Rewards and Achievements

A key component of the Woolworths culture is recognition of high achievers. There are a range of awards the recognise high achievers and outstanding contributors to the company. Some of these awards include:
 

The Annual Woolworths Heroes Program

 

 

The annual Woolworths Heroes Program recognises 27 outstanding contributors to our business, community and environment. Nominated for consideration by their own division, the ‘Heroes’ are flown to the Company conference and thanked in front of thousands of delegates.

 

 

 

 

Paul Simmons Award

Established in 1995, the Paul Simons Award is an annual program that recognises the development of young people within the Company. Participants are nominated from all divisions and a winner is selected in each category.

Joe Berry Award

The Joe Berry Award is an external competition acknowledging and recognising outstanding young (35 years and under) achievers in retail. Some of the country’s most prominent retail and supplier managers have won this competition, which began in 1986.

As well as the Woolworths recognition awards, we offer a range of financial and non-financial employee benefits. These include:

Flexible Work Options

Flexible work options tailored to individual needs have proven to be an important factor in retaining people as their work-life balance needs evolve. Our job-share opportunities offer further flexibility to our staff.

Parental Leave

Following the introduction of paid maternity leave in 2008, there were 1,436(3) women who commenced parental leave during the 2010 financial year, compared to 1,080 during the previous year. 

With the introduction of the Government Paid Parental Leave scheme in January 2011, Woolworths will still continue with its current Paid Maternity Leave initiative (introduced in 2008) which includes six weeks paid maternity leave, two week return-to-work bonus and up to 104 weeks parental leave.

Remuneration

Woolworths prides itself on market competitive benefits and remuneration. In the case of operational roles the entry-level rate of pay is at, or in excess of, the modern award. With the introduction of this award  the Supermarket Division is paying between 2–6% of the standard entry level minimum wage across Australia.

The remuneration structure includes two components - 

1. The cash-based short-term incentive plan is made available to all managerial salaried employees.
2. The long-term incentive plan is offered to managers who play a critical role in the long-term success of our business, including executives, store managers and buyers.