The government has agreed to salary increases and condition arrangements that will settle our wage case arbitration before Fair Work.  The settlement will need to be considered by the full bench before it can be approved.  This review will occur in the coming week.  Once approved, the new Agreement will be issued as a Workplace Determination and is effective.

WAGES: - 15.5% paid in 7 salary installments inc. one lump sum $1,500 cash payment as follows;

•  $1,500 cash payment from 1 July 2012
•  3.25% from 1 July 2012
•  1.25% from 1 January 2013
•  1.5% from 1 July 2013
•  1.75% from 1 January 2014
•  1.5% from 1 July 2014
•  1.75% from 1 January 2015
•  1.5% from 1 July 2015

DURATION: -  1 July 2012 – 31st December 2015 (42 months)
 
Fair Work has drafted renegotiation principles which have been agreed by the parties to be included in the Workplace Determination which will set out the process in the last two months of this agreement to ensure a new agreement is reached in 2015.
 
ANNUALISED OUTCOME: - 4.43% per annum prospectively (average 3.5% retrospectively).

The annualised outcome equals an average 15.5% increase over 3 years and six months compounding at an average 4.43% per annum prospectively (average 3.5% retrospectively).
 
Salaries increase by 13.2% compounded over life of Agreement. 

The $1,500 cash payment is approximately equal to a 2.3% increase for an employee at the average VPS salary of $65,000 p.a.
 
For the majority of CPSU members, who earn far less than this average, the percentage relativity of the $1,500 cash is much greater.

Visit our salary reckoner to assist; other classifications will be added over next few hours.

PROGRESSION: - a further 8% is available over the 4 yearly performance cycles in the Agreement
 
Progression payments are protected representing up to a further 8% being available over the 4 yearly performance cycles covered by the Agreement for eligible employees i.e. those meeting the progression criteria and having available progression steps. 

A new clause (22.2.6) has been agreed to clarify progression qualifying periods for employees that protects our existing 3 month period for employees within a Department.
 
Four (4) exceptions have been agreed that;

• clarify eligibility for employees on probation, or being appointed to a role with another VPS employer, where 6 months in role qualifies these employees for progression.
• excludes an employee from progression if having completed a formal underperformance process or being subject to one under clause 18 at 30 June, or being subject to proven misconduct as per clause 19 during the performance cycle.

Govt were seeking a 6 month qualifying period for all employees.
 
CHILD PROTECTION PRACTITIONER – NEW CLASSIFICATION: - Translation increases are additional.
   
The new agreed Child Protection Practitioner arrangements are given life by the VPS Workplace Determination and salary increases arising from child protection staff in DHS translating to the new CPP structure are additional to the VPS wide salary increases above.

Child protection workers, including the youth justice community, who are currently CPW Grade 1 to Grade 4 will receive salary increases between 1% – 14% upon translation, depending on where your current salary translates.

Grade 5 employees will receive an additional five days leave, access to overtime, payment of penalty rates at their actual salary, and a 10 hr break.

Community Youth Justice employees receive an additional 3% payment.
 
OTHER ENTITLEMENTS: - Govt withdraws all its policy and jurisdictional objections
 
Govt has withdrawn all its policy and jurisdictional objections and all clauses agreed as at the 14 January 2012 (21 day post termination) remain.
 
A new entitlement includes the ability for employees to a one –off cash out of annual leave down to a 20 day minimum bank.
 
New clauses separate underperformance from misconduct incorporating procedural fairness principles based on our Federal Court
win in the Quinn v Overland case.
 
Sick and Carers’ leave have been incorporated into a new single clause which gives rise to the NES provisions with
evidence requirements clarified.
 
An extra week for Parental week has been included for partners.
 
The full comparison table which will be circulated shortly.

NEXUS AGREEMENTS: - Eight (8) Agreements will be settled by this outcome covering almost 40,000 employees.
 
Money, Payment Timing, and Duration as per VPS (above).
 
Specific entitlements to be negotiated.

3 month timeframe to complete.
 
 • State Library
 • Museum of Victoria
 • National Gallery
 • ACMI
 • Film Victoria
 • Growth Areas Authority
 • Parliament
 
Eight (8) Agreements will be settled by this outcome covering almost 40,000 employees.
 
Deputy President Smith has both the Parks and Vic SES Agreement negotiations oversight.
 
A very successful conclusion to a difficult bargain that would have been made much more difficult without the support of everyone.
 
 
KAREN BATT
CPSU Victorian Branch Secretary
 
3 July 2012