18. Salary rates will be as set out in Attachment A – Base salaries of this agreement.

19. The base salary rates in Attachment A – Base salaries include the following increases:

    19.1 4.0 per cent from the first full pay period on or after 1 March 2024 (the 14 March 2024);

    19.2 3.8 per cent from the first full pay period on or after 1 March 2025 (the 13 March 2025); and

    19.3 3.4 per cent from the first full pay period on or after 1 March 2026 (the 12 March 2026).

20. In recognition of a common alignment date of the first full pay period on or after 1 March each year, the base salary rates in Attachment A – Base salaries were calculated based on base salary rates as at 31 August 2023.

21. Employees will be paid fortnightly in arrears by electronic funds transfer into a financial institution account of the employee’s choice, based on their annual salary using the following formula:

Fortnightly salary = (𝐴𝑛𝑛𝑢𝑎𝑙 𝑠𝑎𝑙𝑎𝑟𝑦 𝑥 12) / 313

Note: This formula is designed to achieve a consistent fortnightly pay rate without significant variability year-to-year. It reflects that the calendar year is not neatly divisible into 26 fortnightly periods. There are 313 fortnightly pay cycles within a 12-year period.

22. Where an employee is engaged, moves to, is reassigned duties or is promoted in National Archives, or is allocated a classification on movement from a training classification the employee’s salary will be paid at the minimum of the salary range of the relevant classification, unless the Director-General determines a higher salary within the relevant salary range under these salary setting clauses.
23. The Director-General may determine the payment of salary at a higher value within the relevant salary range of the relevant classification and the date of effect at any time.
24. In determining a salary under these salary setting clauses, the Director-General will have regard to a range of relevant factors including the employee’s experience, qualifications and skills.
25. Where an employee commences ongoing employment in National Archives immediately following a period of non-ongoing employment in National Archives, the Director-General will determine the employee’s salary within the relevant salary range of the relevant classification which recognises the employee’s prior service as a non-ongoing employee in National Archives.
26. Where an employee commences ongoing employment in the agency immediately following a period of casual employment in National Archives, the Director-General will determine the employee’s salary within the relevant salary range of the relevant classification which recognises the employee’s prior service as a casual employee in National Archives.
27. Where an APS employee moves to National Archives at level from another APS agency, and their salary is above the maximum of the salary range for their classification, the Director-General will maintain the employee’s salary at that level, until it is absorbed into the salary range for that classification.
28. Where the Director-General determines that an employee’s salary has been incorrectly set, the Director-General may determine the correct salary and the date of effect.
29. Where an employee requests, in writing, to perform work temporarily at a lower classification level, the Director-General may determine in writing that the employee will be paid a rate of salary applicable to the lower level for the period specified in the request.
30. Where an employee reduces to a lower classification, salary will be determined by the Director- General as though service at salary points which exceeded the minimum of the lower classification was service in the lower classification.

31. Employees who are below the maximum pay point for their substantive classification will be eligible for annual salary progression to the next highest pay point for their classification, subject to the below criteria:

    31.1 satisfactory performance rating during the employee’s most recent performance review; and

    31.2 6 months of aggregate eligible service in the National Archives at or above the relevant classification level during the most recent annual performance management cycle. If an employee has less than 6 months of aggregate eligible service, the Director-General may exercise their discretion to determine a higher salary under the relevant salary setting clauses (clauses 22-30).

32. Eligible service for salary progression will include:

    32.1 periods of paid leave and unpaid parental leave

    32.2 periods of unpaid leave that count as service;

    32.3 service while employed on a non-ongoing basis; and

    32.4 service employed while as a shift worker.

33. During a period of unpaid parental leave employees will be eligible to advance a maximum of one increment, regardless of the length of unpaid parental leave.
34. Employees who are acting at a higher classification, and satisfy other eligibility criteria, will be eligible for salary progression while acting at both their substantive and acting classifications.
35. Salary progression while acting at a higher classification, will be retained for future acting duties at, or promotion to, that classification, regardless of elapsed time.
36. Casual employees are not eligible for incremental advancement.
37. For broadbanding provisions, see clauses 99-103.

38. Salary packaging will be available to employees on a salary sacrifice basis at no cost to the National Archives. There will be no limit to the proportion of salary that employees can elect to sacrifice. Further information on salary packaging can be found in the service provider’s Salary Packaging Information Guide.
39. Salary is defined as the employee’s salary prior to any salary sacrifice. Salary sacrifice will be taken to include participation in workplace giving or charitable contributions/donations schemes with recognised charities.

40. National Archives will make compulsory employer contributions as required by the applicable legislation and fund requirements.
41. Employer superannuation contributions will be paid on behalf of employees during periods of paid leave that count as service.
42. National Archives will make employer superannuation contributions to any eligible superannuation fund, provided that it accepts payment by fortnightly electronic funds transfer (EFT) using a file generated by National Archives’ payroll system.

Method for calculating superannuation salary

43. National Archives will provide an employer contribution of 15.4 per cent of the employee’s Ordinary Time Earnings (OTE) for employees in the Public Sector Superannuation Accumulation Plan (PSSap) and employees in other accumulation funds.
44. Employer contributions will be made for all employees covered by this agreement.
45. Employer contributions will not be reduced by any other contributions made through salary sacrifice arrangements.

Payment during unpaid parental leave

46. Employer contributions will be paid on periods of unpaid parental leave at the employee’s nominal base salary for periods of leave up to a maximum of 52 weeks.

47. An overpayment occurs if the Director-General (or National Archives) provides an employee with an amount of money to which the employee was not entitled (including but not limited to salary, entitlements, allowances, travel payment and/or other amount payable under this agreement).
48. Where the Director-General considers that an overpayment has occurred, the Director- General will provide the employee with notice in writing. The notice will provide details of the overpayment.
49. If an employee disagrees that there has been an overpayment including the amount of the overpayment, they will advise the Director-General in writing within 28 calendar days of receiving the notice. In this event, no further action will be taken until the employee’s response has been reviewed.
50. If after considering the employee’s response (if any), the Director-General confirms that an overpayment has occurred, the overpayment will be treated as a debt to the Commonwealth that must be repaid to the National Archives in full by the employee.
51. The Director-General and the employee will discuss a suitable recovery arrangement. A recovery arrangement will take into account the nature and amount of the debt, the employee’s circumstances and any potential hardship to the employee. The arrangement will be documented in writing.
52. National Archives and employee may agree to make a deduction from final monies where there is an outstanding payment upon cessation of employment.
53. Interest will not be charged on overpayments.

54. Nothing in clauses 47 to 53 prevents:

    54.1 National Archives from pursuing recovery of the debt in accordance with an Accountable Authority Instruction issued under the Public Governance, Performance and Accountability Act 2013;

    54.2 National Archives from pursuing recovery of the debt through other available legal avenues; or

    54.3 the employee or National Archives from seeking approval to waive the debt under the Public Governance, Performance and Accountability Act 2013.

55. An employee may be paid a percentage of the relevant pay rate for their classification in line with their assessed capacity to do the work if they:

    55.1 have a disability;

    55.2 meet the criteria for a Disability Support Pension; and

    55.3 are unable to perform duties to the capacity required.

56. Specific conditions relating to the supported wage system are detailed in Attachment C.