Incremental Progression

Incremental Progression

SUMMARY

The Incremental Progression Policy establishes the principles related to incremental salary progression for staff at Macquarie University. The Procedure provides further information concerning incremental progression notification, review, accelerated progression, withholding progression and unsatisfactory performance or misconduct/serious misconduct.

POLICY

PurposeTo detail the principles related to incremental salary progression.

Overview

Incremental progression refers to the movement upwards through the salary steps within each classification level. Increments are normally a single step, although accelerated progression may be possible where performance exceeds the level of competency for a single increment.

Scope

This policy applies to all staff employed at Macquarie University under the relevant industrial instrument. It is of particular relevance to supervisors and staff in Human Resources.

Policy

There will be an annual incremental salary progression system.

Incremental progression will be managed through the Human Resources Office.

ELIGIBILITY
  • Continuing and Fixed-Term Staff – completion of twelve months continuous service since appointment or the last increment date.  
  • Casual Professional Staff – completion of 1200 hours service within the same classification level
  • Casual Academic Staff – not eligible.

ENTITLEMENT
Staff members who are not on the maximum salary point for their classification level (and Band, where appropriate) and who meet the eligibility requirements, will automatically progress to the next salary step within the classification level (and Band, where appropriate), unless the increment is withheld.

Staff members on the maximum salary point for their classification are covered by the provisions of the Reward and Recognition Policy.

SALARY CLASSIFICATIONS
The full-time salary rates are provided in Schedule 1 of the Macquarie University Enterprise Agreement.

Each classification has a specific number of salary steps. Incremental progression has the effect of the salary of a staff member increasing progressively through the salary steps within a classification, level or band.

ACCELERATED PROGRESSION
Where a staff member has consistently exceeded the required level of competency for a single salary increment, the Executive Dean or Head of Office may approve accelerated progression to a higher step within the staff member’s current salary classification.

This may only be considered when the increment is due.

FUNDING
All incremental progression costs are funded through Faculty/Office funds.

WITHHOLDING INCREMENTAL PROGRESSION
All incremental progression approvals are subject to satisfactory performance. A staff member’s incremental progression will be withheld where:
  • an adverse report under the Performance Development and Review system is received by Human Resources prior to a staff member’s increment date, or
  • a staff member is subject to review in accordance with the Unsatisfactory Performance or Misconduct and Serious Misconduct provisions of the Macquarie University Enterprise Agreement. A decision on the payment of a withheld increment will be made following the review.
COMPLIANCE AND BREACHES
The University may commence applicable disciplinary procedures if a person to whom this policy applies breaches this policy (or any of its related procedures).

Policy Information

Contact OfficerManager, Employee Relations, Human Resources
Date Approved22 February 2011
Approval AuthorityDirector, Human Resources
Date of Commencement22 February 2011
Amendment HistoryNovember 2011 - updated to incorporate the requirements of the Macquarie University Enterprise Agreement 2010 and the Macquarie University Academic Staff Enterprise Agreement 2011; inclusion of compliance and breaches statement
January 2011 – alignment with new Macquarie University Enterprise Agreement 2010
Date for Next ReviewJuly 2014
Related Documents

Incremental Progression Procedure (see tab above)
Reward and Recognition Policy
Salary Loading Policy

Macquarie University Enterprise Agreement
Policies / Rules Superseded by this PolicyIncremental Progression Policy approved 27 May 2008.
KeywordsIncremental Progression, Accelerated Progression, Eligibility and Entitlement, Withholding Incremental Progression

PROCEDURE

PurposeTo outline the actions and responsibilities involved in incremental salary progression.

Procedure

This procedure requires actions by the following:
  • Executive Dean/Head of Office
  • Human Resources Officer
  • Supervisor
This procedure consists of the following actions:
Human Resources Officer

NOTIFY OF INCREMENTAL PROGRESSION
Compile a monthly Incremental Progression Report, identifying staff members (by Faculty/Office) who are due for incremental salary progression.

Forward the Report to the Executive Dean/Head of Office.
Executive Dean/Head of Office

Notify each supervisor of the staff due for incremental progression.

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Supervisor

REVIEW INCREMENTAL PROGRESSION
Meet with the staff member to discuss their performance, following receipt of the incremental progression notification.

Determine whether the staff member’s performance or conduct during the review period has been sufficient to warrant incremental progression.

Notify the staff member accordingly.

No further action is necessary if the incremental progression is approved, as the process assumes approval unless there is a decision to withhold and this is notified to Human Resources prior to the incremental progression payment date.

RECOMMEND ACCELERATED PROGRESSION
Where the staff member has consistently and significantly exceeded the required level of competency, and following review of their performance, recommend accelerated progression.

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Executive Dean/Head of Office

APPROVE ACCELERATED PROGRESSION
Review the supervisor’s recommendation and determine whether accelerated progression is appropriate.

In determining eligibility for accelerated progression, give consideration to the following:
  • the period of sustained performance
  • the staff member’s length of service
  • the number of incremental steps within the staff member’s classification level
  • other reward or recognition that the staff member may have received during the review period
  • other non-monetary reward and recognition programs (including Learning and Development opportunities) that may be appropriate in the circumstances, and
  • any budgetary/fiscal constraints on the Faculty/Office.

If further input is required, consult with the supervisor and the staff member in relation to the recommendation for accelerated progression.

Determine whether to approve accelerated progression. If approved submit the approval documentation to Human Resources for processing.

Notify both the staff member and supervisor of the approval.

On request, provide reasons for declining a recommendation to the staff member and/or the supervisor.

Human Resources Officer

Adjust the payroll system to reflect the approved accelerated progression and maintain records for reporting and compliance.

The decision to grant accelerated progression will not normally affect the next incremental progression date.

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Supervisor

WITHHOLD INCREMENTAL PROGRESSION
Notify the staff member in writing that incremental progression will be withheld where, prior to the staff member’s increment date,:
  • an adverse report under the University’s Performance Development and Review program is received by Human Resources, or
  • the staff member is subject to review under the Unsatisfactory Performance or Misconduct and Serious Misconduct in accordance with the Macquarie University Enterprise Agreement
The written notification must include:
  • the date incremental progression was due
  • the reason for withholding incremental progression, and
  • the date incremental progression will next be reviewed.
Complete the Incremental Progression form and attach supporting documentation such as:    
  • the staff member’s Performance Development and Review form(s)
  • other documentation detailing the staff member’s unsatisfactory performance or misconduct/serious misconduct.
Forward the following documents to Human Resources no later than two weeks prior to the increment date:
  • copies of the staff member’s written notification
  • the incremental progression form
  • supporting documentation

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Human Resources Officer

Review the staff member’s notification to withhold incremental progression to ensure accuracy and consistency with the Macquarie University Enterprise Agreement.

Refer any concerns with the notification to the supervisor and, if appropriate, the Executive Dean/Head of Office for resolution.

Adjust the payroll system to reflect the amended date for incremental progression and maintain records for reporting and compliance.

Supervisor

REVIEW UNSATISFACTORY PERFORMANCE OR MISCONDUCT/SERIOUS MISCONDUCT
Unsatisfactory Performance or Misconduct/Serious Misconduct is Resolved
When the unsatisfactory performance or misconduct/serious misconduct has been resolved during the review period, determine whether to backdate the incremental progression payment date.

In these circumstances the incremental progression payment may be effective from:
  • the original incremental progression date or
  • any period between the original and the amended incremental progression date.

Notify the staff member of this decision in writing.

Forward the following documents to both the Executive Dean/Head of Office and Human Resources:
  • copies of the staff member’s written notification
  • incremental progression form
  • supporting documentation.

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Human Resources OfficerAdjust the payroll system to reflect any amended date for incremental progression and maintain records for reporting and compliance.

Supervisor

Unsatisfactory Performance or Misconduct/Serious Misconduct is not Resolved
When the unsatisfactory performance or misconduct/serious misconduct has not been resolved during the review period, notify the staff member in writing that incremental progression will be withheld.

Follow the steps required under Withhold Incremental Progression above.

Take appropriate action to resolve the unsatisfactory performance or misconduct/serious misconduct in accordance with the Macquarie University Enterprise Agreement.

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Procedure Information

Contact OfficerManager, Employee Relations, Human Resources
Date Approved22 February 2011
Approval AuthorityDirector, Human Resources
Date of Commencement22 February 2011
Amendment HistoryNovember 2011 - updated to incorporate the requirements of the Macquarie University Enterprise Agreement 2010 and the Macquarie University Academic Staff Enterprise Agreement 2011
January 2011 - alignment with new Macquarie University Enterprise Agreement 2010
Date for Next ReviewJuly 2014
Related DocumentsIncremental Progression Policy (see tab above)
Salary Loading Policy
Macquarie University Enterprise Agreement
KeywordsIncremental Progression, Accelerated Progression, Eligibility and Entitlement, Withholding Incremental Progression
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