Teaching service remuneration policy has been designed to assist with the achievement of the key objectives illustrated below:

Remuneration Policy

Remuneration policy: Value of the work, Performance, Retention, Attraction
Remuneration Policy

Remuneration Policy

Value of the work

  • roles
  • responsibilities
  • complexity
  • accountability


  • recognition
  • reward


  • valuable staff
  • hard to staff


  • outstanding candidate
  • hard to staff
Download Remuneration Policy

Value of the work
Value of the work is fairly determined relative to the roles, responsibilities, skill levels and accountability requirements of the various types and levels of work.

Attraction and retention
Attraction and retention of the best possible people to meet the current and future demands and challenges of the Victorian government education system.

Recognition and reward
Recognition and reward for the quality of the work and contribution to the achievement of improved learning outcomes for students in the government school system.

The Remuneration — Teaching Service Guide sets out policy and information concerning remuneration for employees in the teaching service (other than the executive class). Legislation, orders made under that legislation and industrial instruments are cross-referenced where relevant. Unless indicated otherwise, the policy and information applies to all teaching service positions other than executive class positions in both school and non-school locations. The Regional Director is the delegate in matters concerning principals and teaching service employees in non-school locations.

Introduction for Remuneration — Teaching Service

Reviewed 09 April 2020

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