The University of Western Australia
This policy defines the nature and purpose of the Salary Progression Scheme. It details the eligibility criteria, as well as the application and approval process.
"Additional duties" for the purpose of this policy means duties undertaken by an employee in addition to their substantive position, the nature and amount of which do not warrant reclassification of their substantive position. Such duties are specific to an employee and are not considered to be a continuing aspect of the position.
"Committee" means the Salary Progression Committee.
"Employee" for the purpose of this policy means person employed by the University who has an ongoing or fixed term contract under the terms of the Professional & General Staff Agreement (as amended or replaced from time to time).
"Outstanding Performance" for the purpose of this policy means excellent or outstanding performance, as identified through the PDA process.
"Fixed term appointment" means an appointment that has a specified term of employment.
"Ongoing appointment" means an appointment that has an indefinite period of employment.
"PDA" means the Performance Development and Appraisal process.
"Penultimate Point" means the pay point immediately preceding the highest point in a salary scale, and does not include the Salary Protection Point.
"Supervisor" means the University delegate who is responsible for the day-to-day supervision of the employee.
"The University" means The University of Western Australia.
To recognise and reward outstanding performance of individual professional and general staff members, the University has developed a Salary Progression Scheme to allow employees access to the next salary level above their substantive classification level.
Applications for salary progression are based on outstanding performance or ongoing additional duties. A Higher Duties Allowance or Additional Responsibilities Allowance may be more appropriate, where an employee is undertaking additional duties, which does not warrant a reclassification of the position.
Salary progression should not be viewed as a system for rewarding long service, or for those who work long hours. The latter can be dealt with by overtime, time off in lieu or a commuted overtime allowance.
1.1 For an employee to apply for, and continue to receive, an allowance under the Salary Progression Scheme they must meet the following criteria:
1.2 In cases where employees are already in receipt of a salary progression allowance and become subject to formal unsatisfactory performance/behaviour procedures, the allowance will cease the first complete pay period, immediately following the date a decision is formally communicated in writing.
1.3 Job share applicants will be considered on individual merit, not with their job share partner.
1.4 Employees holding an externally funded appointment, including but not limited to; the National Health and Medical Research Council (NH&MRC) or the Australian Research Council (ARC), are not eligible to apply.
2.1 Access to salary progression is by way of a temporary, renewable allowance. This allowance:
2.2 Where an employee whose salary progression is approved and transfers or is seconded to another position at the same level, the Salary Progression Allowance will cease accordingly:
3.1 All applications for salary progression must relate to the employee's current role.
3.2 The Salary Progression Application form must be completed and submitted through the supervisor and the Head of School or equivalent. Supervisors are required to make detailed and relevant comments. The Head of School or equivalent will be required to make a comment on the application. These comments must be sighted by and may be responded to, by the applicant. The Head of School or equivalent may request a separate report from the applicant's supervisor. The employee has the right to respond to any separate report.
3.3 Applications must be forwarded to the Director, Human Resources via the Dean / Director of the appropriate Faculty / Business Unit.
3.4 All applications must include the following:
3.4.1 Where the application for salary progression is based on ongoing additional duties the following criteria must be met:
3.5 Applicants can include the following to support their application:
4.1 All eligible applications will be considered by the Committee which will typically meet every four months, or more frequently if determined by the Director, Human Resources.
4.2 The Committee will make recommendations for approval or removal of a Salary Progression Allowance, on the complete application submitted. The Committee may request further information as necessary.
4.3 Employees will be notified in writing of the result of their application.
4.4 Successful applications will be effective from the next complete pay period following the date of receipt of the completed application by the Director, Human Resources.
5.1 The Head of School or equivalent is responsible for reviewing the status of Salary Progression Allowances annually as part of the PDA process.
5.2 Prior to the annual review date and following a PDA to recommend progression to the next salary point, the Head of School or equivalent will be requested to confirm:
5.3 Upon reaching the penultimate point, recommendation for continuation of the allowance will be reviewed every two years.
5.4 Where an allowance is recommended to cease, the Head of School or equivalent must submit a copy of the current PDA, demonstrating performance is no longer outstanding in the appropriate categories or additional duties are no longer ongoing. In such circumstances:
6.1 Responsibility of the Salary Progression (Committee)
6.1.1 The Committee will assess all applications for salary progression. Membership of the Committee is as follows:
6.2 Terms of Reference
6.2.1 (1) To consider applications for salary progression based on the documentation submitted and on additional information sought by the Committee as required.
6.2.2 (2) To make recommendations to the Senior Deputy Vice-Chancellor and Registrar. Any cases referred back to the Committee may be for the purpose of seeking further information or clarification.
6.3 Dispute Resolution Process
6.3.1 As a general rule, decisions will be made based on the documentation provided to the Committee.
6.3.2 It is open to the Committee to determine its own process ensuring natural justice to the applicant and others.
6.3.3 Where insufficient detail is provided the Committee may obtain further information. In such cases, the Committee may decide to hold the case over to the next meeting.
6.3.4 In exceptional circumstances, the Committee may agree to meet with the applicant and supervisor. In such circumstances the general process will be as follows:
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