1. Proposed Health Practitioners’ (Queensland Health) Certified Agreement (No.2) 2011 (HPEB2)
July 2011
Information Session
Introduce self…
I’m the Ballot Contact Officer for (insert district/division)
The presentation I am delivering today has been developed by Workplace Relations Unit for the consultation process for the proposed Health Practitioners (Queensland Health) Certified Agreement (No.2) 2011
This session is designed to inform you about the key features of the proposed agreement before you are given the opportunity to vote on it
I’ve brought copies of the full agreement and summary of the agreement if you’d like some handouts to take away with you
There is an attendance sheet, can you please sign this before the end of the session

2. Background
Discussions between Queensland Health and the health practitioner unions for a new agreement to replace HPEB1 commenced in July 2010
Queensland Government and the unions reached in-principle agreement on the contents of HPEB2 in December 2010
Queensland Health and the Unions covering health practitioners commenced negotiations for a new agreement to replace HPEB1 in July 2010
In-principle agreement on the content of HPEB2 was reached in December 2010
Queensland Health and the Unions have been drafting the HPEB2 agreement this year

3. Consultation about what?
Queensland Health has a legislative obligation to inform you about the content of the proposed agreement
You need to be aware of the content of the agreement so you can cast an informed vote about whether you accept or do not accept the offer outlined in the agreement
Queensland Health has a legislative obligation to inform you about the content of the proposed agreement before you are given the opportunity to vote on it
This includes a minimum 14 day period of providing reasonable access to the proposed written agreement and an explanation of the terms of the agreement
This period formally commenced on 14 July 2011
During the consultation period, Queensland Health will be informing health practitioners of the content of the proposed agreement through sessions such as these, and other forms of communication including e-alerts, updates to the HPEB2 internet site, a hotline number and address for questions
Details of the internet site, hotline number and address are included at the end of this presentation and in the summary of the agreement

4. What is the new agreement called?
The title of the proposed agreement is:
Health Practitioners’ (Queensland Health) Certified Agreement (No.2) 2011
The agreement will be commonly known as HPEB2
The full title of the proposed agreement is Health Practitioners’ (Queensland Health) Certified Agreement (No. 2) 2011
The agreement will be commonly referred to as HPEB2

5. Who are the parties to HPEB2?
Unions
AMACSU (formerly QPSU)
United Voice Queensland (formerly LHMU)
Queensland Nurses’ Union
Employer groups
Queensland Health
The parties to HPEB2 are Queensland Health and the unions that cover Queensland Health’s health practitioners which are:
AMACSU – formerly QPSU, the QPSU amalgamated with the ASU from 1 July 2011 and is currently called Australian Municipal, Administrative, Clerical and Services Union, or AMACSU
United Voice Qld, formerly the LHMU; and
Queensland Nurses’ Union – the QNU has become a party to the HPEB2 agreement as they have coverage of some health practitioner employees

6. Which employees does HPEB2 cover?
Those disciplines listed in Schedule 1 of the proposed HPEB2 agreement
HPEB2 will cover all health practitioners employed by Queensland Health at and from 1 September 2010 in eligible disciplines/professions listed in schedule 1 of the proposed agreement
The list of eligible disciplines/professions is the same as in HPEB1, with the exception that Medical Education Officers have been removed as they have recently translated into the professional officer scale; and Optometrists have been removed as they are paid sessional rates

7. Who is not covered by HPEB2?
Disciplines/professions specified in clause 4.3 of proposed HPEB2
Doctors
Nurses
Dentists
Professional, technical, administrative and operational officers
The HPEB2 agreement outlines some specific disciplines and professions in clause 4.3 which are excluded from the agreement such as legal officers, non-medical engineers and health information managers;
In addition the agreement does not cover:
Doctors
Nurses
Dentists; and
Professional, technical, administrative and operational officers

8. When will HPEB2 take effect? How long does it last?
HPEB2 will operate from the date of certification up to the nominal expiry date of 31 August 2013
HPEB2 entitlements will be applied retrospectively from 1 September 2010 until the date of certification unless otherwise stated
HPEB2 will continue to operate until it is replaced by certification of another agreement or is terminated
The parties to HPEB2 will commence discussions for a replacement agreement at least six months prior to the nominal expiry date
HPEB2 will operate from the date of certification up to the nominal expiry date of 31 August 2013
Nominal expiry means that the agreement may continue to operate past the nominal expiry date until a new agreement is certified, just as HPEB1 continues to apply until HPEB2 is certified
Negotiations for a replacement agreement will commence at least six months prior to the nominal expiry date of HPEB2

9. Carry over provisions
HPEB1 provisions which continue to have application have been carried over to HPEB2
Minor amendments to tense and updates to names of units, groups, policies, directives, legislation etc has occurred to allow for the continuing provisions to be carried over into HPEB2
Only those HPEB1 provisions which are completed have been omitted
The drafting of the HPEB2 agreement included a review of the clauses in HPEB1 to determine what was still relevant to carry over into HPEB2
Examples of existing provisions which continue to have application are allowances such as:
Professional development allowance
Emergency clinical on call allowance; and
Rural and remote allowance
HPEB1 clauses that no longer have application have been omitted from the proposed agreement; for example, schedule 3 of HPEB1 which is the phase 1 translation diagram has been removed as the translation from PO/TO into the HP agreement is now complete

10. What is the structure of the agreement?
Part A: Preliminary matters
Part B: Classifications
Part C: Wage and salary related matters
Part D: Registration, training and development
Part E: Employment conditions
Part F: Projects and reviews
Part G: Industrial relations and consultation
Part H: Organisational change and restructuring
Part I: Job security and contracting
Part J: Miscellaneous
Part K: Further matters, variations and no further claims
Schedules: various
The structure of HPEB2 is unchanged from HPEB1
The agreement is set out as per the headings on screen
This presentation will touch on the major features of the proposed agreement, including the new features
For more detailed information, the full agreement is available online or in hard copy

11. What are the objectives of the agreement?
Maintaining and improving the public health system to serve the needs of the Queensland community
Improving and maintaining quality health services
Maintaining a stable industrial relations environment
Collectively striving to achieve quality outcomes for patients
Achieving a skilled, motivated and adaptable workforce
Providing fair remuneration for work done
The objectives of HPEB2 remain unchanged from HPEB1

12. What relationship does the agreement have with awards and other conditions?
The HPEB2 agreement will apply to the extent of any inconsistency between the provisions in the agreement and the relevant award
The relevant award is:
District Health Services Employees’ Award – State 2003
The HPEB2 agreement is to be read in conjunction with the District Health Services Employees Award – State 2003
As the Award does not currently include the definition of a health practitioner, steps will be taken to vary the Award to include the classification of health practitioner
Until this occurs, the agreement is read in conjunction with the Award and applies as if the employees were classified as professional or technical stream employees
The HPEB2 agreement will apply to the extent of any inconsistency between the provisions of the agreement and the relevant awards
This means where a provision in the Award is also included in the Agreement, the provisions in the Agreement are the existing entitlement
For example, the Award states the minimum payment for recall is 2 hours, but in the Agreement the minimum payment for recall is 3 hours, so the Agreement provisions apply

13. Protected HR policies
The HR policies listed in Schedule 5 of HPEB2 cannot be amended unless agreed by the parties to the agreement
The HR Policies listed in schedule 5 of HPEB2 are protected, meaning they cannot be amended unless agreed by the parties
Examples of protected HR Policies include policies about:
Permanent employment, temporary employment, grievance resolution and union encouragement

14. What are the forums for consultation?
The Health Practitioners’ Consultative Group (HPCG) is the new peak consultative forum
The HPCG replaces the Health Practitioner Interest Based Bargaining (HPIBB) Group
The Health Practitioners Consultative Group (HPCG) is the new peak consultative forum for HPs
It replaces the Health Practitioner Interest Based Bargaining, or HPIBB group, from HPEB1
The HPCG will oversee the operation and implementation of the HPEB2 agreement
HPCG will be comprised of representatives of Queensland Health, AMACSU, United Voice Qld and the QNU

15. How are disputes about this agreement to be prevented or settled?
Process in the event of a dispute:
An issue is identified at the local level  local discussion (7 days)
If remains unresolved  referred to district/divisional management (14 days)
If not resolved  referred to HPCG
If not resolved  referred to the QIRC
Disputes arising from the interpretation, application or implementation of HPEB2 are managed in the same way as in the current agreement
That is:
Try to resolve disputes at the local level in the first instance
If not resolved refer the dispute to District/Division management
If not resolved there refer the dispute to the Health Practitioner Consultative Group
If not resolved there the matter may be referred to the Queensland Industrial Relations Commission

16. What are the proposed wage increases?
Wage increases to be paid in three instalments:
3% from 1 September 2010
3% from 1 September 2011
3% from 1 September 2012
The new wage rates table can be found in Schedule 4 of HPEB2
The new wage rates, including all associated back pay, to be paid to HPs as soon as possible after the agreement is certified
Wage increases are to be paid in 3 instalments:
3% from 1 September 2010;
3% from 1 September 2011; and
3% from 1 September 2012
The new wage rates can be found in Schedule 4 of HPEB2
Payment of the new wage rates, including back pay, is to be paid as soon as possible after the agreement is certified by the Queensland Industrial Relations Commission

17. $500 addition to base annual salary
Subject to agreed productivity measures delivering savings greater than 0.5% per annum over the life of the agreement, an increase of $500 will be made to annual base salary of pay on 31 August 2013
The savings must also be sufficient to fund this additional $500 increase
In addition to the wage increases, there is an opportunity for annual base salaries to increase by $500
Subject to agreed productivity measures delivering savings of greater than 0.5% per year over the life of HPEB2 and being sufficient to fund this additional $500 increase, $500 will be added to annual base rates of pay on 31 August 2013
The productivity savings include:
centralised job evaluation to reduce recruitment costs;
an improved balance of clinical roles; and
a commitment from all parties of HPEB2 to have the National Health Reform process implemented effectively
Please note the $500 will not be paid as an allowance or as a one-off bonus, but rather if the savings target is met the annual base salaries will increased by $500 from 31 August 2013

18. Does the agreement support consultation?
Yes. Queensland Health is committed to collective agreements with unions
Continued commitment to:
Union Encouragement
Leave to Undertake Work with Relevant Union
Industrial Relations Education Leave
Union Delegates Assistance
The parties recognise that:
The agreement needs to be implemented through an open and consultative process
Employees and their union representatives need to be involved in the decision-making processes affecting the workforce
Queensland Health is committed to collective agreements with unions
In HPEB2 there is continued commitment to:
Union Encouragement
Leave to Undertake Work with Relevant Union
Industrial Relations Education Leave
Union Delegates Assistance
The parties recognise that the agreement must be implemented through an open and consultative process and employees and their union representatives need to be involved in the decision-making processes affecting the workforce

19. Organisational change needs to demonstrate benefits:
What does the agreement say about organisational change and restructuring?
Organisational change needs to demonstrate benefits:
enhanced service delivery to the community
improved efficiency and effectiveness
Queensland Health Change Management Guidelines to be applied
The organisational change and restructuring clause is a continuing provision from HPEB1
Organisational change needs to demonstrate benefits such as enhanced service delivery to the community or improved efficiency and effectiveness
The Queensland Health Change Management Guidelines are also to be applied

20. What about job security?
Queensland Health is committed to job security for its permanent employees
Job reductions by forced retrenchments will not occur
Volunteers, other unpaid persons or trainees, will not be used to fill funded vacant positions
Queensland Health supports that temporary and casual employees have the right to raise concerns about their employment and work matters without fear of victimisation
Queensland Health acknowledges that long term casual employees have rights to unfair dismissal entitlements
There are commitments in the HPEB2 agreement about job security including:
Queensland Health is committed to job security for its permanent employees
Job reductions by forced retrenchments will not occur
Volunteers, other unpaid persons or trainees, will not be used to fill funded vacant positions
Queensland Health supports that temporary and casual employees have the right to raise concerns about their employment and work matters without fear of victimisation
Queensland Health acknowledges that long term casual employees have rights to unfair dismissal entitlements

21. New/amended provisions
Central job evaluation process, including work level evaluation manual and benchmark role descriptions
Student clinical education allowance amended for psychology discipline
Ministerial Taskforce: scope of practice
Employment security
Social worker treatment rooms policy
National Health Reform working party
Workforce planning group
The in-principle agreement reached in December 2010 included a number of new or amended provisions for HPEB2 including the items listed on screen
The following slides provide some information about these new or amended provisions

22. Centralised job evaluation
A centralised evaluation process will be established
The evaluation process will apply where:
A new position is created; or
If there is a substantial change in the role and work value of an existing position which warrants a work level evaluation
Evaluations will be undertaken by the Centralised Job Evaluation Unit (CJEU) in the Human Resource Services Division
A centralised evaluation process will be established for the purposes of providing greater transparency for workers, consistency in evaluation outcomes and equity throughout the State between disciplines
The HP classification evaluation process will apply where:
A new position is created; or
If there is a substantial change in the role and the work value since 30 May 2008 of an existing position which warrants a work level evaluation
The Centralised Job Evaluation Unit (CJEU) will be comprised of experienced evaluators from Human Resource Services Division

23. Work level evaluation manual
The work level statements in HPEB2 will be reviewed within three months of certification
A working party will be established to develop the HP Work Level Evaluation Manual within six months of certification
The manual will include the revised work level statements and example benchmark role descriptions
Job evaluations will be conducted by the CJEU using the manual and work level statements
Within three months of certification of HPEB2 the work level statements will be reviewed and clarified
Once a final version of the work level statements is complete an application will be made to incorporate the work level statements into the District Health Services Award
The parties to HPEB2 will establish a working party to develop a HP Work Level Evaluation Manual within six months of certification of the agreement
The manual will included the revised, clearer work level statements and will also include example benchmark role descriptions
Upon receipt of applications for evaluations the CJEU will consider the application, conduct an evaluation using the health practitioner work level evaluation manual and work level statements and make a recommendation of the appropriate classification for that position

24. Student Clinical Education Allowance
The Student Clinical Education Allowance continues to apply for eligible disciplines
The eligibility criteria has been amended to enable psychologists to claim for supervision of all psychology students except those students who are Queensland Health employees working as provisionally registered psychologists
The Student Clinical Education Allowance continues to apply for eligible disciplines
That is, the allowance is available for employees who are designated to provide clinical education of undergraduate or graduate entry students in specific disciplines
However the eligibility criteria has been amended for the psychology discipline to enable psychologists to claim for supervision of all psychology students, with the exception those students who are Queensland Health employees working as provisionally registered psychologists
Previously the criteria for psychologists meant that psychologists could claim for supervision of pre-entry students only but not clinical psychology masters students

25. Ministerial Taskforce: scope of practice
A ministerial taskforce, including union representation, will be established to identify ways to address scope of practice matters
A ministerial taskforce, including union representation, will be established to review scope of practice matters
The ministerial taskforce will not consider extending the use of radiation to roles assisting Medical Radiation Professionals

26. Permanent employment
QH is committed to maximising permanent employment where possible
Eligible employees will be converted from temporary to permanent status in accordance with HR Policies B52 and B1
Queensland Health is committed to maximising permanent employment where possible
Eligible employees’ will be converted from temporary to permanent status in accordance with HR Policies B52 and B1

27. HP3 base-grade investigation
QH has committed to investigate the potential for HP3 to be designated as base-grade for professions requiring a degree level qualification
This would enable temporary staff at this level to potentially be directly-appointed without having to undertake a further merit process, dependant upon the needs of the organisational unit
Queensland Health and central government agencies will investigate the potential for HP3 to be considered as base-grade for professions requiring a degree level qualification
This will enable temporary staff at this level to be direct-appointed as permanent staff, having served the appropriate amount of time, without having to undertake a further merit process
This issue will be finalised within 6 months of certification of HPEB2

28. Social worker treatment rooms
Queensland Health will develop a policy to provide priority access to local rooms for clinical purposes
This policy will include the prioritisation of access to treatment rooms for use by social workers to deal with clients with suitable privacy
The policy will ensure that existing social worker resources are not diminished or substituted for the treatment rooms
Queensland Health will develop a policy to provide priority access to local rooms for clinical purposes
This policy will include the prioritisation of access to treatment rooms for use by Social Workers to deal with clients with suitable privacy
The policy will ensure that existing Social Worker resources are not diminished or substituted for the treatment rooms

29. National Health Reform
A joint working party will be formed to ensure progression to a funding system under National Health Reform provides the maximum efficient delivery of services
A working party comprising of representatives of the parties to the agreement will be established to ensure progression to a funding system under National Health Reform provides the maximum efficient delivery of services

30. Workforce planning group
A workforce planning group will be established to develop a framework for determining the appropriate mix of classifications
A workforce planning group will be established, comprising Queensland Health and union representatives, to develop a framework for determining the appropriate mix of classifications, with a view to providing appropriate career paths across a range of clinical and geographical settings

31. Workplace health and safety
Queensland Health is committed to continuous improvement in WH&S standards and working together to prevent injuries and illness at the workplace
Quarterly discussions at DCF regarding health practitioner WH&S issues
Statement about client aggression
New additions to the Workplace Health and Safety section of the proposed agreement include:
Quarterly discussions at DCF regarding health practitioner WH&S issues such as serious incidents and workplace health and safety training; and
A new clause that states Queensland Health recognises that violence and aggression against staff is not acceptable

32. No further claims
This agreement is in full and final settlement of all parties’ claims for its duration
There is a no further claims clause in the agreement which means there will be no changes to the wages or conditions of employment in the agreement once certified
However there are some exceptions to this, where changes can be made to employees’ rights and entitlements
For example changes resulting from improvements in conditions determined on a whole-of government basis

33. Consultation period
As required by the Industrial Relations Act 1999 employees will be provided with at least 14 days to access the proposed agreement before the ballot
Consultation commences: 14 July 2011
As mentioned at the start of this presentation, the information provided today is part of the consultation process for the proposed agreement
The Industrial Relations Act has some specific provisions around how Queensland Health as the employer must conduct the consultation and ballot process, which includes a minimum 14 day period for consultation prior to the ballot commencing
Queensland Health started the consultation period on 14 July 2011

34. Ballot process
Health practitioners can vote on whether or not they accept the proposed agreement
Ballot papers will be mailed to postal addresses on 29 July 2011
To vote you must complete the ballot paper and return to Workplace Consulting Queensland
The ballot closes on receipt of first mail 23 August 2011
After the consultation period, employees will be able to vote on whether they accept, or do not accept, the proposed agreement
Workplace Consulting Queensland is conducting on behalf of Queensland Health
Ballot papers will be mailed to your postal address from 29 July 2011
To vote, you must complete the ballot paper and post back to Workplace Consulting Queensland
The ballot closes at receipt of first mail on Tuesday 23 August 2011
Please take into consideration delays in the mail system when posting your ballot paper to ensure it is received before the closing time

35. Certification
If a valid majority of employees who vote approve the agreement, Queensland Health will proceed to have HPEB2 certified at the Queensland Industrial Relations Commission
Once this has occurred, the new wage rates and other conditions will take effect
Should a majority of vote not be achieved Queensland Health and the relevant unions will meet and discuss options
If the valid majority of employees that vote in the ballot approve the agreement, Queensland Health will proceed to have the agreement certified at the Queensland Industrial Relations Commission
A valid majority means that at least 50% plus 1 of the employees that cast a valid vote approve the agreement
Once the agreement is certified it is in operation and the wage increases and other conditions will be implemented
Should a majority of vote not be achieved, Queensland Health and the relevant unions will meet and discuss options

36. More information
Full copies of the proposed HPEB2 agreement and further information is available from:
ing
Calling the HPEB2 hotline on
Your Ballot Contact Officer
Your Union Representative
If you would like more information about the proposed HPEB2 agreement, or on the consultation, ballot and certification process there is a list of places on screen where you can access this information
I’ve also provided summary sheets which you can take with you from today for further reading
The HPEB2 hotline is operational from 8:30am to 5:00pm, Monday to Friday from 14 July 2011 to 22 August 2011

37. Questions ?
Any questions?