Total Reward (TR) represents the full remuneration amount for each employee.
TR is the sum of the Total Remuneration Package (TRP) plus bonuses. Bonuses include:
- individual performance bonuses
- retention bonuses
- whole-of-agency or group bonuses.
Overall the median TR across all classifications increased by 2.7% from 2016 to 2017. This is consistent with increases of around 2% for APS classifications with the highest at the APS 6 (2.7%) and the lowest at the APS 1 (1.7%). TR values are close to those for TRP which shows the relatively small proportion that bonuses make up of overall remuneration. Accounting for employee numbers at each level, the weighted TR median increased by 2.3% for non-SES employees and 2.0% for SES (see Appendix A3: Table 1b).
|TR P5 $||TR Q1 $||TR median $||% change||TR Q3 $||TR P95 $|
Total Reward trends
Over a five year period the increase in TR has varied between classifications, with relatively larger increases at the Graduate, APS 1 and SES 3 levels and smaller increases at the APS 2–4 levels.
Figure 5.1: Median Total Reward by classification, 2013 and 2017
Figure 5.2 shows where staff are located within the salary range for each classification. At the APS 2–4 levels, the distance between the median and the 95th percentile is relatively smaller than other classifications, with a large cluster of staff around and above the median salary within these classifications.
Figure 5.2: Total Reward range by classification, 2016–2017
Performance bonuses may be available to employees through an enterprise agreement or other employment instrument. The availability, eligibility and amounts vary across agencies. While performance is also recognised through other mechanisms such as salary or incremental advancement—which is reflected in Base Salary movement—this section reports only on performance bonus payments.
There were 18,199 employees who received a performance bonus in 2017 which represents a decrease of 6% from the previous year.
Few enterprise agreements contain provisions for performance bonuses. About 76% of all bonuses were paid by one agency which has a provision for a one-off performance bonus payment, in lieu of salary advancement for staff at the top of their salary range.
Figure 5.4 shows that the proportion of SES employees that received a performance bonus has fallen steadily between 2013-2016, but was similar between 2016-2017.
Figure 5.3: Employees in receipt of performance bonus payments, 2013–2017
Figure 5.4: Proportions of SES employees who received a performance bonus, 2013–2017