Rewards & incentives

Rewards & Incentives

The University of Wollongong has a structured approach to Rewarding employees. In addition to providing a flexible and encouraging environment in which to work, staff rewards are delivered through a strategic rewards framework that has been designed to attract and retain staff and drive performance.

The Rewards Framework consists of a variety of components that can be offered in isolation but are more often used in conjunction to reward employees and recognise exceptional performance. The framework is based on delivering equitable, consistent and fair rewards to a diversified group and consist of the following financial and non-financial rewards.

Incremental Progression

Clause 6.9 of the Award and Classification Restructuring Agreement, 1993, States that progress through the incremental salary points within each new level will not be automatic, but be subject to satisfactory performance in accordance with the relevant classification level. This document outlines the detailed procedures, which give effect to this clause.

In order to achieve progression to the next point on an incremental scale a member of staff must have, in the past 12 months:

  • Demonstrated satisfactory performance of duties in accordance with the relevant classification criteria.
  • Demonstrated satisfactory conduct in accordance with the relevant classification criteria.

For more information go to:

  • Incremental progression for Academic Staff
  • Incremental progression for Professional Services Staff

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Competency Based Progression

Competency Based Progression has been introduced to implement the broad-banding agreement which groups levels 1 and 2, levels 3 and 4 and levels 6 and 7. Its purpose is to:

  • To offer staff the opportunity to be recognised and rewarded for the demonstration and consistent performance of skills at a higher level as required of the position.
  • To complement the Performance Planner by building a link between what a person does and the Divisional/Faculty business objectives.
  • To simplify the transitional process within the broad banded levels.

The University has established employee review practices, which include the Annual Performance Planner Interview. These practices will continue to support staff progression. However, not all broad banded positions will necessarily warrant progression beyond the competency bar, because they do not require consistent performance of competencies at the next step for that position.

For more information go to:

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Accelerated Progression

Some employees may demonstrate an accelerated capacity for learning and development and/or contribute to a Unit's objectives at a higher standard, or perform at a higher standard then their current step within a level indicates. Accelerated progression is a mechanism, which can recognise this development.

For more information go to Accelerated Progression Policy

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Attraction & Retention Allowances

The University's general salary policy for staff is to pay the rates specified in its enterprise agreements and to recognise and reward the performance of individual staff through the promotions system and progression through the existing incremental ranges.

  • The University also acknowledges the need for additional measures aimed at improved attraction and retention of specific staff.
  • In some situations, this may include payment of additional salary or benefits, by way of an attraction and retention allowance.
  • Staff members at all levels may be considered for an attraction and retention allowance. A submission for an allowance will be considered on an individual (case by case) basis.
  • Any request for an Attraction & Retention Allowance must be strategically linked to individual performance. Individual goals related to the allowance should be included in the staff member's annual Career Development/Performance Planner/Performance Agreement.
  • A request for an Attraction & Retention Allowance shall take the form of a written submission from the Head of Unit via the Attraction and Retention Request Template (available from your HR Advisor), and will be submitted through the Dean/ Director or equivalent to the Director, Human Resources.
  • Individual staff members may not make a personal request to Human Resources for an Attraction & Retention Allowance.

For more information go to Attraction & Retention Allowance Policy.

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Other Allowances

Other Allowances for Professional Services Staff include:

  • Higher Duties
  • Trades
  • Overtime

Other Allowances for Academic Staff include:

  • Heads
  • Deans
  • Associate Dean
  • Head of Students

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