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Supported Wage System Explanation

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All other employment conditions should apply according to the relevant award or ... Letter received from the Supported Wage Management Unit (SWMU) confirming the ... – PowerPoint PPT presentation

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Title: Supported Wage System Explanation


1
Supported Wage SystemExplanation
  • Phil Tuckerman
  • ACCI Disability Employment National Conference
    26/9/2006

2
What is a Supported Wage?
  • The Supported Wage System provides a way of
    calculating sub-award wages based on productivity
  • The System operates within the normal industrial
    relations framework

3
  • The percentage of productivity applies to the
    wage rate only. All other employment conditions
    should apply according to the relevant award or
    enterprise agreement although payment of some
    conditions such as annual leave will be at the
    productivity-based wage rate

4
Pre-assessment checks
  • Letter received from the Supported Wage
    Management Unit (SWMU) confirming the worker with
    a disability is eligible for a supported wage.
  • That is
  • Australian resident or citizen
  • Meets eligibility criteria for the
    Disability Support Pension

5
  • There is an appropriate match between the
    individual and the job (eg participant skills,
    interests and job preferences have been
    considered)

6
  • Any necessary reasonable adjustments have been
    completed within the work environment to lessen
    the impact of the disability (eg, changes in task
    allocation, physical environment or job design to
    maintain or improve productivity)

7
  • Training has been provided as necessary to enable
    the person to reach a reasonably stable level of
    job performance

8
  • An award level of job performance appears not to
    have been achieved so far on the job and is
    unlikely in the short term

9
Key Assessment Steps
  • Identify the major duties /tasks and briefly
    describe these
  • Determine the appropriate classification for the
    position in the relevant award or agreement

10
  • Determine the productivity standard for each
    duty/ task required for co-workers entitled to
    receive the award rate of pay
  • The calculation is based on productivity with an
    acceptable quality expected
  • Typically a co-worker is timed on each duty. The
    co-worker selected should reflect the basic level
    of performance expected from an acceptable award
    wage worker
  • Co-workers timed over short periods may overstate
    the rate that can be sustained over time

11
  • It is often necessary to specify the time of day
    or other conditions (eg, cafeteria is half full)
    when timing work rate as well as when timing
    should begin and end

12
  • Determine the SWS workers productivity for each
    duty/task.
  • The conditions used for timing the SWS worker
    should be the same as for the co-worker. (ie,
    acceptable quality, appropriate timing duration,
    and same time of day and conditions)

13
  • Calculate the SWS workers relative productivity
    on each duty/task

14
  • Establish the proportion of time spent by the SWS
    worker on each duty/task

15
  • Calculate the weighted productivity for the SWS
    worker

16
  • Round the weighted productivity
  • The 73 weighted productivity is rounded up to
    80 or down to 70
  • The rounding is typically to the nearest 10 but
    can be done by agreement (eg, down to 70 because
    of high supervision needs or up to 80 because
    the worker has stabilised a high-turnover
    position

17
Other considerations
  • Supported Wages cant fall below a minimum
  • Supported Wages are typically renewed annually
    but can be reviewed more frequently if
    appropriate (eg, if duties change)
  • The Supported Wage assessment sets a minimum.
    Nothing prevents the employer paying more
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