Scope The staff remuneration policy covers all employees at all levels of the

Scope the staff remuneration policy covers all

This preview shows page 45 - 47 out of 62 pages.

Scope The staff remuneration policy covers all employees at all levels of the organisation. Responsibility Responsibility for the implementation of this policy rests with human resources staff and relevant managers of hiring departments. Relevant legislation Fair Work Act 2009 (Cwlth) Privacy Act 1988 (Cwlth) Anti-discrimination Act 1977 (NSW) Updated/ authorised 09/2013 – Mary Chu (COO) Definitions Remuneration will comprise base salary, an ‘at risk’ performance pay component, employer guarantee superannuation, and motor vehicle allowance where this is included in an employee’s employment package. The total of these components make up the employee’s remuneration package. TAD32A BSBHRM512 Version: 2.2 Implemented: March 2020 To be reviewed: March 2021 Responsibility: Head trainer © The Wales Institute Pty Ltd Page 45 of 46
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BSBHRM512 Develop and manage performance-management processes Underlying modern award Staff covered by the relevant underlying modern award, will be paid no less than the rate of pay set out in that award for the relevant position. Determining base salary levels Base salary levels will be determined by job evaluation. Job evaluation is the evaluation of the position based on the information in the relevant position description, in terms of the level of required skills, competencies and knowledge, and criteria such as the level and impact of decision-making and authority to act. Job evaluation will be carried out by the relevant store manager. The underlying principles of job evaluation include: salary levels will be paid no less than the rate of pay set out in the relevant underlying award salary levels are to be benchmarked on an annual basis (as part of the annual budgeting process) against the external market using salary surveys to establish competitiveness with similar positions in the external market if the job changes as determined by a job evaluation, the base level remuneration should be altered to reflect the change in the employee’s role and responsibilities decisions on broad salary increases (those that apply to all employees), such as CPI or cost-of-living based increases will be made on an annual basis in consultation with partners staff will have the opportunity to raise remuneration issues at six-monthly performance review meetings with their manager. Staff performance plans Staff will be provided with individual performance plans/workplans for the subsequent financial year. For new employees, a performance plan will be provided at the end of the probation period (first three months of employment). In further years, workplans are agreed upon after the July/August performance review has been conducted. The performance plans/workplans set out the contribution expected of the role in supporting the achievement of the organisation’s strategic plans and objectives: the actions or activities required to achieve those objectives; and the criteria or standards used to assess the achievement of the objectives. In addition to business plans
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