Energy Queensland Union Collective Agreement 2017 PDF

[2017] FWCA 6760
DECISION
Fair Work Act 2009
s.185—Enterprise agreement
Energy Queensland Limited T/A Ergon Energy Queensland Retail

(AG2017/5404)
ENERGY QUEENSLAND UNION COLLECTIVE AGREEMENT 2017

Electrical power industry
DEPUTY PRESIDENT ASBURY BRISBANE, 18 DECEMBER 2017
Application for approval of the Energy Queensland Union Collective Agreement 2017.
[1] Energy Queensland Limited T/A Ergon Energy Queensland Retail applies for approval
of an enterprise agreement known as the Energy Queensland Union Collective Agreement
2017 (the Agreement). The application was made pursuant to s.185 of the Fair Work Act 2009
(the Act). The agreement is a single-enterprise agreement.
[2] The Communications, Electrical, Electronic, Energy, Information, Postal, Plumbing

and Allied Services Union of Australia (CEPU); the Association of Professional Engineers,
Scientists and Managers, Australia (APESMA); the Australian Municipal, Administrative,
Clerical and Services Union (ASU); and the “Automotive, Food, Metals, Engineering,
Printing and Kindred Industries Union” known as the Australian Manufacturing Workers’
Union (AMWU), being bargaining representatives for the Agreement, have each given notice
under s.183 of the Act that these organisations want the Agreement to cover them. In
accordance with s.201(2) of the Act I note that the Agreement covers these organisations.
[3] On 11 December 2017 undertakings were provided by the Employer. The views of the
bargaining representatives have been sought in relation to the undertakings. Pursuant to s.190
of the Act, I accept the Employer’s undertakings. In accordance with s.201(3) of the Act I
note that a copy of the undertakings is attached to the Agreement and forms part of the
Agreement.
[4] The Agreement does not contain a consultation term that is consistent with the
requirements in s.205 of the Act. Pursuant to s.205(2) of the Act, the model consultation term
prescribed by the Fair Work Regulations 2009 is taken to be a term of the Agreement.
[5] I am satisfied that each of the requirements of ss.186, 187 and 188 as are relevant to
this application for approval have been met.
1
[2017] FWCA 6760
[6] The Agreement is approved in accordance with s.54 of the Act and will operate from
25 December 2017. The nominal expiry date of the Agreement is 1 March 2021.
DEPUTY PRESIDENT
Printed by authority of the Commonwealth Government Printer
<Price code O, AE426562 PR598770>
2
Note - the model consultation term is taken to be a term of this agreement
and can be found at the end of the agreement.
Note - this agreement is to be read together with an undertaking given by the employer. The
undertaking is taken to be a term of the agreement. A copy of it can be found at the end of this
agreement.
Energy Queensland
Union Collective Agreement
2017
Energy Queensland Union Collective Agreement 2017 Page | 1

TABLE OF CONTENTS
PART 1 PRELIMINARY ................................................................................................................................................7
1.1 TITLE .......................................................................................................................................................... 7
1.2 PARTIES ..................................................................................................................................................... 7
1.3 DURATION ................................................................................................................................................. 7
1.4 APPLICATION ............................................................................................................................................. 8
1.5 WORKPLACE CHANGE AND FLEXIBILITIES ................................................................................................. 8
1.6 DEFINITIONS .............................................................................................................................................. 9
1.7 NO EXTRA CLAIMS ................................................................................................................................... 10
1.8 OBJECTIVES OF AGREEMENT ................................................................................................................... 10
1.9 DISPLAYING OF THIS AGREEMENT ........................................................................................................... 10
1.10 EMPLOYMENT SECURITY ......................................................................................................................... 10
1.11 SALARY MAINTENANCE ........................................................................................................................... 10
1.12 ANTI- DISCRIMINATION ............................................................................................................................ 11
PART 2 GRIEVANCES AND DISPUTES ................................................................................................................12
2.1 GRIEVANCE AND DISPUTE SETTLEMENT PROCEDURE ............................................................................. 12
PART 3 TERMS AND CONDITIONS OF EMPLOYMENT ....................................................................................15
3.1 TYPES OF EMPLOYMENT.......................................................................................................................... 15
3.2 FULL TIME EMPLOYMENT ........................................................................................................................ 15
3.3 PART TIME EMPLOYMENT........................................................................................................................ 15
3.4 CASUAL EMPLOYMENT ............................................................................................................................ 16
3.4.1 Conversion from Casual Employee to a Permanent Employee ........................................................................16
3.5 FIXED TERM AND SPECIFIED TASK ........................................................................................................... 16
3.5.1 Completion of Term Payment ...........................................................................................................................17
3.6 POSITION DESCRIPTIONS ......................................................................................................................... 17
3.7 TRAINEES, APPRENTICES AND GRADUATES ............................................................................................ 18
3.7.1 Trainees and Apprentices .................................................................................................................................18
3.7.2 Apprentice Numbers .........................................................................................................................................18
3.7.3 Existing Employee.............................................................................................................................................18
3.7.4 Adult Apprentices and Adult Trainees ...............................................................................................................18
3.7.5 Apprentices Working Outside of Energy Queensland .......................................................................................18
3.7.6 Graduates .........................................................................................................................................................19
3.7.7 Engineering Graduates .....................................................................................................................................19
3.8 ENGINEERING PROGRESSION ARRANGEMENTS....................................................................................... 19
3.9 TERMINATION OF EMPLOYMENT ............................................................................................................. 19
3.9.1 Statement of Employment .................................................................................................................................19
3.9.2 Notice of Termination by Energy Queensland ...................................................................................................20
3.9.3 Notice of Termination by Employee ..................................................................................................................20
3.9.4 Time Off During Notice period ...........................................................................................................................20
PART 4 WAGES ..........................................................................................................................................................21
4.1 WAGES PAYMENTS .................................................................................................................................. 21
4.2 PAYMENT OF SALARY .............................................................................................................................. 21
4.3 RECOVERY OF OVERPAYMENTS............................................................................................................... 22
PART 5 ALLOWANCES .............................................................................................................................................23
5.1 ALLOWANCES .......................................................................................................................................... 23
5.2 ALL PURPOSE ALLOWANCES.................................................................................................................... 23
5.3 WORKING AWAY FROM HOME................................................................................................................. 23
5.3.1 Period Away From Home ...............................................................................................................................23
5.3.2 Provision of Accommodation and Meals ........................................................................................................24
5.3.3 Accommodation Standard .................................................................................................................................25
5.3.4 Supplementary Accommodation Allowance ......................................................................................................25
5.3.5 Communication Expenses .............................................................................................................................26
5.3.6 Laundry ..........................................................................................................................................................26
5.3.7 Overseas Work ..............................................................................................................................................26
5.4 ANNUALISED ALLOWANCE ...................................................................................................................... 27
5.5 SUBSTATION AND TEST DEPARTMENT ALLOWANCE............................................................................... 27
5.6 POWER STATION ALLOWANCE ................................................................................................................ 28
5.7 AVAILABILITY DUTY ALLOWANCE ........................................................................................................... 28
5.7.1 Emergency Work...............................................................................................................................................29

5.7.2 Employee not on Availability Duty – Public Holiday ..........................................................................................29
5.8 PAYMENT FOR OUT OF HOURS COMMUNICATIONS................................................................................. 30
5.8.1 Support Role Emergency Situations .................................................................................................................30
5.9 TRAVEL TIME............................................................................................................................................ 30
5.10 USE OF OWN VEHICLE.............................................................................................................................. 31
5.11 EMPLOYEE IN CHARGE ALLOWANCE (EIC) ............................................................................................... 31
5.12 HIGHER DUTIES........................................................................................................................................ 32
5.13 FIRST AID ................................................................................................................................................. 32
5.13.1 Senior First Aid Training ..................................................................................................................................32
5.14 LOCALITY ALLOWANCE............................................................................................................................ 33
5.15 TOOL ALLOWANCE / PROVISION OF TOOLS.............................................................................................. 33
5.15.1 Tool Allowance ................................................................................................................................................34
5.15.2 Tools of Trade .................................................................................................................................................34
5.16 SUPERIOR AGREEMENT PROVISION ......................................................................................................... 34
5.16.1 Construction Site Allowance ...........................................................................................................................34
5.17 WORK IN THE RAIN .................................................................................................................................. 35
PART 6 SUPERANNUATION ....................................................................................................................................36
6.1 SUPERANNUATION .................................................................................................................................. 36
6.1.1 Energy Super Defined Contribution (DC) Members ..........................................................................................36
6.1.2 Insurance Cover – Defined Contribution ...........................................................................................................36
6.1.3 Energy Super Defined Benefit Fund (DB) Members .........................................................................................37
6.1.4 Insurance Cover – Defined Benefit ...................................................................................................................37
6.1.5 Insurance Cover – Choice of Fund ................................................................................................................37
6.1.6 Employer Provided Additional Income Protection .......................................................................................37
PART 7 NON SALARY BENEFITS ..........................................................................................................................39
7.1 OPERATIONAL EXPENSES ........................................................................................................................ 39
7.2 LICENCE FEE REIMBURSEMENT ............................................................................................................... 39
7.3 VEHICLE LICENCE FEE REIMBURSEMENT ................................................................................................. 39
7.4 SALARY SACRIFICING ............................................................................................................................... 39
7.4.1 Salary Sacrifice Principles .................................................................................................................................39
7.4.2 Post Salary Sacrifice .........................................................................................................................................40
7.5 INDEMNITY OF EMPLOYEES AGAINST LIABILITY ...................................................................................... 40
7.6 RELOCATION ............................................................................................................................................ 40
7.7 TRANSFER CONDITIONS........................................................................................................................... 41
7.8 ACCESS TO COMPUTERS .......................................................................................................................... 41
7.9 FUNERAL BENEFIT ................................................................................................................................... 41
PART 8 HOURS OF WORK .......................................................................................................................................42
8.1 HOURS OF WORK ..................................................................................................................................... 42
8.2 ROSTERED DAY OFF (RDO) ....................................................................................................................... 42
8.2.1 Banking of Rostered Day Off (RDO) .................................................................................................................43
8.2.2 Rostered Days Off – South East Contact Centre ..............................................................................................43
8.3 LEGACY WEEKLY AND FORTNIGHTLY WORK PATTERNS.......................................................................... 43
8.4 MEAL BREAK............................................................................................................................................ 43
8.5 REST PAUSES ........................................................................................................................................... 44
8.6 TEN (10) DAY ALTERNATIVE EMPLOYMENT ARRANGEMENTS................................................................. 44
8.6.1 Employees Classified at Salary Point 11.0 and above ......................................................................................44
8.6.2 Employees below Salary Point 11.0 ..................................................................................................................45
8.6.3 Reversion to General Agreement Provisions ....................................................................................................46
8.6.4 Appointment of Ten (10) Day Fortnight .............................................................................................................47
8.7 INDIVIDUAL EMPLOYMENT ARRANGEMENTS .......................................................................................... 47
8.7.1 No Disadvantage...............................................................................................................................................47
8.7.2 Hours of Work ...................................................................................................................................................47
8.7.3 Salary & Loadings .............................................................................................................................................47
8.7.4 Market Component............................................................................................................................................48
8.7.5 Performance Incentive ......................................................................................................................................48
8.7.6 Remuneration Increases ...................................................................................................................................48
8.7.7 Reversion ..........................................................................................................................................................48
8.7.8 Application ........................................................................................................................................................48
8.7.9 Exemptions .......................................................................................................................................................49
8.7.10 Dispute Settlement ..........................................................................................................................................49
8.8 AGGREGATED WORKING ARRANGEMENTS FOR AWAY WORK................................................................. 49
8.8.1 Roster Block Arrangements ..............................................................................................................................49
8.9 BREAKS AFTER OVERTIME ....................................................................................................................... 50
8.10 TIME OFF IN LIEU (TOIL)............................................................................................................................ 51

8.11 OVERTIME ................................................................................................................................................ 51
8.11.1 Weekends .......................................................................................................................................................52
8.11.2 Recalls ............................................................................................................................................................52
8.12 CRIB BREAK & OVERTIME MEAL ALLOWANCE ......................................................................................... 53
8.13 CANCELLATION OF PLANNED OVERTIME................................................................................................. 54
8.14 START AND FINISH ON THE JOB ............................................................................................................... 54
PART 9 SHIFT WORK ................................................................................................................................................56
9.1 SHIFT WORK DEFINITIONS ....................................................................................................................... 56
9.2 SHIFT WORK............................................................................................................................................. 56
9.3 SHIFT PENALTIES ..................................................................................................................................... 56
9.4 ESTABLISHMENT OF SHIFT ROSTERS ....................................................................................................... 57
9.5 SHORT TERM SHIFT ARRANGEMENTS...................................................................................................... 57
9.5.1 Short Term Shift Loadings ................................................................................................................................57
9.6 OVERTIME PENALTIES AND MINIMUM PAYMENT .................................................................................... 57
9.7 BREAKS BETWEEN ROSTERED ATTENDANCES......................................................................................... 58
9.7.1 Extended Breaks – Shift Workers .....................................................................................................................58
PART 10 LEAVE ...........................................................................................................................................................59
10.1 ANNUAL LEAVE ............................................................................................................................................59
10.1.1 Preservation of Five (5) Weeks Annual leave .................................................................................................60
10.1.2 Illness Whilst on Annual Leave .......................................................................................................................61
10.1.3 Personal Leave ...............................................................................................................................................61
10.1.4 Concessional Personal Leave .........................................................................................................................61
10.1.5 Concessional Personal Leave - Returned Service Personnel .........................................................................61
10.2 SPECIAL CIRCUMSTANCES LEAVE ............................................................................................................ 62
10.2.1 Family and Domestic Violence Leave .............................................................................................................62
10.3 CARER’S LEAVE ........................................................................................................................................ 63
10.3.1 Use of Personal Leave ....................................................................................................................................63
10.3.2 Alternative Carers Leave Arrangements .........................................................................................................63
10.4 COMPASSIONATE LEAVE.......................................................................................................................... 64
10.5 PARENTAL LEAVE .................................................................................................................................... 64
10.5.1 Definitions .......................................................................................................................................................65
10.5.2 Maternity Leave...............................................................................................................................................65
10.5.3 Paternity Leave ...............................................................................................................................................66
10.5.4 Adoption Leave ...............................................................................................................................................66
10.5.5 Parental Leave Notice Requirements..............................................................................................................67
10.5.6 Certification Required......................................................................................................................................68
10.5.7 Variation of Period of Parental Leave..............................................................................................................68
10.5.8 Cancellation of Parental Leave .......................................................................................................................68
10.5.9 Parental Leave and Other Leave Entitlements ................................................................................................69
10.5.10 Accrual of Leave & Continuity of Service ......................................................................................................69
10.5.11 Termination of Employment ..........................................................................................................................69
10.5.12 Return to Work after Parental Leave .............................................................................................................69
10.5.13 Replacement Employees ..............................................................................................................................69
10.5.14 Part Time Work for Parental Leave ...............................................................................................................70
10.5.15 Communication to Employees on Parental Leave.........................................................................................70
10.6 LONG SERVICE LEAVE............................................................................................................................... 71
10.6.1 Entitlement ......................................................................................................................................................71
10.6.2 Entitlement on Termination of Employment ....................................................................................................71
10.6.3 Service Recognised for Long Service Leave ..................................................................................................71
10.6.4 Casual Employees – Service and Continuity of Service ..................................................................................72
10.6.5 Periods of Absence Without Pay That Count As Service ................................................................................72
10.6.6 Calculation of Long Service Leave – Full-Time and Part-Time Employees.....................................................72
10.6.7 Calculation of Long Service Leave – Casual Employees ................................................................................72
10.6.8 Casual Employees—Conversion to Full Time Equivalent ...............................................................................73
10.6.9 Energy Queensland’s Right to Refuse or Defer Long Service Leave ..............................................................73
10.6.10 Minimum Period ............................................................................................................................................73
10.6.11 Energy Queensland’s Right to Recall an Employee from Long Service Leave .............................................73
10.6.12 Public Holidays During Long Service Leave .................................................................................................73
10.6.13 Illness During Long Service Leave ................................................................................................................73
10.6.14 Preservation of Particular Existing Rights .....................................................................................................74
10.6.15 Long Service Leave at Half Pay ..................................................................................................................74
10.7 PUBLIC HOLIDAYS INCLUDING LABOUR DAY ........................................................................................... 74
10.7.1 Employees Who Do Not Work Monday to Friday of Each Week .....................................................................74
10.7.2 Labour Day .....................................................................................................................................................75
10.7.3 Agricultural/Horticultural/Industrial Show Public Holiday .................................................................................75
10.7.4 Double Time and a Half ..................................................................................................................................75

10.7.5 Payment for Work Performed Outside Ordinary Hours on a Public Holiday ....................................................75
10.7.6 Stand Down ....................................................................................................................................................75
10.7.7 Public Holiday Meal Allowances......................................................................................................................75
10.8 PURCHASED LEAVE.................................................................................................................................. 76
10.9 LEAVE WITHOUT PAY............................................................................................................................... 76
10.10 CULTURAL DIVERSITY LEAVE ................................................................................................................... 77
10.11 JURY SERVICE .......................................................................................................................................... 77
10.12 FOSTER CARERS LEAVE............................................................................................................................ 78
PART 11 FLEXIBLE WORKING INITIATIVES ........................................................................................................79
11.1 FLEXIBLE WORKING INITIATIVES.............................................................................................................. 79
11.2 JOB SHARING........................................................................................................................................... 79
11.3 WORKING FROM HOME............................................................................................................................ 80
11.4 PART TIME STUDY LEAVE ARRANGEMENTS............................................................................................. 80
11.5 TRANSITION TO RETIREMENT ARRANGEMENTS ...................................................................................... 80
11.6 INDIVIDUAL FLEXIBLITY ARRANGEMENTS ............................................................................................... 81
11.7 WORKFORCE PLANNING ISSUES .............................................................................................................. 82
11.8 DISABILITY MANAGEMENT ...................................................................................................................... 82
11.8.1 Referral for Case Management .......................................................................................................................82
11.8.2 Disability Case Management Process.............................................................................................................83
PART 12 TRAINING AND DEVELOPMENT ............................................................................................................85
12.1 TRAINING AND DEVELOPMENT................................................................................................................ 85
12.2 ELECTRICAL ELECTRONIC TRAINING PACKAGES ...................................................................................... 85
12.3 TRADE COMPETENCY RECOGNITION........................................................................................................ 86
12.4 REGISTRATION OF PROFESSIONAL ENGINEERS QUEENSLAND (RPEQ) ..................................................... 86
12.5 TRAINING COMMITTEE ........................................................................................................................... 86
PART 13 AGREEMENTS ............................................................................................................................................87
13.1 CONSULTATIVE ARRANGEMENTS ............................................................................................................ 87
13.1.1 Consultation ....................................................................................................................................................87
13.2 INDUSTRIAL ORGANISATION REPRESENTATIVES..................................................................................... 88
13.3 UNION DELEGATES TRAINING AND ADDITIONAL LEAVE................................................................................ 89
13.4 NATURAL DISASTER WORKING ARRANGEMENTS .................................................................................... 89
PART 14 SAFETY.........................................................................................................................................................91
14.1 SAFETY COMMITTEE ................................................................................................................................ 91
14.2 REAUTHORISATION OF HIGH VOLTAGE SWITCHING AUTHORITY............................................................. 91
14.3 SINGLE PERSON TASKS............................................................................................................................. 91
14.4 AUTHORISATION AND ACCESS................................................................................................................. 92
14.5 WORK SCHEDULING SYSTEMS AND TECHNOLOGY................................................................................... 93
14.6 SURVEILLANCE......................................................................................................................................... 93
14.7 IMPROVED EMPLOYEE WELLBEING AND ORGANISATIONAL HEALTH ..................................................... 93
14.7.1 M ENTAL HEALTH IN THE WORKPLACE ............................................................................................................... 94
14.8 ASBESTOS MANAGEMENT ....................................................................................................................... 94
SCHEDULE 1 ENERGY QUEENSLAND SALARIES .......................................................................................95
SCHEDULE 2 REDUNDANCY PROVISIONS ..................................................................................................129
SCHEDULE 3 CLASSIFICATION STRUCTURE .............................................................................................133
SCHEDULE 4 ANNUALISED ALLOWANCES (AGA) ....................................................................................153
A BILITY A LLOWANCES ............................................................................................................................................... 156
DISABILITY A LLOWANCES ........................................................................................................................................... 157
UNDERGROUND M AINS A LLOWANCE............................................................................................................................. 158
SCHEDULE 5 CONTROL CENTRE ...................................................................................................................159
SCHEDULE 6 NETWORK OPERATIONS CONTROL ROOM SHIFT WORK ARRANGEMENTS .........163
SCHEDULE 7 ALTERNATIVE EMPLOYMENT ARRANGEMENTS – LEGACY ARRANGEMENTS ....179
SCHEDULE 8 USE OF CONTRACTORS – CORE WORK ............................................................................192
1.9 Contract Compliance and Supervision ...............................................................................................................194
SCHEDULE 9 ADMINISTRATIVE STREAM CAREER PATH .......................................................................195

SCHEDULE 10 PROFESSIONAL & MANAGERIAL STREAM CAREER PATH .............................................222
SCHEDULE 11 TECHNICAL STREAM CAREER PATH .................................................................................242

PART 1 PRELIMINARY
1.1 TITLE
Th is Agreement w ill b e kn o w n as t h e Energy Queensland Union Collective Agreement 2017,

r ef er r ed t o as ‘t h e Agreement’.
Th is Agreement r ep laces t h e Er g o n En er g y Un io n Co llect iv e Ag r eem en t 2015; t h e En er g ex

Un io n Co llect iv e Ag r eem en t 2015; an d t h e SPARQ So lu t io n s Un io n Co llect iv e Ag r eem en t
2016.
1.2 PARTIES
The Parties to the Agreement are:

 Energy Queensland Limited (ACN 612 535 583) an d all it s r elat ed b o d ies co r p o r at e,
in clu d in g t h e f o llo w in g :
 Ergon Energy Corporation Limited (ACN 087 646 062) (Er g o n En er g y );
 Energex Limited (ACN 078 849 062) (En er g ex);
 En er g y Im p act Pt y Lt d ;
 Er g o n En er g y Teleco m m u n icat io n s Pt y Lt d (T/A Nexiu m );
 Met er in g Dyn am ics Bu sin ess Su p p o r t Pt y Lt d (T/A Met er in g Dyn am ics);
 Sp ar q So lu t io n s Pt y Lt d ;
 Var n sd o r f Pt y Lt d ; an d
 VH Op er at io n s Pt y Lt d
 Au t o m o t ive, Met als, En g in eer in g , Pr in t in g an d Kin d r ed In d u st r ies Un io n o f em p lo yees
Qu een slan d , (AMWU);
 Asso ciat io n o f Pr o f essio n al En g in eer s, Scien t ist s an d Man ag er s, Au st r alia (Pr o f essio n als
Au st r alia);
 Co m m u n icat io n s, Elect r ical, Elect r o n ic, En er g y, In f o r m at io n , Po st al, Plu m b in g & Allied
Ser v ices Un io n o f Au st r alia – Elect r ical Div isio n (ETU); an d
 Au st r alian Mu n icip al, Ad m in ist r at ive, Cler ical an d Ser v ices Un io n (Th e Ser v ices Un io n ).
Par t ies m ay m ake an ap p licat io n t o b e co ver ed b y t h is Agreement in acco r d an ce w it h t h e

Fair Wo r k Act 2009.
1.3 DURATION
Th is Agreement w ill t ake ef f ect f r o m seven d ays af t er ap p r o v al o f ag r eem en t an d w ill

n o m in ally exp ir e o n t h e 1 st Mar ch 2021. Th is Agreement w ill co n t in u e in f o r ce af t er it s
n o m in al exp ir y d at e u n t il su ch t im e as it is r ep laced o r t er m in at ed in acco r d an ce w it h t h e
Fair Work Act 2009.
Th e Par t ies ag r ee t o co m m en ce d iscu ssio n s f o r an y r ep lacem en t ag r eem en t at least six (6)

m o n t h s p r io r t o t h e n o m in al exp ir y d at e o f t h is Agreement.

1.4 APPLICATION
Th is Agreement ap p lies t o :
 Energy Queensland Limited (ACN 612 535 583) an d it s r elat ed b o d ies co r p o r at e;
 Em p lo yees o f Energy Queensland Limited an d it s r elat ed b o d ies co r p o r at e u n less
o t h er w ise exp r essly st at ed w h o ar e em p lo yed in , o r in co n n ect io n w it h an y callin g ,
t r ad e, cr af t , vo cat io n o r p r o f essio n r ef er r ed t o in t h e classif icat io n st r u ct u r e as
co n t ain ed in t h is Agreement, o r in t h e t r an sm issio n , d ist r ib u t io n , g en er at io n , su p p ly o r
sale o f elect r icit y ; an d
 Th e Un io n s sig n at o r y t o t h is Agreement.
Th is Agreement d o es n o t ap p ly t o :
 Em p lo yees o f Energy Queensland Limited an d it s r elat ed b o d ies co r p o r at e w h o ar e p aid a
salar y f o r t h e p u r p o ses o f su p er an n u at io n w h ich exceed s 115% o f t h e r at e p r escr ib ed
f o r Salar y Po in t 16.5 (n in e (9) d ay f o r t n ig h t ) co n t ain ed in Sch ed u le 1 o f t h is Agreement;
or
 Em p lo yees o f Energy Queensland Limited an d it s r elat ed b o d ies co r p o r at e w h o ar e
co ver ed b y t h e EQ Retail Union Collective Agreement 2017.
Elect r icit y Reg u lat io n
Energy Queensland Limited w ill co n t in u e t o ap p ly t h e p r o v isio n s o f Ch ap t er 8 o f t h e

Elect r icit y Reg u lat io n 2006 (Qld ).
If t h er e is an y in co n sist en cy b et w een t h e t er m s o f t h is Agreement an d Ch ap t er 8 o f t h e

Elect r icit y Reg u lat io n 2006 (Qld ), t h en t h e t er m s o f t h is Agreement w ill p r ev ail t o t h e ext en t
o f t h e in co n sist en cy .
7
1.5 WORKPLACE CHANGE AND FLEXIBILITIES
Th e p ar t ies r eco g n ise t h at ch an g e m ay o ccu r d u r in g t h e lif e o f t h is Ag r eem en t . In

ad d it io n t o t h e p r o visio n s o f t h is clau se, t h e p ar t ies w ill m ain t ain t h e co n su lt at ive
m ech an ism s as o u t lin ed in t h is Ag r eem en t t o h elp f acilit at e ch an g e.
Th e p ar t ies w ill ad d r ess t h e in t r o d u ct io n o f n ew w o r kin g ar r an g em en t s, w h ich r eq u ir e

t h e var iat io n o f co n d it io n s o f em p lo ym en t as co n t ain ed in t h is Ag r eem en t , b y ap p licat io n
o f t h e f o llo w in g p r in cip les an d p r o cess:
a. Th e p ar t ies ackn o w led g e t h at t h er e is a b u sin ess r eq u ir em en t t o h ave f lexib ilit y ,
r esp o n siv en ess an d m o b ilit y o f it s w o r kf o r ce t o m eet cu st o m er n eed s an d
o p er at io n al r eq u ir em en t s. At t im es t h ese ch allen g es m ay n eed ch an g es t o
em p lo yee w o r kin g co n d it io n s. Wh er e ch an g es ar e r eq u ir ed t o em p lo yees’ cu r r en t
co n d it io n s, t h ese w ill b e ad d r essed in a co n su lt at iv e an d co o p er at ive m an n er w it h
em p lo yees d ir ect ly af f ect ed . Co n su lt at io n w ill o ccu r w it h all d ir ect ly af f ect ed
em p lo yees an d t h eir n o m in at ed em p lo y ee r ep r esen t at ives.
b . Wh er e co n su lt at io n h as b een u n ab le t o r eso lve t h e m at t er t h e f o llo w in g p r o cess

w ill ap p ly :
i. Th e d ir ect ly af f ect ed em p lo yees an d t h eir n o m in at ed r ep r esen t at iv e(s) w ill
n eg o t iat e an d d evelo p a su it ab le p r o p o sal;
ii. Pr io r t o im p lem en t at io n o f t h e p r o p o sal, ag r eem en t m u st b e r each ed w it h
at least 60% o f t h e d ir ect ly af f ect ed em p lo y ees; an d
iii. An y var iat io n o f co n d it io n s o f em p lo ym en t co n t ain ed in t h is Ag r eem en t
w ill h ave n o ap p licat io n u n t il lo d g ed in acco r d an ce w it h t h e Act .

Wh er e t h e p ar t ies ag r ee, t h is p r o cess m ay b e ap p lied t o o t h er w o r kp lace ch an g e
in it iat ives o u t lin ed in t h is Ag r eem en t t h at w o u ld d ir ect ly af f ect em p lo yees in t er m s o f
co n d it io n s, en t it lem en t s an d car eer o p p o r t u n it ies.
Th e co n su lt at ive p r o cesses m ay p r o v id e an ap p r o p r iat e m ech an ism f o r co n sid er at io n o f

m at t er s r elevan t t o t h is clau se. No m in at ed em p lo yee r ep r esen t at iv es at t h e p lace o f w o r k
m ay b e in vo lv ed in su ch d iscu ssio n s.
Th e v ar iat io n o f co n d it io n s o f em p lo ym en t as co n t ain ed in t h is Ag r eem en t w ill h av e n o

ap p licat io n u n t il v ar ied in acco r d an ce w it h t h e r eq u ir em en t s o f t h e Act .
1.6 DEFINITIONS
In o r d er t o en su r e clar it y in t h e in t en t o f t h is Agreement, a list o f d ef in it io n s f o r t er m s

u t ilised in t h is Agreement is set o u t b elo w , w h er e t h ey ar e u sed t h r o u g h o u t t h e Agreement
t h ey w ill ap p ear in it alics:
Act m ean s t h e Fair Work Act 2009.
Allowance m ean s an am o u n t p aid t o em p lo yees in ad d it io n t o t h e em p lo yee’s r at e o f p ay,

o t h er t h an an all purpose allowance.
All Purpose Allowance m ean s an allowance t h at is ad d ed in t o t h e em p lo yee’s base rate o f p ay

as p r escr ib ed in Sch ed u le 1 - Energy Queensland Energy Salar y Sch ed u le as ap p licab le f o r t h e
calcu lat io n o f p aym en t s f o r Over t im e, Per so n al Leave, An n u al Leave, Lo n g Ser v ice Leav e,
Co m p let io n o f Ter m Paym en t , Su p er an n u at io n an d Ret r en ch m en t Paym en t s u n less
o t h er w ise st at ed .
Base Rates m ean s t h e r at e o f p ay as sp ecif ied in Sch ed u le 1 o f t h is Agreement.
Consultation m ean s t h e t im ely exch an g e o f r elev an t in f o r m at io n an d id eas in su ch a

m an n er t h at t h e Parties h ave t h e act u al an d g en u in e o p p o r t u n it y t o in f lu en ce t h e
o u t co m e.
Nominated Employee Representative m ean s a p er so n /ag en t o r em p lo yee (o t h er t h an a leg al

r ep r esen t at ive) nominated employee representative o r elect ed b y t h e em p lo yee/s t o act o n
t h eir b eh alf . Th is can in clu d e nominated employee representative u n io n d eleg at es.
Energy Queensland m ean s Energy Queensland Limited. .
Fixed Term m ean s a sp ecif ied p er io d o f t im e clear ly id en t if ied b y t h e t er m o f t h e

em p lo ym en t co n t r act w h er e t h e t im e o f co m m en cem en t an d t h e t im e o f co m p let io n ar e
d et ailed .
Mutual Agreement m ean s an Agreement, w h ich h as b een ar r ived at b et w een d ir ect ly

af f ect ed em p lo y ees an d r elev an t m an ag em en t w it h o u t d u r ess b ein g ap p lied t o eit h er
p ar t y .
Specified Task m ean s em p lo ym en t f o r a sp ecif ic p r o ject , t ask o r u n d er t akin g , an d f o r

w h ich t h e em p lo ym en t co n t r act w ill sp ecif y t h e cir cu m st an ces, even t , o r cr it er ia o n
w h ich t h e em p lo ym en t w ill t er m in at e.
Status Quo m ean s t h e cir cu m st an ces t h at p r ev ailed im m ed iat ely p r io r t o an y ch an g e

b ein g im p lem en t ed .

1.7 NO EXTRA CLAIMS
It is ag r eed t h at d u r in g t h e lif e o f t h is Agreement, n o ext r a claim s w ill b e m ad e b y eit h er

p ar t y in t er m s o f em p lo ym en t co n d it io n s
1.8 OBJECTIVES OF AGREEMENT
Th e o b ject iv es o f t h is Ag r eem en t ar e t o co n so lid at e an d p r o vid e eq u it ab le co n d it io n s o f

em p lo ym en t f o r em p lo yees co v er ed b y t h is Ag r eem en t , an d t o en su r e t h at co n su lt at io n
is m ain t ain ed an d en h an ced in d ealin g s b et w een t h e p ar t ies.
1.9 DISPLAYING OF THIS AGREEMENT
A co p y o f t h is Agreement w ill b e exh ib it ed in a co n sp icu o u s an d co n ven ien t p lace in each

w o r kp lace so t h at it can b e easily r ead b y all em p lo yees.
Har d co p ies o f t h is Agreement w ill b e av ailab le in t h e w o r kp lace an d elect r o n ic co p ies w ill

b e av ailab le t h r o u g h t h e Energy Queensland in t r an et . In ad d it io n Energy Queensland w ill,
w it h in t h e f ir st six (6) m o n t h s o f t h is Agreement b ein g ap p r o ved en su r e t h at b o o klet st yle
co p ies o f t h is Agreement ar e p r in t ed an d m ad e av ailab le t o all em p lo yees o n r eq u est .
1.10 EMPLOYMENT SECURITY
Th er e w ill b e n o f o r ced r et r en ch m en t s f o r t h e lif e o f t h e Agreement.
Th e ag r eem en t t o h av e n o f o r ced r et r en ch m en t s d ep en d s u p o n t h e em p lo yee accep t in g

r easo n ab le r et r ain in g an d r ed ep lo ym en t t o su it ab le alt er n at iv e em p lo ym en t w it h in t h eir
cu r r en t lo calit y t o t h e ext en t t h at w o u ld n o t r eq u ir e a m o ve o f r esid en ce o r t r avel
f u r t h er t h an f if t y (50) kilo m et r e r ad iu s o f t h eir o r ig in al w o r k lo cat io n .
Wh er e su it ab le alt er n at ive em p lo ym en t is id en t if ied an d w o u ld r eq u ir e t h e n eed f o r an

em p lo yee t o p er m an en t ly r elo cat e t o an o t h er w o r k lo cat io n as p er t h e ab o ve clau se.
Energy Queensland w ill co n su lt w it h t h e em p lo y ee p r io r t o r ed ep lo ym en t . Energy Queensland
w ill g ive g en u in e co n sid er at io n t o m at t er s r aised ab o u t t h e r ed ep lo ym en t b y t h e
em p lo yee an d /o r t h eir u n io n r ep r esen t at ive.
1.11 SALARY MAINTENANCE
An em p lo yee w h o se p o sit io n is m ad e r ed u n d an t d u r in g t h e lif e o f t h is Agreement an d is

r ed ep lo yed in t o a su it ab le alt er n at iv e p o sit io n w ill h ave t h eir salar y m ain t ain ed w it h o u t
r ed u ct io n , in clu d in g f u t u r e Agreement in cr eases f o r t h e t en u r e o f t h eir em p lo ym en t .
Wh er e an em p lo yee is r ed ep lo yed , t h eir salar y f o r su p er an n u at io n p u r p o ses w ill exclu d e

sh if t Allowances u n less ap p licab le t o t h e n ew p o sit io n w it h t h e excep t io n o f an em p lo yee
o n ag g r eg at ed salar y ar r an g em en t s w h o w ill m ain t ain t h eir ag g r eg at ed salar y .
If , f o llo w in g n o t ice o f t h eir p o sit io n b ein g m ad e r ed u n d an t an d p r io r t o b ein g

r ed ep lo yed , an em p lo yee is su ccessf u l in at t ain in g an o t h er p o sit io n t h r o u g h a
r ecr u it m en t an d select io n p r o cess t h eir salar y w ill b e m ain t ain ed w it h o u t r ed u ct io n
in clu d in g f u t u r e Agreement in cr eases f o r t h e t en u r e o f t h eir em p lo ym en t .
If , f o llo w in g r ed ep lo y m en t , an em p lo yee is su ccessf u l in at t ain in g an o t h er p o sit io n

t h r o u g h a r ecr u it m en t an d select io n p r o cess t h e salar y, t er m s an d co n d it io n s o f t h eir
n ew p o sit io n w ill ap p ly.

1.12 ANTI- DISCRIMINATION
It is t h e in t en t io n o f t h e Parties t o t h is Agreement t o p r even t an d elim in at e d iscr im in at io n ,

as d ef in ed b y t h e An t i-Discr im in at io n Act 1991 as am en d ed f r o m t im e t o t im e, w h ich
in clu d es:
 Discr im in at io n o n t h e b asis o f sex, m ar it al st at u s, f am ily r esp o n sib ilit ies, p r eg n an cy ,

p ar en t al st at u s, ag e, r ace, im p air m en t , r elig io n , p o lit ical b elief o r act ivit y , t r ad e u n io n
act iv it y , law f u l sexu al act iv it y an d asso ciat io n w it h , o r r elat io n t o , a p er so n id en t if ied
o n t h e b asis o f an y o f t h e ab o ve at t r ib u t es;
 Sexu al h ar assm en t ; an d
 Racial an d r elig io u s vilif icat io n .
Acco r d in g ly , in f u lf illin g t h eir o b lig at io n s u n d er t h e g r iev an ce an d d isp u t e set t lin g

p r o ced u r e, t h e Parties t o t h is Agreement m u st t ake r easo n ab le st ep s t o en su r e t h at t h e
p r o visio n s o f t h is Agreement ar e n o t d ir ect ly o r in d ir ect ly d iscr im in at o r y in t h eir ef f ect s.
Un d er t h e An t i-Discr im in at io n Act 1991 it is u n law f u l t o vict im ise an em p lo yee b ecau se

t h e em p lo yee h as m ad e o r m ay m ake o r h as b een in vo lved in a co m p lain t o f u n law f u l
d iscr im in at io n o r h ar assm en t .
No t h in g in t h is Clau se is t o b e t aken t o af f ect :
 An y d if f er en t t r eat m en t (o r t r eat m en t h avin g d if f er en t o u t co m es) w h ich is

sp ecif ically exem p t ed u n d er t h e An t i -Discr im in at io n Act 1991.
An em p lo yee, Energy Queensland o r r eg ist er ed o r g an isat io n , p u r su in g m at t er s o f

d iscr im in at io n , in clu d in g b y ap p licat io n t o t h e Hu m an Rig h t s an d Eq u al Op p o r t u n it y
Co m m issio n /An t i-Discr im in at io n Co m m issio n Qu een slan d .

PART 2 GRIEVANCES AND DISPUTES
2.1 GRIEVANCE AND DISPUTE SETTLEMENT PROCEDURE
General
2.1.1 Th e m at t er s t o b e d ealt w it h in t h is p r o ced u r e in clu d e all g r iev an ces o r d isp u t es
b et w een an em p lo yee(s) an d Energy Queensland in r esp ect t o t h is Agreement, t h e
Nat io n al Em p lo y m en t St an d ar d s an d an y o t h er em p lo y m en t m at t er s. Th is also
in clu d es an y d isp u t es r elat in g t o co n t est e d p o sit io n ap p o in t m en t s o r issu es
r elat in g t o t h e co m p o sit io n o f t h e w o r kf o r ce. Th is p r o ced u r e ap p lies t o a sin g le
em p lo yee o r t o an y n u m b er o f em p lo yees.
2.1.2 Wh ilst t h e p r o ced u r e in t h is Clau se is b ein g f o llo w ed , n o r m al w o r k w ill co n t in u e

excep t in t h e case o f a g en u in e saf et y issu e d ir ect ly af f ect in g t h e p er f o r m an ce o f
t h e w o r k.
2.1.3 Th e st at u s q u o w ill b e m ain t ain ed w h ilst t h e p r o ced u r e in t h is Clau se is b ein g

f o llo w ed . In t h is Clau se, st at u s q u o m ean s t h e cir cu m st an ces t h at p r ev ailed
im m ed iat ely p r io r t o t h e d isp u t ed issu e b ein g n o t if ied . Th e st at u s q u o w ill n o t b e
u n r easo n ab ly u sed t o f r u st r at e o r d elay a ch an g e p r o cess co m m en ced u n d er t h e
co n su lt at io n p r o visio n s o f t h is Ag r eem en t .
2.1.4 Discu ssio n s at an y st ag e o f t h e p r o ced u r e sh all n o t b e u n r easo n ab ly d elayed b y an y

p ar t y , su b ject t o accep t an ce t h at so m e m at t er s m ay b e o f su ch co m p lexit y o r
im p o r t an ce t h at it m ay t ake a r easo n ab le p er io d o f t im e f o r t h e ap p r o p r iat e
r esp o n se t o b e m ad e. If g en u in e d iscu ssio n s ar e u n r easo n ab ly d elay ed o r h in d er ed ,
it w ill b e o p en t o an y p ar t y t o t h e d isp u t e t o g ive n o t if icat io n o f a d isp u t e t o Fair
Wo r k Au st r alia.
Internal Resolution Process

2.1.5 In t h e even t o f an em p lo yee h avin g a g r iev an ce o r d isp u t e t h e em p lo yee w ill in
t h e f ir st in st an ce at t em p t t o r eso lv e t h e m at t er w it h t h e im m ed iat e su p er viso r ,
w h o w ill r esp o n d t o su ch r eq u est as so o n as r easo n ab ly p r act icab le u n d er t h e
cir cu m st an ces. Wh er e t h e d isp u t e co n cer n s alleg ed act io n s o f t h e im m ed iat e
su p er v iso r t h e em p lo y ee/s m ay b yp ass t h is lev el in t h e p r o c ed u r e.
2.1.6 If t h e g r ievan ce o r d isp u t e is n o t r eso lved u n d er Clau se 2.1.5 t h e em p lo yee o r , if

t h e em p lo yee so ch o o ses, t h e em p lo yee’s nominated employee representative m ay
r ef er t h e m at t er t o t h e n ext h ig h er level o f m an ag em en t f o r d iscu ssio n . Su ch
d iscu ssio n sh o u ld , if p o ssib le, t ake p lace w it h in t w en t y (24) h o u r s af t er t h e r eq u est
b y t h e em p lo yee o r t h e em p lo yee’s nominated employee representative.
2.1.7 If t h e g r iev an ce in vo lv es alleg at io n s o f u n law f u l d iscr im in at io n b y a su p er v iso r t h e

em p lo yee m ay co m m en ce t h e g r iev an ce r eso lu t io n p r o cess b y r ep o r t in g t h e
alleg at io n s t o t h e n ext level o f m an ag em en t b eyo n d t h at o f t h e su p er v iso r
co n cer n ed . If t h er e is n o level o f m an ag em en t b eyo n d t h at in vo lved in t h e
alleg at io n t h e em p lo y ee m ay p r o ceed d ir ect ly t o t h e p r o cess o u t lin ed at Clau se
2.1.9.
2.1.8 If t h e g r iev an ce o r d isp u t e is st ill u n r eso lved af t er d iscu ssio n s m en t io n ed in Clau se

2.1.5 an d 2.1.6, t h e m at t er w ill b e r ep o r t ed t o t h e r elev an t Energy Queensland sen io r
m an ag em en t . Th is sh o u ld o ccu r as so o n as it is evid en t t h at d iscu ssio n s u n d er
Clau se 2.1.5 an d 2.1.6 w ill n o t likely r esu lt in r eso lu t io n o f t h e d isp u t e

Referral to Fair Work Commission
2.1.9 If t h e g r ievan ce o r d isp u t e r em ain s u n r eso lv ed af t er t h e p ar t ies t o t h e d isp u t e
h ave g en u in ely at t em p t ed t o r each a r eso lu t io n in acco r d an ce w it h Clau ses 2.1.5 t o
2.1.8, eit h er p ar t y t o t h e d isp u t e m ay r ef er t h e g r ievan ce o r d isp u t e t o Fair Wo r k
Co m m issio n (FWC) u n d er t h e Act f o r r eso lu t io n .
2.1.10 In co n d u ct in g t h e d isp u t e r eso lu t io n p r o cess Fair Wo r k Co m m issio n is em p o w er ed

t o t ake su ch act io n as is ap p r o p r iat e t o assist t h e p ar t ies t o r eso lv e t h e m at t er .
2.1.11 Fair Wo r k Co m m issio n m u st , as f ar as is p r act icab le, act :

a. Wit h o u t d elay ;
b . In a w ay t h at avo id s u n n ecessar y t ech n icalit ies an d leg al f o r m s; an d
c. In acco r d an ce w it h t h is Agreement.
2.1.12 Each p ar t y t o t h is d isp u t e r eso lu t io n p r o cess co m m it s t o r eq u ir e/an d o r d ir ect t h e

at t en d an ce o f an y p er so n o r p er so n s in t h eir r esp ect ive em p lo y at an y p r o ceed in g
t h at Fair Wo r k Co m m issio n m ay co n ven e if Fair Wo r k Co m m issio n co n sid er s t h at
p er so n o r p er so n s w o u ld b e o f assist an ce in t h e d et er m in at io n o f t h e in d u st r ial
d isp u t e. Failu r e t o h o n o u r su ch co m m it m en t m ay b e t aken in t o acco u n t b y Fair
Wo r k Co m m issio n in ar b it r at in g t h e d isp u t e.
2.1.13 Each p ar t y t o t h is d isp u t e r eso lu t io n p r o cess co m m it s t o p r o d u ce t o Fair Wo r k

Co m m issio n an y d o cu m en t s, b o o ks, r eco r d s o r o t h er it em s n o t su b ject t o leg al
p r o f essio n al p r ivileg e as Fair Wo r k Co m m issio n m ay r eq u ir e, t o assist it t o
co n ciliat e an d /o r ar b it r at e an in d u st r ial d isp u t e. Failu r e t o h o n o u r su ch
co m m it m en t m ay b e t aken in t o acco u n t b y Fair Wo r k Co m m issio n in ar b it r at in g
t h e d isp u t e.
2.1.14 Th e p ar t ies t o t h is d isp u t e r eso lu t io n p r o cess m ay b e r ep r esen t ed b y an ag en t

ap p o in t ed in w r it in g .
2.1.15 Du r in g t h e p r o cess o f co n ciliat io n Fair Wo r k Co m m issio n m ay o n ly p er m it a p ar t y

t o t h e d isp u t e o r p er so n t o b e r ep r esen t ed b y a law yer , if an d o n ly if , all p ar t ies t o
t h e g r iev an ce o r d isp u t e co n sen t . Ho w ev er , d u r in g ar b it r at io n an d /o r t h e ap p eal
p r o cess eit h er p ar t y m ay seek leave f r o m Fair Wo r k Co m m issio n t o b e leg ally
r ep r esen t ed . In co n sid er in g t h e g r an t in g o f su ch leave Fair Wo r k Co m m issio n m u st
b e sat isf ied o f t h e b en ef it s o f h av in g leg al r ep r esen t at io n , h av in g r eg ar d t o t h e
m at t er t h e p r o ceed in g s r elat e t o , t h at t h er e ar e sp ecial cir cu m st an ces t h at m ake it
d esir ab le f o r t h e p ar t y t o t h e d isp u t e t o b e leg ally r ep r esen t ed an d t h at t h e p ar t y
t o t h e d isp u t e can o n ly b e ad eq u at ely r ep r esen t ed b y a law yer .
2.1.16 Wh er e t h e p ar t ies t o a d isp u t e ar e u n ab le t o r each ag r eem en t , Fair Wo r k
Co m m issio n m ay m ake r eco m m en d at io n /s ab o u t t h e issu e/s in d isp u t e.
2.1.17 Wit h in t h r ee (3) w o r kin g d ays o f Fair Wo r k Co m m issio n m akin g su ch

r eco m m en d at io n /s, t h e p ar t ies t o t h e d isp u t e ar e t o in f o r m Fair Wo r k Co m m issio n
w h et h er o r n o t t h ey in t en d t o co m p ly w it h t h e r eco m m en d at io n /s.
2.1.18 Wh er e eit h er p ar t y t o t h e d isp u t e h as eit h er f ailed t o in f o r m Fair Wo r k Co m m issio n

t h at t h ey in t en d t o co m p ly w it h t h e r eco m m en d at io n /s w it h in t h r ee w o r kin g d ays
o r h as ad v ised Fair Wo r k Co m m issio n t h at t h ey d o n o t in t en d t o co m p ly w it h t h e
r eco m m en d at io n /s Fair Wo r k Co m m issio n w ill at t h e r eq u est o f eit h er p ar t y t o t h e
d isp u t e list t h e m at t er f o r ar b it r at io n .
Arbitration by Fair Work Commission

2.1.19 In t h e even t t h e m at t er is n o t r eso lv ed t h r o u g h co n ciliat io n an d p r o ceed s t o
ar b it r at io n eit h er p ar t y t o t h e d isp u t e m ay r eq u est an o t h er m em b er o f Fair Wo r k
Co m m issio n t o ar b it r at e an d h an d d o w n a b in d in g d ecisio n . In ar b it r at in g t h e

m at t er Fair Wo r k Co m m issio n w ill g ive t h e p ar t ies an o p p o r t u n it y t o b e h ear d
f o r m ally o n t h e m at t er (s) in d isp u t e.
2.1.20 In m akin g it s d ecisio n Fair Wo r k Co m m issio n :

a. w ill h ave r eg ar d t o t h e m at er ials, in clu d in g w it n ess ev id en ce, an d su b m issio n s
p u t b ef o r e it at t h e h ear in g an d w ill d isr eg ar d an y ad m issio n s, co n cessio n s,
o f f er s o r claim s m ad e in co n ciliat io n o r m ed iat io n ;
b . w ill b e g o v er n ed in it s d ecisio n s b y eq u it y, g o o d co n scien ce an d t h e su b st an t ial
m er it s o f t h e case;
c. w ill n o t b e b o u n d b y t ech n icalit ies, leg al f o r m s o r r u les o f ev id en ce; an d
d . m ay in f o r m it self o n an y m at t er it co n sid er s ap p r o p r iat e t o r eso lve t h e
g r ievan ce o r d isp u t e.
2.1.21 Af t er t h e h ear in g , Fair Wo r k Co m m issio n w ill p r o vid e t h e d ecisio n in w r it in g t o t h e

p ar t ies t o t h e d isp u t e as q u ickly as p r act icab le.
Appeal following Arbitration

2.1.22 Wh er e eit h er p ar t y t o t h e d isp u t e is d issat isf ied w it h a d ecisio n o f Fair Wo r k
Co m m issio n t h ey m ay ap p eal t h e d ecisio n o n a q u est io n o f law t o t h e Fu ll Ben ch o f
Fair Wo r k Co m m issio n .
2.1.23 Th e ap p eal w ill b e su b ject t o an y ap p licab le p r o ced u r es o f Fair Wo r k Co m m issio n .
2.1.24 An ap p eal ag ain st a d ecisio n m u st b e co m m en ced w it h in t w en t y o n e (21) d ays

af t er :
a. If t h e d ecisio n is g iven at a h ear in g - t h e an n o u n cem en t o f t h e d ecisio n at t h e
h ear in g ; o r
b . If t h e d ecisio n is g iven t h r o u g h t h e r eg ist r ar - t h e r elease o f t h e d ecisio n .
Fair Wo r k Co m m issio n is n o t t o p er m it an y ext en sio n s t o t h e t w en t y o n e (21) d ay t im e

lim it .
2.1.25 An ap p eal is b y w ay o f r eh ear in g o n t h e r eco r d . Ho w ever , Fair Wo r k Co m m issio n

m ay h ear ev id en ce af r esh , o r h ear ad d it io n al ev id en ce, if it co n sid er s it
ap p r o p r iat e t o ef f ect iv ely d isp o se o f t h e ap p eal.
2.1.26 Th e Fu ll Ben ch m ay:

a. Dism iss t h e ap p eal; o r
b . Allo w t h e ap p eal, set asid e t h e d ecisio n an d su b st it u t e an o t h er d ecisio n ; o r
c. Allo w t h e ap p eal an d am en d t h e d ecisio n ; o r
d . Allo w t h e ap p eal, su sp en d t h e o p er at io n o f t h e d ecisio n an d r em it t h e
g r ievan ce o r d isp u t e, w it h o r w it h o u t d ir ect io n s, t o Fair Wo r k Co m m issio n ,
(i) Fo r r ep o r t t o t h e Fu ll Ben ch ; o r
(ii) To act acco r d in g t o law .
Costs
2.1.27 Each p ar t y t o t h e d isp u t e w ill, at each st ag e o f t h e p r o ced u r e o u t li n ed in t h is
Clau se, b ear it s o w n co st s.

PART 3 TERMS AND CONDITIONS OF EMPLOYMENT
3.1 TYPES OF EMPLOYMENT
Em p lo yees co ver ed b y t h is Agreement w ill b e ad v ised in w r it in g o f t h eir em p lo ym en t

cat eg o r y u p o n ap p o in t m en t . Un d er t h e t er m s o f t h is Agreement, Energy Queensland m ay
o f f er t h e f o llo w in g t yp es o f em p lo ym en t :
 Fu ll t im e;
 Par t t im e;
 Casu al.
Fo r f u ll t im e o r p ar t t im e em p lo yees, t h e f o llo w in g em p lo ym en t ar r an g em en t s exist :
 Per m an en t ;
 Fixed Term; an d
 Specified Task.
Th e ab o ve em p lo ym en t ar r an g em en t s sh o u l d b e co n sid er ed p r io r t o t h e en g ag em en t o f
lab o u r h ir e r eso u r ces. Consultation w ill o ccu r w it h t h e r elevan t Parties w h er e lab o u r h ir e
r eso u r ces ar e t o b e u t ilised f o r p er io d s in excess o f t h r ee (3) m o n t h s.
3.2 FULL TIME EMPLOYMENT
Em p lo yees en g ag ed o n a Fu ll Tim e b asis w ill b e em p lo yed t o w o r k 36.25 o r d in ar y h o u r s

p er w eek (w h ich w ill b e w o r ked o ver 72.5 h o u r s p er f o r t n ig h t ) o r in acco r d an ce w it h
Alt er n at ive Em p lo ym en t Ar r an g em en t s o r Sh if t Wo r k Ar r an g em en t s as d ef in ed u n d er t h is
Agreement.
3.3 PART TIME EMPLOYMENT
Energy Queensland r eq u ir es a p ar t t im e em p lo yee t o w o r k f o r a m in im u m o f t h r ee (3)

co n secu t ive h o u r s o n an y d ay w h ich w o r k is t o b e p er f o r m ed an d 15 h o u r s m in im u m p er
w eek, u p t o a m axim u m o f 32.2 h o u r s p er w eek.
A p ar t t im e em p lo yee is an em p lo yee w h o h as r easo n ab ly p r ed ict ab le h o u r s o f w o r k; an d

r eceives o n a p r o r at a b asis, eq u iv alen t p ay an d co n d it io n s t o t h o se o f f u ll t im e
em p lo yees co v er ed b y t h is Agreement.
At t h e t im e o f ap p o in t m en t , Energy Queensland an d t h e em p lo yee w ill ag r ee in w r it i n g o n

t h e p at t er n o f w o r k r eq u ir ed , in clu d in g sp ecif yin g t h e n u m b er o f o r d in ar y h o u r s p er
w eek, t h e d ay s o n w h ich t h e w o r k is t o b e p er f o r m ed an d t h e u su al d aily st ar t in g an d
f in ish in g t im es. Th ese o r ig in al ar r an g em en t s m ay b e lat er v ar ied b y Mutual Agreement
b et w een t h e em p lo yee an d Energy Queensland.
An y v ar iat io n t o t h e w o r k p at t er n w ill b e in acco r d an ce w it h m et h o d s o f alt er in g t h e

o r d in ar y h o u r s o f w o r k f o r f u ll t im e em p lo yees.
Th e ag r eed n u m b er o f o r d in ar y h o u r s p er w eek w ill n o t b e var ied w it h o u t t h e co n sen t o f

t h e em p lo y ee. An y su ch ag r eed v ar iat io n t o t h e n u m b er o f w eekly h o u r s o f w o r k w ill b e
r eco r d ed in w r it in g .

All t im e w o r ked o u t sid e t h e sp r ead o f o r d in ar y w o r kin g h o u r s an d all t im e w o r ked in
excess o f t h e h o u r s as m u t u ally ar r an g ed w ill b e o ver t im e an d p aid f o r at t h e r at es in t h is
Agreement.
Wh er e a p u b lic h o lid ay f alls u p o n o n a d ay w h ich an em p lo yee n o r m ally w o r ks, t h e

em p lo yee w ill b e p aid t h e ap p r o p r iat e r at e f o r t h e n u m b er o f h o u r s n o r m ally w o r ked o n
t h at d ay .
Wh er e an em p lo yee an d Energy Queensland ag r ee in w r it in g , p ar t t im e em p lo ym en t m ay

b e co n ver t ed t o f u ll t im e, an d vice -ver sa. If su ch an em p lo y ee t r an sf er s f r o m f u ll t im e t o
p ar t t im e (o r v ice-ver sa), all accr u ed leav e en t it lem en t b alan ces w ill b e m ain t ain ed .
Fo llo w in g t r an sf er t o p ar t t im e em p lo ym en t accr u al o f leav e w ill o ccu r o n a p r o r at a
b asis.
3.4 CASUAL EMPLOYMENT
A casu al em p lo yee w ill m ean an em p lo yee w h o is en g ag ed b y t h e h o u r o n an as r eq u ir ed

b asis.
Th e f o llo w in g co n d it io n s w ill b e ap p licab le t o casu al em p lo yees:

 Th e o r d in ar y h o u r s w ill n o t exceed 8 h o u r s 3.3 m in u t es p er d ay b et w een t h e h o u r s o f
6.00 a.m . an d 6.30 p .m . Mo n d ay t o Fr id ay ;
 A casu al em p lo yee w ill b e p aid at t h e r at e o f 25 p er cen t (25% ) p er h o u r in ad d it io n t o
t h e o r d in ar y h o u r ly r at es w it h a m in im u m p ay m en t o f t w o (2) h o u r s f o r each
en g ag em en t ; an d
 All t im e w o r ked in excess o f 8 h o u r s 3.3 m in u t es p er d ay o r o u t sid e t h e sp r ead o f
h o u r s w ill b e p aid at t h e ap p r o p r iat e o ver t im e r at e.
3.4.1 Conversion from Casual Employee to a Permanent Employee

Casu al em p lo yees, w h o h ave w o r ked o n a r eg u lar an d syst em at ic b asis f o r a p er io d
exceed in g 6 m o n t h ’s co n t in u o u s ser vice, w ill h ave t h e o p t io n t o ap p ly f o r co n ver sio n t o a
p er m an en t p ar t t im e o r p er m an en t f u ll t im e. If Energy Queensland ag r ees (an d su ch
Agreement w ill n o t b e u n r easo n ab ly w it h h eld ), t h e m in im u m h o u r s o f w o r k o n
ap p o in t m en t w ill b e calcu lat ed o n t h e aver ag e o f t h e h o u r s w o r ked each w eek o ver t h e
p r eced in g six (6m o n t h p er io d .
Pr io r t o t h e co m p let io n o f six (6) m o n t h s co n t in u o u s ser v ice, Energy Queensland w ill

p r o vid e n o t ice t o a casu al em p lo y ee r eg ar d in g t h e ab o ve o p t io n .
3.5 FIXED TERM AND SPECIFIED TASK
Energy Queensland m ay ap p o in t Fixed Term o r Specified Task em p lo y ees in cir cu m st an ces

w h er e t h e ap p o in t m en t is f o r a n o m in al p er io d u p t o t w en t y f o u r (24) calen d ar m o n t h s.
Fo llo w in g consultation w it h t h e r elevan t Nominated Employee Representatives t h is p er io d m ay

b e ext en d ed t o a lo n g er p er io d , t o co ver t h e f o llo w in g sit u at io n s:
 Wh er e em p lo y ees ar e t em p o r ar ily ab sen t f r o m w o r k as a r esu lt o f b ein g o n an

ap p r o ved f o r m o f leav e, t em p o r ar y t r an sf er o r seco n d m en t , o r w h er e t h e p er m an en t
in cu m b en t is b ack-f illin g in an o t h er r o le;
 Wh er e t h er e is a sh o r t t er m r eq u ir em en t t o p er f o r m t h e d u t ies o f a vacan t p o sit io n as
a r esu lt o f a r est r u ct u r e an d u n t il su ch t im e t h at t h e p o sit io n is f illed o n a p er m an en t
b asis, b ein g a p er io d o f n o m o r e t h an t w elv e (12) m o n t h s;

 Wh er e sp ecialist skills ar e so u g h t t h at ar e b ey o n d t h e cap ab ilit y o f exist in g em p lo y ees,
an d t h at o n ce t h e w o r k is co m p let ed t h er e w ill n o t b e an o n -g o in g n eed f o r t h e w o r k
t o b e p er f o r m ed ;
 Wh er e t h er e exist s u n exp ect ed p eak p er io d s o f w o r k; o r
 Wh er e a p r o ject , p r o g r am o r p er io d ic t ask h as b een id en t if ied an d t h er e is n o t likely
t o b e an o n -g o in g n eed f o r t h e w o r k t o b e p er f o r m ed o n ce t h e t ask is co m p let e.
Wh er e an exist in g , p er m an en t em p lo yee is seco n d ed t o p er f o r m a sp ecif ic t ask o r t asks
o r f o r a Fixed Term p er io d , t h e em p lo yee w ill o n co m p let io n b e r ed ep lo yed t o a su it ab le
alt er n at iv e p o sit io n co m m en su r at e w it h t h eir skills an d co m p et en cy o r , if av ailab le, t h eir
p r ev io u s p o sit io n .
Wh er e, at t h e t im e o f ap p o in t m en t an y Specified Task is r easo n ab ly likely t o ext en d

b eyo n d t w en t y f o u r (24) calen d ar m o n t h s, t h e Parties ag r ee t h at su ch p o sit io n s w ill b e
f illed b y a p er so n em p lo yed as a p er m an en t em p lo y ee.
3.5.1 Completion of Term Payment

On co m p let io n o f a Fixed Term o r Specified Task en g ag em en t (m in im u m o f t w elve m o n t h s)
w h er e t h e em p lo ym en t t er m in at es, an ex-g r at ia “Completion of Term Payment” (CTP) w ill b e
p ay ab le as f o llo w s t o t h e em p lo yee:
 Th r ee (3) w eeks p er y ear o f ser v ice, t o g et h er w it h a p r o p o r t io n at e am o u n t f o r an
in co m p let e year o f ser vice;
 Pr o -r at a An n u al Leave is p aid t o t h e d at e o f t er m in at io n less an y An n u al Leav e t aken ;
an d
 Lo n g Ser v ice Leave (LSL) at t h e r at e o f 1.3 w eeks p er co m p let ed year o f ser v ice an d
p r o -r at a w ill b e p aid f o r an in co m p let e year o f ser vice u p t o t h e d at e o f t er m in at io n
less an y LSL t aken .
Th e Co m p let io n o f Ter m Paym en t d o es n o t ap p ly t o an ap p r en t ice o r a t r ain ee u n d er an

ap p r en t icesh ip o r t r ain eesh ip .
3.6 POSITION DESCRIPTIONS
All o f f er s o f em p lo ym en t w ill in clu d e an u p t o d at e p o sit io n p r o f ile.
Energy Queensland p r o vid e a co m m it m en t t o h avin g cu r r en t p o sit io n d escr ip t io n s f o r all

jo b s w it h in Energy Queensland’ o p er at io n s. Ad ver t ised p o sit io n s w ill b e acco m p an ied b y
p o sit io n d escr ip t io n s in all cir cu m st an ces.
Po sit io n d escr ip t io n s sh o u ld b e r eg u lar ly r eview ed t o d et er m in e if t h e d u t ies, key

acco u n t ab ilit ies, o r r ep o r t in g r esp o n sib ilit ies h ave ch an g ed . Th e p o sit io n p r o f ile sh o u ld
b e u p d at ed t o r ef lect an y ch an g es.
Th e r ev iew o f in d iv id u al p o sit io n d escr ip t io n s sh o u ld o ccu r at least an n u ally an d b e

d iscu ssed as p ar t o f t h e an n u al p er f o r m an ce r eview p r o cess. Th e r eview p r o cess w ill b e
in co n su lt at io n w it h t h e em p lo yee o n an y p r o p o sed ch an g es an d am en d m en t s t o b e
m ad e t o t h e p o sit io n d escr ip t io n an d p r o v id ed t o t h e em p lo yee an d p laced o n t h eir
p er so n n el f ile.
If t h e acco u n t ab ilit ies, r esp o n sib ilit ies o r skill r eq u ir em en t s o f t h e p o sit io n ch an g e

su f f icien t ly t o w ar r an t a p o ssib le r eclassif icat io n , t h e p o sit io n d escr ip t io n w ill n eed t o b e
r e-evalu at ed an d d et er m in ed w it h in an ag r eed t im ef r am e t o assess w h et h er t h e cu r r en t
classif icat io n level an d t h er ef o r e salar y , is st ill ap p r o p r iat e f o r t h e p o sit io n .

If t h e p o sit io n is r e -evalu at ed at a lo w er o r h ig h er classi f icat io n , t h e o u t co m es an d
r easo n s w ill b e co m m u n icat ed in a t im ely m an n er in w r it in g t o t h e em p lo yee o r
em p lo yees af f ect ed .
3.7 TRAINEES, APPRENTICES AND GRADUATES
3.7.1 Trainees and Apprentices

Energy Queensland w ill co n t in u e t o m ain t ain a co m m it m en t t o t h e en g ag em en t o f t r ain ees
an d ap p r en t ices, in clu d in g in d ig en o u s an d f em ale ap p r en t ices an d t r ain ees.
Energy Queensland w ill co n t in u e t o m ain t ain a co m m it m en t t o t h e d ir ect in d en t u r e o f

t ech n ical ap p r en t ices.
En er g y Qu een slan d w ill also co n sid er r et ain in g t r ain ees an d ap p r en t ices o n co m p let io n o f
t h eir t r ain eesh ip o r ap p r en t icesh ip . An y r et en t io n w ill b e su b ject t o t h e o p er at io n al
r eq u ir em en t s o f Energy Queensland.
Th e sp ecif ic r at es o f p ay ap p licab le f o r all t r ain ees an d ap p r en t ices ar e co n t ain ed in t h e

Sch ed u le 1 o f t h is Agreement.
3.7.2 Apprentice Numbers

En er g y Qu een slan d w ill m ain t ain an aver ag e o f 460 t ech n ical st r eam ap p r en t ice n u m b er s
d u r in g t h e lif e o f t h is Ag r eem en t .
Graduating Apprentices
En er g y Qu een slan d is co m m it t ed t o t h e r et en t io n o f g r ad u at in g ap p r en t ices u p o n

su ccessf u l co m p let io n o f t h eir ap p r en t icesh ip , in acco r d an ce w it h t h e f o llo w in g :
 Th e ap p o in t m en t o f ap p r en t ices t o p er m an en t p o sit io n s w ill b e su b ject t o o p er at io n al

r eq u ir em en t s;
 In t h e f ir st in st an ce o u t st an d in g vacan cies sh o u ld b e exp lo r ed o r an y o t h er
p er m an en t p o sit io n (su b ject t o d em o n st r at ed b u sin ess n eed s); an d
 In t h e ab sen ce o f a p er m an en t p o sit io n b ein g av ailab le a six (6) m o n t h s f ixed t er m
p o sit io n w ill b e o f f er ed (su b ject t o p er f o r m an ce).
Ad d it io n ally , En er g y Qu een slan d w ill f acilit at e r elev an t t r ain in g t o o b t ain a Heavy Rig id
(HR) licen ce.
3.7.3 Existing Employee

When an existing employee becomes an apprentice or a trainee with Energy Queensland they will be
entitled to maintain the salary point they received immediately prior to becoming an apprentice or trainee
or the rate prescribed for the relevant level of apprenticeship or traineeship, whichever is the greater.
3.7.4 Adult Apprentices and Adult Trainees

When an apprentice or trainee turns 21 years of age during the course of their apprenticeship or
traineeship with Energy Queensland they will be paid Salary Point 0.0 in accordance with Schedule 1 of
this Agreement, or the rate prescribed for the relevant level of apprenticeship or traineeship, whichever is
the greater.
3.7.5 Apprentices Working Outside of Energy Queensland

Energy Queensland w ill en su r e t h at it s ap p r en t ices ar e o n ly p laced w it h co m p an ies t h at can
p r o vid e a t r ain in g o u t co m e t o ach iev e t h e r eq u ir ed lev el o f co m p et en ce. Fo r t h e

d u r at io n o f t h eir p lacem en t o u t sid e Energy Queensland, t h e ap p r en t ice w ill co n t in u e t o
r eceive t h eir n o r m al co n d it io n s o f em p lo ym en t in acco r d an ce w it h t h is Agreement.
3.7.6 Graduates
Energy Queensland w ill co n t in u e t o m ain t ain a co m m it m en t t o t h e en g ag em en t an d
d evelo p m en t o f n ew an d exist in g g r ad u at es. Energy Queensland ag r ees t h at g r ad u at es w ill
b e exp o sed t o a r an g e o f d evelo p m en t o p p o r t u n it ies d esig n ed t o g iv e a b r o ad
u n d er st an d in g o f t h eir d iscip lin e an d o p p o r t u n it ies t o in cr ease t h eir skills.
3.7.7 Engineering Graduates

Energy Queensland ag r ees t h at En g in eer in g Gr ad u at es w ill b e p r o v id ed w it h a st r u ct u r ed
d evelo p m en t p lan , w h ich is d esig n ed t o g ive a b r o ad u n d er st an d in g o f t h eir d iscip lin e
an d o p p o r t u n it ies t o in cr ease t h eir skills an d en su r e Gr ad u at es h ave t h e o p p o r t u n it y t o
at t ain Ch ar t er o f Pr act icin g En g in eer in g an d Reg ist er ed Pr o f essio n al En g in eer Qu een slan d
(RPEQ) as ap p licab le. Energy Queensland co m m it s t o m ain t ain an aver ag e o f f ive g r ad u at es
d u r in g t h e lif e o f t h is Ag r eem en t .
As a m in im u m g r ad u at es o n su ccessf u l co m p let io n o f t h e Gr ad u at e p r o g r am w ill b e

ap p o in t ed t o Salar y Po in t 12.5 Pr o f essio n al & Man ag er ial Gr ad e 1 (PM1).
In ad d it io n t h e g r ad u at e o n f u r t h er p lacem en t an d ap p o in t m en t in t o a p er m an en t
p o sit io n w ill b e classif ied at Pr o f essio n al Man ag er ial Gr ad e 2 (PM2) an d p r o vid ed w it h an
o p p o r t u n it y t o p r o g r ess t o Salar y Po in t 14.3 via an Ap p r o ved Tr ain in g Plan (ATP) in a
r easo n ab le an d accep t ab le t im ef r am e ag r eed b et w een t h e em p lo yee an d t h eir
m an ag er /su p er v iso r .
3.8 ENGINEERING PROGRESSION ARRANGEMENTS
En g in eer in g em p lo yees (o t h er t h an g r ad u at es) cu r r en t ly in t h e Pr o f essio n al & Man ag er ial

st r eam w ill b e p r o v id ed t h e o p p o r t u n it y via a d evelo p m en t p lan t o p r o g r ess t o Salar y
Po in t 14.3 in a r easo n ab le an d accep t ab le t im ef r am e ag r eed b et w een t h e em p lo yee an d
t h eir m an ag er /su p er viso r . As p ar t o f t h ese p r o g r essio n ar r an g em en t s w h en En g in eer in g
em p lo yees o b t ain t h eir RPEQ st at u s t h ey w ill r eceive o n e (1) salar y p o in t p r o g r essio n (u p
t o a m axim u m o f salar y p o in t 14.3), ef f ect ive f r o m d at e o f o b t ain m en t .
An y f u r t h er p r o g r essio n ab o ve Pr o f essio n al & Man ag er ial Gr ad e 2 (PM2) w ill b e su b ject t o

av ailab ilit y o f p o sit io n s in En er g y Qu een slan d an d ad ver t isem en t an d o p en select io n
p r o ced u r es.
As p ar t o f p r o g r essio n ar r an g em en t s w it h in Pr o f essio n al & Man ag er ial Gr ad e 3 (PM3),

w h en En g in eer in g em p lo yees o b t ain t h eir RPEQ st at u s t h ey w ill r eceiv e o n e (1) salar y
p o in t p r o g r essio n (u p t o a m axim u m o f salar y p o in t 15.5), ef f ect iv e f r o m d at e o f
o b t ain m en t .
Pr o g r essio n w it h in Pr o f essio n al & Man ag er ial Gr ad e 4 (PM4) w ill b e p r o v id ed via a

d evelo p m en t p lan . Th e r at e o f p r o g r essio n w ill d ep en d u p o n t h e in d ivid u al acq u ir in g an d
ap p lyin g ad d it io n al skills/co m p et en cies.
3.9 TERMINATION OF EMPLOYMENT
3.9.1 Statement of Employment

Energy Queensland w ill, in t h e even t o f t er m in at io n o f em p lo ym en t , p r o vid e u p o n r eq u est
t o an em p lo yee w h o h as b een t er m in at ed a w r it t en st at em en t sp ecif yin g t h e p er io d o f
em p lo ym en t an d t h e classif icat io n o r t yp e o f w o r k p er f o r m ed b y t h e em p lo yee.8

3.9.2 Notice of Termination by Energy Queensland
Energy Queensland w ill g ive t h e f o llo w in g p er io d o f co n t in u o u s n o t ice in t er m in at in g t h e
em p lo ym en t o f an em p lo yee:
Period of Continuous Service Period of Continuous Notice

No t m o r e t h an 1 year 1 w eek
Mo r e t h an 1 year , b u t n o t m o r e t h an 3 year s 2 w eeks
Mo r e t h an 3 year s, b u t n o t m o r e t h an 5 year s 3 w eeks
Mo r e t h an 5 year s 4 w eeks
Th e em p lo yee can n o t b e d ir ect ed b y Energy Queensland t o u t ilise t h eir an n u al leave in lieu

o f ser vin g t h e n o t ice p er io d .
In ad d it io n t o t h e ab o v e n o t ice, em p lo yees o v er 45 year s o f ag e at t h e t im e o f g iv in g o f

n o t ice an d w it h n o t less t h an t w o (2) year s’ co n t in u o u s ser vice w ill b e en t it led t o an
ad d it io n al w eek’s n o t ice.
Paym en t in lieu o f n o t ice w ill b e m ad e if t h e ap p r o p r iat e n o t ice is n o t g iv en . Em p lo ym en t

m ay b e t er m in at ed b y p ar t o f t h e p er io d o f n o t ice sp ecif ied an d p ar t p aym en t in lieu .
Co m p en sat io n m u st at least eq u al t h e t o t al o f t h e am o u n t Energy Queensland w o u ld h ave

b een liab le t o p ay t h e em p lo yee if t h e em p lo yees em p lo ym en t h ad co n t in u ed u n t il t h e
en d o f t h e r eq u ir ed n o t ice p er io d .
Th e t o t al m u st b e calcu lat ed o n t h e b asis o f :

 Th e o r d in ar y t im e r at e o f p ay f o r t h e em p lo yee;
 Th e am o u n t s p ay ab le t o t h e em p lo yee f o r t h e h o u r s, in clu d in g (f o r exam p le)
Allowances, lo ad in g s an d p en alt ies; an d
 An y o t h er am o u n t s p ay ab le u n d er t h e em p lo y ee’s co n t r act o f em p lo ym en t .
Th e p er io d o f n o t ice w ill n o t ap p ly in t h e case o f d ism issal f o r m isco n d u ct o r o t h er

g r o u n d s t h at ju st if y in st an t d ism issal, o r in t h e case o f casu al em p lo yees o r em p lo yees
o t h er t h an p er m an en t en g ag ed f o r a Fixed term o r Specified Task.
3.9.3 Notice of Termination by Employee

An em p lo yee w ill g iv e Energy Queensland o n e (1) w eeks’ n o t ice o f t er m in at io n o f
em p lo ym en t . If an em p lo yee f ails t o g ive n o t ice Energy Queensland w ill h ave t h e r ig h t t o
w it h h o ld o n e w eek's w ag es d u e t o t h e em p lo yee.
3.9.4 Time Off During Notice period

Du r in g t h e p er io d o f n o t ice o f t er m in at io n g iven b y Energy Queensland, t h e em p lo yee w ill
b e allo w ed u p t o o n e (1) d ay s’ t im e o f f w it h o u t lo ss o f p ay f o r each w eek o f n o t ice (u p t o
a m axim u m o f f o u r (4) d ay s) f o r t h e p u r p o se o f seekin g o t h er em p lo ym en t . Th is t im e o f f
w ill b e t aken at t im es t h at ar e co n ven ien t t o t h e em p lo yee af t er consultation w it h Energy
Queensland

PART 4 WAGES
4.1 WAGES PAYMENTS
Th is Agreement p r o v id es f o r t h e f o llo w in g g u ar an t eed co m p o u n d in g salar y in cr eases:

 Fr o m 1 Mar ch 2018 a 3.0% w ag e ad ju st m en t ;
 Fr o m 1 Mar ch 2019 a 3.0% w ag e ad ju st m en t ; an d
 Fr o m 1 Mar ch 2020 a 3.0% w ag e ad ju st m en t .
Th e Parties h av e ag r eed t o a r eview o ver t h e lif e o f t h is Agreement b ased o n t h e m o v em en t

in CPI o ver t h e f u ll t er m o f t h is Agreement, an d ad ju st base rate w h er e CPI h as m o ved b y a
h ig h er t o t al p er cen t ag e am o u n t t h an t h e base rate in cr eases p r o vid ed b y t h is Agreement
(9.28% ).
As p ar t o f t h e seco n d year p aym en t , SPARQ Solutions r at es w ill b e alig n ed t o t h e r at es o f

p ay in acco r d an ce w it h sch ed u le 1
Su ch ad ju st m en t w ill t ake t h e f o r m o f an in cr ease b y t h e p er cen t ag e n ecessar y t o en su r e

t h at base rates h ave m o ved b y at least t h e sam e am o u n t as CPI o v er t h e t er m o f t h is
Agreement, an d w ill b e p ay ab le p r o sp ect ively f r o m t h e last p ay p er io d w it h in t h e n o m in al
t er m o f t h is Agreement.
CPI m ean s Co n su m er Pr ice In d ex, Au st r alia (Au st r alian Bu r eau o f St at ist ics Cat . No . 6401.0)
f o r Cap it al Cit y Br isb an e, p er cen t ag e ch an g e in t h e in d ex f r o m t h e last q u ar t er r ep o r t ed
p r io r t o cer t if icat io n t o t h e eq u iv alen t q u ar t er t h r ee (3) y ear s lat er .
4.2 PAYMENT OF SALARY
Em p lo yees’ salar ies w ill b e p aid t o t h e em p lo yees’ n o m in at ed acco u n t (s), u p t o a

m axim u m o f f o u r (4) acco u n t s w it h an y b an k, cr ed it u n io n , p er m an en t b u ild in g so ciet y o r
o t h er f in an cial in st it u t io n each f o r t n ig h t . Energy Queensland w ill m eet t h e co st s in cu r r ed in
t h e p aym en t o f salar y in t o an em p lo yees’ n o m in at ed acco u n t (s), exclu d in g an y p er so n al
acco u n t f ees an d t h e like. Fo r t h e p u r p o se o f calcu lat in g t h e am o u n t p ay ab le f o r t n ig h t ly,
t h e an n u al salar y w ill b e d iv id ed b y 26.
All p ay s, excep t ear ly t er m in at io n cases, w ill b e t r an sf er r ed in t o t h e n o m in at ed acco u n t s

n o lat er t h an o n e (1) h o u r b ef o r e clo se o f b u sin ess o n t h e Th u r sd ay f o llo w in g t h e clo se o f
t h e p ay p er io d .
Wh er e an act io n b y Energy Queensland h as d ir ect ly r esu lt ed in em p lo y ees n o t h av in g t h eir

f u ll b ase p ay d ep o sit ed in t h eir n o m in at ed f in an cial acco u n t (s) b y clo se o f b u sin ess o n t h e
r eco g n ised p ay d ay Energy Queensland w ill p r o cess t h is p aym en t w it h in t w o (2) w o r kin g
d ay s f r o m t h e er r o r b ein g id en t if ied .
Fu r t h er , Energy Queensland w ill r eim b u r se t h e af f ect ed em p lo yees an y su b st an t iat ed

ad d it io n al d ir ect ch ar g es in cu r r ed b y t h e d elay . As an exam p le, an ad d it io n al p en alt y
im p o sed b y a f in an cial in st it u t io n d u e t o a h o m e lo an p aym en t n o t b ein g d ed u ct ed f r o m
t h e em p lo y ee’s acco u n t , d u e t o in su f f icien t f u n d s cau sed b y Energy Queensland d elay , w ill
at t r act r eim b u r sem en t .
Wh er e o ver t im e an d /o r p en alt ies ar e n o t p aid in t h e ap p licab le p ay cycle, p aym en t s

o w in g w ill b e m ad e in t h e f o llo w in g f o r t n ig h t ly p ay cycle.

If t h e o ver sig h t is t h e r esu lt o f an em p lo yer o m issio n o r er r o r (f o r exam p le, a sy st em
er r o r o r o t h er er r o r o u t sid e t h e af f ect ed em p lo yee’s co n t r o l) an d t h e am o u n t o w in g is
cau sin g f in an cial co n cer n t o t h e em p lo yee, Energy Queensland w ill ar r an g e an o f f cycle
p aym en t (t h e w eek b et w een f o r t n ig h t ly p ay r u n s) o n t h e r eq u est o f t h e em p lo yee.
Energy Queensland r eco g n ises t h at p er so n al cir cu m st an ce, su ch as d em o n st r at ed f in an cial

co n cer n , m ay w ar r an t co n sid er at io n o f an o f f -cycle p aym en t t o b e m ad e in o t h er
cir cu m st an ces.
4.3 RECOVERY OF OVERPAYMENTS
Wh er e an em p lo yee r eceives an o ver p aym en t , a r easo n ab le r ep aym en t sch ed u le w ill b e

im p lem en t ed f o llo w in g consultation an d ag r eem en t b et w een Energy Queensland an d t h e
em p lo yee f o r t h e p u r p o se o f r eco ver in g an y o ver p aym en t o f en t it lem en t s f o r a p er io d
o f u p t o t w o (2) year s f r o m t h e d at e t h e o ver p aym en t is id en t if ied , less an y su b st an t iat ed
co st s in cu r r ed b y t h e em p lo yee as t h e so le r esu lt o f t h e o ver p aym en t . Su ch ag r eem en t
w ill n o t b e u n r easo n ab ly w it h h eld b y eit h er p ar t y .
No t w it h st an d in g t h e ab o ve, Energy Queensland r eser ves t h e r ig h t t o r eclaim am o u n t s p aid

in er r o r f o r a p er io d o f g r eat er t h an t w o (2) year s in in st an ces w h er e t h e em p lo yee w as
r esp o n sib le f o r t h e o ver p aym en t o ccu r r in g o r co u ld h ave r easo n ab ly b een exp ect ed t o
kn o w t h er e w as an o ver p aym en t o ccu r r in g an d f ailed t o n o t if y Energy Queensland.

PART 5 ALLOWANCES
5.1 ALLOWANCES
Th e f o llo w in g Allowances ap p ly (as ap p licab le) t o em p lo yees co ver ed b y t h is Agreement:

Availab ilit y Du t y Allowance (ADA)
 Fir st Aid Allowance;
 Over t im e Meal Allowance;
 Lo calit y Allowance;
 To o l Allowance;
 Em p lo yee in Ch ar g e (EIC Daily ) (w h er e an em p lo yee is ap p o in t ed o n a d aily b asis); an d
 Wo r kin g Aw ay f r o m Ho m e Allowances:
 Meals (Br eakf ast , Lu n ch , Din n er );
 In cid en t al Allowance; and
 Su p p lem en t ar y Allowance.
5.2 ALL PURPOSE ALLOWANCES
Th e f o llo w in g All purpose Allowances ap p ly (as ap p licab le) t o em p lo yees co ver ed b y t h is

Agreement:
 An n u alised Allowance (AGA);
 Su b st at io n an d Test Allowance;
 Po w er St at io n Allowance; and
 Em p lo yee in Ch ar g e Allowance (EIC An n u al).
5.3 WORKING AWAY FROM HOME
Em p lo yees w h o ar e r eq u ir ed t o w o r k aw ay f r o m t h eir n o r m al p lace o f w o r k, w h ich

r eq u ir es an o ver n ig h t ab sen ce, w ill d o so in acco r d an ce w it h t h e t er m s an d co n d it io n s o f
t h is clau se.
Energy Queensland is co m m it t ed t o w o r k lif e b alan ce an d w h er e p r act icab le em p lo yees w ill

n o t b e r eq u ir ed t o w o r k aw ay f r o m h o m e an d w ill co m m u t e w h er e r easo n ab le.
5.3.1 Period Away From Home

Energy Queensland w ill n o t n o r m ally r eq u ir e em p lo yees t o w o r k aw ay f r o m h o m e f o r m o r e
t h an t w o (2) co n secu t ive w eeks w it h o u t r et u r n in g h o m e. Energy Queensland w ill m eet t h e
co st s o f t im e an d t r av el t o h o m e an d r et u r n ever y t w o (2) w eeks. No t w it h st an d in g t h at
t h e em p lo yees an d p r o ject su p er v iso r m ay m u t u ally ag r ee sh o r t er o r lo n g er p er io d s.
Energy Queensland em p lo yees w h en w o r kin g aw ay f r o m h o m e f o r co n t in u o u s p er io d s

exceed in g o n e (1) w eek, m ay r et u r n t o t h eir h o m e b ase o n w eeken d s p r io r t o co m p l et io n
o f t h e Sch ed u led w o r k. An y su ch ar r an g em en t s w ill b e b y Mutual Agreement b et w een t h e
em p lo yee an d r elev an t su p er viso r an d an y t r avel w ill b e in t h e em p lo yee’s o w n t im e.

5.3.2 Provision of Accommodation and Meals
Energy Queensland w ill p r o vid e m eals an d acco m m o d at io n (f u ll b o ar d ) t o t h e id en t if ied
st an d ar d w h en em p lo y ees ar e r eq u ir ed t o w o r k aw ay f r o m t h eir n o r m al p lace o f w o r k.
Wh er e Energy Queensland p r o v id es m eals, t h ey sh all b e o f a su it ab le ch o ice, q u alit y an d
q u an t it y t o m eet t h e v ar y in g t ast es an d n u t r it io n al n eed s o f em p lo y ees.
Em p lo yees can elect t o r eceive a m eal allowance in lieu o f m eals ar r an g ed an d p r o v id ed b y

Energy Queensland. No t w it h st an d in g t h is, w h er e t h er e is in su f f icien t av ailab ilit y o f su it ab le
m eals in t h e im m ed iat e ar ea f o r em p lo yees t o access, Energy Queensland w ill p r o vid e
m eals. In t h ese cir cu m st an ces em p lo yees w ill n o t b e ab le t o claim t h e m eal allowance.
Wh er e allowances ar e p r o vid ed t o em p lo yees, t h e f o llo w in g ar r an g em en t s w ill ap p ly:
Energy Queensland w ill p r o vid e acco m m o d at io n , a d aily m eal allowance o f $108.60 an d an

in cid en t al allowance o f $27.65 f o r each o ver n ig h t ab sen ce. Th ese allowances w ill b e ad ju st ed
in acco r d an ce w it h Au st r alian Taxat io n Of f ice (ATO) in cr eases f o r t ier t w o (2) co u n t r y
cen t r es as v ar ied f r o m t im e t o t im e.
Th er e m ay b e o ccasio n s w h er e an em p lo yee m ay claim in d iv id u al m eal allowances, su ch as

d u r in g t r avel o r w h er e n o t all m eals ar e p r o vid ed . Th e ap p licab le in d ivid u al m eal
allowances ar e:
Br eakf ast $ 27.05

Lu n ch $ 27.65
Din n er $ 53.90
TOTAL $ 108.60
In iso lat ed an d r em o t e ar eas, Energy Queensland w ill p r o vid e a m eal allowance o f $129.50.
Allowances w ill b e ad ju st ed in acco r d an ce w it h Au st r alian Taxat io n Of f ice (ATO) in cr eases
f o r h ig h co st co u n t r y cen t r es as v ar ied f r o m t im e t o t im e.
Remote or Isolated Regions is d ef in ed as t h e To r r es St r ait s, Far West er n Qu een slan d an d t h e

Gu lf .
Energy Queensland w ill p ay f o r an y m eals r eq u ir ed o n t h e f o llo w in g b asis:
Br eakf ast $ 29.45

Lu n ch $ 41.70
Din n er $ 58.35
TOTAL $ 129.50
In d iv id u al m eal allowances can b e claim ed o n t h e f ir st an d last d ay o f t r avel as f o llo w s

(w h er e m eals ar e n o t p r o vid ed ):
Fir st Day :
 Th e b r eakf ast allowance m ay b e claim ed w h er e t h e em p lo yee is t r av ellin g aw ay f r o m
t h eir h o m e b ase, an d t h e em p lo yee is r eq u ir ed t o b eg in w o r k an d /o r t r avel p r io r t o
t h eir n o r m al r o st er ed st ar t t im e;
 Th e lu n ch allowance m ay b e claim ed w h er e t h e em p lo yee is r eq u ir ed t o b eg in t r avel
p r io r t o t h eir r o st er ed lu n ch b r eak ; an d
 Th e d in n er allowance m ay b e claim ed as ap p licab le f o r each o v er n ig h t ab sen ce.
Last Day :
 Wh er e t h e em p lo yee is t r avellin g b ack t o h o m e b ase, t h e b r eakf ast an d lu n ch
allowances m ay b e claim ed as ap p licab le ; an d

 Th e d in n er allowance can o n ly b e claim ed w h er e an em p lo yee co n t in u es t o t r avel
an d /o r w o r k o n e (1) h o u r o r m o r e af t er t h eir n o r m al f in ish in g t im e.
Please No t e:
Energy Queensland w ill m eet t h e co st s o f an y Fr in g e Ben ef it s Tax (FBT) t h at is ap p licab le in
r esp ect o f t h e allowances d escr ib ed in t h is Clau se.
Wh er e em p lo y ees elect t o t ake t h e m eal allowances in lieu o f h av in g m eals p r o vid ed , t h e

r eco m m en d ed m axim u m t im e w o r ked aw ay w it h o u t r et u r n t o h o m e is t h r ee (3) w eeks.
An y p er io d lo n g er t h an t h r ee (3) w eeks aw ay w it h o u t r et u r n in g h o m e m ay r esu lt in t h e
allowance b ein g su b ject t o FBT as a Liv in g Aw ay f r o m Ho m e Allowance. Wh ile Energy
Queensland w ill m eet t h e FBT liab ilit y , if an y , t h e em p lo yee m ay h av e so m e o r all o f t h e
allowance sh o w n o n t h eir p aym en t su m m ar y as r ep o r t ab le f r in g e b en ef it s. Th e em p lo yee
w ill b e r eq u ir ed t o co m p let e a d eclar at io n b y Energy Queensland an d Energy Queensland m ay
b e r eq u ir ed t o d isclo se an asso ciat ed am o u n t o n t h e em p lo yee r ecip ien t ’s p aym en t
su m m ar y u n d er t h e co m p u lso r y r ep o r t ab le f r in g e b en ef it s m easu r es.
5.3.3 Accommodation Standard

Energy Queensland w ill en su r e em p lo yees ar e p r o vid ed w it h t h e f o llo w in g m in im u m
st an d ar d o f acco m m o d at io n ; a w ell m ain t ain ed ser v iced , air -co n d it io n ed sin g le m o t el
r o o m w it h r ad io /t elevisio n , en su it e b at h /sh o w er , t o ilet f acilit ies an d a r ef r ig er at o r f o r t h e
st o r ag e o f em p lo yee’s f o o d an d b ever ag es.
5.3.4 Supplementary Accommodation Allowance

Wh er e Energy Queensland is u n ab le t o p r o vid e acco m m o d at io n t o t h e m in im u m st an d ar d ,
em p lo yees w ill b e en t it led t o claim t h e su p p lem en t ar y acco m m o d at io n allowance u n d er
an y o n e o f t h e f o llo w in g cir cu m st an ces:
1. Wh en em p lo y ees ar e r eq u ir ed t o p r ep ar e o r su p p ly m eals an d m ain t ain t h eir
acco m m o d at io n f acilit ies w h en w o r kin g in r em o t e o r iso lat ed r eg io n s w h er e ser viced
co m m er cial acco m m o d at io n is n o t p r o v id ed ; o r
2. Wh en em p lo y ees ar e p laced in acco m m o d at io n w h er e Energy Queensland’s m in im u m
acco m m o d at io n st an d ar d co u ld n o t b e p r o vid ed an d t h e len g t h o f st ay is f o r t w o (2)
o r m o r e o ver n ig h t ab sen ces; o r
3. Wh en em p lo y ees ar e p laced in t o acco m m o d at io n o n a t w in sh ar e b asis f o r each
o ver n ig h t ab sen ce.
Th e su p p lem en t ar y acco m m o d at io n allowance w ill b e as f o llo w s:
Effective Date Amount (per overnight absence)
Ag r eem en t Op er at ive Dat e $16.70

st
1 Mar ch 2018 $17.20
st
1 Mar ch 2019 $17.72
1 st Mar ch 2020 $18.25
Commercial Accommodation w ill m ean h o t el/m o t el st yle acco m m o d at i o n .
Non Commercial Accommodation m ay in clu d e acco m m o d at io n su ch as m in in g cam p s,

w o r ker s b ar r acks, sh ear er ’s q u ar t er s, n o n ser v iced car av an p ar ks.

5.3.5 Communication Expenses
Reaso n ab le co m m u n icat io n s exp en ses (f o r exam p le in t er n et an d t elep h o n e) in cu r r e d b y
em p lo yees w h ile t r av ellin g w ill b e p aid b y Energy Queensland.
5.3.6 Laundry
Fo r em p lo yees sch ed u led t o w o r k aw ay f o r p er io d s o f f ive (5) o r m o r e co n secu t ive d ays,
lau n d r y ser vices (i.e. w ash in g an d f o ld in g ) w ill b e p r o v id ed f r o m t h e t h ir d d ay .
5.3.7 Overseas Work

Em p lo yees m ay b e r eq u est ed b y Energy Queensland t o t r av el o ver seas o n b u sin ess. Wh ile
w o r kin g o ver seas em p lo yees w ill w h er e p o ssib le, b e en t it led t o t h e sam e st an d ar d o f
acco m m o d at io n an d m eals as w o u ld b e p r o v id ed b y Energy Queensland in Au st r alia.
Wh er e av ailab le, p r em iu m eco n o m y o r eq u iv alen t seat in g w ill b e p r o vid ed f o r em p lo y ees

u n d er t akin g su ch t r av el.
Energy Queensland w ill r eim b u r se t h e em p lo yee f o r all b u sin ess r elat ed exp en ses in cu r r ed
an d p r o vid e t h e em p lo yee w it h a co r p o r at e cr ed it car d , t r aveller ’s ch eq u es, cash o r o t h er
su it ab le f o r m o f r eco m p en se.
Energy Queensland w ill r eim b u r se t h e em p lo yee f o r act u al exp en ses in cu r r ed f o r lau n d r y,

air p o r t t axes, t ip s (w h er e cu st o m ar y in t h e co u n t r y ), an d t r an sp o r t t o an d f r o m air p o r t s
an d w o r k p laces.
At n o co st t o t h e em p lo yee, Energy Queensland w ill ar r an g e all n ecessar y visas an d allo w t h e

em p lo yee p aid t im e t o o b t ain a p assp o r t , an d t o o b t ain an y im m u n isat io n r eq u ir em en t s
p r io r t o d ep ar t u r e.
Wh er e w o r ker s co m p en sat io n d o es n o t ap p ly b e cau se o f t h e w o r k o r w o r k lo cat io n ,

Energy Queensland w ill ar r an g e f o r an d p ay t h e p r em iu m s f o r p er so n al accid en t in su r an ce
t o co ver t h e em p lo yee. Energy Queensland w ill en su r e t h at t h e em p lo yee w ill n o t b e
d isad van t ag ed in t er m s o f an y accid en t b en ef it t h at w o u ld n o r m ally b e av ailab le u n d er
Qu een slan d Wo r kCo ver leg islat io n .
Energy Queensland w ill co m p en sat e t h e em p lo y ee f o r an y f in an cial lo sses d ir ect ly in cu r r ed

as a r esu lt o f t h e em p lo yee w o r kin g o ver seas. Em p lo yees w ill t h er ef o r e b e r eco m p en sed
f o r f in an cial lo sses ar isin g f r o m , b u t n o t lim it ed t o , cu r r en cy exch an g e v ar iat io n s, co st o f
livin g d if f er en ces b et w een Au st r alia an d t h e co u n t r y in w h ich t h e w o r k is b ein g
p er f o r m ed , r easo n ab le t elep h o n e calls t o Au st r alia, an d p er so n al t axat io n ad ju st m en t s.
Wh er e an em p lo yee w h o is w o r kin g o ver seas f o r su ch an ext en d ed p er io d t h at t h e

em p lo yee is n o lo n g er r eq u ir ed t o p ay Au st r alian t axes, an d /o r is r eq u ir ed t o p ay t ax at a
r at e lo w er t h an w h at w o u ld n o r m ally ap p ly h ad t h e em p lo yee b een w o r kin g in Au st r alia,
t h e em p lo yee w ill b e en t it led t o t h e b en ef it b y w ay o f an y r ed u ct io n in t axat io n . If t h e
em p lo yee is r eq u ir ed t o p ay t ax at a h ig h er r at e t h an w h at t h e em p lo yee w o u ld h ave
b een r eq u ir ed t o p ay w h en w o r kin g in Au st r alia, Energy Queensland w ill, in ad d it io n t o t h e
em p lo yee’s u su al w ag es, p ay t h e ad d it io n al t ax o n b eh alf o f t h e em p lo yee.
Energy Queensland w ill p r io r t o t h e em p lo yee’s d ep ar t u r e, p r o vid e an y cu r r en t ad v ice,

w h ich m ay h ave b een issu ed b y t h e Dep ar t m en t o f Fo r eig n Af f air s co n cer n in g t h e
co u n t r y in w h ich t h e em p lo yee is t o w o r k. Energy Queensland w ill also p r o v id e o t h er
in f o r m at io n , w h ich is in Energy Queensland’s p o ssessio n , w h ich m ay b et t er ap p r ise t h e
em p lo yee o f sp ecif ic leg al an d o r cu lt u r al issu es, w h ich ar e p ar t icu lar t o t h e co u n t r y in
w h ich w o r k is t o b e p er f o r m ed .
Ext en d ed t r avel p lan s sh o u ld acco m m o d at e ad eq u at e r est b r eaks f o r em p lo y ees.

Energy Queensland m ay in st ig at e ad d it io n al ar r an g em en t s as m ay b e ag r eed o n an
in d ivid u al b asis.
5.4 ANNUALISED ALLOWANCE
Sp ecif ic Allowances as d ef in ed in Sch ed u le 4, h ave b een in clu d ed f o r t h e p u r p o se o f

calcu lat in g an all purpose An n u alised Allowance Paym en t (AGA) w h ich is in clu d ed in t h e
h o u r ly r at e. Th e allo w an ce r at es ar e o u t lin ed in t h e t ab le b elo w .
Em p lo yees w h o r eceiv e t h is allowance w ill n o t b e en t it led t o claim t h e sep ar at e Allowances

d escr ib ed in d isab ilit y an d ab ilit y Allowances in Sch ed u le 5.
Th is all purpose allowance w ill b e ap p lied t o em p lo yees w h o ar e em p lo yed as Po w er

Wo r ker s, Tech n ical Ser vicep er so n s an d Par a-Pr o f essio n als em p lo yed p r ed o m in an t ly in
f ield act ivit ies.
Effective Date Amount (Per Annum)

1 st Mar ch 2018 $663.45
st
1 Mar ch 2019 $683.36
1 st Mar ch 2020 $703.87
5.5 SUBSTATION AND TEST DEPARTMENT ALLOWANCE
Em p lo yees w h o ar e em p lo yed in a p o sit io n en t it lin g t h em t o b e p aid t h e su b st at io n an d

t est d ep ar t m en t allowance w ill h ave t h e allowance in clu d ed in t h eir h o u r ly r at e f o r all
purposes.
New em p lo yees ap p o in t ed t o su ch p o sit io n s w ill in it ially b e p aid t h e allowance. Af t er

co m p let io n o f t h eir p r o b at io n ar y p er io d , t h eir r at e o f p ay w ill b e ad ju st ed t o in co r p o r at e
t h e su b st at io n an d t est d ep ar t m en t allowance in t o t h e h o u r ly r at e as ab o ve.
Em p lo yees h av in g t h e su b st at io n an d t est d ep ar t m en t allowance in co r p o r at ed in t o t h e

d et er m in at io n o f t h eir salar y p o in t w ill n o t b e en t it led t o claim t h e su b st at io n an d t est
d ep ar t m en t allowance in an y o t h er f o r m , n o r w ill t h e su b st at io n an d t est d ep ar t m en t
allowance b e in co r p o r at ed in t o t h e d et er m in at io n o f an in d iv id u al’s salar y p o in t m o r e t h an
o n ce.
Th is ar r an g em en t d o es n o t alt er t h e en t it lem en t o f o t h er em p lo yees t o claim t h e

su b st at io n an d t est d ep ar t m en t allowance o n a p ar t t im e b asis.
In ad d it io n t o t h e base rates p r escr ib ed , em p lo yees em p lo yed at p o w er st at io n s o r at

su b st at io n s o r in t est d ep ar t m en t s w ill b e p aid t h e f o llo w in g Allowances:

Professional and Managerial
Employees, Administration Technical Employees engaged in “trade”;
Employees, Technical Employees and/or electrical/electronic technician work
Effective Date
engaged in supervisory, engineering and Power workers.
science and other technical (Per Week)
discipline. (Per Week)
Ag r eem en t Op er at ive
$ 12.04 $ 25.87
Dat e
1 st Mar ch 2018 $ 12.40 $ 26.65
1 st Mar ch 2019 $ 12.77 $ 27.45
1 st Mar ch 2020 $ 13.16 $ 28.27
Su b st at io n an d Test Dep ar t m en t Allowance w ill b e t r eat ed as an All purpose Allowance.
5.6 POWER STATION ALLOWANCE
Em p lo yees u su ally em p lo yed at a Po w er St at io n w h en r eq u ir ed t o t em p o r ar ily p er f o r m

w o r k at a su b st at io n w ill co n t in u e t o b e p aid t h e ap p r o p r iat e p o w er st at io n allowance
w h ile em p lo y ed at su ch su b st at io n .
Th e t o t al base rates f o r t h ese em p lo yees w ill b e d eem ed t o in clu d e an y p en alt y r at e

p r escr ib ed b y t h is Agreement f o r d ir t y w o r k, w et w o r k et c.
Po w er st at io n Allowance - In ad d it io n t o t h e base rates p r escr ib ed , em p lo yees em p lo yed at

p o w er st at io n s, w ill b e p aid t h e f o llo w in g Allowances:
Professional and Managerial

Employees, Administration Employees, Technical Employees engaged in
Technical Employees engaged in “trade”; and/or electrical/electronic
supervisory, engineering science and technician work and Power workers.
Effective Date
other technical discipline, and
Production Workers engaged in the
operation of generating plant (Per Week)
(Per Week)
Ag r eem en t Op er at ive
$ 17.56 $ 36.50
Dat e
1 st Mar ch 2018 $ 18.09 $ 37.60
1 st Mar ch 2019 $ 18.63 $ 38.72

st
1 Mar ch 2020 $ 19.19 $ 39.88
Po w er St at io n Allowance w ill b e t r eat ed as an All purpose Allowance.
5.7 AVAILABILITY DUTY ALLOWANCE
On-call Employee m ean s an em p lo yee w h o o u t sid e o r d in ar y w o r kin g h o u r s is r eq u ir ed t o

b e av ailab le at all t im es t o p er f o r m em er g en cy w o r k.
Supervisor On Call m ean s an em p lo yee w h o is r eq u ir ed o u t sid e o r d in ar y h o u r s t o r eceive

calls r elat iv e t o em er g en cy an d /o r b r eakd o w n w o r k.

Wh er e Energy Queensland r eq u ir es an em p lo y ee t o b e o n an av ailab ilit y d u t y r o st er o n a
co n t in u o u s b asis t o p er f o r m d u t ies o f an o n -call em p lo yee t h ey w ill b e en t it led t o b e p aid
an Availab ilit y Du t y Allowance.
Effective from
Effective from Effective from Effective from
Roster Frequency Agreement st st st
1 March 2018 1 March 2019 1 March 2020
Operative date
On e (1) w eek in t h r ee
(3) w eeks o r m o r e
$ 60.10 p er d ay $ 61.90 p er d ay $ 63.76 p er d ay $ 65.67 p er d ay
f r eq u en t
On e (1) w eek in f o u r
(4) w eeks o r less $ 55.70 p er d ay $ 57.37 p er d ay $ 59.09 p er d ay $ 60.86 p er d ay
f r eq u en t
Em p lo yees w h o ar e n o t p er m an en t m em b er s o f t h e Availab ilit y d u t y r o st er w ill b e ab le t o

claim t h e Availab ilit y Du t y Allowance r at e ap p licab le f o r o n e (1) in f o u r (4) o r less f r eq u en t
f o r each d ay t h ey ar e r eq u ir ed t o b e av ai lab le.
If an em p lo yee’s Ro st er ed Day Of f (RDO) f alls w it h in a p er io d t h ey ar e r o st er ed o n -call, t h e

RDO w ill b e r e-sch ed u led in ad v an ce t o a m u t u ally ag r eed d at e in t h e p ay p er io d o u t sid e
o f t h e availab ilit y r o st er p er io d . Wh er e cir cu m st an ces p r even t t h e em p lo yee f r o m t akin g
t h eir RDO w it h in t h e p ay p er io d it w ill b e b an ked in acco r d an ce w it h clau se 8.2.1.
Em p lo yees r eq u ir ed t o b e o n availab ilit y d u t y w ill h ave o n e (1) d ay ad d ed t o t h eir an n u al

leave f o r each p u b lic h o lid ay o n w h ich t h ey ar e r eq u ir ed t o b e av ailab le.
5.7.1 Emergency Work

All em p lo y ees (exclu d in g ap p licab le em p lo yees o n Alt er n at ive Em p lo ym en t
Ar r an g em en t s), w h o ar e called o u t an d leave h o m e t o p er f o r m em er g en cy w o r k o u t sid e
o f t h eir o r d in ar y h o u r s o f w o r k w ill b e en t it led t o o ver t im e f o r su ch w o r k f r o m t h e t im e
o f leav in g h o m e u n t il t h ey r et u r n h o m e w it h in a r easo n ab le t im e. Th e p aym en t w ill n o t
b e less t h an f o u r (4) o r d in ar y h o u r s o r t h e o ver t im e ap p licab le f o r t h e h o u r s w o r ked
w h ich ever is t h e g r eat er .
Em p lo yees w h o ar e r eq u ir ed t o p er f o r m em er g en cy w o r k an d f au lt s w it h o u t leav in g
t h eir h o m e w ill b e p aid a m in im u m o f o n e (1) h o u r at t h e ap p r o p r iat e o ver t im e p en alt y
r at e o n each o ccasio n . Wh er e t h e w o r k ext en d s b eyo n d t h e o n e (1) h o u r o ver t im e
m in im u m , t h e em p lo y ee is en t it led t o claim o ver t im e at t h e ap p licab le o v er t im e r at e
u n t il t h e w o r k ceases. Su b seq u en t w o r k w it h in t h at o n e (1) h o u r p er io d w ill n o t at t r act
ad d it io n al o ver t im e o r p en alt y p aym en t s. Th e em p lo yee w ill b e d eem ed t o b e o f f d u t y
af t er t h e co m p let io n o f t h e m in im u m o n e (1) h o u r p er io d o r t h e act u al o ver t im e w o r ked .
Wh er e an em p lo yee is r eq u ir ed t o r et u r n t o t h e w o r k sit e [u n ab le t o b e f ixed r em o t ely ] t o

at t en d t o t h e sam e f au lt , t h e t im e alr ead y p aid w ill b e t aken in t o acco u n t in t h e f o u r [4]
h o u r s o r d in ar y p aym en t .
5.7.2 Employee not on Availability Duty – Public Holiday

Em p lo yees, w h o ar e n o t r o st er ed o n an availab ilit y d u t y r o st er an d ar e called in t o car r y
o u t em er g en cy w o r k o n a p u b lic h o lid ay , w ill b e en t it led t o p aym en t at t h e ap p licab le
o ver t im e p en alt y p aym en t f o r su ch w o r k f r o m t h e t im e o f leav in g h o m e u n t il t h ey r et u r n
h o m e w it h in a r easo n ab le t im e.
Ad d it io n ally , em p lo yees w ill r eceive accr u ed t im e in lieu ad d ed t o t h eir an n u al leave f o r

an y t im e w o r ked o n t h e p u b lic h o lid ay, o n a t im e f o r t im e b asis. Th e m axim u m h o u r s t o
b e allo cat ed t o t h e em p lo yees an n u al leave accr u al w ill b e 8.03 h o u r s.

Fo r exam p le if an em p lo yee w o r ks 6.5 h o u r s act u al t im e, 6.5 h o u r s w ill b e allo cat ed t o
t h eir an n u al leave accr u al o n a t im e f o r t im e b asis.
5.8 PAYMENT FOR OUT OF HOURS COMMUNICATIONS
Wh er e an em p lo yee is co n t act ed o u t sid e o r d in ar y h o u r s t o p r o vid e ad vice (b y p h o n e,

em ail et c) o r p er f o r m w o r k, t h e em p lo yee sh all b e p aid o n e (1) h o u r at t h e ap p r o p r iat e
o ver t im e p en alt y r at es. Su b seq u en t calls w it h in t h at o n e (1) h o u r p er io d w ill n o t at t r act
ad d it io n al o ver t im e o r p en alt y p aym en t s.
5.8.1 Support Role Emergency Situations

Em p lo yees r eq u est ed t o w o r k in su p p o r t o f o t h er em p lo y ees r o st er ed f o r av ailab ilit y
d u t ies f o r af t er h o u r s, in st o r m an d em er g en cy co n d it io n s, w ill b e p aid o v er t im e at t h e
ap p licab le o ver t im e r at e f o r su ch w o r k.
5.9 TRAVEL TIME
Wh er e p o ssib le em p lo y ees w ill t r avel d u r in g o r d in ar y r o st er ed h o u r s.

Th e f o llo w in g w ill ap p ly t o all em p lo yees co ver ed b y t h is Ag r eem en t , w h o ar e r eq u ir ed t o
t r avel o u t sid e o r d in ar y r o st er ed h o u r s o f w o r k:
 Wh er e em p lo yees ar e r eq u ir ed t o t r avel t o an d f r o m t h eir d ep o t t o t h e w o r k sit e
[o t h er t h an St ar t an d Fin ish o n t h e Jo b Ar r an g em en t s], o u t sid e t h e n o r m al sp r ead o f
w o r kin g h o u r s, t im e sp en t in su ch t r avel w ill b e p aid f o r at o ver t im e r at es.
 Wh er e an em p lo yee is r eq u ir ed t o t r avel t o an o t h er lo cat io n o u t sid e o r d in ar y h o u r s o f
w o r k, an d d u r in g t h e co u r se o f su ch t r avel is sch ed u led t o exer cise n o r m al r o st er
d u t ies, t h e em p lo y ee w ill b e p aid f o r at o v er t im e r at es.
Wh er e it is n ecessar y f o r em p lo y ees t o t r avel o u t sid e o f o r d in ar y w o r kin g h o u r s, in an y

o t h er cir cu m st an ce, t im e sp en t in su ch t r avel w ill b e p aid f o r at t im e an d a h alf calcu lat ed
at t h eir cu r r en t r at e o f p ay .
Em p lo yees r eq u ir ed t o w o r k o n an y d ay aw ay f r o m t h eir u su al p lace o f w o r k w ill

co m m en ce w o r k at t h e u su al st ar t in g t im e at t h e p lace d esig n at ed b y Energy Queensland
an d w ill b e p aid :
 Fo r t im e p r io r t o d ep ar t u r e in acco r d an ce w it h air lin e r eq u ir em en t s t o ch eck in p r io r
t o d ep ar t u r e; an d
 Fo r t im e r easo n ab ly sp en t t r av ellin g b o t h w ay s b et w een t h eir h o m es an d t h eir
d esig n at ed p lace o f w o r k in excess o f t h e t im e n o r m ally sp en t b y t h em t r av ellin g b o t h
w ay s b et w een t h eir h o m es an d t h eir n o r m al p lace o f w o r k.
Excep t w h er e f at ig u e g u id elin es p r o vid e f o r a lesser p er io d t h e m axim u m n u m b er o f

h o u r s act u ally sp en t t r avellin g w ill b e t w elve (12) p er d ay .
Energy Queensland w ill p ay f o r all ap p licab le f ar es.
Wh en em p lo yees ar e r eq u ir ed t o t r av el in t h e ab o ve cir cu m st an ces, in w et clo t h es, as a

r esu lt o f w o r kin g in t h e r ain , w it h o u t h av in g h ad t h e o p p o r t u n it y t o ch an g e in t o d r y
clo t h in g , Clau se 5.17 (Wo r k in t h e Rain ) o f t h e Agreement ap p lies.

5.10 USE OF OWN VEHICLE
Th e p r ef er r ed ar r an g em en t is f o r Energy Queensland t o ar r an g e t r av el f o r w o r k r elat ed

p u r p o ses. Energy Queensland w ill n o t d ir ect an em p lo yee t o u se t h eir o w n veh icle f o r w o r k
r elat ed t r avel p u r p o ses. Wh er e an em p lo y ee elect s t o u se t h eir o w n veh icle f o r w o r k
r elat ed t r avel p u r p o ses an d it is ag r eed b y Energy Queensland, t h ey w ill b e en t it led t o b e
r eim b u r sed o n a p er kilo m et r e b asis in lin e w it h t h e Au st r alian Taxat io n Of f ice g u id elin es
o r if ap p licab le, t h e eq u iv alen t eco n o m y class air f ar e.
5.11 EMPLOYEE IN CHARGE ALLOWANCE (EIC)
Energy Queensland r eco g n ises o n -sit e lead er sh ip o f em p lo yees w it h in t h e t ech n ical st r eam
classif ied as Po w er Wo r ker s, Tech n ical Ser v icep er so n su b -st r eam s t h r o u g h t h e p aym en t o f
an Em p lo yee In Ch ar g e (EIC) allowance. To q u alif y f o r t h e p aym en t o f t h e EIC Allowance,
em p lo yees w ill accep t an d d em o n st r at e t h e ap p licat io n o f t h e f o llo w in g r esp o n sib ilit ies:
 Su p er v isio n an d r esp o n sib ilit y f o r t w o (2) o r m o r e em p lo yees an d /o r w o r ker s;
 Co n t r o l o f t h e w o r ksit e in clu d in g co m p lian ce t o leg islat ive r eq u ir em en t s w it h in t h eir
ar ea o f r esp o n sib ilit y ;
 On jo b co -o r d in at io n an d co m p let io n o f allo cat ed w o r k t asks in clu d in g g u id an ce o f
em p lo yee b eh av io u r ;
 Ef f ect iv e u t ilisat io n o f r eso u r ces t o m eet jo b sp ecif icat io n s; an d
 Co llect in g , r eco r d in g an d su b m it t in g o f in f o r m at io n asso ciat ed w it h w o r k act ivit ies in
an accu r at e an d t im ely m an n er .
An Energy Queensland em p lo yee accep t in g t h e ab o ve r esp o n sib ilit ies, w h o is ap p o in t ed o n

a f u ll t im e b asis as t h e EIC an d co m p let es an ap p r o v ed t r ain in g p r o g r am , w ill b e p aid an
an n u al all purpose EIC allowance.
An Energy Queensland em p lo yee accep t in g t h e ab o ve r esp o n sib ilit ies o n a d aily b asis, in an
act in g o r t em p o r ar y cap acit y , in clu d in g ap p o in t ed EIC’s yet t o co m p let e an ap p r o ved
t r ain in g p r o g r am ; w ill b e p aid a d aily r at e. Th is d aily r at e w ill b e calcu lat ed f o r t h e
p u r p o ses o f o v er t im e f o r t h e d ay s claim ed .
Per m an en t EIC’s o r EIC’s ap p o in t ed o n a d aily b asis sh all assu m e t h e r o le o f Per so n In

Ch ar g e o f Wo r k (PICW) as r eq u ir ed o n a Daily Task Risk Man ag em en t Plan (DTRMP) o r sim ilar .
Em p lo yee’s o t h er t h an EIC’s w h o ar e r eq u ir ed t o p er f o r m t h e r o le o f PICW w it h
r esp o n sib ilit y f o r t w o (2) o r m o r e o t h er em p lo yees an d /o r w o r ker s r eq u ir ed t o sig n o n t o
t h e DTRMP m ay claim t h e EIC d aily r at e o n a p r o r at a b asis f o r each h o u r w o r ked as t h e
PICW.
EIC p aym en t t ab le o u t lin ed b elo w :
Effective from
Effective from Effective from Effective from
Appointment Agreement st st st
1 March 2018 1 March 2019 1 March 2020
Operative Date
EIC Daily Rat e $ 11.85 $ 12.20 $ 12.57 $ 12.94
Ap p o in t ed EIC -
$ 6934.46 $ 7142.50 $ 7356.80 $ 7577.60
An n u al Rat e
Per m an en t EIC’s w h o h ave u n d er t aken an d co m p let ed t h e EIC t r ain in g sh all b e p aid n o

less t h an Su p er v iso r Gr ad e 2 salar y p o in t 10.1 f o r an y p er io d o f WGL r elief .

5.12 HIGHER DUTIES
Wh er e Energy Queensland r eq u ir es an em p lo y ee t o car r y o u t d u t ies w h ich r eq u ir e t h e

exer cise o f co m p et en cies o v er an d ab o ve t h at f o r w h ich t h e em p lo yee is o t h er w ise
r em u n er at ed , f o r at least o n e f u ll d ay co n t in u o u sly exclu d in g Ro st er ed Days Of f (RDO’s),
t h e em p lo yee w ill b e en t it led t o t h e r at e o f p ay p r escr ib ed b y t h is Agreement f o r t h e
co m p et en cies exer cised .
An em p lo y ee p er f o r m in g h ig h er d u t ies w ill b e p aid at t h e r elev an t h ig h er r at e o f salar y in

t h e n ext p ay p er io d f o llo w in g co m m en cem en t o f t h e h ig h er d u t ies (w h er e p r act icab le)
an d in each su b seq u en t p ay p er io d w h er e su ch h ig h er d u t ies co n t in u es.
Wh er e an em p lo y ee is p er f o r m in g h ig h er d u t ies im m ed iat ely p r io r t o co m m en cin g

Per so n al Leave, an n u al leave, Lo n g Ser v ice Leave an d co m p assio n at e leave, t h e em p lo yee
w ill b e p aid at t h e r elev an t h ig h er d u t ies r at e f o r t h e d u r at io n o f t h e p aid leave.
Wh er e an em p lo y ee is p er f o r m in g h ig h er d u t ies im m ed iat ely p r io r t o co m m en cin g

m at er n it y leave, ad o p t io n leave o r p at er n it y leave, it w ill b e p aid at t h e r elevan t h ig h er
d u t ies r at e.
Fo r em p lo yees w h o ar e m em b er s o f t h e Def in ed Ben ef it sect io n o f En er g y Su p er an d

h ave p er f o r m ed h ig h er d u t ies f o r a p er io d o f 12 m o n t h s o r m o r e an d ar e ap p o in t ed t o
t h e p o sit io n o n a p er m an en t b asis w it h co n t in u it y b et w een t h e act in g p o sit io n an d t h e
n ew p er m an en t p o sit io n , Energy Queensland w ill p ay an y d if f er en ce in t h e em p lo yer
su p er an n u at io n co n t r ib u t io n b et w een t h e h ig h er d u t ies p o sit io n an d t h e p r evio u s
su b st an t ive p o sit io n , w h er e su ch em p lo yee elect s t o m ake u p t h eir r elev an t
co n t r ib u t io n s f o r t h at p er io d .
5.13 FIRST AID
Th e f o llo w in g r at es, w h ich h ave b een in d exed t o t h e salar y in cr eases p r o v id ed b y t h is

Ag r eem en t , w ill ap p ly t o Fir st Aid Allo w an ces.
Effective Date First Aid Allowance (per week)

1 st Mar ch 2018 $16.27
st
1 Mar ch 2019 $16.76
1 st Mar ch 2020 $17.26
Wh en an em p lo yee, w h o h o ld s a cu r r en t ap p r o p r iat e f ir st aid cer t if icat e, is ap p o in t ed b y

Energy Queensland as a f ir st aid at t en d an t t h ey w ill b e p aid at t h e r at e o f t h e ap p licat io n o f
t h e Fir st Aid Allo w an ce in ad d it io n t o t h eir o r d in ar y r at es. Energy Queensland w ill p ay f o r
t h e r elev an t Fir st Aid t r ain in g o f t h e ap p o in t ed o f f icer .
5.13.1 Senior First Aid Training

Em p lo yees w h o r esid e in r u r al an d r em o t e lo cat io n s an d u n d er t ake co n st r u ct io n an d
m ain t en an ce w o r k w ill b e p r o v id ed access b y Energy Queensland t o t r ain in g /f u r t h er
t r ain in g t o ach iev e Sen io r Fir st Aid Cer t if icat io n . Su ch t r ain in g w ill b e o n a vo lu n t ar y b asis
at t h e r eq u est o f t h e em p lo yee an d w ill b e at Energy Queensland’s exp en se.
Wh er e an em p lo yee elect s t o at t en d t h e t r ain in g co u r se in t h eir o w n t im e, Energy

Queensland w ill m eet t h e co st o f t h e em p lo y ee’s sp o u se/p ar t n er t o at t en d t h e co u r se.

Th e lo cat io n s (as a m in im u m ) ar e t h o se id en t if ied in t h e Energy Queensland No n -Ur b an
In cen t ives Po licy an d o t h er lo cat io n s w h er e it is co n sid er ed h ig h saf et y r isk as d et er m in ed
b y a o n lo cat io n r isk assessm en t .
5.14 LOCALITY ALLOWANCE
Energy Queensland w ill p ay a lo calit y allowance t o an em p lo yee w h o is em p lo yed at a

lo cat io n f o r w h ich a lo calit y allowance is p ay ab le in acco r d an ce w it h a d ir ect ive issu ed
u n d er t h e Pu b lic Ser vice Act 2008.
Fo r an em p lo yee w h o h as a d ep en d en t sp o u se/p ar t n er o r d ep en d en t ch ild an d w h o is

em p lo yed at a lo cat io n f o r w h ich a lo calit y allowance is p ayab le, t h e allowance w ill b e p aid
as f o llo w s:
 Fu ll-t im e em p lo y ee - at t h e ap p r o p r iat e r at e set o u t in t h e d ir ect ive; an d
 Par t -t im e em p lo yee - at a p r o p o r t io n at e am o u n t o f t h e r at e set o u t in t h e d ir ect ive.
Pr o vid ed t h at if an em p lo yee’s sp o u se/p ar t n er is also en t it led t o b e p aid a lo calit y

allowance u n d er t h is p ar t ; o r is em p lo y ed b y t h e St at e an d is e n t it led t o b e p aid a lo calit y
allowance, t h en t h e allowance w ill b e p ay ab le at eit h er o n e-h alf t h e ap p r o p r iat e r at e set o u t
in t h e d ir ect ive f o r a f u ll-t im e em p lo yee o r in t h e case o f a p ar t -t im e em p lo yee at a
p r o p o r t io n at e am o u n t o f t h e r at e.
Fo r an em p lo yee w h o d o es n o t h ave a d ep en d en t sp o u se/p ar t n er o r d ep en d en t ch ild an d

w h o is em p lo yed at a lo cat io n f o r w h ich a lo calit y allowance is p ayab le, t h e allowance w ill b e
p aid as f o llo w s:
 Fu ll-t im e em p lo y ee - at o n e-h alf t h e ap p r o p r iat e r at e set o u t in t h e d i r ect ive; an d
 Par t -t im e em p lo yee - at o n e-h alf o f t h e p r o p o r t io n at e am o u n t o f t h e r at e set o u t in
t h e d ir ect ive.
Wh er e an em p lo yee’s elig ib ilit y f o r lo calit y allowance is ch an g ed t h e em p lo yee m u st n o t if y

Energy Queensland im m ed iat ely.
Lo calit y allowance is n o t p ay ab le t o an em p lo yee w h o is ab sen t o n leav e w it h o u t p ay .
5.15 TOOL ALLOWANCE / PROVISION OF TOOLS
Th e Parties ackn o w led g e t h e ap p licat io n o f var yin g p r o visio n s f o r t o o ls t h r o u g h o u t Energy

Queensland.
Wh er e Energy Queensland elect s t o p r o g r essiv ely su p p ly all ap p licab le em p lo yees w it h t h e

r elev an t t o o ls t o u n d er t ake t h eir d u t ies in p lace o f p r o v id in g a t o o l allowance t o en su r e a
co n sist en t st an d ar d , Energy Queensland w ill co n su lt w it h t h e r elev an t Parties ab o u t t h e
im p lem en t at io n an d p r o g r essiv e su p p ly o f t o o ls.
Consultation w ill in clu d e r elev an t in f o r m at io n ab o u t t h e p r o cess f o r t h e su p p ly an d

r ep lacem en t o f t o o ls, t h e d et ails o f an y in su lat ed h an d t o o ls t h at ar e r eq u ir ed t o w o r k o n
live ap p ar at u s an d t h e p r o cess f o r ceasin g t o o l allowance p aym en t s w h er e ap p licab le.

5.15.1 Tool Allowance
Th e f o llo w in g t o o l Allowances w ill b e p aid t o t ech n ical em p lo yees w h o ar e r eq u ir ed t o
su p p ly an d u se t h eir o w n t o o ls in t h e f o llo w in g classes o f em p lo ym en t :
Per Week- Per Week- Per Per

Op er at ive Year 1 Week- Week-
d at e Year 2 Year 3
$ $ $ $
(i) elect r ical w o r k (g en er al), elect r ical 24.20 24.93 25.68 26.45
w ork (in st r u m en t at io n an d
p r o cess co n t r o l), m ech an ical w o r k
(g en er al), m ech an ical w ork
(au t o m o t ive)
(ii) elect r ical w ork (au t o m o t ive), 18.10 18.64 19.20 19.78
elect r o n ic w o r k, t u r n in g , sh eet
m et al w o r k
(iii) Cab le jo in t in g , elect r ical lin e w o r k, 12.20 12.57 12.95 13.34
w eld in g
To o l allo w an ces w ill n o t b e p aid w h ile em p lo yees ar e ab sen t o n an n u al leave o r lo n g

ser v ice leave.
5.15.2 Tools of Trade

Energy Queensland w ill m ake av ailab le t h e f o llo w in g t o o ls an d ap p lian ces w h en r eq u ir ed :
 Pr ecisio n t o o ls o ver 300 m m in len g t h , m icr o m et er s, ver n ier s, d ial in d icat o r s an d
o t h er sim ilar t o o ls, h eat in g ap p lian ces, h acksaw b lad es, f iles, p ip e g r ip s o ver 250 m m
in len g t h , t ap s, d ies, co ld ch isels, sp an n er s, scr ap er s, w r en ch es, p ip e d ies, clam p s,
jacks, t ackle, cau lkin g ir o n s, f r am e ch ain an d keys, m an d r els, m et al p o t s, p ip e cu t t er s,
p lu m b in g ir o n s, d r ills, vices, lam p s, b o b b in s, f o llo w er s, h am m er s o v er 1 kg an d p in ch
b ar s;
 Wh ilst p er f o r m in g w o r k t o a st an d ar d t h at m eet s leg islat ive r eq u ir em en t s an d
ap p r o ved w o r k p r act ices, all ap p r o p r iat e in su lat in g t o o ls, r u b b er m at s, o r o t h er
n ecessar y p r o t ect ive ap p lian ces w ill b e p r o v id e t o en su r e t h e saf et y o f st af f an d saf e
g u ar d ag ain st t h e in ad v er t en t o p er at io n o f p r o t ect ive d ev ices o r syst em s; an d
 To o ls, et c. - p u t t in g in o r d er - All em p lo yees w ill b e allo w ed su ch r easo n ab le t im e as
Energy Queensland d eem s n ecessar y d u r in g w o r kin g h o u r s o n t h e last w o r kin g d ay o f
each w eek t o p u t t h eir t o o ls, b en ch es, an d m ach in es in o r d er .
5.16 SUPERIOR AGREEMENT PROVISION
Th is Agreement ap p lies t o w o r k p er f o r m ed b y Energy Queensland em p lo yees co ver ed u n d er

t h is Agreement. No t w it h st an d in g t h is h o w ev er , w h er e su p er io r sit e o r lo cal p r o v isio n s
ap p ly u n d er t h e r elev an t ag r eem en t f o r sim ilar classif icat io n s, e.g . sit e allo w an ce, m u lt i-
st o r ey allo w an ce o r a sit e ag r eem en t co n t ain in g p r o visio n s t h at in ag g r eg at e ar e su p er io r
t o t h is Agreement, Energy Queensland w ill en su r e t h at it s em p lo yees r eceiv e n o less, in
ag g r eg at e, t h an t h e p r o visio n s o f t h e Su p er io r ag r eem en t .
5.16.1 Construction Site Allowance

Su b ject t o t h e ab o ve, w h en em p lo yees ar e w o r kin g o n a co n st r u ct io n sit e w h er e a
sp ecif ic sit e allowance is ap p licab le, t h ey w ill n o t b e p aid t h e sp ecif ic sit e allowance if t h ey
ar e u n d er t akin g n o r m al r o u t in e w o r k su ch as in sp ect io n s, m ain t en an ce et c. t h at is n o t
p ar t o f t h e g en er al sit e b u ild in g co n st r u ct io n act iv it y .

Th e ap p licat io n is as f o llo w s:
 Est ab lish t h at a sp ecif ic sit e allowance ap p lies u n d er t h e r elev an t ag r eem en t f o r sim ilar
classif icat io n s o n sit e;
 Ob t ain in w r it in g , f r o m t h e p r o ject ’s co o r d in at o r /su p er v iso r /r elevan t p er so n ,
co n f ir m at io n o f t h e ap p licab le sit e allowance contained in the relevant agreements, in clu d in g
t h e am o u n t p ay ab le; an d
 Fax t h e d et ails t o t h e r elevan t Energy Queensland su p er v iso r .
5.17 WORK IN THE RAIN
Su it ab le w at er p r o o f clo t h in g w ill b e su p p lied b y Energy Queensland, w h er e p r act icab le, t o

em p lo yees w h o ar e r eq u ir ed t o w o r k in t h e r ain .
Wh er e in t h e p er f o r m an ce o f su ch w o r k, an em p lo yee w h o se clo t h es b eco m e w et f r o m

r ain w ill b e p aid d o u b le r at es f o r all w o r k so p er f o r m ed an d su ch p aym en t w ill co n t in u e
u n t il t h e em p lo yee is ab le t o ch an g e in t o d r y clo t h in g o r u n t il w o r k ceases, w h ich ever is
t h e ear lier . Wh er e t h e em p lo yee h as t o h av e t h eir lu n ch in w et clo t h in g , t h en t h ey w ill b e
p aid d o u b le t im e f o r su ch lu n ch p er io d . Em p lo yees w ill ch an g e in t o d r y clo t h in g at t h e
ear liest p r act icab le o p p o r t u n it y .
Wh er e a call-o u t in vo lv es w o r k in t h e r ain an d w h e r e su ch call-o u t en t it les an em p lo y ee

o n ly t o t h e m in im u m p aym en t p r escr ib ed b y t h is Ag r eem en t , t h e p en alt y f o r w o r k in t h e
r ain w ill b e p aid in ad d it io n t o su ch m in im u m p aym en t .

PART 6 SUPERANNUATION
6.1 SUPERANNUATION
Em p lo yees co ver ed b y t h is Agreement w ill h ave su p er an n u at io n co n t r ib u t io n s (as

d et er m in ed b y t h e ap p licab le leg islat io n ) p aid in t o En er g y Su p er . Wit h t h e excep t io n o f
t h o se em p lo yees w h o h ave p r ev io u sly elect ed an alt er n at iv e su p er an n u at io n f u n d u n d er
a p r evio u s Ag r eem en t .
Wit h t h e excep t io n o f ser io u s m isco n d u ct o r o t h er g r o u n d s t h at w o u ld ju st if y

t er m in at io n , Energy Queensland w ill n o t t er m in at e an em p lo y ee w h o is in r eceip t o f
t em p o r ar y d isab lem en t in co m e p r o t ect io n p aym en t s f r o m En er g y Su p er .
Salar y f o r t h e p u r p o se o f su p er an n u at io n w ill n o t b e less t h an t h e salar y an em p lo yee is

en t it led p u r su an t t o t h is Agreement.
6.1.1 Energy Super Defined Contribution (DC) Members

Energy Queensland w ill m ake su p er an n u at io n co n t r ib u t io n s in acco r d an ce w it h t h e
Go ver n m en t Su p er an n u at io n Gu ar an t ee Levy . Fo r t h o se em p lo yees w h o h ave jo in ed t h e
En er g y Su p er Def in ed Co n t r ib u t io n (DC) Fu n d , Energy Queensland w ill co n t r ib u t e an
ad d it io n al 1% o f t h e em p lo yee’s o r d in ar y t im e ear n in g s w h er e t h e em p lo yee elect s t o
salar y sacr if ice 5% .(af t er -t ax) o r 5.88% (b ef o r e-t ax).
Fo r casu al em p lo yees, as a m in im u m , Energy Queensland w ill co n t r ib u t e 9.5% (o r t h e

ap p r o p r iat e p er cen t ag e as d et er m in ed b y t h e ap p licab le leg islat io n ) o f t h e am o u n t
o b t ain ed b y m u lt ip lyin g t h e casu al em p lo y ee’s o r d in ar y r at e o f p ay (in clu siv e o f casu al
lo ad in g ) b y t h e n u m b er o f h o u r s act u ally w o r ked u p t o , b u t n o t exceed in g 36.25 h o u r s in
an y w eek.
In d et er m in in g t h e am o u n t Energy Queensland w ill co n t r ib u t e f o r t h e b en ef it o f a p ar t

t im e em p lo yee, Energy Queensland w ill as a m in im u m co n t r ib u t e 9.5% (o r t h e ap p r o p r iat e
p er cen t ag e as d et er m in ed b y t h e ap p licab le leg islat io n ) o f t h e am o u n t o b t ain ed b y
m u lt ip ly in g t h e p ar t t im e em p lo yee’s o r d in ar y h o u r ly r at e o f p ay b y t h e n u m b er o f h o u r s
t h at t h e em p lo yee is o r d in ar ily r o st er ed t o w o r k in t h e p ay p er io d .
6.1.2 Insurance Cover – Defined Contribution

Energy Queensland w ill p ay f o r t en (10) u n it s o f In co m e Pr o t ect io n in su r an ce f o r DC
m em b er s in t h e En er g y Su p er Fu n d . Th e In co m e Pr o t ect io n in su r an ce w ill p r o v id e co v er
f o r t em p o r ar y d isab lem en t u p t o a p er io d o f t w o (2) year s.
Fo llo w in g an ap p licat io n f o r In co m e Pr o t ect io n t o En er g y Su p er , Energy Queensland w ill

p r o vid e salar y m ain t en an ce lim it ed t o 80% o f salar y f o r su p er an n u at io n p u r p o ses, in lin e
w it h t h e En er g y Su p er In co m e p r o t ect io n ar r an g em en t s f o r an y w ait in g p er io d r em ain in g
af t er f o u r t een (14) d ay s.
Elig ib ilit y t o salar y m ain t en an ce f o r an y w ait in g p er io d in excess o f f o u r t een (14) d ay s is

su b ject t o an em p lo yee exh au st in g accr u ed p er so n al leave u p t o a m axim u m o f t h ir t y (30)
d ay s t o t al (in clu siv e o f t h e in it ial f o u r t een (14) d ay s) an d m ed ical cer t if icat io n co n f ir m in g
t h e em p lo yee is u n f it f o r w o r k f o r a co n t in u o u s p er io d in excess o f t h e in co m e
p r o t ect io n w ait in g p er io d .
Energy Queensland w ill p ay f o r f iv e (5) u n it s o f Deat h an d To t al an d Per m an en t Disab lem en t

in su r an ce co ver f o r Def in ed Co n t r ib u t io n m em b er s in t h e En er g y Su p er Fu n d .
Fu ll d et ails o f t h e in su r an ce co ver p r o vid ed can b e o b t ain ed f r o m En er g y Su p er .

6.1.3 Energy Super Defined Benefit Fund (DB) Members
It is ag r eed t h at w it h r esp ect t o calcu lat in g t h e Fin al Aver ag e Salar y (FAS) f o r em p lo yees in
t h e d ef in ed b en ef it sect io n o f En er g y Su p er , t h e em p lo yee’s aver ag ed salar y o ver t h e
em p lo yee’s f in al y ear o f ser vice w ill b e u sed .
Energy Queensland ag r ees t h at it s em p lo yees w h o ar e m em b er s o f t h e Def in ed Ben ef it

sect io n o f t h e En er g y Su p er Fu n d Tr u st Deed w ill n o t , w it h o u t t h e em p lo yee’s w r it t en
ag r eem en t , b e t r an sf er r ed t o t h e Def in ed Co n t r ib u t io n sect io n o f t h e En er g y Su p er Fu n d
Tr u st Deed .
Energy Queensland w ill n o t clo se t h e Def in ed Ben ef it sect io n o f t h e En er g y Su p er Fu n d f o r

t h e lif e o f t h is Agreement.
Th e Parties co m m it t o r eview an y n eg at iv e im p act s t o t h e Def in ed Ben ef it Fu n d o f En er g y

Su p er t h at m ay o ccu r as a r esu lt o f leg islat iv e ch an g e t o t h e Su p er an n u at io n Gu ar an t ee
Levy.
6.1.4 Insurance Cover – Defined Benefit

Fo llo w in g an ap p licat io n f o r In co m e Pr o t ect io n t o En er g y Su p er , Energy Queensland w ill
p r o vid e salar y m ain t en an ce lim it ed t o 80% o f salar y f o r su p er an n u at io n p u r p o ses, in lin e
w it h t h e En er g y Su p er In co m e p r o t ect io n ar r an g em en t s f o r an y w ait in g p er io d r em ain in g
af t er f o u r t een (14) d ay s. Elig ib ilit y t o salar y m ain t en an ce f o r an y w ait in g p er io d in excess
o f f o u r t een (14) d ay s is su b ject t o all p er so n al leave h avin g b een exh au st ed an d m ed ical
cer t if icat io n co n f ir m in g t h e em p lo yee is u n f it f o r w o r k f o r a co n t in u o u s p er io d in excess
o f t h ir t y (30) d ays.
Fu ll d et ails o f t h e in su r an ce co ver p r o vid ed can b e o b t ain ed f r o m En er g y Su p er .
6.1.5 Insurance Cover – Choice of Fund

Fo r t h o se em p lo yees w h o h ave p r evio u sly elect ed an alt er n at ive su p er an n u at io n f u n d
u n d er a p r ev io u s Ag r eem en t , Energy Queensland w ill m ake ad d it io n al co n t r ib u t io n s t o
em p lo yees’ su p er an n u at io n f u n d t o p ay f o r in su r an ce co ver . Energy Queensland cu r r en t ly
p r o vid es t en (10) Un it s o f In co m e Pr o t ect io n In su r an ce an d f ive (5) u n it s o f Deat h o r To t al
an d Per m an en t Disab lem en t in su r an ce, t o all em p lo yees. Th e n u m b er o f u n it s is su b ject
t o ch an g e as p er t h e in su r an ce p o licy , em p lo y ees w ill n o t b e d isad v an t ag ed as a r esu lt o f
t h ese ch an g es.
Energy Queensland w ill p ay t h e p r em iu m s f o r t h is in su r an ce co ver t o em p lo yees’
su p er an n u at io n acco u n t s as f o llo w s:
1. Em p lo yees w it h ch o ice o f f u n d (in clu d in g in su r an ce) w ill h av e t h e eq u iv alen t

p r em iu m p aid in t o t h eir n o m in at ed su p er an n u at io n acco u n t .
2. Th e p aym en t o f an y in su r an ce b en ef it s t o an em p lo yee o n t h e su b m issio n o f a
claim w ill b e su b ject t o t h e t er m s an d co n d it io n s o f t h e ap p licab le in su r an ce p o licy
o b t ain ed b y t h e r elev an t su p er an n u at io n f u n d .
Fo llo w in g ap p licat io n b y an em p lo yee t o t h eir n o m in at ed su p er an n u at i o n f u n d f o r

In co m e Pr o t ect io n In su r an ce, Energy Queensland w ill p r o v id e b en ef it s o f 80% o f b ase salar y
f o r an y sp ecif ied w ait in g p er io d in excess o f 14 d ays.
Base salar y f o r t h e p u r p o se o f t h is clau se in clu d es all p lat ed allo w an ces (exclu d in g t o o l

allo w an ces) an d p r o ject ed sh if t p en alt ies.
6.1.6 Employer Provided Additional Income Protection

Elig ib ilit y t o em p lo yer p r o vid ed ad d it io n al in co m e p r o t ect io n is su b ject t o an em p lo yee:
 Pr o vid in g ev id en ce an ap p licat io n f o r in co m e p r o t ect io n h as b een m ad e;

 Pr o vid in g a m ed ical cer t if icat e f r o m a r elevan t m ed ical p r act it io n er o u t lin in g t h e
n at u r e an d ap p r o xim at e d u r at io n o f t h e illn ess/in ju r y ; an d
 Exh au st in g all p er so n al sick leav e accr u als.

PART 7 NON SALARY BENEFITS
7.1 OPERATIONAL EXPENSES
Wh er e an em p lo y ee is sp ecif ically d ir ect ed t o p r o vid e o r m ain t ain an y eq u ip m en t o r

f acilit ies (o r in cu r d ir ect exp en ses) as an o p er at io n al r eq u ir em en t o f t h eir p o sit io n su ch as
lan d -lin e p h o n e, co m p u t er s et c., Energy Queensland w ill m eet t h e co st s o f all su ch
exp en ses, in st allat io n s, co n t in u in g m ain t en an ce o r r en t al t h at m ay b e ap p licab le. An y
co st s o f p r ivat e u se o f t h ese f acilit ies w ill b e m et d ir ect ly b y t h e em p lo yee in vo lved .
7.2 LICENCE FEE REIMBURSEMENT
Energy Queensland w ill r eim b u r se f ees f o r all em p lo yees w h o ar e r eq u ir ed t o o b t ain an d

m ain t ain t r ad e accr ed it at io n an d p r o f essio n al licen ce f ees in clu d in g Reg ist r at io n
Pr o f essio n al En g in eer s Qu een slan d (RPEQ), w h er e leg islat io n o r Energy Queensland r eq u ir es
t h at p er so n t o b e licen sed as an essen t ial r eq u ir em en t o f t h eir p o sit io n p r o f ile.
7.3 VEHICLE LICENCE FEE REIMBURSEMENT
Energy Queensland w ill r eim b u r se f ees f o r em p lo yees f o r o b t ain in g an d m ain t ain in g

cu r r en cy o f t h eir r elev an t d r iver s’ licen ces as an essen t ial r eq u ir em en t o f t h eir p o sit io n
o n t h e f o llo w in g d o llar b asis p er licen ce r en ew al:
Drivers Licence Percentage (%)

MC 100%
HC 100%
HR 100%
MR 100%
LR 100%
C 100%
Wh er e a veh icle licen ce is r eim b u r sed as an essen t ial r eq u ir em en t o f an em p lo yee/s

p o sit io n , an y p r o p o sed ch an g e t o t h e exist in g r eim b u r sem en t ar r an g em en t w ill b e
u n d er t aken in co n su lt at io n w it h t h e em p lo yee an d r elev an t u n io n /s
7.4 SALARY SACRIFICING
7.4.1 Salary Sacrifice Principles

Salar y sacr if ice o p t io n s f o r em p lo yees ar e availab le in acco r d an ce w it h ap p licab le t ax
leg islat io n an d an y r est r ict io n s o r p o licies t h at Energy Queensland m ay w ish t o im p o se f r o m
t im e t o t im e.
An y salar y sacr if ice ar r an g em en t s m u st b e at n o co st t o Energy Queensland an d in

co m p lian ce w it h ap p licab le t ax leg islat io n an d su p er an n u at io n f u n d r u le s. Energy
Queensland m ay ch an g e t h e b en ef it s t h at it o f f er s t o r ef lect ch an g es in t h e t axat io n law .
An em p lo yee can im p lem en t salar y sacr if ice ar r an g em en t s at an y t im e. Ho w ever , o n ce in

p lace, su b ject t o t h is Agreement an d in excep t io n al cir cu m st an ces, ch an g es t o t h e salar y
sacr if ice ar r an g em en t can o n ly b e m ad e o n ce p er year .
It is r eco m m en d ed t h at em p lo yees o b t ain in d ep en d en t f in an cial ad vice sp ecif ic t o t h eir

cir cu m st an ces b ef o r e im p lem en t in g o r ch an g in g a salar y sacr if ice ar r an g em en t .

7.4.2 Post Salary Sacrifice
If an em p lo yee im p lem en t s a salar y sacr if ice ar r an g em en t t h e r ed u ced salar y w ill b e t h e
salar y f o r all purposes o f t h is Agreement, excep t f o r t h e p u r p o ses o f su p er an n u at io n ,
o ver t im e an d t er m in at io n en t it lem en t s.
If an em p lo yee t er m in at es o r r ed u ces t h e am o u n t o f t h eir salar y sacr if ice, t h e em p lo yee’s

m in im u m salar y en t it lem en t w ill in cr ease o r r ever t t o t h e p r e -sacr if ice am o u n t as
ap p licab le.
7.5 INDEMNITY OF EMPLOYEES AGAINST LIABILITY
As f ar as it is ab le u n d er law Energy Queensland w ill in d em n if y p ast an d p r esen t em p lo yees

ag ain st leg al liab ilit y f o r an y claim f o r co m p en sat io n o r leg al co st s ar isin g in r esp ect o f
liab ilit y f o r w o r k p er f o r m ed w h ilst an em p lo y ee o f Energy Queensland f o r t h e b en ef it an d
at t h e d ir ect io n o f Energy Queensland, su b ject t o t h e f o llo w in g co n d it io n s:
 All w o r k m u st b e p er f o r m ed in acco r d an ce w it h Energy Queensland’ p r o ced u r es an d /o r
accep t ed p r act ice;
 Em p lo yees m u st n o t exceed an y r elev an t au t h o r it y lev els;
 All r easo n ab le in st r u ct io n s o f Energy Queensland ar e f o llo w ed in t h e p er f o r m an ce o f
w o r k;
 Em p lo yees w ill n o t co m m it an y act o r o m issio n w it h a r eckless d isr eg ar d f o r t h e
co n seq u en ces d u r in g t h e co u r se o f w o r k;
 Em p lo yees w ill n o t en g ag e in f r au d u len t , cr im in al, d ish o n est an d /o r m alicio u s act s o r
o m issio n s o r w ilf u l b r each o f an y st at u t e, co n t r act o r d u t y d u r in g t h e co u r se o f w o r k;
an d
 Em p lo yees n o t if y Energy Queensland o f t h e r eceip t o f an y claim o r o f an y cir cu m st an ce
t h at m ay g ive r ise t o a claim at t h e ear liest p o ssib le o p p o r t u n it y .
Th e parties t o t h is Agreement co m m it t o t h e d evelo p m en t o f su p p o r t in g d o cu m en t at io n

su ch as p o licies an d g u id elin es in r elat io n t o t h is p r o v isio n .
7.6 RELOCATION
Wh er e Energy Queensland d et er m in es t h at r elo cat io n exp en ses w ill b e p aid , o r in
cir cu m st an ces w h er e Energy Queensland r eq u est s an em p lo yee t o r elo cat e, t h e
r eim b u r sem en t an d b en ef it s asso ciat ed w it h r elo cat io n w ill b e ap p lied eq u it ab ly t o all
em p lo yees r eg ar d less o f classif icat io n in acco r d an ce w it h Energy Queensland’ Relo cat io n
Po licy an d Gu id elin es.
Th e p ar t ies ag r ee t h at o n r elo cat io n t h e f o llo w in g ar r an g em en t s w ill ap p ly as a m in im u m :

 Relo cat io n exp en ses r easo n ab ly in cu r r ed b y t h e em p lo y ee;
 Tr avellin g exp en ses o f t h e em p lo y ee an d d ep en d en t s; an d
 Co st o f r em o v al o f f u r n it u r e an d ef f ect s f r o m t h eir p lace o f en g ag em en t t o t h e jo b .
Th e co n d it io n s w ill ap p ly u p o n ap p o in t m en t o f t h e em p lo yee t o n ew p laces o f
em p lo ym en t w h er e:
 Th e r ad ial d ist an ce f r o m t h e p r esen t p lace o f r esid en ce t o su ch n ew d ep o t [o r
r eco g n ised p lace o f em p lo ym en t ] is n o t less t h an 50 kilo m et r es; an d /o r
 Wh er e cir cu m st an ces ar e co n sid er ed t o w ar r an t su ch act io n , an em p lo yee t r an sf er r ed
t o a lo cat io n w h er e n o h o u se is av ailab le w ill b e r eim b u r sed r easo n ab le b o ar d an d
lo d g in g exp en ses u n t il t h e em p lo yee b eco m es d o m iciled .

7.7 TRANSFER CONDITIONS
On en g ag em en t r elo cat io n exp en ses r easo n ab ly in cu r r ed , w h ich w o u ld in clu d e f ir st class

r ail f ar es [o r eq u iv alen t ] an d t r avellin g exp en ses o f em p lo yees an d d ep en d en t s, t o g et h er
w it h co st o f r em o v al o f f u r n it u r e an d ef f ect s t o a m easu r em en t n o t exceed in g six [6]
t o n n es f r o m t h eir p lace o f en g ag em en t t o t h e jo b w ill, su b ject t o t h e p r o d u ct io n o f
sat isf act o r y evid en ce o f t h e p aym en t o f su ch f ar es an d exp en ses, b e r eim b u r sed t o t h e
em p lo yees o n co m p let io n o f 12 m o n t h s' ser v ice:
Pr o vid ed t h at t h e co n d it io n s o f r eim b u r sem en t exp en ses w ill ap p ly co n seq u en t u p o n

ap p o in t m en t o f em p lo yees t o n ew p laces o f em p lo ym en t w h er e:
 Th e r ad ial d ist an ce f r o m t h e p r esen t p lace o f r esid en ce t o su ch n ew d ep o t [o r
r eco g n ised p lace o f em p lo ym en t ] is n o t less t h an 50 kilo m et r es; an d /o r
 Th e em p lo yees ar e r eq u ir ed b y Energy Queensland t o m o ve t h eir p lace o f r esid en ce.
An em p lo yee w it h d ep en d en t s w h o is t r an sf er r ed t o a lo cat io n w h er e n o su it ab le
acco m m o d at io n is availab le w ill b e r eim b u r sed r easo n ab le b o ar d an d acco m m o d at io n
exp en ses u n t il t h e em p lo yee secu r es p er m an en t acco m m o d at io n f o r a p er io d n o t
exceed in g o n e m o n t h .
7.8 ACCESS TO COMPUTERS
Energy Queensland w ill p r o v id e em p lo y ees w it h t h e m o st u p t o d at e an d r elev an t

in f o r m at io n . Th e b est m ean s t o ach ieve t h is w ill in clu d e t h e d ist r ib u t io n o f m at er ial v ia e -
m ail an d p r o v id in g access f o r em p lo yees t o co m p an y co m p u t er s in t h e w o r kp lace w h er e
p r act ical. Th is w ill in clu d e e -m ail access f o r r eceip t an d f o r w ar d in g o f co r r esp o n d en ce o f
Parties sig n at o r y t o t h is Agreement su b ject t o su ch r easo n ab le r est r ict io n s as Energy
Queensland m ay ap p ly .
7.9 FUNERAL BENEFIT
A b en ef it o f $10,000 w ill b e p aid im m ed iat ely b y Energy Queensland t o t h e nominated

employee representative p er so n u p o n t h e d eat h o f an y cu r r en t Energy Queensland em p lo yee.
Th is p aym en t is aim ed at su p p o r t in g t h e nominated employee representative p er so n f in an cially

w it h t h e f u n er al an d an y o t h er im m ed iat e exp en ses in t h eir t im e o f n eed an d su p p o r t
To en su r e t h e p aym en t is ab le t o b e f acilit at ed in a t im ely m an n er it is t h e r esp o n si b ilit y

o f t h e em p lo yee t o en su r e Energy Queensland h as b een ad vised o f t h e nominated employee
representative p er so n

PART 8 HOURS OF WORK
8.1 HOURS OF WORK
Th e o r d in ar y h o u r s o f w o r k w ill n o t exceed an aver ag e o f 36.25 h o u r s p er w eek (Mo n d ay

t o Fr id ay) t o b e w o r ked b et w een 6.00am an d 6.30p m o ver a n in e (9) d ay f o r t n ig h t .
Ho w ever , o t h er p at t er n s o f w o r kin g o r d in ar y h o u r s m ay b e w o r ked b y m u t u al ag r eem en t
b et w een t h e p ar t ies at a p ar t icu lar p lace o f w o r k o r p u r su an t t o t h e Alt er n at ive
Em p lo ym en t Ar r an g em en t s p r escr ib ed b y t h is Ag r eem en t .
An em p lo yee m ay w o r k u p t o 12 o r d in ar y h o u r s o n an y d ay . Th is w ill b e est ab lish ed as

p ar t o f a m u t u ally ag r eed p r e -ar r an g ed r o st er . In d et er m in in g t h ese r o st er s,
co n sid er at io n w ill b e g iven t o h ealt h an d saf et y an d f at ig u e m an ag em en t issu es.
In o r d er t o m eet o p er at io n al an d w o r k r eq u ir em en t s, t h e d aily sp r ead o f h o u r s f o r d ay

w o r kin g em p lo yees, p r o vid ed f o r in t h is Ag r eem en t o n an o r d in ar y w o r k d ay (6.00am t o
6.30p m , Mo n d ay t o Fr id ay ), m ay b e in cr eased b y m u t u al ag r eem en t t o an ad d it io n al o n e
(1) h o u r at eit h er t h e co m m en cem en t o r f in ish o f t h e o r d in ar y w o r k d ay . Th is w ill r esu lt in
t h e d aily ‘sp r ead o f h o u r s’ b ein g in cr eased t o co ver a p er io d o f eit h er 5.00am t o 6.30p m
o r 6.00am t o 7.30p m . Th e o r d in ar y w o r kin g h o u r s m ay t h en b e w o r ked b et w een t h ese
t im es.
Th e f o llo w in g ch an g e m ay b e in vo ked b y Energy Queensland o n an y in d ivid u al n o m o r e

t h an t w ice in an y calen d ar y ear :
 Ch an g e o f st ar t an d f in ish t im es w it h in t h e o r d in ar y h o u r s o f t h e Ag r eem en t .
Th e im p lem en t at io n o f t h is ch an g e w ill b e su b ject t o :

 Co n su lt at io n h av in g o ccu r r ed w it h t h o se d ir ect ly im p act ed ; an d
 Reaso n ab le n o t ice o f o n e (1) m o n t h h avin g b een g iven o f t h e im p lem en t at io n ; o r
 Th e ch an g e h avin g b een m u t u ally ag r eed .
8.2 ROSTERED DAY OFF (RDO)
Th e Ro st er ed Day Of f (RDO) w ill b e Sch ed u led o n eit h er a Mo n d ay o r Fr id ay , u n less v ar ied

b y Mutual Agreement t o su it o p er at io n al r eq u ir em en t s.
Th e f o llo w in g ch an g e m ay b e in vo ked b y EQL o n an y in d iv id u al n o m o r e t h an t w ice in an y

calen d ar year :
 Wh er e an em p lo y ee is allo cat ed t o ch an g e w o r k cr ew s t h e in d iv id u al RDO m ay b e
ch an g ed f r o m Mo n d ay t o Fr id ay o r v ice ver sa t o m eet t h e n ew cr ew s RDO’s sch ed u le
Em p lo yees w o r kin g a n in e (9) d ay f o r t n ig h t w h o ar e r eq u ir ed t o w o r k o n t h eir r o st er ed

d ay o f f (RDO), w ill b e p aid t h e o ver t im e r at es p r escr ib ed f o r w o r k o n Mo n d ays t o Fr id ays
an d w h er e r eq u ir ed t o r ep o r t f o r w o r k b et w een m id n ig h t an d 6 a.m . w ill b e p aid at t h e
r at e o f d o u b le t im e f o r all t im e w o r ked u p t o 7 a.m .
By ag r eem en t w it h Energy Queensland, em p lo yees w h o w o r k o n t h eir r o st er ed d ay o f f an d

elect t o su b st it u t e an o t h er o r d in ar y w o r kin g d ay f o r t h eir r o st er ed d ay o f f w ill b e p aid at
base rates f o r w o r k d u r in g w h at o t h er w ise w o u ld b e o r d in ar y h o u r s (8 h o u r s 3 m in u t es),
an d ap p r o p r iat e o ver t im e r at es f o r w o r k p er f o r m ed in excess o f t h eir o r d in ar y h o u r s

8.2.1 Banking of Rostered Day Off (RDO)
Th e b an kin g o f a RDO is su b ject t o Mutual Agreement b et w een t h e em p lo yee an d r elev an t
su p er v iso r o r m an ag er an d is t o b e r eco r d ed o n t h e em p lo yee’s t im esh eet . Em p lo yees
w ill o n ly b e ab le t o b an k u p t o t en (10) RDO’s. An y at t em p t t o b an k f u r t h er RDO’s in excess
o f t h is lim it w ill b e p aid at ap p r o p r iat e o v er t im e r at es.
Th e t akin g o f b an ked RDO’s w ill b e su b ject t o Mutual Agreement b et w een t h e em p lo y ee an d

r elev an t su p er viso r o r m an ag er r eco r d ed o n t h e em p lo yee’s t im esh eet . An y r eq u est t o
t ake a b an ked RDO w ill n o t b e u n r easo n ab ly r ef u sed an d m ay b e t aken in co n ju n ct io n
w it h an n u al leave.
Ap p r en t ices w h en o n b lo ck r elease at TAFE o r o t h er lear n in g in st it u t io n s an d w h o as a

r esu lt f o r g o t h eir RDO d u e t o t h e b lo ck r elease t r ain in g Sch ed u le m u st t ake an y p r evio u sly
ag r eed b an ked t im e o f f as so o n as p r act icab le w it h in f o u r (4) w eeks o f r et u r n in g t o t h eir
Sch ed u led p lace o f w o r k.
Ban ked RDO’s w ill b e accr u ed at o r d in ar y t im e an d if elect ed b y t h e em p lo yee t o b e p aid

o u t , w ill b e p aid o u t at o r d in ar y t im e r at es.
8.2.2 Rostered Days Off – South East Contact Centre

Th e allo cat io n o f an em p lo yee’s RDO can b e an y d ay Mo n d ay t o Fr id ay w h er e t h e
f o llo w in g co n d it io n s ar e m et :
 Fo r all n ew o r vacan t p o sit io n s, Energy Queensland w ill h av e t h e d iscr et io n t o set o r
sch ed u le t h e em p lo yee’s RDO o n an y d ay Mo n d ay t o Fr id ay ;
 RDO ar r an g em en t s f o r exist in g p o sit io n s w ill r em ain in p lace an d t h e p r o visio n s
o u t lin ed w ill ap p ly (w h er e ap p licab le) f o r ap p o in t m en t s t o n ew o r vacan t p o sit io n s
o n ly, u n less t h e ch an g e is m u t u ally ag r eed ; an d
 In d et er m in in g w h et h er an RDO w ill b e sch ed u led o n a d ay o t h er t h an a Mo n d ay o r
Fr id ay , Energy Queensland w ill t ake in t o co n sid er at io n t h e em p lo yee’s p er so n al an d /o r
f in an cial co m m it m en t s w h er e ap p licab le.
8.3 LEGACY WEEKLY AND FORTNIGHTLY WORK PATTERNS
Exist in g t h r ee (3) d ay w eek, f o u r (4) d ay w eek, o r eig h t (8) d ay f o r t n ig h t w o r k p at t er n s

cu r r en t ly est ab lish ed in t h e leg acy r eg io n s o f Mackay , Wid e Bay , So u t h West an d So u t h
East w ill b e m ain t ain ed d u r in g t h e lif e o f t h is Agreement w h er e t h e in cu m b en t co n t in u es
t o o ccu p y t h eir cu r r en t p o sit io n . Th e p o sit io n w ill r ever t b ack t o a n in e (9) d ay f o r t n ig h t
o n t h e r esig n at io n o r r et ir em en t o f t h e in cu m b en t , o r w h en t h e in cu m b en t is su ccessf u l
in ap p ly in g f o r a n ew p o sit io n b ased o n a n in e (9) d ay f o r t n ig h t . No t w it h st an d in g t h e
ab o ve, em p lo yees w o r kin g in t h e t h r ee (3) d ay w eek ar r an g em en t w ill, w h er e t h at g r o u p
is r ed u ced d o w n t o o n e (1) em p lo yee o n a p er m an en t b asis, t h at em p lo yee w ill r ever t t o
a n in e (9) d ay f o r t n ig h t .
8.4 MEAL BREAK
Th e r eco g n ised u n p aid lu n ch b r eak w ill b e r o st er ed b et w een t h e 4t h an d 6t h h o u r f r o m

t h e em p lo yee’s st ar t t im e. An em p lo y ee w ill b e en t it led t o r eceive a m in im u m o f t h ir t y
(30) m in u t es an d a m axim u m o f o n e (1) h o u r f o r a m eal b r eak, exclu d in g sh if t w o r ker s. To
f acilit at e g r eat er f lexib ilit y, t im in g o f m eal b r eaks m ay b e var ied b et w een t h e 4 t h an d 6 t h
h o u r s t o m eet t h e o p er at io n al r eq u ir em en t s o f t h e b u sin ess

No em p lo yee w ill b e r eq u ir ed t o w o r k m o r e t h an six (6) h o u r s w it h o u t a b r eak f o r a m eal.
All w o r k d o n e d u r in g t h e r eco g n ised m eal p er io d w ill b e p aid f o r at t h e r at e o f d o u b le
t im e, an d p aym en t at t h is r at e w ill co n t in u e u n t il an o t h er an d u n in t er r u p t ed m eal p er io d
o f t h ir t y m in u t es h as co m m en ced o r u n t il t h e cessat io n o f t h at d ay’s w o r k, w h ich ev er
o ccu r s f ir st .
8.5 REST PAUSES
Ever y em p lo y ee [o t h er t h an a casu al an d p ar t t im e em p lo y ee] w ill b e en t it led t o a r est

p au se o r p au ses n o t exceed in g a t o t al o f 20 m in u t es d u r at io n in Energy Queensland’ t im e
d u r in g t h e r o st er ed w o r k p er io d .
Wh er e p r act icab le su ch r est p au se o r p au ses m ay b e t aken in a m an n er an d at su ch t im e

o r t im es as ag r eed u p o n b et w een Energy Queensland’ an d t h e m ajo r it y o f em p lo yees at t h e
w o r k lo cat io n so t h at co n t in u it y o f w o r k w ill n o t b e in t er r u p t ed w h er e co n t in u it y is
n ecessar y.
Casu al an d p ar t t im e em p lo yees, w h o w o r k a m in im u m o f f o u r [4] co n secu t ive o r d in ar y

h o u r s, b u t less t h an eig h t [8] o r d in ar y co n secu t ive h o u r s o n an y o n e d ay, w ill r eceive a
r est p au se o f t en [10] m in u t es d u r at io n . Em p lo yees w h o w o r k a m in im u m o f eig h t [8]
o r d in ar y co n secu t ive h o u r s w ill r eceive a r est p au se o r p au ses.
8.6 TEN (10) DAY ALTERNATIVE EMPLOYMENT ARRANGEMENTS
Wh er e Energy Queensland o f f er s t h ese ar r an g em en t s t o n ew o r exist in g em p lo yees, Energy

Queensland w ill also o f f er t h e em p lo y ee t h e o p t io n o f r em ain in g w it h in t h e g en er al t er m s
an d co n d it io n s o f t h is Agreement. Wit h t h e excep t io n o f t h o se em p lo yees b ein g o f f er ed an
In d iv id u al Em p lo ym en t Ar r an g em en t (IEA), em p lo yees b ein g r ecr u it ed in t o n ew p o sit io n s
w ill n o t b e r eq u ir ed t o m ake kn o w n w h et h er t h ey w ill ag r ee t o w o r k a t en (10) d ay
f o r t n ig h t o r n in e (9) d ay f o r t n ig h t u n t il t h ey h ave b een f o r m ally o f f er ed t h e p o sit io n .
Th e Parties also ackn o w led g e t h at a n u m b er o f em p lo yees ar e em p lo y ed u n d er in d ivid u al

em p lo ym en t ar r an g em en t s t h at w er e in p lace p r io r t o t h e lo d g em en t o f t h is Agreement.
An em p lo y ee m ay elect t o r em ain o n t h e t er m s o f t h e in d ivid u al em p lo ym en t
ar r an g em en t s o r IEA w h ile t h ey co n t in u e t o o ccu p y t h eir cu r r en t p o sit io n , p r o v id ed t h e
ar r an g em en t h as b een d o cu m en t ed . In ad ver t isin g p o sit io n s o n a t en (10) d ay f o r t n ig h t ,
Energy Queensland w ill in clu d e a st at em en t t h at a n in e (9) d ay f o r t n ig h t w ill also b e
av ailab le t o t h e su ccessf u l ap p lican t o n ap p o in t m en t .
8.6.1 Employees Classified at Salary Point 11.0 and above

Th e o p t io n t o t ake u p t h ese ar r an g em en t s w ill b e o n a m u t u ally ag r eed b asis b et w een
Energy Queensland an d t h e em p lo yee w h o is classif ied at Salar y Po in t 11.0 an d ab o ve o f t h is
Agreement w h o ag r ees t o w o r k a t en (10) d ay f o r t n ig h t ar r an g em en t in acco r d an ce w it h
t h e f o llo w in g :
1. Wh er e t h e Ar r an g em en t co ver s a f o r t y (40) h o u r w eek, t en (10) d ay f o r t n ig h t

w it h in t h e d ef in ed sp r ead o f h o u r s 6.00am – 6.30p m Mo n d ay t o Fr id ay , t h e base rate
in clu d es a 13% lo ad in g .
Em p lo yees u n d er t h is ar r an g em en t r em ain elig ib le t o r eceive Wo r kin g Aw ay f r o m Ho m e

Meal Allowances, Availab ilit y Du t y Allowance an d In cid en t al Allowance as ap p licab le, h o w ever
em p lo yees w ill b e exem p t f r o m claim in g t h e h o u r s an d o ver t im e p r o v isio n s o f t h is
Agreement u p t o f o r t y (40) h o u r s p er w eek. An y au t h o r ised o ver t im e f o r h o u r s w o r ked in
excess o f f o r t y (40) o r d in ar y h o u r s p er w eek w ill b e p aid at ap p licab le o ver t im e r at es.

2. Wh er e t h e Ar r an g em en t co ver s a f o r t y (40) h o u r w eek, t en (10) d ay f o r t n ig h t
w it h in t h e d ef in ed sp r ead o f h o u r s 6.00am – 6.30p m Mo n d ay t o Fr id ay , an d also
co n sid er at io n f o r a n o t io n al f o u r (4) h o u r s o ver t im e p er w eek (Mo n d ay t o Su n d ay ), t h e
base rate in clu d es a 15% lo ad in g
Em p lo yees u n d er t h is ar r an g em en t r em ain elig ib le t o r eceive, Wo r kin g Aw ay f r o m Ho m e

Meal Allowances, Av ailab ilit y Du t y Allowance an d In cid en t al Allowance as ap p licab le, h o w ev er
em p lo yees w ill b e exem p t f r o m claim in g t h e h o u r s, o ver t im e an d t r av el t im e p r o v isio n s
o f t h is Agreement u p t o f o r t y f o u r (44) h o u r s p er w eek. An y au t h o r ised o ver t im e o r t r avel
t im e f o r h o u r s w o r ked in excess o f f o r t y f o u r (44) o r d in ar y h o u r s p er w eek w ill b e p aid at
ap p licab le o ver t im e o r t r av el t im e r at es in acco r d an ce w it h t h e o ver t im e o r t r avel t im e
p r o visio n s o f t h is Agreement.
3. Wh er e t h e ar r an g em en t co ver s a t en (10) d ay f o r t n ig h t an d also in clu d es

co n sid er at io n f o r w h at w o u ld o t h er w ise b e f o r w o r kin g o f all o v er t im e, Allowances as
d ef in ed an d all o t h er p en alt ies o f t h is Agreement, t h e base rate in clu d es a 20% lo ad in g
Em p lo yees u n d er t h is ar r an g em en t r em ain elig ib le t o r eceive, Wo r kin g Aw ay f r o m Ho m e

Meal Allowances (Av ailab ilit y Du t y Allowance an d In cid en t al Allowance as ap p licab le.
No t w it h st an d in g , ext r ao r d in ar y an d co n t in u o u s p er io d s o f w o r k d u r in g m ajo r sy st em s
f ailu r es o r d am ag e cau sed b y st o r m s o r cyclo n es w ill, w h er e t h e p er io d o f h o u r s w o r ked
is in excess o f t en (10) h o u r s each d ay f o r m o r e t h an t w o (2) co n secu t ive d ay s b e p aid as
o ver t im e
Em p lo yees w o r kin g p u r su an t t o t h e ab o v e ar r an g em en t s w ill r em ain en t it led t o all salar y

in cr eases an d o t h er em p lo ym en t en t it lem en t s p r o vid ed b y t h is Agreement u n less
o t h er w ise d ef in ed .
Th e em p lo yee an d t h eir m an ag er o r su p er viso r m u st m o n it o r an d g iv e d u e co n sid er at io n

t o t h e m an ag em en t o f f at ig u e u n d er all o f t h e ab o ve ar r an g em en t s.
Th e ab o v e all purpose lo ad in g s sh all b e u sed w h en calcu lat in g an em p lo yee’s p aym en t f o r

o ver t im e, an n u al leave, Lo n g Ser vice Leav e, p ar en t al leave, su p er an n u at io n , sever an ce
an d r et r en ch m en t p ay m en t s.
Wh er e su ch ar r an g em en t s ar e m ad e t h ey sh all b e r eco r d ed in w r it in g (w it h a co p y f o r
each p ar t y).
8.6.2 Employees below Salary Point 11.0

Th e o p t io n t o t ake u p t h ese ar r an g em en t s w ill b e o n a m u t u ally ag r eed b asis b et w een
Energy Queensland an d t h e em p lo y ee as f o llo w s:
 Fo r t h o se em p lo yees classif ied in t h e Ad m in ist r at ive an d Pr o f essio n al Man ag er ial

St r eam s b et w een Salar y Po in t 1.0 an d Salar y Po in t 11.0 co n t ain ed in Sch ed u le 1 o f t h is
Agreement.
 Fo r t h o se em p lo y ees classif ied in t h e Tech n ical Classif icat io n St r eam co ver in g

Su p er v iso r y an d Par a-Pr o f essio n al su b -st r eam s b et w een Salar y Po in t 9.0 an d Salar y
Po in t 11.0 co n t ain ed in Sch ed u le 1 o f t h is Agreement. Fo r exam p le t h e p o sit io n s
co ver ed w o u ld t yp ically b e t it led , Wo r k Gr o u p Lead er , Sch ed u ler , Co n t r act Of f icer s,
Tech n ical Tr ain er s, Elect r ical Sy st em Desig n er s, Main t en an ce Of f icer s an d u n iq u e an d
st an d alo n e p o sit io n s as ag r eed b y t h e p ar t ies.
Fo r em p lo yees d ef in ed ab o ve w h o ag r ee t o w o r k a t en (10) d ay f o r t n ig h t ar r an g em en t
t h is w ill b e in acco r d an ce w it h t h e f o llo w in g :

1. Wh er e t h e Ar r an g em en t co ver s a f o r t y (40) h o u r w eek, t en (10) d ay f o r t n ig h t w it h in t h e
d ef in ed sp r ead o f h o u r s 6.00am – 6.30p m Mo n d ay t o Fr id ay, t h e base rate in clu d es a
15.5% lo ad in g .

em p lo yees w ill b e exem p t f r o m claim in g t h e h o u r s an d o ver t im e p r o v isio n s o f t h is
Agreement u p t o f o r t y (40) h o u r s p er w eek. An y au t h o r ised o ver t im e f o r h o u r s w o r ked in
excess o f f o r t y (40) o r d in ar y h o u r s p er w eek w ill b e p aid at ap p licab le o ver t im e r at es.
2. Wh er e t h e Ar r an g em en t co ver s a f o r t y (40) h o u r w eek, t en (10) d ay f o r t n ig h t w it h in t h e

d ef in ed sp r ead o f h o u r s 6.00am – 6.30p m Mo n d ay t o Fr id ay , an d also co n sid er at io n f o r a
n o t io n al f o u r (4) h o u r s o ver t im e p er w eek (Mo n d ay t o Su n d ay ), t h e base rate in clu d es a
17.5% lo ad in g .

em p lo yees w ill b e exem p t f r o m claim in g t h e h o u r s, o ver t im e an d t r av el t im e p r o v isio n s
o f t h is Agreement u p t o f o r t y f o u r (44) h o u r s p er w eek. An y au t h o r ised o ver t im e o r t r avel
t im e f o r h o u r s w o r ked in excess o f f o r t y f o u r (44) o r d in ar y h o u r s p er w eek w ill b e p aid at
ap p licab le o ver t im e o r t r av el t im e r at es in acco r d an ce w it h t h e o ver t im e o r t r avel t im e
p r o visio n s o f t h is Agreement.
3. Wh er e t h e Ar r an g em en t co ver s a t en (10) d ay f o r t n ig h t an d also in clu d es co n sid er at io n

f o r w h at w o u ld o t h er w ise b e f o r w o r kin g o f all o ver t im e, Allo w an ces as d ef in ed an d all
o t h er p en alt ies o f t h is Ag r eem en t , t h e b ase r at e in clu d es a 22.5% lo ad in g .

Meal Allowances, Availab ilit y Du t y Allowance an d In cid en t al Allowance as ap p licab le.
No t w it h st an d in g , ext r ao r d in ar y an d co n t in u o u s p er io d s o f w o r k d u r in g m ajo r sy st em s
f ailu r es o r d am ag e cau sed b y st o r m s o r cyclo n es w ill, w h er e t h e p er io d o f h o u r s w o r ked
is in excess o f 10 h o u r s each d ay f o r m o r e t h an t w o (2) co n secu t ive d ays, b e p aid as
o ver t im e in acco r d an ce w it h t h e o ver t im e p r o visio n s o f t h is Agreement.
Em p lo yees w o r kin g p u r su an t t o t h e ab o v e ar r an g em en t s w ill r em ain en t it led t o all salar y

in cr eases an d o t h er em p lo ym en t en t it lem en t s p r o vid ed b y t h is Agreement u n less
o t h er w ise d ef in ed .
Th e em p lo yee an d t h eir m an ag er o r su p er viso r m u st m o n it o r an d g iv e d u e co n sid er at io n

t o t h e m an ag em en t o f f at ig u e u n d er all o f t h e ab o ve ar r an g em en t s.
Th e ab o v e all purpose lo ad in g s sh all b e u sed w h en calcu lat in g an em p lo yee’s p aym en t f o r

o ver t im e, an n u al leave, Lo n g Ser vice Leav e, p ar en t al leave, su p er an n u at io n , sever an ce
an d r et r en ch m en t p ay m en t s.
Wh er e su ch ar r an g em en t s ar e m ad e t h ey sh all b e r eco r d ed in w r it in g (w it h a co p y f o r
each p ar t y
8.6.3 Reversion to General Agreement Provisions

Em p lo yees w o r kin g t h e ab o ve ar r an g em en t s m ay elect t o r ev er t t o a n in e (9) d ay
f o r t n ig h t b y p r o v id in g Energy Queensland w it h o n e (1) m o n t h ’s w r it t en n o t ice.
It is r eco g n ised t h at in d iv id u als m ay m ake ad d it io n al p er so n al f i n an cial co m m it m en t s

w h ilst u n d er t h ese ar r an g em en t s an d as su ch , w h er e Energy Queensland r eq u ir es an
in d ivid u al t o r ever t , it w ill n o t d o so w it h o u t f ir st p r o v id in g t h e em p lo yee t h r ee (3)
m o n t h s w r it t en n o t ice o f Energy Queensland’s in t en t io n .

If d u r in g t h e t h r ee (3) m o n t h n o t ice p er io d t h e em p lo yee r eceives n o t ice o f r ed u n d an cy
o r ad vises Energy Queensland t h at t h ey in t en d t o r et ir e n o lat er t h an t w elv e (12) m o n t h s
af t er t h e in it iat ed t h r ee (3) m o n t h n o t ice, t h e em p lo yee w ill n o t b e r eq u ir ed t o r ever t .
8.6.4 Appointment of Ten (10) Day Fortnight

No t w it h st an d in g t h e ab o ve ar r an g em en t s w h ich ar e m ad e o n a m u t u ally ag r eed b asis,
t h e f o llo w in g m ay b e ad v er t ised an d aw ar d ed o n a t en (10) d ay f o r t n ig h t b asis at t h e
d iscr et io n o f Energy Queensland:
 New an d v acan t p o sit io n s classif ied in t h e Ad m in ist r at ive St r eam f r o m Salar y Po in t
11.0 an d ab o v e.
 Vacan t p o sit io n s classif ied in t h e Ad m in ist r at ive St r eam w h ich ar e b elo w salar y p o in t
11.0 an d ar e list ed in Sch ed u le 6 o f t h is Agreement.
o Th e p o sit io n s d et ails r ef lect ed in t h is Sch ed u le ar e co r r ect as at t h e d at e o f
lo d g em en t o f t h is Agreement.
o Th e Parties ag r ee t h at t h e p o sit io n id en t if icat io n n u m b er s can b e r ev iew ed
t h r o u g h t h e lif e o f t h is Agreement t o en su r e t h at p o sit io n n u m b er s accu r at ely
r ef lect t h e id en t if ied p o sit io n s. Th is w ill b e su b ject t o consultation an d ag r eem en t
b et w een t h e Parties, p r o vid ed t h at ag r eem en t w ill n o t b e u n r easo n ab ly w it h h eld .
 New an d vacan t p o sit io n s classif ied in t h e Pr o f essio n al & Man ag er ial st r eam f r o m P&M
Gr ad e o n e (1) Salar y Po in t 11 an d ab o v e an d w h er e t h e p o sit io n su p er vises,
co o r d in at es an d sch ed u les o t h er em p lo yees.
Em p lo yees w h o accep t t h e ab o ve ar r an g em en t an d w h o h ave b een w o r kin g a m in im u m

o f t h r ee (3) m o n t h s in t h e p o sit io n m ay elect t o r ev er t t o a n in e (9) d ay f o r t n ig h t b y
p r o vid in g Energy Queensland o n e (1) m o n t h w r it t en n o t ice.
8.7 INDIVIDUAL EMPLOYMENT ARRANGEMENTS
An In d iv id u al Em p lo y m en t Ar r an g em en t (IEA) m ay b e o f f er ed t o an em p lo yee as
d et er m in ed b y Energy Queensland, w h o is p aid a salar y at o r ab o v e Salar y Po in t 11.0 o f t h e
classif icat io n st r u ct u r e o f t h is Agreement. Flexib le r em u n er at io n ar r an g em en t s an d
ch an g es t o o t h er co n d it io n s o f em p lo ym en t m ay b e n eg o t iat ed su b ject t o t h e f o llo w in g :
8.7.1 No Disadvantage
An In d ivid u al Em p lo y m en t Ar r an g em en t (IEA) w ill n o t , in t er m s o f t o t al r em u n er at io n
valu e, d isad v an t ag e em p lo yees w h en co m p ar ed t o t h e r elev an t t er m s o f t h e Agreement.
8.7.2 Hours of Work

Th e st an d ar d h o u r s o f w o r k r eq u ir ed f o r em p lo yees en g ag ed o n an IEA ar e 40 h o u r s p er
w eek an d a t en (10) d ay f o r t n ig h t . Th ese h o u r s m ay b e w o r ked b et w een 6.00am t o
6.30p m Mo n d ay t o Fr id ay.
8.7.3 Salary & Loadings

Em p lo yees o n an IEA w ill r eceiv e t h e salar y as sp ecif ied in t h e Agreement f o r t h e
classif icat io n o f t h eir p o sit io n in clu d in g t h e ap p licab le lo ad in g as f o llo w s:
15% lo ad in g in clu d es a n o t io n al Over t im e co m p o n en t t o co ver u p t o f o u r (4) h o u r s

o ver t im e p er w eek, all Allowances an d Pen alt ies.
20% lo ad in g in clu d es a n o t io n al Over t im e co m p o n en t t o co ver all h o u r s w o r ked , all

Allowances an d Pen alt ies f o r Weeken d s an d Call-Ou t Ho u r s.

Exception for 20% Loading Employees
Over t im e can o n ly b e claim ed f o r ext r ao r d in ar y an d co n t in u o u s p er io d s o f w o r k d u e t o
m ajo r syst em f ailu r es, e.g . d am ag e cau sed b y st o r m s o r cyclo n es, w h er e t h e p er io d o f
h o u r s w o r ked is in excess o f t en (10) h o u r s each d ay f o r m o r e t h an t w o (2) co n secu t ive
d ay s. Over t im e m u st b e au t h o r ised in ad van ce b y an em p lo yee’s m an ag er .
8.7.4 Market Component

Energy Queensland m ay ap p ly a Mar ket Co m p o n en t as a p ar t o f an IEA. Wh er e ap p licab le t h e
Mar ket Co m p o n en t w ill b e r ev iew ed an n u ally an d ad ju st ed ef f ect iv e f r o m 1 Ju ly w h er e
n ecessar y.
8.7.5 Performance Incentive

At Energy Queensland’s d iscr et io n an “at r isk ” p er f o r m an ce in cen t ive m ay ap p ly. Th e
Per f o r m an ce In cen t ive Sch em e o p er at es at Energy Queensland’s so le d iscr et io n an d m ay b e
alt er ed o r d isco n t in u ed at an y t im e.
To b e elig ib le f o r p ay m en t u n d er t h e Per f o r m an ce In cen t ive Sch em e em p lo yees ar e

r eq u ir ed t o h ave b een em p lo yed b y Energy Queensland as at 30 Ju n e o f t h e f in an cial y ear
f o r w h ich p er f o r m an ce is b ein g assessed
Th e “at r isk ” p er f o r m an ce in cen t ive (in clu d in g an y p r o -r at a am o u n t s) w ill b e r eview ed

an n u ally an d p aid ef f ect ive f r o m 1 Ju ly as ap p licab le.
Wh er e an em p lo y ee en t er s in t o an IEA in sid e o f a t w elve (12) m o n t h p er io d p r io r t o 30

Ju n e, t h e “at r isk ” co m p o n en t w ill b e assessed an d p aid (if ap p licab le) o n a p r o -r at a b asis.
Wh er e an em p lo yee t er m in at es d u e t o r ed u n d an cy, o r d u e t o ill -h ealt h a p r o -r at a

p aym en t o f t h eir p o t en t ial “at r isk ” co m p o n en t w ill b e p ayab le.
8.7.6 Remuneration Increases

As a m in im u m , Em p lo y ees o n an IEA w ill r eceive an n u al w ag e in cr eases t o b ase salar y in
acco r d an ce w it h Clau se 4.1 Wag e Pay m en t s o f t h is Agreement.
Fu r t h er salar y p o in t p r o g r essio n w it h in t h e g r ad e f o r t h e p o sit io n m ay o ccu r if it is

av ailab le an d it can b e d em o n st r at ed t h at ad d it io n al skills an d kn o w led g e r elev an t t o t h e
p o sit io n h av e b een g ain ed an d ar e b ein g u t ilised t o an ext en t t h at w ar r an t s p r o g r essio n .
Th is w ill b e co n sid er ed as a p ar t o f t h e em p lo y ee’s p er f o r m an ce r eview p r o cess.
8.7.7 Reversion
An em p lo y ee w h o accep t s an IEA m ay elect t o r ever t t o t h e g en er al p r o v isio n s o f t h e
Agreement b y p r o v id in g Energy Queensland w it h o n e (1) m o n t h ’s w r it t en n o t ice.
It is r eco g n ised t h at em p lo yees m ay m ake ad d it io n al p er so n al f in an cial co m m it m en t s

w h ile o n an IEA. As su ch , w h er e Energy Queensland r eq u ir es an in d iv id u al t o r ev er t t o t h e
g en er al p r o visio n s o f t h e Agreement, it w ill n o t d o so w it h o u t f ir st p r o vid in g t h e em p lo y ee
w it h t h r ee (3) m o n t h s w r it t en n o t ice.
On r ever sio n , an em p lo yee w ill m ain t ain t h e ir su b st an t ive classif icat io n an d salar y p o in t at
t h e t im e o f r ever sio n .
An y At -Risk an d Mar ket Co m p o n en t ap p lied as a p ar t o f an IEA w ill cease f r o m t h e

ef f ect iv e d at e o f t h e r ever sio n .
8.7.8 Application
Wh er e t h er e is an y in co n sist en cy b et w een an IEA an d t h e Agreement, t h e t er m s an d
co n d it io n s o f t h e IEA w ill t ake p r eced en ce t o t h e ext en t o f t h e in co n sist en cy. Wh er e t h e
IEA is silen t , t h e t er m s o f t h e Agreement sh all ap p ly .

An IEA su p er sed es an y p r io r em p lo ym en t ag r eem en t o r ar r an g em en t o f an y t y p e
b et w een Energy Queensland an d an em p lo yee, in clu d in g an y o t h er Agreements, o r al o r
w r it t en , m ad e p r io r t o t h e execu t io n o f an IEA. Ho w ever , t h is d o es n o t p r eclu d e Energy
Queensland an d an em p lo yee f r o m ag r eein g in w r it in g t o ad d it io n al t er m s t h at d o n o t
co n f lict w it h t h e p r o visio n s o f t h is Agreement.
8.7.9 Exemptions
An em p lo yee o n an IEA w ill b e exem p t f r o m t h e f o llo w in g Agreement p r o visio n s:
An n u alised Allowance Clau se 5.4
Em p lo yee in Ch ar g e Allowance [EIC] Clau se 5.11
Fir st Aid Allowance Clau se 5.13
To o l Allowance Clau se 5.15
Wo r k in t h e Rain Clau se 5.17
Over t im e Clau se 8.11
Cr ib Br eak & Over t im e Meal Allowance Clau se 8.12
8.7.10 Dispute Settlement

An y d isp u t e o r g r iev an ce co n cer n in g an IEA w ill b e d ealt w it h p u r su an t t o t h e g r iev an c e
an d d isp u t e set t lem en t p r o ced u r e co n t ain ed in Par t 2 o f t h is Agreement.
8.8 AGGREGATED WORKING ARRANGEMENTS FOR AWAY WORK
Th is clau se en ab les em p lo yees t o access ag g r eg at ed w o r k ar r an g em en t s f o r aw ay w o r k.
Wh er e aw ay w o r k is sch ed u led f o r t h e p er i o d s id en t if ied b elo w , t h e id en t if ied r o st er

b lo ck o p t io n s can b e w o r ked :
 Wh er e aw ay w o r k is sch ed u led f o r m o r e t h an a 4 w eek p er io d – 14 d ay r o st er b lo cks
 Wh er e aw ay w o r k is sch ed u led f o r m o r e t h an a 6 w eek p er io d – 21 d ay r o st er b lo cks
Th e id en t if ied w o r kin g aw ay ar r an g em en t an d r o st er b lo ck w ill o n ly b e w o r ked w h er e it

is m u t u ally ag r eed , in clu d in g an Agreement w it h a v alid m ajo r it y o f t h e em p lo yees
in vo lved .
No t w it h st an d in g t h e ab o ve, t h ese w o r kin g ar r an g em en t s m ay also b e ap p lied in o t h er

cir cu m st an ces, su b ject t o mutual Agreement. Th e o n u s is o n t h e em p lo y ee/s t o d em o n st r at e
t h e co st ef f ect iven ess o f t h eir r eq u est .
Th ese w o r kin g ar r an g em en t s can o n ly b e ap p lied t o em p lo yees w o r kin g a n in e (9) d ay

f o r t n ig h t .
8.8.1 Roster Block Arrangements

Wh er e t h e id en t if ied r o st er b lo cks ar e u t ilised , all id en t if ied r o st er b lo ck h o u r s w ill at t r act
an ag g r eg at e o ver t im e lo ad in g t o b e p aid in ad d it io n t o an em p lo y ee’s base rate o f p ay.
Th e ag g r eg at e o ver t im e lo ad in g is in lieu o f an y ap p licab le o v er t im e an d w eeken d
p en alt ies f o r t h e id en t if ied r o st er b lo ck h o u r s.
An y w o r k r eq u ir ed o u t sid e o f t h e id en t if ied r o st er b lo ck h o u r s w ill b e p aid at ap p licab le

o ver t im e r at es. Th e ag g r eg at e o ver t im e lo ad in g w ill b e in clu d ed w it h t h e em p lo yee’s base
rate o f p ay w h en calcu lat in g t h ese o ver t im e p aym en t s.
Th e ag g r eg at e o ver t im e lo ad in g is n o t p ayab le o n an all purpose b asis.

Em p lo yees p ar t icip at in g in t h is r o st er b lo ck w ill w o r k t h e id en t if ied h o u r s an d access t h e
t im e o f f o u t lin ed in t h e w o r k p at t er n .
Th e id en t if ied r o st er b lo ck p er io d an d h o u r s ar e as f o llo w s:
Fo u r t een (14) Day Ro st er Blo ck

 Wo r k n in e (9) co n secu t ive d ays aw ay f r o m h o m e, in clu d in g a Sat u r d ay an d a Su n d ay .
Each w o r k d ay w ill b e t en (10) h o u r s;
 On co m p let io n o f t h e n in e (9) d ays, h ave f ive (5) d ays o f f w o r k at t h eir h o m e lo cat io n ;
an d
 Em p lo yees w ill r eceiv e a lo ad in g o f 28.5% f o r all o f t h e id en t if ied h o u r s w o r ked w it h in
t h e r o st er b lo ck.
Tw en t y-o n e (21) Day Ro st er Blo ck

 Wo r k f o u r t een (14) co n secu t iv e d ays aw ay f r o m h o m e, in clu d in g id en t if ied Sat u r d ays
an d Su n d ays. Each w o r k d ay w ill b e t en (10) h o u r s;
 On co m p let io n o f t h e f o u r t een (14) d ays, h ave 7 d ay s o f f w o r k at t h eir h o m e lo cat io n ;
an d
 Em p lo yees w ill r eceive a lo ad in g o f 34% f o r all o f t h e id en t if ied h o u r s w o r ked w it h in
t h e r o st er b lo ck.
Th e h o u r s r ef lect ed in t h ese r o st er b lo cks sh o u ld o n ly b e v ar ied b y Mutual Agreement

su b ject t o excep t io n al an d cr it ical o p er at io n al cir cu m st an ces.
Th e h o u r s w o r ked d u r in g t h ese ar r an g em en t s w ill b e r eco r d ed o n a st an d ar d Energy

Queensland t im esh eet t o en su r e co m p lian ce w i t h in d u st r ial leg islat io n an d an y o t h er
r elev an t leg islat io n (su ch as w o r ker s co m p en sat io n ).
Th e b alan ce o f t im e r eq u ir ed t o co m p let e a p r o ject o u t sid e o f f o u r t een (14) o r t w en t y -

o n e (21) d ay r o st er b lo cks, w ill b e p aid in acco r d an ce w it h t h e h o u r s o f w o r k p r o visio n s o f
t h is Agreement an d w ill n o t in clu d e t h e ag g r eg at ed o v er t im e lo ad in g .
8.9 BREAKS AFTER OVERTIME
Wh er e p o ssib le, em p lo yees ar e t o b e g iven an ad eq u at e b r eak w h en w o r kin g o ver t im e

b et w een co n secu t iv e w o r kd ay s.
Em p lo yees w ill b e g iv en n o less t h an n in e (9) co n secu t ive h o u r s o f f d u t y b et w een t h e en d

o f t h eir n o r m al o r r o st er ed w o r k o n o n e (1) d ay an d t h e b eg in n in g o f n o r m al o r r o st er ed
w o r k o n t h e n ext d ay . Th e b r eak is exclu sive o f r easo n ab le t r avel t h at is r eq u ir ed f o r t h e
em p lo yee t o r et u r n h o m e.
Ap ar t f r o m t h e excep t io n s list ed b elo w , in cases w h er e an em p lo y ee is n o t g iven n in e (9)

co n secu t ive h o u r s o f f d u t y an d t h ey h av e co n t in u ed o r r esu m ed o ver t im e in t o t h eir
n o r m al o r r o st er ed w o r k d ay, t h en t h ey w ill b e p aid d o u b le r at es u n t il r el eased f r o m
w o r k an d g iv en n in e (9) co n secu t ive h o u r s b r eak.
It is r eco g n ised t h at Du t y Su p er viso r s o r o t h er em p lo yees t akin g calls m ay b e called u p o n

f o r act io n o r ad vice an d yet n o t accr u e 1.5 h o u r s in ag g r eg at e. In t h e cir cu m st an ce w h er e
1.5 h o u r s in ag g r eg at e ar e n o t m et , a Du t y Su p er viso r w ill st ill b e en t it led t o a n in e (9)
h o u r b r eak, w h en t h e co m m u n icat io n f r eq u en cy r at e is o n e (1) call p er ½ h o u r o v er an y
co n secu t ive t h r ee (3) h o u r p er io d b et w een 11p m an d 5.00am .

Exception:
In cases w h er e em p lo y ees w o r k o v er t im e b et w een 11.00p m o n o n e d ay an d 5.00am o n
t h e n ext , t h en t h e n in e (9) co n secu t iv e h o u r b r eak w ill co m m en ce f r o m t h e co n clu sio n o f
t h eir last p er io d o f o ver t im e even if it co n t in u es af t er 5.00am . Th e t o t al o v er t im e w o r ked
b et w een 11.00p m an d 5.00am m u st b e n o t less t h an o n e (1) an d a h alf -h o u r s in ag g r eg at e.
General:
Th e ar r an g em en t s as o u t lin ed ab o ve, w ill also ap p ly w h en o ver t im e is w o r ked o n a
Su n d ay , a Pu b lic Ho lid ay o r an SDO p r io r t o a r o st er ed w o r k d ay.
Th e saf et y o f em p lo yees is m o st im p o r t an t an d t h er e m ay b e cir cu m st an ces w h er e a n in e

(9) h o u r b r eak m ay n o t b e av ailab le b u t d u e t o f at ig u e, it is d et er m in ed t h at an em p lo y ee
sh o u ld b e g iven a b r eak f r o m w o r k. In t h ese cases, su p er v iso r s w ill h ave a d iscr et io n ar y
r ig h t t o p r o vid e ad d it io n al p aid t im e.
Th e p r o visio n s o f t h is clau se sh all ap p ly in t h e case o f sh if t w o r ker s w h o r o t at e f r o m o n e

sh if t t o an o t h er w h en o ver t im e is w o r ked .
8.10 TIME OFF IN LIEU (TOIL)
Tim e Of f in Lieu (TOIL) m ay b e accr u ed f o r w o r k p er f o r m ed o u t sid e o f an em p lo yee’s

n o r m al w o r k h o u r s, su b ject t o ap p r o val f r o m t h eir su p er v iso r . Th e m axim u m am o u n t o f
TOIL t h at m ay b e accr u ed is f o r t y (40) h o u r s.
 Wh er e an em p lo yee r eq u est s t o w o r k ad d it io n al h o u r s t o b an k as TOIL, su ch TOIL w ill
accr u e at t im e f o r t im e, b ein g o n e (1) h o u r f o r each h o u r w o r ked .
 Wh er e Energy Queensland r eq u est s an em p lo yee t o w o r k o ver t im e, t h e em p lo yee m ay
r eq u est t o accr u e t h e t im e as TOIL. In t h is in st an ce, TOIL w ill accr u e at t h e p r escr ib ed
p en alt y r at e.
 Em p lo yees can n o t b e d ir ect ed t o t ake TOIL in lieu o f t h e p aym en t o f o ver t im e ; an d
 All h o u r s w o r ked r eg ar d less o f p aym en t o r TOIL m u st b e t aken in t o co n sid er at io n f o r
t h e f at ig u e m an ag em en t .
Th e t akin g o f t h e TOIL w ill b e at a t im e o r t im es m u t u ally ag r eed t o w it h t h e su p er v iso r .

Su b ject t o excep t io n al cir cu m st an ces, w h er e TOIL h as n o t b een t aken w it h in t h e ag r eed
t im ef r am e t h e em p lo y ee w ill b e p aid o u t . A r eq u est t o t ake accr u ed TOIL w ill n o t b e
u n r easo n ab ly r ef u sed .
Tim e Of f in Lieu (TOIL) w ill b e ad m in ist er ed at t h e lo cal level b y ar r an g em en t b et w een t h e

em p lo yee an d t h eir su p er v iso r . Wh en av ailab le t h ese lo cal ar r an g em en t s w ill b e
ad m in ist er ed elect r o n ically via t im esh eet s. Each in st an ce o f TOIL w ill b e d o cu m en t ed
sh o w in g t h e d at e/s, h o u r s w o r ked an d TOIL accr u ed f o r f u t u r e r ef er en ce .
8.11 OVERTIME
Excep t as p r o vid ed b elo w , ap p r o ved t im e w o r ked in excess o f t h at p r o vid ed f o r in Clau se

8.1(Ho u r s o f Wo r k) o r b ef o r e t h e o r d in ar y st ar t in g t im e o r af t er t h e o r d in ar y ceasin g t im e
w ill b e d eem ed o ver t im e an d w ill b e p aid f o r at o n e an d a-h alf t im es t h e base rate f o r t h e
f ir st t h r ee (3) h o u r s an d d o u b le t im e t h er eaf t er . Each d ay w ill st an d b y it self w h en
o ver t im e is b ein g calcu lat ed , excep t w h er e an em p lo yee co m m en ces o ver t im e o n o n e
d ay an d co n t in u es t o w o r k su ch o ver t im e in t o t h e n ext d ay.
No em p lo yee w ill r ef u se t o w o r k a r easo n ab le am o u n t o f o ver t im e t o m eet t h e n eed s o f

Energy Queensland.

Syst em at ic o ver t im e w ill n o t b e w o r ked ; it w ill b e co n sid er ed su ch w h en t h r ee (3)
co n secu t ive w eeks’ o v er t im e h as b een w o r ked . Th is ar r an g em en t w ill n o t ap p ly w h en
ext r a lab o u r is n o t im m ed iat ely av ailab le.
Wh en an y p o r t io n o f an h o u r is w o r ked , em p lo yees w ill r eceive p ay m en t in r esp ect o f an y

b r o ken p ar t o f an h o u r at t h e cu r r en t o ver t im e r at e w it h a m in im u m t h ir t y (30) m in u t e
p aym en t .
Wh er e em p lo yees ar e r eq u ir ed t o r ep o r t f o r w o r k b et w een m id n ig h t an d 6.00am t h ey

w ill b e p aid at t h e r at e o f d o u b le t im e f o r all t im e so w o r ked u p t o t h e o r d in ar y st ar t in g
t im e Mo n d ay t o Fr id ay an d u p t o 7.00am Sat u r d ay .
If an em p lo y ee can n o t r easo n ab ly access t h e ir n o r m al m et h o d o f t r an sp o r t t o o r f r o m

t h eir h o m e d u e t o w o r kin g o ver t im e, Energy Queensland w ill p r o vid e t h e em p lo yee w it h
t r an sp o r t t o o r f r o m t h eir h o m e o r r eim b u r se exp en ses in cu r r ed .
Fo r t h o se em p lo yees p aid at Salar y Po in t 15.0 o r ab o ve, o ver t im e w ill b e calcu lat ed at t h e

ap p r o p r iat e p en alt y r at e f o r t h e h o u r s w o r ked an d p aym en t w ill b e lim it ed t o t h e r at e
p r escr ib ed f o r Salar y Po in t 15.0.
8.11.1 Weekends
Em p lo yees r eq u ir ed t o w o r k o ver t im e co m m en cin g o n Sat u r d ay w ill b e p aid at o n e an d a
h alf t im es t h e base rate f o r t h e f ir st t h r ee (3) h o u r s an d d o u b le t im e t h er eaf t er w it h a
m in im u m p er io d o f t h r ee (3) h o u r s w o r k o r p aym en t , excep t in t h e case o f em er g en cies.
All o ver t im e p er f o r m ed o n Su n d ay s w ill b e p aid at t h e r at e o f d o u b le t im e.
Min im u m p aym en t f o r Su n d ay s - Wh en em p lo yees ar e called u p o n t o w o r k o n a Su n d ay ,

t h ey w ill, excep t in t h e case o f em er g en cy , r eceive a m in im u m o f t h r ee (3) h o u r s p ay at
d o u b le t im e.
8.11.2 Recalls
Excep t in t h e case o f an em er g en cy an em p lo yee w h o h as b een n o t if ied t o w o r k
o ver t im e p r io r t o t h e n o r m al co m m en cem en t t im e o n t h e f o llo w in g d ay , t h ey w ill b e
en t it led t o a m in im u m o f f o u r (4) h o u r s p ay at t h e ap p r o p r iat e o ver t im e r at e.
A r ecall o ccu r s w h en an em p lo yee is n o t if ied p r io r t o co m m en cem en t o f w o r k o n t h e

n ext d ay t h at t h ey ar e r eq u ir ed t o w o r k an y d ay an d t h e w o r k can n o t b e p er f o r m ed
d u r in g n o r m al w o r k h o u r s an d is n o t an em er g en cy callo u t . Ot h er t h an em er g en cy w o r k,
if t h e em p lo y ee is n o t if ied t o p er f o r m o ver t im e p r io r t o t h e n o r m al co m m en cin g t im e
t h e f o llo w in g d ay a r ecall sh all ap p ly .
 Each r ecall is p aid as a f o u r (4) h o u r m in im u m at o ver t im e r at es.

 Wh er e em p lo yees ar e r eq u ir ed t o r ep o r t f o r w o r k b et w een m id n ig h t an d 6 a.m . t h ey
w ill b e p aid at t h e r at e o f d o u b le t im e f o r all t im e so w o r ked u p t o t h e o r d in ar y
st ar t in g t im e Mo n d ay t o Fr id ay an d u p t o 7 a.m . Sat u r d ay .
 Em p lo yees r ecalled t o w o r k o ver t im e, excep t in t h e case o f an em er g en cy, af t er
leav in g Energy Queensland’s b u sin ess p r em ises o n Mo n d ay , Tu esd ay , Wed n esd ay,
Th u r sd ay o r Fr id ay (w h et h er n o t if ied b e f o r e o r af t er leavin g t h e p r em ises) w ill b e p aid
f o r a m in im u m f o u r (4) h o u r s w o r k at t h e ap p r o p r iat e o ver t im e r at e f o r each r ecall.
Excep t in t h e case o f u n f o r eseen cir cu m st an ces ar isin g , an em p lo y ee w ill n o t b e r eq u ir ed
t o w o r k t h e f u ll f o u r (4) h o u r s if t h e jo b t h e em p lo yee w as r ecalled t o d o is co m p let ed
w it h in a sh o r t er p er io d . Over t im e w o r ked in cases w h er e it is cu st o m ar y f o r an em p lo yee
t o r et u r n t o Energy Queensland’s p r em ises t o p er f o r m a sp ecif ic jo b o u t sid e o f w o r kin g
h o u r s, o r w h er e t h e o v er t im e is co n t in u o u s (su b ject t o a r easo n ab le m eal b r eak) w it h t h e

co m p let io n o r co m m en cem en t o f o r d in ar y w o r kin g t im e, w ill n o t b e r eg ar d ed as
o ver t im e f o r t h e p u r p o ses o f t h is Clau se.
8.12 CRIB BREAK & OVERTIME MEAL ALLOWANCE
Wh en w o r kin g o ver t im e, f o r m o r e t h an o n e (1) h o u r , em p lo yees w ill b e allo w ed t o t ake

t h ir t y (30) m in u t es f o r “cr ib ” af t er t h e o r d in ar y ceasin g t im e, an d also f o r t y f ive (45)
m in u t es af t er each f o u r (4) h o u r s w o r k, p r o vid ed su ch o ver t im e co n t in u es, f o r w h ich n o
d ed u ct io n w ill b e m ad e.
All em p lo yees r eq u ir ed t o w o r k o v er t im e f o r m o r e t h an o n e (1) h o u r w ill b e p aid t h e

am o u n t sp ecif ied in t h e t ab le b elo w f o r each m eal b et w een t h e o r d in ar y ceasin g t im e
an d t h e co m p let io n o f o ver t im e w o r k, u n less Energy Queensland p r o vid es a r easo n ab le
m eal f o r t h em .
Wh en em p lo yees h ave p r o vid ed t h em selves w it h cu st o m ar y m eals b ecau se o f r eceip t o f

n o t ice o f in t en t io n t o w o r k o ver t im e, t h ey w ill b e en t it led t o an allowance as sp ecif ied in
t h e t ab le b elo w , f o r each m eal so p r o v id ed in t h e even t o f t h e w o r k n o t b ein g
p er f o r m ed o r ceasin g b ef o r e t h e r esp ect ive m eal t im es.
Wh en em p lo y ees w o r k m o r e t h an f o u r (4) h o u r s’ o ver t im e o n a Sat u r d ay an d /o r Su n d ay

t h ey w ill b e en t it led t o a m eal b r eak o f n o t m o r e t h an o n e (1) h o u r at t h e en d o f t h e
f o u r t h (4t h ) h o u r , p r o v id ed t h at t h eir o ver t im e is t o co n t in u e f o r n o t less t h an o n e (1)
h o u r af t er t h e m eal b r eak.
If su ch o v er t im e co n t in u es t o t h e t en t h (10t h ) h o u r f r o m t h e co m m en cem en t o f su ch
o ver t im e o n su ch d ay, em p lo yees w ill b e en t it led t o a f u r t h er m eal b r eak o f n o t m o r e
t h an o n e (1) h o u r p r o vid ed o ver t im e co n t in u es af t er t h e b r eak.
Wh er e su ch o ver t im e co n t in u es af t er t h e t en t h (10t h ) h o u r f r o m t h e co m m en cem en t o f

su ch o ver t im e o n su ch d ay , em p lo yees w ill b e en t it led t o a f u r t h er m eal b r eak (p r o vid ed
su ch o ver t im e co n t in u es), o f n o t m o r e t h an o n e (1) h o u r af t er each ad d it io n al f ive (5)
h o u r s u n t il su ch t im e as su ch o v er t im e is co m p let ed .
Em p lo yees called o u t w ill b e allo w ed t o t ake f o r t y f iv e (45) m in u t es f o r cr ib af t er each

f o u r (4) h o u r s o ver t im e w o r ked p r o v id ed su ch o ver t im e co n t in u es, f o r w h ich n o
d ed u ct io n w ill b e m ad e.
Em p lo yees called o u t p r io r t o t h eir n o r m al r o st er ed st ar t t im e an d w h o w o r k f o r a

m in im u m o f o n e (1) h o u r w it h w o r k co n t in u in g in t o t h eir r o st er ed st ar t t im e, w ill b e
en t it led t o claim a m eal allowance as sp ecif ied in t h e t ab le b elo w an d w ill b e p r o vid ed w it h
a t h ir t y (30) m in u t e cr ib b r eak as so o n as p o ssib le t h er eaf t er . Em p lo yees w h o w o r k f o r
m o r e t h an f o u r (4) h o u r s u n d er t h e ab o ve cir cu m st an ces w ill b e en t it led t o a m eal
allowance an d a f o r t y-f iv e (45) m in u t e cr ib b r eak in lieu o f t h e t h ir t y (30) m in u t e cr ib .
Em p lo yees called o u t w it h in o n e an d a-h alf (1.5) h o u r s o f t h eir n o r m al ceasin g t im e an d

w h o ar e r eq u ir ed t o w o r k m o r e t h an o n e (1) h o u r , w ill b e en t it led t o a m eal allowance as
sp ecif ied in t h e t ab le b elo w an d in ad d it io n w ill b e allo w ed t h ir t y (30) m in u t es as so o n as
p o ssib le t h er eaf t er , w it h o u t d ed u ct io n o f p ay , t o p ar t ake o f a m eal.
Th e o ver t im e m eal allowance w ill b e in d exed in acco r d an ce w it h t h e in cr eases co n t ain ed in

t h is Agreement an d w ill b e ap p lied as f o llo w s:

Effective Date Meal Allowance

st
1 Mar ch 2018 $15.63
1 st Mar ch 2019 $16.10
st
1 Mar ch 2020 $16.58
8.13 CANCELLATION OF PLANNED OVERTIME
Wh er e it h as b een p r evio u sly ag r eed t h at an em p lo yee w ill u n d er t ake p lan n ed o ver t im e

o n a w eeken d (Sat u r d ay t o Su n d ay) an d t h e w o r k is su b seq u en t ly can celled , t h e em p lo yee
w ill b e en t it led t o a p aym en t o f f o u r (4) h o u r s at o r d in ar y r at es excep t in t h e f o llo w in g
cir cu m st an ces:
 Wh er e n o t ice o f eig h t (8) h o u r s o r m o r e is g iv en ; o r
 Wh er e t h e o ver t im e is can celled as a r esu lt o f w eat h er r elat ed issu es.
Energy Queensland is co m m it t ed t o p r o vid in g as m u ch n o t ice as p o ssib le f o r w eat h er

r elat ed can cellat io n s.
Fo r t h e p u r p o se o f t h is clau se n o t if icat io n m ay in clu d e, b u t is n o t lim it ed t o , t elep h o n e

o r t ext m essag e.
8.14 START AND FINISH ON THE JOB
Start and Finish at a Worksite
Th e Parties ackn o w led g e t h at st ar t an d f in ish o n t h e jo b ar r an g em en t s w ill p r o vid e

g r eat er f lexib ilit y an d p r o d u ct iv it y t h r o u g h m axim isin g t h e t im e sp en t o n t h e w o r ksit e.
Th e Parties ag r ee t h at w h er e ap p r o p r iat e an d w h er e m u t u ally ag r eed , af f ect ed em p lo yees

w ill st ar t an d f in ish o n t h e w o r k sit e. To f acilit at e an y n ew ar r an g em en t s, t h e Parties
in vo lved in t h e r elevan t b u sin ess u n it co n su lt at iv e f o r u m s w ill n eg o t iat e, d ev elo p an d
ag r ee o n su it ab le g u id elin es f o r im p lem en t at io n at a r eg io n al o r d ep o t level. An y su ch
ar r an g em en t s w ill b e in acco r d an ce w it h t h e p r o cess o u t lin ed in t h e Flexib ilit y Clau se o f
t h is Agreement, p r io r t o an y im p lem en t at io n .
No t w it h st an d in g t h e ab o ve, em p lo yees en g ag ed o n p r o ject s an d sin g le lo cat io n w o r k

p acks in excess o f t w o w eeks, an d em p lo y ees en g ag ed in t h e cu st o m er ser v ice ar eas m ay
b e r eq u ir ed t o st ar t an d f in ish o n t h e w o r ksit e f r o m t im e t o t im e as r eq u ir ed . Energy
Queensland w ill co n su lt w it h d ir ect ly af f ect ed em p lo yees an d d et er m in e t h e su it ab ilit y o f
t h e ar r an g em en t s b ased o n o p er at io n al r eq u ir em en t s an d co n sid er at io n f o r t h e
em p lo yee's p er so n al cir cu m st an ces.
Em p lo yees r eq u ir ed t o st ar t an d f in ish o n t h e w o r ksit e in acco r d an ce w it h t h is

ar r an g em en t w ill b e p r o vid ed access t o an Energy Queensland v eh icle f o r t r an sp o r t at io n .
Th is veh icle w ill b e ap p r o p r iat e t o t h e w o r k b ein g u n d er t aken as d et er m in ed b y Energy
Queensland.
Th e t im e sp en t t r av ellin g t o t h e w o r ksit e w ill b e in an em p lo yee’s o w n t im e u p t o a

f if t een (15) kilo m et r e r ad iu s f r o m t h eir d esig n at ed p lace o f w o r k (i.e. d ep o t o r o f f ice).
Wh er e t h e w o r ksit e is sit u at ed in excess o f t h e f if t een (15) kilo m et r e r ad iu s f r o m t h eir
d esig n at ed p lace o f w o r k, t h e p er io d o f t im e sp en t t r avellin g o u t sid e o f t h e f if t een (15)

kilo m et r e r ad iu s an d b ef o r e t h e em p lo yee’s n o r m al st ar t in g an d f in ish in g t im e w ill b e
p aid at t r avel t im e.
Th e st ar t an d f in ish o n t h e jo b ar r an g em en t s ar e su b ject t o t h e f o llo w in g co n d it io n s:

 Bar r in g u n f o r seen cir cu m st an ces, t h e em p lo yees h ave an o b lig at io n t o st ar t an d f in ish
o n t h e w o r ksit e at t h eir n o r m al r o st er ed co m m en cin g an d ceasin g t im e, u n less
d ir ect ed o t h er w ise;
 Tr avel t o an d f r o m t h e w o r ksit e is b y t h e m o st d ir ect r o u t e ;
 No t w it h st an d in g Energy Queensland’s p o licy r elat in g t o t h e g ar ag in g o f Energy
Queensland m o t o r veh icles, an em p lo yee w ill n o t b e h eld acco u n t ab le f o r an y lo ss
p r o vid ed t h ey h ave t aken all r easo n ab le p r ecau t io n s t o secu r e t h e v eh icle i.e. lo cked
veh icle d o o r s an d eq u ip m en t b o xes;
 An em p lo y ee w h o b ecau se o f lo cal au t h o r it y r est r ict io n s is u n ab le t o p ar k a p ar t icu lar
veh icle o n o r n ear t h eir r esid en ce, w ill n o t b e r eq u ir ed t o t ake t h is t yp e o f veh icle
h o m e f o r t h e p u r p o ses o f t h is clau se ; an d
 An em p lo yee h as an o b lig at io n t o r ep o r t t o t h eir d esig n at ed p lace o f w o r k if Energy
Queensland can n o t so u r ce alt er n at ive t r an sp o r t t o en ab le an em p lo y ee t o st ar t an d
f in ish o n t h e w o r ksit e (e.g . d u e t o u n availab ilit y o f a v eh icle).
Th e t r av el t im e p aym en t s r ef er r ed t o in t h is p ar t icu lar clau se d o n o t ap p ly w h er e an

em p lo yee is r eq u ir ed t o st ar t an d f in ish f r o m t h eir n o r m al d esig n at ed p lace o f w o r k (in
acco r d an ce w it h t h e Tr avel Tim e p r o visio n s o f t h is Agreement).
Energy Queensland m ay t er m in at e t h is ar r an g em en t w it h a m in im u m o f o n e (1) m o n t h

w r it t en n o t ice. An em p lo yee m ay r eq u est t o t er m in at e t h is ar r an g em en t w h er e t h er e ar e
g en u in e p er so n al cir cu m st an ces im p act in g t h eir ab ilit y t o st ar t an d f in ish o n t h e jo b .
Th e ab o ve ar r an g em en t s w ill ap p ly t o an y exist in g st ar t an d f in ish o n t h e jo b lo cal

ar r an g em en t s in cu st o m er ser vice ar eas.

PART 9 SHIFT WORK
9.1 SHIFT WORK DEFINITIONS
Day Shift m ean s an y sh if t w o r ked b et w een t h e h o u r s o f 6:00 am an d 6:00 p m .

Afternoon Shift m ean s an y sh if t f in ish in g af t er 6.00p m an d at o r b ef o r e m id n ig h t .
Night Shift m ean s an y sh if t f in ish in g af t er m id n ig h t an d at o r b ef o r e 8.00am .
Continuous Shift Arrangements m ean s sh if t w o r k co v er in g t w en t y f o u r (24) h o u r s p er d ay ,
seven (7) d ays p er w eek
Non-continuous Shift Arrangements m ean s an in d ef in it e p er io d o t h er t h an a 24/7 r o st er .
Short term Shift Arrangement m ean s a sh if t co v er in g an y d u r at io n o f a m in im u m o f f ive (5)
d ay s u p t o an d in clu d in g eig h t (8) w eeks Mo n d ay t o Fr id ay o n ly.
9.2 SHIFT WORK
Sh if t w o r k m ay b e w o r ked b y em p lo yees t o m eet b u sin ess n eed s, o p er at io n al, o r

cu st o m er ser vice r eq u ir em en t s f r o m t im e t o t im e.
Su b ject t o t h e f o llo w in g p r o visio n s t h e o r d in ar y h o u r s o f w o r k f o r sh if t w o r ker s w ill n o t

exceed 36.25 h o u r s p er w eek.
Th e o r d in ar y h o u r s o f w o r k f o r sh if t w o r ker s m ay b e exceed ed in an y w eek o r w eeks

su b ject t o t h e t o t al o r d in ar y h o u r s w o r ked d u r in g an y r o st er p er io d n o t exceed in g t h at
n u m b er o f h o u r s ascer t ain ed b y m u lt ip ly in g t h e n u m b er o f w eeks in t h e r o st er p er io d b y
36.25 an d m ay b e w o r ked acco r d in g t o a r o st er ag r eed u p o n b et w een a m ajo r it y o f t h e
em p lo yees co n cer n ed an d Energy Queensland t o su it t h e n eed s an d cir cu m st an ces o f each
est ab lish m en t . Energy Queensland w ill ad v ise t h e r elev an t Un io n p ar t y in w r it in g o f an y
ag r eed p o sit io n p r io r t o an y ag r eed r o st er b ein g im p lem en t ed .
Sh if t w o r ker s w ill b e allo w ed a cr ib b r eak o f 30 m in u t es d u r in g each sh if t f o r w h ich n o

r ed u ct io n o f p ay w ill b e m ad e. Su ch b r eak w ill b e t aken at a t im e an d in su ch m an n er t h at
it w ill n o t in t er f er e w it h co n t in u it y o f w o r k w h er e co n t in u it y is n ecessar y .
9.3 SHIFT PENALTIES
In ad d it io n t o salar y, t h e f o llo w in g p en alt ies sh all b e p aid t o em p lo yees w o r kin g t h e

f o llo w in g sh if t s:
9.3.1 Shift Loadings
Afternoon shift - em p lo yees w h o w o r k af t er n o o n sh if t w ill b e p aid a sh if t allo w an ce o f

18.75% o f t h eir o r d in ar y r at e in ad d it io n t o t h eir o r d in ar y r at e.
Night shift - em p lo yees w h o w o r k n ig h t sh if t w ill b e p aid a sh if t allo w an ce o f 22.5% o f

t h eir o r d in ar y r at e in ad d it io n t o t h eir o r d in ar y r at e.

9.3.2 Weekend Penalties
All t im e w o r ked d u r in g an o r d in ar y sh if t b et w een m id n ig h t o n Fr id ay an d m id n ig h t o n

Sat u r d ay w ill b e p aid f o r at o n e an d a-h alf t im es t h e o r d in ar y r at e an d b et w een m id n ig h t
o n Sat u r d ay an d m id n ig h t o n Su n d ay at d o u b le t h e o r d in ar y r at e. Th e ab o v e sh if t
lo ad in g s ar e p aid in co n ju n ct io n w it h w eeken d p en alt ies w h en an em p lo yee w o r ks t h eir
sh if t o n a w eeken d .
9.4 ESTABLISHMENT OF SHIFT ROSTERS
Wh er e Energy Queensland d et er m in es t h e o p er at io n al n eed f o r a sh if t r o st er , t h e f o llo w in g

p r o cess w ill b e f o llo w ed :
 Energy Queensland w ill n o t if y t h e r elevan t nominated employee representative an d co n ven e
a m eet in g o f af f ect ed st af f t o p r esen t an d co n su lt o n t h e p r o p o sal f o r t h e
in t r o d u ct io n o f sh if t w o r k;
 Fo llo w in g consultation, Energy Queensland w ill f in alise t h e sh if t w o r k p r o p o sal an d seek
ag r eem en t o n t h e r o st er f r o m t h e em p lo yees in vo lved ;
 To st af f t h e r o st er , Energy Queensland w ill seek vo lu n t eer s t o w o r k t h e r o st er . Wh er e
t h er e ar e in su f f icien t v o lu n t eer s, an exp r essio n o f in t er est w ill b e so u g h t f r o m o t h er
w o r k lo cat io n s; an d
 If t h er e ar e in su f f icien t vo lu n t eer s, Energy Queensland m ay en g ag e n ew em p lo yees
w h o , w h en assessed as co m p et en t , w ill w o r k t h e r o st er .
9.5 SHORT TERM SHIFT ARRANGEMENTS
A Sh o r t Ter m Ro st er w ill b e est ab lish ed in acco r d an ce w it h t h e f o llo w in g p r o cess w h er e

Energy Queensland d et er m in es t h e o p er at io n al n eed f o r sh o r t t er m sh if t r o st er . Energy
Queensland w ill n o t if y t h e af f ect ed em p lo y ees an d t h e nominated employee representatives t o
m eet an d co n su lt o n t h e p r o p o sal f o r t h e in t r o d u ct io n o f sh o r t t er m sh if t ar r an g em en t s.
Fo llo w in g co n su lt at io n , Energy Queensland w ill f in alise t h e sh if t -w o r k p r o p o sal an d seek

ag r eem en t o n t h e r o st er w it h t h e em p lo y ees in vo lved . To st af f t h e r o st er Energy
Queensland w ill seek vo lu n t eer s t o w o r k t h e r o st er . Wh er e t h er e ar e i n su f f icien t
vo lu n t eer s, exp r essio n o f in t er est w ill b e so u g h t f r o m o t h er w o r k g r o u p s o r lo cat io n s.
If t h e o p t io n ab o ve is exh au st ed , Energy Queensland m ay en g ag e ad d it io n al r eso u r ces w h o ,

w h en assessed as co m p et en t , w ill w o r k t h e r o st er . In ar r iv in g at t h ese r o st er s, d u e r eg ar d
w ill b e g iven t o h ealt h an d saf et y an d f at ig u e m an ag em en t issu es.
9.5.1 Short Term Shift Loadings

Ho u r s w o r ked as a sh o r t t er m sh if t ar r an g em en t , w ill at t r act a sh if t lo ad in g o f 30% f o r all
h o u r s w o r ked . Sh o r t t er m sh if t w o r k w ill o n ly b e w o r ked Mo n d ay – Fr id ay .
9.6 OVERTIME PENALTIES AND MINIMUM PAYMENT
Over t im e w o r ked in an y callin g in o r in co n n ect io n w it h w h ich m o r e t h an o n e sh if t p er

d ay is w o r ked , w ill b e p aid f o r at t h e r at e o f d o u b le t im e.
Fo r all em p lo yees en g ag ed in sh if t w o r k, all t im e w o r ked in excess o f eig h t (8) h o u r s in an y

o n e d ay w ill b e co n sid er ed as o v er t im e.
Em p lo yees w h o w o r k o ver t im e d u r in g an af t er n o o n o r n ig h t sh if t w ill b e p aid d o u b le

t im e o n t h eir af t er n o o n o r n ig h t sh if t r at e r esp ect ively .

Sh if t Wo r ker s w h o ar e r o st er ed o n t o w o r k o n a st at u t o r y h o lid ay w ill b e p aid at d o u b le
t im e an d o n e h alf (2 ½ t im es) o f t h eir base rate o f p ay an d an y o ver t im e is p aid at d o u b le
t h e ap p licab le o ver t im e r at es t h at is f o u r (4) t im es t h e base rate.
Fo r t h o se sh if t w o r ker s w h o ar e n o t r o st er ed t o w o r k o n a st at u t o r y h o lid ay an d
su b seq u en t ly p er f o r m w o r k o n t h at d ay w ill b e p aid at d o u b le t im e an d o n e h alf (2 ½
t im es) o f t h eir base rate w it h a m in im u m p ay m en t f o r f o u r (4) h o u r s f o r t h e d ay an d w ill
r eceive a d ay o f leav e t o b e t aken at a m u t u ally ag r eeab le t im e in t h e sam e m an n er as
an n u al leave.
9.7 BREAKS BETWEEN ROSTERED ATTENDANCES
Th e Parties ag r ee t h at em p lo yees w ill b e g iv en n o less t h an n in e (9) co n secu t ive h o u r s o f f

d u t y b et w een t h e en d o f w o r k o n o n e d ay , an d t h e co m m en cem en t o f w o r k o n t h e n ext .
Wh er e a sh if t w o r ker is n o t g iven n in e (9) co n secu t ive h o u r s o f f d u t y an d t h ey h ave

co n t in u ed o r r esu m ed o ver t im e in t o t h eir n o r m al o r r o st er ed w o r k d ay, t h en t h ey w ill b e
p aid d o u b le t im e u n t il r eleased f r o m w o r k an d g iven n in e (9) co n secu t ive h o u r s r est .
9.7.1 Extended Breaks – Shift Workers

It is im p o r t an t t o n o t e t h at t h e saf et y o f o u r em p lo yees is t h e m o st im p o r t an t issu e an d
t h er e m ay b e cir cu m st an ces w h er e a n in e (9) h o u r r est b r eak m ay n o t b e availab le o r
su f f icien t . Wh er e a n in e (9) h o u r b r eak is in su f f icien t d u e t o f at ig u e, t h e em p lo yee m ay b e
p r o vid ed w it h a lo n g er b r eak at t h e d iscr et io n o f t h e su p er viso r . If a b r eak o r lo n g er
b r eak is t aken an d it g o es in t o t h e n o r m al st ar t in g t im e o f t h e em p lo yee, t h e em p lo yee
w ill n o t su f f er a r ed u ct io n in t h eir o r d in ar y p ay f o r t h at p er io d .

PART 10 LEAVE
10.1 ANNUAL LEAVE
Ever y em p lo yee, o t h er t h an a casu al em p lo yee, w ill b e en t it led t o an n u al leave o n f u ll p ay

at t h e en d o f each year o f em p lo ym en t as f o llo w s:
 Fiv e (5) w eeks if em p lo yed o n sh if t w o r k w h er e t h r ee (3) sh if t s p er d ay ar e w o r ked
o ver a p er io d o f seven (7) d ays p er w eek; o r
 Fo u r (4) w eeks in an y o t h er case.
Em p lo yees w o r kin g o n a lo n g t er m , No n -Co n t in u o u s Sh if t , (not including Short Term Shift

Arrangements, as defined), w ill b e en t it led t o an ad d it io n al t h r ee (3) d ays an n u al leave p er
year w o r ked , accu m u lat ed an d av ailab le o n a p r o -r at a b asis.
An n u al leave is n o r m ally t aken at a co n ven ien t t im e an d d u r at io n , m u t u ally ag r eed t o b y

t h e em p lo yee’s Su p er v iso r /Man ag er in acco r d an ce w it h d ep ar t m en t an d em p lo yee n eed s.
Pr o -r at a an n u al leav e, t h at is leave accr u ed f o r less t h an o n e (1) y ear , m ay b e g r an t ed
b ef o r e t h e co m p let io n o f 12 m o n t h s ser v ice, su b ject t o m an ag er ial ap p r o v al. Th e act u al
p r o -r at a leave am o u n t w ill n o t exceed t h e accr u ed b alan ce, t h at is, em p lo yees w ill n o t b e
en t it led t o t ake m o r e t h an t h eir accr u ed p r o -r at a leav e.
On su b m issio n o f an an n u al leave ap p licat io n , em p lo yees w ill r eceive ad v ice o n t h e

su ccess o r o t h er w ise o f t h eir ap p licat io n w it h in t w o (2) w eeks o f su b m issio n .
Par t -t im e em p lo yees ar e en t it led t o an n u al leave calcu lat ed as a p r o p o r t io n o f t h e
en t it lem en t f o r f u ll t im e em p lo yees.
Em p lo yees w it h a co m b in ed lo n g ser v ice an d an n u al leave b alan ce o f 13 w eeks o r less,

m ay ap p ly t o t ake an n u al leave at h alf p ay . Ap p r o v al w ill b e su b ject t o o p er at io n al
r eq u ir em en t s.
Wh er e an em p lo y ee accesses t h eir leave at h alf p ay , ap p licab le w ag e d ed u ct io n s w ill

co n t in u e t o ap p ly at t h e f u ll r at e, f o r exam p le salar y sacr if ice ar r an g em en t s an d veh icle
d ed u ct io n s.
An n u al leave p aym en t s w ill b e p aid as:

 A lu m p su m p aym en t p r io r t o co m m en cem en t o f an n u al leave at t h e r eq u est o f t h e
em p lo yee; o r
 Th e em p lo y ee’s w eekly w ag e, w it h d ep o sit s b ein g cr ed it ed t o t h eir acco u n t (s) in
acco r d w it h n o r m al p ay ar r an g em en t s.
An n u al leave w ill b e exclu sive o f an y p u b lic h o lid ay w h ich m ay o ccu r d u r in g t h e p er io d o f

t h at an n u al leave.
An n u al leave w ill b e p aid at t h e o r d in ar y r at e r eceiv ed im m ed iat ely p r io r t o an n u al leave.

No t e t h e o r d in ar y r at e w ill in clu d e an y r at e w h ich is r eceived in excess o f t h e o r d in ar y
r at e p ayab le u n d er t h is Ag r eem en t .
A sh if t w o r ker w ill b e p aid at t h e r at e p ayab le f o r w o r k in o r d in ar y t im e acco r d in g t o t h e

em p lo yee’s r o st er o r p r o ject ed r o st er in clu d in g Sat u r d ay, Su n d ay o r p u b lic h o lid ay sh if t .

Em p lo yees w ill t ake t h eir en t it lem en t t o an n u al leave w it h in t w elv e (12) m o n t h s o f t h e
d at e o f w h ich it f alls d u e excep t w h er e b y ag r eem en t w it h Energy Queensland it is d ef er r ed
t o a lat er d at e.
As a f ir st st ep , w h er e an em p lo yee’s an n u al leave b alan ce is in excess o f 8 w eeks o r 10

w eeks f o r a sh if t w o r ker (o r t h e eq u iv alen t t w o year s en t it lem en t ), En er g y Qu een slan d
w ill seek t o r each ag r eem en t w it h em p lo y ees t o t ake leave o n h o w t o r ed u ce t h e
excessiv e leave.
Wh er e ag r eem en t can n o t b e r each ed , En er g y Qu een slan d m ay d ir ect an em p lo yee t o

t ake an n u al leave. Un less t h e em p lo yee o t h er w ise ag r ees, En er g y Qu een slan d w ill g ive t h e
em p lo yee at least o n e m o n t h s’ n o t ice o f t h e d at e f r o m w h ich t h e an n u al leave w ill b e
t aken su b ject t o t h e f o llo w in g :
 Th e p er io d o f an n u al leave t aken w ill n o t r esu lt at an y t im e in t h e em p lo yee’s

r em ain in g an n u al leav e b alan ce b ein g less t h an six (6) w eeks w h en an y o t h er p aid
an n u al leave ar r an g em en t s ar e t aken in t o acco u n t ; an d
 Th e em p lo y ee w ill n o t b e r eq u ir ed t o t ake an y p er io d o f p aid an n u al leave o f less t h an
o n e (1) w eek.
In cir cu m st an ces w h er e can cellat io n o f an n u al leave is co n sid er ed d u e t o o p er at io n al

r eq u ir em en t s, co n su lt at io n w ill o ccu r p r io r t o can cellat io n o f an y leav e. Th e r esch ed u lin g
o f an y su ch leav e w ill b e t aken at a m u t u ally ag r eed t im e.
If t h e em p lo ym en t o f an em p lo yee is t er m in at ed t h e em p lo yee w ill b e p aid all leave

o w in g (in clu d in g an y p r o -r at a an n u al leav e) at t h e t im e o f t er m in at io n . Fu r t h er m o r e t h e
d at e o f t er m in at io n w ill b e ext en d ed b y e it h er t h e am o u n t o f accr u ed an n u al leav e
o w in g o r t h e am o u n t o f lo n g ser vice leave o w in g w h ich ever is t h e g r eat er . An y p u b lic
h o lid ay f allin g o n a d ay t h e em p lo yee w o u ld h ave b een r o st er ed t o w o r k d u r in g t h is
p er io d w ill b e calcu lat ed at t h e em p lo y ee’s o r d in ar y r at e an d p aid at t h e t im e o f
t er m in at io n .
Th e f o llo w in g allo w an ces/p en alt ies ar e p ay ab le d u r in g p er io d s o f an n u al leave an d

t h er ef o r e p ay ab le in t er m in at io n f o r an y accr u ed an n u al leav e:
 Sh if t w o r ker s - Su b ject t o t h e r at e o f salar y t o b e p aid t o a sh if t w o r ker , t h e r at e
p ay ab le sh all b e f o r w o r k in o r d in ar y t im e acco r d in g t o t h e em p lo yee's r o st er o r
p r o ject ed r o st er , in clu d in g Sat u r d ay , Su n d ay o r h o lid ay sh if t s, o r an an n u alised salar y
as ap p licab le.
 Em p lo yees-in -Ch ar g e - Em p lo yee-in -Ch ar g e allo w an ces sh all b e in clu d ed in t h e salar y t o
b e p aid .
Th e an n u al leave lo ad in g o f 17.5% is in co r p o r at ed in t o t h e salar y r at es in Sch ed u le A o f

t h is Ag r eem en t .
10.1.1 Preservation of Five (5) Weeks Annual leave

Ad m in ist r at ive St r eam em p lo yees w h o p r io r t o 1995 h ad an en t it lem en t t o f ive (5) w eeks
an n u al leave p er an n u m w ill r et ain t h is en t it lem en t u n less t h ey elect in w r it in g t o f o r eg o
o n e (1) w eek’s accr u al p er an n u m o n a p er m an en t b asis an d b e p aid an ad d it io n al 2% in t o
t h eir base rate.
Th is p r o v isio n d o es n o t ap p ly t o :
 Sh if t w o r ker s;

 Ad m in ist r at ive em p lo y ees en g ag ed af t er 1995 w o r kin g o u t sid e o f t h e g eo g r ap h ical
ar ea lyin g n o r t h o f t h e 22n d Par allel o f So u t h Lat it u d e an d /o r West o f t h e 144t h
m er id ian o f East Lo n g it u d e.
10.1.2 Illness Whilst on Annual Leave

An em p lo yee f allin g sick d u r in g an n u al leave m ay claim p er so n al leave in acco r d an ce w it h
t h e p r o v isio n s d et ailed b elo w , p r o vid ed t h e em p lo yee h as an ap p r o p r iat e p er so n al leave
b alan ce.
An n u al leave f o r t h at p er io d o f sickn ess m ay b e r e -cr ed it ed as an n u al leave t o b e t aken at
a m u t u ally co n ven ien t t im e, p r o v id ed t h at :
 Th e p er io d o f illn ess is at least t w o (2) co n secu t ive w o r kin g d ays; an d
 A m ed ical cer t if icat e f r o m a q u alif ied m ed ical p r act it io n er is in clu d ed w it h t h e claim .
10.1.3 Personal Leave

Per so n al leave is availab le in cir cu m st an ces w h er e t h e em p lo yee su st ain s an illn ess o r
in ju r y , w h ich r esu lt s in t h e em p lo yee b ein g u n ab le t o p er f o r m t h eir n o r m al d u t ies.
Entitlement
 Ever y em p lo y ee, excep t a casu al em p lo yee, is en t it led t o b e p aid p er so n al leav e at t h e
n o m in al r at e o f o n e (1) d ay p er m o n t h o f ser vice u p t o a m axim u m o f 12 d ay s p er
co m p let ed y ear o f ser vice, u n less p r o v id ed f o r in an alt er n at ive em p lo ym en t
ar r an g em en t p r o vid ed f o r u n d er t h is Ag r eem en t ;
 Par t -t im e em p lo yees accr u e p er so n al leave o n a p r o r at a b asis;
 Paym en t f o r p er so n al leave w ill b e m ad e b ased o n t h e n u m b er o f h o u r s t h at w o u ld
h ave b een w o r ked b y t h e em p lo y ee if t h ey w er e n o t ab sen t o n p er so n al leave; an d
 Per so n al leav e m ay b e t aken f o r p ar t o f a d ay .
Employee must give notice

Th e p ay m en t o f p er so n al leave is su b ject t o t h e em p lo y ee p r o m p t ly ad visin g t h eir
su p er v iso r at t h e f ir st o p p o r t u n it y o f t h eir ab sen ce an d it s exp ect ed d u r at io n .
Evidence supporting a claim

Wh en t h e em p lo y ee's ab sen ce is f o r m o r e t h an t w o (2) co n secu t ive w o r ki n g d ays
(co n secu t ive d ays in clu d e t h e d ays im m ed iat ely p r eced in g an d f o llo w in g a w eeken d ,
p u b lic h o lid ay o r SDO), t h e em p lo yee is r eq u ir ed t o g ive Energy Queensland a d o ct o r 's
cer t if icat e, o r o t h er r easo n ab ly accep t ab le evid en ce t o Energy Queensland’s sat isf act io n ,
ab o u t t h e n at u r e an d ap p r o xim at e d u r at io n o f t h e illn ess.
10.1.4 Concessional Personal Leave

A co n cessio n al p er so n al leave en t it lem en t o f 13 w eeks w ill b e cr ed it ed t o em p lo yees w h o
h ave b een em p lo yed in a Qu een slan d Go ver n m en t o w n ed elect r icit y e n t it y f o r 26 year s,
w it h o u t a b r eak o f em p lo ym en t exceed in g t h r ee (3) m o n t h s, an d w h o h ave exh au st ed
t h eir n o r m al p er so n al leave en t it lem en t s.
Wh er e t h e em p lo yee o n ly r eq u ir es a p ar t o f t h e 13 w eeks cr ed it , t h e r em ain in g

co m p o n en t w ill b e av ailab le at a lat er d at e w h er e t h e em p lo yee h as ag ain exh au st ed t h eir
n o r m al p er so n al leave accr u al.
10.1.5 Concessional Personal Leave - Returned Service Personnel

Ret u r n ed ser v ice p er so n n el w ill b e g r an t ed a sp ecial cr ed it o f sixt y -f ive (65) w o r kin g d ays
Per so n al Leave o f ab sen ce, f o r illn ess d ir ect ly at t r ib u t ab le t o act ive ser vice cau sed
d isab ilit ies.

Elig ib ilit y f o r t h is en t it lem en t w ill b e co n d it io n al o n t h e em p lo yee p r o v id in g
d o cu m en t ar y ev id en ce f r o m t h e Dep ar t m en t o f Vet er an ’ Af f air s, t h at t h e d isab ilit y h as
b een accep t ed b y t h at Dep ar t m en t as at t r ib u t ab le t o act ive ser vice.
Claim s ag ain st t h is en t it lem en t w ill b e co n sid er ed ev en w h en an em p lo yee h as a cr ed it o f

n o r m al Per so n al Leave.
A m ed ical cer t if icat e o r o t h er r easo n ab ly accep t ab le ev id en ce t o Energy Queensland’s

sat isf act io n , ab o u t t h e n at u r e an d ap p r o xim at e d u r at io n o f t h e illn ess is r eq u ir ed w h er e
t h e ab sen ce is f o r m o r e t h an t w o (2) d ay s.
Em p lo yees w h o co n sid er t h ey ar e elig ib le f o r t h is en t it lem en t sh o u ld m ake ap p licat io n ,

su p p o r t ed b y t h e n ecessar y d o cu m en t ar y evid en ce t o t h e Reg io n al Hu m an Reso u r ces
Man ag er .
Ap p licat io n s f o r t akin g o f Per so n al Leav e sh o u ld b e lo d g ed in t h e n o r m al m an n er .

Ho w ever , claim s f o r d eb it s ag ain st t h is en t it lem en t sh o u ld sp ecif ically in d icat e t h at t h e
ab sen ce w as asso ciat ed w it h t h e em p lo yee’s d isab ilit y w h ich h as b een accep t ed b y Energy
Queensland as b ein g t h e r esu lt o f act ive ser v ice.
10.2 SPECIAL CIRCUMSTANCES LEAVE
Wh er e sp ecial cir cu m st an ces ar ise Energy Queensland m ay g r an t t o an em p lo yee ad d it io n al

leave w it h p ay u n d er su ch co n d it io n s o r lim it at io n s as Energy Queensland w ill d et er m in e.
Su ch leave w ill o n ly b e p r o v id ed w h er e an em p lo yee h as exh au st ed all accr u ed leave

en t it lem en t s an d ap p r o p r iat e evid en ce t o t h e sat isf act io n o f Energy Queensland is
p r o vid ed t o su p p o r t t h e r eq u ir em en t f o r ad d it io n al leave. Fo r exam p le, w h er e an
em p lo yee o r im m ed iat e m em b er o f t h e em p lo yee’s f am ily r eq u ir es o n g o in g m ed ical car e
f o r a lif e t h r eat en in g in ju r y o r illn ess. Su ch ap p r o v al w ill r eq u ir e w r it t en ev id en ce t o t h e
sat isf act io n o f Energy Queensland w h ich w ill n o t u n r easo n ab ly b e r ef u sed .
10.2.1 Family and Domestic Violence Leave

Paid d o m est ic an d f am ily vio len ce leave is availab le t o su p p o r t em p lo yees exp er ien cin g
t h e ef f ect s o f d o m est ic an d f am ily vio len ce b y p r o vid in g access t o p aid leave an d
su p p o r t . Th e am o u n t o f p aid leave t h at m ay b e r easo n ab ly r eq u ir ed is n o t cap p ed an d
o t h er leave b alan ces d o n o t n eed t o b e t aken o r exh au st ed p r io r t o accessin g d o m est ic
an d f am ily vio len ce leave. In t h e case o f accessin g leave f o r d o m est ic an d f am ily v io len ce
p u r p o ses, an em p lo yee w ill h ave access t o a m in im u m o f 10 d ays p er y ear o f p aid leave.
Do m est ic an d /o r f am ily vio len ce su p p o r t leave can b e t aken as a p ar t d ay ab sen ce an d

leave w it h p ay f o r d o m est ic an d f am ily vio len ce p u r p o ses co u n t s as ser vice f o r all
p u r p o ses.
Leave p r o v isio n s an d r eq u ir em en t s w ill b e av ailab le in acco r d an ce w it h Energy Queensland

p o licy , in clu d in g :
 In d iv id u al Su p p o r t
 Co n f id en t ialit y
 Ad ver se act io n
 Co n t act p er so n
 Wo r kp lace Saf et y Plan n in g St r at eg ies
An y ch an g es t o t h e Po licy w ill b e d o n e t h r o u g h ag r eem en t w it h t h e Par t ies.

10.3 CARER’S LEAVE
10.3.1 Use of Personal Leave

An em p lo yee w it h r esp o n sib ilit ies in r elat io n t o eit h er m em b er s o f t h eir im m ed iat e
f am ily o r m em b er s o f t h eir h o u seh o ld w ill b e en t it led t o u se t h eir accr u ed Per so n al Leave
en t it lem en t f o r ab sen ces t o p r o vid e car e an d su p p o r t f o r su ch p er so n s w h en t h ey ar e ill
o r in ju r ed , o r b ecau se o f an u n exp ect ed em er g en cy af f ect in g a m em b er o f t h eir
im m ed iat e f am ily o r m em b er s o f t h eir h o u seh o ld .
Th e em p lo yee w ill, if r eq u est ed , p r o v id e r easo n ab le ev id en ce t o Energy Queensland’s

sat isf act io n t h at t h e p er so n co n cer n ed r eq u ir es car e b y an o t h er .
In n o r m al cir cu m st an ces, an em p lo yee w ill n o t t ake car er ’s leave w h er e an o t h er p er so n

h as t aken leave t o car e f o r t h e sam e p er so n .
Car er ’s leave m ay b e t aken f o r p ar t o f a sin g le d ay .

Th e em p lo yee w ill, w h er e p r act icab le ad v ise Energy Queensland at t h e f ir st o p p o r t u n it y:
 Give n o t ice p r io r t o t h e ab sen ce;
 Th e n am e o f t h e p er so n r eq u ir in g car e an d t h eir r elat io n sh ip t o t h e em p lo yee;
 Th e r easo n s f o r t akin g su ch leav e; an d
 Th e est im at ed len g t h o f ab sen ce
10.3.2 Alternative Carers Leave Arrangements

Wh er e an em p lo yee h as exh au st ed t h eir en t it lem en t t o p aid car er s leave, su b ject t o
ap p r o v al b y Energy Queensland t h e em p lo y ee m ay t ake u n p aid car er ’s leav e o r t h e
f o llo w in g t yp es o f leav e in t h e m an n er p r escr ib ed b elo w :
An n u al Leave
An em p lo yee m ay elect , w it h t h e co n sen t o f Energy Queensland, t o t ake an n u al leave at a
t im e o r t im es ag r eed b et w een t h e p ar t ies w h ich m ay b e t aken in sin g le d ay p er io d s o r
p ar t s t h er eo f in an y calen d ar y ear at a t im e o r t im es ag r eed b et w een t h e p ar t ies.
Tim e Of f in Lieu (TOIL)
An em p lo yee m ay elect , w it h t h e co n sen t o f Energy Queensland t o t ake t im e o f f in lieu o f
p aym en t f o r o ver t im e at a t im e o r t im es ag r eed w it h Energy Queensland t o d isch ar g e a
r esp o n sib ilit y t o car e f o r o r su p p o r t a p er so n w h et h er p er so n al o r n o t .
Over t im e t aken as t im e o f f d u r in g o r d in ar y t im e h o u r s w ill b e t aken at t h e o r d in ar y t im e
r at e t h at is an h o u r f o r each h o u r w o r ked .
Energy Queensland w ill, if r eq u est ed b y an em p lo yee, p r o vid e p aym en t at t h e r at e
p r o vid ed f o r t h e p ay m en t o f o ver t im e in t h is Agreement, f o r an y o ver t im e w o r ked , in
acco r d an ce w it h t h is Clau se w h er e su ch t im e h as n o t b een t aken w it h in f o u r (4) w eeks o f
accr u al.
Make-Up t im e
An em p lo yee m ay elect , w it h t h e co n sen t o f Energy Queensland, t o w o r k “m ake-u p t im e ”,
u n d er w h ich t h e em p lo yee t akes t im e o f f o r d in ar y h o u r s, an d w o r ks t h o se h o u r s at a
lat er t im e, d u r in g t h e sp r ead o f o r d in ar y h o u r s p r o vid ed in t h is Agreement, at base rates.
An em p lo yee o n sh if t w o r k m ay elect , w it h t h e co n sen t o f Energy Queensland, t o w o r k
m ake-u p t im e u n d er w h ich t h e em p lo yee t akes t im e o f f o r d in ar y h o u r s an d w o r ks t h o se
h o u r s at a lat er t im e, at t h e sh if t r at e w h ich w o u ld h av e b een ap p l icab le t o t h e h o u r s
t aken o f f .

10.4 COMPASSIONATE LEAVE
An em p lo yee in clu d in g lo n g t er m casu als w ill, o n t h e d eat h o f t h eir :
 Wif e o r Hu sb an d ;  De f act o ;
 Par t n er ;  Mo t h er o r Fat h er ;
 Leg al Gu ar d ian ;  Mo t h er -in -law o r Fat h er -in -law ;
 Br o t h er o r Sist er ;  Ch ild o r St ep -ch ild ;
 St ep -f at h er o r St ep -m o t h er ;  Half b r o t h er o r Half sist er ;
 St ep -b r o t h er o r St ep -sist er ;  Br o t h er -in -law o r Sist er -in -law ;
 Niece, Nep h ew ;  Un cle, Au n t ;
 Co u sin s;  So n -in -law o r Dau g h t er -in -law ;
 Gr an d f at h er o r Gr an d m o t h er ;  Gr an d so n o r Gr an d d au g h t er ;
 Gr eat Gr an d f at h er o r Gr eat Gr an d m o t h er Sp o u se;
 Fo r m er sp o u se,  Ex-f o st er ch ild ;
 Ex-n u p t ial ch ild ;  Ex-f o st er p ar en t ;
 St ep Gr an d p ar en t s
w ill b e en t it led o n n o t ice t o t w o (2) o r d in ar y d ay s o f b er eavem en t leave w it h o u t lo ss o f

p ay . Th e p er io d o f leav e w ill n o t exceed t h e n u m b er o f h o u r s w o r ked b y t h e em p lo yee
o n t w o (2) o r d in ar y d ay s.
On t h e d eat h o f an em p lo yee’s w if e, h u sb an d , d e f act o , ch ild /st ep ch ild , m o t h er o r f at h er ,
b r o t h er o r sist er t h ey m ay access u p t o f ive (5) d ays o f accr u ed p er so n al leav e f o r t h e
p u r p o ses o f b er eavem en t , in ad d it io n t o exist in g b er eavem en t leave en t it lem en t s.
Reaso n ab le ad d it io n al b er eav em en t leav e m ay b e p r o vid ed at Energy Queensland’s
d iscr et io n w h er e an em p lo yee h as assu m ed sig n if ican t r esp o n sib ilit y f o r t h e
ar r an g em en t s o f cer em o n ies r esu lt in g f r o m t h e d eat h , o r w h er e cu lt u r al o b lig at io n s
n ecessit at e a lo n g er p er io d o f b er eav em en t leave.
Em p lo yees accessin g u p t o t h e f ive (5) d ay s o f p er so n al leave in t h ese cir cu m st an ces w ill
n o t b e r eq u ir ed t o p r o vid e su p p o r t in g ev i d en ce in acco r d an ce w it h clau se 10.2.2.
Ber eavem en t leave can b e sp lit t o allo w a p er io d o f leave p r io r t o t h e f u n er al an d t h en
f o r at t en d an ce at t h e f u n er al at a lat er d at e.
In ad d it io n , w h er e t h e em p lo yee m u st t r av el ext en sively f o r t h e p u r p o se o f b er eav em en t
leave, an em p lo y ee w ill b e en t it led u p t o a m axim u m o f t w o (2) ad d it io n al d ays w it h o u t
lo ss o f p ay o n each o ccasio n .
In each case, sat isf act o r y ev id en ce m u st b e p r o vid ed if r eq u est ed b y Energy Queensland.
An y claim s f o r b er eav em en t leave f o r a p er so n n o t list ed ab o ve m u st b e r ef er r ed t o
Hu m an Reso u r ces.
Energy Queensland m ay ap p r o v e u n p aid leave w h er e t h e p er io d o f p aid b er eavem en t leave
is in su f f icien t .
A “lo n g t er m casu al em p lo yee ” is a casu al em p lo yee en g ag ed b y Energy Queensland, o n a
r eg u lar an d sy st em at ic b asis, f o r sever al p er io d s o f em p lo ym en t d u r in g a p er io d o f at
least o n e (1) year im m ed iat ely b ef o r e t h e em p lo yee seeks t o access b er eavem en t leav e.
10.5 PARENTAL LEAVE
Par en t al Leave in clu d in g Mat er n it y , Pat er n it y an d Ad o p t io n Leave is av ai lab le t o f u ll-t im e,

p ar t -t im e o r lo n g t er m casu al em p lo yees w h o h ave at least t w elve (12) m o n t h s co n t in u o u s
ser v ice w it h Energy Queensland im m ed iat ely p r io r t o co m m en cin g Par en t al Leave.

10.5.1 Definitions
Adoption Leave m ean s p aid an d u n p aid leave av ailab le t o an em p lo y ee in r elat io n t o t h e
ad o p t io n o f a ch ild .
Child for the purposes of Adoption Leave m ean s a p er so n u n d er t h e ag e o f f ive year s w h o is
p laced w it h t h e em p lo yee f o r t h e p u r p o ses o f ad o p t io n , o t h er t h an a ch ild o r st ep -ch ild
o f t h e em p lo yee o r o f t h e sp o u se o f t h e em p lo yee.
Child for the purposes of Maternity and Paternity Leave m ean s a ch ild o f t h e em p lo yee o r
t h eir sp o u se u n d er t h e ag e o f o n e (1) year .
Long term casual m ean s casu al em p lo yees w h o ar e en g ag ed , b y Energy Queensland o n a
r eg u lar an d syst em at ic b asis o f at least o n e (1) y ear im m ed iat ely b ef o r e t h e em p lo yee
seeks t o access an en t it lem en t .
Maternity Leave m ean s p aid an d u n p aid leave av ailab le t o a p r eg n an t em p lo yee in r elat io n
t o t h e b ir t h o f a ch ild .
Parental Leave m ean s p aid an d u n p aid leave asso ciat ed w it h t h e b ir t h o r ad o p t io n o f a
ch ild , in clu d in g Mat er n it y, Pat er n it y an d Ad o p t io n Leave.
Paternity Leave m ean s p aid an d u n p aid leave av ailab le t o t h e sp o u se o f a p r eg n an t o r
ad o p t ive em p lo yee.
Primary care-giver m ean s a p er so n w h o assu m es t h e p r in cip al r o le o f p r o v id in g car e an d
at t en t io n t o a ch ild .
Relative adoption o ccu r s w h en a ch ild , as d ef in ed , is ad o p t ed b y a g r an d p ar en t , b r o t h er ,
sist er , au n t o r u n cle (w h et h er o f t h e w h o le b lo o d o r h alf b lo o d o r b y m ar r iag e).
Replacement Employee m ean s an em p lo yee sp ecif ically en g ag ed as a r esu lt o f an em p lo yee
p r o ceed in g o n Par en t al Leave an d t em p o r ar y p ar t t im e ar r an g em en t s.
Spouse in clu d es a d e f act o sp o u se, in clu d in g a sp o u se o f t h e sam e sex o r a f o r m er sp o u se.
10.5.2 Maternity Leave

A p r eg n an t em p lo yee w ill b e en t it led t o a p er io d o f u p t o f if t y t w o (52) w eeks Mat er n it y
Leave p r o vid ed t h at su ch leave w ill n o t ext en d b eyo n d t h e ch ild ’s f ir st (1st ) b ir t h d ay . Th e
p er io d o f Mat er n it y Leave in clu d es t h e f o llo w in g :
 An u n b r o ken p er io d o f u p t o f o u r t een (14) w eeks p aid leav e;

 A f u r t h er u n b r o ken p er io d o f u p t o t h ir t y eig h t (38) w eeks u n p aid leave t o b e t h e
p r im ar y car e g iv er o f t h e ch ild .
An em p lo yee m ay elect t o r eceive t h eir f o u r t een (14) w eeks p aid Mat er n it y Leav e at h alf
p ay o ver f o u r t een (14) f o r t n ig h t ly p ay p er io d s.
Th is en t it lem en t w ill b e r ed u ced b y an y p er io d o f Pat er n it y Leave t aken b y t h e

em p lo yee’s sp o u se in r elat io n t o t h e sam e ch ild . Ap ar t f r o m Pat er n it y Leav e o f u p t o o n e
(1) w eek at t h e t im e o f co n f in em en t , Mat er n it y Leave w ill n o t b e t aken co n cu r r en t ly w it h
Pat er n it y Leave.
A f u r t h er p er io d o f u p t o f if t y t w o (52) w eeks o f u n p aid leave, t o b e t h e p r im ar y car e -

g iver m ay b e ap p r o ved at t h e d iscr et io n o f Energy Queensland.
Wh er e an em p lo yee co n t in u es t o w o r k w it h in t h e six (6) w eek p er io d im m ed iat ely p r io r

t o t h e exp ect ed d at e o f b ir t h , t h e em p lo y ee is t o p r o v id e Energy Queensland w it h a
m ed ical cer t if icat e w h ich st at es t h at co n t in u in g t o u n d er t ake n o r m al d u t ies w ill n o t
jeo p ar d ise t h e em p lo y ee’s h ealt h .

Tr an sf er t o a Saf e Jo b
Wh er e a d o ct o r ’s cer t if icat e st ip u lat es t h e n ecessit y f o r an em p lo yee t o t r an sf er t o a saf e
jo b , a r isk assessm en t m ay b e u n d er t aken p r io r t o co m m en cem en t in t h e alt er n at e r o le.
Th e alt er n at e r o le w ill b e co m p ar ab le in classif icat io n an d p ay .
If t h e t r an sf er t o a saf e jo b is n o t p r act icab le, t h e em p lo yee m ay r eq u est t o t ake leave as

p r o vid ed in t h is Agreement f o r as lo n g as a d o ct o r cer t if ies it is n ecessar y t o avo id
exp o su r e t o r isk.
Sp ecial Mat er n it y Leav e an d Per so n al Leav e

Wh er e t h e p r eg n an cy o f an em p lo y ee n o t o n Mat er n it y Leave t er m in at es af t er t w elve (12)
w eeks o t h er t h an b y t h e b ir t h o f a livin g ch ild , sh e w ill b e en t it led t o u n p aid leave (t o b e
kn o w n as sp ecial Mat er n it y Leave) as a r eg ist er ed m ed ical p r act it io n er cer t if ies as
n ecessar y b ef o r e h er r et u r n t o w o r k; o r f o r illn ess o t h er t h an t h e n o r m al co n seq u en ces
o f co n f in em en t sh e w ill b e en t it led , eit h er in lieu o f o r in ad d it io n t o sp ecial Mat er n it y
Leave, t o su ch p aid sick leave as t o w h ich sh e is en t it led an d w h ich a r eg ist er ed m ed ical
p r act it io n er cer t if ies as n ecessar y b ef o r e h er r et u r n t o w o r k.
Sh o u ld a p r eg n an cy en d af t er t w en t y (20) w eeks o f p r eg n an cy o r t h e ch ild d ie d u r in g t h e

p er io d o f p aid m at er n it y leav e, t h e em p lo yee w ill b e elig ib le f o r p aid Sp ecial Mat er n it y
Leave o f u p t o f o u r t een (14) w eeks. Th e em p lo yee m ay elect t o r et u r n t o t h e w o r kp lace
p r io r t o t h e co n clu sio n o f t h e f o u r t een (14) w eeks Sp ecial Mat er n it y Leave p er io d in w h ich
case su ch p aym en t w ill cease an d n o r m al w ag es r eco m m en ce.
Wh er e an em p lo y ee n o t o n Mat er n it y Leav e su f f er s illn ess r elat ed t o h er p r eg n an cy , sh e

m ay t ake p aid sick leave as sh e is en t it led an d f u r t h er u n p aid leave (t o b e kn o w n as
sp ecial Mat er n it y Leav e) as a r eg ist er ed p r act it io n er cer t if ies as n ecessar y b ef o r e h er
r et u r n t o w o r k, p r o vid ed t h at t h e t o t al o f p aid sick leave, sp ecial Mat er n it y Leave an d
Mat er n it y Leave sh all n o t exceed f if t y t w o (52) w eeks
10.5.3 Paternity Leave

An em p lo y ee w ill b e en t it led t o o n e (1) o r t w o (2) p er io d s o f Pat er n it y Leave, t h e t o t al o f
w h ich w ill n o t exceed f if t y t w o (52) w eek s, in t h e f o llo w in g cir cu m st an ces:
 An u n b r o ken p er io d o f u p t o o n e (1) w eek p aid leave at t h e t im e o f co n f in em en t o f

t h e sp o u se an d w it h t h e co n sen t o f Energy Queensland an ext en sio n o f t h e Pat er n it y
Leave f o r f u r t h er u n b r o ken p er io d o f u p t o seven (7) w e eks u n p aid leave.
 A f u r t h er u n b r o ken p er io d o f u p t o f if t y o n e (51) w eeks u n p aid leav e in o r d er t o b e
t h e p r im ar y car eg iver o f a ch ild p r o v id ed t h at su ch leave w ill n o t ext en d b eyo n d t h e
ch ild ’s f ir st (1st ) b ir t h d ay.
Th e en t it lem en t o f u p t o f if t y o n e (51) w eeks u n p aid leav e w ill b e r ed u ced b y an y p er io d

o f Mat er n it y Leave o r Ad o p t io n Leave t aken b y t h e em p lo y ee’s sp o u se. Ap ar t f r o m
Pat er n it y Leav e o f u p t o o n e (1) w eek at t h e t im e o f co n f in em en t , an y f u r t h er u n b r o ken
p er io d o f u p t o f if t y o n e (51) w eeks w ill n o t b e t aken co n cu r r en t ly w it h Pat er n it y Leave.
An em p lo yee m ay r eq u est t o ext en d t h e o n e (1) w eek p aid p at er n it y leav e t o t w o (2)

w eeks at h alf -p ay .
A f u r t h er p er io d o f u p t o f if t y t w o (52) w eeks o f u n p aid leav e t o b e t h e p r im ar y car e -g iv er

m ay b e ap p r o ved at t h e d iscr et io n o f Energy Queensland.
10.5.4 Adoption Leave

An em p lo yee w ill b e en t it led t o o n e (1) o r t w o (2) p er io d s o f Ad o p t io n Leave, t h e t o t al o f
w h ich w ill n o t exceed f if t y t w o (52) w eeks, in t h e f o llo w in g cir cu m st an ces:
 An u n b r o ken p er io d o f u p t o f o u r t een (14) w eeks p aid leave at t h e t im e o f p lacem en t

o f t h e ch ild ;

 Fu r t h er u n b r o ken p er io d o f u p t o t h ir t y eig h t (38) w eeks u n p aid leave f r o m t h e t im e
o f t h e ch ild ’s p lacem en t in o r d er t o b e t h e p r im ar y car e -g iv er o f t h e ch ild . Th is leave
w ill n o t ext en d b eyo n d o n e year af t er t h e p lacem en t o f t h e ch ild an d w ill n o t b e
t aken co n cu r r en t ly w it h Ad o p t io n Leave t aken b y t h e em p lo yee’s sp o u se in r elat io n t o
t h e sam e ch ild .
An em p lo yee m ay elect t o r eceive t h eir f o u r t een (14) w eeks p aid Ad o p t io n Leave at h alf
p ay o ver f o u r t een (14) f o r t n ig h t ly p ay p er io d s.
Th e en t it lem en t o f u p t o f if t y t w o (52) w eeks w ill b e r ed u ced b y an y p er io d o f Ad o p t io n

Leave t aken , an d t h e ag g r eg at e o f an y p er io d s o f Ad o p t io n Leave t aken o r t o b e t aken b y
t h e em p lo yee’s sp o u se.
60
A f u r t h er p er io d o f u p t o f if t y t w o (52) w eeks o f u n p aid leave m ay b e ap p r o v ed t o b e t h e
p r im ar y car e-g iv er at t h e d iscr et io n o f Energy Queensland.
Sp ecial Ad o p t io n Leave
Energy Queensland w ill g r an t t o an y em p lo yee w h o is seekin g t o ad o p t a ch ild , su ch u n p aid
leave n o t exceed in g t w o (2) d ays, as is r eq u ir ed b y t h e em p lo yee t o at t en d an y
co m p u lso r y in t er view s o r exam in at io n s as ar e n ecessar y.
10.5.5 Parental Leave Notice Requirements

Th e f o llo w in g n o t ice p er io d s ap p ly f o r Par en t al Leav e:
Mat er n it y Leave
 No t less t h an t en (10) w eeks p r io r t o t h e exp ect ed d at e o f co n f in em en t an em p lo yee
w ill p r o v id e Energy Queensland w it h a cer t if icat e f r o m a r eg ist er ed m ed ical p r act it io n er
st at in g t h at sh e is p r eg n an t an d t h e exp ect ed d at e o f co n f in em en t .
 No t less t h an f o u r (4) w eeks p r io r t o co n f in em en t an em p lo yee w ill p r o v id e n o t ice in
w r it in g t o Energy Queensland o f t h e d at e sh e p r o p o ses t o co m m en ce Mat er n it y Leav e,
st at in g t h e p er io d o f leave t o b e t aken . If r eq u est ed b y Energy Queensland t h e
em p lo yee m u st p r o d u ce a st at u t o r y d eclar at io n st at in g p ar t icu lar s o f an y p er io d o f
Pat er n it y Leave so u g h t o r t aken b y h er sp o u se.
Pat er n it y Leave
 No t less t h an t en (10) w eeks p r io r t o t h e exp ect ed d at e o f p r o p o sed Pat er n it y Leave
an em p lo yee w ill p r o v id e Energy Queensland w it h a cer t if icat e/d eclar at io n st at in g t h e
p r o p o sed st ar t an d f in ish d at es o f leave.
 As so o n as p r act icab le, an em p lo yee w ill g ive n o t ice t o Energy Queensland o f t h e d at e
t h ey p r o p o se t o co m m en ce Pat er n it y Leave, st at in g t h e p er io d o f leave t o b e t aken .
Ad o p t io n Leav e
 Up o n r eceiv in g n o t ice o f ap p r o v al f o r ad o p t io n p u r p o ses, an em p lo yee w ill n o t if y
Energy Queensland o f su ch ap p r o v al an d w it h in t w o (2) m o n t h s o f su ch ap p r o val w ill
f u r t h er n o t if y Energy Queensland o f t h e p er io d o r p er io d s o f Ad o p t io n Leav e t h e
em p lo yee p r o p o ses t o t ake. In t h e case o f a Relat ive Ad o p t io n t h e em p lo yee w ill
n o t if y as af o r esaid u p o n d ecid in g t o t ake a ch ild in t o cu st o d y p en d in g an ap p licat io n
f o r an ad o p t io n o r d er .
 No t less t h an t en (10) w eeks b ef o r e t h e p r o p o sed d at e o f co m m en ci n g an y Ad o p t io n
Leave an em p lo yee w ill g ive n o t ice in w r it in g t o Energy Queensland o f t h e d at e o f
co m m en cin g leave an d t h e p er io d o f leave t o b e t aken .
 No t less t h an f o u r t een (14) d ay s b ef o r e t h e p r esu m ed d at e o f p lacem en t o f a ch ild f o r
ad o p t io n an em p lo y ee w ill, as so o n as g ive n o t ice in w r it in g t o Energy Queensland o f
t h e d at e o f t h e co m m en cem en t o f an y p er io d o f leav e t o b e t aken .

10.5.6 Certification Required
Th e f o llo w in g cer t if icat io n is r eq u ir ed in r elat io n t o ap p licat io n s f o r Par en t al Leave:
 A cer t if icat e f r o m a r eg ist er ed m ed ical p r act it io n er st at in g t h at t h e em p lo yee (o r
t h eir sp o u se) is p r eg n an t an d t h e exp ect ed d at e o f co n f in em en t . Wh er e ap p r o p r iat e
t h e sp o u se sh o u ld b e n am ed ; o r
 A St at em en t f r o m an ad o p t io n ag en cy o r o t h er ap p r o p r iat e b o d y ad v isin g t h e
p r esu m ed d at e o f p lacem en t o f t h e ch ild w it h t h e em p lo y ee f o r ad o p t io n p u r p o ses;
or
 A st at em en t f r o m t h e ap p r o p r iat e g o ver n m en t au t h o r it y co n f ir m in g t h at t h e
em p lo yee is t o h ave cu st o d y o f t h e ch ild p en d in g ap p licat io n f o r an ad o p t io n o r d er ;
an d
 In r elat io n t o an y f u r t h er p er io d o f u p t o f if t y -o n e (51) w eeks t o b e t aken f o r Pat er n it y
Leave, t h e em p lo yee m u st p r o d u ce t o Energy Queensland a st at u t o r y d eclar at io n
st at in g :
• Th e p er io d o f Par en t al Leave r eq u est ed t o b eco m e t h e p r im ar y car e -g iver o f a
ch ild ;
• Par t icu lar s o f an y p er io d o f Par en t al Leave so u g h t o r t aken b y t h e em p lo yee’s
sp o u se; an d
• Fo r t h e p er io d o f Par en t al Leave t h e em p lo y ee w ill n o t en g ag e in an y co n d u ct
in co n sist en t w it h t h e em p lo yee’s co n t r act o f em p lo ym en t .
10.5.7 Variation of Period of Parental Leave

Pr o vid ed t h e m axim u m p er io d o f Par en t al Leave d o es n o t exceed t h e p er io d t o w h ich
t h e em p lo yee is en t it led , t h e p er io d o f Par en t al Leav e m ay b e ext en d ed o n ce o n ly b y t h e
em p lo yee g ivin g n o t less t h an f o u r t een (14) d ays’ n o t ice i n w r it in g st at in g t h e p er io d b y
w h ich t h e leav e is t o b e ext en d ed .
Th e p er io d m ay b e f u r t h er ext en d ed b y Agreement b et w een Energy Queensland an d t h e

em p lo yee.
Th e p er io d o f Par en t al Leave m ay , w it h t h e co n sen t o f Energy Queensland, b e sh o r t en ed b y
t h e em p lo yee g ivin g n o t less t h an f o u r t een (14) d ays n o t ice in w r it in g st at in g t h e p er io d
b y w h ich t h e leave is t o b e sh o r t en ed .
An em p lo yee an d Energy Queensland m ay ag r ee t h at t h e em p lo y ee b r eak t h e p er io d o f

Par en t al Leav e b y r et u r n in g t o w o r k f o r Energy Queensland, w h et h er o n a f u ll-t im e, p ar t
t im e o r casu al b asis.
10.5.8 Cancellation of Parental Leave

Mat er n it y o r Pat er n it y Leave, ap p lied f o r b u t n o t co m m en ced , w ill b e can celled w h en t h e
p r eg n an cy o f an em p lo yee t er m in at es o t h er t h an b y t h e b ir t h o f a liv in g ch ild . In su ch
in st an ces t h e em p lo yee w ill r esu m e w o r k at a t im e nominated employee representative b y
Energy Queensland w h ich w ill n o t exceed t w o (2) w eeks f r o m t h e d at e o f n o t ice p r o v id ed in
w r it in g b y t h e em p lo yee o f t h eir in t en t io n t o r et u r n t o w o r k.
Ad o p t io n Leave ap p lied f o r b u t n o t co m m en ced , w ill b e can celled sh o u ld t h e p lacem en t

o f t h e ch ild n o t p r o ceed .
Wh er e t h e p lacem en t o f a ch ild f o r ad o p t io n p u r p o ses w it h an em p lo yee t h en o n

Ad o p t io n Leave d o es n o t p r o ceed o r co n t in u e, t h e em p lo y ee w ill n o t if y Energy Queensland
an d Energy Queensland w ill n o m in at e a t im e n o t exceed in g t w o (2) w eeks f r o m r eceip t o f
n o t if icat io n f o r t h e em p lo yee’s r esu m p t io n o f w o r k.

10.5.9 Parental Leave and Other Leave Entitlements
Pr o vid ed t h e ag g r eg at e o f an y leave, in clu d in g leave t aken u n d er Par en t al Leave, d o es
n o t exceed t h e p er io d t o w h ich t h e em p lo yee is en t it led , an em p lo y ee m ay , in lieu o f o r
in co n ju n ct io n w it h Par en t al Leave, t ake an y An n u al Leave o r Lo n g Ser v ice Leav e o r an y
p ar t t h er eo f t o w h ich t h ey ar e en t it l ed .
Wh er e an en t it lem en t exist s, an em p lo yee m ay also elect t o t ake an y accr u ed An n u al

Leave o r Lo n g Ser v ice Leave at h alf p ay in co n ju n ct io n w it h p aid Par en t al Leav e, p r o vid ed
t h e m axim u m p er io d o f leave at h alf p ay d o es n o t en d b eyo n d f if t y -t w o (52) w eeks.
Paid Per so n al Leav e o r o t h er p aid au t h o r ised ab sen ces (exclu d in g An n u al Leave o r Lo n g

Ser v ice Leave) w ill n o t b e av ailab le t o an em p lo yee d u r in g t h eir ab sen ce o n Par en t al
Leave.
10.5.10 Accrual of Leave & Continuity of Service

An ab sen ce o n Par en t al Leave w ill b e t aken in t o acco u n t in calcu lat in g an en t it lem en t t o
An n u al Leave t o a m axim u m o f t h r ee (3) m o n t h s p r o vid ed t h at w h er e an em p lo y ee d o es
n o t r et u r n t o t h e ser vice o f Energy Queensland p r io r t o o r f o llo w in g co m p let io n o f Par en t al
Leave an d t h er eaf t er r em ain in t h e ser v ice o f Energy Queensland f o r a co n t in u o u s p er io d o f
t h r ee (3) m o n t h s, t h e em p lo yee w ill f o r f eit t h e r ig h t t o h av e an y p ar t o f t h e p er io d o f
Par en t al Leave t aken in t o acco u n t in calcu lat in g en t it lem en t s t o o r in lieu o f An n u al
Leave.
Ab sen ce o n Par en t al Leave w ill n o t b r eak t h e co n t in u it y o f ser vice o f an em p lo y ee b u t

w ill n o t b e t aken in t o acco u n t in calcu lat in g t h e p er io d o f ser vice f o r an y o t h er p u r p o se.
10.5.11 Termination of Employment

An em p lo yee o n Par en t al Leave m ay t er m in at e t h eir em p lo ym en t at an y t im e d u r in g t h e
p er io d o f leave b y n o t ice g iven in acco r d an ce w it h t h is Agreement.
Energy Queensland w ill n o t t er m in at e t h e em p lo ym en t o f an em p lo yee o n t h e g r o u n d o f

t h eir p r eg n an cy o r an em p lo yee’s ab sen ce o n Par en t al Leav e, b u t o t h er w ise t h e r ig h t s o f
Energy Queensland in r elat io n t o t er m in at io n o f em p lo ym en t ar e n o t af f ect ed .
10.5.12 Return to Work after Parental Leave

An em p lo y ee w ill co n f ir m t h eir in t en t io n o f r et u r n in g t o w o r k b y n o t ice in w r it in g t o
Energy Queensland g iven n o t less t h an f o u r (4) w eeks p r io r t o t h e exp ir at io n o f h er p er io d
o f Par en t al Leav e.
Wh er e an em p lo yee elect s t o r et u r n t o w o r k w it h in six (6) w eeks af t er t h e b ir t h o f t h e

ch ild , t h e em p lo yee w ill p r o vid e t o Energy Queensland a m ed ical cer t if icat e st at in g t h at sh e
is f it t o r et u r n t o w o r k.
An em p lo yee r et u r n in g t o w o r k af t er t h e co m p let io n o f a p er io d o f Par en t al Leave w ill b e

en t it led t o t h e p o sit io n w h ich t h ey h eld im m ed iat ely b ef o r e p r o ceed in g o n su ch leave o r ,
in t h e case o f an em p lo yee w h o w as t r an sf er r ed t o a saf e jo b t o t h e p o sit io n sh e h eld
im m ed iat ely b ef o r e su ch t r an sf er . Wh er e su ch p o sit io n n o lo n g er exist s w h ich t h e
em p lo yee is q u alif ied f o r an d is cap ab le o f p er f o r m in g , t h ey w ill b e en t it led t o a p o sit io n
co m p ar ab le in classif icat io n an d p ay t o t h at o f h er f o r m er p o sit io n .
On r et u r n t o w o r k, em p lo yees m ay b y Mutual Agreement, w o r k p ar t t im e.
10.5.13 Replacement Employees

Bef o r e Energy Queensland en g ag es a r ep lacem en t em p lo y ee t h e r ep lacem en t em p lo yee
w ill b e ad v ised t h at it is a t em p o r ar y p o sit io n an d o f t h e r ig h t s o f t h e em p lo yee
p r o ceed in g o n Par en t al Leave, an d t em p o r ar y p ar t t im e ar r an g em en t s.

No t h in g in t h is Clau se w ill b e co n st r u ed as Energy Queensland b ein g r eq u ir ed t o en g ag e a
Rep lacem en t Em p lo yee.
10.5.14 Part Time Work for Parental Leave

Su b ject t o t h e d iscr et io n an d ap p r o v al o f Energy Queensland, an em p lo yee w h o is t h e
p r im ar y car e-g iver m ay w o r k p ar t -t im e in o n e (1) o r m o r e p er io d s at an y t im e f r o m t h e
d at e o f b ir t h o f t h e ch ild o r p lacem en t o f t h e ch ild , u n t il t h e ch ild is n o lo n g er r eq u ir ed
t o b e en r o lled f o r co m p u lso r y sch o o lin g u n d er t h e Ed u cat io n (Gen er al Pr o v isio n s) Act
2006.
Energy Queensland w ill o n ly r ef u se a r eq u est t o w o r k p ar t -t im e o n r easo n ab le b u sin ess

g r o u n d s. If an em p lo y ee’s r eq u est f o r p ar t -t im e ar r an g em en t s is n o t ap p r o ved , Energy
Queensland w ill p r o v id e t h e r easo n s f o r t h e r ef u sal.
A f em ale em p lo y ee m ay w o r k p ar t -t im e in o n e o r m o r e p er io d s w h ile sh e is p r eg n an t
w h er e p ar t -t im e em p lo ym en t is n ecessar y o r d esir ab le b ecau se o f t h e p r eg n an cy.
Ret u r n t o f o r m er p o sit io n
An em p lo yee w h o h as h ad at least t w elve (12) m o n t h s’ co n t in u o u s ser v ice w it h Energy
Queensland im m ed iat ely p r io r t o co m m en cin g p ar t -t im e em p lo ym en t af t er t h e b ir t h o r
p lacem en t o f a ch ild h as, at t h e exp ir at io n o f t h e p er io d o f su ch p ar t -t im e em p lo ym en t
o r t h e f ir st p er io d , if t h er e is m o r e t h an o n e, t h e r ig h t t o r et u r n t o h is o r h er f o r m er
p o sit io n .
No t h in g in t h is Clau se w ill p r even t Energy Queensland f r o m p er m it t in g t h e em p lo yee t o

r et u r n t o t h eir f o r m er p o sit io n af t er a seco n d o r su b seq u en t p er io d o f p ar t -t im e
em p lo ym en t .
Ef f ect o f p ar t -t im e em p lo ym en t o n co n t in u o u s ser vice

Co m m en cem en t o n p ar t -t im e w o r k u n d er t h is Agreement w ill n o t b r eak t h e em p lo y ee’s
co n t in u it y o f ser v ice o r em p lo ym en t .
Pr o Rat a en t it lem en t s
Par t -t im e em p lo ym en t w ill b e in acco r d an ce w it h t h e p r o v isio n s o f t h is Agreement.
Ter m in at io n o f em p lo y m en t
An em p lo yee o n a p ar t t im e ar r an g em en t m ay t er m in at e t h eir em p lo ym en t at an y t im e
d u r in g t h eir em p lo ym en t b y n o t ice g iven in acco r d an ce w it h t h is Agreement.
Energy Queensland w ill n o t t er m in at e t h e em p lo ym en t o f an em p lo yee o n t h e g r o u n d s o f

t h eir p ar t t im e em p lo ym en t st at u s, b u t o t h er w ise t h e r ig h t s o f Energy Queensland in
r elat io n t o t er m in at io n o f em p lo ym en t ar e n o t af f ect ed .
Nat u r e o f p ar t -t im e w o r k
Th e w o r k t o b e p er f o r m ed p ar t -t im e n eed n o t b e t h e w o r k p er f o r m ed b y t h e em p lo yee
in t h eir f o r m er p o sit io n b u t w ill b e w o r k o t h er w ise p er f o r m ed u n d er t h is Agreement
r elev an t t o t h at em p lo ym en t .
10.5.15 Communication to Employees on Parental Leave

Energy Queensland w ill t ake r easo n ab le act io n t o ad v ise each em p lo y ee w h o is ab sen t f r o m
t h e w o r kp lace o n Par en t al Leave ab o u t an y d ecisio n t o im p lem en t ch an g es. Su ch ad v ice
w ill in clu d e in f o r m at io n o n t h e ef f ect it w ill h ave o n t h e p o sit io n t h e em p lo yee h eld
b ef o r e st ar t in g Par en t al Le ave.
Energy Queensland w ill g ive t h e em p lo yee a r easo n ab le o p p o r t u n it y t o d iscu ss an y

sig n if ican t ef f ect t h e ch an g e w ill h ave o n t h e em p lo yee’s p o sit io n .

10.6 LONG SERVICE LEAVE
10.6.1 Entitlement
An em p lo yee is en t it led t o t h ir t een (13) w eeks Lo n g Se r v ice Leave o n t h e co m p let io n o f
t en (10) y ear s co n t in u o u s ser vice.
Em p lo yees w ill b e en t it led t o t ake p r o p o r t io n at e lo n g ser v ice leave af t er seven (7) year s
co n t in u o u s ser v ice r eco g n ised b y Energy Queensland. An em p lo yee m ay access t h eir lo n g
ser v ice leave af t er sev en (7) y ear s o f em p lo y m en t at t h e p r o r at a r at e . An em p lo yee’s
en t it lem en t t o lo n g ser vice leav e af t er t en (10) year s o f co n t in u o u s ser v ice w ill b e
r ed u ced b y an y p r o p o r t io n at e lo n g ser v ice leave t aken .
10.6.2 Entitlement on Termination of Employment

No t w it h st an d in g , an em p lo yee w ill b e en t it led t o a p r o p o r t io n at e p aym en t f o r Lo n g
Ser v ice Leave o n t h e t er m in at io n o f t h e em p lo yee’s ser vice in t h e f o llo w in g
cir cu m st an ces:
 An em p lo yee f if t y f ive (55) year s o f ag e o r o ld er r esig n s an d h as at least f ive (5) year s

co n t in u o u s ser v ice en d in g w h en t h e em p lo yee r esig n s.
 An em p lo yee u n d er f if t y f ive (55) year s o f ag e an d h as at least f iv e (5) year s co n t in u o u s
ser v ice r esig n s as a r esu lt o f illn ess o r in ju r y an d p r o v id es Energy Queensland w it h a
m ed ical cer t if icat e, f r o m an ap p r o p r iat e d o ct o r , st at in g t h ey ar e u n ab le t o co n t in u e
in t h eir em p lo ym en t w it h Energy Queensland b ecau se o f t h e em p lo y ee’s ill h ealt h .
 An em p lo yee’s ser v ice ceases b ecau se o f t h e em p lo yee’s d eat h an d t h ey h ad at least
f ive (5) year s co n t in u o u s ser v ice en d in g w h en t h e em p lo y ee d ies.
 An em p lo yee r esig n s b ecau se o f a d o m est ic o r o t h er p r essin g n ecessit y an d h as at
least seven (7) year s co n t in u o u s ser v ice en d in g w h en t h e em p lo yee r esig n s.
 An em p lo y ee’s ser v ice is t er m in at ed b y Energy Queensland f o r a r easo n o t h er t h an t h e
em p lo yee’s co n d u ct , cap acit y o r p er f o r m an ce an d h as at least seven (7) year s
co n t in u o u s ser v ice w h en t h e em p lo y ee’s ser vice is t er m in at ed .
 On co m p let io n o f t en (10) year s o f ser vice, an y u n u sed accr u ed lo n g ser vice leav e.
Th e am o u n t o f p r o p o r t io n at e p ay m en t w ill b e eq u al t o t h e am o u n t t h at w o u ld h ave b een

p aid t o t h e em p lo y ee if t h e em p lo y ee h ad t aken all Lo n g Ser vice Leav e t o w h ich t h e
em p lo yee w as en t it led o n t h e last d ay o f em p lo ym en t .
If an em p lo yee h as d ied , Energy Queensland w ill p ay t h e am o u n t as so o n as is p r act icab le t o

t h e p er so n s (if an y ) w h o , Energy Queensland is sat isf ied , ar e co m p let ely o r su b st an t ially
d ep en d en t o n t h e ear n in g s o f t h e em p lo y ee; o r in o t h er cases t o t h e em p lo yee’s
p er so n al r ep r esen t at iv e.
Appropriate doctor m ean s a d o ct o r w h o Energy Queensland is sat isf ied h as t h e ap p r o p r iat e

exp er t ise t o d ecid e w h et h er o r n o t t h e em p lo yee is ab le t o co n t in u e in t h e em p lo yee’s
p r esen t em p lo ym en t
10.6.3 Service Recognised for Long Service Leave

Co n t in u o u s ser v ice m ean s:
 Ser v ice t h at is co n t in u o u s o r t aken t o b e co n t in u o u s u n d er Ch ap t er 8 o f t h e Elect r icit y
Reg u lat io n 2006 (Qld ), an d
 A p er io d o f f o r m er ser vice t h at is, u n d er Ch ap t er 8 o f t h e Elect r icit y Reg u lat io n 2006
(Qld ), r eco g n ised f o r w o r kin g o u t t h e p er i o d o f ser vice o f t h e em p lo yee in t h e
Go ver n m en t Ow n ed Elect r icit y (GOE) in d u st r y; an d
 Fo r an em p lo y ee w h o b ecam e a GOE in d u st r y em p lo yee o n 1 Jan u ar y 1995 b ecau se o f
t h e r ep ealed Go ver n m en t Ow n ed Co r p o r at io n s (QGC Co r p o r at isat io n ) Reg u lat io n 1994
o r t h e r ep ealed Go ver n m en t Ow n ed Co r p o r at io n s (QTSC Co r p o r at isat io n ) Reg u lat io n

1994 - p r ev io u s ser vice, in clu d in g b r o ken ser vice, r eco g n ised as ser v ice f o r Lo n g
Ser v ice Leave p u r p o ses u n d er t h e r ep ealed Elect r icit y Act 1976.
10.6.4 Casual Employees – Service and Continuity of Service

Th e ser vice o f an em p lo yee w h o h as b een em p lo yed m o r e t h an o n ce b y o n e o r m o r e GOE
em p lo yer s o v er a p er io d is co n t in u o u s ser v ice w it h Energy Queensland even t h o u g h :
 t h e em p lo ym en t is b r o ken ; o r
 an y o f t h e em p lo ym en t is n o t f u ll-t im e em p lo ym en t ; o r
 t h e em p lo yee is em p lo yed b y t h e en t it y o r en t it ies u n d er t w o (2) o r m o r e
em p lo ym en t co n t r act s; o r
 t h e em p lo yee w o u ld , ap ar t f r o m t h is sect io n , b e t aken t o b e en g ag ed in casu al
em p lo ym en t ; o r
 t h e em p lo yee h as en g ag ed in o t h er em p lo ym en t d u r in g t h e p er io d .
Co n t in u o u s ser vice en d s if t h e em p lo ym en t is b r o ken b y m o r e t h an t h r ee (3) m o n t h s

b et w een t h e en d o f o n e em p lo ym en t co n t r act an d t h e st ar t o f t h e n ext em p lo ym en t
co n t r act .
In w o r kin g o u t t h e len g t h o f a casu al em p lo yee’s co n t in u o u s ser vice, ser v ice b y t h e

em p lo yee b ef o r e 23 Ju n e 1990 w ill n o t b e t aken in t o acco u n t . A p er io d w h en t h e
em p lo yee w as n o t em p lo yed b y Energy Queensland o r an o t h er GOE em p lo yer w ill b e t aken
in t o acco u n t , p r o v id ed t h at co n t in u o u s ser vice en d s if t h e em p lo ym en t is b r o k en b y
m o r e t h an t h r ee (3) m o n t h s b et w een t h e en d o f o n e em p lo ym en t co n t r act an d t h e st ar t
o f t h e n ext em p lo ym en t co n t r act .
10.6.5 Periods of Absence Without Pay That Count As Service

An em p lo yee’s ab sen ce w it h o u t p ay f r o m em p lo ym en t is co u n t ed as ser vice o n ly if :
 t h e ab sen ce is as sick leave f o r n o m o r e t h an t h r ee (3) m o n t h s; o r
 t h e em p lo yee is p aid f o r t h e ab sen ce u n d er t h e Wo r ker s’ Co m p en sat io n an d
Reh ab ilit at io n Act 2003 as am en d ed f r o m t im e t o t im e f o r an in ju r y su st ain ed b y t h e
em p lo yee; o r
 t h e ab sen ce is f o r leav e, o t h er t h an sick leave, o f n o m o r e t h an t w o (2) w eeks g r an t ed
b y Energy Queensland; o r
 Energy Queensland h as ap p r o ved t h e in clu sio n o f t h e p er io d o f t h e ab sen ce in t h e
em p lo yee’s p er io d o f ser vice f o r t h is p ar t ; o r
 t h e em p lo yee is a casu al em p lo y ee an d Clau se 10.6.4 ap p lies.
10.6.6 Calculation of Long Service Leave – Full-Time and Part-Time Employees

Th e calcu lat io n o f Lo n g Ser v ice Leav e w ill b e in h o u r s as h as b een ag r eed b et w een Energy
Queensland an d Parties t o t h is Agreement an d w ill b e at t h e r at e o f 1.3 w eeks o n t h e
ap p r o p r iat e r at e o f p ay f o r each year o f t h e em p lo yee’s co n t in u o u s ser vice.
Th e ap p r o p r iat e r at e o f p ay is:
 f o r a f u ll-t im e em p lo y ee – at t h e f u ll p ay r at e; an d
 f o r a p ar t -t im e em p lo y ee – at a p r o p o r t io n at e am o u n t o f f u ll p ay r at e.
10.6.7 Calculation of Long Service Leave – Casual Employees

Th e m in im u m leav e an d am o u n t p ayab le t o a casu al em p lo yee f o r Lo n g Ser vice Leav e is
w o r ked o u t u sin g t h e f o llo w in g calcu lat io n :
Actual service x 13 x hourly rate

52 10

Actual service m ean s t h e t o t al o r d in ar y w o r kin g h o u r s act u ally w o r ked b y t h e em p lo yee
d u r in g t h e em p lo y ee’s p er io d o f co n t in u o u s ser vice.
Th e ap p r o p r iat e r at e o f p ay f o r a casu al em p lo yee is t h e h o u r ly r at e f o r o r d in ar y t im e

p ay ab le t o t h e em p lo y ee:
 if t h e em p lo y ee t akes t h e Lo n g Ser vice Leav e – o n t h e d ay t h e em p lo yee st ar t s t h e
leave; o r
 if t h e em p lo yee’s em p lo ym en t is t er m in at ed – o n t h e d ay t h e t er m in at io n t akes
ef f ect .
10.6.8 Casual Employees—Conversion to Full Time Equivalent

Su b ject t o Mutual Agreement a casu al em p lo yee’s en t it lem en t t o Lo n g Ser v ice Leave m ay b e
t aken in t h e f o r m o f it s f u ll-t im e eq u iv alen t .
Exam p le – If a casu al em p lo yee is en t it led t o b e p aid f o r t w o h u n d r ed an d n in et y (290)

h o u r s Lo n g Ser vice Leave; t h e em p lo y ee an d Energy Queensland m ay ag r ee t h at t h e
em p lo yee t akes eig h t (8) w eeks leave (290 h o u r s ÷ 36.25 h o u r s = 8 w eeks).
10.6.9 Energy Queensland’s Right to Refuse or Defer Long Service Leave

Energy Queensland m ay r ef u se an em p lo yee’s ap p licat io n f o r Lo n g Ser v ice Leav e w h er e
t im ely n o t ice w as n o t g iven ; o r t h e g r an t in g o f t h e leave ap p lied f o r w o u ld b e
u n r easo n ab ly d et r im en t al t o o p er at io n al r eq u ir em en t s.
If t h e ap p licat io n is r ef u sed , Energy Queensland w ill ar r an g e w it h t h e em p lo yee f o r t h e

leave ap p lied f o r t o b e t aken as so o n as is m u t u ally co n ven ien t .
10.6.10 Minimum Period

Th e m in im u m p er io d o f Lo n g Ser v ice Leave t h at m ay b e g r an t ed at a t im e is o n e (1) w eek.
Su b ject t o Mutual Agreement, a lesser p er io d o f Lo n g Ser vice Leave m ay b e ap p r o ved f o r
t h o se em p lo y ees co n sid er in g f u ll t im e r et ir em en t f r o m t h e w o r k f o r ce an d w h o m ay
co n sid er a t r an sit io n p er io d t o r et ir em en t .
10.6.11 Energy Queensland’s Right to Recall an Employee from Long Service Leave
If sp ecial cir cu m st an ces exist , Energy Queensland m ay can cel Lo n g Ser vice Leave alr ead y
g r an t ed o r r ecall an em p lo yee t o d u t y f r o m Lo n g Ser v ice Leave.
Wh er e Energy Queensland can cels Lo n g Ser vice Leave o r r ecalls an em p lo yee t o d u t y , t h e

em p lo yee m ay elect eit h er :
 t o t ake t h e Lo n g Ser vice Leave, o r t h e b alan ce o f Lo n g Ser vice Leave, at a m u t u ally
co n ven ien t t im e; o r
 t o h ave t h e leav e o r b alan ce o f t h e leave r e -cr ed it ed t o t h e em p lo yee’s en t it lem en t t o
Lo n g Ser v ice Leave.
10.6.12 Public Holidays During Long Service Leave

Lo n g ser vice leav e w ill b e exclu sive o f an y p u b lic h o lid ay w h ich m ay o c cu r d u r in g t h e
p er io d o f leave.
10.6.13 Illness During Long Service Leave

Em p lo yees f allin g ill w h ile o n Lo n g Ser vice Leave can o n t h e p r o d u ct io n o f a m ed ical
cer t if icat e f r o m a r eco g n ised m ed ical p r act it io n er o r o t h er r easo n ab ly accep t ab le
evid en ce t o Energy Queensland’s sat isf act io n , ab o u t t h e n at u r e an d ap p r o xim at e d u r at io n
o f t h e illn ess, co n ver t t h at p r o p o r t io n o f t h eir Lo n g Ser v ice Leave t o t h eir Per so n al Leave
en t it lem en t w h er e t h e claim is f o r a m in im u m o f t w o (2) w o r kin g d ays in cap acit y .

If an em p lo yee is g r an t ed a p er io d o f Per so n al Leav e, t h e d ay t h e em p lo yee is t o r esu m e
d u t ies af t er t h e Lo n g Ser v ice Leave w ill n o t b e n o t af f ect ed an d t h e ad ju st ed p er io d is
ad d ed t o t h e em p lo y ee’s en t it lem en t t o Lo n g Ser v ice Leave.
Su b ject t o Mutual Agreement t h e p er io d f o r w h ich t h e em p lo yee is cu r r en t ly ab sen t o n

Lo n g Ser v ice Leave m ay b e ext en d ed . If Energy Queensland ag r ees t o t h e r eq u est :
 t h e p er io d f o r w h ich t h e em p lo yee is cu r r en t ly ab sen t o n Lo n g Ser vice Leave w ill b e
ext en d ed b y t h e ad ju st ed p er io d ; an d
 t h e em p lo yee’s en t it lem en t t o Lo n g Ser v ice Leave is n o t af f ect ed .
10.6.14 Preservation of Particular Existing Rights

An em p lo yee w h o b ecam e a GOE in d u st r y em p lo yee o n 1 Jan u ar y 1995 b ecau se o f t h e
r ep ealed Go ver n m en t Ow n ed Co r p o r at io n s (QGC Co r p o r at isat io n ) Reg u lat io n 1994 o r t h e
Go ver n m en t Ow n ed Co r p o r at io n s (QTSC Co r p o r at isat io n ) Reg u lat io n 1994; an d u n d er t h e
Lo n g Ser v ice Leave ar r an g em en t s o f t h e r ep ealed Elect r icit y
Act 1976 w o u ld h ave b een en t it led :
 t o a g r eat er p er io d o f Lo n g Ser v ice Leave; o r

 t o a g r eat er am o u n t o f cash eq u iv alen t o f Lo n g Ser v ice Leave; o r
 eit h er t o Lo n g Ser v ice Leave o r t o a cash eq u ivalen t o f Lo n g Ser vice Leave u n d er t h e
ar r an g em en t s an d w h o is n o t en t it led t o Lo n g Ser vice Leave o r a cash eq u ivalen t o f
Lo n g Ser v ice Leave u n d er t h is p ar t .
Th e em p lo yee is en t it led t o b e g r an t ed t h e g r eat er p er io d o f Lo n g Ser vice Leav e; o r p aid

t h e am o u n t o f cash eq u ivalen t o f Lo n g Ser vice Leave t h at is g r eat er in am o u n t ; o r
g r an t ed t h e Lo n g Ser v ice Leave o r p aid t h e cash eq u iv alen t o f Lo n g Ser v ic e Leave t o
w h ich t h e em p lo yee w o u ld h ave b een en t it led if t h e Lo n g Ser v ice Leave ar r an g em en t s
h ad r em ain ed in f o r ce.
10.6.15 Long Service Leave at Half Pay
Em p lo yees m ay r eq u est t o access p er io d s o f lo n g ser vice leav e at h alf p ay.
10.7 PUBLIC HOLIDAYS INCLUDING LABOUR DAY
All w o r k d o n e b y an y em p lo yee o n :
 Th e 1st Jan u ar y ;
 Th e 26t h Jan u ar y ;
 Go o d Fr id ay ;
 East er Sat u r d ay (t h e d ay af t er Go o d Fr id ay );
 East er Su n d ay ;
 East er Mo n d ay;
 Th e 25t h Ap r il (An zac Day);
 Th e Bir t h d ay o f t h e So v er eig n ;
 Ch r ist m as Day ;
 Bo xin g Day; o r
 An y d ay ap p o in t ed t o b e kep t in p lace o f an y su ch h o lid ay o r an y ad d it io n al d ay
ap p o in t ed w ill b e p aid f o r at t h e r at e o f d o u b le t im e an d a-h alf w it h a m in im u m o f
f o u r (4) h o u r s.
10.7.1 Employees Who Do Not Work Monday to Friday of Each Week

Em p lo yees w h o d o n o t o r d in ar ily w o r k Mo n d ay t o Fr id ay o f each w eek ar e en t it led t o
p u b lic h o lid ays as f o llo w s:

 A f u ll t im e em p lo y ee is en t it led t o eit h er p aym en t f o r each p u b lic h o lid ay o r a
su b st it u t ed d ay ’s leave.
 A p ar t t im e em p lo yee is en t it led t o ei t h er p aym en t f o r each p u b lic h o lid ay o r a
su b st it u t ed d ay ’s leav e p r o vid ed t h at t h e p ar t t im e em p lo y ee w o u ld h ave b een
o r d in ar ily r o st er ed t o w o r k o n t h at d ay h ad it n o t b een a p u b lic h o lid ay .
 Wh er e a p u b lic h o lid ay w o u ld h av e f allen o n a Sat u r d ay o r a Su n d ay b u t is su b st it u t ed
f o r an o t h er d ay all em p lo yees w h o w o u ld o r d in ar ily h ave w o r ked o n su ch Sat u r d ay o r
Su n d ay b u t w h o ar e n o t r o st er ed t o w o r k o n su ch d ay ar e en t it led t o p aym en t f o r t h e
p u b lic h o lid ay o r a su b st it u t ed d ay’s leav e.
 No t h in g in t h is Clau se co n f er s a r ig h t t o an y em p lo yee t o p aym en t f o r a p u b lic h o lid ay
as w ell as a su b st it u t ed d ay in lieu .
10.7.2 Labour Day

All em p lo yees w ill b e en t it led t o b e p aid a f u ll d ay ’s w ag e f o r Lab o u r Day (t h e f ir st Mo n d ay
in May o r o t h er d ay ap p o in t ed t o b e kep t in p lace o f t h at h o lid ay ) ir r esp ect ive o f t h e f act
t h at n o w o r k m ay b e p er f o r m ed o n su ch d ay, an d if an y em p lo yee co n cer n ed act u ally
w o r ks o n Lab o u r Day , su ch em p lo yee w ill b e p aid a f u ll d ay ’s w ag e f o r t h at d ay an d in
ad d it io n , a p ay m en t f o r t h e t im e act u ally w o r ked b y t h e em p lo y ee at o n e an d a-h alf
t im es t h e base rate p r escr ib ed f o r su ch w o r k w it h a m in im u m o f f o u r (4) h o u r s.
10.7.3 Agricultural/Horticultural/Industrial Show Public Holiday

All em p lo yees w ill b e en t it led t o o n ly o n e (1) Ag r icu lt u r al/Ho r t icu lt u r al/In d u st r ial Sh o w
Ho lid ay p er an n u m . Wh er e em p lo yees ar e n o t in a p o sit io n t o access an
ag r icu lt u r al/h o r t icu lt u r al sh o w h o lid ay in t h eir r eg io n , t h ey can claim o n ly o n e (1) o f t h e
f o llo w in g o p t io n s:
 On e (1) d ay t o b e allo cat ed t o t h eir An n u al Leave accr u al; o r
 Wo r k o n t h e d ay t h at t h e h o lid ay is ap p o in t ed w ill b e p aid at a r at e o f d o u b le t im e
an d a-h alf , w it h a m in im u m o f f o u r (4) h o u r s.
10.7.4 Double Time and a Half

Fo r t h e p u r p o ses o f p u b lic h o lid ays w h er e t h e r at e o f salar y is a w eekly r at e, “d o u b le t im e
an d a-h alf ” w ill m ean o n e an d o n e -h alf d ay ’s salar y in ad d it io n t o t h e p r escr ib ed w eekly
r at e, o r p r o r at a if t h er e is m o r e o r less t h an a d ay .
10.7.5 Payment for Work Performed Outside Ordinary Hours on a Public Holiday
All t im e w o r ked b y em p lo yees (exclu d in g sh if t w o r ker s) o n p u b lic h o lid ays o u t sid e t h e
o r d in ar y w o r kin g h o u r s sp ecif ied in t h is Agreement, p r escr ib ed b y a r o st er , o r u su ally
w o r ked o n t h e d ay o f t h e w eek o n w h ich t h e h o lid ay f alls, w ill b e p aid at d o u b le t h e
ap p licab le o ver t im e r at e.
10.7.6 Stand Down

An y an d ever y em p lo y ee w h o , h av in g b een d ism issed o r st o o d d o w n b y Energy Queensland
d u r in g t h e m o n t h o f Decem b er in an y year , w ill b e r e -em p lo yed b y Energy Queensland at
an y t im e b ef o r e t h e en d o f t h e m o n t h o f Jan u ar y in t h e n ext su cceed in g year w ill, if t h at
em p lo yee w ill h ave b een em p lo yed b y Energy Queensland f o r a co n t in u o u s p er io d o f t w o
(2) w eeks o r lo n g er im m ed iat ely p r io r t o b ein g so d ism issed o r st o o d d o w n , b e en t it led t o
b e p aid an d w ill b e p aid b y Energy Queensland (at t h e base rate p ay ab le t o t h at em p lo y ee
w h en so d ism issed o r st o o d d o w n ) f o r an y o n e o r m o r e o f t h e f o llo w in g h o lid ays, n am ely,
Ch r ist m as Day , Bo xin g Day , an d t h e f ir st d ay o f Jan u ar y o ccu r r in g d u r in g t h e p er io d o n
an d f r o m t h e d at e o f t h e d ism issal o r st an d in g d o w n t o an d in clu d in g t h e d at e o f r e -
em p lo ym en t as af o r esaid .
10.7.7 Public Holiday Meal Allowances

All em p lo yees, w h o as a p ar t o f t h eir o r d in ar y r o st er ar e r eq u ir ed t o w o r k o n a p u b lic
h o lid ay w ill b e p aid a m eal allo w an ce f o r w o r k p er f o r m ed t h at co n t i n u es f o r m o r e t h an
o n e (1) h o u r p ast n o o n , an d /o r o n e (1) h o u r p ast 6p m ; p r o v id ed t h at w o r k is co m m en ced

p r io r t o n o o n o r 6p m r esp ect ively . Th is p ay m en t is t o b e m ad e in lieu o f t h e o ver t im e
m eal allo w an ce p aym en t s.
10.8 PURCHASED LEAVE
Em p lo yees m ay ap p ly at an y t im e t o p u r ch ase u p t o f o u r (4) w eeks ad d it io n al leave p er

year w it h salar y p aym en t s aver ag ed u n t il t h e eq u ivalen t Pu r ch ased Leave p er io d is p aid
off.
Access t o p u r ch ased leave is su b ject t o t h e f o llo w in g co n d it io n s:

 Th e ap p r o v al o f p u r ch ased leave is at t h e so le d iscr et io n o f Energy Queensland, af t er
t akin g in t o acco u n t issu es su ch as o p er at io n al r eq u ir em en t s an d o t h er b u sin ess n eed s,
in clu d in g m ain t ain in g eq u it y in t h e d ist r ib u t io n o f ap p r o ved leav e an d h ig h d em an d
leave p er io d s;
 Pu r ch ased leave is n o t av ailab le w h er e em p lo yees h ave at t h e t im e o f ap p lyin g f o r
leave, an an n u al leave b alan ce eq u iv alen t t o m o r e t h an t w o (2) year s en t it lem en t ;
 Pu r ch ased leave m u st b e t aken in b lo cks o f at least o n e (1) f u ll w eek u p t o a m axim u m
o f f o u r (4) w eeks;
 Pu r ch ased Leave m u st b e p aid f o r in f u ll p r io r t o t h e em p lo yee co m m en cin g t h e
Pu r ch ased Leav e;
 Th e t im in g o f p u r ch ased leav e m u st b e sp ecif ied at t h e t im e o f p u r ch ase b u t m ay b e
var ied b y Agreement;
 Pu r ch ased leav e ar r an g em en t s m u st b e ag r eed t o o n an in d iv id u al b asis each t w elve
(12) m o n t h p er io d ;
 Ap p licat io n s f o r p u r ch ased leave can o n ly b e m ad e o n ce ev er y t w elve (12) m o n t h
p er io d ;
 If an em p lo y ee is sick w h ile o n p u r ch ased leave an d o b t ain s a m ed ical cer t if icat e f r o m
a r eco g n ised m ed ical p r act it io n er , t h o se d ays co ver ed b y t h e m ed ical cer t if icat e w it h
a m in im u m o f t w o (2) w o r kin g d ays, w ill b e r e -cr ed it ed t o t h e em p lo yee’s p u r ch ased
leave cr ed it s;
 Pu r ch ased leav e, o n ce ap p r o ved , co u n t s as ser vice f o r all purposes;
 Pu r ch ased leave n o t t aken b y t h e sp ecif i ed d at e w ill b e f o r f eit ed an d t h e valu e o f t h e
leave r ef u n d ed at t h e r at e it w as p u r ch ased . Excep t io n s t o t h is m ay exist in cases o f
h ar d sh ip , w h ich w ill b e co n sid er ed o n a case b y case b asis an d p aid o n ap p r o val t o
t er m in at e t h e ar r an g em en t ; an d
Par t icip at io n in p u r ch ased leave w ill n o t af f ect an em p lo y ee’s f in al aver ag e salar y f o r t h e
p u r p o ses o f su p er an n u at io n .
10.9 LEAVE WITHOUT PAY
Leave w it h o u t p ay is availab le t o m eet an em p lo yee’s p er so n al n eed s in clu d in g a car eer

b r eak, st u d y , an d excep t io n al o r ext en u at in g cir cu m st an ces.
At t h e so le d iscr et io n o f Energy Queensland, an em p lo yee m ay b e g r an t ed leave w it h o u t

p ay , su b ject t o t h e f o llo w in g p r o v isio n s:
 Per io d s o f u n p aid leav e w ill n o t n o r m ally exceed 52 w eeks, h o w ev er lo n g er p er io d s
m ay b e g r an t ed ;
 Th e ext en t t o w h ich o t h er ap p r o p r iat e f o r m s o f leave ar e av ailab le o r exh au st ed sh all
b e co n sid er ed b ef o r e u n p aid leave is g r an t ed ; an d

 Th e m in im u m n o t ice f o r an ap p licat io n f o r u n p aid leave is eig h t (8) w eeks. It is
r eco g n ised t h at f o r ap p licat io n s o f an em er g en cy o r ext en u at in g cir cu m st an ces, t h is
p er io d m ay b e w aived , p r o vid ed t h e em p lo yee p r o v id es as m u ch n o t ice as p o ssib le.
10.10 CULTURAL DIVERSITY LEAVE
Energy Queensland ackn o w led g es an d r esp ect s t h e d iver se b ackg r o u n d s an d exp er ien ce o f
o u r em p lo y ees, w h ich r ef lect s t h e d iver sit y o f t h e Au st r alian Co m m u n it y w it h in w h ich w e
w o r k. As p ar t o f t h is ackn o w led g em en t , an em p lo yee m ay u se t h eir accr u ed TOIL b y mutual
Agreement w it h Energy Queensland f o r cu lt u r al o r r elig io u s d ays o f sig n if ican ce t o t h e
em p lo yee, t o t ake p ar t in act iv it ies asso ciat ed w it h t h eir cu lt u r e o r et h n icit y.
Em p lo yees ar e en co u r ag ed t o b an k o r sw ap t h eir RDOs, u t ilise an n u al leave o r t ake t im e

o f f in lieu t o t ake p ar t in act iv it ies asso ciat ed w it h t h eir cu lt u r e o r et h n icit y.
Ho w ever , in cir cu m st an ces w h er e t h is is n o t p o ssib le, em p lo yees m ay ap p ly f o r Cu lt u r al o r

Relig io u s Leave o f u p t o t w o [2] d ays p er an n u m . Cu lt u r al o r Relig io u s Leave is u n p aid
leave. Ap p r o v al t o access ar r an g em en t s f o r cu lt u r al d iver sit y leave w ill n o t b e
u n r easo n ab ly w it h h eld .
10.11 JURY SERVICE
An em p lo y ee, o t h er t h an a casu al em p lo yee, r eq u ir ed t o at t en d f o r ju r y ser v ice d u r in g

t h eir o r d in ar y w o r kin g h o u r s w ill b e r eim b u r sed b y Energy Queensland an am o u n t eq u al t o
t h e d if f er en ce b et w een t h e am o u n t p aid in r esp ect o f t h eir at t en d an ce f o r su ch ju r y
ser v ice an d t h e o r d in ar y p ay t h e em p lo yee w o u ld h av e b een p aid if t h e em p lo yee w as
n o t ab sen t o n ju r y ser v ice.
Alt er n at ively, b y Agreement, f ees (o t h er t h an m eal allowance) r eceived b y t h e em p lo yee t o

at t en d ju r y ser vice w ill b e p aid t o Energy Queensland an d Energy Queensland w ill co n t in u e t o
p ay t h e em p lo yee t h eir o r d in ar y p ay f o r t h e t im e t h e em p lo yee w as ab sen t o n ju r y
ser v ice.
Em p lo yees w ill n o t if y Energy Queensland as so o n as p r act icab le o f t h e d at e u p o n w h ich

t h ey ar e r eq u ir ed t o at t en d f o r ju r y ser v ice an d w ill p r o vid e Energy Queensland w it h p r o o f
o f su ch at t en d an ce, t h e d u r at io n o f su ch at t en d an ce an d t h e am o u n t r eceived in r esp ect
t h er eo f .
If t h e em p lo yee is n o t r eq u ir ed t o ser ve o n a ju r y f o r a d ay o r p ar t o f a d ay af t er
at t en d in g f o r ju r y ser vice an d t h e em p lo yee w o u ld o r d in ar ily b e w o r kin g f o r all o r p ar t o f
t h e r em ain in g d ay, t h e em p lo yee m u st , if p r act icab le, p r esen t f o r w o r k at t h e ear liest
r easo n ab le o p p o r t u n it y.
Ordinary pay m ean s t h e r at e o f p ay t h at an em p lo yee w o u ld n o r m ally exp ect t o r eceiv e

f o r w o r kin g o r d in ar y h o u r s o n an o r d in ar y d ay o f t h e w eek, in clu d in g an y o ver -aw ar d
p aym en t .
Ordinary pay exclu d es o ver t im e, p en alt y r at es o f all t yp es - in clu d in g t h o se at t ach ed t o

w o r kin g o r d in ar y h o u r s (f o r exam p le) o n a Sat u r d ay , d isab ilit y Allowances, sh if t Allowances,
sp ecial r at es, f ar es an d t r avellin g t im e Allowances, b o n u ses an d o t h er an cillar y p aym en t s o f
a like n at u r e.

10.12 FOSTER CARERS LEAVE
Energy Queensland ackn o w led g es t h e co n t r ib u t io n o f Fo st er Car er ’s w it h in t h e co m m u n it y.

In r eco g n it io n o f t h eir n eed s, em p lo yees w it h Fo st er Car er ’s r esp o n sib ilit ies m ay ap p ly f o r
leave t o at t en d t o Fo st er car e r esp o n sib ilit ies an d m at t er s f r o m t im e t o t im e.
Em p lo yees ar e en co u r ag ed t o b an k o r sw ap t h eir RDOs, u t ilise an n u al leave o r t ake t im e

o f f in lieu t o t ake p ar t in act ivit ies asso ciat ed w it h t h eir Fo st er car e r esp o n sib ilit ies.
Ho w ever , in cir cu m st an ces w h er e t h is is n o t p o ssib le, em p lo y ees m ay ap p ly f o r leav e
w it h o u t p ay in acco r d an ce w it h t h e leave w it h o u t p ay p r o visio n s.
Energy Queensland em p lo yees m ay ap p ly t o u se accr u ed p er so n al leave f o r ab sen ces t o

p r o vid e car e an d su p p o r t f o r t h eir f o st er ch ild /ch ild r en w h en t h ey exp er ien ce a m ed ical
co n d it io n in acco r d an ce w it h clau se 8.3 o f t h i s Agreement.

PART 11 FLEXIBLE WORKING INITIATIVES
11.1 FLEXIBLE WORKING INITIATIVES
Flexib le Wo r kin g In it iat ives allo w an em p lo yee t o b alan ce p er so n al o r f am ily n eed s an d

p r ef er en ces w it h w o r k co m m it m en t s. Energy Queensland ackn o w led g es t h e im p o r t an ce o f
em p lo yees m ain t ain in g a b alan ce, an d p r o v id es d iscr et io n ar y b en ef it s in t h is Agreement t o
allo w em p lo yees t o o r g an ise t h eir w o r kin g ar r an g em en t s in a m o r e f lexib le w ay , su b ject
t o o p er at io n al n eed s. Th is in clu d es:
 Jo b Sh ar in g
 Wo r kin g f r o m Ho m e
 Par t Tim e St u d y Leave Ar r an g em en t s, an d
 Tr an sit io n t o Ret ir em en t Ar r an g em en t s.
 In d iv id u al Flexib ilit y Ar r an g em en t s
 Req u est s m ad e in acco r d an ce w it h t h e FWA w ill n o t b e u n r easo n ab ly r ef u sed . Th ese
in clu d e:
 Ar e t h e p ar en t o r h ave r esp o n sib ilit y f o r t h e car e , o f a ch ild w h o is sch o o l ag ed o r
yo u n g er ;
 ar e a car er (u n d er t h e Car er Reco g n it io n Act 2010);
 h ave a d isab ilit y ;
 ar e 55 o r o ld er ;
 ar e exp er ien cin g f am ily o r d o m est ic v io len ce ; o r
 p r o vid e car e o r su p p o r t t o a m em b er o f t h eir h o u seh o ld o r im m ed iat e f am ily w h o
r eq u ir es car e an d su p p o r t b ecau se o f f am ily o r d o m est ic vio len ce.
Energy Queensland w ill p r o vid e em p lo yees w it h in f o r m at io n an d ed u cat io n h ig h lig h t in g

t h e ch o ice an d f lexib ilit y p r o vid ed b y t h is Agreement in ar eas su ch as b alan cin g w o r k an d
p er so n al lives.
11.2 JOB SHARING
Jo b sh ar in g is w h er e t w o (2) o r m o r e em p lo yees ar e ab le t o m ake ar r an g em en t s t h at

allo w t h e em p lo yees co n cer n ed t o sh ar e o n e (1) p er m an en t p o sit io n .
Ap p r o val o f Jo b Sh ar e w ill b e at t h e d iscr et io n o f Energy Queensland an d su b ject t o Mutual

Agreement b et w een t h e r elevan t su p er v iso r /m an ag er an d t h e in d iv id u al em p lo y ees
co n cer n ed , o n t h e h o u r s t o b e w o r ked an d r o st er ar r an g em en t s t h at en su r e t h e
ar r an g em en t is co st n eu t r al t o Energy Queensland.
Th e em p lo yees ar e r eq u ir ed t o m eet t h e d aily/w eekly/m o n t h ly h o u r s o f t h e p o sit io n as

d et er m in ed b et w een t h e em p lo yees co n cer n ed , b ased o n t h eir r esp ect ive p er so n al
n eed s, in consultation w it h an d as ap p r o ved b y t h eir su p er v iso r . Ot h er f lexib le
ar r an g em en t s su ch as t h e in d ivid u al em p lo yees sh ar in g t h e jo b via ext en d ed b lo ck
p er io d s u p t o six (6) m o n t h s w ill b e co n sid er ed su b ject t o o p er at io n al r eq u ir em en t s o r
co n st r ain t s.
Em p lo yees w h o en t er t h ese ar r an g em en t s w ill b e p aid o r d in ar y t im e r at es o f p ay f o r all

h o u r s t h at m ake u p t h e ag g r eg at ed h o u r s o f w o r k o f t h e nominated employee representative
p o sit io n . Over t im e w ill o n ly b e p aid w h en t h e d aily o r d in ar y h o u r s ar e exceed ed (8.05

Ho u r s) an d /o r t h e w eekly h o u r s o f eit h er 36.25 h o u r s (n in e (9) d ay f o r t n ig h t ) o r f o r t y (40)
h o u r s (t en (10) d ay f o r t n ig h t ). An n u al Leave an d o t h er n o t if ied leave r eq u ir em en t s w ill b e
co ver ed b et w een t h e em p lo yees in vo lv ed u p t o t h e 36.25 h o u r s p er w eek (n in e (9) d ay
f o r t n ig h t ) o r f o r t y (40) h o u r s p er w eek (t en (10) d ay f o r t n ig h t ) at base rates o f p ay .
Accr u al o f An n u al Leav e, Per so n al Leave an d Lo n g Ser vice Leave w ill b e calcu lat ed o n a p r o
r at a b asis o n t h e act u al h o u r s w o r ked an d r eco r d ed b y each in d iv id u al.
11.3 WORKING FROM HOME
As p ar t o f Energy Queensland’s f o cu s o n em p lo yee w ellb ein g , Lif e Balan ce in it iat ives an d

exp lo r in g o p t io n s t o w o r k in a m o r e f lexib le w ay , Energy Queensland w ill m ain t ain w o r kin g
f r o m h o m e ar r an g em en t s f o r su it ab le id en t if ied r o les. Fu r t h er in f o r m at io n is co n t ain ed
in t h e r elev an t p o licy d o cu m en t at io n availab le o n t h e Energy Queensland In t r an et . Wh er e
m u t u ally ag r eed Energy Queensland m ay p r o v id e em p lo yees t h e o p p o r t u n it y t o w o r k f r o m
h o m e o n an ad h o c b asis.
11.4 PART TIME STUDY LEAVE ARRANGEMENTS
In cir cu m st an ces w h er e st u d y h as b een ap p r o ved b y Energy Queensland o n t h e b asis o f

p r o vid in g a m u t u al b en ef it f o r t h e em p lo y ee an d Energy Queensland, t h e f o llo w in g p ar t
t im e st u d y leav e ar r an g em en t s m ay ap p ly :
To su p p o r t f u r t h er lear n in g d evelo p m en t s, em p lo yees w h o ar e st u d yin g ap p r o ved

co u r ses p ar t t im e, in clu d in g d ist an ce lear n in g p r o g r am s, Energy Queensland w ill p r o v id e at
least o n e (1) d ay p aid t im e o f f p er f o r t n ig h t t o at t en d co m p u lso r y classes o r f ive (5) d ay s
p aid t im e o f f p er sem est er t o at t en d co m p u lso r y r esid en t ial/p r act ical co u r ses in clu d in g
asso ciat ed t r avel (ext er n al st u d en t s).
Energy Queensland w ill also p r o vid e p aid t im e o f f t o sit f o r exam in at io n s w h ich also in clu d e
t im e r eq u ir ed t o t r av el t o t h e ven u e. Energy Queensland w ill also f acilit at e t im e o f f f o r
em p lo yees f o r p r e-exam in at io n st u d y an d f o r f in al p r ep ar at io n o f a t h esis o r sim ilar w o r k.
11.5 TRANSITION TO RETIREMENT ARRANGEMENTS
Tr an sit io n t o Ret ir em en t Ar r an g em en t s m ay b e availab le t o t h o se em p lo yees co n sid er in g

f u ll t im e r et ir em en t f r o m t h e w o r k f o r ce an d w h o m ay co n sid er a t r an sit io n p er io d t o
r et ir em en t . Th is is in r eco g n it io n o f t h e n eed t o f acilit at e t h e t r an sf er o f co r p o r at e
kn o w led g e, skills an d p r o vid e g u id an ce an d m en t o r in g t o o t h er em p lo yees p r io r t o
r et ir em en t , f o r t h e m u t u al b en ef it o f t h e em p lo yee an d Energy Queensland.
Tr an sit io n t o Ret ir em en t Ar r an g em en t s m ay in clu d e b u t is n o t lim it ed t o t h e f o llo w in g :

 Ut ilisat io n o f accr u ed leave t o m ain t ain f u ll t im e st at u s w h ile w o r kin g p ar t t im e h o u r s
w it h o u t r ed u ct io n in su p er an n u at io n b en ef it s.
 Wo r kin g ag r eed b lo cks o f w o r k (an n u alised h o u r s) u sin g a co m b in at io n o f eit h er
accr u ed leave, b an ked RDO’S, TOIL, an n u alised h o u r s o r leave w it h o u t p ay o ver an
ag r eed p er io d o f t im e. Fo r exam p le t w o (2) m o n t h s w o r k t w o (2) m o n t h s leav e in
r o t at io n .
 Wo r kin g f r o m h o m e o n a f u ll o r p ar t t im e b asis m ay also b e co n sid er ed w h er e t h e
n at u r e o f t h e w o r k is o p er at io n ally su it ab le.
 Th is ar r an g em en t sh all b e ap p lied t h r o u g h access t o lo n g ser v ice leav e at a m in im u m
o f o n e (1) d ay p er w eek, in a r eg u lar p at t er n , o ver an ext en d ed p er io d o f t im e.

An y su ch ar r an g em en t s b et w een Energy Queensland an d t h e em p lo yee w ill b e d o cu m en t ed
in w r it in g co n f ir m in g t h e ag r eed p at t er n o f w o r k r eq u ir ed , w h ich m ay in clu d e (as
ap p licab le,) w eeks t o b e w o r ked o ver t h e p er io d , m in im u m o r d in ar y h o u r s p er w eek, t h e
d ay s o n w h ich t h e w o r k is t o b e p er f o r m ed an d d aily st ar t in g an d f in ish in g t im es.
Th ese ar r an g em en t s m ay b e var ied b y Mutual Agreement b et w een t h e em p lo yee an d Energy

Queensland an d d o cu m en t ed .
All accr u ed leave en t it lem en t b alan ces accr u ed im m ed iat ely p r io r t o accep t in g a
Tr an sit io n t o Ret ir em en t Ar r an g em en t s w ill b e m ain t ain ed w it h o u t r ed u ct io n . On
co m m en cem en t o f t h e Tr an sit io n t o Ret ir em en t Ar r an g em en t , all leave w ill accr u e in
acco r d an ce w it h t h e r elevan t h o u r s o f w o r k Clau ses w it h in t h is Agreement an d ap p licab le
leg islat io n .
11.6 INDIVIDUAL FLEXIBLITY ARRANGEMENTS
 An em p lo yee m ay m ake a r eq u est t o Energy Queensland t o m ake an In d iv id u al

Flexib ilit y Ar r an g em en t t o var y t h e ef f ect o f p ar t icu lar t er m s o f t h is en t er p r ise
ag r eem en t . Th e r eq u est m u st b e in o r d er t o m eet t h e em p lo yee’s in d iv id u al
cir cu m st an ces an d g en u in e n eed s as t h ey r elat e t o ch ild car e, o b lig at io n s t o car e f o r
f am ily m em b er s, r et u r n t o w o r k ar r an g em en t s af t er p ar en t al leave an d t r an sit io n t o
r et ir em en t ar r an g em en t s.
 An In d iv id u al Flexib ilit y Ar r an g em en t can o n ly var y an em p lo y e e’s ar r an g em en t

ab o u t w h en t h eir o r d in ar y h o u r s o f w o r k ar e p er f o r m ed . Em p lo yees w h o m eet t h e
cir cu m st an ces ab o ve can en t er in t o an In d iv id u al Flexib ilit y Ar r an g em en t an d
st r u ct u r e t h eir o r d in ar y h o u r s o f w o r k t o an y t im e b et w een 6:00am an d 8:00p m
Mo n d ay t o Fr id ay .
 An In d iv id u al Flexib ilit y Ar r an g em en t m u st b e r eq u est ed b y t h e em p lo yee an d

can n o t b e in it iat ed b y Energy Queensland. Energy Queensland w ill co n sid er t h e r eq u est
ag ain st o p er at io n al r eq u ir em en t s. Th e In d ivid u al Flexib ilit y Ar r an g em en t w ill b e
su b ject t o mutual agreement.
 Energy Queensland m u st en su r e t h at t h e t er m s o f t h e In d ivid u al Flexib ilit y

Ar r an g em en t :
a. Ar e ab o u t p er m it t ed m at t er s u n d er sect io n 172 o f t h e Fair Wo r k Act 2009;

b. Do n o t in clu d e u n law f u l t er m s u n d er sect io n 194 o f t h e Fair Wo r k Act 2009;
an d
c. Resu lt in t h e em p lo y ee b ein g b et t er o f f o ver all t h an t h e em p lo yee w o u ld
b e if n o in d iv id u al ar r an g em en t w as m ad e.
d. Will n o t im p act u p o n w o r kp lace h ealt h an d saf et y o b lig at io n s (e.g . f at ig u e,
secu r it y)
 Th e In d iv id u al Flexib ilit y Ar r an g em en t m u st :
a. Nam e t h e p ar t ies o f t h e ag r eem en t ;

b. Be in w r it in g an d sig n ed ;
i. By t h e em p lo yee an d Energy Queensland; an d
ii. if t h e em p lo yee is u n d er 18 year s o f ag e, sig n ed b y a p ar en t o r
g u ar d ian o f t h e em p lo yee.
c. In clu d e d et ails o f ;
i. Th e t er m s o f t h e en t er p r ise ag r eem en t t h at w ill b e v ar ied b y t h e
ar r an g em en t ;
ii. Ho w t h e ar r an g em en t w ill var y t h e ef f ect o f t h e t er m s; an d

iii. Ho w t h e em p lo yee w ill b e b et t er o f f o ver all in r elat io n t o t h o se
t er m s an d co n d it io n s as a r esu lt o f t h e ar r an g em en t .
d. St at e t h e d ay o n w h ich t h e ar r an g em en t co m m en ces.
 Energy Queensland m u st en su r e t h at a co p y o f t h e In d ivid u al Flexib ilit y

Ar r an g em en t is g iven t o t h e em p lo yee w it h in f o u r t een (14) d ay s af t er it is ag r eed
t o.
 An In d iv id u al Flexib ilit y Ar r an g em en t m ay b e t er m in at ed b y eit h er Energy

Queensland o r t h e em p lo yee:
a. By g iv in g w r it t en n o t ice o f n o t m o r e t h an t w en t y eig h t (28) d ay s; o r

b . At an y t im e if ag r eed t o in w r it in g b y Energy Queensland an d t h e em p lo yee.
 Energy Queensland w ill p r o vid e a r ep o r t t o t h e Energy Queensland Co n su lt at ive Fo r u m

o n t h e n u m b er s an d t yp es o f In d iv id u al Flexib ilit y Ar r an g em en t s en t er ed in t o .
Th is r ep o r t w ill o ccu r o n a q u ar t er ly b asis.
11.7 WORKFORCE PLANNING ISSUES
Du r in g t h e lif e o f t h e ag r eem en t , t h e p ar t ies ar e co m m it t ed t o t h e est ab lish m en t o f a

w o r kin g p ar t y t o r eview w o r kf o r ce p lan n in g issu es, in clu d in g :
 Th e m at u r in g w o r kf o r ce;
 At t r act io n an d r et en t io n o f key skill ar eas; an d
 Wo r kf o r ce d iver sit y.
Th e w o r kin g p ar t y w ill d evelo p st r at eg ies t o ad d r ess t h e id en t if ied w o r kf o r ce p lan n in g

issu es.
11.8 DISABILITY MANAGEMENT

Th e Disab ilit y Man ag em en t p r o cess w ill b e en g ag ed , w h er e t h er e is a r eq u ir em en t , d u e t o
r esid u al im p air m en t o f f u n ct io n alit y f o llo w in g illn ess o r in ju r y , t o p lace an em p lo yee in
g ain f u l em p lo ym en t at an accep t ab le level o f r isk, o r assist t h e em p lo y ee t o sep ar at e
f r o m t h e o r g an isat io n . Th is ap p lies t o all em p lo yees w h o h ave a co n d it io n , w h ich is o f
su f f icien t sever it y t o r esu lt in a sig n if ican t o ccu p at io n al d isab ilit y.
Th e Case Man ag er w ill b e an Energy Queensland Reh ab ilit at io n Co n su lt an t , o r an o t h e r

su it ab ly q u alif ied p er so n .
11.8.1 Referral for Case Management

Em p lo yees sh o u ld b e r ef er r ed f o r Disab ilit y Man ag em en t w h en :
 An em p lo yee h as u n d er t aken w o r kp lace r eh ab ilit at io n an d h as ach ieved o p t im al

f u n ct io n in g b u t r em ain s u n ab le t o u n d er t ake t h eir u su al w o r k;
 An em p lo yee h as a m ed ical co n d it io n w h ich r esu lt s in a sig n if ican t p er m an en t

d isab ilit y ;
 An em p lo yee h as ad v ised a su p er viso r t h at t h eir cap acit y t o p er f o r m allo cat ed d u t ies

is p er m an en t ly alt er ed ; o r
 A su p er viso r , m an ag er o r o t h er su it ab ly q u ali f ied p er so n r eco g n ises a p r o b lem , w h ich

w ar r an t s assessm en t an d m an ag em en t u n d er t h is p o licy.

11.8.2 Disability Case Management Process
Case Assessment
Th e Disab ilit y Case Man ag em en t p r o cess w ill b e time limited to three (3) months, excep t
w h er e it is ag r eed b y t h e Case Man ag er t h at sp ecif ied t im e ext en sio n s w ill b e u sef u l in
p r o g r essin g t h e case t o an o p t im al co n clu sio n .
On r ef er r al, t h e Case Man ag er w ill assess case st at u s an d , in p ar t icu lar , d et er m in e t h at

g en u in e at t em p t s h ave b een m ad e t o r eh ab ilit at e em p lo y ees t o t h eir p r e -in ju r y r o le. Th is
can b e d et er m in ed b y r eq u est in g o r r eview in g in f o r m at io n f r o m :
 Th e em p lo yee;
 Man ag er s an d su p er v iso r s;
 Wo r kp lace r eh ab ilit at io n d o cu m en t s;
 Fo r m al f u n ct io n al cap acit y assessm en t ;
 Rep o r t s b y t r eat in g m ed ical p r act it io n er s; an d
 Rep o r t s b y assesso r s n o m in at ed b y Energy Queensland.
Wh er e t h e r eh ab ilit at io n p r o cess h as n o t b een exh au st ed , t h e Case Man ag er w ill co m p let e

t h e r eh ab ilit at io n p r o cess b ef o r e p r o g r essio n t o d isab ilit y m an ag em en t .
Exploring Placement Options
Wh en r et u r n in g t o u su al d u t ies is exclu d ed as an o p t io n , t h e Case Man ag er w ill exp lo r e

alt er n at iv e p lacem en t o p p o r t u n it ies, p r o v id e su p p o r t an d ap p r o p r iat e r eso u r ces an d
d o cu m en t t h e act io n s t aken .
Alt er n at ive p lacem en t st r at eg ies m ay in clu d e:
 Reaso n ab le m o d if icat io n o f t h e em p lo yee’s u su al d u t ies;
 Jo b skills assessm en t , in clu d in g :
o Vo cat io n al assessm en t ; an d /o r
o Tem p o r ar y jo b p lacem en t f o r p u r p o ses o f skills o r ap t it u d e assessm en t ;
 Re-skillin g f o r o t h er d u t ies in clu d in g r et r ain in g ;
 Placem en t su p p o r t in clu d in g :
o Assist an ce t o d evelo p a r esu m é;
o Gu id an ce an d su p p o r t t h r o u g h t h e jo b ap p licat io n , select io n an d in t er v iew

p r o cess; an d /o r
o Dist r ib u t io n o f r esu m é f o r co n sid er at io n f o r su it ab le v acan cies w it h in Energy

Queensland.
AND/OR
 Reaso n ab le o u t p lacem en t assist an ce.
 Sep ar at io n .
Wh er e p o sit io n r ead ju st m en t , r e-skillin g , r ed ep lo y m en t an d o u t p lacem en t ar e

u n su ccessf u l an d t h e em p lo yee is u n likely t o m ain t ain g ain f u l em p lo ym en t w it h Energy
Queensland, t h en t h e Case Man ag er w ill r eco m m en d sep ar at io n o f t h e em p lo y ee f r o m
Energy Queensland.
Assistance to Separate
a. Th e Case Man ag er w ill f acilit at e t h e em p lo yee o b t ain in g ad v ice o n ap p r o p r iat e

f in an cial en t it lem en t s in clu d in g r esig n at io n , ear ly r et ir em en t , r ed u n d an cy,
su p er an n u at io n an d so cial secu r it y b en ef it s.

b . Th e Case Man ag er w ill assist t h e em p lo yee t o m ake ap p licat io n , w h er e ap p licab le, f o r
su p er an n u at io n b en ef it s, in clu d in g r et ir em en t d u e t o ser io u s ill h ealt h o r t o t al an d
p er m an en t d isab lem en t .
c. An em p lo yee m ay b e elig ib le f o r an Ext r ao r d in ar y Ear ly Sep ar at io n Paym en t w h en t h e

f o llo w in g cr it er ia ar e m et :
 Th e em p lo yee’s f u n ct io n al cap acit y is u n likely t o im p r o v e w it h an y o t h er f o r m

o f in t er ven t io n an d it can b e co n clu d ed t h at all r easo n ab le r eh ab ilit at io n an d
d isab ilit y m an ag em en t o p t io n s ar e exh au st ed ;
 Th e em p lo yee is n o t elig ib le for t o t al an d p er m an en t d isab lem en t

su p er an n u at io n b en ef it ;
 In t h e case w h er e t h e em p lo yee’s d isab ilit y h as ar isen as a r esu lt o f a

co m p en sab le co n d it io n b u t t h e em p lo yee d o es n o t h ave an av en u e t o p r o ceed
t o co m m o n law ;
 Th e em p lo yee’s p o sit io n is n o t r ed u n d an t o r likely t o b eco m e r ed u n d an t ;
 Th e em p lo yee is u n ab le t o r et u r n t o t h eir u su al d u t ies an d is u n likely t o b e

p laced in alt er n at iv e g ain f u l em p lo ym en t w it h Energy Queensland in t h e
f o r eseeab le f u t u r e.
d . Th e em p lo yee ap p lies f o r t h is p aym en t in w r it i n g t o t h eir Execu t ive Gen er al Man ag er

b ef o r e r esig n in g f r o m Energy Queensland.
e. An em p lo yee co n t in u es t o b e elig ib le f o r t h e p aym en t w h en , af t er m akin g ap p licat io n

f o r t h is p aym en t t h ey r esig n w h ile t h e Su p er an n u at io n Bo ar d is assessin g t h eir
ap p licat io n f o r m ed ical r et ir em en t , an d t h ey ar e su b seq u en t ly ap p r o ved a b en ef it less
t h an To t al an d Per m an en t Disab lem en t .
f. Th e b en ef it av ailab le u n d er t h e Ext r ao r d in ar y Ear ly Sep ar at io n Paym en t w ill b e eq u al

t o 26 w eeks’ p ay (at cu r r en t b ase r at e salar y ) excep t , in t h e case o f t h e Def in ed Ben ef it
Su p er an n u at io n Fu n d , w h er e a Ser io u s Ill Healt h b en ef it is p ayab le. In t h ese cases, t h e
Ext r ao r d in ar y Ear ly Sep ar at io n Paym en t m ay b e r ed u ced t o en su r e t h at co m b in ed
p aym en t w ill n o t exceed t h e To t al an d Per m an en t Disab ilit y b e n ef it , if it h ad b een
p ay ab le.
g . Wh er e an em p lo yee is elig ib le f o r t h e Ext r ao r d in ar y Ear ly Sep ar at io n Paym en t , t h e

Case Man ag er w ill p r o vid e a r ep o r t t o t h e r elev an t Execu t ive Gen er al Man ag er
d et ailin g t h e case, in clu d in g t h e b en ef it calcu lat io n . Fo llo w in g e n d o r sem en t b y t h e
r elev an t Execu t iv e Gen er al Man ag er , t h e r ep o r t w ill b e f o r w ar d ed t o t h e Ch ief
Execu t ive Of f icer f o r ap p r o v al p en d in g t h e Su p er an n u at io n Bo ar d ’s d et er m in at io n o f
a b en ef it less t h an To t al an d Per m an en t Disab lem en t .
h. Wh er e t h e em p lo yee d o es n o t accep t t h e Su p er an n u at io n Bo ar d ’s d et er m in at io n , an d
t h e em p lo yee d o es n o t r esig n , h o w ever t h e Disab ilit y Man ag em en t p r o cess is
co m p let e, t h e Case Man ag er w ill r ef er t h e case t o t h e In d u st r ial Relat io n s Dep ar t m en t
f o r r eso lu t io n .

PART 12 TRAINING AND DEVELOPMENT
12.1 TRAINING AND DEVELOPMENT
Th e Parties t o t h is Agreement r eco g n ise t h at , in o r d er t o in cr ease t h e ef f icien cy ,

p r o d u ct ivit y an d co m p et it iv en ess o f Energy Queensland a g r eat er co m m it m en t t o t r ain in g
an d skill d evelo p m en t is r eq u ir ed .
Acco r d in g ly , t h e Parties co m m it t h em selv es t o o p t im isin g cap ab ilit y , p er f o r m an ce an d t h e

car eer o p t io n s o f em p lo yees b y :
 Tr ain in g , r et r ain in g an d ed u cat in g em p lo yees w h er e ap p r o p r iat e;
 Car eer d evelo p m en t an d eq u al o p p o r t u n it y ; an d
 Pr o vid in g t im ely ad v ice an d consultation w it h em p lo yees an d t h eir r ep r esen t at iv es w it h
r eg ar d t o an y ch an g es t o t r ain in g an d d ev elo p m en t p r o g r am s w h ich m ay im p act
em p lo yees.
 Pr o vid in g em p lo y ees w it h car eer o p p o r t u n it ies t h r o u g h ap p r o p r iat e t r ain in g t o
acq u ir e ad d it io n al skills; an d
Th e Parties ag r ee w it h r esp ect t o t h e t r ain in g an d d evelo p m en t o f em p lo yees t h at :

Each em p lo yee w ill b e en co u r ag ed t o an d h ave access t o lear n in g p r o cesses an d
r eso u r ces t o m eet t h e n eed s o f t h eir p o sit io n d escr ip t io n t h r o u g h a m u t u ally ag r eed
em p lo yee d evelo p m en t p lan an d a set o f p r io r it ised lear n in g o p p o r t u n it ies w h ich sh o u ld
b e r ev iew ed an n u ally .
Sh o u ld t h e em p lo y ee’s access t o lear n in g p r o cesses an d r eso u r ces n o t b e av ailab le w it h in

t h e m u t u ally ag r eed t im ef r am e, t h en t h e em p lo yee an d Energy Queensland w ill r ev iew an d
p o ssib ly m o d if y t h e d ev elo p m en t p lan . An em p lo yee’s access t o an em p lo yee
d evelo p m en t p lan w ill n o t b e u n r easo n ab ly d elayed o r w it h h eld . Wh er e an em p lo yee h as
co n cer n s r eg ar d in g t h eir access t o an em p lo yee d ev elo p m en t p lan , t h ey can escalat e t h is
t o t h eir n ext level m an ag er an d /o r access t h e g r ievan ce an d d isp u t e r eso lu t io n p r o ced u r e
o u t lin ed in Par t 2 o f t h is Ag r eem en t .
Em p lo yee d ev elo p m en t p lan s sh o u ld seek t o p r o f essio n ally d ev elo p em p lo yees so t h at

t h ey can sat isf y key p o sit io n acco u n t ab ilit ies an d im p r o ve car eer d ev elo p m en t p r o sp ect s,
w h er e it sat isf ies t h e b u sin ess r eq u ir em en t s o f Energy Queensland. An y t r ain in g asso ciat ed
w it h t h e d evelo p m en t p lan m ay b e p r o v id ed eit h er ext er n ally o r in t er n ally, o f f an d o n
t h e jo b , t o m at ch t h e i n d iv id u al em p lo y ee’s d evelo p m en t n eed s, in clu d in g :
 In t er n al an d /o r ext er n al t r ain in g co u r ses
 Men t o r in g
 Seco n d m en t
 Hig h er Du t ies
 Ot h er r elevan t t r ain in g an d d ev elo p m en t m et h o d s
12.2 ELECTRICAL ELECTRONIC TRAINING PACKAGES
Energy Queensland w ill u t ilise ap p r o ved t r ain in g p ackag es w h er e t h ey ar e r easo n ab ly

av ailab le as ad vised b y t h e Elect r o Co m m s an d En er g y Ut ilit ies In d u st r y Skills Co u n cil Lt d
(Tr ad in g as EE-Oz Tr ain in g St an d ar d s). Th ese t r ain in g p ackag es w ill o n ly b e u t ilised w h er e
t h ey ar e t ied t o an elect r ical, p r o f essio n al an d ad m in ist r at io n licen sin g , cer t if icat io n o r
au t h o r isat io n r eq u ir ed b y r elev an t leg islat io n w h er e ap p licab le.

Energy Queensland w ill n o t access Cer t if icat e Tw o (2) o f t h e Tr an sm issio n an d Dist r ib u t io n
Tr ain in g Packag e w it h o u t consultation an d Agreement w it h t h e Nominated Employee
Representatives
12.3 TRADE COMPETENCY RECOGNITION
Energy Queensland w ill en su r e t h at all r elev an t t r ad e an d t ech n ical b ased em p lo y ees

w o r kin g o n Energy Queensland asset s h ave co m p let ed ap p r o p r iat e Nat io n ally Accr ed it ed
Tr ain in g Packag es o r eq u ivalen t accr ed it at io n f o r t h e Tr an sm issio n , Dist r ib u t io n an d
Gen er at io n f u n ct io n s ap p licab le t o Energy Queensland. Th is is t o en su r e t h o se em p lo yees
h ave ap p r o p r iat e skills, co m p et en cies an d accr ed it at io n .
Ag r eed eq u iv alen t s w ill b e d et er m in ed as b en ch m ar ked b y Energy Queensland Tr ain in g an d

Develo p m en t ag ain st t h e Nat io n al St an d ar d s af t er t akin g in t o acco u n t est ab lish ed
r eco g n ised p r io r lear n in g o u t co m es (RPL).
12.4 REGISTRATION OF PROFESSIONAL ENGINEERS QUEENSLAND (RPEQ)
Pr o f essio n al En g in eer s w h o d o n o t h o ld RPEQ b u t w h o d esir e t o o b t ain r eg ist r at io n , o r

w h er e t h e em p lo yer d esir es RPEQ r eg ist r at io n f o r an em p lo y ee, Energy Queensland w ill p ay
all r easo n ab le co st s asso ciat ed w it h at t ain m en t an d m ain t en an ce o f RPEQ f o r t h o se
Pr o f essio n al En g in eer s (clau se 7.2).
Fu r t h er , a Co n su lt at iv e Co m m it t ee w ill b e est ab lish ed w it h t h e r elev an t u n io n s t o co n su lt

o ver ap p licat io n o f RPEQ an d asso ciat ed issu es, in clu d in g access t o t r ain in g an d
d evelo p m en t o p p o r t u n it ies f o r RPEQ r eg ist r at io n . As p ar t o f t h is co n su lt at iv e f o r u m
En er g y Qu een slan d w ill d iscu ss r elevan t in f o r m at io n r eg ar d in g w o r kf o r ce p lan n in g ,
r eso u r cin g , En g in eer in g g r ad u at es an d t h e PM2 Ro t at io n p r o g r am . Ag r eed Ter m s o f
Ref er en ce w ill b e d evelo p ed b y t h e Parties w it h in t h r ee (3) m o n t h s o f t h e cer t if icat io n o f
t h e Agreement.
12.5 TRAINING COMMITTEE
Energy Queensland ag r ees t o est ab lish a t r ain in g co m m it t ee m ad e u p o f em p lo yer an d

em p lo yee r ep r esen t at ives. Th e co m m it t ee w ill in v it e r ep r esen t at ives f r o m t h e v ar io u s
en t it ies f r o m t h e Qu een slan d Elect r icit y In d u st r y .
Energy Queensland w ill co n t in u e t o w o r k w it h t h e co m m it t ee in co n sid er in g t h e im p act o f :
 Th e r eq u ir em en t s im p o sed b y t h e n at io n al skills co u n cil, r elevan t in d u st r y t r ain in g

b o d ies an d r elevan t t r ain in g p ackag es p r o v id ed f o r u n d er t h e Nat io n al Tr ain in g
Ag en d a;
 Th e lat est d evelo p m en t s in t r ain in g in it iat ives b o t h f r o m ext er n al an d in t er n al

so u r ces;
 Availab le t r ain in g in f o r m at io n an d t r ain in g d evelo p m en t s acr o ss t h e elect r icit y

in d u st r y;
 Th e n eed f o r co n sist en cy in t r ain in g o u t co m es su b ject t o t h e Nat io n al Tr ain in g

Ag en d a; an d
 Th e co m m it t ee as a f o r u m f o r d issem in at in g t r ain in g in f o r m at io n in t h e in d u st r y .

PART 13 AGREEMENTS
13.1 CONSULTATIVE ARRANGEMENTS
Energy Queensland is co m m it t ed t o m an ag in g t h e im p lem en t at io n o f ch an g e ef f ect ively

an d r eco g n ises t h e b en ef it s o f r eg u lar d iscu ssio n an d co n su lt at io n w it h it s em p lo y ees an d
t h eir u n io n r ep r esen t at ives.
A r easo n ab le an d ef f ect iv e r elat io n sh ip b et w een all em p lo yees an d t h eir n o m in at ed

r ep r esen t at ives is seen as d esir ab le an d w ill b e p u r su ed b y t h e p ar t ies. Th e p ar t ies
r eco g n ise t h at co n su lt at io n at t h e lo cal level is t h e m o st ef f ect ive w ay o f r eso lv in g issu es.
En er g y Qu een slan d also r eco g n ises t h at t h er e is a r an g e o f exist in g co n su lt at ive f o r u m s in

p lace an d is co m m it t ed t o t h e r eview an d alig n m en t . Th er e w ill b e co n su lt at ive f o r u m s
est ab lish ed at a St at e Bar g ain in g Un it (SBU) lev el an d Bu sin ess u n it sp ecif ic level t o ad d r ess
t h e n eed s o f t h e Par t ies f r o m t im e t o t im e.
At t h e SBU level t h e In d u st r ial Relat io n s Co n su lt at io n Gr o u p (IRCG) w ill o p er at e as t h e p eak

in d u st r ial r elat io n s co n su lt at ive f o r u m . As p ar t o f t h is co n su lt at iv e f o r u m Energy
Queensland w ill d iscu ss r elev an t in f o r m at io n r eg ar d in g w o r kf o r ce p lan n in g an d
r eso u r cin g , in clu d in g in f o r m at io n r elat in g t o cat eg o r ies o f em p lo ym en t o f em p lo yees, as
w ell as lab o u r h ir e, co n t r act o r s an d /o r co n su lt an t s.
Var io u s co n su lt at io n m ech an ism s w ill b e est ab lish ed t o en su r e ap p r o p r iat e co n su lt at io n

an d in p u t in t o an y b u sin ess ch an g e p lan t h at co n sid er s issu es an d p o licies w h ich w o u ld
im p act o n all em p lo y ees. Th is w ill in clu d e co n su lt at io n an d m o n it o r in g o f t r ain in g
p ackag e d evelo p m en t an d t r ain in g d eliver y an d access.
13.1.1 Consultation
1. Th is clau se ap p lies:
i. if Energy Queensland h as m ad e a p r elim in ar y d ecisio n t o in t r o d u ce a m ajo r ch an g e

t o p r o d u ct io n , p r o g r am , o r g an isat io n , st r u ct u r e, o r t ech n o lo g y in r elat io n t o it s
en t er p r ise; an d
ii. t h e ch an g e is likely t o h ave a sig n if ican t ef f ect o n em p lo yees.
2. Energy Queensland w ill co n su lt w it h r elev an t em p lo yees an d r elev an t u n io n

r ep r esen t at ives at t h e ear liest o p p o r t u n it y as t o t h e:
i. t h e in t r o d u ct io n o f t h e ch an g e; an d
ii. t h e ef f ect t h e ch an g e is likely t o h ave o n t h e em p lo yees; an d
iii. m easu r es Energy Queensland is t akin g t o aver t o r m it ig at e an y ad ver se ef f ect o f
t h e ch an g e o n t h e em p lo yees; an d
f o r t h e p u r p o ses o f t h e consultation - p r o vid e, w h er e n ecessar y in w r it in g , t o t h e

r elev an t em p lo y ees an d t h eir u n io n r ep r esen t at ives:
iv. r elev an t in f o r m at io n ab o u t t h e ch an g e in clu d in g t h e n at u r e o f t h e ch an g e
p r o p o sed ; an d
v. in f o r m at io n ab o u t t h e exp ect ed ef f ect s o f t h e ch an g e o n t h e em p lo y ees; an d
vi. an y o t h er m at t er s likely t o af f ect t h e em p lo y ees.
3. Energy Queensland is n o t r eq u ir ed t o d isclo se co n f id en t ial o r co m m er cially sen sit ive

in f o r m at io n t o t h e r elevan t em p lo y ees o r t h eir u n io n r ep r esen t at ives.

4. Energy Queensland w ill g ive p r o m p t an d g en u in e co n sid er at io n t o m at t er s r aised ab o u t
t h e m ajo r ch an g e b y t h e r elev an t em p lo yees an d /o r t h eir u n io n r ep r esen t at ives.
5. If a t er m in t h e en t er p r ise Agreement p r o v id es a co n su lt at iv e p r o cess f o r in t r o d u ct io n

o f m ajo r ch an g e t o p r o d u ct io n , p r o g r am , o r g an isat io n , st r u ct u r e o r t ech n o lo g y in
r elat io n t o t h e en t er p r ise o f Energy Queensland, t h en t h at consultation p r o cess w ill ap p ly.
6. Fo r t h e p u r p o se o f t h is clau se, a m ajo r ch an g e is likely t o h ave a sig n if ican t ef f ect o n

em p lo yees if it r esu lt s in :
a) m ajo r ch an g e t o t h e co m p o sit io n , o p er at io n o r size o f t h e em p lo yer ’s w o r kf o r ce
o r t o t h e skills r eq u ir ed o f em p lo yees; o r
b ) t h e elim in at io n o r d im in u t io n o f jo b o p p o r t u n it ies (in clu d in g o p p o r t u n it ie s f o r
p r o m o t io n o r t en u r e); o r
c) t h e alt er at io n o f h o u r s o f w o r k o r a ch an g e t o a r eg u lar r o st er ;
d ) t h e n eed t o r et r ain em p lo yees; o r
e) t h e n eed t o r elo cat e em p lo yees t o an o t h er w o r kp lace; o r
f ) t h e r est r u ct u r in g o f jo b s.
7. Fo r t h e p u r p o se o f t h is clau se t h e t er m , r elevan t em p lo y ees m ean s t h e em p lo yees

w h o m ay b e af f ect ed b y t h e m ajo r ch an g e.
13.2 INDUSTRIAL ORGANISATION REPRESENTATIVES
Notice Boards
Energy Queensland w ill p r o vid e a d esig n at ed sp ace o n an exist in g n o t ice b o ar d o r access t o

a d ed icat ed n o t ice b o ar d in it s m ajo r est ab lish m en t s u p o n w h ich u n io n d eleg at es w ill b e
p er m it t ed t o p o st au t h o r ised f o r m al n o t ices. An y u n au t h o r ised n o t ices m ay b e r em o v ed
b y a u n io n d eleg at e o r b y Energy Queensland.
On ap p r o v al f r o m t h e In d u st r ial Relat io n s Man ag er , a n o m in at ed Sen io r Un io n Deleg at e

m ay u se t h e Energy Queensland elect r o n ic m ed ia f o r t h e p u r p o ses o f co m m u n icat in g w it h
m em b er s f o r p aid u n io n m eet in g t im es an d lo cat io n s. Energy Queensland r eser v es it s r ig h t s
in ap p r o v al o f o t h er m essag es.
Use of Facilities
Un io n d eleg at es w ill b e allo w ed r easo n ab le access t o f acilit ies (t elep h o n es, f ilin g cab in et s,
f acsim ile, co m p u t er s, e -m ail, et c) n eed ed t o p er f o r m t h eir f u n ct io n , as ag r eed b et w een
Energy Queensland an d t h e u n io n d eleg at e co n cer n ed . Access w ill b e su b ject t o an y
r easo n ab le co n d it io n s an d lim it at io n s as Energy Queensland m ay im p o se.
Payroll Deductions
If r eq u est ed b y an em p lo yee in w r it in g , Energy Queensland w ill f acilit at e t h e d ed u ct io n an d

r em it t an ce o f Un io n m em b er sh ip f ees f r o m t h e em p lo y ee's w ag es.
Union Delegate Rights
A u n io n d eleg at e w ill b e allo w ed su ch r easo n ab le t im e d u r in g w o r kin g h o u r s, as m ay b e

ag r eed b et w een Energy Queensland an d t h e r elevan t Em p lo y ee Or g an isat io n t o :
 Discu ss w it h t h e em p lo yees at t h e w o r kp lace at w h ich t h ey ar e a u n io n d eleg at e,
m at t er s r elat iv e t o w o r kin g co n d it io n s an d o t h er m at t er s, w it h a view t o avo id in g
in d u st r ial d isp u t at io n o r g iv in g ef f ect t o t h e g r iev an ce p r o ced u r e.

 Discu ss o r m eet w it h a r ep r esen t at ive o f t h e r elev an t Em p lo yee Or g an isat io n t h e
m at t er s r ef er r ed t o ab o ve.
 Discu ss w it h Energy Queensland, m at t er s r aised by em p lo yees af f ect in g t h eir
em p lo ym en t .
 Sch ed u le a m axim u m o f f o u r (4) p aid o n e (1) h o u r m eet in g s p er w o r kp lace p er an n u m
at a t im e t o su it o p er at io n al r eq u ir em en t s t o d iscu ss m at t er s d ir ect ly r elat in g t o t h e
em p lo ym en t r elat io n sh ip . A f u r t h er t w o (2) o n e h o u r p aid m eet in g s p er w o r kp lace
m ay b e sch ed u led in t h e calen d ar year in w h ich t h is Agreement n o m in ally exp ir es,
su b ject t o o p er at io n al r eq u ir em en t s.
 Deleg at es w ill b e allo w ed su ch r easo n ab le t im e d u r in g w o r kin g h o u r s t o at t en d
em p lo yee in d u ct io n s an d ad eq u at e t im e sh all b e allo w ed t o en su r e u n io n
m em b er sh ip can b e d iscu ssed .
Sen io r Un io n d eleg at e w h o d o n o t h ave d ir ect access t o a lan d lin e w ill b e p r o v id ed w it h a

m o b ile p h o n e t o m ain t ain co m m u n icat io n s w it h em p lo yees an d lin e m an ag em en t .
Un io n d eleg at es w ill b e r eleased f r o m n o r m al d u t ies t o car r y o u t p aid m eet in g s w h en

r eq u ir ed .
Tr avel exp en ses o r t h e p r o v isio n o f a veh icle m ay b e p r o v id ed t o u n io n d eleg at es t o

m ain t ain co n t act w it h t h eir m em b er s f r o m t im e t o t im e. An y ap p r o val w ill b e su b ject t o
r easo n ab le n o t ice an d an y co n d it io n s o r lim it at io n s as Energy Queensland m ay im p o se, t h is
p r o visio n w ill n o t b e u n r easo n ab ly w it h h eld .
Hav in g r eg ar d t o o p er at io n al r eq u ir em en t s an d o t h er b u sin ess n eed s o f Energy

Queensland, Energy Queensland m ay ap p r o ve leave w it h o u t p ay f o r u p t o a p er io d o f six (6)
m o n t h s f o r u n io n d eleg at es t o u n d er t ake p r o ject w o r k f o r t h eir u n io n .
13.3 UNION DELEGATES TRAINING AND ADDITIONAL LEAVE
Energy Queensland w ill r elease n o m in at ed Un io n Deleg at es t o at t en d r elevan t t r ain in g , an d

r ep r esen t at ive d u t ies u p t o an d in clu d in g , f ive (5) p aid w o r kin g d ays p er an n u m .
Energy Queensland m ay p r o vid e ad d it io n al d ays o n r eq u est :
 To at t en d co u r ses o r sem in ar s w h er e t h e n o m in at ed Un io n Deleg at es h o ld s a d u al
t it le, e.g . n o m in at ed em p lo yee saf et y r ep r esen t at ive an d n o m in at ed em p lo yee
r ep r esen t at ive;
 Wh er e it is m u t u ally b en ef icial t o Energy Queensland an d t h e n o m in at ed Un io n
Deleg at e; o r
 Ar ises as a r esu lt o f r em o t e t r avel r eq u ir em en t s.
In ad d it io n , n o m in at ed Sen io r Un io n Deleg at es w ill b e r eleased t o at t en d d u t ies

asso ciat ed w it h an o f f ice h eld u n d er t h e Un io n Ru les e.g . St at e Co u n cil o r Bien n ial
Deleg at e Co n f er en ces, f o r u p t o f iv e (5) d ays p er an n u m . A m in im u m o f t w o (2) w eeks’
n o t ice w ill b e p r o v id ed .
13.4 NATURAL DISASTER WORKING ARRANGEMENTS
Th e Parties r eco g n ise t h e ext r ao r d in ar y im p act s w h ich n at u r al d isast er s h av e o n t h e

b u sin ess an d it s em p lo yees w h et h er w o r kin g aw ay an d /o r at h o m e.
Th er ef o r e t h e Par t ies ag r ee t o r ev iew t h e Nat u r al Disast er Wo r kin g ar r an g em en t s p r io r t o

st o r m seaso n an d af t er an even t t o en su r e ap p r o p r iat e ar r an g em en t s ar e in p lace. Th is

w ill in clu d e, b u t is n o t lim it ed t o , su ch m at t er s as p r ep ar at io n , r eso u r cin g , m o b ilisat io n ,
w o r kin g h o u r s, o ver t im e, m eals, acco m m o d at io n , d em o b ilisat io n , r est an d r ecr eat io n .
EQL co m m it s t o f acilit at in g a r ev iew w it h t h e p ar t ies af t er each m ajo r even t w it h a v iew

t o u n d er st an d in g an d r eso lvin g an y issu es t h at m ay ar ise d u r in g t h e r esp o n se.

PART 14 SAFETY
14.1 SAFETY COMMITTEE
Th e Parties ag r ee t o m ain t ain a jo in t saf et y f o r u m t o p r o vid e st r at eg ic o ver v iew o f saf et y

p r o ced u r es, saf et y p er f o r m an ce an d saf et y issu es w it h in Energy Queensland at a co r p o r at e
level in vo lv in g r elev an t Nominated Employee Representatives an d Energy Queensland
r ep r esen t at ives.
Th is f o r u m w ill m eet q u ar t er ly o r as o t h er w ise ag r eed , an d r ev iew an y issu es t h at m ay

h ave ar isen o v er t h e p r eced in g p er io d .
Th e Parties ackn o w led g e t h e im p o r t an ce o f an EQL Peak Healt h & Saf et y Co m m it t ee

en g ag in g in saf et y au d it s t o en su r e co n sist en t Wo r kp lace Healt h & Saf et y o u t co m es f o r
em p lo yees. Energy Queensland co m m it s t o p r o vid in g Cer t if icat e IV in Wo r k Healt h an d
Saf et y t r ain in g , at an ag r eed t r ain in g est ab lish m en t f o r all Nominated employee representative
m em b er s o f t h e Peak Healt h an d Saf et y .
14.2 REAUTHORISATION OF HIGH VOLTAGE SWITCHING AUTHORITY
Energy Queensland is co m m it t ed t o f ace t o f ace assessm en t as an elem en t o f t h e o ver all

r eau t h o r isat io n m o d el f o r Hig h Vo lt ag e Sw it ch in g Au t h o r it y. It is r eco g n ised t h at t h e
r eau t h o r isat io n t r ain in g m o d els m ay b e r ev iew ed an d am en d ed f r o m t im e t o t im e in
co n sid er in g Energy Queensland’s o p er at in g en v ir o n m en t an d d evelo p m en t s in asso ciat ed
assessm en t an d t ech n o lo g y. An y r ev iew w ill b e in co n su lt at io n w it h r elevan t u n io n s
14.3 SINGLE PERSON TASKS
Th e p ar t ies ag r ee t h at saf et y is o f p ar am o u n t im p o r t an ce. At n o t im e w ill t h e saf et y o f

em p lo yees o r t h e co m m u n it y b e co m p r o m ised t h r o u g h t h e in t r o d u ct io n o f
in ap p r o p r iat e sin g le p er so n t asks.
Th e p ar t ies ackn o w led g e t h at Energy Queensland f ield b ased st af f h ave b een u n d er t akin g
sin g le p er so n t asks in cer t ain sit u at io n s f o r m an y year s. Su ch t asks in clu d e w o r k su ch as:
 Disco n n ect s an d r eco n n ect s w h er e t h er e is n o exp o su r e t o live p ar t s;
 Asset in sp ect io n an d sco p in g o f w o r k;
 Layo u t in vest ig at io n s;
 Wo r k co n d u ct ed at h eig h t s o f less t h an 2 m et er s w ill b e in acco r d an ce w it h t h e
r eq u ir em en t s o f t h e Nat io n al Co d e o f Pr act ice f o r t h e Pr even t io n o f Falls in Gen er al
Co n st r u ct io n .
 LV iso lat io n /co n n ect io n s u t ilisin g a t elesco p ic lin k st i ck f r o m t h e g r o u n d ;
 Po lar it y – g r o u n d b ased ;
 LV t est in g in acco r d an ce w it h t h e Electrical Safety Act 2002 (Qld);
 Met er ch an g es w h er e t h e su p p ly h as b een iso lat ed ; an d
 Ch an g in g p lu g in m et er s w h er e t h e m et er b ase h as b een p r e -w ir ed .

As w it h all w o r k car r i ed o u t in Energy Queensland, an o n sit e r isk assessm en t m u st b e
co n d u ct ed p r io r t o w o r k co m m en cin g . Wh er e an em p lo yee id en t if ies ad d it io n al r isks, e.g .
r em o t e lo cat io n s o r an o t h er w o r ksit e h azar d t h at r eq u ir es t h em t o car r y o u t t h e w o r k
w it h t h e assist an ce o f an o t h er em p lo yee, w o r k w ill n o t co m m en ce u n t il all f acet s o f t h e
o n sit e r isk assessm en t ar e sat isf ied .
Wh er e Energy Queensland is co n sid er in g im p lem en t in g sin g le -p er so n t asks in ad d it io n t o

t h o se o u t lin ed ab o v e, a f o r m al co n su lt at iv e p r o cess w ill b e p u t in p lace t o ach ieve a
sat isf act o r y o u t co m e t h at m eet s all id en t if ied saf et y r eq u ir em en t s an d r eso lves t h e
co n cer n s o f t h e af f ect ed em p lo yees an d t h eir r ep r esen t at ives.
Wh en r eq u ir ed , t h e co n su lt at ive p r o cess w ill in vo lve m an ag em en t an d em p lo y ee

r ep r esen t at ives an d su ch p r o cess w ill co n t in u e u n t il ag r eed u n an im o u sly o n r elevan t
ch an g es t o cu r r en t w o r k p r act ices. Ag r eem en t is n o t r eq u ir ed w h er e it can b e
d em o n st r at ed t h at Energy Queensland st af f h av e b een u n d er t akin g t h is t ask p r evio u sly an d
in acco r d an ce w it h t h e ap p r o p r iat e w o r k p r act ices an d saf et y r eq u ir em en t s.
14.4 AUTHORISATION AND ACCESS
En er g y Qu een slan d w ill en su r e all em p lo yees w o r kin g o n it s Hig h Vo lt ag e Sy st em s w ill b e

t r ain ed an d au t h o r ised in acco r d an ce w it h t h e Elect r ical Saf et y Act 2002 (ESA), asso ciat ed
Leg islat io n an d est ab lish ed En er g y Qu een slan d Po licy an d Saf e Wo r kin g Pr o ced u r es.
Du e t o t h e co m p lex n at u r e o f sw it ch in g o n t h e Hig h Vo lt ag e Sy st em an d t o en su r e
o p t im al saf et y , En er g y Qu een slan d w ill r est r ict au t h o r isat io n an d access f o r ext er n al
ser v ice p r o vid er s t o t h e f o llo w in g :
 HV sw it ch in g an d iso lat io n o f all Sin g le Wir e Ear t h Ret u r n (SWER) t r an sf o r m er s f o r t h e
so le p u r p o se o f r o u t in e r ep air , m ain t en an ce o r r ep lacem en t o f t h e SWER ear t h g r id ;
an d /o r t r an sf o r m er s in r em o t e ar eas g r eat er t h an 150km s f r o m an En er g y Qu een slan d
d ep o t .
 Act as Sw it ch in g Op er at o r Assist an t s (SOA’s) f o r all Hig h Vo lt ag e access an d iso lat io n
p r o ced u r es as r eq u ir ed ;
 Per f o r m Au t o Reclo se Blo ck (m akin g a Po le Mo u n t ed Reclo ser No n -Au t o );
 Act as Access Per m it Recip ien t ;
 Cab le Id en t if icat io n an d Sp ikin g o n n o n -co m p lex syst em s.
In ad d it io n t o t h e ab o ve, En er g y Qu een slan d m ay allo w au t h o r ised Po w er lin k em p lo y ees

t o p er f o r m t h e f o llo w in g :
 HV sw it ch in g an d iso lat io n o f p r im ar y p lan t ;
 Seco n d ar y iso lat io n o f p r o t ect io n an d co m m u n icat io n s eq u ip m en t ;
 Act as an access p er m it r ecip ien t .
Fu r t h er , t h e p ar t ies ag r ee t h at En er g y Qu een slan d w ill co n t in u e t o allo w au t h o r isat io n

an d access f o r ext er n al ser v ice p r o vid er s t o t h e r o les o f Lo w Vo lt ag e Sw it ch in g Op er at o r .
Th e Par t ies ag r ee t h at all su ch au t h o r ised p er so n n el w ill b e r eg u lar ly au d it ed , in clu d in g

ap p r o p r iat e au t h o r isat io n syst em (e.g . “Blu e Car d ”), in acco r d an ce w it h est ab lish ed au d it
r eg im es.

14.5 WORK SCHEDULING SYSTEMS AND TECHNOLOGY
Energy Queensland w ill co n t in u e t o u t ilise cu st o m er d isp at ch , w o r k sch ed u lin g sy st em s an d

o t h er t ech n o lo g ies t o im p r o ve f ield r eso u r ce u t ilisat io n , saf et y an d m eet r eg u lat ed an d
n o n r eg u lat ed cu st o m er ser v ice o b lig at io n s.
Th e ag r eed f r am ew o r k f o r d isp at ch o f w o r k t o t h e ap p r o p r iat e c r ew w ill b e d evelo p ed in

acco r d an ce w it h t h e ag r eed p r in cip les as f o llo w s:
 Will p r im ar ily b e u t ilised f o r d et er m in in g t h e n ear est av ailab le w o r k cr ew f o r w o r k
d isp at ch ;
 Will n o t b e u sed f o r in t r u sive m o n it o r in g o r su r veillan ce o f em p lo yees;
 Will n o t b e u sed f o r t h e p u r p o ses o f p er f o r m an ce m an ag em en t o f em p lo yees in
r elat io n t o d isp at ch o f w o r k; h o w ever an y syst em d at a m ay b e u t ilised w h er e
p r elim in ar y ev id en ce co n f ir m s ser io u s b r each o f p o licy o r m isco n d u ct ;
 No t w it h st an d in g t h e ab o ve, w h er e issu es ar e id en t if ied w h ich m ay in d icat e
in ap p r o p r iat e b eh av io u r t h e issu e w ill b e r aised w it h t h e em p lo yee at t h e ear liest
o p p o r t u n it y.
14.6 SURVEILLANCE
Wh er e t h e act io n o f t r ackin g o r su r veillan ce o f em p lo yees b y Energy Queensland is

n ecessar y t o co n f ir m a ser io u s b r each o f p o licy o r m isco n d u ct it w ill o n ly b e d o n e u n d er
t h e f o llo w in g p r in cip les:
 Wit h o u t in v asio n t o an em p lo yee’s p er so n al p r ivacy ;
 On ly w h er e p r elim in ar y ev id en ce co n f ir m s a ser io u s b r each o f p o licy o r m isco n d u ct .
A m at t er w ill b e d eem ed t o b e a ser i o u s b r each o f p o licy o r m isco n d u ct w h er e t h e likely

o u t co m e m ay r esu lt in t er m in at io n o f em p lo y m en t .
In t h e cir cu m st an ce w h er e in f o r m at io n r elat in g t o t h e t r ackin g o r su r v eillan ce o f

em p lo yees is b ein g r elied u p o n b y Energy Queensland r elat ed t o a ser io u s b r each o f p o licy
o r m isco n d u ct , em p lo yees w ill b e p r o v id ed , o n w r it t en r eq u est , w it h access t o all
av ailab le r elat ed in f o r m at io n . An em p lo yee can au t h o r ise t h eir n o m in at ed
r ep r esen t at ive in w r it in g t o access t h is in f o r m at io n o n h is o r h er b eh alf .
No t w it h st an d in g t h e ab o ve, w h er e issu es ar e id en t if ied w h ich m ay in d icat e in ap p r o p r iat e

b eh av io u r t h e issu e w ill b e r aised w it h t h e em p lo yee at t h e ear liest o p p o r t u n it y p r io r t o
act io n o f t r ackin g o r su r veillan ce o f em p lo yees.
14.7 IMPROVED EMPLOYEE WELLBEING AND ORGANISATIONAL HEALTH
Th e Parties en co u r ag e p ar t icip at io n o f em p lo yees in Energy Queensland h ealt h an d

w ellb ein g in it iat ives. A key t o t h e su ccess o f t h e p r o g r am is f o r em p lo yees t o vo lu n t ar ily
p ar t icip at e in t h e in it iat ives t o d eliv er t h e h ealt h an d w ell b ein g b en ef it s at t h e in d iv id u al
level.
Th e p r o g r am m ay in clu d e b u t n o t b e lim it ed t o t h e f o llo w in g in it iat iv es:

 Healt h & Well Bein g Pr o g r am r esear ch ed , p ilo t ed an d im p lem en t ed ;
 Healt h & Well Bein g Sh ar ePo in t sit e d ev elo p ed an d im p lem en t ed ;
 Develo p m en t o f a Calen d ar t o lever ag e o f f r elevan t Qu een slan d Healt h In it iat ives;
 An n u al In f lu en za Vaccin at io n s;

 Su n Sm ar t Ed u cat io n / Skin Scr een in g Pr o g r am ; an d
 On g o in g asb est o s ch ecks f o r t h o se em p lo y ees w h o h ave b een exp o sed t o asb est o s.
Energy Queensland w ill n o t at an y t im e in r elat io n t o t h e Healt h & Well Bein g Pr o g r am

co llect an y p er so n al h ealt h d at a.
14.7.1 Mental Health in the Workplace

Energy Queensland r eco g n ises t h at t h e w o r kp lace p lays a v it al r o le in assist in g em p lo yees
af f ect ed b y m en t al h ealt h issu es in clu d in g an xiet y an d d ep r essio n an d is co m m it t ed t o :
 Elim in at in g st ig m a at t ach ed t o m en t al h ealt h in t h e w o r kp lace;
 Pr o vid in g su p p o r t an d assist an ce t o em p lo yees; an d
 Ef f ect iv ely assessin g an d m in im izin g w o r kp lace co n t r ib u t o r y r isks an d cau ses o f
m en t al illn ess.
Energy Queensland r eco g n ises t h e im p o r t an ce o f p r o act ive in it iat ives w h ich su p p o r t

em p lo yees w h o m ay b e su f f er in g f r o m m en t al h ealt h issu es. To assist t h e f acilit at io n o f
su ch in it iat ives Energy Queensland is co m m it t ed t o p ar t n er in g w it h e xt er n al p r o vid er s t o
d eliv er a h o list ic an d b est p r act ice ap p r o ach t o su p p o r t em p lo yees af f ect ed b y m en t al
h ealt h issu es.
14.8 ASBESTOS MANAGEMENT
In lin e w it h t h e Qu een slan d Co d e o f Pr act ice f o r Ho w t o Man ag e an d Co n t r o l Asb est o s in

t h e Wo r k Healt h an d Saf et y Act 2011 an d r elev an t leg islat io n (as am en d ed f r o m t im e t o
t im e), t h e lo n g -t er m g o al o f Energy Queensland is t o ach iev e, as f ar as is r easo n ab ly
p r act icab le, an asb est o s-f r ee w o r kp lace.
Energy Queensland w ill co n t in u e t o m ain t ain an d f u r t h er d e velo p an asb est o s m an ag em en t

p lan , w it h a v iew t o ach iev in g t h e o b ject ive w h ich is set o u t ab o ve.
Energy Queensland co m m it s t o in t r o d u cin g an d EQL Asb est o s Man ag em en t Po licy w it h in 3

m o n t h s o f ap p r o v al o f ag r eem en t .

SCHEDULE 1 ENERGY QUEENSLAND SALARIES
Th e salar ies sp ecif ied in t h is Sch ed u le w ill b e u sed f o r t h e calcu lat io n o f p aym en t s f o r
Over t im e, Per so n al Leave, An n u al Leav e, Lo n g Ser vice Leave, Co m p let io n o f Ter m
Paym en t , Su p er an n u at io n an d Ret r en ch m en t Paym en t s u n less o t h er w ise st at ed .
Th e r at es sp ecif ied in t h is Sch ed u le in clu d e an Elect r o n ic Fu n d s Tr an sf er Allo w an ce o f $4

p er w eek an d An n u al leave lo ad in g o f 17.5% .
Th ese r at es also in co r p o r at e t h e p r evio u s Elect r icit y Dist r ib u t io n Ser v ice Deliver y Net w o r k
Reco ver y At t r act io n an d Ret en t io n Allo w an ce an d Paym en t an d t h eir in clu sio n s. Th is
ackn o w led g es t h e p u r p o se o f t h e Allo w an ce an d Paym en t an d also t h at t h e Allo w an ce
w as in clu sive o f an d ab so r b s t h e f o llo w in g :
 Rem o val o f asb est o s o r sealin g asb est o s in o r ar o u n d h ig h /lo w vo lt ag e elect r ic al

eq u ip m en t ; an d
 An y w o r k co v er ed b y Qu een slan d Elect r ical Saf et y Leg islat io n by w ay of
co m p lian ce an d acco u n t ab ilit y .
Th er e w ill b e n o f u r t h er claim s f o r em p lo yees en g ag ed t o p er f o r m an y o f t h e ab o ve.
1.1 TECHNICAL STREAM

Power Worker
Rates effective Rates effective Rates effective Rates effective

Salary Point
1st August 2017 1st March 2018 1st March 2019 1st March 2020
0.0 $59,906 $61,704 $63,556 $65,463
1.0 $60,293 $62,102 $63,966 $65,885
1.1 $60,631 $62,450 $64,324 $66,254
1.2 $60,969 $62,799 $64,683 $66,624
1.3 $61,301 $63,141 $65,036 $66,988
1.4 $61,637 $63,487 $65,392 $67,354
1.5 $61,970 $63,830 $65,745 $67,718
1.6 $62,310 $64,180 $66,106 $68,090
1.7 $62,645 $64,525 $66,461 $68,455
2.0 $62,974 $64,864 $66,810 $68,815
2.1 $63,313 $65,213 $67,170 $69,186
2.2 $63,645 $65,555 $67,522 $69,548
2.3 $63,984 $65,904 $67,882 $69,919
2.4 $64,315 $66,245 $68,233 $70,280
2.5 $64,652 $66,592 $68,590 $70,648
2.6 $64,991 $66,941 $68,950 $71,019
2.7 $65,325 $67,285 $69,304 $71,384
3.0 $65,655 $67,625 $69,654 $71,744
3.1 $66,001 $67,982 $70,022 $72,123
3.2 $66,329 $68,319 $70,369 $72,481
3.3 $66,668 $68,669 $70,730 $72,852
3.4 $66,999 $69,009 $71,080 $73,213
3.5 $67,339 $69,360 $71,441 $73,585
3.6 $67,675 $69,706 $71,798 $73,952
3.7 $68,008 $70,049 $72,151 $74,316
4.0 $68,345 $70,396 $72,508 $74,684
4.1 $69,579 $71,667 $73,818 $76,033

Salary Point
4.2 $70,808 $72,933 $75,121 $77,375
5.0 $72,044 $74,206 $76,433 $78,726
5.1 $73,279 $75,478 $77,743 $80,076
5.2 $74,508 $76,744 $79,047 $81,419
Technical Service Person

Salary Point
4.0 $71,085 $73,218 $75,415 $77,678
4.1 $72,319 $74,489 $76,724 $79,026
4.2 $73,548 $75,755 $78,028 $80,369
5.0 $74,784 $77,028 $79,339 $81,720
5.1 $76,019 $78,300 $80,649 $83,069
5.2 $77,248 $79,566 $81,953 $84,412
6.0 $78,480 $80,835 $83,261 $85,759
6.1 $79,717 $82,109 $84,573 $87,111
6.2 $80,947 $83,376 $85,878 $88,455
7.0 $82,185 $84,651 $87,191 $89,807
7.1 $83,415 $85,918 $88,496 $91,151
7.2 $84,648 $87,188 $89,804 $92,499
8.0 $85,885 $88,462 $91,116 $93,850
8.1 $87,117 $89,731 $92,423 $95,196
8.2 $88,354 $91,005 $93,736 $96,549
9.0 $89,583 $92,271 $95,040 $97,892
9.1 $90,819 $93,544 $96,351 $99,242
9.2 $92,053 $94,815 $97,660 $100,590
9.3 $93,281 $96,080 $98,963 $101,932
APPRENTICE SALARIES (Technical Stream)
Rates effective from 1st August 2017
Rate Adult Apprentice

Trade Year Apprentice Rates
(% of Sal. Pt. 4.0) Rates
1 40% $28,435 $57,165
2 55% $39,097 $58,535
3 75% $53,314 $60,362
4 90% $63,977 $63,977
On co m p let io n Salar y Po in t 4.0 $71,085 $71,085
Rates effective from 1st March 2018

1 40% $29,289 $58,880
2 55% $40,270 $60,292
3 75% $54,914 $62,173
4 90% $65,897 $65,897


1 40% $30,168 $60,647
2 55% $41,479 $62,101
3 75% $56,562 $64,039
4 90% $67,874 $67,874

1 40% $31,074 $62,467
2 55% $42,724 $63,965
3 75% $58,259 $65,961
4 90% $69,911 $69,911

Electrical System Designer/ Advisor
9 Day Fortnight

Salary Point
5.0 $74,784 $77,028 $79,339 $81,720
5.1 $76,019 $78,300 $80,649 $83,069
5.2 $77,248 $79,566 $81,953 $84,412
6.0 $78,480 $80,835 $83,261 $85,759
6.1 $79,717 $82,109 $84,573 $87,111
6.2 $80,947 $83,376 $85,878 $88,455
7.0 $82,185 $84,651 $87,191 $89,807
7.1 $83,415 $85,918 $88,496 $91,151
7.2 $84,648 $87,188 $89,804 $92,499
8.0 $85,885 $88,462 $91,116 $93,850
8.1 $87,117 $89,731 $92,423 $95,196
8.2 $88,354 $91,005 $93,736 $96,549
9.0 $89,583 $92,271 $95,040 $97,892
9.1 $90,819 $93,544 $96,351 $99,242
9.2 $92,053 $94,815 $97,660 $100,590
9.3 $93,281 $96,080 $98,963 $101,932
10.0 $94,523 $97,359 $100,280 $103,289
10.1 $95,750 $98,623 $101,582 $104,630
10.2 $96,984 $99,894 $102,891 $105,978
10.3 $98,219 $101,166 $104,201 $107,328
10 Day Fortnight – 15.5% Loading

Salary Point
9.0 $103,468 $106,573 $109,771 $113,065
9.1 $104,896 $108,043 $111,285 $114,624
9.2 $106,321 $109,511 $112,797 $116,181
9.3 $107,740 $110,973 $114,303 $117,733
10.0 $109,174 $112,450 $115,824 $119,299
10.1 $110,591 $113,909 $117,327 $120,847
10.2 $112,017 $115,378 $118,840 $122,406
10.3 $113,443 $116,847 $120,353 $123,964

Salary Point
9.0 $105,260 $108,418 $111,671 $115,022
9.1 $106,712 $109,914 $113,212 $116,609
9.2 $108,162 $111,407 $114,750 $118,193
9.3 $109,605 $112,894 $116,281 $119,770
10.0 $111,065 $114,397 $117,829 $121,364
10.1 $112,506 $115,882 $119,359 $122,940
10.2 $113,956 $117,375 $120,897 $124,524
10.3 $115,407 $118,870 $122,437 $126,111


Salary Point
9.0 $109,739 $113,032 $116,423 $119,916
9.1 $111,253 $114,591 $118,029 $121,570
9.2 $112,765 $116,148 $119,633 $123,222
9.3 $114,269 $117,698 $121,229 $124,866
10.0 $115,791 $119,265 $122,843 $126,529
10.1 $117,294 $120,813 $124,438 $128,172
10.2 $118,805 $122,370 $126,042 $129,824
10.3 $120,318 $123,928 $127,646 $131,476

Supervisor
9 Day Fortnight

Salary Point
6.0 $78,480 $80,835 $83,261 $85,759
6.1 $79,717 $82,109 $84,573 $87,111
6.2 $80,947 $83,376 $85,878 $88,455
7.0 $82,185 $84,651 $87,191 $89,807
7.1 $83,415 $85,918 $88,496 $91,151
7.2 $84,648 $87,188 $89,804 $92,499
8.0 $85,885 $88,462 $91,116 $93,850
8.1 $87,117 $89,731 $92,423 $95,196
8.2 $88,354 $91,005 $93,736 $96,549
9.0 $89,583 $92,271 $95,040 $97,892
9.1 $90,819 $93,544 $96,351 $99,242
9.2 $92,053 $94,815 $97,660 $100,590
9.3 $93,281 $96,080 $98,963 $101,932
10.0 $94,523 $97,359 $100,280 $103,289
10.1 $95,750 $98,623 $101,582 $104,630
10.2 $96,984 $99,894 $102,891 $105,978
10.3 $98,219 $101,166 $104,201 $107,328
11.0 $98,830 $101,795 $104,849 $107,995
11.1 $100,221 $103,228 $106,325 $109,515
11.2 $101,614 $104,663 $107,803 $111,038
11.3 $103,008 $106,099 $109,282 $112,561
11.4 $104,397 $107,529 $110,755 $114,078
11.5 $105,793 $108,967 $112,237 $115,605
12.0 $107,184 $110,400 $113,712 $117,124
12.1 $108,581 $111,839 $115,195 $118,651
12.2 $109,965 $113,264 $116,662 $120,162
12.3 $111,360 $114,701 $118,143 $121,688
12.4 $112,753 $116,136 $119,621 $123,210
12.5 $114,147 $117,572 $121,100 $124,733
10 Day Fortnight – 15.5% Loading – Salary Point 10.3 and Below

Salary Point
9.0 $103,468 $106,573 $109,771 $113,065
9.1 $104,896 $108,043 $111,285 $114,624
9.2 $106,321 $109,511 $112,797 $116,181
9.3 $107,740 $110,973 $114,303 $117,733
10.0 $109,174 $112,450 $115,824 $119,299
10.1 $110,591 $113,909 $117,327 $120,847
10.2 $112,017 $115,378 $118,840 $122,406
10.3 $113,443 $116,847 $120,353 $123,964

Salary Point
9.0 $105,260 $108,418 $111,671 $115,022
9.1 $106,712 $109,914 $113,212 $116,609
9.2 $108,162 $111,407 $114,750 $118,193
9.3 $109,605 $112,894 $116,281 $119,770

Salary Point
10.0 $111,065 $114,397 $117,829 $121,364
10.1 $112,506 $115,882 $119,359 $122,940
10.2 $113,956 $117,375 $120,897 $124,524
10.3 $115,407 $118,870 $122,437 $126,111

Salary Point
9.0 $109,739 $113,032 $116,423 $119,916
9.1 $111,253 $114,591 $118,029 $121,570
9.2 $112,765 $116,148 $119,633 $123,222
9.3 $114,269 $117,698 $121,229 $124,866
10.0 $115,791 $119,265 $122,843 $126,529
10.1 $117,294 $120,813 $124,438 $128,172
10.2 $118,805 $122,370 $126,042 $129,824
10.3 $120,318 $123,928 $127,646 $131,476
10 Day Fortnight – 13% Loading – Salary Point 11.0 and Above

Salary Point
11.0 $111,678 $115,029 $118,480 $122,035
11.1 $113,250 $116,648 $120,148 $123,753
11.2 $114,824 $118,269 $121,818 $125,473
11.3 $116,399 $119,891 $123,488 $127,193
11.4 $117,969 $121,509 $125,155 $128,910
11.5 $119,546 $123,133 $126,827 $130,632
12.0 $121,118 $124,752 $128,495 $132,350
12.1 $122,697 $126,378 $130,170 $134,076
12.2 $124,260 $127,988 $131,828 $135,783
12.3 $125,837 $129,613 $133,502 $137,508
12.4 $127,411 $131,234 $135,172 $139,228
12.5 $128,986 $132,856 $136,842 $140,948

Salary Point
11.0 $113,655 $117,065 $120,577 $124,195
11.1 $115,254 $118,712 $122,274 $125,943
11.2 $116,856 $120,362 $123,973 $127,693
11.3 $118,459 $122,013 $125,674 $129,445
11.4 $120,057 $123,659 $127,369 $131,191
11.5 $121,662 $125,312 $129,072 $132,945
12.0 $123,262 $126,960 $130,769 $134,693
12.1 $124,868 $128,615 $132,474 $136,449
12.2 $126,460 $130,254 $134,162 $138,187
12.3 $128,064 $131,906 $135,864 $139,940
12.4 $129,666 $133,556 $137,563 $141,690
12.5 $131,269 $135,208 $139,265 $143,443


Salary Point
11.0 $118,596 $122,154 $125,819 $129,594
11.1 $120,265 $123,873 $127,590 $131,418
11.2 $121,937 $125,596 $129,364 $133,245
11.3 $123,610 $127,319 $131,139 $135,074
11.4 $125,276 $129,035 $132,907 $136,895
11.5 $126,952 $130,761 $134,684 $138,725
12.0 $128,621 $132,480 $136,455 $140,549
12.1 $130,297 $134,206 $138,233 $142,380
12.2 $131,958 $135,917 $139,995 $144,195
12.3 $133,632 $137,641 $141,771 $146,025
12.4 $135,304 $139,364 $143,545 $147,852
12.5 $136,976 $141,086 $145,319 $149,679

Para-Professional
9 Day Fortnight

Salary Point
5.0 $74,784 $77,028 $79,339 $81,720
5.1 $76,019 $78,300 $80,649 $83,069
5.2 $77,248 $79,566 $81,953 $84,412
6.0 $78,480 $80,835 $83,261 $85,759
6.1 $79,717 $82,109 $84,573 $87,111
6.2 $80,947 $83,376 $85,878 $88,455
7.0 $82,185 $84,651 $87,191 $89,807
7.1 $83,415 $85,918 $88,496 $91,151
7.2 $84,648 $87,188 $89,804 $92,499
8.0 $85,885 $88,462 $91,116 $93,850
8.1 $87,117 $89,731 $92,423 $95,196
8.2 $88,354 $91,005 $93,736 $96,549
9.0 $89,583 $92,271 $95,040 $97,892
9.1 $90,819 $93,544 $96,351 $99,242
9.2 $92,053 $94,815 $97,660 $100,590
9.3 $93,281 $96,080 $98,963 $101,932
10.0 $94,523 $97,359 $100,280 $103,289
10.1 $95,750 $98,623 $101,582 $104,630
10.2 $96,984 $99,894 $102,891 $105,978
10.3 $98,219 $101,166 $104,201 $107,328
11.0 $98,830 $101,795 $104,849 $107,995
11.1 $100,221 $103,228 $106,325 $109,515
11.2 $101,614 $104,663 $107,803 $111,038
11.3 $103,008 $106,099 $109,282 $112,561
11.4 $104,397 $107,529 $110,755 $114,078
11.5 $105,793 $108,967 $112,237 $115,605
12.0 $107,184 $110,400 $113,712 $117,124
12.1 $108,581 $111,839 $115,195 $118,651
12.2 $109,965 $113,264 $116,662 $120,162
12.3 $111,360 $114,701 $118,143 $121,688
12.4 $112,753 $116,136 $119,621 $123,210
12.5 $114,147 $117,572 $121,100 $124,733
13.0 $115,535 $119,002 $122,573 $126,251
13.1 $117,850 $121,386 $125,028 $128,779
13.2 $120,163 $123,768 $127,482 $131,307
13.3 $122,476 $126,151 $129,936 $133,835

Salary Point
9.0 $103,468 $106,573 $109,771 $113,065
9.1 $104,896 $108,043 $111,285 $114,624
9.2 $106,321 $109,511 $112,797 $116,181
9.3 $107,740 $110,973 $114,303 $117,733
10.0 $109,174 $112,450 $115,824 $119,299
10.1 $110,591 $113,909 $117,327 $120,847
10.2 $112,017 $115,378 $118,840 $122,406
10.3 $113,443 $116,847 $120,353 $123,964


Salary Point
9.0 $105,260 $108,418 $111,671 $115,022
9.1 $106,712 $109,914 $113,212 $116,609
9.2 $108,162 $111,407 $114,750 $118,193
9.3 $109,605 $112,894 $116,281 $119,770
10.0 $111,065 $114,397 $117,829 $121,364
10.1 $112,506 $115,882 $119,359 $122,940
10.2 $113,956 $117,375 $120,897 $124,524
10.3 $115,407 $118,870 $122,437 $126,111

Salary Point
9.0 $109,739 $113,032 $116,423 $119,916
9.1 $111,253 $114,591 $118,029 $121,570
9.2 $112,765 $116,148 $119,633 $123,222
9.3 $114,269 $117,698 $121,229 $124,866
10.0 $115,791 $119,265 $122,843 $126,529
10.1 $117,294 $120,813 $124,438 $128,172
10.2 $118,805 $122,370 $126,042 $129,824
10.3 $120,318 $123,928 $127,646 $131,476

Salary Point
11.0 $111,678 $115,029 $118,480 $122,035
11.1 $113,250 $116,648 $120,148 $123,753
11.2 $114,824 $118,269 $121,818 $125,473
11.3 $116,399 $119,891 $123,488 $127,193
11.4 $117,969 $121,509 $125,155 $128,910
11.5 $119,546 $123,133 $126,827 $130,632
12.0 $121,118 $124,752 $128,495 $132,350
12.1 $122,697 $126,378 $130,170 $134,076
12.2 $124,260 $127,988 $131,828 $135,783
12.3 $125,837 $129,613 $133,502 $137,508
12.4 $127,411 $131,234 $135,172 $139,228
12.5 $128,986 $132,856 $136,842 $140,948
13.0 $130,555 $134,472 $138,507 $142,663
13.1 $133,171 $137,167 $141,283 $145,522
13.2 $135,784 $139,858 $144,054 $148,376
13.3 $138,398 $142,550 $146,827 $151,232

Salary Point
11.0 $113,655 $117,065 $120,577 $124,195
11.1 $115,254 $118,712 $122,274 $125,943
11.2 $116,856 $120,362 $123,973 $127,693
11.3 $118,459 $122,013 $125,674 $129,445
11.4 $120,057 $123,659 $127,369 $131,191
11.5 $121,662 $125,312 $129,072 $132,945

Salary Point
12.0 $123,262 $126,960 $130,769 $134,693
12.1 $124,868 $128,615 $132,474 $136,449
12.2 $126,460 $130,254 $134,162 $138,187
12.3 $128,064 $131,906 $135,864 $139,940
12.4 $129,666 $133,556 $137,563 $141,690
12.5 $131,269 $135,208 $139,265 $143,443
13.0 $132,865 $136,851 $140,957 $145,186
13.1 $135,528 $139,594 $143,782 $148,096
13.2 $138,187 $142,333 $146,603 $151,002
13.3 $140,847 $145,073 $149,426 $153,909

Salary Point
11.0 $118,596 $122,154 $125,819 $129,594
11.1 $120,265 $123,873 $127,590 $131,418
11.2 $121,937 $125,596 $129,364 $133,245
11.3 $123,610 $127,319 $131,139 $135,074
11.4 $125,276 $129,035 $132,907 $136,895
11.5 $126,952 $130,761 $134,684 $138,725
12.0 $128,621 $132,480 $136,455 $140,549
12.1 $130,297 $134,206 $138,233 $142,380
12.2 $131,958 $135,917 $139,995 $144,195
12.3 $133,632 $137,641 $141,771 $146,025
12.4 $135,304 $139,364 $143,545 $147,852
12.5 $136,976 $141,086 $145,319 $149,679
13.0 $138,642 $142,802 $147,087 $151,500
13.1 $141,420 $145,663 $150,033 $154,534
13.2 $144,196 $148,522 $152,978 $157,568
13.3 $146,971 $151,381 $155,923 $160,601

PARAPROFESSIONAL ADMINISTRATION TRAINEE SALARIES
Trainees Paraprofessional (Administrative Stream)
Paraprofessional Adult Paraprofessional

Rate
Stage/Year (Administration) (Administration)
(% of Sal. Pt. 5.2)
Trainee Rates Trainee Rates
1 40% $29,356 $55,621
2 55% $39,573 $55,621
3 75% $53,195 $55,621
4 90% $63,412 $63,412

Rate
(% of Sal. Pt. 5.2)
1 40% $30,237 $57,290
2 55% $40,761 $57,290
3 75% $54,791 $57,290
4 90% $65,315 $65,315

Rate
(% of Sal. Pt. 5.2)
1 40% $31,145 $59,009
2 55% $41,984 $59,009
3 75% $56,435 $59,009
4 90% $67,275 $67,275

Rate
(% of Sal. Pt. 5.2)
1 40% $32,080 $60,780
2 55% $43,244 $60,780
3 75% $58,129 $60,780
4 90% $69,294 $69,294

PARAPROFESSIONAL TECHNICAL TRAINEES SALARIES
Trainees Paraprofessional (Technical Stream)

Rate
Stage/Year (Technical) (Technical)
(% of Sal. Pt. 7.0)
1 40% $32,875 $62,646
2 55% $45,202 $62,646
3 75% $61,639 $62,646
4 Salar y Po in t 4.0 $71,085 $71,085
5 Salar y Po in t 5.2 $77,248 $77,248
6 Salar y Po in t 6.0 $78,480 $78,480

Rate
(% of Sal. Pt. 7.0)
1 40% $33,862 $64,526
2 55% $46,559 $64,526
3 75% $63,489 $64,526
4 Salar y Po in t 4.0 $73,218 $73,218
5 Salar y Po in t 5.2 $79,566 $79,566
6 Salar y Po in t 6.0 $80,835 $80,835
Paraprofessional
Adult Paraprofessional
Rate (Technical)
Stage/Year (Technical)
(% of Sal. Pt. 7.0) Trainee Rates
Trainee Rates
1 40% $34,878 $66,462
2 55% $47,956 $66,462
3 75% $65,394 $66,462
4 Salar y Po in t 4.0 $75,415 $75,415
5 Salar y Po in t 5.2 $81,953 $81,953
6 Salar y Po in t 6.0 $83,261 $83,261

Rate
(% of Sal. Pt. 7.0)
1 40% $35,925 $68,456
2 55% $49,395 $68,456
3 75% $67,356 $68,456
4 Salar y Po in t 4.0 $77,678 $77,678
5 Salar y Po in t 5.2 $84,412 $84,412
6 Salar y Po in t 6.0 $85,759 $85,759

System Operator
(In clu d es ap p licab le sh if t lo ad in g )

Salary Point
10.3 $98,219 $101,166 $104,201 $107,328
11.0 $98,830 $101,795 $104,849 $107,995
11.1 $100,221 $103,228 $106,325 $109,515
11.2 $101,614 $104,663 $107,803 $111,038
11.3 $103,008 $106,099 $109,282 $112,561
11.4 $104,397 $107,529 $110,755 $114,078
11.5 $105,793 $108,967 $112,237 $115,605
12.0 $107,184 $110,400 $113,712 $117,124
12.1 $108,581 $111,839 $115,195 $118,651
12.2 $109,965 $113,264 $116,662 $120,162
12.3 $111,360 $114,701 $118,143 $121,688
12.4 $112,753 $116,136 $119,621 $123,210
12.5 $114,147 $117,572 $121,100 $124,733
28% Loading

Salary Point
10.3 $125,720 $129,492 $133,377 $137,379
11.0 $126,502 $130,298 $134,207 $138,234
11.1 $128,283 $132,132 $136,096 $140,179
11.2 $130,066 $133,968 $137,988 $142,128
11.3 $131,850 $135,806 $139,881 $144,078
11.4 $133,628 $137,637 $141,767 $146,021
11.5 $135,415 $139,478 $143,663 $147,973
41% Loading

Salary Point
12.0 $151,129 $155,663 $160,333 $165,143
12.1 $153,099 $157,692 $162,423 $167,296
12.2 $155,051 $159,703 $164,495 $169,430
12.3 $157,018 $161,729 $166,581 $171,579
12.4 $158,982 $163,752 $168,665 $173,725
12.5 $160,947 $165,776 $170,750 $175,873

1.2 ADMINISTRATIVE STREAM AND PROFESSIONAL & MANAGERIAL STREAM
Administrative Employee
9 Day Fortnight

Salary Point
0.0 $55,621 $57,290 $59,009 $60,780
1.0 $56,008 $57,689 $59,420 $61,203
1.1 $56,346 $58,037 $59,779 $61,573
1.2 $56,684 $58,385 $60,137 $61,942
1.3 $57,016 $58,727 $60,489 $62,304
1.4 $57,352 $59,073 $60,846 $62,672
1.5 $57,685 $59,416 $61,199 $63,035
1.6 $58,025 $59,766 $61,559 $63,406
1.7 $58,360 $60,111 $61,915 $63,773
2.0 $58,689 $60,450 $62,264 $64,132
2.1 $59,028 $60,799 $62,623 $64,502
2.2 $59,360 $61,141 $62,976 $64,866
2.3 $59,699 $61,490 $63,335 $65,236
2.4 $60,030 $61,831 $63,686 $65,597
2.5 $60,367 $62,179 $64,045 $65,967
2.6 $60,706 $62,528 $64,404 $66,337
2.7 $61,040 $62,872 $64,759 $66,702
3.0 $61,370 $63,212 $65,109 $67,063
3.1 $61,716 $63,568 $65,476 $67,441
3.2 $62,044 $63,906 $65,824 $67,799
3.3 $62,383 $64,255 $66,183 $68,169
3.4 $62,714 $64,596 $66,534 $68,531
3.5 $63,054 $64,946 $66,895 $68,902
3.6 $63,390 $65,292 $67,251 $69,269
3.7 $63,723 $65,635 $67,605 $69,634
4.0 $64,060 $65,982 $67,962 $70,001
4.1 $65,294 $67,253 $69,271 $71,350
4.2 $66,523 $68,519 $70,575 $72,693
5.0 $67,759 $69,792 $71,886 $74,043
5.1 $68,994 $71,064 $73,196 $75,392
5.2 $70,223 $72,330 $74,500 $76,735
6.0 $71,455 $73,599 $75,807 $78,082
6.1 $72,692 $74,873 $77,120 $79,434
6.2 $73,922 $76,140 $78,425 $80,778
7.0 $75,160 $77,415 $79,738 $82,131
7.1 $76,390 $78,682 $81,043 $83,475
7.2 $77,623 $79,952 $82,351 $84,822
8.0 $78,860 $81,226 $83,663 $86,173
8.1 $80,092 $82,495 $84,970 $87,520
8.2 $81,329 $83,769 $86,283 $88,872
9.0 $82,558 $85,035 $87,587 $90,215
9.1 $83,794 $86,308 $88,898 $91,565
9.2 $85,028 $87,579 $90,207 $92,914
9.3 $86,256 $88,844 $91,510 $94,256
10.0 $87,498 $90,123 $92,827 $95,612
10.1 $88,725 $91,387 $94,129 $96,953
10.2 $89,959 $92,658 $95,438 $98,302
10.3 $91,194 $93,930 $96,748 $99,651

Salary Point
11.0 $91,805 $94,560 $97,397 $100,319
11.1 $93,196 $95,992 $98,872 $101,839
11.2 $94,589 $97,427 $100,350 $103,361
11.3 $95,983 $98,863 $101,829 $104,884
11.4 $97,372 $100,294 $103,303 $106,403
11.5 $98,768 $101,732 $104,784 $107,928
12.0 $100,159 $103,164 $106,259 $109,447
12.1 $101,556 $104,603 $107,742 $110,975
12.2 $102,940 $106,029 $109,210 $112,487
12.3 $104,335 $107,466 $110,690 $114,011
12.4 $105,728 $108,900 $112,167 $115,533
12.5 $107,122 $110,336 $113,647 $117,057
13.0 $108,510 $111,766 $115,119 $118,573
13.1 $110,825 $114,150 $117,575 $121,103
13.2 $113,138 $116,533 $120,029 $123,630
13.3 $115,451 $118,915 $122,483 $126,158
14.0 $117,761 $121,294 $124,933 $128,681
14.1 $120,076 $123,679 $127,390 $131,212
14.2 $122,385 $126,057 $129,839 $133,735
14.3 $124,696 $128,437 $132,291 $136,260

Salary Point
1.0 $64,689 $66,630 $68,629 $70,688
1.1 $65,080 $67,033 $69,044 $71,116
1.2 $65,470 $67,435 $69,459 $71,543
1.3 $65,853 $67,829 $69,864 $71,960
1.4 $66,242 $68,230 $70,277 $72,386
1.5 $66,626 $68,625 $70,684 $72,805
1.6 $67,019 $69,030 $71,101 $73,235
1.7 $67,406 $69,429 $71,512 $73,658
2.0 $67,786 $69,820 $71,915 $74,073
2.1 $68,177 $70,223 $72,330 $74,500
2.2 $68,561 $70,618 $72,737 $74,920
2.3 $68,952 $71,021 $73,152 $75,347
2.4 $69,335 $71,416 $73,559 $75,766
2.5 $69,724 $71,816 $73,971 $76,191
2.6 $70,115 $72,219 $74,386 $76,618
2.7 $70,501 $72,617 $74,796 $77,040
3.0 $70,882 $73,009 $75,200 $77,456
3.1 $71,282 $73,421 $75,624 $77,893
3.2 $71,661 $73,811 $76,026 $78,307
3.3 $72,052 $74,214 $76,441 $78,735
3.4 $72,435 $74,609 $76,848 $79,154
3.5 $72,827 $75,012 $77,263 $79,581
3.6 $73,215 $75,412 $77,675 $80,006
3.7 $73,600 $75,808 $78,083 $80,426
4.0 $73,989 $76,209 $78,496 $80,851
4.1 $75,415 $77,678 $80,009 $82,410
4.2 $76,834 $79,140 $81,515 $83,961
5.0 $78,262 $80,610 $83,029 $85,520
5.1 $79,688 $82,079 $84,542 $87,079

Salary Point
5.2 $81,108 $83,542 $86,049 $88,631
6.0 $82,531 $85,007 $87,558 $90,185
6.1 $83,959 $86,478 $89,073 $91,746
6.2 $85,380 $87,942 $90,581 $93,299
7.0 $86,810 $89,415 $92,098 $94,861
7.1 $88,230 $90,877 $93,604 $96,413
7.2 $89,655 $92,345 $95,116 $97,970
8.0 $91,083 $93,816 $96,631 $99,530
8.1 $92,506 $95,282 $98,141 $101,086
8.2 $93,935 $96,754 $99,657 $102,647
9.0 $95,354 $98,215 $101,162 $104,197
9.1 $96,782 $99,686 $102,677 $105,758
9.2 $98,207 $101,154 $104,189 $107,315
9.3 $99,626 $102,615 $105,694 $108,865
10.0 $101,060 $104,092 $107,215 $110,432
10.1 $102,477 $105,552 $108,719 $111,981
10.2 $103,903 $107,021 $110,232 $113,539
10.3 $105,329 $108,489 $111,744 $115,097

Salary Point
1.0 $65,809 $67,784 $69,818 $71,913
1.1 $66,207 $68,194 $70,240 $72,348
1.2 $66,604 $68,603 $70,662 $72,782
1.3 $66,994 $69,004 $71,075 $73,208
1.4 $67,389 $69,411 $71,494 $73,639
1.5 $67,780 $69,814 $71,909 $74,067
1.6 $68,179 $70,225 $72,332 $74,502
1.7 $68,573 $70,631 $72,750 $74,933
2.0 $68,960 $71,029 $73,160 $75,355
2.1 $69,358 $71,439 $73,583 $75,791
2.2 $69,748 $71,841 $73,997 $76,217
2.3 $70,146 $72,251 $74,419 $76,652
2.4 $70,535 $72,652 $74,832 $77,077
2.5 $70,931 $73,059 $75,251 $77,509
2.6 $71,330 $73,470 $75,675 $77,946
2.7 $71,722 $73,874 $76,091 $78,374
3.0 $72,110 $74,274 $76,503 $78,799
3.1 $72,516 $74,692 $76,933 $79,241
3.2 $72,902 $75,090 $77,343 $79,664
3.3 $73,300 $75,499 $77,764 $80,097
3.4 $73,689 $75,900 $78,177 $80,523
3.5 $74,088 $76,311 $78,601 $80,960
3.6 $74,483 $76,718 $79,020 $81,391
3.7 $74,875 $77,122 $79,436 $81,820
4.0 $75,271 $77,530 $79,856 $82,252
4.1 $76,720 $79,022 $81,393 $83,835
4.2 $78,165 $80,510 $82,926 $85,414
5.0 $79,617 $82,006 $84,467 $87,002
5.1 $81,068 $83,501 $86,007 $88,588
5.2 $82,512 $84,988 $87,538 $90,165
6.0 $83,960 $86,479 $89,074 $91,747

Salary Point
6.1 $85,413 $87,976 $90,616 $93,335
6.2 $86,858 $89,464 $92,148 $94,913
7.0 $88,313 $90,963 $93,692 $96,503
7.1 $89,758 $92,451 $95,225 $98,082
7.2 $91,207 $93,944 $96,763 $99,666
8.0 $92,661 $95,441 $98,305 $101,255
8.1 $94,108 $96,932 $99,840 $102,836
8.2 $95,562 $98,429 $101,382 $104,424
9.0 $97,006 $99,917 $102,915 $106,003
9.1 $98,458 $101,412 $104,455 $107,589
9.2 $99,908 $102,906 $105,994 $109,174
9.3 $101,351 $104,392 $107,524 $110,750
10.0 $102,810 $105,895 $109,072 $112,345
10.1 $104,252 $107,380 $110,602 $113,921
10.2 $105,702 $108,874 $112,141 $115,506
10.3 $107,153 $110,368 $113,680 $117,091

Salary Point
1.0 $68,610 $70,669 $72,790 $74,974
1.1 $69,024 $71,095 $73,228 $75,425
1.2 $69,438 $71,522 $73,668 $75,879
1.3 $69,845 $71,941 $74,100 $76,323
1.4 $70,256 $72,364 $74,535 $76,772
1.5 $70,664 $72,784 $74,968 $77,218
1.6 $71,081 $73,214 $75,411 $77,674
1.7 $71,491 $73,636 $75,846 $78,122
2.0 $71,894 $74,051 $76,273 $78,562
2.1 $72,309 $74,479 $76,714 $79,016
2.2 $72,716 $74,898 $77,145 $79,460
2.3 $73,131 $75,325 $77,585 $79,913
2.4 $73,537 $75,744 $78,017 $80,358
2.5 $73,950 $76,169 $78,455 $80,809
2.6 $74,365 $76,596 $78,894 $81,261
2.7 $74,774 $77,018 $79,329 $81,709
3.0 $75,178 $77,434 $79,758 $82,151
3.1 $75,602 $77,871 $80,208 $82,615
3.2 $76,004 $78,285 $80,634 $83,054
3.3 $76,419 $78,712 $81,074 $83,507
3.4 $76,825 $79,130 $81,504 $83,950
3.5 $77,241 $79,559 $81,946 $84,405
3.6 $77,653 $79,983 $82,383 $84,855
3.7 $78,061 $80,403 $82,816 $85,301
4.0 $78,474 $80,829 $83,254 $85,752
4.1 $79,985 $82,385 $84,857 $87,403
4.2 $81,491 $83,936 $86,455 $89,049
5.0 $83,005 $85,496 $88,061 $90,703
5.1 $84,518 $87,054 $89,666 $92,356
5.2 $86,023 $88,604 $91,263 $94,001
6.0 $87,532 $90,158 $92,863 $95,649
6.1 $89,048 $91,720 $94,472 $97,307
6.2 $90,554 $93,271 $96,070 $98,953

Salary Point
7.0 $92,071 $94,834 $97,680 $100,611
7.1 $93,578 $96,386 $99,278 $102,257
7.2 $95,088 $97,941 $100,880 $103,907
8.0 $96,604 $99,503 $102,489 $105,564
8.1 $98,113 $101,057 $104,089 $107,212
8.2 $99,628 $102,617 $105,696 $108,867
9.0 $101,134 $104,169 $107,295 $110,514
9.1 $102,648 $105,728 $108,900 $112,167
9.2 $104,159 $107,284 $110,503 $113,819
9.3 $105,664 $108,834 $112,100 $115,463
10.0 $107,185 $110,401 $113,714 $117,126
10.1 $108,688 $111,949 $115,308 $118,768
10.2 $110,200 $113,506 $116,912 $120,420
10.3 $111,713 $115,065 $118,517 $122,073

Salary Point
11.0 $103,740 $106,853 $110,059 $113,361
11.1 $105,311 $108,471 $111,726 $115,078
11.2 $106,886 $110,093 $113,396 $116,798
11.3 $108,461 $111,715 $115,067 $118,520
11.4 $110,030 $113,331 $116,731 $120,233
11.5 $111,608 $114,957 $118,406 $121,959
12.0 $113,180 $116,576 $120,074 $123,677
12.1 $114,758 $118,201 $121,748 $125,401
12.2 $116,322 $119,812 $123,407 $127,110
12.3 $117,899 $121,436 $125,080 $128,833
12.4 $119,473 $123,058 $126,750 $130,553
12.5 $121,048 $124,680 $128,421 $132,274
13.0 $122,616 $126,295 $130,084 $133,987
13.1 $125,232 $128,989 $132,859 $136,845
13.2 $127,846 $131,682 $135,633 $139,702
13.3 $130,460 $134,374 $138,406 $142,559
14.0 $133,070 $137,063 $141,175 $145,411
14.1 $135,686 $139,757 $143,950 $148,269
14.2 $138,295 $142,444 $146,718 $151,120
14.3 $140,906 $145,134 $149,489 $153,974

Salary Point
11.0 $105,576 $108,744 $112,007 $115,368
11.1 $107,175 $110,391 $113,703 $117,115
11.2 $108,777 $112,041 $115,403 $118,866
11.3 $110,380 $113,692 $117,103 $120,617
11.4 $111,978 $115,338 $118,799 $122,363
11.5 $113,583 $116,991 $120,501 $124,117
12.0 $115,183 $118,639 $122,199 $125,865
12.1 $116,789 $120,293 $123,902 $127,620
12.2 $118,381 $121,933 $125,591 $129,359
12.3 $119,985 $123,585 $127,293 $131,112

Salary Point
12.4 $121,587 $125,235 $128,993 $132,863
12.5 $123,190 $126,886 $130,693 $134,614
13.0 $124,787 $128,531 $132,387 $136,359
13.1 $127,449 $131,273 $135,212 $139,269
13.2 $130,109 $134,013 $138,034 $142,176
13.3 $132,769 $136,753 $140,856 $145,082
14.0 $135,425 $139,488 $143,673 $147,984
14.1 $138,087 $142,230 $146,497 $150,892
14.2 $140,743 $144,966 $149,315 $153,795
14.3 $143,400 $147,702 $152,134 $156,699

Salary Point
11.0 $110,166 $113,471 $116,876 $120,383
11.1 $111,835 $115,191 $118,647 $122,207
11.2 $113,507 $116,913 $120,421 $124,034
11.3 $115,180 $118,636 $122,196 $125,862
11.4 $116,846 $120,352 $123,963 $127,682
11.5 $118,522 $122,078 $125,741 $129,514
12.0 $120,191 $123,797 $127,511 $131,337
12.1 $121,867 $125,524 $129,290 $133,169
12.2 $123,528 $127,234 $131,052 $134,984
12.3 $125,202 $128,959 $132,828 $136,813
12.4 $126,874 $130,681 $134,602 $138,641
12.5 $128,546 $132,403 $136,376 $140,468
13.0 $130,212 $134,119 $138,143 $142,288
13.1 $132,990 $136,980 $141,090 $145,323
13.2 $135,766 $139,839 $144,035 $148,357
13.3 $138,541 $142,698 $146,979 $151,389
14.0 $141,313 $145,553 $149,920 $154,418
14.1 $144,091 $148,414 $152,867 $157,454
14.2 $146,862 $151,268 $155,807 $160,482
14.3 $149,635 $154,125 $158,749 $163,512

ADMINISTRATION TRAINEE SALARIES
Trainees Administration (Administrative Stream)

Rate Administration Trainee Adult Administration
Stage
(% of Sal. Pt. 4.0) Rates Trainee Rates
Fir st six (6) m o n t h s 40% $26,891 $55,621
Seco n d six (6) m o n t h s 55% $36,183 $55,621

Stage
Fir st six (6) m o n t h s 40% $27,698 $57,290

Stage
Fir st six (6) m o n t h s 40% $28,529 $59,009

Stage
Fir st six (6) m o n t h s 40% $29,385 $60,780

Professional & Managerial
9 Day Fortnight

Salary Point
6.2 $73,922 $76,140 $78,425 $80,778
7.0 $75,160 $77,415 $79,738 $82,131
7.1 $76,390 $78,682 $81,043 $83,475
7.2 $77,623 $79,952 $82,351 $84,822
8.0 $78,860 $81,226 $83,663 $86,173
8.1 $80,092 $82,495 $84,970 $87,520
8.2 $81,329 $83,769 $86,283 $88,872
9.0 $82,558 $85,035 $87,587 $90,215
9.1 $83,794 $86,308 $88,898 $91,565
9.2 $85,028 $87,579 $90,207 $92,914
9.3 $86,256 $88,844 $91,510 $94,256
10.0 $87,498 $90,123 $92,827 $95,612
10.1 $88,725 $91,387 $94,129 $96,953
10.2 $89,959 $92,658 $95,438 $98,302
10.3 $91,194 $93,930 $96,748 $99,651
11.0 $91,805 $94,560 $97,397 $100,319
11.1 $93,196 $95,992 $98,872 $101,839
11.2 $94,589 $97,427 $100,350 $103,361
11.3 $95,983 $98,863 $101,829 $104,884
11.4 $97,372 $100,294 $103,303 $106,403
11.5 $98,768 $101,732 $104,784 $107,928
12.0 $100,159 $103,164 $106,259 $109,447
12.1 $101,556 $104,603 $107,742 $110,975
12.2 $102,940 $106,029 $109,210 $112,487
12.3 $104,335 $107,466 $110,690 $114,011
12.4 $105,728 $108,900 $112,167 $115,533
12.5 $107,122 $110,336 $113,647 $117,057
13.0 $108,510 $111,766 $115,119 $118,573
13.1 $110,825 $114,150 $117,575 $121,103
13.2 $113,138 $116,533 $120,029 $123,630
13.3 $115,451 $118,915 $122,483 $126,158
14.0 $117,761 $121,294 $124,933 $128,681
14.1 $120,076 $123,679 $127,390 $131,212
14.2 $122,385 $126,057 $129,839 $133,735
14.3 $124,696 $128,437 $132,291 $136,260
15.0 $127,013 $130,824 $134,749 $138,792
15.1 $129,581 $133,469 $137,474 $141,599
15.2 $132,152 $136,117 $140,201 $144,408
15.3 $134,721 $138,763 $142,926 $147,214
15.4 $137,288 $141,407 $145,650 $150,020
15.5 $139,859 $144,055 $148,377 $152,829
16.0 $142,425 $146,698 $151,099 $155,632
16.1 $145,253 $149,611 $154,100 $158,723
16.2 $148,078 $152,521 $157,097 $161,810
16.3 $150,904 $155,432 $160,095 $164,898
16.4 $153,733 $158,345 $163,096 $167,989
16.5 $156,557 $161,254 $166,092 $171,075


Salary Point
6.2 $85,380 $87,942 $90,581 $93,299
7.0 $86,810 $89,415 $92,098 $94,861
7.1 $88,230 $90,877 $93,604 $96,413
7.2 $89,655 $92,345 $95,116 $97,970
8.0 $91,083 $93,816 $96,631 $99,530
8.1 $92,506 $95,282 $98,141 $101,086
8.2 $93,935 $96,754 $99,657 $102,647
9.0 $95,354 $98,215 $101,162 $104,197
9.1 $96,782 $99,686 $102,677 $105,758
9.2 $98,207 $101,154 $104,189 $107,315
9.3 $99,626 $102,615 $105,694 $108,865
10.0 $101,060 $104,092 $107,215 $110,432
10.1 $102,477 $105,552 $108,719 $111,981
10.2 $103,903 $107,021 $110,232 $113,539
10.3 $105,329 $108,489 $111,744 $115,097

Salary Point
6.2 $86,858 $89,464 $92,148 $94,913
7.0 $88,313 $90,963 $93,692 $96,503
7.1 $89,758 $92,451 $95,225 $98,082
7.2 $91,207 $93,944 $96,763 $99,666
8.0 $92,661 $95,441 $98,305 $101,255
8.1 $94,108 $96,932 $99,840 $102,836
8.2 $95,562 $98,429 $101,382 $104,424
9.0 $97,006 $99,917 $102,915 $106,003
9.1 $98,458 $101,412 $104,455 $107,589
9.2 $99,908 $102,906 $105,994 $109,174
9.3 $101,351 $104,392 $107,524 $110,750
10.0 $102,810 $105,895 $109,072 $112,345
10.1 $104,252 $107,380 $110,602 $113,921
10.2 $105,702 $108,874 $112,141 $115,506
10.3 $107,153 $110,368 $113,680 $117,091

Salary Point
6.2 $90,554 $93,271 $96,070 $98,953
7.0 $92,071 $94,834 $97,680 $100,611
7.1 $93,578 $96,386 $99,278 $102,257
7.2 $95,088 $97,941 $100,880 $103,907
8.0 $96,604 $99,503 $102,489 $105,564
8.1 $98,113 $101,057 $104,089 $107,212
8.2 $99,628 $102,617 $105,696 $108,867
9.0 $101,134 $104,169 $107,295 $110,514
9.1 $102,648 $105,728 $108,900 $112,167
9.2 $104,159 $107,284 $110,503 $113,819
9.3 $105,664 $108,834 $112,100 $115,463
10.0 $107,185 $110,401 $113,714 $117,126

Salary Point
10.1 $108,688 $111,949 $115,308 $118,768
10.2 $110,200 $113,506 $116,912 $120,420
10.3 $111,713 $115,065 $118,517 $122,073

Salary Point
11.0 $103,740 $106,853 $110,059 $113,361
11.1 $105,311 $108,471 $111,726 $115,078
11.2 $106,886 $110,093 $113,396 $116,798
11.3 $108,461 $111,715 $115,067 $118,520
11.4 $110,030 $113,331 $116,731 $120,233
11.5 $111,608 $114,957 $118,406 $121,959
12.0 $113,180 $116,576 $120,074 $123,677
12.1 $114,758 $118,201 $121,748 $125,401
12.2 $116,322 $119,812 $123,407 $127,110
12.3 $117,899 $121,436 $125,080 $128,833
12.4 $119,473 $123,058 $126,750 $130,553
12.5 $121,048 $124,680 $128,421 $132,274
13.0 $122,616 $126,295 $130,084 $133,987
13.1 $125,232 $128,989 $132,859 $136,845
13.2 $127,846 $131,682 $135,633 $139,702
13.3 $130,460 $134,374 $138,406 $142,559
14.0 $133,070 $137,063 $141,175 $145,411
14.1 $135,686 $139,757 $143,950 $148,269
14.2 $138,295 $142,444 $146,718 $151,120
14.3 $140,906 $145,134 $149,489 $153,974
15.0 $143,525 $147,831 $152,266 $156,834
15.1 $146,427 $150,820 $155,345 $160,006
15.2 $149,332 $153,812 $158,427 $163,180
15.3 $152,235 $156,803 $161,508 $166,354
15.4 $155,135 $159,790 $164,584 $169,522
15.5 $158,041 $162,783 $167,667 $172,698
16.0 $160,940 $165,769 $170,743 $175,866
16.1 $164,136 $169,061 $174,133 $179,357
16.2 $167,328 $172,348 $177,519 $182,845
16.3 $170,522 $175,638 $180,908 $186,336
16.4 $173,718 $178,930 $184,298 $189,827
16.5 $176,909 $182,217 $187,684 $193,315

Salary Point
11.0 $105,576 $108,744 $112,007 $115,368
11.1 $107,175 $110,391 $113,703 $117,115
11.2 $108,777 $112,041 $115,403 $118,866
11.3 $110,380 $113,692 $117,103 $120,617
11.4 $111,978 $115,338 $118,799 $122,363
11.5 $113,583 $116,991 $120,501 $124,117
12.0 $115,183 $118,639 $122,199 $125,865
12.1 $116,789 $120,293 $123,902 $127,620
12.2 $118,381 $121,933 $125,591 $129,359

Salary Point
12.3 $119,985 $123,585 $127,293 $131,112
12.4 $121,587 $125,235 $128,993 $132,863
12.5 $123,190 $126,886 $130,693 $134,614
13.0 $124,787 $128,531 $132,387 $136,359
13.1 $127,449 $131,273 $135,212 $139,269
13.2 $130,109 $134,013 $138,034 $142,176
13.3 $132,769 $136,753 $140,856 $145,082
14.0 $135,425 $139,488 $143,673 $147,984
14.1 $138,087 $142,230 $146,497 $150,892
14.2 $140,743 $144,966 $149,315 $153,795
14.3 $143,400 $147,702 $152,134 $156,699
15.0 $146,065 $150,447 $154,961 $159,610
15.1 $149,018 $153,489 $158,094 $162,837
15.2 $151,975 $156,535 $161,232 $166,069
15.3 $154,929 $159,577 $164,365 $169,296
15.4 $157,881 $162,618 $167,497 $172,522
15.5 $160,838 $165,664 $170,634 $175,754
16.0 $163,789 $168,703 $173,765 $178,978
16.1 $167,041 $172,053 $177,215 $182,532
16.2 $170,290 $175,399 $180,661 $186,081
16.3 $173,540 $178,747 $184,110 $189,634
16.4 $176,793 $182,097 $187,560 $193,187
16.5 $180,041 $185,443 $191,007 $196,738

Salary Point
11.0 $110,166 $113,471 $116,876 $120,383
11.1 $111,835 $115,191 $118,647 $122,207
11.2 $113,507 $116,913 $120,421 $124,034
11.3 $115,180 $118,636 $122,196 $125,862
11.4 $116,846 $120,352 $123,963 $127,682
11.5 $118,522 $122,078 $125,741 $129,514
12.0 $120,191 $123,797 $127,511 $131,337
12.1 $121,867 $125,524 $129,290 $133,169
12.2 $123,528 $127,234 $131,052 $134,984
12.3 $125,202 $128,959 $132,828 $136,813
12.4 $126,874 $130,681 $134,602 $138,641
12.5 $128,546 $132,403 $136,376 $140,468
13.0 $130,212 $134,119 $138,143 $142,288
13.1 $132,990 $136,980 $141,090 $145,323
13.2 $135,766 $139,839 $144,035 $148,357
13.3 $138,541 $142,698 $146,979 $151,389
14.0 $141,313 $145,553 $149,920 $154,418
14.1 $144,091 $148,414 $152,867 $157,454
14.2 $146,862 $151,268 $155,807 $160,482
14.3 $149,635 $154,125 $158,749 $163,512
15.0 $152,416 $156,989 $161,699 $166,550
15.1 $155,497 $160,162 $164,967 $169,917
15.2 $158,582 $163,340 $168,241 $173,289
15.3 $161,665 $166,515 $171,511 $176,657
15.4 $164,746 $169,689 $174,780 $180,024
15.5 $167,831 $172,866 $178,052 $183,394

Salary Point
16.0 $170,910 $176,038 $181,320 $186,760
16.1 $174,304 $179,534 $184,921 $190,469
16.2 $177,694 $183,025 $188,516 $194,172
16.3 $181,085 $186,518 $192,114 $197,878
16.4 $184,480 $190,015 $195,716 $201,588
16.5 $187,868 $193,505 $199,311 $205,291

1.3 SPARQ SOLUTIONS ADMINISTRATIVE STREAM AND PROFESSIONAL &
MANAGERIAL STREAM
Administrative Employee
9 Day Fortnight

Salary Point
0.0 $55,889 $57,566 $59,009 $60,780
1.0 $56,279 $57,968 $59,420 $61,203
1.1 $56,620 $58,319 $59,779 $61,573
1.2 $56,958 $58,667 $60,137 $61,942
1.3 $57,292 $59,011 $60,489 $62,304
1.4 $57,631 $59,360 $60,846 $62,672
1.5 $57,964 $59,703 $61,199 $63,035
1.6 $58,305 $60,055 $61,559 $63,406
1.7 $58,642 $60,402 $61,915 $63,773
2.0 $58,975 $60,745 $62,264 $64,132
2.1 $59,315 $61,095 $62,623 $64,502
2.2 $59,648 $61,438 $62,976 $64,866
2.3 $59,988 $61,788 $63,335 $65,236
2.4 $60,322 $62,132 $63,686 $65,597
2.5 $60,659 $62,479 $64,045 $65,967
2.6 $61,001 $62,832 $64,404 $66,337
2.7 $61,335 $63,176 $64,759 $66,702
3.0 $61,669 $63,520 $65,109 $67,063
3.1 $62,015 $63,876 $65,476 $67,441
3.2 $62,345 $64,216 $65,824 $67,799
3.3 $62,686 $64,567 $66,183 $68,169
3.4 $63,018 $64,909 $66,534 $68,531
3.5 $63,358 $65,259 $66,895 $68,902
3.6 $63,697 $65,608 $67,251 $69,269
3.7 $64,032 $65,953 $67,605 $69,634
4.0 $64,371 $66,303 $67,962 $70,001
4.1 $65,610 $67,579 $69,271 $71,350
4.2 $66,845 $68,851 $70,575 $72,693
5.0 $68,087 $70,130 $71,886 $74,043
5.1 $69,328 $71,408 $73,196 $75,392
5.2 $70,564 $72,681 $74,500 $76,735
6.0 $71,803 $73,958 $75,807 $78,082
6.1 $73,046 $75,238 $77,120 $79,434
6.2 $74,282 $76,511 $78,425 $80,778
7.0 $75,525 $77,791 $79,738 $82,131
7.1 $76,761 $79,064 $81,043 $83,475
7.2 $77,999 $80,339 $82,351 $84,822
8.0 $79,243 $81,621 $83,663 $86,173
8.1 $80,481 $82,896 $84,970 $87,520
8.2 $81,724 $84,176 $86,283 $88,872
9.0 $82,959 $85,448 $87,587 $90,215
9.1 $84,201 $86,728 $88,898 $91,565
9.2 $85,440 $88,004 $90,207 $92,914
9.3 $86,675 $89,276 $91,510 $94,256
10.0 $87,922 $90,560 $92,827 $95,612
10.1 $89,156 $91,831 $94,129 $96,953
10.2 $90,395 $93,107 $95,438 $98,302

Salary Point
10.3 $91,637 $94,387 $96,748 $99,651
11.0 $92,250 $95,018 $97,397 $100,319
11.1 $93,649 $96,459 $98,872 $101,839
11.2 $95,049 $97,901 $100,350 $103,361
11.3 $96,448 $99,342 $101,829 $104,884
11.4 $97,845 $100,781 $103,303 $106,403
11.5 $99,246 $102,224 $104,784 $107,928
12.0 $100,646 $103,666 $106,259 $109,447
12.1 $102,049 $105,111 $107,742 $110,975
12.2 $103,439 $106,543 $109,210 $112,487
12.3 $104,842 $107,988 $110,690 $114,011
12.4 $106,241 $109,429 $112,167 $115,533
12.5 $107,643 $110,873 $113,647 $117,057
13.0 $109,036 $112,308 $115,119 $118,573
13.1 $111,363 $114,704 $117,575 $121,103
13.2 $113,688 $117,099 $120,029 $123,630
13.3 $116,012 $119,493 $122,483 $126,158
14.0 $118,332 $121,882 $124,933 $128,681
14.1 $120,660 $124,280 $127,390 $131,212
14.2 $122,979 $126,669 $129,839 $133,735
14.3 $125,301 $129,061 $132,291 $136,260

Professional & Managerial
9 Day Fortnight

Salary Point
6.2 $74,282 $76,511 $78,425 $80,778
7.0 $75,525 $77,791 $79,738 $82,131
7.1 $76,761 $79,064 $81,043 $83,475
7.2 $77,999 $80,339 $82,351 $84,822
8.0 $79,243 $81,621 $83,663 $86,173
8.1 $80,481 $82,896 $84,970 $87,520
8.2 $81,724 $84,176 $86,283 $88,872
9.0 $82,959 $85,448 $87,587 $90,215
9.1 $84,201 $86,728 $88,898 $91,565
9.2 $85,440 $88,004 $90,207 $92,914
9.3 $86,675 $89,276 $91,510 $94,256
10.0 $87,922 $90,560 $92,827 $95,612
10.1 $89,156 $91,831 $94,129 $96,953
10.2 $90,395 $93,107 $95,438 $98,302
10.3 $91,637 $94,387 $96,748 $99,651
11.0 $92,250 $95,018 $97,397 $100,319
11.1 $93,649 $96,459 $98,872 $101,839
11.2 $95,049 $97,901 $100,350 $103,361
11.3 $96,448 $99,342 $101,829 $104,884
11.4 $97,845 $100,781 $103,303 $106,403
11.5 $99,246 $102,224 $104,784 $107,928
12.0 $100,646 $103,666 $106,259 $109,447
12.1 $102,049 $105,111 $107,742 $110,975
12.2 $103,439 $106,543 $109,210 $112,487
12.3 $104,842 $107,988 $110,690 $114,011
12.4 $106,241 $109,429 $112,167 $115,533
12.5 $107,643 $110,873 $113,647 $117,057
13.0 $109,036 $112,308 $115,119 $118,573
13.1 $111,363 $114,704 $117,575 $121,103
13.2 $113,688 $117,099 $120,029 $123,630
13.3 $116,012 $119,493 $122,483 $126,158
14.0 $118,332 $121,882 $124,933 $128,681
14.1 $120,660 $124,280 $127,390 $131,212
14.2 $122,979 $126,669 $129,839 $133,735
14.3 $125,301 $129,061 $132,291 $136,260
15.0 $127,630 $131,459 $134,749 $138,792
15.1 $130,210 $134,117 $137,474 $141,599
15.2 $132,793 $136,777 $140,201 $144,408
15.3 $135,375 $139,437 $142,926 $147,214
15.4 $137,954 $142,093 $145,650 $150,020
15.5 $140,537 $144,754 $148,377 $152,829
16.0 $143,117 $147,411 $151,099 $155,632
16.1 $145,958 $150,337 $154,100 $158,723
16.2 $148,797 $153,261 $157,097 $161,810
16.3 $151,637 $156,187 $160,095 $164,898
16.4 $154,479 $159,114 $163,096 $167,989
16.5 $157,317 $162,037 $166,092 $171,075


Salary Point
0.0 64,552 66,489 68,156 70,201
1.0 65,002 66,953 68,629 70,688
1.1 65,396 67,358 69,044 71,116
1.2 65,786 67,760 69,459 71,543
1.3 66,172 68,158 69,864 71,960
1.4 66,564 68,561 70,277 72,386
1.5 66,948 68,957 70,684 72,805
1.6 67,342 69,363 71,101 73,235
1.7 67,732 69,764 71,512 73,658
2.0 68,116 70,160 71,915 74,073
2.1 68,509 70,565 72,330 74,500
2.2 68,893 70,960 72,737 74,920
2.3 69,286 71,365 73,152 75,347
2.4 69,672 71,763 73,559 75,766
2.5 70,061 72,163 73,971 76,191
2.6 70,456 72,570 74,386 76,618
2.7 70,842 72,968 74,796 77,040
3.0 71,228 73,365 75,200 77,456
3.1 71,627 73,776 75,624 77,893
3.2 72,008 74,169 76,026 78,307
3.3 72,402 74,575 76,441 78,735
3.4 72,786 74,970 76,848 79,154
3.5 73,178 75,374 77,263 79,581
3.6 73,570 75,778 77,675 80,006
3.7 73,957 76,176 78,083 80,426
4.0 74,349 76,580 78,496 80,851
4.1 75,780 78,054 80,009 82,410
4.2 77,206 79,523 81,515 83,961
5.0 78,640 81,000 83,029 85,520
5.1 80,074 82,477 84,542 87,079
5.2 81,501 83,947 86,049 88,631
6.0 82,932 85,420 87,558 90,185
6.1 84,368 86,900 89,073 91,746
6.2 85,796 88,370 90,581 93,299
7.0 87,231 89,848 92,098 94,861
7.1 88,659 91,319 93,604 96,413
7.2 90,089 92,792 95,116 97,970
8.0 91,526 94,272 96,631 99,530
8.1 92,956 95,745 98,141 101,086
8.2 94,391 97,223 99,657 102,647
9.0 95,818 98,693 101,162 104,197
9.1 97,252 100,170 102,677 105,758
9.2 98,683 101,644 104,189 107,315
9.3 100,110 103,114 105,694 108,865
10.0 101,550 104,597 107,215 110,432
10.1 102,975 106,065 108,719 111,981
10.2 104,406 107,539 110,232 113,539
10.3 105,841 109,017 111,744 115,097


Salary Point
0.0 65,670 67,641 69,336 71,417
1.0 66,128 68,112 69,818 71,913
1.1 66,529 68,525 70,240 72,348
1.2 66,926 68,934 70,662 72,782
1.3 67,318 69,338 71,075 73,208
1.4 67,716 69,748 71,494 73,639
1.5 68,108 70,152 71,909 74,067
1.6 68,508 70,564 72,332 74,502
1.7 68,904 70,972 72,750 74,933
2.0 69,296 71,375 73,160 75,355
2.1 69,695 71,786 73,583 75,791
2.2 70,086 72,189 73,997 76,217
2.3 70,486 72,601 74,419 76,652
2.4 70,878 73,005 74,832 77,077
2.5 71,274 73,413 75,251 77,509
2.6 71,676 73,827 75,675 77,946
2.7 72,069 74,232 76,091 78,374
3.0 72,461 74,635 76,503 78,799
3.1 72,868 75,055 76,933 79,241
3.2 73,255 75,453 77,343 79,664
3.3 73,656 75,866 77,764 80,097
3.4 74,046 76,268 78,177 80,523
3.5 74,446 76,680 78,601 80,960
3.6 74,844 77,090 79,020 81,391
3.7 75,238 77,496 79,436 81,820
4.0 75,636 77,906 79,856 82,252
4.1 77,092 79,405 81,393 83,835
4.2 78,543 80,900 82,926 85,414
5.0 80,002 82,403 84,467 87,002
5.1 81,460 83,904 86,007 88,588
5.2 82,913 85,401 87,538 90,165
6.0 84,369 86,901 89,074 91,747
6.1 85,829 88,404 90,616 93,335
6.2 87,281 89,900 92,148 94,913
7.0 88,742 91,405 93,692 96,503
7.1 90,194 92,900 95,225 98,082
7.2 91,649 94,399 96,763 99,666
8.0 93,111 95,905 98,305 101,255
8.1 94,565 97,402 99,840 102,836
8.2 96,026 98,907 101,382 104,424
9.0 97,477 100,402 102,915 106,003
9.1 98,936 101,905 104,455 107,589
9.2 100,392 103,404 105,994 109,174
9.3 101,843 104,899 107,524 110,750
10.0 103,308 106,408 109,072 112,345
10.1 104,758 107,901 110,602 113,921
10.2 106,214 109,401 112,141 115,506
10.3 107,673 110,904 113,680 117,091


Salary Point
11.0 104,243 107,371 110,059 113,361
11.1 105,823 108,998 111,726 115,078
11.2 107,405 110,628 113,396 116,798
11.3 108,986 112,256 115,067 118,520
11.4 110,565 113,882 116,731 120,233
11.5 112,148 115,513 118,406 121,959
12.0 113,730 117,142 120,074 123,677
12.1 115,315 118,775 121,748 125,401
12.2 116,886 120,393 123,407 127,110
12.3 118,471 122,026 125,080 128,833
12.4 120,052 123,654 126,750 130,553
12.5 121,637 125,287 128,421 132,274
13.0 123,211 126,908 130,084 133,987
13.1 125,840 129,616 132,859 136,845
13.2 128,467 132,322 135,633 139,702
13.3 131,094 135,027 138,406 142,559
14.0 133,715 137,727 141,175 145,411
14.1 136,346 140,437 143,950 148,269
14.2 138,966 143,135 146,718 151,120
14.3 141,590 145,838 149,489 153,974
15.0 144,222 148,549 152,266 156,834
15.1 147,137 151,552 155,345 160,006
15.2 150,056 154,558 158,427 163,180
15.3 152,974 157,564 161,508 166,354
15.4 155,888 160,565 164,584 169,522
15.5 158,807 163,572 167,667 172,698
16.0 161,722 166,574 170,743 175,866
16.1 164,933 169,881 174,133 179,357
16.2 168,141 173,186 177,519 182,845
16.3 171,350 176,491 180,908 186,336
16.4 174,561 179,798 184,298 189,827
16.5 177,768 183,102 187,684 193,315

Salary Point
11.0 106,088 109,271 112,007 115,368
11.1 107,696 110,927 113,703 117,115
11.2 109,306 112,586 115,403 118,866
11.3 110,915 114,243 117,103 120,617
11.4 112,522 115,898 118,799 122,363
11.5 114,133 117,557 120,501 124,117
12.0 115,743 119,216 122,199 125,865
12.1 117,356 120,877 123,902 127,620
12.2 118,955 122,524 125,591 129,359

Salary Point
12.3 120,568 124,186 127,293 131,112
12.4 122,177 125,843 128,993 132,863
12.5 123,789 127,503 130,693 134,614
13.0 125,391 129,153 132,387 136,359
13.1 128,067 131,910 135,212 139,269
13.2 130,741 134,664 138,034 142,176
13.3 133,414 137,417 140,856 145,082
14.0 136,082 140,165 143,673 147,984
14.1 138,759 142,922 146,497 150,892
14.2 141,426 145,669 149,315 153,795
14.3 144,096 148,419 152,134 156,699
15.0 146,775 151,179 154,961 159,610
15.1 149,742 154,235 158,094 162,837
15.2 152,712 157,294 161,232 166,069
15.3 155,681 160,352 164,365 169,296
15.4 158,647 163,407 167,497 172,522
15.5 161,618 166,467 170,634 175,754
16.0 164,585 169,523 173,765 178,978
16.1 167,852 172,888 177,215 182,532
16.2 171,117 176,251 180,661 186,081
16.3 174,383 179,615 184,110 189,634
16.4 177,651 182,981 187,560 193,187
16.5 180,915 186,343 191,007 196,738

Salary Point
11.0 110,700 114,021 116,876 120,383
11.1 112,379 115,751 118,647 122,207
11.2 114,059 117,481 120,421 124,034
11.3 115,738 119,211 122,196 125,862
11.4 117,414 120,937 123,963 127,682
11.5 119,095 122,668 125,741 129,514
12.0 120,775 124,399 127,511 131,337
12.1 122,459 126,133 129,290 133,169
12.2 124,127 127,851 131,052 134,984
12.3 125,810 129,585 132,828 136,813
12.4 127,489 131,314 134,602 138,641
12.5 129,172 133,048 136,376 140,468
13.0 130,843 134,769 138,143 142,288
13.1 133,636 137,646 141,090 145,323
13.2 136,426 140,519 144,035 148,357
13.3 139,214 143,391 146,979 151,389
14.0 141,998 146,258 149,920 154,418
14.1 144,792 149,136 152,867 157,454
14.2 147,575 152,003 155,807 160,482
14.3 150,361 154,872 158,749 163,512
15.0 153,156 157,751 161,699 166,550
15.1 156,252 160,940 164,967 169,917
15.2 159,352 164,133 168,241 173,289
15.3 162,450 167,324 171,511 176,657
15.4 165,545 170,512 174,780 180,024

Salary Point
15.5 168,644 173,704 178,052 183,394
16.0 171,740 176,893 181,320 186,760
16.1 175,150 180,405 184,921 190,469
16.2 178,556 183,913 188,516 194,172
16.3 181,964 187,423 192,114 197,878
16.4 185,375 190,937 195,716 201,588
16.5 188,780 194,444 199,311 205,291

SCHEDULE 2 REDUNDANCY PROVISIONS
REDUNDANCY
1. Preface
Th e f o llo w in g p r o v isio n s, o t h er t h an t h o se f o r vo lu n t ar y r ed u n d an cy, co n su lt at io n an d
n o t ice, ar e o n ly t o b e accessed o n ce Energy Queensland h as exh au st ed t h e r elev an t
p r o visio n s laid o u t in clau se 1.10 Em p lo ym en t Secu r it y , o f t h is Ag r eem en t .
Red u n d an cy o ccu r s w h en Energy Queensland id en t if ies t h at t h e n eed f o r w o r k o f a

p ar t icu lar kin d h as su b st an t ially d im in ish ed o r ceased . Red u n d an cy w ill n o r m ally o ccu r
w h er e ch an g ed cir cu m st an ces o r w o r k p r act ices af f ect t h e ef f icien t an d eco n o m ical
w o r kin g o f t h e en t er p r ise. Em p lo yees w ill b e co n sid er ed f o r r et r en ch m en t /r ed ep lo y m en t
o n t h e b asis o f m er it , eq u it y , skills, co m p et en cies an d len g t h o f ser vice w h er e a p o sit io n
is d eclar ed r ed u n d an t . Th is p r o cess w ill n o t d iscr im in at e o n t h e b asis o f sex, sexu al
p r ef er en ce, m ar it al st at u s, p r eg n an cy , f am ily r esp o n sib ilit ies, ag e, r ace, co lo u r , n at io n al
o r ig in , im p air m en t , t r ad e u n io n act ivit y, p o lit ical co n v ict io n o r o n an y o t h er g r o u n d
o u t lin ed b y all an d an y r elev an t leg islat io n .
2. Exclusions
Th is clau se d o es n o t ap p ly t o an em p lo yee w h o :
 Is a casu al em p lo yee;
 Is a Fixed Ter m em p lo y ee as d ef in ed in t h is Ag r eem en t ;
 Is an ap p r en t ice o r a t r ain ee u n d er a t r ain eesh ip ;
 Do es n o t h ave at least o n e (1) year s’ co n t in u o u s ser vice;
 Un r easo n ab ly r ef u ses an o f f er o f su it ab le alt er n at iv e em p lo y m en t w it h Energy
Queensland;
 Ter m in at es em p lo ym en t d u r in g t h e p er io d o f n o t ice g iv en u n d er clau se 3.9.3 No t ice
o f Ter m in at io n b y Em p lo yee, w it h o u t t h e p r io r ap p r o val o f Energy Queensland u n less
t h e ap p r o v al is u n r easo n ab ly w it h h eld ;
 Is t er m in at ed f o r n eg lect o f d u t y , ser io u s m isco n d u ct w ar r an t in g su m m ar y d ism issal;
an d /o r
 Is sp ecif ically exclu d ed b y an y p r o v isio n s o f t h is clau se.
3. Objectives
Th e o b ject ives o f t h is p r o visio n ar e t o :
 Pr o vid e su f f icien t f lexib ilit y t o ef f ect iv ely ad d r e ss w o r kf o r ce issu es ar isin g f r o m
t h e r at io n alisat io n o f o p er at io n s an d ser v ices f r o m t im e t o t im e w it h in Energy
Queensland, t h e ch an g in g n at u r e o f w o r k an d /o r t h e r ap id ly ch an g in g en vir o n m en t
w it h in w h ich Energy Queensland o p er at es.
 Ad d r ess t h ese issu es in an eq u it ab le f ash io n t h at su p p o r t s t h e Energy Queensland
co m m it m en t t o it s sh ar eh o ld er s an d t h e p u b lic’s exp ect at io n s f o r lo n g t er m
su st ain ab le r et u r n s o n t h eir in vest m en t s in t h is b u sin ess.
 Main t ain em p lo yees in em p lo ym en t w it h in Energy Queensland w h er ev er p o ssib le.
 Give p r ef er en ce t o r ed ep lo ym en t an d vo lu n t ar y r et r en ch m en t w h er e ap p r o p r iat e.
 Pr o vid e f in an cial assist an ce t o em p lo y ees w h o accep t t r an sf er s t o o t h er lo cat io n s.
 Pay m o n et ar y co m p en sat io n t o em p lo yees f o r w h o m su it ab le alt er n at ive
em p lo ym en t can n o t b e f o u n d an d w h o se em p lo ym en t is t o b e t er m in at ed .

4. Definitions
“Or d in ar y Rat e o f Pay ” – Th e o r d in ar y r at e o f p ay f o r t h e p u r p o ses o f t h is clau se w ill
en co m p ass t h e f o llo w in g :
 Salar y Rat e as p r o vid ed f o r in Salar y Sch ed u le A;
 Allo w an ces f o r skills o n a w eekly b asis (if ap p licab le);
 Su b st at io n /Test Allo w an ce o n a w eekly b asis (if ap p licab le); o r
 Lo calit y Allo w an ce o n a w eekly b asis (if ap p licab le).
Th e Or d in ar y Rat e o f Pay exclu d es o ver t im e, sh if t lo ad in g s an d w eeken d p en alt y r at es (if

ap p licab le), excep t w h er e an ag r eem en t is in p lace w h ich p r o v id es f o r an an n u alised
salar y ar r an g em en t . In t h ese cir cu m st an ces, t h e o r d in ar y r at e o f p ay w ill b e t h e
an n u alised salar y r at e o f p ay.
“Len g t h o f Ser vice ” – Th e co m p let ed year s o f ser vice is calcu lat ed b y d e t er m in in g t h e

p er io d b et w een t h e em p lo yee’s in d u st r y st ar t d at e (as r eco g n ised b y Energy Queensland)
an d t h e em p lo y ee’s t er m in at io n d at e.
If an em p lo yee is w o r kin g , o r h as w o r ked , a p er io d o f p ar t -t im e em p lo ym en t , t h at

em p lo yee’s len g t h o f ser vice w ill b e calcu lat ed t o r eco g n ise t h e act u al h o u r s o f p ar t -t im e
em p lo ym en t .
5. Consultation
Wh er e it ap p ear s t h at a p o sit io n o r p o sit io n s ar e likely t o b eco m e r ed u n d an t , an d p r io r t o
f o r m al r ed u n d an cy n o t ices b ein g issu ed , Energy Queensland w ill p r o vid e, at t h e e ar liest
p o ssib le t im e, all r elevan t d et ails t o t h e ap p r o p r iat e Un io n p ar t ies. Th ese d et ails w ill
in clu d e:
 Th e r easo n s f o r t h e p o sit io n o r p o sit io n s b eco m in g r ed u n d an t ; an d
 Th e n u m b er , lo cat io n an d o t h er d et ails o f t h e r ed u n d an t p o sit io n s.
Energy Queensland w ill ar r an g e d iscu ssio n s t o t ake p lace w it h t h e r elevan t Un io n p ar t ies

w h ich w ill in clu d e:
 Th e m et h o d o f id en t if y in g t h e p o sit io n s id en t if ied as r ed u n d an t , h av in g r eg ar d t o t h e
ef f icien t an d eco n o m ical w o r kin g o f t h e en t er p r ise;
 Ad v ice an d t h e t im in g o f t h at ad v ice t o t h e em p lo yees;
 Th e ap p r o p r iat en ess o f u sin g vo lu n t ar y r et r en ch m en t ; an d
 Red ep lo ym en t o p t io n s.
6. Notice Of Redundancy and Commitment to Redeployment

An em p lo y ee w ill r eceive f o r m al n o t if icat io n t h at t h eir p o sit io n is t o b eco m e r ed u n d an t
at least six (6) m o n t h s p r io r t o t h e even t o ccu r r in g . No t if icat io n w ill also b e g iven t o t h e
r elev an t Un io n p ar t ies. On ce n o t if icat io n h as b een p r o v id ed t o an em p lo yee, Energy
Queensland w ill t ake all r easo n ab le st ep s t o d et er m in e w h at o t h er em p lo ym en t
o p p o r t u n it ies exist w it h in Energy Queensland t h at ar e su it ab le f o r r ed ep lo ym en t , an d t h at
en ab le t h e o r g an isat io n t o b est u t ilise t h e skills o f t h e em p lo yee. Red ep lo ym en t m ay t ake
t h e f o r m o f p er m an en t , t em p o r ar y, o r p r o ject w o r k.
Em p lo yees r ed ep lo yed t o a lo w er level p o sit io n w ill r em ain co m m it t ed t o r ed ep lo ym en t

at t h eir su b st an t ive lev el an d m ay accep t an o f f er o f a su it ab le alt er n at ive r o le at level,
su b ject t o ap p r o p r iat e su p p o r t an d r et r ain in g . Su ch accep t an ce w ill n o t b e u n r easo n ab ly
w it h h eld d u r in g t h e f ir st t w o (2) year s f o llo w in g n o t if icat io n t h at t h eir p o sit io n is t o
b eco m e r ed u n d an t .

If t h e em p lo yee f in d s t h e n ew p o sit io n u n sat isf act o r y w it h in a p er io d o f t h r ee (3) m o n t h s,
t h ey w ill h av e t h e o p p o r t u n it y t o r et u r n t o t h eir r ed ep lo yed p o sit io n . Em p lo y ees w h o ar e
o n salar y m ain t en an ce an d w h o ap p ly f o r a su it ab le alt er n at ive r o le at t h eir su b st an t ive
level, w ill b e assessed o n t h e b asis o f su it ab ilit y f o r t h e r o le.
7. Redeployment
Fo llo w in g t h e co n su lt at ive st ep s as o u t lin ed ab o v e, all ef f o r t s w ill b e m ad e t o f in d
su it ab le alt er n at iv e em p lo ym en t f o r em p lo y ees w h o se p o sit io n s ar e d eclar ed r ed u n d an t .
Af t er t h e p r o cesses d et ailed ab o ve h av e o ccu r r ed , each af f ect ed em p lo yee w ill b e
in d ivid u ally in t er view ed t o d et er m in e w h at o p t io n s m ay exist f o r t h e m an ag em en t o f
t h at em p lo yee’s f u t u r e.
Energy Queensland w ill seek t o exp ed it io u sly p lace d isp laced em p lo y ees in t o p er m an en t
r o les. In t h is r eg ar d Energy Queensland w ill f acilit at e an Em p lo yee Tr an sit io n Pr o g r am (ETP),
w h ich w ill b e d ev elo p ed in co n su lt at io n w it h t h e p ar t ies. Th e f o llo w in g r o les an d
r esp o n sib ilit ies w ill ap p ly t o t h e ETP.
Employees participating on the ETP must:

a. Co m m it t o p ar t icip at in g in r elev an t t r ain in g , an d ap p lyin g f o r ap p r o p r iat e r o les.
b . Take ad v an t ag e o f ever y r easo n ab le o p p o r t u n it y t o u p g r ad e t h eir skills an d act iv ely
p ar t icip at e in t h e p r o g r am .
c. Un d er t ake o n -t h e-jo b lear n in g .
Th e em p lo yee w ill h av e access t o a r an g e o f su p p o r t w h ilst o n t h e ETP in clu d in g :
a. Th e Em p lo y ee Assist an ce Pr o g r am (EAP), t o h elp t h e em p lo yee d eal w it h t h e p er so n al
an d p r act ical issu es r elat ed t o w o r k ch an g es.
b . Car eer co u n sellin g t o allo w t h e em p lo yee t o id en t if y car eer asp ir at io n s.
c. Ret r ain in g t o h elp ach ieve a ch o sen car eer p at h , in clu d in g t h e co m p let io n o f a skills
au d it an d t h e d ev elo p m en t o f a t r ain in g p lan .
d . Jo b sear ch assist an ce t o allo w t h e em p lo yee ever y o p p o r t u n it y t o secu r e n ew r o les.
Energy Queensland m an ag em en t is r esp o n sib le f o r :
a. Ref er r al o f t h e em p lo y ee t o t h e ETP.
b . Pr o m o t in g Energy Queensland’s co m m it m en t t o t h e p r o g r am .
c. Pr o vid in g em p lo yees w it h t h e n ecessar y r eso u r ces, su p p o r t an d t r ain in g , in clu d in g
t h e id en t if icat io n o f su it ab le t r ain in g p r o g r am s, t o en ab le t h em t o m ake em p lo ym en t
t r an sit io n s, in clu d in g an y r easo n ab le ad ju st m en t co n sid er at io n s.
d . En su r in g t h e em p lo yee h as access t o t h e n ecessar y r eso u r ces f o r ach ievin g t h e
o b ject iv es o f t h e p lacem en t st r at eg y e.g . p r o vid e o n -t h e-jo b lear n in g , jo b sear ch
assist an ce, access t o t h e EAP.
e. En su r in g t h e em p lo yee h as co n t in u in g p lacem en t w h ilst p ar t icip at in g o n t h e ETP an d
n o t u n r easo n ab ly w it h h o ld o p p o r t u n it ies f o r p lacem en t .
Em p lo yees w ill r em ain in t h e ETP u n t il a su it ab le alt er n at iv e p o sit io n is f o u n d o r clau se
8. Salary Maintenance
Em p lo yees, w h o se p o sit io n s ar e m ad e r ed u n d an t d u r in g t h e lif e o f t h is Ag r eem en t an d
w h o ar e ap p o in t ed t o a p o sit io n w it h a lo w er salar y level, w ill h av e t h e salar y/w ag e o f
t h eir o r ig in al p o sit io n m ain t ain ed f o r t h e t en u r e o f t h eir em p lo ym en t w it h Energy
Queensland (in t h e case o f em p lo yees co ver ed b y co n t r act s an d /o r em p lo ym en t
ag r eem en t s im p lem en t ed in acco r d w it h t h is Ag r eem en t , t h e cash co m p o n en t o u t lin ed
in t h eir in d ivid u al ag r eem en t /co n t r act w ill ap p ly).
9. Voluntary Retrenchment
Em p lo yees can ap p ly f o r Vo lu n t ar y Ret r en ch m en t . Ap p r o v al w ill b e at t h e so le d iscr et io n
o f Energy Queensland.
Em p lo yees w h o se ap p licat io n f o r vo lu n t ar y r et r en ch m en t is ap p r o ved , w ill b e en t it led t o
r eceive all elig ib le r et r en ch m en t b en ef it s (in clu d in g Sep ar at io n Dat e In cen t ive Paym en t if
ap p licab le) u p o n t er m in at io n in acco r d an ce w it h t h is clau se.

10. Early Separation Incentive Payment (ESIP)
Em p lo yees w h o h ave r eceiv ed f o r m al n o t if icat io n o f t h eir r ed u n d an cy m ay ap p ly f o r an
ESIP.
Ap p r o val o f ESIP is at t h e d iscr et io n o f Energy Queensland.

Em p lo yees m u st t er m in at e t h eir em p lo ym en t o n t h e sep ar at io n d at e id en t if ied b y Energy
Queensland.
ESIP co n sist s o f 13 w eeks in cen t ive p aym en t in ad d it io n t o all o t h er p aym en t s t h at m ay

co m p r ise a r et r en ch m en t p ackag e. Th is in cen t iv e p aym en t w ill b e calcu lat ed at t h e
o r d in ar y r at e o f p ay.
11. Benefits
An em p lo yee w h o is r et r en ch ed w ill b e en t it led t o t h e f o llo w in g .
a. An ex-g r at ia Ret r en ch m en t Pay m en t o f t h r ee (3) w eeks p er year o f ser vice (w it h a
m in im u m p aym en t o f f o u r (4) w eeks), t o g et h er w it h a p r o p o r t io n at e am o u n t f o r an
in co m p let e year o f ser vice. Th e m axim u m Ret r en ch m en t Paym en t w ill b e 75 w eeks.
If an em p lo yee is w o r kin g , o r h as w o r ked a p er io d o f p ar t -t im e em p lo ym en t , t h e

Ret r en ch m en t Paym en t w ill b e calcu lat ed o n a p r o -r at a b asis t o in clu d e t h e p er io d o f
p ar t -t im e em p lo ym en t .
b . An ESIP o f 13 w eeks m ay b e p aid w h er e ap p licab le.
c. An n u al Leave: Paym en t f o r an n u al leave in clu d es an em p lo yee’s accu m u lat ed b alan ce
as w ell as t h e p r o -r at a b alan ce. Pr o -r at a an n u al leav e is p aid t o t h e d at e o f
t er m in at io n .
d . Lo n g Ser vice Leave: A lo n g ser v ice leav e p ay m en t o f 1.3 w eeks f o r each co m p let ed
year o f ser v ice w ill b e m ad e. Pr o -r at a lo n g ser vice leave w ill b e p aid f o r an in co m p let e
year o f ser v ice u p t o t h e d at e o f t er m in at io n . An y lo n g ser v ice leav e alr ead y t aken w ill
b e d ed u ct ed .
e. Day s o f Tim e Of f In Lieu : All b alan ces o f accr u ed t im e o f f in lieu w ill b e p aid . Th ese w ill
b e p aid at t h e o r d in ar y r at e ap p licab le at t h e d at e o f t er m in at io n .
f . An In co m e Pr o t ect io n Po licy t o p r o vid e sp ecif ied in su r an ce co v er f o r lo ss o f ear n in g s
d u e t o illn ess in t h e 12 m o n t h s im m ed iat ely f o llo w in g r et r en ch m en t . Th is p o licy w ill
b e su b ject t o m ar ket accessib ilit y an d in acco r d an ce w it h t h e t er m s o u t lin ed in t h e
p o licy . Th is p o licy w ill b e lim it ed t o a p er io d o f o n e (1) year .
12. General
A Ret r en ch m en t Ben ef it is co m p en sat io n f o r lo ss o f em p lo y m en t t en u r e an d it is n o t a
r esig n at io n b en ef it .
Th e r elev an t lo cal m an ag er m ay ap p r o ve leav e w it h p ay f o r af f ect ed em p lo yees t o at t en d
p er so n al em p lo ym en t in t er v iew s.
Each af f ect ed em p lo yee w ill b e p r o vid ed w it h a st at em en t sh o w in g t h e calcu lat io n o f an

est im at e o f t h e Ret r en ch m en t Paym en t p r io r t o r et r en ch m en t .
Assist an ce w ill b e g iv en f o r em p lo yees t o access r elev an t su p p o r t p r o vid er s w h ich m ay

in clu d e f in an cial ad v iser s, em p lo y ee assist an ce co u n sello r s, o u t p lacem en t ser v ices o r
access t o ag r eed t r ain in g p r o vid er s. Reaso n ab le exp en ses as d et er m in ed b y Energy
Queensland asso ciat ed w it h t h ese ser v ices m ay b e r eim b u r sed b y Energy Queensland.

SCHEDULE 3 CLASSIFICATION STRUCTURE
CLASSIFICATION STRUCTURE
Energy Queensland ackn o w led g es t h at o n g o in g d iscu ssio n s w ill o ccu r b et w een t h e p ar t ies
t o t h is Ag r eem en t r eg ar d in g issu es id en t if ied w it h in t h e classif icat io n st r u ct u r e.
Classifications - Transmission and Supply

Th e classif icat io n d ef in it io n s in t h is Agreement r eco g n ise t h e f o llo w in g t h r ee (3) b r o ad
st r eam s:
1. Ad m in ist r at iv e
2. Tech n ical
3. Pr o f essio n al/Man ag er ial
Administrative Stream
Th e Ad m in ist r at iv e st r eam w ill in clu d e em p lo y ees en g ag ed in :
 Cler ical; an d
 Ad m in ist r at ive t asks.
Def in it io n s co n t ain ed in t h is st r eam r eco g n ise t h at Ad m in ist r at ive em p lo yees w ill b e
en g ag ed in b r o ad d iscip lin es in clu d in g :
 Per so n n el,
 In d u st r ial Relat io n s,
 Co m p u t in g ,
 Ad m in ist r at io n ,
 Lo g ist ics (Mat er ials Su p p ly),
 Fin an ce,
 Sales; an d
 Mar ket in g .
In t h e Ad m in ist r at ive st r eam , ad u lt em p lo yees n o t em p lo yed in f o r m al t r ain eesh ip s w ill
b e g iven t h e o p p o r t u n it y t o t r ain t o m in im u m Salar y Lev el 5.1 o n t h e b asis o f skills
acq u ir ed an d r eq u ir ed t o b e u sed w h ich ar e assessed an n u ally .
Technical Stream
Th e Tech n ical st r eam in co r p o r at es t w o (2) b r o ad vo cat io n al f ield s:
1. Po w er Wo r ker s; an d
2. Tech n ical Em p lo yees.
Power Worker in clu d es b u t is n o t r est r ict ed t o em p lo yees p r im ar ily en g ag ed in w o r k

assist in g t r ad esp er so n s, st o r e w o r k, g en er al lab o u r in g an d clean in g d u t ies, p lan t v eh icle
an d /o r eq u ip m en t o p er at io n an d r ig g in g o r scaf f o ld in g .
Each n ew em p lo y ee en g ag ed at Po w er Wo r ker Lev el 1 w ill b e g iv en t h e o p p o r t u n it y t o

t r ain t o a m in im u m skill level o f Po w er Wo r ker Level 2 (Salar y Level 2.7).
An em p lo yee w ill b e g iven t h e o p p o r t u n it y t o co m p let e su ch t r ain in g w it h in t h r ee (3)

year s o f ap p o in t m en t . Ap p r o ved Tr ain in g Plan s m ay b e d evelo p ed t o Po w er Wo r ker Level
5.
Technical Employee in clu d es em p lo yees w h o p o ssess as a m in im u m q u alif icat io n , a t r ad es

cer t if icat e o r cer t if icat e o f co m p et en cy (as d ef in ed in t h e Elect r icit y Act ) an d ar e en g ag ed
in t h e b r o ad t r ad e d iscip lin es as d ef in ed ;

Em p lo yees p r im ar ily en g ag ed o n , b u t n o t r est r ict ed t o , w o r k in En g in eer in g , Scien ce,
Ot h er Tech n ical, an d Su p er v iso r y f u n ct io n s.
Each t r ad esp er so n in t h is st r eam w ill b e g iven t h e o p p o r t u n it y t o t r ain t o a m in im u m skill

level o f Tech n ical Em p lo yee Level 2 (Salar y Po in t 5.2).
Th e t r ad esp er so n w ill b e g iven t h e o p p o r t u n it y t o co m p let e su ch t r ain in g w it h in t h r ee (3)

year s o f ap p o in t m en t .
Ap p r en t ices an d t r ain ee lin esp er so n s/jo in t er s w ill b e g iven t h e o p p o r t u n it y t o co m p let e

su ch t r ain in g w it h in t w o (2) year s o f ap p o in t m e n t .
Each em p lo yee en g ag ed in t h e En g in eer in g /Scien ce/Ot h er Tech n ical d iscip lin e w ill b e
g iven t h e o p p o r t u n it y t o t r ain t o a m in im u m skill level o f Tech n ical Em p lo y ee Level 3
(Salar y Po in t 8.0).
Trade Disciplines
Th e d ef in it io n s r eco g n ise t h at t r ad esp er so n s w ill b e en g ag ed in t h e f o llo w in g f ive (5)
b r o ad d iscip lin es:
1. Electrical/Electronic: In clu d in g t h e d esig n , assem b ly, m an u f act u r e, in st allat io n ,

m o d if icat io n , t est in g , f au lt f in d in g , co m m issio n in g , m ain t en an ce an d ser vice o f all
elect r ical an d elect r o n ic d ev ices, syst em s eq u ip m en t an d co n t r o ls, e.g . elect r ic
w ir in g , m o t o r s, g en er at o r s, p r o g r am m ab le lo g ic co n t r o ller s an d o t h er elect r o n ic
co n t r o ls, in st r u m en t s, r ef r ig er at io n , t eleco m m u n icat io n s, r ad io an d t elevisio n ,
co m m u n icat io n an d in f o r m at io n p r o cessin g eq u ip m en t , an d au t o m o t ive elect r ics;
2. Power Distribution: In clu d in g t h e d esig n , co n st r u ct io n , in st allat io n , m o d if icat io n ,

t est in g , f au lt f in d in g co m m issio n in g , m ain t en an ce an d ser v ice o f u n d er g r o u n d an d
o ver h ead p o w er d ist r ib u t io n /t r an sm issio n syst em s, eq u ip m en t an d co n t r o ls;
3. Mechanical: In clu d in g t h e d esig n , assem b ly , m an u f act u r e, in st allat io n m o d if icat io n ,

t est in g , f au lt f in d in g , co m m issio n in g , m ain t en an ce an d ser v ice o f all m ech an ical
eq u ip m en t , m ach in er y , f lu id p o w er sy st em s, au t o m o t iv e m ech an ics, in st r u m en t s,
r ef r ig er at io n an d t h e u se o f r elat ed co m p u t er co n t r o lled eq u ip m en t , e.g .
co m p u t er n u m er ic co n t r o lled m ach in e t o o ls;
4. Fabrication/Vehicle building: In clu d in g f ab r icat io n , f o r g in g , f o u n d in g , st r u ct u r al st eel

er ect io n , elect r o p lat in g , m et al sp in n in g , m et al p o lish in g , sh eet m et al w o r k, an d
t h e u se o f r elat ed co m p u t er co n t r o lled eq u ip m en t . Th is in clu d es f ab r icat io n in all
m et als, p last ic, car b o n f ib r e, co m p o sit e m at er ials, cer am ics an d o t h er m at er ial;
5. Building Services: In clu d es car p en t r y , p lu m b in g , p ain t in g , an d o t h er r elat ed f ield s.
Tasks w h ich an em p lo yee m ay p er f o r m ar e su b ject t o t h e em p lo yee h av in g t h e

ap p r o p r iat e Tr ad e an d Po st Tr ad e Tr ain in g t o en ab le t h e em p lo yee t o p er f o r m t h e
p ar t icu lar t asks.
Engineering/Science/System Control Operator/Other Technical and Supervisory

Th e d ef in it io n s also r eco g n ise t h r ee (3) ad d it io n al b r o ad d iscip lin es w it h in t h e Tech n ical
st r eam .
En g in eer in g /Scien ce/Ot h er Tech n ical w ill in clu d e em p lo yees w h o p o ssess as a m in im u m

q u alif icat io n , an ap p r o p r iat e Asso ciat e Dip lo m a o r eq u iv alen t an d w h o ar e:
 Resp o n sib le f o r u sin g t h eir En g in eer in g /Scien ce/Ot h er Tech n ical skills an d ju d g em en t
in a r an g e o f en g in eer in g , scien t if ic, o ccu p at io n al h ealt h o r en g in eer in g su r vey in g

f u n ct io n s in clu d in g d esig n , d r af t in g , g r ap h ics, p lan n in g , r esear ch , q u alit y p r o cess, co st
est im at in g , co n st r u ct io n , su r v ey, p r o p er t y assessm en t , lab o r at o r y r esear ch an d
t est in g , m an u f act u r e, d iag n o st ics, co m m u n icat io n s, co m p u t er s, o p er at io n o f co m p lex
eq u ip m en t , m ain t en an ce, st an d ar d s, t est in g , in sp ect io n , su p er visio n , b u d g et in g ,
sch ed u lin g , d at a r eco r d in g , d at a an alysis, r ep o r t in g , calcu lat io n s, p r o ject co -
o r d in at io n , ad m in ist r at ive f u n ct io n s, an d t ech n ical m an ag em en t ;
 Resp o n sib le f o r t h e p r o visio n o f t ech n ical ad v ice an d ser vices t o d o m est ic,
co m m er cial, r u r al an d in d u st r ial co n su m er s o n ef f ect ive u t ilisat io n o f elect r icit y .
Su p er v iso r y w ill in clu d e em p lo yees p r im ar ily in vo lved in su p er v isin g , co -o r d in at io n an d

t r ain in g act iv it ies, in clu d in g em p lo yees w h o ar e:
 Resp o n sib le f o r t h e w o r k o f o t h er em p lo yees an d /o r p r o visio n o f o n -t h e-jo b t r ain in g
an d /o r t ech n ical g u id an ce;
 Resp o n sib le f o r t h e su p er visio n an d /o r t r ain in g o f o t h er su p er v iso r s o r t r ain er s;
 Resp o n sib le f o r t h e su p er visio n an d /o r in sp ect io n o f w o r k p r o ject s an d co n st r u ct io n .
System Control Operators

Syst em Co n t r o l Op er at o r s ar e em p lo yees d ir ect ly en g ag ed in t h e co n t r o l an d o p er at io n
o f elect r icit y t r an sm issio n an d o r elect r icit y d ist r ib u t io n syst em s f r o m d esig n at ed Co n t r o l
Cen t r es:
 Th ese em p lo yees w ill b e en g ag ed in t asks in clu d in g b u t n o t lim it ed t o m o n it o r in g ,

o p er at in g an d n o n -t ech n ical m ain t en an ce o f p lan t an d eq u ip m en t , an d t r ain in g ,
su p er v isin g an d co o r d in at in g f o r t h e ab o ve.
 Each em p lo y ee in t h is f ield m ay p r o g r ess t h r o u g h t h e acq u isit io n o f skills in
acco r d an ce w it h an Ap p r o ved Tr ain in g Plan .
 Th e Parties ag r ee t o r eco g n ise in t er n al t r ain in g p r o v id ed b y Energy Queensland lead in g
t o an essen t ial co m p et en cy u n t il su ch t im e as ag r eed Sp ecif ic Accr ed it ed Tr ain in g is
av ailab le.
Professional/Managerial Stream
 Po sit io n s w it h in t h e Pr o f essio n al/Man ag er ial st r eam w ill r eq u ir e a d eg r ee q u alif icat io n
o r eq u iv alen t , in a r elevan t f ield an d /o r m ay r eq u ir e r eg ist r at io n b y a Pr o f essio n al
Bo ar d .
 Pr o f essio n al/Man ag er ial em p lo yees w ill b e r eq u ir ed t o p r o v id e p r o f essio n al ad v ice,
ser v ices an d su p p o r t in sp ecialist f ield s o f co m p et en ce, an d /o r u n d er t ake
m an ag em en t o r su p er v isio n o f p ar t o f t h e o r g an isat io n .
Pr o g r essio n w ill d ep en d u p o n t h e acq u isit io n an d u se o f ad d it io n al skills/co m p et en cies.

Th e r at e o f p r o g r essio n w ill d ep en d u p o n t h e in d ivid u al acq u ir in g an d ap p ly in g
skills/co m p et en cies in acco r d an ce w it h r elev an t Car eer Pat h cr it er ia.
Def in it io n s co n t ain ed in t h is St r eam r eco g n ise t h at Pr o f essio n al/Man ag er ial em p lo yees

w ill b e en g ag ed in b r o ad d iscip lin es in clu d in g Leg al, Acco u n t in g , Ar ch it ect u r e,
En g in eer in g , Co m p u t in g , Ch em ist r y, Eco n o m ics, Met allu r g y , Psych o lo g y, Scien ce,
Su r vey in g , Valu in g , Man ag er ial, Mar ket in g an d Em p lo yee/In d u st r ial Relat io n s.
Competency standards
Th e Parties t o t h is Agreement ar e co m m it t ed t o t h e d evelo p m en t an d im p lem e n t at io n o f
r elev an t n at io n ally accr ed it ed t r ain in g p ackag es, o r r elev an t Qu een slan d t r ain in g o r d er s
o r o t h er t r ain in g as ag r eed b y t h e Parties f r o m t im e t o t im e.
98

General Definitions
Tr ain in g Co m m it t ee w ill m ean t h e Tr ain in g Co m m it t ee is a g r o u p o f Energy Queensland an d
Nominated Employee Representatives w h o h ave r esp o n sib ilit y t o p r o vid e g u id elin es an d
m o n it o r t r ain in g act ivit ies f o r Energy Queensland.
Modules
Fo r t h e p u r p o ses o f t h ese d ef in it io n s, a “m o d u le ” w ill m ean t h at am o u n t o f st r u ct u r ed
t r ain in g (w h ich m ay co m p r ise eit h er o n an d /o r o f f t h e jo b co m p o n en t s) w h ich is
r eco g n ised as eq u ivalen t b y t h e Parties. Un r eso lved g r ievan ces w ill b e r ef er r ed t o t h e
Tr ain in g Co m m it t ee f o r r eco m m en d at io n .
Progression Rules
 Pr o g r essio n w it h in t h e classif icat io n an d /o r salar y st r u ct u r e m ay o ccu r o n o n e o f t h e
f o llo w in g b ases:
 Th e acq u isit io n o f skills in acco r d an ce w it h an ap p r o v ed em p lo y ee d evelo p m en t p lan ;
 Reclassif icat io n o n t h e b asis o f t h e d em o n st r at io n o f skills acq u ir ed an d r eq u ir ed t o
b e u sed ;
 Ap p o in t m en t t o a p o sit io n w it h a h ig h er classif icat io n .
Employee Development Plans

An em p lo yee d evelo p m en t p lan w ill b e av ailab le t o each em p lo yee. Th e m u t u al n eed s o f
Energy Queensland an d it s em p lo yees w ill b e co n sid er ed in r esp ect o f t h e d ev elo p m en t o f
em p lo yee d evelo p m en t p lan s in o r d er t o p r o vid e t h e skills an d co m p et en cies t o m eet
w o r k r eq u ir em en t s.
Th e p lan w ill id en t if y t h e t r ain in g t o b e co m p let ed , t h e ag r eed t im e f o r u n d er t akin g an d

co m p let in g t h e t r ain in g an d an y p r o v isio n s o r ar r an g em en t s f o r t r ain in g t im e o r leave f o r
t r ain in g p u r p o ses.
Th e p lan w ill b e d evelo p ed an d ag r eed b y t h e em p lo yee an d t h e em p lo yee’s su p er viso r .

An em p lo yee’s access t o an em p lo yee d ev elo p m en t p lan w ill n o t b e u n r easo n ab ly d elayed
o r w it h h eld . Wh er e an em p lo yee h as co n cer n s r eg ar d in g t h eir access t o an em p lo y ee
d evelo p m en t p lan , t h ey can access t h e g r ievan ce an d d isp u t e r eso lu t io n p r o ced u r e
o u t lin ed in Par t 2 o f t h is Ag r eem en t .
Recognition of Employees Skills/Qualifications

An em p lo yee m ay h av e p r io r w o r k exp er ien ce an d /o r cu r r en t kn o w led g e r eco g n ised as
b ein g eq u iv alen t t o a q u alif icat io n o u t lin ed in t h e classif icat io n st r u ct u r e. Su ch
r eco g n it io n m ay o ccu r b y t h e em p lo y ee r eq u est in g assessm en t t h r o u g h t h e Co m p et en cy
Reco g n it io n Pr o ced u r e. Th is p r o ced u r e f o r m s p ar t o f t h e ag r eed Im p lem en t at io n Gu id e.
Reco g n it io n o f an em p lo yee’s skills m ay o ccu r o n o n e (1) o f t h e f o llo w in g b ases:

 Wh er e Co m p et en cy St an d ar d s exist , t h e assessm en t w ill b e car r ied o u t b y t est in g
ag ain st t h e Co m p et en cy St an d ar d s u sin g a f o r m al Reco g n it io n o f Pr io r Lear n in g
p r o cess;
 Wh er e Co m p et en cy St an d ar d s d o n o t exist , Reco g n it io n o f Pr io r Lear n in g assessm en t
w ill b e car r ied o u t b y t est in g ag ain st In t er im Co m p et en cy Levels o r Lear n in g
Ou t co m es f r o m t r ain in g p r o g r am s/ m o d u les, r eco g n ised b y t h e Tr ain in g Co m m it t ee
f o r ag r eem en t p u r p o ses.
Recognition of Other Factors

Fo r t h e p u r p o ses o f t h is Agreement, o t h er r elevan t f act o r s m ay b e d eem ed t o h ave a
m o n et ar y v alu e, in ad d it io n t o t h at p r o vid ed t h r o u g h t r ain in g .

Career Paths
Wh er e car eer p at h s ap p licab le t o d ef in it io n s in t h e Ad m in ist r at ive, Tech n ical, Pr o f essio n al
an d Man ag er ial, h ave alr ead y b een ag r eed , o r h ave alr ead y b een f iled w it h t h e In d u st r ial
Reg ist r ar p r io r t o t h e m akin g o f t h is Agreement o r , ar e ag r eed t o af t er t h e m akin g o f t h e
Agreement, t h e Car eer Pat h s ar e t o b e u sed in co n ju n ct io n w it h t h e Agreement Classif icat io n
d ef in it io n s t o r eso lve an y d isp u t e r eg ar d in g an em p lo yee’s classif icat io n . Car eer p at h s w ill
b e d evelo p ed t h r o u g h t h e ap p r o p r iat e co n su lt at iv e m ech an ism in vo lvin g r ep r esen t at ives
o f Energy Queensland, em p lo yees an d t h e r elev an t Un io n s.
Schedule Classification Stream

A Ad m in ist r at iv e
B Tech n ical
C Pr o f essio n al an d Man ag er ial
Car eer p at h s r elat e t o a nominated employee representative st r eam an d w ill o u t lin e h o w t h e

Classif icat io n St r u ct u r e an d Def in it io n s ar e t o b e im p lem en t ed .
Employees with Trade or Equivalent Certificate, plus an Associate Diploma

An em p lo yee w h o is r eq u ir ed t o p o ssess a Tr ad e Cer t if icat e o r eq u ivalen t , p lu s an
Asso ciat e Dip lo m a w ill, as a m in im u m , b e classif ied at Salar y Po in t 7.0.
Employees Without Relevant Work Experience

An em p lo yee w h o is r eq u ir ed as a co n d it io n o f em p lo ym en t t o p o ssess a p ar t icu lar level
o f acad em ic q u alif icat io n , b u t w h o is w it h o u t r elevan t w o r k exp er ien ce, w ill as a
m in im u m en t er t h e classif icat io n st r u ct u r e at t h e f o llo w in g Salar y Po in t s:
Qualification Minimum Entry Point

 Cer t if icat e IV SALARY POINT 4.0
 Asso ciat e Dip lo m a SALARY POINT 5.0
 3 Year Deg r ee SALARY POINT 6.2
 4 Year Deg r ee SALARY POINT 8.0
No t e: A Par ap r o f essio n al, t r ain ed w it h in a Par ap r o f essi o n al Tr ain eesh ip , w ill h ave a
m in im u m en t r y Salar y Po in t o f 5.2.
Definition of “Or Equivalent”

Fo r t h e p u r p o ses o f t h is Agreement t h e t er m “o r eq u ivalen t ”” m ean s an d in clu d es, b u t is
n o t lim it ed t o t h e f o llo w in g : eq u iv alen t accr ed it ed t r ain in g , co m p et en ci es, skills,
cer t if icat io n , o r exp er ien ce an d su ch o t h er t r ain in g o r o t h er f act o r s as m ay b e ag r eed
b et w een t h e Parties f r o m t im e t o t im e.
Classification Definition - Administrative Stream

Ad m in ist r at ive St r eam Classif icat io n St r u ct u r e Ou t lin e
Salary Point Classification Level Training Requirements

16.0
15.0 ⁭ ⁭
14.0 Ad m in ist r at ive Em p lo y ee Level 11 Asso ciat e Dip lo m a + ad d it io n al
t r ain in g o r eq u iv alen t
11.0 Ad m in ist r at ive Em p lo y ee Level 8 Asso ciat e Dip lo m a o r eq u ivalen t
10.0 * 22 m o d u les o r eq u iv alen t

9.0 Ad m in ist r at ive Em p lo y ee Level 7 Ad v an ced Cer t if icat e o r eq u iv alen t
7.0 Ad m in ist r at ive Em p lo y ee Level 6 9 m o d u les o r eq u iv alen t
5.0 Ad m in ist r at ive Em p lo y ee Level 5 3 m o d u les o r eq u iv alen t
4.0 Ad m in ist r at ive Em p lo y ee Level 4 Cer t if icat e III o r eq u iv alen t
3.0 Ad m in ist r at ive Em p lo y ee Level 3 Ad m in ist r at ive Em p lo y ee Level 3
2.0 Ad m in ist r at ive Em p lo y ee Level 2 Cer t if icat e I o r eq u iv alen t
1.0 Ad m in ist r at ive Em p lo y ee Level 1(b ) Un d er t akin g st r u ct u r ed t r ain in g
t o w ar d s a Cer t if icat e I
0.0 Ad m in ist r at ive Em p lo y ee Level 1(a) In d u ct io n Tr ain in g
* Ref er en ce t o Salar y Po in t s 6, 8, 10 ar e f o r exp lan at io n p u r p o ses o n ly an d ar e n o t t o

b e t r eat ed as classif icat io n s f o r Agreement p u r p o ses.
⁭ Pr o g r essio n an d t r ain in g b eyo n d t h ese Classif icat io n Levels ar e su b ject t o r elev an t

car eer p at h cr it er ia.
Administrative Employee - Level 1(a) (Salary Point 0.0)

An Ad m in ist r at ive Em p lo yee - Level 1(a) w ill m ean an em p lo yee n o t elsew h er e d ef in ed ,
w h o is u n d er t akin g st r u ct u r ed t r ain in g so as t o en ab le t h e em p lo y ee t o p er f o r m d u t ies
asso ciat ed w it h cler ical f u n ct io n s.
Su ch st r u ct u r ed t r ain in g w ill b e co m p let ed w it h in t h r ee (3) m o n t h s o f ap p o in t m en t t o

t h is level. An em p lo yee at t h is level w o r ks u n d er d ir ect su p er visio n , an d p er f o r m s r o u t in e
d u t ies.
No t e: An Ad m in ist r at iv e Em p lo yee - Lev el 1(a) f alls w it h in t h e Nat io n al Tr ain in g Bo ar d

Au st r alian Qu alif icat io n s Fr am ew o r k at Level 1.
Administrative Employee - Level 1(b) (Salary Point 1.0)

An Ad m in ist r at iv e Em p lo yee - Level 1(b ) w ill m ean an em p lo y ee w h o is u n d er t akin g
st r u ct u r ed t r ain in g t o w ar d s a Cer t if icat e I o r eq u ivalen t so as t o en ab le t h e em p lo yee t o
p er f o r m w o r k w it h in t h e sco p e o f t h is level.
An em p lo yee at t h is lev el p o ssesses co m p et en cies w h ich e n ab les t h e em p lo yee t o :
 Per f o r m r o u t in e, p r ed ict ab le, r ep et it ive an d p r o ced u r alised t asks;

 Exer cise ju d g em en t w it h in t h e em p lo yee’s lev el o f skill an d t r ain in g ;
 Wo r k u n d er d ir ect su p er visio n ;
 Un d er st an d b asic q u alit y co n t r o l/assu r an ce p r o ced u r es; an d
 Un d er st an d an d u t ilise b asic lit er acy an d n u m er acy skills, co m m en su r at e w it h t h e
em p lo yee’s t r ain in g , exp er ien ce an d r esp o n sib ilit ies.
No t e: An Ad m in ist r at iv e Em p lo yee - Level 1(b ) f alls w it h in t h e Nat io n al Tr ain in g Bo ar d

Administrative employee - Level 2 (Salary Point 2.0)

An Ad m in ist r at ive Em p lo yee - Lev el 2 w ill m ean an em p lo yee w h o h as co m p let ed a
Cer t if icat e I o r eq u ivalen t so as t o en ab le t h e em p lo yee t o p er f o r m w o r k w it h in t h e sco p e
o f t h is level.
An em p lo yee at t h is lev el p o ssesses co m p et en cies w h ich en ab les t h e em p lo yee t o :

 Pr o vid e cler ical su p p o r t w it h in Sect io n s/Dep ar t m en t s;
 Be r esp o n sib le f o r t h e q u alit y o f t h e em p lo y ee’s o w n w o r k;

 Wo r k u n d er r o u t in e su p er v isio n eit h er in d iv id u ally o r in a t eam en v ir o n m en t ;
 Exer cise ju d g em en t w it h in t h e em p lo yee’s lev el o f skills an d t r ain in g ;
 Assist n ew st af f an d t r ain er s b y p r o v id in g g u id an ce an d ad v ice;
 Wo r k in co n f o r m it y w it h est ab lish ed r u les an d /o r g u id elin es; an d
 Use w r it in g , n u m er acy an d eq u ip m en t skills, co m m en su r at e w it h t h e em p lo y ee’s
t r ain in g , exp er ien ce an d r esp o n sib ilit ies.
No t e: An Ad m in ist r at ive Em p lo yee - Level 2 f alls w it h in t h e Nat io n al Tr ain in g Bo ar d

Administrative Employee - Level 3 (Salary Point 3.0)

An Ad m in ist r at ive Em p lo yee - Lev el 3 w ill m ean an em p lo yee w h o h as co m p let ed a
Cer t if icat e II, o r eq u iv alen t so as t o en ab le t h e em p lo y ee t o p er f o r m w o r k w it h in t h e
sco p e o f t h is level.

 Fu lf il a g en er al su p p o r t f u n ct io n w it h in t h e w o r kp lace;
 Un d er st an d r elev an t o r g an isat io n al st r u ct u r e, p r o ced u r e an d p o licy an d exer cise
d iscr et io n alt h o u g h
 kn o w led g e r eq u ir ed t o p er f o r m w o r k is u su ally r elat iv e t o p r eced en t s, g u id elin es,
p r o ced u r es,
 Reg u lat io n s an d in st r u ct io n s;
 Assist in t h e p r o v isio n o f o n -t h e-jo b t r ain in g t o a lim it ed d eg r ee;
 Wo r k u n d er g en er al su p er v isio n ;
 Exer cise ap p r o p r iat e key b o ar d skills (w h er e r elevan t ) at a level h ig h er t h an an
em p lo yee at Level 2; an d
 Be r esp o n sib le f o r en su r in g t h e q u alit y o f t h e em p lo yee’s o w n w o r k, co m m en su r at e
w it h t h e em p lo yee’s t r ain in g , exp er ien ce an d r esp o n sib ilit ies.
No t e: An Ad m in ist r at ive em p lo yee - Level 3 f alls w it h in t h e Nat io n al Tr ain in g Bo ar d

Au st r alian St an d ar d s Fr am ew o r k at Level 2.

An Ad m in ist r at ive Em p lo yee - Level 4 w ill m ean an em p lo y ee w h o ap p lies t h e skills
acq u ir ed t h r o u g h t h e su ccessf u l co m p let io n o f a t r ad e eq u iv alen t Cer t if icat e level
q u alif icat io n , a Cer t if icat e III o r eq u iv alen t an d is ab le t o exer cise t h e skills an d kn o w led g e
o f su ch cer t if icat io n an d exp er ien ce.

 Un d er st an d an d ap p ly q u alit y syst em s an d is ab le t o in sp ect p r o d u ct s an d /o r m at er ials
f o r co n f o r m it y w it h est ab lish ed o p er at io n al st an d ar d s;
 Exer cise g o o d in t er p er so n al co m m u n icat io n s skills;
 Exer cise d iscr et io n w it h in t h e sco p e o f t h is level;
 Pr o vid e t r ain in g an d g u id an ce as r eq u ir ed ;
 Per f o r m w o r k u n d er g en er al d ir ect io n , eit h er in d iv id u ally o r in a t eam en vir o n m en t ;
 Un d er t ake a r an g e o f d u t ies r eq u ir in g ju d g em en t , liaiso n an d co m m u n icat io n w it h in
t h e o r g an isat io n
 an d o t h er in t er est ed p ar t ies; an d
 Per f o r m p lan n in g an d co -o r d in at io n o f t asks as r eq u ir ed , co m m en su r at e w it h t h e
em p lo yees t r ain in g , exp er ien ce an d r esp o n sib ilit ies.


An Ad m in ist r at ive Em p lo yee - Level 5 w ill m ean an em p lo y ee w h o :
In ad d it io n t o t h e r eq u ir em en t s o f an Ad m in ist r at iv e Em p lo yee Lev el 4 h as co m p let ed :

 Th r ee (3) ap p r o p r iat e m o d u les o r eq u ivalen t ; o r
 An eq u ivalen t st an d ar d o f st r u ct u r ed in d u st r y sp ecif ic t r ain in g , co m p r ised o f co u r ses
en d o r sed b y t h e Tr ain in g Co m m it t ee;
OR
 Is an em p lo yee w it h an eq u ivalen t level o f t r ain in g an d /o r skills an d exp er ien ce (e.g .
p o ssesses an ap p r o p r iat e Asso ciat e Dip lo m a b u t is w it h o u t r elev an t w o r k exp er ien ce).

 Wo r k u n d er g en er al su p er v isio n , eit h er in d ivid u ally o r in a t eam en vir o n m en t ;
 Un d er st an d an d im p lem en t q u alit y syst em s;
 Per f o r m su p er viso r y f u n ct io n s w it h in t h e sco p e o f t h is level an d assist su b o r d in at e
st af f w it h o n t h e-jo b t r ain in g ; an d
 Exer cise in it iat iv e in t h e ap p licat io n o f est ab lish ed w o r k p r o ced u r es, co m m en su r at e
No t e: An Ad m in ist r at ive Em p lo yee Level 5 f alls w it h in t h e Nat io n al Tr ain in g Bo ar d


In ad d it io n t o t h e r eq u ir em en t s o f Ad m in ist r at ive Em p lo y ee Level 4 h as co m p let ed :
 Nin e (9) ap p r o p r iat e m o d u les o f t r ain in g o r eq u ivalen t ; o r

 An eq u iv alen t st an d ar d o f st r u ct u r ed In d u st r y sp ecif ic t r ain in g , co m p r ised o f co u r ses
OR
p o ssesses an ap p r o p r iat e Asso ciat e Dip lo m a an d h as r elev an t skills an d exp er ien ce
ap p r o p r iat e t o t h is level).

 Pr o vid e g u id an ce an d assist an ce an d u n d er t ake su p er viso r y r esp o n sib ilit ies as p ar t o f
t h e f u n ct io n ;
 Assist in t h e p r o v isio n o f t r ain in g , in co n ju n ct io n w it h su p er v iso r s an d t r ain er s;
 Wo r k u n d er lim it ed su p er visio n ; an d
 Exer cise d iscr et io n w it h in t h e sco p e o f t h is level, co m m en su r at e w it h t h e em p lo yee’s


In ad d it io n t o t h e r eq u ir em en t s o f an Ad m in ist r at iv e Em p lo yee - Lev el 4 h as co m p let ed :

 An Ad v an ced Cer t if icat e o r eq u iv alen t ; o r
 An eq u iv alen t st an d ar d o f st r u ct u r ed In d u st r y sp ecif ic t r ain in g , co m p r ised o f co u r ses
OR
p o ssesses an ap p r o p r iat e Asso ciat e Dip lo m a an d h as r elev an t skills an d exp er ien ce
ap p r o p r iat e t o t h is lev el). An em p lo yee at t h is level p o ssesses co m p et en cies w h ich
en ab les t h e em p lo y ee t o :
 Un d er t ake w o r k in r elat io n t o est ab lish ed p r io r it ies an d w o r k p r act ices;
 Resear ch an d p r ep ar e p ap er s, r ep o r t s, an d d r af t co m p lex co r r esp o n d en ce;
 Un d er t ake act iv it ies o f a t ech n ical/sp ecialist o r d et ailed n at u r e;
 Assist in t h e p r ep ar at io n o f p r o ced u r al g u id elin es;
 In t er p r et an d an alyse in f o r m at io n ;
 Over see an d co -o r d in at e t h e w o r k o f su b o r d in at e st af f ;
 Has an o v er all kn o w led g e an d u n d er st an d in g o f t h e o p er at in g p r in cip le o f t h e
syst em s an d eq u ip m en t o n w h ich t h e em p lo yee is r eq u ir ed t o car r y o u t t h eir
t asks; an d
 Assist in t h e p r o visio n o f t r ain in g t o em p lo yees in co n ju n ct io n w it h
su p er v iso r s/t r ain er s, co m m en su r at e w it h t h e em p lo yee’s t r ain in g , exp er ien ce an d
r esp o n sib ilit ies.
No t e: Ad m in ist r at ive Em p lo yee - Level 7 f alls w it h in t h e Nat io n al Tr ain in g Bo ar d Au st r alian

Qu alif icat io n s Fr am ew o r k at Level 5.

In ad d it io n t o t h e r eq u ir em en t s o f Ad m in ist r at ive Em p lo y ee Level 4 h as co m p let ed :

 An Asso ciat e Dip lo m a o r eq u ivalen t ; o r
 An eq u iv alen t st an d ar d o f st r u ct u r ed sp ecif ic t r ain in g , co m p r ised o f co u r ses
OR
 Is an em p lo yee w it h an eq u ivalen t level o f t r ain in g an d /o r skills an d exp er ien ce.

 Op er at e u n d er lim it ed d ir ect io n in r elat io n t o p r io r it ies;
 Pr ep ar e d et ailed r ep o r t s an d car r y o u t in vest ig at io n s o n co m p lex eq u ip m en t as
d ir ect ed o r w it h in
 t h e sco p e o f d iscr et io n at t h is level;
 Ap p ly ad v an ced kn o w led g e an d u n d er st an d in g o f t h e p r in cip les o f t h e r an g e o f
syst em s an d /o r eq u ip m en t o n w h ich h e e m p lo yee m ay b e in vo lved ;
 Assist in t h e p r o visio n o f t r ain in g t o em p lo yees in co n ju n ct io n w it h
su p er v iso r s/t r ain er s;
 Pr ep ar e d o cu m en t at io n f o r p o licy d ecisio n , co m p lex co r r esp o n d en ce an d t h e like;
 Set p r io r it ies an d ach ieve o b ject ives, m o n it o r w o r k f lo w an d m an ag e st af f
r eso u r ces t o m eet
 o b ject iv es; an d
 Per f o r m m ain t en an ce p lan n in g an d p r ed ict iv e m ain t en an ce w o r k f o r syst em s an d
eq u ip m en t , co m m en su r at e w it h t h e em p lo yee’s t r ain in g , exp er ien ce an d


An Ad m in ist r at ive Em p lo yee - Lev el 9 w ill m ean an em p lo yee w h o in ad d it io n t o t h e
r eq u ir em en t s o f Ad m in ist r at ive Em p lo yee Lev el 4 h as co m p let ed :
 An Asso ciat e Dip lo m a o r eq u iv alen t an d f u r t h er , h as co m p let ed ad d it io n al t r ain in g

as sp ecif ied in t h e ap p r o p r iat e Car eer Pat h ; o r
 An eq u iv alen t st an d ar d o f st r u ct u r ed sp ecif ic t r ain in g co m p r ised o f co u r ses
en d o r sed b y t h e Tr ain in g Co m m it t ee.
 Per f o r m w o r k w it h in b r o ad g u id elin es an d u n d er g en er al d ir ect io n ;

 Accep t r esp o n sib ilit y f o r t ech n ical exp er t ise, p lan n in g , ad m in ist r at io n o r co -
o r d in at io n w o r k;
 Hav e su b st an t ial acco u n t ab ilit y an d r esp o n sib ilit y f o r o u t p u t ;
 Assist in t h e p r o v isio n o f t r ain in g at t h e level r eq u ir ed ;
 In it iat e in vest ig at io n s an d p r o d u ce t ech n ical r ep o r t s;
 Wo r k in d ep en d en t ly as a sp ecialist o r in a t eam ;
 Pr o vid e sp ecialist su p p o r t in a r an g e o f p r o g r am s/act iv it ies;
 Co n t r o l an d co -o r d in at e t h e w o r ks p r o g r am w it h in b u d g et ar y co n st r ain t s;
 Set p r o ject p r io r it ies, p lan an d o r g an ise o w n w o r k an d t h at o f su b o r d in at e st af f ;
an d
 Un d er t ake a r an g e o f f u n ct io n s r eq u ir in g ap p licat io n an d d ev el o p m en t o f
kn o w led g e an d skills ap p r o p r iat e t o d ep ar t m en t al an d /o r en t er p r ise g o als,
co m m en su r at e w it h t h e em p lo yee’s t r ain in g , exp er ien ce an d r esp o n sib ilit ies.


An Ad m in ist r at iv e Em p lo yee - Lev el 10 w ill m ean an em p lo y ee w h o in ad d it io n t o t h e

 Accep t a h ig h d eg r ee o f r esp o n sib ilit y f o r t ech n ical exp er t ise, p lan n in g ,

ad m in ist r at io n o r co o r d in at io n o f w o r k;
 Hav e sig n if ican t acco u n t ab ilit y an d r esp o n sib ilit y f o r o u t p u t ;
 Un d er t ake h ig h level cr eat ive p lan n in g , d esig n o r m an ag em en t f u n ct io n s;
 Use a h ig h level o f t h eo r et ical, co g n it iv e an d ap p lied kn o w led g e;
 Exer cise lim it ed m an ag er ial r esp o n sib ilit y f o r a w o r k ar ea;
 Wo r k in d ep en d en t ly as a sp ecialist an d /o r a sen io r m em b er o f a p r o ject t eam ;
 Disp lay a h ig h level o f in t er p er so n al skills in t h e p er f o r m an ce o f t h e f u n ct io n ; an d
 Develo p an d im p lem en t sig n if ican t w o r ks p r o g r am s, co m m en su r at e w it h t h e

An Ad m in ist r at iv e Em p lo yee - Lev el 11 w ill m ean an em p lo y ee w h o in ad d it io n t o t h e

 Be r esp o n sib le as a t ech n ical exp er t o r sen io r ad m in ist r at o r ;

 Pr o vid e a h ig h level o f cr eat ive p lan n in g , d esig n an d asso ciat ed m an ag er ial
f u n ct io n s;
 Est ab lish an d r eview g u id elin es an d d evise n ew ap p r o ach es t o d esig n , o p er at io n ,
d evelo p m en t o r in vest ig at io n ;
 Be acco u n t ab le an d r esp o n sib le f o r o u t p u t ;
 Disp lay in t er p er so n al skills in t h e p er f o r m an ce o f f u n ct io n s at t h e level r eq u ir ed ;
 Develo p an d im p lem en t sig n if ican t w o r k p r o g r am s; an d
 Exer cise in it iat ive in t h e p r o d u ct io n an d ap p licat io n o f St an d ar d s an d Pr o ced u r es,
co m m en su r at e w it h t h e em p lo yee’s t r ain in g , exp er ien ce an d r esp o n sib ilit ies.
No t e: Ad m in ist r at iv e Em p lo yee - Level 11 f alls w it h in t h e Nat io n al Tr ain in g Bo ar d

Classification Definitions - Technical Stream

Tech n ical St r eam Classif icat io n St r u ct u r e Ou t lin e
Salary
Classification Level Training Requirements
Point
16.0
15.0 ⁭ ⁭
14.0 Tech n ical Asso ciat e Dip lo m a + ad d it io n al
Em p lo yee Level 8 t r ain in g o r eq u iv alen t
11.0 Tech n ical Asso ciat e Dip lo m a o r eq u ivalen t
Em p lo yee Level 5
9.0 Tech n ical Ad v an ced Cer t if icat e o r Eq u iv alen t
Em p lo yee Level 4
7.0 Tech n ical
9 m o d u les o r eq u iv alen t
Em p lo yee Level 3
6.0 ⁭ * 6 m o d u les o r eq u iv alen t
5.0 Po w er Wo r ker Tech n ical 3 m o d u les o r eq u iv alen t
Level 5 Em p lo yee Level 2
4.0 Po w er Wo r ker Tech n ical Tr ad e Cer t if icat e o r Cer t if icat e III o r
Level 4 Em p lo yee Level 1 eq u ivalen t
3.0 Po w er Wo r ker Cer t if icat e II o r e q u iv alen t
Level 3
2.0 Po w er Wo r ker Cer t if icat e I o r eq u iv alen t
Level 2
1.0 Po w er Wo r ker Un d er t akin g st r u ct u r ed t r ain in g
Level 1(b ) t o w ar d s a Cer t if icat e I
0.0 Po w er Wo r ker In d u ct io n Tr ain in g
Level 1(a)

* Ref er en ce t o Salar y Po in t s 6, 8, 10 ar e f o r exp lan at io n p u r p o ses o n ly an d ar e n o t t o
be t r eat ed as classif icat io n s f o r Agreement p u r p o ses.
⁭ Pr o g r essio n an d t r ain in g b eyo n d t h ese Classif icat io n Levels ar e su b ject t o r elevan t
car eer p at h cr it er ia.
Power Worker - Level 1(a) (Salary Point 0.0)

A Po w er Wo r ker Lev el 1(a) w ill m ean an em p lo yee n o t elsew h er e d ef in ed w h o is
u n d er t akin g st r u ct u r ed t r ain in g so as t o en ab le t h e em p lo y ee t o p er f o r m d u t ies
asso ciat ed w it h a Po w er Wo r ker 1(b ).
Su ch st r u ct u r ed t r ain in g w ill b e co m p let ed w it h in t h r ee (3) m o n t h s o f ap p o in t m en t t o

t h is lev el.
An em p lo yee at t h is level w o r ks u n d er d ir ect su p er v isio n , an d p er f o r m s r o u t in e d u t ies

essen t ially o f a m an u al n at u r e.
No t e: Po w er Wo r ker Level 1(a) f alls w it h in t h e Nat io n al Tr ain in g Bo ar d Au st r alian

Power Worker - Level 1(b) (Salary Point 1.0)

A Po w er Wo r ker Lev el 1(b ) w ill m ean an em p lo yee w h o is u n d er t akin g st r u ct u r ed t r ain in g
t o w ar d s a Cer t if icat e I o r eq u ivalen t .
 Per f o r m r o u t in e, p r ed ict ab le, r ep et it ive an d p r o ced u r alised t asks o f a m an u al

n at u r e;
 Exer cise m in im al ju d g em en t ;
 Wo r k u n d er d ir ect su p er visio n ;
 Un d er st an d b asic q u alit y co n t r o l/assu r an ce p r o ced u r es; an d
 Un d er st an d an d u t ilise b asic lit er acy an d n u m er acy skills, co m m en su r at e w it h t h e
No t e: Po w er Wo r ker Level 1(b ) f alls w it h in t h e Nat io n al Tr ain in g Bo ar d Au st r alian

Power Worker - Level 2 (Salary Point 2.0)

A Po w er Wo r ker Level 2 w ill m ean an em p lo yee w h o h as co m p let ed a Cer t if icat e I (8
m o d u les) o r eq u iv alen t .
 Per f o r m m an u al f u n ct io n al su p p o r t d u t ies w it h in t h e en t er p r ise;

 Be r esp o n sib le f o r t h e q u alit y o f t h e em p lo y ee’s o w n w o r k;
 Wo r k u n d er r o u t in e su p er v isio n eit h er in d iv id u ally o r in a t eam en v ir o n m en t ;
 Exer cise d iscr et io n w it h in t h e em p lo yee’s lev el o f skills an d t r ain in g ; an d
 Per f o r m d u t ies as a co m p et en t assist an t , co m m en su r at e w it h t h e em p lo y ee’s
No t e: Po w er Wo r ker Level 2 f alls w it h in t h e Nat io n al Tr ain in g Bo ar d Au st r alian


A Po w er Wo r ker Level 3 w ill m ean an em p lo yee w h o h as co m p let ed a Cer t if icat e II (16
m o d u les) o r eq u iv alen t .

 Per f o r m a sp ecif ic su p p o r t f u n ct io n w it h in t h e en t er p r ise, o r
 Un d er t ake t r ain in g as a Lin esp er so n o r Jo in t er ;
 Wo r k f r o m co m p lex in st r u ct io n s an d p r o ced u r es;
 Assist in t h e p r o v isio n o f o n -t h e-jo b t r ain in g t o a lim it ed d eg r ee;
 Wo r k u n d er g en er al su p er v isio n ;
 Exer cise ap p r o p r iat e keyb o ar d skills (w h er e r elev an t ) at a level h ig h er t h an an
em p lo yee at Level 2;
 Be r esp o n sib le f o r assu r in g t h e q u alit y o f t h e em p lo yee’s o w n w o r k; an d
 Per f o r m w o r k as a co m p et en t assist an t , co m m en su r at e w it h t h e em p lo yee’s


A Po w er Wo r ker Level 4 w ill m ean an em p lo y ee, n o t b ein g a t r ad esp er so n , w h o , w h ile st ill
b ein g p r im ar ily en g ag ed in a su p p o r t f u n ct io n , ap p lies t h e skills acq u ir ed t h r o u g h t h e
su ccessf u l co m p let io n o f a Cer t if icat e level q u alif icat io n (e.g . Cer t if ic at e III, 24 m o d u les) o r
eq u ivalen t .
 Un d er st an d an d ap p ly q u alit y syst em s;
 Exer cise d iscr et io n w it h in t h e sco p e o f t h is level; an d
 Per f o r m w o r k u n d er g en er al su p er visio n , eit h er in d iv id u ally o r in a t eam
en vir o n m en t , co m m en su r at e w it h t h e em p lo yee’s t r ain in g , exp er ien ce an d
No t e: A Po w er Wo r ker Level 4 f alls w it h in t h e Nat io n al Tr ain in g Bo ar d Au st r alian

Power worker - Level 5 - (Salary Point 5.0)

A Po w er w o r ker Level 5 w ill m ean an em p lo y ee w h o , in ad d it io n t o t h e r eq u ir em en t s o f a
Po w er Wo r ker Level 4, h as co m p let ed an ad d it io n al 3 m o d u les o r eq u ivalen t .
An em p lo y ee at t h is level w o r ks ab o ve an d b eyo n d a Po w er w o r ker Lev el 4, an d p o ssess

co m p et en cies w h ich en ab les t h e em p lo yee t o :

 Wo r k u n d er g en er al su p er v isio n , eit h er in d ivid u ally o r in a t eam en vir o n m en t ;
 Un d er st an d an d im p lem en t q u alit y syst em s; an d
 Pr o vid e g u id an ce an d assist an ce r elevan t t o t h eir skills, co m m en su r at e w it h t h e

Technical employee - Level 1 (Salary Point 4.0)

A Tech n ical em p lo y ee Level 1 w ill m ean an em p lo yee w h o h o ld s an ap p r o p r iat e Tr ad e
Cer t if icat e, Tr ad esp er so n ’s Rig h t s Cer t if icat e o r Cer t if icat e o f Co m p et en cy , as d ef in ed in
t h e Elect r icit y Act 1994, o r eq u ivalen t , an d is ab le t o exer cise t h e skills an d kn o w led g e o f
su ch cer t if icat io n .
 Per f o r m t r ad e w o r k w h ich is g en er ally o f a r o u t in e, n o n -co m p lex n at u r e;

 Per f o r m w o r k u n d er g en er al su p er visio n eit h er in d iv id u ally o r in a t eam
en vir o n m en t ; an d
 Per f o r m w o r k w h ich in vo lves t h e skills o f t h e em p lo yee’s t r ad e an d w o r k w h ich is
in cid en t al an d f acilit at es t h e co m p let io n o f t h e em p lo yee’s w o r k, co m m en su r at e
No t e: Tech n ical Em p lo yee Level 1 f alls w it h in t h e Nat io n al Tr ain in g Bo ar d Au st r alian

Technical Employee - Level 2 (Salary Point 5.0)

A Tech n ical Em p lo yee Level 2 w ill m ean an em p lo yee w h o in ad d it io n t o t h e r eq u ir em en t s
o f Tech n ical Em p lo yee - Level 1 h as co m p let ed :
 Th r ee (3) ap p r o p r iat e m o d u les o f t r ain in g o r eq u ivalen t ; o r

OR
p o ssesses an ap p r o p r iat e Asso ciat e Dip lo m a b u t is w it h o u t r elev an t w o r k exp er ien ce):
 Wh o is en g ag ed in r o u t in e t ech n ical d u t ies; o r
 Wh o se f u n ct io n is t h at o f Tr ain er /Su p er v iso r /Co -o r d in at o r , w h ich is at a lev el h ig h er
t h an t h at o f Em p lo y ee-in -ch ar g e, (i.e. is r esp o n sib le f o r t h e w o r k o f o t h er
em p lo yees en g ag ed at a sim ilar o r lo w er classif icat io n level an d /o r t h e p r o v isio n o f
st r u ct u r ed o n -t h e-jo b t r ain in g t o su ch em p lo yees), an d w h o , su b ject t o st at u t o r y
licen sin g r eq u ir em en t s, exer cises t h e skills an d kn o w led g e o f su ch t r ain in g .
An em p lo yee at t h is level is an exp er ien ced em p lo yee w h o exer cises t r ad e an d /o r o t h er

skills r elev an t t o t h e sp ecif ic r eq u ir em en t s o f t h e en t er p r ise at a h ig h er level t h an a
Tech n ical Em p lo y ee Lev el 1 an d p o ssesses co m p et en cies w h ich en ab le t h e em p lo y ee t o :

 Wo r k u n d er g en er al su p er v isio n eit h er in d iv id u ally o r in a t eam en v ir o n m en t ;
 Pr o vid e t ech n ical g u id an ce t o o t h er s in t h eir w o r k t eam ; an d
 Per f o r m in cid en t al an d p er ip h er al w o r k, co m m en su r at e w it h t h e em p lo y ee’s
No t e: Th e m in im u m salar y lev el f o r an em p lo yee w h o se p r in cip al f u n ct io n is t h at o f

Tr ain er /Su p er v iso r / Co -o r d in at o r is Salar y Po in t 6.0.
Tech n ical Em p lo y ee Level 2 f alls w it h in t he Nat io n al Tr ain in g Bo ar d Au st r alian


A Tech n ical Em p lo y ee Level 3 w ill m ean an em p lo yee w h o :
 In ad d it io n t o t h e r eq u ir em en t s o f Tech n ical Em p lo yee - Level 1 h as co m p let ed :

 An ap p r o p r iat e Po st Tr ad es Cer t if icat e (9 m o d u les) o r eq u ivalen t ; o r
OR
 Is an em p lo yee w it h an eq u ivalen t level o f t r ain in g an d /o r skills an d exp er ien ce (e.g .
p o ssesses an ap p r o p r iat e Asso ciat e Dip lo m a an d h as r elev an t skills an d exp er ien c e
ap p r o p r iat e t o t h is level):

 Wh o p er f o r m s t ech n ical d u t ies; o r
 Exer cises cr o ss-skillin g in t ech n ical f ield s; o r
 Wh o se p r in cip al f u n ct io n is t h at o f Tr ain er /Su p er viso r /Co -o r d in at o r (i.e. is
r esp o n sib le f o r t h e w o r k o f o t h er em p lo yees en g ag ed at a sim ilar o r lo w er
classif icat io n level an d /o r t h e p r o v isio n o f st r u ct u r ed o n -t h e-jo b t r ain in g t o
su ch em p lo yees), an d w h o , su b ject t o st at u t o r y licen sin g r eq u ir em en t s,
exer cises t h e skills an d kn o w led g e o f su ch t r ain in g .

 Wo r k u n d er lim it ed su p er visio n eit h er in d ivid u ally o r in a t eam en vir o n m en t ;
 Pr o vid e t ech n ical g u id an ce t o o t h er s in t h eir w o r k t eam ;
 Assist in t h e p r o v isio n o f o n -t h e-jo b t r ain in g t o o t h er s in t h eir w o r k t eam ; an d
 Per f o r m in cid en t al an d p er ip h er al w o r k, co m m en su r at e w it h t h e em p lo y ee’s

Qu alif icat io n Fr am ew o r k at Lev el 4.

o f Tech n ical em p lo yee - Level 1 h as co m p let ed :
An ap p r o p r iat e Ad v an ced Cer t if icat e (15 m o d u les) o r eq u iv alen t ; o r
An eq u iv alen t st an d ar d o f st r u ct u r ed sp ecif ic t r ain in g , co m p r ised o f co u r ses en d o r sed b y
t h e Tr ain in g Co m m it t ee;
OR
Is an em p lo yee w it h an eq u ivalen t level o f t r ain in g an d /o r skills an d exp e r ien ce w h o :
 Per f o r m s p lan n in g an d /o r t ech n ical d u t ies; o r
 Exer cises cr o ss-skillin g in t ech n ical f ield s; o r
 Per f o r m s t h e p r in cip al f u n ct io n o f a Tr ain er /Su p er v iso r /Co -o r d in at o r (i.e. is
classif icat io n level an d /o r t h e p r o v isio n o f st r u ct u r ed o n -t h e-jo b t r ain in g t o su ch
em p lo yees), an d w h o , su b ject t o st at u t o r y licen sin g r eq u ir em en t s, exer cises t h e
skills an d kn o w led g e o f su ch t r ain in g .
An em p lo y ee at t h is level ap p lies t ech n ical p r in c ip les, p r act ices, t ech n iq u es an d h u m an

r elat io n s skills t o act iv it ies w h ich in clu d e, f o r exam p le; h ig h level m an u al skills, f au lt
d iag n o sis an d r elat ed t asks in a w o r ksh o p , lab o r at o r y, o f f ice, f ield o r o p er at io n s f u n ct io n
an d w it h f u r t h er in f o r m at io n , su p e r v ise su ch act iv it ies. Su ch an em p lo yee p o ssesses
 Per f o r m r o u t in e t ech n ical w o r k o n co m p lex eq u ip m en t as d ir ect ed ;

 Use an o ver all kn o w led g e an d u n d er st an d in g o f t h e o p er at in g p r in cip les o f t h e
syst em s an d eq u ip m en t o n w h ich t o car r y o u t t asks;
 Pr ep ar e t ech n ical r ep o r t s (as r eq u ir ed );
 Exer cise b r o ad d iscr et io n w it h in t h e sco p e o f t h is lev el;
 Pr o vid e t ech n ical g u id an ce o r ad vice w it h in t h e sco p e o f t h is level;
p er f o r m s in cid en t al an d p er ip h er al w o r k, p er f o r m s sy st em co n t r o l o p er at in g
d u t ies, co m m en su r at e w it h t h e em p lo y ee’s t r ain in g , exp er ien ce an d

Qu alif icat io n s

 An ap p r o p r iat e Asso ciat e Dip lo m a o r eq u iv alen t ; o r

OR
 Is an em p lo yee w it h an eq u ivalen t level o f t r ain in g an d /o r skills an d exp er ien ce w h o :
 Per f o r m s p lan n in g an d /o r t ech n ical d u t ies; o r
 Exer cises cr o ss-skillin g in t ech n ical f ield s; o r
 Per f o r m s t h e p r in cip al f u n ct io n o f a Tr ain er /Su p er viso r /Co -o r d in at o r (i.e. is
classif icat io n lev el an d /o r t h e p r o visio n o f st r u ct u r ed o n -t h e-jo b t r ain in g t o
su ch em p lo yees),an d w h o , su b ject t o st at u t o r y licen sin g r eq u ir em en t s,
exer cises t h e skills an d kn o w led g e o f su ch t r ain in g ,
 Per f o r m s syst em co n t r o l o p er at in g d u t ies.
 Su b ject t o jo b r eq u ir em en t s, an em p lo yee at t h is level ap p lies p r act ical t ech n iq u es o f

an aly sis an d t ech n ical p r in cip les, st an d ar d s an d p r act ices, an d h u m an r elat io n s, t o n ew
an d exist in g t ech n o lo g ies in st an d ar d d esig n , t est in g , in sp ect io n , p lan t o p er at io n ,
m an u f act u r in g , in clu d in g f au lt d iag n o sis an d m ain t en an ce, an d w it h f u r t h er
in f o r m at io n , su p er v ises an d m an ag es su ch w o r k. Su ch an em p lo yee m ay p o ssess
 Hav e an ad v an ced kn o w led g e an d u n d er st an d in g o f t h e o p er at in g p r in cip les o f

t h e syst em s an d eq u ip m en t o n w h ich t o car r y o u t t asks;
 Pr ep ar e d et ailed t ech n ical r ep o r t s as r eq u ir ed ;
 Un d er t ake t ech n ical in v est ig at io n s w it h in t h e sco p e o f t h is level;
 Pr ep ar e r ep o r t s an d /o r r eco m m en d at io n s o n t h e t ech n ical su it ab ilit y o f
eq u ip m en t , p r o ced u r es an d t est r esu lt s;
 Est im at e, q u o t e, t en d er an d su p er vise elect r ical/elect r o n ic p r o ject s;
 Exer cise in d ep en d en t ju d g em en t an d in it iat iv e w it h in t h e sco p e o f t h is level;
 Pr o vid e t ech n ical g u id an ce o r ad vice w it h in t h e sco p e o f t h is level;
 Per f o r m in cid en t al an d p er ip h er al w o r k, co m m en su r at e w it h t h e em p lo yee’s


 An ap p r o p r iat e Asso ciat e Dip lo m a o r eq u iv alen t ; an d f u r t h er , h as co m p let ed
ad d it io n al t r ain in g
 As sp ecif ied in t h e ap p r o p r iat e Car eer Pat h ; o r
 An eq u ivalen t st an d ar d o f st r u ct u r ed sp ecif ic t r ain in g , co m p r ised o f co u r ses

 Per f o r m w o r k w it h in b r o ad g u id elin es;
 Accep t r esp o n sib ilit y f o r t ech n ical exp er t ise, p lan n in g , su p er v isin g o r co -
o r d in at in g w o r ks;
 In it iat e in vest ig at io n s an d p r o d u ce r esu lt an t t ech n ical r ep o r t s;
 Co n t r o l an d co -o r d in at e t h e w o r ks p r o g r am w it h in b u d g et ar y co n st r ain t s;
 Exer cise a d eg r ee o f au t o n o m y, w it h in b u d g et ar y co n st r ain t s, in est ab lish in g
w o r ks p r o g r am s; an d
 Per f o r m d u t ies as a Pr in cip al Tr ain er /Su p er viso r /Co -o r d in at o r : i.e. - r esp o n sib le
f o r t h e su p er v isio n an d / o r t r ain in g o f Tech n ical Em p lo y ees at lo w er
classif icat io n levels, an d o r
 Per f o r m s syst em co n t r o l o p er at in g d u t ies, co m m en su r at e w it h t h e em p lo ye e’s


A Tech n ical Em p lo yee Level 7 w ill m e an an em p lo yee w h o in ad d it io n t o t h e r eq u ir em en t s
 An ap p r o p r iat e Asso ciat e Dip lo m a o r eq u iv alen t ; an d f u r t h er , h as co m p let ed

ad d it io n al t r ain in g as sp ecif ied in t h e ap p r o p r iat e Car eer Pat h ; o r
 An eq u ivalen t st an d ar d o f st r u ct u r ed sp ecif ic t r ain in g , co m p r ised o f co u r ses

 Accep t a h ig h d eg r ee o f r esp o n sib ilit y f o r t ech n ical exp er t ise, p lan n in g ,
su p er v isin g o r co o r d in at in g w o r ks;
 In it iat e in vest ig at io n s an d p r o d u ce r esu lt an t t ech n ical r ep o r t s;
 Disp lay in t er p er so n al skills in t h e p er f o r m an ce o f t h e em p lo yee’s f u n ct io n ;
 Develo p an d im p lem en t sig n if ican t w o r ks p r o g r am s; an d
f o r t h e su p er v isio n an d / o r t r ain in g o f Tech n ical Em p lo y ees at lo w er
classif icat io n levels,
 Per f o r m s syst em co n t r o l o p er at in g d u t ies, co m m en su r at e w it h t h e em p lo yee’s


o f Tech n ical em p lo yee - Level 1 h as co m p let ed :
 An ap p r o p r iat e Asso ciat e Dip lo m a o r eq u ivalen t ; an d f u r t h er , h as co m p let ed

ad d it io n al t r ain in g as sp ecif ied in t h e ap p r o p r iat e Car eer Pat h ; o r
 An eq u iv alen t st an d ar d o f st r u ct u r ed sp ecif ic t r ain in g co m p r ised o f co u r ses en d o r sed
b y t h e Tr ain in g Co m m it t ee.

 Un d er t ake sig n if ican t r esp o n sib ilit y as an o p er at io n al exp er t , su p er visio n o r co -
o r d in at io n ;
 Pr o vid e a h ig h level o f cr eat ive p lan n in g , d esig n an d asso ciat ed m an ag er ial
f u n ct io n s;
 Est ab lish an d r ev iew g u id elin es an d d evise n ew ap p r o ach es t o d esig n ,
o p er at io n , d ev elo p m en t o r in v est ig at io n ;
 Wo r k in d ep en d en t ly as a sp ecialist , su p er viso r , m an ag er w it h in t h e o p er at io n al
w o r kf o r ce;
 Disp lay in t er p er so n al skills in t h e p er f o r m an ce o f t h e em p lo yee’s f u n ct io n ;
 Develo p an d im p lem en t sig n if ican t w o r ks p r o g r am s;
 Exer cise in it iat iv e in t h e p r o d u ct io n an d ap p licat io n o f st an d ar d s an d
p r o ced u r es; an d
f o r t h e su p er v isio n an d /o r t r ain in g o f Tech n ical em p lo yees at lo w er
classif icat io n levels,
 Per f o r m s syst em co n t r o l o p er at in g d u t ies, co m m en su r at e w it h t h e em p lo yee’s

Classification Definitions - Professional and Managerial Stream

Pr o f essio n al & Man ag er ial St r eam Classif icat io n St r u ct u r e Ou t lin e
Salary Point Classification Level Training Requirements

16.0 Pr o f essio n al & Man ag er ial Em p lo yee Level 4 *
15.0 Pr o f essio n al & Man ag er ial Em p lo yee Level 3 *
14.0
13.0 Pr o f essio n al & Man ag er ial Em p lo yee Level 2
12.0
11.0
10.0
9.0
8.0 Pr o f essio n al & Man ag er ial Em p lo yee Level 1 -
En t r y Po in t *
4 year Deg r ee
7.0
6.2 Pr o f essio n al & Man ag er ial Em p lo yee Level 1 -
En t r y Po in t *
3 year Deg r ee
6.0
* Fo r p r o g r essio n p u r p o ses, t r ain in g is su b ject t o r elevan t car eer p at h cr it er ia.
Professional and Managerial Employee - Level 1 (3 Year Degree Entry - Salary Point 6.2; 4 Year
Degree Entry - Salary Point 8.0)
A Pr o f essio n al an d /o r Man ag er ial Em p lo yee - Level 1 w ill m ean an em p lo yee w h o h o ld s an
ap p r o p r iat e d eg r ee o r eq u ivalen t .
 An em p lo yee at t h is lev el:
 Op er at es u n d er ap p r o p r iat e su p er v isio n ;
 Per f o r m s n o r m al p r o f essio n al w o r k an d exer cises in d iv id u al ju d g em en t an d
in it iat ive in t h e ap p licat io n o f p r in cip les an d m et h o d s ap p licab le t o t h e p r o f essio n
co n cer n ed ;
 Assist s m o r e sen io r p r o f essio n als;

 Has w o r k r ev iew ed b y a co m p et en t p r o f essio n al o f f icer f o r v al id it y, ad eq u acy,
m et h o d s an d p r o ced u r es;
 Assig n s an d ch ecks w o r k o f su p p o r t st af f an d o t h er s assig n ed t o w o r k o n co m m o n
p r o ject s. Wo r k can b e exp ect ed t o r eceive less r ig o r o u s r eview as t h e em p lo yee
p r o g r esses; an d
 Exer cises in it iat iv e in t h e ap p licat io n o f p r o f essio n al p r act ices eit h er as a m em b er
(in so m e sit u at io n s as lead er ) o r a sp ecialist p r o f essio n al in m u lt i -d iscip lin ar y t eam s,
o r in d ep en d en t ly.
No t e: Pr o f essio n al an d /o r Man ag er ial Em p lo yee - Lev el 1 sp an s t h e NTB Au st r alian

Qu alif icat io n s Fr am ew o r k Co m p et en cy Level 6.
Professional and Managerial Employee - Level 2 (Salary Point 13.0)

ap p r o p r iat e d eg r ee o r eq u ivalen t an d w h o h as r elev an t exp er ien ce.
 Per f o r m s w o r k r eq u ir in g t h e ap p licat io n of m at u r e p r o f essio n al skills an d
kn o w led g e;
 Deals w it h p r o b lem s f o r w h ich it is n ecessar y t o m o d if y est ab lish ed g u id elin es an d
d evise n ew ap p r o ach es o r ap p ly n ew p r o f essio n al skills o r t ech n iq u es;
 Makes r eco m m en d at io n s t h at ar e t ech n ically an d co m m er cially accu r at e an d
f easib le;
 Makes d ecisio n s o n m at t er s assig n ed in clu d in g t h e est ab lish m en t o f p r o f essio n al
w o r k st an d ar d s an d p r o ced u r es, an d co n su lt s, r eco m m en d s an d ad vises in
sp ecialist ar eas;
 Ou t lin es an d assig n s w o r k, r eview s it f o r t ech n ical accu r acy an d ad eq u acy , an d
m an ag es t h e w o r k o f o t h er s; an d
 Exer cises in it iat iv e in t h e ap p licat io n o f p r o f essio n al p r act ices eit h er as a m em b er
(in so m e sit u at io n s as lead er ) o r a sp ecialist p r o f essio n al in m u lt i -d iscip lin ar y t eam s,
o r in d ep en d en t ly.
No t e: Pr o f essio n al an d /o r Man ag er ial Em p lo yee - Lev el 2 sp an s t h e NTB Au st r alian


ap p r o p r iat e d eg r ee o r eq u ivalen t an d w h o h as r elev an t exp er ien ce.
 May b e a t ech n ical exp er t o r m an ag e a u n it o f t h e o r g an isat io n . In p r act ice m o st
p o sit io n s at t h is level w ill co n t ain b o t h t h ese elem en t s;
 May b e a t eam lead er h av in g b r o ad u n d er st an d in g sp an n in g m o r e t h an o n e
p r o f essio n al f ield o f w o r k, o r b e a r eco g n ised au t h o r it y w it h in a p ar t icu lar
sp ecialised f ield o f exp er t ise, o r b o t h ;
 Par t icip at es in sh o r t o r lo n g r an g e p lan n in g an d t r an slat es t h e m o r e g en er al
o b ject iv es an d st r at eg ies o f h ig h er m an ag em en t in t o sp ecif ic t ar g et s an d
st r at eg ies f o r t h e u n it ;
 Takes in it iat ives, m akes in d ep en d en t d ecisio n s an d f o r m u lat es p o licies an d
p r o ced u r es w it h in t h is o ver all f r am ew o r k t o o b t ain t h e b est p er f o r m an ce an d
r esu lt s f r o m t h e o r g an isat io n al u n it f o r w h ich t h e o f f icer is acco u n t ab le;
 Gives exp er t t ech n ical ad vice t o m an ag em en t an d o t h er u n it s;
 Takes r esp o n sib ilit y f o r d evelo p m en t an d p r o visio n o f sy st em s, f acilit ies an d
f u n ct io n s;
 Man ag es g r o u p s an d w o r k p r o g r am s;
 Dir ect s o r ad v ises o n t h e u se o f r eso u r ces;

 Makes d ecisio n s n o t u su ally su b ject t o t ech n ical r eview ; d ecid es co u r ses o f act io n
n ecessar y t o exp ed it e t h e su ccessf u l acco m p lish m en t o f assig n ed p r o ject s; an d
m akes r eco m m en d at io n s o f sig n if ican t im p act o n t h e o r g an isat io n ; an d
 Has w o r k assig n ed o n ly in t er m s o f b r o ad o b ject ives. Per f o r m an ce is r ev iew ed f o r
p o licy , so u n d n ess o f ju d g em en t , r esu lt s an d g en er al ef f ect iv en ess.
No t e: Pr o f essio n al an d /o r Man ag er ial Em p lo y ee - Level 3 f alls w it h in t h e NTB Au st r alian

116
ap p r o p r iat e d eg r ee o r eq u ivalen t an d r elev an t exp er ien ce.
 Accep t s r esp o n sib ilit y f o r p r o f essio n al w o r k, d em an d in g a h ig h level o f
exp er t ise, in d ep en d en ce, o r ig in alit y, in g en u it y an d m at u r e ju d g em en t ;
 Man ag es a u n it o f t h e o r g an isat io n an d exh ib it s a h ig h level o f co m p et en ce in
m an ag in g p eo p le an d w o r k;
 Per f o r m s w o r k w h ich is o f p r im ar y im p o r t an ce t o t h e o r g an isat io n an d w h ich
w ill h ave a su b st an t ial ef f ect o n t h e r esu lt s o b t ain ed b y t h e em p lo yin g
o r g an isat io n ;
 Co n t r ib u t es t o t h e o r g an isat io n ’s sh o r t an d lo n g r an g e p lan n in g p r o cess an d t o
t h e f o r m u lat io n o f t h e o r g an isat io n ’s o b ject iv es, st r at eg ies an d p o licies;
 Tr an slat es b r o ad er co r p o r at e o b ject ives, st r at eg ies an d p o licies in t o sp ecif ic
o b ject iv es, st r at eg ies an d p o licies r ealisab le b y t h e o r g an isat io n u n it ;
 Man ag es lar g e w o r k g r o u p s; o r m an ag es a m u lt i - d iscip lin e g r o u p en g ag ed in
in t er r elat ed w o r k; o r m ay b e an exp er t lead in g a t eam o f r elat ed p r o f essio n als;
o r m ay b e a r eco g n ised exp er t in a sp ecialist f ield o f cr u cial im p o r t an ce;
 Takes o ver all r esp o n sib ilit y f o r t h e p r o v isio n an d co n t r o l o f syst em s, r eso u r ces,
f acilit ies, f u n ct io n s an d m ajo r in v est ig at io n s;
 En su r es t h at t h e o r g an isat io n o b t ain s m axim u m b en ef it f r o m t h e ap p licat io n
o f p r o f essio n al exp er t ise;
 Gives exp er t t ech n ical ad v ice an d act s as o r g an isat io n sp o kesp er so n in a
p ar t icu lar f ield o f exp er t ise; an d
 Has w o r k assig n ed o n ly in t er m s o f b r o ad o b ject ives. Per f o r m an ce is r ev iew ed
f o r p o licy , so u n d n ess o f ju d g em en t , r esu lt s an d g en er al ef f ect iven ess in p u r su it
o f co r p o r at e an d m ajo r o r g an isat io n al o b ject iv es.
No t e: Pr o f essio n al an d /o r Man ag er ial Em p lo y ee - Level 4 f alls w it h in t h e NTB Au st r alian


SCHEDULE 4 ANNUALISED ALLOWANCES (AGA)
Asbestos removal - Em p lo yees en g ag ed o n asb est o s r em o val o r w o r kin g in clo se p r o xim it y
t o em p lo yees r em o vin g asb est o s w ill b e p r o vid ed w it h an d w ill u se all n ecessar y
saf eg u ar d s as r eq u ir ed b y t h e Wo r kp lace Healt h an d Saf et y Act o r o t h er r elev an t
leg islat io n .
Battery work - Em p lo yees m ain ly en g ag ed in t h e m ain t en an ce o f st o r ag e b at t er ies, o r

en g ag ed in o ver h au lin g o r r ep air in g o f st o r ag e b at t er ies o r er ect in g seco n d h an d st o r ag e
b at t er ies t h at h ave b een p r evio u sly in u se
Bitumen or tar - Em p lo yees h an d lin g b it u m en o r t ar .
Boiler ducting maintenance - Em p lo yees en g ag ed in m ain t en an ce w o r k in t h e f o llo w in g

ar eas o f b o iler s:
 Fu r n ace w all;
 Bo iler r ear p ass;
 Air h eat er ;
 Cr o ss-o v er d u ct in g ;
 I.D. f an s.
Boiler repair work - Em p lo yees en g ag ed in r ep air s an d alt er at io n s t o o ld w o r k o n ly ,

r eg ar d less o f t h e f act t h at n ew m at er ial m ay h ave t o b e u sed f o r t h e p u r p o se.
Brick repair work - Em p lo yees en g ag ed in r ep air in g t h e b r ickw o r k o f f u r n aces an d set t in g s

in co n n ect io n w it h b o iler s w h er e su ch w o r k is car r ied o u t w it h seco n d -h an d b r icks (i.e.
w it h b r icks w h ich h av e b een p r ev io u sly set in m o r t ar o r f ir e -clay in an y co n st r u ct io n
w o r k)
Building construction work - An em p lo yee w o r kin g o n b u ild in g co n st r u ct io n w o r k (as

d ef in ed h er ein ):
 Clim at ic co n d it io n s w h en w o r kin g in t h e o p en o n all t yp es o f w o r k;

 Th e p h ysical d isad van t ag es o f h avin g t o clim b st air s o r lad d er s;
 Du st b lo w in g in t h e w in d o n b u ild in g sit es;
 Slo p p y an d m u d d y co n d it io n s asso ciat ed w it h t h e in it ial st ag es o f t h e er ect io n o f
t h e b u ild in g ;
 Dir t y co n d it io n s cau sed b y t h e u se o f f o r m o il o r f r o m g r een t im b er ;
 Dr ip p in g s f r o m n ew ly p o u r ed co n cr et e;
 Th e d isab ilit y o f w o r kin g o n all t yp es o f scaf f o ld s, o t h er t h an a sin g le p lan k sw in g
scaf f o ld o r a b o su n ’s ch air ; an d
 Th e lack o f t h e u su al am en it ies asso ciat ed w it h f act o r y w o r k (e.g . r ecr eat io n al
f acilit ies, san it ar y co n v en ien ces, et c.)
Building construction - “ Bu ild in g co n st r u ct io n w o r k ” w ill in clu d e all classes o f w o r k car r ied

o u t d u r in g t h e co n st r u ct io n o f n ew b u ild in g s, t h e co n st r u ct io n o f ad d it io n s t o exist in g
b u ild in g s, an d t h e n ecessar y alt er at io n o f exist in g b u ild in g s, t o m ake t h em co n f o r m t o
an y n ew ad d it io n s, an d t h e d em o lit io n o f b u ild in g s.
Concrete mixing - Em p lo yees en g ag ed in m ixin g co n cr et e.

Confined space - An em p lo yee w o r kin g in a co n f in ed sp ace, i.e. a co m p ar t m en t , sp ace o r
p lace t h e d im en sio n s o f w h ich n ecessit at e t h e em p lo yee w o r kin g in a st o o p ed o r
o t h er w ise cr am p ed p o sit io n o r w it h o u t p r o p er ven t ilat io n .
Dirty work - Em p lo yees em p lo yed o n d ir t y o r o f f en sive w o r k.
Heavy machinery and/or transformers - Em p lo y ees en g ag ed in car t in g an d /o r h an d lin g h eav y

m ach in er y an d /o r t r an sf o r m er s w h ich ar e lo ad ed o n t o veh icles b y m ean s o t h er t h an
cr an es.
Height allowance - Em p lo yees, o t h er t h an em p lo yees en g ag ed in elect r ical lin e w o r k,

r eq u ir ed t o p er f o r m w o r k at an y h eig h t ab o v e f if t een (15) m et r es.
Hot and cold work - Em p lo yees w h o ar e r eq u ir ed t o w o r k f o r m o r e t h an o n e h o u r

co n t in u o u sly in t h e sh ad e in p laces w h er e t h e t em p er at u r e is r aised b y ar t if icial m ean s t o
f o r t y f ive (45) d eg r ees Celsiu s o r m o r e, o r is b elo w 0 d eg r ees Celsiu s.
Insulation work - An em p lo yee em p lo yed o n w o r k w h ich in vo lves t h e h an d lin g o f lo o se slag

w o o l, lo o se in su lw o o l, o r o t h er lo o se m at er ial o f a like n at u r e u sed in t h e co n st r u ct io n ,
r ep air , o r d em o lit io n o f r o o f in g , f lo o r in g , w alls o r p ar t it io n s, f o r p r o v id in g i n su lat io n
ag ain st h eat , co ld o r n o ise.
Live sewer work - Tech n ical Em p lo yees an d t h eir assist an t s en g ag ed o n live sew er w o r k w ill
b e p aid at t h e r at e o f t im e an d a-h alf f o r su ch w o r k. Fo r t h is p u r p o se “liv e sew er w o r k ”
w ill m ean w o r k car r ied o u t in sit u at io n s w h er e t h er e is d ir ect aer ial co n n ect io n w it h a
sew er t h r o u g h w h ich sew er ag e is f lo w in g . Th e t er m w ill in clu d e m ech an ical an d elect r ical
eq u ip m en t in st alled in asso ciat io n w it h an y su ch sew er o r sew er ag e p u m p in g st at io n o r
t r eat m en t w o r ks, b u t w ill n o t ap p ly t o r o u t in e m ain t en an ce w h ich d o es n o t r eq u ir e t h e
d ism an t lin g o f p u m p s et c. Th e t er m w ill also in clu d e a m in im u m p ay m en t o f o n e h o u r f o r
w o r k o n p u m p s af t er r em o val f r o m a p u m p in g st at io n o r t r eat m en t w o r ks f o r clean in g o r
st r ip p in g . Wh er e aer ial co n n ect io n w it h a sew er is b lo cked b y a d isc, p lu g , valv e, w at er
seal o r o t h er m ean s, t h e live sew er r at e w ill n o t ap p ly.
Em p lo yees w h o ar e o n an y d ay r eq u ir ed t o car r y o u t w o r k in co n n ect io n w it h t h e r elease
o f b lo ckag es in sew er ag e lin es an d co n n ect io n s t h er et o (in clu d in g p u m p s).
Machinery floats and/or low loaders - Dr iv er s o f m ach in er y f lo at s an d /o r lo w .
Marker-off - Em p lo yees o ccu p y in g t h e p o sit io n o f m ar ker -o f f .
Noxious gas fumes - Em p lo yees w h o ar e r eq u ir ed t o w o r k am o n g st n o xio u s g as f u m es.
Pole lifting, jack hammer work and handling cement - Po w er Wo r ker s em p lo yed in t h e p o le
lif t in g g an g an d Po w er w o r ker s u sin g jack h am m er s w ill b e p r o vid ed w it h ap r o n s an d
g lo ves b y Energy Queensland f r ee o f ch ar g e. Po w er w o r ker s lo ad in g o r u n lo ad in g a
q u an t it y o f n o t less t h an six (6) b ag s o f cem en t
Precipitator allowance - Em p lo yees w o r kin g in u n clean ed o r h o t p r ecip it at o r s an d

em p lo yees w o r kin g in clean ed p r ecip it at o r s,
Roof repairs - Tech n ical em p lo yees an d t h eir assist an t s en g ag ed o n r ep air s t o r o o f s.
Shot/sand blasting - An em p lo yee w o r kin g a sh o t b last o r san d b last .
Toxic substances - Em p lo yees u sin g t o xic su b st an ces o r m at er ials o f a like n at u r e an d

em p lo yees w o r kin g in clo se p r o xim it y t o em p lo yees

To xic su b st an ces w ill in clu d e ep o xy b ased m at er ials an d all m at er ials w h ich in clu d e o r
r eq u ir e t h e ad d it io n o f a cat alyst h ar d en er an d r eact ive ad d it ives o r 2 p ack cat aly st
syst em w ill b e d eem ed t o b e m at er ials o f a like n at u r e.
Tunnelling under roads - Em p lo yees en g ag ed in t u n n ellin g u n d er r o ad s.
Unpleasant conditions - Wo r k d o n e u n d er p ar t icu lar ly h o t an d u n p leasan t co n d it io n s o n o r

in b o iler s o r co n d en ser s, o n so o t b lo w er sy st em s o f st eam in g o r b an ked b o iler s, o r in
alt er n at o r air ch am b er s d u r in g sh o r t o u t ag es o r b r eakd o w n s.
Th is Allowance w ill n o t ap p ly af t er a b o iler h as b een o u t o f ser v ice f o r f o r t y -eig h t h o u r s, o r

an alt er n at o r o r co n d en ser o u t o f ser v ice f o r t w elve h o u r s.
Fu r t h er m o r e, t h is Allowance w ill n o t ap p ly t o w o r k d o n e d u r in g o ver h au ls o r co n d en ser

b r u sh in g , o r f o r w o r k d o n e o n st o ker m o t o r s an d st o ker g ear b o x m ech an ism s.
Weed control - Po w er Wo r ker s en g ag ed in sp r ayin g w eed s.
Wet work - Em p lo yees r eq u ir ed t o w o r k in p laces w h er e w at er , o t h er t h an r ain , is

co n t in u ally d r ip p in g so t h at t h eir clo t h in g b eco m es sat u r at ed w it h w at er , o r w h er e t h er e
is w at er u n d er f o o t t o a d ep t h exceed in g f if t y (50) m illim et r es so t h at t h eir f eet b eco m e
w et .
Th is Allowance w ill n o t ap p ly w h en p r o t ect iv e w at er p r o o f clo t h in g an d /o r f o o t w ear is

su p p lied .
Certificate allowance - A Tech n ical Em p lo yee w h o is t h e h o ld er o f a scaf f o ld in g cer t if icat e

o r r ig g in g cer t if icat e issu ed p u r su an t t o t h e Wo r kp lace Healt h an d Saf et y Act o r r elev an t
leg islat io n an d is r eq u ir ed t o act o n t h at cer t if icat e w h ilst en g ag ed o n w o r k r eq u ir in g a
cer t if icat ed p er so n .
Chain saw - Em p lo yees u sin g ch ain saw s in t h e p er f o r m an ce o f t h eir w o r k.

Drivers of articulated vehicles - Em p lo y ees r eq u ir ed t o d r ive ar t icu lat ed veh icles.
Explosive powered tools - Em p lo yees r eq u ir ed t o u se exp lo sive p o w er ed t o o ls.
Goods in excess of 16.764m - Em p lo yees w h o ar e r eq u ir ed t o d r ive veh icles car t in g g o o d s in

excess o f 16.764m w h er e t h e veh icle is t r avellin g in o r t h r o u g h b u ilt -u p ar eas.
Handling furniture and whitegoods - Em p lo yees en g ag ed in car t in g , h an d lin g o r d eliver in g
an y ar t icle o f h o u seh o ld , o f f ice o r w h it eg o o d s.
Motor vehicles drawing trailers - An em p lo yee d r iv in g a m o t o r veh icle t o w h ich a t r ailer is

at t ach ed
Pr o vid ed t h at :
 Wh en o n an y d ay an em p lo yee d r ives a m o t o r veh icle d r aw in g an em p t y an d a
lo ad ed t r ailer t h e em p lo yee w ill b e p aid f o r t h at d ay t h e ext r a r at e ap p licab le f o r
su ch lo ad ed t r ailer ;
 No t m o r e t h an o n e t r ailer w ill b e at t ach ed an d d r aw n at an y o n e t im e;
 Th e ext r a p aym en t p r escr ib ed h er ein w ill n o t ap p ly t o em p lo yees d r iv in g
ar t icu lat ed veh icles o r m ach in er y f lo at s an d /o r lo w lo ad er s;
 Th ese Allowances w ill ap p ly o n ly in r esp ect o f t h e d r aw in g o f t r ailer s h avin g a
lo ad ed cap acit y in excess o f .508 t ;
 Th e t er m “t r ailer ” d o es n o t in clu d e - co m p r esso r s, co n cr et e m ixer s, w eld in g p lan t s
an d r o ad b r o o m s
 Fo r m o t o r veh icles d r aw in g co m p r esso r s, co n cr et e m ixer s o r w eld in g p lan t s - An
em p lo yee d r iv in g a m o t o r veh icle t o w h ich an y o f t h e f o llo w in g is at t ach ed , v iz:
co m p r esso r , co n cr et e m ixer o r w eld in g p lan t

Truck crane - An em p lo y ee r eq u ir ed t o o p er at e a t r u ck
Ability Allowances
Ag r eem en t , w ill ap p ly t o Ab ilit y Allo w an ces.
Ab ilit y Allo w an ces w ill n o t b e p aid t o em p lo yees w h o se r at es o f p ay in clu d e

co m p en sat io n f o r an y o f t h e f o llo w in g ab ilit ies.
Goods in excess of 16.764m
 Em p lo yees w h o ar e r eq u ir ed t o d r ive veh icles car t in g g o o d s in excess o f 16.764m w ill

b e p aid t h e ap p licab le Ab ilit y Allo w an ce r at e in ad d it io n t o t h e r at e p r escr ib ed h er ein
w h er e t h e veh icle is t r avellin g in o r t h r o u g h b u ilt -u p ar eas.
Motor vehicles drawing trailers
 An em p lo yee d r ivin g a m o t o r veh icle t o w h ich a t r ailer is at t ach ed w ill b e p aid in

ad d it io n t o t h e r at es p r escr ib ed h er ein t h e ap p licab le Ab ilit y Allo w an ce r at e w h en t h e
f o llo w in g t r ailer s ar e b ein g t o w ed :
a. Wh en d r aw in g a lo ad ed sin g le axle t r ailer ;
b . Wh en d r aw in g an em p t y sin g le axle t r ailer ;
c. Wh en d r aw in g a lo ad ed t r ailer w it h m o r e t h an o n e axle; o r
d . Wh en d r aw in g an em p t y t r ailer w it h m o r e t h an o n e axle.
Pr o vid ed t h at :
a. Wh en o n an y d ay an em p lo yee d r ives a m o t o r veh icle d r aw in g an em p t y an d a

lo ad ed t r ailer t h e em p lo yee w ill b e p aid f o r t h at d ay t h e ext r a r at e ap p licab le
f o r su ch lo ad ed t r ailer ;
b . No t m o r e t h an o n e t r ailer w ill b e at t ach ed an d d r aw n at an y o n e t im e;
c. Th e ext r a p aym en t p r escr ib ed h er ein w ill n o t ap p ly t o em p lo yees d r ivin g

ar t icu lat ed veh icles o r m ach in er y f lo at s an d /o r lo w lo ad er s;
d . Th ese allo w an ces w ill ap p ly o n ly in r esp ect o f t h e d r aw in g o f t r ailer s h avin g a

lo ad ed cap acit y in excess o f 0.508 t ;
e. Th e t er m "t r ailer " d o es n o t in clu d e - car avan s, co m p r esso r s, co n cr et e m ixer s,

w eld in g p lan t s an d r o ad b r o o m s;
f. Fo r m o t o r veh icles d r aw in g car av an s, co m p r esso r s, co n cr et e m ixer s o r w eld in g

p lan t s
 An em p lo y ee d r ivin g a m o t o r v eh icle t o w h ich an y o f t h e f o llo w in g is

at t ach ed , v iz car av an , co m p r esso r , co n cr et e m ixer o r w eld in g p lan t , w ill
b e p aid at t h e r at e o f t h e ap p licab le Ab ilit y Allo w an ce o r p ar t t h er eo f
w h ilst so en g ag ed , in ad d it io n t o t h e r at e o f salar y p r escr ib ed h er ein .
g . Tr u ck cr an e
 An em p lo yee r eq u ir ed t o o p er at e a t r u ck cr an e w ill b e p aid t h e

ap p licab le Ab ilit y Allo w an ce r at e in ad d it io n t o o r d in ar y r at es.

Disability Allowances
Ag r eem en t , w ill ap p ly t o Disab ilit y Allo w an ces.
Battery work
 Em p lo yees m ain ly en g ag ed in t h e m ain t en an ce o f st o r ag e b at t er ies, o r en g ag ed in

o ver h au lin g o r r ep air in g o f st o r ag e b at t er ies o r er ect in g seco n d h an d st o r ag e
b at t er ies t h at h ave b een p r evio u sly in u se w ill b e p aid t h e ap p licab le Disab ilit y
Allo w an ce r at e in ad d it io n t o t h eir o r d in ar y r at es.
Building construction work
 An em p lo yee w o r kin g o n b u ild in g co n st r u ct io n w o r k (as d ef in ed h er ein ) w ill b e p aid at

t h e r at e o f t h e ap p licab le Disab ilit y Allo w an ce r at e t o co m p en sat e f o r t h e f o llo w in g
d isab ilit ies:
a. Clim at ic co n d it io n s w h en w o r kin g in t h e o p en o n all t yp es o f w o r k;
b . Th e p h ysical d isad van t ag es o f h avin g t o clim b st air s o r lad d er s;
c. Du st b lo w in g in t h e w in d o n b u ild in g sit es;
d . Slo p p y an d m u d d y co n d it io n s asso ciat ed w it h t h e in it ial st ag es o f t h e er ect io n

o f t h e b u ild in g ;
e. Dir t y co n d it io n s cau sed b y t h e u se o f f o r m o il o r f r o m g r een t im b er ;
f. Dr ip p in g s f r o m n ew ly p o u r ed co n cr et e;
g . Th e d isab ilit y o f w o r kin g o n all t yp es o f scaf f o ld s, o t h er t h an a sin g le p lan k

sw in g scaf f o ld o r a b o su n 's ch air ; an d
h . Th e lack o f t h e u su al am en it ies asso ciat ed w it h f act o r y w o r k (e.g . r ecr eat io n al

f acilit ies, san it ar y co n v en ien ces, et c.).
Th is allo w an ce w ill f o r m p ar t o f t h e w eekly salar y in t h e calcu lat io n o f o ver t im e

p aym en t s, an n u al leav e p ay, p u b lic h o lid ay p ay , sick p ay an d lo n g ser vice leave p ay .
Bu ild in g co n st r u ct io n w o r k w ill in clu d e all classes o f w o r k car r ied o u t d u r in g t h e

co n st r u ct io n o f n ew b u ild in g s, t h e co n st r u ct io n o f ad d it io n s t o exist in g b u ild in g s, an d
t h e n ecessar y alt er at io n o f exist in g b u ild in g s, t o m ake t h em co n f o r m t o an y n ew
ad d it io n s, an d t h e d em o lit io n o f b u ild in g s.
Chain saw
 Em p lo yees u sin g ch ain saw s in t h e p er f o r m an ce o f t h eir w o r k w ill b e p aid t h e

ad d it io n al ap p licab le Disab ilit y Allo w an ce r at e w h ilst so en g ag ed in ad d it io n t o t h e
o r d in ar y r at e.
Dirty work
 An em p lo yee w ill b e p aid t h e ap p licab le Disab ilit y Allo w an ce r at e cen t s ab o ve t h e

o r d in ar y r at e f o r t h e act u al t im e em p lo yed o n d ir t y o r o f f en sive w o r k.
Heavy machinery and/or transformers
 Em p lo yees en g ag ed in car t in g an d /o r h an d lin g h eav y m ach in er y an d /o r t r an sf o r m er s

w h ich ar e lo ad ed o n t o veh icles b y m ean s o t h er t h an cr an es, w ill b e p aid t h e
ap p licab le Disab ilit y Allo w an ce r at e in ad d it io n t o t h eir o r d in ar y r at es.
Height allowance
 Em p lo yees, o t h er t h an em p lo yees en g ag ed in elect r ical lin e w o r k, r eq u ir ed t o

p er f o r m w o r k at a h eig h t 15 m et r es an d ab o v e f r o m t h e g r o u n d o r lo w -w at er level o r

n ear est h o r izo n t al p lan e w ill b e p aid t h e r at e o f t h e ap p licab le Disab ilit y Allo w an ce in
ad d it io n t o t h eir o r d in ar y r at es.
Toxic substances
 Em p lo yees u sin g t o xic su b st an ces o r m at er ials o f a like n at u r e, o r t h o se w o r kin g in

clo se p r o xim it y, w ill b e p aid t h e ap p licab le Disab ilit y Allo w an ce r at e in ad d it io n t o
t h eir o r d in ar y r at es.
To xic su b st an ces w ill in clu d e ep o xy b ased m at er ials an d all m at er ials w h ich in clu d e o r
r eq u ir e t h e ad d it io n o f a cat aly st h ar d en er an d r eact ive ad d i t ives o r t w o (2) p ack
cat alyst syst em w ill b e d eem ed t o b e m at er ials o f a like n at u r e.
Underground Mains Allowance

Jo in t er s an d Po w er Wo r ker s u n d er t akin g u n d er g r o u n d m ain s w o r k w ill b e p aid t h e
ap p licab le Disab ilit y Allo w an ce r at e in r eco g n it io n o f t h e d isab ilit ies in cu r r ed in r elat io n
t o t h is w o r k. Th is allo w an ce is o n ly p aid f o r t im e w o r ked d u r in g o r d in ar y h o u r s Mo n d ay
t o Fr id ay an d f o r w o r k p er f o r m ed o n SDO’s, Sat u r d ay , Su n d ay an d Pu b lic Ho lid ays, w it h a
m axim u m eig h t (8) h o u r s p aym en t f o r t h e d ay.
Th is allo w an ce w ill b e p aid in lieu o f t h e f o llo w in g allo w an ces:
a. Po w er h o u se/Su b st at io n Allo w an ces;

b. Tr ailer Dr aw in g allo w an ce;
c. Dir t m o n ey; an d
d. Heig h t m o n ey.
Th e allo w an ce is not an all-p u r p o se allo w an ce.
Wh er e t h e Bu ild in g Co n st r u ct io n Wo r k Allo w an ce is p ayab l e t h e Un d er g r o u n d Main s

Allo w an ce is n o t ap p licab le.
Th e allo w an ce w ill b e p aid t o elig ib le em p lo yees w h o ar e p r eclu d ed f r o m d o in g w o r k as a

r esu lt o f w et , in clem en t w eat h er o r o t h er sim ilar co n d it io n s o r f o r an y o t h er r easo n as
d ir ect ed b y En er g ex.

SCHEDULE 5 CONTROL CENTRE
GENERAL
Wit h in 3 m o n t h s o f ap p r o v al o f t h is Ag r eem en t t h e p ar t ies t o t h is Ag r eem en t w ill

est ab lish a r ev iew o f t h e cu r r en t w o r kin g ar r an g em en t s w h ich w ill in clu d e co m m o n
sw it ch in g sh eet p r ep ar at io n an d co n t r o llin g au t h o r isat io n le v els w it h an asso ciat ed
g r ad in g st r u ct u r e f o r t h e syst em o p er at o r st r eam . Th e sw it ch in g sh eet p r ep ar at io n an d
co n t r o llin g au t h o r isat io n s an d g r ad in g w ill b e co n sist en t acr o ss t h e No r t h er n , So u t h er n
an d So u t h East Co n t r o l Cen t r es o r an y o t h er lo cat io n s w it h in En er g y Qu een slan d Lt d ,
Er g o n an d En er g ex t h at t h is t y p e o f w o r k is p er f o r m ed .
An y ch an g es t o t h e cu r r en t w o r kin g ar r an g em en t s m u st b e ag r eed t o b y t h e p ar t ies p r io r

t o t h eir im p lem en t at io n . An y ag r eed ch an g es t o t h e t er m s an d co n d it io n s o f
em p lo ym en t sh all n o t co m e in t o f o r ce, u n less t h er e is an ap p r o v ed v ar iat io n in
acco r d an ce w it h t h e r eq u ir em en t s o f t h e Fair Wo r k Act 2009
Th e p ar t ies also co m m it t o r eview cu r r en t w o r kin g ar r an g em en t s in r elat io n t o

Dist r ib u t io n Co n t act Cen t r es, in clu d in g an n u alised salar y an d RDO’s.
1. APPLICATION
Th is Sch ed u le ap p lies t o em p lo yees lo cat ed at Ergon Energy Op er at io n al Co n t r o l Cen t r e

No r t h (To w n sville) an d So u t h (Ro ckh am p t o n ) an d w o r kin g co n t in u o u s sh if t w o r k in t h e
classif icat io n s o f Sy st em Op er at o r Gr ad e 1 t o Gr ad e 5 em p lo y ed in t h e r o les o f Net w o r k
Co n t r o ller o r Net w o r k Op er at io n s Of f icer .
Th is Sch ed u le sh all b e r ead an d in t er p r et ed w h o lly in co n ju n ct io n w it h t h e p r o v isio n s o f

t h is Agreement, an d w h er e t h er e is an y in co n sist en cy , t h is Sch ed u le sh all t ake p r eced e n ce.
Wh er e t h e Sch ed u le is silen t t h e p r o visio n s o f t h e Agreement sh all ap p ly , w h er e ap p licab le.
2. TERMS AND CONDITIONS OF EMPLOYMENT

2.1 Work Function and Flexibility
Th e r esp o n sib ilit ies o f t h e em p lo y ees co ver ed b y t h is Agreement ar e as f o llo w s:
 Th e Parties w ill w o r k t o w ar d s ef f ect ive im p lem en t at io n o f st an d ar d isat io n o f

p r o cesses, r o st er s an d w o r k p r act ices acr o ss t h e Ergon Energy Op er at io n al Co n t r o l
Cen t r es lo cat ed at To w n sville an d Ro ckh am p t o n .
 As r eq u ir ed in acco r d an ce w it h t h e Po sit io n Pr o f ile Net w o r k Co n t r o ller s classif ied as
Syst em Op er at o r Lev el 3 w ill u n d er t ake t o p er f o r m co o r d in at io n d u t ies as p ar t o f t h eir
r o le.
 Em p lo yees m ay b e r eq u est ed t o w o r k ad d it io n al h o u r s o u t sid e n o r m al at t en d an ces t o
p r o vid e su p p o r t t o m an ag e co n t in g en cies o r h ig h w o r klo ad sit u at io n s.
 Du e t o sh o r t n o t ice o f av ailab ilit y d u e t o illn ess (t yp ically sixt een (16) h o u r s o r less) an d
sh if t st af f af t er m akin g ever y at t em p t ar e u n ab le t o f in d a r ep lacem en t o p er at o r t h e
f o llo w in g p r o ced u r e w ill ap p ly t o t h e in it ial sh if t f o r w h ich t h e em p lo yee is
u n av ailab le:
 In t h ese cir cu m st an ces em p lo yees w ill b e r eq u ir ed t o w o r k u p t o 16 u n p aid
ad d it io n al h o u r s p er calen d ar y ear .
 Th e Parties accep t t h at t h e sh o r t n o t ice sh if t r elief w ill b e w o r ked u p t o a
m axim u m o f f o u r (4) h o u r b lo cks, u n less o t h er w ise m u t u ally ag r eed , at t h e
co m m en cem en t o r co m p let io n o f t h eir cu r r en t r o st er ed sh if t .
 Wh en t h e sixt een (16) h o u r s o f u n p aid ad d it io n al h o u r s h as b een w o r ked , t h e
em p lo yee m ay claim o v er t im e. Each r esp ect ive co n t r o l cen t r e m u st keep a r eg ist e r

in o r d er t o t r ack ad d it io n al h o u r s acco r d in g ly. Th is w ill b e r ev iew ed w it h in six (6)
m o n t h s o f cer t if icat io n o f t h is Agreement b y all Parties.
 An y w o r k u n d er t aken t h at is o ver an d ab o v e n o r m al at t en d an ces an d exceed s t h e
sixt een (16) h o u r s o f u n p aid ad d i t io n al h o u r s f o r sick r elief , w ill b e p aid at p en alt y
r at es o f d o u b le t im es t h e ag g r eg at e salar y h o u r ly r at e o r in acco r d an ce w it h t h e
Ag r eed Tim e Ban k (ATB) as sp ecif ied in Clau se 2.3 o f t h is Sch ed u le.
 Wh er e an ag r eed r o st er in co r p o r at ed an “o n -call” r eq u ir em en t , it w ill b e p aid in
acco r d an ce w it h t h e Av ailab ilit y Du t y Allowance (ADA) o f t h is Agreement.
2.2 Shift Rostering
Em p lo yees accep t t h at t h er e is a r eq u ir em en t t o m ain t ain co n t in u o u s t w en t y f o u r (24)

h o u r s a d ay , seven (7) d ays p er w eek sh if t co v e r ag e w it h in Ergon Energy Co n t r o l Cen t r es.
Em p lo yees co ver ed b y t h is Agreement w ill w o r k in acco r d an ce w it h a Co n t r o l Cen t r e Ro st er

w h ich h as b een ag r eed t o b y 60% o f af f ect ed em p lo yees.
Ro st er at t en d an ces w ill b e o f 8.05 h o u r s d u r at io n , n o m in ally d escr ib ed as d ay , af t er n o o n

an d n ig h t sh if t if ap p licab le o r as m u t u ally ag r eed b y t h e Parties.
Fo r t h e p u r p o ses o f t h is Clau se t h e f o llo w in g d ef in it io n s ap p ly :

 “Day Sh if t ” w ill n o r m ally m ean an y sh if t w o r ked b et w een t h e h o u r s o f 6.00am an d
6.00p m
 “Af t er n o o n Sh if t ” w ill n o r m ally m ean an y sh if t f in ish in g af t er 6.00p m an d at o r
b ef o r e m id n ig h t , an d
 “Nig h t Sh if t ” w ill n o r m ally m ean an y sh if t f in ish in g af t er m id n ig h t an d at o r b ef o r e
8.00am
Net w o r k Op er at io n Of f icer s r eq u ir ed t o act as Net w o r k Co n t r o ller ’s f o r p er io d s o f o n e

sh if t o r g r eat er w ill b e p aid t h e Net w o r k Co n t r o ller classif icat io n r at e in clu d in g t h e
Net w o r k Co n t r o ller lo ad in g s f o r t h e d u r at io n o f t h e h ig h er d u t ies.
2.3 Additional Hours
Wh er e an em p lo y ee w o r ks ad d it io n al h o u r s, r eim b u r sem en t m ay b e via t h e f o llo w in g

p r o visio n s at t h e em p lo yee’s d iscr et io n :
 Over t im e p aym en t s w ill b e p aid at d o u b le t im es t h e ag g r eg at e salar y h o u r ly r at e,
 Ag r eed Tim e Ban kin g (ATB) as p er t h e p r o visio n s d escr ib ed b elo w :
 Ag r eed Tim e Ban kin g (ATB) is w h er e t h e t im e w o r ked o u t sid e t h e n o m in al n o r m al
w o r kin g d ay d u r at io n is n o t p aid b u t “b an ked ” in st ead f o r t h e em p lo yee t o t ake as
p aid r ecr eat io n t im e o n a lat er o ccasio n .
 Su ch ar r an g em en t w ill b e in it iat ed b y t h e em p lo yee, w it h Mutual Agreement
b et w een t h e em p lo y ee an d t h eir im m ed i at e su p er v iso r o n t h e b asis o f n o
p r essu r e b ein g b r o u g h t t o b ear o n eit h er p ar t y t o ach ieve t h is Agreement.
 Wh er e Ergon Energy r eq u est s t h e em p lo yee t o w o r k o ver t im e an d t h e em p lo yee
an d im m ed iat e su p er v iso r m u t u ally ag r ee t h at t h e em p lo yee w ill u se ATB, t h e
m u lt ip lier f o r p aid r ecr eat io n t im e f o r t h o se h o u r s w o r ked w ill b e t w o (2).
 Wh er e t h e em p lo y ee r eq u est s t o w o r k o v er t im e (e.g . f o r f acilit at in g f lexib le
w o r kin g h o u r s) an d t h e em p lo yee an d t h e im m ed iat e su p er viso r m u t u ally ag r ee
t h at t h e em p lo yee w ill h ave p aid r ecr eat io n t im e in lieu o f t h o se h o u r s, t h en t h e
m u lt ip lier f o r t h e ATB w ill b e o n e (1).
 Em p lo yees u sin g t h e ATB p r o visio n s f o r Ergon Energy r eq u est ed o ver t im e w ill b e
en t it led t o all co n d it io n s r elat in g t o t h e w o r kin g o f o ver t im e exclu d in g p aym en t
f o r t h e h o u r s w o r ked , as p r o vid ed f o r in t h e Agreement.

 Th e t akin g o f t im e o f f r esu lt in g f r o m t h e ATB p r o v isio n s w ill b e m u t u ally ag r eed
b et w een t h e em p lo yee an d t h e im m ed iat e su p er v iso r .
2.4 Aggregate Rates
An y b ase salar y ad ju st m en t s p r o v id ed f o r in t h is Agreement w ill b e r ef lect ed in t h e

ag g r eg at e salar y h o u r ly r at e f o r t h e p u r p o ses o f all em p lo yee accr u als f o r An n u al Leave,
Lo n g Ser v ice Leave, Per so n al Leav e, Su p er an n u at io n an d Red u n d an cy.
Total Aggregate Salary – Network Controllers (Grade 3)
Base rate level w ill b e calcu lat ed as p er t h e em p lo yee’s classif icat io n g r ad e an d salar y p o in t
b ased o n classif icat io n st r u ct u r e co n t ain ed in t h is Agreement.
Th e 41% all purpose lo ad in g in co r p o r at es Sh if t Pen alt y Co m p o n en t , Flexib ilit y Co m p o n en t ,

Per so n al Leav e Relief , Leg acy Lo ad in g Ar r an g em en t an d Co o r d in at io n d u t ies (as p er t h e
cu r r en t Net w o r k Co n t r o ller Po sit io n Pr o f ile).
Th e All purpose Lo ad in g w ill ap p ly t o Net w o r k Co n t r o ller s o n co m p let io n o f t h eir t r ain in g

an d d eem ed t o b e co m p et en t t o p er f o r m t h e d u t ies in acco r d an ce w it h t h eir p o sit io n
p r o f ile.
Total Aggregate Salary – Network Operations Officer (Grade 1 & 2)
Base rate level w ill b e calcu lat ed as p er t h e em p lo yee’s classif icat io n g r ad e an d salar y p o in t
b ased o n classif icat io n st r u ct u r e co n t ain ed i n t h is Agreement.
Th e 28% All purpose Lo ad in g in co r p o r at es Sh if t Pen alt y Co m p o n en t , Flexib ilit y Co m p o n en t ,

Per so n al Leave Relief , o f f sh if t r o le m ain ly f o r sw it ch in g sh eet p r ep ar at io n , o t h er Co n t r o l
Cen t r e Du t ies an d seaso n al v ar ian ce t o r eso u r ce st o r m se aso n r eq u ir em en t s.
Th e All purpose Lo ad in g w ill ap p ly t o Net w o r k Op er at io n s Of f icer Gr ad e 1 & 2 o n co m p let io n

o f t h eir t r ain in g an d d eem ed t o b e co m p et en t t o p er f o r m t h e d u t ies in acco r d an ce w it h
t h eir p o sit io n p r o f ile.
3. LEAVE
3.1. Annual Leave
An n u al Leave w ill b e p aid at t h e em p lo yee’s ag g r eg at e salar y r at e.
If a St at u t o r y h o lid ay f alls o n a d ay t h at an em p lo yee co v er ed b y t h is Sch ed u le is r o st er ed

o f f an ext r a d ay leave w ill b e ad d ed t o t h eir An n u al Leav e b alan ce.
Em p lo yees co ver ed b y t h is Sch ed u le ar e en t it led t o n o less t h an o n e h u n d r ed an d eig h t y

f o u r (184) h o u r s an n u al leave cr ed it p er an n u m t o t h eir an n u al leave b alan ce.
3.2. Personal Leave
All Per so n al Leav e en t it lem en t s w ill b e p aid at t h e em p lo y ee’s ag g r eg at e salar y r at e.
Em p lo yees co ver ed b y t h is Sch ed u le w h o r et ir e in acco r d an ce t o t h e r u les o f En er g y

Su p er o r d ie d u r in g ser vice w ill b e en t it led t o a p ayo u t o f 50% o f t h eir in d iv id u al Per so n al
Leave accr u al in t h e em p lo yee’s cr ed it at t h e t im e. Su ch a p ayo u t w ill n o t exceed t w en t y
six (26) w eeks t o t al, calcu lat ed u sin g t h e em p lo yee’s ag g r eg at e salar y r at e o f p ay in f o r ce
at t h e t im e.
3.3. Long Service Leave

Lo n g Ser v ice Leave w ill b e p aid at t h e em p lo y ee’s ag g r eg at e salar y r at e.
4. SUPERANNUATION
Su p er an n u at io n p aym en t s w ill b e calcu lat ed o n t h e em p lo yee’s ag g r eg at e salar y r at e in

acco r d an ce w it h En er g y Su p er f u n d g u id elin es.
5. RETRENCHMENT
Red u n d an cy en t it lem en t s an d calcu lat io n s w ill b e b ased o n t h e em p lo yee’s ag g r eg at e

salar y r at e an d in acco r d an ce w it h t h e r et r en ch m en t p r o visio n s co n t ain ed in Sch ed u le 3.

SCHEDULE 6 NETWORK OPERATIONS CONTROL ROOM
SHIFT WORK ARRANGEMENTS
1. APPLICATION
Th is Sch ed u le is ap p licab le t o sp ecif ied Net w o r k Op er at io n s Of f icer s an d Net w o r k

Op er at io n s Sh if t Man ag er s in t h e Net w o r k Co n t r o l t eam at t h e En er g ex Co n t r o l Ro o m .
Th ese p o sit io n s ar e classif ied as Sy st em Op er at o r s en g ag ed o n a t h r ee (3) sh if t
ar r an g em en t , seven (7) d ay s p er w eek (Br isb an e).
2. DEFINITIONS
“Ag g r eg at ed lo ad in g ” is a sp ecif ic lo ad in g w h ich is p aid as a p er cen t ag e o f t h e

“Ag r eem en t Wag e Rat e”. Det ails o f t h e lo ad in g ar e in clu d ed in clau se 4 b elo w .
“Ag r eem en t ” r ef er s t o t h e En er g ex Un io n Co llect ive Ag r eem en t 2015.
“Ag r eem en t Wag e Rat e” is t h e salar y f o r t h e em p lo yee’s su b st an t ive classif icat io n u n d er

t h e Ag r eem en t ’s Salar y an d Wag es Sch ed u le (r ef er Sch ed u le A).
“Tech n ical Em p lo yee ”, f o r t h e p u r p o se o f t h is Sch ed u le, is an em p lo yee en g ag ed t o

p er f o r m sh if t w o r k (as d escr ib ed ab o ve an d id en t if ied in t h e Co r e Car eer Pat h Do cu m en t
f o r Sy st em Op er at o r s) in t h e Br isb an e Co n t r o l Ro o m .
3. RELATIONSHIP TO AGREEMENT
Th is Sch ed u le is b ased o n t h e p r o visio n s o f t h e Ag r eem en t . Th is Sch ed u le sh all b e r ead

an d in t er p r et ed w h o lly in co n ju n ct io n w it h t h e p r o visio n s o f t h is Ag r eem en t , an d w h er e
t h er e is an y in co n sist en cy, t h is Sch ed u le sh all t ake p r eced en ce. Wh er e t h e Sch ed u le is
silen t t h e p r o visio n s o f t h e Ag r eem en t sh all ap p ly . Th is Sch ed u le su p er sed es all p r ev io u s
co n d it io n s an d ag r eem en t s.
4. AGGREGATED SALARY
a. Th is ar r an g em en t p r o v id es f o r t h e p aym en t o f an ad d it io n al p er cen t ag e lo ad in g
(“ag g r eg at ed lo ad in g ”) calcu lat ed as a p er cen t ag e o f t h e “Ag r eem en t w ag e r at e ”
f o r t h e p o sit io n .
b . Th e ag g r eg at ed lo ad in g co m p en sat es em p lo y ees f o r t h e f o llo w in g it em s:
 Sh if t p en alt y h o u r s;
 Sh if t ch an g eo ver t im e; an d
 Wo r k p er f o r m ed o n St at u t o r y Ho lid ay s.
c. Th e ag g r eg at ed lo ad in g s t o co m p en sat e f o r t h e ab o v e-m en t io n ed co m p o n en t s
ar e as f o llo w s:
 Sh if t Man ag er : 47.29% ab o ve o r d in ar y t im e
 Net w o r k Op er at io n s Of f icer (Br isb an e): 45.96% ab o ve o r d in ar y t im e
d . Th e ag g r eg at ed lo ad in g ap p lies t o p er io d s o f an n u al, p er so n al an d lo n g ser v ice

leave, as w ell as o ver t im e an d su p er an n u at io n co n t r ib u t io n s.
No t e: Th e calcu lat io n sh eet s ar e d et ailed in At t ach m en t CR 2.
5. SHIFT INCIDENCE
Sh if t r o st er s w ill b e b ased o n a r o t at in g w o r kin g p at t er n b asis w it h an aver ag e o f 72.5

h o u r s p er f o r t n ig h t . As f ar as is p o ssib le, w h ilst also t akin g in t o acco u n t p er so n al

p r ef er en ces, t h e r o t at io n s o f w o r k at t en d an ce w ill seek t o en su r e eq u it y in t h e n u m b er s
o f n ig h t sh if t s an d w eeken d s w o r ked p er y ear .
Sh if t st ar t in g an d en d in g t im es m ay n eed t o var y d ep en d in g o n t h e n eed s o f b o t h t h e

in t er n al an d ext er n al en vir o n m en t an d t o b est m eet t h e n eed s o f cu st o m er s. Th ese m ay
b e v ar ied in acco r d an ce w it h clau se 2.1 Wo r kp lace Ch an g e an d Flexib ilit y o f t h e
Ag r eem en t .
At t h is st ag e, sh if t s ar e as f o llo w s:
a. Net w o r k Op er at io n Of f icer s an d Sh if t Man ag er s
Sh if t Co m m en ce Fin ish
Day 06:00 14:00
Af t er n o o n 14:00 22:00
Nig h t 22:00 06:00
5.1 SHIFT ARRANGEMENTS
Th e sh if t r o t at io n is a co m b in at io n o f eig h t (8) an d 12 h o u r sh if t s an d sh if t f am ilies.

6. FLEXIBILITY ARRANGEMENTS
Th is Sch ed u le m ay , in acco r d an ce w it h clau se 2.1 Wo r kp lace Ch an g e an d Flexib ilit y o f t h e

Ag r eem en t b e am en d ed d u r in g it s lif e t o r ef lect an y ag r eed alt er at io n s.
Th e p ar t ies w ill co n t in u e t o w o r k t o w ar d s in cr eased f lexib ilit y in t h e o p er at io n o f t h e

Co n t r o l Ro o m .
Th e p r o visio n s in At t ach m en t CR 1 r elat in g t o Br isb an e Net w o r k Op er at io n s Of f icer s h ave

p r ev io u sly b een ag r eed b y t h e Ro st er Co m m it t ee.
6.1 Shift Managers
Th e st an d ar d Sh if t Man ag er r o st er is b ased o n a m in im u m o f six (6) p eo p le. Em p lo yees

m ay also b e r eq u ir ed t o sp en d p er io d s o f t im e in o t h er p ar t s o f t h e b u sin ess in o r d er t o
m ain t ain t h eir skill d ev elo p m en t / t ech n ical co m p et en cy , im p r o ve t h eir u n d er st an d in g o f
d evelo p m en t s in t h e n et w o r k an d t h e v iew s / r eq u ir em en t s o f t h eir cu st o m er s.
Du r in g t h ese t im es em p lo yees w ill co n t in u e t o m ain t ain t h eir ag g r eg at ed salar y .
6.2 Network Operations Officers
In o r d er t o m ain t ain t h eir skill d evelo p m en t / t ech n ical co m p et en cy, im p r o v e t h eir

u n d er st an d in g o f d ev elo p m en t s in t h e n et w o r k an d t h e view s / r eq u ir em en t s o f t h ei r
cu st o m er s, em p lo yees m ay b e r eq u ir ed t o sp en d p er io d s o f t im e in o t h er p ar t s o f t h e
b u sin ess. Du r in g t h is t im e em p lo yees w ill co n t in u e t o m ain t ain t h eir ag g r eg at ed salar y .
7. OVERTIME
Wh er e ap p r o ved o ver t im e is w o r ked su ch ad d it io n al o ver t im e w ill b e ab le t o b e claim ed .

Th is ad d it io n al o ver t im e w ill b e b ased o n t h e Ag r eem en t w ag e r at es r elevan t t o t h e
classif icat io n o f t h e em p lo yee’s p o sit io n , t h e ag g r eg at ed lo ad in g an d t h e r elevan t
o ver t im e p en alt y (f o r exam p le, salar y x [145.96% x2 p lu s t h e ap p licab le sh if t p en alt y (e.g .
Af t er n o o n an d /o r Nig h t Sh if t Pen alt y r at e)]).
8. ADDITIONAL PROVISIONS
a. All t im e w o r ked d u r in g an o r d in ar y sh if t b et w een m id n ig h t o n Fr id ay an d m id n ig h t

o n Sat u r d ay sh all b e p aid f o r at 1.75 t im es t h e o r d in ar y r at e p lu s t h e ap p licab le sh if t
p en alt y (e.g . Af t er n o o n an d /o r Nig h t Sh if t Pen alt y r at e).
b . An n u al leave en t it lem en t s sh all b e r eco r d ed as 23 sh if t s o f eig h t h o u r s, i.e. 184 h o u r s.

c. Em p lo yees w h o elect ed in acco r d an ce w it h t h e Energex Union Collective Agreement 2008
o r t h e Energex Union Collective Agreement 2011, t o b e p aid o u t 50% o f t h eir sick leave
en t it lem en t u p o n r et ir em en t , ar e en t it led :
 Up o n r et ir em en t , in acco r d an ce w it h t h e r u les o f t h e Elect r icit y Su p p ly

In d u st r y Su p er an n u at io n Fu n d (Qld ), o r w h o d ie d u r in g em p lo ym en t , t o a
p ayo u t o f sick leave. Th e en t it lem en t sh all b e 50% o f sick leave accr u ed in
t er m s o f t h e Ag r eem en t an d st an d in g t o t h e em p lo yee’s cr ed it at t h e t im e,
t o a m axim u m o f 26 w eeks at t h e r at e o f t h e st an d ar d w eekly h o u r s in f o r ce
at t h e t im e, an d p aid f o r at t h e em p lo y e e’s Ag r eem en t Wag e Rat e.
9. NOTIFICATION FOR AD HOC SHIFT COVERAGE
Wh en an em p lo yee is r eq u ir ed t o d o o ver t im e t o co ver a f u ll sh if t , En er g ex co m m it s t o

p r o vid in g t h e em p lo yee w it h 12 h o u r s’ n o t ice.
Sh o u ld t h e ab o v e n o t if icat io n p er io d n o t b e ach ieved , t h e em p lo yee w ill b e en t it led t o

claim an ap p licab le m eal allo w an ce/s.
10. NO FLOW-ON EFFECT
Th is Sch ed u le sh all n o t b e u sed t o p r o g r ess an y claim s in r esp ect o f o t h er En er g ex

em p lo yees.

Attachment CR 1
Roster Committee Recommendations
Emergency Rostering / Not Previously Notified Rostering
Th e Sh if t Man ag er sh all h ave t h e o p t io n w h en a Net w o r k Of f icer is ab sen t n o t t o co ver h is

d esig n at ed sh if t . To en su r e t h e saf e an d ef f ect ive m an ag em en t o f t h e Elect r icit y Net w o r k
t h e Sh if t Man ag er m u st ad h er e t o t h e f o llo w in g key cr it er ia:
 Pr e-co n t r o ls co m p let ed ;
 Th e vo lu m e o f exist in g w o r k o n t h e Net w o r k Of f icer s d esks;
 Th e vo lu m e o f ad d it io n al w o r k f o r t h e ef f ect ed Net w o r k Of f icer s an d Weat h er

co n d it io n s;
 An y r eq u ir em en t o f Wr it in g /Au t h o r isin g o f “Plan n ed Sw it ch in g Sh e et s”.
If t h ese issu es can n o t b e ad d r essed t h e Net w o r k Of f icer sh all h ave t h e o p t io n o f o ver t im e

t o f u lf il t h e r eso u r ces r eq u ir ed .
If t h is o p t io n is n o t u t ilised t h e Sh if t Man ag er w ill t ake o n t h e ad d it io n al w o r klo ad o r call

in St an d b y St af f .
Use of SPARES
SPARES sh all b e u sed t o co ver All t yp es o f leave u n d er t h e f o llo w in g co n d it io n s/g u id elin es:
 At all t im es, six (6) p eo p le ar e g u ar an t eed An n u al Leav e (A/L) at an y o n e t im e. Wh er e

p o ssib le, SPARES ar e t o b e u sed t o f ill in f o r p eo p le o n LSL o n t h e p r o viso t h at six (6)
p eo p le ar e st ill g u ar an t eed A/L at an y o n e t im e. If a p er so n is o n LSL, six (6) p eo p le ar e
st ill ab le t o t aken A/L w it h t h e 7t h p o sit io n b ein g b acked f illed b y Day St af f w h er e
t h er e is a clash /sh o r t f all. An y m o r e t h an o n e (1) p er so n o n LSL, t h en t h e sh o r t f all is t o
b e f illed v ia a su it ab le seco n d m en t .
 Sh o r t Ter m Sick Leave is t o b e f illed b y SPARES o r m an ag ed b y t h e Sh if t Man ag er in

r elat io n t o w o r klo ad s, w eat h er , et c. Fo r sh o r t n o t ice sh if t ch an g es, “ad eq u at e n o t ice ”
o r b y “m u t u al co n sen t ” sh all b e ap p lied .
 Lo n g Ter m Sick Leave is t o b e f illed w h er e p o ssib le u sin g SPARES o n t h e p r o viso t h at

t h e ab o ve co n d it io n s in r elat io n t o “six (6) p eo p le o n A/L at an y o n e p o in t in t im e ” ar e
ad h er ed t o . Wh er e t h is is n o t p o ssib le, t h e sh o r t f all is t o b e f ille d v ia t h e Day St af f .
In r elat io n t o u sin g SPARES f o r “LSL” an d “Lo n g Ter m Sick Leave ”, n o p er so n sh all b e

f in an cially d isad van t ag ed o v er a 12 m o n t h p er io d .

Attachment CR 2
Calculation Sheets

(37.90%) NCC Controllers

Th e t ab le ab o ve h as b een r et ain ed f o r t h e so le p u r p o se o f m ain t ain in g a r eco r d o f t h e
PIO salar ies f o r t h e af f ect ed Net w o r k Op er at io n s st af f p r evio u sly b ased at Nam b o u r .

SCHEDULE D – ENERGEX NETWORK OPERATIONS GROUP – EVALUATOR/LV OUTAGE
OFFICERS – ANNUALISED AGREEMENT
1. APPLICATION
Th is Ag r eem en t is ap p licab le t o sp ecif ied Ev alu at o r /Lo w Vo lt ag e Ou t ag e Of f icer s in t h e
Net w o r k Op er at io n s Gr o u p lo cat ed at t h e En er g ex Co n t r o l Ro o m . Th ese p o sit io n s ar e
classif ied as Su p er v iso r s in t h e Tech n ical St r eam o f t h e En er g ex Un io n Co lle ct ive
Ag r eem en t 2015. Th e em p lo yees su b ject t o t h e Ag r eem en t w ill b e en g ag ed o n a t h r ee (3)
sh if t r o st er ar r an g em en t , co ver in g a m o r n in g , af t er n o o n an d n ig h t sh if t r o st er , seven (7)
d ay s p er w eek.
2. DEFINITIONS
“Ag g r eg at ed lo ad in g ” is t h e sp ecif ic lo ad in g w h ich is p aid as a p er cen t ag e o f t h e “EUCA
Wag e Rat e ”. Det ails o f t h e lo ad in g ar e in clu d ed in clau se 4 b elo w .
“EUCA” r ef er s t o t h e En er g ex Un io n Co llect ive Ag r eem en t 2015.
“EUCA Wag e Rat e ” is t h e salar y f o r t h e em p lo yee’s su b st an t ive classif icat io n u n d er t h e
EUCA’s Salar y an d Wag es Sch ed u le
“Ev alu at o r /Lo w Vo lt ag e Ou t ag e Of f icer ” f o r t h e p u r p o se o f t h is Ag r eem en t , is an
em p lo yee en g ag ed t o p er f o r m Ev alu at io n /Lo w Vo lt ag e Ou t ag e sh if t w o r k (as id en t if ied in
t h e Evalu at o r / Lo w Vo lt ag e Ou t ag e Of f icer Jo b Pr o f il e an d r elevan t Co r e Car eer Pat h
Do cu m en t o f t h e EUCA) in t h e En er g ex Net w o r k Op er at io n s Gr o u p .
Th is Ag r eem en t is b ased o n t h e p r o v isio n s o f t h e EUCA in clu d in g clau se 7.4 - Sh if t Wo r k
an d clau se 7.5 - Pu b lic Ho lid ay . Th is Ag r eem e n t sh all b e r ead an d in t er p r et ed w h o lly in
co n ju n ct io n w it h t h e p r o visio n s o f t h e EUCA, an d w h er e t h er e is an y in co n sist en cy , t h is
Ag r eem en t sh all t ake p r eced en ce. Wh er e t h e Ag r eem en t is silen t t h e p r o visio n s o f t h e
EUCA sh all ap p ly. Th is Ag r eem en t su p er sed es an y p r ev io u s co n d it io n s an d ag r eem en t s o r
ar r an g em en t s w h ich d eal w it h t h e su b ject m at t er o f t h is Ag r eem en t .
a. Th is ar r an g em en t p r o vid es f o r t h e p ay m en t o f an ad d it io n al p er cen t ag e lo ad in g
(“ag g r eg at ed lo ad in g ”) calcu lat ed as a p er ce n t ag e o f t h e “EUCA w ag e r at e ” f o r t h e
p o sit io n .
b . Th e ag g r eg at ed lo ad in g co m p en sat es em p lo y ees f o r t h e f o llo w in g it em s:
 Sh if t p en alt y h o u r s; an d
 Sh if t ch an g eo ver t im e; an d
 Wo r ked p er f o r m ed o n St at u t o r y Ho lid ays.
c. Th e ag g r eg at ed lo ad in g t o co m p en sat e f o r t h e ab o ve-m en t io n ed co m p o n en t s is:
 Evalu at o r / Lo w Vo lt ag e Ou t ag e Of f icer at 43.29% ab o ve o r d in ar y t im e.
d . Th e ag g r eg at ed lo ad in g ap p lies t o p er io d s o f an n u al, p er so n al an d lo n g ser v ice leave,
as w ell as o v er t im e an d su p er an n u at io n p u r p o ses.
Note:
Th e calcu lat io n w o r k sh eet s f o r t h e lo ad in g set o u t ab o ve ar e d et ailed in At t ach m en t 1.
5. SHIFT INCIDENCE
h o u r s p er f o r t n ig h t . As f ar as is p o ssib le t o ach ieve, w h ilst also t ak in g in t o acco u n t
p er so n al p r ef er en ces, t h e r o t at io n s o f w o r k at t en d an ce w ill seek t o en su r e eq u it y in t h e
n u m b er s o f n ig h t sh if t s an d w eeken d s w o r ked p er year .
b e v ar ied in acco r d an ce w it h clau se 7.4 - Sh if t Wo r k o f t h e EUCA.
Evalu at o r /Lo w Vo lt ag e Ou t ag e Of f icer s

Day 06:00 14:00
Af t er n o o n 14:00 22:00
Nig h t 22:00 06:00
Th is Ag r eem en t m ay , in acco r d an ce w it h clau se 2.1- Wo r kp lace Ch an g e an d Flexib ilit y o f
t h e EUCA b e am en d ed d u r in g it s lif e t o r ef lect an y ag r eed alt er at io n s n o t r elat ed t o sh if t
r o st er ar r an g em en t s.
Net w o r k Op er at io n s Gr o u p .
6.1 Evaluator/ Low Voltage Outage Officers – Development Opportunities

In o r d er t o m ain t ain skill d evelo p m en t / t ech n ical co m p et en cy , im p r o ve u n d er st an d in g o f
d evelo p m en t s in t h e n et w o r k an d t h e v iew s / r eq u ir em en t s o f t h eir cu st o m er s,
Evalu at o r /Lo w Vo lt ag e Ou t ag e Of f icer s m ay b e r eq u ir ed t o sp en d p er io d s o f t im e in o t h er
p ar t s o f t h e b u sin ess. Du r in g t h is t im e em p lo yees w ill co n t in u e t o m ain t ain t h eir
ag g r eg at ed salar y .
7. OVERTIME
Th is ad d it io n al o ver t im e w ill b e b ased o n t h e EUCA w ag e r at es r elevan t t o t h e
classif icat io n o f t h e em p lo yee’s p o sit io n , t h e ag g r eg at ed lo ad in g an d t h e r elev an t EUCA
o ver t im e p en alt y [f o r exam p le, (salar y x 143.29% ) x2].

Sh o u ld t h e ab o ve n o t if icat io n p er io d s n o t b e ach ieved , t h e em p lo yee w ill b e en t it led t o
Th is Sch ed u le sh all n o t b e u sed t o p r o g r ess an y claim s in r esp ect o f o t h er En e r g ex
em p lo yees.

SCHEDULE E – NETWORK OPERATIONS INFORMATION OFFICERS – ANNUALISED AGREEMENT
1. APPLICATION
Th is An n u alised Ag r eem en t is ap p licab le t o sp ecif ied Net w o r k Op er at io n s In f o r m at io n
Of f icer s in t h e Net w o r k Op er at io n s Gr o u p lo cat ed at t h e En er g ex Co n t r o l Ro o m . Th ese
p o sit io n s ar e classif ied as Ad m in ist r at ive Em p lo yees in t h e Ad m in ist r at iv e St r eam o f t h e
En er g ex Un io n Co llect ive Ag r eem en t 2015. Th e em p lo yees su b ject t o t h e Ag r eem en t w ill
b e en g ag ed o n a t w o (2) sh if t r o st er ar r an g em en t , co ver in g a d ay an d af t er n o o n r o st er ,
seven (7) d ays p er w eek.
2. DEFINITIONS
EUCA’s Salar y an d Wag es Sch ed u le.
“In f o r m at io n Of f icer ” f o r t h e p u r p o se o f t h is Ag r eem en t , is an em p lo yee en g ag ed t o
p er f o r m In f o r m at io n Of f icer sh if t w o r k (as id en t if ied in t h e Net w o r k Op er at io n s
In f o r m at io n Of f icer Jo b Pr o f ile an d r elev an t Co r e Car eer Pat h Do cu m en t o f t h e EUCA) in
t h e En er g ex Net w o r k Op er at io n s Gr o u p .
Th is An n u alised Ag r eem en t is b ased o n t h e p r o visio n s o f t h e EUCA in clu d in g clau se 7.4 -
Sh if t Wo r k an d clau se 7.5 - Pu b lic Ho lid ay . Th e An n u alised Ag r eem en t sh all b e r ead an d
in t er p r et ed w h o lly in co n ju n ct io n w it h t h e p r o visio n s o f t h e EUCA, an d w h er e t h er e is an y
in co n sist en cy , t h is An n u alised Ag r eem e n t sh all t ake p r eced en ce. Wh er e t h e An n u alised
Ag r eem en t is silen t t h e p r o v isio n s o f t h e EUCA sh all ap p ly . Th is An n u alised Ag r eem en t
su p er sed es an y p r ev io u s co n d it io n s an d ag r eem en t s o r ar r an g em en t s w h ich d eal w it h
t h e su b ject m at t er o f t h is Ag r eem en t .
a. Th is ar r an g em en t p r o v id es f o r t h e p aym en t o f an ad d it io n al p er cen t ag e lo ad in g
(“ag g r eg at ed lo ad in g ”) calcu lat ed as a p er cen t ag e o f t h e “EUCA w ag e r at e ” f o r t h e
p o sit io n .
b . Th e ag g r eg at ed lo ad in g co m p en sat es em p lo y ees f o r t h e f o llo w in g it e m s:
i. Sh if t p en alt y h o u r s; an d
ii. Sh if t ch an g eo ver t im e; an d
iii. Wo r ked p er f o r m ed o n St at u t o r y Ho lid ays.
c. Th e ag g r eg at ed lo ad in g t o co m p en sat e f o r t h e ab o ve -m en t io n ed co m p o n en t s is:
i. Net w o r k Op er at io n s In f o r m at io n Of f icer at 36.5% ab o v e o r d in ar y t im e.
d . Th e ag g r eg at ed lo ad in g ap p lies t o p er io d s o f an n u al, p er so n al an d lo n g ser v ice
leave, as w ell as o ver t im e an d su p er an n u at io n p u r p o ses.
Note:
5. SHIFT INCIDENCE
h o u r s p er f o r t n ig h t . As f ar as is p o ssib le t o ach ieve, w h ilst also t akin g in t o acco u n t
n u m b er s o f o r d in ar y sh if t s an d w eeken d s w o r ked p er year .
In f o r m at io n Of f icer s
Day 06:00 14:00

Af t er n o o n 14:00 22:00
Nig h t N/A N/A
Th is An n u alised Ag r eem en t m ay, in acco r d an ce w it h clau se 2.1 - Wo r kp lace Ch an g e an d
Flexib ilit y o f t h e EUCA b e am en d ed d u r in g it s lif e t o r ef lect an y ag r eed alt er at io n s n o t
r elat ed t o sh if t r o st er ar r an g em en t s.
6.1 Information Officers – Development Opportunities

d evelo p m en t s in t h e n et w o r k an d t h e v iew s / r eq u ir em en t s o f t h eir cu st o m er s,
In f o r m at io n Of f icer s m ay b e r eq u ir ed t o sp en d p er io d s o f t im e in o t h er p ar t s o f t h e
b u sin ess. Du r in g t h is t im e em p lo yees w ill co n t in u e t o m ain t ain t h eir ag g r eg at ed salar y .
7. OVERTIME

em p lo yees.

Attachment 1
Calculation Sheet – Network Operations Information Officers Loading – 36.5%
PENALTIES for 3 Week Roster with NO SPARES - with STATUTORY HOLIDAYS + 0 Spare week of Mid-Afternoons
Enter HRS per Day to be worked
(This 4 man Roster is effectively a 3 week roster with no spares)
Standard Hours worked per Day 8.05 hrs Penalty Hours - 8 hrs
Just fill in the CELLS that Hours per week 36.23 hrs Week Day 0 0%
are MARKED YELLOW
Number of Weeks 3.4 wks Afternoon 1.5094 18.75%
Total Normal Hours for Period 124.78 hrs Night 1.8113 22.50%
Number of Shifts in a 3wk Roster: 16.0 shifts Sat 4.0250 150.00%
Annualised Penalty Percentage: 36.49% Sun 8.0500 200.00%
5 5 0 1 1 0 1 1 0 offered Percentage: 36.50% -0.01% Holiday 12.0750 250.00%
Mon-Fri Saturday Sunday Enter # of SPARE Weeks in Roster used to cover leave
D A N D A N D A N Penalty Hours per Weekly Shift Enter # of SPARES: 0.56 Enter # of People on Roster: 4 People
5 5 0 1 1 0 1 1 0 << No of Shifts over the cycle of the Roster 34.716 hrs -wk-17
0.000 hrs -wk-16 Public Holiday AVG Penalty Hours (D-A-N)
5 Day Week (Spare) 0.000 hrs -wk-15 Day: 12.075 hrs
0.000 hrs -wk-14 Afternoon: 14.339 hrs No of Public
0.000 hrs -wk-13 Night: 14.792 hrs Holidays
0.000 hrs -wk-12 Average of: 13.735 hrs 11 Days
0.000 hrs -wk-11 151.1 hrs 145.3 hrs
0.000 hrs -wk-10
0.000 hrs wk-4 % of 1 'D' shifts 50.00% 6.04 hrs
Total number of Shifts: 16.0 Total Changeover Time for Period (16 Shifts) 1.200 hrs 0.00 % of 1 'A' shifts 50.00% 7.17 hrs
Total No of Hrs: 128.80 hrs Total Penalty Hours for Period 35.92 hrs % of 0 'N' shifts 0.00% 0.00 hrs
Total 2 shifts 100.00% 13.21 hrs
Penalty Percentage for Period 28.78% 145.3 hrs
It should be noted that this Roster is a PROPOSED

Annualised Calculation based on 4 man / 3wk Roster ROSTER ONLY.
The FINAL Roster format is to be worked out at a later
Annual Multiplication Factor (52.0357 wks/ yr) 15.11 cycles
stage, but the Percentage Calculated would remain the
Total Normal Hours/Annum 1884.99 hrs same when the SAME number of Shifts are done over the
Total Rostered Penalty Hours/Annum 542.58 hrs Quoted cycle. Also, Should Penalty Rates change, so
should the Calculated Percentage.
Number of Statutory Holidays Worked/Annum 11 Days Note: 11 Stat. Holidays per Annum
Satutory Holiday Penalty Hours/Annum 145.3 hrs 132.825
Enter Number of Public
Holidays per Calendar
Days in Leiu Hours/Annum 88.55 hrs Year
Total Statutory Holiday Hours/Annum 145.28 hrs

(If Req'd) Enter Extra % for incorporating
Number of Planned O/T Shifts Included/Annum 0.0000 (@ DoubleMonthly
Time) Team Briefs0.0hrs
or Prepaid O/T into
of crib
Annualised Rate
Planned O/T Inclusion Hours/Annum 0.00 Note: Include 0.0hrs for cribs but not meals.
[Meals : 10 @ $7.50 = $75] [Meals : 10 @ $9.60 = $96]
Total Penalty Hours/Annum 687.86 hrs
Annual Penalty Percentage for a 4 week cycle: 36.49%

SCHEDULE F – NETWORK OPERATIONS TROUBLE CALL OFFICERS – ANNUALISED
AGREEMENT
1. APPLICATION
Th is An n u alised Ag r eem en t is ap p licab le t o sp ecif ied Net w o r k Tr o u b le Call Of f icer s in t h e
Net w o r k Op er at io n s Gr o u p lo cat ed at t h e En er g ex Co n t r o l Ro o m . Th ese p o sit io n s ar e
classif ied as Ad m in ist r at ive Em p lo yees in t h e Ad m in ist r at ive St r eam o f t h e En er g ex Un io n
Co llect ive Ag r eem en t 2015. Th e em p lo y ees su b ject t o t h e Ag r eem en t w ill b e en g ag ed o n
a t h r ee sh if t r o st er ar r an g em en t , co ver in g a m o r n in g , af t er n o o n an d n ig h t sh if t r o st er ,
seven (7) d ays p er w eek.
2. DEFINITIONS
EUCA’s Salar y an d Wag es Sch ed u le
“Net w o r k Op er at io n s Tr o u b le Of f icer ” f o r t h e p u r p o se o f t h is Ag r eem en t , is an em p lo yee
en g ag ed t o p er f o r m t r o u b le call sh if t w o r k (as id en t if ied in t h e Net w o r k Op er at i o n s
Tr o u b le Call Of f icer Jo b Pr o f ile an d r elevan t Co r e Car eer Pat h Do cu m en t o f t h e EUCA) in
t h e En er g ex Net w o r k Op er at io n s Gr o u p .
Th is An n u alised Ag r eem en t is b ased o n t h e p r o visio n s o f t h e EUCA in clu d in g clau se 7.4 -
Sh if t Wo r k an d clau se 7.5 - Pu b lic Ho lid ay . Th e An n u alised Ag r eem en t sh all b e r ead an d
in t er p r et ed w h o lly in co n ju n ct io n w it h t h e p r o visio n s o f t h e EUCA an d w h er e t h er e is an y
in co n sist en cy , t h is Ag r eem en t sh all t ake p r eced en ce. Wh er e t h e An n u alised Ag r eem en t is
silen t t h e p r o v isio n s o f t h e EUCA sh all ap p ly . Th e An n u alised Ag r eem en t su p er sed es an y
p r ev io u s co n d it io n s an d ag r eem en t s o r ar r an g em en t s w h ich d eal w it h t h e su b ject m at t er
o f t h is Ag r eem en t .
1. Th is ar r an g em en t p r o v id es f o r t h e p aym en t o f an ad d it io n al p er cen t ag e lo ad in g
(“ag g r eg at ed lo ad in g ”) calcu lat ed as a p er cen t ag e o f t h e “EUCA w ag e r at e ” f o r t h e
p o sit io n .
2. Th e ag g r eg at ed lo ad in g co m p en sat es em p lo y ees f o r t h e f o llo w in g it em s:
i. Sh if t p en alt y h o u r s;
ii. Sh if t ch an g eo ver t im e; an d
iii. Wo r ked p er f o r m ed o n St at u t o r y Ho lid ays.
3. Th e ag g r eg at ed lo ad in g t o co m p en sat e f o r t h e ab o ve -m en t io n ed co m p o n en t s is:
i. Net w o r k Tr o u b le Call Of f icer at 42.3% ab o ve o r d in ar y t im e.
4. Th e ag g r eg at ed lo ad in g ap p lies t o p er io d s o f an n u al, p er so n al an d lo n g ser v ice
leave, as w ell as o ver t im e an d su p er an n u at io n p u r p o ses.
Note:
5. SHIFT INCIDENCE
h o u r s p er f o r t n ig h t . As f ar as is p o ssib le t o ach ieve, w h ilst also t akin g in t o acco u n t
n u m b er s o f n ig h t sh if t s an d w eeken d s w o r ked p er year .
Tr o u b le Call Of f icer s

Day 06:00 14:00
Af t er n o o n 14:00 22:00
Nig h t 22:00 06:00
Th is An n u alised Ag r eem en t m ay, in acco r d an ce w it h clau se 2.1 - Wo r kp lace Ch an g e an d
Flexib ilit y o f t h e EUCA b e am en d ed d u r in g it s lif e t o r ef lect an y ag r eed alt er at io n s n o t
r elat ed t o sh if t r o st er ar r an g em en t s.
6.1 Trouble Call Officer – Development Opportunities

d evelo p m en t s in t h e n et w o r k an d t h e view s / r eq u ir em en t s o f t h eir cu st o m er s, Tr o u b le
Call Of f icer s m ay b e r eq u ir ed t o sp en d p er io d s o f t im e in o t h er p ar t s o f t h e b u sin ess.
Du r in g t h is t im e em p lo yees w ill co n t in u e t o m ain t ain t h eir ag g r eg at ed salar y .
7. OVERTIME

em p lo yees.

Attachment 1
Calculation Sheet – Network Operations Trouble Call Officers Loading – 42.3%
PENALTIES for 10 Week Roster with NO SPARES - with STATUTORY HOLIDAYS + 0 Spare week of Mid-Afternoons
Enter HRS per Day to be worked
(This 12 man Roster is effectively a 10 week roster with no spares)
Standard Hours worked per Day 8.05 hrs Penalty Hours - 8 hrs
Just fill in the CELLS that Hours per week 36.23 hrs Week Day 0 0%
are MARKED YELLOW
Number of Weeks 10.3 wks Afternoon 1.5094 18.75%
Total Normal Hours for Period 371.91 hrs Night 1.8113 22.50%
Number of Shifts in a 10wk Roster: 47.0 shifts Sat 4.0250 150.00%
Annualised Penalty Percentage: 42.30% Sun 8.0500 200.00%
10 15 5 3 3 1 3 3 1 offered Percentage: 42.30% 0.00% Holiday 12.0750 250.00%
Mon-Fri Saturday Sunday Enter # of SPARE Weeks in Roster
D A N D A N D A N Penalty Hours per Weekly Shift Enter # of SPARES: 1.7 Enter # of People on Roster: 12 People
10 15 5 3 3 1 3 3 1 << No of Shifts over the cycle of the Roster 128.901 hrs -wk-9
0.000 hrs -wk-8 Public Holiday AVG Penalty Hours (D-A-N)
5 Day Week (Spare) 0.000 hrs -wk-7 Day: 12.075 hrs
5 Day Week (Spare) 0.000 hrs -wk-6 Afternoon: 14.339 hrs
5 Day Week (Spare) 0.000 hrs -wk-5 Night: 14.792 hrs No of Public Holidays
5 Day Week (Spare) 0.000 hrs -wk-4 Average of: 13.735 hrs 11 Days
0.000 hrs -wk-3 151.1 hrs 147.8 hrs
0.000 hrs -wk-2
0.000 hrs wk-12 % of 3 'D' shifts 42.86% 5.18 hrs
Total number of Shifts: 47.0 Total Changeover Time for Period (47 Shifts) 0.000 hrs 0.00 % of 3 'A' shifts 42.86% 6.15 hrs
Total No of Hrs: 378.35 hrs Total Penalty Hours for Period 128.90 hrs % of 1 'N' shifts 14.29% 2.11 hrs
Total 7 shifts 100.00% 13.43 hrs
Penalty Percentage for Period 34.66% 147.8 hrs
It should be noted that this Roster is a PROPOSED ROSTER ONLY.

Annualised Calculation based on 12 man / 10wk Roster The FINAL Roster format is to be worked out at a later stage, but the
Percentage Calculated would remain the same when the SAME number of
Annual Multiplication Factor (52.0357 wks/ yr) 5.07 cycles
Shifts are done over the Quoted
Total Normal Hours/Annum 1884.99 hrs cycle. Also, Should Penalty Rates change, so should the Calculated
Total Rostered Penalty Hours/Annum excluding PH 649.51 hrs Percentage.
Number of Statutory Holidays Worked/Annum 11 Days Note: 11 Stat. Holidays per Annum
Satutory Holiday Penalty Hours/Annum 147.8 hrs 132.825
Number of Statutory Holidays Day in Leiu 11 Days
Days in Leiu Hours/Annum 88.55 hrs
Total Statutory Holiday Hours/Annum 147.77 hrs
(If Req'd) Enter Extra % for incorporating
Number of Planned O/T Shifts Included/Annum (@ DoubleMonthly
Time) Team Briefs0.0hrs
or Prepaid O/T into
of crib
Annualised Rate
Planned O/T Inclusion Hours/Annum 0.00 Note: Include 0.0hrs for cribs but not meals.
[Meals : 10 @ $7.50 = $75] [Meals : 10 @ $9.60 = $96]
Total Penalty Hours/Annum 797.28 hrs
Annualised percentage per 12 week cycle excluding public holidays 42.30%

SCHEDULE 7 ALTERNATIVE EMPLOYMENT
ARRANGEMENTS – LEGACY ARRANGEMENTS
It is ackn o w led g ed t h at exist in g em p lo yees m ay h ave t er m s an d co n d it io n s su b ject t o t h e

f o llo w in g Alt er n at ive Em p lo ym en t Ar r an g em en t s - Sen io r St af f Ag r eem en t an d No n -
Execu t ive Em p lo ym en t Ag r eem en t .
Th ese leg acy Alt er n at iv e Em p lo ym en t Ar r an g em en t s w ill b e m ain t ain ed d u r in g t h e lif e o f

t h is Ag r eem en t an d f u t u r e Ag r eem en t /s; an d em p lo ym en t co n d it io n s w ill b e in
acco r d an ce w it h t h e t er m s an d co n d it io n s o f t h ese ar r an g em en t s w h er e t h e em p lo yee
co n t in u es t o b e em p lo yed in t h eir cu r r en t p o sit io n .
In cir cu m st an ces w h er e t h e em p lo y ee’s p o sit io n is m ad e r ed u n d an t an d t h e em p lo yee is

r ed ep lo yed t o su it ab le alt er n at ive em p lo ym en t , t h ese ar r an g em en t s w ill b e m ain t ain ed
f o r t h e r ed ep lo yed p o sit io n in acco r d an ce w it h t h e ab o ve.
If an em p lo yee is su ccessf u l in at t ain in g an o t h er p o sit io n t h en t h e t er m s an d co n d it io n s

o f t h e n ew p o sit io n w ill ap p ly .
All f u t u r e Alt er n at ive Em p lo ym en t Ar r an g em en t s w ill b e in acco r d an ce w it h t he

f o llo w in g :
SCHEDULE B
a. Sen io r St af f Ag r eem en t ; an d
b . No n –Execu t ive Em p lo y m en t Ag r eem en t .
Th ese alt er n at iv e em p lo ym en t ar r an g em en t s ar e set o u t in Sch ed u le B o f t h is Ag r eem en t .
Un less sp ecif ically p r o v id ed f o r in t h e alt er n at ive em p lo ym en t ar r an g em en t , em p lo yees
ar e exem p t f r o m t h e f o llo w in g p r o v isio n s o f t h e Ag r eem en t :
a. Par t 6 Allo w an ces – Paym en t o f Ab ilit y an d Disab ilit y Allo w an ces, Em er g en cy Wo r k
– av ailab ilit y d u t y, Wo r k in Rain , Su b st at io n an d Test Dep ar t m en t Allo w an ce,
Co n st r u ct io n Sit es, Fir st Aid Allo w an ce, To o ls, Lo calit y Allo w an ces;
b . Par t 7 Ho u r s o f Wo r k, Pu b lic Ho lid ays – Ho u r s o f Wo r k, Meal Br eaks, Rest Pau se,
Sh if t Wo r k;
c. Par t 8 Over t im e – Over t im e, Rest Br eak af t er Over t im e, Over t im e Cr ib Br eak, Meal
allo w an ce; an d
d . Par t 10 Tr an sf er s, Tr avellin g an d Wo r kin g Aw ay f r o m Usu al Place o f Wo r k –
Tr avellin g Ou t sid e o f Or d in ar y Ho u r s.
An y ar r an g em en t d ev elo p ed sh all b e r ead an d in t er p r et ed in co n ju n ct io n w it h t h e
Ag r eem en t , an d w h er e an y in co n sist en cy exist s, t h e alt er n at ive em p lo ym en t
ar r an g em en t sh all t ake p r eced en ce. Wh er e silen t , t h e Ag r eem en t sh all ap p ly .
Sick leave w ill b e cu m u lat ive, b u t u n less En er g ex an d t h e em p lo yee o t h er w ise ag r ee, n o

em p lo yee w ill b e en t it led t o r eceive, an d En er g ex w ill n o t b e b o u n d t o m ake, p aym en t
f o r m o r e t h an 52 w eeks ab sen ce f r o m w o r k t h r o u g h illn ess in an y o n e year .
2) Non-Executive Employment Agreement (NEC)

1. Employment Agreement Parties and Scope
Th is No n -Execu t ive Em p lo ym en t Ag r eem en t is m ad e b et w een En er g ex an d t h e Em p lo yee
p u r su an t t o clau se 4.1.9 Alt er n at iv e Em p lo y m en t Ar r an g em en t s o f t h e En er g ex Un io n
Co llect ive Ag r eem en t 2015 p r o v id ed t h at t h e exem p t io n p r o visio n s set o u t in clau se 4.1.9
o f t h e Ag r eem en t , w ill ap p ly f o r t h e Em p lo yee en g ag ed u n d er t h is NEC.
Th is NEC w ill b e r ead an d in t er p r et ed in co n ju n ct io n w it h t h e g en er al p r o v isio n s o f t h e

Ag r eem en t , p r o v id ed t h at w h er e t h er e is an y in co n sist en cy b et w ee n t h is NEC an d t h e
Ag r eem en t , t h is NEC w ill t ake p r eced en ce t o t h e ext en t o f t h e in co n sist en cy.

Th is NEC su p er sed es an y p r io r em p lo ym en t ag r eem en t b et w een t h e p ar t ies in clu d in g an y
o t h er ag r eem en t s, o r al o r w r it t en , m ad e p r io r t o t h e execu t io n o f t h is d o c u m en t .
Ho w ever t h is d o es n o t p r eclu d e En er g ex an d Em p lo yee ag r eein g in w r it in g t o ad d it io n al
t er m s t h at d o n o t co n f lict w it h t h e p r o v isio n s co n t ain ed h er ein .
2. Coverage
Un d er t h e p r o v isio n s o f clau se 4.1.9 o f t h e Ag r eem en t (Alt er n at ive Em p lo ym en t
Ar r an g em en t s) it is ag r eed t h at En er g ex m ay o f f er t h e NEC t o all n ew o r exist in g
Em p lo yees w h o o ccu p y a p o sit io n g r ad ed at salar y p o in t 13.0 o r ab o ve.
3. Date and Period of Agreement

Th is NEC w ill o p er at e f r o m t h e d at e o f co m m en cem en t an d w ill co n t in u e w h ilst t h e
Ag r eem en t r em ain s in o p er at io n an d an y su b seq u en t ag r eem en t s w it h a clau se
eq u ivalen t t o clau se 4.1.9 o f t h e Ag r eem en t , Alt er n at ive Em p lo ym en t Ar r an g em en t s
u n less o t h er w ise t er m in at ed in acco r d an ce w it h law o r b y t h e Em p lo yee an d /o r En er g ex
in acco r d an ce w it h t h is NEC o r t h e Ag r eem en t .
4. Employee’s Position and Duties

Th is NEC d u r in g it s d u r at io n is r ef er ab le t o t h e p o sit io n list ed in Sch ed u le NEC – A.
En er g ex can exp an d , in cr ease o r ch an g e t h e r esp o n sib ilit ies o r d u t ies o f t h e em p lo yee’s

p o sit io n an d b ef o r e im p lem en t in g su ch ch an g e En er g ex w ill co n su lt w it h t h e em p lo y ee.
An y exp an sio n , in cr ease o r ch an g e t o t h e em p lo yee’s r esp o n sib ilit ies o r d u t ies w ill r esu lt
in t h e p o sit io n p r o f ile b ein g assessed an d if n ecessar y am en d ed , r e -ev alu at ed an d if
ap p licab le ad ju st m en t s t o t h e r em u n er at io n level w ill b e m ad e.
Th e p o sit io n p r o f ile is at t ach ed . Yo u r d u t ies m ay b e v ar ied f r o m t im e t o t im e. Th is w ill

o n ly o ccu r af t er co n su lt at io n in o r d er t o allo w En er g ex t o r esp o n d t o ch an g in g b u sin ess
an d o p er at io n al n eed s.
5. Probationary Period (for new Employees only).

Th e Em p lo yee w ill b e o n p r o b at io n f o r a p er io d o f t h r ee (3) m o n t h s f r o m t h e
co m m en cem en t o f t h e em p lo ym en t . Th is p er io d can b e ext en d ed u p t o an ad d it io n al
t h r ee (3) m o n t h s t h r o u g h w r it t en n o t if icat io n t o t h e Em p lo yee b y En er g ex p r io r t o t h e
exp ir y o f t h e t h r ee (3) m o n t h p r o b at io n ar y p er io d . Du r in g t h is t im e eit h er En er g ex o r t h e
Em p lo yee m ay elect t o t er m in at e t h e em p lo ym en t w it h o n e (1) w eeks’ n o t ice. En er g ex
m ay p r o v id e an eq u iv alen t p aym en t in lieu o f su ch n o t ice.
6. Location/Work Allocation
Th e in it ial w o r k lo cat io n is b ased in Br isb an e. Ho w ever , d u r in g t h e co u r se o f em p lo ym en t ,
t h e Em p lo yee m ay b e r eq u ir ed f r o m t im e t o t im e t o t em p o r ar ily :
a. Wo r k in o t h er o p er at in g lo cat io n s w it h in a r easo n ab le t r avellin g d ist an ce f r o m t h e

o r ig in al w o r k lo cat io n ; o r
b . Be assig n ed t em p o r ar ily t o w o r k in p ar t s o f t h e En er g ex b u sin ess b ey o n d a r easo n ab le

t r avellin g d ist an ce f r o m t h e o r ig in al w o r k lo cat io n o r in t er st at e.
Th e Em p lo yee w ill b e co n su lt ed p r io r t o an y lo cat io n ch an g e en visag ed ab o ve. Wo r k

lo cat io n ch an g es o f a p er m an en t o r ext en d ed n at u r e, b eyo n d r easo n ab le t r avel t im es,
w ill b e b y m u t u al ag r eem en t w it h t h e em p lo y ee co n cer n ed .
No em p lo yee w ill su f f er an y m at er ial d im in u t io n in r em u n er at io n o r en t it lem en t s as a

r esu lt o f a t r an sf er o r seco n d m en t .
7. Hours of Work
Th e To t al Fixed Rem u n er at io n p ackag e f o r t h e Em p lo yee’s p o sit io n n o m in at ed in
Sch ed u le NEC – A in clu d es co m p en sat io n f o r 160 n o r m al w o r k h o u r s p er each f o u r (4)
w eek p er io d , as w ell as an y r easo n ab le o u t o f h o u r s w o r k, o r r easo n ab le ext en d ed h o u r s
o f w o r k, r eq u ir ed t o m eet t h e sp ecif ic d em an d s o f t h e b u sin ess an d t h e r esp o n sib ilit ies
o f t h e p o sit io n .
En er g ex also r eco g n ises t h at it is im p o r t an t f o r t h e em p lo yee t o ach ieve a b alan ce

b et w een t h e em p lo yee’s p r o f essio n al an d p er so n al lif e an d w ill w o r k w it h t h e em p lo y ee

in an en d eavo u r t o acco m m o d at e t h is b alan ce, w h ilst m eet in g exp ect at io n s an d n eed s o f
o u r cu st o m er s an d sh ar eh o ld er s.
8. Remuneration
Su b ject t o t h e f o llo w in g , t h e To t al Fixed Rem u n er at io n r at e, p er an n u m , as ag r eed
b et w een En er g ex an d Em p lo yee is d et ailed in t h e NEC Rem u n er at io n Sch ed u le an d is all
in clu sive.
Th e To t al Fixed Rem u n er at io n w ill b e r eview ed o n an an n u al b asis su b ject t o t h e o v er all

p er f o r m an ce o f En er g ex, t h e p er f o r m an ce o f t h e Em p lo yee an d m ar ket f act o r s. Th e
an n u al r ev iew o f t h e To t al Fixed Rem u n er at io n r at e w ill b e ef f ect iv e 1 Ju ly o f each year
an d w ill b e b ackd at ed t o t h is d at e.
Th e r ev iew w ill also en su r e t h at t h e em p lo yee’s r em u n er at io n is n o less t h an t h e

Ag r eem en t t en (10) d ay r at e f o r t h e em p lo y ee’s classif icat io n .
TFR Alternative 1 - Defined Benefits
Th e To t al Fixed Rem u n er at io n p ackag e in clu d es:
a. Cash Co m p o n en t (t h e am o u n t set out as t h e Cash Co m p o n en t in t h e NEC

Rem u n er at io n Sch ed u le);
b . En er g ex (10% ) an d em p lo yee’s (5% ) su p er an n u at io n co m p o n en t s; an d
c. Veh icle, w h er e En er g ex d eem s t h at a v eh icle is r eq u ir ed t o p er f o r m t h e r o le.(insert

where appropriate)
In ad d it io n t o t h ese it em s ab o ve t h e Em p lo yee w ill h ave t h e o p t io n t o :
a. Salar y Sacr if ice ad d it io n al vo lu n t ar y su p er an n u at io n co n t r ib u t io n s;
b . Lease a veh icle f o r p r iv at e u se.
TFR Alternative 2 - Defined Contribution
Th e To t al Fixed Rem u n er at io n p ackag e in clu d es:
a. Cash Co m p o n en t (t h e am o u n t set out as t h e Cash Co m p o n en t in t h e NEC

Rem u n er at io n Sch ed u le);
b . En er g ex su p er an n u at io n co n t r ib u t io n , in acco r d an ce w i t h Su p er an n u at io n Gu ar an t ee
r eq u ir em en t s, If t h e Su p er an n u at io n Gu ar an t ee Co n t r ib u t io n in cr eases t h er e is n o
ch an g e t o t h e n o t io n al cash co m p o n en t ; an d
c. Veh icle, w h er e En er g ex d eem s t h at a veh icle is r eq u ir ed t o p er f o r m t h e r o le.(insert as

appropriate)
In ad d it io n t o t h ese it em s ab o ve t h e Em p lo yee w ill h ave t h e o p t io n t o :
a. Salar y Sacr if ice vo lu n t ar y su p er an n u at io n co n t r ib u t io n s; o r
b . Lease a veh icle f o r p r ivat e u se in acco r d an ce w it h t h e Packag in g o f Leased Mo t o r

Veh icles clau se o f t h is Em p lo ym en t Ag r eem en t .
Packag in g ch o ices f o r t h ese o p t io n al it em s w ill b e in d icat ed in co lu m n 2 o f t h e

Rem u n er at io n Sch ed u le.
Th e co st o f an y Fr in g e Ben ef it Tax in cu r r ed o n t h e Em p lo yee’s ch o ice o f ag r eed b en ef it s

w ill b e f u lly m et b y t h e Em p lo yee an d co st ed t o t h eir To t al Fixed Rem u n er at io n .
On co m m en cem en t , t h e cash co m p o n en t n et o f t ax an d o t h er au t h o r ised

elect io n s/d ed u ct io n s, w ill b e p aid in t o t h e Em p lo yee’s n o m in at ed b an k acco u n t /s in
acco r d an ce w it h t h e n o r m al En er g ex p r act ice b u t n o t less t h an f o r t n ig h t ly .
9. Performance Pay
In ad d it io n t o t h e To t al Fixed Rem u n er at io n o f f er ed , t h e Em p lo yee w ill also h ave t h e

o p p o r t u n it y t o ear n p er f o r m an ce p ay m en t s, w h ich r eco g n ise p er f o r m an ce ag ain st

ag r eed t ar g et s, o f u p t o 20% o f To t al Fixed Rem u n er at io n (p er year ), in acco r d an ce w it h
t h e p er f o r m an ce p ay sch em e (as v ar ied f r o m t im e t o t im e) t h at ap p lies t o Em p lo yees
co ver ed u n d er t h is Ag r eem en t .
10. Superannuation
Alternative 1 – Defined Benefit Fund - Existing Employees
Th e Em p lo yee m ay r em ain a m em b er o f t h e Def in ed Ben ef it Sect io n (Par t 2) o f t h e

Elect r icit y Su p p ly In d u st r y Su p er an n u at io n Fu n d . Th e To t al Fixed Rem u n er at io n set o u t in
t h e NEC Rem u n er at io n Sch ed u le in clu d es t h e co n t r ib u t io n s t o b e m ad e b y En er g ex an d
t h e Em p lo yee.
Th e calcu lat io n o f En er g ex an d em p lo yee co n t r ib u t io n s w ill b e m ad e o n t h e f o llo w in g

b asis:
a. Th e Ag r eem en t t en (10) d ay r at e f o r t h e em p lo yees classif icat io n as a m in im u m ; o r

b . 90.91% o f t h e em p lo y ee’s TFR w h er e t h is am o u n t is g r eat er t h an a) ab o ve; o r
c. 75% o f t h e em p lo yee’s TFR, p r o vid ed t h at t h is is g r eat er t h an a) ab o ve.
Fo r an exist in g Def in ed Ben ef it Fu n d em p lo yee w h o elect s t o b e en g ag ed u n d er t h is

co n t r act , n o t p r ev io u sly en g ag ed o n an NEC t h at em p lo yee w ill b e co ver ed b y a) o r b )
ab o ve.
Wh er e En er g ex su p er an n u at io n co n t r ib u t io n s d im in ish in acco r d an ce w it h t h e t r u st d eed ,

t h er e w ill b e n o ch an g e t o t h e n o t io n al Cash Co m p o n en t (acco r d in g ly if En er g ex in cr eases
t h e su p er an n u at io n co n t r ib u t io n s t h er e w ill b e n o ch an g e t o t h e n o t io n al cash
co m p o n en t ).
Alternative 2 – Defined Contribution Fund Employees
Th e Em p lo y ee w ill b e a m em b er o f a co m p lian t Def in ed Co n t r ib u t io n Su p er an n u at io n

Fu n d . Th e To t al Fixed Rem u n er at io n set o u t in t h e NEC Rem u n er at io n Sch ed u le is in clu sive
o f all su p er an n u at io n co n t r ib u t io n s. Paym en t o f an y ad d it io n al vo lu n t ar y co n t r ib u t io n s t o
su p er an n u at io n m ad e b y t h e Em p lo yee m ay b e salar y p ackag ed in acco r d an ce w it h
p ackag in g p r o v isio n s o f t h e Em p lo yee’s Rem u n er at io n clau se.
11. Motor Vehicle
Insert the appropriate motor vehicle clause based on operational requirements:
Alternative 1 – Require Operational Vehicle
Th e cu r r en t p o sit io n r eq u ir es t h e o p er at io n al u se o f a m o t o r veh icle. En er g ex w ill m ake

av ailab le t o t h e Em p lo yee a f u lly m ain t ain ed veh icle f o r b u sin ess u se. Th e veh icle is also
av ailab le f o r u n lim it ed p r ivat e u se b y t h e Em p lo yee, in clu d in g p er io d s o f an n u al leave.
Th e veh icle w ill b e f u lly co st ed t o t h e Em p lo yee in acco r d an ce w it h t h e salar y p ackag in g
p r o visio n s o f t h e Rem u n er at io n clau se.
By ag r eem en t w it h En er g ex, t h e Em p lo yee m ay p er so n ally lease a m o t o r veh icle f r o m an

ext er n al leasin g co m p an y ap p r o ved b y t h e Bo ar d . Th e p r o v isio n o f a veh icle u n d er t h is
ar r an g em en t w ill b e co st ed t o t h e Em p lo yee in acco r d an ce w it h t h e salar y p ackag in g
p r o visio n s o f t h e Em p lo yee’s Rem u n er at io n clau se o f t h is Em p lo ym en t Ag r eem en t .
Alternative 2 – No Operational Vehicle Requirement
At t h e t im e o f execu t in g t h is NEC, t h e p o sit io n d et ailed in Sch ed u le NEC – A d o es n o t

r eq u ir e t h e o p er at io n al u se o f a m o t o r veh icle.
Th e Em p lo yee m ay p er so n ally lease a m o t o r veh icle f r o m an ext er n al leasin g co m p an y

ap p r o ved b y t h e Bo ar d . Th e p r o visio n o f a veh icle u n d er t h is ar r an g em en t w ill b e co st ed
t o t h e Em p lo y ee in acco r d an ce w it h t h e salar y p ackag in g p r o visio n s o f t h e Em p lo yee’s
Rem u n er at io n clau se o f t h is Ag r eem en t . Th e Em p lo yee m u st m eet t h e cr it er ia d et ailed in
t h e Salar y Packag in g Po licy.

12. Leave
All leave en t it lem en t s w ill b e in acco r d an ce w it h t h e Ag r eem en t . All leave en t it lem en t s

ar e p aid at t h e To t al Fixed Rem u n er at io n r at e as d et ailed in t h e NEC Rem u n er at io n
Sch ed u le.
13. Performance Review
Th e Em p lo y ee w ill p ar t icip at e in an In d ivid u al Pr o g r ess Rev iew at least an n u ally. Th e

r eview , co n d u ct ed b y t h e r elev an t Man ag er , w ill co n sid er t h eir co n d u ct an d p er f o r m an ce
o ver t h e p r evio u s year an d cu r r en t an d f u t u r e d evelo p m en t n eed s an d o p p o r t u n it ies f o r
t h e f o llo w in g y ear .
It w ill also p r o v id e t h e Em p lo yee w it h an o p p o r t u n it y t o d iscu ss co n cer n s an d r esp o n d t o

an y p er f o r m an ce issu es r aised b y t h eir Man ag er d u r in g t h e d iscu ssio n .
A w r it t en r eco r d o f each r ev iew w ill b e m ain t ain ed .

14. Policy and Procedures
Th e Em p lo yee’s em p lo ym en t is su b ject t o En er g ex’s Po licies an d Pr o ced u r es as am en d ed

f r o m t im e t o t im e, in clu d in g t h o se t h at ar e r ef lect ed in t h e Em p lo yee’s an n u al leave an d
o t h er leave en t it lem en t s clau ses o f t h is ag r eem en t . Th ese Po licies an d Pr o ced u r es w ill b e
m ad e av ailab le t h r o u g h t h e En er g ex In t r an et .
It is in cu m b en t o n En er g ex t o n o t if y t h e em p lo yee o f an y ch an g e an d in cu m b en t o n t h e
em p lo yee t o b e f am iliar w it h all p o licies an d p r o ced u r es.
Th e Em p lo yee w ill b e r eq u ir ed t o co m p ly w it h t h ese Po licies an d Pr o ced u r e s in clu d in g

t h e En er g ex Co d e o f Co n d u ct , at all t im es. An y b r each o f En er g ex Po licies an d Pr o ced u r es
m ay r en d er t h e Em p lo yee liab le f o r d iscip lin ar y act io n in clu d in g , w h er e ap p r o p r iat e,
d ism issal.
15. Occupational Health and Safety
En er g ex accep t s it s o b lig at io n t o p r o v id e Em p lo yees w it h a w o r k en v ir o n m en t t h at is, as

f ar as p r act icab le, f r ee f r o m an y h ealt h an d saf et y r isks.
Th e Em p lo yee is o b lig at ed t o co m p ly w it h t h e En er g ex Occu p at io n al Healt h an d Saf et y

Po licies an d Pr o ced u r es, as am en d ed f r o m t im e t o t im e. In ad d it io n , Em p lo yees m u st
h ave r eg ar d f o r an d t ake r easo n ab le car e o f t h eir h ealt h an d saf et y an d t h at o f f ello w
t eam m em b er s at w o r k. An y b r each o f En er g ex Occu p at io n al Healt h an d Saf et y Po licies
an d Pr o ced u r es m ay r en d er t h e Em p lo yee liab le f o r d iscip lin ar y act io n in clu d in g , w h er e
ap p r o p r iat e, d ism issal.
16. Dispute Procedures
Th e d isp u t e p r o ced u r es t h at ap p ly u n d er t h e Ag r eem en t w ill co n t in u e t o ap p ly .
17. Security of Employment
En er g ex ackn o w led g es it s o b lig at io n s u n d er clau se 4.3 o f t h e Ag r eem en t .
18. Termination
Th e Em p lo yee m ay t er m in at e t h e em p lo ym en t b y f o u r (4) w eeks’ n o t ice in w r it in g o r t h e

f o r f eit u r e o f f o u r (4) w eeks To t al Fixed Rem u n er at io n . En er g ex m ay t er m in at e t h e
em p lo yee in acco r d an ce w it h t h e Ag r eem en t .
Up o n t er m in at io n , t h e Em p lo yee w ill r et u r n all p r o p er t y o f En er g ex in clu d in g an y secu r it y

p asses, access car d s an d /o r key s f o r en t er in g En er g ex p r o p er t y o r p r o g r am s.
19. Redundancy
Fo r t h e p u r p o ses o f ap p lyin g t h e Red u n d an cy p r o visio n s o f t h e Ag r eem en t :
a. Sever an ce p aym en t s w ill b e calcu lat ed u sin g t h e n o t io n al Cash Co m p o n en t ;

b . An y ear ly sep ar at io n in cen t ive p aym en t w ill b e calcu lat ed u sin g t h e n o t io n al Cash
Co m p o n en t ; an d
c. An y an n u al o r lo n g ser vice leave p aym en t s w ill b e calcu lat ed u sin g To t al Fixed

Rem u n er at io n .
20. Intellectual Property
An y in ven t io n , im p r o vem en t o r id ea d ev elo p ed b y t h e Em p lo yee in co n n ect io n w it h t h eir

em p lo ym en t w it h En er g ex w h et h er d u r in g o r o u t sid e w o r kin g h o u r s w h ich r elat es t o
En er g ex:
a. Pr o d u ct s o r m et h o d s o f m akin g o r u sin g su ch p r o d u ct s; o r
b . Gen er al m et h o d s o f o p er at io n
w h et h er exist in g o r in d evelo p m en t , w ill b e so lely En er g ex p r o p er t y .
Th e Em p lo yee h er eb y ap p o in t s En er g ex as t h eir at t o r n eys t o execu t e o n t h eir b eh alf all

d o cu m en t s r eq u ir ed t o :
a. Give En er g ex o r t h e En er g ex n o m in ee f u ll leg al o w n er sh ip o f t h e in t ellect u al p r o p er t y

r ig h t s r elevan t t o t h e ab o ve clau se; an d
b . Make ap p licat io n s f o r p at en t s, r eg ist er ed t r ad e m ar ks o r d esig n s
in Au st r alia an d su ch o t h er co u n t r ies as w e co n sid er n ecessar y .
Th e Em p lo yee u n d er t akes t o im m ed iat ely d isclo se t o En er g ex an y m at t er r elev an t t o

in t ellect u al p r o p er t y.
21. Conflict of Interest
Th e Em p lo yee w ill car r y o u t d u t ies o b ject ively in t h e b est in t er est s o f En er g ex an d seek at

all t im es t o avo id a Co n f lict o f In t er est .
In t h e even t a Co n f lict o f In t er est ar ises, o r h as t h e p o t en t ial t o ar ise, t h e Em p lo yee w ill,

at t h e ear liest o p p o r t u n it y :
a. Im m ed iat ely n o t if y t h eir im m ed iat e su p er viso r ; an d
b . Rem o ve t h em selves f r o m t h e d ecisio n m akin g p r o cess w h ich m ay p lace t h em in a

p o sit io n w h er e a Co n f lict o f In t er est m ay ar ise.
Th e Em p lo yee u n d er t akes n o t t o u se in f o r m at io n o b t ain ed in t h e co u r se o f em p lo ym en t

t o g ain f o r t h em selv es o r an y p er so n a d ir ect o r in d ir ect ad v an t ag e o r b en ef it , f in an cial
o r o t h er w ise.
Th e Em p lo yee w ill n o t so licit o r accep t an y b en ef it in r esp ect o f t h e ex er cise o f t h eir

d iscr et io n , w h et h er f o r t h em selves o r an y o t h er p er so n .
Th e Em p lo yee w ill avo id cir cu m st an ces in w h ich t h e accep t an ce o f an o f f er b y w ay o f g if t

o r an y o t h er co n sid er at io n co u ld r esu lt in :
a. A Co n f lict o f In t er est ; o r
b . Th e g if t b ein g p er ceiv ed as secu r in g , o r in r et u r n f o r , f avo u r o r p r ef er m en t .
A f ailu r e b y t h e Em p lo yee t o f u lf il t h eir d u t ies p u r su an t t o t h is clau se, m ay co n st it u t e

ser io u s m isco n d u ct an d m ay r esu lt in t h e su m m ar y t er m in at io n o f t h e Em p lo yee.
22. Reversion
Su b ject t o t h e Ag r eem en t , t h e Em p lo yee w ill r et ain t h e r ig h t t o in d ivid u ally an d

vo lu n t ar ily r em ain in o r w it h d r aw f r o m t h is NEC. Wit h d r aw al b y t h e Em p lo yee w ill b e
af f ect ed b y o n e (1) m o n t h s’ n o t ice t o En er g ex. Wh er e En er g ex w ish es an in d ivid u al t o
r ever t , it w ill p r o v id e t h r ee (3) m o n t h s’ w r it t en n o t ice t o t h e Em p lo y ee.

Wh er e t h e Em p lo yee w it h d r aw s f r o m t h is NEC, t h en t h e p r o visio n s o f t h is Ag r eem en t w ill
cease t o b e o f ef f ect an d t h e Em p lo yee w ill r ever t t o t h e p r o visio n s o f t h e Ag r eem en t .
Pr io r t o r ever sio n t o t h e Ag r eem en t , t h e salar y p o in t t h at t h e Em p lo yee w ill r ever t t o ,

w ill b e d et er m in ed b y t h e f o llo w in g :
a. Th e cu r r en t g r ad in g o f t h e p o sit io n ; o r
b . Th e salar y p o in t o f t h e Em p lo yee p r io r t o t h e co m m en cem en t o f t h e Ag r eem en t (if

ap p r o p r iat e); o r
c. Th e salar y p o in t o f t h e p o si t io n at t h e co m m en cem en t o f t h e Ag r eem en t ; w h ich ever

is t h e h ig h er .
No t w it h st an d in g t h e ab o ve, a f u r t h er salar y p o in t p r o g r essio n w it h in t h e g r ad e f o r t h e

p o sit io n m ay o ccu r if it can b e d em o n st r at ed t h at t h e Em p lo yee h as g ain ed ad d it io n al
skills an d kn o w led g e r elevan t t o t h e p o sit io n su f f icien t t o w ar r an t su ch p r o g r essio n .

NEC Remuneration Schedule
Dat e o f t h is Ag r eem en t :
Th e Em p lo yer :
Th e Em p lo yee:
Nam e:
Ad d r ess:
Pr in cip al Wo r kp lace:
Po sit io n :
Su p er v iso r :
To t al Fixed Rem u n er at io n Packag e:
Co m m en cem en t Dat e:
Signatories
Signed f o r Energex b y it s r ep r esen t at ive in t h e p r esen ce o f :
_______________________ _______________________
Rep r esen t at iv e’s sig n at u r e Wit n ess sig n at u r e
____________________
Nam e (p lease p r in t )
_______________________ _______________________
Dat e Dat e
Signed b y < in ser t Em p lo yee n am e> in t h e p r esen ce o f :
______________________ _______________________
Em p lo yee’s sig n at u r e Wit n ess sig n at u r e
_______________________
Nam e (p lease p r in t )
_______________________ _______________________
Dat e Dat e
3) Senior Staff Agreement (SSA)

En er g ex m ay o f f er t h is ar r an g em en t t o n ew o r exist in g em p lo yees en g ag ed as
Su p er v iso r s o r Par a Pr o f essio n als w h o se p o sit io n is p aid at salar y p o in t 9.0 an d ab o v e in
t h e Tech n ical st r eam , o r em p lo yees en g ag ed in a p o sit io n t h at is p aid at salar y p o in t 12.0
an d ab o ve in t h e Ad m in ist r at ive St r eam .
1. Employment Agreement Parties and Scope
Th is SSA is m ad e b et w een En er g ex an d t h e Em p lo yee p u r su an t t o clau se 4.1.9 o f t h e

Ag r eem en t (Alt er n at iv e Em p lo ym en t Ar r an g em en t s) p r o v id ed t h at t h e exem p t io n s set
o u t in clau se 4.1.9 w ill ap p ly t o t h e Em p lo yee en g ag ed u n d er t h is Ag r eem en t .
Th is SSA w ill b e r ead an d in t er p r et ed in co n ju n ct io n w it h t h e Ag r eem en t , p r o vid ed t h at
w h er e t h er e is an y in co n sist en cy b et w een t h e SSA an d t h e Ag r eem en t t h is SSA w ill t ake
p r eced en ce t o t h e ext en t o f t h e in co n sist en cy.
Th is SSA su p er sed es an y p r io r em p lo y m en t ag r eem en t b et w een t h e p ar t ies in clu d in g an y

o t h er ag r eem en t s, o r al o r w r it t en , m ad e p r io r t o t h e execu t io n o f t h is d o cu m en t .
2. Date and Period of Operation
Th is SSA w ill o p er at e f r o m t h e d at e o f co m m en cem en t (Sch ed u le SSA – A) an d w ill

co n t in u e w h ilst t h e Ag r eem en t r em ain s in o p er at io n an d an y su b seq u en t Ag r eem en t
w it h a clau se eq u iv alen t t o clau se 4.1.9 o f t h e Ag r eem en t (Alt er n at ive Em p lo ym en t
Ar r an g em en t s) u n less o t h er w ise t er m in at ed in acco r d an ce w it h law o r b y t h e Em p lo yee
an d /o r En er g ex in acco r d an ce w it h t h is Ag r eem en t .
3. Dispute Resolution Procedures
Th e d isp u t e r eso lu t io n p r o ced u r es t h at ap p ly u n d er t h e Ag r eem en t w ill co n t in u e t o

ap p ly.
4. Employees’ Responsibilities
4.1 Duties
Per f o r m t h e d u t ies an d acco u n t ab ilit ies, r elevan t t o each em p lo yee’s p o sit io n , in

acco r d an ce w it h t h e jo b p r o f iles d et er m in ed f o r t h o se p o sit io n s co ver ed b y t h is SSA .
4.2 Ordinary Hours
Wo r k su ch o r d in ar y h o u r s (Mo n d ay t o Fr id ay ), as t h e su p er v iso r r easo n ab ly r eq u ir es b u t

n o t less t h an 160 h o u r s p er f o u r (4) w eek p er io d in acco r d an ce w it h a m u t u ally ag r eed
w o r k p at t er n . An y ag r eed w o r kin g ar r an g em en t s w ill b e f lexib le an d n o t b e m o r e t h an 12
h o u r s p er d ay .
If b y m u t u al ag r eem en t t h e em p lo yee ag r ees t o w o r k a r eg u lar w o r k p at t er n in clu d in g

sh if t w o r k, t h e em p lo y ee w ill b e en t it led t o t h e sh if t p en alt y lo ad in g s p r o v id ed f o r in t h e
Ag r eem en t , in ad d it io n t o t h e p r o v isi o n s o f t h e SSA.
5. Energex’s Responsibilities
5.1 Pay Rates
Pay t h e em p lo yee t h e salar y p r o vid ed f o r in t h e Rem u n er at io n Sch ed u le, as d et er m in ed

in acco r d an ce w it h t h e classif icat io n st r u ct u r e p r o vid ed f o r in t h e Ag r eem en t .
Th e t o t al r em u n er at io n p r o v id e d f o r t h e em p lo yee in clu d es co m p en sat io n f o r w o r k

d u r in g o r d in ar y h o u r s, as w ell as an y o u t -o f -h o u r s w o r k o r ext en d ed h o u r s o f w o r k
(in clu d in g st an d -b y an d em er g en cy r esp o n se act ivit ies) r eq u ir ed t o m eet t h e sp ecif ic
d em an d s o f t h e b u sin ess u n less o t h er w ise sp ecif ied in t h is SSA. In ad d it io n , t h e t o t al
r em u n er at io n in clu d es all allo w an ces an d p en alt ies o f an y t yp e p r o vid ed f o r in t h e
Ag r eem en t , w h ich m ig h t o t h er w ise ap p ly . If t h e em p lo yee p ar t icip at es in a st an d b y
r o st er t h e em p lo yee w ill b e en t it led t o t h e Day o f f in Lieu p r o visio n s f o r st an d b y o n a
Pu b lic Ho lid ay in acco r d an ce w it h t h e Ag r eem en t .

5.1.1 Additional Loading
Pay an ad d it io n al lo ad in g (co n t ain ed in t h e Rem u n er at io n Sch ed u le) ap p r o p r iat e t o

p o sit io n s in r eco g n it io n o f f lexib le w o r kin g h o u r s/ar r an g em en t s an d in p lace o f all
allo w an ces/p en alt ies o f an y t yp e, in clu d in g o ver t im e, n o r m ally p r o vid ed f o r in t h e
Ag r eem en t w h ich m ig h t o t h er w ise ap p ly.
Lo ad in g s w ill b e d et er m in ed in acco r d an ce w it h t h e f o llo w in g g u id elin es:
15% Wo r k f lexib le h o u r s as d et er m in ed in SSA clau se 4.2 Or d in ar y Ho u r s, in clu d in g w o r k

r elat ed t r avel an d in p lace o f allo w an ces/p en alt ies o f an y t y p e, in clu d in g o ccasio n al
o ver t im e, b u t n o t in clu d in g st an d b y . May b e r eq u ir ed t o b e o n st o r m st an d b y .
19% Wo r k f lexib le h o u r s as r eq u ir ed , in clu d in g w o r k r elat ed t r avel, p ar t icip at e in a

st an d b y r o st er , an d in p lace o f allo w an ces/p en alt ies o f an y t yp e w h er e f r eq u en t
o ver t im e is n o r m ally w o r ked an d o ccasio n al o u t o f h o u r s co n t act is r eq u ir ed .
22% Wo r k f lexib le h o u r s as r eq u ir ed , in clu d in g w o r k r elat ed t r avel, p ar t icip at e in a

st an d b y r o st er , an d in p lace o f allo w an ces/p en alt ies o f an y t yp e w h er e m o r e
f r eq u en t o ver t im e is w o r ked an d f r eq u en t o u t o f h o u r s co n t act o r r eq u ir em en t t o
r esp o n d .
24% Wo r k f lexib le h o u r s as r eq u ir ed , in clu d in g w o r k r elat ed t r avel o u t sid e n o r m al

b u sin ess h o u r s, p ar t icip at io n in a st an d b y r o st er , sig n if ican t in vo lvem en t in
em er g en cy r esp o n se an d o t h er w o r k r elat ed act ivit ies o u t sid e n o r m al b u sin ess
h o u r s, an d w h er e sig n if ican t lev els o f o ver t im e ar e w o r ked an d ext en sive o u t o f
h o u r s co n t act o r r eq u ir em en t t o r esp o n d .
In t h e even t o f t h e em p lo yee ch an g in g r o les, as a r esu lt o f t h e em p lo yee su ccessf u lly

o b t ain in g an alt er n at ive p o sit io n , an d t h at p o sit io n is co ver ed b y t h is SSA, t h e salar y
lo ad in g w ill b e r ev iew ed an d ad ju st ed as d et er m in ed ap p r o p r iat e b y En er g ex in
acco r d an ce w it h t h e g u id elin es ab o ve.
5.1.2 Overtime Payments
In lieu o f t h e p r o visio n s o f t h e o ver t im e clau se o f t h e Ag r eem en t t h e f o llo w in g o ver t im e

p aym en t s w ill ap p ly t o t h e em p lo yee. It is r eco g n ised t h at t h e em p lo yee is r eq u ir ed t o
r esp o n d t o em er g en cy even t s. Wh er e an em er g en cy even t is d eem ed an “o r an g e aler t ”
o r h ig h er b y En er g ex, t h e em p lo y ee w ill b e en t it led t o p aym en t f o r all h o u r s w o r ked
o u t sid e o f t h e em p lo yee’s o r d in ar y h o u r s in r esp o n se t o su ch an em er g en cy even t .
Su ch t im e w o r ked w ill b e p aid at 1.5 t im es t h e em p lo yees co m b in ed r at e, i.e. t h e

em p lo yee’s ap p licab le b ase r at e p lu s t h e lo ad in g as d et ailed in t h e Rem u n er at io n
Sch ed u le.
In ad d it io n , o ver t im e p aym en t s m ay b e m ad e in r eco g n it io n o f h o u r s w o r ked o ver an d

ab o ve t h e n o r m al r eq u ir em en t s, in clu d in g p ar t icip at io n in sp ecial p r o ject s o r b r eakd o w n s
o f sig n if ican t d u r at io n . Th e d et er m in at io n o f su ch o ver t im e p aym en t s w ill b e at t h e
d iscr et io n t h e em p lo y ee’s Gr o u p Man ag er .
5.1.3 Higher Duties
Hig h er d u t ies u n d er t h is SSA w ill b e in acco r d w it h t h e p aym en t s u n d er clau se 5.12 Hig h er

Du t ies o f t h e Ag r eem en t , p r o vid ed t h at , in ad d it io n t o t h e b ase salar y d et er m in ed u n d er
clau se 5.12 o f t h e Ag r eem en t , t h e em p lo yee w ill r eceive a lo ad in g ap p licab le t o t h e
h ig h er p o sit io n in acco r d an ce w it h t h e g u id elin es set o u t in clau se 5.1.1 o f t h is SSA.
5.1.4 Pay Increases
Th e em p lo yee’s b ase salar y lev els w ill b e ad ju st ed in acco r d an ce w it h t h e Ag r eem en t .
5.2 Motor Vehicles
Wh er e En er g ex d et er m in es t h at a veh icle i s r eq u ir ed t o en ab le t h e em p lo yee t o car r y o u t

t h e d u t ies an d acco u n t ab ilit ies o f t h e p o sit io n , En er g ex w ill p r o vid e t h e m o st

eco n o m ically su it ab le v eh icle. Th ese v eh icles m ay at t im es b e r ecycled f r o m t h e En er g ex
f leet p o o l. Wh er e a veh icle is p r o v id ed , t h e em p lo yee w ill b e exp ect ed t o :
 Keep t h e veh icle av ailab le f o r En er g ex u se;
 Keep t h e veh icle clean an d t id y ; an d

 Ar r an g e m ain t en an ce, as r eq u ir ed (at En er g ex exp en se).
Wh er e a veh icle is su p p lied , En er g ex m ay ag r ee t o f u ll p r iv at e u se o f t h e veh icle. A

f in an cial co n t r ib u t io n o f 20% o f t h e lease co st o f veh icle w ill b e r eq u ir ed f o r p r iv at e u se.
A lim it ed r an g e o f accesso r ies, o t h er t h an f o r w o r k p u r p o ses, m ay b e f it t ed t o t h e veh icle
at t h e em p lo y ee’s co st , su b ject t o ap p r o v al b y m an ag em en t . Ext er n al b u sin e ss u se o f t h e
veh icle is exp r essly p r o h ib it ed .
Wh er e a veh icle is su p p lied t h e em p lo yee m ay elect eit h er t h e v eh icle n o m in at ed b y

En er g ex o r an o t h er veh icle f r o m t h e En er g ex veh icle list p r o vid ed t h at :
 En er g ex w ill d et er m in e t h e n o m in al o p er at io n al v eh icle ;
 Th e veh icle elect ed b y t h e em p lo yee w ill m eet t h e o p er at io n al r eq u ir em en t o f t h e

veh icle r eq u ir ed f o r t h e p o sit io n as d et er m in ed b y En er g ex;
 Th e em p lo yee w ill p ay , in ad d it io n t o t h e 20% co n t r ib u t io n o f t h e lease co st f o r t h e

En er g ex n o m in at ed veh icle, t h e m o n et ar y d if f er en ce b et w een t h e t o t al lease co st o f
t h e En er g ex n o m in at ed veh icle an d t h e veh icle select ed b y t h e em p lo yee; an d
 Th e em p lo yee m ay o n ly exer cise t h is o p t io n at t h e t im e o f b ein g p r o vid ed a veh icle o r

at t h e exp ir y o f t h e lease o f t h eir cu r r en t veh icle.
Th e n o m in al o p er at io n al v eh icle m o d els w h ich cu r r en t ly ap p ly ar e:
 Hilu x 2WD, o r
 Hilu x 4WD f o r a r o le w h er e an o p er at io n al r eq u ir em en t f o r a 4WD h as b een

d em o n st r at ed .
Wh er e En er g ex d et er m in es t h at an em p lo yee r eq u ir es a 4WD t o p er f o r m t h eir

o p er at io n al d u t ies, t h e em p lo yee w ill p ay 20% o f t h e 2WD v eh icle p r ice an d En er g ex w ill
p r o vid e t h e n o m in at ed o p er at io n al 4WD veh icle. If t h e em p lo yee ch o o ses t o u p g r ad e
f r o m t h e n o m in al o p er at io n al 4WD, t h ey w ill p ay 100% o f t h e d if f er en ce b et w een t h e
n o m in al o p er at io n al 2WD an d t h eir ch o sen 4WD veh icle.
Sh o u ld t h e n eed ar ise t o r ep lace t h e exist in g n o m in al o p er at io n al v eh icle m o d els d u r in g

t h e lif e o f t h e Ag r eem en t , En er g ex co m m it s t o co n su lt in g w it h t h e p ar t ies r eg ar d in g t h e
ch an g es an d w ill aim t o m ain t ain a n o m in al o p er at io n al v eh icle o f a like st an d ar d .
En er g ex m ay r ev iew t h e p r o v isio n o f t h e o p t io n o f alt er n at ive veh icles sh o u ld t h e

p r o visio n o f alt er n at iv e veh icles t o em p lo yees o n t h is Ag r eem en t r esu lt s in an o v er all
in cr ease in t h e lease co st veh icle s.
In acco r d an ce w it h En er g ex p r act ices, em p lo yees m ay also ch o o se t o lease a veh icle f o r

p r ivat e p u r p o ses, w it h lease p ay m en t s salar y sacr if iced .
Ot h er co n d it io n s g o ver n in g u se o f m o t o r veh icles ar e co n t ain ed in t h e En er g ex Mo t o r

Veh icle Po licy.
5.3 Mobile Telephones
En er g ex w ill su p p ly a m o b ile p h o n e w h er e it h as b een d et er m in ed t h at it is n ecessar y t o

ef f icien t ly an d ef f ect iv ely p er f o r m t h e d u t ies o f t h e p o sit io n . In ad d it io n , t h e em p lo yee is
en t it led t o r easo n ab le p er so n al u se in acco r d an ce w it h t h e En e r g ex p o licy . Wh er e t h e
em p lo yee h as t h eir o w n p r iv at e b u sin ess(s) o r co n d u ct /p ar t icip at e in p r iv at e co m m er cial
o p er at io n s, u se o f t h e p h o n e f o r su ch p u r p o ses is st r ict ly p r o h ib it ed .

5.4 Computers
En er g ex w ill p r o v id e an ap p r o p r iat e co m p u t er an d r elat ed e q u ip m en t , alo n g w it h d ial-in

access t o t h e En er g ex co m p u t er n et w o r k, as d et er m in ed n ecessar y b y t h e r eq u ir em en t s
o f t h e p o sit io n in acco r d an ce w it h En er g ex p o licy. In t er n et access w ill also b e availab le in
ap p r o ved cases.
5.5 Sick Leave
Th e em p lo y ee w ill b e en t it led t o u n lim it ed sick leave in t h e even t o f p er so n al illn ess o r

in ju r y , su b ject t o t h e p r o visio n o f su p p o r t in g evid en ce as r eq u ir ed in acco r d an ce w it h
t h e sick leav e p r o v isio n s o f t h e Ag r eem en t . Wh er e m ed ical evid en ce co n f ir m s t h at an
em p lo yee is u n ab le t o r et u r n t o w o r k d u e t o t o t al an d p er m an en t d isab ilit y , u n lim it ed
sick leave en t it lem en t s w ill cease t o ap p ly an d t h e calcu lat io n o f sick leav e en t it lem en t s
w ill b e u n d er t aken in acco r d an ce w it h t h e p r o cess set o u t in t h e p ar ag r ap h b elo w . In
ad d it io n w h er e an em p lo yee is u n ab le t o r et u r n t o w o r k as o u t lin ed ear lier t h e d isab ilit y
m an ag em en t p r o cess set o u t in t h e Ag r eem en t w ill ap p ly .
If t h e em p lo yee r ever t s t o t h e Ag r eem en t f r o m t h is SSA, a calcu lat io n o f n o t io n al accr u al

o f f set b y t h e em p lo yee’s act u al u sag e w h ilst en g ag ed u n d er t h is SSA w ill b e m ad e, an d
t h e em p lo y ee’s p r e SSA sick leav e b alan ce w o u ld b e ad ju st ed acco r d in g ly. On r ever sio n t o
t h e Ag r eem en t t h e em p lo yee w ill n o t h av e a n eg at iv e sick leave b alan ce.
5.6 Travel and Accommodation
Tr avel an d acco m m o d at io n ar r an g em en t s w h en r eq u ir ed t o w o r k/live aw ay f r o m h o m e

w ill b e in acco r d an ce w it h t h e Wo r kin g Aw ay Fr o m Ho m e clau se o f t h e Ag r eem en t .
6. Other Matters
6.1 Preservation of Existing Entitlements
Em p lo yees w ill r et ain t h eir en t it lem en t t o an y accr u ed leav e t o w h ich t h ey w er e en t it led

at co m m en cem en t o f t h is SSA, as if su ch leave w er e accr u ed in acco r d an ce w it h t h e SSA.
6.2 Change of Position and/or Position Title
Wh er e em p lo y ees cease t o b e en g ag ed in p o sit io n s co ver ed b y t h is SSA eit h er , b y

accep t in g a p o sit io n o u t sid e t h e co ver ag e clau se d et ailed in t h e SSA, o r a p o sit io n t h at
En er g ex d et er m in es w ill n o t b e o f f er ed u n d er t h is SSA t h en t h e em p lo yee w ill n o lo n g er
b e en t it led t o t h e b en ef it s an d en t it lem en t s o f t h is SSA an d w ill r ever t t o t h e A g r eem en t .
6.3 Reversion
In ad d it io n t o t h e p r o v isio n s o f t h e r ever sio n p r o visio n s o f clau se 4.1.9 o f t h e Ag r eem en t

(Alt er n at ive Em p lo ym en t Ar r an g em en t s) t h e f o llo w in g w ill ap p ly :
6.3.1 Em p lo yees w h o accep t an SSA m ay elect t o r ever t t o t h e Ag r eem en t b y p r o vid in g

En er g ex w it h o n e (1) m o n t h ’s w r it t en n o t ice.
6.3.2 Wh er e En er g ex r eq u ir es an in d ivid u al t o r ever t t o t h e Ag r eem en t it w ill p r o v id e t h e

em p lo yee t h r ee (3) m o n t h s’ n o t ice in w r it in g o f t h e em p lo yee’s r ever sio n .

SCHEDULE SSA – A
SALARY SCHEDULE
To be finalised to reflect vehicle option.
NAME
EMPLOYEE NO Dept/Group
POSITION
Commencement
Date
REMUNERATION
Base Salary $
Loading % $ (SSA Clau se 5.1.1)
TOTAL REMUNERATION $
MOTOR VEHICLE (IF APPLICABLE)
Typ e (allo cat ed t o p o sit io n )
Private Use Options Nil Full Private Use
(appropriate box to be
marked X)
Contribution N/A $ p er f o r t n ig h t sal sac
Effective Date
Acceptance of terms and conditions
I ackn o w led g e an d accep t t h at t h e Sen io r St af f Ag r eem en t – Sch ed u le t h er et o co ver s t h e t er m s

an d co n d it io n s o f m y em p lo ym en t w it h En er g ex in t h e p o sit io n list ed in t h e Sch ed u le.
Sig n at u r e:
Dat e:

SCHEDULE 8 USE OF CONTRACTORS – CORE WORK
1.1 General
(a) Energy Queensland w ill r eq u ir e an d co n t in u e t o u se co n t r act o r s w h en car r yin g o u t co r e

w o r k act ivit ies (as d ef in ed in t h is sch ed u le) o n Energy Queensland’s n et w o r k asset s.
(b ) Th e Parties r eco g n ise an d accep t t h at cir cu m st an ces ar ise w h er e t h e u se o f co n t r act o r s
is b o t h d esir ab le an d /o r essen t ial.
(c) Th is clau se d o es n o t ap p ly t o , o r r eq u ir e Energy Queensland t o cease t h e u se o f
co n t r act o r s f r o m w h o m ser vices w er e alr ead y in p lace p r io r t o t h e co m m en cem en t o f
t h is Agreement.
(d ) Consultation in r elat io n t o u se o f co n t r act o r s w ill t ake p lace in acco r d an ce w it h clau se
1.7 o f t h is sch ed u le.
(e) Fo r t h e avo id an ce o f d o u b t t h e t er m co n t r act o r s in clu d es Lab o u r Hir e em p lo yees an d
Gr o u p Tr ain in g Sch em e em p lo y ees
1.2 Guidelines
Th e u se o f co n t r act o r s w ill co n t in u e su b ject t o t h e f o llo w in g g u id elin es:

(a) Th e w o r k vo lu m e is b eyo n d t h e cap acit y o f t h e r eso u r ces o r st af f o f Energy Queensland:
or
(b ) Th e t y p e o f w o r k o r sp ecialisat io n r eq u ir ed is b eyo n d t h e cap acit y o f t h e r eso u r ces o r
st af f o f Energy Queensland :o r
(c) It is in t h e p u b lic in t er est t o u n d er t ake su ch w o r k. Pu b lic in t er est in clu d e s issu es o f
co st ef f ect iven ess: En er g y Qu een slan d w ill p r o vid e all r elev an t in f o r m at io n an d co st
f act o r s t o en su r e an accu r at e co st co m p ar iso n is u t ilised
(d ) Th e secu r it y an d t en u r e o f em p lo ym en t o f ad d it io n al st af f r eq u ir ed t o m eet w o r k
p eaks can n o t b e g u ar an t eed .
Energy Queensland d o es n o t in t en d t o u t ilise co n t r act o r s t o r ed u ce it s co m m it m en t t o
t r ain in g o f p er m an en t em p lo y ees, o r m er ely t o avo id in cr eases in , t h e p er m an en t
w o r kf o r ce (su b ject t o 1.2 (d ) o f t h is sch ed u le).
1.3 Prior notice of Contractor use
(a) Energy Queensland w ill co n su lt w it h t h e r elevan t u n io n s if it d ecid es t o en t er in t o an y

n ew co n t r act s in r elat io n t o co r e w o r k an d w h er e r eq u est ed w ill p r o vid e ap p r o p r iat e
d et ails ab o u t t h e p r o p o sed u se o f su ch co n t r act o r s.
(b ) Ever y ef f o r t w ill b e m ad e t o g ive p r io r n o t ice w h en u r g en t co n t r act w o r k is r eq u ir ed .
(c) Wh er ever p r act icab le, consultation w ill o ccu r at t h e p r elim in ar y st ag e o f t h e t en d er
p r o cess i.e. p r io r t o g o in g t o p u b lic t en d er .
1.4 Training
Wh er e t h e u se o f co n t r act o r s is t h e r esu lt o f an o n g o in g n eed f o r a p ar t icu lar skill, w h ich

em p lo yees co u ld b e r easo n ab ly exp ect ed t o acq u ir e an d u se, Energy Queensland w ill
p r o vid e t r ain in g t o d ev elo p a level o f in h o u se cap acit y .

1.5 Contractor Documents and Requirements
(a) St an d ar d co n t r act p r o visio n s w ill r eq u ir e all co n t r act o r s an d t h eir em p lo yees t o

co m p ly w it h :
(i) All r elev an t saf et y, w o r ker s’ co m p en sat io n , su p er an n u at io n an d w o r kp lace r elat io n s
leg islat io n an d ap p licab le st at u t o r y in st r u m en t s (i.e.: st at u t o r y ag r eem en t s o r
aw ar d (s));
(ii) Saf e w o r kin g p r act ices an d asso ciat ed PPE an d t est eq u ip m en t eq u ivalen t t o t h at u sed
b y (Energy Queensland) em p lo yees;
(iii) Relev an t t r ain in g r eq u ir em en t s;
(iv ) All r elevan t licen sin g an d r eg ist r at io n r eq u ir em en t s;
(v) All r elev an t Co d es o f Pr act ice an d St an d ar d s est ab lish ed o r p r o m u lg at ed b y t h e
ap p r o p r iat e in d u st r y r eg u lat o r o r st an d ar d set t in g en t it y in clu d in g t h o se p r escr ib ed
u n d er r elev an t leg islat io n ; an d
(vi) All o ccu p at io n al h ealt h an d saf et y , w o r ker s’ co m p en sat io n an d ap p licab le q u alit y
assu r an ce st an d ar d s, in clu d in g r ep o r t in g o n co m p lian ce at in t er v als p r escr ib ed in t h e
co n t r act an d n o t less t h an 3 m o n t h ly o r as m u t u ally ag r eed b y t h e Parties.
(b ) Th e t er m s an d co n d it io n s o f em p lo ym en t f o r em p lo yees o f Co n t r act o r s sh all b e t h o se
co n t ain ed in t h e r elevan t Fed er al o r Cer t if ied Ag r eem en t .
(c) Wh en em p lo yees o f co n t r act o r s p er f o r m w o r k as d ef in ed in t h e co r e w o r k p r o visio n s
o f t h is sch ed u le, t h ey sh all b e en t it led t o t h e r at es o f p ay an d allowances w h ich in
ag g r eg at e sh all b e n o less f avo u r ab le t h an t h o se t h at ap p ly t o t h e sam e o r sim ilar
classif icat io n s o f em p lo yees en g ag ed u n d er t h is Agreement.
1.6 Core Work Definitions
(a) Generation activities m ean s o p er at io n , co n st r u ct io n an d r o u t in e m ain t en an ce w o r k

(o t h er t h an m ajo r o ver h au ls) cu r r en t ly p er f o r m ed b y em p lo yees o n t h e f o llo w in g
p o w er st at io n p lan t , d ir ect ly asso ciat ed w it h t h e g en er at io n o f elect r icit y:
(i) Bo iler s;
(ii) Tu r b o Gen er at io n s;
(iii) Ren ew ab le En er g y ;
(iv ) Un it Au xiliar y Plan t ; an d
(v) Ch em ical Plan t .
(b ) Transmission activities m ean s w o r k w h ich is d ir ect ly asso ciat ed w it h t h e o p er at io n ,

co n st r u ct io n an d r o u t in e m ain t en an ce w o r k (o t h er t h an m ajo r o ver h au ls) o f
su b st at io n p lan t , co n t r o l syst em s an d asso ciat ed in h o u se co m m u n icat io n s an d
elect r o n ics, lin es an d cab les an d t r im m in g an d r em o val o f t r ees w it h in m in im u m
ap p r o ach d ist an ces t o en er g ised co n d u ct o r s cu r r en t ly p er f o r m ed b y em p lo yees.
(c) Distribution activities m ean s w o r k w h ich is d ir ect ly asso ciat ed w it h t h e o p er at io n ,

co n st r u ct io n an d r o u t in e m ain t en an ce (o t h er t h an m ajo r o v er h au ls) o f su b st at io n
p lan t , o ver h ead m ain s, u n d er g r o u n d cab lin g an d jo in t in g , p o le in sp ect io n an d st r eet
lig h t in g , cu st o m er em er g en cy ser v ices (eg lo ss o f su p p ly , vo lt ag e co m p lain t s) an d
t r im m in g an d r em o val o f t r ees w it h in m in im u m ap p r o ach d ist an ces t o en er g ised
co n d u ct o r s cu r r en t ly p er f o r m ed b y em p lo yees.
Th e d ef in it io n o f co r e w o r k d o es n o t ap p ly t o w o r k t h at is an cillar y t o t h e co n t r act o r
w o r k o f a sp ecialist n at u r e.

1.7 Consultation Process
(a) Co n t r act o r s w ill co n t in u e t o b e a n o r m al p ar t o f Energy Queensland o p er at io n s.

(b ) As Energy Queensland r esp o n d s t o t h e co m p et it ive elect r icit y m ar ket , t h e n eed t o
o p er at e in a co m m er cially so u n d an d eco n o m ically su st ain ab le m an n er w ill co n t in u e
t o d et er m in e t h e w ay Energy Queensland co n d u ct s it s b u sin ess.
(c) Energy Queensland w ill co n su lt o n t h e u se o f co n t r act o r s an d o u t so u r cin g ar r an g em en t s
w it h t h e r elev an t u n io n s as p ar t o f a w o r k p lan n in g p r o cess.
(d ) Consultation w ill o ccu r p r io r t o t h e callin g o f t en d er s an d w ill p r o v id e t h e r elevan t u n io n
w it h a f o r m al m ech an ism in w h ich t h ey can d iscu ss m at t er s ar isin g f r o m t h e
en g ag em en t o f a co n t r act o r o r t h e aw ar d in g o f a co n t r act d ef in ed u n d er co r e w o r k
d ef in it io n s
(e) On g o in g consultation o n t h e u se o f co n t r act o r s w ill o ccu r o n a q u ar t er ly b asis, o r as
o t h er w ise ag r eed b y t h e Parties in vo lv ed .
1.8 Contract Compliance and Supervision
(a) Energy Queensland w ill co n t in u e t o m ain t ain in t er n al co n t r act m an ag em en t f u n ct io n s t o

en su r e co n t r act o r s co m p ly w it h t h e r elev an t st an d ar d s in clu d in g saf et y, st at u t o r y an d
co n t r act u al r eq u ir em en t s.
(b ) A sim ilar m an ag em en t ap p r o ach w ill b e t aken in r elat io n t o t h e st an d ar d s sp ecif ied f o r
d evelo p er s an d o t h er s in vo lved in eit h er ext en sio n s o f t h e cu r r en t n et w o r k, m ajo r
p r o ject s o r asset en h an cem en t s in acco r d an ce w it h r elev an t leg islat io n o r Energy
Queensland p o licy in p lace at t h e t im e.
1.9 Contract Compliance and Supervision

Th e p ar t ies ag r ee t h at a su it ab le q u alif ied n o m in at ed Un io n Deleg at e sh all co n d u ct
jo in t au d it s o n En er g ex's co n t r act o r s o n an ag r eed b asis, b u t n o less t h an q u ar t er ly. Su ch
au d it s sh all b e in acco r d an ce w it h En er g ex's cu r r en t co n t r act o r au d it in g p r o cesses.
Th e in t en t o f t h ese au d it s is t o en su r e En er g ex co n t in u es t o m ain t ain exist in g in t er n al

co n t r act m an ag em en t f u n ct io n s t o en su r e co n t r act o r s co m p ly w it h t h e r elev an t
st an d ar d s in clu d in g saf et y, st at u t o r y an d co n t r act u al r eq u ir em en t s.

SCHEDULE 9 ADMINISTRATIVE STREAM CAREER PATH
INTRODUCTION TO THE ADMINISTRATIVE STREAM

CAREER PATH FRAMEWORK
Th is En er g ex En t er p r ise Ad m in ist r at ive Car eer Pat h is b ased o n t h e Tr an sm issio n an d
Su p p ly Ad m in ist r at ive St r eam Car eer Pat h Fr am ew o r k d at ed 12 Sep t em b er 1994 w h ich
h as b een en d o r sed b y In d u st r y Man ag em en t an d Un io n s.
Aw ar d Rest r u ct u r in g aim ed t o p r o vid e a m o r e skilled an d p r o d u ct iv e w o r kf o r ce an d
cr eat e f u r t h er car eer o p p o r t u n it ies f o r em p lo yees in t h e Qu een slan d Elect r icit y
Su p p ly In d u st r y (QESI).
Un d er Aw ar d Rest r u ct u r in g , QESI Tr an sm issio n an d Su p p ly em p lo yees ar e classif ied u n d er
o n e o f t h r ee st r eam s:
 Ad m in ist r at ive - cler ical an d ad m in ist r at iv e
 Tech n ical - p o w er w o r ker s an d t ech n ical em p lo yees
 Man ag er ial & Pr o f essio n al - d eg r ee q u alif icat io n o r eq u iv ale n t
In 1993 t h e In d u st r y Aw ar d at t h at t im e r eq u ir ed t h at p r io r t o t r an slat io n , each en t er p r ise
in t h e QESI d ev elo p Car eer Pat h s f o r each n o m in at ed st r eam t o o u t lin e h o w t h e
Classif icat io n St r u ct u r e f o r t h e st r eam w o u ld b e im p lem en t ed . To en su r e a co -
o r d in at ed ap p r o ach w it h in Tr an sm issio n & Su p p ly w it h eq u it ab le p ay o u t co m es, an
In d u st r y Tr an sm issio n & Su p p ly Car eer Pat h Ad m in ist r at ive Co m m it t ee w as est ab lish ed
t o f acilit at e d evelo p m en t an d im p lem en t at io n o f En t er p r ise Car eer Pat h s. Th is
co m m it t ee, co m p r isin g m an ag em en t an d u n io n n o m in ees d evelo p ed an
Ad m in ist r at ive St r eam Car eer Pat h Fr am ew o r k f o r Tr an sm issio n & Su p p ly . Typ ical
cler ical an d ad m in ist r at ive jo b s w er e select ed f r o m each En t er p r ise f o r co m p ar iso n
acr o ss t h e In d u st r y . In f o r m at io n w as co llat e d t o d escr ib e cu r r en t w o r k p r act ices an d
also id en t if y o p p o r t u n it ies f o r b r o ad - b an d in g an d m u lt i-skillin g . Th is in f o r m at io n also
id en t if ied sit u at io n s w h er e r eq u ir ed kn o w led g e an d skills an d su b seq u en t w o r k v alu e
ar e n o t r ef lect ed in p r esen t p ay p r act ice s.
Th is Car eer Pat h d o cu m en t h as b een w r it t en t o g en er ally en co m p ass m o st em p lo yees
likely t o b e co ver ed b y t h e Ad m in ist r at iv e St r eam , an d t h is is in clu d ed in t h e at t ach ed
d o cu m en t .
In d evelo p in g t h e Car eer Pat h , Jo in t Wo r kp lace Co n su lt at ive Co m m it t ees (JWCCs) w er e
est ab lish ed in each En t er p r ise an d u sed t h e In d u st r y Ad m in ist r at ive St r eam
Fr am ew o r k as t h e f o u n d at io n f o r t h e d evelo p m en t o f En t er p r ise Car eer Pat h s. It w as
exp ect ed t h at En t er p r ises w o u ld ad d sp ecif ic r eq u ir em en t s t o t h e Fr am ew o r k t o su it
lo cal co n d it io n s w h ilst n o t d ep ar t in g f r o m t h e sp ir it o f t h e d o cu m en t . Th is w o u ld
en su r e t h at eq u it ab le p ay o u t co m es exist acr o ss En t er p r ises f o r jo b s o f eq u iv alen t
valu e. Th e Car eer Pat h s in t h e at t ach ed d o cu m en t s r ef lect ed En er g y Qu een slan d ’s
cir cu m st an ces.
Fin alised En t er p r ise Car eer Pat h s r eceiv ed en d o r sem en t f r o m t h e Co m b in ed
Rest r u ct u r in g Co m m it t ee o n 18 No v em b er 1994 an d w er e su b seq u en t ly lo d g ed w it h
t h e Qu een slan d In d u st r ial Relat io n s Co m m issio n as a Sch ed u le t o t h e t h en Aw ar d .
Car eer Pat h s id en t if y t h e r an g e o f o p p o r t u n it ies f o r skills d evelo p m en t an d o p p o r t u n it ies
t o access h ig h er r at es o f p ay . Ben ef it s f r o m Aw ar d Rest r u ct u r in g lar g ely d ep en d o n
t h e p r o cess d eliver in g jo b r e-d esig n o u t co m es w h ich r esu lt in m o r e ef f ect ive an d
ef f icien t - w o r kf o r ce u t ilisat io n . Jo b r ed esig n is f acilit at ed t h r o u g h a m o r e f lexib le
classif icat io n p r o cess.

In t h e Ad m in ist r at ive St r eam , it is p r o p o sed t h at o n ly o n e Car eer Pat h b e d evelo p ed ,
w h ich en co m p asses em p lo yees en g ag ed in ar eas in clu d in g Per so n n el Ad m in ist r at io n ,
Co m p u t in g Su p p o r t , Br an ch Ad m in ist r at io n , Mat er ials Su p p ly, Fin an ce, Sales an d
Mar ket in g .
An En t er p r ise Car eer Pat h m u st also su p p o r t t h e im p o r t an t o b ject iv es o f m ain t ain in g p ay
eq u it y in t er m s o f w o r k v alu e an d en su r in g eq u al em p lo ym en t o p p o r t u n it ies. Gr ad e
d escr ip t io n s an d b o u n d ar ies sh o u ld p r o v id e p ar am et er s f o r p ay p r o g r essio n t h r o u g h
skills acq u isit io n t o p r eser ve p ay eq u it y w it h r elat ive w o r k v alu e. Th ese b o u n d ar ies
sh o u ld also en su r e an ap p r o p r iat e b alan ce b et w een b r o ad -b an d in g classif icat io n s an d
p r o vid in g o p p o r t u n it ies f o r select io n o n m er it t o h ig h er classif ied p o sit io n s f r o m as
w id e a f ield o f can d id at es as p r act ical.
ALTERATIONS TO CAREER PATH
Wh er e jo b r ed esig n id en t if ies t h e n eed f o r ad d it io n al g r ad e(s) in a car eer p at h o r w h er e
o t h er ch an g es ar e r eq u ir ed t o u p d at e a car eer p at h d o cu m en t , t h e r elev an t car eer
p at h w ill b e am en d ed b y ag r eem en t b et w een t h e In d u st r ial Par t ies.
STEPS TO TRANSLATION AND PROGRESSION
A. Translation in 1995
Wh en em p lo yees t r an slat ed t o t h e t h en n ew Aw ar d (Elect r ici t y , Tr an sm issio n & Su p p ly
Aw ar d - St at e) in 1995, t h e f o llo w in g p r o cess w as u sed in t h is r eg ar d :
In o r d er t o t r an slat e t o t h e n ew Aw ar d , em p lo yees w ill n eed t o b e co ver ed b y an Ag r eed
Car eer Pat h Do cu m en t Ho w ever , em p lo yees w h o h ave an exp ect at io n o f n o r m al
p r o g r essio n t o h ig h er salar ies u n d er t h e t h en cu r r en t Aw ar d w ill h ave t h e ch o ice o f
t r an slat in g t o t h e n ew Aw ar d o r r em ain in g w it h t h e t h en cu r r en t Aw ar d u n t il t h o se
exp ect at io n s ar e r ealised . Fo r em p lo yees w h o w ill b e t r an slat in g , o r ch o o se t o
t r an slat e, t h e f o llo w in g st ep s t o salar y t r an slat io n w ill o ccu r :
 Determine appropriate Career Stream and Career Path: Th e Jo b Pr o f ile, as ag r eed b et w een
em p lo yer an d em p lo y ee, p r o vid es a d escr ip t io n o f t h e r esp o n sib ilit ies an d d u t ies o f a
p o sit io n an d t h e kn o w led g e, skills an d ab ilit ies r eq u ir ed /u sed b y an in d ivid u al t o
co m p et en t ly p er f o r m t h e jo b . Th e Jo b Pr o f ile can b e co m p ar ed w it h En t er p r ise
Car eer Pat h in f o r m at io n t o d et er m in e t h e m o st ap p r o p r iat e St r eam f o r t h e p o sit io n .
Th e Ad m in ist r at ive St r eam d r af t d o cu m en t p r o p o ses o n e Car eer Pat h co ver in g all
f u n ct io n al cler ical an d ad m in ist r at iv e g r o u p s.
 Translate to equivalent or next highest Salary Point on the new Award: Th e r at es in t h e
salar y scale in co r p o r at e p r e -exist in g salar y co m p o n en t s w h ich in d iv id u als m ay n o w b e
r eceivin g . Th ese co m p o n en t s w ill b e Aw ar d salar y lev el an d In d u st r y Paym en t .
 Check position is in the correct Grade: It m ay b e n ecessar y t o ev alu at e w h et h er t h e
p o sit io n h as d ir ect ly t r an slat ed in t o t h e co r r ect g r ad e/lev el w it h in t h e Car eer Pat h an d
ad ju st w h er e ap p r o p r iat e. Th is st ep m ay t ake eit h er o r b o t h o f t h e f o llo w in g f o r m s:
i. t h e Jo b Pr o f ile f o r t h e p o sit io n w ill b e co m p ar ed ag ain st t h e Gr ad e d escr ip t o r s f o r
t h e ap p r o p r iat e Car eer Pat h an d m at ch ed ag ain st t h em t o accu r at ely p lace t h e
p o sit io n . Fo r Gr ad es 1(a) t o Gr ad e 4, Gr ad e Descr ip t o r s t h em selves sh o u ld p r o vid e
ad eq u at e d ist in ct io n t o en ab le a m at ch . Th is is d u e t o t h e sp ecif ic, clear ly d ef in ed
t asks an d co m p et en cies w h ich exist at t h ese levels an d w h er e r esu lt s an d
r esp o n sib ilit ies ar e d ef in ed lar g ely in t er m s o f t asks u n d er t aken .
ii. a jo b ev alu at io n m et h o d o lo g y w ill u su ally b e u sed f r o m Gr ad e 5 t o Gr ad e 11, as
jo b s b eco m e m o r e d if f icu lt t o d ef in e. Th is o ccu r s w h er e it b eco m es h ar d er t o r ely
o n g en er ic d escr ip t io n s an d /o r co m p et en cies (w h e r e av ailab le) t o size t h e valu e o f
a jo b an d a su p p lem en t ar y m et h o d su ch as a p o in t s m et h o d is m o r e r eliab le.
B. Recognition of Prior Learning procedure and Progression Arrangements

In ad d it io n t o t h e t r an slat io n o f em p lo yees, t h e f o llo w in g Reco g n it io n o f Pr io r Lear n in g
p r o ced u r e an d Pr o g r essio n ar r an g em en t s w ill also co n t in u e t o h ave ap p licat io n as
p ar t o f t h e o n g o in g Aw ar d Rest r u ct u r in g ar r an g em en t s:
 Recognition of Prior Learning procedure: RPL is a p r o cess f o r r eco g n isin g cu r r en t skills
an d kn o w led g e, w h ich m ay h ave b een acq u ir ed t h r o u g h f o r m al o r in f o r m al t r ain in g
(in in d u st r y and/or ed u cat io n ), w o r k exp er ien ce an d /o r lif e exp er ien ce, an d w h ich can
b e assessed ag ain st est ab lish ed an d f o r m alised lear n in g o u t co m es. RPL sh all o n ly b e
g r an t ed f o r p r o g r essio n p u r p o ses in cases w h er e t h e skills an d kn o w led g e claim ed ar e
r eq u ir ed b y t h e em p lo yer an d r eq u ir ed b y t h e in d ivid u al t o p er f o r m t h e d u t ies an d
r esp o n sib ilit ies o f t h eir jo b .
Th e Jo b Pr o f ile f o r each p o sit io n o u t lin es t h e sp ecif ic t asks an d r esp o n sib ilit ies o f a jo b
an d t h er ef o r e t h e skills an d kn o w led g e r eq u ir ed o f an in d ivid u al co m p et en t ly
p er f o r m in g t h e jo b w it h in t h e m o r e g en er ic Car eer Pat h g r ad e d escr ip t io n . Th e RPL
exer cise w ill est ab lish t h e m o st ap p r o p r iat e Salar y Po in t w it h in t h e Gr ad e o n t h e b asis
o f t h e in d ivid u al’s skills an d kn o w led g e in d ir ect co m p ar iso n w it h t h e jo b
r eq u ir em en t s o u t lin ed in t h e Jo b Pr o f ile.
 Progression: An y salar y p r o g r essio n b eyo n d t r an slat io n w ill r eq u ir e o n e o f t h e
f o llo w in g :
 g ain in g n ew skills in acco r d an ce w it h an Ap p r o ved Tr ain in g Plan
 r eclassif icat io n t o a h ig h er g r ad e
 ap p o in t m en t t o an ad v er t ised p o sit io n w it h a h ig h er Ag r eem en t classif icat io n
 Reco g n it io n o f Pr io r Lear n in g o n t h e b asis o f t h e d em o n st r at io n o f skills
acq u ir ed an d r eq u ir ed t o b e u sed w it h in t h e g r ad e .
Training Outcomes
No t all t r ain in g w ill q u alif y f o r p ay p r o g r essio n p u r p o ses. Su b ject t o t h e p r o visio n s o f

t h e Backf illin g (Tr ain in g ) Ag r eem en t , t h e f o llo w in g r an g e o f t r ain in g t y p es is
en visag ed :
1. Training for future performance (Career Development): Em p lo yees m ay u n d er t ake t r ain in g
f o r t h eir p er so n al d ev elo p m en t an d t o b et t er p o sit io n t h em selves f o r f u t u r e car eer
o p p o r t u n it ies. Fo r exam p le, an em p lo yee w o r kin g as an Ad m in ist r at ive Em p lo y ee m ay
st u d y f o r a Bach elo r o f Bu sin ess an d u lt im at ely m o ve in t o a p o sit io n as an Acco u n t an t .
Su ch vo lu n t ar y t r ain in g m ay r eceiv e su p p o r t f o r in st an ce in t h e f o r m o f st u d y
assist an ce, su b ject t o m an ag em en t ap p r o v al, an d t h is t r ain in g m ay n o t r esu lt in
im m ed iat e p ay p r o g r essio n .
2. Training to maintain current competencies: Em p lo yees m ay b e r eq u ir ed t o u n d er t ake
t r ain in g t o keep t h eir skill levels cu r r en t w it h t ech n o lo g y , w o r k p r act ices an d saf et y
n eed s; eg . n ew so f t w ar e r eleases, an n u al r esu scit at io n t r ain in g . Th is t r ain in g m ay n o t
r esu lt in p ay p r o g r essio n .
3. Training to meet requirements of current pay level: Wh er e an em p lo yee co u ld r easo n ab ly
b e exp ect ed t o u n d er t ake sp ecif ic t asks as p ar t o f t h e jo b /salar y p o in t an d is u n ab le t o
d o so , t r ain in g m ay b e n ecessar y t o b r in g t h e em p lo yee’s skill levels u p t o t h e
st an d ar d n o r m ally r eq u ir ed o f t h e p o sit io n /salar y p o in t an d t h u s t r ain in g m ay n o t
r esu lt in p ay p r o g r essio n . Wh er e an em p lo yee h as p r o g r essed t o t h e m axim u m Salar y
Po in t o f t h e Car eer Pat h g r ad e an d r eq u ir es f u r t h er t r ain in g w h ich is n o t asso ciat ed
w it h ch an g es t o jo b d esig n su f f icien t t o w ar r an t r eclassif icat io n o f t h e jo b t o a h ig h er
g r ad e, t r ain in g m ay n o t r esu lt in p ay p r o g r essio n .
4. Training to extend competency to meet expanded job requirements: Wh er e jo b r ed esig n h as
o ccu r r ed in acco r d an ce w it h En t er p r ise Car eer Pat h s an d Jo b Pr o f ile Req u ir em en t s,
Ap p r o ved Tr ain in g Plan s m ay b e d evelo p ed t o p r o v id e t r ain in g lead in g t o
n ew /ad van ced co m p et en cies an d su b seq u en t p ay p r o g r essio n .

Approved Training Plan Guidelines
An approved training plan shall be available to each employee who is in a classification where further
progression is available through skills development. The mutual needs of the industry and its
employees will be considered in respect to the development of Approved Training Plans in order to
provide the skills and competencies to meet work requirements.
An Ap p r o v ed Tr ain in g Plan (ATP) w ill b e availab le f o r an y em p lo y ee in a jo b w h er e t h e
d evelo p m en t o f ad d it io n al skills an d kn o w led g e is r eq u ir ed . Su ch p lan s w ill id en t if y
p r o g r essio n ar r an g em en t s, t h e t r ain in g t o b e co m p let ed , t h e ag r eed n o m in al t im e f o r
u n d er t akin g an d co m p let in g t h e t r ain in g an d an y p r o v isio n s o r ar r an g em en t s f o r
t r ain in g t im e o r leav e f o r t r ain in g p u r p o ses. Ap p r o ved Tr ain in g Plan s w ill b e
d evelo p ed an d ag r eed b y t h e em p lo yee an d t h e p er so n n o m in at ed b y m an ag em en t
as t h e em p lo yee’s ‘Su p er viso r ” f o r t h is p u r p o se.
As sp ecif ically ag r eed b et w een t h e In d u st r ial Par t ies w it h r esp ect t o n o m in at ed
ad m in ist r at iv e/cler ical p o sit io n s, su ch p o sit io n s m ay b e id en t if ied as n o t r eq u ir in g
d evelo p m en t o f skills eq u iv alen t t o p aym en t at Salar y Po in t 5.1, an d p r o g r essio n
t h r o u g h an Ap p r o v ed Tr ain in g Plan m ay n o t b e availab le in t h ese cases.
Th e Car eer Pat h Fr am ew o r k is b ased o n t h e f o llo w in g t r ain in g g u id elin es:
1. Ap p r o ved Tr ain in g Plan s o n ly en ab le p r o g r essio n w it h in t h e lim it s im p o sed b y t h e
Ag r eem en t Classif icat io n an d t h e Car eer Pat h g r ad e o f t h e jo b (i.e. jo b size)
2. If a jo b ch an g es o ver t im e t o t h e ext en t t h at it s t o t al v alu e/size w ar r an t s r e-
assessm en t , t h en jo b evalu at io n m et h o d s w o u ld b e r eq u ir ed t o d e t er m in e w h et h er
r eclassif icat io n o f t h e jo b t o a h ig h er g r ad e w as w ar r an t ed .
3. Tr ain in g in clu d ed in Ap p r o ved Tr ain in g Plan s sh o u ld r esu lt in ch an g es/r ed esig n o f t h e
jo b /w o r k p er f o r m ed .

EXPLANATION OF DOCUMENT FORMAT
CAREER PATH TITLE
Career Path Grade
GRADE 1
GRADE 2 GRADE 3 GRADE 4 GRADE 5 GRADE 6
Salary Points
ENTRY REQUIREMENTS:
An exp lan at io n o f h o w en t r y in t o t h is Gr ad e is ach ieved . Th is m ay b e f o r exam p le,
t h r o u g h ap p o in t m en t t o a vacan t p o sit io n o r p r o g r essio n in t o t h e Gr ad e via an
Ap p r o ved Tr ain in g Plan .
Wh er e an in cr ease in w o r k/jo b v alu e is id en t if ied an d r eclassif icat io n o f an exist in g
o ccu p ied p o sit io n (s) is ap p r o ved , t h en select io n m ay b e m ad e f r o m elig ib le em p lo yees
w it h in a w o r k g r o u p o r w o r k lo cat io n f o r p r o g r essio n t h r o u g h an Ap p r o v ed Tr ain in g
Plan t o t h e h ig h er classif icat io n .
MAIN FUNCTIONS/BROAD COMPETENCIES:
St at em en t s in italics ar e ext r act s f r o m t h e r elev an t sect io n o f t h e Aw ar d .
Ot h er st at em en t s o u t lin e t h e t yp ical t asks an d r esp o n sib ilit ies an em p lo yee in t h is Gr ad e
m ay b e r eq u ir ed t o u n d er t ake. Th is list is n o t exh au st iv e, an d t h e em p lo yee m ay b e
exp ect ed t o u n d er t ake o t h er t asks in lin e w it h t h e em p lo yee’s t r ain in g , exp er ien ce
an d r esp o n sib ilit ies.
Hay Po in t s ev alu at io n b o u n d ar ies d et er m in e t h e Gr ad e o n ly o f a jo b , n o t t h e Salar y Po in t
w it h in t h e Gr ad e.
MINIMUM QUALIFICATIONS/TRAINING:
Th is d escr ib es t h e m in im u m cer t if icat io n /q u alif icat io n s an d m o d u les o f st r u ct u r ed
t r ain in g , o r eq u iv alen t , t h at w o u ld b e r eq u ir ed f o r en t r y in t o t h is Gr ad e.
TYPICAL TRAINING MENU FOR PROGRESSION WITHIN THIS GRADE THROUGH AN APPROVED
TRAINING PLAN:
Th is is a n o n -exh au st iv e list o f t h e t yp es o f t r ain in g co u r ses f r o m w h ich an em p lo yee an d
t h eir su p er v iso r m ig h t select , in ’ d ev elo p in g an Ap p r o v ed Tr ain in g Plan f o r
p r o g r essio n w it h in t h is Gr ad e. Select io n o f m o d u les w ill b e m ad e w h er e t h e ad d it io n
an d d evelo p m en t o f a skill w ill b e ap p lied in t h e jo b an d w ill lead t o ch an g es in t asks
p er f o r m ed . Mo d u le eq u ivalen t v alu es h ave n o t b een id en t if ied f o r all co u r ses. A
t r ain in g co u r se m ig h t also b e select ed f r o m t h e Ty p ical Tr ain in g Men u f o r a lo w er
Gr ad e, o r f r o m an o t h er so u r ce id en t if ied as r eq u ir ed f o r en h an ced jo b p er f o r m an ce.

SKILLS DEVELOPMENT OPPORTUNITIES
ADMINISTRATIVE EMPLOYEE
STREAM /AGREEMENT Career Path/Level DESCRIPTION

LEVEL
ADMINISTRATIVE GRADE 11 Tech n ical exp er t or sen io r

EMPLOYEE ad m in ist r at o r w ho exer cises
LEVEL 11 r esp o n sib ilit y , in it iat ive & cr eat iv it y
Salary Points 14.0 - 14.3 in m an ag in g w o r k.
ADMINISTRATIVE GRADE 10 Hig h level o f acco u n t ab ilit y , ad v an ced

EMPLOYEE kn o w led g e & u n d er st an d in g ,
LEVEL 10 su b st an t ial r esp o n sib ilit y f o r t h e
Salary Points 13.0 - 13.3 o u t p u t o f o t h er s.
ADMINISTRATIVE GRADE 9 Accep t r esp o n sib ilit y f o r t ech n ical

EMPLOYEE exp er t ise, p lan n in g & su p er visio n , &
LEVEL 9 is su b st an t ially acco u n t ab le f o r
Salary Points 12.0 - 12.5 out p ut .
ADMINISTRATIVE GRADE 8 Wo r k w it h lim it ed d ir ect io n , p r ep ar e

EMPLOYEE p o licy , set p r io r it ies & su p er vise
LEVEL 8 st af f & d isp lay ad v an ced
Salary Points 11.0 - 11.5 b eh av io u r al skills.
ADMINISTRATTVE GRADE 7 Ap p ly t ech ’1 p r in cip les, p r ep ar e

EMPLOYEE p r o ced u r es, an aly se in f o ., o ver see
LEVEL 7 t h e w o r k o f o t h er s & d isp lay
Salary Points 9.0 - 10.3 ap p r o p r iat e b eh av io u r al skills.
ADMINISTRATIVE GRADE 6 Wo r k w it h lim it ed su p er visio n , exer cise

EMPLOYEE d iscr et io n , su p er v ise o t h er s, p lan &
LEVEL 6 o r g an ise t h e w o r k o f a t eam o r o f
Salary Points 7.0 - 8.2 self .
ADMINISTRATIVE GRADE 5 Wo r k w it h g en er al su p er v isio n ,

EMPLOYEE exer cise d iscr et io n , su p er vise
LEVEL 5 o t h er s & p r o vid e
Salary Points 6.0 - 6.2 g u id an ce/assist an ce w it h r elevan t
skills.
ADMINISTRATIVE GRADE 4 Wo r k u n d er g en er al d ir ect io n , exer cise

EMPLOYEE d iscr et io n , w o r kin g ef f ect ively as
LEVELS 415 an in d ivid u al o r as a t eam m em b er .
Salary Points 4.0 - 5.2
ADMIN1STRATIVE GRADE 3 Pr o vid e sp ecif ic su p p o r t u n d er g en er al

EMPLOYEE su p er v isio n w h ilst exer cisin g so m e
LEVEL 3 d iscr et io n .
Salar y Points 3.0 - 3.7
ADMINISTRATIVE GRADE 2 Per f o r m g en er al cler ical su p p o r t u n d er

EMPLOYEE r o u t in e su p er v isio n & w it h in
LEVEL 2 est ab lish ed g u id elin es.
ADMINISTRATIVE GRADE 1 (b) Per f o r m r o u t in e, p r ed ict ab le,

EMPLOYEE r ep et it ive & p r o ced u r alised t asks
LEVEL 1(b) w it h clo se su p er visio n .
ADMINISTRATIVE GRADE 1 (a) Co m p let e st r u ct u r ed in d u ct io n

EMPLOYEE t r ain in g w it h in 3 m ont hs of
LEVEL 1(a) ap p o in t m en t .
Salary Point 0.0

A
Grade 1 (a)
GRADE
1
(a)
GRADE GRADE GRADE GRADE GRADE GRADE GRADE GRADE GRADE GRADE GRADE
Salary 2 3 4 5 6 7 8 9 10 11
Poi 1 (B)
nt
0.0
ENTRY REQUIREMENTS:
Ap p o in t m en t w ill b e su b ject t o availab ilit y o f p o sit io n s in t h e En t er p r ise an d select io n
p r o ced u r es.
An Administrative Employee Level 1 (a) shall mean an employee not elsewhere defined, who is
undertaking structured training so as to enable the employee to perform duties associated with
clerical functions. An employee at this level works under direct supervision and performs routine
duties.
Th e st r u ct u r ed t r ain in g m ay co n sist o f o n -t h e-jo b an d o f f -t h e-jo b co m p o n en t s. An
em p lo yee at t h is level w ill b e exp ect ed t o h av e b asic lit er acy an d n u m er acy skills. Th ey
w ill h av e t h e ab ilit y t o p er f o r m r o u t in e, p r ed ict ab le an d p r o ced u r alised t asks w it h
m in im u m er r o r an d w it h in est ab lish ed t im ef r am es. Th e em p lo y ee m ay b e exp ect ed t o
w o r k as a m em b er o f a t eam .
Gr ad e 10 level o f ed u cat io n o r eq u iv alen t .
TRAINING PLAN:
Th e em p lo y ee sh all u n d er t ake en t er p r ise sp ecif ic in d u ct io n t r ain in g . Structured training shall
be completed within 3 months of appointment to this level, as r eq u ir ed an d ag r eed . an d m ay
in clu d e in st r u ct io n in t h e f o llo w in g ar eas:
 Co r p o r at e in d u ct io n p r o g r am
 Wo r k sch ed u lin g an d t im e m an ag em en t
 Basic co m p u t er o p er at io n
 Keyb o ar d t ech n iq u es
 Em er g en cy p r o ced u r es
 In t r o d u ct io n t o Wo r kp lace Healt h & Saf et y
 Ad m in ist r at io n ; eg . Tim esh eet s; Co n d it io n s o f w o r k

Grade 1 (b)
GRADE
1 (b)
GRADE
Salary GRADE GRADE GRADE GRADE GRADE GRADE GRADE GRADE GRADE GRADE
1
Poi 2 3 4 5 6 7 8 9 10 11
(a)
nt
1.0-1.7
ENTRY REQUIREMENTS:
Aw ar d p r o v id es f o r p r o g r essio n f r o m Gr ad e 1(a) t o Gr ad e 1(b ) t h r o u g h ap p r o ved
st r u ct u r ed t r ain in g , w it h o u t u n d er t akin g select io n p r o ced u r es.
An employee at this level possesses competencies which enables the employee to: perform routine,
predictable, repetitive and proceduralised tasks and work under direct supervision. The employee will
exercise judgement within the employee’s level of skill and training and understand basic quality
control/assurance procedures. The employee will understand and utilise basic literacy and numeracy
skills; commensurate with the employee’s training, experience and responsibilities.
An em p lo yee at t h is level m u st b e co m p et en t in t h e u se o f sim p le o f f ice eq u ip m en t an d
t h e ap p licat io n o f sim p le w o r k p r act ices r elev an t t o t h e w o r k u n d er t aken . Th e
em p lo yee m ay w o r k in a var iet y o f r o les p er f o r m in g b asic cler ical t asks, w h ich m ay
in clu d e r o u t in e d at a en t r y an d key b o ar d in g , m ail an d r eco r d s p r o cessin g /d ist r ib u t io n ,
f ilin g , b asic acco u n t in g , p h o t o co p y in g an d d o cu m en t p r o d u ct io n , in t r o d u ct o r y
co m p u t in g an d r o u t in e p u r ch asin g . Wh ilst t h er e is lit t le sco p e f o r d eviat in g f r o m
est ab lish ed r o u t in e p r o ced u r es, t asks m ay b e m ixed t o p r o vid e a var iet y o f w o r k
exp er ien ces. Th e em p lo yee w o u ld n o r m ally b eco m e co m p et en t in in d iv id u al t asks
af t er a lim it ed p er io d o f t r ain in g , eit h er o n o r o f f -t h e-jo b .
Gr ad e 10 level o f ed u cat io n o r eq u iv alen t p lu s en t er p r ise sp ecif ic in d u ct io n t r ain in g .
TRAINING PLAN:
Pr o g r essio n t h r o u g h t h is Gr ad e f r o m Salar y Po in t 1.0 t o Salar y Po in t 1.7 w ill r eq u ir e t h e
su ccessf u l co m p let io n o f 8 m o d u les v ia an ATP.
St r u ct u r ed t r ain in g m ay in clu d e in st r u ct io n in t h e f o llo w in g skill ar eas:
 Wo r k sch ed u lin g & t im e m an ag em en t
 Basic co m p u t er o p er at io n
 Keyb o ar d t ech n iq u es
 In t r o d u ct io n t o Wo r kp lace Healt h & Saf et y
 Mail h an d lin g
 Reco r d s h an d lin g
 Ro u t in e o f f ice eq u ip m en t u se an d o p er at io n
 Of f ice r o le an d f u n ct io n s
 Cash co n t r o l

 Wo r kp lace co m m u n icat io n s - t elep h o n e, f ace t o f ace, p r o f o r m as
 Basic f in an ce in clu d in g f in an ce so u r ce d o cu m en t at io n
 Wo r k en v ir o n m en t
 In t r o d u ct io n t o q u alit y p r act ices
Select io n o f m o d u les f o r p r o g r essio n w it h in t h is Gr ad e m ay also in clu d e o t h er
ap p r o p r iat e m o d u les.
Grade 2
GRADE
2
GRADE GRADE Salary GRADE GRADE GRADE GRADE GRADE GRADE GRADE GRADE GRADE
1
1 (b ) Poi 3 4 5 6 7 8 9 10 11
(a) nt
2.0-2.
ENTRY REQUIREMENTS:
Ag r eem en t p r o v id es f o r p r o g r essio n f r o m Gr ad e 1(b ) t o Gr ad e 2, t h r o u g h an n u ally
ap p r o ved st r u ct u r ed t r ain in g , w it h o u t u n d er t akin g select io n p r o ced u r es.
An employee at this level possesses competencies which enables the employee to: provide clerical
support within Sections/Departments. The employee is responsible for the quality of the employee’s
own work and works under routine supervision either individually or in a team environment. The
employee will exercise judgment within the employee’s level of skills and training and work in
conformity with established rules, and/or guidelines. The employee may assist new staff and trainers
by providing guidance and advice and use, numeracy and equipment skills: commensurate with the
employee’s training, experience and responsibilities.
An em p lo y ee at t h is level w ill b e co m p et en t in t h e u se o f a r an g e o f sim p le o f f ice
eq u ip m en t an d t ech n o lo g ies an d w ill b e ab le t o co m p et en t ly ap p ly r elevan t r u les,
r eg u lat io n s, g u id elin es an d w o r k p r act ices. An em p lo yee at t h is level w ill b e cap ab le o f
ad ap t in g t o a v ar iet y o f cler ical r o les. Th ese m ay in clu d e d at a en t r y an d keyb o ar d in g ,
m ail an d r eco r d s p r o cessin g /d ist r ib u t io n , f ilin g , r eceip t in g , b asic ac co u n t in g ,
p h o t o co p yin g an d d o cu m en t p r o d u ct io n , co m p u t in g ap p licat io n s (d at ab ase,
sp r ead sh eet , w o r k p r o cessin g ), r o u t in e p u r ch asin g , p r o p er t y ser vices, p aym en t s,
p ay r o ll an d cu st o m er ser vices.
8 ap p r o p r iat e m o d u les o f t r ain in g , o r eq u iv alen t , in ad d it io n t o t h e r eq u ir em en t s f o r
en t r y in t o Ad m in ist r at ive Em p lo yee Gr ad e 1.
TRAINING PLAN:
Pr o g r essio n t h r o u g h t h is Gr ad e, f r o m Salar y Po in t 2.0 t o Salar y Po in t 2.7 w ill r eq u ir e t h e
 Dr af t sim p le b u sin ess co r r esp o n d en ce
 Recep t io n p r o t o co l
 Reco r d s p r o cessin g

 Wo r kp lace Healt h & Saf et y
 No n -r o u t in e o f f ice eq u ip m en t u se & o p er at io n
 Keyb o ar d sp eed & accu r acy
 Basic w o r d p r o cessin g
 Dat ab ase f u n d am en t als
 Sp r ead sh eet f u n d am en t als
 Bo o kkeep in g - acco u n t s r eceiv ab le & acco u n t s p ay ab le
 Bo o kkeep in g - g en er al led g er
 Team co m m u n icat io n s
 Im p lem en t in g q u alit y p r act ices

Grade 3
GRADE
3
GRADE GRADE GRADE Salary GRADE GRADE GRADE GRADE GRADE GRADE GRADE GRADE
1
1 (b ) 2 Poi 4 5 6 7 8 9 10 11
(a) nt
3.0-3.7
ENTRY REQUIREMENTS:
Aw ar d p r o v id es f o r p r o g r essio n f r o m Gr ad e 2 t o Gr ad e 3 t h r o u g h an n u ally ap p r o ved
st r u ct u r ed t r ain in g w it h o u t u n d er t akin g select io n p r o ced u r es.
An employee at this level possesses competencies which enables the employee to: fulfil a general
support function within the workplace. The employee will be responsible for ensuring the quality of the
employee’s own work and will work under general supervision. The employee will assist in the
provision of on-the-job training to a limited degree and exercise appropriate keyboard skills (where
relevant) at a level higher than an employee at Level 2. The employee understands relevant
organisational structure, procedure and policy and exercises discretion although knowledge required
to perform work is usually relative to precedents, guidelines, procedures, regulations and instruction;
commensurate with the employee’s training, experience and responsibilities.
An em p lo yee at t h is level w ill b e co m p et en t in t h e u se o f a r an g e o f o f f ice eq u ip m en t
an d t ech n o lo g ies an d w ill co m p et en t ly ap p ly r elevan t w o r k p r act ices, w it h d et ailed
in st r u ct io n n o t alw ays n ecessar y. Th is level en co m p asses a r an g e o r co m b in at io n o f
o p er at io n al an d ad m in ist r at ive act iv it ies w h ich r eq u ir e t h e ap p licat io n o f skills an d
co m p et en cies in o f f ice w o r k an d a g en er al kn o w led g e o f t h e w o r k t o b e p er f o r m ed .
Du t ies at t h is level m ay in clu d e d at a en t r y an d key b o ar d in g , m ail an d r eco r d s
p r o cessin g /d ist r ib u t io n , f ilin g , r eceip t in g , acco u n t in g , p r o d u ct io n co p yin g an d
p r in t in g , co m p u t in g , ap p licat io n s (d at ab ase, sp r ead sh eet , w o r k p r o cessin g ), b asic
w ar eh o u sin g an d su p p ly.

TRAINING PLAN:
Pr o g r essio n t h r o u g h t h is Gr ad e f r o m Salar y Po in t 3.0 t o Salar y Po in t 3.7 w ill r eq u ir e
t h e su ccessf u l co m p let io n o f 8 m o d u les v ia an ATP.
 Dr af t sim p le b u sin ess co r r esp o n d en ce
 Recep t io n p r o t o co l
 Reco r d s p r o cessin g & m ain t en an ce
 No n -r o u t in e o f f ice eq u ip m en t u se & o p er at io n
 Keyb o ar d sp eed & accu r acy
 Basic w o r d p r o cessin g
 Dat ab ase f u n d am en t als
 Sp r ead sh eet f u n d am en t als
 Bo o kkeep in g
 Basic w ar eh o u sin g an d su p p ly

Grade 4
GRADE
4
GRADE GRADE GRADE GRADE Salary GRADE GRADE GRADE GRADE GRADE GRADE GRADE
1
1 (b ) 2 3 Poi 5 6 7 8 9 10 11
(a) nt
4.0-5.2
ENTRY REQUIREMENTS:
Ag r eem en t p r o vid es f o r p r o g r essio n f r o m Gr ad e 3 t o Gr ad e 4, Salar y Po in t 5.1, t h r o u g h
an n u ally ap p r o ved st r u ct u r ed t r ain in g , w it h o u t u n d er t akin g select io n p r o ced u r es.
Pr o g r essio n f r o m Salar y Po in t 5.1 t o 5.2 w o u ld b e b y an Ap p r o ved Tr ain in g Plan .
Pr o g r essio n b eyo n d Gr ad e 4 w ill b e b y ap p o in t m en t su b ject t o t h e En er g ex select io n
p r o ced u r es an d t h e p o sit io n ’s evalu at ed salar y r an g e.
An employee at this level possesses competencies which enables the employee to: perform work under
general direction, either individually or in a team environment. The employee will undertake a range
of duties requiring judgement, liaison and communication within the organisation and other interested
parties and perform planning and co-ordination tasks as required. The employee will provide training
and guidance as required and understand and apply quality systems and be able to inspect products
and/or materials for conformity with established operational standards. The employee will be required
to exercise discretion within the scope of this level and exercise good interpersonal and
communications skills; commensurate with the employee’s training, experience and responsibilities.
As an em p lo yee d ev elo p s f u r t h er co m p et en cies in p r o g r essio n p ast Salar y Po in t 4.2, m o r e
co m p lex t asks an d r esp o n sib ilit ies w o u ld b e allo cat ed , w h ich m ay b e d escr ib ed as:
An employee at this level possesses competencies which enables the employee to: exercise discretion
within the scope of this level and work under general supervision, either individually or in a team
environment. The employee will understand and implement quality systems and exercise initiative in
the application of established work procedures. The employee will perform supervisory functions
within the scope of this level and assist subordinate staff with on-the-job training; commensurate with
the employee’s training, experience and responsibilities.
An em p lo yee at t h is lev el w ill b e w o r kin g u n d er g en er al su p er visio n w it h ch eckin g r elat ed
t o o ver all p r o g r ess b u t m ay t ake t h e f o r m o f b r o ad g u id an ce an d au t o n o m y w h er e
w o r kin g in t eam s is r eq u ir ed . Resp o n sib ilit y f o r t h e w o r k o f o t h er s m ay b e in vo lved
an d t eam co -o r d in at io n m ay b e r eq u ir ed . Wo r k at t h is level in vo lves t h e ap p licat io n s
o f kn o w led g e w it h so m e d ep t h in so m e ar eas an d a b r o ad r an g e o f skills. Th er e m ay
b e a r an g e o f t asks an d r o les in a v ar iet y o f co n t ext s, w it h so m e co m p lexit y in t h e
ext en t an d ch o ice o f act io n s r eq u ir ed . Wh ilst t asks ar e n o r m ally w it h in r o u t in es,
m et h o d s an d p r o ced u r es, so m e d iscr et io n an d ju d g em en t is r eq u ir ed in t h e select io n
o f eq u ip m en t , w o r k o r g an isat io n , ser vices, act io n s an d ach iev in g o u t co m es w it h in
t im e co n st r ain t s. So lu t io n s t o co m p lex p r o b lem s g en er ally can b e f o u n d in
d o cu m en t ed p r eced en t s. Th er e is sco p e f o r exer cisin g in it iat ive in t h e ap p licat io n o f
est ab lish ed w o r k p r act ices an d p r o ced u r es.
As t h e em p lo yee d ev elo p s f u r t h er co m p et en cies, m o r e co m p lex t asks co ver in g a b r o ad er
r an g e m ay b e u n d er t aken . Wo r k is likely t o b e w it h o u t su p er v isio n w it h g en er al
g u id an ce o n p r o g r ess an d o u t co m es so u g h t .

Grade 4
GRADE
4
GRADE Sal
GRADE GRADE GRADE GRADE GRADE GRADE GRADE GRADE GRADE GRADE
1 ary
1 (b ) 2 3 Poi 5 6 7 8 9 10 11
(a)
nt
4.0-5.2
An em p lo yee w it h a r elevan t Cer t if icat e IV b u t w it h o u t r elevan t w o r k exp er ien ce en t er s
at Salar y Po in t 4.0.
An em p lo yee, t r ain ed w it h in Tr an sm issio n & Su p p ly o n an Ad m in ist r at ive Cer t if icat e
t r ain eesh ip (t r ad e ap p r en t ice eq u iv alen t ), sh all h ave a m in im u m en t r y o f Salar y Po in t
4.0 (if ap p o in t ed p er m an en t ly af t er co m p let io n o f t h eir Tr ain eesh ip ); t h e em p lo y ee
w ill b e g iven t h e o p p o r t u n it y t o co m p let e f u r t h er t r ain in g t o Salar y Po in t 5.1 w it h in 2
year s o f ap p o in t m en t .
An em p lo yee, t r ain ed w it h in an o t h er In d u st r y o n an Ad m in ist r at ive Cer t if icat e
t r ain eesh ip (t r ad e ap p r en t ice eq u iv alen t ), sh all h ave a m in im u m en t r y o f Salar y Po in t
4.0; t h e em p lo yee w ill b e g iven t h e o p p o r t u n it y t o co m p let e f u r t h er t r ain in g t o Salar y
Po in t 5.1 w it h in 3 year s o f ap p o in t m en t .
An em p lo yee w it h a r elevan t Ad van ced Dip lo m a b u t w it h o u t r elev an t w o r k exp er ien ce
m ay en t er at Salar y Po in t 5.0.
A p ar a-p r o f essio n al em p lo yee, t r ain ed w it h in a p ar a-p r o f essio n al t r ain eesh ip , sh all h ave a
m in im u m en t r y Salar y Po in t o f 5.2 (if ap p o in t ed p er m an en t ly af t er co m p let io n o f t h e
t r ain eesh ip ).
TRAINING PLAN:
 Bu sin ess co r r esp o n d en ce p r ep ar at io n
 Reco r d s an d ar ch ival m an ag em en t
 Clien t in t er act io n
 Neg o t iat io n skills
 Co m p lex o f f ice eq u ip m en t
 Wo r kin g ef f ect ively w it h t eam s
 Co m p u t er ised acco u n t s p ay ab le an d r eceiv ab le an d g en er al led g er
 Sp r ead sh eet o p er at io n s
 Dat ab ase o p er at io n s.
 Deskt o p p u b lish in g
 In t eg r at ed so f t w ar e p ackag es

 Co m p u t er ised p ayr o ll
 Ad v an ced w o r d p r o cessin g
 War eh o u sin g an d su p p ly
 Tr avel
 Lib r ar y o r g an isat io n
 In st r u ct io n al skills

Grade 5
GRADE
5
GRADE Sal
1 ary
1 (b ) 2 3 4 Poi 6 7 8 9 10 11
(a)
nt
6.0-6.2
ENTRY REQUIREMENTS:
Ap p o in t m en t t o Gr ad e 5 w ill b e su b ject t o availab ilit y o f p o sit io n s in t h e En t er p r ise,
ad v er t isem en t an d o p en select io n p r o ced u r es.
An employee at this level possesses competencies which enables the employee to: exercise discretion
within the scope of this level and work under general supervision, either individually or in a team
environment. The employee will understand and implement quality systems and exercise initiative in
the application of established work procedures. The employee will perform supervisory functions
within the scope of this level and assist subordinate staff with on-the-job training; commensurate with
the employee’s training, experience and responsibilities.
An em p lo yee at t h is level u su ally w o r ks u n d er g en er al d ir ect io n w it h in clear g u id elin es
an d est ab lish ed w o r k p r act ices an d p r io r it ies, in f u n ct io n s w h ich r eq u ir e t h e
ap p licat io n o f kn o w led g e , skills an d t ech n iq u es ap p r o p r iat e t o t h e w o r k ar ea.
Co m p et en cy at t h is level in vo lves t h e ap p licat io n o f kn o w led g e w it h d ep t h in so m e
ar eas an d a b r o ad r an g e o f skills. Th er e is a w id e r an g e o f t asks an d r o les in a var iet y o f
co n t ext s, w it h co m p lexit y in t h e r an g e an d ch o ice o f act io n s r eq u ir ed .
Th e em p lo yee m ay su p er v ise an d t r ain su b o r d in at e st af f in t h e u se o f a r an g e o f o f f ice
eq u ip m en t , t ech n o lo g ies an d t h e ap p licat io n o f r elevan t w o r k p r act ices. Ar eas o f
act iv it y at t h is lev el m ay in clu d e cu st o m er r elat io n s, m ain t en an ce o f o f f ice eq u ip m en t
m ain t ain in g a r eco r d s m an ag em en t sy st em , co m p lex w o r d p r o cessin g , r eceip t in g o f
g o o d s an d ser vices, acco u n t in g ser vices, p r o d u ct io n co p y in g ar id p r in t in g , co m p u t in g
ap p licat io n s (d at ab ase. sp r ead sh eet ), h u m an r eso u r ce su p p o r t , ad m in ist er acco u n t in g
sch em es, p r o ject m an ag em en t so f t w ar e.
Th is Gr ad e eq u at es t o a Hay ev alu at io n w it h in t h e r an g e o f 138-183 p o in t s.
6 ap p r o p r iat e m o d u les o f t r ain in g , o r eq u iv alen t , in ad d it io n t o t h e r e q u ir em en t s f o r
en t r y t o Ad m in ist r at ive Em p lo y ee Gr ad e 4.
No t e: Th e em p lo yee m ay b e o n an Ap p r o ved Tr ain in g Plan lead in g t o t h e co m p let io n o f a
r elev an t Ad van ced Dip lo m a.

Grade 5
GRADE
5
GRADE Sal
1 ary
1 (b ) 2 3 4 Poi 6 7 8 9 10 11
(a)
nt
6.0-6.2
TRAINING PLAN:
t h e su ccessf u l co m p let io n o f 3 m o d u les v ia an ATP.
 Co m p o se co m p lex b u sin ess co r r esp o n d en ce
 Co n d u ct m eet in g s an d w o r ksh o p s
 Clien t in t er act io n
 Of f ice su p er v isio n
 Basic acco u n t in g r ep o r t s
 Co m p u t er g r ap h ics
 Ad v an ced d eskt o p p u b lish in g
 Elect r o n ic o f f ice p r o ced u r es
 Fin an cial sp r ead sh eet s
 Co m p lex w o r d p r o cessin g
 Ad v an ced w ar eh o u sin g an d su p p ly
 Lib r ar y o r g an isat io n
 Co ach in g

Grade 6
GRADE
6
Sal
ary
1 (a) 1 (b ) 2 3 4 5 Poi 7 8 9 10 11
nt
7.0-8.2
ENTRY REQUIREMENTS:
Ap p o in t m en t t o Gr ad e 6 w ill b e su b ject t o availab ilit y o f p o sit io n s in En er g ex,
An employee at this level possesses competencies which enables the employee to: provide guidance and
assistance and undertake supervisory responsibilities as part of the function and assist in the
provision of training, in conjunction with supervisors and trainers. The employee will work under
limited supervision, exercise discretion within the scope of this level and understand and implement
quality systems; commensurate with the employee’s training, experience and responsibilities.
An em p lo yee is r eq u ir ed t o h ave a so u n d kn o w led g e o f p r o g r am , act ivit y, p o licy o r
ser v ice asp ect s o f w o r k p er f o r m ed w it h in a f u n ct io n al elem en t o r a n u m b er o f w o r k
ar eas. Th e w o r k m ay co ver a r an g e o f t asks asso c iat ed w it h p r o g r am , act ivit y o r
ser v ice d eliv er y t o clien t s o r o t h er in t er est ed p ar t ies o r ad m in ist r at ive su p p o r t t o
sen io r em p lo yees. Th is m ay in clu d e co llect in g an d an aly sin g d at a an d in f o r m at io n an d
p r ep ar in g r ep o r t s, p u b licat io n s, p ap er s an d su b m issio n s in clu d in g f in d in g s an d
r eco m m en d at io n s.
No t e: Th e em p lo yee m ay b e o n an Ap p r o ved Tr ain in g Plan lead in g t o t h e co m p let io n o f a
r elev an t Ad v an ced Dip lo m a.
TYPICAL TRAINING MENU FOR PROGRESSION WITHIN THIS GRADE THROUGH AN
APPROVED TRAINING PLAN:
t he su ccessf u l co m p let io n of 6 m o d u les via an ATP.
Ad v an ced co m m u n icat io n
 Mar ket in g t ech n iq u es
 Pr esen t at io n t ech n iq u es
 Team lead er sh ip
 In t er p er so n al lead er sh ip
 Ad v an ced n eg o t iat io n s
 Man ag em en t p r in cip les
 Or g an isat io n an d p lan n in g
 Pr o b lem so lv in g an d d ecisio n m akin g
Tr ain in g w ill also in clu d e m o d u les d ir ect ly r elevan t t o t h e in d iv id u al’s ch o sen car eer , eg .

Hu m an Reso u r ce Man ag em en t , Fin an cial Man ag em en t , In f o r m at io n Man ag em en t ,
Co m p u t in g an d Tech n o lo g y, Mat er ials Man ag em en t . et c. Select io n o f m o d u les f o r
p r o g r essio n w it h in t h is Gr ad e m ay also in clu d e o t h er ap p r o p r iat e m o d u les.

Grade 7
GRADE
7
Sal
GRADE ary
1 Poi
1 (b ) 2 3 4 5 6 nt 8 9 10 11
(a)
9.0-
10.
3
ENTRY REQUIREMENTS:
An employee at this level possesses competencies which enables the employee to: undertake work in
relation to established priorities and work practices and undertake activities of a technical/specialist or
detailed nature. The employee has an overall knowledge and understanding of the operating principle
of the systems and equipment on which the employee is required to carry our their tasks and assists
in the preparation of procedural guidelines, the employee can research and prepare papers, reports,
and draft complex correspondence and interpret and analyse information. The employee oversees
and co-ordinates the work of subordinate staff and assists in the provision of training to employees in
conjunction with supervisors/trainers; commensurate with the employee’s training, experience and
responsibilities.
An em p lo y ee at t h is level is an ad van ced skilled au t o n o m o u s w o r ker w it h t h e kn o w led g e,
skills an d cap acit y f o r self -d ir ect ed ap p licat io n u sin g a h ig h d eg r ee o f t ech n ical
co m p et en ce w it h su b st an t ial d ep t h in so m e ar eas. Th e em p lo y ee w ill also ap p ly a
r an g e o f ad m in ist r at iv e an d o t h er skills t o t asks, r o les an d f u n ct io n s in b o t h v ar ied
an d h ig h ly sp ecif ic co n t ext s. Co m p et en cies ar e n o r m ally u sed in d ep en d en t ly an d b o t h
r o u t in ely an d n o n -r o u t in ely. Ju d g em en t is r eq u ir ed in p lan n in g an d select in g
ap p r o p r iat e eq u ip m en t , ser v ices, t ech n iq u es an d w o r k o r g an isat io n f o r self an d
o t h er s.
Th e em p lo y ee w ill b e exp ect ed t o r esear ch an d p r ep ar e p ap er s, r ep o r t s an d o t h er f o r m s
o f co m p lex co r r esp o n d en ce, assist in t h e p r ep ar at io n o f p r o ced u r al g u id elin es, an d
in t er p r et an d an aly se in f o r m at io n r elev an t t o t h e w o r k in h an d . Th e em p lo y ee w ill
o ver see an d co -o r d in at e t h e w o r k o f su b o r d in at e st af f an d p o ssess o ver all kn o w led g e
o f eq u ip m en t an d r elevan t w o r k p r act ices n ecessar y t o ach ieve t h eir w o r k g o als.
Assist in t h e p r o visio n o f o n -t h e-jo b Tr ain in g o f o t h er s. Mo r e co m p lex t asks an d
f u r t h er in d ep en d en ce in d ecisio n m akin g w ill b e allo cat ed as co m p et en cy in cr eases.
MINIMUM QUALIFICATIONS/TRANING:
6 m o d u les o f r elev an t t r ain in g , o r eq u iv alen t in ad d it io n t o t h e r eq u ir em en t s f o r en t r y t o
Ad m in ist r at ive Em p lo y ee Gr ad e 6.
No t e: Th e em p lo yee m ay b e o n an Ap p r o ved Tr ain in g Plan lead in g t o t h e co m p let io n o f
an r elev an t Ad van ced Dip lo m a.
TRAINING PLAN;

 Pr o ject m an ag em en t
 Qu alit y assu r an ce
 Risk m an ag em en t
 Ef f ect iv e m an ag em en t p r in cip les
 Relev an t leg islat io n eg . Fr eed o m Of In f o r m at io n ; An t i -Discr im in at io n
 Bu sin ess an d st r at eg ic p lan n in g
Tr ain in g w ill also in clu d e m o d u les d ir ect ly r elevan t t o t h e in d iv id u al’s ch o sen c ar eer , eg .
Co m p u t in g an d Tech n o lo g y, Mat er ials Man ag em en t . et c.

Grade 8
GRADE GRADE GRADE GRADE GRADE GRADE GRADE GRADE GRADE GRADE GRADE GRADE
1 2 3 4 5 6 7 8 9 10 11
1 (b ) Sal
(a)
ary
Poi
nt
11.0-
11.
5
ENTRY REQUIREMENTS:
Ap p o in t m en t t o Gr ad e 8 w ill b e su b ject t o av ailab ilit y o f p o sit io n s in En er g ex, ad ver t isem en t an d
o p en select io n p r o ced u r es.
MAIN FUNCTIONS/BROAD COMPETENC1ES:
An employee at this level possesses competencies which enables the employee to: operate under limited direction
in relation to priorities and prepare detailed reports and carry out investigations on complex equipment as
directed or within the scope of discretion at this level. The employee can apply advanced knowledge and
understanding of the principles of the range of systems and/or equipment on which the employee may be
involved, and perform maintenance planning and predictive maintenance work for systems and equipment. The
employee will prepare documentation for policy decision, complex correspondence and the like and set priorities
and achieve objectives, monitor work flow and manage staff resources to meet objectives. The employee will
assist in the provision of training to employees in conjunction with supervisors/trainers, commensurate with the
An em p lo yee at t h is level is a skilled au t o n o m o u s w o r ker ab le t o m ake u se o f a h ig h level o f
t h eo r et ical an d ap p lied kn o w led g e. Th e em p lo yee w ill u n d er t ake a r an g e o f h ig h ly r esp o n sib le
d u t ies w h ich m ay in clu d e: p lan n in g /d esig n f u n ct io n s, an aly sis/so lv in g id en t if ied p r o b lem s,
im p lem en t in g in n o v at ive w o r k p r act ices, ev alu at in g f easib ilit y o f p r o p o sals, im p lem en t in g
p lan s, p r o g r am m in g sect io n /d ep ar t m en t w o r ks, m akin g t ech n ically an d eco n o m ically so u n d
d ecisio n s t o r eq u ir ed st an d ar d s, n eg o t iat in g w it h clien t s, su p p lier s, co n su lt an t s an d
co n t r act o r s, an d su p er visio n o f co n t r act ed ser vices.
An em p lo yee at t h is level w ill b e exp ect ed t o p r ep ar e d et ailed r ep o r t s an d co m p lex
co r r esp o n d en ce, an d car r y o u t in v est ig at io n s as d ir ect ed . Th ey w ill p r ep ar e d o cu m en t s f o r
p o licy d ecisio n , p er f o r m m ain t en an ce p lan n in g , m o n it o r w o r k f lo w an d m an ag e st af f an d
o t h er r eso u r ces.
Th e em p lo y ee w ill p o ssess ad v an ced kn o w led g e o f t h e p r in cip les o f t h e r an g e o f syst em s an d /o r
eq u ip m en t n ecessar y t o ach ieve t h eir w o r k g o als. Assist in t h e p r o v isi o n o f o n -t h e-jo b t r ain in g
o f o t h er s.
Th is Gr ad e eq u at es t o a Hay ev alu at io n w it h in t he r an g e of 282-331 p o in t s.
A r elev an t Ad v an ced Dip lo m a o r eq u ivalen t st an d ar d o f In d u st r y sp ecif ic t r ain in g q u alif icat io n
su p p o r t ed b y w o r k- b ased co m p et en cies.
TYPICAL TRAINING MENU FOR PROGRESSION WITHIN THIS GRADE THROUGH AN APPROVED TRAINING
PLAN:

 Pr o ject m an ag em en t * Ef f ect iv e m an ag em en t p r in cip les
 St r at eg ic p lan n in g * In t eg r at ed so f t w ar e ap p licat io n s
 Gr o u p o r t eam d yn am ics
Tr ain in g w ill also in clu d e m o d u les d ir ect ly r elevan t t o t h e in d iv id u al’s ch o sen car eer , eg . Hu m an
Reso u r ce
Man ag em en t , Fin an cial Man ag em en t , In f o r m at io n Man ag em en t , Co m p u t in g an d Tech n o lo g y,
Mat er ials Man ag em en t et c.
Select io n o f m o d u les f o r p r o g r essio n w it h in t h is Gr ad e m ay also in clu d e o t h er ap p r o p r iat e
m o d u les.
Grade 9
GRADE GRADE GRADE GRADE GRADE GRADE GRADE GRADE GRADE GRADE GRADE GRADE
1 2 3 4 5 6 7 8 9 10 11
1 (b )
(a) Salary
Poi
nt
12.0-
12.
5
ENTRY REQUIREMENTS:
Ap p o in t m en t t o Gr ad e 9 w ill b e su b ject t o av ailab ilit y o f p o sit io n s in En er g ex, ad ver t isem en t an d
An employee at this level possesses competencies which enables the employee to- perform work within broad
guidelines and under general direction, accept responsibility for technical expertise, planning, administration
or co-ordination work and have substantial accountability and responsibility for output. The employee will
initiate investigations and produce technical reports and work independently as a specialist or in a team. The
employee will provide specialist support in a range of programs, activities and control and co-ordinate the
works program within budgetary constraints. The employee will set project priorities, plan and organise own
work and that of subordinate staff and undertake a range of functions requiring application and development
of knowledge and skills appropriate to departmental and/or enterprise goals; commensurate with the
An em p lo yee at t h is level is a skilled au t o n o m o u s w o r ker ab le t o m ake u se o f a h ig h level o f
t h eo r et ical an d ap p lied kn o w led g e. Th e em p lo yee w ill sig n if ican t ly p lan , d ev elo p an d d esig n
f u n ct io n s an d in d ep en d en t ly an alyse an d cr eat ively so lve p r o b lem s r elev an t t o t h eir ar ea o f
r esp o n sib ilit y . Th e em p lo yee m ay t h er ef o r e cr eat e an d im p lem en t in n o vat ive w o r k p r act ices,
evalu at e p r o p o sals an d im p lem en t p lan s, m ake t ech n ically an d eco n o m ically so u n d d ecisio n s,
n eg o t iat e w it h a r an g e o f clien t s/su p p lier s, m an ag e t h e su p p ly o f co n t r act ed ser vices,
m an ag e t ech n ical an d h u m an r eso u r ces, an d m an ag e an d p r o g r am m e w o r ks t o ach ieve set
t ar g et s.
An em p lo yee at t h is level w ill b e exp ect ed t o in it iat e in vest ig at io n s, p r o d u ce d et ailed t ech n ical
r ep o r t s an d r elevan t co m p lex co r r esp o n d en ce. Th e em p lo yee w ill co -o r d in at e w o r ks w it h in
b u d g et ar y co n st r ain t s an d assist in t h e p r o v isio n o f t r ain in g at t h e level r eq u ir ed .
6 ap p r o p r iat e m o d u les o f t r ain in g , o r eq u ivalen t , in ad d it io n t o t h e r eq u ir em en t s f o r en t r y t o

TRAINING PLAN:
 Tr ain in g ad m in ist r at io n
 Qu alit y m an ag em en t sy st em s
 Fin an cial m an ag em en t
 St r at eg ic m ar ket in g
 Ad v an ced select io n t ech n iq u es
 Micr o co m p u t er syst em s ap p licat io n s an d ad m in ist r at io n
 Pu b lic r elat io n s
 Op er at io n s m an ag em en t
 Ap p lied d ecisio n m akin g
Reso u r ce Man ag em en t , Fin an cial Man ag em en t , in f o r m at io n Man ag em en t , Co m p u t in g an d
Tech n o lo g y, Mat er ials Man ag em en t et c.
Select io n o f m o d u les f o r p r o g r essio n w it h in t h is Gr ad e m ay also in clu d e o t h er ap p r o p r iat e
m o d u les.
Grade 10
GRADE
GRAD GRAD 10 GRADE
GRAD GRAD GRAD GRAD GRAD GRAD GRAD GRAD
E E 11
E E E E E E E E Salary
1 Point
1 (b ) 2 3 4 5 6 7 8 9
(a)
13.0-13.3
ENTRY REQUIREMENTS:
Ap p o in t m en t t o Gr ad e 10 w ill b e su b ject t o availab ilit y o f p o sit io n s in En er g ex, ad ver t isem en t an d
An employee at this level possesses competencies which enables the employee to: accept a high degree of
responsibility for technical expertise, planning, administration or co-ordination of work and have significant
accountability and responsibility for output. The employee will undertake high level creative planning, design or
management functions and use a high level of theoretical, cognitive and applied knowledge. The employee will
exercise limited managerial responsibility for a work area and work independently as a specialist and/or a senior
member of a project team. The employee will display a high level of interpersonal skills in the performance of the
function and develop and implement significant works programs; commensurate with the employee’s training,
experience and responsibilities.
An em p lo yee at t h is lev el w ill exer cise ad v an ced t h eo r et ical, co g n it ive an d ap p lied kn o w led g e. Th ey
w ill d isp lay ad van ced in t er p er so n al skills an d d evelo p an d im p lem en t sig n if ican t w o r ks
p r o g r am s. Th ey w ill b e r esp o n sib le f o r t ech n ical exp er t ise, p lan n in g , ad m in ist r at io n o r co -
o r d in at io n o f w o r k o f a h ig h ly ad v an ced t ech n ical an d /o r ad m in ist r at ive n at u r e.
An em p lo y ee at t h is level is a skilled au t o n o m o u s w o r ker ab le t o m ake u se o f ad v an ced kn o w led g e

an d u n d er st an d in g acr o ss a r an g e o f ar eas. Th ey w ill h ave sig n i f ican t acco u n t ab ilit y an d
r esp o n sib ilit y f o r t h e o u t p u t o f o t h er s. Th ey w ill also d evelo p an d im p lem en t p r o ced u r es an d
p r o cesses t o o b t ain r eq u ir ed p er f o r m an ce an d o u t p u t an d f o r m u lat e p o licy f o r ap p r o v al. Wo r k
at t h is level r eq u ir es ackn o w led g e o f o p er at i o n s an d t h e ab ilit y t o in t er p r et leg islat io n ,
r eg u lat io n s an d o t h er g u id elin e m at er ial r elat in g t o t h e o p er at io n s an d f u n ct io n s o f t h e w o r k
ar ea.
6 ap p r o p r iat e m o d u les o f t r ain in g , o r eq u ivalen t , in ad d it io n t o t h e r eq u ir em en t s f o r en t r y t o
TYPJCAL TRAINING MENU FOR PROGRESSION WITHIN THIS GRADE THROUGH AN APPROVED TRAINING
PLAN:
 Per f o r m an ce ev alu at io n an d . w o r k r ev iew
 Qu alit y m an ag em en t sy st em s
 St at ist ical an alysis
 Bu sin ess m an ag em en t
 Cr eat ive lead er sh ip an d co ach in g
 Pr o f essio n al p r act ice m an ag em en t
 Co m m er cialisat io n p r act ices
Reso u r ce Man ag em en t , Fin an cial Man ag em en t , In f o r m at io n Man ag em en t , Co m p u t in g an d
Tech n o lo g y, Mat er ials Man ag em en t . et c.
Select io n o f m o d u les f o r p r o g r essio n w it h in t h is Gr ad e m ay also in clu d e o t h er ap p r o p r iat e m o d u les.

Grade 11
GRADE 11
SalaryPoint
1 (a) 1 (b ) 2 3 4 5 6 7 8 9 10
14.0-14.3
ENTRY REQUIREMENTS:
An employee at this level possesses competencies which enables the employee to: be responsible as a
technical expert or senior administrator and be accountable and responsible for output. The employee
will establish and review guidelines and devise new approaches to design, operation, development or
investigation, develop and implement significant work programs and exercise initiative in the
production and application of Standards and Procedures. The employee will provide a high level of
creative planning, design and associated managerial functions and display interpersonal skills in the
performance of functions at the level required; commensurate with the employee’s training,
An em p lo yee at t h is level w ill est ab lish an d r ev iew g u id elin e s an d n ew ap p r o ach es t o
d esig n , o p er at io n , d ev elo p m en t o r in vest ig at io n f u n ct io n s. Th ey w ill d isp lay ad van ced
in t er p er so n al skills an d d evelo p an d im p lem en t sig n if ican t w o r ks p r o g r am s. Th e
em p lo yee w ill exer cise in it iat ive in t h e p r o d u ct io n an d ap p licat io n o f st an d ar d s an d
p r o ced u r es an d in t h e f o r m u lat io n o f p o licy f o r ap p r o v al.
An em p lo yee at t h is level is a h ig h ly skilled w o r ker ab le t o m ake au t o n o m o u s u se o f
ad v an ced kn o w led g e an d u n d er st an d in g t o exer cise sig n if ican t m an ag er ial ab ilit y an d
b e ab le t o in t er p r et an d ap p ly leg islat io n , r eg u lat io n s, st an d ar d s an d o t h er r elev an t
g u id elin e m at er ial. Wo r k is likely t o b e in acco r d an ce w it h a b r o ad p lan , b u d g et o r
st r at eg y . Resp o n sib ilit y an d b r o ad r an g in g acco u n t ab ilit y f o r t h e st r u ct u r e,
m an ag em en t an d o u t p u t o f t h e w o r k o f o t h er s an d /o r f u n ct io n s m ay b e in vo lved .
Em p lo yees at t h is level m ay m an ag e t h e o p er at io n o f an o r g an isat io n elem en t , u n d er t ake
a m an ag em en t f u n ct io n o r p r o vid e ad m in ist r at ive o r t ech n ical su p p o r t t o a p ar t icu lar
p r o g r am , act iv it y o r ser v ice en co m p assin g a m ajo r ar ea o f o p er at io n s. Em p lo yees m ay
h ave in d ep en d en ce o f act io n in clu d in g t h e u se an d allo cat io n o f r eso u r ces w it h in
kn o w n co n st r ain t s.
Th is Gr ad e eq u at es to a Hay ev alu at io n of 421 p o in t s an d ab o ve.
MINIMUM QUALIFICATJONS/TRAINING:
TRAIMNG PLAN:
 Asset m an ag em en t
 In d u st r ial r elat io n s p o licy
 Facilit at ive p r o cesses

 Co m m u n it y ed u cat io n an d co m m u n icat io n p r o cesses
 Cr eat ive lead er sh ip m an ag em en t
 Resear ch d evelo p m en t an d m an ag em en t
Tr ain in g w ill also in clu d e m o d u les d ir ect ly r elevan t t o t h e in d iv id u al’s ch o sen car eer , eg .
Co m p u t in g an d Tech n o lo g y, Mat er ials Man ag em en t et c .
Select io n o f m o d u les f o r p r o g r essio n w it h in t h is Gr ad e m ay also in clu d e ap p r o p r iat e
m o d u les n o t yet ach iev ed f r o m p r ev io u s Gr ad es.

SCHEDULE 10 PROFESSIONAL & MANAGERIAL STREAM CAREER
PATH
INTRODUCTION TO THE PROFESSIONAL/MANAGERIAL STREAM

CAREER PATH FRAMEWORK
Th is ENERGEX Pr o f essio n al Man ag er ial St r eam Car eer Pat h is b ased o n t h e Tr an sm issio n
an d Su p p ly Pr o f essio n al Man ag er ial St r eam Car eer Fr am ew o r k d at ed 10 Oct o b er 1994
w h ich h as b een en d o r sed b y In d u st r y Man ag em en t an d Un io n s.
cr eat e f u r t h er car eer o p p o r t u n it ies f o r em p lo yees in t h e Qu een slan d Elect r icit y
Un d er Aw ar d Rest r u ct u r in g , QESI Tr an sm issio n an d Su p p ly em p lo y ees ar e classif ied
u n d er o n e o f t h r ee st r eam s:
 Ad m in ist r at ive -- cler ical an d ad m in ist r at iv e
 Tech n ical -- p o w er w o r ker s an d t ech n ical em p lo yees
 Man ag er ial & Pr o f essio n al -- d eg r ee q u alif icat io n o r eq u iv alen t
In 1993 t h e In d u st r y Aw ar d at t h at t im e r eq u ir ed t h at p r io r t o t r an sl at io n , each en t er p r ise
Classif icat io n St r u ct u r e f o r t h e st r eam w o u ld b e im p lem en t ed . To en su r e a co -co -
o r d in at ed ap p r o ach w it h in Tr an sm issio n & Su p p ly w it h eq u it ab le p ay o u t co m e s, an
t o f acilit at e d evelo p m en t an d im p lem en t at io n o f En t er p r ise Car eer Pat h s. Th is
co m m it t ee, co m p r isin g m an ag em en t an d u n io n n o m in ees d ev elo p ed a
Pr o f essio n al/Man ag er ial St r eam Car eer Pat h Fr am ew o r k f o r Tr an sm issio n & Su p p ly.
Th is Car eer Pat h d o cu m en t w as w r it t en t o g en er ally en co m p ass m o st em p lo yees likely t o
b e co ver ed b y t h e Pr o f essio n al/Man ag er ial St r eam , an d t h is is in clu d ed in t h e at t ach ed
d o cu m en t .
In d evelo p in g t h e Car eer Pat h , Jo in t Wo r kp lace Co n su lt at iv e Co m m it t ees (JWCCs) in each
En t er p r ise w er e asked t o u se t h e In d u st r y Pr o f essio n al/Man ag er ial St r eam Fr am ew o r k
as t h e f o u n d at io n o f En t er p r ise Car eer Pat h s. It w as exp ect ed t h at En t er p r ises w o u ld
ad d sp ecif ic r eq u ir em en t s t o t h e Fr am ew o r k t o su it lo cal co n d it io n s w h ilst n o t
d ep ar t in g f r o m t h e sp ir it o f t h e d o cu m en t . Th is w o u ld en su r e t h at eq u it ab le p ay
o u t co m es exist acr o ss En t er p r ises f o r jo b s o f eq u iv alen t valu e. Fin alised En t er p r ise
Car eer Pat h s r eq u ir ed ag r eem en t at t h e En t er p r ise level an d t h en su b m issio n t o t h e
Co m b in ed Rest r u ct u r in g Co m m it t ee p r io r t o r eg ist r at io n w it h t h e Qu een slan d
In d u st r ial Relat io n s Co m m issio n as a Sch ed u le t o t h e Aw ar d .
Car eer Pat h s id en t if y t h e r an g e o f o p p o r t u n it ies f o r skills d evelo p m en t an d o p p o r t u n it ies
t o access h ig h er r at es o f p ay , Ben ef it s f r o m Aw ar d Rest r u ct u r in g lar g ely d ep en d o n
ef f icien t - w o r kf o r ce u t ilisat io n . Jo b r ed esig n is f acilit at ed t h r o u g h a m o r e f lexib le
Po sit io n s d escr ib ed w it h in t h e Pr o f essio n al/Man ag er ial St r eam sh all r eq u ir e a d eg r ee
q u alif icat io n o r eq u iv alen t (o t h er q u alif icat io n s in clu d in g d em o n st r at ed m an ag em en t
co m p et en cies m ay b e accep t ed b y t h e e m p lo yer ), in a r elev an t f ield an d m ay r eq u ir e
r eg ist r at io n b y a Pr o f essio n al Bo d y o r Go ver n m en t Au t h o r it y . Mem b er sh ip o r
elig ib ilit y f o r m em b er sh ip o f a Pr o f essio n al Asso ciat io n w h ich accr ed it s q u alif icat io n s
f o r t h e p r o f essio n al m ay also b e r eq u ir ed . Pr o f essio n al/Man ag er ial em p lo yees w ill b e
r eq u ir ed t o p r o vid e p r o f essio n al ad v ice, ser vices an d su p p o r t in sp ecialist f ield s o f

co m p et en ce, an d /o r u n d er t ake m an ag em en t or su p er v isio n of p ar t of t he
o r g an isat io n .
Th is St r eam en co m p asses w o r k o f in cr easin g co m p lexit y w it h t asks b eco m in g in cr easin g ly
b r o ad an d d iv er se, m o r e d if f icu lt t o d ef in e an d r eq u ir in g g r eat er in it iat ive as t h e
p r o f essio n al d evelo p s. In cr easin g classif icat io n level w o u ld b e exp ect ed t o co r r elat e
w it h in cr easin g p r o f essio n al m at u r it y, co m p et e n ce, in d ep en d en ce, acco u n t ab ilit y an d
in cr easin g im p act o n t h e o r g an isat io n .
In t h e Pr o f essio n al/Man ag er ial St r eam , o n ly o n e Car eer Pat h w as d ev elo p ed , w h ich
en co m p assed em p lo y ees en g ag ed in b r o ad d iscip lin es in clu d in g Acco u n t in g ,
Ar ch it ect u r e, Ch em ist r y, Eco n o m ics, En g in eer in g , Hu m an Reso u r ce Man ag em en t ,
In f o r m at io n Tech n o lo g y, Jo u r n alism , Law , Man ag em en t , Mar ket in g , Met allu r g y,
Nu r sin g , Psy ch o lo g y, Scien ce, Su r vey in g , Valu in g .
Salar y Pr o g r essio n w ill d ep en d o n t h e at t ain m en t an d u se o f ad d it io n al kn o w led g e an d
skills an d /o r d em o n st r at io n o f en h an ced co m p et en ce an d t h e ach ievem en t o f ag r eed
p er f o r m an ce o u t co m es. Ap p en d ix On e o u t lin es t h e w ay salar y p r o g r essio n is ach ieved
in t h is St r eam . Salar y p r o g r essio n w it h in Gr ad es 1 & 2 w ill o ccu r w h en t h e n u m b er o f
m o d u les o f t r ain in g o r eq u iv alen t su ccessf u lly co m p let ed is eq u al t o t h e n u m b er
r eq u ir ed t o p r o g r ess a Salar y St ep as o u t lin ed in Ap p en d ix On e, Salar y p r o g r essio n
w it h in Gr ad es 3 & 4 sh all b e d et er m in ed o n t h e b asis o f t h e d em o n st r at io n o f
en h an ced co m p et en ce t h r o u g h t h e ach ievem en t o f ag r eed p er f o r m an ce o u t co m es
w it h in t h e sco p e o f f er ed b y t h e p o sit io n r eq u ir em en t s. Th is p r in cip le o f salar y
p r o g r essio n em b o d ies t h e co n cep t t h at p r o f essio n als m ake in cr easin g w o r k valu e
co n t r ib u t io n s b y n at u r e o f skills an d kn o w led g e acq u isit io n an d ap p licat io n . Th e
at t ain m en t o f ad d it io n al kn o w led g e an d skills/co m p et en cies m ay o ccu r t h r o u g h
t r ain in g co u r ses co n d u ct ed b y in t er n al o r ext er n al p r o v id er s. Alt er n at ively , t h is m ay
o ccu r v ia sp ecif ic p r o ject s, r esear ch st u d ies o r sim ilar st r u ct u r ed t r ain in g act iv it ies
w h er e co m p let io n d em o n st r at es t h e acq u isit io n o f ad d it io n al co m p et en cies r eq u ir ed
in t h e p er f o r m an ce o f t h e jo b ar e r eq u ir ed t o m eet jo b d em an d s.
An En t er p r ise Car eer Pat h m u st also su p p o r t t h e im p o r t an t o b ject iv es o f m ain t ain in g p ay
eq u it y in t er m s o f w o r k valu e an d en su r in g eq u al em p lo ym en t o p p o r t u n it ies. Gr ad e
skills acq u isit io n t o p r eser ve p ay eq u it y w it h r elat ive w o r k valu e. Th ese b o u n d ar ies
Wh er e ag r eem en t can n o t b e r each ed o n an issu e, t h e Disp u t e Reso lu t io n Pr o cess is
av ailab le t o b e u sed .
ALTERATIONS TO CAREER PATHS
Wh er e jo b r ed esig n id en t if ies t h e n eed f o r ad d it io n al g r ad es in a car eer p at h o r w h en
p at h w ill b e am en d ed b y ag r eem en t b et w een t h e In d u st r ial Par t ies.
STEPS TO TRANSLATION & PROGRESSION
Wh en em p lo yees t r an slat ed t o t h e t h en n ew Aw ar d (Elect r icit y , Gen er at io n , Tr an sm issio n
& Su p p ly Aw ar d St at e) in 1995 t h e f o llo w in g p r o cess w as u sed in t h is r eg ar d :
Car eer Pat h Do cu m en t . Ho w ever , em p lo y ees w h o h av e an exp ect at io n o f n o r m al
exp ect at io n s ar e r ealized . Fo r em p lo y ees w h o w ill b e t r an slat in g , o r ch o o se t o

1. Determine appropriate Career Stream and Career Path: Th e Jo b Pr o f ile, as ag r eed b et w een
em p lo yer an d em p lo y ee, p r o vid es a d escr ip t io n o f t h e r esp o n sib ilit ies an d d u t ies o f a
p o sit io n an d t h e kn o w led g e, skills an d ab ilit ies r eq u ir ed /u sed b y an in d ivid u al t o
co m p et en t ly p er f o r m t h e jo b . Th e Jo b Pr o f ile can b e co m p ar ed w it h En t er p r ise
Car eer Pat h in f o r m at io n t o d et er m in e t h e m o st ap p r o p r iat e St r eam f o r t h e p o sit io n .
Th e Pr o f essio n al/Man ag er ial St r eam d r af t d o cu m en t p r o p o ses o n e Car eer Pat h
co ver in g all f u n ct io n al Pr o f essio n al an d Man ag er ial jo b g r o u p s.
2. Translate to equivalent or next highest Salary Point on the new Award: Th e r at es in t h e
salar y scale in co r p o r at e p r e-exist in g salar y co m p o n en t s w h ich in d iv id u als m ay n o w b e
r eceivin g . Th ese co m p o n en t s w ill b e an aw ar d salar y lev el an d In d u st r y Paym en t . To
en su r e em p lo yees r eceiv in g Deg r ee Allo w an ce p r io r t o t r an slat io n ar e n o t
d isad van t ag ed , t h is Allo w an ce w ill b e t aken in t o acco u n t w h en t r an slat io n o ccu r s.
3. Check position is in the correct Grade: It m ay b e n ecessar y t o ev alu at e w h et h er t h e
p o sit io n h as d ir ect ly t r an slat ed in t o t h e co n n ect g r ad e/lev el w it h in t h e Car eer Pat h
an d ad ju st w h er e ap p r o p r iat e. Th is st ep m ay t ake eit h er o r b o t h o f t h e f o llo w in g
f o r m s:
i. t h e Jo b Pr o f ile f o r t h e p o sit io n w ill b e co m p ar ed ag ain st t h e Gr ad e d escr ip t o r s f o r
t h e ap p r o p r iat e Car eer Pat h an d m at ch ed t o accu r at ely p lace t h e p o sit io n .
ii. a jo b ev alu at io n m et h o d o lo g y m ay b e u sed w h er e jo b s ar e m o r e d if f icu lt t o
d ef in e. Th is m ay o ccu r w h er e it b eco m es h ar d er t o r ely o n g en er ic d escr ip t io n s
an d /o r co m p et en cies (w h er e availab le) t o size t h e v alu e o f a jo b an d a
su p p lem en t ar y m et h o d su ch as a p o in t s m et h o d is m o r e r eliab le. Po in t s m et h o d s,
h o w ever , sh all n o t b e u sed t o d ef in e jo b v alu e o r salar y p o in t s w it h in a g r ad e.
iii. Fo llo w in g t r an slat io n /im p lem en t at io n o f t h e r elevan t En er g ex car eer p at h ,
em p lo yees sh all h ave a 3 m o n t h p er io d d u r in g w h ich t h ey m ay m ake ap p licat io n
f o r Jo b r e-ev alu at io n t o d et er m in e t h e ap p r o p r iat en ess o f t h eir t r an slat ed g r ad e
co m p ar ed t o t h e Car eer Pat h Gr ad e Descr ip t o r s.
Ap p licat io n s, o n t h e ap p r o p r iat e f o r m , sh all b e. su b m it t ed v ia t h e em p lo yees su p er viso r ,
w h o sh all n o r m ally w it h in 2 w eeks, o f r eceip t o f t h e f o r m , ag r ee o r r eject t h e
ap p licat io n an d n o t if y t h e em p lo y ee acco r d in g ly.
All t h e ag r eed ap p licat io n s w ill t h en b e ev alu at ed an d all su ccessf u l ap p licat io n s w ill h ave
as t h eir o p er at ive d at e f o r an y salar y in cr ease, t h e d at e o f t h eir ap p licat io n .
If t h e su p er v iso r r eject s t h e ap p licat io n , u n d u ly d elays co n sid er at io n o f t h e ap p licat io n o r
t h e evalu at io n is u n su ccessf u l t h e em p lo y ee m ay h ave r eco u r se t o t h e Aw ar d
g r ievan ce p r o ced u r es.
Af t er t h e co n clu sio n o f t h e 3 m o n t h p er io d n o r m al En er g ex ar r an g em en t s in r elat io n t o
p o sit io n ev alu at io n /g r ad in g w ill ap p ly.
p r o ced u r e an d Pr o g r essio n ar r an g em en t s w ill co n t in u e t o h ave ap p licat io n as p ar t o f
t h e o n g o in g Aw ar d Rest r u ct u r in g ar r an g em en t s.
Recognition of Prior Learning procedure: RPL is a p r o cess f o r r eco g n isin g cu r r en t skills an d
kn o w led g e, w h ich m ay h ave b een acq u ir ed t h r o u g h f o r m al o r in f o r m al t r ain in g (in
in d u st r y an d /o r ed u cat io n ), w o r k exp er ien ce an d /o r lif e exp er ien ce, an d w h ich can b e
assessed ag ain st est ab lish ed an d f o r m alised lear n in g o u t co m es. RPL sh all o n ly b e
g r an t ed f o r p r o g r essio n p u r p o ses in cases w h er e t h e skills an d kn o w led g e claim ed ar e
r eq u ir ed b y t h e em p lo yer an d r eq u ir ed b y t h e in d ivid u al t o p er f o r m t h e d u t ies an d
r esp o n sib ilit ies o f t h eir jo b .

o f t h e in d ivid u al’s skills an d kn o w led g e in d ir ect co m p ar iso n w it h t h e jo b
Progression: An y salar y p r o g r essio n b eyo n d t r an slat io n w ill r eq u ir e o n e o f t h e f o llo w in g :
 g ain in g n ew skills in acco r d an ce w it h an Ap p r o ved Tr ain in g Plan
 w it h in Gr ad es 3 & 4 o n ly, d em o n st r at io n o f en h an ced co m p et en ce t h r o u g h t h e
ach ievem en t o f ag r eed p er f o r m an ce o u t co m es w it h in t h e sco p e o f f er ed b y jo b
r eq u ir em en t s
 r eclassif icat io n t o a h ig h er g r ad e
 ap p o in t m en t t o an ad v er t ised p o sit io n w it h a h ig h er Ag r eem en t classif icat io n
 Reco g n it io n o f Pr io r Lear n in g o n t h e b asis o f t h e d em o n st r at io n o f skills acq u ir ed
an d r eq u ir ed t o b e u sed w it h in t h e g r ad e.
Training Outcomes
No t all t r ain in g w ill q u alif y f o r p ay p r o g r essio n p u r p o ses. Su b ject t o t h e p r o v isio n s o f t h e
Backf illin g (Tr ain in g ) Ag r eem en t , t h e f o llo w in g r an g e o f t r ain in g t yp es is en v isag ed :
1. Tr ain in g f o r f u t u r e p er f o r m an ce (Car eer Dev elo p m en t ): Em p lo y ees m ay u n d er t ake
t r ain in g f o r t h eir p er so n al d ev elo p m en t , an d t o b et t er p o sit io n t h em selves f o r f u t u r e
car eer o p p o r t u n it ies. Fo r exam p le, an em p lo yee w o r kin g as a p r o f essio n al in a
sp ecialist f ield m ay st u d y f o r a Mast er o f Bu sin ess Ad m in ist r at io n an d u lt im at ely m o ve
in t o a p o sit io n as a Dep ar t m en t Head . Su ch vo lu n t ar y t r ain in g m ay r eceive su p p o r t f o r
in st an ce in t h e f o r m o f st u d y assist an ce, su b ject t o m an ag em en t ap p r o v al, an d t h is
t r ain in g m ay n o t r esu lt in im m ed iat e p ay p r o g r essio n .
2. Tr ain in g t o m ain t ain cu r r en t co m p et en cies: Em p lo yees m ay b e r eq u ir ed t o u n d er t ake
t r ain in g t o keep t h eir skill levels cu r r en t w it h t ech n o lo g y an d w o r k p r act ices; eg .
u p d at ed so f t w ar e r eleases. Th is t r ain in g m ay n o t r esu lt in p ay p r o g r essio n .
3. Tr ain in g t o m eet r eq u ir em en t s o f cu r r en t p ay level: Wh er e an em p lo yee co u ld
r easo n ab ly b e exp ect ed t o u n d er t ake sp ecif ic t asks as p ar t o f t h e jo b /salar y p o in t an d
is u n ab le t o d o so , t r ain in g m ay b e n ecessar y t o b r in g t h e em p lo yee’s skill levels u p t o
t h e st an d ar d n o r m ally r eq u ir ed o f t h e p o sit io n /salar y p o in t an d t h u s t r ain in g m ay n o t
r esu lt in p ay p r o g r essio n . Wh er e an em p lo yee h as p r o g r essed t o t h e m axim u m Salar y
Po in t o f t h e Car eer Pat h g r ad e an d r eq u ir es f u r t h er t r ain in g w h ich is n o t asso ciat ed
w it h ch an g es t o jo b d esig n su f f icien t t o w ar r an t r eclassif icat io n o f t h e jo b t o a h ig h er
g r ad e, t r ain in g m ay n o t r esu lt in p ay p r o g r essio n .
4. Tr ain in g t o ext en d co m p et en cy t o m eet exp an d ed jo b r eq u ir em en t s: Wh er e jo b
r ed esig n h as o ccu r r ed in acco r d an ce w it h En t er p r ise Car eer Pat h s an d Jo b Pr o f ile
r eq u ir em en t s, Ap p r o v ed Tr ain in g Plan s m ay b e d evelo p ed t o p r o vid e t r ain in g lead in g
t o n ew /ad van ced co m p et en cies an d su b seq u en t p ay p r o g r essio n .
progression is available through skills development. The mutual needs of the Industry and its
as t h e em p lo yee’s “Su p er viso r ” f o r t h is p u r p o se.
Th e Car eer Pat h Fr am ew o r k is b ased o n t h e f o llo w in g g u id elin es:

1. Ap p r o ved Tr ain in g Plan s en ab le p r o g r essio n w it h in t h e lim it s im p o sed b y t h e
Ag r eem en t Classif icat io n an d t h e Car eer Pat h g r ad e o f t h e jo b .
assessm en t , t h en w o r k evalu at io n m et h o d s w o u ld b e r eq u ir ed t o d et er m in e w h et h er
3. Tr ain in g in clu d ed in Ap p r o ved Tr ain in g Plan s sh o u ld r esu lt in r ed esig n o f t h e jo b /w o r k
p er f o r m ed .
4. All Pr o f essio n al/Man ag er ial Em p lo yees in Gr ad es 1 an d 2 sh all b e p r o vid ed w it h t h e
o p p o r t u n it y t o p ar t icip at e in a Pr o g r ess Review w it h t h eir su p er viso r o n at least an
an n u al b asis. Th is sh o u ld in clu d e an ap p r o p r iat e Ap p r o ved Tr ain in g Plan w h er e
o p p o r t u n it y exist s f o r t h e ap p licat io n o f ad d it io n al co m p et en cies.
5. Wh er e a p r o f essio n al em p lo yee w h o h as at t ain ed t h e m axim u m p ay p o in t w it h in
Gr ad e 1 u n d er t akes exp an d ed d u t ies w h ich p r o vid e b en ef it s f r o m h ig h ly ext en d ed
co m p et en cies, t h e jo b p r o f ile f o r t h at p o sit io n sh all b e r eview ed an d t h e p o sit io n r e -
evalu at ed . Wh er e t h e p o sit io n is r e -ev alu at ed as a Gr ad e 2 p o sit io n , t h e in cu m b en t
sh all b e m o ved in t o Gr ad e 2 an d b eco m e elig ib le f o r an Ap p r o ved Tr ain in g Plan t o
allo w p r o g r essio n w it h in Gr ad e 2 u p o n d em o n st r at io n o f su ch h ig h ly d evelo p ed
co m p et en cies.
6. Pr o f essio n al em p lo yees in Gr ad es 3 an d 4 m ay b e p r o vid ed w it h ATP’s w h er e t h e
d evelo p m en t o f ad d it io n al skills an d kn o w led g e is r eq u ir ed t o ach ieve en h an ced
co m p et en ce.
Performance Agreement
A Per f o r m an ce Ag r eem en t an d /o r ATP sh o u ld b e availab le t o Pr o f essio n al/Man ag er ial
Em p lo yees in Gr ad es 3 an d 4 w h er e b en ef it s can b e o b t ain ed t h r o u g h t h e acq u isit io n
an d d em o n st r at io n o f en h an ced co m p et en cies. Th e Per f o r m an ce Ag r eem en t sh all
sp ecif y t h e r esu lt s t o b e ach ieved o ver t h e p er io d o f t h e ag r eem en t an d if
ap p r o p r iat e t h e co m p et en cy ar eas t o b e en h an ced o ver t h is p er io d . In d icat o r s o f
ach ievem en t sh o u ld b e ag r eed in ad v an ce b et w een t h e p ar t ies an d p r o g r ess t o w ar d s
ach ievem en t sh all b e m o n it o r ed at r eg u lar in t er v als. Th e f o llo w in g g u id elin es sh all
ap p ly:
1. Pr o f essio n al/Man ag er ial Em p lo yees in Gr ad es 3 an d 4 sh o u ld b e p r o vid ed w it h t h e
o p p o r t u n it y t o p ar t icip at e in a Pr o g r ess Review w it h t h eir su p er viso r o n at least an
an n u al b asis. Th is sh o u ld in clu d e a m u t u ally ag r eed Per f o r m an ce Ag r eem en t w h ich
m ay p r o vid e t h e o p p o r t u n it y f o r acq u isit io n an d d em o n st r at io n o f en h an ced
co m p et en cy f o r t h e p u r p o se o f salar y p r o g r essio n .
2. Per f o r m an ce Ag r eem en t s en ab le p r o g r essio n w it h in t h e lim it s im p o sed b y t h e
Ag r eem en t Classif icat io n an d t h e Car eer Pat h g r ad e o f t h e jo b .
assessm en t t h en w o r k evalu at io n m et h o d s w o u ld b e r eq u ir ed t o d et er m in e w h et h er
4. An alt er n at iv e t o a Per f o r m an ce Ag r eem en t as a b asis f o r salar y p r o g r essio n , in
p ar t icu lar cases w it h in Gr ad es 3 an d 4 m ay b e t h e co m p let io n o f an Ap p r o v ed Tr ain in g
Plan . On e t r ain in g m o d u le o r eq u ivalen t sh all b e r eq u ir ed f o r each p r o g r essio n st ep .
5. Th e p r o g r ess r eview w ill in clu d e d iscu ssio n an d p lan n in g o f m u t u ally ag r eed t r ain in g .
Th is t r ain in g sh all in clu d e r elev an t lear n in g o p p o r t u n it ies t o f acilit at e t h e g ain in g o f
en h an ced co m p et en cies f o r t h e ach iev em en t o f ag r eed p er f o r m an ce.
Training Modules
1. Wh er e ap p r o p r iat e, m o d u lar lear n in g o u t co m es sh o u ld m eet n at io n al accr ed it at io n
st an d ar d s.
2. Ot h er t r ain in g m ay b e m ad e av ailab le t o em p lo yees t o en h an ce f u t u r e car eer
p r o sp ect s an d /o r m ain t ain co m p et en ce an d r eg ist r at io n .

CAREER PATH TITLE
Career Path Grade
GRADE 1 GRADE 2 GRADE 3 GRADE 4
ENTRY REQUIREMENTS:
An exp lan at io n o f h o w en t r y in t o a Gr ad e is ach ieved .
St at em en t s in italics ar e ext r act s f r o m t h e r elev an t sect io n o f t h e Ag r eem en t .
exp ect ed t o u n d er t ake o t h er t asks in lin e w it h t h e em p lo yee’s t r ain in g , exp er ien ce
Hay Po in t s ev alu at io n b o u n d ar ies d et er m in e t h e Gr ad e o n ly o f a jo b , n o t t h e Salar y Po in t
w it h in t h e Gr ad e.
t r ain in g , o r eq u iv alen t t h at w o u ld b e r eq u ir ed f o r en t r y in t o t h is Gr ad e.
Wh er e an in d iv id u al is ap p o in t ed t o a Gr ad e an d is d eem ed ab le t o accep t t h e
r esp o n sib ilit ies o f t h e Gr ad e, t h e in d iv id u al w o u ld n o r m ally b e d eem ed t o h ave t h e
m o d u les r eq u ir ed f o r en t r y t o t h e Gr ad e. Wh er e an exist in g p o sit io n is r e -evalu at ed ,
t h e in cu m b en t w o u ld b e d eem ed t o h av e t h e m o d u les r eq u ir ed f o r en t r y t o t h e
g r ad e f o r p ay p u r p o ses o n ly.
TRAINING PLAN:
t h eir su p er v iso r m ig h t select , in d evelo p in g an Ap p r o v ed Tr ain in g Plan f o r p r o g r essio n
w it h in t h is Gr ad e. Select io n o f m o d u les w ill b e m ad e w h er e t h e ad d it io n an d
d evelo p m en t o f a skill w ill b e ap p lied in t h e jo b an d w ill lead t o ch an g es in t asks
or
TYPICAL AREAS WHERE ENHANCED COMPETENCE MAY BE DEMONSTRATED:
Wit h in Gr ad es 3 & 4, Salar y Pr o g r essio n sh o u ld b e d et er m in ed o n t h e b asis o f t h e
d em o n st r at io n o f en h an ced co m p et en ce t h r o u g h t h e ach ievem en t o f ag r eed
p er f o r m an ce o u t co m es. Th is w ill b e m an ag ed t h r o u g h a f o r m al p r o cess o f
p er f o r m an ce an d d evelo p m en t r ev iew , an d t h e ap p licat io n o f Per f o r m an ce
Ag r eem en t s an d /o r Ap p r o ved Tr ain in g Plan s w h er e ap p r o p r iat e.

APPENDIX 1
SALARY PROGRESSION FOR PROFESSIONAL / MANAGERLIAL EMPLOYEES
Pr o f essio n al / Ag r eem en t Salar y Pr o g r essio n Ar r an g em en t s

Man ag er ial Po in t
Gr ad e / St ep
Fo r all Gr ad es w it h in
Pr o f essio n al/Man ag er ial Car eer Pat h ,
Hay Po in t s evalu at io n b o u n d ar ies
d et er m in e t h e Gr ad e o n ly o f a jo b , n o t
t h e Salar y Po in t w it h in t h e Gr ad e.
All em p lo yees in t he
Pr o f essio n al/Man ag er ial St r eam sh o u ld
p ar t icip at e in an In d ivid u al Pr o g r ess
Review o n at least an an n u al b asis at
w h ich t im e an Ap p r o v ed Tr ain in g Plan
o r Per f o r m an ce Ag r eem en t w ill b e
co n sid er ed as a b asis f o r p r o g r essio n .
Gr ad e 4 4.6 16.5
4.5 16.4
4.4 16.3 Pr o g r essio n w it h in each o f Gr ad es 3 & 4
w ill b e d et er m in ed o n t h e b asis o f t h e
4.3 16.2
d em o n st r at io n of en h an ced
4.2 16.1 co m p et en ce t h r o u g h t h e ach ievem en t
o f ag r eed p er f o r m an ce o u t co m es
4.1 16.0
w it h in t h e sco p e o f f er ed b y t h e
p o sit io n r eq u ir em en t s. Th is w ill b e
Gr ad e 3 3.6 15.5 m an ag ed t h r o u g h a f o r m al p r o cess o f
p er f o r m an ce an d d evelo p m en t
3.5 15.4 r eview , an d r elevan t le ar n in g
3.4 15.3 o p p o r t u n it ies, an d t h e ap p licat io n o f
ap p r o ved Tr ain in g Plan s w h er e
3.3 15.2 ap p r o p r iat e.
3.2 15.1
3.1 15.0
Gr ad e 2 2.8 14.3
2.7 14.2
2.6 14.1
2.5 14.0
2.4 13.3
2.3 13.2 Pr o g r essio n w it h in Gr ad e 2 w h er e
2.2 13.1 av ailab le w it h an Ap p r o ved Tr ain in g

2.1 13.0 Plan sh all b e b ased o n co m p let io n o f
o n e t r ain in g m o d u le o r eq u iv alen t f o r
each p r o g r essio n st ep .
Gr ad e 1 1.7 12.5
1.6 12.0
1.5 11.0
1.4 10.2
Mo d u les o f t r ain in g o r eq u iv alen t t o b e
1.3 9.3 co m p let ed b ef o r e p r o g r essio n t o n ext
St ep w it h in Gr ad e 1 as f o llo w s:
1.2 8.0 4yr en t r y
 4 Mo d u les t o m o v e f r o m 1.1 t o 1.2
1.1 6.2 3yr en t r y
 6 Mo d u les f o r each St ep f r o m 1.2 t o 1.6
 5 Mo d u les f o r m o ve f r o m 1.6 t o 1.7
Fo r a Pr o f essio n al/Man ag er ial Em p lo yee
w it h in Gr ad e 1 w h o is in a t r ain in g &
d evelo p m en t m o d e, t h e in d iv id u al w ill
b e g iv en t h e o p p o r t u n it y f o r at least
an n u ally Ap p r o ved Tr ain in g Plan s.
Fo r a Pr o f essio n al/Man ag er ial Em p lo yee, t h e at t ain m en t an d u se o f co m p et en cies m ay

o ccu r t h r o u g h a r an g e o f st r u ct u r ed act iv it ies, su ch as:
 Co n t in u in g p r o f essio n al ed u cat io n , in clu d in g t r ain in g co u r ses co n d u ct ed b y in t er n al
o r ext er n al p r o v id er s, p r o f essio n al d evelo p m en t sem in ar s, et c.
 Sp ecif ic p r o ject s an d r esear ch st u d ies w h ich exp an d an in d iv id u al’s kn o w led g e an d
skills
 Gain in g ad d it io n al co m p et en ce via t h e ap p licat io n o f t h eo r et ical kn o w led g e an d
co n st r u ct s in t h e w o r k en vir o n m en t , an d t h r o u g h o n -t h e-jo b co ach in g .
Fo r an em p lo y ee g ain in g p o st -g r ad u at e exp er ien ce in a p r o f essio n al r o le in Gr ad e 1, it is
accep t ed t h at su b st an t ial g ain s in co m p et en cy o ccu r t h r o u g h t h e lear n in g asso ciat ed
w it h ap p ly in g , in t h e w o r k r o le, t h e t h eo r et ical skills an d kn o w led g e acq u ir ed t h r o u g h
acad em ic st u d y; e.g . it m ay b e exp ect ed t h at ap p r o xim at ely 50 p er cen t o f
co m p et en cy acq u isit io n d u r in g Gr ad e 1 w o u ld o ccu r t h r o u g h w o r k ap p licat io n in an
en vir o n m en t w h er e co ach in g an d m o n it o r in g is av ailab le.
PROFESSIONAL & MANAGERIAL
STREAM / CAREER PATH/ DESCRIPTION

AGREEMENT LEVEL
GRADE
LEVEL 4 PROFESSIONAL & Pr in cip al Exp er t an d /o r

MANAGERIAL EMPLOYEE Sen io r
GRADE 4 Man ag er

Salary Point 16.0-16.5
LEVEL 3 PROFESSIONAL & Exp er t Pr o f essio n al or

MANAGERIAL EMPLOYEE Man ag er
GRADE 3
LEVEL 2 PROFESSIONAL & In d ep en d en t f u lly

MANAGERIAL EMPLOYEE f u n ct io n al
GRADE 2 p r o f essio n al/m an ag er ial
em p lo yee
LEVEL 1 PROFESSIONAL & Develo p m en t p h ase for

MANAGERIAL EMPLOYEE p r o f essio n al/m an ag er ial
GRADE 1 em p lo yee

PROFESSIONAL & MANAGERIAL EMPLOYEE
GRADE 1
GRADE 1
Salary Point GRADE 2 GRADE 3 GRADE 4
6.2-12.5
ENTRY REQUIREMENTS:
Ap p o in t m en t w ill b e su b ject t o av ailab ilit y o f p o sit io n s in En er g ex, ad v er t isem en t an d
An employee at this level: operates under appropriate supervision and performs normal professional work
and exercises individual judgements and initiative in the application of principles and methods
applicable to the profession concerned. The employee assists more senior professionals and has
work reviewed by a competent professional officer for validity, adequacy, methods and procedures.
The employee assigns and checks work of support staff and others assigned to work on common
projects. Work can be expected to receive less rigorous review as the employee progresses. The
employee exercises initiative in the application of professional practices either as a member (in some
situations as leader) or a specialist professional in multi-disciplinary teams, or independently.
An em p lo yee at t h is lev el r eq u ir es co m p et en cy in a t ech n ical, scien t if ic o r sp ecialised f ield
b ased o n an u n d er st an d in g an d ap p licat io n o f co n cep t s an d p r in cip les n o r m ally
asso ciat ed w it h a p r o f essio n al o r acad em ic q u alif ic at io n . An em p lo yee w ill b e
sp ecif ically assig n ed t o co m p let e co m p lex t asks an d co m b in at io n s o f d u t ies, w it h an
u n d er st an d in g o f h o w t h e w o r k u n d er t aken r elat es t o w o r k o f o t h er s in t h e sam e o r
r elat ed f u n ct io n s. An em p lo yee at t h is level w ill u se in t er p er so n al skills t o in t er act
w it h f ello w w o r ker s, su p er v iso r s, et c.
Th in kin g at t h is level is w it h in su b st an t ially d iver sif ied , est ab lish ed o r g an isat io n al
p r o ced u r es an d st an d ar d s an d g en er al su p er v isio n . Becau se o f ch an g in g p r io r it ies o r
d if f er in g sit u at io n s en co u n t er ed in t h e w o r k en vir o n m en t , t h e em p lo yee h as lat it u d e
t o co n sid er w h ich am o n g d iv er sif ied p r o ced u r es sh o u ld b e f o llo w ed in w h at seq u en ce
t o ach ieve r eq u ir ed jo b r esu lt s. Decisio n s m ay b e m ad e r at h er r ap id ly b ased o n p r io r
kn o w led g e o r exp er t ise.
Th e em p lo yee m ay ap p ly st an d ar d p r act ices an d p r o ced u r es o f w o r k u n d er g en er al w o r k
in st r u ct io n s o r b e su p er v ised o n p r o g r ess an d r esu lt s. Resp o n sib ilit ies co n t ain a
var iet y o f t asks an d d u t ies, an d t h e em p lo y ee clear ly u n d er st an d s w h at r esu lt s ar e
exp ect ed b y t h e su p er viso r . Th e em p lo yee m ay set t h eir o w n w o r k p r io r it ies. Pr act ices
an d p r o ced u r es h ave clear p r eced en t s o r ar e co ver ed b y d ef in ed p o licies, m an ag er ial
co n t r o l o r r eview o f r esu lt s.
As t h e em p lo yee d evelo p s f u r t h er co m p et en cies, m o r e co m p lex t asks w o u ld b e allo cat ed
w it h m o r e in d ep en d en ce in d ecisio n - m akin g . Th e em p lo yee m ay p er f o r m co m p lex
t asks w it h o u t su p er visio n o r en g ag e in so m e su p er v isio n o f t h e w o r k o f o t h er s. Tasks
in vo lve in d ep en d en t u se o f a h ig h d eg r ee o f t ech n ical o r ap p lied t h eo r e t ical
kn o w led g e an d u n d er t ake lim it ed cr eat ive, p lan n in g , d esig n o r su p er viso r y f u n ct io n s.
Th e em p lo yee m ay b e r eq u ir ed t o d evelo p in n o vat ive w o r k p r act ices, evalu at e
f easib ilit y o f p r o p o sals an d im p lem en t p lan s. Th e em p lo yee w ill b e ab le t o u n d er t ake
sig n if ican t p lan n in g , d evelo p m en t an d d esig n f u n ct io n s an d p r o vid e in d ep en d en t
an aly sis an d cr eat iv e so lu t io n s t o p r o b lem s id en t if ied b y t h e em p lo yee t h r o u g h t h eir
skills an d kn o w led g e.
A p r o f essio n al em p lo y ee is exp ect ed t o m ain t ain p r o f essio n al et h ics, b o t h g en er ally
accep t ed et h ical b eh av io u r f o r all p r o f essio n als an d t h e sp ecif ic et h ical r eq u ir em en t s

o f t h e p r o f essio n (s) t o w h ich t h e em p lo yee b elo n g s.
Th is Gr ad e eq u at es t o a Hay ev alu at io n u p t o 371 p o in t s.

GRADE 1
GRADE 1
Salary Point GRADE 2 GRADE 3 GRADE 4
6.2-12.5
 3 year Deg r ee o r eq u iv alen t q u alif icat io n , r elev an t t o t h e sp ecialist f ield o f t h e
p o sit io n .
 En t r y f o r 3 year Deg r ee m in im u m Salar y Po in t 6.2.
 En t r y f o r 4 year Deg r ee m in im u m Salar y Po in t 8.0.
 Per f o r m an ce o f t h e w o r k m ay r eq u ir e r eg ist r at io n b y a Pr o f essio n al Bo d y an d /o r
m em b er sh ip o r elig ib ilit y f o r m em b er sh ip o f a Pr o f essio n al Asso ciat io n .
 Fo r n o m in at ed m an ag er ial p o sit io n s, o t h er q u alif icat io n s an d /o r d em o n st r at ed
m an ag em en t co m p et en cies sat isf act o r y t o t h e em p lo yer .
TRAINING PLAN:
 Team Lead er sh ip  Tim e Or g an isat io n s
 Ad v an ced Rep o r t Wr it in g  Co m p u t er So f t w ar e Ap p licat io n s
 Co n t r act Su p er v isio n  Po w er Sy st em s An alysis
 Risk Man ag em en t  St at ist ics f o r Pr o f essio n als
 Fau lt Man ag em en t  Pr o t ect io n an d Meet in g
 Po w er Sy st em Ear t h in g  Elect r o m ag n et ic Tr an sien t s
 Mu lt ip le Reg r essio n An alysis  Cir cu it Br eaker s an d Sw it ch in g
 Su p p ly Qu alit y  Co m p u t er Tech n o lo g y
 Easem en t Su r veys  Geo g r ap h ic In f o r m at io n Syst em s &

Ap p licat io n s
 Pr o p er t y Neg o t iat io n  Acq u isit io n an d Disp o sal o f Pr o p er t y
 Hazar d o u s Mat er ial Man ag em en t  In d u st r ial Neg o t iat io n
 En t er p r ise Acco u n t in g Po licies/

Pr o ced u r es  Pr o ject Man ag em en t
 EEO Po licy an d Pr act ices  In vest ig at in g Discr im in at io n in t he

Wo r kp lace
 Occu p at io n al Test in g  Ben ch m ar kin g & Best Pr act ices

 In f o r m at io n Tech n o lo g y  In t er p er so n al Pr o b lem So lvin g
 In t er p er so n al Co n f lict Reso lu t io n  Qu alit y Man ag em en t Pr in cip les
 Cap it al Ev alu at io n Decisio n Makin g
Th e at t ain m en t o f lear n in g o u t co m es m ay b e d em o n st r at ed t h r o u g h t r ain in g co u r ses o r

alt er n at iv ely, v ia sp ecif ic p r o ject s, r esear ch st u d ies o r sim ilar st r u ct u r ed t r ain in g
act iv it ies. In t h is d evelo p m en t p h ase f o r a p r o f essio n al, it w o u ld b e exp ect ed t h at
so m e p r io r it y w o u ld b e g iven t o d evelo p in g t h e ab ilit y t o ap p ly p r o f essio n al
kn o w led g e an d skills w it h in t h e w o r k en v ir o n m en t .

GRADE 2
GRADE 2
GRADE 1 Salary Point GRADE 3 GRADE 4
13.0-14.3
ENTRY REQUIREMENTS:
An employee at this level: performs work requiring the application of mature professional skills and
knowledge and makes recommendations that are technically and commercially accurate and feasible.
The employee deals with problems for which it is necessary to modify established guidelines and
devise new approaches or apply new professional skills or techniques. The employee makes
decisions on matters assigned including the establishment of professional work standards and
procedures, and consults, recommends and advises in specialist areas. The employee outlines and
assigns work, reviews it for technical accuracy and adequacy, and manages the work of others. The
employee exercises initiative in the application of professional practices whether as a member (in
some situations as leader) or a specialist professional in multi-disciplinary teams, or independently.
An em p lo y ee at t h is level is a co m p et en t p r o f essio n al w h o u n d er t akes t asks r eq u ir in g
p r o f icien cy in a t ech n ical, scien t if ic o r sp ecialised f ield b ased o n co n cep t s an d
p r in cip les, w it h w id e exp o su r e t o co m p lex p r act ices an d p r eced en t s. Th e em p lo yee is
a seaso n ed p r o f essio n al w h o se b asic p r o f essio n al skills an d kn o w led g e h as b een
acq u ir ed t h r o u g h u n d er t akin g sp ecialised t asks an d a r an g e o f w o r k r o les. Th e
em p lo yee m ay b e r eq u ir ed t o u t ilise m an ag em en t p r o cesses t o ad vise f u n ct io n al
m an ag er s, in f lu en ce b eh av io u r o r ch an g e o p in io n in su p p o r t o f a p r o p o sal. If t h e
em p lo yee is a su p er v iso r , t h e f o cu s w ill b e o n assig n m en t o f w o r k, sch ed u lin g w o r k,
m o n it o r in g w o r k as it is b ein g d o n e, an d r ev iew in g r esu lt s f o r t im elin ess, q u alit y an d
co st ef f ect iven ess.
Pr o b lem so lv in g at t h is level g iv es t h e em p lo yee lat it u d e t o co n sid er w h et h er n ew
p r o ced u r es m ay h ave t o b e d ev elo p ed , co n sist en t w it h cu r r en t p o licies, o r exist in g
p r in cip les, in o r d er t o ach ieve r eq u ir ed en d r esu lt s. Th e p r o b lem t o b e so lved m ay b e
st at ed , b u t t h e p r o cesses t o b e u sed ar e lar g ely d et er m in ed b y t h e em p lo yee’s o w n
ju d g em en t . Wh en co n f r o n t ed w it h sit u at io n s w h ich r eq u ir e ju d g em en t o r d ecisio n s,
t h e em p lo yee is ab le t o access ap p r o p r iat e in f o r m at io n an d p r o cesses t o d et er m in e
m et h o d s t o ach iev e a so lu t io n .
An em p lo y ee at t h is level f u n ct io n s w it h co n sid er ab le in d ep en d en ce, an d w ill d et er m in e
t h eir o w n p r io r it ies. Th is m ay r eq u ir e d ev iat in g f r o m o r m o d if yin g est ab lish ed
p r o ced u r es an d p r act ices as lo n g as t h e en d r esu lt s m eet st an d ar d s o f accep t ab ilit y
f o r q u alit y an d t im elin ess. Su p er visio n is u su ally in d ir ect an d r eview o f w o r k r esu lt s
u su ally o ccu r s af t er t h e f act . Th e em p lo yee m ay b e acco u n t ab le f o r r en d er in g
sig n if ican t ad vice an d co u n sel t o m an ag em en t in ad d it io n t o in f o r m at io n an d an aly sis.
As a p r o f essio n al, t h e em p lo yee is acco u n t ab le f o r t h e q u alit y o f t h e ad vice o r t h e
d ir ect io n s t h e em p lo y ee g ives o t h er s o r im p lem en t s t h em selves.
Th e em p lo yee at t h is level h as a h ig h ly d evelo p ed cap acit y t o m ake au t o n o m o u s u se o f a
h ig h level o f t h eo r et ical an d ap p lied kn o w led g e. Th e em p lo yee ‘m ay u n d er t ake
sig n if ican t h ig h level cr eat ive p lan n in g , d esig n o r m an ag em en t f u n ct io n s an d m ay
h ave su b st an t ial acco u n t ab ilit y an d r esp o n sib ilit y f o r t h e o u t p u t o f o t h er s.
Th is Gr ad e eq u at es t o a Hay ev alu at io n w it h in t h e r an g e o f 372 - 483 p o in t s.

 3 year Deg r ee o r eq u ivalen t q u alif icat io n , p lu s 34 m o d u les o f r elevan t t r ain in g o r
eq u ivalen t , o r
 4 year Deg r ee o r eq u ivalen t q u alif icat io n , p lu s 30 m o d u les o f r elevan t t r ain in g o r
eq u ivalen t , o r
 Ot h er q u alif icat io n s as p er Gr ad e 1, p lu s 34 m o d u les o f r elev an t t r ain in g o r eq u iv alen t .
No t e: Wh er e an in d ivid u al is ap p o in t ed t o a Gr ad e an d is d eem ed ab le t o accep t t h e
r esp o n sib ilit ies o f t h e Gr ad e, t h e in d iv id u al w o u ld n o r m al ly b e d eem ed t o h ave t h e
m o d u les r eq u ir ed f o r en t r y t o t h e Gr ad e.

GRADE 2
GRADE 2
GRADE 1 Salary Point GRADE 3 GRADE 4
13.0-14.3
TRAINING PLAN:
 Select io n Skills
 Ad v an ced Select io n Skills
 Neg o t iat io n Skills
 In t er p er so n al Lead er sh ip Skills
 Man ag in g Qu alit y Im p r o vem en t
 Main s Tr an sm issio n Syst em Plan n in g
 Tr an sm issio n & Su p p ly En vir o n m en t al Im p act St u d ies
 Acco u n t in g St an d ar d s & Pr act ices
 Asset Man ag em en t
 In f o r m at io n Tech n o lo g y Pr o ject Man ag em en t
 In f o r m at io n Tech n o lo g y Sp ecialised Su p p o r t
 In d u st r ial Ad vo cacy
 Fin an cial Man ag em en t Pr act ice Man u al
 Ret u r n On In v est m en t An aly sis
 Man ag in g Peo p le At Wo r k
 Or g an isat io n al Beh av io u r
 Man ag er ial Wo r k
 In t r o d u ct io n t o St r at eg ic Man ag em en t
Th e at t ain m en t o f lear n in g o u t co m es m ay b e d em o n st r at ed t h r o u g h t r ain in g co u r ses o r
alt er n at iv ely, v ia sp ecif ic p r o ject s, r esear ch st u d ies o r sim ilar st r u ct u r ed t r ain in g
act iv it ies. As an in d ep en d en t , f u lly f u n ct io n al p r o f essio n al, it w o u ld b e exp ect ed t h at
so m e p r io r it y w o u ld b e g iven t o exp an d in g t h e p r o f essio n al’s ab ilit y t o o p er at e w it h

lat it u d e an d in d ep en d en ce in d ealin g w it h co m p lex p r o f essio n al issu es.

GRADE 3
GRADE 3
GRADE 1 GRADE 2 Salary Point GRADE 4
15.0-15.5
ENTRY REQUIREMENTS:
An employee at this level: may be a technical expert or manage a unit of the organisation. In practice
most positions at this level will contain both these elements. The employee may be a team leader
having broad understanding spanning more than one professional field of work, or be a recognised
authority within a particular specialised field of expertise, or both. The employee participates in short
or long range planning and translates the more general objectives and strategies of higher
management into specific targets and strategies for the unit. The employee takes initiatives, makes
independent decisions and formulates policies and procedures within this overall framework to obtain
the best performance and results from the organisational unit for which the officer is accountable. The
employee gives expert technical advice to management and other units and takes responsibility for
development and provision of systems, facilities and functions. The employee manages groups and
work programs and directs or advises on the use of resources. The employee makes decisions not
usually subject to technical review; decides courses of action necessary to expedite the successful
accomplishment of assigned projects; and makes recommendations of significant impact on the
organisation. The employee has work assigned only in terms of broad objectives. Performance is
reviewed for policy, soundness of judgement, results and general effectiveness.
An em p lo yee at t h is lev el m ay o v er see t h e w o r k o f p r o f essio n als w h o se w o r k act iv it ies d o
n o t r eq u ir e d ay t o d ay su p er v isio n , in clu d in g assig n m en t sch ed u lin g an d m o n it o r in g
an d is r eq u ir ed t o f o cu s o n lo n g er t er m m at t er s, su ch as o p er at io n al p lan s, b u d g et s
an d o t h er r eso u r ce n eed s. Th e em p lo yee w ill b e r eq u ir ed t o h ave a w ell d evelo p ed
u n d er st an d in g o f h u m an b eh avio u r an d t h o se f act o r s w h ich in f lu en ce o r cau se
b eh av io u r al ch an g e. Jo b s w h ich r eq u ir e sig n if ican t n eg o t iat in g skills ar e o f t en f o u n d
at t h is level.
Th in kin g at t h is level w ill b e w it h in b r o ad p o licies an d o b ject iv es u n d er lim it ed d ir ect io n .
Sp ecif ic o b ject iv es est ab lish w h at g en er al o b ject iv es m u st b e acco m p lish ed w it h in t h e
f r am ew o r k o f t h e o r g an isat io n ’s o p er at in g p o licies. Th e em p lo yee m ay est ab lish t h e
p lan , d et er m in e t h e p r io r it ies an d p r escr ib e t h e p r o cesses n eed ed t o ach iev e
o b ject iv es. Th e em p lo y ee is acco u n t ab le f o r b r o ad p r act ice an d p r o ced u r e co ver ed b y
f u n ct io n al p r eced en t s an d p o licies o r ach ievem en t o f cir cu m scr ib ed o p er at io n al
act iv it y o r m an ag er ial d ir ect io n . Th e em p lo y ee m ay u n d er t ake co m p lex an d m ajo r
h ig h level cr eat ive p lan n in g , d esig n o r m an ag er ial f u n ct io n s.
In ad d it io n t o t h e r eq u ir em en t s o f Gr ad e 2 en t r y , 8 m o d u les o f r elev an t t r ain in g o r
eq u ivalen t .
No t e: Wh er e an in d iv id u al is ap p o in t ed t o a Gr ad e an d is d eem ed ab le t o accep t t h e
r esp o n sib ilit ies o f t h e Gr ad e, t h e in d iv id u al w o u ld n o r m ally b e d eem ed t o h ave t h e
m o d u les r eq u ir ed f o r en t r y t o t h e Gr ad e.

GRADE 3
GRADE 3
GRADE 1 GRADE 2 Salary Point GRADE 4
15.0-15.5
TYPICAL AREAS WHERE ENHANCED COMPETENCE MAY BE DEMONSTRATED:

Lead er sh ip
 Per su asio n
 Ju d g em en t
 Team b u ild in g
 Net w o r kin g
 An aly sis
 Or g an isat io n aw ar en ess
 Cr eat iv it y
 Decisiven ess
 Deleg at io n
 Plan n in g an d o r g an isin g
 Pr o d u ct ivit y
 Em p o w er in g
 In n o vat io n
 Flexib ilit y
 In n o vat io n
 Co m m er cial Neg o t iat io n
 Bu d g et Man ag em en t
 Reso u r ce Allo cat io n
 Man ag in g Per f o r m an ce
 Fin an cial Man ag em en t
 Mar ket in g Man ag em en t
 Op er at io n s Man ag em en t

GRADE 4
GRADE 4
GRADE 1 GRADE 2 GRADE 3 Salary Point
16.0-16.5
ENTRY REQUIREMENTS:
o p en ‘select io n p r o ced u r es.

An employee at this level: accepts responsibility for professional work, demanding a high level of
expertise, independence, originality, ingenuity and mature judgement. The employee manages a unit
of the organisation and exhibits a high level of competence in managing people and work and
performs work which is of primary importance to the organisation and which will have a substantial
effect on the results obtained by the employing organisation. The employee contributes to the
organisation’s short and long range planning process and to the formulation of the organisation’s
objectives, strategies and policies. The employee translates broader corporate objectives, strategies
and policies into specific objectives, strategies and policies realisable by the organisation unit. The
employee manages large work groups; or manages a multi-discipline group engaged in interrelated
work; or may be an expert leading a team of related professionals; or may be a recognised expert in a
specialist field of crucial importance. The employee takes overall responsibility for the provision and
control of systems, resources, facilities, functions and major investigations and ensures that the
organisation obtains maximum benefit from the application of professional expertise. The employee
gives expert technical advice and acts as organisation spokesperson in a particular field of expertise
and has work assigned only in terms of broad objectives. Performance is reviewed for policy,
soundness of judgement, results and general effectiveness in pursuit of corporate and major
organisational objectives.
An em p lo yee at t h is level m an ag es f u n ct io n s o r su b -f u n ct io n s t h r o u g h su b o r d in at e
su p er v iso r s. Th e em p lo yee p r o v id es f o r t h e in t eg r at io n o f act ivit ies w h ich h ave a
co m m o n f u n ct io n , p u r p o se o r o b ject ive, an d assu r es ext er n al co -o r d in at io n w it h
o t h er f u n ct io n al ar eas. At t h is lev el, t h e em p lo yee w o u ld b e a m an ag er o f a f u n ct io n al
ar ea o r ver y sen io r in d iv id u al co n t r ib u t o r . Th e em p lo yee is g iv en t h e d eg r ee o f
in d ep en d en ce n eed ed t o ach iev e o p er at in g o b ject iv es, p r o v id ed t h at act ivit ies ar e
co n sist en t w it h o p er at in g b u d g et s, ap p r o ved o p er at in g p lan s an d o b ject ives an d
f u n ct io n al p o licies an d p r eced en t s. Th e m an ag em en t d ir ect io n g iv en t o t h e em p lo yee
est ab lish es w h at r esu lt s ar e exp ect ed . Th e em p lo yee d et er m in es h o w an d w h en t h e
r esu lt s w ill b e ach ieved . Th e em p lo y ee m ay h ave so le co n t r o llin g im p act o n en d
r esu lt s at a p ar t icu lar level in t h e o r g an isat io n . Th e p o sit io n m ay h ave lin e
acco u n t ab ilit y f o r a key en d r esu lt ar ea, w it h f u ll acco u n t ab i lit y an d r esp o n sib ilit y f o r
t h e o u t p u t o f o t h er s.
 3 year o r 4 year Deg r ee o r eq u iv alen t q u alif icat io n , an d d em o n st r at ed co m p et en ce
ap p r o p r iat e t o t h e p o sit io n , o r
 Fo r n o m in at ed m an ag er ial p o sit io n s, o t h er q u alif icat io n s an d /o r d em o n st r at ed
m an ag em en t co m p et en cies sat isf act o r y t o t h e em p lo yer .
TYPICAL AREAS WHERE ENMANCED COMPETENCE MAY BE DEMONSTRATED:
 Pr o cess Man ag em en t

 Pr o f essio n al In n o vat io n
 Lead er sh ip Man ag em en t
 Man ag in g Co m p et it ive St r at eg y
 Mar ket Aw ar en ess an d An aly sis
 Man ag in g St r at eg ic Ch an g e
 Team Man ag em en t
 Bu sin ess Acu m en
 Man ag in g t h e Ext er n al En vir o n m en t
 En t r ep r en eu r ial Visio n

SCHEDULE 11 TECHNICAL STREAM CAREER PATH
INTRODUCTION TO THE TECHNICAL STREAM CAREER PATH FRAMEWORK

Final Combined Restructuring Committee endorsement - 18 November 2004
Th is En er g ex Tech n ical St r eam Car eer Pat h is b ased o n t h e Tr an sm issio n an d Su p p ly
Tech n ical St r eam Car eer Pat h Fr am ew o r k d at ed 22 Ju ly 1994 w h ich h as b een en d o r sed
b y In d u st r y Man ag em en t an d Un io n s.
cr eat e f u r t h er car eer o p p o r t u n it ies f o r em p lo yees in t h e Qu een slan d Elect r ici t y
Un d er Aw ar d Rest r u ct u r in g , QESI Tr an sm issio n an d Su p p ly em p lo yees ar e classif ied u n d er
o n e o f t h r ee st r eam s:
 Ad m in ist r at ive - cler ical an d ad m in ist r at iv e
 Tech n ical - p o w er w o r ker s an d t ech n ical em p lo yees
 Man ag er ial & Pr o f essio n al - d eg r ee q u alif icat io n o r eq u iv alen t
In 1993 t h e In d u st r y Aw ar d at t h at t im e r eq u ir ed t h at p r io r t o t r an slat io n , each En t er p r ise
Classif icat io n St r u ct u r e f o r t h e st r eam w o u ld b e im p lem en t ed . To en su r e a co -
o r d in at ed ap p r o ach w it h in Tr an sm issio n & Su p p ly w it h eq u it ab le p ay o u t co m es, an
t o f acilit at e d evelo p m en t an d im p lem en t at io n o f En t er p r ise Car e er Pat h s. Th is
co m m it t ee, co m p r isin g m an ag em en t an d u n io n n o m in ees d evelo p ed a Car eer Pat h
Fr am ew o r k f o r Tr an sm issio n & Su p p ly . Ty p ical t ech n ical jo b s w er e select ed f r o m each
En t er p r ise f o r co m p ar iso n acr o ss t h e In d u st r y. In f o r m at io n w as co llat ed t o d escr i b e
cu r r en t w o r k p r act ices an d also id en t if y o p p o r t u n it ies f o r b r o ad -b an d in g an d m u lt i-
skillin g . Th is in f o r m at io n also id en t if ied sit u at io n s w h er e r eq u ir ed kn o w led g e an d
skills an d su b seq u en t w o r k valu e w er e n o t r ef lect ed in p r esen t p ay p r act ices.
A n u m b er o f t y p ical Car eer Pat h s h av e b een w r it t en w h ich en co m p ass m o st em p lo yees
likely t o b e co ver ed b y t h e Tech n ical St r eam , an d t h ese ar e in clu d ed in t h e at t ach ed
d o cu m en t .
In d evelo p in g t h e Car eer Pat h s, Jo in t Wo r kp lace Co n su lt at ive Co m m it t ees (JWCCs) w er e
est ab lish ed in each En t er p r ise an d u sed t h e In d u st r y Tech n ical St r eam Fr am ew o r k as
t h e f o u n d at io n f o r t h e d evelo p m en t o f En t er p r ise Car eer Pat h s. It w as exp ect ed t h at
En t er p r ises w o u ld ad d sp ecif ic r eq u ir em en t s t o t h e Fr am ew o r k t o su it lo cal co n d it io n s
w h ilst n o t d ep ar t in g f r o m t h e sp ir it o f t h e d o cu m en t . Th is w o u ld en su r e t h at
eq u it ab le p ay o u t co m es exist acr o ss En t er p r ises f o r jo b s o f eq u ivalen t v alu e. Th e
Car eer Pat h s in t h e at t ach ed d o cu m en t s r ef lect ed t h e ag r eed En er g ex o u t co m es.
Fin alised En t er p r ise Car eer Pat h s r eceived en d o r sem en t f r o m t h e Co m b in ed
Rest r u ct u r in g Co m m it t ee o n 18 No vem b er 1994 an d w er e su b seq u en t ly lo d g ed w it h
t h e Qu een slan d In d u st r ial Relat io n s Co m m issio n as a Sch ed u le t o t h e t h en Aw ar d .
Car eer Pat h s id en t if y t h e r an g e o f o p p o r t u n it i es f o r skills d evelo p m en t an d o p p o r t u n it ies
t o access h ig h er r at es o f p ay . Ben ef it s f r o m Aw ar d Rest r u ct u r in g lar g ely d ep en d o n
ef f icien t w o r kf o r ce u t ilisat io n . Jo b r ed esig n is f acilit at ed t h r o u g h a m o r e f lexib le
At t h is st ag e, 6 Mo d el Car eer Pat h s h av e b een p r o p o sed w it h in t h e Tech n ical St r eam :
 Power Worker: eg . t r ad es assist an t s, st o r ew o r k, lab o u r in g , p lan t /veh icle o p er at io n
an d clean in g .

 Technical Serviceperson: eg . lin ew o r k, cab le jo in t in g , cu st o m er ser v ices, in sp ect io n s,
t r ad e an d ad v an ced t r ad e t ech n ical f ield an d w o r ksh o p r o les (eg . elect r ical/elect r o n ic,
m ech an ical, f ab r icat io n /veh icle b u ild in g o r b u ild in g ser v ices).
 Electricity System Designer/Adviser: eg . layo u t /m ain s d esig n w o r k, m ar ket in g ad v ice.
 Supervisor: eg . em p lo y ees w h o se p r im ar y f u n ct io n is t h at o f t r ain er /su p er viso r /
co -o r d in at o r
 Para-professional: eg . t ech n ical r o les r eq u ir in g co m p et en cies o b t ain ed t h r o u g h
p ar ap r o f essio n al (Ad v an ced Dip lo m a o r eq u ivalen t ) q u alif icat io n s su ch as
in st allat io n an d r ep air o f t ech n ical eq u ip m en t , t ech n ical in vest ig at io n s an d d esig n .
 System Operator: eg . o p er at o r s w it h in d esig n at ed co n t r o l r o o m s w it h in
d ist r ib u t io n /t r an sm issio n , ie. En er g ex Co n t r o l. Th is Car eer Pat h co n f o r m s w it h t h e
car eer p at h d evelo p ed f o r Syst em Op er at o r s in t h e Pr o d u ct io n St r eam an d b y
ag r eem en t b et w een t h e In d u st r ial Par t ies h as b een in clu d ed in t h e Tech n ical
St r eam En t er p r ises' Car eer Pat h s d o cu m en t .
En t er p r ise Car eer Pat h s m u st also su p p o r t t h e im p o r t an t o b ject ives o f m ain t ain in g p ay
eq u it y in t er m s o f w o r k valu e an d en su r in g eq u al em p lo ym en t o p p o r t u n it ies. Gr ad e
skills acq u isit io n t o p r eser ve p ay e q u it y w it h r elat ive w o r k valu e. Th ese b o u n d ar ies
ALTERATIONS TO CAREER PATHS
Wh er e jo b r ed esig n id en t if ies t h e n eed f o r ad d it io n al g r ad e(s) in a car eer p at h o r w h er e
p at h w ill b e am en d ed b y ag r eem en t b et w een t h e In d u st r i al Par t ies.
Technical Stream – Career Governance Process (Parity)
Th e p ar t ies h ave d ev elo p ed , t h r o u g h an ag r eed p r o cess, a Car eer Go ver n an ce Pr o cess f o r
sp ecif ic id en t if ied su b -st r eam s o f t h e Tech n ical St r eam . Th is p r o cess h as b een
d evelo p ed t o en ab le t h e ap p licat io n o f t h e Tech n ical St r eam Car eer Pat h set o u t in
t h is Ag r eem en t . Th ese ap p licat io n ar r an g em en t s ar e r ef er r ed t o as Skills/Co m p et en cy
Mat r ixes an d set o u t salar y/t r ain in g p r o g r essio n ar r an g em en t s r elat in g t o t h e sp ecif ic
su b -st r eam s. Th ese m at r ices ar e h eld sep ar at ely an d ar e su b ject t o ad d it io n / d elet io n
an d o r ch an g e in acco r d an ce w it h t h e ag r eed ar r an g em en t s.
STEPS TO TRANSLATION AND PROGRESSION
Wh en em p lo yees t r an slat ed t o t h e t h en n ew Aw ar d (Elect r icit y , Gen er at io n , Tr an sm issio n
& Su p p ly Aw ar d St at e) in 1995, t h e f o llo w in g p r o cess w as u sed in t h is r eg ar d :
Car eer Pat h Do cu m en t . Ho w ever , em p lo y ees w h o h av e an exp ect at io n o f n o r m al
exp ect at io n s ar e r ealised . Fo r em p lo yees w h o w ill b e t r an slat in g , o r ch o o se t o
 Determine appropriate Career Stream and Career Path: Th e Jo b Pr o f ile, as ag r eed
b et w een t h e em p lo yer an d em p lo yee p r o v id es a d escr ip t io n o f t h e r esp o n sib ilit ies
an d d u t ies o f a p o sit io n an d t h e kn o w led g e, skil ls an d ab ilit ies r eq u ir ed /u sed b y an
in d ivid u al t o co m p et en t ly p er f o r m t h e jo b . Th e Jo b Pr o f ile can b e co m p ar ed w it h
En t er p r ise Car eer Pat h in f o r m at io n t o d et er m in e t h e m o st ap p r o p r iat e St r eam f o r
t h e p o sit io n . Th e Car eer Pat h w it h in t h e St r eam t h at t h e p o sit io n m o st clo sely
alig n s w it h in r elat io n t o w o r k r o le an d t asks u n d er t aken w o u ld b e select ed f o r t h e
p o sit io n .

 Translate to equivalent or next highest Salary Point on the new Award: Th e r at es in t h e
salar y scale in co r p o r at e p r e -exist in g salar y co m p o n en t s w h ich in d iv id u als m ay n o w b e
r eceivin g . Th ese co m p o n en t s m ay b e an Aw ar d salar y level, an in d u st r y p aym en t o r a
t r ad esp er so n 's allo w an ce.
 Check position is in the correct Grade: It m ay b e n ecessar y t o ev alu at e w h et h er t h e
p o sit io n h as d ir ect ly t r an slat e d in t o t h e co r r ect g r ad e/lev el w it h in t h e Car eer Pat h an d
ad ju st w h er e ap p r o p r iat e. Th is st ep m ay t ake eit h er o r b o t h o f t h e f o llo w in g f o r m s:
i. Pr im ar y ev alu at io n m et h o d : t h e Jo b Pr o f ile f o r t h e p o sit io n w ill b e
co m p ar ed ag ain st t h e Gr ad e d escr ip t o r s f o r t h e ap p r o p r iat e Car eer Pat h
an d m at ch ed ag ain st t h em t o accu r at ely p lace t h e p o sit io n . At t h e lo w er
levels o f t h e n ew Aw ar d , Gr ad e Descr ip t o r s t h em selv es sh o u ld p r o vid e
ad eq u at e d ist in ct io n t o en ab le a m at ch . Th is is d u e t o t h e sp ecif ic, clear ly
d ef in ed t asks an d co m p et en cies w h ich exist at t h ese levels an d w h er e
r esu lt s an d r esp o n sib ilit ies ar e d ef in ed lar g ely in t er m s o f t asks u n d er t aken .
ii. Seco n d ar y evalu at io n m et h o d : a jo b evalu at io n m et h o d o lo g y m ay b e u sed
w h er e jo b s ar e m o r e d if f icu lt t o d ef in e. Th is m ay o ccu r w h er e it b eco m es
h ar d er t o r ely o n g en er ic d escr ip t io n s an d /o r co m p et en cies (w h er e
av ailab le) t o size t h e v alu e o f a jo b an d a su p p lem en t ar y m et h o d su ch as a
p o in t s m et h o d is m o r e r eliab le. Po in t s m et h o d s, h o w ev er , sh all n o t b e u sed
t o d ef in e jo b v alu e o r salar y p o in t s w it h in t h e g r ad e.
iii. Fo llo w in g t r an slat io n /im p lem en t at io n o f t h e r elev an t En er g ex car eer p at h ,
em p lo yees sh all h av e a 3 m o n t h p er io d d u r in g w h ich t h ey m ay m ake
ap p licat io n f o r Jo b r e -evalu at io n t o d et er m in e t h e ap p r o p r iat en ess o f t h eir
t r an slat ed g r ad e co m p ar ed t o t h e Car eer Pat h Gr ad e Descr ip t o r s.
Ap p licat io n s, o n t h e ap p r o p r iat e f o r m , sh all b e su b m it t ed via t h e
em p lo yee's su p er v iso r , w h o sh all n o r m ally w it h in 2 w eeks o f r eceip t o f t h e
f o r m , ag r ee o r r eject t h e ap p licat io n an d n o t if y t h e em p lo yee acco r d in g ly .
All t h e ag r eed ap p licat io n s w ill t h en b e evalu at ed an d all su ccessf u l
ap p licat io n s w ill h ave as t h eir o p er at ive d at e f o r an y salar y in cr ease, t h e
d at e o f t h eir ap p licat io n , if t h e su p er v iso r r eject s t h e ap p licat io n , u n d u ly
d elays co n sid er at io n o f t h e ap p licat io n o r t h e evalu at io n is u n su ccessf u l t h e
em p lo yee m ay h ave r eco u r se t o t h e Aw ar d g r iev an ce p r o ced u r es. Af t er t h e
co n clu sio n o f t h e 3 m o n t h p er io d n o r m al En er g ex ar r an g em en t s in r elat io n
t o p o sit io n evalu at io n /g r ad in g w ill ap p ly .
No t e: Wh er e a p o sit io n is g r ad ed lo w er t h an t h e lev el t o w h ich t h e em p lo yee h as
t r an slat ed , t h e ap p licat io n o f t h is st ep (st ep 3) is su b ject t o t h e p r o visio n s o f t h e
Backf illin g (Tr ain in g ) Ag r eem en t .
p r o ced u r e an d Pr o g r essio n ar r an g em en t s w ill also co n t in u e t o h ave ap p licat io n as
p ar t o f t h e o n g o in g Aw ar d Rest r u ct u r in g ar r an g em en t s:
Recognition of Prior Learning procedure:
RPL is a p r o cess f o r r eco g n isin g cu r r en t skills an d kn o w led g e, w h ich m ay h ave b een
acq u ir ed t h r o u g h f o r m al o r in f o r m al t r ain in g (in in d u st r y an d /o r ed u cat io n ), w o r k
exp er ien ce an d /o r lif e exp er ien ce, an d w h ich can b e assessed ag ain st est ab lish ed an d
f o r m alised lear n in g o u t co m es. RPL sh all o n ly b e g r an t ed f o r p r o g r essio n p u r p o ses in
cases w h er e t h e skills an d kn o w led g e claim ed ar e r eq u ir ed b y t h e em p lo y er an d
r eq u ir ed b y t h e in d ivid u al t o p er f o r m t h e d u t ies an d r esp o n sib ilit ies o f t h ei r jo b .

o f t h e in d iv id u al's skills an d kn o w led g e in d ir ect co m p ar iso n w it h t he jo b
Progression:
An y salar y p r o g r essio n b eyo n d t r an slat io n w ill r eq u ir e o n e o f t h e f o llo w in g :
 g ain in g n ew skills in acco r d an ce w it h an Ap p r o ved Tr ain in g Plan
 r eclassif icat io n t o a h ig h er g r ad e
 ap p o in t m en t to an ad v er t ised p o sit io n w it h a h ig h er Ag r eem en t
classif icat io n .
 Reco g n it io n o f Pr io r Lear n in g o n t h e b asis o f t h e d em o n st r at io n o f skills
acq u ir ed an d r eq u ir ed t o b e u sed w it h in t h e g r ad e.
If an y em p lo y ee b eliev es t h at t h e ad d it io n al skills acq u ir ed an d r eq u ir ed t o b e u sed in
t h eir p o sit io n h as exp an d ed t h e "Jo b " b eyo n d t h at ap p r o p r iat e t o t h eir cu r r en t
g r ad in g t h e em p lo y ee m ay r eq u est an ev alu at io n o f t h e p o sit io n t o d et er m in e t h e
ap p r o p r iat en ess o f t h e g r ad in g , in acco r d an ce w it h t h e n o r m al En er g ex p r o ced u r es
f o r Jo b ev alu at io n .
Training Outcomes
No t all t r ain in g w ill q u alif y f o r p ay p r o g r essio n p u r p o se s. Su b ject t o t h e p r o v isio n s o f t h e
Back f illin g (Tr ain in g ) Ag r eem en t , t h e f o llo w in g r an g e o f t r ain in g t y p es is en v isag ed :
1. Training for future performance (Career Development): Em p lo yees m ay u n d er t ake t r ain in g
f o r t h eir p er so n al d ev elo p m en t , an d t o b et t er p o sit io n t h em selv es f o r f u t u r e car eer
o p p o r t u n it ies. Fo r exam p le, an em p lo yee w o r kin g as an Elect r ical Fit t er /Mech an ic m ay
st u d y f o r an Ad van ced Dip lo m a in Elect r ical En g in eer in g an d u lt im at ely m o ve in t o a
t ech n ical d esig n r o le. Su ch vo lu n t ar y t r ain in g m ay r eceive su p p o r t f o r in st an ce in t h e
f o r m o f st u d y assist an ce, su b ject t o m an ag em en t ap p r o v al, an d t h is t r ain in g m ay n o t
r esu lt in im m ed iat e p ay p r o g r essio n .
2. Training to maintain current competencies: Em p lo yees m ay b e r eq u ir ed t o u n d er t ake
t r ain in g t o keep t h eir skill levels cu r r en t w it h t ech n o lo g y , w o r k p r act ices an d saf et y
n eed s; eg . n ew so f t w ar e r eleases, an n u al r esu scit at io n t r ain in g . Th is t r ain in g m ay n o t
r esu lt in p ay p r o g r essio n .
3. Training to meet requirements of current pay level: Wh er e an em p lo yee co u ld r easo n ab ly
b e exp ect ed t o u n d er t ake sp ecif ic t asks as p ar t o f t h e jo b /salar y p o in t an d is u n ab le t o
d o so , t r ain in g m ay b e n ecessar y t o b r in g t h e em p lo yee's skill levels u p t o t h e
st an d ar d n o r m ally r eq u ir ed o f t h e p o sit io n /salar y p o in t . Wh er e an em p lo yee h as
p r o g r essed t o t h e m axim u m Salar y Po in t o f t h e Car eer Pat h g r ad e an d r eq u ir es
f u r t h er t r ain in g w h ich is n o t asso ciat ed w it h ch an g es t o jo b d esig n su f f icien t t o
w ar r an t r eclassif icat io n o f t h e jo b t o a h ig h er g r ad e, t r ain in g m ay n o t r esu l t in p ay
p r o g r essio n .
4. Training to extend competency to meet expanded job requirements: Wh er e jo b r ed esig n h as
o ccu r r ed in acco r d an ce w it h En t er p r ise Car eer Pat h s an d Jo b Pr o f ile Req u ir em en t s,
Ap p r o ved Tr ain in g Plan s m ay b e d evelo p ed t o p r o v id e t r ain in g lead in g t o
n ew /ad van ced co m p et en cies an d su b seq u en t p ay p r o g r essio n .
progression is available through skills development. The mutual needs of the Industry and its

as t h e em p lo yee's "Su p er viso r " f o r t h is p u r p o se. Wh er e ag r eem en t can n o t b e r each ed ,
t h e Pr o b lem So lvin g & Disp u t e Reso lu t io n Pr o cess is av ailab le t o b e u sed .
Su b ject t o t h e p r o v isio n s o f t h e Tr ain in g Ou t co m es ab o ve, f o llo w in g t r an slat io n o r
ap p o in t m en t t o a p o sit io n , an y em p lo yee w h o is p r o v id ed w it h an Ap p r o ved Tr ain in g
Plan sh all b e p aid acco r d in g ly f o r t h e ad d it io n al skills acq u ir ed an d r eq u ir ed t o b e
u sed in t h eir p o sit io n .
Training Modules
On e t r ain in g m o d u le o r eq u iv alen t sh all b e r eq u ir ed f o r each p r o g r essio n st ep w it h in a
Gr ad e e.g . t o p r o g r ess f r o m 5.1 t o 5.2 w ill r eq u i r e 40 h o u r s o f t r ain in g o r eq u ivalen t
w h ich co n st it u t es o n e m o d u le.
En er g ex sh all co n su lt r elevan t af f ect ed st af f w it h in En er g ex w h en d evelo p in g m o d u le
co n t en t an d accr ed it at io n .
Th e Car eer Pat h Fr am ew o r k is b ased o n t h e f o llo w in g t r ain in g g u id elin es:
1. Ap p r o ved Tr ain in g Plan s o n ly en ab le p r o g r essio n w it h in t h e lim it s im p o sed b y t h e
Ag r eem en t Classif icat io n an d t h e Car eer Pat h g r ad e o f t h e jo b (i.e. jo b size)
2. If a jo b ch an g es o ver t im e t o t h e ext en t t h at it s t o t al v alu e/size w ar r an t s r e -
assessm en t , t h en jo b evalu at io n m et h o d s w o u ld b e r eq u ir ed t o d et er m in e w h et h er
3. Tr ain in g in clu d ed in Ap p r o ved Tr ain in g Plan s sh o u ld r esu lt in ch an g es/r ed esig n o f t h e
jo b /w o r k p er f o r m ed .
4. Wh er e ap p r o p r iat e, m o d u lar lear n in g o u t co m es sh o u ld m eet n at io n al accr ed it at io n
st an d ar d s.
5. All Tech n ical St r eam Em p lo yees sh all b e p r o v id ed w it h t h e o p p o r t u n it y t o p ar t icip at e
in a r ev iew o f t h e skills an d co m p et en cies r eq u ir ed in t h eir Jo b w it h t h eir su p er viso r
o n at least an an n u al b asis. Th is sh o u ld in clu d e an ap p r o p r iat e Ap p r o ved Tr ain in g Plan
w h er e o p p o r t u n it y exist s f o r ad d it io n al skills/co m p et en cies t o b e acq u ir ed an d
r eq u ir ed t o b e u sed in t h e Jo b .
Selection Criteria
Wh er e an exist in g em p lo yee h as p r ev io u sly act e d in a p o sit io n f o r a m in im u m o f 8 w eeks
an d , t h at p r io r t o r est r u ct u r in g t h e p o sit io n d id n o t r eq u ir e an Ad van ced Dip lo m a,
t h at em p lo y ee sh all f o r t h e p u r p o ses o f t h is d o cu m en t b e d eem ed t o h av e t h e "o r
eq u ivalen t q u alif icat io n s" an d sh all t h er ef o r e b e el ig ib le t o ap p ly f o r t h at p o sit io n
sh o u ld it b eco m e av ailab le an d n o t b e r u led o u t o f co n t en t io n f o r t h at p o sit io n o n
t h e g r o u n d s o f q u alif icat io n s.
Wh en an em p lo y ee ap p lies f o r a p o sit io n it sh all b e clear ly st at ed in t h e Po sit io n Vacan cy
Cir cu lar /Jo b Ad v er t isem en t , t h e m in im u m st ar t in g salar y f o r t h e p o sit io n an d t h e
m axim u m salar y . At t h e Jo b in t er view (so t h er e can b e n o f alse exp ect at io n s) t h e
ap p lican t sh all be in f o r m ed o f an y ad d it io n al p aym en t above t h e st ar t in g m in im u m
salar y t h at w ill b e m ad e t o co m p en sat e f o r skills t h e ap p lican t b r in g s t o t h e p o sit io n ,
an d if t h er e is an y sco p e f o r f u r t h er ad v an cem en t w it h in t h e g r ad e o f t h e p o sit io n , t o
t h e ext en t t h at t h is is kn o w n at t h at t im e.

CAREER PATH TITLE
Career Path Grade
GRADE 1 GRADE 2 GRADE 3 GRADE 4 GRADE 5 GRADE 6

Salary Points
ENTRY REQUIREMENTS:
An exp lan at io n o f h o w en t r y in t o t h is Gr ad e is ach iev ed . Th is m ay b e, f o r exam p le,
t h r o u g h ap p o in t m en t t o a vacan t p o sit io n o r p r o g r essio n in t o t h e Gr ad e via an
Ap p r o ved Tr ain in g Plan .
Wh er e an in cr ease in w o r k/jo b v alu e is id en t if ied an d r eclassif icat io n o f an exist in g
o ccu p ied p o sit io n (s) is ap p r o ved , t h en select io n m ay b e m ad e f r o m elig ib le em p lo yees
w it h in a w o r k g r o u p o r w o r k lo cat io n f o r p r o g r essio n t h r o u g h an A p p r o v ed Tr ain in g
Plan t o t h e h ig h er classif icat io n .
St at em en t s in italics ar e ext r act s f r o m t h e r elev an t sect io n o f t h e Ag r eem en t .
exp ect ed t o u n d er t ake o t h er t asks in lin e w it h t h e em p lo yee's t r ain in g , exp er ien ce
t r ain in g , o r eq u iv alen t , t h at w o u ld b e r eq u ir ed f o r en t r y in t o t h is Gr ad e. Wh er e an
exist in g p o sit io n is r e -ev alu at ed , t h e in cu m b en t w o u ld b e d eem ed t o h ave t h e
n u m b er o f m o d u les r eq u ir ed f o r en t r y t o t h e g r ad e.
TRAINING PLAN:
t h eir su p er v iso r m ig h t select , in d evelo p in g an Ap p r o v ed Tr ain in g Plan f o r p r o g r essio n
w it h in t h is Gr ad e. Select io n o f m o d u les w ill b e m ad e w h er e t h e ad d it io n an d
d evelo p m en t o f a skill w ill b e ap p lied in t h e jo b an d w ill lead t o ch an g es in t asks

TECHNICAL STREAM CAREER PATHS
Career Path
Salar y Tr ain in g Po w er Elect r icit y

Tech n ical Par a- Syst em
P Req u ir em Wo Syst em
Ser v icep er Su p er v iso r Pr o f essi Op er
oi en t s r ke Desig n /Ad v
so n o n al at o r
nt (Mo d u les) r iser
16.5
16.4
16.3
16.2
16.1
16.0
15.5
15.4
15.3
15.2
15.1
15.0
14.3
14.2 5
14.1
14.0
13.3
13.2 5 4
13.1
13.0
12.5
12.4 4 4 3
12.3

12.2
12.1
12.0
11.5
11.4
11.3 3 3 2
11.2
11.1
11.0
10.3 8M 1
10.2
10.1
10.0 Syst em
2 2 Op er
at o r
9.3 7M (Tr ain in g )
9.2 5 3
9.1
9.0
8.2
8.1 3M
8.0 4 2
7.2
1
7.1 3M
7.0 1
6.2
3
6.1 3M
6.0 1
5.2 5 2

5.1 3M
5.0
4.2
4 1
4.1 3M
4.0 Trainee
3.7 Certificate
3.6
3.5
3.4 8M 3
3.3
3.2
3.1
3.0
2.7
2.6
2.5
2.4 8M Vocational Trainee

2
2.3 Trainee Para-
Professi
onal
2.2
2.1
2.0
1.7
1.6
1.5
1
1.4 8M
1.3
1.2

1.1
1.0
0.0

TECHNICAL STREAM
POWER WORKER

AGREEMENT LEVEL GRADE
POWER WORKER GRADE 5 Wo r k u n d er g en er al

LEVEL 5 su p er v isio n . Pr o v id e
Salary Points 5.0-5.2 g u id an ce an d assist an ce
r elev an t t o skills.
POWER WORKER GRADE 4 Per f o r m w o r k u n d er g en er al

LEVEL 4 su p er v isio n . Ho ld an d u se
Salary Points 4.0-4.2 so m e p lan t licen ces. On -
t h e-jo b t r ain in g t o o t h er s
an d su p er vise w o r k.
POWER WORKER GRADE 3 Per f o r m sp ecif ic su p p o r t

LEVEL 3 f u n ct io n . May h o ld an d
Salary Points 3.0-3.7 u se v ar io u s p lan t
licen ces. Wo r k f rom
co m p lex in st r u ct io n s an d
p r o ced u r es u n d er
g en er al su p er v isio n .
POWER WORKER GRADE 2 Per f o r m m an u al f u n ct io n al

LEVEL 2 su p p o r t d u t ies su ch as
Salary Points 2.0-2.7 co m p et en t assist an t an d
w ork u n d er r o u t in e
su p er v isio n .
POWER WORKER GRADE 1 (b) Per f o r m r o u t in e,

LEVEL 1(b) p r ed ict ab le, r ep et it ive
Salary Points 1.0-1.7 an d p r o ced u r alised t asks
o f a m an u al n at u r e u n d er
d ir ect su p er visio n .
POWER WORKER GRADE 1 (a) Un d er t ake st r u ct u r ed

LEVEL 1(a) in d u ct io n t r ain in g w it h in
Salary Point 0.0 3 m ont hs of
ap p o in t m en t

POWER WORKER
Grade 1 (a)
GRADE 1 (a)
GRADE 1 (b ) GRADE 2 GRADE 3 GRADE 4 GRADE 5
Salary Points
0.0
ENTRY REQUIREMENTS:
ENTRY LEVEL. Ap p o in t m en t w ill b e su b ject t o availab ilit y o f p o sit io n s in t h e En t er p r ise
an d select io n p r o ced u r es.
A Power Worker Level 1(a) shall mean an employee not elsewhere defined, who is undertaking
structured training so as to enable the employee to perform duties associated with a Power Worker
Level 1(b). An employee at this level works under direct supervision, and performs routine duties
essentially of a manual nature.
Th e st r u ct u r ed t r ain in g f o r an em p lo y ee m ay co n sist o f o n -t h e-jo b an d o f f -t h e-jo b
t r ain in g . Dep en d in g o n t h e t yp e o f w o r k t o b e u n d er t aken , t h e em p lo yee m ay n eed
t h e ab ilit y t o w o r k at h eig h t s an d in co n f in ed sp aces, h ave m an u al d ext er it y an d
m ech an ical ap t it u d e. Th e em p lo yee is exp ect ed t o b e ab le t o w o r k as a m em b er o f a
t eam .
Gr ad e 10 level o f ed u cat io n o r eq u iv alen t .
TRAINING PLAN:
Th e em p lo yee sh all u n d er t ake en t er p r ise sp ecif ic in d u ct io n t r ain in g . Such structured training
shall be completed within 3 months of appointment to this level, as r eq u ir ed , w h ich m ay in clu d e:
 Div isio n , Gr o u p , Dep ar t m en t an d Team in d u ct io n t r ain in g
 Co r p o r at e in d u ct io n p r o g r am m e
 In t r o d u ct io n t o Wo r kp lace Healt h an d Saf et y r eq u ir em en t s
 Em er g en cy p r o ced u r es
 Per so n al p r o t ect ive eq u ip m en t issu e an d u se
 Man u al h an d lin g
 Veh icle f am iliar isat io n /ch ecks
 Ad m in ist r at io n eg . Tim esh eet s; Co n d it io n s o f w o r k

POWER WORKER
Grade 1 (b)
GRADE 1 (b)
GRADE 1 (a) Salary Points GRADE 2 GRADE 3 GRADE 4 GRADE 5
1.0 – 1.7
ENTRY REQUIREMENTS:
Ag r eem en t p r o v id es f o r p r o g r essio n f r o m Gr ad e 1(a) t o Gr ad e 1(b ) t h r o u g h ap p r o ved
t r ain in g , w it h o u t u n d er t akin g select io n p r o ced u r es.
An employee at this level possesses competencies which enables the employee to: perform routine,
predictable, repetitive and proceduralised tasks of a manual nature under direct supervision. Exercise
minimal judgement and understand basic quality control/assurance procedures. Understand and
utilise basic literacy and numeracy skills; commensurate with the employee's training, experience and
responsibilities.
Th e em p lo yee at t h is level m u st b e co m p et en t in t h e u se o f ap p r o p r iat e h an d t o o ls an d
b asic lo ad sh if t in g eq u ip m en t r elev an t t o t h e w o r k u n d er t aken . An em p lo yee at t h is
level m ay w o r k in o n e o f a r an g e o f w o r k r o les, in clu d in g lab o u r in g , st o r es, clean in g
an d assist in g t r ad esp er so n s, co m m en su r at e w it h t h e em p lo y ee's t r ain in g , exp er ien ce
an d r esp o n sib ilit ies. Th e em p lo y ee m ay b e u n d er t akin g st r u ct u r ed t r ain in g t o en ab le
t h e em p lo yee t o o p er at e as a Po w er w o r ker Gr ad e 2 an d su ch t r ain in g m ay in clu d e
t r ain in g f o r sp ecialisat io n w it h in o n e ar ea o f o p er at io n o r a m ix o f co m p et en cies
w h ich m ay b e u sed acr o ss sever al ar eas.
* Gr ad e 10 level o f ed u cat io n o r eq u iv alen t p lu s en t er p r ise sp ecif ic in d u ct io n t r ain in g .
TRAINING PLAN:
* Fir st aid t ech n iq u es * Co m m u n icat e o r ally
* Rig g in g In t r o d u ct io n EPC 152 (1m ) * Co m m u n icat e in w r it in g
* Ch ain saw o p er at io n * Read an d co m p r eh en d t ext s
* Ro ad w ay w ar n in g sig n s * Pr o v id e cu st o m er ser vice
* Cab le an d co n d u ct o r id en t if icat io n * Rep o r t w o r kp lace h azar d s
* Tr ee t r im m in g * Ap p ly p r in cip les o f OH&S in t h e

w ork
* Wo r k p r act ices for cr an es, h o ist s an d en vir o n m en t

w in ch es
* Mo b ile p lan t saf et y * Co m p ly w it h q u alit y sy st em s an d
p r act ices

* Po le in sp ect io n A, B, C * Ap p ly q u alit y sy st em s t o w o r k
* Saf et y in d u ct io n f o r t r ad es assist an t s * Ap p ly q u alit y p r o ced u r es
* Lad d er s, h au lin g lin es an d p o le p lat f o r m s * Co m p ly w it h ENERGEX

En vir o n m en t al Po licy
* Po w er w in ch u sag e * Op er at e m ach in e
* Wo o d p o le t r eat m en t - o p er at e p allet w r ap p in g m ach in e
* Tr ee g r o w t h r eg u lat o r - o p er at e h eat sh r in kin g m ach in e
* Rest r ict ed sh o t f ir er * Op er at e h an d an d p o w er t o o ls
* Basic Co m p u t er Lit er acy - u se elect r ic t o o ls

Basic co m p u t er lit er acy
* Basic keyb o ar d skills - u se h an d t o o ls
* Co n st r u ct io n sit e in d u ct io n * Op er at e a co m p u t er t er m in al f o r
r o u t in e t asks
* Hazar d Man ag em en t - o p er at e r elev an t su b syst em s

Hazar d m an ag em en t
* "C" class licen ce * Use w ar eh o u se t ech n iq u es e.g .
r eceip t in g , st o r in g ,
* Rescu e f r o m an EPV d esp at ch in g , secu r it y
* Use an d car e o f lif t in g eq u ip m en t EPC 18

(1m )
* Wo r kp lace co m m u n icat io n NCS 02

POWER WORKER
Grade 2
GRADE 2
GRADE 1(a)
GRADE 1(b ) Salary Point GRADE 3 GRADE 4 GRADE 5
2.0 – 2.7
ENTRY REQUIREMENTS:
Ag r eem en t p r o vid es f o r p r o g r essio n f r o m Grade 1(b) to Grade 2, Salary Point 2.0, through
approved training, within 3 years of initial appointment w it h o u t u n d er t akin g select io n
p r o ced u r es.
An employee at t h is lev el p o ssesses co m p et en cies w h ich en ab les t h e employee t o : perform
manual functional support duties within the enterprise and perform work such as competent assistant.
The employee will be responsible for the quality of the employee's own work, and work under routine
supervision either individually or in a team environment. Exercise discretion within the employee's

level of skills and training; commensurate with the employee's training, experience and
responsibilities.
An em p lo yee at t h is level m u st b e co m p et en t w it h ap p r o p r iat e h an d t o o ls an d t h e saf e
h an d lin g o f eq u ip m en t an d ch em icals, saf e o p er at io n o f m o b ile an d o t h er eq u ip m en t ,
lo ad sh if t in g eq u ip m en t , veh icles, t h e o p er at io n o f m ach in er y o r b e u n d er t akin g
t r ain in g f o r cer t if icat io n as a scaf f o ld er , d o g m an , cr an e o r h o ist o p er at o r , p r essu r e
eq u ip m en t o p er at o r , lo ad sh if t in g eq u ip m en t o p er at o r o r w eld er . Th e co m p et en cies
r eq u ir ed t o p er f o r m t h e t asks m ay in clu d e t h o se w h ich o f f er sp ecialisat io n in a
sp ecif ic ar ea o r a m ix w h ich w ill o f f er b r o ad co m p et en cies w h ich m ay b e u sed in
sever al f ield s. Th e em p lo yee m ay b e exp e ct ed t o w o r k w it h in a t eam en vir o n m en t
u n d er g en er al g u id an ce an d w it h so m e au t o n o m y . Th e em p lo yee m ay assist
t r ad esp er so n s, p er f o r m st o r es f u n ct io n s, f ield f u n ct io n s, w o r ksh o p f u n ct io n s an d
h ave b asic keyb o ar d skills, o r u n d er t ake civil w o r k. Th e em p lo y ee m u st h ave an
u n d er st an d in g o f q u alit y t ech n iq u es. Du t ies w ill b e u n d er t aken w h ich ar e
co m m en su r at e w it h t h e em p lo yee's t r ain in g , exp er ien ce an d r esp o n sib ilit ies.
 Gr ad e 10 lev el o f ed u cat io n o r eq u iv alen t p lu s 8 modules o f r elevan t t r ain in g , o r
eq u ivalen t
TRAINING PLAN:
 Weld in g an d Th er m al Cu t t in g NBB09  Qu alit y Co n cep t s NBB05 (1/2m )

(lm )
 Co m p u t in g in En g in eer in g NBB04
 Gr ap h ics Co m m u n icat io n NCS08 (1m )
 Map r ead in g  Fo r klif t - Saf et y & Op er at io n
EPC88 (1m )
 St o r es t ech n iq u es
 Elect r ical Fu n d am en t als NBB08
 Fell/r eco ver a p o le
(1m )
 Fit cr o ss-ar m s t o a p o le
 Eq u ip m en t Main t en an ce EPC71
 Use o f p o r t ab le g en er at o r s (1/2m )
 Po le saf et y  To o l Sh ar p en in g - Of f Han d
NNM19 (1/2h m )
 Syst em s an d syst em vo lt ag es
 Pen d an t Over h ead Cr an e EPC83
 Basic elect r ical p r in cip les
(1m )
 Cab le an d co n d u ct o r cu r r en t r at in g
 Scaf f o ld in g (Lim it ed Heig h t )
Met h o d s o f lin e clear in g an d r eg r o w t h
EPC15 (1m )
co n t r o l
 Co m m u n icat io n & IR NBB01 (1m )
 Er ect p o les w it h m o b ile cr an e/"A"
f r am e  En g in eer in g Calcu lat io n s NNM05
(1m )
 Han d & Po w er To o ls NBB07 (1m )
 Mech an ical Co m p o n en t s NBB11
(1m )
 Lu b r icat io n EPC73 (1/2h m )

POWER WORKER
Grade 2
GRADE 2
GRADE 1(a) GRADE 1(b ) GRADE 3 GRADE 4 GRADE 5
Salary Point
2.0 – 2.7
TRAINING PLAN: (Co n t in u ed )
 Fit a t r an sf o r m er  Op er at e PC ap p licat io n s
 EPV o p er at io n  En g in eer in g Scien ce NBB13 (1m )
 Veh icle lo ad in g cr an e  Over h ead g an t r y cr an e
 Tr en ch in g an d excav at io n  Scaf f o ld in g
 Id en t if y p er so n al co n t r ib u t io n t o t eam
 Pr o cess cu st o m er en q u ir ies  Wo r k w it h o t h er s in a t eam
 Wo r k saf ely w it h in d u st r ial  Co m m u n icat e ef f ect ively at
ch em icals/m at er ials w ork
 Saf ely h an d le w ast e  Id en t if y saf et y h azar d s
 Ap p ly q u alit y t ech n iq u es t o t eam s  Saf ely h an d le m at er ials
 Co m p ly w it h ENERGEX En vir o n m en t al  Un d er st an d Qu alit y
Po licy Im p r o vem en t Pr o cess
 Id en t if y so lu t io n s  Def in e p r o b lem s
 Man ag e o w n t im e  Reso lve p r o b lem s
 Op er at e a co m p u t er t er m in al f o r r o u t in e  Op er at e lo ad sh if t in g eq u ip m en t
t asks
- o p er at e f u el f o r klif t
 Use w ar eh o u se t ech n iq u es
- o p er at e elect r ic r each t r u ck
- in sp ect in g p r o ced u r es
- o p er at e o r d er p ickin g f o r klif t
- st o ckt akin g p r o ced u r es
- o p er at e elect r ic p allet jack
Select io n o f m o d u les f o r p r o g r essio n w i t h in t h is Gr ad e m ay also in clu d e o t h er


POWER WORKER
Grade 3
GRADE 3
GRADE 1(a) GRADE 1(b ) GRADE 2 Salary Points GRADE 4 GRADE 5
3.0 – 3.7
ENTRY REQUIREMENTS:
Pr o g r essio n t o Gr ad e 3 w ill b e su b ject t o av ailab ilit y o f p o sit io n s in En er g ex. Pr o g r essio n
m ay o ccu r w it h o u t u n d er t akin g select io n p r o ced u r es.
An employee at this level possesses competencies which enable the employee to either: perform a
specific support function within the enterprise, or undertake training as a Linesperson or Jointer. Work
from complex instructions and procedures and work under general supervision. Responsible for
assuring the quality of the employee's own work. Perform work as a competent assistant and assist in
the provision of on-the-job training to a limited degree; commensurate with the employee's training,
An em p lo yee at t h is lev el m ay h ave at t ain ed v ar io u s licen ces an d /o r h ave cer t if icat io n as a
scaf f o ld er , d o g m an , f o r klif t . cr an e o r h o ist o p er at o r , p r essu r e eq u ip m en t o p er at o r ,
lo ad sh if t in g eq u ip m en t o p er at o r o r m ay b e u n d er t akin g t r ain in g lead in g t o
cer t if icat io n as a w eld er , lin esp er so n , jo in t er o r p r in t in g m ach in e o p er at o r . Th e
em p lo yee m ay exer cise ap p r o p r iat e keyb o ar d skills (w h er e r elev an t ). Th e em p lo yee
can h an d le all t o o ls r eq u ir ed an d m ay u n d er t ake lab o u r in g an d o t h er m an u al t asks in a
t eam en v ir o n m en t u n d er g en er al g u id an ce an d co n sid er ab le au t o n o m y. Th e
em p lo yee m ay b e r eq u ir ed t o m ain t ain accu r at e r eco r d in g o f su ch d et ails as st o ck
co n t r o l. Du t ies p er f o r m ed sh all b e co m m en su r at e w it h t h e em p lo yee's t r ain in g ,
exp er ien ce an d r esp o n sib ilit ies.
 Gr ad e 10 level o f ed u cat io n o r eq u iv alen t , p lu s 16 modules o f r elevan t t r ain in g , o r

eq u ivalen t .
TRAINING PLAIN:
 Req u ir em en t s f o r co n n ect in g an d o p er at in g a sin g le p h ase m o b ile g en er at o r
 Wo r ksh o p skills *  Mo vin g an d st ab ilisin g a lo ad
 In ven t o r y an d st o ck co n t r o l  Use o f r elevan t co m p u t er p ackag es

*
 Lead in g self m an ag ed w o r k t eam s  Wo r kin g ef f ect ively w it h p eo p le
*
 Sp o ken co m m u n icat io n *  Test Eq u ip m en t NNE20 (i/a M)
 Mach in in g NBB06 (1M)  Mat er ials Han d lin g NBB03 (2 M)

*
 Wo r k Team Co m m u n icat io n NCS10  Fab r icat io n Tech n iq u es NBB10 (IM)
*
 En g in eer in g Mat er ials NNMO8 (I M)  Su b st at io n s NNE47 (1 M)
*

 Cells an d Bat t er ies NNE139 (1/2 M)  En g in eer in g Dr aw in g In t er p r et at io n
* NBB12 (1M)
 Co m p r eh en sive t eam w o r k  Saf ely h an d le an d st ack m at er ial
*
 Pr o cess w r it t en in f o r m at io n  Disp o se o f w ast e
*
 Car r y out in t er act iv e w o r kp lace  In t er p r et Qu alit y Man u als
co m m u n icat io n *
 Id en t if y p er so n al co n t r ib u t io n t o en t er p r ise  Ap p ly ENERGEX syst em s
*
g o als an d o b ject ives *  Plan t o u n d er t ake a r o u t in e t ask
 Ap p ly q u alit y t ech n iq u es t o t eam act iv it ies  Plan an d o r g an ise o w n w o r k

*
POWER WORKER
Grade 4
GRADE 4
Salary Point
4.0 – 4.2
ENTRY REQUIREMENTS:
An employee at this level possesses competencies which enables the employee to: perform work under
general supervision, either individually or in a team environment. The employee would understand
and apply quality techniques. Exercise discretion within the scope of this level; commensurate with
the employee's training, experience and responsibilities.
An em p lo yee at t h is level sh o u ld h ave at t ain ed var io u s cer t if icat io n s an d so m e p lan t
licen ces an d u se t h ese in t h e p er f o r m an ce o f st o r es f u n ct io n s, m an u al t asks, f ield
w o r k, w o r ksh o p f u n ct io n s o r p r in t in g r o o m f u n ct io n s. Th e em p lo yee w ill exer cise
ap p r o p r iat e key b o ar d skills as r eq u ir ed t o p er f o r m a r elev an t t ask an d m ay b e
r eq u ir ed t o su p er v ise an d assist in o n -t h e-jo b t r ain in g t o o t h er w o r ker s in a r an g e o f
t asks w it h in t h e ar ea o f exp er t ise o f t h is em p lo yee. Th e em p lo yee m ay w o r k u n d er
b r o ad g u id an ce an d au t o n o m y an d m ay accep t r esp o n sib ilit y f o r t h e w o r k o f o t h er s
o r t eam co -o r d in at io n w h en w o r kin g in a t eam en v ir o n m en t .
 Gr ad e 10 level o f ed u cat io n o r eq u iv alen t , p lu s 24 modules o f r elev an t t r ain in g , o r
eq u ivalen t .
TRAINING PLAN:
 Team lead er sh ip
 Tim e o r g an isat io n
 Wr it in g Wo r kp lace Do cu m en t s NCS02
 Meet in g s NCS 12
 Dealin g w it h Co n f lict NCS05
Select io n of m o d u les f o r p r o g r essio n w it h in t h is Gr ad e m ay also in clu d e o t h er


POWER WORKER
Grade 5
GRADE 5
Salary Point
5.0 – 5.2
ENTRY REQUIREMENTS:
An employee at this level works above and beyond a Power Worker Level 4, and possesses
competencies w h ich enables the employee to: work under general supervision, either individually or
in a team environment and exercise discretion within the scope of this level. Provide guidance and
assistance relevant to their skills; commensurate w it h the employee's training, experience and
responsibilities.
An em p lo yee at t h is level m ay h ave an ext en sive r an g e o f p lan t /veh icle cer t if icat io n an d
licen ces an d m ay p r o v id e o n -t h e-jo b t r ain in g in r elev an t ar eas. Th e em p lo yee m ay
p r o vid e lead er sh ip t o w o r k t eam s an d m ay act as t eam le ad er w it h in a t eam
en vir o n m en t . Th e em p lo yee m ay b e r eq u ir ed t o h av e in p u t in t o t h e select io n o f
eq u ip m en t , p lan n in g f o r w o r k o r g an isat io n , ser vices, act io n s, an d ach ievin g o u t co m es
w it h in t im e co n st r ain t s. Th e em p lo y ee sh o u ld d isp lay cu st o m er r elat io n ski lls; t h e
ab ilit y t o id en t if y t r ain in g n eed s; in st r u ct io n al skills an d h ave a so u n d kn o w led g e o f
Wo r kp lace Healt h an d Saf et y issu es. Th e em p lo yee m ay p r o v id e o n -t h e-jo b t r ain in g
an d su p er v isio n t o w o r k t eam s. Du t ies u n d er t aken w o u ld b e in lin e w it h t h e
em p lo yee's t r ain in g , exp er ien ce an d r esp o n sib ilit ies.
 Gr ad e 10 level o f ed u cat io n o r eq u iv alen t p lu s 27 modules o f r elevan t t r ain in g , o r
eq u ivalen t .
TRAINING PLAN:
 Cu st o m er r elat io n skills
 In st r u ct io n skills - Gr o u p TND04 (1 M)
 Occu p at io n al Healt h an d Saf et y NBB02 (1/2M)
 Co m p u t er Aid ed Dr af t in g
 Clien t In t er act io n NCS 12
 Id en t if yin g Tr ain in g Need s TND01 (1/2 M)
 On -t h e-jo b t r ain in g
 Desk To p Pu b lish in g

TECHNICAL STREAM
TECHNICAL SERVICEPERSON

TECHNICAL EMPLOYEE GRADE 5 Hig h ly skilled sp ecialist in d ep en d en t

LEVEL 4 w o r ker in o n e o f t h e f o llo w in g :
Salary Points 9.0-9.3 p o ssesses n ecessar y t r ain in g , skills
an d exp er ien ce an d is au t h o r ised
t o in sp ect an d t est sp ecialist
in st allat io n s, in clu d in g HV h ig h r ise
b u ild in g in st allat io n s; m u lt i-skilled
o ver h ead an d u n d er g r o u n d lin e
co n st r u ct io n acco u n t ab le for
o p er at io n al u n it ; skilled -o n v ar iet y
o f co m p lex t asks an d ap p lies
m ain t en an ce st an d ar d s an d q u alit y
co n t r o l. In clu d in g m o b ile p lan t an d
m an u f act u r in g ser v ices.
TECHNICAL EMPLOYEE GRADE 4 Ext en sive r an g e o f co m p et en cies in I

LEVEL 3 o r m o r e o f :m u lt i-skilled o ver h ead
Salary Points 7.0-8.2 an d u n d er g r o u n d co n st r u ct io n an d
m ain t en an ce in clu d in g sw it ch in g ,
in sp ect io n s an d r o u t in e d esig n ;
Live lin e, in clu d in g Glo ve an d
Bar r ier ; 110/132kV cab le jo in t in g
an d t er m in at in g ; au t h o r ised t o t est
an d in sp ect co m p lex in st allat io n s;
g en er alist w o r ker o n w id e r an g e o f
co m p lex eq u ip m en t t yp es.
In clu d in g m o b ile p lan t an d
m an u f act u r in g ser v ices.
TECHNICAL EMPLOYEE GRADE 3 Hig h ly skilled w o r ker w it h

LEVEL 2 d em o n st r at ed co m p et en ce in all
Salary Points 6.0-6.2 asp ect s o f I o r m o r e o f : m u lt i -
skilled o ver h ead an d u n d er g r o u n d
co n st r u ct io n an d m ain t en an ce;
Live lin e; Jo in t in g an d t er m in at in g
cab les; Elect r ical in st allat io n s an d
m ain t en an ce in clu d in g t est in g ;
g en er alist w o r ker o n co m p lex
eq u ip m en t t yp es o r sp ecialist
w o r ker on lim it ed r an g e o f
eq u ip m en t t y p es. In clu d in g m o b ile
p lan t an d m an u f act u r in g ser v ices.

TECHNICAL EMPLOYEE GRADE 2 Skilled w o r ker w it h d em o n st r at ed
LEVEL 2 co m p et en ce in a r an g e o f asp ect s.
Salary Points 5.0-5.2 May b e m u lt i-skilled in a var iet y o f
t asks.
TECHNICAL EMPLOYEE GRADE 1 Em p lo yee h o ld s ap p r o p r iat e Tr ad e

LEVEL 1 Cer t if icat e or Cer t if icat e of
Entry Point
Salary Points 4.0- 4.2 Co m p et en cy . Per f o r m s t r ad e w o r k
o f r o u t in e, n o n -co m p lex n at u r e
u n d er g en er al su p er v isio n .
Grade 1
GRADE 1
Salary Point
4.0 – 4.2
ENTRY REQUIREMENTS:
En t r y level w it h ap p r o p r iat e cer t if icat e o f co m p et en cy o r t r ad e ce r t if icat e. Ap p o in t m en t
w ill b e su b ject t o availab ilit y o f p o sit io n s in En er g ex, an d select io n p r o ced u r es or
co m p let io n o f an Ap p r o ved Tr ain in g Plan , i.e. f r o m Po w er Wo r ker Gr ad e 3.
A Technical Employee Level 1 shall mean an employee who holds an appropriate Trade Certificate,
Tradesperson's Rights Certificate or Certificate of Competency, as defined in the Electricity Act, or
equivalent, and who is able to exercise the skills and knowledge of such certification. An employee at
this level possesses competencies which enables the employee to: perform trade work which is
generally of a routine, non-complex nature. The employee performs work under general supervision
either individually or in a team environment and understands and implements quality systems. The
employee performs work which involves the skills of the employee's trade and work which is
incidental and facilitates the completion of the employee's work; commensurate with the employee's
training, experience and responsibilities.
An em p lo yee at t h is level sh all b e a Tech n ical Ser vicep er so n , w h o h as co m p let ed t h e
t r ain in g r eq u ir ed f o r m in im u m en t r y, w h o h as co m p et en ce in o n e o f t h e f o llo w in g
ar eas:
 Over h ead lin e co n st r u ct io n an d m ain t en an ce an d b asic st r eet lig h t in g an d co n t r o l
syst em s
 Un d er g r o u n d lo w vo lt ag e p o lym er ic in st allat io n an d m ain t en an ce
 Cu st o m er ser v ice act ivit ies in clu d in g r eco n n ect s/d isco n n ect s w o r k.
 An em p lo yee at t h is level w o u ld u n d er t ake a r an g e o f t asks u sin g t r ad e an d o t h er
skills g ain ed t h r o u g h t r ad e cer t if icat io n . Th e em p lo yee w o u ld h ave g ain ed
cer t if icat io n in a b r o ad d iscip lin e su ch as: Elect r ical/Elect r o n ic, Mech an ical,
Fab r icat io n /Veh icle Bu ild in g o r Bu ild in g Ser vices. Usin g ap p r o p r iat e t r ad e skills, t h e
em p lo yee w o u ld assist t o m an u f act u r e, m o d if y, in st all, t est , r ep air , m ain t ain an d
ser v ice var io u s eq u ip m en t an d p lan t . Su ch elect r ical/elect r o n ic eq u ip m en t an d
p lan t m ig h t in clu d e elect r ic m o t o r s, g en er at o r s, elect r o n ic co n t r o ls, in st r u m en t s,
t eleco m m u n icat io n s an d au t o m o t ive elect r ics. Mech an ical p lan t an d eq u ip m en t
m ay in clu d e m ach in er y, f lu id p o w er sy st em s an d au t o m o t ive m ech an ics. Ot h er

t asks in m an u f act u r in g an d m ain t en an ce ser v ices m ay in clu d e f ab r icat io n , f o r g in g ,
b o iler m akin g , w eld in g , f it t in g an d t u r n in g , m et al p o lish in g , sh eet m et al w o r k,
car p en t r y, p ain t in g an d o t h er b u ild in g ser vices.

Grade 1
GRADE 1
Salary Point
4.0 – 4.2
 An ap p r o p r iat e elect r ical w o r k licen ce issu ed in acco r d an ce w it h t h e Elect r ical Saf et y
Reg u lat io n 2002 v iz Lin esp er so n , Elect r ical Fit t er Mech an ic, Elect r ical Jo in t er o r o t h er
t r ad e cer t if icat e, as ap p r o p r iat e t o t h e w o r k u n d er t aken .
Th is Gr ad e w o u ld ap p ly t o eit h er :
 t r ad esp er so n s r ecen t ly t r ain ed w it h in t h e Elect r ici t y Su p p ly in d u st r y w h o ar e
co m m en cin g f u r t h er t r ain in g t o allo w p r o g r essio n t o Salar y Po in t 5.1 w it h in 2 year s
o f ap p o in t m en t o r
 t r ad esp er so n t r ain ed in an o t h er In d u st r y w it h o u t t h e r elev an t co m p et en cies
r eq u ir ed b y t h e Elect r icit y Su p p ly In d u st r y w h o ar e co m m en cin g t r ain in g t o allo w
p r o g r essio n t o Salar y Po in t 5.1 w it h in 3 year s o f ap p o in t m en t .
TRAINING PLAN:
 Wo o d p o le t r eat m en t
 Hig h vo lt ag e ABC in st allat io n , jo in t in g an d

t er m in at io n
 Sh o t f ir er ’s Cer t if icat e (r est r ict ed t o Su p p ly
In d u st r y )
 Po le in sp ect io n level 1.5 (h an d h eld co m p u t er )
 Rest r ict ed LV p o lym er ic cab le jo in t s an d

t er m in at io n s
 In st all an d co n n ect d o m est ic in st allat io n s
 Tr ee g r o w t h r eg u lat o r  Over h ead sw it ch in g o p er at o r
 PST ser v ice p o lar it y f o r En t er p r ise  GP t r u ck o p er at o r
 Lif t er b o r er o p er at o r  Ten sio n st r in g in g o f co n d u ct o r
 Over h ead Man ag em en t Sy st em s P.C. p r o g r am  St eel t o w er er ect io n an d

m ain t en an ce
 Sw it ch in g au t h o r isat io n – LV Op er at o r  Heavy Rig id (HR) Licen ce
 Sw it ch in g au t h o r isat io n – Recip ien t  Exp lo sive p o w er t o o l o p er at io n
 EPV Basket o p er at io n  Su b st at io n Op er at o r s Level 1

 Cab le an d p ip e lo cat io n /Cab le Test in g – 11kV  Rescu e f r o m a p it
 Wo r k o r g an izat io n  Co n st r u ct io n St an d ar d Dr aw in g s
 Main t en an ce p o licies an d p r o ced u r es  Reco r d keep in g an d d at a u p d at in g
 Field p r act ices  Cu st o m er r elat io n s skills
 Cu st o m er r elat ed skills  Qu alit y aw ar en ess
 St at u t o r y Tr ain in g  Ten sio n st r in g in g o f co n d u ct o r
 Wo r ksh o p Pr act ices (Fab r icat io n ) EA 740 (1 M)  Dist r ib u t io n Plan t Rep air
 Basic St at ist ics EA00 (1/2 M)  Pr o t ect io n
 Saf et y  EPV Basket Op er at io n
 Qu alit y Sy st em s  Hig h vo lt ag e iso lat io n an d access
 Mach in er y Rep air an d In st allat io n NNM22 (1 M)  Hig h t en sio n co n d u ct o r s
 Fau lt f in d in g an d Diag n o st ic Skills EA90 (1/2 M)

Grade 2
GRADE 2
Salary Point
5.0 – 5.2
ENTRY REQUIREMENTS:
Ag r eem en t p r o v id es f o r p r o g r essio n f r o m Gr ad e 1 t o Gr ad e 2 t h r o u g h ap p r o ved t r ain in g ,
w it h o u t u n d er t akin g select io n p r o ced u r es.
An employee at this level is an experienced employee who exercises trade and/or other skills who is
engaged in routine technical duties and who, subject to statutory licensing requirements, exercises
the skills and knowledge of such training. An employee at this level possesses competencies which
enables the employee to: exercise discretion within the scope of this level and works under general
supervision either individually or in a team environment. The employee provides technical guidance to
others in their work team, understands and implements quality systems and performs incidental and
peripheral work; commensurate with the employee's training, experience and responsibilities.
An em p lo yee at t h is level sh all b e a skilled Tech n ical Ser vicep er so n w it h d em o n st r at ed
co m p et en ce in a r an g e o f asp ect s an d sh all b e au t h o r ised in all n ecessar y st at u t o r y
r eq u ir em en t s. Th is w o r ker m ay b e m u lt i -skilled in a var iet y o f t asks t o en ab le m o r e
ef f icien t co m p let io n o f t h e w h o le jo b . Dep en d in g o n q u alif icat io n s an d t r ain in g , t h ese
m ay in clu d e su ch t asks f r o m o n e o f t h e f o llo w in g :
 Over h ead lin e co n st r u ct io n an d m ain t en an ce. Th is m ay in clu d e t h e m ain t en an ce
an d r ep air o f d ist r ib u t io n su b st at io n p lan t an d eq u ip m en t , an d /o r in st allat io n an d
r ep air o f lo w vo lt ag e p o lym er ic u n d er g r o u n d cab les. Per f o r m sw it ch in g .
 Jo in t an d t er m in at e p ap er /lead cab les u p t o 33kV an d p o lym er ic cab les. Jo in t an d
t er m in at e p o lym er ic an d p ap er /lead p ilo t cab les. Per f o r m LV sw it ch in g . Assist in
t est in g an d co m m issio n in g LV URD in st allat io n s b y in st allin g cab les an d p illar s an d
t er m in at in g , t est in g an d p h asin g cab les. Un d er st an d LV sch em at ics.
 Basic vo lt ag e co m p lain t s an d su p p ly p r o b lem in vest ig at io n s. Reco n n ect s,
d isco n n ect s an d o t h er asso ciat ed r even u e w o r k. Rep air st r eet lig h t co n t r o l cir cu it s.
Un d er t ake m et er q u er ies. Main t ain an d r ep air d ist r ib u t io n su b st at io n p lan t an d
asso ciat ed eq u ip m en t .
An em p lo yee at t h is level is a co m p et en t skilled au t o n o m o u s w o r ker w h o p er f o r m s a
var iet y o f t asks u n d er g en er al su p er visio n u sin g t r ad e an d o t h er skills g ain ed t h r o u g h
t r ad e cer t if icat io n an d en t er p r ise t r ain in g . Usin g est ab lish ed p r o ced u r es,
m an u f act u r e, m o d if y , t est , r ep air an d m ain t ain var io u s eq u ip m en t in a w o r ksh o p o r
f ield en vir o n m en t . Su ch elect r ical/elect r o n ic eq u ip m en t an d p lan t m ig h t in clu d e
elect r ic m o t o r s, g en er at o r s, elect r o n ic co n t r o ls, in st r u m en t s, t eleco m m u n icat io n s an d
au t o m o t iv e elect r ics. Mech an ical p lan t an d eq u ip m en t m ay in clu d e m ach in er y,
lit h o g r ap h ic o f f set p r ess, m o b ile p lan t , an d an cillar y eq u ip m en t , in d u st r y sp e cif ic
h yd r au lic eq u ip m en t an d co m p o n en t s, f lu id p o w er sy st em s an d au t o m o t iv e
m ech an ics. Ot h er t asks in m an u f act u r in g an d m ain t en an ce ser vices m ay in clu d e
f ab r icat io n , f o r g in g , b o iler m akin g , w eld in g , f it t in g an d t u r n in g , m et al p o lish in g , sh eet
m et al w o r k, car p en t r y , p ain t in g an d o t h er b u ild in g ser v ices.

Grade 2
GRADE 2
Salary Point
5.0 – 5.2
Su ch an em p lo y ee is a g en er alist t r ad esp er so n w o r kin g saf ely u n d er g en er al su p er v isio n .

As t h e em p lo yee d evelo p s an d b r o ad en s t h eir skills an d kn o w led g e b ase, t h e
em p lo yee w o u ld w o r k o n a w id er r an g e o f co m p lex eq u ip m en t t y p es.
t r ad e cer t if icat e as ap p r o p r iat e t o t h e w o r k u n d er t aken , p lu s 3 modules o f r elevan t
t r ain in g , o r eq u iv alen t .
TRAINING PLAN:
 Rin g m ain u n it o p er at io n
 Br an ch t r ain er act ivit ies (e.g . r esu s, p o le

t o p , et c.)
 Wo r k p lace assesso r
 Su b st at io n o p er at o r au t h o r izat io n
 In d iv id u al En t er p r ise/Au t h o r it y
r eq u ir em en t s f o r
 Cu st o m er ser v ice, t eam lead er , St af f

Co n su lt at iv e
 Co m m it t ee Ch air p er so n  Over h au l t r an sf o r m er s an d
sw it ch g ear
 Map p in g  Su b st at io n Or ien t at io n
 Basic layo u t  Over h ead m ain s d esig n
 Cu st o m er Sw it ch in g – HV  Sw it ch in g p r ep ar at io n
 Jo b p lan n in g  Sw it ch in g au t h o r izat io n – HV
Op er at o r
 Su b st at io n Op er at o r – Level 1  Eq u ip m en t saf et y t est in g
 Wo r kin g ef f ect ively w it h p eo p le  Sp o ken co m m u n icat io n
 Wo r ksh o p ad m in ist r at io n  Access an d sw it ch in g p r o ced u r es
 Wo r ksh o p saf et y  Main t en an ce Man ag em en t EA761 (1

M)
 Team w o r k  Licen ces – v eh icle, p lan t , eq u ip m en t
 Dist r ib u t io n p lan t r ep air an d t est in g  Mach in in g
 Hyd r au lics  Pn eu m at ics
 En g r avin g  Co il w in d in g
 Ad v an ced w eld in g an d m et al w o r k  Wo r ksh o p m ach in e m ain t en an ce
 Mat er ial est im at in g  Saf et y eq u ip m en t an d lad d er

m an u f act u r e
 Cu r r en t t r an sf o r m er m et er in g  Su p p ly an d St o r ag e Man ag em en t
EA72 (1M)
 Dem an d m et er in g  En g in eer in g Mat h em at ics EA01 (1 M)
 Met er q u er ies 1 – Tech n ical  En g in eer in g Gr ap h ics EA61 (1 M)
 Pr o g r am m ab le Co n t r o ller s NNE130 (1/2 M)  In d u st r ial Co n t r o l NNE123 (1 1/2 M)
 Plan n in g , Est im at in g an d Co st in g EA71 (1/2

M)
 Basic p r o t ect io n /co n t r o l/co m m u n icat io n

syst em s
 Ad v an ced Test Eq u ip m en t NNE105 (1/2 M)
 Micr o p r o cessin g Ap p licat io n s NNE103 (1 M)
 Ro t o r Win d in g NNE157 (1 M)
 St at o r Win d in g NNE150 (1 M)

# Fo o t n o t e: A n u m b er o f t h ese m o d u les ar e co m m o n t o o t h er Car eer Pat h s.
Grade 3
GRADE 3
Salary Points
6.0 – 6.2
ENTRY REQUIREMENTS:
ad v er t isem en t an d o p en select io n p r o ced u r es o r t h r o u g h an Ap p r o ved Tr ain in g Plan
w h er e t h e w o r k t o b e p er f o r m ed h as b een assessed as m eet in g t h e r eq u ir em en t s o f
t h is g r ad e.

An employee at this level is an experienced employee who exercises trade and/or other skills who is
engaged in routine technical duties and who, subject to statutory licensing requirements, exercises
the skills and knowledge of such training. An employee at this level possesses competencies which
enables the employee to: exercise discretion within the scope of this level and work under general
supervision either individually or in a team environment. The employee provides technical guidance to
others in their work team, understands and implements quality systems and performs incidental and
peripheral work; commensurate with the employee's training, experience and responsibilities.
An em p lo yee at t h is level sh all b e a h ig h ly skille d Tech n ical Ser v icep er so n w it h
d em o n st r at ed co m p et en ce in all asp ect s o f o n e o r m o r e o f t h e f o llo w in g ar eas:
 An em p lo yee at t h is level w ill b e co m p et en t in a select io n o f skills (b u t n o t n ecessar ily
all o f t h e skills) f r o m a "b asket o f skills" ap p r o p r iat e t o t h e w o r k t o b e p er f o r m ed at
t h e p ar t icu lar w o r k lo cat io n . Th e em p lo yee w ill b e ab le t o p er f o r m a su b st an t ial r an g e
o f act iv it ies in o ver h ead an d u n d er g r o u n d co n st r u ct io n an d m ain t en an ce, as w ell as
st r eet lig h t in g an d co n t r o l syst em s an d sh all b e m u lt i -skilled in a var iet y o f t asks t o
en ab le m o r e ef f icien t co m p let io n o f t h e w h o le jo b . Th ese m ay in clu d e su ch t asks as
sw it ch in g , m ain t ain in g an d r ep air in g d ist r ib u t io n su b st at io n p lan t an d eq u ip m en t ,
in st allin g an d r ep air in g lo w an d h ig h vo lt ag e u n d er g r o u n d cab les, co n n ect in g n ew
in st allat io n s (ie. n o n -co m p lex co m m er cial, d o m est ic & r u r al in st allat io n s) in clu d in g
in st allin g an d m ain t ain in g en er g y m et er s an d asso ciat ed eq u ip m en t .
 An em p lo y ee at t h is level sh all b e a skilled ser vicep er so n w it h co m p et en ce in all
asp ect s o f o ver h ead live lin e co n st r u ct io n an d m ain t en an ce, an d w o r k o n o ver h ead
lin es at all vo lt ag es. Wo r k w ill b e co n d u ct ed o n w o o d , st eel an d co n cr et e p o les u sin g
live lin e t ech n iq u es an d p r in cip les.
 An em p lo yee at t h is lev el is a skilled Elect r ical Jo in t er w h o jo in t s/t er m in at es p o lym er ic
cab les u p t o 132kV an d p r essu r e cab le u p t o 66kV. In vest ig at es, lo cat es an d r ect if ies
leaks in o il an d g as f illed p r essu r e t yp e cab les. Cab le r o u t e id en t if icat io n u n d er g en er al
d ir ect io n . Rep air s an d m ain t ain s st an d ar d p lan t , t o o ls an d eq u ip m en t . As r eq u ir ed ,
d evelo p skills asso ciat ed w it h em er g in g jo in t in g t ech n o lo g ies an d m ain t ain
kn o w led g e an d skills asso ciat ed w it h o ld er t ech n o lo g ies.
or
 An em p lo y ee at t h is lev el m ay b e co m p et en t in a select io n o f skills (b u t n o t n ecessar ily
all o f t h e skills) f r o m a "b asket o f skills" ap p r o p r iat e t o t h e w o r k t o b e p er f o r m ed at a
p ar t icu lar w o r k lo cat io n . Th e em p lo y ee w ill b e ab le t o p er f o r m a su b st an t ial r an g e o f
act iv it ies as a m u lt i-skilled t r ad esp er so n w o r kin g o n a r an g e o f co m p lex eq u ip m en t
t yp es. Wo r k u n d er t aken w o u ld b e w it h in a w o r ksh o p o r su b st at io n en vir o n m en t .
 An em p lo yee at t h is level m ay b e a h ig h ly skilled t r ad esp er so n co m p et en t in w o r kin g
o n all asp ect s o f a lim it ed r an g e o f eq u ip m en t t y p es. Th is eq u ip m en t w ill b e co m p lex
an d in vo lve n o n -r o u t in e r ep air , t est in g , m o d if icat io n an d m ain t en an ce.
Grade 3
GRADE 3
Salary Points
6.0 – 6.2
Dep en d in g o n skills at t ain ed , t h e em p lo yee m ay m an u f act u r e an d /o r m o d if y sp ecialised

p lan t an d eq u ip m en t in acco r d an ce w it h d esig n sp ecif icat io n s w it h r ef er en ce t o

d o cu m en t ed q u alit y st an d ar d s an d w o r k p r act ices. Fab r icat e, r ep air , m o d if y, t est an d
m ain t ain elect r ical/m ech an ical eq u ip m en t an d m o b ile p lan t , in st all o ver h au l an d
m ain t ain in d u st r y sp ecif ic h yd r au lic an d p n eu m at ic co n t r o ls an d syst em s. Per f o r m
ad v an ced w eld in g t o Cer t if icat e levels. Per f o r m in st allat io n , t est in g an d r ep air t o
co m p o n en t lev el o f su b st at io n eq u ip m en t an d p lan t , e.g . r ad io s, in st r u m en t s,
p r o t ect io n eq u ip m en t . Un d er t ake h ig h vo lt ag e p lan t t est in g . Test it em s o f p lan t an d
eq u ip m en t t o Au st r alian St an d ar d an d Wo r kp lace Healt h an d Saf et y Act . Assist in
p r o vid in g o n -t h e-jo b t r ain in g . Th e em p lo yee m ay also b e r eq u ir ed t o exer cise a r an g e
o f cler ical skills in t h e p r o visio n o f t ech n ical ser vices.
Reg u lat io n 2002 v iz lin esp er so n , Elect r ical Fit t er Mech an ic, Elect r ical Jo in t er o r o t h er
t r ad e cer t if icat e as ap p r o p r iat e t o t h e w o r k u n d er t aken , p lu s 6 modules o f r elevan t
— If w o r kin g in live lin e o p er at io n s:
 Ap p r o p r iat e st at u t o r y au t h o r izat io n t o p er f o r m h ig h vo lt ag e live lin e w o r k.
— If w o r kin g in in st allat io n in sp ect io n s:
 Au t h o r isat io n t o p er f o r m in sp ect io n w o r k.
TYPICAL TRAINING MENU FOR PROGRESSION WITHIN THIS GRADE THROUGH AN APPROVE
TRAINING PLAN:
 In sp ect io n co u r ses, in clu d in g AS 3000, Elect r icit y Act an d Reg u lat io n s,

Co n d it io n s o f Su p p ly , Tar if f Man u al.
 In st allat io n an d co n n ect
d o m est ic in st allat io n s
 Rest r ict ed Lo w vo lt ag e p o lym er ic cab le jo in t s an d t er m in at io n s
 11kV/XLPE p o lym er ic cab le jo in t s

& t er m in at io n s
 Sw it ch in g sh eet w r it in g  Su p er v isio n o f w o r k g r o u p s
 In t er p r et at io n o f w o r ks p lan s  Keyb o ar d skills
 Wo r ks p r o g r am m in g  Mig w eld in g
 Cab le t est in g an d  Gas/o il p r essu r e ch ar g in g

co m m issio n in g
 Oil d eg asif icat io n o f cab les  Cab le lo cat io n
 Over h ead cr an e o p er at io n  Hyd r au lic eq u ip m en t o p er at io n
 Ro les o f t h e su p er viso r  Basic m et er in g
 URD an d St r eet lig h t  11kV o p er at o r

in sp ect io n s/au d it s
 Car d io -Pu lm o n ar y Resu scit at io n  St at u t o r y t r ain er – p o lar it y ,

(Ad van ced ) r esu s, WH&S
 Co n t r act su p er v isio n  Mar ket in g

 CNC Mach in es  Ad v an ced h yd r au lics,
p n eu m at ics
 LV an d HV t est eq u ip m en t  Alt er n at o r m ain t en an ce an d

r ep air
 Hig h r eliab ilit y so ld er in g  Sp ecialist w o r ksh o p m ach in es
 Team lead er t r ain in g  Qu alit y Man ag em en t EB31 (1 M)
 Ad v an ced Qu alit y Co n cep t s EB30  Ro le o f t h e su p er v iso r

(1/2 M)
 On e-t o -o n e in st r u ct io n  Rep o r t w r it in g
 Op er at o r 3 p h ase m o b ile  Over h au l SF6 sw it ch g ear

g en er at o r set s
 Plan t sp ecif ic  Co m p u t in g Packag es
 Dig it al Fau lt Fin d in g EA789 (1/2  Po w er Sy st em s An alysis

M)
 Ad v an ced PLC EA160 (1 M)  Evalu at e Tr ain in g TND05 (1/2 M)
 Develo p & Or g an ise Tr ain in g Plan  Elect r o n ic So ld er in g Tech n o lo g y

TND02 NNE29 (1M)
 Basic calib r at io n

Grade 4
GRADE 4
Salary Point
7.0 – 8.2
ENTRY REQUIREMENTS:
An employee at this level may perform technical duties or exercise cross-skilling in technical fields, and
who, subject to statutory licensing requirements, exercises the skills and knowledge of such training.
An employee at this level possesses competencies which enables the employee to: exercise
discretion within the scope of this level and work under limited supervision either individually or in a
team environment. The employee understands and implements quality systems and provides
technical guidance to others in their work team. The employee may assist in the provision of on-the-
job training to others in their work team and perform incidental and peripheral work; commensurate

with the employee's training, experience and responsibilities.
An em p lo yee at t h is level h as an ext en siv e r an g e o f co m p et en cies in o n e o r m o r e o f t h e
f o llo w in g :
 An em p lo yee at t h is level sh all b e a sp ecialist Ser vicep er so n w it h d em o n st r at ed
co m p et en ce in all asp ect s o f o ver h ead an d u n d er g r o u n d lin e co n st r u ct io n an d
m ain t en an ce at all vo lt ag es an d b e co m p et en t in a select io n o f skills ap p r o p r iat e t o
t h e w o r k p er f o r m ed at t h e p ar t icu lar w o r k lo cat io n . Th e em p lo yee sh all b e m u lt i -
skilled in a v ar iet y o f t asks su ch as sw it ch in g , m ain t ain in g an d r ep air in g su b st at io n
p lan t an d eq u ip m en t , co n d u ct in g in st allat io n in sp ect io n s, co n su m er liaiso n an d
p er f o r m in g r o u t in e d ist r ib u t io n d esig n an d layo u t w o r k.
 An em p lo yee at t h is level sh all b e a sp ecialist Ser vicep er so n w it h d em o n st r at ed
co m p et en ce in all asp ect s o f o ver h ead live lin e co n st r u ct io n an d m ain t en an ce, an d
w o r ks o n o ver h ead lin es at all vo lt ag es. Wo r k w ill b e co n d u ct ed o n w o o d , st eel an d
co n cr et e p o les an d st eel t o w er s u sin g live lin e t ech n iq u es an d p r in cip les. Th is w o r ker
w ill b e a sp ecialist w h o p er f o r m s co m p r eh en siv e liv e lin e w o r k u p t o 132kV f o r
d ist r ib u t io n an d 275kV f o r t r an sm issio n . Tech n iq u es su ch as Glo ve an d Bar r ier f o r u p
t o 33kV w o u ld b e u t ilised , an d t h e w o r ker p er f o r m s o t h er m u lt i -skilled f u n ct io n s as
r eq u ir ed .
 An em p lo yee at t h is lev el is a sp ecialist Cab le Jo in t er w h o in st alls an d m ain t ain s a w id e
r an g e o f cab le accesso r ies an d au xiliar y eq u ip m en t in clu d in g g as ch ar g in g eq u ip m en t
an d jo in t s/t er m in at es cab les u p t o 110/132kV. Rep air s an d m ain t ain s sp ecialist p lan t ,
t o o ls an d eq u ip m en t su ch as o il d eg asif ier , r esid u al g as p r essu r e t est eq u ip m en t ,
vacu u m p u m p s, an d o il p r essu r e p u m p s. In vest ig at es, lo cat es an d r ect if ies as
ap p r o p r iat e leaks in o il an d g as f illed p r essu r e cab le sy st em s u sin g t est eq u ip m en t .
Cab le r o u t e id en t if icat io n . Co m p let io n o f accu r at e co n st r u ct io n d et ails d u r in g
p r o g r ess o f w o r k. Mig w eld in g . Lead t eam t r ain in g an d co -o r d in at e Sp ecialist Cab le
Jo in t er s an d Po w er Wo r ker s. As r e q u ir ed , d evelo p skills asso ciat ed w it h em er g in g
jo in t in g t ech n o lo g ies an d m ain t ain kn o w led g e an d skills asso ciat ed w it h o ld er
t ech n o lo g ies.
 An em p lo y ee at t h is level is a g en er alist w o r ker o n a w id e r an g e o f eq u ip m en t t y p es,
o r a sp ecialist o n a lim it ed r an g e o f co m p lex eq u ip m en t t yp es an d w h o w o r ks u n d er
lim it ed su p er v isio n . Basic d esig n , m an u f act u r e, m o d if y , m ain t ain , t est , r ep air an d
calib r at e co m p lex p lan t , eq u ip m en t , m o b ile p lan t an d in d u st r y sp ecif ic h yd r au lic an d
p n eu m at ic co n t r o ls an d syst em s. Wo r ki n g kn o w led g e o f ap p r o p r iat e Au st r alian
st an d ar d s, Qu alit y Assu r an ce t ech n iq u es an d r elev an t leg islat io n . Pr o vid e o n -t h e-jo b
t r ain in g an d su p er visio n t o em p lo yees en g ag ed at a sim ilar o r lo w er classif icat io n
level. An em p lo yee at t h is level w ill b e a skille d self -d ir ect ed w o r ker p er f o r m in g a
var iet y o f co m p lex t asks. Ab le t o select t ech n iq u es u sed f o r r ep air an d calib r at io n an d
can ap p ly m ain t en an ce st an d ar d s an d q u alit y co n t r o l. Th e em p lo y ee m ay h ave an
u n d er st an d in g o f ap p lied elect r ical, elect r o n ic o r m ec h an ical t h eo r y r elat in g t o an
ar ea o f su b st at io n o r co m m u n icat io n p lan t o r eq u ip m en t o f eq u ivalen t co m p lexit y
u sed in En er g ex. Th e em p lo yee w ill b e ab le t o ap p ly exist in g skills an d kn o w led g e t o
n o n -r o u t in e sit u at io n s. An em p lo yee at t h is level m ay also b e r eq u ir ed t o exer cise
cr o ss-skillin g o f t ech n ical an d cler ical skills in t h e p r o visio n o f t ech n ical ser vices.
 Th e em p lo yee m ay b e exp ect ed t o w o r k in a t eam en v ir o n m en t an d m ay b e
em p lo yed in a Mech an ical En g in eer in g en vir o n m en t asso ciat ed w it h d esig n ,
sp ecif icat io n , p r o cu r em en t , an d t h e p r o v isio n o f t ech n ical ad v ice o n m ech an ical
eq u ip m en t .
Grade 4

GRADE 4
Salary Point
7.0 – 8.2
t r ad e cer t if icat e as ap p r o p r iat e t o t h e w o r k u n d er t aken , p lu s 9 modules of r elev an t
— If w o r kin g in live lin e o p er at io n s:
* Ap p r o p r iat e st at u t o r y au t h o r isat io n t o p er f o r m h ig h vo lt ag e live lin e w o r k.
— If w o r kin g in in st allat io n in sp ect io n s:
* Au t h o r isat io n t o p er f o r m in sp ect io n w o r k.
TRAINING PLAN:
 Glo ve an d Bar r ier live lin e t ech n iq u es f o r w o o d p o le an d st eel t o w er
 On e-t o -o n e in st r u ct io n  Su b st at io n o p er at io n s – 110/132 kV
 Tim e o r g an izat io n  Team lead er sh ip
 Co ach in g  Majo r cu st o m er /co n su lt an t liaiso n
 Mar ket in g  Rep o r t w r it in g
 Sw it ch in g sh eet p r ep ar at io n  Wo r kin g ef f ect ively w it h p eo p le
 Ch eck co m p lain t s  Do m est ic/r u r al au d it in g
 Ad v an ced t ar if f kn o w led g e  Sh o ck co m p lain t s
 Co m p lex m et er in g  Hig h vo lt ag e in sp ect io n s/au d it s
 Hazar d o u s lo cat io n s  Th ef t o f elect r icit y
 Su p er v isio n  Team lead er sh ip
 Co m p u t er ap p licat io n s  Wr it in g r ep o r t s
 Reso u r ce m an ag em en t EB74 (1 M)  Pr o t ect io n Relay Test in g
 Mo b ile Rad io r ep air  Au st el cab lin g
 HV t est in g  In d u st r ial Elect r o n ics Fau lt Fin d in g

NNE35 (1 M)
 Cir cu it Develo p m en t NNE32 (1 M)  Self Man ag em en t EA44 (1 M)
 In d u st r ial So f t w ar e NNE69 (1 M)  Wr it in g Tech n ical Rep o r t s NCS17
 Th yr ist o r Ap p licat io n s NNE75 (1 M)  Sw it ch in g Po w er Su p p lies NNE78

(11/2 M)
 AC Mo t o r Co n t r o l NNE76 (1 1/2 M)  PLC an d Elect r o n ics Th eo r y
 Ch eck in sp ect io n s  Ad v an ced calib r at io n
 Man ag in g & Im p lem en t at io n Ch an g e

EB77 (1 M)
 Ad v an ced m et er in g in clu d in g – d em an d , h ig h vo lt ag e, co m p lex
 Elect r ical accid en t in vest ig at io n (f at al an d n o n -f at al)
 In it ial co n n ect io n o f co m m er cial, in d u st r ial, m u lt i -d o m est ic, et c.
 Dist r ib u t io n eq u ip m en t m ain t en an ce, t est in g an d f au lt f in d in g
 An aly sis an d m o d if icat io n o f elect r o n ic cir cu it s
 Fau lt f in d in g , t est in g , an alysis an d m o d if icat io n o f co m p lex h yd r au lics


Grade 5
GRADE 5
Salary Point
9.0 – 9.3
ENTRY REQUIREMENTS:
An employee at this level performs planning and/or technical duties or exercises cross-skilling in technical
fields. The employee applies technical principles, practices, techniques and human relations skills to
activities which include, for example: high level manual skills, fault diagnosis and related tasks in a
workshop, laboratory, office, field or operations function and with further information, supervises such
activities.
Such an employee possesses competencies which enables the employee to: use an overall knowledge
and understanding of the operating principles of the systems and equipment on which to carry out
tasks. Perform routine technical work on complex equipment as directed and prepare technical
reports as required. Exercise broad discretion within the scope of this level and work under limited
supervision either individually or in a team environment. The employee understands and implements
quality systems and provides technical guidance or advice within the scope of this level. Assist in the
provision of on-the-job training to others in their work team: commensurate with the employee's
An em p lo y ee at t h is level sh all b e a h ig h ly skilled sp ecialist Tech n ical Ser vi cep er so n w it h
d em o n st r at ed co m p et en ce in all asp ect s o f o n e o f t h e f o llo w in g ar eas:
 An em p lo yee at t h is level sh all b e a h ig h ly skilled sp ecialist ser vicep er so n w it h
d em o n st r at ed co m p et en ce in all asp ect s o f in sp ect io n an d t est in g o f
sp ecialist /co m p lex in st allat io n s, in clu d in g h ig h vo lt ag e h ig h r ise b u ild in g in st allat io n s,
an d h azar d o u s ar eas. Co m p lex m et er in g , in v est ig at io n o f elect r ical accid en t s. Majo r
cu st o m er /co n su lt an t liaiso n , vo lt ag e co m p lain t an d q u alit y o f su p p ly in vest ig at io n s.
d em o n st r at ed co m p et en ce in all asp ect s o f o ver h ead an d u n d er g r o u n d lin e
co n st r u ct io n at all v o lt ag es an d m ay b e r esp o n sib le an d acco u n t ab le f o r t h e
p er f o r m an ce o f an ar ea/d ist r ict o p er at io n al u n it an d in su p p o r t o f m an ag em en t an d
ad m in ist r at io n . Th e em p lo yee w ill b e m u lt i -skilled in a var iet y o f t asks w h ich m ay
in clu d e sw it ch in g au t h o r isat io n , m ain t ain in g an d r ep air in g su b st at io n p lan t an d
eq u ip m en t , co n d u ct in g in st allat io n in sp ect io n s, co n su m e r liaiso n s, w o r ks
p r o g r am m in g an d p lan t sch ed u lin g , au d it in g o f co n t r act ser vices an d p er f o r m in g
r o u t in e d ist r ib u t io n d esig n w o r k, CAD an d co m p u t er d at a en t r y , u se o f co m p u t er
ap p licat io n s an d layo u t w o r k an d in lead in g an d /o r su p er v isin g a t eam .
d em o n st r at ed co m p et en ce in p er f o r m in g in st allat io n , r ep air (t o co m p o n en t level),
p r ecisio n calib r at io n an d f au lt d iag n o sis o f co m p lex eq u ip m en t , p lan t o r syst em s, e.g .
in st r u m en t r ep air s, co m p lex p r o t ect io n syst em s, co m p lex co m m u n icat io n sy st em s, HV
p lan t t est in g , h yd r au lics an d m ech an ical syst em s. Mu lt i -skilled in d ep en d en t w o r ker
p er f o r m in g a v ar iet y o f co m p lex t asks. A sp ecialist ab le t o select an d u se t ech n iq u es
f o r r ep air an d n o n r o u t in e t est in g o f eq u ip m en t an d can ap p ly m ain t en an ce
st an d ar d s an d q u alit y co n t r o l. Un d er st an d in g o f ap p lied en g in eer in g t h eo r y an d
d esig n r elat in g t o a sp ecif ic ar ea o f En er g ex act iv it y e.g . m an u f act u r in g , in st allat io n o r

ser v icin g . May b e r eq u ir ed t o p r o d u ce ser v ice m an u als f o r eq u ip m en t b ein g r ep air ed .
Grade 5
GRADE 5
Salary Point
9.0 – 9.3
MINIMUM QUALIFICATIONS/ TRAINING:

Reg u lat io n 2002 viz Elect r ical Fit t er Mech an ic, Elect r ical Lin esp er so n , Elect r ical Jo in t er
o r o t h er t r ad e cer t if icat e as ap p r o p r iat e t o t h e w o r k u n d er t aken , plus 15 modules o f
r elev an t t r ain in g , o r eq u iv alen t
 Au t h o r isat io n t o p er f o r m in sp ect io n w o r k if p er f o r m in g in st allat io n in sp ect io n s.
TRAINING PLAN:
 Team lead er sh ip  Tim e Man ag em en t

 Co ach in g  Rep o r t Wr it in g
 Wo r ks Pr o g r am m in g an d Sch ed u lin g  Br an ch Tr ain er
 Desig n an d Co n st r u ct io n Man u als  Su p er v isio n
 Co m p u t er Ap p licat io n an d Keyb o ar d  Pr ep ar at io n o f m at er ial sch ed u les
Skills
 In d u st r ial Co m p u t er In t er f ace EA911 (1
 Co m p u t er Aid ed Dr af t in g M)
 Fau lt d iag n o sis  PLC t h eo r y an d p r act ice
 Pr o g r am m ab le co n t r o ller o p er at io n  Micr o w ave ap p licat io n
 Pr o ject m an ag em en t EB71 (1M)  Co n t r o l Co m p u t er Sy st em s EA903 (1 M)
 Ro les o f t h e su p er viso r  Tu r b o PLC Co n t r o l EB 160 (2 M)
 Select io n skills  Pr o ject Plan n in g EB73 (1/2 M)
 Tim e o r g an isat io n  Dat a Lin k Fu n d am en t als EA309 (1 1/2 M)
 Co n t r o l In t er f acin g EA906 (1 M)  Pr ecisio n Calib r at io n


TECHNICAL STREAM
ELECTRICITY SYSTEM
DESIGNER/ADVISER
STREAM/ CAREER PATH/ DESCRIPTION

TECHNICAL EMPLOYEE GRADE 4 Tech n ical d ecisio n s on

LEVEL 4 co m p lex d esig n w o r k;
Salary Points 10.0-10.3 t ech n ical ad v ice;
ad v an ced kn o w led g e
an d u n d er st an d in g o f
d ist r ib u t io n d esig n
n eg o t iat io n su p p ly
ar r an g em en t s. Su p er v ise
w ork act iv it ies an d
t r ain in g . Assist in
p r ep ar at io n o f t r ain in g
p lan s.
TECHNICAL EMPLOYEE GRADE 3 Tech n ical d ecisio n s on

LEVEL 4 co m p lex layo u t w o r k;
Salary Points 9.0-9.3 t ech n ical r ep o r t s;
ad v an ced kn o w led g e o f
d ist r ib u t io n syst em s;
su p er v ise an d t r ain st af f
or d et ailed
in vest ig at io n s of
ap p r o p r iat e eq u ip m en t ,
alt er n at iv e p r o cesses
an d v ar io u s en er g y
ef f icien cy t ech n iq u es f o r
co m m er cial an d
in d u st r ial co n su m er s.
TECHNICAL EMPLOYEE GRADE 2 Mu lt i-f u n ct io n al layo u t w o r k

LEVEL 3 on u n d er g r o u n d ,
Salary Points 7.0-8.2 o ver h ead , an d st r eet
lig h t in g r et icu lat io n ;
in d o o r an d p ad m o u n t
su b st at io n ; r o u t in e
t ech n ical w ork or
d et ailed in vest ig at io n s
o f ap p r o p r iat e elect r ical
eq u ip m en t , co m m er cial
an d in d u st r ial en er g y
u t ilisat io n .

TECHNICAL EMPLOYEE GRADE 1 En t r y level. Wo r k u n d er
LEVEL 2 g en er al su p er v isio n .
Salary Points 5.0 – 6.2 Ro u t in e layo u t w o r k o n

u n d er g r o u n d an d
o ver h ead sy st em s o r
ad v ice t o cu st o m er s o n
u t ilisat io n o f ap p lian ces
an d t ar if f s.
ELECTRICITY SYSTEM DESIGNER/ADVISER

GRADE 1
GRADE 1
GRADE 2 GRADE 3 GRADE 4
Salary Point
5.0 – 6.2
ENTRY REQUIREMENTS:
ENTRY LEVEL: Ap p o in t m en t t o Gr ad e I w ill b e su b ject t o av ailab ilit y o f p o sit io n s in En er g ex,
An employee at this level is an experienced employee who exercises trade and/or other skills relevant to
the specific requirements of the enterprise. The employee possesses competencies which enables
the employee to exercise discretion within the scope of this level and work under general supervision
either individually or in a team environment. Understand and implement quality systems, provide
technical guidance to others in their work team and perform incidental and peripheral work;
commensurate with the employee's training, experience and responsibilities.
It is an t icip at ed an em p lo yee en t er in g t h is Car eer Pat h w o u ld h ave kn o w led g e an d skills
o f o ver h ead , u n d er g r o u n d , st r eet lig h t in g an d /o r su b st at io n co n st r u ct io n p r o ced u r es
an d st an d ar d s. It is exp ect ed t h e em p lo y ee w o u ld b r in g t o t h e p o sit io n skills g ain ed
t h r o u g h w o r k u n d er t aken in an o t h er Car eer Pat h (n o r m ally ach iev ed w it h at least 3
year s o n t h e jo b exp er ien ce o r eq u ivalen t ).
An em p lo yee at t h is level w o u ld b e ab le t o p er f o r m co m p et en t ly in o n e o f t h e f o llo w in g
ar eas:
 An em p lo yee w o u ld h ave b asic kn o w led g e o f r o u t in e d ist r ib u t io n d esig n an d p er f o r m
layo u t w o r k o f a r o u t in e n at u r e. Po le r ep lacem en t w o r k p lan s f o r LV an d 11kV m ain s.
Over h ead ext en sio n s f o r exist in g t r an sf o r m er n et w o r ks an d d esig n o f u n d er g r o u n d
ser v ice f r o m o ver h ead n et w o r ks r eq u ir in g n o vo lt ag e d r o p o r d et ailed st r u ct u r al
calcu lat io n s. Ser v ice ch ecks f o r o t h er u t ilit y asset s. Est im at io n an d p r ep ar at io n o f
ap p r o v al d o cu m en t at io n o f w o r ks p lan s. Use o f su r vey t o o ls su ch as clin o m et er s,
t h eo d o lit es an d o t h er su r v eyin g eq u ip m en t . Du t ies u n d er t aken w o u ld b e
 An em p lo yee w o u ld h ave a b asic kn o w led g e o f elect r icit y syst em s an d co n su m er
ap p lian ces an d b e ab le t o g ive ad v ice t o co n su m er s o n t h e u t ilisat io n o f ap p lian ces,
ap p licab le t ar if f s an d elect r ical saf et y. Du t ies u n d er t aken w o u ld b e co m m en su r at e
w it h t h e em p lo yee's t r ain in g , exp er ien ce an d r esp o n sib ilit ies.

Reg u lat io n 2002 viz Lin esp er so n , Elect r ical Fit t er Mech an ic o r Elect r ical Jo in t er p lu s 3
modules o f in d u st r y/en t er p r ise sp ecif ic t r ain in g , o r eq u ivalen t .

GRADE 1
GRADE 1
Salary Point
5.0 – 6.2
TYPICAL TRAINING MENU FOR PROGRESSION WITHIN THIS GRADE THROUGH AN

APPROVED TRAINING PLAN:
 Map r ead in g
 En t er p r ise Co n st r u ct io n Man u als
 Elect r icit y Act an d Reg u lat io n s
 Basic co m p u t in g an d keyb o ar d skills
 Pr ep ar in g p o in t s o f en t r y
 Basic su r vey in g t h eo r y
 En t er p r ise clear in g an d en vir o n m en t al r eq u ir em en t s
 Est im at in g
 CAD
 Co n d it io n s o f su p p ly an d t ar if f s
 Pr ep ar e r o u t in e LV an d 11kV d r aw in g s
 Basic f ield su r vey s an d p o le p o sit io n p eg g in g
 St o r es p r o ced u r es
 LV sch em at ics an d HV p h asin g an d sch em at ics
 Map p in g
 Basic Layo u t
 Dr aw in g an d let t er in g
 Main s d esig n t h eo r y an d p r act ice
 in f o r m at io n so u r ces f o r m ain s d esig n
 Over h ead m ain s d esig n
 Th eo d o lit e Usag e
 AS 3000 w ir in g .
m o d u les n o t yet ach iev ed f r o m p r ev io u s Gr ad e.

GRADE 2
GRADE 2
Salary Point
7.0 – 8.2
ENTRY REQUIREMENTS:
An employee at this level performs technical duties or exercises cross-skilling in technical fields. An
employee at this level possesses competencies which enables the employee to: exercise discretion
within the scope of this level and work under limited supervision either in d ivid u ally o r in a team
environment. The employee would understand and implement quality systems and provide technical
guidance to others in their work team. The employee may assist in the provision of on-the-job training
to others in their work team and perform incidental and peripheral work; commensurate with the
employee's training, experience and responsibilities.
An em p lo yee at t h is lev el is ab le t o p er f o r m co m p et en t ly in o n e o f t h e f o llo w in g ar eas:
 An em p lo y ee at t h is level is a skilled Elect r icit y Desig n er w it h a w id e kn o w led g e o f
m u lt i-f u n ct io n al layo u t w o r k, o r w h o u n d er t akes sp ecialist w o r k in o n e f ield .
In vest ig at e ENERGEX an d cu st o m er r eq u ir em en t s an d p r o d u ce w o r kin g d r aw in g s, co st
est im at es an d co n st r u ct io n sch ed u les t o f acilit at e co n st r u ct io n u p t o 66kV o ver h ead
r et icu lat io n , 11kV an d LV u n d er g r o u n d r et icu lat io n , p ad m o u n t su b st at io n
co n st r u ct io n , in d o o r su b st at io n co n st r u ct io n an d st r eet lig h t in g r et icu lat io n .
 LV vo lt ag e co m p lain t s in vest ig at io n s an d vo lt ag e d r o p calcu lat io n s. Reco n d u ct o r in g LV
an d 11kV o ver h ead m ain s. Elect r ical d esig n o f st r eet lig h t s b o t h u n d er g r o u n d an d
o ver h ead in acco r d an ce w it h st r eet lig h t d esig n p ar am et er s. Desig n o f u n d er g r o u n d
LV ext en sio n f r o m exist in g t r an sf o r m er n et w o r k. Desig n o f o ver h ead ext en sio n s an d
t r an sf o r m er sit in g w it h o u t vo lt ag e d r o p o r d et ailed st r u ct u r al calcu lat io n s. Au g m en t
exist in g t r an sf o r m er sit es. Su r v ey an d p eg co n st r u ct io n s u sin g su r vey in st r u m en t s.
Est ab lish clear in g n eed s an d co st s asso ciat ed w it h o ver h ead an d u n d er g r o u n d
co n st r u ct io n w o r k. Co n su lt w it h Au t h o r it ies t o en su r e st at u t o r y r eq u ir em en t s f o r n ew
d esig n s ar e m et . Per f o r m r o u t in e t ech n ical w o r k an d r o u t in e r ep o r t s u n d er d ir ect io n .
Du t ies u n d er t aken w o u ld b e co m m en su r at e w it h t h e em p lo yee's t r ain in g , exp er ien ce
or
 An em p lo yee at t h is lev el is an ad viser w it h a w id e kn o w led g e o f co n su m er ap p lian ces
an d co m m er cial an d in d u st r ial en er g y u t ilisat io n m at t er s. Wo u ld b e ab le t o p r o vid e
in vest ig at io n s o f t h e ap p r o p r iat e elect r ical eq u ip m en t an d b est m et h o d s o f
in st allat io n an d u se f o r a w id e r an g e o f ap p licat io n s. An em p lo y ee w o u ld h ave a
kn o w led g e o f elect r icit y syst em s, co n su m er ap p l ian ces, co m m er cial an d in d u st r ial
en er g y u t ilisat io n an d b e ab le t o g iv e ad vice t o co n su m er s o n t h e u t ilisat io n o f
ap p lian ces an d elect r ical eq u ip m en t , ap p licab le t ar if f s an d elect r ical saf et y. Du t ies
u n d er t aken w o u ld b e co m m en su r at e w it h t h e em p lo y ees t r ain in g , exp er ien ce an d
t r ain in g .

Reg u lat io n 2002 v iz Lin esp er so n , Elect r ical Fit t er Mech an ic o r Elect r ical Jo in t er p lu s 9
modules o f r elevan t t r ain in g , o r eq u iv alen t .

GRADE 2
GRADE 2
Salary Point
7.0 – 8.2
TRAINING PLAN:
 Ad v an ced su r vey p r act ices
 Pr ep ar e jo b layo u t d r aw in g s
 Pr ep ar e m at er ial sch ed u les
 Pr ep ar e w ay leaves
 Cab le lo cat io n s en q u ir ies an d eq u ip m en t
 In t er v iew in g cu st o m er s
 Rep o r t w r it in g
 Tim e o r g an isat io n
 Sp o ken co m m u n icat io n
 Wo r kin g ef f ect ively w it h p eo p le

GRADE 3
GRADE 3
GRADE 1 GRADE 2
Salary Point GRADE 4
9.0 – 9.3
ENTRY REQUIREMENTS:
An employee at this level performs planning and/or technical duties or exercises cross-skilling in
technical fields. The employee applies technical principles, practices, techniques and human relations
skills to activities. The employee possesses competencies which enables the employee to: use an
overall knowledge and understanding of the operating principles of the systems and equipment on
w h ich to carry out tasks. Exercise broad discretion w it h in the scope of t h is level and work under
limited supervision either individually or in a team environment. The employee understands and
implements quality systems and provides technical guidance or advice w it h in the scope of t h is
level. Assist in t h e provision of on-the-job training to others in their work team; commensurate w it h
An em p lo yee at t h is lev el is ab le t o p er f o r m co m p et en t ly in o n e o f t h e f o llo w in g ar eas:
 Th e em p lo yee is a h ig h ly skilled sp ecialist w h o is ab le t o m ake t ech n ical d ecisio n s o n
co m p lex layo u t w o r k. Th e em p lo yee p r ep ar es t ech n ical r ep o r t s an d h as ad van ced
kn o w led g e an d u n d er st an d in g o f d ist r ib u t io n syst em d esig n . Neg o t iat e su p p ly
ar r an g em en t s w it h co n su lt in g en g in eer s an d d evelo p er s f o r co m m er cial an d
in d u st r ial cu st o m er s in clu d in g HV an d LV ext en sio n s, an d sit in g o f p o le m o u n t ed ,
p ad m o u n t o r in d o o r t r an sf o r m er s u sin g st an d ar d su b st at io n d r aw in g s. Neg o t iat e
g u ar an t ee ext en sio n s an d p r ep ar e Gu ar an t ee Ag r eem en t s. Main t ain a v ar iet y o f
syst em s an d r eco r d s t o a h ig h d eg r ee o f accu r acy. Su p er v ise an d t r ain o t h er st af f ,
in clu d in g t h e su b m issio n o f w o r ks f o r ap p r o v al. Du t ies u n d er t aken w o u ld b e
or
 An em p lo yee at t h is level is a skilled ad viser w it h a w id e kn o w led g e o f co n su m er
ap p lian ces an d co m m er cial an d in d u st r ial en er g y u t ilisat io n m at t er s. Wo u ld b e ab le t o
in vest ig at e an d r ep o r t o n t h e ap p r o p r iat e elect r ical eq u ip m en t , alt er n at ive p r o cesses
an d eq u ip m en t f o r co m m er cial an d in d u st r ial ap p licat io n s an d b est m et h o d s o f
in st allat io n an d t ar if f s. Wo u ld also b e ab le t o in vest ig at e t h e lat est d evelo p m en t s in
p r o d u ct s, p lan t an d eq u ip m en t f o r co n su m er ap p licat io n s. An em p lo yee w o u ld h ave a
kn o w led g e o f elect r icit y syst em s, co n su m er ap p lian ces, co m m er cial an d in d u st r ial
en er g y u t ilisat io n an d b e ab le t o g iv e ad vice t o co n su m er s o n t h e u t ilisat io n o f
ap p lian ces an d elect r ical eq u ip m en t , ap p licab le t ar if f s an d elect r ical saf et y. Wo u ld b e
ab le t o in v est ig at e alt er n at ive p r o cesses an d d evelo p m en t in ap p licat io n o f elect r ical
p lan t an d ap p r o p r iat e en er g y ef f icien cy t ech n iq u es f o r co m m er cial an d in d u st r ial
co n su m er s. Du t ies u n d er t aken w o u ld b e co m m en su r at e w it h t h e em p lo yees t r ain in g ,
exp er ien ce an d r esp o n sib ilit ies.
Reg u lat io n 2002 viz Lin esp er so n , Elect r ical Fit t er Mech an ic o r Elect r ical Jo i n t er p lu s 15
modules o f r elevan t t r ain in g , o r eq u iv alen t .

GRADE 3
GRADE 3
GRADE 1 GRADE 2
Salary Point GRAGE 4
9.0 – 9.3
TRAINING PLAN:
 Fu t u r e p lan n in g r eq u ir em en t s
 In vest ig at io n o f su p p ly p r o b lem s an d vo lt ag e co m p lain t s
 Wr it in g r ep o r t s
 On e-t o -o n e in st r u ct io n
 Co ach in g

Grade 4
GRADE 4
Salary Point
10.0-10.3
ENTRY REQUIREMENTS:
ad v er t isem en t an d o p en select io n p r o ce d u r es.
An employee at this level performs supervision of work activities. The employee applies technical
principles, practices, techniques and human relations skills to activities. The employee possesses
competencies which enables the employee to: use an overall knowledge and understanding of the
operating principles of the systems and equipment on which to carry out tasks. Exercise broad
discretion within the scope of this level and work under minimal supervision either individually or in a
team environment. The employee understands and implements quality systems and provides
technical training and advise within the scope of this level. Assists the co-ordinator in the preparation
and monitoring of Training Plans. Provide on-the-job training to others in their wok team;
commensurate with the employee’s training, experience and responsibilities.
An em p lo yee at t h is lev el is ab le t o p er f o r m co m p et en cy in t h e f o llo w in g ar ea:
 Th e em p lo yee is a h ig h ly skilled sp ecialist w h o is ab le t o m ake t ech n ical d ecisio n s o n
co m p lex d esig n w o r k an d b asic co n cep t p lan s. Th e em p lo yee p r o vid es t ech n ical
ad v ice an d h as ad v an ced kn o w led g e an d u n d er st an d in g o f d ist r ib u t io n syst em d esig n .
Neg o t iat e su p p ly ar r an g em en t s w it h co n su lt in g en g in eer s an d d evelo p er s f o r
co m m er cial an d in d u st r ial cu st o m er s in clu d in g HV an d LV ext en sio n s, an d sit in g o f
p o le m o u n t ed , p ad m o u n t ed o r o u t d o o r t r an sf o r m er s u sin g st an d ar d su b st at io n
d r aw in g s. Neg o t iat e elect r icit y su p p ly ext en sio n s an d p r ep ar e Ag r eem en t s. Main t ain
a v ar iet y o f syst em s an d r eco r d s t o a h ig h d eg r ee o f accu r acy . Su p er v ise w o r k
act iv it ies an d t r ain o t h er st af f , in clu d in g t h e su b m issio n o f w o r ks f o r ap p r o v al. Assist
in t h e p r ep ar at io n o f t r ain in g p lan s. Du t ies u n d er t aken w o u ld b e co m m en su r at e w it h
t h e em p lo yee’s t r ain in g , exp er ien ce an d r esp o n sib ilit ies.
 Cer t if icat e IV ESI Po w er Syst em s o r eq u ivalen t co m p et en cy an d exp er ien ce.
 An ap p r o p r iat e elect r ical w o r k licen ce issu ed in acco r d an ce w it h t h e Elect r ical Saf et y
Reg u lat io n 2002 viz Lin esp er so n , Elect r ical Fit t er Mech an ic o r Elect r ical Jo in t er .

Grade 4
GRADE 4
Salary Point
10.0 – 10.3
TYPICAL TRAINING MENU FOR PROGRESSION WITHIN THIS GRADE THROUGH AN APPOVED
TRAINING PLAN:
 Pr o ject m an ag em en t f u n d am en t als
 Ef f ect iv e Decisio n Makin g
 Per f o r m an ce Plan n in g – r ev iew in g p r o g r ess
 Man ag in g p er f o r m an ce p r o b lem s
 Per f o r m an ce Plan n in g – set t in g g o als an d exp ect at io n s
 Neg o t iat io n skills f o r p r o f essio n als
 Th e IPR & Per f o r m an ce Man ag em en t
 Wo r kp lace Healt h & Saf et y r eh ab ilit at io n
Select io n o f m o d u les f o r p r o g r essio n w it h in Gr ad e m ay also in clu d e ap p r o p r iat e m o d u les
n o t yet ach ieved f r o m p r ev io u s Gr ad es.

TECHNICAL STREAM
SUPERVISOR

AGREEMENT LEVEL
TECHNICAL EMPLOYEE GRADE 4 Accep t s r esp o n sib ilit y f o r

LEVEL 6 t ech n ical exp er t ise,
Salary Points 12.0-12.5 p lan n in g , su p er v isin g o r
co -o r d in at in g w o r ks an d
is acco u n t ab le an d
r esp o n sib le f o r o u t p u t .
TECHNICAL EMPLOYEE GRADE 3 Ap p lies p r act ical t ech n iq u es

LEVEL 5 o f an alysis an d t ech n ical
Salary Points 11.0-11.5 p r in cip les, st an d ar d s an d
p r act ices an d h u m an
r elat io n s, t o n ew an d
exist in g t ech n o lo g ies
an d su p er v ises an d
m an ag es su ch w o r k.
TECHNICAL EMPLOYEE GRADE 2 Ap p lies t ech n ical p r in cip les,

LEVEL 4 p r act ices, t ech n iq u es
an d h u m an r elat io n s
Salary Points 9.0-10.3 skills t o su ch act iv it ies as
h ig h level m an u al skills
an d f au lt d iag n o sis an d
su p er v ises su ch
act iv it ies.
TECHNICAL EMPLOYEE GRADE 1 Plan s an d o r g an ises t h e

LEVEL 2/3 w o r k o f a t eam t o m eet
sch ed u les an d
Salary Points 6.0-8.2 co m p let io n t im es.

SUPERVISOR
GRADE 1
GRADE 1
Salary Points
6.0 – 8.2
ENTRY REQUIREMENTS:
ENTRY LEVEL: Ap p o in t m en t t o Gr ad e 1 w ill b e su b ject t o av ailab ilit y o f p o sit io n s in
En er g ex, ad ver t isem en t an d o p en select io n p r o ced u r es.
An employee at this level whose principal function is that of Trainer/Supervisor/Co-ordinator, is
responsible for the work of other employees engaged at a similar or lower classification level and/or
for the provision of structured on-the-job training to such employees. An employee at this level
possesses competencies which enables the employee to: exercise discretion within the scope of this
level and work under limited supervision either individually or in a team environment. The employee
would understand and implement quality systems and provide technical guidance to others in their
work team. Assist in the provision of on-the-job training to others in their work team and perform
incidental and peripheral work; commensurate with the employee's training, experience and
responsibilities.
Th e em p lo yee p lan s an d o r g an ises t h e w o r k o f a t eam t o m eet sch ed u les an d co m p l et io n
t im es. May h ave exp er t ise in o ver h ead , u n d er g r o u n d an d m ain s co n st r u ct io n an d
m ain t en an ce.
Th e em p lo yee, w h er e p r in cip ally en g ag ed as a t r ain er , m ay b e in v o lved in d evelo p in g ,
d eliv er in g an d ad m in ist er in g st r u ct u r ed t ech n ical t r ain in g . May also d eliv er saf et y an d
f ir st aid t r ain in g . May su p er vise lear n er s in lear n in g en v ir o n m en t . May h ave exp er t ise
in Elect r ical, Mech an ical an d Fab r icat io n r o les.
Ap p r o p r iat e t r ad e q u alif icat io n o r eq u iv alen t , plus 6 modules o f in d u st r y /en t er p r ise sp ecif ic
TRAINING PLAN:
 Ro les o f t h e su p er viso r
 Team lead er sh ip
 Lead in g self m an ag ed w o r k t eam s
 Tim e o r g an isat io n
 Risk assessm en t an d co n t r o l t ech n iq u es
 Man u al h an d lin g (f o r su p er v iso r s)
 Accid en t in v est ig at io n
 Saf et y au d it in g
 Co n t r o l o f h azar d o u s su b st an ces
 Wo r kp lace er g o n o m ics
 Select io n skills
 Wo r ks sch ed u ler t r ain in g

SUPERVISOR
GRADE 2
GRADE 2
Salary Points
9.0-10.3
ENTRY REQUIREMENTS:
An employee at this level performs the principal function of a Trainer/Supervisor/Co-ordinator, that is, is
the provision of structured on-the-job training to such employees.
An employee at this level applies technical principles, practices, techniques and human relations skills to
activities which may include, for example, high level manual skills, fault diagnosis and related tasks in
a workshop, laboratory, office, field or operations function and with further information, supervises
such activities. An employee possesses competencies which enables the employee to: use an overall
knowledge and understanding of the operating principles of the systems and equipment on which to
carry out tasks and exercises broad discretion within the scope of this level. Work under limited
supervision. Provide technical guidance or advice within the scope of the level; commensurate with
Th e em p lo y ee m ay b e r eq u ir ed t o o r g an ise an d co n t r o l t h e d u t ies o f st af f r elat in g t o
p o w er syst em co n st r u ct io n an d m ain t en an ce. Alt er n at ively , t h e em p lo yee m ay b e
r esp o n sib le f o r su ch t asks as su p er v isin g co n t r act s an d au d it in g co n t r act ser v ices
w it h in a lo cal en v ir o n m en t , in clu d in g p r o g r am m in g o f co n t r act o r s w o r klo ad , f ield
su p er v isio n o f in t er n al an d ext er n al st af f an d t h e au d it in g o f co n t r act ser vices. Th e
em p lo yee m ay m o n it o r an d co n t r o l m at er ial issu ed an d r et u r n ed t o st o ck.
An em p lo yee at t h is level w o u ld b e r eq u ir ed t o su p er v ise m o r e co m p lex p r o ject s t h an a
Su p er v iso r Gr ad e 1, an d lim it w ast ag e b y ad eq u at e su p er v isio n , p r o g r am m in g an d
in vest ig at io n an d im p lem en t at io n o f n ew an d m o r e ef f icien t m et h o d s an d
p r o ced u r es an d at t en d p r o m p t ly t o cu st o m er p r o b lem s.
Alt er n at ively, t h e em p lo yee m ay b e r esp o n sib le f o r su ch t asks as su p er visin g co n t r act s
an d au d it in g co n t act ser vices w it h in a lo cal en vir o n m en t , in clu d in g p r o g r am m in g o f
co n t r act o r s w o r klo ad , f ield su p er v isio n o f in t er n al an d ext er n al st af f an d t h e au d it in g
o f co n t r act ser vices. Th e em p lo yee m ay m o n it o r an d co n t r o l m at er ial issu ed an d
r et u r n ed t o st o ck. Th e em p lo yee m ay m an ag e t h e p r o visio n o f in st allat io n in sp ect io n
ser v ices w it h in t h e ar ea o f r esp o n sib ilit y .

SUPERVISOR
GRADE 2
GRADE 2
Salary Points
9.0-10.3
MAIN FUNCTIONS/BROAD COMPETENCIES: (co n t in u ed )

Th e em p lo yee, w h er e p r in cip ally en g ag ed as a t r ain er , m ay b e r eq u ir ed t o an aly se an d
d et er m in e t ech n ical t r ain in g r eq u ir em en t s an d d evelo p an d im p lem en t t r ain in g
syst em s in ad d it io n t o t h o se r eq u ir em en t s list ed f o r Su p er viso r Gr ad e 1.
 Ap p r o p r iat e t r ad e q u alif icat io n o r eq u iv alen t p lu s 15 modules of r elevan t t r ain in g , o r
eq u ivalen t .
TRAINING PLAN:
 Wo r ks co -o r d in at o r t r ain in g
 Co n t r act r eq u ir em en t s
 In t er p er so n al lead er sh ip skills
 Co n st r u ct io n m an u als r eq u ir em en t s
 Elect r icit y Act an d Reg u lat io n s
 CNL 88 Fir st Lin e Man ag em en t m o d u les

SUPERVISOR
GRADE 3
GRADE 3
Salary Points
11.0 - 11.5
ENTRY REQUIREMENTS:
An employee at t h is level performs the principal function of Trainer/Supervisor/Co-ordinator, and is
the provision of structured on-the-job t r ain in g to su ch employees. Subject to job requirements, an
employee at this level applies practical techniques of analysis and technical principles, standards and
practices and human relations, to new and existing technologies in standard design, testing,
inspection, plant operation, manufacturing, including fault diagnosis and maintenance, and with
further information, supervises and manages such work.
Such an employee may possess competencies which enable the employee to: have an advanced
knowledge and understanding of the operating principles of the systems and equipment o n w h ich to
carry out tasks. Prepare detailed technical reports as required and undertake technical investigations.
Prepare reports and/or recommendations on t h e t ech n ical su it ab ilit y of equipment, procedures
and test r esu lt s. Estimate, quote, tender and supervise electrical/electronic projects. Exercise
independent judgement and initiative within the scope of this level. Work under limited supervision.
Provide technical guidance or ad v ice; commensurate with the employee's training, experience and
responsibilities.
Th e em p lo yee at t h is level m ay b e r esp o n sib le f o r m o n it o r in g an d co n t r o llin g t h e
o p er at io n o f t h e elect r ical n et w o r k d u r in g n o r m al an d em er g en cy co n d it io n s in
acco r d an ce w it h est ab lish ed o p er at in g p r o ced u r es. Co n st r u ct io n an d co m m issio n in g
o f , an d t h e m ain t en an ce t o , su b st at io n p lan t an d asso ciat ed eq u ip m en t an d t h e
r ep air t o su b st at io n b u ild in g s t o t h e r eq u ir ed st an d ar d b y b o t h in t er n al an d ext er n al
r eso u r ces in an ef f icien t , ef f ect ive an d t im ely m an n er . Resp o n sib le f o r su p er v isin g t h e
co n st r u ct io n , m ain t en an ce an d r ep air o f o ver h ead o r u n d er g r o u n d elect r ical n et w o r k
in clu d in g asso ciat ed p lan t an d eq u ip m en t .
Th e em p lo yee m ay also b e r eq u ir ed t o u se in t er v iew in g skills an d select io n skills in st af f
select io n an d in t h e r eco g n it io n o f p r io r lear n in g p r o cess, d ev elo p an d im p lem en t
q u alit y syst em s an d w o r k in st r u ct io n s, r esear ch an d d evelo p in -h o u se m an u als f o r
eq u ip m en t o p er at io n s an d m ain t en an ce an d t r ain in g an d r eco m m en d v ar iat io n t o
cu r r en t p o licies.
Th e em p lo yee m ay also b e r esp o n sib le f o r m an ag in g syst em co n t in g en cies an d ev alu at io n
o f t h e co n d it io n o f eq u ip m en t t o b e r et u r n ed t o ser v ice.
Th e em p lo y ee, w h er e p r in cip ally en g ag ed as a t r ain er , m ay b e r esp o n sib le f o r t h e
est ab lish m en t an d co -o r d in at io n o f b r o ad t r ain in g p r o ject s in ad d it io n t o t h o se
r eq u ir em en t s list ed f o r Su p er v iso r Gr ad e 2. Main t ain in g t r ain in g m an ag em en t syst em .
In t er p r et in g an d r eco m m en d in g t r ain in g p o licy an d p r o ced u r es. In vest ig at in g an d
r eco m m en d in g in n o v at ive t r ain in g syst em s. May p r o v id e t r ain in g co n su lt at io n ser v ice.

SUPERVISOR
GRADE 3
GRADE 3
Salary Points
11.0 – 11.5
 Relev an t t r ad e q u alif icat io n o r eq u iv alen t p l u s an Ad v an ced Dip lo m a, o r eq u iv alen t
q u alif icat io n .
TRAINING PLAN:
 Ad v an ced select io n skills
 Aw ar d an d m an ag e a co n t r act

SUPERVISOR
GRADE 4
GRADE 4
Salary Points
12.0-12.5
ENTRY REQUIREMENTS:
An employee at this level performs duties as a Principal Trainer/Supervisor/Co-ordinator, that is, is
responsible for the supervision and/or training of Technical Employees at lower classification levels.
The employee possesses competencies which enables the employee to: perform work within broad
guidelines, accept responsibility for technical expertise, planning, supervising or co-ordinating works
and be accountable and responsible for output. Initiate investigations and produce resultant technical
reports and provide specialist support in a range of programmed/activities. Control and co-ordinate
the works programmed within budgetary constraints. Exercise a degree of autonomy, within
budgetary constraints, in establishing works programmed; commensurate with the employee's
Th e em p lo y ee m ay b e r eq u ir ed t o m ain t ain an d m o n it o r a Wo r ks Sch ed u lin g Syst em ,
p r o vid e b u d g et in p u t , an d b e r esp o n sib le f o r co n t r o llin g exp en d it u r e. Th e em p lo yee
also m ay b e r esp o n sib le f o r t h e ap p licat io n o f p o licies an d est ab lish m en t o f
ad m in ist r at iv e p r o ced u r es.
Th e em p lo y ee m ay p r ep ar e r ep o r t s an d /o r r eco m m en d at io n s o n t h e t ech n ical su it ab ilit y
o f eq u ip m en t , p r o ced u r es an d t est r esu lt s. Est im at e , q u o t e, t en d er an d su p er v ise
elect r ical/elect r o n ic p r o ject s. Exer cise in d ep en d en t ju d g em en t an d in it iat ive w it h in
t h e sco p e o f t h is level. Pr o vid e t ech n ical g u id an ce o r ad vice. Assist in t h e p r o v isio n o f
o n -t h e-jo b t r ain in g t o o t h er s in t h e w o r k g r o u p . Th e em p lo y ee is r esp o n sib le f o r
co n t r o llin g exp en d it u r e.
Th e em p lo yee m ay b e r esp o n sib le f o r t h e ef f ect ive p lan n in g , d esig n , co n st r u ct io n ,
o p er at io n an d m ain t en an ce o f t h e d ist r ib u t io n syst em w it h in a d ef in ed ar ea b y
p r o vid in g t ech n ical d ir ect io n w it h in t im e an d b u d g et co n st r ain t s. Th e em p lo yee m ay
p r o vid e accu r at e in f o r m at io n o n co n d it io n s o f su p p ly an d assist in co -o r d in at in g an d
n eg o t iat in g su p p ly ag r eem en t s.

SUPERVISOR
GRADE 4
GRADE 4
Salary Points
12.0-12.5
MAIN FUNCTIONS/BROAD COMPETENCIES: (Continued)

In ad d it io n t h e em p lo y ee m ay b e r esp o n sib le f o r t h e m o n it o r in g an d co n t r o l o f syst em
o p er at io n p r o ced u r es, in vest ig at io n in t o syst em secu r it y, lo ad co n t r o l an d
co n t in g en cy p lan s f o r m ajo r an d /o r p r io r it y cu st o m er s.
Th e em p lo yee m ay b e r esp o n sib le f o r t h e su p er v isio n an d t r ain in g o f cler ical an d n o n -
t ech n ical em p lo yees. Th e em p lo yee sh o u ld also p o ssesses co m p et en cies w h ich en ab le
t h e em p lo yee t o accep t r esp o n sib ilit y f o r ad m in ist r at io n an d sp ecialist su p p o r t in all
ar eas o f cu st o m er ser vice an d cu st o m er acco u n t s in clu d in g b illin g , f ield ser vices,
m et er r ead in g , t ar if f ap p licat io n , cash r eceip t in g , cr ed it co n t r o l, in st allat io n
in sp ect io n s, sim p le an d co m p lex m et er in g an d q u alit y o f su p p ly. Th e p r o visio n o f t h is
sp ecialist su p p o r t m ay b e t o st af f an d t h e w id er "f ield o f co n su lt an t s, ar ch it ect s,
co n t r act o r s, co m m u n it y lead er s an d t h e g en er al p u b lic.
Th e em p lo yee m ay also p r o v id e a lect u r in g ser v ice o r ad v ise t o cu st o m er s, st af f an d
co m m u n it y g r o u p s in an ar ea o f exp er t ise. Th e em p lo yee m ay b e r esp o n sib le f o r t h e
r eg u lat o r y in vest ig at io n o f b o t h f at al an d n o n -f at al elect r ical accid en t s.
Th e em p lo yee m ay b e r esp o n sib le f o r t h e ad m in ist r at io n , su p er visio n , co n t r o l an d au d it
o f n o n -r o u t in e co n t r act s in sen sit iv e ar eas o f cr ed it co n t r o l. Th e em p lo yee m ay also
b e r esp o n sib le f o r en su r in g ad eq u at e sy st em s ar e in p lace t o m ain t ain p u b lic saf et y.
 Relev an t t r ad e q u alif icat io n o r eq u iv alen t p lu s an Ad v an ced Dip lo m a, o r eq u iv alen t
q u alif icat io n , p lu s 6 m o d u les o f r elev an t t r ain in g , o r eq u iv alen t .
TRAINING PLAN:
 Cu r r icu lu m d evelo p m en t
 Man ag in g q u alit y im p r o vem en t


TECHNICAL STREAM
PARA-PROFESSIONALS

AGREEMENT LEVEL
TECHNICAL EMPLOYEE GRADE 5 Hig h ly d ev elo p ed cap acit y

LEVEL 7 t o m ake au t o n o m o u s
Salary Points 13.0-13.3 u se of ad v an ced
kn o w led g e an d
u n d er st an d in g .
Su b st an t ial
acco u n t ab ilit y an d
r esp o n sib ilit y f o r t he
o u t p u t o f o t h er s.
TECHNICAL EMPLOYEE GRADE 4 Accep t s r esp o n sib ilit y f o r

LEVEL 6 t ech n ical exp er t ise,
Salary Points 12.0-12.5 p lan n in g , su p er v isin g o r
co o r d in at in g w o r ks an d
is acco u n t ab le an d
r esp o n sib le f o r o u t p u t .
TECHNICAL EMPLOYEE GRADE 3 Skilled au t o n o m o u s w o r ker

LEVEL 5 ab le to m ake
Salary Points 11.0-11.5 in d ep en d en t u se o f a
h ig h level o f t h eo r et ical
an d ap p lied kn o w led g e.
Pr o vid es t ech n ical ad vice
an d g u id an ce.
TECHNICAL EMPLOYEE GRADE 2 Ad v an ced skilled

LEVEL 4 au t o n o m o u s w o r ker
Salary Points 9.0-10.3 u n d er lim it ed
su p er v isio n . Per f o r m s
t asks in vo lv in g u se o f
h ig h d eg r ee o f t ech n ical
o r ap p lied t h eo r et ical
kn o w led g e.
TECHNICAL EMPLOYEE GRADE 1 Per f o r m s r o u t in e t ech n ical

LEVEL 2/3 w ork on co m p lex
Salary Points 5.0-8.2 eq u ip m en t . Assist in o r
u n d er t ake t ech n ical
in vest ig at io n s u n d er

lim it ed su p er v isio n .
Th is car eer p at h cu r r en t ly in clu d es t h e d iscip lin es o f : elect r ical, elect r o n ic, co m p u t in g ,

civil, m ech an ical, su r veyin g , m ar ket in g an d t r ain in g d esig n . It d o es n o t p r even t t h e
in clu sio n o f o t h er p ar a-p r o f essio n al d iscip lin es in t h e f u t u r e.

PARA-PROFESSIONALS
GRADE 1
GRADE 1
Salary Points GRADE 2 GRADE 3 GRADE 4 GRADE 5
5.0-8.2
ENTRY REQUIREMENTS:
En t r y level w it h ap p r o p r iat e Ad v an ced Dip lo m a o r eq u iv alen t q u alif icat io n , o r t r ad e
cer t if icat e an d an Ap p r o ved Tr ain in g Plan lead in g t o t h e co m p let io n o f a r elev an t
Ad v an ced Dip lo m a. Ap p o in t m en t w ill b e su b ject t o availab ilit y o f p o sit io n s in En er g ex,
An employee at this level performs technical duties or exercises cross-skilling in technical fields. An
employee at this level possesses competencies which enables the employee to: exercise discretion
within the scope of this level and work under limited supervision either individually or in a team
environment. The employee would understand and implement quality systems and provide technical
guidance to others in their work team. The employee may assist in the provision of on-the-job training
to others in their work team and perform incidental and peripheral work; commensurate with the
employee's training, experience and responsibilities.
Th e em p lo yee at t h is level p er f o r m s r o u t in e t ech n ical w o r k w h ich r eq u ir es lim it ed
ap p licat io n o f h an d s o n t r ad e, t ech n ical o r m ar ket in g co m p et en cies. Co n t r ib u t es t o ,
o r u n d er t akes t ech n ical in vest ig at io n s an d p r ep ar es t ech n ical r ep o r t s u n d er lim i t ed
su p er v isio n . Co n t r ib u t es t o o r u n d er t akes d et ailed d ist r ib u t io n n et w o r k d esig n an d
est im at in g . Mo r e co m p lex t asks ar e allo cat ed as t h e em p lo yee g ain s t h e n ecessar y
kn o w led g e, skills an d co m p et en cies.
Th e em p lo yee m ay p er f o r m in st allat io n , r ep lacem en t , t est in g an d r ep air (t o co m p o n en t
level) o f su b st at io n , co m m u n icat io n s o r co m p u t er b ased eq u ip m en t an d p lan t , e.g .
r ad io s, in st r u m en t r ep air s, r elay s, m et er s, p r in t ed cir cu it b o ar d s w h er e su ch w o r k is
in cid en t al t o t h e em p lo yee's co r e f u n ct io n . Hig h vo lt ag e p lan t t est in g . Skilled self -
d ir ect ed w o r ker p er f o r m in g a var iet y o f t asks in clu d in g "h an d s-o n " w o r k u n d er
lim it ed su p er visio n . Ab le t o select t ech n iq u es u sed f o r r ep air , an d u n d er st an d s
m ain t en an ce st an d ar d s an d q u alit y co n t r o l. An em p lo yee at t h is level p r o g r esses
t o w ar d s a d et ailed u n d er st an d in g o f d ist r ib u t io n n et w o r k d esig n o r ap p lied elect r ical,
elect r o n ic, co m p u t in g , m ech an ical, civ il o r su r vey in g t h eo r y r elat in g t o an ar ea o f
En er g ex act ivit y . Th e em p lo yee m ay p er f o r m in sp ect io n w o r k o f in co m in g st o r es
it em s. Car r y o u t m easu r em en t s u sin g p r ecisio n m easu r in g eq u ip m en t . Pr o v id e u ser
su p p o r t f o r g r o u p s u sin g En er g ex co m p u t er n et w o r k an d cu st o m ised st an d ar d
so f t w ar e p ackag es. May b e r eq u ir ed t o ap p ly p ar a-p r o f essio n al skills t o t h e p r o d u ct io n
o f p h o t o g r ap h s. Th e em p lo yee m ay b e r eq u ir ed t o h av e an u n d er st an d in g an d
p r o vid e ad vice o n ap p lied m ech an ical t h eo r y r elat in g t o co m p o n en t an d eq u ip m en t
d esig n .
An em p lo y ee at t h is lev el m ay b e r eq u ir ed t o p r o vid e t ech n ical ad vice o n a w id e r an g e o f
t o p ics, an d m ay p r ep ar e an d p r esen t d esig n s an d p r o p o sals f o r en er g y u t ilisat io n ,
p r o m o t in g t h e w ise an d ef f icien t u se o f elect r ical en er g y .
 A r elev an t Ad v an ced Dip lo m a o r eq u iv alen t q u alif icat io n (En t r y p o in t w it h n o o n -t h e-
jo b exp er ien ce m in im u m Salar y Po in t 5.0), o r
 An ap p r o p r iat e t r ad e cer t if icat e p lu s 3 m o d u les o f r elevan t t r ain in g ., o r

 Gr ad e 10 level o f ed u cat io n o r eq u iv alen t , p lu s 27 m o d u les o f ap p r o p r iat e t r ain in g .
Tr ad e Cer t if icat e p lu s Ad van ced Dip lo m a o r eq u iv alen t q u alif icat io n m in im u m salar y p o in t
7.0.
PARA-PROFESSIONALS
GRADE 1
GRADE 1
Salary Points GRADE 2 GRADE 3 GRADE 4 GRADE 5
5.0-8.2
TRAINING PLAN:
 Basic p r o t ect io n t h eo r y  Mo b ile r ad io r ep air
 Su b st at io n d esig n  Au st el cab lin g
 Main s d esig n t h eo r y an d p r act ices  Basic co n t r o l/co m m u n icat io n syst em s
 In f o r m at io n So u r ces f o r m ain s d esig n  Cu r r en t t r an sf o r m er m et er in g
 Vo lt ag e r eg u lat io n  Dem an d m et er in g p r in cip les
 Po w er sy st em an aly sis  Met er in g q u er ies 1 – t ech n ical
 Oil an aly sis  Wr it in g Tech n ical Rep o r t s NSC17
 Ear t h in g t h eo r y  HV t est in g
 Pr o t ect io n t est in g
 Cir cu it r y d esig n  QESI HV iso lat io n an d access p r o ced u r es
 Civ il d esig n  Dr af t in g cir cu it r y
 Wo r kp lace Co m m u n icat io n NMETB 54.1  Dr af t in g civ il
 Pu r ch asin g m at er ials NMETB 16.12  Mech an ical Dr af t in g NMETB 75.5
 Dr af t in g st an d ar d s  Wo r kp lace Healt h & Saf et y NMETB 55.1,

55.3, QESI WHS 101, 201, 202
 Est im at in g  Plan n in g NMETB 67.3, QESI PLO 101, 201,

301,
 Met allu r g y 402, TEM 401
 Su b st at io n d esig n  Co m p u t in g NMETB 63.1, QESI OFF 101,

201
 In st r u m en t al an alysis  Cu st o m er Ser v ice an d Ad vice QESI CUS

101/201/301/401
 Pr ecisio n m ech an ical/elect r o n ic  Pr o vid e t ar if f s ad vice

eq u ip m en t f o r m easu r in g , calib r at io n &
 Met er in g q u er ies – t ech n ical
co m p ar iso n s NMETB 13.1, 13.2, 13.6, 13.7,
101/201/301/401
23.1
 Plan n in g , Est im at in g an d Co st in g EA71  Do m est ic air co n d it io n in g p r in cip les

(1/2 M)
 Over h ead m ain s d esig n  Do m est ic w at er h eat in g
 Un d er g r o u n d m ain s d esig n  Do m est ic h eat in g an d co o lin g
 Basic layo u t  Basic sp ace h eat in g t ech n o lo g y
 PC h ar d w ar e / car e r ep lacem en t  Basic en er g y au d it in g
 CAD Up d at es
 Co m p u t er co m m u n icat io n s  Do m est ic ap p lian ce u t ilisat io n
 Co o kin g  Pr esen t at io n skills
 Cu st o m er ser v ice  PC skills
 Co m m u n icat io n skills  Alt er n at ive en er g y so u r ces – d o m est ic
 Cu st o m er in f o r m at io n syst em s  Sales t ech n iq u es – 1
 Basic elect r ical saf et y  Basic m ar ket in g t ech n iq u es
 AS3000 (as ap p r o p r iat e)  En er g y au d it in g - 1

PARA-PROFESSIONALS
GRADE 2
GRADE 2
Salary Points GRADE 4
9.0-10.3
ENTRY REQUIREMENTS:
En t r y in t o t h is Gr ad e w it h ap p r o p r iat e Ad van ced Dip lo m a o r eq u iv alen t q u alif icat io n , o r
t r ad e cer t if icat e an d an Ap p r o v ed Tr ain in g Plan lead in g t o t h e co m p let io n o f a
r elev an t Ad v an ced Dip lo m a. Ap p o in t m en t t o Gr ad e 2 w ill b e su b je ct t o av ailab ilit y o f
p o sit io n s in En er g ex, ad ver t isem en t an d o p en select io n p r o ced u r es.
activities.
Such an employee possesses competencies which enables the employee to: use an overall knowledge
and understanding of the operating principles of the systems and equipment on which to carry out
tasks. Perform routine technical work on complex equipment as directed and prepare technical
reports as required. Exercise broad discretion .within the scope of this level and work under limited
provision of on-the-job training to others in their work team; commensurate with the employee's
An em p lo yee at t h is level is a skilled in d ep en d en t w o r ker p er f o r m in g co m p lex t asks
u n d er lim it ed d ir ect io n , w h o h as t h e kn o w led g e an d skills an d d em o n st r at ed cap acit y
f o r self d ir ect ed ap p licat io n r eq u ir ed t o p er f o r m t asks in vo lvin g u se o f a h ig h d eg r ee
o f t ech n ical o r ap p lied t h eo r et ical kn o w led g e. An em p lo yee en t er in g t h is Gr ad e m ay
b e exp ect ed t o u n d er t ake t asks su ch as p r ep ar at io n an d /o r r ev iew o f co m p lex
d et ailed d ist r ib u t io n n et w o r k d esig n , assist in g w it h co o r d in at io n o f cap it al an d
m ain t en an ce p r o ject s, p r ep ar in g est im at es an d u n d er t akin g t ech n ical an d / o r
m ar ket in g in v est ig at io n s.
Th e em p lo yee m ay b e r esp o n sib le f o r a r an g e o f d u t ies, f o r exam p le, an aly se syst em
o u t ag e r ep o r t s, r eview co n d it io n m o n it o r in g p r o g r am m es, calcu lat e an d issu e r elay
set t in g r eq u ir em en t s, est ab lish ef f ect ive lo ad an d n et w o r k in f o r m at io n sy st em s,
en g ag e co n t r act r eso u r ces an d d evelo p st an d ar d f ield ser v ice sp ecif icat io n s, an d
d esig n d et ailed cir cu it w ir in g d iag r am s. -Th e em p lo yee m ay o p er at e p lan t an d
eq u ip m en t , p u r ch ase p lan t an d m at er ials an d d esig n an d d r af t m ech an ical
co m p o n en t s an d assem b les. Th e em p lo yee m ay b e r esp o n sib le f o r t h e in v est ig at io n
an d r eso lu t io n o f r o u t in e cu st o m er su p p ly co m p lain t s. Th e em p lo y ee m ay p r o vid e
cu st o m er in f o r m at io n an d ad vice. Cu st o m ise st an d ar d so f t w ar e p ackag es, p er f o r m
h ar d w ar e/so f t w ar e p er f o r m an ce an alysis an d p r o d u ce su p p o r t d o cu m en t at io n .
Th e em p lo yee m ay p er f o r m in st allat io n , t est in g , ser v icin g /calib r at io n , m ain t en an ce,
r ep air (t o co m p o n en t level) an d f au lt d iag n o sis o f co m p lex eq u ip m en t , p lan t o r
syst em s in a sp ecialised ar ea, e.g . co m p lex p r o t ect io n syst em s, m icr o w av e syst em s,
m u lt i-p r o cesso r co n t r o l syst em s, h ig h vo lt ag e p lan t , co m p u t er syst em s an d n et w o r ks,
h yd r au lics an d m ech an ical eq u ip m en t . Can p r o vid e h ig h level t ech n ical so lu t io n s t o
id en t if ied p r o b lem s u n d er in it ial d ir ect io n . May m o d if y/w r it e p r o g r am s f o r co m p u t er
o p er at ed eq u ip m en t & p r o g r am m ab le co n t r o l lo g ic. Th e em p lo yee w ill b e ab le t o

select t ech n iq u es u sed f o r r ep air an d can ap p ly m ain t en an ce st an d ar d s an d q u alit y
co n t r o l. Th e em p lo yee m ay d esig n an d d r aw layo u t s, sp ecif y in g all r eq u ir ed
co m p o n en t s. Th e em p lo yee m ay b e r eq u ir ed t o h ave a h ig h lev el o f kn o w led g e o f
r elev an t r eg u lat io n s an d co m p o n en t s. Co u ld b e exp ect ed t o ab le t o m o d if y an d
im p r o ve p er f o r m an ce o f p lan t an d eq u ip m en t .
Th e em p lo y ee m ay p r o vid e t ech n ical ad v ice o n a w id e r an g e o f t o p ics. Th e em p lo y ee m ay
p r ep ar e, p r esen t an d accep t r esp o n sib ilit y f o r d esig n s an d p r o p o sals f o r ap p licat io n s
in elect r ical en er g y u t ilisat io n . Develo p an d m ain t ain cu st o m er r e lat io n sh ip s an d
co o r d in at e o t h er st af f in r elat io n t o cu st o m er r eq u ir em en t s. Pr esen t m ar ket in g
p r o g r am s t o p r o m o t e t h e w ise an d ef f icien t u se o f elect r icit y .
Du t ies u n d er t aken w o u ld b e co m m en su r at e w it h t h e em p lo yee's t r ain in g , exp er ien ce an d
r esp o n sib ilit ies. As t h e em p lo yee d evelo p s f u r t h er co m p et en cies, m o r e co m p lex t asks
w o u ld b e allo cat ed w it h m o r e in d ep en d en ce in d ecisio n m akin g .
PARA-PROFESSIONALS
GRADE 2
GRADE 2
9.0-10.3
Th e em p lo y ee m ay b e r eq u ir ed t o h ave a d et ailed u n d er st an d in g o f ap p lied en g in eer in g

t h eo r y in t h eir o w n ar ea o f exp er t ise an d a g en er al u n d er st an d in g o f o t h er En er g ex
f u n ct io n s.
MINIMUM QUALIFICATIONS:
 A r elev an t Ad van ced Dip lo m a, o r eq u iv alen t q u alif icat io n p lu s 12 m o d u les o f r elevan t

t r ain in g o r eq u iv alen t , o r
 An ap p r o p r iat e t r ad e cer t if icat e p lu s 15 m o d u les o f r elevan t t r ain in g , o r eq u iv alen t , o r
 En t r y t o Gr ad e 1 p lu s 12 m o d u les o f
r elev an t t r ain in g
TYPICAL TRAINING MENU FOR PROGRESSION WITHIN THIS GRADE TRHOUGH AN APPROVED
TRAINING PLAN:
 Ad v an ced su b st at io n d esig n  Th eo d o lit e u sag e
 In su lat io n co -o r d in at io n  Su r vey in g
 Lo ad f lo w an aly sis  LV n et w o r k an aly sis
 Co n t r act ad m in ist r at io n  Ad v an ced co n cep t s o f Au t o cad
 Pr o ject m an ag em en t EB71 (1 M)  Per so n al an d in t er p er so n al ef f ect iv en ess
 Risk m an ag em en t  Flo w ch ar t a p r o cess
 Ap p lied Ch em ist r y EA670 (1 M)  In d u st r ial & co m m er cial m icr o w ave

ap p licat io n

 Ro les o f t h e su p er viso r  Basic h eat in g an d d r yin g ap p licat io n s
 Alt er n at e en er g y syst em s an d so lu t io n s
 Tim e o r g an izat io n  In d u st r ial elect r ic m o t o r s/d r ives

ap p licat io n s
 Dig it al Fau lt Fin d in g EA789 (1/2 M)  En er g y au d it in g 1
 PLC t h eo r y an d p r act ice  En er g y m an ag em en t 1
 Pr o g r am m ab le co n t r o ller o p er at io n  Heat p u m p s
 Micr o w ave ap p licat io n  Th er m al st o r ag e ap p licat io n s
 Po w er sy st em co n cep t s  St eam p r o d u ct io n m et h o d s
 Po w er t r an sm issio n sy st em s  Po o ls an d Sp ar s
 Dist an ce p r o t ect io n  Co m m er cial an d in d u st r ial lig h t in g

ap p licat io n s
 Pr o t ect io n sig n alin g  Mar ket in g t ech n iq u es 2
 Seco n d ar y sy st em s iso lat io n  Cu st o m er r elat io n s
 Dat a Co m m u n icat io n Syst em EA300 (1  Co m m er cial an d in d u st r ial w at er h eat in g

M)
 Co m p u t er h ar d w ar e t ech n o lo g y an d  Pu m p in g
t r o u b lesh o o t in g
 Co m p u t er n et w o r k d iag n o sis an d f au lt  Alt er n at e f u el an alysis

f in d in g
 Co m p u t er o p er at io n sy st em s  Sales t ech n iq u es – 2
 PC so f t w ar e ap p licat io n su p p o r t  In vest ig at io n & r eso lvin g cu st o m er

en q u ir ies
 Ad v an ced PC h ar d w ar e  Ad v an ced m ar ket in g p r in cip les
 Co m m u n icat io n n et w o r k m an ag em en t  Co m m er cial, in d u st r ial an d r u r al t ar if f
 Dat a n et w o r k t h eo r y ap p licat io n
 ISDN n et w o r ks  Facilit at io n skills
 802.3 Et h er n et St an d ar d  Fin an cial p r in cip les
 LSP  Elect r o -t ech n o lo g y ap p licat io n s
 PC so f t w ar e evalu at io n  Ir r ig at io n p u m p in g p r in cip les
 Qu alit y Man ag em en t EB31 (1 M)  Basic co n t r o l sy st em s
 Net w o r k Layer Plan n in g EB306 (1 M)  Air Co n d it io n in g d esig n

 Tr an sm issio n Med ia Op er at io n s EA304  Co m m er cial cat er in g p r in cip les
(1 ½ M)
 Co m m er cial an d in d u st r ial sp ace  Sp ace h eat in g

h eat in g


PARA-PROFESSIONALS
GRADE 3
GRADE 3
11.0-11.5
ENTRY REQUIREMENTS:
Subject to job requirements, an employee at this level applies practical techniques of analysis and
technical principles, standards and practices, and human relations, to new and existing technologies
in standard design, testing, inspection, plant operation, manufacturing, including fault diagnosis and
maintenance, and with further information, supervises and manages such work.
Such an employee may possess competencies which enables the employee to: have an advanced
carry out tasks. The employee would prepare detailed technical reports as required and undertake
technical investigations within the scope of this level. Prepare reports and/or recommendations on the
technical suitability of equipment, procedures and test results. Estimate, quote, tender and supervise
electrical/electronic projects. Exercise independent judgement and initiative within the scope of this
level. The employee works under limited supervision either individually or in a team environment.
Understand and implement quality systems. Provide technical guidance or advice within the scope of
this level. Assist in the provision of on-the-job training to others in their work team; commensurate
An em p lo y ee at t h is level is a skilled au t o n o m o u s w o r ker ab le t o m ake in d ep en d en t u se
o f a h ig h level o f t h eo r et ical an d ap p lied kn o w led g e. A r an g e o f sig n if ican t d u t ies,
su ch as t h e f o llo w in g m ay b e u n d er t aken . May u n d er t ake p lan n in g /d esig n f u n ct io n s
an d p r o vid e an alysis an d so lu t io n s t o id en t if ied p r o b lem s. Develo p in n o vat ive w o r k
p r act ices, ev alu at e f easib ilit y o f p r o p o sals an d im p lem en t p lan s. Pr o g r am m e
b r an ch /d ep ar t m en t w o r ks. Th e em p lo yee m ay est im at e, q u o t e, t en d er an d su p er v ise
elect r ical, elect r o n ic, co m p u t er o r m ech an ical p r o ject s. Pr ep ar at io n an d r ev iew o f
t ech n ically an d eco n o m ically so u n d d esig n s t o t h e r eq u ir ed st an d ar d s f o r eit h er t h e
ext en sio n t o an d r ep air an d au g m en t at io n o f t h e elect r ical n et w o r k, o r o f m ech an ical
p lan t an d co m p o n en t s. Ef f ect iv e an d ef f icien t u t ilisat io n o f elect r ical n et w o r k o r
co m p u t er n et w o r k asset s. Neg o t iat e w it h cu st o m er s, d ev elo p er s an d co n su lt an t s o n
t ech n ical an d ad m in ist r at iv e m at t er s r elat in g t o t h e p r o v isio n o f ele ct r icit y su p p ly ,
elect r o -t ech n o lo g y ap p licat io n s, o r t h e su p p ly o f sp ecialist eq u ip m en t . Su p er v isio n o f
co n st r u ct io n b y co n t r act o r s. Develo p m en t an d p r ep ar at io n o f so f t w ar e p ackag es
in clu d in g u ser d o cu m en t at io n . Giv e sp ecialist /exp er t t ech n ical ad v ice t o c u st o m er s.
Th e em p lo yee m ay p er f o r m o r co -o r d in at e t h e ev alu at io n , in st allat io n , t est in g an d
co m m issio n in g , ser v icin g /calib r at io n , m ain t en an ce, p er f o r m an ce au d it in g ,
m o d if icat io n , r ep air (t o co m p o n en t level) an d f au lt d iag n o sis o f co m p lex su b st at io n
eq u ip m en t , p lan t o r syst em s in a sp ecialised ar ea, eg . co m p lex p r o t ect io n sy st em s,
m icr o w ave syst em s, m u lt i -p r o cesso r co n t r o l syst em s, co m p u t er syst em s an d
n et w o r ks, HV p lan t , h yd r au lics an d m ech an ical syst em s. Th e em p lo yee is ab le t o
p er f o r m a h ig h level o f in vest ig at io n an d p r o b lem so lv in g in t h ese sp ecialised ar eas.
Th e em p lo yee m ay b e r eq u ir ed t o h ave a d et ailed u n d er st an d in g o f ap p lied elect r ical,
elect r o n ic, co m p u t in g , m ech an ical, civ il o r su r vey in g t h eo r y r elat in g t o an ar ea o f
su b st at io n , co n t r o l, co m p u t in g o r co m m u n icat io n s eq u ip m en t , in clu d in g in t er f aces
w it h an d ef f ect s u p o n o t h er su b st at io n sy st em s an d m ay ap p ly t h is u n d er st an d in g t o

t h e d esig n o f co n t r o l an d seco n d ar y syst em s o r an u n d er st an d in g o f ap p lied
m ech an ical t h eo r y r elat in g t o d esig n o f m ech an ical eq u ip m en t . Ab ilit y t o d evelo p
m ain t en an ce st an d ar d s, calcu lat e p ar am et er s, p r o d u ce st an d ar d p r o ject d esig n s an d
w o r ks o r d er s, an d cu st o m ise/d eb u g co m p lex so f t w ar e p ackag es u n d er lim it ed
d ir ect io n . Ab le t o w r it e sim p le co m p u t er ap p licat io n s in h ig h o r lo w level lan g u ag es.
Th e em p lo yee m ay d evelo p , im p lem en t an d m o n it o r m ar ket in g p r o g r am s b ased o n
p r o d u ct s, ser v ices o r elect r o -t ech n o lo g ies. Th is co u ld in clu d e h ig h lev el o f
in vest ig at io n o f b o t h t ech n ical an d cu st o m er asp ect s an d p r ep ar in g , p r esen t in g an d
accep t in g r esp o n sib ilit y f o r d et ailed d esig n s an d p r o p o sals f o r sp ecial an d u n iq u e
ap p licat io n s o f en er g y u t ilisat io n . May p r ep ar e an d p r esen t t r ain in g o n var io u s
t ech n o lo g ies.

PARA-PROFESSIONALS
GRADE 3
GRADE 3
11.0-11.5
Th e em p lo yee is a skilled au t o n o m o u s w o r ker p er f o r m in g a w id e var iet y o f co m p lex

t asks, ab le t o select an d d ev elo p t ech n iq u es u sed f o r r ep air an d f au lt d iag n o sis an d
can ap p ly an d d ev elo p m ain t en an ce st an d ar d s an d q u alit y co n t r o l. Det ailed
u n d er st an d in g o f ap p lied elect r ical o r elect r o n ic t h eo r y r elat in g t o an ar ea o f
su b st at io n o r co m m u n icat io n s eq u ip m en t ap ar t f r o m t h eir o w n sp ecialised ar ea.
Un d er st an d in g o f t h e r eq u ir em en t s an d d evelo p m en t p r o cess f o r m ain t en an ce
st an d ar d s.
 A r elev an t Ad v an ced Dip lo m a o r eq u iv alen t q u alif icat io n p lu s 15 m o d u les o f r elev an t
t r ain in g in ad d it io n t o t h e r eq u ir em en t s o f Gr ad e 2 en t r y , o r eq u iv alen t , o r
 An ap p r o p r iat e t r ad e cer t if icat e p lu s r elevan t Ad v an ced Dip lo m a o r eq u ivalen t
q u alif icat io n .
TRAINING PLAN:
 Ad v an ced p r o t ect io n sch em es  TCPIP im p lem en t at io n an d t h eo r y
 Seq u en t ial co m p o n en t s t h eo r y  Co m p u t er o p er at in g sy st em
ad m in ist r at io n
 Disso lved g as an aly sis  Co m p u t er n et w o r k m an ag em en t
 In su lat io n t est in g an d ag ein g  Co ach in g skills
 Mar ket in g skills  Net w o r k ap p licat io n s su p p o r t
 Pr esen t in g Rep o r t s NCS15  Co m p u t er ap p licat io n s su p p o r t
 In t r o d u ct io n t o En vir o n m en t Man ag em en t EB76 (11/2 M)
 Team lead er sh ip  Asset co n t r o l
 Lead in g self m an ag ed w o r k t eam s  Select io n skills
 Neg o t iat io n skills NCS09  On e t o On e co ach in g
 In t er p er so n al lead er sh ip skills  Pr o ject m an ag em en t
 Ad v an ced m ain t en an ce p r o ced u r es  Ad v an ced co m m er cial &

in d u st r ial h eat in g
 Syst em p lan in t er f aces  Ad v an ced d r y in g t ech n iq u es &

eq u ip m en t

 Cir cu it d esig n (elect r o n ic)  Elect r ic veh icles p er f o r m an ce &
ap p licat io n
 Dig it al r ad io  Fr u it r ip en in g t ech n iq u es
 Micr o w ave sy st em s d esig n  Clim at e co n t r o l syst em s &

ap p licat io n s
 Maxim isin g w in d o w s  Ad v an ced C & I lig h t in g ap p licat io n s
 Dist r ib u t io n co n t r o l sy st em  Cu st o m er n eg o t iat io n skills
 Micr o -p r o cesso r syst em s an d t o o ls  Ad v an ced air co n d it io n in g
 Deb u g / f au lt f in d in g t ech n iq u es f o r m icr o p r o cesso r s
 So f t w ar e t est in g t ech n iq u es  Ad v an ced lig h t in g d esig n an d

ap p licat io n
 An alo g u e au d it /calib r at io n p r o ced u r es  Co m p lex C & I an d r u r al

en d u se ap p licat io n s
 Qu alit y Co n t r o l an d Co m p u t in g EB40 (1/2 M)  Ad v an ced h eat p u m p ap p licat io n s
 Ad v an ced Pr o t el Sch em at ic  Dem an d an alysis
 Ad v an ced Pr o t el Au t o t r ax  St at ist ical in t er p r et at io n
 In t er m ed iat e Au t o cad  Mar ket r esear ch
 Sp ecif icat io n w r it in g an d an aly sis  Elect r o -t ech n o lo g y d esig n
 Pr esen t at io n skills  Elect r o -t ech n o lo g y d ev elo p m en t
 Pu b lic sp eakin g  Ad v an ced h eat t r an sf er an d

r eco ver y
 Ad v an ced co m m er cial cat er in g ap p licat io n s  Ad v an ced m ar ket in g t ech n iq u es
 Ad v an ced en er g y au d it in g an d an aly sis


PARA-PROFESSIONALS
GRADE 4
GRADE 4
Salary Points
12.0-12.5
ENTRY REQUIREMENTS:
An employee at this level possesses competencies which enables the employee to: perform work within
broad guidelines. The employee accepts responsibility for technical expertise, planning, supervising
or co-ordinating works and is accountable and responsible for output. Initiate investigations and
-
produce resultant technical reports. Work independently as a specialist or in a team. Provide
specialist support in a range of programmes/activities and control and co-ordinate the works
programme within budgetary constraints. Exercise a degree of autonomy, within budgetary
constraints, in establishing works programmes. The employee will perform duties as a Principal
Trainer/Supervisor/Coordinator, that is, be responsible for the supervision and/or training of Technical
Employees at lower classification levels; commensurate with the employee's training, experience and
responsibilities.
Th e em p lo yee is a skilled au t o n o m o u s w o r ker ab le t o m ake in d ep en d en t u se o f a h ig h
level o f t h eo r et ical an d ap p lied kn o w led g e. Ab le t o u n d er t ake sig n if ican t p lan n in g ,
d evelo p m en t , d esig n , sp ecif icat io n an d p r o cu r em en t f u n ct io n s an d p r o v id e
in d ep en d en t an alysis, ad v ice an d cr eat ive so lu t io n s t o p r o b lem s id en t if ied b y t h e
w o r ker t h r o u g h t h eir skills an d kn o w led g e. Resp o n sib ilit ies m ay in clu d e t h e f o llo w in g :
Co -o r d in at e an d su p er v ise t h e d esig n an d d r af t in g act ivit ies r eq u ir ed f o r co n st r u ct io n
o f zo n e su b st at io n s, m ain t en an ce o f t h e p o w er d ist r ib u t io n syst em o r m ech an ical
p r o ject s t o m eet v ar io u s r eg u lat io n s an d saf et y r eq u ir em en t s. Man ag e a d esig n t eam
p r o d u cin g d ist r ib u t io n n et w o r k, cir cu it r y o r co m p o n en t d esig n s an d w o r ks o r d er s o r
co m p lex m ech an ical p r o ject s. Develo p an d m ain t ain u n if o r m d esig n p r act ices. Man ag e
t ech n ical an d h u m an r eso u r ces t o m eet p r o ject t ar g et s. Pr o g r am b r an ch /d ep ar t m en t
cap it al an d m ain t en an ce w o r ks. Co n t r ib u t es t o o r u n d er t akes st af f select io n . Develo p ,
im p lem en t an d m an ag e m ajo r /co m p lex m ar ket in g p r o ject s.
Th e em p lo yee m ay p er f o r m r em o t e d iag n o st ics/m o d if icat io n an d b acku p syst em s t o
r est o r e f acilit ies an d m an ag e t h e saf e an d ef f icien t r est o r at io n /r ep air o f co m p lex
eq u ip m en t an d sy st em s f o llo w in g b r eakd o w n s. Th is m ay r eq u ir e g iv in g in st r u ct io n s
an d t ech n ical ad v ice t o o p er at o r s an d /o r su p p o r t p er so n n el at r em o t e sit es t o en su r e
in t eg r it y an d o p er ab ilit y o f t h e sy st em s is m axim ised u n d er co n t in g en cies. Th is w o r k
r eq u ir es su b st an t ial kn o w led g e o f syst em s an d f ailu r e/r eco ver y ch ar act er ist ics an d t h e
ab ilit y t o in vest ig at e an d so lve co m p lex sy st em s p r o b lem s in clu d in g d eb u g g in g o f
so f t w ar e ap p licat io n s. Ab le t o w r it e sig n if ican t co m p u t er ap p licat io n s in h ig h o r lo w
level lan g u ag es.
Th e em p lo yee m ay ev alu at e n ew eq u ip m en t /t ech n iq u es f o r p er f o r m in g f u n ct io n s an d
m ay b e r esp o n sib le f o r sp ecif yin g n ew m at er ials eq u ip m en t an d ser v ices. Th e
em p lo yee m ay be r esp o n sib le for t est in g an d /o r calib r at in g co m p lex
elect r ical/elect r o n ic eq u ip m en t an d sy st em s in clu d in g so f t w ar e. Th e em p lo y ee m ay
b e r esp o n sib le f o r au t h o r isin g co n t r o lled d o cu m en t s (t h o se w h ich co n t r o l a p r o cess)
in a q u alit y syst em . Ab ilit y t o w r it e co m p u t er p r o g r am s t o au t o m at e w o r k p r o cesses.
Th e em p lo yee m ay b e exp ect ed t o w o r k in a t eam en v ir o n m en t an d m ay b e em p lo y ed in
a Mech an ical En g in eer in g en v ir o n m en t asso ciat ed w it h d esig n , sp ecif icat io n ,

p r o cu r em en t , an d t h e p r o visio n o f t ech n ical ad vice o n m ech an ical eq u ip m en t .
 A r elevan t Ad v an ced Dip lo m a o r eq u ivalen t q u alif icat io n p lu s 6 m o d u les o f r elevan t
t r ain in g in ad d it io n t o t h e r eq u ir em en t s f o r Gr ad e 3, o r eq u iv alen t .

PARA-PROFESSIONALS
GRADE 4
GRADE 4
Salary Points
12.0-12.5
TRAINING PLAN:
 In st r u ct io n skills
 Cr eat ive t h in kin g
 Ad v an ced elect r o n ic sy st em s
 St r at eg ic m ar ket in g
 Ad v an ced select io n skills
 To t al Qu alit y Man ag em en t
 Diag n o st ic t ech n iq u es
 Co m p u t er syst em p lat f o r m s
 Ad v an ced co n t r o l t ech n iq u es (d ist r ib u t io n au t o m at io n seq u en ces)
 Pr o g r am m in g in assem b ler /m acr o -assem b ler lan g u ag e
 Dat ab ase t ech n iq u es
 Net w o r k an aly sis t o o ls an d t ech n iq u es
 UNIX syst em p r o g r am m in g
 Real t im e o p er at in g syst em s
 Co m m issio n in g ap p licat io n so f t w ar e in n et w o r k en v ir o n m en t s
 So f t w ar e q u alit y co n t r o l t ech n iq u es
 Co m m u n icat io n skills
 Co m p u t er n et w o r k d esig n
 Net w o r k Secu r it y
 Tr ain t h e t r ain er
 TQM t eam lead er
 Man ag in g q u alit y im p r o vem en t
 Lead in g f o r q u alit y an d cu st o m er f o cu s
 Em p lo yee co ach in g an d co u n sellin g
 Mar ket seg m en t at io n
 Ad v an ced elect r o -t ech n o lo g y
 Mar ket an aly sis

 Mar ket in g p r o g r am d evelo p m en t
 Dem an d sid e m an ag em en t
 Tar if f an alysis an d select io n
 Ad v an ced n eg o t iat in g skills
 Cu st o m ise co m p u t er p ackag es
 Tr ain in g co u r se d ev elo p m en t
 Pr o m o t io n al st r at eg y
 Ad v an ced h eat p u m p d esig n
 Ad v an ced PC ap p licat io n s e.g . f in it e elem en t an alysis

PARA-PROFESSIONALS
GRADE 5
GRADE 5
GRADE 1 GRADE 2 GRADE 3 GRADE 4 Salary Points
13.0-13.3
ENTRY REQUIREMENTS:
An employee at this level possesses competencies which enables the employee to: accept a high degree
of responsibility for technical expertise, planning, supervising or co-ordinating works. The employee is
accountable and responsible for output. Initiate investigations and produce resultant technical reports.
The employee may work independently as a specialist or in a team and provide specialist support in a
range of programmes/activities. Display interpersonal skills in the performance of the function and
develop and implement significant work programmes. The employee will perform duties as a Principal
Trainer/ Supervisor/ Co-ordinator and is responsible for the supervision and/or training of Technical
responsibilities.
A skilled w o r ker w it h a h ig h ly d evelo p ed cap acit y t o m ake au t o n o m o u s u se o f ad van ced
kn o w led g e an d u n d er st an d in g . May u n d er t ake sig n if ican t h ig h lev el cr eat ive p lan n in g
d esig n , an d /o r m an ag em en t f u n ct io n s an d m ay h ave a su b st an t ial acco u n t ab ilit y an d
r esp o n sib ilit y f o r t h e o u t p u t o f o t h er s. A h ig h level o f su p er visio n o f o t h er s m ay b e
in vo lved an d t h e d evelo p m en t an d im p lem en t at io n o f p r o ced u r es an d p r o cesses t o
o b t ain t h e r eq u ir ed p er f o r m an ce an d p r o d u ct iv it y m ay f o r m p ar t o f t h e f u n ct io n s at
t h is lev el.
Th e em p lo yee m ay b e r esp o n sib le f o r v ar io u s elem en t s o f syst em s in clu d in g in t eg r it y o f
syst em f u n ct io n s an d in f o r m at io n p r o v id ed . Th e em p lo y ee w ill h av e co m p r eh en sive
kn o w led g e o f sy st em s f o r w h ich h e/sh e is r esp o n sib le an d m ay b e r eq u ir ed t o
o p t im ise p er f o r m an ce t o ach ieve d esir ed o u t co m es. Th e em p lo yee m ay b e
r esp o n sib le f o r d ev elo p in g an d im p lem en t in g sp ecial t est in g p r o ced u r es an d f o r
d evelo p in g /m ain t ain in g q u alit y syst em s an d st an d ar d s.
Th e em p lo yee m ay h av e an in -d ep t h kn o w led g e o f m ar ket in g an d m ay b e r esp o n sib le f o r
co m m er cial d ecisio n s r elat in g t o t h e p r icin g , p u r ch asin g , an d sellin g o f elect r icit y.
 A r elev an t Ad van ced Dip lo m a o r eq u iv alen t q u alif icat io n p lu s 6 m o d u les o f r elev an t
t r ain in g in ad d it io n t o t h e r eq u ir em en t s f o r Gr ad e 4, o r eq u iv alen t .
TRAINING PLAN:
 Fin an cial m an ag em en t  Ad v an ced r isk m an ag em en t
 Acco u n t in g p r act ices  Clien t / ser v er ar ch it ect u r e co n cep t s
 Per f o r m an ce ev alu at io n  In f o r m at io n t ech n o lo g y co n t r act

m an ag em en t
 St at ist ical an alysis  Co m p u t er syst em s an alysis an d d esig n

 Har m o n ic an alysis  Tr ain t h e t r ain er
 Tr an sien t an alysis  Sp ecialised elect r o -t ech n o lo g y d esig n

& ap p licat io n
 Man ag in g st af f  Eco n o m ic evalu at io n
 Pr o g r am m e in h ig h lev el lan g u ag es (eg  Elect r icit y t r ad in g

C+ + , au t o lisp )
 Syst em s An alysis  Bu sin ess m an ag em en t
 Cu r r icu lu m d evelo p m en t  New p r o d u ct d evelo p m en t
 Co m m u n icat io n s f o r b u sin ess  Mar ket in g ch an n el
 Bu sin ess law  Mar ket in g p r o ject
 Co u r se d ev elo p m en t 

TECHNICAL STREAM
SYSTEM OPERATOR

TECHNICAL EMPLOYEE GRADE 5 Man ag es m u lt ip le em er g en cies

LEVEL 8 & sy st em
Salary Points 14.0-14.3 secu r it y/eco n o m ics.
Su p er v ises st af f & sy st em
o p er at io n . Sch ed u lin g o f
g en er at io n p lan t , lo ad
f o r ecast in g , ap p r o ves
p r ed ict ed o u t ag es &
p r ep ar es co n t in g en cy
p lan s.
TECHNICAL EMPLOYEE GRADE 4 Gen er at io n p lan t co -

LEVEL 7 o r d in at io n , eco n o m ic
Salary Points 13.0-13.3 co n t r o l, g en er at io n &
t r an sm issio n secu r it y
co n t r o l, f r eq u en cy co n t r o l,
& d em an d m an ag em en t .
Sh o r t t er m lo ad f o r ecast in g
& g en er at io n p lan t
sch ed u lin g . Tr an sm issio n
p lan t o u t ag es r esear ch &

ap p r o v al.
TECHNICAL EMPLOYEE GRADE 3 Man ag es o p er at io n al

LEVEL 6 co n st r ain t s of co n t r o l
Salary Points 12.0-12.5 syst em & co n d u ct s lo ad
f lo w st u d ies. Hy d r o co n t r o l
w h er e r elevan t .
TECHNICAL EMPLOYEE GRADE 2 Resp o n sib le for syst em

LEVEL 5 co n t r o l, in clu d in g sy st em
Salary Points 11.0-11.5 secu r it y co n t r o l, lo ad sh if t s
p er f o r m ed & st o r m st ar t
u p . Man ag es em er g en cy
sit u at io n s & im p lem en t s
co u n t er d isast er p lan s.
TECHNICAL EMPLOYEE GRADE 1 Resp o n sib le f o r sy st em co n t r o l

LEVEL 4 & m o n it o r in g ,
Entry Point.
Salary Point 10.3 r isk/co n t in g en cy /alar m
an aly sis, w eat h er
m o n it o r in g , lo ad sh if t in g &
sw it ch in g co n t r o l. Up d at es
o p er at io n al r eco r d s &
p er f o r m s sy st em
r est o r at io n .
TECHNICAL EMPLOYEE SYSTEM OPERATOR Un d er t akes ext en sive t r ain in g

TRAINING w h ich w ill lead to
LEVEL 4
kn o w led g e an d
Salary Point 9.0-10.2 co m p et en cy r eq u ir ed f o r
ap p o in t m en t to Sy st em
Op er at o r Gr ad e 1

SYSTEM OPERATOR
(TRAINING)
SYSTEM
OPERATOR GRADE 1 GRADE 2 GRADE 3 GRADE 4 GRADE 5
(TRAINING)
9.0-10.2
ENTRY REQUIREMENTS:
ENTRY LEVEL: Ap p o in t m en t as Syst em Op er at o r (Tr ain in g ) w ill b e su b ject t o av ailab ilit y o f
p o sit io n s in En er g ex, ad ver t isem en t an d o p en select io n p r o ced u r es.
MAIN FUNCTIONS / BOARD COMPETENCEIS:
An em p lo yee at t h is level u n d er t akes an ext en sive t r ain in g p r o g r am , w h ich w ill in clu d e
g ain in g kn o w led g e an d co m p et en cy , in all asp ect s o f an d lead in g t o su b seq u en t
ap p o in t m en t as Syst em Op er at o r Gr ad e 1. Th is also in clu d es p er f o r m in g p lan n in g
an d /o r t ech n ical d u t ies o r exer cises cr o ss-skillin g in t ech n ical f ield s.
Th e em p lo yee w ill d ev elo p skills in sy st em co n t r o l o p er at io n s in clu d in g vo lt , lo ad an d
SCADA co n t r o l, syst em m o n it o r in g , sw it ch in g sh eet w r it in g an d au t h o r izat io n ,
u p d at in g o p er at io n al r eco r d s, r isk an d co n t in g en cy an d alar m an alysis, w eat h er
m o n it o r in g an d lo ad sh if t in g an d sw it ch in g co n t r o l. Co m m u n icat io n o ccu r s w it h f ield
st af f , m an ag em en t , cu st o m er s an d o t h er syst em co n t r o l st af f d u r in g n o r m al, r ed u ced
secu r it y an d em er g en cy sit u at io n s.
MINIMUM QUALIFICAITONS/TRAINING
 Co m p let io n o f an ap p r o p r iat e t r ad e cer t if icat e, p lu s 15 modules o f r elevan t t r ain in g , o r
eq u ivalen t , w h ich w o u ld in clu d e t h e f o llo w in g kn o w led g e:
- Syst em p r o t ect io n p h ilo so p h y an d sy st em co n f ig u r at io n
- Plan t cap ab ilit ies an d co m m u n icat io n sy st em s
- Hig h vo lt ag e iso lat io n an d access p r o ced u r es
- Accep t ed in d u st r y o p er at in g p r act ices
- Co n t r o l r o o m su p p o r t f acilit ies
- Fo u n d at io n kn o w led g e o f elect r ical t h eo r y at ad v an ced cer t if icat e lev el o r
eq u ivalen t
- Or g an izat io n al st r u ct u r es
TRAINING PLAN:
 Sw it ch g ear
 Su b st at io n s
 Syst em Secu r it y
 Em er g en cy Op er at io n s
 Mo n it o r in g Skills
 Cu st o m er Ser v ice
 Syst em Co n f ig u r at io n

 In t er p er so n al Skills
 Sw it ch in g / Access Pr o ced u r es

SYSTEM OPERATOR
GRADE 1
SYSTEM GRADE 1
OPERATOR Salary Points
(TRAINING) 10.3
ENTRY REQUIREMENTS:
ENTRY LEVEL: Ap p o in t m en t t o Gr ad e 1 w ill b e su b ject t o av ailab ilit y o f p o sit io n s in
activities.
Such an employee possesses competencies which enables the employee to: perform routine technical
work on complex equipment as directed and use an overall knowledge and understanding of the
operating principles of the systems and equipment on which to carry our tasks. Prepare technical
reports as required. Exercise broad discretion within the scope of this level and work under limited
provision of on-the-job training to others in their work team and perform incidental and peripheral
work; commensurate with the employee's training, experience and responsibilities.
An em p lo yee at t h is lev el is r esp o n sib le f o r t h e m in u t e t o m in u t e su p er visio n an d co n t r o l
o f a h ig h vo lt ag e d ist r ib u t io n syst em w it h in a d esig n at ed co n t r o l cen t r e. Co n t r o l
f u n ct io n s n o r m ally f o llo w est ab lish ed p r act ices, p r in cip les an d st an d ar d s. Ho w ever
co n t r o l d u r in g ab n o r m al an d em er g en cy sit u at io n s r eq u ir e t h e Sy st em Op er at o r t o b e
co m p et en t t o m ake q u ick d ecisio n s w it h a h ig h d eg r ee o f au t o n o m y. Th e em p lo yee is
r esp o n sib le f o r syst em co n t r o l in clu d in g vo lt , lo ad an d SCADA co n t r o l, syst em
m o n it o r in g , r isk an d co n t in g en cy an d alar m an aly si s, w eat h er m o n it o r in g an d lo ad
sh if t in g an d sw it ch in g co n t r o l. Th e em p lo yee also co n t r o ls access/t est p er m it s,
u p d at es o p er at io n al r eco r d s, p er f o r m s syst em r est o r at io n an d o r g an ises f ield st af f f o r
sw it ch in g an d r ep air s. Th e em p lo yee r ep o r t s o n o u t ag es, lo ad sh if t s, r ed u ced secu r it y
an d co n t in g en cies an d p er f o r m an ce o f su p p o r t f acilit ies. Th e em p lo yee p r o cesses
cu st o m er co n t act s an d u n d er t akes w r it t en an d elect r o n ic syst em even t r ep o r t in g .
Co m m u n icat io n o ccu r s w it h f ield st af f , m an ag em en t , cu st o m er s an d o t h er syst em
co n t r o l st af f d u r in g n o r m al, r ed u ced secu r it y an d em er g en cy sit u at io n s. Th e
em p lo yee p r o vid es ad vice o n o p er at io n al m at t er s an d saf e p r o ced u r es an d
u n d er t akes lect u r es an d t o u r s f o r visit o r s an d o p er at io n al st af f .
An em p lo yee at t h is level su p er v ises o p er at io n al co n st r ain t s o f t h e syst em an d
u n d er t akes sw it ch in g co -o r d in at io n . Th e em p lo yee also u n d er t akes v ar io u s
p lan n in g /r esear ch act iv it ies in clu d in g p lan t o u t ag es r esear ch an d ap p r o v al, sw it ch in g
p r o g r am p r o d u ct io n an d d ist r ib u t io n an d also d esig n s, d evelo p s an d u p d at es sy st em
co n t r o l in f o r m at io n an d su p p o r t f acilit ies. Th e em p lo yee d evelo p s co n t in g en cy p lan s,
ar r an g es f ield st af f an d p r o v id es in p u t t o sy st em p lan n in g an d eq u ip m en t d esig n .

SYSTEM OPERATOR
GRADE 1
SYSTEM GRADE 1
(TRAINING) 10.3
 Co m p let io n o f an ap p r o p r iat e t r ad e cer t if icat e, o r eq u iv alen t , plus 15 modules o f
r elev an t t r ain in g , o r eq u iv alen t , w h ich w o u ld in clu d e t h e f o llo w in g kn o w led g e:
- Syst em p r o t ect io n p h ilo so p h y an d sy st em co n f ig u r at io n
- Plan t cap ab ilit ies an d co m m u n icat io n sy st em s
- Hig h vo lt ag e iso lat io n an d access p r o ced u r es
- Accep t ed in d u st r y o p er at in g p r act ises
- Co n t r o l r o o m su p p o r t f acilit ies
- Fo u n d at io n kn o w led g e o f elect r ical t h eo r y at ad v an ced cer t if icat e lev el o r
eq u ivalen t
- Or g an isat io n al st r u ct u r es
TRAINING PLAN:
 Elect r ical Th eo r y 1
 Cir cu it Th eo r y 1
 Po w er Lin e Th eo r y
 Tr an sf o r m er Th eo r y 1
 Gen er at o r s 1
 Tr an sf o r m er s & Reg u lat o r s 1
 React iv e Dev ices 1
 Lin es & Cab les 1
 Sw it ch g ear 1
 Su b st at io n s 1
 Syst em Secu r it y 1
 Plan t Cap ab ilit ies I
 Syst em Co n f ig u r at io n 1
 Sw it ch in g /Access Pr o ced u r es 1
 Co m m u n icat io n Skills 1
 Cu st o m er Ser v ice 1
 Su p p o r t Facilit ies 1
 Gen er al Pr o ced u r es 1
 Em er g en cy Op er at io n s 1

 Mo n it o r in g Skills
 SCADA/Co n t r o l Eq u ip m en t
 In t er p er so n al Skills
 Co m m u n icat io n Eq u ip m en t 1

SYSTEM OPERATOR
GRADE 2
SYSTEM GRADE 2
(TRAINING) 11.0-11.5
ENTRY REQUIREMENTS:
Ap p o in t m en t f r o m Gr ad e 1 t o Gr ad e 2 w ill b e su b ject t o av ailab ilit y o f p o sit io n s in
Subject to job requirements, an employee at this level applies practical techniques of analysis and
technical principles, standards and practices, and human relations, to new and existing technologies
in standard design, testing, inspection, plant operation, manufacturing, including fault diagnosis and
maintenance, and with further information, supervises and manages such work.
Such an employee may possess competencies which enables the employee to: have an advanced
carry out tasks. The employee would prepare detailed technical reports as required and undertake
technical investigations within the scope of this level. Prepare reports and/or recommendations on the
technical suitability of equipment, procedures and test results. Estimate, quote, tender and supervise
electrical/electronic projects. Exercise independent judgement and initiative within the scope of this
level. The employee works under limited supervision either individually or in a team environment.
Understand and implement quality systems. Provide technical guidance or advice within the scope of
this level. Assist in the provision of on-the-job training to others in their work team; commensurate
In ad d it io n t o t h e f u n ct io n s an d r esp o n sib ilit ies o f Sy st em Op er at o r Gr ad e 1, t h e
em p lo yee at t h is level is r esp o n sib le f o r t h e f o llo w in g t asks an d f u n ct io n s w it h in a
d esig n at ed co n t r o l cen t r e. Th e em p lo yee is r esp o n sib le f o r sy st em co n t r o l, in clu d in g
syst em secu r it y co n t r o l, lo ad sh if t s p er f o r m ed , st o r m st ar t u p an d issu in g access/t est
p er m it s. Th e em p lo yee m an ag es em er g en cy sit u at io n s an d t h e t r ain in g o f o p er at io n al
st af f . Th e em p lo y ee im p lem en t s co u n t er d isast er p lan s.
* Co m p let io n o f an ap p r o p r iat e t r ad e cer t if icat e p lu s a r elev an t Ad van ced Dip lo m a o r
eq u ivalen t .
TRAINING PLAN:
 Cir cu it Th eo r y 2
 Po w er Lin e Th eo r y 2
 Tr an sf o r m er Th eo r y 2
 Real/React ive Po w er 1
 Pr o t ect io n 1
 Or g an isat io n 1

 Ag r eem en t s an d Act s 1
 Ou t ag e Co -o r d in at io n 1
 Tr ain in g Co -o r d in at io n
m o d u les n o t yet ach iev ed f r o m p r ev io u s Gr ad e.
SYSTEM OPERATOR
GRADE 3
SYSTEM GRADE 3
ENTRY REQUIREMENTS:
An employee at this level possesses competencies which enables the employee to: perform work within
broad guidelines. The employee accepts responsibility for technical expertise, p lan n in g ,
su p er v isin g or coordinating works and is accountable and responsible for output. The employee
initiates investigations and produces resultant technical reports. Work independently as a specialist or
in a team. Provide specialist support in a range of programme/activities and control and co-ordinate
the works programme within budgetary constraints. Exercise a degree of autonomy, within budgetary
constraints, in establishing works programmes. The employee will perform duties as a Principal
Trainer/Supervisor/Co-ordinator, that is, be responsible for the supervision and/or training of
Technical Employees at lower classification levels; commensurate with the employee's training,
In ad d it io n t o t h e f u n ct io n s an d r esp o n sib ilit ies o f Sy st em Op er at o r Gr ad e 2, t h e
em p lo yee at t h is level is r esp o n sib le f o r t h e f o llo w in g t asks an d f u n ct io n s w it h in a
d esig n at ed co n t r o l cen t r e. Th e em p lo y ee m an ag es t h e o p er at io n al co n st r ain t s o f t h e
syst em an d co n d u ct s lo ad f lo w st u d ies. Th e em p lo yee is r esp o n sib le f o r h yd r o co n t r o l
w h er e r elevan t .
* A r elevan t Ad van ced Dip lo m a o r eq u iv alen t q u alif icat io n , p lu s 6 m o d u les o f r elev an t
t r ain in g in ad d it io n t o t h e r eq u ir em en t s o f Gr ad e 2 en t r y , o r eq u iv alen t .

SYSTEM OPERATOR
GRADE 3
SYSTEM GRADE 3
TRAINING PLAN:
 Po w er Lin e Th eo r y 3
 Real/React ive Po w er 2
 Tr an sien t s Th eo r y
 Sh o r t Cir cu it Co n d it io n s
 Po w er St at io n Eq u ip m en t 1
 Gen er at o r s 2
 Tr an sf o r m er s & Reg u lat o r s 2
 React iv e Dev ices 2
 Lin es & Cab les 2
 Sw it ch g ear 2
 Su b st at io n s 2
 Pr o t ect io n 2
 Plan t Cap ab ilit ies 2
 Vo lt ag e Co n t r o l 1
 Lo ad Flo w 1
 Or g an isat io n 2
 Sw it ch in g /Access Pr o ced u r es 2
 Co m m u n icat io n Skills 2
 Cu st o m er Ser v ice 2
 Su p p o r t Facilit ies 2
 Gen er al Pr o ced u r es 2
 Ag r eem en t s & Act s 2
 SCADA/Co n t r o l Eq u ip m en t
 Ou t ag e Co -o r d in at io n 2
 Rep o r t in g & Do cu m en t at io n 1

 Co m m issio n in g
 St af f Su p er v isio n
 St af f Ad m in ist r at io n

SYSTEM OPERATOR
GRADE 4
SYSTEM GRADE 4
ENTRY REQUIREMENTS:
Ap p o in t m en t t o Gr ad e 4 w ill b e su b ject t o av ailab ilit y o f p o sit io n s in En er g ex, ad ver t isem en t
an d o p en select io n p r o ced u r es.
An employee at this level possesses competencies which enables the employee to: accept a high degree of
responsibility for technical expertise, planning, supervising or co-ordinating works. The employee will be
accountable and responsible for output. Initiate investigations and produce resultant technical reports. The
employee may work independently as a specialist or in a team and provide specialist support in a range of
programme/activities. Display interpersonal skills in the performance of the function and develop and
implement significant work programmes. The employee will perform duties as a Principal
Trainer/Supervisor/Co-ordinator and is responsible for the supervision and/or training of Technical
responsibilities.
In ad d it io n t o t h e f u n ct io n s an d r esp o n sib ilit ies o f Syst em Op er at o r Gr ad e 3, t h e em p lo y ee at
t h is level is r esp o n sib le f o r t h e f o llo w in g t asks an d f u n ct io n s w it h in a d esig n at ed co n t r o l
cen t r e. Th e em p lo yee is r esp o n sib le f o r v ar io u s elem en t s o f syst em co n t r o l in clu d in g
g en er at io n p lan t co -o r d in at io n , eco n o m ic co n t r o l, g en er at io n an d t r an sm issio n secu r it y
co n t r o l, f r eq u en cy co n t r o l an d d em an d an d h yd r o m an ag em en t . Th e em p lo yee
u n d er t akes g en er at io n o u t ag e r ep o r t in g . Th e em p lo yee co m m u n icat es w it h p o w er st at io n
an d o t h er sy st em co n t r o l st af f d u r in g n o r m al an d em er g en cy sit u at io n s an d p r o v id es
ad v ice o n g en er at io n an d m ajo r t r an sm issio n o p er at io n . Th e em p lo y ee u n d er t akes v ar io u s
p lan n in g an d r esear ch t asks in clu d in g sh o r t t er m lo ad f o r ecast in g , sh o r t t er m g en er at io n
p lan t sch ed u lin g an d t r an sm issio n p lan t o u t ag es r esear ch an d ap p r o v al. Th e em p lo yee w ill
h ave co m p r eh en sive kn o w led g e o f Qu een slan d 's p o w er st at io n p lan t an d p r o t ect io n an d
in t er co n n ect ed t r an sm issio n syst em .
* A r elev an t Ad van ced Dip lo m a o r eq u iv alen t q u alif icat io n , p lu s 6 m o d u les o f r elev an t
TRAINING PLAN:
 Po w er St at io n Eq u ip m en t 2  Lo ad Flo w 2
 Gen er at o r s 3  Syst em Co n f ig u r at io n 4
 Excit at io n Syst em /A VR  Em er g en cy Op er at io n s 4
 Syst em Secu r it y 4  Rep o r t in g & Do cu m en t at io n 2
 Eco n o m ic Op er at io n  Hyd r o Man ag em en t
 Plan t Cap ab ilit ies 3  Fr eq u en cy Co n t r o l
 Vo lt ag e Co n t r o l 2  Vo lt ag e St ab ilit y

 Tr an sien t St ab ilit y
Select io n o f m o d u les f o r p r o g r essio n w it h in t h is Gr ad e m ay also in clu d e ap p r o p r iat e m o d u les

n o t yet ach ieved f r o m p r ev io u s Gr ad es.
SYSTEM OPERATOR
GRADE 5
SYSTEM GRADE 5
ENTRY REQUIREMENTS:
Ap p o in t m en t t o Gr ad e 5 w ill b e su b ject t o av ailab ilit y of p o sit io n s in En er g ex,
An employee at this level possesses competencies which enables the employee to: undertake significant
responsibility as an operational expert, supervision or co-ordination and provide a high level of creative
p lan n in g , design and associated managerial f u n ct io n s. The employee w ill est ab lish an d r ev iew
g u id elin es and devise new approaches to design, operation, development or investigation. The
employee is accountable and responsible for output, and works independently as a specialist,
supervisor, manager within the operational workforce. The employee displays interpersonal skills in the
performance of the employee's function and develops an d implements significant works programmes.
Exercises initiative in the production and application of Standards and Procedures, and performs duties
as a Principal Trainer/Supervisor/Coordinator, i.e. responsible for the supervision and/or training of
Technical Employees at lower classification levels; commensurate with the employee's training,
In ad d it io n t o t h e f u n ct io n s an d r esp o n sib ilit ies o f Syst em Op er at o r Gr ad e 4, t h e em p lo yee
at t h is level is r esp o n sib le f o r t h e f o llo w i n g t asks an d f u n ct io n s w it h in a d esig n at ed
co n t r o l cen t r e. Th e em p lo yee p r o v id es w r it t en an d elect r o n ic r ep o r t in g o f sy st em
even t s d u r in g n o r m al an d em er g en cy sit u at io n s, an d u n d er t akes co m m u n icat io n w it h
ESI m an ag er s, st af f , p u b lic r elat io n s p er so n n el an d o t h er s d u r in g n o r m al an d
em er g en cy sit u at io n s. An em p lo yee at t h is level is r esp o n sib le f o r a n u m b er o f
su p er v iso r y /m an ag em en t t asks. Th e em p lo y ee m an ag es m u lt ip le em er g en cies (st o r m s,
cyclo n es, f lo o d s), en su r es o p er at io n al in st r u ct io n s ar e m ain t ain ed , m an ag es syst em
secu r it y/eco n o m ics an d m an ag es em er g en cy sit u at io n s. Th e em p lo yee su p er v ises
co n t r o l r o o m st af f an d syst em o p er at io n an d su p er v ises o n -sh if t t r ain in g o f t r ain ee
co n t r o ller s. Var io u s p lan n in g /r esear ch t asks in clu d e lo ad f o r ecast in g , sch ed u lin g o f
g en er at io n p lan t , ap p r o vin g p r ed ict ed g en er at io n an d t r an sm issio n o u t ag es an d
p r ep ar in g co n t in g en cy p lan s. An em p lo y ee at t h is level is exp ect ed t o h ave d et ailed
kn o w led g e o f in d u st r y o r g an isat io n al st r u ct u r e, an d h ave d ev elo p ed kn o w led g e o f
syst em even t r ep o r t in g an d m an ag em en t aler t .
* A r elev an t Ad van ced Dip lo m a o r eq u iv alen t q u alif icat io n , p lu s 4 m o d u les o f r elev an t
TRAINING PLAN:
* Sch ed u lin g & Lo ad Fo r ecast in g * Or g an isat io n 3

* Co m m u n icat io n Skills 3 * Rep o r t in g & Do cu m en t at io n 3
* Dem an d Man ag em en t

Model consultation term Schedule 2.3
Schedule 2.3—Model consultation term

(regulation 2.09)
Model consultation term

(1) This term applies if the employer:
(a) has made a definite decision to introduce a major change to
production, program, organisation, structure or technology in
relation to its enterprise that is likely to have a significant
effect on the employees; or
(b) proposes to introduce a change to the regular roster or
ordinary hours of work of employees.
Major change
(2) For a major change referred to in paragraph (1)(a):
(a) the employer must notify the relevant employees of the
decision to introduce the major change; and
(b) subclauses (3) to (9) apply.
(3) The relevant employees may appoint a representative for the
purposes of the procedures in this term.
(4) If:
(a) a relevant employee appoints, or relevant employees appoint,
a representative for the purposes of consultation; and
(b) the employee or employees advise the employer of the
identity of the representative;
the employer must recognise the representative.
(5) As soon as practicable after making its decision, the employer
must:
(a) discuss with the relevant employees:
(i) the introduction of the change; and
(ii) the effect the change is likely to have on the employees;
and
(iii) measures the employer is taking to avert or mitigate the
adverse effect of the change on the employees; and
Fair Work Regulations 2009 115
Federal Register of Legislative Instruments F2014C00008

Schedule 2.3 Model consultation term
(b) for the purposes of the discussion—provide, in writing, to the

relevant employees:
(i) all relevant information about the change including the
nature of the change proposed; and
(ii) information about the expected effects of the change on
the employees; and
(iii) any other matters likely to affect the employees.
(6) However, the employer is not required to disclose confidential or
commercially sensitive information to the relevant employees.
(7) The employer must give prompt and genuine consideration to
matters raised about the major change by the relevant employees.
(8) If a term in this agreement provides for a major change to
production, program, organisation, structure or technology in
relation to the enterprise of the employer, the requirements set out
in paragraph (2)(a) and subclauses (3) and (5) are taken not to
apply.
(9) In this term, a major change is likely to have a significant effect on
employees if it results in:
(a) the termination of the employment of employees; or
(b) major change to the composition, operation or size of the
employer’s workforce or to the skills required of employees;
or
(c) the elimination or diminution of job opportunities (including
opportunities for promotion or tenure); or
(d) the alteration of hours of work; or
(e) the need to retrain employees; or
(f) the need to relocate employees to another workplace; or
(g) the restructuring of jobs.
Change to regular roster or ordinary hours of work

(10) For a change referred to in paragraph (1)(b):
(a) the employer must notify the relevant employees of the
proposed change; and
(b) subclauses (11) to (15) apply.
(11) The relevant employees may appoint a representative for the
purposes of the procedures in this term.
116 Fair Work Regulations 2009

Model consultation term Schedule 2.3
(12) If:
(a) a relevant employee appoints, or relevant employees appoint,
a representative for the purposes of consultation; and
(b) the employee or employees advise the employer of the
identity of the representative;
the employer must recognise the representative.
(13) As soon as practicable after proposing to introduce the change, the
employer must:
(a) discuss with the relevant employees the introduction of the
change; and
(b) for the purposes of the discussion—provide to the relevant
employees:
(i) all relevant information about the change, including the
nature of the change; and
(ii) information about what the employer reasonably
believes will be the effects of the change on the
employees; and
(iii) information about any other matters that the employer
reasonably believes are likely to affect the employees;
and
(c) invite the relevant employees to give their views about the
impact of the change (including any impact in relation to
their family or caring responsibilities).
(14) However, the employer is not required to disclose confidential or
commercially sensitive information to the relevant employees.
(15) The employer must give prompt and genuine consideration to
matters raised about the change by the relevant employees.
(16) In this term:
relevant employees means the employees who may be affected by
a change referred to in subclause (1).
Fair Work Regulations 2009 117

Undertakings in relation to AG2017/5404 – Energy Queensland Union Collective
Agreement 2017 (Fair Work Act 2009 (Cth) - Section 190).
With respect to AG2017/5404 - Energy Queensland Union Collective Agreement 2017,

Energy Queensland undertakes to:
• Apply clause 10.4 of the Agreement in a manner which is consistent with the terms of
Part 2-2 Division 7 Subdivision C of the Fair Work Act 2009 recognising that unpaid
Compassionate Leave is available to all casual employees regardless of the length of
their service; and
• Apply clause 10.5.1 of the Agreement in a manner which is consistent with s. 68 of

the Fair Work Act 2009, recognising that adoption leave is available for a child under
16 at the day of placement.
• Apply the higher rate of $16.80 per hour compared to the rates under the
Miscellaneous Award 2010 Table 1 under E.4.1 (a) Wage Level A for Trainees that
are “Year 10” and “Plus 5 or more years out of school”; “Year 11” and “Plus 4 years
out of school”; “Year 12” and “Plus 3 years out of school” for the following:
o Paraprofessional (Administrative) Trainee Rates – Stage 1. Rates effective
from 1st August 2017;
from 1st March 2018; and
from 1st March 2019.
are “Year 10” and “5 or more years out of school”; “Year 11” and “Plus 4 years out of
school”; “Year 12” and “Plus 3 years out of school” for the following:
o Administration Trainee Rates – First six (6) months. Rates effective from 1st
August 2017;
March 2018; and
March 2019.
are “Year 10” and “Plus 4 years out of school”; “Year 11” and “Plus 3 years out of
school”; “Year 12” and “Plus 2 years out of school” for the following:
August 2017.
Brad Montgomery
GM HR Business Partnering & Industrial Relations
Energy Queensland
11 December 2017

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[2017] FWCA 6760

Energy Queensland Limited T/A Ergon Energy Queensland Retail

ENERGY QUEENSLAND UNION COLLECTIVE AGREEMENT 2017

DEPUTY PRESIDENT ASBURY BRISBANE, 18 DECEMBER 2017

[2] The Communications, Electrical, Electronic, Energy, Information, Postal, Plumbing

Printed by authority of the Commonwealth Government Printer

<Price code O, AE426562 PR598770>

Energy Queensland Union Collective Agreement 2017 Page | 1

Energy Queensland Union Collective Agreement 2017 Page | 2

Energy Queensland Union Collective Agreement 2017 Page | 3

Energy Queensland Union Collective Agreement 2017 Page | 4

Energy Queensland Union Collective Agreement 2017 Page | 5

Energy Queensland Union Collective Agreement 2017 Page | 6

Th is Agreement w ill b e kn o w n as t h e Energy Queensland Union Collective Agreement 2017,

Th is Agreement r ep laces t h e Er g o n En er g y Un io n Co llect iv e Ag r eem en t 2015; t h e En er g ex

The Parties to the Agreement are:

Par t ies m ay m ake an ap p licat io n t o b e co ver ed b y t h is Agreement in acco r d an ce w it h t h e

Th is Agreement w ill t ake ef f ect f r o m seven d ays af t er ap p r o v al o f ag r eem en t an d w ill

Th e Par t ies ag r ee t o co m m en ce d iscu ssio n s f o r an y r ep lacem en t ag r eem en t at least six (6)

Energy Queensland Union Collective Agreement 2017 Page | 7

Elect r icit y Reg u lat io n

Energy Queensland Limited w ill co n t in u e t o ap p ly t h e p r o v isio n s o f Ch ap t er 8 o f t h e

If t h er e is an y in co n sist en cy b et w een t h e t er m s o f t h is Agreement an d Ch ap t er 8 o f t h e

1.5 WORKPLACE CHANGE AND FLEXIBILITIES

Th e p ar t ies r eco g n ise t h at ch an g e m ay o ccu r d u r in g t h e lif e o f t h is Ag r eem en t . In

Th e p ar t ies w ill ad d r ess t h e in t r o d u ct io n o f n ew w o r kin g ar r an g em en t s, w h ich r eq u ir e

b . Wh er e co n su lt at io n h as b een u n ab le t o r eso lve t h e m at t er t h e f o llo w in g p r o cess

Energy Queensland Union Collective Agreement 2017 Page | 8

Th e co n su lt at ive p r o cesses m ay p r o v id e an ap p r o p r iat e m ech an ism f o r co n sid er at io n o f

Th e v ar iat io n o f co n d it io n s o f em p lo ym en t as co n t ain ed in t h is Ag r eem en t w ill h av e n o

In o r d er t o en su r e clar it y in t h e in t en t o f t h is Agreement, a list o f d ef in it io n s f o r t er m s

Act m ean s t h e Fair Work Act 2009.

Allowance m ean s an am o u n t p aid t o em p lo yees in ad d it io n t o t h e em p lo yee’s r at e o f p ay,

All Purpose Allowance m ean s an allowance t h at is ad d ed in t o t h e em p lo yee’s base rate o f p ay

Base Rates m ean s t h e r at e o f p ay as sp ecif ied in Sch ed u le 1 o f t h is Agreement.

Consultation m ean s t h e t im ely exch an g e o f r elev an t in f o r m at io n an d id eas in su ch a

Nominated Employee Representative m ean s a p er so n /ag en t o r em p lo yee (o t h er t h an a leg al

Energy Queensland m ean s Energy Queensland Limited. .

Fixed Term m ean s a sp ecif ied p er io d o f t im e clear ly id en t if ied b y t h e t er m o f t h e

Mutual Agreement m ean s an Agreement, w h ich h as b een ar r ived at b et w een d ir ect ly

Specified Task m ean s em p lo ym en t f o r a sp ecif ic p r o ject , t ask o r u n d er t akin g , an d f o r

Status Quo m ean s t h e cir cu m st an ces t h at p r ev ailed im m ed iat ely p r io r t o an y ch an g e

Energy Queensland Union Collective Agreement 2017 Page | 9

It is ag r eed t h at d u r in g t h e lif e o f t h is Agreement, n o ext r a claim s w ill b e m ad e b y eit h er

1.8 OBJECTIVES OF AGREEMENT

Th e o b ject iv es o f t h is Ag r eem en t ar e t o co n so lid at e an d p r o vid e eq u it ab le co n d it io n s o f

1.9 DISPLAYING OF THIS AGREEMENT

A co p y o f t h is Agreement w ill b e exh ib it ed in a co n sp icu o u s an d co n ven ien t p lace in each

Har d co p ies o f t h is Agreement w ill b e av ailab le in t h e w o r kp lace an d elect r o n ic co p ies w ill

1.10 EMPLOYMENT SECURITY

Th er e w ill b e n o f o r ced r et r en ch m en t s f o r t h e lif e o f t h e Agreement.

Th e ag r eem en t t o h av e n o f o r ced r et r en ch m en t s d ep en d s u p o n t h e em p lo yee accep t in g

Wh er e su it ab le alt er n at ive em p lo ym en t is id en t if ied an d w o u ld r eq u ir e t h e n eed f o r an

1.11 SALARY MAINTENANCE

An em p lo yee w h o se p o sit io n is m ad e r ed u n d an t d u r in g t h e lif e o f t h is Agreement an d is

Wh er e an em p lo yee is r ed ep lo yed , t h eir salar y f o r su p er an n u at io n p u r p o ses w ill exclu d e

If , f o llo w in g n o t ice o f t h eir p o sit io n b ein g m ad e r ed u n d an t an d p r io r t o b ein g

If , f o llo w in g r ed ep lo y m en t , an em p lo yee is su ccessf u l in at t ain in g an o t h er p o sit io n

Energy Queensland Union Collective Agreement 2017 Page | 10

It is t h e in t en t io n o f t h e Parties t o t h is Agreement t o p r even t an d elim in at e d iscr im in at io n ,

 Discr im in at io n o n t h e b asis o f sex, m ar it al st at u s, f am ily r esp o n sib ilit ies, p r eg n an cy ,

Acco r d in g ly , in f u lf illin g t h eir o b lig at io n s u n d er t h e g r iev an ce an d d isp u t e set t lin g

Un d er t h e An t i-Discr im in at io n Act 1991 it is u n law f u l t o vict im ise an em p lo yee b ecau se