Recognition and reward for staff are part of the UTS Performance and Development process. There are various methods for acknowledging staff performance and these take into account the outcomes of the Annual Performance and Development Review. They are often specific to different groups of staff (support staff, academic staff and members of the Senior Staff Group).
The Career and Professional (CAP) Development Awards recognise and reward high performing support staff through professional development opportunities.
Support staff are eligible for incremental progression on their area's Unit Increment Date (UID) when they are not on the maximum point for their salary level. Recommendations about whether eligible support staff will receive a salary increment on their area’s UID are based on how well the staff member has performed in their role for the past year.
When a support staff member’s performance has been rated by their supervisor as “exceeds expectations”, they may be eligible for accelerated incremental progression (progression by two steps in a salary level). A supervisor may recommend accelerated progression if the staff member’s performance is consistently at a high level and represents a sustained contribution to the work of the area.
Each year the University invites eligible academic staff to apply for promotion on the basis of personal merit to Senior Lecturer, Associate Professor and Professor.
UTS recognises that academics at the early stages of their careers have special needs in relation to the support and development required to grow into their roles and pursue a fulfilling career. All full and part-time level A academic staff with 12 months continuous service at UTS (excluding casual service and leave without pay), or six months continuous service following the date of notification of an unsuccessful application, will be eligible for progression to level B.
Academics who are not on the maximum point for their salary level are eligible for incremental progression on the completion of 12 months’ service. If the staff member’s performance during the 12-month period is satisfactory, they will receive incremental progression to the next salary step within the classification.
Under the (new) Senior Staff Group Collective Agreement 2007 remuneration for senior staff is wholly based on assessment of performance undertaken in accordance with the prevailing performance review process. Salary adjustments take effect in April each year and increases are in the range of 0%-12% of base salary.
Faculty and Unit awards schemes
Outcomes of the annual performance and development review can also inform Faculty and Unit-based reward and recognition schemes. For more information contact your Faculty or Unit.