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GLEN INNES SEVERN COUNCIL Salary System Progression Rules

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					Salary System Progression Rules            Page 1




                       GLEN INNES SEVERN COUNCIL
                              Salary System Progression Rules




STAFF CONSULTATIVE COMMITTEE ITEM:                            MEETING:
COUNCIL RESOLUTION NUMBER:                                    MEETING:


It is Council policy to ensure that all staff members (excluding the General Manager)
have access to skills / performance assessment and salary progression in
accordance with Council’s Salary System.
The following Progression Rules are intended to provide a mechanism to govern the
operation of Council’s Salary System. It is acknowledged that these Rules will need
to be reviewed and updated as necessary to ensure their ongoing relevance to
Council’s changing needs.

Bands and Levels
The appropriate Band and Level for each position within Council’s Organisation
Structure (excluding the General Manager) shall be determined by reference to the
appropriate skill descriptors as provided in Clause 5, Skill Descriptors of the Local
Government (State) Award 2007 or its successors.

Grades and Job Evaluation
Council has established a twenty four (24) grade salary structure to complement the
Bands and Levels in the Local Government (State) Award.
The grade of each position shall be established through the evaluation of the position
using Council’s WyComp™ Job Evaluation System.
Positions shall be evaluated in the following circumstances:
       If the position is newly created.
       If a significant change has occurred in the duties and responsibilities of the
       position, which is confirmed by the relevant Director or General Manager.
       If an evaluation has been conducted and has resulted in an apparent anomaly.
Where an existing position has been re evaluated and where the outcome is a
different grade, such re evaluation shall be referred to the Staff Consultative
Committee (or appropriate sub-committee) for consideration and the current
position’s incumbent shall be advised accordingly.




 Reference Number:   Version Number: 2         Review Date:          Responsible Officer:
                     Date of Effect:                                 MAHR
 Related Documents: Glen Innes Severn Council Human Resources Policy Statement Register
Salary System Progression Rules          Page 2



Lateral Transfer
Lateral transfer may occur in the following circumstances:
       In accordance with the rules regarding job re evaluation, where there has
       been a natural progression of responsibilities attached to a position, such as
       an increase in positions reporting to the position or an increase in budget size
       / responsibility. Provided the re evaluation results in no more than one grade
       increase, the existing incumbent shall continue in the position.
       Where a position has been restructured and the new position is no more than
       one grade higher, Council may laterally transfer the existing incumbent into
       the new position to mitigate the adverse effects resulting from the restructure.
In all other circumstances, positions will be advertised at least internally to allow
suitably qualified persons to apply.

Position Descriptions
A Position Description / Person Specification shall be established for each position to
identify the range of responsibilities, duties, skills and qualifications required.

Skill Steps
Each of the grades determined through the evaluation process shall have four skill
steps, each of 2.5%, available above the entry level. These steps shall provide
reward for employees gaining and applying skills / competencies and achieving job
specific responsibilities / objectives, including additional skills / objectives to those
recognised through the job evaluation process. Progression through the skill steps
shall be facilitated through training.
Competencies, skills and job specific objectives shall be established and agreed to at
each annual skills assessment / performance appraisal, to facilitate the assessment
of performance / skill at the time of salary review, and to avoid disputes regarding the
movement through the steps.
Skill / performance steps shall not impose artificial barriers that would prohibit
individual salary progression through the full range of steps.

Skills Assessment
Council shall adopt a consistent and objective method for assessing skills / job
objectives. Where practicable, all assessments shall be conducted by the relevant
manager or other appropriately qualified personnel.
An assessment of skills, competencies and job specific objectives shall be
undertaken annually in March each year. Salary increases resulting from assessment
shall be operative from the first full pay period in April each year after the date of
review.
In accordance with Council’s Assessment / Performance Appraisal Procedures and
Guidelines, all employees are to be included in the annual assessment / appraisal



 Reference Number:   Version Number: 2         Review Date:          Responsible Officer:
                     Date of Effect:                                 MAHR
 Related Documents: Glen Innes Severn Council Human Resources Policy Statement Register
Salary System Progression Rules          Page 3



process, except permanent staff with less than six (6) months service, staff on fixed
term contracts of one (1) year or less, trainees and short term casuals.
Permanent staff with less than six (6) months service must still complete their Job
objectives and training requirements in preparation for the next year’s appraisal.
Employees who are acting up in higher grade positions on a temporary basis at the
time of assessment shall be assessed against the skills / job specific objectives for
their substantive positions.
Long term casual staff with more than one (1) year’s service shall be assessed in
accordance with relevant Award provisions.

Assessment Appeals Process
In the event that there is a dispute on the outcome of the skills / performance review,
the assessment shall be referred to an appeal panel, being the Staff Consultative
Committee (or appropriate sub-committee).
In the event that the employee does not agree with the decision of the appeal panel
the matter shall be referred to the Director / General Manager. The employee may
have access to the grievance and disputes procedure in the Local Government
(State) Award at any point in the appeals process.

Higher Grade Pay
An employee who is required to relieve in a position that is at a higher grade in
Council’s Salary System, shall be paid for all time authorised to relieve in that
position.
The rate to be paid shall be determined by considering the skills / experience applied
by the employee relieving in the position but shall be at least the minimum rate for
that position in accordance with the Salary System, except where the higher level
skills have already been taken into account within the salary of the relieving
employee.
Where the higher level skills have not already been taken into account within the
salary of the relieving employee, the following rules will apply:
       An employee who is required to relieve in a higher grade position within the
       salary system, where the two grades are overlapping in pay, will be placed on
       the higher grade at the step immediately higher than his / her normal rate.
       Where there is no overlap in pay rates, the relieving employee will be paid at
       least entry level to the higher grade.
If a staff member is to relieve in a position for more than three (3) days, the
immediate supervisor must provide the Pay Officer with a signed memo advising the
period that the employee will be acting in the higher grade position and the
appropriate grade and step.




 Reference Number:   Version Number: 2         Review Date:          Responsible Officer:
                     Date of Effect:                                 MAHR
 Related Documents: Glen Innes Severn Council Human Resources Policy Statement Register
Salary System Progression Rules          Page 4



For periods of three (3) days or less, the employee’s timesheet must clearly show the
time spent in the higher grade position and the appropriate grade / step, and be
signed by the employee and direct supervisor.
Note: In accordance with Council Policy No. HR.4.09, no appointment shall be made to the
position of Acting General Manager or Acting Director unless the General Manager or the
Director is absent on leave for a period greater than one week or is outside Australia.

Training
Employees shall be provided with reasonable and equitable access to training to
facilitate progression within the skill / performance steps.

Allowances
Except where allowances have been incorporated into rates of pay, award
allowances shall be paid in addition to the rates established within the Salary
System.

Award Variations
The grades and salary steps, as contained within the salary structure of the Salary
System, shall be increased by the same quantum, and be operative from the same
date as variations in the Local Government (State) Award 2007 or its successors.

Dispute Procedure
Disputes which arise through the operation of Council’s Salary System shall be
handled consistent with the Grievance and Dispute Procedures of the Local
Government (State) Award.

Publication
Copies of the Salary System shall be published by Council and made available to all
employees. The published document shall contain copies of the current salary
structure and these Progression Rules. Each employee shall be provided with a copy
of his / her position description and associated skills / job objectives.

System Review
The Salary System and the Progression Rules shall be reviewed on a bi-annual basis
(every two years) to ensure that they continue to support and reward the skill /
performance development process within Council and the increased effectiveness of
Council’s operations.

……………………………………                                      ……………………………………
General Manager                                     Consultative Committee Chair


…………………….                                           ……………………
Date                                                Date


 Reference Number:   Version Number: 2         Review Date:          Responsible Officer:
                     Date of Effect:                                 MAHR
 Related Documents: Glen Innes Severn Council Human Resources Policy Statement Register

				
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Description: GLEN INNES SEVERN COUNCIL Salary System Progression Rules