Ensuring all DEEWR staff share quality pay outcomes in the new collective agreement is a top priority for CPSU. But with many different employment arrangements currently in effect, gaining accurate information about individual situations will be critical to conducting transparent negotiations.
Whether you're on an AWA or under an existing collective agreement - CPSU believes all staff deserve fair and equitable pay outcomes. We want to ensure that pay rates are maintained and improved to ensure everyone's back on a level playing field.
Did you know..
the top payment for a DEST APS 6 is $67, 812 - compared to $77,000 for a DEWR APS 6 (AWA)
the average bonus for DEWR AWA staff (APS 1-6) was aprox $5,000 each
EL1 and EL2’s at DEWR have a salary range from a minimum of $66,000 up to $132,000 (includes CA and AWA)
over 50% of the new DEEWR department are covered by a the pay and conditions of an AWA (while under the determination)
Check the figures to see where you stand
Depending where you've worked previously and what instrument you are employed under - there are some big differences when you look at the current pay scales. Achieving fair outcomes that don't leave people disadvantaged while delivering pay equity is a key focus of the DEEWR CA campaign - not to mention securing the best possible results on annual leave, maternity leave, superannuation, hours of work, Christmas closedown, flextime, performance management, how disputes are settled, higher duties to name a few.
Level
Max DEST
Max DEWR
Max FaHSCIA
Max AWA DEWR
Avg AWA bonus DEWR
EL 2
104,404
102,900
95,363
132,000
12,403*
EL 1
83,760
86,249
80,054
8,426*
APS 6
67,812
68,700
65,350
77,000
4,690*
APS 5
57,958
58,899
56,680
4,690*
APS 4
53,349
54,099
52,045
4,690*
APS 3
47,454
48,499
48,379
55,000
4,690*
*AWA bonus figures from the DEWR Annual Report 2006-07
CPSU seeks answers from DEEWR management
As a follow up to initial meetings where a commitment to share information and have a transparent negotiation was agreed to, CPSU have asked for some answers on the pay arrangements for AWA’s (which covered over half of DEEWR staff at the time of the MoG changes). These are the questions we put to management:
Total numbers by Agency and by gender as at 30/3/08 and 30/6/07.
Numbers by Agency, by gender and by APS classification level (rather than broadbands), as at 30/6/07 and at 30/3/08.
For each Agency and by gender for each APS classification level, the number of employees within each $1,000 range of salary as at 30/6/07 and 30/3/08.
For DEWR and by gender for each APS classification level, the minimum, maximum and average performance bonus payment amounts and the number of employees who received a performance payment, for payments paid for the 2005-2006 and 2006-2007 financial years..
Advice on the delivery arrangements for those bonus payments.
Working together to get the best result - for everyone
If you're currently on an AWA, CPSU believes that you should be able to make the transition to a strong CA without financial disadvantaged. When it comes to those under the CA, pay scales need to improve allowing staff to 'catch up', resulting in a system of equal pay for equal work across DEEWR.
But we can't do it on our own. Join CPSU today and lend your strength to the bargaining team negotiating your pay and conditions.
Show your support
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