In the field of education, the salary review and adjustment process for principal class employees is a crucial aspect of their professional journey. It provides a systematic approach to managing compensation based on a variety of factors such as changes in the school budget, the work value of the position, and the performance of the principal class employee. This article provides a detailed explanation of this process.
Commencement Salary on Employment
Unless otherwise specified by the employer, a principal class employee’s initial salary will correspond to the minimum salary outlined in Schedule 1 for the advertised salary range.
Annual Salary Review
Every year, the salary range of a principal class employee is reviewed in light of any changes to the school budget, including budgets of co-located services. This review may yield three possible outcomes:
- Movement to a higher salary range
- Movement to a lower salary range
- No change in salary range
However, a principal cannot be moved to a salary range lower than the one determined at the time of appointment.
Requesting or Initiating a Salary Review
In addition to the standard annual review, a principal class employee or the employer can request or initiate a salary review. This request must be in writing. Considerations for this review include any changes to the work value of the position and the performance of the principal class employee. Ideally, the employee should be informed of the review’s outcome within 28 days of the request or initiation.
The outcomes of this type of review are identical to those of the annual review. However, the salary range cannot fall below the one assigned at the time of appointment. If the review results in a higher salary range, the change will take effect from the first pay period commencing on or after the date of the application for review or the date the employee was directed to undertake the duties of the higher range, whichever is earlier.
Salary Determination Following a Review
When a principal class employee moves to a higher salary range following a review, their new salary is determined in one of two ways:
- The higher of the minimum salary of the new salary range or the employee’s current salary.
- A higher rate as determined by the employer.
However, the new salary must not exceed the maximum salary specified in Schedule 1 for the relevant salary range.
Salary on Transfer or Promotion
When a principal class employee is transferred or promoted to a higher salary range, the new salary is determined similarly as post-review. It should be the higher of the minimum salary of the new salary range or the employee’s current salary, or a higher rate as determined by the employer. However, the new salary must not exceed the maximum salary of the new salary range as specified in Schedule 1.
Salary on Transfer to a Lower Salary Range
When a principal class employee is transferred to a lower salary range, their new salary is determined by the employer. However, this salary must not exceed the maximum salary of the relevant salary range as set out in Schedule 1.
If a principal class employee is engaged in full-time duties unconnected with their appointed school, the employer may set their salary, provided it is not less than the one outlined in the employee’s employment contract.
Non-renewal of Contract
When a principal’s contract is not renewed, they will be appointed as an assistant principal and paid within salary range 2 for a period of three years. If a principal class employee’s contract (other than a principal) is not renewed, they will be appointed to a different classification level depending on their substantive salary.
In conclusion, the salary review and adjustment process is a critical component of managing compensation for principal class employees. Understanding this process enables these professionals to have an informed perspective on their salary progression.