Role Evaluation and Remuneration Clause Samples
The Role Evaluation and Remuneration clause defines how an employee's job responsibilities are assessed and how their compensation is determined based on that evaluation. Typically, this clause outlines the criteria or process for evaluating the scope, complexity, and performance of a role, which may include periodic reviews or benchmarking against industry standards. Its core practical function is to ensure transparency and fairness in how roles are valued and paid within the organization, helping to prevent disputes over salary and job expectations.
Role Evaluation and Remuneration. 12.5.1.1. Each role classification covered by this Agreement will have its relative value determined by systematically comparing and analysing role descriptions using the Mercer CED Job Evaluation System. The work value points derived from this process will determine the grade and level for each role as referenced in the EA classification and grading structure in Schedule 1 of this Agreement. This will establish: • base remuneration for waged roles upon which all percentage payments will be applied (on a non-compounding basis) and all other payments under this Agreement will be added; and • the applicable salary band from which the remuneration of a salaried role may be established.
12.5.1.2. Each position within the organisation structure must have a complete an up to date role description that clearly articulates role expectations, skill and capability requirements, reporting arrangements, accountabilities and responsibilities.
Role Evaluation and Remuneration. 12.5.1. Base remuneration will be established through the analysis of role descriptions using the ▇▇▇▇▇▇ ▇▇▇▇▇▇ ▇▇▇▇ Dell (CED) Job Evaluation system. This base rate is the amount on which all percentage payments are applied (on a non compounding basis) and other payments are added.
12.5.2. Each position within the organisation structure must have a complete an up to date role description that clearly articulates role expectations, skill and capability requirements, reporting arrangements, accountabilities and responsibilities.
12.5.3. Role descriptions will be analysed using the ▇▇▇▇▇▇ ▇▇▇▇ Dell (CED) Job Evaluation system to determine relative worth of positions. The CED system expresses the worth of a position in ‘Work Value Points’. The number of points assigned to each position will be based on role requirements for knowledge, experience, role breadth, interpersonal skills, the structure of work, reasoning, accountability and responsibility.
12.5.4. Where the MEAA raises concerns about the job evaluation outcome, the parties will enter into discussion in accordance with clause 6 (Dispute Resolution).
Role Evaluation and Remuneration. 12.5.1. Base remuneration will be established through the analysis of role descriptions using the ▇▇▇▇▇▇ ▇▇▇▇ Dell (CED) Job Evaluation system. This base rate is the amount on which all percentage payments are applied (on a non compounding basis) and other payments are added.
12.5.2. Each position within the organisation structure must have a complete an up to date role statement that clearly articulates role expectations, skill requirements, reporting arrangements, accountabilities and responsibilities.
12.5.3. Role statements will be analysed using the ▇▇▇▇▇▇ ▇▇▇▇ Dell (CED) Job Evaluation system to determine relative worth of positions. The CED system expresses the worth of a position in ‘Work Value Points’. The number of points assigned to each position will be based on role requirements for knowledge, experience, role breadth, interpersonal skills, the structure of work, reasoning, accountability and responsibility.
12.5.4. Where the Alliance raises concerns about the job evaluation outcome, the parties will enter into discussion in accordance with clause 6 (Dispute Resolution).
Role Evaluation and Remuneration. Base Remuneration Base remuneration will be established through the analysis of role descriptions using the ▇▇▇▇▇▇ ▇▇▇▇ ▇▇▇▇ (CED) Job Evaluation system. This base rate is the amount on which all percentage payments are applied (on a non compounding basis) and other payments are added. Job Evaluation Each position within the organisation structure must have a complete an up to date role statement that clearly articulates role expectations, skill requirements, reporting arrangements, accountabilities and responsibilities. Role statements will be analysed using the ▇▇▇▇▇▇ ▇▇▇▇ Dell (CED) Job Evaluation system to determine relative worth of positions. The CED system expresses the worth of a position in ‘Work Value Points’. The number of points assigned to each position will be based on role requirements for knowledge, experience, role breadth, interpersonal skills, the structure of work, reasoning, accountability and responsibility. The job evaluation process will include both an HR representative and Union representative . More information is available through reference to the SOH Job Evaluation Policy. The NSW Public Sector does not make provision for performance based pay, bonus payments or sales commissions as of the date of certification of this Agreement.