Common use of Incremental Progression Clause in Contracts

Incremental Progression. 22.1 Subject to satisfactory performance an employee shall proceed by annual increments from the minimum to the maximum of the salary range appropriate to the classification allocated to the position occupied in accordance with the following procedures: 22.1.1 The employee’s supervisor shall discuss performance of duties no later than 1 month before an increment is due. 22.1.2 The employee’s supervisor, following discussion with the employee, shall submit an incremental report recommending either payment or deferral of the increment provided that where the employee’s supervisor fails to submit an incremental report the employee’s increment will proceed automatically. 22.1.3 Where deferment of an increment is recommended the report shall detail the steps which have been undertaken to address unsatisfactory performance or behaviour in accordance with the University’s procedures and Schedule K – Unsatisfactory Performance for handling unsatisfactory job performance and unsatisfactory job-related behaviour. The employee shall be informed by the supervisor of the reasons therefore and be entitled to reply in writing and to have the reply considered by the Director, Human Resources. The Director, Human Resources shall review the report and consult with the Head before determining whether the recommendation to withhold an increment will be approved. The Head and the employee will be informed of the decision by the Director, Human Resources. 22.1.4 In the event that an increment is deferred the supervisor shall counsel the employee and identify the steps the employee should take to improve their performance. 22.1.5 The decision to defer an increment shall be reviewed within a period not exceeding 4 months of the date of deferral. 22.1.6 Any subsequent approval for payment of an increment shall be effective from the date approval to proceed is granted. Thereafter, future annual increments shall become due on the original anniversary date. 22.1.7 Subject to Clause 42 – Leave Without Pay, the date of incremental adjustment of salaries shall be the anniversary of: (a) Appointment of a new employee; (b) Appointment of an employee to a vacant position at a higher level; (c) Reclassification of an employee’s position to a higher level; or (d) Advancement of an employee to a higher level pursuant to this Agreement. 22.2 Notwithstanding the provisions of subclause 22.1 of this Clause the University may, in exceptional circumstances, advance an employee more than 1 increment or grant a special increment or increments in the salary range appropriate to the classification allocated to the position the employee occupies.

Incremental Progression. 22.1 Subject to satisfactory performance an employee shall proceed by annual increments from the minimum to the maximum of the salary range appropriate to the classification allocated to the position occupied 3.1. Incremental progression will occur in accordance with the following procedures:provisions of this clause. It is recognised that Employees and SSAA both have obligations in relation to the progress of Employees through the incremental scale. SSAA's obligations are for the provision of feedback on performance and assistance in enhancing performance and achieving goals. Employees have an obligation to maintain high levels of performance and to seek to further develop their level of contribution. 22.1.1 3.2. Where performance is consistently of a significantly high standard, performance awards in the form of accelerated increments may be granted to Employees to progress through a SSAA Level. 3.3. Employees will be entitled to proceed through the incremental scale on the basis of satisfactory performance in carrying out the responsibilities of the Employee in their position, in the context of the position description and relevant classification standard for the SSAA Level as agreed with the Employee's manager. 3.4. The employee’s supervisor shall discuss assessment is to be made by the Employee's manager with reference to the responsibilities agreed as part of the Employee's position description. On an annual basis, the Employee's manager will assess the Employee's performance over the previous 12 months and determine whether or not the Employee will be granted an increment. 3.5. During this assessment should it be the judgement of duties no later than 1 month before the Employee's manager that the criteria for granting an increment is duehave not been met, taking into account any mitigating factors during the previous 12 months, the Employee will be advised that an increment may be withheld. 22.1.2 The employee’s supervisor3.6. Increments may only be withheld if the Employee's manager prepares a report which details the areas in which improvement is required and the steps to be taken to enhance performance, following discussion including counselling and coaching, which steps are to be determined in conjunction with the employee, shall submit an incremental Employee. The report recommending either payment or deferral of will then be provided to the increment provided that where Employee. A recommendation for the employee’s supervisor fails to submit an incremental report the employee’s increment will proceed automatically. 22.1.3 Where deferment withholding of an increment is recommended requires the report shall detail the steps which have been undertaken to address unsatisfactory performance endorsement of SSAA's CEO or behaviour in accordance with the University’s procedures and Schedule K – Unsatisfactory Performance for handling unsatisfactory job performance and unsatisfactory job-related behaviournominee. 3.7. The employee shall be informed by the supervisor of the reasons therefore and be entitled to reply in writing and to have the reply considered by the Director, Human Resources. The Director, Human Resources shall review the report and consult with the Head before determining whether the recommendation to withhold an An increment will not be approved. The Head and the employee will be informed of the decision by the Director, Human Resourceswithheld where an Employee has been unreasonably denied development opportunities. 22.1.4 In 3.8. An Employee may appeal against the event that an increment is deferred the supervisor shall counsel the employee and identify the steps the employee should take to improve their performance. 22.1.5 The decision to defer an increment shall be reviewed within a period not exceeding 4 months of the date of deferral. 22.1.6 Any subsequent approval for payment withholding of an increment under SSAA’s grievance procedures. Classification Increment point At date of Certification 1-Jul-11 4% SSAA Level 1 1 $34,573 $35,956 SSAA Level 1 2 $35,612 $37,037 SSAA Level 2 1 $36,653 $38,119 SSAA Level 2 2 $38,386 $39,921 SSAA Level 2 3 $40,119 $41,724 SSAA Level 3 1 $41,852 $43,526 SSAA Level 3 2 $42,545 $44,247 SSAA Level 3 3 $44,452 $46,230 SSAA Level 3 4 $45,340 $47,154 SSAA Level 4 1 $47,052 $48,934 SSAA Level 4 2 $47,993 $49,912 SSAA Level 4 3 $48,953 $50,911 SSAA Level 4 4 $50,518 $52,539 SSAA Level 4 5 $51,527 $53,589 SSAA Level 4 6 $52,557 $54,660 SSAA Level 5 1 $53,984 $56,144 SSAA Level 5 2 $55,605 $57,829 SSAA Level 5 3 $57,272 $59,563 SSAA Level 5 4 $58,989 $61,349 SSAA Level 5 5 $59,184 $61,551 SSAA Level 5 6 $60,959 $63,397 SSAA Level 5 7 $62,787 $65,298 SSAA Level 6 1 $64,383 $66,959 SSAA Level 6 2 $65,671 $68,298 SSAA Level 6 3 $66,984 $69,664 SSAA Level 6 4 $68,325 $71,058 SSAA Level 7 1 $74,782 $77,773 SSAA Level 7 2 $76,278 $79,329 SSAA Level 7 3 $77,803 $80,915 SSAA Level 7 4 $79,360 $82,534 SSAA Level 8 1 $85,181 $88,588 Persons employed at Level shall typically perform duties at a skill level which assumes and requires • knowledge, training or experience relevant to the duties to be effective from performed, or completion of year 12 without • work experience or an equivalent combination of experience and training. • Clerk • Routine supervision of straightforward tasks (see below). • Perform a range of straightforward tasks where procedures are clearly established. • Limited and based only on brief induction to organisation. • Judgement, independence and problem solving • Solve relatively simple problems with reference to established techniques and practices. Will sometimes choose between a range of straightforward alternatives. An employee at this level will be expected to perform a combination of various routine tasks where the date approval daily work routine will allow the latitude to proceed is grantedrearrange some work sequences, provided the prearranged work priorities are achieved. ThereafterClerical positions at this level may include duties involving the inward and outward movement of mail, future annual increments keeping, copying, maintaining and retrieving records, straightforward data entry and retrieval. Persons employed at Level 2 shall become due typically perform duties at a skill level which assumes and requires knowledge or training in clerical/administrative, trades or technical functions equivalent to: • completion of Year 12, with relevant work experience; or • equivalent relevant experience or combination of relevant experience and education/training • persons advancing through this level may typically perform duties which require further on the original anniversary date. 22.1.7 Subject job training or knowledge and training equivalent to Clause 42 – Leave Without Payprogress toward completion of an advanced certificate or associate diploma. • Technical assistant/technical trainee, clerical/secretarial. • In technical positions, routine supervision, moving to general direction with experience. . • In other positions, general direction. • Some complexity. Apply body of knowledge equivalent to trade certificate, including diagnostic skills and assessment of the best approach to a given task. • Perform tasks/assignments which require knowledge of the work area processes and an understanding of how they interact with other related areas and processes. • Exercise judgement on work methods and task sequence within specified timelines and standard practices and procedures. In technical positions, under general supervision; • operate photographic development facility. • Staff would be expected to perform a greater range and complexity of tasks as they progressed through the level and obtained further training. In clerical positions, perform a range of clerical support tasks including; • standard use of a word processing package (including store and retrieve documents, key and lay • out correspondence and reports, merge, move and copy, use of columns, tables and basic graphics) or an established spreadsheet or database application • provide general clerical support to staff within an office, including word processing, setting up meetings, answering straightforward inquiries and directing others to the appropriate personnel • process accounts for payment. Persons employed at Level 3 shall typically perform duties at a skill level which assumes and requires knowledge or training equivalent to: • completion of an associate diploma level qualification with relevant work related experience or a • certificate level qualification with post-certificate relevant work experience; • an equivalent combination of relevant experience and/or education/training. Technical officer or technician, clerical/secretarial above Level 2. • In technical positions, routine supervision [to general direction] depending upon experience and the complexity of the tasks. • In other positions, general direction. • Liaison with staff at higher levels. • May undertake stand alone work. • May undertake limited creative, planning or design functions; apply skills to a varied range of different tasks. • Perform tasks/assignments which require proficiency in the work area's rules, regulations, processes and techniques, and how they interact with other related functions. In technical positions; • apply theoretical knowledge and techniques to a range of procedures and tasks. In clerical/secretarial positions; • provide factual advice which requires proficiency in the work area's rules and regulations, procedures requiring expertise in a specialist area or broad knowledge of a range of personnel and functions. In technical positions, • develop new equipment to criteria developed and specified by others In library technical positions, • undertake copy cataloguing • use a range of bibliographic databases • undertake acquisitions • respond to reference inquiries. In clerical/secretarial positions, • may undertake a full range of word processing functions, including mathematical formulae and symbols, manipulation of text and layout in desktop publishing software and use of a range of word processing packages if required • be responsible for providing a full range of secretarial services in an office • plan and set up spreadsheets or database applications • provide advice to students on SSAA services and institutional requirements • administer electoral roll. Persons employed at Level 4 shall typically perform duties at a skill level which assumes and requires knowledge or training equivalent to: • completion of a degree • completion of an associate diploma and at least 2 years subsequent relevant work experience; or • an equivalent combination of relevant experience and/or education/training. • Graduate (i.e. degree) or professional, without subsequent work experience on entry (including inexperienced welfare officer or computer systems officer); • administrator with responsibility for advice and determinations; experienced technical officer. • In professional positions, routine supervision, depending on tasks involved and experience. In technical positions, general direction • may supervise other staff. Apply body of broad technical knowledge and experience at a more advanced level than Level 3, including the development of areas of specialist expertise. • In professional positions, apply theoretical knowledge, at a degree level, in a straightforward way. • In administrative positions, provide advice and decisions on rules and entitlements. • Perform tasks/assignments which require proficiency in the work area's rules, regulations, processes and techniques, and how they interact with other related functions. • In professional positions, solve routine problems under supervision through the standard application of theoretical principles and techniques at degree level. In technical positions, apply standard technical training and experience to solve problems. • In administrative positions, may apply expertise in a particular set of rules or regulations to make decisions, or be responsible for coordinating a team to provide an administrative service. In technical positions, • develop new equipment to general specifications • prepare reports of a technical nature In administrative positions, • responsible for the explanation and administration of an administrative function, eg, HECS advice, records, determinations and payments, the date organisation and administration of incremental adjustment of salaries shall be the anniversary of: (a) Appointment an election. In professional positions and under professional supervision, • work as part of a new employee; (b) Appointment of an employee to research team in a vacant position support role • provide counselling services, under professional supervision Persons employed at LevelS shall typically perform duties at a higher level; (c) Reclassification of an employee’s position to a higher level; or (d) Advancement of an employee to a higher skill level pursuant to this Agreement. 22.2 Notwithstanding the provisions of subclause 22.1 of this Clause the University may, in exceptional circumstances, advance an employee more than 1 increment which assumes and requires knowledge or grant a special increment or increments in the salary range appropriate to the classification allocated to the position the employee occupies.training equivalent to:

Incremental Progression. 22.1 Subject 23.1 Eligibility for incremental progression for Academic and Professional Employees, and progression to higher HEW levels in the case of split level positions for Professional Employees, will be based on the satisfactory performance of duty by the employee. 23.2 The date of incremental adjustment of salaries will be: (a) the anniversary of the appointment of an employee shall proceed by annual increments from (all employees); or (b) the minimum to the maximum anniversary of the salary range appropriate appointment of an employee to a vacant position at a higher HEW Level (Professional Employee); or (c) the classification allocated to anniversary of the position occupied in accordance with the following procedures: 22.1.1 The reclassification of an employee’s position to a higher HEW Level (Professional Employee); or (d) the anniversary of the date of promotion (Academic Employee); or (e) an alternative date agreed between the employee and the University (all Employees). 23.3 The supervisor shall discuss will review performance of duties with the employee no later than 1 month before an increment is due. 22.1.2 The employee’s supervisor23.4 Following the review, following discussion with the employee, shall supervisor will submit an incremental increment report to the Head of Work Unit recommending either the payment or deferral of the increment, and signed by the employee if in agreement. 23.5 Where no report is submitted before the increment provided that where date the employee’s supervisor fails to submit an incremental report the employee’s increment will proceed automatically. 22.1.3 23.6 Where deferment deferral of an the increment is recommended recommended, the report shall detail supervisor will: (a) identify in writing the reasons for deferment; (b) identify the steps which have been undertaken required to address unsatisfactory improve the performance or behaviour in accordance with the University’s procedures and Schedule K – Unsatisfactory Performance for handling unsatisfactory job performance and unsatisfactory job-related behaviour. The employee shall be informed by the supervisor of the reasons therefore and be entitled employee; (c) advise the employee member of their right to reply in writing and reply; and (d) advise the employee of their right to have the reply considered matter reviewed by the Vice- Chancellor or their nominee. 23.7 A review request made pursuant to Clause 23.6(d) must be received by the Director, Human Resources. The Director, Human Resources shall review the report and consult with the Head before determining whether the recommendation to withhold an increment will be approved. The Head and Services Centre no later than 10 working days from the employee will be informed being advised of the decision by deferral of the Director, Human Resourcesincrement. 22.1.4 In the event that an increment is deferred the supervisor shall counsel the employee and identify the steps the employee should take to improve their performance. 22.1.5 23.8 The decision to defer an increment shall will be reviewed within a an initial period not exceeding 4 exceeding: (a) 3 months of the date of deferralfor a Professional Employee; or (b) 6 months for an Academic Employee. 22.1.6 Any subsequent approval for payment of 23.9 Where a decision to defer an increment shall is overturned the employee’s increment date will be backdated to the employee’s anniversary date. 23.10 Following the review period referred to at Clause 23.8 the University will review the decision to defer the annual increment and provide the employee with an opportunity to document areas of improved performance. 23.11 Where a deferred annual increment is subsequently approved, the payment date will be effective from the date of approval to proceed is grantedto the next increment. Thereafter, future the annual increments shall become due on increment will remain as the original anniversary date. 22.1.7 Subject 23.12 Where the review of the decision to Clause 42 – Leave Without Paydefer an increment determines that an employee should not receive an annual increment, such an increment will not be paid for the year. Thereafter, the date of incremental adjustment of salaries shall be annual increment will remain as the original anniversary of: (a) Appointment of a new employee; (b) Appointment of an employee to a vacant position at a higher level; (c) Reclassification of an employee’s position to a higher level; or (d) Advancement of an employee to a higher level pursuant to this Agreementdate. 22.2 Notwithstanding the provisions of subclause 22.1 of this Clause the University may, in exceptional circumstances, advance an employee more than 1 increment or grant a special increment or increments in the salary range appropriate to the classification allocated to the position the employee occupies.

Incremental Progression. 22.1 Subject to satisfactory performance an employee shall proceed by annual increments from the minimum to the maximum of the salary range appropriate to the classification allocated to the position occupied in accordance with the following procedures:. 22.1.1 The employee’s supervisor shall discuss performance of duties no not later than 1 one month before an increment is due. 22.1.2 The employee’s supervisor, following discussion with the employee, shall submit an incremental report recommending either payment or deferral of the increment provided that where the employee’s supervisor fails to submit an incremental report the employee’s increment will proceed automatically. 22.1.3 Where deferment of an increment is recommended the report shall detail the steps which have been undertaken to address unsatisfactory performance or behaviour in accordance with the University’s procedures and Schedule K – Unsatisfactory Performance for handling unsatisfactory job performance and unsatisfactory job-related behaviour. The employee shall be informed by the supervisor of the reasons therefore and be entitled to reply in writing and to have the reply considered by the Director, Human Resources. The Director, Human Resources shall review the report and consult with the Head before determining whether the recommendation to withhold an increment will be approved. The Head and the employee will be informed of the decision by the Director, Human Resources. 22.1.4 In the event that an increment is deferred the supervisor shall counsel the employee and identify the steps the employee should take to improve their performance. 22.1.5 The decision to defer an increment shall be reviewed within a period not exceeding 4 four (4) months of the date of deferral. 22.1.6 Any subsequent approval for payment of an increment shall be effective from the date approval to proceed is granted. Thereafter, future annual increments shall become due on the original anniversary date. 22.1.7 Subject to Clause clause 42 – Leave Without Pay, the date of incremental adjustment of salaries shall be the anniversary of: (a) Appointment appointment of a new employee; (b) Appointment appointment of an employee to a vacant position at a higher level; (c) Reclassification reclassification of an employee’s position to a higher level; or (d) Advancement advancement of an employee to a higher level pursuant to this Agreement. 22.2 Notwithstanding the provisions of subclause 22.1 of this Clause clause the University may, in exceptional circumstances, advance an employee more than 1 one increment or grant a special increment or increments in the salary range appropriate to the classification allocated to the position the employee occupies.