Incremental Progression
Introduction
1. Incremental progression is where the salary of an employee is increased progressively through the salary steps within a salary classification.
2. The following incremental progression provisions apply where employment is governed by the -University's current Enterprise Agreement. Provisions governed by other industrial instruments may differ.
Definitions
3. The following definition applies:
- 'Outstanding performance' is performance that is considered to be well above and beyond the normal job requirements. It is performance that can be readily and fairly differentiated from the normal appropriate level of performance expected in the position and may involve, but is not limited to, one or more of the following elements to an extent beyond normal job requirements:
- Innovation;
- Initiative;
- Exceptional productivity and/or effort;
- Demonstrated client satisfaction; and
- Leadership.
- 'Supervisor' - Each employee has a supervisor for incremental progression and performance management and review purposes. Normally, the supervisor is the Head of the Work Unit. For academic employees, however, the relevant Executive Member may delegate another staff member at Level C or above to be the employee's academic supervisor.
Delegations
4. Refer to HR Delegations for the delegations relating to incremental progression.
Eligibility
5. Eligibility for incremental progression is based on an employee's performance of duty being satisfactory as measured against previously agreed goals and targets through the performance management, development and review (PMDR) or probationary review process.
6. Employees will move to the next highest salary point within a classification at the conclusion of each 12 month period of continuous service, providing they have undertaken an annual PMDR review or probation review with their supervisor and:
- Have received written confirmation of satisfactory performance as part of an incremental progression review; or
- A report has been submitted indicating that no unsatisfactory performance has been identified.
7. Where the employee has been absent without pay for an aggregate of more than five working days in the relevant 12 month period, incremental progression will be delayed by the period of absence.
8. Where a supervisor confirms in writing that performance has been assessed as outstanding, accelerated incremental progression may be recommended.
Withholding an Increment
9. Where a supervisor has identified an unsatisfactory performance matter and has submitted an unsatisfactory performance report before the due date for incremental progression, the appropriate increment may be withheld pending any further action by the relevant Executive Member and/or any decisions reached in accordance with the Managing Unsatisfactory Performance clause of the University's current Enterprise Agreement.
10. Further action will be initiated within the six weeks following the due date of the increment.
11. If the Managing Unsatisfactory Performance review results in no action being taken, the employee's increment will be approved and backdated to the due date of the increment.
12. All forms of paid leave will count as service when determining an employee's increment date, regardless of whether the leave is at full pay or half pay.
13. Service in professional positions will not be taken into account when assessing incremental progression within academic classifications. Likewise, service in academic classifications will not be taken into account for incremental progression in professional positions .
14. Where employees have performed duties at a higher classification (for example, a short-term relieving appointment) their service in the higher position will count towards incremental progression within their substantive appointment.
Procedures
15. Supervisors have an ongoing responsibility to discuss work performance and provide guidance and feedback to employees under their supervision to ensure they have a clear understanding of the work expected of them.
16. Each month, HR Services will send the Head of Work Unit a list of employees who are eligible for incremental progression, their salary information and increment dates , advising them of the employees who will be eligible for progression in three months' time (ie the report sent in January will provide details of employees eligible for increments in April). Supervisors will meet with each of the eligible employees to discuss their performance at least one month before the employee's increment is due.
17. Where the employee's performance is assessed as satisfactory, the increment report is to be completed after the meeting, signed by the employee and the supervisor, and forwarded to HR Services before the due date of the increment. The increment will be paid when written approval is received in HR Services.
18. If an employee's performance is assessed as outstanding, the completed increment report is to be signed by the employee and the supervisor, and forwarded to the relevant Executive Member (together with a supporting report on the employee's outstanding performance) before the due date of the increment. The recommendation for accelerated progression must indicate the proposed increment level. The increase will be paid when written approval for the accelerated incremental progression is received in HR Services.
19. Where work performance issues have not been resolved as part of normal performance management processes and the supervisor considers the level of performance does not warrant incremental progression, an unsatisfactory performance report is to be submitted to the relevant Executive Member at least one month before the date the increment is due. The increment may be withheld pending further action by the relevant Executive Member and/or any decisions reached in accordance with the Managing Unsatisfactory Performance clause of the University's current Enterprise Agreement. The Director, Human Resources should be informed if discussions with an employee may lead to a recommendation to withhold an increment.
20. Where it is determined that an increment is to be withheld, the Director, Human Resources will notify the employee in writing before the effective date of the increment. If it is determined that this decision should be reviewed after a specified period and, as a result of the review, incremental progression is approved, the increment will be paid from the date of the approval.
21. If, as a result of the review, incremental progression is not approved, the increment will continue to be withheld pending the outcome of further action taken in accordance with the Managing Unsatisfactory Performance clause of the University's current Enterprise Agreement.
22. Where a significant period of service during the previous 12 month period has been in more than one work unit, supervisors in each of the work areas should be given the opportunity to comment on the employee's performance.
Updated: 01 November 2012