Higher duties procedure

Intent and objectives

The objective of a higher duties payment is to recognise the extra responsibility taken on by staff members who act in a position that is classified at a level higher than their substantive position. This covers situations where staff are undertaking the full duties or partial duties of a position at a higher classification level.

Staff are eligible for this payment if they meet the minimum qualifying period as per the following:

  • Professional staff: 10 consecutive working days
  • TAFE Staff : 5 consecutive working days
  • Academic and Executive staff: 20 consecutive working days

Higher duties assignments should not be longer than 3 months. A contract variation will cover assignments longer than 3 months (please refer to secondment procedure).

Higher duties payment should not be used for the following:

  • as a reward payment for good performance for work at the same level as the staff member’s substantive position;
  • as a long term measure where a job reclassification may be more appropriate in the case of professional staff; or
  • where there is an increased volume of the tasks normally undertaken

Scope

Applies to continuing and fixed term staff in the following categories:

  • Executive staff
  • Academic staff
  • Professional staff
  • TAFE teaching staff

Exclusions

Casual staff

Procedure steps and actions

Application for higher duties

Responsibility

1. Manager to select an appropriate person to act for the specified period of time, the effective date and the appropriate amount of higher duties payment. The amount will be determined on the basis of whether the full duties or partial duties of a higher classified position are being undertaken. For higher duties to executive positions the appropriate amount of payment will be determined in consultation with Human Resources

Manager

Human Resources

2. Manager to complete Payment of Higher Duties form and seek approval and signoff from appropriate delegated authority. An acting appointment must have an end date and should not extend beyond three months.

Manager

3. Manager to send completed form to Human Resources.

Manager

4. Human Resources to update payroll records, to make appropriate higher duties payment as a part of the fortnightly salary.

In all cases payment of the allowance is calculated from the date on which the staff member is appointed to the acting position.

Human Resources

5. Where the staff member, who is performing the duties of a higher position, is appointed to that position, the start date of the higher duties payment will determine the effective date for incremental advancement.

Where a staff member is appointed to a position and had, prior to appointment, performed the duties of a higher or same classification as the appointed position, the aggregate time of performing these duties will determine incremental advancement.

Human Resources

6. Effect of other approved leave - TAFE Academic and Professional staff

Manager to notify Human Resources of situation where a staff member is granted part-time leave (e.g. study leave). In this situation the staff member undertaking the higher graded duties will receive the allowance on a pro rata basis equivalent to the percentage of the time of leave granted.

In the circumstance where a staff member would have been paid a Higher Duties Allowance if they were at work and the staff member takes approved leave with pay (other than long service leave) they will continue to be paid the allowance at the usual rate.

Manager

7. Aggregated higher duties and incremental progression

Where the staff member performs the duties of a higher position for periods that are not continuous but in aggregate total more than 12 months, the staff member will upon the completion of each aggregated 12 months, be granted salary increments applicable to the higher level position provided that:

  • for the first increment, the aggregated 12 month period of higher duties is completed within the period of 24 months preceding that completion; and
  • for subsequent increments the required 12 month aggregated period of higher duties is completed within the subsequent 24 month period

Manager to consult with Human Resources for confirmation of periods of higher duties.

Human Resources

8. Higher duties payments are superannuable and will be regarded as salary for the purposes of calculating all other types of loadings, including overtime.

Human Resources

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