Parks Victoria Enterprise Agreement 2021

1

Fair Work Act 2009 
s.185—Enterprise agreement

Parks Victoria
(AG2021/8486)

PARKS VICTORIA ENTERPRISE AGREEMENT 2021

State and Territory government administration

DEPUTY PRESIDENT MASSON MELBOURNE, 16 DECEMBER 2021

Application for approval of the Parks Victoria Enterprise Agreement 2021.

[1] An application has been made for approval of an enterprise agreement known as the 
Parks Victoria Enterprise Agreement 2021 (the Agreement). The application was made 
pursuant to s.185 of the Fair Work Act 2009 (the Act). It has been made by Parks Victoria. 
The Agreement is a single enterprise agreement.

[2] The Employer has provided written undertakings. 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.

[3] Subject to the undertakings referred to above, 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.

[4] I note that several clauses of the Agreement may be inconsistent with the National 
Employment Standards. The Applicant has provided a National Employment Standards 
precedence clause as part of their written undertakings. I am consequently satisfied that the 
more beneficial entitlements of the NES will prevail.

[5] The Community and Public Sector Union, the Australian Municipal, Administrative, 
Clerical and Services Union and the Australian Workers’ 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) I note that the Agreement covers the 
organisations.

[6] The Agreement is approved and, in accordance with s.54 of the Act, will operate from 
23 December 2021. The nominal expiry date of the Agreement is 20 August 2025.

[2021] FWCA 7053

DECISION
FairWork 

Commission 


AUSTRALIA FairWork Commission






[2021] FWCA 7053

2

DEPUTY PRESIDENT

Printed by authority of the Commonwealth Government Printer

AE514224  PR736646


OF THE FAIR WORK ORK THE 1 USTRALIA ER ISSION THE




 



[2021] FWCA 7053

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Annexure A

IN THE FAIR WORK COMMISSION 

FWC Matter No: AG2021/8486 

Applicant: Parks Victoria 

Section 185 - Application for approval of a single enterprise agreement 

Undertaking - Section 190 

Dear Deputy President Masson, 

Parks Victoria Enterprise Agreement 2021 (AG2021/8486) 

Written undertakings under section 190 o,f the Fair Wark Act 2009 

Parks Victoria hereby undertakes the following in relation to the Parks Victoria Enterprise 

Agreement 2021: 

1. National Employment Standards 

This Agreement will be read and interpreted in conjunction with the Notional 

Employment Stondords (NES). Where there is on inconsistency between this agreement 

and the NES, and the NES provides a greater benefit, the NES provision will apply to the 

extent of the inconsistency, 

2. Casual Employment Overtime 

Clause 65.3 requires a casual employee to work 10 hours per day before overtime 

penalties are triggered. Clause 65.3 is amended as follows: 

Where o casual employee works in excess of their ordinary hours in the work doy os per 

clause 53, the provisions of overtime set out in clause 65.6 ond clause 65.7 will apply. 

3. Trainees/ Apprentices 

With respect to clause 24.3, this clause is amended as follows: 

14.3 Trainees/ Apprentices 

Porks Victoria engage apprentices through third-party providers. Trainees ore also 

generally engaged through labour hire arrangements or third-party providers. 


IN THE FAIR WORK COMMISSION FWC Matter No: AG2021/8486 Applicant: Parks Victoria Section 185 - Application for approval of a single enterprise agreement Undertaking - Section 190 Dear Deputy President Masson, Parks Victoria Enterprise Agreement 2021 (AG2021/8486) Written undertakings under section 190 of the Fair Work Act 2009 Parks Victoria hereby undertakes the following in relation to the Parks Victoria Enterprise Agreement 2021: 1. National Employment Standards This Agreement will be read and interpreted in conjunction with the National Employment Standards (NES). Where there is an inconsistency between this agreement and the NES, and the NES provides a greater benefit, the NES provision will apply to the extent of the inconsistency. 2. Casual Employment Overtime Clause 65.3 requires a casual employee to work 10 hours per day before overtime penalties are triggered. Clause 65.3 is amended as follows: Where a casual employee works in excess of their ordinary hours in the work day as per clause 53, the provisions of overtime set out in clause 65.6 and clause 65.7 will apply. 3. Trainees/Apprentices With respect to clause 24.3, this clause is amended as follows: 24.3 Trainees/Apprentices Parks Victoria engage apprentices through third-party providers. Trainees are also generally engaged through labour hire arrangements or third-party providers.




 



[2021] FWCA 7053

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Should Parks Victoria directly engage a trainee, the following classifications apply: 

Highest year of schooling completed 

Year 10 

School leaver Grade 1, Step 1 

Plus 1 year out of school Grade 1, Step 2 

Plus 2 years out of school Grade 1, Step 3 

Plus 3 years out of school Grade 1, Step 4 

Plus 4 years out of school Grade 1, Step 5 

Plus 5 or more years out of 
Grade 1, Step 6 

school 

Signed for an on behalf of the employer 

Matthew Jackson 

Chief Executive Officer 

Parks Victoria 

Date: °:f J:b::el'V"bev 2bZt 

Year 11 Year12 

Grade 1, Step 2 Grade 1, Step 3 

Grade 1, Step 3 Grade 1, Step 4 

Grade 1, Step 4 Grade 1, Step 5 

Grade 1, Step 5 Grade 1, Step 6 

Grade 1, Step 6 


Should Parks Victoria directly engage a trainee, the following classifications apply: Highest year of schooling completed Year 10 Year 11 Year 12 School leaver Grade 1, Step 1 Grade 1, Step 2 Grade 1, Step 3 Plus 1 year out of school Grade 1, Step 2 Grade 1, Step 3 Grade 1, Step 4 Plus 2 years out of school Grade 1, Step 3 Grade 1, Step 4 Grade 1, Step 5 Plus 3 years out of school Grade 1, Step 4 Grade 1, Step 5 Grade 1, Step 6 Plus 4 years out of school Grade 1, Step 5 Grade 1, Step 6 Plus 5 or more years out of school Grade 1, Step 6 Signed for and on behalf of the employer Matthew Jackson Chief Executive Officer Parks Victoria Date: 7 December 2021




 



 

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PARKS VICTORIA ENTERPRISE AGREEMENT 2021 

TABLE OF Contents 
 

APPLICATION AND OPERATION OF THE AGREEMENT 4 
1. SUPERSESSION 4 
2. PARTIES BOUND AND SCOPE 4 
3. COMMENCEMENT DATE OF AGREEMENT AND PERIOD OF OPERATION 5 
4. PATIENCE IN BARGAINING BONUS 5 
5. NO FURTHER CLAIMS 5 
6. RENEGOTIATION PERIOD 6 
7. CONSULTATIVE COMMITTEE 6 
8. CONSULTATION ARRANGEMENTS FOR THE IMPLEMENTATION OF CHANGE 7 
9. CONSULTATION ON CHANGES TO ROSTERS OR HOURS OF WORK 9 
10. RESOLUTION OF DISPUTES AND GRIEVANCES 9 
11. INDIVIDUAL FLEXIBILITY ARRANGEMENTS 12 
12. DEFINITIONS 13 
AIMS AND OBJECTIVES OF THE AGREEMENT 14 
13. PARKS VICTORIA’S VISION AND PURPOSE 14 
14. AIMS AND OBJECTIVES 14 
15. WORKLOAD 15 
CONTRACT OF EMPLOYMENT 15 
16. SECURE EMPLOYMENT 15 
17. EMPLOYMENT CATEGORIES AND ENTITLEMENTS 15 
18. FULL TIME EMPLOYEES 16 
19. PART TIME EMPLOYEES 16 
20. SEASONAL EMPLOYEES 16 
21. FIXED TERM EMPLOYEES 17 
22. CASUAL EMPLOYEES 18 
23. CASUAL CONVERSION 18 
24. OTHER CATEGORIES OF EMPLOYMENT 18 
25. TERMINATION AND RESIGNATION 19 
26. TERMINATION FOR SERIOUS MISCONDUCT 20 
27. ABANDONMENT OF EMPLOYMENT 20 
28. REDUNDANCY AND REDEPLOYMENT 20 
29. MANAGEMENT OF MISCONDUCT 21 
PERFORMANCE MANAGEMENT 23 
30. MANAGEMENT OF UNSATISFACTORY WORK PERFORMANCE 23 
31. APPOINTMENTS / PROMOTIONS AND RELOCATION 29 
32. APPOINTMENTS/PROMOTIONS 29 
33. APPOINTMENTS BY TRANSFER 30 
34. RECRUITMENT GRIEVANCES 31 
35. NON RESIDENTIAL RELOCATION 31 
36. RESIDENTIAL RELOCATION 32 
37. RELOCATION EXPENSES ON RETIREMENT OR IN DEATH 33 
CLASSIFICATION AND SALARIES 33 






Valos
Undertakings



 

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38. CLASSIFICATION STRUCTURE 33 
39. SALARY INCREASES 35 
40. SALARIES ON APPOINTMENT/COMMENCEMENT 36 
41. SALARY PROGRESSION 37 
42. PROGRESSION AND WORK AND DEVELOPMENT PLAN 39 
43. PROGRESSION TO A HIGHER GRADE 40 
44. JOB EVALUATION PROCESS 41 
45. GRADE 2 LEARNING & DEVELOPMENT FRAMEWORK 42 
46. PAYMENT OF SALARIES 43 
47. HIGHER DUTIES 44 
48. SALARY SACRIFICE 45 
49. SALARY SACRIFICE TO A DEFINED BENEFITS SCHEME 45 
50. SUPERANNUATION 46 
51. ANNUAL LEAVE LOADING 47 
HOURS OF WORK 47 
52. HOURS OF WORK 47 
53. WORKING HOURS 47 
54. SPREAD OF HOURS 48 
55. NON-ROSTERED EMPLOYEES 48 
56. ROSTERED WEEKEND EMPLOYEES 49 
57. ROSTERED STAND-BY EMPLOYEES / AFTER HOURS DUTY OFFICERS 51 
58. ROSTERS FOR WEEKEND EMPLOYEES 52 
59. ROSTERED WORK – OUTSIDE THE SPREAD OF HOURS 52 
60. RIGHT TO REQUEST FLEXIBLE WORKING ARRANGEMENTS 53 
61. HOME BASED WORK 53 
ADDITIONAL PAYMENTS AND BENEFITS 54 
62. MOBILITY PRINCIPLES 54 
63. MOBILITY PAYMENT 55 
64. AFTER HOURS STAND-BY 56 
65. OVERTIME 57 
66. OVERTIME - RATE OF ACCRUAL FOR TIME IN LIEU PAYMENT 58 
67. PAYMENT OF OVERTIME CEILING 59 
68. CALL OUTS 59 
69. TRANSPORT OF EMPLOYEES 59 
70. REST PERIODS 59 
71. MEAL ALLOWANCE 60 
72. PERSONAL EXPENSES 60 
73. CARER RESPONSIBILITIES 61 
74. SHIFTWORK 61 
75. BUSINESS CONTINUITY/SHORT TERM DEPLOYMENT 62 
76. CAMPING ALLOWANCE 63 
EQUAL OPPORTUNITY, SAFETY AND REHABILITATION 65 
77. SKI EQUIPMENT ALLOWANCE 65 
78. UNIFORM 66 
79. REMOTE LOCATION ALLOWANCE AND ATTRACTION ALLOWANCE 66 
80. EQUAL OPPORTUNITY 70 
81. GENDER EQUALITY 70 
82. OCCUPATIONAL HEALTH AND SAFETY 72 








 

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83. FACILITIES, EQUIPMENT AND ACCOMMODATION – GENERAL 77 
84. ACCIDENT PAY 78 
85. EMPLOYEE ASSISTANCE PROGRAM 79 
APPENDIX 1 – EMERGENCY WORK 80 

 EMERGENCY WORK 80 
 PARITY 80 
 RETENTION OF CLASSIFICATION 81 
 FIT FOR EMERGENCY 81 
 NORMAL HOURS OF WORK 81 
 WORK PERIOD 81 
 REST PERIOD 82 
 MEAL INTERVAL 82 
 MONDAY TO FRIDAY PAYMENT 82 
 SATURDAY WORK 83 
 SUNDAY AND PUBLIC HOLIDAY WORK 83 
 STAND-BY 83 
 DUTY OFFICER 84 
 CALLOUT 86 
 TRAVELLING TIME 86 
 RESUMPTION OF NORMAL DUTIES 86 
 REST PERIODS FOR DEPLOYMENTS BETWEEN EMERGENCY DUTIES 87 
 PROVISION OF MEALS 88 
 EMERGENCY FIELD ALLOWANCE 88 
 EMERGENCY SUPPORT ALLOWANCE 89 
 INCIDENT MANAGEMENT TEAM RESPONSIBILITY PAYMENTS 89 
 PAYMENT OF OVERTIME CEILING 92 
 DEFINITIONS 92 
 ROSTERS 94 
 FINANCIAL SUPPORT FOR PERSONAL INJURIES 95 
 ADDITIONAL SUPERANNUATION FOR EMPLOYEES ENGAGED IN FIRE MANAGEMENT AND 

FIRE RESPONSE 95 
 FATIGUE MANAGEMENT LEAVE 97 

APPENDIX 2: PUBLIC HOLIDAYS AND LEAVE PROVISIONS 100 
1. PUBLIC HOLIDAYS 100 
2. ANNUAL LEAVE 101 
3. PERSONAL LEAVE 103 
4. LONG SERVICE LEAVE 106 
5. PARENTAL LEAVE 111 
6. EXTENDED LEAVE WITHOUT PAY 122 
7. PURCHASED LEAVE 123 
8. SPECIAL LEAVE ARRANGEMENTS 124 
9. COMMUNITY LEAVE 124 
10. CULTURAL AND CEREMONIAL LEAVE 125 
11. JURY LEAVE 125 
12. COMMUNITY SERVICE - KOORIE COURT 125 
13. DEFENCE FORCE RESERVE LEAVE 126 
14. EMERGENCY SERVICES LEAVE 127 
16. HEALTH AND WELLBEING LEAVE 127 

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17. PERSONAL/PROFESSIONAL DEVELOPMENT LEAVE 130 
18. SABBATICAL LEAVE 130 
19. INDUSTRIAL RELATIONS/UNION TRAINING 131 
20. COSTS OF EMPLOYMENT RELATED LEGAL PROCEEDINGS 131 
21. FAMILY VIOLENCE SUPPORT 132 
APPENDIX 3:   WORK VALUE LEVEL DESCRIPTORS 135 
SCHEDULE 1: CLASSIFICATION AND SALARIES 161 
 

 

APPLICATION AND OPERATION OF THE AGREEMENT 

1. Supersession 

1.1. This Agreement wholly replaces the Parks Victoria Enterprise Agreement 2016. 

1.2. This Agreement shall prevail to the extent of any inconsistency over the Parks Victoria 
Enterprise Agreement 2016 as varied from time to time in respect of persons covered by it. 
Provided that no right or obligation accrued or incurred prior to this Agreement becoming 
operative shall be affected. 

1.3. No Employee will, on balance, have their overall pay and conditions reduced as a result of 
the making of this Agreement. 

1.4. No Employee’s overall terms and conditions of employment shall, on balance, be reduced as 
a result of any machinery of Government changes that occur during the life of this 
Agreement. 

2. Parties Bound and Scope 

2.1. The Agreement shall be binding on: 

(a) Parks Victoria and all categories of staff employed by Parks Victoria whose 
employment is, at any time when this Agreement is in operation, subject to this 
Agreement; and 

(b) The undermentioned organisations: 

(i) The Australian Municipal, Administrative, Clerical and Services Union 
(Authorities and Services Branch); 

(ii) CPSU, the Community and Public Sector Union; 

(iii) The Australian Workers Union; and 

(iv) Professionals Australia (formerly known as The Association of Professional 
Engineers, Scientists and Managers Australia) 

provided that the Fair Work Commission in its decision to approve this Agreement 

notes that the Agreement covers one more of these organisations. 








 

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3. Commencement Date of Agreement and Period of Operation 

3.1. This Agreement comes into operation seven days after it is approved by the Fair Work 
Commission and will nominally expire on 20 August 2025. 

3.2. Employees to whom this Agreement applies shall receive salary increases, payment and 
increases to allowances as follows: 

 

 

 

 

 

 

 

 

 

 

 

 

4. Patience in Bargaining Bonus 

4.1. In recognition of the good faith and patience demonstrated by employees throughout the 
enterprise agreement bargaining process, eligible employees will receive a one-off ‘patience 
in bargaining bonus’.    

4.2. Eligible employees include all employees, other than casual employees, who are employed 
and in receipt of a salary at the time the ‘patience in bargaining bonus’ is paid. Eligible 
employees also include those who are within the first 52 weeks of parental leave, regardless 
of whether they are in receipt of a salary on the date payment is made. 

4.3. Eligible employees will receive a one-off ‘patience in bargaining bonus’ of $706. Payment will 
be made in the first full pay period after the commencement date of this agreement.   

5. No Further Claims 

5.1. This Agreement is intended to set out, or set out processes for determining, all the terms 
and conditions of employment of the Employees who will be subject to this Agreement for a 
period of four years. 

Date of Effect Percentage Increase 

15 September 2021 1.00% 

15 March 2022 1.00% 

15 September 2022 1.00% 

15 March 2023 1.00% 

15 September 2023 1.00% 

15 March 2024 1.00% 

15 September 2024 1.00% 

15 March 2025  1.00% 








 

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5.2. The Employees, the Employer and the Unions agree that they will not, for a period of four 
years, make claims for the making of a further agreement under s172 of the FW Act, 
whether in relation to matters dealt with in this Agreement or otherwise. 

6. Renegotiation Period 

6.1. With the aim of avoiding protracted negotiations for a new agreement, the Unions and Parks 
Victoria agree to a renegotiation period. The renegotiation period shall be from February 
2025 until August 2025. The aim of the renegotiation period is to permit a new agreement to 
be reached in and commence operation immediately after the nominal expiry date of this 
Agreement . 

6.2. To meet this objective, the Unions and Parks Victoria agree that: 

(a) Each will provide any proposals for change to the agreement by February 2025. 

(b) They will meet regularly to progress negotiations in good faith. In this connection, 
small working groups may be established to examine particular areas of 
disagreement.  

6.3. The person/s responsible for negotiating will bring with them the necessary authority to 
finalise the agreement. 

7. Consultative Committee 

7.1. The purpose of the Committee is to facilitate effective communication and the working 
together of managers, staff and unions to make Parks Victoria a more productive, safe, 
secure and satisfying workplace, particularly as this relates to conditions of employment.  

7.2. The role of the Consultative Committee is to: 

(a) provide a forum for open communication between management, staff and employee 
representatives including Unions 

(b) work to help to create a workplace environment that engenders commitment to 
Parks Victoria's Policies, Corporate Plan and Strategic Frameworks (or similar/ 
equivalent) 

(c) provide a forum for consultation about changes to HR and OHS policies and 
procedures  

(d) provide a forum for discussion of organisational change; and 

(e) monitor the implementation and operation of this Agreement.  

7.3. In performing its role, the Consultative Committee may   

(a) Provide advice to the Executive Management Team   

(b) Collectively consider and provide advice on specific issues including: 

(i) Structural efficiency, staff training and job design 








 

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(ii) The introduction of new substantive or revised work methods, work 
arrangements and work organisation that improve performance including 
technological change, contractors and volunteers.  

(iii) Contribute comments and the views of the Committee on proposed new or 
changed policies and procedures on HR and OHS matters and their 
implementation.  

(c) Advise the Executive Management Team (or similar/ equivalent) as required 

(d) Establish working groups or sub-committees to undertake specific tasks, prepare 
reports, action plans and advise the Consultative Committee 

7.4. The Consultative Committee will comprise of representatives from management, staff and 
their employee representatives including Unions. Union representatives are members of the 
Committee. 

7.5. The Consultative Committee will meet every second month, or otherwise by agreement. 
Administrative support will be provided by Parks Victoria to support the operation of the 
Consultative Committee including the preparation of agendas, recording of minutes, and 
agreed actions and preparation of documents. 

7.6. The Consultative Committee shall resolve issues by consensus. In the absence of a 
consensus, the Chief Executive or Delegate(s) will consider the respective views of 
Consultative Committee Members. 

7.7. Employees will be paid for attending Consultative Committee Meetings.  Attendance at 
meetings will be considered as part of the employee’s normal duties.   

7.8. Parks Victoria will not unreasonably withhold any requested information which will enable 
the parties to effectively monitor this Agreement.  

8. Consultation Arrangements for the Implementation of Change 

8.1. Where the Parks Victoria 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, Parks Victoria will 
advise the affected Employees, the relevant Unions covered by this Agreement and any 
other representative nominated by a relevant Employee of the proposed change as soon as 
practicable after the proposal has been made. Parks Victoria will advise the affected 
Employees, the relevant Unions covered by this Agreement, and any other representative 
nominated by a relevant Employee of the likely effects on the Employees’ working 
conditions and responsibilities. Parks Victoria will advise of the rationale and intended 
benefits of any change, including improvements to productivity, if applicable. 

8.2. 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; 

(b) major change to the composition, operation or size of the Employer’s workforce or 
to the skills required of Employees; 








 

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(c) the elimination or diminution of job opportunities (including opportunities for 
promotion or tenure); 

(d) the alteration of hours of work; 

(e) the need to retrain Employees; 

(f) the need to relocate Employees to another workplace; 

(g) the restructuring of jobs. 

8.3. Parks Victoria will regularly consult with affected Employees, the relevant Unions covered by 
this Agreement and any other representative nominated by a relevant Employee and give 
prompt consideration to matters raised by the Employees or the relevant Unions covered by 
this Agreement and where appropriate provide training for the Employees to assist them to 
integrate successfully into the new structure. 

8.4. In accordance with this clause, the affected Employees, the relevant Unions covered by this 
Agreement and any other representative nominated by a relevant Employee may submit 
alternative proposals which will meet the indicated rationale and benefits of the proposal. 
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. If such a proposal is 
made Parks Victoria must give considered reasons to the affected Employees, the relevant 
Unions covered by this Agreement, and any other representative nominated by a relevant 
Employee if Parks Victoria does not accept its proposals. 

8.5. Indicative reasonable timeframes are as follows: 

 

Step in process Number of working days in which to 
perform each step 

Parks Victoria advises Employees, relevant Unions 
covered by this Agreement and any other 
representative nominated by a relevant Employee 

 

Response from Employees, the relevant Unions 
covered by this Agreement or any other 
representative nominated by a relevant Employee 

5 days following receipt of written advice 
from Parks Victoria 

Meeting convened (if requested) 5 days following request for meeting 

Further Parks Victoria response (if relevant) 5 days following meeting 

Alternative proposal from Employees, relevant 
Union covered by this Agreement (if applicable) or 
any other representative nominated by a relevant 
Employee 

10 days following receipt of Employer 
Response 

Parks Victoria response to any alternative proposal 10 days following receipt of alternative Proposal 

 

8.6. Any dispute concerning the Parties’ obligations under this clause shall be dealt with in 
accordance with Clause 10 (Resolution of disputes and grievances). 








 

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9. Consultation on Changes to Rosters or Hours of Work 

9.1. This clause applies if the Employer proposes to introduce a change to the regular roster or 
ordinary hours of work of Employees.  

9.2. The Employer must notify the relevant Employees of the proposed change.  

9.3. The relevant Employees may appoint a representative for the purposes of the procedures in 
this clause.  

9.4. If: 

(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. 

9.5. 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).  

9.6. However, the Employer is not required to disclose confidential or commercially sensitive 
information to the relevant Employees.  

9.7. The Employer must give prompt and genuine consideration to matters raised about the 
change by the relevant Employees. 

10. Resolution of disputes and grievances 

10.1. Unless otherwise provided for in this Agreement, a dispute or grievance about a matter 
pertaining to the employment relationship, arising under this Agreement or the National 
Employment Standards (other than termination of employment) must be dealt with in 
accordance with this clause. This includes a dispute or grievance about whether Parks 
Victoria had reasonable grounds to refuse a request for flexible working conditions or an 
application to extend unpaid parental leave. 

10.2. This clause does not apply to any dispute on a matter or matters arising in the course of 
bargaining in relation to a proposed workplace agreement. 








 

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10.3. Parks Victoria or an Employee covered by this Agreement may choose to be represented at 
any stage by a representative, including a union representative or Employer organisation. 

Obligations 

10.4. The parties to the dispute or grievance, and their representatives, must genuinely attempt 
to resolve the dispute or grievance through the processes set out in this clause and must 
cooperate to ensure that these processes are carried out expeditiously. 

10.5. Whilst a dispute or grievance is being dealt with in accordance with this clause, work must 
continue according to the status quo ante., 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 
Parks Victoria of this concern and has not unreasonably failed to comply with a direction by 
Parks Victoria to perform other available work that is safe and appropriate for the Employee 
to perform. 

10.6. No person covered by this Agreement will be prejudiced as to the final settlement of the 
dispute or grievance by the continuance of work in accordance with this clause. 

Dispute settlement facilitation 

10.7. For the purposes of compliance with this Agreement (including compliance with this dispute 
settlement procedure) where the chosen Employee representative is another Employee of 
Parks Victoria, they must be released by Parks Victoria from normal duties for such periods 
of time as may be reasonably necessary to enable her/him to represent Employees 
concerning matters pertaining to the employment relationship including but not limited to: 

(a) Investigating the circumstances of a dispute; 

(b) Endeavouring to resolve a dispute; or, 

(c) Participating in conciliation, arbitration or any other agreed alternative dispute 
resolution process. 

10.8. The release from normal duties referred to in this clause is subject to the proviso that it does 
not unduly affect Parks Victoria’s operations. 

Discussion of grievance or dispute 

10.9. The dispute or grievance must first be discussed by the aggrieved Employee(s) with the 
immediate supervisor of the Employee(s), except where this would be inappropriate.  

10.10. If the matter is not settled, the Employee(s) can require that the matter be discussed with 
another Parks Victoria representative appointed for the purposes of this procedure. 

Internal process 

10.11. If any party to the dispute or grievance who is covered by the Agreement refers the dispute 
or grievance to an established internal dispute or grievance resolution process, the matter 
must first be dealt with in accordance with that process, provided that the process is 
conducted in a timely manner and it is consistent with the following principles: 

(a) the rules of natural justice; 

(b) provides for mediation or conciliation of the grievance; 








 

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(c) provides that Parks Victoria will take into consideration any views on who should 
conduct the review; and 

(d) be conducted as quickly, and with as little formality, as a proper consideration of the 
matter allows. 

10.12. If the dispute or grievance is not settled through an internal dispute or grievance resolution 
process, the matter can be dealt with in accordance with the processes set out below. 

10.13. If the matter is not settled, either party may refer the matter to the FWC. 

Disputes of a Collective Character 

10.14. The parties covered by the Agreement 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. 

10.15. 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 

10.16. Where a dispute or grievance is referred to the FWC for conciliation, a member of the FWC 
shall do everything that appears to the member to be right and proper to assist the parties 
to the dispute to agree on terms for the settlement of the dispute or grievance. 

10.17. This may include arranging: 

(a) conferences of the parties to the dispute or their representatives presided over by 
the member; and, 

(b) for the parties to the dispute or their representatives to confer among themselves at 
conferences at which the member is not present. 

10.18. Conciliation before the FWC shall be regarded as completed when: 

(a) the parties to the dispute have reached agreement on the settlement of the 
grievance or dispute; or, 

(b) the member of the FWC conducting the conciliation has, either of their own motion 
or after an application by either party, satisfied themselves that there is no 
likelihood that within a reasonable period, further conciliation will result in a 
settlement; or, 

(c) the parties to the dispute have informed the FWC member that there is no likelihood 
of agreement on the settlement of the grievance or dispute and the member does 
not have substantial reason to refuse to regard the conciliation proceedings as 
completed. 

Arbitration 

10.19. If the dispute or grievance has not been settled when conciliation has been completed, 
either party may request that the FWC proceed to determine the dispute or grievance by 
arbitration. 








 

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10.20. Where a member of the FWC has exercised conciliation powers in relation to the dispute or 
grievance, the member shall not exercise, or take part in the exercise of, arbitration powers 
in relation to the dispute or grievance if a party objects to the member doing so. 

10.21. Subject to this clause, the Agreement of the FWC is binding upon the persons covered by 
this Agreement. 

10.22. An appeal lies to a Full Bench of the FWC, with the leave of the Full Bench, against a 
determination of a single member of the FWC made pursuant to this clause. 

Conduct of matters before FWC 

10.23. Subject to any agreement between the parties to the dispute in relation to a particular 
dispute or grievance and the provisions of this clause, in dealing with a dispute or grievance 
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. 

11. Individual Flexibility Arrangements 

11.1. An Employee and Parks Victoria may enter into an individual flexibility arrangement 
pursuant to this clause in order to meet the genuine needs of both the Employee and the 
Parks Victoria.  An individual flexibility arrangement must be genuinely agreed to by the 
Employee and Parks Victoria. 

11.2. An individual flexibility arrangement may vary the effect of clause 53 (Working Hours). 

11.3. An Employee may nominate a representative to assist in negotiations for an individual 
flexibility arrangement. 

11.4. Parks Victoria must ensure that the terms of the individual flexibility arrangement: 

(a) are about permitted matters under section 172 of the FW Act; 

(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. 

11.5. Parks Victoria must ensure that an individual flexibility arrangement is in writing and signed 
by the Employee and Parks Victoria. If the Employee is under 18, the arrangement must also 
be signed by a parent or guardian of the Employee. 

11.6. Parks Victoria must give a copy of the individual flexibility arrangement to the Employee 
within 14 days after it is agreed to. 

11.7. Parks Victoria 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; 

(b) how the individual flexibility arrangement will vary or affect the terms of this 
Agreement; 








 

13 
 

(c) how the Employee will be better off over all in relation to the terms and conditions 
of their employment as a result of the individual flexibility the day on which the 
individual flexibility arrangement commences; and 

(d) 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 Parks Victoria. 

12. Definitions 

12.1. Unless inconsistent with the context or intent of a particular clause, or to definitions 
specifically provided for in this Agreement, the following definitions shall apply. 

 

TERM MEANING 

Aboriginal lore 

(law) 

The customs and stories the Aboriginal peoples learned from the Dreamtime. 

Aboriginal lore is passed on through the generations through songs, stories and 

dance and it governs all aspects of Traditional life. 

 
Agreement The Parks Victoria Enterprise Agreement 2021 

Annual Rate of 

Pay 

An Employee’s single time hourly rate of pay (in the normal course of carrying 
out the duties for which employed), inclusive of annualised annual leave 
loading and all other annualised allowances (e.g.; Rostered Weekend Work) 
but exclusive of any other allowances or payments as described in this 
Agreement. 

Annual Salary As above but expressed as an annual amount (not an hourly rate of pay) based 
on working full time equivalent hours (i.e. 76 hours per fortnight) over 52 weeks 
at the annual rate of pay. 

  

Employee A person employed by Parks Victoria under this Agreement.  
 

  
Employer Parks Victoria 

FW Act The Fair Work Act 2009 (Cth), or any successor legislation.  

FWC The Fair Work Commission 

Inactive 
Employment 

The period of time that a seasonal Employee is not engaged in active 
employment with Parks Victoria. This would be considered as a period of 
being without paid employment for the purposes of the relevant Social 
Security legislation. 

Leave Leave taken without loss of pay unless otherwise prescribed or specified as 
leave without pay. 








 

14 
 

New Employee Any person who was not employed by Parks Victoria under this Agreement on 
the date immediately preceding  commencement of employment in a 

position under this Agreement. 

Ordinary Hours The working hours and arrangements described in clause 5 3  of this 
Agreement “Working Hours”. 

Overtime means the hours worked at the direction of the Employer, which are in addition 

to an Employee’s ordinary daily hours of work on any day established in 

accordance with clause 5 3  

 
Position The usual position to which an Employee is appointed, and which forms the 

basis of the employment relationship under this Agreement (i.e. their 

substantive position). 

Substantive Rate 

of Pay 

An Employee’s single time hourly rate of pay (in the normal course of carrying 
out the duties for which employed), inclusive of annualised annual leave 
loading but exclusive of any other allowances or payments as described in 
this Agreement. 

Substantive 

Salary 

As above but expressed as an annual  amount (not an hourly rate of pay) based 
on working full time equivalent hours (ie; 76 hours per fortnight) over 52 weeks 
at the substantive rate of pay. 

Union/s Any or all of the organisations defined under clause 2 (and their officers or 
appointed officials), as the case requires. 

AIMS AND OBJECTIVES OF THE AGREEMENT 

13. Parks Victoria’s Vision and Purpose 

13.1. Parks Victoria’s vision is ‘Into nature to create a better Victoria’. We inspire Victorians to 
protect and enjoy our unique natural and cultural heritage. Putting nature first today for 
tomorrow, we champion the importance of nature by managing, protecting and sharing 
Victoria’s precious places. In partnership with Traditional Owners, we help connect people 
with Country, understand cultural heritage and contribute to human health and wellbeing. 

14. Aims and Objectives 

14.1. This Agreement sets out terms and conditions of employment for all Employees of Parks 
Victoria who are covered by this Agreement, while it is in force. 

14.2. In so doing the aim of the Agreement is to support the achievement of Parks Victoria’s 
Corporate Plan (as amended each year) by enabling and encouraging all Employees to 
contribute to Parks Victoria as effectively as possible whilst also enhancing the quality of 
Employees’ working lives. 

14.3. Consistent with this aim, the parties agree to work together to improve organisational 
performance, productivity and sustainability and to provide for a more responsive, satisfied 
and competent workforce that is supported by improved business systems and more 
effective management of people. 

14.4. The achievement of these objectives is intended to benefit the community, Employees and 
Parks Victoria and will require continuing commitment both managers and Employees. The 








 

15 
 

parties also recognise that full achievement of the Corporate Plan is a long-term process 
which can be affected by external factors and needs to be supported by appropriate 
resources. 

15. Workload 

15.1. Parks Victoria acknowledges the benefits to both the organisation and individual Employee 
gained through Employees having a balance between both their professional and family life. 

15.2. Parks Victoria 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. 

15.3. An employee or group of employees may request as review of their workload if they believe 
that the workload is unreasonable having regard to the matters set out in clause 15.2. 

15.4. The Employee or group of employees, Parks Victoria and the elected Health and Safety 
Representative will agree to a process for conducting a review of the workload.  The agreed 
process will include the method and timelines. 

15.5. Following completion of the review, the Employee or group of employees, Parks Victoria and 
the HSR may agree to workload adjustments to address the concerns of the employee or 
group of employees.  If the matter is not resolved, either party can refer the matter to 
dispute resolution in accordance with clause 10.  

15.6. Where an Employee is performing higher duties or where an Employee is engaged in 
business continuity function, Parks Victoria will not require that Employee to perform the 
full range of duties of both their original Position as well as their acting position or business 
continuity function work.  

15.7. Nothing in this clause prevents Parks Victoria from requiring staff to perform overtime in 
accordance with clause 65. 

CONTRACT OF EMPLOYMENT 

16. Secure Employment  

16.1. Parks Victoria acknowledges the positive impact that secure employment has on Employees 
and the provision of quality services to the Victorian community.  

16.2. Parks Victoria will give preference to ongoing forms of employment over casual and fixed 
term arrangements wherever possible. 

16.3. Where a Union or affected employee identify fixed term or casual employment that is 
considered not to meet the criteria established in clauses 21 or 22, the Union or affected 
Employees will refer the matter to Parks Victoria. If the parties cannot resolve the matter, it 
will be dealt with under clause 10 (Resolution of Disputes).   

17. Employment Categories and Entitlements  

17.1. Employees covered by this Agreement may be engaged on an ongoing (full time or part 
time), fixed term (full time or part time basis) or casual basis. 








 

16 
 

18. Full Time Employees 

18.1. A full time Employee is one who is engaged to work ordinary hours that equate to 76 hours 
per fortnight as prescribed in clause 53 of this Agreement. 

19. Part Time Employees 

19.1. Provisions relating to salary, leave, and all other entitlements contained within this 
Agreement, will apply to part-time employees on a pro rata basis. 

19.2. Payment for part-time employment must be for not less than three consecutive hours in any 
day worked except: 

(a) Where the employee works from home by agreement with Parks Victoria; or 

(b) In exceptional circumstances. 

19.3. Part-time employment must be worked only by agreement between the Employee and Parks 
Victoria, where that agreement includes: 

(a) An agreed roster specifying the days in each fortnight on which the Employee will 
work, the hours of those days upon which the Employee will work, and the number 
of hours the Employee will work on each day worked; and 

(b) Agreed processes for the variation of hours of work. 

19.4. Such agreed rostered hours will be considered the Employee’s ordinary hours. 

20. Seasonal Employees 

20.1. Parks Victoria may engage employees on a seasonal basis. Seasonal employment, including 
project fire fighters, shall only be used to undertake legitimate seasonal duties. A seasonal 
employee, including project fire fighters, is one who is engaged in either an ongoing or fixed 
term basis to work their ordinary hours (that equates to 76 hours per fortnight) within a 
defined period. This shall be provided to the employee in writing at the commencement of 
the engagement. 

20.2. A seasonal employee, with the exception of project fire fighters, may be required to work to 
a weekend roster in accordance with clause 56 and clause 58, for which an allowance is paid. 
However, the project fire fighters will be required to be available to participate in week-end 
Standby Rosters for Fire or other Emergency Work. 

20.3. The time outside the defined season would be the period of Inactive Employment where the 
Employee would be on leave without pay. At the end of each active period Parks Victoria 
would issue the Employee with a certificate stating that the Employee is “without paid 
employment”. A period of Inactive Employment will not break that Employees continuity of 
service. 

20.4. There would be no restrictions on the seasonal Employee obtaining alternate employment 
through a third party during their period of Inactive Employment including the Employee 
being able to work for third parties that are providing a contracted service to Parks Victoria. 

20.5. If due to operational necessity and by agreement with the Employee, Parks Victoria needs to 
directly utilise the services of a seasonal Employee during their period of Inactive 








 

17 
 

Employment, the seasonal Employee will become active and the Inactive Employment 
arrangements will cease for the time of the re-engagement. The minimum period of 
continuous recall to active service shall be 2 weeks and the Employee has the right to refuse 
the recall. If an Employee is recalled to work during their period of inactive service, Parks 
Victoria will assess the viability of a permanent position being created for the Employee. 

20.6. In the event that a seasonal employee’s period of engagement is sought to be extended, 
Parks Victoria will provide reasonable notice of the extension where possible and subject to 
operational requirements.  

21. Fixed Term Employees 

21.1. The use of fixed term contract positions will not be used for the purpose of undermining the 
job security, employment opportunities or rosters and conditions of employment for on-
going employees. 

21.2. Therefore, the use of fixed term employment in all areas covered by the Agreement is 
limited to: 

(a) Replacement of staff proceeding on approved leave; 

(b) Meeting fluctuating client and staffing needs and/or unexpected increased 
workloads; 

(c) Undertaking a specified task which is funded for a specified period;  

(d) Filling a vacancy resulting from an employee undertaking a temporary assignment or 
secondment; or 

(e) Temporarily filling a position where, following appropriate selection process, a 
suitable on-going employee is not available.  

21.3. Other than in exceptional and unforeseen circumstances, fixed term appointments shall be 
for a minimum of 1 month and a maximum of 3 years except where the position is being 
used to cover an employee on Parental leave or on a flexible work arrangement to 
accommodate carer’s responsibilities.  

21.4. Where affected employees identify a fixed term position that does not meet the criteria 
established by this clause, they will refer the position to Parks Victoria.  If the status of this 
position cannot be resolved, the affected employees may seek to have the matter dealt with 
under the dispute resolution process set out at clause 10.  

21.5. A fixed term Employee shall be paid at the same rate of pay as that of a full time Employee 
performing like duties. A fixed term Employee can be engaged to work on a full time 
seasonal or a part time basis. 

21.6. A fixed term Employee shall be entitled to all forms of paid leave available to a full time 
Employee on a pro-rata basis, as determined by the length of the engagement and the 
ordinary hours of work. Provided, however, that a fixed term Employee engaged for less 
than 12 months shall not be entitled to paid Parental, Study or Military leave. 

21.7. Existing Employees will be given an opportunity to express interest in all fixed term 
vacancies of 4 weeks or longer duration. Where an existing ongoing Employee is appointed 
to a fixed term position, they will remain an ongoing Employee as described in clause 17. 








 

18 
 

22. Casual Employees 

22.1. A person is a casual employee of Parks Victoria if: 

i. an offer of employment made by the employer to the person is made on the basis that 
the employer makes no firm advance commitment to continuing and indefinite work 
according to an agreed pattern of work for the person; and 

ii.  the person accepts the offer on that basis; and  

iii. the person is an employee as a result of that acceptance. 

22.2. Parks Victoria may employ persons on a casual basis for the purpose of ad hoc or irregular 
work. Casual employees shall not be employed in a manner that could hinder or disadvantage the 
professional development of ongoing employees.  

22.3. A casual Employee shall be engaged by the hour and paid the prescribed base hourly rate for 
the relevant classification plus a loading of 25%. The loading prescribed in this sub-clause is 
in lieu of paid leave (excluding any entitlement to Long Service Leave), overtime and public 
holidays not worked. It is also to compensate for the nature of casual employment. 
Overtime and a meal allowance will be paid at appropriate rates after a casual has been 
employed for 10 consecutive hours on any one day. Overtime will also apply to public 
holidays worked. 

22.4. A casual Employee shall be provided with a minimum period of 3 hours employment and/or 
paid for a minimum of 3 hours of work on each engagement. 

22.5. Notwithstanding anything to the contrary appearing elsewhere in this Agreement, the 
services of a casual Employee may be terminated by one hour’s notice on either side or by 
payment or forfeiture of one hour’s wages/salary, as the case may be. 

23. Casual Conversion   

23.1. Employees’ right to request casual conversion and Parks Victoria’s obligations to offer casual 
conversion will be implemented in accordance with the National Employment Standards. 

23.2. Parks Victoria agrees that within the first twelve months of the agreement they 
will commence:   

(a) an audit of the use of casual employment within Parks Victoria (casual); and   

(b) development of a strategy to maximise the use of ongoing and secure 
employment, based on the outcomes of the casual audit, including a process for 
employee conversion to ongoing employment which will be subject to the provisions 
of clause 7 (Consultative Committee).  

 

24. Other Categories of Employment 

 

24.1. Probationary Employment 








 

19 
 

(a) Parks Victoria may appoint a new Employee on a probationary basis for a period of 3 
months. 

(b) During the probationary period, Parks Victoria will monitor the capabilities, 
performance and conduct of the new Employee to determine their ability to meet 
the job requirements. Parks Victoria shall inform the Employee of any concerns 
regarding their performance and the Employee shall have an opportunity to respond 
to matters raised.  A record of such counselling will be kept. 

(c) If at the end of the probationary period the Employee has satisfied reasonable work 
requirements then the appointment shall be confirmed. Parks Victoria shall 
otherwise terminate employment providing at least one week’s notice of 
termination or payment in lieu of notice or may extend the probationary period by a 
further 3 months to allow the Employee more time to address the issue(s). 

(d) Notwithstanding, either party may terminate probationary employment at any stage 
by the giving of one weeks’ notice or payment in lieu thereof.     

24.2. Commercial Employees 

(a) Parks Victoria may directly engage Employees in commercial operations.  Such work 
may include hospitality (kitchen/wait roles), retail sales and housekeeping. 

(b) Employees engaged as hospitality workers, in retail sales and housekeeping, will be 
classified as Commercial Operations Employees (Refer to the Work Value Descriptors 
Appendix C of this Agreement). 

(c) Roles currently performed by Parks Victoria Employees as at the commencement of 
this Agreement will not be performed by commercial Employees, except by the 
agreement of all of the parties. Agreement will not be unreasonably withheld.  

(d) No existing Employee of Parks Victoria will be disadvantaged by the application of 
this clause. Any existing Employee of Parks Victoria carrying out duties in commercial 
operations will not have their rate of pay or classification downgraded to a lower 
level. 

(e) Any disputes relating to this clause shall in the first instance be referred to the 
consultative committee and if it then remains unresolved will be resolved according 
to the grievance resolution procedure. 

24.3. Trainees/Apprentices 

(a) Should Parks Victoria employ Trainees/Apprentices they will be paid wages in 
accordance with the applicable Award. All other terms and conditions set out in the 
Agreement apply. 

25. Termination and Resignation 

25.1. Procedures for termination will be in accordance with the FW Act. 

25.2. In order to terminate the employment of an Employee, other than a casual, Parks Victoria 
shall give to the Employee the following notice or pay instead of notice. This same period of 
notice applies to an Employee who resigns. Parks Victoria may agree to accept a shorter 
period of notice from an Employee who resigns from their employment.  








 

20 
 

25.3. Notice of termination by Parks Victoria or resignation by the Employee will be as follows: 

Period of Continuous Service Period of Notice 

Not more than 3 years   2 weeks 
More than 3 years  4 weeks 

 

25.4. In addition to this notice, an Employee over 45 years of age with not less than two years 
continuous service at the time of the giving of the notice shall be entitled to an additional 
week of notice of termination. Additional week’s notice is not required in case of resignation 
by an employee. 

25.5. Where Parks Victoria has given notice of termination to an Employee, an Employee shall be 
allowed up to one day’s time off without loss of pay for the purpose of seeking other 
employment. The time off shall be taken at times that are convenient to the Employee after 
consultation with Parks Victoria. 

25.6. An Employee may apply to take approved Accrued Time or any Annual Leave or Long Service 
Leave to which the Employee is entitled at the time of giving notice during, or in lieu of the 
prescribed notice period in clause 25.2. 

26. Termination for Serious Misconduct   

26.1. The period of notice set out in clause 25 will not apply where an employee is dismissed for 
serious misconduct.  

26.2. In such cases the wages/salary shall be paid up to the time of dismissal only. 

27. Abandonment of Employment 

27.1. The absence of an Employee from work for a continuous period exceeding 20 working days 
without the consent of and/or without notification to Parks Victoria shall be prima facie 
evidence that the Employee has abandoned their employment. 

27.2. Provided that, if within a period of 21 days from the Employee's last attendance at work or 
the date of last absence in respect of which notification has been given or consent has been 
granted, an Employee has not established to the satisfaction of Parks Victoria that the 
absence was for reasonable cause, the Employee shall be deemed to have abandoned 
employment. Parks Victoria will make reasonable attempts during this period to contact the 
Employee to establish reason for the absence. 

27.3. 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 25 .  

28. Redundancy and Redeployment 

28.1. The Victorian Government's policy in relation to public sector redundancy is set out in the 
Public Sector Industrial Relations Policy 2015 (or successor Policy). The policy applies to 
Parks Victoria but does not form part of this Agreement. 








 

21 
 

28.2. Parks Victoria shall redeploy any Employee whose function is no longer required to another 
position if a suitable vacancy exists. “Suitable vacancy” means a position classified at the 
Employee’s substantive level in which the Employee will be able to satisfactorily carry out 
the duties with a reasonable amount of training.  and does not require the Employee to 
relocate residence. 

28.3. Where Parks Victoria determines that the Position the Employee has been doing is no longer 
required to be done by anyone and the Employee is unsuccessful in being redeployed or 
appointed to a new Position, and for whom no suitable vacancy exists, the Position shall be 
declared redundant and the Employee shall be eligible for the redundancy package available 
at the time of the redundancy. 

28.4. If the departure is of a non-voluntary nature, or otherwise by agreement, personal and 
career counselling and job search assistance will be provided if requested by the Employee. 

28.5. Should the Employee agree to be redeployed into a Position that is of a lower work value 
than their current salary, the Employee’s substantive salary will be guaranteed for a 
minimum of 12 months. 

29. Management of Misconduct 

29.1. Misconduct is defined as a contravention of a provision of the Public Administration Act 
2004 (Vic), the regulations to that Act, the code of conduct for Victorian Public Sector 
Employees, or a provision of any statute or regulation that applies to the Employee in the 
Employee’s employment and can include but is not limited to: 

(a) improper conduct in an official capacity; 

(b) a contravention, without reasonable excuse, of a lawful direction given to the 
Employee as an Employee by a person authorised to give the direction; 

(c) an Employee making improper use of their position for personal gain; and 

(d) an Employee making improper use of information acquired by him or her by virtue of 
their position to gain personally or for anyone else financial or other benefits or to 
cause detriment to the public service or the public sector. 

29.2. Where misconduct may have occurred, in order to determine whether a disciplinary 
investigation is required, Parks Victoria will take reasonable steps to ensure that there is 
cause for that investigation.  

29.3. In the event that a disciplinary investigation is required as a result of misconduct allegations, 
the investigation will occur as follows: 

(a) The Employee will be provided with the allegations in writing and the particulars of 
the alleged misconduct.  The Employee will be provided with the material that forms 
the basis of the allegations.  Complaints will not be de-identified other than in 
exceptional circumstances where there is a risk to personal safety or to the privacy 
of staff members. 

(b) The Employee must be accorded procedural fairness and natural justice at all stages 
of the process. 








 

22 
 

(c) The Employee will be provided with a copy of this clause and given a reasonable 
time period to seek advice (minimum 48 hours); and 

(d) The Employee will have the right to be accompanied by a support person or 
representative, including a union representative. The support person/representative 
is there to support the Employee and advocate for the employee, but the Employee 
must directly respond to all questions of fact. 

29.4. At the disciplinary meeting the investigator/s will: 

(a) Set out the allegation(s); 

(b) Provide the employee with an opportunity to respond to the allegation(s) and to 
explain any mitigating circumstances; 

(c) The investigator may question or challenge the response from the Employee in order 
to make a finding; 

(d) The Employee may submit a written statement and may provide the investigator 
with information they believe is relevant, including the names of people the 
investigator should speak to. 

29.5. The investigator will consider the evidence, the Employee’s response (and any other 
material provided by the Employee) and make a finding of fact.  In making findings, the 
investigator will maintain procedural fairness and draw conclusions on the basis of the 
information collected on the balance of probabilities. 

29.6. The investigator will prepare a report setting out their findings.  The Employee will be 
advised in writing of the findings and the basis of those findings (including the facts relied 
upon to make the finding).  The Employee will be provided with an opportunity to respond 
to the findings.  The Employee will be provided with sufficient information to allow them a 
reasonable basis to respond. The Employee will provide their response to the investigator.  

29.7. The investigator will finalise their report and provide the report to Management.   

(a) Where the investigator makes a finding that the allegation is not substantiated, the 
misconduct process will conclude in relation to any such allegation and the 
Employee will be informed accordingly.  

(b) Where the investigator makes a finding that the allegation is substantiated, a 
member of the Executive or their delegate will consider the findings   and propose a 
disciplinary outcome. The discipline outcome must be fair and reasonable in all the 
circumstances and not disproportionate to the seriousness of the matter 

(c) The Employee will be given a reasonable time to respond to proposed discipline 
outcome. 

29.8. Appropriate outcomes could include: 

(a) formal verbal counselling; 

(b) a formal warning; 

(c) a final warning; 

(d) transfer to another role or another location; 








 

23 
 

(e) termination of employment; or 

(f) demotion to a lower grade or lower salary point within the grade (by agreement 
with the Employee).  

29.9. In addition to the possible outcomes set out above, Parks Victoria may require a staff 
member to participate in additional training.  

29.10. A record of any disciplinary outcome (including any remedial action required of the 
employee) will be placed on the Employee’s file.  

29.11. Any warnings issued in accordance with this clause will expire after 12 months.  

29.12. All matters involving possible termination of employment will be referred to the Chief 
Executive. If termination of employment is considered the most appropriate sanction the 
following process will be followed: 

(a) Other than cases of serious misconduct which warrants summary dismissal the Chief 
Executive will write to the employee advising that the Chief Executive has carefully 
considered the evidence and the findings and is of the view that termination of 
employment is the most appropriate sanction. 

(b) To enable the Chief Executive to make a final decision the Employee will be invited 
to provide any further information or material which they think is relevant which 
should be considered by the Chief Executive before the Chief Executive makes a final 
decision. 

(c) The employee will also be provided with an opportunity to meet with the Chief 
Executive before a final decision is made. If the Chief Executive is unavailable, the 
Chief Executive can delegate this responsibility to another Executive Manager. 

(d) The Chief Executive will consider all of the evidence including the additional material 
provided before a final decision is made to terminate employment. 

Performance Management   

30. Management of Unsatisfactory Work Performance   

30.1. The purpose of this clause is to:   

(a) Support employees and managers in applying the Parks Victoria performance and 
development program process; 

(b) support Employees with unsatisfactory work performance to improve their 
performance to the required standard;  

(c) ensure that unsatisfactory work performance is addressed expeditiously;  

(d) reflect the public sector values of integrity, impartiality, accountability, and respect 
with the aim of ensuring that Employees are treated fairly and reasonably; and  

(e) provide a fair and transparent framework for action to be taken where an Employee 
continues to perform below the Employer’s expected standard. 

30.2. Informal Feedback 








 

24 
 

(a) Informal feedback involves: 

(i) observing and measuring performance against the goals, objectives, and 
progression criteria; 

(ii) giving timely recognition for effort, good performance, and improved 
performance if warranted; 

(iii) adjusting learning needs as required; and 

(iv) providing encouragement, coaching and/or counselling to employees to 
maintain, improve, or modify their performance. 

30.3. Formal Feedback 

(a) Formal feedback will occur: 

(i) anytime throughout the performance cycle when it has been identified that an 
employee is not fully meeting their Work Plan and/or Job Behaviour 
expectations; 

(ii) at any time when it has been identified that Work Plans and Personal and 
Professional Development Plans require amendment; and 

(iii) mid-year the employee and manager will meet, one on one, to review the 
Work Plan, Job Behaviours, and Personal and Professional Development Plan. 
The outcome of this meeting will result in a formal assessment that identifies 
whether the employee is “meeting” or “partially meeting” expectations. 

(b) Two formal assessments of the employee’s performance are required annually, at 
mid-year and at year-end. The outcome of the assessments is to be discussed at a 
one-on-one meeting scheduled by the manager. The employee is encouraged to self- 
assess their performance prior to this meeting. 

30.4. 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.  

30.5. Referred unsatisfactory work performance matters  

(a) The Employer may at any time elect, where there is reasonable cause, to manage 
the Employee’s work performance in accordance with clause 29 (disciplinary clause). 
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 29.  

30.6. Meaning of unsatisfactory work performance: 

(a) 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.  








 

25 
 

30.7. 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;  

(ii) provide the Employee with a copy of the formal unsatisfactory work 
performance process to be followed.;   

(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.  

30.8. Employee representation  

(a) 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.  

30.9. Prior to commencing the process  

(a) Prior to commencing the formal unsatisfactory work performance process, the 
Employer must:  

(i) 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  

(ii) have a reasonable expectation that the Employee is capable of meeting the 
required level of performance. Where the Employer and Employee agree that 
the Employee is not capable of meeting the required level of performance the 
Employer may transfer the Employee to a suitable alternative position where 
reasonably practicable.  

30.10. Commencing the formal unsatisfactory work performance process   

(a) Parks Victoria must make reasonable informal attempts to address an Employee’s 
unsatisfactory work performance prior to commencing any formal unsatisfactory 
work performance process under this clause. Informal attempts to address an 
Employee’s unsatisfactory work performance may mean addressing the issues 
through regular supervision, guidance, training, or support. 








 

26 
 

(b) 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:  

(i) increased supervision;  

(ii) changes to the Employee’s performance plan;  

(iii) mentoring;  

(iv) training and professional development;  

(v) increased feedback;  

(vi) coaching; and  

(vii) performance improvement plan.  

30.11. 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;  

(ii) outline the standard required of the Employee;  

(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.  

(d) The formal counselling record must indicate:  

(i) the standard expected of the Employee;  

(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 30.11(a)(iv) the 
Employer will notify the Employee that:  

(i) the formal unsatisfactory work performance process has been completed; and  








 

27 
 

(ii) no further action will be taken by the Employer unless the Employee engages 
in continued or repeated unsatisfactory work performance within 12 months 
of the initial formal counselling occurring, 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 and will 
expire after 12 months.  

30.12. 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 clause 30.11(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;  

(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;  

(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.  

(e) If the Employer determines that the Employee has met the required standard of 
performance during the reasonable timeframe referred to in clause 30.12(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 within 12 months 
of the initial formal counselling occurring, 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 and will 
expire after 12 months. 

30.13. Third stage – final warning   








 

28 
 

(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 
30.12(b)(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;  

(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;   

(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  30.13(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 within 12 months 
of the final formal written warning, 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 and will 
expire after 12 months. 

30.14. 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 30.11 and 30.12 and 
on receipt by the Employee of the final written warning in accordance with clause 
30.13, 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.  








 

29 
 

(b) After considering the Employee’s performance, 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 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.  

31. APPOINTMENTS / PROMOTIONS AND RELOCATION 

31.1. Parks Victoria is committed to ensuring that all recruitment decisions are based on merit and 
that employees are treated fairly and reasonably, and equal opportunity is provided in 
accordance with the Equal Opportunity Act 2010 (Vic) or successor legislation.  

31.2. Recruitment to positions will be conducted in an open and transparent process.  Merit based 
employment decisions will be made having regard to the Parks Victoria Competency 
Framework (as in force from time to time).  

32. Appointments/Promotions 

32.1. Vacancies or newly created positions of 4 weeks duration or less may be offered or assigned 
in the first instance to an appropriate existing Employee. 

32.2. Vacancies or newly created positions (including secondment) of more than 4 weeks will be 
advertised internally by way of an Expression of Interest process.   

32.3. These advertisement requirements do not apply in cases of backfilling leave or genuine 
higher duties requirements.  

32.4. Vacant or newly created positions that are for more than 12 weeks duration shall be first 
advertised internally, except when; 

(a) it is unreasonable to expect the skills required for the position to exist in a sufficient 
number of staff to offer a competitive process. 

(b) the location of the position is unlikely to attract a reasonable number of internal 
applicants. 

(c) the positions are for a new initiative or for a specific purpose which will attract new 
or specific skills and qualities. 

32.5. If any of the above points apply the position may be advertised internally and externally at 
the same time. 

32.6. Applicants for advertised positions shall be notified of the result of their application in 
writing within 10 working days after the appointment has been confirmed. 








 

30 
 

33. Appointments by Transfer 

33.1. Parks Victoria may transfer an Employee by mutual agreement, to address organisational 
operational needs, or an Employee may request to transfer for personal reasons including 
compassionate grounds. 

33.2. If Parks Victoria is able to demonstrate sound operational reasons for requesting an 
Employee to undertake a different role in the same location, agreement cannot be 
unreasonably withheld. 

33.3. If Parks Victoria and the Employee are not able to agree on reasonable grounds to the 
transfer request, the matter will be resolved in accordance with Clause 10 - Grievance 
Resolution Procedure. 

33.4. Transfer activities under this clause must not result in the Employee moving to a lower 
position requiring less skills. 

33.5. Determination as to the suitability of the proposed transfer will be based on the following 
criteria: 

(a) The position to which the Employee is seeking transfer or being transferred to must 
be equal or lower in classification to the person’s current classification. 

Where the only available role is of a lower classification than the persons current 
classification every effort will be made to expand the work value of the available role 
commensurate with the persons current role. 

(b) The qualifications and experience of the applicant must at least equal that required 
by the selection criteria, or with suitable on-the-job training could meet the standard 
in a reasonable timeframe. 

(c) Matching of the Employee to the opportunity is made against clear and objective 
criteria. 

(d) Both the justification and matching are documented. 

(e) In all cases where the potential transfer will include a relocation to another work 
centre or work location, the transfer must be by agreement. 

33.6. Parks Victoria will maintain a permanent Register of Requests to Transfer and will invite 
formal expressions of interest from Employees on an annual basis to transfer and will 
attempt to accommodate those expressions of interest annually also.  However, Employees 
may apply to transfer at any time. Parks Victoria will endeavour, as far as practicable, to 
accommodate requests for transfers, taking into account operational requirements and 
individual needs. Where an appropriate vacancy occurs Parks Victoria will endeavour to fill 
that vacancy from the Register of Requests to Transfer in the first instance.  

33.7. This clause will not override the redeployment provisions of clause 28 Redundancy and 
Redeployment, and will be read in conjunction with clauses 34 and 36 of this Agreement. 
Redeployees will have priority for vacant positions prior to advertisement or transfers. 








 

31 
 

34. Recruitment Grievances 

34.1. Within the first six months of the Agreement coming into effect, Parks Victoria commit to 
developing a process for employees to raise grievances in relation to internal recruitment and 
selection processes engaged in by Parks Victoria.  

34.2. It is expected this process will align with the internal grievance processes afforded to 
employees and include a time limitation being that employees wishing to raise a grievance must do 
so within 7 calendar days from the day on which the employee was notified of the action, or if the 
employee was not notified, within calendar 7 days from the day on which the employee became 
aware of the action. 

34.3. This development of the process is subject to consultation via consultative committee, 
clause 7 

34.4. Until such a process is developed, the Recruitment Appeals Process detailed under the Parks 
Victoria Enterprise Agreement 2016 will continue to operate. 

 

35. Non Residential Relocation 

35.1. Employees will be eligible to receive a one-off “non residential relocation” payment in 
situations where: 

(a) The Employee transfers by agreement to another work location for personal 
development; or 

(b) The Employee is directed by management to transfer/relocate to another work 
location (in accordance with clause 35.2).   

35.2. When an Employee is directed by management to relocate to another work location: 

(a) The additional travel shall not exceed the lesser of 45 minutes or 40 kilometres each 
way unless by agreement or unless Parks Victoria relocate the Employee’s normal 
place of work; and 

(b) At least one month's notice shall be given, or less by agreement. 

35.3. The payment is a one-off payment based on the following formula: 

(a) $1,000 for each additional 25 kilometres or 30 minutes daily travel time. 

(b) Where the additional daily travel time exceeds 25 kilometres or 30 minutes, the 
employee will be entitled to an additional allowance calculated on a pro-rata basis.  

35.4. Provided that this formula only applies when: 

(a) The duration of the transfer is greater than 9 months; or 

(b) The duration of the transfer is less than 9 months and reimbursement to the 
Employee of excess travel expenses would be greater than the allowance. 

35.5. Provided that no allowance, or reimbursement of excess travel expenses will be paid where: 








 

32 
 

(a) The relocation or transfer results in a reduction of time or distance travelled each 
way from the Employee’s current arrangements; and/or 

(b) The total daily time travelled is 20 minutes or less each way; and/or 

(c) The total daily kilometres travelled is 15 kilometres or less each way; and/or 

(d) The transfer is a reasonable outcome of a disciplinary procedure. 

35.6. Should Parks Victoria direct an Employee to change their normal place of work on more than 
one occasion within a 12 month period, any payment for the subsequent relocation will be 
based on the aggregated additional travel time or distance from the original workplace. 

35.7. Parks Victoria will consider alternative proposals if the Employee can demonstrate that a 
transfer will cause hardship. 

36. Residential Relocation 

36.1. Parks Victoria acknowledges that from time to time existing Employees, for reasons of 
individual development or to meet specific operational needs, may be required either by 
appointment or transfer, to relocate to a different work location. This may require them to 
relocate their place of residence and may involve relocation of their entire family. Parks 
Victoria will provide support to individuals and family members who relocate in accordance 
with this sub-clause provided that the transfer is not for disciplinary reasons. 

36.2. Where Parks Victoria considers that it is reasonable and necessary for the Employee to move 
residence the provisions of this clause will apply. 

36.3. Expenses incurred up to a total value of $33,755 may be reimbursed to an Employee who is 
required to relocate their place of residence, upon the production of relevant receipts. 
Expenses incurred beyond this limit must have prior approval from the Chief Executive. 

36.4. All expenses should be claimed within a maximum period of 2 years unless a longer period is 
necessary in the circumstances, by agreement with Parks Victoria. 

36.5. These expenses may include but are not limited to: 

(a) Packing and transportation of furniture and effects, including pets. 

(b) Comprehensive insurance coverage for furniture and effects, including pets. 

(c) Storage of furniture and effects at new location for a period of up to 6 months or 
longer by agreement. 

(d) New school uniforms/books for children (so long as these are not expenses that 
would have ordinarily occurred in any event). 

(e) Lodging subsidy for VCE students (Years 11 and 12) to remain in previous location to 
complete studies. 

(f) Reimbursement of reasonable fees for the cancellation of current rental 
accommodation. 

(g) Reasonable costs associated with the arrangement of temporary/initial 
accommodation at a new location should an Employee not be able to find suitable 
accommodation prior to commencing duties at the new location. 








 

33 
 

(h) Up to $1,350 is allowed to offset the cost of purchase of carpets, curtains and blinds 
and incidental expenses as a direct result of relocation and the purchase of a new 
place of residence. 

(i) Reimbursement of costs associated with the sale of a residence and on purchase of a 
residence in which the Employee will reside at the new location. Consideration of 
the sale of other properties where the disposal of such properties is required 
because of the relocation will be considered on a case by case basis. These costs 
shall include but are not limited to agent’s fees and Government stamp duty. 

36.6. Employees may also take special leave on the basis of: 

(a) Up to 2 days plus travel time - for assessment of the new location to thoroughly 
identify facilities and accommodation; plus 

(b) Up to 2 days plus travel time - to undertake the relocation. 

37. Relocation Expenses on Retirement or in Death 

37.1. It is recognised that circumstances may arise where an Employee, who has relocated to a 
location that is geographically removed from their “normal place of residence”, dies during 
their service or retires.  Parks Victoria will provide support as follows: 

(a) Should an Employee retire or die at a remote location, Parks Victoria will meet all 
reasonable expenses connected with the costs of moving the Employee and their 
family, furniture and personal effects back to their “normal place of residence” in 
Victoria. 

(b) “Normal place of residence” refers to the Employee’s former or primary residential 
location within Victoria, whilst an Employee of Parks Victoria. 

(c) To be eligible for this support: 

(i) The Employee’s work location at the time of death must be defined as 
“remote” under and in accordance with Clause79 and 

(ii) The Employee or their family must apply for relocation assistance prior to or 
on retirement or within 6 months of the Employee’s death. 

CLASSIFICATION AND SALARIES 

38. Classification Structure 

38.1. This Agreement provides for a single classification structure for all Employees, as follows: 

CLASSIFICATION STRUCTURE 

Designation Grade 

“PV Officer” Grade 1 

Grade 2 

Level 2.1* 

Level 2.2* 

Level 2.3* 

Grade 3 








 

34 
 

Grade 4 

Grade 5 

Grade 6 

“PV Officer” / “Senior Specialist” Grade 7 

“Senior Officer” Grade 8 

 

*The number assigned to each Salary Level is aligned with Parks Victoria’s Competency Framework 
Level. 

38.2. The aim of the structure is to provide Parks Victoria and Employees with a fair, transparent 
and rigorous system for evaluating the relative work value of positions under the Agreement 
in order to classify positions into a Grade; remunerate Employees equitably for satisfactory 
work performance; and retain internal work value relativity. 

38.3. The structure consists of eight Grades, with each Grade being underpinned by work level 
descriptors and a job evaluation process and criteria. (Refer to Appendix C for the 
descriptors). 

38.4. Positions are assessed against the work level descriptors to determine their overall work 
value level or Grade relative to appropriate internal benchmarks. Employees move into a 
position at any Grade by individual application and appointment/ promotion in accordance 
with Clauses 32. 

38.5. As shown above, positions classified within Grades 1 to 7 of this Agreement are designated 
“PV Officer”, also positions classified at Grade 7 include positions designated “Senior 
Specialist” and at Grade 8 positions are “Senior Officers”. The differences between these 
categories are as follows: 

(a) “PV Officer” - This category comprises 7 distinct work value levels to cover the range 
of functions, outputs and services delivered by Employees under this Agreement in 
support of Parks Victoria’s Corporate Plan. “PV Officers” require varying levels of 
accountability, job complexity, direction, competency and judgement to carry out 
their roles effectively and are remunerated according to the work value and 
classification of the position. 

(b) “Senior Specialist” - This category is a single work value level for positions that require 
specific and highly advanced scientific/professional skills, qualifications and 
experience such that these positions are the experts in their field within Parks Victoria 
and required to lead/manage significant organisational priorities. 

(c) “Senior Officer” - This category is a single work value level for positions that have 
significant organisational accountabilities and leadership responsibilities such that 
Senior Officers contribute to the overall direction and performance of Parks Victoria 
by leading/managing significant resources in the achievement of priority objectives. 
The grade is split into two levels; each of the levels in grade 8 has its own specific 
characteristics and behaviours demonstrated by an individual as they progress 
through the Grade 8 classification. For new appointments selection panels will take 
into account the experience, skills and attributes of the successful applicant and the 
requirements of the role (using the “Grade 8 Characteristics and Behaviours” as a 
guide) and recommend which level within Grade 8 the Employee should be appointed. 
This is subject to the approval of the Chief Executive. 








 

35 
 

38.6. Grades 1 to 7 each have a prescribed base salary point (also termed “step 1”) and salary 
range with a defined progression amount (also shown as “progression steps”) to provide for 
performance-based salary movement. As the structure involves non- overlapping Grades a 
maximum salary (known as the “ceiling” point) has been established for each Grade. 

38.7. In addition to the above, Grade 2 is a competency-based salary system. Within the Grade 
there are 3 distinct, competency-based salary levels (termed “Levels”), each one having a 
base salary point and salary range with progression steps up to the ceiling. Progression to a 
higher Level is by individual application and assessment of the Employee’s competency 
against specified Generic and Technical competency units (as detailed in clause 45). 

38.8. Within the first 12 months of the life of the agreement, the parties agree to develop the 
Ranger and Field Services Officer competency and selection criteria with a view to including 
the position within the classification structure and competency framework.  This project will: 

(a) Review the competency framework for Grade 2 staff to ensure alignment with the 
Grade 2 roles; and 

(b) Identify the competencies and selection criteria for a Grade 3 Senior Ranger/Field 
Services Officer and will assist staff in towards progressing from Grade 2 to Grade 3.  

38.9. Grade 8 has a prescribed base salary point and salary range with a defined progression 
amount for any performance-based movement up to the ceiling point. 

39. Salary Increases 

39.1. Eligibility and Exclusions 

(a) The salary increases specified in this clause are to apply to all Employees who are 
covered by this Agreement, including casuals . 

39.2. Quantum and Timing 

(a) Employees who are covered by this Agreement on or after each “date of effect” 
shown in the following table will receive the prescribed percentage increase in 
substantive salary effective from that date: 








 

36 
 

 

(b) The substantive salary of an employee who is covered by this Agreement will be 
deemed to be correct on the date immediately preceding on the effective date for 
payment of the first 1.00% 

(c) The salaries applying to each Grade for the duration of the Agreement are set out in 
Schedule 1 of this Agreement. 

40. Salaries on Appointment/Commencement 

40.1. Internal Appointments 

(a) Internal appointments and promotions will generally be to the base salary point of a 
Grade. However, should the substantive salary of an Employee already be above this 
point the appointment will be at the Employee’s current salary if within the salary 
range of the Grade. Appointment above the base will require the approval of the 
Director, People and Culture who will have regard to the following matters: 

(i) In order to attract/appoint a suitable applicant to the role, vacant positions 
within Grade 2 may, by agreement with the Human Resources Manager, be 
advertised at a specific salary level commensurate with work requirements. 

(ii) In the event of a role being advertised at 2.2 or 2.3 of Grade 2, and provided 
that the selection criteria and process has assessed the Employee’s competency 
against all of the required performance criteria for salary progression purposes 
(as defined in the Competency Framework under clause 45) then the successful 
candidate may be appointed at “step 1” of the advertised Level. 

(iii) If the successful applicant was not able to demonstrate all of the competencies 
required for salary progression purposes during the recruitment process, then 
the appointment will be at the Employee’s current salary and Level. The 
Employee will be marked ‘competent’ against each of the units successfully 

Date of Effect Percentage Increase 

15 September 2021 1.00% 

15 March 2022 1.00% 

15 September 2022 1.00% 

15 March 2023 1.00% 

15 September 2023 1.00% 

15 March 2024 1.00% 

15 September 2024 1.00% 

15 March 2025 1.00% 








 

37 
 

demonstrated and will only be required to demonstrate the outstanding units 
for progression to that Level in the future. 

40.2. New Employees 

(a) In determining whether to recruit a new Employee above the base salary point of the 
relevant Grade, Parks Victoria will have regard to the following matters: 

(i) The skills, demonstrated experience and qualifications of the successful 
applicant, relative to work requirements; 

(ii) Whether the minimum salary level for the position has been insufficient to 
attract the services of a suitable applicant; 

(iii) In accordance with paragraph (a), new Employees classified within Grade 2 may 
commence at a salary level that is commensurate with their skills, experience 
and qualifications, relative to work requirements. To this end, the skills, 
experience and qualifications of a new Employee will be considered against the 
competency profile at each Level to recommend an appropriate entry Level. 
Commencement will be to “Step 1” of a Level unless insufficient to 
attract/appoint a suitable candidate to the role. 

(b) In appointing new Employees to Grade 2 Parks Victoria will consider the experience 
and qualifications of the new Employee and the value of the work undertaken and the 
skills required to perform the duties and appoint the new Employee to the 
appropriate level within Grade 2. 

40.3. Essential Qualifications - Minimum Entry Level Salaries 

(a) Where Parks Victoria determines that possession of a specific tertiary degree 
qualification is essential for appointment to a vacant or newly created professional 
role such as a professional scientist, engineer or qualified accountant, then the 
following minimum entry-level salaries will apply if the position is evaluated within 
Grade 2 & Grade 3: 

(i) Essential 3 year degree:  Grade 2.3 at Step 4 

(ii) Essential 4 year degree:  Grade 3, Step 1 

41. Salary Progression  

41.1. Progression Within a Grade (ie; Performance-Based) 

(a) Progression Steps and Amounts 

(i) Within each of the Grades 1, 2.1, 2.2. 2.3 and Grades 3 to 7 there are 
progression steps to the ceiling (expressed as salary points) as detailed in the 
table at Schedule 1. 

(ii) Within Grades 8 (Senior Officer 1, Senior Officer 2) there are standard 
progression amounts as detailed in the table at Schedule 1. The progression 
amounts are expressed in terms of dollars and allow employee to progress to 
the ceiling of either SO 1 or SO2. 








 

38 
 

(iii) Progression steps or amounts within the grade are not points of defined work 
value. Progression within the salary structure will not be automatic, consistent 
with wage fixing principles. 

(iv) Progression between progression steps or amounts will occur when an 
Employee is assessed at their annual performance review as “meeting the 
progression criteria” outlined in the Employee’s Work and Development Plan 
prepared in accordance with this clause. 

41.2. Top of Grade or Value Range payment  

(a) An Employee at the top of their Grade or Value Range will receive a top of Grade or 
Value Range payment where the Employee is assessed at their annual performance 
review as meeting the “progression criteria” outlined in the Employee’s performance 
plan 

(i) The top of Grade or Value Range payment will be equal to one per cent of the 
Employee’s salary as at the date of the relevant performance cycle. 

41.3. Progression Cycle and Review 

(a) The progression cycle is 12 months (1 July to 30 June). 

(b) The “progression criteria” are to be agreed to by Parks Victoria with each Employee at 
the start of the performance cycle or upon the Employee’s commencement in a role. 
The “progression criteria” may be adjusted by agreement between Parks Victoria and 
each Employee during the performance cycle, 

(c) If agreement is not reached on an Employee’s “progression criteria”, either Parks 
Victoria or the Employee may initiate a dispute to determine the matter in accordance 
with the dispute resolution procedure contained in this Agreement. 

(d) The progression criteria for an individual Employee must be in accordance with the 
performance standards/progression criteria outlined in clause 42.3 and documented 
in the Work and Development Plan referred to in clause 42.4  

(e) All Employees can expect informal and formal feedback about their performance 
throughout the progression cycle with their supervisor or manager. 

(f) A performance review is undertaken at the end of each progression cycle. 
Performance against the progression criteria is assessed at that time. Employees must 
meet all of the elements of their progression criteria to be eligible for progression. 

(g) An Employee will be eligible to access progression if an Employee has been in their 
role for 3 months or more, except in the following circumstances: 

(i) has been appointed on probation under clause 24.1 and has been in their role 
for less than 6 months at the time the performance review is undertaken; 

(ii) has completed a formal underperformance process or is subject to one under 
clause 30 during the performance cycle, 

(iii) is subject to proven misconduct in accordance with clause 29 during the course 
of the performance cycle, or 

(iv) is already at the ceiling of their grade classification. 








 

39 
 

42. Progression and Work and Development Plan  

42.1. All ongoing (full time or part time) and fixed term Employees covered by this Agreement will 
work with their managers to develop a Work and Development Plan 

42.2. The Work and Development Plan will identify the progression targets and criteria required to 
be met for the employee to progress to the next progression step in their classification 
grade.   

42.3. These progression criteria will be relevant to the employee’s role and will include 

(a) achieving targets; 

(b) demonstrating public sector values and behaviours; 

(c) applying learning and development. 

42.4. A work and Development Plan will involve the following elements: 

(a) Work Plan 

(i) The Plan requires each Employee and their manager to discuss and agree on the 
key outcomes and responsibilities of the position held over an agreed period. 
This will include specific actions/initiatives to be achieved during the year and 
the means by which the individual’s progress and performance shall be 
measured. 

(ii) The Plan also identifies job behaviours each Employee is required to 
demonstrate to enable Parks Victoria to better meet its Vision, Values and 
Purpose. 

(b) Development Plan 

(i) This Plan requires each Employee to identify and agree with their manager on 
any areas needing improvement or further development during the review 
period. Development activities may be agreed for the purpose of: 

a. Assisting the Employee to deliver their Work Plan or to perform more 
safely, competently, or effectively in the role and organisation. 

b. Enabling the individual to maintain their professional qualifications or 
status if relevant to the position held. 

c. Enabling the Employee to progress their career within Parks Victoria. 

(ii) In so doing, the parties will commit to specific developmental activities to be 
undertaken and timeframes for completion. 

(c) Performance Assessment 

(i) All Employees can expect regular feedback about their performance at work, 
which includes job behaviour. 

(ii) Work and Development Plans will be developed annually and may be reviewed 
and amended by the parties on a quarterly or as needs basis, by agreement. 








 

40 
 

(iii) A formal review of the Employee’s performance will be held at mid- year. 

(iv) A final assessment of performance will be held at the end of each financial year. 
The outcome of this assessment will determine an Employee’s eligibility for 
salary progression within a grade, or top of Grade or Value Range payment in 
line with the provisions of clause 41. 

(v) In reviewing eligibility for progression   

a. An Employee will not be disadvantaged where learning and 
development opportunities are not available.  

b. It is acknowledged that within Grades 1 to 4 the progression criteria will 
not be as onerous as those which will be required for Grades 5 to Grade 
8.  

c. Grades 4 and 5 are clearly seen as transition points to higher levels of 
management within the structure and carry additional responsibility, 
however this does not mean work at all lower levels will not be 
important and demanding.  

d. 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. This is to be 
contrasted with persons in Grades 5 to Grade 8. In these Grades agreed 
objectives will include measures of excellence and skill acquisition 
commensurate with the high level of responsibility. It is expected that 
progression at these levels will be both more challenging and difficult to 
achieve. 

42.5. Progression Within Grade 2 (ie; Learning and Development Framework) 

(a) Progression to a higher Level within Grade 2 occurs through the Learning and 
Development Framework detailed under clause 45. Where an Employee demonstrates 
that they meet the requirements for progression, which may include gaining the 
appropriate tickets, qualifications and/or work experience, they will progress to a 
higher step.. 

(b) Where employees are able to demonstrate they meet the requirements under the 
Learning and Development Framework, which may include demonstrating the 
appropriate tickets, qualifications and/or work experience above the current level of 
competence, progression within Grade 2 should be accelerated and occur outside the 
usual progression cycle . 

(c) Parks Victoria will actively assist any interested Employee in developing their skills and 
in progressing through the framework. 

43. Progression to a Higher Grade 

(a) Progression to a higher classified position will either be by competitive appointment 
to a position advertised at a higher Grade or by reclassification of the Employee’s 
position in accordance with the job evaluation process and criteria provided for in 
Clause 44. 








 

41 
 

44. Job Evaluation Process 

(a) An Employee may at any time, apply to have their position classification re- evaluated. 

(i) As the first step in the process an Employee seeking reclassification should 
review, and adjust where necessary, their position description to ensure that it 
accurately reflects their role and responsibilities. 

(ii) Any amendments or revisions of the position description should be discussed 
and agreed with the Employee’s line manager and Senior Manager prior to the 
commencement of the evaluation process. Where this does not occur, or 
agreement is not reached then the grievance and resolution procedure 
contained within this Agreement shall be utilised. 

(b) Any changes to position description that are agreed between the Employee and line 
manager will be noted by the Senior Manager and forwarded to Human Resources on 
the appropriate procedural documents highlighting the differences between the old 
and the new position descriptions. 

(c) The job evaluation outcome will be determined by benchmark evaluations or grading 
against the job descriptors, whichever provides the most favourable outcome for the 
Employee. 

(d) An evaluation against the descriptors contained within this Agreement will occur with 
a line manager with the involvement of Human Resources. 

(e) When job evaluation is by simple comparison to benchmark positions, the evaluation 
is conducted by the Manager Human Resources or their delegate. 

(f) When the job evaluation outcome is not clearly evident by comparison to benchmark 
positions, or the descriptors of this Agreement, a job evaluation panel will be 
convened by the People & Culture division with agreed senior management, an 
Employee nominated Representative and an agreed chair. 

(g) If as a result of the review a higher work value is recognised, then the incumbent’s 
salary will be adjusted to reflect the outcome of the evaluation. 

(h) The job evaluation outcome, normally to the base salary point of the applicable Grade, 
will be provided in writing to the responsible Executive Director for endorsement. The 
responsible Director or Regional Manager will notify the applicant in writing. 

(i) If the review of the position does not result in the reclassification of the position to a 
higher level, reasons for this will be provided to the Employee in writing and via 
discussions with the Employee’s line manager. 

(j) The applicant may utilise the grievance resolution procedure of this Agreement if they 
believe the outcome is unreasonable. 

(k) Parks Victoria will ensure that the evaluation processes are documented and are 
transparent and that reclassifications are dealt with expeditiously. Parks Victoria will 
endeavour to provide an outcome to reclassification requests within a six week 
period. Salary adjustments resulting from job evaluation will be effective from the 
date the job evaluation application was lodged. 

44.1.  New Positions 








 

42 
 

(a) All new positions covered by this Agreement will be evaluated to determine the 
position’s work value and classification prior to filling. This will normally be the base 
salary point of Grades 1 to 8. 

44.2. Existing Positions 

(a) Existing positions may be submitted for job evaluation, either by the job holder or by 
line management. 

(b) If the existing classification is incorrect and the incumbent is clearly the most entitled 
person to the position having been appointed to the position through a competitive 
selection process, the incumbent’s substantive salary will be adjusted to reflect the 
outcome of the evaluation. 

(c) In addition, Parks Victoria may at any time evaluate a position to determine the 
appropriate Grade. If the position changes and the current incumbent is clearly the 
most entitled person for that position, and no other Employee could reasonably 
compete for that position, then the incumbent’s salary will be adjusted to reflect the 
outcome of the evaluation. In all other circumstances the position will be advertised 
and filled on a competitive basis. 

(d) Salary adjustments resulting from job evaluation will be effective from the date the 
job evaluation application was lodged. 

(e) At any time, an Employee at Grade 8 can apply to have their remuneration level 
reviewed. Parks Victoria may also initiate a remuneration review. Parks Victoria in 
determining an individual’s remuneration level (or movement to a higher salary point) 
will consider the Employee’s experience, individual accountability and responsibility 
and benchmark against the remuneration level of other Senior Managers and Senior 
Officers. This is subject to the approval of the Chief Executive. 

45. Grade 2 Learning & Development Framework  

45.1. Within the first 12 months of the Agreement, Parks Victoria are committed to developing a 
learning and development framework for Grade 2 employees. Consultation on the development, or 
any future significant changes, of this program will occur through consultative committee as 
per clause 7 Consultative Committee.   

45.2. This framework is intended to replace the Grade 2 Competency Assessment and the purpose 
of the framework is to provide employees with the qualifications and skills required to progress 
through the grade 2 structure and maintain currency in the competencies or tickets required to 
safely undertake their role.  

45.3. The Learning and Development Framework aims to:  

• Recognise the skills and competencies that experienced recruits bring to Parks Victoria;  

• Ensure that operations employees retain up to date competencies and tickets to 
undertake their work safely; 

• Provide the mechanism to respond to the priorities of Parks Victoria and ensure 
employees receive adequate training to do so; 

• Streamline processes and minimise duplication; and 

• Support a culture of continual learning and improvement   
 








 

43 
 

45.4. Employees engaged prior to the commencement of the Agreement, who have already 
completed the previous Competency Assessment program under clause 45 of the Parks Victoria 
Enterprise Agreement 2016 will not be financially disadvantaged as a result of the introduction of 
the Grade 2 Learning and Development framework, however, it is recognized that completion 
of modules within the framework may be required.  

45.5. Employees who have commenced, but not yet completed, the Competency Assessment 
program under clause 45 of the Parks Victoria Enterprise Agreement 2016 will transfer to the new 
framework once introduced. Parks Victoria will take all reasonable steps to ensure progression 
within the Grade 2 classification structure is not delayed as result of the introduction of the Grade 2 
Learning & Development Framework for the impacted employees.  

45.6. For avoidance of doubt, the Competency Assessment Program will continue to operate until 
the Grade 2 Learning & Development Framework is finalized by Parks Victoria.   

45.7. Should the implementation of the Learning & Development Framework extend beyond 
12 months, an external consultant may be engaged to help progress the introduction of this 
Framework.  

46. Payment of Salaries 

46.1. All salaries shall be paid fortnightly by electronic funds transfer into bank/building 
society/credit union accounts nominated by the Employee,  

46.2. Salaries shall be paid to Employees on the same day of each fortnight except where such day 
falls on a public holiday in which case payment shall be made on the previous working day. 

46.3. Overtime, allowances, and payment for fire related duty shall be paid within the first full pay 
period after receipt by Payroll Branch of the relevant pay adjustment notice. Details of such 
overtime will be provided to the Employee. 

46.4. An Employee proceeding on a period of paid leave of a minimum of five working days 
duration, shall on request and giving one pay period notice to Parks Victoria, receive 
advance payment for those days which fall within the approved annual leave period. 

46.5. At the time of payment each Employee shall be provided in writing with details regarding 
the make-up of such payment and deductions there from. 

46.6. Time and Salaries Record 

(a) A record shall be kept by Parks Victoria and provided to Employees containing the 
following particulars: 

(i) The name and date of commencement of each Employee; 

(ii) Whether the Employee’s employment is full-time or part-time; 

(iii) Whether the Employee’s employment is permanent, temporary or casual; 

(iv) The   rate   of   remuneration   paid   to   the   Employee, the Employees job 
classification, salary point; 

(v) The gross and net amounts paid to the Employee; and 

(vi) Any deductions made from the gross amount paid to the Employee. 








 

44 
 

(b) If the Employee is a casual or part-time Employee who is guaranteed a rate of pay set 
by reference to a period of time worked, the record must set out the hours worked by 
the Employee. 

(c) If the Employee is entitled to be paid: 

(i) an incentive-based payment; or 

(ii) a bonus; or 

(iii) a loading; or 

(iv) a penalty rate; or 

(v) another monetary allowance or separately identifiable entitlement; 

the record must set out details of the payment, bonus, loading, rate, allowance or 
entitlement. 

(d) If a penalty rate or loading must be paid for overtime hours actually worked by an 
Employee, Park Victoria must make and keep a record that specifies: 

(i) the number of overtime hours worked by the Employee during each day; 

(ii) when the Employee started and ceased working overtime hours; 

(iii) a record of accrued time in lieu. 

(e) Leave records being any leave that the Employee takes and the balance (if any) of the 
Employee’s entitlement to that leave. 

(f) Superannuation records including: 

(i) the amount of the contributions made; and 

(ii) the period over which the contributions were made; and 

(iii) the date on which each contribution was made; and 

(iv) the name of any fund to which a contribution was made; and 

(v) the basis on which the Employee became liable to make the contribution, 
including: 

a. a record of any election made by the Employee as to the fund to which 
contributions are to be made; and 

b. the date of any relevant election. 

47. Higher Duties 

47.1. Higher duties payments shall only apply where an Employee is required by management to 
relieve in a position classified at a higher Grade for 5 or more consecutive working days in 
any one assignment. 

47.2. Where an Employee is eligible for higher duties, a payment equal to the difference between 
the Employee’s usual rate of pay and that of the rate of the higher classified position shall be 








 

45 
 

paid for each period of higher duties worked for 5 or more consecutive working days, 
effective from the first working day of the assignment. 

47.3. Provided that an Employee who is required to carry out only part of the duties of a higher 
classified position or who is unable to carry out all such duties because of lack of experience 
or qualifications, shall be paid such proportion of the higher duties otherwise payable under 
this clause as is agreed to by the employee and Parks Victoria. 

47.4. If agreement is not reached on the proportion of the higher duties payable, either Parks 
Victoria or the Employee may initiate a dispute to determine the matter in accordance with 
the dispute resolution procedure contained in this Agreement. 

47.5. Higher Duties may also be paid during periods of short term deployment as described in 
Clause 75 (Business Continuity / Short term deployment) where an Employee is required to 
undertake duties and the work value during the deployment is commensurate with the work 
value descriptors of a higher grade. Payment of higher duties in this instance shall require 
the approval of the Manager Human Resources. 

48. Salary Sacrifice 

48.1. Parks Victoria will administer salary sacrificing arrangements as agreed on an individual basis 
with an Employee. Awards and benefits to be provided under this Agreement may be paid or 
provided in a manner consistent with the salary sacrificing arrangement agreed with the 
Employee. Any such arrangement must comply with taxation and superannuation regulatory 
requirements and must not involve any additional costs to Parks Victoria. 

48.2. Salary Sacrifice arrangements shall be on the basis that the conditions of such arrangement 
are no less favourable than the entitlement, otherwise available from this Agreement when 
taken as a whole. 

48.3. Employees who opt for salary sacrifice will not be disadvantaged by the application of future 
wage increases and allowances. Increases to wages and/or allowances shall be applied to 
the rates applicable prior to the application of any salary sacrifice arrangements. 

48.4. Where employment is terminated salary sacrificed items shall be converted back to the cash 
equivalent for the purpose of determining payment of accrued entitlements and/or 
redundancy. 

48.5. Staff should seek independent financial advice before entering into any salary sacrificing 
arrangement. 

49. Salary Sacrifice to a Defined Benefits Scheme 

49.1. Parks Victoria will offer salary sacrifice arrangements to defined benefits schemes where the 
scheme accepts such arrangements. This benefit will only be available following a 
declaration by the Minister for Finance under the relevant Victorian superannuation 
legislation. 

49.2. Staff should seek independent financial advice before entering into any salary sacrificing 
arrangement in relation to this benefit. 








 

46 
 

50. Superannuation 

50.1. 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.  

50.2. 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.  
 

50.3. 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 
50.2.  

(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 50.1 (a) or (b) no later 
than 28 days after the end of the month in which the deduction authorised under 
clauses 50.3(a) or (b) was made.   

50.4. Superannuation fund  

Unless, to comply with superannuation legislation, the Employer is required to make the 
superannuation contributions provided for in clause 50.2 to another superannuation fund 
that is chosen by the Employee, the Employer must make the superannuation contributions 
provided for in clause 50.2 and pay the amount authorised under clauses 50.3 (a) or (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  








 

47 
 

(c) a superannuation fund or scheme which the Employee is a defined benefit member of.  

50.5. 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 
the date of effect of this Agreement 

(b) The Employer will pay the superannuation contributions as a lump sum to the 
Employee’s fund as provided for in clause 50.4. 

(c) The lump sum payment will be made on or before the first superannuation guarantee 
quarterly payment due date following the Employee’s 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 Schedule 1 of the 
Agreement; and 

(iii) The applicable contribution rate under the Superannuation Guarantee 
Administration Act 1992 (Cth) at the time the payment is made. 

51. Annual Leave Loading 

51.1. Annual leave loading of 17.5% has previously been included within the salary ranges and is 
no longer payable as an annual loading. 

HOURS OF WORK 

52. Hours of Work  

52.1. The hours of work will be structured to best meet the operational requirements of the 
business providing the most efficient and effective delivery of services. 

52.2. Parks Victoria is a ‘7 day a week’ business. Each Employee’s actual hours of work will be 
developed in full consultation with the Employee in good faith and by agreement having 
regard to the nature of the business. Either party will not unreasonably withhold agreement. 

53. Working Hours 

53.1. Normal hours of work are to be based on 7 hours 36 minutes per day, to be worked as a 
continuous period, totalling 76 hours per fortnight. This will apply to full time Employees, 
with part-time Employees’ work hours as determined by Parks Victoria and the Employee. 

53.2. All Employees must receive a minimum of 30 minutes unpaid rest break after a maximum of 
5 hours worked. 








 

48 
 

53.3. Working hours may, however, be varied by agreement to suit local operational 
requirements. In such cases the ordinary working day should comprise no more than 10 
hours per day. 

53.4. Ongoing changes to hours of work arrangements shall be committed to writing and a copy 
provided to each Employee. 

54. Spread of Hours 

54.1. The spread of hours to apply will be as follows: 

(a) Between the hours 7.00am to 7.30pm from 1 March to 31 October. 

(b) Between the hours 7.00am to 8.30pm from 1 November to 1 March (excluding work 
relating to wildfire suppression and preparedness.  

Excluding Employees working under the shift provisions of this Agreement, Employees working 

wholly within the spread of hours will only be rostered to start after 11.30am for a maximum of 4 

days per month. Any Employee who has 4 starts times after 11.30am in a calendar month will not be 

required to start work after 10.00am and overtime will be paid for any time worked after 8 hours in 

that day. This clause will not prevent the ability of an Employee and a manager negotiating a time in 

lieu arrangement. This clause will not apply to Employees rostered to work outside the spread of 

hours. The provisions of clause (a) “Rostered Work – Outside the Spread of Hours” will apply to work 

performed outside the spread of hours. 

(c) Between the hours 7.00am to 8.30pm to attend Major Events. 

54.2. A “Major Event” is one which is specifically planned to attract more visitors than would 
otherwise normally be expected at that venue and will require the availability of additional 
staff for preparation or implementation and shall include one-off and annually recurring 
events. 

55. Non-Rostered Employees 

55.1. A Non-Rostered Employee will normally work Monday to Friday. 

55.2. In addition, an Employee may by agreement work occasional weekend days during peak 
periods and major events in a customer service role for which the Employee will be 
compensated by time off in lieu on an hour for hour basis.   This provision intends to provide 
for a development opportunity for the Employee. 

55.3. Where a Non-Rostered Employee is required to work on a weekend then overtime 
provisions (as described in Clause 65) shall apply unless by mutual agreement, compensation 
is to be by time off in lieu on an hour for hour basis. 

55.4. In the event of a Non-Rostered Employee moving to a rostered arrangement, the 
Employee’s annual rate of pay will be adjusted to reflect the allowance (in accordance with 
Clause 56). 








 

49 
 

56. Rostered Weekend Employees 

56.1. Rostered Weekend Employees will normally work a rostered normal spread of hours from 
Monday to Sunday. A Rostered Weekend Employee can either be remunerated through: 

(a) the payment of an annual allowance (Rostered Weekend Allowance) as outlined in 
this clause; 

(b) the payment of as worked penalties as outlined in clause 56.9; or 

(c) a combination of both a Rostered Weekend Allowance and as worked penalties as set 
out in this clause and clause 56.9.  

(d) A Rostered Weekend Employee whose weekend work is remunerated through the 
payment of a Rostered Weekend Allowance shall be entitled to an annual allowance 
of their substantive base salary to cover the operational requirements of Parks 
Victoria as follows 

 

56.2. The Rostered Weekend Allowance is payable only while the Employee is rostered to work 
weekends in accordance with this clause 56 and will be calculated as salary for 
superannuation purposes only. 

56.3. Following consultation with the affected employee, a Rostered Weekend Employee with a 
Rostered Weekend Allowance: 

(a) who is no longer required to perform rostered weekend work; or 

(b) whose roster requirements and subsequent allowance are to be reduced. 

shall be provided with notice in writing of the reduction or cessation of the Rostered 
Weekend Allowance in accordance with clause 56.4 or 56.5. 

56.4. Period of notice for reduction of annualised allowance: 

Consecutive Years Worked At Same 
Weekend Rate: 

Period of Notice: 

(i)  1 to 5 years 3 months 

(ii) 6 or more years 6 months 

 

56.5. Period of notice for cessation of annualised allowance 

 Number of Rostered Weekends Days Percentage 

Up to 10 3.75% 

Up to 20 7.5% 

Up to 30 11.25% 

Up to 40 15% 








 

50 
 

Consecutive Years Worked At Same 
Weekend Rate: 

Period of Notice: 

(i)  1 to 5 years 6 months 

(ii) 6 or more years 12 months 

 

56.6. The periods of notice in this clause will not apply to Employees who: 

(a) Are temporarily working to a roster; or 

(b) Are appointed or transferred to a position which requires less or no weekend days as a 
result of the Employee’s application; or 

(c) Reach agreement with Parks Victoria that no notice or reduced notice is required. 

56.7. Where the Employee has worked the agreed number of weekend days for which an 
allowance has been paid, they will retain the allowance until the expiration of the 12 month 
period from when the annual allowance commenced. 

56.8. For Employees who are in a defined benefit superannuation fund whose Rostered Weekend 
Allowance is either reduced or ceased, the salary for superannuation purposes will remain 
unchanged until the actual salary, without the Rostered Weekend Allowance included, 
exceeds the existing superable salary. 

56.9. At the discretion of Parks Victoria and in consultation with the employee, a Rostered 
Weekend Employee (including a Rostered Weekend Employee who has worked their 
nominated number of weekend days determined by their allowance) will be paid weekend 
penalties on an as worked basis as follows: 

 

56.10. Superannuation contributions will be paid on as worked penalties, however payments made 
for weekend work on an as worked basis will only be added to salary for superannuation 
purposes for employees who are in a defined benefit superannuation fund, where permitted 
under the terms of the relevant Trust Deed for the defined benefit superannuation fund, or 
if there is no Trust Deed, the applicable governing rules for that defined benefit 
superannuation fund. Where this is not permitted, superannuation contributions will be 
made on such payments to an appropriate accumulation fund nominated by the employee 
or in the absence of nomination, the default specified in this Agreement. 

For weekend work on Weekend Rate 

(% of ordinary hourly rate) 

Saturday – first two hours 150% 

Saturday – after two hours  200% 

Sunday – in all cases except public 
holidays 

200% 

Public holiday  250%  








 

51 
 

56.11. If a Rostered Weekend Employee is rostered to work a weekend as part of their rostered 
weekend days and is required for fire duties prior to the commencement of work on that 
day, they are paid overtime for that fire duty. 

56.12. In the event that a Rostered Weekend Employee is called to go to a fire when they are at 
work on a normal weekend day, they will be paid normal time for the first 7.6 hours of the 
day and weekend overtime rates will be payable after 7.6 hours regardless of the proportion 
between fire and normal duty. 

56.13. For an employee on an annualised allowance, there is no requirement to rework that 
weekend day if a rostered weekend Employee attends for fire duties as a result of clauses 
56.12.   

56.14. In circumstances where rosters are revised with advance notice, and there is a need to re-
schedule the weekend days as a result of fire duty, Parks Victoria will be both fair and 
reasonable in its expectations in relation to reworked days for employees on an annualised 
allowance. Such Employees would not be expected to work successive weekends to make 
days up. An agreed plan would be established between the Rostered Weekend Employee on 
an annualised allowance and the Supervisor on what would be fair and reasonable with 
regard to additional weekends to be worked. 

56.15. In the event that a Rostered Weekend Employee is asked to attend fire duty on a week day 
which is their rostered day off, there is no compulsion for the Employee to be available as 
the time is their "weekend". If the Rostered Weekend Employee does decide to work, they 
are paid normal time for the first 7.6 hours and are still entitled to the rostered day off to be 
taken as soon as practicable prior to the return to normal duty. If a rostered weekend 
Employee is required to go on standby while on their rostered days off (Monday to Friday), 
normal paid standby rates would apply. 

57. Rostered Stand-by Employees / After Hours Duty Officers 

57.1. A Rostered Stand-by Employee, including After Hours Duty Officers, will be rostered to be on 
stand-by on a regular basis as part of an annual duty roster. 

57.2. This role is not classified as an emergency worker under Appendix 1. 

Payment  

57.3. A Rostered Stand-by Employee shall be entitled to an annual allowance of 7.5% of 
substantive salary for undertaking 28 days on the annual duty roster. For any additional day worked, 
the employee will be paid in accordance with clauses 64 and 65. The Employee, on the basis of what 
is reasonable, will respond to, or initiate a response to, incidents as required for which no additional 
payment will be made. 

57.4. The allowance is payable only whilst the Employee is rostered to undertake annual stand-by 
duty in accordance with this sub-clause and will be added to salary for superannuation purposes. A 
minimum of three months’ notice in writing shall be given for cessation of the requirement to 
undertake annual stand-by duty. 

Rostering – After Hours Duty Officers (AHDO) 

57.5. Over the period of 1 December to 30 April, Parks Victoria will adopt a 4-day duty roster for 
After Hours Duty Officers.  Outside this period, the standard 7-day duty roster will apply for After 
Hours Duty Officers.   








 

52 
 

57.6. Where an After Hours Duty Officer takes eight (8) calls  or performs over two (2) hours of 
AHDO duties over a weekend (when the rostered duties  commence on Saturday and/or Sunday) 
when they are not otherwise rostered, they will be entitled to a day off immediately after their After 
Hours Duty Officer roster finishes that week. 

57.7. An After Hours Duty Officer must be available to perform their 28 days on the annual duty 
roster.  If they are unavailable for their duty shift or roster, they will be required to seek approval 
from the Roster Manager to swap their shift or roster. 

57.8. Rostered Stand-by Employee is required to have a rest period of at least 10 consecutive 
hours off between their final call and starting work again in accordance with clause 70. 

58. Rosters for Weekend Employees 

58.1. Generally, rosters will be developed locally and do not apply to Monday to Friday 
Employees. However Monday to Friday employees may be included in rosters for irregular 
ad hoc work as described in clause 56.1(b). 

58.2.  Where practicable an Employee who is rostered to work consecutive weekends will have an 
equal number of consecutive weekends off, following those that have been worked.  Rosters 
may also allow for the working of single weekend days by agreement; however normal 
rostering practice will be not to split weekends. 

58.3. As much notice as practicable, desirably at least a minimum of 4 weeks, will be given for a 
change in, or introduction of, a new roster. Subject to agreement an Employee may be 
requested to work on a rostered day off. Where agreement is reached another rostered day 
off is to be taken. 

58.4. Where a Rostered Weekend Employee (whether on a Rostered Weekend Allowance or not) 
is rostered to work on the weekend on an as worked basis, and Parks Victoria determines 
that this work is not required, Parks Victoria will provide the Rostered Weekend Employee 
with as much notice as possible of the cancellation of this work. 

58.5. If Parks Victoria provides less than 2 weeks’ notice of such a cancellation, the Rostered 
Weekend Employee will receive payment of 1 day’s pay for the relevant weekend day that 
would otherwise have been worked on an as worked basis. If both days in that weekend 
period would have otherwise been worked, the Rostered Weekend Employee will receive 1 
day’s pay at the Sunday loading for the cancelled weekend period. 

59. Rostered Work – Outside the Spread of Hours 

59.1. When necessary to respond to particular operational requirements such as environmental or 
visitor management programs, Parks Victoria may request Employees to work to a roster 
that starts or finishes outside the normal spread of hours. 

59.2. Rosters shall be prepared on the basis of: 

(a) Normal hours for the rostered Employees being 38 hours per week averaged over a 2 
week period;  

(b) Individual shifts being 7.6 hours; and 

(c) At least 7 days’ notice shall be given where there is a requirement to work a roster 
that is outside the normal spread of hours unless agreed otherwise. 








 

53 
 

59.3. An Employee rostered to work under this clause shall be paid 30% more than their 
substantive hourly rate for the 7.6 hours worked. Time worked in excess of the ordinary 
rostered hours shall be paid at the rate of double time unless otherwise agreed. 

59.4. An Employee who is rostered to work all their normal hours within the spread of hours and 
finishes work outside the spread of hours shall be paid overtime for all the actual time 
worked outside the spread of hours. Overtime will be paid at the rate of time and a half for 
the first two hours and double time thereafter. Time in Lieu provisions will not apply to work 
outside the spread of hours. 

60. Right to Request Flexible Working Arrangements  

60.1. An eligible Employee may request a change in working arrangements relating to the 
following circumstances:   

(a) The employee is the parent of or has responsibility for, the care of a child who is of 
school age or younger; or   

(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 is providing personal care, support and assistance to a member of their 
immediate family or member of their household because they are experiencing family 
or domestic violence.  

Note: Examples of changes in working arrangements include changes in hours of work,  
changes in patterns of work and changes in location of work.  

  
60.2. This clause applies to full-time or part-time employees who 

have successfully completed probation, or, have at least 12 months service whichever occurs 
first.    

60.3. Such request must be made by the employee in writing and responded to by Parks Victoria 
within 14 business days  

60.4. Parks Victoria may refuse the request on reasonable business grounds; in accordance with 
the provisions of s.65 of the Fair Work Act 2009, however, approval will not be unreasonably 
withheld. If the request is refused, Parks Victoria will provide the reasons for refusal in 
writing to the employee 

61. Home Based Work 

61.1. Home based work arrangements may be agreed between Parks Victoria and an Employee on 
a case by case basis. 








 

54 
 

ADDITIONAL PAYMENTS AND BENEFITS 

62. Mobility Principles  

62.1. The Parties agree to interpret and apply this Agreement consistently with the following 
principles aimed at promoting workforce mobility:  

(a) The work required of Parks Victoria 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 within Parks Victoria. Within the framework of secure 
employment (clause 16) and flexibility (clause 60), the Parties acknowledge the 
importance of ensuring that Employees can be responsively deployed to 
support changing government priorities.  

(c) Parks Victoria delivers an essential public service and is a career path 
of choice. Employment careers within Parks Victoria can go beyond a fixed role in a 
single location. Employees are encouraged to gain relevant, diverse and evolving skills 
and experience across Parks Victoria to help facilitate delivery of government and 
Parks Victoria’s priorities as they change over time.  

62.2. The Parties agree that the principles set out above may 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, and  

(b) Reduction of operational and mobility barriers between directorates, divisions, 
branches and locations, and  

(c) Facilitation of greater mobility, including a more advanced approach to linking skill 
development, career aspirations and job demand trends, and review of the application 
and operation of the transfer list under clause 33, and  

(d) Embedding and improvement of the capability framework to facilitate better matching 
of Employee capabilities to operational need, and  

(e) A model where Employees are deployed to priority projects or programs across Parks 
Victoria based on their core skills and capabilities, rather than being limited to a 
specific function in a specific area, and  

(f) Interdisciplinary project teams, which change in size and composition over time, with 
shared resources and/or reporting lines outside traditional hierarchical structures or 
across divisional or agency boundaries, and  

(g) 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  

(h) Building of specialist skills through targeted professional development in particular 
areas of Parks Victoria. 








 

55 
 

62.3. The parties agree that workforce mobility measures are not intended to adversely affect 
Employees’ overall employment security within Parks Victoria or otherwise disadvantage 
Employees in their employment. In particular:  
 
(a) Unless mutually agreed between the Employee and the Employer under this clause, 

the Employer will not require an Employee to physically relocate without appropriate 
consultation under Clause 7 and supports as provided for in Clause 34 and 36  (Non-
Residential Relocation and Residential Relocation), 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 15  – 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 42 (Progression and Work and 
Development Plan), 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 11 
and 60) 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) Mobility measures will take into account an Employee’s personal/family 
circumstances, and work-life balance and fatigue management, and 

(h) The Employer will comply with its obligations under the Agreement and the 
Occupational Health and Safety Act 2004 (Vic) when implementing mobility measures, 
and 

(i) Mobility measures will not disadvantage an Employee in their terms and conditions of 
employment,  

63. Mobility Payment  

63.1. Employees will be paid an annual lump sum mobility payment:  

(a) in recognition of the Parties commitment to the mobility principles outlined 
in clause 62 (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  

(c) to acknowledge Employees are committed to ensuring they can be responsively 
deployed to support changing government and Parks Victoria priorities, and  








 

56 
 

(d) to encourage Employees to gain relevant, diverse and evolving skills and experience 
across Parks Victoria to support their capability and career development.  

63.2. 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)  

63.3. An Employee will be eligible for the mobility payment if that Employee has been in his  
or her role for 3 months or more or has presented for work at least three months out of 
twelve months immediately prior to payment. Eligible employees classified under 
the following classification structure will be paid an annual lump sum payment as follows:  

 

Grade 1 December 2021 1 December 2022 1 December 2023 1 December 
2024  

1 $630.00 $643.00 $655.00 $669.00 

2.1 $630.00 $643.00 $655.00 $669.00 

2.2 $630.00 $643.00 $655.00 $669.00 

2.3 $630.00 $643.00 $655.00 $669.00 

3 $630.00 $643.00 $655.00 $669.00 

4 $630.00 $643.00 $655.00 $669.00 

5 $630.00 $643.00 $655.00 $669.00 

6 $630.00 $643.00 $655.00 $669.00 

7 $630.00 $643.00 $655.00 $669.00 

8 $630.00 $643.00 $655.00 $669.00 

64. After Hours Stand-by 

64.1. Parks Victoria may on occasion require an Employee to be available for After Hours Stand-by 
(excluding Rostered Stand-by Employees as described in Clause 57 and standby relating to 
emergency work). An Employee who undertakes After Hours Stand-by will be required to be 
available and contactable outside the ordinary spread of hours to respond or initiate a 
response to incidents during the period of After Hours Stand-by as required. 

64.2. Payment for After Hours Stand-by shall be as follows:   








 

57 
 

 

65. Overtime 

65.1. Overtime means the hours worked at the direction of the Employer, which are in addition to 
normal working hours set out in clause 53.  

65.2. Parks Victoria may on occasion require an Employee to work reasonable overtime which 
shall be paid for at the appropriate overtime rates as prescribed below.  

65.3. No overtime is paid if casual employees work more than 7.6 hours and less than 10 hours in 
the work day. For hours worked beyond 10 hours in a given day, the employee will be paid 
for overtime or by agreement granted time in lieu.  

65.4. The overtime provisions set out in this clause do not apply to emergency work related to 
wildfire suppression or planned burning described in Appendix A, and for which special 
provisions as set down in Appendix A apply, except in relation to calculation.  

65.5. Requirement to work reasonable overtime 

(a) Subject to this clause an 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 Employee health and safety; 

(ii) the Employee's personal circumstances including any family responsibilities; 

(iii) the needs of the workplace or enterprise; 

(iv) the notice (if any) given by the Employer of the overtime and by the Employee 
of their intention to refuse it; and 

Date of Effect Rate per 8 hour day   

15 September 2021 $99.04 

15 March 2022 $100.03 

15 September 2022 $101.03 

15 March 2023 $102.04 

15 September 2023 $103.06 

15 March 2024 $104.09 

15 September 2024 $105.13 

15 March 2025 $106.18 








 

58 
 

(v) any other relevant matter. 

65.6. Requirement to pay overtime 

(a) An Employee who works overtime must be paid at the appropriate overtime rate 
specified in clause 65.7.   

(b) An Employee may request that time be granted in lieu of payment. If Parks Victoria 
agrees, time in lieu of payment will accrue at the rate specified in clause 66. 

65.7. Overtime – Rates of payment  

(a) For the purpose of computation of overtime under this clause: 

(i) Overtime shall be based on the substantive rate of pay (as described) that the 
Employee is receiving at the time the overtime is worked and shall be calculated 
to the nearest quarter of an hour; 

(ii) Each day of work shall stand alone except where overtime is continuous with 
the previous day. 

(iii) A day shall mean all time between midnight on any one day and midnight on 
the succeeding day. 

(iv) Approved overtime when worked and penalty rates for Public Holidays shall be 
calculated on the substantive rate of pay excluding any rostered allowances. 

(v) Where an employee is paid for overtime work pursuant to clause xx the 
following overtime rates will be paid: 

For overtime work on Overtime rate 
(% of ordinary hourly rate) 

Monday to Saturday– first two hours 150% 

Monday to Saturday – after two hours 200% 

Sunday – in all cases except public holidays 200% 

Public holiday   250% 

66. Overtime - Rate of accrual for time in lieu payment 

66.1. Where an Employee is granted time in lieu of payment for overtime work, the time will 
accrue on an hour for hour basis   

66.2. Application of time in lieu  

(a) Time in lieu is to be taken at a time mutually agreed. Parks Victoria will endeavour to 
permit the Employee to take time in lieu of the Employee’s choosing provided that 
such time off in lieu takes into account the local fire danger ratings (or other similar 
emergency provisions). 

(b) Accrued time up to 38 hours will be taken at a time that is convenient to Parks Victoria 
and the Employee within 6 weeks of it being accrued, or such longer period as is 
mutually agreed. Approved accrued time beyond 38 hours will be paid at appropriate 
overtime rates for hours accrued after date of operation of this Agreement unless 
working hours have been varied by agreement as described in Clause 53 and above. 








 

59 
 

67. Payment of Overtime Ceiling  

67.1. All paid overtime will be subject to the maximum payment being based on the hourly rate of 
the following salary: 

68. Call Outs 

68.1. Employees who are called out to respond to an incident (other than under Appendix A – 
Emergency Work) will be paid overtime for the actual time worked (including travel time) 
with a minimum payment of at least four hours. 

69. Transport of Employees 

69.1. When an Employee who is not entitled to a travelling allowance, after having worked 
approved overtime or approved accrued time finishes work at a time when reasonable 
means of transport are not available, Parks Victoria will provide transport home. This 
provision may not apply when the Employee has been given sufficient notification of the 
requirement to work overtime or approved accrued time to make alternate travel 
arrangements. 

70. Rest Periods 

70.1. Employees should have a rest period of at least 10 consecutive hours off duty between the 
work of successive days. 

70.2. An Employee so affected by a 10 hour break will not lose pay for normal hours lost whilst 
observing the 10 hour break. 

70.3. If on the instruction of Parks Victoria an Employee resumes or continues to work without 
having had such 10 consecutive hours off duty, the Employee shall be paid at the rate of 
double time until released from duty for such period and shall then be entitled to be absent 
until they have had 10 consecutive hours off duty without loss of pay for normal working 
time occurring during such absence. 

Date of Effect Rate (hourly rate of annual salary)  

15 September 2021 $83,786.84 

15 March 2022 $84,624.71 

15 September 2022 $85,470.96 

15 March 2023 $86,325.67 

15 September 2023 $87,188.92 

15 March 2024 $88,060.81 

15 September 2024 $88,941.42 

15 March 2025 $89,830.84 








 

60 
 

71. Meal Allowance 

71.1. An unpaid daily meal break of not less than 30 minutes shall be taken in accordance with the 
normal hours as prescribed in clause 53 this Agreement. 

71.2. An Employee who is required to continue duty beyond normal working arrangements as 
described in clause 53 (and who will either be paid overtime for at least 2 hours or work at 
least 2 hours of approved accrued time) shall be: 

(a) Granted a paid meal break, and subsequent paid meal breaks, provided that the 
Employee has worked after the meal break; and 

(b) Paid a meal allowance provided that the Employee shall not be required to work for 
more than 5 hours continuously without a meal break. The allowance shall be paid as 
follows; 

 

(c) However, a meal allowance will not be payable for working less than 9.6 hours on a 
Public Holiday or during the application of any of the flexible working arrangements as 
described in 60.  

72. Personal Expenses 

72.1. From time to time, Parks Victoria Employees will incur legitimate out of pocket expenses 
associated with their work activities. 

72.2. All legitimate and reasonable expenditure incurred on behalf of Parks Victoria in the 
performance of agreed duties will be reimbursed to the Employee. 

72.3. All expense claims will require the approval of the local manager and must be adequately 
supported by receipts. 

Date of Effect Amount  

15 September 2021 $35.45 

15 March 2022 $35.81 

15 September 2022 $36.16 

15 March 2023 $36.53 

15 September 2023 $36.89 

15 March 2024 $37.26 

15 September 2024 $37.63 

15 March 2025 $38.01 








 

61 
 

73. Carer Responsibilities 

73.1. Where Employees are required by Parks Victoria to work outside their normal hours of work 
and where less than 48 hours’ notice of the requirement to perform such overtime work has 
been given by Parks Victoria, the Employee will be reimbursed for reasonable carer 
responsibility expenses incurred. 

73.2. Evidence of expenditure incurred by the Employee must be provided to Parks Victoria as 
soon as possible after the working of such extra time. Employees are encouraged to clarify 
eligibility for this entitlement prior to incurring such expenses. 

74. Shiftwork 

74.1. General 

(a) The following provisions do not apply to work performed as outlined in Clauses 53 and 
54. However, when necessary to respond to operational emergencies Parks Victoria 
may direct Employees to work to a shiftwork roster. 

(b) Shiftwork rosters will provide for three consecutive shifts in each 24 hours. A shift 
shall be considered to fall on the day on which the majority of normal hours fall. 

74.2. Shiftwork rosters 

(a) Shiftwork rosters shall be prepared on the basis of: 

(i) ordinary shiftwork hours for the rostered Employees being 38 hours per week 
averaged over each complete cycle of the roster; 

(ii) individual shifts being eight hours including meal times; 

(iii) rotation of rosters worked by individual Employees unless the affected 
Employees agree otherwise; 

(iv) not more than eight shifts to be worked in any nine consecutive days providing 
each Employee with at least one consecutive Saturday and Sunday off in every 
four week period; 

(v) not being changed in structure or form without seven days’ notice being given. 

(b) A day shift will comprise any shift started at or after 7.00 a.m. and before 10.00 a.m. 

(c) An afternoon shift will comprise any shift started at or after 10.00 a.m. and before 
8.00 p.m. 

(d) A night shift will comprise any shift started at or after 8.00 p.m. and before 7.00 a.m. 

(e) At least 72 hours’ notice will be given of a requirement to work to a roster. 

74.3. Shift loadings 

(a) Afternoon or Night shift (except public holidays) 

(i) When required to perform shift work on an afternoon or night shift on any day 
Monday to Friday inclusive (except a public holiday), an additional allowance at 
the rate of 15 per cent of the appropriate hourly rate for each hour of duty; and 








 

62 
 

(ii) When required to perform such duty continuously for a period exceeding four 
weeks on a shift: 

a. commencing before 8.00pm and continuing beyond 6.00am; 

b. falling wholly within the hours of 8.00pm and 6.00am; or 

c. commencing between 8.00pm and midnight and lasting for at least eight 
hours an additional allowance at the rate of 15 per cent of the 
appropriate hourly rate for each hour of duty in addition to the 
allowance specified in Clause 74.3(a)(i) above. This additional payment 
will not apply where, but for mutual agreement, the Employee would be 
required to work rotating shift duty. 

(iii) A shift worker will be paid at a rate of time and a half for ordinary shift work 
hours on Saturday, double time for Sunday and double time and a half for public 
holidays. 

(iv) Time worked in excess of the ordinary shift work hours will be paid for at the 
rate of double time. This entitlement does not apply where the arrangement 
has been made between shift workers themselves. 

(v) An Employee who works on an afternoon or night shift which does not 
continue: 

a. for at least five successive afternoon or night shifts; or 

b. for at least 38 ordinary hours 

shall be paid for each shift 50 percent for the first three hours and 100 percent 
for the remaining hours, in addition to their ordinary rate. 

75. Business Continuity/Short Term Deployment 

75.1. Parks Victoria from time to time may by agreement assign existing Employees to short term 
deployments to meet specific operational needs. These deployments would generally be, 
though not limited to, ensuring continuity of essential Parks Victoria operations (outside of 
the emergency) during periods of emergency management and recovery after an emergency 
event. 

75.2. Allowance will only be paid where employees clearly need to reside away from their normal 
place of residence. If the employee is paid the short term deployment allowance, they are 
not entitled to a camping allowance 

75.3. The short term deployment would generally be for a period no longer than three months.  In 
exceptional circumstances could be extended to six months. 

75.4. The provisions of this clause will not apply to Employees who are deployed directly to 
emergency work. The provisions of “Appendix A Emergency Work” will apply to Employees 
deployed to an emergency event. 

75.5. Employees assigned to short term deployments will be fully reimbursed for any out of 
pocket and additional expenses incurred as a result of the deployment.  This will include the 
reimbursement of any reasonable family related expenses incurred. Examples of such 
expenses include, but are not limited to child care and boarding of pets. 








 

63 
 

75.6. Employees assigned to short term deployments will be paid a “Short Term Deployment 
Allowance” to compensate for the inconvenience of the deployment. The Employee must be 
deployed for at least 5 consecutive days to be eligible for the allowance. The allowance will 
be paid as follows; 

76. Camping Allowance 

Due to operational requirements (other than emergencies) Parks Victoria may from time to time 
require Employees to reside at a location other than their usual place of residence. This may also 
include the need for Employees to camp out. In such instances an allowance will be paid to 
compensate for inconvenience and the use of personal equipment as follows; 

 

Date of Effect Amount per week 

15 September 2021 $155.23 

15 March 2022 $156.78 

15 September 2022 $158.35 

15 March 2023 $159.93 

15 September 2023 $161.53 

15 March 2024 $163.15 

15 September 2024 $164.78 

15 March 2025 $166.42 

Date of Effect Amount  

15 September 2021 $34.13 

15 March 2022 $34.47 

15 September 2022 $34.81 

15 March 2023 $35.16 

15 September 2023 $35.51 

15 March 2024 $35.87 

15 September 2024 $36.23 

15 March 2025 $36.59 








 

64 
 

76.1. The allowance will be payable in the following circumstances only: 

(a) Where Parks Victoria requires the Employee 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 3-star permanent standard. 

(c) 3 Star standard must include: 

(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. 

(d) Tidal River accommodation centre including the group lodges, other than tented 
accommodation, is considered an acceptable standard. 

76.2. Where Employees are entitled to a camping allowance for a period of at least 5 consecutive 
days (4 nights) a weekly allowance will instead be paid as follows;  

 

76.3. An allowance per night camped will be paid to Employees incurring costs for the purchase of 
food. This allowance will not be payable in circumstances where Parks Victoria purchases an 
Employee’s food. The allowance will be paid as follows: 

Date of Effect Amount per week 

15 September 2021 $170.63 

15 March 2022 $172.34 

15 September 2022 $174.06 

15 March 2023 $175.80 

15 September 2023 $177.56 

15 March 2024 $179.33 

15 September 2024 $181.13 

15 March 2025 $182.94 








 

65 
 

 

EQUAL OPPORTUNITY, SAFETY AND REHABILITATION 

77. Ski Equipment Allowance 

77.1. In the event that Parks Victoria requires an Employee to undertake duties requiring the use 
of ski equipment and Parks Victoria requires that the Employee utilise their own ski 
equipment, the Employee will be entitled to a one off payment o towards the purchase and 
maintenance of that equipment as follows; 

 

Date of Effect Amount  

15 September 2021 $35.45 

15 March 2022 $35.81 

15 September 2022 $36.16 

15 March 2023 $36.53 

15 September 2023 $36.89 

15 March 2024 $37.26 

15 September 2024 $37.63 

15 March 2025 $38.01 

Date of Effect Amount  

15 September 2021 $492.71 

15 March 2022 $497.64 

15 September 2022 $502.61 

15 March 2023 $507.64 

15 September 2023 $512.71 

15 March 2024 $517.84 

15 September 2024 $523.02 

15 March 2025 $528.25 








 

66 
 

78. Uniform 

78.1. If Parks Victoria requires an employee to wear a uniform, Parks Victoria will provide 
employees in the role Ranger, Field Service Officer, Ranger Team Leader, Area Chief Ranger, 
Chief Ranger, Senior Ranger and Seasonal Ranger, with a uniform kit consisting of: 

(a) 5 x shirts – a combination of long and short sleeve shirts in core colours or high-vis. 

(b) 4 x lower garments – a combination of pants and shorts 

(c) 1 x woollen jumper 

(d) 1 x softshell jacket 

(e) 1 x softshell vest 

(f) 1 x High-vis softshell (removable sleeves) 

(g) 1 x all-weather jacket 

(h) 1 x all-weather pants 

(i) 1 x belt 

(j) 3 x headwear (1 x beanie, 1 x baseball cap, 1 x wide brim hat) 

(k) 1 x pair of boots 

(l) 5 x pairs of socks 

(m) 1 x set of thermal wear 

78.2. Other employees, including casual staff, customer service officers and corporate staff who 
are required to wear a uniform will be provided with a reduced uniform kit appropriate to 
their role.  

78.3. Employees issues with a uniform are required to keep their uniform clean and in good 
condition.  Parks Victoria will replace uniform pieces on as needs basis taking into account 
fair wear and tear. Employees issued with a uniform must return all pieces of uniform 
provided at the cessation of their employment.  

78.4. Uniform kit allocations may change from time to time.  

79. Remote Location Allowance and Attraction Allowance 

79.1. Parks Victoria recognises that, because of the nature of its business, some Employees may 
be required to work from locations that are considered to be isolated, and remote from 
Melbourne and major regional centres. Parks Victoria will assist Employees who are 
relocated to, and work from, a remote location in accordance with this clause. 

79.2. For the purpose of this clause: 

(a) “Remote locations” are determined but not limited to the following criteria: 

(i) Availability of defined essential services at the workplace location. 








 

67 
 

(ii) Availability of defined lifestyle (including recreational/cultural) services at the 
workplace location. 

(iii) Availability of suitable accommodation within 1 hour of the workplace location. 

(iv) Number of (full time equivalent) Parks Victoria Employees based at the 
workplace. 

(v) Distance of the workplace from the Regional or District office. 

(vi) Distance from Melbourne CBD. 

(b) The “level of Remoteness” can fall into 4 distinct categories: 

(i) Extremely Remote; 

(ii) Highly Remote; 

(iii) Remote; or 

(iv) Not Remote. 

(c) “Family” can include any or all of the following: 

(i) The spouse of the Employee (including de facto, as recognised by the Australian 
Taxation Office); 

(ii) Each child of the Employee of or below the age of 18 years; 

(iii) Each child of the Employee above the age of 18 years and of, or below, the age 
of 25 years whilst such child remains a student in full-time education or training 
at a recognised educational institution or as an indentured apprentice; and 

(iv) Any other person who is part of the Employee’s household and who is 
substantially dependent on the Employee for their welfare. 

79.3. Eligibility and Entitlement 

(a) An Employee shall be eligible to receive a Remote Location Allowance (as specified in 
clause 79.5 in situations where: 

(i) The Employee is working from a remote workplace for more than 6 consecutive 
weeks; and 

(ii) The accommodation is not otherwise being paid for by Parks Victoria; and 

(iii) The Employee is either: 

a. required by Parks Victoria to be resident in that location; or 

b. compelled to be resident at, or within close proximity to, a remote 
location due to the lack of suitable accommodation within a one hour 
radius (travel time) of the workplace. 

(b) An eligible Employee shall be entitled to receive half (50%) of the Remote Location 
Allowance  specified  for  their  workplace  if  eligibility  criteria 79.3(a)(i) and (ii) are 
met but the Employee is not required or compelled to be resident in a remote location 








 

68 
 

owing to the availability of suitable accommodation in a major township within one 
hour of the workplace. 

79.4. Attraction Allowance 

(a) In addition to the allowance in this clause, Employees in remote locations may receive 
a one off Attraction payment at the rate specified in the table below at the 
commencement of residence at the location. This is an added inducement to attract 
Employees. The General Manager Regional Management or their delegate are to 
approve one off payments. The Attraction allowance shall not be payable to 
Employees who are requesting to transfer for lifestyle reasons or for existing local 
residents. 

79.5. Quantum and Payment 

 

(a) The Remote Location Allowance (RLA) rates are directly linked to whether the 

Employee is with, or without, dependents, and are only payable whilst the Employee 
works from a remote location. 

(b) Any amounts paid to Employees are subject to PAYE deductions: 

Extremely Remote 

Date of Effect With Dependents Without Dependents  Attraction Payment 

15 September 2021 
$6,835.45 $4,308.78 $4,945.33 

15 March 2022 
$6,903.80 $4,351.87 $4,994.79 

15 September 2022 
$6,972.84 $4,395.39 $5,044.73 

15 March 2023 
$7,042.57 $4,439.34 $5,095.18 

15 September 2023 
$7,112.99 $4,483.73 $5,146.13 

Remote Status Remote Workplace Locations 

Extremely Remote Gabo Island; Wilsons 
Promontory Lighthouse. 

Highly Remote Bendoc; Cann River; 
Dargo; Hattah; Mallacoota; Underbool; Wyperfeld; Yaapeet; 
Speed; Rainbow; Hopetoun; Werrimul 

Remote Buchan; Loch Sport; Mt Buffalo; Omeo; Tidal River; Yanakie; 
Casterton; Nhill 

Not Remote All other workplace 
locations. 








 

69 
 

15 March 2024 
$7,184.12 $4,528.57 $5,197.60 

15 September 2024 
$7,255.97 $4,573.86 $5,249.57 

15 March 2025 
$7,328.53 $4,619.60 $5,302.07 

 

 

Highly Remote 

Date of Effect 
With Dependents Without Dependents  Attraction Payment 

15 September 2021 
$5,157.90 $3,445.88 $3,815.86 

15 March 2022 
$5,209.48 $3,480.34 $3,854.02 

15 September 2022 
$5,261.57 $3,515.14 $3,892.56 

15 March 2023 
$5,314.19 $3,550.29 $3,931.49 

15 September 2023 
$5,367.33 $3,585.79 $3,970.80 

15 March 2024 
$5,421.00 $3,621.65 $4,010.51 

15 September 2024 
$5,475.21 $3,657.87 $4,050.61 

15 March 2025 
$5,529.97 $3,694.45 $4,091.12 

 

 

Remote 

Date of Effect With Dependents Without Dependents  Attraction Payment 

15 September 2021 
$3,123.00 $2,119.92 $1939.52 

15 March 2022 
$3,154.23 $2,141.12 $2,141.12 

15 September 2022 
$3,185.77 $2,162.53 $2,162.53 

15 March 2023 
$3,217.63 $2,184.15 $2,184.15 

15 September 2023 
$3,249.81 $2,206.00 $2,206.00 

15 March 2024 
$3,282.31 $2,228.06 $2,228.06 

15 September 2024 
$3,315.13 $2,250.34 $2,250.34 

15 March 2025 
$3,348.28 $2,272.84 $2,272.84 








 

70 
 

(c) The remoteness of individual workplaces may be reviewed over the life of this 
Agreement by the consultative committee against the criteria identified in Sub-clause 
79.2(a). Should a workplace’s level of remoteness score change then the ‘Remote 
Status’ rating and payment to Employees will be adjusted accordingly. 

80. Equal Opportunity 

80.1. Parks Victoria will fulfil its ethical and legal responsibilities to provide a work environment 
which is free from discrimination or harassment. 

80.2. Parks Victoria is committed to achieving equal opportunity in employment for all Employees 
as a means of increasing the effectiveness of the organisation and recognising the true 
potential of individuals. Equal opportunity will be provided in employment, promotions, 
wages, benefits and all other privileges, terms and conditions of employment, including 
decisions on redundancies, retrenchments and terminations. 

80.3. All Employees or applicants for positions will have access to employment, promotion, 
training, transfers, and other benefits of employment on the basis of merit and will be 
assessed on their skills, qualifications, abilities prior work performance and aptitudes. 

81. Gender Equality 

81.1. 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. This does not 
include release of confidential or sensitive information. 

(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. 

81.2 Meaning of ‘Pay’ 

In this clause, ‘pay’ refers to remuneration including but not limited to salary, bonuses, overtime 

payments, allowances and superannuation. 

 








 

71 
 

81.3 Commitment to collaborative approach to achieving gender pay equity  
The Employer will work collaboratively with Employees and the Unions to identify, support and 

implement strategies designed to eradicate the gender pay gap, gender inequality and 

discrimination across Parks Victoria.   

 

81.4 Claims relating to systemic gender equality issues 

(a) A systemic gender equality issue means an issue of a systemic nature within the 
Employer, which adversely affects a class or group of employees of the Employer, 
relating to: 

(i) The gender composition of any or all workforce levels of the Employer; 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, irrespective of gender; or 

(iv) Sexual harassment in the workplace; or 

(v) Recruitment and promotion practices in the workplace; or 

(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 Unions and/or a class or group of Employees may seek resolution of a dispute 
relating to a systemic gender equality issue (Claim) in accordance with this clause. 

(c) In resolving a claim, the principles of internal dispute resolution outline under clause 
10 (Discussion of grievance or dispute) and clause 10.11 (Internal process) must be 
applied in the first instance. 

(d) 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 

(e) 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 








 

72 
 

(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 
the Claimant; and 

(vii) 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 

(viii) Must consider the views of the Claimant and the Employer prior to jointly 
dealing with multiple Claims or disputes; and 

(ix) 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. 

(f) 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 10  

(g) 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. 

(h) A Claimant may choose to be represented at any stage by a representative, including a 
Union representative or Employer’s organisation. 

(i) 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. 

(j) 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. 

81.5 Gender Equality Action Plans 

(a) The Employer will consult with the Unions in the preparation of Gender Equality 
Action Plans under the Gender Equality Act 2020 (VIC). 

82. Occupational Health and Safety 

Objectives  

82.1. The Parties to this agreement are committed to: 

(a) the promotion of a joint and united approach to consultation and resolution of 
Occupational Health and Safety (OH&S) issues; and 








 

73 
 

(b) continuous improvement in occupational health and safety standards; and 

(c) acknowledge that this will have a positive impact on employee wellbeing as well as  
workplace efficiency and productivity.     

82.2. To achieve these commitments Parks Victoria will, via the consultative processes set out 
below, develop a framework including management systems, policies and procedures 
designed to, as far as is reasonably practicable: 

(a) identify, assess, and control workplace hazards; 

(b) deal with safe operation of plant and equipment and the safe usage of substances; 

(c) address training issues including specific hazards, health and safety systems, and site 
induction; 

(d) manage occupational health and safety through an effective approach which aims to 
eliminate hazards in accordance with statutory obligations and reduce the incidence 
of occupational injuries and illnesses; and 

(e) provide a rehabilitation system for Employees affected by occupational injury or 
illness. 

82.3. The Parties to this Agreement shall ensure compliance with OH&S statutory requirements 
including regulations and compliance codes and will have regard to Industry Standards and 
Codes of Practice.   

Reporting of Incidents, Accident Investigation and Prevention  

82.4. The Employer shall encourage early reporting of incidents by Employees and ensure 
Employees who report incidents are appropriately supported.  

82.5. Following an incident or injury affecting an Employee, the Employer shall take appropriate 
action to prevent further injury to Employees, including: 

(a) conducting a worksite assessment where practicable; and 

(b) implementing any workplace modifications that may be required to ensure a healthy 
and safe work environment for Employees as required by this clause. 

82.6. The Employer shall provide information, instruction and training to Employees and 
management staff regarding the importance of early reporting, procedures regarding 
incident reporting, and linking this to accident investigation and prevention. 

Consultation Processes 

82.7. Consultative mechanisms will be established and verifiably implemented to address 
occupational health and safety issues. Such mechanisms will include: 

(a) The election of health and safety representatives to represent workers in all health 
and safety matters; and 

(b) The establishment of an occupational health and safety committee. 

82.8. Where an OH&S committee is established at least half the members shall be Employees, 
including health and safety representatives  








 

74 
 

82.9. The committee shall meet at least quarterly and will facilitate cooperation and consultation 
between management and employees on health and safety matters including the 
development, and review of OHS policy and procedures, analysis of injury/incident trends 
and review of incident reports together with reports on preventative action taken. This 
committee will constantly consider emerging agreed OHS issues in the workplace. 

82.10. The union workplace representatives have a legitimate interest in OH&S issues and can 
attend local OH&S committee meetings from time to time by giving notice as required to 
raise issues and participate.  A schedule of proposed meetings will be provided the Unions. 

Issue Resolution Procedures 

82.11. As soon as practicable after any occupational health and safety issue has been reported, the 
employer’s or management representative and health and safety representative must meet 
to resolve the issue.   

82.12. The resolution of the issue must take into account those of the following factors that are 
relevant: 

(a) Whether work must stop; 

(b) Whether the hazard can be eliminated; 

(c) Whether appropriate temporary measures are possible or desirable; 

(d) Whether on-going monitoring is required;   

(e) The timeframe involved in the resolution of the issues; and 

(f) Who is responsible for performing work involved in the resolution of the issues.   

82.13. As soon as possible after the resolution of an issue, details of the incident review and 
investigation will be shared with the relevant work group.   

82.14. Where a health and safety issue arises that: 

(a) involves work that causes an immediate threat to the health or safety of a person; and  

(b) given the nature of the threat and degree of risk it is not appropriate to follow the 
issue resolution procedure set out above. 

Parks Victoria or the health and safety representative for the relevant DWG may, after 
consultation, direct that the work is to cease.   

82.15. If a direction to cease the work is made, Parks Victoria may assign employees affected by the 
direction to undertake suitable alternative work. 

82.16. Nothing in this issue resolution procedure prevents that issue being dealt with under the 
Dispute Resolution Procedure in this Agreement.  

Training 

82.17. Employee OHS representatives will be given paid leave to attend an initial OHS training 
course and a refresher course in each subsequent year delivered by the provider of the 
employees choosing. Workplace training programs, including induction and on-the-job 
training will outline company OHS policy and procedures, particular hazards associated with 








 

75 
 

the job, controls measures applicable to each hazard, and how to utilize OHS systems to 
identify hazards and instigate preventative actions. 

82.18. 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 82.17 must only be granted to an Employee on one 
occasion and is additional to any other leave granted under this clause.  Health and safety 
representatives shall be entitled and encouraged to attend an approved course as soon as 
practicable but no later than within six months of their election.  

82.19. 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 year and in the 
subsequent year not exceeding ten days. 

82.20. When attending an approved course, health and safety representatives shall be paid their 
normal/expected earnings during course attendance, including pay entitlements relating to 
shift work, regular overtime, higher duties, allowances or penalty rates that would have 
applied had the health and safety representative been at work. 

Designated Work Groups 

82.21. 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. 

82.22. The parties at the central level will establish instructions for the conduct of the reviews of 
DWGs at the local level. 

82.23. 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. 

82.24. 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. 

82.25. 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. 

82.26. 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.  








 

76 
 

82.27. 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 
Information Privacy Act 2000 (Vic). Where possible, this information will include:  

(a) a description, including the location, of each DWG within each Agency;  

(b) the name of each elected health and safety representative, their workplace contact 
details and email address;  

(c) the date the health and safety representative was elected;  

(d) a description of the training the health and safety representative has attended and the 
date of attendance;  

(e) the name and contact details of the nominated management representative 
responsible for each DWG; and 

(f) details of the structure of OH&S committees, their meeting frequency and the name 
and contact details of the committee convener.  

Health and Safety Representative(s) Election process 

82.28. The method of conducting the election shall be determined by the employees of the DWG 
concerned. The parties to this Agreement will work together to resolve any issues raised by 
the employees in the DWG regarding the election process 

Ongoing Occupational Health and Safety Program 

82.29. The employer must institute procedures for collecting information on the nature of hazards 
and incidence of injury which includes: 

(a) An internal system for reporting, recording and investigation of incidents, injuries and 
illness; 

(b) The routine analysis of injury/illness/incident data; and 

(c) Routine reports on key OHS positive performance indicators. (For example: number of 
trained health and safety representatives and number of OHS training classes) 

82.30. A system of regular workplace inspections and regular hazard audits of work areas and work 
practices which include reference to relevant legislation, standards and codes of practice 
shall be instituted at the workplace. These must be carried out with the involvement of the 
OHS representatives.  

82.31. Records of workplace inspections shall be maintained by the employer and made available 
to the Occupational Health and Safety Committee.  

82.32. During the life of the Agreement, Parks Victoria will ensure that it has in place:   

(a) an Asbestos Management Program;   

(b) a process for reporting, identification and assessment of asbestos containing material.  
Assessments will be conducted by qualified contractors; and  

(c) the continued maintenance of an asbestos register which will record the data 
collected within elements 1 and 2. 








 

77 
 

Bullying and violence at work 

82.33. The Parties to this agreement are committed to working together to reduce bullying and 
occupational assault so far as is practicable in the workplace. 

82.34. In addition to the training provided on the prevention of occupational assault, the Employer 
commits to undertaking and resourcing specific project initiatives during the life of this 
Agreement to identify pilot initiative solutions to occupational assault within the workplace. 
Such projects shall be developed in consultation with the unions.  

Employee support & debriefing 

82.35. The Employer will provide support and debriefing to Employees who have experienced a 
“critical incident” during the course of the work that results in personal distress. The 
Employer is committed to assisting the recovery of Employees experiencing normal distress 
following a critical incident with the aim of returning Employees to their pre-incident level of 
functioning as soon as possible. 

82.36. 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 
such an incident.  

82.37. Critical incidents in the workplace environment include, but are not limited to: 

(a) aggravated assaults; 

(b) robbery; 

(c) suicide or attempted suicide; 

(d) murder; 

(e) sudden or unexpected death; 

(f) hostage or siege situations; 

(g) discharge of firearms; 

(h) vehicle accidents involving injury and/or substantial property damage; 

(i) acts of self harm by persons in the care of others; 

(j) industrial accidents involving serious injury or fatality; and 

(k) any other serious accidents or incidents. 

83. Facilities, Equipment and Accommodation – General 

83.1. 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. 

83.2. Health and safety representatives shall have reasonable time release from duty to perform 
their functions and duties as is necessary or prescribed under the Occupational Health and 
Safety Act 2004. 








 

78 
 

83.3. The Employer shall provide, in readily accessible locations, first aid equipment adequate for 
the nature of the Employee’s duties.  

83.4. Guidelines setting out the recommended standards are contained in the WorkSafe’s 
Workplace Amenities and Work Environment Compliance Code and the First Aid in the 
Workplace Compliance Code.  

84. Accident Pay 

84.1. Parks Victoria shall pay an Employee accident make-up pay where the Employee receives an 
injury for which weekly payments of compensation are payable by or on behalf of Parks 
Victoria pursuant to the provisions of the relevant Victorian Workers Compensation 
Legislation. 

84.2. "Accident make-up pay" means a payment of an amount being the difference between the 
weekly amount of compensation paid to the Employee pursuant to the relevant Victorian 
Workers Compensation Legislation and the Employee's average weekly earnings, or where 
the incapacity is for a lesser period than 1 week the difference between the amount of such 
compensation and the annual rate of pay for that period. 

84.3.  “Average weekly earnings” shall be determined having regard to Rostered Weekend Work 
and any additional allowances regularly paid to an Employee for performing their normal 
duties over the preceding 12 months. 

84.4. Parks Victoria shall pay or cause to be paid accident make-up pay during the incapacity of 
the Employee within the meaning of the relevant Victorian Workers Compensation 
Legislation.  Such payment shall not be paid: 

(a) In excess of a continuous period of 52 weeks; or 

(b) In excess of an aggregate period of 52 weeks in respect of a particular injury or 
incapacity; without the approval of Parks Victoria. 

84.5. The liability of Parks Victoria to pay accident make-up pay in accordance with this clause 
shall arise as at the date of the injury or accident in respect of which compensation is 
payable and the termination of the Employee's employment for any reason during the 
period of any incapacity shall in no way affect the liability of Parks Victoria to pay accident 
make-up pay as provided in this clause. 

84.6. In the event that the Employee receives a lump sum in redemption of weekly payments 
under the Accident Compensation Act 1985 (Vic) the liability of Parks Victoria to pay 
accident make-up pay in relation to that injury shall cease from the date of such redemption. 

84.7. The Employee shall repay any payments made in settlement of a claim for civil damages in 
connection with the injury to the extent that the judgement or settlement specifically 
compensates the injured Employee for accident make-up pay payments made under this 
clause. 

84.8. Where an Employee is off duty as a result of an injury or accident for which Parks Victoria is 
liable for accident make-up pay under this clause, such Employee shall be entitled to return 
to duty on alternate duties should the Employee's treating medical practitioner so 
recommend for the purposes of rehabilitation and provided suitable work is available 
without prejudice to other Employees. 








79 

84.9. For an injury incurred prior to the proclamation of the Accident Compensation Act (Vic) 
1985, reference to that Act shall be deemed to be references to the Victorian Workers 
Compensation Act. 

85. Employee Assistance Program

85.1. Parks Victoria shall provide Employees and their immediate family members with access to 
independent and professional trauma management and counselling services in connection 
with their work in accordance with Parks Victoria’s Employee Assistance Program. 

PUBLIC HOLIDAYS AND LEAVE PROVISIONS 

Appendix 2 to this Agreement has effect. 

Signed: 

……………………………………………………………………… 
Matthew Jackson 
Chief Executive Officer 
Parks Victoria  
Level 10, 535 Bourke Street Melbourne Victoria 
3000 
Date:  

128 Exhibition Street Melbourne Victoria 3000 

……………………………………………………………………… 
Lisa Darminin 
State Secretary 
Australia Services Union 

Date: 

……………………………………………………………………… 
Scott Crawford 
Director – Victoria Branch  
Professionals Australia  
152 Miller Street, West Melbourne 3003 

Date: 17 November 2021 

Signed: 

Matthew Jackson 
Chief Executive Officer 
Parks Victoria 
Level 10, 535 Bourke Street Melbourne Victoria 
3000 
Date: 19°1 t()C!\)erv'\ 'oev 2c2..I 

Karen Batt 
Victorian Branch Secretary 
Community and Public Sector Union 

Date: !lf'/11 / J 0~ / 

Ben Davis 
Victorian Branch State Secretary 
Australia Workers Union 
685 Spencer Street 
West Melbourne, Victoria, 3003. 

Date: 19 November 2021 


Date: 18/11/2021

Maren Bast Karen Batt Victorian Branch Secretary Community and Public Sector Union

Ben Dans Ben Davis Victorian Branch State Secretary Australia Workers Union 685 Spencer Street West Melbourne, Victoria, 3003. Date: 19 November 2021

Signed: Matthew Jackson Chief Executive Officer Parks Victoria Level 10, 535 Bourke Street Melbourne Victoria 3000 Date: 19 November 2021




 



 

79 
 

84.9 For an injury incurred prior to the proclamation of the Accident Compensation Act (Vic) 
1985, reference to that Act shall be deemed to be references to the Victorian Workers 
Compensation Act. 

85. Employee Assistance Program 

85.1 Parks Victoria shall provide Employees and their immediate family members with access to 
independent and professional trauma management and counselling services in connection with 
their work in accordance with Parks Victoria’s Employee Assistance Program. 

 

PUBLIC HOLIDAYS AND LEAVE PROVISIONS 

 

Appendix 2 to this Agreement has effect. 

  

 

 

Signed: 

 

 
 
……………………………………………………………………… 
Matthew Jackson 
Chief Executive Officer 
Parks Victoria  
 
Date:  

 
 
……………………………………………………………………… 
Karen Batt 
Victorian Branch Secretary  
Community and Public Sector Union  
 
Date:  

 

 
……………………………………………………………………… 
Leon Wiegard  
Assistant Branch Secretary 
Australian Services Union  
 
Date: 26/11/2021 

 
 
 
 
……………………………………………………………………… 
Ben Davis  
Victorian Branch State Secretary  
Australia Workers Union   
 
Date: 

 
 
……………………………………………………………………… 
Scott Crawford 
Director – Victoria Branch  
Professionals Australia  
 
Date: 

 


kan Wiegaro




 



 

80 
 

APPENDIX 1 – EMERGENCY WORK 

 Emergency Work 

 The terms of this Appendix 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, or 

(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 the Agreement. 

 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, Parks Victoria 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. 

 Parity  

 Parks Victoria is committed to ensuring that its employees’ terms and conditions 
when undertaking work under this Appendix are consistent with employees 
performing these same duties under the terms of the Victorian Public Service 
Enterprise Agreement 2020, Appendix 6 – Department of Environment, Land, Water 
and Planning, Part 1 – Emergency Work, or the relevant emergency work provisions 
of any successor Agreement.     

1. 

1.1 

1.2 

1.3 

1.4 

1.5 

1.6 

2. 

2.1 








 

81 
 

 Where the entitlements provided to staff under Victorian Public Service Enterprise 
Agreement 2020, Appendix 6 – Department of Environment, Land, Water and 
Planning, Part 1 – Emergency Work exceed the benefits provided under this Appendix, 
Parks Victoria will ensure parity for Parks Victoria employees. 

 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 12 and 13 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 7.7, 12 and 
13 of this Appendix. 

2.2 

3. 

4. 

4.1 

4.2 

4.3 

s. 

6. 

6.1 

6.2 

6.3 








 

82 
 

 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 6.2 or 6.3. 

 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. 

 Despite clause 7.1, 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 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. 

 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 not 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: 

6.4 

7. 

7.1 

7.2 

7.3 

7.4 

7.5 

7.6 

7.7 

8. 

9. 

9.1 








 

83 
 

(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 9.1(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. 

 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. 

 The allowances will be as follows: 

 

Date of effect Per hour 

 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.  

10. 

11. 

12. 

12.1 

12.2 

12.3 

12.4 








 

84 
 

 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 12.3. 

 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 12.3. 

 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 14, 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 23.4 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: 

 

Date of effect Per hour 

 1 September 2021 $28.25 

1 June 2022 $28.60 

1 March 2023 $29.00 

1 December 2023 $29.30 

12.5 

12.6 

12.7 

12.8 

12.9 

12.10 

13. 

13.1 








 

85 
 

(b) If the Duty Officer is recalled to perform work during the hours 10.00am to 6.00pm in 
accordance with clause 14, 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: 

 

Date of effect 
Night rate 

(6pm – 10am) 

 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 14, 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 14 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 
14.  

(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.  








 

86 
 

(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. 

 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 14 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 12.3 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 9 and 19 or 20. 

(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 19 or 20 or 6.4 

 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. 

14. 

14.1 

14.2 

14.3 

14.4 

15. 

15.1 

16. 

16.1 

16.2 








 

87 
 

 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.  

(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 23.9(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 23.9(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. 

16.3 

16.4 

16.S 

16.6 

17. 

17.1 

17.2 

17.3 

17.4 

17.5 

17.6 








 

88 
 

 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 17.1 and 17.2 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. 

 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 15.1(b):  

 

Date of effect Per hour 

 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. 

17.7 

18. 

18.1 

18.2 

18.3 

18.4 

18.5 

19. 

19.1 

19.2 








 

89 
 

 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 18. 

 Emergency Support Allowance 

 Any Support Employees deployed to an emergency, excluding travelling time as described in 
clause 15.1(b), to perform duties will be paid an allowance as follows per hour, or part 
thereof: 

 

Date of effect Per hour 

 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 1 September 2021 

19.3 

19.4 

19.5 

20. 

20.1 

20.2 

21. 

21.1 








 

90 
 

 

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 

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 








 

91 
 

IMT role Level 3 Level 2 Level 1 No level 

Medical Unit Leader N/A N/A N/A D 

Fire Behaviour Analyst N/A N/A N/A D 

 

Date 

Amount 

1-Sept-21 1-June-22 1-Mar-23 1-Dec-23 

Category A $6,889 $6,975 $7,079 $7,150 

Category B $4,134 $4,185 $4,248 $4,291 

Category C $2,641 $2,674 $2,714 $2,741 

Category D $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 Unions and the 
department. 

21.2 

21.3 

21.4 








 

92 
 

(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. 

 Payment of Overtime Ceiling 

 An Employee who is in receipt of salary up to the maximum of Grade 8 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 
following salary as follows: 

 

Date of effect Rate (hourly rate of annual salary) 

1 September 2021 $85,787 

1 June 2022 $86,859 

1 March 2023 $88,162 

1 December 2023 $89,044 

 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.  

22. 

22.1 

22.2 

23. 

23.1 

23.2 

23.3 








 

93 
 

 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. 

 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 five 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’). 

23.4 

23.5 

23.6 

23.7 

23.8 

23.9 








 

94 
 

(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 23.5).   

 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 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. 

23.10 

24. 

24.1 

24.2 

24.3 

24.4 

24.5 








 

95 
 

 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 1) 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 Unions and Employees prior to 
introducing an alternative scheme. 

 The policy shall cover accidental injury resulting in temporary and/or permanent disability 
and death.   

 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 Unions and 
Employees, may review the application of definitions that apply to eligibility, and 
classification of Employees in receipt of additional superannuation contributions.   

24.6 

24.7 

24.8 

25. 

25.1 

25.2 

25.3 

25.4 

25.5 

25.6 

25.7 

26. 

26.1 

26.2 








 

96 
 

 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 

(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. 

26.3 

26.4 

26.5 

26.6 

26.7 

26.8 








 

97 
 

(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 1 will be eligible 
to accrue Fatigue Management Leave as outlined in clause 27.2 

 For the purposes of calculating Fatigue Management Leave: 

(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. 

27. 

27.1 

27.2 








 

98 
 

(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 1 September 2021. 

(b) Accrued EERL not taken by 31 August 2021 will expire and will be converted to Annual 
Leave. 

(c) Hours contributing to Fatigue Management Leave will commence accruing from 1 
September 2021.  

 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 
subject to the Agreement’s clause 6 (Consultative Committee). 

 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 14 
of the Emergency Work provisions. 

 

 

27.3 

27.4 

28. 

28.1 

28.2 








 

99 
 

 








 

100 
 

 

APPENDIX 2: PUBLIC HOLIDAYS AND LEAVE PROVISIONS 

1. Public H olidays  

1. Public Holidays  

1.1. Where the nature of the employment of Employees permits the observance of public 
holidays as they occur, Employees (other than casual Employees) shall be entitled to the 
following holidays without loss of pay: 

(a) New Year’s Day, Good Friday, Easter Saturday, Easter Sunday, Easter Monday, 
Christmas Day, Boxing Day, Australia Day, Anzac Day, Queen’s Birthday, Labour 
Day, the Friday before the Australian Football League Grand Final and Melbourne 
Cup Day. 

(b) When Christmas Day is a Saturday or a Sunday, an additional holiday shall be 
observed on the next Monday or Tuesday. 

(c) When Boxing Day is a Saturday or a Sunday, an additional holiday shall be 
observed on 28 December. 

(d) When New Year’s Day is a Saturday or a Sunday, an additional holiday shall be 
observed on the next Monday. 

(e) When Australia Day is a Saturday or a Sunday, a holiday in lieu shall be observed 
on the next Monday. 

(f) Any other additional or substitute day or part day declared or prescribed by or 
under a law in the State of Victoria 

1.2. An Employee, including a Casual, who works on a public holiday as prescribed in this clause 
shall be paid their substantive hourly rate plus time and a half   

1.3. When Christmas Day falls on a Saturday or Sunday and a substitute day is declared, Christmas 
Day is declared an extra rostered working day per clause 56 attracting payment of a 75% 
penalty plus a day off. 

1.4. Conditions 

(a) Melbourne Cup Day Substitution 

(i) Employees who work in rural and country Victoria may by agreement substitute 
Melbourne Cup Day for another day.  This could include a regional holiday. 

(ii) Should a substitute day be agreed penalty rates do not apply for hours worked 
on Melbourne Cup Day. 

(b) Payment for Days Worked 








 

101 
 

(i) An Employee who is rostered to work on a public holiday may by agreement 
between the Employee and Parks Victoria be paid either: 

a. 7.6 hours normal pay plus time and a half for hours worked; or 

b. 7.6 hours normal pay plus half time for hours worked plus 
equivalent time off duty on an hour for hour basis for hours 
worked. 

b. Hours in excess of 7.6 hours will be paid at public holiday rates of double 
time and a half. 

(c) Public Holidays not Worked 

a. There shall be no entitlement to payment for a public holiday not worked 
unless the Employee has worked as required by Parks Victoria the 
working day immediately before and the working day immediately after 
such a public holiday, or is absent with the permission of Parks Victoria, 
or is absent with reasonable cause. Absence arising by termination of 
employment by the Employee shall not be a reasonable cause. 

2. Annual Leave 

2.1. Eligibility and Entitlement 

(a) An Employee shall be entitled to a period of four (4) weeks leave for each year of 
service. The period of four (4) weeks leave per annum, accrues progressively 
during a year of service and accumulates from year to year. , applies to Full Time 
Employees, with Part-Time, Seasonal and Fixed Term Employees being entitled to 
annual leave on a pro-rata basis. 

(b) A Rostered Weekend Employee as described in clause 56 shall be entitled to an 
additional 1 week leave per financial year for those Employees who work ten or 
more weekend days including any combination of either Saturdays or Sundays.  
This leave will accrue on a pro-rata basis.  

2.2. If an Employee, other than a casual Employee or a Rostered Weekend Employee, works their 
ordinary hours in accordance with a shiftwork roster as described in clause 74, the Employee 
will be entitled to additional recreation leave as follows: 

(a) where their rostered time of ordinary duty includes at least ten Sundays during 
the financial year, an additional one week’s recreation leave; or 

(b) where their rostered time of ordinary duty includes less than ten Sundays during 
the financial year, additional leave at the rate of one-tenth of a working week in 
respect of each Sunday so rostered. 

2.3. Calculation of Service 

(a) In calculating service for the purpose of this clause: 








 

102 
 

(i) all periods of paid leave, including public holidays, shall be counted as service; 
and 

(ii) no periods of unpaid leave shall count as service, other than periods of unpaid 
leave of less than twelve months for which compensation is payable under Act(s) 
of Parliament relating to Accident Compensation. 

2.4. Taking of Annual Leave 

(a) Annual leave shall be approved and taken at a time which is convenient to the 
needs of Parks Victoria, but as far as is practicable the wishes of the Employee 
shall be considered when determining the time for taking annual leave. A 
reasonable period of notice will be required for taking annual leave dependent on 
its duration, unless this period of notice is not possible due to special 
circumstances. Staff will annually develop an indicative annual leave plan in 
consultation with their manager. 

(b) To assist Employees in balancing their work and family responsibilities, by 
agreement between Parks Victoria and the Employee, annual leave may be taken 
at any time within a period of 24 months from the date on which it falls due. Also 
an Employee may elect, with the consent of Parks Victoria, to take annual leave in 
single periods not exceeding 10 days in any calendar year on a time or times 
agreed between them. Parks Victoria may direct an Employee to take a period of 
paid annual leave if the Employee has accumulated an annual leave credit of 8 
weeks (pro rata for part time Employees) or more over two years. In this situation, 
Parks Victoria may direct the Employee to take up to one quarter of their 
accumulated annual leave credit. 

2.5. By agreement with Parks Victoria, annual leave may be taken: 

(a) in advance by up to 2 weeks (based on a Full Time Employee) with the Senior 
Manager’s approval, or no more than 4 weeks with the General/Regional 
Manager’s approval); and 

(b) at double the time at half pay, for a minimum period of 1 week in any one block, 
provided that sufficient notice is provided. 

2.6. Leave Payment 

(a) If requested, and sufficient notice is provided to Parks Victoria’s payroll section, 
the Employee shall be paid in advance the wages/salary which would ordinarily be 
payable during the period of annual leave. This shall be the Employee's annual 
rate of pay had the Employee been on duty. 

2.7. Pay Where Annual Leave Not Taken 

(a) An Employee who has become entitled to annual leave, who either resigns or has 
their services terminated, shall be entitled to be paid their annual rate of pay for 
any portion of such leave not yet taken, at the date of resignation or termination. 

 








 

103 
 

 

2.8. Leave in Advance 

(a) When an Employee has taken annual leave in advance and resigns or has their 
employment terminated prior to completing the year of service to which the leave 
was applicable, and the leave taken in advance exceeds their leave entitlement, 
Parks Victoria shall be entitled to obtain from the Employee a refund, of an 
amount for any annual leave taken, in excess of the leave accrued, at the date of 
termination. 

3. Personal Leave 

3.1. The provisions of this clause apply to full-time and regular part-time Employees. 

Amount of paid personal/carer’s leave 

(a) Paid personal/carer’s leave will be available to an Employee when they are absent 
because of: 

(i) personal illness or injury; or 

(ii) personal illness or injury of an immediate family, household member or 
assistance animal who requires the Employee's care or support; or 

(iii) an unexpected emergency affecting an immediate family,  household member, or 
assistance animal; or 

(iv) the requirement to provide ongoing care and attention to another person who is 
wholly or substantially dependent on the Employee, provided that the care and 
attention is not wholly or substantially on a commercial basis. 

(b) Personal leave of 114 hours or 15 days will be available for each year of service. 

(c) An Employee’s entitlement accrues progressively during a year of service 
according to the Employee’s ordinary hours of work, and unused personal/carer’s 
leave accumulates from year to year. 

3.2. Definitions 

(a) The term Immediate Family includes: 

(i) 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.  

(ii) child or an adult child (including an adopted child, a step child or an ex nuptial 
child), parent, grandparent, grandchild, in-law or sibling of the Employee or 
spouse of the Employee; and 








 

104 
 

(b) Household Member means any person who is a member of the Employee’s 
household  

(c) Medical Certificate means a certificate of incapacity given by a legally qualified 
medical practitioner, registered naturopath, registered dentist, registered 
physiotherapist, registered chiropractor, registered osteopath or registered 
optometrist. 

(d) Full Pay means the daily rate of pay of an Employee for the ordinary hours of 
work, inclusive of any annualised annual leave loading and annualised allowances 
(such as rostered weekend work), calculated at the annual rate of pay 

(e) Assistance Animal means an animal formally trained to assist a person with a 
disability to alleviate the effect of their disability. This includes 

(i) a guide dog for people with vision impairment, or 

(ii) hearing dogs for people with hearing impairment, or 

(iii) assistance dogs for people with a physical disability, or 

(iv) medical alert animals that help people before and during a medical 
emergency, or 

(v) psychiatric service animals that help people with a mental illness, or 

(vi) 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. 

3.3. Use of accumulated personal/carer’s leave 

(a) An Employee is entitled to use accumulated personal/carer’s leave for the 
purposes of this clause where the current year's personal/carer’s leave 
entitlement has been exhausted. 

3.4. Employee must give notice 

(a) An Employee who is prevented by illness or injury from attending work must, as 
soon as practicable (which may be a time after the leave has started), notify or 
arrange to have notified their Supervisor of the anticipated duration of absence. 
Where the absence requires to be extended beyond the period notified, the 
Employee shall as soon as practicable, and if possible prior to the commencement 
of the extended period of absence, notify their Supervisor of the amended 
anticipated duration of absence. 

(b) All Employees absent on account of personal illness or injury shall on the first day 
of resuming work make written application for personal leave for the period 
involved. 








 

105 
 

(c) When taking leave to care for members of their Immediate Family or Household 
Member who is sick and require care and support, or who require care due to an 
unexpected emergency, the notice must include: 

(i) name of the person requiring care and support and their relationship to the 
Employee; 

(ii) that the person requires care and support by the employee; and 

(iii) estimated length of absence. 

3.5. Evidence supporting claim 

(a) A Medical Certificate must be produced for the total period of any absence (due 
to personal leave) in the following circumstances: 

(i) If any period of personal leave extends beyond 2 days. 

(ii) If in any calendar year personal leave unsupported by a Medical Certificate 
exceeds a total of 5 days, in which case a Medical Certificate shall be required to 
cover any further periods of personal leave. 

(iii) If personal leave is taken contiguous to a public holiday. 

(iv) If personal leave is taken during the prescribed period of notice of termination of 
employment, or resignation 

3.6. In respect of clause 3.5 

(a) Medical Certificates from chiropractors, naturopaths, physiotherapists, 
osteopaths, chemists, and optometrists will be accepted for a maximum of 5 days 
per annum in aggregate. 

(b) Leave to attend for dental treatment shall, if supported by a dental appointment 
card, be treated as if it were personal leave supported by a Medical Certificate. 

(c) Where it is not possible for the Employee to obtain a Medical Certificate, a 
statutory declaration, which states that the Employee is ill and is unable to obtain 
certification for specified reasons, will be accepted. 

3.7. When taking leave to care for members of their Immediate Family or Household Member 
who is sick and requires care and support, the Employee must, if required by Parks Victoria, 
establish by production of a Medical Certificate or statutory declaration that would satisfy a 
reasonable person that the leave is taken for a permissible occasion in circumstances 
specified in clause 3.1 of the Agreement and that such illness requires care by the Employee. 

3.8. When taking leave to care for members of their Immediate Family or Household Member 
who requires care due to an unexpected emergency, the  Employee must, if required by 
Parks Victoria, establish by production of documentation acceptable to Parks Victoria or a 
statutory declaration, the nature of the emergency and that such emergency resulted in the 
person concerned requiring care by the Employee. 








 

106 
 

3.9. 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. 

3.10. Unpaid personal leave 

(a) Where an Employee has exhausted all paid personal/carer’s leave entitlements, 
they are entitled to take unpaid carer’s leave to provide care or support in the 
circumstances outlined in3.1(a)(i)(ii), (iii) and (iv).  Parks Victoria and the 
Employee will agree on the period. In the absence of agreement, the Employee is 
entitled to take two (2) days' unpaid carer’s leave per occasion. 

3.11. Casual Employees – Caring responsibilities 

(a) Casual Employees are entitled to be unavailable to attend work or to leave work: 

(i) If they need to care for members of their Immediate Family or Household 
Member who is sick and require care or support, or who requires care due to an 
unexpected emergency, or the birth of a child; or 

(ii) upon the death in Australia of an Immediate Family or Household Member. 

(b) Parks Victoria and the Employee will agree on the period for which the Employee 
will be entitled to be unavailable to attend work. In the absence of agreement, 
the Employee is entitled to not be available to attend work for up to two (2) days 
per occasion. A casual Employee is not entitled to any payment for the period of 
non- attendance. 

(c) Parks Victoria will require the casual Employee to provide satisfactory evidence to 
support the taking of the leave. 

3.12. Independent Medical Assessment 

(a) When required by Parks Victoria, following consultation with the Employee, the 
Employee shall attend for medical examination by an agreed medical practitioner. 
To this end, Parks Victoria will establish a panel of independent medical 
practitioners. 

4. Long Service Leave 

4.1. In this clause, unless inconsistent with the context or subject matter: 

(a) “Authority” means any Australian Government or State Government Department, 
or any public statutory authority, Municipality or Local Government Authority 
created under the laws of the Commonwealth of Australia or those of a State of 
Australia. 








 

107 
 

(b) “Employee” means any person covered by this Agreement, including an “Eligible 
Casual Employee”. 

(c) “Annual Salary” in relation to any Employee means remuneration for the 
Employee's normal weekly number of hours of work calculated at their Annual 
rate of pay but shall not include any sum due or paid for relieving in a higher 
position. 

(d) “1 Week” means 38 hours. 

4.2. For the purposes of definition of “Annual Salary” in the preceding paragraph, where no 
normal weekly number of hours is fixed for an Employee under the terms of employment, 
the normal weekly number of hours of work shall be deemed to be the average weekly 
number of hours worked by the Employee during the period of twelve (12) months 
immediately prior to the date of accrual to the Employee of the entitlement. 

4.3. An Employee shall, subject to and in accordance with this clause, be entitled to: 

(a) Thirteen (13) weeks leave on Annual Salary on the completion of ten (10) years 
continuous service with Parks Victoria; and thereafter, to 

(b) Six and one half (6 1/2) weeks leave on Annual Salary on the completion of each 
subsequent period of five (5) years continuous service with Parks Victoria. 

4.4. Part-Time and Eligible Casual Employees shall be entitled to long service leave on a pro rata 
basis. 

4.5. An Employee may access this entitlement, on a pro-rata basis, after an initial seven (7) years 
of continuous service. 

4.6. Employees who have completed seven (7) or more years’ continuous service with Parks 
Victoria and cease to be employed by Parks Victoria shall, unless such cessation is due to 
termination of employment on the grounds of serious or wilful misconduct, be entitled to: 

(a) Payment in lieu of accrued long service leave on Annual Salary, as provided in 
clause 4.3 together with: 

(b) A period of long service leave on Annual Salary as equals one fortieth (1/40) of the 
period of continuous service after the last accrual of entitlement to long service 
leave. 

4.7. Employees who have completed at least four (4) but less than seven (7) years continuous 
service with Parks Victoria, and whose employment is terminated either: 

(a) By Parks Victoria on account of illness or incapacity; or 

(b) By the Employee on account of: 

(i) attaining an optional age of retirement; or 

(ii) invalidity, 








 

108 
 

shall be entitled to such payment in lieu of long service leave on Annual Salary on 
the basis of one tenth (1/10) of thirteen (13) weeks leave for each completed year 
of service. 

4.8. If an Employee who is entitled to any amount of long service leave dies before or whilst 
taking any period of such leave, the personal representative of such Employee shall be paid: 

(a) A sum equal to the amount of Annual Salary that would have been payable to the 
Employee in respect of the period of long service leave not taken less any amount 
already paid to the Employee in respect of any such leave taken; and 

(b) In respect of any period (hereinafter called the fractional period) of such 
continuous service which is after the last accrual of entitlement to long service 
leave as provided in clause 4.6(b), a sum equal to the amount of Annual Salary for 
a period equalling one fortieth (1/40) of such fractional period. 

4.9. If an Employee who has completed at least four (4) but less than seven (7) years continuous 
service with Parks Victoria dies whilst still in the employ of Parks Victoria, there shall be 
payable to the personal representative of such Employee a sum equal to the amount of 
Annual Salary for a period equalling one tenth (1/10) of thirteen (13) weeks leave for each 
completed year of service. 

4.10. Employees whose employment is terminated for serious or wilful misconduct shall have no 
entitlement under this clause. 

4.11. For the purpose of calculating long service leave entitlement, service shall be deemed to be 
continuous notwithstanding: 

(a) The taking of any annual leave or long service leave; 

(b) Any approved absence from work with pay on account of personal illness/injury; 

(c) Any approved absence from work without pay on account of personal illness or 
injury; 

(d) The dismissal of an Employee if re-employed within a period not exceeding two 
(2) months from the date of dismissal; 

(e) The termination of the service of an Employee, by Parks Victoria, on account of 
fluctuating workforce requirements or similar cause providing such Employee is 
recalled to duty within a twelve (12) month period; 

(f) Any interruption arising directly or indirectly from an industrial dispute; 

(g) Any parental leave absence from work of an Employee for a period not exceeding 
twelve (12) months; 

(h) Any approved absence from work on account of private business; or 

(i) Any absence from work on account of injury or illness arising out of or in the 
course of the Employee's employment for which workers compensation is payable 
under an Act of Parliament relating to workers compensation. 








 

109 
 

4.12. In calculating the period of continuous employment of an Employee, any absence of the kind 
mentioned in sub-paragraphs 4.11(a) and (b) inclusive shall be counted as part of the period 
of employment, but: 

(a) Any absence or interruption of the kind mentioned in clause 4.11(c) to (h) 
inclusive; and 

(b) Any absence or interruption in excess of twelve (12) months of the kind 
mentioned in 4.11(i); 

shall not be counted as part of the period of employment. 

4.13. Reciprocal Service 

(c) For the purpose of calculating long service leave entitlement, service with any 
other Public Authority or Authorities shall be taken into account to the extent 
approved by Parks Victoria, subject to the following conditions: 

(i) Any break in service between terms of employment with another authority shall 
not exceed 12 months; and 

(ii) The provision of a certificate of service from the relevant authorities within 6 
months of commencing employment with Parks Victoria.   

(iii) No credit shall be given for any period of leave for which long service leave has 
been granted or for which payment in lieu of long service leave has been made. 

(d) The taking of long service leave shall not be permitted unless the combined 
qualifying period is at least seven (7) years. 

(e) In the event of the resignation of any such Employee from Parks Victoria's service 
no payment in lieu of long service leave shall be made unless the combined 
qualifying period is at least seven (7) years. 

(f) Where an Employee has completed four (4) but less than seven (7) years 
combined continuous service, then in the event of death whilst in the service of 
Parks Victoria or retirement or the termination of service on account of illness or 
incapacity, full credit shall be given for the reciprocal service in calculating 
payment due for long service leave provided, however, that payment shall only be 
made in respect of combined completed years of service. 

(g) For periods of cumulative prior service with any Public Authority of less than 7 
years, Parks Victoria will recognise this service as verified by the prior Service 
Authority(ies), this leave will be subject to clause 4.11 and 4.12. 

(h) The provisions of this clause 4.13 apply to employees who commenced 
employment with Parks Victoria after 1 January 2016.  

4.14. Conditions 

(a) Outside Employment 








 

110 
 

(i) No Employee shall, during any period when on long service leave, engage in any 
form of employment for hire or reward which directly conflicts with the interest 
of Parks Victoria. The Employee must not, during any period when on long 
service leave, engage in any form of employment for hire or reward. However, 
where an employee has more than one job and this has previously been agreed 
between the Employee and Parks Victoria (for example, two part-time jobs), the 
employee may continue to work at their other job while they are on long service 
leave from Parks Victoria, providing they do not work during the part time hours 
from which they are on long service leave from Parks Victoria. 

(b) Taking of Long Service Leave 

(i) Long service leave shall be taken at times which are convenient to the needs of 
Parks Victoria but as far as is practicable the wishes of the Employee shall be 
considered. 

(ii) After an entitlement of 13 weeks long service leave has accrued for ten (10) years 
continuous service, the leave may be taken in minimum periods of 2 weeks at 
any time. Subsequent entitlement may also be taken in minimum periods of 2 
weeks as it accrues.  Parks Victoria may agree to allow employees to take long 
service leave in less than 2 week blocks where they have exhausted their paid 
leave entitlements. Requests for long service leave less than 2 weeks will not be 
unreasonably denied.    

(iii) Long service leave may be taken as normal time at full pay, or by agreement with 
Parks Victoria, half the time at double pay, or double the time at half pay 

(c) Leave Payment 

(i) The wage/salary payable on long service leave shall be the Employee's Annual 
Salary had the Employee been on duty. 

(ii) If requested, and provided that sufficient notice is given to Parks Victoria’s 
payroll section, the Employee shall be paid in advance the wages/salary which 
would ordinarily be payable during the period of long service leave. An Employee 
on long service leave shall otherwise be paid at the same time as if they were still 
on duty. 

(d) Pay Where Long Service Leave Not Taken 

(iv) Where an Employee who ceases to be an Employee of Parks Victoria is entitled to 
long service leave pursuant to this clause then, for the purpose of calculating any 
payment due in respect of the entitlement, the period of long service leave shall 
be inclusive of any public holiday which would have occurred during such period 
of leave had the officer commenced on long service leave on the next working 
day following their cessation of employment with Parks Victoria. 

(e) Other Types of Leave and Public Holidays 

(i) Long service leave shall be exclusive of any annual leave or public holiday 
occurring during the period of the said long service leave. 








 

111 
 

(ii) In the event of sickness Employees shall not be required to take long service 
leave before applying for extended sick leave. 

(iii) In the event of an Employee suffering personal illness or injury whilst on long 
service leave, approval shall be given for long service leave to be re-credited to 
the Employee's balance to cover the period of incapacity provided that: 

a. An application for sick leave, supported by medical evidence satisfactory 
to Parks Victoria, is made by the Employee concerned; 

b. Such incapacity is not the result of a compensable accident; and 

c. Such period of incapacity is not less than one calendar week (ie; 7 days). 

5. Parental Leave 

5.1. Application  

(a) Full-time, part-time and Eligible Casual Employees are entitled to parental leave 
under this clause if the leave is associated with:  

(i) the birth of a child of the Employee or the Employee’s Spouse; or  

(ii) the placement of a child with the Employee for adoption; and  

the Employee has or will have a responsibility for the care of the child.  

5.2. Definitions  

(a) For the purposes of this clause Eligible Casual Employee means a casual 
Employee:  

(iii) employed by the Employer on a regular and systematic basis for a continuing 
period or sequence of periods of employment during a period of at least twelve 
months; and  

(iv) 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 5.2(g)).   

(c) Child means:  

(v) in relation to birth-related leave, a child (or children from a multiple birth) of the 
Employee or the Employee’s Spouse;   

(vi) in relation to adoption-related leave, a child (or children) who will be placed with 
an Employee, and:  








 

112 
 

(vii) who is, or will be, under 16 as at the day of placement, or the expected day of 
placement;  

a. 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  

b. 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 is the primary carer of a newborn or 
newly adopted Child. The primary carer is the person who meets the Child's 
physical needs more than anyone else. Only one person can be a Child's primary 
carer on a particular day. In most cases the Primary Caregiver will be the birth 
mother of a newborn or the initial primary carer of a newly adopted child.   

(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 where the Employee was employed:  

(viii) by a public entity under the Public Administration Act 2004 (Vic);   

(ix) under Part 6 of the Public Administration Act 2004 (Vic); or  

(x) as a parliamentary officer or electorate officer under the Parliamentary 
Administration Act 2005 (Vic); immediately prior to the Employee’s employment 
with the Employer.   

5.3. Summary of Parental Leave Entitlements  

(a) Parental leave entitlements in this clause are summarised in the following table.  

 Paid leave  Unpaid leave  Total  

Primary Caregiver        

Completed probation (3 or 6 

months continuous service)  
16 weeks  Up to 36 weeks  52 weeks  

Yet to complete probation  0  Up to 52 weeks  52 weeks  

Eligible casual employee  0  Up to 52 weeks  52 weeks  

Secondary Caregiver        








 

113 
 

Completed probation (3 or 6 

months continuous service) 
4 weeks  Up to 48 weeks  52 weeks  

Yet to complete probation 0  Up to 52 weeks  52 weeks  

Eligible casual employee  0  Up to 52 weeks  52 weeks  

Pre-natal leave        

Pregnant employee  38 hours      

Spouse   7.6 hours      

Permanent Care Leave        

Completed probation (3 or 6 

months continuous service) 
16 weeks  Up to 36 weeks  52 weeks  

Yet to complete probation 0  Up to 52 weeks  52 weeks  

Grandparent Leave  0  Up to 52 weeks  52 weeks  

 

5.4. Parental Leave – Primary Caregiver  

(a) An Employee who has, or will have, completed their probation period of three or 
six months 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 Employee who will be the Primary Caregiver but has not completed at least 
probation at the time of the birth or adoption of their Child, is entitled to up to 52 
weeks unpaid parental leave.  

(c) An Eligible Casual Employee who will be the Primary Caregiver at the time of the 
birth or adoption of their Child is entitled to up to 52 weeks unpaid parental leave.  

(d) 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;   

(ii) if their Spouse has received, or will receive, paid maternity leave, primary 
caregiver entitlements, or a similar entitlement, from their employer; or  








 

114 
 

(iii) if the Employee has received, or will receive, Secondary Caregiver parental leave 
entitlements in relation to their Child.   

(i) A period of parental leave taken in accordance with this clause must be for a 
single continuous period.  

5.5. Parental Leave – Secondary Caregiver  

(a) An Employee who has, or will have, completed probation (3 or 6 months 
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 Appendix 2, clause 5.6; and 

(iii) unpaid parental leave to bring the total available paid and unpaid leave to 52 
weeks..  

(b) An Employee who will be the Secondary Caregiver but has not completed 
probation (3 or 6 months Continuous Service) at the time of the birth or adoption, 
is entitled to up to 52 weeks unpaid parental leave.  

(c) An Eligible Casual Employee who will be the Secondary Caregiver at the time of 
the birth or adoption of their Child is entitled to up to 52 weeks unpaid parental 
leave.  

(d) Only one parent can receive Secondary Caregiver parental leave entitlements in 
respect to the birth or adoption of their Child.   

(e) An Employee cannot receive Secondary Caregiver parental leave entitlements 
where the Employee has received Primary Caregiver parental leave entitlements 
in relation to their Child.   

5.6. 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. 








 

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5.7. 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. The Employer should be flexible enough to allow 
the Employee the ability to leave work and return on the same day.  

(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.  

(d) Paid pre-natal leave is not available to casual Employees.  

5.8. 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 the 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.  

(d) The Employer may require the Employee to provide satisfactory evidence 
supporting the leave.  

(e) Paid pre-adoption leave is not available to casual Employees. 

5.9. Permanent Care Leave  

(a) If, pursuant to the Children, Youth and Families Act 2005 (Vic) or any successor to 
that legislation, if an eligible Employee (other than a casual Employee) who has 
passed probation, is granted a permanent care order in relation to the custody or 
guardianship of a child and the Employee is the Primary Caregiver for that child, 
the Employee will be entitled to 16 weeks’ paid leave at a time to be agreed with 
the Employer.  

5.10. Grandparent Leave  

(a) 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.  

5.11. Continuing to work while pregnant  








 

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(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:  

(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 5.13(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.  

5.12. Personal/Carer’s Leave   

(a) 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 3.  

5.13. 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 leave is in addition to any other leave entitlement 
the Employee has.  

5.14. Special Parental 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:  








 

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(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/bereavement leave entitlements in accordance with clause 3;  

(ii) where the pregnancy terminates and/or results in stillbirth 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 6.3 and thereafter, to unpaid special parental leave. 

(b) Where the child dies during the 24-month period commencing on the child’s date 
of birth, the Employee entitled to paid special maternity leave not exceeding the 
amount of paid parental leave available under clause 5.3and thereafter, to unpaid 
special parental leave. 

5.15. 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;  

(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 5.4(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) in the case of 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) in the case of 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 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.  








 

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5.16. Commencement of parental leave  

(a) An Employee who is pregnant may commence Primary Caregiver parental leave at 
any time within 14 weeks prior to the expected date of birth of the Child. The 
period of parental leave must commence no later than the date of birth of the 
Child.  

(b) In all other cases, Primary Caregiver parental leave commences on the day of birth 
or placement of the Child.  

(c) Secondary caregiver parental leave may commence on the day of birth or 
placement of the Child.   

(d) The Employer and Employee may agree to alternative arrangements regarding the 
commencement of parental leave.     

(e) Unless otherwise agreed, any entitlement to paid parental leave will be paid from 
the date of commencement of parental leave.  

5.17. Single period of parental leave  

(a) Parental leave is to be available to only one parent at a time, in a single unbroken 
period, except in the case of concurrent leave.  

5.18. Employee Couple – Concurrent Leave   

(a) Two Employees covered by this Agreement may take up to eight weeks 
concurrent leave in connection with the birth or adoption of their Child.  

(b) 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.  

(c) 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.  

5.19. Parental Leave and Other Entitlements  

(a) 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 51.20(b).  

(b) 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.  

(c) Unpaid parental leave under clauses 5.4, 5.5, 5.24 and 5.21 shall not break an 
Employee’s continuity of employment but it will not count as service for leave 
accrual or other purposes.  

5.20. Keeping in touch days  








 

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(a) During a period of parental leave an 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.  

(b) Keeping in touch days must be agreed and be in accordance with section 79A of 
the Fair Work Act 2009.  

5.21. Extending parental leave  

(a) Extending the initial period of parental leave  

(i) An Employee, who is on an initial period of parental leave of less than 52 weeks 
under clause 5.4 or 5.5, 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  

(i) An Employee who is on parental leave under clause 5.4 or 5.5 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 an employee couple, the period 
of the extension cannot exceed 12 months, less any period of parental leave that 
the other member of the Employee 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.  

(c) 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 an Employee Couple, the total period of parental leave for both 
parents combined, including any extensions, must not extend beyond 24 months.  








 

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The Employee’s entitlement to parental leave under clause 5.4 or 5.5 will reduce 
by the period of any extension taken by a member of the couple under clause 
5.21.  

5.22. Calculation of pay for the purposes of parental leave  

(a) The calculation of weekly pay for paid parental leave purposes will be based on 
the average number of ordinary hours worked by the Employee over the past 
three years. The calculation will exclude periods of unpaid parental leave.  

(b) The average number of weekly hours worked by the Employee, determined in 
accordance with clause 5.22(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.  

(c) Despite 5.22(a), an Employee who reduces the time fraction they work to better 
cope during pregnancy will not have their subsequent paid parental leave reduced 
accordingly.  

5.23. Half Pay  

(a) 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.  

5.24. Employer Superannuation contributions in respect of Primary Caregiver Parental Leave 

(a) 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 50 (Superannuation). 

5.25. Commonwealth Paid Parental Leave  

(a) 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.  

5.26. 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  








 

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(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 5.26(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 5.13 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 5.26(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.  

5.27. 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. 

5.28. 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.  








 

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(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 
5.27(a).  

5.29. 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.  

(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.  

5.30. 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 an 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 21 on the use of fixed term employment to replace the 
Employee does not apply in this case.  

5.31. Casual Employees  

(d) 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.  

FLEXIBLE LEAVE ARRANGEMENTS 

6. Extended Leave Without Pay 

6.1. Parks Victoria recognises that, in certain circumstances, Employees may wish to take a period 
of extended leave. 








 

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(a) Eligibility 

(i) Employees, other than a Casual, with a minimum of 12 months continuous 
service with Parks Victoria may apply for extended leave without pay for up to 12 
months. 

6.2. Conditions 

(a) Application and Approval 

(i) Applications for extended leave without pay under this clause, must be 
submitted in writing and establish the intended rationale/benefits of such leave 
to the Employee and Parks Victoria. A reasonable period of notice should be 
provided. 

(ii) Applications require the approval of: 

a. The   Regional/General   Manager   –   for   periods   of   up   to 3 months; 
and 

b. The Chief Executive – for periods of 3 to 12 months. 

 

(b) Effects of Leave 

(i) Unless specifically provided for in this Agreement, leave without pay under this 
provision shall not break the Employee’s continuity of employment but will not 
count as service for leave accrual or other purposes. 

7. Purchased Leave 

7.1. Parks Victoria recognises that, in certain circumstances, Employees may wish to take an 
additional period (or periods) of leave during the year. Employees can enter into a purchased 
leave arrangement from a minimum of one year to a maximum of 5 years on any one 
application. Parks Victoria will endeavour to enable this to happen subject to the operational 
requirements of the position. An Employee who is considering a purchased arrangement is 
strongly encouraged to seek independent financial advice on the potential implications of this 
arrangement. 

7.2. Eligibility 

(a) Employees, other than a Casual, with a minimum of 12 months’ continuous 
service with Parks Victoria may apply to purchase additional annual leave with the 
agreement of Parks Victoria. 

7.3. Conditions 

(a) Parks Victoria will consider applications for up to a maximum of an additional 
eight (8) weeks with a combination of 50/52 or 48/52 or 46/52 or 44/52 








 

124 
 

timeframe adjustments. Such approval will only be granted in circumstances 
where work requirements permit and reasonable notice is provided. 

(b) Where Employees have elected for this work arrangement shall be entitled to an 
additional 38 hours’ leave for each week purchased in addition to their annual 
leave entitlements. Part time Employees will accrue additional leave on a pro rata 
basis calculated on their agreed work hours.  Such additional leave is to be taken 
as agreed by Parks Victoria on approval of this mode of employment. 

(c) Employees who have elected for this work arrangement will have their Annual 
Salary reduced by a factor of the number of weeks purchased/52. They shall 
continue to receive fortnightly salary payments based on the adjusted Annual 
Salary. For all purposes, remuneration for Employees who work under this 
arrangement will be determined on a pro rata basis from date of time fraction 
adjustment. 

(d) Employees who work under this arrangement must take their leave entitlement 
over the agreed 12 month period, within three months of the expiry of the 12 
month accrual period. 

(e) Accrual of Annual, Long Service and Personal Leave will remain unchanged. 

8. SPECIAL LEAVE ARRANGEMENTS 

8.1. Leave granted without loss of pay under this clause shall not break the Employee’s continuity 
of employment and shall be included as service for Annual, Sick and Long Service Leave 
accrual. 

9. Community Leave 

9.1. Blood Bank 

(a) An Employee, upon production of a Blood Bank Attendance Certificate, shall be 
granted special leave up to a maximum of four hours without loss of pay provided 
that leave for such attendance had the prior approval of Parks Victoria. 

9.2. Council Leave (Municipal Duties) 

(a) An Employee who is a Municipal Councillor, Mayor or Shire President, shall be 
granted leave to participate in local government activities up to the following 
limits, provided that no undue inconvenience is caused to the operational 
requirements of Parks Victoria: 

a. Mayor or Shire President - three hours a week or six hours a fortnight; 
and 

b. Councillor - three hours a fortnight, or six hours a month. 








 

125 
 

10. Cultural and Ceremonial Leave 

10.1. Cultural Leave 

(a) Parks Victoria may grant up to a total of 10 days per year cultural leave with pay 
to Aboriginal or Torres Strait Islander Employees to: 

(i) participate in formal meetings of a registered Aboriginal Council, Committee or 
Community Organisation, where the Employee is an elected representative of 
that group; 

(ii) attend formal meetings of community groups including Annual General 
Meetings. 

(b) Cultural Leave entitlements will be negotiated with Parks Victoria and the 
Employee  

10.2. Ceremonial Leave 

(c) Parks Victoria may grant up to a total of 5 days per year Ceremonial Leave with or 
without pay to Aboriginal or Torres Strait Islander Employees for ceremonial 
purposes that are: 

(i) Connected with the death of a member of the immediate or extended family; 

(ii) ceremonial obligations under Aboriginal or Torres Strait Islander lore (law 

(d) Ceremonial leave granted under this clause is in addition to leave granted under 
the Bereavement Leave clause 

(e) Ceremonial Leave entitlements will be negotiated with Parks Victoria and the 
Employee   

11. Jury Leave 

11.1. An Employee required to attend for jury service in any court shall be entitled to be granted 
leave without loss of pay for the period during which the attendance of the Employee at 
court is required. 

11.2. The Employee shall not be required to pay to Parks Victoria the amount received as jury fees. 

11.3. To obtain approval for leave under this sub-clause, a leave application should be supported 
by the notification that the Employee is required to attend the court. 

12. Community Service - Koorie Court 

12.1. Parks Victoria may grant leave without pay to an Indigenous Employee to participate in 
Koorie Court sittings where the Employee is elected as an Elder or Respected Indigenous 
person and requested to attend. 








 

126 
 

12.2. Parks Victoria may grant leave with pay to an Indigenous Employee to participate in Koorie 
Court sittings where the Employee is requested to attend to provide character references or 
supporting evidence, and to travel to and from the court. 

12.3. In both circumstances, the Employee will provide a copy of the attendance request 
documents on request of Parks Victoria. In applying for Koorie Court leave, the Employee will 
provide as much notice as possible for consideration of Parks Victoria. 

13. Defence Force Reserve Leave 

13.1. Eligibility and Entitlement 

(a) Leave of absence without loss of pay may be granted for up to 14 working days, in 
any year, to an Employee who is a voluntary member of the Defence Force 
Reserve for the purpose of attending Defence Force Reserve exercises. 

(b) In addition to any leave granted under this sub-clause, leave of absence without 
pay, subject to the remaining provisions of the clause, may be granted to an 
Employee who is a voluntary member of the Defence Force Reserve for the 
purpose of attending Defence Force Reserve exercises 

13.2. Conditions 

(a) Leave Payment 

(iii) Where the amount of pay (not including any payment by way of overtime, 
penalty rates, mixed functions or any payment of a temporary character) which 
an Employee would have received had the Employee remained on duty exceeds 
the amount of pay (including marriage and separation allowances) received by 
the Employee as a member of the Citizens Forces at any such school, class or 
course, the Employee shall be entitled to receive an amount equal to the 
difference between the two. 

(iv) Application Process 

(v) Application for Defence Force Reserve Leave shall be submitted for approval to 
Parks Victoria and satisfactory evidence of attendance at the annual training 
camp, etc., shall be forwarded on resumption of duty. 

(vi) Other Types of Leave 

a. An Employee may elect to be granted any annual leave due in lieu of an 
equivalent period of leave under this provision. 

b. An Employee, while serving with the Defence Force Reserve, who 
sustains an injury or contracts an illness necessitating an absence from 
duty beyond the period of leave granted under this attachment may be 
granted leave as follows: 








 

127 
 

1. If the Employee is not paid compensation by the 
appropriate Commonwealth Department in respect of 
such absence the Employee shall be granted sick leave. 

2. If the Employee is paid compensation and the amount is 
equal to or exceeds the amount of pay, which would 
have been received, had the Employee been granted sick 
leave, such leave shall be granted without pay. 

3. If the Employee is paid compensation and the amount is 
less than the amount of pay which would have been 
received had the Employee been granted sick leave, the 
Employee may be paid an amount equal to the 
difference between the two and the sick leave credit will 
be reduced by the amount of such payment. 

14. Emergency Services Leave 

14.1. An Employee who is a member of a voluntary emergency relief organisation, including but 
not limited to the CFA, Red Cross, State Emergency Service, and St John Ambulance and who 
is requested to volunteer in emergency situations, and whose service is subsequently utilised 
in said emergency situation, may be released from their normal duties, without loss of pay. 

14.2. In the case of volunteer activity, verification of an Employee’s involvement in emergency 
activity may take the form of a satisfactory certificate from the organisation involved. 

14.3. An Employee who is required to attain qualifications or to requalify to perform functions in a 
voluntary organisation may be released from normal duties, without loss of pay for the 
period of time required to fulfil the requirements of a training course pertaining to those 
qualifications. 

15.  

Participation in Sporting Events 

(a) Subject to the Chief Executive’s approval leave with pay up to a maximum of two 
weeks in any two 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. 

16. Health and Wellbeing Leave 

16.1. Bereavement Leave 

(a) Interpretation 

(b) For the purpose of this clause, the Employees “near relative” includes: 

a. The Employee’s spouse (including the Employee’s former spouse, de 
facto spouse and former de facto spouse). The Employee’s ‘de facto 








 

128 
 

spouse’ means a person who lives with the Employee as husband, wife or 
same –sex partner on a bona fide domestic basis although not legally 
married to the Employee; and 

b. A child or adult child (including an adopted child, step child or ex- nuptial 
child), parent (including an in-law); grandparent; grandchild or sibling of 
the Employee or the Employee’s spouse or de facto spouse; or a very 
close personal friend. 

c. Due to the cultural diversity of Parks Victoria Employees, the Employee’s 
extended family which may include Uncles, Aunts and other relatives. 

d. A deceased relative who was residing with the Employee, and/or for 
whom the Employee is the only relative available to make the funeral 
arrangements. 

16.2. Eligibility and Entitlement 

(a) Bereavement leave may  be granted to an Employee (other than a Casual 
Employee) under the following conditions: 

(i) Up to 5 days leave with pay (from the date of death to the date of the funeral) in 
the event of death of a “near relative”. 

(ii) Up to 5 days additional leave with pay from the date of death if the Employee is 
the only relative available to make the funeral arrangements or if the deceased 
relative was residing with the Employee (in accordance with 16.1(a)(b)(d)). 

(iii) Up to 3 days additional leave with pay on the production of satisfactory evidence 
of the death on an Employee’s “near relative” being outside of Australia, or in a 
remote area of Australia and more than 3 hours from a major city and airport 
where the Employee travels outside of Australia to attend a funeral. 

16.3. Conditions 

(a) Duty to Notify 

(i) The Employee shall, wherever practicable, give Parks Victoria prior notice of the 
intention to take Bereavement Leave. The Employee shall otherwise notify Parks 
Victoria of such absence by telephone at the first opportunity on the day of 
absence. 

(b) Requirement for a Certificate 

(i) Proof of such death shall be furnished by the Employee to the satisfaction of 
Parks Victoria, if required. 

(c) Additional Leave 

(i) Where a death of a “near relative” occurs whilst an Employee is on annual leave 
then the Employee may apply to extend the annual leave, or to have the annual 








 

129 
 

leave re-credited by the number of days ‘Special Leave’ the Employee would 
otherwise have been entitled to under Sub-clause (b). 

(ii) Leave of absence to attend the funeral of a friend/associate may be granted on 
account of annual leave or leave without pay. 

(iii) Any additional leave, which may reasonably be required, in excess of that 
granted as 'Special Leave' with pay, may be granted on account of annual leave 
or leave without pay. 

16.4. Rehabilitation Leave 

(a) In circumstance where an Employee has exhausted all accrued leave credits and 
Parks Victoria is of the opinion that misuse of alcohol or other drugs is adversely 
affecting the Employee’s work performance, Parks Victoria may grant the 
Employee leave with or without pay to undertake an approved rehabilitation 
program. 

16.5. Infectious Diseases Leave 

(a) When an Employee has medical evidence to indicate that the said Employee is 
suffering from Pulmonary Tuberculosis, Poliomyelitis or another highly infectious 
disease and Parks Victoria is concerned that the disease constitutes a danger to 
other members of staff, Parks Victoria may direct the Employee to be absent from 
work on paid leave, or to work from home, if practicable and subject to medical 
advice. 

16.6. Compassionate Leave 

(a) Employees are entitled to 2 days 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; 

(ii) sustains a personal injury that poses a serious threat to their life; or 

(iii) dies. 

(b) Any unused portion of compassionate leave will not accrue from year to year and 
will not be paid out on termination. 

(c) Such leave does not have to be taken consecutively. 

(d) An Employee may take unpaid compassionate leave by agreement with Parks 
Victoria. 

(e) Parks Victoria will require the Employee to notify it as soon as practicable and to 
provide satisfactory evidence to support the taking of compassionate leave. 








 

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17. Personal/Professional Development Leave 

17.1. Study Leave 

(a) Parks Victoria is committed to the ongoing development of all Employees to 
include accredited training in Occupational Health and Safety for specified 
individuals, in accordance with its legal requirements. 

17.2. Eligibility 

(a) An Employee, with no less than 12 months service, may be granted up to 5 hours 
paid leave per week, block release or equivalent, for attendance at lectures, 
study, examination, tutorials and travelling time for the purpose of part time 
study of a course approved by Parks Victoria. 

17.3. Conditions 

(a) Approval for such leave shall be subject to: 

(i) Parks Victoria having the capacity to cover such absence; 

(ii) The Employee undertaking lectures and tutorials in their own time for a period 
approximately equal to the period of leave sought; and 

(iii) The Employee passing at least half the subjects commenced during any year in 
order to become eligible for leave in the following year. 

18. Sabbatical Leave 

18.1. Parks Victoria recognises that Employees may wish to pursue professional/academic 
qualifications or experience, of relevance to their employment, on a full time basis without 
having to resign or take leave without pay. 

Eligibility 

18.2. An Employee, other than a Casual, with a minimum of 12 months continuous service with 
Parks Victoria may apply for sabbatical leave with pay. 

(a) Sabbatical leave is subject to the following conditions. 

Application and Approval 

(i) Applications for sabbatical leave with pay must be submitted in writing and 
establish the intended rationale/benefits of such leave to the Employee and 
Parks Victoria. A reasonable period of notice should be provided. All applications 
require the approval of the Chief Executive. 

(b) General Provisions 

(i) The Employee will work for Parks Victoria for a period of 4 years at 80% of the 
salary to which they would otherwise be entitled. 








 

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(ii) Following completion of the 4 years as outlined in sub-point (a) the Employee will 
be granted one year’s leave of absence on 80% of the salary to which the 
Employee would otherwise be entitled. 

(iii) Sabbatical leave is to be arranged at the mutual convenience of both parties. 

(iv) Should the Employee, for reasons beyond their control, need to withdraw from 
the sabbatical arrangement, they will revert to normal conditions, and receive a 
full refund of salary previously deducted owing to the sabbatical leave 
arrangement. 

19. Industrial Relations/Union Training 

19.1. An employee who is elected as a Union Delegate who has been accepted by a training 
provider to attend a relevant training course shall 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 Parks Victoria. 

19.2. Parks Victoria may grant leave where such training has been identified as likely to contribute 
to a better understanding of industrial/employee relations, dispute settling processes, 
occupational health and safety, safe work practices, knowledge of award and other industrial 
entitlements and the upgrading of employee skills.   

19.3. An employee may be granted an additional 5 days of paid leave under this in a calendar year 
to attend additional or special courses, workshops or events.  In considering a request for 
additional leave Parks Victoria will consider whether additional leave has previously been 
granted to the employee.  Parks Victoria will not unreasonably refuse a request for additional 
leave.   

19.4. Any 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 introductory 
health and safety representative’s course, having regard to course places and Parks Victoria’s 
operations.  Leave under this provision must only be granted to an employee on one occasion 
and is additional to any other leave granted. 

20. Costs of Employment Related Legal Proceedings 

20.1. If an Employee is required to attend Legal Proceedings (including Coroner’s inquest or 
Commission of Inquiry) on matters which directly arise from the performance of the 
Employee’s duties, Parks Victoria must meet the Employee’s reasonable legal costs relating 
to appearance at or representation before the Coroner’s Court. 

20.2. Where legal proceedings are initiated against an Employee as a direct consequence of the 
Employee legitimately and properly performing their duties, Parks Victoria will not 
unreasonably withhold agreement to meet the Employee’s reasonable legal costs relating to 
the defence of such proceedings. 

20.3. 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, 








 

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Parks Victoria will not unreasonably withhold agreement to meet the Employee’s reasonable 
legal costs in obtaining the order or other remedy. 

20.4. 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. 

21. Family Violence Support 

21.1. General Principle 

(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 staff 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. 

21.2. Definition of Family Violence 

(a) Family violence includes physical, sexual, financial, verbal or emotional abuse by a 
family member as defined by the Family Violence Protection Act 2008 (Vic). 

21.3. 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. 

21.4. General Measures 

(a) Evidence of family violence may be required and can be in the form 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. 

(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. 








 

133 
 

(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 49.5 and clause 49.6. 

(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. 

21.5. Leave 

(a) An employee experiencing family violence will have access to 20 days per 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 
leave provided by this clause to accompany them to court, to hospital, or to care 
for children. The Employer may require evidence consistent with clause 3.5 from 
an Employee seeking to utilise their personal/carer’s leave entitlement. 

21.6. 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; 

(ii) temporary or ongoing job redesign or changes to duties; 

(iii) temporary or ongoing relocation to suitable employment; 

(iv) a change to their telephone number or email address to avoid harassing contact; 

(v) any other appropriate measure including those available under existing 
provisions for family friendly and flexible work arrangements. 

21.7. 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. 








 

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21.8. 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. 

21.9. An Employee that discloses that they are experiencing family violence will be given 
information regarding current support services.  

 








 

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APPENDIX 3:   WORK VALUE LEVEL DESCRIPTORS 

INTRODUCTION 

(a) An integral component of Parks Victoria’s classification and salary structure is the job 
evaluation process. It is through job evaluation that the "worth" of a position is 
measured and compared relative to other roles within the organisation (and 
externally when necessary). It is also through this process that each job is assigned a 
"Grade" under Parks Victoria’s classification structure (as described in Clause 7 of this 
Agreement). 

(b) Positions classified under this Agreement are evaluated by a Job Evaluation Panel on 
the basis of the Work Value Level Descriptors specified for each Grade (in Part 2 of 
this Appendix).  These Descriptors comprise two components, as follows: 

(i) General Description = Broad statements describing the overall nature of work 
undertaken in positions classified at each level within Parks Victoria, relative to 
other Grades in the classification structure. These statements enable Parks Victoria 
to define and differentiate the work value of Grades on a ‘macro’ level and provide 
a useful starting point when comparing and contrasting the overall worth of 
positions in Parks Victoria. 

(ii) Work Value Standards = Descriptive statements outlining the distinguishing 
features, dimensions and complexities of positions classified at each work value 
level against a consistent set of factors.  The factors measured are: 

a. Nature of Work 

b. Training, Skills and Experience 

c. Diversity of Knowledge 

d. Communication Demands 

e. Complexity of Tasks 

f. Reasoning Requirements 

g. Independence and Authority 

(c) In assessing the work value of positions under this Agreement it is noted that most 
positions will not ‘neatly’ satisfy all of the elements and standards prescribed at a 
particular Grade. Rather, positions will need to be evaluated on the basis of their 
“best overall fit” and appropriate internal relativities will need to be applied. 

WORK VALUE LEVEL DISCRIPTORS 

(a) The descriptors for each Grade under the classification structure are as follows: 








 

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1. PV OFFICER GRADE 1   

(a) General Description 

(i) Grade 1 assists with the delivery of Parks Victoria’s on-ground and internal business 
support services. 

(ii) Positions classified within Grade 1 concentrate on delivering routine tasks under 
direct supervision as a team member. Work is primarily of a routine and predictable 
nature, such that work methods are mostly well established and are of moderately 
low complexity. 

(iii) The incumbent of a Grade 1 position shall be accountable for their personal 
performance in the delivery of agreed tasks/duties. 

(iv) The Employee will be expected to exhibit a willingness to learn and may take on 
different duties/tasks in order to gain experience, knowledge and/or skills relevant 
to the job or to the use of Parks Victoria’s business/operational systems. 

(v) Grade 1 Employees may also be classified as Commercial Operations Officers. Such 
work may include hospitality (kitchen/wait roles); retail sales and housekeeping. 

(b) Work Value Standards 

(i) Nature of Work: 

a. Work is carried out in a well-structured environment. 

b. The incumbent will undertake specific and clearly defined duties/tasks and 
will receive clear directions/instructions, mainly within a team environment. 

c. Training and support from a direct supervisor will be readily available. 

(ii) Training and Experience: 

a. The position will require basic, practical skills. 

b. The incumbent may have completed, or made progress towards completing, 
a trade qualification in a relevant field. 

c. The incumbent may be required to have previously undertaken similar 
duties/tasks within Parks Victoria or another Employer. 

(iii) Diversity of Knowledge: 

a. The position will require the incumbent to have knowledge in a narrow 
range of technical areas. 

b. The incumbent will require knowledge of Parks Victoria's generic 
employment policies and procedures (such as equal opportunity and 
occupational health and safety requirements). 

c. The incumbent may require basic knowledge of Parks Victoria's operations. 








 

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(iv) Communication Demands: 

a. Communication is focused on routine matters that require a basic 
understanding of the operational context. 

b. The incumbent is expected to provide routine information and explanations 
to other Employees, clients and members of the public. 

(v) Complexity of Tasks: 

a. The incumbent will perform routine service delivery functions. 

b. Tasks will be of low-moderate complexity and carried out within a well-
structured environment. 

c. The incumbent may be required to operate and/or maintain 
equipment/tools and related applications appropriate to the function and 
level of training. 

(vi) Reasoning Requirements: 

a. Tasks are focussed in the present and the individual requires an awareness 
and comprehension of relevant work methods and work expectations. 

(vii) Independence and Authority: 

a. The incumbent will receive simple and clear work instructions and will be 
accountable for their personal performance of such work instructions under 
direct supervision. 

(c) Commercial Operations Employee Grade One 

(i) An Employee classified as a Commercial Operations Employee Grade One has the 
required level of training to perform a routine commercial operations position 
under general supervision. 

(ii) This work classification includes or can include but is not limited to the following: 

a. Operating a Coffee Machine which includes the making and serving of 
coffee; 

b. Serving customers and selling merchandise at retail outlets within the Parks 
Victoria Estate; 

c. Undertaking   general   waiting   duties   involving   food   and/or   beverages   
including cleaning tables; 

d. Receipt of monies; 

e. Attending a snack bar; and/or engaged on delivery duties; 

f. Basic food preparation including sandwich making and simple preparation 
of hot food; 








 

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g. Receiving merchandise, stores general and perishable goods; 

h. Servicing accommodation areas and cleaning thereof; 

i. General Housekeeping duties including the cleaning of accommodation 
rooms and general guest facilities; and 

j. Providing personalised services to guests and visitors including hospitality 
and retail service. 

  

  








 

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2. PV OFFICER GRADE 2   

(a) General Description 

(i) Grade 2 focuses on the delivery of Parks Victoria’s on-ground and internal business 
support services. A Grade 2 Employee may also be classified as a Commercial 
Operations Employee who would be working within a commercial operation with 
responsibility for both training and supervision of others working within the 
commercial operation. 

(ii) Positions classified within Grade 2 primarily carry out work of a procedural nature. 
Procedural work is that which performed in a well-structured environment and 
includes established standards, methods, priorities, guidelines, and readily available 
training and support under varying degrees of direction. 

(iii) Employees performing positions within this work value range may have and utilise 
varying levels of accountability, complexity, competency and judgement in carrying 
out their work. The differences between these levels are outlined under the 
following headings (in the form of 3 distinct Employee Competency Level Profiles) 
after the Work Value Standards for Grade 2: 

a. Accountability 

b. Direction 

c. Job complexities 

d. Methods and tools 

e. Skills 

f. Knowledge 

g. Type of thinking 

h. Focus 

(iv) As detailed in Clauses 38 and 45 of this Agreement, it should be noted that each 
Profile relates to a defined and non-overlapping competency-based salary level 
within Grade 2. Employees classified in a position at this level may, at any time, 
apply on an individual basis to have their competency level in carrying out the duties 
of the position assessed and recognised for salary/career progression purposes. 
[Refer to the Parks Victoria Competency Framework for further information on this 
process.] 

(d) Work Value Standards 

(i) Nature of Work: 

a. Plans and prioritises own work program to achieve defined targets. 








 

140 
 

b. Usually operates within a well-structured environment and has recourse to 
a supervisor for non-routine matters. 

c. Work involves some discretion and judgement in applying known solutions 
to a variety of situations. 

(ii) Training, Skills and Experience: 

a. Demonstrates   the   generic   and   technical   abilities   needed   to   deliver   
the   main functions/duties of the role to acceptable standards of 
performance. 

b. May be required to possess a relevant tertiary or post-trade qualification. 

(iii) Diversity of Knowledge: 

a. Uses theoretical knowledge to achieve defined outcomes in a range of 
situations. 

b. Provides a reference point for colleagues/clients in relation to the position’s 
functions and responsibilities. 

c. Develops knowledge of relevant legislation, regulations, policies and 
processes for the role. 

(iv) Communication Demands: 

a. Explains rules, procedures and operational policies to other staff and 
clients/stakeholders. 

b. Suggests   alternative   ways   of   achieving   proposals   or   plans   to   other   
staff   and clients/stakeholders. 

c. Presents information to small groups or other authorities and provides 
feedback to management. 

d. May be required to draft routine reports and correspondence. 

e. May be required to conduct meetings involving presentations and/or 
consultative processes on routine matters. 

f. Uses personal leadership and influencing skills to achieve cooperation from 
others. 

(v) Complexity of Tasks: 

a. Required to deliver services relevant to the position under general 
supervision. 

b. Contributes to the development of local/operational procedures and 
systems. 

c. Administers   routine   programs   or   projects   under   supervision and   
may   coordinate project/program steps. 








 

141 
 

d. May be required to collect and analyse scientific/technical data and to 
reports findings to others. 

e. Able to create and maintain localised databases or reporting systems, or to 
operate and maintain technical equipment in line with prescribed 
standards. 

(vi) Reasoning Requirements: 

a. Understands and applies theoretical concepts, under supervision, to achieve 
defined outcomes. 

b. Requires judgement and some creativity to solve problems arising in own 
work program. 

c. Analyses routine reports and information to identify any emerging issues or 
exceptions. 

d. Able to diagnose and correct minor faults with equipment. 

(vii) Independence and Authority: 

a. Makes   decisions   regarding   own   work   program   that   may   have   an   
impact   on customers/clients. 

b. May be required to handle and reconcile monies, recommend purchases 
and/or  to authorise expenditure within a small, approved budget. 

c. May be required to supervise others undertaking routine tasks. 

(e) Commercial Operations Employee Grade 2 

(i) An Employee classified at this level has the skills and experience is accountable for 
providing the highest level of customer service. Employees at this level have 
extensive knowledge and high level experience and are able to make operational 
routine decisions, direct and delegate to lower level Employees and assist in the day 
to day operations of the business. This work classification includes or can include 
the following: 

a. Assisting in the training and direct supervision of Commercial Operations 
Employees Grade One; 

b. Receipt of monies including the daily balancing of cash/credit receipts; 

c. General day to day stock control within the retail outlet; 

d. General cooking duties and food preparation; 

e. General Housekeeping duties including the cleaning of accommodation 
rooms and general guest facilities and being team leader of two to three 
people housekeeping teams; 








 

142 
 

f. Assisting in the training and direct coordination of the work of lower graded 
Employees engaged in the daily operations of food and retail outlets; and 

g. Able   to   supervise   and   operate   a   retail/food outlet   for   short   
periods   without supervision. 

(f) Employee Competency Level Profiles Within Grade 2 

Grade 2.1 

Competency Level 2:   An Employee at Competency Level 2 within Grade 2 is expected to demonstrate a 

level of skill, knowledge and experience that will enable him/her to effectively deliver Parks Victoria’s 

outcomes.  The nature of work undertaken is as follows: 

Accountability Responsible for own work within a supervised situation. 

Direction Given clear direction, mainly as a team member. 

Job Complexity Simple and routine, choosing actions and applying solutions from a limited 
range of predictable solutions. 

Methods/Tools A range of simple established methods and tools. 

Skills Applies a defined range of skills. 

Knowledge Basic operational knowledge in a moderate range of areas. 

Type of Thinking Awareness, comprehension and contextualising. 

Focus Events in the present. 

 

Grade 2.2 

Competency Level 3:  An Employee at Competency Level 3 within Grade 2 is an experienced and 

competent operator. The nature of work undertaken is as follows: 

Accountability Takes responsibility for own work, including defined group performance on 
specific activities, minor budgets and assets. 

Direction Self-directed. May undertake some team coordination and has limited 
responsibility for the outputs of others. 

Job Complexity Medium complexity. Involves some discretion and judgement in applying 
known solutions to a variety of predictable situations. Includes some non-
routine activities. 

Methods/Tools More complex established methods and tools. 

Skills A range of well-developed skills. 

Knowledge Relevant theoretical knowledge. 

Type of Thinking Interpreting information and relating it to the work context. 

Focus Patterns in the short term. 

 

 

 

Grade 2.3 








 

143 
 

Competency Level 4: An Employee at Competency Level 4 of Grade 2 is one who is not only an 

experienced operator as described in Competency Level 3 but one who also has the ability to undertake 

a leadership role and undertake specific responsibilities. The nature of work is as follows: 

Accountability Takes responsibility for group performance, minor budgets and assets. 

Direction Self-directed. May undertake some team coordination. Limited 
responsibility for the outputs of others. 

Job Complexity Medium complexity. Involves applying known solutions to a broad range of 
varied activities within a defined range of predictable and unpredictable 
situations. 

Methods/Tools More complex established methods and tools. 

Skills A broad range of well-developed skills. 

Knowledge Demonstrates understanding   of a broad knowledge base.  Incorporates 
some theoretical concepts. 

Type of Thinking Analysis and collation of information from a variety of sources. 

Focus Patterns in the short to medium term. 

 

 

  








 

144 
 

 

3. PV OFFICER GRADE 3   

(a) General Description 

(i) Technical Specialist positions at this level are responsible for the provision of 
specialist services that are beyond that of Grade 2 because they require more 
advanced technical skills and knowledge, broader experience and responsibility. The 
position will assist more senior staff in determining project outcomes. This may 
include contributing to the development of corporate programs and policies and/or 
implementation of such programs and policies across a Region or District. The 
incumbent enables decision-making by others at a more senior level but is likely to 
have project management or specialist responsibilities within their function. 

(ii) Resource Management positions at this level have responsibility for team 
performance, minor budgets and assets relating to the delivery of agreed works 
within a District or large park area. The incumbent will, on a day-to-day basis, have 
recourse to a more senior position for work that is beyond established guidelines 
and procedures. The incumbent enables decision-making by others at a more senior 
level and is likely to have project management responsibilities across a specific 
output area. 

(b) Work Value Standards 

(i) Nature of Work: 

a. Plans and prioritises own work to achieve defined targets and may be 
responsible for team or group performance. 

b. Requires some strategic, conceptual and analytical thinking but incumbent 
has recourse to a supervisor for non-routine matters. 

c. Exercises professional judgement in routine matters requiring the 
application of rules or selection of choices within guidelines. 

(ii) Training, Skills and Experience: 

a. Clearly demonstrates the ability to deliver the main functions of the role to 
acceptable standards of performance through previous training, work 
achievements and experience. 

b. May be required to possess a relevant tertiary qualification. 

(iii) Diversity of Knowledge: 

a. Requires knowledge of legislation, regulations, policies and procedures 
relevant to the position. 

b. Uses theoretical/technical knowledge to achieve agreed outcomes in 
moderately complex work situations. 

(iv) Communication Demands: 








 

145 
 

a. Prepares written reports/briefs on sensitive issues for consideration by 
others. 

b. Leads, motivates and may direct others. 

c. Explains concepts and policies to staff, stakeholders and clients. 

d. Communicates issues and advocates the preferred case/option/policy to 
stakeholders. 

e. Plans, leads and facilitates information sessions and formal meetings. 

f. Provides communication guidance to less experienced staff. 

g. May draft important public communication documents/materials for 
consideration/review by others. 

(v) Complexity of Tasks: 

a. Determines the work organisation of the work area and manages a discrete 
budget and resources; or conducts small-medium scientific, technical or 
specialist projects defined by others. 

b. Leads a small scientific, technical or corporate support team or supervises a 
service delivery team. 

c. Uses theoretical knowledge to achieve agreed outcomes in moderately 
complex work situations. 

d. May research issues and prepare draft reports and briefings for more senior 
staff within a policy/procedural framework. 

e. Participates in the development of strategies to represent the organisation 
or clients, involving complex and challenging problems. 

f. Investigates and assesses actions by individuals or organisations against 
legislation, rules, regulations, and service agreements. 

(vi) Reasoning Requirements: 

a. Exercises professional judgement about the application of rules, or the 
selection of choices within guidelines. 

b. Resolves local operational service delivery problems within guidelines. 

c. May develop and maintain corporate databases and analyse information. 

(vii) Independence and Authority: 

a. Team Leadership may be exercised where appropriate to the role. This may 
include reviewing the decisions, assessments and recommendations of less 
experienced team members or reporting members of a service delivery 
team. 








 

146 
 

b. Initiates improvements to procedures within the work area. 

c. Authoritative in the application of processes and policy relevant to the work 
unit. 

d. Analysis and advice - contributes to decision-making by others. 

  

 

  








 

147 
 

4. PV OFFICER GRADE 4   

(a) General Description 

(i) Technical Specialist positions at this level are responsible for the provision of 
specialist services which are clearly beyond that of Grade 3, requiring both technical 
expertise which may include tertiary qualifications as well as appropriate experience 
such that the position plays a direct role in determining project outcomes and 
enables decision making by others at a senior level. Positions may also have project 
management responsibilities within their area of expertise. 

(ii) Resource Management positions are accountable for the management of defined 
resources, staff and projects, which are clearly beyond that of Grade 3, requiring 
specific expertise and experience in relevant fields. The incumbent has clear 
accountability for a broad range of staff and resource management functions 
including determining work loads, performance assessment, resolving day to day 
management issues. 

(b) Work Value Standards 

(i) Nature of Work: 

a. Work is generally straightforward, but requires a level of judgement, 
maturity, and proven competence with respect to analytical problem 
solving. 

b. Work is balanced between both routine and non-routine matters. 

c. The incumbent is involved with work that is of a complex nature. 

(ii) Training, Skills and Experience: 

a. Requires specialist professional or technical knowledge & understanding 
related to area. 

b. Requires appropriate technical/professional experience and may require 
formal technical training or a tertiary qualification. 

c. Receives a reasonable degree of guidance in non-routine work (including 
technical methods, established procedures, policy or legislative 
requirements) 

d. Supervisory positions require ability to monitor work flows, develop 
strategies/practices to resolve issues and to lead and develop staff 

(iii) Diversity of Knowledge: 

a. Required to integrate a number of areas of knowledge, policies or systems  
within  a functional area and to relate these components to other functions 
within Parks Victoria. 

 








 

148 
 

(iv) Communication Demands: 

a. Requires sound communication skills - includes obtaining cooperation and 
negotiating with other internal staff on a peer or supervisory basis. 

b. Purpose of communication is more complex than conveying information. 

c. Relates to external stakeholders and represents the interests of PV (low 
level impact). 

(v) Complexity of Tasks: 

a. Operates within broad guidelines, policy and technical/professional 
parameters. 

b. Applies a variety of techniques, systems, methods or processes. 

c. May be required to interpret existing guidelines to resolve unusual 
situations/requirements. 

(vi) Reasoning Requirements: 

a. Required   to   resolve operational issues and problems by application of 
technical knowledge or guidelines and experience. 

b. Expected to provide alternatives to others in resolving operational issues. 

(vii) Independence and Authority: 

a. Operates with autonomy in regard to the specified functional 
responsibilities. 

b. Decision-making is in accord with specified guidelines and/or shared with a 
more senior Employee. 

c. Guidance is available from more senior Employee within the required time 
constraints. 

  

 

  








 

149 
 

5. PV OFFICER GRADE 5   

(a) General Description 

(i) Technical Specialist positions at this level are responsible for provision of specialist 
services requiring well developed technical expertise and appropriate experience, 
which is clearly beyond that of a Technical Specialist at Grade 4, such that the 
position plays a direct role in determining project outcomes  and  participates  in  
decision  making  in  relation  to  important /organisational wide programs. Positions 
may have project management responsibilities under general direction and would 
be expected to provide expert advice on development and implementation of 
policies, plans, programs and budgets within their area of expertise. 

(ii) Resource Management positions are accountable for management of defined 
resources, staff or projects, which is clearly beyond that of a Resource Manager 
Grade 4 because they require more advanced expertise and experience in relevant 
fields. The degree of accountability is such that at this level the incumbent is also 
accountable for the outputs of a moderately sized team against defined criteria. 
Positions at this level would require regular interaction with stakeholders and would 
be expected to represent Parks Victoria in forums concerning their area of 
responsibility. In addition, the incumbent may be expected to undertake a broader 
role in the delivery of District and or Regional objectives. Guidance and direction is 
generally available and the incumbent needs to make decisions independently. 

(b) Work Value Standards 

(i) Nature of Work: 

a. Work at this level is primarily non-routine with some level of regular 
complex work with a reasonable degree of difficulty. This work requires a 
high level of analytical problem solving, judgement and experience to be 
able to complete. 

(ii) Training, Skills and Experience: 

a. This level requires specialist professional or technical knowledge, 
understanding and expertise related to the tasks of the work area. 

b. The position would operate with a degree of guidance in the way of 
technical methods, established procedures, policy, or legislative 
requirements. However, there is a need to apply knowledge to unusual or 
non-recurring issues. 

c. Supervisory positions require ability to develop and monitor work programs, 
performance management and develop strategies or work practices to 
resolve work issues. The role requires the ability to lead and develop staff 
within the work area. 

d. Positions would require extensive professional/technical experience and 
would normally require formal technical training and/or qualifications. 

(iii) Diversity of Knowledge: 








 

150 
 

a. It would be expected that the range of issues to be considered require 
knowledge of a number of fields such as park management, financial 
management, contract management and human resource management. 

b. There is a need to integrate these areas of knowledge in addressing 
technical or resource management issues. 

(iv) Communication Demands: 

a. Must exercise sound communication skills that would include obtaining 
cooperation and negotiating with other internal staff either on a peer basis 
or on a supervisory basis. 

b. The purpose of communication is more complex than the conveying of 
information. 

c. There is a need to relate to external stakeholders on difficult or sensitive 
issues and to represent the interests of Parks Victoria in such circumstances. 

(v) Complexity of Tasks: 

a. The position operates within broad guidelines and technical/professional 
parameters although the role would require the application of a variety of 
techniques, systems, methods, or processes. 

b. There would be a requirement to utilise and interpret existing guidelines to 
meet unusual work situations. 

(vi) Reasoning Requirements: 

a. Required   to   resolve operational issues and problems by application of 
technical knowledge or guidelines and experience. 

b. Expected to take action within approved parameters in resolving 
operational issues. 

(vii) Independence and Authority: 

a. Expected to operate with autonomy in regard to the specified functional 
responsibilities. However, decision-making is in accord with clearly specified 
guidelines or parameters and/or is shared with a more senior Employee. 

b. Guidance is generally available from a more senior Employee within the 
time constraints required to make a decision. However, on occasion or 
within defined circumstances the incumbent must act without recourse to a 
supervisor. 
 

 

 

 








 

151 
 

6. PV OFFICER GRADE 6   

(a) General Description 

(i) Technical Specialist positions at this level are responsible for the provision of 
specialist services requiring highly developed technical expertise and experience, 
which is clearly beyond Grade 5 because the position plays a more direct role in 
determining project outcomes and provides expertise in decision making in relation 
to important organisation-wide programs. Work at this level is largely analytical, 
complex and non routine. Critical work would be undertaken with limited direction 
and the incumbent may provide specialist advice to stakeholders and senior 
management on the development and implementation of policies, plans, budgets, 
and procedures relevant to the function. The incumbent will foster commitment to 
the organisation’s vision and objectives. 

(ii) Resource Management positions at this level are accountable for the management 
of defined resources, staff or projects, which are clearly beyond Grade 5 because 
they require broader expertise and experience in a range of relevant fields. The 
degree of accountability is such that at this level the incumbent is accountable for 
the performance, motivation and outputs of larger teams and work groups. 
Positions at this level would require regular interaction with stakeholders on 
complex matters and may be expected to undertake a broader role in the delivery 
of Regional objectives. Guidance and direction is limited and irregular and the 
incumbent would be required to manage teams of diverse discipline, implement 
change and foster a commitment to the organisation’s vision and objectives. 

(b) Work Value Standards 

(i) Nature of Work: 

a. Work at this level is generally of a complex nature involving competing 
organisational priorities and requires a very high level of judgement 
experience and problem solving. 

(ii) Training, Skills and Experience: 

a. This level requires specialist professional or technical knowledge, 
understanding and expertise related to the tasks of the work area. The 
position would operate with a degree of guidance in the way of technical 
methods, established procedures, policy, or legislative requirements. 
However, there is a need to apply knowledge to unusual or non- recurring 
issues. 

b. Supervisory positions require ability to develop and monitor work programs, 
performance management and develop strategies or work practices to 
resolve work issues. The role requires the ability to lead and develop staff 
within the work area and on occasion may be required to assist other 
Resource Managers within the District in a mentoring role. 

c. Positions would require extensive technical/professional experience and 
may require formal technical training and/or qualifications. 








 

152 
 

(iii) Diversity of Knowledge: 

a. It would be expected that the range of issues to be considered require 
knowledge of a number of fields such as park management, financial 
management, contract management, political awareness and human 
resource management. 

b. There is a need to integrate these areas of knowledge in addressing 
technical or resource management issues. 

(iv) Communication Demands: 

a. Position must exercise sound communication skills that would include 
obtaining cooperation and negotiating with other internal staff either on a 
peer basis or on a supervisory basis. The purpose of communication is more 
complex than conveying information. 

b. There is a need to relate to external stakeholders on difficult or sensitive 
issues and to represent the interests of Parks Victoria in such circumstances. 

(v) Complexity of Tasks: 

a. The position operates within broad guidelines and technical/professional 
parameters although the role would require the application of a variety of 
techniques, systems, methods or processes. There would be a requirement 
to adapt existing guidelines to meet unusual work situations. 

(vi) Reasoning Requirements: 

a. Position is required to resolve operational issues and problems by 
application of technical knowledge or guidelines and experience. 

b. Position is expected to undertake a lead role within approved parameters in 
resolving operational issues. 

(vii) Independence and Authority: 

a. Position is expected to operate with autonomy in regard to the specified 
functional responsibilities. 

b. Decision-making is in accord with clearly specified guidelines/parameters or 
is shared with a Senior Manager. 

c. Guidance is generally available from a more senior Employee within the 
time constraints required to make a decision. However, on occasion or 
within defined circumstances the incumbent must act without recourse to a 
Manager. 

 

 

 








 

153 
 

7. PV OFFICER / SENIOR SPECIALIST GRADE 7   

(a) General Description 

(i) Technical Specialist positions at this level are responsible for the provision of highly 
specialised services requiring extensive technical expertise and experience, which is 
clearly beyond Grade 6, such that the position plays a direct role in determining 
project outcomes and provides expertise in decision-making in relation to important 
corporate programs. 

(ii) Work at this level is largely strategic, analytical, complex and non routine and 
directly impacts on organisational performance. Critical work will be undertaken 
with limited direction and the incumbent will provide specialist advice to 
stakeholders and senior management on the development and implementation of 
policies, strategic objectives and plans, budgets and procedures relevant to the 
function. The incumbent will be required to demonstrate senior leadership 
attributes and to foster commitment to the organisation’s strategic vision, values, 
and objectives. 

(iii) Resource Management positions at this level are accountable for the management 
of extensive resources and programs that are clearly beyond Grade 6 because they 
require expertise and experience in a broader range of fields. The degree of 
accountability is such that the incumbent is held accountable for the performance, 
development and outputs of a large team, and such that the work group's 
performance directly impacts on organisational performance. 

(iv) Positions at this level would require regular interaction with major stakeholders on 
complex matters and may be expected to undertake a broader role in the delivery 
of Regional or organisational objectives. Guidance and direction is limited and 
irregular and the incumbent would be required to manage teams of diverse 
discipline, implement change and foster a commitment to the organisation’s 
strategic vision. 

(b) Work Value Standards 

(i) Nature of Work: 

a. Work at this level is generally of a complex nature involving competing 
organisational priorities and requiring a very high level of judgement, 
experience and problem solving. 

b. The incumbent is a subject matter expert who conceptualises, initiates, and 
implements, promotes and evaluates complex and innovative technical 
programs. 

c. Work at this level will directly impact on organisational performance. 

(ii) Training, Skills and Experience: 

a. Requires specialist professional/technical knowledge and expertise related 
to the tasks of the work area. 








 

154 
 

b. Operates with a degree of guidance in the way of technical methods, 
established procedures, policy, or legislative requirements but there is often 
a need to apply knowledge to unusual or non-recurring issues. 

c. The role will require the ability to lead and develop staff within the work 
area and on occasion may be required to assist other Line Managers in a 
mentoring capacity. 

d. Operational management positions will require strong leadership and 
management skills including the ability to develop and monitor complex 
work programs and to effectively utilise, performance manage and develop 
people and respond to workplace relations issues. 

e. Senior specialists will require extensive technical experience, formal 
technical training and may require tertiary or post-graduate qualifications. 

(iii) Diversity of Knowledge: 

a. It would be expected that the range of issues to be considered require 
knowledge of a number of fields (such as park management, financial 
management, contract management, risk management and human resource 
management). There is a need to integrate these areas of knowledge in 
addressing technical or resource management issues. 

b. Requires knowledge of structures, processes and operation of government 
and the organisation to develop new programs, project initiatives or 
policies. 

(iv) Communication Demands: 

a. Purpose of communication may be to resolve complex issues through a 
process of consultation and negotiation. Must exercise sound 
communication skills that would include obtaining cooperation and 
negotiating with other staff members either on a peer or supervisory basis. 

b. Prepares technical reports at an advanced technical or authoritative level. 

c. Provides and receives highly complex, contentious, or sensitive information 
where high levels of communication, sensitivity/diligence and interpersonal 
skills are required. 

d. Explains highly complex concepts, ideas and issues to an executive level 
audience for information or action. 

e. Focuses on understanding stakeholder issues and influencing their views to 
achieve outcomes. 

f. Initiates and maintains relationships with peers and senior internal/external 
stakeholders. 

g. Relates to external stakeholders on difficult or sensitive issues and 
represents the interests of PV in such circumstances. 








 

155 
 

(v) Complexity of Tasks: 

a. Operates within broad guidelines and technical/professional parameters 
although the role would require the application of a variety of techniques, 
systems, methods or concepts to address issues, including unusual work 
situations. 

b. Identifies and responds to new and emerging strategic issues impacting on 
the operating environment. 

c. May be required to manage an operational area with a significant budget, 
staff responsibilities and works program and/or to manage a discrete 
function of political, strategic or organisational importance. 

d. May provide professional leadership in a specialised corporate support 
function and manage/leads complex projects or business systems. 

e. May be required to develop briefs on highly complex issues that provide 
options for decision-making at the highest levels within PV and routinely 
advise senior staff or stakeholders on policy issues and solutions within a 
functional area. 

f. Develops plans to deliver on evolving organisational priorities. 

(vi) Reasoning Requirements: 

a. Required to take a lead role in the resolution of operational issues and 
problems by application of technical knowledge or guidelines and 
experience. 

b. Modifies and applies concepts to new situations that may impact beyond 
the immediate work area. 

c. Solutions and thinking may advance organisational innovation or 
occupational/professional knowledge. 

d. Provides specialist professional services or advice, including 
leadership/guidance to other specialists in the field. 

(vii) Independence and Authority: 

a. Most decision-making is in accord with clearly specified guidelines or 
parameters or is shared with a Senior Manager. 

b. Makes decisions in situations where there is some, but not definitive, 
precedent about the application of an organisational framework. Decisions 
may set precedents for peers. 

c. The incumbent is expected to operate with autonomy in regard to the 
specified job functions/responsibilities. 

 








 

156 
 

8. SENIOR OFFICER - GRADE 8   

(a) General Description 

(i) Senior Officers have significant organisational accountabilities and leadership 
responsibilities and will contribute to the direction and performance of Parks 
Victoria by leading others in the achievement of priority objectives. 

(ii) Normally Senior Officers will report to a General or Regional Manager but on 
occasion may report to another Executive Officer or Senior Officer. 

(iii) In contrast to Executive Officers, Senior Officers do not have general management 
accountabilities across a broad range of functions and output areas in Parks Victoria. 
Rather, they are the 'head of discipline' (or accountable manager) within their 
designated area of expertise or responsibility. 

(iv) Typically Senior Officers require a high, or the highest level of specialist/professional 
expertise and experience related to the area of responsibility. They also require 
effective management and leadership capabilities as these skills and knowledge will 
inform their management of significant resources and people in the achievement of 
organisational goals. 

(b) Work Value Standards 

(i) Nature of Work: 

a. Work at this level requires the highest level of specialist/professional 
expertise such that the incumbent will be accountable for the overall 
performance of a business unit/work program. 

b. Senior Officers are required to lead or manage others in the achievement of 
agreed objectives/priorities for the work area and will influence general 
management in determining the unit’s priorities and how best to resource 
and achieve them. 

c. The incumbent’s performance in the role will directly impact on the 
performance of others and Parks Victoria. 

d. Senior Officers are expected to assist other senior staff in an advisory and 
mentoring capacity and role model interdependence, collaboration, and 
teamwork to all staff. 

(ii) Training, Skills and Experience: 

a. Requires extensive specialist/professional knowledge and expertise related 
to the tasks of the work area as well as formal training, which may include 
tertiary and post-graduate qualifications of relevance to the 
discipline/functional area. 

b. Operates with limited guidance in the way of technical methods, established 
procedures, policy, or legislative requirements and is responsible for 
developing PV’s policy and procedures relevant to the functional area. 








 

157 
 

c. Demonstrates strong leadership and people management skills, including 
the ability to effectively guide, manage and develop and others and to 
leverage stakeholder/customer relationships effectively to influence 
emerging issues. 

d. Requires strong business acumen including the ability to convert strategic 
long term plans into tactical actions and to develop and monitor complex 
work programs/projects, with consideration to the whole-of-organisation. 

(iii) Diversity of Knowledge: 

a. It would be expected that the range of issues to be considered require 
knowledge of a number of fields (such as park management, financial 
management, contract management, risk management and human resource 
management). There is a need to integrate these areas of knowledge in 
addressing technical or resource management issues. 

b. Requires knowledge of structures, processes and operations of government 
and Parks Victoria in order to establish strategic directions and frameworks 
for the organisation and inspire/motivate others to follow them. 

c. Shows they understand the business PV is in and the market it operates in 
and considers appropriate contingency plans. 

(iv) Communication Demands: 

a. Provides and receives highly complex, contentious, or sensitive information 
where high levels of communication, sensitivity/diligence and interpersonal 
skills are required and represents the interests of PV in such circumstances. 

b. Explains complex concepts, ideas and issues to executive and senior officers 
for information, decision-making or action. 

c. Proactively establishes/maintains appropriate networks and relationships to 
influence views to achieve desired outcomes. 

d. Communicates PV’s strategy clearly in ways that help others to understand 
it. 

e. Actively facilitates inter-departmental relationships to promote the 
achievement of group goals and personally collaborates with peers to 
achieve organisational goals. 

f. Requires a consistent and effective leadership style which reinforces Parks 
Victoria’s management principles and values. 

 

(v) Complexity of Tasks: 

a. Identifies and responds to new and emerging strategic issues impacting on 
the organisation and its priorities. 








 

158 
 

b. May be required to manage an operational area with a significant  budget,  
staff responsibilities and works program and/or to manage a discrete 
function of political, strategic or organisational importance. 

c. Develops briefs on highly complex/sensitive issues that provide options for 
decision- making at the highest levels within PV and routinely advises senior 
staff and stakeholders on policy issues, directions and solutions within the 
functional area. 

d. Integrates complex information and uses well researched arguments to 
make decisions that take into account impacts across the organisation. 

e. Schedules and prioritises multiple projects/tasks, allocates appropriate 
resources and establishes/monitors relevant key performance indicators to 
enable staff to focus on what is important. 

f. Demonstrates commitment to effectively manage and support changes 
Parks Victoria makes, and helps others to move forwards through change. 

g. Provides specialist/professional advice to others including other specialists 
in the discipline. 

(vi) Reasoning Requirements: 

a. Modifies and applies concepts to new situations and evaluates alternatives 
according to their likely business and organisational impact. 

b. Regularly applies their knowledge/expertise to unusual or non-recurring 
issues. 

c. Takes a lead role in the resolution of issues and pre-empts the 
consequences of  the chosen action based on knowledge, experience and 
perspicacity. 

d. Identifies multi-dimensional cause-effect relationships 

e. Integrates complex information to anticipate broader impacts on systems 
and operations and make decisions regarding medium to long term goal 
achievement. 

f. Solutions and thinking may advance organisational innovation or 
occupational/professional knowledge. 

(vii) Independence and Authority: 

a. Makes decisions in situations where there is some, but not definitive, 
precedent about the application of an organisational framework. Decisions 
often set precedents for peers and may set precedents for the organisation. 

b. Establishes external alliances/networks for potential mutual benefit. 

c. Operates with autonomy in regard to the specified functions/responsibilities 
of the role. 








 

159 
 

d. Actively intervenes in the work environment to ensure that all staff have an  
equal opportunity to workplace opportunities and operate in a healthy and 
safe manner. 

e. Accountable for own performance; managing performance of others in the 
work unit (if applicable) and/or contractors; and for the overall performance 
of the work unit. 

Parks Victoria Grade 8 Characteristics and Behaviours 

The Grade 8 Characteristics and Behaviours outlined in the table below describe the different levels of 
skills and behaviours typically demonstrated by an individual as they progress through the Grade 8 
classification structure (from Step 1 through to Step2). The Characteristics and Behaviours are to be 
used in conjunction with the Grade 8 Work Value Descriptors. The Work Value Descriptors continue to 
provide the baseline for the Grade 8 positions. 

 

Category Characteristics and Behaviours Associated 
Level 

 
Technical Expertise 

Thorough understanding of most of the sub-functions that make up the function (e.g. 
Finance, HR) 
Recognised as specialist on subject matter, may be sought by external parties for 
advice 

 
 
 
 
 
 
 
 
 
 
 
 
 

Senior 
Officer 2 
(SO 2) 

 
Operating 
Environment 

Understanding of and ability to appropriately respond to commercial and political 
issues affecting business and sector 
Leads, champions, identifies and delegates (as process owner) business 
improvement opportunities at leadership level 

 
Leading/Managing 

Shares appropriate responsibility by allocating decision making authority, providing 
support without removing responsibility 
Sets direction and vision, for area, in conjunction with Executive 
Inspires and drives team, together with broader organisation, to achieve these goals 

 
Managing 

Relationships 

Successfully negotiates and resolves conflict with Parks Victoria Leadership, or 
stakeholders (internal and external), building support for preferred alternatives 
Initiates and utilises business relationships (internally and externally) to achieve 
business goals 

 
Judgment & 
Decision Making 

Demonstrates ability to make robust strategic decisions, based on analysis and 
consideration of multiple viewpoints 
Identifies and resolves complex process design issues and problems across projects 
or business functions, outside of immediate areas of expertise 

 
 

 
Focus of Role 

Strategic focus in aligning sub-functions together and in delivering and driving 
towards business goals 
Successfully develops and implements strategies 
Creates new relationships and opportunities for Parks Victoria 
Focus is often state-wide or whole-of-government in nature 
Successfully develops, and manages, the implementation of strategies to 
improve service (internally or externally) and converting strategy into articulated 
deliverables 

 
 

Technical Expertise 
Has mastered majority of the functional and technical knowledge and skills within 
subject area, and is sought out by peers in relation to issues 
Comprehensive understanding and proven experience in the sub-
function 

 
 
 
 
 
 
 
 

 
 

Operating 
Environment 

Sound knowledge of business and industry 
Able to evaluate decisions and problems demonstrating impact on or benefits to 
broader business (including identification of business process improvement and 
simplification opportunities) 
Demonstrates a thorough understanding of both technical and bus iness  
issues, 
making correct commercial decisions, incorporating financial management of costs 








 

160 
 

 
 

Leading/Managing 

May lead and manage a team of people/projects/budgets/resources 
Identifies development needs, allocates work and authority and creates opportunities 
for individual’s professional growth 
Shares vision and direction for the business to achieve business objectives through 
team 

 
Senior 

Officer 1 
(SO 1) 

 
 

Managing 
Relationships 

Proactively builds and establishes strong relationships with peers within and across 
functions 
Identifies and i m p l em e n t s  s o lut ions  to res olve  conflicts  in a 
p r o f e s s i o n a l  and diplomatic manner, seeking a win-win outcome 
Proactively looks for opportunities to share and col laborate  within and 
across  functions 

Judgment & 
Decision Making 

Demonstrates ability to make medium term decisions, requiring analysis of a range 
of issues, and impacting immediate area 
Able to identify both technical and business issues when proposing commercial 
solutions. Takes into consideration account cost and project impact to Parks Victoria 
Allocate resources appropriately to business priorities 
solutions. Takes into consideration account cost and project impact to Parks Victoria 
Allocate resources appropriately to business priorities 

 
 

 
Focus of Role 

Impact on business, typically locally based, by influencing decisions through advice 
and counsel to others 
Contribute to the development and drive execution of the strategy for own subject 
area 
Actively participates in the development and enhancement of broader strategy and 
policies that impact on local area 
Proactively   seeks, promotes   and   follows   through   on   all   opportunities   for 
improvement within existing relationships 

 

 

  








 

161 
 

SCHEDULE 1: CLASSIFICATION AND SALARIES 

 Table 1: Classification and Salaries payable from 15 September 2021 

Designation 

Grade Base Salary Point 
Progression 

Step Amount 
15 September 2021($) 

(and Salary Range) 
(and Progression 

Steps) 

“PV Officer” 

Grade 1 

Base Salary Point 

  

$45,155 

(Step 1)   

Step 2 $46,055 

Step 3 $46,955 

Step 4 $47,856 

Step 5 $48,757 

Step 6 $49,658 

Step 7 $50,559 

Step 8 $51,457 

Step 9 $52,359 

Step 10 $53,260 

Step 11 $54,161 

Ceiling $55,061 

Grade 2.1 

Base Salary Point 

  

$55,507 

(Step 1)   

Step 2 $56,535 

Step 3 $57,564 

Step 4 $58,592 

Step 5 $59,619 

Ceiling $60,649 

Grade 2.2 

Base Salary Point 

  

$61,722 

(Step 1)   

Step 2 $62,863 

Step 3 $64,006 

Step 4 $65,146 

Ceiling $66,287 

Grade 2.3 

Base Salary Point 

  

$66,848 

(Step 1)   

Step 2 $68,084 

Step 3 $69,320 

Step 4 $70,558 

Step 5 $71,795 

Step 6 $73,030 

Ceiling $74,268 

Grade 3  Base Salary Point   $75,076 








 

162 
 

(Step 1)   

Step 2 $76,464 

Step 3 $77,852 

Step 4 $79,242 

Step 5 $80,630 

Ceiling $82,021 

Grade 4 

Base Salary Point 

  

$83,308 

(Step 1)   

Step 2 $84,848 

Step 3 $86,389 

Step 4 $87,932 

Ceiling $89,473 

Grade 5 

Base Salary Point 

  

$91,526 

(Step 1)   

Step 2 $93,219 

Step 3 $94,913 

Step 4 $96,607 

Ceiling $98,299 

Grade 6  

Base Salary Point 

  

$99,967 

(Step 1)   

Step 2 $101,818 

Step 3 $103,665 

Step 4 $105,517 

Ceiling   $107,366 

“PV Officer”/“Senior 
Specialist 

Grade 7 

Base Salary Point 

  

$109,982 

(Step 1)   

Step 2 $112,017 

Step 3 $114,052 

Step 4 $116,085 

Step 5 $118,121 

Ceiling $120,156 

“Senior Officer” 

Grade 8 Base Salary Point 

$2,027 

$120,767 

SO1 
(Step 1)   

Ceiling $141,727 

SO2 

Base Salary Point 

$2,425 

$144,005 

(Step 1)   

Ceiling $169,087 

 

 

  








 

163 
 

Table 2: Classification and Salaries payable from 15 March 2022 

Designation 

Grade Base Salary Point 
Progression Step 

Amount 
15 March 2022($) 

(and Salary Range) 
(and Progression 

Steps) 

“PV Officer” 

Grade 1 

Base Salary Point 

  

$45,607 

(Step 1)   

Step 2 $46,516 

Step 3 $47,424 

Step 4 $48,334 

Step 5 $49,244 

Step 6 $50,154 

Step 7 $51,064 

Step 8 $51,972 

Step 9 $52,883 

Step 10 $53,793 

Step 11 $54,703 

Ceiling $55,612 

Grade 2.1 

Base Salary Point 

  

$56,062 

(Step 1)   

Step 2 $57,100 

Step 3 $58,140 

Step 4 $59,178 

Step 5 $60,215 

Ceiling $61,256 

Grade 2.2 

Base Salary Point 

  

$62,339 

(Step 1)   

Step 2 $63,492 

Step 3 $64,646 

Step 4 $65,797 

Ceiling $66,950 

Grade 2.3 

Base Salary Point 

  

$67,516 

(Step 1)   

Step 2 $68,765 

Step 3 $70,014 

Step 4 $71,263 

Step 5 $72,513 

Step 6 $73,760 

Ceiling $75,011 

Grade 3  

Base Salary Point 

  

$75,827 

(Step 1)   

Step 2 $77,229 








 

164 
 

Step 3 $78,630 

Step 4 $80,034 

Step 5 $81,437 

Ceiling $82,841 

Grade 4 

Base Salary Point 

  

$84,141 

(Step 1)   

Step 2 $85,697 

Step 3 $87,253 

Step 4 $88,811 

Ceiling $90,368 

Grade 5 

Base Salary Point 

  

$92,441 

(Step 1)   

Step 2 $94,151 

Step 3 $95,862 

Step 4 $97,573 

Ceiling $99,282 

Grade 6 

Base Salary Point 

  

$100,966 

(Step 1)   

Step 2 $102,836 

Step 3 $104,702 

Step 4 $106,572 

Ceiling   $108,440 

“PV Officer”/“Senior 
Specialist 

Grade 7 

Base Salary Point 

  

$111,082 

(Step 1)   

Step 2 $113,137 

Step 3 $115,193 

Step 4 $117,246 

Step 5 $119,302 

Ceiling $121,357 

“Senior Officer” 

Grade 8 Base Salary Point 

  

$121,974 

SO1 
(Step 1)   

Ceiling $143,145 

SO2 

Base Salary Point 

  

$145,445 

(Step 1)   

Ceiling $170,778 

 

 

 

 








 

165 
 

Table 3: Classification and Salaries payable from 15 September 2022 

Designation 

Grade Base Salary Point 
Progression Step 

Amount 
15 September 2022($) 

(and Salary Range) 
(and Progression 

Steps) 

“PV Officer” 

Grade 1 

Base Salary Point 

  

$46,063 

(Step 1)   

Step 2 $46,981 

Step 3 $47,899 

Step 4 $48,818 

Step 5 $49,737 

Step 6 $50,656 

Step 7 $51,575 

Step 8 $52,492 

Step 9 $53,412 

Step 10 $54,331 

Step 11 $55,250 

Ceiling $56,168 

Grade 2.1 

Base Salary Point 

  

$56,622 

(Step 1)   

Step 2 $57,671 

Step 3 $58,721 

Step 4 $59,770 

Step 5 $60,818 

Ceiling $61,869 

Grade 2.2 

Base Salary Point 

  

$62,963 

(Step 1)   

Step 2 $64,127 

Step 3 $65,292 

Step 4 $66,455 

Ceiling $67,620 

Grade 2.3 

Base Salary Point 

  

$68,192 

(Step 1)   

Step 2 $69,453 

Step 3 $70,714 

Step 4 $71,976 

Step 5 $73,238 

Step 6 $74,498 

Ceiling $75,761 

Grade 3  

Base Salary Point 

  

$76,585 

(Step 1)   

Step 2 $78,001 








 

166 
 

Step 3 $79,417 

Step 4 $80,834 

Step 5 $82,251 

Ceiling $83,670 

Grade 4 

Base Salary Point 

  

$84,982 

(Step 1)   

Step 2 $86,554 

Step 3 $88,126 

Step 4 $89,699 

Ceiling $91,271 

Grade 5 

Base Salary Point 

  

$93,366 

(Step 1)   

Step 2 $95,093 

Step 3 $96,820 

Step 4 $98,548 

Ceiling $100,275 

Grade 6  

Base Salary Point 

  

$101,976 

(Step 1)   

Step 2 $103,865 

Step 3 $105,749 

Step 4 $107,638 

Ceiling   $109,524 

“PV Officer”/“Senior 
Specialist 

Grade 7 

Base Salary Point 

  

$112,193 

(Step 1)   

Step 2 $114,269 

Step 3 $116,345 

Step 4 $118,419 

Step 5 $120,495 

Ceiling $122,571 

“Senior Officer” 

Grade 8 Base Salary Point 

  

$123,194 

SO1 
(Step 1)   

Ceiling $144,576 

SO2 

Base Salary Point 

  

$146,899 

(Step 1)   

Ceiling $172,486 

  








 

167 
 

Table 4: Classification and Salaries payable from 15 March 2023 

Designation 

Grade Base Salary Point 
Progression Step 

Amount 
15 March 2023($) 

(and Salary Range) 
(and Progression 

Steps) 

“PV Officer” 

Grade 1 

Base Salary Point 

  

$46,523 

(Step 1)   

Step 2 $47,451 

Step 3 $48,378 

Step 4 $49,306 

Step 5 $50,234 

Step 6 $51,162 

Step 7 $52,091 

Step 8 $53,017 

Step 9 $53,946 

Step 10 $54,874 

Step 11 $55,802 

Ceiling $56,730 

Grade 2.1 

Base Salary Point 

  

$57,188 

(Step 1)   

Step 2 $58,248 

Step 3 $59,308 

Step 4 $60,368 

Step 5 $61,426 

Ceiling $62,487 

Grade 2.2 

Base Salary Point 

  

$63,592 

(Step 1)   

Step 2 $64,768 

Step 3 $65,945 

Step 4 $67,120 

Ceiling $68,296 

Grade 2.3 

Base Salary Point 

  

$68,873 

(Step 1)   

Step 2 $70,147 

Step 3 $71,421 

Step 4 $72,696 

Step 5 $73,970 

Step 6 $75,243 

Ceiling $76,519 

Grade 3  

Base Salary Point 

  

$77,351 

(Step 1)   

Step 2 $78,781 








 

168 
 

Step 3 $80,211 

Step 4 $81,643 

Step 5 $83,073 

Ceiling $84,506 

Grade 4 

Base Salary Point 

  

$85,832 

(Step 1)   

Step 2 $87,419 

Step 3 $89,007 

Step 4 $90,596 

Ceiling $92,184 

Grade 5 

Base Salary Point 

  

$94,300 

(Step 1)   

Step 2 $96,044 

Step 3 $97,789 

Step 4 $99,534 

Ceiling $101,278 

Grade 6  

Base Salary Point 

  

$102,996 

(Step 1)   

Step 2 $104,903 

Step 3 $106,807 

Step 4 $108,714 

Ceiling   $110,619 

“PV Officer”/“Senior 
Specialist 

Grade 7 

Base Salary Point 

  

$113,314 

(Step 1)   

Step 2 $115,411 

Step 3 $117,508 

Step 4 $119,603 

Step 5 $121,700 

Ceiling $123,796 

“Senior Officer” 

Grade 8 Base Salary Point 

  

$124,426 

SO1 
(Step 1)   

Ceiling $146,022 

SO2 

Base Salary Point 

  

$148,368 

(Step 1)   

Ceiling $174,211 

 

 

 

  








 

169 
 

Table 5: Classification and Salaries payable from 15 September 2023 

Designation 

Grade Base Salary Point 

Progression Step Amount 15 September 2023($) (and Salary 
Range) 

(and Progression 
Steps) 

“PV Officer” 

Grade 1 

Base Salary Point 

  

$46,989 

(Step 1)   

Step 2 $47,925 

Step 3 $48,861 

Step 4 $49,799 

Step 5 $50,736 

Step 6 $51,674 

Step 7 $52,611 

Step 8 $53,547 

Step 9 $54,485 

Step 10 $55,423 

Step 11 $56,360 

Ceiling $57,297 

Grade 2.1 

Base Salary Point 

  

$57,760 

(Step 1)   

Step 2 $58,830 

Step 3 $59,901 

Step 4 $60,971 

Step 5 $62,040 

Ceiling $63,112 

Grade 2.2 

Base Salary Point 

  

$64,228 

(Step 1)   

Step 2 $65,416 

Step 3 $66,605 

Step 4 $67,791 

Ceiling $68,979 

Grade 2.3 

Base Salary Point 

  

$69,562 

(Step 1)   

Step 2 $70,849 

Step 3 $72,135 

Step 4 $73,423 

Step 5 $74,710 

Step 6 $75,995 

Ceiling $77,284 

Grade 3  

Base Salary Point 

  

$78,125 

(Step 1)   

Step 2 $79,569 








 

170 
 

Step 3 $81,013 

Step 4 $82,459 

Step 5 $83,904 

Ceiling $85,351 

Grade 4 

Base Salary Point 

  

$86,690 

(Step 1)   

Step 2 $88,293 

Step 3 $89,897 

Step 4 $91,502 

Ceiling $93,106 

Grade 5 

Base Salary Point 

  

$95,243 

(Step 1)   

Step 2 $97,004 

Step 3 $98,767 

Step 4 $100,529 

Ceiling $102,291 

Grade 6  

Base Salary Point 

  

$104,026 

(Step 1)   

Step 2 $105,952 

Step 3 $107,875 

Step 4 $109,801 

Ceiling   $111,726 

“PV 
Officer”/“Senior 

Specialist 
Grade 7 

Base Salary Point 

  

$114,448 

(Step 1)   

Step 2 $116,565 

Step 3 $118,683 

Step 4 $120,799 

Step 5 $122,917 

Ceiling $125,034 

“Senior Officer” 

Grade 8 Base Salary Point 

  

$125,670 

SO1 
(Step 1)   

Ceiling $147,482 

SO2 

Base Salary Point 

  

$149,852 

(Step 1)   

Ceiling $175,953 

 

 

 

  








 

171 
 

Table 6: Classification and Salaries payable from 15 March 2024 

Designation 

Grade Base Salary Point 

Progression Step Amount 15 March 2024($) (and Salary 
Range) 

(and Progression 
Steps) 

“PV Officer” 

Grade 1 

Base Salary Point 

  

$47,458 

(Step 1)   

Step 2 $48,404 

Step 3 $49,350 

Step 4 $50,297 

Step 5 $51,244 

Step 6 $52,191 

Step 7 $53,138 

Step 8 $54,082 

Step 9 $55,030 

Step 10 $55,977 

Step 11 $56,924 

Ceiling $57,870 

Grade 2.1 

Base Salary Point 

  

$58,338 

(Step 1)   

Step 2 $59,419 

Step 3 $60,500 

Step 4 $61,581 

Step 5 $62,660 

Ceiling $63,743 

Grade 2.2 

Base Salary Point 

  

$64,871 

(Step 1)   

Step 2 $66,070 

Step 3 $67,271 

Step 4 $68,469 

Ceiling $69,669 

Grade 2.3 

Base Salary Point 

  

$70,258 

(Step 1)   

Step 2 $71,557 

Step 3 $72,856 

Step 4 $74,157 

Step 5 $75,457 

Step 6 $76,755 

Ceiling $78,057 

Grade 3  

Base Salary Point 

  

$78,906 

(Step 1)   

Step 2 $80,365 








 

172 
 

Step 3 $81,823 

Step 4 $83,284 

Step 5 $84,743 

Ceiling $86,205 

Grade 4 

Base Salary Point 

  

$87,557 

(Step 1)   

Step 2 $89,176 

Step 3 $90,796 

Step 4 $92,417 

Ceiling $94,037 

Grade 5 

Base Salary Point 

  

$96,195 

(Step 1)   

Step 2 $97,974 

Step 3 $99,754 

Step 4 $101,534 

Ceiling $103,314 

Grade 6  

Base Salary Point 

  

$105,066 

(Step 1)   

Step 2 $107,012 

Step 3 $108,953 

Step 4 $110,899 

Ceiling   $112,843 

“PV 
Officer”/“Senior 

Specialist 
Grade 7 

Base Salary Point 

  

$115,592 

(Step 1)   

Step 2 $117,731 

Step 3 $119,870 

Step 4 $122,007 

Step 5 $124,146 

Ceiling $126,285 

“Senior Officer” 

Grade 8 Base Salary Point 

  

$126,927 

SO1 
(Step 1)   

Ceiling $148,957 

SO2 

Base Salary Point 

  

$151,350 

(Step 1)   

Ceiling $177,712 

 

 

  








 

173 
 

Table 7: Classification and Salaries payable from 15 September 2024  

Designation 

Grade Base Salary Point 

Progression Step Amount 15 September 2024($) (and Salary 
Range) 

(and Progression 
Steps) 

“PV Officer” 

Grade 1 

Base Salary Point 

  

$47,933 

(Step 1)   

Step 2 $48,888 

Step 3 $49,844 

Step 4 $50,800 

Step 5 $51,756 

Step 6 $52,713 

Step 7 $53,669 

Step 8 $54,623 

Step 9 $55,581 

Step 10 $56,537 

Step 11 $57,493 

Ceiling $58,449 

Grade 2.1 

Base Salary Point 

  

$58,921 

(Step 1)   

Step 2 $60,013 

Step 3 $61,105 

Step 4 $62,197 

Step 5 $63,287 

Ceiling $64,381 

Grade 2.2 

Base Salary Point 

  

$65,519 

(Step 1)   

Step 2 $66,731 

Step 3 $67,943 

Step 4 $69,154 

Ceiling $70,365 

Grade 2.3 

Base Salary Point 

  

$70,960 

(Step 1)   

Step 2 $72,273 

Step 3 $73,585 

Step 4 $74,898 

Step 5 $76,212 

Step 6 $77,523 

Ceiling $78,837 

Grade 3  

Base Salary Point 

  

$79,695 

(Step 1)   

Step 2 $81,168 








 

174 
 

Step 3 $82,641 

Step 4 $84,117 

Step 5 $85,591 

Ceiling $87,067 

Grade 4 

Base Salary Point 

  

$88,433 

(Step 1)   

Step 2 $90,068 

Step 3 $91,704 

Step 4 $93,341 

Ceiling $94,977 

Grade 5 

Base Salary Point 

  

$97,157 

(Step 1)   

Step 2 $98,954 

Step 3 $100,752 

Step 4 $102,550 

Ceiling $104,347 

Grade 6  

Base Salary Point 

  

$106,117 

(Step 1)   

Step 2 $108,082 

Step 3 $110,043 

Step 4 $112,008 

Ceiling   $113,971 

“PV 
Officer”/“Senior 

Specialist 
Grade 7 

Base Salary Point 

  

$116,748 

(Step 1)   

Step 2 $118,908 

Step 3 $121,069 

Step 4 $123,227 

Step 5 $125,387 

Ceiling $127,548 

“Senior Officer” 

Grade 8 Base Salary Point 

  

$128,196 

SO1 
(Step 1)   

Ceiling $150,446 

SO2 

Base Salary Point 

  

$152,864 

(Step 1)   

Ceiling $179,489 

 

 

 

Designation Grade Base Salary Point Progression Step Amount 15 March 2025($) 








 

175 
 

(and Salary 
Range) 

(and Progression 
Steps) 

“PV Officer” 

Grade 1 

Base Salary Point 

  

$48,412 

(Step 1)   

Step 2 $49,377 

Step 3 $50,342 

Step 4 $51,308 

Step 5 $52,274 

Step 6 $53,240 

Step 7 $54,206 

Step 8 $55,169 

Step 9 $56,136 

Step 10 $57,102 

Step 11 $58,068 

Ceiling $59,033 

Grade 2.1 

Base Salary Point 

  

$59,511 

(Step 1)   

Step 2 $60,613 

Step 3 $61,716 

Step 4 $62,819 

Step 5 $63,920 

Ceiling $65,024 

Grade 2.2 

Base Salary Point 

  

$66,174 

(Step 1)   

Step 2 $67,398 

Step 3 $68,623 

Step 4 $69,845 

Ceiling $71,069 

Grade 2.3 

Base Salary Point 

  

$71,670 

(Step 1)   

Step 2 $72,995 

Step 3 $74,321 

Step 4 $75,647 

Step 5 $76,974 

Step 6 $78,298 

Ceiling $79,626 

Grade 3  

Base Salary Point 

  

$80,492 

(Step 1)   

Step 2 $81,980 

Step 3 $83,468 

Step 4 $84,958 








 

176 
 

Step 5 $86,447 

Ceiling $87,938 

Grade 4 

Base Salary Point 

  

$89,317 

(Step 1)   

Step 2 $90,969 

Step 3 $92,621 

Step 4 $94,275 

Ceiling $95,927 

Grade 5 

Base Salary Point 

  

$98,128 

(Step 1)   

Step 2 $99,943 

Step 3 $101,759 

Step 4 $103,575 

Ceiling $105,390 

Grade 6  

Base Salary Point 

  

$107,178 

(Step 1)   

Step 2 $109,163 

Step 3 $111,143 

Step 4 $113,128 

Ceiling   $115,111 

“PV 
Officer”/“Senior 

Specialist 
Grade 7 

Base Salary Point 

  

$117,916 

(Step 1)   

Step 2 $120,097 

Step 3 $122,279 

Step 4 $124,459 

Step 5 $126,641 

Ceiling $128,823 

“Senior Officer” 

Grade 8 Base Salary Point 

  

$129,478 

SO1 
(Step 1)   

Ceiling $151,951 

SO2 

Base Salary Point 

  

$154,393 

(Step 1)   

Ceiling $181,284 

 

 








IN THE FAIR WORK COMMISSION 

FWC Matter No: AG2021/8486 

Applicant: Parks Victoria 

Section 185 - Application for approval of a single enterprise agreement 

Undertaking - Section 190 

Dear Deputy President Masson, 

Parks Victoria Enterprise Agreement 2021 (AG2021/8486} 

Written undertakings under section 190 of the Fair Work Act 2009 

Parks Victoria hereby undertakes the following in relation to the Parks Victoria Enterprise 

Agreement 2021: 

1. National Employment Standards 

This Agreement will be read and interpreted in conjunction with the National 

Employment Standards (NES}. Where there is an inconsistency between this agreement 

and the NES, and the NES provides a greater benefit, the NES provision will apply to the 

extent of the inconsistency. 

2. Casual Employment Overtime 

Clause 65.3 requ ires a casual employee to work 10 hours per day before overtime 

penalties are triggered. Clause 65.3 is amended as follows: 

Where a casual employee works in excess of their ordinary hours in the work day as per 

clause 53, the provisions of overtime set out in clause 65. 6 and clause 65. 7 will apply. 

3. Trainees/Apprentices 

With respect to clause 24.3, this clause is amended as follows: 

24.3 Trainees/ Apprentices 

Parks Victoria engage apprentices through third-party providers. Trainees are also 

generally engaged through labour hire arrangements or third-party providers. 


IN THE FAIR WORK COMMISSION FWC Matter No: AG2021/8486 Applicant: Parks Victoria Section 185 - Application for approval of a single enterprise agreement Undertaking - Section 190 Dear Deputy President Masson, Parks Victoria Enterprise Agreement 2021 (AG2021/8486) Written undertakings under section 190 of the Fair Work Act 2009 Parks Victoria hereby undertakes the following in relation to the Parks Victoria Enterprise Agreement 2021: 1. National Employment Standards This Agreement will be read and interpreted in conjunction with the National Employment Standards (NES). Where there is an inconsistency between this agreement and the NES, and the NES provides a greater benefit, the NES provision will apply to the extent of the inconsistency. 2. Casual Employment Overtime Clause 65.3 requires a casual employee to work 10 hours per day before overtime penalties are triggered. Clause 65,3 is amended as follows: Where a casual employee works in excess of their ordinary hours in the work day as per clause 53, the provisions of overtime set out in clause 65.6 and clause 65.7 will apply. 3. Trainees/Apprentices With respect to clause 24.3, this clause is amended as follows: 24.3 Trainees/Apprentices Parks Victoria engage apprentices through third-party providers. Trainees are also generally engaged through labour hire arrangements or third-party providers.




 



Should Parks Victoria directly engage a trainee, the following classifications apply: 

Highest year of schooling completed 

YearlO 

School leaver Grade 1, Step 1 

Plus 1 year out of school Grade 1, Step 2 

Plus 2 years out of school Grade 1, Step 3 

Plus 3 years out of school Grade 1, Step 4 

Plus 4 years out of school Grade 1, Step 5 

Plus 5 or more years out of 
Grade 1, Step 6 

school 

Signed for an on behalf of the employer 

Matthew Jackson 

Chief Executive Officer 

Parks Victoria 

Date : ·:,- ~c-el/V\.bev' 2oZ( 

Year 11 Year 12 

Grade 1, Step 2 Grade 1, Step 3 

Grade 1, Step 3 Grade 1, Step 4 

Grade 1, Step 4 Grade 1, Step 5 

Grade 1, Step 5 Grade 1, Step 6 

Grade 1, Step 6 


Should Parks Victoria directly engage a trainee, the following classifications apply: Highest year of schooling completed Year 10 Year 11 Year 12 School leaver Grade 1, Step 1 Grade 1, Step 2 Grade 1, Step 3 Plus 1 year out of school Grade 1, Step 2 Grade 1, Step 3 Grade 1, Step 4 Plus 2 years out of school Grade 1, Step 3 Grade 1, Step 4 Grade 1, Step 5 Plus 3 years out of school Grade 1, Step 4 Grade 1, Step 5 Grade 1, Step 6 Plus 4 years out of school Grade 1, Step 5 Grade 1, Step 6 Plus 5 or more years out of school Grade 1, Step 6 Signed for and on behalf of the employer Matthew Jackson Chief Executive Officer Parks Victoria Date: 7 December 2021

Cases cited by this decision: