Department of Health Library Services ePublications

(1)

Department of Health Library Services ePublications - Historical Collection

Please Note: Aboriginal and Torres Strait Islander people should be aware that this publication may contain images, voices or names of deceased persons in photographs, film, audio recordings or printed material.

Purpose

To apply preservation treatments, including digitisation, to a high value and vulnerable Historical collection of items held in the Darwin and Alice Springs libraries so that the items may be accessed without causing further damage to the original items and provide accessibility for stakeholders.

Reference and Research Disclaimer

Please note: this document is part of the Historical Collection and the information contained within may be out of date.

This copy is a reproduction of an original record. Please note that the quality of the original record may be poor and cannot be enhanced with the scanning process.

Northern Territory Department of Health Library Services Historical Collection

(2)

r r r r r r

r

[ [ [ [ [

l l L L L L L L

I

DL HIST 362.173 WOR 2002

April2002

Work Evaluation System for Nursing Professionals

Department of Health and

Community Services, Northern Territory Government

MERCER

Human Resource Consulting

~ Marsh

^&

McLennan Companies

HISTORICAL

COLLECTION

Q::; 23"2-

(3)

r

r r r r r

r

r r

r

l

L

L L L L L

I

Work Evaluation System Nursing

11111i1l1l11f 1i1~i1~1~1ij!OO~ijl1~i~ii111111

3 0820 00045240 4

Contents

Dept of Health and Community Services, Northern Territory

DL Hl<sT

3b.2.

^I

If~

\J'JOR 2002

1. Background ... 1 2. Methodology ... 2 3. Benchmark Positions ... 4 4. Development of Nursing Position Questionnaire and Nursing Work Evaluation

Manual ... 8 5. Conclusion ... 10

Mercer Human Resource Consulting

j:\global\nt public service\2002\reporMnc_final_report_0402.doc

(4)

l

r r r r r

r

l l

L

L L L L L

l

Work Evaluation System Nursing Dept of Health and Community Services, Northern Territory

Background

In 2001, a Draft Career Pathway Model was developed through extensive consultation with the Health and Community Services workforce. The features of this draft model involve three Bands, where Band 1 represents entry level and the development of

increasing degrees of professional competence as a Registered Nurse. Band 2 and Band 3 positions represent promotional positions split into four streams of Coordination,

Education, Research & Quality and Specialist/Practitioner.

It was determined that the higher promotional levels (currently Level 3 and above) would need a work evaluation system specially tailored for nursing educational, specialist and managerial positions. However, trials determined that the Northern Territory's standard Job Analysis Questionnaire (JAQ) and Job Evaluation Manual were perceived to be inappropriate, lengthy, bureaucratic and the terminology did not reflect the nursing profession.

It is within this context that Mercer Human Resource Consulting was invited to develop and tailor a work evaluation system for the nursing profession, which would be aligned with the Career Pathway Model. The deliverables of the consultancy were:

• a nursing specific job analysis questionnaire that would be a straightforward

document, with questions and examples relating to the nursing profession as a whole

• a concise version of a 'nursing work value manual' that can be used with confidence by nurses, human resource professionals and other trained evaluators. Such a manual would ensure reliable, fair and consistent results both over time and also across the different practice streams and settings.

j:\global\nt public service\2002\repo~c_final_report_0402.doc

(5)

r r r r r

r r

r

I I l L L L L L L

I

Work Evaluation System Nursing Dept of Health and Community Services, Northern Territory

Methodology

Mercer Human Resource Consulting undertook the following process in the design and development of a tailored nursing position questionnaire and work evaluation manual.

1. Background Research and Familiarisation

• performed desktop study of relevant reports, career models, position descriptions and pilot evaluation profiles undertaken so far by Northern Territory personnel

• conducted meetings with the project team and other key stakeholders to clarify issues and finalise the detailed project plan

• identified 32 benchmark positions as a representative sample

• developed a prototype of the nursing specific Job Analysis Questionnaire 2. Data Gathering

• issued the new position questionnaire to the incumbent of each benchmark position

• conducted interviews (either phone or face-to-face) with incumbents of benchmark positions to gather job-specific information and to verify information received in the questionnaire

• collated all position documentation to produce completed position questionnaires (in an electronic format)

j:lglobal\nt public service\2002\reporMnC_final_report_0402.doc

2

(6)

r

r r r r r

r

[ [ [

[

l l L L L L L L

3. Prepared a draft Nursing Positions Questionnaire and Nursing Work Evaluation Manual

• developed initial evaluation profiles for the benchmark sample so that a complete understanding of these roles was reached across all areas of the job evaluation methodology

• designed and developed draft versions of the project deliverables on the basis of the information gained in the above steps

4. Pilot Testing

• facilitated a two-day Job Evaluation training course in conjunction with Mr A Hill, Senior Industrial Relations Consultant for nine (9) nursing professionals

• facilitated a two-day workshop which consisted of the recently trained nursing professionals, in conjunction with five (5) experienced evaluators, evaluating completed nursing position questionnaires. Evaluation panels were formed and the position questionnaires and draft nursing work evaluation manual were tested by all panels.

• correlated the results of the evaluation panels evaluation outcomes with the Consultants evaluation profiles to test the validity and reliability of the process

• solicited feedback regarding both the nursing position questionnaire and the work evaluation manual. Feedback focused on the user friendliness, language, style, meaning and applicability of the documentation.

5. Finalisation

• refined and finalised the nursing position questionnaire and nursing work evaluation manual based on the results of the pilot testing stage and feedback gained above

• prepared the final report

Mercer Human Resource Consulting's approach to the assignment involved significant consultation with the Project Team, to ensure that key outcomes best met the

requirements of the Department of Health and Community Services.

j:\global\nt public service\2002\report\rmc_final_report_0402.doc

3

(7)

I

r r r r r

r

l L L L L L L

Benchmark Positions

The following thirty-two benchmark positions were selected. This sample represented a broad cross-section of professional managerial, specialist and educational nursing

positions, mainly at Level 3, although a number of Level 2, Level 4 and Level 5 positions were chosen for relativity and structural understanding and comparison. The benchmark positions were selected in conjunction with the Project Officer, to ensure a representative sample. Position incumbents then completed a position questionnaire and participated in discussions with the Consultants regarding their roles.

Position

Principal Nurse Consultant

Nursing Director, Division of Medicine (ROH) Nursing Director, Remote (CASN)

Nurse Director for IT (ROH)

Executive Director of Nursing, Tennant Creek Nursing Director, Gove Hospital District

Clinical Nurse Consultant, Operating Theatres (ROH) Clinical Nurse Consultant, Centre Disease Control (TESN) Clinical Nurse Consultant, Same Day Procedure Unit (ROH) Clinical Nurse Consultant, Nightcliff Renal Unit (ROH)

Incumbent

GWilliams D Kitchener J Loudon P Mattschoss J Heslop V Martin V Dunlop L Scott T Espie G Gorham

4

(8)

r r r r r

r

I I I I l l L L L L L L

I

Work Evaluation System Nursing Dept of Health and Community Services, Northern Territory

Position Incumbent

Clinical Nurse Consultant, Medical Ward (ASH) C Hynes Clinical Nurse Consultant, Haemodialysis (ASH) A Rolfe

Education and Training Coordinator (TESN) E MacDonald

Remote Area Nurse (Jabiru) School Health Nurse, Darwin

Remote Area Nurse (Harts Range) CASN Remote Area Nurse (Papunya) CASN Flight Nurse, Darwin

Clinical Nurse Consultant, Communicable Disease Control (CASN) Clinical Nurse Consultant, Maternity Ward (ASH)

Clinical Nurse Consultant, Medical Ward (ROH) Clinical Nurse Consultant, Surgical Ward (ASH) Clinical Nurse Consultant, Hospital in the Home (ROH) Clinical Nurse Educator (ROH)

Nursing Programs Consultant (ROH) Nurse Resource Consultant (ROH) Audiometry Nurse, Darwin (TESN) Discharge Planner (ROH)

Remote Area Nurse, Angurugu (TESN)

Clinical Nurse Consultant, Surgical Ward (ROH)

Clinical Nurse Consultant, Maternity Ward (Gove District Hospital) Mental Health Community Nurse, Darwin (TESN)

j:\global\nt public service\2002\reporfvmc_final_report_0402.doc

J Pethick H Campbell S Brown W Jelinek J Shields B Farmer C Casserley J Palmer J Dredge P Kittler B McEwan J Edmunds D Swan K Rolfe CNally J Langrell WBigg C Lane V Roberts

5

(9)

r r r r r r r

r

f f f f

f

L L L L L L

Work Evaluation System Nursing Dept of Health and Community Services, Northern Territory

An initial work value assessment was undertaken on each of the positions using the Cullen Egan Dell Job Evaluation methodology. This system of job evaluation is used extensively across Australian and New Zealand markets and throughout the Northern Territory Public Service, the wider public sector, and many different industries within the private sector.

The Cullen Egan Dell Job Evaluation methodology is a points-factor system, which examines eight subfactors shown by empirical studies to be common across all jobs.

The eight subfactors are grouped together in three broad factors, as shown below:

Expertise [the knowledge, skills and abilities needed to do the job]

• Knowledge and Experience

• Breadth

• Interpersonal Skills

Judgement [the application of expertise in planning, managing and solving problems]

• Job Environment

• Reasoning

Accountability [the responsibility and authority of the position]

• Independence and Influence

• Position Impact

• Involvement in Decision-making

Appendix 1 provides a more detailed description of each factor. Generally speaking, the higher the position in an organisation, the higher the ratings in each of the factors.

However, organisation hierarchy is not the sole determinant of work value. Rather, each position is looked at independently on its own merits, in relation to standard definitions of each factor, and the different ratings within each factor. For the positions within the Department of Health and Community Services, the Consultants independently assessed the work value levels.

The work value profiles and points scores of each of the positions are shown in the table below.

6

(10)

r r r r r r r

r

f

I l l

L

L L L L L

Oc::> 2 'S '2

The benchmark positions were evaluated for two main reasons. Firstly, to allow the consultants to develop an understanding of the general level and descriptor range within the methodology that would need to be tailored for the nursing positions. Secondly, the work value outcomes will assist the Department of Health and Community Services in analysing the current patterns and issues within the current classification structure and in creating a new work value structure for the Career Pathway Model.

Title Impact Expertlae Judaement Accountabllity Total

Principal Nurse Consultant ADVICE F+4+d+ 309 E-5- 289 F-2+d 356 954

Nursing Director, Division of Medicine (ROH) $3 M Staff Budget F-3+d- 177 04 153 E-2d 203 533

Nursing Director - Remote (CASN) $6.53 M OPR/CAP Expenditure F3+d- 203 04 153 0+2d 177 533

Nurse Director for IT (ROH) ADVICE F-3d- 177 04 153 E-1+d 177 507

Exec Dir of Nursing, Tennant Ck $2.4 M QPR/CAP Expenditure F-3+d- 177 04+ 169 E-1d 153 499

Nursing Director, Gove District Hospital $4.7 M QPR/CAP Expenditure F-3+d- 177 04 153 0+2-d 153 483

Clinical Nurse Consultant, Operating Theatres (ROH) $5 M QPR/CAP Expenditure E+3c+ 153 0-4- 125 0+2-d 153 431 Clinical Nurse Consultant, Medical Ward (ASH) $5 M OPR/CAP Expenditure E+3c+ 153 D-4- 125 0+2-d 153 431

Clinical Nurse Consultant, Centre Disease Control (TESN) ADVICE E+3-c+ 153 0-4- 125 0+1d 134 412

Clinical Nurse Consultant, Same Day Procedure Unit (ROH) $750 K Staff Budget E+3c+ 153 D-4- 125 D+1d 134 412 Clinical Nurse Consultant, Mightcliff Renal Unit (ROH) $3 M QPR/CAP Expenditure E+3c+ 153 D-4- 125 D+1+d 134 412 Clinical Nurse Consultant, Haemodialysis (ASH) $3.275 M QPR/CAP Expenditure E+3-c+ 153 D-4- 125 D1+d 134 412

Community Health Nurse $471 K Staff Budget E+3c+ 153 D-4- 125 D+1d 134 412

Flight Nurse Service E3-c+ 134 D-4- 125 01+d 134 393

Education and Training Coordinator (TESN) ADVICE E+3c+ 153 C+4- 94 D+1d 134 381

Clinical Nurse Consultant.Communicable Disease Control (CASN) ADVICE E3-c+ 134 D-4- 125 01d 116 375

School Health Nurse, Darwin ADVICE E3-c+ 134 C+4- 94 D1+d 134 362

Remote Area Nurse (Harts Range ) CASN Service E3-c+ 134 C+4- 94 D1+d 134 362

Clinical Nurse Consultant, Maternity Ward (ASH) $1.4 M Staff Budget E3-c+ 134 C+4- 94 02-d 134 362

Clinical Nurse Consultant, Medical Ward (ROH) $3 M QPR/CAP Expenditure E3c+ 134 C+4- 94 D1+d 134 362

Clinical Nurse Consultant.Surgical Ward (ASH) $1.6 M Staff Budget E3c+ 134 C+4- 94 02-d 134 362

Clinical Nurse Consultant, Hospital in the Home (ROH) ADVICE E3-c+ 134 C+4- 94 01+d 134 362

Clinical Nurse Educator(RDH) ADVICE E+3-c+ 153 C+4- 94 0+1c+ 101 348

Nursing Programs Consultant (ROH) ADVICE E+3c+ 153 C+4- 94 0+1c+ 101 348

Nurse Resource Consultant (ROH) SERVICE E3-c+ 134 C+4- 94 01d 116 344

Audiometry Nurse, Darwin (TESN) ADVICE E+3-c 134 C+4- 94 01d 116 344

Remote Area Nurse, Angurugu (TESN) $600 K Staff Budget E3-c+ 134 C+4- 94 01d 116 344

Clinical Nurse Consultant, Surgical Ward (ROH) $2.15 M QPR/CAP Expenditure E3c+ 134 C+4- 94 01d 116 344 Clinical Nurse Consultant, Maternity Ward (Gove District Hospital) $500 K Staff Budget E3-c+ 134 C+4- 94 01d 116 344

Discharge Planner (ROH) ADVICE E3-c+ 134 C+4- 94 0+1C+ 101 329

Remote Area Nurse (Papunya) CASN Service E3-c+ 134 C+3+ 76 01d 116 326

Mental Health Community Nurse, Darwin (TESN) ADVICE E2+c+ 116 C+3+ 76 01d 116 308

Mercer Human Resource Consulting

j:lglobal\nt public service\2002\report\nnc_linal_report_0402.doc

7

(11)

r r r r r r r

r

I I I l l l L L L L L

Development of Nursing Position Questionnaire and Nursing Work Evaluation Manual

The development of the nursing position questionnaire required analysing the documentation and determining whether questions were answered appropriately and whether all the necessary information was being elicited. Feedback from the evaluators was also sought and this combined with the analysis resulted in redesigning a number of questions. The finalised nursing position questionnaire can be found as a separate attachment (Attachment 1 ).

Additionally, it was agreed that an instruction booklet assisting people to complete the questionnaire be developed by the Project Team. The instruction booklet was to be consistent with those currently used in other government Departments across the Northern Territory, whilst still specifically tailored to nursing requirements.

The Nursing Work Evaluation Manual was developed to specifically reflect the demands and the diversity of the nursing profession. While the layout is consistent with the Northern Territory's Job Evaluation Manual, the manual has been designed to be used solely for nursing positions as an independent and separate manual. The majority of nursing positions, whether they are practitioners, specialists, managerial or educational, can easily be evaluated using this work evaluation manual.

The descriptor ranges were essentially determined by the benchmark sample and the methodology process, in terms of where the positions were best reflected. In

circumstances where the descriptor range is insufficient, the Northern Territory Job Evaluation manual should be used in this instance. However, the consultants expect this to be the exception rather than the rule.

j :\global\nt public service\2002\report\nnc_final_report_ 0402 .doc

8

(12)

r r r r r r

r

J

I

I l l

L L L L L L

I

Work Evaluation System Nursing Dept of Health and Community Services, Northern Territory

The feedback from those who pilot tested the material proved invaluable to polishing the end products and was included in the final version. Refer to the attached document for the nursing work evaluation manual (Attachment 2). More importantly, the workshops created ownership and created momentum and educated champions of the process in going forward.

Work Value Correlation Analysis

To test the validity and reliability of the work value outcomes and more broadly, the job evaluation methodology, an analysis of the Consultants results compared with each evaluation panel's results, was conducted. Each evaluation panel consisted of one

experienced evaluator (non-nursing) and two recently trained evaluators. The results can be seen in Appendix 2 and Appendix 3 illustrates each evaluation panel's work value findings.

The consultants are satisfied with the correlational (0.6 to 0.9) findings given the

experience level of the new evaluators, the standard of some of the questionnaires being evaluated and the requirement to pilot test the new material. The correlational findings are pleasing and represent an acceptable outcome given the newness of the materials and evaluators. The Department should feel comfortable with the results. Mercer would expect that with further evaluation experience and well-completed questionnaires, that greater consistency with correlations in the range of (0.8 to 0.9) would be able to be achieved as a matter to routine.

j:\global\nt public service\2002\report\rmc_tinal_report_0402.doc

9

(13)

t

r r r r r

r

J

I I I l l l L L L L L L

I

Work Evaluation System Nursing Dept of Health and Community Services, Northern Territory

Conclusion

The successful achievement of the first phase of the broader career structure project is a significant gain for the Department of Health and Community Services. A specifically tailored "Nursing Position Questionnaire" and "Nursing Work Evaluation Manual" have been developed for nursing managerial , specialist, practitioner and educational

professionals. While the project deliverables are critical in going forward, the consultative process undertaken in this project to date is also essential in creating ownership and acceptance of the outcomes. The job evaluation training and evaluation panels workshop in particular, has spread the understanding of the process across a diverse range of positions and locations and created commitment to the process.

While Mercer Human Resource Consulting acknowledges the Department has significant challenges ahead, the successful development of the "Nursing Positions Questionnaire"

and the "Nursing Work Evaluation Manual" should be considered a giant step forward in establishing a clear career structure and a fair and objective process for all nursing

professionals. This project has contributed significantly the broader departmental project agenda and has established a solid foundation for the detailed design of the Career

Pathway Model.

Mercer Human Resource Consulting 10

(14)

r r r r

f

r r

r

r r

r

l l L L L L L L

Work Evaluation System Nursing Dept of Health and Community Services, Northern Territory

Appendix 1 - Cullen Egan Dell Methodology Descriptors

r

Cullen Egan Dell

JOB EVALUATION FACTORS

EXPERTISE FACTOR

The expertise factor measures the requirements of the position for education, training and work experience, the diversity of Individual tasks as well as Interpersonal skills.

Knowledge & Experience This subfactor measures the education, training and work experience requirements of the position. As knowledge is the result of education, training and experience, both the nature and extent of knowledge are considered.

When evaluating a position, we consider the training and experience required to do the job. This does not necessarily reflect the train ing and experience of the current job holder.

Breadth

This aspect of expertise measures the diversity of functions performed by the position. It considers not only the breadth of knowledge requirements for the position , but also the impact of various environmental influences on the position. Such influences may include geographic considerations or the variety and nature of product/ services and suppliers/clients. The breadth subfactor also considers the need to integrate diverse or related activities.

Interpersonal Skills

This subfactor measures the position's requirement for skill in managing people and in negotiations. It is NOT meant to be a measure of the amount of interpersonal skills possessed by any incumbent, but rather is concerned with the people management, persuasive and negotiating skills required to achieve the position objectives.

j:\globa~nt public service\2002\report\nnc_final_report_0402.doc

JUDGEMENT FACTOR The Judgement factor evaluates reasoning components of a Job, focusing on the task definition and complexity, the constraining within which employees need to resolve problems and other thinking challenges of the position.

Job Environment

Job environment identifies the clarity, objectives, guidelines and policies as well as the nature and variety of tasks, steps, processes, methods or activities in the work performed. It measures the degree to which a position holder must vary the work and develop new techniques .

Reasoning

This facet of judgement focuses on the requirements in the position for reasoning, analysis and creativity.

Its emphasis is on the need for analysing and solving problems.

ACCOUNTABILITY FACTOR This factor evaluates the nature of the position's authority and Involvement In managing the organisation's resources. It Includes the Influence of the position's advice and accountability for results of decisions.

This subfactor is measured in terms of the resources for which the position is primarily held accountable or the impact made by the policy advice or service given . It may be measured in monetary terms or on a policy/advice significance scale.

Independence & Influence

This subfactor focuses on the position's level of accountability and

independence in the commitment of resources, provision of advice or delivery of services. The requirement for acting as a spokesperson for the organisation is also considered. The extent of accountability is considered in conjunction with the position impact measure chosen .

Involvement

The involvement subfactor is concerned

with the nature of the position's accountability for the management of, or influence over, organisation resources.

For example, one consideration might be whether the position has accountability for a particular resource fully delegated t it or shared with other positions.

11

(15)

r r r r r

r

[ [ [

[

[ [

l L L L L L

Appendix 2 - Correlational Analysis Graph

Department of Health and Community Services

Correlational Analysis - Mercer compared with the Evaluation Panels

1.00

0.90

0.80

0.70

0.60

0.50

0.40

0.30

0.20

0.10

0.00

Group 1 Group 2

j:\global\nt public service\2002\reporflrmc_final_report_0402.doc

Group 3 Group

Group 4 Group 5

12

(16)

r

r Appendix 3 - Evaluation Panel Work Value Outcomes

TIii• Location lmoact ExnertlN Jl.ldaement Accountabllltv Total

r

Principal Nurse Consultant Darwin ADVICE F+4+d+ 309 E-5- 289 F-2+d 356 954

Nursing Director, Division of Medicine (RDH) Darwin $3 M Staff Budget F-3+d- 177 04 153 E-2d 203 533

Nursing Director, Division of Mecficine (RDH) Darwin $3 M Staff Budget F-3d- 177 04 153 D-+3-d 203 533

Nursing Director, Division of Mecfocine (RDH) Darwin $23 7m Expenditure F-3+d- 177 04 153 E-3+d 309 639

Nursing Director -Remote (CASN) Alice Springs $6.53 M OPR/CAP Expenditure F3+d- 203 04 153 D+2d 177 533

r

Nursing Director - Remote (CASN) Alice Springs $6.53 M OPR/CAP Expenditure F-3c+ 177 D-4 144 D+2d 177 498

Nursing Director -Remote (CASN) Alice Springs $6.53 M OPR/CAP Expenditure E'hH<: 153 C3+ 72 D-+3-d 203 428

Nursing Director -Remote (CASN) Alice Springs $6.53 M STAFF MGT F3+d 203 04 153 D+2-d 153 509

Nurse Director for IT (ROH) Darwin ADVICE F-3d· 177 04 153 E-1+d 177 507

Exec Dir of Nursing, Tennant Ck Tennant Ck $2.4 M OPR/CAP Expenditure F-3+d- 177 D4+ 169 E-1d 153 499

r

Exec Dir of Nursing, Tennant Ck Tennant Ck $2 4 M STAFF MGT F3-+c+ 203 04 153 E-2d 203 559

Exec Dir of Nursing, Tennant Ck Tennant Ck $1.5 M STAFF MGT F-3td- 177 D4 153 E2-d 203 533

Nursing Director, Gove District Hospital Gove $4.7 M OPR/CAP Expenditure F-3+d- 177 04 153 D+2-d 153 483

Nursing Director, Gove District Hospital Gove $4.7 M OPR/CAP Expenditure F-4-c+ 203 D-4 144 D+2-d 153 500

Nursing Director, Gove District Hospital Gove $4.7 M OPR/CAP Expenditure F3-+c+ 203 D4+ 189 E3-d 269 841

r

Nursing Director, Gove Di8lric1 Hosp~al Gove $4 7 M OPR/CAP Expencf4ure F-3+d- 177 04 153 D+2-d 153 483

Clinical Nurse Consutant, Operating Theatres (ROH) Darwin $5 M OPR/CAP Expenditure E+3c+ 153 D-4- 125 D+2-d 153 431 Cfinical Nurse Conslitant, Operating Theatres (ROH) Darwin $5 M OPR/CAP Expenditure E+3c 153 D-4- 125 D2-d 134 412

Clinical Nurse Consutant, Operating Theatres (ROH) Darwin $3M Staff Mgt E+3c+ 153 C+4- 94 D2d 153 400

Clinical Nurse Consutant, Centre Disease Control (TESN) Darwin ADVICE E+3-c+ 153 D-4- 125 D+1d 134 412

r

Clinical Nurse Consutant, Centre Disease Control (TESN) Darwin SERVICE E:k- 116 C+3+ 76 D1c 88 280

Cfinical Nurse Consutant, Centre Disease Control (TESN) Darwin SERVICE E+3c 153 D-4- 125 D1c 88 368

Clinical Nurse Consutant, Same Day Procedure Unit (ROH) Darwin $750 K Staff Budget E+3c+ 153 D-4- 125 D+1d 134 412 Clinical Nurse Consutant, Migh1cliff Renal Unit (ROH) Darwin $3M OPR/CAP Expenditure E+3c+ 153 D-4- 125 D+1+d 134 412

r

Clinical Nurse Consultant, Mightcliff Renal Unit (ROH) Darwin $3.3 M STAFF MGT E+3c+ 153 04 153 D2d 153 459 Cfinical Nurse Consutant, Migh1cflff Renal Unit (ROH) Darwin $3 2 M STAFF MGT E+3d- 153 D-4 144 D1+c+ 101 398

CNC MecflC81 Ward Alice Springs $5 M OPR/CAP Expenditure E+3c+ 153 D-4- 125 D+2-d 153 431

Clinical Nurse Consutant, Haemodialysis (ASH) Alice Springs $3.275 M OPR/CAP Expenciture E+3-c+ 153 D-4- 125 D1+d 134 412 Clinical Nurse Consutant, Haemocialysls (ASH) Alice Springs $3m Expenditure E3-<:+ 153 D-4- 125 D1-+d 134 412

r

C~nical Nuree Consultant, Haemodialysls (ASH) Alice Springs Direct E+3c+ 153 D-3+ 106 D1+d 134 393

Education and Training Coordinator (TESN) Darwin ADVICE E+3c+ 153 C+4- 94 D+1d 134 381

Education and Training Coordinator (TESN) Darwin E+3-c 134 C3+ 76 D1c 88 298

Education and Training Coordinator (TESN) Darwin SERVICE E3-<: 134 D-3+ 106 D-1c 76 316

Education and Training Coordinator (TESN) Darwin SERVICE E+3c 153 D-4- 125 C+1c- 58 336

r

Community Health Nurse Jablru $471 K Staff Budget E+3c+ 153 D-4- 125 D+1d 134 412

School Health Nurse, Darwin Darwin ADVICE E3-c+ 134 C+4- 94 D1+d 134 362

School Health Nuree, Darwin Darwin ADVICE E2+c+ 116 C+3 69 D1d 116 301

School Health Nurse, Darwin Darwin ADVICE E:k+ 134 C+3 69 D-1+d 116 319

Remote Area Nurse (Harts Range ) CASN Harts Range Service E: k+ 134 C+4- 94 D1+d 134 362

I

Remote Area Nurse (Harts Range ) CASN Harts Range SERVICE E+3-c+ 153 C3+ 76 D1d 88 317

Remote Area Nurse (Harts Range ) CASN Harts Range SERVICE E3c+ 134 C+3+ 76 D1+c+ 101 311

Remote Area Nurse (Harts Range ) CASN Harts Range SERVICE E+3c 153 D-3+ 106 D-1c 76 335

Fligh1 Nurse Darwin SERVICE E3-<:+ 134 D-4- 125 D1+d 134 393

Flight Nurse Darwin SERVICE E2+c 101 C3+ 76 D-1d 101 278

I

Flight Nurse Darwin SERVICE E:k+ 134 C+4- 94 D+1+d 134 362

Cfinical Nurse Consuttant,Communlcable Disease Control (CASN) Alice Springs ADVICE E:k+ 134 D-4- 125 D1d 116 375 Clinical Nurse Consutant,Communicable Disease Control (CASN) Alice Springs SERVICE E:k+ 134 C3 66 D-1d 101 301

CUnical Nurse Conslitant,Communlcable Disease Control (CASN) Alice Springs ADVICE E+3c+ 153 D-4- 125 D1c 88

~

Cfinical Nurse Consutant, Maternity Ward (ASH) Alice Springs $1.4 M Staff Budget E3-<:+ 134 C+4- 94 D2-d 134 362

I

Cfinical Nurse Consultant, Medical Ward (RDH) Darwin $3M OPR/CAP Expenditure E3c+ 134 C+4- 94 D1+d 134 362

Clinical Nurse Consultant, Mecfical Ward (RDH) Darwin $3M STAFF MGT E+3c+ 153 C+4- 94 D2d 153 400

Clinical Nurse Consultant,Surgical Ward (ASH) Alice Springs $1.6 M Staff Budget E3c+ 134 C+4- 94 D2-d 134 362

L L L L L

Mercer Human Resource Consulting

L

I

(17)

r r r r r r r

r

r r

r

l L L L L L L

I

MERCER

Human Resource Consulting

~ Marsh

^&

McLennan Companies

167 Eagle Street Brisbane OLD 4000 PO Box 10244 Adelaide Street Brisbane OLD 4000

07 3234 4900