Australian Catholic University recognises the need for excellence to be successful in all of its activities and operations. In the context of its Mission and Strategic Goals, a way in which an individual staff member’s performance and contribution to the University is recognised and rewarded is normally through incremental progression.
“Satisfactory performance” means performance at an appropriate level for the staff member’s appointment and consistent with the staff member’s duties and Position Descriptors.
3. Policy Statement
The Incremental Progression and Salary Review for Professional Staff Policy acknowledges that a staff member has demonstrated satisfactory performance which has led to an increased contribution to the University.
4. Policy Purpose
The purpose of this policy is to inform Professional staff, Higher Education Worker (HEW) Levels 1 to 9, of the conditions of incremental progression. The policy also informs Professional Staff HEW Level 10 of the mechanism for a review of salary within HEW Level 10 Base 1 to 6.
5. Application of Policy
This policy applies to all continuing and fixed-term Professional Staff members of the University.
5.1 Professional Staff HEW Levels 1 - 9
5.1.1 A Professional staff member (HEW Levels 1 - 9 ) normally progresses to the next step of their current classification level following each twelve (12) months of paid service based upon satisfactory performance.
5.1.2 In order to achieve incremental progression a staff member must be able to demonstrate that they have met the necessary performance outcomes and expected levels of achievement for incremental progression, over the preceding twelve (12) months, as assessed by their nominated supervisor, following a performance review carried out in accordance with the Professional Staff Performance Review and Planning process.
5.1.3 If a staff member has not demonstrated that they have met the necessary performance outcomes and expected levels of achievement for incremental progression, as assessed by their nominated supervisor, over the preceding twelve (12) months, the increment date may be deferred.
5.1.4 If a nominated supervisor determines that a staff member has not demonstrated that they have met the necessary performance outcomes and expected levels of achievement for increment progression, and considers the increment date should be deferred, it will normally be expected that the nominated supervisor has provided feedback to the staff member in relation to the specific performance concerns in accordance with the Performance Review and Planning Program for Professional Staff Policy and/or the Managing Unsatisfactory Performance Policy.
5.1.5 Where a decision is made by the nominated supervisor to defer an increment date, the nominated supervisor will normally provide at least four (4) weeks notification to a staff member regarding the deferral.
In these circumstances, the situation must be reviewed within six (6) months from the incremental anniversary date. During this period, it will normally be expected that the nominated supervisor will continue to manage the staff member’s performance in accordance with the Performance Review and Planning Program for Academic Staff Policy and/or the Managing Unsatisfactory Performance Policy.
Where the subsequent review justifies incremental progression, payment of the increment shall take effect from the date of the subsequent review.
5.1.6 An increment shall not be withheld, other than in accordance with this policy.
5.2 Professional Staff HEW Level 10
Professional Staff HEW Level 10 do not increment and do not automatically progress to the next HEW 10 Base. HEW Level 10 Base 1 to 6 are not increments. Eligibility to move will be at minimum 12 months from the date of appointment, with performance review, recommendation of the Executive Member Submit, who advises the Director Human Resources, who will discuss with the Chief Operating Officer. This process is consistent with the approach to remuneration outlined in the Senior Executive, Executive and Senior Management Remuneration and Position Title Policy.
6. Roles and Responsibilities
6.1 Managers and Supervisors
Managers and supervisors are responsible for managing the performance of their staff, and to assist them to achieve satisfactory performance through:
Providing the context for the work of the Faculty/School/Centre/Directorate/Institute/ Portfolio that clearly conveys that organisation’s performance expectations of the staff member;
Providing direction and clarity to staff on how their role contributes to the strategic priorities of the organisational unit and the University;
Supporting, monitoring and assessing the contribution of staff through ongoing dialogue with them;
Setting performance expectations;
Working with staff to resolve issues;
Notifying Human Resources of any individual staff performance concerns and any consideration of deferring an increment date.
6.2 Staff Members
Staff Members are responsible for:
Full participation, engagement, resolving issues, meeting standards and ensuring quality.
7.1 At least three (3) months prior to a staff member completing twelve (12) months of paid service at their current incremental level, Human Resources will notify the staff member’s supervisor, by email, seeking advice as to whether the staff members performance has satisfied the requirements for incremental progression.
7.2 For staff who have not had a formal performance review carried out, the supervisor may undertake an informal performance review and advise Human Resources as to whether the staff members performance has satisfied the criteria for incremental progression.
7.3 Unless otherwise advised by the supervisor, a staff member’s increment will progress accordingly.
7.4 Incremental progression will be deferred by six (6) months following a staff member's return from any period of absence from the University on paid or unpaid leave of six (6) months or more to allow reasonable time to review performance. Where the review justifies incremental progression, payment of the increment shall take effect from the date of the deferred review.
8. Revisions made to this Policy
Major, Minor or Editorial
27 April 2015
Updated to provide better clarity regarding the process of deferring an incremental progression, the responsibilities of Managers, supervisors and staff members and administration process information.
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1 July 2019
- Updated to clarify the use of HEW Level 10 Base 1 to 6 salary points.
- Policy name changed from ‘Incremental Progression for Professional Staff Policy’ to ‘Incremental Progression and Salary Review for Professional Staff Policy’.
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.
9. 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.