Remuneration Structure. Remuneration for this position will be structured as follows:
Remuneration Structure. The base salary structure effective from 23 December 201711 October 2021, the first pay period on or after 1 July 202218, the first pay period on or after 1 July 2019 and the first pay period on or after 1 July 20203 is outlined in the following table. Note the table is inclusive of a 2.045% base salary increase: Regional Ports From CommencementFrom 11 October 2021 23 December 2017 $PA From FFPP 1 July 2022 FFPP 1 July 2018 $PA From FFPP 1 July 2023 FFPP 1 July 2019 $PA Port Services Officer 115,305 104,932 117,658 107,555 120,059 110,243 Port Officer 86,892 79,076 88,665 81,052 90,474 83,078 Deck Hand (Yamba) 73,595 66,974 75,097 68,648 76,629 70,364 Pilot Casual (Yamba) 218,404 198,756 222,860 203,724 227,407 208,817 Harbour Master/Pilot 196,517 201,429 206,464 Schedule 3: Positions not covered by the Agreement The following is a non-exclusive or non-exhaustive list of positions not covered by the Agreement: Community and Stakeholder Relations Manager Company Secretary Cruise Gangway Support Group Survey Manager Manager, Compliance and Planning Manager, Corporate Affairs Manager, Marine Operations Manager, Marine Projects Manager, Ministerial Relations and Policy Manager, Port Services Return To Work Manager Senior Asset and Development Manager Senior Asset Manager Senior Media Officer Senior Planning and Sustainability Manager Senior Project Manager Strategic Commercial Advisor Venue Manager
Remuneration Structure. The base salary structure effective from 11 October 2021, the first pay period on or after 1 July 2022, and the first pay period on or after 1 July 2023 is outlined in the following table. Note the table is inclusive of a 2.04% base salary increase: Regional Ports From 11 October 2021 $PA From FFPP 1 July 2022 $PA From FFPP 1 July 2023 $PA Port Services Officer 115,305 117,658 120,059 Port Officer 86,892 88,665 90,474 Deck Hand (Yamba) 73,595 75,097 76,629 Pilot Casual (Yamba) 218,404 222,860 227,407 Schedule 3: Positions not covered by the Agreement The following is a non-exclusive or non-exhaustive list of positions not covered by the Agreement: Community and Stakeholder Relations Manager Company Secretary Cruise Gangway Support Group Survey Manager Manager, Compliance and Planning Manager, Corporate Affairs Manager, Marine Operations Manager, Marine Projects Manager, Ministerial Relations and Policy Manager, Port Services Return To Work Manager Senior Asset and Development Manager Senior Asset Manager Senior Media Officer Senior Planning and Sustainability Manager Senior Project Manager Strategic Commercial Advisor Venue Manager
Remuneration Structure. 5.1 Types of employment Employees shall be engaged either as full time, Fixed term, or on a casual basis. All employees will receive an appropriate induction incorporating safe working procedures prior to commencing any work.
Remuneration Structure. Inland Revenue’s remuneration structure is based on: • A set of standard pay bands • A salary calculation point for each pay band • A salary range for each pay band of approximately 85% to 115% of this calculation point • Ten defined progression steps at intervals throughout the pay range from the minimum step (‘step 1’) to the minimum of Zone 3. • Three pay zones within each pay band, with annual salary progression occurring through Zone 1 and Zone 2 of each pay band. Zone 3 is not a progression zone. The standard pay bands are detailed in Appendix 2. The pay bands applicable to positions within coverage are detailed in Appendix 3. Appendix 3 will be updated on a quarterly basis and published on the People and Culture intranet.
Remuneration Structure. 14.1 The following matrix represents the agreed remuneration structure: Required Skills Job Grade Quarry Workshop 13 T + 5 12 T + 4 11 T + 3 10 T + 2 9 T + 1 8 11 T 7 9 6 7 5 5
Remuneration Structure. 4.1.1 Bands 1-2 Bands 1-2 in the ANSTO salary scales have 2 performance steps per band: ▪ Entry ▪ Full Performance
Remuneration Structure. Remuneration for permanent team members is structured as follows : Rate 1 (Normal Rate) Applicable to the first 38 hours worked per week, with a maximum of 10 hours per day, Monday to Friday and between the hours of 7.00 a.m. and 7.00 p.m., provided that the 7.00 a.m. to 7.00 p.m. period may be altered by mutual agreement with the team members concerned and Pickfords Records Management. Rate 2 (Time and one half) AppIicable to the first 10 hours overtime worked per week with a maximum of four hours at this rate Monday to Saturday. Rate 3 (Double Time) Applies to any hours in excess of 48 hours a week or any hours in excess of four hours at Rate 2 (Time and one half) on Monday to Saturday. Rate 3 (Double time) also applies to all hours worked on Sunday. Rate 4 (Non -standard hours) Applicable to an employee whose normal starting time is between 10.00 am and 4.00 pm. The paid hourly rate will increase by 17.5% under these conditions. Minimum Hours A permanent team member is one who is employed to work a minimum of 38 hours per week. A permanent team member required to work on any day shall be paid a minimum of 7.36 hours at rate 1 (normal rate). Pay Period The pay period of 38 hours per week commences Wednesday through to the following Tuesday. Pay day will be the Thursday following the end of each pay period, unless mutually agreed otherwise between team members and their Supervisor/Manager. Remuneration Classifications All team members shall be paid as per Clause 7 - Remuneration, for the assigned classification. Positions within the classifications are based on training, skill level, behaviours, attitude & merit, and will be assessed by Pickfords Management on an annual basis.
Remuneration Structure
