This document is part of the Public entity executive human resources tools resource.

This is an example of what work value assessment outcomes could look like for entities of different sizes.

In all cases, it’s assumed that the CEO will be assessed with having the highest work value and the subordinate executives will therefore be assessed at lower work values.

These assessments would be used to inform remuneration outcomes with reference to guidance from the Victorian Independent Remuneration Tribunal on how to determine a final remuneration value.

A diagram that shows you that when a CEO is assessed for their remuneration, subordinate executives will be assessed at lower pay bands.