The Public Sector Commissioner ensures consistent classification of positions in the public service so work of equal work value receives equal remuneration and decisions in one agency do not have flow on effects to another.
Position evaluation is an evidence based analysis of the requirements, size and relative worth of a position or temporary work, not of a person. It ensures position classifications and reclassifications are not used to reward performance of individuals.
How public service positions are classified and salaries determined
Show morePublic service positions are classified under a broadbanded classification system that recognises underlying similarities in work value that exist between positions.
Classifications are prescribed in the Public Service Award 1992 and salary rates in relevant industrial agreements:
- General Division (Level 1 to 9 and Class 1 to 4)
- Specified Calling (Level 1 to 10)
- Legal Grade (Level 1 to 7)
- Agency specific agreements
Remuneration of positions and officers in the Special Division of the Public Service are determined by the Salaries and Allowances Tribunal using its classification framework banding model.
Where a public service chief executive office is not under the jurisdiction of the Salaries and Allowances Tribunal (non-SAT CEO), the Commissioner determines remuneration with reference to the Tribunal’s banding model.
Who classifies positions
Show moreClassification of most public service positions is the responsibility of employing authorities (Commissioner’s Instruction 31: Classification and Remuneration of Public Service Positions).
For positions up to and including Level 8 classification, agencies use the approved BIPERS job evaluation tool unless exempt and do not need to seek Commission approval.
For information about the classification of executive positions above Level 8, see Classification and remuneration of executive positions.
Temporary special allowances
Show moreTemporary special allowances are paid when employees are required to undertake finite work that is assessed as having higher work value than the classification of their substantive positions.
Temporary special allowances for Levels 1 to 8
CEOs can approve allowances following an objective work value assessment and informed decision making which typically includes:
- nature and extent of additional temporary responsibilities (or finite body of work) including their origin (for example new function, project, policy or work redistribution) and importance of this work or initiative
- expected duration of allowance
- current and temporary position descriptions identifying existing and proposed duties to be performed.
Temporary special allowances above Level 8
The Public Sector Commissioner approves temporary special allowances above Level 8 salary (as it is a classification process).
Paying Temporary Special Allowances above Level 8 salary sets out the information agencies need to provide to the Commission to enable an assessment of the work value to be undertaken.
Allowances approved by the Commissioner are met from agencies’ Executive Salary Expenditure Limit.
Attraction and retention incentives
Show moreIn exceptional circumstances, monetary incentives to attract and retain skilled employees can be offered by public sector bodies facing skills shortages in critical roles.
Commissioner’s Instruction 35: Attraction and Retention Incentives details what CEOs need to do when seeking to offer incentives to officers or positions in the SES and to non-SES employees or positions.
