CSIRO ENTERPRISE AGREEMENT 2023 -2026 Contents PART A. TECHNICAL MATTERS ...............................................................................1 1. TITLE......................................................................................................................1 2. DATE OF OPERATION AND DURATION ............................................................... 1 3. PARTIES COVERED .............................................................................................. 1 4. SCOPE OF THE AGREEMENT ..............................................................................1 . DEFINITIONS .........................................................................................................1 6. CONTEXTOFTHISAGREEMENT.........................................................................2 7. RENEWAL OF AGREEMENT .................................................................................3 8. EXISTING CONDITIONS ........................................................................................ 3 9. SAFE, RESPECTFUL AND INCLUSIVE WORKPLACE...........................................3 PART B. APPOINTMENT AND EMPLOYMENT .........................................................4 . TYPES OF EMPLOYMENT.....................................................................................4 11. MARKET RELATED EMPLOYMENT.......................................................................4 12. INDIVIDUAL FLEXIBILITY ARRANGEMENTS ........................................................ 4 13. WORK CLASSIFICATION STANDARDS.................................................................6 14. CASUAL EMPLOYMENT ........................................................................................ 6 . TERMINATIONOFEMPLOYMENT ........................................................................7 16. ADVERTISEMENT OF VACANCIES.......................................................................7 17. MEDICAL ASSESSMENTS.....................................................................................7 PART C. REMUNERATION AND ALLOWANCES......................................................8 18. RATES OF PAY......................................................................................................8 19. RECOVERYOFOVERPAYMENTS........................................................................9 . CSIRO TRAINEESHIPS AND APPRENTICESHIPS................................................9 21. FLEXIBLE REMUNERATION PACKAGING .......................................................... 10 22. SUPERANNUATION............................................................................................. 11 23. OVERTIME ........................................................................................................... 11 24. ENHANCEDRESPONSIBILITIESALLOWANCE(ERA)........................................14 . WORKPLACE RESPONSIBILITY ALLOWANCES................................................. 14 26. RESTRICTION DUTY ........................................................................................... 15 27. SHIFT DUTY......................................................................................................... 18 28. DIVING ALLOWANCE........................................................................................... 18 29. FIELD WORK........................................................................................................ 19 . REMOTE LOCALITIES CONDITIONS................................................................... 20 31. AUSTRALIAN CENTRE FOR DISEASE PREPAREDNESS (ACDP)...................... 23 32. TRAVEL................................................................................................................ 24 33. EXCESS TRAVELLING TIME ............................................................................... 25 34. SUPPORTEDWAGESYSTEM.............................................................................26 . COMMUNITYLANGUAGEALLOWANCE.............................................................28 PART D. CAREER DEVELOPMENT, PERFORMANCE AND REWARDS ...............29 36. PERFORMANCECULTURE.................................................................................29 37. ANNUALPERFORMANCEAGREEMENT(APA)..................................................29 CSIRO Enterprise Agreement 2023 -2026 38. CAREERMANAGEMENT,LEARNINGANDDEVELOPMENT..............................31 39. REWARD ASSESSMENT PROCEDURES............................................................ 31 . MERIT PROMOTION ............................................................................................ 32 41. SUPERIOR PERFORMANCE RATING ................................................................. 33 42. PERFORMANCECASHREWARDS.....................................................................34 43. NON-CASH RECOGNITION REWARDS............................................................... 34 44. ASSISTANCE WITH STUDIES ............................................................................. 35 PART E. STAFF PARTICIPATION............................................................................35 . MANAGEMENT ACCOUNTABILITY ..................................................................... 35 46. BUREAUCRACY................................................................................................... 36 47. SUPPORTING INTEGRITY, INNOVATION AND CREATIVITY.............................. 36 48. SUSTAINABILITY ................................................................................................. 36 49. INDIGENOUS EMPLOYMENT STRATEGY .......................................................... 36 . COMMERCIALISATION........................................................................................ 37 51. HEALTH AND SAFETY REPRESENTATIVES ...................................................... 37 52. EQUITY CONTACT OFFICERS ............................................................................ 37 53. MORAL RIGHTS................................................................................................... 38 54. STAFF PARTICIPATION AND CONSULTATION .................................................. 39 . FREEDOM OF ASSOCIATION ............................................................................. 42 56. COLLEAGUE OFFICER........................................................................................ 42 57. UNION DELEGATES’ RIGHTS ............................................................................. 43 PART F. PUBLIC HOLIDAYS AND LEAVE..............................................................44 58. PUBLIC HOLIDAYS .............................................................................................. 44 59. DOMESTIC FAMILY VIOLENCE AND ABUSE SUPPORT .................................... 44 . LONG SERVICE LEAVE ....................................................................................... 45 61. DEFENCE LEAVE................................................................................................. 45 62. ANNUAL SHUT DOWN......................................................................................... 46 63. MISCELLANEOUS LEAVE.................................................................................... 46 64. VOLUNTARY EMERGENCY RESPONSE LEAVE ................................................ 46 . COMPASSIONATE LEAVE...................................................................................47 66. JURYLEAVE........................................................................................................47 67. PARENTAL LEAVE............................................................................................... 47 68. LEAVEWITHOUTPAY.........................................................................................50 69. SICK AND CARER’S LEAVE................................................................................. 51 . RECREATION LEAVE .......................................................................................... 53 71. CULTURAL, CEREMONIAL AND NAIDOC LEAVE ............................................... 55 PART G. BALANCING WORK AND PERSONAL LIFE ............................................55 72. PART-TIME/JOB SHARE ARRANGEMENTS........................................................ 55 73. RETURN FROM LENGTHY ABSENCES .............................................................. 56 74. CHILDCARE ......................................................................................................... 57 . FACILITIES FOR NURSING PARENTS ................................................................ 57 76. FLEXIBLE WORKING ARRANGEMENTS............................................................. 57 77. FLEXIBLE WORKING HOURS – FLEXTIME......................................................... 61 CSIRO Enterprise Agreement 2023 -2026 78. PURCHASED LEAVE ........................................................................................... 63 79. PHASED RETIREMENT OF MATURE AGED STAFF ........................................... 64 80. WORKLOADS....................................................................................................... 64 PART H. MOBILITY OF STAFF ................................................................................65 81. PERMANENT RELOCATION................................................................................65 82. ACCOMMODATION CHANGES............................................................................ 66 PART I. dispute procedures...................................................................................66 83. REVIEW OF DECISIONS TO TERMINATE EMPLOYMENT.................................. 66 84. RESOLUTION OF DISPUTES............................................................................... 66 85. WORKPLACE ISSUES RESOLUTION PROCEDURE........................................... 68 PART J. SCHEDULES TO AGREEMENT ................................................................70 SCHEDULE 1 -MANAGEMENT OF UNDERPERFORMANCE..................................... 70 SCHEDULE 2 – SPECIFIED TERM EMPLOYMENT..................................................... 72 SCHEDULE 3 –REDEPLOYMENT ANDRETRENCHMENT........................................77 SCHEDULE 4 – DUTY AT SEA .................................................................................... 84 SCHEDULE 5 – CLASSIFICATION LEVEL DESCRIPTORS......................................... 87 SCHEDULE 6 – CSIRO SALARY SCALES (Rates include annual leave loading).......... 90 CSIRO Enterprise Agreement 2023 -2026 PART A. TECHNICAL MATTERS 1. TITLE This Agreement will be known as the CSIRO Enterprise Agreement 2023 -2026. 2. DATE OF OPERATION AND DURATION This Agreement is made pursuant to section 182 of the Fair Work Act 2009. This Agreement comes into operation seven days after it is approved by the Fair Work Commission. The nominal expiry date of this Agreement will be 17 November 2026. 3. PARTIES COVERED In accordance with section 53 of the Fair Work Act 2009, this Agreement covers:  The CSIRO Chief Executive, on behalf of CSIRO;  All CSIRO Officers other than senior executives who are members of the Executive Team and officers covered by the CSIRO Canberra Deep Space Communication Complex (CDSCC) Enterprise Agreement 2018 -2021 [AG2018/6866] or any successor Agreement covering employees at the Canberra Deep Space Communication Complex, Tidbinbilla, as approved by the Fair Work Commission; and  Subject to a decision of the Fair Work Commission, those unions approved to be covered by the Agreement. 4. SCOPE OF THE AGREEMENT This Agreement operates to the exclusion of all previously applicable Agreements or Awards certified under the Industrial Relations Act 1988, Workplace Relations Act 1996 and the Fair Work Act 2009. 5. DEFINITIONS “APA” means Annual Performance Agreement. “Attendance Bandwidth” -CSIRO will set an attendance bandwidth, in consultation with officers and their representatives, at each workplace of 10 hours’ duration between the hours of 6 a.m. and 6 p.m. on a Monday to Friday. The attendance bandwidth and commencing and finishing times may differ for different categories of officers. “CSIRO” means the Commonwealth Scientific and Industrial Research Organisation. “Senior Manager” means a person appointed to the role of Senior Executive, Business Unit Director, Facilities Director and Director of CSIRO Services or an Enterprise Services group. “Delegate” means a person holding an authority delegated to them under the CSIRO authorities framework. CSIRO Enterprise Agreement 2023 -2026 “De facto partner” means a person who, regardless of gender, is living in a common household with the officer in a bona fide, domestic, interdependent partnership, although not legally married to the officer. “Family” means:  a spouse, former spouse, de facto partner or former de facto partner of the officer;  a child, parent, grandparent, grandchild, or sibling of the officer;  a child, parent, grandparent, grandchild or sibling of a spouse, former spouse, de facto partner or former de facto partner of the officer;  a member of the officer’s household; or  a person with whom the officer has a relationship of traditional kinship where there is a relationship or obligation, under customs and traditions of the community or group to which the officer belongs. “Indigenous Australians” means people who are of Aboriginal or Torres Strait Islander descent; identify as being of Aboriginal or Torres Strait Islander origin; and are accepted as such in the communities in which they live or have lived. “Officer” means a person appointed under Section 32 of the Science and Industry Research Act 1949, as amended. “Partner” means a spouse or de facto partner (whether that includes intersex, same or opposite sex partners). “Representative” means a person nominated by staff to represent their views and interests to management including a union workplace delegate and, except where otherwise stated, includes officials of unions that are parties covered by this Agreement. “Union” means an organisation registered under the Fair Work Act 2009. 6. CONTEXT OF THIS AGREEMENT 6.1 CSIRO’s mission is to deliver great science and innovative solutions for industry, society and the environment. This Agreement supports CSIRO’s core purpose, role and Strategic Plan. 6.2 CSIRO’s continued success is dependent on its people and its ability to provide an environment in which their creativity, diversity and innovation can flourish. The following key elements underpin all provisions in this Agreement:  Attracting, retaining, rewarding and motivating the right mix of highly skilled, outcome-focused and team-oriented people;  Encouraging development, learning, growth and effective utilisation of staff capabilities;  Celebrating outstanding contributions by individuals and teams through meaningful awards and rewards;  Providing competitive salaries that recognise officers’ contributions and achievements;  Providing a healthy, safe and inclusive work environment; CSIRO Enterprise Agreement 2023 -2026  Treating people equitably and with respect;  Encouraging and fostering effective communication processes and productive work relationships;  Facilitating a reasonable balance between work and personal responsibilities. 6.3 This Agreement provides the cultural and operational foundation needed to achieve CSIRO’s strategic goals. 6.4 Consistent with CSIRO’s Code of Conduct, all officers are expected to perform their duties with professionalism and integrity and behave at all times in a manner that upholds CSIRO’s reputation. This includes compliance with all applicable laws and regulations and with CSIRO policies, principles and procedures. 7. RENEWAL OF AGREEMENT This Agreement shall operate until it is replaced, varied or terminated in accordance with the Fair Work Act 2009. 8. EXISTING CONDITIONS 8.1 This Agreement will be read and interpreted in conjunction with the National Employment Standards (NES). Where there is inconsistency between this Agreement and the NES, and the NES provides greater benefit, the NES provision will apply to the extent of the inconsistency. 8.2 The operation of this Agreement is supported by policies, principles and procedures. These policies, principles and procedures do not form part of this Agreement. If there is any inconsistency between the policies, principles and procedures and the terms of this Agreement, the express terms of this Agreement will prevail. 8.3 Proposed changes affecting the conditions of employment of CSIRO officers, as expressed in the CSIRO Terms and Conditions of Service and CSIRO procedures will be subject to consultation with the parties to this Agreement and the officers covered thereby. 9. SAFE, RESPECTFUL AND INCLUSIVE WORKPLACE 9.1 The parties to this Agreement are committed to providing a safe, respectful and inclusive workplace free from physical and psychological harm. Behaviour such as direct and indirect discrimination, bullying, harassment, sexual harassment, sex-based harassment, victimisation, intimidation, threats and physical violence in the workplace will be prevented and eliminated. Discrimination and bullying create an unpleasant work environment, are detrimental to individual and team productivity and can affect staff health and wellbeing. This commitment is consistent with CSIRO’s obligations under anti-discrimination legislation and is reflected in CSIRO’s Code of Conduct. 9.2 The parties to this Agreement will seek to prevent and eliminate bullying and workplace discrimination on the basis of race, colour, sex, intersex status, sexual orientation, gender identity, age, physical or mental disability, relationship or marital status, family or carer’s responsibilities, pregnancy, breastfeeding, religion, political opinion, national extraction or social origin. CSIRO Enterprise Agreement 2023 -2026 PART B. APPOINTMENT AND EMPLOYMENT 10. TYPES OF EMPLOYMENT 10.1 Officers shall be appointed on the basis of one of the following types of employment:  indefinite employment;  specified term employment;  casual employment. 10.2 Subject to Schedule 2 to this Agreement, indefinite employment will be the standard form of employment in CSIRO. 10.3 Officers in the listed types of employment may be appointed to work full-time or part- time hours. 10.4 At the time of employment, CSIRO will inform each officer in writing of the terms of their appointment including:  the type of employment;  whether a probationary period applies and if so, the expected duration;  if the officer has been appointed for a specified term, the project or task in relation to which the person has been appointed and/or the duration of the appointment; and  a list of the main instruments governing the terms and conditions of their employment 11. MARKET RELATED EMPLOYMENT 11.1 Where an officer who would otherwise be classified at CSOF Level 5.1 or above, or a CSIRO Early Research Career (CERC) Postdoctoral Fellow classified at CSOF Level 4, possesses skills or capabilities that are in high market demand, CSIRO may, at its discretion, offer supplementary remuneration for a specified period. 11.2 Where a market related employment arrangement concludes and an officer is to continue in employment, they will revert to the standard conditions applicable to their classification. 11.3 Disputes concerning the application of an agreed market related employment arrangement will be resolved in accordance with clause 84 of this Agreement. 11.4 Market related employment arrangements made prior to the commencement of this Agreement will, unless terminated beforehand, continue to operate until the nominated expiry date in the arrangement. 12. INDIVIDUAL FLEXIBILITY ARRANGEMENTS 12.1 CSIRO and an officer covered by this Enterprise Agreement may agree to make an individual flexibility arrangement to vary the effect of terms of the Agreement if: (a) the Agreement deals with one or more of the following matters:  arrangements about when work is performed; CSIRO Enterprise Agreement 2023 -2026  overtime rates;  penalty rates;  allowances;  remuneration;  leave;  part-time/job share arrangements;  return from lengthy absences;  flexible working hours – flextime;  phased retirement of mature aged staff; and (b) the arrangement meets the genuine needs of CSIRO and an officer in relation to one or more of the matters mentioned in clause 12.1(a); and (c) the arrangement is genuinely agreed to by CSIRO and an officer. 12.2 CSIRO must ensure that the terms of the individual flexibility arrangement: (a) are about permitted matters under section 172 of the Fair Work Act 2009; and (b) are not unlawful terms under section 194 of the Fair Work Act 2009; and (c) result in the officer being better off overall than the officer would be if no arrangement was made. 12.3 CSIRO must ensure that the individual flexibility arrangement: (a) is in writing; and (b) includes the name of CSIRO and the officer; and (c) is signed by CSIRO and the officer and if the officer is under 18 years of age, signed by a parent or guardian of the officer; and (d) includes details of:  the terms of the Enterprise Agreement that will be varied by the arrangement; and  how the arrangement will vary the effect of the terms; and  how the officer will be better off overall in relation to the terms and conditions of their employment as a result of the arrangement; and (e) states the day on which the arrangement commences. 12.4 CSIRO must give the officer a copy of the individual flexibility arrangement within 14 days after it is agreed to. 12.5 CSIRO or the officer may terminate the individual flexibility arrangement: (a) by giving no more than 28 days written notice to the other party to the arrangement; or (b) if CSIRO and the officer agree in writing -at any time. CSIRO Enterprise Agreement 2023 -2026 13. WORK CLASSIFICATION STANDARDS 13.1 The classification of CSIRO officers will be determined according to CSIRO’s Work Classification Standards, which derive from the Classification Levels Descriptors that appear in Schedule 5 of this Agreement. 13.2 Work Classification Standards are to be applied in accordance with the Classification Level Descriptors and any proposed changes will be subject to consultation with the parties to this Agreement. 13.3 CSIRO recognises that National Training Packages exist and that nationally endorsed competency standards are already in place for many occupational groups. Where these endorsed training packages satisfy CSIRO’s operational needs, CSIRO agrees in principle to utilise them for training and career development (agreed in the context of the Annual Performance Agreement [APA] process) thereby facilitating portability of training and skill. 14. CASUAL EMPLOYMENT 14.1 A ‘casual officer’ shall mean a person who: (a) is a casual employee as defined by the Fair Work Act 2009; and (b) is employed by the hour and paid on an hourly basis to cover genuine temporary need, including seasonal needs. 14.2 A casual officer shall be paid for work performed inside the attendance bandwidth at an hourly rate based on the appropriate salary of one of the classification levels prescribed in Schedule 6. 14.3 In calculating the hourly rate, a 25% loading will be paid to officers appointed on a casual basis, in recognition that casuals do not have access to certain entitlements. 14.4 Casual officers are not entitled to the following:  paid leave (except long service leave and domestic family violence and abuse leave);  payment for public holidays not worked; and  allowances unless otherwise provided for elsewhere in this Agreement. 14.5 For work performed outside the attendance bandwidth, payment will be made at the rate determined in accordance with clause 14.2 without the 25% loading, plus:  Monday to Friday – 40%  Saturday, Sunday or a public holiday – 100% 14.6 Casual officers directed to leave work: Where there is insufficient work available on any one day, and a casual officer is directed to leave work, that officer will receive payment for the hours worked and for the remainder of the previously agreed hours of work for that day. 14.7 Employment may be terminated: The employment of a casual may be terminated at any time provided that the officer is entitled to receive payment for the hours the officer was appointed to work on the day the officer is advised of the termination of employment. CSIRO Enterprise Agreement 2023 -2026 14.8 Casual conversion: Casual officers will be eligible for casual conversion in accordance with the National Employment Standards. 15. TERMINATION OF EMPLOYMENT 15.1 Resignation (a) All officers, other than casual officers, are required to provide a minimum of two weeks written notice of resignation. (b) If an officer fails to give the requisite notice under clause 15.1(a), CSIRO shall have the right to make deductions from the officer’s final entitlements to the extent of the overpayment, in accordance with the requirements of the Fair Work Act 2009. (c) Upon an officer giving their resignation, CSIRO may elect that the officer does not work through the notice period but will pay the officer the balance of the two week notice period in lieu. (d) Any period of recreation leave or part thereof may be used to offset notice of resignation by the officer where mutually agreed between the officer and CSIRO. 15.2 Termination by CSIRO (a) CSIRO will provide the following periods of notice when terminating the employment of an officer: Period of continuous service Minimum notice period Less than 1 year 1 week 1-3 years 2 weeks 3-5 years 3 weeks Over 5 years 4 weeks (b) Officers will receive one extra week of notice if they are over 45 years of age and have at least 2 years continuous service. (c) CSIRO may elect that the officer does not work through the notice period and will provide a payment in lieu of notice. (d) Notice is not required for termination of employment due to serious misconduct. 16. ADVERTISEMENT OF VACANCIES In other than special circumstances competitive recruitment must be used to fill all vacancies with indefinite tenure, and specified period (i.e. term) vacancies of 18 months duration or more which are not filled by internal transfer or redeployment. 17. MEDICAL ASSESSMENTS CSIRO may require officers to undergo medical assessments, where that request is lawful and reasonable. CSIRO Enterprise Agreement 2023 -2026 PART C. REMUNERATION AND ALLOWANCES 18. RATES OF PAY 18.1 Salary Rates Salary rates will be as set out in Schedule 6 to this Agreement. The salary rates in Schedule 6 include the following increases:  4% effective from commencement of this Agreement which is included in the 1st increase column of Schedule 6;  3.8% effective from 21 November 2024;  3.4% effective from 20 November 2025. 18.2 Commencing Salaries for Administrative and Technical Officers (a) The minimum commencing salary for experienced administrative and technical officers (excluding trades officers) will be CSOF Level 2.1. (b) Where a person is appointed to undertake work which requires possession of a recognised trade certificate, the minimum salary payable on commencement will be CSOF Level 2.5. However, where the officer has at least five years relevant post apprenticeship trades experience or equivalent gained though recognised post trade qualifications, the minimum salary payable on commencement will be CSOF Level 3.1. 18.3 Normal Fortnightly salary Unless otherwise agreed with the individual, officers shall be paid fortnightly in accordance with the following formula: 12 Annual Salary  313 18.4 Graduate Salaries (a) Where a person is appointed to undertake work which requires possession of a degree, the position occupied by that individual must not be classified below CSOF Level 3 and the minimum salary payable will be CSOF Level 3.1 (3 year degree) or CSOF Level 3.3 (4 year degree). (b) Where a person is appointed to undertake work which requires possession of a PhD, the position occupied by that individual must not be classified below CSOF Level 4 and the minimum salary payable will be CSOF Level 4.2, except where an appointment is made at CSOF Level 4.1 because a doctorate or master’s thesis has been submitted but not confirmed. 18.5 Death of an officer Where an officer dies, or CSIRO has directed that an officer will be presumed to have died on a particular date, payment may be made to the dependants or partners or the legal personal representative of the former officer of an amount that would have been paid if the officer had otherwise ceased employment. CSIRO Enterprise Agreement 2023 -2026 19. RECOVERY OF OVERPAYMENTS 19.1 An overpayment occurs if CSIRO provides an officer with an amount of money to which the officer was not entitled (including but not limited to salary, entitlements, allowances, travel payment and/or other amount payable under this Agreement). 19.2 Where CSIRO considers that an overpayment has occurred, CSIRO will provide the officer with notice in writing. The notice will provide details of the overpayment. 19.3 If an officer disagrees that there has been an overpayment including the amount of the overpayment, they will advise CSIRO in writing within 28 calendar days of receiving the notice. In this event, no further action will be taken until the officer’s response has been reviewed. 19.4 If after considering the officer’s response (if any), CSIRO confirms that an overpayment has occurred, the overpayment will be treated as a debt to CSIRO that must be repaid to CSIRO in full by the officer. 19.5 CSIRO and the officer will discuss a suitable recovery arrangement. A recovery arrangement will take into account the nature and amount of the debt, the officer’s circumstances and any potential hardship to the officer. The arrangement will be documented in writing. 19.6 CSIRO and the officer may agree to make deduction from final monies where there is an outstanding payment on cessation of employment. 19.7 Interest will not be charged on overpayments. 19.8 Nothing in this clause prevents CSIRO from pursuing recovery of the debt through other available legal avenues. 20. CSIRO TRAINEESHIPS AND APPRENTICESHIPS 20.1 CSIRO Traineeships including Apprenticeships apply to individuals undertaking structured on the job training together with accredited courses of study. All designated Traineeship positions will detail required levels of attainment and be designed to develop the competencies and performance standards required for one of the classification levels detailed in Schedule 5 (Classification Level Descriptors). 20.2 The remuneration of individuals designated as CSIRO Trainees or Apprentices will be a percentage of the salary appropriate to the classification level referred to in clause 20.3. The percentage will be determined on the basis of the level of attainment measured against the previously agreed training objectives. Acceptable levels of attainment are required in both education and application of outcomes to work. 20.3 An individual undertaking a training program, which is structured to provide one or more levels of attainment, will be entitled to payment at a rate calculated by applying one of the following percentages to the salary determined in accordance with clause 20.2: (a) One level of attainment: Level 1 (commencing salary) 50% (b) Two levels of attainment: Level 1 (commencing salary) 50% CSIRO Enterprise Agreement 2023 -2026 Level 2 75% (c) Three levels of attainment: Level 1 (commencing salary) 50% Level 2 70% Level 3 90% (d) Four levels of attainment: Level 1 (commencing salary) 50% Level 2 62.5% Level 3 75% Level 4 90% (e) Four levels of attainment: Apprenticeship: Level 1 (commencing salary) 50% of CSOF Level 2.5 Level 2 62.5% of CSOF Level 2.5 Level 3 75% of CSOF Level 2.5 Level 4 90% of CSOF Level 2.5 20.4 A CSIRO Apprentice or Trainee is obliged to work in accordance with the training plan. The Apprentice or Trainee shall be deemed to be at work when attending required training. Failure to achieve the training or work objectives within the required timeframes may result in termination of the Traineeship or Apprenticeship. 20.5 Upon successful completion of both the structured on the job training and the accredited course(s) of study, a Trainee or Apprentice may be directly appointed to a position without the requirement for the position to be advertised provided that the Trainee or Apprentice entered CSIRO through a competitive selection process and a position is available and related to the discipline of the Traineeship or Apprenticeship undertaken. 20.6 The Trainee or Apprentice will be appointed in accordance with CSIRO’s Work Classification Standards and at the classification level and performance and development step at which the Traineeship or Apprenticeship remuneration was based. 21. FLEXIBLE REMUNERATION PACKAGING 21.1 CSIRO offers flexible remuneration arrangements on a salary sacrifice basis. The arrangements provide for packaging under conditions approved by CSIRO on the basis of no extra cost to CSIRO. Additional costs such as Fringe Benefits Tax, other taxes and administrative costs will be met by the officer as part of the arrangement. 21.2 Officers who are considering remuneration packaging are encouraged to seek, at their own expense, financial advice. Where officers or their representatives arrange visits by financial advisers, these advisers may only enter the site with the prior agreement of management and may make presentations to officers at times agreed by management. CSIRO Enterprise Agreement 2023 -2026 21.3 The remuneration packaging offered by CSIRO will include vehicle leasing on a salary sacrifice basis. 21.4 Where a remuneration package contains benefits wholly or partly provided by salary sacrifice, the officer’s annual rate of salary, for the purposes of the Superannuation Act 1976, the Superannuation Act 1990, the Superannuation Act 2005 or any other superannuation scheme, shall be as determined under the Science and Industry Research Act 1949, provided that the officer’s annual rate of salary for this purpose shall not be less than the salary rate applicable to the officer under Schedule 6 plus any allowance payable under this Agreement that would otherwise be treated as salary for the purposes of the officer’s superannuation scheme. 21.5 Where an officer enters into a salary sacrifice arrangement, the officer’s salary for the purposes of other terms and conditions of employment that reference an officer’s salary, shall be the amount that would otherwise be treated as salary for those purposes had the salary sacrifice arrangement not been in place. 22. SUPERANNUATION 22.1 CSIRO will make compulsory employer contributions as required by the applicable legislation and fund requirements. 22.2 From the commencement of this Agreement until 26 March 2025, CSIRO will provide an employer contribution of 15.4% of an officer’s Ordinary Time Earnings (OTE) for officers in the Public Sector Superannuation Accumulation plan (PSSap) and other accumulation funds, unless the officer was employed in CSIRO and was in the PSSap upon commencement of this Agreement, in which case CSIRO will provide an employer contribution of 15.4% of the officers Fortnightly Contribution Salary (FCS) while the officer continues to be in the PSSap. 22.3 From 27 March 2025, CSIRO will provide an employer contribution of 15.4% of the officer’s OTE for all officers in the PSSap and in other accumulation funds. 22.4 If an officer does not elect an eligible superannuation fund, or have an eligible stapled fund allocated to them, the default fund will be the PSSap, or Australian Super if the officer is ineligible to be a member of PSSap. 22.5 Employer contributions will be made for all officers covered by this Agreement. 22.6 Employer contributions will not be reduced by any other contributions made through salary sacrifice arrangements. 22.7 CSIRO will make employer superannuation contributions to any eligible superannuation fund, provided that it accepts payment by fortnightly electronic funds transfer (EFT) using a file generated by CSIRO’s payroll system. Note: Clause 67 covers superannuation during periods of Parental leave. 23. OVERTIME 23.1 An officer may, wherever it is necessary to bring up arrears of work or to meet pressure of business, be required to perform duty outside the usual hours. Every officer shall, where such requirement is reasonable, remain after the usual hours of duty to complete work considered necessary to be done on the same day. CSIRO Enterprise Agreement 2023 -2026 23.2 Payment of claims for overtime shall be made only if the overtime in question was authorised by CSIRO. 23.3 The following officers are not entitled to payment for overtime:  officers whose salary (including any allowance in the nature of salary) is greater than the maximum salary for CSOF Level 4 (as specified in Schedule 6);  officers whose hours of attendance cannot be definitely determined such as officers whose duties comprise caretaking work; and  officers who do not record their attendance. 23.4 Overtime calculation The weekly hours of duty for overtime calculation will be 36 ¾ hours. Overtime will be calculated on the number of hours and minutes of overtime performed. 23.5 The following allowances are included in salary for overtime purposes:  Enhanced Responsibilities Allowance (ERA);  Australian Centre for Disease Preparedness (ACDP) site allowance;  Overpaid allowance; and  Superior performance rating (premium step). 23.6 Overtime duty and rates of pay All payments of overtime are made at the rate of payment that applies to the day in which the overtime was worked. The hourly rate of payment shall be:  single time for overtime performed inside the bandwidth as defined in clause 23.7;  time and a half for overtime worked Monday to Friday outside the bandwidth, defined in clause 23.7;  double time for overtime worked on Saturday or Sunday where this does not form part of the ordinary hours of attendance for the week;  double time for overtime worked on a public holiday (as defined in clause 58) in addition to payment for the public holiday. 23.7 Attendance bandwidth CSIRO will set an attendance bandwidth, in consultation with officers and their representatives – see clause 5. Definitions. 23.8 Overtime on a weekend or public holiday Where an officer is required to perform overtime duty on a weekend or public holiday, the minimum overtime payment shall be for four hours at the prescribed overtime rate. 23.9 Separate attendance Where an officer is recalled to duty the following applies:  Any period of separate attendance that commences outside the bandwidth or on a weekend or public holiday will be paid as overtime at the applicable rate and subject to a minimum of four hours; CSIRO Enterprise Agreement 2023 -2026  Any period of separate attendance that commences inside the bandwidth will be subject to a four hour minimum; provided that where more than one attendance is involved, this subclause will not operate to increase the payment beyond that which would apply had the officer remained on duty from commencing time of duty of one attendance to the ceasing time of duty on a subsequent attendance.  Attendance will include the time spent in travelling to the place of duty and returning to the officer’s usual place of residence; and  For the purposes of determining whether an overtime attendance is separate from other duty, meal periods shall be disregarded. 23.10 Time off in lieu of overtime Where agreed, an officer may convert an entire overtime period to an equivalent period of time off in lieu. 23.11 Minimum break between periods of work (a) An officer who is eligible to receive overtime payments, is entitled to a minimum break of 10 continuous hours between ceasing ordinary duty on one day and commencing their next period of ordinary duty. If an officer works so much overtime that the minimum break cannot be accommodated between two periods of ordinary duty, the officer is entitled to delay the resumption of ordinary duty until the minimum break has been taken, without loss of pay. (b) If the officer is directed to resume duty without having had the minimum break, the officer will be paid at the double time rate from the resumption of ordinary duty until released from duty, at which time the officer will be entitled to be absent for a continuous period of 10 hours, without loss of pay. 23.12 Restriction situations Officers performing duty in a restriction situation will be paid for that duty in accordance with clause 26. 23.13 Overtime meal allowance A meal allowance of $35.65 is payable where an officer including a casual officer, works authorised overtime and duty commences prior to a meal period and concludes after the meal period. This allowance will be adjusted to reflect the Australian Taxation Office determined rate of meal allowance published annually in July. ‘Meal period’ means the following periods: 7.00 a.m. – 9.00 a.m. 12.00 p.m. – 2.00 p.m. 6.00 p.m. – 7.00 p.m. 12.00 a.m. – 1.00 a.m. except where an individual or group of officers reach agreement with CSIRO to change the meal periods provided that this includes four meal periods in the 24 hour cycle. CSIRO Enterprise Agreement 2023 -2026 24. ENHANCED RESPONSIBILITIES ALLOWANCE (ERA) For the purposes of this clause, “approved leave with pay” includes all paid leave except long service leave. 24.1 An officer may be directed by CSIRO to temporarily perform duties additional to, or in substitution for, those usually associated with the officer’s role. 24.2 CSIRO may approve the payment of an ERA to the officer where, for a period of no less than five working days: (a) An officer is directed to, and temporarily performs substantial responsibilities of a higher classification which are additional to, or in substitution for, the officer’s normal responsibilities; and (b) The extra responsibilities require capability at a level in the classification structure higher than the level of the officer and are the result of:  The temporary absence of the position’s occupant; or  The position becoming vacant or whilst pending an advertised recruitment process; or  A temporary requirement for additional assistance. 24.3 Subject to the requirements at clause 24.2, ERA shall be payable in respect of the period during which the officer performs the additional or substituted responsibilities. Payment shall be equal to the difference between the officer’s salary and a relevant higher salary, as determined by CSIRO. 24.4 An officer who has been in receipt of ERA for a period of at least six months may have their rate of payment varied by CSIRO to take account of performance related salary movements. 24.5 Where an officer, who at the time of proceeding on approved leave with pay, is receiving an ERA, such allowance shall continue to be paid where CSIRO agrees that the allowance would have been paid but for the grant of the leave. Where an officer takes approved leave with pay which is less than leave on full pay, the payment of an allowance shall be made on a pro-rata basis. 25. WORKPLACE RESPONSIBILITY ALLOWANCES 25.1 A workplace responsibility allowance will be paid where an officer who is appointed by CSIRO or elected by eligible peers to one of the following roles:  First Aid Officer;  Health and Safety Representative;  Equity Contact Officer;  Emergency Warden;  Domestic Family Violence and Abuse Contact Officer; and  Mental Health First Aid Officer. 25.2 An officer is not to receive more than one workplace responsibility allowance unless approved by CSIRO due to operational requirements. CSIRO Enterprise Agreement 2023 -2026 25.3 Officers performing the roles in clause 25.1 will be paid an allowance at the rate listed in Table A below. The allowance will be increased as set out on the Table below. Table A Upon 3.8% increase 3.4% increase commencement of effective from 21 effective from 20 the Agreement November 2024 November 2025 Workplace Responsibility allowance $796 p.a. $826 p.a. $854 p.a. 25.4 The full allowance is payable regardless of flexible work and part-time arrangements. 25.5 An officer’s physical availability to undertake the role will be considered by CSIRO when appointing and reappointing officers to these roles. This is noting that not all workplace responsibility roles will necessarily require a physical presence in the workplace for the role to be successfully undertaken, such as Domestic Family Violence and Abuse contact Officers, Mental First Aid Officers and Health and Safety Representatives depending on work group arrangements. 25.6 First Aid Officers – additional training and/or qualifications Officers appointed as First Aid Officers who are required to have additional training and/or qualifications over and above the minimum required for a First Aid Officer and who may be required to perform additional and higher level first aid functions, will be paid an allowance in accordance with Table B below. These allowances will be increased as set out in the table below. Table B Workplace Responsibility Allowance Upon commencement of the Agreement 3.8% increase effective from 21 November 2024 3.4% increase effective from 20 November 2025 First Aid Officer -Advanced First Aid $943 p.a. $979 p.a. $1012 p.a. First Aid Officer -Occupational First Aid or Registered Nursing qualifications [where the holder is included on the Nursing Register but is not performing a full-time nursing function] $1152 p.a. $1196 p.a. $1237 p.a. 26. RESTRICTION DUTY 26.1 Restriction direction The Delegate may direct an officer to be contactable and remain available to perform extra duty outside that officer’s normal hours of duty. 26.2 Restriction approval CSIRO Enterprise Agreement 2023 -2026 15 The restriction situation is imposed by the prior written direction of the Delegate or is subsequently approved in writing by the Delegate where the circumstances did not permit prior direction. 26.3 Categories of restriction (a) Close Call The officer is, or may be, required to attend for extra duty if the need arises some time before the officers next normal time of commencing duty and the officer is to remain contactable and available for immediate recall to duty and:  commence the return journey within five minutes of the recall; and  at all times be able to report for duty at the workplace within 35 minutes of the recall. In special circumstances, owing to staffing or operational reasons, an officer who cannot meet the foregoing requirements may be deemed to be in close call category if able to return to the worksite within 45 minutes from the time of recall. (b) On Call The officer is, or may be, required to undertake extra duty some time before the officers next normal time of commencing duty and the officer is to remain contactable and available to return to duty within a reasonable time of being recalled having regard to the consequences of any undue delay. 26.4 Payment eligibility (a) Officers whose salary, including allowances specified in clause 26.7, is greater than CSOF Level 6.M will not be eligible to receive payment unless the Delegate specifically approves this payment. (b) Allowances will be calculated using the officer’s annual salary, including allowances specified in clause 26.7 provided that if this salary exceeds CSOF Level 4.M, allowances will be calculated by substituting CSOF Level 4.M for the officer’s annual salary in clause 26.8. 26.5 Close call payment rate An officer who is subject to “close call” restriction will be paid an allowance at the rate of: (a) 7.5% of the officer’s hourly rate of salary for each hour restricted Monday to Friday; (b) 10% of the officer’s hourly rate of salary for each hour restricted Saturday and Sunday; and (c) 15% of the officer’s hourly rate of salary for each hour restricted on public holidays. 26.6 On Call payment rate An officer who is subject to “on call” restriction will be paid an allowance at the rate of: (a) 3.75% of the officer’s hourly rate of salary for each hour restricted Monday to Friday; (b) 5% of the officer’s hourly rate of salary for each hour restricted Saturday and Sunday; and CSIRO Enterprise Agreement 2023 -2026 (c) 7.5% of the officer’s hourly rate of salary for each hour restricted on public holidays. 26.7 Salary rate An officer’s salary for the purpose of calculation of the allowance under clauses 26.5 and 26.6 will include ERA and ACDP site allowance. 26.8 Formula The hourly rate of payment will be calculated as follows: AnnualSalary 12  % of salary prescribed above 313 73.5 The allowance under this subclause will be payable for each hour or part hour the officer is restricted outside the officer’s ordinary hours of duty. 26.9 No concurrent payment Any part of a period of restriction in respect of which the officer receives payment other than in accordance with clauses 26.5 and 26.6 will not be included in the period of restriction for calculating payments. 26.10 Availability No payment will be made to an officer for any period in which the officer does not remain contactable or at the required degree of readiness to perform extra duty. 26.11 Duty payment (a) duty not at work – where an officer who has been restricted is required to perform duty, but is not required to be recalled to work, duty payment will be made for duty worked, subject to a one hour minimum payment. (b) duty at work – where an officer who has been restricted is recalled to duty at a place of work, payment will be made subject to a four hour minimum payment. (c) duty on more than one occasion – where an officer is required to perform duty on more than one occasion, the minimum payment provisions of clauses 26.11(a) and 26.11(b) will not operate to increase the duty payment beyond that which would apply had the officer remained on duty from the commencing time of the first duty to the completion of the subsequent duty. (d) calculation – duty payments will be calculated in accordance with clauses 23.4, 23.5 and 23.6. Where an officer’s salary, including allowances specified in clause 26.7, exceeds CSOF Level 4.M, duty payment will be calculated by substituting CSOF Level 4.M for the officer’s salary. (e) minimum break between periods of work – an officer who is eligible to receive duty payment, is entitled to the minimum break provisions described in clause 23.11. 26.12 Development of Rosters Rosters for regular restriction duty should be developed in consultation with the officers involved, having regard to issues such as family responsibilities and individual circumstances. CSIRO Enterprise Agreement 2023 -2026 27. SHIFT DUTY 27.1 The provisions of this clause shall not apply to officers whose hours of attendance cannot be definitely determined, such as officers whose duties comprise caretaking work, or to such other special categories of staff as may be determined by CSIRO. 27.2 Penalty rate for shift duty – the following shift duty payments apply to an officer who is rostered to perform and performs ordinary duty in the following circumstances: Type of shift duty Penalty Rate Duty, including duty on an alternating or rotating shift, any part of which regularly falls between the hours of 6 p.m. and 6 a.m. Monday to Friday 15% Duty on a shift falling wholly within the hours of 6 p.m. and 8 a.m. Monday to Friday over a continuous period exceeding four weeks 30% Duty between midnight on Friday and midnight on Saturday 50% Duty on Sunday 100% Duty on a public holiday 150% 27.3 The additional payment prescribed in this clause shall not be taken into account in the calculation of overtime or in the determination of any allowance based upon salary, nor shall it be made with respect to any shift for which any other form of penalty payment is made. 27.4 Where an officer to whom this subclause applies performs overtime duty on a Saturday, the officer shall be paid an additional 100% of ordinary rates of pay, provided that in the case of a Saturday overtime attendance not continuous with ordinary duty, the payment so resulting shall be subject to the minimum overtime payment provisions of clause 23.8. 27.5 Additional payment for ordinary duty prescribed in this clause will be made in respect of any such duty which an officer would have performed had the officer not been on recreation leave. 27.6 Enhanced Responsibilities Allowance shall be regarded as salary for the purpose of calculating shift duty payments. 27.7 Where, in a cycle of shifts on a regular roster, an officer is required to perform rostered duty on each of the days of the week the officer shall, in respect of a holiday which occurs on a day on which the officer is rostered off duty, be granted, if practicable, within one month after the holiday, a day's leave in lieu of that holiday. If it is not practicable to grant such a day's leave, the officer shall be paid for one day at the ordinary rate of pay in lieu of time off duty. 28. DIVING ALLOWANCE 28.1 Officers who undertake diving in the course of their duties shall be eligible for payment of Diving Allowance which shall be paid using the following formula after each application: CSIRO Enterprise Agreement 2023 -2026 CSOF 3.M Annual Salary 15% 1.2  number of days diving 313 28.2 CSIRO shall provide and maintain all equipment used by officers undertaking diving in the course of their duties, unless there is a mutual agreement otherwise. 28.3 CSIRO shall provide all training necessary to maintain skills to a level consistent with safe practice for divers. 28.4 CSIRO shall reimburse any costs associated with registration or other statutory requirements for divers. 29. FIELD WORK 29.1 “Field work” means working away from an office or laboratory, out in the open and generally in rural or remote areas, conducting various land-based activities. It often involves working long and/or irregular hours. 29.2 Officers required to perform field work will be provided with adequate equipment and supplies to undertake the work, including occupational health and safety compliant suitable protective clothing and footwear, camping, first aid and communications equipment. 29.3 Officers will be expected to utilise commercial accommodation where it is available and is within reasonable commuting distance of the field site. 29.4 Expense reimbursement arrangements will apply where credit card facilities are not available and also where the field work does not involve an overnight stay. 29.5 Where field work requires overnight absence from home and credit card facilities are not available, officers including casual officers may be paid, in advance, for estimated reasonable expenses, including incidental expenses. If they are able to purchase meals, this advance will include a component for meals of $118.15 for each full day spent away from their usual place of work. A full day is one that extends from before 7 a.m. until after 7 p.m. The meal component for part days will be determined according to the meal periods that occur during that part day as follows:  6 a.m. to 7 a.m. – breakfast $28.75  12 p.m. to 1 p.m. – lunch $32.80  6 p.m. to 7 p.m. – dinner $56.60 The above allowances will be adjusted in accordance with increases determined by the Australian Taxation Office. The allowances in clauses 29.5(a) and 29.5(b) below include increases in line with the increases to salary and from the same dates of effect. (a) Officers who are not able to purchase meals, will be provided with the necessary supplies to allow them to prepare their meals at the field site. Where supplies are not provided, the advance will include an allowance for each 24 hours and part thereof, spent away from their home base, to meet the costs of stores purchased for food preparation at the camp site and meals consumed during travel to and from the field site. The rates of allowance payable will be: CSIRO Enterprise Agreement 2023 -2026 Upon commencement of the Agreement 3.8% increase effective from 21 November 2024 3.4% increase effective from 20 November 2025 $54.11 $56.17 $58.08 (b) Officers who are required to camp at the field site, or who are provided accommodation lacking basic facilities (e.g. hot water, electricity and kitchen), will be paid a “canvas” allowance per night spent in the camp. The rates of allowance payable will be: Upon commencement of the Agreement 3.8% increase effective from 21 November 2024 3.4% increase effective from 20 November 2025 $87.71 $91.04 $94.14 29.6 The minor expense payment of $15.00 per day is not payable for days covered by an advance payment received by an officer in accordance with clause 29.5. 30. REMOTE LOCALITIES CONDITIONS Subject to the provisions in clause 30.6(c) and clause 30.9, this clause applies to officers stationed at certain localities in recognition of particular disadvantages associated with geographic isolation. 30.1 The Accessibility/Remoteness Index of Australia (ARIA), compiled by the Australian Government Department of Health, is the basis on which CSIRO sites are assessed to determine eligibility for the special conditions conferred by this clause. 30.2 According to the ARIA index, current CSIRO sites that attract the district allowances specified in clause 30.3 are: ARIA Category ARIA Score Locality Very Remote 9.09 – 12.0 Murchison Remote 5.81 – 9.08 Alice Springs Moderatelyaccessible 3.51 – 5.80 Atherton, Narrabri, Ayr, Mossman, Woodstock 30.3 Amount of payment (a) A district allowance will be payable to officers stationed at the localities specified in clause 30.2. Part-time officers receive a pro-rata payment based on the proportion of full-time hours worked. The allowances in the table include increases in line with the increases to salary and from the same dates of effect. The following allowances include a component for leave related air fares: CSIRO Enterprise Agreement 2023 -2026 Officers without dependants ARIA Category Upon commencement of the Agreement 3.8% increase effective from 21 November 2024 3.4% increase effective from 20 November 2025 Very Remote $4190 p.a. $4349 p.a. $4497 p.a. Remote $3717 p.a. $3858 p.a. $3989 p.a. Moderately accessible $1741 p.a. $1807 p.a. $1868 p.a. (b) For officers with dependants, the rate is double that of officers without dependants. (c) Officers in Atherton and Alice Springs: Officers who have more than one dependant will receive an additional payment for the second and for each subsequent dependant. The rate of payment shall be $500 at Atherton and $800 at Alice Springs. This payment is in lieu of airfares previously received. 30.4 For the purposes of clause 30.3: (a) a member of the officer’s family unit will be considered to be a dependant if they normally reside with the officer at the locality and the officer indicates (in writing) that the person is receiving income less than the adult minimum wage and the person is:  a partner  a student who is under 25 years and is a full-time student at school, college or university;  a child who is under 16 years and is not a student, including an officer’s partner’s child, an adopted child, a foster child, a step-child or a ward;  a child-housekeeper: an officer’s child or partner’s child of any age who works full-time keeping house for the officer;  an invalid relative who is 16 years of age or over and receives a disability support pension or a special needs disability support pension or rehabilitation allowance, or has a certificate of invalidity from a medical practitioner, recognised by Medicare certifying continuing inability to work; or  an officer’s parent or partner’s parent. (b) Except as provided in clause 30.3(c), the maximum amount payable to a family unit is the equivalent of one “with dependants” allowance. Hence, if another member of the family unit is receiving an allowance which recognises that dependants are being supported, the CSIRO officer will be paid only the difference, if any, between the relevant “with dependants” rate and the amount received by that other family member. 30.5 Officers previously entitled to receive leave related air fares will retain any unused air fare entitlements that had accrued prior to 13 November 2005. CSIRO Enterprise Agreement 2023 -2026 30.6 Officers stationed at the localities specified in clause 30.2, or receive the Murchison Daily District Allowance as per clause 30.9 are entitled to an additional two days recreation leave per annum. The additional two days of recreation leave will accrue on a pro-rata basis for: (a) incomplete years of service; or (b) officers who are temporarily transferred to a relevant locality for a period exceeding one month; or (c) officers who are entitled to the Murchison Daily District Allowance in accordance with clause 30.9. 30.7 Transitional Payments apply to officers located at Darwin and Townsville who are currently receiving remote localities allowance;  will not continue beyond an officer’s employment at the current locality;  are subject to officers in receipt of the “with dependants” rate continuing to satisfy the criteria in clause 30.4. 30.8 Officers entitled to transitional payments contained in clause 30.7 will receive a non- indexed allowance reflecting the value of district allowance and airfares prior to this Agreement: (i) Townsville The value of the non-indexed allowance will be: Single rate $1100 p.a. Dependents rate $1200 p.a. plus $500 p.a. for the officer and each dependant. (ii) Darwin The value of the non-indexed allowance will be: Single rate $3370 p.a. Dependents rate $2880 p.a. plus $1800 p.a. for the officer and each dependant. 30.9 Murchison Daily District Allowance Officers who: (a) do not reside in Murchison; and (b) are required to perform work in Murchison as part of a regular and significant working arrangement; are entitled to a daily district allowance payable in the table below for each day, or part thereof, that the officer is required to, and performs, work in Murchison. Murchison Daily District Allowance does not apply to officers who are required to travel to Murchison on an ad hoc or irrregular basis. CSIRO Enterprise Agreement 2023 -2026 The Murchison Daily District Allowance will be increased as set out in the table below. Upon 3.8% increase 3.4% increase commencement of effective from 21 effective from 20 the Agreement November 2024 November 2025 Murchison Daily District Allowance $11.48 $11.92 $12.32 31. AUSTRALIAN CENTRE FOR DISEASE PREPAREDNESS (ACDP) 31.1 An officer, including a casual officer, employed at the ACDP, Geelong, shall be paid a site allowance at the rate specified in clause 31.7(a) in recognition of the limitations placed upon officers at this site in relation to the keeping of animals. The site allowance will be increased in line with increases to salary and from the same dates of effect. 31.2 A secure allowance at the rate specified in clause 31.7(b) shall be paid to officers (including a casual officer) required to work within the secure area of the laboratory in recognition of the limitations regarding contact with certain animals and the places such animals are kept, and the unique features associated with work in the secure area. A secure area includes specific pathogen free area. This allowance shall be determined according to the number of days, including any part or parts of a single day, in the previous 12 months on which CSIRO required the officer to enter the secure area of the ACDP. This secure allowance will be increased in line with increases to salary and from the same dates of effect. 31.3 Automated card readers on the secure side of the shower areas shall be used to record entry to establish the officer’s level of entitlement for secure allowance and secure leave. The secure allowance entitlement shall be calculated annually as at 30 June and paid in the second pay period following. The site allowance shall be paid fortnightly. 31.4 In recognition of the significant lifestyle restrictions placed on officers who work in the secure area, those officers shall have access to ACDP Secure Leave (ACDPSL) entitlements as specified in clause 31.7(c). 31.5 The accounting period for the purpose of calculating ACDPSL entitlement shall be from 1 July to 30 June the following year. Accrual shall be on a continuing basis from the commencement of the accounting period. Leave credits shall be available from the end of the calendar month in which they accrue. 31.6 ACDPSL shall be credited as additional recreation leave. 31.7 Allowances and Secure Leave (a) ACDP Site Allowance: Upon commencement of the Agreement 3.8% increase effective from 21 November 2024 3.4% increase effective from 20 November 2025 ACDP Site Allowance $972 p.a. $1009 p.a. $1043 p.a. (b) ACDP Secure Allowance: CSIRO Enterprise Agreement 2023 -2026 Number of Days* in secure area Upon commencement of the Agreement 3.8% increase effective from 21 November 2024 3.4% increase effective from 20 November 2025 5 – 40 $164.50 p.a. $170.75 p.a. $176.56 p.a. 41 – 80 $493.47 p.a. $512.22 p.a. $529.64 p.a. 81+ $1036.13 p.a. $1075.50 p.a. $1112.07 p.a. *Day includes part or any parts of a single day. (c) ACDP Secure Leave will accrue as follows: Number of Days* in secure area Secure Leave 5 – 40 0 41 – 80 1 81+ 5 *Day includes part or any parts of a single day. 32. TRAVEL 32.1 Official travel should be at no personal expense or monetary gain to staff and should apply equitably and consistently throughout CSIRO. CSIRO will meet the costs of all reasonable expenses incurred in undertaking official travel. 32.2 CSIRO credit cards are the normal means of meeting travel costs and will be issued to travellers on an as needs basis. Where a credit card is provided, it is expected that all significant travel related costs such as airfares, accommodation, meals, taxis and parking station fees will be met using a credit card. 32.3 Where an officer has not been provided with a CSIRO credit card they shall have costs paid in advance where possible and may be provided with an advance representing estimated costs. Such an advance must be reconciled at the end of the trip. 32.4 Minor expense payment (a) To address the inconvenience involved in processing minor "out-of-pocket" expenses, a fixed payment of $15 for each 24 hour period is available for domestic travel where an officer has incurred expenses, not paid for or reimbursed by CSIRO, resulting from the travel. The rate for international travel is twice the domestic rate. (b) The payment is designed to cover minor expenses such as tolls, street parking, minor fares, family-related telephone calls and items of a personal nature required by virtue of being away from home. It is not intended to cover main meals, accommodation, taxis or other major expenses. (c) When the minor expense payment is claimed, no other claims for “out of pocket” expenses can be made except in respect to actual costs exceeding the value of the minor expense payment. In these instances, receipts or justification must be provided. CSIRO Enterprise Agreement 2023 -2026 32.5 Travel time Business related travel within the bandwidth is regarded as "time on duty" for the purpose of formal and informal flexible attendance arrangements. Where, prior to travel being undertaken, a Manager agrees that it is necessary for an officer to undertake business related travel within Australia outside the bandwidth, the time spent travelling will be also regarded as “time on duty". 32.6 Clothing CSIRO may at its discretion reimburse officers for expenditure on the purchase and/or rental of clothing that is needed because of a requirement to perform duty away from their normal place of work, in a different climatic zone. Officers may submit a claim for clothing, based on reimbursement of reasonable expenses once in any 3-year period. 32.7 Mileage Allowance Approval may be given for officers to use their private transport for official purposes in situations where it is more efficient and/or less expensive for the Organisation. Where approved, the officer owning the vehicle is entitled to be paid an allowance at the rate of $0.85 per kilometre. This allowance will be adjusted annually to reflect the Australian Taxation Office determined rate. 32.8 Transporting other officers or equipment Where an officer who is entitled to receive Mileage Allowance is required to transport:  another person/s whose fares would otherwise be met by CSIRO; or  equipment weighing not less than 100 kilograms which is the property of CSIRO; the officer is entitled to a payment of an allowance at the rate of $0.85 per kilometre in addition to the normal Mileage Allowance (clause 32.7), for the period during which these additional conditions apply. 32.9 Reimbursement of higher vehicle insurance and registration costs Where, as a consequence of the official use of the officer's private motor vehicle, the officer is required to pay additional vehicle insurance premiums or vehicle registration costs, the officer is entitled to reimbursement of an amount equal to the additional costs. 33. EXCESS TRAVELLING TIME 33.1 For the purposes of this clause the term “usual place of work” shall mean: (a) for officers who are required ordinarily to work day by day at the same fixed place of work – the place so fixed by CSIRO; and (b) for officers whose place of work is variable within a specified district – a place within that district fixed by CSIRO. 33.2 An officer in receipt of a salary in excess of the salary applying to CSOF Level 2.M per annum shall not be entitled to payment for excess travelling time. 33.3 Payment will be made for time necessarily spent in travelling, exclusive of overtime duty, in excess of: (a) the officer's ordinary hours of attendance for the day; and CSIRO Enterprise Agreement 2023 -2026 (b) the time necessarily spent travelling to and from the officer's usual place of residence and the officer's usual place of work; provided that in the case of officers specified in clause 33.1(b), a minimum time of 20 minutes each way shall apply. 33.4 Payment will be made at the following rates: (a) ordinary rates of pay on Mondays to Saturdays; and (b) time and a half rates on Sundays and public holidays. 33.5 Payment shall not be made unless the excess time exceeds: (a) one half hour in any one day; or (b) two and one half hours in any fortnightly pay period, in the case of an officer whose ordinary hours of attendance are confined to five days of the week; or (c) three hours in any fortnightly pay period, in the case of an officer who performs rostered ordinary duty on six days of the week; nor shall payment be made for more than five hours in any one day. 34. SUPPORTED WAGE SYSTEM 34.1 This clause defines the conditions which will apply to officers who, because of the effects of a disability, are eligible for a supported wage under the terms of this Agreement. 34.2 In this clause: “Approved assessor” means a person accredited by the management unit established by the Commonwealth under the supported wage system to perform assessments of an individual's productive capacity within the supported wage system. “Assessment instrument” means the tool provided for under the supported wage system that records the assessment of the productive capacity of the person to be employed under the supported wage system. “Disability support pension” means the Commonwealth Government pension scheme to provide income security for persons with a disability as provided under the Social Security Act 1991 (Cth), as amended from time to time, or any successor to that scheme. “Relevant minimum wage” means the minimum wage prescribed in this Agreement for the class of work for which an officer is engaged. “Supported Wage System” (SWS) means the Commonwealth Government system to promote employment for people who cannot work at full Agreement wages because of a disability, as documented in the Supported Wage System Handbook. The Handbook is available from the JobAccess website (www.jobaccess.gov.au). “SWS wage assessment agreement” means the document in the form required by the relevant Commonwealth Government department that records the employee’s productive capacity and agreed wage rate. 34.3 Eligibility criteria CSIRO Enterprise Agreement 2023 -2026 (a) Officers covered by this clause will be those who are unable to perform the range of duties to the competence level required within the class for which the officer is engaged under this Agreement, because of the effects of a disability on their productive capacity and who meet the impairment criteria for receipt of a disability support pension. (b) This clause does not apply to any existing officer who has a claim against CSIRO which is subject to the provisions of workers' compensation legislation or any provision of this Agreement relating to the rehabilitation of officers who are injured in the course of their employment. 34.4 Supported wage rates Officers to whom this clause applies shall be paid the applicable percentage of the relevant minimum wage according to the following table: Assessed capacity % of prescribed Agreement rate 10% 10% 20% 20% 30% 30% 40% 40% 50% 50% 60% 60% 70% 70% 80% 80% 90% 90% Provided that the minimum amount payable to whom the SWS applies is not less than the amount prescribed in the National Minimum Wage Order. Note: the minimum amount is reviewed every year in July. Where an officer’s assessed capacity is 10%; they must receive a high degree of assistance and support. 34.5 Assessment of capacity (a) For the purpose of establishing the percentage of the relevant minimum wage, the productive capacity of the officer will be assessed in accordance with the Supported Wage System by an approved assessor, having consulted CSIRO and the officer and, if the officer so desires, a union which the officer is eligible to join. (b) Assessment made under this clause must be documented in an SWS wage assessment agreement and retained by CSIRO as a time and wages record in accordance with the Fair Work Act 2009. 34.6 Lodgement of SWS assessment agreement CSIRO Enterprise Agreement 2023 -2026 (a) All SWS wage assessment agreements under the conditions of this clause, including the appropriate percentage of the relevant minimum wage to be paid to the officer, must be lodged by CSIRO with the Fair Work Commission. (b) All SWS wage assessment agreements must be agreed and signed by the officer and CSIRO. Where a union which has an interest in the Agreement is not a party to the assessment, the assessment will be referred by the Fair Work Commission to the union by certified mail and the agreement will take effect unless an objection is notified to the Fair Work Commission within 10 working days. 34.7 Review of assessment The assessment of the applicable percentage should be subject to annual review or more frequent review on the basis of a reasonable request for such a review. The process of review must be in accordance with the procedures for assessing capacity under the supported wage system. 34.8 Other terms and conditions of employment Where an assessment has been made, the applicable percentage will apply to the relevant wage rate only. Officers covered by the provisions of this clause will be entitled to the same terms and conditions of employment as all other officers covered by this Agreement, paid on a pro-rata basis. 34.9 Workplace adjustment CSIRO, if wishing to employ an officer under the provisions of this clause, must take reasonable steps to make changes in the workplace to enhance the officer's capacity to do the job. Changes may involve redesign of job duties, working time arrangements and work organisation in consultation with other officers in the area. 34.10 Trial Period (a) In order for an adequate assessment of the officer's capacity to be made, CSIRO may employ a person under the provisions of this clause for a Trial Period not exceeding twelve weeks, except that in some cases additional work adjustment time (not exceeding four weeks) may be needed. (b) During that Trial period the assessment of capacity will be undertaken and the percentage of the relevant minimum wage for a continuing employment relationship will be determined. (c) The minimum amount payable to the officer during the Trial Period must be no less than the current weekly rate as determined by the Fair Work Commission. (d) Work trials should include induction or training as appropriate to the job being trialled. (e) Where CSIRO and the officer wish to establish a continuing employment relationship following the completion of the Trial Period, a further contract of employment will be entered into based on the outcome of assessment under clause 34.5. 35. COMMUNITY LANGUAGE ALLOWANCE 35.1 A community language allowance as detailed in the table below, will be paid where CSIRO determines that an officer is regularly required to use their ability to communicate in Braille or a language other than English (including Australian CSIRO Enterprise Agreement 2023 -2026 Indigenous languages and AUSLAN) in the course of their work, and the officer meets the required level of competency set by CSIRO. 35.2 The allowance is paid in accordance with the officer’s level of competency: Table: Community language allowance rates Rate Standard Upon commencement of the Agreement 3.8% increase effective from 21 November 2024 3.4% increase effective from 20 November 2025 1 An officer who has adequate language skills, as determined by an individual or body approved by CSIRO for simple communication. $1,435 p.a. $1,490 p.a. $1,541 p.a. 2 An officer who is certified by the National Accreditation Authority for Translators and Interpreters (NAATI) as a Translator or Interpreter at any level; or is assessed to be at the equivalent level by an individual or body approved by CSIRO. $2,870 p.a. $2,979 p.a. $3,080 p.a. 35.3 The allowance is calculated annually and paid fortnightly. 35.4 The allowance will be increased as set out in the Table above. 35.5 The full allowance is payable regardless of flexible work and part-time arrangements. 35.6 The allowance is payable during periods of paid leave. 35.7 The allowance counts as salary for superannuation purposes and for calculating retirement and redundancy entitlements. PART D. CAREER DEVELOPMENT, PERFORMANCE AND REWARDS 36. PERFORMANCE CULTURE CSIRO will foster an environment in which exemplary standards of performance and behaviour of individuals and teams are recognised and rewarded through consistently applied and transparent processes. 37. ANNUAL PERFORMANCE AGREEMENT (APA) 37.1 The Annual Performance Agreement (APA) cycle provides a framework for continuous performance management, which facilitates effective communication of work requirements, alignment of corporate and individual goals, performance improvement, training and development requirements. The APA also provides information or CSIRO Enterprise Agreement 2023 -2026 evidence for performance and development steps, performance rewards and promotions. The APA cycle is a 12-month period from July to June inclusive. 37.2 CSIRO recognises the right of staff to have a colleague officer or a representative present at meetings with a supervisor or manager relating to the APA process to assist in the resolution of disagreements. 37.3 Obligations to participate It is a requirement of employment in CSIRO that all officers (excluding casuals and those employed for less than three months) participate in the APA process. Officers who, given reasonable opportunity, fail to complete the APA process within the required timeframes, namely:  Review and recommendation approval by 31 August; and  Objective Setting for the following year by 31 October, will not be eligible for performance rewards. 37.4 It is a requirement of managers in CSIRO to ensure that eligible officers under their supervision participate in the APA process. Managers who fail to make every effort to ensure eligible officers participate in the APA process within the required timeframes, will not be eligible for performance rewards. 37.5 Work Objectives, Performance indicators and Development Objectives Work objectives with aligned performance indicators and development objectives are to be finalised through discussion between an officer and their manager. The agreed work objectives must be appropriate for the classification level, consistent with the Work Classification Standards and incorporate appropriate teamwork and organisational behaviours. 37.6 Officers who undertake roles which have a corporate citizenship focus play an important role in maintaining a positive workplace culture. Line Managers will recognise these duties and responsibilities in the APA process. CSIRO recognises that officers perform these roles in addition to their usual duties. CSIRO, at its discretion, will provide support to officers where they are required to perform these roles. 37.7 If there is disagreement between an officer and their manager on any aspect of the APA, including the final evaluation, the next-level manager should be called upon to consider the issue. If agreement cannot be reached following the next-level manager’s review, the matter may be referred to the next higher-level manager. Within Business Units the matter can continue to be elevated until it reaches the Business Unit Leader, who will make the final decision. 37.8 Performance and Development Steps Advancement to a higher performance and development step (PADS), where available, will be approved where the officer has participated in and satisfied the requirements of their APA within the required timeframe. Officers who do not satisfy these requirements are not eligible for salary advancement within their CSOF level. 37.9 Performance and Development Steps Appeals CSIRO Enterprise Agreement 2023 -2026 (a) Initially officers should discuss any concerns about their performance appraisal with their Line Manager and/or next-level manager in an attempt to resolve the matter. (b) Staff who have participated in the APA process and have been denied advancement to the next PADS within their CSOF Level may appeal to the Senior Manager for a reconsideration of that decision. There is no appeal against the following decisions: (ii) Denial of advancement by two or more performance and development steps; (iii) Denial of performance and development steps resulting from disciplinary actions. (c) Any appeal must be lodged within 10 working days of the officer being notified that they have not received a PADS. (d) The appeal process shall observe the principles of natural justice and the officer will have the opportunity to provide information to the Senior Manager for consideration. (e) The decision by the Senior Manager to either uphold the appeal and grant a PADS, or to refuse the appeal and confirm the original decision is final. The decision and the reason for the decision, will be confirmed to the officer in writing. 38. CAREER MANAGEMENT, LEARNING AND DEVELOPMENT 38.1 CSIRO is committed to continuous learning to support our officers to reach their full potential and to enable CSIRO to successfully deliver our strategy. The parties to this Agreement believe that all officers should have the opportunity to participate in relevant learning, development, and training activities aimed at improving individual and team performance, skills and knowledge, and the effectiveness of CSIRO. 38.2 All officers will have the opportunity to participate in at least five days learning, development and/or training each Annual Performance Agreement (APA) cycle exclusive of travel. The activity must be aligned with business and individual needs and reflected in the APA or an agreed development plan. This indicates the mutual responsibility of the officer, their Line Manager and CSIRO. It is recognised that a large number of CSIRO officers will exceed this minimum. 38.3 Learning, development and training activities should lead to the development of skills and/or knowledge and may include formal program and conference participation and on the job assignments (including but not limited to, e-learning, webinars, networking, shadowing, coaching and/or mentoring and participating in communities of practice). 39. REWARD ASSESSMENT PROCEDURES 39.1 Cases for accelerated advancement within CSOF Level, promotions and performance cash rewards will be considered by the Reward Review Committees established within Business Units. Cases will be reviewed by the Reward Review Committee following completion of the APA. 39.2 CSIRO shall provide to unsuccessful candidates for accelerated advancement and promotion, constructive feedback and advice. This advice must be provided in writing if requested by a candidate. CSIRO Enterprise Agreement 2023 -2026 39.3 A list of all officers who receive accelerated advancement, promotions and performance cash rewards and the reasons for such rewards, will be published within the Business Unit subject to an individual officer consenting to their details being published. 40. MERIT PROMOTION 40.1 Merit promotion to a higher CSOF level shall be approved where, through the Reward Assessment Procedures (see clause 39), CSIRO determines that:  An officer has a sustained record of achievement that clearly demonstrates the requirements defined for the next CSOF level in the relevant Functional Area Work Classification Standards; and  CSIRO requires the role to be performed at the higher level for the foreseeable future. 40.2 Since officers will develop their roles and competencies at different rates, depending on their personal potential and the opportunities that arise in the workplace, the period over which sustained performance can be demonstrated will vary but would normally be at least two and will not be less than one full (12 month) performance cycle. Where the performance is over a period less than two full cycles, the case must clearly address the candidate’s capacity to sustain that level of performance beyond the period being assessed. 40.3 An officer need not be on the maximum performance and development step of their existing CSOF level to be promoted. 40.4 Where a promotion is denied on the grounds that the role is not “required to be performed at the higher level for the foreseeable future”, the officer will be advised in writing of the functions or activities that are no longer required to be performed and the work objectives set through the APA process will reflect this advice. 40.5 Merit Promotion to, and advancement within CSOF Level 7 and CSOF Level 8 (a) Merit Promotion to CSOF Level 7 or CSOF Level 8 requires a reclassification case in accordance with clauses 39 and 40. (b) Advancement through performance and development steps within CSOF Level 7 is dependent on the officer satisfactorily meeting the work objectives agreed in the officer’s Annual Performance Agreement (see clause 37). (c) Advancement to CSOF Level 8.2 is only available from CSOF Level 8.1 and requires a reasoned case justifying advancement. (d) Advancement beyond CSOF Level 8.2 requires a reclassification case satisfying the senior promotion guidelines. CSIRO Enterprise Agreement 2023 -2026 40.6 Reclassification Appeal Process An officer seeking promotion up to CSOF Level 6 in any functional area or to CSOF Level 7 or 8 in the Research Science/Engineering/Projects or Research Consulting functional areas, may lodge a Formal Reclassification Appeal where:  The delegate declines to approve a reclassification;  The officer’s immediate Line Manager declines to submit the case for consideration in the reward review process. An officer must lodge their appeal within 28 days of formal notification that the case has been unsuccessful or advice that it will not be submitted to the Reward Review Committee. 40.7 Informal Resolution Where a Reward Review Committee considers that an officer has not demonstrated a sustained record of achievement at the higher CSOF level and promotion is denied, CSIRO and the officer may agree to an informal reconsideration of the decision, which will include:  A review of the decision by a Senior Leader (defined as a Research Director, Science Director, Facilities Program Director, Service Program Director, Deputy Director) agreed by both the officer and CSIRO; and  A focus on a timely and expeditious review, with the objective of resolving the matter within 14 days. The informal review process will not preclude an officer or CSIRO from invoking the formal appeal process referred to in clause 40.8, prior to the conclusion of the informal review. 40.8 Formal Reclassification Appeal Process (a) Formal appeals will be considered by a Reclassification Appeal Committee which will provide a report and recommendations to the Business Unit Leader. The officer will have the opportunity to address the Committee. (b) The Business Unit Leader shall review the report by the Committee, make a decision, and inform the parties in writing within 14 days of receiving the report from the Appeal Committee. 41. SUPERIOR PERFORMANCE RATING 41.1 This reward category applies to officers at a career plateau. 41.2 A Superior Performance Rating means that an officer at a career plateau has demonstrated superior achievement relative to other officers in their functional area at their current classification level in the preceding 12 months. While the officer must have significantly exceeded the objectives for that assessment period, in doing so they have not met the requirements for reclassification and it is not foreseeable that they would do so for the subsequent 12 months. 41.3 Officers at a career plateau in CSOF Levels 1 to 8 who receive a Superior Performance Rating may be awarded a special lump sum payment in July following the year of the assessment. The amount of the lump sum is equal to 7% of the officer’s annual salary. CSIRO Enterprise Agreement 2023 -2026 41.4 Officers at a career plateau in CSOF Levels 1 to 8 who receive a Superior Performance Rating and who do not receive a lump sum, will be placed on the premium step for their level (a premium step will have the value of 107% of the annual rate at the career plateau). Placement on a premium step will be approved for 27 fortnights. At the end of that period, the officer will return to the salary point held prior to the award of the Superior Performance Rating. 41.5 Officers who have received a Superior Performance Rating are not precluded from receiving one in subsequent years, providing they again satisfy the criteria. 41.6 The Superior Performance Rating applies only to officers at a career “plateau”. It is not a substitute for promotion. Officers will be accepted as being at a career plateau where:  They have been at the maximum of their Level (including 8.2 and 8.3 in the case of Level 8) for two years prior to the year in which the reward is to be paid; and  Reclassification is not currently appropriate or foreseeable in the subsequent 12 month period. 41.7 The names of officers who receive a Superior Performance Rating will be publicised within their Business Units in line with announcements about promotions, accelerated advancement and Performance Cash Rewards subject to an individual officer consenting to their details being publicised. 42. PERFORMANCE CASH REWARDS 42.1 Performance Cash Rewards may be applied to teams as well as individuals. Team rewards should be fairly distributed amongst team members according to their contribution. 42.2 Performance Cash Rewards will be available where there is a case for rewarding performance but where accelerated advancement, reclassification or other reward options are not appropriate. Performance Cash Rewards are not to substitute for other rewards where the necessary eligibility criteria have been satisfied. 42.3 Officers may be nominated for a Performance Cash Reward by colleagues, Line Managers or Senior Managers. 42.4 A Reward Review Committee will consider reward nominations, including the amount and distribution within teams, and make recommendations to the Delegate. 42.5 The maximum Performance Cash Reward payable to an officer is $20,000 per annum. 42.6 Successful cases will be published within the Business Unit subject to an individual officer consenting to their details being published. 43. NON-CASH RECOGNITION REWARDS 43.1 These rewards may be given to individuals or teams to mark praiseworthy effort or long service where other rewards are not appropriate. 43.2 These rewards are separate from normal salary and allowance payments made to officers for their work and are not a substitute for such payments. CSIRO Enterprise Agreement 2023 -2026 43.3 Officers may be nominated for a Recognition Reward by colleagues, Line Managers or Senior Managers, at any time. 43.4 Any tax in relation to a Non-cash Recognition Reward will be paid by CSIRO. 43.5 A Non-cash Recognition Reward cannot be converted to cash. 44. ASSISTANCE WITH STUDIES 44.1 Study leave and other forms of assistance may be granted to assist an officer with studies towards Certificates, Diplomas, Advanced Diplomas, Degrees or higher degrees, as well as relevant short courses where the course of study is in the interests of both CSIRO and the individual officer. 44.2 Assistance with studies and the level of assistance approved is at the discretion of the Delegate and may include:  reimbursement or payment in advance, of part or all of the costs associated with the approved course of study, including but not limited to course costs, enrolment and administration fees, tuition and examination fees, books and materials;  study leave with pay, up to an average of five hours per week to attend formal classes and examinations;  up to three hours per week for travel. 44.3 Additional Study Leave with pay of up to three hours a week may be granted where attendance at formal classes exceeds five hours a week or where travel takes more than three hours a week during working hours. 44.4 Where the period of Study Leave granted is less than the average of five hours a week, the Delegate may approve the difference as a leave credit which may be used to meet the requirements of external studies/distance education courses, attendance at prescribed examinations and field trips and preparation of prescribed assignments and theses. 44.5 Study leave without pay may be also granted. This leave will count as service for all purposes, except recreation leave, provided that the officer resumes duty after the period of leave. However, whether this leave will count as service for long service leave will be determined by the delegate in accordance with the requirements of the Long Service Leave (Commonwealth Employees) Act 1976. 44.6 Study leave for part-time officers is granted on a pro-rata basis. PART E. STAFF PARTICIPATION 45. MANAGEMENT ACCOUNTABILITY CSIRO is committed to creating an environment where innovation thrives and everyone is valued and treated fairly and with respect. CSIRO managers will support the principles of:  Openness – a free flow of information relevant to the well-being of staff;  Transparency – encouraging staff input, providing clear, reasoned justification for decisions to affected officers and providing feedback on how views are taken into account; CSIRO Enterprise Agreement 2023 -2026  Fairness – treating staff equitably and with respect; and  Consistency – showing no favouritism in decision making. 46. BUREAUCRACY The parties to this Agreement agree to continue to work on opportunities for bureaucracy reduction and recognise the productivity and efficiency gains that can be achieved through efficient administration and organisational governance and enabling productive science and research. 47. SUPPORTING INTEGRITY, INNOVATION AND CREATIVITY The parties to this Agreement recognise that CSIRO’s objectives are highly dependent on its creative and innovative staff. The parties also recognise that CSIRO is a trusted source of impartial and independent science-based advice and that staff conduct, communicate and apply their work, including research, management and leadership, with honesty, rigour, transparency, fairness, respect and accountability. CSIRO requires this approach in accordance with its Science and Delivery Policy and the CSIRO Code of Conduct and so, consistent with that, CSIRO supports staff participating in research planning and providing frank and honest advice in accordance with their expertise and professional qualifications. The CSIRO strategy, captured in its Corporate Plan, outlines CSIRO’s strategy for continuing to deliver on its purpose to solve the greatest challenges through innovative science and technology. CSIRO will report on progress and outcomes of the strategy through CSIRO Consultative Council and/or forums with staff. 48. SUSTAINABILITY 48.1 The parties to this Agreement recognise that the involvement of staff including at the local level is critical in improving the sustainability of CSIRO in the areas of environmental, economic and social impact. 48.2 CSIRO will provide opportunities for staff to participate in initiatives that contribute to improving the sustainability of CSIRO’s operations through the implementation of CSIRO’s Sustainability Strategy. 49. INDIGENOUS EMPLOYMENT STRATEGY 49.1 Indigenous Australians have significant contributions to make to Australia across cultural, economic and scientific domains. CSIRO recognises the social and economic disadvantage experienced by Indigenous Australians and is committed to helping close the gap between Indigenous and non-Indigenous Australians. 49.2 CSIRO aims to increase employment of Indigenous Australians within its workforce through the development of a range of strategic partnerships with relevant stakeholders and implementing Indigenous employment strategies within the organisation’s workforce planning. CSIRO Enterprise Agreement 2023 -2026 50. COMMERCIALISATION 50.1 The parties to this Agreement acknowledge that effective commercialisation of research and development outcomes are fundamental to CSIRO’s future. In order to facilitate staff involvement in commercialisation activities, affected officers will be provided with timely information about their rights, entitlements and the conditions that apply, so that they are able to make an informed decision about whether or not they wish to participate. 50.2 Where CSIRO introduces a scheme allowing officers who generate intellectual property to share in the benefits of the commercialisation of that intellectual property, the affected officers and where they choose, their representatives, will be informed of the details of the scheme. The details of the scheme and its operation will be determined by CSIRO and may be varied at CSIRO’s discretion. These schemes will include mechanisms for resolving disputes or grievances and therefore will not be subject to the Workplace Issues Resolution Procedure or dispute procedure contained in clause 84 of this Agreement. 51. HEALTH AND SAFETY REPRESENTATIVES 51.1 CSIRO is committed to meeting the requirements of the Work Health and Safety Act 2011 to provide a safe work environment and to promote a more safety conscious culture. The Act provides for the selection or election of Health and Safety Representatives. 51.2 Health and Safety Representatives play an important role in facilitating CSIRO’s commitment. CSIRO recognises this valued role by providing:  reasonable time during normal working hours to undertake the role;  formal recognition of time spent on this role in their Annual Performance Agreement;  essential training and resources; and  the opportunity, as a member of Health and Safety Committees, to participate in the assessment of relevant awards. 52. EQUITY CONTACT OFFICERS CSIRO recognises this valued role by providing:  reasonable time during normal working hours to undertake the role;  formal recognition of time spent on this role in their Annual Performance Agreement;  time and encouragement to participate in essential training to enhance their effectiveness; and  the opportunity, where relevant, to participate in committees and the assessment of Diversity awards. CSIRO Enterprise Agreement 2023 -2026 53. MORAL RIGHTS 53.1 Background (a) Australian copyright law provides non-financial Moral Rights to authors or creators of copyright works under the Copyright Act 1968. (b) Moral Rights in relation to a work include: (i) a right of attribution of authorship; (ii) a right not to have authorship falsely attributed; and (iii) a right of integrity of authorship (which relates to derogatory treatment of a work that is prejudicial to the author’s honour or reputation). (c) The rights of attribution and integrity of authorship are subject to extensive “reasonableness” tests which are set out in the Copyright Act. Moral Rights are personal to individual authors and cannot be sold or transferred. If one author of a work provides a Moral Rights Consent, the Consent would not apply to other authors of that work. (d) Authors who produce copyright works in the course of their employment may consent to their employer doing acts which would otherwise be a breach of their Moral Rights. The benefit of such Consent may be passed on by the employer to third parties. Moral Rights Consents may be given in respect of particular works (specific) or works of a particular description (general) including future works. Moral Rights Consents must be in writing, must be informed and are invalid if given under duress. 53.2 Moral Rights Consents from CSIRO officers (a) CSIRO respects the Moral Rights of its officers and recognises their significance for CSIRO’s reputation as well as the reputation of its officers. CSIRO officers recognise that a number of CSIRO’s clients require, as a condition of doing business with CSIRO, that they not be exposed to legal action by CSIRO officers for breach of the Moral Rights of those officers and that this will necessitate CSIRO seeking Moral Rights Consents, to facilitate business with those clients. Consequently:  CSIRO will not invite officers to sign Moral Rights Consents as a matter of administrative convenience;  Where any work is covered by a Moral Rights Consent which extends to a CSIRO client, CSIRO will use all reasonable endeavours to ensure that the client undertakes to CSIRO to: (i) attribute authorship in scientific papers and reports to the relevant scientific author(s); (ii) subject to (i) above, not falsely attribute authorship of the work; and (iii) not modify the work in such a way as to make it misleading or deceptive while the work is attributed to a CSIRO officer. (b) CSIRO will respect the right of an officer not to sign a Moral Rights Consent where it is offered and will not demote or discipline an officer on the ground that the officer did not provide a Moral Rights Consent. Officers recognise that if they refuse to CSIRO Enterprise Agreement 2023 -2026 provide a Moral Rights Consent, they may not be able to work on projects where Moral Rights Consents are required. In that event, CSIRO will take all practicable steps to provide suitable alternative work for those officers. 54. STAFF PARTICIPATION AND CONSULTATION Principles 54.1 Genuine and effective consultation with officers and the relevant union(s), taking into account the diverse needs of officers, fosters a positive and inclusive workplace, enabling the views of officers to be considered. 54.2 CSIRO recognises: (a) the importance of inclusive and respectful consultative arrangements; (b) officers and the relevant union(s) should have a genuine opportunity to influence decisions; (c) the nature and extent of consultation will vary depending on the proposed change and the likely impact on officers. Consultation on CSIRO policies may occur over at least 2 weeks, whereas a major change is likely to require a more extensive consultation process; (d) consultation with officers and relevant unions(s) on workplace matters that significantly affect or materially impact them is sound management practice; and (e) the benefits of officers and union involvement and the right of officers to be represented by their union. 54.3 Genuine and effective consultation involves: (a) providing officers and the relevant union(s) with a genuine opportunity to influence the decision prior to a decision being made; (b) providing all relevant information to officers and the relevant union(s) in a timely manner to support consideration of the issues; (c) considering feedback from officers and the relevant union(s) in the decision-making process; and (d) advising officers and the relevant union(s) of the outcome of the process, including how their feedback was considered in the decision-making process. When consultation is required 54.4 Consultation is required in relation to: (a) changes to work practices which materially alter how an officer carries out their work; (b) changes to or the introduction of policies or guidelines relevant to workplace matters (unless the changes are minor or procedural); (c) major change that is likely to have a significant effect on officers; (d) implementation of decisions that significantly affect officers; (e) changes to officers’ regular roster or ordinary hours of work (subject to any other relevant provisions in this Agreement); and CSIRO Enterprise Agreement 2023 -2026 (f) other workplace matters that are likely to significantly or materially impact officers. 54.5 CSIRO, its officers, and the relevant union(s) recognise that consultation prior to a decision may not be practicable where a decision is made by Government or is required due to matters beyond the reasonable control of CSIRO. In these circumstances, consultation regarding the implementation of the decision will occur as early as is reasonably practicable. Provisions for consultation on major change and introduction of a change to regular roster or ordinary hours of work of officers 54.6 This clause applies if CSIRO: (a) proposes to introduce a major change to production, program, organisation, structure or technology in relation to its enterprise that is likely to have a significant effect on the officers; or (b) proposes to introduce a change to the regular roster or ordinary hours of work of officers. Representation 54.7 Officers may appoint a representative for the purposes of the procedures in this clause. A representative for the purpose of this clause may be a union representative. 54.8 CSIRO must recognise the representative if: (a) a relevant officer appoints, or relevant officers appoint, a representative for the purposes of consultation; and (b) the officer or officers advise CSIRO of the identity of the representative. Major change 54.9 In this clause, a major change is likely to have a significant effect on officers if it results in, for example: (a) the termination of the employment of officers; or (b) major change to the composition, operation or size of CSIRO’s workforce or to the skills required of officers; or (c) the elimination or diminution of job opportunities (including opportunities for promotion or tenure); or (d) the alteration of hours of work; or (e) the need to retrain officers; or (f) the need to relocate officers to another workplace; or (g) the restructuring of jobs. 54.10 The following additional consultation requirements in clause 54.11 to 54.17 apply to a proposal to introduce a major change referred to in clause 54.4(c). 54.11 Consultation with officers and the relevant union(s) and/or recognised representatives will occur prior to a decision being made, subject to clause 54.5. 54.12 Where practicable, a CSIRO change manager or a primary point of contact will be appointed, and their details provided to officers and the relevant union(s) and/or their recognised representatives. CSIRO Enterprise Agreement 2023 -2026 54.13 CSIRO must notify officers and relevant union(s) and/or recognised representatives of the proposal to introduce the major change as soon as practicable. 54.14 As soon as practicable after proposing the change, or notifying of the change in circumstances described at clause 54.5, CSIRO must: (a) Discuss with affected officers and relevant union(s) and/or other recognised representatives: (i) The proposed change: 1. the effect the proposed change is likely to have on the officers; and 2. proposed measures to avert or mitigate the adverse effect of the proposed change on the officers; and (ii) for the purposes of the discussion—provide, in writing, to officers and the relevant union(s) and/or other recognised representatives: 1. all relevant information about the proposed change, including the nature of the change proposed; and 2. information about the expected effects of the proposed change on the officers; and 3. any other matters likely to affect the officers. 54.15 CSIRO must give prompt and genuine consideration to matters raised about the major change by officers and the relevant union(s) and/or other recognised representatives. 54.16 However, CSIRO is not required to disclose confidential or commercially sensitive information to officers and the relevant union(s) and/or other recognised representatives. 54.17 If a term in this Agreement provides for a major change to production, program, organisation, structure or technology in relation to the enterprise of CSIRO, the requirements set out in clauses 54.11 to 54.15 are taken not to apply. Change to regular roster or ordinary hours of work 54.18 The following additional consultation requirements in clause 54.19 to 54.22 apply to a proposal to introduce a change referred to in clause 54.4(e). 54.19 CSIRO must notify affected officers and the relevant union(s) and/or other recognised representatives of the proposed change. 54.20 As soon as practicable after proposing to introduce the change, CSIRO must: (a) discuss with officers and the relevant union(s) and/or other recognised representatives the proposed introduction of the change; and (b) for the purposes of the discussion – provide to the officers and relevant union(s) and/or other recognised representatives: (i) all relevant information about the proposed change, including the nature of the proposed change; and (ii) information about what CSIRO reasonably believes will be the effects of the proposed change on the officers; and (iii) information about any other matters that CSIRO reasonably believes are likely to affect the officers; and CSIRO Enterprise Agreement 2023 -2026 54.21 invite officers and the relevant union(s) and/or other recognised representatives to give their views about the impact of the change (including any impact in relation to their family or caring responsibilities). However, CSIRO is not required to disclose confidential or commercially sensitive information to the relevant officers and the relevant union(s) and/or other recognised representatives. 54.22 CSIRO must give prompt and genuine consideration to matters raised about the proposed change by the officers and the relevant union(s) and/or other recognised representatives. Interaction with emergency management activities 54.23 Nothing in this term restricts or limits the ability of a designated emergency management body to undertake activities provided at section 195A(1) of the Fair Work Act 2009. Consultative Committee 54.24 CSIRO may establish a consultative committee to discuss relevant workplace matters. 54.25 CSIRO consultative committees will operate subject to an agreed terms of reference and structure for the term of the Agreement. Representation on the committee will be in accordance with the terms of reference. 55. FREEDOM OF ASSOCIATION CSIRO recognises that officers are free to choose to join or not join a union. Irrespective of that choice:  Officers will not be discriminated against in respect of their employment under this Agreement.  An individual officer’s choice to be represented will be respected by all parties in the workplace. Officers who choose to be members of a union have the right to seek advice and assistance from their union and have their interests represented by that union. 56. COLLEAGUE OFFICER 56.1 CSIRO recognises the right of staff to have a colleague officer present at meetings with a supervisor or manager which address matters that relate directly to the officer’s employment such as classification, performance (including APA), discipline, working relationships and tenure. 56.2 A colleague officer is a CSIRO officer who may, at another officer’s request, accompany that officer to a meeting with a supervisor or Manager. The colleague officer is not an advocate for the officer but may be consulted by the officer for advice or support during the meeting. The colleague officer may also contribute to discussions during the meeting in the interests of assisting the discussions. CSIRO Enterprise Agreement 2023 -2026 57. UNION DELEGATES’ RIGHTS 57.1 Union delegates play an important and legitimate role in the workplace. This includes representing their members and supporting staff access to union officials and providing staff views to CSIRO. 57.2 The role of union delegates is to be respected and supported. 57.3 CSIRO and union delegates will work together respectfully and collaboratively. Supporting the role of union delegates 57.4 CSIRO respects the role of union delegates to: (i) Provide information, consult with and seek feedback from staff in the workplace on workplace matters; (ii) Consult with other delegates and union officials and get advice and assistance from union officials; (iii) Represent the interests of members to CSIRO and industrial tribunals; and (iv) Represent members at relevant union forums, consultative committees or bargaining. 57.5 CSIRO and union delegates recognise that undertaking the role of a union delegate is not the primary purpose of an officer’s engagement, and must work with and not unreasonably impact their regular duties. Honorary officials may request additional time and facilities from time to time. 57.6 Union delegates will be provided with reasonable paid time during their normal working hours to perform their union delegate role. The paid time provided should not result in disruption to critical services or operational requirements. 57.7 To support the role of union delegates, CSIRO will, subject to legislative and operational requirements, including privacy and security requirements: (i) provide union delegates with reasonable access to agency facilities and resources, including for paid or unpaid meetings between officers and their unions and to communicate with union officials; (ii) advise union delegates and other union officials of the CSIRO facilities and resources available for their use, which may include telephone, photocopying, internet, and email; (iii) allow reasonable official union communication appropriate to CSIRO from union delegates with officers, including through email, intranet pages and notice boards. This may include providing a link to a union website for officers to access union information. Any assistance in facilitating email communications does not include CSIRO vetoing reasonable communications; (iv) provide access to new officers as part of induction; and (v) provide reasonable access to union delegates to attend appropriate paid time training in workplace relations matters, during normal working hours. 57.8 Where CSIRO officers are elected as officials of a trade union or professional association, they are not required to seek permission from CSIRO before speaking CSIRO Enterprise Agreement 2023 -2026 publicly in that capacity, subject to the CSIRO Code of Conduct and legislative requirements. PART F. PUBLIC HOLIDAYS AND LEAVE 58. PUBLIC HOLIDAYS 58.1 The following days, or any days prescribed under the law of any State or Territory to be observed in lieu thereof in that State or Territory, shall be observed as holidays by CSIRO officers: 1 January New Year's Day 26 January Australia Day Easter (Good) Friday Easter Monday 25 April Anzac Day King’s Birthday 25 December Christmas Day 26 December Boxing Day 58.2 In addition to the days mentioned above, additional days or part days will be observed as local public holidays where these days are declared under State or Territory law and observed by the whole of the community in that Region, State or Territory. 58.3 If under a State or Territory law, a day or part day is substituted for one of the public holidays listed above, then the substituted day or part day is the public holiday. 58.4 Where CSIRO and an officer agree, a day or part day may be substituted for a day or part day that would otherwise be a public holiday under this clause. Agreement by CSIRO is subject to the substitution meeting its operational requirements. Where an officer substitutes a public holiday for another day, they will not be paid penalty rates for working ordinary hours on the public holiday. 59. DOMESTIC FAMILY VIOLENCE AND ABUSE SUPPORT 59.1 CSIRO is committed to providing a supportive, flexible and safe workplace for officers affected by domestic family violence and abuse (DFVA) when they need it most. CSIRO has support systems in place for officers impacted by domestic family violence and abuse including a trained network of DFVA contact officers, online resources and information on external services, access to a confidential Employee Assistance Program, flexible working arrangements which includes the ability to change locations, contact numbers, email addresses and devices. 59.2 Access to paid leave is available to all officers, including casual officers. 59.3 Paid leave available under this clause is paid for indefinite and specified term officers at their full rate as if they were at work. 59.4 Paid leave for casual officers under this clause is paid at their full pay rate for the hours they were rostered to work in the period they took leave. CSIRO Enterprise Agreement 2023 -2026 59.5 This entitlement exists in addition to an officer’s existing leave entitlements and may be taken as consecutive days, single days or part days and will count for service for all purposes. 59.6 These provisions do not reduce an officer’s entitlement to family and domestic violence leave under the NES. 59.7 CSIRO will take all reasonable measures to treat information relating to DFVA confidentially. CSIRO will adopt a ‘needs to know’ approach regarding communication of an officer’s experience of DFVA, subject to steps CSIRO may need to take to ensure the safety of the officer, other officers or persons, or mandatory reporting requirements. 59.8 Where CSIRO needs to disclose confidential information for purposes identified in clause 59.7, where it is possible CSIRO will seek the officer’s consent and take practical steps to minimize any associated safety risks for the officer and/or privacy breaches. 60. LONG SERVICE LEAVE 60.1 CSIRO will provide long service leave in accordance with the Long Service Leave (Commonwealth Employees) Act 1976. 60.2 The minimum period for which long service leave can be taken is seven (7) calendar days (whether taken at full or half pay) per occasion with the granting of such leave subject to operational requirements. 60.3 Long service leave cannot be broken with other periods of leave except as otherwise provided by legislation. 61. DEFENCE LEAVE 61.1 An officer will be granted leave (with or without pay) to enable the officer to undertake Australian Defence Force (ADF) Reserve and continuous full-time service (CFTS) and Australian Defence Force Cadet obligations. 61.2 An officer is entitled to leave with pay, of up to four weeks (20 days) during each financial year, and an additional two weeks (10 days) paid leave in the first year of ADF Reserve Service. 61.3 Leave can be accumulated and taken over a period of two consecutive years. This includes the additional two weeks in the first year of service. 61.4 An officer who is an Australian Defence Force Cadet officer or instructor in a Cadet Force may be granted paid leave of up to three weeks in each financial year to perform their duties. For these purposes ‘Cadet Force’ means the Australian Navy Cadets, Australian Army Cadets, and Australian Air Force Cadets. 61.5 Paid Defence Reservist leave counts as service. Unpaid Defence Reservist leave for 6 months or less counts as service for all purposes and includes periods of CFTS. 61.6 Unpaid leave taken over 6 months counts as service, except for recreation leave. 61.7 In addition to the entitlement at clause 61.2, paid leave may be granted to an officer to attend an interview or medical examination in connection with the enlistment of the officer in a Reserve Force of the Defence Force. CSIRO Enterprise Agreement 2023 -2026 61.8 An officer will not need to pay their tax free ADF Reserve salary to their agency for any reason. 62. ANNUAL SHUT DOWN 62.1 The first working day following the gazetted Christmas/Boxing Day public holidays, except where an officer is on leave without pay or long service leave shall be observed as a holiday by CSIRO officers. Officers observing the holiday shall be paid in accordance with their ordinary hours of work and there will be no deduction from leave credits for this day. Officers who work on this day and who meet the eligibility criteria at clause 23.3 shall be paid at double time for the hours worked, in addition to payment for the holiday. 62.2 Except where specified at clause 62.1, any site where CSIRO determines that it shall observe a shut down which includes the period between Christmas Day and New Year’s Day, officers will be provided with time off in accordance with their ordinary hours of work and there will be no deduction from leave credits for these days. Decisions on implementing shut down will be communicated no less than three months before the shut down period. Where officers are likely to have genuine work demands during the shut down period, CSIRO shall organise appropriate alternative working arrangements in the event it wishes to proceed with the shut down. 62.3 In order to meet essential operating requirements at a site, CSIRO may direct an officer to attend work during the annual shut down. An officer who is directed to work shall be permitted to access an equivalent period of time off during the following two months in recognition of the requirement to work during the shut down period. 63. MISCELLANEOUS LEAVE 63.1 Miscellaneous leave is intended to provide flexibility to meet an officer’s personal circumstances. Miscellaneous leave accrues at the rate of four days per year and is subject to a maximum balance of 15 days. Officers located in Alice Springs will be subject to a maximum balance of 17 days. The entitlement for all part-time officers is calculated on a pro-rata basis. 63.2 The granting of miscellaneous leave is subject to the Line Manager’s discretion. 63.3 Line Managers will not unreasonably refuse an application and must provide reasons for the decision where an application is refused. 63.4 Line Managers may require documentary evidence to support a request for leave. 63.5 Separate Compassionate leave entitlements exist which are not subject to the above accruals. 63.6 An officer will not be eligible for miscellaneous leave during periods of other approved leave including leave without pay. 64. VOLUNTARY EMERGENCY RESPONSE LEAVE 64.1 In addition to miscellaneous leave, paid emergency response leave is available for officers participating in voluntary emergency management activities. The leave is available for the time engaged in the activity, leave for regular training, all emergency services responses, for reasonable travelling time and reasonable recovery time. CSIRO Enterprise Agreement 2023 -2026 64.2 Full-time and part-time officers will be able to access 20 working days of paid emergency response leave at their full rate of pay per year if required. CSIRO may provide additional emergency response leave with pay. For the purposes of this clause, full rate of pay is to be as if the officer was at work. 64.3 Paid leave may be refused where the officer’s role is essential to the CSIRO’s response to the emergency. 64.4 An officer must provide evidence that the organisation requests their services. Officers can provide evidence before or as soon as practical after their emergency service activity. 64.5 CSIRO may approve reasonable paid or unpaid leave for ceremonial duties and training. 64.6 Emergency response leave, with or without pay, will count as service. 65. COMPASSIONATE LEAVE 65.1 An officer (excluding a casual officer) will be eligible for three (3) days paid compassionate leave on each occasion when: (a) a member of the officer’s family or household or someone they have/had a close personal relationship with contracts, develops or sustains a life- threatening illness or injury; or dies; or (b) the officer or their partner has a miscarriage; or (c) a child is stillborn, where the child was a member of their family or household. Note: compassionate leave provided in (b) and (c) above is in addition to any entitlement an officer may be eligible for under the parental leave clause. 65.2 A casual officer may access up to three days of unpaid leave on each occasion that compassionate leave is required. 65.3 The granting of compassionate leave is subject to the production of suitable evidence. 66. JURY LEAVE An officer required to attend court as a juror will be granted leave of absence with pay and the leave will count as service for all purposes. 67. PARENTAL LEAVE For the purposes of this clause:  A primary caregiver means a pregnant officer with an entitlement under the ML Act, or an officer other than a casual officer who has primary care responsibility for a child who is born to them or who is adopted or in long-term foster care as per the clauses on adoption and long-term foster care in this Agreement.  A secondary caregiver means an officer, other than a pregnant officer or a casual officer, who has secondary care responsibility for a child who is born to them, or for a child who is adopted or in long-term foster care as per this Agreement. CSIRO Enterprise Agreement 2023 -2026  ML Act means the Maternity Leave (Commonwealth Employees) Act 1973 as amended from time to time and any successor legislation. 67.1 An officer who is a primary caregiver or secondary caregiver is entitled to parental leave up until 24 months from the date of the child’s birth or placement (parental leave period). For the avoidance of doubt, this is inclusive of all legislated leave entitlements. The parental leave period does not extend specified term employment where the employment period remaining is less than 24 months. An officer is only eligible for parental leave with pay as either a primary caregiver or secondary caregiver for the particular parental leave period, and cannot switch roles for the purpose of accessing additional leave. 67.2 For the pregnant officer, the parental leave period starts on commencement of maternity leave as per the ML Act requirements, and ceases 24 months from the date of birth. Medical certification requirements for the pregnant officer will be as required by the ML Act. 67.3 Conditions in this Agreement will continue to apply in circumstances where successor legislation to the ML Act does not provide parental leave conditions included in this Agreement. Payment during parental leave: 67.4 An officer is entitled to parental leave with pay as per clauses 67.6 and 67.7 below within the parental leave period. Any further parental leave during the parental leave period is without pay. Unused paid parental leave remaining at the end of the officer’s parental leave period will lapse. An officer may choose to use their accrued paid leave entitlements in accordance with usage and eligibility requirements in this Agreement during the parental leave period that would otherwise be without pay. 67.5 Officers newly appointed or who have moved to CSIRO from to the APS or other Commonwealth agency are eligible for the paid parental leave in clauses 67.6 and 67.7 where such paid leave had not already been provided by another APS or Commonwealth employer in the 24 months since the child’s date of birth or placement. If the paid leave used by the officer with the previous Commonwealth or APS employer is less than the limits specified in clauses 67.6 and 67.7 the balance is available to the officer. 67.6 An officer who is a primary caregiver is entitled to parental leave with pay during the parental leave period to a maximum of 18 weeks as provided in Table 1 below. Table 1: Primary caregivers – circumstances for paid parental leave Paid leave entitlement under the ML Act Additional parental leave with pay under this Agreement for the primary caregiver 12 weeks’ paid maternity leave, including any reduced paid maternity leave period due to ML Act qualifying period rules Paid leave to bring the total period of paid parental leave to 18 weeks No ML Act eligibility or coverage 18 weeks CSIRO Enterprise Agreement 2023 -2026 67.7 An officer who is a secondary caregiver is entitled to parental leave with pay during the parental leave period as provided in Table 2 below. Table 2: Secondary caregivers -circumstances for paid parental leave Period which coincides with the parental leave period for the secondary caregiver Parental leave with pay under this Agreement Date of commencement of this Agreement to 28 February 2025 8 weeks, or top up to 8 weeks where a lesser period of parental leave has already been provided 1 March 2025 to 28 February 2026 11 weeks, or top up to 11 weeks where a lesser period of parental leave has already been provided 1 March 2026 to 16 November 2026 14 weeks, or top up to 14 weeks where a lesser period of parental leave has already been provided On and from 17 November 2026 18 weeks, or top up to 18 weeks where a lesser period of parental leave has already been provided 67.8 Flexibility Parental leave with pay, whether provided as maternity leave under the ML Act or under this Agreement, can be accessed flexibly during the parental leave period and does not have to be taken in a single block. For the avoidance of doubt, parental leave can be used to replicate a part-time work arrangement and can be taken concurrently with another parent in relation to the same child. 67.9 Rate of payment during paid parental leave is the same as for an absence on personal/carer’s leave and based on the officer’s weekly hours at the time of the absence. 67.10 Half-pay option The payment of any paid parental leave may be spread over a maximum period of 36 weeks at the rate of, no less than, half the normal rate of salary. All paid parental leave counts as service for all purposes, where permitted by legislation. Adoption and long-term foster care: 67.11 An officer who is a primary caregiver or secondary caregiver is entitled to parental leave in accordance with this Agreement for adoption or long-term foster care, provided that the child: (a) is under 16 years of age as at the day (or expected day) of placement; (b) has not lived continuously with the officer for a period of six months or more as at the day (or expected day) of placement; and (c) is not (otherwise than because of the adoption) a child of the officer or the officer’s spouse or de facto partner. CSIRO Enterprise Agreement 2023 -2026 67.12 Documentary evidence of approval for adoption or enduring parental responsibilities under formal fostering arrangements must be submitted when applying for parental leave for adoption or long-term foster carer purposes. Stillbirth 67.13 Parents of a stillborn child remain eligible for parental leave, except for paid leave for the secondary caregiver which is two weeks. 67.14 A stillborn child is a child: (a) who weighs at least 400 grams at delivery or whose period of gestation was 20 weeks or more; and (b) who has not breathed since delivery; and (c) whose heart has not beaten since delivery. Pregnancy loss leave 67.15 A pregnant officer who experiences, or an officer whose partner experiences, pregnancy loss is entitled to one weeks’ paid leave. Pregnancy loss is a miscarriage or other loss of pregnancy that occurs between 12 and 20 weeks’ gestation that is not a stillbirth. 67.16 Pregnancy loss leave is in addition to entitlements to compassionate leave for miscarriage provided under the Fair Work Act 2009 and this Agreement. Premature birth leave 67.17 In circumstances of a live birth before 37 weeks’ gestation a pregnant officer, or an officer whose partner has given birth prematurely, is entitled to paid premature birth leave from the date of the child’s birth up to just before 37 weeks’ gestation. Parental leave with pay is then available from what would have been 37 weeks’ gestation in accordance with Parental leave in this Agreement, noting the parental leave period commences on the child’s date of birth. Transitional provisions 67.18 Officers eligible for paid leave under the ML Act are required under legislation to use their paid maternity leave first. In this circumstance, the officer may postpone their paid premature birth leave otherwise payable under clause 67.17 until after the legislated paid maternity leave is used. Unpaid parental leave -superannuation 67.19 CSS and PSSdb – where an officer is on unpaid parental leave and the officer elects prior to the relevant contribution day to contribute to superannuation during their absence, employer superannuation contributions will continue to be made. 67.20 PSSap – employer superannuation contributions will be paid for the period of absence on unpaid parental leave. 68. LEAVE WITHOUT PAY 68.1 Leave without pay may be granted to allow officers to be absent from work for a period of unpaid leave which is:  in the interests of CSIRO or the Commonwealth; or CSIRO Enterprise Agreement 2023 -2026  for specific purposes; or  for personal reasons, including family reasons; and where taking other categories of leave is not appropriate or paid leave credits are not available. 68.2 The maximum period of leave without pay which may be granted at any one time is three years, although the period may be extended in some circumstances, at the discretion of CSIRO. 68.3 In the case of specified term staff, leave may not be granted beyond the end of the approved employment period. 69. SICK AND CARER’S LEAVE 69.1 Officers may use their sick and carer’s leave: (a) for the purposes of personal illness or injury (b) for unforeseen personal emergencies (c) to attend appointments with a registered health practitioner (d) to manage a chronic condition (e) to provide care or support to a member of the officer’s family or household or a person they have caring responsibilities for, because: (i) of a personal illness or injury of the person; or (ii) of an unexpected emergency affecting the person. 69.2 Carers A person that an officer has caring responsibilities for may include a person who needs care because they: (a) have a medical condition, including when they are in hospital; (b) have a mental illness; (c) have a disability; (d) are frail or aged; and/or (e) are a child, not limited to a child of the officer. 69.3 On appointment, indefinite officers (except casual officers and former CSIRO officers with a break in service not exceeding 2 calendar months) will receive a credit of 18 days (132.3 hours) paid sick and carer’s leave, pro-rated for part-time officers. 69.4 On appointment, specified term officers will be credited sick and carer’s leave on a prorated basis based on the officer’s initial contract period and capped at 18 days (132.3 hours). Sick and carer’s leave will also be pro-rated for part-time officers. After the initial contract period or 12 months, whichever is shorter, or where an officer has an existing entitlement to sick and carer’s leave, leave will accrue daily and be credited monthly. 69.5 Paid sick and carer’s leave is cumulative but will not be paid out to the officer on termination of employment. Paid sick and carer’s leave counts as service for all purposes. CSIRO Enterprise Agreement 2023 -2026 69.6 An officer will not be entitled to paid sick leave for any period during which they are entitled to, or are receiving workers’ compensation payments. 69.7 An officer in receipt of workers’ compensation for more than 45 weeks will accrue sick leave on the basis of hours actually worked. 69.8 Where paid sick leave credits are exhausted, sick leave without pay may be granted on provision of satisfactory medical evidence. In any continuous sick leave absence period, any periods of sick leave without pay in excess of an aggregate of 26 weeks will not count as service for any purpose except long service leave in accordance with the Long Service Leave (Commonwealth Employees) Act 1976. 69.9 An officer will not be entitled to paid sick leave or carer’s leave while also entitled to paid maternity leave under the Maternity Leave (Commonwealth Employment) Act 1973, as amended, or whilst absent on paid parental leave. 69.10 Prior government service, as defined in the Long Service Leave (Commonwealth Employees) Act 1976 and Long Service Leave (Commonwealth Employees) Regulations 2016, is recognised for the purpose of establishing a sick and carer’s leave credit on commencement with CSIRO, provided that any breaks in such service do not exceed two calendar months. 69.11 Unpaid sick and carer’s leave (a) Casual officers are entitled to two days of unpaid sick and carer’s leave on each occasion that the officer is required to take leave for the reasons described in clause 69.1. (b) Unpaid sick and carer’s leave is only available where an officer has exhausted their entitlement to paid sick and carer’s leave. There is no limit on the number of occasions for which the officer can take unpaid sick and carer’s leave. 69.12 Evidence (a) Evidence may be requested after:  More than 3 consecutive days of leave; and  More than 10 days without evidence in a calendar year. (b) Acceptable evidence includes:  a certificate from a registered health practitioner;  a statutory declaration; and  another form of evidence approved by CSIRO. (c) A certificate from a registered health practitioner may be used as evidence of a chronic condition for up to 12 months for both sick and carer’s leave. (d) Where practicable, an officer must give notice prior to the absence of the intention to take sick and carer’s leave or otherwise notify of such absence at the first opportunity on the day of absence. (e) Sick and carer’s leave will not be deducted in respect to a public holiday that the officer would otherwise have observed. (f) An officer who is medically unfit for duty or is required to provide care or support to a member of their family or household while on recreation leave, or long service CSIRO Enterprise Agreement 2023 -2026 leave and who applies for sick/carer’s leave, shall be granted leave subject to satisfactory medical evidence being provided as soon as reasonably practicable. Recreation leave or long service leave will be re-credited to the extent of any sick and carer’s leave granted. 69.13 Effect of leave without pay Absences on leave without pay, which do not count for service, do not accrue sick and carer’s leave. 69.14 National Employment Standards Sick and carer’s leave must not be used for purposes other than what is provided by the National Employment Standards if it would be detrimental to an officer in any respect, when compared to the National Employment Standards under the Fair Work Act 2009. 69.15 Sick and carer’s leave can be taken at half-pay subject to delegate approval. 70. RECREATION LEAVE 70.1 A full-time officer is entitled to four (4) weeks (147 hours) paid recreation leave per year. Recreation leave accrues progressively at the rate of 0.33 weeks (12.25 hours) per month. Part-time officers accrue recreation leave pro-rata based on their standard hours of duty. 70.2 Recreation leave may not be taken in advance of accrual. 70.3 Recreation leave will not accrue for any period of leave which does not count for service. 70.4 The following categories of officers accrue additional recreation leave: (a) shift workers regularly rostered for Sunday and holiday duty forming part of the ordinary hours of attendance per week shall be allowed seven consecutive days leave (including non-working days) per year in addition to the period of recreation leave prescribed in clause 70.1; (b) caretakers in residence are entitled to an additional one day (7.35 hours) of recreation leave for each public holiday for which they are required to remain on residence, subject to a maximum of five days (36.75 hours) leave per year; (c) officers in remote localities (see clause 30); and (d) officers entitled to secure leave which is credited as recreation leave (see clause 31). 70.5 Where employment ceases, the officer will be paid the value of any unused recreation leave. Payment will be at the rate that would have been paid had the officer taken the entitlement as a period of leave and includes the following allowances where applicable: (a) ERA, if it was received for a continuous period of at least 12 months preceding the date of cessation; (b) Payment for shift work, restriction duty or overtime where it was received regularly i.e. in 50% or more of the pays received in the 12-month period preceding CSIRO Enterprise Agreement 2023 -2026 cessation. In this case the average fortnightly payment during that period will be included; and (c) Workplace Responsibility Allowance (including First Aid Allowance), Superior Performance Rating (Premium Step) and ACDP Site Allowance. 70.6 Recreation leave is cumulative. 70.7 Leave to be taken (a) Recreation leave is available to ensure that regular breaks are taken from the workplace for rest and relaxation. (b) It is important for health and wellbeing that leave is taken within a reasonable period of its accrual and that planning for leave is incorporated into workload management. (c) To facilitate an officer taking leave CSIRO shall grant the application where an officer has a recreation leave credit equal to or exceeding a credit representing two calendar years of service and applies with at least one months’ notice for leave to reduce the excess credit by a period of up to one quarter of the total leave credit. (d) Where an officer has on either 1 January or 1 July a recreation leave credit of 45 days (330.75 hours) or more or 50 days (367.5 hours) or more in the case of shift workers, CSIRO will direct the officer to take a specified number of days/period of recreation leave within a three month period. The period specified will be a period equivalent to 10/45 (rounded to the nearest whole day) of the recreation leave credit at the notice date. (e) If the officer fails to take the required period of leave (days) specified in the direction by 1 April (where directed on 1 January) or 1 October (where directed on 1 July) salary will not be paid for the recreation leave period, instead the officer will be provided with paid recreation leave during the period. Officers are not to attend work during periods of recreation leave. (f) An officer who is already on approved leave shall not be directed to take recreation leave until they have completed the period of approved leave. In these circumstances the officer must comply with the direction within a period of three months. 70.8 Cashing out leave (a) An officer may apply to “cash out” a period of recreation leave. To access this provision:  a balance of at least 20 days (147 hours) (or the equivalent number of days for part-time officers) of recreation leave must be retained;  an application to cash out leave can be made at any time during the year;  an application must state the amount of leave to be cashed out with the minimum cash out amount being 5 days and the maximum cash out amount being the amount of accrued leave the officer has above the minimum 20 day balance.  a block of recreation leave of at least 10 working days (73.5 hours) (or equivalent for part-time officers) or a block of long service leave of at least 14 CSIRO Enterprise Agreement 2023 -2026 calendar days duration, must have been taken in the preceding 12 months prior to the date of application; and  each application requires agreement in writing between CSIRO and the officer. (b) The officer will be paid the full amount that would have been paid had the officer taken the entitlement as a period of leave. 70.9 Recreation leave at half pay Recreation leave may be taken at half pay subject to Line Manager approval. 71. CULTURAL, CEREMONIAL AND NAIDOC LEAVE 71.1 NAIDOC leave (a) Officers who are Indigenous Australians may access up to one (1) day of paid leave per calendar year, to participate in NAIDOC week activities. (b) NAIDOC leave can be taken in part days. 71.2 Indigenous Australians ceremonial leave (a) Officers who are Indigenous Australians may access up to six (6) days of paid leave over two (2) calendar years to participate in significant activities associated with their culture or to fulfil ceremonial obligations. (b) CSIRO may approve additional leave for cultural or ceremonial purposes as paid leave for specific purposes, with or without pay. (c) Indigenous Australians ceremonial leave can be taken as part days. (d) Indigenous Australians ceremonial leave is in addition to compassionate leave. 71.3 Cultural leave (a) CSIRO may grant up to three (3) days of paid leave per calendar year for the purpose of attending significant religious or cultural obligations associated with the officers’ particular faith or culture. (b) CSIRO may approve additional leave for cultural purposes as paid leave for specific purposes, with or without pay. (c) Cultural leave can be taken as part days. (d) For the avoidance of doubt, this leave does not cover cultural purposes or obligations which are eligible for paid leave under clause 71.2 Indigenous Australians ceremonial leave. PART G. BALANCING WORK AND PERSONAL LIFE 72. PART-TIME/JOB SHARE ARRANGEMENTS 72.1 Definition – A part-time officer is a member of staff who:  works less than ordinary hours of duty (36 3/4 hours) per week;  has specified hours of work; and CSIRO Enterprise Agreement 2023 -2026  subject to legislative requirements, receives on a pro-rata basis, equivalent pay and conditions to those of full-time officers of equivalent classification. 72.2 Agreement in writing -Prior to commencing part-time work, CSIRO and the officer shall agree in writing on a regular pattern of work, specifying the hours to be worked each day, which days of the week the officer will work, the actual starting and finishing times each day, and whether the part-time work is for a specified period. No pressure will be exerted on full-time officers to convert to part-time work or to transfer to another position to make way for part-time work. 72.3 Variation – Any part-time work arrangement may be varied by agreement. Such variation shall be recorded in writing. 72.4 Rate for ordinary and additional hours worked – A part-time officer shall be paid for ordinary hours worked at the rate prescribed for the officer’s classification. Additional hours may be worked in accordance with clause 23. 72.5 Consideration of officer initiated proposals. (a) Officer initiated proposals for part-time work will be considered promptly and with due consideration for the reasons put forward by the officer in support of the proposal. Such consideration will be subject to operational requirements. (b) However, if after parental leave an officer proposes to return to work on a part-time basis, their proposal will be approved unless there are strong reasons for not doing so. Having an operational need for a full-time person is not, of itself, an acceptable reason for denying an application for part-time work. (c) Where management receives a part-time or job share proposal in writing from an officer, such a request can only be refused on reasonable business grounds and the reasons for the refusal will be provided in writing to the officer concerned. 72.6 Reversion – Where a full-time officer has entered into a part-time work arrangement, the following provisions will apply: (a) Where the arrangement is for a specified period, the officer will revert to full-time employment at the expiry of the specified period in the absence of an agreement for the arrangement to continue or be otherwise varied. (b) Where the arrangement is not for a specified period, and the officer wishes to revert to full-time employment, the officer will notify CSIRO. CSIRO will revert the officer to full-time status as soon as practicable. 73. RETURN FROM LENGTHY ABSENCES In order to support officers returning to CSIRO after absences of one year or more, the individual and their Line Manager will jointly develop an agreed return to work program designed to reintegrate the officer into the work environment. The content of the program will vary depending on factors such as:  The length of and reason for the absence;  The extent and nature of changes impacting on the workplace during the absence and  Changes in the officer’s field of expertise. CSIRO Enterprise Agreement 2023 -2026 74. CHILDCARE CSIRO has established on-site childcare facilities at several sites as a key strategy to attract and retain staff. In consultation with the parties to this Agreement, CSIRO will assess the feasibility of the provision of additional childcare facilities for significant relocations and new building projects at CSIRO workplaces and subject to that assessment may:  conduct a staff demographic analysis and staff survey; and  raise awareness of CSIRO procedures and guidelines. 75. FACILITIES FOR NURSING PARENTS 75.1 CSIRO will provide paid time during work hours for officers requiring lactation breaks for breastfeeding, expressing milk and other associated activities. This requires:  A lockable area that is clean, hygienic and private;  Comfortable seating;  Access to facilities for washing hands and equipment; and  Adequate refrigeration space for storage of expressed milk. 75.2 It is expected that these requirements will be incorporated into existing facilities such as First Aid rooms and will be taken account of in new building design. 75.3 Where it is not practicable for a CSIRO site to have a designated space, a flexible approach will be taken so that the officer can access the support required. 76. FLEXIBLE WORKING ARRANGEMENTS 76.1 The parties to this Agreement recognise: (a) the importance of an appropriate balance between officers’ personal and working lives, and the role flexible working arrangements can play in helping to achieve this balance; (b) access to flexible work can support strategies to improve diversity in employment and leadership in CSIRO; (c) access to flexible work supports CSIRO capability, and can assist in attracting and retaining the officers needed to deliver for the Australian community, including officers located at a wider range of locations; (d) that flexibility applies to all roles in CSIRO located in Australia, and different types of flexible working arrangements within Australia may be suitable for different types of roles or circumstances; and (e) requests for flexible working arrangements within Australia are to be considered on a case-by-case basis, with a bias towards approving requests. 76.2 CSIRO is committed to engaging with staff and their union to build a culture that supports flexible working arrangements across CSIRO at all levels. 76.3 Flexible working arrangements include, but are not limited to, changes in hours of work, changes in patterns of work and changes in location of work. Requesting formal flexible working arrangements CSIRO Enterprise Agreement 2023 -2026 76.4 The following provisions do not diminish an officer’s entitlement under the NES. 76.5 An officer may make a request for a formal flexible working arrangement. 76.6 The request must: (a) be in writing; (b) set out details of the change sought (including the type of arrangement sought and the proposed period the arrangement will operate for); and (c) set out the reasons for the change, noting the reasons for the change may relate to the circumstances set out at section 65(1A) of the Fair Work Act 2009. 76.7 CSIRO must provide a written response to a request within 21 days of receiving the request. 76.8 The response must: (a) state that CSIRO approves the request and provide the relevant detail in clause 76.9; or (b) if following discussion between CSIRO and the officer, CSIRO and the officer agree to a change to the officer’s working arrangements that differs from that set out in the request – set out the agreed change; or (c) state that CSIRO refuses the request and include the following matters; (i) details of the reasons of refusal; and (ii) set out CSIRO’s particular business grounds for refusing the request, explain how those grounds apply to the request; and (iii) either: A. set out the changes (other than the requested change) in the officer’s working arrangements that would accommodate, to any extent, the officer’s circumstances outlined in the request and that CSIRO would be willing to make; or B. state that there are no such changes; and (d) state that a decision to refuse the request, or failure to provide a written response within 21 days is subject to the dispute resolution procedures of the enterprise agreement, and if the officer is an eligible officer under the Fair Work Act 2009, the dispute resolution procedures outlined in section 65B and 65C of the Fair Work Act 2009. 76.9 Where CSIRO approves the request, this will form an arrangement between CSIRO and the officer. Each arrangement must be in writing and set out: (a) security and work health and safety requirements; (b) a review date (subject to clause 13); and (c) the cost of establishment (if any). 76.10 CSIRO may refuse to approve the request only if: (a) CSIRO has discussed the request with the officer; and CSIRO Enterprise Agreement 2023 -2026 (b) CSIRO has genuinely tried to reach an agreement with the officer about making changes to the officer’s working arrangements to accommodate the officer’s circumstances (subject to any reasonable business grounds for refusal); and (c) CSIRO and the officer have not reached such an agreement; and (d) CSIRO has had regard to the consequences of the refusal for the officer; and (e) the refusal is on reasonable business grounds. 76.11 Reasonable business grounds include, but are not limited to: (a) the new working arrangements requested would be too costly for CSIRO; (b) there is no capacity to change the working arrangements of other officers to accommodate the new working arrangements requested; (c) it would be impractical to change the working arrangements of other officers, or to recruit new officers, to accommodate the new working arrangements requested; (d) the new working arrangements requested would be likely to result in a significant loss in efficiency or productivity; (e) the new working arrangements requested would be likely to have a significant negative impact on customer service; and (f) it would not be possible to accommodate the working arrangements without significant changes to security requirements, or where work health and safety risks cannot be mitigated. 76.12 For officers who are Indigenous Australians, CSIRO must consider connection to country and cultural obligation in responding to requests for altering the location of work. 76.13 Approved flexible working arrangements will be reviewed by CSIRO and the officer after 12 months, or a shorter period, if agreed by the officer. This is to ensure the effectiveness of the arrangement. Varying, pausing or terminating flexible working arrangements 76.14 An officer may request to vary an approved flexible working arrangement in accordance with clause 76.6. An officer may request to pause or terminate an approved flexible working arrangement. 76.15 CSIRO may vary, pause or terminate an approved flexible working arrangement on reasonable business grounds, subject to clause 76.17. 76.16 CSIRO must provide reasonable notice if varying, pausing or terminating a flexible working arrangement without the agreement of the officer, having regard to the circumstances of the officer. Exceptions to this requirement are urgent and critical operational circumstances or an officer’s demonstrated and repeated failure to comply with the agreed arrangements. 76.17 Prior to varying, pausing or terminating the arrangement under clause 76.15, CSIRO must have: (a) discussed with the officer their intention to vary, pause or terminate the arrangement with the officer; CSIRO Enterprise Agreement 2023 -2026 (b) genuinely tried to reach an agreement with the officer about making changes to the officer’s working arrangements to accommodate the officer’s circumstances (subject to any reasonable business grounds for alteration); (c) had regard to the consequences of the variation, pause or termination for the officer; (d) ensured the variation, pause or termination is on reasonable business grounds; and (e) informed the officer in writing of the variation, pause or termination to the approved flexible working arrangement, including details set out in clause 76.8(c). Working from home 76.18 CSIRO will not impose caps on groups of officers on the time that may be approved to work from home or remotely, with each request to be considered on its merits. 76.19 CSIRO will provide equipment necessary for establishing a working from home arrangement. 76.20 An officer working from home is covered by the same employment conditions as an officer working at an office site under this Agreement. 76.21 CSIRO will provide officers with guidance on working from home safely. 76.22 Officers will not be required by CSIRO to work from home unless it is lawful and reasonable to do so. This may include where circumstances prevent attendance at an office during a pandemic or natural disaster. In these situations, CSIRO will consider the circumstances of the officers and options to achieve work outcomes safely. Ad-hoc arrangements 76.23 Officers may request ad hoc flexible working arrangements. Ad hoc arrangements are generally one-off or short term arrangements for circumstances that are not ongoing. 76.24 Officers should, where practicable, make the request in writing and provide as much notice as possible. 76.25 Requests for ad-hoc arrangements are not subject to the request and approval processes detailed in clauses 76.4 to 76.13. 76.26 CSIRO should consider ad-hoc requests on a case-by-case basis, with a bias to approving ad-hoc requests, having regard to the officer’s circumstances and reasonable business grounds. 76.27 Where a regular pattern of requests for ad-hoc arrangements from an officer emerges, CSIRO should consider whether it is appropriate to seek to formalise the arrangement with the officer. Altering span of hours 76.28 An officer may request to work an alternative regular span of hours (bandwidth hours). If approved by CSIRO, hours worked on this basis will be treated as regular working hours and will not attract overtime payments. CSIRO will not request or require that any officer alter their regular span of hours (bandwidth hours) under these provisions. CSIRO Enterprise Agreement 2023 -2026 77. FLEXIBLE WORKING HOURS – FLEXTIME 77.1 Introduction These flextime arrangements apply only to those officers in CSOF Level 1 to CSOF Level 4 who are required to formally record attendance. Other officers may access informal flexible attendance arrangements with the agreement of their Line Manager. 77.2 Flexible Working Hours (Flextime Scheme) (a) Flextime is a commonly used term to describe the flexible attendance arrangements which apply in CSIRO. The flextime scheme enables officers to work efficiently while at the same time recognising that officers have to accommodate both work and private commitments on a daily basis. This is achieved by allowing time off to be granted where this is consistent with work demands. (b) Additional benefits include reduced administrative costs resulting from:  fewer formal leave applications for short absences; and  fewer pay variations for short absences (c) Flextime is a standard practice in CSIRO but is always subject to operational requirements. While some officers will have less scope to take advantage of the scheme, planning and good communication should allow flexible arrangements to apply in most situations. (d) Line Managers have the discretion to deny flexible attendance arrangements where this would compromise the maintenance of satisfactory work levels, communication or services. Line Managers must ensure that officers do not attend outside standard hours in workload troughs merely to build up flex credits. (e) Flextime does not apply to shift workers and casual officers. 77.3 Recording Attendance Officers at CSOF Level 5 and above are exempt from formally recording attendance. Officers below CSOF Level 5 must keep formal daily attendance records unless they are offered exemption from this requirement by the Delegate. They must formally accept or reject that offer. 77.4 Definitions for the purpose of this clause:  “Standard hours” Fixed period, within the bandwidth, of seven hours 21 minutes plus at least 30 minutes for lunch.  “Core time” Fixed period of not more than four hours within the bandwidth during which attendance is mandatory unless leave or flex leave is approved. Core time can comprise one or two time blocks.  “Lunch period” A period of not less than 30 minutes nor more than two hours which must commence no later than five hours after the start of the bandwidth.  “Flexible periods” Time period outside core time but within the bandwidth during which individual officers have the scope to vary their attendance pattern, subject to work requirements.  “Flextime” An approved absence which:  is deducted from Flex Credits; CSIRO Enterprise Agreement 2023 -2026  may include core time; and  may create a flex debit provided that this debit is not more than 10 hours at the completion of the pay fortnight. 77.5 Hours of Duty Full-time officers must average 73 hours and 30 minutes of duty each pay fortnight. Part-time officers must average the hours of duty stipulated in their letter of appointment. Officers must:  be present during core time unless given approval to be absent; and  take a lunch break during the lunch period. 77.6 Credit/Debit Accumulation, Carryover and Settlement (a) Flex credit is the time worked in excess of seven hours 21 minutes within the bandwidth. A maximum of 10 hours flex credit may be accumulated in each pay fortnight unless otherwise approved by the delegate following a recommendation by the line manager. A maximum of 60 hours flex credit may be accrued. (b) Flex debit is the time worked short of seven hours 21 minutes within the bandwidth. The maximum allowable flex debit at the completion of any pay fortnight is 10 hours. 77.7 Discharging Credit Accrual (a) If an officer applies to access their available flex credit and is refused, CSIRO will have three months to provide the opportunity for the credit to be taken. During this time the onus is on CSIRO to allow the leave to be taken. (b) If at the end of the three month period, management has not allowed the leave to be taken, and the flex credit has not been discharged, the officer shall, upon application, be paid at single time for the period of leave. Alternatively, they may elect to retain the flex credit. (c) CSIRO and the officer may elect by mutual agreement to have some or all of the accrued flex credit paid out at single time before the expiry of three months. 77.8 Discharging Debit Accrual (a) Debits in excess of 10 hours at the end of each pay fortnight must be covered by submission of a leave application. (b) If an officer has a debit accrual on ceasing employment an equivalent deduction will be made from any payments due in accordance with the requirements of the Fair Work Act 2009. 77.9 Overtime (a) A full-time officer who formally records attendance and who is directed to work outside standard hours can elect either to be paid in accordance with clause 23 or accrue flex credit for the additional hours worked. Flex credit does not accrue for hours paid as overtime. (b) An officer working part-time may be required to perform additional duty. Payment for additional hours shall be made in accordance with clause 23. CSIRO Enterprise Agreement 2023 -2026 77.10 Travel Business related travel within the bandwidth is regarded as "time on duty" for the purposes of credit accrual. 77.11 Flextime in Conjunction with Other Leave Flex leave may be taken in conjunction with other forms of leave provided that the total authorised leave on any day does not exceed seven hours 21 minutes. 78. PURCHASED LEAVE 78.1 Where an officer and CSIRO agree, the officer may purchase additional leave per year for future use in return for a pro-rata deduction from their fortnightly base salary. Base salary includes any supplementary remuneration in accordance with clause 11. 78.2 The cost of purchasing the additional leave is spread over the relevant period of the purchased leave arrangement. 78.3 The relevant period for a purchased leave arrangement includes periods of six (6), thirteen (13), nineteen (19) or twenty six (26) pay periods. 78.4 Periods of purchased leave taken will count as service for accrual of all leave entitlements. 78.5 Employer superannuation contributions during periods of purchased leave are determined in accordance with the fund relevant to the officer. 78.6 Key conditions (a) A minimum of one (1) week and up to a maximum of twelve (12) weeks leave can be applied for. Normally it is expected that no more than 12 weeks purchased leave will be accessed in any year. (b) The purchased leave rate of pay is an officer’s base salary excluding any allowances. (c) Deductions from salary will commence in the first available pay period after approval. (d) Only one application can be in place at any time and all outstanding deductions must be repaid prior to a new application commencing. (e) When taking purchased leave, it will be paid at the purchased leave rate of pay (f) Applications for purchased leave need to be initiated by an officer and approved by CSIRO. Access to this form of leave is not an entitlement and requires approval by the Delegate. (g) Once the purchased leave arrangement period starts an officer may elect to cancel the arrangement only with the approval of CSIRO. (h) This leave may be taken in conjunction with other forms of leave. (i) Purchased leave cannot be rolled over from one period to the next (j) If an officer takes long-term leave while an approved purchased leave arrangement is in place, reconciliation will be undertaken, and appropriate salary adjustments made. CSIRO Enterprise Agreement 2023 -2026 (k) At the end of the purchased leave arrangement and/or when an officer ceases employment, the purchased leave balance and payments will be reconciled and payments recovered or refunded as appropriate. 79. PHASED RETIREMENT OF MATURE AGED STAFF 79.1 CSIRO recognises the skills, expertise and knowledge held by more mature officers, and the contribution that they can make to the Organisation including as mentors and developers of other officers. CSIRO offers a range of flexible working arrangements to assist mature aged officers phasing to retirement. 79.2 Information on the flexible working arrangements in this Agreement and other policy options, including but not limited to post retirement and voluntary fellowships, will be made available to staff on the CSIRO intranet. 79.3 Where an officer confirms in writing that they intend retiring within the next two years, CSIRO will work with that officer to develop an individual and specific program for phasing to retirement. Elements of this program may include:  changed mode of employment including reduced working hours;  access to accrued leave;  access to other flexible working arrangements;  a mentoring role;  a role in training and development of other officers;  time and resources to capture their knowledge in appropriate knowledge management systems;  reasonable time to bring existing work to be publication ready (or equivalent), if applicable; and  other activities as agreed by both parties (e.g. educational activities, science communication, contribution to internal and external fora). 79.4 Where an officer has indicated a firm date of retirement, management should not unreasonably refuse an application to access flexible working arrangements in the period of two years prior to their date of retirement. Where management receives a proposal in writing from an officer, any rejection by management must be justified in writing to the officer concerned. 79.5 Changes to working arrangements in preparation for retirement may impact on superannuation entitlements. Officers who are considering these changes are encouraged to seek financial advice, at their own expense. 80. WORKLOADS 80.1 CSIRO recognises the importance of officers balancing their work and personal life. While it is acknowledged that at times it may be necessary for some extra hours being worked by some officers, this should be regarded as the exception rather than the rule. 80.2 When determining workloads for an officer or group of officers, CSIRO will consider the need for officers to strike a balance between their work and personal life. CSIRO Enterprise Agreement 2023 -2026 80.3 Where an officer or group of officers raise that they have experienced significant workload pressures over a prolonged period of time, CSIRO and the officer(s) together must review the officer’s workloads and priorities, and determine appropriate strategies to manage the impact on the officer or group of officers. PART H. MOBILITY OF STAFF 81. PERMANENT RELOCATION 81.1 Inter-City (relocation from one city or regional area to another) (a) Early and informal discussion will occur with officers and their representatives when relocation is being considered between cities and/or regional locations. (b) Once compulsory relocation has been approved by CSIRO, the officers concerned will be given reasonable formal written notice of transfer. The notice period, as specified in the formal written notice of transfer, recognises that officers require adequate time to assess the impact of a transfer on their careers and on their families and to undertake measures of their own to minimise the disruption. Officers may waive, or agree to reduce, the notice period. (c) To enable CSIRO to develop relocation plans, officers should provide where possible, early informal advice of their intention to relocate after receiving formal notice. However, formal advice of their intentions must be provided not less than eight months prior to the proposed date of transfer, unless otherwise mutually agreed. (d) Officers who are compulsorily transferred from one city or regional area to another, may incur costs and inconvenience as a result of the relocation. In these circumstances standard CSIRO relocation provisions apply, including:  Familiarisation, pre-transfer and post transfer visits;  Temporary accommodation and meal costs;  Reimbursement of transport and removal costs;  Incidental relocation expenses;  Access to miscellaneous leave;  Reimbursement of costs relating to the sale and purchase of houses;  Education Costs;  Fares and travelling expenses;  Other costs specific to any individual officers particular situation; and  Advances to cover other reimbursable expenses. (e) Where necessary, specific arrangements will be determined consultatively by the Business Unit, officers and their representatives for each relocation, taking into account the circumstances of the move and likely expenses to the impacted officers. This specific relocation package will apply to all officers impacted, for the duration of that relocation exercise and this will be detailed in the package. CSIRO Enterprise Agreement 2023 -2026 81.2 Intra-City (relocation within a city) (a) Early and informal discussion will occur with officers and their representatives when relocation is being considered within cities. (b) Once compulsory relocation has been approved by CSIRO the officers concerned will be given reasonable formal written notice of transfer. The notice period, as specified in the formal written notice of transfer, recognises that officers require adequate time to assess the impact of a transfer on their careers and on their families and to undertake measures of their own to minimise the disruption. Officers may waive, or agree to reduce, the notice period. (c) Officers who are compulsorily transferred from one location to another within the same city may incur costs and inconvenience as a result of the relocation. Where necessary, special arrangements will be determined consultatively by the Business Unit, officers and their representatives for each relocation, taking into account the circumstances of the move and likely expense to the impacted officers. Items of assistance may include but not be limited to:  Excess travelling time and fares;  Mileage allowance; and/or  Other costs specific to any individual officer’s particular situation. (d) This level of assistance will apply to all eligible officers impacted for the duration specified in the special arrangements and will be detailed in the information provided. 82. ACCOMMODATION CHANGES CSIRO will provide officers with accommodation suitable for their work role and function. PART I. DISPUTE PROCEDURES 83. REVIEW OF DECISIONS TO TERMINATE EMPLOYMENT 83.1 An officer will have the right to bring an action under the Fair Work Act 2009 in respect of termination of employment. This will be the sole right of review in respect of such actions. 83.2 In particular, termination of, or a decision to terminate employment, cannot be reviewed under dispute avoidance and settlement procedures addressed in clause 84 of this Agreement. 83.3 Nothing in this Agreement prevents CSIRO from terminating an officer without notice for serious misconduct in accordance with the Fair Work Act 2009. 84. RESOLUTION OF DISPUTES 84.1 If a dispute relates to: (a) a matter arising under the Agreement; or (b) the National Employment Standards; CSIRO Enterprise Agreement 2023 -2026 this term sets out procedures to settle the dispute. 84.2 An officer or union who is covered by this Agreement may initiate and/or be a party to a dispute under this term. 84.3 An officer who is a party to the dispute may appoint a representative for the purposes of the procedures in this term. Representatives will be recognised and dealt with in good faith. 84.4 In the first instance, the parties to the dispute must try to resolve the dispute at the workplace level, by discussions between the officer or officers and relevant supervisors. Parties to the dispute will notify higher level managers to assist in the resolution of the dispute. Parties will give genuine consideration to proposals to resolve the dispute. 84.5 If a dispute about a matter arising under this Agreement is unable to be resolved at the workplace level and all appropriate steps under clause 84.4 have been taken, a party to the dispute may refer the dispute to the Fair Work Commission. 84.6 The Fair Work Commission may deal with the dispute in two stages: (a) The Fair Work Commission will first attempt to resolve the dispute as it considers appropriate, including by mediation, conciliation, expressing an opinion or making a recommendation; and (b) if the Fair Work Commission is unable to resolve the dispute at the first stage, the Fair Work Commission may then: (i) arbitrate the dispute; and (ii) make a determination that is binding on the parties. Note: If the Fair Work Commission arbitrates the dispute, it may also use the powers that are available to it under the Act. A decision that the Fair Work Commission makes when arbitrating a dispute is a decision for the purpose of Div 3 of Part 5.1 of the Fair Work Act 2009. Therefore, an appeal may be made against the decision. 84.7 While the parties are trying to resolve the dispute using the procedures in this term: (a) an officer must continue to perform their work as they would normally in accordance with established custom and practice at CSIRO that existed immediately prior to the dispute arising unless they have a reasonable concern about an imminent risk to their health or safety; and (b) an officer must comply with a direction given by CSIRO to perform other available work at the same workplace, or at another workplace, unless: (i) the work is not safe; or (ii) applicable work health and safety legislation would not permit the work to be performed; or (iii) the work is not appropriate for the officer to perform; or (iv) there are other reasonable grounds for the officer to refuse to comply with the direction. 84.8 The parties to the dispute agree to be bound by a decision made by the Fair Work Commission in accordance with this term. CSIRO Enterprise Agreement 2023 -2026 84.9 Any disputes arising under the CSIRO Enterprise Agreement 2020-2023 or the National Employment Standards that were formally notified under clause 81 of that Agreement before the commencement of this Agreement, that remain unresolved at the date of commencement of this Agreement, will be progressed under the dispute resolution procedures in this Agreement. 84.10 Where the provisions of clauses 84.1 to 84.5 have been complied with, and to assist in the resolution of the matter, the officer, and/or the union delegate or other employee representative referred to in clause 84.2, or officer required to provide evidence, will be granted paid time to attend dispute resolution processes and proceedings in the Fair Work Commission arising from referral of the matter in clause 84.5. 85. WORKPLACE ISSUES RESOLUTION PROCEDURE 85.1 CSIRO expects that most Workplace Issues will be resolved in normal day-to-day interactions at the local workplace level, however situations may arise where informal resolution fails or is not appropriate. The Workplace Issues Resolution Procedure provides a framework for the fair, equitable, transparent and timely resolution of issues resulting from the effect of decisions, actions or conduct connected to employment in CSIRO. 85.2 CSIRO encourages officers to raise issues as they arise and Managers are encouraged to proactively address issues as soon as they become aware of them. Staff members and their Managers are expected to attempt to resolve matters at the local workplace level before the matter is formally reported as a ‘Workplace Issue’. 85.3 The procedure sets out the pathways for resolving Workplace Issues and is underpinned by the following principles:  Safety – the health and wellbeing of all persons involved with workplace issues is paramount and must be considered and monitored throughout the resolution process as appropriate and for a reasonable period of time after it has concluded.  Representation -all staff members have the right to be represented, including by a staff or union representative.  Respect -all people involved with a Workplace Issue will be treated respectfully, with respect for diversity and inclusivity. Workplace Issues raised will be treated seriously.  Fairness -the principles of natural justice and procedural fairness will apply.  Neutrality -any conflict of interest involving any persons involved in a resolution process must be declared, all decisions must be free from bias, decision makers will act without bias or self-interest and will base their decisions on evidence that is relevant to the facts at issue.  Timeliness -all Workplace Issues will be dealt with as efficiently and expediently as possible with a view to finding a resolution as soon as practicable. The process for resolving Workplace Issues should be carried out with as little formality and with as much expedition as a proper consideration of the issues allows. CSIRO Enterprise Agreement 2023 -2026  Protection -staff members and affiliates who report a Workplace Issue or are involved in its resolution must not be victimised or disadvantaged because of such involvement.  Transparency -parties to a Workplace Issue will be kept informed of progress of the Workplace Issue and be given the opportunity to provide input and have their input considered, the nature of which will depend on their role (for example as the person who has raised the issue, a witness, support person or person against whom an issue has been raised).  Confidentiality -any information obtained in the process will be treated confidentially and in accordance with the Australian Privacy Principles and only necessary and appropriate disclosures made on a need to know basis, noting however that the confidentiality of the person reporting the issue cannot be guaranteed in all circumstances. 85.4 The procedure consists of the following process steps:  Step 1 – Workplace Issue notified/reported to a Manager.  Step 2 – Workplace Issue evaluated and categorised as a Conduct Issue or Non-conduct Issue.  Step 3 – Workplace Issue dealt with either informally and/or formally as appropriate to the type of Workplace Issue including a potential investigation.  Step 4 – Communication of the outcome advised to the relevant persons and if required, action taken.  Step 5 – Review of the outcome, if sought and applicable, undertaken by the Chief Executive Review Panel and the subsequent decision of the Chief Executive being final and the matter closed. CSIRO Enterprise Agreement 2023 -2026 PART J. SCHEDULES TO AGREEMENT SCHEDULE 1 -MANAGEMENT OF UNDERPERFORMANCE Where underperformance of an officer is identified, the officer will be given the opportunity to improve their performance with the desired outcome being that the officer achieves the specified standard of performance within a designated time frame. (a) The Management of Underperformance procedure is intended to be applied when communication, counselling and training (where a deficit in the necessary skills or experience has been identified) have failed to bring about an acceptable standard of performance. (b) The procedure is distinct from and shall not be used where misconduct (Workplace Issues Resolution Procedure -Conduct Issue) or invalidity procedures are more appropriate. (c) The procedure can be commenced at any time during the Annual Performance Agreement cycle. There is no requirement to wait for the completion of one or more Annual Performance Agreement cycles. (d) Any notes or records of counselling and training (formal, informal or on-the-job) which are placed on the officer’s file, must be sighted by the officer and the officer must be given the opportunity to record comments. (e) The People team provide an important advisory and support role for supervisor/Line Managers during this procedure. Officers may also seek procedural advice from People Advisory at any time during the Management of Underperformance procedure. Officers may also enlist the assistance of a colleague officer or representative at any point in the procedure. (f) Prior to commencing the Management of Underperformance procedure, the supervisor/Line Manager will inform the next level Manager of the proposed action. The next level Manager will satisfy themselves that the expectations of work level/load of the officer concerned are reasonable and that the problem is not primarily one of personality based conflict requiring consideration of other remedies (e.g. mediation, counselling etc). (g) The Management of Underperformance procedure consists of the following steps: Step 1 Written notification of the commencement of the procedure and establishment of the assessment period which will default to a three month assessment period if the Line Manager and officer do not agree on a time frame. The notification to the officer will also include: (i) the expected standard of performance; (ii) the ways in which the officer is not meeting the expected standard of performance and guidance to assist the officer to achieve the expected standard of performance; and CSIRO Enterprise Agreement 2023 -2026 (iii) a warning that failure to meet the expected standard of performance by the conclusion of the assessment period may lead to termination. Step 2 The officer’s Line Manager, as the assessor, will conduct the assessment of the officer’s performance. Where the Senior Manager considers that fairness and objectivity of the assessor cannot be assured, taking into consideration any views provided by the officer being assessed, the Senior Manager may appoint an alternative assessor. Step 3 Preparation of a report by the assessor and consideration of the report by the Senior Manager. The officer will be provided with a copy of the assessor’s report and invited to comment in writing to the Senior Manager. If the Senior Manager considers that the officer has achieved the specified standard of performance, the procedure will be concluded. Step 4 If the officer has not achieved the specified standard of performance, the Senior Manager will make a decision on a proposed action(s) which will be provided in writing to the officer and the officer given the opportunity to respond. Step 5 If the Senior Manager decides to terminate the officer’s employment, the officer will have the right to bring an action against their termination of employment under clause 83 of this Agreement. The notice period to be provided will be in accordance with the Fair Work Act 2009. CSIRO may elect that the officer does not work through the notice period but will pay the officer the balance of the notice period in lieu. Step 6 Where the decision of the Senior Manager is to implement an action other than termination of employment, the officer has the right to request an independent review of the decision by a Chief Executive Review Panel (in accordance with the non-conduct pathway of the Workplace Issues Resolution procedure) if the officer believes that the proposed action is unreasonable or there was a procedural flaw in the application of the Management of Underperformance procedure. Where a review is to be undertaken, the proposed action of the Senior Manager will be suspended pending the outcome of the review by the Chief Executive. CSIRO Enterprise Agreement 2023 -2026 SCHEDULE 2 – SPECIFIED TERM EMPLOYMENT This Schedule applies to officers appointed on a specified term. 1. Criteria for term appointment (a) The parties agree that CSIRO will benefit from the stability afforded by effective and long term planning of skill needs. To this end, the parties accept that indefinite appointment is the standard form of employment for CSIRO officers, whilst it is acknowledged that specified term employment may be used in appropriate circumstances. Specified term employment means employment for a specified period of time and includes an appointment covering work that is clearly of a limited term nature. 2. Restrictions on Term Employment (a) The duration of a term appointment will vary depending on the circumstances in each case, however, subject to paragraph 3 of this Schedule, no single period of term appointment shall exceed five years. (b) Government sponsored employment and training schemes may require negotiation of variations to Awards and/or Agreements to facilitate appointment as a “designated trainee”. 3. CSIRO Early Research Career Postdoctoral and Engineering Fellows (CERC Fellows) – special conditions CSIRO assists in the development of the next generation of leaders of the innovation system and CERC Fellowships are the primary mechanism by which CSIRO delivers this assistance. CSIRO’s purpose in offering CERC Fellowships is to provide:  A differentiated career development program to deliver capability excellence and breadth across all facets of the national innovation system;  Research training via strategic research and development projects with a clear focus that will deliver real impact through science and technology excellence;  An innovative culture supporting the development and demonstration of original thinking and expertise leading to peer recognition; and  Opportunities to develop skills and experience in collaborative research teams to effectively work within national and global multi/transdisciplinary and multi- stakeholder environments. A CERC Fellowship is intended, first and foremost, to enhance the person’s research capability so that they are better able to pursue a career in science either within CSIRO or beyond. The following special conditions apply to appointments of CERC Fellows: (a) The duration of a CERC Fellowship is three years full-time or equivalent but may be a minimum of two years in special circumstances, allowing for breaks or part- time pro-rata considerations. Consecutive appointment as a CERC Fellow may be offered only where the Fellowship is within a different discipline area to their first CERC Fellowship. The consecutive appointment must provide a different learning, development and training opportunity than the first Fellowship. On completion of the Fellowship/s, the officer’s total relevant work experience since confirmation of CSIRO Enterprise Agreement 2023 -2026 their doctorate (in the case of a PhD graduate) or conferral of their master’s degree (in the case of a master graduate) must not exceed six full-time equivalent years. (b) (i) A structured learning development and training plan must be developed by the supervisor in consultation with the CERC Fellow within three months after commencement. The plan will be designed to facilitate the development of the Fellow's capabilities to those expected of an independent researcher and opportunity will be provided for the Fellow to apply those capabilities in their work, as they develop. (ii) The learning development and training plan will include defined opportunities for formal involvement in research planning, conference attendance, publication and review of scientific papers and fully funded training courses for skills development, unless otherwise agreed between CSIRO and the Fellow. (c) Except as provided in clause 18.4, a person appointed as a CERC Fellow is classified at a minimum of CSOF Level 4.2. Higher pay points within CSOF 4 may be used where the CERC Fellow has had prior relevant postdoctoral or equivalent masters research experience. (d) CERC Fellows have access to rewards including performance and development steps, performance cash rewards and accelerated advancement during their Fellowship and promotion. 4. Records CSIRO will maintain a record of all term appointments and reappointments. This information will be provided to the appointee on request. 5. Equitable Treatment of Staff (a) The parties recognise that patterns of employment in CSIRO have changed significantly in recent years. Consistent with the commitment to treat all officers equitably, whether term or indefinite, it is agreed that officers employed for a specified term will be:  informed of their rights and options in respect to applicable superannuation schemes on commencement or when their employment situation changes;  required to participate in the APA process, when employed for periods exceeding three months;  eligible for performance rewards on the same basis as an indefinite officer including entitlement to Performance and Development Step progression where breaks between appointments do not exceed three months in an APA cycle;  exempt from a further probation period provided that: (i) the break since their last period of service is not greater than six months; (ii) prior service has been satisfactory; (iii) the appointee is medically fit to perform the requirements of the position; and CSIRO Enterprise Agreement 2023 -2026 (iv) the new duties are comparable with the duties undertaken in the previous position.  eligible for applicable relocation conditions (temporary or permanent relocation as appropriate) provided that: (i) their position is required at the new location; (ii) they are employed at the date of written notice of transfer to a new location; and (iii) their term extends beyond the transfer date. 6. Separation Payment (a) In order to encourage term officers to remain until the end of their term, and in recognition that they may forgo other employment opportunities in doing so, such officers will be entitled to the following: On separation from CSIRO following completion of a period of fixed term employment, term officers who are not offered further employment, will receive a payment for completed months of service equivalent to one week’s salary for each six months of service. Service will include contiguous periods of fixed term employment preceding the concluding term. An officer shall not have an entitlement to the separation payment if they decline an offer by CSIRO of further employment:  in the same city;  at the same or higher classification and salary level; and  the period of employment offered is of at least six months duration and the offer is made at least one month prior to the term end. For the purposes of this paragraph:  service shall date from 17 June 1998;  the minimum specified term period for payment is one calendar month (e.g. from 9 April to 8 May);  payment is calculated at the termination salary and includes the following allowances; (i) Enhanced Responsibilities Allowance, if it was received for a continuous period of at least 12 months preceding the date of cessation; (ii) Payment for shift work, restriction duty or overtime where it was received regularly i.e. in 50% or more of the pays received in the 12month period preceding cessation. In this case the average fortnightly payment during that period will be included for the purpose of calculating the separation payment; and (iii) Workplace Responsibility Allowance (including First Aid Allowance), Superior Performance Rating (Premium Step) and ACDP Site Allowance. CSIRO Enterprise Agreement 2023 -2026  where there is a change in hours of work during the period of the term (for example, a movement to part-time hours), payment will be based on average hours worked over the full period of the term;  an officer shall not receive payment more than once for a specific period of service;  all periods of leave without pay do not count as service for purposes of payment under this clause; and  an officer who secures indefinite CSIRO employment during or at the conclusion of a period of fixed term employment, shall have no entitlement to this separation payment in respect of previous periods of term employment. (b) An officer who resigns prior to the term end date is entitled to the separation payment only in the following circumstances:  The officer does not receive an offer of further CSIRO employment as described in (a);  The officer provides the required two weeks’ notice of resignation; and  The date of effect of the resignation is within two weeks of the term end date. 7. Early termination by CSIRO Where CSIRO terminates employment (except if the termination is due to inefficiency or misconduct) prior to the completion of the specified term period, the officer shall:  be given two weeks’ notice of the early termination, subject to the minimum notice period required under the Fair Work Act 2009;  be given access to redeployment by being placed on CSIRO’s central redeployment register as a specified term officer and being considered for opportunities that arise for which they have suitable skills; and  be entitled to a separation payment as per paragraph 6 of this Schedule for completed months of service and the period of service that would have otherwise been completed if the employment continued to the end of the specified term period. 8. Eligibility for Indefinite Appointment (a) Except as provided in (b) of this clause, or paragraph 9 of this Schedule, term officers may be considered for indefinite appointment in the following circumstances: (i) They are candidates for externally advertised positions; or (ii) They were originally recruited through a competitive selection process and  are candidates for internally advertised positions; or  in the opinion of the Organisation it is desirable to offer indefinite employment without a position being advertised (such offers are at the discretion of the Delegate). CSIRO Enterprise Agreement 2023 -2026 (b) Trainees, who were recruited through external advertisement, are eligible to apply for internally advertised positions after the first six months of their term. 9. Review of Tenure Status For the purposes of this clause, periods of service will be aggregated provided no break between those periods exceeds six months. The following provisions do not apply to CERC Fellowships. (a) (i) Where a term officer is being considered for a subsequent term appointment which will extend total employment beyond two years, an assessment overseen by the Delegate will be completed in the last three months of their current term, to determine whether further employment is appropriate and whether such employment will be offered on a term or indefinite basis. (ii) The officer shall be notified in writing of the result of the assessment and the reasons for the decisions at least one month prior to the term end. However, the decision is not subject to review under clause 84 of this Agreement, or any other CSIRO review mechanisms. (b) (i) Where a term officer has had more than four years of service, and further employment is being considered, an assessment process shall be completed, in the last three months of their current term to determine whether further employment is appropriate and whether such employment will be offered on a term or indefinite basis. (ii) The officer shall be notified in writing at least one month prior to the term end of the result of the assessment and the reasons for the decisions shall be provided in writing if requested. If the officer is not satisfied with the reasons for the decision the officer may seek a review under clause 84 of this Agreement. (iii) For the purposes of this assessment, where an officer would be offered indefinite appointment but does not satisfy the requirements of paragraph 8(a) (i.e. was not originally recruited through a competitive selection process and is not a candidate for an externally advertised position), those requirements may be waived if the Business Unit considers that there would be no advantage in conducting a competitive selection process. 10. Term Officer Redeployment (other than Early termination by CSIRO) (a) In addition to any Business Unit’s processes, an officer shall have access to CSIRO’s redeployment process by being placed on CSIRO’s central redeployment register as a specified term officer and being considered for opportunities that arise for which they have suitable skills provided that they:  were appointed following a competitive recruitment process; and  have at least four years aggregate employment, provided that no breaks between periods of service exceeds six months. (b) Consideration of any outplacement benefit will be at CSIRO’s discretion. CSIRO Enterprise Agreement 2023 -2026 SCHEDULE 3 – REDEPLOYMENT AND RETRENCHMENT 1. Application (a) These provisions do not apply to: (i) an officer appointed on probation whose appointment has not been confirmed; or (ii) an officer appointed for a specified period including casual appointment. Officers on a specified term employment have access to redeployment and other provisions in accordance with Schedule 2. 2. Potentially Redundant Officers (a) An officer is potentially redundant if: (i) the officer is included in a group of officers, which group comprises a greater number of officers than is necessary for the efficient and economic working of CSIRO; (ii) the services of the officer cannot be effectively used because of technological, structural or other changes in the work methods of CSIRO or changes in the nature, extent or organisation of the functions of CSIRO; or (iii) the duties usually performed by the officer are to be performed in a different city and the officer is not willing to perform duties at that city. 3. Voluntary Redundancy (VR) (a) A potentially redundant officer may become voluntarily redundant by either: (i) accepting an offer from CSIRO to make their position redundant; or (ii) exchanging positions with another officer who would not contest redundancy. This is referred to as Voluntary Redundancy Substitution (VRS). VRS will only be approved where CSIRO determines that the skills of both individuals are a close match and that there will be no adverse impact on ongoing work requirements. VRS will only proceed where no suitable redeployment opportunities are identified. (b) VRS is entirely at CSIRO’s discretion and discussions will occur with each individual officer before final approval by CSIRO. (c) Where VR is approved, the Senior Manager will provide the officer with the following information and formal advice. Unless a shorter period is agreed between CSIRO and the officer, the formal advice will be provided no earlier than four weeks from the date on which all relevant information regarding the potential redundancy situation has been provided to the officer: CSIRO Enterprise Agreement 2023 -2026  a written estimate of the financial termination benefits which apply for each of the redundancy options (including income maintenance);  formal advice in writing detailing that: (i) the officer can agree to a termination date that is within 10 working days of receipt of this formal advice; (ii) the officer will be paid the equivalent of 8 weeks pay in lieu of notice in addition to the lump sum or income maintenance benefit, (where applicable); and (iii) the officer must provide written advice as to their preferred benefit as soon as practicable, prior to the termination date. (d) Where an officer has requested the involvement of a representative, the representative will be provided with the information in respect of the officer concerned. (e) Where VR is approved, clauses 4 to 7 and 10 of this Schedule do not apply to the officer. (f) CSIRO will, on an annual basis, make all officers aware of the option of being listed on a Voluntary Redundancy Substitution register which will be maintained by CSIRO Human Resources. CSIRO will not refuse an officer’s election to be placed on the register. Additionally, when Business Units are undertaking organisational change or restructuring, they will advise all officers at that time of the opportunity for voluntary redundancy substitution. 4. Identification of individual officers from an impacted group of officers (a) After voluntary redundancy has been considered, in any situation where the number of roles available is fewer than the current number of officers occupying those roles, the following process will be adopted. (b) The responsible Line Manager will use available knowledge and information to undertake an assessment of each officer against the organisational requirements for the role/s developed in line with the applicable work classification standards. The principles of procedural fairness will be applied. The officer will have the opportunity to provide information if they so choose, however they will not be required to make a formal application for their existing role. (c) The final decision will be made by the responsible Line Manager and affected officers will be advised. Where it is determined that there is no ongoing organisational requirement for the officer’s skills, the officer will be advised that they are potentially redundant and will be provided with information in accordance with sub-paragraph 6(a). CSIRO Enterprise Agreement 2023 -2026 5. Advice and information to individual impacted officer (a) Where an individual officer is likely to become redundant the Senior Manager will, at the earliest practicable time, advise the officer of the situation and at the same time will provide the officer with the following information:  details of the circumstances which have given rise to the potential redundancy;  why the individual officer’s position has been identified as potentially redundant;  potential redeployment, including retraining prospects, within the Business Unit and more broadly, within CSIRO;  other options available which may prevent the redundancy;  a written estimate of the financial termination benefits which apply for each of the redundancy options (including income maintenance) in the event that redundancy is confirmed; and  comprehensive information concerning redeployment and redundancy procedures and the assistance that CSIRO Human Resources will provide. (b) Where an officer has requested the involvement of a representative, they will be provided with the information in respect of the officer concerned. 6. Redeployment (a) CSIRO will carry out an organisation-wide survey, of existing and foreseeable vacancies which are at, or one level below, the officer’s substantive CSOF level and in the same functional area. The minimum period over which this survey will be conducted will be 2 months or a shorter period may be agreed between CSIRO and the officer. (b) A position will be considered to be a suitable opportunity if that officer meets all the essential selection criteria for the position either immediately, or could reasonably be expected to do so after a reasonable period of retraining (up to six months in the case of vacancies with indefinite tenure). (c) Where an officer accepts redeployment within CSIRO to a position of lower classification than their substantive classification level, payment will be at the rate necessary to bring their salary up to the salary received immediately before the date of redeployment for the following period: (i) in the case of officers who have twenty or more years of service – 14 months; or (ii) in the case of other officers – eight months. The income maintenance period shall commence on the day of transfer to a position of lower classification. (d) Where an officer secures further employment in CSIRO and is required to move house in order to take up the appointment, the officer will be eligible for the same conditions as would apply had the officer been promoted to that position. CSIRO Enterprise Agreement 2023 -2026 (e) For the purposes of calculating salary, allowances referenced in 8.2 (e) will apply. 7. Retrenchment (a) Formal written notification Where there are no apparent redeployment opportunities and the redundancy is to proceed, the officer will be formally advised in writing. This notification will detail the various options in terms of the timing of termination and the relevant benefits the officer may elect to receive on retrenchment. This notification shall provide formal notice of five weeks which will commence four weeks from the date of the formal written notification. (b) Cessation within 10 working days of receiving formal written notification If an officer does not contest redundancy and agrees to a termination date that is within 10 working days of receipt of their formal written notification the officer shall be paid the equivalent of 8 weeks pay in lieu of notice in addition to the lump sum or income maintenance benefit, (where applicable). During this 10-day period the officer must provide written advice as to their preferred benefit. (c) Cessation after 10 working days of receiving formal written notification (i) Officers who choose to remain with CSIRO beyond the 10 working days following the receipt of their formal written notification, will receive, in addition to the lump sum or income maintenance benefit (where applicable) the remainder of the formal notice period referred to in sub-paragraph 7(a). (ii) Employment will terminate at the completion of the period of notice. Where, prior to the completion of the notice period, the officer seeks appointment to an advertised vacancy but has not been assessed by the end of the notice period, employment will be extended until the officer’s suitability for that position has been determined. (d) Financial planning, skilling and career support When requested by an officer, CSIRO will fund an outplacement service to obtain job seeking skills and career assessment. In lieu of this, the officer may request an equivalent amount to undertake relevant training or other career support. In addition, CSIRO will contribute towards one visit to a mutually agreed financial adviser. 8. Options for Redundancy Benefit An officer made redundant in accordance with this Schedule will receive a lump sum payment unless the officer elects to receive income maintenance. 8.1 Lump Sum Payment (a) An eligible officer who is retrenched will receive a lump sum payment calculated in accordance with this paragraph. CSIRO Enterprise Agreement 2023 -2026 (b) Subject to a minimum payment of 4 weeks pay and a maximum of 48 weeks pay, the Lump Sum payable to a retrenched officer will be 2 weeks salary for each completed year of continuous service PLUS a pro-rata payment for any additional completed months of continuous service, subject to any minimum amount the officer is entitled to under the Fair Work Act 2009. (c) Calculation of Lump Sum Where an officer has less than 24 years full-time service, the redundancy payment will be calculated on a pro-rata basis for any period where an officer has worked part-time hours during their period of service. (d) For the purposes of calculating salary at the date of termination, the following payments will be included: (i) Enhanced Responsibilities Allowance, if it was received for a continuous period of at least 12 months prior to formal advice being given under subparagraph 7(a); (ii) Payment for shift work, restriction duty or overtime where it was received regularly i.e. in 50% or more of the pays received in the 12-month period preceding the giving of notice under sub-paragraph 7(a). The amount included will be the average fortnightly payment during the 12 month period; and (iii) Workplace Responsibility Allowance (including First Aid Allowance), Superior Performance Rating (Premium Step) and ACDP Site Allowance. 8.2. Income Maintenance after termination (a) Where an officer has elected to receive income maintenance the officer will be entitled to receive payments for the following period: (i) in the case of officers who have twenty or more years of service – 14 months; or (ii) in the case of other officers – eight months. (b) The income maintenance period shall commence on the day after termination. (c) During periods of income maintenance former officers will be eligible to apply and compete on merit for internally advertised vacancies. (d) The amounts to be paid by way of income maintenance shall be calculated as follows: (i) where the former officer is unemployed, payment will be at a rate equivalent to their salary at the date of termination less any amount received by way of unemployment relief. (ii) where the former officer obtains employment outside CSIRO, payment (if any) will be at the rate necessary to bring their salary from that employment to the salary level at the date of termination. CSIRO Enterprise Agreement 2023 -2026 (e) For the purposes of calculating salary at the date of termination, the following payments will be included: (i) Enhanced Responsibilities Allowance, if it was received for a continuous period of at least 12 months prior to formal advice being given under subparagraph 7(a); (ii) Superior Performance Rating (Premium Step), but only for that part of the period of income maintenance that would have been paid, had the officer not been in receipt of income maintenance under the terms in this Schedule; (iii) Payment for shift work, restriction duty or overtime where it was received regularly i.e. in 50% or more of the pays received in the 12-month period preceding the giving of notice under sub-paragraph 7(a). The amount included will be the average fortnightly payment during the 12 month period; and (iv) Workplace Responsibility Allowance (including First Aid Allowance) and ACDP site allowance. (f) During the period of income maintenance, former officers will be required to provide acceptable evidence of income (from employment or unemployment relief) in order to establish and maintain eligibility for income maintenance. 9. Service for Redundancy Pay Purposes For the purpose of calculating an entitlement in accordance with clause 8 of this Schedule, “service” means:  service in CSIRO;  Government service as defined in section 10 of the Long Service Leave (Commonwealth Employees) Act 1976;  service with the Commonwealth (other than service with a joint Commonwealth–State body or a body corporate in which the Commonwealth does not have a controlling interest) which is recognised for long service leave purposes;  service with the Australian Defence Forces;  service in another organisation where: (i) an officer was transferred from that organisation with a transfer of function; or (ii) an officer engaged by that organisation on work within a function is appointed as a result of the transfer of that function to the CSIRO and such service is recognised for long service leave purposes. CSIRO Enterprise Agreement 2023 -2026 Service not to count as service for redundancy pay purposes – Any period of service which ceased in any of the following ways will not count as service for redundancy pay purposes:  retrenchment; retirement on grounds of invalidity; inefficiency or loss of qualifications; forfeiture of office; dismissal; termination of probation appointment for reasons of unsatisfactory service; or voluntary retirement at or above the minimum retiring age applicable to the officer or with the payment of an employer- financed retirement benefit. Earlier periods of service – For earlier periods of service to count there must be no break between the periods except where: (a) the break in service is less than one month and occurs where an offer of employment with CSIRO was made and accepted by the officer before ceasing employment with the preceding employer; or (b) the earlier period of service was with CSIRO and ceased because the officer was deemed by CSIRO to have resigned on marriage. Absences during a period of service – Absences from duty which do not count as service for long service leave purposes will not count as service for redundancy pay purposes. 10. Review (a) An officer may seek a review under the Workplace Issues Resolution Procedure in relation to other redundancy issues which do not impinge on the validity of the decision to retrench them (i.e. the purpose of the review cannot be to question the redundancy itself). (b) An officer may bring an action against termination of employment under clause 83 of this Agreement. CSIRO Enterprise Agreement 2023 -2026 SCHEDULE 4 – DUTY AT SEA Duty at sea applies to all officers while confined on board a vessel at sea for periods in excess of 24 hours. 1. Definitions (a) “Annual salary” means the corresponding rate of pay listed in Schedule 6 of this Agreement. (b) A vessel is defined to be “at sea” from the time it leaves a wharf or anchorage at the start of a voyage until it returns to a wharf or anchorage at the completion of that voyage. (c) “Normal fortnightly salary” means the officer’s Annual Salary converted to a fortnightly rate of pay, as specified by the formula in clause 18.3. Normal fortnightly salary includes any allowances due and payable to the officer and deemed to be salary by this Agreement. Daily payments made pursuant to clause 2 of this Schedule or any form of overtime payment are not to be included as part of the officer’s “normal fortnightly salary”. 2. Duty at Sea allowance (a) Duty at Sea Allowance is payable in addition to an officer’s normal fortnightly salary for all periods of more than 24 hours and pro-rata thereafter spent on a vessel at sea. This payment is made in recognition of an officer’s confinement aboard the vessel and the additional hours of work which may be required of an officer. (b) The daily payment for Duty at Sea shall be calculated in accordance with the following formula: CSOF4.M Annual Salary X 121% X 1.2 313 3. Confinement Leave (a) In addition to other entitlements an officer shall receive one days leave for every Saturday or part thereof, every Sunday or part thereof and/or public holiday or part thereof the officer is confined on a vessel at sea. (b) (i) Subject to subclause 3(b)ii, Confinement Leave credits will be available for use by the officer for a period of six months commencing on the date of conclusion of the voyage (“the settlement period”). At the end of the settlement period, any Confinement Leave credits that have not been applied for will be paid to the officer in accordance with the following formula: CSOF.4M Annual Salary X 100% X 1.2 313 (ii) An officer may use Confinement Leave credits by written application to CSIRO for a period of Confinement Leave. CSIRO shall not unreasonably withhold approval. Confinement Leave can only be taken in whole days. A grant of time CSIRO Enterprise Agreement 2023 -2026 off work shall be debited against the officer’s Confinement Leave credit. Recreation Leave shall only be granted to an officer after their Confinement Leave credit balance is less than one day unless a written application for a period of Confinement Leave has been denied. 4. Principles for Duty at Sea The parties agree that the following principles and practices shall apply to all CSIRO activities involving Duty at Sea, and represent minimum standards. (a) General (i) The parties to this Agreement shall agree upon a set of guidelines for Chief Scientists, Voyage Managers, participants, and observers in relation to research activity in the marine environment. All officers undertaking a voyage shall be provided with ready access to copies of the agreed guidelines. Copies shall be available on all CSIRO vessels. The guidelines shall be revised by the parties as necessary. (ii) Officers requested to participate in a voyage with less than five working days notice shall be entitled to decline participation. However, agreement for an officer to participate in a voyage at short notice shall not be unreasonably withheld. (iii) In the case of a change in the scheduled date of return of an officer to their normal residence, or in cases of un-anticipated domestic need, and with the agreement of the Voyage Manager, a telephone call shall be provided at CSIRO expense, by the most appropriate means available. (iv) No officer will be required to work at sea for more than 85 days in any financial year except with the written consent of the officer concerned. (v) While at sea, an officer may be required to work on any day inclusive of Saturday, Sunday and Public holidays. (vi) The Master of the vessel has the authority for conduct, discipline and safety of all persons on board. In the first instance, however, CSIRO personnel will be responsible to the Voyage Manager for their duties and conduct. (b) Health and Safety (i) The parties to this Agreement are committed to and acknowledge their respective responsibilities ensuring that all work performed at sea is performed in an environment that is as safe as reasonably practicable, by developing and applying safe systems of work. (ii) All work at sea shall be conducted in accordance with the Work Health and Safety Act 2011 and other applicable Commonwealth legislation and Codes of Practice. In the absence of appropriate Commonwealth Codes of Practice, CSIRO shall conform with applicable standards of the States and Territories or recognized and accepted industry practice. CSIRO Enterprise Agreement 2023 -2026 (c) Maximum Periods of Duty No officer shall: (i) be required to work in a single continuous session for more than 5 hours without a minimum break from duty of 30 minutes; (ii) perform in excess of 30 hours total duty in any continuous 48 hour period; (iii) be directed to work more than 16 hours in any continuous 24 hour period; or (iv) be directed to work for more than 12 hours continuously in any watch inclusive of breaks. CSIRO Enterprise Agreement 2023 -2026 SCHEDULE 5 – CLASSIFICATION LEVEL DESCRIPTORS The following classification level descriptors apply in relation to the CSIRO salary structure: Level 1 Under regular supervision, performs duties requiring limited skills, initiative or responsibility. Level 2 Under general supervision, applies basic knowledge and/or skills to straightforward routines and procedures using readily available guidelines and advice. Level 3 Under technical direction, applies knowledge and skills to a range of procedures and/or techniques. May be required to solve problems of limited complexity, determine priorities within assigned tasks, vary standardised procedures or techniques and adapt to changes in work procedures or technologies. Applies communication skills relevant to the work area. Level 4 Under general direction, applies knowledge and skills to a specific task(s) involving the application or adaptation of a variety of procedures and techniques requiring specialised knowledge. Identifies and solves more complex problems, initiates and/or follows complex instructions or procedures. Accountability for resources and the capacity to respond to and assist in implementing change are commonly features of this level. Applies well developed communication skills relevant to the work area. Level 5 Under limited direction, applies well developed knowledge and skills to one or more specific projects or services, requiring the development and adaptation of a wider variety of specialised procedures and techniques. Requires the ability to develop, test and evaluate complex options and issues. Planning, highly developed communication skills, capacity to initiate appropriate change and accountability for resources are commonly features of this level. OR Under limited direction about research project objectives and general approach, undertakes scientific or engineering research requiring originality, creativity and innovation and the application of scientific or engineering knowledge, expertise and skills in a limited area. Demonstrates basic ability in research planning and execution and the capacity to think in terms of fundamentals and create hypotheses. Level 6 Within broad guidelines, manages one or more highly significant projects or services, or undertakes work that has impact on the development of scientific or technological knowledge, on industry or on the community. This requires the application of high levels of disciplinary expertise or managerial knowledge. Demonstrates broad insight and significant skills in areas of expertise. Ability to deal with concepts requiring well developed deductive, evaluative and investigative skills that lead to outstanding work. Leadership, planning and negotiation skills, accountability for resources, initiation and management of change and well developed representation skills are commonly features of this level. OR CSIRO Enterprise Agreement 2023 -2026 Within broad guidelines on research project objectives, undertakes scientific or engineering research requiring a considerable degree of originality, creativity and innovation and the application of expert scientific or engineering knowledge. Has demonstrated ability in research planning and execution, and the judgement and tenacity required to reach research goals. May provide leadership to staff within the project, and may be responsible for the management of human, financial and material resources. QUALIFYING STATEMENT In levels 3, 4, 5 and 6 of the above classification level descriptors, “knowledge and skills” refers to the appropriate level of professional, technical, administrative or managerial knowledge and skills as specified in the CSIRO’s Work Classification Standards. Level 7 Under broad guidance about objectives, manages a very significant administrative program. This requires a high degree of resource management and leadership ability. Has extensive expert knowledge, and considerable ability in planning and executing projects and implementing results. Typically provides expert administrative leadership to colleagues, with significant conceptual and creative input. Plans at the subprogram level, comprising a range of related projects, to meet objectives. Typically seeks, allocates and monitors significant resources. Has a significant role in negotiating complex, sensitive or contentious issues. OR Under broad guidance about research project objectives, undertakes scientific or engineering research requiring substantial originality, creativity and innovation and the application of expert scientific or engineering knowledge. Has proven capacity to identify research opportunities consistent with Business Unit’s objectives. Considerable ability in research planning, execution and/or ability to implement research results. The scientist's or engineer's research has had a significant influence on their field of research. Typically provides scientific or engineering leadership to more junior colleagues. May plan and provide project leadership to meet objectives and seek, allocate and monitor resources. OR Functions as a senior specialist. Level 8 Under broad guidance about objectives, assists in the overall strategic management of a Business Unit or manages a major scientific, engineering or administrative program. This requires a high degree of resource management and leadership ability. Has extensive expert knowledge of their field, and outstanding ability in planning and executing programs and implementing results. Typically provides expert scientific, engineering or administrative leadership to colleagues, with significant conceptual and creative input. Plans at the program level, comprising a range of related projects, to meet objectives. Seeks, allocates and monitors substantial resources. Has a major role in negotiating more complex, sensitive or contentious issues. OR Under broad guidance about research program objectives, undertakes outstanding scientific or engineering research requiring a high degree of originality, creativity and innovation. The scientist's or engineer's achievements represent a substantial advancement in scientific knowledge or for industry or for the community. Has extensive scientific or engineering CSIRO Enterprise Agreement 2023 -2026 knowledge, and outstanding ability in research planning, execution and/or implementing research results. Typically has an international reputation in a significant field of science or engineering or industrial application and provides expert scientific or engineering leadership to research colleagues. May plan at the program level, typically for multiple projects, to meet objectives and seek, allocate and monitor resources. May have a major role in negotiating complex, sensitive or contentious issues. OR Functions as a senior specialist. Note: Special promotion criteria apply to advancement within this level. Level 9 Responsible for the management of a research division or equivalent group. This requires outstanding strategic and resource management, and leadership and communication ability, coupled with sound understanding of the commercial application of scientific and technological innovations. Has extensive expert scientific, engineering or administrative knowledge, and outstanding ability in planning, execution and implementing results, combined with significant entrepreneurial skill. Provides pivotal leadership reflecting considerable vision matched by strategic planning skills, achievement, drive and focus on outcomes. Seeks, allocates, monitors and is accountable for very substantial human, financial and material resources. Carries overall responsibility for negotiating complex, sensitive and contentious issues. OR Has such eminence in a significant field of science or engineering that appointment as a CSIRO Fellow is warranted. OR Functions as a senior specialist. Note: Special promotion criteria apply to advancement within this level. CSIRO Enterprise Agreement 2023 -2026 SCHEDULE 6 – CSIRO SALARY SCALES (Rates include annual leave loading) CSOF Level On commencement of this Agreement (and is inclusive of 4% increase) $pa Premium step $pa 3.8% Effective 21/11/24 $pa Premium Step $pa 3.4% Effective 20/11/25 $pa Premium Step $pa 1.1 49,973 51,872 53,636 1 Max 51,131 54,710 53,074 56,789 54,879 58,721 2.1 56,908 59,071 61,079 2.2 58,824 61,059 63,135 2.3 60,740 63,048 65,192 2.4 62,659 65,040 67,251 2.5 64,574 67,028 69,307 2.6 66,494 69,021 71,368 2 Max 68,410 73,199 71,010 75,981 73,424 78,564 3.1 70,874 73,567 76,068 3.2 73,319 76,105 78,693 3.3 75,731 78,609 81,282 3.4 78,139 81,108 83,866 3.5 80,557 83,618 86,461 3.6 82,967 86,120 89,048 3.7 85,380 88,624 91,637 3.8 87,792 91,128 94,226 3 Max 90,202 96,516 93,630 100,184 96,813 103,590 4.1 93,267 96,811 100,103 4.2 96,329 99,990 103,390 4.3 99,393 103,170 106,678 4.4 102,454 106,347 109,963 4 Max 105,517 112,903 109,527 117,194 113,251 121,179 5.1 110,038 114,219 118,102 5.2 114,561 118,914 122,957 5 Max 119,080 127,416 123,605 132,257 127,808 136,755 6.1 126,313 131,113 135,571 6.2 133,544 138,619 143,332 6.3 140,781 146,131 151,099 6 Max 148,014 158,375 153,639 164,394 158,863 169,983 7.1 152,055 157,833 163,199 7.2 156,104 162,036 167,545 7.3 160,146 166,232 171,884 7.4 164,186 170,425 176,219 7 Max 168,238 180,015 174,631 186,855 180,568 193,208 8.1 181,436 188,331 194,734 8.2 194,637 208,262 202,033 216,175 208,902 223,525 8.3 211,219 226,004 219,245 234,592 226,699 242,568 8 Max 227,800 243,746 236,456 253,008 244,496 261,611 9.1 237,841 246,879 255,273 9.2 247,876 257,295 266,043 9.3 257,914 267,715 276,817 9 Max 267,950 278,132 287,588 CSIRO Enterprise Agreement 2023 -2026