Bulletin 6 - improved offer for a new Enterprise Agreement - issued October 2026

Following a series of constructive discussions with the Single Bargaining Unit (SBU), and based on your consideration on my previous offer, I have made an improved ‘without prejudice’ offer to replace the 2021 – 2026 Power and Water Enterprise Agreement, which expired on 15 July 2026.

I now consider this to be an acceptable offer to put to a vote of employees.  In addition to the increased salaries and allowances proposed, these further improvements represent significant movement toward a number of the SBU’s claims.

They are being offered in a genuine attempt to settle these negotiations and to provide pay increases and new conditions as soon as possible to employees.  In addition to my original offer following key improvements are as follows:

Key improvements

Salary and allowances

Providing this offer is accepted when put to the vote, a total increase in salaries of 12%, or 12.55% compounding over 4 years, as follows:

• 3% (up from 2.75%) salary increase will be back payable from 16 July 2026 (on the basis the agreement is supported by this ballot)
• 3% per annum (up from 2.75%) salary increases payable from the beginning of the first pay period on or after 16 July 2027, 2028 and 2029.

Attraction and retention payment

Biennial lump sum payment increased from $4,000 up to $6,000 for technical based employees in Katherine and Alice Springs, with Tennant Creek and Yulara payment maintained at $20,000.

Technical coordinator or senior technical coordinator improvements

• Provisions for overtime payments after 265 hour per annum has been reduced to 12 hours per fortnight.
• Rostered Day Off provisions like Trade Technicals, with guaranteed 9 day fortnight, with ability to request flexible work arrangements.
• Restructure provisions for removal of bottom two TC pay points, with back pay based on the 3rd pay point.

Generation and network controllers (operators)

• New annualised allowance for Generation and Network Controllers of 43%, which will incorporate the recognition of all shiftwork and Availability Allowance provisions.
• Senior Network Controllers top of band bonus of $3,250 aligning to the structural review of the classification.

Excess travel time

• Payment and TOIL for excess travel time is proposed to be extended and improved when required to travel to or from, or between regional and/or remote locations, for the Trade Technical, Technical Coordinators and Senior Technical Coordinator classification.

Apprentices – Job security

• Apprentices will be able be appointed to an ongoing vacancy within the first 12 months of successful completion of their apprenticeship.

Pay progression or top of band bonus

• Eligibility for the Top of Band Bonus will not be affected where an employee is unable to complete mandatory training due to leave or operational reasons.

Performance agreement process

• I have agreed with the SBU to retain a union delegate to form part of a ‘MyPlan Review Panel’ for when an employee is seeking a review of their MyPlan outcome.

Use of contractors for core work

• I have agreed with the SBU to retain the current provision of the ‘use of contractors for core work’ ensuring the current coverage and provisions remain in place.

New commitments

In addition to the previous commitments made, Power and Water have also reaffirmed additional commitments for:

• vehicle allocations to be considered on individual requests
• electrical and high-risk licences costs to be reimbursed
• skin cancer screening costs to be reimbursed
• natural disaster working arrangements included in joint consultative committee.
• guidance on the ‘pre-approval’ process for working overtime e.g. when an employee is on-call.

I consider this to be a very reasonable and acceptable offer that positions Power and Water employees well, and responds to many of the SBU’s claims, which will deliver competitive wages and solid employment conditions over the next four years.

Read the full details of the further improved offer PDF (820.0 KB).

Next steps

So that employees can have access to these new terms and conditions of employment, including the back payment of salaries and allowances to 16 July 2026, I believe that it is now time to give you the opportunity to vote on the proposed agreement.

Online ballot process – your vote is confidential

On Wednesday 4 November 2026, you will be sent information regarding the proposed 2026 – 2030 Power and Water Enterprise Agreement, including a link to the proposed agreement and an explanatory document highlighting the changes compared with your current agreement.

Hard copies of these documents will also be available throughout your workplace. This will provide you the opportunity to understand the offer and see what changes are proposed.

The ballot process will be conducted by Vero Engagement and Voting Solutions Pty Ltd (Vero). You will be sent an email link by Vero on Thursday 12 November 2026, which will provide your unique login credentials and details about how to cast your confidential electronic vote.

The online ballot will be emailed to you using your email account details contained in myHR. If you won’t have access to your NTPS email during the ballot period or would prefer the electronic ballot to be sent to your private email account, please contact support@verovoting.com.au or call 1300 702 898 and provide your updated details as soon as possible.

Ballot timetable

The timetable for the ballot is:

The ballot count will be conducted at the Vero Voting office (5/100 Railway Road, Subiaco WA 6008). I will advise ballot results via a bulletin and notice on the enterprise bargaining website for the Power and Water Enterprise Agreement.

More information

For more information is available the Office of the Commissioner for Public Employment website.

Nicole Hurwood
Commissioner for Public Employment
30 October 2026