21. Employee recognition and rewards
21.1.1 An employee who has been assessed through the performance management system will be eligible to receive an annual incremental increase after 12 months, at each step within the employee’s classification level, until the top salary step is reached, unless the employee’s overall performance is assessed by the employee’s supervisor to be unsatisfactory, or where improvement is required. The employee’s increment date is the date of commencement at level, except for employees who have been promoted or have taken a period of leave without pay, in which case it is either the effective promotion date or the altered date as a consequence of leave without pay.
21.1.2 A fixed-term employee with 12 months continuous service will be entitled to incremental progression in the same way as a continuing employee.
21.1.3 In assessing the employee’s overall performance, the agreed performance indicators will reflect the employee’s duties and level of appointment and will be consistent with the relevant position classification standards, in accordance with Clause 38.2.1.
21.1.4 An employee absent in excess of three (3) months, in aggregate, may, if agreed by their supervisor, have the review delayed by the period of absence. Any resultant increase will also be delayed by the period of absence.
21.1.5 Where an employee is not assessed through the performance management system, the supervisor and employee will be notified that the employee will not increment unless the performance review is finalised in the performance management system.
21.1.6 Where an employee does not receive an annual incremental increase, the employee will be given an opportunity to demonstrate to the Executive Director, why the incremental increase should be received.
21.2 Accelerated incremental progression
An accelerated incremental increase in salary may be recommended where the employee’s performance consistently and significantly exceeds the agreed performance indicators as in Sub-clause 21.1.3 provided:
- the employee’s incremental adjustment is made on one (1) occasion only per year at the current classification level; and
- the number of increments an employee can receive in any one (1) year at the current classification level is two (2) (i.e. the annual incremental increase plus one (1) additional step).
21.3 Acting in higher classified positions and roles
An employee required to temporarily perform duties or fill a position classified at a higher level and who accepts all of the responsibilities of the position will receive the employee’s normal salary plus an allowance so that the total remuneration is at least equal to the minimum salary of the position temporarily filled, provided that the period worked is for more than:
- nine (9) sequential working days for professional employee positions; or
- twenty (20) sequential working days for academic employee positions.
21.4 Academic Level A responsibilities
21.4.1 An Academic Level A employee will work with support and direction from an employee classified at Academic Level B and above and with an increasing degree of autonomy as the employee gains in skills and experience.
21.4.2 Academic Level A employees are not expected to undertake any of the following duties:
- Administrative functions that go beyond the limited functions primarily connected with courses in which the employee teaches;
- Membership of more than a limited number of Committees;
- Teaching primarily in programs which are offered only at Masters level and above;
- Initiation of course material;
- Development of course material unless there is appropriate guidance from the unit or course coordinator;
- Complex levels of course coordination;
- Supervision of the program of study of honours students or of postgraduate students engaged in course-work;
- Supervision of major honours or postgraduate research projects; or
- Development of program material.
21.4.3 Where an Academic Level A employee is required to carry out any of the above duties, they will be appointed as an acting Academic Level B, or paid an allowance so that their total remuneration is at least equal to the minimum salary for Academic Level B.
21.4.4 Any grievances or complaints regarding the appropriateness of duties allocated to Level A Academic employees, should be raised, in the first instance, with the relevant supervisor.
21.5 Promotion (Academic employees)
21.5.1 A promotion round for academic employees will be held each year.
21.5.2 The procedures for the promotion rounds are contained in University Policies and Procedures.
21.6 Incentive allowance
21.6.1 At the discretion of the Vice-Chancellor, an employee may be paid an agreed amount for approved work carried out which provides and attracts additional net income to the University.
21.6.2 Such approved work will normally be in addition to University expectations with regard to the normal work allocation of the employee.
21.6.3 The amount will be agreed, in writing, with the Delegated Officer and the employee, and must be approved by the Vice-Chancellor prior to the work being carried out.
21.7 Training and employee development
21.7.1 The University is committed to developing a more highly skilled and flexible workforce to meet its research, enterprise and open and flexible education focus.
21.7.2 In order to achieve this aim, it is recognised that training and employee development programs will need to offer opportunities and encourage employees to develop their skills and effectiveness within the University and to promote and improve performance and efficiency and to assist in the achievement of Equal Employment Opportunity objectives.
21.7.3 Employees will be provided with appropriate developmental programs to increase their skills, broaden their experience and enhance their future career opportunities within budgetary constraints. Training and employee development opportunities will normally be identified when the employee participates in their annual performance planning and review process.
21.7.4 Employees are required to commit to training as required to meet the operational and technological requirements of the University’s strategic focus.
21.7.5 The University is committed to providing special training and employee development for women.
21.7.6 All commencing employees, including casuals, will be required to participate in an induction program.
21.7.7 All employees will have the opportunity to discuss training needs with their supervisor on at least an annual basis, as part of the performance planning and review process.
21.7.8 All academic employees will have access to a range of employee development opportunities including, but not limited to programs and consultative services on teaching and training development; confidential services to assist in the evaluation of teaching for the purposes of improvement.
21.8 Study assistance
An employee undertaking an approved program of study may receive study assistance from the University, consistent with the provisions of University Policies and Procedures.
21.9 Academic Development and Outside Studies Program (ADOSP)
21.9.1 The Academic Development and Outside Studies Program (ADOSP) provides a period of paid absence for sustained research, scholarly activity or professional experience. As an additional benefit it may also help an academic employee establish or renew links with colleagues in appropriate fields outside the University for the purpose of enhancing their own research and/or teaching within the University.
21.9.2 ADOSP aims to maintain and improve professional and vocational knowledge and skills. It is not an intention of this clause to provide an avenue for an academic employee to undertake paid employment elsewhere. ADOSP is a privilege and is not granted as a right.
21.9.3 An academic employee may apply for ADOSP in accordance with the provisions contained within University Policies and Procedures.