South Australia: Classification and remuneration of non-executive employees
Version checked: 22 January 2026.
This determination sets the framework for classification, salary increments and specified qualification requirements. It is binding for covered public-service and declared employment and operates as guidance for other public-sector agencies.
Classification must reflect the duties, whether the work is temporary or ongoing. The relevant award, enterprise agreement and classification standards remain essential: the determination is not a stand-alone salary table. Progression generally follows satisfactory service, with provisions addressing earlier advancement, part-time and casual service, unpaid leave and suspension. Essential qualifications should be relevant to the role’s inherent requirements.
For a correctional employee claiming under-classification or higher-level work, compare the assigned duties and actual responsibilities against the correct correctional classification structure. Do not apply administrative-service standards merely because they appear among the Commissioner’s attachments.
Retain duty statements, delegations, acting directions, payslips, performance assessments and service records. Separate a claim about the classification of the work from a claim about a particular increment. The main determination has been reviewed; its separate qualification and classification attachments need individual checking before relying on their detailed tests.
General information, not advice on a particular case. Check coverage and the current industrial instrument before acting.
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