12 SALARY INCREASES AND RATES OF PAY

Salary increases

12.1 This Agreement provides for increases in salary rates for all staff to whom the agreement applies.

These salary increases are only payable to staff employed by the University on, or subsequent to, the date of lodgement of this Agreement.

The following salary increases will be paid to staff covered by this Agreement:

• 2% from the first pay period commencing on or after 1 October 2006
• 2% from the first pay period commencing on or after 1 May 2007
• 2% from the first pay period commencing on or after 1 November 2007
• 2% from the first pay period commencing on or after 1 May 2008
• 2% from the first pay period commencing on or after 1 November 2008
• 2% from the first pay period commencing on or after 1 May 2009.

The increase payable in May 2007 is subject to the University complying with the Higher Education Workplace Relations Requirements, as approved by the Minister, in 2006.

Rates of pay

12.2 The rates of pay for full-time staff will be as contained in Schedule 1.

12.3 The rates of pay for casual staff will be as contained in Schedule 2.  These rates of pay incorporate a casual loading of 23% in lieu of those Agreement benefits for which casual staff are ineligible including those leave entitlements to which casual staff are not entitled.

12.4 Part-time and part-year staff will be paid pro-rata based on the appropriate full-time salary.

12.5 All rates of pay contained in this Agreement are inclusive of annual leave loading entitlements specified in any enactment, award or industrial agreement.

12.6 The rate of pay for exam supervisors will be determined by reference to the support staff classification descriptors and the appropriate rate of pay, as contained in this Agreement.

12.7 The rate of pay for trainees will be as set out in the National Training Wage Award 2000.

12.8 Apprentices will be paid at rates equivalent to those applicable to apprentices within the NSW Public Service for the appropriate trade and at the appropriate stage/year.

13 ANNUALISATION OF SALARY

A staff member employed on a part-year basis may apply to the University to receive an annualised salary payment over a 12-month period based on the staff member’s proportion of full-time employment.  The administrative arrangements associated with annualisation of salary will be set out in University guidelines.

14 SUPERANNUATION

14.1 The University will maintain, in respect of existing and new staff, current employer superannuation arrangements (including eligibility for employer contributions for qualifying staff of 17 per cent) for staff during the nominal life of this Agreement except where a staff member requests arrangements in accordance with sub-clause 14.2 below.

14.2 Staff who are members of the UniSuper Defined Benefit Plan (DBP) or Investment Choice Plan (ICP) may, provided that the UniSuper Trust Deed so allows, elect to forego the 3% University superannuation contribution to the Award Plus Plan (APP) and receive a 3% non-superannuable salary loading in lieu.

15 INCREMENTAL PROGRESSION

Principles

15.1 Under normal circumstances, a staff member appointed to an incremental scale will progress through that scale.

15.2 A staff member who is not on the maximum salary point in their classification will incrementally progress to the next salary step following an assessment by the supervisor that performance has been satisfactory.

15.3 The assessment in relation to whether performance has been satisfactory will be made on the basis of the performance review and development process (see Clause 46).

15.4 An increment may only be withheld, where a supervisor has submitted a report to the Dean/Director in relation to unsatisfactory performance under sub-clause 51.8, in which case payment of the increment will be suspended pending a final decision.

15.5 If the decision under sub-clause 15.4 determines that the increment be paid, it will be paid from the staff member’s incremental date and back-dated if necessary.

15.6 Any decision or recommendation in relation to incremental progression, including accelerated incremental progression must be made before the staff member’s increment date.  If a decision or recommendation has not been made before the staff member’s incremental date, then the staff member will receive incremental progression to the next step within the classification.

15.7 Incremental progression shall normally occur on the Unit Increment Date of the staff member’s work unit.

16 POSITION CLASSIFICATION AND EVALUATION

Principles

16.1 Support staff positions will be classified within a classification level using the descriptors as set out in Schedule 3 and in accordance with the University procedures for evaluation and classification of support staff positions.

16.2 A staff member may apply no more than once in any twelve-month period to have the work level of their position description reviewed in order to establish the appropriate level and remuneration of that position.

16.3 A position description is used as the basis for determining the appropriate classification level of a position against the classification descriptors.  A position description includes descriptions of:

(a) the purpose of the position and its overall context within the workplace

(b) the degree of task complexity

(c) the scope for decision-making

(d) the level of knowledge, experience and skill required

(e) the challenges and problem solving within the position

(f) the relationship of the position to other positions within the work unit.

16.4 The position description must be signed by the immediate supervisor, the supervisor’s supervisor and the position incumbent (where there is one) indicating agreement that the position description accurately describes the role.

16.5 A position will be evaluated within the context of the following general principles:

(a) it is the position not the occupant that is the subject of evaluation; and

(b) in evaluation processes, the classification descriptors will be applied consistently across positions.

16.6 The effective date of a new classification level and remuneration for a position which has been upgraded as a result of a classification review will be the date on which the revised position description was lodged with the Human Resources Unit for review.

17 BROADBANDING

Principles

17.1 It is recognised that staff and the University may benefit from arrangements which enable positions to grow beyond one classification level.  Broadbanding provides a framework for linking staff competencies and their longer-term personal and professional growth with the University’s operational and strategic direction.  Where it can be demonstrated that mutual benefits will result for staff and the University, classification levels may be broadbanded in accordance with the level descriptors in Schedule 3.

17.2 The following principles will apply to proposals for broadbanding of support staff positions:

(a) broadbanding applies to positions not to staff occupying those positions

(b) broadbanding may be across either two or three successive levels

(c) duties and accountabilities applicable to each level of a broadbanded position will be identified in the position description

(d) the competency requirements to be met to progress to the higher level will be identified

(e) incremental progression within a level will be in accordance with Clause 15 of this Agreement.

17.3 Progression to a higher level shall be available only when the staff member’s supervisor certifies that:

(a) the competency requirements for progression established for the occupational group and/or work unit are satisfied by the incumbent

(b) that the quality of work performed by the staff member is consistent with work required of the higher level and the position description, and

(c) there is work consistently available at the higher level.

17.4 All staff affected by a broadbanding proposal will be consulted on the development of the proposal and be provided with a copy of the broadbanding arrangements once they have been approved for implementation.

18 FLEXIBLE SALARY PACKAGING

18.1 All eligible staff may choose to enter into a salary packaging arrangement with the University for the purposes of receiving a salary lower than that to which they are entitled under Schedule 1, in exchange for a benefit of equivalent value.

18.2 Where an agreement is reached between a staff member and the University in accordance with sub-clause 18.1, benefits may be provided to the extent that the cost to the University of providing the benefits and the reduced salary does not exceed the cost to the University of providing the salary prior to entering into the salary packaging arrangement.

19 HIGHER DUTIES ALLOWANCE

Where the University requires a staff member to perform some or all of the duties of a position classified at a higher level for a minimum period of five consecutive working days (or in the case of a part-time staff member, for a minimum period of the staff member’s normal working week), the staff member will be paid their substantive salary as well as an allowance equal to the difference between the staff member’s substantive salary and the minimum salary for the level of the higher classified position.  Where the staff member is assuming only a proportion of the role then a proportion of the allowance will be paid for the proportion of work performed.  The proportion of the work to be performed will be determined by the University.

20 TRAVEL ALLOWANCES AND REIMBURSEMENT

20.1 Where a staff member is required to travel to undertake official business for the University, the staff member shall be entitled to payment of accommodation and meal costs for such travel in accordance with the sustenance rates as applied by the University from time to time in accordance with advice from the Australian Tax Office.  The University will reimburse the staff member for the costs of local business travel (eg public transport, taxi or parking fees and any toll fees) required by the University.  This Clause is not intended to preclude the University from determining, at its discretion, that it will meet reasonable actual expenses incurred rather than paying a sustenance allowance.

21 FIRST AID ALLOWANCE

A staff member appointed by the University as a First Aid Officer (in addition to their substantive position) who possesses a current First Aid Certificate shall be paid the first aid allowance as provided in Schedule 4 of this Agreement.

A staff member appointed by the University as an Occupational First Aid Officer (in addition to their substantive position) possessing the required qualifications shall be paid an Occupational First Aid allowance as provided in Schedule 4 of this Agreement.