Temporary assignment of senior executives is within the same Public Service agency or to another Public Service agency.
Senior Executive temporary assignment under rule 11 may be to:
- a role in the same band with the same work value and remuneration (at-level); or
- a role in the same band with higher work value and remuneration (at-level); or
- a role in the same band with lower work value and remuneration (at-level); or
- a role in a higher senior executive band (above-level).
At-level temporary assignment (within the same band)
An at-level temporary assignment is a temporary move to a different role in the same senior executive band as the senior executive is employed, generally followed by a return to the previously assigned role. In general, at level temporary assignment should not be used for periods longer than six months.
Due to the breadth of senior executive bands, roles in senior executive bands vary considerably in work value, in the level of capability required and in remuneration. Therefore a temporary assignment within the same band could be to a role with the same or greater capability requirements and remuneration than the senior executive’s current assigned role. For this reason, it is important to establish that the senior executive meets the capability requirements of the new role prior to proceeding with the move.
At-level temporary assignments of up to 6 months may be made on the basis that the delegate/manager of the new role is satisfied that the employee has the capabilities required to perform in the role.
At-level temporary assignments of longer than 6 months may be made on the basis that the senior executive has been assessed through a minimum of a suitability assessment as meeting the focus capabilities at the level required for the role. This will be the case where the level of capability against the focus capabilities in the new role is the same as for the current assigned role. Where the at-level temporary assigned role requires different capabilities to those in the employees current assigned role, or capabilities at different levels to the current assigned role, and the employee has not previously been assessed as having the capabilities at the level required, a suitability assessment against the previously untested capabilities is required.
Where an at-level temporary assignment is to a role with greater remuneration, a temporary assignment allowance may be payable. See section 5.4 of these guidelines for information on temporary assignment allowance, and section 5.7 for information on temporary assignment to a role with lower remuneration.
Above-level temporary assignment (to a higher band)
Senior executives may be temporarily assigned to roles in higher bands, for example, from ongoing employment in the senior executive band 1 to a temporary assignment in senior executive band 2 role.
Temporary assignment to a role in a higher band should be for no more than two years. For extensions beyond two years, a further comparative assessment based on advertising across the Public Service should be conducted and the employee confirmed as the most suitable candidate.
Above-level temporary assignment for up to 6 months may be made on the basis that the employee has previously demonstrated that they meet the capability requirements for the role (based on previous suitability assessments, temporary assignments, and/or documented performance assessments undertaken within the last 12 months). If this is not the case, a suitability assessment is required as a minimum to assess competence in any previously untested focus capabilities.
Above-level temporary assignment for longer than 6 months, including any extension of a temporary assignment that brings the total period to more than 6 months, must be based on a comparative assessment resulting from advertising across the Public Service. Therefore, it is important to consider the possible length of a temporary assignment before an employee is temporarily assigned.
Appendices 4 and 5 provide a summary of assessment requirements for senior executive temporary assignment to roles of greater remuneration and for payment of temporary assignment allowance.
Temporary assignment allowance
Non-executive and senior executive employees temporarily assigned to a role with higher salary or remuneration and work value (whether at- level or above-level) may be eligible for payment of a Temporary Assignment Allowance (TAA). The GSE Regulation sets out the requirements for payment of allowances for temporary assignments to higher non-executive roles (Clause 20) and for allowances for temporary assignments to executive roles (Clause 21).
TAA is the difference between an employee’s usual salary or remuneration and the salary or remuneration of the role to which the employee is temporarily assigned. Generally, TAA would be paid at the minimum salary or remuneration for the temporarily assigned role, however, it may be paid at a higher salary or remuneration for the role if determined appropriate by the agency head, having regard to the employee’s capabilities, knowledge and experience, including previous periods of temporary assignment at the higher level.
When TAA is payable, it is for the period of the temporary assignment only and does not become part of ongoing salary or remuneration.
Temporary assignment allowance for proportional duties (GSE Regulation Clause 20(3))
In most cases an employee temporarily assigned to a role would perform the full duties required of the role. However, in certain situations an employee may be required to perform only a proportion of the duties required of the higher role. This may arise when the temporary assignment is for a short period, when the opportunity is provided to more than one employee, or because of the employee’s own level of experience.
Where an employee is asked to perform a proportion of the duties of the temporary assignment, the employee is not paid the full TAA, but instead a proportional amount of the allowance, consistent with the proportion of the role they are performing. For example, an employee temporarily assigned to perform 75 per cent of a role is to be paid their usual salary or remuneration plus 75 per cent of the TAA. The duties the employee is to perform and the proportion of TAA to be paid are to be clearly stated and agreed to prior to commencement in the role.
For longer term temporary assignments where an employee is performing a proportion of the duties, the proportion of the duties the employee is performing and the associated TAA should be reviewed from time to time to ensure they continue to be appropriately set.
Payment of the allowance should be made during the period of temporary assignment, not in arrears. Any performance issues against the requirements of the role should be dealt with through the agency’s performance management system.