• Section 1 - Purpose and Context
• Section 2 - Definitions
• Section 3 - Policy Statement
• Acting into a Higher Executive Level Position
• Assuming Additional Executive Member Portfolio Responsibilities
• Section 4 - Procedures
• Section 5 - Guidelines

Section 1 - Purpose and Context

(1) This policy provides the basis for the payment to be made to:

1. an Executive staff member asked to relieve a higher Executive level position; or
2. a Senior Staff member asked to relieve an Executive level position for a period; or
3. an Executive staff member asked to assume executive management responsibility for two executive member portfolios or part thereof on a care-taker basis for a period in order to meet organisational needs.

Section 2 - Definitions

(2) For the purpose of this policy:

1. An Executive level position in the context of this policy refers to the positions of Vice-Chancellor and President; Deputy Vice-Chancellor; or Dean.
2. Executive staff members in the context of this policy are incumbents of Deputy Vice-Chancellor and Dean positions. Senior staff members are the incumbents of positions remunerated under the provisions of the Executive and Senior Staff Remuneration model.
3. A major portfolio is defined as that headed by a Pro Vice-Chancellor or senior Director (eg. Student Experience Office, Information Technology and Digital Services, Finance Office, Office of Human Resources, Office of Capital Works and Facilities ).

Section 3 - Policy Statement

Acting into a Higher Executive Level Position

(3) Where a member of the University's Executive or Senior Staff is asked to act in the position of Vice-Chancellor and President; Deputy Vice-Chancellor; or Dean for a period of at least five consecutive working days, they are to receive an allowance for the whole period involved provided the Position Statement for their substantive position does not contain a provision that they are to represent and act for the higher level position.

(4) Where this provision does exist in their substantive position statement and the Executive or Senior Staff member is required to undertake the duties of the higher level position for more than a total of 20 working days in any 12 month period, an acting allowance will be paid.

(5) Where the acting period into an Executive level position exceeds a total of 20 working days in any twelve month period, an allowance payment will apply from the 21st working day onwards for any additional period the Senior Staff member is required to undertake the duties of the higher level position. The allowance payable will be 60% of the difference calculated on the basis of the gap between the minimum remuneration level [TRP] of the remuneration category applicable to the position and the acting staff member's substantive TRP.

(6) When a member of the University's Executive or Senior Staff acts into an Executive level position and the incumbent is remunerated on the basis of remuneration levels 1 to 5 as provided for in the Executive and Senior Staff Remuneration model, the calculation for payment of an allowance is to be based on the minimum remuneration step of the relevant remuneration category applicable to the position. Remuneration points above the minimum level for the category are reflective of the individual's experience, development and breadth of responsibility differentials and do not relate to the role itself.

(7) An allowance shall not be payable where a period of leave of absence taken by an employee whilst acting in a higher level position exceeds five consecutive working days.

(8) The relieving Executive or senior staff member's substantive position will in turn normally be fully or partly relieved by an acting senior staff member.

Assuming Additional Executive Member Portfolio Responsibilities

(9) In circumstances where an Executive Member is asked to assume, on a caretaker basis, the executive management responsibilities or part thereof of another Executive Member's portfolio in addition to their own substantive responsibilities, it would normally be the case that the caretaker member's substantive responsibilities would be relieved with a full or partial acting arrangement by a member of the University's Executive or Senior Staff for the corresponding period.

(10) Where this is not possible the caretaker Executive Member will receive a 20% loading payment [based on their TRP] for each major portfolio area assumed. The loading will apply from the 21st working day of the caretaker period. Temporary supervision of smaller units would be assumed as part of the individual's normal responsibilities.

Section 4 - Procedures

(11) Nil.

Section 5 - Guidelines

(12) Nil.