Comments

Document Feedback - Review and Comment

Step 1 of 4: Comment on Document

How to make a comment?

1. Use this Protected Document to open a comment box for your chosen Section, Part, Heading or clause.

2. Type your feedback into the comments box and then click "save comment" button located in the lower-right of the comment box.

3. Do not open more than one comment box at the same time.

4. When you have finished making comments proceed to the next stage by clicking on the "Continue to Step 2" button at the very bottom of this page.

 

Important Information

During the comment process you are connected to a database. Like internet banking, the session that connects you to the database may time-out due to inactivity. If you do not have JavaScript running you will recieve a message to advise you of the length of time before the time-out. If you have JavaScript enabled, the time-out is lengthy and should not cause difficulty, however you should note the following tips to avoid losing your comments or corrupting your entries:

  1. DO NOT jump between web pages/applications while logging comments.

  2. DO NOT log comments for more than one document at a time. Complete and submit all comments for one document before commenting on another.

  3. DO NOT leave your submission half way through. If you need to take a break, submit your current set of comments. The system will email you a copy of your comments so you can identify where you were up to and add to them later.

  4. DO NOT exit from the interface until you have completed all three stages of the submission process.

 

Remuneration and Benefits Procedure - Senior Staff Annual Remuneration Review

Section 1 - Key Information

Policy Type and Approval Body Administrative – Vice-Chancellor
Accountable Executive – Policy Chief Operating Officer
Responsible Manager – Policy Chief People Officer
Review Date 27 July 2029
Top of Page

Section 2 - Purpose

(1) University staff that are employed under a Senior Staff Contract (SSC) or an Executive Contract are excluded from receiving Enterprise Agreement pay increases under the terms and conditions of their contract. In place of this, unless otherwise stated in their contract, they are eligible for an annual review of their remuneration which is administered and determined in accordance with this procedure. Therefore the purpose of this procedure is to:

  1. detail the general conditions, eligibility and process for the annual review of remuneration for eligible staff; and
  2. provide a framework to ensure consistency and transparency of process and detail the process for providing outcomes.
Top of Page

Section 3 - Scope

(2) This Procedure applies to:

  1. all staff employed at the University under a SSC or Executive employment contract, who are eligible for an annual review of their remuneration in accordance with their contract conditions.
Top of Page

Section 4 - Key Decisions

Key Decisions  Role
Determine adjustments to an individual’s Senior Staff Contract or an Executive Contract Total Remuneration Package Remuneration Review Committee
Top of Page

Section 5 - Policy Statement

(3) Refer to Remuneration and Benefits Policy.

Top of Page

Section 6 - Procedures

(4) Employment conditions contained in SSC and Executive employment contracts include the requirement for an annual remuneration review. This review is conducted in June/July annually by the Vice-Chancellor’s Remuneration Review Committee (RRC), comprised of the Vice-Chancellor and the Chief Operating Officer. The RRC will take advice from the Chief Financial Officer, Chief People Officer and the Director, Talent Acquisition & Remuneration. The exception to this is that the review for any eligible staff that report to the Vice-Chancellor are considered directly by the Vice-Chancellor and the Chancellor.

(5) The effective date of any adjustment to the individual’s Total Remuneration Package (TRP) as determined by the RRC is 1st July annually.

(6) Staff that commence at the University, or existing staff that received a remuneration increase outside of this Procedure, on or after the 1st January of the year of the review are ineligible for review in that year.

(7) Staff that commenced at the University, or existing staff that received a remuneration increase outside of this Procedure, between 1st July and 31st December of the previous year may receive a pro-rata application of the increase or may be excluded at the discretion of the RRC.

(8) The RRC will consider the following in assessing any variation to an individual’s remuneration:

  1. market data and sector movements over the preceding 12 months;
  2. the individual’s current remuneration position within their ESMC classification range;
  3. the individual’s performance rating from the previous Annual Performance Cycle; and
  4. the University’s financial position.

(9) Staff will be advised of the outcome of the review noting that a review will not necessarily lead to an increase in remuneration.

Top of Page

Section 7 - Definitions

(10) For the purpose of this Procedure:

  1. Executive Contract: is an employment contract that is not governed by the terms and conditions of a Enterprise Agreement.
  2. Executive and Senior Management Classification (ESMC): is a structure of four classification levels deployed at the University, and informed by Mercer, that govern the classification and salary ranges of senior level positions.
  3. Senior Staff Contract (SSC): is a contract that is governed by the terms and conditions of the University’s Enterprise Agreement, however certain Clauses in the Agreement including salary increase do not apply.
  4. Total Remuneration Package (TRP): is the total of base salary, any salary allowances/loadings and employer superannuation contribution.
Top of Page

Section 8 - Authority and Associated Information

(11) This Policy is made under the La Trobe University Act 2009.

(12) Associated information includes:

  1. Talent Acquisition and Remuneration intranet