The University of Wollongong has a structured approach to Rewarding employees. In addition to providing a flexible and encouraging environment in which to work, staff rewards are delivered through a strategic rewards framework that has been designed to attract and retain staff and drive performance.
The Rewards Framework consists of a variety of components that can be offered in isolation but are more often used in conjunction to reward employees and recognise exceptional performance. The framework is based on delivering equitable, consistent and fair rewards to a diversified group and consist of the following financial and non-financial rewards.
Incremental Progression
Clause 6.9 of the Award and Classification Restructuring Agreement, 1993, States that progress through the incremental salary points within each new level will not be automatic, but be subject to satisfactory performance in accordance with the relevant classification level. This document outlines the detailed procedures, which give effect to this clause.
In order to achieve progression to the next point on an incremental scale a member of staff must have, in the past 12 months:
- Demonstrated satisfactory performance of duties in accordance with the relevant classification criteria.
- Demonstrated satisfactory conduct in accordance with the relevant classification criteria.
For more information go to:
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Competency Based Progression
Competency Based Progression has been introduced to implement the broad-banding agreement which groups levels 1 and 2, levels 3 and 4 and levels 6 and 7. Its purpose is to:
- To offer staff the opportunity to be recognised and rewarded for the demonstration and consistent performance of skills at a higher level as required of the position.
- To complement the Performance Planner by building a link between what a person does and the Divisional/Faculty business objectives.
- To simplify the transitional process within the broad banded levels.
The University has established employee review practices, which include the Annual Performance Planner Interview. These practices will continue to support staff progression. However, not all broad banded positions will necessarily warrant progression beyond the competency bar, because they do not require consistent performance of competencies at the next step for that position.
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Accelerated Progression
Some employees may demonstrate an accelerated capacity for learning and development and/or contribute to a Unit's objectives at a higher standard, or perform at a higher standard then their current step within a level indicates. Accelerated progression is a mechanism, which can recognise this development.
For more information go to Accelerated Progression Policy
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Attraction & Retention Allowances
The University's general salary policy for staff is to pay the rates specified in its enterprise agreements and to recognise and reward the performance of individual staff through the promotions system and progression through the existing incremental ranges.
- The University also acknowledges the need for additional measures aimed at improved attraction and retention of specific staff.
- In some situations, this may include payment of additional salary or benefits, by way of an attraction and retention allowance.
- Staff members at all levels are eligible to receive attraction and retention allowances. An allowance will be determined and paid on an individual (case by case) basis.
- Any request for an Attraction & Retention Allowance must be strategically linked to individual performance via the submission of a relevant performance agreement.
- A request for an Attraction & Retention Allowance shall take the form of a written submission from the Head of Unit, and will be submitted through the Dean/ Director or equivalent to the Director, Personnel Services.
- Individual staff members may not make a personal request to Personnel Services for an Attraction & Retention Allowance.
For more information go to Attraction & Retention Allowance Policy.
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Other Allowances
Other Allowances for General Staff include:
- Higher Duties
- Trades
- Overtime
Other Allowances for Academic Staff include:
- Heads
- Deans
- Associate Dean
- Sub-Dean
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Development Program Assistance
Program Assistance provides an opportunity for experienced general staff members, who are recognised for their exceptional contribution to the University, to enhance their skills and knowledge by taking part in major career development opportunities outside the University.
Supervisors wishing to nominate a high performing staff member for Development Program Assistance should discuss the proposed program at the staff member's Performance Planner Interview. Details of the Development Program need to be planned, discussed and recorded to ensure the proposed visits/activities are of mutual benefit to both the staff member and the University.
Development Programs may be based around:
i) a brief (not exceeding 4 weeks) series of visits to other institutions or organisations to observe best practice and define benchmarks, and to establish relevant senior contacts; and/or
ii) a period of work experience with another employer to gain relevant additional skills and experience.
Programs may include, but must not be limited to, attendance at a conference or series of workshops.
For more information go to Development Program Assistance policy
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