Human Resources

Identifying the most appropriate allowance

Further information

  • Allowances/loadings
  • Academic allowances

There are several allowances available. This information will help you to identify the most appropriate.

  1. Remuneration for additional duties or responsibilities
  2. Reward and recognition – discretionary allowances and payments
  3. Reward and recognition – salary and incremental progression – professional staff
  4. Annual payments

Remuneration for additional duties or responsibilities

Allowance Delegate Purpose Time limits Level of allowance Payment methods Super-annuation
Additional Responsibilities Allowance Uni Librarian, Library Delegate, Faculty Mgr, Dean equivalent Delegate, Dean Payment for performance of discrete duties additional to designated tasks.

Ensure discrete duties do not meet criteria for Designated Role Allowance or Salary Progression.
For term of performance of additional responsibilities.

Initially for 3 months with review before renewal.
A rate based on the work value of the additional duties - negotiated between the parties on a case by case basis. Paid fortnightly as negotiated amount.
—Fixed $ amount
Code 314

If subject to adjustment with salary increases
—Percentage of base salary
Code 314P

9.5%
Designated Role Allowance
(Academic only)
SDVC on advice of the Dean or equivalent Payment for performance of a designated University role - e.g. Director of Centre, Chair of Discipline. For the term of the designated role. To be negotiated with the SDVC.
May also include time and/or other conditions.
Paid fortnightly as negotiated amount.
—Fixed $ amount
Code 314

Subject to adjustment with salary increases
—Percentage of base salary
Code 314P
9.5%
Head of School Allowance Dean or equivalent Payment for recognised University role. For term of the HoS appointment.
Re-negotiation of the 'mix' can take place on an annual basis.
A remuneration package which includes allowance based on complexity and size of school, taken either as salary or research/teaching assistance (or a 'mix' of both). Paid fortnightly as a fixed amount and not varied with movements in base salary.

Code 124A
small school,

Code 124B
medium school,

Code 124C
large school
Not superannuable
Higher Duties Allowance
(Professional only)
School Manager, Principal Currie Hall, Manager 5b, Head of School, Director 5b, Business Manager, Associate Librarian Payment for acting in a role with a higher classification. For the term of the acting role.
Minimum of 5 consecutive working days and a maximum of one year before a review.
Payment in line with salary scales as outlined in the General Staff Agreement. Paid fortnightly at the minimum salary point of the higher classification.
No code
Not superannuable

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Reward and recognition – discretionary allowances and payments

Allowance Delegate Purpose Time limits Level of allowance Payment methods Super-annuation
Attraction < = $10,000
Dean or equivalent.

> $10,000
approval by the Remuneration Committee
Remuneration negotiated as part of appointment process in order to attract the expertise of a particular individual Ongoing Amount must be justified having regard to market rates

The terms of an attraction allowance will be specified in the contract of employment
Paid fortnightly as a dollar fixed amount. No variation with salary increases within Collective Agreements.
Code 562
9.5% or 17% as applicable
Retention < = $10,000
Dean or equivalent.

> $10,000
approval by the Remuneration Committee
To support the retention of an existing staff member who has received a job offer from another employer (must be verified) Ongoing Amount to match the job offer or less, as the result of negotiation Paid fortnightly as a fixed dollar amount. No variation with salary increases within Collective Agreements.
Code 563
9.5% or 17% as applicable
Market < = $10,000
Dean or equivalent.

> $10,000
approval by the Remuneration Committee
Payment approved prior to advertising vacant positions when anticipating serious difficulty in recruiting OR for current employees when it can be demonstrated the market has altered since appointment OR the need to act to retain a particular category of employees due to their skills and expertise being in demand Temporary
up to three years
Amount must be justified in relation to market rates

Paid fortnightly as a fixed dollar amount. No variation with salary increases within Collective Agreements.

Code 565

9.5%
Performance < = $10,000
Dean or equivalent.

> $10,000
approval by the Remuneration Committee
Payment granted in recognition of outstanding performance as determined through PDA process, well beyond the normal duties and expectations of the position Temporary
up to two years
Fixed dollar amount no greater than 5% of base salary in the first year and no more than 10% of base salary over three years

 

Any higher amount is to be approved by the Remuneration Committee

Paid fortnightly as a fixed dollar amount. No variation if changes to Collective Agreements.

Code 564

9.5%
Bonus Payment < = $10,000
Dean or equivalent.

> $10,000
approval by the Remuneration Committee
A payment upon achievement of exceptional outcomes for specific activities or overall outstanding performance (as documented in PDA)
Can be awarded to individuals or groups
One off payment Would not normally be greater than 5% of salary

Flat one-off payment.

Code 566

9.5% accumulation

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Reward and recognition – salary and incremental progression – professional staff

Allowance Delegate Purpose Time limits Level of allowance Payment methods Super-annuation
Accelerated Increment School Manager, Principal Currie Hall, Manager 5b, Head of School, Director 5a and 5b, Business Manager, Associate Librarian Payment granted in recognition of outstanding performance. To be paid to staff who HAVE NOT reached the limit of the incremental scale. Not applicable To a maximum of two increments in a single year unless otherwise negotiated with the Senior Deputy Vice Chancellor. Paid fortnightly at the appropriate rate for increment step. Varies 9.5% or 17% as applicable
Salary Progression
(Professional only)

Discretionary
Senior Deputy Vice Chancellor Personal reclassification to one level above classified level of substantive position based on:
– excellence in performance, or
– to recognise additional duties which do not warrant reclassification
Reviewed on an annual basis until penultimate step of new level is reached. Then will be reviewed every two years.
Each review must confirm continued excellence in performance or confirming additional duties are continuing.
Applications are assessed by the Salary Progression Committee who then make a recommendation to the Senior Deputy Vice Chancellor.
Ensure additional duties do not meet criteria for Designated Role Allowance or Additional Responsibilities Allowance.
Paid fortnightly as allowance
Code 123
to increase salary to the appropriate rate for salary scale/increment step of progression.

Varies with movements in salaries
9.5%

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Annual payments

Allowance Delegate Purpose Time limits Level of allowance Payment methods Super-annuation
Distinction Allowance
(Academic only)
Dean or equivalent An annual payment to academics who are members of one or more of the four Australian Academies. Duration of the Academy membership. Payment to a maximum of $10,000 per annum to the staff member, who may choose to have the payment made to a school research account. Paid fortnightly as a fixed $ amount
OR
As a single annual payment
Code 128F
Not varied with movements in base salary.
Not superannuable

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