B/7.10 Salary loading

Contact Officer	Associate Director, Human Resources (Workplace Relations)
Approval Date	03/08/2016
Approval Authority	Vice-Chancellor and President
Date of Next Review	01/08/2019

7.10.1 Policy principles and criteria
7.10.2 Application
7.10.3 Salary loading
7.10.4 Variation to policy
7.10.5 Reporting
Related Documents
Modification History

7.10.1 Policy principles and criteria

The University recognises that in exceptional circumstances it may be necessary to pay a salary loading to attract and/or retain the best talent for the University. The payment of a salary loading to an individual staff member may occur on the basis of one or more of the following criteria:

expected achievement of significant extended performance objectives and measures and exceptional high performance that demonstrates relevant Real World Capabilities in the execution of duties performed, articulated in the staff member performance planning and review (PPR)
required additional and significant management responsibility not normally associated with the staff member’s position, as determined by the authorising officer
at the time of advertising a position or making an offer, there is evidence of sustained market pressure in attracting highly skilled staff to positions deemed critical to the University’s operations
there is evidence that loss of a particular staff member from a position deemed critical to the University would have significant detrimental impact; or
there is evidence of substantial disparity between the University’s salary level and the external private sector and/or comparable universities for a position of a similar nature where the University is in direct competition with the private sector and/or comparable university to secure or retain a highly skilled individual.

A salary loading is linked directly to the staff member, and not the position.

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7.10.2 Application

A salary loading may be payable to new or current ongoing and fixed-term academic and professional staff. Senior staff are not eligible for a salary loading under this policy.

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7.10.3 Salary loading

A salary loading is a salary payment in addition to base salary. A loading may be expressed as a percentage of base salary or a fixed-dollar amount. A salary loading is normally applied for a one year period, but may be approved for a period not exceeding three years (as supported by appropriate evidence).

Where a supervisor determines that a staff member meets one or more of the eligibility criteria and that a salary loading may be appropriate in the circumstances, a recommendation must be submitted to the authorising officer that provides a clear and detailed justification for the loading. The authorising officer is responsible for ensuring that the recommendation sufficiently meets the salary loading criteria and requirements of this policy, and is not obligated to approve a salary loading request.

The relevant authorising officer for the payment of a salary loading is prescribed in MOPP Appendix 3 Schedule of Authorities and Delegations.

Where a staff member who is in receipt of a salary loading has their position reclassified or are promoted, the salary loading will cease as at the date of reclassification/promotion.

Performance review

During the term of the loading, the staff member’s performance will be reviewed on a regular basis and continued payment of the loading will be conditional on demonstrated performance towards achieving the articulated key performance objectives and measures and sustained high performance that demonstrates relevant Real World Capabilities in the execution of their work. Where it is determined at the time of the review that the staff member’s performance does not meet these thresholds, the salary loading will cease to be paid.

Superannuation

A salary loading will normally attract superannuation. QUT staff are encouraged to contact UniSuper (or QSuper where relevant) to understand how the payment of a salary loading affects their contributions.

Misconduct/Serious Misconduct

A salary loading may be suspended upon notification of allegations of potential misconduct/serious misconduct, and will cease where allegations of misconduct/serious misconduct have been substantiated in accordance with the provisions of the relevant Enterprise Agreement. Where it has been substantiated that no misconduct/serious misconduct occurred the salary loading will be reinstated and backdated to the suspension date.

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7.10.4 Variation to policy

In exceptional circumstances, the Vice-Chancellor and President may approve a variation to this policy. Any such variation will be documented and held in the Human Resources Department.

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7.10.5 Reporting

The Executive Director, Human Resources reports approved salary loadings to the Provost and the Vice-Chancellor and President as appropriate and as required.

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Modification History

Date	Sections	Source	Details
03.08.16	All	Vice-Chancellor	Revised policy. Loadings now collectively referred to as 'salary loadings'
27.05.15	All	Human Resources Department	Editorial amendment to remove reference to senior staff
03.11.14	All	Governance and Legal Services	Editorial amendments to reflect the termination of the senior staff agreement
27.04.10	All	Registrar	Periodic review – minor revisions only
09.03.06	All	Acting Vice-Chancellor	Revised policy (endorsed by Planning and Resources Committee 07.02.06 and Vice-Chancellor's Advisory Committee 22.02.06)
25.11.05	All	Secretariat	Policy renumbered to B/7.10 (formerly B/6.5)
25.05.04	All	Secretariat	Revised in accordance with Schedule of Authorities and Delegations (removed requirement for loadings to be approved by Council )
24.10.01	B/7.10, B/7.10.1, B/7.10.4	Council	Revised policy on management loadings to extend eligibility to academic staff with significant management responsibility (further variation re period of payment of management loadings approved by Vice-Chancellor 30.10.01)
31.01.01	All	Human Resources Department	Updated
28.05.97	B/7.10.1	Council	Approved management loadings Asst Dean positions

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