Progression

Positions are to be created, classified and graded as Senior Officer Grade 1, Grade 2 or Grade 3. There is no broadbanding of the Senior Officer Grades, i.e. single grades only.

Positions should be filled in accordance with the provisions of the Public Sector Management Act 1988, including by competitive merit selection of advertised vacancies or redeployment.

Movement within a salary Grade is by incremental progression subject to satisfactory performance, as for other non-Senior Executive positions.

Creation, Classification and Grading of Senior Officer Positions

The creation, classification and grading of positions are to be undertaken by the Department Head, pursuant to section 8 of the Public Sector Management Act 1988, following an evaluation by the Premier's Department, Public Sector Management Office of the position descriptions (see Page 3 - Devolution).

Evaluation of Positions

Positions are to be included within the Senior Officer classification structure following an evaluation using the Cullen Egan Dell job evaluation methodology.

The evaluations are to be undertaken by the Premier's Department, Public Sector Management Office to enable suitable and sufficient benchmarks to be established and to ensure consistency of application throughout the NSW public service.

To enable an evaluation to be undertaken, a position description is to be completed using the Cullen Egan Dell format for the Senior Executive Service - see Section 2 of the SES Administrators Manual. Further guidance may be sought from the policy officers in the Premier's Department, Public Sector Management Office, on telephone number (02) 9228 5510.

The work value of the Senior Officers positions is as follows:

Senior Officer Grade 1 670-749 CED points
Senior Officer Grade 2 750-849 CED points
Senior Officer Grade 3 850-989 CED points

Priority Evaluations

Priority is to be given to the evaluation of positions at the top of the existing graded structure in receipt of skill shortage allowances or other allowances in recognition of work performed. The Senior Officer classification may be more appropriate given its recognition of work value.

For positions in receipt of a skill shortage allowance or other additional allowance, Departments are requested to prepare a position description in the Cullen Egan Dell format and forward it to the Premier's Department, Public Sector Management Office for evaluation. The continued payment of such allowances is to be reviewed on the basis of the evaluations in the period of six months from 1 February 1997.

Where the position is evaluated at less than the work value for a Senior Officer, Grade 1, the remuneration will revert to that of the top of the relevant graded structure for the job. Prior to this occurring the opportunity will be given to submit a case for retention of the allowance. Any case for retention of the allowance would be based on strong evidence of attraction and retention difficulties that are having a significant disruptive effect on service delivery in the organisation.

Any such approvals by the Director-General, Premier's Department for retention of the allowances would need to be reviewed at least every twelve months or on the positions becoming vacant, whichever occurs first.

The maximum allowance payable remains at $13,000 per annum.

Your organisation may also seek for other positions to be evaluated on the basis of their importance in meeting your business needs and your initial assessment as to their work value being above Clerk Grade 12 (above 669 CED points).

Devolution to Chief Executives

The Premier's Department, Public Sector Management Office may devolve this evaluation role of Senior Officer positions to Department Heads. As a first step, sufficient and suitable positions are to be benchmarked by the Premier's Department, Public Sector Management Office.

Consideration of applications for devolvement of this function of evaluation of Senior Officer positions where the Department has:

1. met the target reduction in the number of Senior Executive Service positions;
2. trained staff in the use of the Cullen Egan Dell job evaluation methodology; and
3. established monitoring arrangements to manage the number of positions
   created, classified and graded at the Senior Officer Grades.

Other Classifications above Clerk Grade 12

Where classifications prescribe salaries above Clerk Grade 12 these should continue to be applied in accordance with the appropriate industrial instrument.

For instance, it is recognised that a number of Departments have introduced arrangements above Clerk Grade 12 maximum through enterprise bargaining.

Employee Related Benefits

Consideration is being given to the availability of motor vehicles under the Senior Officer classification.

Issues include whether official motor vehicles should be available on a business/private basis and the legal authority for such arrangements.

It is anticipated that this matter will be resolved prior to the commencement of evaluations in February 1997. This will avoid any confusion surrounding the issue of motor vehicles for those staff currently in receipt of a skill shortage allowance where the position is included in the Senior Officer classification structure.

Superannuation is as for other non-Senior Executives Service staff.

Terms and Conditions for Senior Officers

The provisions of the Personnel Handbook will apply.

Appointment

Positions that are evaluated within the Senior Officer classification should be filled in accordance with the provisions of the Public Sector Management Act 1988, including by competitive merit selection for advertised vacancies.

The Director-General, Premier's Department may approve, pursuant to section 31(2) of the Act, that a position need not be advertised in the Public Service Notices or press. This will enable the Department Head to select the officer in their organisation with the greatest merit to fill the position pursuant to section 26(3) of the Act. For instance, consideration may be given to such approvals where a position has attracted a skills shortage allowance or other allowance and the position is now included in the Senior Officer classification.

Under the new mobility provisions, Senior Executive Service officers, either with or without out a right of return, will also be eligible with their consent for appointment to Senior Officer positions. This will require the consent of the relevant Department Head and officer as well as the approval of the Director-General, Premier's Department.

Funding

There is no supplementation for this initiative. To be met within the financial allocation of the organisation.

Adjustment of Salaries

The Senior Officer salaries are to be reviewed in line with movements for non-senior executive salaries generally.

Consideration will be given to the linking of this initiative with the development of the simplified and broadbanded classification structure(s) under the Crown Employees (Public Sector Salaries) Award.

Model for other parts of Public Sector

These arrangements have been developed for the NSW public service. Other public sector organisations may wish to adopt these arrangements through an appropriate industrial instrument.

Classification Translation between structures

As the Senior Officer and Senior Executive Service structures complement each other, the same position may be located in the Senior Executive Service or Senior Officer structure depending on departmental circumstances.