Annual Remuneration Review. The Secretary will review the base salary and, where relevant, business allowance and higher duties allowance, of all eligible employees each year as part of an annual remuneration review. An employee is eligible for an annual remuneration review subject to having been assessed under the PPI as at least ‘satisfactory’ (or equivalent) at the end of the immediately preceding performance cycle appraisal. In addition to the general increases in base salary provided for at clause 3.07, the annual remuneration review will consider an individual component for any adjustment to an employee’s base salary and/or business allowance and/or higher duties allowance based on the remuneration review factors articulated at subclause (7). An employee’s base salary will not be reduced as a result of a remuneration review. Remuneration changes as a result of the annual remuneration review will be effective from 1 August. The Department will pay at least 1% of the AGS salary bill at the end of the preceding financial year for individual increases as part of this process. The Secretary will have regard to the following factors when determining the outcome of a remuneration review: The performance and capability of the employee – including past and projected performance, the mix between fixed and variable pay, the application of skills and qualifications, capabilities, the likelihood of the employee regularly exceeding performance expectations and continuing contribution to AGS; and AGS financial considerations – including affordability of any salary increase, the overall contribution of the employee to the team and the financial performance of the employee, the employee’s team and practice group or function; and Client value considerations – including the value of the employee’s work in the relevant market and the quality of the employee’s internal and external client relationships; and Relevant external employment markets and internal job relativities – including market comparisons taking into account superannuation cost, bonuses and other benefits, remuneration for comparable employees paid in the locality and across AGS for the relevant type of work, and job and salary relativities within AGS. The Secretary will review remuneration for APS 3-6 classified employees at the Lawyer designation following their mid-cycle performance review under the PPI. The date of effect of any increase under subclause (1) will be 1 January of the relevant year.
Annual Remuneration Review. The Secretary will review the salary and, where relevant, business allowance and higher duties allowance, of all eligible employees each year as part of an annual remuneration review.
Annual Remuneration Review. (a) Employees in Level 3 and Level 4 will have their performance reviewed annually, in accordance with the performance management framework set out at clause 18 of this Agreement.
(b) The relevant people leader shall advise the employee of:
(i) their performance outcome; and
(ii) any applicable remuneration outcome and how this outcome was determined.
(c) The following initiatives will apply to support the remuneration review process for Level 3 and 4 employees.
(i) An employee or people leader may contact Workplace Performance for advice on applicable market rates;
(ii) Workplace Performance will provide business units with timely advice and insights on remuneration matters; and
(iii) Workplace Performance will provide recommendations to the business unit for remuneration outcomes for employees in Level 3 and 4. These recommendations will consider the following factors: Length of time since last TEC increase Previous TEC increases Position in TEC range Internal relativities Performance Employment status Relevant market considerations Pay equity considerations
(iv) Training will be made available to people leaders with Level 3 and 4 employees to support them to have quality conversations regarding remuneration.
(d) An employee in Level 3 or 4 may request and will obtain a copy of the remuneration outcome recommended by Workplace Performance in subclause 8.9(c)(iii).
(e) Data regarding Level 3 and Level 4 remuneration outcomes will be communicated annually to the FSU, particularly information by role, gender and employment status.
Annual Remuneration Review. (a) A common Annual Remuneration Review will be conducted by 1 October of each year (or other review date as agreed with FSU). Salary increases which emanate from the review process will be effective from the first full pay period after the agreed review date of each year.
(b) IAG commits to spend a minimum of 2.5% of Fixed Pay expenditure as at the review date, in adjustments to salary and performance related bonus payments for the 2016 Annual Remuneration Review. IAG will analyse the factors which are taken into account when determining the size and distribution of the Annual Remuneration Review. IAG will annually review the guidelines provided to Managers to ensure they are in accordance with the principles of the system.
(c) For each year following, IAG will advise FSU at least two months prior to each remuneration review period the allocation of funds for the Annual Remuneration Review. At the same time, IAG will also advise FSU about any items impacting the review such as internal salary movements, market movements and business performance.
(d) Temporary Employees and Employees on fixed term contracts (Employees hired externally for a specified period of employment with IAG) may be included where appropriate, given the nature of the role and length of contract.
(e) In addition to any factors that research and consultation may cause to be included, the following principles will apply:
(i) An Employee's Fixed Pay will be reviewed at least annually.
(ii) The factors listed below will influence an Employee's Fixed Pay movement and will be considered by Managers when conducting a remuneration review: • the Employee's performance; • market movement in the Fixed Pay range for an individual’s role; • the Employee's position within the range; • budget objectives; • time since an Employee's last Fixed Pay increase; and • business performance.
(iii) Performance related bonus payments are used in some circumstances to reward Employees in lieu of or in addition to a Fixed Pay adjustment.
(iv) Managers will be provided with Fixed Pay range information (based on market data) for the relevant position and guidelines for conducting the Annual Remuneration Review.
(v) Fixed Pay adjustments are recommended by the Manager, approved by the next level Manager and explained to each Employee prior to the effective date of the Annual Remuneration Review.
(vi) Managers will be responsible for providing and explaining to their Employees information regarding the Fixed Pay rang...
