When preparing your application for a staffing position, you’ll need to calculate a proposed wage. The wage rates below* are considered reasonable by the Community Broadcasting Foundation. They are based on casual or short-term contract positions working in the roles mentioned. However, there’s more to consider than just the hourly rate of pay.
If your organisation is considering longer-term employment contracts, we recommend you seek qualified human resources and legal advice in developing your own employment agreement covering pay, working arrangements, leave, other entitlements and redundancy.
In all circumstances, you should consider when developing your budget:
- Do penalty and/or overtime rates apply?
- Is the expectation that the station manager will be paid the same hourly rate for weekend/after hours work? Will a set weekly/fortnightly salary be paid regardless of the hours worked?
- The type of employment may impact your budget
- Casual, full-time or part-time and fixed term/permanent employees
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- Casual employees should receive additional casual loading, usually 25% to make up for the lack of leave entitlements and job security
- Permanent part-time and full-time employees have access to paid leave entitlements and these need to be considered in your budget, particularly if you need to pay to backfill the role during leave periods
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- By law, you must pay superannuation to employees who are eligible for superannuation. Generally, all employees are eligible for payment of superannuation regardless of their earnings. The current rate is 11.5%, with the rate increasing to 12% in July 2025
- Workers compensation and other oncosts
Even if your station has award/agreement free employment arrangements, modern awards such as the Broadcasting, Recorded Entertainment and Cinemas Award [MA000091] or the Social, Community, Home Care and Disability Services Industry Award [MA000100] can provide guidance to conditions and wages. The National Employment Standards (NES) and the Fair Work Act must be considered where there is no appropriate Award.
In your grant application, you should explain how your employee’s experience warrants the budgeted wage rate, whether that be based on one of these suggestions, your organisation’s own employment agreement or an appropriate award.
*Management and operational roles |
Content Roles |
||
|---|---|---|---|
| Administration | $35 – 49 p/h | Journalist/Presenter/Producer/crew | $35 – 40 p/h |
| Sales | $40 – 45 p/h | Senior Journalist/Presenter/Producer/crew | $40 – 45 p/h |
| Technologists | $40 – 45 p/h | Editor/Director/Executive/Producer | $45 – 50 p/h |
| Community engagement | $40 – 45 p/h | Senior Editor/Director/Executive Producer | $50 – 55 p/h |
| Management | $45 – 50 p/h |
Note: The above rates do not include superannuation or account for any casual loading.
For more information, visit:
- The ‘Regulatory Considerations’ section in the Community Broadcasting Association of Australia’s article: Governance – Staff. The article also includes links to relevant awards and other useful resources.
- CBF’s Financial Resources page
- CBF article: Guide to Good Financial Management