Classification & remuneration
How is the classification and remuneration level of a position assessed and determined?
Employing authorities are responsible for the classification and remuneration of positions within their agency that are classified from Level 1 to Level 8 (inclusive). For the majority of public sector employees the authority and relevant classification structure applicable to their agency is outlined in the Public Sector Management Act 1994, relevant Approved Procedures, Industrial Award or Agreement.
Any request to assess the classification level of a particular position is undertaken in accordance with an approved classification system and procedures, with specific regard taken into account of the position's changed circumstances, particularly any changes in work value. For positions classified from Level 1 to Level 8 within the public service, the job evaluation tool, known as BIPERS and explained in the Classification Determination Manual issued in 1989, is the only evaluation tool that can be used, unless otherwise approved. Other factors are also used to determine the classification of a position and your Human Resource Manager/Unit should have a copy of the manual, Approved Procedures, and other relevant information.
For the purposes of applying the BIPERS tool, agency FTE numbers are used to determine the score for Factor 8: Size of Agency. The score for this Factor has been updated for all public services agencies using FTE data from the HRMOIR data. For more information, see the list of BIPERS scores according to size of agency.
Positions within agencies above Level 8 must be referred to the Public Sector Commission for assessment and determination in accordance with Approved Procedure 2.
Where an employing authority needs to remunerate a specialist position outside of the broadbanded classification system, relevant award or agreement, or provide an attraction or retention incentive, Approved Procedure 6 or Approved Procedure 7 would apply.
Page last updated 5 March 2014