Docstoc

Pay Point Progression and Maintenance

Document Sample
Pay Point Progression and Maintenance Powered By Docstoc
					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.

				
DOCUMENT INFO
Shared By:
Categories:
Stats:
views:46
posted:3/14/2010
language:English
pages:5
Description: Pay Point Progression and Maintenance