21.2 Subject to the procedures set out below, academic staff shall
be entitled to progress annually within the salary range of the level of their
appointment until the top salary point is reached.
21.3 Incremental progression within Levels A, B, C, and D shall be
on the basis of satisfactory performance. Satisfactory performance means performance
at an appropriate level for the academic staff member's appointment and consistent
with the staff member's duties and the University's Position Classification Standards
document referred to in Clause 15. It is recognised that academic staff may have
duties during the incremental period that do not span all of the criterion areas
defined in the PCSs.
21.4 Progression criteria
In order to achieve progression to the next point on an incremental scale a member
of the academic staff is expected to have shown satisfactory performance in the
following criterion areas in accordance with sub-clause 21.3:
21.4.1 undertaken such teaching duties as may have been allocated
by the supervisor in consultation with the member of staff;
21.4.2 contributed, through research, scholarly writing,
publication, creative works in the arts, professional practice or in other ways to
the advancement of and application of knowledge;
21.4.3 participated in the administration of the University
and/or provided leadership and undertaken such administrative duties in the
organisational unit as might have been assigned by the supervisor;
21.4.4 participated in the academic performance enhancement and
career development scheme and undertaken such professional or personal development
activities as might have been agreed during that process; and,
21.4.5 contributed service to the relevant discipline through
professional activity, continuing education, consultancy, conference organisation
or other similar activity relevant to the work of the institution.
21.5 Incremental progression will also be contingent upon
presentation of the relevant extract of the performance enhancement and career
development record as provided for in Clause 20 which confirms participation in the
most recently required annual or biennial performance enhancement and career
development interview.
21.6 A decision shall be made prior to the end of the incremental
period, as to whether the increment is to be awarded or denied. The incremental
period is 12 months from the date of appointment or the last increment awarded. Where
a supervisor has concerns that an academic staff member's performance may not justify
the award of an increment the staff member should be informed of the supervisor's
concerns as soon as possible prior to the date on which the increment is due. The
academic staff member must also be given an opportunity at this time to raise
mitigating circumstances or ongoing academic or professional development of which the
supervisor might be unaware.
21.7 Recommendation of Supervisor
No recommendation to deny an increment can be made unless the academic staff
member has been given an opportunity to address the concerns raised. Any final
recommendation shall identify the supervisor's ongoing concerns, which shall be
expressed in terms of the progression criteria and provided in writing to the
academic staff member. The supervisor must take into account equal opportunity issues
when assessing the academic staff member's performance for the award or denial of an
increment.
21.8 Where an academic staff member disputes a decision to withhold
an increment the matter will be referred to the Vice Chancellor. Before making a
final decision on whether to award or deny the increment the Vice Chancellor will
give the staff member 5 working days to make any submissions in relation to the
recommendation of the supervisor and, at the staff member's request will consult with
the staff member's nominated fellow academic staff members in the disciplinary area.
Following receipt and consideration of any such submissions and consultations the
Vice Chancellor will make a final decision on whether to award or deny the
increment.
21.9 Where an academic staff member has been denied an increment
the supervisor can or the staff member may request that he/she be reconsidered for
the awarding of the increment after a minimum period of 3 months after the increment
was denied.
