Salary Setting


Before you start the Recruitment Process, for a new position, ascertain whether it will be:

Individual Employment Agreements (IEA)

If a new position is created, which is not covered by a collective employment agreement, the job should be sized by the Internal Job Evaluation Committee.

Click here to view >  Job Evaluation Flowchart

  • Job evaluation is a systematic process for assessing the relative value of roles based on job content.
  • It is about the job, not the employee
  • At times a job will be tailored to suit a particular person, job evaluation is not concerned with evaluating the employees doing that job - age, performance, and / or length of service do not influence the evaluation of the job itself

For all job evaluations, a Job Evaluation Questionnaire must be completed and sent, along with a current Position Description, to the Service HR Advisor for inclusion in the next Job Evaluation Committee.
For more information on Job Evaluation, please visit the HR Toolkit or contact your HR Advisor for help with this.

Collective Employment Agreements (CEA)

  • The CEA offers guidelines on how to remunerate new employees
  • These will usually take into account such factors as years of post-graduate experience, particular skills offend by the individual, as well as recruitment and retention factors

Please contact your HR Advisor if you have any queries regarding salary setting for roles covered by CEA's.
If you need help to understand SMO Job sizing, then please view this document below.
Regional Principles SMO Job Sizing and SMO Step Placement Document.
http://staffnet/smo/sizing.asp

Terminology - Types of Remuneration

Salary is an annual base rate, a fixed amount of money or compensation paid to an employee by an employer in return for work preformed. The payment is usually made fortnightly through PAYE (pay as you earn) and can in include additional rates or factors as below. Payment for shift work is included in the annual salary rate.

Allowances may be agreed between an employee and an employer and paid in addition to a salary. Allowances may be paid for a variety of reasons, for example, participating on an after-hours roster, being on-call, please refer to the relevant Collective Agreement.

Job Size Allowance for SMO's  working hours in addition to 40 hours per week paid at ordinary time. 

Overtime (or call back) paid for hours worked in additional to the usual fortnightly work pattern and payment (usually 40 hours a week, 80 hours a fortnight or (37.5 or 35 hours a week in some cases - please refer to the relevant Collective Agreement)

Additional Sessions (on a claim basis) paid to permanent full-time or part-time employees through an agreed rate with the service. This rate may vary depending on the hours or shifts worked, whether by procedure, clinic or professional group i.e., RMO, MO or SMO.