Determinations of the Commissioner for Public Sector Employment are binding and cover a range of public sector employment matters.
Under Section 16(1) of the Public Sector Act 2009, the Commissioner for Public Sector Employment:
“…may issue determinations relating to
(a) employment in the Public Service; and
(b) public sector employment outside the Public Service that is declared by another Act or the regulations under this Act to be employment to which this section applies.”
Determination 1: Merit Engagement, Assignment of Duties and Transfer of Non-Executive Employees
This Determination covers employment matters such as merit, engagement, assignment of duties and the transfer of non-executive employees and also covers merit based selection processes.
Determination 2: Excess Employees - Income Maintenance
Determination 2 covers the income maintenance provisions that apply to excess employees.
Determination 3.1: Employment Conditions - Hours of Work, Overtime and Leave
This Determination covers hours of work and overtime as well as the range of leave provisions available to public sector employees and the circumstances in which they can be accessed.
The Determination has been approved by the Commissioner for Public Sector Employment to take effect on 1 July 2017.
The Determination provides new Leave without Pay provision for a Career Break of up to a maximum of 2 calendar years to enable an employee to attend to other responsibilities, pursue other professional development, a new career endeavour or move into retirement.
Determination 3.2: Employment Conditions - Remuneration - Allowances and Reimbursements
This Determination details the range of the allowances and reimbursements available to public sector employees, the rates and circumstances in which they can be paid and reimbursed.
Maps showing the location of the General Area Locality Line and metropolitan Adelaide boundary are also available below, which should be read in conjunction with the relevant provisions of this Determination.
Determination 4: Qualifications for Designated Whistleblower Contact Officers
- This Determination outlines the qualifications required for designated Whistleblower contact officers.
Determination 5: Classification and Remuneration
This Determination details the classification and remuneration arrangements including minimum qualification requirements for public sector employees.
- Commissioners Determination 5 Classification and Remuneration (PDF) 507KB
- Attachment 5 TGO Classification Standard (PDF) 193KB
- Attachment 2 Determination 5 Classification Standards ASO (PDF) 330KB
- Attachment 3 Determination 5 Classification Rules and Requirements (PDF) 248KB
- Attachment 4 Determination 5 How to Classify Duties (PDF) 115KB
- Allied Health Professional classification assessment template (DOCX) 27KB
- Professional Officer classification assessment template (DOCX) 25KB
- Technical Officer classification assessment template (DOCX) 25KB
- Administrative Services classification assessment template (DOCX) 25KB
Determination and Guideline 6: Recovery of Overpayments
This Determination and Guideline outlines the arrangements that apply to the recovery of salary overpayments.
Determination 7: Redeployment, retraining and redundancy (RRR) – Salaried Employees Only
The South Australian Public Sector Wages Parity Enterprise Agreement: Salaried 2014 was approved on 4 December 2014, and as part of the agreement the Commissioner for Public Sector Employment has issued Commissioner’s Determination 7: Management of Excess Employees – Redeployment, Retraining and Redundancy.
The following documents are currently being reviewed as a result of the approval and commencement of the South Australian Modern Public Sector Enterprise Agreement: Salaried 2017. If you require assistance or information please contact firstname.lastname@example.org
More information is available here.
Determination and Guideline - Flexible Workplaces
This Determination and Guideline is intended to help create a more flexible, diverse and inclusive South Australian public sector workforce, to generate productivity, increase workforce participation and improve workforce culture. It is also intended that this Determination and Guideline will improve awareness and understanding of how to consistently implement flexible working arrangements in the South Australian public sector.