Dear Accident Compensation Corporation,
that you for supplying the copy of the Remuneration and Performance Policy appendix one.
After reading the supplied information it has lead to some further questions.

ACC staff pay bands are reviewed annually against the market rate, and may be increased to maintain alignment with comparable roles in market.

1. What is the R3 terms mentioned in the remunation and performance policy?
2, Why are the pay bands mentione din th policy different for those who accept the R3 offer?

3. What are the set objectives and competencies set out at the beginning of the performance year for a case manager are they individually worked out for each case manager or ACC position or is there a one size fits all list of objectives. Please list them for a case manager ;
A/ who is based in SCU
B/ who is based in a branch such as chch nelson Alex etc
C/ who is based in the remote claims unit
D/ who is based in the Wellington central Branch (intricate caims)

4. What is the five point scale that is used? Which is known as the Performance Development Cycle. PLease list the points of the scale.

5. What is the required standard a case manager has to meet to be eligible to receive the performance based pay increase mentioned.

6. Please supply copies of the performance year pay tables for case managers for the 2015/16 year

Performance rewards as mentioned in the remuneration and performance policy for those who have accepted the R3 offer are made by way of base salary increases, lump sum payments or a combination of the PIR.
What specifically are the lump sum payments made for and what criteria in the PIR do case managers have to meet to receive a lump sum payment.

Yours faithfully,

P.A Hamill

Dear Government Services,
Thank you for your time in sourcing this information.

Kind Regards,

P.A Hamill