This policy has been developed in support of the Salary Flexibility provision as set out in the ACU Staff Enterprise Agreement 2017 - 2021 (the Agreement).
2. Policy Statement
Salary flexibility enables the University to, at its absolute discretion, pay rates in excess of those prescribed in the Agreement. This is in order to meet a range of needs peculiar to each position, which may include market or salary matching to attract and retain staff, and to ensure organisationally critical roles are filled to meet highly specific operational and strategic requirements of the University.
3. Policy Purpose
The policy informs staff members of the conditions applicable to the payment of salary loadings of up to 20% under the Delegations of Authority Policy and Register and the consideration of a salary loading in excess of 20% upon the Vice-Chancellor and President's approval.
4. Application of Policy
The policy is expected to be applied using the principles of fairness and pay equity.
A salary loading up to a nominated percentage of 20% can be considered where:
the person brings to the organisation a higher level of experience and qualifications;
there is a need to market or salary match; and/or
in order to attract or retain high performing staff.
A salary loading in excess of 20% may be considered taking into account the above, and that the circumstances related to the role and the person who is or will be performing the role are extraordinary or exceptional and:
the tasks performed by the individual are of a strategic or mission focussed nature; or
has a significant international reputation; or
the role is highly complex in design.
In both options the recommending officer will need to consider whether the period of the salary loading should be ongoing or of a set duration, or have a review date at which time the loading may cease, be reduced, or be renewed.
Where the loading has a set time period, is to be reviewed and is market based, any cost incurred in undertaking a market based analysis will be borne by the organisational unit.
The salary loading will be superannuable.
A recommendation for a salary loading of up to 20% can be approved by a Member of the Senior Executive as defined in the Delegations of Authority Policy and Register.
A salary loading in excess of 20% is subject to the endorsement of a Member of the Senior Executive, with the prior advice of the Director, Human Resources, and the final approval of the Vice-Chancellor and President
A recommendation for a salary loading of up to 20% detailing the reasons for the request will be made as per the Delegations of Authority Policy and Register and forwarded to the relevant Member of the Senior Executive for approval.
A recommendation for a salary loading in excess of 20% is to be forwarded to the relevant Member of the Senior Executive for endorsement and the advice of the Director, Human Resources, before approval is considered in extraordinary or exceptional circumstances by the Vice-Chancellor and President.
In preparing a recommendation for the Vice-Chancellor and President's approval the organisational unit will have considered:
the extraordinary nature of the person’s capability set and experience;
the criticality of the position;
that no other person can reasonably be expected to perform the role; and
market comparability and internal relativities.
7. Revisions made to this Policy
Major, Minor or Editorial
17 Dec 2012
Updated to provide enhanced flexibility arrangements to meet critical and specific organisational requirements for the attraction and retention of staff to positions.
3 April 2019
Updated to include reference to Australian Catholic University Staff Enterprise Agreement 2017 – 2021 and Service Central.
The University may make changes to this policy and procedures from time to time to improve the effectiveness of its operation. In this regard, any staff member who wishes to make any comments about this policy may forward their suggestions to Human Resources.
8. Further Assistance
Any staff member who requires assistance in understanding this policy should first consult their nominated supervisor who is responsible for the implementation and operation of these arrangements in their work area. Should further information or advice be required staff should visit Service Central.