Assistant Secretary Sam Casey
The transition from a registered undergraduate student of nursing or registered undergraduate student of midwifery (RUSON/RUSOM) to a registered nurse or registered midwife (RN/RM) graduate is an exciting time.
The RUSON/RUSOM model is an ANMF initiative, and we have been championing this undergraduate employment model since 2010, when Daniel Andrews was the Health Minister, which lead to its initial trial in 2016, shortly after he became the Premier.
Nurses and midwives working with RUSONs/RUSOMs consistently give positive feedback on the invaluable role of the RUSON/RUSOMs in their teams. In addition, work as a RUSON/RUSOM also provides graduates with professional work-readiness skills, immersion in the nursing/midwifery team, support networks and connections to the professions, establishment of an early professional identity, and ultimately is a hugely positive influence on recruitment and retention of nurses and midwives[1]. It’s a win-win situation!
Importantly, RUSON/RUSOMs need to be aware of how you are employed as a RUSON/RUSOM, what you are entitled to, and what to be aware of as you transition to a graduate role. This includes knowledge of your contract of employment and your enterprise agreement (as a RUSON and as a graduate, if you change employers). It’s vital that you know what is fact and what is fiction so you can advocate for yourself, and you know when to escalate to the ANMF for assistance.
When you are employed as a RUSON/RUSOM you must keep a copy of your contract of employment. This contract will show whether you have been employed on a fixed-term position (with an end date), or whether you are engaged on a casual basis. This contract would likely end once you have completed your RN/RM qualification and receive your registration with the Nursing and Midwifery Board of Australia (NMBA).
You are not automatically employed as an RN/RM between the date of registration and any new contract that may be provided to you for a graduate position with a health service. This is a critical time to have a discussion with your employer, especially if you look to continue employment until your graduate position starts.
ANMF recommends you put to your employer that you continue to be employed in a RUSON/RUSOM position (continuing to work within the scope of the role) but your employer pays you at the graduate rate of pay. They may not agree to this (and don’t have to) but it could be an opportunity to reach out to ANMF (or your Job Representative) for assistance in these discussions. Clause 106.3(a)(iii) of the Nurses and Midwives (Victorian Public Sector) (Single Interest Employers) Enterprise Agreement 2024-2028, outlines that the employer, employee, and ANMF can come to an agreement on this arrangement in writing.
Also in the Nurses and Midwives (Victorian Public Sector) (Single Interest Employers) Enterprise Agreement 2024-2028 are clauses outlining the definition of RUSON/RUSOM, the rate of pay, and importantly for many, continuity of service. Most of this can be found at clause 106.
On continuity of service, a key clause for RUSON/RUSOMs to be aware of is clause 106.6. This is because your time working as a RUSON/RUSOM will count towards your years of service in the public sector, providing you commence work as an RN/RM within 12 months since you were last engaged as a RUSON/RUSOM.
When we talk about years of service, we are talking about your time working with the employer (or within the public sector) in relation to long service leave. After seven years of continuous service, you will have an entitlement to long service leave. It is important not to confuse years of service and years of experience as they are not the same.
This is a great entitlement for RUSONs and RUSOMs and is quite different to the usual requirements around maintaining service and the standard allowable period of absence. We encourage members seeking clarity on this to contact the ANMF Member Assistance Team.
Lastly, when completing your RUSON/RUSOM role with an employer you must request and keep for your records a certificate of service. You can contact your human resources department to ask for this. This can be presented to your new employer, so they can count your service as a RUSON/RUSOM.
ANMF is negotiating with other employers for clauses similar to clause 106 to be included in other sectors, mostly in the private acute setting. Some private acute agreements already have this.
Enrolled nurse to registered nurse
If you are an enrolled nurse (EN) and have just completed your RN studies, there are a few important things for you to know too.
There is no automatic entitlement for a current employer to change you over to an RN position. Some may do this for you, and that is fabulous, but there must be RN hours advertised, and you would need to be the successful applicant. Importantly, if this occurs, ensure your contract of employment is updated and a copy provided to you.
A lot of enterprise agreements have a clause discussing EN to RN transition. In the Nurses and Midwives (Victorian Public Sector) (Single Interest Employers) Enterprise Agreement 2024-2028, this is clause 83.8. This clause outlines that an EN who becomes an RN will be paid equal to, or just above, the base hourly pay rate they were receiving as an EN. This clause is to ensure ENs are not financially disadvantaged for completing their RN studies.
It will be important to compare the hourly pay rate (without casual loading) on your last payslip as an EN and ensure the RN hourly pay rate you are now receiving, or being offered, is above this. If the RN hourly pay rate is above your previous EN hourly pay rate, you are being paid correctly. If not, it will be important to query this in writing with your new employer.
You will need to provide evidence of your previous EN pay rate to your new employer because, as outlined above, they will not know if you do not tell them.
Keep in mind, your classification in the RN system is not related to years of experience as an EN; it is purely to ensure you are not financially worse off as an RN.
While the experience of an EN is certainly a benefit when commencing your RN career, your years of experience as an EN do not count towards the years of experience as an RN, as defined. Your classification in the RN system is purely based on not being financially disadvantaged.
[1] Muir, E 2024 Becoming a Nurse: A mixed Methods Study of Student Nurse Employment and Graduate Nurse Experience http://hdl.handle.net/11343/340235
