Manual of Policies and Procedures

B/7.8 Incremental progression

Contact Officer

Associate Director, Human Resources (Workplace Relations)

Approval Date

21/12/2010

Approval Authority

Vice-Chancellor and President

Date of Next Review

01/10/2014

7.8.1 Incremental progression - academic staff
7.8.2 Incremental progression - professional staff
7.8.3 Accelerated incremental progression - academic and professional staff
Related Documents
Modification History

7.8.1 Incremental progression - academic staff

Incremental progression recognises a staff member's acquisition over time of additional skills, experience and knowledge and the increased contribution to the University which this should allow them to make.

It is envisaged that the majority of academic staff will proceed normally through their relevant incremental scale without interruption.

Application

Incremental progression is available for staff members appointed at levels A to E excluding those staff at the top salary point of the relevant level.

Procedures

(1) An increment will be awarded automatically unless a recommendation to withhold the increment is made by the supervisor.

(2) The supervisor shall review the performance of the staff member over the preceding period in accordance with the Performance Planning and Review for Academic Staff (PPR-AS) policy (B/9.2).

It is acknowledged that academic staff work across the areas of:

  • academic leadership
  • teaching performance and leadership
  • research, scholarship and other creative activity, and
  • professional leadership.

The staff member and supervisor may agree that the staff member need not undertake duties in all of these areas in order to achieve incremental progression. Where such agreement is obtained satisfactory performance will be required in those areas in which the staff member has focused their activities.

The review of performance shall be made in the context of the relevant position classification standard and the duties performed by the staff member during the incremental period.

(3) Where the supervisor considers that the performance of the staff member has not been satisfactory, the supervisor shall inform the staff member of the area/s where performance is considered unsatisfactory at least two months prior to the incremental date.

(4) The staff member shall have the opportunity to provide the supervisor with any mitigating circumstances or ongoing development of which the supervisor may be unaware. The staff member shall provide this information to the supervisor within two weeks.

The staff member shall have the opportunity to discuss performance with the supervisor.

(5) The supervisor shall make any recommendation only after due consideration of such mitigating circumstances or ongoing development as provided by the staff member.

(6) Any recommendation to deny an increment shall be provided in writing by the supervisor to the staff member and the authorising officer.

(7) Where the supervisor makes a recommendation to withhold an increment and the recommendation is supported by the authorising officer the increment shall be withheld for a period of twelve months.

(8) Where the supervisor makes a recommendation to withhold an increment, the authorising officer may after consultation with the supervisor set aside the recommendation.

(9) The decision by the authorising officer to withhold an increment shall be made and conveyed to the Human Resources Department prior to the completion of the relevant incremental period.

Review process

A staff member who has been denied incremental progression may seek a review of the decision by making application to the Executive Director, Human Resources within four weeks of notification of the decision. The application should include the reasons for seeking the review. The review will be conducted by a committee comprising a senior officer of the University and a nominee of the National Tertiary Education Industry Union.

The committee shall conduct its review as expeditiously as possible and shall have access to all relevant information, records and persons. The committee shall present a report and recommendation to the Provost for determination within four weeks of lodgement of the application. The staff member will be provided with a copy of the report and recommendation of the committee at the same time.

Process for managing unsatisfactory performance

A recommendation to withhold an increment may also be made under the Process for Managing Unsatisfactory Performance. The provisions relating to this process are contained in the QUT Enterprise Agreement (Academic Staff).

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7.8.2 Incremental progression - professional staff

Incremental progression is available for professional staff as outlined in the QUT Enterprise Agreement (Professional Staff) (Clause 17).

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7.8.3 Accelerated incremental progression - academic and professional staff

Following the formal PPR review and where a supervisor determines that a staff member's performance against the agreed performance objectives outlined in the PPR plan is exceptional, the supervisor may recommend to the authorising officer advancement of a staff member through more than one salary increment. The authorising officer may approve accelerated progression only where the staff member's performance is clearly exceptional against the agreed performance objectives.

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Related Documents

MOPP B/9.1 Performance planning and review for professional staff

MOPP B/9.2 Performance planning and review for academic staff

MOPP Appendix 3 Schedule of Authorities and Delegations

QUT Enterprise Agreement (Professional Staff) (QUT staff access only)

QUT Enterprise Agreement (Academic Staff) (QUT staff access only)

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Modification History

Date

Sections

Source

Details

21.12.10

All

Human Resources Department

Periodic review - policy revised to reflect current industrial instrument

17.11.05

B/7.8.3

Vice-Chancellor

Revised policy to comply with Higher Education Workplace Relations Requirements (HEWRR); policy re-numbered (formerly B/6.3)

01.06.01

B/7.8.1

Vice-Chancellor

Revised policy in accordance with EBA (Academic Staff) 2000-2003

31.01.01

B/7.8.3

Human Resources Department

Updated

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