General Staff Enterprise Agreement

UNIVERSITY OF WOLLONGONG (GENERAL STAFF) ENTERPRISE AGREEMENT 2005

13. Incremental Progression

13.1   Permanent, fixed-term and seasonal/part year or annualised general staff members in Levels 1-2 to 6-7, other than those staff members who have reached the competency bar within Levels 1-2, 3-4 and 6-7 or who are at the top of the classification level, are entitled to be considered for incremental progression through the steps within the level on an annual basis. This consideration is subject to satisfactory performance in accordance with the relevant classification level and the process for consideration of incremental progression as prescribed in Clause 29 - Performance Enhancement and Planning. A staff member will not be disadvantaged in receipt of an increment if a recent performance planner has not been completed through no fault of that staff member. The process for consideration of incremental progression for Level 8/9 staff is as prescribed in Clause 30 – Performance Enhancement and Planning for Level 8-9.

13.2   This Agreement provides for broadbanded classifications with competency bars at Levels 1-2, 3-4 and 6-7 which are consistent with the Work Level Descriptors in Schedule C.

The salary scales specified in Schedule A of this Agreement specify salary points where a progression bar exists. Staff will have the opportunity to seek advancement beyond such competency bars by demonstrating attainment against specified competency profiles.

Progression beyond the competency bars are contingent on the requirements set out below:

13.2.1 Staff must, normally, have spent 12 months at the salary point specified as a competency bar.

13.2.2  Progression through a competency bar requires the staff member to have completed a current performance planner consistent with the requirements of Clause 29- Performance Enhancement and Planning of this Agreement.

13.2.3 Supervisors must select the relevant competency profile for the position which identifies the requirements that permit progression beyond a barrier and affirm that the position requires the use of these competencies.

13.2.4 The staff member and their supervisor must then confirm attainment of the competencies in the profile selected above and provide examples.

13.2.5 The relevant Director or Dean reviews the information to ensure it warrants advancement beyond the barrier.

The competencies contain both a number of generic (ie University wide) competencies and a number of specific or streamed competencies (ie trades, technical, library, and administrative) commensurate within the level to distinguish the additional value of work performed at the higher level within a broadbanded position.