Remuneration and Employment Benefits Policy

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

PROCEDURES

* Loadings, Allowances and Performance Bonus Procedure

* Leave Entitlement Procedure

* Broadbanding Procedure

* Position Classification Review Procedure

* Salary Incremental Procedure

* Severance Pay Procedure

DEFINITIONS

Refer to the University Policies and Procedures Glossary of terms.

Date uploaded 30 March 2015

This document is a component of Remuneration and Employment Benefits Policy

To link to this policy:

Please use the following URL instead of linking to individual documents:
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 Bonus Payment 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.