Incremental progression

Introduction

1. 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

  • 'Incremental progression' is where the salary of an employee is increased progressively through the salary steps within a salary classification.
  • '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:
    • Leadership;
    • Innovation;
    • Initiative;
    • Exceptional productivity and/or effort; and
    • Demonstrated client satisfaction.
  • 'Supervisor' - Each employee has a supervisor for incremental progression and performance management and review purposes. Their supervisor is the Head of the Work Unit or nominee. 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

2. Refer to HR Delegations for the delegations relating to incremental progression.

Eligibility

3. Unless HR Services is advised in writing that an employee's performance has been unsatisfactory at least two weeks before the increment due date, employees will move to the next highest salary point in the classification at the conclusion of each 12 month period following:

  • Entry into a classification and/or the subsequent anniversary date; or
  • 12 months continuous service in a temporary higher classification.

Service for increment purposes

4. 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.

5. Incremental progression will be delayed by the period of absence if an employee has been absent without pay for an aggregate of more than 10 days in a 12 month period.

6. 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.

7. 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.

Accelerated increments

8. Where an employee's performance is considered to demonstrably exceed the normal expectations of a position, over a period of at least the prior 12 months, accelerated incremental progression may be appropriate and can be recommended.

9. The Head of Work Unit should detail how the employee’s performance has been assessed as outstanding against the existing Position Description and any other similar roles within the work unit, and forward their recommendation to the relevant Executive member and copy to HR Services.

10. The increase will be effective from the due date of the increment, once approved by the relevant Executive member.

Withholding an increment

11. 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.

12. Where work performance issues have not been resolved as part of normal performance management processes and the supervisor and/or Head of Work Unit considers the level of performance does not warrant incremental progression, the following steps are to be taken:

  • Seek advice from a HR Consultant if discussions with an employee may lead to a recommendation to withhold an increment;
  • Prepare a memo recommending the employee's increment be withheld. The memo is to be signed by the supervisor and the employee before being submitted to the relevant Executive Member for consideration. It should be received by the Executive Member at least one month before the due date of the increment;
  • Refer the approved memo to HR Services at least two weeks before the due date of the increment; and
  • Initiate action in accordance with the Managing unsatisfactory performance procedure within six weeks of the increment's due date. If the Managing Unsatisfactory Performance review results in no action being taken, the employee's increment will be approved and backdated to the incremental progression due date.

Procedures

13. Each month, HR Services will send a reminder email to the Head of Work Unit with a list of employees who are eligible for incremental progression, their salary information and increment dates. The list will include employees who will be eligible for progression in two months' time (ie the report sent in February will provide details of employees eligible for increments in April).

14. Increments will be automatically paid on the due date unless a memo with approval from the relevant Executive Member to withhold the increment is received by HR Services at least two weeks before the increment's due date.