Remuneration and Employment Benefits Policy

Scope and Application Policy Principles

Procedures

Definitions

OVERVIEW

The University aims to provide attractive conditions of employment for its staff. This policy supports the University's primary goals of teaching, learning and research 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, the Executive Manager Framework and reflect the broader economic environment in which the University operates.

4. Remuneration practices are based on principles of fairness and pay equity.

5. Remuneration practices are transparent and remuneration information is maintained confidentially and in accordance with privacy requirements.

6. Work value and classification standards are recognised as the underlying elements for determining remuneration.

7. 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.

Authorities

Key

Authority Category

Authority

Delegation Holder

Limit

Human Resources

Accelerated Salary Increment

* Approve accelerated salary increment

Vice-Chancellor & President

Human Resources

Accelerated Salary Increment

* Approve accelerated salary increment

Executive Dean/Corporate Manager/Divisional Head

Human Resources

Attraction/
Retention Loading

* Approve Attraction/
Retention loading for a staff member where these exceed 25% of maximum base salary for the classification

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

Agreed Salaries

* Approve an agreed salary that is above the salary scales under the Enterprise Agreement

Executive Dean/Corporate Manager or Divisional Head

Up to 25% of maximum base salary for the classification

Human Resources

Agreed Salaries

* Approve an agreed salary that is above the salary scales under the Enterprise Agreement

Vice-Chancellor & President

Above 25% of maximum base salary for the classification

Human Resources

Broadbanding

* Approve the broadbanding of a position

Executive Dean/Corporate Manager/Divisional Head/Pro-Vice Chancellor

Human Resources

Classification - Professional Staff

* Approve reclassifications

Associate Director, Human Resources

Human Resources

Classification - Professional Staff

* Approve classification

Director Human Resources

Senior Manager Levels 1, 2, and 3

Human Resources

Classification - Professional Staff

* Approve classification

Associate Director, Human Resources

HEO Level 10

Human Resources

Classification - Professional Staff

* Approve classification

HR Advisor

HEO Levels 1 - 9

Human Resources

Higher Duties

* Approve higher duties allowance

Head of School or Branch/Faculty Executive Manager/Faculty Executive Director

Human Resources

Responsibility Loadings

* Approve responsibility loading for a staff member where these exceed 25% of maximum base salary for the classification

Vice-Chancellor & President

Human Resources

Loadings

* 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 not greater than 50K within the approved budget

Human Resources

Performance Bonus

* Approve performance bonus for prospective staff or the retention of existing staff

Vice-Chancellor & President

Human Resources

Performance Bonus

* Approve performance bonus

Executive Dean/Corporate Manager/Divisional Head

Up to $50K within approved budget

PROCEDURES

* Loadings, Allowances and Performance Bonus Procedure

* Broadbanding Procedure

* Position Classification Review Procedure

* Payroll Bona Fides Review Procedure

DEFINITIONS

Refer to the University Policies and Procedures Glossary of terms.

Date uploaded 16 December 2016


This document is a component of Remuneration and Employment Benefits Policy

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.