42. Classification

Professional Staff

42.1 Professional staff positions will be classified in accordance with the Professional Staff Position Classification Standards (PCS) which, subject to clause 42.2, are those set out in Schedule 4 to this Agreement. The PCS will be used to determine salary based on work value of positions.

42.2 During the life of the Agreement the parties agree to review the professional staff classification structure and implement the outcomes of that review, in accordance with Schedule 6 to this Agreement.

42.3 The University will maintain a policy on professional staff classification that satisfies the following principles:

• Position descriptions are required to describe in detail the duties and responsibilities of the particular position;
• Classification of positions is to be undertaken by persons holding the necessary skills and experience in classifying positions against the Professional Staff Position Classification Standards;
• The appropriate classification level for professional staff positions will be determined by:
  • comparing the position description documentation with the Professional Staff Position Classification Standards; and
  • the duties and responsibilities required of the position, rather than the capabilities and skills of a particular individual occupying the position; and
• Processes for dealing with reclassification applications will be timely.

42.4 If a staff member considers that his or her position is incorrectly classified, the staff member may submit an application for reclassification to his or her supervisor. A staff member may only submit an application for reclassification once in every 12 month period.

42.5 The supervisor will refer the application to the appropriate individual who has been delegated the authority to review reclassification decisions within the Budget Division by the Head of the Budget Division. The Head of Budget Division’s delegate will review the position in accordance with the Professional Staff Position Classification Standards and the principles outlined in clause 42.3. Where necessary, the Head of Budget Division’s delegate will consult with the staff member and their supervisor in relation to the position description upon which the review will be based.

42.6 If the staff member is dissatisfied with the outcome of the review process in clause 42.5, the staff member may apply to the Professional Staff Reclassification Review Committee and the Professional Staff Reclassification Review Committee will determine whether the review processes in clause 42.4 and 42.5 have been properly applied, including proper application of the Professional Staff Position Classification Standards and the principles outlined in clause 42.3.

42.7 If the Professional Staff Reclassification Review Committee determines that the review processes have not been properly applied, the Professional Staff Reclassification Review Committee will make a recommendation to the Head of Budget Division who will determine the reclassification application.

42.8 If the Professional Staff Reclassification Review Committee:

1. cannot make a recommendation or makes a recommendation which the Head of the Budget Division does not adopt and the staff member remains dissatisfied, then the matter may be dealt with under the disputes procedure in clause 90; or
2. makes a recommendation which is adopted by the Head of the Budget Division, then the reclassification application will be concluded and will not be a matter subject to the disputes procedure or grievance procedure under this Agreement.

42.9 The Professional Staff Reclassification Review Committee will be comprised of two staff members nominated by the relevant Union and two staff members nominated by the University. The Committee will be chaired by the Executive Director (Human Resources) or nominee, who shall be one of the two staff members nominated by the University. All members of the Professional Staff Reclassification Review Committee must have been trained in the interpretation and application of the Professional Staff Position Classification Standards.

42.10 If the staff member’s position is reclassified through this process, the reclassification will be backdated to the date of the initial decision by the delegate of the Head of Budget Division in clause 42.5 or 3 months from the date of submitting a completed application, whichever is the earlier.

Academic Staff

42.11 Academic staff positions will be classified on appointment in accordance with the Minimum Standards for Academic Levels (MSALS) which, subject to clause 42.13, are those set out in Schedule 5 to this Agreement. The MSALS will not be used as a basis for reclassification.

42.12 An academic appointed to a particular level may be assigned and may be expected to undertake responsibilities and functions of any level up to and including the level to which the academic is appointed or promoted. In addition, an academic may undertake elements of the work of a higher level in order to gain experience and expertise consistent with the requirements of the University’s promotion process.

42.13 During the life of this Agreement the parties agree to review the academic career structure and implement the outcomes of that review, in accordance with Schedule 6 to this Agreement.

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43. Linked advancement and bonus program: professional staff

The Linked Advancement Program

43.1 Subject to clause 42.2 professional staff appointed to classification levels 1 to 8 will have the opportunity to progress through the incremental structure of their appointed classification level and move into the classification level above. For the avoidance of doubt and subject to the criteria and processes in clause 43.4 to 43.9 below:

• those professional staff appointed to Level 1 will have access to Level 2
• those professional staff appointed to Level 2 will have access to Level 3
• those professional staff appointed to Level 3 will have access to Level 4
• those professional staff appointed to Level 4 will have access to Level 5
• those professional staff appointed to Level 5 will have access to Level 6
• those professional staff appointed to Level 6 will have access to Level 7
• those professional staff appointed to Level 7 will have access to Level 8
• those professional staff appointed to Level 8 will have access to Level 9

43.2 Advancement to the higher classification level will not be automatic.

43.3 A professional staff member may be link advanced to the classification level above only once.

Criteria for advancement to the higher level

43.4 It is the joint responsibility of the supervisor and professional staff member to plan for the move to the higher level. This should form part of the normal Performance Development Framework discussions and may include:

• consideration of what work at the higher level involves,
• consideration of the needs of the Department for work at the higher level,
• work at the higher level in the Department is available,
• training requirements including possible secondment,
• opportunities to relieve in positions at the higher level,
• progressively building upon aspects of their existing job in the last year at the lower classification level,
• planning as to how the job will "grow" to allow the professional staff member to work at the higher level; and
• if the supervisor and the staff member do not believe the job will grow, consideration as to appropriate transfer opportunities for the professional staff member.

43.5 Advancement to the higher level requires that work at the higher level, for which the University has a need, is available.

43.6 The criteria for advancement of the professional staff member to the higher level are that:

• the staff member meets the training level or qualifications requirements in the position classification standards for the higher level (i.e., the staff member has the necessary skill base); and
• the staff member has achieved a rating of at least “good” as part of their last performance review.

43.7 Departments must make reasonable efforts to ensure that work at the higher level is available.

43.8 Options for advancement would normally be considered when the staff member reaches the top increment of the lower level.

43.9 It is noted that a performance measure for supervisors will be an assessment of the extent to which they have developed the career paths of the staff members they supervise.

43.10 Where a professional staff member is:

• at the top of his or her incremental level within a classification; and
• is assessed as outstanding in their performance review;

he or she will be eligible to be considered for a discretionary non-superannuable annual performance bonus.

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