Executive Remuneration Disclosures
The categories of officials covered by the disclosure are Key Management Personnel (the Screen Australia Board, the Chief Executive Officer and the Chief Operating Officer) and Senior Executives.
Remuneration policies, practices and governance arrangements
- Remuneration and allowances for the Screen Australia Board are determined by the Remuneration Tribunal. For the reporting period ending 30 June 2019, the Board was remunerated in accordance with the Remuneration Tribunal (Remuneration and Allowances for Holders of Part-time Public Office) Determination 2018.
- Increases in remuneration and allowances for the Board are determined by the Remuneration Tribunal in its annual review of remuneration for Holders of Public Office within its jurisdiction.
- Remuneration arrangements for the Chief Executive Officer (CEO) are set by the Screen Australia Board on a Total Remuneration basis and in accordance with the Remuneration Tribunal’s determinations and guidelines for Principle Executive Offices. For the reporting period ending 30 June 2019, the main determination in this regard was the Tribunal’s Principal Executive Office - Classification Structure and Terms and Conditions - Determination 2018.
- Increases in the remuneration reference rate for the CEO position are determined by the Remuneration Tribunal in its annual review of remuneration for Holders of Public Office within its jurisdiction.
- The Screen Australia Board undertakes an annual review of the CEO’s remuneration and performance. Remuneration adjustments and performance payments may be recommended in accordance with the Remuneration Tribunal’s Performance Remuneration Guidelines for Principal Executive Officers and Guide to the Principal Executive Office Structure, and are subject to endorsement by the Minister.
- Screen Australia uses a total remuneration package approach in setting salary for Senior Executive Service (SES) employees.
- Remuneration packages for SES employees may be reviewed by the CEO in line with annual performance reviews.
- Adjustments in remuneration may be deemed appropriate to recognise the achievement of agreed objectives and the evolution of responsibilities in a position; having regard to the principles of the Government’s Public Sector Workplace Bargaining Policy, adjustments provided to staff, the outcomes of reviews of public offices completed by the Remuneration Tribunal and the Agency’s operational budget capacity.
Key Management Personnel
During the reporting period ended 30 June 2019, Screen Australia had 10 executives who met the definition of Key Management Personnel (KMP). Their names and length of term as KMP are summarised below: