northern territory public sector nurses and midwives - Office of the ...

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The Agency will undertake action set out in clauses 3 and 3.3 of these procedures during the stages of redeployment and retraining under both sections 41 and 43 of the PSEM Act. 1.5 When to Seek Assistance of the Commissioner (a) Where the CEO has notified an Employee under section 41 of the PSEM Act to be potentially surplus, and after 4 months of unsuccessful attempts at redeployment and retraining, or sooner if a poor prognosis is apparent, the CEO will formally seek the assistance of the Commissioner in accordance with Section 43 of the PSEM Act, and ensure the following action is taken: i. Advise the Employee in writing of action under section 43 of the PSEM Act. ii. iii. Include a request to arrange an interview date and time at which the Employee's status is to be discussed and advise that a representative, including an accredited Union representative, or other support person, may be present, at the request of the Employee. Arrange for a representative of the Commissioner to attend the interview. (b) The interview referred to above is to address information outlined under sub-clause 1.2 of these procedures. 2. Recording and Monitoring by the Commissioner 2.1 The Commissioner will cause the following action to take place: (a) (b) (c) Where an Employee has been notified in accordance with Section 41 of the PSEM Act as being potentially surplus to the requirements of his or her Agency, the Commissioner will ensure the Employee's details are recorded on a central data base for the purpose of maintaining statistical information, and maximising redeployment opportunities and reporting to government. Where an Employee has been notified in accordance with section 43 the PSEM Act, the Commissioner will write to the Employee acknowledging notification and the request for assistance from his or her Agency. This letter will also advise the Employee of a contact person within the Office of the Commissioner, should the Employee have any queries about his or her status. The Commissioner will enter the Employee’s reviewed Section 43 status on the database. Agency information and recommendations will be assessed and the CEO will be advised to take one or more of the following courses of action: i. Redeployment (refer clause 3). ii. Retraining (refer clause 4). 100 NTPS NURSES AND MIDWIVES’ 2011-2014 Enterprise Agreement
iii. Voluntary retrenchment (refer clause 5). iv. Notice of redundancy (refer clause 6). v. Further consider career planning. vi. vii. Monitor, assess, review and provide advice to the Agency and Employee on matters relating to the redeployment process. Review and assess all interview reports recommending the non-selection of a redeployee following referral for assessment for a vacancy. 3. Redeployment – Agency Actions Under Section 41 and 43 of PSEM Act 3.1 Monitoring Vacancies (a) (b) (c) (d) (e) (f) (g) The CEO will ensure that all permanent vacancies within the NTPS are monitored for redeployment purposes. Monitoring of vacancies should also be extended to redeployees on leave only if the Employee concerned has requested to be notified of vacancies and has made appropriate arrangements. Temporary vacancies must also be considered if there is a reasonable expectation that the temporary vacancy will become a permanent vacancy, or could be used for retraining. Although formal notification action is not required in respect of temporary vacancies that are less than 6 months duration, they are still required for redeployment purposes and can provide ideal retraining opportunities for redeployees. The CEO will ensure that temporary vacancy notifications are distributed throughout the NTPS. All temporary vacancy notices must also be forwarded to the Office of the Commissioner for Public Employment. The Agency is required to consider their own potentially surplus Employees for permanent vacancies prior to undertaking recruitment action (clause 3.2 refers). Media advertising should not occur where placement of a redeployee is likely. 3.2 Matching Redeployees within an Agency to Vacancies (a) In identifying a vacancy, the CEO will consider the Agency’s redeployees with the objective of matching the Employee and the vacancy in the context of the following points: i. The Employee's skills/qualifications profile. 101 NTPS NURSES AND MIDWIVES’ 2011-2014 Enterprise Agreement
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NORTHERN TERRITORY PUBLIC SECTOR NU
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25. Post Graduate Qualification All
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4. Definitions For the purposes of
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7A.4 This clause will not operate,
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(b) (c) (d) (e) (f) (g) Increased d
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Conciliation 13.6 If the dispute re
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taken into account. 15. Filling of
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16.2.4 The committee will have the
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18.3 Access to EAPs by Employees an
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iii. In the demonstration of leader
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Nurse 6 (Registered Nurse / Registe
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Classification $ Previous salary fr
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23.8 If a decision is made under pa
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(e) (f) (g) be paid only once to an
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(b) (c) paid at the salary rate of
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(b) (c) (d) (e) (f) (g) (h) (i) (j)
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payment of overtime will be paid an
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(b) (c) (d) (e) (f) (g) (h) The per
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40.2 The Commonwealth Superannuatio
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44. Part-Time Employment 44.1 (a) S
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47.1.1 The CEO and an Employee cove
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47.2.3 Employees may choose to be r
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51.2 These expenses will be paid (a
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Clause Type of leave Paid leave Unp
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Page 63 and 64: 55.4 Accessing Paid Personal Leave
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Page 73 and 74: Schedule 1 Nurses (Northern Territo
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Page 83 and 84: 4. Emergency Duty iii. An allowance
Page 85 and 86: An Employee who is required to stan
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Page 91 and 92: Schedule 3 Northern Territory Publi
Page 93 and 94: (i) (ii) is not required to notify
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