Broadbanding

Approving Authority:

Director Human Resources

Date of Approval:

March 2005

Last Amended:

January 2011

Contact Officer:

Industrial Relations Advisory Unit

What is Broadbanding?

Broadbanding and job evaluation is covered by Clause 21.0 of the UNSW (Professional Staff) Enterprise Agreement 2015.

Broadbanding involves the classification of a position across two or more general staff classification levels. New positions can be established as a broadbanded position and a current single level position can be ‘reclassified’ to a broadbanded position.

At UNSW, professional staff positions are classified using the ‘Classification Descriptors’ contained in Schedule 9.0 of the Agreement. The professional staff salary structure is directly linked to those classifications. The evaluation of positions is determined by the complexity of the work itself, and is not based on workload or employee performance.

Changing a Job from a Single Level Position to a Broadbanded Position

A supervisor may seek to have a position changed from a single level position to a broadbanded position through the University’s normal job re-evaluation process.

Information on job re-evaluation is available on the Human Resources website at http://www.hr.unsw.edu.au/services/indrel/reclass.html.

Broadbanded Position Descriptions

A broadbanded position description must clearly articulate the duties and accountabilities of the position at each of the broadbanded levels and the criteria to progress to the higher level.

The required format of this position description is available on the Human Resources website at http://www.hr.unsw.edu.au/services/indrel/reclass.html.

Progression to Higher Level/s

In a broadbanded position, progression to a higher level is not automatic. It is based upon development of the employee’s skill and expertise in the position to the standard required at the higher level, provided that this work is available. Progression also requires the approval of both the Head of School/Manager and the relevant senior manager (usually Dean/Divisional Head).

It is the University’s expectation that an employee who is in a broadbanded position will normally have reached the top step of their current level before consideration by their supervisor and senior manager for progression to a higher level. However, a supervisor and senior manager may seek to have the employee progress to the higher level at any time, including before the employee reaches the top step of the lower level.

To give effect to the progression, the manager and senior manager need to complete and forward the Broadbanding Progression Form, available on the Human Resources website at http://www.hr.unsw.edu.au/services/indrel/reclass.html.

The effective date nominated on the form should reflect the date which:

  • the manager and senior manager determine is when the staff member had attained the skills and expertise necessary to undertake the higher level work; and
  • the higher level work was available

Following receipt of the Broadbanding Progression form by Human Resources, the employee will be placed on the first step of the higher level.

Further Information

A staff member with a question about broadbanding should first discuss it with their supervisor.

Supervisors with questions about broadbanding should contact the Human Resources Consultant or Human Resources Coordinator within your Faculty/Division in the first instance.

Information is also available from the Industrial Relations Advisory Unit.