TAFE Award implementation - an update17-11-2010
There are a number of matters arising from the new TAFE SA Education Staff Arbitrated Enterprise Bargaining Award 2010 that impact directly on members.
Progression from Level 5 to Level 6
All lecturers who have a Diploma TAA or equivalent qualification are eligible to progress to Level 6. The AEU expects that every lecturer who satisfies the qualification requirement will progress to Level 6 with minimal fuss. Many lecturers have already had their Performance Review meeting with their Manager and have successfully moved to Level 6.
Progression from Level 1 through to Level 5
Under the new Lecturer Classification structure, lecturers apply to move up to the next level providing they have the qualifications as set out in Schedule 2C of the Award and can demonstrate that they have attained the relevant key competencies as set out in Schedule 2B. Demonstrating that one meets these key competencies is not expected to be onerous. Members who experience any difficulty scheduling a performance review should seek advice from the AEU.
Members should also be aware the accelerated progression is also possible. In Schedule 2D, it is stated that: “A lecturer may initiate a process for accelerated progression at any time. Accelerated progression will be approved if a lecturer has attained the required key competencies and qualifications.”
This means that where a lecturer at a lower level successfully completes a Diploma TAA or equivalent, and where they are able to demonstrate that they are operating at the higher level as identified in the award, then they should be able to progress to that level.
Conversion of Contract to Permanent Employment
The new Award makes clear that anyone employed in an ongoing position ought to be a permanent employee, and the features that distinguish a Temporary Employee are clearly defined. The AEU understands that letters are going out to around 380 lecturers currently on contract, offering them permanency. These letters of offer are to staff who have been on contract for two or more years and to those who would reach the two year point in their next contract.
The AEU will insist that DFEEST also look at those lecturers on contract who have less than two years service but who are clearly in an ongoing position, as well as those employees who are currently permanently part-time but who have ongoing contract top ups. We also expect that the employer will attempt to exclude significant numbers of contract employees from the offer of permanency, arguing that they are only “temporary employees” and that ongoing funding cannot be guaranteed.
Any member who believes that they have been overlooked in this conversion process, or who believe they have been wrongly classified, should contact the AEU for advice. Those who are converted to permanent employees and who are not yet members of the AEU should be reminded that this would not have been possible had it not been for the strong case put forward by the union in the arbitration.