The University of Western Australia
This policy defines the nature and purpose of the Attraction Allowance, which will be assessed taking market conditions and the need to attract the particular applicant into account at the time of appointment. It sets out eligibility criteria and other conditions that apply.
This policy does not apply to casuals.
"Approved Delegate" means a position granted authority to act on behalf of the Vice Chancellor with varied levels of authority in line with the University's Delegations.
"Base Salary" means the salary point in the relevant University salary scale paid to the employee concerned.
"Employee" means a person employed by the University.
"Supervisor" means the person who is responsible for day-to-day supervision of the employee.
"University" means The University of Western Australia.
This policy describes the purpose and principles unique to attraction allowance. The policy must be read in conjunction with University Policy: Discretionary Allowances & Payments, which defines the core principles, approval, review and governance and accountability requirements common to all discretionary allowances.
A comparison table of discretionary allowances, which can be used to determine which allowance is applicable to a particular circumstance, can be found at Overview of Discretionary Allowances.
An attraction allowance may form part of the remuneration negotiated in the appointment process when the University identifies and wishes to attract the expertise of a particular individual.
1.1 Attraction allowance will be paid as a fixed dollar sum.
1.2 The individual may negotiate for the allowance to be granted as a non-pecuniary benefit such as -
1.3 The contract of employment must specify the attraction allowance or benefit, which will remain payable for the term of the appointment in the role for which the allowance is offered.
1.4 Attraction allowance is an ongoing allowance, and will attract superannuation in accordance with the employee's current rate.
2.1 An application for an attraction allowance will be made when there is a demonstrated need to offer a salary above that specified in the relevant pay scale to attract the expertise of a particular individual at the time of appointment.
3.1 Written requests for attraction allowances should include a detailed justification for the remuneration and be forwarded to the Dean (or equivalent) by the Head of School/Section or supervisor.
3.2 Attraction Allowance approval would normally be sought as part of the advertising or recruitment process and approval is granted at this time.
3.3 Approval is to be sought prior to making any offer to the candidate and must be met from the budget of the business unit, or financial arrangements agreed.
3.4 Deans (or equivalent) will be responsible for -
Where the amount of the Attraction Allowance is up to and including $10,000, approval may be granted by the Dean or equivalent.
Where the amount of the Attraction Allowance is greater than $10,000, or more, the application will be assessed by the Dean before sending to Human Resources, who will submit the application to the Standing Remuneration Committee for approval.
The Discretionary Allowances Form is to be forwarded to HR Services-Employment detailing: -
- the qualities and contribution that the individual would bring to the
- the demonstrated need for an attraction allowance (eg current
- the extent to which all employees are given equal consideration for rewards
and recognition in the business unit and having regard to achievement
relative to opportunity, and
- the amount of the proposed attraction allowance.
Any application for allowance to a new appointee should also include a copy of their CV and the Selection Report.
4.1 In instances where the Standing Remuneration Committee does not concur with a Dean's recommendation, the Dean (or equivalent) shall be notified in writing and the appointment or offer will not be made.
4.2 The Dean (or equivalent) may request a review of the decision by the Standing Remuneration Committee, through the Director, Human Resources.
4.3 The Dean (or equivalent) may request a review of the decision by the Standing Remuneration Committee, through the Director, Human Resources.
TRIM File No:
Related Policies or legislation:
University Policies on: