Lecturer Classification Structure now operative

As part of the South Australian Industrial Relations Commission's Decision No. 1 handed down on 10 February 2010, the new Lecturer Classification Structure becomes operative from the first pay period on or after 1 May 2010, i.e. 13 May 2010.

Translation

The translation will be as follows:

Existing      New

Lecturer Assistants who choose to move to the new structure:

LA1           Level 1
LA2           Level 1
LA3           Level 1
LA4           Level 2
LA5           Level 2

Lecturers

1                Level 3
2                Level 3
3                Level 3
4                Level 3
5                Level 4
6                Level 4
7                Level 5
8                Level 5
ASL 1        Level 6
ASL 2        Level 7
PL             Level 8

Role Description

The role descriptors for Lecturers Level 1 to 8 are detailed in the Draft TAFE SA Generic Lecturer Descriptors. This document has been provided to the Industrial Relations Commission of SA for incorporation into the Award.

Progression

The requirements for progression, both qualifications and key competencies, are detailed in the documents 'HRB 23 L2-L6' which have been emailed directly to members along with the other forms referred to below.

The process for progression is as follows:

• To seek progression to the higher level the Lecturer will complete the first two sections of the       HRB23 form and then submit the form with supporting information (ie copies of qualifications) to their Educational Manager.
• The EM will schedule a performance management session with the Lecturer within 20 working days. This session should form part of the usual performance management process, scheduled to facilitate annual progression through the Lecturer Levels. The session will be held at a mutually convenient time.
• The EM will assess the progression requirements within 10 working days of the performance management session, by reference to the criteria (qualifications and competencies as specified in the HRB form).
• If the progression requirements are met, the EM will approve the HRB23 form and forward it to Institute HR for processing.
• The operative date of the progression to a higher Lecturer Level classification is to be no earlier than the date of approval by the EM and no later than 30 working days from the date of submission of the HRB23 form to the EM by the Lecturer.
• If the progression requirements are not met, the EM will advise in writing the reasons why and what is required to be achieved by the lecturer in order to progress and a further assessment will be scheduled at an agreed time.
• A lecturer aggrieved by a decision to refuse or defer progression can access the dispute settling provisions of the Award (ie current clause 13).

 
Accelerated progression

Progression is no longer based on automatic annual increments subject to qualification barriers. A lecturer may initiate the process for progression at any time. In order to facilitate an accelerated progression the EM will schedule, if necessary, an extraordinary performance management session with the lecturer within 20 working days. All other provisions in the above process will then apply in relation to an application for accelerated progression.

An Administrative Instruction detailing the above will be sent to employees shortly.

Members are encouraged to seek accelerated progression as soon as they believe they meet the requirements of the next Lecturer level. Members are advised to contact the AEU if any difficulties are being experienced with regard to translation or the progression process.

Next part of the IRC decision

The Industrial Relations Commission has still to hand down the second part of their decision. For TAFE members this will deal with workload and in particular some clarification about teaching and assessment. While there has been no change to the current arrangement of 18 – 24 hours contact time, the AEU is hopeful of a favourable decision around the range of duties that we argue should fall within the 18 – 24 hours.

Until that part of the decision is handed down, current arrangements should remain. Undoubtedly, with the transition to the new classification structure referred to above, there will be the temptation to introduce additional responsibilities and duties.

Members are advised to seek advice from the AEU before agreeing to any variation to the current working arrangements.