Human resources

Human resources

​Your conditions of employment with the department are based on:

Salary

Your position is assigned a classification based on:

  • your role
  • the award and certified agreement that covers your role
  • the level of responsibility your role involves.

Your classification determines your salary range in one of the following streams:

  • administrative (AO)
  • professional (PO)
  • technical (TO)
  • operational (OO).

Each classification level contains incremental progression points. You will usually begin at level 1 and progress through each of the pay points on completion of 12 months' satisfactory service (or 12 months and 1200 hours for certain part-time and casual employees). Look for your role in the salary schedules.

Salary packaging

Salary packaging allows you to access a range of benefits through deductions from your pre-tax salary. These arrangements may increase your take-home pay by lowering your taxable income and your tax liability.

For more information about salary packaging and details of the department's arrangements, contact either of the administrators of the scheme.

Superannuation

Your percentage contribution to your superannuation will be matched by the department and supplemented with an additional 7.75%. For example, if you contribute 5% of your salary, then the department contributes 12.75%.

Permanent and temporary employees must contribute between 2% and 5% of their salary each year towards their superannuation. Casual employees are not required to contribute a percentage of their salary. The department will make an employer contribution of 9.5% of a casual employee's salary when a salary payment is made.

More information is available through QSuper.

Leave entitlements

Permanent employees are entitled to paid leave for reasons such as illness, recreation, emergency or compassionate circumstances or natural disasters.

Leave entitlements for employees vary according to the employee's position, basis of employment and location.

Health, safety and wellbeing

You have the right to be safe at work and not to be exposed to situations that may risk your health or wellbeing.

No workplace can be 100% risk free but we can minimise risks through education, awareness and good management.

We all have a role to play in creating a culture that supports a safe and healthy workplace for staff and students.

For tips and information about establishing proactive systems and processes for workplace health and safety, see our Creating Healthier Workplaces websites:

Diversity

The department is an equal opportunity employer that values diversity and difference in the workplace. We aim to create an inclusive workplace in which people are valued for their experiences, knowledge abilities and culture.

Information about working with and managing diversity is available in the Diversity online training course.

Worklife balance

We understand how important it is for our employees to be able to meet their family, work and personal responsibilities in a balanced way. The department sees this as a high priority and has put policies and options in place to support you.

Flexible work arrangements may include a variety of options for short or long-term changes to work and/or leave arrangements. They may also relate to how, when and where work is done. You may negotiate with your supervisor an option that best fits your personal and workplace needs.

The Worklife balance OnePortal page provides details about available options as well as how to make arrangements and find tools to assist the process.

Public disclosure

As a departmental employee you are also a Queensland Public Servant and are bound by the Public Interest Disclosure Act 2010 (Qld).

Making a public interest disclosure (PID) means disclosing to a proper authority information about wrongdoing in the public sector. Any person can make a PID.

Reporting suspected wrongdoing is vital to the integrity of the department.

Complaints

Public service employees can make formal statements of complaint about unfair or unreasonable decisions, or conduct and behaviour that adversely affects them. These are sometimes called grievances.

How to make a complaint outlines the process involved in formally making a complaint as well as the responsibilities and obligations of each party to the grievance.

The Managing Employee Complaints procedure provides specific information for departmental employees.

Harassment

You are entitled to a safe workplace that respects your rights and the rights of others.

We are committed to working with our employees to create and maintain a work environment that is free from workplace harassment, sexual harassment and violence.

We all have a role to play in this and more information, including definitions of types of harassment as well as case studies and examples, can be found on the OnePortal harassment page.

The Workplace Harassment, Sexual Harassment and Violence procedure explains the responsibilities of employees and management in relation to creating a harassment-free work environment.

Licence
Creative Commons Attribution 3.0 Australia (CC BY 3.0) (https://creativecommons.org/licenses/by/3.0/au/ )
Last updated
09 November 2018