Human Resources Division

Deakin University Enterprise Agreement 2009-2012

Part 5 Salaries

47 Salaries


The salary payable to a staff member will be paid on a fortnightly basis. Salaries will be paid by direct credit to a financial institution of the staff member's choice, provided that the University has a compatible direct credit system.


Each staff member will have access to salary payment information on each payday setting out the particulars of the payment, leave balances and any salary deductions. This information will be available by electronic means where the current University salary system allows for this. The University may provide such information in writing where the staff member can demonstrate genuine difficulty in accessing the electronic salary information system.


Where the normal day of payment of salaries falls on a day prescribed as a University holiday in this Agreement, salaries will be paid no later than the day on which the University is open for business immediately preceding the University holiday.


Any underpayment to a staff member will be corrected and full payment made to the staff member within two working days of notification of the underpayment to the Human Resources Services Division unless, by agreement with the staff member, the underpayment is to be rectified on the next pay day.


A staff member may, in writing, authorise the University to deduct from the salary payable to the staff member by the University the amount of the subscription payable by the staff member to the NTEU.

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Advance Payment - Academic Staff


Where an academic staff member is due to commence a period of recreation leave of between 5 working days and 12 weeks or a period of parental leave, long service leave or professional experience program leave and the academic staff member requests advance payment for this period of leave, the University will pay the academic staff member in advance. To be paid in advance, the academic staff member must give at least 4 weeks' notice to the Human Resources Services Division (although a shorter period of notice may be acceptable to the University). The University may decide, at the staff member's request, to make an advance payment for a longer period than 12 weeks.

Apprentices Salaries


Irrespective of any other agreement, apprentices will be paid at the following percentages of the relevant rate:


First year              
42% of HEW 3, step 1
Second year      
55% of HEW 3, step 1
Third year 75% of HEW 3, step 1
Fourth year 88% of HEW 3, step 1


Apprentices employed prior to this Agreement coming into operation currently receiving percentages greater than those specified above will continue to receive payment at that rate.


A training level equivalent to 90% of the base level for Higher Education Worker levels one to 4 will be paid to a staff member at these levels who are undergoing specific training. Payment at this level will apply for a maximum period of 12 months.

48 Casual Rates - Academic Staff


The salary rates applicable to casual academic staff members are set out in Schedule G of this Agreement.

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49 Voluntary Salary Packaging


A staff member employed on a continuing basis or on a period of fixed-term employment for a period greater than 12 months may request that part of their salary be used to provide benefits on a salary sacrifice basis. Any Fringe Benefits Tax incurred as a result of salary packaging will be paid by the staff member.


The salary to be used for the purposes of calculating the following entitlements will be the salary rates specified in this Agreement:

  • superannuation benefits and contributions;
  • termination payments;
  • redundancy benefits;
  • early retirement benefits;
  • annual leave loading; and
  • overtime and shift payments.


The University will be entitled to recover any salary or benefits paid in advance to which the staff member was not entitled.


The salary packaging arrangement will end should the staff member's employment with the University come to an end.


In the event that the relevant legislation changes which makes salary packaging unlawful or financially unviable for the University, the University reserves the right to withdraw the arrangements and will not be responsible for any loss or damage suffered by a staff member as a result of such changes.

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50 Job Evaluation Procedures


The Vice-Chancellor will ensure that general staff positions are classified in accordance with the classification descriptors as included in Schedule B of this Agreement.


A staff member or the staff member's supervisor may seek a review of the classification of an existing position where the duties and responsibilities of the position have changed significantly and/or it is considered that the position is no longer appropriately classified.


A classification review of an existing position will be undertaken by the General Staff Classification Committee comprising at least 2 nominated representatives of the University and at least 2 nominated representatives of NTEU who are appropriately trained in the job evaluation methodology.


The Vice-Chancellor will consider and give due regard to the recommendation from the General Staff Classification Committee and decide on the appropriate classification for the position. The Vice-Chancellor will provide reasons in writing where he/she decides the appropriate classification is not that recommended by the General Staff Classification Committee.


A staff member may appeal the outcome of a classification review to a Review Committee established in accordance with clause 72 of this Agreement.


The staff member must lodge the appeal in writing to the Vice-Chancellor within 10 working days of the date of the advice of the outcome of the classification review.


Appeals against a classification will be only on the grounds that:

  1. there has been a breach of process; or

  2. inadequate or inappropriate documentation was provided to the General Staff Classification Committee; or

  3. documentation provided to the General Staff Classification Committee was misinterpreted; or

  4. further information has come to hand.


A Review Committee can:

  1. determine that the classification decision is confirmed and no change to the classification decision is to be implemented; or

  2. recommend to the Vice-Chancellor that a further review of the classification be undertaken; or

  3. recommend to the Vice-Chancellor that the appeal be upheld and a higher classification level be assigned.


Review Committee meetings will, wherever practicable, be convened within 15 working days of an appeal being lodged.


The staff member will be advised of the outcome of the appeal as soon as practicable after the decision has been made.


Recommendations of the Review Committee will, if endorsed by the Vice-Chancellor, apply from the date of lodgement of the application.

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General Staff Personal Classification


A general staff member who occupies a position which is classified within the Higher Education Worker levels 1 – 6 may seek salary advancement through the Deakin Personal Classification Program. The Deakin personal classification program operates to link two classification levels together to form an extended pay structure in recognition of outstanding performance and skill development achieved by a staff member while in his/her current position.


It is the joint responsibility of the general staff member and his her supervisor to identify the development and work experience required to enable the staff member to take advantage of the Deakin Personal Classification program. This should form part of the normal staff performance planning and review discussions.


A general staff member may apply to his or the Head of Organisational Unit for a personal classification. A formal interview is to be undertaken to confirm that the staff member meets the requirements of the higher role.


The Director, Human Resources Services Division may approve an application where the following conditions are met:

  1. work at the higher level is available and required as assessed by the Head of Organisational Unit; and

  2. the general staff member must be performing at an outstanding level in his or her role and current classification level; and

  3. the staff member meets the training level or qualifications and experience requirements in the position classification standards for the higher level; and

  4. the staff member must have been on the top increment of his or her present classification for at least twelve months.


Where a position is subject to a personal classification:

  1. the personal classification ceases when the position is vacated for any reason. However the Head of the Organisational Unit may review the requirements of the position and seek an evaluation of the position;

  2. if another general staff member acts in a position with a personal classification, he or she will qualify for higher duties allowance based only on the lower classification level and not the personal classification, except where the Head of Organisational Unit considers the staff member is undertaking higher level responsibilities recognised in the personal classification.

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Deakin University acknowledges the traditional land owners of present campus sites.

22nd August 2012