Common use of Annual Remuneration Review Clause in Contracts

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 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.