Summary of TGA employment conditions
Employment framework
The Public Service Act 1999 (the Act) and the Public Service Commissioner's Directions establish the values and code of conduct for all employees in the Australian Public Service (APS).
Generally, remuneration and conditions of employment are negotiated collectively between employees, unions and management, and are set out in a Collective Agreement (CA). Performance Pay will be offered to all ongoing EL2 (and equivalent) staff. The rate of payment is expressed as a percentage of salary and is dependent on the rating received as part of the Performance Development Scheme.
Employment types
Employees are engaged as either:
- an ongoing employee, i.e. a person employed for an unspecified, indefinite period within the organisation; or
- a non-ongoing employee, i.e. a person employed for the duration of a specified task or for a specified period of time; or
- a casual employee, i.e. a person employed for duties that are irregular or intermittent.
Probation
All new ongoing employees undergo a probation period unless the requirement is waived by the delegate. The length of probation will be determined by the nature of the duties and is generally from 3 to 6 months. New employees will be advised if they will be subject to a period of probation prior to engagement.
Developing employees and measuring performance
TGA measures employee performance through the Performance Development Scheme (PDS). It provides a framework for individual performance management and development. As part of the PDS, all employees are required to prepare a performance agreement. The PDS is integral to personal development planning.
Studies assistance
Relevant external study is supported by TGA through the Studybank program and development awards. One provision of the Studybank program is access to paid leave. Most approved students will be given access to a maximum of 8 hours per week including 3 hours travel time. Additional time can be granted during examination periods.
Remuneration
TGA offers a competitive remuneration package for professional and administrative employees. Salary tables are provided at the end of this document.
Superannuation
Superannuation is available for all employees. For ongoing employees eligibility for membership of the relevant Superannuation Scheme is determined in accordance with the eligibility determiner issued by COMSUPER. Non-ongoing employees have access to a fund of choice.
Salary sacrifice
TGA offers employees the opportunity to participate in salary sacrifice arrangements.
Flextime scheme
A flextime scheme operates for APS 1-6 employees. Executive level employees may also access the flextime scheme with team leader approval.
Part-time work
Employees can negotiate with their team leader a suitable pattern of hours. Salary and conditions are on a pro rata basis relative to the hours worked.
Home-based work
An employee can access home-based work in appropriate circumstances.
Leave
Employees may make use of a flexible leave package comprising:
- Recreation Leave: the equivalent of 4 weeks per year (expressed in hours) accrues on a monthly basis
- Personal Leave: accrues at a rate of 18 days per year
- Maternity Leave: up to 12 months with 14 weeks paid leave plus an additional two weeks leave, after twelve months employment
- Long Service Leave: three months after 10 years service with a minimum absence of 7 calendar days
- Additional Leave Without Pay (46/52 Scheme)
- Bereavement Leave
- Leave Without Pay
- War Service Sick Leave
- Cultural Leave
- Paid Parental Leave
Health and life strategy
This strategy is about ensuring TGA undertakes health and well being initiatives for employees, consistent with the national population health initiatives, and helps employees to balance their work and life commitments. TGA also supports older workers so they remain in the workforce and contribute their corporate knowledge and experience.
Employee assistance program
Employees have access to confidential professional counselling to assist with work or personal issues free of charge.
Fair treatment system
TGA is committed to ensuring all employees are treated fairly and have a right of redress and review, whilst still supporting managers in their roles.
Employee participation
TGA is committed to employee participation through the TGA Consultative Forum, which comprises employee, management and staff associations' representatives.
Salary ranges (as at 8 August 2008)
| From | To | |
|---|---|---|
| Executive Level 2 | $95,283 | $112,811 |
| Executive Level 1 | $79,863 | $91,085 |
| APS 6 | $64,988 | $73,317 |
| APS 5 | $58,911 | $62,179 |
| APS 4 | $54,163 | $57,229 |
| APS 3 | $47,806 | $52,989 |
| APS 2 | $41,368 | $45,143 |
| APS 1 | $21,238 | $39,751 |
| From | To | |
|---|---|---|
| Professional 1 | $49,159 | $62,179 |
| Medical Officer Class 1 | $71,688 | $92,263 |
| Medical Officer Class 2 | $100,962 | $106,369 |
| Medical Officer Class 3 | $112,890 | $118,198 |
| Medical Officer Class 4 | $123,190 | $135,507 |
| Legal 1 | $52,633 | $98,828 |
| Legal 2 | $108,082 | $116,760 |
More detailed information on our Emloyment Conditions can be found at Collective Agreement Five 2007-2011 <http://www.health.gov.au/internet/main/publishing.nsf/Content/health-pubs-certagr-index.htm>.