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Legislative Assembly for the ACT: 2000 Week 12 Hansard (7 December) . . Page.. 3865 ..

MR MOORE (continuing):

The rationale for offering an increase in wages now is that, as a pay rise takes effect in other parts of Australia, particularly in New South Wales, 16 per cent over 4.5 years, and Victoria, 12.5 per cent over 2.5 years, ACT wages will increasingly lose the competitive edge they have recently enjoyed. The current ACT nursing agreements delivered wage outcomes ranging from 1.3 per cent over 18 months to 2.6 per cent over two years. These agreements were negotiated prior to the new wage offers being made and accepted in New South Wales and Victoria. In a highly competitive market, the ACT cannot afford to allow a significant wage gap to develop.

Currently each of the three agencies has its own certified agreement and differential wage rate. Although the ACT government strongly prefers the flexibility of agency - based bargaining, this proposal seeks to apply a common wage outcome, in this case based on our desire to assist the entire ACT nursing workforce, not just specific agencies.

The more modest wage rises in the current agreements will be included in the 11.7 per cent common outcome, by absorbing each into the first instalment of wage rises under the new package. These increases will come into effect from the date of agreement to the package. Wage parity with other states is not consistent across all levels of nursing. In the ACT, it is the entry - level registered nurse (level 1) and the middle manager (level 3) who now lag behind and are currently proving difficult to recruit.

Attracting new graduates, and maintaining clinical and leadership role models, are essential to a strong workforce that can keep up with the demands of ever - changing technology. This element aims to address these issues by targeting a change to the classification arrangements for registered nurses 1 and 3. An additional pay point will be added above the existing top increment for both these levels, thereby encouraging the retention of these levels of staff.

Scholarship scheme including a retention bonus in an area of need: several weeks ago, this government funded a range of scholarships for both re - entry and specialist nurse courses. The re - entry scheme has been developed to attract nurses back into the workforce who may have left for reasons such as family commitments, or to pursue other types of work. Refresher courses, such as the one offered by the University of Canberra, are designed to update those nurses who have not worked for five years or more.

The second part of this scholarship scheme is aimed at supporting nurses who undergo postgraduate education in certain specialities of need, and to reward them for working in this area for 12 months. This initiative has attracted a lot of interest and I am pleased to announce an extension of this one - off initiative for three years. As an additional incentive to retain our key nurses, a bonus payment of $1,000 will be provided after 12 months of continued service using the qualifications that are gained through the scholarship scheme.

Increase in night shift penalties: nurses currently receive 15 per cent penalties for night shifts. Recently employers have found it increasingly difficult to keep nurses on night duty. Given the shortage of night - duty nurses, virtually all nurses have to rotate to nights. This may lead to hardship for some in balancing work and other responsibilities, occupational health and safety issues, and it may lead to a poor uptake of permanent and full - time positions.

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