The Architects Award is an occupational modern award that applies to Registered Architects as well as Student Architects and Graduate Architects.
Clause 13 of the Award sets out the process by which Graduate Architects can progress to becoming a Registered Architect. This is done by the Graduate Architects demonstrating the prescribed competencies listed in the Award.
The Award states that employers must implement an annual review process to assist a Graduate’s progress towards obtaining the mandatory experience required to become a Registered Architect.
The Award provides that as part of this review process, progress for the previous 12 months must be reviewed and documented and objectives for the next 12 month period should be mutually agreed, and set out in writing. This will also include any necessary training which the employee will be expected to undertake in order to fulfil the requirements of their position. The cost of approved training must be paid by the employer.
If the employee has reasonably met the objectives arising out of the annual review process, this must be confirmed in writing by the employer to the employee and the employee must progress to the next pay point within relevant pay level. The Graduate of Architecture Level 1 classification has three pay points for employees to progress through (Entry Level, Pay Point 1 and Pay Point 2) and there is a separate Experience Graduate of Architecture classification (Level 2).
The Architects Accreditation Council of Australia have recently issued a new National Standard of Competency for Architects 2021, which is due to come into force from 1 January 2024 for Graduates of Architecture who will sit their Architectural Practice Examination after 1 January 2024.
The Fair Work Commission has therefore determined to amend the Award to reflect the competencies that will apply from 1 January 2024.
You can read the decision setting out he new competencies here: Fair Work: Awards Variations.
The information provided in these blog articles is general in nature and is not intended to substitute for professional advice. If you are unsure about how this information applies to your specific situation we recommend you contact HR Connect for advice.