Supported Salary. 22.1 Employees who have a disability to the extent that they meet the impairment criteria for the Disability Support Pension (DSP) may be employed under this Agreement and be paid a supported salary, appropriate to the classification in which they are employed, determined in accordance with the procedures and provisions included in Appendix 3.
Supported Salary. 44.1 If you have a reduced work capacity due to a disability you may be eligible for a supported wage.
44.2 Schedule 4 sets out the provisions relating to employment in the department under the Commonwealth’s supported wage system.
Supported Salary. Supported salary rates and conditions of employment as set out in this clause shall apply to an employee with a disability who is eligible for consideration under the Supported Wage Scheme. Employees who have a disability to the extent that they meet the impairment criteria for the Disability Support Pension may be employed under this Agreement and be paid a supported salary, appropriate to the APS classification in which employed, at a rate below the salary levels prescribed in this Agreement. In this clause the following definitions will apply:
Supported Salary. The supported salary rates specified in the table below, will apply to an employee who: has a disability, and meets the impairment criteria test; has an impaired ability to perform the range of duties for a classification because of the impact of their disability, as assessed by an accredited assessor; and is eligible for consideration under the supported wage system in accordance with the guidelines and assessment processes put in place by the relevant Federal Government agency that administers the supported wage system. This clause B.7 does not apply to a current employee who has a workers’ compensation or rehabilitation claim against the Commonwealth. The salary payable under this clause B.7 will not be less than the minimum amount determined by the Fair Work Commission. Refer to Schedule 6 for further information on supported salary. TEMPORARY HIGHER DUTIES AT THE NON-SES LEVEL An employee who temporarily undertakes duties at the same higher classification for three cumulative or continuous working days or more will be paid a temporary higher duties allowance in accordance with this clause B.8. Once eligibility is achieved, the employee will be back paid for the qualifying three day period. Once an employee has become eligible for higher duties under B.8.1, they will remain eligible for higher duties undertaken by the employee within 12 months of the last day or part day of duties for which they became eligible for a temporary higher duties allowance. All periods of temporary duties must involve duties at the same higher classification level. The temporary higher duties allowance will be equal to the difference between the employee’s ongoing salary and the salary of the higher classification. For the purposes of subclause B.8.3, the salary of the higher classification will be the minimum salary for the higher classification, unless: the employee has obtained a particular salary through salary advancement at the higher classification and the employee has performed duties at or above that classification level in the previous two-year period, in which case: the employee will maintain access to that salary for any periods of temporary higher duties; and the salary will be increased to reflect salary increases under subclauses B.4.1, B.4.2 and B.4.3, provided the salary does not exceed the maximum salary level for the higher classification; or the Secretary decides that a higher salary should apply having regard to the employee’s experience, qualifications ...
Supported Salary. 16.1 Supported salary rates and conditions of employment as set out in this clause shall apply to an employee with a disability who is eligible for consideration under the Supported Wage Scheme.
16.2 Employees who have a disability to the extent that they meet the impairment criteria for the Disability Support Pension may be employed under this Agreement and be paid a supported salary, appropriate to the APS classification in which employed, at a rate below the salary levels prescribed in this Agreement.
16.3 In this clause the following definitions will apply:
Supported Salary. If you have a reduced work capacity due to a disability you may be eligible for a supported wage. Schedule 4 sets out the provisions relating to employment in the department under the Commonwealth’s supported wage system. Learning and development The department is committed to providing you with learning and development opportunities that will assist your career aims and to acquire capability to undertake your current and possible future roles. Learning and development includes mentoring, internal and external training, coaching, on-the-job training, participating in rotations and mobility programs, mandatory learning and external study. Our studybank scheme encourages your external study, given the benefits for the department, and if granted approved student status under the scheme you may be provided with: study leave (refer clause 65); and/or full or partial reimbursement of course fees. Additional guidance concerning external study support is contained in the Studybank guideline. Performance management Both you and your manager have a responsibility to establish a working relationship which supports day-to-day interaction on workplace matters, including what, when and how work is performed. The department’s performance management system provides you and your manager with the opportunity to discuss your work performance, the working relationship and expectations, in the context of: the department’s purpose and objectives; priorities of the work area; building and maintaining capability; and good people management. You are required to participate in the department’s performance management process and your manager will work with you to attain and sustain the standard expected. You and your manager will develop, maintain and regularly review a work plan and learning agreement. Performance management will run on an annual cycle commencing 1 June each year and concluding 31 May of the following year. An end of cycle discussion must be held before 31 May, where a performance rating is given. If you have worked in more than one role during the assessment period, your manager must seek and take into account input from your previous manager when assigning the end of cycle rating.
