Outlined below is information on the Agency’s remuneration practices, as well as the remuneration paid to the Agency’s key management personnel, senior executives and other highly paid staff for the year ended 30 June 2020 in accordance with the PGPA Rule.
Remuneration policies, practices and governance arrangements
The CEO of the Agency is remunerated as per the Remuneration Tribunal (Remuneration and Allowances for Holders of Full-time Public Office) Determination 2019 made under subsections 7(3) and (4) of the Remuneration Tribunal Act 1973.
The Chairman and members of the Board of the Agency are remunerated as per the Remuneration Tribunal (Remuneration and Allowances for Holders of Part-time Public Office) Determination 2019 made under subsections 7(3) and (4) of the Remuneration Tribunal Act 1973.
Agency SES employees are offered a remuneration and employment conditions package through an individual determination under the Public Service Act 1999 (section 24.1). Packages follow the principles outlined in the Agencies SES Remuneration and Conditions Policy, which are developed by the People and Culture Division and approved by the CEO. For SES employees, remuneration is based on their classification, with a three increment level structure allocated within each classification.
Remuneration includes salary, superannuation and executive vehicle benefit, and may include additional salary payments and/or other remuneration benefits approved by the CEO. The remuneration and employment conditions at the Agency comply with the requirements of the Executive Remuneration Management Policy issued by the Australian Public Service Commission. The Agency Board established the People and Remuneration Committee (PRC) to assist the Board to fulfil its governance responsibilities for the people and remuneration policies of the Agency, including oversight of remuneration within government policies and frameworks. Other highly paid staff within the Agency, excluding SES employees, are remunerated in line with the Agency Enterprise Agreements 2016–2019 and 2020–2023. This may include payment of a Higher Duties Allowance as a result of an employee performing higher duties, or an Individual Flexibility Arrangement. Remuneration-related policies that underpin the Agency Enterprise Agreements 2016–2019 and 2020–2023 include the Allowances Policy and Individual Flexibility Arrangement Principles.