Pay Point Progression and Maintenance Introduction The Queensland Ambulance Service Enterprise Partnership Certified Agreement 2005 introduced significant changes to the pay point progression and maintenance procedures for Queensland Ambulance Service (QAS) Officers. As a consequence of these changes, these procedures were developed, in consultation with Ambulance Employees Australia (AEA), to provide Officers, Supervisors and Educators with easy to follow guidelines for the efficient and effective application, maintenance and processing of all pay point entitlements. A key feature of the pay point progression and maintenance process is the introduction of generic core requirements for classifications consisting of; • Pre-determined periods of experience; • Achievement of educational criteria; • Maintenance and Development of skills; and • Successful work performance and conduct. To assist and support officers in attaining and maintaining core requirements it is recommended they participate in a Personal Development Plan (PDP). A PDP would ideally commence and be finalised to coincide with the awarding and expiry of a Certificate of Practice. These procedures align responsibility for completion of pay point progression applications directly with the Officer entitled to the elevation and their line management. It is important that these procedures are read in conjunction with the QAS Industrial Instruments, the Employee Entitlements Reference Guide (EERG) and the QAS Education Services Guide 2006 – 2009. Pay Point Progression and Maintenance Responsibilities These procedures outline the generic process required for Officers to receive their pay point progression. All parties involved—from the individual Officer through to Educators, Supervisors and Support Services must fulfil their roles and responsibilities in the process to ensure that pay point progression and maintenance is managed and effective. It is the responsibility of Educators and Supervisors to assist and support Officers as required to achieve core requirements. Most importantly though, it is the individual Officer, entitled to remuneration at a pay point, who is responsible for satisfying core requirements, completing the application and ensuring, where applicable, all relevant documentary evidence is provided to the Supervisor and HR Delegate so that pay elevation or maintenance is approved. It is the responsibility of the HR Delegate to ensure compliance with the procedures and that the administrative process is completed. PartnerOne is responsible for the maintenance and payment of salaries and wages for Queensland Ambulance Employees. Pay Point Progression Process The following steps list the process involved for pay point progression. - Officer satisfies / completes core requirements. - Officer completes predetermined period of experience (where applicable). - Officer completes educational criteria including maintenance and development of skills. - Officer sources Records of Achievement (ROA)* for use as supporting evidence. - *ROAs include On-Line Campus (OLC) transcript, copy of a Certificate, a Record of Achievement (ROA) for successful completion of QAS course/program and/or other relevant documentary evidence. - Officer completes Pay Point Application/Notification Form. - Officer submits Application Form and supporting evidence to Supervisor. - Supervisor signs Application Form and thereby confirms the Officer can "Demonstrate successful work performance and conduct”. - *This means the Officer is not subject to Management of Diminished Performance or a Formal Disciplinary Process at the time of application. An Officer is not eligible to be elevated until this process is finalised. - In circumstances where a dispute arises that cannot be resolved to the satisfaction of all parties, at a Regional level, it is to be referred to the Partnership Steering Committee (PSC) for resolution. - Supervisor submits completed Application Form to the HR Delegate. - HR Delegate confirms Pay Point Application/Notification Form is complete and correct. - HR Delegate signs Pay Point Application/Notification Form and submits to PartnerOne for processing. - PartnerOne processes pay point elevation. - PartnerOne will process what is indicated on the Pay Point Application/Notification Form. The responsibility for accuracy lies with the HR Delegate. Pay Point elevation should occur within one to two pay periods. Back pay will be calculated as soon as possible and will be paid in subsequent pay period(s). It should be noted that the sooner the Pay Point Application/Notification Form is submitted the sooner an officer is elevated and outstanding back pay can be processed. The following table depicts the applicable Supervisor and HR Delegate for each Classification Level. Supervisor Classification Level Communication Communication Centre Supervisor Officer * Communication Communication Manager Centre Supervisor Regional Regional Educator Manager Staff Development Officer in Charge Patient Transport Officer * Certificate IV Officer Paramedic- Student Paramedic Paramedic- Advanced Care Paramedic- Intensive Care Casual Employees * Area Director Officer in Charge Clinical Support Officer * HR Delegate Classification Level Communication Communication Manager Centre Staff Regional Regional Educator Manager Staff Development Area Director Patient Transport Officer * Certificate IV Officer Paramedic- Student Paramedic Paramedic- Advanced Care Paramedic- Intensive Care Casual Employees * Officer in Charge Clinical Support Officer * *Or as per Regional Policy Pay Point 'Effective' Date The effective date of a pay point, is the date of the first full pay period following completion of the final core requirement. For the purposes of completing the Pay Point Application/Notification Form the date that the final core requirement was completed is to be recorded. This will ensure PartnerOne can process the pay point in the correct pay period and accurately calculate relevant back pay. It should be noted that the sooner the Pay Point Application/Notification Form is submitted the sooner an officer is elevated and outstanding back pay can be processed. Pay Point 'Maintenance' Process Once an Officer achieves a pay point it is necessary to maintain the core requirements for remuneration at that pay point to continue. To assist and support Officers in the attainment and maintenance of the core requirements for the pay point a PDP is highly recommended. An Officer’s continued eligibility for a pay point will be reviewed on the date of expiry of the Officer’s Certificate of Practice and on the completion date of the roll out of any future Educational Programs that become a requirement for a particular pay point. Generally this review will be conducted by the applicable Supervisor except for casual employees who shall be reviewed by the Regional Staff Development Unit (RSDU) Where an Officer has satisfied the core requirements their pay point will be maintained subsequent to a future review. If an officer is deemed to have not met core requirements they will be managed under the pay point reversion process. Pay Point 'Reversion' Process The Queensland Ambulance Service Enterprise Partnership Certified Agreement 2005 Appendix 2.1e states: “failure to complete or maintain the requirements of each level will result in adjustment to the employee’s pay to reflect the appropriate education/clinical level”. To ensure this is managed fairly and equitably an element of the new Pay Point Progression and Maintenance Procedures is the process of reversion. Reversion can only occur if an Officer is deemed not to have maintained or met core requirements (educational criteria, scope and authority to practice). This process recognises the importance of health care professionals maintaining and enhancing their professional practice. If a pay point reversion is considered appropriate, it is managed under the QAS Performance Management Framework policy. In practice this means if an Officer is identified as having not met/maintained core requirements; - The Officer meets with their immediate Supervisor to determine the specific circumstances. The Officer and Supervisor determine an appropriate course of action. - The Officer may elect to revert to an appropriate pay point; or - The Officer commences a revised (PDP) or Learning Support Plan (LSP). - If the Officer is unable to achieve their revised PDP or LSP the Officer is interviewed by the next level line Manager to determine circumstances and appropriate course of action. - An extension or modification to the existing plan is approved; or - A recommendation to the Assistant Commissioner for pay point reversion. - If following extension of the PDP or LSP the Officer still doesn’t meet core requirements the matter is referred to the Assistant Commissioner to approve a further extension or pay reversion. In circumstances where a dispute arises that cannot be resolved to the satisfaction of all parties, at a Regional level, it is to be referred to the (PSC) for resolution. Reversion may also occur as a result of unsatisfactory work performance or disciplinary action (refer to applicable QAS policy and procedures) Conclusion The QAS will provide educational programs and appropriate assistance to enable officers to satisfy their core requirements. However the ultimate responsibility for satisfying core requirements lies with the individual officer. Pay point progression and maintenance recognises the important work of Ambulance Professionals and provides a mechanism to acknowledge and reward professional development. The process and procedures for pay point progression and maintenance is to be reviewed annually on or by 1 October (commencing 1 October 2007) and at the discretion of the PSC. Prior to this, feedback is to be forwarded through the Regional Consultative Committee (RCC) to the PSC. These Pay Point Progression and Maintenance Procedures are an integral component of the remuneration system for the Queensland Ambulance Service.