Select each step for a brief overview of the SWS Assessment Process.
We will be looking at each step in further detail throughout the course.
The minimum level of performance that would be expected from an employee who is paid the full award rate of pay. A standard or point of reference that will be used to compare an employee's work performance and productivity. A specific indicator used to calculate the time taken or task output in relation to agreed performance standards.
Productivity data and information related to the employee's duties and tasks, including at least three timings of each task.
Provide the employee with specific performance expectations for each duty and task. They include the observable actions that explain how the job is to be done, plus the results that are expected for satisfactory job performance. They describe all task details required for benchmarking, by task breakdown, start and end points, how the task is completed, the quality and quantity required, details of any tools/machinery used, relevant environmental conditions (where the task is performed), and any conditions that need to be in place before or after the assessment.
The analysis of the assessor data and the Workplace Data to establish if the data is representative and reflective of the employee's usual productivity.
The document that records the SWS assessment percentage result and agreed wage rate. It must be signed by all parties and must be lodged with the Fair Work Commission.
The national hub for all things to do with disability employment. JobAccess is funded by the Australian Government Department of Social Services. More information for employers can be found at https://www.jobaccess.gov.au/employers
The employer submits an application for an SWS Assessment online via the JobAccess website. Once the application has been processed, a Work Order is allocated to an Assessor.
The SWS Provider receives a Work Order requesting an SWS Assessment be undertaken.
The assessor contacts the employer to determine if validated Benchmarks are in place, and if the employer will be collecting Workplace Data.
If validated Benchmarks are in place and the employer intends on collecting Workplace Data, proceed to step 6.
If there are no validated Benchmarks in place, proceed to step 4.
The assessor prepares for and arranges to establish Performance Standards and Benchmarks. The assessor and employer conduct the Benchmarking process.
Performance Standards and Benchmarks are validated and agreed.
The employer collects Workplace Data using the validated Benchmarks and Performance Standards.
Note: collecting Workplace Data is optional.
The assessor prepares for, and confirms, the SWS Assessment with the employer. It is important that the employee, the assessor and the employers' representative are present and available on the day of the assessment. A representative from the DES Provider (if there is one) can also be present at the assessment.
The assessor and employer undertake validation of the Assessment by analysing the assessor data and Workplace Data to ensure it reflects the employee's usual productivity.
The assessor calculates the wage, incorporating Workplace Data if collected.
The SWS Wage Assessment Agreement is prepared by the assessor and signed by the assessor, employer representative, the employee, and/or the employee's nominee. It is important that the appropriate signatories are present and available on the day of the assessment and SWS Wage Assessment Agreement signing.
The employer has an obligation to send a copy of the SWS Wage Assessment Agreement to the Fair Work Commission. The assessor may do this on behalf of the employer.
Note: the employee and employer must retain their own copies of the SWS Wage Assessment Agreement.