Section 2 – Remuneration

Salary

  1. Salary rates will be as set out in Attachment A of this agreement.
  2. The base salary rates in Attachment A include the following increases:
    1. 4.0 per cent from the first full pay period on or after 1 March 2024 (14 March 2024);
    2. 3.8 per cent from the first full pay period on or after 1 March 2025 (13 March 2025); and
    3. 3.4 per cent from the first full pay period on or after 1 March 2026 (12 March 2026).
  3. In recognition of a common alignment date of the first full pay period on or after 1 March each year, the base salary rates in Attachment A were calculated based on base salary rates as at 31 August 2023.

Payment of salary

  1. Employees will be paid fortnightly in arrears by electronic funds transfer into a financial institution account of the employee’s choice, unless otherwise agreed with the Secretary, based on their annual salary using the following formula:

    Fortnightly salary = Annual salary × 12 313

Note: This formula is designed to achieve a consistent fortnightly pay rate without significant variability year‑to‑year. It reflects that the calendar year is not neatly divisible into 26 fortnightly periods. There are 313 fortnightly pay cycles within a 12 year period.

Salary setting

  1. Where an employee is engaged, moves to or is promoted in Treasury, the employee’s salary will be paid at the minimum of the salary range of the relevant classification, unless the Secretary determines a higher salary within the relevant salary range under these salary setting clauses.
  2. The Secretary may determine the payment of salary at a higher value within the relevant salary range of the relevant classification and the date of effect at any time.
  3. In determining a salary under these salary setting clauses, the Secretary will have regard to relevant factors including the employee’s experience, qualifications and skills.
  4. Where an employee commences ongoing employment in Treasury immediately following a period of non‑ongoing employment in Treasury for a specified term or task, the Secretary will determine the payment of the employee’s salary within the relevant salary range of the relevant classification which recognises the employee’s prior service as a non‑ongoing employee in Treasury.
  5. Where an employee commences ongoing employment in Treasury immediately following a period of casual employment in Treasury, the Secretary will determine the payment of salary within the relevant salary range of the relevant classification which recognises the employee’s prior service as a casual employee in Treasury.
  6. Where an APS employee moves to Treasury at level from another APS agency, and their salary is above the maximum of the salary range for their classification, the Secretary will maintain the employee’s salary at that level, until it is absorbed into the salary range for that classification.
  7. Where the Secretary determines that an employee’s salary has been incorrectly set, the Secretary may determine the correct salary and the date of effect.
  8. Where an employee is assigned duties at a classification lower than the employee’s previous classification (for example, as an outcome of an underperformance process, a sanction under section 15 of the Public Service Act 1999, redeployment under clause 450 of this agreement, or at the request of the employee), the employee’s salary will be determined by the Secretary, taking account of the employee’s most recent performance appraisal.

Pay point advancement

Pay point advancement for APS 1 to APS 6.1 employees

  1. Employees (excluding employees on the Treasury Graduate and Training Broadband) at APS 1 to APS 6.1 pay points will advance to the next highest pay point for their substantive classification following the February and August formal appraisal processes if they have not reached the maximum pay point and they have:
    1. performed at least 3 months of aggregate eligible Treasury service at or above their substantive classification, including paid leave and any unpaid leave that counts as service, during the bi‑annual performance management cycle per subclause 374.1; and
    2. received a performance rating of ‘Effective’ or above at the relevant classification in the appraisal process, under the terms of the Performance Development System.
  2. If an employee has less than 3 months of aggregate eligible Treasury service, the Secretary may exercise their discretion to determine a higher salary under the salary setting clause in this agreement.
  3. Movement to the next highest pay point will be effective from the first pay period commencing in the month following the formal appraisal.

Pay point advancement for APS 6.2 to Executive Level 2 employees

  1. Employees at APS 6.2 to EL 2 pay points will advance to the next highest pay point for their substantive classification following the August formal appraisal process if they have not reached the maximum pay point and they have:
    1. performed at least 6 months’ of aggregate eligible Treasury service at or above their substantive classification, including paid leave and any unpaid leave that counts as service, during the annual performance management cycle per subclause 374.2; and
    2. received a performance rating of ‘Effective’ or above at the relevant classification in the appraisal process under the terms of the Performance Development System.
  2. If an employee has less than 6 months of aggregate eligible Treasury service, the Secretary may exercise their discretion to determine a higher salary under the salary setting clause in this agreement.
  3. Movement to the next highest pay point will be effective from the first pay period commencing in the month following the formal appraisal.

Pay point advancement for employees in the Treasury Graduate and Training Broadband

  1. Employees who are in the Treasury Graduate and Training Broadband are eligible to advance to the next highest pay point for their substantive classification in the manner set out in the Performance Development System.

Note: For the Performance Development System see section 8. For advancement to a higher classification within a broadband see section 4.

Employees acting at a higher classification

  1. Employees who are acting at a higher classification, and satisfy the other eligibility criteria specified in clauses 29 or 32, will be eligible for salary progression at both their substantive and acting classifications.
  2. Salary progression while acting at a higher classification will be retained for future acting duties at, or promotion to, that classification regardless of elapsed time.

Eligible Treasury service for pay point advancement

  1. Eligible Treasury service for salary progression will include:
    1. periods of paid and unpaid parental leave;
    2. periods of unpaid leave that count as service; and
    3. service while employed on a non‑ongoing basis.
  2. During a period of unpaid parental leave employees will be eligible to advance a maximum of one pay point, regardless of the length of unpaid parental leave.

Superannuation

  1. Treasury will make compulsory employer contributions as required by the applicable legislation and fund requirements.
  2. Employer superannuation contributions will be paid on behalf of employees during periods of paid leave that count as service.
  3. Treaury will make employer superannuation contributions to any eligible superannuation fund, provided that it accepts payment by fortnightly electronic funds transfer (EFT) using a file generated by Treasury’s payroll system.

Method for calculating super salary

  1. Treasury will provide an employer contribution of 15.4 per cent of the employee’s Fortnightly Contribution Salary for employees in the Public Sector Superannuation Accumulation Plan (PSSap) and Ordinary Time Earnings for employees in other accumulation funds.
  2. Employer contributions will be made for all employees covered by this agreement.
  3. Employer contributions will not be reduced by any other contributions made through salary sacrifice arrangements.

Payment during unpaid parental leave

  1. Employer contributions will be paid on periods of unpaid parental leave in accordance with the requirements of the PSSap or PSS fund where the employee is a member of the PSSap or PSS.
  2. For employees whose Treasury employer contributions are being paid to another accumulation fund, no employer contributions will be paid on periods of unpaid parental leave.

Salary for superannuation, severance and termination purposes

  1. From the date on which they take effect as base pay, the salary levels applying under this agreement specified in Attachment A are to be used for determining the salary for superannuation, severance and a termination payment.
  2. Where an employee has a base salary other than a salary specified in Attachment A, the base salary is to be used for determining the salary for superannuation, severance and a termination payment.
  3. Nothing in clauses 48 or 49 displaces superannuation legislation as it applies to employees who have a higher salary recognised for superannuation purposes.

Overpayments

  1. An overpayment occurs if Treasury provides an employee with an amount of money to which the employee was not entitled (including but not limited to salary, entitlements, allowances, travel payment and/or other amount payable under this agreement).
  2. Where the Secretary considers that an overpayment has occurred, the Secretary will provide the employee with notice in writing. The notice will provide details of the overpayment.
  3. If an employee disagrees that there has been an overpayment including the amount of the overpayment, they will advise the Secretary in writing within 28 calendar days of receiving the notice. In this event, no further action will be taken until the employee’s response has been reviewed.
  4. If after considering the employee’s response (if any), the Secretary confirms that an overpayment has occurred, the overpayment will be treated as a debt to the Commonwealth that must be repaid to Treasury in full by the employee.
  5. The Secretary and the employee will discuss a suitable recovery arrangement. A recovery arrangement will take into account the nature and amount of the debt, the employee’s circumstances and any potential hardship to the employee. The arrangement will be documented in writing.
  6. Treasury and the employee may agree to make a deduction from final monies where there is an outstanding payment upon cessation of employment.
  7. Interest will not be charged on overpayments.
  8. Nothing in clauses 51 to 57 prevents:
    1. Treasury from pursuing recovery of the debt in accordance with an Accountable Authority Instruction issued under the Public Governance, Performance and Accountability Act 2013;
    2. Treasury from pursuing recovery of the debt through other available legal avenues; or
    3. the employee or Treasury from seeking approval to waive the debt under the Public Governance, Performance and Accountability Act 2013.

Supported wage system

  1. An employee can get a percentage of the relevant pay rate in line with their assessed capacity to do the work if they:
    1. have a disability;
    2. meet the criteria for a Disability Support Pension; and
    3. are unable to perform duties to the capacity required.
  2. Specific conditions relating to the supported wage system are detailed in Attachment B.

Salary packaging

  1. All ongoing employees will have access to salary packaging.
  2. Further information is contained in policy.