Introduction

The following disclosures cover Key Management Personnel (KMP) and Other Highly Paid Staff, the category of Senior Executives are not disclosed separately as they are all included under KMP.

Remuneration policies, practices and governance

The remuneration policy for NOPSEMA employees operates with reference to the following Commonwealth legislation; Australian Public Service Enterprise Award 2015, Fair Work Act 2009, Public Service Act 1999, Superannuation Act 1976, Superannuation Act 1990, Superannuation Act 2005 and the Australian Public Service Workplace Bargaining Policy 2018.

Remuneration is based upon the classification structure in Table 1 below. Within these classifications, remuneration is fixed, there is no provision for incentive payments or bonuses and salary progression is linked to individual performance, with any remuneration increases applying prospectively.

Table 1: NOPSEMA classification structure

The NOPSEMA performance management process measures employee progress against objectives agreed at the start of each financial year. On an annual basis, an overall performance rating is determined and reviewed, with this rating providing input to the individual’s remuneration review.

Salary levels are determined by a remuneration review process which takes into account relevant information, including market research, employee benefits, the Consumer Price Index (CPI) and the Australian Public Service (APS) Workplace Bargaining Policy 2018.

An annual remuneration review that includes research and benchmarking against broader APS and oil and gas industry pay rates, economic information available from the Australian Bureau of Statistics and the APS Bargaining Policy in place is undertaken.

The results of the annual review form part of a report prepared for the NOPSEMA leadership team (NLT), this is comprised of the Chief Executive Officer, the Heads of Division together with the General Counsel. This report provides a basis for discussion at NLT, however the ultimate decision is for the Chief Executive Officer to decide on any proposed increases. Commonwealth entities are required to consult with the Australian Public Service Commissioner for approval of any proposed remuneration increases, this is to ensure compliance with any Australian Public Service policies. NOPSEMA also seek the endorsement for any salary increases from our portfolio agency via the Secretary of the Department of Industry, Innovation and Science.

In addition to the NOPSEMA employees above, a separate process exists for the Chief Executive Officer (full-time), the Advisory Board Members (part-time) and the Advisory Board Chair (part- time), they are remunerated according to the Commonwealth Remuneration Tribunal. The current determinations in force are the Remuneration and Allowances for Holders of Full-time Public Office Determination 2019 and the Remuneration and Allowances for Holders of Part-time Public Office Determination 2019.

Table 2: Key management personnel (KMP)

Table 3: Other highly paid staff