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Determination Variation - 7 April 2006

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Holders of Offices included in the Special Division of the Public Service and Prescribed Offices

SALARIES AND ALLOWANCES TRIBUNAL

 

A DETERMINATION MADE IN ACCORDANCE WITH SECTION 6(1)(c)(d) AND (e) OF THE SALARIES AND ALLOWANCES ACT 1975 FOR PUBLIC SERVICE OFFICE HOLDERS INCLUDED IN THE SPECIAL DIVISION AND PERSONS HOLDING OFFICES PRESCRIBED IN SALARIES AND ALLOWANCES REGULATION NUMBER 3

The Tribunal last issued a determination dealing with the holders of Special Division positions and Prescribed Offices on 7 April 2005. In accordance with section 8 of the Salaries and Allowances Act 1975, the Tribunal is required to issue a determination at intervals of not more than 12 months.  Accordingly it has undertaken an enquiry into the current classification and remuneration applicable to this group of office-holders.

BACKGROUND

The positions under the jurisdiction of the Tribunal have not been thoroughly assessed for their work value and classification since 1989. Over the intervening years, successive governments have made legislative changes to the responsibilities of some positions and have made many structural alterations to the public sector. These have had an impact on work value.

In the last few years, the Tribunal has received an increasing number of requests for special allowances to be paid to assist government in attracting or retaining staff. This has been at least in part an indication of the impact of the structural and legislative changes. Whilst the Tribunal has not acceded to all these requests, the granting of any special allowances tends to distort the relativities between positions and results in inequities. The use of allowances can become a form of incremental creep not directly related to work value. Other indications of problems with remuneration have been noted in the departure of some senior staff for positions better remunerated in other states. The Tribunal has also been advised that the recruitment of high quality senior staff has become more difficult in recent years.

The Tribunal’s statutory adviser, the Director-General of the Department of Premier and Cabinet, undertook an internal review of positions following the recommendations made in 2001 in the report Government Structures for Better Results which reviewed the machinery of the Western Australian government. The Tribunal awaited further implementation of the Review before deciding to commission an independent, external and comprehensive review of all 84 positions under its jurisdiction.

In its last determination the Tribunal indicated that the review of the classification of all positions was progressing.  It indicated a reluctance to make changes to individual levels of remuneration or classifications by way of special allowances during that period.  It further noted it would re-assess the case for special allowances on completion of the review. 

CURRENT ENQUIRY

The Tribunal collected information from several sources as a basis for the current determination. These included previous submissions from individual holders of positions; the only submission received in response to an advertisement placed in The West Australian of 8 February 2006; material provided by its statutory adviser; a range of economic indices and a report from Mercer Human Resource Consulting (Mercer), a firm with specialist expertise in executive remuneration.

Mercer was engaged to assess the work value of all 84 positions under the Tribunal’s jurisdiction. The consultants were to compare these positions in the Western Australian (WA) public sector with positions of similar work value and remuneration levels in other Australian public sectors and in the private sector. To do this, Mercer used a recognised and reliable job evaluation methodology and assessed the value of each position in relation to its current scope and responsibilities. The consultants described this as a “clean sheet” approach.

All office holders were invited to participate in interviews with the consultants. Most of the officers did so. Position descriptions, budget information, staffing numbers and current organisational structures were provided to the consultants to enable each position to be assessed according to its current responsibilities.

Meetings also were held with the Department of Premier and Cabinet to enable the Tribunal to consider the views of the employer on the work value assessments of the positions under review. 

Taken together, the material collected and considered provides for the most comprehensive and detailed assessment of the relevant positions undertaken since 1989. 

INFORMATION CONSIDERED

Submissions

The only submission received in response to the advertisement in the press was from the Government.  It supported remuneration increases that are fair, equitable and economically sustainable. It also stated a commitment to maintaining the real value of wages in the public sector within each occupational group.

Submissions to the Tribunal from individuals over recent years were considered at both the time of their receipt and in the context of this determination.  These submissions requested the Tribunal to grant recruitment allowances or retention allowances or allowances to recognise increased responsibilities.

Indices

The indices considered by the Tribunal were the latest issued by the Australian Bureau of Statistics: the December Quarter 2005 Consumer Price Index, the November Quarter 2005 Average Weekly Earnings Index and the December Quarter 2005 Labour Price Index. It also considered the Western Australian Consumer Price Index and Wage Cost Index for 2005. The latter indices showed upwards trends over the last year of 4.0 percent and 4.2 percent respectively. The Tribunal also considered the Government’s current Wages Policy, as noted in its submission.

Statutory adviser

The Tribunal met with its statutory adviser on several occasions to seek his advice and to review some of the material under consideration.

Mercer

The analysis by Mercer based on work value points indicated the following:

  • The overall remuneration levels in WA were 28 percent lower than those in New South Wales (NSW), 15 percent lower than those in South Australia (SA) and 10 percent above those in Queensland. The remuneration of the most senior positions in WA was further below those in NSW and SA. Trend lines showed that, compared with other states, WA had a flat remuneration structure that compressed the remuneration distance between the lowest and the highest valued positions. Additionally, the WA positions under review were remunerated in the lowest 25 percentile of the general market. The data are shown in the attached graph, Figure 1.

  • All positions were remunerated at levels significantly below those in the private sector where positions were of similar work value.

  • The differences in remuneration between positions in WA and those in NSW and SA were progressively greater the more senior the position. Sixty-one positions up to 1572 work-value points were remunerated slightly lower than positions of the same work-value in SA, further below NSW but above those in Queensland. Twenty-three positions from 1653 work value points to 3458 work value points were remunerated at levels up to a maximum of 39.6 percent below positions of the same work-value in NSW and SA but above those in Queensland.

The assessments made by Mercer demonstrated that a number of positions had declined in work value or had increased when compared to their existing classification level. These positions were given special scrutiny by the Tribunal. It determined that ten positions would be reclassified downwards and eight would be reclassified upwards.

SPECIAL ALLOWANCES

The consequences of granting special allowances have been noted above. Having considered the information available to it, the Tribunal has established a new base line for remuneration, reflecting the work value of each position at the present time. As a result of this, special allowances have become redundant and have been discontinued.

Special Division Legal Officers

No further adjustment is made in this determination to the salaries of legal officer positions in the Special Division, remuneration for which has already been the subject of a separate determination effective from 1 January 2006.  The existing salary levels are stated in the Schedules, which follow for the purposes of consolidation only.

Clerks of the Parliament

The Tribunal also determines the salaries of the Clerk and Deputy Clerk of the Legislative Assembly and of the Legislative Council at the same time as holders of senior positions in the Special Division and Prescribed Office holders.  The current determination is at the fourth Schedule.

DETERMINATION

The Tribunal has determined increases, which establish a new base line for remuneration. The new base line progressively increases the differences in remuneration between positions classified as Group 1 minimum through to Group 4 maximum. The determination moves remuneration in WA towards the trend line for remuneration in SA. This is shown in the attached graph, Figure 2.

The Tribunal has resolved to determine that remuneration for the 37 positions classified in Group1 be increased by 7 percent; the 16 positions classified as Group 2 minimum be increased by 8 percent; the 8 positions classified as Group 2 maximum be increased by 10 percent; the 16 positions classified as Group 3 be increased by 17 per cent and the 7 positions classified as Group 4 be increased by 24 percent.

The total cost to the salary budget of this determination is estimated at $1.5 million.

The resulting levels of remuneration are set out in the First Schedules, which follow.

The determination will now issue.

Signed at Perth this 7th day of April 2006

Professor M C Wood J A S Mews M L Nadebaum
CHAIRMAN MEMBER MEMBER

SALARIES AND ALLOWANCES TRIBUNAL

"Removed from website as commercial in confidence"

FIRST SCHEDULE: HOLDERS OF OFFICES INCLUDED IN THE SPECIAL DIVISION OF THE PUBLIC SERVICE AND PRESCRIBED OFFICES

Pursuant to the provisions of section 6(1)(d) and (e) of the Salaries and Allowances Act 1975 (as amended) the Salaries and Allowances Tribunal determines the salaries to be paid to the Officers of the Public Service holding offices included in the Special Division of the Public Service and the persons holding Prescribed Offices, as listed below, shall be the following with effect from 1 May 2006.

PART 1 – SALARIES AND OFFICES

 

Tenured
Salary

Non-tenured Salary

Group 1

Minimum

$129,887

$155,865

 

Maximum

$137,787

$165,345

Group 2

Minimum

$148,105

$177,725

 

Maximum

$159,086

$190,903

Group 3

Minimum

$183,634

$220,361

 

Maximum

$201,067

$241,280

Group 4

Minimum

$237,182

$284,618

Maximum

$260,649

$312,779

 

The above salaries are inclusive of Annual Leave Loading. This was effective from 1 August 2000.

AGENCY

OFFICE

CLASSIFICATION

Department of Agriculture and Food

Director General

Group 3

Maximum

Alcohol and Drug Authority

Chief Executive Officer

Group 1

Minimum

Department of the Attorney General

*Note:      With effect from 1 January 2006

Director General

Group 3

Minimum

State Solicitor

$270,728*

Parliamentary Counsel

$270,728*

Queen’s/Senior Counsel

$257,190*

State Counsel

$243,654*

Deputy State Solicitor

$230,118*

Deputy Parliamentary

Counsel

$230,118*

Senior Adviser State Solicitor’s Office

$216,583*

Office of the Auditor General

Auditor General

Group 4

Minimum

Deputy Auditor General

Group 2

Minimum

Botanic Gardens and Parks Authority

Chief Executive Officer

Group 1

Minimum

Coastal Shipping Commission

General Manager

Group 2

Minimum

Department for Community Development

Director General

Group 3

Maximum

Department of Conservation and Land Management

Executive Director

Group 3

Minimum

Department of Consumer & Employment Protection

Director General

Group 3

Minimum

WorkSafe Western Australia Commissioner

Group 1

Maximum

Commissioner for Fair Trading

Group 1

Maximum

Department of Corrective Services

Commissioner

Group 3

Maximum

Deputy Commissioner, Community & Juvenile Justice

Group 1

Maximum

Deputy Commissioner, Adult Custodial

Group 1

Maximum

Deputy Commissioner, Offender Management & Professional Standards

Group 1

Minimum

Department of Culture and the Arts

Director General

Group 2

Minimum

Curriculum Council of Western Australia

Chief Executive Officer

Group 1

Maximum

Disability Services Commission

Director General

Group 3

Minimum

Office of the Director of Public Prosecutions

*Note:      With effect from 1 January 2006

Director Legal Services

$243,654*

Consultant State Prosecutor

$203,507*

East Perth Redevelopment Authority

Chief Executive Officer

Group 1

Maximum

Department of Education and Training

Director General

Group 4

Maximum

Deputy Director General, Schools

Group 2

Maximum

Deputy Director General, Training

Group 2

Maximum

Department of Education Services

Chief Executive Officer

Group 2

Minimum

Western Australian Electoral Commission

Electoral Commissioner

Group 1

Maximum

Deputy Electoral Commissioner

PS Level 9

Office of Energy

Coordinator of Energy

Group 2

Maximum

Department of Environment

Chief Executive Officer

Group 1

Maximum

Equal Opportunity Commission

Commissioner for Equal Opportunity

Group 1

Maximum

Fire and Emergency Services Authority

Chief Executive Officer

Group 3

Minimum

Department of Fisheries

Executive Director

Group 3

Minimum

Forests Products Commission

General Manager

Group 2

Minimum

Government Employees Superannuation Board

Executive Director

Group 3

Minimum

Department of Health

Deputy Director General - Healthcare. *If a Senior Medical Practitioner occupies this position the level of remuneration shall also include a loading of 30% in lieu of other allowances normally received on top of the Incremental Allowance.

Group 2

Maximum

Executive Director - Chief Finance Officer

Group 2

Minimum

Executive Director - Population Health

Group 2

Minimum

Office of Health Review

Director

Group 1

Maximum

Department of Housing & Works

Director General

Group 3

Maximum

Department of Indigenous Affairs

Commissioner for Aboriginal Planning

Group 2

Minimum

Department of the Registrar Western Australian Industrial Relations Commission

Registrar

Group 1

Minimum

Department of Industry and Resources

Director General

Group 4

Minimum

Office of the Information Commissioner

Information Commissioner

Group 1

Minimum

Office of the Inspector of Custodial Services

Inspector of Custodial Services

Group 1

Maximum

Department of Land Information

Chief Executive

Group 2

Maximum

Valuer General

Group 1

Minimum

Library Board of Western Australia

State Librarian

Group 1

Maximum

Department of Local Government & Regional Development

Director General

Group 2

Maximum

Main Roads Department

Commissioner of Main Roads

Group 3

Maximum

Mental Health Review Board

President

Group 1

Minimum

Midland Redevelopment Authority

Chief Executive Officer

Group 1

Minimum

Western Australian Museum

Director of the Museum

Group 1

Minimum

Parliamentary Commissioner for Administrative Investigations

Commissioner

Group 3

Minimum

Deputy Commissioner

Group 1

Minimum

Department for Planning & Infrastructure

Director General

Group 4

Minimum

Western Australian Police Force

Commissioner

Group 4

Minimum

Executive Director

Group 2

Minimum

Deputy Commissioner, Operations

Group 2

Maximum

Deputy Commissioner, Specialist Services

Group 2

Maximum

Assistant Commissioner, Corruption Prevention and Investigation

Group 1

Maximum

Assistant Commissioner, Regional WA

Group 1

Maximum

Assistant Commissioner, Counter Terrorism & State Security

Group 1

Minimum

Assistant Commissioner, South Metropolitan

Group 1

Minimum

Assistant Commissioner, North Metropolitan

Group 1

Minimum

Assistant Commissioner, Traffic and Operations

Group 1

Minimum

Assistant Commissioner, Specialist Crime

Group 1

Minimum

Assistant Commissioner, Professional Development

Group 1

Minimum

Department of the Premier and Cabinet

Director General

Group 4

Maximum

Executive Director Policy Division

Group 3

Minimum

Office of the Public Sector Standards Commissioner

Commissioner for Public Sector Standards

Group 3

Minimum

Public Transport Authority

Chief Executive Officer

Group 3

Maximum

Department of Racing, Gaming and Liquor

Director General

Group 2

Minimum

Rottnest Island Authority

Chief Executive Officer.

Group 1

Maximum

Small Business Development Corporation

Managing Director

Group 1

Minimum

Department of Sport and Recreation

Director General

Group 1

Maximum

State Supply Commission

Chief Executive Officer

Group 1

Maximum

Western Australian Tourism Commission 

Chief Executive Officer

Group 2

Minimum

Department of Treasury & Finance

Under Treasurer

Group 4

Maximum

Executive Director (Finance)

Group 2

Minimum

Executive Director (Agency Resources)

Group 1

Maximum

Executive Director (Economic)

Group 2

Minimum

Commissioner State Revenue

Group 2

Minimum

Department of Water

Director General

Group 2

Minimum

Waters and Rivers Commission

Chief Executive Officer

Group 2

Minimum

Workers’ Compensation and Rehabilitation Commission

Executive Director

Group 1

Maximum

Zoological Gardens BoardParks Authority

Chief Executive Officer

Group 1

Minimum

 

PART 2 – NON-TENURED SALARY

The non-tenured salary is payable to:

  • A person holding a Prescribed Office included in section 6(1)(e) of the Salaries and Allowances Act and who is appointed on a fixed term contract without any guarantee of continued employment at the expiration of such term.
  • An officer holding an office included in section 6(1)(d) of the Salaries and Allowances Act 1975, who is appointed under the provisions of the Public Sector Management Act 1994 on a fixed term contract without any right of continued employment at the expiration of such term.
  • An officer who does not elect to retain a right of return as provided in section 58 of the Public Sector Management Act 1994.
  • A commissioned police officer whose previous commission is revoked upon appointment as Commissioner, Deputy Commissioner or Assistant Commissioner and who is appointed for a fixed term with no right of return to commissioned rank.

The non-tenured salary is calculated by adding twenty per cent to the determined tenured salary. Unless otherwise indicated, salaries shown in Part 1 are at the tenured rate.

PART 3 – INCREMENTAL ALLOWANCE

A person holding a chief executive officer position included in section 6(1)(d) or (e) of the Salaries and Allowances Act 1975, on completion of 3 years of continuous service in the same positionat the same level, shall be is entitled to receive by way of allowance a one step increment to the next classification level.  The incremental allowance does not constitute a basis for any further increments.

The next classification level refers to the salary attaching to the next highest salary to the substantive salary determined for the classification attaching to the positionFor example, under the entitlement Aa person chief executive officer holding a position classified at Group 2 Minimum would receive an allowance to Group 2 Maximum., or if   A person holding a position classified at Group 3 Maximum would receive an allowance to Group 4 Minimum. The incremental salary level for eligible persons classified at the Group 4 Maximum level is –

  • Tenured $286,714
  • Non-tenured $344,057

Persons in receipt of a “personal salary” or a special allowance are not entitled to receive the abovementioned incremental salary unless specifically determined by the Tribunal.  The incremental allowance is payable where an allowance attaches to the position itself.

The value of the motor vehicle set out in Part 4 shall is to be assessed on the actual classification determined for the office held – that is, receipt of the incremental allowance does not involve upward adjustment of the motor vehicle entitlement.

PART 4 – MOTOR VEHICLES

In addition to the salaries determined for the officers and persons holding offices included in Section 6(1)(d) and (e)listed in Part 1,the following amounts represent the cost to government of the motor vehicles approved by the Tribunal for the respective classification levels. The figures have been calculated having regard to the make and model of motor vehicle previously approved for issue to Chief Executives. the office-holders have an entitlement to a motor vehicle for private use provided through State Fleet in accordance with the criteria below.

Benchmark Vehicle

Where a Benchmark Vehicle is sought through State Fleet, the entitlement is to one of the following vehicles.

Classification

Benchmark Vehicle (6 cylinder)

Below Group 1 Minimum

Ford Falcon XT or Holden Commodore Executive

Group 1 Minimum to Group 2 Minimum

Ford Fairmont (not Ghia) or Holden Berlina

Group 2 Maximum and above

For a position where a salary is determined in lieu of a classification. The tenured salary of the position should be compared to the tenured salaries for the Group 1 to Group 4 range and the appropriate value obtained.

Ford Fairmont Ghia or Calais

 

Non-Benchmark Vehicle

Where a vehicle other than a Benchmark Vehicle is sought through State Fleet, the difference in cost to Government

  • where greater, it is to be paid fortnightly by the individual, or
  • where lesser, it is to be paid fortnightly as part of the individual’s salary.

The method of calculating costs to determine whether an additional contribution must be made by the individual or the surplus paid as part of salary shall be based on the actual cost to Government of the vehicle sought, (using the formula detailed in this determination below), must be compared against the more expensive of the  Benchmark Vehicles mentioned above.  The cost at the time of entering into the lease is applicable.

Where an individual wishes to obtain a motor vehicle that varies from the standard aboveBenchmark Vehicle, the motor vehicle costs must include the lease cost, Fringe Benefits Tax and all other operating costs based on a the relevant figure of nominated kilometres to be travelled annually.  The formula to be adopted in valuing the motor vehicle is:

L + R + aD + FBT, where

L =

Lease payments

R =

Registration costs

a =

Running cost per kilometre

D =

nominated annual kilometres*

FBT =

Fringe Benefits Tax

*Note: To the extent that in line with State Fleet policy agencies may in practice already have adopted this approach (ie departed from the originally specified 20,000 km per annum calculation base) this is endorsed.

FBT is costed at purchase price (inc GST) x Statutory fraction x Gross up (2.1292) x FBT rate (0.485).

Fringe Benefits Tax Exempt Agencies; Where an organisation is exempt from FBT in accordance with Commonwealth Government legislation, a notional amount equal to the standard FBT must be added to the cost of the benefit.

Should an officer choose other than a Benchmark Vehicle, it may have implications on their superable salary. Further information can be obtained from the Government Employees’ Superannuation Board’s Members’ Services Centre.

Non-chief executive officers who wish to vary from the standard above Benchmark Vehicle must also obtain the approval of their chief executive officer for the make and model of vehicle required.

The cost of vehicle accessories over and above those available to Senior Executive Service members as set out in the “WA Government Fleet Policy and Guidelines” should be borne by the individual.

In most instances the Fleet Manager will provide a total costing for each vehicle.

Cash Value

Where a person elects not to be provided with a motor vehicle through State Fleet he/she is entitled to the cash value being paid fortnightly as additional salary.  The cash values are paid in accordance with the following criteria.

Classification

Cash Value

Below Group 1 Minimum

$16,900

Group 1 Minimum to Group 2 Minimum

$18,900

Group 2 Maximum and above

For a position where a salary is determined in lieu of a classification. The tenured salary of the position should be compared to the tenured salaries for the Group 1 to Group 4 range and the appropriate value obtained.

$22,000

 

General

The provision of vehicles remains an administrative responsibility of the Department to manage in a cost effective manner.

An individual accessing a vehicle under this Part shall take due care of the condition and security of the vehicle.  This includes responsibility for ensuring the vehicle is regularly serviced and maintained at government expense according to the manufacturer’s recommended specifications, and making arrangements for off-street parking at home, whenever practicable, with appropriate security precautions taken at all times.  Any theft or damage, however slight, should be reported to the Fleet Manager with a view to repairs being affected at the earliest opportunity.

While the vehicle may be used anywhere in Western Australia at no cost to the individual, if the vehicle is driven interstate, the individual is liable for the cost of fuel and oil while interstate.  Furthermore, if used interstate the person must be in the vehicle at all times.

Should the officer choose not to use the vehicle, supplied through State Fleet, for business (eg. for travelling to and from work), but allows and authorises the vehicle to be used for private use during business hours by another family member or person, he/she is not entitled to access another government vehicle for his/her private use.

PART 5 – REMUNERATION PACKAGE VALUE

For the purposes of calculating the value of the remuneration package the employer cost of superannuation should be included in addition to the salary and the amount determined by the Tribunal for the motor vehicle provided.

Motor Vehicle: Part 4 contains the determination as to the value ascribed to the motor vehicle that will be provided or the amount that can be taken in lieu of a vehicle.  Should an officer choose to take cash in lieu of a vehicle, it may have implications on their Gold State superannuable salary.  A key issue here is that the Cash Value of the vehicle is not included in the officer’s salary for Gold State superannuation purposes.  Also if the officer chooses a vehicle with a value below the benchmark vehicle then the surplus returned in additional salary is not included in the officer’s salary for Gold State superannuation purposes.

An initial guide on this issue can be obtained on the Government Employees’ Superannuation Board’s (GESB) website at www.gesb.wa.gov.au/employers. (Then go to Publications and Forms, Guides, Salaries and Allowances Guide.  Then use the Bookmark tag on the left hand side of the screen to scroll to Part Two, Salaries and Allowances Index and scroll to ‘in lieu of a motor vehicle’ heading.)  Further information can be obtained from the GESB’s Members’ Services Centre.

Superannuation:  Due to the closure of superannuation schemes over the past years, it is not possible to prescribe the value per person of the superannuation benefit.  It is generally assumed that where a person was a member of the Western Australian public sector prior to the 30 December 1995, the value of superannuation is twelve per cent of basic salary.  For those who joined after that date, the superannuable component is in accordance with that required under the Superannuation Guarantee Levy.

Salary packaging in respect to superannuation and novated leases can be effected in accordance with the “Guidelines for Salary Packaging in the WA Public Sector” document, which can be accessed at www.docep.wa.gov.au/lr/LabourRelations/Content/Public%20Sector/Resources/Circulars/Pages/1198attach.html. One of the key issues in these guidelines is that employees are allowed only to package up to 50% of their Total Employment Cost, other than in FBT exempt agencies where the limit is 30%.

Signed at Perth this 7th day of April 2006.

Professor M C Wood J A S Mews M L Nadebaum
CHAIRMAN MEMBER MEMBER


SALARIES AND ALLOWANCES TRIBUNAL

 

SECOND SCHEDULE

COURT REGISTRARS

Pursuant to section 6(1)(d) of the Salaries and Allowances Act 1975 the Salaries and Allowances Tribunal determines the salaries to be paid to the holders of the offices listed below and are as follows with effect from 1 January 2006:

 Supreme Court Principal Registrar $232,555
  Registrar  $205,943
 District Court Principal Registrar $216,583
  Registrar $203,507
  Deputy Registrar $182,986

The salaries are inclusive of Annual Leave Loading.

The holders of these offices have an entitlement to a motor vehicle selected only from Items 1001 to 1008 and 2001 to 2007 inclusively of the Government’s Common Use Contract No 012A1994 as amended from time to time.

Signed at Perth this 7th day of April 2006.

Professor M C Wood J A S Mews M L Nadebaum
CHAIRMAN MEMBER MEMBER


SALARIES AND ALLOWANCES TRIBUNAL

 

THIRD SCHEDULE

DIRECTOR OF PUBLIC PROSECUTIONS

Pursuant to section 6(1)(e) of the Salaries and Allowances Act 1975 the Salaries and Allowances Tribunal determines that the holder of the office of Director of Public Prosecutions is entitled to the salary and allowances payable from time to time to a Puisne Judge of the Supreme Court of Western Australia.

The holder of the office is entitled to a motor vehicle of the type provided to a Puisne Judge.

Signed at Perth this 7th day of April 2006.

Professor M C Wood J A S Mews M L Nadebaum
CHAIRMAN MEMBER MEMBER


SALARIES AND ALLOWANCES TRIBUNAL

 

FOURTH SCHEDULE

CLERKS OF THE PARLIAMENT

Pursuant to the provisions of section 6(1)(c) of the Salaries and Allowances Act 1975 (as amended) the Salaries and Allowances Tribunal determines the remuneration salaries to be paid to the holders of the offices included in Section 6(1)(c) of the Act, listed below and are as follows with effect from 1 May 20062May.:

Clerk of the Legislative Council

       $160,000

Deputy Clerk of the Legislative Council

       $122,000

Clerk of the Legislative Assembly

       $160,000

Deputy Clerk of the Legislative Assembly

       $122,000

The above mentioned salaries are inclusive of Annual Leave Loading.

The holders of these offices also shall entitled to the supply of a fully maintained motor vehicle for business and private use.

Signed at Perth this 7th day of April 2006.

Professor M C Wood J A S Mews M L Nadebaum
CHAIRMAN MEMBER MEMBER


SALARIES AND ALLOWANCES TRIBUNAL

 

Acknowledgement of Country

The Government of Western Australia acknowledges the traditional custodians throughout Western Australia and their continuing connection to the land, waters and community. We pay our respects to all members of the Aboriginal communities and their cultures; and to Elders both past and present.