For USU members in the NSW Local Government sector, a current position description is an important tool for fair classification, safe workloads and proper recognition of the work you actually do.

Local Government work changes quickly. New systems, restructures, extra responsibilities and growing community expectations can all change what a job looks like in practice. But too often, the position description remains the same, resulting in unrecognised work being performed.

Your position description should reflect the actual work you are required to perform. If it is outdated, it can result in added duties, higher-level responsibilities, workload pressures or safety issues harder to identify and address.

Recently, USU members who are employed as electricians from Dubbo Regional Council approached their local USU Organiser with some questions about their position descriptions and how they were classified as Band2/Level1. Their USU Organiser went through their position descriptions and reference an old resource (from 1992 when we moved into the new multi skilled Award system) that was jointly drafted by Award parties including LGNSW titled Book Four – Structure of the New Award. This resource was promoted and recognised by LGNSW (then the Local Government and Shires Association) to assist Councils and Shire in transitioning into the Modern Award era.

The book details how positions should be assessed and graded into the Bands and Levels of the Award that came into being on June 8^th, 1992, and gives examples of specific roles and the duties that they complete. This was referenced and the USU identified that the positions should be graded as Band2/Level2 within the salary system. This information was passed on to Council, and they began their own process of determining where the positions should be graded.

Several months passed with dribs and drabs of information coming from Council. Eventually Council contacted the USU and identified that they too had come to the same conclusion and said that the positions should be Band2/Level2. The USU and its USU members are now in the process of identifying how much backpay is payable to each of our USU members concerned.

Why it matters

A good position description sets out the purpose of your role, key duties, reporting lines, required skills and accountabilities. It should also support fair classification, performance discussions, training needs and workforce planning.

Our advice to our USU members regarding the key question is simple: does the job on paper match the job you are actually required to do?

What to look for

• Role drift: Have ongoing duties been added or altered over time?
• Classification: Has the level of responsibility, decision-making or supervision required in the position increased?
• Workload: Are the work expectations realistic and properly resourced?
• Safety and training: Are risks, licences, qualifications and training needs properly recognised?
• Consultation: Were members consulted before duties changed?

When to review it

We would advise our USU members to review your position description before performance discussions or salary assessments, during restructures, when technology or service delivery changes, when higher-level duties become regular, or when workload and safety concerns emerge, or at least every year or two.

Member checklist

• Read your current position description and mark anything that is out of date.
• List duties you perform regularly that are not included and for which you are not receiving recognition or higher grade pay for additional duties even temporary for when it should be paid.
• Note any higher-level responsibilities, supervision or decision-making.
• Collect examples of workload pressure, safety concerns or training gaps.
• Talk to your delegate or organiser before raising major concerns with management.

Talk to your union the USU

Keep examples of changed duties, extra responsibilities, new skills used and work that is not captured in your current description. If the issue affects more than one worker, it may be a broader collective workplace matter.

If your position description no longer reflects your job, speak with your workplace USU delegate, USU Organiser or USU Industrial Officer. Early advice can help our USU members raise concerns about classification, workload, consultation and safe work before they become bigger problems

Reviewing your position description is not about being difficult. It is about making sure your work is properly recognised, fairly classified and correctly remunerated.