Working in the NTPS

Pay & Conditions

Table of contents

Introduction

This Guide is intended to provide general information about some of the conditions of employment applicable to employees in the Northern Territory Public Sector (NTPS).

In the NTPS employees are employed under various legislation including awards and enterprise agreements made under Commonwealth law (Fair Work Act) and Northern Territory law, principally the Public Sector Employment and Management Act and its subordinate legislation, such as By-laws, Employment Instructions and Determinations.

These laws exist in a hierarchy which results in terms and conditions specified in enterprise agreements taking precedence over those in awards which in turn take precedence over those in the Public Sector Employment and Management Act.

Consequently, in determining what term and condition applies it is necessary to first check the applicable enterprise agreement, then the award and then the Public Sector Employment and Management Act and its subordinate legislation (eg By-laws).

This Guide contains information about entitlements as they generally apply across the NTPS. It must be noted that it is the responsibility of potential or current employees to make their own enquiries as to the exact terms and conditions that apply to them.

Advice on terms and conditions of employment is available in the first instance from your Agency's HR practitioners or the Payroll Section of the Department of Business and Employment (DBE).

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Probation

Permanent employment in the NTPS is subject to a period of probation during which an employee's conduct and performance is assessed. For more information refer to Employment Instruction No 2.

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Hours of work

On average, full time employees are required to work either 36:45 hours or 38 hours per week depending on their appropriate agreement. Part-time work and flexible working arrangements may also be available, depending on the needs of the work place.

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Salary

All employees in the NTPS are paid fortnightly and the pay period extends from Thursday to Wednesday. Salary is paid into a bank account nominated by the employee.

An employee's salary is set out in the relevant agreement, according to the employee’s classification.

Employees are generally entitled to increments within the scale of salary for their substantive classification after completing 12 months service.
NTPS Rates of Pay

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General leave conditions

Leave entitlements may vary, depending on your agreement. The following sets out conditions generally, but reference needs to be made to your agreement.

Recreation leave

  • Most employees in the NTPS are entitled to six weeks recreation leave per year.
  • Recreation leave accrues progressively throughout the year and may be accessed as soon as it is accrued.
  • Seven day shift workers will accrue an additional week of recreation leave for shifts worked on Sundays during the year.

Recreation Leave Loading

  • Employees are entitled to receive recreation leave loading at 17.5 per cent of their annual leave entitlement, up to a maximum payment set by the Commissioner for Public Employment.
  • To receive the leave loading an employee must take at least one week of recreation leave.

Personal Leave

  • Accrual of personal leave
    • A permanent employee is entitled to three weeks personal leave on full pay upon commencement.
    • A temporary employee is entitled to two days personal leave  on commencement of employment and up to one week of personal leave for each period of 2 months serviced, provided the total does not exceed 3 weeks within the first 12 months.
    • On completion of each 12 months of service permanent and temporary employees are entitled to a further three weeks personal leave on full.
  • Grant of personal leave
    • Notice of an employee's absence on personal leave must be given as soon as practicable.
    • Employees are encouraged to support their absence on personal leave with a medical certificate wherever possible, however employees may utilise up to five days personal leave in each year without the production of a medical certificate.  In all cases, a medical certificate is required for absences of more than 3 consecutive days.
  • Personal Leave for Family Members
    • Employees may utilise available personal leave to care for sick family members under normal personal leave provisions.

Long Service Leave

  • Entitlement
    • An employee is entitled to paid long service leave of three calendar months after completing 10 years of continuous service; and an additional three tenths of a month on completion of each subsequent year of continuous service.
  • Maximum credit
    • An employee is required to use a long service leave entitlement within three years of accruing the 10 year entitlement and subsequent 10 years accrual.
  • Granting of long service leave
    • Long Service Leave may be granted on full pay, half pay or double pay.

Refer to By-law 8.

Parental Leave

  • Employees with less than 12 months service:
    • Employees may access up to 52 weeks unpaid parental leave
  • Employees with at least 1 and less than 5 years service:
    • may access up to 3 years parental leave with the the first 14 weeks at full pay.
  • Employees with at least 5 years service:
    • may access up to 3 years parental leave with the the first 18 weeks at full pay.

In addition, employees may be entitled to parental leave for the purposes of adoption.

Other Forms of Leave

There are a number of other forms of leave available to employees of the NTPS. Refer to the By-laws for more information.

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Allowances

Higher Duties

An employee may be paid a higher duties allowance if they are required to perform the duties of a job which is higher than the employees substantive salary.

Higher duties allowance means the difference in salary between the employee's incremental point of their substantive designation and the minimum incremental point of the salary range applicable to the higher duty designation.

An employee is entitled to an increment at the higher classification:

  • after they have been on higher duties for a continuous period of 12 months; or
  • where they have accrued a total of 12 months of service in broken periods during the preceding 24 months.

Some designations also have a requirement for a minimum period of higher duties to be performed before the Higher Duties Allowance is payable.  Please refer to the relevant Enterprise Agreement.

Refer to By-law 23.

Northern Territory Allowance

An employee who has established responsibility for dependents, may be eligible for payment of a Northern Territory Allowance.
Refer to By-law 26.

Relocation

When a person gains a permanent appointment, is promoted or is transferred and it is necessary to move from one location to another to commence duty they may be entitled to either relocation expenses or a relocation allowance.

Refer to By-laws 27 and 28.

Travelling/Camping Allowance

Where an employee, in the course of employment, is required to travel away from headquarters which extends overnight they may be provided with reasonable accommodation and/or meals or an allowance.

Refer to By-laws 30 and 31.

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Other Allowances

Other allowances may apply to employees of the NTPS. Refer to the By-laws and any relevant Enterprise Agreement for more information.

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Remote locality provisions

Entitlements

These provisions apply to an employee who is employed in a "remote locality" declared by the Commissioner for Public Employment. These entitlements are in addition to any other conditions of service.

Employees who reside in a locality declared as 'remote' may be entitled to receive:

  • assistance with airfares on a regular basis, for themselves and their recognised dependants, to Darwin or Alice Springs (Fares Out of Isolated Locality)
  • an allowance to assist with the cost of freight for foodstuffs they purchase outside the remote locality

In addition to this they may also be eligible for:

  • rental concessions
  • special study leave provisions
  • an accommodation allowance in conjunction with fares out of isolated locality
  • family travel assistance in conjunction with professional development
  • partial reimbursement of household contents insurance premiums if higher costs are incurred.

For more information refer to By-laws 42 to 44 and Determination 2 of 2003 - Amendment 1 and Amendment 2.

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Superannuation

Information on the Northern Territory Government superannuation provisions is available from the Northern Territory Superannuation Office.

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Further information

Telephone: +61 8 8999 4282
Fax: +61 8 8999 4148
Email: enquiries.ocpe@nt.gov.au