CASCADE HR

Salary Progression Development Reviews

In some circumstances, a colleague may be appointed below 100% of the benchmarked salary range where there is an identified development requirement.

Where this applies, a Salary Progression Development Review must be established at the point of appointment to clearly identify:

  • The reason for appointment below the benchmarked salary.
  • The knowledge, skills, experience, or capability to be developed.
  • The support and development activities to be provided.
  • How success will be measured.
  • The review period and anticipated review date.

Salary Progression Development Reviews are separate from Personal Development Plans and should not be used to replace regular development planning.

Managers should review progress regularly throughout the review period and provide ongoing support, coaching and feedback.

At the agreed review date, the manager should assess progress against the agreed development requirements and make a recommendation regarding salary progression.

Salary Progression Development Reviews should be reviewed regularly through one-to-one Meetings and updated within Cascade throughout the review period.