing or a clothing allowance up to $500 
per annum. 

 Clothing shall be provided on a needs/replacement value up to the value of $500 per 
annum. 

 The department, in consultation with the Employees and the CPSU, shall determine the 
type and standard of clothing and supply arrangements. 

 Protective footwear, if provided or purchased must meet the relevant Australian safety 
standard. 

 Departmental managers may approve amounts above the ceilings where damaged 
clothing is being replaced in any year. 

13.3 

13.4 

13.5 

14. 

14.1 

14.2 

14.3 

15. 

15.1 

15.2 

15.3 

15.4 

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 Claims shall be paid on the basis of the Employee providing a valid receipt for the 
purchase of valid boots and clothing. Alternatively, arrangements may be made with 
suppliers to invoice the department for the supply of appropriate clothing to Employees. 

 

 Child Protection Practitioner Structure – Children, Youth and 
Families (CYF) Stream 

 The following applies: 

(a) This stream covers program Employees in Secure Welfare Services, Youth 
Justice Community Based, Refugee Minor Program, Family Information 
Networks and Discovery, Inter Country Adoption, Placement Prevention 
Services, Placement Coordination units and Placement Support Services, 
Local Adoption and Permanent Care Teams, Quality of Care, Residential 
Care Services, or their successors. 

(b) Progression within the CYF Grades 1 to 4 is through set progression steps as in 
Table 83. 

(c) Progression within the CYF Grades 5 and 6 is through set progression amounts as 
occurs with equivalent VPS classifications. 

(d) If a Diploma Level qualification is mandated for CYF Grade 2, the minimum salary 
is CYF Grade 2.1. If a relevant degree level qualification is held, the entry rate will 
be CYF Grade 2.3. 

 To avoid future salary overlaps with CYF Grade 5, any Employee with a salary exceeding 
CYF 4.6 at $82,951 (rate as at 1 October 2012) as adjusted by the premium and by future 
base pay increases will be paid as a salary maintenance payment for any excess amount 
over CYF 4.6 at $82,951 (rate as at 1 October 2012) as adjusted by the premium and by 
future base pay increase. 

 The Children, Youth and Families Structure is set out in Table 83 below. The Children, 
Youth and Families classification and Value Range Descriptors are detailed in Clause 17 
of this Appendix. 

Table 83: Child Protection Practitioner Structure – Children, Youth and Families (CYF) stream  

Children, 
Youth and 
Families 

(CYF) 
stream 

CYF 
Pay point 

20-Mar-20 1-Dec-20 1Sept-21 1-Jun-22 1-Mar-23 1-Dec-23 

Children 
Youth and 
Families 

1.1 $54,879 $55,565 $56,398 $57,103 $57,960 $58,540 

1.2 $58,220 $58,948 $59,832 $60,580 $61,489 $62,104 

1.3 $61,564 $62,334 $63,269 $64,060 $65,021 $65,671 

15.6 

Part 3 Child Protection Pra,ctition,er Structure - Childr en, 
Youth and Families Stream - Non-VPS Ahgne,d 
Adaptive Structures and Classification Descriptor,s 

16. 

16.1 

16.2 

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Children, 
Youth and 
Families 

(CYF) 
stream 

CYF 
Pay point 

20-Mar-20 1-Dec-20 1Sept-21 1-Jun-22 1-Mar-23 1-Dec-23 

Grade 1 
CYF 1 

1.4 $64,906 $65,717 $66,703 $67,537 $68,550 $69,236 

1.5 $66,018 $66,843 $67,846 $68,694 $69,724 $70,421 

Children 
Youth and 
Families 
Grade 2 

CYF 2 

2.1 $66,189 $67,016 $68,021 $68,871 $69,904 $70,603 

2.2 $67,129 $67,968 $68,988 $69,850 $70,898 $71,607 

2.3 
Degree 

$72,915 $73,826 $74,933 $75,870 $77,008 $77,778 

2.4 $74,501 $75,432 $76,563 $77,520 $78,683 $79,470 

2.5 $78,185 $79,162 $80,349 $81,353 $82,573 $83,399 

2.6 $81,271 $82,287 $83,521 $84,565 $85,833 $86,691 

Children 
Youth and 
Families 
Grade 3 

CYF 3 

3.1 $83,585 $84,630 $85,899 $86,973 $88,278 $89,161 

3.2 $87,442 $88,535 $89,863 $90,986 $92,351 $93,275 

3.3 $89,154 $90,268 $91,622 $92,767 $94,159 $95,101 

3.4 $94,022 $95,197 $96,625 $97,833 $99,300 $100,293 

Children 
Youth and 
Families 
Grade 4 

CYF 4 

4.1 $95,153 $96,342 $97,787 $99,009 $100,494 $101,499 

4.2 $97,155 $98,369 $99,845 $101,093 $102,609 $103,635 

4.3 $99,157 $100,396 $101,902 $103,176 $104,724 $105,771 

4.4 $101,158 $102,422 $103,958 $105,257 $106,836 $107,904 

4.5 $102,869 $104,155 $105,717 $107,038 $108,644 $109,730 

4.6 $104,991 $106,303 $107,898 $109,247 $110,886 $111,995 

4.7 $104,991 $106,303 $107,898 $109,247 $110,886 $111,995 

4.8 $104,991 $106,303 $107,898 $109,247 $110,886 $111,995 

Children 
Youth and 
Families 
Grade 5 

CYF 5 

CYF 5.1 
Base 

$104,993 $106,305 $107,900 $109,249 $110,888 $111,997 

CYF 5.1 
Max 

$110,355 $111,734 $113,410 $114,828 $116,550 $117,716 

Progression 
amt 

$2,994 $3,031 $3,076 $3,114 $3,161 $3,193 

CYF 5.2 
Base 

$110,357 $111,736 $113,412 $114,830 $116,552 $117,718 

CYF 5.2 
Max 

$120,838 $122,348 $124,183 $125,735 $127,621 $128,897 

Progression 
amt 

$2,994 $3,031 $3,076 $3,114 $3,161 $3,193 

Children 
Youth and 
Families 
Grade 6 

CYF 6 

CYF 6.1 
Base 

$122,502 $124,033 $125,893 $127,467 $129,379 $130,673 

CYF 6.1 
Max 

$143,218 $145,008 $147,183 $149,023 $151,258 $152,771 

Progression 
amt 

$3,780 $3,827 $3,884 $3,933 $3,992 $4,032 








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Children, 
Youth and 
Families 

(CYF) 
stream 

CYF 
Pay point 

20-Mar-20 1-Dec-20 1Sept-21 1-Jun-22 1-Mar-23 1-Dec-23 

CYF 6.2 
Base 

$143,219 $145,009 $147,184 $149,024 $151,259 $152,772 

CYF 6.2 
Max 

$163,936 $165,985 $168,475 $170,581 $173,140 $174,871 

Progression 
amt 

$3,780 $3,827 $3,884 $3,933 $3,992 $4,032 

Note: CPW4 who translated to the new CYF stream as CYF4 on 5 November 2012 were translated 
with salary maintenance. That is, for those existing staff who translated they have the ability to 
progress through to the top of the salary range as if the change had not occurred. This principle 
was also applied for YJW1 staff at Secure Welfare Services who transferred to the new CYF1 on 5 
November 2012. 

Note: a CYF supervisor will not be paid less than an Employee they supervise. 
  








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 Child Protection Practitioner - Children, Youth & Families Stream – Classifications and Standard Descriptors 

Jobs in this structure support some of the department’s Youth Justice and Child Protection programs, as detailed below. 

Youth Justice and Child Protection form part of the same service delivery system in Victoria. This is because they are both governed by the same legislation: The 
Children, Youth and Families Act 2005 (Vic) (The Act – CYFA). The Act outlines its purposes as: 

• to provide for community services to support children and families; and 

• to provide for the protection of children; and 

• to make provision in relation to children who have been charged with, or who have been found guilty of, offences; and 

• to continue The Children's Court of Victoria as a specialist court dealing with matters relating to children. 

The Act sets out the statutory roles of the Department Health and Human Services in youth justice and child protection. A key role of these Employees is 
exercising legal delegations and functions pursuant to the Act and other related acts. A brief explanation of each of the programs is provided below. 

Youth Justice Community Based Programs 

Within the legal mandate provided by the CYFA, community-based regional youth justice units: 

• provide supervision to young people who have been sentenced and placed on community – based orders (10 – 18 year olds), and those who are paroled 
as part of their custodial sentence (10 – 20 year olds) and bail supervision 

• provide information and advice to courts about young people 

• advocate for service access and provision that will optimise the chances of young people on juvenile justice orders to continue their lives with reduced 
risks of re-offending. Each departmental region has a community-based youth justice unit. 

Child Protection Programs 

Refugee Minor Program 

Employees in this program provide support to children and young people who are humanitarian refugees referred by the Commonwealth department 
responsible for immigration. The legislation that pertains to refugee minors is the Immigration (Guardianship of Children) Act 1946 (Cth).  

Refugee minor workers: 

17. 








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• exercise guardianship on behalf of the Commonwealth for children and young people in the program; 
• assist children, young people and their carers to address their trauma and support needs. 

Family Information Networks and Discovery 

Employees in the Family Information Networks and Discovery: 

• release confidential Victorian adoption and wardship information to adopted people and former wards, and their families in accordance with the 
Adoption Act 1984 (Vic) and the Freedom of Information Act 1982 (Vic) 

• assist clients to locate and contact family members from whom they've been separated due to adoption and/or wardship, and 

• provide clients with mediation, short-term counseling and referral services as appropriate. 

Inter-country Adoption Service 

Employees in the Inter-country Adoption Service assess potential adoptive parents and liaise with overseas agencies that match children with Victorian adoptive 
parents. Support and supervision are also provided to children from other countries placed with Victorian families under the Adoption Act 1984 (Vic). 

Placement Prevention Services 

Placement Prevention Services provides specialist case management and support services to children and young people living at home or independently, who 
are at risk of significant harm or abuse, or statutory clients in need of additional case support, including: 

• Intensive Case Management funds multidisciplinary, intensive case management and youth outreach services targeted at young people 12 to 18 years 
not in out of home care 

• Family Preservation Services funds intensive, short-term service aimed at strengthening the ability of families to protect and care for their ‘at risk’ 
children, thereby avoiding the removal of the child, and 

• Innovative Support Services funds region-specific models of support developed to meet the needs of clients. 

Placement Coordination Units and Placement and Support Services 

Placement Coordination Units are regionally based staff who co-ordinate placements of clients with funded community service organisations (CSOs), in liaison 
with the relevant child protection practitioner. 

Placement and Support Services manage the relationship with the community service organisations (CSOs) for the provision of the various services 

Adoption and Permanent Care Teams 

Some regions have specialised Adoption and Permanent Care teams that provide case management and support to children and young people in their transition 
to a placement in long term out of home care. Permanent Care refers to an order under the Act that transfers legal guardianship from parents or the department 
to persons assessed as being suitable guardians. The role of Adoption and Permanent Care is to assess potential carers, seek appropriate placement, make an 








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application for a Permanent Care Order to the Children’s Court and supervise such orders as required. In the context of Adoption, Adoption and Permanent Care 
teams assess potential adoptive parents, make applications to the County Court under the Adoption Act 1984 (Vic), and provide support to children placed under 
this legislation. 

Quality of Care 

The Act – CYFA creates a shared mandate for the Department of Health and Human Services, community service organisations (CSOs) and out-of-home carers 
to act in the best interests of the child or young person  regional quality of care coordinators coordinate a timely and effective response to quality of care 
concerns. The responsibilities of these coordinators include: 

• regional coordination of investigation of quality of care concerns relating to home-based care, residential care and kinship care 

• overseeing and participating in formal care reviews undertaken by relevant CSOs 

• ensuring a robust process of the implementation of recommendations of investigations 

• maintaining the regional quality of care tracking system and analysing regional quality of care data to identify themes and develop appropriate 
responses 

• consolidating and strengthening a collaborative approach between Child Protection and CSOs in responding to quality of care concerns 

Residential Care Services 

The Department currently has one site that directly provides placements to clients under a therapeutic care model. This is Hurstbridge Farm. 

Secure Welfare Services 

Secure Welfare Services provide care to young people in a lock up facility. Employees provide direct care and support to young people placed in Secure Welfare 
under the Act. This involves assisting in the case planning process and transitioning of the young person to an appropriate placement. Secure Welfare placements 
are time limited (21 days with the option of another 21 days in exceptional circumstances). Secure Welfare placements are utilised when it is assessed that a 
young person poses a significant risk to themselves or others and short term containment is required. There are two Secure Welfare facilities in Victoria. 

Note: Children, Youth and Families Stream (CYF) Grade and Value Range Descriptors reflects the underpinning work value anchors for the function. If the descriptors reference 
the VPS Grade and Value Range Descriptors, the Children, Youth and Families Stream (CYF) descriptors are to be read in conjunction with them. 

The primary classification reference at Children, Youth and Families Stream is operational service delivery with the VPS Grade and Value range descriptors serving as a 
framework for the other elements of work value at CYF Grade 5 and CYF Grade 6.  








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Table 84: Children, Youth and Families Stream Classifications and Standard Descriptors 

Table 84.1: Child Protection Practitioner Structure - Children, Youth and Families Stream (CYF) 
Classifications and Standard Descriptors - Grades 1 to 4 

Grade Descriptors Grade 1 Grade 2 Grade 3 Grade 4 

General: 

 

Provides basic client care and support 

Works within a well-defined environment 
under close supervision 

Provides standard services 
under general supervision 
within a defined service 
delivery framework 

 

Provides standard services 
within a service delivery 
framework 

 

Manages delivery of services to 
clients within a service delivery 
framework 

Provides professional services at 
an advanced level in the field of 
expertise 

Program Specific: 

 

Typically a case aide in regional Youth 
Justice Community Units and Child 
Protection programs, as listed above 

Typically in Secure Welfare Services, a 
worker providing either direct care, client 
supervision or support 

Typically a base grade case 
manager/practitioner in 
regional Youth Justice 
Community-Based Units 

Typically a base grade case 
manager/practitioner in Child 
Protection programs, as listed 
above 

Typically in Secure Welfare 
Services, a shift supervisor of 
residential direct care staff 

Typically a senior practitioner 
in regional Youth Justice 
Community-Based Units 

Typically a senior case 
manager/practitioner in Child 
Protection programs, as listed 
above 

Typically in Secure Welfare 
Services, a unit coordinator 

Typically a program manager in 
regional Youth Justice 
Community-Based Units 

Typically a team leader or 
specialist practitioner in Child 
Protection programs, as listed 
above 

Typically in Secure Welfare 
Services, a manager of a 
residential unit 

Decision Making All Employees exercise legal delegations and functions pursuant to the Children, Youth and Families Act 2005 (Vic) and other related acts. Specific 
delegations and functions are determined by the role and work environment in combination (as specified in job descriptions). 

Operational Service 
Delivery 

Works with clients in a range of settings 

Prioritises own work program with 
guidance from the supervisor 

Works within a defined 
framework 

Works with clients and their 
families in a range of settings 

Undertakes more complex and 
advanced casework with 
greater autonomy 

Manages a team of practitioners 

Manages the work organisation, 
resources and outputs for the 
work area 








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Table 84.1: Child Protection Practitioner Structure - Children, Youth and Families Stream (CYF) 
Classifications and Standard Descriptors - Grades 1 to 4 

Grade Descriptors Grade 1 Grade 2 Grade 3 Grade 4 

Supervises client activities as defined by 
case plans 

Works as a caseworker 
involved in the care, support 
and supervision of clients 

Assesses the level of risk for 
clients and their families 

Responds to a variety of case 
circumstances 

Presents matters to courts and 
tribunals as required 

Participates in the development 
and review of case plans 

Plans and prioritises own work 
to achieve defined targets 

Refers complex cases and issues 
to more senior professional 
staff 

Provides professional 
supervision 

Provides authoritative advice on 
service delivery issues 

Reviews assessments and 
recommendations proposed by 
others 

Develops and manages client 
case plans 

Manages highest risk cases 
including undertaking 
appropriate cross agency 
collaboration 

Assesses notifications and 
initiates appropriate action 

Accountability and 
Frameworks 

Provides direct client support and 
supervision services 

Maintains accurate client records of a 
limited nature 

Selects and applies a variety of work 
practices and techniques common to the 
work area 

Refers complex problems to the supervisor 
for resolution 

Responsible for monitoring and 
implementing case plans, and 
protective orders 

Recommends appropriate 
interventions 

Selects from a variety of 
techniques, systems, methods 
or procedures 

Coordinates case management 
services 

Mentors less experienced case 
workers 

Provides advice relating to 
individual case plans to peers, 
internal and external 
stakeholders 

Provides well developed 
recommendations on 

Responsible for the performance 
of the team 

Develops operational guidelines 
for the work area 

Makes decisions on intervention 
strategies and client service 
delivery 

Contributes to program 
development  








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Table 84.1: Child Protection Practitioner Structure - Children, Youth and Families Stream (CYF) 
Classifications and Standard Descriptors - Grades 1 to 4 

Grade Descriptors Grade 1 Grade 2 Grade 3 Grade 4 

Brief case support aides as 
appropriate 

intervention strategies and 
client service delivery  

Innovation and 
Originality 

Judgment is required to solve problems 
arising in own work program 

Takes initiative to recommend improved 
processes in immediate work area 

Exercises professional 
judgment 

Recommends improvement to 
case management systems and 
practices 

Explores new ideas in response 
to non-routine case issues and 
problems and proposes changes 
and solutions 

Solves problems by applying 
advanced judgment and 
professional expertise 

Solves problems by applying 
initiative, sound judgment and 
expertise drawing on a range of 
professional networks 

Explores new ideas to improve 
program delivery 

Communication Communicates effectively with clients, and 
their families/guardians/caregivers 

Prepares case notes for consideration of 
others and routine correspondence as 
required 

Uses persuasion, advocacy, 
negotiation and motivation 
skills with clients, their families 
and guardians 

Liaises with other service 
providers 

Prepares client assessments, 
case notes and plans, and 
correspondence 

Prepares client reports for 
courts 

Uses well developed 
negotiation skills in pursuit of 
coordinated client services 

Provides specialised advice and 
information to other 
professionals 

Prepares case reports and 
correspondence at a more 
advanced level 

Provides professional advice 
and opinions to professionals of 
other disciplines on the services 
being provided 

Leads or participates in case 
conferences with other 
professionals 

Prepares correspondence, drafts 
submissions and briefings 

Reviews court reports 








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Table 84.1: Child Protection Practitioner Structure - Children, Youth and Families Stream (CYF) 
Classifications and Standard Descriptors - Grades 1 to 4 

Grade Descriptors Grade 1 Grade 2 Grade 3 Grade 4 

Knowledge and 
Proficiency 

Understands and applies relevant 
procedures, practices, guidelines and 
legislation relating to the work area 

Applies theoretical knowledge 
and concepts to risk assessment 
and service provision 

Applies knowledge and 
understanding of relevant 
legislation 

Applies understanding of 
standards, techniques, and 
practices and current trends 
and approaches to service 
provision 

Exercises the analytical skills 
and expertise of an established 
professional 

Applies knowledge and 
expertise to complex situations 

Provides authoritative advice 
related to their clients to other 
professionals and organisations 

Understands contemporary 
research and developments in 
the field 

Demonstrates an in depth 
understanding of policies and 
operational procedures in the 
area of responsibility 

Applies knowledge and 
expertise to complex and 
difficult cases and situations 

Identifies and applies 
appropriate research when 
formulating appropriate 
interventions 

Applies knowledge to identify 
gaps in case assessments 
prepared by others 

 

Table 84.2: Child Protection Practitioner Structure: Children, Youth and Families Stream (CYF) 
Classifications and Standard Descriptors - Grades 5 and 6 

Grade Descriptors Grade 5 Grade 6 

 VR1 VR2 VR1 VR2 

General: 

 

Manages a significant work unit 

 

A senior regional program manager with a significant impact on 
program management and delivery 

Program Specific: Typically is a manager of  a regional Youth Justice 
Community-Based Unit in a minor region 

Typically is a manager of  a regional community-based Youth 
Justice Unit in a major region 

I I 








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Table 84.2: Child Protection Practitioner Structure: Children, Youth and Families Stream (CYF) 
Classifications and Standard Descriptors - Grades 5 and 6 

Grade Descriptors Grade 5 Grade 6 

 VR1 VR2 VR1 VR2 

 Typically a unit manager or project manager in Child Protection 
programs, as listed above 

Typically a manager of a Child Protection program, as listed above 

Typically in Secure Welfare Services, a manager of the program 

Decision Making All Employees exercise legal delegations and functions pursuant to the Children, Youth and Families Act 2005 (Vic) and other related acts. 
Specific delegations and functions are determined by the role and work environment in combination (as specified in job descriptions). 

Operational Service Delivery Manages a work unit comprised 
of teams and/or special 
projects/programs 

Provides specialist program 
advice 

Provides advanced assessment 
and advisory services 

Provides leadership to team 
leaders and case workers in 
relation to the most challenging 
issues 

Contributes to major regional 
projects and the review of 
programs and services 

Manages program or service 
delivery activities with 
increased budget, staff 
responsibilities or sensitive or 
complex issues 

Authorises decisions in the 
most sensitive/complex cases 

Provides specialist professional 
services or advice, including 
leadership and guidance to 
other specialists in the field 

Manages and leads complex 
projects 

Provides program quality 
assurance 

Monitors professional 
standards of others 

 

Manages a regional statutory 
service or facility 

Develops service delivery 
models for regional statutory 
services 

Provides highly specialist 
services or expert advice on 
statutory service delivery 

Provides leadership and 
guidance based on advanced 
expertise 

Develops complex or 
specialised service delivery 
models 

Responsible for meeting service 
objectives including financial, 
quality and time related targets 
for regional statutory programs 








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Table 84.2: Child Protection Practitioner Structure: Children, Youth and Families Stream (CYF) 
Classifications and Standard Descriptors - Grades 5 and 6 

Grade Descriptors Grade 5 Grade 6 

 VR1 VR2 VR1 VR2 

Accountability and 
Frameworks 

The VPSG 5 Non Executive Career Structure Classification and 
Value Range Standard Descriptors apply 

The VPSG 6 Non Executive Career Structure Classification and 
Value Range Standard Descriptors apply 

Innovation and Originality The VPSG 5 Non Executive Career Structure Classification and 
Value Range Standard Descriptors apply 

The VPSG 6 Non Executive Career Structure Classification and 
Value Range Standard Descriptors apply 

Communication The VPSG 5 Non Executive Career Structure Classification and 
Value Range Standard Descriptors apply 

The VPSG 6 Non Executive Career Structure Classification and 
Value Range Standard Descriptors apply 

Knowledge and Proficiency The VPSG 5 Non Executive Career Structure Classification and 
Value Range Standard Descriptors apply 

The VPSG 6 Non Executive Career Structure Classification and 
Value Range Standard Descriptors apply 

I I 








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 Child Protection Practitioner Structure – Child Protection 
Practitioner (CPP) Stream 

 The following applies: 

(a) This stream covers program Employees including child protection intake, 
response, case management and case contracting, or their successors. 

(b) Progression within the CPP Grades 2 to 4 is through applying progression steps as 
shown below in Table 85. 

(c) Alignment of CPP Grades 5 and 6 is with VPS Grade salary and progression 
amounts. 

(d) Team Managers at CPP grade 5 will have the ability to advance from Value Range 
1 to Value Range 2 as a progression outcome. 

(e) Completion of a Diploma of Community Service or a Bachelors Degree in Social 
Work or equivalent qualifications recognised by the Employer is a mandatory 
requirement for entry into CPP Grade 3 or higher Grades, except for current 
red-circled Employees. 

(f) Any Employee with a Bachelor Degree in Social Work or equivalent qualifications 
recognised by the Employer will commence at CPP 3.2. 

 The salary minimums referred to in Table 85 are referenced against the VPS structure 
set out in Schedule C. 

 The Child Protection Practitioner classification and Value Range Descriptors are detailed 
in clause 19 of this Appendix. 

Table 85: Child Protection Practitioner Structure – Child Protection Practitioner Stream 

Child 
Protection 
Practition
er (CPP) 
Stream 

CPP 
Pay point 

20-Mar-20 1-Dec-20 1-Sept-21 1-Jun-22 1-Mar-23 1-Dec-23 

Child 
Protection 
Practition

er 
Grade 2 

CPP 2 

2.1 $55,443 $56,136 $56,978 $57,690 $58,555 $59,141 

2.2 $57,605 $58,325 $59,200 $59,940 $60,839 $61,447 

2.3 $59,770 $60,517 $61,425 $62,193 $63,126 $63,757 

2.4 $61,931 $62,705 $63,646 $64,442 $65,409 $66,063 

2.5 $64,094 $64,895 $65,868 $66,691 $67,691 $68,368 

2.6 $66,256 $67,084 $68,090 $68,941 $69,975 $70,675 

Part 4 Child Protection Practitioner Structure, - Chfld 
Protection Practitioner Stream - Non-VPS Aligned 
Adaptive Structures and Classification Des,criptors -
Department of Health and Human Services 

18. 

18.1 

18.2 

18.3 








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Child 
Protection 
Practition
er (CPP) 
Stream 

CPP 
Pay point 

20-Mar-20 1-Dec-20 1-Sept-21 1-Jun-22 1-Mar-23 1-Dec-23 

2.7 $68,421 $69,276 $70,315 $71,194 $72,262 $72,985 

Child 
Protection 
Practition

er 
Grade 3 

CPP 3 

3.1 $69,917 $70,791 $71,853 $72,751 $73,842 $74,580 

3.2 
Degree 

$72,915 $73,826 $74,933 $75,870 $77,008 $77,778 

3.3 $75,907 $76,856 $78,009 $78,984 $80,169 $80,971 

3.4 $78,903 $79,889 $81,087 $82,101 $83,333 $84,166 

3.5 $81,900 $82,924 $84,168 $85,220 $86,498 $87,363 

3.6 $84,895 $85,956 $87,245 $88,336 $89,661 $90,558 

Child 
Protection 
Practition

er 
Grade 4 

CPP 4 

4.1 $86,558 $87,640 $88,955 $90,067 $91,418 $92,332 

4.2 $90,443 $91,574 $92,948 $94,110 $95,522 $96,477 

4.3 $94,327 $95,506 $96,939 $98,151 $99,623 $100,619 

4.4 $98,210 $99,438 $100,930 $102,192 $103,725 $104,762 

Child 
Protection 
Practition

er 
Grade 5 

CPP 5 

CPP 5.1 
Base 

$99,872 $101,120 $102,637 $103,920 $105,479 $106,534 

CPP 5.1 
Max 

$110,355 $111,734 $113,410 $114,828 $116,550 $117,716 

Progression 
amt 

$2,994 $3,031 $3,076 $3,114 $3,161 $3,193 

CPP 5.2 
Base 

$110,357 $111,736 $113,412 $114,830 $116,552 $117,718 

CPP 5.2 
Max 

$120,838 $122,348 $124,183 $125,735 $127,621 $128,897 

Progression 
amt 

$2,994 $3,031 $3,076 $3,114 $3,161 $3,193 

Child 
Protection 
Practition

er 
Grade 6 

CPP 6 

CPP 6.1 
Base 

$122,502 $124,033 $125,893 $127,467 $129,379 $130,673 

CPP 6.1 
Max 

$143,219 $145,009 $147,184 $149,024 $151,259 $152,772 

Progression 
amt 

$3,780 $3,827 $3,884 $3,933 $3,992 $4,032 

CPP 6.2 
Base 

$143,220 $145,010 $147,185 $149,025 $151,260 $152,773 

CPP 6.2 
Max 

$163,936 $165,985 $168,475 $170,581 $173,140 $174,871 

Progression 
amt 

$3,780 $3,827 $3,884 $3,933 $3,992 $4,032 

Note: Case Contractors (CPW4) who translated to the new CPP stream as CPP4 on 5 November 
2012 and remain a case contractor were translated with salary maintenance. That is, for those 
existing staff who translated they have the ability to progress to through to the top of the salary 
range as if the change had not occurred. 
  








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 Child Protection Practitioner – Child Protection Stream – Classifications and Standard Descriptors 

Jobs in this structure support the Child Protection Program of the Department, excluding the child protection and youth justice programs detailed at clause 17 
of this Appendix – (Children Youth and Families (CYF) stream). 

Broadly, Child Protection and Youth Justice programs form part of the same service delivery system in Victoria. This is because they are both governed by the 
same legislation: Children, Youth and Families Act 2005 (Vic) (The Act – CYFA). The Act outlines its purposes as: 

• to provide for community services to support children and families; and 

• to provide for the protection of children; and 

• to make provision in relation to children who have been charged with, or who have been found guilty of, offences; and 

• to continue the Children's Court of Victoria as a specialist court dealing with matters relating to children. 

The Act sets out the statutory roles in child protection and youth justice. A key accountability of these Employees is exercising legal delegations and functions 
pursuant to the Act and other related acts. 

A brief explanation of the Child Protection program is provided below.  

Child Protection 

The Act provides the legislative mandate for the department to protect children and young people from abuse and neglect using best interest principles, 
decision-making principles, additional Aboriginal decision-making principles and Aboriginal child placement principles. 

This mandate involves: 

• receiving reports; 

• conducting investigations; 

• intervening if it is assessed that a child is in need of care and protection; 

• taking matters before the Children’s Court; 

• supervising children on child protection orders; 

• determining case plans (including stability plans, cultural plans and therapeutic treatment plans) for the safety and well being of children; and 

• delivering case practice and case management services for children and young people who are either living with family or in out of home care. 

19. 








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Within each of the regions the Child Protection program operates in four broad areas: 

1. Intake – Employees provide advice, referral and accept reports (the majority by telephone) and determine the outcome of these reports 

2. Response – Employees investigate those reports determined to require a protective investigation 

3. Case management- Employees provided case management for children and young people who have been found to be in need of care and protection, either 
through investigative outcome with no court order, or investigative outcome with court order 

4. Case contracting – Employees manage the statutory aspects for children and young people whose case management has been contracted to a Community 
Service Organisation. 

 
 
Note: References to Child FIRST in these descriptors denotes a geographical boundary. 
Note: Child Protection Practitioner (CPP) Grade and Value Range Descriptors reflect the underpinning work value anchors for the function. If the descriptors reference the 
VPS Grade and Value Range Descriptors, the Child Protection Practitioner (CPP) descriptors are to be read in conjunction with them. The Child Protection program does not 
currently have jobs in Grade 1 work value 

Table 86: Child Practitioner Stream Classification and Standard Descriptors 

Table 86.1: Child Protection Practitioner Structure – Child Protection Practitioner Stream (CPP) – Classifications and Standard Descriptors 

 Grade 2 Grade 3 Grade 4 Grade 5 Grade 6 

 VR 1   VR 1 VR 1 

Grade Descriptors Practice stream: 

Provides basic care and 
support in delivering and 
supervising clients on 
family visits and a range 
of client activities 

Works within a 
well-defined environment 
under general supervision 

Provides standard 
services to support child 
protection practitioners 
carrying out their 
statutory roles 

Practice stream: 

Provides standard 
services under general 
supervision within a 
service delivery 
framework 

Typically an entry level/ 
base-grade case 
practitioner in regional 
child protection 

Practice stream: 

Provides standard 
services within a service 
delivery framework 

Works as a case 
practitioner involved in 
managing the care, 
support and supervision 
of clients with greater 
autonomy 

Typically an advanced 
case practitioner in 
regional child protection 

Practice stream: 

Provides a professional 
service in field of 
expertise 

Typically a regional senior 
child protection 
practitioner 

 

 

Management stream: 

Manages delivery of 
services to clients within 

Practice stream: 

Provides a highly 
specialised, professional 
service in field of 
expertise 

Typically a regional child 
protection principal 
practitioner 

Management stream: 

A senior regional program 
manager with a significant 








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Table 86.1: Child Protection Practitioner Structure – Child Protection Practitioner Stream (CPP) – Classifications and Standard Descriptors 

 Grade 2 Grade 3 Grade 4 Grade 5 Grade 6 

Typically a case practice 
support worker in 
regional child protection 

a service delivery 
framework 

Typically a regional child 
protection team manager 

impact on program 
management and delivery 

Typically a regional Area 
Manager (within a Child 
FIRST catchment) 

    Practice stream: 

Provides a more 
specialised, professional 
service in field of expertise 

Typically a regional child 
protection practice leader 

Management stream: 

Typically a regional child 
protection team manager  
or deputy area manager 
operating at a higher level 
of autonomy within a 
region 

Practice stream: 

Provides authoritative 
advice and leadership 
based on advanced 
expertise and regarded as 
a subject matter expert 

Typically a regional child 
protection principal 
practitioner 

Management stream: 

A senior regional program 
manager with a significant 
impact on program 
management and delivery 

Typically a regional child 
protection manager 

Decision Making All Employees exercise legal delegations and functions pursuant to the Children, Youth and Families Act 2005 (Vic) and other related acts. Specific 
delegations and functions are determined by the role and work environment in combination (as specified in job descriptions). 

Operational Service 
Delivery 

Practice stream: 

Works with clients in a 
range of settings 

Practice stream: 

Works within a defined 
statutory framework 

Practice stream: 

Plans and prioritises own 
work to achieve defined 
targets 

Practice stream: 

Manages high risk cases  

Provides specialist 
professional supervision 

Practice stream: 

Manages the most high 
risk and high profile cases 
including negotiating for 








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Table 86.1: Child Protection Practitioner Structure – Child Protection Practitioner Stream (CPP) – Classifications and Standard Descriptors 

 Grade 2 Grade 3 Grade 4 Grade 5 Grade 6 

Works under direction 
from supervisor 

Supervises client 
activities as defined by 
case plans 

Assesses the level of risk 
for clients and their 
families with close 
support from senior 
practitioners 

Responds to a variety of 
emerging client issues 

Participates in the 
development and review 
of case plans 

Consults with more senior 
case practitioners as 
needed 

Assesses the level of risk 
for clients and their 
families with greater 
autonomy 

Makes applications to 
courts with greater 
autonomy 

Develops and manages 
case plans 

Supervises students and 
supports new child 
protection practitioners 

Provides advanced 
assessment and advisory 
services 

Provides leadership to 
practitioners in relation to 
high risk cases and 
challenging issues 

Management stream: 

Manages program 
activities and sensitive or 
high risk issues 

Manages a team of 
practitioners 

Undertakes case planning 

Manages the work 
organisation, resources 
and outputs for the team 

cross agency service 
delivery 

Provides highly specialist 
services or expert advice 
on child protection 
service delivery 

Routinely advises senior 
stakeholders on child 
protection issues and 
solutions 

Develops briefs on highly 
complex practice issues 

Undertakes case planning 
appeals as required 

Management stream: 

Manages a regional child 
protection service with 
increased budget, 
Employee and agency 
responsibilities  

Responsible for 
implementation of 
endorsed strategic policy 
within the region 

    VR 2 

Practice stream: 

VR 2 

Practice stream: 

Area of expertise and 
responsibility is 








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Table 86.1: Child Protection Practitioner Structure – Child Protection Practitioner Stream (CPP) – Classifications and Standard Descriptors 

 Grade 2 Grade 3 Grade 4 Grade 5 Grade 6 

Manages sensitive, high 
risk cases 

Provides specialist 
professional supervision, 
education and advice 
including leadership and 
guidance to other 
specialists in the field 

Undertakes quality audits 

Monitors professional 
child protection standards 
within the region 

Management stream: 

Manages program 
activities and sensitive or 
high risk issues with a 
higher degree of 
autonomy in a region 

Manages a team of 
practitioners with a 
higher degree of 
autonomy in a region 

Undertakes case planning 

Manages the work 
organisation, resources 
and outputs for the team 

Assist in managing a child 
protection area 

complicated by the scale 
and difficulty of the issues 

Provides leadership and 
guidance based on 
advanced expertise 

Provides complex or 
specialised service 
delivery models 

Undertakes case planning 
appeals as required 

Management stream: 

Manages a range of 
strategic statutory 
functions, each with 
significant budget, 
Employee responsibilities 
or strategic importance 

Integrates child 
protection service 
delivery with the other 
statutory services 
provided in the region 

Manages major projects 
for the region 

Undertakes case planning 
appeals as required 








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Table 86.1: Child Protection Practitioner Structure – Child Protection Practitioner Stream (CPP) – Classifications and Standard Descriptors 

 Grade 2 Grade 3 Grade 4 Grade 5 Grade 6 

Accountability and 
Frameworks 

Provides direct client 
support and supervision 
services 

Maintains accurate client 
records of a limited 
nature 

Decisions are based on 
the application and 
interpretation of well 
defined precedents, 
policies and standards 

Selects and applies a 
variety of well defined 
work practices and 
techniques common to 
the work area 

Refers complex problems 
to case practitioners for 
resolution 

Responsible for 
monitoring and 
implementing case plans, 
and protective orders 

Recommends appropriate 
interventions 

Selects from a variety of 
techniques, systems, 
methods or procedures 

Briefs case support 
practitioners as 
appropriate 

Mentors case aides and 
less experienced case 
practitioners 

Provides advice relating 
to individual case plans to 
peers, internal and 
external stakeholders 

Provides 
recommendations on 
intervention strategies 
and client service delivery 

Coordinates case 
management services 

Provides well developed 
recommendations on 
intervention strategies 
and client service delivery 

Makes decisions on 
intervention strategies 
and client service delivery 

Contributes to program 
development 

Assesses effectiveness of 
service delivery 

Provides mentoring and 
live supervision to 
practitioners 

VR1 

The VPSG 5.1 Non 
Executive Career 
Structure Classification 
and Value Range Standard 
Descriptors apply 

 

VR2 

The VPSG 5.2 Non 
Executive Career 
Structure Classification 
and Value Range Standard 
Descriptors apply 

VR1 

The VPSG 6.1 Non 
Executive Career 
Structure Classification 
and Value Range Standard 
Descriptors apply 

 

VR2 

The VPSG 6.2 Non 
Executive Career 
Structure Classification 
and Value Range Standard 
Descriptors apply 

 

Innovation and 
Originality 

VR 1 

Judgment is required to 
solve problems arising in 
own work program 

Exercises professional 
judgment 

Recommends 
improvement to case 

Solves problems by 
applying initiative, sound 
judgment and expertise 
drawing on a range of 
professional networks 

VR 1 

The VPSG 5.1 Non 
Executive Career 
Structure Classification 

VR 1 

The VPSG 6.1 Non 
Executive Career 
Structure Classification 








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Table 86.1: Child Protection Practitioner Structure – Child Protection Practitioner Stream (CPP) – Classifications and Standard Descriptors 

 Grade 2 Grade 3 Grade 4 Grade 5 Grade 6 

Takes initiative to 
recommend improved 
processes in immediate 
work area 

management systems and 
practices 

Explores new ideas in 
response to non-routine 
case issues and problems 
and proposes changes and 
solutions 

Explores new ideas to 
improve program delivery 

and Value Range Standard 
Descriptors apply 

and Value Range Standard 
Descriptors apply 

VR 2 

The VPSG 5.2 Non 
Executive Career 
Structure Classification 
and Value Range Standard 
Descriptors apply 

VR 2 

The VPSG 6.2 Non 
Executive Career 
Structure Classification 
and Value Range Standard 
Descriptors apply 

Communication VR 1 

Communicates effectively 
with clients, and their 
families, guardians or 
caregivers 

Prepares case notes for 
consideration of others 
and routine 

Uses persuasion, 
advocacy, negotiation and 
motivation skills with 
clients, their families and 
guardians 

Uses well developed 
negotiation skills in 
pursuit of coordinated 
client services 

Provides professional 
advice and opinions to 
professionals of other 
disciplines 

Leads or participates in 
case conferences with 
other professionals 

Prepares correspondence, 
drafts submissions and 

VR 1 

The VPSG 5.1 Non 
Executive Career 
Structure Classification 
and Value Range Standard 
Descriptors apply 

VR 1 

The VPSG 6.1 Non 
Executive Career 
Structure Classification 
and Value Range Standard 
Descriptors apply 








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Table 86.1: Child Protection Practitioner Structure – Child Protection Practitioner Stream (CPP) – Classifications and Standard Descriptors 

 Grade 2 Grade 3 Grade 4 Grade 5 Grade 6 

correspondence as 
required 

Prepares a range of 
routine correspondence 
to support statutory 
service delivery 

Liaises with other service 
providers 

Prepares client 
assessments, case notes 
and plans, and 
correspondence at a more 
advanced level 

Prepares client reports 
for court 

Provides specialised 
advice and information to 
other professionals 

briefings for highly 
complex cases 

Reviews case files, court 
reports and recommends 
changes to current work 
practices 

VR 2 

The VPSG 5.2 Non 
Executive Career 
Structure Classification 
and Value Range Standard 
Descriptors apply 

VR 2 

The VPSG 6.2 Non 
Executive Career 
Structure Classification 
and Value Range Standard 
Descriptors apply 

Knowledge and 
proficiency 

Understands and applies 
relevant procedures, 
practices, guidelines and 
legislation relating to the 
work area 

Indicates a willingness to 
undertake appropriate 
studies and training in the 
child and family welfare 
field 

Applies theoretical 
knowledge and concepts 
to risk assessment and 
service provision 

Applies understanding of 
legislation, standards, 
techniques and practices 
and current trends and 
approaches to service 
provision 

Exercises the analytical 
skills and expertise of an 
established professional 

Understands 
contemporary research 
and developments in the 
field 

Demonstrates an in depth 
understanding of policies 
and operational 
procedures in the area of 
responsibility 

Applies knowledge and 
expertise to complex and 
difficult cases and 
situations 

Identifies and applies 
appropriate research 
when formulating 
appropriate interventions 

Applies knowledge to 
identify gaps in case 
assessments prepared by 
others 

VR 1 

The VPSG 5.1 Non 
Executive Career 
Structure Classification 
and Value Range Standard 
Descriptors apply 

VR 1 

The VPSG 6.1 Non 
Executive Career 
Structure Classification 
and Value Range Standard 
Descriptors apply 

VR 2 

The VPSG 5.2 Non 
Executive Career 
Structure Classification 
and Value Range Standard 
Descriptors apply 

VR 2 

The VPSG 6.2 Non 
Executive Career 
Structure Classification 
and Value Range Standard 
Descriptors apply 








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 Application 

In addition to the applicable clauses in Part 2 of this Appendix, Part 5 of this Appendix applies 
to Children Youth and Families Employees employed within the Secure Welfare Programs at 
Ascot Vale and Maribyrnong  under the Children Youth and Families Stream of the Child 
Protection Practitioner Structure. 

 Overtime 

Notwithstanding clause 41 of Section I of this Agreement (Overtime), Children, Youth and 
Families Employees who are employed within Secure Welfare Programs at Ascot Vale and 
Maribyrnong whose normal rostered shift hours of duty are in excess of 76 hours per fortnight 
will receive time in lieu on an hour for hour basis for those additional rostered shift hours 
beyond 76 hours per fortnight. 

 Secure Welfare Practice Principles 

 The Parties jointly commit to continue to work together in an endeavour to improve rostering 
arrangements to better meet client and Employee requirements. 

 Training and Consultative Mechanisms 

 An agreed periodic formal meeting between the Employer and CPSU/Employees will be 
established within Secure Welfare Services at which the following will be discussed: 

(a) issues affecting the Centre, Employees and clients; 

(b) training needs; and 

(c) consultative procedures. 

 Anything established as core training will be compulsory for Employees to attend. 

 Provision of Protective Clothing – Secure Welfare Programs 

 Within Secure Welfare Programs including but not limited to Ascot Vale and Maribyrnong; all 
ongoing and fixed term Employees classified as CYF Grades 1, 2 or 3, will be provided with 
appropriate clothing or a clothing allowance up to $500 per annum. 

 Clothing shall be provided on a needs/replacement value up to $500 per annum. 

 The department, following discussion and input from Employees and the Union, shall 
determine the type and standard of clothing and supply arrangements. 

 Protective footwear, if provided or purchased, must meet the relevant Australian Safety 
Standard. 

Part 5 Secure Welfare Programs 

20. 

21. 

22. 

22.1 

23. 

23.1 

23.2 

24. 

24.1 

24.2 

24.3 

24.4 








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 Departmental managers may approve amounts above the ceilings where damaged clothing is 
being replaced in any year. 

 Claims shall be paid on the basis of the Employee providing a valid receipt for the purchase of 
valid boots and clothing. Alternatively, arrangements may be made with suppliers to invoice 
the Employer for the supply of appropriate clothing to Employees. 

 An Employee must wear the clothing and footwear, as provided or purchased, when required 
to do so by the department. The Employer must ensure Employees are made aware of these 
provisions and ensure Employees wear the designated clothing. 

 The Employer is not responsible for replacing personal clothing items where the Employee 
has not worn the clothing. 

 Employee Development 

Where Employees have been approved and required to attend training courses, and subject 
to 14 days/adequate notice, attendance will be facilitated through flexible roster 
arrangements. 

 

 Housing Services Officer and Housing Customer Service Officer 
Structures 

 The Housing Services Officer Classification Structure, based on the VPS classification 
structure, provides for the following: 

(a) Alignment with VPS salary and progression steps/amounts; 

(b) Housing Services Officer and Housing Customer Services Officers work value 
descriptors (Part 7 of this Appendix); 

(c) Continuation of the Housing Customer Services Officer classification for Employees of 
the Office of Housing Maintenance Call Centre; and 

(d) Field Services Officers to be classified under the VPS classification structure. 

 Housing Customer Services Officers commence on the unqualified rate as set out in Table 88, 
clause 26.5 of this Appendix below. Employees will be required to complete Certificate III in 
Customer Contact [Call Centre] or its agreed successor within 12 months of commencement 
with the Office of Housing to progress to the HCSO Qualified Level 1 rate. 

 It is a principle for Housing Customer Services Officer (HCSO) that the relevant Certificate IV 
qualifications will form part of the mandatory qualifications for entry into the HCSO Qualified 
Level 2. Existing Housing Employees who desire to undertake this qualification will be 
provided with opportunity to obtain this qualification. 

 The Employer will provide Housing Services Officers (HSO) who possess a Certificate IV in 
social or public housing, or with a qualification recognised as an equivalent qualification by 
the department, with a minimum salary level, set at VPSG 2.1.7, as prescribed in Schedule C. 

24.5 

24.6 

24.7 

24.tli 

25. 

Part 6 Housing Programs 

26. 

26.1 

Ud 








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 The Housing Services Officer (HSO) and Housing Customer Services Officer (HCSO) Structures 
are set out in Table 87 and 88 below. The salaries referred to in this table are referenced 
against the VPS Structure set out in Schedule C. 

Table 87: Housing Services Officer and Housing Customer Services Officer Structure 

Housing Services Structure VPS Grade Alignment 

Housing Services Officer 1 VPS salary point 2.2  

Housing Services Officer 2 
Value Range 1 

VPS salary point 3.1 

Housing Services Officer 2 
Value Range 2 

VPS salary point 3.2 

Housing Services Officer 3 VPS salary point 4.1 to 4.1.3  

• Team Leaders VPS Grade 4 from VPS 4.1.4 to VPS 4.1.7. Teams Leaders at 4.1.7 would receive an 

additional annual payment equal to 1 per cent of the Employee’s annual salary where the Employee 

is assessed at their annual performance review as meeting the “progression criteria” outlined in 

the Employee’s performance plan. This payment is in addition to the payment in clause 29.4(e) of 

the Core Terms and Conditions of Employment.  

• The barrier between a Housing Officer 2 Value Range 1 and Housing Officer 2 Value Range 2 is a 

soft barrier. 

Table 88: Housing Customer Services Structure 

Housing Customer Services 
Structure 

VPS Grade Alignment 

Housing Customer Services 
Officer 
Unqualified 

VPS salary point 2.1.1  

Housing Customer Services 
Officer (Cert III) 
Qualified Level 1 

VPS salary point 2.1.2 to 2.1.8 

Housing Customer Services 
Officer (Cert IV) 
Qualified Level 2 

VPS salary point 2.2.1 to 2.2.7 

 Stand-By/Recall Allowances for Housing Services Employees 

 A Housing Services Employee who is required by the Employer to perform stand-by/recall 
must be contactable either by pager or telephone and be available to be recalled to work 
immediately as a result of an emergency. The Stand-by rates are paid in accordance with 
clause 35.5(e), Section I of this Agreement (Stand-by/Recall Allowance). 

 Where these arrangements were not previously negotiated with the Employee, the Employee 
must be paid an allowance as follows: 

26.5 

27. 

27.1 

27.2 








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(a) Emergency Recall 

An Employee must be paid an allowance specified below per hour when required to be 
available for immediate recall to duty: 

Table 89: Emergency Recall - Housing Services Employees (DHHS) 

Date of effect Per hour 

20 March 2020 $9.35 

1 December 2020 $9.45 

1 September 2021 $9.60 

1 June 2022 $9.70 

1 March 2023 $9.85 

1 December 2023 $9.95 

(b) The allowance paid in clause 27.2(a) is in addition to the Employee’s ordinary hourly 
rate of pay and any overtime payments under clause 41, Section I of this Agreement 
(Overtime) for the hours work during the Emergency Recall. 

 Following a period of Emergency Recall the Employee will be released from duty until the 
completion of a ten hour break in accordance with clause 41.1, Section I of this Agreement 
(Rest period between periods of duty). 

 Provision of Work Clothing – Housing programs 

 The Employer shall reimburse Employees on a needs/replacement basis the cost of protective 
clothing as follows: 

(a) Housing Services Officers and Team Managers, Field Services Officers, Maintenance 
Compliance Auditors, and Employees required to undertake field operations shall be 
reimbursed for safety clothing and footwear on a needs/replacement basis. The 
reimbursement covers the cost of coveralls or protective trousers and jacket, safety 
footwear, gloves, sun hat, sunglasses and wet weather gear. 

(b) The type and standard of safety footwear required needs to comply with the 
‘Australian/New Zealand Standard 2210 – Occupational Protective Footwear.’ The 
soling material must include as a minimum, polyurethane or polyvinyl chloride (PVC) 
blends. 

 If future requirements determine that this reimbursement provision be reviewed, the 
Employer following consultation with the CPSU shall determine the job titles, type, standard, 
reimbursement costs and supply arrangements of protective clothing. 

 Safety footwear may be replaced on a needs/replacement basis when evidence is provided to 
the manager of the footwear being damaged through a work related incident. 

 Employees will be reimbursed for the cost of purchasing safety footwear on the provision of 
a valid receipt or via regional invoice arrangements with a bulk supplier. 

27.3 

28. 

28.1 

28.2 

28,,3 

28.4 








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 Employees must wear the protective clothing/safety footwear, as provided, when required to 
do so by the Employer. The Employer must ensure Employees are made aware of these 
provisions and ensure Employees wear the protective clothing when required. 

 In normal circumstances the Employer is not responsible for replacing personal clothing 
items where the Employee has not worn the protective clothing. 

 Call Centres – Housing and Community Building Maintenance Call 
Centres 

 Housing Call Centre Operation 

(a) HCC Work Environment 

(i) HCC Employees will be provided with eye, ear, and voice tests paid for by the 
Employer. 

(ii) The Employer will ensure that the HCC is fitted out to an appropriate Australian 
Standard concerning acoustic controls to reduce noise. 

(b) Work Organisation 

(i) Work will be arranged within the HCC to ensure that Employees are provided 
with enough flexibility in their routine so that they can follow up customer service 
issues adequately. 

(ii) Guidelines will be negotiated between the Employer, Employees and the CPSU to 
ensure that the needs of quality customer service, Employee job satisfaction, and 
operational requirements are balanced. 

(iii) Appropriate call volume targets will be established. 

(iv) A guiding principle for communication is the acknowledgment that Employees' 
experience and ideas add value to the quality of service the HCC can deliver. 

(v) All HCC team members will be given the opportunity to participate in team 
meetings on a regular basis. HCC Employees will be given adequate time to 
familiarise themselves with policy updates. 

(vi) Regular rest breaks away from the telephone will be provided with work 
organised so that HCC Employees will not operate phones for at least 5 minutes 
per hour. 

(c) Call monitoring 

(i) Call monitoring will be used as a coaching and development tool. 

(ii) Call monitoring will not be an indicator of Employee performance assessment, 
unless otherwise agreed between Employees, the CPSU and the Employer (HCC). 

(iii) Employees will be given reasonable notice if their calls are being monitored and 
over what period of time. 

28.5 

28.6 

29. 

29.1 








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(d) Call recording 

(i) The use of call recording for Employee performance assessment will not occur 
without prior Agreement between the Employee, their union (the CPSU), clients, 
and the Employer (HCC). The HCC will record calls for use in service 
improvements and to clarify issues of dispute, which may occur relating to the 
service provided. 

(ii) Call recording is not primarily intended for disciplinary and other disputes. If a 
manager or supervisor considers it warranted as part of a standard managing 
improvement process they must give the Employee advanced notice and provide 
fair and reasonable access to the relevant records for the Employee, and where 
the Employee chooses their representative. 

(e) Training and development 

(i) Vocational training appropriate to the HCC will be provided to all Employees. 

(ii) A HCSO with a Certificate III in Customer Contact (Call Centre) or its agreed 
successor will be considered HCSO – Qualified Level 1 Employee. 

• An Employee appointed to a HCSO Qualified Level 2 position must hold or 
complete within the first 12 months following appointment a Certificate IV in 
Customer Contact (Call Centre). Progression to a HCSO Qualified Level 2 
position will not be automatic upon completing the Certificate IV in Customer 
Contact qualification. 

(iii) The following details of the qualification levels are provided for information: 

• Certificate III and Certificate IV in Customer Contact (Call Centre) are 
nationally recognised qualifications under the Australian Qualifications 
Framework. The units that will be packaged as a part of these qualifications 
will be chosen to specifically suit the HCC environment and functionality. 

 Terms and Conditions of Employment 

Specific arrangements applying to the operations of the HCC are as follows: 

(a) Housing Customer Services Officer 

Housing Customer Services Officer (HCSO) is classified in accordance with clause 31 of 
this Appendix. 

(b) Performance assessment 

(i) HCC Employees’ performance will be subject to assessment in accordance with 
the Employer’s progression, performance and development (PPD) system. 

(ii) PPD plans will be agreed with Employees that are relevant to the HCC. 

(c) Roster Arrangements 

(i) HCC shift rosters will be determined for a period of 14 calendar days in advance. 
Shift rosters will be issued to all HCC Employees at least 14 days prior to the 
commencement of such rosters. Each roster will indicate the starting and 
finishing time of each shift. 

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(ii) A minimum of 2 Operators shall be on duty during each shift. 

(iii) Roster Changes will be made in accordance with clause 12, Section I of this 
Agreement. 

 Housing Working Party 

 A joint CPSU/DHHS Housing Working Party shall be established to review and provide 
recommendations on the appropriate working arrangements for the following cohorts of 
employees: 

(a) Housing Service Officers; 

(b) Field Service Officers; 

(c) Team Leaders and Managers; 

(d) Housing Call Centre Employees. 

 The Working Party shall consider the following matters when making their 
recommendations: 

(a) The operating model; 

(b) The capability framework; 

(c) The relevant classification structures and descriptors including consideration of  

(i) the appropriate number of progression points for HSO3s; 

(ii) the appropriate classifications for Team Manager and Housing Service Manager 
positions; and 

(iii) the appropriate classification/s and descriptors for Field Service Officers (FSOs) 

 The Working Party will be comprised of representatives from the CPSU and DHHS. The 
commencement of the Working Party will be at a time agreed by the parties. The Working 
Party will complete its work within twelve months after the parties agree to commence it 
(subject to any agreement to extend the period of its operation). 

 In the event that the parties cannot reach agreement on the appropriate recommendations, a 
mutually agreed independent person shall be engaged to facilitate discussion. 

 Consideration will be given to the timing of implementation of any of the recommendations 
of the Working Party. 

 Terms of Reference for the Working Party will be developed and agreed.  

30. 

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30.2 

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 Housing Officer / Housing Customer Service Officer – Classification 
Descriptors 

The housing role is to provide needs based housing assistance, sustain tenancies, manage rental 
accounts and undertake inspections in relation to responsive and vacated maintenance. 
 
The key tasks include: 
• Interviewing clients and providing advice on all housing options, including public housing, waiting 

times and making referrals as necessary; 
• Providing assistance through the Bond scheme; 
• Assessing applications for the Victorian Housing Register; 
• Providing clients with appropriate housing assistance; 
• Matching applicants to appropriate properties; 
• Undertakes the full range of tenancy management activities and representing the Department at 

VCAT on issues concerning breaches of tenancy; 
• Conducting home visits of clients as required by policy; 
• Assessing tenants applications for rebated rent; 
• Acting as the Superintendent’s representative under the Schedule of rates and raising works 

orders; 
• Fosters an awareness of community building and sustainability; 
• Participate in community forums as the departmental representative under direction;  
• Identifying client specific needs in relation to accommodation requirements and make appropriate 

referrals; and 
• Undertake risk assessments and make related referrals where clients may have specific needs 

placing their housing at risk. 

Part 7 Housing Officer/ Housing Customer Service Officer -
Classification Descriptors 

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Table 90: Housing Officer / Housing Customer Services Officer – Classification Descriptors 

Table 90.1: Housing Officer 

HSO level 1 HSO level 2 HSO level 3 

A trainee Housing Services Officer with 
limited practical expertise or a worker in 
the housing call centre in a housing 
service officer type role. After 12 months 
and having demonstrated Competence to 
the required level, the trainee will be 
advanced to HSO level 2. 

Works within a well-defined environment 
under close supervision. 

Fully competent across the assigned housing functions and applies well-developed 
skills in all areas. May be required to be a local reference point in processes and 
procedures for less experienced staff. 

Works in an environment under general supervision 

A highly skilled housing worker who uses 
their expertise and knowledge to resolve 
complex and challenging problems associated 
with client needs and housing tenancies. May 
be required to coach, mentor and guide 
others. 

Works in an environment with limited 
direction 

In a housing office in a training 
environment under close supervision: 

1. Provides routine housing information 
to clients; 

2. Registers documents, maintains 
records and inputs data accurately; 

3. Assesses and registers housing, early 
housing and bond loan applications 
and refers to HSO 2 and 3 for 
approval; 

4. Shadows HSO 2 and 3 in client 
interviews to assess client’s needs, 
match them to properties and 
provide advice on their options. 

5. Prepares documents from housing 
records for VCAT and shadows HSO 2 
and 3 at VCAT. 

Assesses client’s needs and provides 
advice on housing options from a range of 
established policy, procedures and 
standards (2.2f) 

Prepares routine cases with well 
established procedures and represents 
the Department at VCAT (2.2a, 2.2f). 

Applies early intervention strategies to 
sustain tenancies. 

Uses persuasion skills in dealing with 
clients and stakeholders on all housing 
matters (2.2b). 

Determining eligibility for housing 
assistance and selects appropriate 
options (2.2f). 

 

 

Exercises professional judgement, 
and expertise when providing advice 
to resolve complex housing issues 
(3.1f, 3.1a) 

Advocates and prepares more 
complex cases and represents the 
Department at VCAT in cases where 
established precedents apply. 

Identifies early intervention 
strategies to sustain tenancies (3.1f). 

Researches and prepares briefs 
recommending local operational 
service delivery quality 
improvements (3.1d). 

 

 

Initiate and facilitate case conferences for 
clients which may include cross Department 
and agency collaboration (3.2c, 3.2f) 

Reviewing and recommending strategies for 
early intervention involving clients with 
challenging problems, including the use of risk 
assessment tools and frameworks 

Applies understanding of interrelationships 
between stakeholders and/or other work 
units to influence improved housing outcomes 
and policy. 

Plan, lead and facilitate consultative processes 
associated with community building and 
social landlord responsibilities. 

Coordinates responses to emergencies and 
crises in conjunction with the responsible 
housing officer. 








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Table 90.1: Housing Officer 

HSO level 1 HSO level 2 HSO level 3 

6. Administers debt management cases. 

7. Refers clients to a range of external 
service providers. 

8. Undertakes supervised home visits. 

 

Prepares detailed reports and briefs requiring 
in depth factual analysis. 

Supports, advocates and recommends 
strategies to represent Housing at VCAT and 
with other agencies and departments. 

Plans and conducts aspects of complex local 
housing service delivery projects within 
defined parameters (3.2d). 

Identifies and analyses information from a 
variety of sources so as to contribute to 
community building. 

  








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Table 90.2: Housing Customer Services Officer 

Housing Call Centre HCSO Qualified Level 1 (Cert III) – VPSG 2.1 HCSO Qualified Level 2 (Cert IV) – VPSG 2.2 

The housing call centre provides the key point of 
access and contact for housing tenants and housing 
contractors. 

The key tasks in the Housing Call Centre include: 

Answering and correctly referring client and 
contractor queries; 

Processing contractor payments; 

Administrative functions related to the raising of work 
orders; 

Contractor memos and internal tracking systems; 

Taking part in basic transactional project delivery 
tasks for other business units. 

A Certificate III in Customer Contact qualified fully 
competent worker in a Housing Call Centre with well 
developed skills in all areas of the HCC. 

A HCSO Qualified Level 1 Employee applies established 
rules, processes and standards under general 
supervision. 

Upon completion of the Certificate III the worker will 
be advanced to VPSG 2.1.2. 

Progression to HCSO Level 2 will not be automatic 
upon completing Certificate IV in Customer Contact 
qualification 

 

A Certificate IV in Customer Contact qualified fully 
competent worker in a Housing Call Centre with highly 
developed skills and expertise in all areas. Fully 
competent across assigned housing functions not 
limited to basic Housing Call Centre operations. Deals 
with more complex situations and acts as a local 
reference point in operational processes and 
procedures. 

 

 In the housing call centre: 

• Provides high quality service in relation to routine 
housing information; 

• Assesses client queries for housing services and 
makes decisions from a range of established 
policies and procedures, legislation and 
regulations specific to the role; 

• Reviews and accurately processes contractor 
invoice claims for payment; 

• Completes a range of administrative functions 
supporting client queries and contractor claims; 

• Acts as superintendent representative; 
• Proficient in the use of technical equipment 

including detecting problems and making 
appropriate changes. 

In the housing call centre: 

• Assesses complex client queries for housing 
services and makes decisions from a range of 
established policy, procedures and legislative 
requirements. 

• Maintains a data base and undertakes research and 
analyses of the data on the range of housing 
queries. 

• Contributes to operational service delivery and 
quality improvements. 

• Acts as superintendent representative. 
• Responsible for providing support services and 

direction to HCSO level 1. 
• Identifies and develops options to deliver on 

evolving organisational priorities; 








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Table 90.2: Housing Customer Services Officer 

Housing Call Centre HCSO Qualified Level 1 (Cert III) – VPSG 2.1 HCSO Qualified Level 2 (Cert IV) – VPSG 2.2 

• Proficient in use of software and technical 
equipment and actions; 

• Understands and applies theoretical principals 
under supervision to achieve defined outcomes; 

• Participates in routine investigations under 
direction and provides evidence as required. 








 

309 

 

 

 Vehicle 

A Senior Medical Advisor has the option to allocate part of their salary to obtain the use of a 
Government vehicle for private purposes at rates equivalent to those charged under Executive 
Officer contracts as published from time to time by the Victorian Public Sector Commission. 

 On-Call Duty Requirement 

 Senior Medical Advisors must be contactable and available outside the normal hours of duty 
to respond to urgent program issues. 

 A Senior Medical Advisor whose role is listed in this clause and who is available outside the 
ordinary hours of duty to respond to program service delivery needs will be entitled to one 
week of annual leave for any period of 12 months service, in addition to any other annual 
leave entitlements under clause 45, Section I of this Agreement (Annual Leave). 

(a) A practitioner in Mental Health Services, other than a Medical Officer, Senior Medical 
Officer and Registrar who is available outside the ordinary hours of duty to respond to 
clinical service delivery needs or to satisfy the statutory requirements of the Mental 
Health Act 1986; 

(b) A State-wide Principal Child Protection Practitioner within the Office of Professional 
Practice who is available outside the ordinary hours of duty to respond to urgent 
program service delivery needs; 

(c) A Director, Client Outcomes and Service Improvement in a division who is available 
outside the ordinary hours of duty to respond to urgent program service delivery needs.  

 Senior Medical Advisors may be required to remain on duty where the program, patient or 
client needs require, notwithstanding conferences or the expiration of normal hours. 

 Special Leave 

 The Senior Medical Advisor is eligible to be granted special leave with pay for up to two weeks 
per year to attend conferences and/or undertake research approved by the Employer as 
relevant to their career in the public service. This leave eligibility is cumulative for a period of 
up to five years. Leave not taken within five years of accrual is forfeited. 

 Subject to prior approval by the Employer, reasonable costs associated with necessary travel 
and other expenses associated with study or attendance at conferences will be reimbursed 
upon presentation of receipts (tax invoices). 

 Private Practice 

Subject to approval by the Employer, a Senior Medical Advisor may be accorded reasonable 
unpaid leave during working hours to undertake private practice in medicine provided that 
there is no conflict of interest with their departmental appointment. 

Part 8 Senior Medical Advisors 

32. 

33. 

33.1 

33.2 

33.3 

34. 

34.1 

34.2 

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 Operation of this Appendix 

This Appendix provides the following specific arrangements: 

(a) Part 1 and Part 2 of this Appendix applies to Employees employed within the 
Agriculture Victoria (AV) Group within Department of Jobs, Precincts and Regions 
(DJPR), and other eligible Employees as specified. 

 

 Application 

 Part 1 of this Appendix applies to Employees employed within the Agriculture 
Victoria(AV) Group. 

 Part 1 of this Appendix will apply to a DJPR Employee not employed within AV Group, 
subject to meeting the following requirements:  

(a) the Employee was employed by the former Department of Primary Industries as 
of 30 June 2013; and 

(b) the Employee was transferred to Department of Economic Development, Jobs, 
Transport and Resources (DEDJTR) from the former Department of Environment 
and Primary Industries on 2 March 2015; and 

(c) the Employee continues to occupy the same substantive position in DJPR as that 
occupied on the date of transfer to DEDJTR.  

 Non-Emergency Stand-By 

 An Employee who is required by the Employer as part of their duties to be on stand-by 
and available to return within a specified maximum period of time to undertake 
intermittent duty outside their normal hours of duty will be compensated at the rates 
specified in the following table:  

Table 91: Non-Emergency Stand-by (DJPR) 

Date of effect Amount per night Amount per day/night 

20 March 2020 $55.65 $111.10 

1 December 2020 $56.35 $112.50 

1 September 2021 $57.20 $114.15 

1 June 2022 $57.95 $115.60 

Appendix S Dep,artment of Jobs, Precincts and Regions 

1. 

Part 1 Stand-by,, Recall and Related Matters 

2. 

2.1 

2.2 

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Date of effect Amount per night Amount per day/night 

1 March 2023 $58.80 $117.35 

1 December 2023 $59.40 $118.50 

 An Employee who is required to return to work when on stand-by will be compensated 
for each hour or part hour worked, in accordance with the overtime provisions in clause 
13 of this Appendix. 

 An Employee who is recalled to duty must be paid for a minimum of 3 hours. 

 Stand-by allowances will not apply where stand-by is explicitly incorporated as incidents 
of employment into total remuneration or is otherwise compensated. 

 Stand-By on a Vessel 

 An Employee who is travelling to, from, or between work locations on a vessel outside of 
their normal hours of duty and during that time is required by the Employer to be on 
stand-by and undertake intermittent work shall be paid a stand-by allowance at the rates 
specified in the following table for each hour of stand-by and intermittent work:  

Table 92: Stand-by on a vessel (DJPR) 

Date of effect Hourly rate 

20 March 2020 $9.35 

1 December 2020 $9.45 

1 September 2021 $9.60 

1 June 2022 $9.70 

1 March 2023 $9.85 

1 December 2023 $9.95 

 The allowance provides compensation and payment for being confined on a vessel, away 
from port, up to a maximum payment of 6 hours per night when on board for a full 24 
hour day. 

 An Employee required to remain on board overnight will be paid a camping allowance 
in accordance with clause 6 (Camping) of this Appendix. 

 The allowance will not be paid when an Employee is during the time of travel on a vessel 
being paid overtime in accordance with the provisions of clause 13 (Overtime) of this 
Appendix. 

3.2 

J.3 

3.4 

4. 

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 Recall to Duty 

 Where the Employer recalls an Employee to perform work the Employee will be paid for 
a minimum for 3 hours work in accordance with the overtime provisions in clause 13 
(Overtime) of this Appendix. 

 If work continues for more than the initial 3 hours, the Employee will be paid for the 
actual time worked in accordance with the overtime provisions in clause 13 (Overtime) 
of this Appendix. 

 If an Employee is recalled to duty within 3 hours of ceasing a previous work period, the 
total work period prior to re-commencement of the work on the recall will be included 
in calculating the hours of duty for the day, and will also be included for the purposes of 
calculating a 16 hour work period. 

 Camping 

 An Employee who is required to camp outdoors or reside in tendered or temporary 
accommodation or where commercially provided accommodation is below a 3 star 
permanent rating will be paid a camping allowance per night at the rates specified in the 
following table to compensate for the accommodation conditions:  

Table 93: Camping Allowance (DJPR) 

Date of effect Per night 

20 March 2020 $58.85 

1 December 2020 $59.60 

1 September 2021 $60.50 

1 June 2022 $61.25 

1 March 2023 $62.20 

1 December 2023 $62.80 

 For the purposes of this clause, a 3 star permanent rating must include: 

(a) Clean bed linen provided 

(b) Appropriate heating and cooling 

(c) Meals available directly or indirectly 

(d) House keeping cleans after each booking 

(e) Ablution facilities that are in room or close to the room. 

5. 

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5.2 

5.3 

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 Ocean Going Allowance 

 An Employee shall receive an allowance at the rates specified in the following table for 
every hour aboard a vessel outside the limits of the port of Port Phillip or any other 
recognised port:  

Table 94: Ocean Going Allowance (DJPR) 

Date of effect Per hour 

20 March 2020 $6.10 

1 December 2020 $6.15 

1 September 2021 $6.25 

1 June 2022 $6.35 

1 March 2023 $6.45 

1 December 2023 $6.50 

 No allowance shall be payable in respect of periods of work performed in or about the 
entrance of any port. 

 Shipkeeping Allowance 

An Employee who is employed on a vessel shall be paid a shipkeeping allowance at their 
hourly rate of pay for 3 hours per day when the Employer requires the Employee to 
remain on board to be available to perform any necessary vessel related duty that may 
arise. 

 Diving Allowance 

 An Employee who is competent and required in the course of their official duties to dive 
underwater shall be paid an allowance at the rates specified in the following table for 
each day on which approved diving duties are required to be performed:  

Table 95: Diving Allowance (DJPR) 

Date of effect Per day 

20 March 2020 $32.25 

1 December 2020 $32.65 

1 September 2021 $33.10 

1 June 2022 $33.55 

1 March 2023 $34.05 

7. 

7.1 

7.2 

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Date of effect Per day 

1 December 2023 $34.40 

 An Employee who on any day is required to perform the work of a diving supervisor shall 
be paid an allowance at the rate specified in the following table for each day on which 
the dive supervisor duties are required to be performed:  

Table 96: Diving Supervisor Allowance (DJPR) 

Date of effect Per day 

20 March 2020 $48.50 

1 December 2020 $49.10 

1 September 2021 $49.85 

1 June 2022 $50.50 

1 March 2023 $51.25 

1 December 2023 $51.75 

 Farm and Building Security Allowance 

 A Farm/Building Security Officer (FBS Officer) is an Employee who is assigned the 
responsibilities and duties for caretaking and security of Departmental property, 
including farm land, buildings, equipment and livestock outside of the person’s ordinary 
hours of work and/or outside of the normal operating hours of the unit including early 
mornings, evenings and weekends. 

 The FBS allowance is intended to compensate Employees for caretaking and security 
performed outside of “normal operating hours” in addition to their normal duties. A FBS 
officer duty statement outlining the duties to be performed must be developed and 
recorded to ensure that both parties agree as to the functions of the position. 

 The FBS officer shall be available to perform the duties as required at all times out of 
hours in accordance with clause 10.1 of this Appendix. 

 The allowance is a per annum rate within the ranges specified in the following table and 
adjusted to fortnightly payments. The allowance is to be annualised to exclude its 
payment during any periods of annual or long service leave and averaged to a fortnightly 
rate over the 52 weeks of the year. The allowance is not included as part of salary for 
superannuation purposes.  

Table 97: Farm and Building Security Allowance 

Date of effect Annual minimum Annual maximum 

20 March 2020 $5,454.60 $12,727.20 

9.2 

10. 

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Date of effect Annual minimum Annual maximum 

1 December 2020 $5,522.80 $12,886.30 

1 September 2021 $5,605.65 $13,079.55 

1 June 2022 $5,675.70 $13,243.05 

1 March 2023 $5,760.85 $13,441.70 

1 December 2023 $5,818.45 $13,576.15 

 The level of allowance to be paid within the ranges is determined by the following 
factors: 

(a) the average number of out of hours work to be performed each week; 

(b) the nature and complexity of duties undertaken; 

(c) the level of responsibility accorded to the Employee in the performance of duties; 
and 

(d) the level of inconvenience to the Employee (how restricted is the Employee in 
leaving the property or the number of times the Employee has to return to the 
property on weeknights and weekends). 

 Remote Locations 

 A range of socio-economic and geographic factors are taken into consideration in 
determining the remote status of a work centre including: 

(a) distance from a large town; 

(b) degree of isolation or distance from shops and services; 

(c) requirements for additional cost of living; 

(d) hardships including impact on spouse and children; 

(e) availability of standard community facilities e.g. churches, cultural pursuits, 
recreational; 

(f) availability of medical facilities; 

(g) involvement of family members in delivering Departmental services; and 

(h) prior demonstrated difficulty in attracting Employees to the location. 

 Two levels of Remote Location Allowance are available: (i) Highly Remote and (ii) 
Remote. 

(a) The following locations have been determined as remote and their rating is listed 
below:  

10.5 

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Table 98: Remote Locations (DJPR) 

RATING  NORTH WEST  NORTH EAST  GIPPSLAND  

(i) Highly Remote  Walpeup 

Underbool  

Mitta Mitta  Bendoc 

Dargo  

(ii) Remote  Piangil 

Rainbow 

Sea Lake 

Speed 

Hopetoun 

Birchip 

Ouyen 

Edenhope 

Corryong  Cann River 

Swifts Creek 

Mallacoota  

(b) The following allowances apply: 

Table 99: Remote Locations Allowance (DJPR) 

Date of effect 
With 

dependents 
(minimum) 

With 
dependents 
(maximum) 

Without 
dependents 
(minimum) 

Without 
Dependents 
(maximum) 

Attraction 
payments 

High remote allowance 

20 March 2020 $5,452.10 $9,093.05 $3,818.40 $6,361.70 $3,639.50 

1 December 2020 $5,520.25 $9,206.70 $3,866.10 $6,441.25 $3,685.00 

1 September 2021 $5,603.10 $9,344.80 $3,924.10 $6,537.85 $3,740.25 

1 June 2022 $5,673.10 $9,461.60 $3,973.15 $6,619.60 $3,787.00 

1 March 2023 $5,758.20 $9,603.55 $4,032.75 $6,718.85 $3,843.80 

1 December 2023 $5,815.80 $9,699.55 $4,073.10 $6,786.05 $3,882.25 

Remote allowance 

20 March 2020 $3,273.60 $5,452.10 $2,182.50 $3,639.50 $1,820.40 

1 December 2020 $3,314.50 $5,520.25 $2,209.80 $3,685.00 $1,843.15 

1 September 2021 $3,364.20 $5,603.10 $2,242.95 $3,740.25 $1,870.80 

1 June 2022 $3,406.25 $5,673.10 $2,270.95 $3,787.00 $1,894.20 

1 March 2023 $3,457.35 $5,758.20 $2,305.05 $3,843.80 $1,922.60 








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Date of effect 
With 

dependents 
(minimum) 

With 
dependents 
(maximum) 

Without 
dependents 
(minimum) 

Without 
Dependents 
(maximum) 

Attraction 
payments 

1 December 2023 $3,491.95 $5,815.80 $2,328.10 $3,882.25 $1,941.85 

(c) The categories of locations listed above are used for payment of the following 
allowances: 

(i) Payment of an allowance in addition to salary for the cost and inconvenience 
of living and working in a remote location. An Employee’s starting salary 
should be increased by an amount of allowance within the range shown in 
the above table. Starting salary payments are to be endorsed by the 
Executive Director of the relevant division or their delegate. This allowance 
is paid in addition to salary and will cease to be paid when the Employee 
ceases to be employed at that remote location. 

(ii) In addition to the allowance in clause 11.2(c)(i) of this Appendix Employees 
in remote locations may receive a one off attraction payment up to the rate 
specified in the above table at the commencement of residence at the 
location. This is an added inducement to attract Employees. The Executive 
Director of the relevant division or their delegate are to approve one off 
payments. 

 Overseas and Interstate Travel 

 Where an Employee travels overseas for work purposes the Employer will provide the 
Employee with a reasonable allowance prior to travel and reimburse any additional 
expenses relating to the trip on return. Costs will include accommodation, meals and 
other incidental expenses associated with the trip. The standard of accommodation and 
meals will be equivalent to that associated with travel within Australia. 

 Where invoice arrangements cannot be made and Employees are required to undertake 
official duties outside of Victoria requiring an overnight stay, the Employee will be paid 
a reasonable allowance prior to travel. 

 Overtime 

 Time worked in excess of the standard 76 hours per fortnight will be either paid as salary 
or taken as time in lieu as follows, except when subject to Part 2- Emergency Work of 
this Appendix. 

 Time In Lieu of Overtime 

(a) In order to meet the work requirements of the Employer and/or the personal 
requirements of the Employee, the Employee may, subject to the approval of the 
line manager, work hours in excess of the normal working day and accrue a 
balance of time worked in lieu of overtime. 

(b) In such cases the additional hours are unpaid and the Employee will be entitled to 
take time in lieu on the basis of one hour for each additional hour worked. 

12. 

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(c) A maximum of 76 hours time in lieu may be accrued. 

(d) The taking of time off in lieu will be by mutual arrangement between the Employee 
and the Employer. 

(e) The Employee will be paid an amount equivalent to any accrued time in lieu at the 
cessation of employment for whatever reason the cessation occurs. 

(f) Subject to the approval of the Employer the Employee may choose to work on a 
Public Holiday and receive a leave credit of up to 1 day which must be taken within 
the next 12 months. The time in lieu will be taken at the rate of one hour for each 
hour worked. 

(g) An Employee who with the agreement of the Employer substitutes a Public Holiday 
for another day to observe other religious or cultural occasions of significance to 
the Employee will be paid at the ordinary rate of pay for work on that Public 
Holiday. 

 Paid Overtime 

(a) The Employer may direct the Employee to work overtime in excess of the normal 
working day to meet particular unavoidable work demands. Such work will not be 
a regular occurrence, and reasonable notice of the requirement to work overtime 
will be given. 

(b) Where the work is required to be performed outside the span of 7.00am to 7.00pm 
Monday to Friday, or beyond the current rostering arrangements for Employees 
who work shift work, the overtime will be paid overtime and subject to clauses 
13.3(c) to 13.3(f) of this Appendix. 

(c) Where the work is unpredictable and the Employer is unable to provide 
reasonable notice, the Employee may only refuse to work overtime where this 
would impose personal hardship or interfere with an Employee's family 
commitments. The Employee will provide an explanation at the time of refusing 
the overtime. 

(d) The Employer will ensure that work is organised in such a way that the 
requirement to perform overtime is not a regular occurrence. 

(e) All paid overtime between Monday to Saturday (excluding Public Holidays) will be 
paid at the rate of 150 per cent of the ordinary rate of pay for the first two hours 
and 200 per cent for each additional hour, subject to the maximum payment being 
based on the hourly rate of the annual salary of the lowest pay point within Grade 
4.  

(f) All paid overtime on a Sunday (excluding Public Holidays) will be paid at the rate 
of 200 per cent for each additional hour, subject to the maximum payment being 
based on the hourly rate of the annual salary of the lowest pay point within Grade 
4. Shift work Employees who have already completed a rostered day of 7.6 hours 
will be paid overtime on a Saturday or Sunday (excluding Public Holidays) at 200 
per cent for all overtime worked subject to the maximum payment being based on 
the annual salary of the lowest pay point within Grade 4.  

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(g) All overtime worked on a Public Holiday will be paid at the rate of 250 per cent of 
the ordinary rate of pay subject to the maximum payment being based on the 
annual salary of the lowest pay point within Grade 4.  

(h) All overtime calculations will be rounded up to the next quarter of an hour. 

(i) Where the Employee performs overtime work at the direction of the Employer and 
the Employee is not able to utilise the normal means of transport home, the 
Employer will organise safe means of transport for the Employee or on production 
of a receipt reimburse the Employee the cost of commuting by taxi. 

 

 Application 

 Part 2 of this Appendix applies to Employees employed within the Agriculture Victoria 
(AV) Group. 

 Part 2 of this Appendix will apply to a DJPR Employee not employed within AV Group, 
subject to meeting the following requirements:  

(a) The Employee was employed by the former Department of Primary Industries as 
of 30 June 2013, and 

(b) The Employee was transferred to DEDJTR from the former Department of 
Environment and Primary Industries on 2 March 2015, and 

(c) The Employee continues to occupy the same substantive position in DJPR as that 
occupied on the date of transfer to DEDJTR. 

 Emergency provisions will apply where urgent action is required to meet DJPR’s 
emergency management responsibilities described in the Emergency Management 
Manual Victoria (EMMV) which may include emergency disease outbreaks for animal 
health and pest plants operations and any natural disaster emergency recovery. 
Activation of these provisions will be limited to situations requiring immediate and 
urgent response, where planning and service delivery are expedited under an emergency 
management framework (e.g. AIIMS or BIMS) using approved systems and procedures 
to avoid immediate substantial impacts to: 

(a) Community safety; 

(b) Primary Industries; and/or 

(c) Government and/or DJPR reputation. 

Such situations will require active situation analysis, review of plans and reporting to the 
executive level of DJPR on a daily basis. 

 Where an Employee of the Department is called to undertake fire suppression activities, 
the terms and conditions of Part 1- Emergency Work of Appendix 6 – Department of 
Environment, Land, Water and Planning (except clauses 24– 26) will apply to the 
Employee undertaking that work. 

Part 2 Emergency Work 

14. 

14.1 

14.2 

14.3 

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 Retention of classification 

An Employee will retain the classification upon which they are employed immediately 
prior to the outbreak of an emergency, provided that the Employer may for the purpose 
and during any period of emergency work operations specifically assign an Employee to 
another classification for which a higher wage rate is prescribed in which case 
appropriate payment will be made. 

 Normal hours of work 

The weekly total of hours paid at ordinary time will not exceed 38 per week, excluding 
paid rest breaks as per clause 19 (Meal Interval) of this Appendix, to be worked in 
accordance with the normal accrual provisions. 

 Work period 

The minimum work period, except as provided by clauses 23 (Stand-by) and 25 
(Travelling Time) of this Appendix will be 7.6 hours per day. 

 Rest period 

 Wherever reasonably practicable an Employee will receive a rest period of at least 10 
continuous hours between successive work periods 

 An Employee must not commence a new work period without having had 10 continuous 
hours off duty unless directed by the Employer. 

 If an Employee is directed by the Employer and a rest period has been of fewer than 10 
continuous hours in duration before the next work period has commenced, the Employee 
will be paid at the rate of double time for the whole of that successive work period, until 
they are released from duty at the conclusion of that work period. 

 Where the emergency arrangements require a weekly Employee to have a rest period 
which exceeds sixteen (16) hours, the Employee will not be penalised and will be paid 
for a minimum of 38 ordinary hours for each Monday to Friday work period, even where 
the Employee, because of these requirements, has been scheduled to work less than 38 
ordinary hours in any Monday to Friday work period. 

 Emergency arrangements will be, as far as possible, organised such that rest breaks 
greater than 16 hours between shifts do not occur more than once in any Monday to 
Friday period. 

 Where an Employee, who is scheduled for a rest break but for operational reasons is 
required to remain deployed on a Saturday and/or Sunday, the Employee will be paid for 
a minimum of 7.6 hours for each day they remain deployed at the appropriate weekend 
rates. 

 Prior to the resumption of normal duties, the Employer will offer the Employee a full 
debriefing and post event counselling. 

15. 

16. 

17. 

18. 

18.1 

18.2 

18.3 

18.4 

18.5 

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 Meal interval 

Meal intervals will not exceed 30 minutes and will be counted as time worked. 

 Monday to Friday payment 

 All time worked on any Monday to Friday (including time worked prior to emergency 
work) will be paid for at the rate of ordinary time for the first 7.6 hours and at the rate 
of time and one half for the next 2 hours, and at the rate of double time thereafter. 
Provided that: 

(a) the wage rate will revert to ordinary time when the Employee has received a rest 
period of 10 hours; and  

(b) when penalty rates are being paid, and a work period extends beyond midnight, 
such penalty rates will continue until the end of the work period. 

 Saturday work 

Except where the provisions of clause 20.1(b) of this Appendix apply all time worked 
by an Employee on a Saturday will be paid for at the rate of time and one half for the first 
two hours and at double time thereafter. 

 Sunday and Public Holiday work 

All time worked by an Employee on a Sunday will be paid for at double the ordinary 
prescribed rate and for all time worked on a Public Holiday at two and one half times the 
ordinary prescribed rate. 

 Stand-by 

 Stand-by will mean all time during which an Employee is required to remain available 
for an immediate recall to work. 

 An Employee on stand-by will be available either at their home or contactable by 
telephone and available for immediate response to the emergency as is mutually agreed 
with the Department. 

 The allowances will be as follows: 

Table 100: Stand-by – Emergency Work (DJPR) 

Date of effect Per hour 
Per hour – Undertaken 
fitness requirements 

20 March 2020 $16.05 $18.85 

1 December 2020 $16.25 $19.05 

1 September 2021 $16.50 $19.35 

19. 

20. 

20.1 

21. 

22. 

23. 

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Date of effect Per hour 
Per hour – Undertaken 
fitness requirements 

1 June 2022 $16.70 $19.60 

1 March 2023 $16.95 $19.90 

1 December 2023 $17.10 $20.10 

 Stand-by for Employees on Saturdays, Sundays and Public Holidays will mean an eight 
hour period between 10.00am and 6.00pm. Where the emergency conditions dictate, the 
stand-by may be extended past 6.00pm and paid according to the rate specified in clause 
23.3 (Stand-by allowance) of this Appendix. 

 An Employee who is rostered to stand-by on a Saturday, Sunday or Public Holiday will 
be entitled to 8 hours stand-by payment for each day so rostered. 

 Provided that the Employee will be entitled to only 4 hours stand-by pay for each day so 
rostered if, by midday on the preceding day, they are notified that stand-by for that 
Saturday, Sunday and/or Public Holiday has been cancelled. 

 Where an Employee is called upon to perform emergency work on any day that they are 
on stand-by, they will in addition to their entitlements under clause 24 (Callout) of this 
Appendix, be paid for all stand-by performed on that day which is not paid for under 
clause 24 of this Appendix. 

 The Employer may, on any normal week day which has a high fire danger rating, place 
an Employee on stand-by at the cessation of the Employee’s normal working time for the 
day.  Standby allowances will commence from the normal time of cessation of work at 
the rate as provided in clause 23.3.  

 Where an Employee is a designated Duty Officer on stand-by and is required to be the 
primary contact for initiating the response to an incident and manage the preparedness 
in relation to potential emergency incidents, that Employee while performing this 
function will be paid the relevant rate as follows: 

(a) The day rate (weekend/public holiday) of Duty Officer stand-by covers the period 
10.00am to 6.00pm. 

(b) The night rate for Duty Officer stand-by covers the period between 6.00pm and 
10.00am. 

The day/night rate of Duty Officer stand-by will be as follows: 

Table 101: Duty Officer Stand-by (DJPR) 

Date of effect Day/Night rate Night rate 
Day rate - 
Weekend 

20 March 2020 $333.30 $120.30 $212.70 

1 December 2020 $337.45 $121.80 $215.35 

1 September 2021 $342.50 $123.60 $218.60 

23.4 

23.5 

23.6 

23.7 

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Date of effect Day/Night rate Night rate 
Day rate - 
Weekend 

1 June 2022 $346.80 $125.15 $221.30 

1 March 2023 $352.00 $127.05 $224.65 

1 December 2023 $355.50 $128.30 $226.90 

 Callout 

 An Employee recalled to perform work in or in connection with an emergency will be 
paid for a minimum for four (4) hour’s work at the appropriate penalty rate each time 
they are so recalled. Provided that the Employee will not be required to work the full 4 
hours if the job for which they are recalled is completed in a shorter period. 

 In addition to this initial four (4) hours, if work continues for more than this period, the 
Employee will be paid for the actual time worked, at appropriate penalty rates. 

 If an Employee is recalled to duty within 4 hours of ceasing a previous work period, then 
the total work period prior to re-commencement of work on the recall will be taken into 
account when calculating the hours of duty for the day, and also be used for the purposes 
of calculating a 16 hour work period. 

 Travelling time 

 All time spent by an Employee in proceeding to and from an emergency (as defined) at 
the direction of the Employer will be regarded as time worked. Payment will commence 
from, and cease at, the location or normal pick-up place in the home district provided 
that: 

(a) An Employee deployed to an emergency, travelling directly to or from that 
emergency, will have that travelling time included as time worked for the purposes 
of clauses 20 (Monday to Friday Payment) and clause 30 (Emergency 
Deployment Allowance) of this Appendix. 

(b) Time spent travelling to or from a distant location, office or staging point (from 
where an Employee will receive deployment instructions) will count as time 
worked, however it will not attract payments under clause 30 (Emergency 
Deployment Allowance) of this Appendix. 

 Resumption of normal duties 

 An Employee must not commence normal duty without having had 10 continuous hours 
off duty unless directed by the Employer. 

 Each Employee who has been engaged on emergency work will be entitled upon the 
cessation of such work, and prior to the resumption of normal duties, to a clear break of 
10 hours without loss of pay for recognised working time occurring during such break. 

24. 

24.1 

24.2 

24.3 

25. 

25.1 

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 Provided that an Employee who has been camped out for at least 3 nights will be entitled 
to a clear break of 12 hours. 

 Provided further that this provision will not apply with respect to any emergency work 
commenced and completed between the hours of 7.00am and 5.00pm on the same day. 

 The emergency response provisions of this Appendix cease to apply when, as determined 
by the Employer, emergency work becomes of a routine nature and integrated with 
normal daily operations. 

 Provision of meals 

The Employer will provide the usual 3 meals per day, provided that where an Employee 
is required to work at night the Employer will provide suitable provisions at reasonable 
intervals. All food supplied by the Employer will be free of charge. 

 Camping facilities 

Where Employees are camped the Employer so far as is reasonably practicable will 
provide adequate sleeping, ablution, and messing facilities. 

 Footwear and clothing 

All Employees engaged on emergency duties will be issued with appropriate safety 
clothing, footwear and equipment and will maintain these items and wear such items as 
required. 

 Emergency Deployment Allowance 

 An Employee deployed from their office, depot or camp directly to the frontline of an 
emergency will be paid an allowance per hour, or part thereof, at the rates specified in 
the following table for all time so deployed, excluding travelling time as described in 
clause 25.1 (Travelling Time) of this Appendix. This allowance is to compensate for: 

(a) all disabilities encountered whilst undertaking emergency work, including the 
dirty nature of the work; and 

(b) any ordinary time worked under the Emergency provisions, outside the normal 
spread of hours.  

Table 102: Emergency Deployment Allowance (DJPR) 

Date of effect Per hour 

20 March 2020 $13.85 

1 December 2020 $14.05 

1 September 2021 $14.25 

2(d 

26.5 

27. 

28. 

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30. 

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Date of effect Per hour 

1 June 2022 $14.40 

1 March 2023 $14.65 

1 December 2023 $14.80 

 Emergency Support Allowance 

 Any Support Employees deployed from their office, depot or camp excluding travelling 
time as described in clause 25.1(b) (Travelling Time) of this Appendix, to perform 
duties will be paid an allowance per hour, or part thereof, at the rates specified in the 
following table to compensate for: 

(a) the nature of the work; and 

(b) any ordinary time worked under the emergency provisions outside the normal 
spread of hours:  

Table 103: Emergency Support Allowance (DJPR) 

Date of effect Per hour 

20 March 2020 $7.00 

1 December 2020 $7.10 

1 September 2021 $7.20 

1 June 2022 $7.30 

1 March 2023 $7.40 

1 December 2023 $7.45 

 This allowance is to compensate for: 

(a) all disabilities encountered dealing with the emergency; 

(b) the nature of the work; and 

(c) any ordinary time worked under the emergency provisions outside the normal 
spread of hours. 

 Incident Management Team Payments 

 The following table applies to Employees while performing Incident Management Team 
roles: 

31. 

31.1 

31.2 

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Table 104: Incident Management Team Payments (DJPR) 

IMT Position Type 1 Type 2 Type 3 

Incident Controller, State 
Controller, State 
Biosecurity Operations 
Manager 

Top Grade 3.1 Top Grade 4 Top Grade 5 

Planning Top Grade 3.1 Base Grade 4 Mid Grade 5 

Public Information Officer Top Grade 3.1 Base Grade 4 Mid Grade 5 

Logistics Officers Top Grade 2.1 Base Grade 4 Mid Grade 5 

Operations Top Grade 2.1 Base Grade 4 Mid Grade 5 

 Employees will be paid at their substantive rates or at the incident responsibility rates 
whichever is the greater. 

 Employees must be appointed to or exercise the responsibilities of an incident 
responsibility position for a minimum of 7.6 hours to receive incident responsibility 
rates. 

 If an Employee performs more than one of the Incident Control Team Functions in one 
7.6 hour period, that Employee will be paid at the higher rate if they perform that role 
for more than 50 per cent of the period. 

 Payment of Overtime Ceiling 

An Employee who is in receipt of salary up to the maximum of Grade 6 is eligible to 
receive payment for overtime and Stand-by in respect to emergency duties. Payment for 
overtime worked will be subject to the maximum payment being based on the hourly 
rate of the annual salary of the lowest pay point within Grade 4.

32.2 

32.3 

32.4 

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 Emergency Work 

 The terms of this Part 1 apply in the circumstances of: 

(a) response to a bushfire, or 

(b) deployment to readiness for a bushfire, 

(c) planned burning when the status is Ignition Authorised, Ignition or Under Control 
1 

(d) response to an emergency where the Australian Integrated Incident Management 
System (AIIMS) incident control system is used to manage the incident, or  

(e) other emergency as defined in the Emergency Management Act 2013 or as 
designated by the Employer.  

In these circumstances the terms of this clause will prevail to the extent of any difference 
over other provisions of Section I. 

 For clarification, these emergency provisions will apply when an Employee is directed to 
perform emergency related work by the designated Duty Officer or Agency Commander 
as distinct from their ordinary duties reporting through their business as usual 
supervisor . 

 All Employees, including part time Employees, are encouraged and will be actively 
supported to take on a fire and emergency management role.  Wherever possible, the 
department will implement fire and emergency management rosters that accommodate 
flexible work arrangements and will afford part time Employees the same opportunities 
as full time Employees with regarding access to training and other professional 
development activities. 

 Employees will be provided with appropriate safety clothing, footwear and equipment 
according to departmental issue schedules, and will maintain these items and wear such 
items as required. 

 When camped, the Employer will provide adequate sleeping, ablution and messing 
facilities. 

 When deployed to an emergency the Employer will provide equipment, Personal 
Protective Equipment and Personal Protective Clothing which is fit for purpose for that 
emergency type. 

Appendix 6 Department of Environment, Land, Water and 
Planning 

Part l Emergency Work 

1. 

l.1 

1.2 

1.3 

1.4 

l.5 

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 Retention of classification 

An Employee will retain the classification upon which they were employed immediately 
prior to the outbreak of an emergency, provided that the Employer may for the purpose 
and during any period of emergency work operations specifically assign an Employee to 
another classification for which a higher wage rate is prescribed in which case 
appropriate payment will be made. 

 Fit for Emergency 

 Employees will be required to undertake a medical and fitness test relevant to their 
emergency role to ensure they are medically cleared and fit to safely perform the role. 

 During an Employee’s ordinary hours of work, for emergency roles that require a fitness 
assessment and where business operations allow, the Employer will provide paid time 
release of 120 minutes per week for all medically cleared Employees for the purpose of 
achieving and maintaining required fitness levels.  The 120 minutes will include shower, 
change, travel to and from training location and training time, unused time release will 
not accrue from week to week.  Employees are expected to match the 120 minutes with 
training during non-working hours. 

 Paid time release is not available whilst deployed at an emergency event or planned 
burn, or if any other type of leave is taken during that day. 

 Normal hours of work 

The weekly total of hours paid at ordinary time will not exceed 38 per week to be worked 
in accordance with the normal accrual provisions. 

 Work period 

 The minimum work period can be a combination of normal and emergency duties. 

 The minimum work period on a normal Monday to Friday excluding Public Holidays will 
be 7.6 hours per day, except as provided by clauses 11 and 12 of this Appendix. 

 The minimum work period at on Saturday, Sunday or Public Holiday commenced from 
an employee’s normal location will be 3 hours per day, except as provided by clauses 
6.7, 11 and 12 of this Appendix. 

 The minimum work period for any Employee who is accommodated away from their 
normal location, for each day between overnight accommodation will be 7.6 hours per 
day Monday to Sunday. For clarification, the minimum work period for travel to or from 
deployment is as provided in clauses 5.2 or 5.3. 

 Rest period 

 For any shift up to 16 hours in length an Employee will receive a minimum rest period 
of at least 10 continuous hours between successive work periods. 

2. 

3. 

3.1 

l.2 

3.3 

4. 

5. 

5.1 

5.2 

5.3 

5.4 

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 Despite clause 6.1, in critical emergency circumstances an Employee must not 
commence a new work period without having had 10 continuous hours off duty unless 
directed by the Employer and then only in exceptional circumstances that an emergency 
threatens to endanger the safety or health of any person or critical infrastructure in 
Victoria. 

 If an Employee is directed by the Employer and a rest period has been of fewer than 10 
continuous hours in duration before the next work period has commenced, the Employee 
will be paid at the rate of double time for the whole of that successive work period, until 
they are released from duty at the conclusion of that work period. 

 For any shift between 16 and 24 hours in length a minimum rest period of 12 continuous 
hours is required between successive work periods. 

 For any shift exceeding 24 hours in length a minimum rest period of 22 continuous hours 
is required between successive work periods. The following shift cannot commence 
before 0700 hours the next day. This is to allow one full night of sleep. 

 Where the emergency arrangements require a weekly Employee to have a rest period 
which exceeds sixteen (16) hours, the Employee will not be penalized and will be paid 
for a minimum of 38 ordinary hours for each Monday to Friday work period, even where 
the Employee, because of these requirements, has been scheduled to work less than 38 
ordinary hours in any Monday to Friday work period. 

 Where an Employee, who is scheduled for a rest break but for operational reasons is 
required to be accommodated away from their normal location on a Saturday, Sunday or 
public holiday, the Employee will be paid for a minimum of 7.6 hours for each day they 
remain away from their normal location at the appropriate rates.  

 Meal interval 

Meal intervals during the circumstances listed in clause 1 will not exceed 30 minutes 
and will be counted as time worked. 

 Monday to Friday payment 

 All time worked on any Monday to Friday (including time worked prior to emergency 
work) will be paid for at the rate of ordinary time for the first 7.6 hours and at the rate 
of time and one half for the next 2 hours, and at the rate of double time thereafter. 
Provided that: 

(a) the wage rate will revert to ordinary time when the Employee has received a rest 
period of 10 hours; and 

(b) when penalty rates are being paid, and a work period extends beyond midnight, 
such penalty rates will continue until the end of the work period. 

 Saturday work 

Except where the provisions of clause 8.1(b) apply, all time worked by an Employee on 
a Saturday will be paid for at the rate of time and one half for the first two hours and at 
double time thereafter. 

6.2 

6.3 

6.4 

6.5 

6.6 

6.7 

7. 

8. 

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 Sunday and Public Holiday work 

All time worked by an Employee on a Sunday will be paid for at double the ordinary 
prescribed rate and for all time worked on a Public Holiday at two and one half times the 
ordinary prescribed rate. 

 Stand-by 

 Stand-by will mean all time during which an Employee is required to remain available 
for an immediate recall to work. 

 An Employee on stand-by will be available either at their home or at such other place as 
is mutually agreed with the Employer. 

 From 20 March 2020 stand-by payment will be calculated on the basis of $18.85 per 
hour. Such amount will be rounded to the nearest 5 cents. Thereafter the allowances will 
be as follows: 

Table 105: Stand-by – Emergency Work (DELWP) 

Date of effect Per hour 

20 March 2020 $18.85 

1 December 2020 $19.05 

 1 September 2021 $19.35 

1 June 2022 $19.60 

1 March 2023 $19.90 

1 December 2023 $20.10 

 Rostered stand-by for Employees on Saturdays, Sundays and Public Holidays will mean 
a continuous eight-hour period within a 24 hour period.  

 An Employee who is rostered or otherwise place on stand-by on a Saturday, Sunday or 
Public Holiday will be entitled to 8 hours stand-by payment for each day so rostered, or 
placed on stand-by. 

 Unless notified a minimum of 24 hours prior to stand-by commencing, the default stand-
by hours for Saturdays, Sundays or Public Holidays will be 10.00am to 6.00pm. Such 
notification shall occur for each individual instance, day or weekend varied. 

 Provided that the Employee is notified by end of normal duty, or 5:00pm preceding a 
Saturday, Sunday or Public Holiday that r rostered stand-by for that Saturday, Sunday 
and/or Public Holiday has been cancelled will be entitled to only 4 hours’ stand-by for 
each day so rostered.  

 Subject to emergency requirements, an Employee may be placed on stand-by for 
additional hours on any Saturday, Sunday or Public Holiday. Where stand-by is varied 
beyond eight hours it will continue to be paid at the rate specified in clause 11.3. 

10. 

11. 

11.1 

11 .2 

11 .3 

11 .4 

11 .5 

11.6 

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 Subject to emergency requirements, the Employer may, on any normal week day, place 
an Employee on stand-by at the cessation of the normal working time for the day. 
Payment will be made from the normal time of cessation of work at the rate as provided 
in clause 11.3. 

 Where an Employee is called upon to perform work subject to the conditions in clause 
1 of this Appendix on any day that they are on stand-by, they will be paid entitlements 
under clause 13, and cease to be paid stand-by rates at that time. 

 Duty Officer 

 Where an Employee is a designated Duty Officer on stand-by and is required to be the 
primary contact for initiating the response to an incident and manage the preparedness 
in relation to potential emergency incidents, or is a designated Agency Commander, 
Regional Controller or other role as determined by the Employer (as defined in clause 
22.4 and is required to be available for contact for work relating to those roles, that 
Employee while performing this function will be paid the relevant rate as follows: 

(a) The day rate (weekend/public holiday) of Duty Officer stand-by covers the period 
10.00am to 6.00pm and will be as follows: 

Table 106: Duty Officer – Stand-by – Day rate (DELWP) 

Date of effect Per hour 

20 March 2020 $27.50 

1 December 2020 $27.80 

 1 September 2021 $28.25 

1 June 2022 $28.60 

1 March 2023 $29.00 

1 December 2023 $29.30 

(b) If the Duty Officer is recalled to perform work during the hours 10.00am to 6.00pm 
in accordance with clause 13, the Duty Officer will be paid overtime at appropriate 
penalty rates instead of the above hourly day rate. 

(c) The night rate on normal weekdays of Duty Officer stand-by covers the period from 
end of normal duty to the commencement of normal duty on the following normal 
day or 10.00am of the following Saturday, Sunday or Public Holiday. The night rate 
on weekend days or Public Holidays covers the period from 6.00pm to 10.00am on 
weekend days or Public Holidays or commencement of normal duty and will be as 
follows:: 

11 .9 

11.10 

12. 

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Table 107: Duty Officer – Stand-by – Night Rate (DELWP) 

Date of effect 
Night rate 

(6pm – 10am) 

20 March 2020 $124.15 

1 December 2020 $125.70 

 1 September 2021 $127.55 

1 June 2022 $129.15 

1 March 2023 $131.10 

1 December 2023 $132.40 

(d) If the Duty Officer is recalled to perform work during the hours 6.00pm to 10.00am 
in accordance with clause 13, the Duty Officer will be paid overtime at appropriate 
penalty rates in addition to the night rate of Duty Officer stand-by. 

(e) The above allowances are paid for being available to perform duty and will include 
initial limited response to any form of communication (example, text message, 
email, phone call, pager, radio call), as long as the subject of the communication 
does not require time worked beyond 15 minutes in any continuous period. 

(f) Work after the initial limited 15-minute response will be remunerated as overtime 
and may include but is not limited to arranging staff in relation to extension of 
stand-by, for readiness, or deployment away from their normal location. The 
minimum overtime payment in clause 13 does not apply. Overtime payments will 
be paid as worked. 

(g) An employee who is required to undertake work to manage response to an 
Emergency in their area of responsibility is entitled to the minimum overtime 
payment in clause 13.  

(h) An Employee conducting any Duty Officer role shall be paid Emergency Support 
Allowance for any normal work hours whilst conducting duties related to the duty 
role being filled. For example, a rostered officer spends 4 hours of a normal 
working day performing Duty Officer or Agency Commander tasks.  

(i) An employee conducting any Duty Officer role shall be paid Emergency Support 
Allowance for any work hours whilst directly responding to an Emergency, 
initiating response to an Emergency or when activated in a control centre. 

 Callout 

 An Employee recalled to perform work in or in connection with bushfire fighting or other 
emergency will be paid for a minimum for four (4) hours’ work at the appropriate 
penalty rate each time they are so recalled. Provided that the Employee will not be 
required to work the full 4 hours if the job for which they are recalled is completed in a 
shorter period. 

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 In addition to this initial four (4) hours, if work continues for more than this period, the 
Employee will be paid for the actual time worked, at appropriate penalty rates. 

 If an Employee is recalled to duty within 4 hours of ceasing a previous work period, then 
the total work period prior to re-commencement of work on the recall will be taken into 
account when calculating the hours of duty for the day, and also be used for the purposes 
of calculating fatigue and rest breaks. 

 Payments under clause 13 will compensate an Employee for any time on stand-by 
within the 4 hour period should the Employee be released to stand-by prior to the end 
of the 4 hour period. At the cessation of the 4 hour period employees will revert to the 
stand-by rate in clause 11.3 for the remainder of any rostered or arranged stand-by 
period. 

 Travelling time 

 All time spent by an Employee in proceeding to and from a bushfire or other emergency 
at the direction of the Employer will be regarded as time worked. Payment will 
commence from, and cease at, the Employer's depot, camp or normal pick-up place in the 
home district provided that: 

(a) An Employee deployed to a fire sector (as defined) or other emergency location, 
travelling directly to or from that fire sector or other emergency location, will have 
that travelling time included as emergency time for the purposes of clauses 8 and 
18 or 19. 

(b) Time spent travelling to or from a distant depot, camp, office or staging point (from 
where an Employee will receive deployment instructions) will count as time 
worked, however it will not attract payments under clause 18 or 19or 5.4 

 Resumption of normal duties 

 An Employee must not commence normal duty without having had 10 continuous hours 
off duty unless directed by the Employer. 

 Each Employee who has been engaged on emergency work will be entitled upon the 
cessation of such work, and prior to the resumption of normal duties, to a clear break of 
10 hours without loss of pay for recognised working time occurring during such break. 

 Provided that an Employee who has been accommodated for at least 3 nights will be 
entitled to a clear break of 12 hours. 

 Provided further that this provision will not apply with respect to any emergency work 
commenced and completed between the hours of 7.00am and 5.00pm on the same day. 

 Prior to returning to normal duties after working for 1 or more consecutive nights, a 
minimum rest period of 1 full day is required. 

 The emergency response provisions of this Appendix cease to apply when, as determined 
by the Employer, emergency work becomes of a routine nature and integrated with 
normal daily operations.  

13.2 

13.3 

13.4 

14. 

14.1 

15. 

15.1 

15.2 

15.3 

15.4 

15.5 

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(a) In the case of a bushfire, this would occur only after an emergency has reached at 
least “Under Control 2” bushfire status as defined in clause 22.9(f) 

(b) In the case of Planned Burning, this would occur only after the Planned Burn has 
reached at least “Under Control 2” status as defined in clause 22.9(g). 

(c) In the case of Non-Fire Emergencies, these provisions cease to apply when 
released from the Emergency Shift. 

 Rest periods for deployments between emergency duties 

 A rest period of 2 full days (a minimum of 48 hours) is required between deployments 
comprising 7 consecutive days (including travel time) or 4 consecutive nights (plus 2 
days travel time). 

 Prior to returning to normal duties, where there has been a combination of normal duties 
and fire duties of: 

(a) 7 consecutive days or more, but less than 10 days – a rest period of 1 full day (24 
hours) is required as a minimum; and 

(b) 10 consecutive days or more – a rest period of 2 full days (48 hours) is required as 
a minimum. 

 Where an Employee has been deployed to one or more emergency incidents for a 
minimum of 21 Emergency Shifts within the previous 28 days, they will be entitled to an 
additional rest period of 2 days. The 4 days shall be taken consecutively. 

 Where these days fall on a Saturday or a Sunday no additional payment will be made, nor 
will additional time off be provided 

 Where these days fall on a Monday to Friday inclusive (excluding Public Holidays), the 
Employee will receive payment for these days. 

 Where these days fall on a Public Holiday, the Employee will not receive additional time 
off but will receive a normal day’s pay for the Public Holiday. 

 Where an Employee travels for 2 hours or less from the base camp to their home  depot 
at the conclusion of a tour of  duty, the day of travel will be considered a day’s break in 
accordance with clauses 16.1 and 16.2 above. 

 Provision of meals 

 The Employer will provide the usual 3 meals per day to staff working at meal times 
during emergency shifts, provided that where an Employee is required to work at night 
the Employer will provide suitable provisions at reasonable intervals. All food supplied 
by the Employer will be free of charge. 

 The Employer will make every reasonable effort to provide meals to those deployed at 
an emergency. In those cases where a meal is not provided for a planned meal break, a 
meal will be provided after the completion of the shift. 

 At Planned Burns lunch will only be provided where Employees have been 
accommodated the previous night. 

16. 

16.1 

16.2 

16.3 

16.4 

16.5 

16.6 

16.7 

17. 

17.1 

17.2 

17.3 








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 Employees on a normal working day will provide their own lunch for the first shift of an 
outbreak of bushfire or other emergency. 

 Employees will provide their own breakfast when deployed to a known Emergency Shift 
unless accommodated away from their normal location the previous night. 

 Emergency Field Allowance 

 An Employee deployed from their depot, home, camp or accommodation directly to an 
Emergency Sector, fire sector or equivalent will be paid an allowance as follows per hour, 
or part thereof, for all time so deployed, excluding travelling time as described in clause 
14.1(b):  

Table 108: Emergency Field Allowance (DELWP) 

Date of effect Per hour 

20 March 2020 $13.85 

1 December 2020 $14.05 

 1 September 2021 $14.25 

1 June 2022 $14.40 

1 March 2023 $14.65 

1 December 2023 $14.80 

 This allowance is to compensate for: 

(a) all disabilities encountered whilst firefighting, including the potential dangerous 
and dirty nature of the work and the potential exposure to hazardous substances; 
and 

(b) any ordinary time worked under the emergency provisions, outside the normal 
spread of hours. 

 The Emergency Field Allowance will be paid to staff with air borne roles and air base 
personnel involved in retardant mixing, aircraft refuelling, aerial drip torch mixing and 
aircraft marshalling. 

 Once the bushfire is declared Under Control 2 payment of the Emergency Field 
Allowance will cease. 

 The parties to this Agreement intend to treat Planned burning operations as emergency 
work, remunerate that work by payment of the Emergency Field Allowance, and subject 
planned burns to all of the conditions of emergency work including hours arrangements 
except as in clause 17. 

17.4 

17.5 

18. 

18.1 

18.2 

18.3 

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 Emergency Support Allowance 

 Any Support Employees deployed to an emergency, excluding travelling time as 
described in clause 14.1(b), to perform duties will be paid an allowance as follows per 
hour, or part thereof: 

Table 109: Emergency Support Allowance (DELWP) 

Date of effect Per hour 

20 March 2020 $7.00 

1 December 2020 $7.10 

 1 September 2021 $7.20 

1 June 2022 $7.30 

1 March 2023 $7.40 

1 December 2023 $7.45 

 This allowance is to compensate for: 

(a) the nature of the work; and 

(b) any ordinary time worked under the emergency provisions outside the normal 
spread of hours. 

 Incident Management Team Responsibility Payments 

 The following table applies to Employees who are trained and/or accredited to perform 
the following roles identified in the AIIMS structure. For the purposes of Incident 
Management Team Responsibility Payments, where no accreditation currently exists 
this has been identified as no level below.  

(a) Effective 20 March 2020 

Table 110: Incident Management Team Responsibility Payments 

IMT role Level 3 Level 2 Level 1 No level 

Incident Controller A B C N/A 

Operations Officer B C D N/A 

Public Information Officer B C N/A N/A 

Planning Officer B C N/A N/A 

Logistics Officer B C N/A N/A 

19. 

19.1 

19.2 

20. 

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IMT role Level 3 Level 2 Level 1 No level 

Situation Officer C D N/A N/A 

Resources Officer C D N/A N/A 

State Agency Commander N/A N/A N/A B 

Regional Controller N/A N/A N/A B 

Regional Agency Commander N/A N/A N/A C 

Sector Commander N/A N/A N/A C 

District Duty Officer N/A N/A N/A C 

Burn Officer-in Charge N/A N/A N/A C 

Warnings and Advice Officer N/A N/A N/A D 

Crew Leader N/A N/A N/A D 

Air Attack Supervisor N/A N/A N/A D 

Safety Officer N/A N/A N/A D 

Airbase Manager N/A N/A N/A D 

Aircraft Officer N/A N/A N/A D 

Communications Planner N/A N/A N/A D 

Medical Unit Leader N/A N/A N/A D 

Fire Behaviour Analyst N/A N/A N/A D 

 








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Date 

Amount 

20-Mar-20 1-Dec-20 1-Sept-21 1-June-22 1-Mar-23 1-Dec-23 

Category A $6,703 $6,787 $6,889 $6,975 $7,079 $7,150 

Category B $4,022 $4,073 $4,134 $4,185 $4,248 $4,291 

Category C $2,570 $2,602 $2,641 $2,674 $2,714 $2,741 

Category D $1,119 $1,133 $1,149 $1,164 $1,181 $1,193 

 Payment will be made to an Employee prior to the end of the financial year as a lump 
sum upon verification in May of each year of their training currency, attendance at 
annual updates and availability to be deployed over the previous year. 

 For clarification, to be deemed available, an Employee must be able to be deployed to 
fulfil an Emergency role for fire and emergency readiness and response or planned 
burning on request for a minimum of 25 days per financial year, to be calculated pro-rata 
for Part-Time Employees. The 25 days may comprise any combination of the following: 

(a) Eight (8) hours of stand-by (including Duty Officer stand-by). 

(b) Deployment to a fire or other emergency or planned burn within the State of 
Victoria (including travel days). 

(c) Deployment to a fire or other emergency or planned burn outside of the State of 
Victoria (including travel days and mandated rest days). 

(d) Deployment to a readiness event, exercise or attendance at briefing or training 
activity that is mandatory requirement for an Employee’s Emergency role. 
Employees accredited in more than one role will only receive payment for the 
highest role. 

 Review of IMT Roles 

(a) The Parties agree to establish a working group to review IMT role payments. 

(b) The working group will comprise representatives nominated by the CPSU and the 
department. 

(c) The purpose of the working group is to develop agreed principles for the purpose 
of determining which roles should receive an IMT payment and the quantum of 
that payment.  

(d) When developing the principles, factors to be considered will include, but not 
necessarily limited to, skills and training required for each role. 

(e) It is the intention to complete the review by 31 August 2020. 

(f) Agreed outcomes will be implemented administratively and will prevail to the 
extent of any inconsistency with this clause. 

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 Payment of Overtime Ceiling 

 An Employee who is in receipt of salary up to the maximum of Grade 6 is eligible to 
receive payment for overtime and stand-by in respect to emergency duties. Payment for 
overtime worked will be subject to the maximum payment being based on the hourly 
rate of of the lowest pay point within Grade 4. 

 Where an Employee’s ordinary time hourly rate is greater than the maximum payment 
provided by the table above, the Employee is entitled to receive their ordinary time 
hourly rate for overtime worked. 

 Definitions 

 Fire Sector means a defined section of the control line being used to contain a bushfire 
or being constructed to control a bushfire or being constructed as a backup to other lines 
being used to control the bushfire. 

 Planned Burn means the controlled application of fire to a defined area of land 
conducted in accordance with an approved burn plan to meet specified management 
objectives. 

 Emergency Sector means any emergency response work conducted primarily in the 
field under an AIIMS structure or similar, or any other emergency management structure 
which differentiates the work from normal business.  

 Duty Officer includes District Duty Officer, Regional Agency Commander, Regional 
Controller, State Agency Commander or other role determined by the Secretary or 
appropriate delegate.  

 Emergency means an event which endangers or threatens to endanger the safety or 
health of any person in Victoria or which destroys or damages, or threatens to destroy 
or damage, any property in Victoria or endangers or threatens to endanger the 
environment or an element of the environment in Victoria including, without limiting the 
generality of the foregoing: 

(a) an earthquake, flood, wind storm or other natural event; and 

(b) a fire; and 

(c) an explosion; and 

(d) a road accident or any other accident; and 

(e) a plague or an epidemic or contamination; and 

(f) a warlike act or act of terrorism, whether directed at Victoria or a part of Victoria 
or at any other State or Territory of the Commonwealth; and 

(g) a hi-jack, siege or riot; and 

(h) a disruption to an essential service; 

 Emergency Shift means a single continuous time period deployed to an Emergency 
under the AIIMS structure or other emergency as defined by the Employer until stood 
down or released with an appropriate rest break. 

21. 

21.1 

2l.2 

22. 

22.1 

22.2 

22.J 

22.4 

22.5 

22.6 








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 Deployment means a consecutive series of Emergency Shifts with appropriate rest 
breaks in between. 

 Bushfire means an unplanned and uncontrolled fire where suppression action must be 
initiated, or a major breakaway from a planned fire requiring additional resources to that 
scheduled for the operation. 

 Bushfire status means the categorisation of a bushfire into one of the following 
definitions: 

(a) Going – Fire is expanding in certain directions. There is reasonable evidence (a 
smoke sighting, a report has been received from the public) to suggest that a fire 
exists and is expanding. 

(b) Ignition (Planned Burn status) – A Burns Controller has approved the ignition of 
a Planned Burn and lighting of the planned area has commenced. 

(c) Contained – Indicates that the spread of the fire is halted even though it may still 
be burning within the perimeter or control lines. Such a fire may still require 
continuous suppression action (e.g. completion of fire control lines) before it is 
‘under control’ to bring about a ‘controlled’ situation (status = ‘Under Control 1’). 

(d) Under Control 1 (fire incident status) – The complete perimeter of the fire is 
secured, no breakaway is expected and continuous patrol/mopping up is still 
required. 

(e) Under Control 1 (Planned Burn status) – The complete perimeter of the planned 
area of the burn is secured and no break away is expected. Continuous patrol and 
mopping up work is required. Fuels are not burning freely within the planned area. 

(f) Under Control 2 (fire incident status) – The complete perimeter of the fire is 
secured, and no breakaway is expected. Control line quality or depth is such that 
only patrol is required. In most circumstances this status will mean reversion to 
non–emergency provisions in industrial awards. 

(g) Under Control 2 (Planned Burn status) – The complete perimeter of the fire is 
secured and no breakaway is expected. Control line quality or depth is such that 
only patrol is required. Only routine patrol and occasional mopping up work is 
required. 

(h) Safe – The stage of fire suppression or Planned Burning when it is considered that 
no further suppression action or patrols are necessary. 

 Non-Fire Emergency - means all other emergency incidents except a fire and a planned 
burn (as defined in clause 1 and clause 22.5).   

 Rosters 

 A standard approach to rostering for bushfire and/or Planned Burning is to be adopted 
across the state. 

 Rosters are to be prepared in draft by 1 July each year, including expected participants’ 
names and provisional roles.  Affected Employees will be provided with the opportunity 
to comment on the roster prior to it being finalised. Final rosters are to be published in 

22.7 

22.8 

22.9 

22.10 

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full by 1 September each year. Where Employees commence or become available after 
the finalisation of the roster, it may be updated accordingly. 

 Minimum Information in roster to include: 

(a) Frequency of Employees being rostered (e.g. one week in two) 

(b) Cessation date of roster 

(c) Rostered roles 

(d) Application of the roster (i.e. weekdays, weekends and/or after hours) 

(e) Whether the roster includes deployments away from their usual place of work. 

 Employees shall be notified of the commencement of the roster at least two weeks in 
advance. 

 Once finalised, the roster may be amended following written consultation with and  
written agreement of affected Employee/s. 

 Once the roster is commenced by the Employer, Employees will be paid all allowances 
(stand-by payment and other) until the cessation date of the roster as determined by the 
Employer. 

 While rostered Employees may be required to undertake any role they are trained and 
accredited for. 

 Stand-by Rosters can be ceased prior to the cessation date following 2 weeks notification 
to rostered staff. 

 Financial Support for Personal Injuries 

 The Employer will maintain a scheme that provides financial support to Employees who 
perform fire suppression and planned burning work.  The scheme will cover accidental 
personal injury, or their estate in the case of accidental death.  The Employer will 
maintain a policy in line with that commitment for the life of this Agreement. 

 Insured persons are those Employees who have a current fire role and current medical 
assessment and are able to undertake fire suppression and planned burning across the 
State of Victoria (as defined in Appendix 6) under the direction of the Employer.   

 Subject to the exemptions in the policy, coverage shall be for 24 hours per day, 7 days 
per week worldwide. 

 During the life of this Agreement the Employer may examine alternative ways to provide 
financial support to employees that have sustained injuries (or accidental death) that are 
an alternative to the policy in place at the commencement of this Agreement. If an 
alternative scheme is proposed, the Employer will consult with the CPSU and Employees 
prior to introducing an alternative scheme. 

 The policy shall cover accidental injury resulting in temporary and/or permanent 
disability and death.   

23.J 

23.4 

23.5 

23.6 

23.7 

23.8 

24. 

24.1 

24.2 

24.3 

24.4 

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 Lump sum benefits shall be payable on accidental death or upon permanent physical or 
psychological impairment.  Accidental death shall be a minimum of $750,000 lump sum 
payment.   

 The weekly benefits for temporary disablement (partial or total) are detailed in the 
policy. 

 Additional superannuation for Employees engaged in fire 
management and fire response 

 The Employer is committed to providing enhanced superannuation benefits to 
Employees engaged in fire response and planned burning activities and will maintain a 
policy in line with that commitment for the life of the Agreement and any intervening 
period should the Agreement expire, and a new Agreement not be in place. 

 During the life of this Agreement the Employer, in consultation with the CPSU and 
Employees, may review the application of definitions that apply to eligibility, and 
classification of Employees in receipt of additional superannuation contributions.   

 Employees will be eligible for increased superannuation as follows: 

(a) 13.5 per cent superannuation on all superable earnings for employees with a role 
that is deemed to be ‘operational’. 

(b) 13.5 per cent superannuation on fire response and planned burning earnings for 
employees with a role that is deemed to be ‘non-operational’. 

An operational role is defined as a role which undertakes direct bushfire suppression or 
planned burning or has direct accountability for decision-making related to the 
supervision, welfare, safety and performance of those who undertake these activities. 
This includes the following categories: 

(c) Firefighting roles that include fireground roles, specific level three incident 
management team (IMT) roles and tactical aviation roles 

(d) Command and control, and coordination roles 

 A non-operational role is defined as field-based or office-based, which supports direct 
suppression works. This includes the following categories: 

(a) Non-firefighting roles  

(b) Non-tactical aviation roles 

 An employee who has multiple roles in both the Operational and Non-Operational 
categories will be classified as Operational.  Operational and non-operational roles will 
be confirmed by 1 June each year.  If a revised list is not formally approved by 1 June in 
any year, the list from the previous year will continue in effect.  

 Employees who are members of defined benefits superannuation schemes are not 
eligible for additional superannuation payments. 

 Calculation 

24.6 

24.7 

25. 

25.1 

25.2 

25.3 

25.4 

25.5 

25.6 

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(a) Employees classified as Operational shall receive superannuation payments of 
13.5 per cent on all superable and overtime earnings. This amount includes any 
amount Employees receive under the Superannuation Guarantee Administration 
Act 1992 (Cth). 

(b) Employees classified as Non-Operational shall receive increased superannuation 
payments to a maximum of 13.5 per cent for the first 7.6 hours worked in fire 
response or planned burning and superannuation payments of 13.5 per cent for 
any additional overtime hours worked (and any allowances) including duty officer 
and standby hours in emergency response or planned burning.   

 Implementation 

(a) Employees classified as operational will receive their superannuation payments 
fortnightly in accordance with their salary payments. 

(b) Employees classified as non-operational, who receive additional superannuation 
for nominated duties only, will receive those additional superannuation payments 
no later than quarterly.  

(c) If an employee classified as Operational is unable to undertake a fire role or 
planned burning role due to an injury sustained at work, they are still entitled to 
additional superannuation payments based on their pre-injury eligibility for 12 
months from the date of injury. 

(d) Employees with an Operational role who take parental leave will continue to 
receive the increased Superannuation rate on all eligible earnings (including any 
approved parental leave payments from DELWP).  On their return to work, 
employees will continue to receive increased Superannuation payments for a 
period of two years from their return date (or until the necessary medical, fitness 
and competency requirements are met).  After this period, and if the relevant 
medical, fitness and competency requirements are not met, additional 
superannuation payments will no longer be received. 

(e) Where an Employee ceases to be accredited to undertake an emergency role, they 
will no longer receive the additional superannuation provided by this clause. 

 Fatigue Management Leave 

 Intention and Eligibility 

(a) The purpose of Fatigue Management Leave is to provide employees additional 
time off; to manage their fatigue during periods of emergency work; to manage the 
effects of accumulated fatigue at the end of a period of emergency work; and to 
acknowledge extended hours worked in emergency management and/or extended 
periods away from home. 

(b) Employees who perform the required number of hours of Overtime and Standby 
following enaction of the Emergency Provisions of Part 1 of Appendix 6 will be 
eligible to accrue Fatigue Management Leave as outlined in clause 26.2 

 For the purposes of calculating Fatigue Management Leave: 

25.8 

26. 

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(a) The Fatigue Management Leave period commences 1 September and concludes 31 
August the following year. 

(b) Fatigue Management Leave must be accrued and used within each 12-month 
Fatigue Management Leave period.  Unused Fatigue Management Leave expires at 
the end of each Fatigue Management Leave period and does not accrue or carry 
over from one Fatigue Management Leave period to the next. 

(c) Once an employee has undertaken 152 hours of Overtime and/or Standby within 
a Fatigue Management Leave Period, they will be entitled to 5.0 days (38.0 hours) 
of Fatigue Management Leave.  Each subsequent hour of Overtime and/or Standby 
undertaken will accrue an additional 0.25 hours of Fatigue Management Leave. 

(d) Fatigue Management Leave will be capped at 10.0 days (76.0 hours) for each 
Fatigue Management Leave Period. 

(e) Overtime and/or Standby accrues Fatigue Management Leave on an ‘hour for hour’ 
basis irrespective of the day or time the Overtime of Standby occurred.  

(f) For part time employees, each normal time hour in excess of their part time 
commitment is earned on an ‘hour for hour’ basis. That is, each hour of Overtime 
and/or Standby in excess of their part time commitment is counted as one hour for 
the purposes of calculating Fatigue Management Leave. 

(g) Hours performed as Duty Officer, State Agency Commander, and Regional Agency 
Commander outside of normal working hours will be treated as Standby. 

 Transitional provisions  

(a) Current Earned Emergency Recreation Leave (EERL) arrangements will continue 
to apply until 31 August 2020. 

(b) Accrued EERL not taken by 31 August 2020 will expire and will be converted to 
Fatigue Management Leave. 

(c)  Hours contributing towards EERL under the previous arrangements that have not 
established an entitlement at 31 August 2020 will expire. 

(d) Hours contributing to Fatigue Management Leave will commence accruing from 1 
September 2020.  

 Other conditions 

(a) Fatigue Management Leave is to be taken at a time agreed by the Employer and 
Employee. 

(b) The Employer is committed to supporting Employees to use their Fatigue 
Management Leave before it expires. 

(c) Leave loading will not apply to Fatigue Management Leave. 

(d) Fatigue Management Leave is recorded and managed in the same system as other 
leave. 

(e) Any documents, guidelines or policies relating to Fatigue Management Leave will 
be developed and reviewed jointly by DELWP and CPSU. 

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 Night duty allowance 

 An Employee will be paid an allowance of 7.5% of their salary for all time worked on 
any shift that commenced on or after 1200 (noon) where that shift extends beyond 
midnight. 

 For clarification, the Night Duty Allowance is not paid for periods of Callout under 
clause 13 of the Emergency Work provisions. 

 

 Overtime 

Time worked in excess of the standard 76 hours per fortnight will be either paid as salary 
or taken as time in lieu as follows, except when subject to Part 1 of this Appendix. 

 Time In Lieu 

(a) In order to meet the work requirements of the Employer and/or the personal 
requirements of the Employee, the Employee may, subject to the approval of the 
local manager, work hours in excess of the normal working day and accrue a 
balance of time worked. 

(b) In such cases the additional hours are unpaid and the Employee will be entitled to 
take time in lieu on the basis of one hour for each additional hour worked. 

(c) A maximum of 76 hours of time in lieu may be accrued. 

(d) The taking of time off in lieu will be by mutual arrangement between the Employee 
and the Employer. 

(e) The Employee will be paid an amount equivalent to any accrued time in lieu at the 
cessation of employment for whatever reason the cessation occurs. 

(f) Subject to the approval of the Employer, the Employee may choose to work on a 
public holiday and receive a leave credit of up to 1 day which must be taken within 
the next 12 months. The time in lieu will be taken at the rate of one hour for each 
hour worked. 

(g) An Employee who with the agreement of the Employer substitutes a public holiday 
for another day to observe other religious or cultural occasions of significance to 
the Employee will be paid at the ordinary rate of pay for work on that public 
holiday. 

 Paid Overtime 

(a) The Employer may direct the Employee to work overtime in excess of the normal 
working day to meet particular unavoidable work demands. Such work will not be 
a regular occurrence, and reasonable notice of the requirement to work overtime 
will be given. 

(b) Where the work is required to be performed outside the span of 7.00am to 7.00pm 
Monday to Friday, or beyond the current rostering arrangements for Employees 

27. 

27.1 

27.2 

Part 2 Overtime 

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who work shift work, the overtime will be paid overtime and subject to clauses 
28.2(c) to 28.2(f). 

(c) Where the work is unpredictable and the Employer is unable to provide 
reasonable notice, the Employee may only refuse to work overtime where this 
would impose personal hardship or interfere with an Employee’s family 
commitments. The Employee will provide an explanation at the time of refusing 
the overtime. 

(d) The Employer will ensure that work is organized in such a way that the 
requirement to perform overtime is not a regular occurrence. 

(e) All paid overtime between Monday to Saturday (excluding Public Holidays) will be 
paid at the rate of 150 per cent of the ordinary rate of pay for the first two hours 
and 200 per cent for each additional hour, subject to the maximum payment being 
based on the hourly rate of the lowest pay point within Grade 4. 

(f) All paid overtime on a Sunday (excluding Public Holidays) will be paid at the rate 
of 200 per cent for each additional hour, subject to the maximum payment being 
based on the hourly rate of the annual salary of the lowest pay point within Grade 
4. Shift work Employees who have already completed a rostered day of 7.6 hours 
will be paid overtime on a Saturday or Sunday (excluding Public Holidays) at 200 
per cent for all overtime worked subject to the maximum payment being based on 
the annual salary of the lowest pay point within Grade 4. 

(g) All overtime worked on a Public Holiday will be paid at the rate of 250 per cent of 
the ordinary rate of pay subject to the maximum payment being based on the 
annual salary of the lowest pay point within Grade 4. 

(h) All overtime calculations will be rounded up to the next quarter of an hour. 

(i) Employees must be paid (unless time in lieu is agreed) for a minimum of three 
hours when they are either recalled to duty or on stand-alone overtime. 

(j) Where the Employee performs overtime work at the direction of the Employer and 
the Employee is not able to utilise the normal means of transport home, the 
Employer will organise safe means of transport for the Employee or on production 
of a receipt reimburse the Employee the cost of commuting by taxi. 

 

 Camping Allowance 

 The Camping Allowance will be payable in the following circumstances: 

(a) Where an Employee is required to camp out or reside in tented or temporary 
accommodation. 

(b) Where commercially provided accommodation is below an acceptable standard. 
Acceptable standards will include all types of hotels, motels and cabin 
accommodation with three-star permanent standard. 

Three Star standard must include: 

Part 3 Allowances 

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(i) Clean bed linen provided 

(ii) Appropriate heating and cooling 

(iii) Meals available either directly or indirectly 

(iv) Housekeeping cleans after each booking 

(v) Ablution facilities that are in room or close to the room 

 The Allowance rate in this clause is contained in the table below: 

Table 111: Camping Allowance (DELWP) 

Date of effect Rate per night 

20 March 2020 $40.35 

1 December 2020 $40.85 

1 September 2021 $41.45 

1 June 2022 $42.00 

1 March 2023 $42.60 

1 December 2023 $43.05 

 Non-Emergency Stand-by 

 An Employee who is required by the Employer as part of their duties to be on stand-by 
and available to return within a specified maximum period of time to undertake duty 
outside their normal hours of duty will be compensated at the rate as follows: 

Table 112: Non-emergency stand-by (DELWP) 

Date of effect Rate per night Rate per day night 

20 March 2020 $55.55 $111.20 

1 December 2020 $56.25 $112.60 

1 September 2021 $57.10 $114.25 

1 June 2022 $57.80 $115.70 

1 March 2023 $58.70 $117.45 

1 December 2023 $59.30 $118.60 

 The above allowances are paid for being available to perform duty and will include initial 
limited response to a telephone call or email, as long as the subject of the telephone call 
or email does not require further following up. All work after the initial limited response 
will be remunerated as overtime. 

29.2 

30. 

30.1 

30.2 








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348 

 

 An Employee who is required to return to work when on stand-by will be compensated 
for each hour or part hour worked, in accordance with the overtime provisions in Part 2 
of this Appendix. 

 Employees must be paid for a minimum of three hours (3) when they are recalled to duty. 

 Stand-by allowances will not apply where stand-by is explicitly incorporated as incidents 
of employment into total remuneration or is otherwise compensated. 

 Remote Locations 

 Factors taken into consideration in determining the remote status of a work centre are: 

(a) distance from a large town; 

(b) degree of isolation or distance from shops and services; 

(c) requirements for additional cost of living; 

(d) hardships including impact on spouse and children; 

(e) availability of standard community facilities e.g. churches, cultural pursuits, 
recreational; 

(f) availability of medical facilities; 

(g) involvement of family members in delivering Departmental services; and 

(h) prior demonstrated difficulty in attracting Employees to the location. 

 Two levels of Remote Location Allowance are available: (i) Highly Remote and (ii) 
Remote. 

(a) The locations are listed below: 

Table 113: Remote Locations (DELWP) 

Rating 
Loddon 
Mallee 

Grampians 
Hume Gippsland Port Phillip 

(i) Highly Remote Underbool 
n/a 

Mitta Mitta 
Bendoc 

Dargo 
N/A 

(ii) Remote 

Hattah 

Werrimul 

Nhill 

Hopetoun 

Wyperfeld 

Nhill 
Corryong 

Cann River 

Swifts Creek 

Mallacoota 

Tidal River 

French 
Island 

(b) The following categories apply: 

30.4 

30.5 

31. 

31.1 

31.2 








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Table 114: Remote Locations Allowance (DELWP) 

Date of effect 
With 

dependents 
(minimum) 

With 
dependents 
(maximum) 

Without 
dependents 
(minimum) 

Without 
Dependents 
(maximum) 

Attraction 
payments 

High remote allowance 

20 March 2020 $5,452 $9,092 $3,819 $6,362 $3,640 

1 December 
2020 

$5,520 $9,206 $3,867 $6,442 $3,685 

1 September 
2021 

$5,603 $9,344 $3,925 $6,538 $3,741 

1 June 2022 $5,673 $9,461 $3,974 $6,620 $3,787 

1 March 2023 $5,758 $9,603 $4,034 $6,719 $3,844 

1 December 
2023 

$5,815 $9,699 $4,074 $6,786 $3,883 

Remote allowance 

20 March 2020 $3,274 $5,452 $2,182 $3,640 $1,822 

1 December 
2020 

$3,315 $5,520 $2,210 $3,685 $1,845 

1 September 
2021 

$3,365 $5,603 $2,243 $3,741 $1,872 

1 June 2022 $3,407 $5,673 $2,271 $3,787 $1,896 

1 March 2023 $3,458 $5,758 $2,305 $3,844 $1,924 

1 December 
2023 

$3,493 $5,815 $2,328 $3,883 $1,943 

(c) The categories of locations listed above are used for payment of the following 
allowances: 

(i) For Employees in Category (i) and (ii) locations there is recognition of the 
cost and inconvenience of living and working at that location through 
payment of an allowance in addition to salary. Starting salary should be 
increased by an amount of allowance within the range shown in the above 
table. This allowance is paid in addition to salary for disabilities associated 
with living and working at the remote location, and will cease to be paid 
when the Employee ceases to be employed at that remote location. This 
allowance is to be paid in addition to the negotiated starting salary. Starting 
salary payments are to be endorsed by the relevant delegate. 








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350 

 

(ii) This allowance is to be paid fortnightly to ongoing and seasonal Employees 
(pro rata) who live and work at the remote location. Casuals are not eligible 
for the payment. 

(iii) Employees in category (i) and (ii) locations can in addition receive a one off 
payment as follows at the commencement of residence at the location. This 
is an added inducement to attract Employees. Payments are to be endorsed 
by the relevant delegate. 

 Overseas and Interstate Allowance 

 When an Employee travels overseas or interstate on an Employer sanctioned trip, the 
Employer will provide the Employee with a reasonable allowance prior to travel and 
reimburse any additional expenses relating to the trip on return. These costs will include 

(a) Accommodation, meals and other incidental expenses associated with the trip. 

(b) Overseas accommodation and meals will be at a standard equivalent to that 
associated with travel within Australia. 

 Before travelling overseas the Employer and Employee will agree on what is likely to be 
an appropriate rate of expenses (taking into account fluctuations with the Australian 
dollar) and these monies will be advanced to the Employee prior to travel. 

 

 CSC Work Environment 

 CSC Employees will be provided with optional eye and ear tests paid for by the employer.  

 The Employer will ensure that the CSC is fitted out to an appropriate Australian Standard 
concerning acoustic controls to reduce noise. 

 CSC Practice Principles  

 A guiding principle for communication is the acknowledgment that Employees’ 
experience and ideas add value to the quality of service the CSC can deliver.  

 All CSC team members will be given the opportunity to participate in team meetings on 
a regular basis.  

 Training and Development  

 The parties commit to forming a joint CPSU/DELWP working group to review vocational 
training and development appropriate to the CSC within the first 12 months of the 
Agreement.   

32. 

32.1 

32.2 

Part 4 Customer Service Centre 

33. 

33.1 

33.2 

34. 

34.1 

34.2 

35. 

35.1 








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351 

 

 

 Application 

This Appendix applies to Ministerial Transport Officers, which includes drivers with an 
assigned passenger and pool drivers. 

 

 Ministerial Transport Officers Structure 

Ministerial Transport Officers are covered by a Non-VPS Aligned Adaptive Structure as 
outlined in Part 2 of this Appendix. 

 Hours of Work and Overtime 

 The ordinary hours of work are 106 in each cycle of 2 consecutive weeks, comprising of: 

(a) 76 ordinary hours of work, and 

(b) 30 reasonable additional hours. 

 The annualised salaries in Part 2 of this Appendix are inclusive of reasonable additional 
hours, to a maximum of 106 hours per fortnight (comprising the hours contemplated in 
clause 3.1). In circumstances where reasonable additional hours are not performed, 
Ministerial Transport Officers will not have their annualised salaries deducted.  

 The arrangement of hours set out in clauses 3.1, and 3.2 is a long-standing industrial 
arrangement which: 

(a) is reflective of the historical pattern of work for Ministerial Transport Officers as 
per prior industrial instruments; 

(b) is compensated for in the annualised salaries in Part 2, with the level of 
remuneration reflecting an expectation of working additional reasonable hours; 
and  

(c) takes into account risks to health and safety from working the additional hours and 
impacts on the Ministerial Transport Officer’s personal circumstances, including 
family responsibilities, through the operation of clauses 4.9 to 4.13. 

 The arrangement of hours set out in this clause will not be applied inconsistently with 
the National Employment Standards and section 62 of the Fair Work Act 2009 (Cth). The 
factors listed in clause 3.3reflect the reasonableness of the additional hours but do not 
preclude any affected employee from refusing to work additional hours where they are 
not reasonable having regard to the requirements of section 62.3 the Act. 

 Log Books are to be kept as required by management. 

Appendix 7 Minister ial Transport Officers 

1. 

Part I Minister ial Transport Officers 

2. 

3. 

3.1 

l .2 

3.3 

3.4 

3.5 








Victorian Public Service Enterprise Agreement 2020 
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 The fortnightly period encompassing the 106 hours, as specified in clause 3.1 above, 
commences on the Sunday of each non-pay week and concludes on the Saturday 
immediately following pay day. 

 The Employee is required to complete time sheets that records driving jobs and provides 
passenger verification of hours worked. Time sheets are to be submitted by the Tuesday 
immediately following the end of a reporting period. 

 Additional Overtime 

 Additional overtime is defined as the additional hours worked, at the direction of the 
Employer, whether performed on the Employer’s premises or at some other location(s), 
including at the Employee’s home, that are: 

(a) in excess of 106 hours in the agreed fortnightly period specified in clause 3.1 
above; or 

(b) outside the span of hours; or 

(c) on a Public Holiday. 

 Where an Employee is directed by the Employer to work: 

(a) in excess of 106 hours per fortnight; or 

(b) on a Public Holiday; or 

(c) outside the individually negotiated and agreed hours of duty;  

then the Employee will be paid overtime at the rate of 1.5 times their ordinary rate of 
salary, with the proviso that the maximum salary to be used in calculating paid overtime 
will be as specified in the table below.  

Table 115: Additional Overtime – Ministerial Transport Officers (DPC) 

Date of effect Annual salary 

20 March 2020 $85,907 

1 December 2020 $86,980 

1 September 2021 $88,285 

1 June 2022 $89,389 

1 March 2023 $90,729 

1 December 2023 $91,637 

(d) The formula to calculate overtime payments is: 

annual salary x 14 x 1 x 3 

365.25               1    76   2 

3.6 

3.7 

4. 

4.1 

4.2 








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(e) Alternatively, and by agreement, an Employee is entitled to time in lieu of payment 
for overtime.  The time will accrue on an hour for hour basis. Time in lieu is to be 
taken at a time mutually agreed between the manager and Employee. 

 Where overtime is worked on a Public Holiday, Employees must be paid for a minimum 
of 4 hours.  

 The Employer or Employee will not unreasonably refuse requests for relief if reasonable 
notice for such relief requests has been provided. 

 The Employer may direct the Employee to perform overtime work if: 

(a) such work is unavoidable because of work demands; and 

(b) reasonable notice of the requirement to work overtime is given by the Employer. 

 Reasonable time incurred in travelling to or from the Employee’s residence for the 
commencement or cessation of duties, either at the Employee’s usual place of 
employment or at some other location, must not be included for the purpose of 
calculating overtime or counted as time worked unless the travelling time is: 

(a) undertaken outside the ordinary hours of work; and 

(b) is in excess of the travelling time incurred by the Employee in travelling between 
the Employee’s residence and the Employee’s usual place of employment. 

 Pool drivers must present for work at 1 Treasury Place, unless the Employer advises 
ahead of time of an alternative work location for that day. 

 An Employee must be provided with a minimum recall of 4 hours if they are either 
recalled to duty or on stand-alone overtime. This 4 hours must comprise 3 hours 
payment and 1 hour of time in lieu of payment, to be used within 3 months of accrual. 
Unless otherwise agreed between the Employee and the Employer, Employees who work 
the full 4 hours of recall to duty must be paid for 4 hours of overtime and time in lieu 
must not be provided. 

 To ensure driver and passenger safety the total number of Overtime hours worked by 
Employees is limited to 100 hours in a 4 week period. This limit includes the 30 hours 
reasonable additional hours per fortnightly period compensated for in Employees’ 
ordinary salary. Further: 

(a) if there is an exceptional requirement for an Employee to exceed the limit, the 
Employer must be notified in advance, using the relevant form.   

(b) the Employer will not approve requests to exceed the overtime limit if in the 
opinion of the Employer the excess overtime will create a risk to the health and 
safety of an Employee; and 

(c) the Employee must take adequate rest breaks during ordinary hours and overtime 
hours. Rest breaks must be recorded on the Employee’s timesheet. 

 To ensure driver and passenger safety, the Employee must notify the Employer if they 
are approaching 50 hours overtime worked over a fortnightly period. This includes the 
30 hours reasonable additional hours built into the Employee’s ordinary annual salary.  

4.3 

4.4 

4.5 

4.6 

4.7 

4.8 

4.9 

4.10 








Victorian Public Service Enterprise Agreement 2020 
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354 

 

 To maintain services to allocated passengers, the Employer may provide a replacement 
chauffeur, hire car or make other arrangements for the passenger. 

 An Employee required to work, in an emergency situation, during or after a rest period 
is due will receive overtime compensation in accordance with clause 41.6 of Section I 
of this Agreement for all time worked until the Employee takes a rest period of at least 
10 hours continuous duration. 

 An Employee may refuse to work stand-by or overtime in circumstances where the 
working of such stand-by or overtime would result in the Employee working hours 
which are unreasonable having regard to: 

(a) any risk to the Employee’s health and safety; 

(b) the Employee’s personal circumstances including family responsibilities; 

(c) the needs of the workplace; 

(d) the notice (if any) given by the Employer of the overtime and by the Employee of 
his or her intention to refuse it; and 

(e) any other relevant matter. 

 Maximum Daily Hours and Minimum Rest Period 

 To ensure driver and passenger safety a driver should not perform active driving duty in 
excess of 12 hours on any day of duty.  

 Wherever practicable, an Employee must not be required to perform a further period of 
work at the end of any period of daily duty where hours worked are in excess of ordinary 
hours of work including additional overtime,  until a 10 hour rest break can be observed 
at the completion of the overtime hours.  

 If an Employee works overtime which would result in the employee not having access to 
a 10 hour rest break prior to the rostered commencement of their next day of duty the 
following procedure should apply: 

(a) Where the Employee identifies that it is likely that they will not observe a 10 hour 
break, they must make all reasonable and genuine attempts to contact the stand-
by driver prior to midnight to enable them to observe the break.  

(b) A Where a pool, casual, or Ministerial Transport Officer driver is on stand by and 
available to provide relief duties, the Employee must observe the 10 hour break 
where it is reasonably practicable to do so.  

(c) Where the Employee is able to observe the 10 hour break the next day’s duty 
commences after the 10 hour rest break has been observed and the driver 
completes the remainder of their ordinary duty.  

(d) The Employer must not make a deduction from normal salary where an Employee 
is released from their normal duty to enable the Employee to observe a rest break 
set out above. 

(e) To assist in ensuring that Employees receive a 10 hour rest break between the end 
of a period of overtime and any further period of ordinary time or a period of 

4.11 

4.12 

4.13 

5. 

5.1 

5.2 

5.3 








Victorian Public Service Enterprise Agreement 2020 
Appendix 7 – Ministerial Transport Officers 

 

355 

 

standalone overtime, the Employer will provide alternative transport 
arrangements to passengers where practicable. 

 To ensure driver and passenger safety and ensure Employees can appropriately manage 
fatigue, an Employee must have at least one clear weekend (Saturday and Sunday 
consecutively) clear of duty in each four-week period.  

 An Employee must not work ordinary hours, reasonable additional hours, reasonable 
overtime hours or any additional overtime during their clear weekends. Where in 
exceptional circumstances, Employees are directed by the Employer to perform duties 
on their clear weekend, they must be paid overtime for all hours worked. 

 Review of Working Arrangements for Ministerial Transport 
Officers 

 The parties agree to establish a Working Group over the life of the Agreement being 
approved by the Fair Work Commission to undertake a review and provide 
recommendations on the following matters:    

(i) Hours of work 

(ii) Health Safety and Wellbeing; and 

(iii) Wages arrangements.  

 The working party will also address any unintended consequences that may arise 
through the implementation of the changes in the Agreement.  

 The working group will comprise representatives nominated by the CPSU and the 
Employer. 

 In the event that the parties cannot reach agreement on the appropriate 
recommendations, a mutually agreed independent person shall be engaged to facilitate 
discussion. 

 Consideration will be given to the timing of implementation of any of the 
recommendations of the Working Party.  

 Allowances and Expenses 

 Stand-by allowance 

(a) Pool Drivers without an allocated passenger will be required to be on stand-by 
outside the ordinary hours of duty exclusive of weekends to provide relief duties 
for drivers with an allocated passenger. 

(b) An Employee on stand-by: 

(i) is required to be available for the period from the completion of ordinary 
duty, leave or standby on one day to the commencement of ordinary duty, 
leave or standby on the following day 

(ii) must be able to be contacted immediately by an agreed means of 
communication  

5.4 

5.5 

6. 

6.1 

6.2 

6.3 

6.4 

6.5 

7. 

7.1 








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(iii) must be able to provide relief duty for a Ministerial Chauffer to enable them 
to observe the 10 hour break or as otherwise required; 

(iv) must be fit for duty. 

(c) The rates of payment for an Employee required to be on stand-by are: 

Table 116: Stand-by Allowance – Ministerial Transport Officers (Pool Drivers) (DPC) 

Date of effect Per fortnight 

20 March 2020 $155.80 

1 December 2020 $157.75 

1 September 2021 $160.10 

1 June 2022 $162.10 

1 March 2023 $164.55 

1 December 2023 $166.20 

(d) The stand by allowance is not payable during periods of personal, annual or long 
service leave.  

(e) The recall and overtime provisions of clause 4.8 do not apply to Employees in 
receipt of this allowance.  

(f) Any recall to duty will be for a minimum of 3 hours and will be included as 
overtime in accordance with clause 3.1(b)of this Appendix.  

(g) The Employer will, in consultation with the Employee establish a roster for stand-
by duty and be required to be on stand-by for a maximum 5 days per fortnightly 
roster. 

 Overtime Meal Expenses 

(a) An Employee will be eligible to receive an overtime meal payment if the Employee 
is required to work a period of overtime that: 

(i) is immediately before or after a scheduled period of ordinary duty and is 
more than 2 hours in duration; or 

(ii) is a stand-alone period of overtime that is 4 hours or more in duration.  

(b) The categories of meal payments are: 

(i) In the case where the duration of the overtime includes the period between 
6:00pm and 7:00pm: 

• Category A – where an Employee takes a meal break of one hour at any 
time prior to completing the overtime; or 

7.2 








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Appendix 7 – Ministerial Transport Officers 

 

357 

 

• Category B – where an Employee either takes a meal break of less than 
one hour but not less than 20 minutes prior to completing the overtime 
or is prevented from taking a meal break by reason of safety 
requirements. 

(ii) In all other cases, Category C will be paid where the Employee either takes 
a meal break of not less than 20 minutes prior to completing the overtime or 
is prevented from taking a meal break by reason of safety requirements. 

(c) The rates of payment for an Employee required to work overtime and entitled to a 
meal payment under clause 7.2(a) are: 

Table 117: Overtime Meal Expenses – Ministerial Transport Officers (DPC) 

Date of effect Category A Category B Category C 

20 March 2020 $29.15 $19.95 $21.70 

1 December 2020 $29.50 $20.20 $22.00 

1 September 2021 $29.95 $20.50 $22.30 

1 June 2022 $30.30 $20.75 $22.60 

1 March 2023 $30.75 $21.05 $22.95 

1 December 2023 $31.05 $21.30 $23.15 

 Expenses – Travel 

(a) Where possible, the Employer will pay accommodation providers directly for 
breakfast, dinner and accommodation associated with overnight or part-day travel 
in the course of normal duties. If this is not possible, the Employer will reimburse 
the Employee for these costs upon production of receipts. Reimbursement will be 
up to the Reasonable Benefit Limits determined by the Australian Tax Office. 

(b) Absence from the normal place of work does not in itself validate a claim for 
payment of expenses. Where the Employee is required to report for or perform 
duties away from their normal work location, only the additional costs incurred 
above those ordinarily borne by the Employee will be reimbursed. 

 Incidental Expenses 

Incidental expenses will be reimbursed in accordance with this Agreement. 

 Telephones 

Ministerial Transport Officers will be provided with mobile telephones for work 
purposes. Expenses for the use of personal mobile telephones for work purposes will be 
paid in accordance with clause 36 of this Agreement. 

 Uniforms 

(a) The uniform as described in clause 7.6(b) below must be worn by an Employee at 
all times while on duty, unless otherwise agreed with the passenger. Uniforms may 

7.3 

7.4 

7.5 

7.6 








Victorian Public Service Enterprise Agreement 2020 
Appendix 7 – Ministerial Transport Officers 

 

358 

 

only be worn for work purposes. An Employee who presents for work in other than 
the required uniform will be considered ineligible for duties. 

(b) Upon commencement of employment Employees will be provided or reimbursed 
for the following items of uniform: 

(i) 2 trousers / skirts (navy) 

(ii) 2 jackets (navy) 

(iii) 1 vest or jumper (navy) 

(iv) 5 business shirts or blouses (blue) 

(v) 1 belt (black) 

(vi) 2 crested ties 

(vii) 1 pair of sunglasses suitable for driving that must be compliant with the 
requirements of AS/NZS 1067. 

(c) Upon commencement of employment Employees will be required to provide the 
following items of uniform themselves as applicable: 

(i) Shoes or boots (plain black) 

(ii) Socks (navy or black) 

(iii) Stockings or pantyhose (navy or black) 

(iv) Overcoat or trench coat (navy or black) 

(v) Hat 

(d) Presentation requirements 

Each Employee is required to wear a dark navy suit comprised of jacket and 
pants/skirt. The suit must be worn with a blue business shirt, the provided tie and 
plain black shoes or boots. Generally wearing of the jacket is at the Employee’s 
discretion but a jacket is to be available at all times.  

(e) Uniform Allocation 

The purpose of the following uniform arrangement is to ensure that Employees are 
initially provided with a suitable uniform and to provide yearly financial assistance 
towards the purchase of additional approved uniform items as required by the 
Employee.  

(f) Reimbursement 

(i) After the first 12 months of employment and each 12 months thereafter, 
reimbursement up to the amount specified in clause 7.6(f)(ii) below 
following approved items – blue shirts/blouses, navy blue trousers/skirt, 
jacket, vest/jumpers, overcoat, plain black shoes or boots, belts, ties, socks, 
stockings/pantyhose, sunglasses, hats and sunscreen. Where the Employer 
provides items of uniform with a logo, these must be replaced every 12 
months if the item requires replacing. 








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Appendix 7 – Ministerial Transport Officers 

 

359 

 

(ii) The reimbursement amount (including GST) will be as follows:  

Table 118: Uniform Reimbursement Amount – Ministerial Transport Officers (DPC) 

Date of effect Reimbursement amount 

20 March 2020 $1,037 

20 March 2021 $1,058 

20 March 2022 $1,079 

20 March 2023 $1,101 

(g) Uniform Care 

Items of uniform are to be kept by Employees in a clean and presentable manner. 
Employees are responsible for ensuring that all practical steps are taken to prevent 
damage or loss. 

(h) Uniform return 

Suits must be dry cleaned prior to return and other items must be laundered. 

 Drivers Licenses – Proof of Currency 

 It is a condition of employment that all Ministerial Transport Officers hold a full Victorian 
Driver’s licence. 

 Proof of currency of the above licence is to be provided to the Employer annually. 
Employees arranging their Vic Roads certificate of currency will be reimbursed for the 
cost of that certificate on presentation of the certificate and receipt of payment. 

 Assisting with Pool Duties 

(a) The Employee must assist with pool duties if: 

(i) the Employee’s assigned passenger is taking leave; and 

(ii) the Employee is not required to perform services for the assigned passenger 
or the assigned passenger’s office; and 

(iii) the Employee is not on a period of approved leave themselves.  

(b) Drivers assisting with pool duties will not exceed the overtime limits specified in 
this Appendix. 

 Compliance with Road Laws 

Employees are required at all times to comply strictly with all road laws, traffic 
regulations and council by-laws and are personally responsible for any breaches of these 
laws. 

8. 

8.1 

8.2 

9. 

10. 








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Appendix 7 – Ministerial Transport Officers 

 

360 

 

 Use of Ministerial Vehicles 

Fleet ministerial vehicles may be driven by the Minister, allocated passenger or approved 
Employees if assigned Employees become fatigued. Ministerial vehicles are not to be 
taken out of Victoria without the prior approval of the Premier. 

 

 Annualised Salary Arrangements for Ministerial Transport 
Officers 

 All Ministerial Transport Officers are remunerated with an annualised salary. The 
annualised salary is made up of a base salary and an added component which accounts 
for up to 30 reasonable additional hours, and a gratuity (where applicable).   

 In circumstances where reasonable overtime is not performed, Ministerial Transport 
Officers will not have their annualised salaries deducted.  

 The following table sets out the wages applicable to Ministerial Trasnport Officers. 

Table 119: Ministerial Transport Officers Structure 

20 March 2020 

Classification Salary Gratuity Annualised salary 

Pool $85,907   $85,907 

Allocated Passenger $85,907 $3,409 $89,316 

Government Leader $85,907 $5,356 $91,263 

Premier $85,907 $10,493 $96,400 

1 December 2020 

Classification Salary Gratuity Annualised salary 

Pool $86,981   $86,981 

Allocated Passenger $86,981 $3,452 $90,433 

Government Leader $86,981 $5,423 $92,404 

Premier $86,981 $10,624 $97,605 

1 September 2021 

11. 

Part 2 N,on-VPS Aligned Adaptive Structure and 
Classification Descrip,tors - Ministerial Transport 
Officers 

12. 

12.1 

12.2 

12.3 








Victorian Public Service Enterprise Agreement 2020 
Appendix 7 – Ministerial Transport Officers 

 

361 

 

Classification Salary Gratuity Annualised salary 

Pool $88,286   $88,286 

Allocated Passenger $88,286 $3,504 $91,790 

Government Leader $88,286 $5,504 $93,790 

Premier $88,286 $10,783 $99,069 

1 June 2022 

Classification Salary Gratuity Annualised salary 

Pool $89,390   $89,390 

Allocated Passenger $89,390 $3,548 $92,938 

Government Leader $89,390 $5,573 $94,963 

Premier $89,390 $10,918 $100,308 

1 March 2023 

Classification Salary Gratuity Annualised salary 

Pool $90,731   $90,731 

Allocated Passenger $90,731 $3,601 $94,332 

Government Leader $90,731 $5,657 $96,388 

Premier $90,731 $11,082 $101,813 

1 December 2023 

Classification Salary Gratuity Annualised salary 

Pool $91,638   $91,638 

Allocated Passenger $91,638 $3,637 $95,275 

Government Leader $91,638 $5,714 $97,352 

Premier $91,638 $11,193 $102,831 

 Government Leader includes the leader in both houses of parliament and the Deputy 
Premier.  

 If a Ministerial Transport Officer transfers to a position at a lower classification level, 
they will continue to receive the gratuity applicable to the position from which they have 
transferred for a period of 3 months following their transfer. 

12.4 

12.5 








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Appendix 7 – Ministerial Transport Officers 

 

362 

 

 Subject to the Trust Deeds of the applicable superannuation schemes, where a 
Ministerial Trasnport Officer transfers to a position at a lower classification level: 

(a) in the case of members of the New Superannuation Scheme and the Revised 
Superannuation Scheme, the Employee’s salary for superannuation contribution 
purposes shall be the salary (including gratuity) applicable to the higher position 
until such time as the rate applicable to their new classification exceeds the rate 
they received in the higher position; and 

(b) in the case of members of VicSuper, the Employee’s salary for superannuation 
contribution purposes shall be the salary (including gratuity, if any) applicable to 
the lower position to which they have transferred.

12.6 








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363 

 

 

 

 Allowances 

Eligibility and amounts for reimbursement for travel, meal and relocation expenses will 
be consistent with those applied to sworn Employees of Victoria Police. 

 Commuted Allowance 

Commuted allowances agreed on a case-by-case basis with the Employee concerned 
and/or the relevant Union may be paid in substitution for allowances provided for 
elsewhere in this Agreement, in circumstances where the requirements of the relevant 
work unit result in members working overtime and/or on-call.  An Employee must not 
receive less as a commuted allowance over the period that the commuted allowance is 
paid, than the Employee would have received had the allowance(s) being commuted 
been paid over that period. 

 

 Forensic Officer Structure 

 Forensic Officers are covered by a Non-VPS Aligned Adaptive Structure as set out in Part 
3 of this Appendix. 

 Recall Provisions 

 A Forensic Officer performing recall/overtime for scene attendance and associated 
urgent laboratory work, either before or after a period of duty or as an extension of their 
duty beyond their normal hours or outside the normal span of hours, will be paid the 
hourly rate for their substantive classification in accordance with clause 4.3.   

 Forensic Officers on higher duties assignment will be paid at the hourly rate for their 
higher duties classification and in accordance with clause 4.3. 

 Recall rates will be as follows: 

Appendix 8 Victoria Police 

Part I General 

1. 

2. 

Part 2 Forensic Officers 

3. 

3.1 

4. 

4.1 

4.2 

4.3 








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Table 120: Recall Provisions – Forensic Officers (Victoria Police) 

For recall/overtime work on 
Recall/overtime rate  

(% of ordinary hourly rate) 

Monday to Saturday (except public 
holidays) – first three hours  

150% 

Monday to Saturday (except public 
holidays) – after three hours 

200% 

Sunday – in all cases (except public 
holidays) 

200% 

Public holidays or substituted day 250% 

 A Forensic Officer recalled from a period of leave in order to attend Court will be paid 
the hourly rate for hours worked for their substantive classification.   

 Work under this clause includes reasonable preparation time to be agreed between the 
manager and Forensic Officer, reasonable travel time and time at court. 

 Forensic Officers may choose to be compensated by either:  

(a) Re-credit of leave, plus payment for the first 7.6 hours at a rate of 50 per cent of 
the normal hourly rate and a rate of 100 per cent of the normal hourly rate for the 
remaining duty; or 

(b) No re-crediting of leave, plus payment for the first 7.6 hours at rate of 150 per cent 
of the normal hourly rate, and a rate of 200 per cent of the normal hourly rate for 
the remaining duty. 

 Training  

 Forensic Services Department is committed to the ongoing training and appropriate 
work related development of all staff.  

 Every effort will be made to facilitate agreed individual training requirements that have 
been identified and agreed upon during the Performance Development Process.  

 Attendance at the Australia and New Zealand Forensic Science Symposium (ANZFSS) will 
be determined through an appropriate expression of interest process.   

4.4 

4.5 

4.6 

5. 

5.1 

5.2 

5.3 








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 Forensic Officer Structure 

 The following table sets out the wages applicable to Forensic Officers. The Forensic 
Officer Work Level Descriptors set out at clause 7 of this Appendix apply 

Table 121: Forensic Officer Structure 

Grade 
Progression 

Level 
20-Mar-20 1-Dec-20 1-Sept-21 1-June-22 1-Mar-23 1-Dec-23 

Forensic 
Officer 1 

1 $56,947 $57,659 $58,524 $59,256 $60,145 $60,746 

2 $58,085 $58,811 $59,693 $60,439 $61,346 $61,959 

3 $59,245 $59,986 $60,886 $61,647 $62,572 $63,198 

4 $60,433 $61,188 $62,106 $62,882 $63,825 $64,463 

5 $61,638 $62,408 $63,344 $64,136 $65,098 $65,749 

6 $62,871 $63,657 $64,612 $65,420 $66,401 $67,065 

Forensic 
Officer 2 

1 $67,356 $68,198 $69,221 $70,086 $71,137 $71,848 

2 $68,704 $69,563 $70,606 $71,489 $72,561 $73,287 

3 $70,079 $70,955 $72,019 $72,919 $74,013 $74,753 

4 $71,481 $72,375 $73,461 $74,379 $75,495 $76,250 

5 $72,910 $73,821 $74,928 $75,865 $77,003 $77,773 

6 $74,363 $75,293 $76,422 $77,377 $78,538 $79,323 

1 $84,501 $85,557 $86,840 $87,926 $89,245 $90,137 

Part 3 Forensic Offic·,ers - Non-VPS Aligned Adaptive 
Classifi.cat1.on Structures and Descriptors - Victoria 
Police 

6. 

6.1 








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Grade 
Progression 

Level 
20-Mar-20 1-Dec-20 1-Sept-21 1-June-22 1-Mar-23 1-Dec-23 

Forensic 
Officer 3 

2 $86,192 $87,269 $88,578 $89,685 $91,030 $91,940 

3 $87,915 $89,014 $90,349 $91,478 $92,850 $93,779 

4 $89,674 $90,795 $92,157 $93,309 $94,709 $95,656 

5 $91,470 $92,613 $94,002 $95,177 $96,605 $97,571 

6 $93,295 $94,461 $95,878 $97,076 $98,532 $99,517 

Forensic 
Officer 4 

1 $95,526 $96,720 $98,171 $99,398 $100,889 $101,898 

2 $97,435 $98,653 $100,133 $101,385 $102,906 $103,935 

3 $99,384 $100,626 $102,135 $103,412 $104,963 $106,013 

4 $101,371 $102,638 $104,178 $105,480 $107,062 $108,133 

5 $103,395 $104,687 $106,257 $107,585 $109,199 $110,291 

6 $105,467 $106,785 $108,387 $109,742 $111,388 $112,502 

Forensic 
Officer 5 

1 $112,667 $114,075 $115,786 $117,233 $118,991 $120,181 

2 $112,667 $114,075 $115,786 $117,233 $118,991 $120,181 

3 $117,175 $118,640 $120,420 $121,925 $123,754 $124,992 

4 $117,175 $118,640 $120,420 $121,925 $123,754 $124,992 

5 $121,861 $123,384 $125,235 $126,800 $128,702 $129,989 

6 $121,861 $123,384 $125,235 $126,800 $128,702 $129,989 

1 $132,266 $133,919 $135,928 $137,627 $139,691 $141,088 








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Grade 
Progression 

Level 
20-Mar-20 1-Dec-20 1-Sept-21 1-June-22 1-Mar-23 1-Dec-23 

Forensic 
Officer 6 

2 $132,266 $133,919 $135,928 $137,627 $139,691 $141,088 

3 $137,554 $139,273 $141,362 $143,129 $145,276 $146,729 

4 $137,554 $139,273 $141,362 $143,129 $145,276 $146,729 

5 $143,055 $144,843 $147,016 $148,854 $151,087 $152,598 

6 $143,055 $144,843 $147,016 $148,854 $151,087 $152,598 

Forensic 
Officer 7 

1 $153,083 $154,997 $157,322 $159,289 $161,678 $163,295 

2 $153,083 $154,997 $157,322 $159,289 $161,678 $163,295 

3 $159,208 $161,198 $163,616 $165,661 $168,146 $169,827 

4 $159,208 $161,198 $163,616 $165,661 $168,146 $169,827 

5 $165,573 $167,643 $170,158 $172,285 $174,869 $176,618 

6 $165,573 $167,643 $170,158 $172,285 $174,869 $176,618 

 Forensic Officer Work Level Descriptors 

Definitions: 

• A Forensic Officer’s primary purpose is the application of relevant qualifications, training and 
experience to aid the investigation of, and assist with criminal, coronial and civil matters in a 
recognised forensic discipline. 

• A recognised forensic discipline is one that has been accepted by the Court as an area in which 
a qualified practitioner is permitted to give evidence. 

• The context of the role will vary but may include: 

o Undertaking forensic case work 

o Provision of evidence in court 

o Development of specialised information technology functions 

o Maintenance of quality management systems 

o Undertaking research and development 

7. 








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Preamble: 

• The work level descriptors do not provide an exhaustive list of duties, but rather they are a 
general description of how a position fits into the overall organisation. Specific duties and 
qualifications are detailed in the individual position descriptions. 

• The descriptors represent a philosophical approach which reflects the knowledge and skill set 
for each level of work. Positions at each work level will comprise an aggregation of tasks which 
have been assessed as at equal work value. 

• Not all elements of each work level are required to satisfy the requirements of the level but 
should be considered “on balance”, on the basis of best fit to describe the work. 

• The development of skills is considered to be progressive and therefore skills that are referred 
to in the narrative for the previous level are assumed to be part of the skill set for the higher 
level. 

• The descriptors can also serve as a tool for managers to determine appropriate developmental 
opportunities for staff in line with the principles of succession planning. 

Table 122: Forensic Officer Work Level Descriptors 

Table 122.1: Forensic Officer Work Level Descriptors – FO-1 to F0-4 

 Forensic Officer 

FO-1 

Forensic Officer 

FO-2 

Forensic Officer 

FO-3 

Forensic Officer 

FO-4 

Grade 
description 

Undertakes 
specific and 
defined tasks 
within 
established 
procedures 
under close 
supervision 

Assists in tasks 
that are 
straightforward 
and use 
established 
techniques and 
work practices 

Operates and 
maintains 
technical or 
scientific 
equipment 
appropriate to 
the function and 
level of 
qualification of 
the position 

Performs routine 
laboratory/techn
ical support 
functions 

Accountable for 
accuracy and 

Generally, possesses 
relevant 
qualifications 

Conducts analysis of 
samples under 
direction within 
defined parameters 

Conducts initial 
examination of 
exhibits under 
supervision 

Assists in 
prioritising tasks in 
order to achieve 
specified targets 
(e.g. triaging) 

Investigates, 
accurately defines 
analyses needs and 
priorities and 
disseminates 
scientific 
information using 
appropriate 
knowledge transfer 
techniques through 
consultation with 
peers and 
supervisors 

May regularly 
interact with a 
range of internal 

Possesses at least an 
appropriate degree 
and/or relevant 
qualification. 

Regularly reports 
casework in their 
own name 

May lead a team 
through 
scientific/technical 
activities including 
individual and team 
performance 
management and 
development 

Makes qualified 
judgements that 
impact on the 
subsequent 
investigation and 
legal deliberations 
associated with 
casework 

Conveys specialist 
knowledge/judgem
ent that impacts on 
legal deliberations 
and/or 
investigations 

Provides expert 
advice, including in 
the court context 

Possesses at least an 
appropriate degree 
and/or relevant 
qualification 

Is a specialist within 
a specific forensic 
discipline 

Independently 
performs 
professional work at 
an advanced level 

Demonstrates 
judgement and 
innovation at a level 
consistent with an 
established 
professional 

May undertake non 
routine casework 
assignments 

Prepares and 
delivers 
presentations and 
lectures to 
stakeholders, 
students and peer 
professionals 

Formulates and 
supervises/mentors
/coaches 
professional 
development 








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Table 122.1: Forensic Officer Work Level Descriptors – FO-1 to F0-4 

 Forensic Officer 

FO-1 

Forensic Officer 

FO-2 

Forensic Officer 

FO-3 

Forensic Officer 

FO-4 

timeliness of 
outputs 

Maintains 
existing systems 
and processes 

Conducts work of 
a basic nature 
(may include data 
entry and house 
keeping) 

and external clients 
to provide advice or 
specialist 
information 

May process crime 
scene related 
samples within 
defined parameters 

Performs 
fingerprint 
casework 

Solves routine 
problems using 
readily available 
information, where 
alternatives are 
limited 

Conducts quality 
control within work 
area, including 
keeping records 
where necessary 

Undertakes training 
towards 
authorisation in 
operation of NAFIS 
and LiveScan 
systems 

Examines crime 
scenes in order to 
develop and collect 
fingerprints 

May assist at a crime 
scene 

where opinion 
evidence may be 
required 

Has responsibility 
for delivering status 
reports in relation 
to relevant 
calibration, 
maintenance and 
quality assurance 
schedules 

Communicates 
professional/scienti
fic/technical 
concepts to less 
experienced 
colleagues 

Delivers discipline 
related 
presentations using 
prescribed methods 
and procedures in 
casework 

May attend and 
examine crime 
scenes 

Solves problems 
that may require 
specialist 
knowledge in a 
number of 
scientific/technical 
fields 

Monitors and 
administers local 
contracts and 
service agreements 
within a well 
defined service 
delivery framework 

Applies prescribed 
methods and 
procedures in 
casework 

Supervises other 
staff as required 

May assist in 
research and 
development, 

programs for less 
experienced 
colleagues 

Applies negotiation, 
persuasion and 
motivation skills to 
manage staff and 
stakeholders 

Recommends 
resource allocation 
to immediate 
Managers in order 
to meet service 
delivery priorities 

Leads, and may 
manage a 
scientific/technical 
or specialist team 
and/or projects 

Defines the 
appropriate 
methodology in the 
analysis of 
casework 

Applies sound 
theoretical and 
practical expertise 
in the development 
of internal/external 
training 

Assists with 
negotiation and 
management of 
local contracts and 
service delivery 
agreements 

May attend and/or 
manage crime 
scenes 

May assist in the 
development and 
establishment of 
policy 

Possesses skills to 
undertake routine 
casework without 
supervision 

May participate as a 
representative on a 








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Table 122.1: Forensic Officer Work Level Descriptors – FO-1 to F0-4 

 Forensic Officer 

FO-1 

Forensic Officer 

FO-2 

Forensic Officer 

FO-3 

Forensic Officer 

FO-4 

training and 
development of staff 

Undertakes 
technical reviews of 
casework where 
appropriate 

Interprets results of 
analysis 

Displays case 
management skills 
appropriate to 
routine casework 
undertaken 

Victoria Police 
committee 

Takes a lead role in 
maintaining quality 
systems and 
recommends 
improvements 

Displays sound case 
management skills 
appropriate to 
routine and non 
routine casework 
undertaken 

Undertakes 
technical and 
administrative 
reviews of casework 

Professional 
Judgement 
and Impact 

Judgement will be 
confined to 
existing policies, 
protocols and 
procedures 
within a specific 
work area with 
little or no impact 
outside of these. 

Judgement will be 
made with respect 
to policies, protocols 
and procedures with 
some impact on the 
work unit. 

Development of 
independent 
scientific 
professional 
judgement within 
own area of 
expertise 
particularly related 
to casework. 
Impacts internally 
and externally to the 
Department. 

Exercise a 
considerable 
amount of 
independent 
scientific judgement 
and skill which 
impacts on the 
Division, law 
enforcement and the 
courts. 

Innovation 
and 
Originality 

Opportunity for 
innovation/origi
nality will be 
limited to a 
specific work 
area and limited 
by knowledge 
and experience 
base. Adapts to 
changes in 
routine. 

Opportunities for 
innovation and 
originality within 
work area and unit. 
Ability to adapt to 
different work flows 
and pressures. 

Regularly applies 
knowledge and 
adapts skills to 
manage routine 
situations. May be 
involved in 
research/innovation 
projects. 

Will be involved in 
the identification, 
development and 
implementation of 
new or improved 
procedures and 
protocols. Will 
supervise and/or 
engage in 
innovation and 
research projects. 

Communicat
ion 

Demonstrates 
good written and 
oral 
communication 
skills relevant to a 
specific work 
area. 

Demonstrates good 
written and oral 
communication 
skills within a work 
unit and externally 
relevant to the work 
unit. 

Regularly 
communicates 
policy and 
sophisticated 
scientific concepts 
both internally and 
externally. 

Ability to convey 
specialist concepts 
and knowledge to 
clients, staff and 
stakeholders. 








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Table 122.1: Forensic Officer Work Level Descriptors – FO-1 to F0-4 

 Forensic Officer 

FO-1 

Forensic Officer 

FO-2 

Forensic Officer 

FO-3 

Forensic Officer 

FO-4 

Knowledge 
and 
Proficiency 

Demonstrates 
sound knowledge 
and practical 
proficiency 
relevant to a 
specific work 
area. 

Demonstrates sound 
knowledge and 
practical proficiency 
and may provide 
specialist advice 
relevant to a work 
unit both internally 
and externally. Is 
becoming a 
recognised 
fingerprint 
specialist. 

Is a fingerprint 
expert, or is 
becoming a 
recognised specialist 
within a specific 
subject area. May 
control a laboratory 
function or field 
operation where a 
variety of related 
scientific functions 
are performed. 

Is a recognised 
specialist within a 
specific area of 
work. 

Decision 
Making 

Decision making 
will be limited to 
protocols and 
procedures 
within a defined 
work area and 
largely under 
supervision. 

Applies 
understanding of 
professional ethics 
and the scientific 
method in the 
development and 
conduct of work. 

Applies knowledge 
of departmental, 
organisational and 
government policy 
to the decision 
making process. 

Takes responsibility 
for decision making 
at Unit level. 

Takes responsibility 
for decision making 
that impact on the 
day to day 
operations. 

 

Table 122.2: Forensic Officer Work Level Descriptors – FO-5 to FO-7 

 
Forensic Officer 

FO-5 

Forensic Officer 

FO-6 

Forensic Officer 

FO-7 

Grade 
description 

Possesses at least an 
appropriate degree and/or 
relevant qualification 

Provides high level 
scientific/technical 
professional services 
and/or advice, including 
leadership and guidance in 
a multi-disciplinary 
environment 

Possesses appropriate 
skills/authorisation(s) to 
undertake complex 
casework assignments. 
Regarded as authoritative 
within a particular field 

Is recognised as a 
specialist in the area of 
their profession and relied 
on for advice 

Manages 
multi-disciplinary 
casework 

Possesses at least an 
appropriate degree and/or 
relevant qualification 

Provides strategic 
leadership of 
multi-disciplinary teams 
and/or assignments 

Undertakes the most 
complex casework and 
resolves major conceptual 
scientific, technical or 
management problems 
that have a significant 
impact on a scientific 
discipline or the branch 

Undertakes casework 
likely to require leading 
edge research and 
development 

Judgements are 
authoritative 

Provides definitive written 
and oral advice on 

Possesses at least an 
appropriate degree 
and/or relevant 
qualification 

Manages a large and 
diverse Division 

Manages a range of 
strategic corporate 
functions and long term 
initiatives, each with 
significant budget, staff 
responsibilities, and 
strategic importance 

Demonstrates strategic 
management skills 

Recognised 
nationally/internationall
y as a specialist in a 
particular scientific field 
and regularly applies 
this knowledge to 
achieve highly creative 








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Table 122.2: Forensic Officer Work Level Descriptors – FO-5 to FO-7 

 
Forensic Officer 

FO-5 

Forensic Officer 

FO-6 

Forensic Officer 

FO-7 

teams/assignments and 
/or projects 

Integrates 
scientific/technical 
concepts across disciplines 

Undertakes complex 
casework 

Provides leadership, 
training and development 
for personnel in the 
adaptation and application 
of forensic disciplines 

Interprets and applies 
business plans and policies 
in own area of 
responsibility and 
provides advice to others 
on implementation issues 

Negotiates with internal 
and external stakeholders, 
peers, industry bodies and 
other government 
agencies with the objective 
of gaining cooperation, 
influencing views and 
meeting timelines for 
delivery of projects, 
services or advice 

Provides leadership in the 
application of concepts to 
policy development 

Participates as a 
representative on local 
and, on occasions, national 
committees 

Determines Unit casework 
acceptance criteria 

Establishes and maintains 
a contemporary Forensic 
Intelligence Capability, 
which includes the 
collection and assessment 
of scientific data 

Manages and leads 
projects 

Displays high level case 
management skills 

complex and challenging 
scientific matters 

Identifies and manages or 
provides advice on 
emerging 
scientific/technical, 
personnel and/or 
economic issues 

Plans, initiates and 
implements research or 
policy responses in 
anticipation of significant 
scientific/technical, policy 
or environmental changes 

Leads research and 
development into complex, 
sensitive or contentious 
scientific matters 

Manages an area with 
significant budget, staff 
responsibilities or 
strategic importance 

Develops service delivery 
models within business 
plans and objectives 

Routinely advises senior 
levels of the organisation 
on policy issues and 
solutions within a 
functional area 

Develops 
scientific/technical or 
professional standards for 
the branch/Department 

Represents the 
Department with external 
stakeholders to negotiate 
agreed parameters and 
delivery of activities to 
meet timelines 

Responsible for 
operational policy or 
service development 
impacting on the 
branch/Department 

Contributes to strategic 
corporate initiatives and is 
responsible for 
implementation 

and/or innovative 
solutions 

Identifies and responds 
to new and emerging 
issues in the scientific 
field and their longer 
term implications 

Responsible for the 
implementation of 
operational policy or 
service development 
that has significant 
impact on the 
Department and key 
external stakeholders 

Provides 
policy/legislative advice 
to Government, senior 
levels of the 
Organisation and key 
external stakeholders 

Responsible for meeting 
service objectives, 
including financial, 
quality and service 
delivery targets 

Responsible for the 
quality and professional 
outcomes of the Division 

Contributes advanced 
expertise and knowledge 
to strategic planning and 
decision making 
processes of the 
Department 

Manages strategic 
corporate initiatives 

Provides leadership and 
guidance based on 
advanced expertise 

Manages major projects 
for the Organisation 

Implements strategic 
corporate direction as it 
relates to forensic 
science and its 
integration with crime 
investigation and 








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Table 122.2: Forensic Officer Work Level Descriptors – FO-5 to FO-7 

 
Forensic Officer 

FO-5 

Forensic Officer 

FO-6 

Forensic Officer 

FO-7 

Allocates personnel and 
resources within unit 

Establishes educational 
standards 

Maintains accredited 
training programs 

Manages and co-ordinates 
courses and undertakes 
training needs analyses 

Manages discrete 
functions with staff 
responsibilities or 
sensitive/complex issues 

Reports statistics and 
future needs relevant to a 
work area 

Makes a substantial and 
continuing impact within 
their field of expertise 
through discovery and 
communication of new 
knowledge 

Ensures project 
deliverables are aligned 
with program outcomes 
and government policy 

Determines and/or 
establishes internal 
technical/scientific/trainin
g standards 

Negotiates and manages 
local contracts and service 
delivery agreements 

Contributes to the 
development of technical 
or professional standards 
specific to the unit 

Plans work area processes 

 

Manages and leads 
complex projects 

Determines branch and 
unit casework acceptance 
criteria 

Manages a diverse range of 
specialised functions, 
which may use similar 
technology and may 
comprise several units 

Directs ‘leading edge’ 
research directly 
regarding casework 
related fields 

Manages a large scale 
organisational service or 
regional delivery function 

Develops scientific 
solutions/techniques or 
strategies that have 
significant implications for 
the discipline. 

Authorises internal 
technical/scientific/trainin
g standards 

associated judicial 
processes 

Is responsible for the 
maintenance of 
standards including 
Occupational Health and 
Safety, accreditation, 
education, research and 
development 

Professional 
Judgement and 
Impact 

Makes informed 
judgements that have a 
significant impact on 
analytical processes and 
the progress and outcome 
of subsequent 

Makes judgements that 
impact directly on the 
Department, Victoria 
Police and national and/or 
international initiatives. 

Regularly makes 
judgements and 
develops policy that 
impacts on the 
Department, Victoria 
Police, the Government 
(legislation) and other 








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Table 122.2: Forensic Officer Work Level Descriptors – FO-5 to FO-7 

 
Forensic Officer 

FO-5 

Forensic Officer 

FO-6 

Forensic Officer 

FO-7 

investigations and legal 
deliberations. 

forensic science service 
providers nationally. 

Innovation and 
Originality 

Leads the development of 
new areas of work and 
makes original 
contributions to scientific 
knowledge.  

Makes a substantial and 
continuing impact within 
their field of expertise 
through the discovery and 
communication of new 
knowledge. 

Undertakes policy 
research and new 
initiatives that affect 
work practices 
Divisionally, 
Departmentally and 
within stakeholder 
groups. 

Communicatio
n 

Negotiates and 
collaborates with 
stakeholders on 
Departmental policy and 
programs. Regularly 
communicates on scientific 
issues locally and 
nationally. 

Communicates on issues of 
science and policy locally, 
nationally and 
internationally. 

Regularly communicates 
in writing and orally with 
Ministers and senior 
managers from a range of 
stakeholder groups and 
national and 
international forensic 
science service 
providers. 

Knowledge 
and 
Proficiency 

Modifies and applies 
scientific precedents and 
concepts to new situations 
that may impact on other 
areas and/or result in a 
significant redirection of 
science and protocols. 

Line manages a substantial 
scientific and/or technical 
multi-disciplinary 
Branch/work group. Is 
recognised as a 
national/international 
authority in casework 
related fields. 

Has a strong knowledge 
of relevant Government 
policy and legislative 
requirements and 
national and 
international forensic 
science ‘business’ 
practices. 

Decision 
Making 

Regularly makes decisions 
that impact on Divisional 
policy and external 
stakeholders. 

Regularly makes decisions 
that impact on 
Departmental policy and 
work/scientific 
requirements at a 
Divisional and 
Departmental level. 
Participates at a senior 
level in state, national or 
international working 
parties and committees. 

Regularly participates in 
decision making at the 
senior management level 
within the Department, 
Victoria Police and 
national and 
international forums. 

 

 Uniform 

Property Officers will be provided with access to an appropriate uniform. The uniform 
will incorporate shirt, pants, outer garment and shoes/boots. 

Par t 4 Prop,erty Officers 

8. 








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 General 

The core terms and conditions of employment for Police Custody Officers will be in 
accordance with Section I of this Agreement except as follows. 

 Appointment and Salary  

 Police Custody Officers will be employed as Trainees for the duration of their initial 
training period. The initial training period means initial time spent undergoing training 
at the Victoria Police Academy, or other training location as determined by Victoria 
Police. 

 Police Custody Officers will be required to undertake training and fitness testing as 
determined by Victoria Police.  

 Salary for Police Custody Officers will be in accordance with clause 13 of this Appendix. 

 Hours of Work 

 Police Custody Officers will be required to work an average of 76 hours per fortnight to 
be worked over an average of no more than 10 days per fortnight, within the full span of 
24 hours on any day. Wherever possible the Employer should roster each Employee a 
minimum of four rest days in a fortnight, or carry the outstanding balance of those rest 
days into the following fortnight’s roster.   

 In each financial year a Police Custody Officer is to be rostered two consecutive rest days 
on at least 15 occasions including, where practicable, 10 weekends: 

(a) where the Police Custody Officer is absent from work for part of the financial year 
the requirement shall be on a pro-rata basis.   

(b) a Police Custody Officer may specifically request a roster pattern that precludes 
the ability to observe the minimum consecutive rest days rostering.  If such a 
request is granted, the minimum requirements to consecutive rest days rostering 
will not apply. 

(c) the Employer may alter a Police Custody Officer’s rest day as a last resort and after 
consultation with the Police Custody Officer concerned.  Where the rest day is 
altered the Employer shall allocate an alternative rest day within the same 
fortnight or overtime payments will apply in accordance with clause 41 of Section 
1 (Overtime) of this Agreement. 

 Shifts will be rostered in 8 hour and 6 minute blocks to incorporate a 30 minute unpaid 
meal break taken no later than five hours after the start of any shift. Meal breaks and 
overtime payments will be in accordance with clause 40.2 of Section 1 (Meal Breaks) of 
this Agreement. Police Custody Officers that are in receipt of an annualised overtime 
meal allowance and do not receive a meal break are not entitled to the overtime 
payments in clause 41 of Section 1 (Overtime) of this Agreement.    

Part 5 Police Custody Officers 

9. 

10. 

10.1 

10.2 

10.J 

11. 

11.1 

11.2 

11.J 








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Appendix 8 – Victoria Police 

 

376 

 

 Police Custody Officers will be granted a night work recovery shift following a period of 
7 or more consecutive shifts of night work.   

 Night work recovery shift means a period of 24 hours free of duty from the conclusion of 
a night shift and before the commencement of the next period of duty.   

 Where the Police Custody Officer and the Employer agree to work a pattern of night shift 
other than 7 consecutive shifts of night work, the night work recovery shift must attach 
to the longest continuous period of night work in that period.  In this case, the employer 
will roster only one night work recovery shift in a 28 day period and will ensure recovery 
from other periods of night work by rostering the Employee in a ten-hour minimum 
break or a rest day. 

 Where a Police Custody Officer is required to work on a night work recovery shift, 
overtime compensation will apply in accordance with clause 41 (Overtime) of Section 
1 of this Agreement for all time worked until a rest period of at least 10 hours continuous 
duration is taken.  

 Shift and overtime payments will be in accordance with Section I of this Agreement.  

 Victoria Police and the CPSU commit to review the Police Custody Officer workforce, as 
per the Terms of Reference for the Joint Review into Police Custody Officers (dated 7 May 
2020). The review will be completed by 31 December 2021. The terms of reference 
referred to in this sub-clause are to be read in conjunction with the Agreement but do 
not form part of the Agreement. 

 Uniform  

 Police Custody Officers will be provided with an appropriate uniform as determined by 
Victoria Police.  

 A Police Custody Officer, required by the Employer, to have and maintain a uniform shall 
be paid a fortnightly allowance of $15. 

 

 Police Custody Officer Structure 

 The structure applying to Police Custody Officers is set out in the table below.  The salary 
minimums referred to in this table are referenced against the VPS Structure set out in 
Schedule C. The Police Custody Officer Classification Descriptors set out at clause 14 
and clause 15 of this Appendix apply. 

11.4 

11.5 

11.6 

11.7 

11.8 

11.9 

12. 

12.1 

12.2 

Part 6 Police Custody Officer VPS Aligned Classification 
Structure and Classification Descriptors - Victoria 
Police 

13. 

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Victorian Public Service Enterprise Agreement 2020 
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377 

 

Table 123: Police Custody Officer Structure 

Police Custody Officer (PCO) 
Structure 

VPS Grade Alignment 

PCO 1 

Trainee  

VPS salary point 1.1.4 

PCO 2 

Police Custody Officer 

VPS salary 2.1.1 to VPS salary point 2.2.7 

PCO 3 

Police Custody Supervisor  

VPS salary 3.1.1 to VPS salary point 3.2.5 

 Police Custody Officer Descriptors  

 The classification descriptors for Police Custody Officers are provided in clause 15 of 
this Appendix. 

 The Police Custody Officer classification descriptors provided in clause 15 of this 
Appendix are to be read in conjunction with the below information: 

(a) PCO 2 descriptor 23: Court Assistance  

(i) In accordance with clearly defined procedures, the PCO 2s will escort a 
prisoner to the court (for example walking them through from the police 
station), supervise that prisoner at the court and if so directed, escort the 
prisoner to another facility (could be back to the police station);  

(ii) Police Custody Officers will use the same powers in the court as they would 
in the police cells.  Court should be generally be interpreted as Magistrate’s 
Court because persons in police custody do not attend higher courts without 
being first in remand;  

(iii) Police Custody Officers will not be required to perform court security/guard 
duties;  

(iv) Police Custody Officers may be required when directed by the Magistrate to 
assist Protective Services Officers and Police Members if a situation arises 
that requires assistance in court; and  

(v) If a Police Custody Officer is present in court they may be directed by the 
Magistrate to apply handcuffs or temporarily supervise a person in court.  

(b) PCO 2 descriptor 24: Transport of persons in custody  

(i) The Custody Sergeant will undertake a risk assessment and make all the 
operational/safety decisions before any transport/escort of a person in 
custody takes place;   

(ii) Two Police Custody Officers will transport/escort persons in custody at all 
times; and  

14. 

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Victorian Public Service Enterprise Agreement 2020 
Appendix 8 – Victoria Police 

 

378 

 

(iii) Where only one Police Custody Officer is available a Police Member will be 
required to perform transport/escort duties alongside the Police Custody 
Officer.  

(c) PCO 2 descriptor 25: Fingerprinting   

(i) Only Police Members will be authorised to ask the relevant questions of a 
person in custody prior to taking of fingerprints; 

(ii) Police Custody Officers will only take a person’s fingerprints where consent 
is given by the person in custody; and  

(iii) Victoria Police has established that the majority of live scan fingerprinting 
in metro and country locations is undertaken by VPSG-2s. 

(d) PCO 3 descriptors 23 and 24: Buccal Swabs (DNA)/Oral Fluid 
Testing/Evidentiary Breath Testing  

Victoria Police has established that Police Custody Officers will unlikely perform 
these tasks in the foreseeable future. 

  

 Police Custody Officer Classification Descriptors 

The classification descriptors applying to Police Custody Officers are outlined in the table below. 

Table 124: Police Custody Officers – Classification Descriptors 

Table 124.1: Police Custody Officer Classification Descriptors 

Police Custody Officer 1 Police Custody Officer 2 Police Custody Officer 3 

Relates only to Police Custody 
Officer initial training period. 

The purposes of the initial 
training period is to provide 
an understanding of the police 
custody environment and 
equip staff with the basic skills 
and knowledge to enable them 
to work effectively in a police 
custody environment. 

A Police Custody Officer 1: 

1. In the police custody 
environment always 
works under close 
supervision, either 
individually or in a team. 

2. Undertakes specific and 
defined tasks within 
established rules under 
close supervision. 

A Police Custody Officer  2: 

1. Provides standard services 
under general supervision 
and within a defined service 
delivery framework (e.g. 
Chief Commissioner 
Instruction, Local Standard 
Operating Procedures). 

2. Undertakes risk 
assessments when receiving 
prisoners in to facility. 

3. Maintains security in 
accordance with established 
procedures and controls 
offender movement through 
surveillance and the 
operation of security 
equipment. 

4. Manages persons in custody, 
within defined procedures, 

A Police Custody Officer  3: 

1. Typically supervises a team 
within the police custody 
environment. 

2. Supervises, coaches and 
trains less experienced staff. 

3. Provides direction and 
feedback to staff who report 
to them. 

4. Manages more complex 
offenders 

5. Initiate improvements to 
service delivery within their 
areas of responsibility 
consistent with local or 
organisational guidelines. 

6. Conducts basic analysis of 
statistical information 
relevant to the role; 

Part 7 Police Custody Officer,s - Classification De,scriptor,s 

15. 








Victorian Public Service Enterprise Agreement 2020 
Appendix 8 – Victoria Police 

 

379 

 

Table 124.1: Police Custody Officer Classification Descriptors 

Police Custody Officer 1 Police Custody Officer 2 Police Custody Officer 3 

3. Works under clear and 
detailed instructions; 
tasks covered by standard 
procedures. 

4. Is aware that deviation 
from procedures or 
unfamiliar situations is to 
be referred to higher 
ranks. 

5. Performs work that is 
regularly checked. 

6. Maintains existing 
systems and processes. 

7. Provides and receives 
routine information. 

8. Has a focus on learning, 
developing and refining 
work skills. 

9. Requires knowledge of 
equipment and tools to 
perform routine tasks, 
experiments and 
procedures, and develops 
practical application of 
these skills. 

in such a way as to maintain 
security and good order, and 
achieve co-operation. 

5. Monitors current service 
delivery methods and 
identifies and recommends 
improvements to ensure 
that higher quality service is 
achieved. 

6. Provides information and 
explains rules, procedures 
and operational policies to 
individual persons in 
custody and, where 
appropriate, to colleagues. 

7. Resolves conflicts, issues 
and problems within 
guidelines and procedures. 

8. Administers emergency first 
aid where required. 

9. In accordance with 
operating procedures 
interviews, assesses and 
supervises persons in 
custody. 

10. Administers routine 
questionnaires and tests to 
persons in custody. 

11. Ensures maintenance of 
correct usage of equipment. 

12. Provides advice on 
operational issues to senior 
staff. 

13. Applies rules, processes and 
standards under general 
supervision. 

14. Within operational 
constraints, may plan and 
prioritise own work 
program to achieve defined 
targets. 

15. Is required to use judgement 
to solve problems arising in 
own work program. 

16. Presents routine 
information to small groups 
and provides feedback to 
organisation. 

7. Implements and maintains 
procedures and systems 
relevant to area of 
responsibility. 

8. Monitors quality of service 
delivery and ensures that 
events / processing occur in a 
timely and efficient manner. 

9. Exercises professional 
judgement about the 
application of rules, or the 
selection of choices within 
guidelines. 

10. Resolves local operational 
service delivery problems 
within guidelines. 

11. Reviews decisions, 
assessments and 
recommendations from less 
experienced team members. 

12. Determines the work 
organisation of the work 
area. 

13. Provides analysis and advice 
to contribute to decision-
making by others. 

14. Within guidelines, may 
manage budget and resources 
for the work area. 

15. Lead a team through 
activities including individual 
and team performance 
management and 
development. 

16. Explains concepts and 
policies to people in custody, 
stakeholders and staff. 

17. Plans, leads, and facilitates 
information sessions and 
consultative processes in a 
range of settings.  

18. Provide formal briefings for 
senior staff on significant 
issues. 

19. Communicates issues and 
advocates a preferred case or 
option to stakeholders. 








Victorian Public Service Enterprise Agreement 2020 
Appendix 8 – Victoria Police 

 

380 

 

Table 124.1: Police Custody Officer Classification Descriptors 

Police Custody Officer 1 Police Custody Officer 2 Police Custody Officer 3 

17. Drafts routine internal 
reports and correspondence. 

18. Liaises with stakeholders, 
persons in custody and 
external providers of goods 
and services. 

19. Understands procedures for 
effectively dealing with 
people exhibiting 
challenging behaviours. 

20. Understands and applies 
basic theoretical principles, 
under supervision, to 
achieve defined outcomes. 

21. Develops knowledge of 
established techniques and 
organisational processes. 

22. Uses software and technical 
equipment proficiently. 

23. Uses power of ‘authorised 
officers’ under the Security 
Act. 

24. Uses ‘transport and 
supervise’ powers to 
manage the custody of an 
arrested person in the police 
station or at a hospital. 

25. Supervises the taking of 
fingerprints under the 
Crimes Act 

20. May be required to provide 
professional / technical 
advice consistent with role. 

21. Uses theoretical knowledge 
to achieve agreed outcomes 
in moderately complex work 
situations. 

22. Is  authoritative in the 
application of processes and 
policy relevant to the work 
unit. 

23. Administers evidentiary 
breath tests and takes oral 
fluid samples under the Road 
Safety Act. 

24. Supervises the taking of 
buccal swabs under the 
Crimes Act. 

 

 
 








Victorian Public Service Enterprise Agreement 2020 
Appendix 9 – Commercial Passenger Vehicles Victoria 

 

381 

 

 

 Application 

This Appendix applies to Safety Compliance Officers (SCO) in Commercial Passenger 
Vehicles Victoria. 

 Court Appearances 

 Where a SCO in Commercial Passenger Vehicles Victoria is required to attend at court or 
remain on stand-by for attendance at a court as a part of their duties, the Employer will 
make every effort to ensure that such events are scheduled to occur during times that 
the Employee is rostered for work. 

 Where clause 2.1 is not possible, the following applies: 

(a) Where the Employee is required to attend at court at a predetermined time, that 
time will be paid as overtime in accordance with clause 41, Section I of this 
Agreement. 

(b) Where the Employee is not required to attend at court at a predetermined time, 
but must remain on stand-by for attendance, for each day or part thereof that an 
Employee is required to be available, payment of the 'per night' stand-by 
allowance in accordance with clause 35.5, Section I of this Agreement will be 
made. Actual attendance, if required, will be paid in accordance with clause 35.5, 
Section I of this Agreement. 

 Non-Emergency Stand-By 

 A SCO who is required by the Employer to be on stand-by under Section I, Part 5, clause 
35.5 of this Agreement, will be compensated at the rates specified in the following table: 

Table 125: Non- Emergency Stand-By (CPVV) 

Date of effect 

Primary stand-
by - rostered on 

ordinary day - 
Daily rate 

Primary stand-
by - not 

rostered on 
ordinary day - 

Daily rate 

Secondary stand-
by - rostered on 

ordinary day - 
Daily rate 

Secondary stand-
by - not 

rostered on 
ordinary day - 

Daily rate 

20 March 2020 $55.65 $111.05 $40.05 $80.00 

1 December 
2020 

$56.35 $112.45 $40.55 $81.00 

1 September 
2021 

$57.20 $114.10 $41.15 $82.20 

1 June 2022 $57.95 $115.55 $41.65 $83.20 

Appendix 9 Commercial Passenger Vehicles Victoria 

1. 

2. 

2.1 

2.2 

3. 

3.1 








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Appendix 9 – Commercial Passenger Vehicles Victoria 

 

382 

 

Date of effect 

Primary stand-
by - rostered on 

ordinary day - 
Daily rate 

Primary stand-
by - not 

rostered on 
ordinary day - 

Daily rate 

Secondary stand-
by - rostered on 

ordinary day - 
Daily rate 

Secondary stand-
by - not 

rostered on 
ordinary day - 

Daily rate 

1 March 2023 $58.80 $117.30 $42.30 $84.45 

1 December 
2023 

$59.40 $118.45 $42.70 $85.30 

 Primary Stand-by: 

A SCO who is required to return to work when on stand-by will be compensated in 
accordance with Section I, Part 5, clause 35.5 of this Agreement. 

3.2 








Victorian Public Service Enterprise Agreement 2020 
Appendix 10 – Independent Broad-based Anti-corruption Commission 

 

383 

 

 

 

 Introduction 

In recognition of the particular work arrangements of surveillance officers within the 
Surveillance Unit of the Independent Broad-based Anti-corruption Commission (IBAC) 
and specified Employees within the Investigations Unit of IBAC, Eligible Employees may 
elect to be paid a composite allowance under Part 1 of this Appendix. 

 Eligible Employees 

 For the avoidance of doubt, Part 1 of this Appendix applies to all Eligible Employees, 
unless otherwise specified.  

 For the purposes of Part 2 of this Appendix, an Eligible Employee is an IBAC Employee 
who is: 

(a) primarily employed as a surveillance officer in the Surveillance Unit (Eligible 
Surveillance Officer); or 

(b) employed within the Investigations Unit as: 

(i) Team Leader Investigations, 

(ii) Principal Investigator; 

(iii) Senior Investigator; 

(iv) Senior Intelligence Analyst; 

(v) Investigator; 

(vi) Intelligence Analyst;  

(vii) Senior Forensic Accountant; or 

(viii) Other Eligible Operations / Intelligence/Investigative Employees as 

described from time to time; and 

(c) is fully fit to perform their duties; and 

(d) holds all necessary qualifications and licenses to perform their duties, as required 
from time to time, and 

(e) makes themselves available to work: 

Appendix 10 Independent Broad-based Anti-corruption 
Commission 

Part l Surveillance, Investigators, Intelligence Analysts and 
Senior Forensic Accountants 

1. 

2. 

2.1 

2.2 








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Appendix 10 – Independent Broad-based Anti-corruption Commission 

 

384 

 

(i) ordinary hours of work (as defined in clause 4 of Part 1 (Ordinary Hours 
of Work), in respect of Eligible Surveillance Officers only;  and  

(ii) the work arrangements set out at clause 5 of Part 1 (Work 
Arrangements); and 

(f) who, at the time at which Ordinary Hours of Work and Work Arrangements are 
performed, holds a position classified at or below VPS 6 grade. 

 Where an Eligible Employee is promoted to VPS Grade 7 or higher, or paid a higher duties 
allowance for performing duties classified at VPS Grade 7 or higher the Eligible Employee 
is not entitled to the Composite Allowance from the date of the promotion or the 
commencement of the performance of the higher duties. 

 Composite Allowance 

 The Composite Allowance will be paid in addition to the Eligible Employee’s base salary 
and shall be calculated annually at: 

(a) 20 per cent of an Eligible Surveillance Officer’s base salary (in respect of Eligible 
Surveillance Officers only); and 

(b) 10 per cent of an Eligible Intelligence/Investigative Employee’s base salary (in 
respect of Eligible Intelligence/Investigative Employees only).   

 The Composite Allowance and the other entitlements provided under Part 1 of this 
Appendix are in lieu of all entitlements which are otherwise applicable under Section I 
– Core Terms and Conditions of Employment of this Agreement and Part 2 of this 
Appendix, inclusive of: 

(a) Ordinary hours of work,  

(b) Stand-by 

(c) Recall to duty 

(d) Overtime 

(e) Time off in lieu 

(f) Meal arrangements 

(g) Meal breaks 

(h) Work before the expiry of the minimum 10 hour break between periods of duty,  

(i) Hours required to work outside the core hours of work between 7am and 7pm, 
and 

(j) In relation to work performed by: 

(i) Eligible Surveillance Officers during Ordinary Hours of Work, and in respect 
of the Work Arrangements; and  

2.3 

3. 

3.1 

3.2 








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Appendix 10 – Independent Broad-based Anti-corruption Commission 

 

385 

 

(ii) Eligible Intelligence/Investigative Employees in respect of the Work 
Arrangements.  

 Ordinary Hours of Work for Eligible Surveillance Officers 

 For the avoidance of doubt, clause 4 applies only to Eligible Surveillance Officers. 

 Ordinary hours of work for Eligible Surveillance Officers are an average of 76 hours per 
fortnight. 

 Ordinary hours of work may be rostered on: 

(a) Saturdays; or 

(b) Sundays; or 

(c) Public Holidays; or 

(d) Afternoon Shifts; or 

(e) Night Shifts. 

 Afternoon Shift for a full-time Eligible Surveillance Officer means a period of duty 
commencing on or after 10.00am and before 8.00pm. 

 Night Shift for a full-time Eligible Surveillance Officer means a period of duty 
commencing on or after 8.00pm and before 6am. 

 Afternoon or Night Shift for a part-time eligible Employee means a period of duty 
commencing on or after 6.00pm and before 8.00am. 

 Work Arrangements 

 For the purposes of Part 1 of this Appendix, Work Arrangements means: 

(a) overtime work performed up to an average of 14 hours per fortnight as calculated 
over a 3 month period with respect to Eligible Intelligence/Investigative 
Employees;  

(b) overtime up to and including 14 hours overtime per fortnight with respect to 
Eligible Surveillance Officers; 

(c) work performed following recall to duty on: 

(i) up to 26 occasions per calendar year for Eligible Surveillance Officer; 

(ii) up to 12 occasions per calendar year for Eligible Intelligence/Investigative 
Employees; 

(d) stand-by duty, including any applicable allowance, performed during up to and 
including;  

(i) 26 weeks per calendar year, with respect to Eligible Surveillance Officer; and 

4. 

4.1 

4.2 

4.3 

4.4 

4.5 

4.6 

5. 

5.1 








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386 

 

(ii) 12 weeks per calendar year, with respect to Eligible 
Intelligence/Investigative Employees;  

(e) work performed prior to the expiry of an ten hour break between shifts on up to 
12 occasions per calendar year; 

(f) work performed during meal breaks; and 

(g) work performed by Eligible Surveillance Officers without 14 days’ notice of a 
change to roster arrangements having been given including, but not limited to, 
changes to rostered start times. 

 For the purposes of Part 1 of this Appendix, overtime for an Eligible Surveillance Officer 
means actual hours worked in excess of an average of 76 hours per fortnight. For Eligible 
Intelligence/Investigative Employees, the definition of overtime is as set out at Section 
I – Core Terms and Conditions of Employment. 

 Election of Composite Allowance 

 An Eligible Employee may elect to be paid: 

(a) the Composite Allowance; or 

(b) in accordance with the entitlements provided under the Core Terms and 
Conditions of Employment of the Agreement and the Supplementary Terms and 
Conditions of Employment for Operational Employees contained in Part 2 of this 
Appendix.. 

 An election by an Eligible Employee to be paid the Composite Allowance: 

(a) must be in writing; 

(b) will commence from the first pay period after the election is made; and 

(c) will remain in force unless rescinded or withdrawn in accordance with the 
provisions of clause 8 of  Part 1 of this Appendix. 

 If an eligible Employee does not elect to be paid the Composite Allowance in accordance 
with the provisions of Part 1 of this Appendix, the Eligible Employee will be paid for 
work performed in accordance with the entitlements under the Core Terms and 
Conditions of Employment of this Agreement and the Supplementary Terms and 
Conditions of Employment for Operational Employees contained in Part 2 of this 
Appendix. 

 Payment of Composite Allowance 

 If an Eligible Employee has elected to be paid a Composite Allowance, the Composite 
Allowance will be paid in equal fortnightly payments at the same time at which the 
Eligible Employee’s base salary is paid.   

 The Composite Allowance will be paid during periods of annual leave, long service leave 
and during the first four weeks’ of personal leave (including accident compensation 

5.2 

6. 

6.1 

6.2 

6.3 

7. 

7.1 

7.2 








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Appendix 10 – Independent Broad-based Anti-corruption Commission 

 

387 

 

leave) taken in aggregate in a calendar year and will be included for calculation of pay in 
lieu of long service leave.  

 In addition, an Eligible Surveillance Officer who elects to be paid the Composite 
Allowance and who is rostered to work, and during Ordinary Hours of Work, works: 

(a) at least ten Sundays and/or Public Holidays during the annual leave accrual year, 
will be entitled to an additional week of annual leave; or 

(b) less than ten Sundays and/or Public Holidays, during the annual leave accrual year, 
will be entitled to additional annual leave at the rate of one tenth of a working week 
in respect of each Sunday and/or Public Holiday so rostered and worked. 

 Ending the Composite Allowance 

 Upon the giving of 28 days’ written notice to the Employer, an Eligible Employee may 
rescind an election to be paid the Composite Allowance. Upon the rescission becoming 
effective, the Eligible Employee will be paid for work performed in accordance with the 
entitlements under the Core Terms and Conditions of Employment of this Agreement 
and the Supplementary Terms and Conditions of Employment for Operational 
Employees contained in Part 2 of this Appendix. 

 An Eligible Employee who has rescinded an election to be paid the Composite Allowance 
may, on the anniversary of the Eligible Employee’s annual salary increase under the Core 
Terms and Conditions of Employment of this Agreement, re-elect to be paid the 
Composite Allowance (but not before this date).  Such election must be made in 
accordance with, and will be governed by, the provisions of Part 1 of this Appendix.  

 Upon the giving of 28 days’ written notice to an Eligible Employee, the Employer may 
withdraw an Eligible Employee’s entitlement to elect and be paid the Composite 
Allowance. A decision by the Employer to withdraw an Eligible Employee’s entitlement 
to elect and be paid the Composite Allowance will be based on: 

(a) the Employee no longer being eligible to be paid the Composite Allowance, in 
accordance with clause 2 of Part 1;  

(b) the Eligible Employee being unavailable or having a limited capacity to perform 
the Work Arrangements, and the Ordinary Hours of Work (with respect to Eligible 
Surveillance Officers); or  

(c) a change in work practices or circumstances which, in the reasonable opinion of 
the Employer, significantly reduces the requirement for an Eligible Employee to 
undertake the Work Arrangements, and the Ordinary Hours of Work (with respect 
to Eligible Surveillance Officers). 

 If the Composite Allowance arrangement ceases under this sub-clause, an Eligible 
Employee may request in writing to again be paid the Composite Allowance only after 
12 months has lapsed since the Employer withdrew the arrangement. Acceptance will be 
at the discretion of the Employer, having regard to the inherent requirements of the job 
and whether or not the circumstances relating to the withdrawal have changed. If the 
Employer accepts the Composite Allowance request, the Composite Allowance 
arrangement will commence in accordance with clause 7. 

7.3 

8. 

8.1 

8.2 

8.3 

8.4 








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Appendix 10 – Independent Broad-based Anti-corruption Commission 

 

388 

 

 Overtime and TOIL 

 Subject to the other terms of Part 1 of this Appendix, an Eligible Employee who is paid 
the Composite Allowance: 

(a) is entitled to be paid for overtime worked in excess of that set out in the Work 
Arrangements, in accordance with the Supplementary Terms and Conditions of 
Employment for Operational Employees contained in Part 2 of this Appendix; or 

(b) may elect to take time off in lieu (TOIL) of payment for overtime worked in excess 
of that set out in the Work Arrangements, in accordance with the Supplementary 
Terms and Conditions of Employment for Operational Employees contained in 
Part 2 of this Appendix.  

 Overtime shall only be worked with the prior approval of the relevant Manager or 
delegate thereof. This includes the overtime included in the Work Arrangements. 

 Prior to commencing any overtime in excess of that set out in the Work Arrangements, 
the Eligible Employee and the Employer must agree as to whether such overtime will be 
paid or taken as TOIL, in accordance with this Appendix. The Employer will agree to 
overtime in excess of that set out in the Work Arrangements being paid unless the 
Employer considers that health and safety considerations indicate that such overtime 
should be taken as TOIL. 

 TOIL can only be accrued to a maximum of 38 hours at any one time. Once an eligible 
Employee accrues 38 hours of TOIL, any additional overtime hours in respect of which 
the Eligible Employee would have an entitlement to be paid or take TOIL under Part 1 of 
this Appendix must be taken as paid overtime. 

 During any one calendar year, a maximum of 38 hours TOIL may be converted into 
annual leave. 

 Stand-by 

 Eligible Employees will not be rostered for stand-by duty while on approved leave.  

 An Eligible Employee who is rostered for stand-by duty must, at all times while on stand-
by duty: 

(a) be contactable; 

(b) have a zero-blood alcohol level; and 

(c) be able to return to their place of work within a reasonable time of being recalled 
to duty, which must not exceed one hour from the time of recall. 

 An Eligible Employee who is paid the Composite Allowance will be paid for stand-by duty 
undertaken in excess of: 

(a) 26 weeks per calendar year with respect to Eligible Surveillance Officers; and 

(b) 12 weeks per calendar year, with respect to Eligible Intelligence/Investigative 
Employees;  

9. 

9.1 

9.2 

9.3 

9.4 

9.5 

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in accordance with the Supplementary Terms and Conditions of Employment for 
Operational Employees contained in Part 2 of this Appendix.  

 Record and Review of Hours Worked 

 Eligible Employees are required to promptly and accurately record their hours worked 
in accordance with this clause, or as otherwise required by the Employer, to ensure all 
overtime worked is reasonable and does not present a risk to operational health and 
safety.   

(a) At the end of the first 12 month period following the commencement of this 
Agreement, an audit of the data collected under clause 11 of this Appendix will be 
undertaken by the Employer.  In the event that the amount paid to an Employee 
who has elected to be paid the composite allowance is less than the amount to 
which the Employee would have been entitled, had the employee not elected to be 
paid the composite allowance, the Employee will be paid an amount equivalent to 
the shortfall within 28 days of completion of the audit.    

(b) The Employer will conduct a further review 24 months after the commencement 
of this Agreement and de-identified data will be made available to CPSU and 
Employees. Any shortfall in payment to any Employee will be paid in accordance 
with clause 11.1(a).    

(c) The Employee will be provided with a copy of the audit conducted under clauses 
11.1(a)and 11.1(b).  

(d)  Following the review under clause 11.1(b), the Employer will meet with:  

(i) Employees to brief them on the outcome of the review; and  

(ii) CPSU to discuss the findings of the review and value of the composite 
allowance.   

 Rostering Principles 

Should there be any changes to the current rostering principles applicable to Eligible 
Surveillance Officers, IBAC will follow the processes outlined in clause 11 
(Implementation of Change) of this Agreement. 

 

 Introduction and Application 

 The nature of the work performed by operational Employees of IBAC will at times 
require those Employees to work longer, unusual and less regular hours than those 
envisaged by Part 6 - Hours of Work and Related Matters of the Core terms and 
Conditions of Employment of this Agreement. 

11. 

11.1 

12. 

Part 2 Supplementary Terms and Conditions of Employment 
for Operational Employees 

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 The terms and conditions set out in Part 2 of this Appendix apply to Employees 
employed in any of the following units of IBAC: 

(a) Surveillance; 

(b) Investigations; 

(c) Digital Forensics and Collections; and 

(d) Legal and Compliance, 

who are conducting a time critical task, as determined by the Employer, in relation to an 
IBAC investigation, subject to the provisions of Part 1 of this Appendix (for Eligible 
Employees who have elected to be paid a Composite Allowance). 

 Operational Stand-by Allowance 

 For the avoidance of doubt, the application of this clause is to the exclusion of clause 
35.5 (Stand-by/recall allowance) of the Agreement. 

 For the purpose of Part 2 of this Appendix, ‘stand-by duty’ is when an Employee is 
requested by the Employer to be ready to perform work outside of normal working hours 
as part of a formal stand-by arrangement. The Employee is not required to be at the 
workplace during the period the Employee is on stand-by duty. 

 Employees will not be rostered for stand-by duty while on approved leave. All Employees 
who are rostered for stand-by duty must, while on stand-by duty, be: 

(a) contactable; 

(b) able to return to their place of work within a reasonable time of being recalled to 
duty, which must not exceed one hour from the time of recall; and 

(c) have a zero blood alcohol level. 

 Employees rostered for stand-by duty will be paid a stand-by allowance in accordance 
with the rates set out at clause 35.5(e) of Section I of this Agreement (Stand-by/Recall 
Allowance). 

 Intermittent duty in connection with the stand-by duty in excess of one hours’ duration 
will be remunerated as overtime in accordance with clause 41 (Overtime) of the 
Agreement (including the additional overtime provision applicable to IBAC – see below). 

 An Employee will be entitled to receive the Stand-by Allowance in situations when an 
Employee is required to return to the workplace. 

 Payment of the Stand-by Allowance for successive days may be appropriate in certain 
circumstances. IBAC will endeavour to allocate stand-by duty so that Employees are not 
on stand-by for more than ten consecutive days. 

 The Stand-by Allowance includes compensation for up to an hour of work, provided that 
work must be done out of normal hours and can be done without returning to the 
workplace. If an Employee is required to return to the workplace, then they will be 
eligible for overtime (see below). 

13.2 

14. 

14.1 

14.2 

14.J 

14.4 

14.5 

14.6 

14.7 

14.8 








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 Payment of the Stand-by Allowance will only be made if the Employer has given approval 
in advance. 

 Payment of Overtime 

 This clause applies to the exclusion of clause 41 (Overtime) of the Agreement, unless 
otherwise specified. 

 Clause 41.5(a) of the Agreement limits eligibility for payment of overtime to VPS Grade 
4 Employees and below. IBAC is able to extend that eligibility to cover Employees at VPS 
Grade 5, and does so in this clause. 

 Payment of overtime to VPS Grade 5 Employees and below is only to cover overtime 
worked at the Employer’s direction as required for operational reasons. 

 From 1 July 2020, the ordinary rate of payment for the calculation of overtime is capped 
at the lowest pay point within Grade 4 in accordance with clause 41.6(b) of Section I of 
the Agreement (Capped Hourly Rate).  

 Payment of overtime is in accordance the following terms: 

(a) a minimum of three hours overtime will be paid where an Employee is recalled to 
duty; 

(b) for overtime from Monday to Saturday (except Public Holidays), the first three 
hours will be paid at time and a half and the rest at double time (at the Capped 
Hourly Rate); 

(c) for overtime on Sundays, double time is paid (at the Capped Hourly Rate); 

(d) for overtime on Public Holidays double time and a half is paid (at the Capped 
Hourly Rate); and 

(e) time in lieu of payment (TOIL) for overtime can accrue as follows: 

(i) for Monday to Friday, the first three hours will be accrued at time and a half 
and the rest at double time 

(ii) for Saturdays and Sundays at double time 

(iii) for Public Holidays at double time and a half 

(iv) a minimum of three hours TOIL will accrue if an Employee is recalled to duty, 
and 

(v) the Parties agree to review clause 15.5(e)(iii) at the expiry of the 
Agreement with specific consideration to IBAC operations, the financial 
impact and the public holiday TOIL provisions operating in Section I of the 
Agreement. 

 The time off in lieu of payment for overtime option is available to Employees at VPS 
Grades 1 to 5 inclusive. 

 Payment of overtime will only be made if the Employer has given approval in advance. 

14.9 

15. 

15.1 

15.2 

15.3 

15.4 

15.5 

15.6 

15.7 








Victorian Public Service Enterprise Agreement 2020 
Appendix 10 – Independent Broad-based Anti-corruption Commission 

 

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 Hours of Work Outside the Span of Hours (Not Overtime) 

 For the avoidance of doubt, this clause applies to time worked outside the span of hours, 
to the exclusion of clause 41 of the Agreement. 

 Employees from VPS Grades 1 to 5 level may be paid or accrue time for agreeing to 
undertake ordinary hours of work outside the span of hours. 

 The Agreement refers to span of hours being from 7.00 am to 7.00 pm on any weekday. 
From time to time, Employees may be requested to undertake ordinary hours of work 
outside this span of hours. Ordinary hours worked outside the span of hours is voluntary 
and to be agreed by the Employee and their Manager. 

(a) Ordinary hours worked outside the span of hours Monday to Saturday (except 
Public Holidays), will be paid at time and a half for the first three hours comprising 
one hour ordinary salary and a half hour at the capped hourly rate and the rest at 
double time comprising one hour at ordinary salary and one at the capped hourly 
rate. 

(b) Ordinary hours worked outside the span of hours on Sundays will be paid at double 
time comprising one hour ordinary salary and one hour at the capped hourly rate. 

(c) In relation to Public Holidays – clause 41.6 (Overtime) of the Agreement will 
apply. 

Note: The ordinary salary payments referred to above are not in addition to the normal 
fortnightly remuneration. The payment of time at the capped hourly rate will be the only 
additional payment received if the payment option is chosen. 

 The time off in lieu of payment is available to Employees at VPS Grades 1 to 5 inclusive, 
as follows: 

(a) Ordinary hours worked outside the span of hours Monday to Friday at time and a 
half rates consisting of one hour salary paid and one half hour time accrued for the 
first three hours and double time consisting of one hour salary and one hour 
accrued time for the remaining hours worked outside the span of hours. 

(b) Ordinary hours worked on Saturdays, Sundays or Public Holidays will attract 
double time consisting of one hour salary paid and one hour accrued time. 

Note: The ordinary salary payments referred to above are not in addition to the normal 
fortnightly remuneration. The accrual of time is the additional component if the TOIL 
option is chosen. 

 TOIL  

 TOIL is to be taken as soon as practicable at a time mutually agreeable to the Employee 
and Manager, in the interest of health, safety and Employee well-being.  The taking of 
TOIL is conducive to a safe and productive working environment. To this end, it is 
important that Employees and Managers manage TOIL. As a guideline, Employees are 
encouraged to take TOIL within 60 days of accruing it. 

 As per clause 41 (Overtime) of the Agreement, Employees will be paid out any TOIL 
upon termination. 

16. 

16.1 

16.2 

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Victorian Public Service Enterprise Agreement 2020 
Appendix 10 – Independent Broad-based Anti-corruption Commission 

 

393 

 

 Approval process 

 Stand-by and overtime payments will only be made if the Employer has given approval 
in advance and TOIL will only be provided if the Employer has given approval in advance. 

 Stand-by, overtime, and TOIL must be documented in accordance with the requirements 
of IBAC. 

18. 

18.1 

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Victorian Public Service Enterprise Agreement 2020 
Appendix 11 – Court Services Victoria 

 

394 

 

 

 Introduction and Application 

 This Appendix seeks to support the strategic objectives of Court Services Victoria 
through the provision of remuneration and conditions of employment specific to the 
Court Services Victoria workforce.  

 The terms and conditions set out in this Appendix apply to Court Services Victoria 
Employees, employed in the business areas or positions specified within the respective 
clauses of the Appendix, from any of the following areas: 

(a) Supreme Court of Victoria; 

(b) County Court of Victoria; 

(c) Magistrates’ Court of Victoria; 

(d) Victorian Civil and Administrative Tribunal; 

(e) Coroners Court of Victoria; 

(f) Children’s Court of Victoria; 

(g) Judicial College of Victoria; and 

(h) Jurisdiction Services. 

 Court Registrars Structure 

 The relevance of the Clerk of Courts Classification Structure for Registry Staff in Victorian 
Jurisdictions (Table 7 of Schedule E of the Victorian Public Service Workplace 
Determination 2012) was raised during bargaining. Table 7 does not reflect all the 
positions in the contemporary courts.  It is agreed that Table 7 Schedule E of the Victorian 
Public Service Workplace Determination 2012 be removed from the Agreement. 

 The parties undertake to review the classification of Clerk of Courts and registry roles. 
Without limiting its scope, the review shall preserve the base classification of roles 
graded at Value Range 2.  This review will commence within the first three months of the 
Agreement. 

 Specific provisions applying to the Court Registrar structure at the Magistrates’ Court of 
Victoria, the County Court of Victoria and the Children’s Court of Victoria are: 

(a) A minimum salary for a relevant qualification of VPS Grade 2, Value Range 1 salary 
point 5; 

(b) A minimum salary of Grade 2 Value Range 1, salary point 7, upon attainment of the 
relevant Court trainee program; and 

Appendix 11 Court Services Victoria 

1. 

1.1 

1.2 

2. 

2.1 

2.2 

2.3 








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Appendix 11 – Court Services Victoria 

 

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(c) Salary points for entry and completion of stages of training and recognition of prior 
learning in the existing Court Registrar training as set out in the table below. 

Table 126: Court Registrar Structure 

Position No Relevant Qualification Relevant Qualification 

Entry VPS Grade 2, Value Range 1.1 VPS Grade 2, Value Range 1.5 

Completion of stage 1 VPS Grade 2, Value Range 1.3 VPS Grade 2, Value Range 1.6 

Completion of stage 2 VPS Grade 2, Value Range 1.7 VPS Grade 2, Value Range 1.7 

Deputy Registrar VPS Grade 2, Value Range 2.1 VPS Grade 2, Value Range 2.1 

 Trainee Registrars advance to Deputy Registrar (Grade 2, Value Range 2) following 
completion of the relevant Court trainee program and having met the experience and 
performance standards. 

 For the purposes of clause 2.4 above, ‘experience’ for Trainee Registrars participating 
in the Magistrates’ Court of Victoria trainee program is defined as a period of not more 
than three years. 

 Nothing in clause 2.5 of this Appendix, prevents a Trainee Registrar from advancing to 
Deputy Registrar before completion of three years’ service. 

 Supreme Court of Victoria Tipstaves and Associates Additional 
Leave Arrangements 

Additional leave may be granted on the recommendation of the Judge with the approval 
of the Chief Justice. 

 County Court of Victoria Tipstaves and Associates Additional 
Leave Arrangements 

Additional leave may be granted on the recommendation of the Judge with the approval 
of the Chief Judge. 

 Circuit Court Allowance 

 For the purposes of this clause 5 of this Appendix, circuit court duties and/or travel 
means travel for the purposes of Court sittings of the Supreme Court of Victoria and 
County Court of Victoria held in regional cities and towns within Victoria. 

 For the purposes of this clause 5 of this Appendix, a Circuit Court Allowance will be paid 
to: 

(a) a judicial support Employee at the Supreme Court of Victoria including a Tipstaff, 
Associate, Secretary or Personal Assistant to a Judge or Associate Judge, or other 
required Employee as approved by the Judge in Charge of the Circuit list; or  

2.4 

2.5 

2.6 

3. 

4. 

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Appendix 11 – Court Services Victoria 

 

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(b) A judicial support Employee at the County Court of Victoria including a Tipstaff or 
Associate or other required Employee as approved by the Principal Registrar. 

 Where a judicial support Employee is required to attend official circuit court duties away 
from their usual place or places of work, the Employer may elect to provide, or pay 
directly for, the Employee’s overnight accommodation and/or meals and/or incidentals. 

 Where the Employer does not provide, or pay directly for the judicial support Employee’s 
overnight accommodation and/or meals in accordance with clause 5.3, the Employer 
will pay a circuit court allowance for any expenses actually and necessarily incurred in 
the course of their authorised duties, for overnight accommodation and/or meals and/or 
incidentals. 

 The Employer will apply the rulings of the Commissioner of Taxation (Australian Tax 
Office), as adjusted from time to time, relating to reasonable allowances in determining 
the circuit court allowance payable, unless otherwise agreed.  

 For multiple day absences, the allowance payable will be adjusted for the first day and 
last day of travel where required. 

 A judicial support Employee required to use their private motor vehicle, private mobile 
phone or home phone in the course of their employment will be reimbursed in 
accordance with clause 36, Section I of this Agreement (Reimbursement of Expenses). 

 County Court Uniform Provisions 

 Initial Uniform Provision - Tipstaves 

(a) 2 Jackets (one issued at commencement and a second jacket once completion of 
probation is confirmed) 

(b) 3 Trousers/Skirt 

(c) 5 Shirts (short or long sleeves) 

(d) 1 Vest (or one knitted item) 

(e) 2 Belts 

(f) 2 Ties (choice of two styles) 

 Annual provisions (as required) - Tipstaves 

5 Shirts (short or long sleeves) 

 Biennial Provisions (as required) - Tipstaves 

(a) 1 Jacket 

(b) 3 Trousers/Skirt 

(c) 5 Shirts (short or long-sleeve) 

(d) 1 Vest (or one knitted item) 

(e) 2 Belts 

5.3 

5.4 

5.5 

5.6 

5.7 

6. 

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Appendix 11 – Court Services Victoria 

 

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(f) 1 x Tie (choice of two styles) 

 Tipstaves annual shoe reimbursement 

(a) Tipstaves annual shoe reimbursement of up to $150.00.  

(b) The reimbursement amount will be indexed annually according to the appropriate 
CPI measure and applied through local policy. 

 Annual provisions - Associates 

Associates will be provided with 2 Jabots each year. 

6.4 

6.5 








Victorian Public Service Enterprise Agreement 2020 
Appendix 12 – Office of the Governor 

 

398 

 

 

 Commuted Overtime Allowance 

 An eligible Employee will be paid a commuted overtime allowance of 20% of their base 
salary in lieu of all entitlements for working overtime prescribed by clause 41 of Section 
I of this Agreement. This commuted overtime allowance will involve up to 14 hours of 
additional hours worked per fortnight. Overtime hours worked beyond the 14 hours per 
fortnight will be worked at the direction of the Employer and paid as overtime.  

 The  commuted overtime allowance will not replace an Employee’s entitlement to 
payment for meal breaks worked during overtime  and rest periods during overtime. 

 An eligible Employee means an Employee working within the Office of the Governor, 
other than a casual Employee, who: 

(a) regularly works overtime at the direction of the Employer in addition to their 
ordinary hours of work; and 

(b) occupies a position of Aide to the Governor, Driver, or occupies a position within 
the Services staff that is deemed eligible by the Employer; and 

(c) started work with the Office of the Governor on or after the commencement of 18 
May 2016. 

 Uniforms 

 The uniforms described in clause 2.4 below are compulsory and must be worn at all 
times while on duty by those Employees who are required by the Employer to wear 
uniforms. 

 Uniforms may only be worn for work purposes. An Employee who presents for work in 
other than the required uniform will be considered ineligible for duties.  

 The colours of uniform items and the need for clothing items to have a logo of Office of 
the Governor will be determined by the Employer. 

 Employees Required to Wear Uniforms   

(a) Building Maintenance Employees 

(i) 5 trousers 

(ii) 2 jumpers 

(iii) 1 pair of black work shoes (steel cap)  

(iv) 1 pair of work boots (steel cap)  

(v) 5 polo shirts  

(vi) 3 baseball caps 

Appendix t 2 Office of the Governor 

1. 

1.1 

1.2 

1.3 

2. 

2.1 

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2.3 

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Appendix 12 – Office of the Governor 

 

399 

 

(vii) 1 wet weather jacket 

(viii) 1 wet weather vest 

(ix) 1 high visibility safety vest 

(x) 1 belt 

(xi) 8 pairs of black socks. 

(b) Transport Officer/Driver 

(i) 2 suits 

(ii) 1 extra pair of trousers 

(iii) 7 white business shirts 

(iv) 2 jumpers/vests or 1 vest and 1 jumper 

(v) 1 black belt 

(vi) 2 ties  

(vii) 1 pair plain black shoes 

(viii) 8 pairs of black socks. 

(c) Laundry/House Attendants 

(i) 2 trousers  

(ii) 2 cardigans  

(iii) 5 white shirts 

(iv) 2 vests  

(v) 3 aprons 

(vi) 1 pair plain black shoes 

(vii) 8 pairs of black socks. 

(d) Stewards 

(i) 4 trousers  

(ii) 2 jackets 

(iii) 3 waistcoats 

(iv) 2 ties 

(v) 5 white shirts 

(vi) 1 pair plain black shoes 

(vii) 8 pairs of black socks. 








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Appendix 12 – Office of the Governor 

 

400 

 

(e) Kitchen Employees 

(i) 5 trousers  

(ii) 5 jackets 

(iii) 5 hats 

(iv) 5 aprons 

(v) 1 pair of plain black shoes (steel cap) 

(vi) 8 pairs of black socks. 

(f) Garden and Grounds Employees 

(i) 5 long sleeve work shirt (winter) khaki with logo embroidery 

(ii) 5 long sleeve work shirt (summer) khaki with logo embroidery 

(iii) 2 v neck jumper black with logo embroidery 

(iv) 1 zip front jacket black with logo embroidery 

(v) 2 polar fleece zip front jacket black with logo embroidery 

(vi) 5 drill pants (winter) khaki 

(vii) 5 drill pants (summer) khaki 

(viii) 1 weather proof vest black/charcoal with logo embroidery 

(ix) 1 beanie black with logo embroidery 

(x) 1 broad brim hat khaki with logo embroidery 

(xi) 1 pair of protective footwear  

(xii) 8 pairs of socks 

(xiii) wet weather clothing 

(xiv) 1 cap. 

 Clothing Allowance - Aides to the Governor 

(a) Employees who are employed as Aides to the Governor will be entitled to an 
allowance of up to the maximum prescribed in the table below on appointment to 
purchase items of clothing suitable for formal events. 

Table 127: Clothing Allowance – Aides to the Governor 

Date of effect 
Maximum 

reimbursement 
amount  

20 March 2020 $2,887 

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Appendix 12 – Office of the Governor 

 

401 

 

Date of effect 
Maximum 

reimbursement 
amount  

1 December 2020 $2,923 

 1 September 2021 $2,967 

1 June 2022 $3,004 

1 March 2023 $3,049 

1 December 2023 $3,079 

(b) Employees will be reimbursed for the cost of these items of clothing on provision 
of receipts.  

(c) These items of clothing must be replaced when items of clothing become worn and, 
in the opinion of the Employee’s supervisor, require replacement. 

 Uniform Allocation 

(a) Uniforms will be provided to Employees on commencement of employment with 
Office of the Governor.  

(b) Replacement of uniform items will be on a 12 monthly basis from the date of 
appointment, unless an item of uniform is still in good condition and does not 
require replacing. It is expected that wet weather jackets and vests, and visibility 
safety vests, will not require replacing within a 3 year period. 

(c) If Employees are provided with shoes or boots as part of their uniform, or as a 
safety requirement, the shoes or boots must be replaced on a needs basis when the 
footwear becomes worn. 

(d) Personal protective equipment will be provided to Office of the Governor 
Employees as required, including sunscreen and sunglasses for Employees who 
are required to perform work outdoors as part of their roles. 

 Uniform Care 

(a) Items of uniform are to be kept by Employees in a clean and presentable manner. 
Employees are responsible for ensuring that all practical steps are taken to prevent 
damage or loss. 

(b) Employees will be responsible for laundering their own uniforms, unless 
otherwise agreed by Office of the Governor. 

 Allowances and Expenses – Transport Officers/Drivers  

 As far as possible, Office of the Governor will arrange to pay accommodation providers 
directly for breakfast, dinner and accommodation associated with overnight or part-day 
travel in the course of normal duties. If not possible, the Office of the Governor will 

2.6 

2.7 

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Appendix 12 – Office of the Governor 

 

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reimburse the Employee for these costs on production of receipts. Reimbursement will 
be up to the Reasonable Benefit Limits determined by the Australian Tax Office. 

 Absence from the normal place of work does not in itself validate a claim for payment of 
expenses. If the Employee is required to report for or perform duties away from their 
normal work location, only the additional costs incurred above those ordinarily borne 
by the Employee will be reimbursed. 

 If mobile phones are provided by Office of the Governor to full-time drivers, mobile 
phone work related expenses will be paid in accordance with this Agreement. 

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Victorian Public Service Enterprise Agreement 2020 
Appendix 13 – Victorian Commission for Gambling and Liquor Regulation 

 

403 

 

 

 Application 

This Appendix applies to Employees of the Victorian Commission for Gambling and 
Liquor Regulation (VCGLR) unless otherwise provided. 

 Restraint Of Trade Allowance 

 An Employee who is subject to statutory restraints on their activities whilst an Employee 
will receive a 2 per cent allowance calculated on the Employee’s base salary. 

 An Employee who is subject to a statutory post-employment restraint will receive an 
allowance calculated as 1.5 per cent of the Employee’s base salary for the 2-year post-
employment restraint. 

 Any subsequent exemption from the legislative restraint provisions will not result in a 
requirement to reimburse the VCGLR for an allowance, and the payment of an allowance 
will not prevent Employees from seeking and receiving such exemption. 

 Inspectorial Shift, Roster and Allowance Arrangements 

 For the purposes of clause 3 of this Appendix, Inspector means an Employee who is: 

(a) appointed as a Gambling and Liquor Inspector under the Victorian Commission for 
Gambling and Liquor Regulation Act 2011 (Vic); and 

(b) engaged to perform Shift Work (as defined under clause 39.1(a) of Section I of 
this Agreement). 

 The Roster 

(a) For the avoidance of doubt, the shift and roster provisions contained within 
Section I of the Agreement (clause 39) apply to the VCGLR. The shift and roster 
provisions set out below are additional to those contained in Section I of the 
Agreement. Where any inconsistency arises, the provisions in this Appendix 
prevail.  

(b) For the purposes of clause 3 of this Appendix, “standard roster” refers to the 
character of the roster (as referred to in clause 12 of Section I of the Agreement) 
as developed by the Employer in consultation with Inspectors through the Roster 
Committee in accordance with the consultation process described below. 

(c) The Employer will establish a committee (Roster Committee) to facilitate 
consultation with Inspectors in relation to all standard roster changes that affect 
the character of the roster (as referred to in clause 12 of Section I of the 
Agreement). 

Appendix 13 Victorian Commission for Gambling and Liquor 
Regulation 

1. 

2. 

2.1 

2.2 

2.3 

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Victorian Public Service Enterprise Agreement 2020 
Appendix 13 – Victorian Commission for Gambling and Liquor Regulation 

 

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(i) The Roster Committee will be the primary means to facilitate such 
consultation. 

(ii) The Roster Committee will consist of a maximum of six members comprising 
of two CPSU staff delegates, two management representatives of the 
Employer, one Health and Safety Representative and not more than one 
affected Inspector. The Employer will arrange meetings for the Roster 
Committee for the purposes of consulting with Inspector representatives on 
its proposal to introduce any amended standard roster. The Employer will 
minute the meetings of the Roster Committee and take into account the 
views of the Inspector representatives in settling the standard roster. 

(iii) The Roster Committee must take into account the following factors in 
developing an amended standard roster: 

• any risk to Inspectors’ health and safety; 

• the needs and preferences of the Employer; 

• Inspectors’ personal circumstances, including family responsibilities 
and preferences; 

• the nature of the Inspectors’ roles; 

• the need for flexibility to alter rostered shifts; 

• the desirability of certainty through the creation of a known roster cycle; 
and 

• the preference for equitable distribution of Shift Work amongst 
Inspectors. 

(d) Where the Employer has proposed to amend the standard roster, the employer 
will develop an amended standard roster and consult with the Roster Committee 
no later than 4 weeks prior from the commencement of the planned new roster 
period. This consultation period commences upon receipt of the draft roster and 
concludes no later than 14 calendar days from the commencement of the planned 
roster period (Consultation Period). If the parties do not reach agreement by the 
end of the Consultation Period, the Employer may implement the roster in 
accordance with clause 12 of this Agreement. 

(e) The standard roster will: 

(i) include day, afternoon and night Shift Work arrangements, as developed by 
the Employer in consultation with Employees; and 

(ii) reflect the Employer’s operational requirements. 

(f) For the purposes of clause 3.2(e) of this Appendix, afternoon shift and night shift 
will have the meaning given to them in clause 39 of this Agreement. 

 Individual Changes 

(a) Any request for flexibility in shift start times is to be discussed with the Team 
Leader/Manager. 

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Victorian Public Service Enterprise Agreement 2020 
Appendix 13 – Victorian Commission for Gambling and Liquor Regulation 

 

405 

 

(b) Inspectors can negotiate altered Shift Work arrangements directly with their Team 
Leader/Manager after rosters have been posted. The Team Leader/Manager will 
consider all Inspectors equally taking into consideration operational requirements 
and the preferences of Inspectors. Roster requests will not be unreasonably 
refused. 

(c) Changes to roster arrangements by the Employer will be made in accordance with 
clause 12 of Section I of this Agreement. Where less than 48 hours’ notice is given 
by the Employer of changed shift arrangements, affected Inspectors will be paid 
overtime rates for shifts occurring during the 48 hour period. 

 Commuted Off-Roster Allowance – Inspectors 

(a) Subject to this clause, an Inspector who is nominated by the VCGLR to perform 
special investigative duties, special duties or projects off the standard roster will 
receive a 15.5 per cent allowance calculated on the Inspector’s base salary in 
respect of the hours that includes weekends worked off the standard roster, for 
the period (duration) of the special investigative duties, special duties or projects. 

(b) This clause does not apply to an Inspector who is a Manager. 

 Commuted Off-Roster Allowance – Managers of Inspectors 

An Inspector who is a Manager will receive a 15.5 per cent commuted allowance 
calculated on the Manager’s base salary in recognition of regular additional hours that 
includes weekends worked off the standard roster. 

 Casino 

(a) The VCGLR will determine the staffing levels and span of shift hours required at 
the Casino, in accordance with the VCGLR’s operational requirements. 

(i) The development of a separate standard roster for inspector duties to be 
conducted at the Casino will be in accordance with clause 3.2 of this 
Appendix. 

(b) If the VCGLR determines, at any time, that the number of Inspectors rostered for 
duty at the Casino is in excess of requirements, the roster or work location of one 
or more Inspectors may be varied. 

(c) If there is an unplanned absence from a team, the VCGLR will determine if extra 
staffing resources are required. If the VCGLR determines that additional resources 
are required, the VCGLR will contact Inspectors to determine if they are available 
to undertake additional work. 

(d) If an Inspector undertakes additional work in accordance with clause 3.6(c) of 
this Appendix above, the Inspector will be paid in accordance with clause 41, 
Section I of this Agreement for the hours so worked. 

(e) An Inspector may reasonably refuse additional work offered in accordance with 
clause 3.6(c) of this Appendix. 

3.4 

3.5 

3.6 








Victorian Public Service Enterprise Agreement 2020 
Appendix 14 – Game Management Authority 

 

406 

 

 

 Application 

This Part applies to all non-executive Employees of the Game Management Authority. 

 Non-Emergency Stand-By/Recall 

 An Employee who is required by the Employer, as part of their duties, to be on stand-by 
and available to return within a specified maximum period of time to undertake 
intermittent duty outside their normal hours of duty will be compensated at the rates 
specified in the following table:  

Table 128: Non-Emergency Stand-by/Recall (GMA) 

Date of effect Amount per night Amount per day/night 

20 March 2020 $55.65 $111.05 

1 December 2020 $56.35 $112.45 

1 September 2021 $57.20 $114.10 

1 June 2022 $57.95 $115.55 

1 March 2023 $58.80 $117.30 

1 December 2023 $59.40 $118.45 

 An Employee who is recalled to duty must be paid for a minimum of 3 hours. 

 All other provisions of clause 35.5– Standby/recall in the Agreement will apply with any 
overtime being paid in accordance with Appendix 14, Clause 8 – Overtime. 

 Recall to Duty 

 Where the Employer recalls an Employee to perform work the Employee will be paid for 
a minimum for 3 hours work in accordance with the overtime provisions in clause 8 
(Overtime) of this Appendix. 

 If work continues for more than the initial 3 hours, the Employee will be paid for the 
actual time worked in accordance with the overtime provisions in clause 8 (Overtime) 
of this Appendix. 

 If an Employee is recalled to duty within 3 hours of ceasing a previous work period, the 
total work period prior to re-commencement of the work on the recall will be included 
in calculating the hours of duty for the day and will also be included for the purposes of 
calculating a 16 hour work period. 

Appendix 14 Game Management Authority 

1. 

2. 

2.1 

2.2 

2.3 

3. 

3.1 

3.2 

3.3 








Victorian Public Service Enterprise Agreement 2020 
Appendix 14 – Game Management Authority 

 

407 

 

 Camping 

 An Employee who is required to camp outdoors or reside in tendered or temporary 
accommodation or where commercially provided accommodation is below a 3-star 
permanent rating will be paid a camping allowance per night at the rates specified in the 
following table to compensate for the accommodation conditions:  

Table 129: Camping Allowance (GMA) 

Date of effect Per night 

20 March 2020 $58.85 

1 December 2020 $59.60 

1 September 2021 $60.50 

1 June 2022 $61.25 

1 March 2023 $62.20 

1 December 2023 $62.80 

 For the purposes of this clause, a 3-star permanent rating must include:  

(a) Clean bed linen provided 

(b) Appropriate heating and cooling 

(c) Meals available directly or indirectly 

(d) House-keeping cleans after each booking 

(e) Ablution facilities that are in room or close to the room.  

 Remote Locations 

 A range of socio-economic and geographic factors are taken into consideration in 
determining the remote status of a work centre including: 

(a) distance from a large town; 

(b) degree of isolation or distance from shops and services; 

(c) requirements for additional cost of living; 

(d) hardships including impact on spouse and children; 

(e) availability of standard community facilities e.g. churches, cultural pursuits, 
recreational; 

(f) availability of medical facilities; 

4. 

4.1 

4.2 

5. 

5.1 








Victorian Public Service Enterprise Agreement 2020 
Appendix 14 – Game Management Authority 

 

408 

 

(g) involvement of family members in delivering Game Management Authority 
services; and 

(h) prior demonstrated difficulty in attracting Employees to the location. 

 Two levels of Remote Location Allowance are available: (i) Highly Remote and (ii) 
Remote. 

(a) The following locations have been determined as remote and their rating is listed 
below:  

Table 130: Remote Locations (GMA) 

RATING NORTH WEST NORTH EAST GIPPSLAND 

(i) Highly 
Remote 

Walpeup 

Underbool 
Mitta Mitta 

Bendoc 

Dargo 

(ii) Remote 

Piangil 

Rainbow 

Sea Lake 

Speed 

Hopetoun 

Birchip 

Ouyen 

Edenhope 

Corryong 

Cann River 

Swifts Creek 

Mallacoota 

(b) The following allowances apply: 

Table 131: Remote Locations Allowance (GMA) 

Date of effect 
With 

dependents 
(minimum) 

With 
dependents 
(maximum) 

Without 
dependents 
(minimum) 

Without 
Dependents 
(maximum) 

Attraction 
payments 

Highly remote allowance 

20 March 2020 $5,452.10 $9,093.05 $3,818.40 $6,361.70 $3,639.50 

1 December 
2020 

$5,520.25 $9,206.70 $3,866.10 $6,441.25 $3,685.00 

1 September 
2021 

$5,603.10 $9,344.80 $3,924.10 $6,537.85 $3,740.25 

1 June 2022 $5,673.10 $9,461.60 $3,973.15 $6,619.60 $3,787.00 

1 March 2023 $5,758.20 $9,603.55 $4,032.75 $6,718.85 $3,843.80 

5.2 








Victorian Public Service Enterprise Agreement 2020 
Appendix 14 – Game Management Authority 

 

409 

 

Date of effect 
With 

dependents 
(minimum) 

With 
dependents 
(maximum) 

Without 
dependents 
(minimum) 

Without 
Dependents 
(maximum) 

Attraction 
payments 

1 December 
2023 

$5,815.80 $9,699.55 $4,073.10 $6,786.05 $3,882.25 

Remote allowance 

20 March 2020 $3,273.60 $5,452.10 $2,182.50 $3,639.50 $1,820.40 

1 December 
2020 

$3,314.50 $5,520.25 $2,209.80 $3,685.00 $1,843.15 

1 September 
2021 

$3,364.20 $5,603.10 $2,242.95 $3,740.25 $1,870.80 

1 June 2022 $3,406.25 $5,673.10 $2,270.95 $3,787.00 $1,894.20 

1 March 2023 $3,457.35 $5,758.20 $2,305.05 $3,843.80 $1,922.60 

1 December 
2023 

$3,491.95 $5,815.80 $2,328.10 $3,882.25 $1,941.85 

(c) The categories of locations listed above are used for payment of the following 
allowances:  

(i) Payment of an allowance in addition to salary for the cost and inconvenience 
of living and working in a remote location. An Employee’s starting salary 
should be increased by an amount of allowance within the range shown in 
the above table. Starting salary payments are to be endorsed by the Chief 
Executive Officer or their delegate. This allowance is paid in addition to 
salary and will cease to be paid when the Employee ceases to be employed 
at that remote location.  

(ii) In addition to the allowance in clause 5.2(c)(i) of this Appendix Employees 
in remote locations may receive a one-off attraction payment up to the rate 
specified in the above table at the commencement of residence at the 
location. This is an added inducement to attract Employees. The Chief 
Executive Officer or their delegate are to approve one off payments. 

 Overseas and Interstate Travel 

 Where an Employee travels overseas for work purposes the Employer will provide the 
Employee with a reasonable allowance prior to travel and reimburse any additional 
expenses relating to the trip on return. Costs will include accommodation, meals and 
other incidental expenses associated with the trip. The standard of accommodation and 
meals will be equivalent to that associated with travel within Australia. 

 Where invoice arrangements cannot be made and Employees are required to undertake 
official duties outside of Victoria requiring an overnight stay, the Employee will be paid 
a reasonable allowance prior to travel. 

6. 

6.1 

6.2 








Victorian Public Service Enterprise Agreement 2020 
Appendix 14 – Game Management Authority 

 

410 

 

 Emergency Work 

 Where an Employee of the Game Management Authority is authorised to undertake 
agricultural, energy or resources related emergency activities, the terms and conditions 
of Part 2 - Emergency Work of Appendix 5 – Department of Jobs, Precincts and 
Regions will apply to the Employee undertaking that work. 

 Where an Employee of the Game Management Authority is authorised to undertake fire 
suppression activities, the terms and conditions of Part 1 – Emergency Work of 
Appendix 6 – Department of Environment, Land, Water and Planning (except 
clause 24 – 26) will apply to the Employee undertaking that work. 

 Overtime 

 Time worked in excess of the standard 76 hours per fortnight will be either paid as salary 
or taken as time in lieu as follows, except when subject to clause 7 (Emergency Work) 
of this Appendix.  

 Time In Lieu 

(a) In order to meet the work requirements of the Employer and/or the personal 
requirements of the Employee, the Employee may, subject to the approval of the 
direct manager, work hours in excess of the normal working day and accrue a 
balance of time worked. 

(b) In such cases the additional hours are unpaid and the Employee will be entitled to 
take time in lieu on the basis of one hour for each additional hour worked. 

(c) A maximum of 76 hours time in lieu may be accrued. 

(d) The taking of time off in lieu will be by mutual arrangement between the Employee 
and the Employer. 

(e) The Employee will be paid an amount equivalent to any accrued time in lieu at the 
cessation of employment for whatever reason the cessation occurs. 

(f) Subject to the approval of the Employer the Employee may choose to work on a 
Public Holiday and receive a leave credit of up to 1 day which must be taken within 
the next 12 months. The time in lieu will be taken at the rate of one hour for each 
hour worked. 

(g) An Employee who with the agreement of the Employer substitutes a Public Holiday 
for another day to observe other religious or cultural occasions of significance to 
the Employee will be paid at the ordinary rate of pay for work on that Public 
Holiday. 

 Paid Overtime 

(a) The Employer may direct the Employee to work overtime in excess of the normal 
working day to meet particular unavoidable work demands. Such work will not be 
a regular occurrence, and reasonable notice of the requirement to work overtime 
will be given. 

7. 

7.1 

7.2 

8. 

IU 

8.2 

8.3 








Victorian Public Service Enterprise Agreement 2020 
Appendix 14 – Game Management Authority 

 

411 

 

(b) Where the work is required to be performed outside the span of 7.00am to 7.00pm 
Monday to Friday, or beyond the current rostering arrangements for Employees 
who work Shift Work, the overtime will be paid overtime and subject to clauses 
8.3(c) 8.2(c)to 8.3(f) of this Appendix. 

(c) Where the work is unpredictable and the Employer is unable to provide 
reasonable notice, the Employee may only refuse to work overtime where this 
would impose personal hardship or interfere with an Employee's family 
commitments. The Employee will provide an explanation at the time of refusing 
the overtime. 

(d) The Employer will ensure that work is organised in such a way that the 
requirement to perform overtime is not a regular occurrence. 

(e) All paid overtime between Monday to Saturday (excluding Public Holidays) will be 
paid at the rate of 150 per cent of the ordinary rate of pay for the first two hours 
and 200 per cent for each additional hour, subject to the maximum payment being 
based on the hourly rate of the annual salary of the lowest pay point within Grade 
4.  

(f) All paid overtime on a Sunday (excluding Public Holidays) will be paid at the rate 
of 200 per cent for each additional hour, subject to the maximum payment being 
based on the hourly rate of the annual salary of the lowest pay point within Grade 
4. Shift Work Employees who have already completed a rostered day of 7.6 hours 
will be paid overtime on a Saturday or Sunday (excluding Public Holidays) at 200 
per cent for all overtime worked subject to the maximum payment being based on 
the annual salary of the lowest pay point within Grade 4.  

(g) All overtime worked on a Public Holiday will be paid at the rate of 250 per cent of 
the ordinary rate of pay subject to the maximum payment being based on the 
annual salary of the lowest pay point within Grade 4.  

(h) All overtime calculations will be rounded up to the next quarter of an hour.  

(i) Where the Employee performs overtime work at the direction of the Employer and 
the Employee is not able to utilise the normal means of transport home, the 
Employer will organise safe means of transport for the Employee or on production 
of a receipt reimburse the Employee the cost of commuting by taxi.  








Victorian Public Service Enterprise Agreement 2020 
Appendix 15 – Victorian Fisheries Authority 

 

412 

 

 

 Operation of this Appendix 

 This Appendix provides the following specific arrangements: 

(a) Part 1 and Part 2 of this Appendix applies to Employees employed within the 
Victorian Fisheries Authority. 

(b) Part 1 of this Appendix applies to Employees classified as Fisheries Officers under 
the Fisheries Officers classification structure at clause Part 4 of this Appendix and 
investigators. 

 

 Non-Emergency Stand-By 

 An Employee who is required by the Employer as part of their duties to be on stand-by 
and available to return within a specified maximum period of time to undertake 
intermittent duty outside their normal hours of duty will be compensated at the rates 
specified in the following table:  

Table 132: Non-Emergency Stand-by (VFA) 

Date of effect Amount per night Amount per day/night 

20 March 2020 $55.65 $111.10 

1 December 2020 $56.35 $112.50 

1 September 2021 $57.20 $114.15 

1 June 2022 $57.95 $115.60 

1 March 2023 $58.80 $117.35 

1 December 2023 $59.40 $118.50 

 An Employee who is required to return to work when on stand-by will be compensated 
for each hour or part hour worked, in accordance with the overtime provisions in clause 
12 of this Appendix. 

 An Employee who is recalled to duty must be paid for a minimum of 3 hours. 

 Stand-by allowances will not apply where stand-by is explicitly incorporated as incidents 
of employment into total remuneration or is otherwise compensated. 

Appendix 15 Victorian Fisheri.es Authority 

1. 

1.1 

Part 1 Stand-by,, Recall and Related Matters 

2. 

2.1 

2.2 

2.3 

2.4 








Victorian Public Service Enterprise Agreement 2020 
Appendix 15 – Victorian Fisheries Authority 

 

413 

 

 Stand-By on a Vessel 

 An Employee who is travelling to, from, or between work locations on a vessel outside of 
their normal hours of duty and during that time is required by the Employer to be on 
stand-by and undertake intermittent work shall be paid a stand-by allowance at the rates 
specified in the following table for each hour of stand-by and intermittent work:  

Table 133: Stand-by on a vessel (VFA) 

Date of effect Hourly rate 

20 March 2020 $9.35 

1 December 2020 $9.45 

1 September 2021 $9.60 

1 June 2022 $9.70 

1 March 2023 $9.85 

1 December 2023 $9.95 

 The allowance provides compensation and payment for being confined on a vessel, away 
from port, up to a maximum payment of 6 hours per night when on board for a full 24 
hour day. 

 An Employee required to remain on board overnight will be paid a camping allowance 
in accordance with clause 6 (Camping) of this Appendix. 

 The allowance will not be paid when an Employee is during the time of travel on a vessel 
being paid overtime in accordance with the provisions of clause 12 (Overtime) of this 
Appendix. 

 Recall to Duty 

 Where the Employer recalls an Employee to perform work the Employee will be paid for 
a minimum for 3 hours work in accordance with the overtime provisions in clause 12 
(Overtime) of this Appendix. 

 If work continues for more than the initial 3 hours, the Employee will be paid for the 
actual time worked in accordance with the overtime provisions in clause 12 (Overtime) 
of this Appendix. 

 If an Employee is recalled to duty within 3 hours of ceasing a previous work period, the 
total work period prior to re-commencement of the work on the recall will be included 
in calculating the hours of duty for the day, and will also be included for the purposes of 
calculating a 16 hour work period. 

3. 

3.1 

3.2 

3.3 

3.4 

4. 

4.1 

4.2 

4.3 








Victorian Public Service Enterprise Agreement 2020 
Appendix 15 – Victorian Fisheries Authority 

 

414 

 

 Duty Officers 

 Except where the provisions of clause 5.2 of this Appendix apply, where an Employee  is 
a designated Duty Officer (Commercial Fisheries Duty Officer, 13 FISH Duty Officer or 
Operations Duty Officer), that Employee while performing this function will be paid the 
rates specified in the following table: 

Table 134: Duty Officer (VFA) 

Date of effect Day/Night rate Night rate Day rate - weekend 

20 March 2020 $333.30 $120.30 $212.70 

1 December 2020 $337.45 $121.80 $215.35 

1 September 2021 $342.50 $123.60 $218.60 

1 June 2022 $346.80 $125.15 $221.30 

1 March 2023 $352.00 $127.05 $224.65 

1 December 2023 $355.50 $128.30 $226.90 

 Where an Employee is a designated 13 FISH or Operations Duty Officer during the 
months October to April that Employee while performing this function will be paid the 
rates specified in the following table: 

Table 135: Duty Officer - Oct to April (VFA) 

Date of effect Day/Night rate Night rate 
Day rate - 
Weekend 

20 March 2020 $383.25 $138.30 $244.60 

1 December 2020 $388.05 $140.00 $247.65 

1 September 2021 $393.90 $142.10 $251.40 

1 June 2022 $398.80 $143.90 $254.55 

1 March 2023 $404.80 $146.05 $258.35 

1 December 2023 $408.85 $147.50 $260.95 

 Camping 

 An Employee who is required to camp outdoors or reside in tendered or temporary 
accommodation or where commercially provided accommodation is below a 3 star 
permanent rating will be paid a camping allowance per night at the rates specified in the 
following table to compensate for the accommodation conditions:  

5. 

5.1 

5.2 

6. 

6.1 








Victorian Public Service Enterprise Agreement 2020 
Appendix 15 – Victorian Fisheries Authority 

 

415 

 

Table 136: Camping Allowance (VFA) 

Date of effect Per night 

20 March 2020 $58.85 

1 December 2020 $59.60 

1 September 2021 $60.50 

1 June 2022 $61.25 

1 March 2023 $62.20 

1 December 2023 $62.80 

 For the purposes of this clause, a 3 star permanent rating must include: 

(a) Clean bed linen provided 

(b) Appropriate heating and cooling 

(c) Meals available directly or indirectly 

(d) House keeping cleans after each booking 

(e) Ablution facilities that are in room or close to the room. 

 Ocean Going Allowance 

 An Employee shall receive an allowance at the rates specified in the following table for 
every hour aboard a vessel outside the limits of the port of Port Phillip or any other 
recognised port:  

Table 137: Ocean Going Allowance (VFA) 

Date of effect Per hour 

20 March 2020 $6.10 

1 December 2020 $6.15 

1 September 2021 $6.25 

1 June 2022 $6.35 

1 March 2023 $6.45 

1 December 2023 $6.50 

 No allowance shall be payable in respect of periods of work performed in or about the 
entrance of any port. 

6.2 

7. 

7.1 

7.2 








Victorian Public Service Enterprise Agreement 2020 
Appendix 15 – Victorian Fisheries Authority 

 

416 

 

 Shipkeeping Allowance 

An Employee who is employed on a vessel shall be paid a shipkeeping allowance at 
his/her hourly rate of pay for 3 hours per day when the Employer requires the Employee 
to remain on board to be available to perform any necessary vessel related duty that may 
arise. 

 Diving Allowance 

 An Employee who is competent and required in the course of his/her official duties to 
dive underwater shall be paid an allowance at the rates specified in the following table 
for each day on which approved diving duties are required to be performed:  

Table 138: Diving Allowance (VFA) 

Date of effect Per day 

20 March 2020 $32.25 

1 December 2020 $32.65 

1 September 2021 $33.10 

1 June 2022 $33.55 

1 March 2023 $34.05 

1 December 2023 $34.40 

 An employee who on any day is required to perform the work of a diving supervisor shall 
be paid an allowance at the rate specified in the following table for each day on which 
the dive supervisor duties are required to be performed:  

Table 139: Diving Supervisor Allowance (VFA) 

Date of effect Per day 

20 March 2020 $48.50 

1 December 2020 $49.10 

1 September 2021 $49.85 

1 June 2022 $50.50 

1 March 2023 $51.25 

1 December 2023 $51.75 

8. 

9. 

9.1 

9.2 








Victorian Public Service Enterprise Agreement 2020 
Appendix 15 – Victorian Fisheries Authority 

 

417 

 

 Remote Location 

 A range of socio-economic and geographic factors are taken into consideration in 
determining the remote status of a work centre including: 

(a) distance from a large town; 

(b) degree of isolation or distance from shops and services; 

(c) requirements for additional cost of living; 

(d) hardships including impact on spouse and children; 

(e) availability of standard community facilities e.g. churches, cultural pursuits, 
recreational; 

(f) availability of medical facilities; 

(g) involvement of family members in delivering VFA services; and 

(h) prior demonstrated difficulty in attracting Employees to the location. 

 Mallacoota is designated as a Remote Location with an allowance available as outlined 
below: 

Table 140: Remote Locations Allowance (VFA) 

Date of effect 
With 

dependents  
Without 

Dependents  
Attraction 
payments 

20 March 2020 $5,452.10 $3,639.50 $1,820.40 

1 December 2020 $5,520.25 $3,685.00 $1,843.15 

1 September 2021 $5,603.10 $3,740.25 $1,870.80 

1 June 2022 $5,673.10 $3,787.00 $1,894.20 

1 March 2023 $5,758.20 $3,843.80 $1,922.60 

1 December 2023 $5,815.80 $3,882.25 $1,941.85 

 The categories of locations listed above are used for payment of the following 
allowances: 

(a) Payment of an allowance in addition to salary for the cost and inconvenience of 
living and working in a remote location. An Employee’s starting salary should be 
increased by an amount of allowance shown in the above table. Starting salary 
payments are to be endorsed by the Chief Executive Officer or the Director of the 
relevant division. This allowance is paid in addition to salary and will cease to be 
paid when the Employee ceases to be employed at that remote location. 

(b) In addition to the allowance in clause 10.2 of this Appendix Employees in remote 
locations may receive a one off attraction payment up to the rate specified in the 
above table at the commencement of residence at the location. This is an added 

10. 

10.1 

10.2 

10.3 








Victorian Public Service Enterprise Agreement 2020 
Appendix 15 – Victorian Fisheries Authority 

 

418 

 

inducement to attract Employees. The Chief Executive Officer or the Director of the 
relevant division are to approve one off payments. 

 Overseas and Interstate Travel 

 Where an Employee travels overseas for work purposes the Employer will provide the 
Employee with a reasonable allowance prior to travel and reimburse any additional 
expenses relating to the trip on return. Costs will include accommodation, meals and 
other incidental expenses associated with the trip. The standard of accommodation and 
meals will be equivalent to that associated with travel within Australia. 

 Where invoice arrangements cannot be made and Employees are required to undertake 
official duties outside of Victoria requiring an overnight stay, the Employee will be paid 
a reasonable allowance prior to travel. 

 Overtime 

 Time worked in excess of the standard 76 hours per fortnight will be either paid as salary 
or taken as time in lieu as follows, except when subject to Part 2 of this Appendix. 

 Time In Lieu 

(a) In order to meet the work requirements of the Employer and/or the personal 
requirements of the Employee, the Employee may, subject to the approval of the 
local manager, work hours in excess of the normal working day and accrue a 
balance of time worked. 

(b) In such cases the additional hours are unpaid and the Employee will be entitled to 
take time in lieu on the basis of one hour for each additional hour worked. 

(c) A maximum of 76 hours time in lieu may be accrued. 

(d) The taking of time off in lieu will be by mutual arrangement between the Employee 
and the Employer. 

(e) The Employee will be paid an amount equivalent to any accrued time in lieu at the 
cessation of employment for whatever reason the cessation occurs. 

(f) Subject to the approval of the Employer the Employee may choose to work on a 
Public Holiday and receive a leave credit of up to 1 day which must be taken within 
the next 12 months. The time in lieu will be taken at the rate of one hour for each 
hour worked. 

(g) An Employee who with the agreement of their Employer substitutes a Public 
Holiday for another day to observe other religious or cultural occasions of 
significance to the Employee will be paid at the ordinary rate of pay for work on 
that Public Holiday. 

 Paid Overtime 

(a) The Employer may direct the Employee to work overtime in excess of the normal 
working day to meet particular unavoidable work demands. Such work will not be 

11. 

11.1 

l 1.2 

12. 

12.1 

12.2 

12.3 








Victorian Public Service Enterprise Agreement 2020 
Appendix 15 – Victorian Fisheries Authority 

 

419 

 

a regular occurrence, and reasonable notice of the requirement to work overtime 
will be given. 

(b) Where the work is required to be performed outside the span of 7.00am to 7.00pm 
Monday to Friday, or beyond the current rostering arrangements for Employees 
who work shift work, the overtime will be paid overtime and subject to clauses 
12.3(c) to 12.3(f) of this Appendix. 

(c) Where the work is unpredictable and the Employer is unable to provide 
reasonable notice, the Employee may only refuse to work overtime where this 
would impose personal hardship or interfere with an Employee's family 
commitments. The Employee will provide an explanation at the time of refusing 
the overtime. 

(d) The Employer will ensure that work is organised in such a way that the 
requirement to perform overtime is not a regular occurrence. 

(e) All paid overtime between Monday to Saturday (excluding Public Holidays) will be 
paid at the rate of 150 per cent of the ordinary rate of pay for the first two hours 
and 200 per cent for each additional hour, subject to the maximum payment being 
based on the hourly rate of the annual salary of the lowest pay point within Grade 
4.  

(f) All paid overtime on a Sunday (excluding Public Holidays) will be paid at the rate 
of 200 per cent for each additional hour, subject to the maximum payment being 
based on the hourly rate of the annual salary of the lowest pay point within Grade 
4. Shift work Employees who have already completed a rostered day of 7.6 hours 
will be paid overtime on a Saturday or Sunday (excluding Public Holidays) at 200 
per cent for all overtime worked subject to the maximum payment being based on 
the annual salary of the lowest pay point within Grade 4.  

(g) All overtime worked on a Public Holiday will be paid at the rate of 250 per cent of 
the ordinary rate of pay subject to the maximum payment being based on the 
annual salary of the lowest pay point within Grade 4.  

(h) All overtime calculations will be rounded up to the next quarter of an hour. 

(i) Where the Employee performs overtime work at the direction of the Employer and 
the Employee is not able to utilise the normal means of transport home, the 
Employer will organise safe means of transport for the Employee or on production 
of a receipt reimburse the Employee the cost of commuting by taxi. 

 

 Emergency Work 

 Emergency provisions will apply where urgent action is required to meet the VFA’s 
emergency management responsibilities under the Emergency Management Act 2013, 
Emergency Management Manual of Victoria or as designated by the Employer. Activation 
of these provisions will be limited to situations requiring immediate and urgent 
response, where planning and service delivery are expedited under an emergency 
management framework using approved systems. 

Part 2 Emergency Work 

13. 

13.1 








Victorian Public Service Enterprise Agreement 2020 
Appendix 15 – Victorian Fisheries Authority 

 

420 

 

 For clarification, these emergency provisions will apply when an employee is performing 
emergency related work as distinct from their ordinary duties and as directed by the 
Operations Duty Officer, Agency Commander, Forward Commander or Incident 
Controller. 

 The terms and conditions of Part 2 of Appendix 5  - Department of Jobs, Precincts and 
Regions (except Clause 14) will apply to an Employee directed to undertake emergency 
work, except where clause 13.4 applies. 

 Where an Employee is directed to support an agency undertaking fire suppression 
activities, the terms and conditions of Part 1 of Appendix 6 – Department of 
Environment, Land, Water and Planning (except Clauses 1, 3and clauses 22 to 26) 
will apply to the Employee undertaking that work. 

 

 Application 

 Part 3 of this Appendix applies to:  

(a) employees classified as Fisheries Officers under the Fisheries Officers 
classification structure at Clause 19 of this Appendix; and 

(b) employees engaged as investigators. 

 Paid Rest Period for Compliance Work 

 An Employee undertaking compliance work shall not work in excess of 16 hours without 
the prior approval of the Operations Manager or his/her delegate. 

 If a work period exceeds 16 hours an Employee will at the conclusion of such work period 
receive a rest period of at least 10 hours duration, and will be paid an amount equivalent 
to 7.6 hours pay at ordinary rates. The 7.6 hours paid rest is to be paid in full and not 
offset against the next commencing time. 

 Replacement of Damaged Clothing – Fisheries Officers 

Where a Fisheries Officer is directed to wear clothing other than uniforms or other 
clothing provided by the Authority, and the clothing is damaged or destroyed as a direct 
consequence of the conduct of their duties as Fisheries Officer (excluding fair wear and 
tear) the Authority will compensate the Officer for the damaged or destroyed clothing 
item. 

 Shift Work 

 The Provisions of clause 39 (Shift Work) will apply to all VPS Employees employed as 
Fisheries Officers or Investigators within the VFA. 

13.2 

13.3 

13.4 

Part 3 Fisheries Officers Matters 

14. 

14.1 

15. 

15.1 

15.2 

16. 

17. 

17.1 








Victorian Public Service Enterprise Agreement 2020 
Appendix 15 – Victorian Fisheries Authority 

 

421 

 

 Marine Qualification Allowance 

 The following table applies to fisheries officers who, as part of their normal duties, are 
required to hold a marine qualification, and 

(a) hold a current marine qualification; and 

(b) for Coxswains –  act as master on a VFA vessel for a period of at least 3 hours on 5 
separate days or more in a financial year; or 

(c) for Master V – act as master on a VFA vessel greater than 6m in length for a period 
of at least 3 hours on 5 separate days or more in a financial year. 

Table 141: Marine Qualification Allowance (VFA) 

Qualification Annual payment 

Coxswains NC 2 $250 

Coxswains NC 1 $500 

Master V NC $750 

 For clarification, this clause does not apply to investigators. 

 Payment will be made to an Employee as a lump sum in August of each year for the 
previous financial year on submission of evidence to the employer and verification that 
the eligibility requirements outlined in clause 18.1 have been met. 

 A fisheries officer who holds multiple marine qualifications may only receive payment 
for one qualification as outlined in the table. 

 

 Fisheries Officer Structure 

 The Commission’s decision of 17 February 2005, agreements between the former 
Department of Primary Industries and the CPSU and the decision of 24 May 2005 
provided the following: 

(a) Entry rate for a Trainee Fisheries Officer with a relevant degree or diploma should 
be not less than VPS salary point Grade 2.1.5; 

(b) No later than 12 months after commencing, a Fisheries Officer should be on not 
less than salary point VPS Grade 2.2.1; 

(c) No later than 2 years after commencing a Fisheries Officer should be on not less 
than salary point VPS Grade 2.2.4; and 

(d) No later than 3 years after commencing, a Fisheries Officer should be Grade 3. 

18. 

18.1 

18.2 

18.3 

18.4 

Part 4 Fisheries Officer Structure VPS, Aligned Adaptive 
Structures .... Victorian Fisheries Authority 

19. 

19.1 








Victorian Public Service Enterprise Agreement 2020 
Appendix 15 – Victorian Fisheries Authority 

 

422 

 

 The Fisheries Officer Structure is set out in the table below. The salary minimums 
referred to in this table are referenced against the VPS Structure set out in clause 1 of 
Schedule C. The VPS Classification and Value Range Descriptors apply. 

Table 142: Fisheries Officer Structure 

Fisheries Officer Structure VPS Grade Alignment 

Level 1 (Trainee) Fisheries Officer VPS salary point 2.1.1.  

Relevant degree or diploma VPS salary 
point 2.1.5 

Level 2 Fisheries Officer  VPS salary point 2.2.1.  

Level 3 Fisheries Officer 
Value Range 1 

VPS salary point 3.1.1  

Level 3 Fisheries Officer 
Value Range 2 

VPS salary point 3.2.1  

Senior Fisheries Officer  VPS salary point 4.1.1  

Regional Supervisor Fisheries Officer 
Value Range 1 

VPS salary point 5.1.1  

Regional Supervisor Fisheries Officer 
Value Range 2 

VPS salary point 5.2.1  

Fisheries Manager 
Value Range 1 

VPS salary point 6.1.1  

Fisheries Manager 
Value Range 2 

VPS salary point 6.2.1  

19.2 








Victorian Public Service Enterprise Agreement 2020 
Appendix 16 – Department of Transport and Major Transport Infrastructure Authority 

 

423 

 

 

 Arrangements 

The Community and Public Sector Union (CPSU), Department of Transport (DOT) and 
Major Transport Infrastructure Authority (MTIA) note that the Association of 
Professional Engineers, Scientists and Managers Australia (Professionals Australia) are 
not a party to this Agreement, but agree that they will not oppose Professionals Australia 
representing their members who are employed in respect of the functions that were 
transferred in or around 2018/2019 from VicRoads to DOT and Major Roads Project 
Victoria (MRPV) MTIA, in relation to individual and/or collective matters. 

 Professional Engineers Registration 

DOT, MTIA and CPSU understand that the Professional Engineers Registration scheme is 
likely to be established during the life of the Agreement. DOT and MTIA will discuss with 
the CPSU the implications of the scheme for engineers.  

 Emergency Management 

 DOT will apply the entitlements in clause 72 of the Agreement to an Employee when the 
Employee: 

(a) is performing emergency related work in a Control Centre in response to a 
declared emergency, that is or is not a part of the employee's ordinary duties or 
their Employers' usual business operations; 

(b) has the approval of their Employer to perform the work referred to at clause 
3.1(a) of this Appendix; and 

(c) is trained, skilled and fit for duty to perform the work referred to at clause 3.1(a) 
of this Appendix.   

 For the avoidance of doubt, DOT will apply entitlements under clause 72 of the 
Agreement, in accordance with clause 72.1(b)of the Agreement, unless more favourable 
conditions apply in other industrial instruments and/or individual letters/contracts of 
employment. However, these more favourable conditions in other industrial instruments 
and/or individual letters/contracts of employment do not form part of this Agreement. 

 DoT will engage in the VPS Emergency Management Working Group in accordance with 
clause 71 of the Agreement, as appropriate 

 

Appendix 16 Department of Transport and Major Transport 
Infrastructure Authority 

1. 

2. 

3. 

3.1 

3.2 

3.3 








Victorian Public Service Enterprise Agreement 2020 
Signatories 

 

424 

 

SIGNED for and on behalf of CPSU, THE COMMUNITY AND PUBLIC SECTOR UNION by 
authorised officer 
 

 

 
Signature 

 

Karen Batt, 
Branch Secretary 
CPSU/SPSF Victorian Branch  

Level 4, 128 Exhibition Street, Melbourne 3000  

 

SIGNED for and on behalf of the STATE OF VICTORIA by its authorised representatives: 
 

 
 

 

 

 
 

 

 

 

 

 
 
Signature 

 

Jenny Atta 
Secretary 
Department of Education and Training 

2 Treasury Place, East Melbourne, Victoria, 3002  

Signatories 

CHRIS E()QI.JES 
SEORETARV 
DEP:ARTMENl'J OF PREMJERAND CABINET 
ll TREASURV PLACE, ME1LBOUR'.NE 30 0"2: 


Kaun Bart.

Signature John Bradley Secretary Department of Environment Land Water and Planning 8 Nicholson Street EAST MELBOURNE

Signature CHRIS ECCLES SECRETARY DEPARTMENT OF PREMIER AND CABINET 1 TREASURY PLACE, MELBOURNE 3002




 



Victorian Public Service Enterprise Agreement 2020 
Signatories 

 

425 

 

 

 

 

 

 
Signature 

 

Kym Peake 
Secretary 
Department of Health and Human Services 

Level 1, 50 Lonsdale Street, Melbourne VIC 3000  

 

 

 
 

 

 

 

 

 
Signature 

 

Rebecca Falkingham 
Secretary 
Department of Justice and Community Safety 

2 Treasury Place, East Melbourne, Victoria, 3002  

 
Signature 

 

Paul Younis 
Secretary 
Department of Transport 

L21, 1 Spring Street 
Melbourne, Victoria 3000 

 

Signature 

Penelope McKay 
Associate Secretary 
Depaitntent of Jobs, Ptecincts and Regions 
Level 13 / 1 Spring Street 
MELBOUR E VIC 3000 

- -


15 Peake

0 Signature Penelope Mckay Associate Secretary Department of Jobs, Precincts and Regions Level 13/1 Spring Street MELBOURNE VIC 3000

D. 75




 

  



Victorian Public Service Enterprise Agreement 2020 
Signatories 

 

426 

 

 
 
 
 
Signature 

 

DAVID MARTINE 
SECRETARY  
DEPARTMENT OF TREASURY AND FINANCE  

1 TREASURY PLACE, MELBOURNE  VIC   3002  

 

 

 
 

 

 
 

 

 
 

\'\~=-==================4 

S/9nature 
l'tflezl 

Chi f cutl Offi r 

Simiature 

Frances Cawtl1ra 
Chief Executive Officer 
Cenitex 
Level 10, 80 CoUins Street, Melbourne 3000 

lcLO la 3001 


19/8/2020 Signature Shane Patton APM Chief Commissioner Victoria Police 637 Flinders Street, Docklands, VIC, 3008

Signature Lee Miezis Chief Executive Officer Bushfire Recovery Victoria Level 27, 121 Exhibition Street, Melbourne Victoria 3001

Strances A Game Signature Frances Cawthra Chief Executive Officer Cenitex Level 10, 80 Collins Street, Melbourne 3000




 



Victorian Public Service Enterprise Agreement 2020 
Signatories 

 

427 

 

 
 

 

 
 

 

 
 

 

 
 

Sjnnature 

MONIQUE CONHEADV 
CHAIRPERSON 
COMMERCIAL PASSENGER VEHICLES VICTORIA 
1 SPRING ST, M ELBOUIINE, VICTORIA 

Si nature 
Liana Buchana.ii 
Principal Couw1issiouer 
Commission for Children and Young People 
Level 18 570 Bourke Street, Melbourne 3000 

Slmrnture 
Louise Andtrson 
Chief Executive Officer 
Court Services Victoria 
223 William Street 
Melbourne. Victoria 

Signature 

CATHY WILKINSON 
Cbld Executive Officer 
Environm ent Protection Author ity (EPA) Victoria I 200 Vlcto rlaStreetCARLTON VI C 3053 


Signature MONIQUE CONHEADY CHAIRPERSON COMMERCIAL PASSENGER VEHICLES VICTORIA 1 SPRING ST, MELBOURNE, VICTORIA

Signature Liana Buchanan Principal Commissioner Commission for Children and Young People Level 18 / 570 Bourke Street, Melbourne 3000

Signature Louise Anderson Chief Executive Officer Court Services Victoria 223 William Street Melbourne, Victoria

Signature CATHY WILKINSON Chief Executive Officer Environment Protection Authority (EPA) Victoria 200 Victoria Street CARLTON VIC 3053




 



Victorian Public Service Enterprise Agreement 2020 
Signatories 

 

428 

 

 
Signature 

 

Kate Symons 
Chairperson 
Essential Services Commission   

Level 37, 2 Lonsdale Street, Melbourne, Vic, 3000  

 

 

 

 
Signature 

 

Eleri Butler 
Chief Executive Officer 
Family Safety Victoria  

35 Collins Street, Melbourne, Victoria, 3000  

 

 

 
 

 

 
 

 
 
Signature 

 

Marlo Baragwanath 
Chief Executive Officer 
Independent Broad-based Anti-corruption Commission 

Level 1 North, 459 Collins Street, Melbourne, Victoria, 3000  

 

Sianature 
Chi!ef E..,,.;ecnti¥e OHiceF 
fum1e M.anagem.ent AuthoFi.ity 
L2, 5,35 Bourke Street Me]boul"lll.e 3000 


Signature Chief Executive Officer Game Management Authority L2, 535 Bourke Street Melbourne 3000




 



Victorian Public Service Enterprise Agreement 2020 
Signatories 

 

429 

 

 
 

 

 
 

 

 

 
 
Signature 

 

Karen Cain 
CEO  
Latrobe Valley Authority 
Department Jobs Precincts and Regions  

131 Princes Dve Morwell Victoria  

 

 

 
 

 

 

Mi:tihel Masson 
CEO 
lnfFaSffllmll'e Vi:do:ri!a 
Level J 3,, 140 Wiilliam st 
Mie:Jboume 'VIC JH 0 

ST.EVE DARGAVEL 
LABOtm.. HIRE ~lC!ENSlNG OOMMISS10N!ER 
BEJNDIGO 

J1ohu l yncb 
A mng Chief Mu:mieoipa] Inspector 
l\.oc.al Government htspectmiate 
27. 1 ,!f.-ei . StreetMelbou:me Vic 3000 

CORE¥ HANNIITf 
DIRECTOR.-GENERAL 
MAJOR T.RANSPOR.T INfRASTiRUCTURE ADTIIORITY 
LEVEL 1-1, 1 21 EXIHBnmN S11lEET, M:EliBOURNE 

12/08{2.020 


Signature Michel Masson CEO Infrastructure Victoria Level 33, 140 William St Melbourne VIC 3000

Signature 12/08/2020 STEVE DARGAVEL LABOUR HIRE LICENSING COMMISSIONER BENDIGO

Signature John Lynch Acting Chief Municipal Inspector Local Government Inspectorate 27/1 Spreing Street Melbourne Vic 3000

Cency Kannett Signature COREY HANNETT DIRECTOR-GENERAL MAJOR TRANSPORT INFRASTRUCTURE AUTHORITY LEVEL 14, 121 EXHIBITION STREET, MELBOURNE




 



Victorian Public Service Enterprise Agreement 2020 
Signatories 

 

430 

 

 

 

 
 
Signature 

 

Mental Health Reform Victoria  
Chief Executive Officer  
23/50 Lonsdale Street  
Melbourne Vic 3000 

 

 

 

 
 
Signature 

 

ABBEY HOGAN 
Solicitor for Public Prosecutions 
Office of Public Prosecutions Victoria  

565 Lonsdale Street, Melbourne 3000  

 

 

 
 

 

Signature 

 

Joshua Puls MVO 
Official Secretary 
Office of the Governor 

Government House, Melbourne Vic. 3004  

 

 

 

 

t9nature -1'Y\.__cvt,,l/V~ .::j-c;ULl'\.a. 
Marina Farnan 
Chief Parliamenrn ry Counsel 

l Office of the Chief ParLiamentary Counsel 
1 ~ cartbur St East M lbour n Victoria 3002 


Ventil

Ablenyt

Signature marina Jarnan Marina Farnan Chief Parliamentary Counsel Office of the Chief Parliamentary Counsel 1 Macarthur St East Melbourne Victoria 3002

Jala Pe




 



Victorian Public Service Enterprise Agreement 2020 
Signatories 

 

431 

 

 

 

 

 

 

 

 

 
Signature 

 

Joseph Yeung 
Chief Executive Officer 
Portable Long Service Authority 

Level 1, 56-60 King Street Bendigo Vic 3550  

 

 
Signature 

 

Justine Heazlewood 
Director and Keeper of Public Records 
Public Record Office Victoria  

99 Shiel Street North Melbourne VIC 3051  

      

r~-'~-, 
_ljg_11ature 
Sven Bluemruel 
Information Commissioner 
Office of the 1ctorian Information Com.missioner 
121 Exhibition Street. Melbourne, Victoria 3000 

TraoeyGaudey 
Ohief'Execl!lti,•e Offirer· 
RESPECJ' VICTORIA 
01.ID l'REASUR.Y BUll.DING 
Le,•el. 2/ 'l.0 Spring Street, 
Mclbomrn.e VIC: 3000 


Signature Sven Bluemmel Information Commissioner Office of the Victorian Information Commissioner 121 Exhibition Street, Melbourne, Victoria 3000

Focus Gas Signature Tracey Gaudry Chief Executive Officer RESPECT VICTORIA OLD TREASURY BUILDING Level 2/20 Spring Street, Melbourne VIC 3000




 



Victorian Public Service Enterprise Agreement 2020 
Signatories 

 

432 

 

                   

 
 
 
 
 

 

Stephen Leane 
Road Safety Camera Commissioner 
121 Exhibition Street 
Melbourne 
VIC 3001 

  

 

 
Signature 

 

Adj. Assoc. Professor Ann Maree Keenan 
Acting Chief Executive Officer  
Safer Care Victoria  

50 Lonsdale Street, Victoria, 3000  

 

 

 

 

 
Signature  

 
 
 
 
 
 
2020-08-04 

Tom Considine  
Acting Chief Executive Officer  

Suburban Rail Loop Authority (ABN 69 981 208 782) 

Level 36, 80 Collins Street, Melbourne, VIC. 3000   

 

------

~---

Si nature 
Joanne de Morton 
Chief ExeouUve Officer 
Service Vi cto:rfa.t 
Level 11 0, 11 Mc Nlab Ave Footscray, 30111 


Stephen ifine XPM Road Safety camera Commissioner

Alecna

Signature Joanne deMorton Chief Executive Officer Service Victoria Level 10, 1 Mc Nab Ave Footscray, 3011




 

  



Victorian Public Service Enterprise Agreement 2020 
Signatories 

 

433 

 

 
 

 

 

 

 

ROSS KENNEDY 
CHAIR  
VICTORIAN COMMISSION FOR GAMBLING AND LIQUOR REGULATION  
LEVEL 3, 12 SHELLEY STREET, RICHMOND 3121 
 

 

 

 

 
Dan Stubbs 
Commissioner 
Victorian Disability Worker Commission 
Level 20, 570 Bourke Street, Melbourne  

~#,~-.. 

Si:m1ati11·e 

d aire f,erres Miles. 
Clhief b ecutive Officer 
Sustairnabilify Victoria 
Leve l 28 
50 Lonisd'ale St reet 
Melbou m e VIC 3000 

· nature 

Lance 
Emerson 

Dr Lance Emerson • CEO 

Dig,t,lly signed nee Emcno,, 
m-una, Ern,non, o-1/\cton,n 

Agency for He.it..; mut n. OIM];(), 

email-lano~.""9"".a.J, 
c,,,AU 
Dai.:: 1020Jl8.DJ 15:53:02 +10' 

Victoria Agency for ealth lnforma ·on 
50 Lonsdale street 
Melbourne, Victoria 3000 

s· rntun 

ANDREW GREAVES 
AUDITOR-GENERAL FOR: VICTORIA 
VICTORIAN .AUDITOR-GIENIERAL'S OIFFlJCE 

L!EVIEL 31, 35 COLLINS S:'I'IR.IEET 
MELBOURNE VICTORIA 3 8 0il 


Signature Claire Ferres Miles Chief Executive Officer Sustainability Victoria Level 28 50 Lonsdale Street Melbourne VIC 3000

Lance Digitally signed by Lance Emerson DNE cn-Lance Emerson, o-Victorian Agency for Health Information, ou- CEO, Emerson email-lance emerson@vahi.vic.gov.au, Signature Date: 2020.08.03 15:53:02 +10 00 Dr Lance Emerson ,CEO Victorian Agency for Health Information 50 Lonsdale Street Melbourne, Victoria 3000

Signature ANDREW GREAVES AUDITOR-GENERAL FOR VICTORIA VICTORIAN AUDITOR-GENERAL'S OFFICE LEVEL 31, 35 COLLINS STREET MELBOURNE VICTORIA 3001

Signature




 

  



Victorian Public Service Enterprise Agreement 2020 
Signatories 

 

434 

 

 

 

 

 

 

 
Signature 

 

 

 

 
 
 
 
Signature 

 

Jill Garner 
Victorian Government Architect 
Department of Premier and Cabinet/Office of the Victorian Government Architect 

Level 2, Old Treasury Building, 20 Spring Street, Melbourne, 
VIC, 3000 

 

 

1ctorian Electoral Commission 
Level 11, 530 Collins Street. Melbow11e VIC 3000 

Klristen Hilton 
COIUWlisS'iODer 
\ ict.mian Eql!lal Oppm'h oity and Hmmm Rights Co1!l!lminioo 
u-vel 3, 204 L v!!'on Sb"eet. Cat·lt-011, \i'liC, 30 53 

Travis Do1-.~ling 
CEO 
Victorian Fisheries Autih.ority 
Leve] 111.9 / 1 Spring Street 
Melbourne V :c 3000 

17 / 08 / 20201 

,' ... 
r fio'I 

1"1-\ l!,-{ l,l,Jtl 
.,· · 1)' . ,, 


MM gatty Signature Warwick Gately AM Electoral Commissioner Victorian Electoral Commission Level 11, 530 Collins Street, Melbourne VIC 3000

Kristen Hilton Commissioner Victorian Equal Opportunity and Human Rights Commission Level 3. 204 Lygon Street, Carlton, VIC, 3053

Travis Dowling CEO Victorian Fisheries Authority Level 19 / 1 Spring Street Melbourne VIC 3000 17 / 08 / 2020




 



Victorian Public Service Enterprise Agreement 2020 
Signatories 

 

435 

 

 
 

 

 
 

 

 

 

 
 

  
Signature 

 

Deborah Glass 
Ombudsman 
Victorian Ombudsman 

Level 2 
570 Bourke Street 
Melbourne  Vic  3000 

 

 

Matthew Hooking 
Amng Vktodan Go\•ernm.eut Soli.oitol!' 
Victorian Government SoMcitor's Office 
Level 2 5, 121 Exltlibiti.ou Sweet Melboume VU: 3000 

Si nature 
EAMO N MORAN PSM QC 
INSPECTOR 
VI ORIAN I PE ORATE 
LEVEL 8, 5(}5 BOURJCESTR 

Si attire 
FJONAMUEAY 

ET,M LBOU 

BOARD CEO & COMMISSIONER 

E3000 

VICTORIAN LEGAL SERVICES BOARD AND COMMISSIONER 
LEVELS 
555 BOUKRE STREET 
MELBOURNE VIC 3000 


Matthew Hocking Acting Victorian Government Solicitor Victorian Government Solicitor's Office Level 25, 121 Exhibition Street, Melbourne VIC 3000

Eamon More Signature EAMONN MORAN PSM QC INSPECTOR VICTORIAN INSPECTORATE LEVEL 8, 565 BOURKE STREET, MELBOURNE 3000

Jolly Signature FIONA MCLEAY BOARD CEO & COMMISSIONER VICTORIAN LEGAL SERVICES BOARD AND COMMISSIONER LEVEL 5 555 BOUKRE STREET MELBOURNE VIC 3000




 



Victorian Public Service Enterprise Agreement 2020 
Signatories 

 

436 

 

 
 

 

 
 

 

 

 

 

 

 

 

I~-
Adam Fennessy 
Couw1issiouer 
Victorian Public Sector Conunission 
3 Treasurv Place, East Melbourne VIC 3002 

Shane Lucas 
Chief Exec.utive Officer 
Victorian Responsible Gambling Foundation 
Level 6, 14-20 Blackwood Street 
North Melboume Victoria 3051 


Signature Adam Fennessy Commissioner Victorian Public Sector Commission 3 Treasury Place, East Melbourne VIC 3002

Shane Lucas Chief Executive Officer Victorian Responsible Gambling Foundation Level 6, 14-20 Blackwood Street North Melbourne Victoria 3051




 



Model consultation term  Schedule 2.3 

   

 
 

 

 Fair Work Regulations 2009 115 

 

Schedule 2.3—Model consultation term 
(regulation 2.09) 
   

Model consultation term 

 (1) This term applies if the employer: 

 (a) has made a definite decision to introduce a major change to 

production, program, organisation, structure or technology in 

relation to its enterprise that is likely to have a significant 

effect on the employees; or 

 (b) proposes to introduce a change to the regular roster or 

ordinary hours of work of employees. 

Major change 

 (2) For a major change referred to in paragraph (1)(a): 

 (a) the employer must notify the relevant employees of the 

decision to introduce the major change; and 

 (b) subclauses (3) to (9) apply. 

 (3) The relevant employees may appoint a representative for the 

purposes of the procedures in this term. 

 (4) If: 

 (a) a relevant employee appoints, or relevant employees appoint, 

a representative for the purposes of consultation; and 

 (b) the employee or employees advise the employer of the 

identity of the representative; 

the employer must recognise the representative. 

 (5) As soon as practicable after making its decision, the employer 

must: 

 (a) discuss with the relevant employees: 

 (i) the introduction of the change; and 

 (ii) the effect the change is likely to have on the employees; 

and 

 (iii) measures the employer is taking to avert or mitigate the 

adverse effect of the change on the employees; and 

Federal Register of Legislative Instruments F2014C00008








Schedule 2.3  Model consultation term 

   

 
 

 

116 Fair Work Regulations 2009  

 

 (b) for the purposes of the discussion—provide, in writing, to the 

relevant employees: 

 (i) all relevant information about the change including the 

nature of the change proposed; and 

 (ii) information about the expected effects of the change on 

the employees; and 

 (iii) any other matters likely to affect the employees. 

 (6) However, the employer is not required to disclose confidential or 

commercially sensitive information to the relevant employees. 

 (7) The employer must give prompt and genuine consideration to 

matters raised about the major change by the relevant employees. 

 (8) If a term in this agreement provides for a major change to 

production, program, organisation, structure or technology in 

relation to the enterprise of the employer, the requirements set out 

in paragraph (2)(a) and subclauses (3) and (5) are taken not to 

apply. 

 (9) In this term, a major change is likely to have a significant effect on 

employees if it results in: 

 (a) the termination of the employment of employees; or 

 (b) major change to the composition, operation or size of the 

employer’s workforce or to the skills required of employees; 

or 

 (c) the elimination or diminution of job opportunities (including 

opportunities for promotion or tenure); or 

 (d) the alteration of hours of work; or 

 (e) the need to retrain employees; or 

 (f) the need to relocate employees to another workplace; or 

 (g) the restructuring of jobs. 

Change to regular roster or ordinary hours of work 

 (10) For a change referred to in paragraph (1)(b): 

 (a) the employer must notify the relevant employees of the 

proposed change; and 

 (b) subclauses (11) to (15) apply. 

 (11) The relevant employees may appoint a representative for the 

purposes of the procedures in this term. 

Federal Register of Legislative Instruments F2014C00008








Model consultation term  Schedule 2.3 

   

 
 

 

 Fair Work Regulations 2009 117 

 

 (12) If: 

 (a) a relevant employee appoints, or relevant employees appoint, 

a representative for the purposes of consultation; and 

 (b) the employee or employees advise the employer of the 

identity of the representative; 

the employer must recognise the representative. 

 (13) As soon as practicable after proposing to introduce the change, the 

employer must: 

 (a) discuss with the relevant employees the introduction of the 

change; and 

 (b) for the purposes of the discussion—provide to the relevant 

employees: 

 (i) all relevant information about the change, including the 

nature of the change; and 

 (ii) information about what the employer reasonably 

believes will be the effects of the change on the 

employees; and 

 (iii) information about any other matters that the employer 

reasonably believes are likely to affect the employees; 

and 

 (c) invite the relevant employees to give their views about the 

impact of the change (including any impact in relation to 

their family or caring responsibilities). 

 (14) However, the employer is not required to disclose confidential or 

commercially sensitive information to the relevant employees. 

 (15) The employer must give prompt and genuine consideration to 

matters raised about the change by the relevant employees. 

 (16) In this term: 

relevant employees means the employees who may be affected by 

a change referred to in subclause (1). 

Federal Register of Legislative Instruments F2014C00008








 

 

 

 

Victorian Public Service Enterprise Agreement 2020 
 

AG2020/2580 
 
The State of Victoria undertakes the following: 
 

1. The definition of shift worker at clause 45.2(a) of the Victorian Public Service 
Enterprise Agreement 2020 (Agreement) will apply for the purposes of the National 
Employment Standards, 

2. A Shift Worker entitled to an additional week of annual leave who elects to take that 
fifth week’s leave in lieu under clause 45.2(c) of the Agreement, will be required to 
make that election by a separate agreement in writing between the Employer and 
Employee, and 

3. Despite clause 45.2(c) of the Agreement, an employee who elects to be paid in lieu of 
the additional week of leave under clause 45.2(c), must be paid at least the full 
amount that would have been payable to the employee had the employee taken the 
leave that the employee has forgone. 

4.  The minimum rate payable to an Employee under the Supported Wage System 
detailed in Schedule B the Agreement will be no less than the minimum rate 
prescribed in Schedule N of the Victorian Public Service Award 2016. 

 
SIGNED for and on behalf of the STATE OF VICTORIA by its authorised representatives: 
 

‘ 
 

 
 

 

 

 

Signature 

 

Jenny Atta 

Secretary 

Department of Education and Training 

2 Treasury Place, East Melbourne, Victoria, 3002  

CHRIS EA)OU:S 
SEORE1f'ARV 
DEP:ARTMENrT OF PREMIER.AND CAWNET 

1 TR!EASURV PLACE, MEI.BOURNE, 3002 


Signature




 

 

Kym Peake 
Secretary 
Department of Health and Human Services 

Level 1, 50 Lonsdale Street, Melbourne VIC 3000  

 

 

 
 

 

 

 

 

 

 
Signature 

 

Rebecca Falkingham 
Secretary 
Department of Justice and Community Safety 

2 Treasury Place, East Melbourne, Victoria, 3002  

Si nature 
John Bradley 
Secretary 
Department of Environment Land Water and Planning 
8 Nicholson St reet EAST MELBOURNE 

Signature 

Penelope McKa!y 
Associate Secretary 
Depaitntent of Jobs, Ptecincts and Regions 
Level 13 / 1 Spring Street 
MELBOUR E VIC 3000 

~-~ - ... 


John Bradley (Jul 30, 2020 21:36 GMT+10) Signature John Bradley Secretary Department of Environment Land Water and Planning 8 Nicholson Street EAST MELBOURNE

18 reakce

D.




 



 

 

 

 

 

 
 
 
 
Signature 

 

DAVID MARTINE 
SECRETARY  
DEPARTMENT OF TREASURY AND FINANCE  

1 TREASURY PLACE, MELBOURNE  VIC   3002  

 

 

 
 

 

 
 

 

 
Signature 

 

Paul Younis 
Secretary 
Department of Transport 

L21, 1 Spring Street 
Melbourne, Victoria 3000 

 

Sianat re 
Shane Patton APM 
Chief Commissioner 
Victoria Police 
637 Flinders Street, Docklands, VIC, 3008 

Si_qnature 
Lee Miezis 
Chief Executive Officer 
Bushfire Recovery Victoria 
Level 27, 121 Exhibition Street, Melbourne Victoria 3001 


19/8/2020 Signature Shane Patton APM Chief Commissioner Victoria Police 637 Flinders Street, Docklands, VIC, 3008

Signature Lee Miezis Chief Executive Officer Bushfire Recovery Victoria Level 27, 121 Exhibition Street, Melbourne Victoria 3001




 

  



 

 

 

 
 

 
 

 

 
 

 

 
 

 

Simwtur·e 
Frances Cawthra 
Chief Executive Officer 
Cenitex 
Level 10, 80 Collins Street, Melbourne 3000 

Sianawre 
MONIQIIF. f.ONHF.AOY 
CHAIRPERSON 
COMJ\11::RUAL PASSENGER VEHICLES VICTORIA 
1 SPRING ST, MELDOU RNE, VICTORIA 

Si nature 

Liana Buchanan 
Principal Commissioner 
Commission for Cliil dreu and Young People 
Level 18 S70 Bourke Street, Melbom-ne 3000 

Si 11 at11re 

Louise Anderson 
Ch ief Executive Officer 
Cou rt Services Victoria 
22:l W ill iAtn St.1•P,P.t. 
Melboun1e, Victoria 


Signature MONIQUE CONHEADY CHAIRPERSON COMMERCIAL PASSENGER VEHICLES VICTORIA 1 SPRING ST, MELBOURNE, VICTORIA

Signature Louise Anderson Chief Executive Officer Court Services Victoria 223 William Street Melbourne, Victoria




 



 

 

 

 
 

 
Signature 

 

Kate Symons 
Chairperson 
Essential Services Commission   

Level 37, 2 Lonsdale Street, Melbourne, Vic, 3000  

 

 

 

 
Signature 

 

Eleri Butler 
Chief Executive Officer 
Family Safety Victoria  

35 Collins Street, Melbourne, Victoria, 3000  

 

 

 
 

 

Signature 

CATHY WILKINSON 
Chief Executive Officer 
Environment Protection Authority (EPA) Victoria 
200 Victoria Street CARLTON VIC 3053 

Chi!ef E..'l!:ecnti\'e OfficeF 
Ganie M.anagem.ent Au.thoFi.ity 
L2 . 5,35 Bourke Street Melbourne 3 000 


Signature CATHY WILKINSON Chief Executive Officer Environment Protection Authority (EPA) Victoria 200 Victoria Street CARLTON VIC 3053




 

  

  



 

 

 

 
 

 
 
Signature 

 

Marlo Baragwanath 
Chief Executive Officer 
Independent Broad-based Anti-corruption Commission 

Level 1 North, 459 Collins Street, Melbourne, Victoria, 3000  

 

 
 

 

 
 

 

 

 
 
Signature 

 

Karen Cain 
CEO  
Latrobe Valley Authority 
Department Jobs Precincts and Regions  

131 Princes Dve Morwell Victoria  

 

 

 
 

Si):mamre 

Mi:~he1 Masson 
CEO 
lowaffl'llmtll'e Vi:deriia 
LI!l"e 3 3,, 140 \Vi!Lliam st 
Mie:Jbo:nrne \!JC 31111110 

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ST.EVE.DAAGAVEL 
LABOUR HIRE ll.[C!ENS[NG COMMISSWN!ER 
BE DIGO 

J1ohnlynch 
A 1:it.iing Chief Mm!liDipaID Iuspemir 
Loe.al Goven101eot h1.spectotcate 
27. 1 , -e- StreetMelbou:rue Vic 3000 

1I2l0Bf2.020 


MY. Baraswanath




 

  



 

 

 

 

 

 
 

 

 

 
 
Signature 

 

Mental Health Reform Victoria  
Chief Executive Officer  
23/50 Lonsdale Street  
Melbourne Vic 3000 

 

 

 

 
 
Signature 

 

ABBEY HOGAN 
Solicitor for Public Prosecutions 
Office of Public Prosecutions Victoria  

565 Lonsdale Street, Melbourne 3000  

 

 

 
 

 

 

 

 

 

 

 

 

 

 

COREYHANNETf 
DIRD:TOR-GENERAL 
.MAJOR TRANSPORT INfiRASiiRUCTURE ADTI:IORIIY 
LEVEL. 141, 121 EXIUBH[ON STREET, MElBOIJRNE 

Marina Far.nan 
Chief Parliamentary Co11mel 
Offili:e of U.e Chief ParHamentacy Counsel 

J 

1 M,u;:artllur St EacSll: M lbourne Vire_. t_,o_rl_a_l_(l_,0_2_· ------------ --------~---' 


marina Jarnan Signature Marina Farnan Chief Parliamentary Counsel Office of the Chief Parliamentary Counsel 1 Macarthur St East Melbourne Victoria 3002




 



 

 

 

 

Signature 

 

Joshua Puls MVO 
Official Secretary 
Office of the Governor 

Government House, Melbourne Vic. 3004  

 

 

 

 

 

 

 

 
Signature 

 

Joseph Yeung 
Chief Executive Officer 
Portable Long Service Authority 

Level 1, 56-60 King Street Bendigo Vic 3550  

 

 
Signature 

 

Justine Heazlewood 
Director and Keeper of Public Records 
Public Record Office Victoria  

99 Shiel Street North Melbourne VIC 3051  

SveH Bluemme[ 
[Hform.aition. Oomrnfas::ioi1er 
Office of tJhe \'1citoria1.1 Infmmati,1111.1 Coimm.issim1e1· 

I 12:ll. Exh.ibiti,1111.1 Streets Melboume, Vicllmia. 3000 


Jalua Re

S-De Signature Sven Bluemmel Information Commissioner Office of the Victorian Information Commissioner 121 Exhibition Street, Melbourne, Victoria 3000




 



 

 

 

      

                   

 
 
 
 
 

 

Stephen Leane 
Road Safety Camera Commissioner 
121 Exhibition Street 
Melbourne 
VIC 3001 

  

 

 
Signature 

 

Adj. Assoc. Professor Ann Maree Keenan 
Acting Chief Executive Officer  
Safer Care Victoria  

50 Lonsdale Street, Victoria, 3000  

 

 

 

 

 

Tracey Gamby 
OliefE.."l:ecuti\e Officer 
RESPECT VICTORIA 
OLD TREASURY BUILDING 
level 2/ 20 Spring Street, 
Melbourne VIC 3000 

~ -:~ 
R.eac:I S et;y Camera Commi ss.ioir,er-

~---

Si nature 
Joanne deMorton 
Chief Executive Officer 
Service Victoria 
level 10, 1 Mc Nab Ave Footscray, 3011 


Stephen Leane APM Road Safety Camera Commissioner

Akceen




 



 

 

 

 

 

 
Signature  

 
 
 
2020-08-04 

Tom Considine  
Acting Chief Executive Officer  

Suburban Rail Loop Authority (ABN 69 981 208 782) 

Level 36, 80 Collins Street, Melbourne, VIC. 3000   

 

 
 

 

 

 

 

 

 

d aire ioerres Miles. 
Clhief Exrernt ive Officer 
Sustairiabilify V icto1ria 

Level 28 
50 Lonsd'aile St reet 

Melbourne VIC 3000 

Sigl lUWr'e 

Lance 
Emerson 

Dr La11ce Emerson , CEO 

Digjt,, lir signed by Loa= Emoni:-11 
DN:m•l a:11::e Emenon. a•\!icta rilm 
A5"1JCl'ft, Heolt!h lnro1TJ1atian. au-CEQ 
emM-1:moe.emB.soo._, i.'i'ic..gtw.aJ, 
c-.11.ll 
Dot,,: ID1CJ.C8.D]. 15:SHI~ +IO'OO' 

V icitorian Agency for Healitll1 lnformalio111 
50 Lo:nsdlale street 
Melooume, Vicroli:a 3000 

s· .111Il!ll 

ANDREW GREAVES 
AUDITOR-GENERAL FOR VICTORIA 
VICTORIAN .AUDITOR-GIENERAL'S O!FFICE 

LIEVEL 31, 35 COLLINS STIR.HT 
MELBOURNE VICTORIA 3 8@1 


Lance Digitally signed by Lance Emerson ONE ch-Lance Emerson, o-Victorian Agency for Health Information, ou-CEO, Emerson email-lance.emerson @yahi.vic.gov.au, DAU Signature Date: 2020.08 03 15:53:02 + 10'00 Dr Lance Emerson , CEO Victorian Agency for Health Information 50 Lonsdale Street Melbourne, Victoria 3000




 



 

 

 

 

 

 

 

ROSS KENNEDY 
CHAIR  
VICTORIAN COMMISSION FOR GAMBLING AND LIQUOR REGULATION  
LEVEL 3, 12 SHELLEY STREET, RICHMOND 3121 
 

 

 

 

 
Dan Stubbs 
Commissioner 
Victorian Disability Worker Commission 
Level 20, 570 Bourke Street, Melbourne  

 

 

 

 

 

 

 

 

 

fle toral Comn11issi,oner 
Victc:uian !Electcua] Ccnumissioi1~ 
li..eveJ 11, 530 Collins Sbr-eet. Melbourne VIC 31111110 

Klristen Hilton 
Coomniss,ioue,r 
'\ ictmian Equal Oppmm. uity and Hmmm Rights Coo1~miniou 
IL.evel 3, 21114 LVE'O!ll Sh-eet. Cat·nou, Viii(, 311153 






 Signature 

 - 

 MM haty Signature Warwick Gately AM Electoral Commissioner Victorian Electoral Commission Level 11, 530 Collins Street, Melbourne VIC 3000 



 

 

 

 

 

 

 
Signature 

 

 

 

 
 
 
 
Signature 

 

Jill Garner 
Victorian Government Architect 
Department of Premier and Cabinet/Office of the Victorian Government Architect 

Level 2, Old Treasury Building, 20 Spring Street, Melbourne, 
VIC, 3000 

 

 

 
 

 

 
 

Travis IDol\~ling 
CEO 
Victor ,·an Fisheries Authority 
Leve] 111.9 / 1 Spring Street 
Melbourne V C 3000 

17 / 08 / 20201 

Matthew Hooking 
Acting Victorian Go,,e,rnm.ent Solkitol!' 
Victorian Gove:rn1ruetr1.t Sol!icitoi's Office 
I.e,•el 2 5. 121 Exhibition Sn·eet Melboume VIC 3000 

Si nati,re 
EAMONN MORAN PSM QC 
I SPECTOR 
VICT,O RIAN INSPECTORATE: 

1 LEVEL 8,565 BOURKE STRl:ET,MELBOlfRNE 3000 


fer

Eamon More Signature EAMONN MORAN PSM QC INSPECTOR VICTORIAN INSPECTORATE LEVEL 8, 565 BOURKE STREET, MELBOURNE 3000




 

  



 

 

 

 

 

 

 
 

  
Signature 

 

Deborah Glass 
Ombudsman 
Victorian Ombudsman 

Level 2 
570 Bourke Street 
Melbourne  Vic  3000 

 

 

 
 

 

 
 

 

 

 

 

s· natltr,e· 

FmNAMO.EAY 
BOARD om & COMMfSSION!ER 
vu:rmHAN LEGAL SERVIC!ES BOARD AND OOMMISSIONER 
LEVEL5 
555 BOUKRE STREET 
MELBOURNE VIC 3000 

1

/.l-----p 
Signatu~ "' 

Adam Fennessy 
Coum1i!ssioneF 
Victodan Puh]k SectoF Conunissi!on 
3 TreacSIJFY Place, East Melhou11·ne VIC 3 002: 

Sh.ane Lucas 
Chief Exe, illrtive OfficeF 
Victorian Responsible ,Gambling FowidaUon 
Le,,el 6,, 14-Z0 Rlad,-wood Street 
North Melhoum.e Viaoria 3051 


Signature FIONA MCLEAY BOARD CEO & COMMISSIONER VICTORIAN LEGAL SERVICES BOARD AND COMMISSIONER LEVEL 5 555 BOUKRE STREET MELBOURNE VIC 3000

Victorian Public Service Enterprise Agreement 2020

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