salary and benefit determination

Competitive salary and benefits remain as one of the top three traits of an ideal employer in Australia, according to respondents who took part in the Randstad Employer Brand Research 2017.

Competitive salary and benefits remain as one of the top three traits of an ideal employer in Australia, according to respondents who took part in the Randstad Employer Brand Research 2017.

Two basic factors govern how much salary a role attracts: what skills are needed, which helps establish likely salary costs; and how that salary links to existing pay grades and/or negotiated agreements. If an organisation grades its jobs, the job band will be the starting point for establishing the salary (see chapter 15).
You should also check whether the employee is award or agreement-free and consider any trade union agreements.

2016 figures from the Australian Bureau of Statistics (ABS) show the Australian Wage Price Index rose by only 1.9%, far below the rate of inflation and the lowest growth since at least the 1990s. Employers must not ignore the impact on employees. Rapidly increasing expenses and sluggish wage increases put the pressure on employees and make it more effective than before to attract employees by offering higher than normal wages. Information about salary rates can be found through the ABS and PayScale, or by conducting pay surveys with comparable organisations. Randstad consultants can also advise of rates for specific roles at different levels of experience in your area and sector.

People expect their salary and benefits to be fair and competitive – the Fair Work Act covers the minimum requirements that must be adhered to by employers. However the employer approaches pay, under the Fair Work Act, staff must be paid at the same rate for similar work or work of equal value regardless of gender or any other personal differences.


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