Common use of Salary Advancement Clause in Contracts

Salary Advancement. 12.1 This clause applies to employees who are at a salary other than the top pay point for their classification except: a) substantive EL2 employees; or b) employees whose pay is set under provisions relating to junior employees or trainees. 12.2 Subject to this clause, an eligible employee is entitled to salary advancement to the next pay point after 12 months of eligible service at their existing pay point. 12.3 Prior periods of ongoing or non-ongoing employment with the ATO that are continuous with the current period of employment will count towards the 12 months of eligible service. 12.4 The 12 month period will be extended by a corresponding number of calendar days if more than 30 calendar days of leave is taken and that leave does not count as service. Paid leave and leave without pay to count as service will not extend the 12 month period. Where an employee meets the requirements of this clause prior to a period of paid leave they will be taken to have met the requirements while on that leave. Conditions for advancement 12.5 Annual salary advancement is subject to the employee’s overall performance being assessed as satisfactory. The delegate will refer to the ATO performance framework in making this assessment. 12.6 Where an employee’s performance in subclause 12.5 does not meet the required standard: a) salary advancement can be deferred for a specified period, up to 12 months; b) a statement of reasons is to be provided to the employee and c) salary advancement will occur from the end of the deferred period if the employee has met the standard required in subclause 12.5. 12.7 If the period of deferral does not exceed six months, approval may be given for the employee’s annual salary advancement entitlement date to remain unchanged. Annual salary advancement while on higher duties 12.8 Annual salary advancement will be due: a) if paid higher duties for a continuous period of 12 months; or b) if paid for higher duties for 12 months in a 24 month period. Retention of salary advancement level 12.9 A salary advancement rate will be retained for future duties at that classification. However, an employee who does not perform duties at that classification or higher for two consecutive years, will revert to the minimum pay point of the classification for any subsequent duty at that level.

Salary Advancement. 12.1 Within classifications 14.1 Subject to clause 15, salary advancement within all classification levels will occur from the beginning of the first full pay period commencing on or after 1 August each year subject to: (a) Completion of the requirements of the PDS; and (b) Performance of duties at the employee’s substantive level or above within ACSQHC, for an aggregate of three months or more within the PDS cycle ended 30 June; and (c) Satisfactory performance or better at the end of the PDS cycle; or (d) The advancement provisions applying to specific groups of employees as outlined in this section. 14.2 Non-ongoing employees, other than casual employees, will be eligible for salary advancement where they have been engaged at the same classification to perform the same duties continuously for six months during the PDS cycle. Non-ongoing employees are subject to the same qualifying ratings under the PDS as ongoing employees. 14.3 This clause applies does not affect the CEO’s discretion to employees determine salary on the commencement of each period of engagement. 14.4 Employees who are under 21 years of age employed at a salary other than the top pay point for their classification except: a) substantive EL2 employees; or b) employees whose pay is set under provisions relating to junior employees or trainees. 12.2 Subject to this clause, an eligible employee is entitled to salary advancement APS 1 level will be advanced to the next pay salary point after 12 months on the employee’s birthday, except where they are paid the adult salary rate following automatic advancement upon successful completion of eligible service at their existing pay pointa course of study or training. 12.3 Prior periods of ongoing or non-ongoing employment with the ATO that are continuous with the current period of employment will count towards the 12 months of eligible service. 12.4 The 12 month period will be extended by a corresponding number of calendar days if more than 30 calendar days of leave is taken and that leave does not count as service. Paid leave and leave without pay to count as service will not extend the 12 month period. 14.5 Where an employee meets the requirements of this clause prior to has been temporarily reassigned duties at a higher classification for a period of paid leave they aggregating three months or longer during the PDS cycle, then the employee will be taken to have met the requirements while on that leave. Conditions eligible for advancement 12.5 Annual salary advancement is subject for the purposes of future or continuing HDA in accordance with clause 14. 1. Where HDA periods have been at different levels, progression will occur to the HDA level closest to the employee’s overall performance being assessed as satisfactory. The delegate will refer to substantive level, unless the ATO performance framework in making this assessmentperson has acted for six months or more at a higher classification level. 12.6 Where an employee’s performance in subclause 12.5 does not meet the required standard: a) salary 14.6 Employees on short term HDA remain eligible for advancement can be deferred for a specified period, up to 12 months; b) a statement of reasons is to be provided to the employee and c) salary advancement will occur from the end of the deferred period if the employee has met the standard required in subclause 12.5. 12.7 If the period of deferral does not exceed six months, approval may be given for within the employee’s annual salary advancement entitlement date substantive classification level, subject to remain unchanged. Annual salary advancement while on higher duties 12.8 Annual salary advancement will be due: a) if paid higher duties for a continuous period of 12 months; or b) if paid for higher duties for 12 months in a 24 month period. Retention of salary advancement level 12.9 A salary advancement rate will be retained for future duties at that classification. However, an employee who does not perform duties at that classification or higher for two consecutive years, will revert to meeting the minimum pay point requirements of the classification for any subsequent duty at that levelPDS.

Salary Advancement. 12.1 This clause applies to employees who are at a salary other than the top pay point for their classification except: a) substantive EL2 employees; or b) employees whose pay is set under provisions relating to junior employees or trainees.General Employees 12 month period 12.2 Subject 14.1 For General Employees, subject to this clauseclause where pay points are available above the minimum within an approved classification, an eligible employee is entitled to annual salary advancement to the next highest pay point after 12 months of eligible service employment at their existing pay point. 12.3 Prior . For the purpose of this sub-clause, prior periods of ongoing or non-ongoing employment with the ATO that are continuous with the current period of employment will count towards the 12 months of eligible servicemonth period. 12.4 14.2 The 12 month period will be extended by a corresponding number of calendar days if more than 30 calendar days of leave is taken and that leave does not count as service. Paid leave and leave without pay to count as service will not extend the 12 month period. Where an employee meets the requirements of this clause prior to a period of paid leave they will be taken to have met the requirements while on that leave. Conditions for advancement. 12.5 14.3 Annual salary advancement is subject to to: a) the employee’s diligence, efficiency, attendance for duty and overall performance being assessed as satisfactory. The delegate manager/Director will refer to the ATO performance framework Performance System in making this assessment; and b) any qualification or advancement barriers or accelerated advancement provisions. 12.6 Where an employee’s performance in subclause 12.5 does not meet the required standard: a) 14.4 Annual salary advancement can be deferred for a specified period, up to 12 months; b) . If annual salary advancement is deferred, a statement of the reasons is to be provided to the employee and c) salary advancement will occur from the end of the deferred period if the employee has met the standard required in subclause 12.5employee. 12.7 14.5 If the period of deferral does not exceed six 6 months, approval may be given for the employee’s annual salary advancement entitlement date to remain unchanged. Annual Where approval is not given, or the period of deferral exceeds 6 months, the date for consideration of the employee’s next annual salary advancement while on higher dutiesshall be extended by the period of the deferral. Following any period of deferral, the employee must satisfy the requirements of sub-clause 14.3 in order to receive salary advancement. If those requirements are not met the salary advancement must be deferred for a further period or periods of up to three months each time until such time as they are met. 12.8 14.6 Annual salary advancement will be due: : a) if paid on higher duties for a continuous period of 12 months; or or b) if paid for higher duties for 12 months in a 24 month period. Retention of salary advancement level 12.9 A salary advancement rate will be retained for future duties at that classification. However, an employee who does not perform duties at that classification or higher for two consecutive years, will revert reverts to the minimum pay point of the classification range for any subsequent duty at that level.

Salary Advancement. 12.1 Within classifications 13.1 Subject to clause 14, salary advancement within all classification levels will occur from the beginning of the first full pay period commencing on or after 1 August each year subject to: (a) completion of the requirements of the PDS; and (b) performance of duties at the employee’s substantive level or above within ACSQHC, for an aggregate of three months or more within the PDS cycle ended 30 June; and (c) satisfactory performance or better at the end of the PDS cycle; or (d) the advancement provisions applying to specific groups of employees as outlined in this section. 13.2 Non-ongoing employees, other than casual employees, will be eligible for salary advancement where they have been engaged at the same classification to perform the same duties continuously for six months during the PDS cycle. Non-ongoing employees are subject to the same qualifying ratings under the PDS as ongoing employees. 13.3 This clause applies does not affect the CEO’s discretion to employees determine salary on the commencement of each period of engagement. Junior employees‌ 13.4 Employees who are under 21 years of age employed at a salary other than the top pay point for their classification except: a) substantive EL2 employees; or b) employees whose pay is set under provisions relating to junior employees or trainees. 12.2 Subject to this clause, an eligible employee is entitled to salary advancement APS 1 level will be advanced to the next pay salary point after 12 months on the employee’s birthday, except where they are paid the adult salary rate following automatic advancement upon successful completion of eligible service at their existing pay pointa course of study or training. 12.3 Prior periods of ongoing or non-ongoing employment with the ATO that are continuous with the current period of employment will count towards the 12 months of eligible service. 12.4 The 12 month period will be extended by a corresponding number of calendar days if more than 30 calendar days of leave is taken and that leave does not count as service. Paid leave and leave without pay to count as service will not extend the 12 month period. 13.5 Where an employee meets the requirements of this clause prior to has been temporarily reassigned duties at a higher classification for a period of paid leave they aggregating three months or longer during the PDS cycle, then the employee will be taken to have met the requirements while on that leave. Conditions eligible for advancement 12.5 Annual salary advancement is subject for the purposes of future or continuing HDA. Where HDA periods have been at different levels, progression will occur to the HDA level closest to the employee’s overall performance being assessed as satisfactory. The delegate will refer to substantive level, unless the ATO performance framework in making this assessmentperson has acted for six months or more at a higher classification level. 12.6 Where an employee’s performance in subclause 12.5 does not meet the required standard: a) salary 13.6 Employees on short term HDA remain eligible for advancement can be deferred for a specified period, up to 12 months; b) a statement of reasons is to be provided to the employee and c) salary advancement will occur from the end of the deferred period if the employee has met the standard required in subclause 12.5. 12.7 If the period of deferral does not exceed six months, approval may be given for within the employee’s annual salary advancement entitlement date substantive classification level, subject to remain unchanged. Annual salary advancement while on higher duties 12.8 Annual salary advancement will be due: a) if paid higher duties for a continuous period of 12 months; or b) if paid for higher duties for 12 months in a 24 month period. Retention of salary advancement level 12.9 A salary advancement rate will be retained for future duties at that classification. However, an employee who does not perform duties at that classification or higher for two consecutive years, will revert to meeting the minimum pay point requirements of the classification for any subsequent duty at that levelPDS.

Salary Advancement. 12.1 This clause applies to employees who are at a salary other than the top pay point for their classification except: : a) substantive EL2 employees; or or b) employees whose pay is set under provisions relating to junior employees or trainees. 12.2 Subject to this clause, an eligible employee is entitled to salary advancement to the next pay point after 12 months of eligible service at their existing pay point. 12.3 Prior periods of ongoing or non-ongoing employment with the ATO that are continuous with the current period of employment will count towards the 12 months of eligible service. 12.4 The 12 month period will be extended by a corresponding number of calendar days if more than 30 calendar days of leave is taken and that leave does not count as service. Paid leave and leave without pay to count as service will not extend the 12 month period. Where an employee meets the requirements of this clause prior to a period of paid leave they will be taken to have met the requirements while on that leave. Conditions for advancement. 12.5 Annual salary advancement is subject to the employee’s overall performance being assessed as satisfactory. The delegate will refer to the ATO performance framework in making this assessment. 12.6 Where an employee’s performance in subclause 12.5 does not meet the required standard: : a) salary advancement can be deferred for a specified period, up to 12 months; ; b) a statement of reasons is to be provided to the employee and and c) salary advancement will can occur from the end of the deferred period if the employee has met the standard required in subclause 12.5standard. 12.7 If the period of deferral does not exceed six months, approval may be given for the employee’s annual salary advancement entitlement date to remain unchanged. Annual salary advancement while on higher duties. 12.8 Annual salary advancement will be due: : a) if paid higher duties for a continuous period of 12 months; or or b) if paid for higher duties for 12 months in a 24 month period. Retention of salary advancement level. 12.9 A salary advancement rate will be retained for future duties at that classification. However, an employee who does not perform duties at that classification or higher for two consecutive years, will revert to the minimum pay point of the classification for any subsequent duty at that level.

Salary Advancement. 12.1 This clause applies to employees who are at a salary other than the top pay point for their classification except: : a) substantive EL2 employees; or or b) employees whose pay is set under provisions relating to junior employees or trainees. 12.2 Subject to this clause, an eligible employee is entitled to salary advancement to the next pay point after 12 months of eligible service at their existing pay point. 12.3 Prior periods of ongoing or non-ongoing employment with the ATO that are continuous with the current period of employment will count towards the 12 months of eligible service. 12.4 The 12 month period will be extended by a corresponding number of calendar days if more than 30 calendar days of leave is taken and that leave does not count as service. Paid leave and leave without pay to count as service will not extend the 12 month period. Where an employee meets the requirements of this clause prior to a period of paid leave they will be taken to have met the requirements while on that leave. Conditions for advancement. 12.5 Annual salary advancement is subject to the employee’s overall performance being assessed as satisfactory. The delegate will refer to the ATO performance framework in making this assessment. 12.6 Where an employee’s performance in subclause 12.5 does not meet the required standard: : a) salary advancement can be deferred for a specified period, up to 12 months; ; b) a statement of reasons is to be provided to the employee and and c) salary advancement will occur from the end of the deferred period if the employee has met the standard required in subclause 12.5. 12.7 If the period of deferral does not exceed six months, approval may be given for the employee’s annual salary advancement entitlement date to remain unchanged. Annual salary advancement while on higher duties. 12.8 Annual salary advancement will be due: : a) if paid higher duties for a continuous period of 12 months; or or b) if paid for higher duties for 12 months in a 24 month period. Retention of salary advancement level. 12.9 A salary advancement rate will be retained for future duties at that classification. However, an employee who does not perform duties at that classification or higher for two consecutive years, will revert to the minimum pay point of the classification for any subsequent duty at that level.

Salary Advancement. 12.1 This clause applies to employees who are at a salary other than the top pay point for their classification except: a(1) substantive EL2 employees; or b) employees whose pay is set under provisions relating to junior employees or trainees. 12.2 Subject to this clausesection, an employees are eligible for salary advancement on 1 July each year if: a. the employee has successfully completed probation (where relevant), and b. the employee’s performance has been rated as at least ‘Meeting Expectations’ at the end of the current performance review cycle; and c. the employee has at least 3 months’ service under a performance plan at or above the employee’s current classification in the current performance review cycle. (2) Fixed-term employees are eligible for salary advancement on 1 July each year if: a. the employee is entitled to salary advancement to employed on a contract of at least 12 months’ duration, and b. the next pay point after 12 months of eligible employee has at least six (6) months’ continuous service at their existing or above the employee’s current classification in the current performance review cycle. (3) Employees rated at least ‘Meeting Expectations’ will be advanced by 1 pay point. 12.3 Prior periods of ongoing or non-ongoing employment (4) Employees rated as ‘Not Meeting Expectations’ will be eligible to advance 1 pay point from the date on which the employee is assessed as ‘Meeting Expectations’ in accordance with the ATO that are continuous with the current period of employment will count towards the 12 months of eligible serviceACECQA’s procedures for managing unsatisfactory performance (see Section F.2). 12.4 (5) The 12 month period will be extended by CEO may, for a corresponding number particular employee and in special circumstances, approve a different performance review cycle or a different date of calendar days if more than 30 calendar days effect for advancement of leave is taken and that leave does not count as service. Paid leave and leave without pay to count as service will not extend the 12 month period. Where an employee meets the requirements of this clause prior to a period of paid leave they will be taken to have met the requirements while on that leave. Conditions for advancement 12.5 Annual salary advancement is subject to the employee’s overall performance being assessed as satisfactory. The delegate will refer to the ATO performance framework in making this assessmentsalary. 12.6 Where an employee’s performance in subclause 12.5 does not meet the required standard: a(6) Employees subject to probation on 1 July each year are eligible for salary advancement can be deferred for a specified period, up to 12 months; b) a statement of reasons is to be provided to the employee and c) salary advancement will occur from the end of the deferred period if the employee has met the standard required in subclause 12.5.if: 12.7 If the period of deferral does not exceed six months, approval may be given for a. the employee’s annual probation period began in a performance review cycle (the former cycle) and ended in the performance review cycle following, and b. the employee successfully completes probation, and c. the employee completed at least 3 months’ service under a probation plan at or above the employee’s current classification in the former cycle. (7) Employees eligible for salary advancement entitlement date to remain unchanged. Annual under clause (6) will be advanced 1 pay point from the completion of probation. (8) Employees on unpaid parental leave on 1 July each year will be eligible for salary advancement while on higher duties 12.8 Annual salary advancement will be due: a) if paid higher duties for a continuous period of 12 months; or b) if paid for higher duties for 12 months in a 24 month period. Retention of salary advancement level 12.9 A salary advancement rate will be retained for future duties at that classification. However, an employee who does not perform duties at that classification or higher for two consecutive years, will revert to the minimum by 1 pay point of when the classification employee returns from leave. (9) Employees on unpaid leave (excluding parental leave) for any subsequent duty at that levelsix (6) months or more on 1 July each year will not be eligible for salary advancement.