Loadings procedure

Intent

The objective of the Loadings procedure is to attract appropriate candidates and retain staff by:

  • ensuring RMIT remains competitive in the recruitment market to attract the most qualified and skilled workforce, and
  • applying a consistent and fair process by which to appropriately remunerate

Loadings will be payable to a position or person that meet the criteria as set out in this procedure.

These loadings are separate from additional payments to staff including but not limited to: First aid, easing into retirement and higher duties.

Scope

Academic, TAFE, Professional and Child Care staff

Exclusions

Casual staff

Procedure steps and actions

1. In order to have a loading applied the business unit must obtain endorsement from Human Resources.

2. All loading requests must meet one or more of the criteria as follows:

Position loading

  • There have been sustained and significant market pressures in recruitment and retention evidenced through supporting data.
  • Current practice in competing institutions in relation to loadings, e.g. salary surveys of particular discipline, occupational group or industry segment in the University or general market.
  • There has been high turnover of staff in a particular area due to a lack of competitive remuneration.
  • The position requires substantial additional duties above the current level of the individual’s classification (this will need to be assessed by Human Resources).

Person specific (skill/competency) loading

  • The staff member’s contribution is a critically important contribution to the achievement of strategic objectives in teaching, research and leadership.
  • The staff member adds exceptional value to the University‘s academic services and, if lost would have a detrimental impact on the University.
  • Actual or potential contribution of the individual to the external earnings of the University.
  • The staff member has a critical skill set that if lost would be detrimental to the University. This will usually be tied to project work and for a fixed period of time. Plans will need to be put in place to transfer critical knowledge and skills.

3. Applications for Loading

  • The manager of the position/person will need to prepare a written submission, through completion of the Loading Approval Form providing evidence where appropriate against the relevant criteria, to support the payment of a loading.
  • Applications should provide relevant remuneration data (pay slips, remuneration reports assistance must be sought from Human Resources).
  • Applications must identify the source of funding and confirm the availability of funding.
  • Applications will be required to indicate the fixed dollar rate, the commencement date (which cannot be retrospective) and cessation date.
  • Head of School / Executive Director or equivalent to obtain endorsement/approval as per the Staffing Authority.
  • Delegated authority to send signed Loading Approval form to Human Resources for recording.
  • Staff member’s letter of offer/ contract/ or contract variation will be prepared by Human Resources on receipt of form and forwarded to the staff member (via the Head of School/manager for existing staff).
  • HR will update existing staff member’s payroll record.

4. Payment of Loadings

  • Loadings are payable on an annual basis as part of the fortnightly payroll. Loadings will be superannuable payments and are payable during periods of leave and for the calculation of leave loading.
  • Loadings should be offered for a term not exceeding five years and can be reviewed annually.
  • A loading may be offered as a dollar amount or as a percentage.
  • Loadings should be paid against the top of the relevant classification range.
  • Should the position be reclassified during the loading term, the loading will be reviewed accordingly.
  • When provided as a dollar amount workplace agreement salary increases will not be applied to the loading.
  • When provided as a dollar amount it can be fixed and maintained at that amount or the loading can be absorbed by any workplace agreement increases and reduced accordingly. In the case of the loading being reduced should the relevant workplace agreement increase surpass the base salary plus loading, the position will revert to the relevant workplace agreement salary for the classification.
  • Loadings will be fully funded by the employing area.
  • Head of School / Executive Director to be notified 6 months before the term of the Loading is due for review.

5. Should a further loading be required after the initial term:

  • Head of School / Executive Director or equivalent prepares a written submission and completes ‘Loading approval form’ for approval.
  • Submission is considered by the appropriate delegated authority.
  • Human Resources receives the approved submission and notifies the staff member and puts payment procedures in place.

6. Should loading cease at expiry of initial term:

  • Assistance should be sought from Human Resources if the loading is no longer deemed appropriate.
  • Staff member notified in writing of cessation of loading, citing reasons why, with notification to Human Resources of loading cessation.

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