Victorian Government Vps Agreement

However, there are various agreements that apply to large parts of the Victorian public sector. One of them is the Victoria Public Utilities Agreement 2020. It contains information on grades, salary ranges and other general conditions of employment for the respective ministries and agencies. Victoria Police is a progressive organization and we are focused on workforce development for our employees. We offer a range of development opportunities, including part-time and full-time study leave arrangements, if they are tailored to the needs of the business. We promote skills development and knowledge exchange across the department or secondment to other departments with regular internal advertisements. Unlike some of the results of negotiations (and wage freezes) in other jurisdictions, the new ZE VPS provides for an 8% increase in the base salary for the duration of the agreement. In addition, depending on an employee`s classification level, the four mobility lump sum payments ensure that most employees receive an additional 5% increase in their total compensation. Over the past 12 months, many Australian public sector authorities have chosen to make a decision under the Public Service Act 1999 (Cth) rather than enter into negotiations on a new agreement. The positive outcome of the negotiations in Victoria could lead to renewed pressure on federal authorities to return to the negotiating table in 2021. Clause 15 contains a letter of intent that the VPS agreement as a whole must be interpreted in a manner consistent with the mobility principles and an explicit commitment that the parties will work towards the operationalisation of the mobility principles during the term of the agreement.

The number of grades and the content of the grade descriptors vary depending on the organization of the public sector and its applicable company agreement. Mobility is a key element of the new VPS agreement. Mobility`s stated goal is to facilitate the continuous employment of employees who can be deployed in different locations and roles in the VPS to meet the changing requirements of government services. As widely reported at the time of the vote on the VPS agreement, employees will receive salary increases of just over 8% over the four-year term of the agreement, as well as related increases in allowances, with the first increases payable as of March 20, 2020. Although the specific benefits vary depending on the public sector organization in which you are employed and the respective company agreements, you can generally expect some benefits. See Benefits. This context is reflected in the outcome of the negotiations, in particular as regards the "Mobility Principles" and the "Mobility Payment" in Articles 15 to 16 of the EA VPS. Together, these regulations aim to promote labour mobility and ensure that VPS staff can be deployed quickly to support changing government priorities. Depending on the grade of a job, a salary group is applied.

This salary bracket reflects the level of qualification and performance required for the position. The salaries that apply to a particular role are described in detail in the applicable company agreement. Such reassignment would be done by agreement between the employer and the employee, rather than performing an unsatisfactory work performance process in accordance with section 24. This may be a generous result given the government`s competing priorities and the general uncertainty facing employers. However, the counterpart is to reduce operational and mobility barriers between public service bodies and to develop and implement a competence framework to facilitate a better alignment of staff skills with the operational needs of public authorities. As there are over 1800 employers in the Victorian public sector, there is not a single document that contains information on each level of employment, salary range or job performance. These therefore vary according to the organisation of the public sector and the company agreement that covers its employees. Taking into account changing priorities is essential to create a secure and flexible employment environment in the public sector.

The parties recognized the importance of ensuring that personnel can be deployed quickly to support government priorities. The EA VPS is much longer than the 2016 VPS Agreement (470 pages vs. 360 pages). Part of the extra length is due to the addition of a new part dedicated to flexible working arrangements and other flexibility mechanisms scattered throughout the agreement. Again, it will be very interesting to see how these provisions are applied in practice and how they interact with the provisions relating to consultation, job security, the usual work environment, etc. It will be very interesting to see how the mobility regulations affect this year and for the lifetime of the EA VPS. For example, as part of the government`s short-term response to COVID-19, many VPS staff have been seconded to other agencies, e.B. to help with contact tracing. The new Victorian State Public Service Enterprise (VPS EA) agreement was approved by the Fair Work Commission on 2 October 2020, following a series of negotiations that took place in the context of the COVID-19 pandemic and significant government intervention at the federal and state levels – both in terms of stimulus measures and public health restrictions. Our clients have already struggled with the unfortunate uncertainty of whether it is within the power given by the clause to achieve an outcome that involves multiple sanctions, or whether the sanctions are disjointed, meaning that only one can be enforced. In some cases, an employer may find it appropriate to impose more than one sanction to adequately address proven misconduct without resorting to dismissal.

For obvious reasons, it is preferable in such cases that it be clear that this approach is consistent with the company`s financial statements. For example, the 2020 Victoria State Utilities Agreement (mentioned above) includes a Class 1-7 structure as well as detailed descriptors of each. .