General Benefits and Incentives
Specific Benefits and Incentives
Salary Payment
Career structure and salary scale
Employees are paid on alternate Thursdays into a Bank Account, Credit Society or Building Society nominated by the employees. A pay slip is issued fortnightly giving details of gross salary, allowances, penalty payments, taxation and deduction details. Nursing penalties are currently two weeks behind. Salary payments are based on a computerised roster, there are no time sheets. Every employee has read access into the computerised roster to ensure potential salary payment is accurate.
Salary Increments
All designations have a prescribed salary range and on commencement new employees are normally paid the salary at the bottom of the range applicable to that designation. After 12 months service at that level the salary is increased to the next level until the top of the range is reached. Nursing has provision in their awards for advancement to a higher level dependant on previous service.
It is the employee's responsibility to produce evidence of their experience in order to commence on a higher salary increment. (This should be done at, or prior to, the time of commencing).
Tenures
Positions offered may be permanent, contract (preferred minimum of six months) or casual.
 Leave
Annual Recreation Leave (ARL) is six weeks per year with an additional week granted if ten or more Sundays are rostered and worked. It is usual for staff to work a minimum of six months before leave may be granted. Leave is booked at ward level through the Clinical Nurse Manager (CNM) or your Health Centre Manager.
Study Leave is available for approved courses, but there is no inalienable right. Leave needs to be supported by your (CNM) and approved by Nursing Directors or Health Centre Manager.
Emergency Leave (paid) is available for permanent and temporary employees at three days per year for unforseen emergencies for both personal or family.
Bereavement Leave of three days per year is available for all staff, for death of immediate family.
Long Service Leave is available after completing 10 years service whereby employees are credited with three months long service leave which subject to approval, may be utilised at either full pay or half pay in periods of at least 15 days (calendar days).
Service with other government or semi-government departments may count as service for long service leave purposes, provided breaks in service have not exceeded 12 months. Employees who think they may have previous service that could be recognised as eligible service for long service leave purposes should contact the payroll services for a "Statement of Service for Long Service Leave Purposes" form, as soon as possible after commencement.
On resignation, employees can receive a partial payment in lieu of long service leave after seven years continuous recognised service.
Sick Leave for permanent employees is three weeks full pay per year. Sick leave for temporary staff is one week full pay after two months service. A further week for each additional completed two months of service up to a maximum of three weeks in the first year of service. All sick leave is accumulated.
Sick leave can be utilised to care for sick family members for up to 10 days in any sick leave year.
For both permanent and temporary staff, a maximum of five days in any sick leave year can be utilised without the production of a medical certificate. (Only three of those days can be consecutive). "Family member" for these purposes is where the employee is responsible for the care and support of that person, members of the employee's immediate family or members of his or her household. The granting of sick leave for this purpose will be subject to normal sick leave provisions.
Transfers
The opportunity for transfers to one of the other Northern Territory hospitals or rural/community health services is available as positions arise and is negotiated through Nursing Directors and Health Centre Managers.
Except in an emergency, four weeks notice of resignation is requested. Additional notice from staff in speciality areas such as the Operating Theatre, Intensive Care Unit, remote areas and management positions is appreciated.
Superannuation
All employees commencing with the Northern Territory Public Sector are required to join a superannuation scheme. The employee may choose any complying superannuation fund to which contributions will be paid. A superannuation fund must be elected on commencement, otherwise contributions will be paid to a default superannuation fund. The default superannuation fund is Australian Government Employees Superannuation Trust (AGEST).
Northern Territory Allowance
Employees who maintain dependants and have met the dependency criteria as defined in the Public Sector Employment and Management Act are eligible to receive a Northern Territory Allowance. To receive the allowance, employees must submit an NT Allowance form giving details of their dependants to payroll services at the time of commencement, or when their domestic circumstances change.
Remote Area Entitlements
In addition Remote Area Nurses receive:
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rental concession |
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special study leave program |
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accommodation allowance in conjunction with fares out |
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family travel assistance scheme |
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reimbursement of household contents insurance premiums |
For a more detailed explanation visit the Office of the Comissioner for Public Employment.
Exemplary Practice
Exemplary Practice (EP) is an incentive initiated by the Department of Health and Families (DHF) to retain nurses in the delivery of patient care and in the achievement of quality outcomes. EP is awarded in the form of an allowance to recognise and reward excellence and expertise in clinical nursing.
Enrolled Nurses (Nurse 1) and Registered Nurses (Nurse 2) who hold non-promotional positions can gain EP with one level of EP for Enrolled Nurses and two levels for Registered Nurses. It is determined on merit and is not subject to quotas.
EP is advertised twice a year in March and September and requires re-application every three years. Applications are assessed by a panel of trained evaluators on clinical expertise, professional development and professional contribution.
To make an application for EP, staff are required to have completed at least three years of clinical practice post registration.
The current yearly allowances awarded to successful EP applicants are as follows:
- Nurse 1 (N1) EP1 – 6% of increment 4
- Nurse 2 (N2) EP1 – 6% of increment 4
- Nurse 2 (N2) EP2 – 13% of increment 4
OCPE - Nurses Rates of Pay
Forms & Resources
Further information can be obtained from the Clinical Learning Branch on (08) 8922 7539
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