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Reward and Recognition policy

This is not a current document. It has been revoked and is no longer in force.

Section 1 - Preamble

(1) This Policy is effective from 29 March 2004.

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Section 2 - Purpose

(2) This Policy governs the means by which service and performance by staff in the conduct of their duties may be rewarded and recognised.

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Section 3 - Scope

(3) This Policy applies to all staff of the University. This Policy is pursuant to the Employment of Staff policy.

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Section 4 - Policy

(4) The University values the service, positive performance, demonstration of behaviours aligned with the University's values and outstanding achievements of its staff and recognises and rewards staff in a range of ways.

(5) The University recognises staff who have maintained employment at the University for significant periods of time through service awards, as specified in the Staff Awards procedure.

(6) The University recognises staff for significant achievements and positive contributions to the achievement of the University's strategic, teaching and research goals through promotions, professional support and a range of professional development programs.

(7) All managers are responsible for identifying high performing staff, as assessed through the Performance Planning and Review process and, for Academic staff, through Schedule A: Principles for Applying and Assessing Achievement Relative to Opportunity of the Gender Equity in Research policy. Where appropriate, managers can nominate or support applications for awards, performance bonuses, accelerated salary increments, personal classifications, promotions and other non-monetary rewards.

(8) Human Resources Division will advise heads of organisational units annually of the eligibility criteria and processes relating to the University's performance bonus system.

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Section 5 - Procedure

(9) There is no attendant procedure.

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Section 6 - Definitions

(10) For the purpose of this Policy:

  1. Principles for Assessing Achievement Relative to Opportunity: provides a method for making merit based assessments while taking into account how circumstances can affect the productivity and the opportunities available (see Schedule A: Principles for Applying and Assessing Achievement Relative to Opportunity).