guidelines for implementation of the rural and remote ... payment of a remote area allowance...

NSW Department of Premier and Cabinet Public Sector Workforce

Level 15, 4-6 Bligh Street SYDNEY NSW 2000 Phone: (02) 9228 3572

Email: µ[email protected]§ Website: µwww.dpc.nsw.gov.au§

Guidelines for Implementation of the Rural and Remote Incentive Scheme

Date 10 December 2010

mailto:[email protected]�

http://www.dpc.nsw.gov.au/�

Guidelines for Implementation of the Rural and Remote Incentive - 2010

Public Sector Workforce ─ NSW Department of Premier and Cabinet 2

© Published by NSW Department of Premier and Cabinet, Public Sector Workforce, Level 15, 4-6 Bligh

Street , SYDNEY NSW 2010

First published 10 December 2010 This publication was produced by the Public Sector Workforce.

Enquiries regarding this document can be directed to:

Public Sector Workforce, NSW Department of Premier and Cabinet

Level 16, 4-6 Bligh Street

SYDNEY NSW 2000

Phone: (02) 9228 3572

Email: [email protected]

This document can be accessed from the NSW Department of Premier and Cabinet

Website: www.dpc.nsw.gov.au

mailto:[email protected]�

http://www.dpc.nsw.gov.au/�



1. Introduction

Effective delivery of government services in rural and remote NSW depends on the availability of qualified

personnel to work in those areas. Human service and justice agencies in particular have difficulties filling

certain positions.

These Guidelines have been developed to ensure the consistent implementation and operation of an

incentive scheme for human service and justice agencies to address difficulties in attracting and retaining

employees in hard-to-fill positions in rural and remote NSW.

Pursuant to the Department of Premier and Cabinet Circular No 41of 2010, Chief Executives of the identified

human service and justice agencies are able to access incentives to provide a more attractive remuneration

package to assist with both recruitment and retention in relation to eligible positions.



2. Table of Contents

1. Introduction .............................................................................................................................................. Page 3

2. Table of Contents………………………………………………………………… .. .........................

3. The Incentive Scheme.................................................................................................. ........................ Page 5

4. Application ..................................................................................................................... ........................ Page 5

5. Definitions ...................................................................................................................... ........................ Page 6

6. How the Scheme Operates ....................................................................................... ......................... Page 8

6.1 Identify where incentives are to be applied ........................................................ ......................... Page 8

6.2 Tier 1 Incentives .................................................................................................... ......................... Page 8

6.3 Enhanced Tier 1 Incentives…………… ............................................................. ......................... Page 9

6.4 Tier 2 Incentives .................................................................................................... ......................... Page 9

6.5 Enhanced Tier 2 Incentives ................................................................................. ....................... Page 10

6.6 Suite of Tier 2 and Enhanced Tier 2 Incentives ................................................. ....................... Page 10

6.7 General Conditions……………………………………………… ..................... ....................... Page 10

6.8 Recruitment incentives ......................................................................................... ....................... Page 11

6.9 Retention incentives for existing employees ..................................................... ....................... Page 12

6.10 Record Keeping and Reporting of Incentive Scheme ...................................... ....................... Page 13

7. Fringe Benefits Tax ..................................................................................................... ....................... Page 13

8. Review of Guidelines .................................................................................................. ....................... Page 13

TABS

TAB A - Suite of Tier 2 and enhanced Tier 2 Incentives .............................................. ....................... Page 14

TAB B - Recruitment incentives – letter - permanent appointment ........................... ....................... Page 15

TAB C - Recruitment incentives – letter - term appointment ...................................... ....................... Page 16

TAB D - Retention incentives – letter - permanent appointment ............................... ....................... Page 17

TAB E - Retention incentives – letter - term appointment ........................................... ....................... Page 18

TAB F – Record Keeping and Reporting of Incentive Scheme .................................. ....................... Page 19

TAB G – Map showing the line boundary for Rural and Remote location………………………….Page 21



3. The Incentive Scheme

This Incentive Scheme has been developed to help participating agencies attract and retain employees in

relation to hard-to-fill positions in rural and remote locations.

While longer term strategies are suited to building local capacity and skills development, the Government will

facilitate the offering of individually tailored incentive packages to attract and retain the necessary qualified and

experienced employees to deliver key services to rural and remote communities.

Some employment conditions within the industrial instruments applying to participating agencies already

operate as incentives. This incentive scheme allows Chief Executives of participating agencies the discretion

to apply some or all of the incentives within this Guideline in addition to any incentives currently available within

their agency. The incentives are structured into two tiers, each with an enhancement option. Those are Tier 1

and enhanced Tier 1 incentives, Tier 2 incentives (generally valued at up to $10,000 per annum) and

enhanced Tier 2 incentives (subject to additional approval). In appropriate circumstances, Chief Executives

may also offer the incentives as retention incentives to existing employees.

Costs associated with implementing incentives under this Guideline are to be met from within the agencies’

existing resources.

Apart from the exercise of discretion by the Chief Executive to offer recruitment incentives or retention

incentives to an individual in accordance with the terms of this Guideline and consistent with the pro forma

letters at TABs A, B, C and D, recruitment and retention incentives may not be the subject of agreements and

are not to be established as applying generally as conditions of employment.

4. Application

These Guidelines apply to the following human services and justice agencies:

• Department of Human Services

• Department of Health (including the Area Health Services and the NSW Ambulance Service)

• Department of Education and Training

• Department of Justice and Attorney General



• NSW Police Force

• Rural Fire Service (including Emergency Management NSW)

• State Emergency Service

Public sector agencies other than those specifically listed above that wish to apply the incentives set out in this

Guideline must obtain the prior written approval of the Director of Public Employment (DPE). In approving a

request, the DPE must be satisfied that a compelling case has been made out and that the agency will apply

the incentives in identical terms and on the same conditions as apply to the other participating agencies.

Any agency proposal to establish incentives to attract and/or retain employees that are not entirely consistent

with the conditions set out in this scheme, can not be covered by this Guideline and require separate approval,

consistent with the Government’s wages policy.

Authorities These Guidelines should be read together with the following authorities and any other applicable industrial

instruments including any applicable Public Sector Determinations and or policies:

• Public Sector Employment and Management Act 2002

• Health Services Act 1997

• Police Act 1990

• Crown Employees (Public Service Conditions of Employment) Award 2009 (the Conditions award)

• Crown Employees (Transferred Employees Compensation) Award 2009

• NSW Government Personnel Handbook

5. Definitions Participating agency means a human services or justice agency listed in section 4 ‘Application’ above or any

other public sector agency that has been approved by the DPE to participate in this incentive scheme.

Rural and remote location, means an area of NSW that qualifies for payment of the Remote Area Allowance

under clause 39.2 of the Crown Employees (Public Service Conditions of Employment) Award 2009. That is,:

all locations in an area of the State situated on or to the west of a line starting from the right bank of the Murray

River opposite Swan Hill and then passing through the following towns or localities in the following order,

namely: Conargo, Coleambally, Hay, Rankins Springs, Marsden, Condobolin, Peak Hill, Nevertire,



Gulargambone, Coonabarabran, Wee Waa, Moree, Warialda, Ashford and Bonshaw, and includes a place

situated in any such town or locality. See Tab G.

In addition, a position may be deemed to be in ‘a rural and remote location’ by the DPE for the purpose of

allowing a participating agency to apply incentives to that position in accordance with these Guidelines.

Eligible position means a position that has been identified as both hard-to-fill and in a rural and remote location.

Recruitment incentives means incentives in the form of remuneration or other benefits that may be offered

to potential employees to attract them to roles which are identified as hard-to-fill positions in rural and remote

locations. Retention incentives means incentives in the form of remuneration or other benefits that may be provided to

employees so as to retain them in positions that are identified as hard-to-fill positions in rural and remote

locations.

Tier 1 incentives means the entitlements under the Conditions Award that compensate employees

indefinitely stationed in rural and remote locations for isolation and higher costs of living (see section 6.2).

Enhanced Tier 1 incentives means the extension of Tier 1 incentives, or the extension of agency specific

rural and remote benefits/incentives, to employees temporarily stationed in rural and remote locations.

Tier 2 incentives means benefits in cash or in-kind provided to an employee up to and including a value of

$10,000 per annum.

Enhanced Tier 2 incentives means Tier 2 incentives that exceed a value of $10,000 per annum. Such

incentives in excess of $10,000 per annum in value must be approved by the DPE or, in relation to police

officers, the Commissioner of Police.

The Conditions Award means the Crown Employees (Public Service Conditions of Employment) Award

2009 or any replacement to this award.



Term appointment means an employee who works in a position otherwise than as the substantive occupant

of that position. This includes temporary transfers, temporary assignments, including secondments to the

position and where a temporary employee is working in the position.

6. How the Scheme Operates

6.1 Identify where incentives are to be applied

A position eligible for consideration of payment of incentives (Tier 1, enhanced Tier 1, Tier 2 and, with

additional approval, enhanced Tier 2 incentives) is a position in a rural and remote location that has been

identified by the Chief Executive as being ‘hard-to-fill’ because it has:

• remained vacant, despite being advertised externally (not bulk advertising) on at least 2 occasions

within a six month period. Or,

• an established history of being hard-to-fill or high in turnover, a high proportion of vacancies in respect

of the position, an urgent need to ensure service delivery or similar imperative.

Once the Chief Executive of a participating agency identifies a position as eligible (rural and

remote and hard-to-fill) for incentives, the applicable incentives may be advertised as available to

secure potential employees (recruitment incentives) and, in appropriate circumstances, granted to

existing employees as retention incentives. Where retention incentives are offered, they need not

equate to the dollar values or utilise the same incentive items as have been used for recruitment

incentives in respect of the same hard-to-fill position in the same or nearby location.

6.2 Tier 1 Incentives – compensation for isolation and high cost of

living

The Crown Employees (Public Service Conditions of Employment) Award 2009 (the Conditions

Award) provides employees (covered by that award) who are indefinitely stationed in rural and

remote areas with compensation for isolation and higher costs of living by the following measures:

• Payment of a Remote Area Allowance (Conditions Award clause 39; Personnel Handbook Chapter 7-

14.2)

• Entitlement to 5 days additional recreation leave (Conditions Award clause 77.1.2; Personnel Handbook

Chapter 6-16.2.2)



• Entitlement to motor vehicle allowance for travel during recreation leave (Conditions Award clause 40;

Personnel Handbook Chapter 7-14.5)

Chief Executives have discretion to apply all, or some of these incentives, in addition to any incentives

currently available within their agency.

6.3 Enhanced Tier 1 Incentives – extend compensation for isolation

and high cost of living to term appointments

The compensatory benefits associated with isolation and high cost of living referred to in 6.2 (Tier

1) are not usually made available to employees stationed in these areas on a term appointment

basis. Under this Guideline, Chief Executives of participating agencies have discretion to extend

Tier 1 incentives to employees taking up eligible positions on a term appointment basis.

Further, where agency-specific rural and remote benefits/incentives may be applied to ongoing

placements but not to term appointments, the agency Chief Executive has discretion to apply those

agency-specific benefits/incentives to term appointments.

The extension of Tier 1 or agency specific benefits/incentives to term appointments is referred to

as ‘enhanced Tier 1 incentives’.

6.4 Tier 2 Incentives

Chief Executives have discretion to approve Tier 2 incentive packages of up to and including

$10,000 per employee per annum in value to encourage recruitment to eligible positions on a

permanent or temporary basis.

Incentive packages to a nominated monetary value can be individually tailored to an employee’s needs from

the suite of incentives in cash or in-kind listed at TAB A or other suitable and appropriate incentives. Such

incentives will be in addition to Tier 1 and enhanced Tier 1 benefits being made available and will not include

any subsidy for accommodation.



6.5 Enhanced Tier 2 Incentives

The DPE may approve enhanced Tier 2 incentives in excess of $10,000 per employee per annum in value

under limited and special circumstances. Circumstances considered special may include situations where

incentives had already been applied at agency level and further enhancement is required. In recognition of

established arrangements applying in the NSW Police Force, the Commissioner of the Police may approve

enhanced Tier 2 packages in respect of police officers.

6.6 Suite of Tier 2 and Enhanced Tier 2 Incentives

Packages for attraction or retention purposes should be tailored from the suite of incentive topics at TAB A of

this Guideline or otherwise be suitable and appropriate.

Any incentives paid as monetary amounts should be paid as flat dollar amounts and are not to be taken into

consideration for the purpose of calculating penalty rates, overtime, shift or other allowances etc.

6.7 General Conditions

Relocation benefits: For positions covered by Crown Employees (Transferred Employees Compensation)

Award 2009, Chief Executives have discretion to offer new or existing employees, including temporary

employees, any or all of the benefits available under that award as part of an attraction or retention measure.

Right of return to former position for employees relocating to take up a term appointment: An

employee who is undertaking a term appointment in a rural or remote location has a right of return to their

substantive position. Prior to approving the release of the employee to take up a term appointment, the

employee should be required to formally advise the agency of any alternate locations and/or positions they

would be prepared to return to at the agency. An employee may be offered their choice of available locations

on returning from the term appointment.

Leave without pay for partners also working in the public sector: Where a person takes up a hard-to-fill

position in a rural and remote location, their partner, if a public sector employee, may apply to take an



equivalent period of leave without pay in order to accompany their partner, up to a maximum of five years with

a right of return to their substantive position.

Prior to approving the release of the employee to accompany their partner, the employee should be required

to formally advise the agency of any alternate locations and/or positions they would be prepared to return to at

the agency. An employee may be offered their choice of available locations on returning to the agency.

Where a public sector employee seeking leave without pay for a period in order to accompany their public

sector employee partner to a rural or remote location is refused the leave, the issue may be referred to the

DPE to resolve.

A public sector employee on leave without pay in order to accompany their partner to a rural or remote

location:

• will have no break in the continuity of their service (see Personnel Handbook Chapter 6-9.5.1) but the

period will not be counted as service for leave and salary purposes except as outlined in Personnel

Handbook Chapter 6-9.5.

• who seeks to take up employment while on LWOP will need to have the approval of their agency for

secondary employment as required under s59 of the PSEM Act.

6.8 Recruitment incentives

Recruitment incentives may, at the discretion of the Chief Executive, be offered to potential

employees in relation to positions in rural and remote locations currently deemed by the Chief

Executive as belonging to a class of ‘hard-to-fill’ positions.

The letter of permanent appointment offer in relation to a relevant position should clearly detail

the incentives and also include information consistent with TAB B of this Guideline.

The letter of term appointment offer in relation to a relevant position should clearly detail the

incentives and also include information consistent with TAB C of this Guideline.



Apart from the exercise of discretion by the Chief Executive to offer recruitment incentives to an

individual in accordance with the terms of this Guideline and consistent with the pro forma letters at

TABs B and C, recruitment incentives may not be the subject of agreements and are not to be

established as applying generally as conditions of employment.

6.9 Retention incentives for existing employees

Retention incentives may, at the discretion of the Chief Executive, be applied to existing employees in the

same way as incentives might be applied to the recruitment of positions under this Guideline, provided that the

position occupied by the employee in a specific location is currently deemed by the Chief Executive as

belonging to a class of ‘hard-to-fill’ positions. In these circumstances, the decision to offer retention incentives

might also be influenced by factors such as the position having been high-turnover in the past or having

regard to the fact that other employees in the same position in the same or nearby location are in receipt of

incentives.

Where retention incentives are offered, they need not equate to the dollar values or utilise the same incentive

items used for recruitment incentives in respect of the same hard-to-fill position in the same or nearby rural

and remote location.

The letter to a permanent appointment employee in a relevant position granting retention

remuneration and/or conditions needs to detail those incentives and should also include

information consistent with TAB D of this Guideline.

The letter to a term appointment employee in a relevant position granting retention remuneration

and/or conditions needs to detail those incentives and should also include information consistent

with TAB E of this Guideline.

Apart from the exercise of discretion by the Chief Executive to offer retention incentives to an

individual in accordance with the terms of this Guideline and consistent with the pro forma letters at

TABs D and E, retention incentives may not be the subject of agreements and are not to be

established as applying generally as conditions of employment.



6.10 Record Keeping and Reporting of Incentive Scheme

Participating agencies are required to maintain their own records and report to the DPE on the application of

this Guideline to their agency each six months, January to June and July to December each year. [Note: DPC

will prepare a pro forma table for agency use in respect of its own record keeping and in respect of reporting to

the DPE.]

The requirements are detailed at TAB F and fall into the 3 categories:

1. Maintain records identifying each position in a rural and remote location that is currently identified as

‘hard-to-fill’ and occupied.

2. Maintain records identifying each position in a rural and remote location that is currently identified as

‘hard-to-fill’ but unoccupied.

3. Maintain records identifying each position in a rural and remote location that was formerly identified as

‘hard-to-fill’ where the employee working in that position at the relevant time is still in receipt of any

incentives.

7. Fringe Benefit Tax

Agencies are responsible to apply the correct tax treatment to all incentive items being provided.

Individual employees are advised to consult a financial adviser before finalising their package.

Under this Incentive Scheme, the package made available to individual employees is to be valued at its gross

value. Any FBT liability is not counted as part of the value of the package and the employing agency is

responsible for payment of any FBT incurred.

8. Review of this Guideline

This Guideline, including the $10,000 limit upon Tier 2 incentives, will be reviewed each 3 years by the DPE.



Suite of Tier 2 and Enhanced Tier 2 Incentives - TAB A

Incentive Detailed description

Professional development

e.g. 5 days per annum of professional development &/or work-related training, including costs of participation and necessary travel

Computer/internet reimbursement

Provision of laptop to employees on commencement; payment of costs of best possible broadband domestic internet connection, including establishment and ongoing fees

Relocation costs

Access to TECA

Reimbursement of % of electricity costs

Payment of up to 100% of costs of connection and domestic power bills

Reimbursement of % of telephone costs

Payment of up to 100% of costs of landline and or mobile phone connection and call costs

Financial assistance for some medical and dental services

Cover up to 100% of travel costs where employee has had to travel to another centre for medical/dental treatment. Cover up to 100% of medical benefits insurance

Additional personal leave

Up to 5 additional days FACS leave per annum if required

Additional recreation leave through access to purchased leave scheme

Conditions Award clause 76

Compassionate travel

Return domestic travel costs (including economy air fare) to nearest capital city in the event of major illness or death of member of the employee’s immediate family Reasonable economy travel & accommodation costs in circumstances where the employee or a family member residing with the employee requires specialist medical treatment and/or hospitalisation at the nearest suitable facilities outside the employment location

Return airfare to Sydney (or home base) each year

One return economy airfare to Sydney (or employee’s home base) per annum, or equivalent motor vehicle allowance where air travel is not practicable.

Credit for study leave on full pay

Paid semester off work after 3 years service

Family travel assistance

One or more return economy air fare per annum for a family member usually part of the employee’s household to travel from nearest capital city

Transfer incentives

Where appointment is for specific term, right to return to substantive or another preferred location

Study assistance

Up to 4 hours study time a week plus additional SL for block attendance

Cash bonus

To be paid after 12 months in the position and at the completion of each additional year for the agreed term of the appointment



Recruitment incentives – Letter - Permanent appointment - TAB B

Recruitment incentives may, at the discretion of the Chief Executive, be offered to job applicants in

relation to positions in rural and remote locations currently deemed by the Chief Executive as

belonging to a class of ‘hard-to-fill’ positions.

The letter to a person offering permanent appointment to a relevant position should clearly detail

the incentives and include information to the effect that:

“…some of the components of the remuneration and conditions being offered for this position are

drawn from the Incentive Scheme in relation to identified hard-to-fill positions in rural and remote

locations.”

“These incentives are guaranteed to you for 3 years from the date of commencement in the

position and will continue indefinitely while you are working in this position unless and until you are

given at least 12 months notice that these incentives are to be withdrawn as a result of the position

being deemed by the Chief Executive as no longer belonging to the ‘hard-to-fill’ class.”

“These incentives will also be subject to review by the Chief Executive at any time in the event

your employment situation significantly changes, which would include such situations as being on

leave without pay for a significant period or portion of your contract hours or if you were working

revised contract hours (eg full time reduced to part time).”



Recruitment incentives – Letter - Term appointment - TAB C

The letter to a person offering a term appointment to a relevant position should clearly detail the

incentives and include information to the effect that:

“…some of the components of the remuneration and conditions being offered for this position are

drawn from the Incentive Scheme in relation to identified hard-to-fill positions in rural and remote

locations.”

“These incentives are guaranteed to you for 3 years from the date of commencement in the

position or for the duration of your term appointment, whichever period expires first, and will

continue indefinitely while you are working in this position unless and until you are given at least 12

months notice that these incentives are to be withdrawn as a result of the position being deemed

by the Chief Executive as no longer belonging to the ‘hard-to-fill’ class.”

“These incentives will also be subject to review by the Chief Executive at any time in the event

your employment situation significantly changes, which would include such situations as being on

leave without pay for a significant period or portion of your contract hours. If you wished to work

revised contract hours (eg full time reduced to part time), you would have to discuss whether a

new temporary contract needs to be negotiated.”



Retention incentives – Letter - Permanent appointment - TAB D

The letter to a permanent employee in a relevant position granting retention remuneration and/or

conditions needs to detail those incentives and should also include information to the effect that:

“…Your current terms and conditions of employment will be enhanced with effect from the first full

pay period to commence on or after ____________ .”

“This enhancement has become available because your position has been deemed ‘hard-to-fill’ by

the Chief Executive under the Incentive Scheme in relation to rural and remote locations. The

purpose of the incentive is to assist in retaining you in employment in your current position.”

“These incentives will continue indefinitely while you are working in your current position unless at

least 12 months notice is given that these incentives are to be withdrawn as a result of the position

being deemed by the Chief Executive as no longer belonging to the ‘hard-to-fill’ class. Where the

notice is given, the incentives may be withdrawn upon the expiry of the notice period.”

“The incentives will also be subject to review by the Chief Executive at any time in the event your

employment situation significantly changes, which would include such situations as being on leave

without pay for a significant period or portion of your contract hours or if you were working revised

contract hours (eg full time reduced to part time).”



Retention incentives – Letter - Term appointment - TAB E

The letter to an employee holding a term appointment in a relevant position granting retention

remuneration and/or conditions needs to detail those incentives and should also include

information to the effect that:

“…Your current terms and conditions of employment will be enhanced with effect from the first full

pay period to commence on or after ____________ .”

“This enhancement has become available because the position you are currently working in has

been deemed ‘hard-to-fill’ by the Chief Executive under the Incentive Scheme in relation to rural

and remote locations. The purpose of the incentive is to assist in retaining you in employment in

that position. “

“These incentives will continue while you are working in your current position until the end of your

term appointment or until you are given at least 12 months notice that these incentives are to be

withdrawn as a result of the position being deemed by the Chief Executive as no longer belonging

to the ‘hard-to-fill’ class, whichever period is shorter.”

“The incentives will also be subject to review by the Chief Executive at any time in the event your

employment situation significantly changes, which would include such situations as being on leave

without pay for a significant portion of your total hours or if you were working revised contract hours

(eg full time reduced to part time).”



Record Keeping and Reporting of Incentives Scheme – TAB F

Participating agencies are required to maintain their own records and report to the Director of Public

Employment on the application of this Guideline their agency each six months, January to June and July to

December each year. [Note: DPC will prepare a pro forma table for agency use in respect of its own record

keeping and in respect of reporting to DPE.]

1. Maintain records identifying each position in a rural and remote location that is currently identified as ‘hard-

to-fill’ and occupied. In relation to these, identify:

• The employee number of the employee occupying the position

• The position name

• The position’s location

• The applicable industrial instrument/s

• The Award classification name

• Whether the position is permanent or temporary, and,

o If temporary, the expected end date of the position

• Whether the position is full time or part time, and,

o If part time, how many hours per week

• Note the use of enhanced Tier 1 incentives

• Note the use of Tier 2 incentives, and,

o If used, the incentives being applied and their respective estimated dollar values (p.a.)

• Note the use of enhanced Tier 2 incentives approved by the DPE or the Police Commissioner, and,

o If used, the incentives being applied and their respective estimated dollar values (p.a.)

2. Maintain records identifying each position in a rural and remote location that is currently identified as ‘hard-

to-fill’ but unoccupied. In relation to these, identify

• The name of the substantive position holder, if applicable

• The position’s location

• The applicable industrial instrument/s

• The Award classification name

• Whether the position is permanent or temporary, and,

o If temporary, the expected start and end date of the position

• Whether the position is full time or part time, and,



o If part time, how many hours per week

• Note the intended use of enhanced Tier 1 incentives

• Note the intended use of Tier 2 incentives, and,

o If used, the intended incentive to be applied and their respective estimated dollar values (p.a.)

• Note the intended use of enhanced Tier 2 incentives approved by the DPE or Police Commissioner,

and,

o If used, the intended incentives to be applied and their respective estimated dollar values

(p.a.)

3. Maintain records identifying each position in a rural and remote location that was formerly identified as

‘hard-to-fill’ where the employee working in that position at the relevant time is still in receipt of any

incentives. In relation to these, identify:

• The employee number of the recipient of incentives

• The position name that attracted the incentives

• The location of the position that attracted the incentives

• The estimated dollar value of those incentives to the employee (p.a.)

• Whether the permanent employee is within their 3 year guarantee period, and,

o If so, when that 3 year period is due to expire, and,

o Whether the employee has been given 12 months notice for incentives to be ceased on a

date after the expiration of the 3 year guarantee period, and,

o If so, when will those incentives cease



Position Location – Rural and Remote – on or to the west (left) of the line –

TAB G

guidelines for implementation of the rural and remote ... payment of a remote area allowance...

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