- Casual
- Weekly
- Factory
- Touring
- Other
Overview
Managers determine each employee’s employment level using different methods.
For new hires, this involves reviewing resumes, references, interviews, and skills assessments.
For current employees, performance reviews and assessments guide level progression.
Position Descriptions and Standards outline required skills for each role and level.
Pay Rates are based on the assigned level.
As employees gain new skills and experience, they may “level up” and earn more. However, promotions depend on business needs—roles aren’t created unless necessary. For example,
Aven is a Level 3 Warehouse Technician who has improved significantly and is seeking a raise. The next logical step is Level 2.
The Warehouse Manager must consider the department’s budget and whether a Level 2 is needed. Promoting Aven might mean forgoing a future hire like a Warehouse Coordinator.
Sometimes, retaining a Level 3 employee may be the best fit for current needs.
Rates of pay
Minimum Rates of Pay are set by the Live Performance Award, and different rates apply according to the skills the employee has (their Level) and their employment classification.
Rates are reviewed regularly by the Fair Work Commission and when pay rates change, MPH adjust our rates to comply.
Most employees are paid above the Award rate with several factors contributing to this, they are:
- The level of experience of an employee
- Less experienced staff are assigned to lower levels but follow pathways to upskill and earn more
- Length of service with the company
- Longer continuous service, typically results in upskilling and higher pay
MPH pay rates can be viewed in:
Skills above role requirement
The company does not offer higher pay simply because a candidate has more skills or experience than the role requires. For example,
If the company is hiring a Level 3 Warehouse Technician but interviews a candidate currently working at Level 2, the candidate would still be hired—and paid—as a Level 3 Technician, assuming they accept the offer. This is clearly communicated during the hiring process.
If company needs change in the future (e.g. we require a Level 2 Technician), current Level 3 employees will be offered the opportunity to apply for that higher-level role before it is advertised externally.
Selecting an employment level
| Award Level | MPH Level | Example position held | Details |
|---|---|---|---|
| 1 | n/a | Trainee / inductee (“Newby”) | Assigned to employees with 12 months or less relevant experience.
Casual trainees complete 228h at this level. Weekly trainees complete 6-weeks at 38h per week at this level. Employees level up appropriately per this table at the completion of their trainee / inductee hours. Induction training includes a “pass” assessment by the employee’s manager or trainer in the following areas:
|
| 2 | n/a | Looms Assistant; Cleaner |
Non-technical roles; candidates may have some experience, but the position requires minimal technical skills, knowledge or experience.
Employee has;
|
| 3 | MPH 3 | Crew & Logistics Assistant; Lighting Technician; Looms Technician Repairs & Maintenance Technician; Warehouse Technician |
Assigned to employees who are inducted but have limited experience and who will gain experience and knowledge with time spent at this level.
Employee has:
The employee must gain100% of the skills listed in the relevant PD before levelling up is considered. |
| 4 | n/a | n/a | MPH does not assign employees to this level, but the Award rate can be used for pay increases for employees levelling up between levels 3 and 5. |
| 5 | MPH 2 | Bookkeeper; Payroll Officer; Purchasing Officer; Crew & Logistics Coordinator; Senior Lighting Technician; Senior Repairs Technician; Senior Warehouse Technician |
Assigned to Senior employees who have the requisite experience and skills.
Employee has:
|
| 6 | n/a | n/a | MPH does not assign employees to this level, but the Award rate can be used for pay increases for employees levelling up between levels 5 and 7. |
| 7 | MPH 1 | Accountant; Technical Supervisor (Production); Warehouse Supervisor |
Assigned to Supervisor level employees who have the requisite experience and skills.
Employee has:
|
| 8 | n/a | MPH does not assign employees to this level, but the Award rate can be used for pay increases for employees levelling up between levels 7 and 9. | |
| 9 | n/a | Account Manager; Carpenter; Crew & Logistics Manager; Electrical engineer; Electrician; Executive Assistant; SRMM Manager; Warehouse Manager; Crew and Logistics Manager; |
Assigned to Technical Managers, Department Managers and experienced experts who have the requisite experience and skills.
Employee has:
|
| Nil. | n/a | Managing Director; General Manager; Senior Account Manager; Business Development Manager; CFO |
Assigned to Executive level employees paid above the high-income threshold who are experienced experts with requisite experience and skills.
Employee has:
|