Above-level temporary assignment:
- for non-executives – temporary assignment under Rule 11 of the GSE Rules to a role in a higher classification of work than the employee’s current classification of work, or to a senior executive band within the same Public Service agency.
- for senior executives – temporary assignment under Rule 11 of the GSE Rules to a band higher than the band in which the executive is employed, within the Public Service.
Agency – a Public Service agency as defined by the GSE Act – see also Schedule 1 of the GSE Act.
Assignment – allocation of an employee to a role within the employee’s band or classification of work under s38 or s46 of the GSE Act. Assignment includes initial and subsequent assignment.
At-level temporary assignment:
- for non-executives – temporary assignment Rule 11 of the GSE Rules to a role in the same classification of work as the employee’s current classification of work, within the same Public Service agency.
- for senior executives – temporary assignment under Rule 11 of the GSE Rules of a senior executive to a role within the same band as the senior executive’s employment, within the same or to another Public Service agency. An at-level temporary assignment may be to a role of higher work value and remuneration.
Capability Framework – the NSW Public Sector Capability Framework 2013 available on the PSC website.
Capabilities required for a role – the range of range of capabilities required from the core NSW Public Sector Capability Framework (16 or 20 capabilities) and any relevant occupation-specific set, and the level required for each capability.
Classification of work – roles across an agency of similar grade, remuneration and capability requirements, as determined by the agency head.
Comparative assessment – the process of assessing an individual’s claim against the pre-established standards for the role and the claims of other persons for the role (GSE rule 17). Comparative assessment requires a minimum of three capability based assessments, one of which is an interview. See GSE ule 17.
Essential requirements – requirements that an employee assigned to a role must have according to the role description. Essential requirements may include
Aboriginality, academic qualifications, licences or security and other clearances.
Focus capabilities – the capabilities for which an employee assigned to the role must demonstrate competence at the required level from day one in the role.
Focus capabilities are included in role descriptions.
GSE Act – Government Sector Employment Act 2013.
GSE Regulation – Government Sector Employment Regulation 2014.
GSE Rules — Government Sector Employment Rules 2014
Kind of employment – as per sections 34 and 43 of the GSE Act. Senior executives may be employed on an ongoing or term basis. Non-executive employees may be employed on an ongoing, temporary or casual basis.
Public Service – the Public Service of NSW referred to in Part 4 of the GSE Act.
Public Service non-executive – a person employed in the Public Service under Division 5, Part 4 of the GSE Act.
Public Service senior executive – a person employed as a Public Service senior executive under Division 4, Part 4 of the GSE Act.
Role –the duties and responsibilities of the employee
Subsequent assignment – all assignments after initial assignment to a role, under s38 or 46 of the GSE Act.
Suitability assessment – the process of assessing an individual’s claim against the pre-established standards for the role. See GSE Rule 18.
Talent pool – a pool of applicants assessed through comparative assessment as having the capabilities required for a type of role. See GSE Rule 19 for further information.
Temporary assignment allowance – the difference between an employee’s usual salary or remuneration and the salary or remuneration of an above-level role to which they are temporarily assigned. Where temporary above-level allowance is payable, it is paid in addition to the employee’s usual salary or remuneration in their usual employment (see Division 4 of the Government Sector Employment Regulation 2014).
Transitional former senior executive – a person who was, immediately before the repeal of the Public Sector Employment and Management Act 2002 (the former Act):
- an executive officer within the meaning of Part 3.1 of Chapter 3 of the former Act (a former SES executive), or
- employed in the Government Service in the classification or grade of senior officer (or in any equivalent classification or grade determined by the Commissioner for the purposes of this clause) and whose salary was more than the maximum salary for a clerk (Grade 12) in the Public Service (a former SO executive)
but does not include a statutory officer or a person holding office as Secretary of a Department under clause 6 of Schedule 4 to the GSE Act or holding office as the head of a Public Service agency (other than a Department) under clause 7 of Schedule 4 to the GSE Act.
Work value – the outcome of a job evaluation process which provides the basis for determining the grade of a role (non-executive), or place within a senior executive band (senior executive).
While GSE Act s64 and s66 could be used for senior executive movements between government sector agencies, the policy intent is that movements between Public Service agencies should be made as assignments under s38. The use of s66 should be limited to movements between the government sectors and a non-government sector body as defined in s 66(6) and s64 should be used for transfers and secondments between government sector (non-Public Service) agencies.
For information on transfers, secondments and temporary assignment of staff between NSW government sector agencies and other relevant bodies, refer to GSE Act s64 and 66, and Part 6 of the GSE Rules.