Remuneration policy


As an innovative, global University of Technology, RMIT has an international reputation for excellence in work-relevant education and high quality research, and engagement with the needs of industry and community. The University will support our staff to maintain our level of excellence and reach our strategic goals by having a remuneration policy and procedures that attract the right people, motivates them to stay and rewards them fairly and consistently.


  • To attract and retain the best staff
  • To be competitive within the employment market
  • To improve the performance of the University against agreed targets, including continuing financial viability
  • To be fair and consistent
  • To ensure gender pay equity


This policy is applicable to all staff at RMIT University who are engaged in employment through;

  • RMIT University Academic and Professional Staff Enterprise Agreement 2014
  • Victorian TAFE Teaching Staff Multi Business Agreement 2009
  • Royal Melbourne Institute of Technology Children’s Services Union Collective Enterprise Agreement, 2009
  • Royal Melbourne Institute of Technology Senior Executive Staff Enterprise Agreement 2006.

Policy provisions

The University’s reward principles are:

  • Remuneration negotiations will be conducted in good faith and with appropriate levels of confidentiality.
  • Remuneration scales will be determined through enterprise bargaining process for all professional, academic and TAFE staff. Staff on executive contracts will have their remuneration reviewed on an annual basis.
  • Remuneration will be aimed at a competitive point of the appropriate market comparator.
  • Remuneration and reward offerings will be sufficiently flexible to meet the needs of the individual staff member and the University.
  • RMIT is committed to reducing the gender pay equity gap and will undertake regular analysis, monitoring and implement improvements where required.
  • Through systematic review of remuneration processes, RMIT will ensure gender bias does not occur at any point in remuneration decision making process,
  • There must be periodic analysis of the position classification and reclassification processes to identify any areas of under representation or bias relating to equal opportunity. Identify areas for improvement.

Consideration will be given to all of the following:

  • the position, including job size and internal relativities
  • the competencies that the person brings to the role
  • the University’s capacity to pay
  • the relevant market comparisons

The University will pay a loading where appropriate and in accordance with the Loadings procedure. Loadings will be reviewed on a regular and agreed basis, as specified in the contract or contract variation. A loading is not guaranteed and will take into consideration a number of factors, such as:

  • The market for the particular job (position loading).
  • The skills and experience of the person (person specific (skill/competency) loading).
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