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YOUTH CADETSHIP
SCHEME
Program Guidelines for Managers 2017-2018
2 / JOBS VICTORIA
Contact
Jobs VictoriaLevel 35, 121 Exhibition StreetMelbourne 3000T: 1300 208 575E: [email protected]
Designed by DEDJTR Design Studio
Version number 1.2
Date February 2018
Summary of change Various
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CONTENTS
WELCOME TO THE JOBS VICTORIA YOUTH CADETSHIP SCHEME ................5
ABOUT THE GUIDE .................................................................................................................... 6
YOUTH CADETSHIP SCHEME OVERVIEW .....................................................................7
PRE-RECRUITMENT INFORMATION .................................................................................8
ENGAGING A YCS CADET ..................................................................................................... 9
TRAINING INFORMATION .....................................................................................................13
COMPLETION OF PROGRAM ..............................................................................................15
ROLES AND RESPONSIBILITIES ........................................................................................16
SUPPORTING YOUR CADET ................................................................................................ 17
FURTHER INFORMATION ......................................................................................................18
APPENDIX 1: VPSG-1 AND VPSG-2 SALARY STRUCTURE ...................................19
APPENDIX 2: CLASSIFICATION DESCRIPTORS FOR VPSG 1 & 2 ...................... 21
4 / JOBS VICTORIA
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WELCOME TO THE JOBS VICTORIA YOUTH CADETSHIP SCHEME
We encourage all Victorian Public Service managers, and managers in participating public sector bodies/agencies, to participate in the Jobs Victoria Youth Cadetship Scheme and take advantage of the opportunity it presents.
The Victorian Government, with the Community and Public Sector Union, launched the Scheme in December 2016.
Cadetships are offered at a VPSG-1 or equivalent level to young people who may have previously faced barriers to employment and supports them to pursue a meaningful career in the public sector. The Youth Cadetship Scheme has been designed to build on the success of the Youth Employment Scheme (YES). Cadetship positions will be offered to eligible young people who have completed, or nearly completed, a YES traineeship. The scheme is also open to eligible Jobs Victoria jobseekers.
By securing a cadetship for a talented young person you will be demonstrating leadership through a practical commitment to a more diverse and inclusive public sector.
The Youth Cadetship Scheme is also an important mechanism to retain YES trainees in the Victorian public sector workforce. Cadets can continue their professional development through a Certificate IV in Government that will provide them with essential foundation skills for a public sector career.
Thank you for supporting the Youth Cadetship Scheme, our YES trainees and Jobs Victoria jobseekers.
Yours sincerely
Yossi Goldfarb
Acting Executive Director, Employment Outcomes Department of Economic Development, Jobs, Transport and Resources
Karen Batt
Victoria Branch Secretary/Federal Secretary Community and Public Sector Union
6 / JOBS VICTORIA
ABOUT THE GUIDE
The Jobs Victoria Youth Cadetship Scheme (YCS) is a whole of government program coordinated by Department of Economic Development, Jobs Transport and Resources (DEDJTR) in collaboration with the Community and Public Sector Union (CPSU) and Victorian Government departments and agencies.
This guide is an important resource for VPS managers participating in the recruitment and selection of a YCS applicant. It contains core information about the cadetship, outlining the processes for creating cadetship positions, recruiting and selecting cadets and supporting cadets towards completion of the two-year cadetship. The guide also contains the VPSG-1 salary structure for 2018, the VPS Enterprise Agreement Descriptors for VPSG-1 positions and the application forms relevant to the YCS.
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YOUTH CADETSHIP SCHEME OVERVIEW
The YCS provides an opportunity for young people who have experienced barriers to employment to undertake a two-year work placement in a department or agency within the VPS. During the cadetship, cadets will undertake accredited training through a Certificate IV in Government and will be employed directly by their department or agency at a VPSG-1 level or equivalent.
The YCS is designed to build on the existing Youth Employment Scheme (YES) by providing a clear pathway into fixed-term employment within the VPS to young people who have previously faced employment challenges.
YES has provided more than 8,000 one-year traineeships for young people in the VPS since 2000. While it provides valuable experience in the public sector, it does not provide a solid career path for trainees at the completion of their traineeship. Bridging this gap, the YCS is open to YES trainees who have completed or almost completed their traineeship. It is now open to Jobs Victoria jobseekers registered with Jobs Victoria Partners.
Jobs Victoria Partners are located throughout Victoria. They work locally to support long-term jobseekers into work and provide employers with job-ready candidates that match their recruitment needs. Jobs Victoria Partners include Orygen, Whitelion and the Brotherhood of St Laurence. A full list of Jobs Victoria Partners can be found at www.jobs.vic.gov.au.
PROGRAM OBJECTIVES
The YCS:
• provides a two-year pathway into a career within the VPS by offering VPSG-1 positions to YES trainees and Jobs Victoria jobseekers who have experienced barriers to employment
• brings cadets to a level where they can compete strongly for VPSG-2 and VPSG-3 positions in the VPS
• provides cadets with accredited training.
BENEFITS OF THE YCS
The YCS:
• creates a pipeline of new talent into the VPS
• contributes to the creation of a more diverse and inclusive public service
• strengthens workforce and succession planning.
ELIGIBILITY FOR THE YCS
To be eligible for the YCS, prospective cadets must have completed or nearly completed a YES traineeship or be registered as a Jobs Victoria jobseeker and represent one of the target groups below:
• long-term unemployed
• resident in a rural or remote area of Victoria
• early school leaver (prior to year 12)
• single parent
• have disability or mental illness
• social housing tenant
• out of home care client
• offender/ex-offender/youth justice client
• Aboriginal or Torres Strait Islander
• culturally and linguistically diverse
• refugee or asylum seeker
• a family member of a veteran.
8 / JOBS VICTORIA
PRE-RECRUITMENT INFORMATION
CREATION OF VACANT VPSG-1 POSITIONS
VPSG-1 positions for YCS cadetships are made available in each department or agency through their Human Resources team. Managers will determine the parameters of and prepare/update the position description (PD). The PD will be sent to their HR team for review. The number of vacant VPSG-1 positions are negotiated between the individual department or agency and the Jobs Victoria team within DEDJTR, and endorsed by the Jobs Victoria YCS Steering Committee.
The YCS positions are not counted within the FTE staffing envelope for those departments and agencies subject to an FTE cap. YCS positions are included in the total staffing numbers reported in annual reports as per usual processes.
Managers should note that cadets cannot be a substitute for higher grade VPS positions.
The cadet positions are two-year fixed term positions with the understanding that cadets will have priority consideration for vacant VPSG-2 positions at the completion of the cadetship program.
Departments and agencies will need to identify VPSG-1 vacancies and agree to embed them within the cadetship scheme.
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ENGAGING A YCS CADET
Identify capacity for a cadet
HR sends application/s to manager for consideration
Manager advises HR of preferred applicant
HR informs Jobs Victoria of the successful candidate; letter of offer is sent
The successful applicant (cadet) completes induction and orientation
Manager develops work plan for the cadet according to VPS Grade 1 descriptors
Cadet enrols in the Certificate IV Government at Box Hill Institute
Manager creates PD and completes Request to engage a cadet form
Is there an eligible YES trainee in the workplace suitable for this role?
YES NO
Jobs Victoria forwards completed applicant paperwork to HR
Jobs Victoria circulates applications of ‘unmatched’ YCS applicants to HR
YES trainee completes Candidate application form and sends it to Jobs Victoria
Manager sends PD and Request to engage a cadet form to Jobs Victoria
Manager sends PD and Request to engage a cadet form to Jobs Victoria
10 / JOBS VICTORIA
RECRUITMENT PROCESS
The Jobs Victoria team is responsible for managing the recruitment process and the pool of applicants. The recruitment and selection process has two stages.
RECRUITMENT PATHWAY 1: PREFERENCE TO STAY IN HOME DEPARTMENT/AGENCY
The first pathway of recruitment allows departments and agencies to retain current YES trainees as cadets, as they can do so without needing to consider other applications.
The Jobs Victoria team will forward each application received to HR in the department or agency that the applicant has listed as their first preference for placement. In most cases, this will be the department or agency in which they completed their YES traineeship. HR and hiring managers will consider the applications and decide on a preferred candidate. HR will inform the Jobs Victoria team of the outcome and prepare the offer of employment for the successful candidate to be placed in the relevant department or agency. Once the applicant has returned their paperwork, the cadet will complete an induction and orientation process prior to commencement in the workplace.
Step 1
Step 4
Step 2
Step 5
Step 3
Step 6
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RECRUITMENT PATHWAY 2: CONSIDERING OTHER DEPARTMENTS/AGENCIES
The second pathway of recruitment establishes the process for an applicant to be considered by departments or agencies other than the one in which they completed their YES traineeship. There are three scenarios for which Pathway Two might be necessary:
• the applicant missed out on a cadetship in the workplace in which they completed their traineeship
• the applicant would prefer to undertake the cadetship in another department or agency
• the applicant’s current workplace is not taking cadets.
Meet Joseph
Step 3a
Step 5
Step 1
Step 3b
Step 6
Step 2
Step 4
And for those that missed out…
12 / JOBS VICTORIA
RECRUITMENT PATHWAY 3: JOBS VICTORIA JOBSEEKERS
The third pathway is for young jobseekers who are registered with a Jobs Victoria Partner as a Jobs Victoria jobseeker. Jobs Victoria jobseekers can apply for a cadetship with support from their partner organisation.
Step 1
Step 4
Step 2
Step 5
Step 3
Step 6
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LETTER OF OFFER
Once the department/agency has decided to hire a cadet, the department/agency will first inform the Jobs Victoria team of the appointment. The department/agency will then prepare a letter of offer to the successful applicant, which will be sent together with an information package about the YCS. The letter of offer will stipulate:
• the cadetship position is a two-year fixed- term position
• the cadet must undertake the Certificate IV in Government throughout the cadetship
• the costs associated with the Certificate IV, including how these are to be paid (see p. 14).
TRAINING INFORMATION
Cadets will be required to complete a Certificate IV in Government in order to complete the YCS placement. The Certificate will be undertaken through Box Hill Institute.
CERTIFICATE IV IN GOVERNMENT
The Certificate IV in Government will provide cadets with a nationally recognised qualification relevant to a career in the VPS. The Certificate includes both core and elective units, and will assist cadets in becoming competitive candidates for VPSG-2 and VPSG-3 positions at the end of their cadetship.
TIME COMMITMENT
The Certificate IV in Government will include:
• Four x five-day clusters (Monday to Friday) to be held at Box Hill Institute, which cadets will be required to attend
• Workplace projects
• Individual and group research sessions; and
• Distance learning (online tutorials)
• Revision/mentoring days.
Cadets will need the workplace’s support in studying and completing the course material.
As a manager, you will play a key role in providing support and encouragement; to grow and develop your cadet so they can be successful and have a positive experience of the cadetship program.
It is important that managers allow time for cadets to complete their coursework in the workplace. Approximately three hours of study time per week should be sufficient for most cadets, although individual needs may differ.
ENROLMENT
Cadets for the 2018 intake will be enrolled for the YCS training program from April 2018.
The first face-to-face cluster will include students’ orientation, introduction to the program and commencement of Cluster 1 units for each intake in 2017, 2018 and 2019.
The customised delivery of training will assist with the formation of student teams and create an engaging, stimulating and inclusive learning environment.
The core units for the certificate IV in Government (PSP40116) are:
PSPETH001 Uphold the value and principles of public service
PSPLEG002 Encourage compliance with legislation in the public sector
PSPPCY004 Support policy implementation
PSPGEN043 Apply Government processes
PSPGEN029 Value Diversity
PSPGEN023 Deliver and monitor service to clients
The nine elective units have been confirmed. It is expected the Certificate will be completed within two years of commencement.
COURSE COSTS
The Certificate IV in Government training program has been added to the ‘funded course list’ and will receive a Victorian Training Guarantee (VTG) government subsidy. Cadets will contribute a small cost towards training and also pay student service and amenities fee per year. A summary of the costs appears below:
Certificate IV Costs
Cost 2018 Full fee VTG* Balance Scholarship Final costPayment responsibility
Training cost $5,772 (ex GST)
$3,575 (ex GST)
$2,197*** (ex GST)
$1,200** $997 /104 = $9.59 per week (ex GST)
Paid by the cadet through wage deductions
Administration fee for welfare support (one-off payment on initial enrolment)
$1,323 (inc GST)
Paid by the department/agency
Student Services and Amenities Fee
$169* (inc GST) per year
Paid by the cadet
*Victorian Training Guarantee – a concession on tuition fees available for government-subsidised training places.
** Scholarship amount will be paid by DEDJTR to each department for each cadet.
*** Box Hill will invoice each department for the balance of the training cost and the administration fee.
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COMPLETION OF PROGRAM
At the end of their cadetship, cadets will have gained at least two years of experience in the VPS and a Certificate IV in Government (in addition to the qualification they completed as a trainee). This will make them competitive candidates for VPSG-2 and VPSG-3 positions across the VPS. Although ongoing roles are not guaranteed to cadets upon successful completion of the cadetship, cadets will have their applications prioritised for any VPSG-2 positions they choose to apply for.
Prior to the completion of the cadetship, the manager will be issued with an exit checklist to capture current contact details and post-program status to be updated in the GEMS system.
16 / JOBS VICTORIA
JOBS VICTORIA TEAM
The Jobs Victoria team will oversee the implementation and management of the program and will be working in collaboration with other departments and agencies. In particular, it will receive application forms from potential cadets and forward them to the relevant departments and agencies in order to obtain data on demand for cadetship roles. It will provide authoritative advice and develop and implement related policies and procedures, including revising the program guidelines as required.
YES/YCS COORDINATOR
The YES/YCS Coordinator’s role is to work with the Group Training Organisations (GTO), who recruit and employ YES trainees. Part of the YES/YCS Coordinator role is to identify YES trainees who are eligible for the YCS and encourage them to apply for a cadetship after graduating from YES (if they are otherwise unable to secure a role in the VPS).
HUMAN RESOURCES
Human Resources (HR) will put in place the mechanisms to ensure adequate VPSG-1 positions are available for cadetships. They will act as a conduit for the YES and YCS programs, supporting managers and YES/YCS Coordinators to optimise the opportunity for a successful pipeline of YCS cadets.
HR will manage the process for recruitment and selection of YCS applicants within their respective departments or agencies. This will include taking the request for the YCS placement, managing the recruitment and selection process once applications have been forwarded from the Jobs Victoria team, and on-boarding the successful applicant.
BOX HILL INSTITUTE (RTO)
A registered training organisation (RTO) provides vocational education and training (VET) to students, resulting in qualifications or statements of attainment that are recognised and accepted by industry and other educational institutions throughout Australia. The RTO delivering the Certificate IV in Government for the YCS pilot is Box Hill Institute.
CPSU CADETSHIP LIAISON OFFICER
YCS is being jointly auspiced by DEDJTR and the Community and Public Sector Union (CPSU). The CPSU is providing a Cadetship Liaison Officer (CLO) to support both the cadets, gather feedback of cadets’ experiences and promote the YCS broadly.
The CLO will make contact with each cadet shortly after their commencement, and will meet with cadets every few months to monitor progress and provide additional support where needed.
MANAGER
The manager is responsible for submitting the Youth Cadetship Scheme: Request to engage a cadet application form to HR in their department or agency for processing. Managers will introduce cadets to the workplace and ensure they have completed orientation. They will provide the day-to-day supervision and prepare a work and study plan for the cadet. Managers will provide cadets with access to mentoring, workplace and training support.
Where the cadet has been in that workplace as a YES trainee, the manager will need to ensure that the cadet is undertaking work equivalent with descriptors of VPSG-1. Performance and development plans will be established with the cadet as the basis for developing the skills and experience required to further their career in the VPS.
ROLES AND RESPONSIBILITIES
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As the manager of a cadet, you will need to be proactive in ensuring their wellbeing in the workplace. Experience shows that cadets are most successful when they have a manager who meets with them regularly and has a clear plan for their time in the department/agency.
It is therefore vitally important that you engage with your cadet regularly, develop a clear plan for their role and professional development over the two-year cadetship, support them with their study needs and make sure they are aware of the support available to them. This support includes your agency’s Employee Assistance Program (EAP), the CPSU’s Cadetship Liaison Officer, and the local YES/YCS Coordinator.
The table below provides a timeline of the responsibilities you will need to carry out as the manager of a cadet.
Manager’s Responsibilities
What How Tools
Engaging a cadet • Complete the Youth Cadetship Scheme: Request to engage a cadet application form
Youth Cadetship Scheme: Request to engage a cadet application form
Application to become a cadet
• Send the application form to Jobs Victoria team to oversee the process
• Shortlist cadets from a pool of applicants sent from HR
• Arrange for interviews and finalise selection report
• Send selection report to HR and advise HR of recommended applicant
Youth Cadetship Scheme: Candidate application form
Orientation • Implement a local work induction
• Prepare a work plan for the cadet to establish clear role and responsibilities
• Develop a performance and development plan equivalent with descriptors of VPSG- 1
• Ensure cadet enrols in Certificate IV in Government
• Establish a linkage with CLO and support arrangements
VPS Non-Executive Career Structure Classification and Value Range Standard Descriptors
Workplace support
CPSU Cadetship Liaison Officer (CLO)
One-on-one meeting
• Ensure awareness of Employee Assistance Program (EAP)
• Review the cadet learning and development plan
• Provide regular constructive feedback
Weekly meetings
Performance • Set and monitor performance goals Performance Development Plan
Team building • Encourage collaboration within and across teams Team meetings/team projects
12 months review • Arrange for performance conversation with cadet
• Review cadet’s readiness to apply for VPSG-2 position (merit process)
Performance Development Plan
18 months review • Three months prior to completion of cadetship, conduct a performance review
• Discuss career opportunities with the department, across the VPS or external to the VPS
Performance Development Plan
SUPPORTING YOUR CADET
18 / JOBS VICTORIA
The first point of contact for support is your home HR department, CPSU Cadetship Liaison Officer (Phone: 9639 1822) or YES/YCS Coordinator.
For more information on the YCS contact the Jobs Victoria team:
Email: [email protected] Phone: 1 300 208 575
More information can also be found on the Jobs Victoria website www.jobs.vic.gov.au and the Youth Central website: www.youthcentral.vic.gov.au/government-info-assistance/youth-program/youth-engagement-program
Appendices:
APPENDIX 1: VPSG-1 and VPSG-2 salary structure
APPENDIX 2: Classification Descriptors for VPSG 1 & 2
Attachments:
1. Youth Cadetship Scheme: Request to engage a cadet 2. Youth Cadetship Scheme: Candidate application form 3. YES/YCS Coordinators: Contact list (effective February 2018) 4. Milestone dates – Training and mentoring
FURTHER INFORMATION
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Effective date 1 January 2018*
Grade Value Range* Salary Ranges Progression amounts
Min. Max.
VP
S O
ffice
r
1 1.1 $45,699 $48,511
1.1.1
1.1.2
1.1.3
1.1.14
$45,699
$46,636
$47,573
$48,511
2
2.1 $50,077 $57,192
2.1.1
2.1.2
2.1.3
2.1.4
2.1.5
2.1.6
2.1.7
2.1.8
$50,077
$51,093
$52,109
$53,128
$54,141
$55,160
$56,176
$57,192
2.2 $58,207 $64,307
2.2.1
2.2.2
2.2.3
2.2.4
2.2.5
2.2.6
2.2.7
$58,207
$59,225
$60,240
$61,258
$62,272
$63,292
$64,307
APPENDIX 1: VPSG-1 AND VPSG-2 SALARY STRUCTURE
20 / JOBS VICTORIA
Effective date 1 July 2018*
Grade Value Range Salary Ranges Progression amounts
Min. Max.
VP
S O
ffice
r
1 1.1 $46,384 $49,239
1.1.1
1.1.2
1.1.3
1.1.14
$46,384
$47,336
$48,287
$49,239
2
2.1 $50,828 $58,050
2.1.1
2.1.2
2.1.3
2.1.4
2.1.5
2.1.6
2.1.7
2.1.8
$50,828
$51,859
$52,891
$53,925
$54,953
$55,987
$57,019
$58,050
2.2 $59,080 $65,272
2.2.1
2.2.2
2.2.3
2.2.4
2.2.5
2.2.6
2.2.7
$59,080
$60,113
$61,144
$62,177
$63,206
$64,241
$65,272
* Salary information is correct at time of publishing. For current salary range please see the Victorian Public Service Enterprise Agreement 2016.
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1. VPS Non-Executive Career Structure Classification and Value Range Standard Descriptors
Value Range Grade 1 Grade 2
VR1 VR2
Decision Making 1.1A 2.1A 2.2A
Accountability and Frameworks
Undertakes specific and defined tasks within established rules under close supervision, defined as:
• clear and detailed instructions are provided; tasks are covered by standard procedures;
• deviation from procedures or unfamiliar situations are referred to higher levels; and
• work is regularly checked
• Influences own daily work priorities and schedules under direction of supervisor
Accountable for accuracy and timeliness of outputs
Applies rules, processes and standards under general supervision
Plans and prioritises own work program to achieve defined targets
Changes own work program, which may impact on the operations of the work area
Selects from a range of accepted options established by rules, processes, and standards
Makes decisions that may have significant impact on clients
Innovation and Originality The focus is on maintaining existing systems and processes
Identifies opportunities to improve own efficiency and suggests these to supervisor
Judgment is required to solve problems arising in own work program
Takes initiative to recommend improved processes in immediate work area
Creatively deals with problems within the work area
Communication 1.1B 2.1B 2.2B
Provides and receives routine information
Communication is mainly focused on routine issues that may require an understanding of the operational context
Explains rules, procedures and operational policies to individual clients or colleagues
Presents routine information to small groups and provides feedback to organisation
Draft routine internal reports and correspondence
Liaises with stakeholders, clients and external providers of goods and services
Suggests alternative approaches to clients or stakeholders
Understands procedures for effectively dealing with people exhibiting challenging behaviours
Conducts formal community information sessions and consultative process involving small groups or participates in a similar process in larger groups
Uses persuasion skills in dealing with an individual client, colleague, service provider or the like
APPENDIX 2: CLASSIFICATION DESCRIPTORS FOR VPSG 1 & 2
22 / JOBS VICTORIA
Value Range Grade 1 Grade 2
VR1 VR2
Knowledge and Proficiency 1.1C 2.1C 2.2C
Focus is on learning, developing and refining work skills
Requires knowledge of equipment and tools to perform routine tasks, experiments and procedures, and develops practical application of these skills
Requires understanding of general office work routines and procedures
Acquire and apply proficiency in standard office equipment and computer applications
Understands and applies theoretical principles, under supervision, to achieve defined outcomes
Develops knowledge of established techniques and organisational processes
Proficient in use of software or technical equipment
Knowledge of legislation, regulations, policies and processes relevant and specific to the role
Uses theoretical knowledge under supervision to achieve defined outcomes in a variety of work situations
Local reference point in operational processes and procedures
Policy and Projects 1.1D 2.1D 2.2D
Provides administrative support to policy and projects, consistent with the support elements described in 1.1B
Drafts minutes and action plans for consideration by others
Collects data, undertakes basic analysis and prepares simple reports
Undertakes research specified by others, including data analysis
Administers routine projects under direction or coordinates project steps
Contributes to operational service delivery policy development
Administrative and Corporate Support
1.1E 2.1E 2.2E
Performs routine administrative tasks, including general telephone, counter and front office enquiries, mail deliveries, assisting with stock control, supporting organisation of meetings, receiving and initial processing of standard paperwork
Provides office support through activities such as using and maintaining standard office equipment and software
Drafts routine correspondence and minutes
Organises routine meetings and small functions
Undertakes standard processing work such as data entry, purchasing, payments and reports using office databases
Performs telephone and counter duties consistent with 2.1B
Responsible for office support services and systems for a work unit
Documents meeting outcomes in more complex situations
Provides support to contract administration
Demonstrates problem solving in processing work
Create and maintains local databases or reporting systems utilising standard software
Analyse standard reports and data to identify exceptions
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Value Range Grade 1 Grade 2
VR1 VR2
Operational Service Delivery 1.1F 2.1F 2.2F
Provides routine information, such as standard information and explanations, to clients and members of the public
Receives payment for routine services such as the sale of publications and individual licence fees
Performs routine service delivery functions for clients such as, driving, food preparation, cleaning, gardening, assisting qualified trade persons and minor maintenance
Operates and maintains tools and equipment appropriate to the function and level of qualification
Provides standard services under general supervision and within a defined service delivery framework
Delivers information services to the general public or clients, including initial advice and referral
Consistent with the development of knowledge specified at 2.1C, participates in routine investigations under direction and provides evidence if required
Reconciles, banks monies and manages petty cash
Assesses client needs and implements appropriate service delivery from a range of accepted options
Identifies where limited precedents apply and may recommend action to be taken
Assists in preparing or presenting cases in a range of review forums, tribunals and courts
Technical/Specialist 1.1G 2.1G 2.2G
Assists technicians, scientists and specialists in tasks that are straightforward and use established techniques and work practices
Operates and maintains technical or scientific equipment appropriate to the function and level of qualification
This level performs routine technical support functions such as setting up a laboratory, cleaning equipment, and supporting field work
Conducts routine scientific, technical or specialist procedures and data collection, collation and analysis
Diagnoses and corrects faults and problems with technical equipment
Contributes to scientific or technical project planning
Modifies routine scientific, technical or specialist procedures to a limited specification
Exercises discretion in use of equipment and actions to achieve results within specifications
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