Other information
Salary progression
Consistent with the Victorian Government Schools Agreement 2017 (VGSA 2017) salary progression is not automatic. Salary progression is subject to a successful performance and development review.
In order to achieve salary progression (where eligible), a teacher must demonstrate that they have achieved an overall performance and development outcome of 'meets requirements'.
Salary progression for all eligible teachers will be in the first pay period on or after 1 May of each year based on the outcome of the performance and development review.
The VGSA 2017 states that teachers may be considered for accelerated salary progression within their school. Further information regarding acceleration is available from Remuneration — Teaching Service.
A teacher acting in a higher position may progress at the higher level of their pay bracket (in addition to progression at their substantive level if not at the maximum) provided the teacher has 6 months eligible service at the higher position.
Eligible service for salary progression
Consistent with the VGSA 2017, a teacher with less than 6 months eligible service at a particular salary subdivision in any particular progression cycle will not be eligible for salary progression.
Eligible service includes all periods of paid leave and any periods of unpaid leave that have been approved to count as service. Approved teaching experience undertaken during a period of leave without pay will be included as eligible service for salary progression purposes subject to the provision of a statement of service.
A teacher promoted within the 6 month period prior to 1 May is not eligible for salary progression in that year. However where the teacher 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-progression
Consistent with the VGSA 2017 where a teacher is eligible for progression but has not met the requirements for salary progression in that year, the teacher will not receive salary progression for that cycle provided that they have been notified in writing, before 1 March, of:
- the standards of performance that are expected
- the areas of the teacher’s performance that do not meet the required standards
- the consequences of continued or repeated failure to meet these standards
In addition, the teacher must be given the opportunity to improve their performance to reach the required standard.
Where the performance of a teacher commencing a period of extended leave or changing schools is considered to have not met requirements, the principal should provide that teacher with the required notice prior to the commencement of leave or movement to the other school.
If notice is issued on or after 1 March, salary progression in that cycle must be granted. Principals need to enter staff performance outcomes on eduPay. If this is not done, all eligible employees will progress.
Other circumstances
In the case where a teacher works in two or more schools within the performance and development cycle, the base principal is expected to consult with the principal(s) of the other school(s) regarding the teacher’s performance.
Where a teacher changes schools within the performance cycle, the principal at the teacher’s new school is expected to consult with the principal of the teacher’s previous school regarding the teacher’s performance. Both parties will contribute to a performance and development review outcome.
It is recommended that the teacher meets with their principal (or principal’s nominee) to discuss the requirements and expectations of their new or returning role. Teachers and their principal (or principal’s nominee) may wish to update the teacher’s Performance and Development Plan (PDP) goals, strategies and evidence to ensure it remains relevant.
Non-agreement or non-participation
Where the teacher does not participate in the performance and development process (that is, does not have a PDP) or the teacher and reviewer cannot agree on the teacher’s PDP, his or her performance and development will be evaluated against the applicable Standards. This review will be based on consideration of all relevant information in relation to the teacher’s performance and development.
Unsatisfactory performance
The performance and development process is not designed to manage unsatisfactory performance. Where it is considered that a teacher’s performance is unsatisfactory, the unsatisfactory performance procedures (set out in Schedule 4 of the VGSA 2017) should be implemented. A teacher is not eligible for salary progression during any period that he or she is the subject of unsatisfactory performance procedures provided the notification requirements have been met. Refer to Complaints, Misconduct and Unsatisfactory Performance — Teaching Service procedures.
First year teachers
Consistent with the VGSA 2017, first year teachers who commence employment at subdivision 1–1 prior to 1 May in any year will be paid a lump sum on progression to subdivision 1–2 in the following year.
Probation or VIT registration
A teacher participating in the full registration process of the Victorian Institute of Teaching (VIT) and, or undergoing a probationary period is not required to participate in the Department's performance and development process. At the conclusion of the full registration process and, or a probationary period, the performance and development process will commence.
Where a teacher is eligible for salary progression prior to the conclusion of the full registration process and, or a probationary period, his or her performance should be evaluated for the purposes of salary progression. In this case the principal will assess the teacher’s performance and development during the relevant period of employment.
Where any prior employment during the current performance and development cycle was not at the teacher’s current school, the principal should consult with the principal(s) of the other school(s) regarding the teacher’s performance and development.
Where a teacher’s performance and development makes it probable that the full registration process and, or a probationary period will not be completed satisfactorily, the teacher should be provided with notification in accordance with the VGSA 2017 (as above) where this may also result in salary progression not being granted.
Grievances
Teachers 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 .
Reviewed 06 February 2024
