Remuneration Model GRNSW 2025-2028

GRNSW REMUNERATION MODEL 2025-2028

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GRNSW REMUNERATION MODEL 2025-2028

GRNSW recognises meaningful contribution and drives a culture of integrity, collaboration, accountability, respect and excellence.

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GRNSW REMUNERATION MODEL 2025-2028

Message from the CEO

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Forward

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Remuneration Model Objectives

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Benefits

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Banding Scoping Factors

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Band Summary

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Application Milestones & Performance

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contents

Contents

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GRNSW REMUNERATION MODEL 2025-2028

The P4P model reflects our commitment to transparency, equity, and excellence, ensuring everyone at GRNSW can thrive and grow based on merit.

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REMUNERATION MODEL 2025-2028

CEO Remuneration Integrity & Accountability At Greyhound Racing NSW, integrity and accountability guide our decisions including how we recognise and reward our people at every level. I welcome a remuneration model that reflects an intentional commitment to transparency, equity and performance.

This model has been developed through a rigorous process, combining external market benchmarking with detailed role-by-role assessments to ensure internal consistency and external competitiveness. It provides a clear and structured framework for salary progression that recognises individual contribution.

ceo message

GRNSW

Message from By directly linking reward to achievement, our Pay-for-Performance (P4P) our CEO model reinforces the behaviours and outcomes that drive success—for both individuals and the organisation. It supports a culture where high performance is encouraged and celebrated.

The P4P model reflects our commitment to transparency, equity, and excellence, ensuring everyone at GRNSW can thrive and grow based on merit.

I’m proud of what this model represents and the thoughtful work that has gone its design. It lays the foundation for a high-performing, future-ready GRNSW, where our people are inspired to help shape a strong and sustainable future for our organisation.

Steve Griffin Chief Executive Officer

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GRNSW REMUNERATION MODEL 2025-2028

Forward At Greyhound Racing NSW (GRNSW), we are committed to building a highperforming, values-led culture. Recognising and rewarding our people in a way that reflects integrity, accountability, and excellence is fundamental to how we operate and grow.

The P4P model is supported by our Behavioural Capability Framework and Skills Capability Framework. Together, these ensure that performance is measured not only by outcomes, but also by how those outcomes are achieved through the right skills, behaviours, and alignment with our organisational values.

GRNSW already offers salaries benchmarked in the upper percentiles of the market.

The P4P model reinforces our employee value proposition and, as an employer of choice, strengthens alignment between individual contribution and strategic outcomes.

This model is designed to motivate, reward, and empower our people. It provides a consistent and transparent foundation for recognising performance, supporting career development, and building capability. Aligned with our values, it reflects our commitment to a high-performing organisation where every employee has the opportunity to thrive. We look forward to embedding this approach together as we shape the future of GRNSW. The P4P Model will be adopted for 3 years (2025-2028) and will be reviewed annually to assess effectiveness.

forward

To support this, GRNSW has adopted a Pay-for-Performance (P4P) remuneration model, effective from the 2025–2026 financial year. This strategic step forward replaces historical CPI-based increases and discretionary bonuses with a structured, transparent framework that links salary progression to individual performance against clearly defined key performance indicators (KPIs).

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GRNSW REMUNERATION MODEL 2025-2028

The Pay-for-Performance (P4P) model ensures our approach to remuneration is aligned with GRNSW’s organisational values, supporting a fair, high-performing, and accountable culture.

Integrity The model promotes fairness and transparency by ensuring remuneration decisions are merit based being applied against a clear performance criteria.

Collaboration This model facilitates clear communication in the design and implementation of expected behaviours and key performance indicators for each role.

Accountability The model drives alignment between individual performance, business needs, and GRNSW’s strategic direction. It supports values-based behaviours through the GRNSW Expected Behaviours Capability Framework and Skills Capability Framework, fostering a professional and results-driven culture.

Respect The model applies a consistent, equitable and inclusive approach to performance assessment.

Excellence The model encourages continuous improvement by recognising performance that demonstrates quality, innovation, and ambition—supporting a culture committed to high standards and organisational progress.

objectives

Objectives

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GRNSW REMUNERATION MODEL 2025-2028

This model ensures effort is rewarded and impact is visible.

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GRNSW REMUNERATION MODEL 2025-2028

Benefits

Increased Motivation and Productivity • Motivational impact: Employees are more likely to go above and beyond when they see tangible benefits.

• Clarity of purpose: Structured, transparent KPIs keep employees focused on highimpact and strategic objectives.

Enhanced Accountability • Defined metrics: Employees clearly understand what is expected of them and how their performance will be evaluated.

• Fair, objective reviews: Managers can assess outcomes based on data and agreed-upon measures rather than subjective judgment.

Attracting and Retaining Top Talent • Market relevance: Candidates across all levels, including executives, increasingly prioritise reliable base salaries and structured advancement pathways over unpredictable bonuses.

• Merit recognition: A fair system that rewards strong contributors fosters loyalty and pride.

Cost-effectiveness • Targeted investment: Funds are allocated to performers who are delivering value.

• Eliminating ineffective increases: Underperformers no longer receive increases by default, maximising budget efficiency.

Alignment with Organisational Goals • Strategic clarity: KPIs are developed in line with GRNSW’s Capability Framework and business plan, ensuring that staff priorities are aligned with corporate success.

• Shared success: Employees see how their individual work contributes to organisation-wide impact.

Encourages Continuous Improvement • Upskilling opportunities: A growth mindset is promoted through the link between professional development and pay progression.

• Innovation: Individuals are motivated to find more effective ways to achieve goals and contribute to team success.

Facilitates Objective Performance Reviews • Reduced bias: Reviews are based on objective metrics, not subjective impressions or tenure.

• Confidence in fairness: Employees have a clear understanding of how and why decisions about remuneration are made.

benefits

The core motivation behind GRNSW’s adoption of a Pay-for-Performance (P4P) remuneration model, also known as performance-based pay, is to ensure that our compensation approach rewards the achievement of meaningful outcomes. Instead of basing salary increases on time served or acrossthe-board inflation adjustments, the P4P model directly links individual and team compensation to performance against agreed key performance indicators (KPIs).

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GRNSW REMUNERATION MODEL 2025-2028

Scoping Factors

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Responsibility Scope: The breadth and depth of responsibility held within a role, including influence across teams, departments, or the broader organisation.

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Risk Exposure: The degree of risk managed or mitigated, including operational, financial, compliance, or reputational risk.

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Budget Management: Oversight of financial resources, including P&L accountability or budget authority.

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Business Connectivity: The degree to which the role is connected to and supports the business — internally (e.g. advisory, strategy, enablement) or externally (e.g. stakeholders, partners, participants).

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Direct Reports: The number and level of direct or indirect reports under a role’s leadership.

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Specialist Functions: The extent to which the role requires deep subject-matter expertise in niche or high-demand areas.

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Talent Competitiveness: Our ability to attract and retain the right skills in the recruitment market.

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Internal & External Parity: Ensuring roles are designed in a way that balances uniqueness to our organisation with market comparability, supporting both fairness and differentiation where needed.

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Skills & Experience: The qualifications, experience, and capabilities required to perform successfully in the role.

banding

Each level within the framework has been assessed against a defined set of scoping factors, which determine the band range for that level. Each individual role then has a role range that may vary based on how those scoping factors apply to the specific responsibilities of the position.

The scoping factors are defined as follows:

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GRNSW REMUNERATION MODEL 2025-2028

Band Summary Leadership Level

Role

Band

Band Range $

Chief Executive Officer

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$500,000 - $550,000

Executive Leadership Team

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$300,000 - $350,000

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$210,000- $250,000

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$180,000 - $200,000

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$150,000 - $170,000

5

$115,000 - $140,000

4

$90,000 - $110,000

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$80,000 - $90,000

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$70,000 – $80,000

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$60,000 - $70,000

Leading Function

Senior Leadership Team

Leading Leaders - Specialist

Middle Manager

Leading People - Specialist

Supervisor

Leading Self - Specialist

Individual Contributor

Note: Casuals are not banded as they are remunerated according to the relevant Award.

banding

Leading Organisation

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GRNSW REMUNERATION MODEL 2025-2028

GRNSW recognises meaningful contribution and drives a culture of integrity, collaboration, accountability, respect and excellence.

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GRNSW

Milestones and Timing Milestone

Timeline

KPI confirmed for all roles

July – August

Mid-Year Performance Review

December - January

End of Year Performance Tracking

May – June

Performance-linked increases applied

July NEW FY

Executive Leadership Team collectively review performance ratings across the organisation providing validity in review and calibration as needed.

Performance Review Salary Increase Scale Performance Review

Salary Increase Scale %

Exceeds Expectations

6%

Above Expectations

4.5%

Meets Expectations

2.5%

Below Expectations

0%

Requires Improvement

0%

application

REMUNERATION MODEL 2025-2028

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‘This model is not just a document – it’s a call to action.

Let’s get it done.’

Steve Griffin CEO GRNSW