11 Performance review and development
12 Performance pay
13 Superannuation flexibility
14 Flexible salary packing
11 Performance review and development
11.1 Principles
The performance review and development process at UTS provides a framework for identifying, evaluating and developing performance. The University is committed to the ongoing application of an effective performance review and development process, linked to the achievement of individual, work area and organisational goals.
At UTS performance and development are considered to be equally important for the achievement of results and continuous development of priority capabilities at all levels – for individuals, teams and the University. This dual focus supports a vibrant learning and working environment that also supports career and skill development of staff.
Senior staff and their supervisor will establish an annual program of development activities, which may include study release or other professional and/or leadership development activities. The development plan must be relevant to the senior staff member’s role and the needs of the University.
The performance review and development process provides staff and supervisors with the opportunity to:
- determine work priorities, workload and performance expectations over the next period;
- discuss the staff member’s plans to take annual, long service and other forms of leave;
- provide feedback in relation to performance;
- discuss and identify assistance and support that will be provided to improve performance where performance is assessed as requiring improvement;
- identify the support that will be provided for professional and career development;
- update the position description for the staff member’s position, if necessary; and
- discuss other personal and work issues that may impact on work performance.
All Senior Staff will participate in the performance review and development process. This includes staff serving a period of probation. The performance review and development process will be integrated with arrangements in relation to probation and performance pay.
12 Performance pay
12.1 Principles
12.1.1 This Agreement progresses the achievements made during the life of the previous Agreement in developing the performance-related reward model for Senior Staff. Over the life of this Agreement, increases in remuneration for senior staff will transition to being wholly based on assessment of performance undertaken in accordance with the performance review process in place at the University and applying at the relevant time.
12.1.2 In 2007, base salaries were increased by 3% from the first pay period commencing on or after 1 April 2007, with additional payments being subject to assessment of an individual’s performance.
12.1.3 Salary adjustments will take effect from the first pay period commencing on or after 1 April each year.
12.2 Performance-Based Remuneration
The following principles will apply to performance-based remuneration from the review period in 2008 and thereafter:
12.2.1 Performance payments will be awarded in accordance with the performance review process in the range of 0% - 12% of base salary. The quantum of any performance increase will be linked to the assessment of performance made in accordance with the processes of the performance management system in place and applying at the relevant time.
12.2.2 Performance payments will be expressed as a percentage of base salary. A staff member may consolidate performance payments into base salary in accordance with the Performance and Remuneration Guidelines applying at the relevant time.
12.2.3 At the end of a 12-month review period, a staff member whose performance is assessed, in accordance with the Performance and Remuneration Guidelines, as ‘meeting expectations’ will receive a 4% performance payment, which may be consolidated into base salary.
12.2.4 During the life of this Agreement, the University will examine ways in which performance payments might include an assessment of organisational performance.
12.3 Faculty-based salary supplementation and individual performance arrangements
12.3.1 For 2007, eligible staff who are already participating or who elect to participate in a faculty-based salary supplementation scheme shall not be considered for individual performance pay increases where such performance pay increases would result in their base salary moving beyond the midpoint of their salary scale.
12.3.2 For 2007, if a staff member who is appointed above the midpoint of a salary scale and either receives a salary supplementation payment from the time of appointment or subsequently chooses to participate in a salary supplementation scheme where available then that staff member is not entitled to be considered for individual performance pay increases.
12.3.3 Where staff and the University enter into individually designed performance-based remuneration arrangements, such arrangements may stipulate that the performance-based remuneration provisions described in this clause shall not apply.
12.3.4 From 2008, staff who participate in a faculty-based salary supplementation scheme or who have an individual performance arrangement will be required to participate in the performance review and development process to have access to any increases that might be consolidated into base pay as set out in sub-clause 12.2. They will not be eligible for any lump sum bonus components under clause 12.2.
13 Superannuation flexibility
The University will, for the life of the Agreement, maintain existing arrangements for superannuation in respect of access to superannuation schemes, contribution rates and provisions according to the staff member’s fund and membership classification. The University’s default fund is UniSuper. Staff who are members of UniSuper can access the flexibility of superannuation contributions, including Choice of Fund, in the context of their UniSuper membership and in accordance with the UniSuper Fund’s rules.
14 Flexible salary packaging
All eligible employees 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, in exchange for a "benefit" of equivalent value. The list of approved benefits and details of the scheme are contained in the University’s salary packaging guidelines, as varied and amended from time to time.
