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 Incremental Progression is subject to meeting the requirements of the position descriptors and based on satisfactory performance an employee shall proceed by annual increments from in the minimum to the maximum of the salary range appropriate to the classification allocated to the position occupied previous year in accordance with the following procedures: 22.1.1 Performance Management Program (“PMP”). All employees will participate in the employer's PMP. In cases where a Performance Management Review is delayed, the anniversary date shall not be changed and any increase in salary will be paid retrospectively to the anniversary date. Movement to the next highest salary point will be effective from the employee's anniversary date. An employee who has been on leave without pay in excess of three months, in aggregate, in a twelve month period, shall have the review delayed by the period of absence. Any resultant increase shall also be delayed by the period of absence. The delay will alter the employee’s supervisor shall discuss 's anniversary date with respect to this sub-clause. Employees will progress annually, subject to satisfactory performance in the PMP review process, to the next incremental point within the band range of duties no later than 1 month before their level of appointment, until the top salary point is reached. Where an employer is not satisfied that an employee's performance has met the requirements for the award of an increment the employee shall be informed of specifically how they have failed to meet the key criteria. The employee will be given an opportunity to raise mitigating circumstances or ongoing professional development of which the employer might be unaware. After considering any response from the employee the employer shall make a recommendation to defer or deny an increment if they consider that the employee has still not met the requirements for an incremental increase. Any recommendation shall include reasons and be provided in writing to the employee. The recommendation by the employer to deny or defer an increment must be made, where practicable, no less than three months prior to the end of the relevant incremental period. Training and professional development An employee shall be permitted by the employer to be absent during ordinary working hours to attend agreed training and professional development courses. Such absences will be agreed between the employer and employee, and may be arranged in either of the following ways: Wintringham will offer a Bursary Agreement (Schedule Three) to those employees who wish to undertake courses which require the employee to be absent during ordinary working hours on a regular basis for a period of three months or more. Absences from work for training and professional development taken under the provisions of this clause shall be to attend courses at an Australian university or TAFE College for a Degree or Diploma course in Nursing, Aged Care or Community Services, other courses relevant to the employment of the employees employment, services or profession to ensure the acquisition of any skill requirements as determined by this agreement. A minimum of 5 days paid professional development leave per year (non-cumulative) will apply to all employees. Additional time off without loss of pay may be granted at the discretion of the employer. Such time may be taken as a block to attend a conference or when Wintringham requires the employee to undertake a course the attainment of which is due. 22.1.2 required as part of their job classification and/or is relevant to their career development within Wintringham. No application for training will be unreasonably refused. A “day” for the purposes of this clause is the Employee’s normal shift length (e.g. if an employee misses a night shift to undertake course during the day they will be paid the duration of the usual night shift). Paid professional development leave need not fall on a day that the employee is otherwise rostered to work. The Employer may choose to direct the Employee to undertake work during this period. An employee shall be permitted to be absent during ordinary working hours without loss of pay in order to attend: examinations or assessments necessary to obtain qualifications in such courses. The amount of absence shall allow (4) four clear working days other than a Saturday or a Sunday on each occasion for pre-examination study. Paid absences granted in respect to attend examinations and pre examination study shall not exceed (4) four clear working days per year. Occupational Health and Safety training in accordance with the requirements of the Occupational Health and Safety Act. Letter of Appointment and Service and Training Certificate Each employee shall receive a Letter of Appointment, stating his or her actual weekly hours (other than a casual employee), classification, job title and name of applicable industrial instruments in accordance with Schedule 5. Nothing in this clause shall limit the ability of a part time employee to agree to work additional shifts at ordinary rates, save for any other limits prescribed by this Agreement. Upon termination of employment, howsoever occurring, the Employer shall provide the Employee with a Service and Training Certificate in accordance with Schedule 5 detailing the following: The Employee’s supervisorclassification at the time of termination, following discussion The Employee’s training including in-service training, self directed learning packages or other training on the Employee’s file, The period of the Employee’s service, The relevant contact point at the Employer to verify the information contained in the certificate. Upon commencement of employment, the Employer will accept a Service and Training Certificate from the employee for the purpose of determining the appropriate classification or experience increment, subject to the following: The Employee providing the Employer with a copy of the Certificate, The issuing Employer verifying the contents to the Employer upon request of the Employer (such verification may be verbal or written). In Service Education and Training All employees have a responsibility to maintain and upgrade their skills commensurate with the requirements of their position. In particular every employee must attend training required to meet statutory responsibilities. Wintringham establishes a yearly training program each year, compulsory training is identified and scheduled and includes but is not limited to: fire and emergency training, manual handling training, challenging behaviours, infection control, food handling provided by the employer in each twelve month period or as required. Further compulsory training is based on individual requirements, for example, the requirement to renew First Aid Certificates on a three yearly basis. Compulsory training will be provided in either face-to-face educations sessions or as part of an on-line training programme. Where mandatory training is required to be undertaken on-line, Wintringham will provide appropriate access to computers and paid time release to complete the modules. If the modules cannot be completed within rostered work time Wintringham may authorize the employee to complete the modules at home and in such cases will pay the employee for the nominated completion time of the module. Where the employee attends compulsory training other than during the course of a rostered shift, the minimum payment shall be: the length of the training or one (1) hour whichever is the greater where the training is continuous with the rostered shift. the length of the training or two (2) hours whichever is the greater where the employee attends training at their normal work site and the training is not continuous with the rostered shift. Where the employee attends training at a place other than their normal work site, the length of the training or two (2) hours whichever is the greater, plus a payment per kilometre from their normal workplace to the training site. A quarterly training allowance will be paid to employees who have completed all of the required on-line training modules each quarter within the specified timeframe. Employees will be paid an allowance rate equivalent to (1) hour at their ordinary rate of pay, excluding any allowances, penalties and loadings, for each module completed. This allowance will be paid each quarter. Attendance at any training course other than those referred to at 20.6.3 above may be supported by the employer in accordance with Clause 20.4.1 of this Agreement. In particular, the parties acknowledge that it is highly desirable for employees to attend training provided by the employer. Where an employee fails to complete compulsory training referred to at 20.6.2 and including compulsory online training they may be removed from the roster without pay until such time as they do so. The employer will take all reasonable steps to assist an employee to complete the aforementioned training.. SALARY PACKAGING All employees covered by the Agreement will have access to salary packaging arrangements as follows: By agreement with the employee, shall submit an incremental report recommending either payment or deferral the current rate of pay specified in 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 Agreement may be salary packaged in accordance with the Universityrequirements of the Employer. The employee shall compensate the Employer from within their base remuneration, for any FBT incurred as a consequence of any salary packaging arrangement the employee has entered into. Where the employee chooses not to pay any of the costs associated with their salary packaging, the Employer may cease the employee’s procedures salary packaging arrangement. The parties agree that in the event that salary packaging ceases to be an advantage to the employee (including as a result of subsequent changes to FBT legislation), the employee may elect to convert the amount packaged to salary. Any costs associated with the conversion to salary shall be borne by the employee and Schedule K – Unsatisfactory Performance for handling unsatisfactory job performance and unsatisfactory job-related behaviourthe Employer shall not be liable to make up any benefit lost as a consequence of an employee’s decision to convert to salary. The employee shall be informed responsible for all costs associated with the administration of their salary packaging arrangements, provided that such costs shall be confined to reasonable commercial charges as levied directly by the supervisor external salary packaging provider and/or in-house payroll service (as applicable), as varied from time to time. The parties recommend to employees who are considering salary packaging that they seek independent financial advice. The Employer shall not be held responsible in any way for the cost or outcome of any such advice, and furthermore, the parties agree that the employee shall pay any costs associated with salary packaging. Superannuation contributions paid by the Employer into an approved fund will be calculated on the rate for the employee’s classification rate (the pre-packaged rate) as varied by this Agreement. PAYMENT OF WAGES All wages shall be paid during working hours not later than Thursday following the end of the reasons therefore weekly or fortnightly pay period provided that: When a public holiday occurs on a Thursday or a Friday payment shall be made on the Wednesday; An employee who is rostered off on the Thursday pay day but who works anytime after 9.00 am on the Tuesday or any time on the Wednesday immediately preceding the Thursday, payment shall be made on the Tuesday or Wednesday as the case may be. This applies only where employees are paid by means other than direct bank transfer. When an employee is paid by means other than direct bank transfer and that employee is not rostered. to work at any time between 9.00 a.m. on Monday and midnight on the Thursday, payment may be entitled postponed upon such employee's next rostered period of duty following the Thursday but, should the employee so desire, he or she may attend and collect his or her pay on the pay day. When an employee has given notice of termination of employment or an employer has terminated an employee’s service, payment of all, wages and other moneys owing to reply in writing an employee shall be made to the employee. If an employee is kept waiting for more than 24 hours such employee shall be paid overtime rates for the duration of the period until all such moneys owing are paid with a minimum payment of two hours and a maximum payment of 7 hours and 36 minutes per day. Notwithstanding the above, this subclause will not come into effect if the payment of wages or other moneys owed falls on a bank holiday or declared public holiday. This clause will come into effect upon the expiration of such a bank holiday or declared public holiday. This subclause will not come into effect if any unforeseen event outside the control of the employer prevents the employer's ability to have meet the reply considered requirements of this subclause. OCCUPATIONAL SUPERANNUATION The employer shall comply with all obligations relating to payment of occupational superannuation as provided for under the Superannuation Guarantee (Administration) ▇▇▇ ▇▇▇▇, the Superannuation Guarantee Charge ▇▇▇ ▇▇▇▇, the Superannuation Industry (Supervision) ▇▇▇ ▇▇▇▇ and the Superannuation (Resolution of Complaints) ▇▇▇ ▇▇▇▇ and associated Regulations as amended from time to time. Fund shall mean HESTA or Health Super or any approved fund as agreed by Wintringham, which meets the Director, Human Resourcesrequirements of the Superannuation Industry (Supervision) ▇▇▇ ▇▇▇▇ as a complying fund for occupational superannuation. The Director, Human Resources employer shall review contribute to the report fund for any employee irrespective of age or earnings per month. Default fund The employer shall provide each employee and consult each new employee upon commencement of employment with information on the Head before determining whether the recommendation to withhold an increment will be approvedfunds. The Head and employee shall then have 28 days to complete the employee will be informed information required, the employer shall then forward the employee’s details to the employee’s choice of the decision by the Director, Human Resources. 22.1.4 fund. In the event that an increment is deferred the supervisor shall counsel the employee does not select a fund of their choice, the employer will then forward superannuation contributions to the default fund. The default fund for the purposes of this agreement is HESTA. Voluntary employee contributions An employee may make additional voluntary contributions to their chosen fund from their salary and identify the steps on receiving written authorisation from the employee should take the employer must commence making contributions to improve their performance. 22.1.5 The decision the fund in accordance with the Superannuation Industry Supervision Legislation (SIS). Absence from work Paid leave Subject to defer an increment shall be reviewed within a period not exceeding 4 months the Trust Deed of the date fund of deferral. 22.1.6 Any subsequent approval for payment which the employee is a member, absences from work will be treated in the following manner: Contributions shall continue whilst a member of the fund is absent on paid leave such as annual leave, long service leave, public holidays, jury service, sick leave, paid parental leave and bereavement leave. Unpaid leave Contributions shall not be required to be made in respect of any absence from work without pay. Work related injury and sickness In the event of an increment shall be effective eligible employee's absence from work due to work related injury or sickness, contributions will continue for the date approval to proceed period of the absence provided that the member of the fund (employee) 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 receiving payments pursuant to this Agreement. 22.2 Notwithstanding workers' compensation legislation and in accordance with 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 occupiesagreement dealing with accident pay (clause 24 - Accident Make-Up Pay).

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.