Summary

• Does your organisation define default remuneration packages based on specific positions?
• What are the default components that would apply to each position-based remuneration package?
• In defining position-based default packages, are benefit values identified to provide a comparison between employee packages and the defaults for the position they have been appointed to?
• Does your organisation usually identify a bonus component for position-based default packages, and if so what is the basis for determining this value?
• Does your organisation usually identify the number of shares that a position-based package would be entitled to be offered, and if so what is the basis for determining the entitlement?
• Are employee-based remuneration packages usually based on the components of the employee’s default ‘position package’?
• Does your organisation assign a specific period of time to an employee’s remuneration package, and if so what is the usual period, for example, 12 months or 2 years?
• Can an employee have more than one ‘current’ remuneration package and if so, how does this impact on the overall remuneration policy of your organisation?
• Are employee’s remuneration packages aligned to your organisation’s remuneration policy? For example, base salary, total fixed remuneration and total remuneration?
• Does an employee’s remuneration package reflect the employee's salary band? Is there a correlation between the employee’s remuneration package and the employee's salary band?