Salaries and allowances

Information on salaries and allowances for department employees.

Salary determination

The department's Standards Based Teacher Salary Procedure (PDF 1.5MB) has been revised. The procedure is to be applied for the purposes of establishing commencing salary, eligibility for the submission of salary determination applications, and applicable salary rates for classroom teachers engaged from 1 January 2016.

The procedure has been developed in accordance with the following principles:

  • Attract and retain quality teachers to and within the department, including new and experienced teachers being engaged by the department for the first time, and re-employment of returning teachers to the department.
  • Apply Standards Based Remuneration that rewards teachers when they achieve higher levels of professional accreditation, based on the Australian Professional Standards for Teachers.
  • Recognise relevant teaching experience to ensure that teachers are remunerated commensurately when they join the department from another teaching system (intrastate, interstate or from overseas), or when re-joining the department.

Permanent, temporary or casual teachers engaged with the department from 1 January 2016 with applicable teaching experience and/or pre-service caring for a child may be eligible for salary determination. The Salary Determination for Classroom Teachers – Information Guide (PDF 152KB) is written in line with the Standards Based Remuneration and should be read in conjunction with the Standards Based Teacher Salary Procedure (PDF 1.5MB).

The Salary Determination for Classroom Teachers - Application Form (PDF 877KB)should be completed and submitted with all supporting documents to salarydetermination@det.nsw.edu.au

Please note: For non NSW public schools teaching service, statements of service, pay advice slips and/or employment contracts must evidence period of teaching (dates), unpaid leave and base salary per annum. Any salary adjustments to be made following a salary determination will be effective from the first pay period commencing on or after the date a completed application was received by the department.

Salary packaging

Salary packaging allows eligible employees to receive part of their pre-tax remuneration in the form of benefits rather than receiving it all in salary. Salary packaging restructures the way in which employees receive income, which may maximise disposable income. Salary packaging can offer greater flexibility of an employee's remuneration to match their individual lifestyle and lifecycle choices.

Prior to entering into any salary packaging arrangements, staff are required to visit the Smartsalary website to ensure they are aware of the relevant conditions for salary packaging in the department, including reviewing the salary packaging guide.

Most department employees have access to some kind of salary packaging. To find out more, visit the Smartsalary website.

Deferred Salary Scheme

The Deferred Salary Scheme for teachers in schools and related employees (PDF 597.03KB) allows participants to take a year away from their position for professional development and renewal experiences such as participation in return to industry schemes, other industry experience, post graduate study, working in overseas education systems or other activities.

The Deferred Salary Scheme is a five-year scheme whereby participants will defer part of their salary for the first four years of the scheme and will be paid the deferred salary in the fifth year.

Transferred Officer's compensation

Officers appointed to a new location who are required to move residence may be entitled to compensation under the Determination for Transferred Officers Compensation (PDF 0.1MB).

”Transferred officer” means an officer who has been appointed to a new location for an indefinite period of time (other than from one part of the Sydney metropolitan area to another) and as a consequence of that appointment find it necessary to leave their existing residence and to take up a new residence. TOC does not include an officer on first employment, re-employment or transferred at their own request. Transferred Officers are subject to the appointment, service and distance requirements of Clause 1(u) of the Determination for Transferred Officers Compensation (PDF 0.1MB). The Teacher Recruitment team determine eligibility to TOC on appointment.

Relocation subsidy

On first employment or re-employment permanent teachers are not eligible for the provisions of the transferred officers compensation determination. Instead, teachers appointed to schools on the list of schools which attract the relocation subsidy for new appointees (DOCX 0.03MB) may be entitled to a relocation subsidy when it is necessary for them to leave their existing residence. Relocation subsidy application form (DOCX 0.02MB).

Rental subsidy

In general, teachers are expected to find their own accommodation. Teachers serving in country localities often have difficulty in finding suitable accommodation in areas in which there is a shortage of satisfactory private rental accommodation. To assist them, the Teacher Housing Authority (THA) maintains a number of houses and villa units throughout the state at market rental rates.

The department provides rental subsidies to those teachers in eight-point, six-point and four-point incentive schools who are either living in THA accommodation or who are eligible for THA accommodation and have been unsuccessful in obtaining that accommodation and are required to rent privately.

The rental subsidy paid is 90 per cent for teachers at eight-point schools, 70 percent for teachers at six-point schools and 50 per cent for teachers in four-point incentive schools. Conditions apply and teachers should refer to the rental subsidy information sheet (DOC 173KB) for full details before submitting a teaching application for rental subsidy (PDF 89.32KB) .

The Choose Rural pages on the Teach.NSW website have more information about the benefits and incentives available to teachers in rural and remote locations.

Locality allowance

If you are appointed to one of these eligible schools (PDF 0.09MB), you are eligible for payment of a locality allowance (climatic disability, isolation from socio economic goods and services or motor vehicle).

As the rate of locality allowance is dependent upon a teacher's personal circumstances it cannot be paid to you automatically. You must apply for payment of a locality allowance. Find the application form on the HR intranet (requires login) .

You may also be entitled to an allowance in respect of vacation travel expenses and/or for reimbursement of certain expenses related to medical or dental treatment. For a claim form, please ask at your school or contact employee services.

The Choose Rural pages on the Teach.NSW website have more information about the benefits and incentives available to teachers in rural and remote locations.

Recruitment bonus

The $10,000 recruitment bonus payment can be paid for successful appointments to teaching roles where two consecutive merit selection processes have been unsuccessful. It can be paid to teachers who are permanently appointed to hard-to-fill positions at 6-and 8-point listed and Connected Communities schools. The teacher needs to be engaged for four terms or more at the listed school to be eligible to receive the bonus. From January 2018, the $10,000 recruitment bonus will be extended to temporary teachers.

If the teacher leaves the position before the end of the engagement they will only be eligible to be paid part of the bonus, proportional to the time they were in the position. For example, if the engagement is for four terms and the teacher leaves after two terms the teacher would only be eligible for a bonus of $5,000.

More information is available in the Recruitment Bonus Procedure (DOCX 101.12KB) (login required).

The Choose Rural pages on the Teach.NSW website have more information about the benefits and incentives available to teachers in rural and remote locations.

$5,000 annual retention benefit for teachers at remote schools

From March 2018, teachers and principals working at remote schools and remote Connected Communities incentive schools with 12 months or more of continuous service may be eligible for an annual $5,000 retention benefit payment. The retention benefit will be paid to eligible teachers for up to 10 years.

To be eligible for retention benefit teachers and principals will need to:

  • be permanently employed, either in a full-time or part-time teaching role
  • work in one of the remote schools or remote Connected Community schools with at least 12 months continuous service
  • achieve satisfactory compliance with the department’s performance development program.

More details are available in the Retention Benefit Procedure (DOCX 76.52KB) (login required).

Taxation

Tax is deducted automatically through the department's payroll systems in accordance with formula supplied by the Australian Taxation Office (ATO).

All new employees must provide a tax file number declaration form to the department on commencement of their employment. Information you provide in this declaration will determine how much tax is withheld from payments made to you.

If you do not provide a tax file number, tax will be withheld from all payments made to you at the top rate of tax.

Where to submit your forms

Completed forms should be emailed as an attachment to the relevant EDConnect processing team, as follows:

Please note: Casual teachers engaged for the first time should submit their information to the school at which they have been engaged to work. The school will arrange for documents to be forwarded to the EDConnect casual payroll team at EDConnect.ecpc.forms@det.nsw.edu.au and for a casual payroll ID number to be issued.

Further information

Contact

For employee enquiries about pay and leave, call EDConnect on 1300 32 32 32 or log an online query.

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