6.4.1 Minimum Standards for Academic Levels (MSALs)
6.4.1.1 The minimum standards for levels of academic staff, (other than casual staff) utilised by the University are specified in Schedule 3, Part A of this Agreement.
6.4.1.2 The levels are differentiated by level of complexity, degree of autonomy, leadership requirements of the position and level of achievement of the academic. The responsibilities of academic staff may vary according to the specific requirements of the institution to meet its objectives, to different discipline requirements and/or to individual staff development.
6.4.1.3 An academic appointed to a particular level may be assigned and may be expected to undertake, responsibilities and functions of any level up to and including the level to which the academic is appointed or promoted. In addition, an academic may undertake elements of the work of a higher level in order to gain experience and expertise consistent with the requirements of the University's promotion processes.
6.4.1.4 The MSALs will not be used as a basis for claims for reclassification.
6.4.2 Professional Staff Position Classifications
6.4.2.1 The DWM descriptors, as specified in Schedule 3, Part B of this Agreement, will be the primary determinant of the classification of professional staff positions.
6.4.2.2 Position descriptions should be reviewed on a regular basis and updated where necessary.
6.4.2.3 Position descriptions should undergo a classification review as a result of:
6.4.2.4 A staff member may submit an application for a review of their position classification. Position descriptions submitted for a classification review should normally be updated as appropriate, following consultation between the supervisor and the staff member.
6.4.2.5 Professional Staff position classification is supported by Human Resources and the Classification Review Panel and Committee.
6.4.2.6 The Professional Staff Classification Review Panel comprises of members of Human Resources and/or professional staff members nominated by the Chief People Officer and ten (10) members nominated by the Unions.
6.4.2.7 All members of the Classification Review Panel Staff undertaking classification reviews will be trained in the classification methodologies, DWM (primary) and Hay (secondary).
6.4.3 Professional Staff Classification Review Panel and the Classification Review Committee
6.4.3.1 All classification reviews will be undertaken by a member of Human Resources in the first instance.
6.4.3.2 A staff member, Union, or supervisor can request a review of the classification outcome at 6.4.3.1. A review of the classification outcome will be undertaken by a sub-group of two (2) members of the Classification Review Panel, one (1) professional staff member nominated by the Union and one (1) professional staff member nominated by the Chief People Officer who will meet on an as needs basis.
6.4.3.3 Decisions of the classification review sub-group are regarded as decisions of the Classification Review Committee.
6.4.3.4 In the event that a consensus outcome cannot be reached by the classification review sub- group using the primary and secondary descriptors, the classification review will be referred to the Classification Review Committee which meets up to four (4) times per year.
6.4.3.5 The Classification Review Committee will comprise:
6.4.3.6 The database of all position classifications will be updated on a regular basis and will normally be provided to all members of the Classification Review Committee up to four (4) times per year. The Classification Review Panel and the Classification Review Committee will undertake appropriate relativity checking in considering classification outcomes.
6.4.3.7 The salary of a professional staff member on appointment will be within the salary range determined by the University for the Level at which position is classified, according to the qualifications, skills and experience necessary for the performance of the duties of the position.
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