Woolworths remuneration philosophy supports performance based remuneration, making it clear that each employee plays a role in helping to achieve the company's strategy and operating plan.

performance review

All managers undertake a formal performance review twice a year with each of their direct reports, rating the employee's performance relative to the goals that were set for the period under review as well as setting goals for the coming review period.

Each employee's personal development plan for the year is also reviewed and this information forms part of the company's annual training report and the company’s workplace skills plan, enabling the organisation to identify, develop and retain talented employees. The performance rating achieved by the employee determines the salary increase that the employee will receive during the annual salary review that takes place in September of each year.

comparison with the market

Woolworths pay and benefit strategy is continuously evaluated to ensure that the business remains at the forefront of market related remuneration for all employees. Occasionally there will be focused reviews based on particular circumstances. For instance, as trading hours have been lengthened to meet our customers’ need for convenience, Woolworths recently reviewed the selling team’s employment proposition. The understanding is that a revitalised employment proposition for the large majority of our employees will support the business’ focus on attracting and retaining top retail talent.