STATUTORY RULES.
1925. No. 51.
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REGULATIONS UNDER THE COMMONWEALTH PUBLIC SERVICE ACT 1922-1924 (TENTH AMENDMENT, 1925).
THE BOARD OF COMMISSIONERS appointed under the Commonwealth Public Service Act 1922-1924, in pursuance and exercise of the authority conferred upon it by the said Act, and subject to the approval of the Governor-General, hereby makes the following amendments of the Regulations, such amendments to come into operation as from the 1st July, 1924.
Dated this twenty-third day of March, 1925.
C. B. B. White, Chairman, | | Board of Commissioners. |
W. J. Skewes, |
J. P. McGlinn, |
Approved in Executive Council this twenty-fifth day of March, 1925.
FORSTER,
Governor-General.
By His Excellency’s Command,
C. W. C. MARR,
for Prime Minister.
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Amendment of Commonwealth Public Service Regulations.
(Statutory Rules 1923, No. 93, as amended to this date.)
Regulation 105a is amended by inserting after paragraph (a) in sub-regulation (1) the following additional paragraphs:—
(b) An officer occupying, in the Department of Trade and Customs, an office of Wharf Examining Officer shall not be advanced in salary beyond £324 per annum unless he has completed two years’ service as a Wharf Examining Officer, and
(i) is employed regularly in charge of a station where the conditions of business require the services of two or more Examining Officers; or
(ii) regularly performs duties which are not carried out under direction of a Senior Wharf Examining Officer and which are determined by the Board as being of such importance as to warrant advancement in salary;
(c) An officer occupying, in the Department of Trade and Customs, an office of Invoice Examining Officer shall not be advanced in salary beyond £396 per annum unless—
(i) he has completed two years’ continuous service or three years’ service in the aggregate as an Invoice Examining Officer; and
(ii) the Board is satisfied, upon report of the Chief Officer and Public Service Inspector, that the officer is competent to discharge accurately and expeditiously all duties appertaining to the work of an Invoice Examining Officer;
C.3629.—Price 3d.
(d) An officer occupying, in the Department of Trade and Customs, an office of Junior Analyst shall upon reaching 21 years of age be designated Analyst and shall be paid a salary not less than £288 per annum, provided that he produces evidence to the satisfaction of the Board that he has successfully completed a three years’ course in the theory and practice of Chemistry at a Technical School or other institution approved by the Board;
(e) An officer occupying, in the Department of Trade and Customs, an office of Analyst shall not be advanced in salary beyond £378 per annum except upon evidence to the satisfaction of the Board that he is capable of performing, under the general supervision of the officer in charge, any analytical work in a Customs Laboratory.
Regulation 105b is amended by inserting after “Postmistress, Grade 4,” the following additional offices:—
Office. | Branch. | Department. | Salary. | --- |
Minimum. | Maximum. |
| | | £ | £ | |
Clerk... | Statistical (New South Wales) | Trade and Customs | 198 | 258 | (2 positions |
Clerk... | Statistical (Victoria) | ,, ,, | 198 | 258 | (1 position) |
Clerk... | Laboratory (Victoria) | ,, ,, | 182 | 246 | (1 position) |
Clerk... | Accounts (Queensland) | ,, ,, | 258 | 316 | (1 position) |
Clerk... | Perth (Western Australia) | ,, ,, | 182 | 248 | (1 position) |
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Printed and Published for the Government of the Commonwealth of Australia by H. J. Green, Government Printer for the State of Victoria.
Overview
The Regulations Under the Commonwealth Public Service Act 1922-1924 (Tenth Amendment, 1925), enacted by the Board of Commissioners under the authority of the Commonwealth Public Service Act 1922-1924, address the need to update the salary scales and advancement criteria for certain officers in the Department of Trade and Customs. Approved by the Governor-General and the Prime Minister, these regulations introduce specific conditions for salary advancement and designate new offices with corresponding salary scales. The amendments aim to ensure that officers meet certain service and competency requirements before receiving salary increases, thereby maintaining standards within the department and providing clear career progression pathways for employees.
Scope and Application
The Regulations under the Commonwealth Public Service Act 1922-1924, as amended in 1925, primarily apply to officers within the Department of Trade and Customs, focusing on the salary progression and designation criteria for specific roles such as Wharf Examining Officers, Invoice Examining Officers, Junior Analysts, and Analysts. These amendments are designed to ensure that officers meet certain service and competency requirements before being eligible for salary advancements. The regulation also introduces salary bands and positions for clerks in various branches across different states, setting both minimum and maximum salary limits for these roles. The amendments come into effect on the 1st of July, 1924, and are subject to the approval of the Governor-General. This legislative instrument is an example of how subordinate regulations can extend and refine the application of the primary Act by providing detailed criteria and conditions for salary advancements within specific public service roles.
Key Provisions
The principal operative sections of the Regulations under the Commonwealth Public Service Act 1922-1924 (Tenth Amendment, 1925) involve amendments to the Commonwealth Public Service Regulations, specifically concerning officers within the Department of Trade and Customs. These amendments, which came into effect on 1 July 1924, introduce new salary conditions and requirements for officers in various roles. For instance, Wharf Examining Officers must have completed two years of service and either be in regular charge of a station requiring multiple Examining Officers or perform duties of significant importance to warrant salary advancement (Regulation 105a(b)). Similarly, Invoice Examining Officers need to have completed either two years of continuous service or three years in total, and demonstrate their competence to the Board (Regulation 105a(c)). Junior Analysts must reach 21 years of age and complete a specific course to be designated as Analysts and receive a minimum salary (Regulation 105a(d)). Analysts are also subject to salary caps unless they can provide evidence of their analytical capabilities (Regulation 105a(e)).
These Regulations impose specific obligations and requirements on the officers and the Board of Commissioners. Officers in the Department of Trade and Customs must meet certain service durations and competency criteria to qualify for salary advancements. For example, Wharf Examining Officers must either be in charge of a station requiring multiple Examining Officers or perform duties deemed significant by the Board. Invoice Examining Officers must complete a specified period of service and prove their competence through reports from the Chief Officer and Public Service Inspector. Junior Analysts must complete a specific course in Chemistry to qualify for the designation of Analyst. Additionally, Analysts must provide evidence of their analytical capabilities to exceed certain salary limits. The Board of Commissioners is responsible for assessing the qualifications and competence of these officers to ensure they meet the stipulated criteria for salary advancements.
Failure to comply with the provisions outlined in the Regulations can result in various consequences. While specific offences and penalties are not explicitly detailed in the Regulations, non-compliance with the service duration, competency requirements, or course completion criteria could potentially lead to administrative actions. These actions might include denial of salary advancements or other disciplinary measures as determined by the Board of Commissioners. The precise nature and extent of any penalties or consequences for non-compliance would likely be guided by the broader framework of the Commonwealth Public Service Act 1922-1924 and any related administrative or employment policies.