Remuneration and Employment Benefits Policy
Overview
Overview
The University aims to provide attractive conditions of employment for its staff. This policy supports the University's primary goals of teaching and learning, research and research training by supporting the attraction, retention, recognition and rewarding of staff through remuneration and a range of other benefits.
Scope and Application
This policy applies to all staff members. Any exceptions are detailed in the relevant procedures.
This policy is intended to operate in conjunction with other complementary University policies, the University of Adelaide Enterprise Agreement (as amended) and with practices and business processes that collectively enhance the University's good governance and best management practice objectives.
Policy Principles
Conditions of employment with the University in relation to remuneration and financial/non financial benefits are based on the following principles:
1. Remuneration and conditions of employment encourage, recognise and reward high performance by staff members and contribute to the overall success of the University.
2. Remuneration and conditions of employment comply with relevant legislation, industrial requirements and obligations.
3. Remuneration levels and conditions of employment are set according to the University's strategic and operational requirements and reflect the broader economic environment in which the University operates.
4. Remuneration practices are fair and equitable with transparent processes and the confidentiality of information is maintained in accordance with privacy requirements.
5. Work value and classification standards are recognised as the underlying elements for determining remuneration.
6. Financial and non-financial rewards motivate staff to achieve high performance and where possible are tailored to meet the needs of the individual and the University.
7. Staff leave entitlements and requests are managed in a way that takes into account staff and operational requirements.
Authorities
|
Key |
Authority Category |
Authority |
Delegation Holder |
Limit |
|
Human Resources |
Attraction/ Retention Loading |
* Approve salary and/or Attraction/Retention loading for a staff member where these exceed 25% of maximum base salary for the classification. |
Vice-Chancellor & President |
|
|
Human Resources |
Responsibility Loading |
* Approve salary and/or responsibility loading for a staff member where these exceed 25% of maximum base salary for the classification. |
Vice-Chancellor & President |
|
|
Human Resources |
Performance Bonus |
* Approve performance bonus for prospective staff or the retention of existing staff. |
Vice-Chancellor & President |
|
|
Human Resources |
Leave Entitlements |
* Approval of all types of leave, subject to Enterprise Agreement eligibility and conditions.
|
Vice-Chancellor & President |
|
|
Human Resources |
Accelerated Salary Increment |
* Approve accelerated salary increment. * Specific approval for more than one accelerated increment in one year |
Vice-Chancellor & President |
|
|
Human resources |
Attraction/ Retention Loading |
* Approve loading for the attraction of prospective staff or the retention of the existing staff member
|
Executive Dean/Corporate Manager or Divisional Head |
Up to 25% of maximum base salary for the classification and no greater than $50K within the approved budget. |
|
Human Resources |
Responsibility Loading |
* Approve loading for staff members that take on additional responsibilities.
|
Executive Dean/Corporate Manager/Divisional Head |
Up to 25% of maximum base salary for the classification and no greater than $50K within the approved budget. |
|
Human Resources |
Performance Bonus |
* Approve performance bonus |
Executive Dean/Corporate Manager/Divisional Head |
Up to $50K within approved budget |
|
Human Resources |
Leave Entitlements
|
* Approval of all types of leave, subject to Enterprise Agreement eligibility and conditions.
|
Executive Dean/Corporate Manager/ Divisional Head/Pro Vice-Chancellor |
Within entitlements and accruals.
|
|
Human Resources |
Accelerated Salary Increment |
* Approve accelerated salary increment |
Executive Dean/Corporate Manager/ Divisional Head |
Up to $50k within approved budget |
|
Human Resources |
Broadbanding |
* Approve the broadbanding of a position. |
Executive Dean/Corporate Manager/ Divisional Head/Pro Vice-Chancellor |
|
|
Human Resources |
Leave Entitlements
|
* Approval of all types of leave, subject to Enterprise Agreement eligibility and conditions within their School or Branch
|
Head of School or Branch Head |
Approval for all leave except parental/maternity and adoption leave
|
|
Human Resources |
Leave Entitlements
|
* Approve an interrupted period of service as continuous for long service leave purposes. EA Clause 4.10.2 (b).
|
Director Human Resources |
Within entitlements and accruals |
|
Human Resources |
Classification -Professional Staff |
* Approve reclassifications |
Director Human Resources |
For HEO10 and Senior Manager levels 1,2 and 3 |
|
Human resources |
Classification -Professional Staff |
* Approve reclassifications |
Manager, Human Resource Consulting |
For HEO levels 1 -9 |
|
Human Resources |
Leave Entitlements
|
* Approve leave requests for annual and personal (sick) leave for staff within their direct reports. |
Supervisor for purposes of annual and personal (sick) leave |
Within entitlements and accruals. |
Procedures
* Loadings, Allowances and Performance Bonus Procedure
* Position Classification Review Procedure
* Salary Incremental Procedure
* Payroll Bona Fide Review Procedure
Definitions
Refer to the University Policies and Procedures Glossary of terms.
This document is a component of Remuneration and Employment Benefits Policy
https://www.adelaide.edu.au/policies/3543
Policy Control Information
| RMO File No. | 2016/14178 |
|---|---|
| Policy custodian | Chief Operating Officer |
| Responsible policy officer | Executive Director, Human Resources |
| Endorsed by | Vice-Chancellors Executive |
| Approved by | Vice-Chancellor and President |
| Related Policies | Recruitment Policy
Behaviour and Conduct Policy Staff Development, Performance & Promotion Policy Health Safety Wellbeing Policy Workforce Management Policy Enterprise Agreement Practice of a Discipline Outside the University |
| Related legislation | Fair Work Act 2009 (Cth) Privacy Act 1988 Equal Opportunity Act 1984 (SA) Age Discrimination Act 2004 Disability Discrimination Act 1992 Racial Discrimination Act 1975 Sex Discrimination Act 1984 |
| Superceded Policies | Leaving the University Policy
Attraction/Retention Loading Policy Responsibility Loading Policy Salary Increment Policy Salary Determination Guidelines (Academic Staff) Time Records Policy and Guidelines Leave Without Pay Policy Parliamentary Candidature Policy Salary On-cost Estimation Guidelines and Calculation Schedule |
| Effective from | 25 July 2022 |
| Review Date | 24 May 2025 |
| Contact for queries about the policy | HR Service Centre on ext: 33111 |
Please refer to the Policy Directory for the latest version.