Other information

Remuneration progression

Consistent with the Victorian Government Schools Agreement 2017 (VGSA 2017), principal class remuneration progression is not automatic, but is subject to demonstrated achievement against school priorities and Departmental criteria.

In order to achieve remuneration progression (where eligible) a principal class employee must demonstrate that they have achieved an overall performance and development outcome of 'meets performance and development requirements'.

Where a principal class employee is eligible but has not met the performance and development requirements in that year, the principal class employee will not receive remuneration progression for that cycle.

Remuneration progression for all eligible principal class employees will be processed centrally in the first pay period on or after 1 May of each year based on the outcomes of the performance and development review.

Eligible service for remuneration progression

Consistent with the VGSA 2017, a principal class employee with less than 6 months eligible service at a particular remuneration level in any particular progression cycle will not be eligible for remuneration progression.

Eligible service includes all periods of paid leave and any periods of unpaid leave that have been approved to count as service.

A principal class employee promoted within the 6 month period prior to 1 May is not eligible for remuneration progression in that year. However where the employee had been in receipt of higher duties at the higher level within that year’s performance and development cycle, the higher duties period will be included as eligible service.

Non-agreement or non-participation

Where a principal class employee does not participate in the performance and development process (that is, does not have a Performance and Development Plan — PDP) or the principal class employee and reviewer cannot agree on the principal class employee’s PDP, the matter should be referred to the Regional Director (RD) in the case of a principal. If agreement still cannot be reached, the principal class employee’s performance and development will be evaluated against each Domain of Principal Practice, with consideration of the Schools Strategic Plan (SSP) and Annual Implementation Plan (AIP) and the school’s performance.

Unsatisfactory performance

The performance and development process is not designed to manage unsatisfactory performance.

Where it is considered that a principal class employee’s performance is unsatisfactory, the unsatisfactory performance procedures (set out in Schedule 4 of the VGSA 2017) should be implemented.

Refer to Complaints, Unsatisfactory Performance and Misconduct procedures.

Alignment with principal contract renewal processes

The principal performance and development process is a core component of the principal contract renewal process. On appointment to a principal position the RD (or nominee) will meet with the principal to set expectations for the life of the contract, including advice on the specific qualities and capabilities they should focus on developing. These expectations will be reflected in the principal’s PDP.

The principal and their reviewer will design and implement processes that support improved principal performance and development for the duration of the contract. They will develop a PDP that takes account of the relevant school context and the implications this has for the principal’s performance and development goals. Outcomes of the performance and development cycles over the period of the contract will be considered in the contract renewal process.

Changing roles during the cycle

If you change roles during the PDP cycle, your PDP should be updated to reflect your new role and any agreed changes to your goals. This will mean that your performance review can adequately address your responsibilities over the cycle. You should take responsibility to update your goals.


Principal class employees may be eligible to lodge a grievance in accordance with the relevant Ministerial Order under the Education and Training Reform Act 2006 in relation to the performance and development review. Information on grievance procedures can be obtained from the Registrar of the Merit Protection BoardExternal Link .

Other information for Performance and Development for Principal Class Employees

Reviewed 05 February 2024

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