Common use of Main Purpose Clause in Contracts

Main Purpose. 2.1 The main purpose of this Agreement is to provide for common terms and conditions that apply across the ACT Public Service (ACTPS) and terms and conditions that reflect the operational and business requirements of the particular Business Units and of nursing and midwifery employees. 2.2 In order to promote permanent employment and job security for employees, the ACTPS will endeavour to minimise the use of temporary and casual employment. The ACTPS agrees to the use of temporary employees only where there is no officer available with the expertise, skills or qualifications required for the duties to be performed or the assistance of a temporary nature is required for the performance of urgent or specialised work within a particular business unit of the ACTPS and it is not practical in the circumstances to use the services of an existing officer. 2.3 In respect of casual employment, where regular and systematic patterns of work exist and where persons have a reasonable expectation that such arrangements will continue, consideration should be given to engaging the person on a different basis, including on a permanent or temporary basis. 2.4 The ACTPS will continue to consult with unions and employees on the development of strategies and initiatives that may assist in the successful recruitment and retention of mature age employees. Such strategies and initiatives will be the subject of discussion and agreement between the employee and the relevant manager/supervisor. 2.5 These strategies and initiatives may include: (a) developing flexible working arrangements, such as variable employment, part-year employment, job sharing and purchased leave; (b) planning phased retirement arrangements for individual mature age employees who are considering retirement within four to five years, including through reducing the employee’s management or higher level responsibilities during a phased retirement period; (c) examining the implications of current superannuation legislation for using such flexible employment and working arrangements and informing affected employees how such implications may be addressed; (d) arranging training to assist the employee in any changing roles the employee may have as part of the employee’s phased retirement; (e) developing arrangements to facilitate the return of former mature age employees, including by engaging such persons for a short period in a mentoring capacity; (f) at the discretion of the head of service, contributing to the cost to an employee of financial advice received as part of planning for a phased retirement period. 2.6 The ACTPS will consult with union(s) through the Directorate Consultative Committee (DCC) to develop strategies to assist in attracting and retaining suitable employees. This will involve development of appropriate strategies and processes, including the conduct of surveys of staff, to assist this objective. 2.7 The ACTPS may run various entry programs in the light of operational needs and available resources. Entry to these programs will be by merit selection. All employment arrangements for entry level positions, including graduates, trainees and apprentices should be fair and attractive. 2.8 The ACTPS will consult and agree with union(s) on the development and finalisation of Learning and Development Plans and on the annual key learning and development priorities. The ACTPS and the union(s) will also agree on the equitable use of resources to address these priorities and strategies appropriate for the different categories of employees. For the purposes of this clause, "resources" includes but is not limited to employees, time, funding (where required) and equipment. 2.9 This Agreement supports a performance culture within the ACTPS that promotes ethical workplace conduct and rewards employees for their contribution towards the achievement of ACTPS's objectives. 2.10 It is acknowledged that performance management is important to employee development and to ensuring the relationship between corporate, team and individual responsibilities are aligned to individual, team and organisational objectives. 2.11 Any performance management schemes in the ACTPS will not include performance pay and will not be used for disciplinary purposes. 2.12 The ACTPS is committed to achieving an environment where employees feel valued for the contribution they make to achieving organisational goals. The most effective form of recognition is timely and appropriate feedback. The ACTPS will consult with the union(s) on other effective ways of recognising and rewarding the achievement of individuals and work groups. 2.13 Any outcomes of this consultation will only be implemented by agreement of the ACTPS and the union(s).

Main Purpose. 2.1 The main purpose of this Agreement is to provide for common terms and conditions that apply across the ACT Public Service (ACTPS) and terms and conditions that reflect the particular operational and business requirements of the Directorate or a particular Business Units and of nursing and midwifery employeesoccupational group. 2.2 In order to promote permanent employment and job security for employeesemployees in the ACTPS, the ACTPS Directorate will endeavour to minimise the use of temporary and casual employment. The ACTPS Directorate agrees to the use of temporary employees only where there is no officer available in the Directorate with the expertise, skills or qualifications required for the duties to be performed or the assistance of a temporary nature is required by the Directorate for the performance of urgent or specialised work within a particular business unit of the ACTPS Directorate and it is not practical in the circumstances to use the services of an existing officer. 2.3 In respect of casual employment, where regular and systematic patterns of work exist and where persons have a reasonable expectation that such arrangements will continue, consideration should be given to engaging the person on a different basis, including on a permanent or temporary basis. 2.4 The ACTPS Directorate will continue to consult with unions and employees on the development of strategies and initiatives that may assist in the successful recruitment and retention of mature age employeesemployees in the Directorate. Such strategies and initiatives will be the subject of discussion and agreement between the employee and the relevant manager/supervisor. 2.5 These strategies and initiatives may include: (a) developing flexible working arrangements, such as variable employment, part-year employment, job sharing and purchased leave; (b) planning phased retirement arrangements for individual mature age employees who are considering retirement within four to five years, including through reducing the employee’s management or higher level responsibilities during a phased retirement period; (c) examining the implications of current superannuation legislation for using such flexible employment and working arrangements and informing affected employees how such implications may be addressed; (d) arranging training to assist the employee in any changing roles the employee may have as part of the employee’s phased retirement; (e) developing arrangements to facilitate the return of former mature age employees, including by engaging such persons in the Directorate for a short period in a mentoring capacity; (f) at the discretion of the head of service, contributing to the cost to an employee of financial advice received as part of planning for a phased retirement period. 2.6 The ACTPS Directorate will consult with union(s) through the Directorate Consultative Committee (DCC) to develop strategies to assist the Directorate in attracting and retaining suitable employees. This will involve development of appropriate strategies and processes, including the conduct of surveys of staff, to assist this objective. 2.7 The ACTPS Directorate may run various entry programs in the light of operational needs and available resources. Entry to these programs will be by merit selection. All employment arrangements for entry level positions, including graduates, trainees and apprentices in the Directorate should be fair and attractive. 2.8 The ACTPS Directorate will consult and agree with union(s) on the development and finalisation of Learning and Development Plans and on the annual key Directorate learning and development priorities. The ACTPS Directorate and the union(s) will also agree on the equitable use of resources to address these priorities and strategies appropriate for the different categories of employees. For the purposes of this clause, "resources" includes but is not limited to employees, time, funding (where required) and equipment. 2.9 This Agreement supports a performance culture within the ACTPS that promotes ethical workplace conduct and rewards employees for their contribution towards the achievement of ACTPSDirectorate's objectives. 2.10 It is acknowledged that performance management is important to employee development and to ensuring the relationship between corporate, team and individual responsibilities are aligned to individual, team and organisational objectives. 2.11 Any performance management schemes in the ACTPS Directorate will not include performance pay and will not be used for disciplinary purposes. 2.12 The ACTPS Directorate is committed to achieving an environment where employees feel valued for the contribution they make to achieving organisational goals. The most effective form of recognition is timely and appropriate feedback. The ACTPS Directorate will consult with the union(s) on other effective ways of recognising and rewarding the achievement of individuals and work groups. 2.13 Any outcomes of this consultation will only be implemented by agreement of the ACTPS Directorate and the union(s).

Main Purpose. 2.1 The main purpose of this Agreement is to provide for common terms and conditions that apply across the ACT Public Service Sector (ACTPS) and terms and conditions that reflect the operational and business requirements of the particular Business Units and of nursing and midwifery employees. 2.2 In order to promote permanent employment and job security for employees, the ACTPS will endeavour to minimise the use of temporary and casual employment. The ACTPS agrees to the use of temporary employees only where there is no officer available with the expertise, skills or qualifications required for the duties to be performed or the assistance of a temporary nature is required for the performance of urgent or specialised work within a particular business unit of the ACTPS and it is not practical in the circumstances to use the services of an existing officer. 2.3 In respect of casual employment, where regular and systematic patterns of work exist and where persons have a reasonable expectation that such arrangements will continue, consideration should be given to engaging the person on a different basis, including on a permanent or temporary basis. 2.4 The ACTPS will continue to consult with unions and employees on the development of strategies and initiatives that may assist in the successful recruitment and retention of mature age employees. Such strategies and initiatives will be the subject of discussion and agreement between the employee and the relevant manager/supervisorhead of service. 2.5 These strategies and initiatives may include: (a) 2.5.1 developing flexible working arrangements, such as variable employment, part-year employment, job sharing and purchased leave; (b) 2.5.2 planning phased retirement arrangements for individual mature age employees who are considering retirement within four to five years, including through reducing the employee’s management or higher level responsibilities during a phased retirement period; (c) 2.5.3 examining the implications of current superannuation legislation for using such flexible employment and working arrangements and informing affected employees how such implications may be addressed; (d) 2.5.4 arranging training to assist the employee in any changing roles the employee may have as part of the employee’s phased retirement; (e) 2.5.5 developing arrangements to facilitate the return of former mature age employees, including by engaging such persons for a short period in a mentoring capacity; (f) 2.5.6 at the discretion of the head of service, contributing to the cost to an employee of financial advice received as part of planning for a phased retirement period. 2.6 The ACTPS will consult with the union(s) through the Directorate Consultative Committee (DCC) to develop strategies to assist in attracting and retaining suitable employees. This will involve development of appropriate strategies and processes, including the conduct of surveys of staff, to assist this objective. 2.7 The ACTPS may run various entry programs in the light of operational needs and available resources. Entry to these programs will be by merit selection. All employment arrangements for entry level positions, including graduates, trainees and apprentices should be fair and attractive. 2.8 The ACTPS will consult and agree with the union(s) on the development and finalisation of Learning and Development Plans and on the annual key learning and development priorities. The ACTPS and the union(s) will also agree on the equitable use of resources to address these priorities and strategies appropriate for the different categories of employees. For the purposes of this clausesubclause, "resources" includes includes, but is not limited to to, employees, time, funding (where required) and equipment. 2.9 This Agreement supports a performance culture within the ACTPS that promotes ethical workplace conduct and rewards employees for their contribution towards the achievement of ACTPS's objectives. 2.10 It is acknowledged that performance management is important to employee development and to ensuring that the relationship between corporate, team and individual responsibilities are is aligned to individual, team and organisational objectives. 2.11 Any performance management schemes in the ACTPS will not include performance pay and will not be used for disciplinary purposes. 2.12 The ACTPS is committed to achieving an environment where employees feel valued for the contribution they make to achieving organisational goals. The most effective form of recognition is timely and appropriate feedback. The ACTPS will consult with the union(s) on other effective ways of recognising and rewarding the achievement of individuals and work groups. 2.13 Any outcomes of this consultation will only be implemented by agreement of the ACTPS and the union(s).

Main Purpose. 2.1 The main purpose of this Agreement is to provide for common terms and conditions that apply across the ACT Public Service (ACTPS) and terms and conditions that reflect the particular operational and business requirements of the particular Business Units Directorate and of nursing and midwifery employeesthe medical practitioners. 2.2 In order to promote permanent employment and job security for employeesemployees in the ACTPS, the ACTPS Directorate will endeavour to minimise the use of temporary and casual employment. The ACTPS Directorate agrees to the use of temporary employees only where there is no officer available in the Directorate with the expertise, skills or qualifications required for the duties to be performed or the assistance of a temporary nature is required by the Directorate for the performance of urgent or specialised work within a particular business unit of the ACTPS Directorate and it is not practical in the circumstances to use the services of an existing officer. 2.3 In respect of casual employment, where regular and systematic patterns of work exist and where persons have a reasonable expectation that such arrangements will continue, consideration should be given to engaging the person on a different basis, including on a permanent or temporary basis. 2.4 The ACTPS Directorate will continue to consult with unions and employees on the development of strategies and initiatives that may assist in the successful recruitment and retention of mature age employeesemployees in the Directorate. Such strategies and initiatives will be the subject of discussion and agreement between the employee and the relevant manager/supervisor. 2.5 These strategies and initiatives may include: (a) developing flexible working arrangements, such as variable employment, part-year employment, job sharing and purchased leave; (b) planning phased retirement arrangements for individual mature age employees who are considering retirement within four to five years, including through reducing the employee’s employee‘s management or higher level responsibilities during a phased retirement period; (c) examining the implications of current superannuation legislation for using such flexible employment and working arrangements and informing affected employees how such implications may be addressed; (d) arranging training to assist the employee in any changing roles the employee may have as part of the employee’s employee‘s phased retirement; (e) developing arrangements to facilitate the return of former mature age employees, including by engaging such persons in the Directorate for a short period in a mentoring capacity; (f) at the discretion of the head of service, contributing to the cost to an employee of financial advice received as part of planning for a phased retirement period. 2.6 The ACTPS Directorate will consult with union(s) through the Directorate Consultative Committee (DCC) to develop strategies to assist the Directorate in attracting and retaining suitable employees. This will involve development of appropriate strategies and processes, including the conduct of surveys of staff, to assist this objective. 2.7 The ACTPS Directorate may run various entry programs in the light of operational needs and available resources. Entry to these programs will be by merit selection. All employment arrangements for entry level positions, including graduates, trainees and apprentices in the Directorate should be fair and attractive. 2.8 The ACTPS Directorate will consult and agree with union(s) on the development and finalisation of Learning and Development Plans and on the annual key Directorate learning and development priorities. The ACTPS Directorate and the union(s) will also agree on the equitable use of resources to address these priorities and strategies appropriate for the different categories of employees. For the purposes of this clause, "resources" includes but is not limited to employees, time, funding (where required) and equipment. 2.9 This Agreement supports a performance culture within the ACTPS that promotes ethical workplace conduct and rewards employees for their contribution towards the achievement of ACTPSDirectorate's objectives. 2.10 It is acknowledged that performance management is important to employee development and to ensuring the relationship between corporate, team and individual responsibilities are aligned to individual, team and organisational objectives. 2.11 Any performance management schemes in the ACTPS Directorate will not include performance pay and will not be used for disciplinary purposes. 2.12 The ACTPS Directorate is committed to achieving an environment where employees feel valued for the contribution they make to achieving organisational goals. The most effective form of recognition is timely and appropriate feedback. The ACTPS Directorate will consult with the union(s) on other effective ways of recognising and rewarding the achievement of individuals and work groups. 2.13 Any outcomes of this consultation will only be implemented by agreement of the ACTPS Directorate and the union(s).

Main Purpose. 2.1 The main purpose of this Agreement is to provide for common terms and conditions that apply across the ACT Public Service (ACTPS) and terms and conditions that reflect the operational and business requirements of the particular Business Units business units and of nursing and midwifery employeesmedical practitioners. 2.2 In order to promote permanent employment and job security for employeesemployees in the ACTPS, the ACTPS will endeavour to minimise the use of temporary and casual employment. The ACTPS agrees to the use of temporary employees only where there is no officer available with the expertise, skills or qualifications required for the duties to be performed or the assistance of a temporary nature is required for the performance of urgent or specialised work within a particular business unit of the ACTPS and it is not practical in the circumstances to use the services of an existing officer. 2.3 In respect of casual employment, where regular and systematic patterns of work exist and where persons have a reasonable expectation that such arrangements will continue, consideration should be given to engaging the person on a different basis, including on a permanent or temporary basis. 2.4 The ACTPS will continue to consult with unions and employees on the development of strategies and initiatives that may assist in the successful recruitment and retention of mature age employees. Such strategies and initiatives will be the subject of discussion and agreement between the employee and the relevant manager/supervisor. 2.5 These strategies and initiatives may include: (a) developing flexible working arrangements, such as variable employment, part-year employment, job sharing and purchased leave; (b) planning phased retirement arrangements for individual mature age employees who are considering retirement within four to five years, including through reducing the employee’s management or higher level responsibilities during a phased retirement period; (c) examining the implications of current superannuation legislation for using such flexible employment and working arrangements and informing affected employees how such implications may be addressed; (d) arranging training to assist the employee in any changing roles the employee may have as part of the employee’s phased retirement; (e) developing arrangements to facilitate the return of former mature age employees, including by engaging such persons for a short period in a mentoring capacity; (f) at the discretion of the head of service, contributing to the cost to an employee of financial advice received as part of planning for a phased retirement period. 2.6 The ACTPS will consult with union(s) through the Directorate Consultative Committee (DCC) to develop strategies to assist in attracting and retaining suitable employees. This will involve development of appropriate strategies and processes, including the conduct of surveys of staff, to assist this objective. 2.7 The ACTPS may run various entry programs in the light of operational needs and available resources. Entry to these programs will be by merit selection. All employment arrangements for entry level positions, including graduates, trainees and apprentices should be fair and attractive. 2.8 The ACTPS will consult and agree with union(s) on the development and finalisation of Learning and Development Plans and on the annual key learning and development priorities. The ACTPS and the union(s) will also agree on the equitable use of resources to address these priorities and strategies appropriate for the different categories of employees. For the purposes of this clause, "resources" includes but is not limited to employees, time, funding (where required) and equipment. 2.9 This Agreement supports a performance culture within the ACTPS that promotes ethical workplace conduct and rewards employees for their contribution towards the achievement of ACTPS's objectives. 2.10 It is acknowledged that performance management is important to employee development and to ensuring the relationship between corporate, team and individual responsibilities are aligned to individual, team and organisational objectives. 2.11 Any performance management schemes in the ACTPS will not include performance pay and will not be used for disciplinary purposes. 2.12 The ACTPS is committed to achieving an environment where employees feel valued for the contribution they make to achieving organisational goals. The most effective form of recognition is timely and appropriate feedback. The ACTPS will consult with the union(s) on other effective ways of recognising and rewarding the achievement of individuals and work groups. 2.13 Any outcomes of this consultation will only be implemented by agreement of the ACTPS and the union(s).