Common use of INCREMENTAL SALARY PROGRESSION Clause in Contracts

INCREMENTAL SALARY PROGRESSION. 18.1 Incremental salary progression is the movement of an employee’s salary to the next highest salary point (or increment) within the employee’s current classification level in recognition of the employee’s acquisition of new skills, experience and knowledge. Supervisors will provide reasonable assistance and opportunity to employees to achieve incremental salary progression, but such advancement is not automatic and will primarily depend on the employee’s satisfactory performance over each twelve-month period of employment. 18.2 An employee appointed to a continuing or fixed-term appointment will be eligible for incremental progression if the employee: 18.2.1 is in receipt of a salary that is less than the maximum step for the employee’s classification level; and 18.2.2 has concluded twelve months’ continuous service with the University following the later of either: i) entry into the classification level (via appointment, promotion or reclassification to the relevant level); or ii) the most recent incremental salary progression. 18.3 The date upon which the achievement of twelve months continuous service occurs (in accordance with sub- clause 18.2.2) will be referred to as the anniversary date. 18.4 Movement of the next salary point within the level will occur only when the employee has, over the preceding twelve-months: 18.4.1 participated in a staff development/performance review in accordance with the University policy on Performance Review and Development Program; 18.4.2 acquired and used additional skills, experience and knowledge within the ambit of the classification level and in accordance with the priorities of the organisational unit; and 18.4.3 performed satisfactorily against agreed performance objectives and/or the appropriate classification level and the position description. 18.5 Movement to the next highest salary point will be effective from the anniversary date. 18.6 Where determination of sub-clause 18.4 is delayed, the anniversary date will not be changed and any increase in salary will be paid retrospectively to the anniversary date unless: 18.6.1 the employee has refused to participate appropriately in the University-designated Performance Review and Development Program; 18.6.2 the delay is related to the acquisition of new skills, experience and knowledge in accordance with sub-clause 18.4.2, in which case the date of acquisition will be the effective date; 18.6.3 the increment has been withheld in accordance with unsatisfactory performance or disciplinary procedures, in which case the date from which the performance is deemed to be satisfactory will be the effective date; or 18.6.4 the employee has been absent from the workplace in circumstances that do not count for service, in which case the incremental salary progression will be delayed by the period of absence. 18.7 Progression from HEW level 1 to HEW level 2 18.7.1 an employee appointed to a position at HEW level 1 shall have the opportunity to progress through the incremental structure and advance to HEW level 2 without promotion to a higher position, subject to the following criteria: 18.7.2 they have the skills, achieved through training or experience, or a combination of both, to warrant such progression; and 18.7.3 they perform duties that require the skill levels at level 2. 18.7.4 progression from HEW level 1.3 to HEW level 2.1 shall be automatic unless the relevant supervisor advises the criteria under sub-clauses 18.7.2 and 18.7.3 have not been met.

INCREMENTAL SALARY PROGRESSION. 18.1 ‌ 17.1 Incremental salary progression is the movement of an employee’s salary to the next highest salary point (or increment) within the employee’s current classification level in recognition of the employee’s acquisition of new skills, experience and knowledge. Supervisors will provide reasonable assistance and opportunity to employees to achieve incremental salary progression, but such advancement is not automatic and will primarily depend on the employee’s satisfactory performance over each twelve-month period of employment. 18.2 17.2 An employee appointed to a continuing or fixed-term appointment will be eligible for incremental progression if the employee: 18.2.1 17.2.1 is in receipt of a salary that is less than the maximum step for the employee’s classification level; and 18.2.2 17.2.2 has concluded twelve months’ continuous service with the University following the later of either: (i) entry into the classification level (via appointment, promotion or reclassification to the relevant level); or (ii) the most recent incremental salary progression. 18.3 17.3 The date upon which the achievement of twelve months continuous service occurs (in accordance with sub- clause 18.2.2subclause 17.2.2) will be referred to as the anniversary date. 18.4 17.4 Movement of the next salary point within the level will occur only when the employee has, over the preceding twelve-twelve months: 18.4.1 17.4.1 participated in a staff development/performance review in accordance with the University policy on Performance Review and Development Program; 18.4.2 17.4.2 acquired and used additional skills, experience and knowledge within the ambit of the classification level and in accordance with the priorities of the organisational unit; and 18.4.3 17.4.3 performed satisfactorily against agreed performance objectives and/or the appropriate classification level and the position description. 18.5 17.5 Movement to the next highest salary point will be effective from the anniversary date. 18.6 17.6 Where determination of sub-clause 18.4 17.4 is delayed, the anniversary date will not be changed and any increase in salary will be paid retrospectively to the anniversary date unless: 18.6.1 17.6.1 the employee has refused to participate appropriately in the University-designated Performance Review and Development Program; 18.6.2 17.6.2 the delay is related to the acquisition of new skills, experience and knowledge in accordance with sub-clause 18.4.217.4.2, in which case the date of acquisition will be the effective date; 18.6.3 17.6.3 the increment has been withheld in accordance with unsatisfactory performance or disciplinary procedures, in which case the date from which the performance is deemed to be satisfactory will be the effective date; or 18.6.4 17.6.4 the employee has been absent from the workplace in circumstances that do not count for service, in which case the incremental salary progression will be delayed by the period of absence. 18.7 Progression from 17.7 PROGRESSION FROM HEW level LEVEL 1 to TO HEW level 2 18.7.1 an LEVEL 2 An employee appointed to a position at HEW level 1 shall have the opportunity to progress through the incremental structure and advance to HEW level 2 without promotion to a higher position, subject to the following criteria: 18.7.2 17.7.1 they have the skills, achieved through training or experience, or a combination of both, to warrant such progression; and 18.7.3 17.7.2 they perform duties that require the skill levels at level 2. 18.7.4 17.7.3 progression from HEW level 1.3 to HEW level 2.1 shall be automatic unless the relevant supervisor advises the criteria under sub-clauses 18.7.2 17.7.1 and 18.7.3 17.7.2 have not been met.

INCREMENTAL SALARY PROGRESSION. 18.1 Incremental salary progression is the movement of an employee’s salary to the next highest salary point (or increment) within the employee’s current classification level in recognition of the employee’s acquisition of new skills, experience and knowledge. Supervisors will provide reasonable assistance and opportunity to employees to achieve incremental salary progression, but such advancement is not automatic and will primarily depend on the employee’s satisfactory performance over each twelve-month period of employment. 18.2 An employee appointed to a continuing or fixed-term appointment will be eligible for incremental progression if the employee: 18.2.1 is in receipt of a salary that is less than the maximum step for the employee’s classification level; and 18.2.2 has concluded twelve months’ continuous service with the University following the later of either: i) entry into the classification level (via appointment, promotion or reclassification to the relevant level); or ii) the most recent incremental salary progression. 18.3 The date upon which the achievement of twelve months continuous service occurs (in accordance with sub- sub-clause 18.2.2) will be referred to as the anniversary date. 18.4 Movement of the next salary point within the level will occur only when the employee has, over the preceding twelve-months: 18.4.1 participated in a staff development/performance review in accordance with the University policy on Performance Review and Development Program; 18.4.2 acquired and used additional skills, experience and knowledge within the ambit of the classification level and in accordance with the priorities of the organisational unit; and 18.4.3 performed satisfactorily against agreed performance objectives and/or the appropriate classification level and the position description. 18.5 Movement to the next highest salary point will be effective from the anniversary date. 18.6 Where determination of sub-clause 18.4 is delayed, the anniversary date will not be changed and any increase in salary will be paid retrospectively to the anniversary date unless: 18.6.1 the employee has refused to participate appropriately in the University-designated Performance Review and Development Program; 18.6.2 the delay is related to the acquisition of new skills, experience and knowledge in accordance with sub-clause 18.4.2, in which case the date of acquisition will be the effective date; 18.6.3 the increment has been withheld in accordance with unsatisfactory performance or disciplinary procedures, in which case the date from which the performance is deemed to be satisfactory will be the effective date; or 18.6.4 the employee has been absent from the workplace in circumstances that do not count for service, in which case the incremental salary progression will be delayed by the period of absence. 18.7 Progression from HEW level 1 to HEW level 2 18.7.1 an employee appointed to a position at HEW level 1 shall have the opportunity to progress through the incremental structure and advance to HEW level 2 without promotion to a higher position, subject to the following criteria: 18.7.2 they have the skills, achieved through training or experience, or a combination of both, to warrant such progression; and 18.7.3 they perform duties that require the skill levels at level 2. 18.7.4 progression from HEW level 1.3 to HEW level 2.1 shall be automatic unless the relevant supervisor advises the criteria under sub-clauses 18.7.2 and 18.7.3 have not been met.