support on current remuneration issues. The goal of your position paper is to convince the audience of senior managers, that your opinion is valid and defensible. In the position paper you should: ? Identify and explain the remuneration issues ? Examine the strengths and weaknesses of your position ? Identify and refute counterclaims ? Evaluate possible solution and recommend a course of action ? Validate your position with a minimum of 10-12 authoritative references

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New information for Assessment 3 In investigating the identified opportunities above, the CEO has discovered that the Singapore Government will consider supporting research projects in Australia on the condition that; the research outcomes would be relevant to industry within Singapore, and established researchers from Singapore are engaged as expatriate employees in senior roles by the Australian organisation for a minimum of three years. ● Further investigation reveals that suitably qualified Singaporean researchers, pre-approved by the Singapore's government, would apply for the roles based on position descriptions and selection criteria set out by TRFI. Once compatible projects and expatriates are agreed upon, the Singapore Government would arrange for the appropriate visas and the relocation of the Singaporean expatriates into Australia, however the remuneration package (including base pay, bonuses, benefits, and allowances) are to be covered by TFRI. The CEO believes that the potential benefits of this international funding includes; a revenue stream from the Singapore tropical fruit industry via their government, ● potential revenue from the Australian Government to contribute to those projects supported by Singapore, and the expatriates' knowledge, skills, and experience in emerging technologies. Base Pay Review TFRI, recently engaged your team as independent consultants to review the current Base Pay System. The Base Pay Review was to be completed in three steps: 1. Review the historical records of staffing and their Base Pay. 2. Determine the Remuneration requirement for the proposed Expatriate personnel. 3. Develop Recommendations for a system for determining Base Pay. You have completed the first two steps as detailed as follow. The Current Base Pay System is a traditional Pay Scale system where there are 5 levels from A to E with 5 steps per level refer Figure 3. Administration staff would be in levels A and B, Technicians and Trades personnel would be in level B, Degree Qualified Professional staff are in level C, Senior Professional staff are in level D and Unit Managers would be in Level E. The CEO's remunerations package is not bound by the Pay Scale System, rather it is negotiated every three years with the Board. The base pay for a few staff members has been above their typical level, but only in rare cases of long serving employees with very specialised and sought knowledge, skills and experience. Year on year pay scale adjustments are made by the HR Manager based on either CPI or the official interest rate, whichever is lower. An initial comparison with data from professional associations such as Professionals Australia and Engineers Australia suggest that the existing Pay Scale is below median for the professional staff, at around the lower end of the second quartile. Information through https://www.payscale.com/ for the technical, trades and administration staff suggest a similar situation. This may offer some explanation for the growing discontent emerging over base pay rates across departments as noted in a SWOT analysis. New information for Assessment 3 In investigating the identified opportunities above, the CEO has discovered that the Singapore Government will consider supporting research projects in Australia on the condition that; the research outcomes would be relevant to industry within Singapore, and established researchers from Singapore are engaged as expatriate employees in senior roles by the Australian organisation for a minimum of three years. ● Further investigation reveals that suitably qualified Singaporean researchers, pre-approved by the Singapore's government, would apply for the roles based on position descriptions and selection criteria set out by TRFI. Once compatible projects and expatriates are agreed upon, the Singapore Government would arrange for the appropriate visas and the relocation of the Singaporean expatriates into Australia, however the remuneration package (including base pay, bonuses, benefits, and allowances) are to be covered by TFRI. The CEO believes that the potential benefits of this international funding includes; a revenue stream from the Singapore tropical fruit industry via their government, ● potential revenue from the Australian Government to contribute to those projects supported by Singapore, and the expatriates' knowledge, skills, and experience in emerging technologies. Base Pay Review TFRI, recently engaged your team as independent consultants to review the current Base Pay System. The Base Pay Review was to be completed in three steps: 1. Review the historical records of staffing and their Base Pay. 2. Determine the Remuneration requirement for the proposed Expatriate personnel. 3. Develop Recommendations for a system for determining Base Pay. You have completed the first two steps as detailed as follow. The Current Base Pay System is a traditional Pay Scale system where there are 5 levels from A to E with 5 steps per level refer Figure 3. Administration staff would be in levels A and B, Technicians and Trades personnel would be in level B, Degree Qualified Professional staff are in level C, Senior Professional staff are in level D and Unit Managers would be in Level E. The CEO's remunerations package is not bound by the Pay Scale System, rather it is negotiated every three years with the Board. The base pay for a few staff members has been above their typical level, but only in rare cases of long serving employees with very specialised and sought knowledge, skills and experience. Year on year pay scale adjustments are made by the HR Manager based on either CPI or the official interest rate, whichever is lower. An initial comparison with data from professional associations such as Professionals Australia and Engineers Australia suggest that the existing Pay Scale is below median for the professional staff, at around the lower end of the second quartile. Information through https://www.payscale.com/ for the technical, trades and administration staff suggest a similar situation. This may offer some explanation for the growing discontent emerging over base pay rates across departments as noted in a SWOT analysis.

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Assessment 3 Position Paper on Employee Remuneration for Tropical Fruit Research Institute TFRI 1 Remuneration Issues Identification and Explanation a ... View the full answer