Western Australia Government Boards and Committees: Development of a Custom Remuneration Assessment Tool and Methodology

The Public Sector Commission (Customer) requires the provision of a customised assessment tool and methodology for evaluating and remunerating Government Boards and Committees (GBCs) and applicable Government Trading Entities (GTEs), with built-in indexation capability, as described in this Request.

Specification:

Design Specification of Methodology and Assessment Tool

a). The Contractor must develop a customised remuneration framework, comprising of an assessment tool and assessment methodology, contextualised to Western Australia (WA) enabling work value assessments. The intention is to provide a mechanism for establishing the remuneration of WA GBCs and GTEs within the Customer’s remit, which is simple to apply and explain to key stakeholders (for e.g. Ministers, agencies);

b). the assessment tool should be:

(i) capable of categorising and sub-categorising the work value of GBCs;

(ii) capable of determining the work value of each GBC and GTE incorporating an assessment scoring system, linked to a corresponding remuneration matrix or band; and

(iii) include an indexation mechanism to ensure ongoing alignment with market and/or policy changes.

c). The Contractor must provide the framework in an intelligent/automatic electronic standalone format (Microsoft compatible business application e.g. Excel).

d). The assessment tool/instrument should include:

(i) clearly described and defined measure factors (such as level of decision making, impact, time commitment, complexity);

(ii) discrete categories of GBC types that acknowledge differing levels of complexity and responsibility as the designated categorisation increases (the categories/subcategories may have a degree of overlap) ;

(iii) ability to recategorise GBCs and GTEs within same/different bands;

(iv) scored bands within each category/subcategory;

(v) remuneration ranges within each scored band, including overlapping remuneration ranges;

(vi) different types of remuneration options – such as stipends, sitting fees, hourly rates or a combination; and

(vii) a built-in increase mechanism to adjust remuneration for one or more (bulk) records, for example, increases linked to Consumer Price Index or other mechanism annually or at other interval . (Note the exact indexation approach will be discussed and confirmed with the Contractor ).