9 188. The company agreement was approved on 7 June 2019 and has an expiry date until 31 October 2021.The agreement provides for the following salary increases: 20 Section C Classifications and career paths of nursing and midwifery Improvement 22. PREAMBLE The classification level for nurses and midwives and the structure of salary increases are reflected in the rates of pay in Appendix 1 – Classifications and Rates of Pay for Nursing and Midwifery. All vacancies are filled in accordance with the Public Sector Administration Act. 23. IMPROVING CAREER PATHS 23.1 ACTPS, employees and employee representatives will work together through DCC on initiatives to develop career pathways and/or enhance career roles in nursing and midwifery. 24. NURSING ASSISTANTS (RNAs) 24.1 A Nursing Assistant (NAO) assists Registered Nurses/Licensed Midwives in providing personal health care to patients and maintaining a safe care environment for patients An AIN helps provide nursing/midwifery care at all times under the direct or indirect supervision of an RN/RM. 25. REGISTERED NURSE – Registered Nurse Level 1 refers to a registered nurse who cares for patients/clients in each practice under the direct or indirect supervision of a registered nurse/midwife and who supports students and new nurses. 26. REGISTERED NURSE – REGISTERED NURSE LEVEL Level 2 refers to a registered nurse who provides patients/clients in any practice under the direct or indirect supervision of rn/RM care, demonstrates competence in all areas of extended practice, and provides instruction to students and recent graduates IN s. 27.
ADVANCEMENT FROM REGISTERED NURSE LEVEL 1 TO REGISTERED NURSE LEVEL Advancement to a registered nurse Level 2 is consistent with the performance selection process for: (a) promotion to an established position when a position becomes vacant; or (b) Personal classification The promotion of permanent officers to a personal classification shall be carried out in accordance with the performance selection procedure agreed upon by the Parties in accordance with Annex 5 to this Agreement. The selection procedure is carried out quarterly. 28. REGISTERED NURSE (RN)/REGISTERED MIDWIFE (RM) LEVEL RN/RM Level 1 means a Registered NURSE or Registered NURSE or MIDWIFE who provides nursing and/or midwifery care to patients/clients in any practice and who is in the care of or has access to more experienced nurses or midwives and who provides support and advice to registered nurses and nursing and midwifery students. Page 18 13 5.2 The applicable legislation includes: (d) (e) (f) (g) the Public Sector Management Act 1994 (LAW) (PSM Act); public sector management standards (PSM standards); the Fair Work Act 2009 (Cth) (FW Act); Occupational Health and Safety Act 2011 (ACT) (WHS Act); Territorial Registers Act 2002 (ACT); Statutory Holidays Act 1958 (ACT) Statutory Holidays Act; and Safety Rehabilitation and Compensation Act 1988 (Cwth) (SRC Act). 5.3 This Agreement constitutes an agreement to settle all claims for their duration. Therefore, during the term of this Agreement, there will be no further claims affecting the terms of this Agreement, unless it is consistent with the terms of this Agreement. 5.4 This Agreement shall apply independently and shall apply to the exclusion of any other attribution and/or national agreement that would otherwise have applied to the employment of employees subject to this Agreement. 5.5 This Agreement shall prevail over ACT legislation, including the Public Sector Management and Public Sector Management Standards Act 1994 and relevant policy statements and guidelines, to the extent of any inconsistencies.
6. AVAILABILITY OF THE AGREEMENT 6.1 Copies of this Agreement will be provided to employees covered by this Agreement in paper or electronic form. 6.2 Employees covered by the Contract must be aware of the relevant terms and claims of this Agreement. Managers who supervise employees ensure that these employees are aware of relevant conditions and claims. 7. POWERS OF THE HEAD OF DEPARTMENT 7.1 The head of department may, subject to instructions, except for this power to delegate powers, the power or function that the head of department has under this Agreement in writing to another person or body within actps. 7.2 This does not limit the department head`s authority to authorize a person to act for and on behalf of the service provider. 7.3 Only Directors General may renew in writing an authority or function conferred on them by the Head of Department. 7.4 For the avoidance of doubt, in this Agreement, reference to the Service Provider may be understood as a Delegate if the Head of Department has delegated the relevant authority or function in accordance with subsection AMENDMENT TO THE AGREEMENT 8.1. This Agreement may be amended in accordance with the provisions of the Fair Work Act TERMINATION OF THE AGREEMENT 9.1 The ACTPS and the trade unions covered by the Agreement agree that the maintenance and observance of the agreed terms and conditions of employment are an essential part of a good place of work Page 11 10 Section A Scope of the Agreement 1.
TITLE 1.1 This Agreement, which was entered into under section 172 of the Fair Work Act 2009, is referred to as the Public Service Nursing and Midwifery Agreement Act MAIN OBJECTIVE 2.1 The main objective of this Agreement is to establish common terms and conditions that apply to the entire ACT Public Service (ACTPS) and terms that reflect the operational and commercial requirements of the units. respective operational and nursing and obstetrical staff. Retention of our employees 2.2 In order to promote permanent employment and job security for employees, ACTPS will endeavor to minimize the use of temporary and casual work. ActPS only accepts the use of temporary agency workers if no official with the expertise, skills or qualifications necessary for the tasks to be performed is available or if temporary assistance is required to perform urgent or specialised work within a particular ACTPS business unit and this is not feasible in the circumstances: to use the services of an existing official. 2.3 With respect to casual work, in cases where regular and systematic work models exist and individuals have reasonable expectations of the continuation of these arrangements, consideration should be given to hiring the individual on another basis, including permanently or temporarily. 2.4 ActPS will continue to consult with unions and workers on the development of strategies and initiatives that can contribute to the successful recruitment and retention of mature workers. These strategies and initiatives will be discussed and agreed upon between the employee and the respective manager/supervisor. .