CrimTrac Enterprise Agreement 2011-2014

SUPERANNUATION
137. The Agency will make compulsory employer contributions as required by the applicable legislation
and fund requirements.
138. Where employer contributions are to an accumulation superannuation fund, the employer
contribution will be 15.4% of the fortnightly superannuation contribution salary (or ordinary time
earnings). This will not be reduced by any other contributions made through salary sacrifice
arrangements. This clause does not apply where a superannuation fund cannot accept employer
superannuation contributions (e.g. unable to accept contributions for people aged over 75).
139. Employer superannuation contributions will not be paid on behalf of employees during periods of
unpaid leave that does not count as service, unless otherwise required under legislation.
140. The CEO may choose to limit superannuation choice to complying superannuation funds that allow
employee and/or employer contributions to be paid through fortnightly electronic funds transfer
using a file generated by the Agency’s payroll system.
PERFORMANCE MANAGEMENT FRAMEWORK
141. The CrimTrac Performance Management Framework (PMF) provides the basis for managing the
performance of Agency employees consistent with the achievement of Agency outcomes, by:
a. providing employees with a clear understanding of their role and what is expected of them at
work and how they are expected to perform
b. measuring employee contribution to business outcomes
c. measuring leadership behaviours of executive level employees
d. recognising and rewarding good performance through salary advancement and/or other
incentives
e. providing a clear link between an employee’s performance, learning and development needs
(both current and future), and the achievement of the Agency’s strategic directions
f. encouraging learning and development for improved current and future performance
g. supporting the Agency’s business planning process and helping to develop a high performance
culture in the Agency
h. supporting a work culture that continually seeks to improve performance through discussion
and constructive feedback
i. facilitating the early identification of performance that does not meet expectations and the
promotion of a constructive approach to the identification and resolution of any underlying
problems or difficulties.
142. The PMF provides for:
a. the development of performance expectations (in the form of a performance agreement) and
appropriate performance review criteria
b. the identification of employee training and development needs for current and future roles
c. review of performance between an employee and his or her supervisor
d. a discussion midway through and at the end of the review cycle to:
i. review the employee’s overall performance during the cycle
ii. decide which of the descriptors mentioned under ‘Performance Ratings’ is to be
applied to the employee’s overall performance during the cycle
iii. consider whether the employee’s training and development needs were met during the
assessment cycle and consider the employee’s future training and development needs.
24