T9925 - 12 August 2004
|
TASMANIAN INDUSTRIAL COMMISSION Industrial Relations Act 1984 Australian Municipal, Administrative, Clerical and Services Union COMMUNITY SERVICES AWARD
Award variation - classification structure - definitions - wage rates - staggered implementation - application granted - award varied - operative date 1 October 2004 REASONS FOR DECISION [1] This amended application, pursuant to s.23 of the Industrial Relations Act 1984, made by the Australian Municipal, Administrative, Clerical and Services Union seeking to vary the Community Services Award, was lodged on 26 November 2001. [2] The industry covered by the Community Services Award is varied and complex. Organisations affected by this award range from one or two people employed to, in the case of Anglicare, around five hundred employees. Their source of funding varies from being self sufficient through governmental grant funding to major public fund raising such as that conducted by the Salvation Army. Most of the monies expended by the industry are in the form of wages and salaries. The impact of any wage increase may have a profound affect on some elements of the industry and would be influenced by the ability to raise funds to cover the extra costs. [3] The Community Services industry however is an integral part of life in Tasmania and contributes immensely to the social fabric of the State. Throughout the Tasmania Together process, which is the Tasmanian Government's own initiative, the input of this industry features in at least 13 of the 24 Goals. [4] On the 21 January 2004, Deputy President Watling determined that changes have taken place in the nature of the work, skill and responsibility of the employees so as to constitute a significant net addition to the work requirements (para 54 of decision issued on 21 January 2004) in accordance with the wage fixing principles of the Commission. [5] Deputy President Watling directed the parties to continue to work together on two outstanding matters, namely:
[6] A considerable amount of negotiation has taken place between the parties and indeed between the parties and their constituents over an extended period of time. This reflects the complexity of the industry and the dependence on factors beyond the control of either party. [7] Gratifyingly the parties came to the Commission on the 20 July 2004 very close to consent on a number of matters but not on the quantum of any proposed increase. DETAILS OF THE CHANGES [8] For the Union, Mr Paterson provided a detailed document Exhibit D1 that was a compilation of support documentation for his argument. The Union put a position to increase the number of classifications in the Award from seven to eight and to have three steps within each category, excluding the new classification 8. Classification 8 would remain a single point scale. He cited similar awards from Queensland, the Australian Capital Territory, the Northern Territory and Western Australia where, in general, the format and relativity of the proposed classifications could be compared for consistency. [9] Mr Paterson also cited the Professional Scientists and Engineers (Private Industry) Award in support of the classification relativities. He alluded to the similarity in skills, albeit in a different industry, as a further justification for the proposed classifications, particularly in respect of the new Level 8. [10] By way of E-Mail on the 30 July 2004 I received confirmation from both parties that they had reached a consent agreement with respect to the definitions of the new and amended classifications - see `Appendix A' attached to this decision. [11] Regarding the quantum of any increase the Union presented a case for a 12% increase to the current wage rates, inclusive of the 2004 safety net adjustment over three installments, progressively implemented twelve months apart. Classification Levels 4, 5, 6 and 7 have been amended to reflect the work value changes. Mr Paterson provided graphical representations of wage rate comparisons for the various classifications in different States and Territories. [12] The implementation is to be in concert with the introduction of the interim levels in each of the proposed first seven classifications and the introduction of the new classification 8. [13] The first increase would be 6% applying to the first seven classifications and creating the first of the three steps. Classification 8 would be introduced at base rate relativity of 210% . This rate would remain unchanged through the twenty-four month process and is in effect the final rate for that Level. [14] The second increase of 3% would be applied after twelve months and create the second interim step in each grade. [15] And finally a further 3% would apply after a further twelve months creating the last interim step in each grade. [16] By the end of the twenty-four month period each of the first seven classifications would show three levels, having increments of 6, 9 and 12% above the equivalent current classification rate. [17] By introducing a stepped implementation the Union has taken into consideration the sources of funds for this Industry. The proposed introduction of any increase would be in accord with the time required to prepare and participate in the State and Federal Governmental funding cycles. [18] The proposed wage rates are as follows: First Increment
Operative date: From the first pay period to commence on or after 1 October 2004 Second Increment 3% Operative date: From the first pay period to commence on or after 1 October 2005. Third Increment 3% Operative date: From the first pay period to commence on or after 1 October 2006. The amount in the Safety Net Adjustment column shall be increased by any amount resulting from any State Wage Case operative after 1 October 2004 and or before 1 October 2006 Entry Level and Progression Any employee holding a relevant Diploma (AQF) or equivalent Associate Diploma shall commence at Level 3 Grade 1. An employee holding a relevant degree shall commence at Level 3 Grade 3. Within each level an employee shall progress to successive grades upon completion of 12 months service subject to satisfactory performance assessment. Appointment Levels New employees who can verify previous comparable experience gained with another employer engaged in the Community Service Industry shall have such experience taken into account in determining the appropriate incremental grade they are entitled to occupy. Such experience includes that which has been gained prior to the award or classification variations taking effect. Savings No existing employee shall be classified at a lower level as a result of the variation to the award in T9925 of 2001. DECISION [19] The parties reached consensus with respect to the new and amended classification structure. I accept their position and agree to vary the Award accordingly. [20] In regards to the claim for an increase in wages of 12% phased in over twenty-four months, there are a number of influencing factors. The need for the industry to win funding, from both Federal and State Governments as well as from private contributors; the importance of the Industry to the Tasmanian way of life; the fact that the organizations within the industry commit up to 80% of monies to wages and salaries with little ability to reduce expenditure without impacting on service delivery and the increase in work value all add to a compelling argument for an increase in wages. [21] The arguments put by the Union regarding the quantum of any increase and the choice of not presenting a counter argument, by the Employer Representatives as well as the determination of Deputy President Watling regarding Work Value, leads me to accept that the introduction of a 12% increase over twenty-four months is fair and reasonable. [22] Mr Paterson asserted there is considerable evidence that State's economy is very healthy. It has been cited regularly that the economy is particularly buoyant. The following is an extract from the State Wage Case submission by Mr T Pearce, appearing for the Minister for Industrial Relations: "MR PEARCE: ... That proposed $20 per week was a product of reasoning that deduced that such an amount represented an affordable and sustainable increase. This position was arrived at following consideration of prevailing and foreseeable economic circumstances and their effect on employment, together with consideration of the needs of the lowest paid workers. PN126 The joint States and Territories considered that this position was vindicated by the subsequent decision of the Full Bench in their adjudication of the $19 per week increase in award rates and to the Federal minimum wage. Since that time there have been the delivery of the State budget for 2004/05. In the budget speech delivered on 20 May this year the Treasurer stated in part and by reference to immediate past economic performance that it was: PN127 An economic performance highlighted by record levels of private investment, record levels of employment, record tourist arrivals, two credit upgrades, the lowest unemployment rate for 20 years, business confidence at record or near record levels and record population. PN128 In concluding his budget speech the Treasurer stated: PN129 It is a budget that confirms our economy is stronger than it has ever been. PN130 Members of the bench, in the context of your deliberations under section 36 of the Act those particular quotations in this submission represent solid affirmation that the application to flow on the terms of the Federal decision satisfies the public interest test. In conclusion and importantly the Government acknowledges and welcomes once again the level of agreement that prevails between the Council and the Chamber. It is an enviable position and one that constitutes evidence of a continuing constructive and responsible approach to the settlement of issues. Finally we submit that the Commission give effect to the terms of the application and in so doing ensure that the continuing relevance of principle 4 of the award safety net." Transcript T11548 of 2004 State Wage Case [23] I accept the quantum of this increase will not have a material effect on the State's economy. [24] The parties have worked cooperatively over an extended period of time to get to the position presented to the Commission. I congratulate them on their professionalism, effort and stamina. [25] I deem the Wage Fixing Principles, with particular focus on Principle 9 are satisfied. [26] I accept the proposed amendments to the award are not against the public interest and are in conformity with the requirements of the Act. [27] I confirm, in accordance with s37(5) of the Act, the date of operation of the amendments will be the first full pay period commencing on or after 1 October, 2004. The wage increases will be phased in over twenty-four months from this date again demonstrating sensitivity towards public interest. [28] The Commission will notify the parties and call on hearings at the appropriate times for the parties to submit draft Orders in respect to the second and third increments. [29] The Order giving effect to this decision will issue in due course.
James P McAlpine Appearances: Date and Place of Hearing: APPENDIX A COMMUNITY SERVICES EMPLOYEE - LEVEL 4 Qualifications, Training and Experience * Relevant Degree with relevant experience; or * Relevant Diploma or Associate Diploma with considerable experience; or * Lesser formal qualifications with substantial years of relevant experience; or * Attainment through previous appointments, service and/or study, an equivalent level of skills to undertake a range of activities. Characteristics of the Level General features of this level require the application of knowledge and skills which are gained through qualifications and/or previous experience in a discipline. Employees will be expected to contribute knowledge in establishing procedures in the appropriate work-related field and to exercise considerable discretion and initiative. In addition, employees at this level may be required to supervise various functions within a work area or activities of a complex nature. Positions may involve a range of work functions which could contain a substantial component of supervision of employees or volunteers in a single programme area. Work at this level requires a sound knowledge of programme, activity, operational policy or service aspects of the work performed within a function or a number of work areas. Employees require skills in managing time, setting priorities, planning and organising their own work and that of lower classified employees and/or volunteers where supervision is a component of the position, to achieve specific objectives. Employees will be expected to set outcomes and further develop work methods where general work procedures are not defined. Employees may also be required to provide specialist expertise or advice in their relevant discipline. Requirements of the Job Some, or all, of the following are needed to perform work at this level: * Comprehensive knowledge of statutory requirements relevant to the work; * Comprehensive knowledge of organisation policies and activities and the role of the organisation and its services and/or functions; * Specialists require an understanding of the underlying principles in a relevant discipline. * The capacity to respond appropriately to client needs and manage potential conflict of interest. Indicative Tasks and Functions * Assess, identify and respond to needs of clients with complex and multiple needs, including appropriate referral to other services. * Undertake activities which may require the employees to exercise judgment and/or contribute critical knowledge and skills where procedures are not clearly defined. * Perform duties of a specialised nature requiring the development of expertise over time or previous knowledge. * Identification of specific or desired performance outcomes. * Contribute to interpretation and development of policies and practices in areas of work for which there are no clearly established procedures. * Provide assistance on grant applications, including research or collection of data. * Undertake a wide range of activities or functions associated with programme or service delivery within a single programme or a limited range of closely related programmes. * Recruit, train, co-ordinate volunteers in a single programme. * Participate in interagency projects, collaborate in service delivery with other agencies and participate in external forums, working parties or reference groups that may relate to development of governmental policies or service/programme standards. * Where the primary responsibility lies in a specialised field, employees at this level would undertake at least some of the following:
* Where the position has significant co-ordination/management functions the employee may be required to
Responsibility An employee at this level: * works under broad direction, from higher classified employee (or committee or board in the case of a coordinator/manager) with instructions related to established objectives, policies and procedures; * may work under professional supervision; operates independently with limited reporting; * exercises considerable initiative, discretion or professional judgment and has a high degree of responsibility for service delivery within the constraints of organisational policy; * participates in the development of practices, procedures and policies; * provides supervision within the limits of skill and experience. * A coordinator/manager employed at this level shall not be required to provide support, guidance, advice or supervision to other employees engaged to perform duties at this level or higher. COMMUNITY SERVICES EMPLOYEE - LEVEL 5 Qualifications, Training and Experience * Relevant Degree with considerable experience; or * Relevant Diploma or Associate Diploma with extensive experience; or * Qualifications in more than one discipline; or * Attainment through previous appointments, service and/or study, an equivalent level of skills to undertake the range of activities required. An employee without formal qualifications and/or training, or equivalent skills, may be required to undertake relevant study or training. Characteristics of the Level Employees undertake a range of functions requiring the application of a high level of knowledge and skills to achieve results in line with the organisation's goals. Employees adhere to established work practices. However, they may be required to exercise initiative and discretion where practices and procedures are not clearly defined; and to contribute to the development of practices and policies. General features of this level indicate involvement in establishing organisation programmes and procedures. Positions will include a range of work functions and may involve the supervision of employees or volunteers across a range of functions or programmes for which the employee is responsible. In addition, employees at this level may be required to assist in the preparation of, or prepare the organisation's budget. Employees at this level will be required to provide specialist advice to employees classified at a lower level. Positions at this level demand the application of knowledge which is gained through qualifications and/or previous experience. In addition, employees will be required to set priorities and monitor workflows in their area of responsibility. Employees are required to participate effectively and make substantial contribution to the review of work practices, ongoing evaluation and reporting Employees are required to set priorities, plan and organise their own work and that of lower classified employees and establish the most appropriate operational methods for the organisation. In addition, interpersonal skills are required to gain the co-operation of clients and employees. Employees responsible for projects and/or functions will be required to establish, monitor and evaluate outcomes in relation to organisation goals. Requirements of the Job Some, or all, of the following are needed to perform work at this level: * Comprehensive knowledge of statutory requirements relevant to the work; * Detailed knowledge of organisation activities, programmes, policies and of the role, structure and services of the organisation; * Sound specialised knowledge. * Extensive understanding of legal obligations in relation to client issues and capacity to manage potential conflicts of interest and to integrate service delivery and statutory requirements; * Ability to apply theory based policies to develop procedures consistent with workplace and programme requirements. Indicative Tasks and Functions * Exercise responsibility for a range of functions within the organisation requiring a high level of knowledge and skills. * Undertake responsibility for a moderately complex project, including planning, co-ordination, implementation and administration. * Undertake a minor phase of a broad or more complex specialised assignment. * Assist with the preparation of, or prepare organisation or programme budgets in liaison with management. * Set priorities and monitor workflow in the areas of responsibility. * Provide specialist advice to employees classified at lower levels. * Operate as a specialist employee in the relevant discipline where decisions made and taken rest with the employees without reference to a higher classified employee. * Recruit, train, co-ordinate volunteers in a number of programmes. * Plan, develop, co-ordinate and administer the operation of a service with a range of related programmes, including financial management and reporting. * May be required to participate in the recruitment and selection of staff. * Collaborate with employees of own and other agencies in the development and implementation of assessment and intervention strategies and services. * Design, develop, implement, monitor and evaluate early intervention strategies. * Identify and respond to complex client issues and needs, which may include hostile, aggressive or involuntary clients. * Participate (internally and with other agencies and organisations) in the development, implementation or review of protocols and inter-service agreements. * Represent the organisation or service in consultative committees, working parties or reference groups, interagency and community sector-government negotiations; including the development of protocols, inter-service agreements, government policies and departmental strategies, and the development of industry/sector policy and standards. * Work within a complex risk assessment framework. * Where the prime responsibility lies in specialist services, employees at this level would undertake at least some of the following:
* Where the position has significant co-ordination/management functions the employee may be required to
Responsibility An employee at this level: * Works under broad direction from a higher classified employee or a committee or board of management, with instructions in the form of broadly stated objectives and policies; * may work under professional supervision and accountability is by way of reporting to higher classified employees or committee/board; * has a high degree of responsibility for effective service delivery in moderately complex programmes or for the organisation; * exercises considerable initiative and professional judgment in relation to development and implementation of practices, procedures and policies; * may be involved in management functions related to the development and evaluation of work organisation, organisational goals and objectives; * may manage a single programme service or organisation, or a service with a limited range of programmes, that may include specialist services. * A coordinator/manager employed at this level shall not be required to provide support, guidance, advice or supervision to other employees engaged to perform duties at this level or higher. * An employee in a management position exercises a considerable level of accountability and responsibility for
COMMUNITY SERVICES EMPLOYEE - LEVEL 6 Qualifications, Training and Experience * Relevant Degree with extensive experience; or * Post Graduate qualification; or * Relevant Diploma or Associate Diploma with extensive and comprehensive experience; or * Attained through previous appointments, service and/or study, a level of skills sufficient to perform the duties required at this level. Employees without formal qualifications and/or training, or equivalent skills may be required to undertake relevant study or training. Characteristics of the Level A person employed at this level shall undertake a range of functions for which operational policies, practices and guidelines may need to be developed. An employee at this level may exercise managerial functions within an organisation or operate as a specialist, either as a member of a specialist team or independently. General features of this level allow employees the scope to influence the operational activities of the organisation and would require employees to be involved with establishing operational procedures which impact upon the organisation and/or the sections of the community served by it. Employees at this level will be expected to contribute to management of the organisation or a section thereof, assist with or prepare budgets, establish procedures and work practices. Employees will be involved in the formation of programmes and work practices and will be required to provide assistance and/or expert advice to other employees. Employees may be required to represent the organisation and to collaborate with other organisations and government agencies in relation to the development of high level policy and practice standards. Positions at this level will require responsibility for decision making in the particular work area and the provision of expert advice. Employees will be required to provide consultation and assistance relevant to the workplace. Employees will be required to set outcomes for the work areas for which they are responsible so as to achieve the objectives of the organisation. They may be required to undertake the control and co-ordination of a programme, project and/or significant work area. Employees require a good understanding of the long term goals of the organisation. The management of employees is normally a feature of this level and employees are responsible for larger organisation, and may supervise employees or volunteers in a number of programmes or disciplines and may involve professional supervision. Work may span more than one discipline. Managing time is essential so outcomes can be achieved. A high level of interpersonal skills is required to resolve organisational issues, negotiate contracts, develop and motivate employees. Employees will be required to understand and implement effective employees' management and personnel practices. Positions at this level may be identified by: * Impact of activities undertaken or achievement of stated outcomes/objectives for the work area; * The level of responsibility for decision making; * The exercise of judgment; * Delegated authority; and * The provision of expert advice. Requirements of the Job * Comprehensive, detailed knowledge of organisation programmes, procedures and policies, relevant work practices and the structure, functions and long term goals of the organisation; * Comprehensive professional or specialist knowledge; * Comprehensive knowledge of management practices and principles, where the position has significant management functions; * High level written communication skills; * Employees in a service delivery role are required to have highly developed specialist knowledge and skills relevant to provision of services to clients with high level, complex needs. Indicative Task and Functions * Undertake significant projects and/or functions involving the use of analytical skills. * Undertake managerial or specialised functions under a wide range of conditions to achieve results in line with organisation goals. * Exercise managerial control, involving the planning, direction, control and evaluation of operations which include providing analysis and interpretation for either a major single, specialist or multi programme service or organisation. * Provide advice on matters of complexity within the work areas, including developing work practices and procedures; problem definition, planning and exercise of judgment. * Provide advice on policy matters and contribute to their development. * Negotiate on matters of significance to the organisation with other bodies and/or member of the public. * Control and co-ordinate a work area or a larger organisation within budgetary and executive policy constraints. * Exercise autonomy in establishing the operation of the work area. * Provide a consultancy service for a range of activities and/or to a wide range of clients. * Prepare comprehensive reports which may be require to meet external standards * Where the prime responsibility lies in a specialised field an employee at this level would undertake at least some of the following:
Responsibility An employee at this level: * Works under broad or professional direction from a higher classified employee or committee or board; * exercises a high degree of initiative and professional judgment and has significant delegated authority; * may exercise managerial responsibility for a major single programme or a multi programme or specialist service/organisation, in relation to development, implementation and evaluation of policies, procedures and standards, strategic plans and long term objectives. * has a high level of responsibility arising out of statutory obligations. A coordinator/manager employed at this level shall not be required to provide support, guidance, advice or supervision to other employees engaged to perform duties at this level or higher. COMMUNITY SERVICES EMPLOYEE - LEVEL 7 Qualifications, Training and Experience * Qualifications generally beyond those normally acquired through a degree course, and experience in the field of specialist expertise; or * Substantial post graduate experience; or * Lesser formal qualifications and the acquisition of considerable skills and extensive and diverse experience relative to an equivalent standard; or * Attained through previous appointments, service and/or study, a level of skills sufficient to perform the duties of the position. An employee without formal qualifications and/or training, or equivalent skills, may be required to undertake relevant study or training. Characteristics of the Level A person employed as a Community Services Employee - Level 7 shall either:
General features of this level require the employee's involvement in the initiation and formulation of extensive projects or programmes which impact on the organisation's goals and objectives. Employees are involved in the identification of current and future options and the development of strategies to achieve desired outcomes. Additional features include providing financial, specialised, technical, professional and/or administrative advice on policy matters within the organisation and/or external to the organisation. In addition, employees will be required to develop and implement techniques, work practices and procedures in all facets of the work area. Positions may involve supervision of employees or volunteers across a range of programmes, services or disciplines. Employees at this level require a high level of proficiency in the application of theoretical approaches in the search of optimal solutions to new problems and opportunities which may be outside of the original field of specialisation. Positions at this level will demand responsibility for decision making with the constraints of organisational policy and require the employees to provide advice and support to all facets of the organisation. Employees will have significant impact upon policies and programmes and will be required to provide initiative, and have the ability to formulate, implement, monitor and evaluate projects and programmes. Positions at this level may be identified by the significant independence and critical impact of action within the constraints of the organisational policy. Requirements of the Job * Detailed knowledge of policy, programmes, guidelines, procedures and practices of the organisation and external bodies; * Detailed knowledge of statutory requirements; * Detailed knowledge of relevant aspects of the industry of community social welfare services and government policy; * Detailed professional knowledge, including an appropriate knowledge of principles and practices of effective management and work organisation. Indicative Tasks and Functions * Undertake work of significant scope and complexity. * Participate in high level forums with other organisations and government. * Manage extensive programme with responsibility for standards of service delivery. * Ensure compliance with relevant standards and statutory requirements. * Promote and monitor the achievement of organisational objectives and corporate goals. * Represent the organisation in forums and meetings with other organisations, peak bodies, national organisations and government. * Provide significant input into research and development of programmes, policies and strategic planning on an industry-wide basis. * Undertake duties of innovative, novel and/or critical nature with little or no professional direction. * Undertake functions across a range of administrative, specialist or operational areas which include specific programmes or activities, management of services delivery and the provision of high level advice. * Provide authoritative specialist advice on policy matters and contribute to the development and review of policies, both internal and external. * Manage extensive programme organisation with responsibility for service delivery at multiple worksites. * Administer complex policy and programme matters. * Evaluate and develop/revise methodology and techniques with the organisation and apply high level analytical skills in the attainment and satisfying of organisational objectives. * Where the prime responsibility is in a specialised field, employees at this level would undertake at least some of the following:
Responsibility An employee at this level: * works under high level direction from, and is accountable to, board or committee of management, or a higher classified employee; * exercises a high degree of initiative, judgement and decision making in respect of all aspects of service organisation and management; * is responsible for all aspects of operations including effective service delivery, work organisation, quality assurance, financial and strategic planning, and research, development, implementation and evaluation of services and the organisation as a whole. COMMUNITY SERVICES EMPLOYEE - LEVEL 8 Qualifications, Training and Experience * High level skills and or qualifications relevant to the requirements of the Level.
Characteristics of the Level An employee at this level shall have broad delegation in respect of all operational matters and areas of critical impact to the organisation's key result areas. Employees at this level require a high level of proficiency in the application of theoretical approaches in the search of optimal solutions to new problems and opportunities which may be outside of the original field of specialisation. Positions at this level will carry responsibility for decision making under delegation consistent with organisational policy and require the employees to provide advice and support to all facets of the organisation. Employees will have significant impact upon policies and programmes and will be required to provide initiative, and have the ability to formulate, implement, monitor and evaluate projects and programmes. Indicative Organisations The following are indicative of organisations that may engage an employee at this level:
Requirements of the Job * High level theoretical knowledge and capacity in relation to strategic management of information, quality assurance and other organisational systems; * Highly developed consultation skills with application to a wider diversity of stakeholders, including government departments agencies and whole of government, other organizations, businesses and individuals; including the development, implementation and evaluation of community consultation strategies; * High level communication and analytical skills in relation to the development of governmental policies and strategies and industry/sector policy, standards; * High level management skills in relation:
* Highly developed skills and an `executive' level of accountability and responsibility related to
* Communication and organisational skills at a high level require related to
Indicative Tasks and Functions * Undertake work of significant scope and complexity and or critical nature with a high degree of autonomy and responsibility. * Undertake functions across a range of administrative, specialist or operational areas which include specific programmes or activities, management of services delivery and the provision of high level advice. * Provide authoritative specialist advice on policy matters and contribute to the development and review of policies, protocols and programmes, both internal and external. * Represent the organisation or other organisations in high level forums with other organisations and government. * Manage extensive programme organisation with responsibility for standards of service delivery at multiple worksites. * Oversee all aspects of an organisation's operations; including the development and implementation of systems to promote and ensure compliance with relevant standards and statutory requirements. * Manage the development, implementation and review programmes, policies and plans; which may include risk management, critical incident and reporting systems. * Manage the achievement of organisational objectives and corporate goals. * Negotiate on behalf of and represent the organisation at a high level, including with other organisations, peak bodies, national organisations and government. * Provide significant input into research and development of programmes, policies and strategic planning on an industry-wide basis. * Advocate and represent the interests and views of the organisation, and or other organisations, and or peak bodies and or national organisations to government and other significant policy making bodies. Responsibility An employee at this level: * works with high level delegation from, and is accountable to, board or committee of management; * exercises a high degree of initiative, judgment and decision making in respect of all aspects of service organisation and management; * is responsible for all aspects of operations including effective service delivery, work organisation, quality assurance, financial and strategic planning, and research, development, implementation and evaluation of services and the organisation as a whole; * has a high level of responsibility for ensuring compliance with contractual, statutory requirements and obligations. |