|ACT Public Service||The Service established by Section 12 of the Public Sector Management Act 1994.|
The position an officer or employee is currently occupying, this may be different from an officers (nominal) position. e.g:
|Annual Leave (formally REC)||Annual Leave (Recreation Leave) is an annual allocation of leave to be used for recreation purposes.|
|Brief||A brief is a document prepared by the =Directorate to provide information to the Minister, SET, Director-General (or other) on a particular issue. A brief can request that the Minister (SET, Director-General or other) make a decision about an issue, carry out a specific action or simply provide information or an update on a matter.|
|Cabinet Submissions||A cabinet submission (‘cab sub’) is a document prepared by the Directorate for consideration by Cabinet.|
|Casual employment||Engagement of a person by the Directorate, under the Public Sector Management Act 1994 to perform work for a short period on an irregular or non-systematic basis.|
|Director-General||The senior executive responsible for leadership of the administrative unit (directorate) and leadership in the ACT public service.|
|Public Sector Standards Commissioner||The person appointed under subsection 142(1) of the Public Sector Management Act 1994 who is responsible for ACTPS misconduct and Public Interest Disclosure investigations.|
|Compensation||The function of providing compensation to personnel and visitors injured while proceeding to or from work, during working hours or on the Directorate’s premises.
Includes the rehabilitation of injured workers and compensation for damage to property where such damage is claimed as the agency’s responsibility.
|Critical Incident||An event outside the range of usual human experience, which has the potential to easily overcome a person's normal ability to cope with stress. It may produce a negative psychological response in a person who was involved in or witnessed such an incident.|
|Delegate||A person or office authorised by instrument or in writing to exercise the powers and/or functions of another person or office.|
|Delegation||The formal instrument evidencing the authority for a person or office to exercise the powers and/or functions of another person or office.|
|HR Delegation Manual||
This is a manual produced by Employee Relations, People & Performance Branch.The HR Delegations Manual (manual) sets out all delegated powers and functions under the Public Sector Management Act 1994, Public Sector Management Standards 2016 and Enterprise Agreements. The manual also identifies the positions (and position groups) to which the Director-General has delegated powers and functions.
An employee for the purposes of the Public Sector Management Act 1994 and Public Sector Management Standards 2016 is a person engaged for temporary (casual) employment or a person who is an employee because of the Public Sector Management (Consequential and Transitional Provisions) Act 1994.An employee for the purposes of ACT Public Sector Enterprise Agreements is an officer or a temporary employee or a casual employee (unless there is a clear intention to other wish restrict the meaning) who is employed or engaged in the directorate in any classification prescribed by an Enterprise Agreement.
|Establishments||The creation, deletion and modification of ACT public service offices (positions).|
|Guidelines||Procedures under which polices are implemented.|
|Longer-term temporary employment||Employment for a period of not less than 12 months and not more than 5 years. This form of temporary employment is usually for the purposes of a specific project.|
|Long-term employment - Teachers||Employment of a teacher for one full school term or longer to a maximum of 12 months.|
|Monthly Update (formerly Question time Briefs)||Information provide to the Minister so that the Minister is fully briefed on issues that may be raised in Question Time.|
|Nominal position||The position which an officer owns i.e. the last position that the officer was promoted, appointed or permanently transferred to.|
|Workplace Health and Safety||The function of implementing and coordinating workplace health and safety and associated legislation throughout the Directorate. Includes safety, occupational hygiene, ergonomic, occupational medicine and first aid measures together with policy, procedural and monitoring matters associated with the agencies preventive and curative WH&S program. Includes the establishment of committees to investigate and advise on health and safety issues in the workplace.|
A person who is an officer because of the Public Sector management (Consequential and Transitional provisions) Act 1994; or a person who has been appointed to the Public Service under Division 5.3 (Appointment of officers) or Part 7 (Re-entry to the service) of the Public Sector Management Act 1994.
|Policy||A specific statement of principle that conveys organisation values and intent. It is used to determine workplace operations, procedures and guide decision making.|
|Procedure||A series of ordered steps that are followed in order to implement policy and operations.|
|Public Sector Management Act||The Public Sector Management Act 1994.|
|Public Sector Management Standards||The Standards means the management standards made under Section 251 of the Public Sector Management Act 1994.|
|Protocol Brief||Information provided to the Minister explain an event that they are about to attend. There is a template on your computer.|
|Question On Notice||A question in written form from a non-government member of the legislative assembly asked of the Minister. The Minister has 30 days to provide an answer.|
|Question Taken On Notice||A question asked of the Minister that the Minister has agreed to get further information. The Minister needs a response ASAP.|
|Question Time||A time in the Assembly during which Ministers are asked questions about their areas of responsibility. Question time starts at 2.30 pm on Sitting days.|
|Question Without Notice||A question asked of the Minister during question time. The Minister must answer immediately.|
|Rehabilitation||The process of managing programs designed to restore the injured worker to the fullest physical, psychological, social, vocational and economic usefulness of which they are capable - consistent with pre-injury status. Includes early intervention with appropriate, adequate and timely services through the use of a rehabilitation coordinator.|
|Relevant award||An award of the Fair Work Commission.|
|Relevant staff organisation||The relevant union.|
|Selection Advisory Committee||
A committee established to manage recruitment to or within the ACT public service consistent with Section 27, Application of the merit and equity principle under the Public Sector Management Act 1994.
|Short-term employment - All other categories||Employment for a term of not more than 12 months. The duration of the term of employment is known and the employment is on a regular basis.|
|Short-term employment - Teachers||Employment of a teacher for a period of 21 days or more of continuous school days but less than the full school term in the same position.|
Applies to School Leaders, Teachers and School Assistants in schools and includes:
|The directorate||The Education Directorate.|
|Union||The relevant staff organisation.|