Incremental progression procedure
Procedure
Intent
To outline the process for incremental progression through the salary points in each classification level. Incremental progression is not automatic but allows for annual progression through salary points dependent on satisfactory performance in the previous 12 months. An increment due date is the anniversary date of:
- appointment to a position, or
- reclassification of a position, or
- deferral of an increment, or
- academic promotion
Scope
This procedure applies to Academic, Professional and TAFE continuing and fixed term staff.
Exclusions
Executive staff and casual staff.
Note: Executive staff have their remuneration reviewed on an annual basis as part of the Executive Remuneration Review.
Procedure steps and actions
This procedure has the following sections:
1. Approval of an increment
2. Academic staff: Denial of an increment
3. Professional staff: Deferral or Denial of an increment
4. TAFE staff: Deferral of an increment
1. Approval of an Increment (applicable to all staff covered by this procedure)
|
Procedure |
Responsibility |
Timeline |
|---|---|---|
|
Documentation for staff eligible for an increment is forwarded to the Head of School or relevant manager (Increment Report form) |
Human Resources |
Four months prior to the increment due date |
|
The documentation is forwarded to the relevant manager who will invite the staff member to discuss their performance. |
Head of School or relevant manager | |
|
Approval of an Increment The manager will discuss performance with the staff member, complete documentation with appropriate signatures and recommendation and forward it to the manager with delegated authority for approval. |
Manager |
Prior to increment due date |
|
Double / Multiple Increment (not applicable to TAFE staff) The manager may approve a double or multiple increment (multiple increment only applicable to Academic Staff) when work performance is of an outstanding quality and exceeds normal requirements of position, in line with the managing for performance policy, this needs to be signed off by the delegated authority |
Manager or delegated authority |
Prior to increment due date |
|
The manager with delegated authority will endorse the Increment Report form and return it to Human Resources. |
Manager with Delegated Authority | |
|
Human Resources will process the Increment Report form in accordance with the outcome indicated on the form. |
Human Resources |
2. Denial of Increment (Academic Staff)
|
Procedure |
Responsibility |
Timeline |
|---|---|---|
|
Where a staff member is not performing their role the manager will advise staff member verbally and in writing that their increment has been deferred including specifying the area of concern and what support and assistance will be provided. This must be done in conjunction with Human Resources |
Manager |
At least 3 months prior to the anniversary date |
|
Staff member may seek review of decision by submitting a written application for review of decision to relevant Pro Vice-Chancellor or nominee |
Staff member |
Within 7 working days of the decision to deny increment |
|
Senior Executive or nominee to review all relevant documentation on the decision to deny an increment to staff member and uphold or reverse the initial decision. Senior Executive or nominee to advise the staff member in writing. |
Senior Executive or nominee |
Within 7 working days of the outcome of receipt of application |
3. Deferral and/or Denial of an Increment (Professional Staff)
|
Procedure |
Responsibility |
Timeline |
|---|---|---|
|
If the manager is concerned about the staff member’s performance, they will advise the staff member verbally and in writing that an increment may be deferred and document the area of concern and what support and assistance will be provided to help the staff member improve their performance. |
Manager |
At least 3 months prior to the increment due date |
|
The staff member will again be invited to discuss the matters documented at the earlier interview. If there has been no improvement the manager can recommend the increment be deferred for an additional agreed review period (generally no longer than two months) or the increment to be denied. The manager is required to provide a written statement of reasons to the staff member. |
Manager |
One month before the increment due date |
|
If the increment is deferred the manager needs to repeat the discussion and documentation process at the end of the review period and either recommend the granting of the increment from this date or the denial of the increment. Note: if the granting of the increment is deferred, but not finally denied the anniversary of the deferred date will then become the new incremental date for future increment progression. |
Manager | |
|
If the increment is denied the staff member may seek review of decision by submitting a written application for review of decision to the relevant Senior Executive or nominee |
Staff member |
Within 7 working days of the decision to deny increment |
|
Senior Executive or nominee to review all relevant documentation on the decision to deny an increment to staff member and uphold or reverse the initial decision. Senior Executive or nominee to advise the staff member in writing. |
Senior Executive or nominee |
Within 7 working days of the outcome of receipt of application |
4. Deferral of Increment (TAFE Staff)
|
Procedure |
Responsibility |
Timeline |
|---|---|---|
|
If the manager is concerned about the staff member’s performance, they will advise the staff member verbally and in writing that an increment may be deferred and document the area of concern and what support and assistance will be provided to help the staff member improve their performance. |
Manager |
At least 3 months prior to the anniversary date |
|
Where a decision to defer an increment is made the manager will notify the staff member in writing stating the reason. The aggrieved staff member on accordance with the Victorian TAFE Teaching Staff Multi-Business Agreement 2009 may access the dispute resolution process. |
Manager Staff Member | |
|
Staff without teaching training or appropriate equivalent qualification or experience cannot progress to Teacher 5 classification. Please refer to the TAFE teaching staff mandatory qualifications, competencies and supervision guideline. |
Manager |