Special Payments

Overview

A special payment may be paid to employees in the teacher, paraprofessional or education support classes for the following purposes:

• undertaking a task that is additional to the responsibilities that can be required of the employee at their respective classification level and salary range
• as an attraction and, or retention incentive
• other purposes determined by the Secretary

The full policy is available on the Policy and Guidelines tab.

Related policies

• Higher Duties — Teaching Service
• Recruitment in Schools
• Superannuation
• Work Requirements — Teachers

Relevant legislation

• Delegations
• Industrial Agreements
• Industrial Awards
• Legislation — Employment Topics
• Ministerial Orders — Employment

Contact information

• Contact HR

Policy and Guidelines

Introduction

A special payment may be paid to employees in the teacher, paraprofessional or education support classes for the following purposes:

• undertaking a task that is additional to the responsibilities that can be required of the employee at their respective classification level and salary range
• as an attraction and, or retention incentive
• other purposes determined by the Secretary

Special payments may range between $925 and $10,000 per annum (as a fortnightly payment or in one or more lump sum payments).

An employee in receipt of a special payment on a fortnightly basis for a continuous period of less than 12 months immediately prior to an absence on personal leave with pay, will continue to receive the special payment for up to 1 month or the expiration of the special payment, whichever is the earlier.

An employee in receipt of a special payment on a fortnightly basis for a continuous period of 12 months immediately prior to the commencement of paid leave (including personal leave with pay) and who would have continued to receive the special payment but for their absence on leave, will continue to be paid the special payment during the period of paid leave or the expiration of the special payment, whichever is the earlier.

Task related special payments

Task related special payments are flexible in tenure and amount, subject to being not less than $925 per annum and not exceeding $10,000 per annum. Tasks that might attract a special payment should be determined taking into account the following factors:

• the responsibilities and duties allocated to those in promotion positions
• the duties and tasks appropriately undertaken by employees at their current classification and range and
• the appropriate mix of special payments for tasks and other options such as time allowances
• the work value of the task

Where an employee is performing the full range of duties associated with a task, the employee is entitled to receive the full amount specified irrespective of their time fraction.

In the allocation of organisational duties to teachers (which may or may not attract a special payment), principals must ensure the process required in clause 22(11) of the Victorian Government Schools Agreement 2022 is followed. This process includes the selection requirements set out below.

The allocation of duties to an ES employee should be consistent with the position description for that employee, and the relevant range in the Dimensions of Work.

Selection

Principals are required to use a merit-based selection process for the assignment of task related special payments of more than 3 months duration that includes inviting expressions of interest from interested employees. The selection process should be consistent with the requirements set out in the Recruitment in Schools Guide including the establishment of a panel.

Principals may temporarily assign, without a selection process, a task related special payment to another employee if the employee in receipt of that special payment is absent for more than 1 week but less than 3 months.

Attraction and retention related special payments

Principals may pay a special payment of at least $925 per annum and not exceeding $10,000 per annum (in one or more lump sum payments) to a person to attract or retain that person. In considering whether an attraction or retention special payment is appropriate principals will have regard to the following factors:

• the degree of difficulty in attracting a suitable person
• the level of skill, experience and qualifications which the person may possess
• whether the risk of the employee leaving the Teaching Service is real or perceived
• the degree of difficulty in replacing the employee
• the current salary of the employee
• opportunities for future salary increases
• relativity with the salary levels of other employees performing similar duties

Decisions to pay an attraction or retention special payment to an employee must be made on an individual employee basis having regard to the particular circumstances of the individual employee.

Where a principal is considering paying attraction or retention special payments to multiple employees on a single occasion, the principal is to consult with the regional director (or nominee) prior to finalising that decision.

Where an attraction or retention related special payment is approved by the principal, it is confined to the school in which it is granted. That is, should the employee leave the school that person will have no entitlement to any unpaid portion of the special payment.

Resources

• Allowances Administration Procedures (Word)
• Payment of Allowances — Teaching Service Form (Word)