Commencement Salary
Public Service Staff
This policy relates to new start employees and current employees applying to advertised positions as a promotion.
Determination of commencing salary
There should be consistency in the method used for determining staff salaries. The framework to achieve this consistency has three main components:
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the Grade and Value Range Standard Descriptors which provide guidance on the appropriate classification of positions;
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the Performance Enhancement Cycle which provides the opportunity on an annual basis to assess the relative contribution of each member of staff to the achievement of the Department's performance goals; and
- provision of guidelines which provide advice on salary determination on employment, promotion and transfer (see below).
Normally, where an appointee's current salary is below the minimum of the specified VPS Grade, the salary on commencement in a position would be the minimum of the Grade. However, there may be some circumstances where it is necessary to offer a salary above the minimum of the Grade especially where the appointee's current salary is above the minimum.
In determining whether to offer a commencing salary above the base salary point of the relevant Value Range, the following factors should be considered:
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the current salary of the person;
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the degree of difficulty in attracting a suitable candidate;
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relativity with the salary levels of other staff performing similar duties;
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the level of skill, experience and qualifications which the recommended applicant may possess;
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opportunity for future salary increases based on performance;
- current or recent higher class duties assignments (where applicable).
Where it is determined to offer a commencing salary above the base salary point of the relevant Grade, the commencing salary must be an appropriate progression step within the relevant Value Range for Grades 1 to 4 which should be no more than 5 per cent above the person's current salary. Appointments made to Grades 5 and 6 above the base salary point will also be no more than 5 per cent above the person's current salary.
Determination of a salary which falls outside the above parameters must be referred to the relevant Deputy Secretary for approval or the relevant Regional Director in relation to Student Support Services Officers (SSSO).
Transfers
Where a staff member transfers from one position to another at the same grade, the staff member will transfer at their existing salary.
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