5.1  Salary Rates for Support Staff - Collective Agreement
5.2  Salary Rates for Academic Staff - Collective Agreement
5.3  Incremental Progression for Support Staff - Collective Agreement, Clause 15
5.4  Incremental Progression for Academic Staff - Collective Agreement, Clause 15
5.5  Position Classification and Evaluation (including classification descriptors) Support Staff - Collective Agreement, Clause 16 and Schedule 3
5.6  Superannuation Guidelines
5.6a  Superannuation Flexibility
5.7  Superannuation and Fixed-Term Academic Management Positions -Factsheet
5.8  Payment to be made to Employees vs Contractors - Guidelines
5.9  How UTS Hires And Pays External Providers - Guidelines
5.10  Above Load Teaching by Continuing and Fixed-term Academic Staff
5.11  Annual Academic Promotion - Policy
5.12  Annual Academic Promotion - Guidelines
5.13  Promotion for ARC Fellows and CRC Researchers To Salary Level C - Policy
5.15  Appeals Against Academic Promotion Decisions - Policy
5.16  Faculty Readership - Policy
5.17  University Readerships - Policy
5.18  Flexible Salary Packaging Scheme - Guidelines
5.21  Information to Staff Who Perform Duties While on Call Fact sheet
5.22 Oncosts
5.23  Progression of Academic Staff Level A-B - Guidelines
5.24 Progression of Academic Staff Level A-B - Procedures
5.25 Career and Professional (CAP) Development Awards for High Performing Support Staff
5.26 SSG Performance and Remuneration Guide - 2006

5.1  Salary Rates for Support Staff - Collective Agreement

For support staff rates from Level one to ten - refer to the Support Staff - Collective Agreement, Schedule 1. 

5.2  Salary Rates for Academic Staff - Collective Agreement

For Academic staff rates levels A (Associate Lecturer) to E (Professor) refer to the Academic Staff - Collective Agreement  Schedule 1.

For Casual Academic Staff rates of pay and a description of the activities performed at each salary level refer to the Academic Staff - Collective Agreement Schedule 2. 

5.3  Incremental Progression for Support Staff - Collective Agreement, Clause 15

Eligibility for incremental progression and the process for withholding an increment for support staff is found within the Support Staff - Collective Agreement, Part B - Salaries and Related Matters, Clause 15 (also refer to HR Manual 6.6 and 6.7). 

5.4  Incremental Progression for Academic Staff - Collective Agreement, Clause 15

Eligibility for incremental progression and the process for withholding an increment for academic staff is found in the Academic Staff - Collective Agreement, Part B - Salaries and Related Matters, Clause 15 (also refer to HR Manual 6.5. 

5.5  Position Classification and Evaluation (including classification descriptors) - Support Staff - Collective Agreement, Clause 16 and Schedule 3

The process for review of job classifications for support staff positions is found in the Support Staff - Collective Agreement, Part B - Salaries and Related Matters, Clause 16. The descriptors used to describe the ten levels of the support staff salary structure are found in the Support Staff - Collective Agreement, Schedule 3. For further information refer to the Job Evaluation and Writing a Position Description pages on the HR website.   

5.6  Superannuation Guidelines

Superannuation is a form of remuneration whereby some percentage of a staff member's total remuneration is set aside to act as retirement income. The guidelines explain both the contributory and non-contributory schemes at UTS. The non-contributory schemes are the Superannuation Authority Non-Contributory Scheme (SANCS) and the UniSuper Award Plus Plan (UniSuper APP) where the University makes a payment to the scheme on behalf of the staff member. The compulsory contributory scheme is UniSuper. Some longer term staff are members of other government schemes. The policy describes conditions for membership and exemptions, superannuable salary, superannuation for members of the senior staff group and cessation of membership in the scheme. 

5.6a  Superannuation Flexibility

Support and Senior Staff Group may take the option of having their employer contribution to Unisuper Award Plus Plan (APP) paid as non-superannuable salary in their fortnightly pay. The maximum amount that can be paid as salary for full-rate contributors is 3%. The fact sheet gives details on eligibility, the effect on salary, superannuation and taxation. Election form to forego the 3% superannuation contribution to UniSuper Award Plans

5.7  Superannuation and Fixed-Term Academic Management Positions -Factsheet

This factsheet provides an explanation of the impact on superannuation of changes in salary that result from taking up a fixed-term academic management position such as Dean. The factsheet covers who will be affected, what options are available and who to contact for further information. 

5.8  Payment to be made to Employees vs Contractors - Guidelines

A guide to deciding whether a person is paid as a UTS staff member or a contractor paid by invoice. These guidelines provide advice and explain the criteria used by the Australian Tax Office. 

5.9  How UTS Hires And Pays External Providers - Guidelines

This is a handout for external service providers explaining how UTS determines whether an external provider is a contractor or employee using the Australian Tax Office guidelines. 

5.10  Above Load Teaching by Continuing and Fixed-term Academic Staff

These are procedures for making payments to academic staff performing teaching duties above their normal load such as in summer/winter schools or CPE courses. The procedures cover gaining agreement on whether the teaching is in load or above load and rates and procedures for payments. 

5.11  Annual Academic Promotion - Policy

This policy sets out the process by which Academics of all levels may seek promotion on the basis of merit. Quotas apply to the number of promotions offered as Associate Professor or Professor, however there is no quota for promotion to Lecturer or Senior Lecturer. The policy includes information on eligibility and promotion criteria. The criteria are based on qualifications, performance and standing and leadership and personal standing. The policy provides details regarding the provision of referees' reports and the membership of each Promotion Committee. 

5.12  Annual Academic Promotion - Guidelines

These guidelines set out the process by which academics may seek promotion on the basis of personal merit. The guidelines provide detailed information on the criteria which are based on qualifications, performance and standing and leadership within the university. The guidelines also sets out the requirements regarding referees' reports and provides a promotion timetable. 

5.13  Promotion for ARC Fellows and CRC Researchers To Salary Level C - Policy

This policy sets out the criteria and process by which ARC Fellows and CRC Researchers may apply for promotion to senior lecturer. The promotion criteria place emphasis on contribution to research, scholarship and the advancement of knowledge as well as contribution to the University and educational activity. 

5.15  Appeals Against Academic Promotion Decisions - Policy

This policy outlines the provisions for unsuccessful applicants to appeal against a decision of a Promotion Committee. The policy sets out the basis of appeals which may only be made on the grounds of lack of due process. The policy explains how to lodge an appeal, the composition of the appeal committee and its workings and the decisions that may be recommended. 

5.16  Faculty Readership - Policy

This policy sets out the conditions by which the Vice-Chancellor may approve a recommendation of a Faculty Board and Dean to fund a readership. The policy sets out the conditions and duration of the award, application procedures, assessment criteria and committee membership. 

5.17  University Readerships - Policy

One of the University's initiatives to support its research capacity is the availability of readership positions. The policy covers faculty arrangements, conditions of the award, assessment criteria, the selection committee and application procedures.

5.18  Flexible Salary Packaging Scheme - Guidelines

A guide to salary packaging for staff, including a description of the types of expenses which may be packaged. 

5.21  Information to Staff Who Perform Duties While on Call Fact sheet

This fact sheet explains the process for claiming salary payments for on call staff.

5.22  Oncosts

This fact sheet sets out the costs applied to all salaries. Includes costs for workers compensation, payroll tax, and superannuation

5.23  Progression of Academic Staff - Level A-B - Guidelines

These guidelines set out the process and criteria for academic staff to progress from level A-B.  They describe which staff are eligible to apply for progression, how to apply, who approves the application, the appeals process and where to go for information and advice.

5.24 Progression of Academic Staff - Level A-B - Procedures

These procedures provide information on the application process for academic staff to progress from Associate Lecturer Level A to Lecturer Level B. The procedures should be read in conjunction with 5.23 Progression of Academic Staff - Level A-B - Guidelines (see above). Further information and the application cover page is available on this website at:http://www.hru.uts.edu.au/remuneration/progress.html 

5.25 Career and Professional (CAP) Development Awards for High Performing Support Staff

The Career and Professional Development Awards recognise and reward high performing support staff by awarding a grant of financial support for professional and career development purposes.

5.26 SSG Performance and Remuneration Review Principles and Procedures

This Guide provides detailed information about the review phase of the Performance and Development Cycle, where an overall assessment of performance and remuneration recommendation are made.