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ii. iii. iv. Care should be taken in checking that an Employee's qualifications are relevant to a vacancy especially with regard to vacancies requiring formal qualifications. The Employee's background and experience. Designation/ classification level. v. Salary level (the inclusion as salary of allowances or loadings, other than temporary promotion allowance, will be at the discretion of the Commissioner). vi. vii. viii. The Employee's expressed desires in respect of alternative employment. Retraining requirements. The Employee's preferred work location. (b) Placement of a redeployee in a temporary vacancy especially a short-term vacancy, should not defer any activity in finding the Employee a suitable permanent vacancy. 3.3 Applications for Vacancies and Redeployees (a) (b) (c) The Agency must actively encourage their redeployees to apply for suitable vacancies and monitor the NTPS Employment Opportunities information for this purpose. Where a redeployee has directly applied for a vacancy he or she should advise the Agency Case Officer to ensure the Case Officer formally refers the Employee for assessment in accordance with clause 3.4 of these procedures. A redeployee may, if he or she desires, apply for a vacancy by requesting that their Case Officer forward a copy of their resume under a covering letter from the home Agency. 3.4 Assessment and Selection of Redeployees for an Advertised Vacancy (a) (b) (c) (d) (e) The suitability of a redeployee will be considered in the added context of ability to perform the duties of the vacancy with a reasonable period of training. Where more than one redeployee is assessed for a vacancy, selection based on the merit principle will apply between the redeployees. Where a redeployee is being considered for a vacancy outside his or her home Agency, Agencies are to liaise with each other regarding assessment of the Employee. Redeployment may take place at the Employee's substantive level or to a lower level and salary. Where a redeployee is transferred to a lower level, the CEO will: 102 NTPS NURSES AND MIDWIVES’ 2011-2014 Enterprise Agreement
i. Advise the Commissioner, in accordance with Clause 8 (Provision of Income Maintenance) of Part A of this Schedule, of a request for maintenance of income. ii. Unless the CEO can substantiate otherwise, maintenance of income will be assessed for payment for a period of either 6 or 12 months based on the notice period the Employee would be eligible for in accordance with Clause 3 of Part A of this Attachment. 3.5 Redeployee Assessed as Suitable Where a redeployee is assessed as suitable, with or without training, the Employee will be transferred under Sections 35 or 43 of the PSEM Act, and the relevant parties advised accordingly. Appropriate consultation with the workplace will take place to ensure that the work environment is conducive to successful placement. Upon successful placement the Employee's case file will be closed. 3.6 Redeployee Assessed as Unsuitable (a) Where an Employee is assessed as unsuitable, the Agency that conducted the interview will: i. Forward the interview report including copies of the job specification’s selection criteria, referee reports and the redeployee’s application for the vacancy, to the Commissioner for assessment. ii. iii. Advise the Employee that the report has been referred to the Commissioner for assessment. Provide the Employee with a copy of the interview report relating to the Employee. (b) (c) (d) (e) All recruitment action will be frozen until the Commissioner has completed the assessment of documentation associated with the interview panel's recommendation. In assessing the interview panel's report the Commissioner may request clarification from persons associated with the interview process. The redeployee may request the interview panel to conduct a post interview counselling session. If the Commissioner accepts the interview panel's report, the Commissioner will advise the Agency to proceed with recruitment action. If the Commissioner concludes that there has been unfair or unreasonable treatment of the redeployee through the selection processes the Commissioner will: i. Instruct the CEO to take appropriate action to resolve the matter. 103 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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Clause Type of leave Paid leave Unp
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