Reward and Recognition
Investa takes a 'Total Reward' perspective, considering remuneration within the context of broader employment terms, conditions and benefits including:
- Tangible benefits such as the value of all aspects of remuneration, professional development opportunities, and leave policies; and
- Intangible benefits such as personal recognition, quality of leadership, team work environment, community engagement and connection with Investa's vision and values.
Key principles include:
- A strong and direct link between performance and remuneration
- Providing competitive fixed remuneration as well as providing a proportion of pay 'at risk' as is appropriate to the type and seniority of role
- Providing a significant proportion of remuneration for executives and senior managers as equity to strengthen a long-term perspective and increase alignment with shareholders
Investa participates in annual industry salary and benefits survey (e.g. AVDIEV) to establish external relativity of salaries and benefits.
During the period Investa had a variable compensation program for employees inclusive of:
- Individual Short Term Incentive (approximately 12-month cycle)
- Individual Long Term Incentive (more than 12-month cycle)
Our performance review process identifies stretch goals which are linked to variable compensation.
Investa also has a range of non financial recognition programs, including the following:
Active in the Community Programs
Community Day, allowing employees to participate in activities outside of the workplace; one full or two half days per year.
Financial support of $100 to non-deductible or $200 to deductible organisations for each employee to assist in activities and/or supporting their external interests.
Range of Employee Benefits
To recognise employees' contribution to the success of the business including access to:
- designated places reserved for our employees in a child care centre in Sydney
- corporate gym memberships
- discounted health insurance
- novated car lease arrangements
- discounts for purchase of houses designed by the Group, travel and care hire; and
- annual flu and influenza vaccinations paid by Investa
Commitment for Financial Year 2008
Through the following initiatives and a focus on continuous improvement the HR function will assist the business in creating a 'high performance culture'.
- Review the company intranet to improve communication of employee benefits.
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