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3% salary increase each year for 4 years
| - Total salary increase of 12% over 4 years (or 12.55% compounding over the term of the Agreement)
- Allowances will continue to be adjusted in line with Darwin Consumer Price Index or by the 3% salary increase with no reduction to any current allowances.
- The below provides that salary increases are above and continue to be above CPI.
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Improvements to leave provisions
| - New Organ Donor Leave
- Improved Blood Plasma Donor Leave
- Improved Voluntary Emergency Management provisions
- Personal leave to cover for medical attendance and preventative health matters
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Attraction and Retention
| - Employees with 12 months continuous service in Katherine or Alice Springs will receive an annual lump sum of $1 500 on commencement of the Agreement and every 12 months thereafter.
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New and Improved Professional Incentives
| - Professional Development Allowance will increase and provide earlier access to the higher rate as at 1 January 2026 i.e.:
- $803 for employees with 1 to 3 years of service; and
- $1 951 for employees with 3 years service or more.
- Improvements to the Professional Excellence Scheme to broaden its application to include top increment of a P2, and a two tier scheme providing for a new 5% allowance, or the current 10% allowance.
- New top of the range Professional Incentive Allowance that provides Professionals with 12 months or more service at the top of the range to receive an additional annual allowance ranging from $750 to $1750, payable from commencement of the Agreement.
- P3 overtime determination put into the Agreement.
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New Technical Recognition Scheme
| - A new Technical Recognition Scheme to be introduced providing Technical based employees at the top increment of the Technical 2 (T2) and higher, the ability to apply for a 5% allowance in recognition of high performance.
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Improved overtime, restricted duty and excess travel time payments
| - CEOs will have the ability to approve overtime and restrictive duty for all employees under the Agreement, including up to the SAO2, SP2, and T6 levels, after considering exceptional circumstances.
- CEOs will have the ability to approve payment for employees who are required to undertake excess travel, up to the maximum of the AO6 classification.
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Flexible Work / Work Life Balance improvements
| - Agencies will need to ensure favourable consideration is given with flexible working arrangements.
- Employee right to disconnect provisions will be included in the agreement to assist in maintaining work life balance opportunities.
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Remote locality review
| - A commitment will be provided to undertake a review of remote locality provisions to improve attraction and retention of employees in remote localities.
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Work Health and Safety
| - New provisions:
- to support establishment of committees/work groups including health and safety representatives; and
- to address psychosocial risks in the workplace
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Disability and Diversity
| - A new clause committing to support and accommodate a diverse and inclusive workplace which values the identities, skills and capabilities of all people including those with a disability, from culturally and linguistically diverse background, and senior people
- Removal of the Supported Wage System which could have disadvantaged employees with disabilities
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Determinations and By-laws put into the Agreement | |
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Schedules of the Agreement
| - A review of all Schedules was conducted to ensure contemporary provisions and to remove obsolete conditions
- Inclusion of Port Service Workers under Schedule 2
- Chief Correctional Officers – with the introduction of a new salary structure will receive a new ‘all inclusive salary package’ that recognises these senior leadership roles
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Employer efficiencies
| - Provide for the Commissioner to issue determinations with retrospective or inconsistent provisions, provided employees are better off overall
- Revert to the previous provisions and retain the requirement for the Commissioner for Public Employment to consult on any variance to general employment conditions specified in the PSEM By-laws and Determinations. This revision removes the current requirement to reach agreement with affected parties
- Revert to the previous provisions for the management of redeployees, retaining the existing generous severance arrangements. However, remove the requirement for an employee to remain on the redeployment database for a period of two years before being offered a voluntary redundancy.
- Remove Accident Allowance provisions which are covered by other entitlements
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