Chapter 4: Total Remuneration Package
Total Remuneration Package (TRP) covers Base Salary plus benefits. It excludes bonuses which are included in Total Reward (TR) and shift and overtime payments.
- employer superannuation contribution
- motor vehicle cost/Executive Vehicle Scheme or cash in lieu of motor vehicle
- motor vehicle parking
- any other benefits and supplementary payments.
Superannuation is the main component captured in TRP above Base Salary.
The weighted median TRP movement from 2019 to 2020 was 0.3% for the whole of the APS, reflecting a weighted median increase of 0.3% for non-SES employees and nil movement (0.0%) for SES (refer Appendix: Table 1b).
Total Remuneration Package by classification
Table 4.1 shows percentage changes in median TRP by classification from 2019 to 2020.
Consistent with Base Salary, the highest median movement was at the APS 1 classification which increased by 4.0%. The second highest increase was 0.9% at the APS 5 classification.
Also consistent with Base Salary, the APS 2 median had the greatest decrease of 2.5%. Medians for the Graduate and SES 2 classifications decreased by 0.5% and 0.3% respectively. There was nil movement at the APS 3, APS 4 and SES 1 classifications.
Table 4.1 Total Remuneration Package by classification, 2019 and 2020
Total Remuneration Package trends
Figure 4.1 presents a comparison of median TRP by classification in 2016 and 2020. Increases ranged from 4.3% at the APS 2 classification to 7.3% at the APS 1 classification. Movement in SES TRP is lower than movement in SES Base Salaries over the period. This reflects repackaging of remuneration components in previous years.
Figure 4.1 Median Total Remuneration Package by classification, 2016 and 2020
Figure 4.2 shows changes in TRP ranges by classification from 2019 to 2020.
Percentile movements for TRP were similar to those of Base Salary for most classifications. There was some variation from Base Salary movement such as the SES 3 which increased by 5.7% at the 95th percentile (compared to a 0.6% increase for Base Salary 95th percentile). The main contributor to the SES 3 TRP movement appears to be a change in the midpoint due to a decrease in population (from 123 to 120 employees) affecting the median.
Figure 4.2 Total Remuneration Package range by classification, 2019 and 2020
Employer superannuation contribution is the main component captured in TRP after Base Salary.
APS employee superannuation fund membership has been reported by four categories:
- Public Sector Superannuation Accumulation Plan (PSSAP)
- Public Sector Superannuation Scheme (PSS)
- Commonwealth Superannuation Scheme (CSS)
The PSSAP is the default fund for employees engaged under the Public Service Act 1999 who do not nominate an alternative complying superannuation fund or valid retirement savings account. The employer contribution rate for the PSSAP is 15.4% of superannuation salary.
The PSS and CSS funds were closed to new entrants on 1 July 2005 and 1 July 1990 respectively.
Figure 4.3 shows that the PSSAP had the highest membership up to the EL1 level (also refer to Appendix: Table 8). The median superannuation contribution at the EL1 classification is unchanged from 2019 at 18.1%. This is probably due to the continued large proportion of employees at that classification in the higher paying PSS. The median superannuation contribution up to the APS 6 level is 15.4% (refer Appendix: Table 7).
PSS membership remains more common for employees at or above the EL 2 classification. This is consistent with the typical longer length of service for these individuals making them eligible for enrolment in the PSS prior to its closure to new members in 2005.
Figure 4.3 Proportion of employees in superannuation fund by classification, 2020
Figure 4.4 shows a continued overall decrease in PSS and CSS membership as members leave the APS. Membership in PSSAP continued to increase and now covers just over 50% of employees. Membership in ‘Other’ superannuation funds is also higher reflecting increased use of non-Commonwealth superannuation funds, possibly retained from prior employment. Representation in ‘Other’ superannuation funds continued to be most evident at the Graduate classification.
Figure 4.4 Headcount of employees in superannuation fund (percentage of total)
 For the purposes of comparisons between non-SES and SES employees, medians are adjusted to account for the number of employees at each level. These are referred to as ‘weighted’ medians. For further explanation refer to Appendix A.1.