Department of Health and Ageing Enterprise Agreement 2011-2014

Part C – Remuneration and Classifications

Page last updated: 31 October 2011

10. Salary increases

10.1 Salary rates, subject to Attachment D, will increase with effect on:
  1. the date of commencement of the Agreement – increase of 3.5%
  2. 1 July 2012 – increase of 3%
  3. 1 July 2013 – increase of 2.5%.

11. Salary rates

11.1 Salary rates applying to Staff designations as determined from time to time by the Secretary during the life of the Agreement are specified in Attachment A.

12. Junior wage rates

12.1 Staff who are younger than 21 years of age and who are employed as an APS 1 or Cadet (practical training) will be paid the following percentages of the minimum APS1 salary range:
  1. Under 18 years 60%
  2. At 18 years 70%
  3. At 19 years 81%
  4. At 20 years 91%

13. Part-time staff

13.1 Remuneration for part-time Staff will be calculated as a pro-rata of the appropriate salary table indicated at Attachment A, based on the proportion of hours worked in comparison to full time hours.

14. Casual staff

14.1 A non-ongoing Staff member engaged for duties that are irregular or intermittent in nature will be paid for the actual hours worked, based on the appropriate salary rate as indicated at Attachment A plus a 20 per cent loading in lieu of all paid leave and accruals (excluding Long Service Leave) and public holidays on which they do not work.

15. Supported wage system

15.1 Information on supported wage rates and related arrangements to apply to eligible Staff with a disability is available in the department’s Supported Wage for Staff with a Disability Guideline.

16. Payment related matters

16.1 Staff will be paid fortnightly in arrears, based on the following formula:
    Fortnightly pay = annual salary X 12
16.2 Payment will be made by electronic funds transfer (EFT) into a financial institution of the Staff member’s choice.

17. Salary advancement

Within classifications

17.1 Subject to clause 18, salary advancement within all classification levels will occur from the beginning of the first full pay period commencing on or after 1 August each year subject to:
  1. completion of the requirements of the PDS; and
  2. performance of duties at the Staff member’s substantive level or above within the department, for an aggregate of three months or more within the PDS planning cycle ended 30 June; and
  3. achievement of the third from the top rating on the four-point PDS rating scale or better at the end of the PDS planning cycle; or
  4. the advancement provisions applying to specific groups of Staff as outlined in this section.

Non-ongoing staff

17.2 Non-ongoing staff, other than casual staff, will be eligible for salary advancement where they have been engaged at the same classification to perform the same duties continuously for six months during the PDS cycle. Non-ongoing Staff are subject to the same qualifying ratings under the PDS as ongoing Staff.

17.3 This clause does not affect the Secretary’s discretion to determine salary on the commencement of each period of engagement.

Salary advancement - Legal

17.4 Salary advancement for Legal 1 and 2 Staff will be consistent with the PDS procedures.

17.5 Legal 1 Staff will have the following specific requirements for salary advancement:
  1. Receipt of a performance rating, as specified in column 1 of the table below, will result in advancement by the corresponding number of pay points specified in column 2.
  2. Advancement from the fifth to sixth pay point will not occur unless:
    1. in the opinion of the Secretary, the level of work allocated for the position is classified as higher level work; and
    2. the Staff member has performed work at the higher level for a minimum period of three months, and attained a performance rating of ‘fully effective’, ‘superior’ or ‘outstanding’ shown in the table below.
  3. Unless otherwise approved by the Secretary, Legal 1 staff will not advance beyond the sixth pay point until they have completed 12 months service at the sixth pay point.
      Column 1
      Performance rating
      Column 2
      Rate of advancement
      Advancement by three pay points
      Advancement by two pay points
      Fully effective
      Advancement by one pay point
      Partially effective
      No advancement
      No advancement

Research Scientists

17.6 A Research Scientist shall be advanced through the salary structure in accordance with the PDS procedures and the conditions specified in the table.
  1. Subject to this clause, a Staff member shall be paid salary at a rate exceeding that which was payable on engagement, promotion or movement where he or she has attained a performance rating of 'outstanding', 'superior' or 'fully effective', shown in column 1 of the table.
  2. Where a Staff member has attained a performance rating shown in column 1 of the table below, the Staff member is entitled to be advanced by the number of pay points specified in column 2 corresponding to the performance rating attained by the Staff member, except as specified otherwise in this clause.
      Column 1
      Performance rating
      Column 2
      Rate of advancement
      Advancement by three pay points
      Superior – first year
      Advancement by one pay point
      Superior – each successive year
      Advancement by two pay points
      Fully effective
      Advancement by one pay point
      Partially effective
      No advancement
      No advancement

Senior Principal Research Scientist

17.7 The Secretary will determine the circumstances for salary advancement of a Staff member classified as a Senior Principal Research Scientist provided the Staff member has attained a performance rating of at least fully effective.

Junior staff

17.8 Staff who are under 21 years of age employed at the APS 1 level will be advanced to the next salary point on the Staff member’s birthday, except where they are paid the adult salary rate following automatic advancement upon successful completion of a course of study or training.


17.9 A probationer engaged before 1 April will be eligible for salary advancement on the date they cease to be a probationer. The advancement cannot occur before the common salary progression date in August each year.

Higher duties advancement

17.10 In accordance with the PDS salary advancement arrangements, where a Staff member has been temporarily reassigned duties at a higher classification for a period aggregating three months or longer during the PDS cycle, then the Staff member will be eligible for salary advancement for the purposes of future or continuing Higher Duties Allowance (HDA). Where HDA periods have been at different levels, progression will occur to the HDA level closest to the Staff member’s substantive level, unless the person has acted for three months or more at a higher classification level.

17.11 Staff on short term HDA remain eligible for advancement within the Staff member’s substantive classification level, subject to meeting the requirements of the PDS.

18. Advancement not to occur

18.1 Staff who either:
  1. do not complete and meet the requirements of the PDS without reasonable cause; or
  2. are ongoing and have not performed duties at the Staff member’s substantive classification level or a higher position in the department for at least three months of the PDS cycle; or
  3. are non-ongoing and have not met the requirements of clause 17.2 of this section; or
  4. are not eligible because of relevant administrative actions, including a sanction under section 15 of the PS Act
will not move to the next pay point within that classification salary range. Those Staff will then not be able to progress to another pay point within the classification salary range until the salary review in the next year.

18.2 The provisions of this clause do not apply to Staff subject to age rate salary advancement.

18.3 For the purposes of this clause, ‘reasonable cause’ refers to Staff absent from duty due to the following circumstances:
          1. long term or frequent leave granted due to illness or injury; or
          2. long service leave; or
          3. compensation leave; or
          4. parental leave (maternity/adoption/fostering)
      or as otherwise determined by the Secretary.

19. Review of assessment

19.1 Where a Staff member has sought review of the Staff member’s assessment under the PDS and the review is subsequently upheld, salary advancement will occur from the appropriate August advancement date.

20. Salary payable on engagement, promotion and movement

20.1 Unless otherwise determined by the Secretary (having regard to experience, qualifications and skills) where a person is:
  1. promoted or engaged, salary will be payable at the minimum pay point of the relevant salary range;
  2. transferred at level on an ongoing or temporary movement basis from another APS agency and:
    1. the Staff member’s salary is above the top pay point of the relevant range as stated at Attachment A, the Staff member will be paid at the top pay point; or
    2. the Staff member’s salary is below the top pay point of the relevant range as stated at Attachment A, but not aligned with a pay point in the range, the Staff member’s salary will be paid at the next highest pay point in that range.

Correction to salary on commencement

20.2 The Secretary may determine the correct pay point to apply to a person's salary on commencement to correct any anomaly or misunderstanding that may have occurred.

Salary on work placements

20.3 Where the Secretary decides to provide work placements (for example, junior doctors through the Royal Australian College of General Practitioners (RACGP) training program), the Secretary will determine the appropriate rate of remuneration in accordance with Attachment A for those Staff. In addition to determining remuneration levels, the Secretary may also determine payment rates for additional costs including travel, living away from home allowance and other employment related allowances.

21. Classifications and local titles

21.1 Staff undertaking duties recognised by the Secretary as requiring possession of mandatory qualifications, specialist skills and/or professional registration will have specific titles recognised under the Classification Rules, or local titles.

Specific Classifications include:

Medical Officer

Local Titles include:

Commonwealth Nursing Officer (CNO)
Information Technology
Public Affairs
Research Scientist

22. Broadbanding

22.1 Staff with the following local titles are broadbanded across the APS classification structure as follows:

    Local title
    Legal 1
    APS 4, 5, 6, Executive Level 1
    Research Scientist
    APS 6, Executive Level 1
    Professional 1
    APS 3, 4, 5
    Public Affairs 1
    APS 4, 5
    Research 1
    APS 2, 3

Specific provisions

22.2 Certain classifications and local titles have specific provisions available to them, as outlined in clauses 22.3 to 22.4.

Legal 1 – determination of salary

22.3 On promotion, automatic advancement, movement or engagement to a Legal 1, a Staff member will be paid at the minimum pay point unless:
  1. the Secretary determines otherwise; or
  2. on engagement the Staff member has been admitted as a practitioner of the High Court or the Supreme Court of a State or Territory; and
    1. the Staff member has served under articles of clerkship for a period of not less than one year; or
    2. before being so admitted, the Staff member successfully completed a course of training in the Legal Workshop conducted by the Faculty of Law at the Australian National University or a comparable course in Australia; or
    3. the Staff member has gained experience which, in the opinion of the Secretary, is equivalent to the experience of a person who has satisfied (i) or (ii).

Senior Public Affairs 1

22.4 Senior Public Affairs 1 (SPA 1) Staff will be eligible for an allowance increasing the Staff member’s salary to the top point of the standard EL2 pay range where the branch head certifies that:
  1. the Staff member is undertaking the role of section head; and
  2. the Staff member is not otherwise supervised or the Staff member’s work is not oversighted by a Senior Public Affairs 2 (SPA 2).

23. Superannuation

Employer Superannuation Contributions

23.1 A Staff member will receive compulsory employer superannuation contributions as required by the applicable legislation and fund requirements.

Superannuation choice

23.2 Where a Staff member has chosen an accumulation superannuation fund, other than PSSap, the employer contribution will be 15.4% of the Ordinary Time Earnings (OTE). This will not be reduced by any other contributions made through salary sacrifice arrangements or during period of paid parental leave (however described). This clause does not apply where a superannuation fund cannot accept employer superannuation contributions (e.g. unable to accept contributions for people aged over 75).

23.3 For the purposes of this clause OTE is the salary paid for a Staff member’s regular hours of work, not including overtime. It includes over-award payments, shift allowances, commissions and paid leave up to the maximum contributions base for the quarter. For the purpose of this Agreement where salary sacrifice arrangements are in place or the Staff member is on paid maternity, adoption or foster leave, employer contributions will be paid as if those arrangements had not been entered into.

23.4 Employer superannuation contributions will not be paid on behalf of Staff during periods of unpaid leave not to count as service, unless otherwise required under legislation.

23.5 The Secretary may choose to limit superannuation choice to complying superannuation funds that allow a Staff member and/or employer contributions to be paid through fortnightly electronic funds transfer using a file generated by the department’s payroll system.

24. Treatment of allowances

24.1 A table indicating the treatment of allowances for superannuation purposes is at Attachment B.

25. Salary packaging

25.1 Staff may access salary packaging, and may package up to one hundred per cent of salary.

25.2 Where a Staff member takes up the option of salary packaging, the Staff member's salary for purposes of superannuation, severance and termination payments, and any other purposes, will be determined as if the salary packaging arrangement had not occurred.

25.3 Any fringe benefits tax incurred by individual Staff as a result of salary packaging arrangements will be met by the individual Staff member on a salary sacrifice basis.

25.4 The department will provide access to in-house administration of salary packaging of superannuation (rather than through an external provider).

25.5 Further information on salary packaging is available in the department’s Salary Packaging Policy.
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